EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION … · 2015-05-14 · THE CITY OF ST. PETERSBURG, FLORIDA EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION PLAN "An Equal Opportunity

THE CITY OF ST. PETERSBURG, FLORIDA

EQUAL EMPLOYMENT OPPORTUNITY

AND

AFFIRMATIVE ACTION PLAN

"An Equal Opportunity Employer"

November 2014

Supersedes 2006 Plan

CONTENTS PAGE

INTRODUCTION ................................................................................................................................. 1

THE EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION PLAN......... 2

Purpose ..................................................................................................................................................... 2

Policy Statement ................................................................................................................................... 2-3

City Organizational Structure .................................................................................................................. 3

THE EQUAL EMPLOYMENT OPPORTUNITY COMPLAINT PROCEDURE…….............. 4-5

DISSEMINATION OF THE POLICY ................................................................................................ 6

Internal Dissemination ............................................................................................................................. 6

External Dissemination ............................................................................................................................ 6

OBJECTIVES AND TIMETABLES ................................................................................................... 7

Relevant Labor Market Composition....................................................................................................... 7

Relevant Labor Market/Recruitment Area............................................................................................... 7

Job Categories .......................................................................................................................................... 7

Quantitative Objectives ......................................................................................................................... 8-9

Affirmative Action Procedure............................................................................................................. 9-10

Workforce Utilization Analysis City-Wide Representation ............................................................. 11-16

Workforce Utilization Analysis by EEO Categories ........................................................................ 17-24

QUALITATIVE OBJECTIVES ......................................................................................................... 25

Job Structuring ....................................................................................................................................... 25

Recruitment ............................................................................................................................................ 25

Training and Upward Mobility .............................................................................................................. 26

Other Personnel Actions ........................................................................................................................ 26

MONITORING OF THE PLAN ........................................................................................................ 27

APPENDIX – Addendum to City’s Equal Employment Opportunity Plan ................................... 28

Employer Workforce Utilization Analysis ............................................................................................ 29

SMSA Utilization Analysis ................................................................................................................... 30

Comparative SMSA Utilization Analysis .............................................................................................. 31

Page 1

INTRODUCTION

The City of St. Petersburg is subject to Title VII of the Civil Rights Act as amended by the Equal

Employment Opportunity Act of 1972. Under this legislation, it is unlawful to discriminate

against any individual in terms and conditions of employment because of race, color, religion,

gender, or national origin. This Affirmative Action Plan covers the City of St. Petersburg's policy

in all City departments, and is written to be in conformance with Title VII of the Civil Rights Act

of 1964 as amended 1972, Executive Order 11246, the Rehabilitation Act of 1973, the Florida

Human Relations Act of 1976, the Americans With Disabilities Act of 1990, the Civil Rights Act

of 1991, St. Petersburg City Code Chapter 15 and all other relevant Federal Civil Rights Laws

and funding agency guidelines.

The City of St. Petersburg adopted its initial Affirmative Action Plan in 1974. The plan was

subsequently revised in 1983 based upon 1980 census data. The revision was designed to bring

the City into compliance with all applicable equal employment legislation and to reflect the

City's continuing concern for Equal Opportunity and Affirmative Action employment for all its

citizens. Similar revisions occurred in 1993, based upon 1990 census data, and again in 2006

based on 2000 census data. These revisions also accounted for changes in workforce availability

estimates for minorities and women. This current revision accomplishes the same purpose, but is

based upon 2010 census data.

An Equal Employment Opportunity and Affirmative Action Plan is the written plan of action

designed to assure that the employer provides equality of employment opportunity for all and to

remedy the effects of specific past discrimination. This plan is designed to allow the City to help

all persons, including minorities and women, achieve their employment aspirations and at the

same time provide the City with the mechanism to effectively and properly utilize all available

human resources.

This equal employment opportunity and affirmative action program reviews the current City

workforce by job category, determines the extent of underutilization of minorities and women,

states reasonable goals to correct this underutilization, and provides the City with a practical plan

of action to identify and eliminate any barriers to equal employment opportunity. In the end,

equal employment opportunity and affirmative action demand a conscious and deliberate effort

by the employer to change past attitudes and to achieve and maintain a representative number of

minorities and women in the total workforce.

Page 2

THE EQUAL EMPLOYMENT OPPORTUNITY

AND AFFIRMATIVE ACTION PLAN

Purpose

The purpose of this plan is to provide guidelines to achieve equal employment opportunity for all

persons regardless of race, color, religion, gender, or national origin. The Equal Employment

Opportunity and Affirmative Action Plan has been prepared to reaffirm the City of St.

Petersburg's commitment to the principle of Equal Employment Opportunity, and to clearly set

forth the objectives of the Plan and the procedures for carrying them out.

Policy Statement The Mayor and all administrative management personnel are committed to make personnel

decisions in accordance with the provisions of Equal Employment Opportunity and Fair

Employment Practices. This plan has been initiated as a vigorous and affirmative effort by the

City to assure fair and impartial treatment for all of its present and future employees. To further this concept of Equal Employment Opportunity and Affirmative Action the City has

adopted the following Policy: 1. The City is an Equal Employment Opportunity/Affirmative Action Employer. It is the

City’s policy that there shall be no discrimination against any person in recruitment,

examination, appointment, training, promotion, retention, or any other personnel action

because of race, color, religion, gender, national origin, marital status, age, disability,

sexual orientation, genetic information, or other protected category.

2. The Director of Human Resources is responsible for the overall administration of the

City’s Equal Employment Opportunity/Affirmative Action Plan, with appropriate

authority to implement and enforce the provisions of this plan. The Human Resources

Department is also responsible for all reporting requirements related to the Equal

Employment Opportunity and Affirmative Action Plan.

3. The Human Resources Department is responsible for investigating complaints alleging

unfair and/or discriminatory practices related to race, color, religion, gender, national

origin, marital status, age, disability, sexual orientation, genetic information, or other

protected category. Any employee who believes that he or she is being or has been

discriminated against should file a complaint with the Human Resources Department in a

timely manner.

4. The overall objective of the Equal Employment Opportunity/Affirmative Action Plan is

to ensure equal opportunity for all individuals in order to achieve proportional

representation for minorities and women, within respective job categories, in relation to

their composition in the relevant job market.

