1. Equal Opportunity in Employment Annual Report January 1 – December 31, 2018 Item #22
April 15, 2019

2. BACKGROUND
This annual report is provided pursuant to the Pasadena Municipal Code and compares the ethnic and gender composition of the City’s employee workforce to the available labor market
The City of Pasadena boasts a workforce of approximately 1,800 employees, which demographic data show is diverse and reflective of the composition of the community it serves
The table on the next slide lists all individuals employed in regular, full-time positions during the reporting period of January 1-December 31, 2018
This annual report is provided pursuant to the Pasadena Municipal Code (Section ) and compares the ethnic and gender composition of the City’s employee workforce to the available labor market
The City of Pasadena boasts a workforce of approximately 1,800 employees, which demographic data show is diverse and reflective of the composition of the community it serves
The table on the next slide (and on bottom of page 1 of the agenda report) lists all individuals employed in regular, full-time positions during the reporting period of January 1-December 31, 2018

3. Workforce Demographics
BACKGROUND
Workforce Demographics
2018
Male
66%
Female
34%
Armenian
2.3%
Asian
12.9%
Black
16.6%
Hispanic
37.3%
Native American
0.1%
White
27.4%
Two or More Races
0.7%
Declined to State
2.7%

4. BACKGROUND The City’s Gender Composition
Protective Services classifications (sworn Police and Fire) as well as skilled and service/maintenance classifications within Public Works and Water & Power Departments are predominately represented by males
Employees in these classifications compromise 45% of the City’s workforce therefore contributing to the higher number of males than females in Pasadena’s overall workforce.
This gender composition also exists in these fields at other cities and agencies
The City continues to focus efforts on hiring women into non-traditional fields

5. BACKGROUND
Proposition 209 prohibits state governmental institutions from considering race, sex or ethnicity in the areas of public employment, such as seeking candidates of a particular group
Citywide efforts are made to recruit and retain a diverse workforce, provide vocational training, and hire locally
The City is committed to pursuing strategies to ensure qualified, under-represented groups have access and opportunity for entry into all fields
Proposition 209 prohibits state governmental institutions from considering race, sex or ethnicity in the areas of public employment, such as seeking candidates of a particular group
Citywide efforts are made to recruit and retain a diverse workforce, provide vocational training, and hire locally
Examples will be shared in the new hire and promotional section
The City is committed to pursuing strategies to ensure qualified, under-represented groups have access and opportunity for entry into all fields

6. BACKGROUND
Examples of strategies employed to foster a diverse workforce include:
Vocational training programs such Ambassadors (high school students enrolled in a Pasadena school)
Summer Rose (low-income youth aged residing in Pasadena)
Maintenance Assistants Serving Homeowners (MASH) program through the Housing Department.
Participants gain skills, learn work habits, and obtain work experience designed to help them obtain a full-time, regular job
Human Resources staff participates in local and regional job fairs, uses diverse raters to serve on interview panels, and strives to foster an environment supportive of diversity and inclusion
Began offering employee training sessions on implicit bias and diversity, inclusion and belonging
Examples of strategies employed to foster a diverse workforce include:
Vocational training programs such Ambassadors (high school students enrolled in a Pasadena school)
Summer Rose (low-income youth aged residing in Pasadena)
Maintenance Assistants Serving Homeowners (MASH) program through the Housing Department.
Participants gain skills, learn work habits, and obtain work experience designed to help them obtain a full-time, regular job
Human Resources staff participates in local and regional job fairs, uses diverse raters to serve on interview panels, and strives to fosters an environment supportive of diversity and inclusion
Began offering employee training sessions on implicit bias and diversity, inclusion and belonging as these values and understanding are relevant to a range of workplace issues.

