Chapter 19 PERSONNEL POLICIES, PROCEDURES, RULES AND REGULATIONS*
Section 19-179 Recruitment.
(a) EEO affirmative action will consist of active recruitment
of female, disadvantaged,
underemployed, and/or minority candidates for positions within the city at all levels.
(b) Active recruitment will mean:
(1) First consideration for filling
all vacancies in a department shall be given to qualified
employees of lower rank within the same department or qualified employees from other
(2) Identification of agencies and
programs concerned with educational and employment
opportunities for female and/or minority members.
(3) Every effort will be made to contact
a variety of agencies and individuals to identify
prospective applicants, and notification will be made to such agencies of all new positions and
the requirements of each as soon as each position becomes available.
(4) All vacancies and new positions
in city departments or agencies, not initially filled by a
present city employee, shall be publicly advertised; and the statement "The City of Columbia is
merit, affirmative action, equal opportunity employer: Male/Female." shall be included wherever
practicable in employment advertisements.
(c) The director will place employment advertising in publications
with a broad circulation so
that a potentially large number of female and minority groups can be reached.
(d) Systematic contact will be kept with the local state
employment security commission office
and community action agencies to encourage referral of applicants for positions.
(e) Present employees are encouraged to refer female or minority
applicants when positions
(f) The city will aggressively seek more female and minority
candidates in classifications in
which females and minorities are identified as underutilized by making it known to all
recruitment sources that female and minority members are being sought for consideration when
positions are available.
(g) The director will continually review the employment situation
to determine if:
(1) There are any job categories which,
in practical effect, are closed to female and minority
(2) Hiring practices indicate that
all applicants are considered solely on the basis of their
qualifications for the job openings for which they have applied;
(3) The initial job in which a new
employee is placed is determined or materially influenced
by whether or not he/she is a member of a minority group;
(4) Minimal entry qualifications are
in fact necessary, valid, and justifiable in terms of
acceptable and required performance levels;
and if problems exist in any of these areas, the director shall take the necessary
actions to correct
(h) The director will establish a system through which it
is possible to verify the number of
minority applicants and the number of minority workers newly employed or promoted in
reference to the number of applications received, openings available, and salaries earned.
(i) All qualifications for employment shall be fully job-related.
Any tests given by the city,
once reliably and validly established, will be equitable and identical for all applicants for a given
position. Continuous review of the tests shall be conducted by the director to ensure their
(j) The qualifications of all employees, including females
and/or those of minority
background, will be reviewed regularly to ensure that qualified, interested individuals are
considered for promotion and upgrading.
(k) As many female and minority and/or disadvantaged trainees
and summer part-time
employees will be used as work needs justify and expenditures allow and shall be on a
representative relationship to the general community as much as possible.
(Code 1964, § 22.940)