18-10 Contract

EQUAL EMPLOYMENT OPPORTUNITY PLAN TOWNSHIP OF WEST ORANGE UTILIZATION ANALYSIS The United States Department of Labor does not publish community labor statistics indigenous solely to the Township of West Orange. The closest this analysis can come is to the statistics compiled for the County of Essex. For analysis purposes, we can extrapolate West Orange statistics by comparing similar averages within Essex County to achieve a working ratio. There is a need for better representation of the minority community in the township’s workforce. Unfortunately, there has been a hiring freeze for the past few years due to budgetary constraints. Further, the Township of West Orange traditionally grants employment preference to residents of the Township. For applicants with similar job qualifications, residency is a tie breaker. In 2003, the Township Council repealed a municipal ordinance requiring municipal workers to live within the Township. This was a significant first step in equaling the playing field for potential municipal workers. For the category labeled Protective Services, there is a need for a better representation of non- white employees both in the Officials category and the Patrol Officers category. The Township of West Orange is considered a Merit System jurisdiction and falls under the rules of the New Jersey Department of Personnel and is subject to the provisions of NJAC 4A:1-1 et seq. in all employment related actions. As a result, applicants for law enforcement positions must take a written test promulgated and conducted by the New Jersey Department of Personnel. Applicants are hired based upon their relative position of the list published by the New Jersey Department of Personnel. This list is compiled without any reference to any protected class. The better your score, the higher ranking you will achieve on the hiring list. An extensive background check is conducted to select the best candidates solely on merit. The West Orange Police Department first became integrated in 1993. In the twelve years since, the number of minority law enforcement employees has varied from a high of 10 % in 1995 to the current levels illustrated in the attached Utilization Chart. Promotional opportunities within the police department are based solely on merit through the New Jersey Department of Personnel. Based on the statistical data provided by the United

ilization Chart. Promotional opportunities within the police department are based solely on merit through the New Jersey Department of Personnel. Based on the statistical data provided by the United States Census Bureau for 2000, the Race/Ethnicity groups comprising West Orange are: White, Non Hispanic 62.1% Black, Non-Hispanic 17.1% Other Races, Non-Hispanic 10.8% Total Hispanic (All Races) 10.0% This is a much different depiction of the Township of West Orange from the 1990 Census. In 1990, the Race/Ethnicity groups comprising West Orange were: White, Non Hispanic 84.3% Black, Non-Hispanic 5.6% Other Races, Non-Hispanic 5.8% Total Hispanic (All Races) 4.2% EEOC Utilization Analysis 01/01/08 Page 1 of 3