HomeMy WebLinkAboutres1981-0321I
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
I DATE: August 6, 1981
INTRODUCED BY: Hawle
PROPOSED BX: PERSONNEL DEPARTMENT
RESOLUTION NO,. 81-32
A RESOLUTION IN THE MATTER OF THE ADOPTION OF AN AFFIRMATIVE
ACTION PLAN AND PROGRAM FOR EQUAL EMPLOYMENT OPPORTUNITY, FOR
WHATCOM COUNTY, WASH.
WHEREAS, there is a County policy of equal employment opportunity in
recruitment, selection, placement, training, promotion, transfer, layoff,
recall and in general all matters regarding tenure of employment and in all
other employee relation matters, without regard to race, color, religion,
sex, age, national origin, marital status, sensory or mental or physical
handicap; and
WHEREAS, it is necessary to adopt an affirmative action program to
satisfy various state and federal statutes and regulations.
NOW THEREFORE BE IT RESOLVED that the County hereby adopts the AFFIRMA-
TIVE ACTION PLAN and PROGRAM FOR EQUAL OPPORTUNITY as is set forth in the
document attached to this resolution.
BE IT FURTHER RESOLVED that Harold Riggs Raymond be appointed as Equal
Employment Opportunity Coordinator, and
BE IT FURTHER RESOLVED that all departments of the County shall cooperate
with the Equal Employment Opportunity Coordinator and provide him with any
information he may request.
APPROVED in regular session this __20th day of August 1980.
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY, WASHINGTON
ATTEST: Joan Ogden
County Aud Ex- officio
C rk of ncil %
Appryly as tootm, -�4�
secuting Attorney
yf L
Shirley Van lanten,Lthairperson
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
t ,
WHATCOM COUNTY
STATE OF WASHINGTON
EMPLOYEE RELATIONS POLICY
Section 1 - Statement of Ejnpj� ee Relations Polite
Whatcom County has for marry years maintained a policy of equal employment
opportunity in recruitment, selection, placement, training, promotion, trans-
fer, layoff, recall and in general all matters regarding tenure of employment
and in all other employee relations matters without regard to race., color,
religion, sex, age, national origin, marital status, sensory or mental or
physical handicap. Our employee relations policy is 'presented in this section
and those sections which follow and is in accord with various collective bar-
gaining agreements in effect covering employees engaged in courthouse, outside
engineering and all other appropriate activities.
Summary
Whatcom County, Washington is the northwestern most county located on the main-
land of the State of Washington. It borders on British Columbia, Canada and
has as its county seat Bellingham, Washington. The population contained within
the geographical limits of Whatcom County is approximately 97,000. Approximate
ly one -half of the County's population is contained within the city limits of
the City of Bellingham. The County is engaged in the providing to its sub-
scribing citizenry all phases of county services including road and highway
maintenance, public safety, refuse collection, water and sewerage treatment,
public health and library services. A broad segment of county employees are
covered by collective bargaining agreements between the County and Internationa
Brotherhood of Teamsters, Chauffeurs, Warehousemen and Helpers of America,
General local no. 231, and Branch 6 of the Masters, Mates and Pilots /Inland-
boatmen's Union. These collective bargaining agreements have been and pre-
sumably will continue to be negotiated and renegotiated periodically from time
to time.
-2-
1
2
3
4
5
6
7
i
81
I
I
9'
10'
11
12
13
14
15
16
17
18 I
19
20
21 1
22
23
24
25
26
27
28
29
30
31
32
We intend to retain and :indeed further our position in providing the maximum
effective service to our tax - paying citizenry so that Whatcom County will be
recognized as a superlative governmental entity in the providing of services
for its citizens. To this end we believe a vital element to the continued
success of providing services is the establishment and maintenance of sound,
modern, effective management principles, policies and practices applied
throughout all aspects of government operations including but not limited in
any degree to the maintenance of sound employee relations policies. Successful
governmental operations are dependent upon people working together to provide
service of an optimum quality expeditiously implemented and effectively
administered. It is the County's policy to offer to the consuming public,
services of the highest possible quality. Consequentoly, we expect performance
of County employees to the highest standards possible. In return, the County
will endeavor to provide and maintain an employee relations policy of the
highest possible standard. Our broad objectives and philosophy for such a
program are contained in this policy in conjunction with and collateral to the
collective bargaining units in question. Each subject is covered in greater
depth by separate policy procedure or collective bargaining agreement where
appropriate.
Employment Practice & Objective
We intend to hire, promote and retain a highly qualified and harmonious
work force which is consistent with our aim for excellence in service to
our citizens. We are primarily interested in an individual's total
qualifications to perform any job we have available. We will thoroughly
screen to assure we make the best selection from among all candidates.
