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EQUAL EMPLOYMENT OPPORTUNITY PLAN - CITY OF CLEARWATER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . THE CITY OF CLEARWATER, FLORIDA PO Box 4748 Clearwater, FL 33758-4748 EQUAL EMPLOYMENT OPPORTUNITY PLAN Initiated December 20, 1995 Current Update: October 15, 2005 Eleanor R. Breland, Equity Services Director . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Table of Contents Item Introduction Equal Employment Opportunity Policies Initial City of Clearwater Equal Employment Opportunity Policy and Affirmative Action Plan Part IT Work Force Composition and Distribution Part ill - Table III Community Labor Statistics Part IV - Utilization Analysis Part V - Objectives Part VI - Strategies Part VII - Dissemination Basis of Plan Requirement Appendix I Occupation ofthe Labor Force By Sex, Race, and National Origin Origin - 2000 Census Appendix II Table I - Agency Employment and Disciplinary Actions Table II - Work Force Analysis Table III - Community Labor Statistics Table IV - Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Appendix III Description ofEECC Job Categories Description ofEEOC Job Categories Addressed by the Plan, Alphabetical Listing Appendix IV External Recruiting Sources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . INTRODUCTION This Equal Employment Opportunity Plan was effective October 1, 1995 and updated October 15, 2005 and shall remain in effect, in its present form, or as it may from time to time be amended, until December 31,2010. It supersedes the City of Clearwater Affirmative Action Plan adopted in 1974, revised effective October 16, 1979 and all subsequent revisions and updates. This Equal Employment Opportunity Plan (Plan) will be in effect until specifically amended. Its primary purpose is to establish objectives and provide guidelines for the implementation and development of this Equal Employment Opportunity Plan. This Plan seeks to provide conditions under which everyone has an equal opportunity to apply for jobs, obtain employment, and compete for career progression. The assumption is that if such a situation exists in the City of Clearwater, qualified individuals, who are protected under anti-discrimination laws and policies, can compete for jobs in technical and skilled craft positions, such as mechanics, tradesworkers, etc., and that all employees can compete for advancement in the City on the same basis. Further, this Equal Employment Opportunity Plan describes the ultimately desired working environment where all persons truly have an equal opportunity to develop their skills and potential, and to progress within the City in accordance with their individual abilities and career aspirations. Additionally, it addresses the efforts needed to change the existing situation to make equal opportunity for all a reality. These efforts include the many steps which must be aggressively and imaginatively implemented and continuously accomplished to improve the existing personnel process as required to attain the organization's employment objectives. Alone, there is no one action or series of actions that can be expected to attain desired equal employment opportunity objectives. However, the totality of actions performed as part of the City's Equal Employment Opportunity Plan should result in continued progress towards attainment of such employment objectives. The City of Clearwater is a municipal government providing municipal services to its residents. The City has a council/manager form of government. Personnel matters are administered by the Human Resources Department in conjunction with the City Manager, the Equity Services Director (who is responsible for the City's Equal Employment Opportunity efforts) and the Civil Service Board. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .._'e'~~."....~._~,~~, 6) ADMINISTRATIVE POUCY & PROCEDURE MANUAL I SECTION: Personnel POUCY NO.: 3201.1 ADMINISTERING DEPARTMENT: Equity Services SUBJECT: Equal Employment Opportunity Policies Purpose: To foster and maintain a healthy working environment in which equal employment opportunities for all people can thrive, while truly appreciating the value cI diversity in thought, being, and expression within our working relationships. These poflCies support required ampI"lSflce with federal. state, and local employment laws. Policy: It is the policy of the City of Clearwater that no person shall be unlawfully disainlinated against with regard to reauitment, selection, appointment, training, pi ornotion, retention, discipline or other aspects .of employment because of any consideration of race, color, religion, nationaI'origin, age, disability, marital status, or gender (mcluding conditions of pregnancy and sexual harassment). The imPOrtance rl permitting equal opportunity protest is affinaed, and the City of Clearwater win not tolerate any DIegaI acts of retaliation against any employee who exercises hislher rights under these policies. Definitions: Applicable definitions are contained within the body of these poflCies. Administrative Repeal: Effective Date: April 6, 2000 Amended or Reissue Date: October 1, 2002 Reference(s): Federal, state, & Local Equal Employment OpP-Qrtuni1y laws. Administering parleY Corrmittee tJi- . . Page 1 of 4 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ADMINISTRATIVE POUCY & PROCEDURE MANUAL Procedure: ~ employment issue concerning situations of perceived unequal treabnent based upon alleged consideration of race. color. religion. national origin. age. disabirdy~ marital stabJs. or gender [lOCIuding oonditions of pregnancy and sexual harassment) must inrnediately be referred to the Equity Services Department for technical assislalce. Other entDlovee concerns oertainina to treatment or circumstances not related to any cIassiIiCation listed above should be referred to the Human Resources IJeDarlrneli for review under Citvwide values and standards. Equal Employment Opportunity Policies City of Clearwater. Florida It is the intent of these ooIicies to ensure the continuous well beina of our workDIaces by . Removing all non-job-related barriers to the employment. placement, and promotion of minorities. women. and the differenUy-able. . Attaining and maintaining a workforce composition that proportionately represents the make-up of the community as reflected in the local Metropoflfan SIati&ticaI Area data compiled from the most current federal census infom ration. . Ensuring that under-represented and under-utirlzed classes within our organization are provided the opportunity to earn promotion and placement into aD levels of supervision and management, as well as desired positions of responsibility. . Reauiting and employing qualified multi-lingual persons in all categories as needed to provide adequate services to the residents. The City Manager and all administrative management personnel are comndtled to equal employment opportunity and will adhere to an equal employment opportunity laws and policies to ensure the equitable treatment of an employees. The City Manager shall be accxmtabIe for the development, implementation. and adminisbation of the City of CIeawater equal employment opporbJnity obligations and objectives. The Equity Services Department Director shall assist the City Manager in inierpreting 1he policies and processes necessary for compliance with local. state and federal equal employment opportunity laws. Additionally. the Equity Services Deparbnent Director shall provide equal employment opportunity investigative services and trair1ialJ to City of Clearwater personnel in order to maintain equal employment opportunity objectives. The Equity Services Deparbnent Director shall be responsible for responding to equal employment opportunity inquiries made by properly authorized regulatory agencies. Disaiminatorv Condud PoIicv: . All City of Clearwater personnel are required to main1ain the values of equal employment opportunity and appreciating diversity within our organization. As a part of this commitment, employees shall not at any time dwing working hours or while i1 Page 2 of 4 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ~"~ . ADMINISTRATIVE POUCY & PROCEDURE MANUAL any drcumsfance that could impact upon employment rights engage in or be subjeded to offensive verbal, visual, or physical misoonduct which has the effect of denigrating or abusing people because of a consideration of race, color, reigion, national origin. age. disability. marital status, or gender. (including oonditioos of pregnancy and sexual harassment). . It is imperative that the City of Clearwater assumes leadership in this important area. All managers and supervisors are required to ensure that the spiff of tis policy is fuIy implemented and vigorously enforced. The City considers mismndud that contravenes the intent of these equal employment opportunity policies to be among the most serious violations of City policy that an employee can cOnmit, and deserving of serious disciplinary action, up to and including termination of employment The City Manager. or appointed designee shaH enforce these policies to the extent necessary to preserve the proper values of our organization. . Should any incidents of disaiminatory abuse or harassment by the public towards any City employee occur while on working assignments, the City authorizes its employees to immediately return to administrative offices to repat the incident to supervision. Public safety employees will follow departmental procedures. The City will advise the offender of its policy to protect its employees against abuse. Hostile Environment Policv: . The City of Clearwater will not tolerate hostile, offensive or intimidating conduct that is repeated, unwanted. unwelcome and impedes the ability of employees to perfam job duties; or is so severe. persistent. and pervasive that it alters the tams and conditions of employment so as to aeate an abusive working environment becallSe of any consideration of race. color, religion. national origin. disability, age, marital status. or gender. (including conditions of pregnancy and sexual harassment). . Sexually hostile environment claims shall be defined as, but not rmited to: 1) unwanted physical contact; 2) unwelcome sexually explicit language. innuendo. or gestures; 3) uninvited or unwanted sexual advances; 4) the intrusion into the workplace of unwanted sexually explidt materials or images that could be characterized as being offensive or demeaning from the perspedNe of sex or gender; and 5) gender-based differences in treatment that are hostile and intimidating. . Hostile environment claims may be caused by non-employees; such as vendas, citizens. and other third parties. Misconduct will not be tolerated. Sexual Harassment