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M:\MasterFiles\1999 thru 2010\2000\City Council\Work Session Packets\09-05-00\Item 03--Proposed 2000 Affirmative Action Plan--Givonna Reed.doc <br />The Eight Factor Analysis is a third possible availability analysis that staff could conduct. <br />The Department of Human Rights has advised that the City not conduct this very detailed <br />and time consuming analysis which provides for weighing eight different situations by <br />which an employee might enter a job group. The end result of each Eight Factor Analysis <br />is an availability percentage for women and minorities that more accurately reflects current <br />availability percentages than 1990 Census data, which was used for the Small Company <br />and Job Group Analyses. <br /> <br />Goals, Objectives and Timetables for Corrective Action <br /> <br />Since the August 21, 2000 Work Session I have spoken with the Minnesota Department of <br />Human Rights Contract Compliance Division regarding alternative language for this <br />section of the proposed Affirmative Action plan. First, it was recommended that the City <br />indicate its focus on recruiting women and minority applicants rather than hiring women <br />and minority applicants. Secondly, it was recommended that the City speak in terms of <br />percentage (of availability) goals, rather than specific number goals. The proposed <br />language is attached for your review. <br /> <br />The changes in language (shaded & underlined area), which are based on the Small <br />Company Availability Analysis, hopefully respond to any concerns that the City’s goal is to <br />hire based on race or gender rather than qualifications. Continuing to broaden our <br />recruitment area will draw more qualified women and minorities which should assist the <br />City in achieving its goal of fully utilizing women and minority employees at least in <br />proportion to availability. <br /> <br />In addition, the change in language speaks to Mounds View’s turnover and low job <br />creation rate which could prohibit Mounds View from fully utilizing women and minorities in <br />the short term. <br /> <br />Recommendation: Review the following attachments: <br /> <br /> Current Affirmative Action “Policy Statement” from the Personnel Manual. <br /> Goals, Objectives and Timetables for Corrective Action <br /> <br />Give staff direction regarding which availability analysis to include in the Affirmative Action <br />Plan, preferred policy language, and preferred Goals, Objectives language. <br /> <br />Respectfully Submitted, <br /> <br />___________________________ <br />Givonna Reed <br />Assistant to the City Administrator <br /> <br /> <br /> <br /> <br /> <br />