HomeMy WebLinkAbout11346RESOLUTION NO. 11346
A RESOLUTION ADOPTING AN EQUAL EMPLOYMENT OPPORTUNITY PROGRAM AND
RESCINDING RESOLUTION NO. 3617
WHEREAS, pursuant to Resolution No. 3617, passed and approved August 11, 1975, the
City approved and adopted an affirmative action plan for effective, uniform and judicious
enforcement of equal employment opportunity standards; and
WHEREAS, said plan was modeled after Executive Order 11246 requiring affirmative action
programs by Federal contractors; and
WHEREAS, the implementing regulations with respect to Executive Order 11246 have been
amended and modified since enactment of Resolution No. 3617, and as currently written, such
regulations provide a sounder framework upon which to identify and address areas of potential
underutilization of females and /or minorities, NOW THEREFORE,
BE IT RESOLVED BY THE CITY COUNCIL OF PUEBLO, that:
SECTION 1 _
In furtherance of the City's past and continuing commitment to ensure equal opportunity in
employment, the Equal Employment Opportunity Program attached hereto and incorporated herein
is hereby approved and adopted.
SECTION 2_
Resolution No. 3617 is hereby rescinded effective on the date of the approval and adoption
of the Equal Employment Opportunity Program set forth in section 1.
SECTION 3
Resolution will become effective upon final passage and approval.
INTRODUCED July 28. 2008
BY Larry Atencio
Councilperson
AP PROVE
ATTEST D BY: �. � y
PPI`81f I T' i ILAHL-
p
City of Pueblo, Colorado
Human Resources Department
1 City Hall Place
Pueblo, CO 81003
EQUAL EMPLOYMENT OPPORTUNITY PROGRAM
D p 2007 Equal Employment Opportunity Program Page 2 of 40
ID City of Pueblo, Colorado March 2008
® Human Resources Department
TABLE OF CONTENTS
I Background
I Section I. Policy Statement
I Section II. Designation of Responsibility
I Section III. Organizational Profile
I Section IV. Placing Incumbents into Job Groups
I Section V. Determining Availability
I Section VI. Comparing Incumbency to Availability
I Section VII. Action - Oriented Programs
I Section VIII. Internal Audit and Reporting System
Page
q
5
6
E
15
22
RR
37
39
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ID City of Pueblo, Colorado March 2008
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BACKGROUND
The City is a home rule municipality organized and existing under and by virtue of its organic law being the
Charter of the City of Pueblo. The form of government created by the Charter is intended to be a true council -
manager form of government. The policy determining body of the City is the City Council. The City Council is
comprised of seven council members who are elected, and who serve staggered four -year terms. The City
Manger is appointed by the City Council. The City Manager is responsible for the proper execution of City
policy and the effective administration of the City's departments, agencies and services. With limited
exceptions set forth in the Charter, the City Manager is vested with the power to appoint, suspend and remove
heads or directors of all bureaus and departments, and City employees.
Employment in the City is divided into Classified and Unclassified services. The Unclassified service positions
are set forth in Section 8 -5(a) of the Charter and generally include elected officers, City Manager and Assistant
Managers, Directors and Heads of Bureaus or Departments, Municipal Judges, and City Attorneys. Classified
service positions include all positions not specifically included as Unclassified service positions under said
Section 8 -5(a).
Pursuant to the Charter, there is created a Civil Service Commission consisting of three members who are
elected, and who serve staggered six -year terms. The Civil Service Commission has specified duties and
powers with respect to employees in the Classified services including the duty to hold periodic competitive
examinations in accordance with the rules adopted by City Council. All appointments and promotions in the
Classified services are required to be made according to merit and fitness to be ascertained, so far as
practicable, by competitive examination.
With respect to Unclassified positions, the Charter provides that all persons appointed as Directors of Bureaus
or Departments shall be selected on the basis of their training, experience, qualifications and fitness for the
particularjob to be performed and that first consideration be given to persons already employed in the
respective department at the time of the appointment.
The City recognizes and has granted employees in the Classified services the right to organize and bargain
collectively with respect to wages, hours and other terms and conditions of employment. The Pueblo
Association of Government Employees is the sole and exclusive representative of all non - supervisory
employees in the Classified service of the City, except Fire Fighters, Police Officers and Stage Hands. Local
537 of the International Brotherhood of Police Officers is the sole and exclusive bargaining agent of all certified
peace officers in the Classified service of the Police Department, with the exception of entry level peace
officers, Majors and any other equivalent or higher class. The International Association of Fire Fighters Local
#3 is the sole and exclusive collective bargaining agent for all fire fighters with the exception of the Fire Chief
and Deputy Fire Chief. The current union contracts are available to employees through the City's intranet site.
Pursuant to the City's various labor agreements, many of the promotional positions require prior City
employment or require promotion of a qualified internal applicant, if available; these are known as the closed
positions. All other positions are generally known as open positions. The general process for appointment to a
Classified position is by selection from the highest ranking certified eligible candidates on the eligible list.
Subject to limited exceptions, the three highest ranking eligible candidates are certified. The creation of the
eligible list and selection there from is generally outlined as follows:
a. Notice of recruitment and time of examination are advertised and published in the appropriate
recruitment area.
b. Civil Service receives and screens the applications, sends notices to the accepted and rejected
applicants. A ten -day objection period is allowed for the rejected applicants.
c. Civil Service administers content - validated tests to all qualified candidates. In most cases, only a
written test is given. However, some positions also require practical or physical ability tests to
appropriately measure the ability to perform the required duties.
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An eligibility list is established based on the test scores, seniority points and veteran points.
Human Resources requests certification of the top names on the eligible list from the Commission.
A committee and a Human Resources representative interview the certified individuals.
With approval from the City Manager, Human Resources gives the selected candidate a conditional
offer of employment contingent on passing the appropriate background check, medical examination,
drug screen and in some cases polygraph and psychological evaluation.
The general process for appointment to an Unclassified position is as follows:
a. Human Resources advertises the vacancy within the appropriate recruitment area, receives letters of
interest and resumes from interested individuals, and screens out those inquiries that do not meet the
minimum qualifications.
b. A committee and a Human Resources representative interview the finalists and make
recommendations to the City Manager.
c. The City Manager makes the final candidate selection.
d. The chosen individual is given a conditional offer of employment contingent upon passing a background
check.
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SECTION I. POLICY STATEMENT
It is the policy of the City that no applicant, candidate or employee shall be discriminated against or denied
equal employment opportunity in the service of the City on the basis of race, color, religion, political affiliation,
sex, sexual orientation, national origin, ancestry, age or handicap, except with regard to an otherwise qualified
handicapped person, if the handicap actually disqualifies the person from the job, the handicap has a
significant impact on the job, and there is no reasonable accommodation that the City can make with regard to
the handicap, and except as otherwise may be provided by law.
In furtherance of this policy, the City has adopted and implemented an equal employment opportunity program
(the "EEOP "). The EEOP is modeled after the regulations of the Office of Federal Contract Compliance
Programs, 41 CFR Parts 60 -1 and 60 -2, which implement Executive Order 11246 (1965). The EEOP contains
a diagnostic component which includes a number of quantitative analyses designed to evaluate the
composition of the workforce of the City and compare it to the composition of the relevant labor pools. The
EEOP also includes action - oriented programs. Placement goals are identified where females and/or minorities
are not being employed at a rate to be expected given their availability in the relevant labor pool, and specific
practical steps are set forth to attain the placement goals. The EEOP also includes internal auditing and
reporting systems as a means of measuring the City's progress toward the placement goals.
In establishing the placement goals, the City acknowledges and abides by the following principles:
(1) Placement goals may not be rigid and inflexible quotas, which must be met, nor are they to be
considered as either a ceiling or a floor for the employment of particular groups. Quotas are expressly
forbidden.
(2) In all employment decisions, the City must make selections in a nondiscriminatory manner. Placement
goals do not provide the City with a justification to extend a preference to any individual, select an
individual, or adversely affect an individual's employment status, on the basis of that person's race, color,
religion, sex, or national origin.
(3) Placement goals do not create set - asides for specific groups, nor are they intended to achieve
proportional representation or equal results.
(4) Placement goals may not be used to supersede merit selection principles. The EEOP does not require
the City to hire a person who lacks qualifications to perform the job successfully, or hire a less qualified
person in preference to a more qualified one.
The EEOP is not and does not constitute an express or implied contract between the City and its employees,
job applicants, or other persons and may be modified, amended, repealed or superceded, in whole or in part,
at any time without notice to City employees, job applicants, or other persons.
D � I
=
Background Paper for Proposed
RESOLUTION
AGENDA ITEM # 7
DATE: July 28, 2008
DEPARTMENT:
CITY ADMINISTRATION — DAVID J. GALLI
HUMAN RESOURCES — ACTING DIRECTOR DAVE ANDERSON
TITLE
A RESOLUTION ADOPTING AN EQUAL EMPLOYMENT OPPORTUNITY PROGRAM
AND RESCINDING RESOLUTION NO. 3617
ISSUE
Should City Council pass and approve the proposed Resolution.
RECOMMENDATION
The City Manager and the Acting Human Resources Director recommend that this
Resolution be passed and approved.
BACKGROUND
On August 11, 1975 and pursuant to passage of Resolution No. 3617, the City adopted
an affirmative action program which was modeled after Executive Order 11246 requiring
affirmative action programs by Federal contractors. Since the enactment of Resolution
No. 3617, the implementing regulations with respect to Executive Order 11246 have
been amended and modified. The proposed Equal Employment Opportunity Plan
( "EEOP ") is modeled after the current provisions of such regulations and provides a
sounder framework upon which to identify and address areas of potential
underutilization of females and /or minorities. The EEOP is composed of eight sections
including a diagnostic component which contains a number of quantitative analyses
designed to evaluate the composition of the workforce of the City and compare it to the
composition of the relevant labor pools. Placement goals are identified where females
and/or minorities are not being employed at a rate to be expected given their availability
in the relevant labor pool, and specific practical steps are set forth to attain the
placement goals. The practical steps generally include community involvement, one to
one candidate contact, and general and specific outreach and recruitment activities.
Placement goals, however, are not quotas and do not create set - asides, nor may
placement goals be used to supersede merit selection principles. The EEOP also
includes internal auditing and reporting systems as a means of measuring the City's
progress toward the placement goals.
FINANCIAL IMPACT
This resolution has no financial impact.
2007 Equal Employment Opportunity Program Page 6 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
SECTION II. DESIGNATION OF RESPONSIBILITY
The City Manager as the chief administrative officer of the City has the ultimate responsibility for
implementation of the EEOP. This commitment ensures assistance and support by all Departments in its
implementation. The City Manager has delegated the following responsibilities and duties:
The duties of the Civil Service Commission include:
1. Holding periodic competitive examinations in accordance with the rules adopted by the City Council and
ensuring that such examinations are congruent with the objectives of this plan.
2. Maintaining and evaluating administered tests for possible disparate impact.
3. Developing and maintaining EEO records of all applicants to Classified positions.
4. Holding hearings and investigating conditions of employment.
5. Performing such other and different lawful acts and functions as may be set forth by the Council to further
the objectives of this plan.
The duties of the Director of Human Resources include:
1. Developing policy statements, equal employment opportunity plan methods, and internal and external
communication techniques.
2. Assisting in the identification of problem areas, and developing strategies to eliminate any problems.
3. Providing leadership and assistance to department directors and supervisors.
4. Advising City personnel on employment issues regarding equal employment opportunity, City policies and
procedures, and assisting in resolving disputes or conflicts.
5. Providing leadership in the creation of legally mandated reports on the status of equal employment
opportunity for various federal and state agencies.
6. Providing input and direction regarding recruitment, hiring, retention, evaluation, transfer and promotion
procedures for all employees according to federal and state regulations, where applicable, and City
policies.
7. Designing and implementing audit and identity specific action reporting systems that will (a) measure the
effectiveness of the EEOP, (b) determine the degree to which the City's goals and objectives have been
attained, and (c) identify specific action oriented programs to attain placement goals.
8. Implementing a feedback system to report achievement of goals to the City Manager, Civil Service
Commission and to groups with similar interests, within the City of Pueblo community.
9. Assisting department directors and supervisors in devising solutions to equal employment problems,
including counseling and training, to ensure full understanding of Equal Employment Opportunity (EEO)
policies and procedures.
10. Meeting with the City Manager, Civil Service Commission, directors, supervisors and employees to assure
that the City's EEO policies are being followed and that all employees are afforded the opportunity and are
encouraged to participate in all City- sponsored educational, training, recreation, and social activities.
11. Serving as a liaison between the City and enforcement agencies.
12. Keeping the City Manager, Civil Service Commission, directors, supervisors and employees informed of
developments in the equal employment opportunity and affirmative action areas.
13. Developing literature and programs to keep the community informed about the latest developments in
equal opportunity and affirmative action laws, policies, rules and regulations regarding females and
minorities, as they relate to the City's policies.
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�J ED City of Pueblo, Colorado March 2008
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14. Conducting a periodic audit to ensure that all EEO required posters are properly displayed.
15. Maintaining a position of neutrality when conducting interviews and /or investigations into alleged incidents
of sexual harassment or discrimination.
The duties of the Human Resources Analyst include the following:
1. Conducting outreach and recruitment activities in the community to ensure that a representative number of
minorities and females are recruited for all positions within the City workforce.
2. Serving as a liaison between the City and appropriate minority and women's organizations, and community
action groups concerned with employment opportunities for minorities and females.
3. Making contact with predominately female and minority high schools, colleges, and technical schools in the
appropriate area in an effort to recruit minorities and females.
4. Updating the annual written EEOP and assisting the Director of Human Resources in drafting new
amendments, as needed, to the EEOP every five years.
5. Assisting the Director of Human Resources in the identification of problem areas, and developing strategies
to eliminate any problems.
6. Facilitating the development of in- service training.
The duties of department directors and supervisors include the following:
1. Assisting the Director of Human Resources in the identification of any problem areas and helping to
eliminate any barriers to equal employment opportunity.
2. Assisting the Director of Human Resources in the performance of periodic audits of hiring and promotion
patterns and training programs to isolate impediments to the attainment of equal employment opportunity
goals and objectives.
3. Reviewing the qualifications so that all employees are given full consideration for career advancement.
4. Assisting the Director of Human Resources in providing career counseling for employees as needed.
5. Understanding that their work performance is being evaluated in part on the basis of their equal
employment opportunity efforts, and that it is their responsibility to prevent all types of unlawful workplace
harassment.
D � D _ 2007 Equal Employment Opportunity Program Page 8 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
SECTION III. ORGANIZATIONAL PROFILE
This section provides an in -depth analysis of our total workforce by department and job title. The information
provided here is drawn from the 2007 Monthly Salary Schedule and from personnel records stored in the City's
HTE System, as of December 31, 2007.
Since there are no formal lines of progression or usual promotional sequences for most positions, job titles are
listed under the department where the employees work. Incumbent information is provided by ethnic, gender
and EEO codes for each job title. This report includes all full -time and part-time employees currently working it
the City, including department heads. It excludes Civil Service Commissioners, City Council, and temporary
and seasonal employees.
