HomeMy WebLinkAboutResolution 03-041-CC (002)GRANT COUNTY BOARD OF COMMISSIONERS
Grant County, Washington
RESOLUTION ADOPTING GRANT RESOLUTION No. 2003-ONf -CC
COUNTY'S EQUAL EMPLOYMENT
OPPORTUNITY PLAN
Recitals:
WHEREAS, the Board of County Commissioners intends to comply fully with the
Federal and State rules, laws and regulations regarding employment law; and
WHEREAS, the Board o f County Commissioners purposed to update Grant County's
Equal Employment Opportunity Plan; and
WHEREAS, the Human Resources Department was charged with the responsibility of
rewriting Grant County's Equal Employment Opportunity Plan; and
WHEREAS, the Human Resources Department initiated a thorough review of all
existing Grant County policies relating to personnel matters and related matters, to update Grant
County's Equal Employment Opportunity Plan; and
WHEREAS, the Grant County's Equal Employment Opportunity Plan memorializes
current practices and policies administered throughout Grant County's offices and departments,
in full compliance with existing Federal and State, rules, laws and regulations, coupled with case
law interpreting same and, are geared to alleviate any discrepancies in the administration of
same, providing guidelines to allow consistent policy administration.
NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF COUNTY
COMMISSIONERS, as follows:
The Board of County Commissioners do hereby adopt Grant County's Equal
Employment Opportunity Plan attached hereto as Exhibit A and incorporated as if fully set forth
herein; and
BE IT FURTHER RESOLVED, the Board of County Commissioners hereby rescind
and repeal in their entirety, all conflicting Grant County resolutions, policies and/or resolutions,
including without limitation, Grant County's Equal Employment Opportunity Plan, adopted and
implemented by Grant County on September 25, 2000, and subsequent amendments and
additions. Any and all policies previously adopted by offices and departments are hereby
rescinded and superseded to the extent that they are inconsistent with the aforementioned Equal
Employment Opportunity Plan.
Page 1 of 2
EFFECTIVE DATE: March 31, 2003.
DATED this P:S day of April, 2003.
ATTEST:
Clerk of the Board
BOARD OF COUNTY COMMISSIONERS
Yea Nay Abstain GRANT COUNTY, WASHINGTON
V ❑ ❑
Kr ❑ ❑
Page 2 of 2
GRANT COUNTY
EQUAL EMPLOYMENT
OPPORTUNITY PLAN
April 1, 2003 — December 31, 2005
Grant County
Equal Employment Opportunity Plan
Contact: Angie Clark
Human Resources Director
PO Box 37
Ephrata, WA 98823
509.754.2011 ext. 402
aclark@grantcounty-wa. c om
Date: April 1, 2003 — December 31, 2005
PURPOSE
The purpose of the Equal Employment Opportunity Plan (EEOP) is to identify organizational
components and job categories within Grant County's workforce in which the ethnic minorities,
women and the disabled are not represented in proportion to their availability in the labor force,
and to devise and implement programs and timelines to pursue this goal to achieve equitable
representation.
Implementation of the EEOP will not adversely affect current employees and dismissing or
demoting employees will not create job openings.
POLICY STATEMENTS
Equal Employment Opportunity:
Grant County is an equal opportunity employer and believes that every employee has the right to
work in surroundings, which are free from all forms of unlawful discrimination.
It is Grant County's policy to provide equal employment opportunity to all qualified persons and
that employees be treated fairly at all times without regard to race, color, sex, creed, religion,
age, marital status, sexual orientation, national origin political ideology, union activity, industrial
injury, whistleblower activities, the presence of any sensory, mental or physical handicap,
veteran status, and any other basis that is prohibited by local, state or federal laws.
Our policy relates to all phases of employment, including recruitment, placement, promotion,
training, demotion, transfer, layoff, recall, termination, rates of pay, employee benefits, and
participation in all county sponsored activities.