Prohibitions: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical condud of a sexual nature COIlStitute Ulegal sexual harassment when; 1) submission to such conduct is made either expliciUy or implidtly a tenn or condition of an individual's continued employment; 2) submission to. or rejection of such conduct by an individual is used for the basis for employment decisions affecting such individuat or 3) such conduct Page 3 of 4 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ADMINISTRATIVE POUCY & PROCEDURE MANUAL has the purpose or effect of unreasonably interfering with an individual"s work performance or aeating an intimidating, hostile, or offensive working environment. The City of Clearwater prohibits unlawful sexual harassment. Comolaint ObIiaations: . Any employee who feels or believes helshe may have been the victim of misaJnduct as desaibed in these policies is obliged to report the alleged miscondLd to supervision. Every effort should be made to resolve the issue at the lowest level of problem resolution. . Employees may express their equal employment opportunity concerns direcUy to the Equity Services Department Director. who serves as the City of Clearwater Equal Employment Opportunity Officer. . Supervisors and managers !!!!!!t immediately report the receipt of equal opportunity concerns received from employees to the Equity Services Department to ensure the appropriate technical assistance in responding to the concern. . Swift, remedial corrective activity should be under1aken to diminish the potential for escalating the problem until a thorough review of the issues can be completed. . Upon notification of the equal employment opportunity concern. the Equity Services Deparbnent will investigate the matter. or guide a preliminary review. . Equal employment opportunity complaints submitted by public safety employees who have specialized rights wiD be reviewed in a collaborative style by the affected deparbnent and the Equity Services Deparbnent to enst.ae the preservation d the specialized rights. . Re1aliation against any employee for having utifized hislher rights mder these policies is strictly prohibited. Nothing within these policies shall be construed to aeate atrf timitation upon the rights of employees to additionally address employment equity concerns through any legally appropriate means available. Findings and compliance recommendations resulting from Equity Services Deparbnent internal reviews of equal employment opportunity concerns will be forwarded to the ~ Manager, or designee for appropriate action. Should evidence of reasonable reliability confirm any violations of these policies or equal opportunity law. the violator would be subject to disciprme. up to and including tennination of employment The City of Clearwater will take whatever actions are necessary to preserve its values for equal empIoymenl opporlJ.wriIy and appredaIing diveIsily~~mgatizaliDn. M1iUslering ~&-"';:;"fS~ PoIcyCommillee?- Page 4 of 4 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Initial City of Clearwater Equal Emplovment Opportunity Policv and Affirmative Action Plan On September 9, 1974, the City Commission, The Civil Service (Career Service) Board, and the City Manager adopted an Equal Employment Opportunity Policy. This policy declared the City's intention to: 1. Prohibit discrimination in employment, employee development, or employment advancement, because of religious or political opinions, or affiliations, race, color, national origin, sex, age, physical handicap, or other non-merit factor except where such factor is a bona fide occupational factor or is required by state and/or federal law. 2. Ensure equal employment opportunities for all persons based solely on their qualifications when seeking employment and on the basis of their merit and fitness when employed. 3. Promote and achieve equal employment opportunity through the development and continuous administration of the Affirmative Action Program as: A. A tool for implementing programs for hiring minorities and women, B. A yardstick for setting goals and timetables for measuring success or failure in reaching established goals, and C. A conscious, deliberate, and dynamic commitment to results-oriented programs which will accelerate fuller utilization and development of previously underutilized human resources. 4. Inform all officials and employees of the City of Clearwater, as well as employee and labor organizations, contractors, vendors, employment agencies, and other organizations dealing with the City, of this policy. On February 3, 1976, with the appointment of an Affirmative Action Officer, components were formulated for the implementation of the City's Equal Employment Opportunity Policy. 1. The Affirmative Action Plan was established to provide guidelines for implementation ofthe City's Equal Employment Opportunity Policy. 2. The City's Equal Employment Opportunity Policy approved on September 9, 1974, was for an indefinite time period. The City Equal Employment Opportunity Policy and Affirmative Action Plan was revised on October 16, 1979. There were no major changes to the Affirmative Action Plan; however, goals, and timetables were established for one-, three-, and five-year . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . projections for increasing the percentages of protected group members in job categories where they are under-represented. The period for the five-year projection was from January 1, 1984, to December 31, 1988. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . PART II CITY OF CLEARWATER WORK FORCE COMPOSITION AND DISTRIBUTION The City of Clearwater work force analysis is identified in Table II (Work Force Composition and Distribution as of October 15, 2005). Table II (and all other tables in this Equal Employment Opportunity Plan) are broken down based on the major job categories as established by the United States Equal Employment Opportunity Commission. The eight categories are: a. Official and Administrator b. Professional c. Technician d. Protective Service e. Paraprofessional f. Administrative Support g. Skilled Craft h. Service and Maintenance The demographics for these categories are based on the area work force as reported by the Tampa-St. Petersburg-Clearwater Metropolitan Statistical Area (MSA) breakout of the 2000 United States Census. The objectives discussed in the Plan should not be construed as "quotas" to be met. The objectives, rather, should be seen as realistic desired levels of achievement correcting imbalances in a department's work force. Objectives should take into account such factors as turnover, layoffs, lateral transfers, new openings, retirements, and availability of minorities, women, and disabled persons in the area work force who possess the desired qualifications or potential for employment. Recognition should be given to the fact that it may take longer to correct imbalances in classifications requiring specialized education and professional skills than in other occupations. Neither the 1970, 1980, 1990, nor 2000 Census reported the numbers of disabled persons available for work in the area work force. Consequently, the City does not have any specific projections for hiring disabled persons other than to hire as many as appropriate. ("Appropriate" refers to disabled applicants being able to perform the essential functions of a job classification. Additionally, the disabled applicant must be considered the most qualified applicant for the job.) In 1978 the Affirmative Action Office distributed a questionnaire to all employees requesting those employees with a disability to identify themselves. Less than 1 % of the work force responded. According to the Vocational Rehabilitation Division of the State of Florida, Pinellas County has 43,230 disabled persons unemployed. Of these 2853 (6.6%) are employable with some accommodation. This information was provided by the U.S. Census of Disabled Adults published by the University of Arkansas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Part III - Table III Community Labor Statistics Based on the United States 2000 Census, the work force in the job categories is identified in Table ID. The overall workforce in the job categories is very representative of the community at large. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Part IV - Utilization Analvsis The City of Clearwater had a total of 1821 full-time and permanent part-time employees as of October 15, 2005. Ofthose employees 1295 were males and 526 were females. The Work Force Utilization Analysis chart for the City of Clearwater identifies an under- representation of females in virtually all job categories and races with some exceptions, as follows: Multi-racial males and females appear to be underrepresented in all categories; however, The City has only recently begun collecting census data from employees for these categories. In the coming years it will be possible to discern a pattern as to the over- or under-representation of employees in the multi-racial census category. Additionally, reporting requirements call for the combination of various multi-racial census categories into one category, "two or more races." It will be necessary over time to develop a methodology for discerning the significance and applicability of employee census data in this category. Hispanic males and females are underrepresented in all but one category; Female Para- Professionals, however, the percentage of under representation has improved in three categories, Female Officials and Administrators, Female Para-Professionals and Male Technicians, since the 2001 Plan update. White males were underrepresented in two categories, Paraprofessionals and Office/Clerical. It is significant to note that the overrepresentation of white males has improved in the top two categories, Officials/Administrators and Professionals since the 2001 update. Black females continue to be under-represented throughout the City of Clearwater job categories with the exception, of Para-Professionals. Further, Black male.s are no longer significantly underrepresented in any job category. The overrepresentation of Black males has improved in the ServiceIMaintenance category. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Part V - Obiectives The objectives established under this Plan reflect a need for a greater number of females of virtually every race throughout the City of Clearwater's job categories. White females, black females, Hispanic females, and multi-racial females are all under- represented in relatively high numbers throughout the City. The City of Clearwater intends to increase the number of females throughout the City job classifications by targeting women's groups, community groups, black organizations, Hispanic organizations, and professional organizations in recruiting. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Part VI. - Strateeies The City will make every effort to look at positions and recruit qualified female applicants of every race. The recruitment list of organizations in the Appendix will serve as a starting point for recruitment, however, the enclosed list will by no means be the only recruitment strategies and sources that will be enlisted. Special recruitment efforts may include, but will not be limited to, the following: Advertisements in minority published newspapers, professional organizations, women's organizations, the City diversity program, etc. The Human Resources Department is constantly reviewing all of its processes to determine if any ofthe procedures commonly in use are barriers to minorities, including women, in applying for, obtaining, and promoting individuals to City of Clearwater positions. Such factors as turnover, retirements, the establishment of new positions, and the elimination of positions are just a few of the possible factors that could impact whether or not the City of Clearwater can indeed meet these objectives. However, every effort will be made to recruit qualified potential employees as indicated by the underutilization. The City of Clearwater will track its applicant flow information to determine the race, sex, and/or other protected status of its applicants. While recognizing that discipline is based on a case-by-case basis and must take into account the individual facts and conclusions of each situation, the City of Clearwater will analyze its discipline records to determine ifthere are any significant findings regarding employees receiving discipline, or if there is any unexplained or improper correlation to employee's race, sex, or other protected status. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Part VII - Dissemination This Equal Employment Opportunity Plan will be disseminated to various community groups, unions, and the City of Clearwater work force. I. INTERNAL DISSEMINATION A. A Copy of the Equal Employment Opportunity Policy and Plan will be available to all employees. B. The Equal Employment Opportunity Policy will be reviewed and disseminated to all new employees in the new employee orientation. C. The Equal Employment Opportunity Policy will be disseminated to each current City of Clearwater employee D. Periodic meetings will be held with executive personnel to review department progress in achieving the employment objectives of the Equal Employment Opportunity Plan. E. The Equal Employment Opportunity Policy will be given to each department for inspection and review by employees and the public. II. EXTERNAL DISSEMINATION A. Each recruiting source listed in the appendix will be notified annually by the Equity Services Department that the City is an equal opportunity employer interested in hiring qualified minorities and women and request their assistance in referring qualified applicants. B. Appropriate recruiting sources will be identified from (but will not be limited to) those listed in the Appendix and will be notified in writing by sending job announcements as vacancies occur involving minorities and women in under-represented categories. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Basis of Plan Requirement THE REQUIREMENT for the City Equal Employment Opportunity Plan stems from a number of sources which include executive orders, federal laws, state laws, and related directives. Also, a number of federal and state agencies require compliance by local government agencies with specified requirements as condition for participation in federal- and state-funded projects. THUS, the basic reason for the adoption of past City Equal Employment Opportunity Plans has been to facilitate compliance with federal and state requirements. However, past experience has shown the benefits to be derived from an effective Equal Opportunity Plan even in the absence of federal and state requirements. The reasons for the adoption of this Plan and continued implementation of a City Equal Employment Opportunity program go beyond legal requirements. They include the following. 1. GOVERNMENT exists to meet the needs ofthe community it serves. Thus all City staff needs to be sensitive to the needs of all segments of the community. One way to achieve such sensitivity is to have a work force whose composition reflects the sex and ethnic makeup of the total community. In-house staff training is another means . of attaining such sensitivity. This is fully in keeping with the employment objectives established by the City's Equal Employment Opportunity Plan. 2. PAST practices, such as certifying only a select group oftop scoring applicants for each opening may have resulted in imbalances in the representation of women, minorities, and disabled persons in various employment areas. The same past practices could have also had an adverse impact upon otherwise qualified non- minority persons. However, this has often not been readily apparent because of the large numbers of non-minorities who have been successful in attaining employment and career progression in areas where protected groups are under-represented. 3. IMPROVEMENTS in existing personnel practices brought about as a result of an effective City Equal Employment Opportunity Program benefit all persons, not only protected group members. Consequently, the end result of an effective City Equal Employment Opportunity Plan is the ultimate development of a human resources process fair to all, thereby making the maximum possible contribution to the effective and efficient operation of the City. In the absence of a well-structured, effective Equal Employment Opportunity program, deficiencies in the personnel practices may produce discriminatory results for particular groups and have a detrimental impact on the efficiency of operations. Additionally, such deficiencies generally remain uncorrected until they result in problems of major proportions. 4. WHEN efforts are made to assure that all protected and unprotected groups are provided adequate opportunity to compete for jobs, it results in a larger applicant pool. This provides increased opportunities for management to select persons with the highest level of professional and technical skills. Also, efforts coordinated under an effective Equal Employment Opportunity Program increase the opportunity to . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .' . . . . select and employ qualified persons possessing the bilingual skills necessary to ensure that diverse ethnic groups are provided equitable, adequate services. 5. THUS, the City's Equal Employment Opportunity Plan should be viewed not only as a means of complying with federal and state mandated requirements, it should also be viewed as a program for accomplishing a continual review of existing employment practices and correction of deficiencies to the benefit of all persons and thereby improving overall City efficiency. This includes attainment of a City work force possessing the diversity of language skills and cultural sensitivities necessary to effectively serve the total community. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Appendix I Tampa-St. Petersburg-Clearwater Metropolitan Statistical Area (MSA) United States 2000 Census . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Census 2000 EEO Data Tool U S C B . "".' ";ii! 1\'" .. ensus ureau ' , ""~- "%'( 1.1::~~i' Census 2000 EEO Data Tool EEO Residence Data Results for Tampa-St. Petersburg-Clearwater. FL MSA N umber of PeoDIe Ioccupational Iwhite Black AlAN IAsian ,..HOPI ~:& ~r& IAIAN& !ASian & IBalance lGeography Isex otal Inon- ~ispank non- non- Inon- lion- ite Ialack Iwhlte ~+ Races, !category lHispanlc Hispanic Hispanic lHispanic ~ispanic Inon- non- Inon- Inon- Inon- Hisnanlc HisDanic lttisDanic Hisoanlc Ittisoanic ampa-5l Petersburg- bfrlCials and 16804f 14479!i 1088!i 747f 465 65 6C ~rwater, F ~anagers otal 247C 55~ 4~ 375 86(J ~~80 ampa-SI. ~elersburg- pfficials and ~Ie 100720 8804C 614C 365f 280 1430 1! 4f 3~ ~ 23f tearwater, Fl 53C \/lSA Managers Fios=8280 ampa-St etersburg- C)fficials and FemalE 67330 5675f 382C 185 104C 5C 2C .;learwater, Fl 4745 1f 23C 14C 33C \.1SA Managers 'ios=8280 ampa-St etersburg- Professional 19467f 15841f 13660 13295 595 6145 9( 12C 6< fearwater, FL otal 63C 46f 119! ~SA 'ios=8280 ampa-Sl Petersburg- Male 88991 638C 472f 33C 3325 4C Iearwater, FL Professional 7291C 4f 27f . 29f 67C ~SA 'ios=8280 ampa-St Petersburg- Professional FemalE 105675 8550f 728C 857C 26f 282C 5C 7f l.Jlearwater. FL 35! 6C 17( 52! ~SA Fios=8280 ampa-SI. Petersburg- ~ echnicians 2872f 2085 253C 14C 65! 1f ~learwater, FL otal 2291! 1C 7l 3l 6C 21C ~SA ios=8280 Ilampa-St Petersburg- !Male 1147C 927C 102C 655 7! 31C !clearwater. Fl Technicians C C 3( 1l 3C 6! ~SA 'ios=8280 ampa-SI. ~etersbur9- FemalE 1726C 106f 187f ~leal'\.'Vater, FL echniclans 1364! 6f 34 1 1 4f 2C 3C 145 MSA :105=8280 ampa-St :>etersburg- Protective Total 20195 15445 173C 2565 115 125 C 1f 6< 3f 10 .)learwater. F Service: Sworn 75 ~SA ips=8280 ampa-SI. Petersburg- Protective ltIale 165H 1284C 146f 184f 85 80 0 80 3f ..feaMater, Fl 15 1C 60 MSA Service: Swam 'ios=82BO ampa-St Petersburg- Protective 260f 265 720 4f C Clearwater. Fl ~ervice' S,,-.;orn Femall 3684 3C 0 A ( C 1f ",iSA ips=8280 Tampa-St Petersburg- protective 68! 6C 125 1C !clearwater. Fl Service: Non- otal 90f , C C ~ 1( C 1C ."SA Swam Fios=8280 ampa-5t. Petersburg- ProtecUve 41C :tearwater, Fl Service: Non- iMale 525 3C 6f C 1C 0 C C C ( 1( MSA Swom . ip&=8280 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . fampa-SI. r '- , Petersburg- Protective 6C 0 0 0 0 0 "learwater. Fl Service Non- FemalE 37 27 3C 4 10 0 lSA Isworn F,ps=8230 ampa-St etersl1urg- Administrative fotal 32875C 25716~ 30760 30265 995 4570 195 230 131C 200 74~ 23H learwater, Fl Support lSA 'ios=8280 ampa-SI. "etersburg - II,dminislrative l.1ale 111750 88740 10305 8830 360 18~ 95 5! 33! 5! 240 87C ..;learwater, FL lSA Support =i05=8280 ampa-SI. Petersburg- Adminislr....live Female ~1700C 168425 2045~ 21435 635 27~ 100 17! 97~ 14f 50! Iearwater, Fl Support 144! lSA Fios=8280 ampa-SI. PetersbufQ- 783C 2ll ~ ('learwate~., Fl Skilled Craft otal 10859! 8463f 1220C 575 147C 4( 75C 15! 85f MSA FlpS=8280 ampa-SI. Petersburg- Male 7900( 1122C 702f 540 1000 2C 4C 60 125 ::;learwater. Fl Skilled Craft 10052 70~ 790 lSA Fios=8280 ampa-SI. Petersburg- Skilled Craft emale 806~ 5635 980 805 35 47C C 0 4~ 30 ~ L;learwater, Fl ~ MSA '105=8280 ampa-St Petersburg- ~ervice Total '79385 18798f 40605 37045 113~ 7335 100 310 125f 15! 705 Clearwater. Fl 277( MSA ~intenance Fips=8280 Tampa-51 Petersburg- 3ervice ~ale 16187f 109745 24750 201 Of 67C 371f 70 170 61C 7! 