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HomeMy WebLinkAbout1977-02-15; City Council; 3493-1; Affirmative Action Advisory Committee- CITY (iF CARL S ET AD I February 15, 1977 -_-- - DATZ;:: DEPARTMENT : Personnel Initial: /*= Dept . Hd. C, A’cty, 7 __ c. Mgr. n, 1 I_ --- --e- Subject : AFFIRMATIVE ACTION ADVISORY COMMITTEE _- (Final Report) _I_---I_-- Statement .of the Matter -__ -I__ City Council Resolution No. 3767 of October 21, 1975, adopted an affirmative action plan for the City of Carlsbad. Part of that plan was the’establishment of an Affirmative Action Advisory Committee. Specific tasks were assigned which were to result in the review of the adopted plan. its tasks within one year and report its comments and recommendations to City Council. The committee was to complete The committee has completed its work and its final report is herewith submitted to the Council.. Submission of this report is the final action of the committee. specific instructions by the City Council. Committee activities are suspended pending Exhibit ,I ,* Affirmative Action Advisory Coinmittee Final Report L5’ Recommendation Council Action: 2-15-77 It was moved that the report ‘be received and the stdff Le instructed to set this matter for a workshop session. 3-8-77 It was the concensus of the Council that the matter be placed on an agenda for a future date ,for Council action. D2UX : January, 1977 To : MAYORANDCITYOOUNCIL FIMM : chairman , Affirmative &tion Advisory oolmnittee Enclosure Enclosure mc10sure Enclosure Enclosure Ehclosure closure Ehclosure (1) City Council Resolution No. 3767 (2) city Council EEesolution No. 3775 (3) City Council Resolution No. 3838 (4) San Diego County Manpower Information for Affirmative Action (5) Affirmative Action Program Goals and Thtables Analysis (6) Applicant Flaw Data Sheet, Age (7) Applicant Flaw Data Sheet (8) Application for mloyment form Programs I. EsTAB;LI~oFTHEcokrlMI~ City Council Resolution No. 3767 of October 21, 1975, adopted an affimtive action plan for the City of Carlsbad. Part of that plan was the establishmnt of an Affirmative Action Advisory mttee, which was assigned the responsibility for the following tasks: 1. convening of the amnittee, selection of a chatman , and the establislnment of a regular meeting schedule. The validation of the minority population of the City work force, and 2. of the minority population existing in the City of Carlsbad. The establishmt of the percentage of disparities which exist behem the City mrk force and the minority population of the City of Carlsbad. Review of the established Affirmative Action Plan and reammdations for amndment; such action to be accchtlplished within a period of one year following the enactmmt of this plan. 3. 4. 11. ?@PO- OF MEMBERS City Council &solution No. 3775 of Novepober 4, 1975, and Resolution No. 3838, c , established the cunnittee and cchnpleted the app0i.n-t of rrakers to the Affirmative Action Advisory Cannittee. coarmittee rnmkers appointed were: JACKW. D?iYmLL HILDA DRAY WJNALDL. NEmFEs RICHARDG. NIEVES EmNmDc. SCHmLER STEVE% TAiGzTE DONALDE. YERKES 111. 00"TNG UF THE coMM1[m The Affirmative Action Advisory Ccsnnittee, appointed, mnvmed on January 8, 1976, for an orientation session. The camittee at this time requested informatiOn concerning the affirmative action program frcsn the Personnel Director, and scheduled a second meeting for Jan- 26, 1976. At the January 26, 1976, meeting of the cornnittee,the Ccgrmittee UnanimDUsly selected DONALD E. YERKES as chairman of the Affirmative Action Advisory Cannittee. IV. INITLAL WIC3J OF THE CCMMITTEZ The Affirmative Action Advisory Camnittee adopted Volumes 1 and 2, Guidebook for Errrployers, published by the &pal l3nplayment Opportunity Cmmission, Washhgbn, D.C., as a reference for the Camnittee. These volumes outline eight steps in developing an effective affirmative action pmgram. These steps were adopted by the camittee as a guide for camittee pmcedure. V. CaMMmTEEACTMTIES The dttee revim the tasks assigned by the City Council as they canpared with those reaxmended in the Guidebook for J3ployers as published by the EEOC. Sane differences existed. These differences are addressed in the following report of activities of the Affirmative Action pdvisory Cannittee. A. Step one, reoaarmended by the EECC is the issuance of written equal enuploymnt policy and an affinnative action C0mni-t. It is the cornnittee's