HomeMy WebLinkAbout1975-05-12 185 AC ORDER185 Ac
latroduced by Councilor 800cy, May 10, 1975
CITY OF BANGOR
(TITLE.) (JDrhr,.AAqp._4on of Affifaa.ti a Action Program .. .............
By Be City Cement of Be My of Basses.
ORDERED,.
TEAT the City Council desires that the City of Bangor take such
affirmative action as is necessary to enforce and prmoote the policy
of egwl employment opportunity by implementing a continuing program
which will prevent any unlawful discrimination.
A copy of this program is on file with the City Clerk.
Fi
185 Ac
latroduced by Councilor 800cy, May 10, 1975
CITY OF BANGOR
(TITLE.) (JDrhr,.AAqp._4on of Affifaa.ti a Action Program .. .............
By Be City Cement of Be My of Basses.
ORDERED,.
TEAT the City Council desires that the City of Bangor take such
affirmative action as is necessary to enforce and prmoote the policy
of egwl employment opportunity by implementing a continuing program
which will prevent any unlawful discrimination.
A copy of this program is on file with the City Clerk.
IM CITY COUNCIL
May 12, 1975
eassee. -
CITY CLEW
Title,
Ad tion of Affivmative Action
�c9ca
......................................
Introduced d fi by
. .
iLnan
REECEIVM
M?5 MR -8 &M.10:�5E
CITY CL ERM'S OFFICE
IIr rr ag Nerp, McINE
185
Ac
ORDER
5�
Title,
Ad tion of Affivmative Action
�c9ca
......................................
Introduced d fi by
. .
iLnan
REECEIVM
M?5 MR -8 &M.10:�5E
CITY CL ERM'S OFFICE
IIr rr ag Nerp, McINE
w
CITY OF RANCOR
AFFIRMATIVE ACTION PRCCMM
The follouuig plan for providing equal employment opportunity is hereby approved by the
City Conseil of the City of Conger for the use of the City Manager in the administration
Of. personnel activities for ell employees of the City, pursuant to Chapter IIs Article
B of the Laws and ordinances of the City of Bangor.
1. The City Council of the City of Bangor reaffirms its desire that the City
employ without diecxdminetlon an the basis of r colors religion sex,
national origin or age, the best qualified persona who are statistic at
the salary levels established, for City employment.
2. The City Council of the City of Seeger recognizes its obligation and
responsibility to comply with the provisions of the Equal Employment
Oppoatmdty Act of 1972 (P.L. 92-261), emending Title VII of the Civil
RigAActhts Mt of o4 972 (5�9nsg F4571),@ s Indeed,2000 E at 9ewhich pat and Mts dSecuman a�tio,tia
in employment on the basis of race,. color, religion, sex, national origin
or age.
3• The City Council oY the City of Bangor being an applicant for federal
financial assistance under Section 101 et seq of the Housing and Community
Development Act of 1974 (P.I.. 93-383, 42 USCA 6 5301 at seq), further
recognizes its obligation and responsibility to comply with the provisions
of Title VI of the Civil Eights Act of 1964 (P.L. 88-352); Title VIII of
Civil Eights Act of 1968 (P.L. 90484)1 Section IG9 of the Housing and
Community Development Act of 19691 Executive Order 112461 Executive Order
11063; and any other federal regulations issued to implement the authorities
cited, which prohibits discrimination an thebasis of race, color, national
origin or sex with respect to the enjoymw.nt oY sash assistance.
4. Therefore, the City Council of the City of Bangor, desires that the City
take such affirmative action as is necessary to seems and promote the
City Councilas policy of equal amploymerh. opportunity by impleventing a
Continuing program which wills
a. Prevent arq wJswful discrimination in advertising, recruitment,
hiring, layoff, termination, upgroding, demotion, transfer, compen—
sation or other terms, conditions or privileges of City employment;
b. Determine whether any qualified a Sicmmta or employees ere being
subjected to unlaMhl discrimination because of race, color, religion,
sex, national origin or ages and. provide for appropriate corrective
action;
C. Identify and correct those techniques, procedures, end results of
personnel actions aidch have or may have an adverse effect upon the
employment opportunities or status of such applicants or employeasl and
d. Achieve the fullest and most effective utilization of skill¢ which
may be identified and developed among all City employees, for the
purpose of rendering better service to the residents of the City
of BanCar.