In making our selection we consider the training, education, experience
and skill, previous employment records, character, attitudes, health
and all other related pertinent data. We do not discriminate in our
employment practices based on race, color, religion, sex, age, national
origin, marital status, sensory or mental or physical handicap. This
includes consideration for promotions, transfers, discipline and other
factors affecting an employee's tenure, status or other terms and
-3-
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
ru
conditions of employment.
Individuals
We insist that each and every employee be treated with the respect and
dignity due as an individual - showing neither favoritism nor unjust
treatment. We believe in the concept of putting personal back in
personnel. We further believe that individuals want to work for their
organization. We believe that employees want to participate and con-
tribute not only through direct efforts but also through ideas and
suggestions. We intend to provide the environment, policies and prac-
tices to satisfy these individual drives and needs.
Wage and Salary
In addition to the general work environment, we also recognize that
other basic needs must be met satisfactorily, namely in the area of
compensation and benefits. Consequently, it is our policy, as evidenced
by our collective bargaining agreements, to provide wage and salary
plans which meet the following objectives:
a. Compares favorably and competitively with other employers in the
appropriate labor market;
b. Assures equitable wage payment internally, between jobs as measured
by performance and experience;
c. Provides a means for wage increases when based on outstanding
performance.
To determine our competitive relationship in the labor market it is our
policy that timely and accurate surveys will be made with other approp-
riate employers which are organizationally similar and entail similar
work situations. It is essential that we compare in addition to these
elements the individual job's responsibilities, skill requirements and
other pertinent elements required in the specific jobs being compared.
A further consideration in determining organizations with which to compare
includes factors of location, size, nature of the organization, economic
base and other related matters.
-4-
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
Of equal or even greater importance than ensuring that competitive
rates are paid is the necessity that wages paid,are equitable internally
(i.e., wages which are in proper relationships of worth, one to the other,
within our County). To assure this occurs we will provide a method for
Evaluating and ranking all jobs according to the responsibility and
skill requirements which exist in the job. For those employees covered
by collective bargaining agreements, the wage schedule therein contained
will periodically be reexamined, negotiated and renegotiated with the
representatives of our employees.
A final but very important element in determining our compensation prac-
tices of necessity must be the consideration for ability to pay salaries
at the level which appears to be needed to remain competitive with the
general labor and sales market. This is a policy determination which
the County must make each year for itself and must consider long range
patterns of growth and needs of the population in addition to all other
related matters.
Benefits in Conjunction with Direct Compensation
It is our policy to maintain a package of associated benefits which best
meets the needs of'the greatest number of our work force and which is
within the economic means of the County. It is our policy to ensure that
benefits in conjunction with direct compensation are equally maintained.
Specifically, it is our policy to maintain:
1. equal retirement age and equal benefits.
2. benefits for husbands and families of female employees which are the
same as those available to wives and families of male employees.
3. benefits which are not conditioned on the basis that the employee
is. "head of household."
Our benefits program is also designed to be comparable with local area
government and industry practices.. It is further designed to recognize
loyalty by providing an increased level of benefits where appropriate
based on length of service. The majority of employees are covered by
collective bargaining agreements which attempt to define these benefit
levels.
-5-
1
2
3
4
5
6
7
3
9
10
11
12
13
14
15
16
17
13
19
20
21
22
23
24
25
26
27
23
29
30
31
32
Performance Appraisal
It is our policy that a means should be provided for a formal appraisal
of employee performance on a periodic basis - not only to let the em-
ployees know where they stand but of even greater importance, to assist
in their growth and development.
This policy is based on the concept that individuals will naturally
differ in their performance levels; that is, in quantity, quality,
attitude and other pertinent job - related factors. We further believe
that a means for recognizing outstanding performance monetarily must be
provided within our salary plan. Consequently, we recognize the inherent
concept of promotion in accordance with seniority, merit and ability. To
apply this concept practically, we have negotiated a performance appraisal
system with the Teamster's Union, tying pay increases after the third
year to satisfactory performance evaluations.
Unions
Within the City of Bellingham and the county government of Whatcom County
various employee groups are represented by International Brotherhood of
Teamsters, Chauffeurs, Warehousemen and Helpers of America. Inlandboat-
men's Union of the'Pacific; and Master, Mates and Pilots Union. Employ-
ment for those personnel, in addition to the general non - discriminatory
intent of the employer, is governed by the practices and principles
enumerated in the collective bargaining agreements in force and effect
between the above identified labor organizations and the employer. Even
though a segment of the county employees are represented by the labor
organizations designated above, the employer has always recognized the
principle that it is only sound business practice to maintain good
working conditions, recognize employees as individuals, pay equitable
wages and other fringe benefits, otherwise maintain proper employee
relations and periodically adjust wages, hours and other terms and
conditions of employment.
