HomeMy WebLinkAbout750766.tiff 73,
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AMENDED RESOLUTION
RE: AGREEMENT BETWEEN WELD COUNTY, COLORADO AND MANAGEMENT
DESIGN ASSOCIATION.
WHEREAS, it is apparent to the Board of County
Commissioners, Weld County, Colorado, that there is an
urgent need for a comprehensive study concerning complete
personnel survey resulting in affirmative action plan,
job description, review wage salary benefits and complete
policy manual relative thereto, and
WHEREAS, Management Design Association has sub-
mitted a proposed agreement, dated March 7, 1975, including
amendment thereto, dated March 19, 1975, to make a detailed
study concerning personnel survey resulting in affirmative
action plan, job description, review wage salary benefits
and complete policy manual relating to all departments of
the government of Weld County, Colorado, all as shown and
set out in Exhibits "A" , "B" , "C" and "D" attached thereto
and made a part thereof by reference, and
WHEREAS , the Board believes it to be in the best
interest of the County to enter into such an agreement on
the basis recited therein.
NOW, THEREFORE, BE IT RESOLVED, by the Board of
County Commissioners, Weld County, Colorado, that said
agreement hereinabove referred to with Management Design
Association, providing for a comprehensive personnel survey
resulting in affirmative action plan, job description, review
wage salary benefits and complete policy manual for all de-
partments of the Weld County government, copy of which is
attached hereto and made a part hereof by reference, be, and
it hereby is, approved.
BE IT FURTHER RESOLVED , that the Board be, and it
hereby is, authorized to execute the agreement as submitted
and to make the same effective forthwith.
The above and foregoing Resolution was, on motion
duly made and seconded, adopted by the following vote on the
3rd day of September , 1975.
THE BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
774
ATTEST: ,.� / l� , / tr
COUNTY CLERK AND RECORDER
CLERK TO THE B RD
eputy County er
APPROV AS TcFORM:
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750766
LHR 499
•
management design associates
March 19 , 1975
Board of County Commissioners
Weld County, Colorado
Greeley, Colorado 80631
Gentlemen:
At your request , we are submitting an amendment to our proposal
dated March 7 , 1975 . This amendment adds coverage of Social
Services and Health Department personnel to the four tasks
described in the original proposal.
We understand Social Services Department personnel operate under
job descriptions supplied and administered by the State of
Colorado. We will review these job descriptions as part of the
Affirmative Action plan, recommending changes where appropriate
to avoid wording which implies discrimination. We will not , how-
ever , update or change Social Services Department job descriptions
in other ways.
We estimate the cost of including Social Services and Health Depart-
ment personnel at $5 , 500 and the additional time required at about
one month. This brings the total estimated cost of the project to
$27 , 000 and the estimated time to five months .
Sincerely ,
Robert B . Martin
RBM: 11s
suite 305 • 105 fillmore street • denver, coloredo 80206 • telephone (303) 320-1727
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 bzsis of race , religion , color, age , sex ,
handicap , socio-economic background , or national origin .
I1 . 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 wil.L 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
persons 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 , O00 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
•
Chart 1
1973
EMPLOYMENT STATUS BY RACE AND SEX
Weld County
RACE AND SEX CIVILIAN UNEMPLOYMENT PERCENT OF TOT L
LABOR FORCE EMPLOYED UNEMPLOYED RATE CIVILIAN LABOR
FORCE
BOTH SEXES
TOTAL 50,460 43,970 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 2/ 6,510 6,210 300 4.6 12.9
MALE
TOTAL 32,120 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 260 250 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 0 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.
