RES 87426 - Laserfiche WebLink

III UTILIZATION ANALYSIS A. PURPOSE To identify areas of underutilization of sex and race/ethnic groups upon which goals and timetables can be based. An affirmative action plan is a results-oriented program. In order to seek and achieve good-faith results, a full and complete analysis of the City's utilization of race/ethnic and sex groups must be undertaken. As stated in federal guidelines: "The objective of a self analysis is to determine whether employment practices do, or tend to, exclude, disadvantage, restrict, or result in adverse impact or disparate treatment of previously excluded or restricted groups or leave uncorrected the effects of prior discriminations, and if so, to attempt to determine why." (Section 1608.4 "Affirmative Action Guidelines," Equal Employment Opportunity Commission.) B. STEPS The utilization analysis is a comparison by sex and by race/ethnic group of those persons who are available in relevant labor areas to their current representation in the City's work force. Although under no obligation to do so, the City elected to adopt the utilization analysis methodology required of federal government contractors by the Office of Federal Contract Compliance Programs (OFCCP) because it is the most detailed, technically accurate, and useful methodology available. To implement this methodology, several steps were conducted: 1. Create job groups 2. Identify relevant labor areas 3. Define local labor areas 4. Gather availability data and determine final availability 5. Identify underutilization 1. Create Job Groups Each of the City's job classifications was assigned to a job group. There are three reasons for creating job groups in an affirmative action plan: LHM/kh(kaffirm) 9/87