Chapter 2.82 AFFIRMATIVE ACTION PLAN*

Chapter 2.82
AFFIRMATIVE ACTION PLAN*

Sections:

2.82.010 Equal Employment Opportunity Policy Statement.

2.82.020 Department Heads – Compliance Required.

2.82.030 Dissemination of Policy and Affirmative Action Program.

2.82.040 Duties and Responsibilities.

2.82.050 Personnel Practices – Intent.

2.82.060 Personnel Practices – Recruitment.

2.82.070 Personnel Practices – Job Application Process.

2.82.080 Personnel Practices – Selection and Placement.

2.82.090 Personnel Practices – Training Programs.

2.82.100 Personnel Practices – Compensation.

2.82.110 Personnel Practices – Promotions and Transfers.

2.82.120 Personnel Practices – Disciplinary Measures and Terminations.

2.82.130 Personnel Practices – Awards and Other Benefits.

2.82.140 Personnel Practices – Grievance Procedures.

2.82.150 Personnel Practices – Collective Bargaining Agreement.

2.82.160 Work Force and Labor Market analysis (Reserved).

2.82.170 Demographic Analysis (Reserved).

2.82.180 Employee Utilization and Goals.

2.82.190 Contract Compliance Requirements.

2.82.200 Internal Audit and Reporting System.

2.82.210 Recruiting Sources.

* Editor’s Note: The original county affirmative action plan, Appendix A of Res. 332-1974, was reaffirmed and modified to reflect certain revisions as set out in Res. 60-1975 on January 30, 1975. Copies of Res. 332-1974 and Res. 60-1975 may be found on file in the county auditor’s office.

2.82.010 Equal Employment Opportunity Policy Statement.

(1) It is the policy of Yakima County to provide equal opportunity to all its employees and applicants for employment, and to assure that there is no discrimination against any persons on the basis of race, color, religion, national origin, age, sex, marital status, or physical disability unless based upon a bona fide occupational qualification. This policy extends to all areas of employment and to all relations with employees including recruitment, selection and placement, compensation, promotion and transfer, disciplinary measures, demotions, layoffs and terminations, testing and training, daily working conditions, awards and benefits, and all other terms and conditions of employment.

(2) The significance of this policy shall be given top priority consideration in the day-to-day operations of county personnel activities. To implement this policy, the board of county commissioners has designed an affirmative action program. The goal of this program is to ensure that equal employment opportunity becomes a reality in the county. Furthermore, it specifies steps the board of county commissioners should take to actively promote the employment opportunities of minorities and women.

(3) The equal employment officer is responsible for the development of the affirmative action program, including implementation and maintenance of systems which monitor the effectiveness of this equal employment opportunity policy, and reports thereon to the board of county commissioners.

(4) Formal equal employment opportunity review will be held by the board of county commissioners as often as necessary, but at least annually.

(Res. 60-1975 (part), 1975: Res. 332-1974 (I)(part), 1974).

2.82.020 Department Heads – Compliance Required.*

(1) All department heads (elected or appointed) shall be responsible, within their respective areas, to comply with Yakima County equal employment opportunity policy statement, codified in Section 2.82.010.

(2) This policy shall be given top priority consideration in the day-to-day operation of Yakima County personnel activities and the implementation of this policy in accordance with Yakima County’s affirmative action plan.

(3) Quarterly analysis reports and meetings will be held with the equal employment opportunity officer to assure compliance with the affirmative action plan.

(Res. 60-1975 (part), 1975: Res. 332-1974 (1)(A), 1974).

* Editor’s Note: The names and signatures of the specific elected officials or department heads are listed in Paragraph I(A) of the county affirmative action plan pamphlet.

2.82.030 Dissemination of Policy and Affirmative Action Program.

(1) The county affirmative action program for equal employment opportunity will be promptly disseminated to all elected officials, department heads and supervisors. The equal employment opportunity policy statement included therein will be posted on bulletin boards at work sites and permanently displayed in areas frequented by employees or prospective employees.

(2) The substance of the policy will be communicated through written notice to all employees, employment resources, business associates, and interested community organizations.

(3) The clause “Yakima County is an Equal Opportunity Employer,” will be included in all contracts, subcontracts, purchase orders, and lease agreements.