Affirmative Action:
It is the policy of Grant County to be fair and impartial in all of its relations with employees and
to recognize the dignity of the individual. We seek to attain a workforce, which mirrors the local
community in the representation of women, minorities and the disabled in all departments and
levels. Grant County maintains an environment ensuring recognition of each employee's efforts,
achievements and cooperation. Employees will be treated impartially and allowed, without
prejudice, to advance in the organization, as their abilities warrant and as openings occur. Grant
County will promote and afford equal treatment and service to all employees and citizens.
ADMINISTRATION
It is the responsibility of the Human Resources department to implement and manage the EEOP.
A review of the program and progress will be made each year in writing to the Board of County
Commissioners. A continuing compliance review will be conducted to ensure that promotions
and job opportunity decisions are made in accordance with the Equal Employment Opportunity
and Affirmative Action policies and that these decisions account for valid relevant factors with
respect to ability, performance, potential and bona fide occupational qualification.
All personnel actions will conform to an Affirmative Action Program, the basic purpose of
which is to further the utilization of minorities and women in all job classifications with respect
to the terms, benefits and privileges of employment.
It will be the responsibility of all elected officials, department heads and supervisory personnel
to conduct themselves in such a way as to ensure that all personnel actions will be administered
in accordance with Equal Employment Opportunity and Affirmative Action policies.
It is the responsibility of all employees to be aware of the spirit and principle of equal
employment opportunity and to cooperate fully to ensure the success of the plan.
JOB ANNOUNCEMENTS
All job vacancies will be advertised in an appropriate manner to ensure open competition for all
in the community. The dissemination of all job vacancies for full-time positions will be listed
with Washington State Employment Security Job Security (WorkSource), the official Grant
County newspaper and the Grant County website. Job vacancies for full-time positions may also
be listed with local colleges and minority and women's groups.
In order to locate qualified applicants, job advertisements will include the following:
• General purpose of job;
• Specific skills, training and/or experience required to perform the job;
■ Location of work;
• Beginning rate of pay;
• Location to apply and contact person; and
• Deadline for applications
All job announcements will include "GRANT COUNTY IS AN EQUAL OPPORTUNITY
EMPLOYER".
It shall be the responsibility of each office to provide the Human Resources department with a
copy of each job announcement to be posted on the County website and to be distributed to each
office and department.
The attached non-discriminatory job application will be used to ensure compliance with pre-
employment inquiries. All applications of non -selected applicants will be filed for a period of
one year with respective offices/departments.
GRIEVANCE PROCEDURES
If you believe that you or another person has been subjected to any discrimination, you must
notify your supervisor immediately. If the discrimination involves your supervisor or you do not
feel comfortable bringing the matter to the attention of your supervisor, the incident should be
reported direct to the elected official/department head or to the Human Resources department.
Complaints of discrimination will be investigated promptly and in as confidential manner as
possible. You will not suffer retaliation for reporting such complaints. Claims of discrimination,
which come to our attention, may result in corrective action up to and including termination of
employment for the offender.
NEEDS ANALYSIS
The Human Resources department needs to continue to understand and develop personnel
practices in each office or department, which will comply with all federal, state and local laws
and provide training to elected officials, department heads and supervisors responsible for
personnel actions.
Problems:
Some elected officials, department heads and supervisory personnel are not familiar with
laws pertaining to employment practices.
There is a lack of adequate information pertaining to personnel records of all employees.
There is a lack of standard personnel practices throughout Grant County and its
offices/departments.
Goals:
■ To provide training to elected officials, department heads and supervisory personnel
regarding laws pertaining to employment practices.
■ To standardize personnel records maintenance through the Human Resources department.
• To continue working with offices/departments to ensure consistent application of
personnel policies and practices.
JOB CATEGORY DESCRIPTIONS
Officials/Administrators — 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: elected officials, department heads, directors, deputy directors, supervisors,
controllers, examiners, superintendents, unit supervisors, etc.
Professionals — Occupations, which require specialized and theoretical knowledge, which is
usually acquired through college training or through work experiences and other training which
provides comparable knowledge. Includes: personnel and labor relations workers, social
workers, child support worker, doctors, psychologists, registered nurses, dieticians, medical
aides, economists, dieticians, attorneys, system analysts, accountants, auditors, engineers,
employment and vocational rehabilitation counselors, teachers, instructors, etc.
