Efforts will be made to hire minority individuals for all job categories so that minority employment in all categories of the work force will represent a proportionate share of minority populations in the city as well as surrounding areas.
(A) The Affirmative Action Officer is responsible for maintaining and monitoring accurate and up-to-date records of all applicants, referrals, hires, promotions, transfers and terminations by race, sex and disability to be certain that all employees are treated on a fair and equitable basis; to review job postings, and selection, available in an accessible format; to inform the Mayor of the effectiveness of the plan and recommend necessary improvements. The Affirmative Action Officer will periodically audit the applicant pool to determine if the target group is represented in relation to the available labor market; conduct internal audits as required to measure the effectiveness of city programs and indicate the need for corrective action. The Affirmative Action Officer shall act as a liaison between the city, Commission on Equal Opportunities, other community organizations concerned with affirmative action issues, and with governmental compliance agencies. The Affirmative Action Officer will coordinate the city’s discrimination procedure and provide assistance to supervisors in resolving complaints/inquiries; serve as recipient for all formal and informal discrimination complaints; provide for a prompt, complete and independent investigation of discrimination complaints; inform the Mayor of findings and resolution of the complaint; and maintain a written report on file for reference or review by appropriate authorities. Any individual who feels that he or she has been unlawfully discriminated against may file a complaint by following the complaint procedure in § 42.119.
(B) The Human Resources Department shall keep records of each step in the employment process to be reviewed by the Affirmative Action Officer as necessary and shall provide a workforce analysis of all employees by race, disability and sex and analysis of each major department unit by job title, by race and sex, with any recommendations for improvement. The Affirmative Action Officer may review the entire employment process and make recommendations to the Mayor including recommendations that will increase the number of target group applicants in job categories in which underutilization exists. The Director of Human Resources shall review the applications for positions to determine whether they are representative of the target group available in the labor market. If a review of the applications does not reflect such availability the posting period should be extended unless the Affirmative Action Officer determines that a good faith effort has been made. Only job related criteria shall be used in screening applicants. The Director of Human Resources shall present the recommended candidate(s) to the Mayor for review and will verify appropriate steps were taken to comply with the city’s Affirmative Action/Equal Employment Opportunity Plan. Based on an evaluation of the interview, credentials, qualifications and experience, the best-suited candidate shall be hired. All offers of employment are contingent on the completion of a successful health/physical examination, criminal background check, drug screening and approval of the Mayor.
(C) The city’s training programs shall be administered without discrimination on the basis of race, color, religion, national origin, ancestry, age, sex, marital status, sexual orientation, unfavorable military discharge, disability or other protected status; provided, however, that the city may cooperate with interest groups which may from time to time offer testing preparation or other skills development specifically to minority or disadvantaged potential applicants which training may not be fully available to the public.
(Ord. 9197, passed 10-25-2011)