10. Affirmative Action Program for the City 1
CITY O ...
CHANHASSEN
690 COULTER DRIVE • P.O. BOX 147 • CHANHASSEN, MINNESOTA 55317
`+`"'' (612) 937-1900
MEMORANDUM
' TO: Don Ashworth, City Manager
FROM: Todd Gerhardt, Administrative Assistant ,
DATE: November 23 , 1988
SUBJ: Approval of Affirmative Action Plan
' Due to the 1988 legislative session, counties, cities and school
districts who receive more than $50,000 in state aids and who
employ more than 20 full-time employees must receive a cer-
tificate of compliance from the Department of Human Rights. In
order for the City to receive this certification, we must develop
an Affirmative Action Plan. If the City does not comply with
this law, the state could potentially cut off our state aid
monies ( see Attachment #2) .
Attached for the City Council' s review and approval is the City' s
' proposed Affirmative Action Plan. Staff has followed guidelines
as outlined by the Minnesota Department of Human Rights. The
deadline for submitting this plan is December 1, 1988 .
RECOMMENDATION
Staff recommends the approval of the Affirmative Action in
Employment Plan as presented.
ATTACHMENTS
1 . Letter from the League of Minnesota Cities.
' 2 . Letter from the MN Department of Human Rights .
3 . Resolution Approving the Affirmative Action Plan.
4 . Affirmative Action Plan.
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183 University Ave.East
St.Paul,MN 55101-2526
League of Minnesota Cities (612)227-5600(FAX:221-098(_
g
Jul ,
y 28 1988
To: Managers and Clerks of Cities with 20 or More
Full-Time Employees
From: . Ann Houle, Research Analyst 4(
Re: Affirmative Action Plans
A
As indicated in the League memorandum of July 26, cities which
have 20 or more full-time employees are required to have a
state-certified affirmative action plan. To assist you in
preparing a plan, the following materials are enclosed: I
- sample affirmative action plan from the city of Anoka;
- the Anoka City Council resolution adopting the plan; '
- Minnesota Department of Human Rights Contract Compliance
Program brochure; and '
- Minnesota Department of Human Rights manual, "How to
Develop an Affirmative Action Plan. ” I
If you have any questions concerning specific information or
wording that should be included in the plan, contact Wendy
Robinson, compliance officer, Minnesota Department of Human
Rights, 7th Place and Minnesota Street, 500 Bremer Tower, St.
Paul, MN 55101, (612) 296-5683 .
IMPORTANT: If you are going to prepare a plan, remember to '
contact the Department of Human Rights in order to be placed on
their list of complying jurisdictions.
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A U G 0 1. 1988
CITY OF CHANHASSII.
%/##chwiet-t.
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M/)'iife$ota Depar#iiernt of flwan i hts
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To : County, City and Sch.■1 District Heads
From: Stephen W. Cooper Phone : 296-5665
Commissioner
Date : September 7 , 1988
Subject: POTENTIAL CUT OFF OF STATE FUNDS
During the ast several months you have been made aware through
hrough
various state agencies and associations of the amendment to state
' law M.S . 363 . 073 passed in the 1988 legislative session. This
law now requires all state political subdivisions who receive
more than S50 , 000 from the state , and who employ more than 20
full-time employees , to obtain a certificate of compliance from
the Department of Human Rights . The certificate is issued upon
the Department ' s receipt and approval of your affirmative action
' plan.
As of this date , the Department has not been contacted, either by -.-
phone or letter, of your intention to comply with this law.
' Since August 1 , 1988 is the date when the law went into effect ,
you are already in violation and may be subject to having state
funds withheld.
Therefore , in accordance with the extension that was previously
granted until December 1 , 1988 for the submission of your
affirmative action plan, please contact this agency by calling
' ( 612 ) 297-1690 and by sending a letter, within ten days of receipt
of this notice , indicating your knowledge of this requirement and
that you will be complying by submitting your affirmative action
' plan by December 1 , 1988 . If we have not been contacted within
this time period all state contract funds that you receive may be
withheld. In order to continue the flow of funds we will need to
' notify state agencies of your contacts with this Department and
intentions of complying with the law.
Should your total full-time workforce not exceed more than 20
employees you are exempt from this requirement. You must ,
however , send a notarized statement to this Department attesting
to this fact in order for your exemption to be allowed .
Please contact the Contract Compliance Unit at ( 612 ) 297- 1690
should you have any questions . rr: �
SEP 21 1988
AN EQUAL OP°ORTUNiTY EMPLOYER CITY-OFCHANHASSEN
500 Bremer Tower, 7th Place and Minnesota Street, St. Paul, Minnesota 55101 (612)296-5663 or (800)652-9747
4HzciLF
CITY OF CHANHASSEN
CARVER AND HENNEPIN COUNTIES, MINNESOTA I
DATE: RESOLUTION NO: I
MOTION BY: SECONDED BY:
A RESOLUTION APPROVING THE AFFIRMATIVE ACTION IN EMPLOYMENT
PLAN FOR THE CITY OF CHANHASSEN
WHEREAS, the Chanhassen City Council acknowledges that equal ,
opportunity employment for all persons is a fundamental human
value; and
WHEREAS, the City of Chanhassen does promote and encourage
full realization of human rights within City employment; and
WHEREAS, the State of Minnesota declares that artificial
barriers to employment, pursuant to MS 363 . 03 , are unfair discri-
minatory practies; and I
WHEREAS, under the Minnesota Human Rights Act, Section
363 . 073 , businesses or firms which (a) have more than 20 full-
time employees in Minnesota at any time during the previous 12
months, and (b) bid on a State contract for goods or services in
excess of $50 ,000 must have a Certificate of Compliance issued by
the Commissioner of the Minnesota Department of Human Rights .
