City of Los Angeles 1989-90 annual report (excerpts) |
Save page Remove page | Previous | 36 of 36 | Next |
|
small (250x250 max)
medium (500x500 max)
Large (1000x1000 max)
Extra Large
large ( > 500x500)
Full Resolution
All (PDF)
|
This page
All
|
• • • • • • • • 19 • • • ' I ' I T ' • I • ~· ~ • • ' CITY OF Los ANGELES BOARD OF C IVIL SERVICE COMMISSIONERS ROOM 206. C ITY HAL.I. SoUTH CASIM IRO U. TOLENTINO PRESIDENT ANTHONY OE I.OS REYES VICE· PRESIOENT CLARE BRONOWSKI JULIE P. DEPOIAN REV KENNETH J . FLOWERS SYLVIA G TROWBRIDGE EXECUTIVE ASSISTANT·SECRETARY February 1, 1991 Honorable Tom Bradley Mayor, City of Los Angeles Honorable Members of the CALIFORNIA TOM BRADLEY' MAYOR City Council, City of Los Angeles 1989 - 90 ANNUAL REPORT PERSONNEL DEPARTMENT ROOM 100. C ITY HAI.I. Soun~ I 1 I EAST F IRST STRECT I.OS A NGEL.ES. CA 90012 JOHN J . DRISCOLL GENERAL. MANAGER During fiscal year 1989 - 90, the Personnel Department continued to be challenged to develop innovative programs and services which addressed broad social and environmental concerns while continuing to fulfill its primary function of personnel selection. I am pleased to report that utilizing our 450.5 authorized positions and with an annual budget of $163,946,893, we were able to address new concerns , as well as provide the traditional personnel programs and services to the Mayor, City Council, operating aepartments, employees, and the public. Among the ongoing Personnel Department programs of the past fiscal year, the following stand out as particularly important for Department and City operations : - In April, 1990, the Personnel Department's Commuter Services Office began operations, offering commuting alternatives and information to all City employees and developing the Transit Subsidy Program and Vanpool Program; - Through a new, more aggressive approach to recruitment, we were able to hire a record high number of 987 Police Officers, a 29% increase over fiscal year 1988-89, including records in terms of the number of Blacks, Hispanics, Asians, and females hired; Personnel staff assisted in the implementation of new programs and development of appropriate staffing programs for the two new City departments , the Department of Environmental Quality and the Department of Housing Production and Preservation; ,I I l •I I ' I t I ' I • I J I ' I - The City Hall South Child Care Center became ful ly operational, providing conferences and seminars addressing a variety of child care issues, and providing support in policy making and day care development; - OHSD implemented a new Hepatitis B Vaccine immunization program and a 24-hour Hotline designed to provide immediate medical counseling and treatment for employees who sustained blood exposure with risk of HIV and Hepatitis B virus exposure; - To create a better understanding of diversity within the City, a Cultural Diversity Awareness Training Program was developed in addition to a Training Coordinators' Handbook designed to assist department-bureau training coordinators to more effectively perform their duties; - In November, 1989, the Systems Support Division was created, managing the development of the Los Angeles Human Resources System and providing office automation support and maintenance of the Candidate Application Processing System; - After analyzing the City's current benefits structure and surveying employee interest, progress has continued on the ·design and implementation of a flexible benefits program; - In compliance with the Workers' Compensation Improvement Act of 1989, new procedures were implemented to provide for more disability benefits and improvements in the benefit delivery system and the dispute process; - And, finally, to meet new program requirements imposed by Senate Bill 198 and Cal/OSHA General Industry Safety Order 3203, a new City Safety Manual was created. Though we have accomplished much this past fiscal year, we constantly re-evaluate current programs and services to focus our Department efforts toward meeting our primary goals and objectives, as well as our newly assigned responsibilities. Througn the dedication and commitment of Department staff and the Board of Civil Service Commissioners, I am sure we will meet the challenges o~1 th;s ne;~~iscal yea:~, I I f. -k ~· \. :.. μ . ~ ,,_ff-· 1 John J .I Driscoll General Manager 2 • • 11 • • JI • • • • • • • II II • II • II • THE PERSONNEL DEPARTMENT The Personnel Department provides a wide range of services in various functiona l areas , including personnel selection, personnel management, occupational health and safety , and general administration and support. Each of the functiona l areas is discussed in this report . 3 ; ,I I • I J ' l ' i I 1 I • ' J I I PERSONNEL SELECTION - THE PRIMARY FUNCTION Personnel Selection, with a special emphasis on EEO and Affirmative Action, represents the principal function of the Department. Classification, recruitment, police and fire selection, and examining are the essential activities · within the function. CLASSIFICATION DIVISION The Classification Division's primary responsibility is to maintain the integrity of the City's Classification Plan. The Classification Plan is amended when there are new work programs, departmental reorganizations, or the implementation of new technologies. Division analysts act as direct liaisons with City departments and bureaus. They review, analyze, and prepare recommendations on requests by operating departments for a variety of human resource management services. In response to these requests, the analysts must consider both the needs of