Staff Reports - East Bay Municipal Utility District

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for the 2013 WDPI exam, including outreach to veterans and females is planned. Detailed plans are described in the 2013 Action Plan section. Efforts to Address Operator Workforce Underutilization Table V.5 shows changes in Operator workforce underutilization over the last six years. Underutilization of females and African Americans in Plant Operator jobs has remained the same for 3 years. Hispanic representation fell below parity for the first time in six years. No trainee hires have been made for Water Treatment or Water Distribution Operator jobs for several years. The District will continue to hire Wastewater Plant Operator Trainees (WWPOT) for the next few years as 28% of WW Operators (67 positions) and 25% of Operators in Lead/Supervisory positions (16 positions) are currently eligible for retirement. Job Group Table V.5 - Rate of Underutilization for Operator Job Group AAY 08 – 13 (Increased underutilization or no decrease in underutilization in bold.) Females African Americans Asians Hispanics 08 09 10 11 12 13 08 09 10 11 12 13 08 09 10 11 12 13 08 09 10 11 12 13 Operators 2% 1% 4% 4% 4% 4% N/A 3% 3% 3% 3% 3% N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A 1% For both the 2010 and 2012 Wastewater Plant Operator Trainee (WWPOT) exam, staff sent email notifications to Job Developers and training program contacts, and presented two information sessions at the District Administration building. Local 444 union officers assisted with the information session presentations. Over 3700 applicants were accepted for the 2010 WWPOT exam and over 1600 applicants were accepted for the 2012 exam. Table V.6 - WWPOT Exam Results for Underutilized Groups WWPOT Total Female African American Hispanic Total Underutilized Candidates Exam Applicants Applicants Applicants Applicants Hired Hired 2010 3700+ 24% 56% 11% 8 1 Female 2012 1600+ 14% 42% 15% 3 1 Female WWPOT Exam The overall pass rate for the WWPOT exam is very low because the District receives a high number of applications and must screen out most applicants to reach a manageable number of candidates (less than 60) to interview for employment. Even so, the pass rates of female, African American and Hispanic candidates were lower than white male candidates. Future outreach efforts should include strategies to target more competitive underutilized candidates and provide information about the exam process. Table V.7 - WWPOT Exam Pass Rates for Underutilized Groups Female Male White Pass Rates Pass Rates Pass Rates Total Applicant Pass Rates Hispanic Pass Rates African American Pass Rates 2010* 1.2% 0.2% 1.5% 4.8% 0.5% 0.2% 2012* 4.3% 2.9% 4.5% 11.8% 3.8% 0.7% *2010 exam pass rates are based on candidate performance through hires. 2012 exam pass rates are based on candidate performance through hiring interviews. Affirmative Action & Equal Employment Opportunity 40
Evaluation of 2012 Goals Achievement 2012 AA Goals Achievement (See 2012 Placement Goals Monitoring Report, page 46) In compliance with Federal Regulations, the Affirmative Action Office identifies AA Placement Goals by Job Group for females and minorities when their representation in EBMUD’s workforce is below parity. Therefore, each of the twenty-two Job Groups could have up to four placement goals depending on the representation of females, African Americans, Hispanics and Asians each year. Realistically, it will take several years to achieve workforce parity even if the AA Placement Goals are met annually, due to attrition and hires of non-AA Group candidates. Progress in achieving the AA Placement Goal is also affected by the number of hiring opportunities and availability of AA Group candidates. For the 2012 AA Plan (AAY12), fifty-one (51) Placement Goals were established. The District met or exceeded 9 out of 51 goals for an AA Goals Achievement rate of 18%. Table V.8 provides a comparison of AA Placement rates achieved during the last twelve years. Although the number of hires increased from previous years, the District’s AAY12 goal achievement rate was far below the average achievement rate (30%). Recruitment plans to increase the diversity of qualified job candidates should be planned and implemented when multiple hiring opportunities are expected. Recruitment of qualified diverse candidates is an essential strategy to reduce underrepresentation and to make progress towards workforce parity. Table V.8 – AA Goals Achievement Rate Year Rate Full-time Regular Hires AAY12 18% 89 AAY11 24% 59 AAY10 16% 45 AAY09 4 27% 110 AAY08 22% 176 AAY07 31% 173 AAY06 36% 169 AAY05 40% 125 AAY04 27% 80 AAY03 30% 80 AAY02 40% 78 AAY01 31% 86 4 Previous AA Plans were based on AA Year (April 1st of previous year through March 31st of current year). Starting with the 2009 AA Plan, AA Plans are based on fiscal year data (July 1 – June 30). Affirmative Action & Equal Employment Opportunity 41
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y p BOARD OF DIRECTORS EAST BAY MUN
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Regular Meeting of March 12, 2013 P
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Draft Prepared Office of the Secret
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Regular Meeting Minutes of February
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Sacramento Municipal Utility Distri
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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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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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