II. DIBSEt4NAMON OF BPMSOY4ffiIT POLICY
1. To insure that these policies are unlerstoed by sll currant and potential
employees a the City, and to announce the City Councills full camndtment
to the employment policies set forts in the precedinC paragraph, these
policies shoaid be given the widest possible exposure.
2. Irdarnal Dissemination:
a. The City Manager mill issue a written statement to all supervisory
personnel reaffirming these policies ami announcing a personal
emmdWment to its entoroement.
b. Notice of these policies will be posted in conspicuous pl es aid
published as part of the city of Bangor Personnel Aures ani H gulstione.
c. All personnel in charge of the screening, selection, hiring, and
promotion a applicants or employees will be issued written guide-
lines providing for uniform Droae uxes for compliance with these policies.
d. The cooperation of nli collective bsrgainin units mill be solicited
in achieving sdherente to the nondiscrimination clause in the City of
Bangor's labor agreements vie the affirmative action program.
e. Specific implications of these policies will be disemssed periodically
at departmental and staff meetings.
t. External Ddasem notdona
a. Not!" of these policies shall eccompay ary and all requests made to
public ad private emplopemt ageaeies far referral of applicants.
b. Notice of these policies will be sent to any secondary xheola,d
college or university placement services mho deaire information so
available job openings with the City.
c. Notice of these policies will be sent to local chapters of regional
he national ndmrity ard women's organizations who may desire to
refer applicants for specific positions with the City.
d. All advertisements for job spacings not flll in-house will continue
to be plated in a local neapaper a general circulation with the
statement, "An Equal Opportunity Employer^ included in such aivertdse-
matts.
III. RgBPONSIBIIITY FOR IlWIEpgN'TATION
1, The City Manager holds prima r responsibility for the operation ani success
a the affirmative action program. This respaufbility may be delegated to
the Parsornel Director, or other esecutive, to act as the Equal Opportunity
Officer.
2. The Equal Employment Opportunity officer's responsibilities will Include,
but shall not be limited to, the following:
U Managing the orgondsation, implementation, and all continuing aspects
of the affirmative action program, and acting as liaison between the
City and the commmdty.
b. Dissemination of current EW Policy information and guidelines, and
interpretation of state sad federal requirements as they may apply
to City personnel.
C. Working with departments and supervisory staff responsible for making
personnel transactions to identify and correct problem areas in the
application of M guidelines to specific employment practices of
the City.
d. Maintenance of records, reports, and documents relating to recruitment,
hiring, ]Merviewa, disciplinary action, Promotion, demotion, transfer,
termination, and other transactions in order to comply with state and
federal recordkeeping requirements, and to monitor M compliance
within the City. -
a. ID tinting remedial action to improve the effectiveness of the program
or to correct any unlawful employment practices which may be brought
to notice while mohitoring ompliance or hurdling employee grievances.
f. Audit and evaluation of the affirmative action program's overall
effectiveness in terms of improved utilisation of minorities and
women where necessary in specific functions, job categories, or pay
ranges.
g. Reporting. to the City Manager when necessary ary findings and reewm�enda—
tions for enforcing compliance with the program, sad to aid the City
Manager in sdvisfrg the City Council of needed changes in parsomel
polity.
