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EEOP Utilization Report Tue May 27 01:35:57 EDT 2014 ---PAGE BREAK--- Step 1: Introductory Information Grant Title: Justice Assistance Grant Grant Number: 2013-DJ-BX-0370 Grantee Name: City of Puyallup Award Amount: $12,810.00 Grantee Type: Local Government Agency Address: 333 S Meridian Puyallup, Washington 98371 Contact Person: Bryan Jeter Telephone [PHONE REDACTED] Contact Address: 311 W Pioneer Puyallup, Washington 98371 DOJ Grant Manager: DOJ Telephone Grant Title: Justice Assistance Grant Grant Number: FY 2014 Application Grantee Name: City of Puyallup Award Amount: $11,729.00 Grantee Type: Local Government Agency Address: 333 S Meridian Puyallup, Washington 98371 Contact Person: Bryan Jeter Telephone [PHONE REDACTED] Contact Address: 311 W Pioneer Puyallup, Washington 98371 DOJ Grant Manager: DOJ Telephone Grant Title: Bureau of Justice Assistance bulletproof vest partnership Grant Number: FY 2014 Application 14070588 Grantee Name: City of Puyallup Award Amount: $7,483.00 Grantee Type: Local Government Agency Address: 333 S Meridian Puyallup, Washington 98371 Contact Person: Bryan Jeter Telephone [PHONE REDACTED] Contact Address: 311 W Pioneer Puyallup, Washington 98371 DOJ Grant Manager: DOJ Telephone USDOJ, Office of Justice Programs, EEOP Utilization Report page 2 of 9 ---PAGE BREAK--- Policy Statement: Equal Employment Opportunity Policy 2.1.1 The City of Puyallup is an Equal Employment Opportunity (EEO) employer. It is the City's policy there be no discrimination against any employer/employee relations based on race, color, religion, sex, sexual orientation, national origin, age, marital status, disability, genetic information, veteran's status or any other basis protested by applicable discrimination laws. This policy extends to all areas of employment and to all recruitment, selection, placement promotion, job assignment, compensation, disciplinary measures, demotions, layoffs, job terminations, testing, training, awards benefits, daily working conditions, and all other terms and conditions of employment. All employees are responsible for ensuring that this policy is implemented on a day-to-day basis. This policy is subject to the constraints of bona fide occupational qualifications. USDOJ, Office of Justice Programs, EEOP Utilization Report page 3 of 9 ---PAGE BREAK--- Step 4b: Narrative Underutilization Analysis In reviewing the Utilization Analysis Chart, the City of Puyallup Human Resources Department observed the following: Given the data in the job categories Protective Services: Sworn Patrol Officers, Administrative Support and Service/Maintenance it is observed that the following areas are underutilized by two standard deviations: white females are underutilized within Protective Services: Sworn Patrol Officers and Service/Maintenance, and white males are underutilized within Administrative Support. In keeping with the City of Puyallup's commitment to a workforce reflective of the community served, the City continues to examine its recruitment and retention practices to determine if there are methods by which we can attract more white males to apply for Administrative Support positions and also identify ways to encourage while females to apply for police officer and correction officer positions. In addition, the City recently started utilizing services of Public Safety Testing to broaden the applicant pools for sworn officer candidates. Finally, the City will consider additional advertising for service/maintenance positions to expand the applicant pool to encourage women to apply too. Step 5 & 6: Objectives and Steps 1. The City of Puyallup's objective is to provide equal employment opportunities for white females when our organization fills