the operating department and the rights of the employees. The services provided by the Division include: - allocation and reallocation of positions; - review of certification requests for new and limited positions; - emergency appointments; - exemptions of classes, positions, or individuals from Civil Service; - class consolidations; - class-level determinations; - review of examination bulletins; - pay grade advancement procedures; - investigation of out-of-class allegations; - candidate reinstatement to eligible lists following probationary termination; - determination of layoff and displacement rights . A major responsibility of the Classification Division is revising class specifications to describe their current duties and requirements. In fiscal year 1989-90 Division staff revised 140 specifications and created 23 new classifications which the Civil Service Commission adopted. The city Council established two new City departments, the Department of Environmental Quality and the Department of Housing Preservation and Production. In addition, the Department of Building and Safety created the Coordinating Division within the Building Bureau, and the Library Department reorganized its Technical Services Division. Classification Division staff assisted both of these departments in implementing new programs and 4 ' I T r • r ~ + f Ir • I ~ t developing appropriate staffing programs. The Division completed a major detailed study of the accounting and auditing class series. Classification staff also participated in a detailed study of three complex administrative classes in the Department of Water and Power. The Classification Division continued to exchange classification and salary information with various Federal, state, County, and Municipal government agencies as well as professional organizations nationwide . During the 1989-90 fiscal year the Division contacted over 150 agencies and organizations. The Classification Division revised the class specifications to more clearly describe the affirmative action responsibilities of all supervisory level classes. The Division began to review all personal services contracts entered into by the City to determine whether any City classes could perform the work. Finally, staff conducted several "Client Relations Meetings" with operating departments during the fiscal year. RECRUITMENT DIVISION GENERAL RECRUITMENT As a result of the Recruitment Division's comprehensive recruitment efforts, 82,258 applications for employment were accepted this past fiscal year. Significantly, 83% of the applicants were minorities and/or women, including 35.4% Black, 22.6% Hispanic, 18.8% Asian and 34.2% Female. The Personnel Department recruiters participated in over 85 major job fairs and City Career presentations sponsored by community based organizations, including 30 in high unemployment areas of the City. AFFIRMATIVE ACTION RECRUITMENT During its second year of operation, the Affirmative Action Recruitment Unit (AARU) continued many of the activities aimed at improving the City's representation of minorities and females, with a particular emphasis on increasing the City's Hispanic representation. These affirmative action activities included: conducting community outreach recruitment; recruiting minority Management Assistant candidates; and collaborating with community, educational, and professional organizations on activities related to the AARU's objectives. COMMUNITY OUTREACH RECRUITMENT The AARU conducted City Career Expos in four different communities, including East Los Angeles, South Central Los Angeles, the 5 ' ' I f • I J ( ~ l ' , ' • ' ' • Westside/Venice area, and a special Women's Careers Unlimited Conference in the downtown Civic Center. The Expos collectively drew over 5,000 participants who applied for City jobs, received counseling, and participated in a variety of career seminars. Of 4,648 applications received for ·entry-level civil service examinations at these community events, 94% (4,366) were from minority applicants . MANAGEMENT ASSISTANT RECRUITMENT Management Assistant, the City's entry- level administrative position, was the focus of continuous recruitment activities throughout the year. These efforts included participation in college career fairs and print advertising in various college and university publications and such publications as Hispanic Magazine, Hispanic Business, Hispanic Hotline, Winds of Change, and Career Research Systems. POLICE AND FIRE SELECTION DIVISION ENTRY-LEVEL SELECTION POLICE OFFICER Fiscal Year 1989-90 represented a record year in which 987 Police Officers were hired and entered the Police Academy, a 29% increase over the previous record of 768 established in fiscal year 1988-89. Last fiscal year also produc~d records in terms of the number of Blacks, Hispanics, Asians and females hired as compared to any previous year. Even though the 1980 Consent Decree mandates a combined hiring rate for Blacks and Hispanics of 45%, last year's new hires of Blacks and Hispanics totalled 51% (20% Blacks, 31% Hispanics). Continued p r ogress was also made at increasing the representation of Asians. Al though not covered by the Consent Decree, the number of Asians entering the Police Academy went from 35 in 1988-89 to 56 in 1989-90. In addition, a total of 226 women were hired, accounting for 23% of all Police Officers hired. While this is just shy of the 25% goal required under the Consent Decree, there was a sufficient overage in female hiring since 1980 to more than offset the shortage. In June of 1990, the Police Department celebrated the milestone of having over 1000 female Police Officers on the force for the· first time in its history . During the 10 years since the Consent Decree was initiated, significant efforts have been made to have the police force reflect the composition of the Los Angeles community. The following is a comparison showing the progress towards that goal: 6 I 1 I • I J I ~ I • -- • I J ' - Black Hispanic Asian* Female GOALS CONSENT POLICE DECREE DEPT . 