HomeMy WebLinkAbout1983-08-22 Affirmative Action Plan.pdf AFFIRMATIVE ACTION PLAN
TOWN OF LEXINGTON
MASSACHUSETTS
Adopted June 5 , 1978
Effective July 1 , 1978
Amended August 22 , 1983
AFFIRMATIVE ACTION PLAN
TOWN OF LEXINGTON
The Town of Lexington recognizing the right of an individual
to work, and to advance on the basis of merit, ability and poten-
tial, without regard to race, sex, color, religion, national
origin, age or physical handicap, resolves to make a legal and
moral commitment to provide equal opportunity to all individuals.
The Town of Lexington further recognizes that certain employ-
ment practices and policies may inadvertently discriminate against
certain persons and thereby deprive them of equal opportunity.
The Town of Lexington therefore hereby resolves to implement
a program of affirmative action which has as its goals both the
achievement of equitable and fair personnel practices and policies
without regard to race, color, religion, sex, national origin, age
or physical handicap and the achievement of an environment which
will effect the full utilization of minorities and women at all
levels of municipal government.
Statement of Affirmative Action Policy:
The Town of Lexington consistent with this policy will review
all employment and personnel policies to insure that they are in
compliance with the spirit and meaning of federal and state laws
governing equal opportunity in employment. Applicable laws present-
ly include Massachusetts General Laws , Ch. 151B; Title VII of the
Civil Rights Act of 1964 as amended, 42 U.S.C. sec. 2000e; Age
Discrimination in Employment Act of 1967 , 29 U.S.C. sec. 621; and
the Fair Labor Standards Act of 1938 as amended, 29 U.S.C. sec.
201 . In implementing this policy, the Town intends to comply
fully with the letter and spirit of the law.
The Town will use personnel practices which enable the Town
to:
1 . Recruit and hire persons who are capable of performing
the defined duties and responsibilities of the position to be
filled.
2 . Provide all employees with the privileges and benefits of
employment.
3 . Promote, transfer, discipline and discharge employees on
a non-discriminatory basis.
4 . Provide all employees with an equal opportunity to partici-
pate in training programs.
5 . Compensate employees based upon the principles of equal
pay for equal work and measured performance.
Statement:
The Board of Selectmen hereby directs the Town Manager to
oversee the Town' s implementation of this program, develop a
monitoring system and inform the Board as to the Town' s adherence
to the program goals and principles.
(RiiiP)
Definitions:
1 . " Minority"
a. Native American or Alaskan Native - A person having
origins in any of the original peoples of North America, and who
maintains cultural identification through tribal affiliations or
community recognition.
b. Asian or Pacific Islander - A person having origins
in any of the original peoples of the Far East, Southeast Asia,
the Indian Sub-continent, or the Pacific Islands . This area
includes, for example, China, India, Japan, Korea, the Phillipine
Islands and Samoa.
c. Black - A person having origins in any of the black
racial groups of Africa.
d. Hispanic - A person of Mexican, Puerto Rican, Cuban,
Dominican, Central or South American origin.
e. Cape Verdean - A person having origins in the Cape
Verde Islands .
2 . " Utilization analysis" means the enumeration and examina-
tion of the presence of minorities and females employed by the
Town; specifying whether these persons are employed on a part-time,
temporary, provisional, regular full-time or contractual basis,
and listing the functions of these persons and their distribution
in all job classifications and at all wage or salary levels. -
3 . "Workforce analysis" means a detailed listing, by depart-
ment or other organizational unit, of job classifications as they
may appear in collective bargaining agreements or payroll records.
4 . "Underutilization" means having fewer minorities or
females in a particular job classification than would reasonably
be expected by their availability in the workforce or recruitment
area.
5 . "Workforce" means the total strength of persons employed
by the Town in various occupations, trades, professions and voca-
tions in its business or operations exclusive of the School Depart-
ment.
6 . "Goal" means the number of employees whose addition to
the Town workforce is sought in the effort to achieve parity.
7. "Parity" means representation in the Town' s workforce, as
a percent which is equivalent to representation in the labor
market, as a percent.
