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Ronald Reagan Presidential Library
Digital Library Collections
This is a PDF of a folder from our textual collections.
Collection: Reagan, Ronald: Gubernatorial Papers,
1966-74: Press Unit
Folder Title: Issue Papers - Employment
Box: P30
To see more digitized collections visit:
https://reaganlibrary.gov/archives/digital-library
To see all Ronald Reagan Presidential Library inventories visit:
https://reaganlibrary.gov/document-collection
Contact a reference archivist at: [email protected]
Citation Guidelines: https://reaganlibrary.gov/citing
National Archives Catalogue: https://catalog.archives.gov/
THE
SEAL CALBORNA CALLFORNIA
Management Bulletin
XXXIII
From the Office of Governor Ronald Reagan
72-7
September 21, 1972
TO: Agency Secretaries, Department
Heads and Other Key Personnel
Last spring the Governor's Cabinet began a review of 4/40
work week scheduling and consideration of the propriety
of state government becoming involved in such scheduling.
A thorough review was made of 4/40 experiments which had
been undertaken in state government. Consideration was
also given to experience in local government and the private
sector. Recognition of the impact of actions by state
government on the private sector was also a factor in the
Cabinet's deliberations.
It was the decision of the Governor, upon recommendation of
the Cabinet, that any major departure from the normal five-
day work week in state service should be authorized only in
situations where a cost benefit to the state can be demon-
strated and no serious inequities or morale problems would
be created. Review and comment by the Governor's repre-
sentative for employer-employee relations will be a pre-
requisite for approval of 4/40 work week schedules which
meet the above criteria. Conflicts between agency
secretaries and the Governor's representative for employer-
employee relations will be resolved at Cabinet.
A department head desiring to initiate 4/40 work week
scheduling in any unit of his department should present
such a proposal to his Agency Secretary for approval. This
proposal should include justification that such scheduling
would meet the criteria established by Cabinet, including an
evaluation of benefit to the state, analysis of the impact on
the interaction with other units and departments (including
both work flow and employee morale), effect upon the morale
and working conditions of the employees concerned, and impact
on service to the public.
Edwin Meese III III
Edwin Meese III
Executive Assistant
to the Governor
CALIFORNIA IVE
Management Bulletin
XXXIII
From the Office of Governor Ronald Reagan
September 21, 1972
.NOVEMBER BALLOT PROPOSITIONS
A number of propositions will be
considered by the citizens of
California on the November ballot.
I would like to let you know my
position on those we have had time
to analyze.
Ronald RONALD Reagan REAGAN
Governor
STATEWIDE BALLOT PROPOSITIONS
PROPOSITION 1:
SUPPORT
This proposition authorizes a $160 million bond issue for
community college construction. Funds from the 1968 bond
issue have been exhausted at a time when community college
enrollment is the fastest growing segment of higher education.
Community colleges serve an important function by providing
the first two academic years of college, at a much lower per
capita cost than the university or state colleges. The
community college also is increasingly important because of
the technical and occupational training these institutions
offer.
PROPOSITION 2 :
SUPPORT
Authorizes $155.9 million bond issue to finance health sciences
facilities, equipment, and site acquisition at the University
of California. The bond issue will assure the training of more
physicians, dentists and other skilled professionals needed to
provide better health care for the people of California.
PROPOSITION 5:
SUPPORT
Existing provisions of the Constitution require statutory
authority for school boards to initiate and carry out programs.
This initiative would provide greater flexibility for school
districts to make decisions at the local level, without specific
statutory authority, so long as they do not conflict with the
basic purposes of the laws governing school districts. It would
allow local districts to tailor their operations to meet their
district's particular needs.
PROPOSITION 10:
SUPPORT
SCA 23, Bradley. Increases from $5,000 to $10,000 the property
tax exemption granted to veterans who were blinded while in the
service; conforms blind veterans' exemption to that granted
paraplegic veterans.
PROPOSITION 11:
OPPOSE
This initiative would amend the Constitution to include the
"right of privacy" as among the inalienable rights guaranteed to
all citizens. Although it purports to protect the right of
privacy (something everyone supports), it is unnecessary,
vaguely worded and potentially destructive. Current law sets
forth specific statutory protections of the right of privacy,
continued
-1-
to cover specific situations. Adding this vague section to the
Constitution would leave it to individual judges to interpret
what does or does not constitute a "right of privacy." This in
turn could prevent the cross-checking of income tax records to
determine whether applicants for welfare actually need assistance.
Protecting a citizen's privacy is a desirable goal. But it
requires specific legislation. The state already has many such
laws. This initiative would not add anything to those legal
safeguards. But it could cost taxpayers millions of dollars in
wasted funds by hindering effective welfare fraud controls.
PROPOSITION 12:
SUPPORT
SCA 59, Holmdahl. Under current law, veterans who lost the use
of both legs because of a service-connected disability and who
receive assistance from the Federal government for the purchase
of a home are allowed a $10,000 exemption on property taxes.
This amendment would extend the $10,000 exemption to:
Veterans who are blind and have lost one leg, or one or
both arms, or the use of either;
Veterans who have lost both an arm or a leg or the
use of both;
Veterans who have lost both arms.
PROPOSITION 14:
OPPOSE
Watson Tax Amendment. Homeowner tax relief is urgently needed
in California, but this amendment is not the way to get it.
Although it is ostensibly aimed at reducing property taxes,
some of the lower taxes wouldn't become effective until 1977.
But the Proposition would raise sales taxes 40% immediately.
Even after this is done, there still could be an unfunded
revenue gap of more than $1.1 billion. Making up a deficit of
this magnitude, could require major increases in personal income
taxes, additional consumer taxes. Proposition 14 offers no
relief for renters, although renters would pay $371 million in
higher taxes. The homeowner tax relief also would be an
illusory benefit because the intent of the rate limitations
imposed by Proposition 14 could be circumvented through higher
tax assessments. The amendment is opposed by a broadbased,
bi-partisan coalition because it could create financial havoc
for local government, reduced support for schools and still not
achieve the legitimate goal of homeowner tax relief. A partial
list of organizations opposing Proposition 14 is attached.
PROPOSITION 17:
SUPPORT
Dealth Penalty. This initiative reinstates all California
laws relating to capital punishment and restores the laws that
were on the books before the State Supreme Court ruled the
death penalty unconstitutional. It also authorizes the
Legislature to revise capital punishment statutes, if necessary
to bring them into conformity with the U.S. Supreme Court
ruling which declared that capital punishment has been uncon-
stitutional as applied in most states. That ruling by the
U.S. Supreme Court specifically left the door open for states
to restore capital punishment.
Much of the argument against the dealth penalty is based on
false allegations. Despite words to the contrary, 81% of those
convicted and sentenced to death between 1930 and 1970 in
California were caucasians. The death penalty is a necessary
deterrent to crime. As one condemned convict put it, the court
ruling outlawing capital punishment is an "invitation to kill"
for prisoners already serving life sentences.
Even countries which have limited the dealth penalty, have
reserved it for specific crimes (i.e., killing a correctional
officer, a policeman, etc.).
The increase of violent crime during the years where there has
been a court ordered "moritorium" on the dealth penalty destroys
the argument that capital punishment is not a deterrent. In
any case, this is a decision that should be made by the people
or by their representatives in the Legislature, not by the
courts.
PROPOSITION 19:
OPPOSE
Marijuana Initiative. This proposition removes penalties for
persons 18 years or older for planting, cultivating, harvesting,
drying, processing, and otherwise preparing, transporting, or
possessing marijuana for personal use.
At a time when California is struggling to curb drug abuse, the
single greatest social problem of our times, it is absurd to
legalize marijuana. Furthermore, even if this proposition is
enacted, Federal law still prohibits the possession of marijuana
and violators would be prosecuted.
If passed, this proposition would create massive problems for
law enforcement. Marijuana has been the avenue by which
thousands of young Californians have been introduced to hard
drugs and a life of addiction which in turn spawns violent
crime and often leads to an agonizing death.
PROPOSITION 20:
OPPOSE
Coastline Initiative. Realistic and effective legislation to
preserve our coast is needed in California. This proposition
is not realistic and could cause considerable harm to California's
economy by imposing rigid restrictions on development, limiting
the powers of local government and creating a cumbersome bureau-
cracy. More than 412 miles of California's 1,072 mile long
continued
--4-
coastline already is a public ownership. The state is drafting
guidelines and effective proposals to protect the scenic beauty
of the entire coast.
PROPOSITION 21:
SUPPORT
This proposition adds a section to the State Education Code
which states that "no public school student shall, because of
his race, creed, or color, be assigned to or be required to
attend a particular school".
PROPOSITION 22:
SUPPORT
This proposition provides for farm workers to choose, by secret
ballot, the union they wish to represent them or whether they
wish to belong to a union at all. It also prohibits secondary
boycotts (which hurt consumers and the entire state economy);
creates an Agricultural Labor Relations Board to protect the
rights of farmers and farm workers and establishes procedures
for redress of grievances in the courts.
-5- -
OTHER PROPOSITIONS:
In all, there are 22 propositions on the November ballot. The
propositions not included in the above summary came down with
hundreds of other bills in the final weeks of the legislative
session. These additional propositions are under study.
ORGANIZATIONS OPPOSED TO THE WATSON TAX AMENDMENT
League of Women Voters
Statewide Homeowners Assoc.
League of California Cities
California State Firemen's
Assoc.
California Property Taxpayers
Association of California
and Renters Association
School Administrators
San Gabriel Valley Taxpayers Assn.
Educational Congress of Calif.
Calif. Parent-Teacher Association
California Teachers Assoc.
Los Angeles Area Chamber of Commerce
Los Angeles Board of Education
So. Calif. Rapid Transit District
Calif. School Boards Assoc.
Bay Area Rapid Transit District
Calif. Teachers Association
California Junior College Assn.
Irrigation Dists. Assn. of
California
State Board of Education
Calif. Assn. of Life Under-
writers
Calif. Water Resources Assn.
Federated Fire Fighters of
California
Calif. Federation of Teachers,
Los Angeles Community
AFL-CIO
College District
Oakland-Alameda County Chamber
Calif. School Employees
of Commerce
Association
Newhall-Saugus-Valencia Chamber
California State Peace
of Commerce
Officers Association
Sacramento County Chamber of
California Community
Commerce
Colleges
Association of California Life
Insurance Companies
-6-
NOVEMBER BALLOT PROPOSITIONS
Proposition number
Proposition
1
Community College Bonds
2
Health Science Bonds
3
Bonded Industrial Loans for
Pollution Control
4
Legislative Reorganization
5
Power to Local School Districts
6
Constitutional Revision
7
Voting Requirements Revision
8
Anti-Pollution Tax Exemption
9
Safe-School Bonds
10
Blind Veterans' Property Tax
Exemption
11
Right of Privacy
12
Disabled Veterans' Exemption
13
Workmen's Compensation Death
Benefits
14
Watson Tax Initiative
15
C.S.E.A. Initiative
16
California Highway Patrol
Initiative
17
Death Penalty Initiative
18
Anti-Obscenity Initiative
19
Marijuana Initiative
20
Coastline Initiative
21
Busing Initiative
22
Agricultural Labor Relations
Initiative
(child Labor
Laws)
State of California
Human Relations Agency
Memorandum
To
:
Earl Coke, Secretary
Date : August 18, 1972
Agriculture and Services Agency
Subject : Division of Labor
Law Enforcement's
Report on Child
Labor Statistics,
Lettuce Industry
From : Department of Industrial Relations
Attached is a copy of a report prepared by our Salinas
office about child labor violations in the lettuce industry.
It is our understanding that this information was requested
by Mrs. Winslow for use at the Republican Convention in Miami.
I think you will find it interesting.
George Menige W. Smith Smith
Acting Director
GWS : 11
Enc.
State of California
Human Relations Agency
Memorandum
To
: A. J. Reyff, Labor Commissioner
Date August 16, 1972
Headquarters Office
DLLE - San Francisco
Subject Salinas District Office -
Child Labor Statistics,
Lettuce Industry
From : Department of Industrial Relations
E. A. James, Deputy in Charge
DLLE - Salinas
Pursuant to your telephone request of August 15, 1972, I have prepared a statis-
tical report for Mrs. Winslow of the Western Iceberg Lettuce Association concerning
child labor activity in the lettuce industry.
A review of inspection reports for the period from January 1, 1972, through August
16, 1972, indicates we made 353 field inspections in this industry; 67 inspections
revealed one or more minors employed; 18 inspections reveal a violation of child
labor law. From the record, it appears the 18 inspections with violations concern
failure to have work permits.
I called Mrs. Winslow in Livermore and gave her this information. Mrs. Winslow
then asked if I would call Tom Merrill, Merrill Farms in Salinas, and give him
the information as he was also preparing some kind of report.
I called Mr. Merrill and gave him the same statistical information. He indicated
that his report was to be used at or during the Republican National Convention
to debunk UFWOC's claim of child labor abuse in the lettuce industry. Mr. Merrill
asked if it were possible for me to make some statement or appraisal of this statis-
tical information that he might use and quote, as his source of information, the
Department, Division and Salinas District Office. I advised Mr. Merrill at this
time I could only provide statistical information which is a matter of public
record and thatany policy or position statement would have to be prepared or
authorized by the Administrative Office.,
Mr. Merrill asked if he could contact me tomorrow for further discussion on the
matter and I told him I would be available. In the interest of time, I am enclosing
our work sheets. You will note that I have added Farm Labor Contractor inspections
to Grower inspections to arrive at the figures mentioned above.
Jame E. A. James
EAJ:md
Encls.
Lettuce
1-1-72 to 8-16-7
(CONTRACTORS)
Farm Labor - humber of Inspection
87-
\
TH HH THE TH THE THE THI THI HH HH HH THI HII TH IHI
ITH 11
87
19'
ho. of Inspections Invol. Child Labor
THE THE HII 1111
19
hs. of Inspections Invol child Lobor Viol
4- 4 -
11/1
4
87 + 2 6 6 = 353
100%
19 + 48 = 67
19%
4+ 14 = 18
5%
5%
Menil
Lettuce
Growers -
THI
number of Inspection
266
HH IH TH THE HH HH HH THE H THE HH HH HH titl HH HH IH ## till HH IIII TH HH HH IHI /
THE THE THE ## TH IIII Hth HH THH HH TH THE itH THE 1111 IHI HH THE THI HH HH HH HII THE HH
Lumber of Inspections Involving child Lada
48
THE TH THE THE THE THE ITH HH THE 111
Zo. of Inspect involve child Labor Viol
14
THE THE
Memorandum
EMPLOY
To
:
Date :
Subject:
Policy regarding the
4-day work week
From :
Jerry Martin
When you have a firmly established public image as a conservative
champion of lower taxes, economy in government and the interests of
the taxpayer as a top priority, there is always room for a step in
the other direction. In fact, to survive politically, it is
essential to take steps to make sure that no one forces you into a
"reactionary" classification.
There is an opportunity for you to be up front as a progressive leader
on employment by advocating a study for a 36-hour, 4-day work week
for state employees and those in the private sector. Or even 40 hours,
divided into four 10-hour days.
I think you should take this opportunity to firm up your image as
a progressive modern leader, concerned with employee morale and
general prosperity in the employment market.
The 4-day work week is an idea whose time is here. The facts are
that already millions of workers are covered by union contracts
requiring 35, 36 and 37 2 hour work weeks divided into 5 days.
Admittedly, there are a number of ramifications which should be
carefully considered before adoption of a 4-day work week; however,
many people believe it will greatly stimulate the economy,
particularly the leisure industries which are so important in
California and could enhance employment opportunities. By fixing
the suggestion for a 30 hours of work in a 4-day week employers
would be getting almost the same amount of hours in 4 days as they
do now in 5. Further, there are various pilot experiments with the
4-day week which suggest it could improve productivity, lower absenteeism
and in general greatly improve morale. Whether it would result
in additional employment opportunities for the unemployed remains to
be seen. But certainly, people believe this to be true. And that is
important in a time of paradoxical prosperity (i.e. a higher than
acceptable jobless rate at a time of record prosperity).
You could accomplish the objective of getting your name and
administration associated with these dramatic forward steps:
1. Assigning to a Task Force the job of studying what benefits the
adoption of a 4-day work week (36 hours) could do for the economy
of California, to stimulate employment opportunities for the
jobless, and improve morale, lower absenteeism, and enhance
productivity.
2. By spelling all this out in a charge to the Task Force, you
would be in the forefront of an issue which is progressive and
which would give a balance to your already established conservative
image.
CC: Ed Meese
Jim Jenkins
State of California
EMPLOY
Memorandum
To
:
Date :
Subject: Employment Reform
From :
JERRY MARTIN
Here is a proposal to enlist the private sector in helping solve
a social problem and at the same time do something for thousands and
thousands of citizens who rarely receive any direct service from
government. For a variety of reasons the state employment service
simply does not generate a lot of enthusiasm among those who have to
rely upon its services in finding a job. This is not meant as a
criticism; simply to cite a fact. Unfortunately many employers choose
not to list their best job opportunities with the state. This is
particularly true in the case of clerical workers; young Homen who for
various reasons find themselves frequently changing Jobs. Thousands
of young women in California are in this category (along with others)
and for them, the fee charged by private employment agency (usually
one-half of a month's pay or so) is a major barrier against.seeking
the services of a private agency. The state could help meet this need.
Last year a step was taken in this direction. The Legislature
passed and you signed a bill authorizing county welfare departments to
contract with private employment agencies to find jobs for welfare
recipients. The agency is paid only when they succeed in placing a
recipient. The background for this law is interesting. It was
sponsored by Assemblyman Briggs, who in turn received a suggestion from
a gentleman in his district, who was inspired by your frequent calls
to involve the private sector in solving social problems.
Why not extend this same service to non-welfare job seekers--the
kind of people who rarely, if ever, get anything from government but a
tax bill? This would be accomplished by simply seeking a law that would:
1. Permit the department of employment to pay the fee to private employ-
ment agencies for placing job seekers.
2. The fee itself would be deducted from the employment fund which otherwis
would be paying benefits to the unemployed worker.
Example: An office worker placed in a $400 a month job would draw $40
to $50 a week unemployment benefits if eligible. If a private agency
quickly finds a job for such a worker, why not simply earmark two three
or four weeks benefits to pay the fee?
The details, of course, with safeguards and limitations, could be
worked out.
AB-2544
AB 452-
Not suppicient research yet
vet
on
Write deaft
Merely changes sondifications
which have no legal effect.
Una
If at lnd of research
vets
projects shows need for
change es then
will to meet this - Not just
change some depintment
Rodda Why should regulating state be in
Versions of part
secondary schools
Kenttall Veto
However, this type of program would greatly improve the job
finding services available to the non-welfare job-seeker. A half-
month's pay may not seem like a great economic barrier to those
who are used to stable employment. But it is a very real barrier
to wives of students and thousands of other citizens in lower paid
entry level jobs, why shouldn't this fee be paid out of the employment
fund in order to put the job-seeker back at work that much quicker?
The alternative would be to simply pay unemployment benefits or
welfare. Many job-seekers feel, with some justification, that 1t is
non-productive to list their names with the state employment service.
They feel: (a) that employers often do not list their best jobs and
(b) many unemployed workers have the impression that the state
employment service bureaucrats do not have a great personal interest
in finding them jobs.
One of the most devastating proofs of the Employment Service's
inadequacy is the fact that some state agencies utilize private agency
services in recruiting qualified job applicants. Private agencies
are motivated to quickly find work for job seekers because they don't
get paid for failure. This profit incentive also 18 a great factor
in the employment counselor's attitude. Courtesy and consideration
are essential when your commission depends upon successful placement.
JM:1n
1303-McCarthy- 1303 -
veto - See Evans
Importions on local
gout. Mandates, etc.
1443- Briggs - price for buttermalk
Mincrease Prices
Decrease price for other dairy products
Steffer
For goat at any level to madate a
pince wreas, their met he a
very unnoval, overinding reason.
Howds do your price /
Price present any proveng fistification
for raising the price.
ofa
for increasing price to consumer.
Industry. besn't justified reason
totum uym uy
Neto hill + ask Dept to come up
veto
with means for goit to get out
of the mulk ansiners.
Can't see way to capront an time increase
in pace of littermekat fairs
FOR IMMEDIATE RELEASE
March 23, 1972
For Information Contact:
Richard L. Camilli
State Personnel Board
801 Capitol Mall
Phone: 445-5291
Results of the state's fifth ethnic census show the number of
minority employees increased by almost 1,900 during the past two years.
The progress toward a racially balanced workforce was made despite
an overall decline of 2,100 in total state employment.
From September, 1969, to November 1971, the number of black employees
increased by 566, Mexican-Americans by 926, Oriental by 214, and other
non-white by 185.
During the same period, total employment dropped from 117,741 to
115,645, including full time, part time, seasonal and temporary
employees. The number of minority state employees increased from
16,459 to 18,350 in the same period.
"Considering the generally depressed labor market and the reduction
in the state workforce, we feel we are making progress toward providing
employment and public service career opportunities for minorities," said
Richard L. Camilli, executive officer of the State Personnel Board.
Camilli said the increase in minority employment was due to a
considerable extent to the state's affirmative action efforts,
particularly through the Career Opportunities Development Program.
The census also shows a continuation of the trend, noted in the
1969 survey, of minority state employees moving into supervisory level
and professional occupations.
Although minority employment increased, minority median salaries
were still below the median for Caucasians.
Camilli said this lower median is at least partially due to affirma-
tive efforts which resulted in the hiring of significant numbers of
minority workers into entry level positions. This situation should
change as they move up the ladder into higher paying jobs, Camilli
predicted.
Camilli said he could not provide more specific details on salaries
since the present reporting system provides only general information.
He said the board is completing a more sophisticated automated census
system, which will provide more definitive information.
"We do know," he said, "that a number of departments will be asked
to make a greater effort to hire members of the various minorities."
"The governor, the legislature, and the personnel board are committed
to a strong affirmative action program. We will continue to make every
effort to carry it out," Camilli said.
######
FOR IMMEDIATE RELEASE
March 24, 1972
For Information Contact:
Richard L. Camilli
State Personnel Board
801 Capitol Mall
Phone: 445-5291
Here is some additional information which should be helpful to you in
the stories you write regarding the state's fifth ethnic census. This
adds to yesterday's State Personnel Board release on this matter.
From September 1969 to November 1971, the period of the census when the
state's total employee work force was declining by 1.8%, the number of
minority employees in state service was increasing 11.4%.
During this same two-year period, black employment was going up 8.2%,
the number of Mexican-Americans in state service increased by 21.6%,
Oriental was up 5.16% and other non-white employment with the state
was going up 16.6%.
While the number of minority state employees was increasing significantly,
the state's Caucasian work force was declining by 4%.
In the census period, the number of Black, Mexican-American and
Caucasian personnel in supervisory, professional, and administrative
positions was increasing or decreasing as follows:
Change in Number (by Ethnic Groups) in Supervisory,
Professional and Administrative Classes
Mexican-
Occupational Area
Black
American
Caucasian
Supervisory,
Clerical
+
2.1%
+
10.2%
-
1.2%
Supervisory,
Crafts and Trades
+ 36.8%
+ 29.1%
+
2.5%
Professional
+
2.2%
+ 16.8%
I
4.0%
Supervisory,
Professional
+
7.9%
+
22.2%
+
.1%
Supervisory,
Sub-Professional/Technical
+
2.9%
0.0%
-
10.5%
Supervisory,
Law Enforcement
+ 150.0%
+ 70.0%
+
10.9%
Supervisory,
Field Representative
+ 24.0%
+ 31.3%
+
7.9%
Administrative Staff
+ 375.0%
+ 271.4%
+
5.2%
Administrative Line
+ 176.9%
+ 63.6%
+ 21.8%
(Percentages show change from number in each group in 1969.)