Administration
In the best interest of our employees and the County we will attempt to
N
1
2
3
4
5
6
7
8
9
10
11
12
I
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
ensure the continuation of harmonious relationships we enjoy with all of
our employees. The administration of this policy shall be the responsi-
bility of every department head and supervisory management person in the
County. They shall assure that the administration is in accordance with
the concept, intent and spirit of these policies.
Section 2 - Dissemination of Polic
A. Internal Dissemination.
1. Our Equal Employment Opportunity policy shall be reaffirmed by letter
to all employees (Appendix I).
2. One or more copies of our Affirmative Action Plan, will be issued to
each Department Head.
3. It is the responsibility of each Department Ijead to-implement the
objectives of our Affirmative Action Plan.
4. A new employee orientation process will be developed and will include
a discussion of our employee relations policy and Affirmative Action
Plan.
5. The latest revised notices required by the U.S. Government, Equal
Employment Opportunity Commission and Washington State Human Rights
Commission will continue to be prominently displayed.
6. An Equal Employment Opportunity Coordinator will be appointed to
oversee the entire program.
B. External Dissemination.
1. All advertisements for employment do and will continue to contain the
phrase "an equal opportunity employer." (Abbreviated as "EOE ")
2. As appropriate, all normal public and private recruitment sources
will be notified in writing that our Equal Employment Opportunity
policy applies to all referrals.
3. As appropriate, subcontractors, vendors and suppliers will be notified
of our Equal Employment Opportunity policy (Appendix I).
4. Our employment applications will be in accordance with applicable
state and federal regulations (Appendix II).
-7-
M
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
Section 3 -
A. County E
The Whatcom county Lxecutive has the overall responsibility to ensure
that the County's equal_ employment opportunity policy is communicated
and carried out. The Executive will periodically review the affirmative
action program with special emphasis on the effectiveness, timeliness
and completeness of the program. The Executive will enlist and require
the cooperation and support of all department heads and supervisory
personnel of the County. Further, the employees within the various
departments will be urged and required to cooperate in fulfilling their
responsibilities as employees of the County, which is an equal employment
opportunity employer.
s
Equal Employment Coordinator.
The County Ordinance appoints the Personnel Director as Equal Employment
Opportunity Coordinator for the County government as a whole. The
responsibilities and duties of the Equal Employment Opportunity Coordinator
are specified in the Ordinance. Among others, the responsibilities of the
Equal Employment Opportunity Coordinator shall be:
1. Aid individual employees and applicants through the grievance proce-
dure and to generally assist employees and applicants with affirmative
• I
action - related problems.
2. Conduct periodic audits of recruitment, hiring, tzaining, promotion,
retention and transfer practices to ensure that affirmative action
objectives have been and are being achieved.
3. Serve as County representative to local community action groups con-
cerned with employment opportunities for minority and female personnel.
4. Ensure that equal employment opportunity posters are properly displayed,
facilities are desegregated and that minority and female employees
are provided equal opportunity to participate in all County sponsored
activities in employment.
5. Coordinate actions to remove obstacles to the attainment of Affirmativ
Action goals and objectives.
t.
1
6.
I
Make available to employees copies of the Whatcom County Affirmative
2
Action Plan.
3
7.
Inform recruitment sources of the Equal Employment and Affirmative
4
Action Plans for Whatcom County.
5
8.
Generate data for the public that will reflect the status of Affi.rma-
6
tive Action goals in hiring, promotion and wages.
7
B. Responsibilities of Department Heads and All Supervisory Personnel.
8
Department Heads and supervisory personnel will provide the necessary
9
information to the EEO Coordinator for the implementation of the following
10
procedures:
11
1.
Establishment of Affirmative Action goals and objectives.
12
2.
Perform a continuous audit of hir =i.ng practices, training programs
13
and promotion patterns in area of immediate supervision.
14
3.
Periodic review of the Equal Employment Opportunity policy with
15
employees supervised to enlist their continuing support of the County
16
Affirmative Action efforts.
17
4.
Review the qualifications required of employees for transfer or pro -
18
motion to ensure that females and minorities are provided full
19
opportunity for transfer and promotion.
20
5.
Notify the Equal Employment-Coordinator of any perceived problems in
w
21
the area of Affirmative Action and Equal Employment Opportunity.
