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HomeMy WebLinkAboutReso 242-1974 RESOLUTION NO. 242-74 CITY COUNCIL, CITY,OF SOUTH SAN FRANCISCO,STATE OF CALIFORNIA A RESOLUTION APPROVING AND IMPLEMENTING AFFIRMATIVE ACTION PLAN FOR THE CITY OF SOUTH SAN FRANCISCO WHEREAS, it has long been the policy of the City of South San Francisco to provide equal opportunity in its employment on the basis of merit and fitness and without discrimination because of race, color, religion, sex or national origin, and WHEREAS, the City of South San Francisco recognizes its obligation to take positive steps to increase the utilization of ethnic minorities and women at all job levels and in all seg- ments of the work force where deficiencies may exist, and NOW, THEREFORE, BE IT RESOLVED that the City of South San Francisco does hereby reaffirm its policy to insure equal oppor- tunity in employment for all persons to prohibit discrimination in employment because of color, race, religion, or national origin and to promote the full realization of equal employment opportunity through a continuing intensive affirmative program in each depart- ment of the City and to be an integral part of every aspect of personnel policy and practice in employment, development, advance- ment and treatment of employees of the City of South San Francisco to the maximum extent possible, and BE IT FURTHER RESOLVED that the City of South San Francisco as evidence of its intent to comply with basic policies and pro- cedures necessary for effective, uniform and judicious enforcement of equal employment opportunity standards,does hereby adopt the attached affirmative action program. * * * I hereby certify that the foregoing Resolution was regularly introduced and adopted by the City Council of the City of South San Francisco at 'a adVourned regj,;~ meeting held on the 30th day of Decembe~ 1974 , by the following vote: AYES, COUNCILMEN Richard A. Battaqlia, Terry J. M~, ~n~ N0E S, " ABSENT, " Warren SteinkamD None F. Frank Mamm~ ~n~ r~n p~_~ City Clerk AFFIRMATIVE ACTION PLAN FOR THE CITY OF SOUTH SAN FRANCISCO II POLICY STATEMENT It has long been the policy of the City of South San Francisco to afford equal opportunity in employment. The City of South San Francisco recognizes its obligation to take positive steps to increase the utilization of ethnic minorities and women at all job levels and in all segments of the work force where deficiencies may exist. The cooperation and support of all employees of the City will be required in order to insure the application of this policy to all areas of employment, including recruitment, selection, trans- fers, promotions, training compensation, benefits and terminations. OBJECTIVES AND GOALS The optimum objective of the affirmative action plan is to have a work force which reflects, at every level, the sexual and ethnic composition of the available work force in the City of South San Francisco and the general surrounding recruitment area. Primary objectives of the Affirmative Action Plan involve: 1. Increasing the probability that qualified ethnic minorities and women will learn of and apply for employment oppor- tunities with the City of South San Francisco. 2. Increasing the opportunities for training and advancement of present and future City employees, including ethnic minorities and women. III PARTICIPATION AND RESPONSIBILITY As the Chief Administrative Officer, the City Manager has the ultimate responsibility for the affirmative action program. The City Manager shall designate an employee as program director who will have the overall responsibility of planning,coordinating~ implementing, evaluating and reporting on all phases of the affirma- tive action plan. Department Heads will be responsible for the implementation of the City affirmative action policy in their departments. Management personnel will be responsible for making employment deci- sions that are consistent with the objectives of the affirmative action plan. All employees are responsible for creating a work climate conducive to achieving positive results. Performance evaluations will include criteria for evaluating the extent to which affirmative action respon- sibilities are met. Inadequate cooperation or obstruction of the affirmative action plan shall constitute grounds for disciplinary action. IV PUBLICATION The City Council shall adopt a policy resolution supporting the plan. This policy resolution and a summary of the plan shall be distributed to each employee and posted publicly. The policy statement and the affirmative action plan in its entirety will be distributed to all management employees and employee organiza- tions. The entire affirmative action plan will be available in the Personnel Office for review by employees and interested members of the community. -2- Vw VI. Established recruitment sources and community organizations will be informed' of the existence of the plan. o Affirmative action will be covered in new employee orientation. UTILIZATION ANALYSIS In order to identify and correct areas of underutilization of ethnic minorities and women, the work force and available labor market must be analYzed.- . . . The'work force will be analyzed, through the use of the Equal EmplOYment Opportunity Commission State and Local Government Information survey (EEO-4)..