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UTILIZATION ANALYSIS NARRATIVE STATEMENT
(Refer to Utilization Analysis Chart)

Introduction/Background:
The Utilization Analysis compares Lane County’s current workforce with the available, qualified labor force residing within the boundaries of Lane County broken down by gender, ethnicity, and the eight EEO-4 job categories. The comparison was made using the standard "80% Rule." This Rule states that if the County’s workforce, when broken down by gender, ethnicity, and job category is within 80%, or more, of the available labor force, then the County is not underutilized for that particular group. Conversely, if the County’s workforce is not within 80% of the available labor force, then it is underutilized for that particular group.

As indicated on the Utilization Analysis Table (previous page), by applying the "80% Rule," the groups currently underutilized by Lane County are those that are shaded. The Utilization Analysis Summary Table on the following page, summarizes Lane County’s utilization of women and minorities across job categories.

Narrative Statement:
In applying the 80% Rule to the analysis of Lane County’s data across gender, ethnicity, and job category, slightly over half of the areas indicate underutilization, to greater or lesser degrees, of the represented groups. Broken down by job category, the most significant areas to be addressed, in order of degree of under-representation, are as follows:

1. Protective Service Officials - Minority men and women are under-represented by a total of 8.4%, and non-minority women by 18.5% as Officials within Protective Services.
2. Officials and Administrators - Minority men and women are under-represented as Officials and Administrators by a total of 8.4%, though it can be noted that with the exception of two, the available workforce in each ethnic group is less than one percent in this job category.
3. Technicians - Minority men are under-represented by a total of 3.4% and some minority women (African American and Hispanic) by .9% as Technicians.
4. Service/Maintenance - All women, minority and non-minority, are under-represented by a total of 2.5% and 19.7%, respectively, in the Service/Maintenance field. The under-representation of women in this field is significant to note.
5. Skilled Craft - All minority men are under-represented by a total of 4.8%, and some minority women (Hispanic and Asian) by a total of .4% in the area of Skilled Crafts.
6. Protective Service Patrol Officers – Some minority men (Hispanic, Asian, and American Indian) are under-represented by a total of 6.2%, and Asian women by .6% in the Patrol Officers category. (This category also includes corrections deputy sheriffs, as well as adult parole/probation officers.)
7. Para-Professional – The figure for non-minority women in this category reflects an under-representation of 24.7%. However, in examining the county workforce, a large percentage of its para-professionals are women. Therefore, this group is not considered under-represented. This difference may in part be due to the fact that only 6% of the County’s workforce are para-professionals. African American women and American Indian men are under-represented in this category by .8% and .1%, respectively.
8. Office/Clerical – Some minority men (African American, Hispanic, and American Indian) are under-represented by a total of .5%, non-minority men by 16.3%, and American Indian women by .4% in the area of Office/Clerical work. The relatively significant under-representation of men may in part be due to the high numbers of women in this field.
9. Professionals – African American and Asian men are under-represented by a total of .7% in the Professionals area, with the larger under-representation that of Asian men.

While the above analysis examines all areas of under-representation regardless of percentage amount, the County exceeds representation of minorities and women in the following areas:

Females:

• African American, Hispanic, and American Indian Professionals (1.5% total);
• African American and Hispanic Office/Clerical employees (1.1% total);
• Asian and American Indian Technicians (.9% total);
• Hispanic Para-Professionals (.2%); and
• Non-minority women Technicians (.4%).

Males:

• African American and Hispanic Para-Professionals (3.7% total);
• African American, Hispanic, Asian, and American Indian Service Maintenance employees (3.4% total);
• American Indian Professionals (.3%); and
• Hispanic Office/Clerical employees (.2%).