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Home My WebLink AboutRES 094 Draft 01 1980-1984County County of Hawaii - State of Hawaii Resolution WHEREAS, pursuant to County Charter Section 3-14 interim amendments to the Salary Ordinance may be by resolution; NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE COUNTY OF HAWAII that the Salary Ordinance is hereby amended for the following departments SECTION 8.02. OFFICE OF THE MAYOR. 1. Add one new position of Affirmative Action Officer SR -24. This resolution shall amend the Salary Ordinance of 1980 and incorporated into the Salary Ordinance of 1981, after adoption. BE IT FURTHER RESOLVED that a copy of this resolution be transmitted to the departments of Mayor, Finance and Civil Service for their information. Dated at Hilo, Hawaii, this 20th day of May 1981. INTRODUCED BYs Councilman, County of Hawa i COUNTY COUNCIL County of Hawaii Hilo, Hawaii I hereby certify that the foregoing RESOLUTION was by the vote indicated to the right hereof adopted by the COUNCIL of the County of Hawaii on .......... MaY.._2 0..,. ..... 9.81 .............. ATTEST: As COUNTY CL K IRMAN &tR'jSIDUN G OFFICER ROLL CALL VOTE De Luz, III Fujii X Hale IX Kawahara x Lai X Schutte X Chr. Yamashiro X Reference: — M.B. No. RESOLUTION NO 94 81 Department: Mayor's Office Request: Reallocation Reclassification Old Pos. New Pos. 1 Date: 4/20/81 ! New Position x Class Title HC No. SR Salary Cost Diff. Fund Source # of Pos. in Dept. Affirmative SR -24 $1527.00 G-0111 14 Action Officer Give reasons how new( -duties arose (statutes enacted, Ordinances, Newly authorized programs, basis for increased workloads, etc.): Change in approach to managing the County's equal employment opportunity program and to meet new federal revenue sharing requirement that recipients comply with Section 504 of Rehabi- litation Act of 1973 (equal access by handicapped persons to recipient governments programs, services, and facilities). 2. If reallocation, list only new duties. (Example: 1. Takes dictation 40%; 2. Keeps office accounts 30%, etc..): Not applicable r 3. Give reasons why new duties at higher level are needed and cannot be assigned to classes at higher level or handled in other ways such as short term contracts, etc. (Use productivity measurements where possible.): Refer to attached Council communications 171 and 153.1 EXHIBIT "B" C-i7i. / M 4. Was reallocation or reclassification budgeted and if not, why were manpower needs not planned through budgetary process: Need to change EEO program management and Section 504 compliance requirement, became known after FY 80-81 budgetary process was completed. 5. List other rationale or pertinent statements and data: The new position would permit full attention and time to be given on a continuous basis to effectively carry out County policies on EEO and equal access for the handicapped. Assign- ing the position as staff to the managing director will place the function directly in the management mainstream and give improved leverage and accountability in program management. 6. Attach: a. Old Table of Organization b. New Table of Organization with changes clearly visible c. Old class specification d. New class specification Civil Service Note: New position to serves�staff ecialist to oversee the equal opportunity, affirmative action angA%WA �a�%dwi grams for the County of Hawaii. Director of Personnel DEPARTMENT OF CIVIL SERVICE COUNTY OF HAWAII AFFIRMATIVE ACTION OFFICER Duties Summary: Under the general supervision of the Managing Director, serves as staff specialist in all matters relating to equal employment opportunity, affirmative action and compliance with handicapped programs for the County; analyzes and evaluates program effectiveness and ensures compliance to Federal requirements, guidelines, rules and regulations; and performs other related duties as required. Distinguishing Characteristics: This class is distinguished by its responsibility for providing staff assistance in all matters relating to equal employment opportunity, affirmative action and compliance with handicapped programs for the County. Illustrative'Examples of Work: Serves as staff specialist and conducts special studies; develops and maintains affirmative action plans to carry out County policies on equal employ- ment opportunity and equal access to the handicapped; designs and implements an auditing and reporting system to measure the effectiveness of the affirmative action plans; identifies areas not in compliance with Federal mandates and directs implementation of appropriate corrective measures; consults with Managing Director and Director of Personnel on technical personnel management implications of programs and with Corporation Counsel on legal implications; interprets and evaluates data from audits and reports and prepares quarterly reports on the performance of the affirmative action plans including recommendations on changes to the plans or actions required to improve performance; provides assistance to agency heads and designated staff persons in carrying out their responsibilities and duties under the affirmative action plans, including analysis of employee makeup and distribution, ways to improve imbalances, identification of problems, actions to improve or resolve problems; makes employees aware of the affirmative action plans and their rights and opportunities under the plans; gives technical assistance in regards to interpretation and implication of equal employment opportunity and affirmative action directives to operations and personnel manage- ment; receives complaints of alleged discrimination practices or actions, investigates the complaints and makes recommendations to the Managing Director for appropriate disposition; monitors and coordinates the County's efforts in equal employment opportunity, affirmative action and compliance with handicapped programs; pre- pares required monitoring reports; in cooperation with the Department of Civil Service, works with schools, impacted groups and community organizations a`. 0 AFFIRMATIVE ACTION OFFICER -2- to encourage persons from impacted groups to participate in employment training programs and to take job placement examinations; establishes and maintains contact with community groups and other public agencies as the County's liaison on equal employment opportunity and nondiscrimination policies, practices and . activities; conducts orientation sessions and training courses on Federal equal employment opportunity, affirmative action, handicapped programs requirements, guidelines,:rules and regulations. Minimum Qualification Requirements. Training and Experience: A combination of education and experience substantially equivalent to graduation from an accredited college or university with specialization in business or public administration, political science, education, or a related field, and 4 years of professional experience in management analysis or personnel management, one oflwhich shall have involved program work related to equal opportunity, affirmative action or a related program. License Requirement: Possession of a valid Hawaii State driver's license (Type 3T. Knowledge of: Federal, State and County equal employment opportunity/ affirmative action executive orders, laws, rules, regulations, and guidelines; principles of public administration and management; government organization, functions, and operations; merit system principles and philosophy; research and statistical analysis methods and techniques; report writing, group instruction/ training. Ability to: review, analyze, and evaluate program effectiveness in complying with Federal equal employment opportunity, affirmative action and handicapped programs mandates and direct implementation of sound corrective measures for areas found not in compliance; interpret and determine implications of existing and anticipated Federal equal employment opportunity, affirmative action and handicapped programs mandates; perform statistical research and analysis; conduct informational educational presentations and classes; develop and maintain effective working relationships with appropriate governmental agencies, operating departments, special interest committees and groups, and the general public; prepare clear and concise correspondence and analytical reports. Physical Requirements Persons seeking appointment to positions in this class must meet the health and physical condition standards deemed necessary and proper for performance of the duties. Physical Effort Grouping: Light This is the first specification approved for the new class AFFIRMATIVE ACTION OFFICER. APPROVED: -- Director of Personnel