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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 27 <br />8. Responsibility for Implementation. The City Clerk-Administrator is <br />responsible for Mounds View's affirmative action activities and will <br />conduct the following activities: <br /> <br /> a. Develop policy statements, affirmative action programs and internal and <br />external communication techniques to be certain the City of Mounds <br />View’s policies are being followed. In addition, supervisors shall be <br />advised that: <br /> <br /> 1. Their work performance is being evaluated on the basis of their <br />affirmative action efforts and results, as well as other criteria. <br /> <br /> 2. The City of Mounds View is obligated to prevent harassment of <br />protected class employees or applicants for employment. <br /> <br /> b. Design and implement an audit and reporting system that will: <br />1. Measure effectiveness of the City’s plan. <br />2. Indicate need for remedial action. <br />3. Determine the degree to which objectives have been <br />attained. <br />4. Ensure that each department is in compliance with the <br />Minnesota Department of Human Rights Act. <br /> <br /> c. Serve as liaison between the City of Mounds View and the Minnesota <br />Department of Human Rights. <br /> d. Serve as liaison between the City of Mounds View and organizations of <br />and for disabled persons. <br /> <br /> e. Keep Department Heads informed of the latest developments in the entire <br />affirmative action area. <br /> <br />9 Develop and Execute Affirmative Action Programs. The Affirmative Action Plan <br />for the City of Mounds View shall be developed and executed as follows: <br /> <br /> a. Job qualifications shall be made available to all <br />employees involved in the recruitment, screening, <br />selection, and promotion process. <br /> <br /> b. The City of Mounds View shall evaluate the total <br />selection process including training and promotion to <br />ensure freedom from stereotyping disabled persons <br />in a manner which limits their access to all jobs for <br />which they are qualified. <br /> <br /> c. All personnel involved in the recruitment, screening,