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HomeMy WebLinkAbout1981-1982 w I ' I i i CYT'~ 'OF DENTON OF11*4,4VE' ACTION PLAN x981-1982 ti ti ObC(!!~N'~~b. 1 AuOP00 lay UT O PA$D$ 1 AND AP~~' VEn TN ;TV COUNCIL 6v ImAg -ON ,~~rf1 .x4 ,k, ,1981. ' N r v r C :n'~ ♦ z ;t k r; S 0 L U T I O N • WHEREAS, it is the policy of the City of Denton to afford equal opportunity in employment to all inrlividual~, without: regard to race, color, religion, sex, age, handicapped statu,7 or national origin; and j7r i I1r:7 if1 C'^ k'llEPPAS, t hr, City of DF~nton is commit: I;cA to 1.11e of the Equal Employment Opportunity laws and the spirit of Affirmative Action; an6 WHEREAS, an Affirmative Action Plan for the City of f7Pnton has been prepared: and submitted to the City Council for approval; NOW, THEREFORE, BE IT RESOLV%D BY THE CITY COUNCIL OF THE CITY OF DENTON, TEXAS: SECTION I. The Affirmative Action Plan for the City of Denton as finally revised October 20, 1981, be and is hereby approved, the original of which shell be filed with the office of the City Secretary as Document No. 1 and be made available to the public for inspection. PASSED AND APPROVED this the 20th day of October, 1981. ~ i I LARD O. STEWA T, MAYOR CI OF DENTON, TEXAS ATTEST: BROOKS HO'LT, CITY SECRETARY . CITY OF DENTON, TEXAS APPROVED AS TO LEGAL, FORM: C. J, TAYLOR, JR., CITY ATTORNEY CITY OF DENTON, TEXAS j , BYa .f AFFIRMATIVE • ACTION PLAIN CITY OF DENTON s E C I T Y O F D E N T O N AFFIRMATIVE ACTION PLAN 1981/1982 • personnel Depertmwit Rf deed October 20, 1981 8548A CITY OF DENTON AFFIRMATIVE ACTION PLAN 1981/1982 Table of Contents Pace No. SECTION It INTRODUCTION 1 Statement by City Menaler 2 City Couneil Resolution 3 Formal Policy Statement 4 Legal Bases of Equal Employment Opportunity 6 - 10 Glossary of Terms 11 - 19 SECTION Ili WORK FORCE AND UTILIZATION ANALYSIS 20 Denton County Population Statistics 21 Departmental Minority and Female, Breakdo!m 22 Analysis of Relevant Labor Farce 23 Availability of Requisite Skill Persons by Job Category in Reasonable Recruiting Area 24 Overall City Utilization Analysis 25 i I i Table of Contents i Page No. SECTION IIIr GOALS, TIMETABLES AND STRATEGIES 26 Action Plans 27 - 40 SECTION IVt AFFIRMATIVE ACTION RF.SPONSIBILiTIE& AND MAINTENANCE 41 Specific Responsiblities in Development and implementation 42 - 48 Internal and External Communication of the Affirmative Notion Plan 49 - 52 Anne al Review, Evaluation, anti Update 53 • SECTION Vt "LET'S TALK IT OVER" PROCESS 54 Availability of Equal Employment Opportunity Counseling 55 - 56 Assurances of Non-Retaliation 56 APPENDIXt 57 Employment Fluw Chart 59 - b.: Affirmative Action Mailing List 63 - 68 Employment Process Brochure 69 it SECTION It INTRODUCTION Statement by City Manager City Council Resolution Formal Policy Statement Legal Bases of Equal Employment Opportunity Glosiiary of Terms • • -1- L 1TV ofDENTON,TEXAS MUNICIFAL BUILDING DENTON, TEXA5 76201 TEL EPNONE (.317) 566.8200 M E M O R A N D U M TO: Employees and Citizens of the City of Denton FROM: G, Chris Hartung, City Manager SUBI: EQUAL EMPLOYMENT OPPORTUNITY PPOGRAM - AFFIRMATIVE ACTION DATE: October 20, 1981 The City of Denton has long had a policy of equal employment opportunity and non-discrimination in employment. This past year this policy was estabV shed by official action of the City Council. While policy establishes the framework in which the City proposes to over ata, the end result of our efforts is actually determined by our daily practices And our eystematic compliance with that policy. It is my sincere belief that honest efforts have been made in the past to provide equality of employment opportunities to all applicants and employees • of the City of Denton, and I feel that present practice continues to afford those sane opportunities. However, the preliminary results of a staff utilization analysis reveals that our efforts, in certain areas, must be increased to achieve a completely satisfactory emplolnent situation for women aid minorities. As a m ajor employer in the oommunity, the City of Denton has an obligation to assume a leadership role In insuring equal access to jobs for all of its citizens. ".'affirmative Action" is a process whereby the organization can make a conscious, deliberate commitment to the principle of equal employment opportunity. It Is with these thoughts in mind that I endorse the City of Denton's Affirmative Anson Program and enlist and oxpect the full and total cooperation of all City employees and the community In making every good faith effort to attain the affirm pl ve action ggoale outliped, G v~G~ O. Chris Hartung, City Manager OCH:rc -2- ,r 1 ,tt,.S R E S 0 L U T 1 0 N I I WHEREAS, it is the policy of the City of Denton to afford • equal opportunity in employment to all InJividuals regardless of race color, religion, sex, age, handicapped status, or national origin. Therefore, the City Is taking affirmative action to: 1. Recruit, hire and promote all job classifications without regard to race, color, religlor,, sex, age, handicr, ,.ped status, or national origin. 2. Base decisions on employment so as to' further the principle of equal employment opportunity. 3. Ensure that promotion decisions are made in accordance with principles of equal employment opportunity by imposing only valid requirements for promotional opportunities. 4. Ensure that all personnel actions including but not limited to compensation, benefits, transfers, layoffs, return from layoff, training, education through tuition reimbursement, will be administered without regard to race, color, religion, sox, age, handicapped status, or national origin, 3. Ensure that ■ll facilities of the City of Denton are available to employees on a non-dlscrininatory basis; and that all so.lsl and recreation programs sponsored for employees be open to participation without regard to race, color, religion, sex, age, handicapped status, or national origin. WHEREAS, the City of Dentin is commi!fpd to the principles of Paull Employment Opportunity law and the spirit of Affirmative Action. Therefore, a written plsn as being prepared and will be implemented to'anture that all appllcart and employees receive equal opportunity with regard to the terms and conditions of employment with tlhe Cityl NOW, THEREFORE, HE IT RESOLVED BY THB CITY COUNCIL Of THE CITY Of DENTON, TEXAS, THAT: The successful achievement of a non-discriminatory employment ppro rem requires maximum cooperation among emplo ems, In iol illing its part in this cooperative effort, the Admintstrative Staff is obliged to lead the way by establishing and imPle~uenting affirmative procedures and practices which will achieve the objective of equitable employment opportunity for all. PASSED AND APPROVED tits the v- day of 'V6y__ , 1981. CITY OF DE ON, TEXAS ATTESTI ITV OP DENTON, TEXAS APPROVED AS TO LEM FORM: C, J. TAYLOR JR, CITY ATTORNEY CITY OP MT6F, TkAS BY: , i I W TYof DEMTON, TEXAS MUNICIPAL BUILDING/ DENTON, TEXAS 76201 /TEL EPHO4F (817) 566.8204 M E M O R A N D U M I T03 All City of Denton Employees FROM, G. Chris "artung, City Manager DATES February 26, 1981 SUBJECT, Ems(-n FmnoyMENT OPPORTUNITY POLICY STATEMENT It is the policy of the City of Denton to afford equal opportunity in employment to sill individuals regardless of race, color, religion,` sex, agep 'iV;r handicapped status, or national origin. Therefore, the City is taking affix-Wative actiat tot 1. Recruit, hire and promote all job clas_ifications without regard tr) rece, color, religion, sec, age, handicapped status, or national origin, 2. Base decisions on employment so as to further they employment opportunity, principle of equal 3. Ensure that promotion decision's ate made in accordance with principles of equal employment opportunity by imposing only valid requirements for promotional opportunities. 4. Ensure that all personnel actions including but not limited to compensation, benefits, transfers, layoffs, return from layoff, training, education through tuition reimbursement, will be administered without regard to race, color, religion, sex, age, handicapped status, or national origin. 5. Ensure that all tasilities of the City of Denton are available to employees on a non-discriminatory basis] and that all social and recreation programs sponsored for employees be open to participation without regard to race, color, religion, sox, age, handicapped status, or national origin. i r 4 v :tF.MORANDUM - All City Employees # ~Zbr uary 26, 1981 Vag* Two The City of. Denton is committed to the principles of Equal Employment Opiortunity law and the spirit of Affirmative Action. Therefore, a written plau1 is being prepared and will be implemented to ensure that all applicants and employees receive equal opportunity with regard to the terms and conditions of employment with the City. The successful achievement of a non-discriminatory employment program regLlres maximum cooperation among einrlo,yees.. In fulfilling its part in this cooperative effort, the Administrative Staff is obliged to lead the way by establishing and implementing affirmative procedures and practices which will achieve the objective of equitable employment opportunity for all. G. Chr un i g, it anager City of Denton OCRs vvw 6493A w ' ~ . atkbY " d ?