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321 I - EEO/AA
City of Greensboro Personnel Policy Manuał
effective implementation of the Affirmative Action Plan. This includes but is not limited to the
following:
A. Development of the City wide Affirmative Action Plan and 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. Implementation of 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, Human
Resources Director and affected department directors.
D. Recruiting minorities and females for positions throughout the organization. In addition
he 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 Human Resources Director has established a special recruitment program to reach
women and minorities. This includes the analysis of testing procedures and all other aspects of
the recruitment and selection process to insure that no artificial barriers to hiring or promoting
qualified minority and women applicants exist, encouraging women to apply for classifications
which have been traditionally occupied by men, and overseeing special outreach programs for
minorities and women.
5.5 Each department director will designate an employee to work with him and the City EEO/
Affirmative Action Coordinator in drafting, maintaining and implementing an Affirmative Action
Program within the department. The Department Director and/or designated coordinator will
work with the Human Resources Department to develop and implement training and promotional
programs within the department. Annually, the Department Director will update the Departmental
Affirmative Action Plan.
5.6 Communications - All City personnel are to be informed of the City’s equal employment policy
and affirmative action efforts through:
A. The Equal Employment Statement and Federal EEO posters placed on bulletin boards
B. Employee publications