CITY OF TEMPE
WORK FORCE DIVERSITY
PROGRESS REPORT
July
2000
Prepared by
the
Human Resources Division
Recruitment
Team
INTRODUCTION
_____________________________________________________________________
Federal
laws prohibit employment discrimination based on race, color, gender, age,
religion, national origin or disability.
In 1977 and 1984, respectively, the Tempe City Council adopted
resolutions in support of federal law, affirming Tempe's support of equal
employment opportunity and affirmative action (see Appendix A and B). City Rules and Regulations reinforce the
City's equal employment opportunity commitment and specify recourse for victims
of discrimination (see Appendix C).
The
City's equal employment opportunity policy mandates that all personnel
practices be based on merit and ability regardless of race, color, gender, age,
religion, national origin or disability.
Under no circumstances will discriminatory treatment of any individual
or group be encouraged or tolerated.
Moreover,
the City of Tempe continuously strives to maintain and strengthen its
position as an equal opportunity employer through good faith efforts to
attract, hire and retain a diverse employee population, which is representative
of the qualified local labor market. In
order to monitor, evaluate and improve our progress toward work force parity,
the City's employee profile is compared to City of Tempe and Maricopa County civilian labor market statistics each fiscal year. These statistics are obtained from the most
current data available from the United States Census Bureau.
The
intent of these good faith efforts is to continue to provide quality services
to the citizens of Tempe through the use of our most valued resource--our employees,
who shall continue to be reflective of both our community and the local labor
market from which we recruit to the greatest extent possible.
CITY OF TEMPE MISSION AND VALUES
_____________________________________________________________________
Mission
To work with each other and the community to make Tempe
the best place to live, work and play.
Values
We
Value….
People. We appreciate the talents of each person and encourage responsible
decision-making at the most appropriate level. We recognize the importance of
personal and professional development.
Creativity. We encourage imaginative problem solving, innovation,
resourcefulness, and responsible risk taking.
Quality. We provide superior services and are committed to
continuous improvement. We are attentive to the changing needs of the people we
serve.
Integrity. We are honest, accountable, and trustworthy.
Openness. We are accessible, and work as a team by sharing information,
ideas, resources, and responsibility.
Respect. We welcome individual and professional differences and
treat everyone with dignity, courtesy, and sensitivity.
WORK FORCE
DIVERSITY PLAN
The
City of Tempe is an equal employment opportunity/reasonable accommodation
employer. This affirmative action plan
sets forth the good faith efforts by which the City will continue to attract
and retain a diverse employee population, reflective of the qualified local labor
market to the greatest extent possible.
Affirmative
action, as defined by the EEOC, consists of "those actions appropriate to
overcome the effects of past or present practices, policies, or other barriers
to equal employment opportunity" (29 CFR 1608.1-c, 1979). In order to ensure that City of Tempe work force imbalances result solely from legitimate
nondiscriminatory practices, the City will conduct regular work force parity
comparisons. Where under‑representation
is revealed, the City will act in good faith to achieve labor market parity
without encouraging the preferential treatment of any person or group. Good faith affirmative action efforts will
include but not be limited to:
1. Continuous
communication of the City's equal employment opportunity commitment
to employees, applicants, and the
general public;
2. Active outreach
recruitment of qualified candidates from underutilized groups, both
within the organization and
externally (see Appendix E);
3. Ongoing
monitoring of all personnel practices relating to recruitment, testing,
hiring, promotion, compensation,
benefits, transfer, discipline, termination, and
training to ensure impartial and
nondiscriminatory administration;
4. Prompt and
confidential investigation of discrimination complaints, including swift
discipline for retaliation (see
Appendix C).
The intent of these good faith efforts is to operationalize
the City's equal employment opportunity policy which mandates that all
personnel practices be based on merit and ability regardless race, color,
religion, disability, gender, age, national origin (City of Tempe Rule 1-102). Under no
circumstances will discriminatory treatment of any individual or group be
encouraged or tolerated.
2000
WORK FORCE
PARITY
COMPARISON
CITY
OF TEMPE
WORK
FORCE REPRESENTATION
JULY
2000
|
GROUP
|
CITY OF TEMPE
EMPLOYEE
REPRESENTATION
|
CITY OF TEMPE
AVAILABLE
LABOR FORCE*
|
MARICOPA
COUNTY
AVAILABLE
LABOR FORCE*
|
|
Hispanic
|
17.30
|
|
8.49
|
|
14.11
|
|
|
African American
|
3.60
|
|
2.63
|
|
3.00
|
|
|
Asian American
|
1.36
|
|
3.30
|
|
1.65
|
|
|
Native American
|
1.05
|
|
1.28
|
|
1.38
|
|
|
TOTAL
Minorities
|
23.31
|
|
15.70
|
|
20.14
|
|
|
|
|
|
|
|
|
|
|
TOTAL
Females
|
30.19
|
|
44.14
|
|
45.00
|
|
|
|
|
|
|
|
|
|
|
Source: 1990 Census of
Population and Housing (all figures used represent percentages).