~s I 1 i LEGAL BASES OF EEO • The City's Equal Employment Policy reflects the intent of Federal laws which require employers to conform to Affirmative Action and Equal Employment Oppor- tunity Guidelines. The City of Denton is subject to several of these laws, and these lass provide the foundation upon which the City's ALfirmative Action Plan is built. dome of these laws includes 1. Federal Legislation A. Section I, 14th Amendment, of the United States Cone. tution: NNor shall any State deprive any person of life, liberty or, property, without due process of the lawl nor deny to any person within its jurisdiction the equal protection of the laws." i B. Title VI of the Civil Rights Act of 1964 i Prohibits discriminat.rra based on race, color or national origin in ~ • all programs or activities which receive Federal financial aid. Employment discrimination is prohibited if a primary purpose of the Federal assistance is provision of employment (such as apprenticeship, training, work study, or similar programe). I C. Executive Order 11246 (as amended by Executive Order 11375) Issued in 1965, this order requires Affirmative Action programs of all federal contractors and subcontractors and requires that firms with contracts over $500000 and 50 or more employees develop and implement written programs, which are monitored by an assigned Federal compliance agency. D. Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972 • Title VII prohibits discrimination because of race, color, religion, sex or national origin, in any term, condition or priviledge of employment. -6- Legal Bases of EEO (Continued) The Equal Employment Opportunity Act of 1972 greatly stengthened the powers and expanded the jurisdiction of the Pqual Employment oppor- tunity Commission in the enforcement of this law. The Commission has authority to receive, investigate, conciliate, and, if neces- sary, litigate employment discrimination charges filed under this act. Increasing litigation of employment complaints and resultant court required affirmative action to remedy ouch complaints demonstrates the advantage to employers of voluntarily instituting effective affirmative action programs. E. State and Local Government Fiscal Assistance Act of 1972 (Revenue Sharing Act) • The Department of Treasury issues Revenue Sharing funds to state and local governments. In conjunction with this act',vity, the Federal Assistance Act of 1972 prohibits employment discrimination on the base of race, color, religion, age, sex, national origin, and handi- cap by recipients of revenue sharing funds. This art is enforced by the Department of the Treasury and the department has the authority to suspend the issuance of Hands to those governments which are found to be in violation of the act. F. Rehabilitation Act of 1973, as amended by the Rehabilitation Act Amendments of 19748 Sections 503 and 544. Section 503 of the Act requires government contractors and sub- contractors to take affirmative action to employ and advance in employment qualififed handicapped individuals. Section 504 of the Act requires all irstitutions receiving Federal • financial ass:e'ance to assure that handicapped persons are not discriminated against in employment. -7- Legal Lases of EEO (Continued) Section 503 calls for "affirmative action," Section 504 calls for "non-discrimination"; in practical terms, there is little difference in the requirements these sections placed upon an employer. G. Age Discrimination in Employment Act of 1967, an amended. This act prohibits employers of 25 or mere persons from discriminating against persons 40-70 years of age in any area of employment. H. The Equal Pay Act of 1963 This act requites all employers to provide equal pay for men and women performing similar work. 1. 41 CFR Chapter 60 - Office of Federal contract Compliance Programs, Equal Employment Opportunity, Department of Labor. Part 60-1.5 Exemptions (a) (4) Contracts with state or local governments. The requirements of the equal opportunity clause in any contract or sub-contract with a state or local government (or any agency, Instrumentality or subdivision thereof) shall not be applicable to any agency, instrumentality or subdivision, of such government which does not participate in work or under the contract or subcontract. In addition, any agency, instrumentality or subdivision of such government, except for educational institutions and medical facili- ties, are, exempt from the requirements of filing the annual compliance program prescribed by 60-1.40 and fart 69-2 of this chapter. A .8- s Legal Bases of EEO (Continued) Part 60-2 entitled "Affirmative Action Programs," is also known as "Revised Order No.4" and covers nonconstruction Federal contractors. This section explains the essential elements of an Affirmative Action Program and methods by which such programs may be implemented. J. 29 CFR Part 1608-Affirmative Action Appropriate under Title VII of the Civil Rights Act of 1964, a© amended. The U.S. Equal Opportunity Commision adopted a set of interpretative guidelines on Affirmative Action (February 1979). These guidelines outline the EEOC's position regarding the development of both volu r tary and mandated Affirmative Action Plans. The City's AA/EEO program was constructed according to these guidelines. . II. State Legislation A. Texas Constitution, Bill of Rights, Art. 1, Sec. 3A (added Nov. 7, 1972)1 "Equality under the law shall not be denied or abridged because of sex. race, color, creed, or national origin." B. Article 6252-14, Act 1973, 58th Leg., p. 857, Ch. 327, eff. Aug. 23, 1963! "Section 1. It is hereby declared to be the policy of the State of Texas that no person shall be denied the right to work, to earn a living, and to support himself and his family solt!ly because of age," "Section 2. No agency, board, commission, department, or insti- tution of the government of the State of Texas, nor any political subdivision of the State of Texas, shall etablish a maximum age under sixty-five (65) years nor a minimum age over twenty-one (21) . years for employment by any such agency, board, commission, department or institution or any political subdivision -9- T • Legal Bases of EEO (Continued) of the State of Texas solely because of aye; provided, however, nothing in this Act shall be construed to prevent the imposition of minimum and maximum age restrictions for law enforcement peace officers or for firefighters. C. Article 6252-16, Acts 1967, 60th Leg. p. 138, Ch. 72, as amended by Acts 1971, 62nd. Leg., p. 2994, Ch. 989-1 eff. Aug. 30, 19711 No officer or employer of the state or of a political subdivision of the state, when acting or purporting to act in his official capacity may$ (1) refuse to employ a person because of the person's race, religion, color, sex, or nati~-)nal origin, (2) discharge a person from employment because of the person's • race, religion, color, sex, or nations origin...' III. City Policy A. Employee Rules and Regulations, City of Denton, Section lr Purpose and Objectives. The purpose of these policiesi is to provide a uniform set of rules governing City/employee rel atione with all the benefits such a program insures. The fundgdr,ntal objective of good personnel administration sought to be achitved by these policies includs To provide fair and equal opportunity to all qualifie:l applicants o entsr and advenze in City employment on the basis of merit and fit- nass as ascertained through f air and practical methcds of selection and promotion without regard to sex, race, color, religion, nation al origin, or any other non-merit factor.." -10- . GLOSSARY OF TERMS Adverse_ Effect. The tendency for a test, job qualification, or other employ- ment practice to screen out or otherwiae limit the employment opportunities of minorities or women at a greater rate than otLe, . Also "L'_sparate Effect." Adverse impact. The tendency for a test, job qualification, or other employ- ment practice to screen out or otherwise limit the employment opportunities of minorities or women at a greater rate than others. Also called "Disparate Effect." Affected Class. A group of people with a oommon characteristic (race, sex, W.igion, national origin) who may have been, at any step in the employment prooass, denied equal opportunity !n violation of Title VII of the Civil Rights Act of 1961. Affirmative Action. A written plan which sets forth the goals, timetables, • and programs for eliminating and remedying any past discrimination against or underutilization of minorities and women in the employment process. Affirmative Action Program. Generally used interchangeably with Affirmative Action Plan. A distinction, however, is sometimes made between a "plan" (the undertaking on paper) and a "program" (the actual, ongoing efforts). Funda- ment ally, it is an organized, positive, aggressive action required to ensure against discrimination in present employment and to remedy the effects of past practices. Affirmative Recruitnent. Special recruitment effoLcs undertaken to assure that qualified minorities cnd women are well represented in the applicant pools for positions in which they have been excluded or substantially under- utilized. Such efforts may include contacting organizations and media with known constituencies of minorities or women, and similar actions, open job posting and advertising and "equal opportunity employer" statements may be necessary in many situations simply as a matter of non-discrimination rather • than as measures of affirmative recruitment. -11. • Abe Discrimination in Employment Act of 1967. Prohibits employers of 25 or more persona from discriminating against perbon 40-70 in any area of employ- ment because of age, Applicant Flow, The number of applicants applying for a particular job over a given period of time, analyzed by sex and minority characteristics. Applicant Flow Chart, A system, usually with a tally sheet, by which the sex and minority status of applicants for employment are recorded by the employer at the time of their application or interview. By comparing application rates with t')emselves at various times, and with rejection rates, measurements can be made periodically of progress in affirmative recruitment and, if possible, disparities in the rejection of minorities or women, Artificial