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e e e Councilor Schue said she felt the council had a common goal of purchasing services from the Visitors' and Convention Bureau but that there were differences on how to monitor this. She suggested that staff be given an opportunity to rework the resolution to capture the intent of the council and that this was a matter on which the council could work for consensus. She noted that it was very different to allocate a specific amount on a long-term basis than to allow a portion of a tax, since the amount of this tax could vary. Mayor Keller asked staff to return at the April 20 council meeting with alterna- tives for the council to consider, including the existing process, the proposed process discussed today, and other options. Councilor Ball asked that staff provide information on the history of past council reviews of the Room Tax, including when and how often reviews were conducted. VI. AFFIRMATIVE ACTION TASK FORCE FINAL REPORT (memo, entire report distributed) Mr. Gleason referred to the report of the Affirmative Action Task Force and noted that it was a good report and that staff would be making some adjustments as a result of the report. He recommended that the council accept the report and extend the life of the task force for at least two years so that the group could help the City in redesigning its affirmative action program. He noted that 1980 census data were now available and could be used in this program development. Mr. Gleason introduced Ann Bunnenberg, Chairperson of the Affirmative Action Task Force. Ms. Bunnenberg said that the council had received both the principal report and an executive summary, containing the findings of fact and recommenda- tions to the City Council. She said that the City had developed a good data base for management decision-making on affirmative action and that a procedure had been developed and implemented for evaluating department heads on their fulfillment of affirmative action goals. Ms. Bunnenberg noted, however, that there was more work to be done and that the City had yet to develop a functioning affirmative action plan. She said that the City's affirmative action goals had been set a number of years ago and were based on census data that were now 13 years old. She said the task force felt that the goals were very modest. Ms. Bunnenberg referred to attachments to the report, outlining changes in the City work force by Equal Employment Opportunity category, and noted that over nine years there had been very little change but that the City had still been meeting or exceeding its affirmative action goals. She said that the old program lacked timetables, a mechanism, or targeted areas. Ms. Bunnenberg said that because there was no reference to affirmative action in the City's contracts with unions, affirmative action could not be used as a criterion in layoff or promo- tion decisioni. She said that for exempt employees the City did have a loose policy statement that affirmative action could be considered in promotions. Ms. Bunnenberg felt that if the City had no affirmative action plan, the City could incur liability if it started to favor protected class members. Ms. Bunnenberg said the task force believed that the responsibility for affirma- tive action was too diffuse in the City organization and that it needed to be focused in a staff member who reported directly to top management and who could get data to the responsible decision-makers in a timely manner. She said that the group supported transferring affirmative action responsibiity from Personnel to the City Manager's Office. MINUTES--Eugene City Council April 13, 1983 Page 7