7. BACKGROUND
Table I
Compares the full-time workforces of the City of Pasadena, the Rose Bowl Operating Company, the Pasadena Center Operating Company, and Pasadena Media by gender and ethnicity to Pasadena’s population
Pursuant to Section of the City Charter, this report
Table I on the next slide compares the full-time workforces of the City of Pasadena, the Rose Bowl Operating Company, the Pasadena Center Operating Company, and Pasadena Media by gender and ethnicity to Pasadena’s population as of December 31, 2018.
Employees who do not provide their ethnic identity are counted as Declined to State and are not counted as minorities.
Employees who self-identified as Two or More Races without indicating specific races are also listed as Declined to State but are included in the total minority count.

8. BACKGROUND Table I Full-Time Regular Workforce as of December 31, 2018
2010 U.S. Census
Bureau Data
City of Pasadena Population
City of Pasadena
1,817 Employees
RBOC
37 Employees
PCOC
160 Employees
Pasadena Media
13 Employees
Female
45.7%
617
34% 16
43.2% 85
53.1% 4
30.8%
Male
54.3%
1,200
66% 21
56.8% 75
46.9% 9
69.2%
Armenian
No Data 42
2.3% ~
Asian
15.0%
234
12.9% 1
2.7%
10.0%
Black
10.9%
302
16.6% 8
21.6% 20
12.5% 5
38.5%
Hispanic
35.7%
678
37.3% 11
29.7% 73
45.6%
7.7%
Native American
0.4% 2
0.1%
0.6%
Two or more races
1.2% 13
0.7% 7
4.4%
15.4%
White
37%
497
27.4% 17
45.9% 43
26.9%
Declined to state 49
Table I here (and on page 3 of the agenda report) provides a comparison between the ethnic and gender composition of the City’s employee workforce to the available labor market, which is described as the civilian labor force 16 years of age and over in the city of Pasadena.

9. BACKGROUND Recruitment and Promotions
Human Resources supports the Human Services and Recreation Department which manages:
The Ambassadors program and Summer Rose workers
Human Resources partners with the Housing Department
Encourage local hiring for the Maintenance Assistants Serving Homeowners (MASH) program
A one- to two-year vocational training program
Provides workers with vital job experience, regular feedback, and the opportunity to apply for promotional-only openings
Recruitment and Promotions
As I noted earlier, efforts are made Citywide to recruit and retain a diverse workforce, provide vocational training, and hire locally
Human Resources supports the Human Services and Recreation department which manages the Ambassadors (high school students enrolled in a Pasadena school) and Summer Rose workers (low-income youth aged residing in Pasadena).
Human Resources partners with the Housing Department to encourage local hiring for the MASH (Maintenance Assistants Serving Homeowners) program—a one- to two-year vocational training program that provides workers with vital job experience and regular feedback, as well as the opportunity to apply for promotional-only openings in the City of Pasadena.

10. BACKGROUND
Human Resources regularly participates in local and regional job fairs and works with hiring departments on advertising and outreach efforts with a focus of attracting diverse candidates
Several City departments engage in additional, ongoing recruitment efforts such as the Pasadena Fire Department
Participated in the Los Angeles County Fire Department’s Arise Summit, an event designed to recruit and support the growth of women in the fire service
Partnered with the Firefighter Candidate Testing Center
FCTC provides a unique all-inclusive recruiting and mentoring approach to build a broad candidate pool; attracted nearly 2,000 applicants for Firefighter positions
Human Resources regularly participates in local and regional job fairs
Works with hiring departments to determine advertising and outreach efforts with a focus of attracting diverse candidates
Several city departments engage in additional, ongoing recruitment efforts
Pasadena Fire Department participated in the Los Angeles County Fire Department’s Arise Summit, an event designed to recruit and support the growth of women in the fire service
This year, the Fire and HR Depts partnered wit the Firefighter Candidate Testing Center
FCTC is a leader in recruitment, outreach, and standardized training programs in California.
FCTC provides a unique all-inclusive recruiting and mentoring approach to build a broad candidate pool; attracted nearly 2,000 applicants for Firefighter positions

