Agenda - 05-06-1991 - Laserfiche WebLink

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13 statement shall ensure Greater utilization of all persons by identifying previously underutilized groups in the work force, such as women, minorities and the handicapped, and making special efforts toward their recruitment, selection, appointment, promotion, development and upward mobility. (Guide. The head of the governing body --- e.g.; the Chairman of the County Commissioners -- shouZd sign the poZicy statement, copies of which shouZd be disseminated internaZZy and externaZZy.) (2) Requirement-. The jurisdiction shall develop and implement a continuing program of Affirmative Action in order to assure that all personnel policies and practices relevant to total employment in the jurisdiction will guarantee equal opportunity for all persons. Also, sufficient resources should be devoted to adequately implement an Affirmative Action program. The program should include: (a) Identification and elimination of artificial barriers to equal emplo)rment opportunity. (b) Kbrk force analysis to determine whether percentages of minorities and women employed in various job categories are substantially similar to percentages of those groups available in the relevant labor force. Where underrepresentation occurs, employment pro- cedures will be analyzed to determine the cause. (c) Development of a systematic action plan, with goals and timetables, formulated to correct any substantial disparities or other problems identified in the work force and employment analysis. (d) Periodic evaluation of results to assess the effectiveness of the affirmative action programs in achieving afiirmative action goals on a timely basis. The Affirmative Action plan should be updated at least every two years. (Guide. (1) An E -0% officer shouZd be designated for tine ,ju-ris- diction wv -o shaZZ have primary responsibilities for the zmplementa- tion and day to dray operat:on of the Af f �at:.ve Action program. (2) Work force c:ta c� most meaningfully be obtained and presented by job c.~�.tecory. Federal jcb Categories, u.Ced 1.n subm, tt-6- �0 -4 reports, are su geste,f. Tne prima_ »y sourrce for Labor force =- to in Mortn Carolina is the N.C. E'7?Zoyment Secu-rity Co=issicn. It shouZd be rer-Lized that Zabcr force data from several different Labor market. areas (geographicaZZy) may be needed to measure progress, since the j:C'isdictioYc ZikeLy recru-ts on that basis for different types and Zeve Zs o f jobs. Agency work _force anaLvsis and problem identification normally needs to be based on tine perce7.tace cf cuaZified persons by race, sew, and ethnic group a'vCila7Le in tre r2LEJaf2t Labor force. Vnere these are r:Ot aJa i tc z;a Z labor force nay be used. Work force ana Zys s shoo Ld give a ttent ion to ii:G 1 iCU a L iCb C LAS S i j "..Cat iOr, c LµSS ✓ I "V CC 0K series, or occupat on„Z grou:)imgs as aopropriate. ) (3) Requirement. Management and supervisory personnel must be held accountable for progress toward affirmative action goals in appropriate circumstances.