Categories:
Hispanic: All persons of
Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish or
Latin culture or origin.
African
American: All persons (not of Hispanic origin) in any
of the Black racial or cultural groups of Africa.
Asian
American: All persons having origins in any of the
original peoples of the Far East, Southeast Asia, the Indian Subcontinent, or
the Pacific Islands. For example, this
area includes China, India, Japan, Korea, the Philippine Islands, and Samoa.
Native
American: All persons having origins in any of the
original peoples of North America (including American Indian, Eskimo, and
Aleut), and who maintain cultural identification through tribal affiliation or
community recognition.
CITY
OF TEMPE
FEMALE
REPRESENTATION
BY
FEDERAL
JOB CATEGORY
JULY
2000
|
JOB
CATEGORY
|
TOTAL
EMPLOYEES
|
FEMALES
(#)
|
FEMALES
(%)
|
|
Officials & Administrators
|
43
|
|
10
|
|
23.26
|
|
|
Professionals
|
358
|
|
138
|
|
38.55
|
|
|
Technicians
|
167
|
|
15
|
|
8.98
|
|
|
Protective Service Workers
|
396
|
|
50
|
|
12.63
|
|
|
Paraprofessionals
|
71
|
|
47
|
|
66.20
|
|
|
Administrative Support
|
236
|
|
209
|
|
88.56
|
|
|
Skilled Craft Workers
|
71
|
|
2
|
|
2.82
|
|
|
Service Maintenance
|
271
|
|
16
|
|
5.90
|
|
|
TOTAL
|
1,613
|
|
487
|
|
30.19
|
|
|
|
|
|
|
|
|
|
APPENDIX
APPENDIX
A
RESOLUTION NO. 1436
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF TEMPE, ARIZONA,
ADOPTING AN OFFICIAL POLICY STATEMENT
PERTAINING TO EQUAL EMPLOYMENT
OPPORTUNITY AND AFFIRMATIVE ACTION PROGRAM
* *
* * *
* * *
* * *
* * * * *
* * *
* * *
* * *
* * *
* * * *
WHEREAS, Article IV, Section 4.02
(a) of the Charter of the City of Tempe provides in part the following:
"All
appointments and promotions of City Offices and employees
shall
be made solely on the basis of merit and fitness demonstrated
by examination or other evidence of
competence."
and
WHEREAS, it has long been the policy
of the City of Tempe to provide equal opportunity in its employment on the
basis of merit and fitness and without discrimination on the basis of sex,
race, national origin, color, religion, age or handicap and citizens of the
City of Tempe.
WHEREAS, the City of Tempe
recognizes that it has a special responsibility to take what action it can to
provide real employment opportunities for all employees and citizens of the
City of Tempe,
NOW THEREFORE, BE IT RESOLVED that
the Tempe City Council does hereby reaffirm its policy to ensure equal
opportunity in employment for all persons; to prohibit discrimination in employment
because of sex, race, national origin, color, religion, age or handicap; and to
promote the full realization of equal employment opportunity through a
continuing intensive affirmative action program. The program shall be introduced and implemented
in each department of the City and shall be integral part of every aspect of
personnel management, employment, development, advancement, compensation and
treatment, to the maximum extent possible.
BE IT FURTHER RESOLVED, that the
Tempe City Council does hereby adopt the attached Affirmative Action Program.
PASSED AND ADOPTED BY THE CITY
COUNCIL OF THE CITY OF TEMPE, ARIZONA, this 12 day of May, 1977.
A signed copy of this
resolution is on file in the City Clerk's Office
APPENDIX B
RESOLUTION NO. 1887
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF TEMPE, ARIZONA,
ADOPTING AN OFFICIAL POLICY STATEMENT
PERTAINING TO NONDISCRIMINATION OF THE
PHYSICALLY DISABLED
* *
* * *
* * *
* * *
* * *
* * *
* * *
* * *
* * *
* * *
* * *
WHEREAS, it has long been the policy of the City of
Tempe that all services, activities and programs designed to meet the health,
welfare, safety, recreational and cultural needs of its citizens be provided
without regard to any physical or mental handicap,
NOW, THEREFORE, BE IT RESOLVED that
the Tempe City Council does hereby reaffirm its policy of nondiscrimination and
that all City services, activities and programs shall be provided in a manner
and facility that insures accessibility and usability by all physically and
mentally disabled individuals.
