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<br />application forms, job announcements) to assure that they do <br />not discriminate against persons. <br /> <br />The following particulars are highly related to the City's overall <br />Equal Employment Opportunity/Affirmative Action development effort. <br />The Personnel Department will be responsible for these activities: <br /> <br />Program analysis, progress reports, and review of <br />requirements. <br /> <br />Providing line supervisors with information, guidance, and <br />recommendations concerning Affirmative Action/Equal <br />Employment Opportunity requirements. <br /> <br />Recruiting procedures, employee progress, and affirmative <br />action results. <br /> <br />Coordinating promotions, reclassifications, and internal and <br />external recruiting for City position vacancies. <br /> <br />Preparing, updating, and implementing a compensation Plan <br />founded on the principles of equal pay and equal opportunity. <br /> <br />Developing policies and procedures for recruitment, referral, <br />and monitoring of the selection process. <br /> <br />2.06 <br /> <br />Commission for Minorities <br /> <br />The Commission for Minorities is charged with the responsibility of <br />modifying the City's Affirmative Action Plan as required on an annual <br />basis. The Plan will constitute a recommendation to the Mayor and the <br />Council. After approval of this Plan by the Mayor and the Council, the <br />Commission will continue to review the City's program in affirmative <br />action matters. <br /> <br />-4- <br />