10.9% 2 4. 6% 2 0 . 0% 30.0% 7.0% *Not covered by Consent Decree FIREFIGHTER SWORN STAFFING LEVELS PRE-CONSENT DECREE JUNE 19 90 ! ! ! ! 457 7 19 · 90 178 6 . 7% 10.6% 1. 3% 2.6% 1114 1745 2 34 1 046 13 . 4% 21. 0% 2 .7% 12.6% The Firefighter examination is administered on a continuous basis under a Consent Decree which provides for an annual hiring goal to retain Firefighter recruits at the rate of at least 50% from minority groups (Blacks, Hispanics and Asians combined). To maintain a balanced eligible list, the Firefighter wri tten tes t was administered in May, 1990, calling approximately 1 0 ,000 candi d ates to test for fiscal year 1 989-90. Though females are not specified in the Consent Decree , the Personnel and Fire Departments have actively sought to increase their representation in the fire service. To improve the retention of female recruits, four Female Tutorial Program cycles a i med at preparing women for Firefighter careers were started during the past fiscal year. Of the 90 recruits appointed during the year, 60% were minorities and 16.7% were females. The Fire Department has continued to use a Modular Drill Tower approach to traini1~ which enables them to retain and recycle certain candidates needing additional training in a specific area . PARAMEDIC The examination for Paramedic is held approximatel y once every two years. In July of 1989, nearly s,ooo candidates applied for the Par amedic examination. As a result of t hat examination, l , 1 25 eligible cand idates were added to the Par amedic list as shown below : Black Hispanic Asian Caucasian TOTAL Femal e ! 181 288 78 578 1 125 256 7 ! 16 . 1% 25.6% 6.9% 51. 4% 100.0% 22 . 8% I • I J PROMOTIONAL EXAMINATION UNIT During fiscal year 1989-90, the Promotional Examination Unit substantially increased the number of continuous examinations administered to meet the operating needs of the Police Department. The examination for Station Officer was modified which reduced the average days to completion from 239 to 142 days, thus allowing for greater efficiency and more staff time to conduct more administrations. In total the Unit completed 55% more examinations than the prior year (31 vs. 20), and also completed two validation studies for the classes of Fire Assistant Chief and Police commander. In a continuing effort to improve the manner in which sworn examinations are administered, the Police Commander examination was given for the first time using an In Basket Management Exercise, an oral Presentation Exercise and a General Qualifications Interview. SWORN RECRUITMENT ACTIVITIES 4 POLICE OFFICER I 1 I I • r • During fiscal year 1989-90, record numbers of candidates were recruited to take the Police Officer written test. The ethnic and sex breakdowns of candidates recruited are as follows: Black Hispanic Asian Caucasian TOTAL Female ! 3,750 4,412 1,045 6.409 15,616 3,337 .! 24.0% 28.2% 6.7% 39.1% 100.0% 21.4% These figures represent a 30% increase over last fiscal year in total Police Officer candidates recruited. This was accomplished through a wide variety of Police Officer recruitment events and our four weekly test sites throughout the Los Angeles area (Wilshire Division, El Sereno, Van Nuys Division, and the Police Academy) • A list of the significant special events held for Police Officer recruitment are as follows: -Police Officer Recruitment Beach Days -Black Churches Recruitment Event -Police Academy Expo (over 8,000 in attendance) -Women's career Conference (over 500 women in attendance) -Military Recruitment Events (on base) -Asian Recruitment & Law Enforcement Expo -Northern California Recruitment Sweep Recruitment seminars were also held in over 40 different cities from San Francisco to San Diego. Most seminars held outside the 8 • • • • • • • • • • • County of Los Angeles not only involved the administration of the written test, but also conducting on-site oral interviews. A total of 75 special events and seminars were held during fiscal year 1989-90, a 48% increase in recruitment events over fiscal year 1988-89. In order to meet our Consent Decree goals for women and minorities and our hiring goal of over 900 new officers, the Personnel and Police Departments developed a new, more aggressive approach to Police Officer recruitment. With the guidance of the new Recruitment Media Director, success was achieved in attracting mass media exposure for all of the major recruitment events, for several of the recruitment seminars and for Police Officer recruitment in general. A total of 42 Police Officer radio interviews were conducted, Police Officers appeared on 4 different television public service shows, and over 30 newspaper articles have been published regarding Los Angeles Police Officer recruitment. Other new and innovative recruitment activities engaged in during the 1989-90 fiscal year were as follows: -purchase of minority mailing list for direct mailing -press conferences including presentations by Mayor Bradley -mall and grocery store recruitment booths -aerial banner flown over beaches during summer months -the conversion of the Police Officer recruitment public service announcement into 7 