Certificates are issued to businesses or firms that have an
Affirmative Action Plan approved by the Commissioner of the
Minnesota Department of Human Rights for the employment of
minorities , women and disabled persons .
WHEREAS, the City of Chanhassen intends to reinforce federal
merit standard principles and concepts by assuring that all
segments of society have an opportunity to enter public service
on the basis of open competition and advance according to
individual ability. '
NOW, THEREFORE, BE IT RESOLVED that the Chanhassen City
Council reaffirms and declares the Affirmative Action Program of
Chanhassen dated November 28, 1988 to the extent that such
declaration is reasonable and realistic and is not in conflict
with applicable laws of state and federal authorities:
DECLARATION OF POLICY OF AFFIRMATIVE ACTION
The City of Chanhassen acknowledges that equal opportunity for
all persons is a fundamental human value. Consequently, it is
the policy of the City to provide equal opportunity in employment
and personnel management for all persons; to provide access to,
admission to, full utilization and benefit of training and promo-
tional opportunities without discrimination because of race,
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color, creed, religion, national origin, sex, age, marital sta-
ll tus, public assistance status , veteran status , handicap or disa-
bility; and to otherwise promote full realization of human rights
within the City to the extent permitted by law. To implement
this policy, the City of Chanhassen requires that every person
making application for, currently employed by, or applying for
future vacancies in the employ of the City of Chanhassen will be
considered on the basis of individual ability and merit, without
' discrimination or favor. In furtherance of this policy, the City
of Chanhassen establishes an Affirmative Action Plan, providing
for and assuring fair and equitable treatment in all phases of
public employment, including selection, compensation, benefits,
training opportunities , promotions , transfers , lay-offs and other
terms, conditions, and privileges of employment. The concept of
' this affirmative action policy is consistent and fundamental to
the maintenance of effective equal opportunity and shall be
implemented as an integral part of the City of Chanhassen' s per-
sonnel system.
In the interest of advancing the goal of open competition and
equal opportunity in employment, the City undertakes the respon-
sibility for communicating its affirmative action policy to those
from whom it purchases products and services .
The City of Chanhassen has appointed Todd Gerhardt, Affirmative
Action Officer, to manage the Equal Employment Opportunity/
Affirmative Action Program. His responsibilities will include
monitoring all Equal Employment Opportunity activities and
' reporting the effectiveness of this Affirmative Action Program,
as required by federal, state, and local agencies . If any
employee or applicant for employment believes he/she has been
' discriminated against, please contact Todd Gerhardt, Affirmative
Action Officer, 690 Coulter Drive, Chanhassen, Minnesota 55317
or call ( 612) 937-1900 .
Employees and applicants are protected from coercion, intimida-
tion, interference, or discrimination for filing a complaint or
assisting in an investigation under the Minnesota Human rights
• Act.
Passed and adopted by the Chanhassen City Council this
day of , 1988 .
ATTEST:
Don Ashworth, City Manager Thomas L. Hamilton,g on, Mayor
YES NO ABSENT
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CITY OF CHANHASSEN
AFFIRMATIVE ACTION PROGRAM II
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CITY OF CHANHASSEN AFFIRMATIVE ACTION PLAN
1 TABLE OF CONTENTS
Page
I . PROJECT DESCRIPTION 1
II. EQUAL EMPLOYMENT OPPORTUNITY
POLICY STATEMENT 2
III. ASSIGNMENT OF RESPONSIBILITY
FOR AFFIRMATIVE ACTION PROGRAM 4
IV. DISSEMINATION OF POLICY 5
A. INTERNAL
B. EXTERNAL
' V. ORGANIZATIONAL CHART 6
VI . UTILIZATION ANALYSIS 10
VII . ESTABLISHMENT OF GOALS
AND TIMETABLES 18
VIII . PROBLEM IDENTIFICATION
AND CORRECTIVE ACTION 19
IX. MEASURES TO FACILITATE IMPLEMENTATION 21
X. AUDITING AND MONITORING 21
XI. VENDOR - CONTRACTOR RELATIONS 21
' XII. AFFIRMATIVE ACTION PLAN FOR
DISABLED INDIVIDUALS 21
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I . PROJECT DESCRIPTION
The City of Chanhassen is committed in providing all present and
future employees with Equal Employment Opportunities . To ensure
that Equal Employment Opportunities are followed, the City of
Chanhassen will act as an agent of the Federal and State
Government Agencies in the enformcent of all statewide standards
and policies regarding affirmative action.
