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Programs and Practices


The following are examples of the continuing programs or procedures designed to advance the County's commitment to equal employment opportunities:

  • Job specifications are periodically reviewed and evaluated to ensure that all required criteria are job-related.
  • The County continues to evaluate the entire selection process and to make good-faith efforts to select persons according to ability and qualifications, while recognizing its commitment to take affirmative action to remedy any underutilization of minorities and females. Recruitment sources are notified of the County's policy of nondiscrimination. There is no department or job group in the County that is limited or closed to minority or female employees.
  • Personnel actions are reviewed to ensure adherence to appropriate guidelines for selection, promotion, salary increase, transfer, demotion, reduction-in-force and termination.
  • A formal grievance procedure is in place to allow employees and applicants the opportunity to bring forth issues of alleged discrimination freely, without fear of retaliatory action.
  • A formal exit interview program is in place to monitor reasons for separation, in an effort to ensure that no discriminatory conditions exist.
  • Wake County offers in-house staff training programs to provide advancement and growth opportunities for all employees.
  • A tuition assistance program is available to encourage career development opportunities through accredited educational institutions.
  • Training is provided to address the principles of equal employment opportunity as they relate to the selection process.

DISSEMINATION OF EEO POLICY STATEMENT

The County takes the following steps to inform Wake County employees and the community of its commitment to Equal Employment Opportunity (EEO):

INTERNAL DISSEMINATION

  • Posts the County's EEO Policy and the Equal Employment Opportunity Commission's equal employment poster on bulletin boards at all County-operated facilities in locations that are visible to applicants and employees.
  • Includes the policy statement, or abbreviated versions thereof, in the County's manuals, newsletters and appropriate employee orientation materials. (See Page 20)
  • Ensures that management personnel are aware of the policy and the departmental and individual responsibilities for its implementation and progress.
  • Makes available to employees, upon request, those portions of the written Affirmative Action Plan that will enable them to know and avail themselves of its benefits.
  • Ensures new employees are made aware of the County's EEO policy and the employee's individual responsibility.
  • Encourages employees to bring any equal employment-related issues to the attention of the Human Resources Director.
  • Makes available educational materials and ongoing training to managers, supervisors and employees outlining the legal requirements of EEO.

EXTERNAL DISSEMINATION

  • Notifies all recruiting sources in writing of the County's commitment to equal employment opportunity.
  • Includes the EEO/AA statement in all employment notices, advertising, brochures and other related publications.
  • Communicates in writing with minority and women's organizations indicating the County's commitment to equal employment and affirmative action.
  • Upon request, makes available such portions of its written Affirmative Action Plan as will enable prospective employees to know and avail themselves of its benefits.
  • Places recruitment ads in media of particular interest to minorities and females. (See 2001 Outreach and Development Efforts)
  • Distributes a weekly listing of Job Opportunities to all Wake County departments, to ensure notification of all vacancies to County employees.
  • Maintains a 24-hour JobLine, identifying positions for which we are currently accepting applications.
  • Publishes the weekly listing of County vacancies on the Internet to ensure notification of all vacancies to the public.
  • Ensures, to the extent possible, that staff participates in college and high school career day activities. (See 2001 Outreach and Development Efforts)
  • Forwards, when applicable, job announcements to organizations and educational institutions that have high numbers of minorities and/or female representation.
  • Amplifies, to the extent possible, outreach efforts through school visitation and meetings with protected group organizations.