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• • <br />2. Coordinate with the Human Resources Office to ensure <br />the appointment and promotion of qualified members of <br />protected classes to th~sP....gasit~ons identified by <br />one Human Resources Ffana~ger as being key positions in <br />attaining the departments' affirmative action goals. <br />3. Coordinate with the Human Resources Office Lhe review <br />and revision of their respective affirmative action <br />workforce analysis to ensure compliance with the <br />format designed by the Human Resources Manager. <br />4. Disseminate information and make the Plan available <br />to all departmental employees. <br />5. Assist the Human Resources Division in the . <br />recruitment of qualified minorities, females, and <br />persons with handicaps. .. <br />6. Submit reports as requested to the Human Resources <br />Manager, outlining each department's programs in <br />attaining its affirmative action goals, a current <br />utilization analysis, positions filled by appointment <br />or promotion, positive efforts instituted to enhance <br />affirmative action, and key positions targeted as <br />affirmative action positions. <br />V. TRAIPIING PROGRAMS <br />Training must be a top priority, if the City of La Porte <br />is to be committed to the upward mobility of all of its <br />employees including minority, female, and handicapped <br />employees. The Human Resources Division will work in <br />conjunction with every City department to ascertain each <br />departrtient's training needs and to develop programs to <br />address those needs. All training will be coordinated by <br />the Human Resources Division. <br />