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7/8/2021 <br />4 <br />PROGRESS <br />Personnel Practices <br />Review policies and practices on hiring, on-boarding, retention, and upward mobility. Specifically minimum <br />qualifications (education and experience equivalencies) and the role of seniority in promotions & benefits . <br />Ongoing <br />Job descriptions, including qualifications, are <br />reviewed each time a position is open <br />Continual building of communications function <br />helps market open positions <br />Upcoming retirements will present new <br />opportunities for promotions and recruitment <br />Results of Analysis <br />Majority of positions require High School Diploma or <br />equivalent. Management positions require secondary <br />degree Work-related experience is required for higher <br />level positions –not specific to seniority in a city position <br />Over last 5 years, 27% of applicants and 23% of new hires <br />have been non-white <br />PROGRESS <br />Code Compliance <br />Review code enforcement policies and practices to ensure resources are being applied equitably across the city. <br />Ongoing <br />Add a category to the record log to indicate an owner- <br />occupied home or rental home to observe if trends differ <br />Add a category to the record log to indicate if the issue <br />was complaint-based or observed by the code <br />enforcement official to observe any targeting trends <br />When 2020 US census data is available, overlay the <br />demographic data collected with the code enforcement <br />activity data to observe any disparate trends <br />Results of 5-Year Analysis <br />The nature of Code Enforcement activities focus <br />primarily on single-family homes <br />In relation, there is very little contact with residents in <br />multi-family properties <br />Majority of issues fall into two categories –vegetation <br />(long grass and excessive weeds) and yard debris <br />36