EEO Utilization Report

Organization Information Name: City Of Mobile City: Mobile State: AL Zip: 36633 Type: County/Municipal Government (not law enforcement)

Fri Apr 07 14:49:40 EDT 2017

Step 1: Introductory Information Policy Statement: The City of Mobile is an equal opportunity employer and complies with all applicable federal, state and local fair employment practices laws. The City of Mobile strictly prohibits and does not tolerate discrimination against employees, applicants or any other covered persons because of race, color, religion, national origin, sex, age (40 and over), disability, citizenship, past, current or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state or local law. All City of Mobile employees, other workers and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits and termination of employment. Following File has been uploaded:City of Mobile EEO Policy.pdf

USDOJ, Office of Justice Programs, EEO Utilization Report page 2 of 8

Step 4b: Narrative of Interpretation The City of Mobiles Human Resources Department reviewed the Utilization Analysis (comparing the Citys workforce to the relevant labor market of Mobile County), and noted the following: 1. White females were significantly under-represented in the following job categories: Professionals (-11%), Technicians (-24%), Protective Service-Sworn (-2%), Protective Service-Non-Sworn (-40%), Administrative Support (-7%), and Service Maintenance (-14%). 2. White males were significantly under-represented in the following job categories: Protective Service-Non-Sworn (16%), Administrative Support (-19%), and Service Maintenance -20%). 3. Hispanic or Latino males were significantly under-represented in the following job categories: Protective ServiceSworn (-2%), Skilled Craft (-5%) and Service Maintenance (-4%). 4. Black or African American males were significantly under-represented in the following job categories: Protective Service-Sworn (-4%) and Administrative Support (-5%). 5. Black or African American females were significantly under-represented in the Protective Service-Sworn (-8%) job category. A comparison of the City of Mobile's workforce to the community labor statistics for Mobile County indicates underutilization of women and minorities in several areas. Community labor statistics show that American Indian/Alaskan Native, Asian, and Native Hawaiian/Pacific Islander populations are very small in Mobile County (all less than 3%). Therefore, the larger areas of underutilization identified were mostly white and African American females. The majority of this plan will focus on addressing those larger areas of underutilization, however, the City of Mobile would welcome the chance to increase the representation of all underutilized groups and will continue to explore ways of communicating job opportunities to all race and ethnic groups.

Step 5: Objectives and Steps 1. To encourage Black or African American males to apply for vacancies in the Protective Service-Sworn and Administrative Support job categories. a. The City of Mobile Human Resources Department will work with the Mobile County Personnel Board (its civil service board) to determine if additional recruitment is needed to target Black or African American males. b. The City of Mobile will conduct its own recruitment efforts when needed to diversify the applicant pool such as advertising in local area newspapers and on-line, posting jobs with various professional organizations and relevant trade publications, and utilizing social media to announce jobs. c. Participate in job fairs and high school career days to promote and public safety cadet program. d. Encourage employee referrals for applicants to fill vacant positions. 2. To encourage Black or African American females to apply for vacancies in the Protective Service-Sworn job category. a. The City of Mobile Human Resources Department will work with the Mobile County Personnel Board (its civil service board) to determine if additional recruitment is needed to target Black or African American females. b. The City of Mobile will conduct its own recruitment efforts when needed to diversify the applicant pool such as advertising in local area newspapers and on-line, posting jobs with various professional organizations and relevant trade publications, and utilizing social media to announce jobs. c. Participate in job fairs and high school career days to promote and public safety cadet program. d. Encourage employee referrals for applicants to fill vacant positions.

USDOJ, Office of Justice Programs, EEO Utilization Report page 3 of 8

3. To encourage Hispanic or Latino males to apply for vacancies in the Protective Service-Sworn, Skilled Craft, and Service Maintenance job categories. a. The City of Mobile Human Resources Department will work with the Mobile County Personnel Board (its civil service board) to determine if additional recruitment is needed to target Hispanic or Latino males. b. The City of Mobile will conduct its own recruitment efforts when needed to diversify the applicant pool such as advertising in local area newspapers and on-line, posting jobs with various professional organizations and relevant trade publications, and utilizing social media to announce jobs. c. Participate in job fairs and high school career days to promote and public safety cadet program. d. Contact Trade Schools to attract Skilled Trades students. e. Encourage employee referrals for applicants to fill vacant positions. 4. To encourage White females to apply for vacancies in the Professionals, Technicians, Protective ServiceSworn and Non-Sworn, Administrative Support, and Service Maintenance job categories. a. The City of Mobile Human Resources Department will work with the Mobile County Personnel Board (its civil service board) to determine if additional recruitment is needed to target White females. b. The City of Mobile will conduct its own recruitment efforts when needed to diversify the applicant pool such as advertising in local area newspapers and on-line, posting jobs with various professional organizations and relevant trade publications, and utilizing social media to announce jobs. c. Participate in job fairs and high school career days to promote and public safety cadet program. d. Encourage employee referrals for applicants to fill vacant positions. 5. To encourage White males to apply for vacancies in the Protective Service-Non-Sworn, Administrative Support, and Service Maintenance job categories. a. The City of Mobile Human Resources Department will work with the Mobile County Personnel Board (its civil service board) to determine if additional recruitment is needed to target White males. b. The City of Mobile will conduct its own recruitment efforts when needed to diversify the applicant pool such as advertising in local area newspapers and on-line, posting jobs with various professional organizations and relevant trade publications, and utilizing social media to announce jobs. c. Encourage employee referrals for applicants to fill vacant positions.