(4) The equal employment officer will hold quarterly meetings with the elected officials and department heads to assess administrative aspects of the affirmative action program to assure compliance with the county equal employment opportunity policy and applicable federal and state laws. Reports of such meetings will be prepared on a formal basis and submitted to the board of county commissioners for review and planning. A high-priority effort will be devoted to correcting any identifiable deficiencies in the affirmative action program.

(Res. 60-1975 (part), 1975: Res. 332-1974 (II), 1974).

2.82.040 Duties and Responsibilities.

(1) All department heads are responsible for the administration and maintenance of all established personnel procedures followed by Yakima County agencies. They are also responsible for working closely with the equal employment opportunity officer to achieve compliance with the standards and goals of the county’s affirmative action program.

(2) The equal employment opportunity officer is responsible for the development of the county’s affirmative action program, and the development, implementation, and maintenance of systems which monitor the effectiveness of the program. These responsibilities include but are not limited to the following:

(a) Development of programs which assure an adequate minority and female candidate supply for all job vacancies;

(b) Assistance to management and supervisory personnel in arriving at solutions to problems encountered in executing the affirmative action program;

(d) Development and maintenance of adequate internal and external communications related to the affirmative action program;

(e) Troubleshooting actual and/or potential discriminatory employment practices in the county and recommending means to correct any deficiencies;

(f) Designing and implementing a monitoring-reporting system to measure the program’s effectiveness, the need for changes, and the specific goals and objectives actually attained;

(g) Serving as liaison between the county and compliance agencies, minority and women’s organizations and community action groups;

(h) Keeping department heads and managers informed of current developments in the equal employment opportunity areas;

(i) Updating the affirmative action program codified herein as necessary to reflect changing conditions in any aspect of equal employment opportunity in the county.

(3) Individual department heads and supervisors will be responsible for achieving compliance with the standards and goals of the affirmative action program within their respective areas. They must work closely with the equal employment opportunity officer in carrying out their portion of the program and resolving pertinent problems within their respective departments.

(Res. 60-1975 (part), 1975: Res. 332-1974 (III), 1974).

2.82.050 Personnel Practices – Intent.

(1) The county recognizes that certain personnel imbalances do exist by sex and race minority at management, professional and technician levels that are not compatible with the objectives of equal employment opportunity. The development of the affirmative action program is aimed at correcting any deficiencies.

(2) A personnel manual will be developed and sound personnel practices established on department level to ensure compliance with the county’s equal employment opportunity policy statement. Job classifications have been developed.

(3) The employee selection process will be reviewed to assure that all tests and standards used after January 30, 1975, will be related to job performance and will be administered in accordance with guidelines established by the Equal Employment Opportunity Commission and recommendations of the Human Rights Commission in accordance with RCW 49.60.010 through 49.60.320.

(4) Special attention will be given to the recruitment and hiring of qualified minorities and women in the professional and technical positions with the county.

(5) It is the intent of the county to include the following statement in all written agreements with unions which are or may be certified for representation of county employees:

NONDISCRIMINATION

There shall be no discrimination against any individual with respect to compensation, terms, or conditions of employment, nor with respect to union membership because of race, color, religion, national origin, age or sex, except where age or sex is a bona fide occupational qualification. Any violation shall constitute a breach of this agreement. Yakima County is an Equal Opportunity Employer.

(Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(part), 1974).

2.82.060 Personnel Practices – Recruitment.

(1) The county personnel department will inform the Washington State Employment Security Department and all other recruitment sources, of every permanent or long-term temporary job opening. These notices will include the date of the job opening, the rate of pay, and all bona fide performance requirements.

(2) The county will continue to identify itself as an equal opportunity employer to all recruiting sources, and maintain close contact with minority and women’s organizations advising them of the affirmative action program, and urging them to refer qualified minority and female applicants.

(Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(A), 1974).

2.82.070 Personnel Practices – Job Application Process.

(1) When there is a job vacancy, the department with the vacancy will contact the personnel department. If the vacancy is promotional, the announcement will be posted as described in Section F (Promotions and Transfers) of the current union agreement. For all vacancies of a nonpromotional nature, a job announcement is posted and distributed to all minority, women and community organizations as described in Part X, Yakima County Recruiting Sources.

(2) As applicants arrive at the personnel department to make application, they are requested to read the complete job description to determine if they meet the minimum qualifications described therein. A brief interview is conducted with each applicant by a personnel department staff member. The purpose of the interview is to assure that all application forms are filled out completely and give information concerning past employment. Upon completion of the interview, all pertinent information is entered in the applicant flow chart.

