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<br />• <br />opportunity performance on <br />evaluation shall include <br />• <br />a semiannual basis. Th° <br />such matters as (a) the <br />subordinate's progress in filling professional and <br />administrative positions with minorities, females and <br />handicapped persons where under utilization exists, (b) <br />the subordinate's knowledge of equal employment <br />opportunity principles and the status of affirmative <br />action in his/her department and (c) the subordinate's <br />own evaluation of persons under his/her supervision in <br />the area of equal employment opportunity, among other <br />criteria. <br />Although the City Manager is charged with the <br />responsibility of the overall administration, <br />implementation, and compliance of Affirmative Action <br />Plan, accountability will be shared by all administrators <br />and department heads. Commitment to and compliance with <br />the mandates of affirmative action and equal employment <br />opportunity will be tcao major areas of. criteria in the <br />selection of candidates for executive positions and in <br />the evaluation process of current department heads and <br />other supervisory personnel. The Human Resources itanager <br />will provide the following assistance; <br />1. Provide the City Manager's office with all available <br />data on activity with regard to appointments, <br />promotions, and transfers in City departments. <br />2. Coordinate with other City departments in developing <br />a transfer program. which will provide a means of <br />upward mobility for all employees. <br />3. Develop career ladders and lines of career <br />progression. _ <br />4. Counsel La Porte employees to assist in their <br />planning for career advancements. <br />