3. Each departmenh bead, division Mad, or supervisor charged with the scramingt
selection, hiring, and promotion of applicands or employees in the City service
will be responsible to the City Manager for:
a. Prea%aU n of unlawful discri,d,na+a.m and m4oroement of the City
Council'e equal employment opportwity Policy with respect to all
applicants and employees in all terms, conditions, and prlvileges of
City emPl%meat.
b. Identifyim and reporting to the M Officer problem areas in the
interpretation or application of policy guidelines, and ary charges
or grievances involving alleged discrlmfnstim aml the manner in which
they were remedied or dfamlased.
c. Maintenance of ouch records, reports, end documents ss the Sgt officer
may require in order to conform to the recmdlceeping requiremants of
state and federal law, and to assist In the evaluation of Ego caupunce
and Progress.
d. Review of job descriptions• selection techniques, requirements and
compensation far employment, end working conditions to insure that all
individuals are given full opportunity for employment, training, and
p tion according to merit principles directly related to suecessfti
performance oP the jobs involved, and are fairly compensated according
to Such performance.
IP. PROFILE OF CURRENT wow FORCE AMB UTILIZATION ANALYSIS
^Wdarutiliaation• is defined by the Office of Federal Contract Compliance so
having fewer mineritdes or women in a particular job category then would reasonably
be expacta3 by their availability. To detemdne the extent of and to eldrimate and
urderutilizatiw the City of Berger (the municipal corporation) has developed the
following work force profiles, utilization analysis and employment goals. It was
attempted to use the most ap—todate SrSometion soot se as to sent the
beet possible descriptions and goads. For data on theretire
pre
tire City—wide were force,
the most compiabanaive source was the U. S. Census (1970) "General Social. and
Economic Characteristica^ for Maine; another useful source was a compilation by
the Maine ➢apartment of Mauprear Affairs, entitled ^Haman and. Minority Manpower
Statistics" (1974). For data on the municipal ('City of Bangor^) work force, the
City Persanvel.lilrector compiled and categorized the pertinent information from
Us files to supplement the Local Government Information Report (E ).
Appendix A profiles the City—wide work force, while Appendix B profiles the municipal
work face. In the first analysis, comparisons were made between the utilization
characteristics of the City—wide work force and, the municipal work force. The
"Utilization Indicators^ are obtained by finding the difference between the City—
adds profile percentages and the profile percentages for the municipal employees.
For example, i�n� the ^Olficials�Admiaistratorou category, the female utilization
"Ci.tyator ar (i o$). r(Re arrived ttoo Appendisubtracting
x ars r source 01%
data,)
Total^ (10.3£) from the _
city of Bangor: Amlmee Profile Analysis (Extemal)
Females Negroes
Util. Indicator Util, Indicator
OPfinials�Adminiatratora —
a Included in Professionals Category.
64%
010
Pmfeesiodis
—23.1%
Technicians
+ 2.06,
Protective Services
— L5,6
0.0
Para mfessimals
+44.2$
+ 4.1$
OPnce/cloical
— 4.3}
+ 1.06,4
Skilled Craft
—6,8%
— 0.5}
Servlce�Fiaintenence
-42.2%
010
TOTAL
—24.2%
+ 0.12
a Included in Professionals Category.
This anal7sis would serve only to indicate to what ertent imbalances emst in the
municipal work force. A positive pementage indicates that there is a proportionately
larger number of people working for the municipality in that particular group (,eeom
or Negroes) in that particular job category (Professionals: Techxnicfane, etc.) then
them is in the City-wide pork tome. The only significant area of over utilization
shown hem is in the utilisation of females in the 'Pere-PreYesalmals^ category,
hot in the following anatvsis it may be seen that femalm are also overutilized
In the 'Office/Clerical, field. A zero percentage in the above analysis indicates
me of two things: 1) them am an individuals in that Cheap employed in that
category, or 2) the distribution is equal between the municipal work force do that
category and the City-wide work lone (equilibrLm comiitian). Finally, a negative
percentage indicates that there is umer-utilization by the mm:icipality of persons
in that group had category, hot wir in respect to the availability of persona In
the City-wide work force. Attempts ware not meds, to determine if than are patterns
of discrimination within the City-wide work Yome, as necessary data is not mail-
able and such a search would be beyoM the scope of this study.