22
C. To
implement the goals and objectives of the Affirmative Action Plan the
23
Personnel Director shall perform the following tasks:
24
1.
Discuss the Whatcom County Equal Employment Opportunity Policy with
25
each new employee during their orientation. Upon request, the Equal
26
Employment Opportunity Coor.di.nator will provide affirmative action
27
orientation for new employees.
28
2.
Post a flow chart in the Personnel. Office showing the steps taken in
29
the selection process.
30
3.
Advertise job openings:
31
a. Being sure that the content of the advertisement and job descrip-
32
tion do not express a preference on the basis of race, color,
_g_
1
2
3
4
5
6
7
8
9
10
11
!
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
creed, national origin, sex, marital status, age, sensory mental
or physical handicap, unless such preference is a bona fide
occupational qualification. for the job reviewed and approved by
the Washington State Human Rights Commission.
b. Advertise in media directed towards women, minorities, and other
protected classes.
4. Provide job counseling to employees.
b. Execute the grievance procedure outlined in Section 5.
Section 4 - External Implementation Affirmative Action Policies of
Whatcom County.
A. Potential Applicants for Employment.
1. All employment announcements of positions available or "help wanted"
shall include the phrase, "An Equal Employment Opportunity Employer"
(Abbreviated as "EOE ").
2. The Personnel Department shall utilize the approved Whatcom County
employment application form. (Appendix II)
3. Recruitment sources shall be informed of the Whatcom County equal
employment opportunity and affirmative action plans.
4. The Whatcom County equal employment opportunity policy shall be
permanently displayed at all locations where applicants are normally
interviewed or are permitted to complete applications for employment.
5. Pre - employment practice shall be consistent with all the rules and
regulations promulgated by the Washington State Human Rights COmmiSSiOI
as set forth in the Washington Administrative Code W.A.C. 162 -12.
6. Handicapped and /or disabled individuals shall be given equal conside
tion with other applicants during the hiring process.
B. Unions.
1. All employee organizations and /or unions with whom the County has
collective bargaining agreements shall be furnished copies of the
Whatcom County equal employment opportunity statement and affirmative
action plans for equal employment opportunity.
-10-
I
2
3
4
5
6
7
8'
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
2. Orientation sessions will be conducted with all business agents and /or
chief executive officers of labor organizations representing employees
of the County to explain the equal employment opportunity statement
and affirmative action plans for equal employment opportunity. An
objective of such orientation sessions will. be to develop those areas
where joint effort can be implemented to elminate problem areas of
equal employment opportunity.
3. In the future all collective bargaining agreements will contain the
following contractual language:
There shall be no discrimination against any individual employee
of the County or member of the labor organization with whom the
County has a bona fide collective bargaining agreement with
respect to the hire, tenure, compensation or other terms and
conditions of employment because of union membership, race, color,
religion, national origin, creed, sex, marital status, sensory
or mental or physical handicap, or age except where such consti-
tute a bona fide occupational qualification. Approval will be
sought from the Washington State Human Rights Commission.
C. Community Organizations.
Ethnic, minority and women's organizations, secondary education institu-
tions along with colleges in the surrounding area and other. interested
County organizations shall be informed of the Whatcom County equal employ-
ment opportunity policy and affirmative action plan for equal employment
opportunity. The Whatcom County Equal Employment Opportunity Coordinator
shall establish a list of such organizations and invite their aid and
assistance in the implementation of all plans and procedures.
Section 5 - County Discrimination Grievance Procedure
If any employee or applicant feels they have been discriminated against they
shall follow the grievance procedure set forth below:
A. Informally discuss the complaint with the appropriate department head.
B. File a formal written grievance indicating in detail what action by the
County was discriminatory to the applicant or employee.
-11-
11
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
C. The employee shall give a copy of the formal grievance to the Equal
Employment Opportunity Coordinator (The Personnel Director.).
D. After consultation with the Personnel Director, the department head shall
give to the employee or applicant a written response to the filed
grievance. If requested by the department head the personnel director
shall respond to the employee or applicant's grievance.
E. If the employee or applicant is aggrieved by the decision of the depart-
ment. head he or she may appeal to the County Executive for review within
ten days of receiving written response from the department head or
personnel director. Such request shall include a copy of the written
grievance filed with the department and the department's response. The
Executive shall review the grievance and issue a written decision.
F. The decision of the Executive shall be final.
G. Nothing in this section shall :imply or be. interpreted to preclude. indi-
victuals from filing discrimination complaints with appropriate enforcement
agencies at the state or federal level.
Section 6 - Employment Utilization Analysis.
(Female and Minority Population and Work Force in Washington
State and-Immediate Labor Area.)
