HomeMy WebLinkAboutResolution No. 6200 RESOLUTION NO. 6200
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF DOWNEY AMENDING PART X OF THE PERSONNEL MANUAL
WHEREAS, the City is applying for a grant with the Federal Transit Administration; and
WHEREAS, the grant requires a written Affirmative Action Plan; and
WHEREAS, the Plan on file was adopted November 1983 and is in need of revision.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF DOWNEY DOES
RESOLVE AS FOLLOWS:
SECTION 1. Part X of the Personnel Manual"The Affirmative Action Plan" is revised as
attached hereto, is hereby approved in substantially the form thereof together with any additions
thereto or changes therein deemed necessary or advisable by the City Manager.
SECTION 2. The City Clerk shall certify to the adoption of this resolution and provide
for the distribution thereof.
APPROVED AND ADOPTED this 13th day of October , 1998.
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Mayor, RY P. MC CA
ATTEST:
y Clerk , UDITH E. MC DONNELL
I HEREBY CERTIFY that the foregoing resolution was duly adopted by the City Council
of the City of Downey at a regular meeting thereof held on the 13th day of October ,
1998, by the following vote, to wit:
AYES: 4 Council Members: Brazel ton, Riley, Lawrence, McCaughan
NOES: 0 Council Members: None
ABSENT: 1 Council Members: McCarthy
401,-7-_, < '
Pity Clerk, JUDITH E. MC DONNELL
RESOLUTION NO. 6200
City of Downey
Affirmative Action Plan
In response to the Requirements of:
28 CFR Part 42, Subpart F -- U.S. Dept. of Justice
49 CFR Part 21 -- U.S. Dept. of Transportation
Civil Rights Act of 1964 ^
Age Discrimination Act of 1967
Section 504 of the Rehabilitation Act of 1973
"No person in the United States shall, on the-grounds of race, color, or national origin,
be excluded from participation in, be denied the benefits of, or be subjected to
discrimination under any program or activity receiving Federal financial assistance."
-- Section 601, Title VI of the Civil Rights Act of 1964
No persons in the United States shall on the grounds of race, color, creed, national
origin, sex or age be excluded from participation in, or denied the benefits of, or be
subject to discrimination under any project, program or activity funded in whole or in
part through [Federal] financial assistance.
-- Urban Mass Transportation Act of 1964 as amended.
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Originally Adopted by the City of Downey, November 1983
Amended, October 13, 1998
Personnel Office
City of Downey, California
RESOLUTION NO. 6200
CITY OF DOWNEY
AFFIRMATIVE ACTION PLAN
POLICY STATEMENT
In compliance with City Council Resolution 3109, which commits the City of
Downey to a policy of Affirmative Action in accordance with the Equal
Opportunity Act of 1972, it is the continuing policy of the City of Downey to seek
and employ qualified persons in all job classifications in a manner in which will
ensure equal employment opportunity, and to administer all personnel actions in
a manner which will not discriminate against any person in any policy, practice or
procedure on the basis of race, color, national origin, religion, age, physical or
mental disability, marital status or sex. Nor will sexual harassment, in any form,
be tolerated.
The City will continue to base all decisions on employment and promotion so as
to further the principle of equal employment opportunity by imposing only valid
requirements for such opportunities.
Finally, the City will continue to ensure that all personnel actions with regard to
selection, promotions, terminations, compensation, benefits, transfers, layoffs
and training shall be administered to further the principle of equal employment
opportunity.
II. POLICY AND PROGRAM DISSEMINATION
A. Internal Policy Dissemination
1. All employees hired or promoted into Middle Management and
Executive Management will be apprised of the Affirmative Action
Plan and of their individual responsibilities for program
implementation.
2. The City's commitment to the principles of equal employment
opportunity will be communicated to all newly hired employees at
the time of their employment orientation. Those conducting the
orientation will provide such employees with copies of documents
relating to employee rights and responsibilities pursuant to the
City's commitment to the principles of equal employment
opportunities and Affirmative Action.
3. Recognized employee groups will be advised of the City's
commitment to the principles of equal employment. All current and
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RESOLUTION NO. 6200
future labor agreements will include an appropriate non-
discrimination clause.
