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MANAGER' S REPORT <br /> Orange County's Equal Employment Opportunity/Affirmative Action <br /> ilk <br /> Program has been in effect for the past four years for the purpose of <br /> MP, insuring fair and equitable hiring and employment opportunities. The <br /> employment objectives of the program are two-fold: <br /> • 1. All persons hired by the County shall meet <br /> • the stated qualifications for the position; and <br /> • 2. The County's work force will match as closely <br /> • as possible the make-up of the County's available <br /> labor force in race and sex. <br /> Provided below is a chart illustrating a comparison of Orange <br /> County torkforce to the Orange County available labor force by race and <br /> sex. <br /> SUMMARY OF THE ORANGE COUNTY WORKFORCE BY RACE AND SEX <br /> • Total number of employees 343 100% <br /> Total non-minority 250 73% <br /> Total minority 93 27% <br /> Total females 198 58% <br /> Total males 145 42% <br /> *SUMMARY OF THE ORANGE COUNTY LABOR FORCE BY RACE AND SEX <br /> Total available labor force <br /> 111/1 45,340 100% <br /> Total non-minority 37,990 84% <br /> Total minority 7,350 16% <br /> Total females 22,320 49% <br /> Total males 23,020 51% <br /> *Source: N.C. Employment Security Commission 1980 Census Data <br /> Clearly this illustrates that overall the County has been successful in <br /> • achieving the stated employment objectives. <br /> While progress has been made county-wide, continuing efforts are under- <br /> way to assure that each department of County government will reflect the make-up <br /> of the County's available labor force in race and sex. To that end, January <br /> 1985 Orange County set forth placement goals by departments to be achieved during <br /> a five year time period. The goals were established in conformance to guidelines <br /> prescribed and used by the State of North Carolina. The following process was <br /> used in establishing placement goals by departments: <br /> • -an analysis of the County's workforce compared to labor force • <br /> • availability data was conducted to discover job classes or <br /> • occupational groups in which minorities and/or females are <br /> underrepresented in the jurisdiction; <br /> 411111k <br /> -projection of job opening estimates, based on average attrition, <br /> III, where the analysis showed underrepresentation to measure the <br /> County's capacity to improve the representativeness of the <br /> workforce; and <br /> • <br />