Statistical information pertaining to the female and minority population and
work force for the State of Washington and Whatcom County area is presented
in this section. The information was obtained from the Washington State
Employment Security Department and the United States Department of Commerce.
The Whatcom County area represents the immediate labor market of Whatcom
County and the area of residence for the majority of County employees. A
suimnary of the female and minority population in the work force for our
immediate labor area is as shown in Tables 1 and 2.
Number and distribution of female, handicapped and other minority populations
in the County work force is pr.esented.in Section 7, Identification of Problem
Areas.
-12-
1
Bellingham (Whatcom County) Labor Area
2
TABLE -I
3
POPULATION BY SEX AND MINORITY
STATUS
4
1970
5
Percent
.Labor
Force
1979
Distribution
Participation
Rate l/
6
Minority Status Total Total Female
Total Female Total
Female
7
Total. . . . . .102,700 81,950 41,881
100.0 100.0
52.7
35.6
8
White. . . . . . 92,855 79,257 40,528
96.7 96.8
53.0
35.9
9
Black. . . . . . 400 201 86
0.3 0.2
41.7
22.2
10
Native American. 2,550 1,949 985
2.5 2.4
NA
NA
11
Asian 2/ . . . . 525 310 175
0.6 0.4
NA
NA
12
Other Maces. . . 270 233 107
0.3 063
3/39.7
3/25.3
13
Hispanic . . . . 1,200 957 491
1.1 1.2
58.3
28.7
14
Minority Croup *. 4,945 3,649 1,844
4.8 4.4
45.0
30.7
15
16
1/ Based on population 16 yeags old and
over.
17
2/ Includes Japanese, Chinese, Filipino,
Hawaiian and
Korean.
18
3/ Includes Native American and Asian.
19
Notes: NA -Not Available
20
*Sum of Hispanic and all races except white.
Some duplication possiblf
21
since Hispanic may include nonwhite races as
well as
white.
22
Sum of individual items may not
equal total because
of
rounding.
23
Source: Census of Population 1970, 1979
data Office
of Financial Management.
24
25
26
27
28
29
30
31
32
-13-
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
Bellingham (Wtiatcom County) Labor Area
TABLE 2
EMPLOYMENT STATUS BY SEX AND MINORITY STATUS
1970 Annual Average
• Percent Distribution
Se.: and Minority Labor Labor Unempl
Status _ Force Emplo�d Unemployed Force Employed Unemployed Rate
Both Sexes
Total. . . . .
30,806
28,488
2,318
100.0
100.0
.100.0
7.5
White. . . .
30,291
29,100
2,191
98.3
98.6
94.5
7.2
Black. . . .
49
43
6
0.2
0.2
0.3
12.2
Other Races.
466
345
121
1.5
1.2
5.2
26.0
Hispanic
292
292
0
0.9
1.0
0
0
Minority
Group. . . .
807
680
127
2.6
2.4
5.5
15.,
Female
Total. . . . .
10,906
9,968
938
100.0
100.0
100.0
8.6
Percent of
Both Sexes
35.4
35.0
40.5
xxx
xxx
xxx
xxx
White.
10,732
9,816
916
98.4
98.5
97.7
8.5
Black. . . .
12
12
0
0.1
0.1
0
0
Other Races.
162
140
22
1.5
1.4
2.3
13.6
Hispanic
74
74
0
0.7
0.7
0
0
Minority
'
Group*
248
226
22
2.3
2.2
2.3
8.9
Notes: *Sum of Hispanic
and
all races
except
white.
Some duplication
possible
since Hispanic
may
include
nonwhite
races in
addition
to white.
Sum of individual
items may
not equal
totals
because
of rounding.
Percentage
di.strubution
and
unemployment
rates calculated
from
unrounded
data.
Source: 1970 Census.
-14-
1�
2
3I
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
Section 7 - Identification of Problem Areas.
A. Population
The overwhelming majority of Whatcom County Citizens are caucasion
(96.7 %). Department of Labor Statistics (Table 1) for 1979 estimate.
that Native Americans make up the largest group of minorities in the
County (about 2.4 %) with Hispanics making up the next largest group
(1.2%). Asians, blacks, and other groups totaled make up less than one
percent of the population of the County. (Note that the total for all
groups exceeds 100 %).
B. Workforce.
Table 2 presents the detailed statistics for the County workforce. These
statistics are based on two assumptions: 1) that the mix of occupations
within this area has not changed dramatically since 1970, and 2) that the
proportion of minorities and women within an occupational category has
not varied greatly since the 1970 census. Some change has no doubt
occurred since then, but the change is not believed to be very significant.
