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HomeMy WebLinkAbout72-118RESOLUTION ES~ABLISHING THE BUTTE CdUNTX AF~IRMATIVE _ ACTION FROGRAM WHEREAS, the Butee County ~oard of Supervisors supports the principles of affirmative action and equal. employznent oppor- tunities in the public service as the basis ~or a fair and equitable merit system and WI~EREAS, Che Board o~ Supervisors desires ta establish a plan to insure affirmative action and equal employment oppor- tunity for all. persons within the County service. NOW, 'THEREFORE, BE IT RESOLVED that the Board of Super- visors hereby adopt the following affirmative action plan: A. PURPDSE. Butte County supports the concept of Affirmative ,Actian and Equal Enployment Opportunity in the publie service as a basic merit system principle. That is the consideration of a~.~. applicants and employees on the basis of qualifications and potenrial, without regard to race, national origin, politics, reJ.igion, age or sex or other non-merit factors. Acceptance of this principle does not end wzth the proh.ibition of discriminatory practices. The county establishes as its goal the development of a practical plan for speczfic steps to be taken ta achieve and maintain equal opportuni~y in county employment, This plan includes positive efforts in recruitnaent, examination, selection, promoeion, pay, and training procedures ro insure tihat members of minority groups and disadvantage persons are prov~.ded opportunity consistent with merit princi.ples to achieve positions in county employment and pramational opporeunities at a~.l job classification ~evels. B. 4BJ~CTIVE. The ob~jectives for providing empl.oyment opportunity to persons from minox9.~y and disadvantaged groups are as follows: 1. To achieve the employment of minority persons representative of the total co~nty population. 2. To provide opportunity to minority and disadvantaged persons to be employed in all classifications and departmentsincluding supervisory, technical and administrative, as well as unskzlled positions on the basis of inerit system principles:. C. PLAN. In order to f~1f~11 the above described objectives Butte County initiates an Affirmative Action Program which will include but may not necessarily be limited to the follow- ing actions: 1. Fersonnel Inventory. a. The base data for the establishment of Affirmative Action goals for the achievement of equal oppor- tunity wi11 be developed from an analysis of the county popu~ation and work force composition in accordance with the latest census data. b. An analysis of the current status of . minority employment within the county service will be made by department, classification and position. This analysis wi~l be conducted by the Personnel Direc~or with the cooperatzon of al~ department heads. c. The Personnel Director wi11 develop and administer an ongoing statistical record system of a~l county departments, classifications and positions pertafning to minority composition of the county working force. 2. Classification. a. The Personnel Director will conduct a positive program of occupational analysis, job redesign, and job restructuring. This will be accomplished by reviewing classifica- tions to assure there are no arbitrary barriers and to provide new opportcinities for entry employment. b. Career ladders and lattices for upward and late~al jab movement wi11 be analyzed and developed in order to remave major career gaps within classifications. 2. c. Job descriptions will be studied and' rewritten if the feasibility of cxea~ing lower entry classes exists. 3. Selection Process. a. The Personnel Director will make efforts ta insure that written examinations are valid, ~ob-related, and non-discriminatory. b. Oral examinations will be conduc~ed on a' fair, equitable, and non-discriminatory basis. ~. Recruitment Procedure. a. The Personnel Directar will ident~fy the minority organizations within the geographic boundaries of Butte County. b. Obtain assistance from the minority organizations for job announcements and recruitment. c. Develop and expand county involvement rn special manpower programs such as: 1. P.E.P. (Public F~nployment Program) 2. O.J.T. (On-the~Job Training) . 3. W.I.N. (Work Incentive Program) 4. N.Y.C. (Neighborhood Youth Corps) 5. C.W.E.P. (Community Work Experience Program) 6. Tntern and Work Exploratory Programs D. RESPONSTBTLTTZES. 1. Personnel Directar a. The Persoru~el Director sha11 cao~dinate the implementation and, where necessary, interpret the provisions of this program. b. The Personnel Airectior will insure; that the resources a1.located to the ,A~£irmative Actron Program are sufficient to achieve approved goals and shall keep the Board : advfsed in advance of program and budgetary needs. 3. c. The Personnel Director shall take necessary setion to monitor the effectiveness of this program and make _ periodic reports to the Board of Supervisors. 2, ~~artment Heads. a. Department heads and county otficials shall assist the Personnel Dixector in completing inventories of personnel assigned to their department and in the implementation of. the approved Affirmative Action plan. b. Department heads and county officials shall insure that supervisors and other personnel in their depart- ment understand and carry outi the spirit of the approved Affirma- tive Action Program. PASSED AND ADOPTEb b~ the Butte Coun~y Soard of Super- visors this 12_th day of Ju1'Y ~, 1972, by the following vote: AYES: Supez.visors Douthit, Ladd, Madigan, Maxon and' Chairman Gilman. NOES: None ABSENT : N one, NOT VOTING: None ~" A /~( ~ Board of ATTEST: CLARK A. NELSON, Coun.ty C1erk and ex-off~cio clerlr.of the Board of Supervisors ~y - 4.