Asian languages -recruitment slides shown in movie theaters in high minority areas -LAPD recruitment message displayed on scoreboard during Raider and Dodger home games -1.5 million recruitment pamphlets mailed out in DWP bills -bus shelter recruitment posters As a result of the overall effort of the Personnel and Police Departments, 987 new Police Officers were hired during fiscal year 1989-90. The following is the ethnic and sex breakdown: ! ! Black 197 20.0% Hispanic 303 31.0% Asian 56 5.0% Caucasian 431 44.0% TOTAL 987 100.0% Female 226 23.0% On June 30, 1990, all 514 new Police Officer positions authorized by the City Council and 473 vacancies resulting from attrition were filled. Hiring goals and ethnic Consent Decree goals for the 9 ' l' l • I J I ~ I I ~ ,I I • I -• I ' I l• fiscal year were met. FIREFIGHTER Throughout fiscal year 1989-90, Firefighter recruitment focused primarily on attracting qualified Black and female candidates, due to the fact that the applicant flow from other ethnic groups w sufficient for testing purposes. In addition to the more rout'ne recruitment efforts (Black and female oriented radio and news per advertising) three Female Firefighter Orientations and one emale Firefighter Expo were held, which netted over 500 pros ective female Firefighter candidates. The Female Firefighter E o, held at Fire Station #3, in the downtown area, received both elevision and newspaper media coverage. PARAMEDIC In an effort to accommodate a high volume o candidates for Paramedic, the Personnel Department changed fr a one day filing period to an eight day filing period, includi two Saturdays. As a result, approximately 5, 000 applications were received. The extensive recruitment efforts included th distribution of a new Paramedic brochure, distribution of flyers, and radio and newspaper advertisements. EXAMINING DIVISION The Examining Division is responsi e for test development for all job classes in City employment, except uniform classes such as police officer and firefighter The Division consists of five sections. Four secti s (Adminis~rative/Professional, Clerical/Miscellaneous, Engi eering/Technical, and Skilled Craft) are responsible for deve oping the examinations. The fifth section, Test Research/V idation, assists the other sections in ensuring that examina ons adequately test for the skills, knowledges and abilit' s currently required by the various City Departments, providin specialized information on job classes, and conducting personne research which may affect testing . The end product o developing examinations is providing departments with lists of igible candidates in a timely manner from which qualified per nnel may be hired . In fiscal year 1989-90, the Division exc eded its goal for timely completion of examinations with 91% of he examinations completed in 240 days (goal was 80%), and 76% examinations completed in 180 days (goal was 50%) • Addition lly, even with the freeze in hiring instituted in April 1990, e number of examinations announced and completed showed a sligh increase over the previous fiscal year. For fiscal year 1989 90, 288 examinations were announced (up from 268 in the pr ious year), and 798 eligible lists were established (up from 7 2 in the previous year). 10
Object Description
Title | Commission meetings, 1977 - 1991-05-24 |
Description | Commission meetings, 1977 - 1991 May 24. PART OF A SERIES: Materials in the series fall into one of several categories related to the Independent Commission's work product: (1) Commission meeting materials, which include meeting agendas, work plans, memoranda, and articles about police misconduct that were circulated and reviewed during the Commission's internal meetings; (2) public correspondence, which includes citizen complaints against the LAPD in the form of written testimony, articles, and an audio cassette tape, as well as letters drafted by citizens in support of the LAPD; (3) summaries of interviews held with LAPD officers regarding Departmental procedures and relations; (4) public meeting materials, which include transcripts, supplementary documents, and witness statements that were reviewed at the Commission's public meetings; (5) press releases related to the formation and work product of the Commission; and (6) miscellaneous materials reviewed by the Commission during its study, including LAPD personnel and training manuals, a memorandum of understanding, and messages from the LAPD's Mobile Digital Terminal (MDT) system. |
Coverage date | 1917; 1918; 1928; 1935; 1937/1947; 1949/1953; 1955/1957; 1959/1961; 1963/1980; 1980-11; 1981; 1981-06-29; 1982; 1982-06-28; 1983; 1983-06-26; 1984; 1984-01; 1984-06-21; 1984-07-01; 1985; 1985-06-23; 1986; 1986-06-22; 1987; 1987-03-20; 1987-06-21; 1987-11-19; 1988; 1988-06; 1989; 1989-11-03; 1990; 1990-04-01; 1990-06-17; 1990-06-18; 1990-06-30; 1990-07-01; 1990-07-05; 1990-08; 1990-09; 1990-10; 1990-11; 1990-12-31; 1991-02-01; 1991-04-25; 1991-04-29; 1992-05-24 |
Publisher (of the digital version) | University of Southern California |
Date created | [1991]; 1991-01-30; 1991-05-24 |
Date issued | 1977; 1977-02-25; 1978-02-23; [after 1983]; 1984-07-20; 1984-11-06; [after 1984]; 1986-06-27; 1987-04-25; 1988-07-08; 1988-09-02; [after 1988]; 1989; 1989-04-28; 1989-11-03; 1989-12-09; 1990-02-02; 1990-04-27; 1990-06-02; 1990-06-08; 1990-06-15; 1990-12-07; 1991; 1991-03-22; 1991-04-07; 1991-04-29 |
Type |
texts images |
Format | 199 p. |
Format (aat) |
administrative regulations advertisements amendments (administrative records) circular graphs correspondence grade books instructions (document genre) job descriptions memorandums outlines (documents) press releases reports statistics tables of contents |