vacancies that become available in the Protective Service: Sworn Patrol Officers job category. a. Following exit interviews with regular status employees who voluntarily leave the City of Puyallup Police Department, the Human Resources Department will review all comments by female Police Officers and Corrections Officers who served three years or less in their position. If there are obvious outcomes indicating a change in recruiting and retention is necessitated, Human Resources will discuss "best practices" with the Police Department Command Staff and identify how changes can be implemented to recruit and retain white female officers. b. The City will analyze the applicant pool now that we joined Public Safety Testing to determine whether it expands the diversity of the applicant pool. 2. The City of Puyallup's objective is to provide equal employment opportunities for white males when our organization fills vacancies that become available in the Administrative Support job category. a. The City will expand its outreach and active recruitment of qualified individuals within the local community and examine other methods of attracting qualified males, such as expanding its search area to include job fairs at local Community Colleges offering administrative programs. 3. The City of Puyallup's objective is to provide equal employment opportunities for white females when our organization fills vacancies that become available in the Service/Maintenance job category. a. The City will expand its outreach and active recruitment of qualified individuals within the local community and examine other methods of attracting qualified males, such as expanding its search area to include local community Colleges and Joint Base Lewis-McChord military base. Step 7a: Internal Dissemination The City of Puyallup will send an all employee e-mail informing staff that an electronic EEOP version has been placed on the City's intranet. In addition, the Human Resources Director will share the EEOP information with department heads within a weekly executive staff meeting held by the City Manager. Finally, the EEOP Short Form will be available in hard copy form in the Human Resources Office and made available to the public upon request. Step 7b: External Dissemination The City of Puyallup will post the EEOP Short Form on the City's Internet site. USDOJ, Office of Justice Programs, EEOP Utilization Report page 4 of 9 ---PAGE BREAK--- Utilization Analysis Chart Relevant Labor Market: Pierce County, Washington Job Categories Male Female White Hispanic or Latino Black or African American American Indian or Alaska Native Asian Native Hawaiian or Other Pacific Islander Two or More Races Other White Hispanic or Latino Black or African American American Indian or Alaska Native Asian Native Hawaiian or Other Pacific Islander Two or More Races Other Officials/Administrators Workforce 21/68% 0/0% 0/0% 0/0% 1/3% 0/0% 0/0% 0/0% 8/26% 1/3% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% CLS 17,155/48 % 980/3% 785/2% 260/1% 875/2% 10/0% 294/1% 205/1% 11,340/32 % 790/2% 765/2% 205/1% 950/3% 130/0% 485/1% 205/1% Utilization 19% 1% 1% Professionals Workforce 13/46% 0/0% 0/0% 0/0% 3/11% 0/0% 0/0% 0/0% 12/43% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% CLS 16,390/32 % 650/1% 685/1% 160/0% 1,575/3% 155/0% 535/1% 170/0% 25,065/49 % 1,155/2% 1,065/2% 195/0% 1,980/4% 90/0% 645/1% 135/0% Utilization 14% 8% Technicians Workforce 4/36% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 6/55% 1/9% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% CLS 2,265/26 % 190/2% 510/6% 4/0% 220/2% 0/0% 45/1% 60/1% 4,340/49 % 150/2% 250/3% 45/1% 330/4% 80/1% 270/3% 70/1% Utilization 11% 0% 5% 7% Protective Services: Sworn-Officials Workforce 10/71% 1/7% 1/7% 