Abbreviation Keys:
Ethnic Codes:
B =White (Non - Hispanic), C= Black, D= Hispanic, E= Asian /Pacific Islander, F= American Indian /Alaskan Native
Job Group /EE01 Category Codes:
01= 0fficials/Administrators, 02= Professionals, 03= Technicians, 04= Protective Services, 05 =Para-
Professionals, 06= Administrative Support, 07= Skilled Crafts, 08= Service Maintenance
CITY ADMINISTRATION 02r 3 .1 '.
a , r
s� ., ....moo
SALARY RANGE / MO
; MIN . w % MAX x
EEO
: CAT
-
FTES
5 ✓.
a MALE x+A" "�
"+'g'r : FEMALE k ,*t3
TOT;,`:B
C
CITY MANAGER
$10,811 $13,213
1
1
1 1
0
ASST MANAGER/CONTRACT SVC.
$6,498 $7,943
1
1
1 1
0
ASST CITY MANAGER
$5,948 $7,661
1
1
1 1
0
ASST MANAGERlINFORMATION
$4,974 $6,080
1
1
0
1 1
ADMINISTRATIVE ASSISTANT
$3,893 $4,767
5
1
0
1 1
SECRETARY TO CITY MANAGER
$3,893 $4,767
1
0
1 1
- L'
TOTAL
6
3 2 0 1 0 0
3 2 1 0 0 0
MUNICI COURT <1a03'y. =„y ?
SAL'r+RY`RANGE l MO a
EEO
SCAT
TOT
'�;'>
MALE'Ssz'^a,
:` s i FEMALEy+c,,p
apt
'µ +,MAX +;.
FTES
TOT
B'� „C ,D_., ,
MUNICIPAL COURT JUDGE
$7,577 S9,261
1
1
1 1
0
COURT ADMINISTRATOR
$3,919 $4,800
2
1
0
1 1
PROBATION CASE MANAGER
$3,368 $4,323
2
1
1 1
0
LEAD COURT TECHNICIAN
$2,255 $3,075
6
2
0
2 1 1
COURT TECHNICIAN
$2,225 $2,869
6
1
0
1 1
CLERK TYPIST III
$2,036 $2,611
6
1
0
1 1
TOTAL
7
2 1 0 1 0 0
5 2 0 3 0 0
"'
CL "`
ITY ERK 04
SALARY.RANGEIMO
EEO
CAT
TOT
* ti -
t,a
tmMALE
r'..,,MIN';.c
r „MAX•s'.c
kF,TES
TOT
'B` C ,D'.':
a E ...F,
TOT
:IB"•.
* C'+ ts4 " a at ,
111
CITY CLERK
S6,498 $7,943
1
1
0
1 1
MUNICIPAL RECORDS COORDINATOR
S3,368 $4,323
3
1
1 1
0
ADMINISTRATIVE TECHNICIAN
$2,508 $3,426
5
1
0
1 1
TOTAL
3
1 1 0 0 0 0
2 1 0 1 0 0
'`?• " }a` is ' ° -,. ..� .,r7 ,N '4 `
HUMAN RESOURCES �06'':
.
.,..�,',:..,^?.a,., rr�_,.
SALARY:RANGE / MQ?
x » s,
M,a , MAX H M
EE0
aCAT
..
TOT'1
�_ FTES
P ` �- a a+
s' a ' ay.. "b' �, .,j zFEMALE �.�Z N r w
T_OT
+:.
B�, C E TFie
m,.
70T Bro
ZO? _j D! E F €�
EMP 8 BENEFITS SPECIALIST
$4,982 $6,100
2
2
1 1
1 1�
HR ANALYST /RECRUITMENT
$3,368 $4,076
2
1
1 1
0
BENEFITS COORDINATOR
$2,580 $3,425
5
1
0
1 1
CLERK TYPIST III
$2,036 $2,611
6
1
0
1 1
TOTAL
5
2 1 0 1 0 0
3 3 0 0 0 0
D D :,L: -, a's. 2007 Equal Employment Opportunity Program Page 9 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
FINANCE
SALARYy�RANGE / MO ,
,EEO T
TOT °
° l.` k '°.�a"' r7t t MALEw'., 7„aW, S' s
s� F
FFEMALE,.. ;
;
° kcv.MAX •;,• C
CAT ?
?FTES T
TOT?'.B� C
C�_ D',' "E �
TOT ' :
: C
"" i +
.x`.MIN.:'z °
�F,�a'; T
�J ED ? :Plbw 2007 Equal Employment Opportunity Program Page 10 of 40
City of Pueblo, Colorado March 2008
ED ® Human Resources Department
x' ,� �' ry t t
SALARY / MO E
EEO T
TOT y
y SY`
PURCHASING x
�FTES #, T
TOT B,_ 1
1 }C „1Da- E
E' &
&F T
TOT �B y CF
D D s , ®dr 2007 Equal Employment Opportunity Program Page 11 of 40
ED City of Pueblo. Colorado March 2008
® Human Resources Department
SALARYRANGElMO °''EEOf
JM,
N��a MALE,.,." '� v�,:
FEMALE k L
'.t;�.;"r, " - w " „�I
CAT
AX�x'
M1 FfES'
POLICE CHIEF
$8,547 $10,446
1
1
1 1
0
POLICE DEPUTY CHIEF
$6,665 $8,163
2
3
3 3
0
POLICE SERGEANT
$5,970 $6,241
3
25
25 20 5
0
POLICE CAPTAIN
$5,760 $7,055
2
8
7 7
1 1
POLICE CORPORAL
$5,265 $5,265
4
55
45 34 10 1
10 8 2
POLICE RECORDS ADMINISTRATOR
$4,351 $5,328
2
1
1 1
0
DISPATCH SUPERVISOR
$3,919 $4,800
2
1
0
1 1
POLICE SUPPORT TECH SUPV
$3,919 $4,800
2
1
D
1 1
POLICE PATROL OFFICER
$3,221 $5,133
4
94
82 53 1 25 1 2
12 11 1
POLICE SUPPORT TECH 11
$2,920 $3,749
4
1
1 1
0
SR EMERG SERV DISPATCHER
$2,915 54,106
4
3
0
3 3
EMERG SERV DISPATCHER
$2,608 $3,638
4
19
3 2 1
16 8 8
POLICE SUPPORT TECH 1
$2,608 $3,346
4
3
1 1
2 2
ADMINISTRATIVE TECHNICIAN
$2,508 $3,426
5
1
0
1 1
POLICE PAYROLL TECHNICIAN
$2,508 $3,426
5
1
0
1 1
SR CLERK TYPIST
$2,255 $3,075
6
8
0
8 6 2
INVESTIGATIONS TECH
$2,225 $2,869
6
1
0
1 1
POLICE SERVICE REP
$2,225 $2,869
6
2
0
2 2
RECORDS TECHNICIAN
$2,225 $2,869
6
7
0
7 4 3
CLERK TYPIST 111
$2,036 $2,611
6
1
0
1 1
BUILDING CUSTODIAN
$1,710 $2,349
8
1
1 1
0
TOTALI
237
170 122 1 43 1 3
67 51 0 16 0 0
'3D a ir ° a '
SAl'ARYtRANGElMOv
EEO
FIRE
F'1'ESa
.. CAS,
TOT_ ,B C`.,
;.De
i Ey1
>,F
TOT , Bm
,,,C;; y`D,s
:«E �.q
FIRE CHIEF
$8,327 $10,177
1
1
1 1
0
DEPUTY FIRE CHIEF
$6,756 $8,274
1
2
2 2
0
ASST FIRE CHIEF
$5,597 $6,835
1
3
3 2 1
0
ASST TRNG OFFICER/CAPTAIN
$4,599 $5,848
2
1
1 1
0
FIRE CAPTAIN
$4,599 $5,848
2
31
30 29 1
1 1
EMERGENCY MEDICAL OFFICER
$4,425 $5,285
4
27
24 21 3
3 3
FIRE INSPECTOR
$4,159 $4,950
4
2
2 2
0
FIRE ENGINEER
$4,053 54,894
4
38
38 35 3
0
FIREFIGHTER
$2,888 54,510
4
27
25 19 6
2 1 1
ADMINISTRATIVE TECHNICIAN
$2,508 53,426
5
1
0
1 1
SR CLERK TYPIST
$2,255 $3,075
1 6
1
0
1 1
TOTALI
134
126 112 0 14 0 0
8 6 0 2 0 0
p Q p 2007 Equal Employment Opportunity Program Page 12 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
+A a -" `" ' tt` 3 : d d'
SALARYRANGEIMO`'
EEO
`
w + a"T 'r«<
PUBLIC WORKS �'�"}'
w ....�+k
1CAT
' °MIN t`e
FTES
.._ `.. "'F�
x'.
..u�
.. k »t`t�. _'�T ..,..
ya',' �,�MAX_,:
.E .
TOT �B., C� r<D
x E •. F:'
DIRECTOR /PUBLIC WORKS
$8,547 $10,446
1
1
1 1
0
ASST DIR/PUBLIC WORKS
$7,216 $8,820
1
1
1 1
0
ENGINEERING MANAGER
$6,756 $8,274
2
1
1 1
0
STREETS SUPERINTENDENT
$6,183 $7,572
1
1
1 1
0
CIVIL ENGINEER /CONST
$5,611 $6,871
2
1
1 1
0
TRAFFIC ENGINEER
$5,611 $6,871
1
1
0
1 1
BLDG /GROUNDS MAINT SUPT
$4,983 $6,100
1
1
1 1
0
TRAFFIC CONTROL SUPV
$4,983 $6,100
2
1
1 1
0
STREETS MAINTENANCE SUPV
$4,351 $5,328
2
1
1 1
0
SURVEY PARTY CHIEF -LS
$3,650 $4,616
2
1
1 1
0
ASST TRAFFIC CONT SUPT
$3,435 54,408
2
1
1 1
0
ASSOCIATE ENGINEER II
$3,416 S4,450
2
1
1 1
0
AREA CREW LEADER
$3,309 S4,246
7
2
2 2
0
PAVEMENT MANAGEMENT TECHNICIAN
$3,309 $4,246
6
1
1 1
0
BLD /GRND MAINT MECHANIC
$3,221 $4,134
7
2
2 2
0
CARPENTER
$3,221 $4,134
7
2
2 1 1
0
ELECTRICIAN
53,221 $4,134
7
1
1 1
0
PAINTER
53,221 $4,134
8
2
2 1 1
0
SR TRAFFIC SIGNAL TECH
53,221 $4,134
3
2
2 1 1
0
SURVEY PARTY CHIEF
$3,221 $4,134
2
1
1 1
0
A SSOCIATE ENGINEER I
$3,118 $4,000
2
1
1 1
0
CONSTRUCTION INSPECTOR
$3,118 $4,000
3
3
2 1 1
1 1
STREETINSPECTOR
$3,118 $4,000
7
3
3 3
0
UTILITY WORKER III
$3,118 $4,000
7
2
2 2
0
TRAF SGNS /MKG SPEC
$2,968 $3,811
7
2
2 1 1
0
TRAFFIC CONT UTIL WORK III
$2,968 $3,811
3
1
1 1
0
TRAFFIC SIGNAL TECH
$2,968 $3,811
3
3
3 3
0
EQUIPMENT OPERATOR IV
$2,854 $3,660
7
9
9 3 5 1
0
UTILITY & MAINT WORKER 1
$2,854 $3,660
7
1
1 1
0
TRAFFIC ENG ANALYST
$2,810 $3,604
2
1
0
1 1
SWEEPER OPERATOR
$2,764 $3,546
7
4
4 3 1
0
SURVEYOR
$2,665 53,419
3
1
1 1
0
ADMINISTRATIVE TECHNICIAN
$2,508 53,426
5
1
0
1 1
EQUIPMENT OPERATOR II
$2,491 S3,197
8
5
5 2 3
0
EQUIPMENT OPERATOR I
$2,340 53,002
8
8
7 4 1 1 1
1 1
SR CLERK TYPIST
$2,255 $3,075
1 6
1
0
1 1
TOTALI
71
65 41 1 21 1 1
6 5 0 1 0 0
D � p <�.�:3a 2007 Equal Employment Opportunity Program Page 13 of 40
D City of Pueblo, Colorado March 2008
® Human Resources Department
J. s y sw�« %.¢yr `'cSALARY
WASTEWATER
EEOTOTs✓
tt> &e'*f 'MALE +zr
FEMALE
All { k
>"'� ffx"` 3st'Ss.,•_ `_s.."
MAX
SAT
FIESI
TOT '$ D
-7 -
70T�,B�
� ._ * t
.t,,,MIN „'y
Ctr E, F
G,
DIRECTORANASTEWATER
$7,577 $9,261
1
1
1 1
0
WWTP SUPERINTENDENT
$6,183 $7,572
1
1
1 1
0
WWTP LAB SUPERVISOR
$5,296 56,486
1
1
0
1 1
WWTP MAINTENANCE SUP
$5,296 $6,486
1
1
1 1
0
WW ENGINEERING SUPERVISOR
$4,983 $6,100
2
1
1 1
0
WWTP OPERATIONS MANAGER
S4,351 $5,328
1
1
1 1
0
WW COLLECTIONS SUPERVISOR
$4,351 $5,328
2
1
1 1
0
LAB ANALYST III
$3,979 $5,105
3
2
1 1
1 1
PRE - TREATMENT COORD II
$3,979 $5,105
3
1
1 1
0
WV/ SCADA COORDINATOR
$3,979 $5,105
3
1
1 1
0
LAB ANALYST II
$3,536 $4,538
3
1
1 1
0
ASSOCIATE ENGINEER II WW
$3,416 $4,450
2
1
0
1 1
CHIEF WWTP OPERATOR
$3,221 $4,134
3
4
4 3 1
0
INSTICONTROLS SPECIALIST
$3,221 $4,134
3
1
1 1
0
PRE - TREATMENT SPECIALIST
$3,221 $4,134
3
1
1 1
0
SR WWTP MAINT MECHANIC
$3,221 $4,134
8
1
1 1
0
WW DATA TECHNICIAN
$3,118 $4,000
3
1
0
1 1
WW INSPECTOR
$3,118 $4,000
7
1
1 1
0
WW LIFT STATION OPERATOR
$2,968 $3,811
8
2
2 1 1
0
WW UTILITY WORKER IV
$2,854 $3,660
8
5
5 2 3
0
WWTP MAINT MECHANIC
$2,854 $3,660
8
2
2 1 1
0
WATER RECLAMATION WKR II
$2,597 $3,332
8
1
1 1
0
SST WWTP OPERATOR C
$2,514 S3,199
3
1
1 1
0
WATER RECLAMATION WKR 1
$2,491 $3,197
8
3
3 1 1 1
0
WW UTILITY WORKER 11
$2,491 $3,197
8
4
4 1 3
0
WW UTILITY WORKER 1
$2,340 $3,002
8
2
2 2
0
SR CLERK TYPIST
$2,255 $3,075
6
1
0
1 1
UTILITY WORKER
S2,251 $2,915
1 8
2
2 2
0
TOTALI
45
1 40 26 1 13 0 0
5 4 0 1 0 0
x...