Format (imt) | application/pdf |
Language | English |
Contributing entity | University of Southern California |
Part of collection | Independent Commission on the Los Angeles Police Department, 1991 |
Series | Independent Commission file list |
File | Commission meetings |
Box and folder | box 22, folder 11 |
Provenance | The collection was given to the University of Southern California on July 31, 1991. |
Rights | This work is licensed under a Creative Commons Attribution 4.0 International License. https://creativecommons.org/licenses/by/4.0/ All requests for permission to publish or quote from manuscripts must be submitted in writing to the Manuscripts Librarian. Permission for publication is given on behalf of Special Collections as the owner of the physical items and is not intended to include or imply permission of the copyright holder, which must also be obtained. |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Repository name | USC Libraries Special Collections |
Repository address | Doheny Memorial Library, Los Angeles, CA 90089-0189 |
Repository email | specol@dots.usc.edu |
Filename | indep-box22-11 |
Description
Title | City of Los Angeles 1989-90 annual report (excerpts) |
Description | Section 19: John J. Driscoll (Personnel Department, City of Los Angeles), 111 East 1st Street, Los Angeles, California, letter, 1991 February 1, to Tom Bradley and Los Angeles City Council, re City of Los Angeles 1989-90 annual report. |
Geographic subject (roadway) | 111 East 1st Street |
Geographic subject (city or populated place) | Los Angeles |
Geographic subject (county) | Los Angeles |
Geographic subject (state) | California |
Geographic subject (country) | USA |
Geographic coordinates | 34.0523035,-118.2447935 |
Coverage date | 1989/1990; 1991-02-01 |
Creator | Driscoll, John J. |
Contributor |
Bradley, Tom, recipient Los Angeles City Council, recipient |
Date created | 1991-02-01 |
Type | texts |
Format | 11 p. |
Format (aat) | correspondence |
Format (imt) | application/pdf |
Contributing entity | University of Southern California |
Series | Independent Commission file list |
File | Commission meetings |
Box and folder | box 22, folder 11, item 34 |
Physical access | Contact: Special Collections, Doheny Memorial Library, Libraries, University of Southern California, Los Angeles, CA 90089-0189; specol@dots.usc.edu |
Full text | • • • • • • • • 19 • • • ' I ' I T ' • I • ~· ~ • • ' CITY OF Los ANGELES BOARD OF C IVIL SERVICE COMMISSIONERS ROOM 206. C ITY HAL.I. SoUTH CASIM IRO U. TOLENTINO PRESIDENT ANTHONY OE I.OS REYES VICE· PRESIOENT CLARE BRONOWSKI JULIE P. DEPOIAN REV KENNETH J . FLOWERS SYLVIA G TROWBRIDGE EXECUTIVE ASSISTANT·SECRETARY February 1, 1991 Honorable Tom Bradley Mayor, City of Los Angeles Honorable Members of the CALIFORNIA TOM BRADLEY' MAYOR City Council, City of Los Angeles 1989 - 90 ANNUAL REPORT PERSONNEL DEPARTMENT ROOM 100. C ITY HAI.I. Soun~ I 1 I EAST F IRST STRECT I.OS A NGEL.ES. CA 90012 JOHN J . DRISCOLL GENERAL. MANAGER During fiscal year 1989 - 90, the Personnel Department continued to be challenged to develop innovative programs and services which addressed broad social and environmental concerns while continuing to fulfill its primary function of personnel selection. I am pleased to report that utilizing our 450.5 authorized positions and with an annual budget of $163,946,893, we were able to address new concerns , as well as provide the traditional personnel programs and services to the Mayor, City Council, operating aepartments, employees, and the public. Among the ongoing Personnel Department programs of the past fiscal year, the following stand out as particularly important for Department and City operations : - In April, 1990, the Personnel Department's Commuter Services Office began operations, offering commuting alternatives and information to all City employees and developing the Transit Subsidy Program and Vanpool Program; - Through a new, more aggressive approach to recruitment, we were able to hire a record high number of 987 Police Officers, a 29% increase over fiscal year 1988-89, including records in terms of the number of Blacks, Hispanics, Asians, and females hired; Personnel staff assisted in the implementation of new programs and development of appropriate staffing programs for the two new City departments , the Department of Environmental Quality and the Department of Housing Production and Preservation; ,I I l •I I ' I t I ' I • I J I ' I - The City Hall South Child Care Center became ful ly operational, providing conferences and seminars addressing a variety of child care issues, and providing support in policy making and day care development; - OHSD implemented a new Hepatitis B Vaccine immunization program and a 24-hour Hotline designed to provide immediate medical counseling and treatment for employees who sustained blood exposure with risk of HIV and Hepatitis B virus exposure; - To create a better understanding of diversity within the City, a Cultural Diversity Awareness Training Program was developed in addition to a Training Coordinators' Handbook designed to assist department-bureau training coordinators to more effectively perform their duties; - In November, 1989, the Systems Support Division was created, managing the development of the Los Angeles Human Resources System and providing office automation support and maintenance of the Candidate Application Processing System; - After analyzing the City's current