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Home My WebLink About28594 / 76-30�s, � � � j� _�� # , ' ■ -� � °-�.. December Zb, 1976 . # 30 RESOLUTION W: _ ____.__ � BE zT RESOLVED by the Cor�u-�lon Counci.l of thE City of Oshk�sh I th��. the attached A�'FIRMATIVE ACTION Pragram as prepared by the I Personnel Department for the City of Oshkosh is hereby approvee3. ,, , < . - ,�:� . � ..{ . , . ,� . - <f. �_. �', '; . ;' , ti. � � s �� r ,� m � � ; _......_,.,-. ...ry... .,......_..»� i v I ! � ,, I V f�,.-.. _.. . . � ...... ........ -, . �...:........_......u..... . _.,. � � � � � �° t _ 4 � � : 4 . �'..�. J •--.-�-�.�.� - 41 �- ,� � � .. : ' ' N�uS+S!?orft�2`?•':i::�'�w�^wLASe+s.=�,A�..1 e�<:;. •:'� x �� -�:":.�i�•�a^A*•>'*?��3'-..,..+`."f'�z�s'+irdi�.a�r:e--.'i�t.2iati�e��.�tid:3.�,�s•.-.r�.'t«�s6+.s �:...�:r.�:xF.t.�ac:r.�sro�x^.,s^�,r ..,,-. ... =,za6�a;4as,.'�ii+#'=�.e�.3Fdu7e�:•;... � . AFFIi2��iATIVE ACTION PROGRAM CITY OF OSHiC(}SH, WISCONSIN 0 0 �� V :� ...._----- � �� w RESOI.UT±Oiv fiE IT P.ESOLVED BY THE CQi�iMG�T COu2dCTL oi tne Ci.ty of Oshkosh that the follawing be and the same is h�re�y ��lineated and approved as an "affir�n.ative Action Program" d2signed to ensur� con�l.iance j�y the Ciry oi Osnkosh with the provisions of the Equal Emp7�y�ez�t �TTpportunity Act of 1972, as follows: ItiTRGDUC`i IO;i On :`arch 24, 1972 President Nixon sigr�ed ircto Law �he Equa1 Employ- �ent Qpportunity Act of 1972 t'nus placing all State and Local Governments under the jurisdiction of the E�ual $mployn�er_t Oppos-t«aity Co�ission. Prior to tTnis time the Fe3e-ra1 Gove-rnm�nt had been requiring private industry to comply with Equal Employment Opportunitq La�.rs in order to be eligible for Federal Cont-racts. Affirmatzv� Action is defi.ned as a plan designed to increase ihe utzlization of ninority group pzrs�ns and womzn a� all levels in the City work - force. Equal Oppoxtunity involves restruc'turing recrui�ment programs, � validaring tests proeedures, analyzing pr�sent and projected ea�loyman� m nee3s and setting goals for er�ploy�ent of wo�tnn and z�ninority e�ployees � n each j ob classif ication a:�d depar �m�a�.. A-rec��zt 3.nterpretatian � dated March 23, 1973 points out tl�at Ec�ual. Oppox�uniry does not -' re�uire the hiring ox pronoi:ion of t�raqualifiz3 gervons, no� does it require that qualified employees be term:�i�ated to crcate jobs far tha unqualified. It is an efforc to insure thar the 2•funici.pal Personnel Syste�! is fr�e fro:a discrzr,�inat�oa o. thn Lasis of race, - colar, nation«� o�zgin, reli�ior: or s��c. � � � �� - I, PO��CY lh°_ CitS oi Osh•_:osh official �oli.cy is to provide Efii�a:l, F��:Loyment Opportunxty =or z'? qualified and qualifiabl2 gersons �:�th p3rticula� emphasis on �,ora?n and �i:�oritiese This equal employnent opportunity ir�c�ude:�, hu:. is uot limited tu. recrui��nt grocedures, selection ar�c� placement., gren:o�.iona7.. patterns, testir�,;, �raini*�, jab descriptions, cor�pensati.o�., layoff and recall. The Camman Coiii��:'1., trareiore, directs that Personnal rules and regLl.Gtioi�s, labr,r contracts, Po1i.� : 2r_3 Fzre Co�iss? an Ru1es and Fegulations ard Erival. Oppoztunity (3rdinances b; a�:aded wh�re necessarg to comply with the pxu�viszons of `"t'it1.e VII af the Civi�. Rio�-�t� �ct of 1972; Presideneial Exe�utive Ordar I12�+6; Revis�d Or_de� Nu�ber 4, O=CC tirir�ativ� Action Guidelines; and Tirl� 29, ChapLer 1b07 of th2 Code af F2d?ra? Rzgulations. Ir , �Fc � P`t`�T�VE ACTI0:1 OFFICER � Resa�zaibility and authority for the develop�en't anci :implemantation of the City`s Affir�ative Action Policy is hereby assigned to a person �aho sha1� be kn�•a-n as AifirLative Action Officer. The Affirr�at±�v� Acti.on Oi:ficer (A.A�) sha�l has� fLll access to a21 departmental policies an:3 �r_acec'_ures, xules and regti�.a�ions, inc1u��ng personnel files, documents, background investi�ation ce�orts, and any ot�er docu�ents of information