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HomeMy WebLinkAboutInstructions Regarding Affirmative Action In Contracting - City of South Bend, IndianaINSTRUCTIONS REGARDING AFFIRMATIVE ACTION IN CONTRACTING CITY OF SOUTH BEND, INDIANA The City of South Bend, Indiana, has adopted an affirmative action ordinance which commits the City to procedures which will facilitate equal business opportunity for minorities and women in all City contracts. We hope that these instructions will enable You to comply with the requirements of the ordinance. I. DEFINITIONS For purposes of these instructions, the following definitions app Y: (a) Affirmative action means the official program or policy of the City of South Bend which gives preferential treatment to one or more groups of people who are classified according to race, sex or national origin; (b) Bidder means any person, partnership, corporation, association or joint venture submitting a bid for a City contract; (c) City means the City of South Bend, Indiana. (d) City contract means anv contract awarded by the City of South Bend or any of its agencies, boards or commissions for work, labor, services, supplies, equipment, materials or any combination of the foregoing. (e) Contracting agency means the City department, agency, board or commission having the power to award a City contract. f) Contractor means any person, partnership, corporation, association or joint venture which has been awarded a City contract. g) Discriminatory practice means the exclusion of a person or persons from equal employment opportunity or equal business opportunity because of race, sex or national origin. h) Minority means any person who is: (1) Black (all persons having origins in any of the Black African racial groups not of Hispanic origin); or (2) Hispanic (all persons of Mexican, Puerto Rican, Cuban, Central or South American or other Spanish culture or origin, regardless of race). Form AAC Page 1 of 6 I structions Regarding A firmative Action in Contracting P ge 2 C`_] wi (i) Minority business enterprise means any minority -owned business which has been certified under the requirements of the City affirmative action ordinance. (j) Subcontractor means any person, partnership, corporation, association or joint venture which supplies any of the work, labor, services, supplies, equipment, materials or any combination of the foregoing under a contract with the contractor on a City contract. (k) Women business enter rise means any women -owned business which has been certified under the requirem6nts of the City affirmative action ordinance. II. PROCEDURES A. QUALIFICATION. Each bidder under a City contract must be ,lified in order to have its bid considered by a City board, artment, or agency. To be qualified a bidder must submit a pleted Application for Qualification before bid submission or h its bid. The bidder must attach the following written mitments to the Application for Qualification: 1. Nondiscrimination commitment, which states that the Contractor and each of its subcontractors agree not to discriminate against any employee or applicant for employment in the performance of the contract with respect to hire, tenure, terms, conditions or privileges of employment, or any mat er directly or indirectly related to employment, because of race, religion, color, sex, handicap, national origin or ancestry. Breach of this provision may be regarded as a material breach of the contract. 2. Affirmative action affidavit, which states that the Contractor has adopted and will maintain in full force and eff ct for one year from the date of the affidavit, an affirmative action plan for the recruitment, hiring and employment of minorities and women. The Contractor certifies tha it strongly seeks the use of minority -owned businesses and women -owned businesses in its operations. and acti Sout prim Empl Form Page . Affirmative action plan. The bidder must have adopted Maintain in effect at all applicable times an affirmative n plan. A sample plan is available, which includes Bend work force statistics. z your business uses rily employees from another area, consult your state's yment Security Office for appropriate statistics. If AAC 2 of 6 Instructions Regarding Affirmative Action in Contracting Page 3 your business primarily draws employees from outside the South Bend work force, fill out the "Out of County Contractor" remedial goal grids; otherwise, fill out the standard remedial goal grids. The affirmative action plan must: . otti if i do b thei appl who to b, Busij factc the Indii Form Page a. Provide for the recruitment, hiring and employment of minorities and women; b. Contain appropriate specific goals and timetables for the recruitment, hiring and employment of minorities and women within each job category of the business in order to measure its progress in eliminating any underrepresentation of minorities and women. underrepresentation is determined as follows: i. Jobs which do not re uire s ecial skills. The goals for job categories which do not require special skills shall be in proportion to the overall percentage of minorities and women within the area work force (depending on your relevant employment area); ii. Jobs which require special skills. The goals for job