benefits structure and surveying employee interest, progress has continued on the ·design and implementation of a flexible benefits program; - In compliance with the Workers' Compensation Improvement Act of 1989, new procedures were implemented to provide for more disability benefits and improvements in the benefit delivery system and the dispute process; - And, finally, to meet new program requirements imposed by Senate Bill 198 and Cal/OSHA General Industry Safety Order 3203, a new City Safety Manual was created. Though we have accomplished much this past fiscal year, we constantly re-evaluate current programs and services to focus our Department efforts toward meeting our primary goals and objectives, as well as our newly assigned responsibilities. Througn the dedication and commitment of Department staff and the Board of Civil Service Commissioners, I am sure we will meet the challenges o~1 th;s ne;~~iscal yea:~, I I f. -k ~· \. :.. μ . ~ ,,_ff-· 1 John J .I Driscoll General Manager 2 • • 11 • • JI • • • • • • • II II • II • II • THE PERSONNEL DEPARTMENT The Personnel Department provides a wide range of services in various functiona l areas , including personnel selection, personnel management, occupational health and safety , and general administration and support. Each of the functiona l areas is discussed in this report . 3 ; ,I I • I J ' l ' i I 1 I • ' J I I PERSONNEL SELECTION - THE PRIMARY FUNCTION Personnel Selection, with a special emphasis on EEO and Affirmative Action, represents the principal function of the Department. Classification, recruitment, police and fire selection, and examining are the essential activities · within the function. CLASSIFICATION DIVISION The Classification Division's primary responsibility is to maintain the integrity of the City's Classification Plan. The Classification Plan is amended when there are new work programs, departmental reorganizations, or the implementation of new technologies. Division analysts act as direct liaisons with City departments and bureaus. They review, analyze, and prepare recommendations on requests by operating departments for a variety of human resource management services. In response to these requests, the analysts must consider both the needs of the operating department and the rights of the employees. The services provided by the Division include: - allocation and reallocation of positions; - review of certification requests for new and limited positions; - emergency appointments; - exemptions of classes, positions, or individuals from Civil Service; - class consolidations; - class-level determinations; - review of examination bulletins; - pay grade advancement procedures; - investigation of out-of-class allegations; - candidate reinstatement to eligible lists following probationary termination; - determination of layoff and displacement rights . A major responsibility of the Classification Division is revising class specifications to describe their current duties and requirements. In fiscal year 1989-90 Division staff revised 140 specifications and created 23 new classifications which the Civil Service Commission adopted. The city Council established two new City departments, the Department of Environmental Quality and the Department of Housing Preservation and Production. In addition, the Department of Building and Safety created the Coordinating Division within the Building Bureau, and the Library Department reorganized its Technical Services Division. Classification Division staff assisted both of these departments in implementing new programs and 4 ' I T r • r ~ + f Ir • I ~ t developing appropriate staffing programs. The Division completed a major detailed study of the accounting and auditing class series. Classification staff also participated in a detailed study of three complex administrative classes in the Department of Water and Power. The Classification Division continued to exchange classification and salary information with various Federal, state, County, and Municipal government agencies as well as professional organizations nationwide . During the 1989-90 fiscal year the Division contacted over 150 agencies and organizations. The Classification Division revised the class specifications to more clearly describe the affirmative action responsibilities of all supervisory level classes. The Division began to review all personal services contracts entered into by the City to determine whether any City classes could perform the work. Finally, staff conducted several "Client Relations Meetings" with operating departments during the fiscal year. RECRUITMENT DIVISION GENERAL RECRUITMENT As a result of the Recruitment Division's comprehensive recruitment efforts, 82,258 applications for employment were accepted this past fiscal year. Significantly, 83% of the applicants were minorities and/or women, including 35.4% Black, 22.6% Hispanic, 18.8% Asian and 34.2% Female. The Personnel Department recruiters participated in over 85 major job fairs and City Career presentations sponsored by community based organizations, including 30 in high unemployment areas of the City. AFFIRMATIVE ACTION RECRUITMENT During its second year of operation, the Affirmative Action Recruitment Unit (AARU) continued many of the activities aimed at improving the City's representation of minorities and females, with a particular emphasis on increasing the City's Hispanic representation. These affirmative action activities included: conducting community outreach recruitment; recruiting minority Management Assistant candidates; and collaborating with