Agenda

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C. 31

To:	Board of Supervisors
From:	HIRING OUTREACH OVERSIGHT COMMITTEE
Date:	May 23, 2017

Contra

Costa

County

Subject:

Appointments to the Advisory Council on Equal Employment Opportunity

APPROVE	OTHER
RECOMMENDATION OF CNTY ADMINISTRATOR	RECOMMENDATION OF BOARD COMMITTEE

Action of Board On: 05/23/2017

APPROVED AS RECOMMENDED

OTHER

Clerks Notes:

VOTE OF SUPERVISORS

AYE:

John Gioia, District I Supervisor
Candace Andersen, District II Supervisor
Diane Burgis, District III Supervisor
Karen Mitchoff, District IV Supervisor
Federal D. Glover, District V Supervisor

Contact:

Antoine Wilson 925-335-1455

I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown.
ATTESTED: May 23, 2017
David Twa,

BY:	, Deputy

RECOMMENDATION(S):

APPOINT Amo Virk to the vacant Business seat, which expires on November 30, 2018; Victoria Mejia to the vacant Management Seat #2, which expires on November 30, 2018; and Ayesha Cope to the vacant Community Seat #2, which expires on November 30, 2017; and ACCEPT the resignation of Paula Lochin, who served in Union Seat #1 as recommended by the Advisory Council on EEO.

FISCAL IMPACT:

None

BACKGROUND:

The Advisory Council on Equal Employment Opportunity (ACEEO) was established in July 1991 to serve as an advisory committee to the Board of Supervisors regarding the implementation of the County's Affirmative Action Plan, to review the Affirmative Action Program and to recommend actions to facilitate attainment of the County's goal for affirmative action. The Council is composed of 13 members and a Board committee reviews nominations to all seats except those designated for County managers and labor unions. Terms of office for seats reviewed by Board Committee are three years.

BACKGROUND: (CONT'D)

In 2013, Internal Operations Committee (IOC) reviewed Board Resolution Nos. 2011/497 and 2011/498, which stipulate that applicants for At Large/Non Agency-Specific seats on specified bodies are to be interviewed by a Board subcommittee. The Resolutions further permit a Board Committee to select a screening committee to assist in interviewing applicants for appointment for certain bodies, including the ACEEO.

For many years, the IOC served as the reviewing committee for ACEEO nominations; however, the mission of the ACEEO is more consistent with the Board's Hiring Outreach and Oversight Committee, which is now designated as the reviewing committee for ACEEO nominations to the following seats:

Community 1, 2, 3, & 4
Education (vacant)
Business
Labor Involved in Training
Veterans
Disabled
Union Seats 1 &2
Management Seats 1 & 2 (vacant)

The regular process for the above seats is that the Affirmative Action Officer would recruit for membership, the ACEEO or a subcommittee thereof would screen/interview applications or candidates, and then forward its nominations to the Hiring Outreach and Oversight Committee (formerly IOC) for consideration and possible recommendation to the BOS.

CONSEQUENCE OF NEGATIVE ACTION:

Reduced participation from members that help the ACEEO remain diverse.