Barrier (to employment). Requirements of a job, usually outlined in a job description, that are unnocessary for the succesuful performance of that job (e.g., reyuirinq a high school diploma for a truck driver, otc.). Availability. The number or percentage of persons in the labor force that possess the requisite skills or education for a particular job or job classi- fication group as registered with th•: Texas Employment Commission, the Bureau of Labor Statistics, and/or the Bureau of the Census. This data is computed on a national, state, and local tasis and reported in terms of Standard Metro- politan Statistical Area (SMSA) for groups of counties. Bona Fide Occupational Qualification (BFOQ), Valid equirements necessary for successful performance of a given job. The EEOC and the fede°al courts have interpreted the concept of BFOQ very narrowly as they relate to sex character- istics, and race is never a BFCQ, Business Necessity. A major judicial defense for an employment practice which of -mod to exclude Individuals on the basin of sex or minority status. Civil Rights Acts of 1464. A comprehensive law establishing federal • guarantees of civil rights in the fields of voting, puW is accomoeations, use -12- • Civil Rights Act of 1964 (continued) of public facilities, public education, benefits under federally assisted prograns, employment, and other fields generally under the heading of equal protection of the laws within the meaning of the rourteenth Amendment of the j U.S. Constitution. Title VII of this Act prohiV is discrimination in employment on the basis of race, color, religior,, sex, or national origin. Cc,mpliance Agencies. Federal government agencies whose functions may include the enforcement of equal opportunity laws, regulations, or executive orders. Complaint. An employee's, applicant's or other interested party's dissatis- f action with an act or failure to act on the part of management which has affected an individual personn ally and adversely. I Discrimination. The denial of any person the right of equal opportunity for employment or advancement on the basis of something other than merit, ability, or potential) usually race, color, sex, religion, national origin, or age. l Discrimination, Systematic. The use of test, job qualifications, and other employment practices which have the unintended effect of excluding minorities or women, or limiting their employment opportuntties, which are not manifestly related to job performance, and which can be replaced by practices which do not adversely effect without unreasonable burden on the employer. Disparate Effect. The tendency for a test, job qualification, or other employment practice to screen out or otherwise limit the employment oppor- tunities of minorities or women at a greater rate than others. Disparate Treatment. Employment practices, such as the use of tests or aduca- tional requirements, which are fair and neutral on their face, but which are a-aplied or administered in an unfair manner. Allowing whites or males to be 'hired with less than an official passing test score or a required degree, but not making similar waivers for minorities or women, for example, would constitute unlawful disparate treatment, whether or not done with an Intention to discriminate. Even if administered fairly, without .itaparate treatment, the same practices could still have an unl wC,11 ly disparate effect. -13- • Disparity. A condition that exists when the staff makeup indicates that persons occuping job cl 3esification or major functional categories are less than that specified in the City's overall goal or departmental afflrma.tive action plan3. EEO-4 Report. An annual employment report which must be filed wita the Equal Employment Opportunity Commission to show employee ethnic and sex breakdown by job categories. Effective Labor Market. The 1 nbor market, measured geographically and by characteristics of the qualified potential applicants, from which an empoloyer actually drawe applicants and employees--as distinct from the labor market from which an err,)loyer hopes or attempts to draw applicants. The distinction is important where the representation of minorities or women varies between the two labor markets. In such a cage, the sounder procedure is to base calculations on the effective labor market. See also Relevant Labor Market. • Employment Process. Under Title VII, the employment process includes recruit- ment, application, screening, hiving, job placement, oompensatioc, conditions of employment, promotions, transfer, termination, disciplinary action, depart- mental assignments, ei c. Equal Employment Opportunity (EEO). The right of all persona to work and to advance on the basis of merit, ability, and/or potential without regard for race, color, sex, religion, or national origin as guaranteed by Title VII of the Civil Rights Act of 1964 and 1972 amendments. Equal Employment Opportunity Commission_ (EEOC). The federal agency created by Congross to administer Title VII of the Civil Rights Act and to ensurs equal treatment for all in employment by responding to, seeking out, investigating, and prosecuting violations of the Not. Equal Opportunity Employer. An employer who is publicnlly committed to equitable employment and personnel patterns and practices in order that all • j,ib applicants and employees receive equal treatment. In essense, an Equal -11,. I • Equal Employment Opportunity (continued) Opportunity Employer states that the best qualified person, as judged by existing personnel standards, will receive favorable personnel action regard- less of race, color, sex, religion, or national origin. Ethnic Minorities. See Minorities. Executive Orders 11246 and 11365 (as amended). Require Affirmative Action programs by all federal contractors and subcontactors and require that organi- zations with contracts over $50,000 and 50 or more employeee develop and implement written programs. Goals and Timetables. A numerical objective, fixed in terms of vacancies expected and qualified applicants in the job market. Goals and timetables are to be used as a justified and necessary remedy an4 raeans of eliminating present effects of past discriminatory practices, Courts have required companieu and governments to hire, promote and train minorities who have • suffered from discrimination in specified job categories, until remedial goals are reached. "Good Faith Effort." Realistic active effort and spirit which is demonstrated by a department head's attempts to achiove affirmative action goals. Job Analysis. A detailed analysis of the important knowledge, skills aid functions which constitute job performance in a particular job. Job analysis is essential to validation of a written test or other selection device, because it is necessary to know what the job requires or consisis of in order to deterittne whether or not a selection device predicts successful performance in that job. Job, Dead End, A {,ob or position from which there is minimal opportunity to progress through promotion or the gaining of experience which can be built upon for career purposes, e Labor Force Participation, The rate at wH ch a given group, such as blacks, -15- Labor Forces ?articipation (continued) wor.en, people of certain ages, etc., are represented in the labor force, civilian labor force, or the experienced civilian labor force, as those terms are defined by the U.S. Bureau of the Census, either nationally or in an area or city being analyzed. i Major Functional Categories. The eight job categories listed on EEOC Farr, 164 submitted to the EEOC by the City in It's EEO-4 Reports Officials/Administrators - Occupations in which employees set broad policies, exercise overall responsibility for execution of these policies, or direct individual departments or special phases of the agency's operations, or provide specialized consultation on a regionel, district, or area basin. Tncludess departme-A heads, division chiefs, directors, deputy directors, controllers, examiners, superintendente, police and fire chiefs, and inspectors and kindred workers. • Professionals - Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Includes: personnel and labor relations workers, sociel workers, doctors, psychologists, registered nurses, economists, dieticians, lawyere, syktem analysts, accountants, enyinrers, employment and vocational rehabilitation counselors, teachers or instructors, police and fire captains and lieutenants, and kindred workers. Technicians - Occupations which require a combination of basic scientific ant' technical knowledge and manual skill which can be obtained through specialized post-secondary school education or through equivalent on-the-job training. Tncludeei computer programmers, draftsmen, surveyors, licensed practical nurses, photographers, radio operators, technical illustrators, highway technicians, technicians (medical, dental, electronic, physical sciences), assessors, inspectors, police and fire sergeanto, and kindred workers. -16- Major Functional C a`egories {continued) - protective Services - occupations in which workers are entrusted with publiv safety, security, and protection from destructive forces. includes: police patrol officers, fire fighters, guards, deputy sheriffs, baliffe, correctional officers, detectives, marshalls, harborpatrol officers, and kindred workers. Paraprofessionals - occupations in which workers perform some of the C;ties of a professional or technician in a supportive role, which usually require less formal training and/or experience normally required for professional or technical status. Such positions may fall within an identified pattern of staff development and promotion under a 'new careeru" concept. Inciudess library assistants, research assistants, medical