#####
NEWS from FEPC
fair Employment Practice Commission
State of California
DEPARTMENT OF INDUSTRIAL RELATIONS
DIVISION OF FAIR EMPLOYMENT PRACTICES
numan Relations Agency
State and Northern California Office: 455 Golden Gate Avenue, San Francisco 557-2000
Southern California Office: 322 West First Street, Los Angeles 620-2610
342
IR-
FOR RELEASE:
upon receipt
JOB BIAS COMPLAINTS BY MEXICAN AMERICANS SET
FOR HEARING IN LOS ANGELES MARCH 29-30 AND APRIL 4
Evidence in two complaints of employment discrimination filed by men of
Mexican American ancestry against Los Angeles firms are scheduled to be heard before
the State Fair Employment Practice Commission. The first, set for Wednesday and
Thursday, March 29-30, concerns the complaint of Ernest Cortes against Lockheed
Electronics Co., Inc., that he was terminated from employment as an engineer because
of his Mexican ancestry.
The second hearing, to be held Tuesday, April 4, involves the allegation of
Sam Felix that the reason for his discharge from the Builders Brass Works Corp. was
that he had filed a previous complaint with FEPC. Both hearings will start at 9:30 a.m.
at 314 West First Street in Los Angeles.
According to the accusation filed by Commissioner Stella C. Sandoval in the
Cortes case, he was the only Mexican American engineer in his department at the time
of his June 1970 layoff, although the Lockheed facility is located in East Los Angeles,
the largest settlement of Mexican people in the world outside of Mexico proper. It
further alleges he was denied promotions he applied for, although personnel less
qualified than he were promoted over him, and that while the reason given for his
termination was "lack of work", at the time of his layoff he was involved in projects
scheduled to take at least a year to complete.
Mr. Felix, a production worker for Builders Brass Works was terminated May 17,
1971, while he was on a medical leave of absence. In April he had filed with FEPC a
complaint of discrimination because he believed his demotion from the job of foreman
was due to his ancestry. He alleges his subsequent discharge was a retaliatory
action by the respondent.
The public hearings result from accusations filed by an FEP commissioner after
attempts to conciliate the matters privately were unsuccessful. Neither Jacob R.
Stuchen, commissioner in the Felix complaint, nor Mrs. Sandoval will participate in
the hearings on their cases.
BROADWAY DEPARTMENT STORES DECISION ANNOUNCED
Results of another hearing on an employment discrimination case held in Los
Angeles February 11 have been announced by the panel of three commissioners that heard
the evidence. The hearing involved the complaint of Ron Martin, a Negro, that he was
discharged as a credit analyst for Broadway Department Stores for unjust cause and
because of his race. The hearing panel found that the evidence did not support the
allegations and dismissed the accusation.
The Fair Employment Practice Act, which FEPC is charged with administering,
provides that when conciliation endeavors fail, a panel of commissioners or a hearing
officer will hear the evidence, decide whether an act of discrimination occurred and,
if so, issue orders for a remedy.
3/24/72
EMPLOGMENT MINORITY
STATE OF CALIFORNIA
RONALD REAGAN, Governor
CALIFORNIA STATE PERSONNEL BOARD
801 CAPITOL MALL
SACRAMENTO 95814
Board Members
NITA ASHCRAFT
MAY LAYNE DAVIS
SAMUEL J. LEASK
ROBERT M. WALD
FRANK M. WOODS
RICHARD L. CAMILLI
Executive Officer
REPORT TO THE GOVERNOR AND THE LEGISLATURE
ON THE
1971 ETHNIC CENSUS OF STATE EMPLOYEES
March 24, 1972
1971 ETHNIC CENSUS OF STATE EMPLOYEES
This is the report for the fifth ethnic census of all State service
employees, and is based on the November 1, 1971 payroll. The last ethnic
census was taken in 1969, based on the September, 1969 payroll, and is used
for comparison in this report. Ethnic data for each of these surveys were
collected by supervisory personnel who observed their employees and designated
each employee's ethnic origin.
The employment figures contained in this report include full-time, part-time,
seasonal, and temporary employees. Total State employment decreased from
117,741 in 1969, to 115,645 in 1971: a net decrease of 2,096. However, during
this same period the number of minority employees increased from 16,459 in 1969
to 18,350 in 1971: a net increase of 1,891.
The statistical data are arranged in the following eight tables to present a
more vivid illustration of the census:
-1-
3/24/72
Table I shows the numerical and percentage changes in the ethnic composition of the State employee work force since the 1969 census. The data indicate
increases in the number of minority group employees: 566 Black
8
19%
increase
926 Mexican-American
21.59% increase
214 Oriental (5.16% increase),
and 185 Other Non-White (16.58% increase).
TABLE I - STATEWIDE WORKFORCE
Mexican-
Other
Black
American
Oriental
Non-White
Caucasian
Total
1971
7,476 (6.47%)
5,215 (4.50%)
4,358 (3.77%)
1,301 (1.13%)
97,295 (84.13%)
115,645 (100%)
1969
6,910 (5.87%)
4,289 (3.64%)
4,144 (3.52%)
1,116 (0.95%)
101,282 (86.02%)
117,741 (100%)
Gross Change
566
926
214
185
-3,987
-2,096
Percent
Change
8.19%
21.59%
5.16%
16.58%
-3.94%
-1.78%
Table II compares the median salaries for each ethnic group. These data are influenced by the State Personnel Board's Career Opportunity Development
Program which has enabled significant numbers of minorities to enter the system at entry level positions and upgrade their skills on the job. Also
influencing the data is the declining number of employees, specifically the significant decrease of Caucasian employees as indicated by Table I.
Additionally, the base from which these data are developed is not uniform because it includes full time, part time, and seasonal employees. Future
reports produced by the new permanent ethnic data reporting system which is currently being developed, will distinguish these different types of
employment and provide more comprehensive salary comparisons.
TABLE II - SALARY COMPARISONS (Median)
at,
Mexican-
Other
came
Black
American
Oriental
Non-White
Caucasian
level
1971
$7,572
$7,728
$8,604
$8,112
$9,396
1969
7,008
7,428
8,112
7,812
8,604
Dollar
Change
564
300
492
300
792
lowest salary level
Percent
Change
8.05%
4.04%
5.72%
3.70%
8.45%
3/24/72
-2-
TABLE III INDICATES THE NUMERICAL AND PERCENTAGE CHANGES IN THE ETHNIC COMPOSITION OF THE VARIOUS OCCUPATIONS AND JOB LEVELS. MINORITIES MOVED INTO THE
PROFESSIONAL AND ADMINISTRATIVE OCCUPATIONS WHICH HAVE TRADITIONALLY HAD A HIGH CONCENTRATION OF CAUCASIAN EMPLOYEES. THE PERCENTAGE OF CAUCASIAN EMPLOYEES
IN THE PROFESSIONAL CLASSES DROPPED 4.01% WHILE EACH MINORITY GROUP EXPERIENCED AN INCREASE.
THE DATA ALSO INDICATE THE UPGRADING OF MINORITY EMPLOYEES WITHIN SEVERAL CAREER LADDERS. THE MINORITY RATE OF INCREASE IN THE SUPERVISORY PROFESSIONAL
CLASSES WAS AS HIGH AS (42 MEX ICAN-AMERICANS) WHERE THE CAUCASIAN RATE OF INCREASE WAS ONLY 0.12% (13 POSITIONS). SIMILARLY IN THE SUPERVISORY
JANITOR AND CUSTODIAL CLASSES, THE PERCENTAGE OF MINORITIES INCREASED FROM 80.99% (295 BLACKS) TO 225.00% (130 MEXICAN-AMERICANS). PARTICULARLY SIGNIFICANT
AND INDICATIVE OF THE IMPACT OF THE STATE PERSONNEL BOARD'S CAREER OPPORTUNITIES DEVELOPMENT PROGRAM is THE SUBPROFESSIONAL OCCUPATIONAL GROUP. FROM 1966
TO 1969 THE PERCENTAGE OF BLACKS WITHIN THIS GROUP DROPPED 11.11%, YET FROM 1969 TO 1971 THE TREND WAS REVERSED TO PRODUCE SIGNIFICANT INCREASES OF MINORITY
PERSONNEL ( (BLACK, 16.04%; MEXICAN-AMERICAN, 37.46%; AND OTHER NON-WHITE, 22.82%) DESPITE AN OVERALL REDUCTION (7.80%) IN THE NUMBER OF THESE JOBS.
TABLE III ETHNIC COMPOSITION OF EMPLOYMENT OCCUPATIONAL GROUPS
NET INCREASE AND DECREASE FROM
PERCENT NET INCREASE AND DECREASE FROM
1971
1969
1969
MEX-
ORTEN-
OTHER NON
CAUCA-
TOTAL
MEX-
ORTEN-
OTHER NON
CAUCA-
TOTAL
MEX-
ORTEN-
OTHER NON
CAUCA-
TOTAL
OCCUPATIONAL GROUP
BLACK
AMER.
TAL
-WHITE
SIAN
EMPLOYEES
BLACK
AMER.
TAL
-WHITE
SIAN
EMPLOYEES
BLACK
AMER.
TAL
-WHITE
SIAN
EMPLOYEES
1. CLERICAL
1,654
1,046
1,403
373
17,332
21,808
31
58
38
102
(-682)
(-453)
1.91%
5.87%
2.78%
37.63%
(-3.79%)
(-2.03%)
2. SUPV. CLERICAL
298
216
477
58
5,708
6,757
6
20
23
0
(-69)
(-20)
2.05%
10.20%
5.07%
0%
(-1.19%)
(-.30%)
3. LABORER
386
350
62
66
3,892
4,756
(-22)
22
7
(-5)
(-819)
(-817)
(-5.39%
6.71%
12.73%
(-7.04%)
(-17.38%)
(-14.66%)
4. CRAFTS AND TRADES
145
223
34
47
4,290
4,739
16
41
12
4
320
393
12.4%
22.53%
54.55%
9.30%
8.06%
9.04%
5. SUPV. CRAFTS & TRADES
93
102
15
34
3,170
3,414
25
23
2
7
77
134
36.76%
29.11%
15.38%
25.93%
2.49%
4.09%
6. PROFESSIONAL
1,026
683
1,026
257
15,589
18,581
22
98
54
7
(-652)
(-471)
2.19%
16.75%
5.56%
2.80%
(-4.01%)
(-2.47%)
7. SUPV. PROFESSIONAL
273
231
496
72
10,764
11,836
20
42
31
17
13
123
7.91%
22.22%
6.67%
30.91%
.12%
1.05%
8. SUB-PROF./TECHNICAL
1,541
1,409
449
183
15,530
19,112
213
384
(-29)
34
(-2,221
(-1,619)
16.04%
37.46%
(-6.07%)
22.82%
(-12.51%)
(-7.80%)
9. SUPV. SUB-PROF./TECH.
143
114
144
25
4,203
4,629
4
0
(-2)
(-8)
(-491)
(-497)
2.88%
0%
(-1.37%
(-24.24%)
(-10.46%)
(-9.70%)
10. LAW ENFORCEMENT
95
138
3
33
4,820
5,089
2
12
0
(-4)
61
71
2.15%
9.52%
0%
(-10.81%)
1.28%
1.41%
Super
11. SUPV. LAW ENFORCEMENT
5
17
O
4
867
893
3
7
O
0
85
95
150.00%
70.00%
0%
0%
10.86%
11.90%
12. FIELD REPRESENTATIVE
197
154
100
31
2,992
3,474
95
43
30
(-2)
328
494
93.14%
38.74%
42.86%
(-6.06%)
12.31%
16.58%
13. SUPV. FIELD REP.
31
42
34
6
1,714
1,827
6
10
12
2
125
155
24.00%
31.25%
54.55%
50.00%
7.87%
9.27%
14.
ADMINISTRATIVE STAFF
57
26
58
7
1,232
1,380
45
19
22
4
61
151
375.00%
271.43%
61.11%
133.33%
5.21%
12.29%
15.
ADMINISTRATIVE LINE
36
18
6
3
905
968
23
7
2
1
162
195
176.92%
63.64%
50.00%
50.00%
21.80%
25.22%
16. JANITOR, CUSTODIAN
1,187
303
35
81
2,685
4,291
(-52)
48
10
17
(-378)
(-355)
-4.20%
18.82%
40.00%
26.56%
(-12.34%)
(-7.64%)
17. SUPV. JANITOR, CUSTODIAN
295
130
7
20
1,112
1,564
132
90
4
10
133
369
80.99%
225.00%
133.33%
100.00%
13.58%
30.88%
18. BOARD AND COM MEMBERS
14
13
9
1
490
527
(-3)
2
(-2)
(-1)
(-40)
(-44)
(-17.65%)
18.18%
(-18.18%)
(-50.00%)
(-7.55%)
(-7.71%)
GRAND TOTALS
7,476
5,215
4,358
1,301
97,295
115,645
566
926
214
185
(-3,987)
(-2,096)
8.19%
21.59%
5.16%
16.58%
(-3.94%)
(-1.78%)
-3-
3/24/72
Table IV illustrates the relative percentage each ethnic group comprises of the
various occupational groups. The data indicate movement toward a more racially
balanced work force among the occupational groups. The group concentration of
Caucasian employees was diminished in 14 of the 18 groups. Substantial increases
in the proportion of minority personnel occurred in the subprofessional (14% to
19%), field representative (10% to 14%), administrative staff (5% to 10%),
administrative line (4% to 7%), and supervisory janitorial (18% to 29%) occupational
groups.
TABLE IV - ETHNIC COMPOSITION PERCENTAGES OF EACH
OCCUPATIONAL AREA
Mexican-
Other
Combined
Black
American
Oriental
Non-White
Minority
Caucasian
Occupational Area
1971 1969
1971 1969
1971 1969
1971
1969
1971 1969
1971 1969
1. Clerical
8%
7%
5%
5%
6%
6%
2%
1%
21%
19%
79%
81%
2. Supervising Clerical
4
4
3
3
7
7
1
1
15
15
85
85
3. Laborer
8
7
7
6
1
1
2
1
18
15
82
85
4. Crafts and Trades
3
3
5
4
1
*
1
1
10
8
90
92
5. Supervisor Crafts and
Trades
3
2
3
3
*
*
1
1
7
6
93
94
6. Professional
5
5
4
3
6
5
1
1
16
14
84
86
7. Supervising Professional
2
2
2
2
4
4
1
*
9
8
91
92
8. Sub-Professional/
Technical
8
6
8
5
2
2
1
1
19
14
81
86
9. Supervising Sub-
Professional/
Technical
3
3
2
2
3
3
1
1
9
9
91
91
10. Law Enforcement
2
2
3
2
*
*
*
1
5
5
95
95
11. Supervising Law
Enforcement
1
*
2
1
*
*
*
1
3
2
97
98
12. Field Representative
6
3
4
4
3
2
1
1
14
10
86
90
13. Supervising Field
Representative
2
2
2
2
2
1
*
*
6
5
94
95
14. Administrative Staff
4
1
2
1
4
3
*
*
90
10
5
95
15. Administrative Line
4
2
2
1
1
1
*
*
7
4
93
96
16. Janitor, Custodian
28
27
7
5
1
1
2
1
62
38
34
66
17. Supervising Janitor,
Custodian
19
14
8
3
1
*
1
1
71
82
29
18
18. Board and Commission
Members
3
3
2
2
2
2
*
*
7
7
93
93
*Less than 0.5%
-4-
3/24/72
Table V compares the percentage of each ethnic group employed in the various
occupational areas. The data show that the proportion of minority groups to
Caucasians is substantially greater in the clerical, subprofessional, and
janitorial occupations than the proportion of Caucasians. For example, 16%
of all Blacks work in a janitorial class while only 3% of the Caucasian
employees hold similar jobs. However, the data also indicate that the relative
proportion of Blacks, Mexican-Americans, and Orientals employed in clerical
classes have moved closer to approximate the proportion of Caucasians in
comparable jobs. Additionally, the percentage of the Black and Other Non-
White ethnic groups moved upward to equal the proportion of Caucasians employed
in administrative staff jobs.
TABLE V - PERCENTAGE OF EACH ETHNIC GROUP WITHIN
EACH OCCUPATIONAL AREA
Mexican-
Other
Black
American
Oriental
Non-White
Caucasian
Occupational Area
1971 1969
1971
1969
1971 1969
1971 1969
1971 1969
1. Clerical
22%
23%
20%
23%
32%
33%
29%
24%
18%
18%
2. Supervising Clerical
4
4
4
5
11
11
4
5
6
6
3. Laborer
5
6
7
8
1
1
5
6
4
5
4. Crafts and Trades
2
2
4
4
1
1
4
4
4
4
5. Supervisor Crafts and Trades
1
1
2
2
*
*
3
2
3
3
6.
Professional
14
15
13
14
24
23
20
22
16
16
7. Supervising Professional
4
4
4
4
11
11
6
5
11
10
8. Sub-Professional/Technical
21
19
27
24
10
12
14
13
16
17
9. Supervising Sub-Professional/
2
2
2
3
3
4
2
3
4
5
Technical
10. Law Enforcement
1
1
3
3
*
*
2
3
5
5
11. Supervising Law Enforcement
*
*
*
*
*
*
*
*
1
1
12. Field Representative
3
1
3
2
2
2
2
3
3
2
13. Supervising Field
*
*
1
1
1
*
*
*
2
1
Representative
14. Administrative Staff
1
*
*
*
1
1
1
*
1
1
15. Administrative Line
*
*
*
*
*
*
*
*
1
1
16. Janitor, Custodian
16
18
6
6
1
1
6
6
3
3
17. Supervising Janitor,
4
2
2
1
*
*
2
1
1
1
Custodian
18. Board and Commission
*
*
*
*
*
*
*
*
1
1
Members
Total
100%
100%
100% 100%
100%
100%
100%
100%
100%
100%
*Less than 0.5%
-5-
3/24/72
TABLE VI ILLUSTRATES THE ETHNIC COMPOSITION OF THE STATE DEPARTMENTS AND AGENCIES. THIS REFLECTS IN MORE DETAIL THE GENERAL INCREASE OF MINORITY GROUP EMPLOYEES AND THE
OVERALL REDUCTION OF THE WORK FORCE AS INDICATED BY TABLE 1. PARTICULARLY SIGNIFICANT IS THE FACT THAT THE DEPARTMENTS IN THE HUMAN RELATIONS AGENCY HAVE HIRED 1,903
ADDITIONAL MINORITIES SINCE 1969, AND YET THERE HAVE BEEN ONLY NEW JOBS ESTABLISHED SINCE THAT DATE
TABLE VI - ETHNIC COMPOSITION OF DEPARTMENTS
AGENCY AND
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL EMPLOYEES
DEPARTMENT
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
AGRICULTURE & SERVICES
964
1,057
(-93)
431
456
(-25)
583
564
19
174
174
0
11,155
12,049
(-894)
13,307
14,300
(-993)
DEPT/AGR.ICULTURE
22
38
(-16)
50
82
(-32)
90
79
11
25
30
(-5)
1,808
2,214
(-406)
1,995
2,443
(-448)
COMPENSATION INS FUND
81
110
(-29)
71
69
2
72
68
4
41
43
(-2)
1,149
1,256
(-107)
1,414
1,546
(-132)
DEPT/CONSUMER AFFAIRS
29
32
(-3)
21
17
4
30
24
6
5
5
0
909
922
(-13)
994
1,000
(-6)
FIRE MARSHAL
2
2
O
o
o
0
2
1
1
o
2
(-2)
67
74
(-7)
71
79
(-8)
FRANCHISE TAX BOARD
55
76
(-21)
52
64
(-12)
116
135
(-19)
23
31
(-8)
1,191
1,272
(-81)
1,437
1,578
(-141)
DEPT/GENERAL SERVICES
625
639
(-14)
152
132
20
131
134
(-3)
44
29
15
2,899
3,134
(-235)
3,851
4,068
(-217)
DEPT/INDUSTRIAL REL
90
105
(-15)
39
52
(-13)
70
76
(-6)
18
15
3
1,195
1,359
(-164)
1,412
1,607
(-195)
STATE PERSONNEL BOARD
33
25
8
18
17
1
17
12
5
4
7
(-3)
482
496
(-14)
554
557
(-3)
PUBLIC EMPL RET SYST
5
6
(-1)
7
4
3
21
16
5
1
0
1
315
284
31
349
310
39
TEACHERS! RET SYST
5
6
(-1)
3
4
(-1)
23
10
13
1
1
O
235
156
79
267
177
90
D/VA (INCL VETS HOME)
17
18
(-1)
18
15
3
11
9
2
12
11
1
905
882
23
963
935
28
BUSINESS & TRANSPORTATION
1,547
1,568
(-21)
1,406
1,328
78
1,734
1,731
3
425
375
50
28,996
29,799
(-803)
34,108
34,801
(-693)
D/AERONAUTICS
1
4
(-3)
0
0
O
0
0
O
O
0
0
27
28
(-1)
28
32
(-4)
D/ABC (INCL APPEALS BD)
13
16
(-3)
15
17
(-2)
11
12
(-1)
3
3
0
382
392
(-10)
424
440
(-16)
CALIF HIGHWAY PATROL
248
216
32
268
232
36
67
51
16
65
60
5
7,039
6,987
52
7,687
7,546
141
D/CORPORATIONS
11
11
O
4
5
(-1)
32
34
(-2)
6
5
1
211
215
(-4)
264
270
(-6)
D/HOUSING & COM DEVEL
3
3
0
1
1
0
4
4
0
0
0
0
124
122
2
132
130
2
INSURANCE
7
10
(-3)
8
8
0
20
20
0
4
2
2
229
243
(-14)
268
283
(-15)
D/MOTOR VEHICLES
438
459
(-21)
305
300
5
450
445
5
70
70
O
5,390
5,744
(-354)
6,653
7,018
(-365)
D/PUBLIC WORKS
809
833
(-24)
797
754
43
1,112
1,129
(-17)
266
227
39
15,223
15,705
(-482)
18,207
18,648
(-441)
D/REAL ESTATE
14
10
4
7
8
(-1)
9
7
2
8
5
3
181
167
14
219
197
22
SAVINGS & LOAN
2
4
(-2)
1
1
0
27
26
1
3
3
0
115
125
(-10)
148
159
(-11)
D/STATE BANKING
1
2
(-1)
0
2
(-2)
2
3
(-1)
0
0
0
75
71
4
78
78
0
3/24/72
-6-
TABLE VI - ETHNIC COMPOSITION OF DEPARTMENTS - CONTD.
AGENCY AND
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL EMPLOYEES
DEPARTMENT
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
HUMAN RELATIONS
4,239
3,508
731
2,818
1,967
851
1,266
1,076
190
504
373
131
39,331
40,051
(-720)
48,158
46,975
1,183
D/CORRECTIONS
481
376
105
388
271
117
78
59
19
68
77
(-9)
5,782
5,916
(-134)
6,797
6,699
98
D/HEALTH CARE SERVICES
108
5
103
25
1
24
34
22
12
25
2
23
671
220
451
863
250
613
D/HRD
1,481
1,230
251
1,235
817
418
538
485
53
124
91
33
9,190
8,237
953
12,568
10,860
1,708
D/MENTAL HYGIENE
1,200
975
225
712
494
218
203
159
44
169
127
42
16,461
18,686
(-2225)
18,745
20,441
(-1696)
D/PUBLIC HEALTH
177
163
14
49
48
1
156
144
12
36
16
20
1,355
1,214
141
1,773
1,585
188
D/REHABILITATION
241
224
17
86
71
15
73
59
14
22
16
6
1,532
1,323
209
1,954
1,693
261
D/SOCIAL WELFARE
121
143
(-22)
68
64
4
104
78
26
11
10
1
1,447
1,472
(-25)
1,751
1,767
(-16)
D/YOUTH AUTHORITY
430
392
38
255
201
54
80
70
10
49
34
15
2,893
2,983
(-90)
3,707
3,680
27
RESOURCES
109
156
(-47)
252
274
(-22)
280
323
(-43)
99
122
(-23)
9,618
11,455
(-1837)
10,358
12,330
(-1972)
AIR RESOURCES BOARD
11
11
O
8
6
2
14
14
0
5
2
3
171
99
72
209
132
77
BAY CONSERVAT &
DEVEL COM (INCL BOARD)
1
1
O
O
0
O
1
1
O
o
0
O
10
9
1
12
11
1
COLORADO RIVER BOARD
O
O
O
1
1
0
1
1
o
0
o
0
17
15
2
19
17
2
D/CONSERVATION
24
46
(-22)
81
98
(-17)
29
33
(-4)
34
45
(-11)
3,210
4,016
(-806)
3,378
4,238
(-860)
D/FISH & GAME (INCL
WILDLIFE CONSERV BD)
7
6
1
26
17
9
24
20
4
4
4
O
1,351
1,288
63
1,412
1,335
77
STATE LANDS DIVISION
3
5
(-2)
2
3
(-1)
11
10
1
2
1
1
134
156
(-22)
152
175
(-23)
D/NAVIG & OCEAN DEVEL
0
O
0
1
2
(-1)
5
6
(-1)
O
0
O
56
73
(-17)
62
81
(-19)
D/PARKS & RECREATION
8
12
(-4)
36
38
(-2)
20
21
(-1)
18
20
(-2)
1,721
1,972
(-251)
1,803
2,063
(-260)
RECLAMATION BOARD
0
O
0
O
2
(-2)
1
8
(-7)
0
0
0
13
85
(-72)
14
95
(-81)
STATE WATER RESOURCES
CONTROL BOARD
6
3
3
4
2
2
9
7
2
2
0
2
255
185
70
276
197
79
D/WATER RESOURCES
49
72
(-23)
93
105
(-12)
165
202
(-37)
34
50
(-16)
2,680
3,557
(-877)
3,021
3,986
(-965)
-7-
3/24/72
TABLE VI - ETHNIC COMPOSITION OF DEPARTMENTS - CONTD.