In sum, this analysis demonstrates that the most serious employment problem in the
City of Bangor is a significant under�utiI ization of women as manifested by the
-24.2% utilization indicator. Specific problem erects clearly are in the ^Pr'r-
fessionales (-23.1,4) and ^Service/Maintenance^ (-42.2,%) categories. The analysis
also demonstrates that the employment of minorities does not involve any significant
utilization problem] as Negroes and other m ritim (Spanish Americans, Orientals,
American Indians ard others) constitute little more than are percent of the entire
City-wide work tome, it is felt that employment of persons in these groups in
terse of eastern is not as, significant a problem as correcting the imbalance be._.
temomalm anal females in the municipal work form. There does exist, however,
a substantial econcad.c ndnority of low income residents. While in many ere
the teras slow inmae^ and minority" may be synoromoue, the low concentration
of minorities prevents such equation In the City of Baader, The City Council of
the City of Bangor recognizes ^low innomes persona, especially minority low
income persons, are vulnerable to illegal discrixdaatory employment practices.
Therefore, the City should place particular emphasis in its Affirmative Action
Plan an improving the employment opportuni.tias mW practices in the City of Bangor,
with regard to such minorities.
In the following analysis of the City of Bagor employee profile, for lack of
better or more conclusive data it was seemed that the percent at women employed
in the City-wide work force represents the total number of esplayable wmaem in
the entire City{ this percent is called the ^Equilibrim Point^ and illustrates
the imbalance existing in the municipal work tome.
Citv of Baueor: Bmelovee Profile Analysis (Internal
(YIP = Work Force)
Females as,
Equilibriun
%
of a
Point
Difference
Officiale/Adninistratom
10.3
41.7
-31.4
Professionals
26.0
41.7
-15.7
Technicians
17.3
41.7
-24.4
Protective Services
1.0
41.7
-40.7
mmrofmstonals
75.0
41.7
+33.3
Office/clerical
65.0
41.7
+23.3
Skilled Craft
0.0
41.7
—41.7
Service/Naintenance
5.8
41.7
—35.9
TKn AL
17.5
41.7
—24.2
(YIP = Work Force)
It is clear from the above analysis that there is a great disparity between
the mwdcipallty's utilization of man and women in six o£ the eight categories
sad overall. Agafa, it may be seen that the Para -Professionals mod Office/
Clemial categories show over-atilization of women, but this in the future
could work to the City's advantage as women in these categories could be
patented to positions and categories in which they are presently underutilized.
In sheer ambers slash, the "Skilled Craft", 'Protective Services", and "Service
Maintenance, categories are in most need of increased female employment to bring
about equalized utilization, But the net= of municipal functions aur of the
labor market impose certain problems. For instance, the City Personnel Director
has stated that there are few females interested in or qualified for positions
in the ^Protective Services, category; this is evidenced by the fast that he
has never received an application from a female for a position in the fire
daparowsatt and by the fact that of the two women (which is unusual to have any
females at all) who applied for employment in the police department during the
past year both scored extremely law on the Civil Service exam administered to
them. (The Civil Service same is currently being reviewed to eliminate way
possible nen-job related or sex -bias material.) The Personnel Director also
maintains that he has never hal an applicant for skilled or manual labor employ-
ment with the Public Works Department, wddch accounts for the low number of
women in the category. As norther explanation of why
there are so few women available to be employed by the City of Bangor in the
Servim/Mair oruwhce and Skilled Craft eategordes, the Persoarsl Director at
Eastern Maine Vocational Technical Institute, located in Bangor, has stated
that approximately 22% of the students are females of whom nearly all are em
rolled in medical -related Programs (i.e., somingv laboratory techrology. X-ray,
etc.); he said that the remainder of the women are in the business administration
program with very little interest shown in other fields, such as heavy equipment
operation, carpentry, welding, and share,
Therefore, vAile the City of Bangor will continue to actively recruit women for
positions in the Protective Services, Skilled Crafts aM Seruice/Nai:dznance
fields, the City finds it would be moxa realistic to set high goals for females
Utilization in the categories of "Professionals",
avl ^Teckuniciane^. Although these three areae account for only one-fifth (131)
of the Positions in the mrdcipal work force and the turnover rate is not as
high as in other areas, the positions in these categories would have certain
strong incentives, such as 1) having mom appeal in general as they would
tend to entail greater responsibility sad be hipper on the pay scale; 2) being
mom readily available to woman In the work force (ouch as those in the Para -
Pm. essioaal and Office/Clerical positions) or who vi l be entering the work
force than jobs requiring manual or skilled labor; and 3) affording woman
mom iuput into the policy-making area of Bangor city goverament,
Since these are only preliminary findings end tentative canclusions, this analysis
will be updated perlodicaUy as more information an the availability of qualiiled
personnel becomes reliable in determining hat is proper, utilimtion.
