HomeMy WebLinkAbout1987-165-11/03/1987-AFFIRMATIVE ACTION PLAN EQUAL EMPLOYMENT OPPORTUNITY RESOLUTION 87-165
OF THE COUNCIL OF THE CITY OF FORT COLLINS
ADOPTING AN EQUAL EMPLOYMENT OPPORTUNITY/
AFFIRMATIVE ACTION PLAN FOR THE CITY OF FORT COLLINS
WHEREAS, the City of Fort Collins prohibits discrimination against any
person because of race, color, sex, sexual preference, creed, age, national
origin or ancestry, handicap, personal beliefs, or other non-job-related
criteria; and
WHEREAS, the City of Fort Collins is strongly committed to fair
employment practices and has the full intention of recruiting, hiring, and
promoting qualified employees in all job classifications and administering
its personnel program in an environment free from discrimination; and
WHEREAS, the City has prepared an Equal Employment Opportunity/
Affirmative Action Plan for the purpose of insuring equal employment
opportunities for all segments of the community.
NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF FORT
COLLINS that the Equal Employment Opportunity/Affirmative Action Plan for
the City of Fort Collins, a copy of which is attached hereto as Exhibit "A"
and incorporated herein by reference, be, and the same hereby is, adopted.
Passed and adopted at a regular meeting of the Council of the City of
Fort Collins held this 3rd day of November, A.D. 9
P M
TTEST:
G/
City Clerk
EQUAL EMPLOYMENT OPPORTUNITY/
AFFIRMATIVE ACTION PLAN
FOR THE CITY OF FORT COLLINS
INTRODUCTION
The City of Fort Collins is strongly committed to fair employment practices
and has the full intention of recruiting, hiring, and promoting employees
in all job classifications and administering its personnel program in an
environment free from discrimination. Discrimination against any person
because of race, color, sex, sexual preference, creed, age, national origin
or ancestry, handicap, personal beliefs, or other non job related criteria
is prohibited. In order to meet this goal , the City has implemented an
Affirmative Action (AA), Equal Employment Opportunity (EEO) plan.
EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION
Equal Employment Opportunity is an employer's posture that all personnel
activities and programs will be conducted in a manner which will insure
equal opportunity for all participants. These activities will be based
solely on individual merit and fitness of applicants and employees without
regard to race, color, sex, creed, age, national origin or ancestry,
handicap, or personal beliefs, except where such is a bonafide occupational
qualification.
Affirmative Action is a planned, assertive, coherent management program to
provide for equal employment opportunity. Affirmative Action is a
proactive philosophy and the practical application to overcome these
imbalances. An Affirmative Action program should reinforce merit
employment concepts by assuring that all segments of our society have an
opportunity to enter the public service on the basis of open competition,
and advance according to their relative ability.
PROGRAM ACTIVITIES AND OBJECTIVES
1 . Statistical Models
The
e of minorities
Acco ding ntogthe Department ofpresently Labor andwEmpl yment,for the
he estimated 1987
Population of Larimer County is 171,000 and the percentage of minorities
in Larimer county is 7.74%. The Department of Labor does not have any
specific labor statistics on the City of Fort Collins.
In order to allow departments to understand how their employment
practices fit the City's Affirmative Action plan, we have established a
model which classifies the departments into three (3) categories: green,
ymake-up is 8.5% or more ellow or red. Green will identify those departments whose present
departments whose minority staff minorities.
ise between i14.8%eands7.7%.thRed
Will identify those departments where 4.6% or less of their work force
is minorities. There are presently not any departments with a minority
work force percentage between 7.7% - 8.5% and 4.6% - 4.8%. This same
model type will be used to visually identify the distribution of women
in non-traditional jobs by department.
Employee Development will provide each department and the City Manager a
semi-annual report of their percentage standing. Employee Development
will provide each department a census of the applicants for each vacancy
within yellow and red departments. It will be the department's
responsibility to determine which applicants shall be tested for the
Position.
A hierarchical review of the status of employees in the organization
status will be developed. The model will indicate at what level in the
organization diverse groups are employed. This "PYRAMID MODEL" will be
into fashioned after the Employee Status report and will break the City down
classifica departments and job
ti nsvary from each department salary and divisions . Since olevels lins increments
Of $10,000 will provide the basis of employment status within the City
organization.
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2. Recruitment and Selection
Active and aggressive recruitment is required to find qualified
minorities and women for positions. Active recruitment efforts will
include targeted advertising in magazines which cater to women and
minorities. Other activities will include attending job and career
opportunity fairs sponsored by women and minority organizations when
Possible, and advertising on targeted radio stations. The additional
costs for recruitment will be charged to the department with the
vacancy.
Aoolicatian Review by Emoloveo ne„e�,,,,,,,, . In order to better track
the diversity of applicants applying for City positions, all future
openings will be monitored through the Employee Development Department.
This will include hourly positions and contractual openings which are
for an extended employment term. Presently, City departments are
Drocessing their evelopmen n o
t processesall "classified"openings. Since theseurl and contractual oenings dhourly oand
contractual positions have become a training ground for future
classified positions, Employee Development will develop the same type of
employee status reports which have been developed for full time
employees. Personnel Requisitions will need to be submitted to Employee
Development before any hourly or contractual recruitment begins. This
will not apply to any temporary positions which are of a 5 month
duration or less.
3. Monitoring and Evaluation
Affirmative Action mandates that employment statistics be kept in order
for an organization to charter its success. The City is in the process
of purchasing new personnel/payroll computer software. This system,
when implemented, will provide a more sophisticated analysis of employee
data.
