HomeMy WebLinkAboutRES 371 Draft 01 1980-1984County of Hawaii—State of Hawaii
Resolution No. 371 8%
WHEREAS, the County of Hawaii Affirmative Action Plan is to
reaffirm the commitment of the County government to equal employment
opportunities for all persons: and
WHEREAS, the "Plan" is to establish an affirmative action
program to guide in the administration of equal employment
opportunities in all areas of personnel policy and procedures;
and
WHEREAS, the "Plan" recognizes the serious underrepresentation
in the County government of various ethnic groups and females'in
smaller number than would be expected by their presence in the
labor force as a "less than adequate and reasonable utilization of
skills."
WHEREAS, it is the policy of the County of Hawaii to take positive
and continuing action to promote equal employment opportunities without
regard to race, sex, age, religion, color, national origin, handicap,
marital status, or arrest and court record.
NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE COUNTY OF
HAWAII that the following Plan of Action be implemented no later than
July 31, 1982:.
(1) For each position advertised, applicant flow data
shall be compiled by the Department of Civil Service
indicating the number of applicants by sex, ethnicity,
handicap, age, and geographic district.
(2) Semi-annual reports shall be compiled by each
department indicating the number of%employees who
apply for and are accepted to participate in
training. These data are reported by job category,
position title, sex, and ethnicity for each type
of training offered.
(3) Department and agency heads should meet on a
quarterly basis with the Managing Director and
Affirmative Action Officer to review the status
of progress in reaching goal objectives. The
review willcover staff distribution, promotions,
new hires, and identification of barriers or
problems encountered in efforts to achieve goals
as well as suggestions for better ways of
accomplishing affirmative action objectives.
(4) Department/agency heads shall offer all exiting
employees the opportunity for an exit interview
with either a designated staff member or the
Affirmative Action Officer, in order to obtain
comments, complaints, or suggested improvements
on matters pertaining to equal opportunity.
(5) The selection process shall be reviewed for those
appointments where a target group member is available
for selection and the department shows underrepresenta-
tion of target group members for the job category in
question.
(6) An evaluation checklist shall be developed for
distribution to the employees, employers, and
interested organizations to solicit comments and
concerns. The result of that review shall be published
in an annual report to the Mayor and Council.
(7) The Affirmative Action Officer shall provide an
annual report to the Mayor and Council on the
status of the County's affirmative action program.
BE IT FURTHER RESOLVED that the Clerk of the County of Hawaii
be instructed to remit true copies of this resolution to the Mayor
of the County of Hawaii and his Department Heads and to the
Affirmative Action Officer.
Dated at Hilo, Hawaii this
COUNTY COUNCIL
County of Hawaii
Hilo, Hawaii
7th day of June ,1982.
ROLL CALL VOTE
JAYES1 NOES
eI x
De Luz, III
Domingo X
I hereby certify that the foregoing RESOLUTION was by the vote indicated to Fujii x
the right hereof adopted by the COUNCIL of the County of Hawaii on
Hale X
June 7, 1982 Kawahara x
..............................................._.....................................................—......— Lai X
ATTEST: Schutte x
Chr. Yamashiro x
Reference: FC -206
T. �
M.B. No.
COUNTY CLE K AAIRN PR SIDING OFFICER 371 82
RESOLUTION N0.