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HomeMy WebLinkAboutR-1975-084 C I �I RESOLUTION NO. 84 'i A RESOLUTION APPROVING THE AFFIRMATIVE ACTION PLAN OF THE CITY OF DANIA, FLORIDA, A PLAN PROVIDING THAT THERE SHALL BE NO DISCRIMINA- TION BECAUSE OF RACE, INDIVIDUAL ORIGIN OR SEX, AND PROVIDING THAT ALL RESOLUTIONS, OR PARTS OF RESOLUTIONS IN CONFLICT HEREWITH ARE HEREBY REPEALED TO THE EXTENT OF SUCH CONFLICT; AND PROVIDING THAT THIS RESOLUTION SHALL BE IN FORCE AND TAKE EFFECT IMMEDIATELY UPON ITS PASSAGE AND ADOPTION. WHEREAS, the City Commission of the City of Dania, Florida, has deemed it advisable to implement the Federal Regulations for an Affirmative Action program; and WHEREAS, the City administration has prepared such a plan, NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF DANIA, FLORIDA: Section 1. That the City of Dania, Florida hereby adopts as its Affirmative Action program the attached plan as developed by the administrative staff of the City of Dania, providing for equal employment opportunities, without discrimination because 1 of race, individual origin or sex, and directs the immediate im- plementation of the plan. Section 2. That all resolutions, or parts of resolutions, in conflict herewith are hereby repealed to the extent of such a i conflict. i Section 3. That this resolution shall be in force and take effect immediately upon its passage and adoption. PASSED and ADOPTED this 21 day of April, 1975. t \ Mayor-Commissioner Attest : City Clerk-Auditor i I i i qiq l f AF FIRP4ATIVE AC TI ON PLAN j F 0 R C I T Y O F D A N I A t I 1 i i 1 i i i { i 5 C • Policy St.=_tcent (As adopted by the City and ed o ; �iyr, b S' th1- C3j rand C_ty i•ran?ger) f:. Derinition of B• lentativan. achievef22nt I C . Apaiication through Co orientation ;J D. Contracts � Tl. iv tg'.Jl'icn��nt p` c't A-211r itil" 17.CLZOn Co:::-l_=tc= j A• Structure B. Responsibilities C. Operation j III• rfne Selection System i A. Recruit,,.ent and application 1. Revision of emoloym=n`y application 2. Advertisement of job avai>ability 3. Equal distribution of work force i B. Job description i 1. Description at 2. Controlled application of qualification ' C. Writcen examinations 1. Relevance of contents ' 2. Review- 1 3. Limitation i I D• Intenview � E- Promotions 1. Examinations as an element of criteria 2. Advertisement of advancement opprotuaities IV. Career Developnant i A. Examinations jB. Educational aspects C. Reveiw of job structure j V. Employment Benefits j A. Availability i B. Detailed indication of various benefits VI . Discrimination complaints A. Resolution B. Procedure VII. Settings Goals A. Long-ranged projection of job vacancies B. Expanded explication of work force proportionality f VIII. Reporting and f'onitoring Systcm f R. regiStrat_.on of comgints 1 B. Reporting and evaluation of "Affirmitive Action Goals" C. Analysis of the progress of "Affirmitive Action" I IX. Statement of Commitment 1 i I A. Plea for employee commitment B. Full application and complementation of the Law C. Statement of the responsibility of the individual as applied to "Affirmitive Action" i E { f i } 1 i r i I i I i 1 I. Policy Statement Adopted By The City and Signed By Mayor and City Manager A. it is the policy of the City of Dania to hire well qualified people to perform the many tasks necessary in providing the services we are called upon to render. An integral part of this policy is to provide r I 1 equal employment opportunity for all persons for employment, and to re- cruit and administer hiring, working conditions, benefits and privileges ' 1 l of employment, compensation, training, appointments for advancement in- eluding layoffs and recalls for all employees without discrimination because of race, color, religion, national origin, sex, age or physical or mental handicaps who are qualified for the jobs they are seeking. B. It is recognized that the ultimate goal of this policy is to seek to establish a work force (from entry level jobs to top supervision ' l jobs) which is similar in composition to the area from which workers } j are drawn. i C. Meetings will be held with department heads, supervisors, union officials and others to publicize this policy and to remind employees i of their individual responsibility for carrying it out. i Any orientation meetings for new employees will include informa- tion on the City's Affirmative Action Program. i D. All contracts approved by the City will contain an EEO clause, specifying that the contractor or union will not practice employment , i discrimination based on race, color, religion, sex, national origin, or i age. This provision will be monitored by the City Attorney. j s II. Establishment of an Affirmative Action Committee j A. An Affirmative Action Committee, composed of six city employees, j 1 I ` J I will be appointed by April 1, 1975. This committee will include union i representatives and persons from a wide variety of departments and occu- pations. Membership will include, but not be limited to females and monorities. The Affirmative Action Officer will be a member of this i committee. B. The Affirmative Action Committee will be appointed by the City Manager and The Personnel Director. C. The Committee will be responsible for reviewing the proposed af- firmative action plan, and for making any necessary additions or changes before final adoption. i The Committee will meet once every month to evaluate the progress of the plan, to provide feedback to the Affirmative Action Officer, who t is the Personnel Director, and to offer suggestions for the further y development of the plan. After the plan is adopted, the Committee will i r review and update it at least once each year. I III. The Selection System A. Recruitment and Application Tne City's application form will be revised to insure that all i information requested is job-related and non-discriminatory. The phrase "An Equal opportunity Employer" will be added to the applica- tion. Notices of job vacancies will be regularly advertised in the newspapers having the greatest local circulation (which,is, at present, R the Hollywood Sun Tattler) , and other media having a large minority or female audience. Monthly notices of vacancies will also be sent to the attached list of minority and women's organizations. All adver- tisements and notices will indicate that the city is an equal opportuni- ty employer. pO:Lntlrlg OLiiClalS will ask only questions .a�rng to the irdi- i vidual'•s ability to perform the job in question. E. Prom ot ions Promotional examination announcements shall be sent to all deDart- i ments concerned at least ten (10) calendar days prior