11. BACKGROUND Pasadena Police Department
Recruitment team actively recruits candidates from college campuses and military bases in the southern California area for Police Officer and Police Officer Trainee positions
New focus on recruiting individuals enrolled in the Administration of Justice curriculum and highlights law enforcement careers
Use several different social media platforms
Reach out to the community through partnerships with local high schools and community organizations
Participates in numerous local events/informative meetings regarding careers in law enforcement
Have several internal programs, such as the Explorer and Youth Advisor programs, designed to attract local youth by establishing a relationship early on
The Pasadena Police Department has a recruitment team that focuses on attracting qualified minority, female and local candidates for the position of Police Officer and Police Officer Trainee. 
While the Department continues to actively recruit candidates from numerous college campuses and military bases in the Southern California area, the recruitment team now focuses on recruiting individuals enrolled in the Administration of Justice curriculum and highlights law enforcement careers with the PPD utilizing several different social media platforms. 
Other efforts include outreach within the community through partnerships with local high schools and community organizations as well the Department’s participation in numerous local events/informative meetings regarding careers in law enforcement.
Several internal programs, such as the Explorer and Youth Advisor programs, are designed to attract local youth by establishing a relationship early on thereby increasing the chance young community members will pursue a career with the PPD.  

12. Table II – New Hires and Promotions for 2018
BACKGROUND
Table II – New Hires and Promotions for 2018
New Hires
103 Employees
Promotions*
123 Employees
Female 51
49.5% 44
35.8%
Male 52
50.5% 79
64.2%
Armenian 2
1.9% 3
2.4%
Asian 12
11.7% 10
8.1%
Black 16
15.5% 26
21.1%
Hispanic 35
34.0% 50
40.7%
Native American ~
Two or more races 1
1.0% 5
4.1%
White 28
27.2% 23
18.7%
Declined to state 9
8.7% 6
4.9%
*Promotion numbers include temporary employees in training positions who successfully
Competed for a full-time regular position.

13. BACKGROUND 2018 New Hire and Promotional Data
Of the 103 full-time, regular employees hired
64.1% were non-white minorities
49.5% were female
The City promoted 123 employees
76.4% were non-white minorities
35.8% were female
New Hire and Promotional Data
A review of the City’s 2018 hiring and promotional data reflects the diverse overall ethnic makeup of the organization.
Of the 103 full-time, regular employees hired, 64.1% were non-white minorities and 49.5% were female.
The City promoted 123 employees of whom 76.4% were non-white minorities and 35.8% were female.

14. BACKGROUND Four-Year Review (Table III)
Compares the ethnic and gender composition of the City of Pasadena workforce and the U.S. Census Bureau EEO Tabulation (available local labor market) for the past four years. The data show:
Non-white minorities comprise approximately 70% of the City’s workforce compared with 63% in our community
Black individuals have been employed at a rate approximately 50% higher than the available labor pool yet the overall percentage has declined by just over 1% in the four-year period
Hispanic individuals have been employed by the City at a rate approximately 4.5% higher than the available labor pool and the total number has increased by .75% over the four-year period
2015, 2016, 2017, and 2018 – Four-Year Review shown in Table III
Compares the ethnic and gender composition of the City of Pasadena workforce and the U.S. Census Bureau EEO Tabulation (available local labor market) for the past four years. The data show:
Non-white minorities comprise approximately 70% of the City’s workforce compared with 63% in our community,
Black individuals have been employed at a rate approximately 50% higher than the available labor pool yet the overall percentage has declined by just over 1% in the four-year period,
Hispanic individuals have been employed by the City at a rate approximately 4.5% higher than the available labor pool and the total number has increased by .75% over the four-year period,

15. BACKGROUND Four-Year Review (Table III) Continued
Asian individuals have been employed approximately 16% less than the available labor market and the percentage has remained around 13% during the last four years
The races with the lowest representation amongst the City’s employee population are Native Americans and Armenians, which represent 0.1% and 2.3% respectively.
The 2010 U.S. Census does not include Armenian as a race category so a comparison is not listed here
2015, 2016, 2017, and 2018 – Four-Year Review shown in Table III ~ CONTINUED ~
Asian individuals have been employed approximately 16% less than the available labor market and the percentage has remained around 13% during the last four years
The races with the lowest representation amongst the City’s employee population are Native Americans and Armenians, which represent 0.1% and 2.3% respectively.
The 2010 U.S. Census does not include Armenian as a race category so a comparison is not listed here

