The City shall assure that classification plans do not include factors which discriminate against minority groups and women by requiring that:
(a) Specifications shall be periodically reviewed, evaluated and revised, as needed, to assure that requirements are job related;
(b) Available skills in the labor force shall be assessed and efforts shall be made to maximize utilization of scarce human resources, to enlarge employment opportunities and to provide improved delivery of services through realignment of duties where possible.
(c) Trainee classes below the current entrance level and other new classes with duties and minimum qualifications appropriate for all segments of the population should be established when feasible;
(d) Jobs shall be engineered to limit the range of responsibilities in a class, thereby permitting the establishment of new classes at several levels and providing new career ladders;
(e) Minimum educational requirements in a series shall be limited to those of the entrance class, unless there is a formal program supported and financed by the City for acquisition of any additional education required, or unless alternative avenues of promotion for the able exist;
(f) Career ladders shall be established whenever possible to permit movement of capable lower level employees to positions of greater responsibility as the employees become more capable; and
(g) The capable lower level employee should be assisted in developing his career to the fullest extent feasible for the department concerned. The employee shall be given as much help as possible in the form of counseling, coaching and training.
(1970 Code Sec. 21.1-46.2)