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HomeMy WebLinkAboutResolution 7001 N.C.S. 06/16/1975 r, MLh m 6 -12 -'Z °5 P.: - , ? resolution Nol r 7. O J -1- N Rr,S T _ QLUTION 1,HE's° AFF'IRMATIUE'': 'ACTION. PLAN OF THE CITY OF PETALUMA . I'NTRO'DUCED BY COUNCI.LIyIAN - -_ _ _ -- - Jame's L:a `Harb.er,s'on; and SEC : - - -- W A Perry, Jr., _ at a " ONDED BY:COUNCILIvIAN __,;: , Regular Meeting of the Ci Coun01 of the City of Petaluma, on 16th , -day of ' June , :1.975_ BE IT RESOLVED t'hgt , the :Affirmative Action Plan attached - hereto : and marked .Exhi = bi,t. A is :he'reby.' 'ad'opted by this Council as the . Affirmative Action: Program for the City :of Petaluma. ' BE IT 'FURTHER 'RESOLVED' that „ policies contained therein shall be implemented m nod atel . I i f'' t • under. the p ower and .authorit , y ,conferred upon, eliis;'Council' by the Charter of said Ci I hereby certify tliatthe foregoing- Resolution vias 'citify and regularly 'ntrodt ced, and - adopted b y” :the Council 'of the City of' an the , 16_t h ' day of Jun c ..... - - - -- :. -- -: - - -R,, .1§___:.74 by 'the following votes: , Councilmen �Bru�nner, Dal Farberson. 1MZattei, Perry,„ and AYES: , - Mayor Putnam,. - NOES: .None. . ABSENT Councilman" ABSENT ..... - ATTEST',:. . ' �� _ �/ s' w' .. „ - - - / City Clerk , ,:..,__„_ ayo M r: FORM CA, 2,7174; - 7426/ A, FP�f9, NO. - ,, .y. CITY OF PETA LUMA. AFFIRMATIVE ACTION POLICY STATEMENT I Introduction It is the goal of the City of Petaluma to provide equal employment opportunity for qualified persons from all sea.ments of the City of Petaluma. To carry out this goal, -the City Council adopts this Affirmative Action Program. The City Council pledges its unequivocal support to the purpose and goals of this program and will provide adequate financial and Staff support for-'the 'complete and effective implementation of this Equal Opportunity Program. The use of the masculine or feminine gender in all legal -documents of the :City shall be construed' as •i b`oth''gen and not ,a sex limitations. II Objectives The objectives of this Equal Employment Opportunity Program are as follows: A. Achieve equitable representation of minorities and women at all job levels of City employment and in specific occupational areas that will be consistent with the population of the area served by the City of Petaluma. B. Establish responsibility for and provide' guidelines for implementation and conduct of the City of Petaluma's Equal Opportunity Program. C. Evaluate personnel practice and sele,ct.io'n- processes that are discriminatory or place artificial barriers to the employment of minorities and females. D. Obtain the statistical data needed to analyze the city employment structure and , its needs. III Administrative Responsibilities A. City Manager 1. Responsible for the administration of the City's Equal Opportunity Program. 2. Assure that department heads'comply with the goals and objectives of the Equal Opportunity Program. 3. The City Manager will report to the City Council on the 1 status of the Equal Opportunity Program. 1 - 2 - B. City Personnel Officer 1. Insure that all policies covering recruitment, employment and promotion are in accordance with the City code on non discrimination. 2. Develop administrative policy statements. • 3. Assist department heads and supervisors in arriving at solutions to problems regarding the under- utilization of minorities and females and if such under- ut.ilizaticn exists, recornend corrective action to the City Manager. 4. Update the goals and timetables on a yearly basis, based on fiscal year personnel turn -over rate and job expansion. 5. Assist in the development of programs for increased representation of minorities and females. 6. Implement systems that will measure the effectiveness of the Affirmative Action Program. 7. Advise the City Manager of developments in the Equal Employment Opportunity area. C. Department Heads • 1. Responsible for carrying out and implementing specific goals and procedures within the department that are identified, developed, and recommended by the Personnel Officer and adopted by the City Counc.il. D. Represented Personnel 1. Those employee organizations that are representative of employees of the. City of Petaluma and who are responsible for meeting and .-conferring with:r.egard to matters of wages, hours and working conditions shall be required to comply with the City's policy of non discrimination, 2. All agreements with said organizations shall be reviewed to ensure that practices of clauses contained therein are non discriminatory and will not have a discriminatory affect. - 3 - IV Scope The scope of the City's Equal Opportunity Program shall include the areas of recruitment, selection, and advancement that would assist in the creation of the work environment conducive to equal employment opportunity. .It is not the intent of this program to infringe upon the processing of matters through the established grievance or appeal procedures. Therefore, specific discrimination complaints are to be processed by following existing procedures. A. Recruitment 1. The City Personnel Officer is responsibile for recruiting applicants and shall indicate whatever contacts are appropriate to assure minority applicant flow. 2. An inventory of minority applicants will be maintained by the Personnel Officer. 3. All personnel involved in recruiting, screening, selection, promotion and related processes will be instructed in_methpds to avoid and /or eliminate bias on personnel actions. B. Selection 1. Any and all tests, as now defined in the Federal Equal Employment Opportunity Commissi-on.'s "Guidelines on Employee Selection Procedures" shall be reviewed for job relatedness. 2. Validated tests will be used. 3. Departine:nt Heads and Division Heads with recommendation power shall document the reasons for non - employment of any applicant. Non selection of any 'applicant shall be for good and sufficient cause based on the job performance requirements for which the individual is being considered without regard for race, color, religion, sex or national origin. C. Advancement 1. Upward mobility shall be the recommended method of advancement. for minorities and females presently employed by the City of Petaluma. 4 - 2. Personnel Office shall provide career counseling to minority and female employees and shall recommend and encourage their attendance at relevant in-service training and educational programs which will prepare and assist them in securing job advancement. D. Analysis 1. An analysis will be performed. at least once a year by the Personnel Officer of the minority and female representation by job category and salary level as defined by the E.E,0.C. and based upon reporting requir ements under Section 709 (c) of the Title VII, Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972. 2. The results of yearly analysis or other reviews will be discussed with Department Heads and Supervisors in the light of achieving the goals of equal employment. V Goals and Timetables A. Similar to other management functions, positive action will be achieved through the establishment of realistic goals and timetables. These goals will be established to correct previously determined areas deficient of minority and female representation. B. The "City of Petaluma Goals and Timetables" will be adopted by Council Resolution no later than September 30, of each year.