categories which require special skills shall be in proportion to the overall percentage of minorities and women within the area work force (depending on your relevant employment area) who have the educational and experience requirements for the job category; and c. Be reviewed, updated, and submitted to each applicable City contracting agency annually. bidder may submit its application to the Board of Public Works ce or the Park Board Office for review in advance to determine t meets the requirements of the ordinance. Bidders who wish to usiness with more than one board should indicate that fact on r application. Duplicate applications are not required. The ication and attachments will remain on file for one year. B. CERTIFICATION. A minority -owned or women -owned business iesires to submit , bid or quote on a City contract is eligible certified as a Minority Business Enterprise or a Women less Enterprise. Such certification may be an additional >r to be considered by the contracting agency in determining .owest responsible and responsive bidder or quoter under Lna law. AAC 3 of 6 nstructions Regarding ffirmative Action in Contracting age 4 The requirements for certification are as follows: 1. Ownership and control. a. Minorities or women must own and control at least fifty -one percent (51 %) of the business. The ownership must be continual and must be evidenced in documents of the business; b• The minority or women owners must direct or have the power to direct the management and policies of the business and make day -to -day decisions on matters of management, policy and operations; C. The minority or women owners must be responsible for a clearly defined portion of the City contract to be performed; and d. Newly- formed businesses or businesses whose ownership or control has changed recently will be reviewed carefully to determine reasons for the timing of the formation or change in ownership or control. 2. Independent business. The minority -owned or women -owned business must be an independent business. Relationships with other businesses will be reviewed carefully to determine if any interest conflicts with certification requirements. 3. _Application for certification. In order to be certified a minority -owned or women -owned business must complete an Application for Certification prior to or along with its bid. The application must be signed by the authorized representative of the business and notarized. Certification will be considered an additional positive factor in determining the lowest responsible and responsive bidder when awarding a contract within any particular business category for which remedial goals for the awarding of contracts has been set. The contracting agency will set such remedial goals for the awarding of its dollar volume of City contracts within those business categories for which it is determined that past procedures for awarding contracts reflects discriminatory practice. A minority or women -owned business may submit its application to the Board of Public Works office or the Park Board Office for review in advance to determine if it meets the requirements of the ordinance. Businesses who wish to do business with more than one board should indicate that fact on their application. Duplicate applications are not required. For AAC Page 4 of 6 In tructions Regarding Af irmative Action in Contracting Pa e 5 III. COMPLIANCE In order to insure compliance with affirmative action procedures the ordinance provides that the contracting agency or its designee shall have the right during the term of the City contract to: A. Inspect any and all of the contractor's records, books and reports, provided such materials relate to contractor's compliance or ioncompliance with affirmative action procedures; B. Conduct on -site inspections in order to evaluate the con ractor's business practices; C. Monitor the contractor's progress toward attaining the goals established in its affirmative action plan by requiring the contractor to submit annual affirmative action reports to the Mayor's designee; and D. Review the status of a certified contractor to insure that the contractor still qualifies as a Minority. Business Enterprise or a W men Business Enterprise. IV. NONCOMPLIANCE PROCEDURES The ordinance provides procedures to be followed in the event of oncompliance with any of the provisions of the ordinance: IA. The contracting agency is to serve written notice of non�_Jlompliance on the contractor or his representative; B. Within five (5) days after receiving notice of noncompliance the contractor is either to proceed to correct the noncompliance or meet with a designee of the contracting agency to determine a method of correcting the noncompliance; C. If the contractor does not correct the noncompliance in a mann r satisfactory to the contracting agency within thirty (30) days the contracting agency shall hold a hearing upon written noti e to the contractor and shall give the contractor opportunity to s ow cause why it has not met its affirmative action obligations and by it should not be suspended; and Zr the contractor is unable to establish any reason why despite good faith efforts it has been unable to meet its affi mati•, action obligations, the contracting agency shall