37C ~learwater, FL 159f MSA ~ainlenance Fios=8280 fampa-St Petersburg- Service emalE 117525 7824C 15855 1694C 465 3620 30 140 645 8C 335 L;learwater. FL 1175 MSA laintenance Fips=8280 Source: US Census Bureau. Census 2000 specIal tabulation NOTE: Estimates may not add to the total due to rounding. For information on confidentiality protection, sampling error, nonsampling error, and accuracy of the data, see b_IJP-;!J.w:w.w-'-G~n$JJ$.J1QylQIQQLG~D2QQQ/QQ_G.!?!3.~ht,?.P],QQf More Information: FedStats provides more data estimates for counties and places in EIQri.gg. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Appendix II Table I Agency Employment And Disciplinary Actions Work Force Analysis Community Labor Statistics Analysis Table II Table III Table IV ........................................... FISCAL YEAR 2005-2006 STATISTICS MALE FEMALE Amer Total Amer Total GRAND White Black Hispanic Asian Indian Other Male White Black Hispanic Asian Indian Other Female TOTAL Applicants 1572 331 158 39 14 160 2274 1234 241 110 32 19 104 1740 4014 Applicant (%) 39% 8% 4% 1% 0.3% 4% 57% 31% 6% 3% 0.8% 0.5% 3% 43% 100% Hired 122 18 12 3 1 0 156 62 5 3 1 0 1 72 228 Promotions 89 16 8 1 0 0 114 35 3 4 1 0 0 43 157 Terms (voluntary) 78 11 10 0 0 2 101 39 2 6 0 0 0 47 148 Terms (involuntary) 13 10 2 2 0 0 27 11 2 1 0 0 0 14 41 Transfers (does not include intradepartmental xfers).. 13 5 1 1 0 0 20 10 0 0 0 0 0 10 30 Retired 17 2 1 0 0 0 20 14 1 0 0 0 0 15 35 Demotions (voluntary) 16 5 0 1 0 0 22 8 0 0 0 0 0 8 30 Demotions (involuntary) 1 0 0 0 0 0 1 1 0 0 0 0 0 1 2 Decision Davs 9 3 0 0 0 0 12 0 2 0 0 0 0 2 14 Clearwater Workforce on 10/2005 1048 187 45 13 1 1 1295 430 49 24 10 2 2 517 1812 Clearwater Workforce % 10/2005 57.8% 10.3% 2.5% 0.7% 0.1% 0.1% 71.5% 23.7% 2.7% 1.3% 0.6% 0.1% 0.1% 28.5% 100% Clearwater Workforce on 10/2004 1039 193 45 12 1 0 1290 434 55 29 10 1 0 529 1819 Clearwater Workforce % 10/2004 57% 11% 2.5% 0.7% 0.1% 0% 71% 24% 3% 2% 0.5% 0.1% 0% 29% 100% Clearwater Workforce % 10/2002 58% 11% 2% 0.5% 0% 0% 72% 23% 3% 1% 0.5% 0.1% 0% 28% 100% Clearwater Workforce % 10/2000 58% 11% 2% 0.5% 0% 0% 72% 24% 2% 1% 0.2% 0.1% 0% 28% 100% Average # Employees 1812 # Left City 224 Total Turnover 12.4% Turnover (less retirees) 10.4% (includes both part time and full time employees) ..........................................~ NOTES: Sum of detail may not equal totals due to rounding. *The City compares its para-professionals to the U.S. Census technician category. **This data is used to compare Clearwater Police Department sworn personnel to the Community Labor Statistics. Per the U.S. Department of Justice's "Seven Step Guide," Police Department sworn officials are compared to the "Professionals" category of the U.S. Census for our Metropolitan Statistical Area. Patrol Officers are compared to "Civilian Labor Force" statistics for our MSA per the 2000 Census. ***For purposes of comparing City-wide and departmental (excluding Police Department) protective service employees to the Community Labor Statistics based on the 2000 U.S. Census, the Census categories of "Protective Service: Sworn" and "Protective Service: Non-Sworn" have been combined. KEY: B = Black non-Hispanic; W = White non-Hispanic; H = Hispanic; NHlPI = Native Hawaiian or Pacific Islander non-Hispanic; AllAN = American Indian or Alaska Native non-Hispanic. ........................................... II. Work Force Analysis (Citywide) CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees As of: 10/15/05 JOB CATEGORY TOTAL B W H Asian NH/PI AllAN Two or More Races Officials/Administrators # 102 3 66 2 2 0 0 0 0/0 100 2.9 64.7 2 2 0 0 0 Professionals # 313 14 153 7 3 0 0 0 0/0 100 4.5 48.9 2.2 1 0 0 0 Technicians* # 184 10 119 5 0 0 0 0 0/0 100 5.4 64.7 2.7 0 0 0 0 Protective Services # 342 21 263 11 4 0 0 0 (Sworn & Unsworn - All Agencies) 0/0 100 6.1 76.9 3.2 1.2 0 0 0 Para-Professional # 116 5 34 1 0 0 0 0 % 100 4.3 29.3 0.9 0 0 0 0 Office/Clerical # 186 0 29 1 1 0 0 0 % 100 0 15.6 0.5 0.5 0 0 0 Skilled Craft # 383 81 284 6 1 0 0 0 0/0 100 21.1 74.2 1.6 0.3 0 0 0 Service/Maintenance # 195 65 94 10 0 0 0 0 0/0 100 33.3 48.2 5.1 0 0 0 0 MALES See key and notes preceding tables. ........................................... ! Table 2, Citywide - Page 2 JOB CATEGORY TOTAL B W H Asian NH/PI AllAN Two or More Races Officialsl Administrators # 102 2 26 1 0 0 0 0 % 100 2 25.5 1 0 0 0 0 Professionals # 313 8 114 9 4 0 1 0 % 100 2.6 36.4 2.9 1.3 0 0.3 0 Technicians* # 184 5 44 1 0 0 0 0 % 100 2.7 23.9 0.5 0 0 0 0 Protective Services # 342 6 34 3 0 0 0 0 (Sworn & Unsworn - All Agencies) % 100 1.8 9.9 0.9 0 0 0 0 Para- Professional # 116 13 56 6 1 0 0 0 % 100 11.2 48.3 5.2 0.9 0 0 0 Omce/Clerical # 186 11 135 6 3 0 0 0 % 100 5.9 72.6 3.2 1.6 0 0 0 Skilled Craft # 383 2 8 1 0 0 0 0 % 100 0.5 2.1 0.3 0 0 0 0 ServicelMaintenance # 195 6 20 0 0 0 0 0 % 100 3.1 10.0 0 0 0 0 0 FEMALES ........................................... II. Work Force Analysis ADMINISTRATION (City Manager, Economic Development, Equity Services and City Council, Non-elected Personnel) CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 13 1 6 0 1 0 0 0 % 100 7.7 46.2 0 7.7 0 0 0 Professionals # 17 1 4 1 0 0 0 0 % 100 5.9 23.5 5.9 0 0 0 0 Technicians # 4 1 2 0 0 0 0 0 % 100 25 50 0 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) 0/0 Para- Professional # 2 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Office/Clerical # 5 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Skilled Craft # 0 % ServicelMaintenance # 0 0/0 See key and notes preceding tables. ........................................... Table Two, Administration - Page 2 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races OCficials/ Administrators # 13 2 2 1 0 0 0 0 % 100 15.4 15.4 7.7 0 0 0 0 ProCessionals # 17 1 9 0 0 0 1 0 % 100 5.9 52.9 0 0 0 5.9 0 Technicians* # 4 0 1 0 0 0 0 0 % 100 0 25 0 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para- ProCessional # 2 0 2 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Office/Clerical # 5 0 5 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Skilled Craft # 0 % ServicelMaintenance # 0 % Females ........................................... II. Work Force Analysis CUSTOMER SERVICE CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 JOB CATEGORY TOTAL B W H AlPI NH/PI AI/AN Two or More Races Officials/Administrators # 3 0 2 0 0 0 0 0 % 100 0 66.7 0 0 0 0 0 Professionals # 6 0 2 0 0 0 0 0 010 100 0 33.3 0 0 0 0 0 Technicians* # 0 % Protective Services # 0 (Sworn & Unsworn All Agencies) % Para-Professional # 0 010 Office/Clerical # 27 0 10 0 0 0 0 0 010 100 0 37 0 0 0 0 0 Skilled Craft # 0 0/0 Service/Maintenance # 6 1 4 0 0 0 0 0 % 100 16.7 66.7 0 0 0 0 0 MALES See key and notes preceding tables. ........................................... Table Two, Customer Service - Page 2 JOB CATEGORY TOTAL B W H Asian NH/PI AI! AN Two or More Races Officials! Administrators # 3 0 1 0 0 0 0 0 % 100 0 33.3 0 0 0 0 0 Professionals # 6 0 4 0 0 0 0 0 % 100 0 66.7 0 0 0 0 0 Technicians* # 0 % Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-Professional # 0 % Office/Clerical # 27 4 11 0 1 0 1 0 % 100 14.8 40.7 0 3.7 0 3.7 0 Skilled Craft # 0 % ServiceIMaintenance # 6 0 1 0 0 0 0 0 % 100 0 16.7 0 0 0 0 0 Females ........................................... II. Work Force Analysis DEVELOPMENT AND NEIGHBORHOOD SERVICES CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 JOB CATEGORY TOTAL B W H Asian NH/PI AIl AN Two or More Races Officials/Administrators # 4 0 3 0 0 0 0 0 0/0 100 0 75 0 0 0 0 0 Professionals # 10 2 4 0 0 0 0 0 % 100 20 40 0 0 0 0 0 Technicians* # 26 1 16 1 0 0 0 0 % 100 3.8 61.5 3.8 0 0 0 0 Protective Services # 0 (Sworn & Unswom- All Agencies) % Para-Professional # 0 . % Office/Clerical # 14 0 5 1 0 0 0 0 % 100 0 35.7 7.1 0 0 0 0 Skilled Craft # 0 0/0 ServiceIMaintenance # 0 % MALES See key and notes preceding tables. ........................................... Table Two, Development and Neighborhood Services - Page 2 FEMALES JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 4 0 1 0 0 0 0 0 % 100 0 25 0 0 0 0 0 Professionals # 10 0 3 1 0 0 0 0 % 100 0 30 10 0 0 0 0 Technicians * # 26 0 6 2 0 0 0 0 % 100 0 23.1 7.7 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) 0/0 Para-Professional # 0 0/0 Office/Clerical # 14 0 7 1 0 0 0 0 % 100 0 50 7.1 0 0 0 0 Skilled Craft # 0 % Service/Maintenance # 0 % ........................................... II. Work Force Analysis FINANCIAL SERVICES CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 JOB CATEGORY TOTAL B W H Asian NHIPI AI/AN Two or More Races Officials/Administrators # 9 0 4 1 0 0 0 0 % 100 0 44.4 11.1 0 0 0 0 Professionals # 14 0 6 0 0 0 0 0 % 100 0 42.9 0 0 0 0 0 Technicians* # 1 0 1 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-Professional # 0 % Office/Clerical # 14 0 2 0 0 0 0 0 % 100 0 14.3 0 0 0 0 0 Skilled Craft # 0 % Service/Maintenance # 0 % MALES See key and notes preceding tables. ........................................... Table Two, Financial Services - Page 2 JOB CATEGORY TOTAL B W H Asian NHIP AI/A Two I N or More Races Officials/Administrators # 9 0 4 0 0 0 0 0 % 100 0 44.4 0 0 0 0 0 Professionals # 14 0 8 0 0 0 0 0 % 100 0 57.1 0 0 0 0 0 Technicians * # 1 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-Professional # 0 % Office/Clerical # 14 0 11 1 0 0 0 0 % 100 0 78.6 7.1 0 0 0 0 Skilled Craft # 0 % Service/Maintenance # 0 % ........................................... II. Work Force Analysis FIRE AND RESCUE CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY TOTAL B W H Asian NH/PI AlAN Two or More Races Officials/Administrators # 9 0 9 0 0 0 0 0 0/0 100 0 100 0 0 0 0 0 Professionals # 4 0 1 0 0 0 0 0 0/0 100 0 25 0 0 0 0 0 Technicians* # 2 0 1 1 0 0 0 0 % 100 0 50 50 0 0 0 0 Protective Services # 165 13 135 7 1 0 0 0 (Sworn & Unsworn - All Agencies) 0/0 100 7.9 81.8 4.2 0.6 0 0 0 Para-Professional # 0 % Office/Clerical # 5 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Skilled Craft # 3 0 3 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Service/Maintenance # 0 % See key and notes preceding tables. ........................................... Table Two, Fire and Rescue - Page 2 JOB CATEGORY TOTAL B W H Asian NH/PI AlAN Two or More Races OCficialsl Administrators # 9 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 ProCessionals # 4 0 2 1 0 0 0 0 % 100 0 50 25 0 0 0 0 Technicians* # 2 0 0 0 0 0 0 0 0/0 100 0 0 0 0 0 0 0 Protective Services # 165 0 9 0 0 0 0 0 (Sworn & Unsworn - All Agencies) % 100 0 5.5 0 0 0 0 0 Para- ProCessional # 0 % OCfice/Clerical # 5 0 5 0 0 0 0 0 0/0 100 0 100 0 0 0 0 0 Skilled Craft # 3 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 ServicelMaintenance # 0 0/0 Females ........................................... II. Work Force Analysis GAS SYSTEM CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 5 0 4 0 0 0 0 0 % 100 0 80 0 0 0 0 0 Professionals # 10 0 5 0 0 0 0 0 % 100 0 50 0 0 0 0 0 Technicians* # 10 1 7 0 0 0 0 0 % 100 10 70 0 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) 0/0 Para-Professional # 0 % Office/Clerical # 15 0 6 0 0 0 0 0 % 100 0 40 0 0 0 0 0 Skilled Craft # 43 2 40 1 0 0 0 0 % 100 4.7 93 2.3 0 0 0 0 Service/Maintenance # 7 1 6 0 0 0 0 0 % 100 14.3 85.7 0 0 0 0 0 See key and notes preceding tables. ........................................... Table Two, Gas System - Page 2 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 5 0 1 0 0 0 0 0 % 100 0 20 0 0 0 0 0 Professionals # 10 1 4 0 0 0 0 0 0/0 100 10 40 0 0 0 0 0 Technicians* # 10 0 2 0 0 0 0 0 % 100 0 20 0 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) 0/0 Para-Professional # 0 % Office/Clerical # 15 1 7 1 0 0 0 0 % 100 6.7 46.7 6.7 0 0 0 0 Skilled Craft # 43 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 ServiceIMaintenance # 7 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 FEMALES ........................................... I II. Work Force Analysis HUMAN RESOURCES CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 4 0 3 0 0 0 0 0 % 100 0 75 0 0 0 0 0 Professionals # 5 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Technicians* # 0 0/0 Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-ProCessional # 8 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Office/Clerical # 1 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Skilled Craft # 0 % Service/Maintenance # 0 % MALES See key and notes preceding tables. ........................................... Table Two, Human Resources - Page 2 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races OCficials/ Administrators # 4 0 1 0 0 0 0 0 % 100 0 25 0 0 0 0 0 ProCessionals # 5 0 3 1 1 0 0 0 0/0 100 0 60 20 20 0 0 0 Technicians* # 0 % Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-ProCessional # 8 1 7 0 0 0 0 0 % 100 12.5 87.5 0 0 0 0 0 OCfice/Clerical # 1 0 1 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Skilled CraCt # 0 % ServicelMaintenance # 0 % FEMALES ........................................... II. Work Force Analysis INFORMATION TECHNOLOGY CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 JOB CATEGORY TOTAL B W H Asian NH/PI AIl AN Two or More Races Officials/Administrators # 1 0 1 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Professionals # 26 0 16 0 1 0 0 0 % 100 0 61.5 0 3.8 0 0 0 Technicians* # 2 0 1 0 0 0 0 0 % 100 0 50 0 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-Professional # 0 0/0 Omce/Clerical # 1 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Skilled Craft # 0 % ServicelMaintenance # 0 % MALES See key and notes preceding tables. ........................................... Table Two, Information Technology - Page 2 JOB CATEGORY TOTAL B W H Asian NHlPI AI/AN Two or More Races Officials/Administrators # 2 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Professionals # 26 1 7 0 1 0 0 0 0/0 100 3.8 26.9 0 3.8 0 0 0 Technicians* # 2 0 1 0 0 0 0 0 % 100 0 50 0 0 0 0 0 Protective Services # 0 (Sworn & Unswom- All Agencies) % Para- Professional # 0 % Office/Clerical # 1 0 1 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Skilled Craft # 0 0/0 Service/Maintenance # 0 % FEMALES ........................................... II. Work Force Analysis LEGAL CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 1 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Professionals # 8 0 3 0 0 0 0 0 % 100 0 37.5 0 0 0 0 0 Technicians* # 0 % Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-Professional # 2 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Office/Clerical # 1 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Skilled Craft # 0 % ServicelMaintenance # 0 % MALES See key and notes preceding tables. ........................................... Table Two, Legal- Page 2 FEMALES JOB CATEGORY TOTAL B W H Asian NHIPI AI/AN Two or More Races Officials/Administrators # 1 0 1 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Professionals # 8 0 5 0 0 0 0 0 % 100 0 62.5 0 0 0 0 0 Technicians * # 0 % Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para- Professional # 2 0 2 0 0 0 0 0 0/0 100 0 100 0 0 0 0 0 Office/Clerical # 1 0 1 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Skilled Craft # 0 % Service/Maintenance # 0 0/0 ........................................... II. Work Force Analysis LmRARY CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 2 0 0 0 0 0 0 0 0/0 100 0 0 0 0 0 0 0 Professionals # 36 0 7 0 0 0 0 0 % 100 0 19.4 0 0 0 0 0 Technicians* # 0 0/0 Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-Professional # 37 1 5 0 0 0 0 0 % 100 2.7 13.5 0 0 0 0 0 Office/Clerical # 21 0 3 0 1 0 0 0 % 100 0 14.3 0 4.8 0 0 0 Skilled Craft # 0 0/0 ServiceIMaintenance # 7 0 5 0 0 0 0 0 % 100 0 71.4 0 0 0 0 0 See key and notes preceding tables. ........................................... Table Two, Library - Page 2 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 2 0 2 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Professionals # 36 . 1 25 2 1 0 0 0 % 100 2.8 69.4 5.6 2.8 0 0 0 Technicians'" # 0 % Protective Services # 0 (Sworn & Unsworn - All A~encies) % Para- Professional # 37 2 24 3 2 0 0 0 % 100 5.4 64.9 8.1 5.4 0 0 0 Office/Clerical # 21 1 15 0 1 0 0 0 % 100 4.8 71.4 0 4.8 0 0 0 Skilled Craft # 0 % ServiceIMaintenance # 7 1 1 0 0 0 0 0 % 100 14.3 14.3 0 0 0 0 0 FEMALES ........................................... II. Work Force Analysis MARINE AND AVIATION CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY TOTAL B W H Asian NHIPI AI/AN Two or More Races Officials/Ad ministrators # 3 0 2 0 0 0 0 0 % 100 0 66.7 0 0 0 0 0 Professionals # 1 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Technicians* # 0 % Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para- Professional # 10 0 8 1 0 0 0 0 % 100 0 80 10 0 0 0 0 Office/Clerical # 2 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Skilled Craft # 5 0 5 0 0 0 0 0 % 100 0 100 0 0 0 0 0 ServicelMaintenance # 10 0 10 0 0 0 0 0 % 100 0 90.9 0 0 0 0 0 See key and notes preceding tables. ........................................... Table Two, Marine and Aviation - Page 2 FEMALES JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 3 0 1 0 0 0 0 0 % 100 0 33.3 0 0 0 0 0 Professionals # 1 0 1 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Technicians* # 0 % Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para- Professional # 10 0 1 0 0 0 0 0 0/0 100 0 10 0 0 0 0 0 Office/Clerical # 2 0 2 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Skilled Craft # 5 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 ServicelMaintenance # 11 0 1 0 0 0 0 0 % 100 0 9.1 0 0 0 0 0 ........................................... II. Work Force Analysis OFFICIAL RECORDS AND LEGISLATIVE SERVICES CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 2 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Professionals # 3 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Technicians* # 0 % Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para- Professional # 0 % Office/Clerical # 6 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Skilled Craft # 0 % ServicelMaintenance # 0 % MALES See key and notes preceding tables. ........................................... Table Two, Official Records and Legislative Services - Page 2 FEMALES JOB CATEGORY TOTAL B W H Asian NH/PI AllAN Two or More Races Officialsl Administrators # 2 0 2 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Professionals # 3 0 1 1 1 0 0 0 % 100 0 33.3 33.3 33.3 0 0 0 Technicians* # 0 % Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-Professional # 0 % OfficelClerical # 6 0 5 1 0 0 0 0 % 100 0 83.3 16.7 0 0 0 0 Skilled Craft # 0 0/0 ServicelMaintenance # 0 % ........................................... II. Work Force Analysis PARKS AND RECREATION CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 7 1 5 0 1 0 0 0 % 100 14.3 71.4 0 14.3 0 0 0 Professionals # 54 4 27 0 0 0 0 0 % 100 7.4 50 0 0 0 0 0 Technicians* # 21 2 6 1 0 0 0 0 0/0 100 9.5 28.6 4.8 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para- Professional # 19 1 11 0 0 0 0 0 0/0 100 5.3 57.9 0 0 0 0 0 Office/Clerical # 8 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Skilled Craft # 16 4 12 0 0 0 0 0 % 100 25 75 0 0 0 0 0 ServiceIMaintenance # 88 23 48 3 0 0 0 0 % 100 26.1 54.4 3.4 0 0 0 0 MALES See key and notes preceding tables. ........................................... Table Two, Parks and Recreation - Page 2 FEMALES JOB CATEGORY TOTAL B W H Asian NHlP AI/A Two I N or More Races Officials/Administrators # 7 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Professionals # 54 3 19 1 0 0 0 0 % 100 5.6 35.2 1.9 0 0 0 0 Technicians* # 21 6 6 0 0 0 0 0 % 100 28.6 28.6 0 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-Professional # 19 2 5 0 0 0 0 0 % 100 10.5 26.3 0 0 0 0 0 Office/Clerical # 8 0 8 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Skilled Craft # 16 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Service/Maintenance # 88 4 10 0 0 0 0 0 % 100 4.5 11.4 0 0 0 0 0 ........................................... II. Work Force Analysis POLICE DEPARTMENT CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time employees Based on the 2000 Census As of: 10/15/05 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 3 0 2 0 0 0 0 0 0/0 100 0 66.7 0 0 0 0 0 Professionals # 3 0 2 0 0 0 0 0 0/0 100 0 66.7 0 0 0 0 0 Technicians # 45 1 17 0 0 0 0 0 0/0 100 2.2 37.7 0 0 0 0 0 Protective Officials * # 54 9 44 1 0 0 0 0 Services % 100 9.3 81.5 1.9 0 0 0 0 Patrol Officers** # 209 12 152 9 3 0 0 0 (Police) (Civilian Labor Force) % 100 5.7 72.7 4.3 1.4 0 0 0 Para- Professional # 89 8 39 1 0 0 0 0 % 100 9 43.8 1.1 0 0 0 0 Office/Clerical # 20 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Skilled Craft # 0 % ServicelMaintenance # 7 0 2 0 0 0 0 0 % 100 0 28.6 0 0 0 0 0 MALES See key and notes preceding tables. ........................................... Table Two, Police - Page 2 FEMALES JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 3 0 1 0 0 0 0 0 % 100 0 33.3 0 0 0 0 0 Professionals # 3 0 1 0 0 0 0 0 % 100 0 33.3 0 0 0 0 0 Technicians # 45 1 25 1 0 0 0 0 0/0 100 2.2 55.6 2.2 0 0 0 0 Protective Officials* # 54 0 4 0 0 0 0 Services % 100 0 7.4 0 0 0 0 Patrol Officers** # 209 6 24 3 0 0 0 (Police) (Civilian Labor Force) % 100 2.9 11.5 1.4 0 0 0 Para-Professional # 89 7 30 4 0 0 0 0 % 100 7.9 33.7 4.5 0 0 0 0 Office/Clerical # 20 2 18 0 0 0 0 0 % 100 10 90 0 0 0 0 0 Skilled Craft # 0 % Service/Maintenance # 7 1 4 0 0 0 0 0 % 100 14.3 57.1 0 0 0 0 0 ........................................... II. Work Force