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M:\MasterFiles\1999 thru 2010\2000\City Council\Work Session Packets\08-21-00 (Special Worksession\Item No. 01--Affirmative Action Plan 2000--Givonna Reed.doc 19 <br /> <br /> <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 14 women and 3 minorities. The City will need <br />to maintain an awareness of the need to fully utilize women and minorities when filling <br />vacancies in existing positions and when new positions are created. <br /> <br />The City will make a good faith effort to hire qualified women and minorities. The <br />timetables for the full utilization of women and minorities would be hiring five females <br />and two minorities in 2001, five females and 1 minority in 2002, and 4 females in 2003. <br />It is the desire of the City to eliminate the underutilization of women and minorities <br />through the normal attraction of employees or the addition of new positions by the <br />following means: <br /> <br />1 Recruitment Sources. Data shall be maintained regarding recruitment <br />and media sources notified of City job vacancies <br /> <br />2. Applicant Flow Data. Data shall be maintained for regular full-time and <br />part-time positions that indicates the total number of applicants <br />interviewed for each job vacancy, those offered positions and those hired <br />in order to determine the effectiveness of the City's recruitment process <br />and to assess the City's progress toward equal employment opportunity. <br /> <br />3. Training. Data shall be maintained indicating the number of City <br />employees 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 <br />not 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 <br />maintained on all disciplinary actions, demotions and terminations <br />including reasons for such actions. <br /> <br /> <br /> <br />PROBLEM AREAS/DEFICIENCY IDENTIFICATION AND ANALYSIS <br /> <br />The City’s workforce composition consists of 44 employees containing seven females