have the right to impose one or more of the sanctions prescribed below: 1. Forfeiture of performance bond. The contracting ency may require the contractor to forfeit to the City its rformance bond under the City contract; Form AAC Page 5 of 6 Instructions Regarding Affirmative Action in Contracting PaQ 6 2. Cancellation of the contract. The contracting agency may cancel, terminate or suspend the City contract or any portion thereof including, but not limited to, withholding any progress payment or monies payable under the contract; 3. Review of other City contracts. The contracting agency may review other City contracts to which the contractor is a party in order to determine if the contractor is in compliance under those contracts; 4. Suspension. The contracting agency may suspend the contractor from working on future City contracts for a period of at least one (1) year (or longer for continued noncompliance with the provisions of the ordinance); and 5. Legal remedies. The contracting agency may avail itself of any and all other legal remedies and sanctions. V. FORMS Forms are available for use in complying with the affirmative act on ordinance. Also available is a sample affirmative action pla which you may modify for the needs of your company. When completing these forms, you must fill in each blank space and column. For example, when completing the Remedial Goals charts, you must fill in a number or percentage figure for each applicable job category. If for the year in question you employ no minorities or women in a particular job category, or if the job category exi ts but is or was vacant, the correct number or percentage fig re is "zero ". Only if the job category does not exist in your business is the correct response "n /a If you have any further questions regarding any of the procedures required by the ordinance or concerning your company's possible certification as a Minority Business Enterprise or a Women Business Enterprise, contact the South Bend City Attorney's office, (219)284-9241. Cit, coni Form Page hank you for your cooperation and interest in working with the in the implementation of the City's affirmative action in acting program. AAC 6 of 6 CITY OF SOUTH BEND, INDIANA Kather -.:e Humphreys City Controller 1400 County -City Building South Bend, Indiana 46601 SAMPLE AFFIRMATIVE ACTION PLAN FOR INCORPORATED BUSINESSES WHEREAS, the Board of Directors of ( "Cont actor "), organized and operating under the laws of , with its principal address at I , finds that there is a need to provide for the recruitment, hiring and employment of minorities and women; and WHEREAS, the Board of Directors finds that the most efficient and direct way of providing for the recruitment, hiring and employment of minorities and women in Contractor jobs is through the adoption of an affirm tive action plan. :;Jo, THEREFORE, BE IT RESOLVED, the Contractor hereby adopts the following affirmativ,2 action plan: I. Definitions. As used in this plan, the following terms shall have the meanings listed below: A. Affirmative action :Weans the voluntary policy of Contra for as set forth in this plan to provide for the preferential treatm nt of minorities and women under certain circumstances of underr presentation. B. Minority means any person who is: 1. Black Gall persons having origins in any of the Black African racial groups not of Hispanic origin); or 2. Hispanic (all persons of Mexican, Puerto Rican, Cuban, Central or South American or other Spanish culture or origin, regardless of race). II. Employment. Contractor shall provide for the recruitment, hiring and employment of minorities and women as follows: A. Recruitment. Contractor shall analyze recruiting method and revise those methods which reflect any discriminatory practi e and actively recruit qualified minorities and women for availa le positions within the Contractor. B. Hiring. Contractor shall review hiring decisions and revise those hiring procedures which reflect any discriminatory practice and, if necessary, shall set remedial goals for the hiring, of qualified minorities and women within each job category of the Contractor. III. Remedial goals. If necessary, Contractor shall set remedi 1 goals for hiring qualified minorities and women within each job category represented in order to measure its progress in elimin ting any underrepresentation of minorities and women, as follow Form A P1 -87 Affirmative Action Plan (Corporations) Page 2 a. Jobs which do not require special skills. The goals for job categories which do not require special skills shall be in pro ortion to the overall percentage of minorites and women wit in the South Bend area workforce; b. Jobs which require special skills. The goals for job categories which require special skills shall be in proportion to the overall percentage of minorities and women within the South Bend area work force who have the educational and experience requirements for the job category. After reviewing employment statistics for 1987, Contractor finds that it Needs to set' the following remedial goals for minorities and women, as set forth on the following two pages: Form A P1 -87 Page 2 of 6 t:••,trA;t.,r -- -- -- CITY Or SOUIP 9L';U. Ip0 1A :, Dace RZMMIAL GOALS FOR THE RLCRUIZfINT, SIRING AND