Staff Reports - East Bay Municipal Utility District

Section 5 - Evaluation of Workforce Changes and 2012 Goal Achievement
Introduction
According to OFCCP regulations, an acceptable affirmative action program must include
an identification of problem areas. When the percentage of minorities or women
employed in a particular job group is less than would reasonably be expected given their
availability percentage in that particular job group, the District must establish a
placement goal (or hiring goal). The District must then make reasonable and effective
steps toward meeting those goals and addressing the underutilization.
The District is a civil service employer and hires only qualified candidates who meet our
exacting job requirements. To meet our commitment to achieve a workforce
representative of the available labor market, the District establishes affirmative action
goals for minorities and women where underutilization exists. To determine if
underutilization exists, we compare current representation in the workforce (current
utilization) to the representation of the available labor market (availability). Availability
is an estimate of the representation of qualified minorities and women available for
employment in a given job group. When current utilization is less than availability,
underutilization exists and a goal is established. Placement goals are expressed in terms
of percentage (%) representation of total annual hires. Goals are not quotas. They are
targets reasonably attainable by applying good faith efforts to make all aspects of the
Affirmative Action program work. By establishing placement goals, the District takes
responsible steps to prevent discrimination from occurring at the District, and sets a target
for changes in the workforce representation of women and minorities. The goals provide
a way to measure the District’s success in preventing discrimination and removing
obstacles to equal employment opportunity.
Evaluation of 2012 Changes in District Workforce Underutilization
During the third full AA Plan year of the hiring freeze, hiring increased from 59 hires in
the prior year to 89 regular, full-time hires in AA Plan year 2012. The most significant
workforce changes are shown in Table V.1 below:
Table V.1 – 2012 Significant Changes in Workforce Representation
Job Group Workforce Change Reason for Change
Directors/Managers Female underutilization decreased to 1%. Asian
underutilization increased.
2:3 hires were female. Not hiring
Asians at rate of availability.
Programmers Parity Achieved for African Americans. 1:6 hires was African American
Analysts
Increased Underutilization: Females, African
Americans and Hispanics
1:2 hires was Female but hiring
rate was below availability.
Supervisory Engineer Parity Achieved for Asians. 1:1 hire was Asian
Plant Operators New Goal: Hispanics Not hiring at rate of availability.
Pipeline Maintenance Parity Achieved for Hispanics.
5:8 hires were Hispanic
Lead/Supervisory
Electrical/Structural
Maintenance
Increased Underutilization: Females (13%) &
African American. (3%). High underutilization of
2 hires but none goal achieving
Mechanical
Maintenance
Asians (10%)
Increased Underutilization: Asians (3%) New
goal for Hispanics (2%)
4 hires but none goal achieving
Affirmative Action & Equal Employment Opportunity
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