Staff Reports - East Bay Municipal Utility District

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DISCUSSION OF RECOMMENDATION Adopt the 2013 Affirmative Action Plan and Placement Goals. The District’s Affirmative Action Placement Goals provide milestones to measure the District’s progress in achieving a workforce that is reflective of the available labor force. Over time, the federal Office of Contract Compliance Programs expects federal contractors’ workforce to be at parity with the representation of the available labor market. The AA Goals represent the annual placement rate (hiring rate) expected for each AA Group by Job Group based on their availability in the relevant labor pool. The AA goals for 2013 are shown in Table A. New goals for three job groups where representation fell 1 – 2% below parity are shown in bold font. Other workforce changes are discussed in detail in Section 5 of this plan. Table A: 2013 AA Placement Goals Female African American Asian Hispanic Job Group Goal Goal Goal Goal Directors/Managers 34% 20% Programmers 6% Analysts 68% 17% 9% Other Professionals 7% Science Professionals 47% 4% Administrative Assistants 12% General Clerical 89% 13% Customer Service 57% 18% Technicians 43% 30% Plant Operators 13% 11% 14% Plant Operators Lead/Supervisors 21% 13% 20% Lab & Quality Control Technicians 59% 10% 30% Rangers 24% 35% Engineers Supervising Engineers 21% 7% Engineering Technicians 18% 6% 12% Pipeline Maintenance 3% 9% 32% Heavy Equipment/Truck Operators 15% 10% 31% Pipeline Maintenance Lead Supervisors 5% 7% Electrical/Structural Maintenance 17% 6% 15% 18% Mechanical Maintenance 6% 7% 13% 20% Service Maintenance 27% 36% Affirmative Action & Equal Employment Opportunity 4
Workforce Underutilization Table B indicates areas of significant workforce underutilization in 2013. Females have significant underutilization ranging from 5% - 19% in eight job groups. Hispanics have workforce underutilization ranging from 7% - 33% in six job groups. Significant underutilization ranges from 5% - 14% for Asians in four job groups, and African Americans are significantly underutilized (5% - 21%) in three job groups. During the last year, the District lost ground in achieving a workforce representative of the available labor force. The 2013 significant workforce underutilization rates have either stayed the same, or increased (bold font shaded in grey) from the 2012 rates for almost all AA groups. This is because most 2012 hires were not AA goal achieving. The District’s Affirmative Action Goal achievement rate was 18%. This rate is the second lowest rate achieved in the last twelve years. There was a slight decrease in the underutilization rates for females in the Technicians and Supervisory Engineers job groups, and for Hispanics in the Service Maintenance job group (white font in black). More information about 2012 hires is provided on pages 42 – 43 of this plan. Table B: 2013 Changes in Significant (5% or Greater) Workforce Underutilization Job Group Female African American Asian Hispanic 2012 2013 2012 2013 2012 2013 2012 2013 Analysts (3%) 6% Science Professionals (4%) 5% Customer Services 8% 10% 5% 5% Technicians 21% 19% 14% 14% Plant Operators Lead/ Supervisory Lab & Quality Control Technicians 5% 6% 9% 9% 15% 18% Rangers 21% 21% 30% 33% Supervising Engineers 8% 6% Engineering Technicians (3%) 5% 6% 7% Pipeline Maintenance 6% 7% Heavy Equip/Truck Operators 9% 9% 13% 15% Electrical/Structural Maintenance 11% 13% 10% 10% Mechanical Maintenance 5% 5% Service Maintenance 15% 14% The District made some progress where underutilization rates were below 5%. Four areas of minor workforce underutilization (1-3%) were eliminated during 2012. The District achieved parity for African American representation in the Programmer job group, Asian representation in the Supervising Engineer job group and Hispanic representation in the Director/Manager and Pipeline Maintenance Lead/Supervisors job groups. Parity is achieved when the District’s workforce representation of women and minorities matches the representation of these groups availability in the relevant labor market. Affirmative Action & Equal Employment Opportunity 5
Page 1 and 2: y p BOARD OF DIRECTORS EAST BAY MUN
Page 3 and 4: Regular Meeting of March 12, 2013 P
Page 5 and 6: Draft Prepared Office of the Secret
Page 7 and 8: Regular Meeting Minutes of February
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Page 12 and 13: Water Meters March 12, 2013 Page 2
Page 14 and 15: EBMUD AFFIRMATIVE ACTION SUMMARY (P
Page 16 and 17: Adopt the 2013 Affirmative Action P
Page 19: 2013 Affirmative Action Plan Board
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Affirmative Action & Equal Employme
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Communicate to all employees the ex
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against employees alleging sexual h
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Equal Employment Opportunity (EEO)
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Outreach and recruitment with commu
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A careful job analysis has been con
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Glossary (continued) Availability:
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Job Group Listings Analysts (contin
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Job Group Listings Supervising Engi
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Wells Fargo Bank Extension March 12
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Sacramento Municipal Utility Distri
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Application For Grant Funding to th
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BE IT FURTHER RESOLVED that, upon c
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Board of Directors March 7, 2013 Pa
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Board of Directors March 7, 2013 Pa
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EBMUD AGENDA NO. MEETING DATE March
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Draft Prepared By RESOLUTION NO. jf
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10 EAST BAY MUNICIPAL UTILITY DISTR
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EAST BAY MUNICIPAL UTILITY DISTRICT
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Board of Directors Monthly Report -
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Sustainability/Energy Committee Min
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Board of Directors Finance/Administ
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Staff Reports - East Bay Municipal Utility District

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