CLOYING OF N2NORrrrV_1Q Suggcsted goal is P.FOP-MS 1! (V , 5 it least 1/5 of any pet- entage deficiency TV+5) -2- S.HO many em- II.How many III.What ♦ of IV.1985 Ind. V.what was the VI.what is your VII.How many ploy es did you Blacks and His- employees in Employment \ deficiency of remedial 1 Blacks and have in each panics were in each job cate- Security Div. Blacks and His- recruitment / Hispanics are f Job category each Sob gory last year i of minority panics in each hiring goal in represented last year7 category last were Black or employees in job category each job cate- by VI in each. year? Hispani1,c? (11a/ job category. last year? gory this job category? X100 year? .;C9 CATEGORY (Iii +I) x 100) [IV -III) [(VIx.01► k I) executive, administra- tive and managerial 6.6 professional specialty occupations 9.9 technicians and relate support occupations 7.8 sales occupations 5.1 ta°ministra- ive support, !.ncluding 11.6 clerical service occupations - 14.7 - jf vestry and 1:ishing 12.3 (-recision, i; riAuction, and 1.2raft repair, 9.8 oper- I-Achine ecors, assem- biers and iinspectors 23.9 transporta- tion and material moving �rperators 17.4 chandlers, ?equipment 1 -- loaners, and (Helpers, laborers 21.8 Suggcsted goal is P.FOP-MS 1! (V , 5 it least 1/5 of any pet- entage deficiency TV+5) -2- CITY OF SOUTh BEND. INDIANA Date REKEDIAL GOALS MR 291E RNC V1790M, HIRING AND EKPIOYM OP VM M ,:�:ggested goal is Fif':'RMS (v =s) at least 1/5 of any percentage deficiency (V:5) -2- I.How many em- Irr.How many III -What % of IV,1965 Ind. V.what was the VI.ahat is your VII.HOw many ploye s did you women were in employees in Employment ♦ deficiency of remedial % women are have in each each job each job rate- Security Div. women in each recruitment / represented by job category category last gory last year 1 of women job category hiring.goal in VI in each job last ear? year7 were women? employees in last year7 each job rate- category? r (OD job category. gory this JOB CATEGORY ((II+I) x 1001 (IV -rII) year?* ((VIx.01) x I) executive, administra- tive and managerial 27.2 professional specialty occupations 19.3 technicians and related support occupations 38.5 sales ._. occupations 51.5 iadministra- hive support, including clerical 76.5 service occupations f0.6 farming, forestry and fishing 1�.9 precision. ,production, :-:aft and :cpair _ 9.4 .achine oper- larors, assem- ::lc:s and .nnpectors 32.2 - ransporta- :on and ,�:erlal ovinq --perators 10.3 r.andlers, :equipment - cleaners, ,helpers, and laborers i 17.3 ,:�:ggested goal is Fif':'RMS (v =s) at least 1/5 of any percentage deficiency (V:5) -2- .nf r.li kU l ill ^.UI:':!1 .:il. INDIANA Dare RMPIMIAL GOAL VOR THz RSCRuiT en, RIRima AmD xKPLOYING of mimoRiTim (Out of County contractors) • Jobs requiring nc skills - overall percentage of minorities in area workforce Jobs re uirin s ecial skills - overall percentage of minorities In area workforce who have the educational and experience require;—. of the job category. • To the extent po sible, area workforce percentages should reflect county -wide percentages of county in which Contractor's principal place of business is located. •• suggested goal i at least 1/5 of any percentage deficiency (V*5) ft-/ CVP /FORl15 -2- I.Hou many em- ,I'.How many III.what l of IVA of minor- V,what was the Vl.what is your VII. How many pl��y es did you Blocks and His— employees in ity employees 1 deficiency of remedial Blacks and i have in each panics were in each Job cate- in job category Blacks and His- recruitment/ Hispanics are 1 job category each lob cats - gory last year in area work- panics in each hiring goal in represented by! last year? gory last year? were Black or force.* job category each job cate- VI in each job H13 last year? gory category? nic7 100 JOB 17ATEGORY l I +I) x 1001 (IV -III) ((VIx.011 x I)! executive, - administra- tive and managerial professional specialty occupations technicians and related support occupations sales occupations administra- tive support, including clerical service occupations precision, production, craft and repair machine oper- ators, assem- blers and inspectors transporta- tion and material moving operators, handlers, equipment cleaners, helpers, and laborers • Jobs requiring nc skills - overall percentage of minorities in area workforce Jobs re uirin s ecial skills - overall percentage of minorities In area workforce who have the educational and experience require;—. of the job category. • To the extent po sible, area workforce percentages should reflect county -wide percentages of county in which Contractor's principal place of business is located. •• suggested goal i at least 1/5 of any percentage deficiency (V*5) ft-/ CVP /FORl15 -2- CiT'i OF 5UUTE BEND. INDIANA Date --- RYMPDI AL GOALS FOR THE RECRU17MNl', HIRING AND TIDYING Or WOMEN (Out of County Contractors) v� I.How m4ny em- II.How many III.What % of IV.1985 ♦ of V.what was the VI.What is your VII. How many ployee did you women were in employees in women employees t deficiency of remedial ♦ women are have im each each lob cate-. each job cate- in job category women in each recruitment/ represented ty lob ca egory gory last gory last year in area work- job category hiring goal in VI in each job i `ast y ar? year? were women? force.' last year? each job Cate- category? S 1W gory this All+, year?