Page 3

5. The Human Resources Department shall prepare a report on a fiscal year basis in order to

monitor the effectiveness of the Equal Employment Opportunity/Affirmative Action

Plan.

6. The Equal Employment Opportunity and Affirmative Action Plan shall be updated

whenever more current demographic information on the community is available through

a federal census.

City Organizational Structure

The City of St. Petersburg operates under a strong Mayor form of government. The organization

structure for the City is shown below:

MAYOR AND CITY COUNCIL

DEPUTY MAYOR

CITY ADMINISTRATOR

AGENCY ADMINISTRATORS

DEPARTMENT DIRECTORS

DIVISION MANAGERS

CLASSIFIED SERVICE EMPLOYEES

The Division Manager is the first level of management that is responsible for the hiring and

promotion of City personnel. Other decisions, such as work assignments and employee

evaluations extend to lower supervisory levels.

City personnel, totaling approximately 2,618 full-time employees, performing in some 618

different job classifications, are divided into two (2) employment categories: (1) those hired

under Classified Service, about 95% of all employees, and (2) those hired as Administrative

Management Service (exempt). Effectively, the Administrative Service includes management

personnel, while Classified Service includes all other positions.

Page 4

THE EQUAL EMPLOYMENT OPPORTUNITY COMPLAINT PROCEDURE

The City of St. Petersburg is committed to providing workplaces free from discrimination and

harassment, as well as other inappropriate behavior that is directed toward any of its employees.

Accordingly, the City will not condone or tolerate any behavior that is discriminatory, harassing,

or otherwise inappropriate when such behavior is based on an individual’s or group’s race, color,

religion, gender, national origin, marital status, age, disability, sexual orientation, genetic

information, or other protected category. Gender, referenced throughout the plan, includes but is

not limited to sex, pregnancy, childbirth, medical conditions related to pregnancy or childbirth,

and gender-related self-identity which can be shown by evidence including, but not limited to,

medical history, care or treatment of the gender-related identity, consistent and uniform assertion

of the gender-related identity or any other evidence that the gender-related identity is sincerely

held.

Employees shall not engage in conduct which violates this policy at any time, either toward

fellow employees or members of the public with whom employees come into contact by virtue of

their City employment. All administrative management and supervisory personnel are expected

to abide by the City’s commitment to equal opportunity and treatment under the law and to

ensure that this policy is fully implemented and enforced.

A. Any employee who believes that he or she is being or has been discriminated against or

harassed should file a complaint with the Human Resources Department in a timely

manner.

B. Departmental managers and supervisors are responsible for bringing any allegations or

concerns related to potential cases of discrimination, sexual harassment, and/or other

forms of inappropriate behavior to the immediate attention of the Human Resources

Department.

C. The Human Resources Department shall be responsible for evaluating all complaints and

making the determination whether or not an internal investigation is warranted. In cases

where such an investigation is determined to be warranted, the Human Resources

Department shall be responsible for conducting a prompt, thorough, and objective

investigation.

D. All employees who are questioned during the course of an investigation are obligated to

cooperate in a full and honest manner. No employee shall face any form of reprisal for

making a complaint or for their cooperation with an internal investigation. Employees

who either refuse to cooperate in an internal investigation, or who intentionally give false

information at any point within an investigation, shall be subject to disciplinary action.

Additionally, no employee shall retaliate against any other employee who has made a

complaint or who has testified or assisted in an investigation. Employees shall report any

suspected retaliation to the Human Resources Director or the Labor Relations and

Training Manager.

Page 5

E. Once an internal investigation has been concluded, the Human Resources Department

will review its findings with the Department Director and other appropriate senior staff,

including a representative of the Legal Department. The Department Director will

ultimately determine what remedial action, if any, is to be taken. A written report

containing final findings will be generated at the conclusion of the investigation and

review, with a copy provided to the complainant. Individuals against whom allegations

were raised will likewise be entitled to receive a copy of the final report.

F. Once an investigation has been concluded, it shall be the responsibility of the department

director at-interest to implement the remedial actions, if any, which were determined to

be appropriate. Where the department director has been the subject of the allegation or

investigation, the City Administrator shall appoint an alternative management person to

oversee the implementation of remedial actions. The Human Resources Department

should be contacted by the complainant or other affected parties if they at any point feel

that either retaliation is taking place, or the inappropriate behavior is continuing.

G. Investigations of harassment or discrimination are to be conducted in a confidential

manner, respecting the rights and dignity of all parties concerned. Pursuant to the Florida

Public Records Act and City policy, all records related to an investigation are confidential

and exempt from public records disclosure until the final report is released. Managers

should not discuss knowledge they may have gained during an investigation with

employees or persons not associated with the investigation.

H. Nothing contained in this policy should be read to prohibit an employee from filing a

complaint in any other legal manner such as with the Equal Employment Opportunity

Commission, the Florida Commission on Human Relations, or a private legal action. In

addition, nothing in this policy is intended to supersede any rights an employee may have

pursuant to applicable laws such as the Police Officers Bill of Rights or applicable

collective bargaining agreements.

Page 6

DISSEMINATION OF THE POLICY

Internal Dissemination

The City will disseminate the Equal Employment Opportunity Policy in the following

manner:

Written Communication of the City Equal Opportunity Policy will be provided

periodically as a reminder to all administrative and management personnel.

A regular orientation session will be conducted for all new employees. A general

statement of Equal Employment Opportunity will be reviewed as a regular part of the

employee orientation.

A copy of the City’s Equal Employment Opportunity Plan will be provided to all

current Classified Service City employees, as well as all new employees. The

employee receiving the plan will sign a statement acknowledging receipt of the plan.

Periodic meetings will be held with administrative and management personnel to

review departmental progress in achieving the employment objectives of this plan.

The City’s official Policy Statement on Equal Opportunity will be furnished to each

department for posting on appropriate bulletin board(s).

External Dissemination

The City will disseminate the Equal Employment Opportunity Policy in the following

manner:

The City will post the Policy on the City web site.

The City will notify all unions that the City is an Equal Opportunity Employer. A

copy of the Equal Opportunity Plan will be sent to all unions following any revisions

or updates to the Plan.

