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HomeMy WebLinkAbout8848RESOLUTION NO. 8848 A RESOLUTION ADOPTING AN AFFIRMATIVE ACTION PLAN FOR THE CITY OF PUEBLO POLICE DEPARTMENT WHEREAS, the City of Pueblo has been officially committed to the principles of nondiscrimination and equal employment opportunity since adoption of the City Charter in 1954; and WHEREAS, qualification for the federal COPS MORE 98 grant award in the amount of $592,500 requires that the City of Pueblo adopt a specific affirmative action plan for the Pueblo Police Department; and WHEREAS, the U. S. Department of Justice Office for Civil Rights has reviewed and approved the enclosed plan submitted by the City of Pueblo; NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF PUEBLO, that: Section 1. The City of Pueblo Police Department Affirmative Action Plan dated June 1, 1999 and revised September 13, 1999, a copy of which is attached hereto, is hereby approved and adopted. Section 2. This resolution shall become effective immediately upon final passage. INTRODUCED: November 22 , 19 99 by Robert Schilling Councilperson ATTEST: APPROU D PA f4l� I ' f t� Y-1 �G City erk Presi. nt of the City Council - - - -- COUNCIL AGENDA---------------------------------------- - - - - -- Title: Pueblo Police Department Affirmative Action Plan Agenda Item # q Department: Personnel / Police Date: November 15, 1999 ISSUE: Should the City Council adopt the enclosed Pueblo Police Department Affirmative Action Plan? RECOMMENDATION: The City Manager, Chief of Police and Director of Personnel recommend adoption of the plan. BACKGROUND: The City of Pueblo has long been on record through its City Charter, Code of Ordinances and its City of Pueblo Affirmative Action Plan as supporting the principles of nondiscrimination and equal employment opportunity. However, it is a federal requirement for qualification for the $592,500 COPS MORE 98 grant that the City of Pueblo additionally adopt a specific affirmative action plan for the Pueblo Police Department. The enclosed AA plan was drafted by the Personnel Director Beth Vega and submitted to the U. S. Department of Justice Office for Civil Rights, which approved the plan by the enclosed letter dated October 8, 1999. FINANCIAL IMPACT: None at this time. U.S. Department of Justice Office of Justice Programs Office for Civil Rights 810 7th Street, N.W. Washington, D.0 20531 October 8, 1999 Beth Vega Director of Personnel City of Pueblo I City Hall Place Pueblo, CO 81003 Re: EEOP for the Pueblo Police Department Dear Ms. Vega: The Office for Civil Rights has reviewed and approved the revised Equal Employment Opportunity Plan (EEOP) which you submitted in accordance with the provisions of your recent grant award. The plan that you submitted conforms to the Seven Step Guide to the Design and Development of an Equal Employment Opportunity Plan, which is a guide to providing the essential information that the Department of Justice requires for our initial screening of your EEOP. The Department of Justice regulations for developing a comprehensive EEOP may be found at 28 CFR § 42.301 et sec.. If you have any questions regarding this matter, please contact the Office for Civil Rights at (202) 307 -0690. Sincerely, Inez Alf nz al1er; Dire r cc: La -Wanda Briggman, Office of the Comptroller Fred Filberg, COPS U. 1 CITY OF PUEBLO POLICE DEPARTMENT AFFIRMATIVE ACTION PLAN JUNE 1 1999 (REVISED SEPTEMBER 13, 1999) POLICY STA'rEMLNT It has been the policy of the City of Pueblo, a Municipal Corporation, to commit to the principles of non - discrimination and equal employment opportunity since the enactment of the City Charter in 1954. In addition, the City of Pueblo and the City of Pueblo Police Department are committed not only to equal