Staff Reports - East Bay Municipal Utility District

During 2012 four Operator hires were made and there were no candidates from
underutilized groups (female and African American) interviewed for these hires. These
four Operator hires were at the journey-level rather than the trainee-level (2 Senior Water
Treatment Operators and 2 Water Treatment Operators).
All of the Electrical and Mechanical Maintenance hires were journey-level, and no AA
goal achieving hires were made.
As the District focuses on recruitment in the priority areas of infrastructure, operations
and maintenance, and customer service, departments with hiring opportunities will need
to work closely with the AA Office and Recruitment & Classification division staff to
develop strategies to increase the qualified diverse candidate pool. Advanced planning is
crucial to more successful outreach and candidate development.
Evaluation Criteria
In evaluating “good faith efforts” to contribute to the District’s AA goal achievement, the
District follows the Office of Federal Contract Compliance Programs’ (OFCCP)
requirements. The OFCCP states that goals may not be rigid and inflexible quotas that
must be met, but must be targets reasonably attainable by means of applying every good
faith effort to make all aspects of the entire affirmative action program work.
The District will continue to make every legal effort to remove all barriers to equal
employment opportunity in the workplace for women and minorities. These efforts
include recruiting a qualified inclusive applicant pool that represents the District’s very
diverse labor market, ensuring that all selections are made on the basis of relevant and
job-related criteria, continuing departmental efforts to train, develop and promote a
diverse workforce, and maintaining reasonable and equitable workplace policies that
welcome, support and sustain a diverse workforce.
Monitoring Veteran Representation in District Workforce
As a federal contractor, EBMUD must comply with the provisions of the Vietnam Era
Veterans’ Readjustment Assistance Act of 1974 (VEVRAA). This act prohibits
discrimination against veterans and requires federal contractors to conduct employment
outreach to covered veterans. An affirmative action plan for covered veterans is detailed
on pages 77-78.
To comply with VEVRAA, staff conducted a survey of permanent 5 District employees in
2009 to determine the representation of veterans in the District’s workforce. The data
from this survey has been used as a baseline to monitor changes in veteran representation
in the District’s workforce. Since 2009, the District has submitted a VETS100A report to
the Department of Labor’s (DOL) Veterans’ Employment and Training Service (VETS).
5 Per Department of Labor VETS’ definition of “permanent” employees, District hires into Limited Term, TC, and
any other temporary positions are excluded from this report.
Affirmative Action & Equal Employment Opportunity
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