1975-075-Adopting An Affirmative Action Program For The Town Of Los GatosRESOLUTION NO. 1975 -75
A RESOLUTION ADOPTING AN
AFFIRMATIVE ACTION PROGRAM FOR
THE TOWN OF LOS GATOS.
RESOLVED, by the Town Council of the Town of Los Gatos,
County of Santa Clara, State of California, that the attached
AFFIRMATIVE ACTION PROGRAM is hereby adopted as an employment
policy of the Town of Los Gatos.
PASSED AND ADOPTED by the Town Council of the Town of Los
Gatos, California, at a regular meeting :held on the
l6th day of June 1975, by the following
vote:
AYES: COUNCILMEN Ruth Cannon
Mark B. DiDuca
John B. dochner
Albert B. Smith
Egon Jensen
NOES: COUNCILMEN None
ABSENT: COUNCILMEN None
AFFIRMATIVE ACTION PROGRAM
I. POLICY STATEMENT
Affirmative Action, as defined in the "Federal Register" by the
Department of Labor, is "action to insure that applicants or employees
are treated without regard to race, color, religion, sex, or national
origin." It is further described as "positive action in affording
employment and training to all persons regardless of race, color,
religion, sex, or national origin."
The Town of Los Gatos fully supports the concept of Affirmative
Action. It is the goal of the Town to insure that all levels of the
Town organization are open to persons who can perform the required
duties, regardless of race, religion, creed, national origin, or sex.
The goal of this Affirmative Action Program is not to bias the employ-
ment process in favor of any groups, but to make sure that Town
procedures do not work against people who have background or other
characteristics different from the majority. As an equal opportunity
employer, the Town of Los Gatos is dedicated to the elimination of
cultural bias in its recruitment, selection, and promotion procedures.
II. PROGRAM RESPONSIBILITY
The Town Manager shall be responsible for the operation of the
Affirmative Action Program. The Town Manager may appoint an Affirma-
tive Action Coordinator to administer the program. Any person so
appointed shall be directly responsible to the Town Manager.
III. PROGRAM OPERATION
The Town of Los Gatos intends to undertake an aggressive action pro-
gram to insure that women and minorities receive an equal chance to
compete for jobs at all levels of Town organization. Specific
components of this program shall include:
Recruitment and Selection
1. The Town shall utilize recruitment methods which are most likely
to reach minorities and women. Appropriate agencies, publications,
and related sources shall be notified of employment opportunities.
2. The Town shall maintain applicant flow data to determine (a) whether
recruitment efforts have been effective in attracting women and
minorities, and (b) whether minorities and women are being systemati-
cally screened out during the selection process. Corrective action
shall follow if the above analysis shows it to be necessary in
either of these areas. This data shall be obtained by requesting
that each applicant voluntarily fill out a race and sex self -
identification card separate from the employment application. This
-2-
card shall be separated from the application upon its receipt, and
shall not be used as a part of the actual selection process.
3. Each time the Town has a job opening it shall:
a. Review the required qualifications for the job to insure
that they are job- related.
b. Review any employment tests utilized to insure that they
are job- related.
4. The Town will make a reasonable effort to have minority and female
representation on any oral boards which are utilized in the selec-
tion process.
S. The Town shall take steps to insure that oral board members are
fully aware of the Town's policy of nondiscrimination.
Affirmative Action Plan Dissemination
1. A complete copy of the Town's Affirmative Action Plan shall be
distributed to each management employee. The Town Manager shall
take whatever action is necessary to insure that all employees
who are responsible for making employment decisions have a full
understanding of the Town's policy. Compliance with the Affirma-
tive Action Program shall be considered during the annual employee
evaluation of management personnel.
2. All labor organizations affiliated with Town employees shall be
notified of the Town's Affirmative Action Policy.
3. The Town's Affirmative Action Plan shall be made available to any
group or individual requesting to see it. Copies shall be kept on
file in the Town Library, the Town Clerk's office, and the Town
Manager's office. Full copies of the Plan shall be distributed
to the press at the time of its adoption.
IV. AFFIRMATIVE ACTION PLAN GOALS
The establishment of goals and timetables as a part of an Affirmative
Action Plan is a method by which public agencies can meet the Affirma-
tive Action guidelines of the Equal Employment Opportunity Commission
and fulfill the intent of Title VII of the 1964 Civil Rights Act. The
use of goals will allow the Town to measure and evaluate its progress
in its attempts to increase its utilization of women and minorities at
all levels of the Town organization.
Goals are not quotas. Goals are flexible
number of expected vacancies and upon the
women and minorities in the labor market.
not preclude the hiring of non - minority m.
tables provide information upon which the
Action goals.
and must be based on the
availability of qualified
Affirmative Action goals do
ale applicants. The following
Town can base its Affirmative
_3-
Table 1
The following table shows the total, minority, and female full -time
Town employee population shown by the EEOC job categories.
