PROTECT

&

SERVE

IN PARTNERSHIP WITH

THE COMMUNITY

June 2006-June 2008

Norman B. Botsford

Chief of Police

Gainesville, Florida 32601

EEOP SHORT FORM

STEP 1: INTRODUCTORY INFORMATION

Grant Title: Multiple Grants     Grant Number: Multiple Grants

Grantee Name: City of Gainesville (Gainesville PD)     Award Amount: Multiple Awards

Contact Person: Lieutenant Allan Willis     Telephone #: (352) 393-7530

Date and effective duration of EEOP: June 2006 – June 2008

It is the continuing policy of the City of Gainesville and the Gainesville Police

Department to be an equal employment opportunity employer in compliance with

all applicable laws and regulations. The City’s official Equal Employment

Opportunity Policy (EEOP), is located in the City of Gainesville Equal Opportunity

Policy Handbook (July 1999). The policy states: “The City has and will continue

to develop policies to afford equal opportunity and access to appropriate City

services, programs and activities for all qualified persons to prohibit discrimination

in employment because of race, color, religion, national origin, gender, marital

status, sexual orientation, age, or disability and ensure the full realization of equal

opportunity and diversity through a positive continuing program of equal

opportunity throughout the City.” Similarly, the City will continue to administer all

other personnel matters (such as compensation, benefits, transfers, discipline,

layoffs, City-sponsored training, education and tuition assistance, and social and

recreational programs) in accordance with City policy and collective bargaining

agreements.

The Department and City have been successful in expanding its applicant pools

through the use of the internet. The internet has allowed us to advertise in many

different venues without actually having to send a representative. Of course we

continue to actively recruit in person at locations that historically are minority oriented.

Also, our online application process has assisted us in getting more

qualified applicants to apply because of the user friendly and easier application

process. This has also assisted the Department in tracking applicants. The

Department’s website is linked to the online application for the convenience of

interested applicants. These changes have provided the Department with vital

tools to continue improving upon the diversity of our applicant pools and

coordination of fiscal resources in our recruiting efforts.

All employees of the City of Gainesville and Police Department are afforded a

workable means of communicating and resolving grievances and complaints

regarding unlawful discriminatory employment practices. Any member of the City

or Police Department who fails to comply with the current EEOP is subject to

appropriate disciplinary action.

__________________________________Chief of Police

[Signature]                                                         [Title]                     [Date]

A comparison of the Gainesville Police Department’s workforce to the community labor

statistics for the city of Gainesville from the 2000 census indicates underutilization of women

and minorities in several areas. Community labor statistics show that Native Hawaiian/Pacific

Islander, American Indian/Alaskan Native, and two+ races’ populations are very small in

Gainesville. Therefore, the larger areas of underutilization identified were African-American

males and females and white females. The majority of this plan will focus on addressing those

larger areas of underutilization, however, the Police Department would welcome the chance to

increase the representation of all underutilized groups and will continue to explore ways of

communicating job opportunities to all race and ethnic groups. After reviewing the results of the

underutilization analysis, the Police Department has identified the following areas of concern:

Officials and Administrators – The Gainesville Police Department only has a small number (5)

of employees that meet the criteria of this group. As such, we have a significant underutilization

(30.3%) of white males in this category, but an over utilization of white females (7.4%) and

African-American females (16.1%).

Professionals – The Gainesville Police Department is within a few percent of matching the

utilization numbers of the city of Gainesville in all the demographic areas for this category with

the exception of a 22.2% over utilization of African-American males. The largest

underutilization is in the Asian male category by 4% and the African-American female category

by 4.9%.

Protective Services (Sworn Officials) - African-American males are underutilized by 9.4%,

African-American females by 6.9%, and white females by 2.7%.

Protective Services (Sworn Patrol Officers) – There are no underutilizations in this category

based on the age range and educational requirements except for Asian males females by 0.4%

and 0.3% respectively; however, the Gainesville Police Department is constantly striving to

recruit qualified applicants for this entry level position because it has a direct affect on the

category of Protective Services (Sworn Officials).

Protective Services (Non-Sworn) - White males are underutilized by 17.7%, Hispanic females

are underutilized by 4.3%, and Asian females are underutilized by 2.2%.

Administrative Support - White males are underutilized by 17.2%, Black males are

underutilized by 1.4%, Hispanic males are underutilized by 2.6%, Asian males are underutilized

by 1.0%, and Asian females are underutilized by 1.3%.

Gainesville Police Department Totals - When comparing the Gainesville Police Department’s

entire demographics to the 2000 Census, it is determined that Hispanic males are underutilized

by 2.6%, Asian males are underutilized by 7.8%, Hispanic females are underutilized by 8.8%,

and Asian females are underutilized by 7.6%. All other demographics are either slightly

underutilized or over utilized to varying percentages.

The Gainesville Police Department is committed to making its workforce profiles more closely

reflect the available labor force in the community. Based on the results of the underutilization

analysis, the Police Department has established the following objectives:

Because females are underutilized in most job categories within the Gainesville Police

Department, it is our goal to increase representation by evaluating our recruitment practices to

ensure that females receive equal opportunity to secure employment. The Gainesville Police

Department will review all job requirements and hiring procedures to ensure no unnecessary

barriers exist that would deny females equal employment opportunity with the Department.

Specifically, the Gainesville Police Department will try to locate and attract qualified female

applicants of all races for Professional positions, Protective Services positions, and

Administrative Support positions.

Because African-American males and females are underutilized in the Protective Services

(Sworn Officials), it is the Gainesville Police Department’s objective to increase representation

by targeting recruitment efforts in order to attract qualified African-American candidates to

apply for the entry level positions which will increase the pool of applicants for the promotional

positions. The Department will evaluate its current recruitment practices to ensure African-

Americans are receiving equal opportunity to secure employment.

    1. Use teams of minority and female Police Officers to assist in the recruitment process, and

        increase attendance at job fairs which target women and minorities.

    2. Compile a list of organizations having effective contact with minority groups and

        females, and establish continuous working relationships with these organizations.

    3. Continue to advertise job opportunities using local minority newspapers as well as

        explore other areas for advertisement.

    4. Continue to provide Equal Employment Opportunity training to all employees.

    5. Establish a formal mentoring program within the Police Department.

    6. Encourage females and minorities to take advantage of department training programs

        which provide reimbursement for college course work.

    7. Encourage females and minorities to take advantage of career incentive courses as well as

        transfers to other areas within the Department to make them a better candidate for

        promotion.

    8. Increase recruitment locally at establishments (churches, social organizations, etc.) that

        have a high minority membership.

    9. Increase recruitment efforts in locations (South Florida, Tampa, etc.) that typically have a

        higher minority population than other areas of the state.

    1. Continue to include the statement “The Gainesville Police Department is an Equal

        Opportunity Employer” on all job applications and postings.

    2. Post the EEOP on the City’s web page.

    3. Post a memo in the Human Resource Office explaining how applicants and members of

        the public may obtain a copy of the EEOP.

    1. Conspicuously post the EEO Policy on bulletin boards throughout the Department.

    2. Meet with all supervisory staff to ensure they are familiar with the Police Department’s

        EEO objectives.

    3. Request that the supervisory staff meet with their employees to ensure all members of the

        Gainesville Police Department are aware of the EEO objectives.

    4. Post the EEOP on the Gainesville Police Department’s Intranet.