Diversity Plan 12-10

CityofLongview WorkforceDiversity Plan
December9,2010
TableofContents ExecutiveSummary............................................................................................................................3 Introduction.......................................................................................................................................5 Background...........................................................................................................................6 Methodology......................................................................................................................................9 Findings..............................................................................................................................................10 EmployeeDemographics......................................................................................................10 EEOJobCategories...............................................................................................................12 ApplicantPool.......................................................................................................................13 Objectives&Strategies......................................................................................................................15 Policy&Commitment...........................................................................................................15 Recruitment..........................................................................................................................15 Hiring.....................................................................................................................................16 EmployeeDevelopment,JobPromotions&Retention........................................................17 EmployeeDiversityTraining.................................................................................................18 Accountability.......................................................................................................................18 SignsofSuccess..................................................................................................................................19 Appendix............................................................................................................................................20 Table1EmployeeCountyofResidence.............................................................................20 Table2GreggCountyLaborForcev.CityofLongviewEmployeesbyJobCategory.........21 Table3ComparisonofActualCityofLongviewStaffingv.IdealStaffing.........................22 Table4Applicant&NewHireDatabyScreeningPoints...................................................23 EEO4DescriptionofJobCategories ....................................................................................24 . . EEO4JobCategory1Officials&Administrators ..............................................................26 EEO4JobCategory2Professionals...................................................................................27 EEO4JobCategory3Technicians.....................................................................................29 EEO4JobCategory4ProtectiveServices.........................................................................32 EEO4JobCategory6AdministrativeSupport ..................................................................38 . EEO4JobCategory7SkilledCraftWorkers......................................................................41 EEO4JobCategory8ServiceMaintenance......................................................................45 Sources..................................................................................................................................47
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ExecutiveSummary As a leading public service organization in this community, the City of Longview recognizes the importanceofdevelopingadiverseworkforcethatreflectsthecommunitysdemographicsasmuchas possible.ThisallowstheCitytobetterunderstandandrespondtocitizensrequestsandconcerns.The City of Longview is committed to establishing a workplace where each employee is valued and encouragedtomaximizetheirpotential. TheCityofLongviewWorkforceDiversityPlanisaguidingdocumentthatisintendedto: Facilitatethehiring,developmentandpromotionofqualifiedemployees,includingunder representedminorities Promoteanddevelopaninclusive,respectfulworkenvironment Asamethodofevaluationforthisplan,theCityofLongviewemployeedemographicswerecomparedto theoverallGreggCountylaborforce.While,theCitysagedemographicsindicateagoodrepresentation of employees over age 40, this comparison suggests that there may be opportunities to increase the diversityinboththeracialminorityandfemalecategories(Figure1). Figure1:GreggCountyLaborForcev.CityofLongviewEmployees 09/30/2010 TotalRacial Minority 27.4% 19.1%
GreggCountyLaborForce CityofLongviewEmployees
Female 46.9% 30.7%
Age40+ 50.5% 59.0%
Sources:2000U.S.Censusand9/30/2010CityofLongviewEmployeeRosterforfulltime&parttimeemployees
LookingatthesamedatabrokenoutbyU.S.EqualEmploymentOpportunity(EEO)jobcategories,the opportunitiestoincreaseracialdiversityexistprimarilyinprofessional,technicalandprotectiveservices jobs. In addition, the information reflects a potential to increase gender diversity in professional and technicianpositions(Seepage11,Figure8). Toaddresstheseopportunities,theWorkforceDiversityPlanincludesspecificobjectivesintheareasof policy and commitment, recruitment, hiring, employee development, training and accountability as notedbelow.Specificstrategiesareoutlinedlaterinthisreport. Policy&Commitment Research best practices and develop procedures and practices related to the Citys Workforce DiversityPlan. CommunicatetheCitysdiversitycommitmenttostakeholders. Recruitment ResearchbestpracticesforlocatingandrecruitingqualifiedcandidatesfortheCitysdiversejobs andcareerpathsandestablisharecruitmentplan. Discoverandconnectwithqualifiedapplicantsintheminoritycommunityinanefforttowiden anddiversifytheapplicantpool.
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Hiring Hirebasedonjobrelatedability,asmeasuredbyuniformandconsistentlyappliedqualification andselectionstandards. EmployeeDevelopment,JobPromotions&Retention Promote employees based on jobrelated ability, as measured by uniform and consistently appliedqualificationandselectionstandards. Continue to provide employees with opportunities to develop their knowledge, skills and abilitieswithagoalofpromotingintopositionswithmoreresponsibility. Improveretentionbyhelpingemployeesremainengagedintheirwork. EmployeeDiversityTraining Promoteunderstandingandequipemployeestocreateaworkenvironmentthatisrespectful, inclusiveanddiverse. Accountability Establish a method of accountability for managing a diverse, inclusive, and respectful environment. Ratherthanafixeddocument,thisplanisexpectedtobefluidandadaptabletochangingconditions.In anefforttoremainaccountableandtransparent,CitystaffintendstoprovidetheExecutiveTeamand CityCouncilwithanannualprogressreporttoincludeaccomplishmentsandrelatedstatisticalanalysis. The City of Longview understands that workforce diversity is impacted by many factors and cannot solelybemeasurednumerically.Asoutlinedlaterinthisreport,othersignsofsuccessincludeabroader, diverseapplicantpoolofqualifiedcandidates,ensuringthatjobinterviewersareprofessionallytrained, increasingparticipationinemploymentdevelopmentprograms,andprovidingqualitytrainingprograms. No single policy, strategy, or plan will be sufficient. Rather, the principle of diversity will be best accomplishedovertimethroughincrementalchangesandongoingemphasis.
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Introduction
Whenthetermdiversityisusedinthisdocument,itisnotintendedtobesynonymouswiththeterm minority, as used when referring to federally protected groups. Diversity includes all of the ways in which people differ, including innate characteristics (i.e. age, race, gender, physical abilities) and acquired characteristics (i.e. education, religion, socioeconomic status, experiences). This plan is not intended to promote or demote any group or characteristic over another but rather to help the organization examine how differences within the workforce can be beneficial. Through a continued commitment from City leadership, training, focused attention on processes, removing barriers, and creating a respectful workplace, diversity management should become the normal way of doing business. MerriamWebstersdictionarydefinesdiversityas: 1. The condition of having or being composed of differing elements: variety; especially the inclusionofdifferenttypesofpeople(aspeopleofdifferentracesorcultures)inagroupor organization 2. An instance of being composed of differing elements or qualities: an instance of being diverse So,whatisdiversitymanagement?AccordingtotheU.S.DepartmentofVeteransAffairs,Officeof Diversity and Inclusion, this expression refers to a process intended to create and maintain a positive workenvironmentwherethesimilaritiesanddifferencesofindividualsarevalued,sothatallcanreach theirpotentialandmaximizetheircontributionstoanorganization'sstrategicgoalsandobjectives.This processlinksstronglytotheobjectivesoftheCityofLongviewBusinessPlan: Market City strengths through a strong public relations operation Improve the image of the organization Continuous campaign promoting the City of Longview Transparent communication Developaprocesstoattractandsustainthenumberandtypeofworkersneededforthefuture Educateemployeesinelementsofcustomerservice Improve and enhance organizational culture Promote an empowering environment Grow leaders through coaching and mentoring Promote ongoing training to ensure professional growthOpeninternalcommunication Workforcediversitystretchesfarbeyondequalemploymentopportunitiesforalljobapplicants.Italso entails providing an inclusive work environment where individuals are valued and respected for their unique differences, experiences, skills and knowledge. When employees feel appreciated, morale improves and they become more engaged in their work, thereby increasing performance and service levels.Anotherbyproductofadiverseworkforceisabroadenedperspectivewhichcanbringincreased creativity,enhancedinnovation,andimprovedproblemsolving. The City of Longview remains committed to the lawful and fair treatment of all job applicants, employees,andcitizens.TheCityshallcontinuallyexaminerecruitmentandhiringpolicies,relatedwork processes, training programs, promotional practices and methods for employee development to increase diversity of qualified job candidates, remove any hidden barriers, enhance employee knowledge,skillsandabilities,andsupportcontinuouslearning.