Step 6: Internal Dissemination 1. Distribute the EEOP Utilization Report to all Department Heads. 2. Send an email to all employees and include EEOP Utilization Report and post a copy on the Citys intranet. 3. Place a bound copy of the EEOP Utilization Report among the materials displayed in the lobby of the City of Mobiles Human Resources Department. 4. Post a copy of the EEOP Utilization Report on the City of Mobiles website.

Step 7: External Dissemination Post a copy of the EEOP Utilization Report on the City of Mobiles website.

USDOJ, Office of Justice Programs, EEO Utilization Report page 4 of 8

Utilization Analysis Chart Relevant Labor Market: Mobile County, Alabama Male White Job Categories

Hispanic or Latino

Black or American African Indian or American Alaska Native

Female Asian

Native Hawaiian or Other Pacific Islander

Two or More Races

Other

White

Hispanic or Latino

Black or American African Indian or American Alaska Native

Asian

Native Hawaiian or Other Pacific Islander

Two or More Races

Other

Officials/Administrators Workforce #/%

35/45%

0/0%

8/10%

0/0%

0/0%

0/0%

0/0%

0/0%

22/28%

0/0%

12/15%

0/0%

0/0%

0/0%

1/1%

0/0%

CLS #/%

9,520/53 %

215/1%

1,185/7%

60/0%

60/0%

10/0%

49/0%

4/0%

5,165/29 %

120/1%

1,495/8%

30/0%

120/1%

0/0%

44/0%

10/0%

-8%

-1%

4%

-0%

-0%

-0%

-0%

-0%

-0%

-1%

7%

-0%

-1%

0%

1%

-0%

42/33%

1/1%

Utilization #/% Professionals Workforce #/%

31/24%

0/0%

13/10%

1/1%

1/1%

0/0%

0/0%

0/0%

CLS #/%

8,965/31 %

200/1%

1,420/5%

70/0%

345/1%

0/0%

105/0%

0/0%

-7%

-1%

5%

1%

-0%

0%

-0%

0%

Utilization #/%

12,820/44 205/1% % -11%

0%

39/30%

0/0%

1/1%

0/0%

0/0%

0/0%

4,705/16 %

25/0%

205/1%

0/0%

165/1%

0/0%

14%

-0%

0%

0%

-1%

0%

Technicians Workforce #/%

18/50%

0/0%

9/25%

0/0%

0/0%

0/0%

0/0%

0/0%

4/11%

1/3%

4/11%

0/0%

0/0%

0/0%

0/0%

0/0%

CLS #/%

1,805/32 %

0/0%

240/4%

15/0%

65/1%

0/0%

0/0%

35/1%

1,985/35 %

24/0%

1,445/26 %

0/0%

40/1%

0/0%

0/0%

0/0%

18%

0%

21%

-0%

-1%

0%

0%

-1%

-24%

2%

-14%

0%

-1%

0%

0%

0%

Utilization #/% Protective Services: Sworn Workforce #/%

630/67%

11/1%

205/22%

12/1%

4/0%

2/0%

15/2%

0/0%

41/4%

1/0%

13/1%

1/0%

2/0%

1/0%

3/0%

0/0%

CLS #/%

2,070/54 %

105/3%

1,005/26 %

0/0%

0/0%

0/0%

50/1%

0/0%

255/7%

0/0%

345/9%

0/0%

0/0%

0/0%

35/1%

0/0%

13%

-2%

-4%

1%

0%

0%

0%

0%

-2%

0%

-8%

0%

0%

0%

-1%

0%

Utilization #/% Protective Services: Nonsworn Workforce #/%

10/6%

0/0%

21/12%

1/1%

0/0%

0/0%

0/0%

0/0%

44/24%

0/0%

105/58%

0/0%

0/0%

0/0%

0/0%

0/0%

Civilian Labor Force #/%

30/21%

0/0%

0/0%

0/0%

0/0%

0/0%

0/0%

0/0%

90/64%

0/0%

20/14%

0/0%

0/0%

0/0%

0/0%

0/0%

-16%

0%

12%

1%

0%

0%

0%

0%

-40%

0%

44%

0%

0%

0%

0%

0%

14/6%

0/0%

87/38%

0/0%

120/53%

1/0%

0/0%

0/0%

1/0%

0/0%

190/0%

0/0%

205/0%

60/0%

Utilization #/% Administrative Support Workforce #/% CLS #/%

12,740/25 135/0%

3/1%

0/0%

0/0%

0/0%

0/0%

0/0%

2,975/6%

30/0%

210/0%

0/0%

140/0%

30/0%

22,610/45 545/1% 10,090/20 120/0%

USDOJ, Office of Justice Programs, EEO Utilization Report page 5 of 8

Male White Job Categories

Hispanic or Latino

Black or American African Indian or American Alaska Native

Female Asian

Native Hawaiian or Other Pacific Islander

Two or More Races

Other

% Utilization #/%

White

Hispanic or Latino

%

Black or American African Indian or American Alaska Native

