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M:\MasterFiles\1999 thru 2010\2000\City Council\Council Packets\09-11-00\Item 07D--Res 5468, Affirmative Action--Givonna Reed.doc 21 Position titles and minimum qualifications shall be used in all recruitment advertising. 2. Recruitment. The City of Mounds View will advertise job openings in the appropriate media for its labor market. All job advertisements shall state the title of the position, minimum qualifications, where applications can be obtained, the filing deadline and other relevant information. All job advertisements shall include the statement "An Equal Opportunity Employer/Contractor". In special circumstances the City may add or substitute the wording "Minorities and women are encouraged to apply". Announcements for job openings shall regularly be sent to organizations within the labor market that specifically represent women, minorities and disabled persons. 3. City Personnel Policies. The Administration Department shall provide for the revision and ongoing maintenance of the Personnel Manual in an effort to be consistent with the Affirmative Action Plan. Each department shall be apprised of Affirmative Action goals and briefed regarding the City's commitment to achieving those goals. The employment application form currently utilized is intended to eliminate artificial employment barriers by not requiring irrelevant information as part of the selection process. It shall be inconsistent with the Affirmative Action Program for any hiring authority of the City to consider race, color, creed, religion, national origin, sex, age, marital status, public assistance status, handicap, sexual orientation or disability as a basis for rejecting any individual applicant for employment. 4. Selection and Hiring. The City shall make a "good faith" effort to meet its Affirmative Action goals by giving maximum consideration to external protected class candidates who possess minimum qualifications for City positions. 5. Evaluation of Job Performance. Probationary periods for entry level and promotional positions shall be uniformly applied and no protected class employee shall be subject to a probationary period different in length from any other employee. All performance evaluation systems used shall be directly related to actual performance on the job.