opinion that this was acccanplished by the City Council in the adopth~ of Resolution No. 3767. B. The second step, reccprmended by the EECC is the appointmnt of a tap -2- I official with responsibility and ability to imp1-t the progrmn. It is the camnittee's opinion that this was accomplished in the adoption of Resolution No. 3767, which designated the City Manager as the Affirma- tive Action Officer for the City of Carlsbad. ?he third step, recammded by the EEDC is the publicizing of the Affirmative Action Program. has been done internally by adviserrent of departmnt heads, supervisors and epnployee associations of the City of Carlsbad of the existence of the Affirmative Action Program. adoption by the City Council of Fksolution No. 3767, and by the use of a sta-t of advisemmt on published job annmncments for enplayment. Step four, reamended by the EMX: is a survey and analysis of minority and female -1-t by -t and job classification for the City. Before the Coermittee could =roach a survey and analysis, certain C. It is the camnittee's opinion that this It has been done externally in the public D. basic assunptions and decisions had to be made. decision challenged City Council Task No. 2 for the Camnittee which referred to the minority papulation of the City of Carlsbad as a basis The first basic for &&mining disparities in the City's work force. differed with the City Council instruction in this task on two counts: The Camnittee (i) There was not sufficient evidence available to support the use of the City's corporate limits and population as oonstituting a relevant labor area for the City of Carlsbad. The amnittee, therefore, used San Diego County as a Standard Metropolitan Statistical Area as Carlsbad's relevant labor area. (ii) ?he camittee adopted the labor force of San Diego Cuunty as a papulation base With wbich to ccmpare the City's work force. ccmply with the intent of the EEDC guidelines. Both of these changes, the Corrmittee feels, better In reviewing ccanpilation -3- , c data to establish a statistical base, the Camcittee ded the 1970 census and the 1975 special cmsus data. special census data was questionable. The validity of the 1975 Of the two sources available, the 1970 casus data was considered to haw mater validity and was adopted. Proceeding fran this decision, the camnittee considered possible current labor force data. This resulted in the ccsmcittee adopting labor force data provided by the State of California Elployrent Develapnent Department, Man- Information for affirmative Action Programs for San Diego County. The information is a periodical statis- tical Upaate of 1970 data. Having made these basic ammptionSand decisions the amnittee proceeded to analyze in detail the ccmposition of each City departmnt. Analyses of the departments vary fm department to departmnt. The basic apmach was to break down the glployees within each department in terms of ILvtnagement, supervisory, and non-managemnt personnel. Exceptions to this were found in the Police Department and in the Fire Department, where the critical difference in structure of the City work force involved those sworn peace officers in the Police Department and firefighters in the Fire Department as special enrploymnt categories. The dates shown on the relevant enclosure represent the dates at which that portion of the City wrk force was analyzed h detail. Msults shown were accepted and adopted by the ccarmittee as reflecting the affhtive action disparities existing in the City work force at the times of the report. ocmnittee appmved the use of the format utilized to present the data. Step five, is a developrent of goals and timetables to improve utiliza- tion of minorities (males and fades in each area) in which under- utilization has been identified. E. After reviewing the detailed analysis -4- ... of each de-t of the City work force, the initial Affirmative Action Plan adopted by the City Council, as well as the turnover rate in the City work force, the cahrmittee adopted as acceptable a rate of 12.5% per year for the elmtion of existing disparities. Step six, is to develop specific programs to achieve established gods. In pursuing this, the coprmittee's first action was to review the personnel procedures used in recruitmnt. was to establish a method of collecting affirmative action flow data on all prospective job applicants in the City of Carlsbad. DepEi&m?nt of the city was