HomeMy WebLinkAboutPersonnel Action Request Recommendation - Public DefenseGRANT COUNTY
DEPARTMENT OF PUBLIC DEFENSE
MEMORANDUM
Date: May 9, 2019
To: Human Resources, Board of County Commissioners
From: Brett Hill, Director
Proposal for Hiring Freeze Exception -Legal Intern
Please accept this as a written proposal for an exception to the hiring freeze in the Department of
Public Defense. The request is to hire a Legal Intern.
Need and Benefit:
The legal intern we propose is a law student and will be used to provide support for our office.
The legal intern we propose to hire is a law student between their second and third year of law school. It
is proposed that she will be hired for the duration of the summer -to begin on May 28, 2019.
It is anticipated that the intern will be licensed per Washington State Bar Association Admission
to Practice Rule 9. This means is that she will be able to participate in the limited practice of law. The
benefits may include:
• The intern can covers first appearance in district court;
• She can carry up to a limited caseload of 25%;
• Provide other support in the form of writing memoranda and briefs; and
• Various other support for attorneys and staff.
Other benefits will include our ability to recruit from the law schools, and help us in our training
processes and hiring process. Currently, it is difficult to find qualified candidates for two positions that
we need to hire for. Having this position will take some pressure off of our department. The intern can
take some cases, and do the daily chore of first appearances. There is some short term benefit.
Budget Impact:
The budget impact will actually have little effect. We are now without two attorneys for a month
now. That alone creates enough room in our budget to pay for the position. It is proposed that the
position be paid $15 dollars per hour and will last approximately 3 months. We also have a budget for
temporary positions if needed.
Grant County Equal Employment Opportunity Plan
Contact: Kirk R. Eslinger
Human Resources Director
PO Box 37
Ephrata, WA 98823
(509) 754-2011 ext. 4902
keslinger@granteount iva.gov
Date: January 1, 2018 - December 31, 2019
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
under -representation occurs in proportion to availability in the labor force, and to
devise and implement programs and timelines to pursue goals to achieve equitable
representation.
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.
Grant County is an Equal Employment Opportunity employer. It is against Grant
County's policy for any employee to discriminate against an applicant for employment
or another employee on the basis of race, color, and religious creed, sex (including
pregnancy.), age, marital status, sexual orientation, national origin, or any other
classification protected by applicable discrimination laws. Furthermore, no employee of
the County is to discriminate against any applicant or fellow employee on the basis of a
disability or status as a disabled veteran or veteran of the Vietnam era. Grant County
will make reasonable accommodations, including modification of policies and
procedures in appropriate cases for qualified individuals with disabilities, if it can do so
without undue hardship.
Our policy relates to all phases of recruitment, employment, promotion, training,
demotion, transfer, layoff, recall, termination, wages and salary administration, working
conditions, employee benefits, application of policies and participation in County,
sponsored activities.
The policies and principles of equal employment opportunity also apply to the selection
and treatment of independent contractors, personnel working on Grant County
premises who are employed by temporary- agencies and any other persons or companies
doing business for or with Grant County.
Grant County EEOP 2018-2019 Page 1 of 13
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. Grant County's Affirmative
Action program is a management tool designed to ensure equal opportunity in all
phases of recruitment, employment, promotion, training, demotion, transfer, layoff,
recall, termination, wages and salary administration, working conditions, employee
benefits, application of policies and participation in County sponsored activities.
It is a diagnostic tool that is used to evaluate the workforce and compares it with the
composition of the relevant labor pool outlining practical steps in which to address
under -utilization of specific groups in all departments and offices throughout the
County.
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.
Grant County views the principle of equal employment opportunity as a vital element in
the employment process and as a hallmark of good management.
In developing our Affirmative Action Program, Grant County commits to:
• Recruiting, hiring, training, and promoting persons in all job classifications
without regard to race, color, religion, sex, age, national origin, disability, veteran
status, or any other non -job-related characteristic.
• Ensuring that promotion decisions are in accordance with equal employment
opportunity requirements by imposing only valid, job-related requirements for
promotional opportunities.
• Ensuring that all personnel actions relating to compensation, benefits, transfers,
terminations, training, and education are administered in a nondiscriminatory
manner.
