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RESOLUTION
RE: ADOPTION OF AFFIRMATIVE ACTION PLAN FOR WELD COUNTY.
WHEREAS, heretofore and on September 3, 1975, by Resolution, the
Board of County Commissioners, Weld County, Colorado, did authorize the
Board to enter into an agreement with Management Design Association
providing for a detailed study concerning personnel survey and complete
policy manual relating to all departments of Weld County Government, and
WHEREAS, Management Design Association has now submitted a final
draft of the Affirmative Action Plan pursuant to the aforementioned agreement,
and
WHEREAS, the Board believes it to be in the best interest of the
County to approve and adopt said Affirmative Action Plan as submitted.
NOW, THEREFORE, BE IT RESOLVED, by the Board of County
Commissioners, Weld County, Colorado, that the final draft of the
Affirmative Action Plan as submitted by Management Design Association,
copy of which is attached hereto and made a part hereof by reference, be,
and it hereby is approved and adopted.
BE IT FURTHER RESOLVED, that said final draft of the Affirmative
Action Plan, as submitted be effective forthwith and until further Order of
the Board.
The above and foregoing Resolution was, on motion duly made and
seconded, adopted by the following vote on the 17thday of September, A.D. ,
1975.
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
X ti4a'
ATTEST: ' � �� / ✓ //72:C
71/4
Weld County Clerk and Recorder
and elprk to the Board
BS F,, dif-,--c-y
Deputy Coun Clerk
APPROVED AS to FORM: _.._ _
4-,;71/C
ounty ttorney
750767
4II ` 7
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FINAL DRAFT
AFFIRMATIVE ACTION PLAN
Weld County, Colorado
TABLE OF CONTENTS
I . Purpose
II . General Policy
III . Assignment of Responsibility
IV. Authority
V. Weld County Profile
VI . Demographic Characteristics of Weld County Full-Time Employees
VII . Goals and Timetable
A. Recruitment
B. Selection
C . Employee Development
D. Personnel Policies
VIII . Compliance
IX. Grievance Procedure
APPENDICES
A. Description of Job Categories
B. Agencies to be Used for Recruitment
C . Occupation of Employed Persons , 1970 and 1973
D. Last Occupation of Experienced Unemployed Persons , 1970 and 1973
• • County of Weld
Affirmative Action Program
I . Purpose
The Weld County Board of Commissioners intends to abide
by Equal Employment Opportunity practices in the employment of
County employees . It is recognized that Equal Employment Oppor-
tunity can only be developed and implemented though total commit-
. ment to the concepts of an Affirmative Action Program. The program
Outlined in VII . "Goals and Timetables" is part of an administrative
process to assist in assuring that no person or group of persons will
be discriminated against on IFsis of race , religion , color , age , sex ,
handicap , socio-economic background, or national origin .
II . General Policy
The Board of Weld County Commissioners is fully committed
to the concept of an Affirmative Action Program . Policies out-
lined in this plan will apply to all applicants and current
employees regardless of race , creed, color , sex natural origin or
age . It will affect all employment practices including (but not
limited to) recruiting , hiring , transfer , promotions , training ,
compensation, benefits , layoffs and terminations .
III . Assignment of Responsibility
1 . An Affirmative Action Officer or committee will be named
by the County Commissioners to implement policies
included in this plan and to review the plan at established
intervals .
2 . All management personnel share responsibility for
implementing this plan in theiriespective departments
and divisions throughout the county organization .
They are accountable for maintaining Affirmative Action
records , submitting reports and notifying the Affirmative. •
Action Officer of all job vacancies as they occur.
3 . This plan in no way supercedes the general statuatory
authority assigned to the County Commissioners , County
Clerk, County Treasurer , County Assessor , District
Attorney, County Sheriff, or other elected officials by
the Colorado Revised Statutes 1973 , as amended .
