Every several years the Equal Employment Opportunity (EEO) Advisory Committee completes an Equal Employment Opportunity Plan for the County. The Board of Supervisors last approved the 2002-2005 EEO Plan on April 16, 2002. The purpose of the plan is to:
• Reaffirm the County’s philosophy and commitment to equal employment opportunity efforts in its employment practices,
• Promote a work environment that is free from all forms of discrimination and harassment,
• Eliminate unnecessary, arbitrary or artificial practices that affect applicants and employees,
• Provide opportunities for career development and advancement for all employees, and
• Recommend recruitment, retention and career development strategies to support the County’ s diversity and community we serve.
As a result of collaborative efforts between recruitment analysts, the County Manager, department heads and EEO advisory committee members, several accomplishments of the 2002-2005 plan are highlighted in the areas of Recruitment and Selection, Training and Diversity and Career Development and Retention:
(1) The County expanded outreach efforts to attract applicants who are representative of the community. Minority representation growth is consistent with the changing community demographics and has increased the County’s ability to better serve customers;
(2) An online application and requisition system was implemented to simplify and streamline the recruitment process for applicants and departments;
(3) The County provided updated training on harassment and sexual harassment to 450 managers and supervisors and 1,680 line staff;
(4) The County’s non-discrimination policy was updated and distributed to every County employee including procedures on how to resolve or file a complaint;
(5) The County implemented on-line mandated sexual harassment training to 900 managers and supervisors;
(6) The County’s Americans with Disabilities Act Reasonable Accommodations Procedures were updated and distributed to all managers and supervisors and training was provided to 300 supervisors;
(7) Department specific training programs were designed and provided;
(8) The diversity training program was expanded to broaden the focus on generations, communications and conflict resolution;
(9) A Management Development and Mentoring program was developed and implemented; and
(10) Training in Human Resources Administration and Finance was developed and provided to staff.
|