procxAln ' g with the establishrent of such a pmgram during the period it was discussed by the amnittee. Camnittee's action and concurrent action by the Personnel Department resulted in the use of the forms enclosed and the adoption of the new qloyment application. The cannittee further revid the selection process, job -ts, job descriptions, standards and procedures used for employment. viewing procedures viere also reviewed. Based on this review, it is the opinion of the Carmittee that the city should, at the earliest possible time, have the classification plan currently existing in the City evaluated to detemine that the position descriptions as they exist accurately describe the functions involved in the positions. further serve to provide mre valid rnethods for the qlopmt testing and pre-enployment interviews. within the City system, assigrmnts, job classifications, transfers, seniority, prancrtions and training. l'he dttee also studied wage and salary structure as it relates to several different classes of positions, and the salary ranges and steps used by the City. F. Their initial consideration The Personnel The I3nplopmt application forms, testing and inter- This would The cannittee reviewed upward mobility -5- G. Step seven, recarmended by E33X is the establishmnt of an internal audit and reoording system to mmitor and evaluate the progress in each aspect of the program. In that no such system CUTrently exists in the City, the dttee considers it inportant that an annual audit of the Affirmative Action Program be accanpliskd. It is of the opinion that this audit can be used for mnitoring-purposes by the City Council and be accanplished annually prior to the adoption of the budget by the City Council for the ensuing fiscal year. This audit muld consist generally of an examination of each de-t of the City during the period of March 1, to July 1, of each calendar year. Thus, personnel vacancies which exist due to turnover, or which will exist due to new hires authorized by the upcaning lxldget may be matched with the guals and with the disparities which are reflected. position is adverh 'sed, the advertising may be directed at target populations necessary to overcam disparities. The data being obtained froan review of applicants or data discussed &we prcarp?ts "step eight". Step eight, recamrended by the EHX is the deve1-t of flzpportive "in house" and "Copmaulity" programs. ccmmittee considered many possible actions. are--wider dissemination of City ercp?layment standards, specifically air& at the target populatians which would be identified by the receipt and analyzation of applicant fluw data. advertising the cumittee thinks, perhaps, that Personnel peparbnent represe.ntati~s should request an opportunity to speak to various target ppulaticms. betwem the City Personnel Department and the local cxmunity colleges and high schools to inform the students of the job opportunities that exist in the City of Carlsbad and making kmim what the employmnt Consequently, as each H. In achieving this step the Among those discussed In addition to the now The ccmnittee further considered much closer liaison -6- .. I' VI. standards are for those jobs. activities of the Persannel Department be cmducted to ensure that minority populations are receiving information about City empl-t and City employnrent standards. stmngly urges further educational programs conducted within the City work force, aimed at supervisors and at City qloyes, informing them of the goals and of the methods recmmded by the ccunnittee and ultimately adopted by the City council €or tlae achievemnt of affirmative action goals Analyzation of the present informational In addition to this the cormittee cclmlIm-ms A. B. C. D. E. F. G. H. That Resolution No. 3767 be retained as the policy stateirr=nt of the City's COBrmitment to affirmati- action. That the pmvisions of Rsolution No. 3767 appointing the City Manager as the Affirmative Action Officer for the City be retained. That actions taken by the City to date to publicize the Affirmative Action Program are satisfactory and should be continued. That San Diego county as a Standard &trwpolitan Statistical Area be adopted as the relevant labor area of the City of Carlsbad. That the labor force of San Diego Cbunty be adopted as the statistical population base for deterrrrrmn ' g minority qloynxmt discrepancies in the City work force. That the State of California -1-t Dewlopent Deparhnent, Manpower Information for Affirmative Action Programs for San Diego County be adopted as the source data for deternumn * g the minority distrhtion in the labor force of San Diego County. That the format used by the coarmittee for the detailed analyses of of minority qloyment in the City mrk force be continued. That any discrepancies larger than .5 be mnsidered the next larger whole n-. ' ' -7- I. That the goal of the City be to eliminate existing minority ennplayment discrepancies at a rate of 12.5% per year, Exlt in no case should the goal of total empliance be achieved later than eight years fran the adoption of the amended plan. That the City institute procedures to collect applicant flaw data for J. purposes of de- the effectiveness of present recruiting practices. That the City change its enploymnt application form to permit collection K. of applicant flow data and to provide a form -lying with the intent of the Affirmative Action Pmgrm. L. That the City review its existing classification plan to ensure relevancy of format and emtent to positions described. M. That the City review current personnel rules and procedures to ensure they are current and that personnel procedures ccgnply with the require3;nents and intent of the Affirmative Action Program. N. That an annual internal audit of the Affirmative Action Program be conducted and the results reported to the City Council prior to the adoption of the City's operating budget. annual evaluation of success in achieving affirmative action goals. Of particular importance is the 0. That the City assume a mre agressive posture in ensuring minority populations and groups review enploymnt infomation. should include presentations to grovps, amran?ity colleges, high school This could and stuknts and minority population segments. P. That an internal educational and infomational. program for all City employees as to the goals and proaedures of the Affirmative Action Program be continued. That the above reamrmendatians be accepted by the City Council and incorporated in amendments to the City's Affirmative Action Prugram as soon Q. as possible. -8- 4 5 G 7 a 9 10 11 12 13 14 15 16 17 18 18 20 '21 22 23 21 25 26 27 28 A --- A RESOLUTION OF THE CITY COUNCIL OF TIIE CITY OF CARLSBAD, ACTION PROGRAM FOR TEE CITY OF CARLSEAL). CALIFORNIA ADOPTING AN AE'FIRblATIVE: WHEREAS, the City of Carlsbad recognizes that an af Eirmative 2ction policy is proper and; WBEREAS, the City of Carlsbad is committed to provide equal )pportunity for all persons and; WIIEREAS, the City oZ Carlsbad recognizes that the mere prohi- )ition of discriminatory practices in recruitment may not assure qual opportunity in employment and; WI-IEREAS, it is necessary that good faith efforts be ~3irec.t-d :o assure equal opportunity in selection, transter, proEotion, :raining, and benefits; NOW, THEREFORE BE IT RZSOLVED that the City Counci.1 of thz lity of Carlsbad, California does hereby adopt the Affirmative ction Plan attached herein as Ekhibit A. PASSED, APPROVED AND ADOPTED at a regular meeting of the krlsbad City Council'held on the 21St day of October, 1975, by the ollowing vote, to wit: AYES : Councilnlen Chase, Lewis and Counci1p:ornan Casler. NOES : ' None. TTEST : 1 SEAL) Enclosure (1) 4 - EXHIBIT A. Resolution No. 3767 P AFFIRMATIVE ACTION PLAN I. PURPOSE. The purpose of this plan is to provide policy guidance and direction for the implementation of an Affirmative Action Program for the City of Carlsbad. 11. GOAL. The goal of this plan. ;.s to eliminate disparities existing between the minority composition of the City work force and the population of the City. This goal shall be reached in increments over a period of seven years with the intent of eliminating disparities at the rate of 12.5% per year. 111. DEFINITIONS. For the purpose of this plan, the following definitions shall A. Affirmative Action. Affirmative Action shall be defined apply: as those positive metho2.s through which cmploynent oppcrtunitics far minority citizens Eire niadt? avdilable by the City of Carlsbad. 