opportunity, but to taking; affirmative measures to ensure that the workforce is representative of the Community it serves. In order to ensure this, the City Management and the Police Department in conjunction with the Civil Service Commission are in the process of streamlining the recruitment and selection process in order to actively encourage minority and female applicants. In the following plan, these goals and timelines are projected. Beth Vega, Director of Personnel has been designated by Council (Resolution 7150, June 14, 1993) and is the primary contact for this plan. "Phis specific Police Department Affirmative Action plan is written in response to the COPS grant award. Data used for the analysis is that of March 31, 1999, which is during the time period of the award. Goals are for a period of three years. Once again, the commitment of the City of Pueblo to reflect the population is strong and strong administrative support and resources will be given to achieving these goals. Sincerely, Lewis A. Quigley City Manager ames W. I3illings, .Ir. Chief of Police BACKGROUND The Pueblo SMSA is comprised of Pueblo County including the City of Pueblo, Pueblo West as well as Colorado City and Rye. This is the primary recruitment area for the City workforce. Colorado Springs (El Paso County) is located to the north and Canon City (Fremont County) to the west. Colorado Springs pay approximately 15 +% higher than the City of Pueblo. Canon City has both State and Federal prisons. The corrections positions pay substantially more than the City of Pueblo. The City of Pueblo has had an Affirmative Action Plan since the 1970's. Since the early 1980's, the community has experienced significant transition. Economic necessities based on loss of well - paying jobs at the steel mill, a primary employer, resulted in the layoffs of 10% of the total workforce in 1982 -1983. Many young adults left the community for positions in Colorado Springs and Denver. In the late 1980's and early 1990's, the correctional facilities west of Pueblo in Fremont County attracted numerous young people. Since the mid- 1980's the City has taken positive moves to attract new industry and to retain its quality workforce. Community -wide support has been given to Pueblo Community College and the University of Southern Colorado. The City Administration currently faces the challenge of attracting more qualified minority and female applicants to sworn positions at the Police Department. The following pages constitute a breakdown of current employment at the Pueblo Police Department and in the Pueblo Community. POLICE DEPARTMENT CITY OF PUEBLO PERSONNEL NUMBER OF EMPLOYEES Total Male Female PERCENTAGE White (Nhisp.) Iispanic Black I Native American Asian White (Nhisp.) Hispanic Black Native American Asian Sworn 186 138 29 4 1 12 2 Support 50 3 4 6% 30 14 29% 236 141 33 4 1 42 16 PERCENTAGE TOTAL: 78% White (Non Hispanic) 20% Hispanic 2% Native American 24% Female Male Female While ., „L lliap,n+ie t nl.i,k tialiae loran White lli< panic Rlael: Native Asian =� I (lhiap•) + I I 1nu•nrau I_ I�luap.l \meIiean of Dept. Support 21 4% 6% 61% 29% % of Dept. 100% Total 60% 14% 2 .4% 18% 6% Personnel TOTAL: 78% White (Non Hispanic) 20% Hispanic 2% Native American 24% Female BREAKDOWN BY POSITION CLASSIFICATION (NUMBER OF EMPLOYEES) MALE. FGMALL z^ O T A L W Nil li B NA AS W Nil It B NA- AS SWORN Police Chief 1 1 Deputy Chief 3 2 1 Captain 7 6 1 Sergeant 27 22 4 1 Corporal (This is a pay -grade based on seniority) 55 44 8 1 2 Patrol Officer 93 63 16 3 1 8 2 TOTAL 186 138 29 4 1 12 2 SUPPORT Sr. Emergency Services Dispatcher 4 4 Emergency Services Dispatcher 17 2 1 9 5 Clerical Supervisor 1 1 Administrative Technician 1 1 Police Records Technician 8 5 3 Police Service Representative 