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HomeMy WebLinkAbout75-80 RESOLUTION• RESOLUTION NO. 767^26 r A RESOLUTION AMENDING THE CITY'S PERSONNEL POLICY:' TO ESTABLISH AN AFFIRMATIVE ACTION PLAN. BE IT RESOLVED BY THE BOARD OF DIRECTORS OF THE CITY OF FAYETTEVILLE, ARKANSAS: That the City's personnel policy is hereby amended by adding the Affirmative Action Plan attached hereto marked Exhibit "A" and made a part hereof.// PASSED AND APPROVED this /5day of ATTEST: CITY C ^�< N1 -V- i Crr APPROVED: 1980. CERTIFICATE OF RECORD State of Arkansas City of Fayetteville ( SS 1, Bonnie Goering, City Clerk and Ex -Officio recorder for the City of Fayetteville, do here- by certify that the annexed or foregoing is ofarsand m my office and the same ap- Ordinance ea Resolution book hand at page j Witness my 1 this -�--daY of , 19 0 City MICROFILMED crlc•and Ex fi AFFIRMATIVE ACTION PLAN (An amendment to the existing Personnel Policy, presented to the Board) Statement of policy It shall be the policy of the City of Fayetteville, Arkansas, to prohibit discrimination on the basis of race, color, national origin, religion, physical handicap, age, or sex, from being a factor in any decision involving a personnel action. Such actions shall include but shall not be limited to the selection, hiring, promotion, transfer, termination, training, and provision of pay and benefits. The Personnel Officer shall be designated as the Equal Employment Officer. This person shall be responsible for monitoring the implemen- tation of the practices and procedures included in this Plan and to insure compliance with all laws and regulations regarding Affirmative Action. In addition, it shall be the responsibility of each employee with management responsibilities to insure strict compliance with the Plan and each employee will be expected to promote the efforts of this policy in spirit as well as in deed. Goals and timetables Fayetteville's city government currently employs a staff of 305 full-time and 6 part-time employees. Of these 311 positions, 48 are held by women (15. 4% of the total) while 8 positions are held by minority employees (2. 6% of the total). Within Fayetteville the nurrb er of females constitute 41. 7% of the total labor force, while racial minorities are 3 6%. It shall be the goal of Fayetteville's city government to increase the number of female and minority employees so as to at least equal their incidence in the work force population within the city. To effect this expressed goal the following steps shall be taken: 1. From and after the adoption of this Plan, recruitment will be on a basis that encourages the employment application by qualified female and minority persons, including: A. Advertisement in newspapers serving the largest number of females and minority group members in the recruitment area; • B. Recruiting through schools and universities in the area that have substantial proportions of minority students; and C. Encouraging, whenever the city government has job openings, the referral of interested female and minority applicants, who meet minimum training, experience, or educational qualifications. 2. To the extent that such does not adversely affect the overall efficiency of the organization, traditional job descriptions and duties may be restructured so as to enhance employment opportunities for females and minorities. 3. The Personnal Officer, Department Heads, and the City Manager shall, when making decisions affecting employment, promotion, demotion, disciplining, or termination, not discriminate on the basis of any of the factors mentioned above. 4. From the adoption of this amendment to the Personnel Policy, and until such time as the percentage of female and minority employees of the city government equals or exceeds the percentage of such persons in the general work force of the area, every diligent attempt will be made to hire at least one qualified female or minority job applicant for each male non -minority hired. AFFIRMATIVE ACTION PLAN POLICY It shall be the policy of the City of Fayetteville, Arkansas to prohibit discrimination on the basis of race, color, national origin, religion, or sex from being a factor in any decision involving a personnel action. These actions shall include but not be limited to, selection, hiring, promotion, transfer, termination, training and provision of pay and benefits. A staff member, the Personnel Officer, shall be designated as the Equal Employment Officer. This person shall be responsible for monitoring the implementation of the practices and procedures included in this plan and to insure compliance with all laws and regulations regarding Equal Employment Opportunity. In addition, it shall be the responsibility of each employee with management responsibilities to insure strict compliance with the plan and each employee will be expected to promote the efforts of this policy in spirit as well as in deed. II. WORKFORCE ANALYSIS The City of Fayetteville at present employs a staff of 259 full-time and 15 part-time employees. Of these 274 positions 31 are held by women for a total of 11.3% and seven are minority employees for a total of 2.5%. III. GOALS AND TIMETABLES In Fayetteville the number of females constitutes 48.8% of the total population, in addition, minority persons make up -2-7-91—Of the total. The incidence of female and minority persons in the work force population of Fayetteville and the surrounding area is stressed as a criteria for evaluating the utilization of female and minority employees. In Washington County the number of females in the work force population constitutes 39.4% of the total work force population; in addition, minority persons make up .018% of the total work force population. It shall be the intention and goal of the City of Fayetteville to strive to maintain its current distribution of female and minority employees and to increase their distribution to equal their incidence in the work force population of the