16. 2010 U.S. Census Bureau Data, City of Pasadena Available Labor Market
BACKGROUND
Table III
Four-Year View Availability vs. Utilization City Full-Time Regular Workforce
2010 U.S. Census Bureau Data, City of Pasadena Available Labor Market
As of 12/31/15
 1,786 Employees
As of 12/31/16
1,832 Employees
As of 12/31/17
1,820 Employees
As of 12/31/18
1,817 Employees
Female
45.7%
34.7%
34.3%
33.4%
34%
Male
54.3%
65.3%
65.7%
66.6%
66%
Armenian ~
2.1%
2.2%
2.3%
Asian
15%
13.3%
13.2%
12.9%
Black
10.9%
17.9%
17.4%
16.9%
16.6%
Hispanic
35.7%
36.5%
36.8%
37.1%
37.3%
Native American
0.4%
0.2%
0.1%
White
37%
28.2%
27.8%
28%
27.4%
Two or more races
1.2%
0.7%
Declined to state
1.7%
2.7%

17. BACKGROUND Utilization Analysis
Breakdown of the City’s workforce by ethnicity, gender and level in the organization. This data is then compared to the availability of qualified individuals of various ethnic and gender groups in the local labor market
Exhibit A provides the ethnic and gender breakdown of the City’s full-time, regular workforce arranged in groupings that generally follow the City’s bargaining units

18. BACKGROUND City’s Executive Management Team Management Group
Minorities comprised 65% and females 25%
Management Group
63.3% minority and 46.5% female
Remaining Employee Groups
Sworn Fire Non-Management: 55.8% minority and 4.8% female
Sworn Police Non-Management: 61.2% minority and 11.7% female
Non-Management Office and Technical: 83.2% minority and 70.5% female
Non-Management Maintenance and Skilled: 76.9% minority and 8.1% female
The City understands the importance of diversity at all levels in its organization but recognizes having a mix of employees at the management level and above is especially important
With regard to the 2018 composition of the City’s Executive Management team, which includes the City Manager, Assistant City Managers, General Mangers and Directors including the City Attorney/City Prosecutor and City Clerk:
Minorities comprised 65% and females 25%
In addition, as a result of a retirement occurring next month, a non-white female has been appointed to one of the Director positions and as a result of a recent recruitment in Water and Power, an additional female has been appointed in the Officials and Administrators category. These hires will be reflected in the report covering calendar year 2019.
The City’s management group is 63.3% minority and 46.5% female
Remaining Employee Groups
Sworn Fire Non-Management: 55.8% minority and 4.8% female *
Sworn Police Non-Management: 61.2% minority and 11.7% female
Non-Management Office and Technical: 83.2% minority and 70.5% female
Non-Management Maintenance and Skilled: 76.9% minority and 8.1% female
Additional detail is listed in Exhibit A
The City continues to work to attract women to sworn Police and Fire positions yet this is a profession-wide challenge.
The International Association of Women in Fire & Emergency Service, known as Women in Fire, is a professional organization that provides resources on women’s issues for fire service leaders. Women in Fire reports that 3.5% of all firefighters in the United States are women and that 50% or more departments have no female firefighters. Pasadena Fire Department’s employment of female firefighters at 4.8% is higher than the national average of 3.5%.

19. Background
Exhibit B
Compares the demographics of the City’s full-time, regular workforce with the demographics of qualified individuals in the labor markets using the traditional federal job categories:
Officials & Administrators
Protective
Professional
Technicians
Administrative
Skilled
Service & Maintenance.
Demographics are also shown for the RBOC, PCOC, and Pasadena Media
Exhibit B
Compares the demographics of the City’s full-time, regular workforce with the demographics of qualified individuals in the labor markets using the traditional federal job categories:
Officials & administrators
Protective
Professional
Technicians
Administrative
Skilled
Service & maintenance.
Demographics are also shown for the Rose Bowl Operating Company (RBOC), Pasadena Center Operating Company (PCOC), and Pasadena Media

