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3 <br /> Specifically: <br /> - 27 .9 percent of permanent Orange County employees <br /> are minorities as compared to 24.8 percent <br /> availability in the recruitment area and <br /> - 60.8 percent of permanent Orange County employees <br /> are women as compared to 48.3 percent <br /> availability in the recruitment area. <br /> The analysis by EEO category indicates the County <br /> has a particularly strong minority and female <br /> representation (Attachments 2 and 3 ) in the <br /> following categories: <br /> - Officials and Administrators <br /> - Professionals. <br /> The analysis by EEO category also indicates <br /> underutilization of minorities (Attachment 2) in <br /> relation to the availability in the recruitment area <br /> labor force in the following categories: <br /> - Protective Services <br /> - Paraprofessionals. <br /> The analysis by EEO category indicates <br /> underutilization of women (Attachment 3) in relation <br /> to the availability in the recruitment area labor <br /> force in the following categories: <br /> - Skilled Craft <br /> - Service and Maintenance. <br /> In continuing to work towards the ideal of achieving <br /> representation of minorities and women in the <br /> workplace at least proportional to the recruitment <br /> area labor force, the County will seek to maintain <br /> current levels of representation where no <br /> underutilization currently exists and has I' <br /> established goals and timetables for each EEO <br /> category in which underutilization is indicated by <br /> the analysis. <br /> Chart 4 in the Affirmative Action Plan <br /> (Attachment 4 ) shows the projected goals and <br /> timetables for the EEO categories in which <br /> underutilization was identified. These were agreed <br /> upon by departments having positions in the affected <br /> categories. <br /> 4: <br />