STORMWATER '.UTILITY 42
SALARY.:RANGE/MO?
t EEO` s
mTOT
CAT
FTES_
TOT "B;u
TOT B_ C_ J
`C, �D r' E,
F ,
' 4E . Fxr
DIRECTOR / STORMWATER
$7,394 $9,038
1
1
1 1
0
STORM WATER COORDINATOR
$5,611 $6,871
2
1
1 1
0
STORMWATER UTIL MAINT SUP
$4,351 $5,328
2
1
1 1
0
ASSOC ENG I I- STORMWATER
$3,416 $4,450
2
1
1 1
0
INSPECTOR - STORMWATER UTILITY
$3,118 $4,000
7
1
1 1
0
ADMINISTRATIVE TECHNICIAN
$2,508 $3,426
5
1
0
1 1
EQUIPMENT OPERATOR I
$2,340 $3,002
8
8
8 4 4
0
TOTALI
14
1 13 9 0 4 0 0
11 1 0 0 0 0
SALARY RANGE 1 M0;
EEO''
FEMALES
RANSPORTATION 50 ;
`^'"'- }.`4 •,� `�"s,
�'
CAT
_-TOT': -
FTES
1°Dx
^' ,....roe... c�'K,�its= . , �y.
MIN: %iMAX ;;�"
TOT
B,` C,` sE.
...F�.
PARKING ENFORCER
$2,255 $2,894
4
2
0
2 1 1
TOTALI
2
1 0 0 0 0 0 0
2 1 0 1 0 0
D D 2007 Equal Employment Opportunity Program Page 14 of 40
D
City of Pueblo, Colorado March 2008
Human Resources Department
4'.iF v �, `T a `u w..r Y x �.R s '
SALARY RANGE l MO'
EEO
xTOT
- °�
�`ce�
--
, �"
PARKS AND RECREATION 60� �+
't .r, -w`vk
".r
FTES
;', `..i ux
a ra _,..
y 'MIN,
�'{
.CAT
DIRECTOR /PARKS & REC
$7,577 $9,261
1
1
1 1
0
ASST MANAGERIRECREATION
$6,545 $7,998
1
1
1 1
0
PARKS SUPERINTENDENT
$5,611 $6,871
1
1
1 1
0
ICE ARENA MANAGER
$4,983 $6,100
1
1
1 1
0
PARK AREA COORDINATOR
$4,351 55,328
1
1
1 1
0
PARKS SUPERVISOR
$3,893 54,767
2
2
2 2
0
REC CENTER COORDINATOR
$3,893 54,767
1
1
1 1
0
REC SUPERVISOR 1
$2,968 $3,810
2
1
0
1 1
PARKS MAINTENANCE MECH
$2,854 $3,660
7
3
3 2 1
0
WELDER
$2,854 $3,660
7
1
1 1
0
GARDENER
$2,638 $3,400
8
1
0
1 1
PARK CARETAKER II - IRRIG
$2,638 $3,400
8
3
3 3
0
PARK CARETAKER II - MAINT
52,638 $3,400
8
1
1 1
0
PARK CARETAKER II -TREES
52,638 $3,400
8
1
1 1
0
PARK CARETAKER II- PLAYGROUND
$2,638 $3,400
8
1
1 1
0
ADMINISTRATIVE TECHNICIAN
52,508 $3,426
5
1
0
1 1
PARK CARETAKER I
52,340 $3,002
8
9
9 6 3
0
PARKS & REC TECHNICIAN
$2,225 $2,869
6
1
0
1 1
CLERK TYPIST III
$2,036 $2,611
6
1
0
1 1
TOTALI
32
27 21 0 6 0 0
5 5 0 0 0 0
D � D �� 2007 Equal Employment Opportunity Program Page 15 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
SECTION IV. PLACING INCUMBENTS INTO JOB GROUPS
The purpose of this Job Group Analysis is to provide a method of combining jobs that have similar duties and
responsibilities; wage rates; and opportunities for training, transfer, promotion, pay, mobility, and other career
enhancement opportunities offered by the jobs within the job group.
Ethnic Codes:
B =White (Non - Hispanic), C= Black, D= Hispanic, E= Asian /Pacific Islander, F= American Indian /Alaskan Native
External= Recruit from outside of the organization, Internal= Recruit from within the organization
Officials and Administrators (01): Administrative and managerial occupations in which employees set broad
policies, exercise overall responsibility for execution of these policies and/or direct individual departments or
special phases of operations, or provide specialized consultation on a regional, district or area basis.
*''7
sTOT
e�. g MALES s.
FEMALES
OB GOUP 01 EXTERNAL .� „ 'I
q ss .a
rsktn
E
..
`
-,M 'P
w u',FTES
_.aa^
z ._
.�F
, =TOY,.. 8
,v�tC =`.D €. Y`xE ;F,.
faxFxi
A IRPORT MGR OF OPER & MAINT
SST CITY MANAGER
1
1
1
0
SST DIR /PUBLIC WORKS
1
1
1
0
SST MANAGERICONTRACT SVC.
1
1
1
0
SST MANAGERIFINANCE
1
0
1
1
SST MANAGERIINFORMATION
1
0
1
1
SST MANAGERIRECREATION
1
1
1
0
SST MANAGER/URBAN RENEWAL
1
1
1
0
BLDG /GROUNDS MAINT SUPT
1
1
1
0
CITY CLERK
1
0
1
1
CITY MANAGER
1
1
1
0
CIVIL SERVICE ADMIN
1
1
1
0
DIRECTOR/Fl NANCE
1
1
1
0
DIRECTOR/HOUSING -COMM SVC
1
0
1
1
DIRECTOR/INFORMATION SVCS
1
1
1
0
DIRECTOR /PARKS & REC
1
1
1
0
DIRECTOR /PLANNING & DEV
1
1
1
0
DIRECTOR /PUBLIC WORKS
1
1
1
0
DIRECTOR /PURCHASING
1
0
1
i
DIRECTOR /STORMWATER
1
1
1
0
DIRECTORNJASTEWATER
1
1
1
0
FIRE CHIEF
1
1
1
0
FLEET SUPERINTENDENT
1
1
1
0
ICE ARENA MANAGER
1
1
1
0
MUNICIPAL COURT JUDGE
1
1
1
0
PARK AREA COORDINATOR
1
1
1
0
PARKS SUPERINTENDENT
1
1
1
0
POLICE CHIEF
1
1
1
0
REC CENTER COORDINATOR
1
1
1
0
STREETS SUPERINTENDENT
1
1
1
0
AX ADMINISTRATOR
1
0
1
1
T RAFFIC ENGINEER
1
0
1
1
VAVr OPERATIONS MANAGER
1
1
1
0
26
23 0 3 0 0
7
4 1 2 0 0
TOTAL
33
79%
70% 0% 9% 0°% 0%
21%
12% 3% 6% 0% 0%
D p ,i"" : 2007 Equal Employment Opportunity Program Page 16 of 40
City of Pueblo, Colorado March 2008
® Human Resources Department
JOB COUP 01,-- *ha 4 �Y
r` TERNAC �
FTES
MALES`ps,t.i}r< }!.?_
TOT, saBc"'M't",C�.. D ,, Er` :.F�
rTOT ,a. B..� . 0 ;^"b�j '�Ek' ,.!!Li, OAk
SST FIRE CHIEF
3
3 2 1
0
DEPUTY FIRE CHIEF
2
2 2
0
WWTP LAB SUPERVISOR
1
0
1 1
WWTP MAINTENANCE SUP
1
1 1
0
WWT SUPERINTENDENT
1
1 1
0
1
7 6 0 1 0 0
1 1 0 0 0 0
TOTAL
8
1
1
1
88% 75% 0% 13% 0% 0%
13% 13% 0% 0% 0% 0%
Professionals (02): Occupations which require specialized and theoretical knowledge that is usually acquired
through college training or through work experience and other training that provides comparable knowledge.
e r t 1n u, .e e. arY,a oT r , .
OB GROUP 02 EXTERNALS .�;
tTOT
r'`
'as,? e ° p `MALES' ,.! ;"'s4. ,
1° {" ` '�
5
E�.
CCOUNTANTI
2
1
1
1
1
CCOUNTANTII
1
0
1
i
A SSOC ENG II - STORMWATER
1
1
1
0
A SSOCIATE ENGINEER I
1
1
1
0
A SSOCIATE ENGINEER II
1
1
1
0
A SSOCIATE ENGINEER II WW
1
0
1
1
BUYER/CONTRACT PLANNER
1
1
1
0
CIVIL ENGINEER /CONST
1
1
1
0
COMMUNICATIONS SUPERVISOR
1
1
1
0
COURT ADMINISTRATOR
1
0
1
1
EMP & BENEFITS SPECIALIST
2
1
1
1
1
ENGINEERING MANAGER
1
1
1
0
GIs COORDINATOR
1
0
1
1
HR ANALYST /RECRUITMENT
1
1
1
0
METRO PLANNING ORG. ADM
1
1
1
0
PARKS SUPERVISOR
2
2
2
0
POLICE RECORDS ADMINISTRATOR
1
1
1
0
POLICE SUPPORT TECH SUPV
1
0
1
1
PROBATION CASE MANAGER
1
1
1
0
PROJECT MANAGER
1
1
1
0
REC SUPERVISOR 1
1
0
1
1
SHOPS SUPERVISOR
1
1
1
0
SR BUSINESS SYSTEMS ANALYST
2
1
1
1
1
SR NETWORK ADMINISTRATOR
2
2
2
0
SR PLANNER
5
5
5
0
STORM WATER COORDINATOR
1
1
1
0
SURVEY PARTY CHIEF
1
1
1
0
SURVEY PARTY CHIEF -LS
1
1
1
0
TAX AUDITOR II
3
2
2
1
1
T RAFFIC CONTROL SUPV
1
1
1
0
T RAFFIC ENG ANALYST
1
0
1
1
B SITE COORDINATOR
1
1
1
0
ENGINEERING SUPERVISOR
1
1
1
0
F
33
29 0
4
0 0
11
10 0 1 0 0
TOTAL
44
75%
66% 0%
9%
0% 0%
25%
23% 0% 2% 0% 0%
D p �a 2007 Equal Employment Opportunity Program Page 17 of 40
CD City of Pueblo, Colorado March 2008
® Human Resources Department
; x..S. �. ". ,mdry 4"a
TOTa
'g. ; MALESm;. Af�uw.'
°
JL >ru'�'' ��` FEMALES'�7*
J OB GRO INTERNAL ,�, ,.
FTES
;.TOT"
B�
*C�`
�D,
E„
' F
TOT,;,
1
1
1 1
w 02 ,
VWV SCADA COORDINATOR
1
A
�,` ,
26
;
;
LAB ANALYST II
1
1
1
. _.
0
A IRPORT MAINTENANCE SUPERVISOR
1
l 1
0
SST TRAFFIC CONT SUPT
1
1 1
0
SST TIRING OFFICER/CAPTAIN
1
1 1
0
DISPATCH SUPERVISOR
1
0
1 1
FIRE CAPTAIN
31
30 29 1
1 1
POLICE CAPTAIN
8
7 7
1 1
POLICE DEPUTY CHIEF
3
3 3
0
STORMWATER UTIL MAINT SUP
1
1 1
0
STREETS MAINTENANCE SUPV
i
1 1
0
WW COLLECTIONS SUPERVISOR
1
1 1 1
0
TOTAL
49
46 44 0 2 0 0
3 3 0 0 0 0
1
0
94% 90% 0% 4% 0% 0%
6% 6% 0% 0% 0% 0%
Technicians (03): Occupations requiring a combination of basic scientific or technical knowledge and manual
skill that can be obtained through specialized post high school education, such as is offered in many technical
institutes and junior colleges, or through equivalent on- the -job training.
y
JOB GROUP 03 EXTERNAL d r
fliL�,��,1.�,;"..U v.,�j,NE, l�TES
TOT-,
:SOT '�B;c C 71D� _Et sF��
T_OT& y.B.v '��
�.
LAB ANALYST III
2
1
1
1
1
PRE - TREATMENT COORD II
1
1
1
1 1
0
POLICE SERGEANT
VWV SCADA COORDINATOR
1
1
1
26
0
0 0 0 0 0 0
LAB ANALYST II
1
1
1
0
SR PC NETWORK TECHNICIAN
2
1
1
1
1
CHIEF VWVTP OPERATOR
4
4
3
1
0
INST /CONTROLS SPECIALIST
1
1
1
0
PRE - TREATMENT SPECIALIST
1
1
1
0
SR TRAFFIC SIGNAL TECH
2
2
1
1
0
CONSTRUCTION INSPECTOR
3
2
1
1
1
1
WW DATA TECHNICIAN
1
0
1
1
NETWORK ADMINISTRATOR
1
1
1
0
RADIO TECHNICIAN It
1
1
1
0
TRAFFIC CONT UTIL WORK III
1
1
1
0
TRAFFIC SIGNAL TECH
3
3
3
0
SURVEYOR
1
1
1
0
RADIO TECHNICIAN
1
1
1
0
PC TECHNICIAN
1
1
1
0
CODE ENFORCEMENT OFFICER
1
0
1
1
SST WWTP OPERATOR C
1
1
1
1 0
25
19 0
6 0 0
5
5 0 0 0 0
TOTAL
30
1
83%
63% 0%
20% 0% 0%
17%
17% 0% 0% 0% 0%
; s Lx oa &;re:»z•+s ss''y. i ? ar '"s
O .. 1
J OB GROUP 03INTERNAI. ,*
TOT-,
FTES
!
MUNICIPAL RECORDS COORDINATOR
1�
1 1
0
POLICE SERGEANT
25
25 20 5
0
TOTAL
26
26 21 0 5 0 0
0 0 0 0 0 0
100% 81% 0% 19% 0% 0%
0% 0% 0% 0% 0% 0%
D p 2007 Equal Employment Opportunity Program Page 18 of 40
D
City of Pueblo, Colorado March 2008
® Human Resources Department
Protective Services (04): Occupations in which workers are entrusted with public safety, security and
protection from destructive forces.
. Z` .
JOB GROUP t04 EXTERNAL"'' ^r w� =prTOT
{ ' G• .X... E5 '. �t:�.r'.' 1��..,.*�'d `':'.'lo .� �' °,
FTES
' ;
'+at,,iz,3*.t�s*..0^*
.;TOT F
. .o ' S� MALES., .� L
£e. 6 �7,: �, C,a;1; � px.� �t� Et1k! ,, ` F �;
FEMALES , < to f �"
ra .,f tom;!
TOTi f t B .. e.+ C_ � ._} D L ws ,..A E L? .a. "._F,._ -�.
