HomeMy WebLinkAboutCC Res 2483 1975-09-22
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RESOLUTION NUMBER .;;1 (~
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SEAL BEACH, CALIFORNIA ADOPTING AN AFFIRMATIVE
ACTION PLAN CONCERNING EQUAL EMPLOYMENT OPPORTUNITY.
WHEREAS,
the City of Seal Beach has long maintained a merit personnel system
to insure equal opportunity for qualified individuals to enter and
progress through the city government system; and
the City Council is committed to the concept of equal opportunity
employment as a necessary element of the city's basic merit
principle; and
the City Council is desirous of further assuring positive, practical
efforts toward equal employment opportunity for the minorities and
employment disadvantaged in the area of original employment as well
as promotional opportunitites at all job levels; and
Title VII of the Civil Rights Act of 1972, Federal Executive Order
12246, and the Regulations of the United States Equal Employment
Opportunity Commission issued May 14, 1973, have established
procedures, requirements and laws applicable to equal employment
opportunities by state and local governments;
WHEREAS,
WHEREAS,
WHEREAS,
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Seal Beach
does hereby resolve as follows:
Section 1. Attachment A to this Resolution entitled "City of Seal Beach,
California, Affirmative Action Plan" is hereby approved.
Section 2. The City Manager is hereby directed to take such steps as necessary,
reasonable, and consistent within the provisions of the plan to implement the
plan, obtain approval of the plan from the United States Office of F~deral
Contracts Compliance and other federal and state agencies as necessary; and
to periodically review and modify the plan as necessary to conform to City
Council policies and federal and state laws.
PASSED, APPROVED, AND ADOPTED by the City Council ,of the City~f Seal BeaCh,
California, at a me~ting thereof held on the .;;bl""A day of ~1bn<-1c.[,A/ , ,
1975, by the followlng vote: ' ,
AYES: Council Members ~~ &"';41ld.ftf-/1/de..1:1Jlf:L{~ '
OIDES, Coo,," M""b'''~_ '
ABSENT: Council Members~
ayor
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Resolution Number ~~~
CITY OF SEAL BEACH
AFFIRMATIVE ACTION PLAN
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Table of Contents
City Council Resolution of Adoption
Pro 1 o\lue. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i
Affirmative Action Policy Statement.....,......,........ iii
Introduction: Affirmative Action Plan.................. 1
Program Responsibil ity..".............................. 3
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Recruitment and Hi ring. . . . . . . . . . . . . . . . , . . . , . . , . , . . . . . . . .
Promotions...................... ........................
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5
Career Education and Training........................... 5
Establishment of Goals & Timetables..................... 6
Compliance Status.....,................................. 8
Dissemination :of-Plan.....,...,......................... 8
Labor Force Analysis,......................,..,......... 10
Specific Goal sand Timetabl es............................ 11
Attachments
Orange/Los Angeles CountylSeal Beach Statistical Data A
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September 1975 City Government Labor Force
Goals/Timetables Projections
Goals/Timetables Criteria
Employment~Classifications (On file in the City Manager's
office)
B (1-11)
C (1-3)
D (1-2)
E
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Resolution Number ~~
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PROLOGUE
CITY OF SEAL BEACH AFFIRMATIVE ACTION PLAN
or"":>....
During the past several years, the City of Seal Beach has sought to
establish a'positive and progressive posture regarding fair and equitable
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treatment for all persons regardless of their race, creed, color, sex, or
national origin. These efforts have been many, varied and directed
toward a total commitment to these goals both within the City government
organization and the community at large.
The City of Seal Beach employs approximately 162 full-time employees.
Approximately 60 employees are added during the summer months to support
recreation program activities and provide essential beach related services.
The City's ethnic minority population represent approximat$ly 6% of the
total. These are' almost exclusively L' persons of Spanish surname. App-
roximately 20.7% of the work force is female.
During the past 3 years, efforts have been made in the following areas
to assure the fair and equitable status of the City's employment posture.
