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(2) Actively recruit qualified minorities and women for available positions within the <br />department, agency, board or commission; and <br />(3) Review and update its recruiting methods annually to insure the methods do not <br />reflect any discriminatory practice. <br />(b) Hiring. Each department, agency, board or commission of the City involved in <br />hiring employees shall: <br />(1) Review hiring decisions of the last five (5) years and revise those hiring procedures <br />which reflect any discriminatory practice; <br />(2) If necessary, set remedial goals for hiring qualified minorities and women within <br />each job category of the department, agency, board or commission in order to measure its <br />progress in eliminating any underrepresentation of minorities and women, as follows: <br />a. Jobs which do not require special skills. The goals for job categories which <br />do not require special skills shall be in proportion to the overall percentage of <br />minorities and women within the area work force; , <br />b. Jobs which require special skills. ~ The goals for job categories which require <br />special skills shall be in proportion to the overall percentage of minorities and <br />women within the area work force who have the educational and experience <br />requirements for the job category; and <br />(3) Review and reevaluate its hiring procedures, decisions and goals annually by <br />January 31 in order to insure that they do not reflect any discriminatory practice and in <br />order to measure its progress in eliminating any underrepresentation of minorities and <br />women, as follows: <br />a. ~ Review hiring decisions of the year and revise those hiring procedures which <br />reflect any discriminatory practice; <br />b. Review hiring decisions in light of the remedial goals established for the year <br />and report progress in eliminating the underrepresentation of minorities and <br />women or lack thereof to the Mayor, including any reasons why despite good <br />faith efforts the department, agency, board or commission was unable to meet its <br />goals for the year; <br />c. Reevaluate remedial goals established for each job category to insure that the <br />goals are realistic in relation to the number of qualified minorities and women in <br />the area work force and to insure that the goals are being used as guidelines rather <br />than as quotas which must be met; and <br />6 <br />