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 and
operators, drafting aides, engineering aides, journey engineers, surveyors, electricians, licensed
practical nurses, photographers, radio operators, technical illustrators, technicians (medical,
dental, electronic, physical sciences), assessors, appraisers, instructors, etc.
Protected Services — Occupations in which sworn workers are entrusted with public safety,
security and protection from destructive forces. Includes: police, patrol officers, fire fighters,
guards, deputy sheriffs, animal control workers, bailiffs, correctional officers, detectives,
wardens, marshals, sheriffs, harbor patrol officers, park rangers, etc.
a) Officials — all sworn officers beyond entry-level (Sergeants, Lieutenants, Captains, etc.)
b) Patrol Officers — all entry-level officers
Para -professionals — Occupations which require basic semi-professional skills which may be
obtained through a post high school education, a junior college or through equivalent on-the-job
training, which usually require less formal training and/or experience normally required for
professional or technical status. Includes: paralegals, legal assistants, bookkeepers, insurance
agents, real estate agents, personnel assistants, etc.
Office/Clerical — Occupations in which workers are responsible for internal and external
communications, recording and retrieval of data and /or information and other paperwork
required in an office. Includes: cashiers, messengers, office helpers, office machine operators,
shipping and receiving clerks, clerk -typists, stenographers, court transcribers, hearing reporters,
statistical clerks, dispatchers, license distributors, secretaries, receptionists, etc.
Skilled Craft — Occupations in which workers perform duties which require 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. Includes: mechanics and repairmen, motor operators, truck and tractor drivers,
welders, flame cutters, plumbers, metal workers, heavy equipment operators, stationary
engineers, skilled machining occupations, carpenters, compositors, typesetters, etc.
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. Includes:
cleaners, cafeteria workers, maintenance workers, truck drivers, bus drivers, garage laborers,
custodial personnel, gardeners and groundskeepers, refuse collectors, construction laborers, etc.
UTILIZATION ANALYSIS NARRATIVE
Grant County demonstrates a continued underutilization of Hispanic, Asian and American Indian
men in the Protected Services job level, as their respective representation in the community
workforce at that job level is 6%, 7% and 11%, while at Grant County it is 2%, 0% and 0%
respectively.
Grant County demonstrates a continued underutilization of Black women in the Para-
professional job level, as their representation in the community workforce at that job level is 5%,
while at Grant County it is 0%.
Grant County demonstrates a continued underutilization of Black men and Hispanic women in
the Service/Maintenance job level, as their respective representation in the community workforce
at that job level is 22% and 10%, while at Grant County it is 4% and 0% respectively.
In the Official/Administrator, Professional, Technician, Office/Clerical and Skilled Craft job
categories, Grant County either maintains a utilization balance or one, which favors minorities.
UTILIZATION ANALYSIS OBJECTIVES
Since Hispanic, Asian and American Indian men are under -represented in the Protected Services
level of Grant County in such jobs as deputy and corrections officer, it is our objective to
increase this representation by evaluating our Civil Service advertising and promotion practices
to ensure that we are reaching, training and promoting this representative community workforce.
Since Black women are under -represented in the Para -professional level of Grant County in such
jobs as detention monitor and homecare aide, it is our objective to increase this representation by
evaluating our advertising and training practices to ensure that we are reaching and training this
representative community workforce.
Since Black men and Hispanic women are under -represented in the Services/Maintenance level
of Grant County in such jobs as custodial, groundskeeper and refuse disposal, it is our objective
to increase this representation by evaluating our advertising practices to ensure that we are
reaching the representative community workforce.
Let it also be noted that representative American Indian and Asian community workforce
consists of less thanl % and the Black community workforce consists of less than 2% of the total
community workforce and therefore, the majority of our focus should and will be on increasing
our Hispanic workforce, which consists of 16% of the total community workforce.