3, Minority. Minority shall he generally defined as those citizens of ethnic or racial origin who are described as black, Spanish surnamed.Anericans, Asian Axiericans, American Indians, women and any other minorities not otherwise specified by category. - c. Affirmative Action Officer. The Affirmative Action Officer for the City of Carlsbad shall be the City Manager, D. City Work Force. City work force shall be defined as a cornposition of all regular, permanent City employees of the City of Carlsbad, California. E. Population. Population shall be defined as the population of the City of Carlsbad as reflected in the most recent census conducted within the corporate limits within the City of Carlsb.ad. IV. IMPLEMENTATION PIIASES . The implementation of this program shall be accomplished in four phases as described below; . A. Phase I shall be the adoption of this plan ana its implementation and administration by the Affirmative Action Officer- B. Phase I1 shall be the selection, appointment and convening of an Affirmative Action Advisory Committee. c. Phase I11 shall be the report, review, and amendment of this plan as recommended by the Affirmative Action Advisory Committee. ,. Do Phase IV shall be the administration and implementation of the amended Affirmative Action Plan. V. RESP ON S I BI LITI E S . I A. Affirmative Action Officer. The Affirmative Action Officer ~ I shall have the following responsibilities for the adminis- I tration and imglementation of the City's Affirmative Action Program. 1. He shall be responsible for the administration of the Affirmative Action Program as it relates to employment, training and employment of minorities. 2. The establishment and maintenance of an active recruitias prograin to achieve thc goals and purpose of this program. 3. The analyzation of position specifications to insure that artificial barriers are eliminated. 4. The analyzation of examinations, the issuance of such administrative orders, directives, or memoranda as are required to implenent the Affirmative Action Program. B. The Affirmative Action Advisory Committee. The Affirmative Action Advisory Committee shall be responsible for the following : 1. The convening of the Committee, the selection of a Chairman, and the establishment of a regular meeting schedule. 2. The validation of the minority population of the City .work Force' and of the minority population existing in the City of Carlsbad. The establishment of the pcrcentacje of disparities which exist between the City Xork Foscc and the minority population of the City of Carlsbact. 3. 4. The review of this Affirmative Action Plan and 0. '. (/. -3- -* ; t recoinmendation for amendments. Such action will be accomplished within a period of one year following the enactment of this plan. VI. ACTION. This plan shall be implemented immediately upon enactment of Resolution No. 3767 by the City Council of the City of Carlsbad. J. . . I d ’. 3 4 € 11 12 9 19 2c 21 22 23 24 25 26 27 28 RESOLUTION NO, 3775 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, CREATING AND ESTABLISHING AI? AFFIRMATIVE ACTION ADVISORY COMMITTEE. WHEREAS, the City Council of the City of Carlsbad has adopted an Affirmative Action Plan; and WHEREAS, the Affirmative Action Policy requires the establishment and the appointment of an Affirmative Action Advisory Committee; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carlsbad as follows: 1. A City committee knomas the Affirmative Action Advisory Committee is authorized and will be appointed by the authority of the City Council. 2. This committee shall be an advisory committee composed of members of the community-at-large. 3. The Affirmative Action Advisory Committee shall be responsible for assisting the City staff in the preparation of an Affirmative Action Plan for the City of Carlsbad. The Plan shall include; an identification of the minority population of the City work force, an identification of the minority population within the City of Carlsbad and the percentage of disparity, if any, existing between the minority population of the City work force and the minority population of the City. The committee shall also make recommendations to the City Council on the Plan when it is presented to the Council for their consideration. 4. The committee shall consist of a chairman and six Enclosure (2) ,- e ' '. 1 2 3 4 5 6 7 8 9 10 11 12 n d 4 -- ,- members appointed by the City Council. The chairman, with the concurrence of a simple majority of the appointed committee, shall be empowered to select and designate members to any subcommittee as deemed necessary and appropriate. 5. Members originally appointed shall be appointed for the life of the committee, occurring vacancies being filled by the City Council. 