aids, child support workers, police auxiliary, welfare service aides, recreation aasistants, homemakers aides, home heelth aides, and . kindred workers. office/Clerical - 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. includes: bookkeepers, messengers, office machine operators, clerk-typists, stenographers, court tranacribers, hearing reporters, statistical clerks, dispatches, license distributors, oyro]1 clerks and kindred workers. Skilled Craft - Occupations in which workers perform jobs which require special manual skill 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. Includes{ mechanics and repairmen, electricians, heavy equipment operators, stationary engineers, skilled machining occupations, uarpentets, compositors and typesetters and kindred • workers. I -11- ~ Major Functional Cate ories (continued) Service/Maintenance _ 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 of public property. Workers in this group may operate machinery. Includes: chauffeurs, laundry and dry cleaning operatives, truck drivers, bus drivers, garage laborers, custodial personnel, gardeners and groundskeepers, refuse collcctora, and construction laborers. Minorities. in this document, refers to Blacks, Hispanics or Spanish- surnamed Americans, Asian Americans, and American Indians. Overutilization. Over representation or "concentration' of staff In job categories, job classifications, or a department. Parity. Generally, in EEO matters, the employment of women and minority group members in various job categories at rates approximating the rates at which validly qualified members of those groups are available for employment in these job categories. Contrary to some widely held misconceptions, there is no federal law or regulation requiring achievement of parity. See also Goals and Timetables and Quota. Preferential Treatment. More favorable treatment accorded to one group-- minoritier,, women, or others--because of their race, color, religion, sex, national origin, or other factor not related to job performance. Preferential treatment in hiring decisions is prohibited except where a court has estab- lishel a remedial quota. Special recruitment efforts for minorities and women is required of government contractors for Iositions in which they have been und-:rutilized. Prejudice. An adverse judgment or opinion formed beforehand or without knowledge or examination of the facts. The practice of holding unrea+ionable preconceived judgments or convictions. -1B- l Protected Classes. As popularly used, the term refers to minority groups and to women, who as a group, have been subject to large scale employment discrim- ination in recent years. Title VII, however, protects any person-- including a white male--who is discriminated against because of his or her race, color, religion, sex, or national origin. The handicapped, persona between the ages of 40 and 70, disabled veterans and Vietnam veterans are protected classes under other laws and regulations. Quota. A fixed number or percentage of persons of a certain protected group that would have to be hired. Ratio Hiring. Under a court-ordered quota-hiring formula, a system by which separate eligibility lists are established for white/or males on one hand and minorities and/or women on the other hand, and the employer is required to select candidates from each list in a specified ratio for a g Den period of time or until a given representation of minorities and/or komen is achieved in the positions covered by the court order, Relevant Labor Market. In estimating the avail ability of minorities end women for joys in particular categories, the labor market frti which candidates are 1 normally drawn for those jobs. See also Effective Labor uket, ~ Title VII of the Civil Rights Act of 1964. Prohibits discrimination based on race, color or national origin in all programs or activities which receive federal financial aid. The discrimination extends to or includes delivery or services, granting of privileges and things other than time covered specifi- cally by Title VII of the same Act. Employment discrimination is prohibited if a primary purpose of the federal ane;stance is provision of employment (such as apprenticeship, training, work study, or similar programs), Title VII of the Civil Rights Act of 1964 (with 1972 amendments), prohibits discrimination in employment because of race, color, religion, sex, or national origin. The 1972 amendments extended coverage to include state, county, and nuniciple government, and gave the U.B. Department of Justice the • authority to file suit against these entities for acts of discrimination. -19- SECTION Ili WORK FORCR AND UTIfI2ATION ANALYSIS Denton County Population Statistics - 1980 Census Departmental Minority 6 Female Breakdown Analysis of Relevant Labor Force Availability of Requisite Skill Persons by Job Category in Reasonable Recruiting Area Utilization Analysis e • -20- W IN ti1 01 CJ f1 r"I ai r- M CJ cj G) (v f 1 -I 1t 1)i In Y P9 f1 iv 4i 7 tit e1 ~i r'1 r- f'i f'I -f f'I i', iJ U) a- Ir Uj I1 U tL W F~ 1L W -H 0 I D 4? M N 01 It 47 CJ (4 ILD J 1 Yf 04 f. S co 17 0) N ` 114 N 0 N ci -1 T-1 %A 0 G) i N I04. U1 w z -1- Co C.J I- 0 ~♦l 1- ♦ -I H CL a: U , U1 U; w z z IL W wti. H fl: 1? L4 W U Q G1 V1 W 'T M fi 41 Qv tT1 1.j1 N 0) -t ~ 11 ITI {~I M 14, 47 ICI 41 0 ri w til r1 47 tit) T i kp N " Co '.D 1-+ 47 tit f 1 (III J1 0: 4 -4 Y- 1.i1 t'J 't 11) tit f'1 171 0'1 %1 M si N 110 'D f 1 Vi 0) tL W 0 ♦ \ ♦ , ♦ % ♦ ♦ } , , , , IN U J CO M 4Z CL' -H 0 si vi J 4a h. N f1 CZ, N ,Fx- ) CL 0 N V1 J 47 N M • CL W WQW LL Llf) LA u pl: ci 47 (1) N r1 171 ti 01 tD M 1,0 ti 4'i C, 4'i IS, 0) N a G x rl C;) p: W 171 10 N tfi 0) til v N Ol r- h f`- h C'J 0 CV v r- CL fii w 0 J1 C1 U 4i Co 47 ri t0 Rr 0,10 T4 rl II ri 1 r. V- H M r- w h d Ci w , \ , ♦ \ ♦ F- 0 J J lui ti IN f 1 r vi si . N V') CV 0 43 fry w w LL CL a zi vi Ix O tD IN At VI N t0 ID CQ 0) 0) r- ci r. N to ql 1r 171 ((j')) 0 2 N N 47 4-r 4'I 41 N r. 7 Ol ci r, "t, l71 r- 4 r 0 r- J1 Z. C4. ei 14) '1 tD 171 10 tD 0) r`- H tii 4-1 I It 171 t0 -4 tt rl 2 W 1y ♦ , , , \ , , , 1 CL J r1 w 0) rr.1 1 r-1 U7 N" N 10 U t0 r- 110 r♦i w ♦ CL CL \-I rt FF-- ~ S R, T. 0000 CY LL u h N Z V1 W NXA. J J Ct 1L ttl I 2 e LL a: a: w P 0 -2- w u. hS-.JT nw J } J : r Cl~,WT z (4z0 2W hi-h hCCW f U.n Q 0: P-4 w F: J N N H r N L^ J Wx cr6:Cx Ci W4'- }-CL Ww {S W LL Z Co r1 n r1 U... F. f- 11 1 N W x f, U ly Qc Ce w 0 U. tt. H H N ice.- 7: L h h co r Cl (L r- LL 0 1 V 4 K H H N z 02, 1z rJ J :z .14 :4 1X N a: J L1. CL H N H 2: V. K w 11 T W f 1 fa ! 1 L~. CL W L f:J IZ Q 1-1 » I i ICC,~[a h J 1Y 2 ~rlUitfl r~- x h: ::N7~ 1 j J .J o 1-1 ~1 N ~ H 111 C7 HV} ,v x: h U.` CiCOW 2X2 0Co S I -21- r Ieiol r h to a N l0 f N to OQ r r r r ,~ay30 U}6}Uo r r r r r f~ ys}ueds UelpUl w UP:) }aawv ¢J w Ue}Sy tL o P¢l$ N (N 9: w to N r Ln r to O r f r r r a4yM co LLJ }Vjol r n Wt m C% ° Ln rn a LL Z e0 ue}pul r r ~ U49}.Aalll~ z U. IL C) U¢}Sv ° c 41 ~'t~ > o -J J v L}6}AQ r r co Lrl 0 y5}UEds r Ix r W ~l o e► d r O tD v N rn O M n a~ }y o, r lf7 f\ r r CO r paL L}A N ki CD lp V Q`. f` M t0 n CT t0 fem. O xSUCSG cn r r M tG cri ko m c ~ I 7 4-+ O 4 r O N c c 1 Rf s a) CL 41 N V) W E V O LM w c c cm to C y L O gt v G~ c L ~y u > > x v o V aI a~ ob c U r c a` >a u LD c w u 4+ C Q c r b N O u •r r J O W r 41 L rd 61 m L. Y yN~ C 'r r r Q N r • n > 1-i w c L c m a L L RS •r N L f» r ro c r N r b 6J O 3 N O 61 \ -'22• + e t .ter {e7oL vii rv M Y, N u O 0 n. N I: Z u p •H C V i isJ is O ~ C V o r. ll~J 4,10 O O n .ra y vJ O Ors l{.' 41J f!(aS N .-d ,..J V) .r1 u •7a GPI st M _ v rn y, 14 N Y et ?t O llxou{W a ° 4 ° o -UON ' J M fa Q~ 'H ~ " a 19 W C t D1 ro h u [C JjL'l~j ^ N H 1O A w It' 101 a W o " a >1 w u C o O y ,,4 h ro O O O O f.' u Q O q O a0i 3 u C 7 >1 0 U19110 O d M c A A w l{BjUEC~$ N N ~ 00 W A1 J V O V) r ,4 V) La ~ < st ct u 'a ~IoETA ° e v u Q Z N rr ~ ~ I w .rUl 4-4 6 x 1 u it Ct ij a, .rl .H S1~lou414 o 00 r~ . G y -UON l Nei Q 0 4 U N ry 7 N 41 ro VJ G c r ro rj ly f•1 OI ro A U C G O Q w O .H Fa 3 k4 -4 u A u v X O a nJ ro a u a o n 1-1 v ro a~ ,.n s . •r, Y' In v ro d w w e X o Nw u o r4 00.4 0u ta7o FJ b H N p rJ v 0 .1j o: V) a ° ro o a o d w v~ -23- a L ewaJ Lelol QJ •r G ~ •r F: G w o L LL S p ds w q s S U ~I O Q l9 u ro d 7 -UON Q w v an w wow o c~ `a l pyJ - c Q301 K e L41 z F o w H 0 a 14 IL. • oo ro Y ~ • yN w H U -,4 H Q a, m ° u 16 po y cy Z5 w 4sjuedS v p IOQ19 # m 3 •a o KIpouIW u o •,i w -UON W u o J U *ea.ay .404PI r ,N IUenaLa4 0 •0 Q o, x V O C W O VI 1y(~ N C Q N C r-1 y~ L L. L O ,r Q1`. d r t rl W p yy ro r• 7 m o d r- c Rl 00 v 4~: a c a aLi - a+ lI tl r- 0 a, c +1 mrovdi Y r w v C B to M (U 4J o R3 W 1U N c > z G= N V V •r• N rY Gl V "7 ~O i i ro v 00 zwoQum o a a a arte. t h b kil O c n c o 'N ys}ued c ~~et LU I ouE -uo ate o O ' ~ a eya t a r ro Y,, 14 S^ 4SjuedS a;0 o Ln m Ln c ' N ro 4J 4J H 5 X~pl9 O N O N r-~ In l p ~ t~ ~O Alf.IOUJWI Ln ro 4J S { J. A atew (n 0) ~j K H H b r~ 00 Gyp ~ _ c. „ r. An (v to 00 P-4 r~ P4 ~ORO LCM3 ~ roc CL 0 43 ~n r o v c r0 c c x c "Ifet 3 4<~ 41 Li CL H N u% u L 0 U. ' F- ro a 4. G4+ SECTION Ills GOALS TIMETABLES AND QARATFAIES Action Plan II • • ACTION PLAN The City of Denton commits i':self to the following specific objectives and action steps: Obis l Implementation/Eno Management Steering Committee To procedurally implement this Affirmative Action Plan in a timely manner best suited to the attainment of stated programmatic goals and monitor on an annual basis. . Action Step fl: Present draft of Affirmative Action Plan to department directors and discuss tentative objectives, requirements, and implementation of schedule. (a) Res onsibi7.it a city manager (b) Target Date: July 14, 1981 (c) Evaluation: Follow-up et,,ff meeting minutas Action Step #2: Establish EEO Management Steerin~l Committee and make appointments and outline responsibilities. (a) Ees isibillty: EEO Mr:iagement Steering committee :b) Target Date: July 21, 1981 (c) Evaluation: Steering Committee and City Men alter meet to follow-up on appointments and responsibilities -27- i Objective 1 (continued) Action Step Ut Management Steering Committee review Affirmative Action Plan and make recommendations for final document and implementation. (a) Responsibilitys City Manager/EEO Management Steering Committee members (b) Target Dates September 15, 1981 (c) Evaluation: City [ia:ager conducts staff meetings and individual interviews with Steering Committee Members Action Step i4s Formal presentation to the City Council of the A.,'firmative Action Plan as the policy of this City. (a) Responsibility: City Manager (b) Target Dates October 20, 1981 (c) Evaluation: Press release on the City's renewed commitment to EEO and Affirmative Action principles. Action Step t5s Formal adoption of this Affirmative Action Plan as the policy of this City by resolution. (a) Responsibilitys City Manager and City Council (b) Target Date: October 270 1981 (c) Evaluations Press release on the City's rener;e9 commitment to EEO and Affirmative Action principles. • -28- • Objective 11 Dissemination of Affirmative Action EEO Poll '-Cy .