EMERG SERV DISPATCHER
19
3 2
1
jeTOT
16 8
8
FIREFIGHTER
27
25 19
6
D
2 1
1
PARKING ENFORCER
2
0
, r. ..-.e
..1 ;.. .. , x
. ..n F
2 1
1
POLICE PATROL OFFICER
94
82 53 1
25 1
2
12 11
1
110 74 1
32 1
2
32 21 0
11 0 0
TOTAL
142
EMERGENCY MEDICAL OFFICER
27
24
21
3
3
77% 52% 1%
23% 1 %
1%
1 23% 15% 0%
8% 0% 0%
04 L..'}�y
TOTi?v
�k. 4ni'.
<":teA MALES,; +;
JOB GROUP .05 INTERNALS rzx
JOB`GROUP INTERNA
OB GROUP 05 EXTERNAL
FTES
jeTOT
° zD
� B tv, '
'� j C
'E
F
T_CI T
" ^ °x
..'.':<..C�._'.", d B 2
A CCOUNTING TECHNICIAN IV
D
TOT
3 1 2n,a
A DMINISTRATIVE TECHNICIAN
10
U
, r. ..-.e
..1 ;.. .. , x
. ..n F
:
.�,.
M.
�,:�� �`���,
��` t _
e_�.�1a a„aP �.�,a.� d
ADMINISTRATIVE ASSISTANT
1
0
,..
1
BENEFITS COORDINATOR
1
0
EMERGENCY MEDICAL OFFICER
27
24
21
3
3
3
FIRE ENGINEER
38
38
35
3
0
FIRE INSPECTOR
2
2
2
0
0
PLANNER LAND USE
POLICE CORPORAL
55
45
34
10
1
10
8 2
POLICE SUPPORT TECH 1
3
1
1
1
2
2
POLICE SUPPORT TECH II
1
1
1
TOTAL
9
0
SR EMERG SERV DISPATCHER
3
0
33%
3
3
67%
56% 0% 11% 0% 0%
111
93 0
17
0 1
18
16 0 2 0 0
TOTAL
129
86%
72% 0%
13%
0% 1 %
14%
12% 0% 2% 0% 0%
Para - Professionals (05): Occupations in which workers perform some of the duties of a professional or
technician in a supportive role. Usually requires less formal training and /or experience than is normally required
for professional or technical status.
rA' -,� •`i''' Ra'.w`t
t y
TOTi?v
�k. 4ni'.
<":teA MALES,; +;
JOB GROUP .05 INTERNALS rzx
FTES
TOT
OB GROUP 05 EXTERNAL
FTES
jeTOT
° zD
� B tv, '
'� j C
'E
F
T_CI T
" ^ °x
..'.':<..C�._'.", d B 2
A CCOUNTING TECHNICIAN IV
3
_
3 1 2n,a
A DMINISTRATIVE TECHNICIAN
10
U
, r. ..-.e
..1 ;.. .. , x
. ..n F
:
.�,.
M.
0 0 0 0 0 0
ADMINISTRATIVE ASSISTANT
1
0
1
1
BENEFITS COORDINATOR
1
0
1
1
GRANT REPORTIPROPERTY SPC
1
0
1
1
HOU /COMM DEV COORD
1
1
1
0
PLANNER (ENVIRONMENTAL)
1
1
1
0
PLANNER LAND USE
3
1
1
2
2
SECRETARY TO CITY MANAGER
1
0
1
1
3
3 0 0
0 0
6
5 0 1 0 0
TOTAL
9
33%
33% 0% 0%
0% 0%
67%
56% 0% 11% 0% 0%
7.., :.a.tSaa x:
i
OT
T.
�k. 4ni'.
JOB GROUP .05 INTERNALS rzx
FTES
TOT
€.TOTL.
B�.'i,;'iCrH
ti „D,};
+
”- E_`Fq
" ^ °x
..'.':<..C�._'.", d B 2
A CCOUNTING TECHNICIAN IV
3
0
3 1 2n,a
A DMINISTRATIVE TECHNICIAN
10
0
10 5 5
POLICE PAYROLL TECHNICIAN
1
0
1 1
0 0 0 0 0 0
14 7 0 7 0 0
TOTAL
14
0% 0% 0% 0% 0% 0%
100% 50% 0% 50% 0% 0%
D D 2007 Equal Employment Opportunity Program Page 19 of 40
p City of Pueblo, Colorado March 2006
® Human Resources Department
Administrative Support (06): Occupations in which workers are responsible for internal and external
communication, recording and retrieval of data and /or information and other paperwork required in an office.
Internal positions were placed in two groups. In most instances, job group 06 — External would be used as
feeder forjob group 06 — Internal A and the latter would be used as feeder forjob group 06 — Internal B.
A -
c, , c x Z o. e
OBGROUP O6 'EXTERNAL!
.tix. ° _. i u a.'.�T lee :E:.•,F:.`,vx'* !S1.
i
TOT,
" r t : 1
FTES
TOT' °?
� ,B,,...
"a'1C_ "G
Z,D, a'*m ew`Ei<;� '- �F,
"`TOT �vB sa�'.?a
C,v
''?3
"°1,:'E
CLERK TYPIST III
7
0
7 5 2
TOTAL
7
0 0 0 0 0 0
7 5 0 2 0 0
13
0
0% 0% 0% 0% 0% 0%
100% 71% 0% 29% 0% 0%
t " nC ' i' 0 " R x. i,.;: ""LT2 jai
TOT
-° -
EMALESt'�
JOB GROUP 6 INTERNALA z�'
2
0
2
1
1
LEAD COURT TECHNICIAN
2
0
:.,;
5 ,1
��.. -_ wv�a....... N
2
u
n
SR CLERK TYPIST
13
0
...r"�
` 0
_zs
13
7
A CCOUNTING TECHNICIAN II
3
1 1
2 1 1
CIVIL SERVICE TECHNICIAN
1
0
1 1
COURT TECHNICIAN
1
0
1 1
INVESTIGATIONS TECH
1
0
1 1
LAND USE RECORD TECH
1
0
1 1
LAND USE TECHNICIAN
2
1 1
1 1
PARKS & REC TECHNICIAN
1
0
1 1
PAVEMENT MANAGEMENT TECHNICIAN
1
1 1
0
POLICE SERVICE REP
2
0
2 2
RECORDS TECHNICIAN
7
0
7 4 3
W AREHOUSE CLERK
1
0
1 1
3 2 0 1 0 0
18 12 0 6 0 0
TOTAL
21
14% 10% 0% 5% 0% 0%
86% 57% 0% 29% 0% 0%
J OB GROUP 06 INTERNAL B',
JOT
FTES
Y z'. - `t t MALES'^ ?:: �^za ., m
EMALESt'�
A CCOUNTING TECHNICIAN III
2
0
2
1
1
LEAD COURT TECHNICIAN
2
0
!'
P'.
2
1
1
SR CLERK TYPIST
13
0
...r"�
` 0
_zs
13
7
6
A UTO MECHANIC
0 0 0
0 0
0
17
9 0
8 0 0
TOTAL
17
2
2 1 1
0
ELECTRICIAN
1
1 1
0
TRAF SGNS /MKG SPEC
0% 0% 0%
0% 0%
0%
100%
53% 0%
47 0% 0%
Skilled Crafts (07): Occupations in which workers perform jobs which require special manual skills and a
thorough and comprehensive knowledge of the processes involved in the work, which is acquired through on-
the -job training and experience or through apprenticeship or other formal training programs. In most cases,
incumbents exercise considerable independent judgment and usually receive an extensive period of training.
6 f�
TOT
Y z'. - `t t MALES'^ ?:: �^za ., m
G. ;.. Fyi„ �` FEMALES?i ,'�f +
JOB G EXTERNAL'`i'
FTES
' Fs�.
�r i
T_0_T
B
. C_s
..�
xr
!'
P'.
i
_
e n s
t
...r"�
` 0
_zs
. y
LD .`:
,t_
A UTO MECHANIC
6
6 3 3
BLD /GRND MAINT MECHANIC
2
2 2
0
CARPENTER
2
2 1 1
0
ELECTRICIAN
1
1 1
0
TRAF SGNS /MKG SPEC
2
2 1 1
0
UTILITY & MAINT WORKER 1
1
1 1
0
WELDER
1
1 1 1
0
15 9 0 6 0 0
0 0 0 0 0 0
TOTAL
15
100% 60% 0% 40% 0% 0%
0% 0% 0% 0% 0% 0%
2007 Equal Employment Opportunity Program Page 20 of 40
p City of Pueblo, Colorado March 2008
® Human Resources Department
JOB ROUP:,O . I TERNAs f�' ,. M+..
a
TOT,
sa; ...s> .'..ti +ACA x >r sMALESt a
��"r^`Y '?''�wr
w'S 4a. 3° Zuw`a'FEMALEBe
.:
AIRPORT MAINTENANCE MECH
1
1
1
16
0
AREA CREW LEADER
2
2
2
1
0
EQUIPMENT OPERATOR IV
9
9
3
5 1
0
INSPECTOR - STORMWATER UTILITY
1
1
1
UTILITY WORKER
0
PARKS MAINTENANCE MECH
3
3
2
1
0
PARTS CLERK
2
2
1
1
0
STREETINSPECTOR
3
3
3
0%
0
SWEEPER OPERATOR
4
4
3
1
0
UTILITY WORKER III
2
2
2
0
WW INSPECTOR
1
1
1
1 0
28
16 0
11 0 1
0 0 0 0 0 0
TOTAL
28
100%
57% 0%
39% 0% 4%
0 0% 0% 0% 0% 0%
Service Maintenance (08): Occupations in which workers perform duties which result in or contribute to the
comfort, convenience, hygiene or safety of the general public or which contribute to the upkeep and care of
buildings, facilities or grounds or public property. Workers in this group may operate machinery.
Internal positions were placed in four groups. In most instances, some positions in job group 08 — Internal A
would be used as feeder for job group 06 — Internal B, some positions In job group 08 — Internal B would be I
as feeder for job group 08 — Internal C and the latter would be used as feeder forjob group 08 — Internal D.
J OB GROUP OS EXTERNAL". ?,
TOT
"�: .<: =i MALES �.- i ' t
„� " ' i,FEMALESy '�+
FTES
3
3 2 1
0
EQUIPMENT OPERATOR 1
16
15 8 1 5 1
1 1
PARK CARETAKER 1
BUILDING CUSTODIAN
1
1
1
3
0
0
PAINTER
2
2
1 1
WW UTILITY WORKER 1
0
2 2
UTILITY WORKER
2
2
2
1 1 0 0 0 0
0
34
TOTAL
5
5
3 0 2 0
0
0 0 0
0 0 0
100%
60% 0% 40% 0%
0%
0% 0% 0%
0% 0% 0%
�,4. a' �.c�
J OB GROUP 08 INTERNAL A ,L
-Ii_ '.«.Pd�_,..L.G�,- A x.!ty ...,, ','�;`' '....:
TQT
DES
"_,'':' i rtn' vs£xw� MALES 9 t 'm` m ,,� i - .g'- y�' a.,
gTGT . ,uB : a_° C F ?g„ . ` < E '. - u� F. „7
�F`"i:'I
-
�, TO,T, ° . 4 B6uS ' z t <, < �
A IRPORT UTILITY WORKER
3
3 2 1
0
EQUIPMENT OPERATOR 1
16
15 8 1 5 1
1 1
PARK CARETAKER 1
9
9 6 3
0
WATER RECLAMATION WKR 1
3
3 1 1 1
0
WATER RECLAMATION WKR II
1
1 1
0
WW UTILITY WORKER 1
2
2 2
0
WW UTILITY WORKER II
4
33 20 2 10 1 0
1 1 0 0 0 0
TOTAL
34
16 9 0 7 0 0
1 1 0 0 0 0
97% 59% 6% 29% 3% 0%
1 3% 3% 0% 0% 0% 0%
; """ eMTOTF',_e.t;',
JOB GROUP t OS INTERNAL 'B ^ #
-$7 ,g,; °rMALES �s �nSk
mr:kr�'!�t..M§ s:;FEMALES�t ,,s'z
FTES
ht vtT s ;5;
EQUIPMENT OPERATOR II
5
5 2 3
0
GARDENER
1
0
1 1
PARK CARETAKER II
6
6 5 1
0
SR AIRPORT UTILITY WORKER
1
1 1
0
WW UTILITY WORKER II
4
4 1 3
0
TOTAL
17
16 9 0 7 0 0
1 1 0 0 0 0
94% 53% 0% 41% 0% 0%
6% 6% 0% 0% 0% 0%
� [
C�� [D �& 2007 Equal Employment Opportunity Program Page 21 of 40
rD City of Pueblo, Colorado March 2008
Human Resources Department
JO 'GROUP :',,�O -, INTERNA4-,D —1
, t
ot
v"-vJj
MACE
11
FE
1
ki
0
VWV LIFT STATION OPERATOR
2
2 1 1
0
VANTP MAINT MECHANIC
2
2 1 1
0
T
;
5 3 0 2 0 0
0 0 0 0 0 0
TOTAL
5
00% 60% 0% 40% 0% 0%
0% 0% 0% 0% 0% 0%
WW UTILITY WORKER IV
5
1 5 2 3
0
5 2 0 3 0 0
0 0 0 0 0 0
TOTAL
5
1
100% 40% 0% 60% 0% 0%
0% 0% 0% 0% 0% 0%
JO 'GROUP :',,�O -, INTERNA4-,D —1
MACE
11
SIR WWTP MAINT MECHANIC
1
1 1
0
VWV LIFT STATION OPERATOR
2
2 1 1
0
VANTP MAINT MECHANIC
2
2 1 1
0
5 3 0 2 0 0
0 0 0 0 0 0
TOTAL
5
00% 60% 0% 40% 0% 0%
0% 0% 0% 0% 0% 0%
D � ED :.���,: 2007 Equal Employment Opportunity Program Page 22 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
SECTION V. DETERMINING AVAILABILITY
The purpose of this section is to establish a benchmark against which the current City workforce can be
compared in order to determine whether barriers to equal employment opportunity may exist within particular
job groups.
City job groups are composed of job titles with different availability rates. Thus, the job groups are separated
into subgroups of jobs with similar availability rates and availability is determined for each subgroup. A
composite availability figure for the job group is then calculated. The availability is weighted for each subgroup
by the proportion of total job group incumbents. The composite availability for each job group is the sum of the
weighted availability estimates for each subgroup. The composite weighted availability is computed by
determining the percentage of total job group incumbents represented in each subgroup (Value Weight),
multiplied by the corresponding availability for that subgroup, and summing the results.
Availability was separately determined for minorities and females for each job group, and was drawn in such a
way as not to have the effect of excluding minorities or females. For each job group, the reasonable
recruitment area was identified. For each job subgroup where a feeder pool was used, the pool of promotable,
transferable, and trainable employees was identified.
Officials and Administrators (01)
All department directors are appointed by the City Manager. For most other positions in this job group, the City
Manager has the option of promoting from within or making recruitments available to the public. In cases
where it is unknown how the City Manager will proceed, availabilitv is drawn from nation -wide oocls.
