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Given the small group sizes, the only component of the process that justifies a <br />review based on concern over adverse impact is the physical agility test as it relates <br />to female applicants. However, the best defense to adverse impact is a validated <br />selection process. <br /> <br /> Recommendation No. 28: As recommended in the Recruitment and Selection <br /> section of this report, there is a need to prepare a recruitment plan that <br /> specifically targets under-represented populations, specifically Hispanics and <br /> females. <br /> <br /> Discussion: Further research must be conducted to determine why women <br /> and Hispanics are not applying if their numbers are sufficient in the area <br /> labor pool. <br /> <br /> Even though there is no under-representation of black employees, it is <br /> interesting that no applicant has been hired in at least three years. This is <br /> largely due to poor recruitment of black applicants as they do not exist in <br /> sufficient numbers in the applicant pool. Research must be conducted to <br /> determine why the three applicants failed to be hired and why blacks are not <br /> applying or why there is not a sufficient applicant pool available in the labor <br /> force. <br /> <br /> Recommendation No. 29: Affirmative action (AA) plans should be considered <br /> living documents for the users and should be revisited every six months to <br /> ensure that goals are still meaningful and data on minority and female <br /> representation is updated regularly. <br /> <br /> 41 <br /> <br /> <br />