The City Council adopted a resolution replacing the City's Affirmative Action Plan with the Equal Employment Opportunity Policy at its July 28, 1998 Council meeting. This policy states (in its entirety):

"It is the policy of the City of Mountain View to afford equal employment opportunities for all persons without discrimination because of race, color, religion, sex, sexual orientation, political affiliation, national origin, ancestry, age, marital status, or physical or mental disability, except where a person's gender may be a "bona fide" qualification and reasonably necessary to the normal operation of public employment.

This policy is a commitment to equal opportunity in all employment practices: recruitment, testing, selection, promotion, transfer, compensation, benefits and all other matters of employment. The City will undertake a program to make known that equal employment opportunities are available on the basis of individual merit and fitness to encourage all persons to seek employment with the City and to strive for advancement on that basis. The City's commitment to equal opportunities in employment for all persons is not to be reached by discriminating against or granting preferences to any individual or class of persons on account of Classifications."

Implementation Plan
The City Council directed the City Manager to make public a City implementation plan for this policy. The following are the recommended guidelines which will serve as tools to implement the Equal Employment Opportunity Policy, as required.

• Recruit broadly to attract all qualified individuals including males, females, minorities and nonminorities. This includes utilizing a broad range of publications and, as necessary, other forms of recruitment media.
• Review and revise City personnel rules, policies and procedures, as necessary, to ensure that they are in compliance with Federal and State laws.
• Facilitate internal and external communication of the Equal Employment Opportunity Policy to all officers and employees of the City. This includes ensuring that department heads are made aware of the City's Equal Employment Opportunity Policy, conducting training, as necessary; assisting them in solving problems and in recognizing equal employment opportunities for all persons on the basis of merit.
• Continue to monitor all employment practices including transfers, appointments, promotions, terminations, performance evaluations and other personnel actions, procedures and exams to ensure they are neither preferential nor discriminatory and comply with the City's Equal Employment Opportunity Policy. Make sure that all position requirements (including minimum qualifications and testing processes) are job-related, that they are realistic and reflect the essential functions of the position and do not establish artificial barriers to employment.
• Serve as a liaison between departments, enforcement agencies, organizations and community groups, as necessary, to open communication channels and to enlist their help in finding qualified persons from all segments of the community.
• Ensure a work environment free from discrimination and harassment as required by the City's Harassment Policy and Reporting Procedure by scheduling and conducting training for all employees on topics such as sexual and other forms of harassment and discrimination and valuing cultural diversity, as necessary; include a discussion of the City's Equal Employment Opportunity Policy in management team-building sessions, as appropriate.
• Make any investigations, findings and recommendations regarding complaints of discrimination or preferential treatment as outlined in the Equal Employment Opportunity Policy, and prepare any required reports for submission to State and Federal agencies on matters relating to equal employment.
• Encourage employee development by assigning employees to jobs that might lead to greater personal and professional growth, as appropriate; advise and counsel employees on the knowledge and skills necessary for upward mobility, if requested.
• Ensure that oral board raters continue to receive an orientation on equal employment opportunity practices and the Americans with Disabilities Act.

Conclusion
This implementation plan provides basic guidelines to ensure that the intent of the City's Equal Employment Opportunity Policy (for all persons, without discriminating against or granting preference to any individual or class of persons on account of classifications) continues to be achieved.

Kevin C. Duggan
City Manager