Agenda - 10-03-1983 - Laserfiche WebLink

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PRANGE COU • B0Al2D OF COMMISSIONERS ACTION AGE 1 ACTION AGENDA ITEM-ABSTRACT ITEM NO..E-1 MEETING:DATE,•Qctobef•..3,--, iQS3 , 026 I ' SUBJECT: Follow-4p Information- to Manager's August 16, 1983. Affirmative Action Report DEPARTMENT: County Manager PUBLIC HEARING: YES X NO ATTACHMENT(S): 1 INFORMATION. CONTACT: County Manager's X501 1. Percent Increase by Category Office of Employee Chart PHONE NUMBERS:. HILLSBOROUGH - 732-8181 2. Distribution of Employees by HILLSBOROUGH 732-9361 EmP y y CHAPEL. HILL - 967-925 1 Salary Grade MEBANE - 227-2031 DURHAM - 688-7331 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 Dart showino the data from approval of the 1981 Affirmative Action Plan (February, 1981) to August 31,. 1981. - Breakdown �for protected classes is as follows: E 1976-1983 Percentages of Increases Decreases otal otal Overall Non-Minority Minority Male Females Non-Supervisory (Grade- 49-61) 90.6 46.3 184.0 132.0 58.3 Middle Management (Grade 62-71) 138.2 105.9 550.0 100.0 187.5 Upper Management (Grade 72-87) 257.1 200.0 400.0 250.0 300.0 1981,1983 Percentages of Increases/Decreases Total Overall Non-Minority Minority Total 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 moving toward a wokfo rce 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 promotion became available, any declines in protected category can be taken into account. , This is the essence of affirmative action to balance employee class representation without sacrificing quality of work force. RECOMMENDATION(S): Authorize follow-up on the recommendations included in the Progress Report of the Managerof August 16, 1983, and stated in the Commission for Women's April, 1983 , Affirmative Action. Report, which are: 1. DeveIbp 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 testing instruments annually. 5. Establish 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 annual report to the Commissioners as specified by the 1981 Affirmative Action Pla 7.. Publish for public: distribution an annual report of our progress by Jane 30th of each year.