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Background InJanuary2010,severalCityofLongviewemployeesbeganworkingwiththeApplicantDiversityTeam,a subcommitteeoftheRaceRelationsCommittee.ThecollectivemissionwastoreviewthecurrentCity ofLongview demographics,examinetherecruitmentandhiringprocess,anddiscussideastoincrease theethnicdiversityintheCitysapplicantpoolsandtheCityshiringdecisions. TheCityprovidedtheApplicantDiversityTeamwithdetailedquarterlystatisticsforapplicantsin2009 2010, hiring statistics dating back three (3) years and employee ethnicity/race demographics. This employeeandnewhiredatawascomparedtotheavailableLongviewCivilianLaborForceaccordingto the2000U.S.Census. ThecomparisonshowedthattheoverallminorityethnicityratefortheavailableworkforceinLongview is30%,whiletheCityofLongviewemployeesminorityethnicityrateis19%.TheCitybeganandended theFY0910fiscalyearwiththesameoverallethnicityrate.Theratehoweverincreasedfrom10%to 11%inthesupervisorycategory.AttheAdministrativeTeamlevel,theminorityethnicityratebeganand endedat10%.TheCitysemployeedemographicsindicatetheremaybeopportunitiestoincreaseracial diversitywithintheorganization. TheCityshiringstatisticsforthelastthree(3)yearsshowmovementfromhiring34%ethnicminorities in20072008,to25%in20082009,thenbackupto33%in20092010(Figure2,3and4).Recallingthat theavailableworkforceforracialminoritiesinLongviewis30%,onecanseethattheCityofLongview dropped below that indicator in 20082009 but was above the indicator the other two years. In 2007 and2008,theEastTexasareaexperiencedasharpincreaseinoil/gasrelatedhiring.TheCitylostseveral skilled and unskilled workers to this industry, many of whom were ethnic minorities, and the departmentshadadifficulttimefillingthosepositions.Thismayhavealsobeenacontributingfactorto theCitysdropinminorityhiringin20082009. Figure2:FY20072008NewHireData
Race/Ethnicity White Black Hispanic/Latino TwoorMoreRaces AmericanIndian Asian Hawaiian/PacificIslander Totals Total Hired 89 37 7 1 0 0 1 135 Longview Workforce Ratio 69.67% 19.97% 8.54% 0.80% 0.26% 0.67% 0.08% 100.00% 30.33% Hired 65.93% 27.41% 5.19% 0.74% 0.00% 0.00% 0.74% 100.00% 34.07%
TotalMinorityWorkforceRatiov.Hired
Pinkshadingindicateshiringlevelisbelowworkforceratio Dataisforfulltime&parttimejobsfilled Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.
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Figure3:FY20082009NewHireData
Total Hired 65 15 4 1 2 0 0 87 Longview Workforce Ratio 69.67% 19.97% 8.54% 0.80% 0.26% 0.67% 0.08% 100.00% 30.33%
Race/Ethnicity White Black Hispanic/Latino TwoorMoreRaces AmericanIndian Asian Hawaiian/PacificIslander Totals
Hired 74.71% 17.24% 4.60% 1.15% 2.30% 0.00% 0.00% 100.00% 25.29%
TotalMinorityWorkforceRatiov.Hired
Pinkshadingindicateshiringlevelisbelowworkforceratio
Dataisforfulltime&parttimejobsfilled Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.
Figure 4 contains additional statistics because the City implemented a new applicant and hiring software, NEOGOV, which tracks candidates through the entire application process. An expanded versionwithharddataislocatedintheAppendix,Table4. Figure4:Applicant&HiringStatistics 2009/2010
ALLFILLEDPOSITIONS Longview Available 1Min Workforce Qual. %passing 69.67% 60.72% 19.97% 30.39% 8.54% 5.13% 0.80% 1.85% 0.26% 0.93% 0.67% 0.71% 0.08% 0.27% 30.33% 39.28%
Race/Ethnicity White BlackAfricanAmerican Hispanic/Latino TwoorMoreRaces AmericanIndian Asian Hawaiian/PacIslander TotalNonWhite
2Top Candidate %passing 67.98% 21.00% 6.82% 2.36% 0.79% 0.79% 0.26% 32.02%
3Skills Testing %passing 66.07% 22.52% 7.21% 2.40% 0.90% 0.90% 0.00% 33.93%
4 Interview %passing 63.73% 26.47% 6.86% 2.94% 0.00% 0.00% 0.00% 36.27%
5Hired %passing 67.06% 22.35% 7.06% 3.53% 0.00% 0.00% 0.00% 32.94%
Note:Dataisforfulltime&parttimejobsfilled Doesnotincludedcertifiedpolicepositions.PolicedonotutilizeNEOGOVhiringsoftware.
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Eachquarter,theApplicantDiversityTeamexaminedapplicantstatisticsattheprimarydecisionmaking pointsinthehiringprocess.Duetoapartialhiringfreezein20092010andahiringprocessthatcantake several weeks, it is difficult to glean much useful information from quarterly reports. Instead, the applicant information was combined into an annual report to see the larger picture (Figure 4). When comparing the success/passing rates of each step in the process with the race data of the Available WorkforceinLongview(yellowshading),onecanseethatadditionalattentionshouldbefocusedonthe Hispanic/Latinoapplicantpool(pinkshading). In 20092010, the City received 4,132 applications with approximately 41% coming from ethnic minorities (Figure 5). Overall, this indicates the Citys recruiting efforts are reaching the minority communities,althoughopportunitiesstillexisttoincreaseHispanic/Latinorecruitment. Figure5:ApplicationsReceivedFY2009/2010 Longview Available Race/Ethnicity TotalApps %ofApps Workforce White 2449 59.27% 69.67% Black 1307 31.63% 19.97% Hispanic/Latino 229 5.54% 8.54% TwoorMoreRaces 82 1.98% 0.80% AmericanIndian 30 0.73% 0.26% Asian 27 0.65% 0.67% Hawaiian/PacIslander 8 0.19% 0.08% Totals 4132 100.00% 100% %Minority Applications 40.73% %Minority Workforce 30.33%
Note:Dataisforfulltime&parttimejobsfilledwith99%selfreportingraceandgender Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.
In July 2010, the City of Longview decided to develop a citywide diversity plan. They created a short termteamofCityemployeesfromacrosssectionofdepartments,jobs,race,gender,andages.Using theapplicantstatisticalreportscompiledbytheApplicantDiversityTeam,theemployeeteamreviewed and discussed the process in detail and made recommendations to improve the diversity of qualified applicantpoolsandmaketheprocessevenmoreconsistent.Manyoftheteamsideasareincorporated intotheObjectives&Strategiessectionofthisreport. City staff also met with the HPO Education and Training Team to discuss ideas for employee diversity training. Topics included subject matter, training methods, length of classes, trainers, and minimum requirements.Thisdiscussionwillcontinueasadditionalemployeeclassesarecreated. Programs and materials from several cities and counties were used in the development of this plan. OtherprimarysourcesaretheU.S.EqualEmploymentOpportunityCommission,theSocietyforHuman ResourceManagementandvariousbooksondiversitymanagement(Appendix).
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Methodology
Thedatasourcesusedtodevelopthisplaninclude: CityofLongviewHR/PayrollInformationSystem CityofLongviewNEOGOVInsightAutomatedHiringSoftware 2000EEOSupplementaryReport:DetailedOccupationoftheCivilianLaborForcebySex,Race andHispanicOriginissuedbytheU.S.CensusBureauforGreggCounty 2000EEOSupplementaryReport:EmploymentbyOlderAgeGroupsissuedbytheU.S.Census BureauforGreggCounty SpecialNote: Forthepurposeofthisreport,thetermsethnicorracialminorityshallbedefinedasanyracialor ethnicgroup(s)notclassifiedasWhite. AlthoughtheApplicantDiversityTeamusedLongviewU.S.Censusdatatodeterminetheavailablelabor force, the City of Longview chose to expand the data to include U.S. Census information for Gregg County. The primary reason is that the majority (64%) of employees lives inside Gregg County (Appendix, Table 1). Another contributing factor is that the Citys applicant pool comes from a wide areaaroundLongviewandthestate,especiallyforprofessionalpositions. To arrange the Census data in a way that is more relevant to public sector work, the City used a U.S. Census report (noted above) that sorts the Gregg County information into EEO job categories used in local government. Like all municipalities, the City is required to file a biannual EEO4 Report to the federal government using these same categories. To maintain consistency, the City will review and report data in this EEO format. When 2010 census data becomes available by county, the City will updatethetablestoreflectthenewstatistics. Workforce Utilization Analysis (Figure 8): Examines the City of Longviews composition of racial minorities and females in each of the seven (7) EEO job categories and compares it to the available Gregg County labor force. This analysis addresses the question, Does the composition of the City workforcereflectatleast80%oftheavailableworkforceinGreggCounty?This80%ruleofthumbisa standard benchmark for determining areas where significant opportunities exist to increase diversity andwillbeusedtoprioritizeandfocusefforts.TheEqualEmploymentOpportunityCommission(EEOC) and other agencies have adopted this rule of thumb when measuring selection rates for federally protectedgroups.
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Findings EmployeeDemographics At the end of fiscal year 20092010, the City of Longview had 810 fulltime and parttime employees. TheU.S.CensusBureauindicatesthatintheyear2000,theavailableGreggCountyCivilianLaborForce totaled 52,710 individuals. A basic comparison of the race and gender demographics of the City of Longview with the available workforce in Gregg County indicates there are opportunities to increase boththeracialminorityandfemalerepresentationattheCityofLongview(Figure6).Agedemographics indicatetheaverageageforCityofLongviewemployeesis43yearswith59%ofemployeesoverage40 and51%oftheGreggCountylaborforceover40yearsofage. Figure6:GreggCountyLaborForcev.CityofLongviewEmployees
Race Amer Asian Indian 0.7% 0.4% 2+ Races 0.9% Total Racial Minority 27.4% Gender Age
GreggCounty LaborForce Cityof Longview Employees
White Hispanic 72.7% 7.5%
Black 17.9%
40+
53.1% 46.9% 50.5%
80.9%
2.8%
15.1%
0.1%
0.5%
0.6%
19.1%
69.3% 30.7% 59.0%
Sources:2000U.S.Censusand9/30/2010CityofLongviewRosterforfulltime&parttimeemployees
Thenextstageintheanalysisistodeterminewhereandinwhattypesofjobstheseopportunitiesexist. The U.S. Census information for the Gregg County Labor Force was compiled in an EEO4 report to separate jobs into seven (7) specific categories. The results are noted in Figure 7. The category definitionsandthespecificCityofLongviewjobsassignedtoeachgrouparelocatedintheAppendix. Figure7:GreggCountyCivilianLaborForcebyEEOJobCategory
Race Other Amer &2+ Total Asian Indian Races Minority 0.7% 0.7% 1.0% 2.1% 0.0% 0.4% 0.0% 0.6% 0.4% 0.1% 0.6% 1.7% 0.0% 0.3% 0.4% 0.4% 0.9% 0.7% 1.1% 1.7% 1.5% 0.5% 1.1% 1.1% 27.4% 13.2% 16.8% 25.9% 17.2% 22.3% 28.1% 41.4% Gender
GreggCountyLaborForce Total Officials/Administrators Professionals Technicians ProtectiveServices AdministrativeSupport SkilledCraftWorkers ServiceMaintenance

