Actions |
Timeline |
Implementation |
Resources |
Committed |
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1.2.3 . Review , simplify , and standardize job descriptions to remove any barriers to attracting diverse candidates and those with non-traditional backgrounds .
Ensure that job listings are objective and not giving preference to certain identified candidates .
Be clear about job scope and responsibilities in job listings , making sure that classifications listed on job postings match the actual description for that job .
Assess and review subject matter experts who review exams , MQs and supplemental questions to ensure fairness and applicability to specific Public Works job description .
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2021-22 Update job descriptions to include consistent and inclusive language .
Extend application periods to ensure broadest accessibility Include multiple ways to apply to a position .
Avoid excessive and stringent requirements in job descriptions that may lock out many qualified and competitive applicants .
Critically assess the equity of the civil service exam process .
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Staff time : Moderate |
Number of job descriptions redesigned to more closely align with jobs .
Number of applicants by race .
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In progress |
ADM HR , Racial Equity Working Group , Performance team , Finance and Administration team , DHR , and other agencies that use the same job classifications , labor organizations and their bargaining units |
Level 1 Difficult High |
HIRING AND RECRUITMENT |
1 |
Assess and review when it ’ s a citywide test and hiring process if it is fair and applicable to specific Public Works job description ( PBT v . CBT ). |
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Racial Equity Plan 2021 |
57 |