ADMINISTRATION
The Director of Human Resources has the overall responsibility for the development,
implementation, and direction of the EEOP and Affirmative Action procedures. A
report is completed for each year in writing to the Board of County Commissioners.
Continuing compliance reviews will be conducted to ensure that promotions and job
opportunity decisions are made in accordance with the EEOP and that decisions account
for valid relevant factors with respect to knowledge, skills abilities, performance,
potential and bona fide occupational qualifications.
All personnel actions will conform to an Affirmative Action Program, the basic purpose
of which is to further the utilization of the under -represented with respect to the terms
Grant County EEOP 2018-2019 Page 2 0f13
of benefits and privileges of employment etc.
The Director of Human Resources has the overall responsibility to carry out:
• The development of programs and internal and external communications
regarding affirmative action for protected classes.
• Implementing an audit and review system that will:
o Measure the effectiveness of the EEOP;
o Indicate the need for any remedial action; and
o Determine the degree to which the County's objectives have been met.
• Ensuring that the county is following the guidelines of the EEOP.
• Serving as liaison between Grant County and enforcement agencies.
It will be the responsibility of all elected officials, department heads and supervisory
personnel to conduct themselves consistent with this EEOP to ensure that all personnel
actions are administered in accordance with the EEOP and applicable policies and
procedures. Hence, all employment related requests are filtered through HR prior to
approval by the Board of County Commissioners.
It is expected that all elected officials, department heads and supervisory personnel will:
• Assist in the identification of problem areas, formulating solutions, and
establishing departmental goals and objectives when necessary;
• Review the qualifications of all applicants and employees to ensure qualified
individuals are treated in a nondiscriminatory manner when hiring, promotion,
transfer, and termination actions occur;
• Review the job performance of each employee to assess whether personnel
actions are justified based on the employee's performance of his or her duties and
responsibilities.
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 utmost success of the plan.
JOB ANNOUNCEMENTS
The dissemination of all job vacancies for full and part time positions will be listed with
Washington State Employment Security (Work Source), on the Grant County website,
job posting bulletin boards located within the Courthouse Complex, and on www
.government jobs.com. Various newspapers and/or trade publications will also be
utilized depending upon the most appropriate circulation for the particular job posting.
Job vacancies for full and part time positions may also be listed with local colleges,
universities, and/or under -represented groups.
In order to locate qualified applicants, job advertisements will include the following:
• Position Title;
• Location;
• Department;
• FLSA Status;
Grant County EEOP 2018-2019 Page 3 of 13
• Salary;
• Summary of Benefits;
• General Purpose of position;
• Minimum required and preferred Knowledge, Skills and Abilities needed;
• Any special requirements;
• Application procedure; and
• Deadline in which to apply.
All job announcements will include "GRANT COUNTY IS AN EQUAL OPPORTUNITY
EMPLOYER". Grant County uses Neogov Insight for our online application process.
Neogov Insight automates the entire hiring and selection process from requisition to
hire and is tailored for the unique needs of public sector organizations. Neogov Insight
monitors functions such as position requisition approval, automatic minimum
qualification screening, test statistics and analysis and EEO reporting.
It shall be the responsibility of each office/department to request the Human Resources
department to create a job posting consistent with the above set forth criteria. Each job
announcement will be posted on the County website.
Grant County's electronic job applications are non-discriminatory and are used to
ensure compliance with pre-employment inquiries. All applications of non -selected
applicants will be filed electronically for a period of six years.
HARASSMENT PREVENTION PROCEDURES
Employees of and applicants to Grant County will not be subject to harassment,
intimidation, threats, coercion, or discrimination because they have engaged or may
engage in filing a complaint, assisting in a review, investigation, or hearing or have
otherwise sought to protect their legal rights related to any federal, state, or local law
regarding EEO. Any employees or applicants who feel that they have been subject to
harassment, intimidation, threats, coercion, or discrimination because of their status,.
disability or as a qualified protected veteran should contact the Human Resources
Department for assistance.