Asian

Native Hawaiian or Other Pacific Islander

Two or More Races

Other

%

-19%

-0%

-5%

-0%

-0%

0%

-0%

-0%

-7%

-1%

33%

0%

-0%

0%

0%

-0%

82/66%

0/0%

38/30%

1/1%

1/1%

0/0%

2/2%

0/0%

1/1%

0/0%

0/0%

0/0%

0/0%

0/0%

0/0%

0/0%

3,470/18 %

155/1%

230/1%

15/0%

165/1%

75/0%

605/3%

29/0%

160/1%

0/0%

10/0%

0/0%

35/0%

0/0%

Skilled Craft Workforce #/% CLS #/% Utilization #/%

13,580/70 885/5% % -4%

-5%

13%

0%

-0%

-0%

1%

-0%

-2%

-0%

-1%

0%

-0%

0%

-0%

0%

55/12%

1/0%

312/67%

0/0%

3/1%

1/0%

1/0%

0/0%

19/4%

0/0%

74/16%

0/0%

0/0%

0/0%

0/0%

0/0%

865/2%

40/0%

325/1%

55/0%

9,190/19 %

490/1%

9,065/18 %

90/0%

680/1%

20/0%

160/0%

10/0%

-1%

0%

-0%

-0%

-14%

-1%

-2%

-0%

-1%

-0%

-0%

-0%

Service/Maintenance Workforce #/% CLS #/% Utilization #/%

15,720/32 1,920/4% 10,700/22 250/1% % % -20%

-4%

45%

-1%

USDOJ, Office of Justice Programs, EEO Utilization Report page 6 of 8

Significant Underutilization Chart Male White Job Categories

Hispanic or Latino

Black or American African Indian or American Alaska Native

Female Asian

Native Hawaiian or Other Pacific Islander

Two or More Races

Other

White

Professionals



Technicians

✔ ✔

Protective Services: Sworn Protective Services: Nonsworn



Administrative Support





Black or American African Indian or American Alaska Native

Asian



✔ ✔





Skilled Craft Service/Maintenance



Hispanic or Latino









USDOJ, Office of Justice Programs, EEO Utilization Report page 7 of 8



Native Hawaiian or Other Pacific Islander

Two or More Races

Other

I understand the regulatory obligation under 28 C.F.R. ~ 42.301-.308 to collect and maintain extensive employment data by race, national origin, and sex, even though our organization may not use all of this data in completing the EEO Utilization Report. I have reviewed the foregoing EEO Utilization Report and certify the accuracy of the reported workforce data and our organization's employment policies.

Certified As Final By: Leslie Rey Director of Human Resources 04-07-2017 ____________________________________________________________ ________________________________ [signature] [title] [date]

USDOJ, Office of Justice Programs, EEO Utilization Report page 8 of 8

EEO Utilization Report - City of Mobile

Apr 7, 2017 - 1. To encourage Black or African American males to apply for vacancies in the ... Contact Trade Schools to attract Skilled Trades students. e.

17KB Sizes 5 Downloads 331 Views

Recommend Documents

EEO Utilization Report - City of Mobile
Apr 7, 2017 - Following File has been uploaded:City of Mobile EEO Policy.pdf ... Islander populations are very small in Mobile County (all less than 3%).

final report - City of Mobile
Feb 14, 2014 - The resource and technology assistant located information and sources that helped inform ... Board of Education, The Airport Authority, Mobile County Health ..... Alabama Bid Law limits agencies' use of marketing, therefore,.

final report - City of Mobile
Feb 14, 2014 - School Board, Mobile Area Water and Sewer System, and Alta Pointe Health. System; and ... in seven (7) stages: 1. Review of relevant court decisions on MWBE;. 2. ... collected covers three years of procurement activities from 2010-2012

EEO-1 report
information across all companies using a stan- dard format ... many companies think about our workforce when ... financial analysts, and computer software engi-.