Dissemination
Internal Dissemination:
The policy will be distributed to all Department Heads by the
Town Manager.
In addition the policy:
1 . will be incorporated as part of the Personnel Manual;
2 . will be incorporated into the Employees' Handbook distri-
buted to each employee;
3 . will be sent to each of the municipal unions;
4 . will be posted on all employee bulletin boards.
lll�crc)
5 . will be available for inspection at Cary Memorial Library. -'
External Dissemination:
Notification of the Town' s policy and program will be made:
1 . in writing to each recruitment resource;
2 . to appropriate minority and women' s groups in the Town of
Lexington;
3 . to other interested groups and organizations.
Implementation
The Town Manager as part of his responsibility to oversee the
Town' s affirmative action program appoints the Assistant to the
Town Manager to direct the affirmative action program and serve as
Affirmative Action Officer. The Affirmative Action Officer' s
duties will include, but not be limited to:
1 . Recommend to the Town Manager and Board of Selectmen
affirmative action policies.
2 . Implement the affirmative action goals outlined in this
plan as appropriate and assist others in the implementation of
these goals in their scope of responsibility.
3. Identify areas which do or may potentially stand in the
way or delay the enactment of any affirmative action goals.
4 . Provide technical assistance to Department Heads in their
efforts to achieve affirmative action goals.
5 . Review and obtain suitable training upon approval of this
plan and on a continuing basis for department heads , supervisors,
and other municipal staff in affirmative action. The training
shall be designed to assure staff understanding and identification
of barriers that stand in the way of achieving equal opportunity
in employment.
6 . Monitor and review the accomplishment of the goals and
objectives in the affirmative action program.
7 . Evaluate and report to the Town Manager, the Board of
Selectmen and Personnel Advisory Board on the Town ' s progress
towards achieving the goals and objectives outlined in this affir-
mative action program.
8 . Serve as liaison between the Town ivied community groups
concerned with employment opportunities for minorities and women.
9 . Maintain current information on equal employment legis-
lation, regulations and court ruling.
The Affirmative Action Officer is Susan Adler, Assistant to
mr
the Town Manager, 1625 Massachusetts Avenue, Lexington, MA 02173 ,
(617) 862-0500 ext. 67 .
Recruitment Procedure mak)
Lexington' s hiring process has been designed to attract and
retain the most qualified applicants consistant with the provision 1
of this Affirmative Action Plan. The hiring process for permanent
full and part time positions is implemented in the following
manner:
A. Vacancy
When a position becomes vacant a Department Head submits
a Personnel Requisition form to the Town Manager.
B. Needs Assessment
The Town Manager' s Office conducts a needs assessment on
each requisition form. The needs assessment includes:
1 . analysis of work flow/work load
2 . position classification
t
3 . job description
4 . other alternatives available to the Department Head.
The Town Manager notifies the Department Head as to the
status of the request to fill the position and the
classification level for the position.
C. Recruitment
The recruitment process to fill approved vacancies
involves both an internal and external posting of the job
opportunity. Internal posting of all regular part-time
and full-time vacancies is posted for a minimum of five
(5) days before any external recruiting begins to allow
current employees the opportunity to submit bids to the
Town Manager' s Office. * The sources and scope of the
Town' s external recruitment process has been previously
discussed.
D. Application
Applications are accepted from all employees and
non-employees who submit either a job bid or completed
application within the specified time period.
Confidentially of the applicants is maintained at all
times. There is no request for the applicant' s date of
birth or race on the Town' s application form.
E. Civil Service
Civil Service rules control the recruitment process for
filling job oppotunities in the Police Department. The
Town is under the Castro v. Beecher decree. Selective
certification procedures of Civil Service afford an
opportunity to address the issue of underutilization of
minorities and women.
* Collective bargaining agreements may dictate specific posting
periods.
F. Selection
6
In the selection process, fully qualified Town employees
are given preference in filling job vacancies. The
Department Head is responsible for interviewing all fully
qualified applicants, and recommending applicants for
employment, salary, and starting date to the Town
Manager.