(3) After the closing date, the personnel department, with assistance from the department head, will screen all applications. The minimum qualifications as stated in the job announcement will be taken into consideration in the screening process. The applicants who do not meet the minimum qualifications will be screened out.

(4) Applicants rating the highest from the screening will then be contacted for interviews. Each department head shall be responsible for an interview panel. Upon completion of interviews, the department head shall notify the personnel department in writing of the applicant selected and why, and give documentation as to why others were not selected. Selection is based on the best qualified applicant for the position.

(Res. 236-1976 (part), 1976: Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(B), 1974).

2.82.080 Personnel Practices – Selection and Placement.

The county will continually review its selection process to assure that minority groups and female applicants are not discriminated against. Applicants will be evaluated only on the basis of job-related criteria which predict the likelihood of satisfactory performance.

(Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(C), 1974).

2.82.090 Personnel Practices – Training Programs.

(1) The county will assure that the requirements for selection and participation in the training programs are in compliance with applicable guidelines published by the Equal Employment Opportunity Commission.

(2) Every effort will be made to develop an “in-house” training program to allow for maximum mobility for all employees.

(Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(D), 1974).

2.82.100 Personnel Practices – Compensation.

(1) The rates of pay for all county employees will be based on skill level, experience and the nature of the work to be performed, without regard to race, color, religion, national origin, age or sex.

(2) Seniority being given consideration, there will be no pay differential between minority and nonminority employees performing essentially the same task with equal competence.

(Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(E), 1974).

2.82.110 Personnel Practices – Promotions and Transfers.

(1) The county will assure that all its decisions regarding promotions are made in accordance with its policy on equal employment opportunity.

(2) All job announcements for promotional positions are posted with a paragraph stating “First consideration will be given to employees within the department. Second consideration will be given to other county employees. Third consideration will be given to the general public who meet the minimum qualifications.”

(3) All decisions with regard to transfers within the county from one position to another will be made and administered without regard to race, color, religion, national origin, age or sex.

(4) To assist the equal employment opportunity efforts in upgrading minority and women employees, the county will review at least annually their work assignments, rates of pay, promotion potential, work performance, and other pertinent information related to employee promotions and transfers.

(Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(F), 1974).

2.82.120 Personnel Practices – Disciplinary Measures and Terminations.

(1) The county commits itself to the policy that under no circumstances will an employee’s race, color, religion, national origin, age or sex cause or influence his being reprimanded, disciplined or fired.

(2) The equal employment opportunity officer will objectively and thoroughly investigate any alleged discriminatory practice and recommend appropriate disciplinary action based on the results of such investigation.

(Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(G), 1974).

2.82.130 Personnel Practices – Awards and Other Benefits.

Awards and other employee benefits will be distributed to all employees on a nondiscriminatory basis.

(Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(H), 1974).

2.82.140 Personnel Practices – Grievance Procedures.

It is the policy of the county to treat all employees equitably and fairly in matters affecting their employment. Each employee of the county will be provided ample opportunity to understand and resolve matters affecting their employment which the employee believes are unjust. Grievance procedure forms and instructions shall be made available to each employee and the presentation of any grievance shall be considered the right of each employee without fear of reprisal. This shall be in accordance with the county’s written grievance procedure.

(Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(I), 1974).

2.82.150 Personnel Practices – Collective Bargaining Agreement.

If this policy covers the same subject matter as a valid collective bargaining agreement covering employees of the county, then the collective bargaining agreement shall govern, providing that said collective bargaining agreement shall not permit or require the county to follow any policy in conflict with the Yakima County equal employment opportunity policy statement.

(Res. 60-1975 (part), 1975: Res. 332-1974 (IV)(J), 1974).

2.82.160 Workforce and Labor Market Analysis (Reserved).

2.82.170 Demographic Analysis (Reserved).

2.82.180 Employee Utilization and Goals.

(1) It is the intent of the county to establish permissible goals and timetables to obtain population parity in its hiring practices. Attention is invited to the attached memorandum, jointly developed by the Equal Employment Opportunity Commission, the Department of Justice, the Civil Service Commission and the Department of Labor’s Office of Federal Contract Compliance. These agencies have similar and related responsibilities for working with state and local governments in ensuring that their various personnel systems are free from discrimination on the basis of race, color, national origin, religion, age or sex.

