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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 - Minorities
Box: P31
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/
State of California
Memorandum
Paul Beck
To
: ED MEESE
2.2
Date
:
May 6, 1970
Subject: 1969 ETHNIC CENSUS
(SUMMARY FOR PRESENTATION
TO CABINET MEMBERS)
From : BOB KEYES
This issue is being presented to the Cabinet to (a) inform the members
as to the current ethnic composition of State employment and (b) to
seek guidance and authorization on the release of the data. The State
has periodically (usually every two years) conducted ethnic surveys
and provided interested parties some of the summary data. Individual
departments have been given more complete data for their own use.
It has been three years since the last survey and increasing demands
have been made for current information. Several State departments
that receive significant Federal funding have been required to furnish
ethnic data to the Federal government. In the absence of having the
data now in our possession, several departments will be compelled to
conduct surveys of their own.
The primary decision relating to the data appears to be not whether
to release the data but, rather what restrictions should be placed
on its use and distribution.
The report reflects very favorably on our overall efforts over the
past three years, however, the decision is made difficult by the
single statistic that total Negro employment has not gained in the
absolute although significant gains have been made in upgrading and
shifting employment patterns.
The attached analysis and report of the ethnic census of all State
employees, conducted during September, 1969, is available for distri-
bution. It indicates that the State has made substantial gains,
since 1966 in its efforts to provide equal employment opportunities
for all persons. The following is a summary of the critical factors
related to the problem statistic identified in the above paragraph.
It should be noted that this census was based upon total State employ-
ment figures including full-time, part-time, seasonal, and temporary
employees.
On this basis, total State employment has increased by approximately
3% since 1966. During the same period, overall minority employment
has increased by approximately 12%.
Ed Meese
-2-
May 6, 1970
Although substantial increases have taken place in the Oriental
(13%), Mexican-American (28%) and other Non-White (36%) categories,
no significant increases are shown for the Negro ethnic category
servicewide. This is true even though there were substantial
increases in several departments such as the California Highway
Patrol (plus 52), the Department of Corrections (plus 41) and
the Department of Human Resources Development (plus 287). These
gains were more than offset by decreases in this category in a
single department, Mental Hygiene (minus 387).
There is also reason to believe, although the current reporting
system prevents our obtaining the supporting data, that there has
been higher than normal turnover of Negro employees. In those
hiring programs for which we have knowledge through casual observa-
tion, the number of Negro hires has consistently exceeded the number
of hires for other minority groups. And yet, in spite of this, there
has been no appreciable increase in Negro employment.
On the positive side, the statistics demonstrate that there has been
substantial progress in terms of movement of Negro employees from
lower to higher levels of State government. For example, since 1966,
there has been a 60% increase in the number of Negro clerical super-
visors. During the same period, the percentage increases in Caucasian
clerical supervisors was only 8%. In addition, the data indicates a
reduction in the growth and concentration of Negro personnel in the
menial and laboring occupations concurrent with gains in the skilled
crafts and trades, law enforcement, professional and supervisory
professional occupations.
CC: Jim Crumpacker
Paul Beck
RJK:bp
REPORT TO THE GOVERNOR ON THE 1969 ETHNIC CENSUS
This is the report of the fourth ethnic census of all State employees conducted
by the Governor's Office in September 1969. The last comprehensive census was
taken in 1966. The six statistical tables and the data in this report are, for
the most part; based on a comparison of 1969 ethnic data with that reported in
1966. The two ethnic categories of Oriental and Other Non-White are reported
for the first time in Tables III, IV, and V. The additional data for these two
categories will provide a statistical base for future comparative analysis.
It should be noted that the employment figures contained in this report are
based upon Controller's payroll records and include full-time, part-time,
seasonal, and temporary employees. Overall, total State employment increased
from 114,032 in 1966 to 117,741 in 1969 or approximately 3%. During this same
period, total minority employment increased from 14,745 to 16,459 or approxi-
mately 12%.
The following six tables provide a statistical analysis of the current ethnic
data:
Table I shows the numerical and percentage change in five ethnic categories
and in total employees. It indicates substantial increases in the Oriental
(13%), Mexican-American (28%) and Other Non-White (36%) categories. No
significant increases are shown for the Negro ethnic category servicewide even
though there were substantial numerical increases in several departments
such as the California Highway Patrol (+52), the Department of Corrections
(+41) and the Department of Human Resources Development (+287). These
gains were more than offset by decreases in this category in a single
department, Mental Hygiene (-387).
Report to the Governor on the 1969 Ethnic Census.
Table II shows the change in median annual salary for the five ethnic
categories of Negro, Oriental, Other Non-White (Indian, Hawaiian, etc.),
Mexican-American, and Caucasian. During the prior census period (1964 -
1966) the percentage increase in median annual salary was less for all
minority categories than for the Caucasian group. The current census
shows minority employees closing the gap. The percentage increase in
median salary for the Mexican-American and Other Non-White categories was
equal to the increase for Caucasians (23%) The increase for the Negro
(21%) and Oriental (22%) groups was somewhat less than that for Caucasians.
Table III shows the change in the number of minority employees in specific
occupations and job levels. The statistics demonstrate that there has.
been substantial progress in terms of movement of minority employees
from lower to higher levels of the career ladders. For example, since
1966, there has been a 60% increase in the number of Negro clerical
supervisors and a 58% increase in the number of Mexican-American clerical
supervisors. During this same period, the percentage increase in Cau-
casian clerical supervisors was only 8%. This is evidence of substantial
upgrading of minority employees in the clerical occupational group.
Table III also indicates a reduction in the growth and concentration of
minority personnel in the laboring and custodial occupations concurrent
with gains in the skilled crafts and trades, law enforcement, professional
and supervisory professional occupations.
Table IV shows the percentage of a specific ethnic category in a particu-
lar occupational area and level. (For example, it indicates that 24% of
all Negro employees are in the clerical occupational group.) It also
Report to the Governor on the 1969 Ethnic Census.
indicates the percentage of all State employees in a particular occupa-
tional area and level. (For example, it indicates that 19% of all
employees are in the clerical occupational group.)
The statistics on Table IV confirm the shift of minority personnel into
the higher levels of the employment ladder. For example, the prior
census (1966) showed 16% of all employees in the professional group as
compared to 12% of all Negroes. The current census indicates 16% of all
employees in the professional occupational group as compared to 15% of
all Negroes. This is an increase by 3% in the percentage of the total
Negro ethnic group at the professional level.
Table V shows the concentration and increase in minority employees in the
major State departments and agencies since 1966. The data provided by
this Table indicate a significant reduction in the total work force of
several major State departments such as Agriculture (-521), Veterans
Affairs (-161), Water Resources (-369) and Mental Hygiene (-1,426). These
reductions affected a sizeable number of minority employees. In light of
these reductions, the overall increases reported in minority employment
(Table I) are an impressive accomplishment.
Table VI shows the total number of employees in each ethnic group in
State service and the percentage of total employment comprised by each
group.
The analysis of the above data brings to light a few problems which
should continue to receive special attention:
a. The current periodic survey method of gathering ethnic data is
not meeting our needs. It only reports the ethnic status of the
Rough Draft
-4-
(4/23/70)
Report to the Governor on the 1969 Ethnic Census.
State service at a particular point in time, such as 1966 or
1969. It does not provide ethnic data for the time between
reporting periods. A more comprehensive reporting system is
required that will provide more timely information. It should
include data on employee turnover and information regarding the
ethnic groups and job occupations of persons separating from
State service. Such data will provide the basis for specialized
reports to guide management in developing and evaluating affirma-
tive action efforts.
b. The data show that we are attaining a more balanced distribution
of minority employees among the various occupational levels.
Nonetheless there is still a substantially higher relative con-
centration of minority than Caucasian employees in low-skill
occupations.
C. Data still show minority employees lagging substantially behind
Caucasian employees in terms of median annual salary.
Although many departments have made significant gains in the last three
years, particularly by relating to such efforts as the State Personnel
Board's Career Opportunities Development Project, there is much yet to
be accomplished. The current census data indicate significant areas
where little has been accomplished and where significant potential for
affirmative action exists. Each department must evaluate the results of
this Census as it pertains to the ethnic composition of its employees.
Then affirmative action programs must be implemented in order that the
State may attain the goal of providing equal employment opportunity for
all persons.