relating to the Em�loym�nt, training, promotion, transizr, and ter�ination or discipline of personr�el in the empZoy of the City o� Os�'_�cosh. Tne Personnel Director is t�areb}r designa�eJ .tiAO anu that staff support be provided by the Personnel Department. Dcties and responsibiliti.es af the Affirmative Action Ufficer sha11 consist of, but no*_ be li�tited to: 1. Develop palicy sta�ementsy af£iz-rnative ac�ion pragra.ns, in�er��a], and external co�uaication techaiques; 2. Identify a*_:d find solutions to any probl�m aze�s; 3. Design and naintain audit and rQ��arting procedures; 4. S�rve as liaison between tY�e City af OUhkosh an� er.£oxcemen� agencies, Linority groups, and communi�y action groups; 5. Conduct periodic evaluat�oi�s af hirin� ur_d pro:notion pa�terns and see Lhat present oD215 and timetables are �et; 6. Zr.struct all department heads on the provisior_s o� the E��:al Employment i a�s to be certain the Affirn:ative Acti�n Proorao� zs beir.g ca�ried out; 7. :ia:{e Equal E�ploy-ment Opport�anity reports tha� rnay b� xeqfsired by law; � S. Collect and �aintain statistical data at a cent�G? offi.ce far inst;ection b} tne federal go�Jzrn��nt. 5, �11 �01 ic5r state�ents anci Afzirs_�tive Actzon pragraras d�vzl�p�d t�ereu�der s:na? 1 be rezerr�d to Lil? City Coi�r�c�1 prior ta i�sple;�.enLatio��. �j "I � , : ?c;��i>:�� IO` 0� POLICY_ C�i� �FFZ�.�La'T:CVE ACTTO:� .;� T�e `_�_�.�1 internal, �isse�ination ar the czty`s 5fii�a`�tive �:ctioT; P�a�ram s��al'1 �:�cl�� bu� not b:. �i;,::it�: �o tr� YO�_�_Od1I1�;- � � i `� _ � 1. The �ffirmative P.ctior_ Progran will be explaircerl by t.he Affirmative Action Officer to all riambets oi �nanag2�:��r.t. 2, To insure understanding and contin.uing implemen�ation of the Af�irmative Action Program, the sub�ect of Affirmative Act:i.on w�ll be discussed at appropriate manageu�ent and su�ervisory mee�ings< 3. The Af f irnative Action Program w-? 1I be �omnunicdtiect to a11 ernp:t.�y�es thxough City publications and cou�unications and wi1Z be �iistri.buted i:o new employees upon employment. 4. The Affirmative Action Program will be poster� on aii. Ci.r.y b;�lletin baards. 5. Copies of the Affirmative Action Progra� hav� b�en sent to un:i�ns r.epresenfiing Gity employezs. Also, aa5 changes or additions GTa-JI ��P. supp�.�ed �o the ' unions. Thz forc�al e�ternal disse;nination a= the City�s Affinnative Action �'zogram shall include, but not be limited to the following: 1. All recruiting sources will be inf_orm�d of the Ciiy's activit-ies concernin� Aff irmative Action and will be supplied with a capy af t.he Aff:izniative Action Program. 2. 2•iinority organizations, conmunity agencies, cQrmnunity leadsxs, secondary schools and colleges have been infarmed concerning the Cit}•'s yiondiscx'iminatory activit� es and have been sup�? ry.ed with a�.opy cf t:he Affir.mative Action Program. 3. Vendors, suppliers, and subcontractors have been notified in connectian with the City's Afiirmative action Program and hav� been Yequested to take approporiate action on their parte �he following is a list of trie gro��ps, agencies, and or�aniza��i.ons to whi.ch the City of Oshkosh has sent a copy ci its Affirmative Action Program: 1. Al1 City Managerial Person�z�� 2, All City bulletin boards 3. Schoals: Oshkosh West High School Osh'�cosh Nortn Hi�� School 4linneconne Co?�.*-�tuT�ity Higrt Sc`�.:�1 Lourdes Catholic High Sch�ol tienasha St . riary' s Catholic �Ti�;h 5chool OTnro High Schaol M�nasha fligh School Neil Ar�^strong �?�gh Sc?�ool Uni�ersity oi T�iscc.:siz - i%sR�cosii Fox Va11e}' Techiiic� � I�-!sC:f �t�_e -:�s�iYOSC� Ur.ive-rsity o` Wiscc��in C:�.z�ar -- Fo�i �'all�y i!�. Fecruiters -- Wisc�n�in Stac�'- 3'-:��'�y� `��i= �='?�`�ir� � �� _ . r�_ �,Z:T � 0'; r�;?? :'SIS _: �e=r.�� .�1}-s � s. The foilor;i: ��iiarts raflect th� �rom�n and minority ponul.ation ,-� ;tir_�:ebago Cou.��y. �he cY�arrS als� refl�ct the x�tunber of wom2n ard minorities =� tze ��or�c force ard their une��.