To facilitate recruitment for minorities, women, and individuals with disabilities in

underutilized categories, appropriate recruiting sources shall be identified and notified

in writing of vacancies involving underutilized categories.

Page 7

OBJECTIVES AND TIMETABLES

The overall objective of the Equal Employment Opportunity and Affirmative Action Plan is to

ensure equal opportunity for all individuals in order to achieve proportional representation for

minorities and women, within each job category, in relation to their composition in the relevant

labor market. To accomplish this objective, the following underutilization analysis was

performed:

Relevant Labor Market Composition

The City's current utilization analysis was based upon 2010 census data. Analysis methodology

duplicated the 1983, 1993, and 2006 analyses, and again was performed in conjunction with

C.R. Mann and Associates, a Washington D.C.-based consulting firm specializing in

underutilization analysis, and for 2010 census data, in conjunction with the Department of

Justice EEOP Utilization analysis. To perform this analysis, all classifications in the City were

grouped into job clusters which contained jobs similar in work performed and qualifications

needed. A recruitment area or relevant labor market was then determined for each job cluster.

Workforce availability rates for each minority group were determined within each cluster by

reference to the 2010 census data. Workforce availability rates were determined from the census

data by identifying the percentage of individuals employed in similar or identical occupations

requiring the same skills and/or qualifications as the target job cluster, within that recruitment

area. This method of determining availability rates is consistent with guidelines established by

the EEOC, OFCCP, and case law. Seventy-seven (77) such job clusters and availability rates

were determined; these seventy-seven (77) clusters were grouped into seven EEO categories

according to definitions provided below. Weighted averages of the goals established for each

cluster within each EEO category were then determined to establish category goals.

Relevant Labor Market/Recruitment Area

The relevant labor market will vary depending on the job classification for which the City

typically recruits employees for each job category and classification in recruiting. For relatively

low-skilled jobs, the recruitment area will be relatively small, restricted to the local area defined

as Pinellas, Hillsborough, and Pasco Counties, Florida. For administrative management and

professional positions, the range of recruiting will be broader, encompassing the state of Florida

as a minimum and often expanded to include the national area.

Job Categories

The following seven (7) job categories used in this plan conform to those used by the Equal

Employment Opportunity Commission in the annual EEO-4 reporting form. The categories

identify position classifications according to the general nature of the work done.

1. Officials and Administrators: Occupations in which employees set broad policies,

exercise overall responsibility for execution of these policies, or direct individual

departments, divisions, special phases of the agency's operations, or provide specialized

consultation on a regional, district, or area basis. Includes: administrators, directors,

managers, police and fire chiefs.

Page 8

2. Professionals: Occupations which require specialized and theoretical knowledge which

is usually acquired through college training or through work experience and other

training which provides comparable knowledge. Includes: personnel analysts, labor

relations investigators, systems analysts, and accountants.

3. 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 operators,

inspectors and plant operators.

4. Protective Service Workers: Occupations in which workers are entrusted with public

safety, security, and protection from destructive forces. Includes: police officers and

firefighters.

5. Administrative Support: Occupations in which workers are responsible for internal and

external communications, recording and retrieval of data and information and other

paperwork required in an office. Includes: cashiers, clerks, dispatchers, and office

systems assistants and specialists. 6. 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: electricians,

mechanics and equipment operators. 7. Service and 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. Includes: apprentices and helpers, laborers and equipment servicemen.

Quantitative Objectives

The City has established quantitative objectives based on analyses of both the City workforce

and the relevant labor markets. These objectives anticipate that progress will be made in those

areas currently reflecting underutilization for minorities and/or women.

It is important to remember that these objectives are guidelines for the coming years and are not

to be achieved by sacrificing the quality of City service. They are not intended to reflect any

form of mandatory quota because they are dependent upon the economic factors of supply and

demand in the labor market. These goals cannot be realized at the sacrifice of existing City

employees, nor do they suggest preferential treatment be given to any employee. Goals, unlike

quotas, recognize that persons are different, and should be judged on individual ability and

aptitude.

The 1983 Affirmative Action Plan was revised to determine where underutilization of minorities

and females existed within the City workforce, and to provide goals and procedures for

remedying such underutilization. Underutilization occurs when minority/female labor market

Page 9

availability is substantially greater than the City workforce representation for the appropriate job

cluster and departmental EEO category. Many of the 1983 goals and subsequent revised goals

established for underutilization have been achieved; where this has occurred, the affirmative

action procedure as described below ceases to be operative. However, all principles of equal

employment opportunity as described in this plan remain in effect.

Where 1983 goals have not been met, and where goals revised by 1990, 2000, and 2010 census

figures are also unmet, underutilization still exists. In order to achieve minority and female

representation where such underutilization currently exists, the following Affirmative Action

Procedure shall be applicable:

Affirmative Action Procedure

a. Upon receipt of an approved personnel requisition, the Human Resources Department

will determine if the City's affirmative hiring and promotion policy is applicable.

b. The affirmative hiring and promotion policy will be deemed applicable when all of the

following conditions are met:

(1) Established goals have not been met during any time in the past.

(2) Underutilization of minorities or women exist within the applicable job group for

the City workforce as a whole (minority and/or female representation is less than

the workforce availability rate).

(3) Underutilization of minorities or women exist within the applicable EEO category

within the affected department (minority and/or female representation is less than

the goal established for that category.

(4) The last individual hired within the applicable EEO category was a non-minority

male.

c. If the affirmative hiring and promotion policy is applicable, the department-at-interest

will hire/promote a qualified minority or female, according to where underutilization

exists, to fill the vacancy in question.

d. When concerted efforts have been made to meet the intent of this policy but such efforts

are ultimately unsuccessful, the vacancy in question may be filled by a qualified

individual who is not a member of the underutilized group with the approval of the

Human Resources Director.

e. The affirmative hiring and promotion policy is intended to be remedial in nature and will

cease to affect job groups and/or departments once established goals have been met.

f. Each job group and EEO category will be monitored on a quarterly basis by the Human

Resources Department to ensure appropriate and consistent application of the affirmative

hiring and promotion policy.

