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<br />CHAPTER 4 <br /> <br />REVIEW OF EMPLOYMENT PRACTICES <br /> <br />The City of San Marcos will review all of its employment practices in <br />order to identify and eliminate any practices which may have <br />contributed to the underutilization of minorities and women. <br /> <br />Practices to be reviewed periodically by the Director of <br />Personnel/Affirmative Action Officer include but will not be limited to <br />the following: <br /> <br />Initial application and interview procedures. <br />Application forms and related documents. <br /> <br />The content of job descriptions for possible adverse impacts <br />on minorities and/or women. <br /> <br />Written pre-employment and promotional tests. <br /> <br />Job qualifications, including requirements for experience and <br />education. <br /> <br />Criteria, such as arrest records, marital status, <br />garnishments, and others, which may be used as disqualifying <br />factors for employment. <br /> <br />Procedures and programs, such as requirements or prior notice <br />to current supervisors, distribution of training benefits, <br />and others which bear upon opportunities for advancement <br />within the City's organization. <br /> <br />Vacancy announcements will be publicly posted and widely <br />disseminated in a manner calculated to reach minorities and <br />women. <br /> <br />Sources of minority and women applicants will be contacted as <br />to the availability of qualified individuals to fill City <br />vacancies. <br /> <br />Additional measures will be pursued, as recommended by the <br />Commission for Minorities. Additions to or modifications of <br />these recruitment procedures may be recommended from time to <br />time for the purpose of better achieving the goals of this <br />Plan. <br /> <br />-6- <br />