Some of these efforts include:
1, The adoption of a positive Affirmative Action Program,
2, The City has embarked upon a test analysis effort to assure that
employment selection',procedures are non-discriminating. This
effort is 'not to be considered as "test validation", which is a
more lengthy and costly process, The City's testing requirements
:':are not extensive, therefore testing, procedures are only reviewed
prior to beginning a new testing process,
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Resolution Number ~1'~~
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3. The City staff has recently completed a classification analysis
4. There is a continuing effort to broaden the City's.work force
through the employment ~f student interns, ~olunteers, high school
students, ;enibr citizens and disadvantaged'p.ersons.
The Affirmative Action Plan which follows is designed to g~arantee the
City of Seal Beach's desire to positively and progressively assure fair
and equitable treatment for all present and potential Ci~y employees.
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Resolution Number .:t48a
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CITY OF SEAL BEACH
AFFIRMATIVE ACTION PROGRAM
POLICY STATEMENT
The City of Seal Beach has traditionaliy had ,a policy of non-
discrimination in appointment, promotion and other personnel matters
affec~ing employees. In the past, successful implementation of this
policy has depended primarily on'the judgement, concerns and goodwill
of the various City departments, This practice has resulted in a
fa1rly good representation of minority groups and women in the City
work force, However, there is room for further improvement,
Federal legislation and Executive Orders pertaining to the employ-
ment of women and ethnic minorities require that we initiate an
Affirmative Action Progr.am, The Affirmative Action Program is much
more than a passive policy of non-discrimination, It is an action
program requiring an immediate, imaginative, aggressive and sustained
effort to ensure more employment of minorities and women at all levels
where deficiences are found to exist. It also requires that we establish
realistic goals and frequently undertake s~lf-evaluation to ensure
reasonable progress toward achieving these goals. It does not, however,
imply that we should hire, retain, or promote ineffective staff or ,termi-
nate existing employees spe~ifically to create positions for Affirmative
Action hiring. Failure to establish an acceptable Affirmative Action
Program would result in the suspension of Federal Grants, Subsidies, and
other sanctions.
The Seal Beach City Council heregy reaffirms and extends our policies
of non-discrimination and commits the City of Seal Beach to a program of
Affirmative Action designed t~ further our progress toward meeting our
moral, professional,. public and legal responsibilities,
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Resolution Number eI'I8o
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CITY OF SEAL BEACH, CALIFORNIA
AFFIRMATIVE ACTION PLAN
Introducti on
This Affirmative Action Plan is intended as a clear statement of the
City's continuing respDnsibility to provide equal employment opportunities
in a positive and progressive sense, Furthermore, as a governmental
agency, the City should provide exemplary leadership to all other employers
wjthin the community.
The purpose of this plan is to re-emphasize an~ set forth the policy
of the City of Seal Beach for eq~al employment opportunity within the City
government organization and to provide for the establishment of an on-going
Affirmative Action Program in conformance with State and Federal laws and
regulations, The City Council declares that:
1. City employment shall be freely open to all persons regardless of
race, religion, sex or national origin.
2. City personnel programs shall be administe~ed so as to remove
barriers to employment and promotion of ~inority 9rouP persons,
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3. Progressive efforts shall be made to attract and assist minority
groups and diSadvantaged persons tQ qualify for employment and
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promotion.
The Affirmative Action Program goals following, are established:,
1. To establish and maintain a City-wide employment level within each
City Department and job category which is ethnically and racially
bal anced, incl udi ng both men and women, r.epresen:tativer,of the ethni c
and racial ,composition of the Ci~y of Seal Beach and its surrounding
area. This goal of, parity employment shall be achieved no later than
June 30, 1978. '
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Resolution N~mber ~~~a
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2. To assure that ethnic and racial balance, including both men
and women, exists throughout all of the City of Seal Beach
departments and throughout all occupational areas,
The following Affirmative Action Program objectives are established:
1, To assign to the City Manager the responsibility to 'carry out
the provisions of the Affirmative Action Plan, and to assure
compliance with applicable City, State and Federal equal employ-
ment opportunity guide~ines and regulations,
2. To continually analyze and evaluate recruitment, selection,
testing and promotional practices in order to eliminate dis-
criminatory artifical barriers.