Page 10

The following charts reflect the City’s workforce representation rates within each job

cluster and each EEO category, labor market availability, and applicable relevant labor

market/recruitment area as of the publication of this Plan document. These data will be

updated quarterly for Plan administration purposes.

Page 11

WORKFORCE UTILIZATION ANALYSIS

CITY-WIDE REPRESENTATION BY JOB CLUSTERS

PROTECTED GROUP EMPLOYEES

EEO CATEGORY

& FEMALE

JOB CLUSTER MINORITY MALE WHITE MINORITY

TOTAL *

RELEVANT

LABOR

MARKET June 23, 2014

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

OFFICIALS AND ADMINISTRATORS: 126 9.52 **11.92 26.19 **22.72 11.90 **8.43

0101 SENIOR ADMINISTRATOR 3 0.00 9.88 0.00 18.47 33.33 3.72 USA

0102 PUBLIC ADMINISTRATOR 25 8.00 7.56 28.00 26.77 20.00 7.58 USA

0103 PERSONNEL MANAGER 5 0.00 10.01 80.00 31.48 0.00 13.94 USA

0104 FACILITIES MANAGER 11 0.00 12.43 9.09 18.52 0.00 5.36 USA

0105 ADMINISTRATIVE ASSISTANT 3 0.00 13.35 66.67 25.45 33.33 9.36 USA

0106 COMPUTER MANAGER 8 12.50 16.32 12.50 22.83 12.50 7.09 USA

0107 PURCHASING MANAGER 2 50.00 10.10 50.00 31.48 0.00 10.80 USA

0108 PARKS/RECREATION MANAGER 15 13.33 10.39 20.00 31.48 6.67 12.02 USA

0109 PUBLIC UTIL. MAINT. MANAGER 5 0.00 17.22 0.00 8.85 0.00 3.87 USA

0110 MANAGING CIVIL ENGINEER 8 25.00 17.22 12.50 8.85 0.00 3.87 USA

0111 PROTECTIVE SERVICES ADMIN. 17 17.65 16.65 17.65 10.02 11.76 5.69 USA

0112 FINANCE/ACCOUNTING MANAGER 15 0.00 9.85 46.67 31.48 20.00 14.16 USA

0113 PLANNING MANAGER 3 33.33 10.08 33.33 31.26 0.00 9.33 USA

0114 LIBRARY MANAGER 2 0.00 2.73 50.00 31.48 50.00 13.01 USA

0115 REAL ESTATE MANAGER 2 0.00 10.64 0.00 31.48 0.00 13.42 USA

0116 EQUIPMENT MAINTENANCE MGR 2 0.00 17.22 50.00 4.86 0.00 2.34 USA

* RELEVANT LABOR MARKET CODES:

USA = United States FL = State of Florida LOC = Hillsborough, Pasco, & Pinellas Counties, Florida INT = 100% Internal