STEPS TO ACHIEVE UTILIZATION ANALYSIS GOALS
The Human Resources department will provide information to elected officials, department
heads and supervisory personnel regarding alternative recruitment resources, e.g. women's and
minority groups, especially Hispanic publications, and the Internet, if available.
Each office or department will submit yearly reports regarding minority status of applicants, new
employees and interviews, disciplined employees and terminated employees. The Human
Resources department will evaluate these reports to identify any areas of concern regarding
minorities receiving equal opportunity.
The Human Resources department will work with elected officials and department heads in
preparing training for entry-level and promotional positions to ensure minorities are receiving
equal opportunity.
AUDIT AND REPORT SYSTEM
The Human Resources department, reporting direct to the Board of County Commissioners, is
responsible for coordinating and monitoring the EEOP. The Human Resources department will
work with elected officials, department heads and supervisory personnel to ensure
implementation and completion of goals set forth in the EEOP in their offices/departments.
Each office or department will maintain a report of the following information for review by the
Human Resources department and the Board of County Commissioners:
■ Applications, received by race and sex, provided this information is available through a
voluntary Affirmative Action form or visual observation.
• New employees by job classification race and sex.
• Interviews by race and sex
■ Terminations by job classification, race and sex, and the reason for termination.
■ Disciplinary action by race and sex.
An annual report will be compiled by the Human Resources department for review by the Board
of County Commissioners concerning applicant flow and progress in the EEOP. The report will
be filed as a public record and with all federal, state and local agencies as required.
DISSEMINATION POLICY
Internal:
■ Grant County Equal Employment Opportunity and Affirmative Action policies will be
permanently posted as an official notice on all appropriate public bulletin boards.
■ "Equal Employment Opportunity is the Law" posters will be posted on all appropriate
public bulletin boards.
• All employees responsible for personnel actions will be trained in the Equal Employment
Opportunity and Affirmative Action policies and procedures and all applicable laws.
■ A memo will be posted on all public bulletin boards regarding how an employee may
obtain a copy of the EEOP.
External:
■ All applications for employment will contain an Equal Employment Opportunity policy
statement.
■ All recruiting resources will be notified in writing of the Equal Employment Opportunity
and Affirmative Action policies and again verbally when contacted for assistance.
• Grant County will utilize to the fullest extent possible all available media sources in
Grant County to publicize job opportunities.
• All contractors or agencies providing personnel services to Grant County will be notified
in writing of the County's EEOP and be asked to provide a statement of purpose, plan
and intent with respect with their own affirmative action efforts.
ADOPTED THIS 31s` Day of March 2003
ATTEST:
&durt( 6
Clerk of the Board
BOARD OF COUNTY COMMISSIONERS
GRANT COUNTY, WASHINGTON
Chair
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GRANT COUNTY
35 "C" Street NW; PO Box 37; Ephrata, WA 98823
509.754.2011; fax 509.754.6588
APPLICATION FOR EMPLOYMENT
It is Grant County's policy to provide equal employment opportunity to all qualified pentons and that applicants and employees
be treated fairly at all times without regard to race, color, sex, creed, religion, age, marital status, sexual orientation, national
origin, political ideology, union activity, industrial injury, whistleblower activities, the presence of any sensory, mental of
physical handicap, veteran status, and any other basis that is prohibited by local, state or federal laws.
Instruction for completing the application: Please complete all sections even if you submit a resume. Completion of
supplemental forms may also be required. Please review the job announcement and note the closing date. Those applicants
requiring reasonable accommodation to the application and/or interview process should notify the Human Resources
Position Applied For
Date Position
Type of employment Desired ❑ Full-time ❑ Part-time ❑ Temporary ❑ Seasonal ❑ Educational Co-op
Referral Source
❑ Advertisement ❑ Website ❑ Employee ❑ Friend ❑ Walk-in ❑ Agency
Personal
Name (last) (first) (middle initial)
Mailing Address Home
City
State
Zip Code Message Telephone
If you are under the age of 18, can you provide required proof of eligibility to work? ❑
Yes
❑
No
Have you ever worked under another name? ❑
Yes
❑
No
If yes, list previous name(s):
Have you ever applied for work with Grant County before? ❑
Yes
❑
No
If yes, where? Approximate Date Mo/Yr
Have you ever worked for Grant County before? ❑
Yes
❑
No
If yes, where? Approximate Date Mo/Yr
Do you have any relatives currently employed with Grant County? ❑
Yes
❑
No
If yes, name of telative(s):
Are you currently employed? ❑
Yes
❑
No
If so, may we contact your present employer? ❑
Yes
❑
No
On what date would you be available to begin work? Desired Salary?