3. To analyze the City's labor force a~d staffing and organization
practices in order to establish where an under utilization of
women and minorities exists and to determine the causes for such
under utilization.
4. To establish goals for each City department and occupational areas
which shall be attained within a realistic period of time, based
on a comprehensive study of the City government's labor force and
analysis of deficiencies, The comprehensive' study,shall consider
at least all of the factors listed in Attachment 0,
5, To de~elop and monitor an internal audit and timely reportin9
system which shall record number of women and minority candidates
filing applications, passing examination, hired, promoted and te~-
inated in order tQ keep management current of the Affirmave Action
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Program Responsibility
Upon approval of the City Council, the City Manager shall assure
that each City department has complied, and shall continue to comply,
with all of the policy statements and the intent thereof of the City's
Affirmative Action Program, The City Manager or his appointed designate
shall be the primary official with responsibility and authority for"
,.the implementation of the Affirmative Action Plan. They shall:
,1. Identify problem areas and the causes; develop action oriented
policies and programs designed to alleviate deficiencies.
2. Assist departmental management in arriving at solutions to
problems.
3. Design and implement an audit and reporting system that will:
a) Measure the effectiveness of the City's Affirmative Action
Plan.
b) Indicate the need for corrective action.
c) Determine the degree to which the City's goals and object-
ives have been attained,
4. Maintain an up-to-date employment analysis of the overall labor
force to assist in the development of attainable goals and time-
tables.
5. Serve as a liaison between the City and other organizations con-
cerned with employment opportunities of minorities and women.
6, Keep the City Council informed of the latest developments in the
entire equal opportunity area and the effectiveness of the imple-
mentation of this plan.
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7, Conduct periodic audit of training programs, hiring and promotion
patterns to remove impediments to the attainment of goals and
objectives.
8, Assure that departmental supervisors are informed and cooperative
with the City's Affirmative Action Plan, and that their work per-
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formance is being evaluated on the basis of their equal employment
opportunity effort and results, as well as other criteria,
9. Retain and evaluate employment application forms in relationship
to the City's Affirmative Action Program Goals. Applications
should be retained for a minimum one year period from the date of
filing for this purpose,
Recruitment and Hiring
The City shall attempt to recruit minority applicants for all available
positions in City service, The following methods, 'among others will be
utili zed:
1, Notices of employment opportunities shall be made available to
minoriti es and or,gani zati ons serving" m.in6,r.ilty., persons,
2. The City will make a good faith effort to include representatives
of the minority community on screening and interviewing committees.
3. The Ci ty wi.ll cooperate wi th trai ni ng pro9rams des i gned to enhance
the overall goals a~d objectives of this Affirmative Action Program,
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4. Pre-employment written and performance tests, wh~n utilized, will be
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reviewed to determine whether they are 'job relateq 'and appropriate.
S, All hiring standards used in selection such as ,height, weight. educa-
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tion levels, previous w~rk experience or other stundards, will be
. realistically related to job and professionul requirements. Such
standards will be reduced to writing.
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Promotion
The City shall assure that its procedures relating to promotional
opportunities shall confarm to the following standards:
1. All standards used in promoting employees shall be realistically
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related to job and progression requirements and will be applied:
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in a non-discriminatory manner.
2'. Employees failing to'qua;ify f~r higher rated jobs, including
training opportunities, because of lack of p~ior training or
education, will be encouraged to participate in developmental
programs sponsored by the City or other governmental agencies'
or community agencies. Such encouragement for training shall
be applied in the best interests of the City considering pay
requirements a~ set forth by the Federal Fair Labor Standards Act.