Analysis PLANNING CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY TOTAL B W H Asian NHIPI AI/AN Two or More Races Officials/Administrators # 4 0 1 0 0 0 0 0 0/0 100 0 25 0 0 0 0 0 Professionals # 8 0 8 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Technicians* # 0 0/0 Protective Services # 0 (Sworn & Unswom- All Agencies) % Para-Professional # 0 % Omce/Clerical # 3 0 2 0 0 0 0 0 % 100 0 66.7 0 0 0 0 0 Skilled Craft # 0 % ServicelMaintenance # 0 0/0 See key and notes preceding tables. ........................................... Table Two, Planning - Page 2 JOB CATEGORY TOTAL B W H Asian NHIPI AI/AN Two or More Races Officials/Administrators # 4 0 3 0 0 0 0 0 % 100 0 75 0 0 0 0 0 Professionals # 8 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Technicians* # 0 % Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-Professional # 0 % Office/Clerical # 3 0 1 0 0 0 0 0 % 100 0 33.3 0 0 0 0 0 Skilled Craft # 0 % Service/Maintenance # 0 % ........................................... II. Work Force Analysis PUBLIC WORKS (Public Works Administration, Public Services and Public Utilities) Including Public Services/Public Utilities CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 21 1 14 1 0 0 0 0 0/0 100 4.8 66.7 4.8 0 0 0 0 Professionals # 40 0 26 2 2 0 0 0 % 100 0 65 5 5 0 0 0 Technicians* # 38 2 34 1 0 0 0 0 % 100 5.3 89.5 2.6 0 0 0 0 Protective Services # 6 0 3 0 0 0 0 0 (Sworn & Unsworn - All Agencies) 0/0 100 0 50 0 0 0 0 0 Para- Professional # 0 % Office/Clerical # 19 0 1 0 0 0 0 0 % 100 0 5.3 0 0 0 0 0 Skilled Craft # 183 38 133 2 1 0 0 0 % 100 20.8 72.7 1.1 0.5 0 0 0 ServicelMaintenance # 15 4 10 0 0 0 0 0 0/0 100 26.7 66.7 0 0 0 0 0 See key and notes preceding tables. ........................................... Table Two, Public Works - Page 2 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 21 0 5 0 0 0 0 0 % 100 0 23.8 0 0 0 0 0 Professionals # 40 0 8 1 1 0 0 0 % 100 0 20 2.5 2.5 0 0 0 Technicians* # 38 0 1 0 0 0 0 0 % 100 0 2.6 0 0 0 0 0 Protective Services # 6 0 3 0 0 0 0 0 (Sworn & Unsworn - All Agencies) % 100 0 50 0 0 0 0 0 Para-Professional # 0 % Office/Clerical # 19 0 17 1 0 0 0 0 0/0 100 0 89.5 5.3 0 0 0 0 Skilled Craft # 183 1 7 1 0 0 0 0 % 100 0.5 3.8 0.5 0 0 0 0 Service/Maintenance # 15 0 1 0 0 0 0 0 % 100 0 6.7 0 0 0 0 0 FEMALES ........................................... II. Work Force Analysis SOLID WASTE/GENERAL SERVICES CITY OF CLEARWATER WORKFORCE Full-time and Permanent Part-time Employees Based on the 2000 Census As of: 10/15/05 JOB CATEGORY TOTAL B W H Asian NHIPI AI/AN Two or More Races Officials/Administrators # 6 0 6 0 0 0 0 0 0/0 100 0 100 0 0 0 0 0 Professionals # 8 0 5 0 0 0 0 0 0/0 100 0 62.5 0 0 0 0 0 Technicians* # 3 0 3 0 0 0 0 0 % 100 0 100 0 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para-Professional # 1 0 1 0 0 0 0 0 0/0 100 0 100 0 0 0 0 0 Office/Clerical # 9 0 2 0 0 0 0 0 % 100 0 22.2 0 0 0 0 0 Skilled Craft # 134 37 92 3 0 0 0 0 % 100 19.3 68.7 2.2 0 0 0 0 ServicelMaintenance # 45 23 17 4 0 0 0 0 0/0 100 51.1 37.8 8.9 0 0 0 0 MALES See key and notes preceding tables. ........................................... Table Two, Solid Waste/General Services - Page 2 JOB CATEGORY TOTAL B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators # 6 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Professionals # 8 0 3 0 0 0 0 0 0/0 100 0 37.5 0 0 0 0 0 Technicians* # 3 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Protective Services # 0 (Sworn & Unsworn - All Agencies) % Para- Professional # 1 0 0 0 0 0 0 0 % 100 0 0 0 0 0 0 0 Office/Clerical # 9 0 7 0 0 0 0 0 % 100 0 77.8 0 0 0 0 0 Skilled Craft # 134 1 1 0 0 0 0 0 % 100 0.7 0.7 0 0 0 0 0 ServicelMaintenance # 45 0 1 0 0 0 0 0 0/0 100 0 2.2 0 0 0 0 0 FEMALES ........................................... III. COMMUNITY LABOR STATISTICS TAMP A-ST. PETERSBURG-CLEARWATER MSA OCCUPATIONS of the LABOR FORCE by SEX and RACE (2000 Census) JOB CATEGORY TOTAL B W H Asian NH/PI AIl AN Two or More Races Officialsl Administrators # 168050 3655 88040 6140 1430 15 280 1160 0/0 100 2.2 52.4 3.7 0.9 0 0.2 0.7 Professionals # 194674 4725 72910 6380 3325 40 330 1279 % 100 2.4 37.5 3.3 1.7 .02 0.2 0.7 Technicians* # 28730 655 9270 1020 310 0 75 140 % 100 2.8 32.3 3.6 1.1 0 0.3 0.5 Protective Officials** # 194674 4725 72910 6380 3325 40 330 1279 Services % 100 2.4 37.5 3.3 1.7 .02 0.2 0.7 PatroIOfficers*** # 1113610 47415 462725 61820 2340 0 12060 207 (Police) (Civilian Labor Force) % 100 4.2 40.7 5.4 0.2 0 1 .01 Protective Services # 21103 1910 13250 1495 90 0 85 210 Sworn & Unsworn - All Agencies % 100 9.1 62.8 7.1 0.4 0 0.4 0.1 Para- Professionals # 28730 655 9270 1020 310 0 75 140 0/0 100 2.8 32.3 3.6 1.1 0 0.3 0.5 Office/Clerical # 328750 8830 88740 10305 1855 95 75 1555 % 100 2.7 27 3.1 0.6 0.2 .02 0.5 Skilled Craft # 108594 7025 79000 11220 1000 20 360 1720 0/0 100 6.5 72.7 10.3 0.9 .01 0.1 1.6 ServiceIMaintenance # 279400 20105 109745 24750 3715 70 540 2820 % 100 7.2 39.3 8.9 1.3 0.2 0.6 1 MALES See Key and Notes precedmg tables.. ........................................... Table Three, Community Labor Statistics - Page 2 FEMALES JOB CATEGORY TOTAL B W H ASIAN NH/PI AI/AN Two or More Races Officials/Administrators # 168050 3820 56755 4745 1040 50 185 735 % 100 2.3 33.8 2.8 0.6 .03 0.1 0.4 Professionals # 194674 8570 85505 7280 2820 50 265 1165 % 100 4.4 43.9 3.7 1.4 .03 0.1 0.6 Technicians # 28730 1875 13645 1065 345 15 65 250 % 100 6.5 47.5 3.7 1.2 .05 0.2 0.9 Protective Officials** # 194674 8570 85505 7280 2820 50 265 1165 Services % 100 4.4 43.9 3.7 1.4 .03 0.1 0.6 Patrol Officers** # 1113610 54790 413605 51320 11325 516 1688 6583 (Police) (Civilian Labor Force) % 100 4.8 36.4 4.5 1 .05 0.1 0.6 Protective Services # 21103 780 2880 295 49 0 34 29 (Sworn & Unsworn - All Agencies) % 100 3.7 13.6 1.4 0.2 0 0.2 0.1 Para- Professional # 28730 1875 13645 1065 345 15 65 250 % 100 6.5 47.5 3.7 1.2 .05 0.2. 0.9 Office/Clerical # 328750 21435 168425 20455 2705 100 635 3245 % 100 6.5 51.2 6.2 0.8 .03 0.2 1 Skilled Craft # 108594 805 5635 980 470 0 35 144 0/0 100 0.7 5.2 0.9 0.4 0 0 0.1 Service/Maintenance # 279400 16940 78240 15855 3620 30 465 2375 0/0 100 6.1 28 5.7 1.3 .01 0.2 0.9 ........................................... NOTES: Sum of detail may not equal totals due to rounding. *The City compares its para-professionals to the U.S. Census technician category. **This data is used to compare Clearwater Police Department sworn personnel to the Community Labor Statistics. Per the U.S. Department of Justice's "Seven Step Guide," Police Department sworn officials are compared to the "Professionals" category of the U.S. Census for our Metropolitan Statistical Area. Patrol Officers are compared to "Civilian Labor Force" statistics for our MSA per the 2000 Census. ***For purposes of comparing City-wide and departmental (excluding Police Department) protective service employees to the Community Labor Statistics based on the 2000 U.S. Census, the Census categories of "Protective Service: Sworn" and "Protective Service: Non-Sworn" have been combined. KEY: B = Black non-Hispanic; W = White non-Hispanic; H = Hispanic; NHIPI = Native Hawaiian or Pacific Islander non-Hispanic; AllAN = American Indian or Alaska Native non-Hispanic. ........................................... IV. Analysis Citywide PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE As of: 10/15/05 MALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators +0.7 + 12.3 -1.7 +1.1 0 -0.2 -0.7 Professionals +2.1 +11.4 -1.1 -0.7 -.02 -0.2 -0.7 Technicians. +2.6 +32.4 -0.9 -1.1 0 -0.3 -0.5 Protective Services -3 +14.1 -3.9 +0.8 -0.4 -0.4 -1.2 (Sworn & Unsworn - All Agencies) Para-Professional +1.5 -3 -2.7 -1.1 0 -0.3 -0.5 Office/Clerical -2.7 -11.4 -2.6 -0.1 -.02 -0.1 -0.5 Skilled Craft +14.6 +1.5 -8.7 -0.6 -.01 -0.6 -1.6 Service/Maintenance +26.1 +8.9 -3.8 -1.4 -.02 -0.2 -1 See key and notes preceding tables. ........................................... Table Four, Citywide - Page 2 FEMALES JOB CATEGORY B W H Asian NH/PI AllAN Two or More Races Officials/Administrators -0.3 -8.3 -1.8 -0.6 -.03 -0.1 -0.4 Professionals -1.8 -7.5 -0.8 -0.2 -.03 +0.2 -0.6 Technicians* -3.8 -23.6 -3.2 -1.3 -.05 -0.2 -0.9 Protective Services -1.9 -3.7 -0.5 -0.2 0 -0.2 -0.1 (Sworn & Unsworn - All Agencies) Para- Professional +24.7 +0.8 +1.5 -0.4 -.05 -0.2 -0.9 Office/Clerical -0.6 +21.4 -3 +0.7 -.03 -0.2 -1 Skilled Craft -0.2 -25.9 -0.6 -0.4 0 0 -0.1 Service/Maintenance -3 -18 -5.7 -1.3 -.01 -0.2 -0.9 ........................................... IV. Analysis ADMINISTRATION City Manager, Economic Development, Equity Services and City Council, Non-elected Personnel PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY B W H Asian NHlPI AI/AN Two or More Races Officials/Administrators +5.5 -6.2 -3.7 +6.8 0 -0.2 -0.7 Professionals +3.1 -14 +2.6 -1.7 -.02 -0.2 -0.7 Technicians* +22.2 +12.5 -3.3 -1.7 0 -0.2 -0.5 Protective Services N/A (Sworn & Unsworn - All Agencies) Para- Professional -2.8 -32.3 -3.6 -1.1 -.02 -0.3 -0.5 Omce/Clerical -2.7 -27 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft N/A ServicelMaintenance N/A See key and notes preceding tables. ........................................... Table Four, Administration - Page 2 JOB CATEGORY B W H Asian NHlPI AllAN Two or More Races Officials/Administrators +13.1 -18.4 +4.9 -0.6 -.03 -0.1 -0.4 Professionals +1.5 +9 -3.7 -1.5 -.03 +5.8 -0.6 Technicians* -6.5 -22.5 -3.7 -1.3 -.05 -0.2 -0.9 Protective Services (Sworn & Unsworn - All Agencies) Para-Professional -6.5 +2.5 -3.7 -1.3 -.05 -0.2 -0.9 Office/Clerical -6.5 +48.8 -6.2 -0.9 -.03 -0.2 -1 Skilled Craft ServicelMaintenance FEMALES ........................................... IV. Analysis CUSTOMER SERVICE PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 JOB CATEGORY B W H Asian NHlPI AI/AN Two or More Races Officials/Administrators -2.2 + 14.3 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 -4.2 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* N/A Protective Services N/A (Sworn & Unsworn- All Agencies) Para-Professional N/A Office/Clerical -2.7 +10 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft N/A ServicelMaintenance -9.5 +27.4 -8.9 -1.4 -.02 -0.2 -1 MALES See key and notes preceding tables. ........................................... Table Four, Customer Service - Page 2 FEMALES JOB CATEGORY B W H Asian NHlPI AI/AN Two or More Races Officials/Administrators -2.3 -0.5 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -4.4 +22.8 -3.7 -1.5 -.03 -0.1 -0.6 T echnicians* N/A Protective Services N/A (Sworn & Unsworn - All Agencies) Para- Professional N/A Office/Clerical +8.3 -10.5 -6.2 +2.8 -.03 +3.5 -1 Skilled Craft N/A Service/Maintenance -6.1 -11.3 -5.7 -1.3 -.01 -0.2 -0.9 ........................................... IV. Analysis DEVELOPMENT AND