AGENCY AND
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL EMPLOYEES
DEPARTMENT
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
OTHER
617
621
(-4)
308
266
42
495
450
45
99
72
27
8,195
7,928
267
9,714
9,337
377
D/COMMERCE
66
55
11
12
9
3
2
2
0
2
2
0
100
99
1
182
167
15
COM ON TEACHER PREP &
LICENSING
5
o
5
2
0
2
4
0
4
0
0
o
116
0
116
127
o
127
CONTROLLER
29
30
(-1)
13
10
3
67
62
5
11
8
3
429
461
(-32)
549
571
(-22)
COORDINATING COUNCIL
ON HIGHER EDUCATION
2
1
1
0
0
0
1
0
1
1
0
1
31
36
(-5)
35
37
(-2)
COURTS & RELATED OFC
12
6
6
9
3
6
8
12
(-4)
1
1
o
365
285
80
395
307
88
D/EDUCATION
306
313
(-7)
90
78
12
84
80
4
24
20
4
1,753
1,871
(-118)
2,257
2,362
(-105)
OFFICE OF EMERG Svs
4
O
4
2
O
2
4
2
2
2
O
2
99
26
73
111
28
83
EQUALIZATION
43
58
(-15)
57
58
(-1)
109
104
5
11
10
1
2,076
2,111
(-35)
2,296
2,341
(-45)
FINANCE
6
5
1
1
4
(-3)
11
17
(-6)
3
3
o
197
233
(-36)
218
262
(-44)
BD OF GOVERNORS,
COMMUNITY COLLEGES
6
1
5
4
4
o
7
5
2
2
2
o
66
39
27
85
51
34
GOVERNOR & LT GOVERNOR,
4
3
1
5
3
2
4
1
3
0
0
o
151
141
10
164
148
16
& AGENCY SECRETARIES
D/JUSTICE
67
71
(-4)
66
56
10
108
82
26
17
13
4
1,528
1,309
219
1,786
1,531
255
LEGISLATIVE COUNS BUR
1
2
(-1)
1
3
(-2)
4
3
1
0
1
(-1)
135
127
8
141
136
5
MILITARY DEPT
48
61
(-13)
28
20
8
O
O
0
9
6
3
229
222
7.
314
309
5
PUBLIC UTIL COMMISSION
11
10
1
5
5
0
68
67
1
13
5
8
643
687
(-44)
740
774
(-34)
STATE SCHOLARSHIP &
LOAN
1
1
0
5
3
2
3
2
1
0
0
o
46
36
10
55
42
13
SECRETARY OF STATE
4
3
1
3
0
3
4
4
0
o
0
O
116
98
18
127
105
22
STATE TREASURER
1
1
0
4
6
(-2)
4
5
(-1)
2
0
2
62
55
7
73
67
6
OTHER
1
0
1
1
4
(-3)
3
2
1
1
1
O
53
92
(-39)
59
97
(-38)
GRAND TOTALS
7,476
6,910
566
5,215
4,291
924
4,358
4,144
214
1,301
1,116
185
97,295
101,282
(-3987)
115,645
117,741
(-2096)
-8-
3/24/72
Table VII (printed in this report for the first time) compares the ethnic
composition of the State work force with the general population in metropolitan,
mid-metropolitan, and nonmetropolitan counties. The data indicate that the
percentage of Black and Oriental State employees generally reflects the percentage
of the Black and Oriental representation in the community. However, the data also
show that the percentage of Mexican-American and Other Non-White State employees
is substantially less than the community representation of Mexican-Americans
and Other Non-Whites.
TABLE VII - COMPARISON OF 1971 STATE WORK FORCE WITH REVISED 1970 CALIFORNIA CENSUS*
Mexican-
Other
Black
American
Oriental
Non-White
Caucasian
METROPOLITAN COUNTIES
Percent Metropolitan
Population
8.99%
16.00%
2.43%
1.88%
70.70%
Percent State Employees
10.88%
5.38%
4.78%
1.47%
77.49%
MID-METROPOLITAN COUNTIES
Percent Mid-Metropolitan
Population
4.77%
14.82%
1.21%
2.07%
77.13%
Percent State Employees
4.65%
4.41%
4.72%
0.82%
85.40%
NON-METROPOLITAN COUNTIES
Percent Nonmetropolitan
Population
2.88%
14.76%
0.98%
2.54%
78.84%
Percent State Employees
3.03%
3.54%
1.44%
1.04%
90.95%
STATEWIDE
Percent California
Population
7.02%
15.54%
1.92%
2.05%
73.47%
Percent State Employees
6.47%
4.50%
3.77%
1.13%
84.13%
*US Census Bureau, Official 1970 Census.
Table VIII on page 10 (printed in this report for the first time) illustrates the
geographic distribution and ethnic composition of the State workforce in metropolitan,
mid-metropolitan, and nonmetropolitan counties. These data generally reflect the
Statewide trend of increased minority employment as indicated by Table I.
-9-
3/24/72
TABLE VIII - GEOGRAPHIC DISTRIBUTION OF STATE WORK FORCE
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
COUNTY
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
'69
1971
1969
FROM
169
METROPOLITAN
4,631
4,238
393
2,291
1,846
445
2,034
1,961
73
626
465
161
32,999
33,366
(-367)
42,581
41,876
705
ALAMEDA
744
729
15
181
130
51
265
251
14
71
44
27
3,509
3,205
304
4,770
4,359
411
CONTRA COSTA
118
110
8
30
32
(-2)
10
17
(-7)
12
10
2
620
713
(-93)
790
882
(-92)
Los ANGELES
2,930
2,635
295
1,502
1,230
272
896
888
8
289
238
51
17,189
17,681
(-492)
22,806
22,672
134
ORANGE
56
43
13
182
121
61
27
17
10
19
12
7
3,189
3,210
(-21)
3,473
3,403
70
SAN FRANCISCO
597
593
4
191
171
20
752
720
32
193
130
63
5,124
5,485
(-361)
6,857
7,099
(-242)
SAN MATEO
69
32
37
32
14
18
20
15
5
7
4
3
918
545
373
1,046
610
436
SANTA CLARA
117
96
21
173
148
25
64
53
11
35
27
8
2,450
2,527
(-77)
2,839
2,851
(-12)
MID-METROPOLITAN
1,805
1,637
168
1,709
1,347
362
1,829
1,678
151
319
284
35
33,128
33,113
15
38,790
38,059
731
FRESNO
71
76
(-5)
166
146
20
67
66
1
11
13
(-2)
1,844
2,110
(-266)
2,159
2,411
(-252)
RIVERSIDE
126
117
9
143
100
43
13
6
7
15
15
o
1,572
1,511
61
1,869
1,749
120
SACRAMENTO
1,095
1,086
9
871
747
124
1,697
1,574
123
219
207
12
22,968
23,153
(-185)
26,850
26,767
83
SAN BERNARDINO
408
287
121
370
251
119
24
12
12
34
24
10
3,913
3,916
(-3)
4,749
4,490
259
SAN DIEGO
105
71
34
159
103
56
28
20
8
40
25
15
2,831
2,423
408
3,163
2,642
521
NON-METROPOLITAN
992
1,035
(-43)
1,180
1,096
84
408
505
(-97)
347
367
(-20)
30,171
34,804
(-4,633)
33,098
37,807
(-4,709)
ALPINE
o
O
o
0
o
0
0
O
o
1
0
1
12
12
O
13
12
1
AMADOR
21
28
(-7)
13
10
3
5
11
(-6)
5
4
1
380
455
(-75)
424
508
(-84)
BUTTE
5
5
O
10
5
5
2
1
1
6
6
0
480
424
56
503
441
62
CALAVERAS
3
1
2
0
6
(-6)
1
1
0
2
2
0
207
305
(-98)
213
315
(-102)
COLUSA
1
1
0
1
1
0
0
0
0
0
0
0
70
36
34
72
38
34
DEL NORTE
O
0
0
0
0
0
0
0
0
1
0
1
46
106
(-60)
47
106
(-59)
EL DORADO
1
2
(-1)
1
2
(-1)
0
1
(-1)
2
3
(-1)
238
293
(-55)
242
301
(-59)
68
30
38
72
32
40
GLENN
1
0
1
2
2
0
1
0
1
0
0
0
HUMBOLDT
0
0
0
2
6
(-4)
0
1
(-1)
11
11
0
797
1,030
(-233)
810
1,048
(-238)
178
6
4
41
36
5
2
2
0
0
2
(-2)
129
155
(-26)
199
(-21)
IMPERIAL
2
-10-
3/24/72
TABLE VIII - GEOGRAPHIC DISTRIBUTION OF STATE WORK FORCE - CONTD.
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
COUNTY
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
INYO
1
0
1
7
3
4
1
0
1
5
4
1
305
281
24
319
288
31
KERN
39
41
(-2)
109
105
4
13
11
2
3
6
(-3)
1,067
1,157
(-90)
1,231
1,320
(-89)
KINGS
9
9
o
7
4
3
O
0
0
3
4
(-1)
82
74
8
101
91
10
LAKE
O
5
(-5)
1
2
(-1)
O
O
0
0
2
(-2)
84
245
(-161)
85
254
(-169)
LASSEN
1
1
O
5
5
0
0
0
0
11
9
2
360
417
(-57)
377
432
(-55)
MADERA
6
4
2
11
14
(-3)
1
O
1
0
0
O
88
149
(-61)
106
167
(-61)
MARIN
19
52
(-33)
10
17
(-7)
11
22
(-11)
3
9
(-6)
517
824
(-307)
560
924
(-364)
MARIPOSA
2
1
1
4
5
(-1)
O
O
O
3
O
3
116
104
12
125
110
15
MENDOCINO
11
11
O
5
2
3
5
2
3
14
22
(-8)
1,045
1,234
(-189)
1,080
1,271
(-191)
MERCED
2
3
(-1)
18
12
6
2
O
2
13
14
(-1)
347
339
8
382
368
14
MODOC
O
O
O
O
O
0
2
O
2
1
2
(-1)
38
39
(-1)
41
41
o
MONO
O
O
O
0
O
0
O
1
(-1)
4
5
(-1)
100
62
38
104
68
36
MONTEREY
53
45
8
84
66
18
10
16
(-6)
13
14
(-1)
1,121
1,079
42
1,281
1,220
61
NAPA
135
136
(-1)
32
32
0
25
18
7
22
25
(-3)
2,360
2,434
(-74)
2,574
2,645
(-71)
NEVADA
O
0
O
2
O
2
1
2
(-1)
0
1
(-1)
158
227
(-69)
161
230
(-69)
PLACER
3
9
(-6)
14
17
(-3)
9
14
(-5)
4
5
(-1)
496
1,201
(-705)
526
1,246
(-720)
PLUMAS
O
o
O
1
0
1
0
O
O
0
0
o
53
75
(-22)
54
75
(-21)
SAN BENITO
1
1
o
0
5
(-5)
1
O
1
0
O
O
26
80
(-54)
28
86
(-58)
SAN JOAQUIN
150
188
(-38)
151
149
2
118
114
4
50
66
(-16)
2,910
3,230
(-320)
3,379
3,747
(-368)
SAN LUIS OBISPO
39
36
3
75
64
11
12
9
3
23
16
7
2,346
2,453
(-107)
2,495
2,578
(-83)
SANTA BARBARA
14
11
3
43
31
12
8
8
0
3
4
(-1)
465
544
(-79)
533
598
(-65)
SANTA CRUZ
O
4
(-4)
10
18
(-8)
3
2
1
1
1
0
278
384
(-106)
292
409
(-117)
SHASTA
6
3
3
5
9
(-4)
3
3
0
11
20
(-9)
1,089
1,139
(-50)
1,114
1,174
(-60)
0
0
0
0
0
0
1
0
1
19
16
3
20
16
4
SIERRA
O
0
0
SISKIYOU
1
1
0
2
1
1
0
0
0
2
4
(-2)
194
247
(-53)
199
253
(-54)
SOLANO
80
61
19
29
12
17
8
8
0
24
10
14
1,315
992
323
1,456
1,083
373
SONOMA
79
91
(-12)
3'+
20
14
21
17
4
19
15
4
2,628
2,712
(-84)
2,781
2,855
(-74)
-11-
3/24/72
TABLE VIII - GEOGRAPHIC DISTRIBUTION OF STATE WORK FORCE - CONTD.
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
COUNTY
1971
1969
FROM 169
1971
1969
FROM 169
1971
1969
FROM 169
1971
1969
FROM 169
1971
1969
FROM 169
1971
1969
FROM 169
STANISLAUS
5
3
2
18
30
(-12)
6
6
0
2
7
(-5)
365
1,089
(-724)
396
1,135
(-739)
SUTTER
3
1
2
3
6
(-3)
4
2
2
0
0
0
149
194
(-45)
159
203
(-44)
TEHAMA
6
12
(-6)
2
3
(-1)
0
2
(-2)
1
1
o
188
311
(-123)
197
329
(-132)
TRINITY
o
7
(-7)
o
7
(-7)
0
1
(-1)
1
1
o
69
127
(-58)
70
143
(-73)
TULARE
115
105
10
180
149
31
77
164
(-87)
32
17
15
2,904
3,362
(-458)
3,308
3,797
(-489)
TUOLUMNE
2
1
1
8
9
(-1)
0
0
0
8
8
0
304
399
(-95)
322
417
(-95)
VENTURA
151
103
48
207
164
43
15
14
1
21
15
6
2,634
2,693
(-59)
3,028
2,989
39
YOLO
2
29
(-27)
13
50
(-37)
3
5
(-2)
5
18
(-13)
288
773
(-485)
311
875
(-564)
YUBA
19
20
(-1)
20
17
3
38
47
(-9)
16
14
2
1,117
1,196
(-79)
1,210
1,294
(-84)
OUT OF STATE
3
o
3
1
0
1
o
o
o
1
0
1
114
75
39
119
75
44
-12-
3/24/72
FOR IMMEDIATE RELEASE
March 23, 1972
For Information Contact:
Richard L. Camilli
State Personnel Board
801 Capitol Mall
Phone: 445-5291
Results of the state's fifth ethnic census show the number of
minority employees increased by almost 1,900 during the past two years.
The progress toward a racially balanced workforce was made despite
an overall decline of 2,100 in total state employment.
From September, 1969, to November 1971, the number of black employees
increased by 566, Mexican-Americans by 926, Oriental by 214, and other
non-white by 185.
During the same period, total employment dropped from 117,741 to
115,645, including full time, part time, seasonal and temporary
employees. The number of minority state employees increased from
16,459 to 18,350 in the same period.
"Considering the generally depressed labor market and the reduction
in the state workforce, we feel we are making progress toward providing
employment and public service career opportunities for minorities," said
Richard L. Camilli, executive officer of the State Personnel Board.
Camilli said the increase in minority employment was due to a
considerable extent to the state's affirmative action efforts,
particularly through the Career Opportunities Development Program.
The census also shows a continuation of the trend, noted in the
1969 survey, of minority state employees moving into supervisory level
and professional occupations.
Although minority employment increased, minority median salaries
were still below the median for Caucasians.
Camilli said this lower median is at least partially due to affirma-
tive efforts which resulted in the hiring of significant numbers of
minority workers into entry level positions. This situation should
change as they move up the ladder into higher paying jobs, Camilli
predicted.
Camilli said he could not provide more specific details on salaries
since the present reporting system provides only general information.
He said the board is completing a more sophisticated automated census
system, which will provide more definitive information.
"We do know," he said, "that a number of departments will be asked
to make a greater effort to hire members of the various minorities."
"The governor, the legislature, and the personnel board are committed
to a strong affirmative action program. We will continue to make every
effort to carry it out," Camilli said.
######
FOR IMMEDIATE RELEASE
March 24, 1972
For Information Contact:
Richard L. Camilli
State Personnel Board
801 Capitol Mall
Phone: 445-5291
Here is some additional information which should be helpful to you in
the stories you write regarding the state's fifth ethnic census. This
adds to yesterday's State Personnel Board release on this matter.
From September 1969 to November 1971, the period of the census when the
state's total employee work force was declining by 1.8%, the number of
minority employees in state service was increasing 11.4%.
During this same two-year period, black employment was going up 8.2%,
the number of Mexican-Americans in state service increased by 21.6%,
Oriental was up 5.16% and other non-white employment with the state
was going up 16.6%.
While the number of minority state employees was increasing significantly,
the state's Caucasian work force was declining by 4%.
In the census period, the number of Black, Mexican-American and
Caucasian personnel in supervisory, professional, and administrative
positions was increasing or decreasing as follows:
Change in Number (by Ethnic Groups) in Supervisory,
Professional and Administrative Classes
Mexican-
Occupational Area
Black
American
Caucasian
Supervisory,
Clerical
+
2.1%
+
10.2%
-
1.2%
Supervisory,
Crafts and Trades
+ 36.8%
+ 29.1%
+
2.5%
Professional
+
2.2%
+ 16.8%
I
4.0%
Supervisory,
Professional
+
7.9%
+
22.2%
+
.1%
Supervisory,
Sub-Professional/Technical
+
2.9%
0.0%
-
10.5%
Supervisory,
Law Enforcement
+ 150.0%
+ 70.0%
+
10.9%
Supervisory,
Field Representative
+ 24.0%
+ 31.3%
+
7.9%
Administrative Staff
+ 375.0%
+ 271.4%
+
5.2%
Administrative Line
+ 176.9%
+ 63.6%
+ 21.8%
(Percentages show change from number in each group in 1969.)
#####
NEWS from FEPC
fair Employment Practice Commission
State of California
DEPARTMENT OF INDUSTRIAL RELATIONS
DIVISION OF FAIR EMPLOYMENT PRACTICES
numan Relations Agency
State and Northern California Office: 455 Golden Gate Avenue, San Francisco 557-2000
Southern California Office: 322 West First Street, Los Angeles 620-2610
342
IR-
FOR RELEASE:
upon receipt
JOB BIAS COMPLAINTS BY MEXICAN AMERICANS SET
FOR HEARING IN LOS ANGELES MARCH 29-30 AND APRIL 4
Evidence in two complaints of employment discrimination filed by men of
Mexican American ancestry against Los Angeles firms are scheduled to be heard before
the State Fair Employment Practice Commission. The first, set for Wednesday and
Thursday, March 29-30, concerns the complaint of Ernest Cortes against Lockheed
Electronics Co., Inc., that he was terminated from employment as an engineer because
of his Mexican ancestry.
The second hearing, to be held Tuesday, April 4, involves the allegation of
Sam Felix that the reason for his discharge from the Builders Brass Works Corp. was
that he had filed a previous complaint with FEPC. Both hearings will start at 9:30 a.m.
at 314 West First Street in Los Angeles.
According to the accusation filed by Commissioner Stella C. Sandoval in the
Cortes case, he was the only Mexican American engineer in his department at the time
of his June 1970 layoff, although the Lockheed facility is located in East Los Angeles,
the largest settlement of Mexican people in the world outside of Mexico proper. It
further alleges he was denied promotions he applied for, although personnel less
qualified than he were promoted over him, and that while the reason given for his
termination was "lack of work", at the time of his layoff he was involved in projects
scheduled to take at least a year to complete.
Mr. Felix, a production worker for Builders Brass Works was terminated May 17,
1971, while he was on a medical leave of absence. In April he had filed with FEPC a
complaint of discrimination because he believed his demotion from the job of foreman
was due to his ancestry. He alleges his subsequent discharge was a retaliatory
action by the respondent.
The public hearings result from accusations filed by an FEP commissioner after
attempts to conciliate the matters privately were unsuccessful. Neither Jacob R.
Stuchen, commissioner in the Felix complaint, nor Mrs. Sandoval will participate in
the hearings on their cases.
BROADWAY DEPARTMENT STORES DECISION ANNOUNCED
Results of another hearing on an employment discrimination case held in Los
Angeles February 11 have been announced by the panel of three commissioners that heard
the evidence. The hearing involved the complaint of Ron Martin, a Negro, that he was
discharged as a credit analyst for Broadway Department Stores for unjust cause and
because of his race. The hearing panel found that the evidence did not support the
allegations and dismissed the accusation.
The Fair Employment Practice Act, which FEPC is charged with administering,
provides that when conciliation endeavors fail, a panel of commissioners or a hearing
officer will hear the evidence, decide whether an act of discrimination occurred and,
if so, issue orders for a remedy.
3/24/72
EMPLOGMENT MINORITY
STATE OF CALIFORNIA
RONALD REAGAN, Governor
CALIFORNIA STATE PERSONNEL BOARD
801 CAPITOL MALL
SACRAMENTO 95814
Board Members
NITA ASHCRAFT
MAY LAYNE DAVIS
SAMUEL J. LEASK
ROBERT M. WALD
FRANK M. WOODS
RICHARD L. CAMILLI
Executive Officer
REPORT TO THE GOVERNOR AND THE LEGISLATURE
ON THE
1971 ETHNIC CENSUS OF STATE EMPLOYEES
March 24, 1972
1971 ETHNIC CENSUS OF STATE EMPLOYEES
This is the report for the fifth ethnic census of all State service
employees, and is based on the November 1, 1971 payroll. The last ethnic
census was taken in 1969, based on the September, 1969 payroll, and is used
for comparison in this report. Ethnic data for each of these surveys were
collected by supervisory personnel who observed their employees and designated
each employee's ethnic origin.
The employment figures contained in this report include full-time, part-time,
seasonal, and temporary employees. Total State employment decreased from
117,741 in 1969, to 115,645 in 1971: a net decrease of 2,096. However, during
this same period the number of minority employees increased from 16,459 in 1969
to 18,350 in 1971: a net increase of 1,891.
The statistical data are arranged in the following eight tables to present a
more vivid illustration of the census:
-1-
3/24/72
Table I shows the numerical and percentage changes in the ethnic composition of the State employee work force since the 1969 census. The data indicate
increases in the number of minority group employees: 566 Black
8 19% increase
926 Mexican-American
21.59%
increase
214
Oriental
(5.16%
increase),
and 185 Other Non-White (16.58% increase).
TABLE I - STATEWIDE WORKFORCE
Mexican-
Other
Black
American
Oriental
Non-White
Caucasian
Total
1971
7,476 (6.47%)
5,215 (4.50%)
4,358 (3.77%)
1,301 (1.13%)
97,295 (84.13%)
115,645 (100%)
1969
6,910 (5.87%)
4,289 (3.64%)
4,144 (3.52%)
1,116 (0.95%)
101,282 (86.02%)
117,741 (100%)
Gross Change
566
926
214
185
-3,987
-2,096
Percent
Change
8.19%
21.59%
5.16%
16.58%
-3.94%
-1.78%
Table II compares the median salaries for each ethnic group. These data are influenced by the State Personnel Board's Career Opportunity Development
Program which has enabled significant numbers of minorities to enter the system at entry level positions and upgrade their skills on the job. Also
influencing the data is the declining number of employees, specifically the significant decrease of Caucasian employees as indicated by Table I.
