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)