The affirmative action program for personnel in the city shall be as follows.
(a) It is the policy of the city to take affirmative action to achieve equal employment for all minorities and women in all personnel actions and procedures including, but not limited to, recruitment, hiring, training, transfer, promotion, compensation and other benefits.
(b) General objectives shall be as follows:
(1) To establish procedures to recruit minority and women applicants for every level of responsibility;
(2) The city will maintain liaison and cooperate with programs (such as CETA) providing training for minorities and women and seek out opportunities to participate in and/or operate training programs; and
(3) To establish and maintain liaison between the city and minority communities.
(c) The Mayor, or his or her designated representative, shall be the Equal Opportunity Officer to coordinate the city’s efforts in the implementation of its affirmative action program and to advise and assist staff in the implementation.
(d) The duties of the Equal Opportunity Officer shall be to:
(1) Conduct reviews as necessary or indicated by reports, to determine compliance with the city’s affirmative action program;
(2) Report to the Ad Hoc Equal Opportunity Committee results obtained with the affirmative action program, problems encountered, and resistance or failure to implement the policy of the city, and recommend remedies;
(3) Serve as a consultant and resource person in the development of recruitment programs, selection procedures, training programs or other personnel functions to implement the city’s affirmative action program; and
(4) Establish and maintain liaison between the city and minority communities.
(e) Dissemination of policy:
(1) The city policy of affirmative action shall be communicated to all personnel in city government.
(2) The affirmative action policy shall be posted on all bulletin boards in areas where employed personnel will be aware of the policy.
(3) The policy shall be sent to all appropriate recruitment sources. The intent of the policy shall be communicated with all letters or invitations for persons to submit resumes for consideration for employment.
(4) During orientation of new personnel, the city’s affirmative action program shall be emphasized. A printed brochure explaining all aspects of the policy will be provided to all new employees.
(5) The policy of the city shall be forwarded to minority and women group leaders and organizations and churches; and particularly those composed of minority populations, schools, contractors, subcontractors, suppliers and other agencies.
(f) Recruitment and selection. The city shall:
(1) Recruit personnel in a manner that clearly demonstrates the city’s interest in the employment of minorities and women;
(2) Establish communications with educational institutions, organizations, leaders or spokesmen which encourage referral of qualified minorities and women applicants for positions which may become available in the city government;
(3) Identify minority referral sources within the scope of the recruitment area; and
(4) Consider applicants on the basis of those able to be qualified to perform the job. If minority and women applicants have qualifications to perform the job, they shall be given equal consideration for employment with any other applicant.
(Prior Code, § 8-709) (Ord. 1099, passed 4-1-1981)