Job Group: Ot - External
p '
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
Female Minority
2000 Census Occupational Codes, nation -
City Manager: Must demonstrate knowledge of
wide: Chief executives; general and
modern municipal management practices and
operations managers; advertising and
principles. Must be knowledgeable in the areas of
promotions managers; marketing and sales
modern municipal budgeting practices and capital
38.46%
15.48%
3.03%
1.17 ° /
0.47%
managers; public relations managers;
improvement financing practices. Requires strong
administrative services managers; computer
management skills and the ability to effectively utilize
and information systems managers; financial
employees, resources and time. Must have strong
managers; human resources managers;
verbal and written communications skills.
purchasing managers; and social and
i community service managers
Municipal Court Judge: This position requires
graduation from an accredited law school, admitted
2000 Census Occupational Codes, nation -
to practice law in the State of Colorado, and at least
°
37.35%
°
16.85%
°
3.03%
1.13%
°
0.51%
wide: Judges, magistrates, and other
five years in the practice of law.
udicial workers
Police Chief: This position requires graduation from
2000 Census Occupational Codes, nation -
a college or university and special training in police
wide: First -line supervisors /managers of
administration, and ten years of successful
12.81%
17.99%
3.03%
0.39%
0.55%
correctional officers; first -line
experience in police work or any equivalent
supervisors/managers of police and
combination of education and experience,
detectives
Fire Chief: The position requires a Bachelor's
degree with coursework or equivalent in fire science,
2000 Census Occupational Codes, nation -
public administration, management or related areas
2.90%
10.70%
3.03%
0.09%
0.32%
wide: First -line supervisors/managers of fire
and ten years of experience in the fire service, with
fighting and prevention workers
five of those years in a supervisory role.
Director of Finance, ACM of Finance and Tax
2000 Census Occupational Codes, nation -
Administrator: These positions require a
Bachelor's degree in Accounting or Business
55.13%
20.53%
9.09%
5.01%
1.87%
wide: Financial managers, accountants and
Administration, and extensive CPA experience
auditors, budget analyst, financial analysts,
including responsible charge of such work.
and financial examiners
Director of Information Technology: This position
2000 Census Occupational Codes, nation -
requires a Bachelor's degree in an Information
29.73%
15.86%
3.03%
0.90%
0.48%
wide: Computer and information systems
Technology related field and at least seven years of
highly responsible experience.
managers
Fleet Superintendent: This position requires seven
requires
2000 Census Occupational Codes, nation -
years of experience in fleet maintenance,
g 15%
1741
3.03 %
0.25 ° /
0.53%
wide: First -line supervisorsfmanagers of
three years of that experience being in a supervisory
mechanics, installers, and repairers
level.
D ED 2007 Equal Employment Opportunity Program Page 23 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
Job Group: 01 External
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
Female Minorit
Director of Housing /Community Services: This
position plans, develops and implements a
community housing rehabilitation program and a
2000 Census Occupational Codes, nation -
housing rehabilitation loan program. It requires a
°
20.39%
3.03%
°
1.71%
°
0.62%
wide: Property, real estate, and community
Bachelor's degree in Business Administration,
F56.42%
association managers and social and
Engineering, Public Administration or related and
community service managers
five years of responsible related experience
Director of Purchasing: This position requires a
Bachelor's degree in Business, Public Admin. or a
closely related field, and five years of experience in
40.23%
15.51 %
3.03%
1.22°/
0.47%
2000 Census Occupational Codes, nation -
connection with the purchase of supplies for a large
wide: Purchasing managers
organization, two years of which shall have been in
responsible charge of such work.
ACM of Public information and Assistant City
Manager: These positions require a Bachelor's
2000 Census Occupational Codes, nation -
degree in Mass Communication, Journalism, Public
wide: Advertising and promotions
Administration
r ation or a related field and professional
o
46.28%
14.42%
6.06%
2.80%
0.87%
managers; marketing and sales managers;
experience in communications, public or media
public relations managers; and public
relations.
relations specialists
ACM of Community Development and ACM of
Urban Renewal: These positions require a
34.22%
15.32%
6.06 %
2.07%
0.93%
2000 Census Occupational Codes, nation-
Bachelor's degree in Urban Planning or a related
wide: Urban and regional planners
field and related professional experience.
Director of Public Works, Asst. Director of Public
2000 Census Occupational Codes, nation -
Works, and Traffic Engineer: These positions
wide: Engineering managers; civil
require at least a Bachelor's degree in Engineering
o
11.83%
°
16.36 /0
°
9.09%
o
1.08 /0
o
1.49 /o
engineers; environmental engineers;
and related professional -level experience.
industrial engineers, including health and
safet ; materials engineers
Director of Parks and Rec., ACM for Recreation,
Park Area Coordinator, Parks Supt., Wastewater
Director, Stonnwater Utility Director, Streets
Superintendent, and WWTP Operations Manager:
26.27%
14.58%
24.24%
6.37%
3.53%
2000 Census Occupational Codes, nation -
These positions plan, direct, or coordinate the
wide: General and operations managers
operations in their respective areas. No appropriate
match was found in the 2000 Census other than that
of general and operations managers.
City Clerk and ACM of Contract Services: These
positions require a Bachelor's degree and extensive
2000 Census Occupational Codes, nation -
related experience. No appropriate match was
°
34.9D%
17.72%
°
6.06%
°
2.12%
°
1.07%
wide: Managers, all other
found in the 2000 Census other than that of all other
Managers.
Civil Service Administrator: This position plans,
develops, coordinates and administers an
2000 Census Occupational Codes, nation -
examination program for the City classified service.
wide: Education administrators, instructional
It requires a Bachelors degree in Psychology, Public
63.08%
23.28%
3.03%
1,91%
0.71%
coordinators; compliance officers, except
or Business Administration or closely related; and
agriculture, construction, health and safety,
three years of experience in personnel, testing, or
and transportation; and human resources
related.
training, and labor relations specialists
Airport Manager of Operations and Maintenance:
This position requires a Bachelor's degree in
2000 Census Occupational Codes, nation -
Aviation Management and six years experience in
18.41%
16.52%
3.03%
0.56%
0.50%
wide: Air traffic controllers and airfield
airport operations including four years of supervisory
operations specialists
experience.
Building and Grounds Maint. Supt: This position
2000 Census Occupational Codes, nation -
requires a high school diploma or G.E.D. and a
wide: Construction managers, first -line
minimum of five years experience in building
4.69%
14.91%
3.03%
0.14%
0.45 %
supervisors /managers of construction trades
maintenance and repair, including one year in a
and extraction workers, construction and
supervisory capacity.
inspectors
Recreation Center Coordinator and Ice Arena
- building
2000 Census Occupational Codes, nation -
Manager: These positions should have a Bachelor's
wide: Recreation and fitness workers, and
degree in Recreation, Physical Education or related
54.81%
24.16%
6.06%
3.32%
1.46%
miscellaneous entertainment attendants and
field and extensive experience in public recreation
related workers
facility management.
Total
100.00%
32.23%
16.83%
D [D a TMs,. 2007 Equal Employment Opportunity Program Page 24 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
Job Group: 01 Internal
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
Female Minority
Asst. Fire Chief and Deputy Fire Chief: These are
promotional positions, which require eight years
Pueblo Fire Department Employees: Fire
successful experience in the fire service with the
0%
0%
62.50%
0.00%
0.00%
captain and assistant training officers with at
City, including three years experience as Fire
least three years of service in the position
Captain.
WWTP Lab Supervisor: This promotional position
requires a Bachelor's degree in Chemistry,
City employees in the Wastewater
Microbiology, or related field and five years of
25.00%
0%
12.50%
3.13%
0.00°/
Department: Pretreatment Coordinator 11
laboratory experience, two of which should have
and Lab Analysts 11 /111
been in the wastewater treatment field.
WWTP Maintenance Supervisor and WWTP
City employees in the Wastewater
Superintendent: These positions require a high
Department: WW Engineering Supervisor,
school diploma or G.E.D. and significant Wastewater
WW Collections Supervisor, Sr. WWTP
Treatment Plant experience, including experience in
0%
47.06%
25.00%
000%
1177%
Maintenance Mechanic, Chief WWTP
a large (greater than 5 MGD) mechanical
.
.
Operator, WW Inspector, WW Lift Station
Wastewater Treatment Plant or advanced treatment
Operator, WW Utility Worker IV, WWTP
facility. Some of that experience should be in a
Maintenance Mechanic, Asst. WWTP
supervisory capacity.
Operator C
Total
100.00%
3.13%
11.77%
D D r 2007 Equal Employment Opportunity Program Page 25 of 40
p City of Pueblo, Colorado March 2008
® Human Resources Department
Professionals (02)
For most non - promotional positions, availability in this job group is drawn from Pueblo County, and from the
State of Colorado for positions that may not yield enough Pueblo area applicants. In accordance with the
City's union contract, availability for some positions in this job group should first be drawn from City employees
before recruiting the general public. Thus, availability for most promotional positions is drawn from personnel
records (HTE). When we cannot reliably estimate how many employees have the required education and
experience, availability was drawn using the 2000 Census.
Job Group: 2 - External
P
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
9
Female Minority
Survey Party Chief /LS and Survey Party
Chief: These positions require a
Bachelor's degree in Civil Engineering
2000 Census Occupation Codes, State of
Technology and two years of successful
17.40%
7.13%
4.55%
0.79%
0.32%
Colorado: Surveyors, cartographers, and
experience as Surveyor on Public Works
photogrammetrists
projects or at least four years of experience
as a Surveyor on Public Works projects.
HR Analyst and Employment/Benefits
2000 Census Occupation Codes, State of
Specialist: These positions require a
Colorado: Human resources, training, and
Bachelor's degree in a related area and two
0
68.43/0
0
19.38/0
0
6.82/0
0
4.67/0
0
1.32/0
labor relations specialists; interviewers,
ears experience in human resources, or
Y P
except eligibility and loan; and human
any other appropriate combination of
resources assistants, except payroll and
experience and education.
timekeepin
Senior Network Administrator, Senior
2000 Census Occupation Codes, State of
Business Systems Analyst, GIs
Colorado: Computer scientists and
Coordinator and Project Manager: These
systems analysts; computer programmers;
positions require a Bachelor's degree in
24.55%
32.08%
13.64%
3.35%
4,37%
computer software engineers; computer
GIS, Information Technology, Computer
support specialists; database administrators;
Technology, or a related field with related
network and computer systems
professional experience.
administrators; and network systems and
data communications analysts
Metro Planning Org. Administrator: This
position requires a Master's degree in
32.77%
3.83%
2.27%
0.74%
0.09%
2000 Census Occupational Codes, State
Urban, Regional, or Transportation
of Colorado: Urban and regional planners
Planning and six years of experience.
Buyer /Contract Planner: This position
requires an Associate's degree in Business
2000 Census Occupational Codes, State
Administration or a related field and at least
o
58.77 /0
0
10.55 /0
0
2.27 /0
0
1.34 /0
0
0.24 /o
of Colorado: Purchasing agents and
two years of related procurement
buyers, except farm products; and wholesale
experience.
and retail buyers, except farm products
Probation Case Manager: This position
2000 Census Occupational Codes,
requires a Bachelor's degree in Criminal
Pueblo County: Social and community
Justice, Sociology, Psychology, Social
service managers; psychologists;
Work, or directly related field and at least
65.17%
40.69%
2.27%
1.48%
0.92%
miscellaneous social scientists, including
three years of experience working with
sociologists; counselors; social workers; and
caseloads, probationers, parolees, or
miscellaneous community and social service
similar high -risk clientele.
specialists
2000 Census Occupational Codes,
Pueblo County: administrative services
Court Administrator: This position
managers; advertising and promotions
requires a Bachelor's degree in business,
managers; court, municipal, and license
public or court administration, or other
54.91 %
33.57°/
2.27%
1.25%
0.76%
clerks; first -line supervisors /managers of
related field and five years professional
non - retail sales workers; first -line
administrative experience including
supervisors /managers of office and
handling personnel related matters.
administrative support workers; and first -line
supervisors /managers of personal service
workers
2000 Census Occupation Codes, Pueblo
Accountant 1 /II and Tax Auditor II: These
County: Accountants and auditors; budget
positions require a Bachelor's degree in
64.66%
24.89%
13.64%
8.82%
3.39%
analysts; financial analysts; financial
accounting or related field plus two to six
examiners; tax examiners, collectors, and
years related experience.
revenue agents; and all other financial
specialists
D � D r -,r 2007 Equal Employment Opportunity Program Page 26 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
Job Group: 02 - External
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
9
Female Minority
Recreation Supervisor: This position
requires a Bachelor's degree in Recreation,
2000 Census Occupational Codes,
Physical Education or a related field and at
°
51,61%
0
42.58%
0
2.27 /
0
1.17%
°
0.97%
Pueblo County: Athletes, coaches,
least two years of experience planning and
umpires, and related workers; recreation and
organizing recreational programs.
fitness workers
2000 Census Occupational Codes,
Traffic Control Supervisor: This position
nation -wide: Electrical and electronics
requires a high school diploma or G.E.D.,
engineers; radio and telecommunications
special training in electronics or a related
equipment installers and repairers; electric
field and at least four years of successful
°
10.85%
°
23,36%
°
2.27%
°
O.25%
°
0.53%
motor, power tool, and related repairers;
experience in an electrical or electronic
electrical and electronics repairers;
related field,
industrial, utility, and transportation
equipment, and electronic equipment
installers; and motor vehicle repairers
Communications Supervisor: This
position requires a high school diploma, or
2000 Census Occupational Codes, State
G.E.D. and special training in physics, radio
of Colorado: Radio and
science and electronics as well as at least
telecommunications equipment installers
seven years of experience performing
15.19%
2419%
2.27%
0.35%
0.56%
and repairers; electrical and electronics
maintenance on two -way mobile
repairers; industrial, utility, and
communications equipment, trunked radio
transportation equipment, and electronic
systems, and microwave equipment. Must
equipment installers and repairers, motor
have supervisory experience.
vehicles
Associate Engineer I & II, Traffic
Engineering Analyst, Stormwater
Coordinator, Civil Engineer /Const.,
Associate Engineer II /Storm Water
°
15.10/
°
8.23/°
°
20.45 /°
°
3.09/°
°
1.68/°
2000 Census Occupational Codes, State
Utility, Engineering Manager, and WW
of Colorado: Civil engineers
Engineering Supervisor: Require a
degree in Civil Engineering or related and
extensive related experience.
Parks Supervisor: This position requires a
high school diploma or its G.E.D. equivalent
and four years of experience in connection
2000 Census Occupational Codes,
with grounds and facility maintenance, plant
2.35%
48.00%
4.55%
0.11%
2.18%
pueblo County: Grounds maintenance
propagation and cultivation, automated
workers
computerized irri ation systems.
