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HIRING OUTREACH OVERSIGHT COMMITTEE

Meeting Date:	06/04/2015
Subject:
Department:	County Administrator
Referral No.:
Referral Name:
Presenter:		Contact:

Information

Referral History:

In April of 2014, the County Administrator’s Office created the Recruitment Opportunities Work Group consisting of representatives from the Human Resources Department, the Office of the County Counsel, and the Equal Employment Opportunity Office. The Work Group successfully researched and developed more robust and engaging outreach and recruitment strategies to underrepresented groups within the community. The goal is to promote equal employment opportunities, diversity and cultural competency within our workforce to qualified applicants who reside in the communities that we serve.

In order to determine underrepresentation within the County’s workforce, the EEO Officer
compares the County’s workforce to the most recent United States Census Bureau Labor
Force Data. Once this data is tabulated, the EEO Officer will identify underrepresentation in one or more of the six (6)
following categories:

Males
Females
Whites
Blacks
Hispanics
Asians

Referral Update:

In January 2015, the plan was rolled out to the department heads and it was well received. In February 2015, the Work Group rolled the plan out to the departmental Administrative Services Officers and the Equal Employment Opportunity Coordinators to develop and implement their individual departmental plans. From March 2015 to May 2015, the departments worked tirelessly to fulfill the requirements of creating and implementing strategic outreach and recruitment efforts to the constituents we serve.

Attached are Contra Costa County's departmental outreach and recruitment plans for the 2015-2016 fiscal year. Each department that has underrepresentation of ten (10) percent or more in a protected group was required to create an outreach and recruitment plan. The plan explains what steps the department will take in order to reach and notify the identified underrepresented group(s) about vacant positions within its unit.

Recommendation(s)/Next Step(s):

ACCEPT and RECEIVE the departments strategic outreach and recruitment plans as recommended by the EEO Officer.

Fiscal Impact (if any):

None

Attachments
Outreach plans