(A) Upon being supplied by the Director of Personnel for city employment a list and specific characterization of each job category in city employment, the EEO Officer shall conduct a detailed and specific utilization analysis of minorities and females within the city’s labor/employment force and within the area labor/employment force, and a detailed analysis of minority residents of the city. The collection and analysis of data required for this affirmative action plan shall be carried out within 60 days after adoption of the plan.
(B) The utilization analysis described in division (A) above shall include, although not be limited to, 5 stages.
(1) Determination of the characteristics of the work force within the city’s labor area;
(2) Analysis of the requirements relating to a city job description;
(3) Based on the analysis in division (B)(2) above a determination of the availability of minorities and women for employment within that category;
(4) Analysis of the ethnic and gender data of the current work force of city employment by job category and individual department; and
(5) A designation of any job category as “deficient” if the percentage of minorities or women employed by the city and qualified for the deficient category exceeds the percentage of minorities and women employed in that category.
(1979 Code, § 37.11) (Ord. 3262, passed 12-9-1980)