Source:2000U.S.Census.
White Hispanic 72.7% 86.7% 83.6% 73.9% 82.8% 77.7% 72.0% 58.6% 7.5% 2.8% 3.6% 0.3% 3.0% 3.8% 11.4% 13.1%
Black 17.9% 8.9% 10.5% 20.1% 12.7% 17.3% 15.2% 26.2%
M 53.1% 61.3% 41.2% 39.0% 88.8% 31.9% 93.6%
F 46.9% 38.6% 58.9% 60.7% 11.2% 68.2% 6.4%
58.0% 42.0%
Note:Paraprofessionalscategoryeliminatedfrom2000U.S.Census.
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City of Longview employee demographics were sorted by EEO4 job category and compared to the available workforce in Gregg County (Figure 8). This is a Workforce Utilization Analysis of racial minoritiesandwomenintheeachoftheseven(7)EEOjobcategories.Itaddressesthequestion,Does the composition of our City workforce reflect at least 80% of what is available in the relevant labor market?Asmentionedearlier,thisisabasicindicatorwhenanalyzingworkforcediversity. Figure8:CityofLongviewEmployeesv.AvailableGreggCountyWorkforcebyEEOJobCategory
Total EEs 58 6695 TotalMinority Race 7 882 91.4% Total EEs 84 7970 TotalMinority Race 5 1316 35.4% Total EEs 117 1415 TotalMinority Race 13 370 42.9% Total EEs 254 670 TotalMinority Race 28 115 64.0% Total EEs 112 13055 TotalMinority Race 29 2915 116.1% Total EEs 126 5815 TotalMinority Race 40 1630 113.0% Total EEs 59 16585 TotalMinority Race 33 6870 135.0% %Minority Race 55.9% 41.4% %Minority Race 31.7% 28.1% %Minority Race 25.9% 22.3% %Minority Race 11.0% 17.2% %Minority Race 11.1% 25.9% %Minority Race 6.0% 16.8% %Minority Race 12.1% 13.2% Total Female 18 2584 80.4% Total Female 21 4692 42.4% Total Female 46 859 64.8% Total Female 26 75 91.4% Total Female 102 8899 % Female 91.1% 68.2% % Female 10.2% 11.2% % Female 39.3% 60.7% % Female 25.0% 58.9% % Female 31.0% 38.6%
Officials/Administrators COLEmployees GreggCoWorkforce 80%RuleofThumb
Professionals COLEmployees GreggCoWorkforce 80%RuleofThumb
Technicians COLEmployees GreggCoWorkforce 80%RuleofThumb
ProtectiveServices COLEmployees GreggCoWorkforce 80%RuleofThumb
AdministrativeSupport COLEmployees GreggCoWorkforce 80%RuleofThumb
133.6% Total Female 14 374 % Female 11.1% 6.4%
SkilledCraftWorkers COLEmployees GreggCoWorkforce 80%RuleofThumb
173.4% Total Female 22 6969 88.8% Page|11 % Female 37.3% 42.0%
ServiceMaintenance COLEmployees GreggCoWorkforce 80%RuleofThumb
Note:Yellowshadingindicatesspecialopportunitiestoincreasediversity
The 80% rule of thumb was calculated by dividing the percentage of racial minorities and females employed by the City of Longview by the percentage of racial minorities and females in the Gregg Countylabormarket.Iftheresultislessthan80%thenthereisapotentialtoincreasediversityinthat particulararea. As noted in Figure 8, there are opportunities to increase racial diversity in the job categories of professionals, technicians and protective services. Females appear to be underrepresented in the professionalsandtechnicianscategories.SeeAppendix,Table2and3forrelatedharddata. EEOJobCategories Thenextlogicalquestionis,Whatkindsofjobsfallintothesecategoriesandarethereindicatorsthat reflectopportunitiesinsomejobs morethanothers?BelowisasummaryoftheEEO4categoriesin questionalongwithashortanalysisofCityofLongviewjobsthatseemtobeunderrepresentedinracial minorities and females. The analysis was based on the September 30, 2010, employee roster for full timeandparttimepositions. Professionals: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Includes: personnel and labor relations workers, social workers, doctors, psychologists, registered nurses, economists, dietitians, lawyers, systems analysts, accountants, engineers,employmentandvocationalrehabilitationcounselors,teachersorinstructors,policeandfire captainsandlieutenants,librarians,managementanalysts,airplanepilotsandnavigators,surveyorsand mappingscientists,andkindredworkers. CityofLongviewAnalysis:Therewere83Cityemployeesinthisjobcategorywithover50%in firelieutenant,firecaptainandfirebattalionchiefpositions.Theotherindividualswerespread outoverseveraldifferentfunctions,suchasthePoliceDepartment,Library,Engineering,Legal andFinance.Therewere42firepositionsinthiscategorywith0%racialminorityand0%female representation. Approximately 75% of the 83 positions were ones in which employees promotedupaftergainingadditionaleducation,licensesandskillsthroughinternalorexternal programsandpersonalinitiative. Technicians: Occupations which require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized postsecondary school education or through equivalent onthejob training. Includes: computer programmers, drafters, survey and mapping technicians, licensed practical nurses, photographers, radio operators, technical illustrators, highway technicians, technicians (medical, dental, electronic, physical sciences), police and fire sergeants, inspectors(productionorprocessinginspectors,testersandweighers),andkindredworkers. City of Longview Analysis: The City had 117 employees in this category with 30% assigned to Public Safety Communications and 20% Police Sergeants. The others were spread throughout theorganization.The35PublicSafetyCommunicationspositionshavearacialminorityratioof 20%andaconcentrationoffemales.Therewere23PoliceSergeantswitha0%racialminority ratio and 5% female representation. Other areas with underrepresentation in minority races consistofITrelatedjobsincludingGeographicInformationSystems,instrumenttechniciansand wastewater inspectors and technicians. Approximately 70% of these positions were gained by employees taking advantage of internal or external programs and onthejob training to grow intopositionswithgreaterresponsibility.
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ProtectiveServiceWorkers:Occupationsinwhichworkersareentrustedwithpublicsafety,securityand protectionfromdestructiveforces.Includes:policepatrolofficers,firefighters,guards,deputysheriffs, bailiffs,correctionalofficers,detectives,marshals,harborpatrolofficers,gameandfishwardens,park rangers(exceptmaintenance),andkindredworkers. City of Longview Analysis: There were 254 employees in this category with the bulk in police officer,firerecruit,firefighterandfiredriverpositions.InthePoliceOfficerclassification,there were a total of 135 individuals with 16.3% racial minorities and 14.8% females. In the firefighter/fire driver classification, there were 108 individuals with 2.8% racial minorities and 2.8%females.Thelargestopportunitytoincreasediversityisinthefirerecruit,firefighterand firedriverpositions.Morethan80%oftheemployeesinthiscategorywerehiredfromexternal applicantpoolswhiletheotherspromotedfromwithintheorganization. ApplicantPool Since the City of Longview automated the applicant process in November 2009, the organization now hasvaluableapplicantdatathatcanbeusedtoanalyzedemographicsateachdecisionmakingpointin thehiringprocess. In 20092010, with 99% of applicants selfreporting their race and gender, the City received 4,132 applications with40.7%comingfromracialminorities(Figure9).Inthesameyear,theCityhired33% racial minorities compared to 27.4% in the available Gregg County workforce. When examining the detailed applicant statistics, the Hispanic/Latino category represented 5.5% of the 40.7% minority applicantpool,whichislowerthanthe7.5%availablelaborforceratio.Thisindicatesaneedtorefocus effortstotryandrecruitalargerpoolofHispanic/Latinos. Figure9:Application&HiringStatisticsFY2009/2010 Gregg County Race TotalApps %ofApps %Hired LaborForce White 2449 59.3% 67.1% 72.7% Black 1307 31.6% 22.4% 17.9% Hispanic/Latino 229 5.5% 7.1% 7.5% TwoorMoreRaces 82 2.0% 3.5% 0.9% AmericanIndian 30 0.7% 0.0% 0.4% Asian 27 0.7% 0.0% 0.6% Hawaiian/PacIslander 8 0.2% 0.0% 0.1% Totals 4132 100.0% 100.0% 100.0%
%Minority Applications 40.7%
%Minority Hired 33.0%
%Minority Workforce 27.4%
Note:Dataisforfulltime&parttimejobsfilledwith99%selfreportingraceandgender Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.
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Further study is needed to determine if the City is attracting diverse, qualified candidates for vacant positions in the EEO categories in which there is underutilization. Since many of these jobs are filled fromwithintheorganization,theCityintendstoanalyzedatarelatedtopromotionsandprogramssuch as tuition reimbursement and Supervisors Network. The City will also need to determine the job categories of the positions for which most of the minority candidates are applying. The results may indicateaneedtorecruitinmorespecializedwaysforprofessionals,techniciansandprotectiveservices jobsorexpandemployeedevelopmentprograms.
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Objectives&Strategies Based on the report findings and the organizations commitment to developing and maintaining a diverse inclusive workforce, the City of Longview established the following objectives and strategies whichlinktotheCitybusinessplan.Itshouldbenotedthatthedepartmentorteamlistedwithinthe parenthesesaretaskedwiththeimplementationofthestrategy. Policy&Commitment Objective 1: Research best practices and develop procedures and practices related to the Citys WorkforceDiversityPlan. Strategies Develop a City Manager Diversity Advisory Team comprised of a diverse mix of employees to workwiththecitymanagerondiversityrelatedprogramsandconcerns,andmonitorprogress. (HR&CMO) Review current EEO policy and update, if needed. (CMO Diversity Advisory Team & Executive Team) Communicate to stakeholders how diversity and inclusiveness are linked to the Citys current businessplan,vision,valuesandleadershipphilosophy.(CMODiversityAdvisoryTeam) Continuetosponsororparticipateincommunityevents,festivalsandcelebrationssuchasthe MulticulturalFestival,RaceRelationsCommittee,WorldCafs,CincodeMayo,andUnitedWay. Objective2:CommunicatetheCitysdiversitycommitmenttostakeholders. DevelopabusinesscaseforadiverseworkforceandcommunicatetheCityspledgetodiversity toemployeesandthecommunity.(HR&CMODiversityAdvisoryTeam) Ensure that City marketing methods and materials feature a diverse mix of individuals. (HR & CMO) ProvideanannualreporttotheCityCouncilontheprogressmadeontheWorkforceDiversity Planandrelatedaccomplishments.(HR&CMODiversityAdvisoryTeam) Continue to work with the Race Relations Committee through the Applicant Diversity Team providingrelevantquarterlystatisticsandfeedback.(HR&CMO) Recruitment TheCityhasawidevarietyofjobsanddepartments.Specifictacticsandstrategiestoachievediversity may differ from department to department to meet the requirements of related jobs; however, the overallobjectiveswillremainthesame. Objective1:ResearchbestpracticesforlocatingandrecruitingqualifiedcandidatesfortheCitysdiverse jobsandcareerpathsandestablisharecruitmentplan. Strategies Create a diverse, crossfunctional HPO Recruitment/Hiring Team to help represent the City at recruiting events, research best practices, and assist in updating recruiting and hiring procedures.(HR&ExecutiveTeam)
