EEO Utilization Report
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1 EEO Utilization Report Organization Information Name: City Of Mobile City: Mobile State: AL Zip: Type: County/Municipal Government (not law enforcement) Wed May 24 17:01:38 EDT 2017
2 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
3 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 males were significantly under-represented in the following job categories: Protective Service- Sworn (-2), Skilled Craft (-5) and Service Maintenance (-4). 4. males were significantly under-represented in the following job categories: Protective Service-Sworn (-4) and Administrative Support (-5). 5. 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 Indian/n,, and / populations are very small in Mobile County (all less than 3). Therefore, the larger areas of underutilization identified were mostly white and 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 males to apply for vacancies in the Protective Service-Sworn and Administrative Support job categories. service board) to determine if additional recruitment is needed to target males. 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 females to apply for vacancies in the Protective Service-Sworn job category. service board) to determine if additional recruitment is needed to target females. 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
4 3. To encourage Hispanic males to apply for vacancies in the Protective Service-Sworn, Skilled Craft, and Service Maintenance job categories. service board) to determine if additional recruitment is needed to target Hispanic males. 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 Service- Sworn and Non-Sworn, Administrative Support, and Service Maintenance job categories. service board) to determine if additional recruitment is needed to target White females. 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. service board) to determine if additional recruitment is needed to target White males. 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 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 1. Post a copy of the EEOP Utilization Report on the City of Mobiles website. 2. Copies of the EEOP Utilization Report are available upon request from the Human Resources Department. 3. Notify all contractors and vendors of the availability of the EEOP Utilization Report. 4. Provide a copy of the EEOP Utilization Report to the Mobile Public Library. USDOJ, Office of Justice Programs, EEO Utilization Report page 4 of 8
5 Utilization Analysis Chart Relevant Labor Market: Mobile County, Alabama Male Female White Hispanic Other White Hispanic Other Job Categories 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 Utilization #/ Professionals Workforce #/ 31/24 0/0 13/10 1/1 1/1 0/0 0/0 0/0 42/33 1/1 39/30 0/0 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 12,820/44 205/1 4,705/16 25/0 205/1 0/0 165/1 0/0 Utilization #/ 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 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 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 Utilization #/ Administrative Support Workforce #/ 14/6 0/0 3/1 0/0 0/0 0/0 0/0 0/0 87/38 0/0 120/53 1/0 0/0 0/0 1/0 0/0 CLS #/ 12,740/25 135/0 2,975/6 30/0 210/0 0/0 140/0 30/0 22,610/45 545/1 10,090/20 120/0 190/0 0/0 205/0 60/0 USDOJ, Office of Justice Programs, EEO Utilization Report page 5 of 8
6 Male Female Job Categories White Hispanic Other White Hispanic Other Utilization #/ Skilled Craft Workforce #/ 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 CLS #/ 13,580/70 885/5 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 Utilization #/ Service/Maintenance Workforce #/ 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 CLS #/ 15,720/32 1,920/4 10,700/22 250/1 865/2 40/0 325/1 55/0 9,190/19 490/1 9,065/18 90/0 680/1 20/0 160/0 10/0 Utilization #/ USDOJ, Office of Justice Programs, EEO Utilization Report page 6 of 8
7 Significant Underutilization Chart Male Female Job Categories White Hispanic Other White Hispanic Other Professionals Technicians Protective Services: Sworn Protective Services: Nonsworn Administrative Support Skilled Craft Service/Maintenance USDOJ, Office of Justice Programs, EEO Utilization Report page 7 of 8
8 I understand the regulatory obligation under 28 C.F.R. ~ 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 [signature] [title] [date] USDOJ, Office of Justice Programs, EEO Utilization Report page 8 of 8
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