20. BACKGROUND
EXHIBIT A: AVAILABILITY vs. UTILIZATION BY GROUP CODE – CITY OF PASADENA
All individuals employed January 1 – December 31, 2018
Group
Number of Employees
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
Executive 20
35.0%
20.0%
25.0%
15.0% 0%
5.0%
65.0%
75.0%
Management
608
32.6%
11.3%
25.5%
22.7%
3.0%
0.8%
4.1%
63.3%
53.5%
46.5%
Sworn Fire Non-Mgmt
147
44.2%
17.7%
22.4%
8.8%
0.7%
2.7%
3.4%
0.0%
55.8%
95.2%
4.8%
Sworn Police Non-Mgmt
214
37.9%
13.6%
36.0%
9.3%
1.9%
0.5%
0.9%
61.2%
88.3%
11.7%
Non-Mgmt Office and Technical
369
14.4%
17.9%
52.8%
8.7%
0.3%
3.3%
2.4%
83.2%
29.5%
70.5%
Non-Mgmt Maintenance and Skilled
459
20.3%
23.5%
46.4%
6.1%
0.2%
2.8%
76.9%
91.9%
8.1%
Total
1,817
27.4%
16.6%
37.3%
12.9%
0.1%
70.0%
66.0%
34.0%
Pasadena Population
42.2%
9.4%
32.7%
13.3%
No Data
1.2%
56.9%
54.3%
45.7%
Executive: Includes Department Directors appointed by the City Manager and Executives appointed by the City Council
Management: Includes employees represented by PMA, PFMA and all unrepresented management employees
Sworn Fire Non-Management: Includes employees represented by the PPOA
Non-Mgmt Office & Technical: Includes employees represented by LIUNA and all related unrepresented non-management employees
Non-Mgmt & Skilled: Includes employees represented by AFSCME, SEIU, IBEW, IUOE, and all related unrepresented non-management employees

21. BACKGROUND
EXHIBIT B: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – CITY OF PASADENA
All individuals employed January 1 – December 31, 2018
Officials and Administrators: 74 Employees - Occupations in which employees set broad policies, exercise overall responsibility for execution of those policies, or direct individual departments of the agency’s operations
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
City Utilization
35.0%
20.0%
25.0%
15.0%
0.0%
5.0%
65.0%
75.0%
Availability
57.9%
8.3%
17.4%
13.7%
0.1%
No Data
41.0%
54.9%
45.1%
Professionals: 482 Employees - Occupations that require specialized and theoretical knowledge, which is usually acquired through college training or through work experience and other training that provides comparable knowledge
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
City Utilization
31.5%
10.0%
23.9%
26.8%
0.0%
3.1%
1.0%
3.7%
64.7%
50.2%
49.8%
Availability
56.1%
6.6%
13.6%
21.7%
No Data
0.1%
43.0%
52.2%
47.8%

22. BACKGROUND
EXHIBIT B: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – CITY OF PASADENA
(continued) All individuals employed during the period January 1 – December 31, 2018
Technicians: 138 Employees - Occupations that require a combination of basic scientific or technical knowledge and manual skill, which can be obtained through specialized post-secondary school education or through equivalent on-the-job training
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
City Utilization
21.7%
15.2%
44.2%
13.0%
0.0%
4.3%
1.4%
76.8%
65.9%
34.1%
Availability
42.7%
15.9%
24.7%
15.3%
No Data
57.0%
51.4%
48.6%
Sworn Protective: 367 Employees - Occupations in which workers are entrusted with public safety, security and protection from destructive forces
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
City Utilization
40.3%
15.5%
30.5%
9.0%
0.3%
2.2%
1.6%
0.5%
59.1%
91.0%
Availability
30.0%
22.2%
29.5%
0.0%
No Data
0.2%
70.0%
75.4%
24.6%