2000 Census Occupational Codes, State
Police Support Technician Supervisor
of Colorado: First -line
and Police Records Administrator:
supervisors/managers of correctional
These positions supervise, train, delegate
25.95%
25.31%
4.55%
1.18%
1.15%
officers; supervisors of all other protective
work schedules, and evaluate performance
service workers; bailiffs, correctional officers,
of employees in the Police Department.
and jailers; miscellaneous law enforcement
workers; and animal control workers
Senior Planners: This position requires a
degree in Urban, Regional, or
Transportation Planning and extensive
32.77%
3.83%
11.36%
3.72%
0.44%
2000 Census Occupational Codes, State
related experience in urban, regional or
of Colorado: Urban and regional planners
transportation planning.
Web Coordinator: This position requires
2000 Census Occupational Codes,
educational background in Information
38.64%
38.64%
2.27%
0.88%
0,88%
Pueblo County: Computer operators,
Technology and closely related experience.
computer programmers and computer
specialists
Shop Supervisor: This position requires at
- support
least a high school diploma or G.E.D. and
2000 Census Occupational Codes,
must be A.S.E. Master Auto or Master
nation -wide: First -line
Truck certified and A.S.E. P1 or P2
8.15%
17.41%
2.27%
0.19%
0.40%
certified. Must also have at least four years
supervisors /managers of mechanics,
of successful, related experience including
installers, and repairers
experience in a supervisory capacity.
Total
100.00%
3136%
20.22%
D D .;;a? 2007 Equal Employment Opportunity Program Page 27 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
Job Group: 02 - Internal
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
9
Female Minority
Police Deputy Chief: This is a promotional
City employees in the Police Department:
position, which requires two years
0%
0%
6.12%
0.00%
0.00%
Police Captains with over two years
satisfactory service as a Police Captain.
experience.
Fire Captain and Asst. Training
OfficerlCaptain: These are promotional
City employees in the Fire Department:
positions, which require an Associate
°
4.30 /°
°
8.60%
°
65.31%
°
2.81%
°
5.62%
Firefighter, Fire Engineer, Fire Inspector,
degree and five years combined fire
and Emergency Medical Officer who meet
service.
the time -in- service minimum qualifications
Police Captain: This is a promotional
position, which requires two and one -half
City employees in the Police Department:
a Police Sergeant or
0.00%
12.00%
16.33%
0.00°/
1.96 ° /
Police Sergeants meeting the minimum
Identification Sergeant.
qualifications.
Airport Maintenance Supervisor: This is
a promotional position that requires a high
0%
20.00
2.04%
0.00%
0.41%
City employees in the Airport
school diploma or G.E.D. and at least five
Department: Airport Utility Workers
years experience as Airport Utility Worker.
Dispatch Supervisor: This position
requires two years experience Senior
City employees in the Police Department:
Emergency Services Dispatcher r wi th the
100%
0%
2.04%
2.04%
0.00%
Senior Emergency Services Dispatchers
city.
who meet the minimum qualifications
Stormwater Utility Maintenance
Supervisor, WW Collections Supervisor
City employees in the Bureau of Public
and Streets Maintenance Supervisor:
Works: Street Inspector, Area Crew
These positions require a high school
2178%
47.22%
6.12%
0.17%
2,89%
Leader, Sweeper Operator, Equipment
diploma or its equivalency and four years of
Operator II and IV, Stormwater Inspector,
related repair, maintenance, and cleaning
Construction Inspector, Wastewater
experience, including successful
Inspector, and Wastewater Utility Worker IV
supervisory or lead work experience.
Asst. Traffic Control Supt.: High school
graduation or G.E.D. and four years of
experience in an electrical or electronic
0%
50.00%
2.04%
0.00%
1.02%
City employees in the Bureau of Public
related field which includes at least two
Works: Senior Traffic Signal Technician
years of experience as a Senior Traffic
Signal Technician for the City of Pueblo.
Total
100.00%
5.02%
11.90%
D p�,�a.:. 2007 Equal Employment Opportunity Program Page 28 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
Technicians (03)
For most non - promotional positions, availability in this job group is drawn from Pueblo County, and from the
State of Colorado for positions that may not yield enough Pueblo area applicants. In accordance with the
City's union contract, availability for some positions in this job group should first be drawn from City employees
before recruiting the general public. Thus, availability for most promotional positions is drawn from personnel
records (HTE). When we cannot reliably estimate how many employees have the required education and
experience, availability was drawn usino the 2000 Census.
Job Group: 03 - External
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
Female Minority
2000 Census Occupational Codes, Pueblo
Radio Technician and Radio Technician II: These
County: Radio and telecommunications
positions require a high school diploma or G.E.D.
equipment installers and repairers; electrical
and special training in physics, radio science and
17.27%
24.55%
6.67%
1.15%
1.64%
and electronics repairers, industrial, utility,
electronics, and successful experience in radio
and transportation equipment; and electronic
technical electronics maintenance work.
equipment installers and repairers, motor
vehicles
Surveyor: This position requires a two -year degree
in Surveying or Civil Engineering Technology with
2000 2000 Census Occupational Codes, Pueblo
survey coursework and two years of experience in a
11.76%
41.18%
3.33%
0.39%
1.37%
Cou nty: Surveyors, carto ra hers, and
cartographers,
similar position using comparable equipment, or five
photogrammetrists; drafters; and surveying
ears of experience in engineering survey work.
and mapping technicians
Network Administrator, PC Tech., and Sr. PC
2000 Census Occupational Codes, Pueblo
Network Tech.: These positions require educational
38.64%
38.64°/
13.33%
5.15%
5.15%
County: Computer operators, computer
background in Information Technology and closely
programmers and computer support
related experience.
specialists
Lab Analyst 111111, Pretreatment Coordinator II and
Pretreatment Specialist: Three of the four
positions in this subgroup require a Bachelor's
2000 Census Occupational Codes, State
degree with course work in Chemistry, Biology,
of Colorado: Chemical engineers;
Environmental Studies, or a related field and six to
28.29%
9.69%
16.67%
4.72%
1,62%
environmental engineers; biological
eight years of related laboratory testing experience,
scientists; chemists and materials scientists;
The Pretreatment Specialist was placed in this group
and environmental scientists and
because of the extensive experience required in
geoscientists
laboratory testing or civil or sanitary engineering.
2000 Census Occupational Codes, Pueblo
Traffic Signal Tech., Senior Traffic Signal Tech.,
County: Electric motor, power tool, and
Traffic Control Utility Worker III, and
related repairers; electrical power -line
Instruments /Controls Specialist: These positions
installers and repairers; electrical and
require a high school diploma or G.E.D. and
1.40%
22.63%
23.33%
0.33%
5.28 %
electronics repairers, industrial, utility, and
technical training, at least two years experience
transportation equipment; electricians;
related to electronics, and the equivalent of two
highway maintenance workers; and
years of formal electronics training.
miscellaneous transportation workers,
including bridge and lock tenders and traffic
technicians
Assistant WWTP Operator C and Chief WWTP
Operator: These positions require a high school
2000 Census Occupational Codes, State
diploma or G.E.D. and a State of Colorado Class "A"
6.03%
17.15%
16.67%
1.01%
2.86%
of Colorado: Water and liquid waste
Wastewater Plant Operators Certificate at time of
treatment plant and system operators
hire or promotion.
Wastewater Data Tech: This position requires two
years of college credit with emphasis in engineering,
scientific, or mathematical disciplines; a minimum of
2000 Census Occupational Codes, State
four years experience with Hansen Version 7
10.59%
49.71%
3.33%
0.35%
1.66%
of Colorado: Drafters and engineering
software and Microsoft Office software; two years
technicians
experience with AutoCAD 2001; and one year
experience with blueprints, plans and profiles for
underground pipelines, and map reading.
Construction Inspector: This position requires at
2000 Census Occupational Codes, State
least an Associate's Degree in Civil Engineering
10.63%
17.17%
10.00%
1.06%
1.72%
of Colorado: Construction and building
Technology or related field, and four years of related
p ublic works experience. I
I
inspectors
Cade Enforcement Officer: This position requires
2000 Census Educational Attainment,
a high school graduation or G.E.D. and the ability to
"R"
41.93%
31.33%
3.33%
1.40 ° /
L %
Pueblo County: Civilian labor force with at
possess and maintain a valid Colorado Class
least a high school graduation
driver's license.
D p air`i"> 2007 Equal Employment Opportunity Program Page 29 of 40
CD City of Pueblo, Colorado
March 2008
® Human Resources Department
Job Group: 03 - External
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
9
Female Minority
WW SCADA Coordinator: This position has the
following requirements:
2000 Census Occupation Codes, State of
1) Associate's degree in computer science,
Colorado: Computer scientists and systems
computer information systems, or related with
analysts; computer programmers; computer
four years of experience in programming and
software engineers; computer support
maintaining SCADA systems and PLCs.; or
specialists; database administrators; network
2) Bachelor's degree in computer science
°
°
17.17%
°
3.33%
°
0.35%
°
0.57%
and computer systems administrators; and
computer information systems, or a related field
network systems and data communications
with two years of experience in programming
analysts
and maintaining SCADA systems and PLCs; or
Note: The above was selected as availability
3) At least six years experience in programming
because nothing in the census was found
and maintaining SCADA systems and PLCs.
I
I
specifying expertise in SCADA Systems.
Total
100.00%
15.91%
1 22.91
Job Group: 03 - Internal
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
9
Female Minority
Municipal Records Coordinator: This position
City employees in all departments:
requires a high school diploma or G.E.D. and two
Positions of an equal or lower pay range,
years of municipal records management experience
85.92%
38.03%
3.85%
3.30%
1.46%
which may be able to qualify for this position.
as well as web design and maintenance experience
The feeder pool includes positions in the
and the ability to type accurately and at a moderate
Professional, Technician, Para - professional
speed.
and Administrative Support categories.
Police Sergeant: This is a promotional position that
City employees in the Police Depart ment:
requires four years as a Police Patrol Officer or
12.99%
20.78%
96.15 %
12.49%
19.98%
Police Officers and Corporals who meet the
Corporal.
minimum qualifications
Total
100.00%
15.79%
21.44%
2007 Equal Employment Opportunity Program Page 30 of 40
O City of Pueblo, Colorado March 2008
® Human Resources Department
Protective Services (04)
For non - promotional positions, availability in this job group is drawn from Pueblo County. Availability for
p romotional positions is drawn from personnel records HTE .
Job Group: 04 External
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
Female Minority
Firefighter: This position requires a high
2000 Census Occupational Codes, State of
school diploma or G.E.D, and current State of
15.1071411%
19.01 %
7287%
2.68%
Colorado: Emergency medical technicians,
Colorado EMT -Basic certification.
paramedics and Firefighters
2000 Census Educational Attainment,
Police Patrol Officer: These positions require
28.75%
18.91 %
66.20%
19.D3%
12.52%
Pueblo County: Some college or associate
a Bachelor's degree.
degree, Bachelor's degree and Graduate or
professional degree
2000 Census Occupational Codes, Pueblo
County: Switchboard operators, including
answering service; telephone operators;
communications equipment operators, all other;
billing and posting clerks and machine
operators; bookkeeping, accounting, and
Emergency Services Dispatcher: This
auditing clerks; payroll and timekeeping clerks,
position requires a high school diploma and
89.03%
34.54%
13.38%
11.91%
4,62°f
tellers; hotel, motel, and resort desk clerks;
typing proficiency on a computer.
library assistants, clerical; receptionists and
information clerks; information and record
clerks, all other; secretaries and administrative
assistants; computer operators; data entry
keyers; word processors and typists; office
clerks, general; and office and administrative
support workers, all other
Parking Enforcer: This position requires high
school graduation or a G.E.D. and the ability to
2000 Census Educational Attainment,
possess and maintain a valid Colorado Class
4=93-/.31
1.41%
0.59%
0.44%
Pueblo County: Civilian labor force with at
"R" driver's license.
least high school graduation
Total
100.00%
34.41%
20.26%
Job Group: 04 Internal
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
e
Weight
g
Female Minority
Senior Emergency Services Dispatcher:
This promotional position requires four years of
City employees in the Police Department:
satisfactory service as an Emergency Services
63.16 %
36.84%
2.33%
1.47%
0.86%
Emergency Services Dispatchers who meet the
Dispatcher.
minimum qualifications.
Fire Inspector and Fire Engineer: These
City employees in the Fire Department:
promotional positions require three years fire
0%
11%
31.01%
0.00%
3.45%
Firefighters who meet the minimum
service experience with the City.
ualifioations
Police Corporal: The fifty -five highest- ranking
12 73°/
24%
42.64 %
5.43%
10.08%
City employees in the Police Department:
Police Patrol Officers become Police Corporals.
The fifty-five most senior Police Patrol Officers
City employees in all departments: Admin.
Police Support Technician I: This promotional
Tech., Grant Report/Property Specialist, Police
position requires high school graduation or a
Payroll Tech., Accounting Tech. III, Lead Court
G.E.D. and a valid Colorado Class "R' driver's
°
96.30%
°
42,59%
233%
°
2,24%
°
0.99%
Tech., Sr. Clerk Typist, Warehouse Clerk, Land
license as well as a clean driving record.
Use Tech- Accounting Tech. II, Civil Service
Tech., Court Tech., Investigations Tech., Police
Service Rep., Records Tech., and Clerk Typist
Police Support Technician II: This is a
promotional position that requires candidates to
City employees in the Police Department:
City
have been a Police Support Technician I with
66,67%
33.33%
0.78%
°
0.52%
0.26%
Police Support Technician I
the Pueblo Police Department for at least one
ear.
Emergency Medical Officer: This position
requires three years of experience in the fire
City employees in the Fire Department:
service with the City and a valid EMT-
Intermediate Certification or above, a valid
0%
°
9.09/°
°
20.93/
°
0.00%
1.90%
Firefighters, Fire Inspectors and Fire Engineers
Advanced Cardiac Life Support Provider
who meet the minimum qualifications.
Certification and CPR Certification.
Total
100.00 %
9.65%
17.53°
p si 2007 Equal Employment Opportunity Program Page 31 of 40
E City of Pueblo, Colorado March 2008
® Human Resources Department
Para - Professionals (05)
For most non - promotional positions, availability in this job group is drawn from Pueblo County, and from the
State of Colorado for positions that may not yield enou h Pueblo area applic ants.
Job Group: 05 External
Raw Availability
Value
Weighted Availability
Source of Availability
Job Group: 05 Internal
Female Minority
Wei ht
9
Female Minority
Source of Availability
Secretary to City Manager and
Female Minority
Female Minority
Accounting Technicians IV and Police
Administrative Assistant: These positions
Payroll Technician: These promotional
2000 Census Occupational Codes, Pueblo
require a high school diploma or G.E.D. and
positions require a high school diploma or
County: First -line supervisors/managers of
college in office management and
o
84.54 /0
0
33.52 /0
0
22.22 /0
o
18.79 /0
a
7.45 /o
office and administrative support workers;
ping and a
bookkeeping and at least five years of
Accounting Technicians III and II
office /bookkeeping experience in a financial
secretaries and administrative assistants; office
progressively responsible para- professional
environment.
clerks, general; and office and administrative
experience in office management,
Administrative Tech.: This is a promotional
support workers, all other
Benefits Coordinator: This position requires a
City employees in all departments: Clerk
position that requires some experience as a
2000 Census Occupational Codes, Pueblo
Bachelor's degree in a related area and one
0
71.43 %
0
71.43%
o
20.4i /o
Typist III
clerk typist or similar.