TABLE I - ETHNIC TOTALS
Total
Minority
Caucasian
Employees
1966
14,745
99,287
114,032
1969
16,459
101,282
117,741
Change:
Number
1,714
1,995
3,709
Percentage
12%
2%
3%
TABLE II - SALARY COMPARISONS (Median)
Minority
Caucasian
1966
$6217
7020
1969
$7590
8604
Change:
Dollar
$1373
1584
Percentage
22%
23%
TABLE III - SELECTED NET CHANGE STATISTICS
OCCUPATIONAL GROUPS
1969 TOTALS
INCREASE AND
% INCREASE AND
1969
DECREASE FROM 1966
DECREASE FROM 1966
1969 % OF
TOTAL
TOTAL
TOTAL
MINORITY IN
OCCUPATION
MINORITY
EMPLOYEES
MINORITY
EMPLOYEES
MINORITY
EMPLOYEES
OCCUP. GROUPS
1. Clerical
4,247
22,261
119
406
2.88
1.85
19.07
2. Supv. Clerical
1,000
6,777
306
778
44.09
12.91
14.75
3. Laborer
862
5,573
75
105
9.53
1.92
15.46
4. Crafts and Trades
376
4,346
74
53
24.50
1.23
8.65
5. Supv. Crafts and Trades
187
3,280
44
131
30.76
4.16
5.70
6. Professional
2,811
19,052
501
734
21.66
4.00
14.75
7. Supv. Professional
962
11,713
239
868
33.05
8.00
8.21
8., Sub-Prof./Technical
2,980
20,731
150
(-1,288)
5.30
(-5.84)
14.37
9. Supv. Sub-Prof./Tech.
432
5,126
105
358
32.11
7.50
8.42
10. Law Enforcement
259
5,018
133
1,307
108.13
35.21
5.16
11. Supv. Law Enforcement
16
798
9
246
128.50
44.20
2.05
12. Field Representative
316
2,980
30
(-558)
10.48
(-5.77)
10.60
13. Supv. Field Representative
83
1,672
27
137
48.21
8.90
4.96
14. Adminstrative Staff
58
1,229
11
220
23.40
21.80
4.71
15. Administrative Line
30
773
6
50
25.00
6.91
3.88
16. Janitor, Custodian
1,583
4,646
(-170)
(-209)
(-9.60)
(-4.30)
34.07
17. Supv. Janitor, Custodian
216
1,195
46
213
27.05
21.69
18.07
GRAND TOTALS
16,459
117,741
1,714
3,709
12%
3%
14%
TABLE IV
1969 Percentage of Total Minority Population in
Specific Occupational Area*
Total of all
Minority
Employees
1.
Clerical
26%
19%
2. Supervising Clerical
6
6
3. Laborer
5
5
4. Crafts and Trades
2
4
5. Supervisor Crafts and Trades
1
3
6. Professional
17
16
7.
Supervising Professional
6
9
8. Sub-Professional/Technical
18
17
9. Supervising Sub-Professional/
Technical
3
4
10. Law Enforcement
2
4
11. Supervising Law Enforcement
**
**
12. Field Representative
2
3
13. Supervising Field Representative
**
1
14. Administrative Staff
**
1
15. Administrative Line
**
**
16. Janitor, Custodian
10
4
17. Supervising Janitor, Custodian
1
1
TOTALS
100%
100%
*Rounded to nearest %
**Less than 1%
TABLE V
1969 Departmental Totals and Net Increase
Net Increase from 1966
Total
Total
Agency and Department
Minority
Employees
Minority
Employees
Business and Transportation
California Highway Patrol
559
7,546
185
1,996
Department of Motor Vehicles
1,274
7,018
138
579
230
Division of Highways
2,590
16,979
165
Alcoholic Beverage Control
48
440
6
(-14)
Public Utilities Commission
87
774
(-7)
5
Resources
Conservation
241
4,413
59
161
Fish and Game
46
1,329
7
152
Parks and Recreation
91
2,063
19
349
Water Resources
429
3,986
(-8)
(-369)
Human Relations
Corrections
783
6,699
207
92
Mental Hygiene
1,755
20,451
(-496)
(-1,426)
Youth Authority
707
3,680
143
348
Public Health
371
1,585
39
(-160)
Health Care Services
30
250
30
250
Rehabilitation
370
1,693
108
461
Social Welfare
295
1,767
27
102
Industrial Relations
248
1,607
10
(-64)
Human Resources Development
2,623
10,860
873
1,372
State Comp. Insurance Fund
290
1,546
12
39
Table V - contd.
-2-
Net Increase from 1966
Total
Total
Agency and Department
Minority
Employees
Minority
Employees
Agriculture and Services
Agriculture
229
2,443
62
(-521)
General Services
934
4,068
4
77
Professional & Voc. Stds.
59
981
(-34)
42
Veterans Affairs
12
935
(-44)
(-161)
Employees' Retirement System
26
310
1
39
Franchise Tax Board
306
1,578
98
320
State Personnel Board
61
557
13
(-8)
All Others
Controller
110
571
3
(-11)
Education
513
2,576
53
333
Equalization
230
2,341
21
8
Finance
29
262
(-1)
(-10)
Justice
222
1,531
28
168
Military
84
309
(-3)
2
Miscellaneous
807
4,574
(-4)
(-15)
GRAND TOTAL
16,459
117,741
1,714
3,709
TABLE VI
1969 Minority Percentage of State Employees
Number
Per Cent
Minority
16,459
14
Caucasian
101,282
86
GRAND TOTAL
117,741
100%
State of California
Minorities
Memorandum
To
THE HONORABLE RONALD REAGAN
Date : May 18, 1971
Subject COMMUNITY RELATIONS
Bob
TIME: MEETING TO
SIGN THE AFFIRMATIVE
ACTION AGREEMENT
From : Robert J. Keyes
4:00 pm
This meeting is the culmination of our efforts to create a voluntary,
viable and affirmative action program in the building and construc-
tion industry in California.
The purpose of the meeting is to formally sign an agreement which
has been mutually agreed upon by those persons representing the
Building and Construction Industry, and the State of California.
The Agreement is binding upon the State of California, the State
Building and Construction Trades Council of California, all local
Building Trades Councils, and all local Building Trades Unions,
and all participating minority community groups.
We have been formally advised by the Federal Office of Contract
Compliance that the Agreement is acceptable to them, reluctantly.
The objective is to increase minority employment in all phases
of the aforementioned industry, and to encourage and facilitate
the admission of minorities to membership in unions representing
employees in the Building and Construction Trades.
The Agreement will be administered by a statewide coordinating
committee composed of nine (9) members: Chairman, FEPC; two (2)
members from the Commission; Assistant to the Governor for
Community Relations; Chief of the Division of Apprenticeship
Standards; Directors of the Departments of Public Works and Human
Resources Development; State Architect; and the Superintendent of
Public Instruction.
The committee shall determine specific goals of persons to be
trained and employed. Training will be the responsibility of
the Division of Apprenticeship Standards, H.R.D. and Department
of Education.
Enforcement and problems grown out of race, color, or national
origin will be the concern of an Affirmative Action Committee
composed of representation from the minority community, Agreement
signatories, Associated General Contractors of California,
California Contractors Council, and Pile Drivers Association.
You should note that the plan does not call for the signatures
of various minority groups. The principal reason for exclusion
RONALD REAGAN
-2-
May 18, 1971
is the production of jobs will be best accomplished by the
signatories. The State is directly concerned with this problem
and since the State can provide its resources, it is more
relevant to limit the Agreement to Labor, Industry and Management.
IMPORTANT: The U. S. Department of Justice is currently investi-
gating Local 3 of the International Union of Operating Engineers
for possible violations of Title VII of the Civil Rights Act
of 1964. Because of this, the Office of Federal Contract Com-
pliance has asked that we not include Local 3 as a signatory.
However, we have advised OFCC that we will not exclude Local 3
because the California Affirmative Action Program is designed
specifically to deal with and correct problems growing out of
race and the like.
Also, there is a concern among minority groups, including the
National Urban League and the NAACP, that some of the signatories
may use the Affirmative Action Program as a tool for buying time
with no intention of complying in good faith. We should
emphasize that we in no way will be a party to such action.
RJK mr
THOSE WHO WILL BE IN ATTENDANCE AT THE SIGNING OF THE
AFFIRMATIVE ACTION AGREEMENT, MAY 19, 1971, 4:00 P.M.:
Labor and Management
Al Clem
Operating Engineers Local No. 3
Robert H. Nambo
California Association of Sheet Metal,
Heating and Air) onditioning
Contractors
Al Figone
State Council of Carpenters
James Lee
State Building and Construction
Trades Council
Warren Mendel
Engineering and Grading Contractors
Association
Charlie Young
Engineering and Grading Contractors
Association
Richard Greenberg
Engineering and Grading Contractors
Association
Richard N. Moseman
C. K. Moseman Construction Co.
Richard B. Munn
Associated General Contractors
Robert Gulick
California Drywall Contractors
Association
Joseph Seymour
Operating Engineers Local 12
George Shirley
Plumbing Contractors Association
Robert Ringer
Building Industry of California
C. R. Graff
Associated General Contractors
P. H. McCarthy, Jr.
Attorney
Ed Park
Operating Engineers
State Representatives
Fred Hummel
State Architect
Representative for
James A. Moe
Dept of Public Works
Fred Tillman, repre-
senting Wilson Riles
Dept of Education
Representative for
G. L. Sheffield
Dept of Human Resources Development
James Sims, represent-
ing James Stratten
Division of Apprenticeship Standards
Pier Gherini
Chairman, Fair Employment Practice
Commission
Paul Meaney
Chief, Division of Fair Employment
Practice
-2-
Federal Government Representatives
Edward T. Denny
Bureau of Apprenticeship and Training,
U. S. Dept of Labor, S.F.
Minority Representatives
Jose L. Lopez
Executive Director, Santa Clara
Valley Skills Center - San Jose
P: K. Keyes
P. K. Construction Co. - Minority
Contractor
January 15, 1969
REPORT OF LEGISLATIVE ANALYST
ON ETHNIC UTILIZATION OF SAN FRANCISCO SERVICE CENTER
The Service Center Program has defined five specific target areas
within San Francisco, each containing & large number of disadvantaged
persons and each with a different minority group composition. These
target areas are: (1) Chinatown - the majority of whose population are
of oriental ancestry; (2) Central City - a mixed area of Caucasian, Negro
and Spanish-speaking peoples; (3) Western Addition - which is generally
known 8.S the Fillmore District and is predominantly Negro; (4) Mission -
an area containing a. majority of the city's Spanish-speaking people; and
(5) Bayview or Hunter's Point - a predominantly Negro area.
