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• • <br />III. SPECIFIC OBJECTIVES AND GOALS <br />A. The projection of employment goals and timetables for <br />implementation is made with full cognizance that some <br />departments will have greater opportunity and <br />flexibility to meet their respective goals through <br />attrition and new positions. The measure of each <br />" department's goal attainment in each job category <br />will be evaluated by the City Manager's Office in <br />terms of the opportunities for hiring, promotion, <br />etc... presented to each department head (and <br />supervisory personnel) and the definitive affirmative <br />action efforts undertaken within a specific time <br />frame. <br />B. The immediate objective of the City of La Porte is to <br />ensure that no under utilization of minorities, <br />" females or handicapped persons exist in any area of <br />the employment process, including recruitment, <br />hiring, promotion, training, etc.. <br />C. A semiannual review of the Plan shall be made by City <br />Staff, following which, a report describing the <br />current plan and recommendations for improvements <br />shall be made to City Council. <br />D. The three year goals of the City of La Porte are: <br />1) to achieve a ratio of male-female and minority <br />representation in each job category equal to or <br />greater than their availability in the La Porte <br />community as indicated by the most current census and <br />2) to achieve a composition of handicapped employees <br />in the City workforce. These goals will be <br />accomplished within three (3) years of adoption of <br />this Affirrnative Action Plan. <br />