EEOP Short Form

EEOP Short Form

Tue Oct 12 10:44:53 EDT 2010
Step 1: Introductory Information

Grant Title: Edward Byrne Grant Program Grant Number: 2010-DJ-BX-0553
Grantee Name: Taney County, Missouri Award Amount: $27,265.00
Grantee Type: Local Government Agency
Address: 132 David Street
Forsyth, Missouri
65653
Contact Person: Maggie Noe Telephone #: 417-546-7276
Contact Address: 266 Main Street
Forsyth, Missouri
65653
DOJ Grant Manager: Veronica Munson DOJ Telephone #:

Policy Statement:
Taney County, Missouri will provide a work environment that is free from discrimination, including harassment, based on
race, color, national origin, religion, sex, age, or disability. The prohibition against employment discrimination and
harassment may extend to conduct that employees are subjected to from vendors, contractors, customers, or others who
enter the workplace. Unlawful discrimination may include, but is not limited to, employment actions related to recruitment,
examination, transfer, appointment, training, promotion, or the administration of employee benefits. The County may give
a veteran's preference in employment to those who may be eligible under applicable state statutes. The County is
committed to complying with all applicable federal, state, and local civil rights laws that pertain to employment.

USDOJ, Office of Justice Programs, EEOP Short Form page 2 of 8
Step 4b: Narrative Underutilization Analysis
The County's Human Resources Department (HR) reviewed the Utilization Analysis (comparing the County's workforce to
the relevant labor market), and noted the following:

1. Taney County underutilizes white females by 43% and overutilizes white males by 49% in the job classification
category entitled Service/Maintenance.

2. White females were under-represented to a lesser extent in the category of Officials/Administrators (-18%).

3. White males were under-represented in the category entitled Administrative Support (-25%).

Although the Utilization Analysis Chart and the review by staff indicated other instances of under-representation, no
percentages exceeded 10%. Further, the limited numbers of employees In each category made it difficult to draw any
reliable conclusions regarding underutilization. In fact, the actual numbers indicate that Taney County does not have an
underutilization problem other than in the three above-numbered categories.

Step 5 & 6: Objectives and Steps
1. To encourage females to apply for vacancies in the Officials/Administrators and Service/Maintenance
categories.
a. Our organization will review all employment organizational data related to the Officials/Administrators and
Service/Maintenance job categories to identify any issues that may pose barriers for women (e.g. review the records
of exit interviews of former employees; examine applicant flow data for recent vacancies; review job posting and
advertising practices; determine whether there are In-house career paths; evaluate the hiring, retention, and attrition
rates for particular positions or for particular offices or regions).
b. Based on the internal review of employment data, we will design an action plan within six months of the date of
this EEOP to attract more women to the Officials/Administrators and the Service/Maintenance job categories in
Taney County. Within 12 months of the date of this EEOP we will review our action plan and evaluate our progress.
c. We will educate elected officials and department heads regarding the need to look beyond traditional or historic
preconceptions regarding gender preferences for Officials/Administrators and Service/Maintenance job categories.
2. To encourage males to apply for vacancies in the Administrative Support category.
a. We will educate elected officials and department heads regarding the need to look beyond traditional or historic
preconceptions regarding gender preferences for administrative support jobs.
b. We will include in our hiring advertisements for adminstrative support positions that the position will be filled based
upon qualifications and without any preference to applicants of one gender over another.

Step 7a: Internal Dissemination
1. The County's Human Resources Department (HR) at its briefings for employees, as well as at its orientation program
for all new employees, will include a discussion of the EEOP Short Form and inform County employees that a copy is
available to them from HR upon request.

2. HR will post a PDF file of the EEOP Short Form on its website on the internal electronic communication system for the
County.

3. HR will keep two bound copies of the EEOP Short Form on display in the main HR office at the Taney County
Courthouse.

4. HR will include a written notice In the new county employee manual, explaining how employees may obtain a copy of

USDOJ. Office of Jusllce Programs, EEOP Short Form page 3 of 8
the EEOP Short Form.

5. Within 30 days of receiving the Justice Department's approval of the County's EEOP Short Form, HR will send an
email to all email addresses on the county system informing employees that they may obtain a copy of the EEOP Short
Form by requesting a copy from the HR Department. This information will also be included in a hard copy message
attached to each employee's paycheck envelope.

Step 7b: External Dissemination
1. The Human Resources Department will include a written statement in all job announcements and other
communications with prospective employees to notify them that they may obtain a copy of the EEOP Short Form on
request.

2. Taney County's Purchasing Department, in consultation with HR, will provide written notice to all vendors and
contractors that they may obtain a copy of the County's EEOP Short Form on request.

3. The Information Systems Department, in consultation with HR, will post on the county's public website a PDF file of the
EEOP Short Form that any user may access and download.