The existing San Francisco Service Center was established in late
1966 and was located in the Western Addition target area with the idea
that the center would also provide services to the other designated target
areas. This service center contains an intake unit which interviews the
incoming people, determines their eligibility as clients, diagnoses their
problems and assigns them to the proper service unit. In addition, the
center contains an employment element (Department of Employment), a.
rehabilitation element (Department of Rehabilitation), a Health Program
Advisor, a Youth Authority Parole Agent, a Fair Employment Practices
Consultant, a Department of Apprenticeship Consultant and a Social Service
Administrator.
The above mentioned services and personnel are those currently
provided by the state. The center also has access to numerous private and
federal poverty services for referral purposes. If the center is unable
to furnish a needed service, a referral is made to an existing service
not directly located within the center's facility. The center is cognizant
of outside referral agencies in the Mission target area and frequently
makes use of their services. It also has prepared a list of similar outside
services and organizations located in the Western Addition target area, and
lists of services are planned for the remaining target areas.
Prior to November 1968 the center operated under a policy of open
intake. That is to say, the center would accept as clients any persons
who came in the door. However, due to the large number of clients that
resulted from this policy, the service center has attempted to relieve the
heavy workload by initiating a limited intake. Clients now will be accepted
by the center only if they reside in one of the five target areas. If an
individual requires service but does not meet the residency requirement, he
is referred to the existing service nearest his residence that might meet
his needs. While it is still too early to assess completely the results of
limited intake upon the workload of the center, the employment element
estimated that its caseload has been reduced by approximately 50 percent.
The rehabilitation element is unable to evaluate the impact of the revised
intake policy at this time.
The following table illustrates the ethnic composition of the intake
(new clients) of the San Francisco Service Center for the months of July
through November 1968.
Mexican-
Total Intake
Caucasian
Negro
American
Oriental
Other
(Persons)
July
20%
39%
12%
4%
24%
387
August
20
46
11
4
19
385
September
23
54
7
3
11
355
October
27
52
8
2
11
348
November
23
48
12
3
14
280
-2-
The Service Center Program has just begun to record its statistics
in the above manner and it should be noted that the percentages in the
"Other" column are disproportionately large. This results from intake
applications which did not specify the ethnic origin of the individual.
However, it can be assumed that the number of persons represented by those
percentages would be distributed among the ethnic classifications in
proportion to the percentages shown for such groups in the table.
As shown by the above table, approximately 45-50 percent of the
center's clients are Negro while 20-25 percent are Caucasian and 8-12 per-
cent are Spanish-speaking. This is due primarily to the location of the
center which is in a predominantly Negro area. The employment element
estimated that 60 percent of its caseload is from the Western Addition,
15 percent from the Mission area, 15 percent from the Central City and
the remainder divided between the Chinatown and Bayview districts.
We are informed that the Chinese community fails to utilize the
center to a significant extent because of the language proficiency needed
to get to the center and a general tendency of the Chinese to avoid the
Negro neighborhood in which the center is located. Spanish community
spokesmen state that their people do not use the center more because of the
cost of public or other means of transportation to the center and because
the center is too "black" to "understand the problems" of the Spanish-
speaking people or to try to put them "at ease. "
Ethnic Composition of Staff
As of November 1968 the San Francisco Service Center was allocated
98 authorized positions. Approximately 11 of these are Spanish-speaking
who are distributed throughout the center as follows: two in the intake
element, five in the employment element and four in the rehabilitation
-3-
element. Most of the remaining positions are filled by Negroes. The
Spanish-speaking people who work in the center have stated that they
believe a larger number of their ethnic group would utilize the center
if more persons of their culture were employed there.
To a great extent, we find that the complaints that the present
service center is not fulfilling the needs of the Spanish-speaking residents
of the Mission come from the Spanish-speaking people now employed bv the
service center. They assert that a "reverse discrimination" now exists
against the "browns" by the "blacks." This allegation has been made with
respect to staffing and hiring practices and procedures by which persons
are selected for apprenticeship training slots. The Spanish-speaking
employees contend that they have repeatedly received information on
available apprenticeship slots too late to provide any candidates with
Spanish surnames, and consequently the slots have been filled by Negroes.
Job Placement
There are currently two state employment offices in the Mission
target area - an Adult Opportunity Center and 2, Youth Opportunity Center.
The Adult Opportunity Center currently has a staff of 10, of which nine
speak Spanish. During the month of November 1968 the center had the
following percentage breakdown of clients: 13 percent Negro, 6 percent
American Indian, 11 percent Caucasian, 7 percent Other and 63 percent
Spanish surname. During the same month, the center's placement percentages
were reported as follows: 18 percent Negro and 25.2 percent Mexican-American.
The Youth Opportunity Center had the following placement in November:
7.1 percent Negro and 28.6 percent Mexican-American. In contrast, the
service center's placements were 57.3 percent Negro and 10.7 percent
Mexican-American.
-:-
As shown by the above statistics, the majority of the Adult
Opportunity Center's clients are of Spanish surname. This center has been
criticized by the Spanish community for "doing nothing" and "discriminating"
in favor of Negroes with regard to selecting persons for MDTA (Manpower
Development and Training Act) job training slots. The "discrimination"
complaint is voiced mainly by & number of community leaders and relates
primarily to the qualifications required of persons to fill the available
training slots and the purposes for which the slots are allocated. There
are currently 120 MDTA slots allocated to be filled by the Mission Adult
Opportunity Center. Forty of these openings are for language training and
the remaining 80 are job training slots. To be eligible for the job training
openings, an individual must speak English, a requirement which tends to
eliminate a large number of Spanish surname clients. Spanish-speaking
people, however, are selected for the language training, but maintain that
neither the training nor the stipend is enough to be worthwhile.
Local Programs
The San Francisco Economic Opportunity Council, which is the
community action agency for San Francisco, has nine programs in the Mission
target area which operate under the Mission Area Community Action Program.
The programs and their purposes are listed below:
Program
Purpose
1. O.R. Bail Bond Project
A program to secure release for those
arrested who cannot afford bail.
2. Police Community Relations
A police officer provides liaison between
business, schools, etc., and persons with
police records.
3. Health Screening and
Gives free medical exams and treatment
Treatment Office
services to eligible low-income families
in the Mission area, e.g., preemployment
physicals, dental exams and treatment,
physical exams and treatment, and eye
exams with prescribed glasses.
-5-
Program
Purpose
4.
San Francisco Neighborhood
Free legal advice for low-income residents
Legal Assistance Foundation
on civil matters.
5. Community Action for the
Specialized intake and referral services
American Indian
for Indian families relocated in the
urban setting.
6. Operation Opportunity
The staffing, equipping and maintenance
(Mission Rebels)
of a community center for youth activities.
7. Operation Motivation
To encourage business enterprises run by
(Mission Rebels)
youth from ages 16-23.
8. Horizons Unlimited
To encourage drop-outs or potential
drop-outs to return to or remain in school
and ultimately go into higher education
or the trades.
9. New Society Youth Clubs,
A job development, basic education program
Inc.
for youth between the ages of 7-21.
These nine programs are financed by federal funds through the Federal
Office of Economic Opportunity and have their own intake units, referral
function and job placement activities. Each serves a single, specific
purpose and is located in a different section of the Mission district. The
central office of the Mission Area Community Action Program, under which
the nine programs operate, currently has an intake staff of 10. This staff
attempts to solve the problems of individuals by referring them to one or
more of the nine service programs and attempting to place them in jobs.
Two additional programs have been incorporated into the Concentrated
Employment Program (CEP), which is a federally financed program for the
disadvantaged administered by the Department of Employment through the Adult
Opportunity Center in the Mission district. These programs are: (1) Job
Development - a program to develop immediate employment and subprofessional
Jobs and (2) Mission English Language Center. Both programs are open to the
residents of the Mission target area as are the other nine programs mentioned
above.