23. BACKGROUND
EXHIBIT B: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – CITY OF PASADENA (continued) All individuals employed January 1 – December 31, 2018
Administrative: 347 Employees - Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and/or information and other paperwork required in an office
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
City Utilization
11.8%
18.7%
55.0%
7.2%
0.0%
2.9%
0.3%
3.7%
84.4%
23.1%
76.9%
Availability
39.3%
12.4%
32.8%
No Data
0.2%
60.0%
42.6%
57.4%
Skilled: 219 Employees - Occupations in which workers perform jobs that require special manual skill and a thorough and comprehensive knowledge of the processes involved in the work which is acquired through on- the-job training and experience or through apprenticeship or other formal training programs
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
City Utilization
32.0%
16.9%
37.4%
8.7%
0.0%
0.5%
4.6%
63.5%
99.1%
0.9%
Availability
33.6%
7.0%
51.7%
5.8%
No Data
0.2%
66.0%
91.4%
8.6%

24. BACKGROUND
EXHIBIT B: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – CITY OF PASADENA (continued) All individuals employed January 1 – December 31, 2018
Service and Maintenance: 190 Employees - Occupations in which workers perform duties that result in or contribute to the comfort, convenience, hygiene or safety of the general public or which contribute to the upkeep and care of buildings, facilities or grounds of public property
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
City Utilization
8.4%
34.2%
54.2%
1.6%
0.0%
90.0%
97.4%
2.6%
Availability
18.3%
10.0%
66.3%
4.3%
0.1%
No Data
82.0%
60.7%
39.3%

25. BACKGROUND
EXHIBIT C-1: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – ROSE BOWL OPERATING CO. All individuals employed January 1 – December 31, 2018
Officials and Administrators: 3 Employees - Occupations in which employees set broad policies, exercise overall responsibility for execution of those policies, or direct individual departments of the agency’s operations
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
RBOC Utilization
100.0%
0.0%
Availability
57.9%
8.3%
17.4%
13.7%
0.1%
No Data
41.0%
54.9%
45.1%
Professionals: 21 Employees - Occupations that require specialized and theoretical knowledge, which is usually acquired through college training or through work experience and other training that provides comparable knowledge
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
RBOC Utilization
66.7%
9.5%
19.0%
4.8%
0.0%
33.3%
47.6%
52.4%
Availability
56.1%
6.6%
13.6%
21.7%
No Data
0.1%
43.0%
52.2%
47.8%

26. BACKGROUND
EXHIBIT C-1: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – ROSE BOWL OPERATING COMPANY (continued) All individuals employed January 1 – December 31, 2018
Administrative: 5 Employees - Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and/or information and other paperwork required in an office
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
RBOC Utilization
0.0%
40.0%
60.0%
100.0%
Availability
39.3%
12.4%
32.8%
11.8%
No Data
0.2%
42.6%
57.4%
Skilled: 2 Employees - Occupations in which workers perform jobs which require special manual skill and a thorough and comprehensive knowledge of the processes involved in the work which is acquired through on-the-job training and experience, or through apprenticeship or other formal training programs
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
RBOC Utilization
0.0%
50.0%
100.0%
Availability
33.6%
7.0%
51.7%
5.8%
No Data
0.2%
66.0%
91.4%
8.6%

27. BACKGROUND
EXHIBIT C-1: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – ROSE BOWL OPERATING COMPANY (continued) All individuals employed January 1 – December 31, 2018
Service and Maintenance: 6 Employees - Occupations in which workers perform duties that result in or contribute to the comfort, convenience, hygiene or safety of the general public or which contribute to the upkeep and care of buildings, facilities or grounds of public property
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
RBOC Utilization
0.0%
50.0%
100.0%
Availability
18.3%
10.0%
66.3%
4.3%
0.1%
No Data
82.0%
60.7%
39.3%

