The 2018-2022 Equal Employment Opportunity/Affirmative Action Program Plan is the result of a collaborative effort of all City bureaus and sets out the City's workforce placement and development objectives and methods for accomplishing those objectives. The AAP Plan and the companion Diversity Development Strategic Initiative set out the City's commitment to diversity and inclusion. The City’s current AAP for the years 2018-2022 demonstrates a continued commitment to equal employment opportunity and affirmative action.
On January 6, 2016, City Council adopted Resolution No. 37180, as amended, which directs the City of Portland to implement the Charles Jordan Standard when making direct appointments. To find out about the provisions of the Charles Jordan Standard, please click here.
2018-2022 Equal Employment Opportunity (EEO) AAP Plan for Minorities and Women
Ever committed to affirmative action, the City of Portland has prepared this AAP to cover employees reporting to and/or working in the City. This plan also covers employees working in other establishments who report to managers included in this plan.
This plan is split up into the following sections:
2021 Annual Reports
The 2021 Annual AAP Reports are based on employee roster data as of January 1, 2021 and applicant and personnel action data from January 1, 2020 to December 31, 2020.
Bureau reports include a Job Group Analysis, Incumbency vs. Estimated Availability Report, Shortfall Report, Adverse Impact Report for Applicants, and Goal Attainment Report. Citywide reports also include a Plan Summary and Workforce Analysis.
In the past, the City of Portland has calculated adverse impact by always considering white or male to be the most favored group. In audits of federal contractors, the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) calculates adverse action based on whichever gender or race category is most favored (i.e., has the highest selection rate) and may pursue cases in which the adversely affected group is white or male, groups that might not traditionally be thought of as protected classes.
In recognition of this, starting in 2022, the City’s Adverse Impact analyses will be shown based on the most favored group. For 2021, as a transition to this preferred method, two versions of the 2021 Annual AAP Reports are available that differ only in terms of the Adverse Impact Report for Applicants. The standard version shows adverse impact on applicants based on the most favored group and the alternate version shows adverse impact on applicants by considering white or male to be the most favored group.
2019 Annual Reports
The 2019 Annual AAP Reports are based on employee roster data as of January 1, 2019 and applicant and personnel action data from January 1, 2018 to December 31, 2018.
2018 Annual Reports
As of January 1, 2018, the City of Portland changed its Affirmative Action Program Plan from a fiscal year plan to a calendar year plan. As a result, the 2018 Annual AAP Reports are based on employee roster data as of January 1, 2018 and personnel action data from July 1, 2016 to December 31, 2017.
2018 Semi-Annual Reports
The 2018 Semi-Annual AAP reports are based on applicant and personnel action data from January 1, 2018 to June 30, 2018.