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Equal Employment Opportunity
Championing a Workplace for All Through Fair Hiring and Equal Opportunity
The Board of Commissioners has established that equal employment opportunity is the county policy. Discrimination against any person in recruitment, examination, appointment, training, promotion, retention, discipline, or any other aspect of personnel administration is hereby prohibited. Discrimination on the basis of age, sex, race, color, creed, religion, national origin, or physical or mental disability is prohibited except where specific age, sex, or physical requirements constitute a bona fide occupational qualification necessary for job performance. It is the policy of the County to comply with Section 504 of the Rehabilitation Act of 1973 and Title 6 of the Civil Rights Act of 1964 and all other applicable State and Federal laws, affecting employment.
Most Recent Utilization Analysis Table
USDOJ, Office of Justice Programs Relevant Labor Market: Pitt County, North Carolina.
To request the official document please contact Human Resources.
| Cat. | White | Hispanic or Latino | Black or African American | American Indian or Alaska Native | Asian | Native Hawaiian or Pacific Islander | Two or More Races | White | Hispanic or Latino | Black or African American | American Indian or Alaska Native | Asian | Native Hawaiian or Pacific Islander | Two or More Races |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Male | Female | |||||||||||||
Officials/Administrators | ||||||||||||||
| Workforce #/% | 17/38% | 0/0% | 2/4% | 0/0% | 0/0% | 0/0% | 0/0% | 20/44% | 2/4% | 4/9% | 0/0% | 0/0% | 0/0% | 0/0% |
| CLS #/% | 4,060/43% | 290/3% | 665/7% | 0/0% | 60/1% | 0/0% | 0/0% | 3,000/32% | 35/0% | 1,165/12% | 4/0% | 120/1% | 0/0% | 25/0% |
| Utilization #/% | -5% | -3% | -3% | 0% | -1% | 0% | 0% | 13% | 4% | -3% | -0% | -1% | 0% | -0% |
Professionals | ||||||||||||||
| Workforce #/% | 50/22% | 1/0% | 16/7% | 0/0% | 0/0% | 0/0% | 0/0% | 69/30% | 0/0% | 94/41% | 1/0% | 0/0% | 0/0% | 0/0% |
| CLS #/% | 5,185/28% | 195/1% | 890/5% | 10/0% | 280/2% | 0/0% | 100/1% | 8,455/46% | 285/2% | 2,620/14% | 20/0% | 205/1% | 10/0% | 155/1% |
| Utilization #/% | -7% | -1% | 2% | -0% | -2% | 0% | -1% | -16% | -2% | 26% | 0% | -1% | -0% | -1% |
Technicians | ||||||||||||||
| Workforce #/% | 54/55% | 2/2% | 7/7% | 0/0% | 0/0% | 0/0% | 0/0% | 23/23% | 0/0% | 13/13% | 0/0% | 0/0% | 0/0% | 0/0% |
| CLS #/% | 1,700/21% | 150/2% | 1,945/24% | 10/0% | 15/0% | 0/0% | 75/1% | 1,815/23% | 150/2% | 2,015/25% | 0/0% | 30/0% | 0/0% | 65/1% |
| Utilization #/% | 33% | 0% | -17% | -0% | -0% | 0% | -1% | 0% | -2% | -12% | 0% | -0% | 0% | -1% |
Protective Services: Sworn | ||||||||||||||
| Workforce #/% | 52/63% | 6/7% | 8/10% | 0/0% | 0/0% | 0/0% | 2/2% | 11/13%/td> | >0/0% | 3/4% | 0/0% | 0/0% | 0/0% | 0/0%/td> |
| CLS #/% | 860/56% | 15/1% | 410/27% | 0/0% | 0/0% | 0/0% | 15/1% | 85/6% | 0/0% | 140/9% | 0/0% | 0/0% | 0/0% | 15/1% |
| Utilization #/% | 8% | 6% | -17% | 0% | 0% | 0% | 1% | 8% | 0% | -5% | 0% | 0% | 0% | -1% |
Protective Services: Nonsworn | ||||||||||||||
| Workforce #/% | 61/41% | 2/1% | 40/27% | 0/0% | 0/0% | 0/0% | 0/0% | 11/7% | 1/1% | 35/23% | 0/0% | 0/0% | 0/0% | 0/0% |
| CLS #/% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% | 15/43% | 20/57% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% |
| Utilization #/% | 41% | 1% | 27% | 0% | 0% | 0% | -43% | -50% | 1% | 23% | 0% | 0% | 0% | 0% |
Administrative Support | ||||||||||||||
| Workforce #/% | 24/8% | 2/1% | 13/4% | 0/0% | 0/0% | 0/0% | 0/0% | 101/34% | 8/3% | 152/51% | 0/0% | 0/0% | 0/0% | 0/0% |
| CLS #/% | 4205/22% | 155/1% | 1480/8% | 20/0% | 140/1% | 0/0% | 115/1% | 8260/43% | 330/2% | 4295/22% | 35/0% | 2220/1% | 0/0% | 80/0% |
| Utilization #/% | -14% | -0% | -3% | -0% | -1% | 0% | -1% | -9% | 1% | 28% | -0% | -1% | -0% | -0% |
Skilled Craft | ||||||||||||||
| Workforce #/% | 18/64% | 4/14% | 6/21% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% |
| CLS #/% | 3595/59% | 635/10% | 1140/19% | 50/1% | 0/0% | 0/0% | 15/0% | 170/3% | 150/2% | 345/6% | 0/0% | 0/0%/td> | 0/0% | 0/0% |
| Utilization #/% | 5% | 4% | 3% | -1% | 0% | 0% | -0% | -3% | -2% | -6% | 0% | 0% | 0% | 0% |
Service/Maintenance | ||||||||||||||
| Workforce #/% | 7/32% | 4/18% | 7/32% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% | 4/18% | 0/0% | 0/0% | 0/0% | 0/0% | 0/0% |
| CLS #/% | 5,515/25% | 1,220/6% | 4,525/21% | 20/0% | 140/1% | 15/0% | 165/1% | 4,085/19% | 550/3% | 4,780/22% | 20/0% | 275/1% | 0/0% | 445/2% |
| Utilization #/% | 6% | 13% | 11% | -0% | -1% | -0% | -1% | -19% | 16% | -22% | -0% | -1% | 0% | -2% |
In reviewing the Utilization Chart, the County Human Resources Office in consultation with the County Manager reviewed the Utilization Analysis which compares the County's workforce to the relevant labor market and noted the following:
