Administrative Brief
April 12, 2012
ADMINISTRATIVE BRIEF FROM NATALIE FISCHER
HUMAN RESOURCES DEPARTMENT
Affirmative Action
The City of Salina has an affirmative action program that covers all aspects of employment including:
recruitment, hiring, promotion, compensation, training and termination. Accordingly, all City personnel
policies are routinely reviewed to evaluate conformity with affirmative action principles. An overview of the
affirmative action program and results for 2011 are provided below.
1) Minority Hiring – During 2011 the total number of minorities hired for classified full or part-time positions
was 4. Over the course of 2011, the City of Salina hired 37 classified full-time and 1 part-time
employees. From 2010 to 2011, there was an increase of 10.53% hired versus 2.94% the year prior.
Since 1993, our average number of minorities hired per year is 5.6, and the average number of
minorities hired to fill openings is 10.85%.
2) Second Review Success - The Second Review greatly increased the number of minorities interviewed
when comparing the post-review lists to the preliminary pre-review candidates selected. Second
Review is a program that involves a review of minority and/or female candidates (provided on a
voluntary basis at the time of application) to assure that the interview pool reflects the same
percentages as the entire candidate pool. The increased percentage of minorities interviewed
(comparing pre-review candidates selected to post-review candidates) are as follows: minority males –
70.6%(17 to 29 post-review); minority females – 33.3% (6 to 8); white females – 11.6% (86 to 96). The
number of minorities, male and female, increased 86.7% (23 to 43), with the overall number of females
increasing 11.7% (86 to 96). Cumulatively, the number of minority males, minority females, and non-
minority/white females interviewed increased by 27.5% (109 to 139). To summarize, 12 minority males,
8 minority females, and 2 non-minority females received an interview opportunity as a direct result of our
Second Review process.
3) Minority Recruitment – The City had a 27.9% increase in the overall number of applicants for classified
positions from 2010 to 2011. Of those applicants, 271 were minority (13%, up slightly from 12% in
2010), while 1015 were female (47%, up from 38% in 2010). According to the 2009 Kansas Affirmative
Action report provided by the Chamber of Commerce, the minority civilian labor force of Saline County is
9.6%, and females represent 46.9% of the Saline County’s labor force.
4) Minority Retention – 4 minorities left employment during 2011, with the percentage of minorities in the
City’s 2011 remaining at 7.16%. Over the past couple of years the percentages are slightly skewed due
to the fluctuation in total number of allocated full and part-time positions.
5) Veterans Preference – The City of Salina implemented a method to track applicants eligible for a
Veterans Preference in accordance with K.S.A. 73-201(c). As a result, 48 veterans were offered a
preference in interviewing during 2011. Prior to reviewing and offering the preference only 19 had been
selected for interviews.
Year/Minorities Hired
2011 4 2004 8 1997 4
2010 1 2003 4 1996 4
2009 5 2002 9 1995 6
2008 5 2001 8 1994 6
2007 5*2000 4 1993 7
2006 7 1999 7
2005 5 1998 8
Commission Information Memorandum
Page 2
2011 ACCOMPLISHMENTS
Veteran’s Preference – Reviewed each candidate requesting and qualifying for Veterans Preference,
and provided a preference in interviewing for all veterans who qualified.
Complaints – No complaints or suits were filed.
Opportunities – Provided an interview opportunity to 22 individuals that wouldn’t have otherwise
received the opportunity without the Second Review process.
ADA Compliance – Reviewed posting practices and information, ensuring language and
accessibility/accommodations were available and protocols were in place.
ONGOING AND NEW GOALS – 2012
1) Complaints – Have no complaints filed.
2) Recruitment – Continue to examine recruitment sources that have special contact with minority
groups, as well as determining the sources that yield the most minority applicants.
3) Recruitment/Access – Explore feasibility of a “job line” to increase accessibility to information about
employment opportunities.
4) Data Analysis – Continue development of perti nent statistical data regarding equal employment
opportunity. In addition, ensure data is analyzed from all perspectives to better strategize recruitment
and retention efforts, including categorizing reason for turnover in positions held by minority
employees.
5) Veterans Preference – Continue a consistent practice in offering a preference in accordance with State
statute.
6) Organizational Review – Analyze employment statistics by department to determine if efforts could be
targeted to increase minority candidates for particular functions or occupations.
CONCLUSION
The Second Review process continues to be a proactive approach in affirmative action. As noted above, the
process increased the interview pool of minority males, minority females, and non-minority females by
27.5%, and provided an interview opportunity for 22 individuals who wouldn’t have received the interview
had the review process not occurred. The City of Salina continues to be proactive in ensuring compliance
with Veteran’s Preference. Additional options will be explored to ensure equal employment opportunities
exist with our organization.
MONDAY’S MEETING
Enclosed are other items on the agenda. If any Commissioner has questions or cannot attend the meeting,
please contact me.
Jason A. Gage, City Manager