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 Ilndnrutiliz,ation and Concentration
Underutilizati_on 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 $ I`
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 be included as a chapter
of the Weld County Personnel Policy to he updated and completed
by August 31 , 1975 . It will be 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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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 are
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 of 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 groundkeepers , 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
U. S . Post Office Building
1823 Stout , Room 288
Denver 825- 2993
7 . University of Northern Colorado
Placements Center
Carter #401
Greeley •351- 2129
8 . Urban League of Colorado
1375 Delaware
Denver 534- 2334
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management design associates
March 7 , 1975
Board of County Commissioners
Weld County, Colorado
Greeley , Colorado 80631
Gentlemen:
In accordance with your request , we propose to conduct a comprehensive
personnel survey. The survey will be conducted in four parts , resulting
in the following products :
. Affirmative action plan
. Job description review
. Wage , salary and benefits survey
. Personnel policy manual
Our proposed approach to each task, qualifications of our firm and
project personnel , and cost and timing estimates are described herein.
Affirmative Action Plan
We will prepare an affirmative action plan for Weld County as follows :
. Survey the number of women and minorities employed by
Weld County in all job categories . We assume this
information exists in or can be obtained by the
Personnel Department.
. Compare the above data with the estimated work force
composition in Weld County as a whole and outline
areas in which affirmative goals and action are
indicated to bring Weld County' s employee composition
in line with that of the local labor force.
suite 305 • 105 fillmore street • denver, Colorado 80206 • telephone (303) 320-1727
Board of County Commissioners
Weld County , Colorado
March 7 , 1975
page two
. Examine personnel procedures such as hiring , employment
forms, training , benefits , and job responsibilities and
recommend changes necessary to comply with equal employ-
ment opportunity guidelines . Recommendations for changes
in job descriptions and titles will also be made if they
appear discriminatory.
. Interview approximately five other local government
agencies to determine their success and experience
in implementing an affirmative action plan.
. Write a proposed affirmative action plan for Weld County ,
working with the County Attorney to insure legal compliance.
This plan will be submitted to the Commissioners for review,
approval and issuance.
Job Description Review
We will update all currently documented job descriptions or provide
documented job descriptions where none exist as follows :
. Review each Weld County job description personally with one
or more incumbents of that job , updating each job description
in accordance with (1) duties and responsibilities currently
performed by people in that job , and (2) educational , exper
ience, and other requirements for the job. In the case of
job descriptions for positions not filled , we will perform
the review with the person who would supervise the position
if it were filled.
. Present all indicated changes in job descriptions to the
supervisors of the positions and to the Commissioners or
their designee for approval . We anticipate that there are
approximately 100 job descriptions to be covered by this review.
. Write job descriptions in standardized format for all
undocumented positions , again subject to approval of the
supervisors and the Commissioners or their designee.
Board of County Commissioners
Weld County, Colorado
March 7 , 1975
page three
. Concurrent with the above process we will , wherever possible ,
remove all job description wording which implies discrimination.
Wage , Salary and Benefits Survey
In order to determine the position of Weld County relative to other
employers , we propose a survey comparing pay scale and fringe benefits
at Weld County (excluding Department of Social Services , Health Depart-
ment and hospital employees) to those of other employers in its labor
area. This survey would be conducted as follows :
. Select Weld County benchmark positions to compare with
similar jobs elsewhere , including those on the current
Inter-Governmental Personnel Agency list , if available.
Benchmark positions are easily understood jobs which are
expected to exist in significant numbers at other employers
in the labor area. We will propose a list of not more than
20 benchmark positions, to be approved by the Commissioners
or their designee .
. Select organizations to be surveyed. Since Weld County
competes with both public and private employers , we
recommend surveying a mix of both types . We will compile
a list of organizations which have agreed to cooperate in
the survey and which are in Weld County ' s approximate size
range and labor market. The Commissioners can then select
ten organizations to be surveyed.
. Survey the selected organizations in person to assure that
pay and benefits data on each of the benchmark jobs are for
comparable work and responsibility. These data will be com-
bined to yield a single pay level for each benchmark position.
Benefits in each organization are normally the same for all
benchmark positions and will be presented as percentages of
pay and in table form to enable quick comparison of Weld
County' s benefit policies with those of the other organiza-
tions surveyed.