Career Education and Training
The City assumes the responsibility to provide and/or encourage the
training of City,.employees so as to provide the maximum opportunities for
training consistent with the best overall interest of the City. Such
training shall be provided, conducted and/or encouraged within the context
,of. the City's budgetary' an4 public services level constraints. Minority
and, female employees will be given the opportunity and encouraged to parti-
cipate in all city training programs, Such training shall incorporate the
fol.lot/li:ng standards:
1~ The City shali provide and/or encourage training programs which
shall provide job skills development to facilitate the permanent
employment of minorities and women and to provide upward job
mobility once they have' been hired.
2. Training programs shall be accelerated-to provide maximum opport-
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tunities for entry level and paraprofessional positions in order
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to prepare them for promotions, new job positions or special
assignments.
3, Employee development training efforts shall be closely associ-
ated with the job class or discip11ne, thereby providing the
most feasible method of preparing the employee for a promotional
opportunity.
4, Whenever possible and consistent with the service needs of the
City, efforts!:shall be made to afford time off from work to
attend in-service training classes.
5. Training and academic courses shall be provided to all supervisors
relative to the employment of minorities and women, cultural
differences, life styles, and how these factors affect employment.
6. Coordination between the City's trainin9 programs and local schools
and colleges shall be further developed, u~iliz~rig colleges to
offer relevant two-year, four-year and
designed for City employees:
post-graduate programs
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7. Attempts sh'all' be m~de to provide ca~e~r counseling. to each, minority
and women employee, recommending various in-~ervice training and
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educationa; courses designed to'assist that person up the career
ladder.
Establishment of Goals and Timetables
The goals and timetables established for ,every department 'and major
occupational area shall be attainable in terms of the ,employment analysis
conducted by the City Manager or his designate, In establishin9 departmental
and job classification goals and timetables, the City assumes good faith
efforts shall be exerted by all management and employeees in order to meet
those goals established.
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In determining levels of goals, the City shall consider, but not be
limited to, the following factors:
1. InvoQ'ving personnel staff, department and division head~,
employee groups and executive 9roups on the goal settin9 process.
2. Goals shall be significant, measurable and attainable.
3. Goals shall be specific for ~lanned results, with timetables
for completion.
4, Goals shall'be t~rgets reasonably attainable by means of applying
good faith efforts to make all aspects of the entire Affirmative
Action Program work.
5. In establishing timetab)es to meet goals and commitments, the
City shall consider the anticipated expansion, contraction and
turnover of and in the local work force.
6. Goals, timetables and affirmative action commitments must be
designed to correct any identifiable deficiencies.
7. Where deficiencies exist and where number of percentages are
rele~ant in developing corrective action. the City shall establish
and set forth specific goals, and timetables separately for minor-
ities and women.
8, Such goals and timetables, with supporting data and the analysis
thereof, shall be a part of the City's written Affirmative Action
Program and shall be maintained within the City Manager's Office
and by each department of the City.
9. Support data for the required analysis and program shall be com~iled
and maintained by the City Manager as part of the City's Affirmative
Action Program, and shall include, but not be limited to, progression
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Resolution Number ot~~~
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line charts, seniority rosters, applicant flow data, and appli-
cant rejection ratios which indicate minority and sex status.
10, Copies of the Affirmative Action Program and support data shall
be made available to the Office of Federal Contract Compliance,
State Personnel Board, employee 9rouPS. local minority and women
organizations, and other affected private or public groups,
Compliance Status
The City program shall be evaluated periodically by the City Council
on whether the goals and timetables ar~ being met, through an extensive
evaluation of the contents of the Affirmative Action Program, the extent
of the City's adherence to the program, and the good faith efforts to
make the program work toward the realization of the program's goals
within the timetables set for completion.
The City Manager shall report annually to the City Council the results
of the past year's efforts of the City's Affirmative Action Program.
Dissemination of the Affirmative Action Plan
The City shall disseminate the objectives and plan internally as follows:
1. Conduct special meetings with executive, management, and super-
visory personnel to explain intent of the Affirmative Action Policy
and Plan and individual responsibility for effective implementation,
making absolutely clear the City Council's attitude.
2. Schedule special meetings with other employees to discuss policy
and explain individual employee responsibilities.