Are you legally qualified to work in the United States? ❑
Yes
❑
No
(Proof of eligibility will be required upon employment)
Can you perform the essential functions of the position for which you have applied? ❑
Yes
❑
No
(If you have questions as to what functions are applicable to the position for which you are applying, please ask the interviewer before answering
this question).
If no, explain:
Do you have responsibilities that would prevent you from regular attendance and punctuality, relocating, traveling, working
unusual hours (including nights and weekends), or overtime if required by the job? ❑
Yes
❑
No
If yes, explain:
Arc you currently on layoff status and subject to recall? ❑
Yes
❑
No
t-Iave you been convicted of a felony within the last 7 years? ❑
Yes
❑
No
,A conviction record will not necessarily bar you hum employment)
If yes, explain:
Education
=Type
School
Name and address of school
Subject/
Major
Last Year
Attended
Graduated
Degree
High School
Years known
Name/Title
9 10 11 12
❑ Yes ❑ No
Years known
College
1 2 3 4
❑ Yes ❑ No
College
i
1 2 3 4
❑ Yes ❑ No
Graduate
School
1 2 3 4
❑ Yes ❑ No
Business,
Trade, other
1 2 3 4
❑ Yes ❑ No
Additional Education, Experience or Qualifications
List any other education, training, seminars, certificates, licenses, experience, honors received or other qualifications, which
you believe should be considered in evaluating your qualifications for employment. Please indicate any military service you
would like considered.
Professional
List any professional, trade, business or civic organizations that deal with the position for which you are applying. (Exclude
memberships which reveal sex, race, religion, national origin, age, disability or other protected status).
Additional
State any additional information you feel may be helpful in considering your application.
References
List three professional/business references that are not related to you. If not applicable, list three school or personal references
not related to you.
Name/Title
Address
Telephone
Years known
Name/Title
Address
Telephone
Years known
Name/Title
Address
Telephone
Years known
Employment History
Provide the following information for your current and past employers, assignments or volunteer activities, starting with the
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Summarize the type of work performed
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Address
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Rate of Pay
Immediate Supervisor/Title
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Reason for leaving
Ending
Employer Telephone
Dates Employed
Summarize the type of work performed
and the job responsibilities
Address
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job Title
Rate of Pay
Immediate Supervisor/Title
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Employer Telephone
Dates Employed
Summarize the type of work performed
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job Title
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Reason for leaving
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Comments
Additional information regarding your work history.
I certify that all answers given by me are true, accurate and complete, I understand that the falsification, misrepresentation or
omission of fact on this application (or any other accompanying or required documents) will be cause for denial of employment
or immediate termination of employment, regardless of when or how discovered.
I authorize the investigation of all statements and information contained in this application. I release from all liability anyone
supplying such information and I also release the employer from all liability that might result from making an investigation.
This application does not constitute and agreement or contract for employment for any specified period or definite duration.
I acknowledge that I have read and understand the above statements and hereby grant permission to confirm the information
supplied on this application by me.
Applicant Signature __. —__ Date
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Grant County
Equal Employment Opportunity Plan
Contact: Angie Favero
Human Resources Coordinator
PO Box 37
Ephrata, WA 98823
509.754.2011 ext. 402
afavero@grantcounty-wa.com
Date: October I, 2000 — September 30, 2002
PURPOSE
The purpose of the Equal Employment Opportunity Plan (EEOP) is to identify organizational
components and job categories within Grant County's workforce in which the ethnic minorities,
women and the disabled are not represented in proportion to their availability in the labor force,
and to devise and implement programs and timelines to pursue this goal to achieve equitable
representation.
