Recruiting
The West Licking Joint Fire District’s plan to achieve equal opportunity for all individuals in the filling of vacant positions is done through the following:
- Advertising vacant positions with various employment agencies, schools, colleges, and public service agencies.
- Identifying itself as an “Equal Opportunity Employer” in all job postings and vacancy announcements.
- The use of only those employment agencies which refer clients of any race, color, religion, sex, national origin, age, pregnancy, disability, military status, genetic information, or any other characteristic protected by law.
- An internal policy which requires the review of all qualifications of each individual employee when a promotional opportunity is available. The candidate with the most appropriate qualifications will be recommended for promotion, without regard to their race, color, religion, sex, national origin, age, pregnancy, disability, military status, genetic information, or any other characteristic protected by law.
- Using only pre-employment testing procedures that ensure equality in their application.
Development of Recruitment Goals
Prior to January 31st of every calendar year, the Human Resource Technician, as recommended in CFR Title 41 3.60, will analyze the West Licking Joint Fire District’s workforce to determine whether the percentages of race, sex, or ethnic groups in individual job classifications are substantially similar to the percentages of those groups available in the relevant job market who possess the basic job related qualifications.
When determining if West Licking Joint Fire Districts rates are substantially similar to the relevant job market, the “4/5” rule developed by CFR Title 41.60, will be used to determine if an adverse impact has occurred. If the current percentages of the West Licking Joint Fire District are within 4/5 of the available rate, then it will be deemed that West Licking Joint Fire District is in compliance with their Affirmative Action Program. If the current percentages of West Licking Joint Fire District are NOT within 4/5 of the available rate, this will be considered noncompliant with the Affirmative Action Program and will result in a recruitment goal for that segment of employees.
If there is at least one recruitment goal as a result of this analysis, the Human Resource Technician will submit the goal(s) to the Fire Chief in writing by January 31st of the same calendar year. In addition to the goal(s), the Human Resource Technician will also include a recruitment plan with established timelines with the objective of rectifying the deficiency identified in the analysis. Prior to December 31st of that calendar year, the Human Resource Technician will provide a status report on the goals that were identified by the analysis. Any goals not met by the end of the calendar year will be carried over to the next calendar year.
If there were no goals established by the data comparison, the Human Resource Technician will advise the Fire Chief of the same in writing by January 31st. Once it has been established that the District’s employee base represents the community that it serves in all dimensions that are reviewed in the Plan for three (3) consecutive years, the Plan will be suspended.
The West Licking Joint Fire District Board
West Licking Joint Fire District will accept governing body members regardless of their race, color, religion, sex, national origin, age, pregnancy, disability, military status, genetic information, or any other characteristic protected by law.
Prohibited Conduct
The following shall be considered “prohibited conduct” for the purposes of this policy:
- Taking into account a person’s race, color, religion, sex, national origin, age, pregnancy, disability, military status, genetic information, or any other characteristic protected by law when making a decision regarding job selection, job assignment, promotional opportunities, compensation, discipline, termination, and access to benefits and training.
- Not completing a thorough analysis of the workforce demographics prior to January 31st of each year.
- Not developing recruitment goals based on the identified deficiencies created from the analysis.
- Not completing a status report on the recruitment goals by December 31st of each year.