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X. INTERNAL AUDIT AND REPORTING SYSTEM <br />In order to successfully evaluate the implementation of <br />the City's Affirmative Action Program, the following <br />data shall be maintained by the City. <br />A. Recruitment Sources <br />Data shall be maintained regarding recruitment and media <br />sources notified of City job vacancies. <br />B. Applicant Flow Data <br />Data shall be maintained that indicates the total number <br />of appiicantc interviewed for each job vacancy, those <br />offered po=it.ions, and those hired, in order to <br />determine the effectiveness of the City's recruitment <br />process and to assess the City's progress toward equal <br />employment opportunity. <br />C. Training <br />Data shall be maintained indicating the number of City <br />employees participating in all City -sponsored training <br />programs. <br />D. Promotions <br />Data shall be maintained regarding promotions and those <br />employees who are promoted. <br />E. Merit Increases <br />Data shall be maintained to assure that no disparity <br />exists regarding merit increases between City employees <br />belonging to protected classes and other city employees- <br />F. Disciplinary Actions, Demotions and Terminations <br />Data shall be maintained on all disciplinary actions, <br />demotions and terminations including reasons for such <br />actions. <br />G. Documentation of Good Faith Efforts to Mast Goal <br />Semiannual reports will be forwarened as requested to <br />the Minnesota Department of Human Rights documenting <br />the City's efforts to meet the established goals for <br />Pmolovment of protected class employees. <br />-22- <br />