Additionally, the base from which these data are developed is not uniform because it includes full time, part time, and seasonal employees. Future
reports produced by the new permanent ethnic data reporting system which is currently being developed, will distinguish these different types of
employment and provide more comprehensive salary comparisons.
TABLE II - SALARY COMPARISONS (Median)
at,
Mexican-
Other
came
Black
American
Oriental
Non-White
Caucasian
level
1971
$7,572
$7,728
$8,604
$8,112
$9,396
1969
7,008
7,428
8,112
7,812
8,604
Dollar
Change
564
300
492
300
792
lowert salarylevel
Percent
Change
8.05%
4.04%
5.72%
3.70%
8.45%
-2-
3/24/72
TABLE III INDICATES THE NUMERICAL AND PERCENTAGE CHANGES IN THE ETHNIC COMPOSITION OF THE VARIOUS OCCUPATIONS AND JOB LEVELS. MINORITIES MOVED INTO THE
PROFESSIONAL AND ADMINISTRATIVE OCCUPATIONS WHICH HAVE TRADITIONALLY HAD A HIGH CONCENTRATION OF CAUCASIAN EMPLOYEES. THE PERCENTAGE OF CAUCASIAN EMPLOYEES
IN THE PROFESSIONAL CLASSES DROPPED 4.01% WHILE EACH MINORITY GROUP EXPERIENCED AN INCREASE.
THE DATA ALSO INDICATE THE UPGRADING OF MINORITY EMPLOYEES WITHIN SEVERAL CAREER LADDERS. THE MINORITY RATE OF INCREASE IN THE SUPERVISORY PROFESSIONAL
CLASSES WAS AS HIGH AS 22.229 T42 MEX ICAN-AMERICANS) WHERE THE CAUCASIAN RATE OF INCREASE WAS ONLY 0.12% (13 positions). SIMILARLY IN THE SUPERVISORY
JANITOR AND CUSTODIAL CLASSES, THE PERCENTAGE OF MINORITIES INCREASED FROM 80.99% (295 BLACKS) TO 225.00% (130 MEXICAN-AMERICANS). PARTICULARLY SIGNIFICANT
AND INDICATIVE OF THE IMPACT OF THE STATE PERSONNEL BOARD'S CAREER OPPORTUNITIES DEVELOPMENT PROGRAM IS THE SUBPROFESSIONAL OCCUPATIONAL GROUP. FROM 1966
TO 1969 THE PERCENTAGE OF BLACKS WITHIN THIS GROUP DROPPED 11.11%, YET FROM 1969 TO 1971 THE TREND WAS REVERSED TO PRODUCE SIGNIFICANT INCREASES OF MINORITY
PERSONNEL (BLACK, 16.04%; MEXICAN-AMERICAN, 37.46%; AND OTHER NON-WHITE, 22.82%) DESPITE AN OVERALL REDUCTION (7.80%) IN THE NUMBER OF THESE JOBS.
TABLE III ETHNIC COMPOSITION OF EMPLOYMENT OCCUPATIONAL GROUPS
NET INCREASE AND DECREASE FROM
PERCENT NET INCREASE AND DECREASE FROM
1971
1969
1969
MEX-
ORTEN-
OTHER NON
CAUCA-
TOTAL
MEX-
ORTEN-
OTHER NON
CAUCA-
TOTAL
MEX-
ORTEN-
OTHER NON
CAUCA-
TOTAL
OCCUPATIONAL GROUP
BLACK
AMER.
TAL
-WHITE
SIAN
EMPLOYEES
BLACK
AMER.
TAL
-WHITE
SIAN
EMPLOYEES
BLACK
AMER.
TAL
-WHITE
SIAN
EMPLOYEES
1. CLERICAL
1,654
1,046
1,403
373
17,332
21,808
31
58
38
102
(-682)
(-453)
1.91%
5.87%
2.78%
37.63%
(-3.79%)
(-2.03%)
2. SUPV. CLERICAL
298
216
477
58
5,708
6,757
6
20
23
O
(-69)
(-20)
2.05%
10.20%
5.07%
0%
(-1.19%)
(-.30%)
3. LABORER
386
350
62
66
3,892
4,756
(-22)
22
7
(-5)
(-819)
(-817)
(-5.39%
6.71%
12.73%
(-7.04%)
(-17.38%)
(-14.66%)
4. CRAFTS AND TRADES
145
223
34
47
4,290
4,739
16
41
12
4
320
393
12.4%
22.53%
54.55%
9.30%
8.06%
9.04%
5. SUPV. CRAFTS & TRADES
93
102
15
34
3,170
3,414
25
23
2
7
77
134
36.76%
29.11%
15.38%
25.93%
2.49%
4.09%
6. PROFESSIONAL
1,026
683
1,026
257
15,589
18,581
22
98
54
7
(-652)
(-471)
2.19%
16.75%
5.56%
2.80%
(-4.01%)
(-2.47%)
7. SUPV. PROFESSIONAL
273
231
496
72
10,764
11,836
20
42
31
17
13
123
7.91%
22.22%
6.67%
30.91%
.12%
1.05%
8. SUB-PROF./TECHNICAL
1,541
1,409
449
183
15,530
19,112
213
384
(-29)
34
(-2,221)
(-1,619)
16.04%
37.46%
(-6.07%)
22.82%
(-12.51%)
(-7.80%)
9. SUPV. SUB-PROF./TECH.
143
114
144
25
4,203
4,629
4
O
(-2)
(-8)
(-491)
(-497)
2.88%
0%
(-1.37%
(-24.24%)
(-10.46%)
(-9.70%)
10. LAW ENFORCEMENT
95
138
3
33
4,820
5,089
2
12
O
(-4)
61
71
2.15%
9.52%
0%
(-10.81%)
1.28%
1.41%
Super
11. SUPV. LAW ENFORCEMENT
5
17
o
4
867
893
3
7
o
o
85
95
150.00%
70.00%
0%
0%
10.86%
11.90%
12. FIELD REPRESENTATIVE
197
154
100
31
2,992
3,474
95
43
30
(-2)
328
494
93.14%
38.74%
42.86%
(-6.06%)
12.31%
16.58%
13. SUPV. FIELD REP.
31
42
34
6
1,714
1,827
6
10
12
2
125
155
24.00%
31.25%
54.55%
50.00%
7.87%
9.27%
14.
ADMINISTRATIVE STAFF
57
26
58
7
1,232
1,380
45
19
22
4
61
151
375.00%
271.43%
61.11%
133.33%
5.21%
12.29%
15.
ADMINISTRATIVE LINE
36
18
6
3
905
968
23
7
2
1
162
195
176.92%
63.64%
50.00%
50.00%
21.80%
25.22%
16. JANITOR, CUSTODIAN
1,187
303
35
81
2,685
4,291
(-52)
48
10
17
(-378)
(-355)
-4.20%
18.82%
40.00%
26.56%
(-12.34%)
(-7.64%)
17. SUPV. JANITOR, CUSTODIAN
295
130
7
20
1,112
1,564
132
90
4
10
133
369
80.99%
225.00%
133.33%
100.00%
13.58%
30.88%
18. BOARD AND COM MEMBERS
14
13
9
1
490
527
(-3)
2
(-2)
(-1)
(-40)
(-44)
(-17.65%)
18.18%
(-18.18%)
(-50.00%)
(-7.55%)
(-7.71%)
GRAND TOTALS
7,476
5,215
4,358
1,301
97,295
115,645
566
926
214
185
(-3,987)
(-2,096)
8.19%
21.59%
5.16%
16.58%
(-3.94%)
(-1.78%)
-3-
3/24/72
Table IV illustrates the relative percentage each ethnic group comprises of the
various occupational groups. The data indicate movement toward a more racially
balanced work force among the occupational groups. The group concentration of
Caucasian employees was diminished in 14 of the 18 groups. Substantial increases
in the proportion of minority personnel occurred in the subprofessional (14% to
19%), field representative (10% to 14%), administrative staff (5% to 10%),
administrative line (4% to 7%), and supervisory janitorial (18% to 29%) occupational
groups.
TABLE IV - ETHNIC COMPOSITION PERCENTAGES OF EACH
OCCUPATIONAL AREA
Mexican-
Other
Combined
Black
American
Oriental
Non-White
Minority
Caucasian
Occupational Area
1971 1969
1971 1969
1971 1969
1971
1969
1971 1969
1971 1969
1. Clerical
8%
7%
5%
5%
6%
6%
2%
1%
21%
19%
79%
81%
2. Supervising Clerical
4
4
3
3
7
7
1
1
15
15
85
85
3. Laborer
8
7
7
6
1
1
2
1
18
15
82
85
4. Crafts and Trades
3
3
5
4
1
*
1
1
10
8
90
92
5. Supervisor Crafts and
Trades
3
2
3
3
*
*
1
1
7
6
93
94
6. Professional
5
5
4
3
6
5
1
1
16
14
84
86
7. Supervising Professional
2
2
2
2
4
4
1
*
9
8
91
92
8. Sub-Professional/
Technical
8
6
8
5
2
2
1
1
19
14
81
86
9. Supervising Sub-
Professional/
Technical
3
3
2
2
3
3
1
1
9
9
91
91
10. Law Enforcement
2
2
3
2
*
*
*
1
5
5
95
95
11. Supervising Law
Enforcement
1
*
2
1
*
*
*
1
3
2
97
98
12. Field Representative
6
3
4
4
3
2
1
1
14
10
86
90
13. Supervising Field
Representative
2
2
2
2
2
1
*
*
6
5
94
95
14. Administrative Staff
4
1
2
1
4
3
*
*
90
10
5
95
15. Administrative Line
4
2
2
1
1
1
*
*
7
4
93
96
16. Janitor, Custodian
28
27
7
5
1
1
2
1
62
38
34
66
17. Supervising Janitor,
Custodian
19
14
8
3
1
*
1
1
71
82
29
18
18. Board and Commission
Members
3
3
2
2
2
2
*
*
7
7
93
93
*Less than 0.5%
-4-
3/24/72
Table V compares the percentage of each ethnic group employed in the various
occupational areas. The data show that the proportion of minority groups to
Caucasians is substantially greater in the clerical, subprofessional, and
janitorial occupations than the proportion of Caucasians. For example, 16%
of all Blacks work in a janitorial class while only 3% of the Caucasian
employees hold similar jobs. However, the data also indicate that the relative
proportion of Blacks, Mexican-Americans, and Orientals employed in clerical
classes have moved closer to approximate the proportion of Caucasians in
comparable jobs. Additionally, the percentage of the Black and Other Non-
White ethnic groups moved upward to equal the proportion of Caucasians employed
in administrative staff jobs.
TABLE V - PERCENTAGE OF EACH ETHNIC GROUP WITHIN
EACH OCCUPATIONAL AREA
Mexican-
Other
Black
American
Oriental
Non-White
Caucasian
Occupational Area
1971 1969
1971
1969
1971 1969
1971 1969
1971 1969
1. Clerical
22%
23%
20%
23%
32%
33%
29%
24%
18%
18%
2. Supervising Clerical
4
4
4
5
11
11
4
5
6
6
3. Laborer
5
6
7
8
1
1
5
6
4
5
4. Crafts and Trades
2
2
4
4
1
1
4
4
4
4
5. Supervisor Crafts and Trades
1
1
2
2
*
*
3
2
3
3
6.
Professional
14
15
13
14
24
23
20
22
16
16
7. Supervising Professional
4
4
4
4
11
11
6
5
11
10
8. Sub-Professional/Technical
21
19
27
24
10
12
14
13
16
17
9. Supervising Sub-Professional/
2
2
2
3
3
4
2
3
4
5
Technical
10. Law Enforcement
1
1
3
3
*
*
2
3
5
5
11. Supervising Law Enforcement
*
*
*
*
*
*
*
*
1
1
12. Field Representative
3
1
3
2
2
2
2
3
3
2
13. Supervising Field
*
*
1
1
1
*
*
*
2
1
Representative
14. Administrative Staff
1
*
*
*
1
1
1
*
1
1
15. Administrative Line
*
*
*
*
*
*
*
*
1
1
16. Janitor, Custodian
16
18
6
6
1
1
6
6
3
3
17. Supervising Janitor,
4
2
2
1
*
*
2
1
1
1
Custodian
18. Board and Commission
*
*
*
*
*
*
*
*
1
1
Members
Total
100%
100%
100% 100%
100%
100%
100%
100%
100%
100%
*Less than 0.5%
-5-
3/24/72
TABLE VI ILLUSTRATES THE ETHNIC COMPOSITION OF THE STATE DEPARTMENTS AND AGENCIES. THIS REFLECTS IN MORE DETAIL THE GENERAL INCREASE OF MINORITY GROUP EMPLOYEES AND THE
OVERALL REDUCTION OF THE WORK FORCE AS INDICATED BY TABLE 1. PARTICULARLY SIGNIFICANT IS THE FACT THAT THE DEPARTMENTS IN THE HUMAN RELATIONS AGENCY HAVE HIRED 1,903
ADDITIONAL MINORITIES SINCE 1969, AND YET THERE HAVE BEEN ONLY NEW JOBS ESTABLISHED SINCE THAT DATE
TABLE VI - ETHNIC COMPOSITION OF DEPARTMENTS
AGENCY AND
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL EMPLOYEES
DEPARTMENT
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
AGRICULTURE & SERVICES
964
1,057
(-93)
431
456
(-25)
583
564
19
174
174
0
11,155
12,049
(-894)
13,307
14,300
(-993)
DEPT/AGRICULTURE
22
38
(-16)
50
82
(-32)
90
79
11
25
30
(-5)
1,808
2,214
(-406)
1,995
2,443
(-448)
COMPENSATION INS FUND
81
110
(-29)
71
69
2
72
68
4
41
43
(-2)
1,149
1,256
(-107)
1,414
1,546
(-132)
DEPT/CONSUMER AFFAIRS
29
32
(-3)
21
17
4
30
24
6
5
5
0
909
922
(-13)
994
1,000
(-6)
FIRE MARSHAL
2
2
o
0
o
0
2
1
1
0
2
(-2)
67
74
(-7)
71
79
(-8)
FRANCHISE TAX BOARD
55
76
(-21)
52
64
(-12)
116
135
(-19)
23
31
(-8)
1,191
1,272
(-81)
1,437
1,578
(-141)
DEPT/GENERAL SERVICES
625
639
(-14)
152
132
20
131
134
(-3)
44
29
15
2,899
3,134
(-235)
3,851
4,068
(-217)
DEPT/INDUSTRIAL REL
90
105
(-15)
39
52
(-13)
70
76
(-6)
18
15
3
1,195
1,359
(-164)
1,412
1,607
(-195)
STATE PERSONNEL BOARD
33
25
8
18
17
1
17
12
5
4
7
(-3)
482
496
(-14)
554
557
(-3)
PUBLIC EMPL RET SYST
5
6
(-1)
7
4
3
21
16
5
1
O
1
315
284
31
349
310
39
TEACHERS! RET SYST
5
6
(-1)
3
4
(-1)
23
10
13
1
1
0
235
156
79
267
177
90
D/VA (INCL VETS HOME)
17
18
(-1)
18
15
3
11
9
2
12
11
1
905
882
23
963
935
28
BUSINESS & TRANSPORTATION
1,547
1,568
(-21)
1,406
1,328
78
1,734
1,731
3
425
375
50
28,996
29,799
(-803)
34,108
34,801
(-693)
D/AERONAUTICS
1
4
(-3)
O
0
o
0
0
0
0
0
O
27
28
(-1)
28
32
(-4)
D/ABC (INCL APPEALS BD)
13
16
(-3)
15
17
(-2)
11
12
(-1)
3
3
o
382
392
(-10)
424
440
(-16)
CALIF HIGHWAY PATROL
248
216
32
268
232
36
67
51
16
65
60
5
7,039
6,987
52
7,687
7,546
141
D/CORPORATIONS
11
11
0
4
5
(-1)
32
34
(-2)
6
5
1
211
215
(-4)
264
270
(-6)
D/HOUSING & COM DEVEL
3
3
o
1
1
0
4
4
0
0
0
O
124
122
2
132
130
2
INSURANCE
7
10
(-3)
8
8
0
20
20
0
4
2
2
229
243
(-14)
268
283
(-15)
D/MOTOR VEHICLES
438
459
(-21)
305
300
5
450
445
5
70
70
o
5,390
5,744
(-354)
6,653
7,018
(-365)
D/PUBLIC WORKS
809
833
(-24)
797
754
43
1,112
1,129
(-17)
266
227
39
15,223
15,705
(-482)
18,207
18,648
(-441)
D/REAL ESTATE
14
10
4
7
8
(-1)
9
7
2
8
5
3
181
167
14
219
197
22
D/SAVINGS & LOAN
2
4
(-2)
1
1
0
27
26
1
3
3
0
115
125
(-10)
148
159
(-11)
D/STATE BANKING
1
2
(-1)
0
2
(-2)
2
3
(-1)
o
0
0
75
71
4
78
78
o
3/24/72
-6-
TABLE VI - ETHNIC COMPOSITION OF DEPARTMENTS - CONTD.
AGENCY AND
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL EMPLOYEES
DEPARTMENT
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
HUMAN RELATIONS
4,239
3,508
731
2,818
1,967
851
1,266
1,076
190
504
373
131
39,331
40,051
(-720)
48,158
46,975
1,183
D/CORRECTIONS
481
376
105
388
271
117
78
59
19
68
77
(-9)
5,782
5,916
(-134)
6,797
6,699
98
D/HEALTH CARE SERVICES
108
5
103
25
1
24
34
22
12
25
2
23
671
220
451
863
250
613
D/HRD
1,481
1,230
251
1,235
817
418
538
485
53
124
91
33
9,190
8,237
953
12,568
10,860
1,708
D/MENTAL HYGIENE
1,200
975
225
712
494
218
203
159
44
169
127
42
16,461
18,686
(-2225)
18,745
20,441
(-1696)
D/PUBLIC HEALTH
177
163
14
49
48
1
156
144
12
36
16
20
1,355
1,214
141
1,773
1,585
188
D/REHABILITATION
241
224
17
86
71
15
73
59
14
22
16
6
1,532
1,323
209
1,954
1,693
261
D/SOCIAL WELFARE
121
143
(-22)
68
64
4
104
78
26
11
10
1
1,447
1,472
(-25)
1,751
1,767
(-16)
D/YOUTH AUTHORITY
430
392
38
255
201
54
80
70
10
49
34
15
2,893
2,983
(-90)
3,707
3,680
27
RESOURCES
109
156
(-47)
252
274
(-22)
280
323
(-43)
99
122
(-23)
9,618
11,455
(-1837)
10,358
12,330
(-1972)
AIR RESOURCES BOARD
11
11
o
8
6
2
14
14
O
5
2
3
171
99
72
209
132
77
BAY CONSERVATION &
DEVEL COM (INCL BOARD)
1
1
O
o
o
O
1
1
o
o
o
o
10
9
1
12
11
1
COLORADO RIVER BOARD
o
O
o
1
1
0
1
1
0
0
o
o
17
15
2
19
17
2
D/CONSERVATION
24
46
(-22)
81
98
(-17)
29
33
(-4)
34
45
(-11)
3,210
4,016
(-806)
3,378
4,238
(-860)
D/FISH & GAME (INCL
WILDLIFE CONSERV BD)
7
6
1
26
17
9
24
20
4
4
4
0
1,351
1,288
63
1,412
1,335
77
STATE LANDS DIVISION
3
5
(-2)
2
3
(-1)
11
10
1
2
1
1
134
156
(-22)
152
175
(-23)
D/NAVIG & OCEAN DEVEL
0
O
0
1
2
(-1)
5
6
(-1)
0
o
0
56
73
(-17)
62
81
(-19)
D/PARKS & RECREATION
8
12
(-4)
36
38
(-2)
20
21
(-1)
18
20
(-2)
1,721
1,972
(-251)
1,803
2,063
(-260)
RECLAMATION BOARD
o
o
0
o
2
(-2)
1
8
(-7)
0
0
0
13
85
(-72)
14
95
(-81)
STATE WATER RESOURCES
CONTROL BOARD
6
3
3
4
2
2
9
7
2
2
0
2
255
185
70
276
197
79
D/WATER RESOURCES
49
72
(-23)
93
105
(-12)
165
202
(-37)
34
50
(-16)
2,680
3,557
(-877)
3,021
3,986
(-965)
-7-
3/24/72
TABLE VI - ETHNIC COMPOSITION OF DEPARTMENTS - CONTD.
AGENCY AND
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL EMPLOYEES
DEPARTMENT
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
1971
1969
CHANGE
OTHER
617
621
(-4)
308
266
42
495
450
45
99
72
27
8,195
7,928
267
9,714
9,337
377
D/COMMERCE
66
55
11
12
9
3
2
2
0
2
2
0
100
99
1
182
167
15
COM ON TEACHER PREP &
LICENSING
5
O
5
2
0
2
4
0
4
0
O
o
116
o
116
127
o
127
CONTROLLER
29
30
(-1)
13
10
3
67
62
5
11
8
3
429
461
(-32)
549
571
(-22)
COORDINATING COUNCIL
ON HIGHER EDUCATION
2
1
1
0
O
o
1
O
1
1
0
1
31
36
(-5)
35
37
(-2)
COURTS & RELATED OFC
12
6
6
9
3
6
8
12
(-4)
1
1
o
365
285
80
395
307
88
D/EDUCATION
306
313
(-7)
90
78
12
84
80
4
24
20
4
1,753
1,871
(-118)
2,257
2,362
(-105)
OFFICE OF EMERG Svs
4
O
4
2
O
2
4
2
2
2
0
2
99
26
73
111
28
83
EQUALIZATION
43
58
(-15)
57
58
(-1)
109
104
5
11
10
1
2,076
2,111
(-35)
2,296
2,341
(-45)
FINANCE
6
5
1
1
4
(-3)
11
17
(-6)
3
3
O
197
233
(-36)
218
262
(-44)
BD OF GOVERNORS,
COMMUNITY COLLEGES
6
1
5
4
4
O
7
5
2
2
2
O
66
39
27
85
51
34
GOVERNOR & LT GOVERNOR,
4
3
1
5
3
2
4
1
3
0
0
O
151
141
10
164
148
16
& AGENCY SECRETARIES
D/JUSTICE
67
71
(-4)
66
56
10
108
82
26
17
13
4
1,528
1,309
219
1,786
1,531
255
LEGISLATIVE COUNS BUR
1
2
(-1)
1
3
(-2)
4
3
1
o
1
(-1)
135
127
8
141
136
5
MILITARY DEPT
48
61
(-13)
28
20
8
0
O
0
9
6
3
229
222
7.
314
309
5
PUBLIC UTIL COMMISSION
11
10
1
5
5
o
68
67
1
13
5
8
643
687
(-44)
740
774
(-34)
STATE SCHOLARSHIP &
LOAN
1
1
o
5
3
2
3
2
1
0
0
O
46
36
10
55
42
13
SECRETARY OF STATE
4
3
1
3
O
3
4
4
0
o
0
0
116
98
18
127
105
22
STATE TREASURER
1
1
o
4
6
(-2)
4
5
(-1)
2
0
2
62
55
7
73
67
6
OTHER
1
0
1
1
4
(-3)
3
2
1
1
1
0
53
92
(-39)
59
97
(-38)
GRAND TOTALS
7,476
6,910
566
5,215
4,291
924
4,358
4,144
214
1,301
1,116
185
97,295
101,282
(-3987)
115,645
117,741
(-2096)
-8-
3/24/72
Table VII (printed in this report for the first time) compares the ethnic
composition of the State work force with the general population in metropolitan,
mid-metropolitan, and nonmetropolitan counties. The data indicate that the
percentage of Black and Oriental State employees generally reflects the percentage
of the Black and Oriental representation in the community. However, the data also
show that the percentage of Mexican-American and Other Non-White State employees
is substantially less than the community representation of Mexican-Americans
and Other Non-Whites.
