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Sec. 11-181. - Underutilization areas; corrective measures by certain departments.#
(a)
According to the statistics of the 1974 Equal Employment Opportunity Report #4, minorities are underrepresented in the following areas: police protection (0.9 percent), fire protection (0.8 percent), community development (0 percent), finance (0 percent) and public works (2.4 percent).
Minorities are underutilized in several job classifications. Underutilization can be found in the following classifications: administrative, professional, paraprofessional, office and clerical and skilled crafts.
Women are concentrated within the office and clerical positions in the city government (90 percent). Specific measures are necessary to increase the representation of women in all classifications, particularly administrative, professional and protective service positions.
(b)
The departments of city government which fall under the functional areas that reflect underutilization of minorities shall, in conjunction with the personnel director and affirmative action officer, immediately institute basic analytic and corrective measures which shall include, but not be limited to, the following:
(1)
A review shall be made of all personnel policies, practices and procedures, with particular emphasis on recruitment and training capabilities, in order to identify those procedures that have an adverse effect on minorities or women.
(2)
Action shall be taken to ensure that salaries and benefits are the same for all employees in similar job classifications.
(3)
All job classifications shall be analyzed to ensure that sex, race, religion, national origin or age are not factors in placing employees in jobs with different opportunities for advancement, except where such factors are bona fide occupational qualifications.
(4)
The city shall seek to fill a minimum of 15 percent of all openings with qualified minority applicants for the next three years, or until the city employee labor force reflects the proper percentage of minorities in the city as a whole.
(5)
Departments shall survey present layoff, recall, termination, demotion, discharge and all disciplinary actions to ensure that they do not adversely affect minorities and women.
(6)
Union contract provisions affecting the above procedures shall also be reviewed and, where needed, corrections will be recommended.
(7)
Trade unions are specifically subject to Title VII of the Civil Rights Act of 1964. Union cooperation shall be sought to remove discriminatory factors revealed from our analysis of employment practices.
(8)
All tests shall be reviewed for job-relatedness. In many cases the use of intelligence, aptitude and other tests developed to provide objective evaluation of applicants has had major disproportionate effect in rejection of minorities and women, without having any proven relation to predicting successful job performance. Testing is a major area for immediate review and action.
(9)
In an effort to promote uniform personnel procedures and to allow for one focal affirmative action monitoring point, the personnel department shall process all hiring for the city's full-time and part-time, summer and winter employees.
(10)
The coordinator of our federal employment program shall also submit projected goals for the employment of minorities and women at the beginning of each fiscal period.
These basic measures shall be the first steps toward the long range goal of this affirmative action plan, that goal being the representation of each underutilized group in all job classifications within the identified target functional area as well as municipal government as a whole.
(Rev. Ords. 1987, § 11-181)
Sec. 11-182. - Timetables.#
The following tables shall set numerical goals and set forth timetables in which the city shall make every good faith effort toward achieving these goals within the context of employment opportunities. Minority utilization goals, by functional area, include the following areas: (1)
Functional area—Mayor. .....
As of 1/1/75 .....10.5%
The present percentage shall be maintained as the lowest acceptable level. Upward mobility for women is a prime goal in this area.
(2)
Functional area—Police protection. .....
As of 1/1/75 .....0.9%
From 1/1/76 until 12/31/76 .....1% to 4%
From 1/1/77 until 12/31/77 .....4% to 7%
From 1/1/78 until 12/31/78 .....7% to 10%
(3)
Functional area—Fire protection. .....
As of 1/1/75 .....0.8%
From 1/1/76 until 12/31/76 .....0.78% to 4%
From 1/1/77 until 12/31/77 .....4% to 7%
From 1/1/78 until 12/31/78 .....7% to 10%
(4)
Functional area—Parks/recreation. .....
As of 1/1/75 .....10%
The present percentage shall be maintained as the lowest acceptable level. The goals in this department shall be set for summer and winter part-time help as stated earlier.
(5)
Functional area—Community development. .....
As of 1/1/75 .....0%
From 1/1/76 until 12/31/76 .....0% to 3%
From 1/1/77 until 12/31/77 .....3% to 4.5%
From 1/1/78 until 12/31/78 .....4.5% to 7%
(6)
Functional area—Library. .....
As of 1/1/75 .....13%
From 1/1/76 until 12/31/76, the present percentage shall be maintained as lowest acceptable percentage for this department. Goals for the employment of summer and winter part-time workers shall be set.
(7)
Functional area—Public works. .....
As of 1/1/75 .....2.4%
From 1/1/76 until 12/31/76 .....0.76% to 4%
From 1/1/77 until 1/31/77 .....7% to 10%
(8)
Functional area—Finance. .....
As of 1/1/75 .....0%
From 1/1/76 until 12/31/76 .....0% to 3%
From 1/1/77 until 1/31/77 .....3% to 6%
From 1/1/78 until 1/31/78 .....6% to 9%
Women utilization shall be increased for minority percentages. However, major consideration will be in the upward mobility of those women currently employed in these areas.
(Rev. Ords. 1987, § 11-182; Ch. 877, § I, 6-6-23)
Sec. 11-183. - Measures to facilitate reaching goals.#
In order to facilitate the efforts of the city in reaching the goals set out in section 11-182, the following measures shall be initiated: (1)
Local minority and women's rights organizations shall be made aware of equal employment opportunity and affirmative action plan commitments of the city. These organizations shall receive recruitment notifications for vacancies in any of the municipal divisions or departments. These groups should also be involved in the planning stages of all programs and committees designed to enhance the progressive development of the local community.
(2)
In view of the low percentage of minorities and women employed in administrative and professional levels within the city, more recruitment in this area is necessary. Therefore, the city's relationship with local institutions of higher learning should be strengthened. Minority and women graduates of such institutions shall be identified and informed of professional employment opportunities with the city. Recruitment notifications shall be made available to the placement offices of respective institutions, emphasizing the city's equal employment opportunity and affirmative action plan commitments.
(3)
More sensitive interview procedures shall be adopted within city government. Any municipal selection standards that have a desperate effect on minorities or women shall be revised or eliminated. Interview monitoring methods and the resultant corrective recommendations will be handled by both the affirmative action officer and the affirmative action committee.
(4)
The affirmative action officer shall investigate the employment procedures of departments, scrutinizing the upward mobility (assignments, job progressions, promotions, seniority, transfers, and training), the wage and salary structure, benefits, conditions of employment, maternity leave, layoff, terminations, recall and the entire disciplinary system. The city shall identify problem areas that have contributed to the underutilization and concentration of minority or women resources and develop specific remedies for each department.
(5)
The personnel department shall submit to the affirmative action officer regular flow sheets that would identify all employees by job classification, race, sex and salary. Specific forms shall be used to designate separately full-time, part-time, federally funded and newly hired personnel. This information shall be reviewed by the affirmative action officer and the affirmative action committee in order to pinpoint areas in need of corrective measures. The forms to be used are available in the office of the affirmative action officer.
(Rev. Ords. 1987, § 11-183)