-6-
Coordination among the programs within the Mission area is virtually
nonexistent. Each of the single purpose agencies with its own intake,
referral, etc., competes for clients while the State Department of Employ-
ment office in the Mission area views these programs with a clear lack
of enthusiasm. As a result, existing services within the Mission area are
not working together to resolve the problems of the Mission inhabitants.
The system that now exists is one of independent, uncoordinated, specialized
programs which might solve a particular aspect of a person's problem, but
which is not responsive to his total problem which may have many facets.
The Director of the Mission Area Community Action Program states that if a
service center were established in the Mission district, the programs
under his agency would be willing to cooperate with it and that an effort
would be made to locate representatives of each program within the center
facility.
One of the greatest needs of the Mission area is not being met
adequately by any service now existing in any area of the city. This basic
need is for language training. If an individual possesses job skills, but
does not speak English, he will have difficulty obtaining employment. On
the other hand, an unskilled individual cannot enter a job training program
without knowledge of the English language. In November 1968, 40 percent of
the Spanish surname clients of the Mission Area Adult Opportunity Center
could not speak English. Thus, even though a service center were to be
established in the Mission area, there is some question whether it would
produce added benefits for the Spanish-speaking people unless they acquire
a knowledge of English. Moreover, such a new service center would have
available to it the same limited job training and job referral resources
that are available to the present center.
-7-
To summarize, there are both federal and state services now available
to the Mission area, each cognizant of the other, each making referrals to
one another and to some degree competing for available clients. It appears
that the existing service center has a greater number of Negro clients
then those of Spanish surname, chiefly because of its location in a
predominantly Negro area, but also because of language problems, staffing
composition and other factors mentioned earlier. Should a center patterned
after the present center be established in the Mission area, the number of
Spanish surname people frequenting such a. center probably would increase.
However, the establishment of such a center would not increase the number
of training and job opportunities as the new center would be using the same
training and job placement resources now available to the existing center.
The need of the people in the Mission, as with all disadvantaged
people, is a. service which will systematically diagnose their problems,
prescribe a program using available services to remedy these problems and
give them the individualized follow-up services to make sure the prescribed
program is successful. The stated objective of the Service Center Program
is to provide such a comprehensive application of available services to the
needs of the poor, but it is difficult to assess the success of the San
Francisco Service Center in this regard because of a lack of evaluative
material and the internal strife which has characterized this center.
-8-
PB
ED MEESE
January 14, 1969
Bob Keyes
REVIEW P ACTIVITIES
A.
Present Operations:
1.
Statement of Community Problems
(a) A large segment of the minority community is experienc-
ing a feeling of frustration which results from non-
involvement in the democratic process.
(b) There is almost total lack of understanding by the
community of state government and its functions and a la
lack of understanding (apathy) on the part of the state
of the needs of the community.
(c) The minority community has little or no say in the
development of policy and programs.
(d) Programs designed to help the poor seem to be the first
programs our administration cut with no alternatives.
(e) Lack of communication about our efforts in behalf of
the minority community.
2. Problems mentioned in the Governor's Fact Finding Meetings and
in Reports from Community Relations Consultants
(a) Jobs: Most representatives of the minority community
who attended the Governor's fact-finding meetings
expressed their concern for meaningful employment. Jobs
provide the income which is essential for establishing
an economically secure family. Most felt that the
Department of Employment was insensitive to their needs.
The Civil Service System establishes unrealistic criteria
for employment which is very inflexible. Those in atten-
dance also expressed regret with the Division of Appron-
ticeship Standards. They felt that Division of Appren-
ticeship Standards could be more effective in forcing
unions to accept qualified applicants fromminorities
into their apprenticeship programs.
Ed Meese
-2-
January 14, 1969
(b) Housing: There is not enough adequate housing for the
poor. Rental housing for all minorities regardless of
income is a real concern.
(c) Education: Shetto schools are ill-equipped in terms of
administration, teachers and facilities when compared to
middle class areas. They are unresponsive to the needs
of the students.
Continuation schools are grossly inadequate. Qualifi-
cations for teacher aides must be redefined (i.e., weight,
height). Because of language and cultural deprivation,
minority students are called retarded if they fail tests
developed for those from middle class backgrounds.
Transportation in some Ghetto areas does not meet the
needs of the students.
(d) Consumer Problems: Consumer assistance programs are
badly needed. Since the propensity to consume among
low-income families approaches and usually exceeds 100%,
it is essential that their consumption be as efficient as
possible. The Community Relations Office receives frequent
complaints about finance companies and their collection
procedures. Many felt that Senate Bill 4611 further
opened the door to exploitation of the poor by finance
companies. Other complaints concern fraudulent advertis-
ing practices in Ghetto Areas, (i.e. furniture stores,
auto repair, etc.)
(e) Police and the Courts: (After 40 Years)
"We understand the drawbacks of the man behind the badge
and what is expected of him. We also know how some of the
people in the street feel about him. We know there is an
element of criminal in the street who will never come to an
understanding regarding law enforcement, but we also know
there are police officers who have sadistic tendencies
toward people they have to arrest. The badge and gun are
sometimes used to hide behind, they must have this feeling
of authority. These types of officers tend to use this
authority in the wrong manner.
"The people in the comunity have become tired of the
bully officer, the overbearing officer, the nonunderstand-
ing officer. The man in the blue uniform is hated, when
he should be loved. This hate we speak of was brought on by
the officer himself. Let me clarify this statement. People,
no matter who, object to situations such as the following:
1. Having an officer put his hand on them when it is
not necessary.
2. Name calling, such as: Dirty Mexican, Spik, Black
Nigger, and other derogatory terms.
3. Pulling out his service gun to make a show of force.
4. Making a drunk arrest just to show he is an effective
Ed Meese
-3-
January 14, 1969
officer, when he is in an unruly crowd.
5.
Stopping persons in cars because they are mixed
couples and harassing them.
6. Stopping persons in cars, searching the vehicle,
then physically assulting them and letting them go
without arresting or booking them.
"These are just some of the things people complain of most.
We say to any police chief or commissioner, "don't tell us
this is not true, and it doesn't happen because we, as
retired police officers, know it does."
"If you ask, "what is the cure for some of these acts?"
we suggest the following:
1. Screen more carefully the officer you put in
minority areas.
2. Teach officers they are human beings first, then
policemen.
3. Teach them the different methods of approaching
people.
4. Teach them that the old saying is still true:
"You can get more ants with honey than you can
with vinegar."
5.
Leave their troubles at home, never bring them
to work.
6.
Emphasize more and more to the officers that "all
men, regardless of color, race, national origin or
religion, have equal rights.
7. Learn to enforce the law with some degree of
humility.
8.
Attempt to understand people with special problems.
"The Los Angeles Police Department has signs on the sides
of all of their black and white cars which read, "To Pro-
tect and to Serve." We think this should be for all
people.
=
(£) Transportation: Better system of routes to serve south-
central Los Angeles and the Filmore District in San Francisco.
3. Role of Community Relations Consultants.
(a) Establish and develop rapport between community residents
and the Governor's Office and other State agencies (i.e.,
door-to-door personal contacts.)
(b) Represent Governor's Office and other State departments at
community meetings and social functions.
Ed Meese
-4-
(c)
On a continuing basis, the consultants come in
contact with the many components of the service
centers. Through referral they are in a position
to resolve some client problems encountered by
Service Center personnel.
(d)
Assist in job development and placement directly
and also through service center referrals.
(e)
Survey local organizations and citizens and report
to Sacramento when requested.
(f)
Report back to Sacramento Community Relations Office
information on tense situations and concerns of
citizens.
(g)
Provide input for future program development.
(h)
Job is directed as "grass roots" resident.
4.
Methods
(a)
Basic method is a personal approach to the community
and its residents and their concerns, (i.e., door-to-
door.)
(b)
Indirectly through referrals, contact people in need.
(c)
Problem solving approach to grievances. Handled
directly or referred to Sacramento Community Relations
Office for referral to proper State Department or
Agency.
(d)
Semi-monthly activity reports.
(e)
Monthly staff meetings. Agenda is developed around
current topics recommended by consultants.
(f)
Ongoing transmittal of data to Governor's legal affairs
secretary and other state departments.
II. DEFINITION OF GOALS
A.
Long Range:
1.
Increase the level of participation of minority
community in the Creative Society.
2.
Develop substantive solutions to the most urgent
needs of the minority community - jobs, education,
housing and consumer assistance.
Ed Meese
-5-
January 14, 1969
3. Develop a more sensitive bureaucratic structure
which is responsive to the needs of the society it
serves.
4. Reduction of the credibility gap.
B.
Short Range Goals:
1. React to day-to-day crises which confront the poor
including bureaucratic problem solving and answering
citizen's grievances.
2. Develop better lines of communication i.e. more
attention should be given to community press releases.
