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M:\MasterFiles\1999 thru 2010\2000\City Council\Work Session Packets\07-17-00\Item No. 06--Draft Affirmative Action Plan 2000--Givonna Reed.doc 7 <br />ASSIGNMENT OF RESPONSIBILITY FOR AFFIRMATIVE ACTION PROGRAM <br /> <br />The Mounds View City Council authorizes the City Clerk-Administrator to administer the <br />Affirmative Action Program on behalf of the City. This accountability encompasses the <br />following: <br /> <br />1. Development of the City's Equal Employment <br />Opportunity/Affirmative Action (EEO/AA) Plan/Program consistent <br />with the City's policies and establishes the City’s affirmative action <br />goals and objectives. <br /> <br />2. Coordination of internal and external and dissemination of the City’s <br /> EEO/AA policies and plan. <br /> <br /> 3. Preparation of all reports that are required and the design and <br />implementation of audit and recording systems to measure the <br />effectiveness of the Affirmation Action Program. <br /> <br />3. Conducting and/or coordinating EEO/AA training and orientation of <br />City supervisors, managers and subcontractors to inform them of <br />their responsibilities pursuant to the Affirmative Action <br />Plan/Program. <br /> <br />4. Ensuring that our managers and supervisors understand that it is <br /> their responsibility to take action to prevent the harassment of <br /> protected class employees and applicants for employment. <br /> <br /> 5. Holding regular discussion with project managers, supervisors and <br />employees to ensure that our equal employment opportunities are <br />being followed. <br /> <br />6. Ensuring that all minority and female employees are provided equal <br />opportunity as it relates to organization-sponsored training <br />programs, recreational/social activities, benefit plans, pay and other <br />working conditions without regard to race and gender. <br /> <br />7. Reviewing the qualifications of employees to ensure that minorities <br />and women are given full opportunities for transfers and <br />promotions. <br /> <br />8. Periodically auditing or training programs and hiring and promotion <br />patterns to remove any impediments to the attainment of our goals and <br />objectives. <br /> <br />9. Providing information to employees or applicants alleging