COUNTY OF SAN MATEO

Inter-Departmental Correspondence

Human Resources Department

DATE:

November 16, 2009

BOARD MEETING DATE:

December 1, 2009

SPECIAL NOTICE/HEARING:

None

VOTE REQUIRED:

Majority

TO:

Honorable Board of Supervisors

FROM:

Donna Vaillancourt, Human Resources Manager

Steve Rossi, Equal Employment Opportunity Manager

Sara Medina, Co-Chair, EEO Advisory Committee

Dhiren Gandhi, Co-Chair, EEO Advisory Committee

SUBJECT:

Equal Employment Opportunity Plan 2010-2013

RECOMMENDATION:

Accept the 2010-2013 San Mateo County Equal Employment Opportunity Plan.

BACKGROUND:

Every four years the Equal Employment Opportunity (EEO) Advisory Committee completes an Equal Employment Opportunity Plan for the County. This plan takes the place of the 2006-2009 EEO Plan approved by this Honorable Board in July, 2006. The purpose of the plan is to:

• Reaffirm the County’s philosophy and commitment to equal employment

opportunity efforts in its employment practices.

• Promote a work environment that is free from all forms of discrimination and

harassment,

• Eliminate unnecessary, arbitrary or artificial practices that affect applicants and employees,

• Provide opportunities for career development and advancement for all employees, and

• Recommend recruitment, retention and career development strategies to support the County’s diversity and community we serve.

DISCUSSION:

Our Equal Employment Opportunity efforts continue to focus on retention and career development issues. Changing demographics present special challenges in retaining the qualified employees that represent the diverse community we serve. Through special efforts like community outreach, employee training and development, and succession planning, we will retain our employees. Action steps identified for the next four years include:

• Continuing outreach efforts to attract the most qualified candidates for employment who represent the diverse community we serve.

• Form a committee with the purpose of providing County departments with the incentives, tools, policies, programs, flexibility, and other assistance that will enable them to ensure smooth transition of knowledge, institutional memory, information and other pertinent job related skills to subordinates and/or successors.

• Expand training and educational opportunities.

• Participate in and support cultural competency initiatives.

• Provide management development and leadership programs with a focus on developing future leaders.

• Conduct career planning and development courses for employees interested in promotional opportunities.

• Support departments to provide work experience opportunities and special assignments to support Succession Planning efforts.

• Continue to assist with placement and provide support services to at-risk employees during this on-going economic downturn.

• The County remains committed to succession planning efforts, with its focus on the following components:

o Professional development, including development plans for all employees

o Retaining institutional knowledge

o A structured internship program which provides opportunities to youths from diverse economic and ethnic backgrounds

o Exploring enhanced online technology as a cost-effective way to open doors for training and educational opportunities.

o Continuation of the First Line Supervisor's Academy

Approval of the 2010-2013 EEO Plan contributes to Shared Vision 2025 of a Prosperous Community by reaffirming and providing direction to the County’s equal employment opportunity commitment.

FISCAL IMPACT:

There is no direct fiscal impact associated with the report.