To accomplish this task, the City of Chanhassen has established
the attached affirmative action plan and designated an EEO/AA
Coordinator to monitor all employment related activities and
informing the Minnesota Department of Human Rights of the City of
Chanhassen employment activities . The city anticipates spending
$1,000 in establishing an Affirmative Action Plan that will be
completed by December 1, 1988.
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II. EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
This is to affirm the City of Chanhassen' s policy of providing
' Equal Opportunity to all employees and applicants for employment
in accordance with all applicable Equal Employment Opportunity/
Affirmative Action laws , directions and regulations of federal,
state and local governing bodies or agencies thereof, specifi-
cally Minnesota Statute 363 .
The City of Chanhassen will not discriminate against or harass
any employee or applicant for employment because of race, color,
creed, religion, national origin, sex, disability, age, marital
status, or status with regard to public assistance.
The City of Chanhassen will take Affirmative Action to ensure
that all employment practices are free of such discrimination.
Such employment practices include, but are not limited to, the
following: hiring, upgrading, demotion, transfer, recruitment or
recruitment advertising, selection, layoff, disciplinary action,
termination, rates of pay or other forms of compensation, and
selection for training, including apprenticeship.
The City of Chanhassen will use its best efforts to afford
minority and female business enterprises with the maximum prac-
ticable opportunity to participate in the performance of sub-
contracts for construction projects that this City engages in.
The City of Chanhassen will commit the necessary time and resour- '
ces, both financial and human, to achieve the goals of Equal
Employment Opportunity and Affirmative Action.
' The City of Chanhassen fully supports incorporation of non-
discrimination and Affirmative Action rules and regulations into
contracts.
The City of Chanhassen will evaluate the performance of its
management and supervisory personnel on the basis of their
' involvement in achieving these Affirmative Action objectives as
well as other established criteria. Any employee of this City,
or subcontractor to this City, who does not comply with the Equal
Employment Opportunity Policies and Procedures as set forth in
this Statement and Plan will be subject to disciplinary action.
Any subcontractor not complying with all applicable Equal
Employment Opportunity/Affirmative Action laws , directions and
' regulations of the federal, state, and local governing bodies or
agencies thereof, specifically Minnesota Statute 363 will be
subject to appropriate legal sanctions .
The City of Chanhassen has appointed Todd Gerhardt to manage the
Equal Employment Opportunity activities and reporting the effec-
tiveness of this Affirmative Action Program, as required by
federal, state, and local agencies . The Chief Executive Officer
of the City of Chanhassen will receive and review reports on the
progress of the program. If any employee or applicant for
employment believes he has been discriminated against, please
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contact Don Ashworth, City Manager, City of Chanhassen, 690
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Coulter Drive, Chanhassen, MN 55317 , or call ( 612 ) 937-1900 .
II
Don Ashworth, City Manager u
Date: I
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1 III . ASSIGNMENT OF RESPONSIBILITY FOR AFFIRMATIVE
ACTION PROGRAM
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Todd Gerhardt is the designated EEO/AA Coordinator to monitor all
' employment related activities .
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IV. DISSEMINATION OF AFFIRMATIVE ACTION POLICY AND PLAN
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A. Internal Dissemination
1 . The policy statement and non-discrimination posters I
should be permanently posted and conspicuously displayed
in areas available to employees and applicants for
employment such as employee bulletin boards , lunchrooms ,
etc. , throughout the place of employment, and at each of
the City' s locations and construction sites .
2 . All executive, management and supervisory personnel
should be furnished a full copy of the Affirmative Action
Program/Plan and amendments .
3 . Each employee should be furnished a copy of the policy 11
statement and have access to the Affirmative Action Plan/
Program. This policy must be made available to all
employees including part-time, temporary or seasonal
employees .
4 . Review the City' s EEO/AA policies with all employees and 1
management at least once a year.
B. External Dissemination
1 . Communicate at pre-bid, pre-award, and pre-construction
conferences the City' s EEO/AA commitment and the sub-
contractor' s responsibilities regarding EEO/AA.
2 . Communicate to prospective employees the existence and ,
contents of your Affirmative Action Plan/Program and
policies.
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IV. ORGANIZATIONAL CHART
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ORGANIZATION CHART - CITY OF CHANHASSEN
City Council
Attorney Manager Commissions
Support Services
Administrative - Office Manager
Assistant - Data Proc. Coord.
