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2 <br /> efforts to seek out, employ, train and promote <br /> minorities and women within and into the County' s <br /> work force. <br /> The draft Affirmative Action Plan, dated March 1993, <br /> covers the period November 1, 1992 through <br /> October 31, 1994 . The plan covers all permanent <br /> full time and permanent part time employees and <br /> positions of Orange County. It does not cover <br /> elected officials. <br /> In accordance with federal guidelines, the <br /> Affirmative Action Plan includes a: <br /> - Narrative statement and <br /> - Utilization analysis. <br /> The narrative portion of the updated plan: <br /> - Sets out the County equal employment opportunity <br /> policy and commitment, <br /> - Assigns specific responsibilities for equal <br /> employment opportunity, <br /> - Reviews current affirmative action programs, <br /> - Describes the internal monitoring and reporting <br /> process and <br /> - Describes the process for communicating the <br /> County' s Equal Employment Opportunity program and <br /> Affirmative Action Plan both internally and <br /> externally. <br /> The utilization analysis portion includes a review <br /> of the County' s utilization of women and minorities <br /> in its workforce in relation to the availability of <br /> women and minorities in the recruitment area labor <br /> force - overall and by the eight federal Equal <br /> Employment Opportunity (EEO) occupational <br /> categories. <br /> The labor force data used in the utilization <br /> analysis was for the four county recruitment area <br /> including Orange, Durham, Alamance and Wake <br /> Counties. The 1993 Affirmative Action Plan is based <br /> on the 1990 census data released in December, 1992 . <br /> The utilization analysis indicates positive results. <br /> The County' s overall utilization of women and <br /> minorities is greater than the availability in the <br /> recruitment area labor force (Attachment 1) . <br />