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<br />.. <br /> <br />. <br /> <br />.,' <br /> <br />e <br /> <br />2. Coordinate with the Human Resources Office to ensure <br />the appointment and promotion of qualified members of <br />pro tee ted cl ~ss~s to thQ.~p-.....p.QS it ions iden t i fied by <br /> <br />.. .. . <br />'~ne Human Resources ~anaeer-as oeing key-positions in <br />attaining the departments' affirmative acti~n goals. <br /> <br />~ . <br /> <br />3. Coordinate with the Human Resources Office the 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 /> <br />4. Disseminate information and make the Plan available <br />to all departmental employees. <br /> <br />5. Assist <br /> <br />the <br /> <br />Human <br /> <br />Resources <br /> <br />Division <br /> <br />in <br /> <br />the <br /> <br />recruitment of qualified minorities, <br />persons with handicaps. <br /> <br />fe.mal.es, and <br /> <br />6. Submi t 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 posi tions targeted as <br />affirmative action positions. <br /> <br />v. TRAINING PROGRAMS <br /> <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 />department's training needs and to develop programs to <br />address those needs. All training will be coordinated by <br />the Human Resources Division. <br /> <br />-- <br />