Laserfiche WebLink
C. Review work specifications and job qualifications to ensure job-relatedness. <br />d. Inventory promotion decisions for impact on women or minorities. <br />e. Conduct career counseling, where appropriate, during performance evaluations. <br />f. Inform employees about educational programs and other opportunities available to <br />improve their employment prospects. <br />g. Post or otherwise announce promotional opportunities. <br />h. Review seniority practices to avoid discriminatory effects. <br />i. Review Company-sponsored social and recreational activities to ensure non. <br />discriminatory participation and availability. <br />Internal Audit and Reporting Requirements <br />41 C.F.R. § 60-2.17(d) <br />Tiffany Banks, Hill's EEO/AA Officer, maintains an internal audit system to attempt to oversee Hill's plan and <br />assess progress. This enables Hill to determine areas for improvement and affirmative efforts. The audit system <br />includes: <br />1. Review of various employment decisions, such as job referrals, hiring decisions, transfers, <br />promotions, and terminations. Hill maintains summary data where necessary and feasible, and <br />conducts regular reviews at least annually. <br />2. Applicant flow to review relevant applicant/hire decisions. <br />3. Annual Report to Senior Managers <br />8 <br />City of Santa Ana I Public Works Agency Page 12 <br />First Street Bridge Replacement I Construction Management