Implementation of the EEOP will not adversely affect current employees and dismissing or
demoting employees will not create job openings.
POLICY STATEMENTS
Equal Employment Opportunity:
Grant County is an equal opportunity employer and believes that every employee has the right to
work in surroundings, which are free from all forms of unlawful discrimination.
It is Grant County's policy to provide equal employment opportunity to all qualified persons and
that employees, be treated fairly at all times without regard to race, color, sex, creed, religion,
age, marital status, sexual orientation, national origin political ideology, union activity, industrial
injury, whistleblower activities, the presence of any sensory, mental or physical handicap,
veteran status, and any other basis that is prohibited by local, state or federal laws.
Our policy relates to all phases of employment, including recruitment, placement, promotion,
training, demotion, transfer, layoff, recall, termination, rates of pay, employee benefits, and
participation in all county sponsored activities.
Affirmative Action:
It is the policy of Grant County to be fair and impartial in all of its relations with employees and
to recognize the dignity of the individual. We seek to attain a workforce, which mirrors the local
community in the representation of women, minorities and the disabled in all departments and
levels. Grant County maintains an environment ensuring recognition of each employee's efforts,
achievements and cooperation. Employees will be treated impartially and allowed, without
prejudice, to advance in the organization, as their abilities warrant and as openings occur. Grant
County will promote and afford equal treatment and service to all employees and citizens.
ADMINISTRATION
It is the responsibility of the Human Resources Department to implement and manage the EEOP
A review of the program and progress will be made each year in writing to the Board of County
Commissioners. A continuing compliance review will be conducted to ensure that promotions
and job opportunity decisions are made in accordance with the Equal Employment Opportunity
and Affirmative Action policies and that these decisions account for valid relevant factors with
respect to ability, performance, potential and bona fide occupational qualification.
All personnel actions will conform to an Affirmative Action Program, the basic purpose of
which is to further the utilization of minorities and women in all job classifications with respect
to the terms, benefits and privileges of employment.
It will be the responsibility of all Elected Officials, Departments Heads and supervisory
personnel to conduct themselves in such a way as to ensure that all personnel actions will be
administered in accordance with Equal Employment Opportunity and Affirmative Action
policies.
It is the responsibility of all employees to be aware of the spirit and principle of equal
employment opportunity and to cooperate fully to ensure the success of the plan.
JOB ANNOUNCEMENTS
All job vacancies will be advertised an appropriate manner to ensure open competition for all in
the community. The dissemination of all job vacancies for full-time positions will be listed with
Washington State Employment Security Job Service, the official Grant County newspaper, the
Grant County website, local colleges, minority and women's groups.
In order to locate qualified applicants, job advertisements will include the following:
■ Actual duties and nature of job;
■ Specific skills, training and/or experience required to perform the job;
■ Location of work;
• Rate of pay;
■ Location to apply and contact person,
• Deadline for applications
All job announcements will include "GRANT COUNTY IS AN EQUAL OPPORTUNITY
EMPLOYER".
It shall be the responsibility of each office to provide Human Resources with a copy of each Job
Announcement to be distributed to each Office or Department.
The attached non-discriminatory job application will be used to ensure compliance with pre-
employment inquiries. All applications of non -selected applicants will be filed for a period of
one year with respective departments.
GRIEVANCE PROCEDURES
If you believe that you or another person has been subjected to any discrimination, you must
notify your supervisor immediately. If the discrimination involves your supervisor or you do not
feel comfortable bringing the matter to the attention of your supervisor, the incident should be
reported direct to the Elected Official/Department Head or to Human Resources. Complaints of
discrimination will be investigated promptly and in as confidential manner as possible. You will
not suffer retaliation for reporting such complaints. Claims of discrimination, which come to our
attention, may result in disciplinary action up to and including termination of employment for the
offender.
