EEOP Utilization Report
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1 EEOP Utilization Report Tue May 20 10:09:22 EDT 2014
2 Step 1: Introductory Information Grant Title: Anti-Human Trafficking Grant Number: HF Grantee Name: Grantee Type: Address: San Diego County Sheriff's Department Local Government Agency Award Amount: $340, Contact Person: Joe Mata Telephone #: State Granting Agency: Contact Name: California Office of Emergency Services (Cal OES) Diana Mazuka 3650 Schriever Avenue Mather, California Grant Number: HF Telephone #: Grant Title: COPS Child Sexual Predator Grant Number: 2010CSWX0019 Program (CSPP) Grantee Name: Grantee Type: Address: San Diego County Sheriff's Department Local Government Agency Award Amount: $425, Contact Person: Kirby Beyer Telephone #: DOJ Grant Manager: Jalila Sebbata DOJ Telephone #: Grant Title: Law Enforcement Technology Grant Number: 2010CKWX0470 Grantee Name: Grantee Type: San Diego County Sheriff's Department Local Government Agency Award Amount: $1,200, USDOJ, Office of Justice Programs, EEOP Utilization Report page 2 of 11
3 Address: Contact Person: Ashish Kakkad Telephone #: DOJ Grant Manager: Jalila Sebbata DOJ Telephone #: Grant Title: Grantee Name: Grantee Type: Address: Paul Coverdell Forensic Science Improvement Program San Diego County Sheriff's Department Local Government Agency Grant Number: CQ Award Amount: $36, Contact Person: Nadine Braudaway Telephone #: State Granting Agency: Contact Name: California Office of Emergency Services (Cal OES) Regina Anderson 3650 Schriever Avenue Mather, California Grant Number: CQ Telephone #: Grant Title: Grantee Name: Grantee Type: Address: Paul Coverdell Forensic Science Improvement Program San Diego County Sheriff's Department Local Government Agency Grant Number: CQ Award Amount: $33, Contact Person: Nadine Braudaway Telephone #: USDOJ, Office of Justice Programs, EEOP Utilization Report page 3 of 11
4 State Granting Agency: Contact Name: California Office of Emergency Services (Cal OES) Regina Anderson 3650 Schriever Avenue Mather, California Grant Number: CQ Telephone #: Policy Statement: It is the policy of the Board of Supervisors to comply with Federal, State and local laws effecting equal opportunity. In conformance with that policy and the Board's commitment to prohibit discrimination, it is hereby decreed that, barring any lawful or valid reasons, all individuals will have equal access to County operations and employment regardless of their race, color, religion, national origin, ancestry, physical or mental disability, medical condition, family and medical leave, marital status, sex, sexual orientation, age or veteran status. The Board of Supervisors ensures their commitment to fair and impartial practices throughout the County. In order to achieve the above, San Diego County reaffirms the following: A. Equal employment opportunities in all personnel practices; B. Equal opportunities in all purchasing and procurement practices; C. Non-discriminatory practices in the selection, acquisition, leasing and management of County real properties and facilities; D. Non-discriminatory practices in product and service delivery; E. Equal opportunity and nondiscriminatory practices in all other County activities, policies and programs. USDOJ, Office of Justice Programs, EEOP Utilization Report page 4 of 11
5 Step 4b: Narrative Underutilization Analysis Since the last EEOP in 2012, the Sheriff filled 287 vacancies primarily in the three job categories: Officials and Administrators, Protective Service Sworn: Sworn Officials and Protective Service Sworn: Sworn Patrol. The Sheriff lost employees in the Protective Service: Non-sworn, Skilled Craft and Service Maintenance job categories. Comparing 2012 and 2014 ethnic totals shows that the Sheriff made significant improvements in the recruitment, retention, promotion of underrepresented minorities: Hispanic 16 (15 M; 17 F) and Black 6 (5 M, 8 F). It also should be noted that Hispanic males increased in the following job categories when comparing 2012 to 2014: Professionals 5, Protective Service: Sworn: Sworn Officials (48), Protective Service (15). Our current objectives, and the steps to achieve them, are based on our successful recruitment and succession planning efforts over the last two years. 