- Treasurer
Park and Rec Planning Public Safety Public Works Director/
Coordinator Director Director City Engineer
1
Recreation Asst. City See Attached See Attached
Supervisor Planner
Planning
Intern
1111 1111 MO RIB OM 111111 MN NM NMI Mil NM MIN 11111111
1 1 1 1 i 1 ! 1 1 1 1 1 1 1 1 1 1111 1
ORGANIZATION CHART - CITY OF CHANHASSEN
PUBLIC WORKS DEPARTMENT
See
Previous
Sheet
Public Works Director
0o Street Superintendent Project Engineer Utility Superintendent Asst. City Engineer
Shop 31 Equip. Park Leadman/Heavy
Foreman Operators Foreman Eq. Operator Sr. Utility Operator Engineering Intern
Mechanic Equipment 2 Utility
(f) Operator Maintenance Operators
ORGANIZATION CHART - CITY OF CHANHASSEN
PUBLIC SAFETY DEPARTMENT
See
Previous
Sheet
Public Safety Director
Community Service Contractual Asst. Public Safety Dir/
Officer (PT) Police Services Code Enforcement Officer
Volunteer Fire Building
Fire Dept. Inspector Official
(38) (1) (1)
Building Heating
Inspector Inspector
(1) (open)
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all a — all a aia r — all as a - - r
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VI . WORKFORCE, AVAILABILITY AND UTILIZATION/
UNDERUTILIZATION ANALYSIS
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DEPARTMENT Administration City of Chanhassen
Administration WORKFORCE ANALYSIS
ADDRESS 690 Coulter Drive
DATA AS OF November 1. 1988 (CURRENT BY DEPARTMENT)
Chanhassen, MN 55317
JOB TITLE S) WAGE RATE OR TOTAL EMPLOYEES MINORITY EMPLOYEES (')
SALARY RANGE
t TOTAL TOTAL TOTAL MALE FEMALE
MALE FEMALE
1 B H AI/ A/ B H All A/
AN PI AN PI
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-.tionist 1 '20 - 1 .a1 1 • :_
Secretary ' 16,994 - 25,488 2 2
4 r.
Aan. Assistant 24,672 - 30,840 1 1
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Office Manager 24,672 - 30,840 1 1
Cit Mana.er
; 39,216 - 49 020 1 1
•
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TOTALS 6 2 4
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s (') _B - Black; H - Hispanic; AI/AN -
American Indian/Alaskan Native;
A/PI - Asian/Pacific Islander.
7/85
Minnesota• Depnrtment of Human Rights
11111 - - 1111 — r G all r • all MI MI — r ON MI R -•
— MI r r 1•11 all r - - s - - N E me r am N
COMPANY City of Chanhassen
DEPARTMENT Planning WORKFORCE ANALYSIS
DATA AS OF November 1, 1988 ADDRESS 690 Coulter Drive
(CURRENT BY DEPARTMENT)
Chanhassen, MN 55317
JOB TITLE S) WAGE RATE OR TOTAL EMPLOYEES MINORITY EMPLOYEES ( )
SALARY RANGE
•
TOTAL TOTAL TOTAL MALE FEMALE
MALE FEMALE
B H All A/ B H AI/ A/
AN PI AN PI
Asst. City Planner 24,672 - 30,840 1 1
City Planner 30,432 - 38,040 1 1
f
TOTALS 2 1 1
(•) B - Black; H - Hispanic; AI/AN -
American Indian/Alaskan Native;
A/PI - Asian/Pacific Islander.
7/85
Minnesota' Depnrtment or Human Rights / •
COMPANY City of Chanhassen
DEPARTME!:T Public Safety WORKFORCE ANALYSIS_
ADDRESS 690 Coulter Drive
DATA AS OF November 1, 1988 (CURRENT BY DEPARTMENT)
Clhanha sen MN S5a17
JOB TITLE S) WAGE RATE OR TOTAL EMPLOYEES MINORITY EMPLOYEES (')
SALARY RANGE - '
TOTAL TOTAL TOTAL MALE FEMALE
MALE FEMALE
B H AI/ A/ B H AI/ A/
AN PI AN PI
Fire Marshal 22,656 - 28,320 1 1
I r .
Mechanical Inspector t 24,672 - 30,840 1 1
Building Inspector II 24,672 - 30,840 1 I 1 j
Asst. Public Safety
Director '; 30 432 - 38 040 1 _ 1
Public Safety .;
N Director 'j 34,848 - 43,560 1 1
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• TOTALS
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(a) B - Black; H - Hispanic; AI/AN -
•
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_American Indian/Alaskan Native;
A/PI - Asian/Pacific Islander.
7/85
4 Minnesota' Department of Human Rights ,
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' r1 - 11111 NM NB NM - MI E - S - MI - 11111 r 11111 11111 11111
— 1 1 — MB r r 1 r 110 1 x 1 1 — 1 - - 1
COMPANY City of Chanhassen
DEPARTMENT Finance WORKFORCE ANALYSIS
DATA AS OF November 1, 1988 ADDRESS 690 Coulter Drive
(CURRENT BY DEPARTMENT) Chanhassen, MN 55317
JOB TITLE S) WAGE RATE OR TOTAL EMPLOYEES MINORITY EMPLOYEES (')
SALARY RANGE i TOTAL TOTAL TOTAL MALE FEMALE MALE FEMALE
B H AI/ A/ B H AI/ Al
AN PI AN PI
Account Clerk 16,994 - 25,488 1 1
I $
Data Proc. Coordinato 27,216 - 34,020 1 i 1
Treasurer 27,216 - 34,020 1 i 1 j
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• TOTALS 1 . 2 1-----T f
(') B - Black; H - Hispanic; AI/AN -
. American Indian/Alaskan Native;
A/PI - Asian/Pacific Islander.
