Administrative Brief
COMMISSION INFORMATION MEMORANDUM
VOL. 31 NO. 27
September 10,2009
ADMINISTRATIVE BRIEF FROM NATALIE FISCHER
Affirmative Action
Because the City of Salina values diversity in the workplace and wants to ensure equal opportunity in
our organization, the Human Resources Department has taken measures to ensure progress in
affirmative action. One example is the "Second Review Process". During the application process,
potential employees supply the Human Resources Department with voluntary data that discloses
information including race and sex. This data is separated from the applications immediately upon
receipt but is entered in a database for tracking purposes. Only the Human Resources Department
has access to this confidential data.
The "Second Review" occurs after department heads and/or supervisors review applications and
select individuals for interview. The Director of Human Resources and the department head and/or
hiring supervisor review the interviewee list together, with the Director of Human Resources reviewing
the status of minority applications. If the applicants selected for interview do not reflect the
percentage of minorities or females applying for the particular position, then the minority/female
applications are reviewed. If minimum qualifications are met, additional minority/female applicants are
added to the interview list until the percentage meets or exceeds the ratio of those groups in the
applicant pool.
This review process has been effective in increasing the number of minorities and females
interviewed. During 2008, it increased the percentages interviewed as follows: white females - 4.65%
(86 to 90); minority females - 157% (7 to 18); and minority males - 100% (9 to 18). Overall, the
"Second Review" provided an interview opportunity for 24 individuals who would not otherwise have
received an interview.
In addition to the "Second Review", the City of Salina offers a "Veterans Preference" per K.S.A. 73-
201 (c). If a veteran applying for an open position qualifies for the preference, completes the request
form and supplies the required paperwork, a review is performed to determine if he or she meets the
qualifications of that vacancy. If he or she meets the minimum qualifications, the City of Salina
provides a preference by considering the veteran a "finalist" and adding him or her to the interview list.
In 2008, the City of Salina interviewed 26 veterans who requested the preference, increasing the
interviewee pool by 11 veterans through review of the "Veterans Preference" list.
Several cities have requested both the "Second Review Process" guidelines and the "Veterans
Preference" guidelines and forms developed by the City of Salina for a model. The Human
Resources Department takes pride in these progressive methods and continues to explore additional
affirmative action approaches.
MONDAY'S MEETING
Enclosed are other items on the agenda. If any Commissioner has questions or cannot
attend the meeting, please contact me.
Jason A. Gage
City Manager