-_Intern alb L To establish procedures for internally communicating thrr Affirmative Action Plan to current and future employees. Action Step 01: Distribute copies of the final Affirmative Action Plan to all department directors and major division heads. (a) Responsibility: Personnel Department (b) Target Dates October, 1981 (c) Evaluation: Personnel Director will report to the City Manager confirming the distribution. Action Step #2r Dissemination of a memorandum to all empL*Jyees outlining the goals and implementation of the Affirmativi) Action Plan. (a) Responsibility: Department Directors (b) Target Dates within fifteen (15) days of receipt by the Department Director of the Affirmative Action Plan (c) Evaluation: Department Directors will forward a copy of their memorandums to the Personnel Director for review. Action Step f3: Appoint departmental EEO representative. (a) Responsibility: Department Directors (b) Target Dater January 11 1982 (c) Evaluation: The Department Directcr will notify Personnel Department Pp.l departmental employees, • -29- Objective II (continued) Action Step #4: Special meetings with X11 oon-m ai agement employees to orient them to the Affirmative Action Program, (a) Responsibili t: Department Directorn (b) Tarjet Date: Within sixty (60) days of release of Affirmative Action Flan (c) Evaluation: The Department Director will report to the City Manager that the Affirmative Action Program has been presented. Action Step t5: Development of an Affirmative Action brochure for all City employees and distribution at orientation sessions for new employees, (a) Responsibility: Employment Specialist. (b) Target Dates January 1, 1982 (c) Evaluation: Persoe;,;;1 Director will review, Action Step 16= Prominent placement of City's Affirmative Action policy stat%ment and non-discrimination posters on all bulletin boards in the City facilities, (a) Rt:e nsibility: personnel Department (b) Target Date: January 1, 1982 (c) Evaluation: Personnel Director will report to the City Manager that materials have been posted, Action Step t7: Revlse employee rules and regulations to include appropriate FM policies,(i.e, sexual harrassment) (a) Res onsibi_ lity: Personnel Director (b) Target Date: October 1,1982 (c) Eval_ uy ni On-going review of rules and regulations by Personnel Director. -30- • Objective III Dissemination of Affirmative Action/EEO P011St Externally To establish procedure for externally communicating the Affirmative Action Plan to interested citizens and agencies. Action Step #1: Preparation of an official letter to annually notify regular and special recruitmen': sources of the City's equal employment policies. (a) Responsibility: Personnel Department (b) Target Date: October, 1981 and continuing (c) Evaluation: Personnel Director reports to city manager Action Step 02: including the phrase "Equal Opportunity Employer" in all employment advertising. • (a) Responsibility: Personnel Department (b) TEget Date_t Immediate and continuing (c) Eval on= Ongoing review by Employment Specialist ' Action Step !3: Notification by letter of all minority and women's organizations, minority churches, community leaders, secondary schools, and universities in Denton of the City's Affirmative Action policy. f (a) ResponsihI tys Pert+,)nnel Deparl.ment (b) Target Date: Imr,ediate and continuingj (c) Evaluation: Fmpl.oyment Specialist periodically conducts these m ailouts and reports to Personnel Director. -31- I W.jective III (continued) e , Action Step !4: Copies of City's EEO policy will be sent to sub-contractors, vendors, and suppliers with 50 employees (or more) to inform them of the City's policy. (a) Responslbtlif.y: Purchasing Agent and department 3irectors administering the contracts. (b) Target Date: October, 1981 (c) Evaluation: Department directors report to City Manager Action Step #5: Incorporate equal opportunity clauses in purchase orders, leases, contracts, etc. (a) Responsibility: Department directors (b) Target Datet January, 1982 (c) Ev aluationt The department directors will report to the City Manager that EEO clauses have been included in all contracts, leases, purchase orders, etc. -32- Objective I Recruitment and Selection To formalize minority recruitment efforts. Action Step /1: Maintain regular contact with identified leaders from minority groups and women's groups to gain referrals for existing job vacancies. (a) Responsibility: Employment Specialist (b) Target Date: Immediately and weekly thereafter (c) Evaluation: Employinent Specialist reports periodi- cally to Personnel Director of progress made in establishing and maintaining these contacts, • Action Step 1?s Coordinate minority and female referrals with employment interviewers from the Texas Employment Commission. (a) Responsibility: Employment Specialist (b) Target Date: January, 1982 (c) Evaluation: Report from Employment Specialist to Personnel Director regarding responses from Texas Employment Cormni.ssion. Action Step t3s Conduct a city-wide employmenC fair in older to attract qualified applicants of special populatirns, i.e., minorities, wimen and physically handicapped. a) Responsibility: Employment Specialist and departmental EEO representatives (b) Target Date: Annually - Spring, 1982 (c) Evaluations Employtrent Specialist will giv.& progress reports to Personnel Director •-33- Objective IV (continued) • Action Stems #4: Develop local television advertising approN-hos focusing on minorities and women. (a) Responsibiliq: Dnployment Speciali»l rnd departmental F,M representatives (b) Target Date: Immediate and continuing (c) Evaluations Report from Employment Specialist to Personnel Director outlining advertising efforts. Action Step 45: Identify new recruitment sources for women and mii,,)rities and determine feasibility of utilization. (a) Responsibility: Employment Specialist and departmental EEO representatives . (b) Target Dates Immediate and continuing (c) Evaluations Report from Employment Specialist to Personnel Director outlining new recruit- ment sources. Action Step t6: Prior to Civil Service Exams, a personnel department repre- sentative and a representative from the department will meet at selected sites within the community to promote the poline and fire departments and advise interested applicants concern- ing Civil Service testing proc-Aures and the interviewing process. (a) Responsibility: Employment Specialist and departmental EEO representatives (b) Target Date: Jan.iary 1, 1982 (c) Evaluations Employment Specialist will prepare rfport to Personnel Director after each Civil Service Exam regardirg steps taken to achieve this goal. -34- Objective IV (continued) Action Step_17: Include in the monthly utility bills a flyer with a special j message that the City of Dento•i is an Affirmative Action and Equal Opportunity Employer. (a) Responsibility: Employment Specialist (b) Target Date: April 1, 1982 (c) Evaluation: Employment Specialist will report to the Personnel Director that this message has been included in utility bills. • -35- • Objective V Tr aining_Pr rasa To develop, analyze and evaluate training programs for City employes to ensure that they are prepared without regard to race, color, sex, religion or national origin. Action Step fls Train departmental EEO representatives in key departments s,-ld use them to directly solicit minority and female applicants at the annual city-wide employment fair. (a) Responsibility: Employment Specialist and Department Director (b) Target Date: April 1, 1982 (c) Evaluations Employment Specialist will evaluate recruiting efforts of recruiters and • follow-up with meetings aid report to Personnel Director of progress. Action Step t23 Provide training on proper interviewing techniques to all employees who conduct employment selection interviews. (a) Responsibility: Employment Specialist (b) Target Date: March 1, 1982 (c) Evaluations Employment Specialist reports to Personnel Director the pre and post test results. Results forwarded to department directors. Action Step ;3s Provide training to new employees of City policies, procedures and benefits. (a) Responsibility: Personnel Department • (b) Target Dates Monthly On-going basis (c) Evaluations Personnel Staff will evaluate orientation sessions and report to Personnel Director, -36- Objective V (continued) r Action s`ep 14 Train supervi,,ors in supervisory rkilis, i.e. handling discipline aW, grievances, evaluating performance, work methoJ s, safety practices, coaching