7/85
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DEPAATNE':T Park and Recreation COMPANY City of Chanhassen
WORKFORCE ANALYSIS
DATA AS OF ADDRESS 690 Coulter Drive
November 1, 1988 (CURRENT BY DEPARTMENT) Chanhassen, MN 55317
JOB TITLE S) WAGE RATE OR TOTAL EMPLOYEES MINORITY EMPLOYEES ( )
SALARY RANGE -
TOTAL TOTAL TOTAL MALE FEMALE
•MALE FEMALE
B H AI/ A/ B H All A/
AN PI AN PI
Recreation Supervisor 24,672 - 30,840 1 1 I
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Park & Pec Coordinator 27,216 - 34,020 1 1
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• TOTALS 2 1 ' 1
' +
(I) B - Black; H - Hispanic; AI/AN -
American Indian/Alaskan Native;
A/PI - Asian/Pacific Islander.
7/85 '
Minnesota' Department of Human Rights
11111 - - - IN r IN - - r - r IN r 11111 NS NM - 111111.
1 1 1 0 1 1 1 1 1 - 1 1 1 1 1 M 1 r I
DEPARTMENT Public Works WORKFORCE ANALYSIS COMPANY City of Chanhassen
DATA AS OF November 1, 1988 ADDRESS _ gp cal ter Driy
(CURRENT BY DEPARTMENT) Chanhassen, MN 55317
J09 TITLE S) WAGE RATE OR TOTAL EMPLOYEES MINORITY EMPLOYEES (°) ,
SALARY RANGE
-
+ , TOTAL TOTAL TOTAL MALE FEMALE
MALE FEMALE
AI/ A/ AI/ A/
B H AN PI B H AN PI
I -
a. i. ent •.erator 16,994 - 25,488 3 3
Utility Operator ,119,632 - 24,540 2 2
Mechanic it 19-632 - 24,540 1 I 1
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Sr. Utility Operator !122,656 - 28,320 1 1 - l
rn Hea Equipment Oper. ;122,656 - 28,320 1 1
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,Park Foreman ' 24,672 - 30,840 1 1
,Shop Foreman ' 24,672 - 30,840 1 , 1
Staff Engineer 24,672 - 30,840 1 1
Street Leadman 24,672 - 30,840 1 1
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Utility Superintendent 27,216 - 34,020 1 1
Street Superintendent 27,216 - 34,020 1 1
Public Works Director 34,848 - 43,560 1 1
• TOTALS 15 15 .
(*) B - Black; H - Hispanic; AI/AN -
American Indian/Alaskan Native;
A/PI - Asian/Pacific Islander.
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AVAILABILITY/UTILIZATION/UNDERUTILIZATION
FEMALES MINORITIES
UTILIZATION AVAILABILITY UTILIZATION AVAILABILITY
NUMBER _ , NUMBER
UNDER- UNDER-
JOB GROUP TOTAL NUMBER x NUMBER % UTILIZED NUMBER S NUMBER S UTILIZED
MANAGER 1 0 0%
PROFESSIONAL/TECH 11 3 27%
SALES WORKERS
0 0 0%
OFFICE/CLERICAL 5 5 100%
SKILLED CRAFT 4 0 0%
OPERATIVES 0 0 0%
LABORERS 12% 0 0%
SERVICE WORKERS 0 0 0%
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SMALL COMPANY
WEIGHTED 33 8 24 .0% 15 45% 7 0 0 1 4 .5% 1
_ AVAILABILITY
* SOURCE OF AVAILABILITY % 9 rocor1-1 SWSA-
rr r r in Mt MN — IN N - e r ■r N i - • a -
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VII . ESTABLISHMENT OF GOALS AND TIMETABLES
The City of Chanhassen has identified the underutilization of
minorities or females within each of the departments . It is the
goal of the City of Chanhassen, within the next two years as the
City Council considers expansion, contraction and turn over, the
city will make a good faith effort to hire qualified women and
minorities into those departments where underutilization exists .
To measure the effectiveness of the city Affirmative Action
Program, a computerized underutilization analysis chart will be
developed to identify deficiencies by race and sex and set forth
timetables to accomplish our affirmative action goals ( see
attached example) .
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CITY OF ARIOKKA
ESTAI3LISHMENT OF GOALS G. TIMETABLES
Protective Administrative Skilled
JOB GROUP: Service Workers JOB GROUP: Support JOB GROUP: Craft Workers
TOTAL MINORITIES WOMEN TOTAL MINORITIt:3 WOMEN TOTAL. MINORITIES WOMEN
1. PROFILE f 22 0 0 22 0 19 21 0 0
2. PROFILE % 100.0. 0% 0% 100.0 0% 86.3% 100.0 0% 0%
I _
co 3. AVAILABILITY % �\~�•X 3. 147, 6.28% ,k♦\,♦♦ 1 .53% 78.2%
A,%..% 1 . 177 8.02%
♦ �`il'�♦ ♦�♦!♦♦♦A♦•
11i1DER11TILIZEII X�' \ ♦♦ , �•♦ ♦
4. (YES OR NO) .`` `v,°� YES/1 YES/I A. NO NO x.♦�*�� NO YES/2 v ti
Yv.Y, �,x)Jl e
x♦♦♦♦ •♦♦
•N'K: - `,.,&.\<: .