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Develop longterm relationships with local and regional schools, universities, colleges and the TexasWorkforceCommission.(HR&Recruitment/HiringTeam) Maintainalistofrecruitmentsourcesforalljoblevelsandcategories.(HR&Recruitment/Hiring Team)
Objective 2: Discover and connect with qualified applicants in the minority community in an effort to widenanddiversifytheapplicantpool. Strategies Place regular ads in local minority publications to advertise the Citys employment site and specificjobopenings.(HR) Evaluaterecruitmentpossibilitiesthroughotherlocalmedia,suchasradioandtelevision.(HR& Recruitment/HiringTeam) ExaminethepossibilityofHRassumingfullresponsibilityforjobadvertisements.(HR) Continuallyupdatethelistofjobrecruitmentsources,includinglocalminorityrecruitmentsites andrelatedprofessionalorganizations.(HR) Attendworkforceandcollegejobfairstoincludethosewithastrongminoritypresenceanduse minorityrecruiterswhenpossible.(HR&Recruitment/HiringTeam) Participateinlocalschoolprogramsandcommunityorganizations.Encouragecareersinpublic serviceandbuildatalentpipeline.(HR&Recruitment/HiringTeam) Become involved in organizations and groups that allow sharing of information about job opportunitiesandcareerpaths.(HR&Recruitment/HiringTeam) WorkwiththeApplicantDiversityTeamtoassistwithrecruitmentpresentations,jobfairsand developing relationships with local schools and universities to encourage students to finish schoolandhelpmarketcareersinpublicservice.(HR&Recruitment/HiringTeam) Hiring Objective: Hire based on jobrelated ability, as measured by uniform and consistently applied qualificationandselectionstandards. Strategies Encouragetheuseofdiverseinterviewpanels.(HR,CMO&ExecutiveTeam) Require all who conduct employment interviews to be formally trained in proper interviewing techniquesandrelatedemploymentlawissues.(HR,CMO&ExecutiveTeam) Providemethodstomeasureandvalidatehiringdecisions.(HR) Provideformaltrainingonrelatedemploymentlawandinterviewingtechniques.(HR) Revieweducation,certificationandexperiencerequirementsofpositionswitheachdepartment andadjust,ifneeded.(HR,ExecutiveTeam&Managers) MonitorandreviewtheCitysjobapplicationandhiringprocessalongwithrelateddocuments regularly.(HR&Recruitment/HiringTeam) Analyze application and hiring statistics to identify trends and potential areas for increased diversity.(HR&Recruitment/HiringTeam) ExpandtheuseoftoolswithinNEOGOVhiringsoftware.(HR)
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EmployeeDevelopment,JobPromotions&Retention Objective1:Promoteemployeesbasedonjobrelatedability,asmeasuredbyuniformandconsistently appliedqualificationandselectionstandards. Strategies Communicate promotional opportunities and related job requirements to eligible employees andprovideanopportunitytoapply.(Directors&Managers) Reexamine the internal application process and update the internal job application. (Recruitment/HiringTeam) Encouragetheuseofdiverseinterviewpanelsusingtrainedinterviewers.(HR,CMO&Executive Team) Provideamethodofmeasuringandjustifyingpromotionaldecisions.(HR) Objective 2: Continue to provide employees with opportunities to develop their knowledge, skills and abilitieswithagoalofpromotingintopositionswithmoreresponsibility. Strategies ContinuetomarkettheCitystuitionreimbursementprogramtoallemployees.(HR) Review the components of Supervisors Network and reevaluate the selection method for participants.(HR&ExecutiveTeam) Identifyknowledgegapswithcurrentsupervisorsandmanagerstoassistindevelopingtraining classes.(HR&HPOEducationTeam) Throughsitevisits,providejobcoachingtolowerwageworkerstohelpthemidentifytheskills andeducationneededtoadvanceintohigherlevelpositionsandtohelpthemmakeanaction plan.(HR&RecruitmentTeam) Encourage lowwage workers to participate in the Circles of East Texas pilot program to learn aboutselfsufficiencyskills.(Managers&PartnersinPrevention) Assistsupervisorsandmanagersincreatingemployeedevelopmentplans.(HR) Objective3:Improveretentionbyhelpingemployeesremainengagedintheirwork. Strategies ReviewandupdatetheExitQuestionnaire.(HR) Evaluateemployeeretentionratesandreasonsemployeesseparatefromemployment.Address concernsthatarisefromthisanalysis.(HR&ExecutiveTeam) Maintainanattractivebenefitspackageandmarketdrivencompensationplan.(HR&CMO) Provide supervisors and managers with resources to build an enjoyable workplace for all employees.(HR) Reexamine and update New Employee Orientation to provide relevant information about the organization,benefits,policies,andworkculture.(HR) Educate and equip supervisors and managers on how to orient new employees into the workplaceandmonitorprogress.(HR)
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EmployeeDiversityTraining TheCitysvaluesofaccountability,teamwork,integrityandprofessionalismrepresenttheinherenttraits the City looks for in employees. Ideals cannot be forced on employees, nor can it be expected that occasional classes will create immediate change. However, there is value in an intentional effort to incorporatediversitytrainingintoallsegmentsoftheorganization. Objective: Promote understanding and equip employees to create a work environment that is respectful,inclusive,anddiverse. Strategies Provideregularandconsistentdiversityrelatedtrainingforemployeesonvariedtopicswitha focus on encouraging and welcoming diverse employees into the workplace, attitude barriers, generationalissues,protectedclasses,etc.(HR&HPOEducationTeam) Require that fulltime and parttime employees attend a diversityrelated class a minimum of onceeverythreeyears.(ExecutiveTeam) Ensure that new employees are introduced to the Citys commitment to equal employment, nondiscriminationandpreventionofharassment.(HR) Createmeasurablelearningobjectivesandensurethatalltrainingactivitiesrelatebacktothese objectives.(HR&HPOEducationTeam) Developastrategicpartnershipwithinternalandexternaltrainers.(HR) ExplorethepossibilityofofferingaSpanishintheWorkplacecourse.(HPOEducationTeam) Accountability Objective: Establish a method of accountability for managing a diverse, inclusive, and respectful environment. Strategies Explore the expansion of the current performance evaluation tool by providing examples of behavior for each rating level in the categories of teamwork, ethical practices, coaching and leadership.(HR&CMODiversityAdvisoryTeam) Providedirectorswithanannualdemographicsreportforalldivisionswithintheirauthorityand discussareasofopportunity.(HR) ProvidetheCityCouncilwithanannualdemographicreportandupdateondiversitystrategies. (HR&CMODiversityAdvisoryTeam) Conductsurveysonemployeemorale.(HR) Conducttrainingevaluations.(HR)
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SignsofSuccess Signsofasuccessfulworkforcediversityplaninclude: Theapplicantpoolofqualified,minoritycandidatesisbroader. Thecommunitydemographicmakeupisreflectedintheworkforce. Thereisacommitmenttodiversityinprofessionalandmanagementlevelpositions. Financialresourcesarededicatedtorecruitmentandemployeedevelopmentactivities. Employeesfromdifferentbackgrounds,generationsandculturesarecooperatingandsincerely talkingtooneanother. Theworkenvironmentisfriendlyandwelcomingtoemployeesandcitizens. ThereisaccountabilityforemployeeswhosupportorfailtosupporttheCityscommitmentto diversity. Complaintsrelatedtoharassment,discriminationandretaliationdiminish. TheCityspublicimageisimproved. Thefocusondiversitymovesfrombeinganinitiativetoanormalwayofdoingbusinessandis incorporatedintoeveryfacetoftheorganization. TheCitycontinuestoprovideexcellentemployeebenefitsandacompensationplanthatreflects themarkettoattractandretainqualified,diversecandidates.
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Appendix
Table1 EmployeeCountyofResidence County #ofEEs %ofEEs BossierParish,LA 2 0.2% Camp 2 0.2% Cass 3 0.4% Cherokee 2 0.2% Dallas 1 0.1% Franklin 1 0.1% Gregg 522 64.1% Harrison 94 11.5% Henderson 2 0.2% Hopkins 3 0.4% Hunt 2 0.2% Kaufman 1 0.1% Lamar 1 0.1% Marion 1 0.1% Morris 6 0.7% Nacogdoches 2 0.2% Panola 5 0.6% Rockwall 1 0.1% Rusk 18 2.2% Smith 33 4.1% Tarrant 1 0.1% Titus 1 0.1% Upshur 100 12.3% VanZandt 4 0.5% Wood 6 0.7% Total 814 100.0%
Source:May2010CityofLongviewEmployeeRoster
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Table2 GreggCountyLaborForcev.CityofLongviewEmployeesbyEEOJobCategory
(CityofLongviewRawData,Percentages&Comparisonusing80%RuleofThumb)
Race GreggCounty LaborForcev. Cityof Longview Officials/ Administrators Longview Professionals Longview Technicians Longview Protective Services Longview Administrative Support Longview SkilledCraft Workers Longview Service Maintenance Longview 80% Ruleof Thumb 91.43% 35.43% 42.90% 64.09% 116.11% 112.98% 135.10%
Gender 80% Ruleof Thumb 80.40% 42.44% 64.77% 91.39% 133.54% 173.61% 88.78%
White 86.70% 87.93% 51 83.60% 94.05% 79 73.90% 88.89% 104 82.80% 88.98% 226 77.70% 74.11% 83 72.00% 68.25% 86 58.60% 44.07% 26
Hispanic 2.80% 0.00% 3.60% 0.00% 0.30% 0.85% 1 3.00% 3.54% 9 3.80% 2.68% 3 11.40% 5.56% 7 13.10% 5.08% 3
Black 8.90% 10.34% 6 10.50% 4.76% 4 20.10% 8.55% 10 12.70% 6.30% 16 17.30% 22.32% 25 15.20% 25.40% 32 26.20% 49.15% 29
Asian 0.70% 0.00% 1.00% 1.19% 1 2.10% 0.00% 0.00% 0.00% 0.40% 0.00% 0.00% 0.00% 0.60% 0.00%
Amer Indian 0.10% 1.72% 1 0.60% 0.00% 1.70% 0.00% 0.00% 0.39% 1 0.30% 0.89% 1 0.40% 0.79% 1 0.40% 0.00%
2+ Races 0.70% 0.00% 1.10% 0.00% 1.70% 1.71% 2 1.50% 0.79% 2 0.50% 0.00% 1.10% 0.00% 1.10% 1.69% 1
Total Minority 13.20% 12.07% 7 16.80% 5.95% 5 25.90% 11.11% 13 17.20% 11.02% 28 22.30% 25.89% 29 28.10% 31.75% 40 41.40% 55.93% 33
Total EEs 99.90% 100.00% 58 100.40% 100.00% 84 99.80% 100.00% 117 100.00% 100.00% 254 100.00% 100.00% 112 100.10% 100.00% 126 100.00% 100.00% 59
Male 61.30% 68.97% 40 41.20% 75.00% 63 39.00% 60.68% 71 88.80% 89.76% 228 31.90% 8.93% 10 93.60% 88.89% 112 58.00% 62.71% 37
Female 38.60% 31.03% 18 58.90% 25.00% 21 60.70% 39.32% 46 11.20% 10.24% 26 68.20% 91.07% 102 6.40% 11.11% 14 42.00% 37.29% 22
Source:September30,2010CityofLongviewEmployeeRoster Note:Totalsmaynotaddupto100%duetoroundingfactor
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Table3 ComparisonofActualCityofLongviewStaffingv.IdealStaffingBasedonGreggCountyLaborForce
Note:GrayareasreflectGreggCountyLaborForcedataandwhiteareasreflectCityofLongviewdata