3. Demonstrate through action an awareness of the basic
concerns of the poor.
4. Encourage consultants to take courses at local
universities to enhance their skills and perception
of social problems and solution techniques.
III. PROGRAM DEVELOPMENT
A. Status of consultants:
There exists much concern as to their employment status,
income and expenses.
B. Possible Programs:
1. Long Range - establish a community relations commission
and have the consultants assigned to commission as staff
responsible to commission and coordinated by Governor's
Community Relations Secretary.
2. Immediate Needs -
(a) Retain consultants under present contract, but
upgrade their salary and expenses to meet the
growing community demands on their time and energy.
(b) Hire consultants in exempt capacities in other
departments and have them assigned to the Governor's
Office as community relations consultants, (i.e.
OEO, Employment, Rehabilitation, etc.)
#
#
#
PB
For presentation to
Governor's Council Meeting
Tuesday, April 23, 4:00 pm
COMMUNITY RELATIONS
1.
Department of Employment
a.
There is an attitude of indifference and a lack of
sympathy and understanding of minority persons apply-
ing for jobs. There appears to be a need to fill
more jobs in local branch offices with minority people
who are responsive to the needs of individuals in
underprivileged areas.
b. There is a need for additional local employment offices
in Daly City and San Francisco. Also in Avalon Central
in Los Angeles. This office preferably could be located
in Avalon Community Center where space is available at
no cost to the state. A survey taken indicated that
in the Avalon Central area, of some 500 individuals,
46% were unemployed.
PROBABLE SOLUTIONS:
1.
Hire persons from minority areas to deal with
minority applicants of the area.
2.
Implement a public relations program in minority
areas to gain better acceptance of the Department.
3.
Establish a code of Fair Practice and reevaluate
it regularly for improvement.
2.
Division of Apprenticeship Standards
a.
Apparent lack of accomplishment in removing union
barriers toward minorities.
b.
Poor dissemination of information in minority areas
about available apprenticeship programs.
- 2 -
C.
Applicants for job training are told their applications
do not meet apprenticeship trade standards, without
being given any further assistance. or contact by
employees.
d.
Considered a "don't rock the boat" agency in terms of
dealing with labor unions regarding discriminatory
practices.
PROBABLE SOLUTIONS:
1. Interviewers should give alternative information
and assistance to applicants who do not qualify
for apprenticeship programs. Direction to other
training programs or locating a job for the appli-
cants would be helpful.
2. Review applications to determine why minority
placement figures are low in light of program
objective which is specifically aimed at minority
groups.
3.
Review operation of information office to ensure
that information is effectively disseminated in
minority communities.
4. Reevaluate activities with unions and develop more
effective and dynamic approaches to removing
barriers against minorities.
3.
MDTA and OJT (Department of Employment and Education)
a.
Training persons for obsolete or non-existing or temporary
jobs.
- 3 -
b.
Excessive fragmentation of MDTA and other manpower
programs limits effectiveness, develops duplication
and creates competition among program sponsors.
PROBABLE SOLUTIONS:
1.
Complete review of jobs situation before implement-
ing program.
2.
Review existing programs in terms of current and
future job situation. Redirect program where
necessary.
3.
Better coordination between MDTA and other manpower
training programs.
4.
Review possibility of MDTA funds assisting or
operating vocational programs in public high schools.
4. FEPC
a.
Staff limitations appear to make FEPC not quite as
effective as it could be in handling and processing
complaints.
b.
FEPC does not seek out people regarding complaints that
they have heard or that have been referred to them by
other individuals.
PROBABLE SOLUTIONS:
1.
Develop ways of increasing the number and effect-
iveness of field representatives, especially for
direct contact in disadvantaged areas.
2.
Develop better methods of publicizing, offering
and rendering services to minority community
residents.
- 4 -
5.
Permanent Jobs
a.
Not enough emphasis has been placed on permanent jobs
for heads of families.
b.
The Blue Ribbon Committee is in need of all the help
we can give them.
PROBABLE SOLUTIONS:
1.
Businessmen throughout the state should be contacted
and informed of the Chad McClellan program to
provide job opportunities.
2.
Follow the example of Chrysler and General Motors'
buddy system to make sure that once the employables
get on the job, they stay there.
3.
Encourage industrialists to adopt a minority school
and provide on-the-job training to students by
sending volunteer employees to the school to teach
and counsel.
4.
Encourage lending institutions and banks to give
small business loans to minorities to start businesses
in disadvantaged communities and set up advisory
councils to assist them.
5.
Encourage industry to start businesses, build
plants and keep them going in disadvantaged com-
munities, with the idea of hiring and sometimes
training hard-core unemployables.
6.
Governor Reagan has, and is continuing to meet with
and encourage all segments of the business community
to get more involved with the total job effort.
- 5 -
6.
Service Centers
a.
Service Centers have certainly contributed greatly to
communities but problems still exist. Service Centers
apparently are unable to reach out beyond their boundary
lines to provide service.
PROBABLE SOLUTIONS:
1.
Additional Service Centers should be opened as
soon as funds are available.
2.
We should consider opening small offices with the
Service Center concept in small communities.
7.
Education
a. The education system is not meeting the needs of
minorities. There is a definite lag in drawing minority
members into the Department of Education.
b.
At the local level, counselors are not providing the
necessary advice to students who will have unusual
problems getting jobs or continuing their education.
c. Often counselors make snap judgments about what a kid
is suited for when in actuality his knowledge is not
extensive enough to make that judgment.
d.
Schools in underprivileged areas still are inferior in
regard to quality of building, teachers, books, equipment,
teaching materials and attitude.
PROBABLE SOLUTIONS:
1.
Employ more Mexican-Americans and Negroes through-
out the educational system.
2.
Provide premium pay for teachers willing to work
in poverty areas.
3.
Require that teachers in Mexican-American areas
be able to speak Spanish as well as English.
4.
Investigate state scholarships and loans available
to minority youngsters to see if they are properly
being used locally.
5.
Encourage college students to tutor poverty area
individuals during the summer.
6.
Open school buildings during the summer for
community educational activities.
7.
Reevaluate the credential program which gives
preferential treatment to Anglos while minorities
must have the necessary 2.7 academic average.
8.
Establish continuation schools for drop-outs who
want to return to school.
9.
Review the practice of teachers who log students
present when they actually haven't been to school
in two or three months.
10.
Review for possible expansion the schools' demon-
stration project developed by Dr. Wilson Riles'
office.
11.
Provide better methods of preparing teachers to
teach in poverty areas.
12.
Reevaluate the schools' tests given for citizens
of the State of California. Many minority youngsters,
because of language and cultural deprivation, fare
poorly in these tests and are immediately labeled
- 7 -
retarded children.
13.
Negro and Mexican-American history should be
included in the curriculum.
14.
Courses in personal grooming should be instituted
in all of our high schools.
15.
Encourage more preschool or head start programs
in poverty areas.
16.
Establish more vocational training in schools with
assistance from industry.
17.
Lift the restrictions regarding weight, height,
et cetera, concerning teacher's aides and counselors.
18.
For ghetto schools, hire teachers with ability, a
willingness for, and a background and understanding
of, working with minority or culturally deprived.
19.
Provide sensitivity training for teachers, princi-
pals and other school personnel.
20.
Establish smaller teacher-student ratio and smaller
counselor-student ratio.
21.
Create community-school coordinator positions.
22.
Provide breakfast and lunch programs for under-
privileged children with fee to be based on
parents' income.
23.
Accord school districts greater flexibility for
ordering text books that will be appropriate for
particular reading levels.
24.
Encourage legislation to extend the school day
period for primary and intermediate elementary
students. Encourage extending length of school year.
- 8 -
25.
Increase the state's equalization aid to indigent
school districts without penalizing wealthier
school districts.
8.
Housing
a.
The Rumford Act, as Governor Reagan has said, is a
symbol to the minority community. While the minorities
are aware that it has not been as effective as most
people would like to think, they feel it is a piece of
legislation they want to see stay on the books.
9.
Business Development
a.
Encourage market chains to sell franchises to minority
businessmen for operating stores in disadvantaged
communities.
b.
Look into the possibility of the state financing small
loans for starting and operating businesses in ghettoes.
c.
Develop an insurance pool idea for ghetto area businesses
- consult with Sam Washington in San Francisco.
10.
Law Enforcement
a.
Encourage "Adopt-a-Cop" programs and open neighborhood
storefront police offices in disadvantaged communities
so that law enforcement authorities would be more
accessible for assistance and to receive complaints.
b.
Encourage sensitivity training for all law enforcement
personnel.
C. Encourage the hiring of more minorities for the local
police forces and for the Highway Patrol.
- 9 -
d.
Encourage the federal government to provide sensitivity
training for immigration officers, particularly in
regard to dealing with Mexican-Americans.
11.
Consumer Education
a.
Provide Consumer Council aides to minority communities
which are being milked by unscrupulous merchants,
salesmen, repairmen, etc.