NEEDS ANALYSIS
Human Resources needs to first understand and develop personnel practices in each Office or
Department, which will comply with all local, state and federal laws and provide training to
Elected Officials, Department Heads and supervisors responsible for personnel actions.
Problems:
■ Some Elected Officials, Department Heads and supervisory personnel are not familiar
with all laws pertaining to employment practices.
■ There is a lack of adequate information pertaining to personnel records of all employees.
■ There is a lack of standard personnel practices throughout Grant County and its
Offices/Departments.
Goals:
To provide training to Elected Officials, Department Heads and supervisory personnel
regarding all laws pertaining to employment practices.
To standardize personnel records maintenance through the Human Resources
Department.
■ To complete a long-range plan to bring Grant County's workforce statistics in balance
with community labor statistics.
JOB CATEGORY DESCRIPTIONS
Officials and Executive — 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: elected officials, department heads, directors, deputy directors, supervisors,
controllers, examiners, superintendents, unit supervisors, etc.
Professionals — Occupations, which require specialized and theoretical knowledge, which is
usually acquired through college training or through work experiences and other training which
provides comparable knowledge. Includes: personnel and labor relations workers, social
workers, child support worker, doctors, psychologists, registered nurses, dieticians, medical
aides, economists, dieticians, attorneys, system analysts, accountants, auditors, engineers,
employment and vocational rehabilitation counselors, teachers, instructors, etc.
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 and
operators, drafting aides, engineering aides, journey engineers, surveyors, electricians, licensed
practical nurses, photographers, radio operators, technical illustrators, technicians (medical,
dental, electronic, physical sciences), assessors, appraisers, instructors, etc.
Protected Services — Occupations in which sworn workers are entrusted with public safety,
security and protection from destructive forces. Includes: police, patrol officers, fire fighters,
guards, deputy sheriff's, animal control workers, bailiffs, correctional officers, detectives,
wardens, marshals, sheriffs, harbor patrol officers, park rangers, etc.
a) Officials — all sworn officers beyond entry-level (Sergeants, Lieutenants, Captains, etc.)
b) Patrol Officers — all entry-level officers
Para -professional — Occupations which require basic semi-professional skills which may be
obtained through a post high school education, a junior college or through equivalent on-the-job
training, which usually require less formal training and/or experience normally required for
professional or technical status. Includes: paralegals, legal assistants, bookkeepers, insurance
agents, real estate agents, personnel assistants, etc.
Office and Clerical — Occupations in which workers are responsible for internal and external
communications, recording and retrieval of data and /or information and other paperwork
required in an office. Includes: cashiers, messengers, office helpers, office machine operators,
shipping and receiving clerks, clerk -typists, stenographers, court transcribers, hearing reporters,
statistical clerks, dispatchers, license distributors, secretaries, receptionists, etc.
Skilled Craft — Occupations in which workers perform duties which require 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. Includes: mechanics and repairmen, motor operators, truck and tractor drivers,
welders, flame cutters, plumbers, metal workers, heavy equipment operators, stationary
engineers, skilled machining occupations, carpenters, compositors, typesetters, etc.
Service and 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. Includes:
cleaners, cafeteria workers, maintenance workers, truck drivers, bus drivers, garage laborers,
custodial personnel, gardeners and groundskeepers, refuse collectors, construction laborers, etc.
UTILIZATION ANALYSIS NARRATIVE
Grant County demonstrates an underutilization of Hispanic, Asian and American Indian men in
the Protected Services job level, as their respective representation in the community workforce at
that job level is 6%, 7% and 11%, while at Grant County it is 2%, 0% and 0% respectively.
Grant County demonstrates an underutilization of Black and Hispanic women in the Para-
professional job level, as their respective representation in the community workforce at that job
level is 5% and 10%, while at Grant County it is 0% and 4% respectively.
Grant County demonstrates and underutilization of Black men and Hispanic women in the
Service/Maintenance job level, as their respective representation in the community workforce at
that job level is 22% and 10%, while at Grant County it is 9% and 0% respectively.