Race Amer GreggCountyLaborForce White Hispanic Black Asian Indian Officials/Administrators 86.7% 2.8% 8.9% 0.7% 0.1% Actual# 51 6 1 Ideal# 50 1.6 5.2 0.4 0.1 Under(Over)Utilized (0.7) 1.6 (0.8) 0.4 (0.9) Professionals 83.6% 3.6% 10.5% 1.0% 0.6% Actual# 79 4 1 Ideal# 70 3 9 1 1 Under(Over)Utilized (8.8) 3.0 4.8 (0.2) 0.5 Technicians 73.9% 0.3% 20.1% 2.1% 1.7% Actual# 104 1 10 Ideal# 86 0 24 2 2 Under(Over)Utilized (17.5) (0.6) 13.5 2.5 2.0 ProtectiveServices 82.8% 3.0% 12.7% 0.0% 0.0% Actual# 226 9 16 1 Ideal# 210 8 32 0 0 Under(Over)Utilized (15.7) (1.4) 16.3 0.0 (1.0) AdministrativeSupport 77.7% 3.8% 17.3% 0.4% 0.3% Actual# 83 3 25 1 Ideal# 87 4 19 0 0 Under(Over)Utilized 4.0 1.3 (5.6) 0.4 (0.7) SkilledCraftWorkers 72.0% 11.4% 15.2% 0.0% 0.4% Actual# 86 7 32 1 Ideal# 91 14 19 0 1 Under(Over)Utilized 4.7 7.4 (12.8) 0.0 (0.5) ServiceMaintenance 58.6% 13.1% 26.2% 0.6% 0.4% Actual# 26 3 29 Ideal# 35 8 15 0 0 Under(Over)Utilized 8.6 4.7 (13.5) 0.4 0.2 2+ Races 0.7% 0.4 0.4 1.1% 1 0.9 1.7% 2 2 (0.0) 1.5% 2 4 1.8 0.5% 1 0.6 1.1% 1 1.4 1.1% 1 1 (0.4) Total Minority 13.2% 7 7.7 0.7 16.8% 5 14.1 9.1 25.9% 13 30.3 17.3 17.2% 28 43.7 15.7 22.3% 29 25.0 (4.0) 28.1% 40 35.4 (4.6) 41.4% 33 24.4 (8.6) Total 100.0% 58 58 100.0% 84 84 100.0% 117 117 100.0% 254 254 100.0% 112 112 100.1% 126 126 100.0% 59 59 Gender M 61.3% 40 36 (4.4) 41.2% 63 35 (28.4) 39.0% 71 46 (25.4) 88.8% 228 226 (2.4) 31.9% 10 36 25.7 93.6% 112 118 5.9 58.0% 37 34 (2.8) F 38.6% 18 22 4.4 58.9% 21 49 28.5 60.7% 46 71 25.0 11.2% 26 28 2.4 68.2% 102 76 (25.6) 6.4% 14 8 (5.9) 42.0% 22 25 2.8
Sources:2000U.S.Censusand9/30/2010CityofLongviewRosterforfulltime&parttimeemployees
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Table4 Applicant&NewHireDatabyScreeningPoints
FY2009/2010
Total Apps 2449 1307 229 82 30 27 8 4132
No Min Qual SP1 1336 750 135 48 13 14 3 2299
Not a Top App SP2 854 477 68 25 14 10 4 145 2
Skill Test SP3 39 5 2 1 0 0 1 48
Lgv Work Force Ratio 69.7% 20.0% 8.5% 0.8% 0.3% 0.7% 0.08% 100% Total % Min Work force 30.3%
Hired SP7 % pass 67.1% 22.4% 7.1% 3.5% 0.0% 0.0% 0.0% 100%
Race White Black Hispanic/ Latino 2+Races Amer Indian Asian Haw/Pac Islander Totals
Intview SP4 155 48 17 5 3 3 0 231
Refs SP5 2 4 0 0 0 0 0 6
Back grd Check SP6 6 4 1 0 0 0 0 11
Hired SP7 57 19 6 3 0 0 0 85
SP1 % pass 60.7% 30.4% 5.1% 1.95% 0.9% 0.7% 0.3% 100%
SP2 % pass 67.98 % 21.00 % 6.82% 2.36% 0.79% 0.79% 0.26% 100%
SP3 % pass 66.1% 22.5% 7.2% 2.4% 0.9% 0.9% 0.0% 100%
SP4 % pass 63.7% 26.5% 6.9% 2.9% 0.0% 0.0% 0.0% 100%
Total % Min Apps 40.7% Note:Dataisforfulltime&parttimejobsfilled Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.
Total % Min Hired 33.0%
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EEO4:DescriptionofJobCategories Officials and Administrators: Occupations in which employees set broad policies, exercise overall responsibilityforexecutionofthesepolicies,ordirectindividualdepartmentsorspecialphasesofthe agency'soperations,orprovidespecializedconsultationonaregional,districtorareabasis.Includes: department heads, bureau chiefs, division chiefs, directors, deputy directors, controllers, wardens, superintendents, sheriffs, police and fire chiefs and inspectors, examiners (bank, hearing, motor vehicle,warehouse),inspectors(construction,building,safety,rentandhousing,fire,A.B.C.Board, license, dairy, livestock, transportation), assessors, tax appraisers and investigators, coroners, farm managers,andkindredworkers. Professionals: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Includes: personnel and labor relations workers, social workers, doctors, psychologists, registered nurses, economists, dietitians, lawyers, systems analysts, accountants, engineers,employmentandvocationalrehabilitationcounselors,teachersorinstructors,policeand fire captains and lieutenants, librarians, management analysts, airplane pilots and navigators, surveyorsandmappingscientists,andkindredworkers. Technicians:Occupationswhichrequireacombinationofbasicscientificortechnicalknowledgeand manualskillwhichcanbeobtainedthroughspecializedpostsecondaryschooleducationorthrough equivalent onthejob training. Includes: computer programmers, drafters, survey and mapping technicians,licensedpracticalnurses,photographers,radiooperators,technicalillustrators,highway technicians, technicians (medical, dental, electronic, physical sciences), police and fire sergeants, inspectors(productionorprocessinginspectors,testersandweighers),andkindredworkers. ProtectiveServiceWorkers:Occupationsinwhichworkersareentrustedwithpublicsafety,security and protection from destructive forces. Includes: police patrol officers, firefighters, guards, deputy sheriffs, bailiffs, correctional officers, detectives, marshals, harbor patrol officers, game and fish wardens,parkrangers(exceptmaintenance),andkindredworkers. Paraprofessionals: This category was removed from the 2000 U.S. Census, so positions were reassignedtoothercategories. AdministrativeSupport(IncludingClericalandSales):Occupationsinwhichworkersareresponsible for internal and external communication, recording and retrieval of data and/or information and other paperwork required in an office. Includes: bookkeepers, messengers, clerktypist, stenographers, court transcribers, hearing reporters, statistical clerks, dispatchers, license distributors, payroll clerks, office machine and computer operators, telephone operators, legal assistants,salesworkers,cashiers,tollcollectors,andkindredworkers. SkilledCraftWorkers:Occupationsinwhichworkersperformjobswhichrequirespecialmanualskill andathoroughandcomprehensiveknowledgeoftheprocessinvolvedintheworkwhichisacquired through onthejob training and experience or through apprenticeship or other formal training programs. Includes: mechanics and repairers electricians, heavy equipment operators, stationary engineers, skilled machining occupations, carpenters, compositors and typesetters, power plant operators,waterandsewagetreatmentplantoperators,andkindredworkers.
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ServiceMaintenance:Occupationsinwhichworkersperformdutieswhichresultinorcontributeto thecomfort,convenience,hygieneorsafetyofthegeneralpublicorwhichcontributetotheupkeep and care of buildings, facilities or grounds of public property. Workers in this group may operate machinery. Includes: chauffeurs, laundry and dry cleaning operatives, truck drivers, bus drivers, garagelaborers,custodialemployees,gardenersandgroundskeepers,refusecollectors,construction laborers, park rangers (maintenance), farm workers (except managers), craft apprentices/trainees/helpers,andkindredworkers.
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EEO4JobCategory1 Officials&Administrators
JobCode 1020 1002 1022 1040 1052 1052 1053 1053 1077 1078 1078 1078 1021 1001 1003 1023 1025 1050 1016 1013 1010 1012 1015 1071 1071 1074 1072 1072 1027 1028 1011 1073 1054 1056 1056 1056 1033 1061 1061 1030 1076 JobTitle ActivityComplexManager AssistantCityManager AssistantDirectorofCommunityServices AssistantDirectorofPublicWorks AssistantFireChief AssistantFireChief AssistantPoliceChief AssistantPoliceChief BuildingInspectorPrincipal BuildingInspectorSenior BuildingInspectorSenior BuildingInspectorSenior BuildingOfficial CityManager CitySecretary Collection&DistributionManager CommunityRelationsManager CustomerServiceManager DirectorofCommunityServices DirectorofDevelopmentServices DirectorofFinancialServices DirectorofHumanResources&Risk Management DirectorofPublicWorks EngineeringInspector EngineeringInspector EngineeringInspectorLead EnvironmentalComplianceInspector EnvironmentalComplianceInspector EnvironmentalHealthManager FinanceManager FireChief FireInspector/PlansExaminer FireMarshal FirePreventionOfficerSenior FirePreventionOfficerSenior FirePreventionOfficerSenior GISManager HealthInspectorSenior HealthInspectorSenior Housing&CommunityDevelopmentManager HousingProgramsInspector Race White White White White Amer Indian White White White White Black White White White White White White White Black White White White White White White White White White White White White White White White White White White White Black Black Black White Gender F M F M M M M M M M M M M M F M M M F M F F M M M M M M M F M M M M M M M F F F M Type F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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1031 1057 1047 1026 1035 1036 1014 1037 1038 1045 1041 1043 1042 1046 1048 1051 1051
InformationTechnologyManager Judge ManagementAssistant MunicipalCourtAdministrator OperationsMaintenance&RecreationManager PartnersInPreventionManager PoliceChief PublicSafetyCommunicationsManager PublicWorksManager RecreationProgramsManager RiskManager SCADAAdministrator SolidWaste&FleetServicesManager TransportationPlanningManager UtilityBillingManager UtilityPlantManager UtilityPlantManager
White White White White White White White White White White White White White White Black White White
F M F F M F M F M M F M M F F M M
F F F F F F F F F F F F F F F F F
EEO4JobCategory2 Professionals
JobCode 2002 2002 2002 2003 2035 2004 2004 2008 2009 2010 2017 2027 2021 2029 2041 2073 2001 2030 2013 2013 2013 2013 2013 2013 JobTitle Accountant Accountant Accountant AccountantSupervisor AdministrativeAnalyst/CrimeAnalyst AssistantCityAttorney AssistantCityAttorney CityAttorney CityEngineer CityPlanner ClaimsSpecialist CommunityDevelopmentAdministrator CommunityDevelopmentSpecialist CommunityRelationsCoordinator CommunityServicesCoordinator DevelopmentCoordinator EnvironmentalHealthSupervisor EventCoordinator FireBattalionChief FireBattalionChief FireBattalionChief FireBattalionChief FireBattalionChief FireBattalionChief Race White White White White White White White White White White White White White White Black White White White White White White White White White Gender F F F F F M M M M M F F F F M F M F M M M M M M Type F F F F F F F F F F F F F F F F F F F F F F F F
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EEO4JobCategory2 Professionals
JobCode 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2014 2023 2015 2015 2015 2015 2019 2040 2038 2016 2016 2016 JobTitle FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireCaptain FireEMSSectionChief FireLieutenant FireLieutenant FireLieutenant FireLieutenant HousingSupervisor HumanResourcesAdministrator HumanResourcesSpecialist Librarian Librarian Librarian Race White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White Black White White White White White Gender M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M F F F F F M Type F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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2022 2022 2006 2025 2034 2034 2034 2034 2034 2034 2020 2020 2039 2026 2026 2018 2031 2024
