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Of all applicants for classifications assigned a local labor <br /> area, 93.1% reside in Alameda County. Of those, fewer than <br /> 8% reside in the Northern portion of the County. Therefore <br /> the local labor area was defined as Alameda County, less the <br /> Northern area of the County. <br /> <br /> Of all applicants for classifications assigned a labor area <br /> of the Bay Area, 86% reside in the San Francisco/Oakland <br /> Standard Metropolitan Statistical Area (SMSA) and 14% in <br /> Santa Clara County. Therefore, the Bay Area was defined as a <br /> weighted combination of these two areas. <br /> <br />4. Gather Availabilit~ Data <br /> <br /> Once the relevant labor market was identified and defined for <br /> each group, it was necessary to determine the percentages of <br /> people in each sex and race/ethnic group in the relevant <br /> labor area who are available to perform the jobs in each job <br /> group. Section 17 of the Uniform Guidelines Employee <br /> Selection Procedures (1978) states: <br /> <br /> "The first step in construction of any <br /> affirmative action plan should be an analysis <br /> of the employer's work force to determine <br /> whether percentages of sex, race, or ethnic <br /> groups in individual job classifications are <br /> substantially similar to the percentages of <br /> those groups available in the relevant job <br /> market who possess the basic job-related <br /> qualifications." <br /> <br /> Availability data is an estimate of the proportion of.each <br /> sex and race/ethnic group that is available and qualified for <br /> employment for a given job group in the relevant labor <br /> market. Availability indicates the level at which each <br /> race/ethnic and sex group could be expected to be represented <br /> in a job group if employment decisions are being made without <br /> regard to sex, race or ethnic origin. Availability <br /> estimates, therefore, are a way of translating equal <br /> employment opportunity into concrete numerical terms. <br /> Correct utilization analyses, worthwhile and attainable goals <br /> and real increases in employment for underutilized groups <br /> depend on competent and accurate availability analyses. <br /> <br /> An eight-factor availability analysis was conducted for each <br /> job group. Listed below are the eight factors which were <br /> considered for each job group as well as the data source: <br /> <br />LHM/kh(kaffirm) <br />9/87 <br /> <br /> <br />