Overall responsibility for implementing the AAP is vested with
the Charles County Commissioners, who fully support the principles
of Equal Employment Opportunity. The Charles County Commissioners
charge the following individuals with the performance of equal employment
opportunities according to AAP guidelines:
A. County Administrator: responsibilities include but are not limited
to:
(1) Providing positive management direction for the attainment of the
EEO goals and implementation of the AAP.
(2) Supervising the activities of the EEO Coordinator.
(3) Analyzing all data derived from this process.
B. EEO Coordinator: responsibilities include but are not limited to:
(1) Developing and maintaining a policy statement and a written AAP.
(3) Making available to all present employees information with regard
to the equal employment opportunities within the Charles County Government
as it applies to the AAP.
(4) Developing an external communication process in order to recruit
minority and female applicants for the various occupational groups
within the local government.
(5) Collecting and preparing the statistics necessary for the preparation
and distribution of reports which relate to AAP policies and program
objectives.
(6) Designing, implementing and monitoring internal audit and reporting
systems to measure AAP effectiveness in order to determine where progress
has been made and where further action should be taken, then assuring
that corrective action is carried out.
(7) Providing AAP progress reports to the Charles County Commissioners.
(8) Assisting supervisors to ensure implementation of the AAP within
their departmental AAP objectives.
(9) Regularly informing the County Administrator on AAP progress.
(10)
Reviewing, evaluating, standardizing and revising job descriptions
for all positions to assure that education and experience requirements
are job-related to prevent discriminatory effects.
(11)
Reviewing the AAP on a quarterly basis to ensure that goals
are being realistically achieved and that overall policies are in
conformance with federal and state laws.
(12)
Coordinating training programs to provide skilled learning for
minority, female and all other employees to enable upward mobility
and promotions.
(13)
Developing specific remedies to eliminate discriminatory practices
discovered in the employment system.
(14)
Assuring that current legal information affecting affirmative
action is disseminated to all supervisors.
(15)
Acting as a liaison between the Charles County Government, EEO
regulatory agencies, minority and women's organizations and other
community groups.
(16)
Amending the AAP as necessary to conform to EEO policies.
C. Supervisors: responsibilities include but are not necessarily limited
to:
(1) Assisting the EEO Coordinator in identifying problem areas.
(2) Assisting the EEO Coordinator in establishing goals.
(3) Making known to all goals and objectives of the AAP, emphasizing
the County Commissioners' commitment to EEO practices.
(4) Being committed to the EEO policy of the Charles County Government
by assuring that AAP objectives are carried out in their departments.
(5) Monitoring the promotion and training of employees in accordance
with AAP policies.
(6) Assuring that all non-job-related barriers to EEO goals are removed,
as recommended by the EEO Coordinator.
(7) Demonstrating positive leadership in support of the AAP among civil,
business and community organizations.
(8) Submitting reports to the EEO Coordinator on the success or failure
of AAP objectives, training and promotion within their departments
and suggested corrective action where indicated.
Action programs will be necessary to promote the County's
EEO policies and its AAP. Accordingly, several personnel programs
will be in operation during fiscal year 1982 in order to conform to
the principles of the AAP.
A. Job descriptions. Job descriptions of County employees will be reviewed
and amended. The standardization of job descriptions will ensure that
employees with similar job categories and titles perform under the
same work requirements. Most importantly, it will provide the basis
for an impartial salary system which will ensure equal pay for equal
work responsibility. By maintaining standardized job descriptions,
any possible discriminatory effects of work requirements and associated
pay scales will be eliminated.
B. Grievance procedure. The grievance procedure will be reviewed for
any possible needed modifications. This procedure enables all employees
to follow a prescribed system for processing grievances and appeals
alleging discrimination. Additionally, the EEO Coordinator will be
easily accessible for informal counseling and conciliation discussions.
Informal discussions concerning individual problems will be available
to all employees without recrimination.
C. Job application forms. Application forms which reflect the latest
federal and state guidelines will be used. Items such as race, color,
national origin, political and religious affiliation will not be included.
Information on the applicant's sex, age, marital status or physical
condition will not be requested. The listed information will be requested
only if it reflects bona fide requirements for a particular job opening.
D. Interviews and selection. Definitive guidelines will be utilized
to ensure that selection and interviewing procedures are standardized.
This is intended to prevent potential discriminatory practices in
interviewing and selection. These procedures will be reviewed for
possible modifications.
E. Recordkeeping. Data sheets will be attached to the application forms
to determine the effectiveness of the recruiting program outlined
in the AAP. Other personnel forms will be developed to determine the
effectiveness of the AAP guidelines relating to hiring, training and
promotion. Also, termination forms will be developed to indicate employment
trends of minorities and females within a department and to determine
if possible discrimination prompted the termination.
F. Personnel policies. All personnel policies will be reviewed to ensure
that the County is providing equal employment opportunities for all
employees. All policies and practices relating to employee benefits
(leave, retirement, insurance, etc.) will be reviewed and appropriately
revised to assure that there is a defined and equitable employment
policy.
G. Employee orientation. Every new employee will meet with the Equal
Employment Opportunity Coordinator for an orientation meeting. The
Equal Employment Opportunity Coordinator will identify the working
benefits provided by the Charles County Government.
H. Training. Training programs will be coordinated and provided to upgrade
job performance and knowledge and to provide an opportunity for career
advancement. Employees will also be reimbursed for tuition expenses
for approved, job-related courses offered at educational institutions.
Certain in-house training programs will be developed and offered for
employees to promote a better work environment and to ensure promotional
opportunities for County employees.
I. Exit interviews. All employees who resign will be interviewed to
determine the reason(s) for such resignation. This will help identify
any personnel or management problems that negatively impacted upon
the individual's work environment. If problems are identified,
corrective measures will be taken to resolve the problems.