- .. Responsibility: Personnel Officer o~ ae$ignatecl .re. embed'of ~t~££.: Schedule: Continuous up_date. The availability of qualified ethnic minorities and women will be determined based on the following criteria: - Minority and female representation in the general areas of recruitment. - Requisite skills of females and minorities in the labor market. Source: Area schools and community organizations. - Promotable and transferable females and minorities currently w~rking for the City. Source: Personnel office analysis. The general recruitment area will be determined through an analysis of the residential, distribution fo current City employees and recent entrance level eligible-lists. Responsibility: Personnel Officer · Completion~' March 31, 1975. CORRECTIVE ACTION/PROCEDURES In an effort to insure that all "artificial barriers" to employment with the City of SoUth San Francisco have been eliminated, the following areas will be -3- examined and modified where necessary. A. JOB STANDARDS AND CLASSIFICATION 1. Class specifications will be reviewed to eliminate sex-tied titles and duty statements. 2. Required qualifications will be examined to insure that only. the minimum standards for successful performance are called for. . 3. Job design will be undertaken to create career ladders which provide potential upward mobility'. Responsibility: Personnel Officer and Department Heads. Completion date: Continuous. B. RECRUIll4ENT 1. Recruitment sources will be evaluated and expanded. Minority and' commUnity organizations as well as professional groups will be utilized to increase the probability that qualified minorities and women will be made aware of employment opportunities. 2. All documents regarding employment opportunity shall include the phrase "Equal Opportunity Employer". 3'. Irrelevant inquiries will be deleted from the Employment Application form. Revisions will be made as required in order to comply with applicable State and Federal laws. 4. Where applicable, bi-lingual advertisements and job announcements · will be issued. The Personnel Office will post information concerning application procedures in such languages and make provisions for interpreters in such languages as to provide answers to employment inquiries when deemed appropriate. -4- 5. To insure that all interested persons can obtain applications, . requests for applications may be made by phone, by mail or by personal contact with the Personnel Office. Responsibility' Personnel Officer ~ Completion: Continuous C. EXAMINATIONS ~i 1. Examination content will be confined to the measurement of abilities necessary to perform required duties. 2. Minorities and women will be used on oral boards whenever possible in order to facilitate a fuller and more comprehensive examination of candidates. 3. Instructions to oral examinem will be reviewed and modified to indicate the existence of the affirmative action plan and the responsibilities of the oral board to the City and candidates. 4. Entry level written examinations and performance tests when required will be given during weekend or evening hours to insure maximum participation of interested candidates. Responsibili.ty' Personnel Officer. Department and division heads reviewing examinations and suggesting qualified minority and female oral board members. Completion: Continuous. D. SELECTION 1. All candidates on an open employment list who have been certified as eligible in accordance with the Personnel Rules ,, and Regulations shall be eligible for appointment. 2. Department heads shall certify, by their signature on the Personnel Action Form, that their recommendation for any personnel action is consistent with the goals and objectives of this plan. Responsibility: Department heads and Appointing Authority. Completion: Continuous. · -5- E. TRAINING Employee development training efforts will be provided in accord with the needs of the individual employer and the resources of the department and City. Training will provide preparation for ~dvancement up the career ladder within the org~niTational structure. Responsi bi 1 ity: Department heads. F. 'GRIEVANCE PROCEDURE The established grievenace procedure shall be utilized to resolve disputes arising over the interpretation, application or operation of this plan. VII. CORRECTIVE ACTION/UTILIZATION In the event that the Utilization' Analysis indicates areas of underutilization of ethnic minorities, or women the department head in the area of deficiency will be directed to develop goals and timetables for the achievement of affirmative action objectives~ 'Timetables for achievement will depend upon' - Turnover or' attrition - AnticiPated work force expansion or reduction. - Time required to implement corrective action. Long-range goals should be established to show the point in time when it is expected that numerical objectives should be reached. Short-range goals should also be established to show yearly increments of change. ., · In no case will the terms "goals" and "quotas" be confused. Goals should be flexible and realistic. No individual will be appointed or advanced who does not meet the qUalification requirements for the position. The status of current employees wil'l in no way be jeop'ar, dized to correct deficiencies. Goals and timetables will be reviewed annually and revised as deemed appropriate. Responsibility' Department Heads. -6- VII. INTERNAL AUDIT AND MONITORING The Affirmative Action program director shall prepare for the City Manager a report on an annual basis which will indicate the current workforce, progress in numerical 'goals and the revision of procedures and information concerning new hires, promotions and terminations. .~ The report will be presented at a staff meeting with all department heads to analyzed progress and make recommendations for revision of goals and timetables and the action plan itself. · In addition, the program director and Personnel Officer will maintain a continuous monitoring of all personnel' actions for compliance with the affirmative action plan. -7- ~'I l i))m T- I mll