community, educational, and professional organizations on activities related to the AARU's objectives. COMMUNITY OUTREACH RECRUITMENT The AARU conducted City Career Expos in four different communities, including East Los Angeles, South Central Los Angeles, the 5 ' ' I f • I J ( ~ l ' , ' • ' ' • Westside/Venice area, and a special Women's Careers Unlimited Conference in the downtown Civic Center. The Expos collectively drew over 5,000 participants who applied for City jobs, received counseling, and participated in a variety of career seminars. Of 4,648 applications received for ·entry-level civil service examinations at these community events, 94% (4,366) were from minority applicants . MANAGEMENT ASSISTANT RECRUITMENT Management Assistant, the City's entry- level administrative position, was the focus of continuous recruitment activities throughout the year. These efforts included participation in college career fairs and print advertising in various college and university publications and such publications as Hispanic Magazine, Hispanic Business, Hispanic Hotline, Winds of Change, and Career Research Systems. POLICE AND FIRE SELECTION DIVISION ENTRY-LEVEL SELECTION POLICE OFFICER Fiscal Year 1989-90 represented a record year in which 987 Police Officers were hired and entered the Police Academy, a 29% increase over the previous record of 768 established in fiscal year 1988-89. Last fiscal year also produc~d records in terms of the number of Blacks, Hispanics, Asians and females hired as compared to any previous year. Even though the 1980 Consent Decree mandates a combined hiring rate for Blacks and Hispanics of 45%, last year's new hires of Blacks and Hispanics totalled 51% (20% Blacks, 31% Hispanics). Continued p r ogress was also made at increasing the representation of Asians. Al though not covered by the Consent Decree, the number of Asians entering the Police Academy went from 35 in 1988-89 to 56 in 1989-90. In addition, a total of 226 women were hired, accounting for 23% of all Police Officers hired. While this is just shy of the 25% goal required under the Consent Decree, there was a sufficient overage in female hiring since 1980 to more than offset the shortage. In June of 1990, the Police Department celebrated the milestone of having over 1000 female Police Officers on the force for the· first time in its history . During the 10 years since the Consent Decree was initiated, significant efforts have been made to have the police force reflect the composition of the Los Angeles community. The following is a comparison showing the progress towards that goal: 6 I 1 I • I J I ~ I • -- • I J ' - Black Hispanic Asian* Female GOALS CONSENT POLICE DECREE DEPT . 10.9% 2 4. 6% 2 0 . 0% 30.0% 7.0% *Not covered by Consent Decree FIREFIGHTER SWORN STAFFING LEVELS PRE-CONSENT DECREE JUNE 19 90 ! ! ! ! 457 7 19 · 90 178 6 . 7% 10.6% 1. 3% 2.6% 1114 1745 2 34 1 046 13 . 4% 21. 0% 2 .7% 12.6% The Firefighter examination is administered on a continuous basis under a Consent Decree which provides for an annual hiring goal to retain Firefighter recruits at the rate of at least 50% from minority groups (Blacks, Hispanics and Asians combined). To maintain a balanced eligible list, the Firefighter wri tten tes t was administered in May, 1990, calling approximately 1 0 ,000 candi d ates to test for fiscal year 1 989-90. Though females are not specified in the Consent Decree , the Personnel and Fire Departments have actively sought to increase their representation in the fire service. To improve the retention of female recruits, four Female Tutorial Program cycles a i med at preparing women for Firefighter careers were started during the past fiscal year. Of the 90 recruits appointed during the year, 60% were minorities and 16.7% were females. The Fire Department has continued to use a Modular Drill Tower approach to traini1~ which enables them to retain and recycle certain candidates needing additional training in a specific area . PARAMEDIC The examination for Paramedic is held approximatel y once every two years. In July of 1989, nearly s,ooo candidates applied for the Par amedic examination. As a result of t hat examination, l , 1 25 eligible cand idates were added to the Par amedic list as shown below : Black Hispanic Asian Caucasian TOTAL Femal e ! 181 288 78 578 1 125 256 7 ! 16 . 1% 25.6% 6.9% 51. 4% 100.0% 22 . 8% I • I J PROMOTIONAL EXAMINATION UNIT During fiscal year 1989-90, the Promotional Examination Unit substantially increased the number of continuous examinations administered to meet the operating needs of the Police Department. The examination for Station Officer was modified which reduced the average days to completion from 239 to 142 days, thus allowing for greater efficiency and more staff time to conduct more administrations. In total the Unit completed 55% more examinations than the prior year (31 vs. 20), and also completed two validation studies for the classes of Fire Assistant Chief and Police commander. In a continuing effort to improve the manner in which sworn examinations are administered, the Police Commander examination was given for the first time using an In Basket Management Exercise, an oral Presentation Exercise and a General Qualifications Interview. SWORN RECRUITMENT ACTIVITIES 4 POLICE OFFICER I 1 I I • r • During fiscal year 1989-90, record numbers of candidates were recruited to take the Police Officer written test. The ethnic and sex breakdowns of candidates recruited are as follows: Black Hispanic Asian Caucasian TOTAL Female ! 3,750 4,412 1,045 6.409 15,616 3,337 .! 