The Town Manager is the legal appointing agent as
specified in the Town Manager' s Act Chapter 753 of the
General Laws of the Commonwealth of Massachusetts,
Section 2 (d) . The Manager has final approval of
selection, salary, transfer, and promotion, taking into
consideration the recommendation of the Department Head,
the Town ' s Affirmative Action Plan and personnel
policies, and applicable state and federal laws.
Affirmative Action Goals - FY 79
Projected Vacancy Report
Annually after the adoption of the Budget, the Affirmative
Action Officer shall prepare a projected vacancy and promotional
opportunity report for the following two-year period taking into
consideration retirements, general turnover, reorganizations and
creation of new positions.
Employment Goals
Employment turnover in the Town is generally low, and, there-
fore, employment goals must be long-term still recognizing the
goal of developing a workforce which ultimately is characteristic
of the SMSA workforce. ' The Town will, therefore, in FY79
utilize recruitment procedures and through hiring strive to bring
the Town closer in parity with the SMSA labor market characteris-
tics appropriate to the labor market for the job.
During 1979 and 1980 there will be no vacancies as a result
of new positions or reorganizations. One major reorganization is
scheduled in the Fire Department which will create 5 new
1Workforce characteristics in Boston SMSA are presently 7 .5%
minority including 5% black and 2 . 5% Hispanics and 46 . 7% women.
Source: Guidelines for Affirmative Action, Division of
Employment Security.
Lieutenant positions and eliminate an equal number of Firefighter
positions. It is anticipated that the recruitment for the new
positions will be within the Department. Other reorganizations
may take place in 1980 , but at this time the Town Manager does not
see any new positions resulting from such actions.
Turnover among present employees is very low. During 1977
there were approximately 12 turnovers (16 .2%) in the Department of
Public Works , 1 turnover (less than 1%) among the clerical employ-
ees and 1 turnover (less than 1%) in the management level. In
DPW, about half of the turnovers result in new employees, the
remaining in promotions.
Under Chapter 32B, Sec. 118 passed in 1977 , there is no
longer a mandatory retirement age for municipal employees. A
review of the ages for recent retirees shows, however, that the
average age is between 62 and 65 year. There are presently 33
employees who are or will reach 62 years of age in the next two
years. Approximately 75% of these can be expected to retire,
assuming the same retirement trends continue under the new law.
The total number of vacancies for FY79 and FY80 , therefore,
based on projected turnover and retirements is anticipated to be:
Clerical 4
Special 2
Management 4
DPW 11
Police 4
Fire 8
The Town is responsible for the hiring of all employees.
Except for the Police which is under Civil Service, the Town does
its own recruitment . A fire examination has been structured in a
manner which we believe is consistent with the affirmative action
goals in this plan.
Chart 1 : Number of Employees by Classification , Race and Sex
l _ Total Number Number Number of
Authorized, of of Minorities
Classification Employees Males Females Males Females
S-1 0
S-2 5 5
S-3 11 11
S-4 11 10 1
S-5 12 2 9 1
S-6 6 6
Specials 1 1
TOTALS 46 2 42 i
M-1 3 1 1
M-2 2 1 1
M-3 9 7 2
M-4 2 1 1
M-5 9 9
M-6 5 4 1
M-7 4 3
M-8 7 5 1
M-9
M-10 3 3
M-11 1 1
TOTALS 45 35 7
,
Specials 9 9
W-1 0
W-2 27 26
W-3 11 11
W-4 11 11
W-5 8 8
W-6 6 6
W-9 11 11
TOTALS 74 73
Town Manager 1 1
1
-Fire :
Deputy Chief 4 (2).?_ 4
Captain 4 (4) 4
Lieutenant 5 (9) 5
Firefighters 45 (40) 45
TOTALS 58 58
1
-Police:
Sergeant 5 5
Patrolman 41 40 1
Cadets 6 4
TOTALS , 52 49 1
. Officers and civilians included in M and S Classifications .
aPending organizational design to be implemented through attrition.
1 _ .