Category
Total
Minority
Percent
Female
Percent
Administrative
11
1
9.1
1
9.1
Professionals
11
0
0.0
2
18.2
Technicians
14
1
7.1
0
0.0
Protective Service
15*
1
6.7
0
0.0
Paraprofessionals
2
0
0.0
2
100.0
Office /Clerical
17
3
17.6
16
94.1
Skilled Craft
5
1
20.0
0
0.0
Service /Maintenance
21
5
23.8
0
0.0
TOTAL:
96
12
12.5
21
21.9
Two vacant.
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Table 2
This table shows the ethnic /sex makeup of the Town's full -time
employees vs. the ethnic /sex makeup of Santa Clara County (County-
wide population statistics are used instead of Townwide population
statistics because a large majority of the applicants for Town jobs
come from outside Town limits). EEOC ethnic categories will be
utilized for this comparison.
TOWN
Santa Clara County
Population
Percent
Male
75
78.1
51.6
Female
21
21.9
48.4
White
84
87.5
76.8
American Indian
2
2.1
.4
Black
2
2.1
1.7
Spanish Surname
6
6.3
17.7
Asian American
2
2.1
2.9
Other
0
0.0
.7
100.0
100.0
-5-
Table 3
This table gives a general indication of the availability of quali-
fied minorities in the various job categories. (This information
is drawn from data for Santa Clara County and is distributed by the
State of California Employment Development Department.) It must be
noted that the job categories and ethnic categories used by EDD do
not correspond precisely to the Town (EEOC) job and ethnic categories.
Thus, these figures should be viewed as general indicators only.
Spanish Total
Job Category Black American Other Minority
Administrators
.6%
7.7%
2.4%
10.7%
Professional /Technicala
1.3%
6.8%
4.7%
12.8%
Protective Service
1.0%
13.1%
1.5%
15.6%
Office /Clerical
1.50/0
11.0%
3.5%
16.0%
Skilled Craft
1.3%
17.3%
2.3%
20.9%
Service Maintenance
2.2%
32.1%
6.3%
40.6%
a. The Town has separate categories for professional and technical
employees.
b. The closest EDD statistics available are for laborers (excluding
farm laborers). The Town's service /maintenance classification
includes Public Works and Parks Foreman, Tree Trimmers, and
skilled Public Works and Parks Maintenance workers. These
statistics are of marginal validity.
c. No statistics are available for paraprofessionals.
-6-
Table 4
This table gives a general indication of the availability of quali-
fied women in the various job categories. (This data is not
available on a Countywide basis. Statewide data is used.) The
reservations expressed about the data comparability in Table 3 also
apply here.
Job Category Males Females
Administrators 81.0% 19.0%
Professional /Technicala 63.0%
Protective Service
Office /Clerical
Skilled Craft
37.0%
not available
25.0% 75.0%
95.2% 4.806
Service /Maintenance 93.3%
6.7% e
a. The Town has separate categories for professional
and technical employees.
b. State statistics combine skilled craft and foreman
into one percentage figure.
c. State statistics are for nonfarm laborers (same as
ethnic data).
d. No statistics are available for paraprofessionals.
Table 5
This table shows the composition of the total Santa Clara County
work force by sex.
Male Female
63.6% 36 .4%
-7-
Table 6
This table shows the number of resignations /terminations by Town
(EEOC) job category over the preceding 12 months (May 1974 - May
1975) .
Job Category Number of Resignations /Terminations
Administration
Professionals 0
Technicians
Protective Service
Paraprofessionals
Office /Clerical
Skilled Craft 1
Service /Maintenance 1
TOTAL: 7
All of the information presented in these tables must be considered
in establishing the goals for the Town's Affirmative Action Program.
The Town must consider job categories in establishing goals, to avoid
perpetuating the problem of having women and minorities concentrated
in lower paying jobs. Population statistics are valid in ascertain-
ing how the Town's work force should ultimately be composed; but
short -term goals must be based on the availability of qualified
minorities and women. Similarly, short -term goals must consider the
likely turnover of existing employees. In establishing goals for
women, the fact that women make up a significantly lesser percentage
of the labor market than they do of the population must be considered.
Based on consideration of the above factors, the Town of Los Gatos
hereby adopts the following five -year Affirmative Action goal. This
goal assumes no expansion in the existing work force (Table 7).
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-10-
V. PROGRAM REVIEW
On or about September 1 of each year following the adoption of this
Affirmative Action Plan, all Town work force data shall be revised
in conjunction with the submittal of Form EEOC -4 to the United States
Equal Employment Opportunity Commission. Included in this revision
shall be a table showing the race /sex makeup of all new employees
hired during the preceding reporting period for EEOC 4. This infor-
mation shall be submitted to the Town Manager and (if one is appointed)
to the Affirmative Action Coordinator.
Every two years following the adoption of this Affirmative Action
Program, the program shall be completely revised, including the
updating of all work force availability data and the adoption of new
goals. The revised program shall be submitted to the Town Council for
adoption, along with a report showing precisely what progress has been
made toward reaching the previously established goals.