I also have the 2005 EEO-4 reports, I looked at the numbers and they appear similar to the 2009 EEO-4 reports so I didn't bother with working the 2005 report.
When I got home yesterday, I found a message from HR requesting an interview next Wednesday. I did not expect the blog to make my comment an entire thread and undoubtedly the interview was provoked by the blogs publishing my comment.
So If I was to get an interview with the HR director what do y'all think we should discuss besides the EEO-4 numbers, the ramifications and solutions to the disparity.
Here is my wish list to discuss with the director. I am sure many of y'all have your own ideas on the subject. I would like to hear them.
(1) Attention by HR to the employee demographics to balance the current ratio of employee racial demographics to county citizen demographics.
A salary study that would provide incentive for all races to apply for DeKalb government employment.
(2) Employment policy and contracts to be consistent for all employees. No special transportation allowances, contracts, or promotions to political staff.
(3) On-call staff to receive compensation for time and personal vehicles usage when performing on-call tasks.
(4) Rescinding the college requirements for advancement in professional promotions. Currently requirements are listed as a college degree or time and experience. HR enforces the college requirement and ignores the time and experience requirement. I have personally interviewed blithering idiots with college degrees and no knowledge of the job requirements. Chief O'Brien was sidelined for nearly a year when he was desperately needed by DKPD as he completed the college requirements for his position. He had the experience and knowledge to do the job.
(5) Professional job certifications to be allowed instead of college degrees for technical/professional positions. Testing for current employee certification to be paid by the county.
(6) A standing committee to foster better communication between employees and the BOC. The committee should be as a small as possible to develop a consensus. 2-3 employees and 1 or 2 commissioners seem about right. The employees should be selected by a sealed vote by the employees. The Committee would schedule tours and discussions between the CEO, the commissioners, the departments and ALL employees. Ground rules for discussions is that no retaliation against employees is allowed for their thoughts and opinions expressed at the meetings.
DeKalb Officers summit the elimination of paragraph 3 as it relates to DKPD. Detectives are paid overtime for call out and have take home cars. If there is ever a need for a study, it would be a comparison of detectives called out versus not being called out.
Property crime detectives and TAC officers are rarely called out after hours, especially supervisors. Elimination of take home cars for property crimes detectives, TAC and supervisors would save tens of thousands of dollars each year, especially since gas is expected to reach 5 dollars per gallon by Memorial Day.
Also, promotional testing should be investigated. Currently race is priority. For example; If only one person of color takes a promotional test, they can realistically be scored as number one based solely on race without even finishing the test. A person of color only competes against persons of like color.