Agenda - 04-12-2007-3 - Laserfiche WebLink

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and qualified protected veterans and that they develop and maintain a separate written affirmative action plan for. these protected groups. (See Appendix B and C) State and local governments (or any agency, instrumentality or subdivision thereof) that do not "participate in work on or under the contract or subcontract" are exempt from the requirements of the equal opportunity clause in contracts or subcontracts. Unlike the Executive Order 11246, the implementing regulation for the Rehabilitation Act of 1974 and the VEVRAA does not provide an exemption for local governments to maintain a written affirmative action plan. Currently, Orange County does not have a separate Affirmative Action Plan that covers qualified persons with disabilities and qualified protected veterans. The attached draft Equal Opportunity for Qualified Individuals with Disabilities and Qualified Protected Veterans proposal is being brought forward for your consideration .and review. (See Appendix D) The attached plan includes a statement of policy, a review of the personnel process, a review of physical and mental qualification and class specification standards, reasonable accommodation to physical and mental limitations, harassment prevention procedures, procedures for external and internal dissemination of the policy, outreach and positive recruitment strategies, auditing and reporting systems, designates the persons responsible for implementing the Affirmative Action Plan and a plan for training as required by the implementing regulations. In addition, also included is sample of an Invitation to Self-Identify for both Qualified Individuals with Disabilities and Qualified Protected Veterans. HISTORY OF ORANGE COUNTY'S EEO/AFFIRMATIVE ACTION POLICY • February 2, 1981 -Orange County adopts 5-0 a Resolution affirming Orange County's commitment to Equal Opportunity Employment as part of its County Personnel Practices. • February 17, 1981 -Orange County Board adopts 4-1 an Affirmative Action Plan. • April 19, 1983 -Commission for Women produced an Affirmative Action Report, which included ten (10) recommendations. The Board asked the County Manager to study the Report and "work with the Board to `enact the recommendations."' • August 16, 1983 -The County Manager with the Commission for Woman endorsed seven of the ten recommendations. The recommendations endorsed were: (1) the development of department goals; (2) provision of training to department heads and supervisors; (3) evaluation of achievement as a part of overall job performance; (4) improvement in the selection process; (5) establishment of an active file of available minority and female applicants for selection referral; (6) implementation of routine recording procedures and inclusion of an annual report to the Board for public record; and (7) publish a report to be made available to the public. There were some questions from the Board about including persons with disabilities as a protected category. • October 3, 1983 -The Board voted 5-0 to amend the Affirmative Action Plan to include Departmental Goals for all protected classes to monitor Orange County's progress. • May 6, 1985 -Affirmative Action Progress Report -The 1985 Affirmative Action Plan included department goals to be achieved over afive-year.period. Placement goals were established to monitor Orange County's progress in the under/over utilization of minorities and women.