3. Discuss the policy thoroughly in both employee, orientation arid_manage-
ment training programs,
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4, Meet with recognized employee organization officials to inform
them of policy, and encourage" their cooperation.
,5. Post the policy on department bulletin boards,
6. Where possible, when employees are featured 1n employee hand-
books, brochures or similar publications, both minority and
non-minority men and women shall be pictured.
7. Communicate to employees the existence of the City's Affirmative
Action Program and make available such elements of the programs
as will ena~le such employees to know of and avail themselves
of its benefits,
The City shall disseminate the objectives and plan externally as follows:
1. InfOrm all recruiting sources verbally and in writing of City
policy, stipulatin9 that these sources actively recruit and refer
mi nori tes,- ,; both men and women, for a 11 pos it ions 1 i s ted .
2. Notify minority and women's organizations, community agencies,
community leaders, secondary schools and colleges, of City policy,
preferably in writing.
3.' Communicate to prospective employees the existence of the City's
Affirmative Action Program and make available such elements of the
program as will enable such prospective employees to know of and
avail themselves of its benefits
4. When employees are pictured in external publications, such as news-
papers, brochures, leaflets. public information pamphlets, etc"
whenever possible both minority and non-minority men and wpmen shall
be shown.
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Resolution Number dl4fi!J
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Labor Force Analysis
Attachment A to this Plan is a preliminary analysis of the Seal Beach
, West Orange County and Long Beach Labor Market Area, in terms of the level
of minorities and females employed. (Attachment B to this Plan is a
statistical summary of the Seal Beach City Government's labor force.) The
key comparative relationships extracted from this data are summarized below,
Geographical .
Area
Cypress
Fountain Valley
Garden Grove
Los Alamitos
Huntington Beach
Rossmoor
Stanton
Labor Market Analysis
Minority Labor Force
Total Labor
Force
Spanish Surname
Black Other Races
11 ,292
11 ,206
47,376
3,672
43,704
1,258 11.1%
o 0.0% 343 3,0%
o 0.0% 370 3.3%
65 0.1% 1,071 2.7%
o 0.0% 0 0.0%
65 0.2% 870 2,0%
o 0.0% ,.,0 0.0%
o 0,0% 254 0.4%
816
3,621
513
7.3%
7.7%
14.0%
8.4%
',0,0%
15.5%
3,666
5,117
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6,822
1,060
Seal Beach 7,439 345 4.6% 0 0.0% 0 0.0%
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Westminster
Long Beach
Total Labor Force
21,635
148,BB5
307,148
2,185
10.1% 0 0.0% 529
7.1% 6,246 4.2% 3,750
7.8% 6,376 2.1% 7,187
= =
2.4%
2.5%
2.4%
10,619
24,083
The Seal Beach City Government's overall Affirmative Action employment efforts
will necessarily suffer from two constraints. These are:
1. Percentages of minority and female representation may vary consider-
ably with small degrees of employee turnover due to the small total
size of the labor force.
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2. A Department by Department analysis based upon simple percentage
comparisons are not significant due to the small work force within
some Departments.
Seal Beach's Affirmative Action program efforts and the goals established
for the various City Departments shall be evaluated and administered con-
sidering the above constraints resultin9 from the nature of the City Govern.
ment labor force. Nonetheless, a straight forward analysis of the City
Government's labor force as compared to the surrounding labor market areas
indicates that Seal Beach should seek to -add to:'its curr.ent minor.Hy';.';,'_: ..
representation level.
Because of the above listed,constraints, the City Government's Affirm-
ative Action Program efforts shall be directed toward the following:
1. Primary emphasis shall be given to the City's overall minority
and female labor force levels.
2, Particular emphasis shall be given to establishing and achieving
goals and objectives within the safety departments and Public Works
Department which combined, represent approximately 83% of the City's
total work force.
3. Affirmative Action program efforts shall be continually monitored
and adjusted as necessary as a result of changes in the overall
staffing and organization p~tterns of the City Governmp.nt organi-
zation.
