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HomeMy WebLinkAboutReso 1972-6679 ' ,. RESOLUTION NO. 6679 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA ADOPTING AN AFFIRMATIVE ACTION PROGRAM TO IMPLEMENT THE AFFIRMATIVE ACTION POLICY OF THE CITY OF CHULA VISTA The City Council of the City of Chula Vista does hereby resolve as follows: WHEREAS, the City Council of the City of Chula Vista has heretofore adopted an Affirmative Action Policy to advance equal employment opportunities for minorities and disadvantaged persons, and WHEREAS, in order to effectuate such policy, it is necessary and desirable to adopt an Affirmative Action Program, which will be further augmented by administrative policies, and WHEREAS, it is recognized that limitations on the program hereby adopted may arise based upon fiscal limitations, nevertheless, the City Council desires to institute such an Affirmative Action Program as recommended by the Civil Service Commission and the Human Relations Commission. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula Vista does hereby adopt the Affirmative Action Program, marked as Exhibit "A", attached hereto, and incorporated herein by reference as if set forth in full, which is intended to carry out the Affirmative Action Policy heretofore adopted by the City. Presented by -_ ~ cCabe, Director of Personnel Approved as to form by ~~ ~. ~ ~ ~~ ~~ ~' ~1 ' ~ ~ ~ '~~ ' ~ ~' fit/'- ~ "~"'' ice' i George D. Lindberg, City Atto~y ~XXN~BtT AFFIRMATIVE ACTION PROGRAM --~..~.---~ I. For the purpose of the City's immediate Affirmative Action efforts, minority and disadvantaged persons are to include, but not be limited to, Mexican-American (including Spanish surname), Blacks, Orientals, American Indians, other non-Whites, and Women. These target groups have been the subject of an invidious and systematic prejudice which is obviously intolerable with any policy of equal opportunity. The yardstick of disadvantagement has been the common lack of fair and equal opportunity in the pursuit of employment, advancement, education and economic security. 2. Comprehensive statistics shall be maintained regarding minority application, examination, appointment and employment in the Chula Vista City government. The compilation of these statistics shall be for the purpose of identifying problem areas within the entire selection procedure and to provide indicators of possible underutilization of minority and disadvantaged persons within City service. 3. City employees, particularly management and supervisory personnel, shall be made more aware of the cultural differences and common atti- tudes of persons from various minority and ethnic backgrounds. A pilot program of cultural awareness shall be initiated at the manage- ment level for immediate impact and evaluation. 4. An extensive system shall be developed for detailed job analyses by classification and the evaluation of all minimum qualifications as they are administered by the Civil Service Commission and the Personnel Department. The development of new classifications and the restructur- ing of current classifications shall be implemented where necessary for maximum utilization of City personnel and the concurrent development of lower entry-level positions. 5. City employment opportunities shall be made known effectively to minority and disadvantaged group residents. Advertising, publications and other forms of communication and contact shall be utilized in ensuring that minority and disadvantaged persons are informed of and recruited for City employment opportunities. Selective certification shall be utilized in special cases where specific skills and abilities (i.e., bilingual ability) result in better service to the public and improved performance of duties. Lateral entry shall also be used as a placement technique wherever practical and appropriate. 6. Minority and disadvantaged employees of the City shall be encouraged to take advantage of the City's training programs and tuition re- imbursement program. They shall be encouraged to seek advancement in City employment, and shall be offered counseling in order to prepare themselves for promotional opportunities. r ,~f _~ L4 , i ~, _ ~ 7. Any and all tests, as now defined in the Equal Employment Opportunity Commission's "Guidelines on Employee Selection Procedures," shall be reviewed for job-relatedness and subject to an intensive program of test validation, in accordance with the Commission's "Guidelines." This review of selection procedures shall include active participation of all City departments and divisions, and shall be an ongoing project utilizing trained personnel in the field of testing and related legislation. 8. The City Manager shall provide direction for the development and implementation of the Affirmative Action Program. The responsibility for program coordination shall be assumed by the Director of Personnel under the general administrative direction of the City Manager. The Program Coordinator shall, by the authority of the City Council and City Manager, provide for effective communication and enforcement of the requirements of the City Affirmative Action Policy and Program and ensure that each department head complies with the intent of the City Council as expressed by the Affirmative Action Policy Statement. 9. Departmental affirmative action plans shall be developed and implemented with specific coordination and assistance provided by the Personnel Department. Such plans shall be consistent with stated policies and subject to the review and approval of the Program Coordinator and the City Manager. The plans shall include specific goals for future em- ployment and the actions to be initiated in order to achieve such goals. Departmental plans, once submitted and approved, shall be monitored and augmented as City policies and practices shall require. 10. In order to provide an effective review body, the Human Relations Commission shall, in addition to their other duties: (I) monitor and/or evaluate the Affirmative Action Program, and (2) make recommendations to the Program Coordinator and City Manager when specific actions are deemed both appropriate and practical. J ~ ,n r ~ ~ ~, ~. ~ ) ~, ' Resolution No. 6679 ADOPTED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF CHULA VISTA, CALIFORNIA, this 5th day of December , 1972, by the following vote, to-wit: AYES: CGUnc~.2men Scott, Hobel, Hamilton, Hyde, Egdahl NAYES : CG unC~.~2men None ABSENT: CaunC~.~.men None ~ ayG~r. v~ th e C,cxy v~ C u2a V~c ~a /~ ~,~- ATTEST - ~; ~~ ~r-G~ // ~~~,~C lt~~"~~ ~ y STATE OF CALIFORNIA COUNTY OF SAN DIEGO ) ss. CITY OF CHULA VISTA I, J~NNI~ M. ~ULASZ, C~.~y C.~enh. o~ ~h~. C.c~y a~ China V,~~~a, Ca.~~.~jahn~.a, a0 H~R~13y C~RTI~y ~ha~ the abase and ~on.egating ~:~ a ~u~.~, ~nue and canned cagy a{~ and ~ha~ the ~5ame hays nab been amended arc ~c.e~ea2ed. DATED: ~.~y ~.en r"'-'~ ~~ '~ .~~r°C f~ .J