(2) For employment status, see Section 2.82.160 and the tables in this section.

(3) Restatement of Memorandum.

MEMORANDUM

PERMISSIBLE GOALS AND TIMETABLES IN STATE AND LOCAL GOVERNMENT EMPLOYMENT PRACTICES.

This Administration has, since September 1969, recognized that goals and timetables are in appropriate circumstances a proper means for helping to implement the nation’s commitments to equal employment opportunities through affirmative action programs. On the other hand, the concepts of quotas and preferential treatment based on race, color, national origin, religion and sex are contrary to the principles of our laws, and have been expressly rejected by this Administration.

Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972, conferred on the Justice Department and the Equal Employment Opportunity Commission enforcement responsibilities for eliminating discriminatory employment practices, based upon race, color, national origin, religion, and sex by state and local government employers as set forth in that Act. In addition, under the Intergovernmental Personnel Act and the merit standards statutes, the Civil Service Commission has an obligation to attempt to move state and local governments toward personnel practices which operate on a merit basis. The Department of Labor and other Executive Branch agencies have responsibilities in the area of equal employment opportunities as it affects state and local government employers. This memorandum addresses the question of how the agencies in the Executive Branch (e.g., CSC, EEOC, Justice, Labor and other Federal Agencies having equal employment opportunity responsibilities) should act to implement the distinction between proper goals and timetables on the one hand, and impermissible quotas and preferences on the other, with due regard for the merit selection principles which many state and local governments are obliged to follow, and which some state and local government employers do not properly follow with regard to equal employment opportunities.

All of the agencies agree that there is no conflict between a true merit selection system and equal employment opportunities laws - because each requires nondiscrimination in selection, hiring, promotion, transfer and layoff, and each requires that such decisions be based upon the person’s ability and merit, not on the basis of race, color, national origin, religion or sex. The problems arise when an employer pays only lip service to the concept of merit selection, but in fact follows employment practices which discriminate on the basis of race, color, etc.

All of the agencies recognize that goals and timetables are appropriate as a device to help measure progress in remedying discrimination. All agencies recognize that where an individual person has been found to be the victim of an unlawful employment practice as defined in the Act he or she should be given ’priority consideration’ for the next expected vacancy, regardless of his relative ’ability ranking’ at the time the new hire is made - this because absent the act of discrimination, he or she would be on the job. All agencies also recognize that it may be appropriate for a court to order an employer to make a good faith, nondiscriminatory effort to meet goals and timetables where a pattern of discriminatory employment practices has been found.

All agencies recognize the basic distinctions between permissible goals on the one hand and impermissible quotas on the other. Quota systems in the past have been used in other contexts as a quantified limitation, the purpose of which is exclusion, but this is not its sole definition. A quota system, applied in the employment context, would impose a fixed number or percentage which must be attained, or which cannot be exceeded; the crucial consideration would be whether the mandatory numbers of persons have been hired or promoted. Under such a quota system, that number would be fixed to reflect the population in the area, or some other numerical base, regardless of the number of potential applicants who meet necessary qualifications. If the employer failed, he would be subject to sanction. It would be no defense that the quota may have been unrealistic to start with, that he had insufficient vacancies, or that there were not enough qualified applicants, although he tried in good faith to obtain them through appropriate recruitment methods.

Any system which requires that considerations of relative abilities and qualifications be subordinated to considerations of race, religion, sex or national origin in determining who is to be hired, promoted, etc., in order to achieve a certain numerical position has the attributes of a quota system which is deemed to be impermissible under the standards set forth herein.

A goal, on the other hand, is a numerical objective, fixed realistically in terms of the number of vacancies expected, and the number of qualified applicants available in the relevant job market. Thus, if through no fault of the employer, he has fewer vacancies than expected, he is not subject to sanction, because he is not expected to displace existing employees, or to hire unneeded employees to meet his goal. Similarly, if he has demonstrated every good faith effort to include persons from the group which was the object of discrimination into the group being considered for selection, but has been unable to do so in sufficient numbers to meet his goal, he is not subject to sanction.