TABLE VII - COMPARISON OF 1971 STATE WORK FORCE WITH REVISED 1970 CALIFORNIA CENSUS*
Mexican-
Other
Black
American
Oriental
Non-White
Caucasian
METROPOLITAN COUNTIES
Percent Metropolitan
Population
8.99%
16.00%
2.43%
1.88%
70.70%
Percent State Employees
10.88%
5.38%
4.78%
1.47%
77.49%
MID-METROPOLITAN COUNTIES
Percent Mid-Metropolitan
Population
4.77%
14.82%
1.21%
2.07%
77.13%
Percent State Employees
4.65%
4.41%
4.72%
0.82%
85.40%
NON-METROPOLITAN COUNTIES
Percent Nonmetropolitan
Population
2.88%
14.76%
0.98%
2.54%
78.84%
Percent State Employees
3.03%
3.54%
1.44%
1.04%
90.95%
STATEWIDE
Percent California
Population
7.02%
15.54%
1.92%
2.05%
73.47%
Percent State Employees
6.47%
4.50%
3.77%
1.13%
84.13%
*US Census Bureau, Official 1970 Census.
Table VIII on page 10 (printed in this report for the first time) illustrates the
geographic distribution and ethnic composition of the State workforce in metropolitan,
mid-metropolitan, and nonmetropolitan counties. These data generally reflect the
Statewide trend of increased minority employment as indicated by Table I.
-9-
3/24/72
TABLE VIII - GEOGRAPHIC DISTRIBUTION OF STATE WORK FORCE
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
COUNTY
1971
1969
FROM
'69
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
METROPOLITAN
4,631
4,238
393
2,291
1,846
445
2,034
1,961
73
626
465
161
32,999
33,366
(-367)
42,581
41,876
705
ALAMEDA
744
729
15
181
130
51
265
251
14
71
44
27
3,509
3,205
304
4,770
4,359
411
CONTRA COSTA
118
110
8
30
32
(-2)
10
17
(-7)
12
10
2
620
713
(-93)
790
882
(-92)
Los ANGELES
2,930
2,635
295
1,502
1,230
272
896
888
8
289
238
51
17,189
17,681
(-492)
22,806
22,672
134
ORANGE
56
43
13
182
121
61
27
17
10
19
12
7
3,189
3,210
(-21)
3,473
3,403
70
SAN FRANCISCO
597
593
4
191
171
20
752
720
32
193
130
63
5,124
5,485
(-361)
6,857
7,099
(-242)
SAN MATEO
69
32
37
32
14
18
20
15
5
7
4
3
918
545
373
1,046
610
436
SANTA CLARA
117
96
21
173
148
25
64
53
11
35
27
8
2,450
2,527
(-77)
2,839
2,851
(-12)
MID-METROPOLITAN
1,805
1,637
168
1,709
1,347
362
1,829
1,678
151
319
284
35
33,128
33,113
15
38,790
38,059
731
FRESNO
71
76
(-5)
166
146
20
67
66
1
11
13
(-2)
1,844
2,110
(-266)
2,159
2,411
(-252)
RIVERSIDE
126
117
9
143
100
43
13
6
7
15
15
0
1,572
1,511
61
1,869
1,749
120
SACRAMENTO
1,095
1,086
9
871
747
124
1,697
1,574
123
219
207
12
22,968
23,153
(-185)
26,850.
26,767
83
SAN BERNARDINO
408
287
121
370
251
119
24
12
12
34
24
10
3,913
3,916
(-3)
4,749
4,490
259
SAN DIEGO
105
71
34
159
103
56
28
20
8
40
25
15
2,831
2,423
408
3,163
2,642
521
NON-METROPOLITAN
992
1,035
(-43)
1,180
1,096
84
408
505
(-97)
347
367
(-20)
30,171
34,804
(-4,633)
33,098
37,807
(-4,709)
ALPINE
o
o
o
0
o
0
0
o
o
1
0
1
12
12
O
13
12
1
AMADOR
21
28
(-7)
13
10
3
5
11
(-6)
5
4
1
380
455
(-75)
424
508
(-84)
BUTTE
5
5
0
10
5
5
2
1
1
6
6
o
480
424
56
503
441
62
CALAVERAS
3
1
2
0
6
(-6)
1
1
o
2
2
o
207
305
(-98)
213
315
(-102)
COLUSA
1
1
o
1
1
o
0
0
0
o
0
0
70
36
34
72
38
34
DEL NORTE
0
o
O
0
0
0
o
0
0
1
0
1
46
106
(-60)
47
106
(-59)
EL DORADO
1
2
(-1)
1
2
(-1)
0
1
(-1)
2
3
(-1)
238
293
(-55)
242
301
(-59)
68
30
38
72
32
40
GLENN
1
o
1
2
2
0
1
0
1
0
0
0
HUMBOLDT
0
0
0
2
6
(-4)
0
1
(-1)
11
11
0
797
1,030
(-233)
810
1,048
(-238)
178
6
4
41
36
5
2
2
0
0
2
(-2)
129
155
(-26)
199
(-21)
IMPERIAL
2
-10-
3/24/72
TABLE VIII - GEOGRAPHIC DISTRIBUTION OF STATE WORK FORCE - CONTD.
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
COUNTY
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
1971
1969
FROM
169
INYO
1
0
1
7
3
4
1
o
1
5
4
1
305
281
24
319
288
31
KERN
39
41
(-2)
109
105
4
13
11
2
3
6
(-3)
1,067
1,157
(-90)
1,231
1,320
(-89)
KINGS
9
9
o
7
4
3
O
O
0
3
4
(-1)
82
74
8
101
91
10
LAKE
o
5
(-5)
1
2
(-1)
0
o
O
o
2
(-2)
84
245
(-161)
85
254
(-169)
LASSEN
1
1
0
5
5
0
o
o
0
11
9
2
360
417
(-57)
377
432
(-55)
MADERA
6
4
2
11
14
(-3)
1
o
1
O
O
o
88
149
(-61)
106
167
(-61)
MARIN
19
52
(-33)
10
17
(-7)
11
22
(-11)
3
9
(-6)
517
824
(-307)
560
924
(-364)
MARIPOSA
2
1
1
4
5
(-1)
O
o
O
3
o
3
116
104
12
125
110
15
MENDOCINO
11
11
o
5
2
3
5
2
3
14
22
(-8)
1,045
1,234
(-189)
1,080
1,271
(-191)
MERCED
2
3
(-1)
18
12
6
2
o
2
13
14
(-1)
347
339
8
382
368
14
MODOC
O
o
O
O
o
o
2
O
2
1
2
(-1)
38
39
(-1)
41
41
O
MONO
o
o
O
0
o
O
O
1
(-1)
4
5
(-1)
100
62
38
104
68
36
MONTEREY
53
45
8
84
66
18
10
16
(-6)
13
14
(-1)
1,121
1,079
42
1,281
1,220
61
NAPA
135
136
(-1)
32
32
0
25
18
7
22
25
(-3)
2,360
2,434
(-74)
2,574
2,645
(-71)
NEVADA
o
o
o
2
o
2
1
2
(-1)
0
1
(-1)
158
227
(-69)
161
230
(-69)
PLACER
3
9
(-6)
14
17
(-3)
9
14
(-5)
4
5
(-1)
496
1,201
(-705)
526
1,246
(-720)
PLUMAS
o
O
o
1
0
1
0
0
o
0
o
o
53
75
(-22)
54
75
(-21)
SAN BENITO
1
1
o
0
5
(-5)
1
o
1
0
o
O
26
80
(-54)
28
86
(-58)
SAN JOAQUIN
150
188
(-38)
151
149
2
118
114
4
50
66
(-16)
2,910
3,230
(-320)
3,379
3,747
(-368)
SAN LUIS OBISPO
39
36
3
75
64
11
12
9
3
23
16
7
2,346
2,453
(-107)
2,495
2,578
(-83)
SANTA BARBARA
14
11
3
43
31
12
8
8
0
3
4
(-1)
465
544
(-79)
533
598
(-65)
SANTA CRUZ
o
4
(-4)
10
18
(-8)
3
2
1
1
1
o
278
384
(-106)
292
409
(-117)
SHASTA
6
3
3
5
9
(-4)
3
3
0
11
20
(-9)
1,089
1,139
(-50)
1,114
1,174
(-60)
0
0
0
o
o
O
1
o
1
19
16
3
20
16
4
SIERRA
0
o
0
SISKIYOU
1
1
o
2
1
1
o
0
o
2
4
(-2)
194
247
(-53)
199
253
(-54)
SOLANO
80
61
19
29
12
17
8
8
0
24
10
14
1,315
992
323
1,456
1,083
373
SONOMA
79
91
(-12)
3'+
20
14
21
17
4
19
15
4
2,628
2,712
(-84)
2,781
2,855
(-74)
-11-
3/24/72
TABLE VIII - GEOGRAPHIC DISTRIBUTION OF STATE WORK FORCE - CONTD.
BLACK
MEXICAN-AMERICAN
ORIENTAL
OTHER NON-WHITE
CAUCASIAN
TOTAL
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
CHANGE
COUNTY
1971
1969
FROM 169
1971
1969
FROM 169
1971
1969
FROM 169
1971
1969
FROM 169
1971
1969
FROM 169
1971
1969
FROM 169
STANISLAUS
5
3
2
18
30
(-12)
6
6
o
2
7
(-5)
365
1,089
(-724)
396
1,135
(-739)
SUTTER
3
1
2
3
6
(-3)
4
2
2
0
0
0
149
194
(-45)
159
203
(-44)
TEHAMA
6
12
(-6)
2
3
(-1)
o
2
(-2)
1
1
o
188
311
(-123)
197
329
(-132)
TRINITY
o
7
(-7)
o
7
(-7)
o
1
(-1)
1
1
o
69
127
(-58)
70
143
(-73)
TULARE
115
105
10
180
149
31
77
164
(-87)
32
17
15
2,904
3,362
(-458)
3,308
3,797
(-489)
TUOLUMNE
2
1
1
8
9
(-1)
o
0
o
8
8
0
304
399
(-95)
322
417
(-95)
VENTURA
151
103
48
207
164
43
15
14
1
21
15
6
2,634
2,693
(-59)
3,028
2,989
39
YOLO
2
29
(-27)
13
50
(-37)
3
5
(-2)
5
18
(-13)
288
773
(-485)
311
875
(-564)
YUBA
19
20
(-1)
20
17
3
38
47
(-9)
16
14
2
1,117
1,196
(-79)
1,210
1,294
(-84)
OUT OF STATE
3
o
3
1
o
1
o
o
o
1
o
1
114
75
39
119
75
44
-12-
3/24/72
EMPLOY - Minority
FOR IMMEDIATE RELEASE
For Information Contact
Richard In Camilli
State Personnel Board
801 Capitol Mall
Phone # 445-5291
Results of the State's fifth ethnic census show the number of minority
employees increased by almost 1,900 during the past two years.
The progress toward a racially balanced workforce was made despite an
overall decline of 2,100 in total State employment.
From September, 1969, to November, 1971, the number of black employees
increased by 566, Mexican-Americans by 926, Oriental by 214, and other non-white
by 185.
During the same period, total employment dropped from 117,741 to 115,645,
including full time, part time, seasonal and temporary employees. The number
of minority State employees increased from 16,459 to 18,350 in the same period.
"Considering the generally depressed labor market and the reduction in
the State workforce, we feel we are making progress toward providing employment
and public service career opportunities for minorities," said Richard L. Camilli,
executive officer of the State Personnel Board.
The census shows a continuation of the trend, noted in the 1969 survey,
toward minority employee movement into higher level supervisory and professional
level occupations.
While minority employment increased, minority median salaries were still
below the median for Caucasians.
Camilli said this is partially due to the State's affirmative action
efforts, particularly the Career Opportunities Development program, a
specially designed program to bring disadvantaged persons into public
service through new beginning classes.
(more)
-2-
One result of the program is to depress the median wage of all minority
workers since they represent a substantial segment of the new employees.
During any concentrated period of new hires, there is a reduction in the
average of wages paid to all employees, Camilli said.
Camilli said he could not provide specific details on salaries since the
present reporting system provides only general information. He said the
Board is completing a more sophisticated automated census system, which will
provide more definitive information.
"We do know, 11 he said, "that a number of departments will be asked to
make a greater effort to hire members of the various minorities."
"The Governor, the Legislature, and the Personnel Board are committed
to a strong affirmative action program. We will continue to make every effort
to carry it out, 11 Camilli said.
####
EMPLOYMEN Bob
(MINORITY
PRESS RELEASE
CONTACT:
Mr. Leonard Carter, Regional Director
NAACP, Western Region
(415) 986-6992
Mr. Mario Obledo, Esq.
Mexican-American Legal Defense and
Educational Fund, Inc.
(415) 626-6196
Robert Gnaizda, Esq.
Public Advocates, Inc.
(415) 441-8850
NOT FOR RELEASE BEFORE - 8:30 AM - MARCH 24, 1972 - FRIDAY
STATE GOVERNMENTS' EMPLOYMENT OF BLACKS AND BROWNS REMAINS
DISCRIMINATORY
- BLACKS AND BROWNS SHORTCHANGED OUT OF
21,000 JOBS AND $197 MILLION PER YEAR
Attached to this Press Release is the "Black-Brown Report to the
Governor and Legislature on the just released 1971 Ethnic Census
of State Employees by State Personnel Board. The Black-Brown
Report is prepared by the NAACP, Western Region, Mexican-American
Legal Defense and Educational Fund, Inc., and Public Advocates,
Inc., a non-profit public interest law firm.
The Black-Brown Report documents that California is the Mississippi
of the West to the black community and the Texas of the West to
the Chicano community. Specifically, the Black-Brown Report, re-
lying upon the just completed State Personnel Board Ethnic Census,
shows that despite blacksand Chicanos representing one-fourth
(1/4) of the state's population, (approximately 25%) and despite
the Chicano population of California being the largest of any
state and the black population now being the second largest of
any state, only 6% of the state's employees are black and only 4%
are Mexican-American. The Report shows that at the present
almost non-existent rate of increase of minority employment, the
State Government of California will not be an equal opportunity
employer until 2021 A.D. or not for another 50 years.
Press Release
Page Two
The Report further shows that the disparity of salaries between
blacks and whites has actually widened by 15% and is now $1,824
per annum per state employee. Moreover, the gap in salaries
between Mexican-Americans and whites has actually widened by 42%
and is now $1,668.
The Report documents that the discriminatory practices of the
state government agencies and/or their indifference and gross
under-utilization of minority talent, has resulted in the black
and brown communities being shortchanged out of 21,000 government
jobs (based on population parity) and $197 million per year. Thus,
the cost over the next decade unless specific action is taken by
the Governor and Legislature will be a loss of almost $2 billion
to the black and brown communities.
As a result of the under-utilization of minorities, the Black-
Brown Report recommends that the Governor urge and the Legislature
adopt a "California Plan" modeled after President Nixon's "Phila-
delphia Plan". This plan would require every agency to set specif-
ic minority employment goals.
Leonard Carter, Regional Director of the NAACP, Western Region
said:
"I do not believe that there is any state in the
union, including Mississippi, that has shown less
progress in minority employment than the State
Government of California. In March, 1971 I in-
formed the State Legislature that the State
Government employment practices had the same
result that Mississippi's deliberate discrim-
inatory practices had as to blacks. There is
nothing in the recent Ethnic Census that convinces
me that we were wrong then or we are wrong now."
Mario Obledo, Executive Director of the Mexican-American Legal
Defense and Educational Fund, Inc., stated:
"As far as I can observe, blacks and browns have
an equal chance only in terms of the prison popu-
lation. No where else in state government are we
represented. The present situation constitutes
an emergency and immediate action must be taken
by the Legislature."
*
*
*
BLACK AND BROWN REPORT
TO THE GOVERNOR AND THE LEGISLATURE
ON THE 1971 ETHNIC CENSUS OF STATE EMPLOYEES
"California Remains In Violation Of
Constitutional Guarantees To Minorities"
Prepared By:
NAACP, Western Region
Mexican-American Legal Defense
and Educational Fund, Inc.
Public Advocates, Inc.
Dated:
March 24, 1972 AND
Not For Release Before
March 24, 1972
STATE GOVERNMENT SHORTCHANGES
BLACKS AND CHICANOS OUT OF 21,000 JOBS
AND
$197 MILLION PER YEAR
The California State Personnel Board has released to
us its 1971 Ethnic Census of State Employees (Dated March 24,
1972)
The Report documents that the State Government of
California is the second largest public or private employer in
the state (115,000 employees) and remains the largest under-
utilizer of minority talent.
In 1971 various black and Chicano organizations, in-
cluding the NAACP, Western Region and Mexican-American Legal
Defense and Educational Fund, Inc., filed with the legislature
charges of discrimination in employment by the State Government
of California. Specifically, it was charged that California
was becoming the Mississippi of the West for blacks and the
Texas of the West for Chicanos. That is, despite almost 25%
of the state's population being black or Chicano, only 6% of
the employees were black and only 4% were Chicano.
The State Personnel Board's Report showing the 1971
Ethnic Census of State Employees conclusively shows that the
State Government of California at its present rate will never
become an equal opportunity employer. Moreover, it shows that
a majority of departments within the state system have actually
decreased their number of minority employees and either decreased
or remained stagnant in regard to minority employees. Thus,
California is still the Mississippi of the West to the black
community and the Texas of the West to the Chicano community.
Set forth below is a summary of some of the more
pertinent statistics, all of which were secured from the State
Personnel Board, March 24, 1972 Ethnic Census.
Black Employment Remains The Same
In 1969, blacks constituted approximately 6% of the
state's work-force. In 1971, blacks still remained approximately
6% of the work-force. According to the State Personnel Board
records, the percentage of blacks has actually increased since
1966 by less than one-half of one percent (1/2 of 1%). At the
present rate of increase, California will not be an equal oppor-
tunity employer, even at entry-level jobs, for 25 years or until
1
1997.
(Based on blacks constituting 9% of-the urban work-force.)
Mexican-Americans May Never Be Granted Equal Opportunities
Since 1969, the Mexican-American (Chicano) employment
with the state has risen by less than one percent (-1%) to only
four percent (4%). This limited increase has occurred despite
Mexican-Americans constituting 16% of the state's population
according to the 1970 Census. Therefore, it is estimated that
equal opportunity for Mexican-Americans in State Government
employment will not be reached for almost 50 years, or until
2
2021 A.D.
It should be noted that the percentage of blacks in the
State Government work-force was higher in 1966 than it was
in 1969. The latter figure is the only one submitted in the
State Personnel Board Report.
Based upon Census Bureau projections which show that
Mexican-Americans will be 20% of the state's population by
1980 and 25% by 2000 A.D.
(2)
Blacks And Chicanos Mostly At Poverty Level Jobs
The Personnel Board Report documents that blacks and
Chicanos are generally employed at the lowest level jobs and
that the disparity in salaries between whites, blacks and
Mexican-Americans has actually increased.
A. The disparity between white and black
salaries is $1,824 per annum per
employee on the average. The disparity
in 1969 was only $1,596. Thus, the gap
in salaries between blacks and whites
has actually widened, or increased,
by 15%.
B. The disparity between Mexican-American
and white salaries on the average per
employee is now $1,668. In 1969 it
was only $1,176. Thus, the gap between
Mexican-American and white salaries has
actually widened, or increased, by 42%.
Blacks And Browns Shortchanged Out of 21,000 Jobs
And $197 Million Per Year
If the black and Chicano communities were provided
with equal employment opportunities in accordance with their
percentage of the population, 21,000 additional blacks and
Chicanos would be employed by the State Government and they
would earn an additional $197 million per year. (This is
based on present State Personnel Board statistics for average
salary and total number of employees.) Thus, over the next
decade, unless the recommendations set forth infra., are adopted,
the black and Chicano communities will be shortchanged out of
approximately $2 billion ($1,970,000).
(3)
Recommendations Of NAACP And Mexican-American Community:
President Nixon Supported "Philadelphia Plan"
In March, 1971 various black and Chicano organizations
recommended to the State Legislature that specific population
parity employment goals be imposed upon the State. In October,
1971 the NAACP, Western Region filed a lawsuit in federal court
in Sacramento seeking population parity in employment for
minorities. President Nixon has long urged and imposed upon
labor unions specific minority employment goals in order to
ensure equal employment opportunities. We believe that it is
now time for the Governor to urge and the Legislature to compel
each and every state agency to guarantee equal employment oppor-
tunities at entry and management levels, by agreeing to a
President Nixon type of Philadelphia Plan, hereinafter referred
to as the "CALIFORNIA PLAN." Such a plan will provide 21,000
additional jobs to minorities and at least $197 million in add-
itional earning power.
Our organizations are realistic that such goals cannot
be reached within the next year or two. However, we have previ-
ously submitted to the State Personnel Board (in January, 1972)
our recommendations that approximate population parity could be
"reached within the next six (6) years for the black community
and within approximately the next ten (10) years for the Mexican-
American community. We once again urge that these goals be
immediately adopted.
State Personnel Board Statistics Inflated
It should be noted that in actuality the state's employ-
ment of blacks and Mexican-Americans are, in fact, far lower than
it appears from the statistical reports submitted by the State
Personnel Board. One-fourth (1/4th) of all black and Mexican-
American employees are in a non-job category -- a category
(4)
entitled "sub-professional technical." These non-jobs are known
as "balloon" jobs. They are paid for primarily by the Federal
Government and are not part of the regular state employment
structure. They provide for virtually no opportunity for super-
visory positions and are likely to be the first jobs phased-out
should federal funds be terminated. Thus, in fact, if these jobs
were eliminated, it would be seen that black and Mexican-American
employment decreased from 1969 to 1971.
Specific Analysis - No Change For Majority Of Departments
Although blacks and Mexican-Americans constitute
approximately 25% of the state's population and the black pop-
ulation in California is the second largest black population
in the nation and the Mexican-American population is the largest
Mexican-American population in the nation, a majority of the
State Departments surveyed by the State Personnel Board either
had a decrease or remained stagnant in terms of minority employ-
ment.
1. Twenty-seven (27) of the fifty-nine (59)
departments had fewer blacks in 1971
than in 1969 and ten (10) had no change,
despite blacks being under-represented
in their departments. Thus, 63% (37 of
59) of the departments had a decrease
or remained stagnant as to black
employment.
2. Nineteen (19) departments had a decrease
in the number of Mexican-Americans in
their employ and ten (10) remained stag-
nant. Thus 49% (29 of 59) of the depart-
ments had a decrease or remained stagnant
(5)
2. (Continued)
as to Mexican-American employment
from 1969 to 1971, despite Mexican-
Americans being substantially under-
represented in each and every one of
these departments.
3. Despite Mexican-Americans and blacks
constituting 25% of the state's popu-
lation, only 5% of its law enforcement
officers are black and Mexican-American.
4. Despite Mexican-Americans and blacks
constituting 25% of the population, only
6% of the total administrative staff,
including entry-level jobs, are black
and Mexican-American.
5. Despite blacks and Mexican-Americans
constituting 25% of the state's popu-
lation, only 8% of the craft and trade
positions are held by blacks and
Mexican-Americans.
Specific State Departments
Set forth below are a few examples of the gross under-
utilization, if not discrimination, practiced by various state
departments against blacks and/or Mexican-Americans.
(6)
1.
Department of Agriculture:
Only 1% of its employees is black
(22 of 1,995) and only 2% are
Mexican-Americans (50 of 1,995) .
2.
State Personnel Board:
The very department that, has respon-
sibility for increased minority
employment shows that only 6% of its
employees are black (33 of 554) and
only 3% are Mexican-American (18 of
554) .
3. Veterans Administration:
The very department that should have
the highest percentage of minorities
shows only 2% black (17 of 963) and
only 2% Mexican-American (18 of 963) .
4. Highway Patrol:
chPs
Only 3% of its employees are black
(248 of 7,687) and only 3% are Mexican-
American (268 of 7,687). .
perent w
5.