June 5, 1978
CHART 2 Classification Summary
Total Number Number Number of
Authorizedli of of Minorities
Classification Employees Males Females Males Females
S 46 2 42 2
M 46 36 7
Specials 9 9
W 74 73
Fire 58 58
Police 52 49 1
TOTALS 285 227 —50 22
Police and Fire Totals do not include management or civilian
positions . Totals with their employees are indicated below.
Fire 64 61 2 1
Police 67 60 5
1 Exclusive of Library
2 Minorities include Chinese and Black
Chart 3
CLERICAL
Classification
S-1 Clerk
S-2 Clerk/Typist
S-3 Senior Clerk
S-4 Account Clerk
S-5 Principle Clerk
Fire Dispatchers
S-6 Administrative Clerk
MANAGEMENT
M-1 Engineering Aide
M-2 Assistant Comptroller
Recreation Coordinator
( M-3 Budget Administrator
Executive Clerk
Supt. Building Maintenance
Supt. Cemeteries
Engineering Assistant
Electrical Inspector
M-4 Tax Collector
Building and Gas Inspector
M-5 Civil Engineer
DPW - Office Manager
Police Lieutenant
Dir. Conservation/Recreation
M-6 Supt. Parks and Trees
Supt. Water
Supt. Highways
Supt. Mechanics
Town Clerk
M-7 Asst. Town Engineer
Health Director
Building Commissioner
,
Town Assessor
Classification
M-8 Manager - Admin. and Planning (DPW)
Manager - Operations (DPW) "
Town Engineer
Planning Director
Police Captain
Assistant to the Town Manager
M-l0 Comptroller
Police Chief
Fire Chief
M-11 Director DPW/Engineering
SPECIALS
Custodians
Clerical
,
Head Custodian
Animal Control Officer
Mechanic (Police)
Dispatcher (Police)
PUBLIC WORKS DEPARTMENT
W-2 Meter Reader
Attendant (SLF)
Laborer-Truck Driver
W-3 Light Equipment Operator
Meter Repairman
Maintenance Man
W-4 Heavy Equipment Operator
Tree Climbers
Painter-Maintenance Man
W-5 Shovel Operator
Mechanic
Heavy Equipment Operator (SLF)
' ' W-6 Leadman
Dispatcher
W-9 Working Foreman
(I- CHART 4 June 5 , 1978
Number of Employees by EEOC Classification, Race and Sex
EEOC Classification Total LTotal Total Total Minorities
Employees -Males Females Males Females
Officials and Admin. 6 5 1
Professional 10 6 2
Technicians 29 26 2
Protective Service
Workers 122 117 2 1
Paraprofessionals 9 1 8
Office and Clerical 36 35 1
Skilled Craft 26 26
Service - Maintenance 47 46
Totals : 285 227 50 22
, .
L\ __
1
Exclusive of Library
2Minorities include Chinese and Black
Graph 1
AGE DISTRIBUTION OF LEXINGTON'S EMPLOYEES April 1978
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June 5 , 1978
RECRUITMENT RESOURCES
Newspapers :
Minute-Man Publications
Boston Sunday Globe
Day State Banner
Job Banks
Division of Employment Security
New England Municipal Center
Job Clearing House
Job Placement Project, Inc.
Widening Opportunity Research Center (Middlesex College)
Newton CETA
Community Groups
Lexington NOW
Concerned Black Citizens of Lexington
NAACP , Boston
NOW, Cambridge
Urban League of Eastern Mass .
Chinese-American Civic Assoc . , Boston
Program Roberto Clemente, Waltham
Schools
All Massachusetts and regional high schools , vocational
schools , colleges and universities , as providing appropriate
field of study.
Professional and Association Newsletters and Journals
Developed for individual recruitment .
Recruitment
Essential to affirmative action employment is an aggressive
recruitment program which brings to the Town qualified candidates
representing all population groups. The Town in the last year has
begun to develop an extensive recruitment resource file which
includes media sources, job banks, educational facilities and
community groups. Chart III list the specific resources included
in the file.