3 3 Sr. Clerk Typist 7 1 3 3 Clerk Typist 7 1 3 3 Utility Worker III 1 1 Building Custodian 1 1 TOTAL 50 3 4 31 14 PERSONNEL BY EEOH CATEGORY Officials and Administrators 1 Clerical Supervisor, 1 White Female Supervises Records Section Professionals 0 Technicians 21 Emergency Service Dispatchers 4 Senior Emergency Services 17 Dispatchers, 2 White Males, 1 Hispanic Male, 13 White Females, 5 Hispanic Females Protective Services A. Officials: Chief, Deputy Chief, Captain, Sergeant 32 White Males, 5 Hispanic Males, 2 White Females B. Patrol Officer and Corporal (pay grade): 107 White Males, 24 Hispanic Males, 4 Native American Males, 1 Asian Male, 12 White Females, 2 Hispanic Females Para- Professional: I Administrative Technician, 1 White Female Office /Clerical 25 - Records Technician, Police Service Representative, Senior Clerk Typist, C1erkTypist 1 White Male, 15 White Females, 9 Hispanic Females Skilled Crafts: 1 Utility Worker III, 1 Hispanic Male Service Maintenance: 1 Building Custodian, 1 Hispanic Male BREAKDOWN BY JOB CATEGORY MALL.' "' d 1+t e,'.:jdl,l, 't:r 'r 41 A l t tititAl,L N' + s `y •r, . T A L W NH H B NA AS W Nil 11 . B NA AS Officials and Administration 1 1 100% Technicians 21 2 1 13 5 10% 5% 61% 24% Protective Services: Officials 39 32 5 2 82% 13% 5% Patrol Officers 150 107 24 4 1 10 2 71 17% 3% 1% 8% 1% Para - Professional 1 1 100% Office /Clerical 25 1 15 9 4% 60% 36% Skilled Craft 1 1 100% Service Maintenance 1 1 100% COMPARISON WITH CENSUS DATA According to the EEO Detailed Occupational File, 1990, the breakdown of the total workforce in Pueblo County, Colorado (SMSA) is as follows: 54% Male 46% Female 34.7% White Non - Hispanic Male 29.8% White Non - Hispanic Female 17.9% Hispanic Male 14.9% Hispanic Female 66% Black Male 70% Black Female .26% Native - American Male .24% Native - American Female .26% Asian Male .35% Asian Female. SUPPORT POSITIONS OFFICIALS AND ADMINISTRATORS The Police Department has one records supervisor who has been with the City for 39 years. The position pays $39,492/year. Her counterpart in Municipal Court is a Hispanic female who earns the same amount. (No further analysis under goals). TECHNICIANS The Pueblo Police Department has 21 Emergency Services Dispatchers of which 4 are Senior Dispatchers; 29% are Hispanic, 86% are female and 24% are Hispanic female. The Pueblo community workforce in 1990 had 78.5% of the administrative support positions as female; 79.3% of the Health technicians were female, 24% of the Health technicians were Hispanic; 10% of dispatchers were Hispanic. All four senior emergency services dispatchers are White (Non - I-Iispanic) females with over 10 years experience. Vacancies at this level are not projected in the next five years. (Further comments under goals). PARA- PROFESSIONAL The Police Department has one Administrative Technician in the Police Chief's office. Citywide, there are 16 incumbents in Administrative Technician positions; 5 incumbents (31.2 %) are Hispanic females. The balance are White (Non- Hispanic) females. This is representative of community labor force statistics. OFFICE /CLERICAL There are 25 office /clerical positions in the Police Department; 15 are held by White (Non - Hispanic) females (60 %); 9 are occupied by Hispanic females (36 %) and one is occupied by a Hispanic male (4 %). This area appears to be representative of the general labor force. SKILLED CRAFT There is one skilled maintenance worker in the Department who supervises departmental repairs and maintenance. He is a Hispanic male. SERVICE MAINTENANCE There is one Hispanic male custodian at the Police Department. COMPARISON WITH CENSUS DATA (Revised 09/99) SWORN POLICE PERSONNEL Area Labor force 1990 (See Narrative for further breakdown) 65% White (Non- Hispanic) 32.1% Hispanic 1.4% Black 5% Native American .6% Asian 54% Male 46% Female Supervisors /Protective Service Occupations* *includes Fire, Police, Sheriff, Corrections and Security 72.6% White Male Non - Hispanic 15.1 % Hispanic Male 6.8% Black Male 0.0% Native American 0.0% Asian 7.5% White Female Non - hispanic 0 % Hispanic Female 0 % Black Female 94.5% Male 5.5% Female Supervisors: Police and Detectives, public service category (418) Does include non -sworn personnel. 