PASSED AND ADOPTED BY THE CITY
COUNCIL OF THE CITY OF TEMPE, ARIZONA, this 11th day of October, 1984.
A signed copy of this resolution is on file in the City
Clerk's Office
APPENDIX C
CITY OF TEMPE RULES AND
REGULATIONS
RULE 1. GENERAL
PROVISIONS
Section 102. Equal
Employment Opportunity/Affirmative Action
It
is the policy of the City of Tempe to assure equal employment opportunity to all
qualified person based solely on an individual's ability to perform the
essential functions of a job, regardless of race, color, religion, disability,
sex, age, or national origin. The City's
equal employment policy applies to all human resources-related activities.
RULE
4. EMPLOYEE
STATUS
Section
409. Equal Employment Opportunity
A. Definition
Employment
discrimination based upon an employee's race, color, sex, religion or
national origin is a violation of
Title VII of the Civil Rights Act of 1964, as amended
while discrimination based upon an
employee's disability is a violation of the
Rehabilitation Act of 1973 and Title
I of the Americans with Disabilities Act of 1990.
Age discrimination is a violation of
the Age Discrimination in Employment Act, as
amended. Discrimination is the differential treatment
of an employee in any aspect
of employment based upon their race,
color, sex, religion, national origin, disability
or age.
B. Complaint
Procedure
Employees who feel
that they have been discriminated against should report the
incident to their supervisor
immediately. If the employee's immediate
supervisor is
the source of the discrimination, the
employee should report the problem to the
supervisor's superior or the Human Resources
Director. The supervisor or the
Human Resources Director shall
promptly notify the Department Director of the
complaint. A job applicant who believes he or she has
been a victim of
discrimination may file a
complaint with the Human Resources
Director. See City
of Tempe Equal Opportunity Complaint
Form.
No employee will
be subject to any form of retaliation or discipline for pursuing an
employment discrimination
complaint. Any employee found guilty of
retaliation will
be disciplined.
C. Investigation
Procedure
Upon receipt of a
complaint alleging employment discrimination, the Department
Director will promptly notify the
Human Resources Director. The Department
Director and the Human Resources
Director will fully investigate the complaint.
The Human Resources Director will
work with the department to obtain and
evaluate all relevant evidence with
what has occurred and determine what remedy
is appropriate. If there is reasonable cause to believe that
employment
discrimination has occurred,
recommendations will be made by the Department
Director for specific remedial and
disciplinary actions. The complainant
and the
party charged will be notified of the
findings.
D. Confidentiality
All complaints
shall be kept confidential except to satisfy the provisions of this rule
and as may be required by law. All City personnel who are involved with or
aware
of investigations are expected to
maintain the same level of confidentiality.
APPENDIX D
Description of
Job Categories:
(01) Officials and Administrators -
Occupations in which employees set broad
policies, exercise overall
responsibility for the execution of these policies, or
direct individual departments or
special phases of the agency's operations.
Examples include: City Manager, Deputy City Manager, department heads,
assistant department heads, and
similar positions.
(02) Professionals -
Occupations requiring specialized and theoretical knowledge
which is usually acquired through college
training or through work experience
and other training which provides
comparable knowledge. Examples
include:
Human Resources Analyst, Fire
Captain, Police Lieutenant, Management
Assistant, Librarian, Risk Manager,
City Attorney, and similar positions.
(03) Technicians -
Occupations which require a combination of basic scientific or
technical knowledge and manual skill
which can be obtained through specialized
post-secondary school education or
through equivalent on-the-job training.
Examples include: Environmental Investigator, Code Enforcement
Officer,
Communications Network Technician,
Building Inspector, Police Sergeant,
Engineering Technician, and similar
positions.
(04) Protective Service Workers -
Occupations in which workers are entrusted with
public safety, security and
protection from destructive forces.
Examples include:
Police Officer, Firefighter, Jailer,
Fire Engineer, Parking Enforcement Officer, Jail
Supervisor, and Paramedic.
(05) Paraprofessionals -
Occupations in which workers perform some of the duties of
a professional or technician in a
supportive role, which usually requires less
formal training and/or experience
normally required for professional or technician
status. Examples include: Library Aide, Housing Specialist, Human
Resources
Technician, Police Community Service
Officer, Fire Education Specialist,
Paralegal, and similar positions.
(06) Administrative Support -
Occupations (including clerical and sales) in which
workers are responsible for internal
and external communication, recording and
retrieval of data and/or information
and other paperwork required in an office.