Our experience this year, however, indicates that recruitment
efforts must be expanded. Specific actions will be taken so that
minorities and women represent a portion of all qualified candi-
dates considered for employment by 1978 .
a) Personal contact with community groups to obtain expanded
listing of groups and agencies providing employment referrals .
b) Personal contact with community groups and agencies
offering employment referrals to determine degree of specialization
in field of employment, geographic preference, population group
served and procedures for obtaining applicants .
c) Development of an evaluation mechanism so that resources
can be reviewed for appropriateness, ability to provide qualified
candidates and expanded as new resources become available.
d) Recruitment areas will vary for each position. In the
clerical levels , the geographical recruitment area will be limited
to the Northwest Boston Metropolitan Area, based on the salary
levels and type of work performed. Management recruitment can
range from a national to a regional search depending on the level .
The projected vacancies are not of a level to warrant a national
recruitment effort, but still be a regional effort. In addition,
management searches where possible will tie into affirmative
action efforts undertaken by the appropriate professional organiza-
tions.
Personnel Policies:
The policy clearly states that discrimination may be inadver-
tent. We recognize that this situation may exist in the Town of
Lexington and in 1979 the following actions will be undertaken to
correct any such practice or policy.
a) Review existing personnel policies for compatibility with
affirmative action policies.
Included in this review will be recommendations for a
residency requirement, age limitations, and a maternity-leave
policy.
In addition, the Personnel Advisory Board is, with the
Affirmative Action Officer, reviewing the police cadet program and
the current recruitment policies. A recommendation on this pro-
gram is expected by May 1978 .
b) Complete and print a Personnel Policies Manual.
Presently a personnel policies manual is only partially
completed. A manual will set forth clearly the procedure for
recruiting and screening applicants , promotion and general person-
nel administration.
c) Institute regular review of minimum qualification require-
ments for each position posted prior to posting to insure appro-
priateness of qualifications by May 1978.
d) Institute regular and on-going reviews of all job descrip-
tions and classifications so that each position is reviewed at
least every three years by August 1978 .
Employee Evaluations :
During 1977 an Employee Evaluation was instituted so that
every employee would be evaluated at least once annually. In 1978
the evaluation program has been expanded so that each new employee
will be evaluate within three months after employment. At that
time the employee will be provided a performance rating and advised
of his/her strengths and weaknesses in performing his/her duties .
At this time the employee will be advised if performance is so
unsatisfactory to warrant termination. Employees with an unsatis-
factory rating will be provided, after the evaluation, a
reasonable period to adjust their performance.
In addition to rating performance, the evaluation asks the
Supervisor to identify training and skill enhancements which could
benefit the employee. During 1979 , efforts will be made to expand
the use of this section, so that a comprehensive training program
can be designed. Such a program should include provisions for
promotion opportunities.
Monitoring and Review:
Establish a quarterly review system to count:
- percentage of minority applicants for each opening.
- percentage of women applicants for each opening.
- percentage of minorities within workforce.
- percentage of women within workforce.
Quarterly report to be submitted to Town Manager, Board of
Selectmen and Personnel Advisory Board outlining progress on each
of the goals outlined above and new or recurring problem areas.
An annual report should be made available to the staff and public
and included in the Annual Town Report.
The Town Manager, Affirmative Action Officer, department
heads , and other staff charged with carrying out portions of the
affirmative action goals will, as part of the annual performance
review, be reviewed on their performance in carrying out their
portions of the Town ' s goals with respect to affirmative action.
This annual performance review shall serve as the basis for deter-
mining annual salary levels.
Complete annual goal statement for FY1980 based on quarterly
progress reports and submit to the Board of Selectmen no later
than June 1 , 1979 .
Grievance Procedure
A Grievance Review Committee shall be established to provide
each employee and applicant for Town employment the opportunity to
have complaints of discrimination heard and reviewed by an impar-
tial body. This committee shall consist of three (3) persons, one
member of the Personnel Advisory Board selected by the Chairman,
one department head selected by the Town Manager, and one citizen
at large selected by the Board of Selectmen. Appointments shall
be made for cases as they arise.
Employees of the Town or candidates for employment may file a
grievance if they feel that they have not been granted equal
employment opportunity as guaranteed by the law or as stated in
the Town' s Affirmative Action Plan.