4. Efforts will be made in City publications to depict both minority and
non-minority persons as well as both men and women.
B. External Policy Dissemination
1. All recruiting announcements, advertisements and employment
application forms will state that the City is an Equal Opportunity
Employer.
2. The Personnel Office will provide copies of the Affirmative Action
Plan for review by all personnel, applicants and the general public
upon request.
3. In the planning and development of City contracted-out programs,
full consideration shall be given to the EEO ramifications of such
program planning and development, including but not limited to the
advisement of contractors and prospective contractors of the City's
Affirmative Action Plan.
III. IMPLEMENTATION AND STRUCTURE
The Affirmative Action Plan has been adopted by Resolution of the City Council
and is given effect through an Administrative Regulation which implements the
Plan and designates an Affirmative Action Coordinator with responsibility for the
Plan and accountability to the City Manager, the Personnel Advisory Board and
the City Council. ,,�
To effectively implement this Plan, responsibility is also fixed upon all
supervisory and management personnel. Primary responsibility rests with
department heads and division managers having authority to hire, transfer,
suspend, lay-off, recall, promote, discharge, assign, reward or discipline
employees or to effectively recommend such action.
Overall responsibility rests with the Personnel Director, acting as the Affirmative
Action Coordinator, who will:
1. Coordinate all efforts of the Plan including gathering and monitoring data
and reporting to the City Manager and the Personnel Advisory Board all
significant developments in this area.
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RESOLUTION NO. 6200
2. Assist in the identification and elimination of discriminatory practices in
areas of recruitment, selection, training, promotion, classification,
compensation, lay-off, etc.
3. Design and implement an annual monitoring and reporting procedure that
will:
a. measure the effectiveness of the program
b. indicate need for additional affirmative action efforts; and
c. determine the degree to which the affirmative action goals have
been attained.
4. Receive and investigate complaints of alleged discrimination or
harassment and recommend appropriate course of action.
IV. RECRUITMENT AND SELECTION
To facilitate the achievement of the stated goals (refer to Section VII) the City of
Downey Personnel Office will perform the following functions:
A. Recruitment
1. Conduct recruitment for all classified positions in accordance with
the City's Personnel Rules and Regulations. Article I of the
Personnel Rules and Regulations provides procedures for the
announcement of open positions and application forms.
2. Obtain ethnicity and sex data on each applicant through
pre-employment self-declaration.
3. Maintain records regarding the methods by which each applicant
was informed of the employment opportunity in order to determine
the success of recruitment efforts.
4. Make appropriate "outreach" recruitment efforts beyond the
boundaries of the City of Downey to seek minority applicants
through sources such as minority and women's organizations,
community agencies, high schools, vocational and technical
schools, junior colleges, colleges and universities, libraries, cities,
counties, professional journals and publications and newspapers
which have circulation in communities with significant minority
populations.
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RESOLUTION NO. 6200
5. Maintain an "interest card" system for various positions which will
enable the Personnel Office to retain the names of potential
candidates until a recruitment is conducted.
6. List all job openings with local offices of the California Employment
Development Department.
B. Selection
1. Conduct all examination procedures for classified positions in
accordance with the City's Personnel Rules and Regulations.
Article II of the Personnel Rules and Regulations outlines the
competitive examination process; Article Ill provides procedures
for the establishment of eligible lists; and Article IV outlines the
methods of filling vacancies.
2. Insure that all job descriptions and specifications for positions are
valid and job related. Job descriptions and specifications will be
written in an understandable and non-discriminatory manner.
3. Administer examination procedures which have been determined to
be job related and valid to insure equal employment opportunity.
4. Make efforts to establish appraisal interview selection boards which
includes minorities and women whenever possible or where
deemed necessary by the Personnel Director.
5. All appraisal interviewers will be informed of the City's commitment
to the principles of equal employment opportunity and affirmative
action.
6. Appraisal interviews will focus on job-related qualifications. The
appraisal of candidate qualifications will be reflected on rating
forms which will assess the possession of the required skills,
knowledge, abilities and persona characteristics of the job.
Records of appraisal interviews will be retained with all of the
above documentation for a minimum of two (2) years.