LibrarySupervisor LibrarySupervisor NetworkAdministrator Planner PoliceLieutenant PoliceLieutenant PoliceLieutenant PoliceLieutenant PoliceLieutenant PoliceLieutenant ProjectManager ProjectManager PurchasingAgent RecreationCenterSupervisor RecreationCenterSupervisor SeniorPlanner SportsTourismCoordinator TelecommunicationsTrainingCoordinator
White White White White Black White White White White White White White White Black White Asian White White
F F F F M M M M M M M M M M M F M M
F F F F F F F F F F F F F F F F F F
EEO4JobCategory3 Technicians
JobCode 3008 3036 3036 3036 3010 3010 3030 3062 3033 3033 3037 3039 3038 3041 3041 3041 3028 3059 3059 3042 3042 3042 JobTitle AthleticProgramSupervisor CodeComplianceInspectorSenior CodeComplianceInspectorSenior CodeComplianceInspectorSenior Collection&DistributionSupervisor Collection&DistributionSupervisor CommunicationsAdministrator ComplianceInspectorLead EngineeringTechnician EngineeringTechnician EnvironmentalTechnician GISAnalyst GISDataSpecialist GISTechnician GISTechnician GISTechnician IndustrialPretreatmentSupervisor IndustrialPretreatmentInspector(WWTP) IndustrialPretreatmentInspector(WWTP) InformationTechnologySpecialist InformationTechnologySpecialist InformationTechnologySpecialist Race White Black White White Black White White White White White White White White White White White White White White White White White Gender M F F M M M M M F F M M M F M M M M M M M M Type F F F F F F F F F F F F F F F F F F F F F F
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JobCode 3042 3043 3044 3044 3044 3047 3047 3048 3063 3013 3013 3049 3002 3002 3019 3050 3018 3020 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 3004 JobTitle InformationTechnologySpecialist InformationTechnologySpecialistSenior InstrumentTechnician InstrumentTechnician InstrumentTechnician LabTechnician(WaterPurification) LabTechnician(WaterPurification) LabTechnician(WWTP) LibraryMediaSpecialist MaintenanceSupervisingTechnician MaintenanceSupervisingTechnician MediaDevelopmentSpecialist Operations&MaintenanceSupervisor Operations&MaintenanceSupervisor PlanningTechnician PlansExaminer PlantMaintenanceSupervisor(Purification) PlantMaintenanceSupervisor(WWTP) PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant PoliceSergeant Race White White White White White Black White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White Gender M M M M M M F F F M M M M M F F M M F M M M M M M M M M M M M M M M M M M M M M M Type F F F F F F P F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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JobCode 5004 3027 3016 3021 3032 3011 3052 3015 3053 3054 3064 3064 3064 3064 3064 3064 3064 3064 3064 3064 3064 3064 3064 3066 3066 3066 3066 3065 3065 3065 3065 3065 3065 3065 3065 3065 3065 3065 3065 3065 JobTitle PoolMaintenanceTechnician PublicWorksSupervisor(Drainage) PublicWorksSupervisor(Streets) PublicWorksSupervisor(WasteWaterCol80) PurchasingSpecialist RecyclingCoordinator SafetySpecialist SolidWasteSupervisor Systems&TechnologySpecialist Systems&TechnologyTechnician TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperator TelecommunicationsOperatorLead TelecommunicationsOperatorLead TelecommunicationsOperatorLead TelecommunicationsOperatorLead TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior TelecommunicationsOperatorSenior Race Two+ Races Black White White White White White White White White Black Two+ Races White White White White White White White White White White White Black White White White Black Black Black Hispanic White White White White White White White White White Gender M M M M F M M M M M F F F F F F F F F F F M M F F F F F F M F F F F F F F F F F Type F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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JobCode 3065 3007 3007 3007 3007 3022 3014 3014 3025 3024 3024 3055 3012 3001 JobTitle TelecommunicationsOperatorSenior TelecommunicationsSupervisor TelecommunicationsSupervisor TelecommunicationsSupervisor TelecommunicationsSupervisor TrafficSignalSupervisor TrafficSignalTechnician TrafficSignalTechnician UtilityPlantSupervisor(WasteWater) UtilityPlantSupervisor(Water) UtilityPlantSupervisor(Water) VectorControlTechnician WaterQuality&UtilityPlantSupervisor WaterServicesSupervisor Race White White White White White White Black White White White White White White White Gender M F F F F M M M M M M F F F Type F F F F F F F F F F F F F F
EEO4JobCategory4 ProtectiveServices
JobCode 4012 4013 4013 4013 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 JobTitle AnimalControlOfficer AnimalControlOfficerSenior AnimalControlOfficerSenior AnimalControlOfficerSenior FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer Race Hispanic White White White Hispanic White White White White White White White White White White White White White White White White White Gender M F F M M F M M M M M M M M M M M M M M M M Type F F F F F F F F F F F F F F F F F F F F F F
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JobCode 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4003 4001 4001 4001 4001 4001 4001 4001 4001 4001 4001 4001 4002 4002 4002 JobTitle FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireDriver/Engineer FireRecruit FireRecruit FireRecruit FireRecruit FireRecruit FireRecruit FireRecruit FireRecruit FireRecruit FireRecruit FireRecruit Firefighter Firefighter Firefighter Race White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White Black Two+ Races White Gender M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M F Type F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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JobCode 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 4002 JobTitle Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Race White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White Gender F M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M Type F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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JobCode 4002 4002 4002 4002 4002 4002 4002 4002 4010 4010 4010 4009 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 JobTitle Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Firefighter Lifeguard Lifeguard Lifeguard ParkingEnforcementOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer Race White White White White White White White White White White White White Black Black Black Black Black Black Black Black Black Black Black Black Black Black Hispanic Hispanic Hispanic Hispanic Hispanic Hispanic Two+ Races White White White White White White White White Gender M M M M M M M M M M M M F F M M M M M M M M M M M M F M M M M M M F F F F F F F F Type F F F F F F F F P P P P F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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JobCode 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 JobTitle PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer Race White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White Gender F F F F F F F F F M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M Type F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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JobCode 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 JobTitle PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer Race White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White White Gender M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M Type F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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JobCode 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4004 4005 4005 4005 4005 4005 4007 4007 4007 JobTitle PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficer PoliceOfficerTraffic PoliceOfficerTraffic PoliceOfficerTraffic PoliceOfficerTraffic PoliceOfficerTraffic WarrantOfficer WarrantOfficer WarrantOfficer Race White White White White White White White White White White White White White White White White White White White Black White White White White Amer Indian Hispanic White Gender M M M M M M M M M M M M M M M M M M M M M M M M M F M Type F F F F F F F F F F F F F F F F F F F F F F F F F F F
EEO4JobCategory6 AdministrativeSupport
JobCode 6006 6006 6006 6006 6039 6039 6039 6039 JobTitle AccountingSpecialist AccountingSpecialist AccountingSpecialist AccountingSpecialist AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant Race White White White White Black Black Hispanic White Gender F F F F F F F F Type F F F F F F F F
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JobCode 6039 6039 6039 6039 6039 6039 6039 6039 6039 6039 6039 6039 6004 6004 6040 5019 5016 5016 5016 5016 5016 5016 6041 5037 6003 6003 6003 6003 6003 6002 6028 5039 6007 5050 6008 5028 5043 5047 5047 5048 JobTitle AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant AdministrativeAssistant BillingSpecialist BillingSpecialist BillingSpecialistSenior CatalogingAssistant CirculationAssistant CirculationAssistant CirculationAssistant CirculationAssistant CirculationAssistant CirculationAssistant ContractCoordinator CrisisResponseTeamSpecialist CustomerServiceRepresentative CustomerServiceRepresentative CustomerServiceRepresentative CustomerServiceRepresentative CustomerServiceRepresentative CustomerServiceSpecialist DistributionClerk EmployeeBenefitsSpecialist ExecutiveAssistant FireEducationSpecialist FiscalServicesSpecialist FleetServiceWriter GrantAnalyst HousingCaseWorker HousingCaseWorker HousingCaseWorkerSenior Race White White White White White White White White White White White White White White White White Black Black Black White White White White White Black White White White White Black Black White White White White White White Black Hispanic Hispanic Gender F F F F F F F F F F F F F F F F F F F F M M F F F F F F F F F F F F F M F F F F Type F F F F F F F F F F F F F F F F P F P F P P F F F F F F F F F F F F F F F F F F
