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 Syracuse
 Code of Ordinances
 REVISED GENERAL ORDINANCES
 Chapter 39. AFFIRMATIVE ACTION PLAN

  § 39-7. Selection procedures and other personnel transactions.  

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  • In order to provide equal employment opportunities to the protected classes, currently existing artificial barriers must be identified and replaced with fair, equitable, job-related hiring standards and procedures.

    Selection procedures:

    (1)

    Careful job analyses shall be conducted to determine the knowledge, skills, abilities and other qualification requirements around which selection devices will be objectively tailored.

    (2)

    All city departments/offices in conjunction with the personnel department shall collect and forward job specification data to the Onondaga County Division of Civil Service Administration to assist it in properly validating all selection devices (including written tests, oral exams, rating of training and experience, etc.) to ensure that they are job related.

    (3)

    All selection procedures shall be reviewed on an ongoing basis to assure their relevance to the job category in question and, as necessary, shall be updated to eliminate artificial barriers which may inhibit the employment and upward mobility of members of the protected classes.

    (4)

    The city job application and employment forms shall be frequently reviewed and revised as necessary, to ensure that information required is strictly job related.

    (5)

    All persons involved in employment interviews and selection shall use objective, job-related selection standards and support the affirmative action policy of the city of Syracuse.

    (6)

    Each department shall maintain an ongoing record of the race, sex and disabilities of all candidates applying, interviewed, hired, promoted or transferred; and shall submit a report to the affirmative action officer on a quarterly basis.

    (7)

    The glow of minority group members, disabled individuals, and women through the application and selection process shall be analyzed to identify actual and potential sources of impermissible discrimination.

    (8)

    Efforts shall be made to place the protected classes in job categories having low representation.

(Gen. Ord. No. 37-1985, 7-29-85)