surrounding area. The percentages above were taken from the 1972 Census of Fayetteville conducted by the United States Bureau of the Census and from 1972 employment statistics computed by the Research and Statistics Section, Arkansas Employment Security Division. The differences in the total population percentages and the total work force population percentages indicates that female University of Arkansas students, female retired persons, and other female not included in the work force population. Alia()SIB DATE_- cD IV. PERSONNEL ACTION PROCEDURES REEL, "EEL ,a The City of Fayetteville adopted at its City Board of Directors Meeting of November 5, 1974 an Equal Employment Opportunity Policy which establishes procedures for hiring, promotion, etc. The policy is as follows: CITY OF FAYETTEVILLE, ARKANSAS EQUAL EMPLOYMENT OPPORTUNITY POLICY • The City of Fayetteville, Arkansas as a matterof policy affirmatively promotes equal employment opportunity for its employees and potential employees. Employment opportunity will be without regard to race, color, religion, sex, national origin, or age. The following action program sets forth efforts to be undertaken to assure equal oppor- tunity employment: 1) The Personnel Officer under the supervision of the City Manager will coordinate equal opportunity efforts. 2) Recruiting will be on a non-discriminatory basis with the following steps being taken as appropriate: a. Advertisements (when utilized) in newspapers serving the largest number of minority group people in the recruiting area b. recruiting (when utilized) through schools and universities having substantial proportions of minority students. c. encourage referral of qualified minority applicants by present employees and others for consideration for professional, sub -professional and other work. 3) The Personnel Officer, Department Heads, and the City Manager will make hiring decision without discrimination. 4) Maximum use of training will be utilized to help equalize opportunity for City employees. 5) Placement and promotion will be based upon ability without discrimination. 6) Practice non-discriminatory contracting. 7) Utilize the Arkansas Employment Security Division in the recruiting process. V. COMPLAINT PROCEDURE ' The following section of the City of Fayetteville Personnel Policy shall be the established procedure for handling of employee grievances: There is hereby established a Grievance Committee to be com- posed of three City employees -- one elected by City employees, • one appointed by the City Manager, and one selected by the other two. This Grievance Committee shall hold office for one year terns beginning January 1 of each year. This com- mittee shall act upon any difference or dispute arising from or pertaining to the application, interpretation or compliance with these personnel policies or other conditions of employment, which may be assigned to it for decision. The employee shall follow the normal chain of command for the settling of all grievances beginning with his immediate super- visor and proceeding to his department head. At this point, if the employee is not satisfied with the settlement, he may request, in writing, a hearing before the Grievance Committee. The City Manager shall meet with the Grievance Committee in an advisory capacity only during their deliberations. Such hearing will be scheduled within ten (10) days after the receipt of the written request and a decision reached within five (5) days after the hearing. The decisions of the Grievance Committee shall be presented to the City Manager as a guide for final decision. VI. COMMUNICATION AND IMPLEMENTATION • The City of Fayetteville, Arkansas realizes the importance of the policies and procedures described in this plan being communicated to all employees. A copy of the adopted plan will be distributed to each employee. A poster or bulletin indicating that the City of Fayetteville, Arkansas is in full compliance with the Equal Employment Opportunity laws and has adopted an Affirmative Action Plan will be displayed in conspicuous places throughout the City departments. New employees will be advised of their rights and responsibilities under these policies during the employee's training period. The plan will be formally adopted by the Board of Directors of the City of Fayetteville and implemented immediately thereafter by the City Manager. • PEtz_‘ EQUAL EMPLOYMENT AFFIRMATIVE ACTION PLAN To reaffirm and maintain equal employment opportunities cur- rently existing in the City of Fayetteville, the City will continue the following affirmative acts: 1. An addition to all personnel advertisements by the City of Fayetteville to indicate the City is an Equal Opportunity Employer. 2. An addition to existing Civil Service rules applicable to police and fire personnel to require that employment by the City in these positions be based solely upon merit and offered to qualified applicants without regard to color, sex, religion, or national origin. 3. Preferential treatment shall be given to contractors who perform services for the City of Fayetteville who are able to exe- cute a statement to the effect that their personnel practices are in compliance with the applicable sections of Titles VI and VIII of the Civil Rights Act of 1968. 4. Holders of franchise permits shall be required upon re newel of said permits to execute a statement to the effect that their personnel practices are in compliance with the applicable sections of Title VI and VIII of the Civil Rights Act of 1968. 5. Require recipients of Community Development Revenue Sharing funds to execute a statement to the effect that their per- sonnel practices are in compliance with the applicable sections of Title VI and VIII of the Civil Rights Act of 1968 prior to the dis- tribution of said funds by the City of Fayetteville. • • Page 2 6. To extend an affirmative action posture to all qualified applicants of a minority race. 7. Adoption of Resolution Number 23-73.