Agenda - 05-03-2007-6b - Laserfiche WebLink

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and qualified protected veterans and that they develop and maintain a separate written affirmative action programs for these protected groups. State and local governments (or any agency, instrumentality or subdivision thereof) that do not "participate in work on or under the. contract or subcontract" are exempt from the requirements of the equal opportunity clause in contracts or subcontracts. Unlike the Executive Order 11246, the implementing regulation for the Rehabilitation Act of 1974 and the VEVRAA does not provide an exemption for local governments to maintain a written affirmative action program. Since 1981, Orange County has voluntarily adopted an Equal Opportunity Policy and an Affirmative Action Policy with regards to race and sex as promulgated by Executive Order 11246, as amended. See Orange County Personnel Ordinance, Article II, Section 1.0 Currently, Orange County does not have a separate written Affirmative Action Program that covers qualified persons with disabilities and qualified protected veterans. The attached revised Affirmative Action Program includes a Section VIII, "Equal Opportunity for Qualified Individuals with Disabilities and Qualified Protected Veterans proposal is being brought forward for your consideration and review". The revision incorporates the components required by §§ 41 CFR Part 60-2.10, 41 CFR Part 60-250 and 41 CFR Part 60-741. The section of the Program for qualified individuals with disabilities and veterans adds new areas of review such as: a review of the personnel process, a review of physical and mental qualification and class specification standards, reasonable accommodations to physical and mental limitations, harassment prevention procedures, procedures for external and internal dissemination of the policy, outreach and positive recruitment strategies, training as well as including sample Invitations to Self-Identify for both Qualified Individuals with Disabilities and Qualified Protected Veterans. Also included is the Affirmative Action Program Report that reviews the program period ending December 31, 2006. The Program Report compares the County's use of the targeted populations (minorities and women) within its workforce to the availability of the target population within the recruitment area labor force based on 2000 census data. The comparison suggested areas within the workforce of underutilization. However, in developing tentative affirmative action placement goals other factors such as turnover and recruitment experience were considered. Highlights of the Program Report • Appendix A, Workforce Analysis by Department, provides an overview of the workforce and assists county departments in identifying where women or minorities are underutilized. These charts compare Orange County Departments within the total Orange County workforce with the area recruitment workforce. Appendix K, Comparison of Department with Orange County Workforce and Recruitment Availability by EEO Category, an analysis of each County department Workforce compared to the total Orange County Workforce and area Recruitment Workforce. This analysis will identify any area of underutilization of woman and minorities within each department overall and by the eight EEO categories.