PROFILE - 1 10% ♦♦�♦ji4•
t'IOC. \ 4y�♦
MOVEMENT % I\,:,-,>:s,:.,' vc 3.14% *♦, ` ♦•',w' 8.02%
\, y ♦•♦�f , 40 4:'�:: r 4 �: 0114 '
a.EAT. YII . OF UTILIZATION 1993 1990 ♦�♦♦♦♦�, ^4�♦♦i♦i♦i 1993
,`,4.V♦� • `. ♦♦•�
.X X . Z s :.:c a. ♦° `
N 0 T E: This"tinder-utilization Analysis"L part of the Affirmative Action Program propnrod to moot the atnndnrdn roapairool by Itovisirnl Order No.4. The torsos unud herein
such as "Undsrutili:atiou"and "Availability",ore uood eoloty in the contort of the Affirmative Action Program for the purpoue of complying with the Aftir►naative
Action objectives of such Order. They have no moaning for Any othor purp000.
OM iRCErnolcMun tat se111111 & 1111111istNVf 111111 MMRot1111)ar—t 11111 tis,11111-a 1i111111 Om in as r
as ma r as am as gal — um — as a a an a — a r - air
CITY Off' ANNNOKKA
ESTABLISHMENT OF GOALS Lx TIMETABLES
Supervisor
Service— Mechanics Construction
JOB GIt0UP: Maintenance JOIl GROUI': and Repairers JOB GROUP: Maintenance
TOTAL MINORITIES WOMEN TOTAL, hIINORITIE3 WOMEN TOTAh MINORITIES WOMEN
I. PROFILE f 12 0 0 4 0 0 4 0 0
2. PROFILE S 100.0 0% 0% 100.0 0% 0 100.0 0% 0%
1
`P J. AVAILABILITY ` v } •jjy:
1 .53% 18.41% :,� .64% .73% i�ii�►•i .327 07,
IIIIUEII UTILIZED �� • �• '
4. (YES on no) \>_�A ` �••�
NO YES/2 •` NO NO ••
L� �ti el NO NO
6. ANNUAL GOALS: 4X 4 . `O:
PROFILE. # 4 2 ' :•$• ••
'; t*x; , •,. •
MOVEMENT % k ,sk <PO 1 '• :,;•"..'NS/.'
O.EBT. Yit. OF UTILIZATION ',
1992 0,•,�� •*s*"••
. rK
N 0 T E: Thir"llndarutilization Annly.ia"la part of Iho Affirtnnlivo Action Program propnrivl to rovot tho atnndnrdn roquiral by Itoriaed Or<lor Ho. 4. Tho loins. unotl Iwtoin
such as Und.rutilizatiou"and "Availability",are uood eololy in the context of the Affirmativo Action Program for tho purpono of complying with the Affirmative
Action obJectivoa of such Ordor. Thoy havo no moaning for any other purp000.
SOURCE: Anoka County Research & Stptistics Office, Minnesota Department of .lohs & Trnininn
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VIII . PROBLEM AREAS/DEFICIENCY IDENTIFICATION AND ANALYSIS
11 A summary of the City of Chanhassen ' s problem/deficiency a r eas
are as follows:
A. Administration
Problem Identification
There is a profile imbalance for minorities in this job
group.
Corrective Action
The Administration Department will encourage minorities
to apply by expanding its recruitment opportunities.
B . Park and Recreation
Problem Identification
There is a profile imbalance for minorities in this job 1
group.
Corrective Action 1
The Park and Recreation Department will encourage minori-
ties to apply by expanding its recruitment opportunities . 1
C. Planning -
Problem Identification I
There is a profile imbalance for minorities in this job
group. I
Corrective Action
The city is looking to add an additional planner in the I
spring of 1989 . The department will encourage minorities
to apply and will expand its recruitment to colleges and
areas outside of Minnesota. 1
D. Finance
Problem Identification 1
There is a profile imbalance for minorities in this job
group. I
Corrective Action
The Finance Department will encourage minorities to 1
apply by expanding its recruitment opportunities .
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E. Public Safety
Problem Identification
There is a profile imbalance for women in this job group.
We do not anticipate openings but will select at least by
availability rate.
11 Corrective Action
Recruitment for women will be expanded to colleges and
areas outside of Minnesota.
F. Public Works
Problem Identification
There is a profile imbalance for women and minorities in
this job group. We do not anticipate openings but will
select at least by availability rate.
Corrective Action
The city will recruit for qualified minorities and women.
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IX. MEASURES TO FACILITATE IMPLEMENTATION
To assure progress towards Affirmative Action goals and equal
employment opportunities and provide to all present and future
employees, the City of Chanhassen shall pursue the following
related to hiring, promotion, training opportunities, classifica-
tion, recruitment, and compensation. I
Recruitment of Employees
The City of Chanhassen and subcontractor will contact 1
verbally and in writing, unions, minority, female, and handi-
capped community organizations and agencies .
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X. INTERNAL AUDIT AND REPORTING SYSTEMS
The internal audit report will be prepared in table format and
dated. Categories be included are: Applicant flow, New Hires,
Promotions , Transfers, and Terminations (voluntary and involun-
tary) for end job category.
XI. SUBMISSION OF COMPLIANCE REPORTS: MONTHLY & SEMI-ANNUAL
A. Semi-Annual Reports
Semi-Annual Compliance Reports will be submitted to the
Minnesota Department of Human Rights .
