Item A - ICMA/PERF Report - Laserfiche WebLink

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However, when seeking to compare the make-up of hires to that of applicants, only FY 04 and FY 05 data were used (FY 03 applicant data were not available). For the past two years, the department has hired Hispanic and female applicants at rates greater than at which they apply. This clearly demonstrates a successful effort to correct the under-representation found to exist for Hispanics and females. American Indian applicants are hired at approximately the same rate as they apply. Asian applicants are hired at approximately 75 percent of the of their application rate. However, none of the nine black applicants and none of the six other or unknown applicants were hired at all. No black applicant has been hired in three years for which any data were provided. Figures were provided by Human Resource Services regarding the various components of the selection process. A review of the data for the most recent selection process demonstrate very little adverse impact. The only components reflecting adverse impact were the multiple choice segment of the written test, the physical agility test, and the interview process. Adverse impact is deemed to exist when any group (race or gender) does not pass at 4/5th or 80 percent of the rate at which the majority group passes. Some degree of adverse impact can be demonstrated against black and female applicants taking the multiple choice test. However, only three black applicants took the test. As such, the group size is so small, no valuable inference can be drawn from the data. It is more interesting that only nine of twenty-four female applicants passed the multiple choice test. Small group size also is an issue in the data relative to Hispanics taking the physical agility test. Two of the six Hispanic applicants taking the test failed. Only five of the nine females who took the same test passed. Four Asian/Pacific Islander applicants competed in the interview process, but only one passed that step. 40