6, Meetings shall be governed by Roberts' Rules of Order. 7. The committee shall meet at the discretion of that committee. Minutes of the meetings shall be recorded and a copy forwarded to the Mayor and the City Manager within two weeks after the meeting date. Periodic reports of progress and activities shall be submitted to the City Council at periods of not less than each calendar quarter. 8. Appointment of staff liaison persons and the provision for administration support shall be at the discretion of the City Manager. 9. This committee shall be dissolved by the adoption of an amended Affirmative Action Program by the City Council, but not later than one year from the date of the adoption of this resolution. 10. Members of the committee shall serve without compensation. /// /// /// /// -2- 1 2 3 4 5 6 7 8 9 10 11 u 18 19 20 21 22 23 24 25 26 27 28 PASSED, APPROVED AND ADOPTED at a regular meeting of the Carlsbad City Council held on the 4th day of November , 1975, by the following vote, to wit: AYES: Councilmen Frazee, Chase, Lewis, Skotnicki and NOES: None ABSENT: None Councilwoman Casler ROBERT P&C&p/ C. FRAZEE, Ma r ATTEST : (SEAL) -3- i .* 1 2 7 CI 4 C . r 1 E 1: 1: 1: l! 1’ l! 2: 2; 2; 21 21 2’ 2i A RESOLUTION NO. -- 3838 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA APPOINTING MEMBERS TO THE CITY OF CARLSBAD AFFIW- - TIVE ACTION ADVISORY COI\Pl,MTTTEE. _. _--- WHEREAS, City Council Resolution Number I- 3775 created and established an Affirmative Action Advisory Committee; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carlsbad, California, as follows: 1. That the above recitations are true and correct; 2. That the following persons are hereby appointed to serve as members of the City of Carlsbad Affirmative Action Advisory Committee for terms to expire one year from the date of the adoption of thi.s resolution: a. JACK W. DAYBELL , Menber; b. EILDA DRAY (Mrs. Bert) , Member; c. RONALD L. NEVARES , Pernber; d. RICHARD G. NIEVES , Merberr e. BERNARD C. SCHINDLER , Member; f. STEVEN TAGUE I Member; e. DONALD E. YERXES , Member. PASSED, APPROVED AND ADOPTED at a regular meeting of the Carlsbad City Council held on the 26th day of JaEU2r?! I 1976, by the following vote, to wit: AYES : NOES : None. Councilmen Frazee, Chase, Lewis, Skotnicki and Councilwoman Cas1 er . r rv T C. FRAZEE, Ma or ATTEST: Enclosure (3 / '. * , *. ' i r VII. SUMMARY The carrmittee spent a great deal of time discussing 'affirmative action' and the philosophy of 'affirmative action', It was not always in total agreement as to the mthod by wkich affirmative action mld best be achieved, There was constant agreemmt by the nu3mbers of the amnittee as to the intent and purpose of affirmative action programs for the City of Carlsbad. With this in mind, I would like to oonclude this report by stating that the mrribers of this cannittee have viewed the Affirmative Action Program adopted by the City Council and the data necessary to analyze this program as objectively as possible. as acsnplete an analysis as time permitted and to provide the City with a starting point in achieving its affirmative actim goals. The intent was to provide l32spectfully smtted, -9- STATE OF CALIFORNIA EMPLOYMENTDEVELOPMENT DEPARTMENT Unemployed Total I Percent EMPLOYMENT DATA AND RESEARCH MARCH 1976 Unemploy. Rate SAN DlEGO COUNTY MANPOWER INFORMATION FOR AFFIRMATIVE ACTION PROGRAMS Toto I Women Minority - total Black Spanish - surname Other nonwhite This data package contains population and labor force information for use in developing affirmative action plans as required for federal contract compliance. The information is developed on a county basis because in most cases it is the n’ormal recruiting area for employers. In some cases, however, it may be necessary to combine data for two or more counties to coincide with the particular boundaries of a facility’s recruiting area. The first two tables (tables A & B) show the distribution of women and minority groups (Negro, other nonwhite and Spanish-American) within the July 1975 populotion and labor force estimates for California and its counties.%/ The remainder of the tables are for the individual county and give additional detail from the 1970 Census. Populot ion Total Percent 1,571,700 100.0 757,600 48.2 3 1 7,500 20.2 70,700 4.5 201,200 12.8 45,600 2.9 4 30A X X X X Labor Force Total Percent 628,100 100.0. 