It is estimated that if the total municipal work fame were to reflect the balr
soh between males end females in the entire City work force, and if the municipal
work fame were to remain at its present level of permanent employees, than
approximately 150 positions presently held by men would be assigned to women,
both through prosetiona aril appointments. An evidenced by the table below, this
goal conceivably could be reached do two years if virtually all of the job openings
acne fillei by omen during that time period. But, ae was mentioned before,
mtnicipal government operates ender certain constraints which absent surely
Preclude this goal. of equality in two years.
City of Bangor: Personnel Turnover
m M2. 227A Me
Ave. No. of Petmo ant Employees
555
572
625
631
Appointmerhs Processed
92
89
193
51
Separations Processed
64
87
121
73
Turnover Rate
12%
15%
19%
12%
*Estimate
92x
0.0
56%
41.7
NOTES Between 1972 and 1974, the City of Bangor required the airport
operations (appeoxlmately 50 employees) as a City department,
amounting for the large increase in pecmaneM employees during
that Period.
The three most prominent areae fns which women have been shut—outs more often
by self ehoiee then design, again are Protective Services, Skilled Craft, soil
Service/Naintenarre, aril these three categories represent approximately 60% of
the municipal work force. tnless dramatic changes occur in the vocational
interests of women, it will be extremely difficult to bring about equal util—
ization of women to these job Categories ant in tine overall municipal cork
force because a this concentration a jobs in these categories. However, it
shoubd be reiterated that it is very feasible to make an effective effort at
better utilisation of women in the other three onto¢ones mentioned beforei 1)
OfiYcia]w�Admird.etrators, 2) Professionals, and 3) Technicians. It is sterna
bedow how the inequity of female utilization in these categories could be
remedied at Present employment levele.
City of Ban&ore Hinlnvment Coals for Women
Total Presently Evloyei
Females Presently Fsployed
Category ^None^
Females Needed to Meet Category Nona
Percent Increase
mtyf a ^Norm,
Females Needed to Meet City—wide Nona
Percent increase
Officiabs%
Admin,
Prof.
Tech.
Tots].
29
50
52
131
3
13
9
25
17.0
49.1
15.3
34.9
5
25
9
39
66%
92x
0.0
56%
41.7
49.1
41.7
44.2
2
25
21
58
300%
92%
122%
132%
In this analysis. Category "Norm, refers to the category percentage for employ-
ment of females in the Cdty�dde work Pore, d:Lla the Citywide "Norm" refers
to the 414$ figure (total number of women employed as percent of the City-wide
work force). If the latter goal mere attained (i.e.. Females Needed to Meet
Cityti a Norm m 58 women. or 33 additional women in the three categories)t
then woman would hold 44% of the positions in these three categories, as opposed
tc the present 19.4.
