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Workforce Utilization The work force analysis is defined as a list of job titles as they appear in applicable collective bargaining agreements or payroll records (not job group) ranked from the lowest paid to the highest paid within each department or other similar organizational unit including departmental or unit supervision. It should be noted that Lee County Transit does not have any unions at this time. Analysis Lee County’s Equal Employment Opportunity Office directs and annually updates an analysis of workforce utilization. This analysis is conducted for identified minority group members and women and is constructed to determine on a departmental and divisional basis the extent to which minority group members and women have been employed in major occupational categories by the County at rates which are consistent with their availability within the County’s employment ranks and among the relevant recruitment areas. Estimates of availability are based on the representation of minorities, women and others who are qualified for employment in each occupational category, under criteria, which are validly related to job performance in each job category covered by the analysis. The purpose of the utilization analysis is to identify those job categories where there is an underutilization and or concentration of minorities and women in relation to their availability in the relevant labor market. It is also to establish the framework for goals and timetables and other affirmative actions to current employment practices that contribute to any identified absence, underutilization or concentration. Goals and Timetables Goals with timetables will be set when correction to underutilization of specific affected classes of persons are identified. Long-range goals will be designed to eliminate underutilization in job categories where identified. Goals may be affected by the availability of job openings, availability of persons whose employment could have resulted in goal(s) being achieved, adequacy of recruitment and other affirmative actions to change existing employment practices so that goals may be achieved. Assessment of Employment Practices to Identify Causes of Underutilization – Affirmative Action to Remedy Problem Areas At such time as corrective action is needed, LeeTran will coordinate and under the direction of the Equal Employment Opportunity Office, undertake a detailed assessment of present employment practices to identify employment barriers which unjustifiably contribute to underutilization. Problem areas will be identified and a remedial program developed. The remedial program will assess the impact of employment practices on employment patterns, including recruitment, selection, promotion, termination, transfer, layoff, disciplinary action, compensation and benefits, training and other areas as needed. The remedial plan will provide, at minimum, the following information.
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