Under a system of goals, therefore, an employer is never required to hire a person who does not have qualifications needed to perform the job successfully; and an employer is never required to hire such an unqualified person in preference to another applicant who is qualified; nor is an employer required to hire a less qualified person in preference to a better qualified person, provided that the qualifications used to make such relative judgments realistically measure the person’s ability to do the job in question, or other jobs to which he is likely to progress. The terms ’less qualified’ and ’better qualified’ as used in this memorandum are not intended to distinguish among persons who are substantially equally well qualified in terms of being able to perform the job successfully. Unlike quotas, therefore, which may call for a preference for the unqualified over the qualified, or of the less qualified over the better qualified to meet the numerical requirement, a goal recognizes that persons are to be judged on individual ability, and therefore is consistent with the principles of merit hiring.

In some job classifications, in which the newly hired. person learns on the job the skills required, and where there is no extensive education, experience or training required as prerequisite to successful job performance, many applicants will possess the necessary basic qualifications to perform the job. While determinations of relative ability should be made to accord with required merit principles, where there has been a history of unlawful discrimination, if goals are set on the basis of expected vacancies and anticipated availability of skills in the market place, an employer should be expected to meet the goals if there is an adequate pool of qualified applicants from the discriminated against group from which to make selections; and if the employer does not meet the goal, he has the obligation to justify his failure.

Similarly, where an employer has purported to follow merit principles, but has utilized selection procedures which are in fact discriminatory and have not been shown validly to measure or to predict job success (See, Griggs v. Duke Power Co., 401 U.S. 424), there frequently is no valid basis presently available for ranking applicants objectively in order of the probabilities of success on the job. In such circumstances, all agencies agree that a public employer will be expected to devise or borrow a selection procedure which is as objective as possible and is likely to be proved valid and is not likely to perpetuate the effects of past discrimination; and to meet those goals which have been set on a vacancy basis. The selection procedure should be as objective and job related as possible, but until it has been shown to be valid for that specific purpose, it must be recognized that rank ordering does not necessarily indicate who will in fact do better on the job. Accordingly, if the goal is not being met because of the interim selection procedure, the procedure and other aspects of the affirmative action program may have to be revised. All agencies agree that use of such goals does not and should not require an employer to select on the basis of race, national origin, or sex a less qualified person over a person who is better qualified by objective and valid procedures. Where such procedures are not being utilized, valid selection procedures to determine who will in fact do better on the job should be established as soon as feasible in accordance with the principles set forth in paragraphs 2 and 5 below.

With the foregoing in mind, the agencies agree that the following principles should be followed:

1. Whenever it is appropriate to establish goals, the goals and timetables should take into account anticipated vacancies and the availability of skills in the market place from which employees should be drawn. In addition, where unlawful discrimination by the employer has been established, the corrective action program, including the recruiting and advertising obligations and the short range hiring goals, should also take into account the need to correct the present effects of the employer’s past discriminatory practices.

2. The goals should be reached through such recruiting and advertising efforts as are necessary and appropriate, and the selection of persons only from amongst those who are qualified. A goal, unlike a quota, does not require the hiring of persons when there are no vacancies, nor does it require the hiring of a person who is less likely to do well on the job (’less qualified’) over a person more likely to do well on the job (’better qualified’), under valid selection procedures. When the standards for determining qualifications are invalid and not predictive of job success, valid selection procedures should be developed as soon as feasible. Where an employer has followed exclusionary practices, however, and has made little or no progress in eliminating the effects of its past discriminatory practices, the selection standards it proposes to utilize in determining who is ‘qualified,’ or ’better qualified’ will be examined with care to assure that they are in fact valid for such purposes and do not perpetuate the effects of the employer’s past discrimination (i.e., which have as little discriminatory impact as possible under the circumstances) and do not raise artificial or unnecessary barriers.

3. In no event does a goal require that an employer must in all circumstances hire a specified number of persons, because such a goal would in fact be a quota. It is, however, appropriate to ask a court to impose goals and timetables, including hiring goals, on an employer who has engaged in racial or ethnic exclusion, or other unconstitutional or unlawful employment practices. The goals we seek in court, like those accepted voluntarily by employers, are subject to the limitations set forth in this memorandum.

4. As a general matter, relief should be provided to those persons who have been adversely affected as a consequence of the employer’s unlawfully discriminatory practices. All agencies will continue to seek insofar as feasible to have persons who can show that they were injured by such practices restored to the position they would be in but for the unlawful conduct. In addition, all agencies will seek to have those persons who have been excluded from consideration or employment because of such discriminatory practices allowed to compete for future vacancies on the basis of qualifications and standards no more severe than those utilized by the employer in selecting from the advantaged groups, unless the increased standards are required by business necessity. Such relief will be sought to prevent the erection of unnecessary barriers to equal employment opportunities. Such relief will not preclude a public employer from adopting merit standards; nor will it preclude such an employer who has previously used invalid selection standards or procedures from developing and using valid, job related selection standards and procedures as contemplated by paragraphs 2 and 5 of this memorandum.