As was previously stated, the turnover rate in the three high priority categories
(CEYiciaLi/Admirniatratora. Proteasionais, toil Technicians) is low because of the
greeter attractiveness of the positions and may be even lower in the following
years due to economy factors. Chat to the enavailabdlity of comprehensive City
personnel recordav it is difficult to determine the turnover rate in these
categories and consequently to set an exert timetable for integrating females
into the work force. Howevert, from available information concerning hiring
during a recent seven month periodo it fa possible to aseertain that of the 61
appointments (including prmottona sol changes in status from temporary to
permanent employees) made during that time. 59% (36 appointments) were in the
Protective Snatcea: Skilled craft, and service/Rfaintenence categories, d le
only 1006, (6) of the appointments were in the Offiriais/Adridniatratorsa Prmfes-
sionale, and Technicians categories. From this data, it may be projected that
from ten to twelve appointments are male armoal1y in these latter three categories.
Thereforeq a time period of fiat years starting June 1. 1975 may be tentatively
set for meeting the target of 33 additional women in the high-priority categories
(CPPicials/Admird.etratorsr Prfessienals. sed Technicians). The timetable for
appointment a women to positions fn these categories to equalise the emphw meet
situation is as follows: 1) 1975: 6 female appointees. 2) 1976-7> 1977-8:
1978-9: 7 Panale appointees. and 3) 1979-8D: 6 fema r appointees, thus meeting
the total of 33. This increased utilivatiw of women by the Cityof Bangor would
present a better balance between men sell women in the municipal work fere:
particularly since the change will sees" in positions having further influence
over municipal employment policies.
These goals are based upon the data gathered for the preceding section enditled
'Trunle of Current Work Fora and Utilisation Ana;ysisu. Any significant
changes in such information resulting from changes in the work force or improved
data gathering techniques.will be rafltoted in changes in these employment. goals.
L Current Programs:
a. Job�Descrition review ad update has been so ongoing practice of the
City 4 some time. Cur Position Classification Manuel describes each
permanentv budgeted position in terms of the 'Distinguishing Featurea
of Work; Illustrative Examples of Workg RequirameMs of Work; ani,
Desirable Experience and Training."
The City has been reviewing all job descriptions to locate std remove
artifical barriers to employment or promotionv. especially educational
end physical requissa ante, doich are not demonstrably Jo�relrted.
Positions for which no job description currently exist have been located
and new descriptions arabeing drafted in consultation with employees
and supervisors involved with the job.
Positions where responsibilities ars swstanbiaUy equal, but under
different job titles and pay grades, have been combined under a wage,
effectively upgrading the lower grade position to a level c�nansurate
with the actual work performed.
b. A study is being undertaken wmerning Civil Service reform for moaners
of the Police and Fire Departments wbo are selected, promoted, and
disciplined according to the Boles of the Civil Service Comlasion.
More stringent age and edncatiw.al requiremente, as well as mfNmum
height and wadPJrt requirements, for mane¢ in the Police and Pira
Departments are being considered for r'amOval from the Civil Service
Ordinance, and new mirwmm requirements are being recomnereM,
A revised ordinance is being prepared which rill substantially alter
the role of the Civil Service Commission so that employment practices
in the public safety departments may be montored and caafoxm with
uniform equal employment opportunity gridelines of the May,
The use of certified lista, prepared in order of rank from standaxdt
testa, may be diswmt*mwd so that selection for appointment and pro -
action can be made from a broader range of eligibles with more attention
to prior service, educations and special qualifications related to the
jobs involved.
c. Personnel Adm stratiw is carried on oder a general policy statement
covering attendance, fringe benefits, grievances, traimd.ng, ani other
aspects of employment, which is reviewed contimmovsly.
Sack department has been infomr4 that employses who must be absent
due to maternity mlll be considered temporarily disabled for purposes
of using accrued sick leave ad continuing to receive full insurance
coverage.
Application forms are being revised to walude inquiries about race,
ser., marital status, national origin, arrest recorrle, umber of cbiSdxn
sed City residency to preclaw considetatimr of non -job related factors.
