September 7, 2006
(For Board: September 22, 2006)

 

REPORT OF THE RULES, POLICY AND INDUSTRIAL
RELATIONS COMMITTEE/COMMITTEE OF THE WHOLE

 

Honorable Board of Directors
Golden Gate Bridge, Highway
  and Transportation District

Honorable Members:

A meeting of the Rules, Policy and Industrial Relations Committee/Committee of the Whole was held in the Board Room, Administration Building, Toll Plaza, San Francisco, California, on Thursday, September 07, 2006, at 10:15 a.m., Chair Pahre presiding.

Committee Members Present (5): Chair Pahre; Directors Grosboll, Martini, and Newhouse Segal; President Middlebrook (Ex Officio).
Committee Members Absent (3): Vice Chair Murray; Directors Hernández and McGoldrick
Other Directors Present (7): Directors Boro, Cochran, Eddie, Kerns, Moylan, Reilly and Stroeh

Committee of the Whole Members Present (12): Directors Cochran, Eddie, Grosboll, Kerns, Martini, Newhouse Segal, Pahre, Reilly and Stroeh; Second Vice President Boro; First Vice President Moylan; President Middlebrook
Committee of the Whole Members Absent (7): Directors Ammiano, Brown, Dufty, Hernández, McGoldrick, Murray and Sandoval

Staff Present: General Manager Celia G. Kupersmith; District Engineer Denis J. Mulligan; Auditor-Controller Joseph M. Wire; Secretary of the District Janet S. Tarantino; Attorney Madeline Chun; Deputy General Manager/Bridge Division Kary H. Witt; Deputy General Manager/Bus Division Susan C. Chiaroni; Deputy General Manager/Administration and Development Teri W. Mantony; Director of Planning Alan R. Zahradnik; Public Affairs Director Mary C. Currie; Employee Relations and Diversity Programs Administrator Harvey Pye; Executive Assistant to the General Manager Amorette Ko; Assistant Clerk of the Board Patsy Whala

Visitors Present: None

     
1. Approve a Three-Year Equal Employment Opportunity/Affirmative Action Program
     
 

In a memorandum to Committee, Employee Relations and Diversity Programs Administrator Harvey Pye, Deputy General Manager/Administration and Development Teri Mantony and General Manager Celia Kupersmith presented staff’s recommendation to approve a three-year Equal Employment Opportunity/Affirmative Action Program (Program), from July 1, 2006, through June 30, 2009. The District is required to submit a Program to the FTA every three years for review and approval, as mandated by the Federal Transit Administration (FTA) under Circular 4704.1 and in order to receive federal and state funding.

The Program stated that as of June 30, 2006, the diversity profile of the 792 current regular employees (Regular employees are full-time, part-time and limited-term works assigned to Board-authorized positions.) is as follows:
   •   23% are female;
   •   77% are male;
   •   42% are minority; and,
   •   58% are non-minority.

The report noted that some of the key changes to the proposed three-year Program include:
   •   employee representation in certain employment classifications and categories changed in part due to reductions in the District’s workforce, beginning 2003 – 2005, as a result of a major budget deficit;
   •   demographic changes in the availability of women and minorities in the labor market, using the 2000 U.S. Census;
   •   the requirement to report applicant data which represents a more broadly defined geographic region;

A copy of the staff report, including a copy of the PowerPoint presentation, is available in the Office of the District Secretary and on the District’s web site. In addition, a copy of the draft Equal Employment Opportunity/Affirmative Action Program of the Golden Gate Bridge, Highway and Transportation District, July 1, 2006 through June 30, 2009, is available in the Office of the District Secretary.

At the meeting, Ms. Mantony introduced Employee Relations and Diversity Programs Administrator Harvey Pye. Harvey Pye summarized the staff report and presented a PowerPoint presentation regarding the overall findings in the proposed three-year Program. He noted that the Program can be utilized as a planning document, as well as an organizational assessment tool, as the Program outlines the District’s hires, promotions, terminations, key policies, workforce and goals. Mr. Pye highlighted the many diversity profiles, including: 1) the regular employee population; 2) the regular employee population by EEOC job category; 3) the four operating divisions; 4) applicants for regular employment by race; 5) applicants for regular employment by residence; and, current District employees by residence. He noted that the terminology and information included in the Program are based on reporting requirements, and not an admission of any wrongdoing.

Further, Mr. Pye summarized the Program findings, as follows:
   •   outstanding workforce representation: 42.8% minority and 23.3% women;
   •   22% workforce reduction, including elimination of vacant positions, through end of 2005 only minimally impacted total minority and women representation;
   •   applicant data defines broader geographic region as local labor market;
   •   labor market demographics indicate greater availability of minority and women as reflected in the 2000 U.S. Census; and,
   •   goals reflect the need for internal and external assessments.

And further, Mr. Pye described opportunities for improvement, as follows:
   •   expand employment opportunity outreach to attract minorities and women;
   •   coordinate career development planning and training to enhance utilization of internal talent pool; and,
   •   enhance recruitment and new hire orientation so applicants and employees will see the District as, “First Choice for Employer.”