Harassment, based on race, color, gender, creed, religion, age, marital status, sexual
orientation, national origin, the presence of any sensory, mental or physical disability,
except as otherwise provided by law, veteran status, or other basis that is prohibited by
local, state or federal laws, opposition to prohibited discrimination, or retaliation is a
violation of federal and state law. Harassment is prohibited in all Grant County
workplaces and while conducting work for the County. Appropriate preventative
measures shall be used within the County to promote respect for the rights of employees
and applicants, co-workers, and customers. Remedial measures and/or corrective
actions, up to and including termination of employment, shall be utilized when acts of
harassment occur.
If a person believes that he or she has been subjected to discrimination, the person
Grant County EEOP 2018-2019 Page 4 of 13
should report the potential discrimination immediately. If the discrimination involves
the direct supervisor the person should report the potential discrimination to the
supervisor's supervisor, Department Head or Elected Oficial or to Human Resources.
Complaints of discrimination will be investigated promptly and in as confidential
manner as possible so as to prevent impedance of the investigation. Retaliation is
strictly prohibited for reporting such complaints. Claims of discrimination which come
to our attention may result in disciplinary action up to and including termination of
employment of the initiator of said discrimination.
NEEDS ANALYSIS
The Human Resources Department continuously oversees the personnel practices in
each County office and/or department, ensuring compliance with all federal, state and
local laws. Training for elected officials, department heads and supervisors responsible
for personnel actions is conducted formally and informally annually and as frequently
throughout the year as needed.
Identified Action Areas:
• Conduct periodic analyses of job descriptions to ensure they accurately reflect job
functions;
• Make job descriptions available to recruiting sources and available to all
members of management involved in the recruiting, screening, selection and
promotion processes;
• Evaluate the total selection process to ensure freedom from bias through:
a Reviewing job applications and other pre-employment forms to ensure
information requested is job-related;
o Evaluate selection methods that may have a disparate impact to ensure
that they are job-related and consistent with County business necessity;
o Training management staff on proper interview techniques; and
o Train management staff in EEO.
• Include the phrase "GRANT COUNTY IS AN EQUAL OPPORTUNITY
EMPLOYER" or "EEO" in all printed employment advertisements;
• Place help wanted advertisements, when appropriate, in local minority news
media and women's interest media;
• Disseminate information on job opportunities to organizations representing
minorities, women and employment development agencies when job
opportunities occur;
• Encourage all employees to refer qualified applicants;
• Actively recruit at secondary schools, junior colleges, colleges and universities
with predominantly minority or female enrollments;
• Hire a consultant periodically to perform a self -audit of the County
Compensation Plan;
• Ensure that all employees are given equal opportunity for promotion. This is
achieved by:
o Posting promotional opportunities;
o Offering counseling to assist employees in identifying promotional
Grant County EEOP 2018-2019 Page 5 of ig
opportunities, training and educational programs to enhance promotions
and opportunities for job rotation or transfer; and
o Evaluating job requirements for promotion.
JOB CATEGORIES
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: Sworn
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, bailiffs, correctional officers, detectives, wardens, marshals,
sheriffs, harbor patrol officers, park rangers, etc.
Protected Services: Non -sworn
Occupations in which workers are entrusted with public safety but do not need to be
sworn. Includes: animal control workers, crossing guards, lifeguards and other
protected service workers.
Administrative Support
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
Grant County EEOP 2018-2019 Page 6 of 13
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.
ServicelMaintenance
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
The folio«Zng analysis derives data for the Washington Labor Static from the EEOC's
Federal Sector Jab Groups report generated from the U.S. Census Bureau, 2006-2010
American Community Survey, 'Mth exception for Protected Services and Para-
professionals, which derive data EEOC's 2005 EEo-4 Survey.
The Grant County Workforce data comes from the 2017 EE04 reporting.
)fficials & Administrators
Gender
Washington Total
Labor Statistic Male
Female
Grant County Total
Workforce Male
Female
Total I White I Hispanic I Black I Asian I Indian
Statistical source data for the EEOP is under technical review with
an anticipated completion date of June 30, 2019.
Questions & concerns should be directed to the HR Director at the
phone number and email at the beginning of this document.
0.00% 1 0.00% 1 0.00% 1 0.00% 1 0.00% 1 0.00
In this category Grant County is:
- Close to the State statistic for female utilization overall.
