In placing or advancing all city employees, the EEO Officer and any other person who has the authority to hire, advance or discharge employees within city government, shall be charged with the responsibility under the city’s affirmative action plan to act as follows.
(A) Use selective or area certification, based on job related factors, where adequate competition is assured;
(B) Avoid questions during the selection process which are asked only of women or minorities and which are not job related;
(C) Re-examine suitability requirements involving police records and other factors which may be to the disadvantage of members of minority groups or women; and establish appropriate requirements for each class or position;
(D) Fully inform applicants of the nature of the appointment process, so that they are in a position to know their respective rights and position from the beginning of the process;
(E) Assure that all hiring authorities have a commitment to equal employment opportunity principles and are trained to assess objectively the ability of minority group applicants;
(F) Follow up with minority and women employees during their first 3 months of employment to assure that they are properly placed and trained; and
(G) Use flexible and innovative approaches to appointments and advancements within the discretion permitted under these principles.
(1979 Code, § 37.22) (Ord. 3262, passed 12-9-1980)