and training employees. (a) Rey op nsibillty: Personnel Analyst (b) T;xget Date: March 1982 - June 1982 (c) Evaluation: Personnel Analyst -37- Objective VII Monitoring Affirmative Action/E90 Progran Achievements To develop a viable reporting system of Affirmative Action Plan activities in order to monitor, analyse, and update the Affirmative Ar-tion Plan. Action Step_fl: Development and preparation of monthly rf~portr, on recruitment efforts, applicants, turnover, etc. (a) Responsibility: Employment Speciallnt (b) Target Date: Monthly basis (c) Evaluation: Report submitted to City Manager Action Step #2: Review Affirmative Action Plan implementation and procedures and make annual recommendations as to areas in need of revision or improvement. is (a) Responsibility: EEO Management Steering Co:rrnittee (b) Target Date: By April 1, each year (c) F..valuationr All proposals reviewed by City Manager and Personnel Director Action Step 13: Preparation of an annual Evaluation and update of the City of Denton's Affirmative Action Plan. (a) Responsibility: Personnel Department (b) Target Date: June 30, annually (c) Evaluation: Submitted to and approved by the City Manager • -38- . Objective VII Elimination of Artificial 9arriern To revise those administrative procedures which could present barriers to equal opportunity and treatment for minority ar,d female employee, Action Step il; Convert all classification specifications to a format that specifically outlines actual skills and abilities zequirea: (a) Responsibility: Personnel Analyst (b) Target Dates Immediate and continuing (c) Evaluations All job classification specifications will be reviewed periodically by Personnel Analyst to evaluate accuracy. Action Step f2i Review and study the components and administration of all • pre-employment to W.ng procedures for job-relatedness. This includes Civil Service Examinations. (a) Responsibility: Employment Specialist (b) Target Datel initiate October 1, 1981 and continue as needed (c) Evaluations Employment Specialist will provide a progress report to Personnel Director. • -39-- • QUective viii Providing for equitable Treatment for City_Employees Action Step-#I: Develop and implement City-wide "LF,T'= TALK IT OVER" program, (a) Responsibility; City Manager (b) Target Date: December 1, 1981 (c) Evaluation: Department Directors will provide City Manager with a program report • -40- ~t SECTION IV: AFFIRMATIVE ACTION RESPONSIBILITIES AND MAINTENANCE Specific Responsibilities in DevelOpnent and Implementation Internal and External Communication of the A" Annual Review, Evaluation and Update -41- r • IV. AFFIRMATIVE ACTION P[AWNINO Specific Responsibilities in Development and Implemr.nlatior A. City Coun:il 1. Adoption of resolutions in support of equality and fairness in minority and female employment, thereby, pledging full support of the written Affirmative Action Plan for the City of Denton. 2. Actively and regularly monitoring the degree to which the adopted Affirmative Action Plan is being imply merited and the results attained. B. City Htnager 1. Be responsible for the overall a1sinistration of the Affirmative Action Plan. Provide the aseurance that compliance w'.th the Affirmative Action Plan be handled in an expedi,int and legally sound manner. 2. Establiah, administer and provide policy direction for the Plan so that equal employment opportunity exists in each department in r11 rarjor functional categories. The directives will i.istruct directors to determine areas which fall below desired program levels. 3. Disseminate appropriate directives to department heads from time to time to ensure compI t erce Ath ti-a Plan, requiring such compliance as a condition of performance evaluation. • -42- 4. Administratively support the goals and timetables of the Plan so that the employment, training, and promotion objectives are met. 5. Ensure that all facilities, services and activities are equally available and justly administered to all employees regardless of race, color, religion, sex or national origin. C. Management 5teerin2 Committee 1. Prepare annual report to the City Manager recommending revisions and/or updates to the AV. 2. Provide guicitnce to City Menay+r ro,garding priorities in area of training and programming to meet AAP goals . . D. l`,partment. Directors and Division Heads 1. Display and objectively n antfest a positive commitment to equal employment opportunity by supporting and explaining affirmative action goals within their departments. 2. Appoint a departmental EM representative, 3. Spek to ensure that all employees fully understand the Affirmative Actior Plan. 4. Ensure that protected classes are given full. opportunities for training, transfers, and promotions. 5. Ensure that all supervisors understand that their work performance in also being evaluated on the basis of • their efforts and results in fulfilling the obligations of the Affirmative Action Plan. Cocumentation wil'. be submitted for each review period, -43- 10. Participate in EEO training for supervisors. 11. Direct supervisors to take necessary action to prevent the harassment of any employee placed (hired, transferred, promoted) through Affirmative Action efforto or on any basis related to race, color, sex, religion, or natural origin. 12. Inform employees of the availability of services, including counseling, job opportunities, training opportunities, and other matters concerning the welfare of the empl,.)yees as they become available. 14. Review employment practices and ensure compliance with the law. Eliminate unfair employment and/or promotion practices if any exist. • 15. When a specific complaint is presented, cooperate fully in identifying and implementing a fair resolution cf any complaint. 16. If a supervisor is aware of inform &.ion that might be pertinent to an employee's questions, dissatisfaction, or problems, it should be communicated to all involved. 17. Work closely with EEO Department Representative in providing this individual with direction, support and assistance. Be prepared to make reasonable accommodations for representative to accomplish their responsibilities. The Department Director may assign more than one representative, if necessary, within w1 particular department since the number of employees will vary from department to department (shifts, etc.). 20. Inform and encourage EEO Representative to attend EEO seminars, meetings, and other forma of training in this field. -44- wftm~ ~ i E. Personnel Director 1. Act as the Affirmative Action Program Administrator for the City of Denton. 2. Assic,,n staff and resoarces for the program'a administration and coordination. 3. Conduct recruitment in minority group communities and women's organtz,ttons, and develop regular communication channels with minority ne!.ghborhoods to assure that employment opportunity information is widely disseminated. 4. Analyze all aspects of the recruitment and selection process to ensure that artificial barriers to hiring women and minority applicants or promoting minority and women employees are eliminated. 5. Analyze and remove artificial barriers in job descriptions and selection devices which may tend to discriminate against women and minorities. 6. Stay abreast of significant developments related to EEO/AA, such as new. laws, court decisions, administrative rulings, and effective programs aid response-, to problems in both the public and private sectors. 7. Conduct orientdtir, sessions to explain the concepts o! affirma- tive action to managerial and emphasize that the City of Denton considers the Affirmative Action Plan to be of major importance and significant priority. 8. Present to the appropriate authority any issue which is pertinent to the implementation of the Affirmative Action Plan. -45- . 9. Monitor and evaluate the progress of the Affirmative Action Plan and keep the City Manager advised as to such progress, recom- mending policy changes where necessary. 10. Be responsible for annual updating of the Affirmative Action Plan 11. Serve a3 lidison between the City of Denton and all enforcement agencies In-partment of Labor, EEOC Regional Staff, State and Federal Civil Rights Agencies). F. Equal Employment Opportunity Departmental Representative WALIFICATIONSi 1. Should have a good rapport witF department personnel. 2. Should have demonstrated respect for Ue rights of individual cc-workers. 3. Shwild be viewed with respect by department directors and employees. 4. Demonstrates the ability to exercise good judgement, objectivity and fairness. 5. Capability of communicating effectively with both employees and supervisors and be able to secure tie confidence of both. 6. Be accessible so that employees who want to discuss a matter may M able to do so with reasoiable ease. • -46- S RE'SPONSIBIL: TIES i 1- Serve as a l+ aison in assisting department directors in locating ,and correcting unfair employment practices and discriminatory actions. 2. Establish an open channel through which employees may raise questions, get answers, and on an informal basis, assist in resolving problems connected with EEO. 3. Scrve as bridges between employees and management, and facilitate problem-solving on EEO issues brought to their attention by their co-workers. 4. Conduct their activities in such a manner that would promote problem resolution in the normal chain-of-command. 5. Inform the employee with the complaint of toe "LET'd TAI•x IT OVER" process and the right to file a formal grievance s b)uld informal efforts at the solution fail. 6. Display and objectively manifest a positive commitment to EEO by supporting and explaining affirmative action goals to ou-workers within their departments. G. Individual Employees 1. Recognize and develop sensitivities to the right of co-workers in actions, speech, and behavior. 