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XII. AFFIRMATIVE ACTION PLAN FOR DISABLED INDIVIDUALS
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I. DISABLED INDIVIDUALS AFFIRMATIVE ACTION CLAUSE
' The City of Chanhassen shall not discriminate against any
employee or applicant for employment because of physical or men-
tal disability in regard to any position for which the employee
11 or applicant for employment is qualified. The City of Chanhassen
agrees to take affirmative action to employ, advance in
employment, and otherwise treat qualified disabled individuals
without discrimination based upon their physical or mental disa-
bility in all employment practices such as the following:
employment, upgrading, demotion or transfer, recruitment, adver-
tising, layoff or termination, rates of pay or other forms of
compensation, and selection for training, including appren-
ticeship.
The City of Chanhassen agrees to comply with the rules and rele-
vant orders of the Minnesota Department of Human Rights issued
pursuant to the Minnesota Human Rights Act. The City of
Chanhassen agrees to post in conspicuous places, available to
i employees and applicants for employment, notices in a form to be
prescribed by the commissioner of the Minnesota Department of
Human Rights . Such notices shall state the City' s obligation
under the law to take affirmative action to employ and advance in
employment qualified disabled employees and applicants for
employment, and the rights of applicants and employees .
The City of Chanhassen shall notify each labor union or represen-
tative of workers with which it has a collective bargaining
agreement or other contract understanding, that the contractor is
bound by the terms of Minnesota Statutes, section 363 .073 of the
Minnesota Human Rights Act and is committed to take affirmative
action to employ and advance in employment physically and men-
tally disabled individuals .
' II. SCHEDULE FOR REVIEW
The City of Chanhassen will review all physical and mental job
requirements to the extent that these requirements tend to screen
out qualified disabled individuals . It will be determined
whether these requirements are job related, and consistent with
business necessity and the safe performance of job (for example,
11 a requirement to lift 50 lbs . would be re-examined to see whether
it was really necessary for a particular job) .
11 These requirements will be reviewed semi-annually on January 30
and July 30 .
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III. PRE-EMPLOYMENT MEDICAL EXAMS 1
The City of Chanhassen may require a comprehensive medical exam
prior to employment. The results of such an examination will not
be used to screen out qualified disabled individuals.
Information obtained in response to such inquiries or examination
shall be kept confidential except that (a) supervisors and mana-
gers may be informed regarding restrictions on the work or duties
of disabled individuals and regarding accommodations, (b) first
aid and safety personnel may be informed, where and to the extent
appropriate, if the condition might require emergency treatment,
and (c) officials, employees , representatives, or agents of the
Minnesota Department of Human Rights or local human rights agen-
cies investigating compliance with the act or local human rights
ordinances shall be informed if they request such information.
IV. ACCOMMODATIONS TO PHYSICAL AND MENTAL LIMITATIONS OF
EMPLOYEES
The City of Chanhassen shall make a reasonable accommodation to
the physical and mental limitations of an employee or applicant
unless such an accommodation would impose an undue hardship on
the conduct of the business .
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V. COMPENSATION
In offering employment or promotions to disabled individuals, the 1
City of Chanhassen shall not reduce the amount of compensation
offered because of any disability income, pension, or other bene-
fit the applicant or employee receives from another source.
VI. OUTREACH, POSITIVE RECRUITMENT, AND EXTERNAL DISSEMINATION
OF POLICY
The City of Chanhassen shall review employment practices to
determine whether the personnel programs provide the required
affirmative action for employment and advancement of qualified
disabled individuals. Based upon the findings of such review,
the City of Chanhassen shall undertake appropriate outreach and
positive recruitment activities , such as those listed below.
A. Develop internal communication of obligation to engage in
affirmative action efforts to employ qualified disabled indivi-
duals in such a manner as to foster understanding, acceptance,
and support among executive, management, supervisory, and all
other employees and to encourage such persons to take the
necessary action to aid the City of Chanhassen in meeting this
obligation.
B. Develop reasonable internal procedures to ensure that the 1
obligation to engage in affirmative action to employ and promote
qualified disabled individuals is being fully implemented.
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C. Periodically inform all employees and prospective employees
of the commitment to engage in affirmative action to increase
employment opportunities for qualified disabled individuals .
D. Enlist the assistance and support of recruiting sources
( including state employment security agencies, state vocational
rehabilitation agencies or facilities , sheltered workshops ,
college placement officers , state education agencies , labor
organizations and organizations of or for disabled individuals)
of the City of Chanhassen ' s commitment to provide meaningful
employment opportunities to qualified disabled individuals.
' E. Engage in recruitment activities at educational institutions
which participate in training of the disabled, such as schools
for the blind, deaf , or retarded.
F. Establish meaningful contacts with appropriate social service
agencies , organizations of and for disabled individuals, voca-
tional rehabilitation agencies or facilities , for such purposes
as advice, technical assistance, and referral to potential
employees .
G. Review employment records to determine the availability of
promotable and transferable qualified known disabled individuals
presently employed, and to determine whether their present and
potential skills are being fully utilized or developed.