- Under -utilizing employees of color, although matching the State statistic for
females of color overall.
Significant variance includes:
- Under -utilization of Hispanic females.
- No utilization of Black males.
Grant County EEOP 2018-2019
Page 7 of 13
'rofessionals
Gender
Washington
Labor Statistic
Total
Male
Female
Grant County-
Workforce
Total
Male
Female
Black I Asian I Indian
4O V V v
0, Statistical source data for the EEOP is under technical review with
,, an anticipated completion date of June 30, 2019.
Questions & concerns should be directed to the HR Director at the
phone number and email at the beginning of this document.
O.00% 1 0.00% 1 0.00% 1 0.00% 1 o.00% 1 0.
In this category Grant County is:
- Above to the State statistic for female utilization overall.
- Under -utilizing females of color utilization overall.
Significant variance includes:
- Strong performance in the utilization of Hispanic females and Asian employees
overall.
- Under -utilization of Hispanic males.
- No utilization of Black or Indian employees.
Technicians
Gender Total White Hispanic Black Asian Indian
Washington Total 0 0 0 0 ° o o°
Labor Statistic Male O Statistical source data for the ESOP is under technical review with o
Female O an anticipated completion date of June 30, 2019. °
Grant County Total O Questions & concerns should be directed to the HR Director at the o
Workforce I Male 1 01 phone number and email at the beginning of this document. °
Female 1 0.00% 1 0.00% 1 0.00 %1 0.00% o.00% 0.00%
In this category Grant County is:
- Significantly below the State statistic for female utilization overall.
- Significantly- below the State statistic for females of color utilization overall.
Significant variance includes:
- Strong performance in utilization of Hispanic males.
- No utilization of Hispanic females.
Protected Services
Gender Total I White I Hispanic Black Asian Indian
Washington Total O.D09'., ° °
Labor Statistic Male O. Statistical source data for the EEOP is under technical review with
Female O. an anticipated completion date of June 30, 2019.
Grant County Total O. Questions & concerns should be directed to the HR Director at the
Workforce Male; O, phone number and email at the beginning of this document.
Female 0.00% 1 0.00% 0.00% 1 0.00% 1 0.00% 1 o.00%
In this category Grant County is:
- Significantly below State statistic for female utilization overall.
- Significantly below State statistic for females of color utilization overall.
Grant County EEOP 2018-2019 Page 8 of 13
Significant variance includes:
- Strong performance in utilization of Hispanic males.
- Under -utilization of Black males.
- No utilization of Asian or Indian employees.
Nn
Washington
Labor Statistic
Grant County
Workforce
DOM
Indian
0.00%
Male O Statistical source data for the EEOP is under technical review with
Female O an anticipated completion date of June 30, 2019.
Total Questions & concerns should be directed to the HR Director at the
Male phone number and email at the beginning of this document.
Female o.00 0 1 6.65% 1 0.00% 1 0.00% 1 0.00% 1 O.c
In this category Grant County is:
- Above the State statistic for female utilization overall.
- Above the State statistic for females of color utilization overall.
Significant variance includes:
- Strong performance in utilization of Hispanic employees.
- No utilization of Black, Asian or Indian employees.
Administrative Support
Gender Total White Hispanic I Black I Asian Indian
Washington Total o. ° ° °
Labor Statistic Male 0. Statistical source data for the EEOP is under technical review with
an anticipated completion date of June 30, 2019.
Female 0.
Grant County Total O. Questions & concerns should be directed to the HR Director at the
Workforce Male O. I phone number and email at the beginning of this document.
Female 0.00% 0.00% 0.00% 1 0.00% 1 0.00% 1 0.00%
In this category Grant County is:
Above the State statistic for female utilization overall.
- Above the State statistic for females of color utilization overall.
Significant variance includes:
- Close to the State statistic for Hispanic females.
- Under -utilization of Hispanic males.
Skilled Cra
Grant County EEOP 2018-2019 Page 9 of 13
Gender Total
White
Hispanic
Black
Asian Indian
1
Washington
Labor Statistic
Total o.00%
0.00%
0.00%
1 O.00%
1 0.00% 0.00%
Male 0.