Department of Consumer Affairs:
Only 3% of its employees are black
(29 of 994) and only 2% are Mexican-
American (21 of 994). -
(7)
6. Department of Conservation:
Only 1% of its employees is black
(24 of 3,378) and only 3% are Mexican-
American (81 of 3,378). Since 1969
the number of blacks has actually
declined by 48% and the number of
Mexican-Americans has actually de-
clined by 17%.
7. Parks and Recreation:
Less than one-half of 1% of its
employees is black (8 of 1,803) and
only 2% are Mexican-American (36 of
1,803) . Since 1969 the number of
blacks has declined by 33% and the
number of Mexican-Americans has
declined by 5%.
8. Department of Water Resources:
Only 2% of its employees are black
(49 of 3,021) and only 3% are Mexican-
Americans (93 of 3,021). The number
since 1969 of blacks has declined by
33% and the number of Mexican-Americans
by 11%.
9. Department of Equalization:
Only 2% of its employees are black
(43 of 2,296) and only 3% are Mexican-
Americans (57 of 2,296). Since 1969
the number of blacks has declined by
(8)
9.
(Continued)
21% and the number of Mexican-
Americans by 2%.
10. Department of Justice:
Even including secretaries, only
4% of its employees are black (67
of 1,786) and only 4% are Mexican-
Americans (66 of 1,786).
11. Public Utilities Commission:
Only 2% of its employees are black
(11 of 740) and only 1% is Mexican-
American (5 of 740). .
12. Franchise Tax Board:
Only 4% of its employees are black
(55 of 1,437) and only 4% are Mexican-
American (52 of 1,437) Since 1969
the number of blacks has declined by
28% and the number of Mexican-Americans
has declined by 18%.
13. Department of Public Works:
Only 4% of its employees are black
(809 of 18,207) and only 4% of its
employees are Mexican-American (797
of 18,207) Since 1969 there has
been a decrease of 42% for blacks and
a decrease of 39% for Mexican-Americans.
(9)
Summary
President Nixon's position on increasing employment
opportunities for minorities should be followed by the Governor
and Legislature. At the present rate, California will not be an
equal opportunity employer for fifty (50) years or until 2021 A.D.
Therefore, it is strongly urged that the Legislature adopt a
California Plan (a version of President Nixon's "Philadelphia
Plan") and compel every state agency with five hundred (500) or
more employees to submit a plan to achieve equal employment oppor-
tunity via the setting of specific minority employment goals.
DATED: March 23, 1972.
Respectfully submitted,
Leonard Carter
Leonard Carter, Regional Director
NAACP, Western Region
Mario Obledo
Mario Obledo, Esq.
Mexican-American Legal Defense
and Educational Fund, Inc.
Robert L. Gnaizda, Esq.
Public Advocates, Inc.
Cmp
OFFICE OF LIEUTENANT GOVERNOR
IMMEDIATE RELEASE
Sacramento, California 95814
Contact:
NO. 94
Jim Woodworth
916/445-7760
October 28, 1971
An Aerospace Employment Operations Center, utilizing a scientific
approach and incorporating aerospace techniques of charting job needs
and job availabilities, will be inagurated November 1, 1971, in the
Department of Human Resources Development (HRD), it was announced
today by Lieutenant Governor Ed Reinecke.
The opening of the Center is the first tangible result of the
recommendations of the Industry Commission on Reemployment of California
Engineers and Scientists appointed by Lieutenant Governor Reinecke to
seek solutions to unemployment in the aerospace industry.
The primary purpose of the Center will be the development of jobs
for unemployed defense and aerospace workers. Secondarily, it will
develop and assist Experience Unlimited chapters throughout the State.
Reinecke said the Center will work with chamber of commerce units,
merchants and manufacturers associations, large employers and employer
groups in order to secure cooperation with operating programs and to
encourage full participation in resolving the problems of these workers.
In addition, the Center will gather and coordinate existing
information about programs proceeding within the State SO there is a
consistent attack on the problem without duplication. "The Center will
provide a centralized repository where current facts about the problem
will be available", Reinecke said, "and where hard data can be obtained
to provide State and Federal officials with information they may need
to evaluate proposals and to promulgate plans to solve the problem.' II
-more-
-2-
The Lieutenant Governor stressed the Center will consider new
ideas and approaches while determining needed modifications of the
proposals which are received. It will then recommend action to the
appropriate authorities.
Finally, it will develop workable job programs from inception to
"model" and structured for immediate implementation by private business
as well as State, Federal or local governmental entities.
The Lieutenant Governor said the Center will be manned, in nearly
all cases, by unemployed aerospace engineers, scientists and technicians,
some of whom may be members of the Experience Unlimited chapters in the
Sacramento area. "Constant evaluation and reporting will be undertaken,
Reinecke said, "to provide the data to HRD, the Regional Manpower
Administration, the Advisory Board and to the Lieutenant Governor."
Reinecke stressed the Center will attempt to stimulate more private
economic development. "The coordinated efforts of many governmental
agencies, my Industry Commission on Reemployment of California
Engineers and Scientists, HRD and Experience Unlimited workers have
brought about this vital move to aid the unemployed in the aerospace
industry. Our combined efforts have won the support of the Federal
Department of Labor through a $193,000 grant to implement the program.
"We think this Center will prove to be valuable in finding new
solutions to this unemployment problem. The Department of Labor agrees.
Now, hard work and innovative ideas are necessary to prove that we are
right," Reinecke stated.
# # #
Emp
coymen,
OFFICE OF LIEUTENANT GOVERNOR
IMMEDIATE RELEASE
Sacramento, California 95814
Contact:
NO. 95
Jim Woodworth
916 445-7760
October 28, 1971
Lieutenant Governor Ed Reinecke today announced he
planned to form a group of volunteer experts to develop plans
aimed toward devising solutions of State and local government
problems through the application of technology.
Reinecke made the announcement in a noon speech at the
NASA-Ames Research Center, Moffett Field, California.
"I plan to call together a small group of highly qualified
persons, representative of industry, Federal, State, regional
and local governments, and the academic community, to develop a
plan and make recommendations that will match the technological
potential with problems at the State and local levels," Reinecke
said.
Reinecke, who was the keynote speaker at an Ames Research
Center-sponsored symposium entitled "Exploring Aerospace Technology
for the Solution of Community Problems," said he hoped to launch
his new project immediately.
"It's my hope," Reinecke said, "the work of this group may
ultimately serve as a basis for a series of seminars in which
technologists can get together with, and talk on the same wave-
length as, the people in government who have the problems."
Reinecke, a professional engineer in private life, told his
audience that "Science today is on the defensive.
(more)
-2-
"This is due," he said, "in part to its successes,
in part to its failures."
Reinecke said the average citizen, awed by science's
flawless performance in placing a man on the moon, "quickly
becomes disenchanted and disgruntled as its apparent inability
to solve such mundane problems as clogged freeways during rush
hour traffic."
He said that while science was influenced by defense and
space policies in the 1950s and 1960s, "It will be shaped in
the '70s and '80s by social and environmental policies."
Reinecke said he believes science and technology would be
the principal tools of civilization for improving the conditions
of man.
He said, however, "it isn't enough for science to define
its goals in a vacuum; its goals must be defined in context
with the goals of Federal, State, and local agencies. =
Reinecke cautioned his audience, however, "A solution to
the technological component of a social problem is adequate only
if it satisfies the requirements of the institutional, political,
legal, and economic dimensions of the problem as well.
"Unless the technology is assessed in terms of the other
components of the problem," he added, "it's likely to remain
unimplemented and fail to 'solve' the problem."
(more)
- -3-
Reinecke said science itself is powerless to improve
the system as are all other individual disciplines, "but
science has the special advantage that it deals in the creation
of goods and services which are the vehicle through which man
experiences his world."
The lieutenant governor told his audience of scientists
that often people doing research and development aren't aware of
the real needs of the people with problems.
He said, for instance, that some technology already is
"available on the shelf" for solving some current problems.
"State and local people with the problems can serve as a
technological 'sink' to absorb and apply the new technologies
already available," Reinecke said.
He said there is a need to shorten the historical time it
takes to get new technologies into the field and working.
# # #
The Unheasenly City
A GUIDE TO HRD MANPOWER, TRAINING, AND SUPPORT PROGRAMS
Program Title
Legislative
Services Provided
and Date
Authorization
and
Persons
Started
(Source of Funds)
Groups Served
Served
Federal-State Em-
Wagner-Peyser Act of
Recruits, tests, refers to
630,039
ployment Service
1933 and Social Security
Training, and places job
New Registrations
System, 1933
Act of 1935.
applicants; enhance the
(non-ag and ag)
employability of disadvan-
1,235,414 Placements
taged persons; provides job
(non-ag and ag)
market information. Serves
FY 1971.
entire labor force.
Work Incentive Pro-
Social Security Act of
Provides employability ser-
Between September
gram (WIN) September
1935. Social Security
vices to employable recipi-
1968 and July 26,
1968
Amendments of 1967.
ents of Aid to Families
1971, there was
Public Law 90-248.
with Dependent Children who
cumulative enroll-
are referred by county welfare
ment of 55,906. AB
departments in 30 counties.
of April 26, 1971,
Places job-ready in employment.
there were 15,682
Provides orientation and individ-
on board and receiv.
ual counseling, remedial educa-
ing services.
tion, vocational and on-the-job
training, work experience and
special work projects to prepare
for employment. After placement,
coaching and other team services
continue three to six months to
ensure job stability. Supportive
services, child care and trans-
portation furnished by county
welfare departments.
MDTA Institutional
Manpower Development
Provides occupational training
13,159 Trainees
Training, August
and Training Act of
or retraining in a classroom
FY 1971.
1962
1962 (Title II).
setting for unemployed and
underemployed persons 16 years of
age and over, at least two-thirds
of them disadvantaged. Eligible
persons receive training, sub-
sistence and transportation
allowances.
(1)
A GUIDE TO HRD MANPOWER, TRAINING, AND SUPPORT PROGRAMS
Program Title
Legislative
Services Provided
Persons
and Date
Authorization
and
Served
Started
(Source of Funds)
Groups Served
Displaced Workers-
Manpower Development
Provides job development and
Cumulative through
Defense Related
and Training Act
occupational training or re-
August 27, 8,300
Industries
(Title II) as amended
training for displaced workers
placed in jobs,
December 1970
1970
in defense related industries
2,800 placed in
training, 9,300
served in Job Find-
ing Workshops and
Orientation.
JOBS Optional (MDTA
Manpower Development
Provides instruction combined
2,479 in Contract
on-the-job training)
and Training Act of
with supervised work at the job-
training through
November 27, 1970
1962 (Title II).
site, under contracts with
April 1971.
private employers for unemployed
and underemployed persons 16 years
of age and over, at least half
of them disadvantaged. Preference
given to persons at least 18
years of age.
Job opportunities in
Manpower Development
Encourages private industry to
9,024 Contract
the Business Sector
and Training Act of 1962
hire, train, retrain and upgrade
Placements
(JOBS) March, 1968
(Title II) and Economic
disadvantaged unemployed and
Cal. FY 1970
Opportunity Act of 1964
underemployed adults and out-of-
(Title IB)
school youth. Promotes temporary
and part-time jobs for in-school
youth 16 through 21. Special
veterans campaign to develop jobs
for unemployed Vietnam era
veterans.
Supplemental Training
MDT Act as amended
Work experience for disadvantaged
Cumulative: 2,000
& Employment Program
persons who have previously
enrollees FY 1972
(STEP) 1970
completed a manpower program with-
in 12 months and who have diffi-
culty finding employment.
MDTA training for
Manpower Development
Provides training, related
Included in MDTA
inmates of correc-
and Training Act
supportive services, job place-
institutional
tional institutions
(Title II), as amended
ment assistance (including bond-
enrollments (120
(Pilot Program),
in 1966.
ing) and follow-up for inmates of
trainees) FY 1971
August 1968
local, State, and Federal correc-
tional institutions whose sched-
uled release follows completion of
training by no more than six
months. Some projects provide
incentive and dependents'
allowances.
(2)
A GUIDE TO HRD MANPOWER, TRAINING, AND SUPPORT PROGRAMS
Program Title
Legislative
Services Provided
Persons
and Date
Authorization
and
Served
Started
(Source of Funds)
Groups Served
Displaced Workers-
Manpower Development
Provides job development and
Cumulative through
Defense Related
and Training Act
occupational training or re-
August 27. 8,300
Industries
(Title II) as amended
training for displaced workers
placed in jobs,
December 1970
1970
in defense related industries
2,800 placed in
training, 9,300
served in Job Find-
ing Workshops and
Orientation.
JOBS Optional (MDTA
Manpower Development
Provides instruction combined
2,479 in Contract
on-the-job training)
and Training Act of
with supervised work at the job-
training through
November 27, 1970
1962 (Title II).
site, under contracts with
April 1971.
private employers for unemployed
and underemployed persons 16 years
of age and over, at least half
of them disadvantaged. Preference
given to persons at least 18
years of age.
Job opportunities in
Manpower Development
Encourages private industry to
9,024 Contract
the Business Sector
and Training Act of 1962
hire, train, retrain and upgrade
Placements
(JOBS) March, 1968
(Title II) and Economic
disadvantaged unemployed and
Cal. FY 1970
Opportunity Act of 1964
underemployed adults and out-of-
(Title IB)
school youth. Promotes temporary
and part-time jobs for in-school
youth 16 through 21. Special
veterans campaign to develop jobs
for unemployed Vietnam era
veterans.
Supplemental Training
MDT Act as amended
Work experience for disadvantaged
Cumulative: 2,000
& Employment Program
persons who have previously
enrollees FY 1972
(STEP) 1970
completed a manpower program with-
in 12 months and who have diffi-
culty finding employment.
MDTA training for
Manpower Development
Provides training, related
Included in MDTA
inmates of correc-
and Training Act
supportive services, job place-
institutional
tional institutions
(Title II), as amended
ment assistance (including bond-
enrollments (120
(Pilot Program),
in 1966.
ing) and follow-up for inmates of
trainees) FY 1971
August 1968
local, State, and Federal correc-
tional institutions whose sched-
uled release follows completion of
training by no more than six
months. Some projects provide
incentive and dependents'
allowances.
(2)
A GUIDE TO HRD MANPOWER, TRAINING, AND SUPPORT PROGRAMS
Program Title
Legislative
Services Provided
Persons
and Date
Authorization
and
Started
(Source of Funds)
Served
Groups Served
MDTA part-time and
Manpower Development and
Provides upgrade training and
Included in MDTA
other-than-skill train-
Training Act (Title II).
training in job-related require-
institutional
ing, last half of 1967
as amended in 1966.
ments, such as communications
enrollments. 2,86
skills. work habits, and inter-
FY 1971.
personal relations for under-
employed persons 16 years of age
and over.
National Registry for
MDT Act as amended
Provide specialized employment
Number of active
Engineers,
assistance to unemployed
registrants as of
January 1971.
professional-level engineers and
July 31, 1971,
scientists. Serves as a Nation-
totalled 11,234.
wide referral service between
job-seekers and employers.
Provides direct referrals of
selected candidates from the
registry to employers. Uses
the computerized LINCS matching
system design. Established by
Department of Labor. Operated
by HRD in cooperation with
National Society for Professional
Engineers and other participat-
ing technical and professional
societies.
LINCS
MDT Act as amended.
A computer assisted Man-Job
Applicants Regis-
Matching System operating in
tered, FY 1971
L.A. and S.F. for the pro-
36,000 L.A.
fessional, managerial, highly
15,000 S.F.
technical occupations. A joint
Department of Labor-HRD Project.
(3)
A GUIDE TO HRD MANPOWER, TRAINING, AND SUPPORT PROGRAMS
Program Title
Legislative
Services Provided
and Date
Authorization
Persons
and
Started
(Source of Funds)
Served
Groups Served
Bonding Project
MDT Act of 1962 as
Originally a demonstration and
183 persons bonded
amended.
now a program of HRD; the Bond-
at time of hire.
ing Project enables HRD to
FY 1971.
arrange bonding for clients who
require it in order to get a job.
Clients who otherwise would not
be hired by employers who re-
quire bondable employees, are
able to become gainfully
employed.
Project Transition,
National Defense Act
Provides counseling, basic
1,541 trained
January 1968
of 1961.
education, skill training, and
FY 1971.
placement assistance in civilian
employment for enlisted person-
nel with approximately six
months of active duty remaining.
Priority given those with job
handicaps. Participation volun-
tary.
Job Corps, January
Economic Opportunity
Assists low-income disadvantaged
FY 1971: 5,810
1965
Act of 1964 (Title 1A).
youth 16 to 21 years of age, who
require a change of environment
to profit from training, to
become more responsible, employ-
able, and productive citizens
through a residential program of
intensive education, skill train-
ing, and related services. For
returnees, placement and sup-
portive services are provided.
Neighborhood Youth
Economic Opportunity
Encourages disadvantaged
3,274
Corps (NYC): In-
Act of 1964 (Title 1B)
youth of high school age (14 to
FY 1970
school, summer, and
21) to continue in or return to
out-of-school pro-
school by providing paid work
grams, January 1965
experience. Emphasis shifting
to job preparation, especially in
out-of-school program limited to
90% 16 and 17 year-old dropouts.
(4)
A GUIDE TO HRD MANPOWER, TRAINING, AND SUPPORT PROGRAMS
Program Title
Legislative
Services Provided
Persons
and Date
Authorization
and
Served
Started
(Source of Funds)
Groups Served
Model Cities, 1966.
Demonstration Cities and
Improves the environment and
Included in other
Metropolitan Development
general welfare of residents of-
program totals,
Act of 1966 (Title I).
designated urban poverty areas
1.e., MDTA, OJT.
having a high incidence of
disadvantaged persons. Usually
includes manpower services.
New Careers first half
Economic Opportunity Act
Prepares disadvantaged adults
188 Enrollments
of 1967. (To be
of 1964 (Title IB),
and out-of-school youth for
FY 1970; 136
absorbed by Public
as amended in 1966.
careers in human service fields
presently employed
Service Careers Program
(e.g., health and education)
with host agency,
during FY 1970)
through work experience, educa-
11 presently em-
tion, and training.
ployed in other
agencies.
Public Service
Economic Opportunity Act
Secures, within merit principles,
New program in
Careers (PSC), early
of 1964 (Title 1B), as
permanent employment in public
FY 1971 - 400
in 1970.
amended in 1966 and Man-
service agencies of disadvantaged,
training opportuni
power Development and
unemployed youth and adults and
ties budgeted. (2
Training Act of 1962
stimulates upgrading of current
WIN clients entere
(Title II).
public sector manpower needs.
PSC through
April 1971.
Experience
None.
A self-help and joint effort
Chapters have been
Unlimited
originated in the Berkeley HRD
established in 25
Office, to assist professional,
local HRD offices.
executive, and managerial person-
By August 1, 1971,
nel faced with long periods of
active members in
unemployment. Weekly chapter
Experience Unlimit
meetings provide an exchange of
ed had in excess o
current information about job
5,000 jobs for its
market, techniques for job
members.
search, and job leads giving
members information that enable
them to find their own jobs. HRD
provides conference and desk space,
telephones, business letterhead
and mailing privilege (indicia).
(5)
A GUIDE TO HRD MANPOWER, TRAINING, AND SUPPORT PROGRAMS
Program Title
Legislative
Services Provided
Persons
and Date
Authorization
and
Served
Started
(Source of Funds)
Groups Served
Emergency Employment
Public Law - 92-54
Provides, during times of high
(Information
Act of 1971 (PEP).
92nd Congress, 531
unemployment, jobs, programs of
not available)
Legislative Authori-
July 12, 1971
public service for unemployed
zation.
persons to assist States and
local communities in providing
needed public services and for
other purposes.
Serves unemployed and under-
employed persons.
Job Bank, 1969
MDT Act as Amended
A computer assisted Placement
All job seekers,
operation which records, updates
employers, and
lists, and controls information
participating
on all job openings received
community agencies
from employers in a labor market
within job labor
area. Operates in 90 labor
markets.
markets within U.S. Since 1969
has operated in San Diego County.
Extended to four other areas in
the summer of 1971; 1.0., Sacra-
mento, Fresno, Bakersfield and
Santa Ana. In Fall of 1971,
Orange County and San Bernardino-
Riverside Counties will be
operational. By latter part of
FY 1972 will be extended to
Los Angeles County and the San
Francisco Bay Area.
California Migrant
Economic Opportunity Act
Migrant farm workers and families
3,000 families
Master Plan, started
of 1964, PL 88-452,
are provided housing, and migrant
are provided
in 1965.
Section 312; California
workers are trained (by "Produc-
housing in 25 mi-
Government Code Sec-
tion Training Corporation") to
grant labor camps.
tion 7100; Section 9613 of
build pre-fab housing units for
HRD Act of 1968 (AB1463).
migrant camps, giving them new
In excess of $2,000,000
job skills and experience work-
for FY 1972.
ing in a factory environment.
Child care centers are operated
by Education and Welfare; medical
care provided through existing
county facilities; dental care
provided by UC interns from 3
mobile units for about 1/3 of
camps; infant care centers
operate in 3 camps.
(6)
A GUIDE TO HRD MANPOWER, TRAINING, AND SUPPORT PROGRAMS
Program Title
Legislative
Services Provided
Persons
and Date
Authorization
and
Started
(Source of Funds)
Served
Groups Served
Food Stamp Work
Food Stamp Act of 1964 as
Registration for work of all food
Approximately
Requirement Provision
amended by Work Require-
stamp applicants who are able to
100,000 additional
to start November 1,
ment Provision of Food
work, and maintain a food stamp
food stamp appli-
1971.
Stamp Act dated January
recipient tracking system in
cants will be refer-
11, 1971.
cooperation with the Welfare
red to HRD offices
Agency. Food stamp applicants
for placement
will be provided full employment
service. Total
services - counseling, testing,
food stamp appli-
referral to jobs, etc.
cants served by HRD
offices estimated
at 436,712 by June
30, 1972.
President's Program
Wagner-Peyser Act of 1933
Increase employment opportunities
Veterans, with
for Veterans, Started
and Social Security Act of
for recently separated (on or
emphasis on those
June 16, 1971.
1935 and Executive Order
after August 5. 1964) Veterans.
separated on or
No. 11598 issued June 16,
Requires all federal contractors
after August 5.
1971
and first tier subcontractors
1964. No estimate
with contracts of $10,000 or more
of number of veter-
to list all job openings to be
ans who will be
filled from outside the company,
placed under this
and which pay less than $18,000
program as program
per year, with public employment
has not as yet
service. Employment service will
generated enough
make every effort to refer
openings to measure
Veterans to these jobs.
impact.
(7)
A GUIDE TO HRD MANPOWER, TRAINING, AND SUPPORT PROGRAMS
Program Title
Legislative
Services Provided
Persons
and Date
Authorization
and
Started
(Source of Funds)
Served
Groups Served
AFDC-U "Employables"-
Permissible within current
Employability services to
All employable
started approximately
Legislation. Federal
employable AFDC-U parents to be
AFDC-U parents in
July 1, 1971.
approval given. No new
provided by team composed of
demonstration
funds.
County Welfare Department staff
counties.
and HRD staff.
Private Employment
$300,000 Grant from office
Funding used to secure place-
2,400 randomly
Agency Project -
of Economic Opportunity
ment services of private employ-
selected welfare
Started August 1, 1971.
ment agencies.
recipients, 1,200
of whom are refer-
red to private
employment agencies
Community Work
Senate Bill 796.
To provide on-the-job work
AFDC-U Fathers and
Experience Program.
Federal approval necessary.
experience with public agencies
FG Mothers without
Project started,
and nonprofit organizations.
need of child care.
November 15, 1971.
Compiled from
information submitted
to Management and
Technical Support
Section.
September 24, 1971.
(8)
NAACP
over
F
NATIONAL ASSOCIATION FOR THE ADVANCEMENT OF COLORED PEOPLE
c
SEVENTEEN NINETY BROADWAY
NEW YORK, N. Y. 10019
212-245-2100
&
Please direct reply to:
Leonard Carter, Director
Region I
995 Market Street
16th Floor
San Francisco, Calif. 94103
415 - YU 6-6992
June 11, 1971
The Honorable Ronald Reagan, Governor
State of California
State Capitol Building
Sacramento, California 95814
My dear Governor Reagan:
You will recall on March 16, 1971, I presented a petition to the
President Pro-Tem of the California State Senate and to the Speaker
of the General Assembly, alleging the under utilization of blacks and
other minorities in State employment. I further charged that I
believed racial discrimination was the prime factor in the failure of
the State to increase the number of its minorities in employment.
