«INTRODUCTION This Affirmative Action Plan is designed to satisfy the County’s Equal Employment Opportunity/Affirmative Action responsibilities ...»
This Affirmative Action Plan is designed to satisfy the County’s Equal Employment
Opportunity/Affirmative Action responsibilities under Title VII of the Civil Rights Act
of 1964, Executive Order 11246, as amended, Section 503 of the Rehabilitation
Act of 1973, the Age Discrimination in Employment Act, Section 402 of the
Vietnam Veterans Readjustment Assistance Act of 1974, the Americans with
Disabilities Act, and the various implementing rules and regulations.
In developing and implementing this plan, Racine County has undertaken an analysis of its policies and practices with a view toward enhancing equal employment opportunity without regard to sex, race, national origin, religion, color, age, marital status, disability, sexual orientation, special disabled veteran, Vietnam era or other covered veteran status, or any other protected class protected by federal and/or state law. Racine County is an equal opportunity employer and will not engage in any unlawful practices in employment.
This plan is adopted in reliance on the Equal Employment Opportunity Commission’s Affirmative Action Guidelines as well as those of the Office of Federal Contract Compliance Programs. This Affirmative Action Plan does not create any rights for any person or entity and is not developed nor intended to be used as a vehicle to sanction the unlawful discriminatory treatment of any group or individual.
The Affirmative Action Plan for Racine County identifies by department those areas which indicate the underutilization of minorities and women in the various equal employment opportunity job categories. Based on the findings of this plan, goals have been established to address the departments evidencing underutilization.
Plan Terminology The terms ”utilization analysis,” “underutilization,” “problem area,” “goal,” “deficiency” and other similar terms appearing in this Affirmative Action Plan are terms the County is required to use by Federal regulations.
Although the terms are used in good faith in connection with the Plan, these terms have no independent legal or factual significance whatsoever. The usage of these terms does not constitute an admission by the County that it agrees these terms were properly applied to any particular factual situation; nor does it constitute an admission by the County that it has engaged in any prohibited conduct or practice with regard to employment.
10/9/2013 Whenever the term “goal” is used, the term is expressly intended not to be used to discriminate against any applicant or employee because of race, color, religion, sex or national origin as stated in 1 C.F.R., Section 60-2.30. Goals are not intended as rigid, inflexible quotas, but rather as targets that the County intends to make good faith efforts to attain.
The Equal Employment Opportunity Commission’s definitions for the terms to be
used in this document are as follows:
Deficiency: A shortage expressed as both a number and percentage.
Goal: A target expressed as both a number and percentage for placing protected group members in a job group for which underutilization exists.
Problem Area: Impediments to equal employment opportunity in specific areas, i.e., personnel activity (applicant flow, hires, terminations, promotions), compensation, selection, recruitment, referral, and other personnel procedures, underutilization of minorities and females in job groups/workforce, etc.
Underutilization: A condition where the percentage of representation of a protected group in the workforce, occupational category, job group classes is less than the percentage of such persons in the availability base.
Utilization Analysis: Protected group availability compared to current workforce for the purpose of determining representation of protected groups.
Disabled: The Americans with Disabilities Act defines a person with a qualified disability as someone who has a physical or mental impairment that substantially limits one or more major life activities, has a history of having such impairment, or is perceived as having such impairment.
The Wisconsin Fair Employment Act defines a person with a qualified disability as someone who has a real or perceived impairment that makes (or is perceived to make) achievement unusually difficult, or limits (or is perceived to limit) their capacity to work.
Special disabled veteran: A veteran who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Department of Veterans Affairs for a disability.
OVERVIEW OF RACINE COUNTYRacine County is located in Southeastern Wisconsin. Racine County is bordered by the shores of Lake Michigan on the east, Kenosha County on the south, Walworth County on the west and Milwaukee County on the north. It has a geographic area of 333.1 square miles and a resident population of 195,867.
10/9/2013 Source: Department of Workforce Development – Bureau of Labor Market Information and Office of Economic Advisors, Department of Administration – Demographic Service Center, U.S. Census Bureau, http://worknet.wisconsin.gov/worknet_info/downloads/AA/racine_aa.xls The racial breakdown of Racine County, according to this data, is 151,582 whites (77%) and 44,285 minorities (23%).
The following chart compares Racine County to the state of Wisconsin in several areas. Racine County surpasses the state’s homeownership, household income, minority owned firms, language other than English spoken in home, and population growth; it lags the state in women owned firms. Racine County has experienced moderate population growth during the last several years.
*Not Available Source: U.S. Census Bureau: State and County QuickFacts, http://quickfacts.census.gov/qfd/states/55/55101.html Racine County has an Executive/County Board system of government. The County Board consists of 23 Supervisors headed by a Chairperson elected by the Supervisors, during this plan year (January 1, 2012 – January 1, 2013). The County Executive is elected at large by the voters in Racine County. Racine County has 18 municipalities: Seven townships, nine villages and two cities.
