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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 />GOALS, OBJECTIVES AND TIMETABLES FOR CORRECTIVE ACTION <br /> <br />The City's Availability and Utilization/Underutilization Analysis shows that for the total <br />workforce there is an underutilization of 13 women and 3 minorities. The City of Mounds <br />View is committed to fully utilizing women and minority employees at least in proportion to <br />their availability (see Availability and Utilization/Underutilization Analysis) and will maintain <br />an awareness of the need to recruit women and minorities when vacancies exist and when <br />new positions are created. <br /> <br />The City realizes that if turnover and job creation rates continue as in recent years, there <br />may be too few opportunities to achieve full utilization of women and minorities in the short <br />term. In order to achieve our ultimate goal of fully utilizing women and minority employees <br />in proportion to their availability, the City is committed to increasing its recruitment efforts <br />by advertising in and with media sources that are traditionally used by women and <br />minorities. Increasing recruitment efforts will broaden the City’s applicant pool and <br />ensure that there are more qualified applicants to choose from. <br /> <br /> <br />. The timetables for the full utilization of women and minorities would be hiring five <br />females and two minorities in 2001, five females and 1 minority in 2002, and 4 females in <br />2003. <br />It is the desire of the City to eliminate the underutilization of women and minorities through <br />the normal attraction of employees or the addition of new positions by the following means: <br /> <br />1 Recruitment Sources. Data shall be maintained regarding recruitment and <br />media sources notified of City job vacancies <br /> <br />2. Applicant Flow Data. Data shall be maintained for regular full-time and part- <br />time positions that indicates the total number of applicants interviewed for <br />each job vacancy, those offered positions and those hired in order to <br />determine the effectiveness of the City's recruitment process and to assess <br />the City's progress toward equal employment opportunity. <br /> <br />3. Training. Data shall be maintained indicating the number of City employees <br />participating in all City-sponsored training programs. <br /> <br />4. Promotions. Data shall be maintained regarding promotions and those <br />employees who are promoted. <br /> <br />5. Merit Increases. Data shall be maintained to ensure that disparities do not <br />exist regarding merit increases between City employees belonging to <br />protected classes and other City employees. <br /> <br />6. Disciplinary Actions, Demotions and Terminations. Data shall be maintained on all <br />disciplinary actions, demotions and terminations including reasons for such actions.