2. Projected Programa:
a. &xavitment end Selection procedures -must give fair notice to nPrali rod
minorities and women that the City is genulnei_v i costed in considering
them for euployment, and mast further insure that such qualified q Uaanw
All not be ^screened out" we to inefficient selection techniques or
because of onreawneble or artificial barriers having no job-releted
purpose. Therefore the City will:
Contiuuwsly review its job descriptions to determine the validity o.'
job requirements in terms of actual Work performed;
Study all written tests so far as is practicable in accordance with gWC
guidelines to reasonably determine their validityv ad ebere this is
not practicable, mmhasis on such test results will be mintmizedg
Formulate uniform procedures for making prs-employme¢t inquiries ami
developing tecMlquw for monitoring the conduct and results of dnterviewsi
Where a formal regional or nationedlo neaten is being conducted, and
existing recruitment avenues may not be relied open, nnnority and
mnments organizations will be notified of avail.oble positions with
the city;
Maintain contact with the Maine State Employment service and other
jab placement services to insure the widest possible notice of job
openings to lox income peopled
Cdxrvlabe applieutions among departments having openings for jobs
similar to these originally applied for by applietmter to give Manassas
consideration to all individuals whose skills may be used by the City;
Monitor the results of all selection procedures and detenmte the
eraspons for abjection o4 applicants to in urs that all individuals
ropsrly considered and evaluated for the ,job,
b. promotion arm Pograddrvt policies must effectively recognize skilled
personnel at �e'uel ed provide maximum incentives for se]f-
improvement. Career paths most be widened and i ervice training
expanded to provide for the fullest utilization of personnel and
reduce toraevar. Therefore the City will:
Review and imp a Performance Rating Reports son other job evaluation
techniques, to insure fair and. objective consideration of candidates;
Maintain and enforce its policy of advertiai.ng job openings in-house
before an outside search is undertaken, to provide better opportunity
for edvenoemert through transfer and promotion to current employees
of the City;
Improve and expand in-service training and institutional training
opportunities for City personnel to develop and imp a skills at
all levels;
Identify ani actively ereaurage qualified or qualifiable minorities
ad semen to advance into administrative, tecbsical, and professional
positions shore they may presently be under utilized;
Analyze and restructure jobs ehdch presently provide limited opportu-
nities for mivauemeni, and construct "bridges" between laxer level
clerical end service positions and. the more desirable tecMicall
skilled, and administrative positions.
4fI. iNT6fNNL MIT AND EVA TICK
1. The City will maintain such records as are needed for completion of the State
and meal Government Information Report (MD4)t as well as such records of
personnel transactions as are needed to monitor and evaluate its recruitmento
selection, promotion, demotion, sod upgrading progress according to functiong
job category, roes, sex, and pay range.
2. The City will carefully review its animal EDD-4 Roberts, together with sect
data on applicants for employmem. and candidates for promotion or trenbfero
at each times as is necessary to properly evaluate program effectiveness.
3. Caere the City Manager finds that no significant progress has been made in
improving the utilization of minorities and women In selected job Categories,
pay ranges, or fumtieo in spite of what may reasonably be expected by
their respective qualifications and availability, the nature and extent of
each defieiemies will be promptly identified and appropriate corrective
action eull be reeommended to the City Coencil.
4, The City Comncil till at such time set upon the City Manager'a recommerdats.ona
by. requiring sash further action as in its judgment will beat advance and
arfoice its policy of equal employment opportunity, and may provide for the
attainment of such specific mmearical Vale as the City Coumil shall
determine trill represent prefer utilization of minorities and wrtwrn in City
employment.