88% White Non - Hispanic Male 0% Hispanic Males 13.8% Black Male 0% Native - American Males 0% Asian Males 11% White Non - Hispanic Female 0% Hispanic Females 0% Black Female 0% Native - American Females 0% Asian Females This breakdown from the census causes some concern as the City of Pueblo had three sworn Hispanic Supervisors at the time of the Census. There were no sworn Black supervisors at the time of the Census. Police and Detectives 78.6% White Non - Hispanic 21.4% Hispanic (17.9% Hispanic Male 3.4% Hispanic Female) 0 % Other Minority 84% Male 16% Female Police and Detectives (EEOC Special Tape File: Police and Detectives (418), Public Service: Not Corrections, Sheriffs, and Bailiffs). 87.7% White (non- Hispanic - 80.8% Male 6.9% Female) 10.5% Hispanic (9.0% Hispanic Male 1.4% Hispanic Female). 1.8 % Black Male 0% Black Female 93.5% Male 6.5% Female Police Patrol Officers Comparison Examination of eligibility (general workforce) for Pueblo Police Officer Positions. Requirements for City of Pueblo Police Patrol Officers include: Must be 21 in order to carry a weapon in Colorado (State law). Must have 20 semester hours of college. Must be State Certified. The City has no upper age requirement. Several officers have been hired in their early 40's. In Pueblo County there are 27,343 persons, according to the 1990 Census, who have some college. Of these (1990 EEO File 040 Colo. 050 Pueblo Cnty): 38.6% are Non- 34.21% are Non- 12.8% are 11.2% are Hispanic, Non- Hispanic, Non - Hispanic Hispanic Minority Male. Minority Female. Male Female (24 %) 1.6% of this group is Black (counting both male and female Blacks, constituting less than 2 %). 1.2% are all other minorities including the category - Others. CITY OF PUEBLO Protective Services (Officials) 87% White (Non- Hispanic) 13% Hispanic Male 82% White (Non - Hispanic) males 13% Hispanic Males 5% White (non- Hispanic) females 0% Hispanic Females 95% Male 5% Female Protective Services (Patrol) 78% White (Non- Hispanic) 71% White Non- 8% White (Non- Hispanic Hispanic Males Females) 18% Hispanic 7% Hispanic Males I% Hispanic Females 3% Native American 3% Native - American 0% Native - American Males Females 1% Asian 1% Asian Males 0% Asian Females 93% Male 7% Female PROTECTIVE SERVICES (OFFICIALS) There are 38 positions in protective services (officials). As of January 1, 1999, there were 8 Hispanics in this group. Currently, there are five. The percentage dropped from 21% to 13% with the retirement of a Hispanic Police Chief, Deputy Chief and Sergeant. The command staff went from being at the same level as the available workforce or slightly higher to dropping below the percentages in the feeder positions of Corporal and Police Officers. Currently, two women remain in this group consisting of 5 %. This is similar to the work force. Any minorities and women who have been in the top three on a Civil Service list have been promoted to command positions. As the feeder group for these officials is Patrol Officers and Corporals, it is important to look there. Of serious concern is the fact that only 18% of the Corporals and Patrol Officers are Hispanic and only 7% are female. PROTECTIVE SERVICES /PATROL There are 148 officers in the category of protective services /patrol. The general Hispanic labor force, who meet