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,
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I_ --- --e- Subject : AFFIRMATIVE ACTION ADVISORY COMMITTEE
_- (Final Report)
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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,
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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
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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
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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
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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
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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
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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-.
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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.
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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)
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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.
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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
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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.
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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)
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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.
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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)
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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
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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,
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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.
I, Spanish-Americans” reported in the 1970 Census, because of differences in
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-
APPL,ICnTIO~S~~CEPTED
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Education
Experience
APPLIGATIONS PA
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Failing Exam I I
Failed to Appegr
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PERFORMANCE EXAM
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4 i WRITTEN rXAM DATE:
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1. I’ Enclosure (6)
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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"'
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,
-ANSVY?!R ALL QUESTIONS
USE INK QR TYPEWRITER
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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)
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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
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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 ..