(A) (1) Upon the determination of what job categories within city employment are “deficient,” as provided in § 37.16, with respect to proper utilization of minorities and women, the EEO Officer shall submit a report to the Mayor.
(2) Thereafter, the EEO Officer, in a concerted effort with the Director of Civil Rights, shall prepare a remedial action plan, consisting of realistic and reasonable time objectives which will effectuate a proper utilization of minorities and women in city employment.
(B) The primary goal is to establish and maintain an overall minority and female percentage of city employment which reflects the percentage of minorities and females within the city’s area labor force. When identified deficiencies exist, first priority will be given to qualified minorities and females presently employed by the city as vacancies occur within the deficient categories. When vacancies in deficient categories cannot be filled from present city employees, qualified minorities or women will be sought from outside the city staff.
(1979 Code, § 37.12) (Ord. 3262, passed 12-9-1980)