educational and age qualifications, are 12.8% Hispanic male and 11.2% Hispanic Female. There are no black officers (the labor force is less than 2 %), 3% Native American and .5% Asian. Hispanic officers only comprise 17% of the officers, compared to 24% in the SMSA Labor Force. . There are 12 female officers out of a 144 total or 8 %. Fifty -eight officers are new since 1994 (less than 5- years) which is 39% of the workforce. Only 17% of these new officers are Hispanic. Only I% of these officers are female (.05 %). Twenty -eight officers are new since 1996 and only 4 are Hispanic (14 %) and none are female. This is despite the growing Hispanic population in Pueblo County. In 1981, the Hispanic percentage on the police force was 24.4 %. Historically, there has been a Hispanic Chief, 3 Hispanic Deputy Chiefs, Hispanic Captains and black officers. The declining minority population on the Department is of serious concern. The total number of Hispanics among the sworn personnel at the Pueblo Police Department has dropped from 24.4% in 1981 to 18% in 1999. This figure was 21% in January 1999. The primary reason for losing Hispanics is retirement. The concern is that as current employees retire, they are not hired in equal or greater proportion. There was significant hiring in the period from 1993 through 1999. The percentages hired were not reflective of the community as a whole or of the existing personnel at the Police Department. Several reasons for this lack of minority hiring: State and Federal correctional facilities located within 50 miles of Pueblo were hiring. Both paid substantially more than the Pueblo Police Department. 2. Colorado Springs Police Department, 40 miles north was also hiring. Many positions paid 15% more than the City of Pueblo during this time. 3. Other jurisdictions paying more recruited from the Pueblo base because of the number of highly qualified minorities in the Pueblo area. EMPLOYMENT PROCESS: CITY OF PUEBLO There are two elected entities of the City of Pueblo which govern the employment process. These are the City Council and the Civil Service Commission. The City Council is a seven - member body elected by the people which is responsible for passing the Ordinances which set the operational rules under which the City Manager, Police Chief and the Director of Personnel operate. The Civil Service Commission is a three- member body, also elected by the voters, which is responsible for testing, holding hearings and investigating conditions of employment. The City Council appoints the City Manager, who in turn appoints the Police Chief and the Director of Personnel. Organizational Structure City Council (Elected) Civil Service Commission (elected) (Passes Ordinances) City Manager Civil Service dministration Police Chigf Di for of Personnel The employment process is as follows: The Police Department prepares a job description consisting of current duties and recommended qualifications. The Police Department personnel also completes a job analysis questionnaire which is used in the testing process. Material is then provided to the Personnel Department and developed into a Position Specification. The Qualifications are set by the Police Chief and Personnel Director. The City Manager is ultimately responsible. If changes are to be made that have a significant impact on recruitment and testing, the Civil Service Commission is advised. The City Manager may recommend ordinance changes to the City Council. If changes are recommended which have an impact on the rules and procedures of the Civil Service Commission in regard to recruitment and testing, the Civil Service Commission is advised. The Civil Service Commission staff conducts the recruitment and testing for the position. This Commission is responsible