�3� �nt ratee �z� in�o�ation c�n�ained in th�se charts s�as ob�i�ained from xaw statistical data �L�� sh�3 b� tY!e c:isconsin State Ersplo .�ent Service. � SiAtISTICAL PROFILE 4JIi� ;EB�.GO COUNTY S�anish Americar► Other � lotal. I,lnite Minority Blac'�c American Indian _ hon-cahite :�=a� �o�. 12J,1o9 127,728 1,441 212 416 5I0 a03 �;;,__:� �, ?c�. 66,044 65,3�J2 742 108 204 2bR 161 � ; ',:ti_=a in Total p��. 51.11 98.57 i.12 ,16 �30 e47 .7_4 } Tc�a? I,a�or Force 6b,114 65,633 =+81 71 139 170 IQ1 � � � t;;�__� i.a:��r rorce 27,107 26,9Q0 207 30 57 75 45 � r :;c=_� �_" Labor :�_`` 41.0 40.5 .30 .045 .086 �113 .Ob8 :� _� _�_ L�=�p? �y�d 2,635 2,59 � 45 7 I3 I6 9 i " .._ :t�_�l T.�bO� -� �^ ^.;_;�` ;,;i?a�� . 3.°8 3.91� .068 .01 .019 .Q2�s .013 �i -„_��:� �;�=-,�loy. 1,28i I,25S 22 3 6 8 S `. .:�-�� ,:-�loy. J �= ^� ��t � e�or -�:-, 1.93 1.90'� e�"s3 .004 .009 .012 .007 -� ` -1 -= --r�? ` �a1vs� s. 'e thorou�h :;�,rr_ foi L�� a:�alysi:: is ur_dertaken each year by c_�ya_t_��it �o liad probl�y areas Gr.d iiaficit:.ncies. This Cumprehensive Re�ort �' 1==��':) �s on f�le i:i ti-�e ?�rs�r��,�:� r,�fic� fui �ny inLerested parties to peruse. ._ c?_�, + = � �: GO �,S ?_`;D i Ii.`E�''A�LF.S � ^,_� ��'�'_a_� e::_�l.o;-=�°_r_� pros�c�ion indica�2s that the CitS* of Oshkosh wil.l remain � ��-rs .:�s; o-r r,�rn=; s�a�II in�re�� i�s total emp?oy:r.ent only slightly in the --_-:� =,r�I��e �•�:.t�s. ��:.��>�,, to .�:�sure Equal E?~ploym�nt Opportunity, the follo�vi.n� �o�r ��o�ls s�,osld b� ��:.��T; 'is'_:e�: , � � � � � � , � � 1 I` �i �� I� �; Y f ! 1. � The i�nediate goa? is to increase ti:e nUmber of rai_norities and women in all � departments. 2. Special efforts snall be �^_ade to proa�ote and upg-r_-ade positions for �aoteen and minority enplo}��es. 3. Within 90 days, increase the e;posu-re of City oi C7s��osh as an Equal dpportunity e�ployer of �i�orities and wo�:�na �v'U i � �Cl�srt� F �ll (l.�y tns 4. ct•+�,•.� � -, -- }��:.,��thz percentage a€ azinoritie� in i.ts wark �orce to equal the p�rcentage of workers in ths Iocal. pop�ilation. To assist in meeting these goals, the following steps shall be taker�: 1. T1n� Affir.mative Action Officer sh�l1 work clasely with minority groups, and co�unity acLion groups to insure Equal Emplo�er.t C}pportunity. 2. Position descriptions khere necessary shall be rewritten to el�ninate any discrini�ato-ry aspects which would discrinina�e because oi race, colar, natiozal origia, age, relig,ion ax sex. �'i. DESIGti PROGR�I2�I ELEt��;TS TO �LIMI�;c�1'E FUTUiZE PRrJ3T �T'�S It`I THE AR�EAS OF: Recruit�ent Yrocedures. Select, train, and evalua�e personnel involved in recuiting and screening insure "good faith effort" in providing Equal Emplayment Opportunity. Activa�e recrui.ting prog�ca*ns for or,ganizational unit at secondary schools, technical institutes, anu college� 4�ith �i�oxity and female enrollment. Alsa utilize xesources that reier �:inor�ty an�3 woWen agglicants. Testi��• The City of Osh�:osh u�ili�es th� testino services available frorn the Interr.ational Personr.el Managemenr Associatian, Wi.sconss.n State Employt?ient Service and Fok �'2ZZeY iechni�al Insti.tute to adminis��r t�sts �hen tests are used as a basis for job q��liiication. Pro�o��?o� atterns. Specitications �hould be perie��ical2.y revi�,�ed, evaluated, and revis�d to assure that reqeire::lents are jab r2lat�d ana nondiscri�inatory. Proce3ures r:iust be dev�lop2v to esta5lish visible career ladders between entr� le�e1, nan-m�na�e�ent and man3ge�nerft positio:�s for women �nd rtinorit� group r:�e�bers. Trai�in�. Train a11 levels of su;?e:: ciuors � �� prablems that r�ay arise in inte- ra�ir_� minarity e:n;�layees or �-7CTT"=,�.0 into the trork force and in possible so�utions to these probl.°ms. Positian descriptions. tit th� �resen� ti�a, posi*_ion descriptions are being reviewed to eliminste an� d� scr:ir.zi��iatory as�e�ts ��'nich would discrimi.nate because of race, cc�lor, national o�'igix?, age, religi�si o� sex. Co^:�nsatio.