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JobCode 5049 6023 5017 5017 5017 5017 5017 5015 5015 5015 5015 5015 5015 5015 5021 6010 6010 6010 6010 6011 6011 6037 6037 6037 6037 6037 6037 6037 6037 6037 6037 6037 6037 6037 6036 6035 6035 6035 5029 6015 6020 JobTitle HousingServicesSpecialist LegalSpecialist LibraryAide LibraryAide LibraryAide LibraryAide LibraryAide LibraryAssistant LibraryAssistant LibraryAssistant LibraryAssistant LibraryAssistant LibraryAssistant LibraryAssistant LibraryAssistantSenior MunicipalCourtClerk MunicipalCourtClerk MunicipalCourtClerk MunicipalCourtClerk MunicipalCourtClerkSenior MunicipalCourtClerkSenior OfficeAssistant OfficeAssistant OfficeAssistant OfficeAssistant OfficeAssistant OfficeAssistant OfficeAssistant OfficeAssistant OfficeAssistant OfficeAssistant OfficeAssistant OfficeAssistant OfficeAssistant OfficeManager(NonExempt) OfficerManager(Exempt) OfficerManager(Exempt) OfficerManager(Exempt) ParksTechnician PayrollSpecialist PermitClerk Race Black White Black White White White White Black White White White White White White White White White White White White White Amer Indian Black Black Black Black White White White White White White White White White White White White White White Black Gender F F F F F F M F F F F F F F M F F F F F F F F F F F F F F F F F F F F F F M M F F Type F F P P P P P F F P F P F P F F F F F F F F F F P F F F F F F P F P F F F F F F F
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JobCode 6020 6020 6027 6027 6027 6027 6017 6017 5032 5020 5038 6009 6009 6025 6025 6018 6018 6018 5010 5022 6005 5030 6026 JobTitle PermitClerk PermitClerk PoliceOperationsAssistant PoliceOperationsAssistant PoliceOperationsAssistant PoliceOperationsAssistant PoliceRecordsSpecialist PoliceRecordsSpecialist PoliceRecordsSupervisor ProcessingAssistant Program&OutreachCoordinator Property&EvidenceSpecialist Property&EvidenceSpecialist Receptionist Receptionist RecordsSpecialistSenior RecordsSpecialistSenior RecordsSpecialistSenior RecreationCenterCoordinator RecreationProgramCoordinator UtilityBillingSpecialist UtilityBillingSupervisor WarrantClerk Race White White Black White White White Black White White White Black White White Black White Black White White White Black White Black Black Gender F F F F F M F F F F F F F F F F F F F M M F F Type F F F F F F F F F P F F F P P F F F F F F F F
EEO4JobCategory7 SkilledCraftWorkers
JobCode 7030 7049 7049 7013 7013 7013 7014 7014 7014 7014 7014 7012 7012 JobTitle ActivityComplexCrewLeader ConcreteFinisher ConcreteFinisher CrewLeader(Drainage) CrewLeader(Drainage) CrewLeader(Drainage) CrewLeader(Parks) CrewLeader(Parks) CrewLeader(Parks) CrewLeader(Parks) CrewLeader(Parks) CrewLeader(Streets) CrewLeader(Streets) Race Black Hispanic Hispanic Black White White Black White White White White Black White Gender M M M M M M M F M M M M M Type F F F F F F F F F F F F F
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JobCode 7012 7016 7015 7015 7015 7015 7015 7015 7019 7020 7017 7017 7017 7017 7018 7021 7021 7021 7022 7025 7025 7025 7024 7024 7024 7024 7024 7028 7028 7028 7027 7027 7027 7027 7003 7002 7002 7009 7009 JobTitle CrewLeader(Streets) CrewLeader(WasteWaterColl80) CrewLeader(WaterDist73) CrewLeader(WaterDist73) CrewLeader(WaterDist73) CrewLeader(WaterDist73) CrewLeader(WaterDist73) CrewLeader(WaterDist73) EquipmentOperator(Drainage) EquipmentOperator(Parks) EquipmentOperator(Sanitation) EquipmentOperator(Sanitation) EquipmentOperator(Sanitation) EquipmentOperator(Sanitation) EquipmentOperator(Streets) EquipmentOperator(WaterDist73) EquipmentOperator(WaterDist73) EquipmentOperator(WaterDist73) EquipmentOperator(WasteWaterColl80) EquipmentOperatorSenior(Drainage) EquipmentOperatorSenior(Drainage) EquipmentOperatorSenior(Drainage) EquipmentOperatorSenior(Streets) EquipmentOperatorSenior(Streets) EquipmentOperatorSenior(Streets) EquipmentOperatorSenior(Streets) EquipmentOperatorSenior(Streets) EquipmentOperatorSenior(WWColl80) EquipmentOperatorSenior(WWColl80) EquipmentOperatorSenior(WWColl80) EquipmentOperatorSenior(WaterDist73) EquipmentOperatorSenior(WaterDist73) EquipmentOperatorSenior(WaterDist73) EquipmentOperatorSenior(WaterDist73) EquipmentRepairTechnician FleetShopCrewLeader FleetShopCrewLeader FleetTechnician FleetTechnician Race White White Black Black Hispanic White White White Hispanic Black Black Black White White Black White White White White Black Black White White White White White White White White White Black Black White White White White White Black White Gender M M M M M M M M M M F M M M M M M M M M M M M M M M M M M M M M M M M M M M M Type F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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JobCode 7009 7009 7009 7009 7010 7041 7041 7042 7042 7042 7042 7042 7042 7042 7042 7042 7042 7042 7042 7040 7039 7039 7044 7044 7043 7043 7043 7045 7045 7045 7045 7045 7004 7004 7004 7004 7004 7004 7004 7005 JobTitle FleetTechnician FleetTechnician FleetTechnician FleetTechnician FleetTechnicianSenior MaintenanceWorkerSenior(Drainage) MaintenanceWorkerSenior(Drainage) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Parks) MaintenanceWorkerSenior(Streets) MaintenanceWorkerSenior(Traffic) MaintenanceWorkerSenior(Traffic) MaintenanceWorkerSenior(WWColl80) MaintenanceWorkerSenior(WWColl80) MaintenanceWorkerSenior(WaterDist73) MaintenanceWorkerSenior(WaterDist73) MaintenanceWorkerSenior(WaterDist73) MeterReader MeterReader MeterReader MeterReader MeterReader PlantMaintenanceMechanic(Purification) PlantMaintenanceMechanic(Purification) PlantMaintenanceMechanic(Purification) PlantMaintenanceMechanic(Purification) PlantMaintenanceMechanic(Purification) PlantMaintenanceMechanic(Purification) PlantMaintenanceMechanic(Purification) PlantMaintenanceMechanic(WWTP) Race White White White White White Black White Black Black Black Black Black Black Hispanic White White White White White White Hispanic White White White Black Black Black Black White White White White Hispanic White White White White White White White Gender M M M M M M M F M M M M M M F F M M M M M M M M M M M F M M M M M M M M M M M F Type F F F F F F F F F F F F F F F F F F F F F F F F F F P F F F F F F F F F F F F P
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JobCode 7005 7005 7005 7007 7047 7029 7029 7029 7032 7031 7031 7031 7031 7031 7031 7031 7031 7031 7036 7036 7035 7035 7035 7034 7034 7034 7034 7034 7033 7033 7033 7001 7001 7001 JobTitle PlantMaintenanceMechanic(WWTP) PlantMaintenanceMechanic(WWTP) PlantMaintenanceMechanic(WWTP) PlantMaintenanceMechanicSenior(WWTP) Signs&MarkingTechnician SolidWasteCrewLeader SolidWasteCrewLeader SolidWasteCrewLeader UtilityPlantOperator(WasteWater) UtilityPlantOperator(Water) UtilityPlantOperator(Water) UtilityPlantOperator(Water) UtilityPlantOperator(Water) UtilityPlantOperator(Water) UtilityPlantOperator(Water) UtilityPlantOperator(Water) UtilityPlantOperator(Water) UtilityPlantOperator(Water) UtilityPlantOperatorLead(WasteWater) UtilityPlantOperatorLead(WasteWater) UtilityPlantOperatorLead(Water) UtilityPlantOperatorLead(Water) UtilityPlantOperatorLead(Water) UtilityPlantOperatorSenior(WasteWater) UtilityPlantOperatorSenior(WasteWater) UtilityPlantOperatorSenior(WasteWater) UtilityPlantOperatorSenior(WasteWater) UtilityPlantOperatorSenior(WasteWater) UtilityPlantOperatorSenior(Water) UtilityPlantOperatorSenior(Water) UtilityPlantOperatorSenior(Water) WaterServiceRepresentative WaterServiceRepresentative WaterServiceRepresentative Race White White White White White Black Black White White White White White White White White White White White White White White White White Amer Indian Black Black White White Black White White Black White White Gender M M M M M F M F M F F M M M M M M M M M F M M F M M M M M M M M F M Type F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F F
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EEO4JobCategory8 ServiceMaintenance
JobCode 5003 5040 8013 8013 8013 8014 8014 8008 8008 8008 8008 8012 8003 8004 8002 8002 8002 8006 8006 8006 8006 8006 8006 8005 8005 8005 8005 5005 5005 5005 5005 5005 5005 5005 5005 5005 5005 5005 5006 5006 5006 JobTitle AssistantPoolManager ChemicalApplicator Custodial/MaintenanceWorker Custodial/MaintenanceWorker Custodial/MaintenanceWorker Custodial/ServiceWorker Custodial/ServiceWorker EventMonitor EventMonitor EventMonitor EventMonitor MaintenanceSupplyWorker MaintenanceWorker(Drainage) MaintenanceWorker(Parks) MaintenanceWorker(Streets) MaintenanceWorker(Streets) MaintenanceWorker(Streets) MaintenanceWorker(WasteWaterColl80) MaintenanceWorker(WasteWaterColl80) MaintenanceWorker(WasteWaterColl80) MaintenanceWorker(WasteWaterColl80) MaintenanceWorker(WasteWaterColl80) MaintenanceWorker(WasteWaterColl80) MaintenanceWorker(WaterDist73) MaintenanceWorker(WaterDist73) MaintenanceWorker(WaterDist73) MaintenanceWorker(WaterDist73) RecreationAssistant RecreationAssistant RecreationAssistant RecreationAssistant RecreationAssistant RecreationAssistant RecreationAssistant RecreationAssistant RecreationAssistant RecreationAssistant RecreationAssistant RecreationAssistantSenior RecreationAssistantSenior RecreationAssistantSenior Race White White Black Black White Black White Black Black White White White White Hispanic Black Hispanic White Black Black Black Two+ Races White White Black Black Black Hispanic Black Black Black Black Black Black Black White White White White Black Black White Gender Type F P M F M F M F F F F P F P F F M F M F M F M F M F M F M F M F M F M F M F M F M M M M M M M F F F F F M M F F F M F F F F F F F F F F P P P P P P P P P P P F F F
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EEO4JobCategory8 ServiceMaintenance
JobCode 5006 5006 8020 8020 8020 8020 8020 8020 8020 8020 8020 8020 8020 8020 8020 8020 8020 8020 JobTitle RecreationAssistantSenior RecreationAssistantSenior SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator SolidWasteOperator Race White White Black Black Black Black Black Black Black Black White White White White White White White White Gender Type M F M P F F F F M F M F M F M F M F M F F F F F F F F F M F M F M F M F
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Sources Affirmative Action/Workplace Diversity Annual Summary Report, City of Plano, Texas, 2008 2009. AffirmativeActionPlan,CityofSanAntonio,Texas,May2007. Anthony, William, K. Michelle Kacmar and Pamela Perrewe. Human Resource Management. Florida:Harcourt,Inc.,2002. ApplicantData,CityofLongview,Texas,20072010. EmployeeRoster,CityofLongview,Texas,September2010. FY2010and2011DiversityPlan,CountyofFairfax,Virginia,DepartmentofHumanResources, January2010. Gardenswartz,Lee,andAnitaRowe.ManagingDiversity.NewYork:McGrawHill,1998. SocietyforHumanResourceManagement. UnitedStatesCensusBureau.http://www.census.gov/hhes/www/eeoindex/page_c.html U.S.DepartmentofVeteransAffairs,OfficeofDiversityandInclusion UnitedStatesEqualEmploymentOpportunityCommission.http://www.eeoc.gov/ WorkforceDiversityPlan,CityofDenton,Texas,20072012.
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Diversity Plan 12-10

