assistance or in excess of $250,000 in planning assistance in the previous federal fiscal year. Program updates are required every three years. 2. Statement of Policy – An EEO Program must include a statement issued by the CEO regarding EEO policy affecting all employment practices, including recruitment, selection, promotions, terminations, transfers, layoffs, compensation, training, benefits, and other terms and conditions of employment. 3. Dissemination – Formal communication mechanisms should be established to publicize and disseminate the recipient’s EEO policy, as well as appropriate elements of the program, to its employees, applicants and the general public. 4. Designation of Personnel Responsibility – The importance of an EEO program is indicated by the individual the agency has named to manage the program and the authority this individual possesses. An executive should be appointed as Manager/Director of EEO who reports and is directly responsible to the agency’s CEO. 5. Utilization Analysis – The purpose of the utilization analysis is to identify those job categories where there is an underutilization and/or concentration of minorities and women in relation to their availability in the relevant labor market. 6. Goals and Timetables – Goals and timetables are an excellent management tool to assist in the optimum utilization of human resources.
Data on applicants/hires, promotions, terminations, demotions, suspensions and disciplinary actions for the past three years for persons with disabilities. King County DOT Summary Utilization Analysis as of January 1, 2008 and January 1, 2009, prepared in accordance with FTA Circular 4704.1 Chapter III 2 d. King County DOT Goals and Timetables for 2009 prepared in accordance with FTA Circular 4704.1 Chapter III 2 e. A description of the procedures and criteria used by King County DOT to monitor its subrecipients and transit contractors to determine compliance with FTA EEO requirements. Copies of EEO Programs from subrecipients and transit contractors that employ 50 or more transit related employees. King County DOT assembled the documents prior to the site visit and provided them to the Compliance Review team for advance review. King County DOT’s site visit occurred October 27-29, 2009. The Entrance Conference was conducted at the beginning of the Compliance Review with King County DOT’s senior management staff and the contractor Review team. During the Entrance Conference, the Review team explained the goals of the Review and the needed cooperation of staff members. The detailed schedule for conducting the on-site visit was discussed. Following the Entrance Conference, the Review team conducted a detailed examination of documents submitted by King County DOT’s Human Resources Department on behalf of the agency. The Review team also held discussions with King County DOT’s Human Resources staff and Diversity Manager regarding King County DOT’s EEO Program and its implementation.
4. Designation of Personnel Responsibility D Inadequate designation of personnel responsibility King County DOT must submit to FTA: A Classification Description for the position that will perform the EEO Officer function for Metro Transit as outlined in FTA Circular 4704.1 A revised EEO Policy Statement identifying the EEO Officer An assurance that the hiring process for Metro Transit has been revised to allow the EEO Officer authority to concur in all hires and promotions. Closed 12/11/2009 5. Utilization Analysis ND 6. Goals and Timetables ND 7. Assessment of Employment Practices AC No assessment of mechanic test King County DOT should conduct an assessment of the tests administered to mechanics. Closed February 25, 2010 8. Monitoring and Reporting System ND 9. Title I of the ADA ND ND = No Deficiency; D = Deficiency; NA = Not Applicable; NR = Not Reviewed; AC=Advisory Comments VIII.