Google's EEO-1 Report
many companies think about our workforce when ... actors, financial analysts, and computer software ... into “technical” (e.g., software engineers, product ... FIRST/ MID OFFICIALS 8' MGRS 208 107 31 50 70 10 1 162 6 75 1622 60 10 739 2 ...

comprehensive annual financial report - City of Mobile
Mar 16, 2011 - Policy making and legislative authority are vested in a seven member ..... The basic financial statements include two kinds of statements that present ...... accounts for tax revenues to be used to pay the cost of electricity for stree

comprehensive annual financial report - City of Mobile
May 7, 2002 - form of government. The City engages in a comprehensive range of municipal services, including ...... accounting in the government-wide financial statements. Revenue that is ...... Financial software maintenance. -. 236,114.

comprehensive annual financial report - City of Mobile
Mar 16, 2011 - funds) are the same as the business-type activities we report in the ..... Business-type activities increased the City's total net assets by $7.5 million. Business-type ...... City phone extensions .... Number of Sanitation Collection.

comprehensive annual financial report - City of Mobile
Mar 25, 2010 - Three hundred-year-old historic Mobile is the county seat of Mobile .... tax base for the City along with increasing the City's service area. iii ...

comprehensive annual financial report - City of Mobile
May 7, 2002 - This report satisfied both generally accepted accounting principles and ...... maturing August 15, 2016 ...... Financial software maintenance.

comprehensive annual financial report - City of Mobile
Mar 25, 2010 - Business-type activities - The City charges a fee to customers to help it cover all or most of the cost of certain services ...... accrual accounting in the government-wide financial ...... 570,689. Financial software maintenance.

ScanJob - City of Mobile
policies, practices, programs, and the effectiveness of police services and relations. (D). To actively ... solutions of community crime. The Advisory Council is ...

Untitled - City of Mobile
ROYAL STREET. Mbce IV of MC.. 20 K. O. CHURCH STREET. 15. 60. AERIAL VIEW SOUTH. SCALE: NTS. MASTER PLAN. SCALE: 1" = 30'. 0 -. 30. Mardi Gras Pavilion & Park - Mobile, Alabama -. Schematic Design Weniger. 06.07.15. WATKINS - ACY - STRUNK landscape a

Legend - City of Mobile
MOBILE MEMORIAL GARDENS. Proposed Zoning Districts for Theodore Annexation Area. ´1 inch = 1,000 feet. City of Mobile Urban Development Department.

ScanJob - City of Mobile
Page 1 ... further promote public safety, the City Council desires to create and establish a citizens' advisory .... to facilitate the business of the Advisory Council.

ScanJob - City of Mobile
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY ... council to be known as the Mobile Police Citizens Community Relations ...

Legend - City of Mobile
MOBILE MEMORIAL GARDENS. Proposed Zoning Districts for Theodore Annexation Area. ´1 inch = 1,000 feet. City of Mobile Urban Development Department.

ScanJob - City of Mobile
Members shall play an active part in encouraging the formation of ... to facilitate the business of the Advisory Council. The Chair shall use Roberts Rules of.

Untitled - City of Mobile
Oct 12, 2015 - previous to that was a light cruiser (CL-63) that was awarded 11 Battle Stars for her efforts in the. Pacific during World War II. 2015 has been a ...

GulfQuest - City of Mobile
Oct 19, 2017 - To apply, submit resume to [email protected] by ... Proficiency and working knowledge of computers, networks, software, test equipment, Windows 2012 R2 servers, Microsoft Office 2013, Windows ... lift, and transport heavy obje

City Continuum of Care - City of Mobile
Apr 23, 2009 - Ten-Year Plan to End Homelessness. Eleven Goals, 2005 ... 2. Establishing an ongoing drug-free awareness program to inform employees about: (a) The dangers of drug abuse in ..... Alabama Vocational Rehabilitation. HHS.

Adv for Bid - Mobile - City of Mobile
Sep 2, 2015 - All bidders bidding in amounts exceeding that established by the State Licensing Board for. General Contractors must be properly licensed ...

Public Notice - City of Mobile
Public Notice. Notice of Availability of the Draft. Clean-Up Grant Application. For Old City Hall North. Mobile, Alabama. Interested persons are hereby notified that ...

general fund - City of Mobile
Business Services. 0. 3,004,339. 3,630,615 ... 390,000. Business Privelege Tax. 280,778. 280,778. 280,778 ...... Bi-Annual Bridge Inspections. 100,000. 200,000.