12.
Child Day Care Centers
a. By establishing child day care centers in various dis-
advantaged areas, mothers with dependent children would
be able to work and remove themselves from welfare
dependency. Such centers would also create jobs for
residents who could be employed as Day Care aides.
(Review Senator Dymally's bill on this subject).
13.
Recreational and Cultural Enrichment
a.
Encourage, through the Governor's office, private service
clubs and the State Art Commission to arrange for bussing
children out of ghetto areas for various recreational
and cultural activities during the summer months.
b.
Assist in getting buses for the Cultural Enrichment
Programs of Watts, San Francisco and Sacramento. One
resource is the military installations near these cities.
C.
General Services should contact the Negro minister in
Stockton who wants to put an exhibit in the State Expo
on Negro culture and history.
d.
Encourage professional athletic stars to conduct sports
clinics such as baseball, football, etc. in disadvantaged
areas.
e. Encourage show business personalities to make special
appearances in disadvantaged communities.
14.
General
a.
Members of this administration should make clear in
their speeches that we are vitally concerned with the
problem of equal opportunity and are deeply involved
in solving this critical problem.
b.
We plan to encourage, through the Governor, retired
Californians to lend their skills in helping to train
youth and others in disadvantaged areas.
C.
Encourage political volunteer groups to go into dis-
advantaged areas to train minorities on civics and the
roles of authority and responsibility in community
affairs.
d.
Encourage Foundations to provide seed money for assist-
ance in financing community projects.
e.
Urge radio and television broadcasters to announce
available job information to their audiences. They
could announce where to go to apply for the jobs and
describe some of them. This, as well as advertising
in theatres, would be of tremendous value in the com-
munities.
f. We are recommending additional appointments of Americans
of Mexican descent and Negroes to local draft boards.
so
Review material used by the State Barbers' Board of
Examiners for information on cutting Negroes' hair.
- 11 -
h.
There are two communities in the state which need
assistance in solving the problems which new free-
ways have caused by coming through them.
Minorities
file
Governor Reagan
March 22, 1968
Community Relations
Project
Bob Keyes
Please find attached a summary of the Special State Agency
Community Relations Project.
RJK:vb
Attachment
cc:
Win Adams
Paul Beck
William Clark
Edwin Meese
Lyn Nofziger
SUMMARY OF SPECIAL PROJECT ON STATE
AGENCY COMMUNITY RELATIONS
I. HUMAN RELATIONS AGENCY
A. Department of Corrections
1. Through local community groups, a new program has
been developed encouraging parole violators at large
to surrender themselves and be restored to super-
vision. The general premise is the fewer disturbed
and disturbing persons circulating in tension areas,
the smaller the opportunity for local incidents to
flare into holocausts.
2. Courses in race relations are being taught in
correctional institutions.
3. Within the institutions there are at this time 7,960
inmates enrolled in adult academic education and
3,925 inmates participating in adult vocational
training classes. The Department of Corrections
educational system has 18 of the adult educational
enrollment in the state and in 1966/67 issued 108 of
the adult elementary school and 68 of the adult public
high school diplomas in California.
4. At this time there are 600 paroled men and women
enrolled in the receiving services from a joint
Corrections-Department of Vocational Rehabilitation
training program which involves academic as well as
vocational training.
B. Department of Employment
1. Employment services aimed at placing unemployed in
productive jobs have been furnished, since January 1,
1967, through 50 special offices in "poverty" areas.
These installations include Youth Opportunity Centers
(27), Adult Opportunity Centers (8), Skill Centers (5),
Neighborhood House Centers (4), and the State Service
Centers (8).
2. In the poverty areas of Los Angeles, Oakland and San
Francisco, concentrated employment program activities
in orientation, skill training and work experience
served 6,436 "hard-core unemployed". In addition,
35,183 persons were placed in training courses under
the Manpower Development and Training Act, (MDTA).
-1-
I. HUMAN RELATIONS AGENCY (cont'd)
B. Department of Employment (cont'd)
3. Neighborhood Youth Corps (YOC) training was given to
9,659 young people and Job Corp training to 6,298
youths.
c. Department of Industrial Relations
1. The Division of Apprenticeship Standards has been
successful in getting Joint Apprenticeship Councils
to accept established criteria for equal opportunity
in apprenticeship and on-the-job training as well
as to sharply increase minority recruitment for
apprenticeship programs. In addition to regular
apprenticeships, 10,622 training positions were
developed during 1967 under the Manpower Development
and Training Act. of these positions, 80% were filled.
Minority races made up 368 of the trainees. These
programs were directed specifically to the "hard core"
unemployed.
2. The Industrial Welfare Commission, by amending work
orders for minors, has established a lower rate,
$1.35, versus $1.65 for adults, per hour for student
employment, thus making summer as well as after-school
employment more available.
3. F.E.P.C. received 1,038 complaints of job discrimination
and 273 of housing discrimination since January 1, 1967,
26% regarding employment and 65% pertaining to housing
have been concluded satisfactorily--a substantial con-
tribution to tension reduction. Thousands of pieces of
literature have been distributed to schools in depressed
areas urging and encouraging completion of education.
D. Office of Economic Opportunity
1. State-assisted programs, administered by community
agencies, have furnished poverty reduction services
to 558,000 indigent persons throughout the state since
January 1, 1967. Most of the persons served were in
areas where urban tensions prevail. These activities
involved direct and personal effort on the part of
State OEO representatives in contact work with community
groups, "gangs" and other organizations with tension
reduction as a specific purpose.
2. Since January 1, 1967, 9,975 persons have occupied hous-
ing in OEO constructed migrant labor camps, and of them
4,640 obtained gainful employment in agriculture.
Evening classes in basic education and prevocational
-2-
I. HUMAN RELATIONS AGENCY (cont'd)
D. Office of Economic Opportunity (cont'd)
education were attended by 365 adults. School-age
children totaling 1,217 participated in daily compensa-
tory education programs. While their families were in
the fields, 1,534 children aged two through five
participated in day care programs.
3. OEO assisted in organizing the Inter-Tribal Council
Manpower Resources Development program which eventually
will involve more than 70 Indian tribes in-general
poverty reduction activity.
E. Office of Health Care Services
1. The USC-South Central Multipurpose Health Services
Center in Los Angeles has been approved through Medi-
Cal for providing comprehensive medical, dental and
social services to the residents of the Watts area.
Prior to the establishment of the center, Watts
residents had to travel many miles to get to out-
patient clinics of the Los Angeles County Hospital
for many of these services.
Declining support from OEO federal funds had placed
the center in jeopardy in recent months and the
Administration believes that preservation of these
services is essential to maintain an adequate level
of health care in the Watts neighborhood.
P. Department of Public Health
1. Among the urban poor, the State Department of Public
Health is supporting comprehensive medical care programs
to reduce high infant and maternal mortality rates in
our cities; and Medi-Cal has succeeded in moving many
urban poor into the mainstream of medical care. Last
year, for example, 65% of the babies delivered under
Medi-Cal were born in private hospitals.
2. The family planning program has been expanding rapidly
throughout California. The program will continue to
expand until it becomes available to all those who seek
the services. It is especially valuable to families
of low economic status, to whom the burden of large
and growing families means more privation, and less
opportunity for each member.
3. The seasonal agricultural health programs continue this
year, supported by Federal and State funds. It provides
clinic services for farm workers who plant and harvest
-3-
I. HUMAN RELATIONS AGENCY (cont'd)
F. Department of Public Health (cont'd)
our crops. Many of these workers travel through
California in the "migrant stream" and are ineligible
for other clinic services. Through this program some
20 clinics are funded in high seasonal concentration
areas of migrant farm workers.
4. Demonstration health aide projects have been initiated
in nine Indian communities throughout the rural areas
of California. These projects, administered by Indian
leaders at the local level are developing techniques
for teaching proper health practices and principles of
preventive medicine. They are also making use of
existing community health resources for Indians and
other needy people.
5. Approximately 3,000 jobs are being created all over
the state to alleviate the manpower shortage in health
service.
The program was devised and coordinated by the Bureau
of Public Health Social Work to accomplish the goals of
providing jobs for the poor in their home areas; giving
them a voice in the organization of the program; and
increasing the critical supply of health manpower, thus
freeing health and medical professionals for more
precise use of their training and talent.
The program will be gradually taken over by local
volunteer and official agencies and will provide an
enduring movement in the recruiting, training and
upgrading of the health manpower labor force.
G. Department of Rehabilitation
1. Studies have been conducted which show that physical
and mental disabilities, including problems of alcoholism
and narcotic addiction, are a major underlying cause of
poverty, dependency, and community tensions in depressed
areas. The primary focus of rehabilitation services in
metropolitan poverty areas is in the Service Center
Program, and the Alcoholic Rehabilitation Program.
