City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L List of Appendices G 5.5 Each Department Director will designate an employee to work with the Director and the Chief Diversity, Equity and Inclusion Officer in drafting, maintaining and implementing an Affirmative Action Program within the department. The Department Director and Departmental EEO Coordinators will work with the Office of Equity and Inclusion to develop and implement training 5.0 ORGANIZATIONAL RULES 5.1 The City Manager has designated a City employee as the City’s Chief Diversity, Equity and Inclusion Officer. The Office of Equity and Inclusion will ensure development and compliance of the annual plan. 5.2 With the support of the City Manager, the Chief Diversity, Equity and Inclusion Officer is responsible for the administration of the Affirmative Action Program as it relates to the employment, assignment, training and promotion of qualified individuals from underrepresented groups. 5.3 The Office of Equity and Inclusion will provide the technical support necessary for the effective implementation of the Affirmative Action Plan. This includes but is not limited to the following: A. Developing the City wide Affirmative Action Plan and Action Plan Goals which will provide assistance to departments in the development and maintenance of their plans. B. Assisting organization management in collecting and analyzing employment data, identifying problem areas, setting goals and timetables, and developing programs to achieve affirmative action goals. C. Implementing an internal auditing process to evaluate the effectiveness of the Affirmative Action Plan. The purpose of this effort is to determine where progress has been made or where further action is needed. This process is conducted in conjunction with department directors and departmental EEO/Affirmative Action Coordinators. Results of the audit findings are communicated to the City Manager, Assistant City Managers, and Department Directors. D. Recruiting individuals from underrepresented groups for positions throughout the organization. In addition, the office is responsible for developing and maintaining working relationships with community organizations, groups and individuals who can assist the City in identifying and attracting qualified minority and female applicants. E. Assisting employees who feel that they have been discriminated against due to non-job related factors, investigating, and rectifying such actions if verified. 5.4 The Office of Equity and Inclusion has established a special recruitment to reach individuals from underrepresented groups. This includes the analysis of testing procedures and all other aspects of the recruitment and selection process to ensure that no artificial barriers to hiring or promoting qualified applicants exist, encouraging individuals from underrepresented groups to apply for positions which they have not traditionally occupied, and overseeing special outreach programs for individuals from underrepresented groups.

I - EEO/AA

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