Preliminary data from the 1980 Census has shown this assumption to be
correct.
Notre in the Table that Labor Force Participation Rate figures for Native
Americans and Asians are not available, but that the total percentage
for the two groups combined is only 1.5 %. There is no minority group
in Whatcom County which falls within the requirements of the Uniform
Guidelines on Employee Selection Procedures with respect to adverse
impact.
Table 2 shows the Employment Status by Sex and Minority Status. Whites
make up 98.3% of the male work force and 98.4% of the female. There is
obviously some duplication since the total of percentage figures exceeds
100% for both groups. Minority employment figures are given as 2.6% for
all minorities. Asians and Native Americans are not broken out separately,
so exact employment rates for these groups can not be determined.
Minority employment in Whatcom County Government was 3.4% in both the
1977 -78 and 1978 -79 reporting periods, with the percentage. of male to
female at approximately 50%/50 %.
-15-
1
2
3
4
5
6
7
8
9
10
11 12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
During the 1977 -78 period, 10.5% of the new hires were minorities. In
1978 -79, the percentage of minorities newly hired dropped to 2.5%, but
the actual number of minority employees increased from 19 to 20. An
overall increase in employees accounted for.the slightly reduced percentage
of minorities employed in 1978- -79.
With regard to the numbers of women and minorities in the various job
categories, there was some improvement during the 1978 -79 reporting period.
- -of the five Administrators hired, four were women;
- -of the eighteen Professionals hired, one was black, and two were women;
- -of the fifteen Technicians hired, twelve were women, including one
Hispanic and one Asian women;
- -of the two Protective Services people hired, one was a woman;
'
- -of the thirty -one Office /Clerical people hired, three were men, includi._.
one Native American;
- -of the twenty Service /Maintenance people hired, four were women.
The information given above was taken from the EEO -4 reports.
The data reported in this Plan shows a marked difference in total numbers.
In February of 1980, a Personnel Ordinance was passed establishing for the
first time standards for recruiting and selection. The Ordinance also
resulted in the definition of which departments were subject to the Ordi-
nance. The EEO -4 Report includes all agencies which are paid through the
County Payroll, however, a number of those agencies are not subject to
the County's recruiting and selection processes.
Consequently, a smaller group of individuals are reported in the figures
for 1979 -80. Additionally, because revenue did not reach expected levels
during 1980, Whatcom County cut eight permanent positions from its budget
in September 1980, and twelve more in January 1981. These cuts resulted
in the loss of about 18 CETA positions in addition to eight people being
laid off. Attrition took care of the remaining positions. Despite the
layoffs, eight essential positions were filled between September and
December.
-16-
1 With respect to the proportion of women and minorities one might expect
2 to find in the various job categories, the following shows a balance
3 between what might be expected in a category and what the actual employ -
4 ment figures are as of December 31, 1980. The expected figures for
5 minorities are based upon a work force level of 2.6% minorities in the
6 work force in Whatcom County. 2.5% of 485 equals 13 employees. As an
7 example, Officials /Administrators compose 9.1% of the total work , f -orce
8 in County government, therefore, one would expect one minority person
9 to be employed as an Official or Administrator at this rate.
10 Women total about 35% of the County workforce but constitute 45% of the
11 County government employees.
12 DISTRIBUTION OF MINORITIES
13 EMPLOYED FULL TIME IN WIIATCOTl COUNTY GOVERNMENT
14 December 31, 1980
15 % Fmpioyees # Minorities Imployed # Womeii Employed
Funct:lon in Function I,xl�crcted /Actua :L — Ex�ecte.d /Actual
16
Adnii.nistration/
17 Officials 9.1% 1 2 16 18
18. Professionals 19.1% 2 3 33 41
19 Technicians -4.7% 1 1 8 6
20 Protective
Services 10.6% 1 1 .18 6
21
Para - Professionals 5.7% 1 1 10 27
22
Office /Clerical 23.0' 3 3 40 106
23
Skilled Craft 12.0% 2 2 21 0
24
Service Maintenance 14.8_% 2 3 27 20
25
99.0% 13 =2.6% 16 =3.3% 173 =35% 224 =45%
26
27 In looking at the figures above, it appears that minorities are reasonably
28 well represented in Whatcom County Government. Six of the minority em-
29 ployees are women, with one each in the professional, technical, and para-
30 professional functions. Three work in the clerical function. Two male
31 minorities are administrators, two professional, one protective services,
32 two skilled craft workers, and three service maintenance workers.
-17-
1
2
3
4
5
.6
7
8
9
10
11
12
13
14
15
16
17
18
19
20 +
21
22
23
24
25
26
27
28
29
30
31
32
S ..