Statistical source data for the EEOP is under technical review with
an anticipated completion date of June 30, 2019.
Questions & concerns should be directed to the HR Director at the
phone number and email at the beginning of this document.
o
o
o
j
Female 0,
Grant County
Workforce
Total O.
Male O.
Female 0.00
0 0.00 0 1 0.00% 1 0.00% 1 0.00 0_ 0.00/
Grant County EEOP 2018-2019 Page 9 of 13
In this category Grant County is:
- Severely deficit in the utilization of females and females of color.
- Below the State statistic for Males of color.
- Above the State statistic for females of color utilization overall.
Significant variance includes:
- Below the State statistic for Hispanic males.
No utilization for Black, Asian, or Indian employees.
Service & Maintenance
In this category Grant County is:
Below the State statistic for female utilization overall.
- Below the State statistic for females of color utilization overall.
Significant variance includes:
- Under -utilization of Hispanic and Indian employees overall.
- No utilization for Black or Asian employees.
I7TILIZATION ANALYSIS OBJECTIVES
The data above identifies clear areas of focus for Grant County during the coming EEOP
timeframe.
1. Since White females and Hispanics, Blacks, Asians and Indians are under-
represented in certain categories, Grant County should increase its recruitment
efforts for non -elected positions in these areas by outreaching to these
populations through the various action items listed in this EEOP.
2. Officials & Administrators:
a. Work with Departments to identify works in under -represented categories
who may be ready for leadership development and training. Make them
aware of internal opportunities.
3. Professionals:
a. Work with professional training organizations to target new graduates
within under -represented categories.
4. Technicians:
a. Work with professional training organizations to target new graduates
within under -represented categories.
5. Protected Services:
a. Evaluate the County's Civil Service advertising and promotion practices to
identify that they are supporting and increasing the County's goals for
increasing representation in this category.
Grant County EEOP 2018-2019 Page 10 of 13
Gender
Total White I Hispanic
Black
Asian
Indian
Washington
Total
o
° ° n nno/. n nnO/. °
Labor Statistic
Male
O
Statistical source data for the EEOP is under technical review with
Female
Total
O
O
an anticipated completion date of June 30, 2019.
Questions & concerns should be directed to the HR Director at the o
Grant County
Workforce
Male
O
Phone number and email at the beginning of this document. o
Female1
O.00% o.00% o.00% o.00% 1 o.00% 0.0o°/,
In this category Grant County is:
Below the State statistic for female utilization overall.
- Below the State statistic for females of color utilization overall.
Significant variance includes:
- Under -utilization of Hispanic and Indian employees overall.
- No utilization for Black or Asian employees.
I7TILIZATION ANALYSIS OBJECTIVES
The data above identifies clear areas of focus for Grant County during the coming EEOP
timeframe.
1. Since White females and Hispanics, Blacks, Asians and Indians are under-
represented in certain categories, Grant County should increase its recruitment
efforts for non -elected positions in these areas by outreaching to these
populations through the various action items listed in this EEOP.
2. Officials & Administrators:
a. Work with Departments to identify works in under -represented categories
who may be ready for leadership development and training. Make them
aware of internal opportunities.
3. Professionals:
a. Work with professional training organizations to target new graduates
within under -represented categories.
4. Technicians:
a. Work with professional training organizations to target new graduates
within under -represented categories.
5. Protected Services:
a. Evaluate the County's Civil Service advertising and promotion practices to
identify that they are supporting and increasing the County's goals for
increasing representation in this category.
Grant County EEOP 2018-2019 Page 10 of 13
6. Skilled Craft
a. Work with Departments to evaluate job descriptions and recruitment
practices for these positions to identify that they are supporting and
increasing the County's goals for increasing representation in this
category.
7. Service & Maintenance:
a. Work with Departments to evaluate job descriptions and recruitment
practices for these positions to identify that they are supporting and
increasing the County's goals for increasing representation in this
category.
8. While the general population of Grant County suggests a small workforce for the
Indian and Asian populations, and only a slightly higher population and
workforce for the Black population, Grant County will continue to focus on
increasing the Hispanic workforce, which consists of a much higher population
within its borders. Nonetheless, efforts to increase our Indian, Asian, and Black
workforce will also receive emphasis.