APPBMDI% A
Total Male ,S Female % Negro % Amer. % Races
O Acia /Administrators
1.414 1:174 83.0
2-00
17.0
0
0.0
0
0.0
0
0.0
Professionals
1.934 984 50.9
950
49.1
6
0.3
le
015
9-
0.4
Technicians
1A5 89 84.7
16
15.3
Protective services
197 192 97.4
5
2.5
0
010
0
0.0
0
0.0
Para rofessionals
1:501 1:038 69.1
463
30.8
$
0.9
13
0.8
9
o.6
Office clerical
2:352 689 29.3
1:663
70.7
1
0.04
8
0.3
u
0.4
Sul Il Craft
1.206 10124 93.2
82
6.8
18
1.5
17
1.4
4
0.3
Service�Meintmmce
3:426 1:782 52.0
1:644
49.0
m
0.6
0
0.0
4
0.1
TOTALS
12:135 7:072 58.2
5:063
"7
59
0148
48
0.4
37
0.3
* C included in category B
Nock Force:
1) Wite (II luding Span. Amer.): 12:039
2) Male: 7:072
3) Female: 5:063
4) Megan: 59
5) other Races: -37 (ineludi�
Oriental
sad
Americm
Inlim)
Source:
U. S. Census (1970)
l
APPF.C®S% B -
CSM OP BAN i PROFILE OF CTM EF@IOI885
Total
wide
Y,4
ty
0%
City Male
Total
Famalo
Total
wile
(W)
Total
Officials/AtlmLSetratcrs
29
2.0 26
89.6
83.0
3
10.3
17.0
0
0.0
0.0
Fmfessionals
50
2.5 37
74.0
50.9.
13
26,0
49.1
0
0.0
0.3
Teol is
52
49.5 43
82.7
8"7
9
17.3
15.3
•
-
-
Protective Services
118
59.9 ll7
99.0
97.4
1
1.0
2.5
0
0.0
0.0
Para -Professionals
20
1.3 4
20.0
69.1
15
75.0
30.8
1
5.0
0.9
office/clerical
90
3.8 30
33.3
29.3 -
59
65.0-
70.7
1
1.1
0.04
Skilled craft.
108
8.9 107
99.0
93.2
0
010
6.8
1
110
115
service/Maintenance
155
4.5 145
93.5
52.0
9
5.8
48.0
i
0.6
0.6
Tates
622
5.1 509
n,a
58.2
109
17.5
41.7
4
0.6
0.48
* C
ineladed in category N
Work Force:
1)
White: 6le
a) Male: 509
D) Female: 109
2)
Negro: 4 (3 Male.
1 Female)
3)
sPani.sh N riem:
Motu
4)
Other Races: None
City of Bangor: General Demographic Statistics
APPENDIR C RACE
Note: lata on Ethnic Groups Not Available
' 7
Source: U. S. census (1970), Block Statistics
i
AGE
One
I With
-,
%$
625
in
person
Fesale
I
Median
under
Years
group
lUnSa-
head of
Caneus Trecte Total
Male
Female
White
Ne
Other
18
& over
quartera
holds
Faly
city 33,168
15,749
19,419
32,655
331
206
29.2
31
15
9
2,138
1,143
- 1 349
NA
NA
NA.
r
NA
NA
30
34
17
98
9
2 31953
NA
NA
NA
17
NA
NA
28-
20
6
405
195
3 4,585
NA
NA
NA
2
NA
NA
23
24
27
189
123
4 3,610
NA
NA
NA -
9
NA
NA
33
15
1
285
117
S. 4,608
NA
NA
NA
_ 46
NA
NA
31
15
3
373
133
6 2,859
a
NA
NA
57
NA
NA
27
21
4
377
- 130
7 - 3,984
NA
NA
NA.
5
NA -
NA
31
- 16
0
235
110
8 . - 491 -
NA
NA
NA
15
NA
NA
2
8
89
4
- 0
'-" 9 5,420
NA
NA
NA
162
NA
NA
49
- 5
1
- 75
264
10 - 653
NA
NA
NA
13
NA
NA
1
0
100
0
0
11 2,858
NA
NA
NA
4
NA
NA
35
9
0"
96
62
Note: lata on Ethnic Groups Not Available
' 7
Source: U. S. census (1970), Block Statistics
i