5. Where an employer has utilized a selection device which is itself unlawfully discriminatory, relief should be sought to prohibit the use of that and similar selection devices (i.e., devices which measure the same kinds of things) together with the development of an appropriate affirmative action plan which may include goals and timetables in accord with the principles set forth in this paper. In addition, we will ask the courts to permit the employer to select (or develop) and validate a job related selection procedure which will facilitate selections on the basis of relative ability to do the job. The speed with which such new selection devices should be developed and validated depends upon the facts and circumstances of each case.

Agencies with equal employment opportunity responsibilities should take actions in accordance with the principles outlined in this memorandum in order to assure a coordinated approach within the Executive Branch to eliminate discriminatory employment practices and their consequences.”

(4) Goals and Timetables. (Reserved.)

(Res. 60-1975 (part), 1975: Res. 332-1974 (VIII), 1974).

2.82.190 Contract Compliance Requirements.

(1) The county affirmative action program is in accordance with the provisions of Chapter 60 of Title 41 of the Code of Federal Regulations. The equal employment opportunity officer will ensure compliance with Part 60-2 (Affirmative Action Programs) with particular attention given to 60-2.1 (Revised Order No. 4). The equal employment opportunity officer will be guided by the provisions of Part II of Executive Order 11246 (30 F.R. 12319, Sept. 28, 1965).

(2) The director of public works and county purchasing officer are responsible for the administration of contract compliance requirements as outlined in Executive Order 11246 as applicable, bid conditions and affirmative action requirements for all nonexempt federal and federally assisted construction contracts to be awarded to the county.

(3) Particular attention should be given to Part III, “Nondiscrimination Provision in Federally Assisted Construction Contracts” of Executive Order 11246 as amended.

(4) It is the policy of the county to encourage participation by minority prime contractors and subcontractors in all contract construction work.

(5) The specifications for all county contract work shall include the requirements as set forth in the “State of Washington Standard Specifications for Road and Bridge Construction 1974" as adopted by the county commissioners on March 5, 1974, pertaining to “Equal Employment Opportunity Policy” indicated as follows:

(a) 1-07.11 (2) Equal Employment Opportunity Policy;

(b) 1-07.11 (3) Equal Employment Opportunity Officer;

(d) 1-07.11 (5) Recruitment.

(6) The board of county commissioners is to be made aware of noncompliance and all violations.

(Res. 60-1975 (part), 1975: Res. 332-1974 (VIII), 1974).

2.82.200 Internal Audit and Reporting System.

(1) The equal employment opportunity officer is responsible to the board of county commissioners for the effective coordination and audit of the county’s affirmative action program.

(2) The equal employment opportunity officer will work constantly with all department heads and their equal employment opportunity officers and counselors to insure implementation of the program as outlined for the purpose of attaining goals as indicated.

(3) The board of county commissioners will require a formal annual report on the progress of the county equal employment program. This report will contain the following data:

(a) Applicant flow by race, sex and source;

(b) New hires by department, job classification, race and sex;

(d) Turnover by department, job classification, race, sex and the reason for turnover (dismissal, resignation, etc.);

(e) Employee participation in training programs by program, department, race and sex;

(f) Employees hired through special programs for the unemployed by program, department, job classification, race and sex, and their retention rate;

(g) Changes in composition of the county work force by department, type of job (technical, professional, managerial, clerical, etc.);

(h) Changes being made in the affirmative action program as a result of the activities during the reporting year.

(4) In addition to the above, an affirmative action semiannual status report will be submitted to the equal employment opportunity officer the end of January and June each year. (See the form reproduced in subsection (6) of this section.)

(5) The equal employment opportunity officer will keep the board of county commissioners informed on a continuing basis as to the progress of the affirmative action program and any problem areas that may develop.

(6) Semiannual Status Report Form. (Reserved.)

(Res. 236-1976(5), 1976; Res. 60-1975(part), 1975: Res. 332-1974(IX), 1974).

