HomeMy WebLinkAboutDocumentation_Regular_Tab 12F_03/11/2004 SELECTIUN OF PLANNING AND
ZONING BUARD MEMBERS
Per Village Manager, we are providing you with suggestions for selecting
Planning and Zoning Board Members. First, below is a composite of input
from Council Members regarding criteria for selection of inembers:
1. Every Council Member will have copies of the applications received in
Community Development by January 30, 2004.
2. Each Council Member will select five applicants to be primary members
and two applicants to be alternate members.
3. Each Council Member will present their selection at the appropriate
Council Meeting.
4. Selections from each Council Member will be listed on a flip chart as
presented.
5. Those applicants whose names appear on at least three Council Members'
lists will be considered eligible for appointment to the Board.
6. Appointments of the five primary and two alternate members of the
Board will be given to those applicants who receive the most Council
Member votes (5, 4 or 3) in each category (primary or altemate). In the
event of tie votes for one or more seats, the Council may rank tied applicants
and vote to resolve the tie.
7. Council may also elect to request applicants to meet with Council to
assist Members in making their final selection.
8. Those applicants interviewed but not selected or who received at least
three Council Member votes (even if not interviewed) will have their natnes
retai�ed on a list for future selection should or when a position on the Board
becomes open.
Other Options:
1. Ranking system/Qualification-based selection (criteria should be
established).
2. Professional staff recommendation of the most viahle candidates to
Council for vote.
2. Assure that pay and fringe benefits depend upon committees. Easuring non-discrimination in the
job responsibility and, along with overtime work, are appointment of the Village's representatives will
administered on a non-discriminatory basis. encourage the fair and even-handed administration of
the Village's code and policies.
3. Inform and provide guidance to staff and
management personnel who make hiring decisions so IV. EMPLOYEE DEVELOPMENT:
that all applications for se(ections, promotion and
termination, including those of minorities and women The foilowing actions shall be undertalcen to achieve
are considered without discrimination and all empioyee job satisfaction and fair treatment:
applicants be given equal opportunity regazdless of
race, creed, color, national origin, sex, marital status, 1. Assure that there shall be no discrimination with
age, or the presence or a sensory, mental, or physical regazd to training and educational opportunities,
disability unless such disability effectively prevents upgrading, promotions, transfer and demotion,
the performance of essential duties and functions layoffs and termination of employees. Atry actions
required by the position and which aze bon�de which might adversety affect employees wili be
occupational qualifications which cannot be brought to the attention of the Equal Opportunity
accommodated without undue hardship. Officer.
4. Create a large pool of qualified candidates to 2. Actively encourage employees to increase their
encourage diversity and ensure equal employment skills and job potential through training and
opportunity in hiring. The following practices for educational opportunities. Offer guidance aad
listing jobs will be followed under the Equal counseling in developing progruns tailored to
Employment Opportunity Officer's direction: individual aptitudes and desires, taking full advantage
of programs offered by the State Department of
A. Regular full time Jobs must be Employment Security and other programs.
open for a minimum of ten workdays. Police and Fire
: Departments may immediately hire qualified V. C�RDINATION WITH STATE AND '
individuals from an existing eligibility list. FEDERAL LAWS:
B. Jobs must be advertised in the The Village recognizes its responsibilities to comply
Village's paper of record. with and assure that equal opportuuiry ar,�
non-discrimination policies of . State or federal
5. Provide orientation for all new employees agencies with which it conducts business are carried
specifically emphasizing how the Vitlage ass�res out. Specifically, the Village shall: "
equal opportunity. Enco�uage all employees to avail
themselves of services rendered. 1. Be responsible for reporting to the appropriate
agencies any complaints received from any employee
6. This policy s6all be made known to all employees, of, or an applicant for employment with any Viilage �
contractors, and suppliers through distribution of the contractor or subcondractor, subject to Executive
Equat Opportunity Policy. Applications for Order No. 11246, as amended, which requires
employment will include an equal opportunity clause. affirmative action programs of certain government
contractors and subcontractors.
APPOINTED VILLAGE REPRESENTATTVES
2. Cooperate in special compliance reviews or in
Though employees represent a very important part of investigations as requested.
Village government, there are other areas where
non-discrimination is essential. One of these areas is 3. Cazry out minority reporting functions of
in the appointrnent of boazds, commissions and contractors or subcontractors as required by state or
ad-hoc committees. Therefore, in order to enhance Federal laws.
the appearance of fairness and non-discrimination in
the Viliage, the administration wili strive to achieve a 4. Furnish information as required, maintaining an
balanced representation of racial, social and ethnic affirmative action file detailing its efforts, with dates,
persons on Village boards, commissions and ad-hoc to meet its commitments under Executive Order No.
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