24.0% 28.2% 6.7% 39.1% 100.0% 21.4% These figures represent a 30% increase over last fiscal year in total Police Officer candidates recruited. This was accomplished through a wide variety of Police Officer recruitment events and our four weekly test sites throughout the Los Angeles area (Wilshire Division, El Sereno, Van Nuys Division, and the Police Academy) • A list of the significant special events held for Police Officer recruitment are as follows: -Police Officer Recruitment Beach Days -Black Churches Recruitment Event -Police Academy Expo (over 8,000 in attendance) -Women's career Conference (over 500 women in attendance) -Military Recruitment Events (on base) -Asian Recruitment & Law Enforcement Expo -Northern California Recruitment Sweep Recruitment seminars were also held in over 40 different cities from San Francisco to San Diego. Most seminars held outside the 8 • • • • • • • • • • • County of Los Angeles not only involved the administration of the written test, but also conducting on-site oral interviews. A total of 75 special events and seminars were held during fiscal year 1989-90, a 48% increase in recruitment events over fiscal year 1988-89. In order to meet our Consent Decree goals for women and minorities and our hiring goal of over 900 new officers, the Personnel and Police Departments developed a new, more aggressive approach to Police Officer recruitment. With the guidance of the new Recruitment Media Director, success was achieved in attracting mass media exposure for all of the major recruitment events, for several of the recruitment seminars and for Police Officer recruitment in general. A total of 42 Police Officer radio interviews were conducted, Police Officers appeared on 4 different television public service shows, and over 30 newspaper articles have been published regarding Los Angeles Police Officer recruitment. Other new and innovative recruitment activities engaged in during the 1989-90 fiscal year were as follows: -purchase of minority mailing list for direct mailing -press conferences including presentations by Mayor Bradley -mall and grocery store recruitment booths -aerial banner flown over beaches during summer months -the conversion of the Police Officer recruitment public service announcement into 7 Asian languages -recruitment slides shown in movie theaters in high minority areas -LAPD recruitment message displayed on scoreboard during Raider and Dodger home games -1.5 million recruitment pamphlets mailed out in DWP bills -bus shelter recruitment posters As a result of the overall effort of the Personnel and Police Departments, 987 new Police Officers were hired during fiscal year 1989-90. The following is the ethnic and sex breakdown: ! ! Black 197 20.0% Hispanic 303 31.0% Asian 56 5.0% Caucasian 431 44.0% TOTAL 987 100.0% Female 226 23.0% On June 30, 1990, all 514 new Police Officer positions authorized by the City Council and 473 vacancies resulting from attrition were filled. Hiring goals and ethnic Consent Decree goals for the 9 ' l' l • I J I ~ I I ~ ,I I • I -• I ' I l• fiscal year were met. FIREFIGHTER Throughout fiscal year 1989-90, Firefighter recruitment focused primarily on attracting qualified Black and female candidates, due to the fact that the applicant flow from other ethnic groups w sufficient for testing purposes. In addition to the more rout'ne recruitment efforts (Black and female oriented radio and news per advertising) three Female Firefighter Orientations and one emale Firefighter Expo were held, which netted over 500 pros ective female Firefighter candidates. The Female Firefighter E o, held at Fire Station #3, in the downtown area, received both elevision and newspaper media coverage. PARAMEDIC In an effort to accommodate a high volume o candidates for Paramedic, the Personnel Department changed fr a one day filing period to an eight day filing period, includi two Saturdays. As a result, approximately 5, 000 applications were received. The extensive recruitment efforts included th distribution of a new Paramedic brochure, distribution of flyers, and radio and newspaper advertisements. EXAMINING DIVISION The Examining Division is responsi e for test development for all job classes in City employment, except uniform classes such as police officer and firefighter The Division consists of five sections. Four secti s (Adminis~rative/Professional, Clerical/Miscellaneous, Engi eering/Technical, and Skilled Craft) are responsible for deve oping the examinations. The fifth section, Test Research/V idation, assists the other sections in ensuring that examina ons adequately test for the skills, knowledges and abilit' s currently required by the various City Departments, providin specialized information on job classes, and conducting personne research which may affect testing . The end product o developing examinations is providing departments with lists of igible candidates in a timely manner from which qualified per nnel may be hired . In fiscal year 1989-90, the Division exc eded its goal for timely completion of examinations with 91% of he examinations completed in 240 days (goal was 80%), and 76% examinations completed in 180 days (goal was 50%) • Addition lly, even with the freeze in hiring instituted in April 1990, e number of examinations announced and completed showed a sligh increase over the previous fiscal year. For fiscal year 1989 90, 288 examinations were announced (up from 268 in the pr ious year), and 798 eligible lists were established (up from 7 2 in the previous year). 10 |
Filename | indep-box22-11-34.pdf |
Archival file | Volume70/indep-box22-11-34.pdf |