** EEO CATEGORY GOALS WHICH ARE BASED UPON WEIGHTED AVERAGES

Page 12



PROTECTED GROUP EMPLOYEES

EEO CATEGORY

&

MINORITY MALE

FEMALE

JOB CLUSTER WHITE MINORITY

TOTAL

June 23, 2014 % CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

*

RELEVANT

LABOR

MARKET

PROFESSIONALS: 442 8.60 **12.36 35.52 **22.75 13.57 **11.86

0201 URBAN PLANNER 32 6.25 9.86 37.50 27.69 12.50 8.12 FL

0202 PUBLIC ADMINISTRATION WORKER 18 5.56 6.92 50.00 27.69 11.11 19.94 FL

0203 LIBRARIAN 31 0.00 5.73 64.52 27.69 22.58 17.78 FL

0205 CHEMIST 12 0.00 15.43 41.67 27.23 0.00 13.23 FL

0206 COMPUTER SPECIALIST 68 8.82 17.22 33.82 17.14 8.82 8.57 USA

0207 ACCOUNTANT 31 3.23 11.19 58.06 27.69 19.35 19.94 FL

0208 SOCIAL SERVICES SPECIALIST 5 0.00 10.72 20.00 27.69 80.00 19.94 FL

0209 PERSONNEL SPECIALIST 41 4.88 9.70 53.66 27.69 14.63 19.94 FL

0210 CIVIL ENGINEER 23 4.35 17.22 13.04 8.85 8.70 3.87 USA

0211 ILLUSTRATOR/PHOTOGRAPHER 7 0.00 9.75 0.00 33.10 14.29 7.70 LOC.

0212 RECREATION SPECIALIST 55 16.36 11.09 32.73 33.10 14.55 14.85 LOC

0213 CRIMINOLOGIST 3 0.00 13.25 66.67 33.10 33.33 14.17 LOC

0214 BUYER 9 22.22 10.96 33.33 31.48 33.33 11.38 USA

0216 REAL ESTATE AGENT 4 0.00 7.58 50.00 33.10 25.00 8.88 LOC

0217 FIRE LIEUTENANT 45 3.85 1.32 53.85 27.69 30.77 19.94 INT

0218 FIRE CAPTAIN 13 15.38 0.00 7.69 0.00 7.69 0.00 INT

0219 FIRE DEPUTY CHIEF 6 23.08 0.00 7.69 0.00 0.00 0.00 INT

0220 POLICE LIEUTENANT 13 16.67 0.00 0.00 0.00 0.00 0.00 INT

0221 ADMINISTRATIVE ASSISTANT 26 15.56 0.00 6.67 0.00 0.00 0.00 FL




Page 13



PROTECTED GROUP EMPLOYEES EEO CATEGORY

& MINORITY MALE

FEMALE


June 23, 2014

TOTAL

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

*

RELEVANT

LABOR

MARKET

TECHNICIANS: 266 10.15 **12.80 20.68 *9.82 7.52 **6.67

0301 ELECTRONIC TECHNICIAN 18 16.67 21.18 5.56 11.14 0.00 7.36 FL

0302 ENGINEERING TECHNICIAN 14 0.00 21.18 42.86 11.14 7.14 7.36 FL

0303 DRAFTSPERSON 4 0.00 13.30 0.00 16.06 25.00 2.15 LOC

0304 SURVEYOR 5 40.00 9.06 0.00 6.80 0.00 6.52 LOC

0305 CHEMICAL TECHNICIAN 64 14.06 15.90 12.50 1.95 6.25 11.71 LOC

0306 POLICE TECHNICIAN 25 4.00 15.83 40.00 27.69 24.00 16.90 FL

0307 INSPECTOR 79 6.33 2.27 29.11 6.72 3.80 0.84 LOC

0308 COMPUTER OPERATIONS WORKER 5 0.00 11.64 20.00 33.10 40.00 15.02 LOC

0309 POLICE SERGEANT 52 13.46 0.00 11.54 0.00 5.77 0.00 INT

PROTECTIVE SERVICES: 710 19.44 **18.34 12.54 **7.73 3.10 **4.92

0401 POLICE OFFICER 452 18.76 17.22 12.58 8.53 3.53 6.32 USA

0402 FIREFIGHTER 235 20.09 21.18 8.97 4.48 1.28 1.23 FL

0404 TRAFFIC SAFETY WORKER 13 7.69 15.90 69.23 20.24 7.69 14.97 LOC

0405 GUARD/RANGER 10 50.00 10.41 20.00 32.03 20.00 15.02 LOC




Page 14




& MINORITY MALE

FEMALE


June 23, 2014

TOTAL

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

*

RELEVANT

LABOR

MARKET

OFFICE & CLERICAL WORKERS: 347 10.40 **8.39 44.51 **32.00 29.48 **13.94

0601 SUPERVISORY CLERICAL 32 21.88 8.99 40.63 33.10 18.75 15.02 LOC

0602 SECRETARY 37 0.00 1.23 70.27 33.10 29.73 15.02 LOC

0603 CLERK TYPIST 29 0.00 3.59 68.97 33.10 27.59 15.02 LOC.

0604 KEY ENTRY OPERATOR 2 0.00 7.86 100.00 33.10 0.00 15.02 LOC

0605 CLERK 49 6.12 7.68 46.94 33.10 30.61 15.02 LOC

0606 CASHIER 12 8.33 10.59 41.67 33.10 41.67 15.02 LOC

0607 ACCOUNTING CLERK 23 8.70 3.33 39.13 33.10 39.13 15.02 LOC

0608 SUPPLY CLERK 6 33.33 15.90 0.00 24.48 0.00 9.43 LOC

0609 PUBLIC INTERACTION WORKER 69 17.39 12.88 33.33 33.10 43.48 14.80 LOC

0611 DISPATCHER 76 6.58 9.96 43.42 33.10 22.37 13.09 LOC

0612 METER READER 12 36.36 11.43 0.00 5.17 9.09 0.00 LOC




Page 15




& MINORITY MALE

FEMALE


June 23, 2014

TOTAL

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

*

RELEVANT

LABOR

MARKET

SKILLED CRAFT WORKERS: 415 43.37 **15.90 2.89 **8.26 1.69 **1.57

0701 ELECTRICIAN 5 0.00 15.90 0.00 0.47 0.00 0.00 LOC

0703 PAINTER 2 0.00 15.90 0.00 2.39 0.00 15.02 LOC

0704 WELDER 5 0.00 15.90 0.00 3.90 0.00 4.70 LOC

0706 MOTOR VEHICLE MECHANIC 30 16.67 15.90 0.00 0.21 0.00 0.00 LOC

0707 MECHANIC 51 17.65 15.90 0.00 6.90 0.00 0.00 LOC

0708 CONSTRUCTION FOREMAN 29 24.14 15.90 6.90 4.21 0.00 1.40 LOC

0709 MECHANIC FOREMAN 11 0.00 15.83 0.00 7.57 0.00 2.38 LOC

0710 ELECTRICAL FOREMAN 2 0.00 15.90 0.00 4.21 0.00 1.40 LOC

0711 WATER/SEWAGE WORKERS 117 58.97 15.90 4.27 13.27 2.56 0.00 LOC

0712 GENERAL FOREMAN 19 31.58 15.90 15.79 28.25 5.26 10.03 LOC

0713 PRINTER 2 50.00 15.90 0.00 25.86 0.00 5.40 LOC

0714 DRIVER 6 66.67 15.90 0.00 5.04 0.00 2.52 LOC

0715 EQUIPMENT OPERATOR 113 63.72 15.90 0.88 5.04 2.65 2.52 LOC

0716 GROUNDSKEEPER 23 30.43 15.90 4.35 3.88 0.00 1.23 LOC




Page 16




& MINORITY MALE

FEMALE


June 23, 2014

TOTAL

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

% CURRENT

WORKFORCE

LABOR

MARKET

AVAILABILITY

*

RELEVANT

LABOR

MARKET

SERVICE & MAINTENANCE

WORKERS: 257 57.59 *15.90 2.33 **6.86 2.33 **6.63

0801 APPRENTICE/HELPER 66 34.85 15.90 3.03 5.88 1.52 0.00 LOC

0802 EQUIPMENT SERVICE WORKER 2 50.00 15.90 0.00 6.90 0.00 0.00 LOC

0803 LABORER 187 66.31 15.90 2.14 7.23 2.67 9.10 LOC

0805 PEST CONTROL WORKER 2 0.00 15.90 0.00 4.24 0.00 0.00 LOC




Page 17

JUNE 23, 2014


(ACCORDING TO DEPARTMENT BY EEO CATEGORIES)