for the testing of all applicants for the City positions including Police and Fire. All of the positions in the City of Pueblo Police Department are Civil Service with the exception of the Chief who heads the Department. Tests are purchased and all tests are content validated. The top three eligibles on the Civil Service List are forwarded to the Director of Personnel for the purpose of selection. The Personnel Director then selects three or more individuals to sit on a rule of three committee for the purpose of interviewing the top three eligibles. These eligibles then undergo a background investigation. If their background investigation reveals items which would render them ineligible for the position, the Director of Personnel requests that the individual be removed from the Civil Service List. This is a decision of the Civil Service Commission. In addition, the candidate is subject to a Psychological Examination, a Physical Examination and a Polygraph. The conditional offer of employment is made prior to any of these three examinations which are given on a pass /fail basis. (All promotional examinations are also given by the Civil Service Commission.) The final selection is made by the Police Chief in conjunction with the Director of Personnel. The responsibility for the final appointment is with the City Manager. UNION REPRESENTATION The sworn officers in the grades of Police Patrol Officer, Corporal (a pay grade) and Sergeant are also subject to the negotiated collective bargaining agreement between the City of Pueblo and the International Brotherhood of Police Officers, Local 457. Experience for promotion to Sergeant and Captain are included in the collective bargaining agreement. Civilian employees in the Police Department (with the sole exception of the Clerical Supervisor) are subject to a negotiated collective bargaining agreement between the Pueblo Association of Government Employees and the City of Pueblo. Diagram of Employment Process SERVICT POLICE DE PA RTNI ENT pares job description and job lVSiS r(.)I.m qualifications I I F 11 S ().N.N 1: 1 1 1) 1 it E ( 1 1 1 0 It I CIVI PERSONNEL 1)E PA RTIM EINT )evelops position specification Recruitinent Intei Testing Develops list J Ro POLICE DEPART VqMniend hiring %vial approval of City Manager nvolved in interviewing and )ackgrbupd.invesfigatm sW GOALS Currently, the Civil Service Commission staff, the Personnel Department staff and Assistant City Manager Donald J. Saling have met to develop an action plan. The items evaluated include: 1. Use of non - traditional recruitment activities 2. Use of fax and satellite areas for collection of names and resumes 3. Analysis as to whether requiring P.O.S.T. certification prior to employment causes a barrier to employment. 4. Encouragement of current city employees to apply for positions at the Police Department. (Four out of the 12 current female police officers began as clerks, parking enforcers or dispatchers.) 5. Review of recruitment and selection methods of other jurisdictions. A team of City Management, Personnel Department staff and Civil Service personnel will visit other jurisdictions prior to the end of the summer of 1999. 6. Review of ordinances and Civil Service rules to determine whether they can be streamlined to facilitate the process. A full report will be made to the City Council by October 12, 1999 so that appropriate monies may be budgeted. The primary concern of the City of Pueblo is with underrepresentation of Hispanics and females in the ranks of its sworn police personnel. Analysis of the recruitment process indicates that the principal cause of the problem has been the failure of the City of Pueblo to attract sufficient numbers of minority and female applicants for these positions. Our goal