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)