7. The selection of candidates for interviews and appointments will be
based on the following criteria:
a. Test scores, experience and education will be considered as
indicators of potential ability to perform.
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RESOLUTION NO. 6200
b. All candidates placed on eligibility lists are certified as being
eligible for appointment by the appointing authority.
8. The City's Affirmative Action goals will be one of the factors taken
into consideration in making selections when minorities, women or
candidates with disabilities are included on the eligibility list.
9. Follow-up checks will be made on recently hired minority, women
and employees with disabilities to assure that they are receiving
proper training, orientation and/or physical accommodation.
10. Performance evaluation reports will be reviewed by department
heads and the Personnel Director to assure that no discriminatory
patterns or practices occur.
V. PROMOTIONS AND TRANSFERS
The City of Downey is committed to the attainment of a workforce at all levels of
the organization which is representative of the community's profile. Therefore,
the City is committed to the upward mobility of minorities and women by
promotion and transfer through non-discriminatory practices. Towards this end,
the Personnel Office will:
1. Conduct promotional examinations whenever, in the opinion of the
Personnel Director and the concerned department head, the needs of the
service make promotional examination advisable.
2. Post and distribute notices of all promotional and transfer opportunities as
deemed appropriate to encourage minorities and women to apply and
qualify for advancement.
3. Notify and encourage all employees to develop skills, knowledge and
abilities through means of in-house training and utilization of the City's
Tuition Reimbursement Program.
4. Departmental training and employee development activities will be
administered on a non-discriminatory basis.
5. Develop job specifications for administrative, professional and supervisory
positions in a manner which will broaden advancement opportunities for
employees.
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RESOLUTION NO. 6200
VI. COMMUNITY PROFILE AND WORKFORCE ANALYSIS
A. Community Profile
The following data obtained from the 1990 and 1980 census details the
City of Downey's population characteristics according to ethnicity and
gender.
1990 % of 1980 % of %
Race POPULATION Total POPULATION Total Change
White 66,470 72.7% 73,438 88.9% -16.3%
Black 3,001 3.3% 797 1.0% +2.3%
Asian or Pacific 8,037 8.8% 2,917 3.5% +5.3%
Islander
American Indian
or Alaskan Native 569 0.6% 553 0.7% -0.1%
Other 13,367 14.6% 4,897 5.9% -8.7%
.............................
.............................
.............................
.............................
.............................
Total 91,444 100% 82,602 100%
:...:....:..:......:.............:.....::.......:.:.::...:.:<.::.:.:.;:.:.:.;:.:..<..<.:......::....:.....:....::....:....:....:::...::..::...:...:..
Hispanic Orig < > <
:...:......:.....:.....:............:.......::....:..:...........:..:....::....:......:......:......:....:....:......::....:......:....:....:..
Hispanic 29,249 32% 13,910 16.8% +15.2%
Gender
Male 44,904 49.1% 40,259 48.7% -0.4%
t-.
Female 46,540 50.9% 42,343 51.3% +0.4%
Total 91,444 100% 82,602 100%
B. Workforce Analysis
For the purpose of analyzing the utilization of minorities and women in the
City's workforce, records will be maintained according to the sex, ethnicity
and job category of all full-time employees. (Refer to Exhibit B).
Sex and Race/ Ethnic Identification
Determination of race and ethnicity shall be made by the Personnel Office
through a post-employment self-declaration form or if necessary by visual
assessment. Regardless of whether the determination of ethnicity is
6
RESOLUTION NO. 6200
made through the post-employment self-declaration form or by visual
assessment, records shall be maintained on each employee in the
Personnel Office.
The concept of"race" for reporting purposes does not denote clear cut
scientific definitions of anthropological origins. Employees may be
included in the ethnic group to which he or she identifies or appears to
belong. However, no person shall be counted in more than one ethnic/
race category. For purposes of reporting, the following EEO-4 ethnic
categories will be used:
1. The category "White" (not of Hispanic origin: All persons having
origins in any of the original peoples of Europe, North Africa or the
Middle East.
2. The category "Hispanic": All persons of Mexican, Puerto Rican,
Cuban, Central or South America, or other Spanish culture or
origin, regardless of race.
