(A) The County Judge/Executive shall develop and maintain an Affirmative Action Plan consisting of:
(1) A statement of policy;
(2) Methods for dissemination of the policy;
(3) Work force analysis; and
(4) Goals and timetables.
(B) The County Judge/Executive is responsible for the implementation of the county’s affirmative action plan.
(C) The County Judge/Executive shall maintain, in current order, the following documentation:
(1) Job classification for each position with minimum requirements based on tasks performed;
(2) Work force analysis which shows for each EEO-4 category, the number of persons employed, the pay range, race, sex, and date of last promotion;
(3) Roster containing name, position class, department, race, sex, pay range, date employed, and last promotion for each county employee; and
(4) Applicant flow chart.
(D) The County Judge/Executive shall receive progress reports showing personnel actions from each agency and office of the county and shall prepare a consolidated report on equal employment opportunity progress on all county employees for submission to the Fiscal Court as required.
(Prior Code, § 24.002) (Ord. passed 6-13-1994)