Women are well represented in some cagegories and under represented in
others. If one groups the top three functions, Administrators, Profes-
sionals and Technicians, one finds that 57 women would be expected to be
employed in these categories, and that 65 women are so employed. Two of
the six minorities in these categories are women. Protective Serivices,
Skilled Crafts, and Service Maintenance areas have the fewest women em -_
ployed with respect to what one might expect. Men are low in numbers in
.the Clerical skills area..
Tables 3 through 6, which follow, present a summary of the statistics
submitted to the Equal Employment Opportunity Commission by the County
in the last two years. Table 7 is a recent tally of Handicapped employees
in Whatcom County employ.
TABLE 3
COMPARISON OF 1977 -1978 & 1978 -1979 DATA WITH 1979 -1980
1977 -1978 1978 -1979
Full -time Employees
1 554
100.0 1
623
100.0
Women
i 229
41.3 i
256
41.0
New Hires (% Women)
1 46
43.0
73
59.8
Part -Time Employees
238
100.0
178
100.0
Minorities in the
Total Work Force
(including Part -Time)
19
3.4
21
3.4
Blacks in the Total
Work Force
i 4
.7 i
5
.8
Hispanics in the
Total Work Force
i 7
1.3 i
7
1.1
Asian Americans in the
Total Work Force
i 4
.7 i
5
.8
Native Americans in the
Total Work force
4
.7
4
.6
1979 -1980
485 100.0
217 45.0
57 58.0
72 100.0
19 3.9
1 .2
5 1.0
6 1.2
7 1.4
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
TABLE 4
NUMBER OF EMPLOYEES BY JOB CLASSIFICATION
1979 -1980
_19-
M A L E
F E M A L E
W
B
H
A
NA
W
B
H
A
NA
TOTAL
Official s/
Administrators 35
19
1.
1
14
Professionals
108
56
1
1
48
1
1
Technical
25
21
4
I
Protective Service
55
47
1
6
Para- Professionals
19
_
_ _
18
__ 1
Office /Clerical
115
4
L_-
-
109
1
1
Skilled Craft Worker
57
55 _
1
_ _
1
Service Maintenance
71
55
1
2
13
T 0 T A L 485 257 1 3 2 4 212 1 3 2
TABLE 5
. r
PART -TIME EMPLOYEES
1979 -1980
M A L E F E M A L E
TOTAL W B H A NA W B H A NA
Of.f.icials/ i
Administrators
Professionals
11
8
3
Ti�chn i.cians
Protective Service
2
1
1
Para - Professional.
9
9
_
Office/Clerical
28
6
_ —_
19
1
1
1
Skilled Craft Worker
Service Maintenance
10
3
7
TOTAL
61
19
39
1
1
1
_19-
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
TABLE 6
NUMBER OF NEW HIRES BY JOB CLASSIFICATION
1979-1980
TOTAL
Of f icials/
Administrators 3
M A 1, E
W B H A NA
2
F E M A L E
W B 11 A NA
Professionals
17
.8
j
1
8
Technical
1
1
Protective Service
13
10
1
2
Para-Professionals
4
4
Office/Clerical
26
1
25
Skilled Craft Worker
1
1
Service Maintenance
2
1
1
T O T A L
b7
23
2
1
41
During 1978-1979, a survey of handicapped employees was taken. The results
are published as TABLE'7.
TABLE 7 •
POSITION -HANDICAPPED NOT IIANDICAPPED NO RESPONSE
Department Heads/
Administrators 4 30 0
Supervisory 13 69 1
Non-Supervisory 16 227 1
Not Indicated 4- 29 48
TOTALS: 37 355 50
PERCENTAGES: 8.4% 80.3% 11.3%
At this point in time, the statistics for handicapped workers in the County
workforce are not available, therefore, the number which might be expected in
County government cannot be determined. However, there seems to be a reasonable
cross section of handicapped in the County's employ. (8.4%)
-20-
T
I
Section 8 -
Goals and Objectives
2
A. Long Range Goals.
3
1.
To achieve a satisfacotry representation of each protected class
4
(including women) identified as underutilized in each major job
5
classification in County Employment in a reasonable relationship
6
to the overall labor force participation of the group in the
7
Whatcom County workforce.
8
2.
To ensure that the recruitment, selection, and promotion of all
9
applicants or employees is based on their relative ability, know-
.
10
ledge and skills and that each applicant or employee has an equal
11
opportunity for employment or promotion.
12
3.
To assure fair treatment of all applicants and employees in all
13
aspects of personnel administration without regard to political
14
affiliation, race, color, national origin, sex, age, religious
15
I
creed, marital status, sensory or mental or physical handicap.