BOTH

SEXES

MALE FEMALE

TOTAL

MINORITY WHITE MINORITY

# % # % # %

CITY COUNCIL: 4 2 50.0 2 50.0

Officials & Administrators 1 1 100.0

Administrative Support 3 1 33.3 2 66.7

MAYOR'S OFFICE: 14 4 28.6 6 42.9

Officials & Administrators 9 3 33.3 2 22.2

Professionals 1 1 100.0


LEGAL: 8 4 50.0 4 50.0


INTERNAL AUDIT: 5

3 60.0

Officials & Administrators 1


CITY CLERK: 16 5 31.3 2 12.5 5 31.3



Protective Services 7 4 57.1 2 28.6


MARKETING: 19 6 31.69 3 15.8


Professionals 13 4 30.77 1 7.69

Technicians 1 1 100.0

Administrative Support 1 1 100.0

Page 18

JUNE 23, 2014



BOTH

SEXES

MALE FEMALE

TOTAL


# % # % # %

COMMUNITY SERVICES: 7 4 57.2 3 42.9



HOUSING & COMMUNITY

DEVELOPMENT: 13 2 15.4

7 53.9 3 23.10

Officials and Administrators 2 1 50.0 1 50.0



Administrative Support 4 1 25.0 2 50.0 1 25.0

NEIGHBORHOOD AFFAIRS ADMIN: 1

Officials and Administrators 1

CODES COMPLIANCE: 42 6 14.3 13 31.0 6 14.3

Officials and Administrators 3

Technicians 29 4 13.8 12 41.4 2 6.9


Skilled Craft Workers 1

Service Maintenance 4 2 50.0

Page 19

JUNE 23, 2014



BOTH

SEXES

MALE FEMALE

TOTAL


# % # % # %

FIRE: 328 58 17.7 38 11.6 4 1.3


Professionals 67 11 16.4 5 7.45 1 1.5


Protective Services 234 47 20.0 21 9.0 3 1.3


Skilled Craft 3

POLICE: 719 117 16.3 156 21.7 61 8.5

Officials & Administrators 18 3 16.7 8 44.4 2 11.1

Professionals 38 3 7.9 12 31.6 7 18.4

Technicians 77 8 10.4 16 20.8 9 11.7



Skilled Craft 2

Service Maintenance 6 3 50.0 2 33.3

Page 20

JUNE 23, 2014



BOTH

SEXES

MALE FEMALE

TOTAL


# % # % # %

FINANCE: 20 12 60.0 2 10.0




INFORMATION & COMMUNICATION

SERVICES: 60 6 10.0

15 25.0 16 26.7


Professionals 39 3 7.7 11 28.2 13 12.9

Technicians 9 1 11.1 2 22.2


Skilled Craft Workers 2 1 50.0

HUMAN RESOURCES: 36 3 8.4 19 52.8 4 11.2


Professionals 27 3 11.1 12 44.4 3 11.1


BUDGET AND MANAGEMENT: 7 1 14.3

3 42.9 1 14.3


Professionals 5 1 20.0 2 40.0 1 20.0

BILLING & COLLECTIONS: 89 15 16.9 24 27.0 33 37.1





Page 21

JUNE 23, 2014



BOTH

SEXES

MALE FEMALE

TOTAL


# % # % # %

LIBRARY: 63 1 1.6 36 57.2 13 20.7




Skilled Craft 1

GOLF COURSES: 22 2 9.1 4 18.2



Skilled Craft Workers 16 2 12.5 1 6.3

PARKS & RECREATION 245 85 34.7 42 17.2 21 8.6


Professionals 67 9 13.4 25 37.3 10 14.9


Skilled Craft Workers 57 18 31.6 4 7.0

Service Maintenance 92 55 60.0 1 1.1 3 3.3

LEISURE & COMMUNITY SERVICES

ADMIN: 2

2 100.0



Page 22

JUNE 23, 2014



BOTH

SEXES

MALE FEMALE

TOTAL


# % # % # %

SANITATION: 169 106 62.8 6 3.6 17 10.0


Professionals 4 1 25.0 1 25.0 1 25.0



Skilled Craft Workers 96 67 69.8 1 1.0 4 4.2


WATER RESOURCES: 299 102 34.2 30 10.0 11 3.7


Professionals 29 1 3.5 9 48.3 1 3.5

Technicians 78 10 12.8 11 14.1 6 7.7


Skilled Craft 127 66 52.0 4 3.2 2 1.6


PUBLIC WORKS ADMINISTRATION: 2 1 50.0



PROCUREMENT & SUPPLY MGMT: 18 6 33.4 5 27.8 3 16.7


Professionals 9 2 22.2 3 33.3 3 33.3


Page 23

JUNE 23, 2014



BOTH

SEXES

MALE FEMALE

TOTAL


# % # % # %

ENGINEERING: 60 4 6.7 11 18.4 5.0


Professionals 27 1 3.7 6 22.2 3 11.1


Protective Services 1 1 100.0


STORMWATER, PAVEMENT, &

TRAFFIC OPERATIONS: 112 47 42.0

6 5.4 4 3.6





Skilled Craft 63 21 33.3 1 1.6 1 1.6


FLEET MAINTENANCE: 58 6 10.4 3 5.2 2 3.5





Skilled Craft Workers 36 4 11.1

Service Maintenance 15 2 13.3

CITY DEVELOPMENT ADMIN: 3

2 66.7



Page 24

JUNE 23, 2014



BOTH

SEXES

MALE FEMALE

TOTAL


# % # % # %

DOWNTOWN ENTERPRISE

FACILITIES: 32 4 12.5

8 15.0 3 9.4



Protective Services 2 1 50.0 1 50.0


Skilled Craft 8 1 12.5 1 12.5


REAL ESTATE & PROPERTY

MANAGEMENT: 11

3 27.3





Service Maintenance 1

TRANSPORTATION & PARKING

MANAGEMENT: 27 1 3.7

16 59.3 1 3.7







PLANNING & ECONOMIC

DEVELOPMENT:

64 5 7.9 22 34.4 6 9.4


Professionals 23 3 13.0 10 43.5 3 13.0



Page 25

QUALITATIVE OBJECTIVES

Job Structuring

To ensure equal employment opportunity for all individuals, job descriptions will be written to

ensure that qualifications are job-related and job specifications will be written to accurately

describe the work of a particular job classification and to be job related. Essential Job Functions

Forms will be completed to further describe the tasks performed, physical requirements,

equipment operated and environmental conditions of a particular position within a job

classification.

It is important that jobs exist under a framework of career ladders making it possible for persons

who gain employment at the entry level to be able to compete for higher vacant positions given

successful performance of assigned duties. This modified career ladder concept should include as

many positions as possible. Trainee, apprentice and student intern classifications will help serve

this purpose in addition to providing a good first step to career development.

Recruitment

Recruitment is one key to increasing the number of minorities and women applicants. The City

shall pursue ongoing recruitment and outreach efforts to ensure that the pool of candidates

seeking City positions is appropriately diverse and qualified.