Grievances shall be filed with the Affirmative Action Officer
(in the Town Manager' s Office) within two weeks from the date of
the alleged discrimination. All such grievances shall be in
writing and will include a detailed statement of the facts con-
stituting the grievance. Upon receipt of the grievance, the
Affirmative Action Officer shall be responsible for the investiga-
tion and objective appraisal of the merit of the grievance, unless
the Affirmative Action Officer feels he/she can not provide an
impartial investigation because of his/her involvement in the
grievance. If the Affirmative Action Officer can not investigate
the grievance, the grievance shall be sent to the Grievance Review
Committee for investigation.
Within four weeks of the original notice the Affirmative
Action Officer will have: (1) completed the investigation of the
grievance; (2) filed a notice that the complaint had been made,
completed investigation with the Town Manager, and (3) with Town
Manager approval, provide written notification to the grievant
describing either corrective action to be taken by the Town or
reasons for denying the grievance. The Town Manager shall notify
the Board of Selectmen of each case filed.
The grievant may appeal this decision to the Grievance Review
Committee for an opinion to the Town Manager on the merit of the
grievance within two weeks of the decision from the Affirmative
Action Officer. Such notification will require the Committee to
review the previous investigation, obtain additional information
as needed and make a determination whether or not to support the
Affirmative Action Officer' s decision.
The grievance procedure shall not bar any grievant from
seeking relief under provisions of federal and state laws at any
point in the grievance procedure. Further any employee under a
union contract shall be governed by their contract should there be
any discrepancy between this procedure and the contract.
Town of Lexington
November 1978
(
Employment Goals
Employment turnover in the Town is generally low, and, therefore, employment
goals must be both long-term and short-term recognizing the goal of developing a
workforce which is ultimately characteristic of the SMSA workforce.*
During 1979 and 1980 there is only one reorganization scheduled. The Fire
Department will create 5 new Lieutenant positions and eliminate an equal number
of Fire Fighter positions It is anticipated that the recruitment for the new
positions will be within the Department. Other reorganizations may take place in
1980, but at this time the Town Manager does not see any new positions resulting
from such actions.
Turnover among present employees is very low. During 1977 there were approx-
imately 12 turnovers (16.2%) in the Department of Public Works, 1 turnover (less
than 1%) among the clerical employees and 1 turnover (less than 1%) in the manage-
ment level. In DPW, about half of the turnovers result in new employees, the re-
maining in promotions.
Under Chapter 32B, Sec 118 passed in 1977, there is no longer a mandatory
retirement age for municipal employees. A review of the ages for recent retirees
shows, however, that the average age is between 62 and 65 years There are presently
33 employees who are or will reach 62 years of age in the next two years. Approx-
imately 75% of these can be expected to retire, assuming the same retirement trends
continue under the new law
Projections for FY 79 show that there will be approximately 14 vacancies.
Employment goals for minority and women are outlined below:
Full-time paid employees Projected Openings Women Minority
Promotions New Hire Employment Employment
Office Clerical. . . .46 2 1 - 50%
Management. . . . . . . . 46 1 3 1 - 25%
Unorganized
Service/Maintenance 9
Organized
Public Works. . . 74 15 5 1 - 20%
Organized Fire. . .58 2 1 - 50%
Organized Police . .52 1 1 - 100%
TOTALS 285 16 13 1 - 7.6% 4 - 30.8%
The establishment of these goals recognizes some areas of concern Within
the Public Works Area, the Union agreement requires promotion from within the
organization, "except if the Director of Public Works determines that no employee
*Workforce characteristics in Boston SMSA are presently 7.5% minority including 5%
black and 2 5% Hispanics and 46 7% women Source Guidelines for Affirmative
Action, Division of Employment Security
Town of Lexington Employment Goals (cont'd)
November 1978
Page 2
who has so applied is qualified for the position. . ." Under this agreement, efforts
to recruit minorities and women is focused on entry level positions. In these posi—
tions we give serious consideration to CETA employees whose employment meets other
social goals To date under the CETA program we have only employed one minority,
and we are working with CETA to increase the numbers of minorities in the program_
In the Fire Department we have limitation this year as we are working off a
3-year list due to expire December 31, 1979. On that list there are no minority
candidates remaining A minority applicant was offered employment and turned down
the appointment. There are, however, women still on the list who we are confident
will meet the qualifications for appointment.
