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BOARD OF COMMISSIONERS ACTION AGENi6$4 ACTION- AGENDA ITEM ABS`RACP ITEM NO.. - MEETING OATE;• 0ctober~,3jj 1.,9$3- 026 SUBJECT Follow-up Information to !tanager's August 16,, 1983" Affirmative Action Report DEPARTMENT: County"Manager PUBLIC HEARING: YES- X NO ATTACHMENT(S) INFOR,MATION..CONTACT: County Manager's. :XS01 : I Office 1. Percent Increase by Category PHONE NUMBERS: HILLSBOROUGH a 732-81x1 of Employee Chart HILLSBOROUGH 732-9361 L. HILL - 967-9251 2, Distribution of Employees by CHAPE Salary Grade MEBANE - 227-2031 { i DURHAM - 688-7331 i PURPOSE: To. respond to questions of the Board. regarding analysis of employment salaries. The Report sets forth the steps taken by the Board since 1976 to ensure that the-County's personnel actions are based on the principle of merit. Board interest was in seeing an employment breakdown of race and sex by salary grade assigned. Attached are two summaries. One -is the trend from when data were first gathered in July 1,. 1976 to August 31, 1983. The second is a sub part showing the data from approval of the 1981 Affirmative Action Plan (February, 1981) to August 31, 1981, Breakdown for protected classes is as follows: 1976-1983 Percents es of Increases/Decreases Total Tota Overall Non-Minority MinorLty Male Females i Plon-Supervisory (Grade 49-61) 90.6 46.3 184.0 132,0 58.3 Middle Management (Grade 62-71) 138.2 105.9 550.17 100.0 187.5 Upper Management (Grade 72-87) 257.1 200.0 400.0 250.0 300.0 1981»1983 Percentages of Increases/Decreases - Total Total Overall Non-Minorit Minority Male Females Non-Supervisory (Grade 49-61) 0.66 -2.9 6.0 5.4 -2.1 Middle Management (Grade 62-71) -10.0, 7.1 23.8 9.7 9:5 Upper Management (Grade 72-87) 19.0 10.5 100..0 40,0 -33.3 The 1976 to 1983 figures taken as a trend show significant progress in roving toward a workforce that reflects a balance of protected classes of employees. Period from 1981 to 1983 reflects, further gain in minority hiring but a decline in females at the non-supervisory and upper management levels. To view the last two years,as indicative of a general trend would refute the progress reflected in dates for the longer period, As. opportunities for hiring and »romotion became available, any declines in protected category .can be taken into accounts This is the essence of affirmative action to balance employee class representation without sacrificing quality of work force. RkOMMENOATION(S): Authorize follow-up on the recommendations included in the Progress Report of the Manager of August 16, 1983, -and stated in the Commission for Women's April, 1983 Affirmative Action. Report, which are: I.' departmental goals: 2. Provide training to supervisors with regard to affirmative action. 3. Evaluate the EEO/AA achievements of all management and supervisory personnel as part of his/her overall job performance.. 4. Continue to improve the recruitment and selection process. Validate testinry ,truments annually. 5. dolish and keep active an applicant pool of minority and female candidates for selection referral. The applicant pool will greatly ., assist departments in which there is an under-representation of minorities and/or women. 6. Implement routine, periodic reporting. procedures to include an annu:l report to the Commissioners -as specified by the 1981 Affirmative Action P' "7- Publish for public-,distribution an annual..-report of our progress b j -June 30th-of each year. ;i