Subsequently, a hearing was conducted by the Assembly Committee on
Employment and Public Employees, to determine the validity of the
charges. This committee was chaired by Assemblyman James Hayes, (R.-
Long Beach, California). The hearing was fairly conducted and permit-
ted minority organization representatives, individual minorities and
representatives of the State Personnel Board to present all facts at
their disposal to the committee.
I am enclosing for your information and record, a copy of my original
petition, copy of my testimony presented on April 28, 1971, and a
copy of my summary statement of June 11, 1971. Also, I am enclosing
a copy of a letter I received from Mr. Richard L. Camilli, of the
State Personnel Board, dated May 18, 1971, extending me an invitation
to propose names of persons outside State Civil Service, who might be
interested in assisting to identify possible culture bias in State
examinations. I viewed this letter upon receipt, as a positive move
by the State Personnel Board to re-examine its test and to eliminate
The Honorable Ronald Reagan
-2-
June 11, 1971
culturally bias questions and non-job related questions. The testimony
hearing is full of statements concerning the Willie Griggs VS. Duke
Power Company case where the United States Supreme Court ruled that
non-job related questions in employment examinations were unconstitu-
tional. For an example of how far the courts are moving to compel
increased minority hiring, please note the enclosed decree in the case
of Gerald Carter VS. Hugh Gallagher in Minnesota.
There is a great need for the California State Personnel Board to
immediately address itself to the problem of validating their tests
to insure compliance with the law. There is some technical discussion
in some circles as to whether or not the Equal Employment Opportunity
Commission guidelines are applicable to State employment. I am of the
opinion that they are and if necessary, court action could be initiated
to make this determination. A few days ago, I received in the mail the
enclosed photostatic copy of a State Personnel Board memorandum dated
April 6, 1971, to F.T. from G.G.M. and an examining standard report
which consist of 1969 ethnic census of examinations competitors.
Obviously, this correspondence was to have been circulated only within
California State Personnel Board offices. I was shocked to see the
cold, impersonal analysis of the Willie Griggs VS. Duke Power Company
case. Here is an open admission that the State Personnel Board's
testing programs would be hard-pressed to meet the strenuous burden-of-
proof responsibility outlined in the EEOC guidelines. This report goes
on to recommend that the State make only a minor shift of priorities.
In other words, the decision has already been reached not to validate
State examinations and further to make no effort to comply with the
Supreme Court Decision and finally, perhaps, worst of all, to defend
the status quo.
The Exhibit #B documents that the present Personnel Board's written
examinations discriminate against blacks and Mexican-Americans. Page
1, for example, shows that almost six in every ten (59%) of Anglos who
take the written tests pass. This rate is approximately 50% higher
then for Mexican-Americans or blacks. (Only 41% of all Mexican-Americans
and only 39% of all blacks pass the written test.) On the face of this
it proves nothing perhaps other than that Anglos are better test takers.
However, the accompaning statistic shows that blacks and Mexican-Americans
who pass the written tests have a far higher success rate in the oral
interviews. Assuming no bias in the oral interviews, this means that
blacks and Mexican-Americans who pass the written test are, on the aver-
age, substantially more qualified then whites who pass the written test.
The Honorable Ronald Reagan
-3-
June 11, 1971
(83% of Mexican-Americans and 82% of blacks who pass the written test
are successful in the oral interviews; on the other hand only 75% of
all whites who pass the written test are successful in the oral
interview.)
The most obvious conclusion to be drawn is that a substantial number
of qualified Mexican-Americans and blacks are initially screened out
by non-job related written tests.
Obviously, if the written tests were job related the percentage of
whites who passed the oral interview would be at least as high as for
Mexican-Americans or blacks. (It should be noted, as admitted on page
4, that oral interviews are generally only given to those who
successfully pass the written tests.)
At the very minimum, the State Personnel Board should immediately
eliminate written tests as a screening device for blacks and Mexican-
Americans since its own statistical analysis shows that it is not a
good predictor of success or qualification for the job. Consequently,
blacks and Mexican-Americans should be permitted to secure oral inter-
views even when they are unsuccessful on the written tests. The
combined written and oral score should then be used to determine
qualification.
Governor, I am sure you can understand my dismay upon coming across this
deadly material. My first impulse was to call a press conference and
demand a sweeping investigation of the State Personnel Board and call
for the resignations of all of its members. Such a story would be
sensational and would provide a lot of pluses for the NAACP. However,
my calmer instincts have prevailed and I would rather try once more to
bring this matter to your attention and to the attention of Assemblyman
Hayes, who I believe to be genuinely sincere in his concern of the
problem.
Certainly, a massive validation of State tests will cost substantial
sums of money. The establishment of a strong and effective affirmative
action program in each State department making the success of the pro-
gram the responsibility of the department directors, and his account-
ability directly to you. The State FEPC should be called upon to put
into effect such a program. We black people need a little assurance,
Governor, and renewed faith that equal opportunity in employment can be
achieved in the State of California.
I respectfully request an opportunity to meet with you, Assemblyman
Hayes and such others as you desire to learn from you what course of
The Honorable Ronald Reagan
-4-
June 11, 1971
action, if any, will be initiated.
Sincerely yours,
Leonard H. Carter
Regional Director
LHC:bn
Enclosures
CC: Mr. Roy Wilkins
Atty. Nathaniel Colley
CALIFORNIA STATE PERSONNEL BOARD
4/6/71
MEMO
m:
RI
FT
FROM:
G6M
SUBJECT: Recent Supreme Court Decision on Testing
(Willie S. Griggs vs Duke Power Company)
Congress has placed on the employer the burden of showing that any
given requirement must have a manifest relationship to the employment in
question
"
Chief Justice Warren Burger
BACKGROUND
Title VII of the Civil Rights Act of 1964 outlawed certain broad types of
discriminatory hiring practices. In administering this law, the Equal
Employment Opportunity Commission (EEOC), issued administrative "guidelines"
which delineate specific requirements pertinent to the area of personnel
testing devices including, but not limited to, objective-type written exami-
nations. In short, these guidelines require employers to provide proof that
personnel selection devices are demonstrably related to the actual require-
ments of the work in question. Under the guidelines, statistical data is
given primary consideration, and "expert judgment" in and of itself, is not
considered sufficient evidence of test validity.
In the recent "Griggs vs Duke Power" case, the primary issues were (1) whether
"intent to discriminate" need be established in order to prove an unlawful
practice, and (2) whether the EEOC demands for "proof of relevance" could be
considered as a reasonable interpretation of the Act. In both instances,
and with no dissent, the Court found in favor of Griggs (and the EEOC) and
against the position of the Duke Power Company. In brief, "intent to dis-
criminate" need not be established when de facto discrimination occurs and
where the employer is unable to establish objective evidence of test validity.
A copy of the Court Opinion, together with a copy of the current EEOC guide-
lines are attached.
CONSIDERATIONS
1. To present, State and local governments have been excluded from coverage
under the Civil Rights Act of 1964, with certain exceptions (Federally
funded programs and extensions of the U.S. Employment Service). However,
further attempts to include State and local governments under this Act
appear imminent.
2: For a number of our personnel testing programs, we would be hard-pressed
to meet the stringent burden-of-proof responsibilities outlined in the
EEOC Guidelines. In the interest of economy, many of our tests have been
Memo re: Recent Supreme Court Decision
-2-
4/6/71
on Testing (Griggs VS Duke Power)
developed based on traditional practices, and, to a degree, "expert
judgment". Only in a limited way have we devoted attention to the
kinds of statistical studies placed in primary focus by the EEOC
Guidelines. Further, we have relatively few people on our staff with
the combination of education, experience, and ability necessary to
perform such complex statistical studies in an effective manner. Based
on the limited work we have done in this area, it appears that some of
our testing programs would survive EEOC scrutiny, and others would not.
POSSIBLE COURSES OF ACTION
1. Since we are not now covered by the Civil Rights Act, and may never be,
it may be possible simply to continue our present programs with little
if any changes in priorities. Currently we are functioning very economi-
cally at even less than our budget standard of technical man-hours
per examination administered. If we take this course of action, however,
we should probably initiate inputs at the Federal level aimed at insuring
the continued exclusion of State and local government from the provisions
of the Civil Rights Act. Our best current information suggests that many
reputable private (and local government) employers consider the EEOC.
Guidelines oppressive of legitimate business interests, and that the
action of a major state to "hold the line" would be welcomed.
2. Anticipating either (1) inclusion of State and local government under
the Civil Rights Act or (2) mounting public pressures for similar "proof"
of test validity, we might either (1) request major budget augmentation
for selection program evaluation, and/or (2) make a major shift in priori-
ties such as to provide materially increased capability in this area.
Some private firms as well as some public employers have opted in this
direction, and have added substantial numbers of professional staff members
charged solely with test validation projects on a broad scale.
3. In the face of present uncertain ties, we might make a minor shift of
priorities from our classification and pay activities, aimed at improving
and honing our test evaluation efforts and our capability to improve and
defend our current system. Current budget reductions have of course
already reduced our capability in the classification and pay areas. It
E
is important to consider, however, that some of the mandated budget reduc-
tions in the specific areas of classification and pay have already been
shared by our recruitment and examining functions. It is also of interest
to note that technical time expended per examination has tended to be
decreasing over the past number of years.
RECOMMENDATION
In view of ongoing developments at the Federal level, coupled with our State
Budget considerations, we recommend alternative #3 above as being in closest
accord with the many concerns which pertain.
Memo re: Recent Supreme Court Decision
-3-
4/6/71
on Testing (Griggs vs Duke Power)
REFERENCE SOURCE
Our major source of input on this and related matters has been through the
Technical Advisory Committee on Testing to the State Fair Employment Practice
Commission (T.A.C.T.). Our representation on this Technical Advisory Group
has been continuous since its inception in 196 The Technical Advisory
Committee on Testing (T.A.C.T.) includes broad representation from both
private and public employers throughout California. This group has been
prominent not only in California, but also in Federal circles. Although
the current EEOC Guidelines have to some extent splintered the T.A.C.T. group,
its inputs have been significant in forming the testing guidelines of the
Office of Federal Contract Compliance (OFCC) currently in effect, and are
expected to be further significant in guiding the EEOC in its law-enforcement
activities.
GGM:ak
,
June 22, 1971
Mr. Leonard H. Carter
Regional Director
National Association for the
Advancement of Colored People
995 Market Street
San Francisco, California 94103
Dear Mr. Carter:
Thank you fd: sharing the State Personnel Board material with
me and allowing no an opportunity to comment before making
other use of it.
As X indicated to you in our telephone conversation some months
ago, as specific areas of concern are identified I an anxious
to discuss them with you. I have asked Bob Keyes, my Assistant
for Community Relations, to arrange such a meeting as you have
suggested.
I am pleased to learn, upon checking with the Executive Officer
of the State Personnel Board, that the alternatives suggested
in the April 6 memorandum were not adopted. In fact, indica-
tions are to the contrary. I am pleased to find the State
Personnel Board has already moved into several areas - not
waiting for a legal settlement of the issue surrounding the
applicability of the EBOC Guidelines and the Willie Criggs vs.
Duke Power case. In this regard, I am also assured that the
members of the Board are taking an active and supportive role
in this specific area of concern.
As you acknowledged in your letter, the Personnel Board cur-
rently has in process a review of examination material to
identify cultural bias. In addition, the Board staff has
initiated a comprehensive review of over 100 entry exams con-
cerned with the relevance of material covered and the format
of the tests. Some significant changes in the composition of
written tests are anticipated.
The Board is also reviewing the requirements for entry level
classifications. During the first phase of this review, the
educational requirements of 93 classes were deleted where
experience in addition to education was required.
Mr. Leonard H. Carter
-2-
June 22, 1971
of even more importance according to the State Personnel Board
is the redesign of entry jobs through job restructuring to create
more entry level jobs which require less prior education or
training. This activity as you may be aware is a large scale effort
of the Career Opportunities Development Program initiated by me in
1968 and now operating on an expanded basis with the assistance of
funding from the U. S. Department of Labor.
While these activities demonstrate that the State Personnel Board
is moving forward on a number of fronts in making the State civil
service more responsive to equal opportunity considerations and
is not following as policy the alternatives you cited in your
letter, I believe that our meeting in the near future would be
meaningful to both of us.
Sincerely,
RONALD REAGAN
Governor
RJK:mr
CC: James Jenkins
Earl Coke, Agriculture and Services
Richard L. Camilli, State Personnel Board
NAAC
e
over
NATIONAL ASSOCIATION FOR THE ADVANCEMENT OF COLORED PEOPLE
C
6
SEVENTEEN NINETY BROADWAY
NEW YORK, N. Y. 10019
212-245-2100
2
.
Please direct reply to:
Leonard Carter, Director
Region I
995 Market Street
16th Floor
San Francisco, Calif. 94103
415 - YU 6-6992
June 29, 1971
The Honorable Ronald Reagan
Governor
State of California
State Capitol Building
Sacramento, California 95814
My dear Mr. Reagan:
I wish to acknowledge receipt of your letter dated June 22, 1971
relative to various actions of the State Personnel Board.
I am in the process of preparing to leave for the annual National
Convention of the NAACP, which will be held in Minneapolis,
Minnesota, July 5-9. I expect to return to California during the
week of July 12. I am in contact with Mr. Robert Keyes of your
office and hope to finalize arrangements for a meeting with you
at the earliest possible date.
Sincerely yours,
Leonard H. Carter
Regional Director
LHC:bn
CC: Mr. Robert Keyes
Atty. Nathaniel Colley
Mrs. Virna Canson
Employment
(Veterans)
July 16, 1971
State of California
Department of Human Resources Development
CONTACT: Bill Lawson
800 Capitol Mall
(916) 445-1952
Sacramento, California 95814
FACT SHEET ON JOBS FOR VETERANS
Governor Ronald Reagan has named a statewide task force to
help find jobs for veterans, particularly those aged 20 to 29 coming
home from the Indochina War. He has appointed Gordon Elliott,
director of the U.S. Veterans Administration regional office in
Los Angeles, to head the task force.
The new task force is to work with businessmen, industrial
leaders and government agencies to actively promote job opportunities
for veterans.
Under this new, urgent thrust to place Vietnam veterans in
jobs a key role is to be played by the State Department of Human
Resources Development (HRD), headed by Alan C. Nelson, Director,
and the Department of Veterans Affairs, Frank D. Nicol, Director.
"All of our HRD employment service offices throughout
California as well as all our rural manpower services offices are
to participate in this new thrust to help veterans," Nelson said.
Nelson announced Friday, July 16, 1971, that HRD had received
an allocation of 38 new temporary positions to fill with persons
who are to be designated Veterans Aides.
He said those appointed to these positions would have the
primary function of finding job openings and job training
opportunities for returning veterans.
(more)
-2-
"These new positions," Nelson said, "are to be filled by
Vietnam-era veterans (military service after August 4, 1964, with
other than a dishonorable discharge)."
Nelson said these new Veterans Aides positions would be
filled shortly, and that 21 of them are to be located in various
Southern California cities and 17 are to be assigned to HRD employment
service offices in Northern California.
"These positions will be used for six months to a year and
the persons occupying them are to be used solely to help place
veterans in jobs," Nelson said.
Jobs For Veterans Guidelines
A requirement has been placed upon all agencies and contractors
doing business under federal government contracts that they must
list all their job openings with HRD's employment service offices.
The requirement doesn't compel these agencies and contractors
to hire through the state's employment service, but it's expected
to greatly expand the number of job openings available to veterans.
Nelson, HRD's director, said under this federal requirement
some one million jobs are expected to be listed with employment
service offices throughout the nation of which about 100,000 would
be generated in California.
Characteristics of Veterans
Estimated 3,000,000 veterans in California, more than 10
percent of the Nation's total. Estimated 2,750,000 are in the
California civilian work force, either employed or actively seeking
employment.
(more)
-3-
Vietnam-era veterans under age 30
It is estimated that 453,000 of these young veterans are
in the California labor force and that 49,000 of them, or about
10.8 percent, were unemployed during the quarter ending March 31,
1971. Among nonveterans in the under 30 age group, the unemployment
rate was about 8.4 percent.
Minority veterans constitute about 25 percent of the California
total for the Vietnam era. There may be a number of reasons that
the unemployment rate is higher among young veterans than among their
nonveteran counterparts. The fact the veteran has been separated
from the military usually means he is unemployed. Only a few
veterans step immediately into civilian jobs.
Programs and Plans
HRD already has a built-in link with dischargees, who fill
out Veterans Employment Service forms which are relayed to state
employment offices in their home areas. HRD veterans employment
representatives then contact the returnees, inviting them in
for help.
HRD field offices throughout the State provide direct
employment services for veterans. Each of these offices has a
Veterans Employment Representative (VER) who devotes his full time
to helping veterans. Earlier this year these VERs were beefed up
in 18 cities with an additional 52 persons designated Assistant
Veterans Employment Representatives. Shortly, as stated earlier,
still another 38 persons as Veterans Aides are to be added to
HRD's Jobs for Veterans effort.
(more)
-4-
Services Offered
1. Job Placement. By law and policy, qualified veterans
registered with HRD receive priority in referral over
nonveterans and qualified disabled veterans receive
preference over all others.
During 1970, more than 82,000 veterans were found jobs
through HRD. This is 42 percent of the total male
non-agricultural placements of 196,555. Veterans made
up 26.5 percent of HRD's total non-ag placements (male
and female) for the six months ending December 31, 1970.
In that period, California HRD offices placed 35,919
veterans in non-agricultural jobs. This was over
18 percent more than the next nearest state. This year
through May, HRD placed an additional 35,501 veterans.
Of course most veterans, like other applicants, find
their own jobs through direct contact with employers
and through the help of friends and relatives. HRD
is the largest single source of qualified veteran
applicants seeking employment.
2. Job Counseling. Federal law entitles returning
veterans to reinstatement in their old jobs with the
seniority, status, and rate of pay they would have
attained had their employment continued without
military interruption.
(more)
-5-
3. Job Training. For the six months ending with April
1971, there were 4,242 veterans enrolled in special
programs. There are 188,828 California veterans
currently enrolled in training and educational
courses in which the Veterans Administration grants
financial assistance. 47,069 in institutions of
higher learning; 93,464 in community colleges;
32,613 in vocational objective courses; 8,045 in
on-the-job and apprenticeship training; 3,613 in
high school.
Unemployment insurance for ex-servicemen is available to
newly released veterans who are unable to find employment. In the
calendar year 1970, approximately 69,000 new veterans received
some payments from this source, an increase of 53 percent over the
approximately 45,000 for 1969.
Human Resources Development and other agencies are
participating in the President's Jobs for Veterans Campaign. A
sufficient number of job openings has not yet developed.
Some local Task Forces have already been formed, and various
veterans' organizations are active participants. Some of these
local Task Forces have assisted in staging Job Marts for Veterans
to bring employers and veterans together on an areawide basis.
More of these Job Marts and other promotional efforts are planned.
(more)
-6-
HRD is keenly aware that more needs to be done. Possibly
the veterans groups could increase their efforts for local
publicity and community awareness of the employment and other needs
of returning veterans. More involvement of the private sector is
needed.
Many field offices of HRD have active Veterans Employment
Committees composed almost entirely of members from the major
veterans organizations. Similarly, regional committees serve in
HRD's Northern and Southern Regions. A statewide Veterans Employment
Committee meets semi-annually. These Veterans Employment Committees
serve as advisory committees to HRD on a voluntary basis.
It is a fact that drug usage occurs in today's military.
However, this has been overpublicized and is working to the
detriment of many innocent young veterans.
No cause for fear -addicts don't seek work. A heroin habit
is so expensive to maintain that an addict does not seek a job to
support it. At the current price of heroin in the United States
an ordinary job does not provide the money to purchase it.
end
State of California
Memorandum
Jam Jukins
To : Those concerned
Date : May 13, 1971
file
Subject: Impact of hiring
freeze
From : Governor's Office
Attached is an estimate of vacant positions and projected
savings resulting from the current hiring freeze. You will
note that the estimate of vacant positions was reported on
March 1. Savings are estimated for the period to March 1
and, again, to June 30. You should find this information of
interest. I have the breakdown by department for each of the
6 categories listed.
Jim Crumpacker
Cabinet Assistant
to the Governor
AN ESTIMATE OF VACANT POSITIONS AND ASSOCIATED SAVINGS
RESULTING FROM HIRING FREEZE (GENERAL FUND ONLY)
Summary
12/1/70 - 3/1/71
12/1/70 - 6/30/71
No. Positions
Savings
No. Positions
Savings
General Government
139
210,589
139
490,672
Agriculture and
Services
202
485,806
202
1,106,619
Business and
Transportation
60
198,016
59
342,538
Resources
53
96,228
53
224,211
Human Relations
454.4
657,678
749
1,823,330
Education
565.5
1,230,910
565.5
2,868,480
1,473.9
2,879,227
1,767.5
6,855,850
State of California - Human Relations Agency
January 22, 1971
DEPARTMENT OF HUMAN RESOURCES DEVELOPMENT
800 Capitol Mall, Sacramento 95814 (916) 445-1952
HRD NR - 548
IMMEDIATE RELEASE
A review of California's employment and unemployment figures for
1970 and a look at some of the people and occupations behind the
figures was issued today by the Department of Human Resources Development.
The department, one of nine in the Human Relations Agency, has the
major responsibility for helping the unemployed get and keep jobs. Its
director is Gilbert L. Sheffield.
The report notes that employment in California last year averaged
8,091,000, topping by 75,000 the previous record set in 1969. Job gains
in services, government and trade more than offset the job losses in the
defense and aerospace industries.
Unemployment averaged 520,000 in 1970, up by 148,000 from the 1969
level to produce an over-the-year average rate of 6.0 percent. The
1969 rate was 4.4 percent.
The civilian labor force was up by 223,000, or 2.7 percent from
1969, to an average of 8,611,000. This may be compared with an increase
during 1969 of 298,000, or 3.7 percent.
Seven out of every ten people unemployed in 1970 were covered by
unemployment insurance, says the report. Those not protected were new
entrants into the labor force, the self-employed, and some in occupations
not covered by unemployment insurance -- mainly state and local government,
farm and domestic workers.
(more)
HRD NR - 548 (page 2)
The number of unemployed who claimed these UI benefits went up
by 86 percent between October 1969 and October 1970 (latest figures
available). Compared with that overall increase, claims filed by
specific occupational groups associated with the aerospace and defense
industries showed greater increases.
For example, the number of unemployed professional, technical and
managerial workers who filed claims in this period rose from 16,573 to
34,378, an increase of 107 percent. Within the professional group, the
number drawing UI benefits in the architecture and engineering group
rose from 3,801 to 12,087 (218 percent) and in the mathematical and
physical science group claims rose from 671 to 1,926 (187 percent).
However, the report points to the fact that these numbers represent
a very small proportion of the claims. By far the largest numbers were
in the industrial, clerical and other occupations, where the increase
was from 106,886 to 194,687, an increase of 82 percent. This is
4 percent lower than the annual average.
Regarding job opportunities, the report says that a few occupations
continue to be short-handed even during a period of rising unemployment.
A summary of seven major labor market areas shows a continuing shortage
of qualified applicants for such jobs as dental hygienist, dietician,
nurse, physical therapist, insurance salesman, typist (60 WPM), auto
mechanic and various types of servicing and repair occupations.
(more)
HRD NR - 548 (page 3)
In other jobs, says the report, although the short-range outlook
is currently affected by transitional adjustments to the change caused
by the curtailment of defense and space-related contracts, the long-term
opportunities are still good, even for aeronautical engineers, for example.
The department's labor analysts base this prediction on statistical data
provided by the U.S. Department of Labor, projected over the next 5-10
years.