STEPS TO ACHIEVE UTILIZATION ANALYSIS GOALS
The Human Resources department All 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, job fairs
and the Internet.
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 Director has the responsibility for developing and preparing the
formal documents of the EEOP. The Human Resources Director is responsible for the
effective implementation of the EEOP; however, responsibility is likewise vested with
each Elected Official, Department Head, and/or Supervisor.
Grant County's Audit and Reporting system is designed to:
• Measure the effectiveness of the EEOP;
• Document personnel activities;
• Identify problem areas where remedial action is needed; and
• Determine the degree to which Grant County's goals and objectives have been
obtained.
Grant County EEOP 2018-2019 Page 11 of 13
The following personnel activities are reviewed to ensure nondiscrimination and equal
employment opportunity for all individuals without regard to their race, color, gender,
religion, age, or national origin:
• Recruitment, advertising, and job application procedures;
• Hiring, promotion, upgrading, layoff, recall from layoff;
• Rates of pay and any other forms of compensation including fringe benefits;
• Job assignments, job classifications, job descriptions, and seniority lists;
• Sick leave, leaves or absence, or any other leave;
• Training, apprenticeships, attendance at professional meetings and conferences;
and
• Any other term, condition, or privilege of employment.
The following documents are maintained as a component of Grant County's internal
audit process:
• An applicant flow log showing the name, race, gender, date of application, job
title, interview status and the action taken for all individuals applying for job
opportunities;
• Summary data of external job offers and hires, promotions, resignations,
terminations, and layoffs by job group and by gender and minority group
identification;
• Summary data of applicant flow by identifying, at least, total applicants, total
minority applicants, and total female applicants for each position;
• Maintenance of employment applications (not to exceed two years); and
• Records pertaining to Grant County's compensation system.
Grant County's audit system includes an annual report documenting Grant County's
efforts to achieve its EEOP responsibilities. Each Department Head, Elected Official
and/or Supervisor is asked to report any current or foreseeable EEO problem areas and
is asked to outline their suggestions/ recommendations for solutions. If problem areas
arise, the Elected Official, Department Head, and/or Supervisor are to report problem
areas immediately to the Human Resources Director.
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:
• Copies of Grant County's EEOP and affirmative action programs are available for
inspection by any employee through the County's intranet site, or to any
applicant upon request, to promote understanding, acceptance and support.
• Policies are re-emphasized to Department Heads, Elected officials and
supervisors on a continuous basis.
Grant County EEOP 2018-2019 Page 12 of 13
• Grant County's EEO posters are posted on bulletin boards located throughout our
facilities and office work areas.
• All employees are advised annually of the company's policy and encouraged to
aid in Grant County's EEO efforts to ensure a fair and effective program.
• Briefing sessions are conducted periodically for Elected Officials, Department
Heads and Supervisors to review the applicable regulations and to discuss such
EEOP action measures as training and reasonable accommodation.
• When making internal Equal Opportunity audits, implementation of the EEOP
will be reviewed.
• At least once a year the policy is distributed to all employees.
External:
• Subcontractors, vendors and suppliers are notified of Grant County's EEOP
including the employment of qualified individuals with disabilities and qualified
protected veterans.
• All recruiting sources, including State employment agencies, educational
institutions and social service agencies have been informed of Grant County's
policy concerning the employment of the underserved populations including
qualified individuals with disabilities and qualified protected veterans and have
been advised to actively recruit and refer qualified persons for job opportunities.
• Grant County lists all suitable employment openings with the appropriate local
office of the State Employment Service.
• A copy of Grant County's EEOP is available as a public record and is listed on the
Grant County Internet Web Site.
• Formal arrangements have been made to ensure that each recruitment source is
provided with timely notice of job opportunities, to ensure that recruitment
sources have an opportunity to refer qualified candidates.
• All applications for employment will contain an Equal Employment Opportunity
policy statement.
• 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 14 t day of May 2019.
BOARD OF COUNTY COMMISSIONERS
GRANT COUNTY, WASHINGTON
Stevens, Member
Grant Count- EEOP 2018-2019 Page 13 of 13