HUMAN RESOURCES DEPARTMENT
EQUAL EMPLOYMENT OPPORTUNITY & EMPLOYEE/MANAGEMENT RELATIONS UNIT
PROGRAM MISSION: To ensure equal opportunity and effective employee/management
relationships.
The
Equal Employment Opportunity & Employee/Management Relations Unit provides
a broad range of consultative and advisory services to ensure equal opportunity
and effective employee/management relations in support of the County's mission
of high quality service.
The unit's mission is accomplished by collaborating with
and assisting managers, supervisors and employees to develop solutions to
issues concerning performance, discipline, conduct, grievances/appeals,
lawsuits, reductions in force, conflicts of interests, and fitness for
duty. Other services include providing
training to employees and supervisors; developing, administering and
interpreting policies and procedures; educating and informing employees about
EEO polices and procedures; ensuring compliance with federal and state EEO
regulations and County policies through proper investigation of EEO
complaints; and developing,
implementing and monitoring the County's EEO and Affirmative Action Plan (AAP)
initiatives.
Equal Employment
Opportunity/Employee Relations Unit
|
|
FY 2002
|
FY 2003
|
FY 2004
|
% Change:
|
|
Actual
|
Adopted
|
Proposed
|
'03 to '04
|
|
Personnel
|
$371,527
|
$391,335
|
$401,517
|
3%
|
|
Non-Personnel
|
237,005
|
250,135
|
249,210
|
-
|
|
Total Expenditures
|
608,532
|
641,470
|
650,727
|
1%
|
|
|
|
|
|
|
Revenues
|
-
|
-
|
-
|
-
|
|
Net Tax Support
|
$608,532
|
$641,470
|
$650,727
|
1%
|
|
|
|
|
|
|
Authorized FTEs
|
5.0
|
5.0
|
5.0
|
-
|
|
Funded FTEs
|
5.0
|
5.0
|
5.0
|
-
|
SIGNIFICANT BUDGET HIGHLIGHTS:
-
Personnel expenses increased 3% due to step increases
and related benefit expenses.
PERFORMANCE MEASURES:
|
FY
2001
|
FY 2002
|
FY 2003
|
FY
2004
|
FY
2004
|
|
Actual
|
Actual
|
Estimate
|
Estimate
|
Target
|
|
Mission Outcome Measures
|
|
|
|
|
|
|
Percent of employees retained after probationary
period
|
99%
|
99%
|
99%
|
99%
|
99%
|
Objective: To support the County's EEO policies and
investigate complaints of discrimination within the workforce.
Objective: To improve supervisory intervention in
developing and implementing solutions to workplace issues.
Objective: To assist in resolving work-related
problems or disputes.
|
FY 2001
Actual
|
FY 2002
Actual
|
FY 2003
Estimate
|
FY 2004
Estimate
|
FY 2004
Target
|
|
Workload Measures
|
|
Grievances
filed
|
19
|
18
|
25
|
25
|
N/A
|
|
Adverse actions
processed
|
112
|
162
|
150
|
150
|
N/A
|
|
Administrative medical assessments conducted
|
18
|
6
|
15
|
15
|
N/A
|
|
Employee advisor consultations with employees
|
205
|
223
|
200
|
200
|
N/A
|
|
EEO
investigations completed
|
9
|
5
|
12
|
12
|
N/A
|
|
Training sessions conducted
|
13
|
46
|
15
|
15
|
N/A
|
|
Employees assisted with reasonable
accommodation requests
|
5
|
5
|
5
|
5
|
N/A
|
|
Outreach activities participated
in for recruiting applicants
|
8
|
3
|
3
|
3
|
N/A
|
|
|
|
|
|
|
|
Effectiveness Measures
|
|
|
|
|
|
|
Women
as a % of total workforce
|
42.1%
|
41.6%
|
42.2%
|
43.0%
|
N/A
|
Minorities
as a % of total
workforce
|
48.0%
|
47.7%
|
47.5%
|
48.0%
|
N/A
|