•• JOG CATEGORY II x 100) (IV -III) ((VIx.ol) x I) Lexecutive, I dministra- Itive and (managerial professional ispccialty occupations technicians and related support occtcpaticas sales occupations administra- ivn support, 1 includinq clerical service occupations 'arTing, _ restry and ,`,1119 :cccislon, , i ,,:uct ion, -;aft and ,repair i ,machine oper- ;: :tors, assem- o1ers and ,inspectors transporta- •icn and nu.7 e I a I n;v:ng ropera tor s •::+rndiers, ic(Z,:ipment -leaner5, !;:e L: s, and _ ;ef+orers �bv rr�ulrincj to kills - overall percentage of women in area workforce reauirin s.c ia_l skills - overall percentage of women in area workforce who have the educational and experience 4cqurrements of tie lob category. -wide • the extent poss ble, area workforce percentages should reflect county percenta:�s of county In which Contractor's principal place 01 business is located. :uggesced goal is t least 1/5 of any percentage deficiency (V +5) P FG'RMS -2- Affirmative Action Plan (Corporations) Page 5 C. Explanation of Job Category descriptions. For the purpose of establishing remedial goals under this plan, the job categories listed above may include the following positions: 1. Executive, administrative, and managerial. officials, administrators, and management occupations. 2. Professional specialty occupations. Engineers, natural scient sts, architects, surveyors, computer and math scientists, physic ans, registered nurseso, social scientists, urban planners, lawyer and writers. 3. Technicians and related support occupations. Health techno ogists,'licensed,practical nurses, engineering, science and other echnicians. 4. Sales occupations. Supervisors, sales representatives, sales worker3, cashiers and sales relat -d occupations. 5. Administrative support, including clerical. Supervisors, comput r equipment operators, secretaries, stenographers, typists, bookke pers, financial records processing, mail and message clerks and of er administrative support positions. 6. Service occupations. Private household workers, guards, food servic2 workers, cleaning and building services. 7. Farming, forestry, and fishing. Farr operators and managers, non -ma agerial farm workers, forestry occupations, fishers, hunters and tr ppers. 8. Precision production, craft and repair. Auto mechanics and repairers, other mechanics and repairers, carpenters, mining and drilling operations, precision production workers, precision metal workers and plant and system operators. 9. Machine operators, assemblers, and inspectors Fabricators, assemblers, hand - working occupations, product inspectors, testers, sample s, and weighers. 10. Transportation and material moving operators. Motor vehicle operators, other transportation operators and moving equipment operators. 11. Handlers, equipment cleaners, helpers, laborers. Const uction laborers, freight, stock and material handlers, vehicle washers and equipment cleaners and miscellaneous manual occupations. Form AP1 -87 Page of 6 Affirmative Action Plan (Corporations) Page 6 D. Reevaluation of remedial goals. The Contractor shall reeval ate annually the remedial goals for minorities and women established and shall discontinue the remedial goal for a particular job category when the underrepresentation of minorities or women is eliminated in that category. Ad pted this day of 1988. BOARD OF DIRECTORS OF (Corporation) President ATTEST: Secretary Form API -87 Page E of 6 i - , i SAMPLE ! AFFIRMATIVE ACTION PLAN FOR UNINCORPORATED BUSINESSES ! at need minpr ef.fic empilo adopt' T plan• shall Con�,tr I' hirin, memo pract avail revis pract of qu Contr ( "Contractor "), with its principal address Indiana finds that.there is a t provide for the recruitment .hiring and employment of. i ties and women. finds that the most i nt and 'direct way of providing for the recruitment, hiring and ent of 'minorities and women in Contractor jobs is through the i on of an affirmative action plan. h Contractor Hereby adopts the following affirmative action I Definitic -.s. As used'in this plan, the following terms have ; the meaning: listed. below: A. Affirmative action means the voluntary policy of a for as set forth in this plan to provide for the preferential ,i nt of minorities and women under certain circumstances of presentation. B. )Ki.noritY means any person who is.: 1. Black (all persons having origins in any of the Black African'racid groups not of.Hispanic origin): or 2._ Hispanic (all persons of Mexican, Puerto Rican, Cuban; Central or South Ame.ican or other Spanish culture or origin, regardless of race). C. Employment. Contractor shall provide for the recruitment, and employment of minorities and women as follows: A. Recruitment. Contractor shall analyze recruiting is and revise those methods which reflect any discriminatory i e and actively recruit qualified minorities and women for 3, le positions within the Contractor. B. Zing. Contractor shall review hiring decisions and those hiring procedures which reflect any discriminatory i e and,- f necessary, shall set remedial goals for the hiring lified minorities and women within each,iob category of the actor. 