In the Officials/Executive, Professional, Technician, Office/Clerical and Skilled Craft job
categories, Grant County either maintains a utilization balance or one, which favors minorities.
UTILIZATION ANALYSIS OBJECTIVES
Since Hispanic, Asian and American Indian men are under -represented in the Protected Services
level of Grant County in such jobs as deputy and corrections officer, it is our objective to
increase this representation by evaluating our Civil Service advertising and promotion practices
to ensure that we are reaching, training and promoting this representative community workforce.
Since Black and Hispanic women are under -represented in the Para -professional level of Grant
County in such jobs as detention monitor and homecare aide, it is our objective to increase this
representation by evaluating our advertising and training practices to ensure that we are reaching
and training this representative community workforce.
Since Black men and Hispanic women are under -represented in the Services/Maintenance level
of Grant County in such jobs as custodial, groundskeeper and refuse disposal, it is our objective
to increase this representation by evaluating our advertising practices to ensure that we are
reaching the representative community workforce.
Let it also be noted that representative American Indian and Asian community workforce
consists of less thanl% and the Black community workforce consists of less than 2% of the total
community workforce and therefore, the majority of our focus should and will be on increasing
our Hispanic workforce, which consists of 16% of the total community workforce.
STEPS TO ACHIEVE UTILIZATION ANALYSIS GOALS
Human Resources will provide information and training to Elected Officials, Department Heads
and supervisory personnel regarding alternative recruitment resources, e.g. women's and
minority groups, especially Hispanic publications, and the Internet.
Each Office or Department will submit yearly reports regarding minority status of applicants,
new employees, disciplined employee and terminated employees. Human Resources will
evaluate these reports to identify any areas of concern regarding minorities receiving equal
opportunity.
Human Resources will work with Elected Officials and Department Heads to prepare training for
entry-level and promotional positions to ensure minorities are receiving equal opportunity.
AUDIT AND REPORT SYSTEM
The Human Resources Department, reporting direct to the Board of County Commissioners, is
responsible for coordinating and monitoring the EEOP. Human Resources will work with
Elected Officials, Department Heads and supervisory personnel to ensure implementation and
completion of goals set forth in the EEOP in their departments.
Each Office or Department will maintain a report of the following information for review by the
Human Resources Department and the Board of County Commissioners:
■ Applications, received by race and sex, provided this information are available through a
voluntary Affirmative Action form or visual observation.
■ New employees by job classification race and sex.
■ Interviews by race and sex
■ Terminations by job classification, race and sex, and the reason for termination.
■ Disciplinary action by race and sex.
An annual report will be compiled by the Human Resources Department for review by the Board
of County Commissioners concerning applicant flow and progress in the ESOP. The report will
be filed as a public record and with all federal, state and local agencies as required.
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DISSEMINATION POLICY
Internal:
■ Grant County Equal Employment Opportunity and Affirmative Action policies will be
permanently posted as an official notice on all appropriate public bulletin boards.
■ "Equal Employment Opportunity is the Law" posters will be posted on all appropriate
public bulletin boards.
■ All employees responsible for personnel actions will be trained in the Equal Employment
Opportunity and Affirmative Action policies and procedures and all applicable laws.
■ A memo will be posted on all public bulletin boards regarding how an employee may
obtain a copy of the EEOP.
External:
■ All applications for employment will contain an Equal Employment Opportunity policy
statement.
■ All recruiting resources will be notified in writing of the Equal Employment Opportunity
and Affirmative Action policies and again verbally when contacted for assistance.
■ Grant County will utilize to the fullest extent possible all available media sources in
Grant County to publicize job opportunities.
■ All contractors or agencies providing personnel services to Grant County will be notified
in writing of the County's EEOP and be asked to provide a statement of purpose, plan
and intent with respect with their own affirmative action efforts.
ADOPTED THIS 25th Day of September 2000
ATTEST:
—0 �,!a.,. A_ .,.
Clerk 6f -:..
BOARD OF COUNTY COMMISSIONERS
GRANT COUNTY, WASHINGTON
Chairman