IV. Authority
The plan outlined in VII "Goals and Timetables" is developed
under the authority of Federal and State laws , rules and executive
orders . The following affect Equal Employment Opportunity for
nersons employed by Weld County :
1 . Title VII of the Civil Rights Act of 1964 (as amended
by the Equal Employment Opportunity Act of 1972 . ) Title
VII prohibits discrimination in Federal , state and local
government , and in the private sector on the basis of race ,
color , religion , sex or national origin .
The Equal Employment Opportunity Act of 1972 greatly
angnented powers and expanded jurisdiction of the Equal Employment
- Opportunity Commission (EEOC) in enforcement of this law.
As amended, Title VII now includes all private employers
of 15 or more persons , all educational institutions , state and
local governments, public an d private employment agencies ,
labor unions with 15 or more members , and joint labor-management
committees for apprenticeship and training .
2 . Executive Order 11246 (as amended by Executive Order
11375) This Order issued by President Johnson in 1965 prohibits
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discrimination in employment by Federal contractors and sub-
contractors .
3 . Revised Order No . 4 , Office of Federal Contract Compliance
(OFCC) , U. S. Department of Labor. Outlines guidelines which
require federal contractors to establish and maintain Affirma-
tive Action programs to eliminate and prevent discrimination.
Requires that within 120 days from the commencement of a
contract each prime contractor or subcontractor with 50 or
more employees and a contract of $50 , 000 or more develop a
written Affirmative Action Program .
4 . Equal Pay Act of 1963 (as amended by Education amendments
of 1972)
Amended the Fair Labor Standards Act to include a prohibition •
against pay differentials based on sex . All businesses which
must pay employees minimum wage are prohibited from sex dis -
crimination. The Education Amendments of 1972 extended the
Equal Pay Act ' s sex discrimination provision to include
executive , administrative and professional workers .
• 5 . Age Discrimination in Employment Act of 1967
Prohibits employers of 25 or more persons from discriminating
against persons 40- 65 in any area of employment because of age .
6 . Title VI of Civil Rights Act of 1964
Prohibits discrimination based on race , color or national
origin in all programs or activities which receive Federal
financial aid.
V. Weld County Profile (Chart 1)
Most persons employed by Weld County reside within the
county. According to the 1970 United States Census of Population
(see chart 1 , pg . 5) it is a growing county and experienced a
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Chart 1
1973
EMPLOYMENT STATUS BY RACE AND SEX
Weld County
RACE AND SEX CIVILIAN UNEMPLOYMENT PERCENT OF 70T L
LABOR FORCE EMPLOYED UNEMPLOYED RATE CIVILIAN LABOR
FORCE
BOTH SEXES
TOTAL 50,460 48,970 1 ,490 3.0 100 .0
WHITE 49,990 48,520 1 ,470 2.9 99.1
BLACK 84 80 4 4.8 0.2
SPANISH HERITAGE 1/ 6,050 5,760 290 4.8 12.0
ALL OTHER RACES 330 370 10 2.6 0.8
TOTAL MINORITY J 6,510 6,210 300 4 .6 12.9
MALE •
TOTAL 32,130 31 ,410 770 2.4 63.8
WHITE 31 ,870 31 ,120 750 2.4 63.2
BLACK 44 40 4 9.1 0.1
SPANISH HERITAGE 1/ . 3,950 3,770 130 4.6 7.8
ALL OTHER RACES 2.60 250 10 3.8 0.5
TOTAL MINORITY 2/ 4,250 4,060 190 4.5 8.4
FEMALE
TOTAL 18,290 17 ,570 720 3.9 36.2
PERCENT OF BOTH SEXES 36.2 35.9 40.2 xx xx
WHITE 18,120 17,400 720 4.0 35.9
BLACK 40 40 o 0.0 0.1
SPANISH HERITAGE 1/ 2,100 1 ,990 110 5.2 4 .2
ALL OTHER RACES 120 120 0 0.0 0.2
TOTAL MINORITY 2/ 2,260 2,150 110 4.9 4.5
1/ The Spanish Heritage data is included in the White and Total Minority data.
