An Affirmative Action Program for the City of
Pawtucket shall be added as follows:
A. Goals shall be to:
(1) Increase significantly the utilization of minorities
and women across organizational units of all City departments and
at all levels possible in job categories as vacancies occur.
(2) Ensure equal job opportunities within City government
for all people regardless of race, color, creed, sex or national origin.
B. Generally, the program shall:
(1) Comply with all phases of the Rhode Island Equal Opportunity
Plan to ensure that minorities and women are informed of the City's
desire and policy to implement equal employment opportunity at all
levels of City government.
(2) Increase City government efforts to all department
levels to employ minorities and women in all job categories.
(3) To arrive at a fair and equal percentage of minorities
and women employed in City government.
(4) To increase training of existing minorities and women
to enable them to qualify for promotion on an equal basis with all
employees.
C. Categories.
(1) Professionals:
(a)
To establish a balance of minorities and women
at all levels of City government.
(b)
To increase the utilization of minorities and
women within this category, as available applicants can be recruited,
certified or developed.
(2) Technicians:
(a)
To establish the equal utilization of minorities
and women in all City departments.
(b)
Establish training opportunities for minorities
and women to assist them in qualification for employment and promotion.
(3) Office and clerical:
(a)
Increase efforts to utilize minorities and women
in employment.
(b)
Upgrade personnel training.
(c)
Establish wider recruitment sources for minorities
and women.
The Personnel Specialist will coordinate and
be responsible for implementation of the affirmative action plan and
will be assigned the following duties and responsibilities.
A. Assist management in resolving problems relative to
any requirements or provisions of the affirmative action plan.
B. Develop and implement audit and reporting system designed
to:
(1) Continually measure the effectiveness of the affirmative
action plan.
(2) Point out deficiencies and need for remedial action.
(3) Determine degree to which goals and objectives are
being reached.
C. Conduct periodic audits of hiring and promotion patterns
and techniques to ensure that provisions of the plan are being carried
out and the goals and objectives are being met.
D. Making a periodic review of the affirmative action
plan and submitting recommendations for expansion, improvement or
modification of the plan where applicable.
E. Serve as liaison between the City, minority organizations
and community action groups.
F. Keep the Mayor of the City and City department management
informed of the latest developments in the equal employment opportunity
area.
G. Hold regular discussions with department heads, supervisors
and employees to ensure that the affirmative action policies are being
followed.
H. Provide analysis of all department activities to assure
affirmative action.
I. Report in to the Mayor of the City on a regular basis
as to the progress in the implementation of the affirmative action
plan or modification of the plan.
J. Complete and submit reports as required by the Federal
Equal Employment Opportunities Commission.