3. The category "Black" (not of Hispanic origin): All persons having
origins in any of the Black racial groups of Africa.
Y 9 P
4. The category "Asian or Pacific Islander": All persons having origins
in any of the original peoples of the Far East, Southeast Asia, the
Indian subcontinent or the Pacific Islands. This area includes, for
example, China, Japan, Korea, the Philippine Islands and Samoa.
5. The category "American Indian or Alaskan Native": All persons
having origins in any of the original peoples of North America, who
maintain cultural identification through tribal affiliation or community
recognition.
NOTE: The category "Hispanic," while not a race identification, is
included as a separate ethnic category for reporting purposes.
Job Categories
Each position within the City service will be categorized according to
definitions promulgated by the federal government and utilized in the
completion of the annual EEO-4 report. (Refer to Exhibit A).
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RESOLUTION NO. 6200
VII. GOALS AND TIMETABLES
A. Purpose and Basis of Goal Setting
The long range goal of the City is to achieve a workforce which is
representative of the City's population profile in each category and at all
levels within the organization. Efforts to achieve this ultimate goal must
be consistent with the principles of the City's merit system. Progress
towards the attainment of this goal will largely depend upon the availability
of qualified applicants and opportunities to hire and promote in an era of
reduced budgets.
Short range goals for increased representation of minorities, women and
persons with disabilities in the City's workforce will be established in those
categories where underutilization is identified. (Refer to Exhibits C and
D).
Affirmative Action goals will be considered as flexible targets a nd not as
rigid standards or quotas. They will reflect the desired results that can
reasonably and realistically be achieved under a merit system of
employee selection based on both the availability of qualified applicants
and consideration of the number of expected opportunities to hire and
promote employees. While short term goals may be directed toward
particular groups, the City's objective is to ensure that equal employment
opportunities are afforded to all groups even though numerical goals for
some groups may not have been set.
B. Changes in Goals and Timetables
New short term goals will be set annually or more frequently if substantial
changes such as the following occur:
1. An increase or decrease in qualified minorities, women or persons
with disabilities available in the labor force.
2. Significant City gains or losses from prior years in the
representation of sub-parity groups within certain occupational
categories.
3. A significant impact created by changes in the funding of City
programs.
4. Significant City changes from prior census periods in the
proportions of minorities or ethnic groups.
8
RESOLUTION NO. 6200
The short term goals will be updated as part of the annual progress report
prepared by the Personnel Director by no later than the month of
November of each year, as outlined in Section VIII of this Plan.
VIII. MONITORING AND REPORTING
As outlined in Section IV. of this Plan, the Personnel Office shall maintain data
on ethnicity, sex and disability of all employees and applicants for employment.
The Personnel Office shall provide a system for annual evaluation of the
effectiveness of the City's Affirmative Action efforts by fiscal year. The following
reports reflecting the progress and/or problems of the previous fiscal year shall
be published by the Personnel Office by no later than November of each year:
1. A full-time employee census by job category, sex and ethnic group as of
June 30 of the current year.
2. The numbers and percentages of new hires and promotions by job
category, sex, ethnic group and disability during the previous fiscal year.
3. The number and percentages of applicants by job category, sex, ethnic
group and disability during the previous fiscal year.
4. The goals for the next fiscal year.
The Personnel Director will prepare a detailed annual report on the problems and
progress of the Affirmative Action Plan during the previous year. This plan,
together with the aforementioned statistical reports, will be presented to the City
Manager, all department heads and the Personnel Advisory Board for review and
comment. Suggestions on possible improved procedures will be solicited from
these sources.
IX. HANDLING OF COMPLAINTS
It shall be the responsibility of the Personnel Office to receive any complaints
related to employment discrimination and to review and/or investigate such
complaints alleging discrimination. The procedures for handling complaints is
outlined in Administrative Regulation #425 "Workplace Discrimination/
Harassment Policy Statement and Complaint Procedure".
The Personnel Director shall maintain an on-going record of all employment
discrimination complaints and shall annually review this record to determine
whether there is any identifiable pattern or practice of discrimination.