USDOJ, Offioo of Jusllce Programs. EEOP Short Form page 4 of 8
 Utilization Analysis Chart
Relevant Labor Market: Taney County, Missouri

Male Female
White Hispanic or Black or American Asian Native Two or White Hispanic or Black or American Asian Native Two or
Latino African Indian or Hawaiian More Latino Afiican Indian or Hawaiian More
Job Categories
American Alaska or Other Races American Alaska or Other Races
Native Pacific Native Pacific
Islander Islander

Officials/Administrators
Workforce #/% 10m% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 3/23% 0/0% 010% 0/0% 0/0% 010% 0/0%
CLS#I% 1,735/55% 1010% 010% 2011% 15/0% 010% 0/0% 1,300/41% 20/1% 410% 4/0% 30/1% 410% 010%
Utilization #1% 22% ~O% 0% -1% ..0% 0% 0% -18% -1% -0% -0% -1% -0% 0%

Professionals
Workforce #1% 4/36% 1/9% 0/0% 0/0% 0/0% 0/0% 0/0% 5/45% 010% 010% 0/0% 0/0% 0/0% 1/9%
CLS#/% 1,080/45% 15/1% 010% 15/1% 010% 0/0% 0/0% 1,260/53% 20/1% 0/0% 4/0% 0/0% 0/0% 0/0%
Utilization #1% -9% 8% 0% -1% 0% 0% 0% -7% -1% 0% -0% 0% 0% 9%
Technicians
Workforce #1% 2150% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 2/50% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0%
CLS#I% 140/38% 0/0% 010% 0/0% 0/0% 0/0% 0/0% 225/60% 4/1% 010% 4/1% 0/0% 0/0% 0/0%
Utilization #/% 12% 0% 0% 0% 0% 0% 0% -10% -1% 0% -1% 0% 0% 0%
Protective Services: Sworn
Workforce #1% 44/85% 0/0% 0/0% 0/0% 0/0% 0/0% 3/6% 4/8% 0/0% 0/0% 0/0% 0/0% 0/0% 1/2%
CLS#/% 255/91% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 25/9% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0%,
Utilization #/% -6% 0% 0% 0% 0% 0% 6% -1% 0% 0% 0% 0% 0% 2%
Protective Services: Non-
sworn
Workforce #/% 01 01 01 01 01 01 01 01 01 01 01 01 01 01
Civilian Lahor Force #/% 4/100% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0%,
Utilization #1%
Administrative SUDDort
Workforce #1% 417% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0% 55/92% 010% 0/0% 0/0% 0/0% 0/0% 1/2%
CLS#I% 1.700/31% 40/1% 4/0% 25/0% 410% 0/0% 0/0% 3.600/66% 8/0% 0/0% 30/1% 20/0% 010% 010%
Utilization #/% -25% -1% -0% -0% ...Q% 0% 0% 25% -0% 0% -1% -0% 0% 2%
Skilled Craft
Workforce #J% 28/93% 010% 0/0% 0/0% 0/0% 0/0% 010% 217% 0/0% 0/0% 0/0% 0/0% 0/0% ·0/0%
CLS#/% 1,875/94% 4/0% 0/0% 10/1% 10/1% 010% 410% 85/4% 010% 0/0% 0/0% 0/0% 0/0% 0/0%
USDOJ, Office of Justice Programs, EEOP Short Form page 5 of 8
 Male Female
White Hispanic or Black or American Asian Native Two or White Hispanic or Black or American Asian Native Two or
Latino African Indian or Hawaiian More Latino African Indian or Hawaiian More
Job Categories
American Alaska or Other Races American Alaska or Other Races
Native Pacific Native Pacific
Islander Islander
Utilization #/% ~1% -0% 0% -1% -1% 0% -0% 2% 0% 0% 0% 0% 0% 0%
ServicelMaintenance
Workforce #/% 53/98% 0/0% 0/0% 0/0% 0/0% 010% 0/0% 1/2% 0/0% 0/0% 0/0% 0/0% 0/0% 0/0%
CLS#I% 3,430/49% 160/2% 10/0% 2510% 25/0% 0/0% 10/0% 3,150/45% 70/1% 10/0% 25/0% 65/1% 410% 0/0%
Utilization #/% 49% -2% -0% ..Q% ..Q% 0% -0% 43% -1% ..()% -0% -1% ..Q% 0%

USDOJ. Office of Justice Programs. EEOP Short Form page 6 of 8
 Significant Underutilization Chart

Male Female

White Hispanic or Black or American Asian Native Two or White Hispanic or Black or American Asian Native Two or
Latino African Indian or Hawaiian More Latino African Indian or Hawaiian More
Job categories
American Alaska or other Races American Alaska or Other Races
Native Pacific Native Pacific
Islander Islander
Administrative Support ,f
Service/Maintenance ,f

USDOJ, Office of Justice Programs, EEOP Short Form page 7 of 8
I understand the regulatory obligation under 28 C.F.R. 42.301-.308 to collect and maintain extensive
employment data by race, national origin, and sex, even thoUgh our organization may not use all of
this data in completing the EEOP Short Form.

I have reviewed the foregoing EEOP Short Form and certify the accuracy of the reported workforce
data and our organization's employment policies.

[date]

USDOJ, OffiCe of Justice Programs, EEOP Short Form page 8 ofB