2, Make full uae of the EEO Program when the employee hnnestly feels actions or omissions have infringed on him or her in a discriminatory manner. 3. Participate in all traininq sessions provided to increase uEward mobility or increase awareness of goals of the Affirmative Action plan, -47- G. Individual Employees (continued) • 4. Each individual employee is responsible for complying wi%h the spirit and intent of the EEO program aid is expected to cooperate fully with the Personnel Director and cupervisors in all prograns aid investigations. 5. Support the goals of the Affirmative Action Plan by implementing the EEO policy in all City activities and dealing with the cxwunity members. 6. Make department directors aware of all EEO questions/concerns. • • -48- Internal and External Communication of the AAP The City of Penton desires to communicate its commitment to equal employment opportunity to all of its employees a:d the community. To accomplish this, the City of Denton will do the following: A. Internal Communication of the City of Denton's Pol c s 1. Copies of the Affirmative Action Plan will be distributed in suitable numbers to all department and major division heads and will be made available to any employ+e for examination upon request. 2. Within fifteen (15) days of the receipt of the AND, or any revision thereafter, department heads will send to each employee in that department a memorandum concerning Affirmative Action Policy. it will outline the 0jals and methods of implementation of the Plan and will give instructions on how to examine the full document. Copies of this memorandum will also be placed on the bulletin boards. 3. A special meeting will be held by the City Manager and Personnel Direutor to explain to department tnd divison heads the intent of the P1 an and the individual responsibility for effective accomplishment of goals, as well as to clarify the City's commitment to the concept of EEO. i. In conjunction with the Personnel Department, the AAP will be discussed thoroughly with supervisors and foremen, and division heads by department directors. 5. Special meetings of all other City employees will be held within sixty (60) days of release of the AAP no that each Individual can be apprised of the existence and mandatory character of the Affirmative Action Program, and so that he or she may obtain a better knowledge and ~!A eretanding of Its benefits. -49- ~s • A. Internal Communication of the City of Denton Is Policr (continued): 6. An Affirmative Action brochure will be developil and issued to all City employees, advising those who want additional infor- n ation regarding the .AP to contact the Personnel Department. The brochure shall be made a regular part of new employee orientation by the Personnel Department and department head F,. 7. Annually, the Personnel Department shall conduct briefings to update department heads on the progress being made with the Affirmative Action Plan. Department directors will, in turn, hold at least annual briefings, discussions, and questions and answer sessions with their supervisors at antra-departmental meetings and/or training classes. 8. ?he City's Afftrm ative Action policy statement and non-discrimination posters will be prominently placed on all bulletin boards in city facilities. 9. Equal Employment Opportunity policiy statements will be included in any applicable employee harlbook or manual issued either by the City of Dentm or a dep arrrent director. 10. All supervisory persrnnil shall make themselves available to discuss and explain the plan, its implementation, and implicac- tions with employees undei his/her supervision. H. External Communication of the City of uenton's Policy: 1, annually the Personnel Department will send out letters to regular and special recruitment sources identifying and affirm- ing the City of Denton's equal employment policy Pnd stating the City's interest in interviewing and hiring previously e under-represented yroups for all positions. The--e sources will also be informed that the City cannot legally continue to use -50- n, External Communication of the City of ne;,ton's Policy (continued) their services if they do not refer applicants on a non-discriminatory basis, and that referrials on male, female, minority, and non-minority applicants are expected for all jobs at all levels. 2. In all employment advertising, the phrase "Equal Opportunity Employer" will be shown. 3. Minority and women's organizations, minority churches, community agencies, community leaders, secondary schools, and universities in Denton and the surrounding area will be a:-%formed in writing of the City of Denton's Affirmative Action Prograi and requested to actively recruit and refer minorities mid women for all available positions, The Personnel Department will keep them posted on new and vacant positions to be filled, 4. The Personnel Department representative will meet with the Texas Employment Commission to develop minority and female referrals and explain the goals and timetables of the City's Affirmative Action Plan. 5. All appl!cants for employment wall be informed of the City's Affirmative Action Policy and benefits of the program by means of an introductory policy letter or brochure made available to them during initial application or referral from the Texas Employment Commission o. Any of the other employment agencies. 6. The City will incorporate equal opportunity clauses, so set forth in the regulations under Executive Order 411246, in purchase orders, leases, contracts, etc., with sub-contractc,ra, vendors, and suppliers. • -51- • A. External Communication of tiu: City of Derton's Policy (continued): 7. The City will establish local newspaper, television and/or radio advertising programs to be used extenslvoly during recruiting periods. 8. Prior to testing for police and fire entry-level positions as required by Article 1269M, the City will make a major recruiting effort to locate, assist, and encourage minority and female applicantu, emphasizing the City's Affirmative Action Plan. 9. Local news services will receive copies of the City of Denton's Affirmative Action Plan and policy statement, • -52- r • Annual Review, Evaluation ar.d Update 1. The Personnel Director shall submit a semi-annual progress report to the City Manager providing a current evaluation of efforts made and results accomplished under the Affirmative Action pl m. 2. By January 31 of each year the Personnel Department, after consulting with department director, shall submit to the City Manager an annual progress report which will evaluate the previous year's efforts and results with the Affirmative Action Plan. New or readjusted goals, priorities and timetables for the next year will be recommended. The City Manager will consult with the EEO Advisory Committee prior to aiT-wing the new plan for implementation. The City Manager shill also provide the City Council with a formal briefing on the AVirm a- tive Action Plan. The emphasis of the evaluation shall be on assessing the adequacy of problem S identification in the AAP and the extent to which the specific action steps in the plan provided solutions. 5. Annually, all poliM es and practices relating to employee benefits, such as leave policies, retirement, insurance, promotional and compensation standards, etc., shall bo reviewed to ensure that they are equally applied and comply with EW principles. I ICI -53- • SECTION Vi "LET'S TALK IT OVER" MCESS Availability of Equal Employment Opportunity Counseling "LET'S TALK IT OVER" PROCESS Assurance of Nor-Retaliation • -PQ- • Availability of Equal EmplnrL_ eill O octuni~_Counseling "LET'S TALK IT MR_ Process Any employee who believes he or she has been unfairly treated or wishea to correct a misunderstanding or desires information concerning his or her work relaticnehip will have the right to confer •dith the Personnel Director. However, in most instances it is recommended that the following "LET'S TALK IT OVER" process be followed first in an effort to resolve any problem that may be perceived. In the normal operation of any municipality, problems or questions may arise. In addition, rumors often float around that may cause misundorstanding. In most instances, a supervisor will be able to give a prcA pt answer to employee's questions and will assist in solving problems. However, a supervisor can only help if an employee makes hio/her problem known. If an employee feels that he or she is being treated unfairly on a basis of race, color, sex, religion, or national origin or handicap, the problem should be taken to the er'oloyee's supervisor and discussed frankly and thoroughly. without an employee's help a supervisor may not even be aware that a problem , exists. If the employee feels that he or she is not able to approach the supervisor, the EEO representative, the division head, or the department director, or fears retaliation as a result, the problem may be taken directly to the Personnel Director and the amployee need not request any permission to do so. Also, in an effort to promote and enhance departmental capabilities in facilitating discrimination complaints, an EEO departmental representative Progrmm will be established with the City of Denton. Department directors will appoint an employee or employees an EEO departmental representatives and inform the Personnel Director of their appoinhnr:nts. The Es0 representative will be available for informal discussions regarding EEO problems. He/she can help the employee determine if the problem is related to the City's EEO policy and can advise the employee as to a course of action. Tha City of Denton, in maintaining a policy of egoal employment opportunity, -55- • will extend fair and impartial treatment to all its