is to increase community awareness of the benefits and opportunities of a career with the Pueblo Police Department. The current Civil Service List (see attached) has a higher percentage of Hispanics (28 %) than lists during the past five years. Currently, there are three vacancies. The City will hopefully have an opportunity to increase the percentage of minorities. However, the 28% is still less than the general labor force in the community, although slightly more than those holding the requisite education. The Civil Service Commission staff is also in a process of reviewing its examination structure. This will be completed by October 1999. In addition, the Police Chief, Personnel Director and Civil Service Administrator will work as a team to ensure that personnel are available to assist with targeted recruitment. The Civil Service staff has updated its community contact list to ensure that recruitment materials reach all sectors of the community. DISSEMINATION OF THIS PLAN This Plan is being disseminated to the attached community contact list. In addition, the availability of this plan is posted on all department bulletin boards and copies are available in the Administration Office, the Desk Sergeant's Office, the Personnel Office, and with each Deputy Chief. (Copies of reference material are placed in the Desk Sergeant's Office for general availability.) I OTH JUDICIAL DISTRICT PROBATION DEPT. ALLAN D ENRICH 320 WEST 10TI-I STREET PUEBLO CO 81003 PUEBLO PARKS & RECREATION DEPT. COORDINATOR MINERAL PALACE PARK 150 E. 19TH STREET PUEBLO, CO 81003 WORKERS ASSISTANCE PROGRAM ERNEST HERNANDEZ ASSISTANT COORDINATOR 23 BELVIsTA COURT PUEBLO CO 81001 JOAN LANGONI, SWAP COORDINATOR SCHOOL TO WORK ALLIANCE PROGRAM DEPT. OF HUMAN SERVICES DEPT. OF VOC. REHABILITATION 720 N. MAIN STREET, SUITE 320 PUEBLO, CO 81003 i SMS KEITI4 HARP 1 40TH CES /DEF STOP//13 660 S. ASPEN ST.. BUCKLEY ANG ASE AURORA, CO 80011 -9549 PUEBLO COUNTY HUMAN RESOURCES C/O MERNA GIBSON 215 W IOTI-I ST ROOM 327 PUEBLO CO 81003 MARTIN LUTHER KING HOLIDAY COMMISSION ATTN: RUTH STEELE PO BOX 2297 PUEBLO CO 81005 PUEBLO AFRICAN AMERICAN CONCERNED ORGANIZATION PO BOX 11833 PUEBLO CO 81001 PUEBLO YOUTH SERVICES BUREAU C/O LAWRENCE MEDINA 220 S MAIN PUEBLO CO 81003 LATINO CHAMBER OF COMMERCE ATTN: SANDY GUTIERREZ 215 S VICTORIA AVE PUEBLO CO 81003 PUEBLO LIBRARY DISTRICT ATTN: CHARLES TURNER 100 E ABRIENDO AVE PUEBLO CO 81003 SOCIETY Or WOMEN ENGINEERS DEPT Or ENGINEERING - JANE FRASIER 2200 BONFORTE BLV PUEBLO CO 81001 BLACK STUDENT ORGANIZATION C/O USC 2200 BONFORTE BLV PUEBLO CO 81001 KEATING EDUCATION CENTER ATTN: DR RAY 215 E ORMAN AVE PUEBLO CO 81004 PUEBLO CHAMBER OF COMMERCE ATTN: ROD SLYI-IOFF 302 N SANTA FE AVE PUEBLO CO 81003 WOMEN & NONTRADITIONAL STUDENTS C/O USC 2200 BONFORTE BLV I'UEBI -O CO 81001 LAS HERMANAS Y HERMANOS C/0 USC 2200 BONFORTE BLV PUEBLO CO 81001 PROJECT SUCCESS - STUDENT SUPPORT SERVICES C/O PCC 900 W ORMAN AVE PUBLO CO 81004 STUDENT SENATE C/O PCC 900 W ORMAN AVE PUEBLO CO 81004 KATHY I-IAWTI-IORNE - I-IYPERLINK * * ** C/O PCC 900 W ORMAN AVE PUEBLO CO 81004 -- . ,,,,.+ VICA CLUB - JIM TORRES C/O PCC 900 W ORMAN AVE PUEBLO CO 81004 ACCTG & BUS MAN AGLML-NT CLUB GLENN ANN ARNOLD C/O PCC 900 W OI1MAN AVE PUEBLO CO 81004 LAMB BRANCH LIBRARY 2525 S PUEBLO BLV PUEBLO CO 81005 YOUNG DEMOCRATS OF SO. COLO. PUEBLO COUNTY DEMOCRATIC HEADQTRS 818 E 4TH ST PUEBLO CO 81001 LEAGUE Or WOMEN'S VOTERS PO BOX 521 PUEBLO CO 81002 OTERO JUNIOR COLLEGE 1802 COLORADO AVE LA JUNTA CO 81050 PUEBLO COUNTY SHERRIrr 909 COURT ST PUEBLO CO 81003 JUNETEENTI ORGANIZATION ATTN: GRANDMASTER NEAL 17 BRIARWOOD PL PUEBLO CO 81005 KNKN 30 N ELECTRONIC DR PUEBLO WEST CO 81007 LAMAR COMMUNITY COLLEGE 2401 S MAIN ST LAMAR CO 810S2 TRINIDAD JR COLLEGE 600 PROSPECT TRINIDAD