An Equal Employment Opportunity plan recently completed by the human resources department shows that females and Hispanics are being underutilized in Moffat County government.
In comparing Moffat County's workforce to the labor statistics in the entire county, the report shows:
- An under utilization of white females in administrative positions by 16.4 percent.
- An under utilization of white female officials in protective services by 11.2 percent.
- An under utilization of white females in patrol officer positions by 19.4 percent.
- An under utilization of Hispanic females in positions requiring one year of post high school education by 5.7 percent.
- An under utilization of Hispanic males in skilled craft positions by 4.3 percent, and white females by 1.5 percent.
- An under utilization of Hispanic males by 3.15 percent in service/maintenance positions, and white females by 4.95 percent.
Moffat County Commissioner Marianna Raftopoulos said she found the percentage of white females in administrative positions particularly alarming.
"As we're hiring, we need to come back to this and reach out a little more to the community in our hiring practices," Raftopoulos said. "That's what this pointed out to me."
The plan came about as a result of a recent $57,000 grant applied for by Moffat County Emergency Manager Clyde Anderson.
While the county already considered itself an equal opportunity employer and posted it on all job ads, it did not have documentation of how it operates as an equal opportunity employer.
Because it lacked this plan, the county was not approved for the grant, but could still receive the money if a plan was completed by today.
Former Moffat County Human Resources Director Tom Skelding was developing the plan when he resigned two weeks ago. The job to complete the plan was passed on to Lynnette Running, Skelding's assistant, and Uta Murray, paralegal in the Moffat County attorney's office.
The two submitted the plan to the Moffat County commissioners this week, two days before today's deadline.
The plan states:
"It is the policy of Moffat County to provide equal employment opportunity in county government for all persons; to prohibit discrimination in employment on the basis of race, color, sex, national origin, religion, age, marital status or disability; and to promote the full utilization of all incumbent employees in the county."
It also states Moffat County should follow that policy in all of its recruiting, hiring and promoting practices.
The plan also lists steps the county should take so its workforce more closely reflects the community's labor force.
Those steps include:
- Providing equal employment opportunity training to department heads, elected officials and supervisors.
- Continuing to provide opportunity for employees in all job classifications to upgrade their skills and improve their career opportunities through training.
- Annually reviewing and updating Moffat County's recruitment methods, practices and policies to promote equal employment opportunity.
- Continually evaluating the selection process including the application forms, interviewing procedures, testing administration, referral procedures and the final selection process to strengthen job relatedness and validity.
- Monitoring recruitment policies and procedures to determine if recruitment efforts are enabling Moffat County to meet and maintain Hispanic and female objectives.
Another duty given to Skelding before his resignation was the development of a countywide hiring policy.
Moffat County Commissioner Darryl Steele said the county would have to incorporate this new plan into the new hiring policy when it is developed.
Josh Nichols can be reached at 824-7031 or firstname.lastname@example.org.