- White males are underutilized in the Professionals (-7%) and Administrative Support (-14%) categories.
- Black males are underutilized in the Technician (-17%), Protective Services Sworn (-17%) and Administrative Support (3%) categories.
- Asian males are underutilized in the Professionals (-2%) category.
- Males of 2 or more races are underutilized in the Protective Services non-sworn (-43%) category.
- White females are underutilized in the Professionals category (-16%), Protective Service non-sworn (-50%), Administrative Support (-9%) and Service Maintenance (-9%) categories.
- Black females are underutilized in the Technician (-12%) and Service Maintenance (-22%) categories.
- Asian females are underutilized in the Administrative Support (-1%) category.
- Persons of two or more races are underutilized in the Protective Services non-sworn (-43%) category.
Within the Professionals category are nursing positions that have typically been more female dominant and social work positions which have been more minority dominant similar to the clients served in Pitt County. We are located in an area with a large hospital and are in direct competition for the available workforce. There are also several large industries in the area that offer very competitive salaries and are attractive to persons with technical skills. Pitt County is committed to having a diverse workforce and have formulated our objective and steps to achieving this objective in section 5&6 of this EEOP Utilization Report through the review of our Recruitment Policy and Procedures and other employment data.
Pitt County is committed to providing equal employment opportunities for all persons interested in employment with Pitt County Government. Pitt County will continue to recruit in a manner intended to reach as many qualified candidates as possible and are committed to reaching this objective by following the steps listed below. These processes will be monitored by the County Human Resources Department and the County Manager:
- Continue to annually review Pitt County's Recruitment Policy and Procedures and update as needed.
- Continue to recruit by posting vacant positions with the local newspaper, county website, employment security, local TV stations, appropriate social media outlets, the county human resources department and submitting job announcements to each department.
- Continue to attend job fairs with the local college and community and NC Works - Employment Security Commission.
- Pitt County Government will review applicant flow data from recent vacant positions, interview and testing process for vacant positions, exit interview information submitted by former employees, job posting and advertising practices, review hiring, retention and attrition rates to identify any issues that may pose barriers for any applicants especially those listed as underutilized in the EEOP Utilization Report. The County Human Resources Department will compile this information and submit a detailed report of the findings to the County Manager for review within 6 months of this report. Based on the internal review of this report, any needed changes will be updated and included in the County's Recruitment Policy and Procedures Manual.
- Continue to provide several options in which applicants can apply for vacant positions such as using the on-line application process, in person or call-in when there is an active application on file.
- Continue to provide job vacancy information and qualification information to applicants when requested.
Internal
- The EEOP Utilization Report will be shared internally with the County Manager and a copy of the report will be placed on the employee intranet site which is an in-house electronic service that can only be accessed by employees.
- Employees will be notified through their Pitt County e-mail accounts of the availability and location of the report.
- A hard copy of the EEOP report will be distributed to each Pitt County department head.
- A hard copy of the EEOP report will be among the materials displayed in the County Human Resources Department waiting area and available to employees upon request.
External
- A copy of the EEOP Utilization Report will be placed on the County's public website.
- A notice will be included with job announcements for vacant positions that applicants may obtain a copy of the EEOP Utilization Report upon request.
- Copies of the EEOP Utilization Report will be distributed to the main branch of the local library, Sheppard Memorial, for display in their reading room.
- Language will be added to County initiated requests for proposals issued to outside vendors, acknowledging the existence of the EEOP Utilization Report and how to access or obtain a copy of the report.
- A hard copy of the EEOP Utilization Report will be available upon request in the County Manager and County Human Resources Departments.