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CityofLongview WorkforceDiversity Plan

Female 46.9% 30.7%

Age40+ 50.5% 59.0%

Pinkshadingindicateshiringlevelisbelowworkforceratio Dataisforfulltime&parttimejobsfilled Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.

Race/Ethnicity White Black Hispanic/Latino TwoorMoreRaces AmericanIndian Asian Hawaiian/PacificIslander Totals

Race/Ethnicity White BlackAfricanAmerican Hispanic/Latino TwoorMoreRaces AmericanIndian Asian Hawaiian/PacIslander TotalNonWhite

GreggCounty LaborForce Cityof Longview Employees

White Hispanic 72.7% 7.5%

53.1% 46.9% 50.5%

69.3% 30.7% 59.0%

GreggCountyLaborForce Total Officials/Administrators Professionals Technicians ProtectiveServices AdministrativeSupport SkilledCraftWorkers ServiceMaintenance

Black 17.9% 8.9% 10.5% 20.1% 12.7% 17.3% 15.2% 26.2%

M 53.1% 61.3% 41.2% 39.0% 88.8% 31.9% 93.6%

F 46.9% 38.6% 58.9% 60.7% 11.2% 68.2% 6.4%

Officials/Administrators COLEmployees GreggCoWorkforce 80%RuleofThumb

Professionals COLEmployees GreggCoWorkforce 80%RuleofThumb

Technicians COLEmployees GreggCoWorkforce 80%RuleofThumb

ProtectiveServices COLEmployees GreggCoWorkforce 80%RuleofThumb

AdministrativeSupport COLEmployees GreggCoWorkforce 80%RuleofThumb

133.6% Total Female 14 374 % Female 11.1% 6.4%

SkilledCraftWorkers COLEmployees GreggCoWorkforce 80%RuleofThumb

173.4% Total Female 22 6969 88.8% Page|11 % Female 37.3% 42.0%

ServiceMaintenance COLEmployees GreggCoWorkforce 80%RuleofThumb

%Minority Applications 40.7%

%Minority Hired 33.0%

%Minority Workforce 27.4%

No Min Qual SP1 1336 750 135 48 13 14 3 2299

Not a Top App SP2 854 477 68 25 14 10 4 145 2

Skill Test SP3 39 5 2 1 0 0 1 48

Intview SP4 155 48 17 5 3 3 0 231

Back grd Check SP6 6 4 1 0 0 0 0 11

Total % Min Apps 40.7% Note:Dataisforfulltime&parttimejobsfilled Datadoesnotincludecertifiedpolicepositions.PolicedonotuseNEOGOVhiringsoftware.

Total % Min Hired 33.0%

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