2/ Sum of Black, Spanish Heritage, and All Other Races.
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23 . 4% population increase between 1960 and 1970 . The 1970
population of Weld County was 89 , 297 , including 225 Blacks ,
13 , 752 Spanish Heritage and 1 , 347 Other Minorities . The Spanish
Heritage persons having either a Spanish surname or persons using
the Spanish language as their mother tongue .
According to figures obtained from the State of Colorado
Division of Employment and shown in Chart 1 , the Weld County labor
force includes all persons 16 years old and over classified as
employed or unemployed . Of the total labor force , 48 , 970 were
employed and 1 ,490 were unemployed . Females represented 36 . 2% of
the labor force , and males , 63 . 8% . The minority representation
in the labor - force was 12 . 9% , including : Black , . 2% , Spanish
Heritage , 12 . 0% , and Other Races , . 8% . Of the male minority
• labor force , . 1% are Black, 7 . 8% are Spanish Heritage , and . 5%
are Other Races . The minority female labor force is . 1% Black ,
4 . 2% Spanish Heritage , and . 2% Other Races .
VI . Demographic Characteristics of Weld County Full-Time Employees
Chart number 2 shows the composition of full - time persons
employed by Weld County , as of April , 1975 . The chart is divided
by minority groups and sex. The categories are those used on the
Equal Employment Opportunity Employer Information Report (EEO- 1) ,
required by law. (Appendix A)
Areas of Underutilizat.ion and Concentration
Underutilization has been defined as having fewer minorities ,
including women , in a particular job category than would reasonably
he expected by their 'presence in the relevant labor force . Under-
utilization also means employing persons in jobs that do not make
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adequate use of their skills and training .
In Weld County, females are underutilized in the categories of
Officials and Administrators , Technicians , Protective Service
Workers , Skilled Craft Workers , and Service/Maintenance . Minority
females , specifically "Spanish Heritage" females , are underutilized
in all of the above categories except Skilled Craft Workers .
Males are significantly underutilized in the Office and Clerical
category as well as Professionals , Technicians , and Paraprofessionals .
Minority males (Spanish Heritage) are underutilized in the Official
and Administrator category as well as the above categories .
Concentration means more members of one sex or ethnic/racial
group in a job category than would reasonably be expected by
their representation in the labor force .
Females are concentrated in the categories of Professional ,
Technician , Paraprofessional and Office , while males are concen-
trated in the categories of Officials and Administrators , Pro-
tective Service , Skilled Craft Worker and Service/Maintenance.
Males of Spanish Heritage are concentrated as Professionals ,
Protective Service , Skilled Craft workers and Service/Maintenance.
Spanish Heritage females tend to be Professionals , Technicians ,
Paraprofessionals , Office workers and Skilled Craft Workers .
Concentrations and underutilizations must be assessed against
the manpower available in particular occupations within the labor
force. * Where insufficient numbers of trained or experienced
personnel exist within the County, state-wide or nation-wide recruit-
ing should be considered for vacancies . In categories where females
*See Appendices C $ 1)
and males predominate , emphasis on hiring males and females for
non- traditional jobs can affect the existing concentrations while
upward mobility and training of current employees can change
levels of underutilization.
VII . Goals and Timetables
As an employer , Weld County presently meets or exceeds the
percentages of females and minority groups in the county labor
force. Certain job categories , however, contain concentrations
or underutilizations .
The purpose of this Affirmative Action Plan is not to estab-
lish quotas , but to establish goals to insure the County of
meeting its Affirmative Action obligation. It is not intended
and should not be used to discriminate against any applicant or
employee because of race, color, religion, sex or national origin.
The following is a recommended three-year timetable to raise
the percentages of minorities and women in all job categories .