Local government in Racine County is recognized as being efficient, and has been challenged with economic issues over the past several years. County Executive James Ladwig, in his State of the County address to the Racine County Board of
Supervisors on May 14, 2013, made these statements:
“I am pleased to report that Racine County is in good financial condition. Moody’s has given us an “Aa1” rating. Although our 2012 audit is not finalized, we anticipate a surplus again this year, we have held the line on taxes, and we have had no increase in the general countywide levy. This has been accomplished 10/9/2013 through good management, fiscal responsibility, creative approaches and collaborative partnerships.”
EEO/AFFIRMATIVE ACTION POLICY STATEMENTTO: All Employees and Applicants for Employment Racine County is committed to equal employment opportunity for all employees. It is Racine County’s policy to seek and employ the best qualified individuals without regard to race, creed, color, religion, sex, age, national origin, disability, special disabled veteran, Vietnam Era, other covered veteran status or other protected status. To this end, we support and will cooperate fully with all applicable laws, regulations and executive orders in all of our employment policies, practices and decisions. We will take affirmative action to assure that equal opportunity for employment is provided with regard to all personnel actions, including but not
All recruiting, hiring, and promotion programs in all job categories;
Decisions regarding employment; and All personnel actions such as compensation, benefits, transfers, training, social and recreational programs, job opportunities, layoffs, recalls, education and other terms and conditions of employment.
We firmly believe that equal employment opportunity can only be achieved through demonstrated leadership and implementation of a viable affirmative action plan.
Our Plan sets forth specific affirmative action and equal opportunity responsibilities for managers, supervisors and all of our employees. All employees are expected to comply with this policy and our Affirmative Action Plan. We expect all employees to demonstrate respect for all other employees. It is imperative that all employees make personnel and employment decisions in accordance with the County’s policies, practices and procedures.
We encourage employees to assist the County in meeting its goals by referring any qualified minorities, females, disabled, special disabled veterans, veterans of the Vietnam Era or other covered veterans to us as applicants for employment.
April Dyess Centeno serves as the County’s Affirmative Action Officer and has the responsibility of assuring compliance with the Plan. Please communicate any questions or concerns that you have to her. A copy of the Plan is available for inspection at the Human Resources Department, 730 Wisconsin Avenue, 7th floor or the County Clerk’s Office, 730 Wisconsin Avenue, during normal business hours from 8:00 a.m. to 5:00 p.m., Monday through Friday, except holidays, or on the HR website at www.goracine.org/hr.
DISSEMINATION OF THE POLICY
2. Periodically, the policy is communicated to executive, managerial and supervisory personnel along with instructions on the laws and regulations concerning equal opportunity and affirmative action.
7. Non-discrimination clauses will be included in all labor contracts and a regular review of contractual provisions will be conducted to monitor and ensure non-discrimination.
Potential recruiting resources such as minority and women’s organizations, community agencies, community leaders, secondary schools and colleges, are asked to refer qualified minorities, disabled persons, veterans and females for all available positions. Positions are also listed online on Wisconsin Jobnet and the County’s website at goracine.org.
1. Through our postings, prospective employees are made aware of the existence of our Affirmative Action Plan and Policy.
2. When employees are pictured in consumer advertising, help-wanted advertising or County publications, reasonable steps will be taken to depict minorities and females along with white males.
3. All help-wanted advertising contains a designation that the County is an “Equal Opportunity Employer” (EOE).
5. The Equal Opportunity clause will be incorporated in all purchase orders, leases and contracts covered by Executive Order 11246.
6. Written notification of our policy will be incorporated in all specifications and contracts in excess of $50,000.
7. Minority and community organizations who are interested in receiving external job announcements by email will be sent them when they occur. The Human Resources Department also maintains a current listing of minority and community recruitment agencies who receive such external job announcements.
RESPONSIBILITY FOR IMPLEMENTATIONA. Affirmative Action Officer The Affirmative Action Officer (AAO) has overall responsibility for implementation of this Affirmative Action Plan. She has been given top management support to
execute this assignment and her responsibilities include, but are not limited to:
2. Developing policy statements, affirmative action plans, programs and internal and external communication techniques.
3. Assisting in the identification of problem areas.
4. Investigating employee complaints and recommending solutions.
5. Determining the effectiveness of the Affirmative Action Program.
6. Serving as a consultant on equal opportunity issues.
7. Identifying resources and coordinating employee training and education programs, which serve to promote and enhance staff awareness on issues related to diversity and equal employment opportunity.
B. Management Personnel
Management responsibilities include, but are not limited to:
1. Assisting the AAO in identifying problem areas and establishing goals and objectives to correct their problem areas.
2. Assisting the AAO, as appropriate, in being actively involved with community organizations concerned with employment of protected class members.
3. Periodically assisting the AAO in auditing training programs and hiring and promotion patterns to remove impediments to the attainment of goals and objectives.
4. Assisting the AAO in holding regular discussions with appropriate managers, supervisors and employees to be certain Equal Opportunity/Affirmative Action policies are being followed.
5. Reviewing all job qualifications to ensure they are consistent with the job to be performed to ensure that protected class members are given full opportunities for transfers and promotions.
6. Periodically auditing facilities to ensure posters are properly displayed, and that minorities and females are given full opportunity to participate in all County sponsored educational, training and social programs.
8. Ensuring that supervisors take action to prevent harassment of employees, including those placed through affirmative action efforts.
9. Coordinating with others in management to fully implement this plan.