NEIGHBORHOOD SERVICES PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 JOB CATEGORY B W H Asian NHIPI AllAN Two or More Races Officials/Administrators -2.2 +22.6 -3.7 -0.9 0 -0.2 -0.7 Professionals +17.6 +2.5 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* +1 +29.2 +0.2 -1.1 0 -0.3 -0.5 Protective Services N/A (Sworn & Unsworn - All Agencies) Para-Professional N/A Office/Clerical -2.7 +7.7 +4 -0.6 -.02 -0.1 -0.5 Skilled Craft N/A ServicelMaintenance N/A MALES See key and notes preceding tables. ........................................... Table Four, Development and Neighborhood Services - Page 2 FEMALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.3 -8.8 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -4.4 -13.9 +6.3 -1.4 -.03 -0.1 -0.6 Technicians. -6.5 -24.4 +4 -1.2 -.05 -0.2 -0.9 Protective Services (Sworn & Unsworn- All Agencies) Para- Professional Office/Clerical -6.5 -1.2 +0.9 -0.8 -.03 -0.2 -1 Skilled Craft Service/Maintenance ........................................... IV. Analysis FINANCIAL SERVICES PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.2 -8 +7.4 -0.9 0 -0.2 -0.7 Professionals -2.4 +5.4 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* -2.8 +67.7 -3.6 -1.1 0 -0.3 -0.5 Protective Services N/A (Sworn & Unsworn - All Agencies) Para- Professional N/A Office/Clerical -2.7 -12.7 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft N/A Service/Maintenance N/A See key and notes preceding tables. ........................................... Table Four, Financial Services - Page 2 FEMALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.3 +10.6 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -4.4 -13.2 -3.7 -1.5 -.03 -0.1 -0.6 Technicians* -6.5 -47.5 -3.7 -1.3 -.05 -0.2 -0.9 Protective Services (Sworn & Unsworn - All Agencies) Para-Professional Office/Clerical -6.5 +27.4 +0.9 -0.9 -.03 -0.2 -1 Skilled Craft Service/Maintenance ........................................... IV. Analysis FIRE AND RESCUE PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.2 +47.6 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 -12.5 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* -2.8 +17.7 +46.4 -1.1 0 -0.3 -0.5 Protective Services -1.2 +19 -2.9 +0.2 -0.4 -0.4 -0.7 (Sworn & Unsworn - All Agencies) Para-Professional N/A Office/Clerical -2.7 -27 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft -6.5 +27.3 -10.3 -0.9 -.01 -0.6 -1.6 Service/Maintenance N/A MALES See key and notes preceding tables. ........................................... Table Four, Fire and Rescue - Page 2 FEMALES JOB CATEGORY B W H Asian NHIPI AI/AN Two or More Races Officials/Administrators -2.3 -33.8 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -4.4 +6.1 +21.3 -1.5 -.03 -0.1 -0.6 Technicians* -6.5 -47.5 -3.7 -1.3 -.05 -0.2 -0.9 Protective Services -3.7 -8.1 -1.4 -0.2 0 -0.2 -0.1 (Sworn & Unsworn - All Agencies) Para- Professional Office/Clerical -6.5 +48.8 -6.2 -0.9 -.03 -0.2 -1 Skilled Craft -0.7 -5.2 -0.9 -0.4 0 0 -0.1 Service/Maintenance ........................................... IV. Analysis GAS SYSTEM PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.2 +27.6 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 +12.5 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* +7.2 +37.7 -3.9 -1.1 0 -0.3 -0.5 Protective Services N/A (Sworn & Unsworn - All Agencies) Para-Professional N/A Office/Clerical -2.7 +13 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft -1.8 +20.3 -8 -0.9 -.01 -0.6 -1.6 Service/Maintenance +7.1 +46.4 -8.9 -1.4 -.02 -0.2 -1 See key and notes preceding tables. ........................................... Table Four, Gas System - Page 2 FEMALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.3 -13.8 -2.8 -0.6 -.03 -0.1 -0.4 Professionals +5.6 -3.9 -3.7 -1.5 -.03 -0.1 -0.6 T echnicians* -6.5 -27.5 -3.7 -1.3 -.05 -0.2 -0.9 Protective Services (Sworn & Unsworn - All Agencies) Para-Professional Office/Clerical +0.2 -4.5 +0.5 -0.9 -.03 -0.2 -1 Skilled Craft -0.7 -5.2 -0.9 -0.4 0 0 -0.1 ServicelMaintenance -6.1 -28 -5.7 -1.3 -.01 -0.2 -0.9 ........................................... IV. Analysis HUMAN RESOURCES. PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/lS/0S JOB CATEGORY B W H Asian NH/PI AllAN Two or More Races Officials/Administrators -2.2 +22.6 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 -37.5 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* N/A Protective Services N/A (Sworn & Unsworn - All Al!encies) Para-Professional -2.8 -32.3 -3.6 -1.1 -.02 -0.3 -0.5 Office/Clerical -2.7 -27 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft N/A Service/Maintenance N/A MALES See key and notes preceding tables. ........................................... Table Four, Human Resources - Page 2 JOB CATEGORY B W H Asian NH/PI AllAN Two or More Races Officials/Administrators -2.3 -8.8 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -4.4 +22.5 +16.7 + 18.3 -.03 -0.1 -0.6 Technicians* Protective Services (Sworn & Unsworn - All Agencies) Para-Professional +6 +40 -3.7 -1.3 -.05 -0.2 -0.9 Office/Clerical -6.5 +48.8 -6.2 -0.9 -.03 -0.2 -1 Skilled Craft Service/Maintenance FEMALES ........................................... IV. Analysis INFORMATION TECHNOLOGY PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY B W H Asian NHlPI AI/AN Two or More Races Officials/Administrators -2.2 +47.6 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 +24 -3.3 +2.1 -.02 -0.2 -0.7 Technicians * -2.8 +17.7 -3.6 -1.1 0 -0.3 -0.5 Protective Services N/A (Sworn & Unsworn - All Agencies) Para- Professional N/A Office/Clerical -2.7 -27 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft N/A Service/Maintenance N/A See key and notes preceding tables. ........................................... Table Four, Information Technology - Page 2 FEMALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.3 -33.8 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -0.6 -17 -3.7 +2.3 -.03 -0.1 -0.6 Technicians* -6.5 +2.5 -3.7 -1.3 -.05 -0.2 -0.9 Protective Services (Sworn & Unsworn - All Agencies) Para- Professional Office/Clerical -6.5 +48.8 -6.2 -0.9 -.03 -0.2 -1 Skilled Craft ServiceIMaintenance ........................................... IV. Analysis LEGAL PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 JOB CATEGORY B W H Asian NH/PI AllAN Two or More Races Officials/Administrators -2.2 -52.4 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 0 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* N/A Protective Services N/A (Sworn & Unsworn - All Agencies) Para-Professional -2.8 -32.3 -3.6 -1.1 -.02 -0.3 -0.5 Office/Clerical -2.7 -27 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft N/A Service/Maintenance N/A MALES See key and notes preceding tables. ............................................ i Table Four, Legal- Page 2 JOB CATEGORY B W H Asian NHlPI AIl AN Two or More Races Officials/Administrators -2.3 +66.2 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -4.4 +18.6 -3.7 -1.5 -.03 -0.1 -0.6 Technicians* Protective Services (Sworn & Unsworn - All Agencies) Para-Professional -6.5 +52.5 -3.7 -1.3 -.05 -0.2 -0.9 Office/Clerical -6.5 +48.8 -6.2 -0.9 -.03 -0.2 -1 Skilled Craft ServicelMaintenance FEMALES \........................................... IV. Analysis LmRARY PERCENTAGE OF UNDERUTILIZA TION and OVERUTILIZA TION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY B W H Asian NHIPI AI/AN Two or More Races Officials/Administrators -2.2 -52.4 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 -18.1 -3.3 -1.7 -.02 -0.2 -0.7 Technicians" N/A Protective Services N/A (Sworn & Unsworn - All Agencies) Para- Professional -0.1 -18.8 -3.6 -1.1 -.02 -0.3 -0.5 Office/Clerical -2.7 -12.7 -3.1 +4.2 -.02 -0.1 -0.5 Skilled Craft N/A ServicelMaintenance -7.2 +32.1 -8.9 -1.4 -.02 -0.2 -1 See key and notes preceding tables. ........................................... Table Four, Library - Page 2 FEMALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officialsl Administrators -2.3 +66.2 -2.8 -.06 -.03 -0.1 -0.4 Professionals -1.6 +25.5 +1.9 +1.4 -.03 -0.1 -0.6 Technicians. Protective Services (Sworn & Unsworn - All Agencies) Para- Professional + 1.1 + 17.4 +4.4 +4.2 -.05 -0.2 -0.9 Office/Clerical -1.7 +20.2 -6.2 +9.6 +4 -0.2 -1 Skilled Craft ServicelMaintenance +8.2 -13.7 -5.7 -1.3 -.01 -0.2 -0.9 ........................................... IV. Analysis MARINE AND A VIA TION PERCENTAGE OF UNDERUTILIZA TION and OVERUTILIZA TION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.2 +14.3 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 -37.5 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* N/A Protective Services N/A (Sworn & Unsworn - All Ap;encies) Para- Professional -2.8 +47.7 +6.4 -0.4 -.02 -0.4 -0.5 Office/Clerical -2.7 -27 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft -6.5 +27.3 -10.3 -0.9 -.01 -0.6 -1.6 ServiceIMaintenance -7.2 +51.6 -8.9 -1.4 -.02 -0.2 -1 MALES See key and notes preceding tables. ........................................... Table Four, Marine and Aviation - Page 2 FEMALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.3 -0.5 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -4.4 +56.1 -3.7 -1.5 -.03 -0.1 -0.6 Technicians* Protective Services (Sworn & Unsworn - All Agencies) Para-Professional -6.5 -37.5 -3.7 -1.3 -.05 -0.2 -0.9 Office/Clerical -6.5 +48.8 -6.2 -0.9 -.03 -0.2 -1 Skilled Craft -0.7 -5.2 -0.9 -0.4 0 0 -0.1 ServiceIMaintenance -6.1 -18.9 -5.7 -1.3 -.01 -0.2 -0.9 ........................................... IV. Analysis OFFICIAL RECORDS AND LEGISLATIVE SERVICES PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY B W H Asian NHlPI AI/AN Two or More Races Officials/Administrators -2.2 -52.4 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 -37.5 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* N/A Protective Services N/A (Sworn & Unsworn - All Agencies) Para- Professional N/A Office/Clerical -2.7 -27 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft N/A Service/Maintenance N/A See key and notes preceding tables. ........................................... Table Four, Official Records and Legislative Services - Page 2 FEMALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.3 +66.2 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -4.4 -10.6 +29.6 +31.9 -.03 -0.1 -0.6 Technicians* Protective Services (Sworn & Unsworn - All Agencies) Para- Professional Office/Clerical -6.5 +32.1 +10.5 -0.9 -.03 -0.2 -1 Skilled Craft Service/Maintenance ........................................... IV. Analysis PARKS AND RECREATION PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators +12.1 +19 -3.7 +13.4 0 -0.2 -0.7 Professionals +5 +12.5 -3.3 -1.7 -.02 -0.2 -0.7 Technicians * +6.7 -3.7 +1.2 -1.1 0 -0.3 -0.5 Protective Services N/A (Sworn & Unsworn - All Agencies) Para- Professional -3.8 +25.6 -3.6 -1.1 -.02 -0.3 -0.5 Office/Clerical -2.7 -27 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft +18.5 +2.3 -10.3 -0.9 -.01 -0.6 -1.6 ServicelMaintenance +18.9 +15.2 -5.5 -1.4 -.02 -0.2 -1 See key and notes preceding tables. ........................................... Table Four, Parks and Recreation - Page 2 FEMALES JOB CATEGORY B W H Asian NH/PI AI/AN Two or More Races Officials/Administrators -2.3 -33.8 -2.8 -0.6 -.03 -0.1 -0.4 Professionals +1.2 -8.7 -1.8 -1.5 -.03 -0.1 -0.6 Technicians* +22.1 -18.9 -3.7 -1.3 -.05 -0.2 -0.9 Protective Services N/A (Sworn & Unsworn - All Agencies) Para-Professional +4 -21.2 -3.7 -1.3 -.05 -0.2 -0.9 Office/Clerical -6.5 +48.8 -6.2 -0.9 -.03 -0.2 -1 Skilled Craft -0.7 -5.2 -0.9 -0.4 0 0 -0.1 Service/Maintenance -1.6 -16.6 -5.7 -1.3 -.01 -0.2 -0.9 ...........................................1 IV. Analysis PLANNING PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/lS/0S JOB CATEGORY B W H Asian NHlPI AllAN Two or More Races Officials/Administrators -3.2 -27.4 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 +62.5 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* N/A Protective Services N/A (Sworn & Unsworn - All Agencies) Para-Professional N/A Office/Clerical -2.7 +39.7 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft N/A ServicelMaintenance N/A MALES See key and notes preceding tables. ........................................... Table Four, Planning - Page 2 JOB CATEGORY B W H Asian NHlPI AIl AN Two or More Races Officials/Administrators -2.3 +41.2 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -4.4 -43.9 -3.7 -1.5 -.03 -0.1 -0.6 Technicians. Protective Services (Sworn & Unsworn - All Ae:encies) Para-Professional Office/Clerical -6.5 +17.9 -6.2 -0.9 -.03 -0.2 -1 Skilled Craft ServicelMaintenance FEMALES ...........................................: IV. Analysis POLICE DEPARTMENT PERCENTAGE OF UNDERUTILIZATION AND OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 MALES JOB CATEGORY B W H Asian NHlPI AllAN Two or More Races Officials/Administrators # -2.2 +14.3 -3.7 -0.9 0 -0.2 -0.7 0/0 Professionals # -2.4 +29.2 -3.3 -1.7 -0.2 -0.2 -0.7 0/0 Technicians* # -0.6 +5.4 -3.6 -1.1 0 -0.3 --0.5 % Protective Officials** # +6.9 +44 -1.1 -.02 -0.7 Services % Patrol Officers*** # +1.5 +32 -1.1 0 -.01 (Police) (Civilian Labor Force) % Para-Professional # +6.2 +11.5 -2.5 -1.1 0 -0.3 -0.5 % Office/Clerical # -2.7 -27 -3.1 -0.6 -.02 -0.1 -0.5 0.10 Skilled Craft # N/A -.01 -1.6 % ServicelMaintenance # -7.2 -10.7 -8.9 -1.4 -.02 -0.2 -1 % See key and notes precedmg tables. I........................................... Table Four, Police - Page 2 FEMALES JOB CATEGORY B W H Asian NHlPI AllAN Two or More Races Officials/Administrators # -2.3 -0.5 -2.8 -0.6 -.03 -0.1 -0.4 % Professionals # -4.4 -10.6 -3.7 -1.5 -.03 -0.1 -0.6 0/0 Technicians* # -4.3 +8.1 -1.5 -1.3 -.05 -0.2 -0.9 % Protective Officials.. # -4.4 -36.5 -3.7 -.02 -0.6 Services % Patrol Officers." # -1.9 -24.9 -3.1 -.05 -0.6 (Police) (Civilian Labor Force) % Para-Professional # +1.4 -13.8 +0.8 -1.3 -.05 -0.2 -0.9 % Office/Clerical # +3.5 +38.8 -6.2 -0.9 -.03 -0.2 -1 % Skilled Craft # 0 -0.1 0/0 Servlce/Malntenance # +8.2 +29.1 -5.7 -1.3 -.01 -0.2 -0.9 % ........................................... IV. Analysis PUBLIC WORKS Including PUBLIC Works Administration and Public Utilities/Public Services PERCENTAGE OF UNDERUTILIZATION and OVERUTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/15/05 JOB CATEGORY B W H Asian NHlPI AllAN Two or More Races Officials/Administrators +2.6 + 14.3 +1.1 -0.9 0 -0.2 -0.7 Professionals -2.4 +27.5 +1.7 +3.3 -.02 -0.2 -0.7 Technicians* +2.5 +57.2 -1 -1.1 0 -0.3 -0.5 Protective Services -9.6 +12.8 -7.4 -0.4 -0.4 -0.4 -0.7 (Sworn & Unsworn - All A2encies) Para-Professional N/A Office/Clerical -2.7 -21.7 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft +14.3 0 -9.2 -0.4 -.01 -0.6 -1.6 ServicelMaintenance +19.5 +27.4 -8.9 -1.4 -.02 -0.2 -1 MALES See key and notes preceding tables. ,...........................................; Table Four, Public Works - Page 2 JOB CATEGORY B W H Asian NH/PI AllAN Two or More Races Officials/Administrators -2.3 -10 -2.8 -0.6 -.03 -0.1 -0.4 Professionals -4.4 -23.9 -1.2 +1 -.03 -0.1 -0.6 Technicians* -6.5 -44.4 -3.7 -1.3 -.05 -0.2 -0.9 Protective Services -3.7 +36.4 -1.4 -0.2 0 -0.2 -0.1 (Sworn & Unswom- All Agencies) Para-Professional Office/Clerical -6.5 +38.3 -0.9 -0.9 -.03 -0.2 -1 Skilled Craft -1.4 -0.2 -0.4 -0.4 0 0 -0.1 ServicelMaintenance -6.1 -21.3 -5.7 -1.3 -.01 -0.2 -0.9 FEMALES ........................................... IV. Analysis SOLID WASTE /GENERAL SERVICES PERCENTAGE OF UNDERUTILIZATION and OVER UTILIZATION by RACE and SEX CITY of CLEARWATER, FLORIDA WORKFORCE As COMPARED to AREA WORKFORCE Based on the 2000 Census As of: 10/lS/0S JOB CATEGORY B W oR Asian NH/PI AllAN Two or More Races Officials/Administrators -2.2 +47.6 -3.7 -0.9 0 -0.2 -0.7 Professionals -2.4 +25 -3.3 -1.7 -.02 -0.2 -0.7 Technicians* -2.8 +67.7 -3.6 -1.1 0 -0.3 -0.5 Protective Services N/A (Sworn & Unsworn - All Agencies) Para-Professional -2.8 +67.7 -3.6 -1.1 -.02 -0.3 -0.5 Office/Clerical -2.7 -4.8 -3.1 -0.6 -.02 -0.1 -0.5 Skilled Craft +12.8 -4 -8.1 -0.9 -.01 -0.6 -1.6 ServiceIMaintenance +43.9 -1.5 0 -14 -.02 -0.2 -1 MALES See key and notes preceding tables. ........................................... Table Four, Solid Waste/General Services - Page 2 FEMALES JOB CATEGORY B W H Asian NHlPI AI! AN Two or More Races Omcials/ Administrators -2.3 -33.8 -2.8 -0.6 -.03 +0.1 -0.4 Professionals -4.4 -6.4 -3.7 -1.5 -.03 -0.1 -0.6 Technicians* -6.5 -47.5 -3.7 -1.3 -.05 -0.2 -0.9 Protective Services (Sworn & Unsworn - All Agencies) Para-Professional -6.5 -47.5 -3.7 -1.3 -.05 -0.2 -0.9 Omce/Clerical -6.5 +26.3 -6.2 -0.9 -.03 -0.2 -1 Skilled Craft 0 -4.5 -0.9 -0.4 0 0 -0.1 Service/Maintenance -6.8 -25.8 -5.7 -1.3 -.01 -0.2 -0.9 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Appendix ill Description of Equal Employment Opportunity Commission Job Categories Addressed by the Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Description of EEOC Job Categories 1. Omcials and Managers: Occupations in which employees set broad policies, exercise overall responsibility for execution of these policies, or direct individual departments or special phases of the agency's operations, or provide specialized consultation on a regional, district or area basis. Includes: department heads, bureau chiefs, division chiefs, directors, deputy directors, controllers, wardens, superintendents, sheriffs, police and fire chiefs and inspectors examiners (bank, hearing, motor vehicle, warehouse), inspectors (construction, building, safety, rent-and-housing, fire, A.B.C. Board, license, dairy, livestock, transportation), assessors, tax appraisers and investigators, coroners, farm managers, and kindred workers. 2. 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. Includes: personnel and labor relations workers, social workers, doctors, psychologists, registered nurses, economists, dietitians, lawyers, systems analysts, accountants, engineers, employment and vocational rehabilitation counselors, teachers or instructors, police and fire captains and lieutenants, librarians, management analysts, airplane pilots and navigators, surveyors and mapping scientists, and kindred workers. 3. Technicians: Occupations which require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post-secondary school education or through equivalent on-the job training. Includes: computer programmers, drafters, survey and. mapping technicians, licensed practical nurses, photographers, radio operators, technical illustrators, highway technicians, technicians (medical, dental, electronic, physical sciences), police and fire sergeants, inspectors (production or processing inspectors, testers and weighers), and kindred workers. 4. Protective Service Workers: Occupations in which workers are entrusted with public safety, security and protection from destructive forces. Includes: police patrol officers, firefighters, guards, deputy sheriffs, bailiffs, correctional officers, detectives, marshals, harbor patrol officers, game and fish wardens, park rangers (except maintenance) and kindred workers. 5. Paraprofessionals: Occupations in which workers perform some of the duties of a professional or technician in a supportive role, which usually require less formal training and/or experience normally required for professional or technical status. Such positions may fall within an identified pattern of staff development and promotion under a "New Careers" concept. Included: research assistants, medical aids, child support workers, policy auxiliary welfare service aids, recreation assistants, homemaker aides, home health aides, library assistants and clerks, ambulance drivers and attendants, and kindred workers. 6. Administrative Support (Including Clerical and Sales): Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and/or information and other paperwork required in an office. Includes: bookkeepers, messengers, c1erk- typists, stenographers, court transcribers, hearing reporters, statistical clerks, dispatchers, license distributors, payroll clerks, office machine and computer operators, telephone operators, legal assistants, sales workers, cashiers, toll collectors, and kindred workers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7. Skilled Craft Workers: Occupations in which workers perform jobs which require special manual skill and a thorough and comprehensive knowledge of the processes involved in the work which is acquired through on-the-job training and experience or through apprenticeship or other formal training programs. hlcludes: mechanics and repairers, electricians, heavy equipment operators, stationary engineers, skilled machining occupations, carpenters, compositors and typesetters, power plant operators, water and sewage treatment plant operators, and kindred workers. 8. 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 buildings, facilities, or grounds of public property. Workers in this group may operate machinery. hlcludes: chauffeurs, laundry and dry cleaning operatives, truck drivers, bus drivers, garage laborers, custodial employees, gardeners and groundskeepers, refuse collectors, construction laborers, park rangers (maintenance), farm workers (except managers), craft apprenticesltraineeslhelpers, and kindred workers. NOTE: The EEOC Categories, 1 through 8, above, describe the EEOC code number found next to the City of Clearwater job classification titles in the following chart. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ADoendix IV External Recruiting Sources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 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