16
B. Goals for 1981.
17
1.
To continue to recruit and hire qualified minorities in each of the
18
major job classifications, paying particular attention to Protective
19
Services, T- e6hnicians and Office /Clerical positions.
20
2.
To continue to recruit and hire qualified women in each of the
21
major job classifications paying particular attention to technicians,
22
protective services, skilled crafts and service /maintenance jobs.
23
3.
To pay special attention to the hiring of men in clerical positions.
24
4.
To continue development of a new personnel system under County
25
Ordinance based on the six merit principles outlined in the Office
26
of Personnel Management "Standards for a Merit System of Personnel
27
Administration." (Federal Register, Vol. 44, No. 34, Friday, I
28
February 16, 1979) to better enable the County to ensure fair j
29
and objective treatment to all employees and applicants for
30
employment.
31
C. Specific Objectives for 1981.
32
1.
To update and expand the mailing list for notification of job
-2 1
1
21
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
openings ensuring that all known local minority recruiting centers
are included.
2. To periodically contact each minority recruiting center in Whatc.om
County in order to emphasize the County's desire to recruit
qualified minorities.
3. To distribute this Affirmative Action Pian to each of the labor
unions contracting with the County.
4.. To continue participation in CETA training programs emphasizing
the employment of minorities, handicapped and other protected classes.
5. To continue development of a new personnel system for Whatcom County.
6. To publish written personnel rules and /or policies standardizing
procedures for dealing with employee relations throughout all
e
County departments.
7. To continue to improve existing, standardized selection and promotional
procedures.
8. To increase the total number of employees in protected classes in the
County workforce by three during 1981., particularly emphasizing recruit-
ment of minority applicants for commi.ssioned rank in the Sheriff's
Office, and in the,jail; and the recruitment of qualified handicapped
applicants for County jobs.
-22-
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
APPf. Nll:[X I.
WHATCOM COUNTY
STA'T'E OF WASHINGTON
EMPLOYEE RELATIONS POLICY
It is the policy of Whatcom County to assure, through -the operation of an
Affirmative Action Plan and County Ordinances, Equal Employment Opportunities
to all persons who apply for County employment. In keeping with this policy,
which is supported by the County Council, I proclaim the following to be the
Executive Policy on employment for Whatcom County:
Section 1 - Statement of Polic
a. Whatcom County is committed to the establishment and maintenance
of a Personnel System based upon the six merit principles outlined in the 1979
Standards for a Merit System of Personnel Administration issued by the Federal_
Office of Personnel Management. In implementing these standards, it is County
policy to ensure that all persons have equal employment opportunity regardless
of race, creed, color, sex, marital status, national origin, age, sensory or
mental or physical handicap. To accomplish this goal, the County recognizes
that Affirmative Actione'cannot be a neutral or passive policy, but that it must
take active steps in order to meet its goal with regard to minority employment.
b. The County intends to 'establish and maintain personnel rules
and policies designed to attract, retain and promote'efficient, effective and
productive employees so that it can provide the highest level of service to its
citizens. To this end, we believe a vital element to be the establishment of
sound, modern, effective management practices in all phases of employment,
including job structuring and upward mobility; recruitment, selection, appoint-
ment and placement; training; and personnel management.
C. It. is our intent to abolish and /or correct any prior discrimi-
natory practices, customs or other circumstances that may have limited employ-
ment opportunities for protected persons in County government.
d. Specific goals and timetables for improving the representation
of women and minorities with appropriate commitment to handicapped and'aged
persons, are established in the Affirmative Action Plan..
-2 3-
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
e. Responsibilities for satisfactory achievement. of the goals of
the Plan rest on all County employees. This executive policy on employment
shall govern the management practices and official conduct of all County
Departments, Offices, Commissions, Officials and Employees.
f. This plan and its objectives shall be evaluated periodically
to measure the effectiveness of its program and the degree to which its goals
and objectives have been achieved. Examination shall be at least annually,
in-order to update and revise any provisions which are no longer pertinent.
g. Responsibility for coordinating the over all effort, evaluating,)
monitoring, revising and updating the Plan shall rest with the Personnel
Director of Whatcom County, in accordance with the duties outlined in the
Personnel Ordinance. The Personnel Director shall keep the County Executive
advised of the progress of the County's Affirmative Action efforts.
Section 2 - Publication and Posting of this Policy Statement.
Copies of this policy Statement shall be distributed to and dis-
played in the plain view of the public in all County Departments, and shall
be made a part of the Personnel Rules and Policy Manual of Whatcom County.
Dated
John ouws, ounty Executive