28. BACKGROUND
EXHIBIT C-2: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – PASADENA CENTER OPERATING COMPANY All individuals employed January 1 – December 31, 2018
Officials and Administrators: 7 Employees Occupations in which employees set broad policies, exercise overall responsibility for execution of those policies, or direct individual departments of the agency’s operations
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
PCOC Utilization
42.9%
0.0%
14.3%
57.1%
28.6%
71.4%
Availability
57.9%
8.3%
17.4%
13.7%
0.1%
No Data
41.0%
54.9%
45.1%
Professionals: 19 Employees Occupations that require specialized and theoretical knowledge, which is usually acquired through college training or through work experience and other training that provides comparable knowledge
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
PCOC Utilization
73.7%
10.5%
5.3%
0.0%
26.3%
31.6%
68.4%
Availability
56.1%
6.6%
13.6%
21.7%
No Data
0.1%
43.0%
52.2%
47.8%

29. BACKGROUND
EXHIBIT C-2: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – PASADENA CENTER OPERATING COMPANY (continued) All individuals employed January 1 – December 31, 2018
Technicians: 19 Employees - Occupations that require a combination of basic scientific or technical knowledge and manual skill, which can be obtained through specialized post-secondary school education or through equivalent on-the-job training
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
PCOC Utilization
73.7%
10.5%
5.3%
0.0%
26.3%
31.6%
68.4%
Availability
42.7%
15.9%
24.7%
15.3%
No Data
57.0%
51.4%
48.6%
Administrative: 13 Employees - Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and/or information and other paperwork required in an office
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
PCOC Utilization
38.5%
7.7%
46.2%
0.0%
61.5%
23.1%
76.9%
Availability
39.3%
12.4%
32.8%
11.8%
No Data
0.2%
60.0%
42.6%
57.4%

30. BACKGROUND
EXHIBIT C-2: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – PASADENA CENTER OPERATING COMPANY (continued) All individuals employed January 1 – December 31, 2018
Skilled: 2 Employees - Occupations in which workers perform jobs which require special manual skill and a thorough and comprehensive knowledge of the processes involved in the work which is acquired through on-the-job training and experience, or through apprenticeship or other formal training programs
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
PCOC Utilization
50.0%
0.0%
100.0%
Availability
33.6%
7.0%
51.7%
5.8%
No Data
0.2%
66.0%
91.4%
8.6%
Service and Maintenance: 104 Employees - Occupations in which workers perform duties that result in or contribute to the comfort, convenience, hygiene or safety of the general public or which contribute to the upkeep and care of buildings, facilities or grounds of public property
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
PCOC Utilization
14.4%
56.7%
7.7%
1.0%
0.0%
4.8%
1.9%
84.6%
54.8%
45.2%
Availability
18.3%
10.0%
66.3%
4.3%
0.1%
No Data
82.0%
60.7%
39.3%

31. BACKGROUND
EXHIBIT C-3: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – PASADENA MEDIA All individuals employed January 1 – December 31, 2018
Officials and Administrators: 4 Employees - Occupations in which employees set broad policies, exercise overall responsibility for execution of those policies, or direct individual departments of the agency’s operations
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
PasMedia Utilization
50.0%
25.0%
0.0%
75.0%
Availability
57.9%
8.3%
17.4%
13.7%
0.1%
No Data
41.0%
54.9%
45.1%
Technicians: 8 Employees Occupations that require a combination of basic scientific or technical knowledge and manual skill, which can be obtained through specialized post-secondary school education or through equivalent on-the-job training
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
PasMedia Utilization
37.5%
50.0%
12.5%
0.0%
62.5%
75.0%
25.0%
Availability
33.6%
7.0%
51.7%
5.8%
No Data
66.0%
91.4%
8.6%

32. BACKGROUND
EXHIBIT C-3: AVAILABILITY vs. UTILIZATION BY EEO4 CATEGORY – PASADENA MEDIA (continued) All individuals employed January 1 – December 31, 2018
Administrative: 1 Employee - Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and/or information and other paperwork required in an office
White
Black
Hispanic
Asian
Native American
Armenian
Two or More Races
Declined to State
Total Minority
Male
Female
PasMedia Utilization
0.0%
100.0%
Availability
39.3%
12.4%
32.8%
11.8%
No Data
0.2%
60.0%
42.6%
57.4%

33. FISCAL IMPACT
There is no fiscal impact to the City as a result of receiving this report 33