Meanwhile, as previously reported, the department is developing a
broad and diversified mixture of manpower training programs to meet
critical needs in the professional and technical occupations hardest hit
by the economic downturn. This includes the allocation of $9 million for
special help in the counties of Los Angeles, Orange, Santa Clara and
San Diego.
The special needs of the poor, the disadvantaged and the unemployable
were a major concern of HRD Department during 1970. Of the total of
315,000 persons placed in jobs by the department in 1970, more than 50,000
were classified as disadvantaged and more than 100,000 were members of
minority races.
Special attention was also given to the needs of veterans and more
than 82,000 were found jobs by HRD Department during 1970. This was
42 percent of the total male placement figure of 196,555. Other special
categories who were found jobs were the handicapped (3.7 percent), older
workers (19.2 percent) and youth (32 percent).
In addition to the above, the department's Farm Labor Services
Division recorded 1,255,000 placements in 1970, most of which were
seasonal jobs.
# # #
Employment
RR AND LABOR
As a former six-time President of the Screen Actors Guild and a labor
leader who guided his union's only strike in its history, Ronald Reagan
understands labor's side of the bargaining table. He is a strong believer
in free collective bargaining.
During the Reagan administration, the State has achieved a number of
spectacular gains for the working men and women of California, including some
goals labor has long sought. And while inflation has nullified some of the
fiscal benefit, more Californians are employed today at higher-paying and
safer jobs than at any time in its history.
EXAMPLES:
EMPLOYMENT
--Under RR, total employment in California has reached all-time high
(8,193,000 in June 1970, UP 100,000 over same month in 1969).
--RR has worked vigorously to help bring new industry to California and to
revitalize existing industries such as aero-space which have suffered in
recent years because of defense and aerospace contract shifts from California
to Texas, Massachusetts and New York.
--RR vigorously supported successful effort to bring the B-1 bomber contract
to California, thereby insuring 43,000 jobs in California aerospace industry.
He is working closely with Senator Murphy and Administration officials to see
that California firms receive fair consideration in award of aerospace and
defense contracts.
UNEMPLOYMENT
--Unemployment during the first 42 months of RR administration averaged only
4.7%. During previous administration (1959-67), unemployment averaged 5.8%.
During 68-69, unemployment down to 4.4%, lowest monthly average for California
in more than a decade.
-Unemployment figure reached a high point of 5.9% in May and June under RR.
The State's unemployment rate averaged that percentage or HIGHER for six of
the last seven full years of the previous administration. The high point in
the previous administration was 7.1% in May 1961.
LABOR GAINS UNDER RR
During RR administration, California has:
-Raised workman's compensation benefit from $70 to $87.50 per week through
bipartisan legislation signed and supported by RR.
--Raised minimum wage rates for women and minors from $1.05 and $1.35 per hour
to $1.65 per hour--all-time California high.
--Secured return of more than S4 million to workers for non-payment of wages--
an amount larger than all other state combined
--Established new records in the number of registered apprentices. At the end
of December 1969, California had 27,134 registered apprentices--more than any
state in nation and almost 5,000 more than in previous year. Increased
minority group apprentices to 16.8%, compared to national average of 7.7%.
-Paid work injury claims 7 per cent faster in 1969 than in previous year
in uncontested cases and 17 percent faster in contested case.
--Expanded Industrial Safety Board meetings to give the working public closer
contact with the board.
-Adopted California's first safety regulations to government amusement rides
and carnivals.
2.
INDUSTRIAL SAFETY
During RR administration, California:
--Established an all-time record LOW industrial injury accident rate (30.8
disabling injuries per 1,000 workers) in 1967.
--Set the 2nd lowest rate of 30.9% in 1968.
--In 1969, the last complete year of RR, rate was 31.6%- same rate as during
previous administration's last year in office.
--RR's three full year average of 31.1 is an all-time record low average
industrial injury despite economies in administrative overhead and
employment of record number of apprentices and less experienced workers
(group most prone to accidents).
LOWEST DEATH RATE, TOO
--Contrary to claims of some, under RR the number of industrial deaths per
10,000 workers has DECLINED-rate has averaged 1.06 in RR's first 40 months.
--During Brown's last four years (63-66), death rate averaged 1.22.
--Industrial death rate per 10,000 workers was: 1.19 in 1963; 1.29 in 1964;
1.22 in 1965 and 1.18 in 1966 under Brown.
--Under RR, death rate DROPPED to 1.06 in 1967-a new LOW. Rate was only 1.10
in 68 & 1.10 again in 69. Despite administrative economies, death rate is
running at an estimated rate of only 1.00 for first four months of 1970--that
would be all-time low!
LABOR APPOINTMENTS
--Appointed and reappointed well-known labor leaders to important state posts,
including among many others:
-George Smith of the Electrical Workers as Deputy Director of Industrial
Relations.
Virgil L. Collins of United Auto Workers, Local 216, to Industrial Safety
Board.
Don Blewett of Western Conference of Teamsters to Unemployment Insurance
Appeals Board.
Albert G. Boardman of Operating Engineers, Local 3, to Workman's Compensation
Appeals Board.
-Reappointed C. L. Dellums, Brotherhood of Sleeping Car Porters, to Fair
Employment Practice Commission, Democrat Civil Rights Leader.
--Ben N. Scott of Retail Clerks to Board of Directors of California Community
Colleges.
Employment
EMPLOYMENT and
Postage and fees paid
Employment Security mail
UNEMPLOYMENT
in CALIFORNIA
Ronald Reogan, Governor
Human Relations Agency Lucian B. Vandegrift, Secretary
Departments of
Industrial Relations
Human Resources Development
William C. Hern, Director
Gilbert L. Sheffield, Director
NUMBER 195
800 CAPITOL MALL, SACRAMENTO
OFFICIAL BUSINESS
JULY 1970
EMPLOYMENT
SUMMARY
California civilian employment this July
general merchandise firms accounted for close to half of the over-the-
totaled 8,132,000, above the year-earlier
year addition. The major rise between June and July occurred in
level by 61,000, or 0.8 percent. Largest gains over the year occurred in
agricultural-related activities in the wholesale segment.
services and trade.
The usual midsummer lull resulted in a decline in total employment
AGRICULTURE,
Employment in agriculture, forestry, and
of 51,000 between June and July, slightly more than the normal reduc-
FORESTRY, AND
fisheries declined by 18,000 over the
tion at this time of year. Triggered by the end of the school term, the
FISHERIES
month to 342,000 in July and compared
main over-the-month cutback occurred in government.
with 349,000 in July 1969. Form employ-
ment totaled 315,000 in July, a drop of 17,000 from CI month earlier.
MANUFACTURING
Employment in manufacturing totaled
Completion of the cherry harvest and orchard thinning, as well as sea-
1,612,000 this July, fewer by 103,000
sonal declines in strawberry picking, cotton chopping, vineyard pre-
than 12 months ago. From June, jobholders increased by 2,000, some-
harvest activities, and potato harvesting accounted for the larger
what short of the seasonal norm.
employment declines. Employment goins were recorded in the peach,
Accounting for a major portion of the year-to-year loss, the aero-
tomato, apricot, plum, cucumber, and pear harvests.
space monufacturing complex (aircraft, electrical equipment, ordnance,
Over the year, farm employment fell by 7,000. Most of the decline
and instruments) numbered about 491,000 in July, off by 78,000 from the
was attributable to the apricot harvest. The apricot crop was lighter
July 1969 level. Additionally, however, 0 number of other industries
and earlier than last year's, and because of a heavy carry-over from
contributed to the loss from July a year ago in manufacturing. Among
1969, canners showed little interest in purchasing this year's crop.
those groups with fewer workers this July than last were primary and
Employment also fell below the year-ago level in potato harvesting.
fabricated metals, canning, shipbuilding, machinery, and lumber.
A majority of the manufacturing industries registered employment
declines between June and July, led by the aerospace complex. The
OTHER INDUSTRIES
After dipping below the year-ago level
principal gains occurred in conning, although this increase was rela-
in June, CONSTRUCTION employment
tively small for this period, and in furniture, which was boosted by a
at 378,000 this July matched the prior-July level but only because
strike settlement.
sizable trade dispute a year ago had reduced employment then. /
smaller-scale strike this July was a contributing factor in the shrinkage
GOVERNMENT
Public employment dropped to 1,390,000
of 2,000 from June. Both TRANSPORTATION-UTILITIES, with employ
in July, 65,000 fewer than in June and
ment of 496,000 in July, and FINANCE-INSURANCE-REAL ESTATE
31,000 above a year ago.
with 428,000, established new records.
Major contraction from June came in education with the layoff of
nonacademic personnel of the close of the school year. The Federal
EMPLOYMENT
segment also moved down when the remainder of the short-term workers
8.5
on the 1970 Census went off the payroll. A portion of the total over-the-
month reduction in government was offset by gains in other jurisdictions
8.4
as 0 result of summer job and recreation programs and the settlement of
a trade dispute in a transit district.
8.3
Growth from July 1969 stemmed chiefly from public education and
county government. The reduction in defense jobs held the Federal
82
sector well below the prior-year level.
8.1
SERVICES
With a record 1,696,000, employment in
1969
services tapped June by 14,000 and July
8.0
1970
a year ago by 60,000 the largest month-to-month and year-to-year
rises of any of the major industries. Main climb from June was tied to
7.9
summer job programs in the nonprofit organization group. In terms of
7.8
over-the-year growth, medical services continued to dominate.
77
TRADE
Total employment in wholesale and retail
trade reached 1,757,000 this July ,56,000
0
more than a year ago and 8,000 above June. Eating-drinking places and
jan feb mar opr may june july aug sept oct nov dec
FOR FURTHER INFORMATION
EMPLOYMENT
UNEMPLOYMENT
Division of Labor Statistics and Research
Research and Statistics
Department of Industrial Relations
Department of Human Resources Development
04102
800.Cenitel elifernic 95814
SEASONALLY ADJUSTED UNEMPLOYMENT RATE
%
8
8
8
8
7
7
6
6
1970
5
5
4
1969
4
3
3
0
0
1961
1962
1963
1964
1965
1966
1967
1968
1969
1970
fmam
asond
UNEMPLOYMENT
Unemployment totaled 558,000 in July, up by 171,000 from July
ment rate was 6.2 percent in July, up from 6.0 percent in June and 4.4
1969. Seasonal influences usually reduce unemployment between June
percent in July 1969.
and July. This year, however, the total rose by 15,000 as unemployment
continued to reflect the sluggishness in the economy and layoffs in
LABOR MARKET TRENDS
aerospace.
July unemployment rates were below the State average in the Los
Of the total unemployed, 262,000, or 47 percent, filed claims for
Angeles-Long Beach, San Francisco-Oakland, Son Diego, Son Jose,
regular State unemployment insurance during the week ending July 24,
San Bernardino-Riverside-Ontario, Sacramento, Santa Barbara, and
1970. By industry division 40 percent of the claimants were previously
Vallejo-Napa labor market areas.
employed in manufacturing, 18 percent had been employed in services,
The adjusted unemployment rate in the Los Angeles-Long Beach
16 percent were trade workers, 14 percent had worked in construction,
area was 5.8 percent in July, up from 5.6 percent in June and 4.0 per-
and 12 percent were distributed among the several other insured indus-
cent in July a year ago. The San Francisco-Oakland area seasonally
fries. Insured unemployment increased by 19,900 between June and
adjusted unemployment rate, at 5.1 percent was above both the June
July. Sizable increases were recorded for construction, trade, and
rate of 4.9 percent, and the July 1969 rate of 3.9 percent.
manufacturing workers.
At 6.3 percent, the Anaheim-Santa Ana-Garden Grove Labor Market
The number of insured unemployed rose by 108,000 from the July
Area seasonally adjusted rate was above the 5.8 percent rate of June
1969 total. Increases from a year ago were registered in all major in-
and the 3.9 percent rate of a year ago. In the San Diego area, the sea-
sured industry divisions. Manufacturing and construction accounted for
sonally adjusted unemployment rate was 5.6 percent, the same as the
the larger goins.
June rate, but above the July 1969 rate of 3.7 percent.
The adjusted rate in the San Jose area was 6.1 percent in July, up
from the June rate of 5.3 percent, and also above the 4.0 percent rate
LABOR FORCE
of a yeor ago. In the San Bernardino-Riverside-Ontaria area, the ad-
justed rate, at 6.0 percent, was up from the 5.9 percent June rate, and
The civilian labor force, consisting of the employed and unemployed
the 4.5 percent rate of July 1969.
available for work and seeking work, totaled 8,690,000 in July, com-
Among the remaining major labor market areas of the State, all had
pared with 8,458,000 in July 1969. The seasonally adjusted unemploy-
unemployment rates above the year ago levels.
ESTIMATED CIVILIAN EMPLOYMENT AND UNEMPLOYMENT IN CALIFORNIA
(thousands)
Industry and work
1969
1970
status
June
July
Aug.
Sept.
Oct.
Nov.
Dec.
Jan.
Feb.
Mar.
Apr.
May
June
July
(prelim.)
Employment
8,093
8,071
8,118
8,178
8,116
8,061
8,116
7,945
7,934
8,004
8,032
8,099
8,183
8,132
Agric., forestry, and
fisheries
361
349
371
398
336
283
279
269
267
278
299
337
360
342
Mineral extraction
34
34
35
34
34
34
33
33
33
33
33
33
33
33
Construction
b
382
378
352
379
386
383
376
355
352
365
372
377
380
378
Manufacturing
1,699
1,715
1,761
1,760
1,715
1,690
1,673
1,645
1,633
1,641
1,631
1,613
1,610
1,612
Transportation and
utilities
483
487
488
486
484
481
481
475
474
477
463
465
488
496
Trode
1,690
1,701
1,704
1,706
1,710
1,729
1,793
1,708
1,694
1,702
1,713
1,727
1,749
1,757
Finance, insurance, and
real estatec
409
412
415
413
414
415
417
418
420
422
424
424
426
428
Services
1,624
1,636
1,640
1,633
1,634
1,635
1,643
1,633
1,643
1,653
1,660
1,668
1,682
1,696
Governmentd
1,411
1,359
1,352
1,369
1,403
1,411
1,421
1,409
1,418
1,433
1,437
1,455
1,455
1,390
Unemployment
389
387
380
327
316
373
376
458
514
482
438
472
543
558
Civilian labor force°
8,482
8,458
8,498
8,505
8,432
8,434
8,492
8,403
8,448
8,486
8,470
8,571
8,726
8,690
Unemployment rate:
Seasonally adjusted
4.4
4.4
4.6
4.7
4.6
4.6
4.4
4.8
5.0
5.1
5.5
5.9
6.0
6.2
Unadjusted
4.6
4.6
4.5
3.8
3.7
4.4
4.4
5.5
6.1
5.7
5.2
5.5
6.2
6.4
Q Includes wage and solary workers, employers, own-account workers, and unpoid Family workers. Excludes workers directly involved in work stoppages who received no pay for the
payroll period which includes the 12th of the month.
b Includes construction contractors and operative builders and their employees. Excludes force-account and government construction workers.
c Excludes operative builders and their employees.
d Includes all civilion employees of Federal, State, and local governments, regardless of the activity in which the employees ore engaged.
o Excludes the potential or lotent supply of workers not active in the labor market and workers directly involved in work stoppages.
State of California
Memorandum
To
Date:
: Legislative Unit
January 31, 1968
Subject:
ISSUE: Position on Calif. Job Development Corporations (AB 109 - Campbell)
From
: Business and Transportation Agency
Office of the Secretary
1120 N Street, Sacramento, (916) 445-1331
FACTS: Assemblyman Campbell has introduced AB 109 which authorizes creation
of Calif. Job Development Corporations (Cal Job). New York and 22
other states have similar legislation.
Purpose is to assist business development, thereby creating more jobs by pro-
viding a credit source "not otherwise readily available". Aimed at depressed
area investment and minority employment.
Bill in summary form:
1. Allows any 25 residents to form corp. -- subject to approval of Gov.
2. Provides for financial institutions (Banks, Insurance Cos., etc. ) to become
members of corp. by pledging to lend corp. funds up to 2% capital plus
surplus or $250,000, whichever less.
3. Corp. has 16 directors -- 12 elected by members from 12 described state
economic regions - 2 by stockholders - ex officio Directors Employment and
Industrial Relations.
4. Corp. can incur obligations up to 10 times capital and surplus or $50 millior
whichever greater.
5. Loan committee set up in each region to screen loan applications which
must be approved by Directors.
6. Applicants must show prior refusal by financial institution (purpose to
avoid compeitition).
DISCUSSION: Provides vehicle for permitting high risk loans - purpose stated
broadly not tied expressly to high risk loans or distressed areas.
Minority consultant states N.Y. Bus. Dev. Corp. has supported and created
40,000 jobs over 13-year period - Kansas 3,000 jobs in 2 years. N.Y. law aimed
primarily at new corps. - not necessarily high risk - minority jobs only
derivative effect.
Goal of bill laudible and supportable uses private sector - not directly
competitive - broad membership base minimizes misuse of loan funds on
ill-conceived projects.
CONCLUSIONS AND RECOMMENDATIONS: Gov. could support bill's concept and goal -
Smlm
without endorsing specifics of bill.
GORDON C. LUCE, Secretary of
Business and Transportation
THE CALIFORNIA JOB DEVELOPMENT CORPORATION (CALJOB)
Need
Growth of job producing small and medium size business is
essential to the stability and future prosperity of California.
Conventional financial institutions do not now provide sufficient
needed capital to finance small or medium size business development or
expansion, especially in poverty areas. These existing or prospective
businesses need working capital to buy machinery, modernize or expand
and in some cases do not have long enough earnings records or sufficient
collateral to satisfy the requirements of conventional lenders.
Many worthwhile and potentially profitable small business ventures
can't grow or even "get off the ground," because their need for capital
can't be met by conventional means. Loans by CALJOB could stimulate
additional loans by banks or the federal government.
This needed capital can and should be provided by existing private
financial institutions.
Summary of Proposal
This bill provides for creation of a California Job Development
Corporation (CALJOB) to pool private risk capital and make loans for
small and medium size business growth. It would not compete with
existing financial institutions or require use of taxpayers funds but
could help attract new business to California.
Financing of the JDC is accomplished through the stockholders
and members. The stockholders, consisting of companies, groups, and
individuals interested in the economic well-being of California,
supply the equity capital when they buy shares of the corporation.
The members, consisting of those financial institutions interested,
2.
pledge that a maximum of 2% of their capital and surplus will be
available to loan to the corporation when needed. CALJOB would then
reloan this money to applicants at an interest rate sufficient to
cover expenses and provide for a "possible loss fund."
This enabling legislation provides that California shall be
divided into twelve economic regions with its own loan committee,
familiar with the needs of that region.
CALJOB will have sixteen directors: 12 elected by the members,
one from each of the State's 12 economic regions; two elected by the
stockholders; and the Directors of Employment and Industrial Relations.
Justification:
A recent survey of 23 states having enabling legislation for
Development Corporations similar to CALJOB showed that eighteen of
these States have successful active Development Corporations. Success
ranges from New York's Business Development Corporation which has
supported and created more than 40,000 jobs in thirteen years of
operation, to the Kansas Development Credit Corporation, which has
created and supported over 3,000 jobs in two years of operation.
Contact has been made with the U. S. Small Business Administration
which has expressed great interest in the possibility of providing loan
funds to the proposed corporation. CALJOB could work closely with
various state agencies and private ventures providing jobs and
training for the unemployed. Moreover, it might be possible to expand
the State's present Manpower Training program to provide allowances for
3.
job trainees in small business.
Fiscal Impact:
The Job Development Corporation is a self-supporting, private
corporation. Funds will be borrowed from the private sector, no
state credit will be provided.
Prepared by:
Assembly Minority Consultants
January 26, 1968
NUMBER OF FULL-TIME CIVIL SERVICE EMPLOYEES
CALCULATED BY DEPARTMENT
IN DECEMBER 1966, JUNE 1967, AND DECEMBER 1967
WITH PERCENTAGE COMPARISONS
12/66-6/67
12/66-12/
December
June
%
December
%
Agency
Department
1966
1967
Difference
1967
Differenc
Agriculture
Agriculture
1,792
1,721
- 4.0
1,663
- 7.2
Business and
Transportation
Agency
2
1
2
Alcoholic Beverage Control
439
420
- 4.3
419
- 4.6
California Highway Patrol
5,294
5,629
+ 6.3
5,892
+ 11.3
Fire Marshal
85
81
- 4.7
77
- 9.4
Franchise Tax Board
1,168
1,131
- 3.2
1,162
- 0.5
General Services
3,821
3,677
- 3.8
3,684
- 3.6
Horse Racing Board
18
17
18
Insurance
306
292
- 4.6
293
- 4.2
Investment
Banking
84
79
- 6.0
77
- 8.3
Corporations
399
374
--- 6.3
339
- 15.0
Real Estate
274
252
- 8.0
231
- 15.7
Savings and Loan
192
179
- 6.8
179
- 6.8
Motor Vehicles
5,472
5,335
- 2.5
5,712
+ 4.4
Personnel Board
483
444
- 8.1
427
- 11.6
Professional & Vocational
Standards
630
607
- 3.7
589
- 6.5
Public Employees Retirement
System
269
260
- 3.3
265
- 1.5
Public Works
17,893
17,562
- 1.8
17,640
- 1.4
Human Relations
Agency
9
10
8
Corrections
6,438
6,192
- 3.8
6,209
- 3.6
Employment
6,669
6,680
+ 0.2
6,887
+ 3.3
Health Care Services
30
62
+100.7
142
+373.3
Industrial Relations
3,104
3,061
- 1.4
3,053
- - 1.6
Mental Hygiene
21,216
19,418
- 8.5
19,278
- 9.1
Motor Vehicle Pollution Control
Board (now Air Resources Board)
4
4
4
-2-
NUMBER OF FULL-TIME CIVIL SERVICE EMPLOYEES CONTINUED
12/66-6/67
12/66-12/
December
June
%
December
%
Agency
Department
1966
1967
Difference
1967
Differenc
Public Health
1,509
1,492
- 1.1
1,439
- 4.6
Rehabilitation
1,524
1,640
+ 7.6
1,770
+ 16.1
Social Welfare
1,457
1,460
+ 0.2
1,417
- 2.7
Veterans Affairs
931
928
- 0.3
897
- 3.7
Youth Authority
3,070
3,047
- 0.8
3,119
+ 1.6
Resources and
Development
Agency
4
5
5
Colorado River Board
16
16
O
15
- 6.2
Conservation
2,943
3,018
+ 2.5
2,878
- 2.2
Fish and Game
1,033
1,020
**** 1.3
1,037
+ 0.4
Harbors and Watercraft
59
55
- 6.8
55
- 6.8
Housing & Community Development
124
124
0
120
- 3.2
Parks and Recreation
1,161
1,134
- 2.3
1,105
- 4.8
San Francisco Bay Conservation
& Development Commission
9
9
10
San Francisco Port Authority
337
337
O
341
+ 1.2
Water Resources
4,399
4,454
+ 1.2
4,432
+ 0.7
Water Resources Control Board
148
154
+ 4.1
163
+ 10.1
Other Agencies
Controller
563
555
- 1.4
549
- 2.5
Coordinating Council for
Higher Education
24
26
+ 8.3
30
+ 25.0
Districts Securities Commission
11
11
10
Education
1,600
1,581
- 1.2
1,634
+ 2.1
Equalization
2,290
2,218
- 3.1
2,253
- 1.6
Finance
395
398
+ 0.8
404
+ 2.3
Justice
1,341
1,349
+ 0.6
1,389
+ 3.6
Licutenant Governor
6
4
5
Military
294
291
- 1.0
294
Public Utilities Commission
747
730
- 2.3
718
- 3.9
Scholarship & Loan Commission
24
19
- 20.8
24
Secretary of State
92
82
- 10.9
83
-- 9.8
Teachers' Retirement System
115
114
- 0.9
124
+ 7.8
Treasurer
40
41
+ 2.5
41
+ 2.5
102,461*
99,907*
- 2.5
100,724*
-- 1.69
-3-
NUMBER OF FULL-TIME CIVIL SERVICE EMPLOYEES CONTINUED
*
The columns do not total these amounts since those boards and commissions with
very small staff have not been included.