�� "�ll s�laried pos-� �i=-=:s r+at :ov�-'"red by a labo� agree�:ent ar.e in co: �lianr�e with tre �ld,:.in-�_scra*;v=., iectl�3.��i all� PTCiZ.'SS�or_a? Pay anc� k'ringe L�i.2s lt ilaTl. I.�ti•o7i and recall_. Tt,� �_�.t.y or C.;�s=„,s:: 3�oll��.:. tn� �rir.ci_ple of senority k'hen ___�___----- Zc�'1I1O, Oit 3Ti.'�. recaiyir.; -_�.i�i.o�7�.=_-. � 1 _�_� _,u .. . .,. , .N w � .� ,.... � , m .F, �.... .. _ , . ;. ' � � _ �` Disciplinary action. A1]. discipli�ary action wil� be admx.nis�:ezed c�ithout regaxd r ., to race, colo-r, national origir., age, retigion ar spx. „. _ Sel ection and place�n2nt. Al.l seAection devices Qf wiiat_e�r��r kznd shal2 be abject•- ivel} tailored to measur� relevant job qualificatioris and wi1�i. be adequately - reZiabl2 and valid. a - �'IZ. EV�LL'_yTIov PROCESS �- - �' The ATfirmativ� Act3.on Officer sha11 �erioEtical2y �e�-�valua�e Y.he Cit.q`s !'�f£itmat:�.vc - Action Progran in connection with reassigning prior�.ties and rnakin� necessary i�provesants. These periodic ev�lutation,, should �ead to new updated gaals and t� � target progress date� based on th� projected 17°2L�S of t_he Affirmati�re �Fictian � _ Prooraai. The Czty rSanager shall evaluate yearly tne performance of the Affirmative Actian O�zicer to insure that the Cityts Affirmative Action goal.s and polzcies are being accomplished. Shauld any unsatisfactary pe,:formance be revealed, the Gity :`�na�er shall submit to ths City Council recor.r��clations �o x�n�rav� the per�or�ance. � - —. AFFIRMATIVE ACTION PROGRAM CITY OF OSHKOSH, WISCONSIN ��.�. c.QJ�.....- � ��7� 0 R E S 0 L U T I 0 N BE IT RESOLVED By THE COMMON COUNCIL of the City of Oshkosh that the following be and the same is hereby delineated and approved as an "Affirmative Action Program" designed to ensure compliance by the City of Oshkosh with the provisions of the Equal Employment Opnortunity Act of 1972, as follows: INTRODUCTION On March 24, 1972 President Nixon signed into Law the Equal Employ- ment Opportunity Act of 1972 thus placing all State and Local Governments under the jurisdiction of the Equal Employment Opportunity Commission. Prior to this time the Federal Government had been requiring private industry to comply with Equal Employment Opportunity Laws in order to be eligible for Federal Contracts. Affirmative Action is defined as a plan designed to increase the utilization of minority group persons and women at all levels in the City work force. Equal Opportunity involves restructuring recruitment programs, validating tests procedures, analyzing present and projected employment needs and setting goals for employment of women and minority employees in each job classif ication and department. A recent interpretation dated March 23, 19�3 points out that Equal Opportunity does not require the hiring or promotion of unqualified persons, nor does it require that qualif ied employees be terminated to create jobs for the unqualified. It is an effort to insure that the Municipal Personnel System is free from discrimination on the basis of race, color, national origin, religion or sex. I� POLZCY The City of Oshkosh official policy is to provide Equal Employment Opportunity for all qualified and qualifiable persons with particular emphasis on women and minorities. This equal employment opportunity includes, but is not limited to: recruitment procedures, selection and placement, promotional patterns, testing, training, job descriptions, compensation, layoff and recall. The Common Council, therefore, directs that Personnel rules and regulations, labor contracts, Police and Fire Commission Rules and Regulations and Equal Opportunity Ordinances be amended where necessary to comply with the provisions of Title VII of the Civil Rights Act of 1972; Presidential Executive Order 11246; Revised Order Number 4, OFCC Affirmative Action Guidelines; and