These figures are based on 1972 labor force data for Weld County
and should be adjusted yearly as more up-to-date data becomes
available. Progress toward timetable goals will be monitored and
recorded by the Affirmative Action Officer twice a year.
% of Minorities % of Females
as of April 1976 6. 0% in all categories 15 . 0% in all categories
as of April 1977 9 . 0% in all categories 25. 0% in all categories
as of April 1978 12. 9% in all categories 36. 2% in all categories
Specific actions shall be taken to address the problems of
concentrations and underutilizations . These actions , described
below, will involve (but will not be limited to) recruitment of
minorities , females and males for non-traditional jobs , review of
7/1/75 amend.
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selection processes , creation of a plan for employee development
within the organization , and establishment of a personnel policy
manual .
A. Recruitment
All vacancies within the County system must be brought to
the attention of the Affirmative Action Officer. Positions will
be first advertised within the County organization so that indi-
viduals now employed by the County have promotion and transfer
opportunities . It is mandatory that notice of vacancies be listed
with the Greeley office of the State Division of Employment as
well as other agencies listed in Appendix B .
Records must be maintained of applicants not hired who fall
into the category of underutilized within certain job categories
for a designated period of time . These records will be requested
by the Affirmative Action Officer at six-month intervals .
No classified advertisements may appear in sex-segregated
listings , unless sex is a bona-fide occupational qualification
for the jobs ; nor may advertisements indicate any race, sex or
age preference. All notices of recruitment will include the
phrase "Equal Opportunity/Affirmative Action Employer. "
B. Selection
The selection process is probably more responsible for dis-
crimination - whether consciously or unconsciously - than any
other area of employment practices . A review is currently
underway to assure that job requirements , hiring standards , and
methods of selection and placement do not discriminate. This
review will be formalized in the Personnel Policy Manual and all
County job descriptions as they are prepared.
7/1/75 amend.
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C. Employee Development
Jobs presently held by minorities and females should be
identified by department heads , under the direction of the
Affirmative Action Officer , in terms of job progress and
opportunities for upward mobility as compared with other employees .
Access to training and job-related education will not be
• denied employees on basis of race , creed, sex , religion , age ,
handicap , national origin or job category.
D. Personnel Policies
This Affirmative Action plan will he included as a chapter
of the held County Personnel Policy to be updated and completed
by August 31 , 1975 . It will he available to all personnel .
VIII . Compliance
All persons employed by Weld County as well as all applicants
should be -made aware of the existence of the on-going County
Affirmative Action program through posters , job advertisements ,
memoranda , and publication of the plan . -
IX. Grievance Procedure
Employees or applicants who have reason to believe that they
have been discriminated against because of race , color , religion ,
sex , national origin , age , handicap or socio-economic background
should appeal to the Affirmative Action Officer . The Affirmative
Action Officer will assist and advise the complainant on course
of action and where to appeal if problem is unresolved .
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•
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APPENDIX A
DESCRIPTION OF JOB CATEGORIES
A. Officials and Administrators : Occupations in which employees
set broad policies , exercise overall responsibility for execution
of these policies , or direct individual departments or special
phases of the agency' s operations , or provide specialized consulta-
tion on a regional , district or area basis . Includes : department
heads , bureau chiefs , division chiefs , directors , deputy directors ,
controller , examiners , wardens , superintendents , unit supervisors ,
sheriffs , police and fire chiefs and inspectors and kindred workers.