Comouterized Da A Until the new computer system is in place, a
program which uses the present computer system has been developed. The
program provides Employee Development the labor statistics for each
Department and Division of the City. Employee Development will provide
each Department and the City Manager with a semi-annual labor statistic
report. This report will also be made available to the Human Relations
Commission.
Aoolicant Flow• For each advertised position, the Employee Development
Department will generate a report on the applicants and how they fared
in the selection process. This information will be provided to the
affected Department Manager for review.
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4. Compensation
V!Mn
n o Effective in 1986, the City developed and
salary plan known as the "Pay For Performance" system.
on theconcept that employee salary increases will be
d not on longevity. The purpose of the program is to
increase motivation and to reward employees to excel on the job.
Pay for performance is a program designed to benefit all employees, the
management, and the organization. It is hoped that by providing
employees with feedback on their performance, it will help them to
serform at their atisfaction. Evalu tion of Pay tfor t therebyial and
Perform nceapplicationronsan EEO
level will be a tentative goal for 1988.
Pav QUJIY• Effective in 1986, the City developed a "Pay Equity"
program which was to be implemented over a three year period. Pay
Equity is the term used to describe the efforts taken by the City to
raise the wages of female dominated job classifications to that of
orgations in the anizatiarablon neutralEmployee Development will continue i to monitorthe success
of this program and implement the final year of the program in 1988 as
necessary. This program has increased the City's annual payroll by
$150,000. This shows the City's commitment to Affirmative Action.
5. Training
Training, educational , and safety programs which are sponsored by the
City are made available to all employees. These programs include a
variety of subjects and include employees from every department and
classification. In 1987, the City sponsored such training as:
* Facilitator Training
* Personal Excellence Program
* Introduction to Project Management
* Writing Skills Training
* Neurolinguistic Programming
* Working Successfully With People
* Personal Computer Software and Applications Programs
* Tuition reimbursement
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5. Training (continued)
As indicated by the partial list enumerated, the training which the City
sponsors is an obvious way in which all employees can better themselves
and broaden their knowledge and skill base. This training program is an
excellent way in which Department Managers can groom and help employees
to advance. This is particularly true with respect to the tuition
reimbursement program. This program financially assists employees in
advancing their education at the university or vo-tech level .
The City is presently developing a monitoring program to determine which
employees are receiving the training. The program is scheduled to be on
line by 1988. This program will enable Employee Development to ensure
that all employees are receiving the same opportunity for additional
training. Employee Development will work with departments to ensure
that all employees get the opportunity to develop necessary skills to
enable them to successfully compete for promotional openings as they
occur.
In conjunction with the City's training program, an on-the-job, career
development program will be instituted. This will be referred to as the
Apprenticeship Program. The program is designed to provide a way for
individuals to move into non-traditional career fields. The program
will have formal learning and hands-on experience components. This
program will allow individuals to better compete for City jobs when the
vacancies occur.
6. Internship Program
The City has developed an "Equal Opportunity Internship Program" in
1987. The purpose of the program is to provide training opportunities
for a diverse student population who are presently working towards their
degree at Colorado State University. It is hoped that through the
experience and training that these individuals receive in the program,
they will be better able to successfully compete for positions in their
chosen career.
Interns receive college credits in exchange for their experience with
the City. Interns may also be eligible to receive a stipend in exchange
for their work. The amount of credits or the stipend which a student
receives will vary in accordance to how much time the student spends
with the City. The stipend or credits will be based on arrangements
made with the university.
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7. Program Administration
Administration of the Equal Employment Opportunity / Affirmative Action
program is an organization-wide responsibility; therefore, the role of
the City Council , City Manager, Service Directors, Department Managers,
and Division Heads needs to be clearly defined.
City Council : City Council will continue to provide City staff policy
guidance and direction to be taken on the City's Equal Employment
Opportunity and Affirmative Action plan.
Citv Manager: The City Manager shall be responsible for the
administration of the City Equal Employment / Affirmative Action
program. The city Manager will be responsible for meeting with each
Service Director on an annual basis to provide them with a yearly
evaluation. Included in that evaluation will be the degree of
diversification achieved by the Service Director in the area of Equal
Employment Opportunity and Affirmative Action. The City Manager shall
have the flexibility to reward the Service Director through performance
salary increases and/or funding for special departmental programs for
Positive evaluations.
Service Director / Depar ment Manager The Department Managers shall be
responsible for the implementing and monitoring of the Affirmative
Action plan in each of their departments. The Service Director shall
meet with each Department Head under their authority to discuss the
EEO/AA program in their department during the past year. Service
Directors shall assure EEO program understanding by all managers and
supervisors in their department.
m lovee Development Department: The Employee Development department
shall prepare semi-annual reports for each department which will show
the employee census. The report will also highlight changes during the
preceding six months. These reports will be made available to the Human
Relations Commission for their review. These reports will also be
summarized and presented to the City Manager. Employee Development will
also assist in the recruitment, screening and hiring for all jobs.
Employee Development will generate a report concerning applicants and
how these individuals fared in the selection process. This report will
be provided to the affected Department Manager for review.
Human Relations _Commission: The Human Relations Commission shall
receive copies o the City's EEO status report for their review. The
HRC will review the success of the AA/EEO plan after one year. This
plan may be continued or revised based on this review. The Commission
on the Status of Women will also receive courtesy copies of the reports.
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