employees and applicants by providing avenues for them to voice complaints of discrimination and to have them investigated to a9aure that discriminatory conditions and actions are eliminated upon finding of reasonable cause. If the problem is not solved in the "LET T' TAL% IT OVEN" Process, the employee may pursue hin/her complaint through the Grievance Procedures in the City of Dentcn's Rules and Regulations Handbook. i ASSURANCE OF NON-RETALIATION Any person filing charges of employment discrimination it advised of the Non-Retaliation Requirement and should notify the Personnel Director If any S attempt at harassment, reprisal, intimidation, discrimination, or other form of retaliation Is made. In exercising their rights under this Affirmative Action Plan, employees are encouraged to pursue any misunderstanding or feel- ing of mistreatment without fear of retaliation or reprisal by any employees or representatives of the City of Denton. Under the provisions of the Equal Employment Opportunity Act, any reprisal or retaliation against an employee for seeking relief to which the employee fools entitled is strictly prohibited. Any occasion of such retaliation should be reported to the Personnel Director Immediately. -•SG- APPENDIX Employment Flow Chart • Affirmative Action Mailing Wet Employment Process Brochure • -57- N 41 e,,, r N p ~y7 7 Ir. ~`~yVI! r L Q N d 4 N V~ ••O'• 0 J. O 4+ p L va ua- ma61, wog4+v ~i 4 C G N~ C A N N~ O O1 C N~ C L r• G 4Oi 09 C e 0 44 l0 V r r a a N p 61 u € 5 , r 441 L r C 041. 4. •y►w> 3 p c K L 61 61 • 4) N 6J OJ O C O u 12- T N 41 671 N w u p M L N . O41'fl~lCtl~~ U C N ~6>16tLJ OC~G W w T 4r.1 1 1 •qc pU O ~N N y4 0 4. 4j ~ ~ P4 O CCC LL O NN4.~ Q ~r L C q ^ 00 a• C r U ~~qS N r N N A LL yNU 6r~ LyC .!C b r C 4~i 1.1 N CA • <'QQ 13 -Se- pN O 41 Y V A C N Ctir- C N q do K A N d o8 aro e r...~,.P 4 0 ° 6j Cg w on" 4wi cc x ~ W y41 w w a C C N C C C vi Y fj paL, U N r 61 r 1.► vi S N~ec N. 41 41 ~5j T 4 uA L gIgg' CL A P. O d s 41 C p N IA N ~ L A Of L C 41 -9 A • c 6i6 Mc a u ,41 G ~ sd.ar~ or 1 V N aj 7 5~^cuNe o°1c { U u t ~ Z N 4) 4N~cn c ~ o ~ d o' o a N LA nC 1 pa 61 °COq Nw N 44 L N 6 b a e~ 00 CO w r.N M c € ° r 41 u i~~'40- ro r u C ro C M (T N mi 06 w N Q a: d I O1 ~ C T 4J puN L ~ L O. yy C w~ LaJ V, 4 yt LL Y T r ~ O~J ~ C C ooC 4 • O d C aG~ wr~r n L ~i u I IT #A LZ qci ~u0. O O ~ 4r••! r V ^yy <~~QC • N to a, 61 0 0 °dve Y-oa W ftb 'CO 4u " 41 a y • u v+ C 41 IJ C wO qa 6 41 1 62N ti I AFFIRMATIVE ACTIONNOB OPPORTUNITIES MAILING LIST City of Denton Personnel Department 1981-1982 -63- AFFIRMATIVE ACTION/JOB OPPORTUNITIES MAILING LIST • TABLE OF CONTENTS 1981-1982 1. Colleges/Universities - Job Opportunity announcements are mailed to s-el ectff olleges {nythe North Texas area as well as to institutions that oredominantly enroll minorities. 11. Community Social Service and Referral Agencies - Agencies that offer services such as jb assistance, job training, rehabilitation, counseling and employment referrals are included in this section of mailing list. ii I s 111. Coarnunit Based Or anizations and Members - This section includes organ ons an !s mem ers who are representative of the Denton community. IV. City of Denton nDDepartment/Division Heads - All Department/Division Heads are maned every o announcement, Only the City of Denton's Department/Divisions receive "Promotional in House" job announcements. -64- • Bishop College Martha Whelan, Director of Texas Woman's Pniversity Career Counsellug S PLACement 01. Placement Office TWU Station 3877 Simpson-Stuart Rd. McCLcnnan Commt.nlty College P. 0. doz 229)9 Dallas, texas 15241 Waco Texas 76708 Denton, Texas 76204 Brookhaven College North Texas State 1'niver4lt,, Texas Woman's University Placer.ent Office Personnel Department Financial Aid Office )Nl9 Valley View NTSU Station, Box 11497 1Wt7 SLatlOA Box 12628 Fa nrcro Branch, 1'x. 752)4 Denton, Texas 7610) Denton, Texas 76204 Nancy D. Brown, pies. Office Mrs. Mildred U. Pratt Texas Woman's University Cooke Co-:nty College Career Fducatlot, 6 Placement Tex Placement Service P. 0, Box SIS Prairie View A b M Unlverslty TWU Station, sox 22929 Cafnesv111e, Texas 16240 P. 0. Bcx 2744 Denton, TexAs 76204 Prairie View, Texas 7741,3 Cooke County College NrSU SPcdent Fmployrnent University of Houston Fltunrlal Aid Al"IN : )Is. Chrlatine Baker Director of Placement P, 0. Box 115 N'rSU Station, Box 5356 3801 Cullen Boulevard Cntnesefile, 1CxA4 76240 Penton, Texas 7620) Houston, TexAs 77001, Corpus prrlsti University Pan Imerican University 1'niverelty of Texae/E1 Pas) Placement of (ice Director of Placement Director of Plsctnent Corpus 0 risti, Texas 7?411 Unlverslty Center, Room 116 Fl Paso, Texas 79964 Fdinburg, Texas 71539 Dallas County Community College Paul (>,inn College Wiley College District DFrco Dl. recto: of career Con meting 701 EL: Street 1020 Elm Street Director of Placement Dallas, Texat 75202 WACO, Texss 76704 Marshall, Texas 75170 Dr. Arlington Talbot Dnvid Fridie,E.npIoyment Spec. Career Planning L Plac6r":nt University of i'exas/Arlington Student Development Texai S0u~harnUtiveraIt y Personnel Department Fast Texas State e University 1201 Wheeler it, P. 0, Box 19;76 Commerce, Tyres 75414 Houston, rex4s ;7004 Arlington, Texas 76019 E1 Paso Community College St. Fdvard's L'nlverslt,v Placement office Pbcrerenr Director Southern Metliodiat University 6601 Dyer dtreet 3001 South Conp,rean Personnel Uepnrtoent E1 Paso, texas 79999 Aust(n, Texas 19704 Dallas, Texas 75215 H.tston-Tillotson College , Director cf Career "lAcement St, Phillip a College hr, Jerry Pk,ore, 111ocenent got, 1820 East 8th Street Director of PlActmcnt University of as/Dallas jlustln, Texu 78702 San Antonio, Texas 7420) P. 0. Box 63,4:,14 Pichtrdson, lexui 75090 :arrant Co. 2r. college DlstricC Texss („Liege Dc. Ivory Moore Placement Office 878 Hatvood Aoat Director of Placement Hinority Affairs Hurst, Texas 76053 101 McAlnney Hall East TexAs State Caivereity Tyler, Texas 757ni rommeree, Tet.is 7' 2e larvis (STlstian College +!.,rv PoIA, r„ft , Cn,>rinatcr of Dr. D C. Henry, roordlnator of :ryas state re,:hniCal Inw t 'te ply-ement SchoLar. Korth lake Cooperative F.ducotlcn Placement Office College Box G Waco, Texas 76704 2000 Waliut Hill Lane Hawkins, Texas 75765 Irving, Texas ;1062 -65- III Ylr. tine Flteh Wale Billing-Ivy St. Arid rew'a DEEP VP, 9envito of flee cXrC 001 F. oa'x 909 8~Ine0 c 608 Lakcy Denton, lexr 762u1 Denton, T^x 14 '6:01 Denton, Texas 76201. Texas Pe14hilltit1'"A r:~:a~•r. rbrll Dvnlxor•. Dallas Intertribal Center Clear creek offtcc rirk Menton oil Ali i,I~JI Plr ,r,•r, E7~ploymnnt 1 Trafnfng 1211 Nortl, lo'nvt 1114,7 Vi itnn 209 Eatt ;efferscn b,nton, textx 1u1~)l Dentoii . 1<<,,r 7+.:h1 Gallas, Texas 75201 r).,nton umniy A.I~alt Probation Services Center fer ?ehabllttIrCherie. CrnznciI 01 East utk NTSU StItloti, Box 115 S8 221 Wert Hlckorv Pentcn, lo.x14 lr,2gl Dcnt"I. lexav 76:7)3 Denton, 1'ux4s 7f~:nl Looke Co, I&lt ativ,, Cn,r Vereran's Servl~:e 9fff, Dr, lohn McCoy, Ir. Box 125 Dvnton (Ounty CourtLorr... A, St, Andrew's Prce`,yterian r;h. Ville), View, 1'ec1, 76:72 lttl Fist 7fc51nncv Srrect lU1) Went Oak Denton, T.xaa 76101 Denson, Texas IV01 Mt.Jerry Nt6Chaot, Informatlcn S Referral for Denlod county Kr, Joe Mitchell ",,jrt Hfe. on Sq,jire-Ird Floor Nrb. 'fancy Knnirnn, CounirV,r N'ISU Stotiun Benton, Texas 76101 1007 Putton Box !7764 Denton, lexaa 76201 Denton, Texan 16201 Mr. Odle Stcrhr.e/ Servlcce to the Handlca,.l.r•1 Ms. Amalts P.odriguer-Mendora Dletrict Parcle Offlec bean of Students Texae Ser Jab Bauk 122 N. Lncgist, sutte loo NMI <,rtte J19 111 Fast 14th street Dentan, Texas 76101 Denton, Texas ;bZO) Suite 201 Austin, Texas 78101 R%Ho KESs, "Busca Traba}o" Program Dr. Finetta Deter Georga 4:~SL1rd P. 0. Box 619: 1914 Emerson 1011 Santa Monica Drive Ft. Worth, Texas 76115 Dent in, Texas 76201 Denton, Texas 76201 Acme Perxoanel P. 0. B,x 1.505 Mr, Emllto Gontale: Pest Tribune Dvnton, Texas 16201 116 West Collins 27?6 S. Beckley Ave, Denton, lexaa 75201 Dallas, Terns 75224 "Olten Trlin.ik Fmrloy*.ent `1.r. !'oble ftollan2 Denton Houstinn Authority P. 0, Box 569 yin rakey Street 2501 N, cell Aw-je Uel,ton, Texas 76201 Deatnn, Texae 16201 Denton, Texas ;5201 ATTENTI,M: Person-,al rth Texas f.du.atlon 1n0 rrainlnx Co-op Mrs. Lll!le B. Hunter Frank Divlla iCl F„sat OAK lOg1 fast rrtk Pr.st-;eat 11fAC Tes41 752111 Drnton, rexas 76201 V03 Fowler Or, C,'n tOn, 7exdi ~,.rl I ` Ilnpe r;.,.rlanhi Mr. Carl 1,lOlla!ne, I'rtfl!ent bentr,n Connt THE 11IM A!1 Texas EnPtoyrrent Cnna.Isslen / NAAtr P. 0. Rox 1975 107 South Wood Attn: Acne Cmstflla rertun, Texas 75;01 Dentnn, texas 76201 4121 North central Ext,vy, Dnllas, Texas 752'15 -G6- L CtYIT Ulh ENSE POLICE k"'GINE.ERrNC. lolin Nliv.ell P! Igfi Lyr.:h Greg FJvarJa DA TA PR)CLSS ING ANI`LV. uiNI RUI. L1.ECTRIC ?ReDUCTION Carv Coltlua Hill I'alker Hitt E.Y dRGY CONSERVATION INSPECTION '1ATER S SEWER DISTURUTION TOIw 'nllJrlAn Je, k I e Wilburn Robinson FINANCE AfUUNISTRATIUN WMER MIM I'IP4 WATER S SEW'TA LAHO1UTlJHY Bill Mcllary Jerty Routh Howard Partin ACCOUNTING PLnNNING S CMfL'N:TY LE4Li.OP, L'TILIIY A:rM1NISTAATION Jeff Meyer Ro!er[ NeSaon • CASHIERING SCHOOL CROSSIM LUARDS SLRSTAV OKS L MLTE,RLNG Annette Watkins Paul Abbott RAY Wr119 i 1"U510HLR SERYICF NA''HINE SHOP WATER & SIWER AMIAISTRATION Mike Woad Jctrell Strlcklin Earl Jones PL'ACHASINtt SIMI 'JISTrWAIER TYEAI:KE,rT Jchn Marshall lommle Carter P CRCHAS L';r;/W'1AFHpIJSS ELECL,IIL I!lilRIHUTIus SEHit1£ ri~lNf LNAlicE Tom Sh1w Glenn Gray lick latvls P,kw; $0I III WA51E LIRA,1Rt Ao4ert Ilckner Cot cam Blood i+clta Orr PAFRS AA!llyf57 P.;T [ON FtRP: LEr;AI 4114 [9I5 iRATi,'ON Steve Brinkman O'ief J,i,4 Uentty Tavlir • -67- • TRAFFIC CONTROL T„irry Mauch PUBLIC WORKS Rick Svehla Tar Hugh 4(x911 • I I -68- i