Title 29, Chapter 1607 of the Code of Federal Regulations. II. AFFIRMATIVE ACTION OFFICER Responsibility and authority for the development and implementation of the City's Affirmative Action Policy is hereby assigned to a person who shall he known as Affirmative Action Officer. The Affirmative Action Officer (AAO) sha11 have full access to al1 departmental policies and procedures, rules and regulations, including personnel files, documents, background investigation reports, and any other documents of information relating to the employment, training, promotion, transfer, and termination or discipline of personnel in the employ of the City of Oshkosh. The Personnel Director is hereby designated AAO and that staff support be provided by the Personnel Department. Duties and responsibilities of the Affirmative Action Officer shall consist of, but not be limited to: 1. Develop policy statements, affirmative action programs, internal and external communication techniques; 2. Identify and find solutions to any problem areas; 3. Design and maintain audit and reporting procedures; 4. Serve as liaison between the City of Oshkosh and enforcement agencies, minority groups, and community action groups; 5. Conduct periodic evaluations of hiring and promotion patterns and see that present goals and timetables are met; 6. Instruct all department heads on the provisions of the Equal Employment laws to be certain the Affirmative Action Program is being carried out; 7. Make Equal Enployment Opportunity reports that may be required by law; 8. Collect and maintain statistical data at a central office for inspection by the federal government. 9. All policy statements and Affirmative Action programs developed hereunder shall be referred to the City Council prior to implementation. III. DISSEMINATION OF POLICY ON AFFIRMATIVE ACTION The formal internal dissemination of the city's Affirmative Action Program shall include, but not be limited to the following: 1. The Affirmative Action Program will be explained by the Affirmative Action Officer to all members of management. 2. To insure understanding and continuing implementation of the Affirmative Action Program, the subject of Affirmative Action will be discussed at appropriate management and supervisory meetings. 3. The Affirmative Action Program will be communicated to all employees through City publications and communications and will be distributed to new employees upon employment. 4. The Affirmative Action Program will be posted on all City bulletin boards. 5. Copies of the Affirmative Action Program have been sent to unions representing City employees. Also, any changes or additions will be supplied to the unions. The formal external dissemination of the City's Affirmative Action Program shall include, but not be limited to the following: 1. All recruiting sources will be informed of the City's activities concerning Affirmative Action and will be supplied with a copy of the Affirmative Action Program. 2. Minority organizations, community agencies, community leaders, secondary schools and colleges have been informed concerning the City's nondiscriminatory activities and have been supplied with a copy of the Affirmative Action Program. 3. Vendors, suppliers, and subcontractors have been notified in connection with the City`s Affirmative Action Program and have been requested to take approporiate action on their part. The following is a list of the groups, agencies, and organizations to which the City of Oshkosh has sent a copy of its Affirmative Action Program: 1. All City Managerial Personnel 2. All City bulletin boards 3. Schools: Oshkosh West High School Oshkosh North High School Winneconne Community High School Lourdes Catholic High School Menasha St. �4ary's Catholic High School Omro High School Menasha High School Neil Armstrong High School University of Wisconsin - Oshkosh Fox Valley Technical Institute - Oshkosh University of Wisconsin