CO 81082 CANON CITY - EMPLOYMENT 01-DICE• PO BOX 1460 CANON CITY CO 81215 EAST HIGH SCHOOL MR. DAVE PATRONS; HEAD COUNSELOR 9 MACNEIL RD. PUEBLO CO 81001 RYE HIGH SCI - TOOL MS. PEGGY JORDAN; HEAD COUNSELOR P.O. BOX 10 RYE CO 81069 SOUTH HIGH SCHOOL JOHN I-I. HUFF DEAN OF SUPPORTIVE SERVICES 1801 HOLLYWOOD DR. PUEBLO CO 81005 WALSENBURG - EMPLOYMENT OFFICE 525 S ALBERT WALSENBURG CO 81089 CENTENNIAL HIGH SCI -IOOL MS. KAY GRAHAM; HEAD COUNSELOR 2525 MOUNTVIEW DR. PUEBLO CO 81008 PUEBLO COUNTY HIGH SCHOOL MS. DONNA BUFFALO; HEAD COUNSELOR 35 "I'I-I LANE & U.S. HIGI-IWAY 50 EAST VINELAND CO 81006 CENTRAL I IIGI-I SCI -TOOL MR. PETE QUINBY 216 E. ORMAKAVENUE PUEBLO CO 81004 .-,A RUN DATE: 05/04/99 CITY OF PUEBLO PAGE: 1 RUN TIME: 08:15 CIVIL SERVICE COMMISSION REPORT: CVS607 EXAMINATION FOR: POLICE PATROL OFFICER JOB DATE: 02/10/99 SELECTION PROCESS ALL APPLICANTS WHITE APPLICANTS SPANISH-SURNAMED BLACK APPLICANTS OTHER MINORITIES M F T M F T M F T M F T M F T NUMBER APPLIED 39 7 46 24 4 28 13 0 6) to (D Q 1 0 1 NUMBER REJECTED 8 1 9 7 0 7 0 0 0 b O © 0 0 0 INCOMPLETE APPLICATION 3 0 3 2 0 2 0 0 0 O 0 0 0 0 LACK OF EDUCATION 3 0 3 3 0 3 0 0 0 0 0 0 0 0 0 LACK OF EXPERIENCE 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 AGE LIMIT 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 APPLIED AFTER DEADLINE 1 0 1 1 0 1 0 0 0 0 0 0 0 0 0 OTHER 1 1 2 1 0 1 0 0 0 0 1� © 0 0 0 SCHEDULED FOR EXAM 31 6 37 17 4 21 13 2 15 0 0 0 1 0 1 FAILED TO APPEAR 4 1 5 2 1 3 O 0 © 0 0 0 0 0 0 WRITTEN EXAM 3 1 4 1 1 2 2� 0 2 0 0 0 0 0 0 ORAL EXAM 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 PERFORMANCE EXAM 1 0 1 1 0 1 0 0 0 0 0 0 0 0 0 NUMBER FAILED 13 1 14 6 0 6 O 0 0 0 0 0 0 0 WRITTEN EXAM 11 0 11 5 0 5 0 v 0 0 0 0 0 0 ORAL EXAM 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 PERFORMANCE EXAM 2 1 3 1 0 1 1 V 0 0 0 0 0 0 OTHER EXAM 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 NUMBER CERTIFIED 14 4 18 9 3 12 0 �1) C5 0 0 0 1 0 1 .Ir 4 RUN DATE: 05/04/99 CITY OF PUEBLO PAGE: 2 RUN TIME: 08:15 CIVIL SERVICE COMMISSION REPORT: CVS607 EXAMINATION FOR: POLICE PATROL OFFICER JOB DATE: 02/10/99 SELECTION PROCESS ALL APPLICANTS WHITE APPLICANTS SPANISH-SURNAMED BLACK APPLICANTS OTHER MINORITIES M F T M F T M F T M F T M F T PERCENT APPLIED 84.78 15.21 100.00 52.17 8.69 60.86 8.2 (3 2.6 o Q 4.3 2.17 .00 2.17 PERCENT REJECTED 17.39 2.17 19.56 15.21 .00 15.21 .00 .00 .00 0 0 4a .00 .00 .00 INCOMPLETE APPLICATION 6.52 .00 6.52 4.34 .00 4.34 .00 .00 .00 2.17 .00 2.17 .00 .00 .00 LACK OF EDUCATION 6.52 .00 6.52 6.52 .00 6.52 .00 .00 .00 .00 .00 .00 .00 .00 .00 LACK OF EXPERIENCE .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 AGE LIMIT .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 APPLIED AFTER DEADLINE 2.17 .00 2.17 2.17 .00 2.17 .00 .00 .00 .00 .00 .00 .00 .00 .00 OTHER 2.17, 2.17 4.34 2.17 .00 2.17 .00 .00 .00 .00 2.17 2.17 .00 .00 .00 SCHEDULED FOR EXAM 67.39 13.04 80.43 36.95 8.69 45.65 28.26 4.34 32.60 .00 .00 .00 2.17 .00 2.17 FAILED TO APPEAR 8.69 2.17 10.86 4.34 2.17 6.52 4.34 .00 4.34 .00 .00 .00 .00 .00 .00 WRITTEN EXAM 6.52 2.17 8.69 2.17 2.17 4.34 .00 4.34 .00 .00 .00 .00 .00 .00 ORAL EXAM .00 .00 .00 .00 .00 .00 .00 .00 :00 .00 .00 .00 .00 .00 .00 PERFORMANCE EXAM 2.17 .00 2.17 2.17 .00 2.17 .00 .00 .00 .00 .00 .00 .00 .00 .00 PERCENT FAILED 28.26 2.17 30.43 13.04 .00 13.04 ;ZD 2.17 17.39 .00 .00 .00 .00 .00 .00 WRITTEN EXAM 23.91 .00 23.91 10.86 .00 10.86 13.04 .00 13.04 .00 .00 .00 .00 .00 .00 ORAL EXAM .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 PERFORMANCE EXAM 4.34 2.17 6.52 2.17 .00 2.17 .17 .17 4.34 .00 .00 .00 .00 .00 .00 OTHER EXAM .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 .00 PERCENT CERTIFIED 30.43 8.69 39.13 19.56 6.52 26.08 8.6 0 0.86 .00 .00 .00 2.17 .00 2.17