CC - Item 4F - Adoption of Equal Employment Opportunity Plan (EEOP) Pursuant to Requirements for Participation in Local Law Enforcement Block Grant Funding Program " S E M R
O
A
stat
- teport
TO: HONORABLE MAYOR
AND MEMBERS
ROSEMEAD CITY COUNCIL
FROM: FRANK G. TRIPEPI, CITY MANAGER
DATE: JANUARY 20, 1997
RE: ADOPTION OF EQUAL EMPLOYMENT OPPORTUNITY PLAN (EEOP)
PURSUANT TO REQUIREMENTS FOR PARTICIPATION IN LOCAL LAW
ENFORCEMENT BLOCK GRANT FUNDING PROGRAM
In December 1996, the City Council voted to authorize the City of Rosemead's participation in the
Bureau of Justice Assistance(BJA)Local Law Enforcement Block Grant Program. As a condition
of the City's acceptance of that grant,the City Council is required to approve an Equal Employment
Opportunity Plan and send it to the U.S. Department of Justice Office for Civil Rights prior to
obligating any grant funds. Accordingly, staff drafted the attached document and recommends City
Council approval.
Please be aware that the draft RFOP merely restates current City personnel practices with respect to
hiring and promotional opportunities. In addition, it should be noted that a copy of the attached
document was sent to a business representative for the Service Employees International Union to
determine whether the union sought to discuss this item as a "meet and confer" issue. The City
received correspondence from the union dated December 15, 1996 stating that there is no opposition
to adopting the EEOP as written.
RECOMMENDATION:
Staff recommends that the City Council approve the attached Equal Employment Opportunity Plan
(EEOP)and authorize staff to forward the document to U.S. Department of Justice Office for Civil
Rights.
COUNCIL AGENDA
ccmemo.ceopapplgt
JAN 2 81997
ITEM No. • e.6 F
CITY OF ROSEMEAD
EQUAL EMPLOYMENT OPPORTUNITY PLAN
1. PURPOSE
To preservean employment environment free from illegal discrimination.
2. SCOPE
This policy applies to all employees of the City of Rosemead.
3. POLICY
It is the_policy of the City of Rosemead to employ, advance in employment, and otherwise
treat all employees and applicants for employment without regard to race, color, religion,
sex, age, national origin, physical or mental handicap, or Vietnam-era or disabled veteran
status.
4. PROVISIONS & CONDITIONS
4.1 The policy of non-discrimination and affirmative action pursued by the City of
Rosemead applies to all levels of employment,to all employment practices,
including(but not limited to)recruitment, hiring, upgrading, demotion,
termination,benefits, salary, transfer, layoff and rehire, and training and to
educational, social, and recreational programs.
4.2 The City of Rosemead has established a program to promote the employment and
advancement of members of those covered groups identified by statute and
regulations, including minorities,women, qualified disabled individuals and
disabled veterans and Vietnam-era veterans.
4.3 It is the responsibility of every member of the City's staff to assure effective
implementation in all personnel activities. The overall responsibility and
monitoring the effectiveness of our program has been assigned to the City's EEO
Coordinator,who is the City Manager.
City of Rosemead-EEOP
Page 2.
Hiring Policy
1. PURPOSE
To establish the authority and responsibility of City personnel in recruiting and selecting
employees;to maximize City efforts and resources in selecting the best employees
available.
2. SCOPE
This policy applies to recruiting and selecting of employees for all positions.
3. POLICY
When a vacancy occurs, the City Manager, shall determine, as appropriate, the recruiting
and selection procedure designed to identify the most qualified individual for the position.
4. PROCEDURE
4.1 AUTHORIZATION
4.1.1 The City Manager, or the hiring manager, shall prepare a job flyer when an
opening occurs. All job flyers shall be approved by the City Manager.
4.1.2 The City Manager shall consider all options regarding hiring strategy,
including the possibility of promotion or transfer from within the
organization and/or various advertising strategies.
4.2 JOB POSTING
4.2.1 The City supports the practice of promoting from within when
appropriate. It also believes that employees have the primary responsibility
for their own career development. To assist in both of these processes, the
City will normally post job vacancies at the same time that outside
recruitment sources are notified.
4.2.2 The City Manager, or designee,will prepare a job posting memo and
distribute for display within City facilities. The steps to apply for any
posted position and the necessary prerequisites appear in the contents of
the job flyer.
4.2.3 In order for an employee to apply for a posted position, he/she must have
successfully completed the new employee introductory period(180 days).
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City of Rosemead-EEOP
Page 3.
4.2.4 Employees will be required to comply with the conditions and deadlines
stated in the job flyer.
4.2.5 If an outside Recruiter is used,the Recruiter should be provided with a
current job description, including essential job duties,responsibilities and
minimum job requirements.
4.3 JOB APPLICATION REVIEW&INTERVIEWING
4.3.1 Upon receipt of resumes from either internal employees or outside
candidates, the City Manager, or designee, shall screen incoming
applications or resumes to identify candidates who are generally qualified.
4.3.2 The City Manager, or designee, shall conduct screening interviews, and
have prospective employees complete an application for employment.
4.3.3 After the applicant field has been narrowed down to the final candidate(s),
reference checks on the applicant(s)will be conducted by City staff.
4.4 JOB OFFERS&NOTIFICATION
4.4.1 Job offers shall be made by the City Manager, either orally or in writing, in
the manner deemed most appropriate for the position offered.
4.4.2 Candidates,who have not been selected,will be notified by the City
Manager or designated member of staff.
4.4.3 When a City employee is selected to fill a posted vacancy, the City
Manager and the employee's supervisor shall determine a suitable transfer
date, normally not longer than two weeks from selection date.
4.5 NEW HIRE ORIENTATION
4.5.1 On the employee's first day on the job, the City Manager, or his designee,
will discuss with the employee the paperwork necessary to process a newly
hired employee.
4.5.2 Newly hired employees.will be required to furnish proof of eligibility to
work in the U.S. and complete all necessary forms within three working
days from date of hire.
4.5.3 The completion of additional forms such as Insurance Enrollment forms
and State and Federal Tax Withholding forms will also be required.
City of Rosemead -EEOP
Page 4.
5. PROVISIONS & CONDITIONS
5.1 Applicant Flow Log: All applications/resumes, solicited or unsolicited, must be
recorded.
5.2 Solicited applications and related material, including interview notes for all
interviewed candidates will be maintained by the City for a period of two (2)years.
(A California requirement)