Information relative to employment opportunities with the City shall be maintained on the City's

job line and web page. Information on job vacancies and promotional opportunities will be posted

on the bulletin board in the City employment office and a copy will be provided for posting on

appropriate departmental bulletin boards. Job advertising which appears in the Tampa Bay Times

and Tampa Tribune will also appear in newspapers with the largest minority readership in the

area. National publications which have a large minority or female readership may be used when

local recruiting efforts fail to produce qualified applicants from those groups, particularly for

higher level positions. All advertisements, including those posted on-line and shown on the City

TV Station scroll, will include the phrase, "An Equal Opportunity Employer."

Notices of the availability of information related to City openings will be periodically sent to

targeted minority groups, ranging from ministerial alliances to community and neighborhood

groups. Contacts will be established with schools which have large minority member student

bodies. When appropriate, advertising will be done on radio stations which have the largest

minority audiences in the area. Advertising will not necessarily be restricted to these stations.

Public service time on radio and television will be used whenever possible for job advertising.

Application forms will be reviewed on a continuing basis to ensure that they contain only legally

permissible and relevant questions. Employee selection procedures will be reviewed and revised

on an ongoing basis to ensure elimination of bias in all hiring practices.

Page 26

Training and Upward Mobility

Training programs will be designed to develop skills needed to improve current performance to

qualify for a better position now or in the future. The training opportunities for employees will

include on-the-job training, tuition reimbursement, educational leaves and in-service training. In

addition, training will include sessions to manage potential work situation conflicts.

Other Personnel Actions

To ensure that all policies and practices regarding performance evaluations and working

conditions are made in a non-discriminatory manner, employees will be subject to a periodic

written evaluation of performance. All employees will be made aware of the standards and

expectations. Assignments of a work place and working conditions will be made on a non-

discriminatory basis.

Page 27

MONITORING OF THE PLAN

An annual Equal Employment Opportunity and Affirmative Action Report will be prepared to

monitor the effectiveness of the plan in achieving the stated objectives.

The annual report will be due on a fiscal year basis and will include the following information:

* The number of equal employment opportunity complaints filed and the number resolved

informally by Human Resources.

* The number of grievances filed through the City Grievance Procedure based on

discrimination.

* A report of the number of employee training programs completed by race, sex, and

classification.

* An update and analysis of progress towards goals by the City as a whole and by

department.

Page 28

APPENDIX

This appendix reflects the employer work force utilization analysis in accordance with the equal

employment opportunity plan model (EEOP) issued by the U.S. Department of Justice, Office of

Justice Programs. This analysis reflects the employer work force utilization based on the 2010

Standard Metropolitan Statistical Area (SMSA) data for Pinellas County.

Chart 1 to the Appendix labeled “Employer Work Force Utilization Analysis” depicts EEOC job

categories and corresponding representation by each minority group and by sex in each of those

job categories. This chart reflects the total employees within each job category and the

distribution of those employees by minority and sex category.

Chart 2 represents a utilization analysis for each of the EEO/AA job categories for the SMSA as a

whole. This data will be used to compare the employer’s utilization to that of the SMSA.

Chart 3, labeled “Percent Difference between Employer Work Force Utilization and SMSA,”

reflects utilization variances within each EEOC job category by minority and sex grouping.

Based upon the Justice Department method, the employer’s work force reflects underutilization in

the following categories:

Officials and Administrators – The analysis indicates that White females are underutilized by

5.91% in this category and Hispanic males by 2.43%.

Professionals – White females are underutilized by 9.98%, Asian/Pacific Islander females by 1.32%.

and Hispanic females are underutilized by 1.73%.

Technicians – Underutilization of White females by 22.67%, Black females by 2.11%, Hispanic

females by 2.53%, and Asian/Pacific Islander females by 1.61%. Hispanic males are underutilized by

3.67% and Asian/Pacific Islander males by 1.80%.

Protective Services (Sworn Officials) - Underutilization of White females by 4.60% and Hispanic

females by 1.29%.

Administrative Support – White females are underutilized by 15.06%, and Hispanic females by

2.48%.

Skilled Crafts – White females are underutilized by 2.18%, Hispanic males by 8.38%, and

Asian/Pacific Island males by 1.46%.

Service Maintenance – Underutilization of White females by 26.96%, Black females by 5.07%,

Hispanic females by 4.91% and Asian/Pacific Islander by 2.89%. Hispanic males by 5.55% and

Asian/Pacific Islander males by 1.36%.