11 1,200 243,100 23,900 72,900 11.6 14,400 3OC X X INDEX OF INFORMATION AB0 X X x x 1 21A X X x X X X 66,700 29,300 14,700 3,700 9,300 1,700 21c X 100.0 44.0 22.2 5.6 14.0 2.6 % ;E X X X X 10.6% 12.1% 13.2% 15.5% 12.8% 11.8% INFORMATION NEEDED Minority Popu lot ion Minority Unemployment Minority Labor Force Compared with Total Labor Force Avai lab i I i ty of Minorities with Requisite Skills Female Papulation Female Unemployment Female Labor Force Compared with Total Labor Force Availability of Females with Requisite Skiils s/ Demographic estimates by the U.S. Bureau of the Census indicate an overall net under-enumeration of 5.3 mil- lion, or 2.5 percent of the total United States population at the time of the 1970 Census. Nationwide, it was estimated that whites were undercounted by 1.9 percent, ond blacks by 7.7 percent. Accurate estimates of the undercounts for states are not available, and estimates for areas within states would be speculative. No reasonably reliable technique exists for measuring any undercount of the persons of Spanish ancestry in the 1970 Census, but surveys taken since the census by the Current Population Survey branch of the Bureau of the Census show that the proportion of persons of Sponish origin in California has increased - from 11.9 per- cent in 1970 to 15.4 percent in 1974. However, the later data are not directly comparable to the estimates of the more inclusive category, survey procedures, sample size and definitions. The present lack of complete data prevents us from accurately estimating the changing proportions of some minority groups in either the State or county populations, and the minority population and labor force estimates in tables A and 8 are based on those proportions reported in the 1970 Census. 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I I I I oaoooaoooqo~qqo .......... ocoooo5oooo~ooo 000033300030000 dd44444dd444dd4 oooonoooooiiood 003303003030000 -I-444ddd4-4ddd4dd i 1 v) a W 5 E I 0 4 0 I W v) 3 0 W c r LL' 4.3 C a 2 i i GOALS AND TIME TABLES GENERAL SUMMARY Enclosure ( 5) 9x1 “,d ET-E: XIZ ZT-E xoz TI-E X61 01-E -X8I 6-E - XLI 8-E X9T t” I AlIdONIC CJ d rl rl 0 d cn 23VlE -Noh m tl3HIC mm HSINWdS ‘1- co- v, ww JW <>- EO WA XI w ia I c3 M m (v U N A1 I WWj aor J 4: L 0 k-?c cb .. I. z 0 H I- O Q w > I- Q H 5 H LL LL Q 33AOldW3 lW101 I1 z 0 H L 4: w > w M M >- -I c vl W H I- OU 13AOldW3 lW101 I I z I- V Q E w > I- < H 5 H LL LL Q .. h d rl cn 40 SW 'ON N m rl 3lAOldW3 lW101 t v, v, H v, w w E H I- v, W a rl A1 I WW3 %or z 0 5: w I- o Q I- OU v, . z 0 t- u 4 W > I- Q E e H H H LL LL Q A0 SW ‘ON 33AOldW3 lW101 3awm A~~W-IWS c\I I I i I ~ 33AOldW3 lW101 11 oc oc oc oc oc oc oc C rlc *a d 0 z 0 f- V 4 W > c +i H H LL. 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Exam No. : - APPL,ICnTIO~S~~CEPTED __ APPLICATIONS REJECTED Education Experience APPLIGATIONS PA AND ACCEPTED -______.- Education Experience Passing Exam Failing Exam I I Failed to Appegr .. t , --- Taking Exam Raw Score Ad ’ustrd Passing Exam Failing Exam - Failed to Appea PERFORMANCE EXAM Taking Exam Passing Exam Failing Exam Fail cd to-ear .- CP.iLL I?:TELVIlXS Taking Oral J Passing Oral Failing Oral 4 i WRITTEN rXAM DATE: WORKING TIME: START: FINISHING TIME STOP : -.- - -- 1. I’ Enclosure (6) 2. 3. -__1 Experience I Incnmpl.c_t~. APPLICATT 0!4S RECONS IDE REI) * imn ACCI-PTED ____ - Education Experience Incornpl e tc -I ELIGIBLE FOR EWJlS. ._ Takiny Cxaa Passing Exam Failing Exam Failc? to Appear WRITTEN T.YLh>l --_ Tsking Exam Raw Score Ad justcd ______. Passing Exam i Failing Exam Failed to Appear i - PER~?U.LWCE EXAM ___ Takin3 Exani ~assiiig SAam - . passing Oral Failing Oral"' r , -ANSVY?!R ALL QUESTIONS USE INK QR TYPEWRITER J 3. Have you applied for employment with the City of Carlsbad in the last six months? 0 Yes 0 No (If Yes - Explain under REMARKS) w 4. Do you have any physical condition which may limit your ability to perform the lob applied for? 0 Yes 0 No If Yes - Explain under REMARKS) City of Carlsbad, California APPLICATION FOR EMPLOYMENT 5. Driver’s License: No. ................................ State ............................ Exp. Date ........................ (Office Use Only) 6. May we contact your present 7. Have you ever been discharged or employer? 0 Yes 0 No forced to resign from any position? (If No - Explain under REMARKS) 0 Yes 0 No If Yes - Explain under REMARKS) 1. POSITION APPLIED FOR? (Give Exact Title) ............................................................................................... Exom Number 8. Are you related to any employee of the City of Carlsbad? 