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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. - 2 - 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. - 3 - 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 - 4 - 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. - 5 - 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. - 6 -