1. White males are significantly under-represented in two job categories: Officials/Administrators (-17) and Administrative Support (-11). 2. White females are significantly under-represented in three job categories: Professionals (-11), Protective Services: Sworn-Patrol Officers (-6), and Service Maintenance (-13). 3. Hispanic males are significantly under-represented in four job categories: Protective Services: Sworn Officials (-8), Protective Services: Sworn-Patrol Officers (-6), Administrative Support (-7) and Service Maintenance (-15). 4. Black males are significantly under-represented in one job category: Protective Services: Sworn Officials (-5). Step 5 & 6: Objectives and Steps 1. Hire/appoint greater numbers of White and Hispanic males and females and, Black male workers to job categories showing underutilization. a. Hiring/maintaining a diverse workforce is a countywide goal incorporated into the 1) Operation Plan, Strategic Goals and, 2) Operation Incentive Plan (a performance plan for executives). Community Recruitment. Jobs are advertised via the local media, at schools, technical and professional organizations, on on-line job sites deemed most visited by the target sex/ethnic populations. Career Development Programs. Employees are offered opportunities to explore career alternatives within the County in career planning workshops, individual counseling and professional development workshops. Incentive Programs. Employees have financial incentives for referring applicants that are hired and retained for a period of time. This tool is currently used in hard-to-recruit for occupations. 2. Target recruitment, promotion and training efforts to attract minority men and women into sworn law enforcement job categories a. Task executives by: 1) updating the Operation Plan, Strategic Goals and, 2) hold them accountable in their Operation Incentive Plan (a performance plan for executives). Promote the Career Development Program. The program offers employees opportunities to explore alternatives within the County law enforcement department and provides career planning workshops, individual counseling and professional development workshops. Staff/Training Development includes County courses (classroom and on-line). Announce employment and promotional opportunities on the County's web site, job fairs, County facilities, on employment web sites, at professional/technical organization meetings. Remedial, job training and work-study programs are provided. Validate job performance-related criteria in class specifications. Provide formal career counseling programs, such as leadership and attitude development, tuition refund, job rotation, academies and similar programs. Step 7a: Internal Dissemination 1. The EEO Plans for the Sheriff's department and the overall County is maintained in the County's Department of Human Resources and is available to all individual employees. 2. Copies of the both EEO Plans are posted on the County's website under the Department of Human Resources. 3. The EEO Plans are included in the orientation of all new employees. 4. The County shall inform employee associations and union officials of the plan. USDOJ, Office of Justice Programs, EEOP Utilization Report page 5 of 11
6 5. County publications shall highlight equal employment opportunities, progress reports, and minority, female and disabled employees in their organizations. Step 7b: External Dissemination 1. Copies of the San Diego County Sheriff's Equal Employment Opportunity Plan is posted on the County's website under the Department of Human Resources. 2. The Sheriff's Equal Employment Opportunity Plan will be available for review by underutilized groups and community organizations, schools, recruiting agencies, news media, church groups and other appropriate entities in order to make the community aware of the County's policies in the diversity area. 3. Written notification of the Sheriff's Equal Employment Opportunity Plan will be available to all vendors, subcontractors and suppliers requesting appropriate action on their part. 4. Written notification of the Sheriff's Equal Employment Opportunity Plan will be available to all commissions, boards,committees appointed or sponsored by the County, which represent the interests of women, ethnic minorities and persons with disabilities. USDOJ, Office of Justice Programs, EEOP Utilization Report page 6 of 11