1111. Reme remedial goals job category r elmi ating an follows: Form A�AP2 /87 Paere 1J of 6 dial goals. If necessary, Contractor shall set for hiring qualified minorities and women within each epresented in order to measure its progress in y underrepresentation of minorities and women, as I { Affirm five Act I I a on Plans o II; (Unnc rporated Businesses) Page 2 �I I a. Jobs I o job skills. The goals for which do not require special g J ,III categories Iwhich do not - require special skills shall be in proportion to the overall percentage of minorities and women within the South !Be rd area.work force; � b. Jobs which require special.skills. The goals for job �I categories which require special skills shall be in proportion to the ov rail percentage of minorities and women within the South ,Bend area Iwo k force who have the educational and experience requirements for I;I th job category. After � ieviewinq employment statistics for 1987, Contractor finds that it needs to set the following remedial goals for `minorities and women, as set forth II LII II III cn I I I I i I i i the fallowing two pages: � I I i I i i I I Form Page P2/87 of 6 I I F .i,•t.,r Cl iy 01* ;Ot': f; '.J. ;:411.1 A:.A - Date RM4 DISII. GOALS POR nre RECRUIZ mrr, HIRING AND EMPUNING OF IfINORSTIYS I How many em- II.fiow many III".What 1 of IV.1985 Ind." V.What was the VI.What is your VII.How many ployees did you Blacks and H:s employees in Employment %.deficiency of remedial ♦ Blacks and have ir each '` panics were in each job Cate- Security Div. Blacks and His= recruitmenti Hispanics are )ob category each Sob gory last year 1 of 'minority panics in each hiring goal in represented i last y ar7 catc <hry.la.1 were Black or employees in job category each job Bate- by VI in each year? scY job. category. last year? gory this job category? A 100 year?* ;CB CATEGORY [II +I) x,100) [IV. -III[ ((VIx.01) x Il executive, administra- tive (land managerl&l 6.6 profellssional specilalty oCcupiations 9.9 technicians and related Support occupations 7.8 sales occupations 5.1" adminl istra- I i tive support, including 11.6 C lerical service occupations) 2 +.7 ''arming, i esliry and t.shinq I 12.3 ivrecision. (production, '):raftl,and repair 9'_8 machine oper- - -- ators ass em- blers!and inspectors 23.9 trans[ rta- tion and rrateria]" moving cperatoz's 17.4 handlers, !equi dent 1cleaners, helpers, and )laborers I, it 21.8 CV —5 Su3:jested goal'1: is a i lease. 1/5 of I any p.•ee•entage deficiency (V +SI I i —i. - i i I i REMEDIAL WAIS FOR TSE', RBCRUIT"EWr, HIRING AND MILOYING OF WCPM j - I.How meny em -- II. How many III.blhat. -♦ of IV: 1985 Ind: V.v1.a ••s:: the VI -.Nhat is your VII.How ma ^y ployees aid y:u wa IC. en wer.• .I, employees in Fmployment ♦ deficiency of remedial ♦ women are f have in each aoh lot each job cafe- Security Div. wcmen in each recruitment; represented c•; j b catryory catcycry IL3 t. 9c•ry last. year 1 of women job cate;or.y hiring goal in VI in eac.- ln 1 +st �a:: yrrar? (were women) empioyev s in 'ast year? each job cafe- category: ►1 -1� X I1�0 )cb _ategory. - - gory this �IOBiCAT£GORY (II1 +I1. x 1001 1IV -IIIj year7• i1VIx.01I x 'execiutive,' I'a,imi'nistra- tti4 and lmandgerlal 27:: Frof;essicnal I 1spec':alty t occupations 19.3 jtechlniciana related support ,->cand rulpatlors 38.5 — j sales c _- patrons I 51.5 ie.im :inistra - i I ^- - - -- -- — t 1vel support, - in �: t-iding cler,tcal 7�i.5 se r vice - occu,pa t ions 60.6 'a mitng. stry and sh'tnq i I 1i.9 ez�i rc1 -Lien, dnd .�,. •- - -- t �tne oper- - i ---... - r - :S, ssem- c. a ( And and .y — - -- ir'7.erS. �,. -.!Ipment reaners, ellrrs,, and i 15 - i i s i I i _ + ir.i• I, , ,•1^ def iciency i V -' >•I I i I 4:Il,iir r.r. e, or CITY C, RM IIAL GOAL : MU THE RECRUITMENT, HIRING AND HKYLOYING OF IQNORITIES (Out of County Contractors) Dace _ • Jobs requiring no skills - overall percentage of minorities in area workrorce Jobs reguiriny s ciel skills, overall percentage of minorities in area workforce who have the educational and experience tequitements oi- he Job category. • To the extent pos ible, area workforce percentages should reflect county -wide percentages of county in which Contractor's principal place f business is located. • Suggested goal is at least 1 /51of any percentage deficiency [V+51 CV S NP /FORMS -2- I Huy many, em- II1HOW many III.What 1 of IVA of minor- V.What was the VI What is your VII. Now many pluye s did you ©licks and H a- employees I-n try employees i, deficiency of remedial % Blacks and have n each panics wile in each Iob rate- in Job category Blacks and His- recruitment/ Hispanics are ?Job c tegory each pct cat••- gory last year in area work - panics in each hiring goal in represented byi (last earl qo l y last year? ' were Black or Hlspanig7 force.• Job category last year? each Job cite- gory this VI in each Job!' category? II - - - ri.)./'IIOO year?