Board of County Commissioners
Weld County , Colorado
March 7 , 1975
page four
. Extend the pay implications from benchmark positions to all
Weld County positions , using established pay relationships
to determine recommended pay changes .
. Recommend appropriate pay and benefit changes to the
Commissioners .
Personnel Policy Manual
We will compile a recommended comprehensive employee personnel manual
for Weld County employees with the exception of Department of Social
Services , Health Department and hospital employees . The manual will
cover administrative policy matters including :
. Orientation of new employees
. Organization of County hiring , transfer and termination
procedures
. Vacation, leave , holidays , pay and employee benefits
. Employee conduct
. Performance appraisal
. Grievance procedures
We will consolidate Weld County' s current policies , add to them and
recommend changes where appropriate , and submit the proposed compre-
hensive policy manual to the Commissioners or their designee for
approval . We will recommend changes to any policies which appear to
be in conflict with equal opportunity employment and treatment of
employees . Following approval , we will present a master policy manual
suitable for printing. We suggest a looseleaf handbook format for easy
updating.
Qualifications of Project Team
I will head the project team. As the enclosed resume will amplify , I
have substantial experience in personnel and management consulting.
Board of County Commissioners
Weld County , Colorado
March 7 , 1975
page five
I will be assisted in this survey by Mr. Robert Beale and other
appropriate members from our consulting staff. As the enclosed
brochure indicates , our management services staff has extensive
experience in working with governmental units to improve employee
satisfaction and productivity , organization structure , and manage-
ment and administrative information.
In 1973, our consulting staff , including myself and Mr. Beale ,
conducted a comprehensive personnel survey for the Housing Authority
of the City and County of Denver . Involving approximately 150
employees in roughly 40 positions , the survey included:
a) Analysis of the organization
b) Recommendation of a new organization structure
c) Writing a set of job descriptions to implement the new
structure
d) Establishing a point system for setting management and
administrative salaries through job evaluation
e) Conducting studies of pay and distribution of duties in
order to establish a pay schedule
f) Assessment of the impact on employees affected by changed
jobs
g) Design of an employee evaluation system
Pay survey recommendations were adopted and are currently in use.
In 1973 , Mr. Beale and I also conducted a pay survey , designed a
new organization structure and prepared job descriptions for the
City of Rocky Ford. The new pay structure we created for Rocky Ford
is now in effect.
In 1974 , under my direction, Ms. Elaine Callas performed a pay and
benefits survey for Arapahoe County. Ms . Callas has also just
Board of County Commissioners
Weld County , Colorado
March 7 , 1975
page six
completed a comprehensive personnel policy manual for the Adams
County Department of Social Services .
Costs and Timing
Estimated costs for the above projects are as follows :
Affirmative Action Plan $ 2 ,000
Job Description Review 10 , 250
Wage, Salary and Benefits
Survey 4 , 500
Personnel Policy Manual 4, 000
Estimated Direct Expenses 750
Total Costs $ 21 , 500
Should we encounter unforeseen project requirements which could affect
the cost estimate , we will promptly bring the situation to your atten-
tion for appropriate adjustment to the budget or engagement scope.
Since a wage and salary survey must be based on current job descriptions ,
the job description review should precede the wage and salary survey.
We propose the projects be accomplished in the following order :
Affirmative Action Plan ; Job Description Review; Wage , Salary and Benefits
Survey ; Personnel Policy Manual.
We will be able to begin work within two weeks of your approval. We
estimate the project will require three to four months to complete. An
immediate start will assure that results are available for input to the
1976 budget.
Very sincerely, BOARD OF COUNTY COMMISSIONERS
agel fn WELD COUNTY COLORADO
altat Robert B . Martin n
//I
RBM: lls ATTESTS �.Z<__
Enclosures , as noted
?Deputy Cou_ t erk
A.^PR6VED'.AS 0 RO
COUNTY ATTORNEY: yy` . Ix If
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