County: Human resources, training, and labor
year of experience working with insurance
o
79.65%
0
5,96%
0
11.11 %
0
8.85 %
o
0.66 %
relations specialists; billing and posting clerks
benefits or related field.
26.12%
and machine operators; and insurance claims
and policy pro ceasin clerks
Housing and Community Development
Coordinator II: This position requires least a
2000 Census Occupational Codes, Pueblo
Bachelor's degree in Business Administration or
County: Property, real estate, and community
related field and two years of experience in
53.08%
17.38%
11.11%
5.90%
1.93%
association managers; appraisers and
construction management, real estate
assessors of real estate; residential advisors;
development, or redevelopment.
and real estate brokers and sales agents
Grant Reporting /Property Specialist: This
2000 Census Occupational Codes, Pueblo
position requires a Bachelor's degree with
County: Compliance officers, except
major course work in business or public
o
73,00%
0
41.0010
0
11.11 fo
0
8.11 J
4.56 o /o
agriculture, construction, health and safety, and
administration, and five years responsible
transportation; eligibility interviewers,
experience in compliance monitoring.
it
government programs; and loan interviewers
and clerks
Planners: These positions require a degree in
Urban, Regional, or Transportation Planning
32.77%
3.83%
44.44%
14.56%
1.70"/
2000 Census Occupational Codes, State of
and extensive related experience in urban,
Colorado: Urban and regional planners
regional or transportation planning.
Total
100.00%
56.21°%
16.30%
Raw Availability
Value
Weighted Availability
Job Group: 05 Internal
Weight
Source of Availability
Female Minority
Female Minority
Accounting Technicians IV and Police
Payroll Technician: These promotional
positions require a high school diploma or
T80%2000
28.57%
22.86%
5.71°%
City employees in the Finance Department:
G.E.D., and three years successful
Accounting Technicians III and II
office /bookkeeping experience in a financial
environment.
Administrative Tech.: This is a promotional
City employees in all departments: Clerk
position that requires some experience as a
o
100%
0
28.57 %
0
71.43 %
0
71.43%
o
20.4i /o
Typist III
clerk typist or similar.
Total
100.00%
94.29%
26.12%
D � p ";, 2007 Equal Employment Opportunity Program Page 32 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
Administrative Support (06)
For non - promotional positions, availability in this job group is drawn from Pueblo County. Availability for
p romotional positions is drawn from personnel records HTE .
Job Group: 0 6 External
Raw Availability
Female Minority
Value
e
Weight
g
Weighted Availability
Female Minority
Source of Availability
Female Minority
Weight
g
Female Minority
Pavement Management Technician: This
2000 Census Occupational Codes, Pueblo
City employees in the Finance Department:
position requires the ability to conduct
County: Switchboard operators, including
33.33%
11.76%
7.84%
3.91%
City employees in the Bureau of Public
measurements of the street and its structures
answering service; telephone operators; all
29.41 %
4.76%
1.40%
1.40%
Works: Positions of an equal or lower pay
and 2 years of experience or education or an
other communications equipment operators;
Clerk Typist: This position requires a high
range, which may be able to qualify for this
equivalent combination of education and related
billing and posting clerks and machine
school diploma or G.E.D. and minimum of
76.47%
72.99%
2433%
position
experience.
operators; bookkeeping, accounting, and
three years of successful related experience in
a
Tech., Court Tech., Accounting Tech. II, Civil
Land -Use Technician: This position requires
auditing clerks; payroll and timekeeping clerks;
a clerical position; at least two of these years
89,03%
34.54°/
100.00%
89.03%
34.54%
tellers; hotel, motel, and resort desk clerks,
must have been in a position that required
City employees in all departments: Positions
two years of experience in a position providing
library assistants, clerical; receptionists and
computer usage.
9.52%
9.36%
3,61%
of an equal or lower pay range, which may be
administrative support.
information clerks; all other information and
able to qualify for this position
Warehouse Clerk: This position requires high
record clerks; secretaries and administrative
school graduation or a GED, at least 30 hours
assistants; data entry keyers; computer
92.60%
40.02%
City employees in all departments: Positions
college level courses, one year of purchasing/
warehouse experience, at least two years
operators; word processors and typists; office
32.50%
4.76%
4.64%
1.55 %
of an equal or lower pay range, which may be
clerical experience, and one year of basic
clerks, general; and office and administrative
able to qualify for this position
supervisory experience.
support workers, all other
Total
100.00%
89.03%
34.54%
Job Group: 06 Internal A
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
g
Female Minority
Pavement Management Technician: This
City employees in the Finance Department:
position requires the ability to conduct
66.67°/
33.33%
11.76%
7.84%
3.91%
City employees in the Bureau of Public
measurements of the street and its structures
29.41 °%
29.41 %
4.76%
1.40%
1.40%
Works: Positions of an equal or lower pay
and 2 years of experience or education or an
range, which may be able to qualify for this
equivalent combination of education and related
95.45%
31.82%
76.47%
72.99%
2433%
position
experience.
Tech., Court Tech., Accounting Tech. II, Civil
Land -Use Technician: This position requires
Service Tech., and Clerk Typist
high school graduation or G.E.D. and at least
City employees in all departments: Positions
two years of experience in a position providing
98.28%
37.93%
9.52%
9.36%
3,61%
of an equal or lower pay range, which may be
administrative support.
able to qualify for this position
Warehouse Clerk: This position requires high
school graduation or a GED, at least 30 hours
100.00%
92.60%
40.02%
City employees in all departments: Positions
college level courses, one year of purchasing/
warehouse experience, at least two years
97.50%
32.50%
4.76%
4.64%
1.55 %
of an equal or lower pay range, which may be
clerical experience, and one year of basic
able to qualify for this position
supervisory experience.
Police Service Rep., Investigations Tech.,
Records Tech., Court Tech., Accounting
City employees in all departments: Clerk
P
Tech. 11, Civil Service Tech.: These are
100%
28.57%
80.95%
8095%
23.13%
promotional positions that require some
Typist III
experience as a clerk typist or similar.
Total
100.00%
96.36%
29.69%
Job Group: 06 Internal B
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
Female Minority
Accounting Technicians III: This promotional
City employees in the Finance Department:
position requires a high school diploma or
66.67°/
33.33%
11.76%
7.84%
3.91%
Accounting Technician II
G.E.D., and two years office experience.
Senior Clerk Typist: This position requires
City employees in all departments: Police
some experience in the specific department as
95.45%
31.82%
76.47%
72.99%
2433%
Service Rep., Investigations Tech., Records
a clerk typist or similar.
Tech., Court Tech., Accounting Tech. II, Civil
Service Tech., and Clerk Typist
Lead Court Technician: This promotional
position requires two years continuous
100.00%
100.00%
11.76%
11.76%
11.76%
City employees in the Municipal Court
experience working in the Municipal Court
Department: Court Technician
Department.
Total
100.00%
92.60%
40.02%
D E D � 2007 Equal Employment Opportunity Program Page 33 of 40
ED ® City of Pueblo, Colorado March 2008
® Human Resources Department
Skilled Crafts (07)
For non - promotional positions, availability in this category is drawn from Pueblo County. Availability for
Promotional positions is drawn from personnel records (HTE).
Job Group: 07 - External
Raw Availability
Value
Weighted Availability
Source of Availability
Job Group: 07 - Internal
Female Minority
Weight
9
Female Minority
Source of Availability
Female Minority
Female Minority
Airport Maintenance Mechanic: This position
2000 Census Occupational Codes, Pueblo
Electrician: This position requires a high
requires a high school diploma and at least
County: Electricians; electrical and electronics
school diploma or G.E.D. and four years of
3.27%
28.73%
6.67%
0.22/
192%
repairers, industrial, utility, and transportation
experience in related industrial electrical work.
3.57%
0.00%
0.71%
Senior Airport Utility Worker and Airport
electrical, plumbing, and carpentry repair and
equipment; electrical power -line installers and
Utility Worker
maintenance in an airport environment.
repairers; and electrical, electronics, and
Utility Worker III: This promotional position
electromechanical assemblers
Carpenter: This position requires a high school
City employees in the Parks and Airport
requires a high school diploma or G.E.D. and
2000 Census Occupational Codes, Pueblo
diploma or G.E.D. and at least six years of
3.26%
31.63%
13.33%
0,43%
4.22%
Ccunty: Cabinetmakers and bench carpenters;
professional experience in carpentry
Gardener, Park Caretaker 11, Airport Utility
rounds maintenance.
carpenters; and woodworking machine setters,
construction work.
Worker, Park Care Taker I and Utility Worker'
Street Inspector, Stormwater Inspector,
operators, and tenders, except sawing
City employees in the Bureau of Public
Wastewater Inspector and Area Crew
2000 Census Occupational Codes, Pueblo
Works: WW Utility Worker IV, WW Utility
Leader: These positions require extensive
County: Iron and steel workers; structural
51.11 %
25.00%
0.56%
12.78%
Worker 11, Utility Worker III, Equipment
experience in street, alley, and storm drainage
metal fabricators and fitters; forging machine
Operator IV, Equipment Operator II, and
maintenance and experience operating heavy
setters, operators, and tenders, metal and
Welder: This position requires a high school
Sweeper Operator
equipment.
plastic; rolling machine setters, operators, and
diploma or G.E.D. and at least three years of
2.04%
54.17%
6.67%
0.14%
3.61%
tenders, metal and plastic; machinists; molders
both arc and gas welding experience.
IV: These positions require experience
and molding machine setters, operators, and
City employees in the Bureau of Public
operating motorized street sweepers and two
tenders, metal and plastic; welding, soldering,
35.71 °/
46.43%
1.66%
16.58%
Works: Equipment Operator 1 /II and Park
years experience operating equipment such as
and brazing workers; other metalworkers and
Caretaker II
loaders, dump trucks, asphalt rollers and water
plastic workers, including milling, planing, and
trucks with a Public Works Department.
multiple machine tool operators
Traffic Signs /Marking Specialist: This
2000 Census Occupational codes, Pueblo
position requires a high school diploma or
County: Paving, surfacing, and tamping
G.E.D., two years experience working in a
0%
22.12%
13.33%
0.00%
2.95%
equipment operators; highway maintenance
traffic control environment, and one year
workers and miscellaneous transportation
experience in the application of paving
workers, including bridge and lock tenders and
markings.
traffic technicians
Building /Grounds Maintenance Mechanic:
This promotional position requires a high school
2000 Census Occupational Codes, Pueblo
diploma or G.E.D. and four years experience in
23.40%
39.31%
13.33%
3.12%
5.24%
County: Heating, air conditioning, and
industrial heating and air conditioning work.
refrigeration mechanics and installers
2000 Census Occupational Codes, Pueblo
Auto Mechanic and Utility & Maintenance
County: Automotive body and related
Worker: These promotional positions require a
repairers, automotive service technicians and
high school diploma or G.E.D. and at least three
1.93%
41.07%
46.67%
090 %.
19.17%
mechanics, bus and truck mechanics and diesel
years of experience in repair and maintenance
engine specialists, first -line
of equipment.
supervisors /managers of mechanics, installers,
and repairers, and small engine mechanics
Total
100.00%
4.81%
37.10%
Raw Availability
Value
Weighted Availability
Job Group: 07 - Internal
Weight
9
Source of Availability
Female Minority
Female Minority
Airport Maintenance Mechanic: This position
requires a high school diploma and at least
City employees in the Airport Department:
three years of experience in mechanical,
0.00%
20.00%
3.57%
0.00%
0.71%
Senior Airport Utility Worker and Airport
electrical, plumbing, and carpentry repair and
Utility Worker
maintenance in an airport environment.
Utility Worker III: This promotional position
City employees in the Parks and Airport
requires a high school diploma or G.E.D. and
7.14%
21.43%
7.14%
0.51%
1.53°/
Departments: Sr. Airport Utility Worker,
four years of experience in building and
Gardener, Park Caretaker 11, Airport Utility
rounds maintenance.
Worker, Park Care Taker I and Utility Worker'
Street Inspector, Stormwater Inspector,
City employees in the Bureau of Public
Wastewater Inspector and Area Crew
Works: WW Utility Worker IV, WW Utility
Leader: These positions require extensive
2.22%
51.11 %
25.00%
0.56%
12.78%
Worker 11, Utility Worker III, Equipment
experience in street, alley, and storm drainage
Operator IV, Equipment Operator II, and
maintenance and experience operating heavy
Sweeper Operator
equipment.
Sweeper Operator and Equipment Operator
IV: These positions require experience
City employees in the Bureau of Public
operating motorized street sweepers and two
3.57%
35.71 °/
46.43%
1.66%
16.58%
Works: Equipment Operator 1 /II and Park
years experience operating equipment such as
Caretaker II
loaders, dump trucks, asphalt rollers and water
trucks with a Public Works Department.
D p City of Pueblo, Colorado March 2008
y >t 2007 Equal Employment Opportunity Program Page 34 of 40
F
® Human Resources Department
Job Group: 7 - Internal
p
Raw Availability
Value
Weighted Availability
Source of Availability
Airport Utility Worker, WW Utility Worker I,
Female Minoru
Weight
g
Female Minoru
Parks Maintenance Mechanic: This position
Park Caretaker I, Equipment Operator I and
2000 Census Occupational Codes, Pueblo
requires two years experience as a Park
5.56%
33.33%
10.71%
0.60%
3.57%
City
Y e mployees in the Parks Department:
Caretaker or equivalent.
City employees in the Bureau of Public
require a high school diploma and at least one
Caretaker I, Park Caretaker II and Gardener
Parts Clerk: This internal position requires high
Works: Utility Worker
y ear experience as a Utility Worker.
school graduation or a G.E.D. and two years of
47.68%
39.40%
60.00%
28.61%
23.64%
2000 Census Educational Attainment,
experience in an auto parts store or a large
45.45 %
°
41.18 /0
o
0.00%
o
18.72 /o
City employees in all departments: Positions
vehicle service center repair operation, or any
97.78%
35.56%
7.14%
6.98%
2.54%
of an equal or lower pay range, which may be
equivalent combination of education and
able to qualify for this position
experience.
Total
100.00%
10.30%
37.72%
Service - Maintenance (08)
For non - promotional positions, availability in this job group is drawn from Pueblo County. In accordance with
the City's union contract, availability for some positions in this job group should first be drawn from City
employees before recruiting the general public. Thus, availability for promotional positions is drawn from
personnel records (HTE).