Specific Goals and Timetables
Pursuant to the overall goals and objectives previously described in this
Plan, the specific goals and o~jectives are set forth for the total City
Government organization in Attachment C (1 - 3), in accordance with these
goals and timetables every good faith effort shall be made to accomplish the
fo 11 owi ng:
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Resolution Number .4'41~~
a, Increase overall minority role and female representation in
the City Government's labor force from 7.4% to 12.3% for
minorities and 17,3% to 19.8% for women by June 30,1978.
b, Increase Spanish American minority representation in the
City Government's labor force from 6.1% to 8,0% by June 30,
1978.
c. Maintain and increase minority representation levels in all
City Departments and employment categories in a mannor con-
sistent with this overall plan and the goals and timetables.
d. Establish and/or provide annual training programs designed
to enhance minority and female promotability within their
respective career fields.
The labor force analytical" data shall be reevaluated and updated
periodically, at least annually, and the goals and timetables shall be
reevaluated and revised as necessary to reflect progressive minority
and female employment efforts by the City Gov~r~ment.
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Resolution Number ..:l t./83
Attachment A
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Labor Market Analysis
Geographical , Minority Labor Force
Total Labor
I Area Force Spanish Surname Black Other Races
Cypress 11 ,292 1,258 11.1% 0 0.0% 343 3.0%
Fountain Vall ey 11 ,206 816 7.3% 0 0.0% 370 3.3%
Garden Grove 47,376 3,621 7.7% 65 0.1% 1,071 2.7%
Los Alamitos 3,672 513 14.0% 0 0,0% 0 0.0%
Huntington Beach 43,704 3,666 8.4% 65 0.2% 870 2.0%
Rossmoor 5,117 0 ',0,0% 0 0.0% ..0 0.0%
Stanton 6,822 1,060 15,5% 0 0.0% 254 0.4%
Seal Beach 7,439 345 4,6% 0 0.0% 0 0.0%
..............................................................................
Westminster 21,635 2,185 10.1% 0 0.0% 529 2.4%
Long Beach 148,885 10,619 7.1% 6,246 4.2% 3,750 2.5%
Total Labor Force 307,148 24,083 7.8% 6,376 2.1% 7,187 2.4%
= ===
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* Source, 1970 Census
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Attachment D-l
Resolution Nump~r ~~l1~
.
.
Goals and Timetables Criteria
Goals and timetables established for every department and every job
therein shall be set in terms of the analysis of deficiencies in the,
utilization of minority groups and women made by the City Manager or
his designate. Such information shall be kept up-to-date and in file
in the City Manager's office as an attachment to this plan.
In determining levels of goals, the City shall consider but not be
limited to the following factors:
(1) The minority population of the labor area surrounding the City;
(2) The size of the minority unemployment force in the labor area
surrounding the City;
(3) The percentage of the minority work force as compared with the
total work force in the immediate labor area;
.
(4) The general availability of minorities having requisite skills
in the immediate ~abor area;
(5) The availability of minorities having requisite skills in an
area in which the City can reasonably recruit;
(6) The availability of promotable and transferable minorities within
the City Government's organization;
(7) The existence of training institutions capable' of training persons
in the requisite skills; and '
(8) The degree of training which the City is 'reasonably able to under-
take as a means of making all job classes available to minorities.
In determining whether women are being underutilized in any job classi-
fication, the City will consider at lease all of the following factors:
(1) The size of the female unemployment force in the labor area sur-
rounding the City'
(2) The percentage of the female workforce as compared with the total
workforce in the immediate labor area;
(3) The general availability of women having requisite skills in the
immediate labor area;
(4) The availability of women having requisite skills in an area in
which the City can reasonably recruit;
(5) The availability of women seeking employment in the labor or
recruitment ar~a of the City;
JIll
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Attachment 0-2
Resolution Number ..:?,!~'8a
4l. I i
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(6) The availability of promotable and transferable female employees
within the City's organization;
(7) The existence of training institutions capable of training persons
in the requisite ski11s; and,
(8) The degree of training which the contractor is reasonably able to
undertake as a mean~ of,making all job c~asses available to women.
, .'