B. Professionals : Occupations which require specialized and theo-
retical knowledge which is usually acquired through college training
or through work experience and other training which provides compara-
ble knowledge . Includes : personnel and labor relations workers ,
social workers , doctors , psychologists , registered nurses , economists ,
dieticians , lawyers , system analysts , accountants , engineers , employ-
ment and vocational rehabilitation counselors , teachers or instructors ,
police and fire captains and lieutenants and kindred workers .
c. Technicians : Occupations which require a combination of basic
scientific or technical knowledge and manual skill which can be
obtained through specialized post- secondary school education or
through equivalent on-the-job training . Includes : computer pro-
grammers and operators , draftsmen , surveyors , licensed practical
nurses , photographers , radio operators , technical illustrators ,
technicians (medical , dental , electronic , physical sciences) ,
assessors , inspectors , police and fire sergeants and kindred workers . •
d. Protective Service Workers : Occupations in which workers arc
entrusted with public safety , security and protection from destructive
forces . Includes : police patrol officers , fire fighters , guards ,
deputy sheriffs , bailiffs , correctional officers , detectives , marshals ,
harbor patrol officers and kindred workers .
e . Paraprofessionals : Occupations in which workers perform some of
the duties o1 a professional or technician in a supportive role , which
usually require less formal training and/or experience than normally
required for professional or technical status . Such positions may
fall within an identified pattern of staff development and promotion
under a "New Careers" concept . Includes : library assistants ,
research assistants , medical aides , child support workers , police
auxiliary , welfare service aides , recreation assistants , homemakers
aides , home health aides , and kindred workers .
•
•
•
C . Office and Clerical : Occupations in which workers are responsi-
ble for internal and external communication , recording and retrieval
of data and/or information and other paper work required in an office.
Includes : bookkeepers , messengers , office machine operators , clerk-
typists , stenographers , court transcribers , hearing reporters ,
statistical clerks , dispatchers , license distributors , payroll clerks
and kindred workers .
g . Skilled Craft Workers : Occupations in which workers perform jobs
which require special manual skill and a thorough and comprehensive
knowledge of the processes involved in the work which is acquired
through on- the- job training and experience or through apprenticeship
or other formal training programs . Includes : mechanics and repair-
men , electricians , heavy equipment operators, stationary engineers , skille
achining occupations , carpenters , compositors and typesetters and
kindred workers . .
h. Service/Maintenance : Occupations in which workers perform duties
which result in or contribute to the comfort , convenience , hygiene
or safety of the general public or which contribute to the upkeep and
care of buildings , facilities or grounds of public property . Workers
in this group may operate machinery. Includes : chauffeurs , laundry
and dry cleaning operatives , truck drivers , bus drivers , garage
laborers , custodial personnel , gardeners and groundkcepers , refuse
collectors , and construction laborers .
•
APPENDIX B
AGENCIES TO BE USED FOR RECRUITMENT
1 . Aims Community College
Placements Office
52nd Avenue and 20th
Greeley 356- 3101
2. Better Jobs for Women
1545 Tremont
Denver 893- 3534
3 . Colorado Jobs for Progress
2021 9th Street
Greeley 353- 6210 , ext . 237
4. Colorado Migrant Council
665 Grant
Denver 892- 6911
5 . Colorado State Division of Employment
2004 8th
Greeley 353- 6210
6 . Intergovernmental Job Information .
L'. S . Post Office Building
1823 Stout , Room 288
Denver 825- 2993
7 . University of Northern Colorado
Placements Center
Carter P401
Greeley -351- 2129
8 . Urban League of Colorado
1375 Delaware
Denver 534- 2334
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To Sam Telep, County A tornev Date September 4, 1975
COLORADO From Barton Buss F _
Subject. Affirmative Action Plan
On September 3, 1975, the Commissioners adopted a resolution approving an
agreement with Management Design Associates to conduct a personnel study
among other things at a cost of $27,500.00 and an amendment authorizing
another $5,500.00.
C
As a result of this agreement, Management Design Associates have presented / '7an Affirmative Action Plan. I asked all department heads to look ar th —2
and comment on it. No comments were received. I also asked LEAA to look
at it and make any comments they felt necessary. They did ask for one
small change which is incorporated into the final draft, copy of which is
enclosed.
Would you please prepare the proper resolution to adopt the afore mentioned
Affirmative Action Plan and let me know ahead of time, the Wednesday that
fi
you will have it prepared so I will be fully prepared to speak on the
,- subject.
Hello