0/0% 0/0% 0/0% 0/0% 0/0% 1/7% 0/0% 0/0% 0/0% 1/7% 0/0% 0/0% 0/0% CLS 4,045/64 % 210/3% 550/9% 60/1% 260/4% 30/0% 90/1% 4/0% 830/13% 45/1% 80/1% 0/0% 55/1% 10/0% 10/0% 0/0% Utilization 7% 4% 0% 6% 0% Protective Services: Sworn-Patrol Officers Workforce 40/83% 1/2% 1/2% 1/2% 1/2% 0/0% 0/0% 0/0% 4/8% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% Civilian Labor Force 13,525/37 % 2,700/7% 1,760/5% 245/1% 825/2% 600/2% 1,005/3% 310/1% 10,215/28 % 1,325/4% 1,145/3% 165/0% 920/3% 415/1% 764/2% 195/1% Utilization 46% 1% -20% Protective Services: Non- sworn USDOJ, Office of Justice Programs, EEOP Utilization Report page 5 of 9 ---PAGE BREAK--- Job Categories Male Female White Hispanic or Latino Black or African American American Indian or Alaska Native Asian Native Hawaiian or Other Pacific Islander Two or More Races Other White Hispanic or Latino Black or African American American Indian or Alaska Native Asian Native Hawaiian or Other Pacific Islander Two or More Races Other Workforce 1/33% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 2/67% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% CLS 295/48% 15/2% 10/2% 0/0% 10/2% 0/0% 4/1% 0/0% 235/38% 35/6% 0/0% 4/1% 0/0% 0/0% 10/2% 0/0% Utilization -14% 0% 0% 0% 29% 0% 0% 0% 0% Administrative Support Workforce 6/8% 0/0% 0/0% 0/0% 1/1% 0/0% 0/0% 0/0% 62/81% 2/3% 4/5% 1/1% 1/1% 0/0% 0/0% 0/0% CLS 20,495/26 % 1,580/2% 1,595/2% 275/0% 1,790/2% 240/0% 890/1% 250/0% 40,580/51 % 2,860/4% 3,040/4% 510/1% 2,630/3% 740/1% 1,595/2% 695/1% Utilization -18% 30% 1% 1% Skilled Craft Workforce 30/100% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% CLS 21,715/73 % 3,145/11 % 1,085/4% 145/0% 1,000/3% 160/1% 660/2% 160/1% 1,070/4% 125/0% 90/0% 25/0% 205/1% 30/0% 85/0% 45/0% Utilization 27% -11% Service/Maintenance Workforce 31/76% 1/2% 4/10% 0/0% 3/7% 0/0% 0/0% 0/0% 2/5% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% CLS 29,640/35 % 6,345/8% 3,595/4% 485/1% 2,855/3% 705/1% 1,265/2% 340/0% 26,445/31 % 3,665/4% 2,415/3% 380/0% 4,035/5% 370/0% 1,085/1% 520/1% Utilization 40% 5% 4% -27% USDOJ, Office of Justice Programs, EEOP Utilization Report page 6 of 9 ---PAGE BREAK--- Significant Underutilization Chart Job Categories Male Female White Hispanic or Latino Black or African American American Indian or Alaska Native Asian Native Hawaiian or Other Pacific Islander Two or More Races Other White Hispanic or Latino Black or African American American Indian or Alaska Native Asian Native Hawaiian or Other Pacific Islander Two or More Races Other Protective Services: Sworn-Patrol Officers Administrative Support Service/Maintenance USDOJ, Office of Justice Programs, EEOP Utilization Report page 7 of 9 ---PAGE BREAK--- Law Enforcement Category Rank Chart Job Categories Male Female White Hispanic or Latino Black or African American American Indian or Alaska Native Asian Native Hawaiian or Other Pacific Islander Two or More Races Other White Hispanic or Latino Black or African American American Indian or Alaska Native Asian Native Hawaiian or Other Pacific Islander Two or More Races Other Protective Services: Sworn-Officials Workforce 10/71% 1/7% 1/7% 0/0% 0/0% 0/0% 0/0% 0/0% 1/7% 0/0% 0/0% 0/0% 1/7% 0/0% 0/0% 0/0% Protective Services: Sworn-Patrol Officers Workforce 40/83% 1/2% 1/2% 1/2% 1/2% 0/0% 0/0% 0/0% 4/8% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% USDOJ, Office of Justice Programs, EEOP Utilization Report page 8 of 9 ---PAGE BREAK--- 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 EEOP Utilization Report. I have reviewed the foregoing EEOP Utilization Report and certify the accuracy of the reported workforce data and our organization's employment policies. [signature] [title] [date] USDOJ, Office of Justice Programs, EEOP Utilization Report page 9 of 9