** JOB,IC'ATEGORY 4�I (1 I•I) x 1001 (IV -IIIJ (IVIx.011 x Iii executive, admjiniitra- I Give and j managerial professional specialty occupations technic'iana and{ related support occ pationa sales occupations admOistra- tive support, j including clerical service occupations precision, production., trait and repair machine oiler Ators, assem -.: - - ble'ra and inspectors transporta -' tion and material L moving operators handlers, equipment cleaners, helpers, and laborers I i • Jobs requiring no skills - overall percentage of minorities in area workrorce Jobs reguiriny s ciel skills, overall percentage of minorities in area workforce who have the educational and experience tequitements oi- he Job category. • To the extent pos ible, area workforce percentages should reflect county -wide percentages of county in which Contractor's principal place f business is located. • Suggested goal is at least 1 /51of any percentage deficiency [V+51 CV S NP /FORMS -2- I {I� I I I 91.;10. INDIANA Date RY?tf�IAL GOALS FOR THE RECRVITKWT, HIRING AND EMPLOYING OF MOMEH IOut of County Contractors) I.Hcw many em- II�Hov many III.What % of IV.1985 % Of V:what vas the your VII. How many ploye s did you women were in employees in women employees % deficiency of women are have n each each job cote- each job cafe- in job category women in each t / represented by job c tegory gcry last gory lass year in area work- job category l In 79oal VI in each 7cb ;last earl year? were women? Eorce.• last years ote- category. �j x 1D1� JOB'', CATEGORY I ((II+l) x i00) [IV -III) WIx.01) x I) executive, administra- tive and , maniagerial professional specialty occupations cec'kniciana ands' related support occupations � I sales occupations ; adm,nistra- t i ve support, j - - including cleical i• I service occupations farri inq, Forestry and !ishing I - Ipregision, - production; _ craft and irepair imactil ie oper- lators, assem- bless and inspectors crarisporta- tion and material 'movi,nq loperators handlers, equi,pmenc -leaners, hdlpers, and laborer's -- Jobs requiring no kills overall ial skills - percentage of women in area workforce overall percentage of women in area workforce who hav tae educational and experience Jobs requiring s :,Cquirements, of t e Iob category. o the extent, possible, area workforce percentages should reflect county - wide percer,ta:,•s of county in which Contractor's. principal place o business is located. • Suggested goal is ht least 1/5 / of any percentage deficiency (V +5) -P'FOPMS -- -2- - Affirm tive Action Plans' (Uninc rporated Businesses) Page S j . C. Explanation'of Job Category descriptions. For the purpose of establishing remedial goals under this plan, the job categories listed above nay include the following positions: 11. Executive, administrative, and managerial. officials, adm ni trators,I and management occupations. 2. Professional specialty occupations. Engineers, natural scientists, architects, surveyors, computer and math scientists, physicipns, registered nurses, social scientists urban planners, lawyers, anal writers. 13. Technicians a.nd related support occupations. Health technologists, licensed practical nurses,_ engineering, science and other technicians. 4. Sales occupations. Supern,,4sors, sales representatives, sales workers, cashiers and sales related occupations. 5. Administrative support, including clerical. supervisors, computer equ,,pm nt operators, secretaries, stenographers, typists, bookkeepers,' financial records processing, mail and message clerks and other admni trativejsupport positions. i �6. Service occupations. Private household workers, guards, food service workers, cleaning and building services. %7. Farming, forestry, and fishing, Farm operators and managers, non,markageriallfarm workers, forestry occupations, fishers, hunters and trappers. 18. Precision production, craft and repair. Auto mechanics and repair rs, other mechanics and repairers, carpenters, mining and drilling operations, precision production workers, precision metal workers and plant ZLnd system operators. 9. Machine operators assemblers, and inspectors. Fabricators, assemb es, hard- working occupations, product inspectors testers, sample s, and weighers. l0 Transportation and material moving operators. Motor vehicle operators, other transportation operators and ►.,oving- equipment operators. ll Handlers, equipment cleaners, helpers, laborers. Constr ction laborers, freight, stock and material handlers, vehicle washer and equipment cleaners and miscellaneous manual occupations. i D. Reevaluation of remedial goals. The Contractor shall reeval ate annually the remedial goals for minorities and women establ shed and shall discontinue the remedial goal for a particular Form A P2/87 Page 5 of 6' i I Affirmative Action Plans (Uninco poratediBusinesses) Page 1 6 job cat gory when the underrepresent.ation of minorities or women is eliminated in -that category. Ado ted this day of 19.88. i NAME OF UNICORPORATED BUSINESS By; "i Printed.Name. i i i i i i i II Printed Title: i I i AFFIRMATIVE ACTION IN CONTRACTING CITY OF SOUTH BEND, INDIANA APPLICATION FOR CERTIFICATION AS A MINORITY BUSINESS ENTERPRISE AND /OR WOMEN BUSINESS ENTERPRISE A inority owned or women - owned business who wants to submit a bid or quote on a City 'contract is eligible to be certified as a minority Business Enterprise or a Women Business Enterprise. Such certification may be an additional factor to be considered by the contra ting agency in determining the lowest responsible and reLIpon ive bidder or quoter under Indiana law. This application must be completed in full with all required information in order to be ',cer ified. if you wish to bid on City contracts you must also qualify by completing they City's Application for Qualification and all required attachments. 