Finally, Mr. Pye outlined the EEO/Affirmative Action Program goals for 2006 through 2009, as follows:

     
 
EEO/AAP GOALS
2006 – 2009
 
Women
Minority
 

EEO Job

Category

Goal/

Availability%*

Current %

Representation

Goal/

Availability%*

Current %

Representation

Problem

Areas

Officials and

Administrators

51.0%
30.9%
35.3%
26.2%

Asians,

Hispanics

Professionals
60.0%
60.0%
40.0%
40.0%
 
Technicians
50.3%
21.4%
47.2%
7.1%

Blacks,

Hispanics,

Asians

Protective

Service

54.5%
4.2%
42.0%
41.7%
Blacks

Administrative

Support

66.0%
66.1%
45.6%
43.8%
Hispanics

Skilled Crafts

8.1%
2.5%
45.3%
27.3%
Hispanics

Service

Maintenance

41.5%
12.3%
62.9%
50.0%

Asians,

Hispanics

     
 

In conclusion, Mr. Pye noted that the District’s best investment is to enhance utilization of the internal talent pool.

Discussion ensued, including the following:
     
 
  • President Middlebrook made the following comments and inquiries:
    • She inquired if the goal availability figure shown for women and minority not only represents the population, but also represents the necessary skill sets. In response, Mr. Pye stated that, in regards to goal availability, it is important to identify those individuals in the population that have the necessary skill sets, as well as what percentage came from either the external or internal pool. In addition, Ms. Kupersmith stated that the job categories, which are established by the Federal government, have very broad definitions as compared to those of the District. As an example, she pointed out that the job category of Protective Services at the District is limited to the Patrol Officers and Bridge Sergeants. She also stated that, although the District conducted an extensive outreach for the Bridge Patrol Officer recruitment, only a small number of women applied for the position.
    • She inquired as to why women are not listed in the problem area category even though there is an under-representation in some categories at the District. In response, Ms. Kupersmith stated that the Federal government dictates that only minorities must be identified in the problem area category. The minority groups might include women, as well as men, since only the minority aspect is being considered, not gender.
     
 
  • Director Newhouse-Segal requested that Mr. Pye provide a detailed description of the criteria used for listing minorities in the problem areas column of the District’s goals for the Program.  In response, Mr. Pye stated that staff calculates the current representation against the goal availability for all minorities, and then breaks out the figures into sub-groups by individual minority to show what ethnic group has under-representation.  
     
 
  • Director Grosboll made the following comments and inquires:
    • He inquired as to whether the District has discretion in the figures for the goal availability and whether the District will take into consideration hiring minorities in the job categories that are under-represented. In response, Mr. Pye stated that the figures are driven by the data from the U.S. Census Bureau. In addition, Ms. Kupersmith stated that the District has been successful in promoting employees from within the organization, which can affect under-representation by women and minorities throughout the job categories. She also stated that, as employees move up through the organization, staff performs extensive outreach in an effort to attract minority candidates to fill those vacant positions, many of which are entry-level positions.
    • He inquired if the District was required to adopt the goals set forth by the FTA, as these goals present under-representation for women and minorities in certain job categories in the District’s workforce. In response, Ms. Kupersmith stated that the Board is required to adopt a Program in order to remain eligible for federal funding. She also stated that it is more challenging to increase percentages of women and minorities with the passing of California Proposition 209, which prohibits preferences on the basis of race or gender in public employment, thereby limiting the District’s ability to perform targeted hiring. Ms. Kupersmith described the District’s recent employment and promotion activities, along with the percentages regarding women and minorities.
    • He inquired as to what are the ways in which staff plans to improve employment outreach. In response, Mr. Pye stated that staff plans to attend more job fairs, perform more extensive outreach to the minority communities, promote employees to pass along applications to qualified candidates and develop internship programs. In addition, Ms. Mantony stated that the District has taken advantage of internet services and specialized professional organizations to reach a larger demographic pool of candidates. In addition, she stated that staff will continue to review the recruitment process to address the opportunity for internal promotions. Furthermore, Ms. Kupersmith stated that the District has developed a more comprehensive relationship with the Canal District community in San Rafael, which is a large immigrant population, for potential job opportunities to explore language issues and to provide the community with relevant information regarding employment.
     
 
  • Director Boro commented that he provides job announcements to the leadership in the Canal District, and suggested that the job announcements be printed in both English and Spanish to foster better communications.
     
 
  • Chair Pahre commended staff on their outstanding efforts in assembling the Program.  Further, she thanked staff on way they presented the Program, focusing not only on the problem areas, but also on the successes.
     
 
Staff recommended, and the Committee concurred by motion made and seconded by Directors MARTINI/BORO, to forward the following recommendation to the Board of Directors for its consideration:
     
 
RECOMMENDATION
     
 

The Rules, Policy and Industrial Relations Committee recommends that the Board of Directors approve a three-year Equal Employment Opportunity/Affirmative Action Program (Program), for the period of July 1, 2006 through June 30, 2009; and, authorize staff to submit the Program to the Federal Transit Administration.

Action by the Board - Resolution
NON-CONSENT CALENDAR

     
 
AYES (5):       Chair Pahre; Directors Grosboll, Martini, and Newhouse Segal; President Middlebrook (Ex Officio).
NOES (0):      None
ABSENT (3): Vice Chair Murray; Directors Hernández and McGoldrick
     
2. Public Comment
     
 

There was no public comment.

     
3. Adjournment
     
 

All business having been concluded, the meeting was declared adjourned at 11:10 a.m.

     

 

Respectfully submitted,

/s/ Barbara L. Pahre, Chair
Rules, Policy and Industrial Relations Committee