Page 29

EMPLOYER WORKFORCE UTILIZATION ANALYSIS

Male

Female

Job Category Total B W H

Two or

More Races A/PI AI/AN Total B W H

Two or

More Races A/PI AI/AN

# # # # # # # # # # # # # #

% % % % % % % % % % % % % %

OFFICIALS & 79 9 67 1 0 2 0 49 11 34 3 0 1 0

ADMINISTRATORS 61.72 7.04 52.35 0.79 0.00 1.57 0.00 38.29 8.60 28.91 2.35 0.00 0.79 0.00

227 22 187 9 0 7 1 223 52 161 7 0 3 0

PROFESSIONALS 50.45 4.89 41.56 2.00 0.00 1.78 0.23 49.56 11.56 35.78 1.56 0.00 0.67 0.00

192 22 166 2 0 1 1 75 15 56 3 0 1 0

TECHNICIANS 71.91 8.24 62.18 0.75 0.00 0.38 0.38 28.09 5.62 20.98 1.13 0.00 0.38 0.00

600 80 470 36 1 12 1 111 17 90 3 0 0 1

PROTECTIVE SERVICES 84.39 11.26 66.11 5.07 0.14 1.69 0.14 15.62 2.39 12.66 0.43 0.00 0.00 0.14

92 27 54 8 0 2 1 255 90 154 6 1 4 0

OFFICE & CLERICAL 26.52 7.78 15.57 2.31 0.00 0.58 0.29 73.49 25.94 35.74 1.73 0.29 1.16 0.00

397 169 217 10 0 1 0 19 7 12 0 0 0 0

SKILLED CRAFT 94.44 40.63 52.17 2.41 0.00 0.24 0.00 4.57 1.69 2.89 0.00 0.00 0.00 0.00

244 138 94 6 3 3 0 12 6 6 0 0 0 0

SERVICE MAINTENANCE 95.32 53.91 36.72 2.35 1.18 1.18 0.00 4.69 2.35 2.35 0.00 0.00 0.00 0.00

Page 30

SMSA UTILIZATION ANALYSIS

Based Upon 2010 Census

Male

Female


Two or

More Races A/PI AI/AN Total B W H

Two or

More Races A/PI AI/AN

# # # # # # # # # # # # # #

% % % % % % % % % % % % % %

OFFICIALS & 34650 1575 29785 1865 335 980 110 23260 1400 20165 1105 265 270 55

ADMINISTRATORS 59.83 2.72 51.43 3.22 0.58 1.68 0.19 40.17 2.42 34.82 1.91 0.46 0.47 0.10

34581 1592 29095 2040 225 1524 105 42915 3090 35460 2550 250 1545 20

PROFESSIONALS 44.62 2.05 37.54 2.63 0.26 1.97 0.14 55.38 3.99 45.76 3.29 0.32 1.99 0.03

6724 515 5145 700 4 345 15 9119 1225 6915 580 80 315 4

TECHNICIANS 42.44 3.25 32.48 4.42 0.03 2.18 0.10 57.92 7.73 43.65 3.66 0.51 1.99 0.03

6089 610 4970 399 35 40 35 1760 230 1355 135 0 30 10

PROTECTIVE SERVICES 77.58 7.7 63.32 5.08 0.45 0.51 0.45 22.42 2.93 17.26 1.72 0.00 0.38 0.13

48540 3380 39725 3505 340 1435 155 81390 7360 66005 5465 710 1700 150

OFFICE & CLERICAL 37.36 2.60 30.57 2.70 0.26 1.11 0.12 62.64 5.66 50.80 4.21 0.55 1.31 0.16

31840 2045 25300 3660 215 575 45 2265 125 1720 230 15 175 0

SKILLED CRAFT 93.86 6.03 74.58 10.79 0.63 1.70 0.13 6.68 0.37 5.07 0.68 0.04 0.52 0.00

58180 7845 38740 8335 530 2680 50 47255 7825 30710 5175 435 3045 65

SERVICE MAINTENANCE 55.18 7.44 36.74 7.90 0.50 2.54 0.05 44.82 7.42 29.13 4.91 0.41 2.89 0.06

Page 31

Comparative SMSA Utilization Analysis

Male Female


Two or More

Races AI/PI AI/AN Total B W H

Two or More

Races AI/PI AI/AN

OFFICIALS & ADMINISTRATORS %

61.72 7.04 52.35 0.79 0.00 1.57 0.00 38.29 8.60 28.91 2.35 0.00 0.79 0.00

SMSA % 59.83 2.72 51.43 3.22 0.58 1.69 0.19 40.17 2.42 34.82 1.91 0.46 0.47 0.10

Difference % 1.89 4.32 0.92 -2.43 -0.58 -0.12 -0.19 -1.88 6.18 -5.91 0.44 -0.46 0.32 -0.10

PROFESSIONALS % 50.45 4.89 41.56 2.00 0.00 1.78 0.23 49.56 11.56 35.78 1.56 0.00 0.67 0.00

SMSA % 44.62 2.05 37.54 2.63 0.29 1.97 0.14 55.38 3.99 45.76 3.29 0.32 1.99 0.03

Difference % 5.83 2.84 4.02 -0.63 -0.29 -0.19 0.09 -5.82 7.57 -9.98 -1.73 -0.32 -1.32 -0.03

TECHNICIANS % 71.91 8.24 62.18 0.75 0.00 0.38 0.38 28.09 5.62 20.98 1.13 0.00 0.38 0.00

SMSA % 42.44 3.25 32.48 4.42 0.03 2.18 0.10 57.92 7.73 43.65 3.66 0.51 1.99 0.03

Difference % 29.47 4.99 29.370 -3.67 -0.03 -1.80 .28 -29.83 -2.11 -22.67 -2.53 -0.51 -1.61 -0.03

PROTECTIVE SERVICES % 84.39 11.26 66.11 5.07 0.14 1.69 0.14 15.62 2.39 12.66 0.43 0.00 0.00 0.14

SMSA % 77.58 7.70 63.32 5.08 0.45 0.51 0.45 22.42 2.93 17.26 1.72 0.00 0.38 0.13

Difference % 6.81 3.56 2.79 0.00 -0.31 1.18 -0.31 -6.80 -0.54 -4.60 -1.29 0.00 -0.38 0.01

OFFICE & CLERICAL % 26.52 7.78 15.57 2.31 0.00 .58 .29 73.49 25.94 35.74 1.73 0.29 1.16 0.00

SMSA % 37.36 2.60 30.57 2.70 0.26 1.11 0.12 62.64 5.66 50.80 4.21 .55 1.31 0.16

Difference % -10.84 5.18 -15.0 -0.39 -0.26 -0.53 .17 10.85 20.28 -15.06 -2.48 -0.15 -0.15 -0.16

SKILLED CRAFT % 94.44 40.63 52.17 2.41 0.00 0.24 0.00 4.57 1.69 2.89 0.00 0.00 0.00 0.00

SMSA % 93.86 6.03 74.58 10.79 0.63 1.70 0.13 6.68 0.37 5.07 0.68 0.04 0.52 0.00

Difference % 0.58 34.60 -22.41 -8.38 -0.63 -1.46 -0.13 -2.11 1.32 -2.18 -0.68 -0.04 -0.52 0.00

SERVICE MAINTENANCE % 95.32 53.91 36.72 2.35 1.18 1.18 0.00 4.69 2.35 2.35 0.00 0.00 0.00 0.00

SMSA % 55.18 7.44 36.74 7.90 0.50 2.54 0.05 44.82 7.42 29.31 4.91 0.41 2.89 0.06

Difference % 40.14 46.47 -0.02 -5.55 0.68 -1.36 -0.05 -40.13 -5.07 -26.96 -4.91 -0.41 -2.89 -0.06

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EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION … · 2015-05-14 · THE CITY OF ST. PETERSBURG, FLORIDA EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION PLAN "An Equal Opportunity