7 Utilization Analysis Chart Relevant Labor Market: San Diego County, California Male Female White Hispanic Other White Hispanic Other Job Categories Officials/Administrators Workforce #/ 10/42 0/0 1/4 0/0 2/8 1/4 0/0 0/0 7/29 0/0 0/0 1/4 2/8 0/0 0/0 0/0 CLS #/ 81,520/43 16,570/9 3,825/2 360/0 9,480/5 395/0 1,040/1 745/0 50,130/26 13,215/7 3,530/2 345/0 8,185/4 335/0 1,355/1 495/0 Utilization #/ Professionals Workforce #/ 60/17 21/6 4/1 0/0 45/13 2/1 0/0 0/0 74/21 16/4 16/4 1/0 118/33 2/1 0/0 0/0 CLS #/ 96,980/33 17,305/6 4,630/2 375/0 22,630/8 295/0 1,680/1 1,035/0 92,455/32 21,640/7 4,795/2 380/0 22,195/8 385/0 2,355/1 1,150/0 Utilization #/ Technicians Workforce #/ 41/25 9/5 1/1 1/1 26/16 3/2 0/0 0/0 26/16 13/8 6/4 0/0 31/19 7/4 0/0 0/0 CLS #/ 12,560/30 3,065/7 1,000/2 80/0 4,345/11 200/0 445/1 155/0 8,865/22 3,885/9 1,120/3 20/0 4,785/12 80/0 330/1 265/1 Utilization #/ Protective Services: Sworn-Officials Workforce #/ 213/61 49/14 15/4 2/1 14/4 1/0 0/0 0/0 35/10 16/5 4/1 0/0 2/1 1/0 0/0 0/0 CLS #/ 12,465/42 6,495/22 2,750/9 150/1 1,710/6 175/1 400/1 300/1 2,690/9 1,385/5 450/2 15/0 265/1 30/0 90/0 10/0 Utilization #/ Protective Services: Sworn-Patrol Officers Workforce #/ 1101/50 479/22 113/5 6/0 112/5 32/1 10/0 0/0 181/8 127/6 29/1 7/0 16/1 6/0 3/0 0/0 Civilian Labor Force #/ 25,585/24 29,495/28 3,610/3 395/0 3,620/3 620/1 890/1 720/1 15,015/14 19,770/19 2,385/2 235/0 2,645/2 465/0 860/1 255/0 Utilization #/ Protective Services: Nonsworn USDOJ, Office of Justice Programs, EEOP Utilization Report page 7 of 11
8 Male Female Job Categories White Hispanic Other White Hispanic Other Workforce #/ 21/34 7/11 4/6 1/2 10/16 0/0 0/0 0/0 12/19 3/5 1/2 0/0 2/3 0/0 1/2 0/0 CLS #/ 810/39 390/19 15/1 40/2 95/5 0/0 25/1 0/0 425/20 245/12 0/0 0/0 50/2 0/0 0/0 0/0 Utilization #/ Administrative Support Workforce #/ 86/11 25/3 14/2 0/0 49/6 5/1 0/0 0/0 254/34 164/22 52/7 3/0 91/12 9/1 2/0 0/0 CLS #/ 80,005/22 35,990/10 8,135/2 450/0 14,365/4 530/0 2,645/1 1,445/0 117,105/3 62,180/ ,015/3 700/0 21,640/6 1,525/0 3,790/1 1,820/1 Utilization #/ Skilled Craft Workforce #/ 6/86 1/14 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 0/0 CLS #/ 48,795/44 40,300/37 4,035/4 430/0 7,220/7 620/1 1,200/1 565/1 3,085/3 1,750/2 240/0 15/0 1,730/2 20/0 70/0 60/0 Utilization #/ Service/Maintenance Workforce #/ 24/17 19/13 7/5 0/0 54/37 3/2 0/0 0/0 3/2 10/7 4/3 0/0 21/14 0/0 0/0 0/0 CLS #/ 64,780/19 94,945/28 9,175/3 670/0 16,295/5 1,250/0 2,040/1 1,210/0 50,995/15 66,405/20 6,360/2 465/0 18,895/6 800/0 1,645/0 780/0 Utilization #/ USDOJ, Office of Justice Programs, EEOP Utilization Report page 8 of 11
9 Significant Underutilization Chart Male Female Job Categories White Hispanic Other White Hispanic Other Professionals Protective Services: Sworn-Officials Protective Services: Sworn-Patrol Officers Administrative Support Service/Maintenance USDOJ, Office of Justice Programs, EEOP Utilization Report page 9 of 11
10 Law Enforcement Category Rank Chart Male Female Job Categories White Hispanic Other White Hispanic Other Sergeants Workforce #/ 145/59 41/17 8/3 1/5 13/5 1/0 0/0 0/0 20/8 10/4 3/1 0/0 1/0 1/0 0/0 0/0 Lieutenant Workforce #/ 46/61 5/7 6/8 1/1 1/1 0/0 0/0 0/0 11/14 4/5 1/1 0/0 1/1 0/0 0/0 0/0 Captain Workforce #/ 16/67 3/12 0/0 0/0 0/0 0/0 0/0 0/0 3/12 2/8 0/0 0/0 0/0 0/0 0/0 0/0 Commander Workforce #/ 6/75 0/0 1/12 0/0 0/0 0/0 0/0 0/0 1/12 0/0 0/0 0/0 0/0 0/0 0/0 0/0 Protective Services: Sworn-Patrol Officers Workforce #/ 1101/50 479/22 113/5 6/5 112/5 32/1 10/0 0/0 181/8 127/6 29/1 7/0 16/1 6/0 3/0 0/0 USDOJ, Office of Justice Programs, EEOP Utilization Report page 10 of 11
11 I understand the regulatory obligation under 28 C.F.R to collect and maintain extensive employment data by race, national origin, and sex, even though our organization may not use all of this data in completing the EEOP Utilization Report. I have reviewed the foregoing EEOP Utilization Report and certify the accuracy of the reported workforce data and our organization's employment policies. Certified As Final By: Michele Ruiz ERP System Functional Analyst [signature] [title] [date] USDOJ, Office of Justice Programs, EEOP Utilization Report page 11 of 11
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