Job Group: 08 - External
Raw Availability
Value
Weighted Availability
Source of Availability
Airport Utility Worker, WW Utility Worker I,
Female Minority
Weight
Female Minority
Painter: This position requires a high school
Park Caretaker I, Equipment Operator I and
2000 Census Occupational Codes, Pueblo
diploma or G.E.D. and at least three years of
6.76%
48.45%
40.00%
2.70%
19.38%
County: Painters, construction and
p rofessional painting experience.
City employees in the Bureau of Public
require a high school diploma and at least one
maintenance; and painting workers
Utility Worker and Building Custodian: These
Works: Utility Worker
y ear experience as a Utility Worker.
positions do not require a high school diploma to
47.68%
39.40%
60.00%
28.61%
23.64%
2000 Census Educational Attainment,
apply.
o
O.00%
45.45 %
°
41.18 /0
o
0.00%
o
18.72 /o
Pueblo County: Total civilian labor force
Total
100.00%
31.31%
43.02%
Job Group: 08 - Internal A
Raw Availability
Female Minoru
Value
Weight
Weighted Availability
Female Minoru
Source of Availability
Airport Utility Worker, WW Utility Worker I,
Female Minority
Weight
Female Minoru
Senior Airport Utility Worker: This is a
Park Caretaker I, Equipment Operator I and
promotional position that requires a high school
0.00%
Water Reclamation Worker I /ll: These positions
0.00%
0.00%
100.00 ° /
0.00%
O,ppgo
City employees in the Bureau of Public
require a high school diploma and at least one
Airport Utility Worker
experience as an Airport Utility Worker.
Works: Utility Worker
y ear experience as a Utility Worker.
Park Caretaker II and Gardner: These
Total
100.00%
0.00i°
0.00°x°
Job Group: 08 - Internal 8
Raw Availability
Value
Weighted Availability
Source of Availability
Female Minority
Weight
Female Minoru
Senior Airport Utility Worker: This is a
promotional position that requires a high school
0.00%
25.00%
5.88%
0.00%
1.47%
City employees in the Airport Department:
diploma or G.E.D. and a minimum of two years
Airport Utility Worker
experience as an Airport Utility Worker.
Park Caretaker II and Gardner: These
promotional positions require a high school
o
O.00%
45.45 %
°
41.18 /0
o
0.00%
o
18.72 /o
City employees in the Parks and Recreation
diploma and two years experience in building and
Department: Park Caretaker I
rounds maintenance.
WW Utility Worker Il: This promotional position
requires a high school diploma or G.E.D. and two
City employees in the Wastewater
years experience in sewer construction, repair,
0.00%
50.00%
17.65 %
0.00%
8.82%
Department: WW Utility Worker I and Water
maintenance and cleaning.
Reclamation Worker I
Equipment Operator II: This promotional
position requires two years of experience as an
6.25%
37.50 %
35.29%
2.21%
13.24%
City employees in the Bureau of Public
Equipment Operator I, or any equivalent
Works: Equipment Operator I
combination of education and experience.
Total
1 100.00%
2.21%
42.25%
2007 Equal Employment Opportunity Program Page 35 of 40
p City of Pueblo, Colorado March 2008
® Human Resources Department
Job Grou 08 — Internal C
P
Raw Availability
Value
Weighted Availability
Source of Availability
WWTP Maintenance Mechanic, SR WWTP
Female Minority
Weight
Female Minority
WW Utility Worker IV: This promotional position
Maintenance Mechanic and WW Lift Station
requires a high school diploma or G.E.D., two
0.00%
33.33%
100.00%
0.00%
33.33%
City employees in the Wastewater
W
years of experience as a W Utility Worker II, or
high school diploma or G.E.D., and at least five
0.00%
60.00%
100.00%
Department: WW Utility Worker II
equivalent experience.
City employees in the Wastewater
years of experience in industrial mechanical
Total
100.00%
0.00%
33.33%
Job Group: 08 - Internal D
Raw Availability
Female Minority
Value
Weight
9
Weighted Availability
Female Minority
Source of Availability
WWTP Maintenance Mechanic, SR WWTP
Maintenance Mechanic and WW Lift Station
Operator: These promotional positions require a
high school diploma or G.E.D., and at least five
0.00%
60.00%
100.00%
0.00%
60.00%
City employees in the Wastewater
years of experience in industrial mechanical
Department: Wastewater Utility Worker IV
and /or electrical maintenance in a large water or
wastewater treatment plant.
Total
100.00%
0.00%
1 60.00%
D Q p a�-+"'�"r� 2007 Equal Employment Opportunity Program Page 36 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
SECTION VI. COMPARING INCUMBENCY TO AVAILABILITY
This section compares the representation of minorities and females in each job group with those qualified
minorities and females available for employment within the geographical area from which the City of Pueblo
usually seeks or reasonably would seek workers.
Utilization is determined using the eighty percent (80 %) rule. Under the 80% rule, underutilization exists where
the incumbency of minorities or females is less than 80% of their availability. The City's determination under
this section that a placement goal is required constitutes neither a finding nor an admission of discrimination.
Establishing reasonably attainable goals, and making a good faith effort to eliminate underutilization in areas
where minorities and females are underutilized, serves as a measure of progress toward achieving equal
employment opportunity in the City workforce.
AREAS OF CONCERN
Females
Minorities
Job Group
Incumbency
Availability
Establish
Goal?
If Yes, Goal for
Females
Incumbency
Availability
Establish
Goal?
If Yes, Goal for
Minorities
01- External
21.21%
32.23%
Yes
1 32.23%
18.18%
16.83%
01 - Internal
12.50%
3.13%
12.50%
11.77%
02 - External
25.00%
33.36%
Yes
33.36%
11.36%
20.22%
Yes
20.22%
02 - Internal
6.12%
5.02%
4.08%
11.90%
Yes
11.90%
03- External
16.67%
15.91%
20.00%
22.91%
03 - Internal
0.00%
15.79%
Yes
15.79%
19.23%
21.44%
04 - External
22.54%
34,41%
Yes
34.41%
33.10%
20.26%
04 - Internal
13,95%
9.65%
15.50%
17.53%
05- External
66.67%
56.21%
11.11%
16.30%
05 - Internal
100.00%
94.29%
50.00%
26.12%
06 - External
100.00%
89.03%
28.57%
34.54%
06 - Internal A
85.71%
96.36%
1
33.33%
29.69%
06 - Internal B
100.00%
92.60°%
47.06%
40.02%
07 - External
0.00%
4.81%
Yes
4.81%
40.00%
37.10%
07 - Internal
0.00%
10.30%
Yes
10.30%
42.86%
37.72%
08 - External
0.00%
31.31%
Yes
31.31%
40.00%
43.02%
OS - Internal A
2.94%
0.00%
38.24%
0.00%
08 - Internal B
5.88%
2.21%
41.18%
42.25%
08 - Internal C
0.00%
0.00%
60.00°%
33.33%
08 - Internal D
0.00%
0.00%
40.00%
60.00%
Yes
60.00%
AREAS OF CONCERN
Underutilization of females was found in job
Underutilization of minorities was found in job groups
groups
02 - External/ Internal
01 - External
08 - Internal D
02 - External
03 - Internal
04 - External
07 - External /Internal
08 - External
p F`. „r'.u. 2007 Equal Employment Opportunity Program Page 37 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
SECTION VI. ACTION - ORIENTED PROGRAMS
This section describes the activities that the City of Pueblo continually engages in as a good faith effort to meet
the goals set in the previous section. It should be noted that due to the low turnover rates (average 3% per
year) experienced in the various City departments, the set goals might project to the next five to ten years.
Recruitment
In the area of recruitment, the Human Resources Analyst actively engages in outreach and other efforts to
broaden the pool of qualified candidates to include minorities and females. The mission of the Human
Resources Analyst is to establish and implement a set of guidelines intended to increase the number of
qualified minorities and females who are employed by the City of Pueblo. The efforts involve the following
elements:
1. Community Involvement - The City seeks to develop and maintain contacts that serve three main functions.
Referral /Informational Contacts - The Human Resources Analyst periodically communicates with
these contacts. They refer /inform potential candidates and other referral organizations about current
job openings or recruiting events held by the City of Pueblo. These contacts also inform the Human
Resources Analyst regarding any recruiting events /activities, which may be of interest to the City.
b. Resource Contacts - These contacts include organizations and /or individuals that share the City's
EEO and Affirmative Action goals or that may have a particular insight into meeting such challenges.
The Human Resources Analyst seeks to work closely with these contacts to achieve a more profound
understanding of these issues and to develop effective recruiting techniques.
c. Candidate Support - The Human Resources Analyst maintains contact with organizations that offer
among other things, benefits such as grants and scholarships. These benefits are made known to
potential candidates as part of the recruitment effort.
2. One -to -One Candidate Contact - The City actively recruits and contacts potential candidates in an effort to
increase current and future applicant pools.
3. Outreach - The City of Pueblo seeks to increase the visibility, awareness and attractiveness of City
careers. This is accomplished through outreach and recruitment activities that focus on disseminating
information on City careers throughout the community. Below is a list of outreach activities the department
participates in:
• Pueblo Youth Future Fair
• PCC Career Fair
• CSU Career Fair
• Public Safety Career Fair (PPCC)
• South Wal -Mart Booth
• Sam's Club Booth
• Pikes Peak Workforce Center Job Fair
• Pueblo Workforce Center Job Fair
• Chile and Frijoles Festival
• Pueblo Church Festivals
• County High School Booth
• Centennial High School Booth
• Central High School Booth
• South High School Booth
• Boats, Blues and BBQ
• Goodwill Industries Job Fair
e Juneteenth
• Best of Bessemer
• State Fair
4. External Recruitments — As most of the External Recruitments which show potential underutilization have a
state or national recruitment area, the Human Resources Analyst will continue to expand and maintain a
professional relationship with colleges, universities, workforce centers and municipalities at a national level.
When a vacancy occurs, a good faith effort will be made to ensure that such information is posted.
p � 2007 Equal Employment Opportunity Program Page 38 of 40
E ® City of Pueblo, Colorado March 2008
® Human Resources Department
Internal Recruitments - When possible, the Human Resources Analyst identifies qualified individuals using
HTE records and any other available means. These individuals are directly encouraged to apply.
Examination
A large disparity was identified between the number of candidates who apply and those who take the civil
service examination. In an effort to retain candidates throughout the selection process, the Human Resources
Analyst contacts qualified applicants and encourages them to take the Civil Service examination and remain in
the selection process.
Retention
Salary, benefits and job satisfaction are paramount in employee retention. The City's Employment Specialist
and the Director of Human Resources are working, and will continue to work diligently, on matching salaries of
our employees, within 80% of the salaries of comparable Colorado municipalities. The City will also continue
to offer a comprehensive benefits package for its employees.
Starting in January 2006, the City began to develop and implement an in- service training program for all
employees and supervisors in an attempt to increase job satisfaction. The Human Resources Analyst
conducts training sessions on a regular basis, on topics such as: Sexual harassment, discrimination, customer
service, and diversity.
D Q p 2007 Equal Employment Opportunity Program Page 39 of 40
ED City of Pueblo, Colorado March 2008
® Human Resources Department
SECTION VIII. INTERNAL AUDIT AND REPORTING SYSTEM
The City has developed, and currently uses, an auditing system that measures the effectiveness of its total
Equal Employment Opportunity program. This includes all personnel activity (including recruitment, selection,
placements, transfers, promotions, terminations, and compensation) at all levels to ensure that the
nondiscriminatory policy is carried out. Internal reports are generated annually to ensure that information
included in the EEOP is accurate and up -to -date. The Human Resources Director reviews the results and
informs all Department Directors and the City Manager, with recommendations for improvement.
Personnel Selection
Applicant selection and recruitment are reviewed in this section to determine whether there are selection
disparities. The data included in this section reflects recruitment information acquired from the Civil Service
Commission from January of 2007 to end of December of 2007.
Class Title
Total
Applicants
Applied
Female Minority
Tested
Female Minority
Certified
Female Minority
Administrative Assistant
147
142 56
63 20
41 9
Associate Engineer II
1
1
1
1
Associate Field Engineer
3
1 1
1 1
1 1
Court Administrator
32
25 9
16 5
16 5
Deputy Fire Chief
3
1
Emergency Medical Officer
5
1
1
Emergency Services Dispatcher
59
47 19
20 6
11 3
Equipment Operator II
8
1 2
1 2
1 2
Fire Engineer
13
5
4
1
Fire Captain
39
2 6
2 4
2 2
Lead Court Technician
1
1
1
1
Network Administrator
2
Park Caretaker II (Irrigation)
6
1
1
1
Police Patrol Officer
38
7 8
4 7
4 7
Police Sergeant
45
5 14
5 11
1 3
Radio Technician II
1
Sr. PC Network Technician
1
1
1
1
Street Maintenance Supervisor
10
4
2
2
Survey Party Chief
1
Surveyor
2
Utility Worker
220
14 113
4 56
4 55
Wastewater Collections Supervisor
10
7
6
6
Wastewater Lift Station Operator
5
3
2
1
Wastewater Utility Worker II
6
4
2
2
astewater Utility Worker IV
5
3
3
3
ater Reclamation Worker II
1
otals
664
246 258
118 134
83 104
40% of all minority applicants passed the Civil Service exam and were certified. Of those who applied, 48%
did not test. Of those minority candidates who tested, 22% did not score high enough on the Civil Service
exam(s) to be placed on the certified lists.
38% of all female applicants passed the Civil Service exam and were certified. Of those who applied, 52% did
not test. Of the females who tested, 30% did not score high enough on the Civil Service exam(s) to be placed
on the certified lists.
D
ED ®, 2007 Equal Employment Opportunity Program Page 40 of 40
p City of Pueblo, Colorado March 2008
v Human Resources Department
Possible reasons for any applicant to not take the Civil Service exam include: rejections due to incomplete or
improperly filled applications, rejections because applicants did not meet the minimum qualifications or simply
because the applicants failed to appear for the examination.
Employee Flow
New hires, terminations, promotions, and other personnel actions are reviewed in this section to determine
whether there are disparities. The data regarding employee actions from January 2007 to end of December
2007 was obtained from the City of Pueblo Human Resources Department.
Activity
Total
Males
Females
Total B C D EfF
Total B C D E1F
10
8 2
6
3 3
Resignation
16
63%
50% 0% 13% 0%
38%
19% 0% 19% 0%
2
1 1
0
Discharge! Removal
2
100%
50% 0% 50% 0%
0%
0% 0% 0% 0%
2
1 1
1
1
Death
3
66%
33% 0% 33% 0%
33%
0% 0% 33% 0%
28
24 4
2
2 0
Retirement
30
93%
80% 0% 13% 0%
7%
7% 0% 0% 0%
62
48 14
12
10 2
Promotion /Advancement
74
84%
65% 0% 19% 0%
17%
14% 0% 3% 0%
6
6
3
3
Transfer
9
67%
67% 0% 0% 0%
33%
0% 0% 33% 0%
21
14 7
9
5 4
New Hire
30
70%
47% 0% 23% 0 9 %
30%
17% 0% 13% 0%