Laserfiche WebLink
<br />£ec. IV. Management Personnel: Duties and Responsibilities <br />1. To insure the affirmative action policies are enforced. <br />2. To assist in the identification of equal opportunity <br />. problem areas and seek solutions to said problems. <br />3. To participate in periodic audits of hiring, promotion <br />and training programs to eliminate barriers to the <br />attainment of affirmative action goals and objectives. <br />4. To assist in setting affirmative action goals and objectives. <br />Sec. V. Utilization Analysis <br />A. Purpose. To identify problem areas in equal employment oppor- <br />tunity based upon race and sex from which affirmative action <br />goals can be defined. <br />B. Methodology. The utilization analysis compares the availability <br />of experienced and qualified personnel in the primary recruitment <br />.area for each job classification with the current labor force of <br />the City by race and sex and concludes by determining the number <br />of affirmative action hires needed by race and sex to equalize <br />current employment with occupational availability. <br />1. All numerical data presented is expressed in percentages <br />with the exception of the "Hires Needed" columns. <br />-3- <br />