Center - Fox Valley 4. Recruiters - Wisconsin State Employment Service 0 IV. POPULATION ANALYSIS External Analysis. The following charts reflect the women and minority population in Winnebago County. The charts also reflect the number of women and minorities in the work force and their unemployment rate. The information contained in these charts was obtained from raw statistical data furnished by the Wisconsin State Employment Service. STATISTICAL PROFILE WINNEBAGO COUNTY Spanish American Other Total White ?rIinority Black American Indian Non-white Total Pop. 129,169 127,728 1,441 212 416 510 303 Women in Pop. 66,044 65,302 742 108 204 269 161 % Women in Total Pop. 51.11 98.87 1.12 .16 .30 .47 .24 Total Labor Force 66,114 65,633 481 71 139 170 101 Women Labor Force 27,107 26,900 207 30 57 75 45 % Women of Labor Force 41.0 40.6 .30 .045 .086 .113 .068 Total Unemployed 2,636 2,591 �5 7 13 16 9 % of Total Labor Force Unempl. 3.98 3.91 .068 .O1 .019 .024 .013 Women Unemploy. 1,281 1,259 22 3 6 8 5 % Women Unemploy. of Total Labor Force 1.93 1.904 .033 .004 .009 .012 .007 Internal Analysis. A thorough work force analysis is undertaken each year by department to find problem areas and deficiencies. This Comprehensive Report (EE04) is on file in the Personnel Office for any interested parties to peruse. V. SPECIFIC GOALS AND TIMETABLES The overall employment projection indicates that the City of Oshkosh will remain status quo or perhaps will increase its total employment only slightly in the next twelve months. However, to insure Equal Employment Opportunity, the following four goals should be accomplished: 0 � 1. The immediate goal is to increase the number of minorities and women in all departments. 2. Special efforts shall be made to promote and upgrade positions for women and minority employees. 3. Within 90 days, increase the exposure of City of Oshkosh as an Equal Opportunity employer of minorities and women. 4. Work towards employing the percentage of minorities in its work force to equal the percentage of workers in the local population. To assist in meeting these goals, the following steps shall be taken: 1. The Affirmative Action Officer shall work closely with minority groups, and community action groups to insure Equal Employment Opportunity. 2. Position descriptions where necessary shall be rewritten to eliminate any discriminatory aspects which would discriminate because of race, color, national origin, age, religion or sex. VI. DESIGN PROGRAM ELEMENTS TO ELIMINATE FUTURE PROBLEMS IN THE AREAS OF: Recruitment Procedures. Select, train, and evaluate personnel involved in recuiting and screening insure "good faith effort" in providing Equal Employment Opportunity. Activate recruiting programs f.or organizational unit at secondary schools, technical institutes, and colleges with minority and female enrollment. Also utilize resources that refer minority and women applicants. Testing. The City of Oshkosh utilizes the testing services available from the International Personnel Management Association, Wisconsin State Employment Service and Fox Va11ey Technical Institute to administer tests when tests are used as a basis for job qualification. Promotion patterns. Specifications should be periodically reviewed, evaluated, and revised to assure that requirements are job related and nondiscriminatory. Procedures must be developed to establish visible career ladders between entry level, non-management and management positions for women and minority group members. Training. Train all levels of supervisors in problems that may arise in inte- rating minority employees or women into the work force and in possible solutions to these problems. Position descriptions. At the present time, position descriptions are being reviewed to eliminate any discriminatory aspects which would discriminate because of race, color, national origin, age, religion or sex. Compensation. Al1 salaried positions not covered by a labor agreement are in compliance with the Administrative, Technical and Professional Pay and Fringe Benefit Plan. Layoff and recall. The City of Oshkosh follows the principle of senority when laying off and recalling employees. � 1. The immediate goal is to increase the number of minorities and women in all departments. 