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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 SECTION 2_ Resolution No. 3617 is hereby rescinded effective on the date of the approval and adoption of the Equal Employment Opportunity Program set forth in section 1.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 2007 Equal Employment Opportunity Program Page 3 of 40 ID City of Pueblo, Colorado March 2008 ® Human Resources Department 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. p .E- ';fir.„ 2007 Equal Employment Opportunity Program Page 4 of 40 ED City of Pueblo, Colorado March 2008 ® Human Resources Department 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. D D �,. 2007 Equal Employment Opportunity Program Page 5 of 40 ED City of Pueblo, Colorado March 2008 ® Human Resources Department 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. D q O x , 't. 2007 Equal Employment Opportunity Program Page 7 of 40 �J ED City of Pueblo, Colorado March 2008 ® Human Resources Department 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%