9
RESOLUTION NO. 6200
ATTACHMENTS
Equal Employment Opportunity Commission —Job Family Designations (4 pages)
Workforce Utilization Analysis (1 page)
Affirmative Action Minority Goals and Timetables (1 page)
Women Goals and Timetables (1 page)
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RESOLUTION NO. 6200
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Job Family Designations
The following is a breakdown of all City Classifications According to EEO-4 job category definitions:
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 City's operation.
a. Assistant City Manager/General q. Director of Administrative Services
Services r. Director of Community Development
b. Assistant City Manager/Economic s. Director of Community Services
Development t. Director of Public Works
c. Assistant Community Development u. Dispatch Systems Manager
Director v. Equipment Maintenance Manager
d. Assistant Fire Chief w. Finance Director
e. Assistant to City Manager x. Fire Battalion Chief
f. Assistant to City y. Fire Chief
Manager/Emergency Preparedness z. Fire Marshal
g. Building Official aa. Housing Manager
h. Chief of Police bb. Personnel Director
i. City Clerk/Treasurer cc. Police Captain
j. City Engineer dd. Purchasing Manager
k. City Librarian ee. Recreation Manager
I. City Manager ff. Social Services Manager
m. Communications Supervisor gg. Superintendent of Water/Sanitation
n. Community Services Coordinator hh. Supt. of Physical Services
o. Data Processing Manager ii. Theater Manager
p. Deputy Fire Marshal
II. 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.
a. Accountant m. Fire Education Specialist
b. Administrative Assistant n. Fire Engineer/Bureau
c. Administrative Assistant(P/T) o. Haz. Mat. Fire Inspector
d. Assistant Civil Engineer p. Housing Planner
e. Assistant Planner q. Housing Specialist
f. Assistant Superintendent of r. Housing Specialist II
Water/Sanitation s. Integrated Waste Coordinator
g. Assistant Superintendent t. Junior Civil Engineer
Physical Services u. Librarian
h. Associate Civil Engineer v. Librarian (P/T)
Associate Planner w. Librarian-JS
j. Civil Engineer x. Library System Manager
k. Deputy City Clerk/Treasurer y. Neighborhood Preservation Coordinator
Fire Captain z. Network Administrator
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RESOLUTION NO. 6200
aa. Payroll/Personnel Technician ii. Recreation Coordinator
bb. Personnel Analyst jj. Recreation Coordinator(PIT)
cc. Plan Check Engineer kk. Recreation Supervisor
dd. Police Lieutenant II. Senior Accountant
ee. Principal Building Inspector mm. Senior Librarian
ff. Principal PlannerPublic Works nn. Senior Librarian (P/T)
Supervisor I oo. Senior Planner
gg. Public Works Supervisor II pp. Senior Programmer/Analyst
hh. Real Estate Officer qq. Supervising Librarian
.--4.
III. TECHNICIANS
Occupations which require a combination of basic scientific or technical knowledge and manual
skill which can be obtained through specialized postsecondary school education or through
equivalent on-the-job training.
a. Automation Circulation Systems u. ID Technician (Sworn)
Operation v. Parking Enforcement Officer
b. Building Inspector w. Parking Permit Inspector
c. Building Inspector(P/T) x. Personnel Technician
d. Code Enforcement Officer y. Planning Technician
e. Code Enforcement Officer(P/T) z. Police Assistant
f. Communications Operator(P/T) aa. Police Sergeant
g. Communications Operator Fire bb. Principal Water Technician
h. Communications Operator Police cc. Programmer
i. Computer Operator I Part-Time dd. Residential Rehabilitation Supervisor I
j. Computer Operator I (P/T) ee. Senior Building Inspector
k. Computer Operator II ff. Senior Code Enforcement Officer
I. Computer Operator II (P/T) gg. Senior Engineering Aide
m. Construction Inspector hh. Senior ID Tech (Sworn)
n. Construction Inspector(P/T) ii. Stage Manager(P/T)
o. Dispatch Supervisor jj. Stage Supervisor(P/T)
p. Engineering Aide kk. Technical Coordinator/Theater(P/T)
q. Fingerprint Evidence Tech II. Technical Coordinator/Theater
r. Fire Engineer mm. Theater Coordinator(P/T)
s. Fire Engineer/Bureau nn. Theater Supervisor
t. ID Technician (Non-Sworn) oo. Water Quality Contract Administrator
IV. PROTECTIVE SERVICES WORKERS
Occupations in which workers are entrusted with public safety, security and protection from
destructive forces.