The five year goal will be to achieve employment parity with the minority
representation of the Boston SMSA. During the first quarter of 1979, the Town
will complete a five year manpower plan, which will clarify specific numerical
goals in various categories
All employment goals are based on projections. Goals will have to be revised
based on actual turnovers.
BOARD,,' SELECTMEN //,'
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Revision to Affirmative Action Plan
11/13/78
G ,
( 1979 EMPLOYMENT GOALS
by EEOC Classifications
Full-Time Paid Employees Projected Openings Women Minority
Promotions New Hires Employment Employment
Officials & Admin. 6
Professional 10
Technician 29 1 2 1 - 33%
Protective Service
Workers 122 3 1 - 33% 1 - 33%
Para-Professionals 9 1
Office & Clerical 36 2 1 - 50%
Skilled Craft 26 9
Service Maintenance 47 6 5 1 - 25%
285 16 13 1 - 7.6% 4 - 30.8%
AFFIRMATIVE ACTION GOALS - FY 80
Employment Goals
The Town of Lexington currently employees 273 full-time employees, down
from 282 four years ago. Based on current needs, it is anticipated that
the current number of full-time employees will remain relatively constant
during the next 5 years In addition, the Town employs 124 part-time
employees. New specialized programs may result in some increase in this
number over the next five years.
While the numbers of employees will remain constant, a shift of functions
is likely. No specific reorganizations have been planned, but it is
anticipated that more emphasis will have to be given to community develop-
ment and inspection functions.
Turnover among employees has increased due to the high number of employees
reaching retirement age Under Chapter 32B, Sec 118, passed in 1977,
there is no longer a mandatory retirement age A review of recent retirees,
however, shows that a majority of employees still choose to retire between
the ages of 62 and 65. During the next five years, 34 employees will be
in this age group In addition, the Town has a turnover rate of approxi-
mately 3%.
Based on this data during the current year and next 5-year period, we expect
the following new hires and affirmative goals for minority and women employ-
ment
FY 80,- 5-year Goals
Full-time employees Projected New Hires Female Minority
FY.80 5-yr Period Employment Employment
FY 80-FY 84 FY 80 5-Yr Goals FY 80 5-Yr Goals
Office Clerical 45 4 16 1 4
Management 47 2 10 1 4 1 2
Service/Maintc, 7 0 3 1
Public Works 70 3 16 1 4 1 4
Fire (Uniformed) 58 2 7 1 1 2
Police (Uniformed) 46 2 6 _ 1 1 1
13 58 3 10 4 14
All employment goals are based on projections Goals will have to be revised
based on actual turnovers
Recruitment
During FY 79, the Town developed an extensive list of recruitment resources
including 20 community groups within Lexington and 35 in the Great Boston
Area which provide employment assistance to women and minorities. During the
past several months, this listing is being expanded to include the Greater
Affirmative Action Goals - FY 80 2
Recruitment (Continued)
Lowell Area Conversations with Affirmative Action Officers in the private
sector located in Lexington have indicated that they have been successful
in meeting their goals using the Lowell labor market area Recruitments
among colleges has included contacts with the black-student groups as well
as the placement officer
r
In addition to sending employment notices, many agencies have been contacted
by telephone and personally
In FY 80, the additional personal contacts will be made and
1) the list of community resources available in Greater
Lowell Area will be expanded. 0 I,
2) continue to evaluate recruitment processes and resources,
3) meet annually with local community groups to review
our efforts and seek their advice and recommendations
Monitoring and Review
On a six-month basis, review each recruitment inditifying
. number of minority applicants in each recruitment
. number of women applicants in each recruitment
. number of minorities in workforce
. number of women in workforce.
These will be submitted to Town Manager, Board of Selectmen, MCAD and Personnel
Advisory Advisory Board.
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8/28/79