2. During the period from January 1, 1967, to February 29,
1968, 10,309 disabled persons were rehabilitated into
employment. When they first came in, 25% were receiving
public assistance. At the time their cases were closed
as rehabilitated, almost all had been removed from
welfare rolls. Before rehabilitation 906 were earning
nothing and after rehabilitation almost half were
earning $80 a week or more.
-4-
I. HUMAN RELATIONS AGENCY (cont'd)
G. Department of Rehabilitation (cont'd)
3. In the 14 months since January 1, 1967, the individuals
or families who had been on welfare rolls were rehabili-
tated with a saving to the state, county and federal
governments of over $5 million per year. When consider-
ing that the average welfare recipient earns $3,328 per
year after receiving rehabilitation services, nearly
$9 million has been added to the economy, mostly in
poverty areas.
H. Service Centers
1. Over 800 people a day make use of the centers. of this
number, approximately 200 a day are new clients. More
than 800 job placements per month have been reported.
Those who use the centers have an average annual income
of less than $2,700 per year. 86% are from racial or
ethnic minorities and 16.5% are on welfare.
2. Each Service Center has become a focal point in its
community. There are training sessions, job-readiness
groups, and community improvement meetings held at the
center. An increasing number of employers are using the
resources of the centers to secure new employees and to
develop new programs such as special training classes for
government and private employment; as an example, the
United States Post Office and a local utility company.
Local jurisdictions are using the centers for information
and service as well as employment activities.
I. Department of Social Welfare
1. The welfare aide project was developed in two phases:
(1) to train certain Alameda County Welfare clients to
function as assistants to social workers and (2) to hire
as aides those trainees who successfully completed the
training course. The project has provided self-support
for the clients who train and work in the program, and
better services to welfare clients. Client service is
augmented by the unique help which may be rendered by
trained ex-clients.
The result of this project is the development and budget
for 20 civil service positions of Welfare Services Aide
in Alameda County. Thus public welfare assistance
receivers turned into workers through a new career line.
2. The experiment in selection and training neighborhood
family project is a training program for neighborhood
-5-
I. HUMAN RELATIONS AGENCY (cont'd)
I. Department of Social Welfare (cont'd)
family day care parents. Neighborhood family day care
services expand career opportunities for welfare recipi-
ents and enable recipients to participate in training
programs or to become employed.
The project is just getting under way in the Watts and
Venice areas. It provides employment opportunities and
day care service in neighborhoods where it is needed.
3. Since January 1968, E1 Dorado, Placer, San Francisco and
San Joaquin Counties have been involved in a home care
services project to prevent physical and mental deterio-
ration leading to institutionalization, and to develop
employment opportunities for welfare recipients and others.
Currently, 24 homemaker positions are being established in
the county welfare departments, and a group of recipients
are either being enrolled or selected for training pro-
grams in order to be able to qualify and compete for the
positions.
4. A conciliation services program, under the joint auspices
of the Contra Costa Social Service Department and the
Contra Costa Superior Courts, is focused on public
assistance recipients and potential public assistance
applicants threatened by disruption of their marriage.
The major objectives are to prevent economic dependency
through the treatment of family pathology as evidenced
in divorce; develop a strong and consistent working
relationship with the courts and community agencies; and
provide information about the scope and depth that the
problem of divorce has in relation to the community, the
courts, the public welfare agency, and the families
involved.
This recently approved demonstration project is an effort
to prevent poverty and deal with the social and human ills
which are responsible for an increasing divorce rate among
the lower socio-economic classes.
5. The State Department of Social Welfare has funded stipends
at an average of $200 per month each, for an average of
20 youth leaders.
The training of leaders of juvenile groups project has
prepared school drop-outs, delinquents and unemployed
youth for new career jobs and opened employment opportuni-
ties for youth as social aides in community social agencies.
The Department of Social Services, Youth for Service,
-6-
I. HUMAN RELATIONS AGENCY (cont'd)
I. Department of Social Welfare (cont'd)
Young Men's Christian Association, Department of Employ-
ment Youth Opportunity Center, Unified School District, and
Park and Recreation Department of San Francisco were used
as training placements. Several are developing and
budgeting for regular social aide positions.
This project should reduce community unemployment,
delinquency and alienation among youth, and increase the
effectiveness of social agencies in dealing with problem
youth in the community.
6. The State Department of Social Welfare, the State Division
of Highways, and the State Planning Committee on State
Training and Jobs for Welfare Recipients have been
successful in developing 43 training slots for welfare
recipients in the Bay Area. The Highways Division will
provide the training slots and the welfare Department will
provide the trainees. A significant feature of this is an
attempt to assure placement in the Division of Highways
upon the completion of training. The State Personnel
Board has been involved in developing civil service testing
procedures to enhance the ability of these trainees to
qualify for employment under civil service regulations.
This project should result in a statewide training and
employment program in the Highways Division and open up
further training and employment opportunities in other
state agencies.
7. Need current information on work experience and training
program--also Title V activities.
FAMILY PLANNING
Effective December 1, 1967, regulations were adopted which placed the
responsibility on the caseworker for initiating talks with recipients
who, for whatever reason, might be in need of medical services for
limiting or spacing children. The right of the recipient to accept or
reject the service is fully protected.
II. BUSINESS AND TRANSPORTATION AGENCY
A. Department of Public Works
1. Plans are being developed to augment and improve summer
job programs for underprivileged and minority youths in
17-21 age bracket.
Despite the fact survey in 1965 showed that about 650-700
training jobs were available statewide in Public Works,
only 40-50 were applied for and filled due to failure
-7-
II. BUSINESS AND TRANSPORTATION AGENCY (cont'd)
A. Department of Public Works (cont'd)
of Department of Employment to refer people--lack of
sponsors to implement federal grants in Neighborhood
Youth Corps Program--inactivity by school districts.
Attempts are being made to correct this.
Public Works is now studying direct action program to
seek out summer job applicants for maintenance work
(e.g.: 100 could be employed in San Francisco area
alone at from $300-$325 month--$1.75 to $1.85 hour).
These would be training jobs not "make work" and would
serve to qualify them for permanent jobs starting at
$530 month.
2. A new cooperative pilot program has been instituted with
Department of Social Welfare and county welfare author-
ities in Bay area to provide 43 job openings for training
welfare recipients. County refers recipients to Public
Works who will then provide job training to develop
clerical, drafting, maintenance and other skills. If
successful, statewide implementation will follow.
3. Participating for first time in private sector program
initiated by Pacific Telephone and Telegraph called
"Bridging the Gap". Aimed at minority and underprivileged
high school students. Students spend four or more after-
noons receiving individual supervision in actual work
situations. Idea is simply to eliminate "unknown" from
work atmosphere, and fill "gap" between classroom and
job, encourage and create incentive to acquire or improve
work skills. Program may have statewide potential for all
state agencies.
4. A transportation study project is under way in Watts financed
by $2.7 million HUD grant in 1966. New public and private
job transportation being provided to remove big hurdle to
gainful employment. The key here may be community involve-
ment in creating small nonprofit transportation corps. (See
Issue Memos October 24, 1967, and BT3-68-30). Progress
report available which should be reviewed by Governor's staff
for insight into employment-transportation problems.
B. Department of Housing and Community Development (II & c) is active
in several programs to improve low income housing:
1. Leased Housing Program: Federal government provides local
housing authorities with financial assistance to make
rentals available to low income families. Housing Authority
leases house or apartment from private individual and sub-
leases it to low income family at lower rent which they can
-8-
II. BUSINESS AND TRANSPORTATION AGENCY (cont'd)
B. Department of Housing and Community Development (cont'd)
afford. Avoids concentrated public housing atmosphere--
leaves property on tax roll. H & e has assisted local
agencies in qualifying for program. (Small Communities
lack staff and technical ability to initiate projects.)
To date, assistance has led to fifteen completed appli-
cations with 8,000 units approved for leasing (eleven
applications and 3,000 units pending). Towns involved--
Oakland, Fresno, Monterey, San Bernardino, etc.
2. Prototype Low-Cost Housing: Acting under 1964 federal
grant ($243,000), B & C has constructed ninsteen different
prototype low-cost housing units in Kern, Butte, and Tulare
counties (ten more units in process). Construction by
private enterprise. Though aimed at rural familes, inform-
ation will be useful to urban development. Many groups
looking at units for ideas. Final report due July 1 will
give recommendations on building methods, floor plans, and
feasibility.
c. Department of Insurance is working closely with insurance
companies on getting them to participate in insurance pools
in Watts. The Watts incident greatly affected availability of
insurance for commercial risks in South Central Los Angeles.
D. Division of Savings and Loan has been counseling with repre-
sentatives of the Negro Community on home financing. An
attorney in the Division has been assigned to work on minority
and low-income housing. Be is closely following legislation
and counseling people.
Commissioner Martin has formed a committee of savings and loan
presidents to help in solving the home financing needs of
minorities. This committee has met five or six times and is
making progress.
