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<br />CHAPTER 8 <br /> <br />CAREER DEVELOPMENT <br /> <br />It is recognized that to some extent achievement of equitable <br />distribution of minorities and women throughout all job classifications <br />in the City, as projected in goals and timetables, will be the result <br />of initial assignments, subsequent transfers, promotions, and training. <br /> <br />To assure that minorities and women are given access, affirmatively, to <br />all positions and all lines of progression within the City, the <br />following policies and practices shall apply: <br /> <br />Initial referrals for job interviews in operating units will <br />be made solely on the basis of valid job qualifications and <br />not in any way on the basis of stereo-typical beliefs <br />regarding appropriate positions or units for various classes <br />of persons. All persons who conduct interviews or make <br />assignments decisions will be given specific orientation <br />concerning this policy. <br /> <br />All employees will be permitted to apply, through transfer, <br />promotion, or otherwise, for higher or more favorable (from <br />their perspective) positions in the City without advance <br />approval by, or notice to, the present supervisor. However, <br />employees will be expected to give adequate notice of change, <br />as would be the case in accepting a position outside the <br />City. <br /> <br />All employees who apply and are interviewed but are not <br />selected for such positions will be so advised in writing. <br />The applications of minority and women candidates who meet <br />the valid qualifications for such positions, but who are not <br />selected, shall be placed in the affirmative recruitment file <br />and notified of this action. <br /> <br />Career counseling information will be available for employees <br />in achieving career advancement. The emphasis of such <br />counseling will be on advancement into positions in which <br />minorities and women have been excluded or significantly <br />underrepresented. <br /> <br />In-house training and similar programs will be reviewed <br />periodically by the Director of Personnel/Affirmative Action <br />Officer for possible modification or expansion to better <br />achieve the purposes of this Plan. <br /> <br />Where available, the Office of Personnel shall identify <br />career ladders as shown by the classification specifications <br />for the City of San Marcos. Career ladder opportunities are <br />available to all City employees regardless of age, race, sex, <br />or national origin. <br /> <br />-10- <br />