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<br />9 <br />10 <br />| <br /> <br />, 201 <br />Page <br />Started <br />August 12 <br />Job descriptions <br />structural change <br />Approved <br />Update provided <br />Timeline <br /> <br />and start developing implicit bias <br /> <br />tinue to develop recruitment strategies that <br />Provide Update to City Council on staff’s GARE participation3/18/2019Gather demographic data of current workforce, and applicant data for open positions over the past year. Review data <br /> for trends. collecting dataBegin reviewing current job postings and job descriptions for inclusive language. Review screening questions, interview processes training for key employees <br /> on interview panels. Implicit bias training was developed with input from the SLP Racial Equity Manager. Have not been able to implement with staff training due to COVID in 2020. <br />Conexpand the pool of applicants. are being reviewed and equity and inclusion language incorporated into skills/qualifications. <br /> <br /> <br /> Quarter, 2019 <br />Quarter, 2019 <br /> Quarter, 2019 <br /> Quarter, 2019 <br /> <br /> <br />stndrdth <br />1234 <br /> <br /> <br />Priority Plan <br />2020 <br />9- <br /> <br />201 <br /> <br /> <br />Roseville City <br /> <br /> Assistant City Manager, <br />Internal <br />City Manager <br /> <br />All hiring departments <br />Responsible Staff/Commission <br /> <br />rting Staff: <br />Staff Lead: Suppo Human Resources staff Commissions:Others: <br /> <br />Implement Racial Equity Plan <br /> Integrate racial equity into policies, procedures and processes in order to drive institutional and <br /> <br />: Inclusive Community and Governance <br />A <br /> <br />Goals/Focus Area <br />Attachment Strategic PriorityStrategic Initiative:Desired Outcomes:within the organization. <br />Roseville’s applicant pool and workforce is representative of the overall percentage of people of color living in Roseville. <br /> <br />