III. RESOURCES AGENCY
Resources Agency: At present, plans for summer employment of
disadvantaged youth must be made within the same budgetary restric-
tions as existed last year. However, due to better planning and an
earlier start, the number of minority group youth for employment is
expected to increase.
Preliminary figures are as follows:
A. The Department of Parks and Recreation currently plans to
hire 1,200 temporary employees this summer. The great majority
of these are students, many of them returning experienced help.
-9-
III. RESOURCES AGENCY (cont'd)
A. The Department of Parks and Recreation (cont'd)
There are 160 positions at a cost of $160,000, which will be
put through the Department of Employment to fill jobs not now
committed and to employ "drop-outs".
B. The Department of Water Resources currently plans to place
220 youths as follows:
1. 55 youths as unskilled Student Engineering Aids, to be
referred from the field offices of the Department of
Employment.
2. 65 youths to work as Engineering Student Trainees. This
program is designed to give upper division engineering
students an opportunity to perform preprofessional work
in an engineering organization.
c. The Department of Conservation will hire 1,400 seasonal forest
fire fighters. of this number approximately 1,050 jobs will be
filled by returning experienced employees and 100 jobs will be
part of the college recruitment program. The Director has asked
that 200 forest fire fighter jobs be made available to economi-
cally disadvantaged youths from poor concentrated areas.
D. The Department of Fish and Game currently plans to hire approxi-
mately 100 youth--of whom about 20 will be in the "disadvan-
taged" category to be referred through the Department of
Employment.
In summary, the Resources Agency currently plans to hire approxi-
mately 3,000 youths of whom 435 would be from the "disadvantaged"
category.
IV. AGRICULTURE AND SERVICES
Briefly, these programs are:
A. The Francise Tax Board has been working with the Neighborhood
Youth Corps to provide work opportunities for disadvantaged
young people. Approximately 20 youth have been employed in
this category; many have resumed their education on a full-
time basis; and one qualified for a civil service examination,
and is now permanently employed in this department.
B. The Department of Agriculture has participated in the "Bridging
the Gap" High School Student Training Program, whereby depart-
mental employees work with potential "dropouts" to motivate
them to continue their education. Further participation is
under consideration.
-10-
IV. AGRICULTURE AND SERVICES (cont'd)
c. The Department of Professional and Vocational Standards has
identified, through its constituent agencies, the areas of
shortages of employees where jobs currently exist and where
education, experience and training requirements are minimum.
A program has been proposed, to be carried out through the
efforts of the California Employment Agencies Association,
the Association of Professional Personnel Agencies, and
others, which will result in the setting up of "job fairs"
in the heart of the poor minority communities throughout the
state to bring together job seekers and private employers.
Identified areas of employee shortages are Pest Control Field
Representatives, Vocational Nurses, Cemetery Salesmen, T.V.
repairmen, and Appliance Repairmen.
-11-
State of Colifornia
Memorandum m
Date :
To
:
Bob Keyes
March 20, 1968
Subject:
From :
Jim Crumpacker
The following hegroes have been recommended to the Selective
Service Boards by Governor Reagan:
Los Angeles County
Joseph H. Miller, Jr.
Hillyard Hamm
Monterey County
Calvin Reaves
Sacramento County
James F. Garner, M.D.
San Mateo County
Peter Evans
Santa Barbara County
Herman Preston Nelson
Solano County
Wallace Sheppard
Stanislaus County
Reverend Howard Clark
San Francisco County
Edwin T. Johnson, M.D.
Oscar Jackson, M.D.
State of California
Memorandum
To
:
James Crumpacker
Date :
March 20, 1968
Subject
: Negro Appointees
From :
Phyllis Shafer
Attached is an up-to-date list of all Negro appointees, both
exempt and executive appointees.
The break-down by county is as follows: :
Alameda
1
Contra Costa
1
Fresno
1
Kera
1
Orange
1
Los Angeles
14
Sacramento
3
San Diego
3
San Francisco
65
St 29
On the attached list, you will note James Stratten's name twice.
This is because he holds an exempt position as well as a Governor's
executive appointment.
asof 3/20/68
NEGRO APPOINTEES
EXEMPT POSITIONS:
Robert J. Keyes
Assistant to the Governor for
San Diego
Community Relations
Theron Bell
Director, State Office of Economic Opportun
San Francisco
Robert Collins
Director, Multi-Service Center Program
Los Angeles
Richard Williams
Information Officer, Dept. of Industrial
San Francisco
Relations
James Sims
Intergroup Relations Consultant, Dept. of
Los Angeles
Industrial Relations
James Stratten
Administrative Youth Authority Board Repres
San Francisco
Raymond Norton
Field
Represe,
Office
of
Bechomic
Opportuni
Bon Purnetors
Herbert Brown
Field Repres., Office of Economic Opportuni
San Francisco
Charles Booker
Field Repres. / Office of Economic Opportuni
San Francisco
Roger Taylor
Supervisor, Sacramento Office, Fair
Fresno
Employment Practices
GOVERNOR'S EXECUTIVE APPOINTMENTS:
James E. Johnson
Director of Veterans Affairs
Santa Ana
James E. Stratten
Mem, Educational Commission of the States
San Francisco
Walter A. Gordon, Jr.
Mem, Adult Authority
Berkeley
Geraldine V. Rickman
Mem, Adv. Commission on Status of Women
San Diego
Miss Betty Holt
Mem, Adv. Committee to Preschool
Los Angeles
Educational Programs
Page 4
Wesley R. Brazier
Member, Apprenticeship Council
Los Angeles
William Ross
Judge, Municipal Court, Compton Jud. Dist.
Compton
Mrs. Martha M. Louis
Mem, Board of Social Work Examiners
Los Angeles
Henry A. Talbert
Mem., JOB Training & Placement Council
Los Angeles
Gregory C. Murray, M.D.
Mem, Dist. Review Com. for Second District,
Los Angeles
Bd. of Medical Examiners
Albert L. Jordan
Mem. 7 Water Quality Adv. Committee
West Covina
Mrs. Audrey B. Jones
Mem., New Car Dealers Policy & Appeals Bd.
Los Angeles
Mrs. Ella Mae Turner
Mem., Calif. Rehabilitation Planning
Los Angeles
Project Advisory Committee
James C. Dodd
Mem. Bd. of Governors of Calif.
Sacramento
Community Colleges
Marvin R. Poston, O.D.
Mem., State Board of Optometry
Danville
Mayo R. DeLilly, M.D.
Mem., Adv. Council, Calif. Bd. of Nurse
Los Angeles
Education and Nurse Registration
Col. Charles A. Bowers
Mem. , State Social Welfare Board
Sacramento
John R. Ford, M.D.
Mem., State Bd. of Education, and
San Diego
Mem., Adv. Com. to Preschool Educational
Program
Joseph A. Barbee
Mem. / Com. on Housing and Community
Sacramento
Development
William P. Beachem
Mem. State Bd. of Barber Examiners
Los Angeles
Wendell Handy
Mem. Governor's Adv. Co. on Children & You
Compton
Paul
Beck
State of California
Minanties
Memorandum
To
:
Cabinet and Staff
file
Date
: March 8, 1968
Subject Special Project on
Community Relations
From :
William P. Clark, Jr.
In accordance with the discussion at Cabinet meeting this morn-
ing, the following is a summary of the plans and assigned re-
sponsibilities for the Governor's Special Project on Community
Relations.
The Project will be implemented in four phases, as follows:
I. Preparation and briefing of Governor, Cabinet and
staff on general situation and present status of
state programs for improvement of community conditions,
and for decreasing urban tensions (designated as the
State's "Community Improvement Programs").
II. Governor's conference with members of minority com-
munities in critical areas of California.
III. Conferences with mayors and other officials to es-
tablish cooperation and support for Community Im-
provement Programs.
IV. "Report to the People" and other public information
efforts to disseminate information concerning the
findings of the Governor's tour, and the various plans
and programs which have been developed.
The following responsibilities are being assigned for the
preparation and briefing phase (Phase I) of this Project:
(1) Cabinet secretaries will obtain information from
their departments and prepare a memorandum outlining
existing and planned programs which relate to improv-
ing community conditions, solving minority problems,
easing urban tensions, etc. This report should be
forwarded to the Cabinet Secretary by 4 p.m. on Wed-
nesday, March 13, 1968.
(2) Bob Keyes, Assistant to the Governor for Community
Relations, will prepare a list of community leaders
and contact persons (who have the capability of
arranging meetings with broadly based groups in
minority communities).
-2-
(3) Ed Meese and Bob Keyes will establish the list of
critical cities which should be included in the
Governor's conferences.
(4) All Cabinet and staff members are requested to submit
any ideas for additional positive programs which might
be initiated as a part of this effort to improve com-
munity relations. Russ Walton is requested to submit
the specific suggestions raised at the Cabinet meeting.
For the reasons presented at the Cabinet meeting, this should
be considered a priority project, and the utmost cooperation
and effort by all of us is vitally necessary.
P.