2.82.210 Recruiting Sources.

The following are the minority, women’s and community organizations of the county:

AFRO-AMERICAN PLAYERS, INC.
Route 3, Box 696
Yakima, WA 98903

ASIAN-AMERICAN COMMUNITY
Room 201, Courthouse
Yakima, WA 98901

CET - EMPLOYMENT TRAINING CENTER
P.O. Box N
Granger, WA 98932

COMMISSION ON MEXICAN-AMERICAN AFFAIRS
Room 1107 Larson Building
Yakima, WA 98901

COUNCIL FOR ECONOMIC OPPORTUNITY
10 South Alder
Toppenish, WA 98948

DEPARTMENT OF LABOR & INDUSTRIES
P.O. Box 527
Yakima, WA 98907

DEPUTY SHERIFF’S ASSOCIATION
P.O. Box 138
Yakima, WA 98907

EMPLOYMENT SECURITY
403 W. Chestnut
Yakima, WA 98902

JOB FINDING & PLACEMENT
YAKIMA PUBLIC SCHOOLS
212 S. 6th Avenue
Yakima, WA 98902

MANPOWER DEVELOPMENT TRAINING CENTER
S. 16th Avenue & W. Nob Hill
Yakima, WA 98902

MEXICAN-AMERICAN FEDERATION
213 N. 6th Street
Yakima, WA 98901

N.A.A.C.P.
1002 S. 6th Street
Yakima, WA 98901

NATIONAL ORGANIZATION FOR WOMEN (NOW)
104 N. 1st Street
Yakima, WA 98901

NORTHWEST RURAL OPPORTUNITIES
P.O. Box 340
Granger, WA 98932

NORTHWEST RURAL OPPORTUNITIES
305 Euclid
Grandview, WA 98930

PEOPLE FOR PEOPLE
P.O. Box 1665
Yakima, WA 98907

RED CROSS, VETERAN’S REPRESENTATIVE
P.O. Box 1768
Yakima, WA 98907

SOUTHEAST COMMUNITY CENTER
1211 S. 7th Street
Yakima, WA 98901

SPECIAL PROJECTS FOR THE HANDICAPPED
P.O. Box 522
Yakima, WA 98907

TOPPENISH EMPLOYMENT SECURITY DEPARTMENT
P.O. Box 832
Toppenish, WA 98948

TREND SYSTEMS INC.
112 Pierce Avenue
Yakima, WA 98902

TRIBAL EMPLOYMENT
P.O. Box 632
Toppenish, WA 98948

UNITED FARM WORKERS SERVICE CENTER
P.O. Box 751
Toppenish, WA 98948

U.I.A./U.I.P.
P.O. Box 1809
Yakima, WA 98907

URBAN INDIANS
P.O. Box 2744
Yakima, WA 98907

VOCATIONAL REHABILITATION
P.O. Box 1809
Yakima, WA 98907

WASHINGTON STATE ASSOC. OF COUNTY & CITY EMPLOYEES
313 S. 11th Ave., Suite D
Yakima, WA 98902

WASHINGTON STATE HUMAN RIGHTS COMMISSION
1211 S. 7th Street
Yakima, WA 98901

WASHINGTON STATE JUVENILE PAROLE
120 E. Walnut
Yakima, WA 98901

WELFARE RIGHTS COMMISSION
807 South 6th Street
Yakima, WA 98901

YAKIMA BUSINESS COLLEGE
112 Pierce Avenue
Yakima, WA 98902

YAKIMA CITY PERSONNEL DEPT.
129 N. 2nd Street
Yakima, WA 98901

YAKIMA COUNTY HEALTH DISTRICT
104 N. 1st Street
Yakima, WA 98901

YAKIMA SPECIALTIES INC.
P.O. Box 1735
Yakima, WA 98907

YAKIMA VALLEY COLLEGE
S. 16th Ave. & W. Nob Hill
Yakima, WA 98902

YAKIMA VALLEY COUNCIL ON ALCOHOLISM
1003 Larson Building
Yakima, WA 98901

YAKIMA VALLEY O.I.C.
201 S. 1st Street
Yakima, WA 98901

YAKIMA VALLEY SCHOOL
Selah, WA 98942

YAKIMA WORK RELEASE
1704 Grant
Yakima, WA 98902

(Res. 176-1977, Policy Reg. No. 15-C §4, 1977: Res. 236-1976 56, 1976; Res. 60-1975 (part), 1975: Res. 332-1974 (X), 1974).