a. Police Officer, Ret. (P/T) e. Police Corporal
b. Firefighter f. Police Recruit
c. Police Officer g. Police Detective
d. Firefighter/Bureau h. Police Officer JS
V. PARAPROFESSIONALS
Occupations in which workers perform some of the duties of a professional or technician in a
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RESOLUTION NO. 6200
supportive role, which usually require less formal training and/or experience normally required
professional or technical status.
a. Activity Specialist(P/T) m. Police Records Supervisor
b. Intern (PIT) n. Pool Cashier/Attendant(PIT)
c. Junior Accountant o. Pool Manager(P/T)
d. Junior Accountant(P/T) p. Project Assistant
e. Junior Engineering Aide(P/T) q. Project Assistant(P/T)
f. Junior Engineering Aide r. Revenue Supervisor
g. Junior Police Aide s. Senior Library Assistant
h. Library Assistant t. Senior Lifeguard (P/T)
i. Lifeguard (P/T) u. Street Sweeping Enforcement Officer
j. Police Aide(P/T) v. Swim Instructor(P/T)
k. Police Aide II (P/T) w. Transit Coordinator
I. Police Aide II
VI. OFFICE AND CLERICAL
Occupations in which workers are responsible for internal and external communications, recording
and retrieval of data and/or information and other work required in an office.
a. Account Clerk I n. PABX Operator/Receptionist(P/T)
b. Account Clerk II o. PABX Operator/Receptionist
c. Administrative Clerk I (P/T) p. Police Records Specialist I
d. Administrative Clerk I q. Police Records Specialist II
e. Administrative Clerk II (P/T) r. Police Records Specialist(P/T)
f. Administrative Clerk II s. Police Records Specialist I (P/T)
g. Building Permit Technician t. Police Records Specialist II (P/T)
h. Data Entry Operator u. Secretary
i. Executive Secretary v. Secretary(P/T)
j. Executive Secretary(P/T) w. Secretary J.S.
k. Library Aide(P/T) x. Secretary to City Manager
I. Library Assistant(P/T) y. Secretary to Police Chief
m. Library Page(P/T)
VII. SKILLED CRAFT WORKERS
Occupations.in which workers perform jobs which require special manual skills and a thorough
and comprehensive knowledge of the processes involved in the work which is required through
on-the-job training and experience or through apprenticeship or other formal training programs.
a. Fire Mechanic f. Repographics Specialist(P/T)
b. Maintenance Leadworker g. Residential Rehabilitation Leadworker
c. Mechanic h. Tree Trimmer
d. Mechanic(P/T) i. Tree Trimmer Leadworker
e. Repographics Specialist j. Water Construction Specialist
VIII. 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
3
RESOLUTION NO. 6200
building facilities or grounds of public property. Workers in this group may operate machinery.
a. Child Care Aide(PIT) n. Recreation Attendant(P/T)
b. Child Care Leader(P/T) o. Recreation Leader(P/T)
c. Child Care Site Director(P/T) p. Residential Rehabilitation Worker
d. Custodian q. Senior Municipal Aide(P/T)
e. Facility Attendant(P/T) r. Senior Recreation Leader(P/T)
f. Facility Supervisor(P/T) s. Service Equipment Attendant(P/T)
g. Fire Service Attendant(P/T) t. Theater Worker I (P/T)
h. Fire Service Attendant u. Theater Worker II (P/T)
i. Maintenance Worker I (P/T) v. Theater Worker III (P/T)
j. Maintenance Worker I w. Theater Worker IV(P/T)
k. Maintenance Worker II (P/T) x. Transit Driver
I. Maintenance Worker ll y. Transit Driver(P/T)
m. Municipal Aide(P/T) z. Transit Driver/Dispatcher
4
RESOLUTION NO. 6200
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