Examples include: Secretary, Administrative Clerk, Police
Records Clerk,
Telecommunicator, Court Services
Specialist, Customer Service Representative,
Permit Technician, Administrative
Secretary, Reprographics Operator,
Distribution Clerk, and similar
positions.
(07) Skilled Craft Workers -
Occupations in which workers perform jobs which require
special manual skill and a thorough
and comprehensive knowledge of the
processes involved in the work which
is acquired through on-the-job training and
experience or through apprenticeship
or other formal training programs.
Examples include: Equipment Mechanic, Facility Technician,
Plant Operator,
Control Center Operator, Plant
Electrician, Traffic Signal Service Worker, Parks
and Golf Course Mechanic, and
similar positions.
(08) Service Maintenance -
Occupations in which workers perform duties which
result in or contribute to the
comfort, convenience, hygiene or safety of the
general public or which contribute
to the upkeep and care of buildings, facilities
or grounds of public property. Workers in this group may operate machinery.
Examples include: Custodian, Equipment Operator, Groundskeeper,
Water
Meter Reader, Pest Control Worker,
and similar positions.
APPENDIX E-1
RECRUITMENT
SOURCES FOR
MINORITIES AND
WOMEN
Arizona
Informant Newspaper
Arizona
Women's Education and Employment
Asian
American Times
Asian
Pacific Careers
Black
Board of Directors Project
Black
Careers Now (Internet)
Black
Progress Review
Chicanos
Por La Causa
Hispanic
Hotline
La
Mesita
National
Minority Update
Navajo
Times
Phoenix
El Sol Newspaper
Phoenix
Human Service Department
Senior
Services Division, Older Workers Program
Phoenix
Indian Center, Inc
Phoenix
Women's Commission
Saludos
Hispanos (Internet)
The
Black Collegian
APPENDIX E-2
RECRUITMENT
SOURCES FOR
DISPLACED
WORKERS
AZ
Department of Economic Security
Drake,
Beam, Morin Corporation
Gila
County Reemployment and Pre-layoff Assistance Center
Maricopa
Community College District/Economic Dislocated Worker Acceptance
Association Center
APPENDIX E-3
RECRUITMENT
SOURCES FOR
THE
ECONOMICALLY DISADVANTAGED
Goodwill
Industries
Tempe
Community Action Agency
APPENDIX E-4
RECRUITMENT
SOURCES FOR
OLDER WORKERS
Plus
50 Place Center, Inc.
City
of Phoenix Older Workers Program
APPENDIX E-5
RECRUITMENT
SOURCES FOR
VETERANS
ASU
Veteran Services Office
Veterans
Services Association Inc
Veterans
Education & Training Section
State
of Arizona
Veteran
Center
APPENDIX E-6
RECRUITMENT
SOURCES FOR
STUDENTS
Arizona
Institute of Business and Technology
Arizona
State University Career Services
Arizona
State University Department of Leisure Studies
Brigham
Young University
Chandler
Public Library
Cochise
College
Devry
Institute of Technology
High-Tech
Institute
Gateway
Community College
Glendale
Community College
Keller
Graduate School of Management
Lamson
Junior College
Mesa
Community College Career Center
Northern
Arizona University Career Planning and Placement
Phoenix
College
Phoenix
Job Corps Center
Rio
Salado Community College Career Center
University
of Arizona American Indian Studies Program
University
of Richmond/Career Development Center
APPENDIX E-7
RECRUITMENT
SOURCES FOR
THE GENERAL
PUBLIC
Arizona
Parks and Recreation Association
Chandler
Public Library
City
of Chandler Personnel
City
of Hemet
City
of Mesa Personnel
City
of Peoria
City
of Phoenix Personnel
City
of Scottsdale Personnel
City
of Tempe
City
of Yuma
Department
of Economic Security Job Service
Department
of Public Safety Human Resources
Eastern
Oregon University/Learning Center
Eastern
AZ College
Family
Life Radio
Gilbert
Library
Glendale
Human Resources
Glendale
Public Library
LDS
Employment Center
Maricopa
County Library District
Phoenix
Public Library
Tempe
Public Library
Scottsdale
Public Library
Town
of Gilbert Personnel
APPENDIX F
RECRUITMENT
CONFERENCE
Hispanic
Women's Corporation
ASU
Spring Career Fair
Luke
Air Force Base Career Fair
APPENDIX G
MENTALLY &
PHYSICALLY CHALLENGED
Advocates
for the Disabled
AZ
Bridge & Individual Living (ABIL)
Epilepsy
Society of America
Gov’t
Council on Developmentally Disabled
Gomper
Center for the Handicapped
Centers
for Habilitation (TCH)-Tempe
Valley
Center for the Deaf