1. List the name and address of company seeking to be certified. 2.! Is the company seeking to be certified as a Minority Business Enterprise Enterprisel, a Women Business Enterprise or both? a. Minority Business Enterprise b. Women Business Enterprise C. Both 3. Ir what manner are you establishing that the business is owned a d controlled at least fifty -one percent (51 %) by minorities or women ?. Please attach necessary documentation. 4. I d d c Form what manner do women /minorites direct cr have the power to rect the management and policies of the business and make y -to -day decisions on matters of management, policy and erations? Please attach necessary documentation. ,AMW /87 I Applicz tion fort Certification Page 2 a n Ct theminority/women Y contract tra ct 5. Fo what portion of Y ow ers be responsible: (Please clearly define.) 6. Wh n was your business formed? If incorporated, please attach Articles of Incorporation and any Amendments as filed with the Indiana Secretary of State and current certificate of Good Standing. I partnership, attach current partnership ag eement. 7. Wh t financial or management relationship do you have with any of er business organization? 8. The undersigned hereby represents that (he /she) is the duly a thorzed'representative.of Contractor and (he /s he) has the re quisite legal authority to make this application on behalf of C ntractor'. signed this day of 19 Signed: Printed -name: Title: STATE OF ) )SS: COUNTY ) The above Application for Certification was subscribed and sworn to before me, a Notary Public in and for said County and State by (Name of.representative), (Position with Contractor), of eared (Name of Contractor), who personally app b 6fora me on ,this day of 198 and stated under the penalties for perjury that the matters set forth are true and c rrect C iissioi I+�vww..t_1 q"7 i I Applicz tion fort Certification Page 2 a n Ct theminority/women Y contract tra ct 5. Fo what portion of Y ow ers be responsible: (Please clearly define.) 6. Wh n was your business formed? If incorporated, please attach Articles of Incorporation and any Amendments as filed with the Indiana Secretary of State and current certificate of Good Standing. I partnership, attach current partnership ag eement. 7. Wh t financial or management relationship do you have with any of er business organization? 8. The undersigned hereby represents that (he /she) is the duly a thorzed'representative.of Contractor and (he /s he) has the re quisite legal authority to make this application on behalf of C ntractor'. signed this day of 19 Signed: Printed -name: Title: STATE OF ) )SS: COUNTY ) The above Application for Certification was subscribed and sworn to before me, a Notary Public in and for said County and State by (Name of.representative), (Position with Contractor), of eared (Name of Contractor), who personally app b 6fora me on ,this day of 198 and stated under the penalties for perjury that the matters set forth are true and c rrect C iissioi I+�vww..t_1 q"7 .,, `,.� AFFIRMATIVE ACTION IN CONTRACTING CITY OF SOUTH BEND, INDIANA NONDISCRIMINATION C014MITMENT The,undersigned contractor ( "Contractor ") agrees that the following nondiscrimination commitment shall be made a part of any contract which it may henceforth enter into with the City of South Bend, Indiana or any of its agencies, boards or commissions: Contractor and each of its subcontractors agree riot to discriminate against any employee or applicant for employment in the performance of this contract with respect to hire, tenure, terms, conditions or privileges of employment, or any matter directly or indirectly related to employment, because of race, religion, color, sex, handicap, national origin or ancestry. Breach of this prc -ision may be regarded as a material breach of the contract. D t.ed this day of 198_. For Corporations Only: Attes : , Secretary Form AQ2/87 Paae of 11 COMPANY NAME By: Its: AFFIRMATIVE ACTION IN CONTRACTING CITY OF SOUTH BEND, INDIANA APPLICATION FOP v3l DDER QUAi,I F I CA 1 ION Y u. r<<ust qualify as a bid:7.e:.x. by c�)mplcting this application and all r quired attachments. 1. LJIst the name and address of the company seeking to be qualified. 2. L�st the name ana address of company owner or owners. Use the ;: verse side .,f this sheet if necessary. 3. List the t.ypc or types of lousiness the company operates and the S andard Industrial Code (SIC) classification which best scribes your busir.--sss (if known). 4. L st the types of ccntracts which your company generally will be s eking with --ht� CitA/ and the City boards to which you plan to s bmit bids (d::plicate applications are not required). �. Pease attach th fo_lc�.:inq completed documents to this a e. plication: a Hondiscr ,.mi.:a` ion comir„ t.ment b Affirmat-.ivo ,iction ai-fidavit C Afirmative :Iction plan _ Please note that t.hc failure to submit this completed application with -ho thrDe completed docwrie;-its cay disqualify the company from being a responsible and responsive bidder on the City contract under indi.a a lava. Signature of person completing application for company Title: Date: Form �AQ1 /87 a e of