2. Special efforts shall be made to promote and upgrade positions for women and minority employees. 3. Within 90 days, increase the exposure of City of Oshkosh as an Equal Opportunity employer of minorities and women. 4. Work towards employing the percentage of minorities in its work force to equal the percentage of workers in the local population. To assist in meeting these goals, the following steps shall be taken: l. The Affirmative Action Officer shall work closely with minority groups, and community action groups to insure Equal Employment Opportunity. 2. Position descriptions where necessary shall be rewritten to eliminate any discriminatory aspects which would discriminate because of race, color, national origin, age, religion or sex. VI. DESIGN PROGRAM ELEMENTS TO ELIMINATE FUTURE PROBLEMS IN THE AREAS OF: Recruitment Procedures. Select, train, and evaluate personnel involved in recuiting and screening insure "good faith effort" in providing Equal Employment Opportunity. Activate recruiting programs for organizational unit at secondary schools, technical institutes, and colleges with minority and female enrollment. Also utilize resources that refer minority and women applicants. Testing. The City of Oshkosh utilizes the testing services available from the , International Personnel Management Association, Wisconsin State Employment Service and Fox Valley Technical Institute to administer tests when tests are used as a basis for job qualification. Promotion patterns. Specifications should be periodically reviewed, evaluated, and revised to assure that requirements are job related and nondiscriminatory. Procedures must be developed to establish visible career ladders between entry level, non-management and management positions for women and minority group members. Training. Train all levels of supervisors in problems that may arise in inte- rating minority employees or women into the work force and in possible solutions to these problems. Position descriptions. At the present time, position descriptions are being reviewed to eliminate any discriminatory aspects which would discriminate because of race, color, national origin, age, religion or sex. Compensation. All salaried positions not covered by a labor agreement are in compliance with the Administrative, Technical and Professional Pay and Fringe Benefit Plan. Layoff and recall. The City of Oshkosh follows the principle of senority when laying off and recalling employees. 0 0 0 Disciplinary action. All disciplinary action will be administered without regard to race, color, national origin, age, religion or sex. Selection and placement. All selection devices of whatever kind shall be object- ively tailored to measure relevant job qualifications and will be adequately reliable and valid. VII. EVALUATION PROCESS The Affirmative Action Officer shall periodically re-evaluate the City`s Affirmative Action Program in connection with reassigning priorities and making necessary improvements. These periodic evalutations should lead to new updated goals and target progress dates based on the projected needs of the Affirmative Action Program. The City Manager shall evaluate yearly the performance of the Affirmative Action Officer to insure that the City's Affirmative Action goals and policies are being accomplished. Should any unsatisfactory performance be revealed, the City rlanager shall submit to the City Council, recommendations to improve the performance. � 0 M 1 � � ,-1 4-a 4� Q N � � `�� °-� � �` `� � o , ;.t, C�:� a �"`i � O ,� �. 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