Staff Reports - East Bay Municipal Utility District

Table V.9 shows District hires (regular, full-time) that met or exceeded 2012 placement
goals. During 2012, the District had more hiring opportunities but made fewer goal
achieving hires than previous years.
Underutilized
Groups
Females
(4 out of 15 Goals)
African
Americans
(2 out of 9 Goals)
Asians
(2 out of 11 Goals)
Hispanics
(1 out of 16 Goals)
Table V.9 - 2012 AA Placement Goals Met or Exceeded
Actual
Job Groups and Placement Goal % Placement Status of Goal Achievement
Rate %
Director/Managers 34% 67% Hiring Exceeds Expectations
Science Professionals 47% 50% Hiring Exceeds Expectations
Technicians 42% 50% Hiring Exceeds Expectations
Pipeline Maintenance 3% 6% Hiring Exceeds Expectations
Programmers 7%
Heavy Equip/Truck Operators 15%
Customer Services 18%
Supervising Engineers 33%
17%
29%
33%
100%
Hiring Exceeds Expectations
Hiring Exceeds Expectations
Hiring Exceeds Expectations
Hiring Exceeds Expectations
Pipeline Maint Lead/Supervisory 23% 63% Hiring Exceeds Expectations
The District made no goal achieving hires for nine job groups where hires were made.
Table V.10 shows the job groups where no goal achieving hires were made, where there
were regular, full-time hiring opportunities.
Table V.10 - Job Groups with No Goal Achieving Hires in 2012
Job Group
Total 2012
Hires
Underutilized Group
Other Professionals 1 Hispanics
Administrative Assistants 1 Hispanics
Plant Operators 4 Females, African Americans
Plant Operators Lead/Supervisory 1 Females, Asians, Hispanics
Rangers 4 African Americans, Hispanics
Engineering Technicians 2 Females, African Americans, Hispanics
Electrical/Structural Maintenance 2 Females, African Americans, Asians, Hispanics
Mechanical Maintenance 4 Females, African Americans, Asians,
Service Maintenance 1 Females, Hispanics
During 2012 four Rangers were hired. Hiring supervisors had a few underutilized
candidates to consider for these hires, but none were the most qualified. Over the last two
years, there have been 10 hires/promotions in the Ranger job group. This job group has
35 incumbents including Rangers and supervising Rangers. The Ranger workforce has
not had this amount of turnover for decades. All ten hires/promotions were Ranger II,
Senior Ranger or Supervising Ranger; and no goal achieving hires were made. A strategic
plan for future hiring opportunities for this job group should include outreach to veterans,
and Hispanics and African Americans and consideration of hiring at the entry-level
(Ranger I).
Affirmative Action & Equal Employment Opportunity
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