Agenda Packets - 1997/10/06 - Laserfiche WebLink

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G. GOALS, OBJECTIVES AND TIMETABLES FOR CORRECTIVE ACTION • The City's Availability/Utilization/Underutilization Analysis shows that for the total workforce, there is an underutilization of 2 women and 4 minorities. The City will need to maintain an awareness of the need for full utilization of women and minorities particularly when filling vacancies in existing and new positions. An underutilization of 2 women and 4 minorities was identified in the total workforce. Taking into consideration expansion and contraction in the size of the workforce and employee turnover, the City will make a good faith effort to hire qualified women and minorities. It is the desire of the City to eliminate underutilization of women and minorities through the normal attraction of employees or the addition of new positions by the following items listed below. The specific timetables for the elimination of underutilization would be 1 female and 2 minorities in 1998, and 1 female and 2 minorities in 1999. 1 Recruitment Sources. Data shall be maintained regarding recruitment and media sources notified of City job vacancies 2. Applicant Flow Data. Data shall be maintained for regular full time and part time positions that indicates the total number of applicants interviewed for each job vacancy, those offered positions, and those hired, in order to determine the effectiveness of the City's recruitment process and to assess the City's progress toward equal employment opportunity. 3. Training. Data shall be maintained indicating the number of City employees participating in all City-sponsored training programs. 4. Promotions. Data shall be maintained regarding promotions and those employees who are promoted. 5. Merit Increases. Data shall be maintained to assure that not disparity exists regarding merit increases between City employees belonging to protected classes and other City employees. 6. Disciplinary Actions, Demotions and Terminations. Data shall be maintained on all disciplinary actions, demotions and terminations including reasons for such actions. H. PROBLEM AREAS/DEFICIENCY IDENTIFICATION AND ANALYSIS An evaluation of the City's programs for hiring and retaining employees reveals that the selection process is continuing to make a good faith effort to attract qualified minorities and women. The City will need to undertake efforts in advertising vacancies and recruiting in a manner that will further encourage qualified minorities and women applicants. The City's total workforce composition there in an underutilization of eight females and four minorities. Some problems were identified in the applicant flow composition. In order to correct this, • whenever possible the City will advertise in women and minority newspapers to increase the applicant pool. No problems were identified in the transfer and promotion practices, company facilities and 11