(A) Formalize city policies, practices and procedures for hiring, promotion, transfer, training, compensation, benefits, layoff and recall, and all other equal employment opportunities to which each individual is entitled.
(B) Identify areas of employment in which minorities and women are underutilized and to seek improving utilization of minorities and women in these areas.
(C) Establish realistic hiring goals to correct areas of underutilization. Hiring goals shall reflect a sincere effort to utilize minorities and women in all levels of government employment on the basis of skill and ability and without regard to race, creed, color, sex, age, disability or national origin.
(D) Conduct a yearly audit of the employees working in city government which will identify the minority and female employment ratios, job levels of employment of minorities and females, and rates of compensation of minorities and females in comparison to city-wide employment rates of compensation.
(E) Make available to all departments and their employees information concerning the Affirmative Action Program of the city.
(F) Assist all employees and applicants working for or seeking work with the city with any problems that relate to EEO.
(Prior Code, § 35.03) (Res. 15-1977, passed - -; Ord. 63-2000, passed - -)