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Regardless of the number of employment opportunities which <br />actually occur in any year, the short-term goal is to hire or <br />promote minorities and women at the placement rate established <br />for them in each job group. Therefore, even in those cases where <br />no employment opportunities are projected, a replacement rate has <br />been established and should an opening occur, management has an <br />objective to meet that placement rate. <br /> <br />While working toward meeting placement rates for minorities, <br />management will be informed of the degree of underutilization of <br />each individual minority group (i.e., Blacks, Hispanics, Asians, <br />and American Indians) and will give primary emphasis in <br />placements to members of the most underutilized group(s). <br /> <br />A "Utilization, Goals and Timetables" Report for each job group <br />is found in Appendix D. <br /> <br /> V AFFIRMATIVE ACTION PROGRAMS <br /> <br />The specific actions the City has taken and intends to take to <br />carry out the affirmative action plan are set forth in this <br />section. Certain objectives are ongoing and are identified as <br />such. Other objectives have target completion dates. Target <br />dates are calculated from the date of adoption of this plan. <br /> <br />The action steps listed will be reviewed periodically and updated <br />as appropriate. <br /> <br />A. PAST ACTION STEPS <br /> <br /> 1. Employed a consulting firm to revise and update the <br /> City's affirmative action plan. <br /> <br /> 2. Reviewed thoroughly the City's personnel rules to insure <br /> they are free from discriminatory practices. <br /> <br /> 3. Reviewed thoroughly the City's memorandums of <br /> understandings with its employee groups to insure they <br /> are free from discriminatory practices. <br /> <br />LHM/kh(kaffirm) <br />9/sv <br /> <br /> <br />