Survey
* Your assessment is very important for improving the workof artificial intelligence, which forms the content of this project
* Your assessment is very important for improving the workof artificial intelligence, which forms the content of this project
HUMAN RESOURCES DEPT ACTION PLAN UPDATE FEBRUARY 23, 2016 CITY COUNCIL WORK SESSION TRAINING • ABC’s of the Exam & Hiring Process (Managers/Supervisors and staff version) • Effective Interviewing and Selection • Managing Your Career (for City staff) • Diversity Training: Leveraging Differences for a Competitive Advantage • LDP: Leadership Development Program • GARE: Government Alliance on Race and Equity TRAINING ABC’s of the Exam & Hiring Process • Piloted to unions and Personnel Board • Manager/supervisor-only version and all staff version • City’s merit based hiring process • Required for hiring managers TRAINING Effective Interviewing and Selection • Instructs managers on merit based hiring system • Assists in establishing selection criteria • ABC’s of Hiring is a prerequisite TRAINING Managing Your Career (for City staff) • Partnered with Claremont Employee Assistance Program • Instruction on resume writing and job interviewing TRAINING Diversity Training: Leveraging Differences for a Competitive Advantage • Launched after consultation with Unions, Personnel Board and NAACP • Core committee role • Integrated into City of Berkeley mandated training Curricula (3C’s) • Pilot session held in Dec 2015 • First sessions are Feb 24th and 25th TRAINING LDP: Leadership Development Program • Launched February 2016 • Provide employees greater access to leadership opportunities • Diverse panel of experts from UC Berkeley, NAACP, Berkeley City College and City leadership will participate in selection TRAINING GARE: Government Alliance on Race and Equity • Expansion of organizational cultural competence from systemic perspective • A year-long program (Jan 2016 - Jan 2017) designed to provide local government with tools to advance racial equity • Ten City staff, including the Training Officer and Acting HR Director, are part of the City’s team CITY POLICIES and PROCEDURES • EEO Policy Statement • EEO Complaint Procedures • Anti-Nepotism Policy EEO: FY WORK FORCE REPORTS • EEO Officer prepares annual workforce data • Racial and ethnic composition of the workforce, hires and promotions EEO: WORKFORCE STATISTICS ( FY 2015 YEAR END REPORT ) Totals Black / African Amer > JUNE 2014 City Alameda Parity % ACS % Totals JUNE 2015 City Alameda Parity % ACS % 330 26% 10% 100% 327 26% 10% 100% Hispanic or Latino > 189 15% 21% 71% 184 15% 21% 71% Asian > 198 15% 23% 65% 195 15% 23% 65% 7 0.5% 0.2% 100% 6 0.5% 0.2% 100% 3 0.2% 1% 20% 5 0.4% 1% 40% American Indian or > Alaska Native Native Hawaiian or > Other Pacific Islander Two or More Races > 35 3% 2% 100% 34 3% 2% 100% Minorities > 762 59% 57% 100% 751 60% 57% 100% *FY 2014 – 528 (41%) Caucasian employees • FY 2015 – 510 (40%) Caucasian employees EEO: WORKFORCE STATISTICS ( FY 2015 HIRES* ) *NON-SWORN PERSONNEL White African American Hispanic or Latino Asian Native Hawaiian American Native Two or More Races 30 33 13 9 1 0 2 34% 38% 15% 10% 1% 0% 2% Alameda ACS N/A 10% 21% 23% 0.1% 1% 2% Minorities Female 58 49 66% 56% 57% 45% Hires: 88 Total Hires % Parity N/A 100% 71% 43% 100% 0% 100% 100% 100% EEO: WORKFORCE STATISTICS ( FY 2015 PROMOTIONS* ) *NON-SWORN PERSONNEL White African American Hispanic or Latino Asian Native Hawaiian American Native Two or More Races 18 13 7 5 1 1 0 41% 30% 16% 11% 2% 2% 0% Alameda ACS N/A 10% 21% 23% 0.1% 1% 2% Minorities Female 27 20 61% 45% 57% 45% Promotions: 44 Total City % Parity N/A 100% 76% 48% 100% 100% 0% 100% 100% EEO: COMPLAINT SUMMARY REPORTS Transparency regarding EEO complaints • Summary report of all discrimination / harassment EEO complaints • Semi-annual reports submitted to the personnel board QUESTIONS...