Even with a positive Affirmative Action Program in other aspects of personnel administration, efforts for equal opportunity will fail without affirmative action in appointment and placement. The City department shall:
(a) Use selective or area certification, based on job related factors where adequate competition is assures;
(b) Require appointing authorities to certify that appointment was made on a nondiscriminatory basis when they return certificates of eligibles and institute a periodic review on the meaningfulness of these statements;
(c) Avoid asking questions during the selection process which are asked only of women and which are not job related;
(d) Reexamine suitability requirements involving police records and other factors which may disadvantage members of minority groups, and establish appropriate requirements for each class of position;
(e) Apply suitability requirements with judgment so as not to preclude employment of acceptable applicants;
(f) Inform applicants fully of the nature of the appointment process so they know what to expect from the beginning;
(g) Assure that hiring authorities have a commitment to equal employment opportunity principles and are trained to assay objectively the abilities of minority group applicants;
(h) Open appointment opportunities at various levels within the organization to permit an inflow of talent with a variety of experiences and avoid perpetuating any unacceptable past hiring practices;
(i) Follow-up with minority employees during their first few months of employment to assure they are properly placed and trained; and
(j) Use flexible and innovative approaches to appointments and placements within the discretion permitted under merit principles.
(1970 Code Sec. 21.1-46.5)