0 Yes 0 No (If Yes - Indicate name and relationship under REMARKS) 2. NAME .................................................... [Print Last Name) 9. Have you ever been CONVICTED for a criminal offense which re- sulted in your being imprisoned, being placed on probation, or being required to pay a fine of more than $25.00? 0 Yes 0 No (If Yes - Explain under REMARKS) ............... (First Name) COLLEGE, BUSINESS OR TRADE SCHOOL ATTENDED [Middle Name] ATTENDANCE DATES DEGREE MAJOR SEMESTER FROM TO L YEAR SUBJECT UNITS I 1 YOUR ADDRESS ........................................................................................................ PHONE ............................ [Street and Number) 1 1. Certificates or Licenses of Professional or Vocattonal Competence: Membership in Professional or Technical Associations: 10. EDUCATION: I CIRCLE HIGMEST GRADE COMPLETED I NAME OF SCHOOL 1 LOCAT I ON I GRADUATE? I ~ ~~~ 12 3 4 5 6 7 8 91011 12 Yes No I VERIFIED BY: (Office only) Submit to: Personnel Office, City Hall, 1200 Elm Avenue, Carlsbad, CA 92008 CITY OF CARLSBAD AFFIRMATIVE ACTION RESEARCH PROJECT W c E m -0 x, 5 Z m $ -1 To further its commitment to equal employment opportunity, the City of Carlsbad requests that applicants voluntarily provide the following information. This information will be detached from the application and will be available for research and evaluation purposes only. Your cooperation is essential to the success of this program. This information will have absolutely no effect on our selection process. Thank you for your cooperation. Exam Title: ...................................................................................... Exam No. ...................... Date ............................. ..................._. .. Age: ...................... City of Residence: ................................................................................................................................................. How did you learn about this position? ................................................................................................................................................ Name: ...................................................................................................................................... Sex: Male ............ Female.. ...... ____ ...................... .............................................................................................................................................................................................. I consider myself a member of the following racial/ethnic group: (Check one only) Enclosure (8) American Indian 0 Black 0 White 0 Asian/Oriental 0 Filipino 0 Mexican AmericoniSpanish 0 Other ........................................ _________._________ gg 12. LIST ALL JOBS YOU HAVE HELD IN THE LAST TEN YEARS. INCLUDE ACTIVE MILITARY SERVICE IF ANY. PUT YOU& PRESENT OR MOST RECENT JOB FIRST. BY BEING COMPLETE YOU MAY IMPROVE YOUR CHANCES FOR EMPLOY: MENT. IF YOU NEED MORE SPACE, YOU MAY ATTACH ADDITIONAL SHEETS. FROM ..............._____.._. TO _.._. ....... ......... EXACT TITLE OF POSITION REASON FOR LEAVING FROM TO NAME 6 ADDRESS OF EMPLOYER Month Year Month Year Month Yeor Month Yeor I NAME 6 ADDRESS OF EMPLOYER I YOUR DUTIES ARE I NUMBER SUPERVISED SALARY PER MONTH LOWEST HIGHEST EXACT TITLE OF POSITION YOUR DUTIES ARE I ., 1 NAME 6 TITLE OF YOUR SUPERVISOR REASON FOR LEAVING FROM . TO NAME & ADDRESS OF EMPLOYER Month Yeor Month Yeor 1 NAME & TITLE OF YOUR SUPERVISOR 1 I NUMBER SUPERVISED SALARY PER MONTH LOWEST HIGHEST EXACT TITLE OF POSITION YOUR DUTIES ARE - NAME & TITLE OF YOUR SUPERVISOR REASON FOR LEAVING I NUMBER SUPERVISED SALARY PER MONTH: LOWEST HIGH EST I‘ ~ ~~ FROM TO NAME & ADDRESS OF EMPLOYER Month Yeor Month Yeor ~ ~ ~ ~~ ~ ~~ ~~ ~ EXACT TITLE OF POSITION YOUR DUTIES ARE NAME & TITLE OF YOUR SUPERVISOR REASON FOR LEAVING FROM TO NAME & ADDRESS OF EMPLOYER Month Yeor Month Year NUMBER SUPERVISED SALARY PER MONTH LOWEST HIGHEST EXACT TlTLC OF POSITION YOUR DUTIES ARE NAME & TITLE OF YOUR SUPERVISOR REASON FOR LEAVING Signature ........................... .~... .~~ ...... . ....... ~ ~ . ........ .. ...... ... ...... ~~ .......... ~~ ........... .... Date .............................................. NUMBER SUPERVISED SALARY PER MONTH LOWEST H I GHEST ..