to the last date s to file applications. Department heads shall inform all emDloyees in i:h"ir departments of announced promotional examinations and shall post i i a said notice in a conspicuous place in the offices of the department. i j Notices of promotional opportunities will also be posted in the i 9'9 Personnel Office to insure that interested employees in all city ) 1 i departments receive adquate notice. J� IV. Career Developermnt f 1 A. Examinations for all occupations are now open to any present em- ployee or applicant. Department heads and supervisory personnel will w i be responsible for making their employees aware of possibilities for i career a.?vancement, both within the employee's present job series and in othei^ job series. j i a 4 B. If an employee with advancement potential needs further education i or other training to qualify for a higher position, he or she will be encouraged to take advantage of the city's educational assistance policy. C. The job structure will be reviewed to assure that persons who be.. gin their employment at the entry level may work up to higher vacant positions after successful performance in initial assignments.-- V. Employment Benefits . All employee benefits must be equally available to all city employees, regardless of sex or status as "principal wage earner", wirLich includes health insurance, life insurance, pension, sick leave, and vacation ! time. 1� s c4lnor'1ty anJ '`•mil'= emplOyees t.0 11 ba er1cOil_aged i.O recruit a7- . pli Cants for all levels OF city positions. An aff.iv- tiva action list Of n=nOrlty and leeale candidates qua- lified for job cLassir"_caticnsin which minorities and/or women are { pre.5eRC1y _l_zed Will 1.7^ f.'31nLc'.lned 1n tna �l2rs0'tnel =Ll-Ce. ;i i l il-_' Y�:.`ra01'tal Department will ba responsible for revising the i application form, for advertising vacancies with various periodicals. . i and organizations, and for maintaining the affirmative action list. All job varcancies will be listed with the Florida State Employ- Went Service and a copy sent to the Froward Manpower Council. B. Job Descriptions All job descriptions will be reviewed at least once each year by the Personnel Department and by persons in the respective job classi- fications to insure that they are current and that they accurately reflect major jots functions. Qualification standards will be job-re- laced, and will call for the minimum education and/or experience needed to perform the job successfully. As presently Britten, standards are flexible enough to allow varying combinations of education and experience einich will enable an individual to qualify. C. Glritten Examinations All critten examinations will be reviewed and revised as necesary i to insure that they are job-related. This will be carried out by the Personnel Director and by individuals holding the positions for which the examinations are used. After the initial review is completed, written examinations will. be reviewed once each year thereafter. i All persons involved in the emoloyment process are cognizant of the fact that tests are only one predictor in selecting new employees. D. Interviews a 1 VI. Comolaints of Discrimination A. A city employee who feels that he or she has been discriminated i against because of race, color, religion, sex, national origin, or age may follow the city's established grievance procedure to resolve I the complaint. i B. An applicant or eligible employ e may rile a complaint with the Personnel Director, who shall be responsible for fairly and impartially investigating the complaint and providing a smitten copy of the investi- gation report to the complaintant. and to the respondent. VII. Setting Goals A. The first step in setting goals is a determination of the vacancies which are projected to occur in each department and job category within the next year. Projected openings should include all vacancies expected w to occur - entry-level and promotional, replacements, and newly autho- rized positions . i Eaeh department will project how many openings it expects to have j within the coming year, and the job classifications in which openings will occur. These projected openings will be reviewed and i v confirmed by the administration. i B. The long-range goal of the City will be to have the percentage of minorities and women in all job categories and departments within City employment approximately equal to the percentage of minorities and women in Broward County. The achievement of this goal will mean that job vacancies (both entry level and promotional) will have to be allocated to protect classes in a proportion greater than their re- presentation. Yearly toals designed to work toward achievement of the long-range goal will be set by each department for all job categories . These goals are not rigid quotas. They do not require or imply fir that any unqualified individual should be hired or promoted. They are ways to measure results. By, holding itself accountable for results, Dania demonstrates that it is serious about its commitment to equal employment opportunity. i Vill. P.�porting and Monitoring System A. The Personnel Department will keep records of all complaints alleg- ing discrimination on the basis of race, color, religion, sex, national � origin, or age, and the disposition of these complaints. i B. These data will be compiled by the Affirmative Action Officer into i a yearly report which will be sent to the City Manager. The report t t will compare the number of new hires, promotions, etc. with the j department's present workforce statistics to determine whether progress j is being made toward affirmative action goals and timetables. Any problems encountered by the departments must be outlined and explained. Once each year, at the same time that EEO-4 data are due in i Washington, an Affirmative Action report covering the previous yearts activities and progress will be made to the City Manager and City f Commissioners. r 3 IX. Statement and Commitment It is recognized that these goals cannot be met without full commit- ment of personnel and resources. i f Local, state and federal laws and regulations implementing national i equal employment opportunity objectives shall be fully complied with, not only in meeting the letter of the law, but by carrying out the full spirit as well. Each person who is held accountable for performance in service, cost, community relations or administration shall be held just as accountable for effective affirmative action performance. i L_ � s E a { CITY twi`AFE-5 i s Pc SO: 6fEL olRZCTO? i ' t f, y P { { 1 y.ti G S 1 I ( Z 1 E h Y ' 1 1 P t � I 7 1 { I 1 1 I i J