H. Include disabled workers when employees are pictured in con-
sumer , promotional, or help wanted advertising.
I. Send written notification of company policy to all contrac-
tors , vendors and suppliers , requesting that they act in a manner
consistent with the City of Chanhassen ' s policy on affirmative
action.
J. Take positive steps to attract qualified disabled persons not
currently in the workforce who have requisite skills and can be
recruited through affirmative action measures.
VII. INTERNAL DISSEMINATION OF POLICY
Realizing that an outreach program is ineffective without ade-
quate internal support from supervisory and management personnel
and other employees , who may have had limited contact with
disabled persons in the past, and in order to assure greater
employee cooperation and participation, the City of Chanhassen
shall desseminate this policy internally as follows:
iA. Include it in the policy manual .
' B. Publicize it in the company newspaper, magazine, annual
report, and other media.
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C. Conduct special meetings with executive, management, and
supervisory personnel to explain the intent of the policy and
individual responsibility for effective implementation, making
clear the City of Chanhassen' s attitude.
D. Schedule meetings with all employees to discuss policy and '
explain individual employee responsibilities.
E. Discuss the policy thoroughly in both employee orientation I
and management training programs.
F. Meet with union officials to inform them of the City of
Chanhassen ' s policy, and request their cooperation.
G. Include nondiscrimination clauses in all union agreements ,
and review all contractual provisions to ensure they are non-
discriminatory.
H. Include articles on accomplishments of disabled workers in I
company publications.
I. Post the policy on company bulletin boards, including a
statement that employees and applicants are protected from coer-
cion, intimidation, interference, or discrimination for filing a
complaint or assisting in an investigation under the Minnesota
Human Rights Act.
J. When employees are featured in employee handbooks or similar
publications for employees , include disabled employees.
VIII. RESPONSIBILITY FOR IMPLEMENTATION I
Todd Gerhardt, EEO/AA Coordinator, has been designated director
of the City of Chanhassen ' s affirmative action activities.
His identify shall appear on all internal and external com-
munications regarding the City of Chanhassen' s affirmative action
programs . Todd Gerhardt has been given necessary top management
support and staff to manage the implementation of this program,
including the following activities:
A. Develop policy statements, affirmative action programs, and
internal and external communication techniques, including regular
discussions with local managers, supervisors, and employees to be
certain the City of Chanhassen ' s policies are being followed. In
addition, supervisors shall be advised that:
(1) their work performance is being evaluated on the basis of
their affirmative action efforts and results, as well as other
criteria; and
( 2) The City of Chanhassen is obligated to prevent harassment of
employees placed through affirmative action efforts.
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B. Identify problem areas in conjunction with line management
and known disabled employees , in the implementation of the
affirmative action plan, and develop solutions.
' C. Design and implement audit and reporting systems that will :
(1 ) measure effectiveness of the City of Chanhassen ' s plan;
( 2) indicate need for remedial action;
( 3 ) determine the degree to which objectives have been
attained;
( 4) determine whether known disabled employees have had the
1 opportunity to participate in all company sponsored edu-
cational , training, recreational, and social activities;
and
(5 ) ensure that each location is in compliance with the
Minnesota Human Rights Act.
D. Serve as liaison between the City of Chanhassen and the
Minnesota Department of Human Rights .
E. Serve as liaison between the City of Chanhassen and organiza-
tions of and for disabled persons, and arrange for the active
involvement by company representatives in the community service
programs of local organizations of and for the disabled.
F. Keep management informed of the latest developments in the
entire affirmative action area.
G. Arrange for career counseling for known disabled empolyees .
11 IX. DEVELOPMENT AND EXECUTION OF AFFIRMATIVE ACTION PROGRAMS
The Affirmative Action Plan for the City of Chanhassen shall be
' developed and executed as follows :
A. Job qualification requirements reviewed shall be made
available to all members of management involved in the recruit-
ment, screening, selection, and promotion process.
B. The City of Chanhassen shall evaluate the total selection
process including training and promotion to ensure freedom from
stereotyping disabled persons in a manner which limits their
access to all jobs for which they are qualified.
C. All personnel involved in the recruitment, screening, selec-
tion, promotion, disciplinary , and related processes shall be
carefully selected and trained to ensure that the commitments in
its affirmative action program are implemented.
D . Formal briefing sessions shall be held, with representatives
' from recruiting sources . Plant tours, clear and concise explana-
tions of current and future job openings, position descriptions,
worker specifications, explanations of the City of Chanhassen ' s
selection process, and recruiting literature shall be an integral
part of the briefings. Formal arrangements shall be made for
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referral of applicants, follow up with sourcews, and feedback on
disposition of applicants.
E. A special effort shall be made to include qualified disabled
persons on the personnel relations staff. '
F. Disabled employees shall be made available for participation
in career days, youth motiviation programs, and related activi-
ties in their communities.
G. Recruiting efforts at all schools shall include special
efforts to reach disabled students.
H. An effort shall be made to participate in work study programs
with rehabilitation facilities and schools which specialize in
training or educating disabled individuals .
I. The City of Chanhassen shall use all available resources to
continue or establish on-the-job training programs .
Chief Executive Officer Date
A.A. Officer Date I
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