Equal Employment Opportunity Plan
Effective: May 1, 2005 to April 30, 2007
Policy Statement
It is the continuing policy of the Port Orange
Police Department to be firmly committed to affording equal employment
opportunity to qualified individuals regardless of race, color, gender,
religion, national origin or disability status throughout the employment
practice, including but not limited to recruiting, hiring training,
compensation, benefits, promotions, transfers, layoffs, discipline and other
terms, conditions and privileges of employment. The department shall continue to
provide its members a viable means for communicating and resolving grievances
and complaints regarding unlawful discriminatory employment practices. Any
employee of the Port Orange Police Department who fails to comply with this
policy is subject to appropriate disciplinary action.
Objectives
The Port Orange Police Department continues to
be committed to making its workforce profiles more closely reflect the labor
force available not only in the City Of Port Orange, but the Daytona Beach
metropolitan service area as well. The department has established the following
objectives based on the underutilization analysis.
Because females are underutilized in the
Protective Services and Para-professional workforce, it is our goal to increase
representation by evaluating our recruitment and promotional practices to ensure
that females and minorities receive equal opportunity to secure employment and
advancement opportunities. We will review hiring practices and promotional
requirements to ensure no unnecessary barriers exist that would deny females
equal employment opportunity with the agency. Specifically, the department will
continue to try to attract qualified female (and minority candidates) applicants
for the Protective Services positions.
Although African-American females are
underutilized in the two para-professional positions, these positions are
currently filled with long-standing employees and no vacancy is expected in the
near future. Should a vacancy occur, the department would seek to hire or
promote from within a minority group.
Steps to Achieve Objectives
Recruiting and hiring is a year-round function
at the Port Orange Police Department. We will maintain these ongoing recruitment
efforts to hire and promote females and minority males by:
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Continuing to advertise employment
opportunities on the police department web site. |
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Maintaining intensive recruitment efforts
through job fairs and classroom visits at central Florida colleges
(including a local minority college) and criminal justice training centers. |
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Recruitment literature and displays have
been significantly enhanced and will continue to include photographs
depicting uniformed officers consisting of diverse gender and ethnicity. |
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Continuing to offer opportunities and
sponsorships when possible for females and minorities to be hired as
civilian recruits while attending local police academies. |
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Encouraging and providing training for more
females and minorities to be role models and coaches by becoming field
training officers. |
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Continuing to include career counseling for
all employees, particularly women and minorities, at the annual evaluation
conference and throughout the year. |
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Reviewing selection and promotion for
ranking sworn positions to ensure that these practices do not in any way
tend to discriminate or lessen the opportunity for advancement of women and
minority males. |
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Encouraging females and minorities to take
advantage of department training policies that provide for career enhancing
courses and seminars at local Criminal Justice Training Centers, and
reimbursement for college course work. |
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Providing EEO training to supervisors and
managers on EEO policies. |
