Designation of Responsibilities

"As County Manager of Larimer County Government, I am committed to the principles of Affirmative Action and Equal Employment Opportunity. In order to ensure dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of the organization, I have selected the Human Resources Director as the Equal Employment Opportunity (EEO) Manager for Larimer County Government. One of the Human Resources Director’s duties will be to establish and maintain an internal audit and reporting process to allow for effective measurement of Larimer County Government’s programs.

In furtherance of Larimer County Government’s policy regarding Affirmative Action and Equal Employment Opportunity, Larimer County Government has developed a written Affirmative Action Program which sets forth the policies, practices and procedures that Larimer County Government is committed to in order to ensure that its policy of nondiscrimination and affirmative action for qualified individuals with disabilities and qualified protected veterans is accomplished. This Affirmative Action Program is available for inspection by any employee or applicant for employment upon request, during normal business hours, in the Human Resources Department. Interested persons should contact the Inclusion Administrator at 970-498-5973 for assistance."

Lorenda Volker, Interim County Manager

Responsibilities of the Equal Employment Opportunity Manager (Human Resources Director)
The Human Resources Director has the responsibility for designing and ensuring the effective implementation of Larimer County Government Affirmative Action Program (AAP). These responsibilities include, but are not limited to, the following:

1. The Human Resources Director has the responsibility for designing and ensuring the effective implementation of Larimer County Government Affirmative Action Program (AAP). These responsibilities include, but are not limited to, the following:
   1. Developing Equal Employment Opportunity (EEO) policy statements, affirmative action programs and internal and external communication procedures;
   2. Assisting in the identification of AAP/EEO problem areas;
   3. Assisting management in arriving at effective solutions to AAP/EEO problems;
   4. Designing and implementing an internal audit and reporting system that:
      1. Measures the effectiveness of Larimer County’s program;
      2. Determines the degree to which AAP goals and objectives are met; and
      3. Identifies the need for remedial action;
   5. Keeping Larimer County’s County Manager and County Attorney informed of equal opportunity progress and reporting potential problem areas within the organization through annual reports;
   6. Posting Affirmative Action Plan on HR website and advertising to county employees  that it is done and available, to ensure all employees have access to the APP;
   7. Serving as liaison between Larimer County and enforcement agencies.
2. Reviewing all personnel actions, policies, and procedures to ensure compliance with Larimer County Government’s affirmative action obligations;  
   1. Reviewing the qualifications of all applicants and employees to ensure qualified individuals are treated in a nondiscriminatory manner when hiring, promotion, transfer and termination actions occur;  
   2.  Reviewing the company’s AAP for individuals with disabilities and protected veterans with all managers and supervisors at all levels to ensure that the policy is understood and is followed in all personnel activities;  
   3. Auditing the contents of company bulletin boards annually to ensure that compliance information is posted and is up-to-date; and  
   4. Serving as liaison between Larimer County Government and organizations for individuals with disabilities and protected veterans.

Responsibilities of Hiring Managers
It is the responsibility of all managers who hire to assist in the implementation of Larimer County’s AAP. These responsibilities include, but are not limited to:

1. Reviewing the qualifications of all applicants and employees to ensure qualified individuals are treated in a nondiscriminatory manner when hiring, promotion, transfer, and termination actions occur; and
2. Reviewing the job performance of each employee to assess whether personnel actions are justified based on the employee’s performance of his or her duties and responsibilities.

Responsibilities of Managers and Supervisors
Managers and supervisors are advised annually of their responsibilities under the company’s AAP for individuals with disabilities and protected veterans and of their obligations to: 

1. Review the company’s Affirmative Action policy for individuals with disabilities and protected veterans with subordinate managers and supervisors to ensure that they are aware of the policy and understand their obligation to comply with it in all personnel actions;   
2. Assist in the identification of problem areas, formulate solutions, and establish departmental goals and objectives when necessary;  
3. Review the qualifications of all applicants and employees to ensure qualified individuals are treated in a nondiscriminatory manner when hire, promotion, transfer, and termination actions occur; and  
4. Review all employees’ performance to ensure that nondiscrimination is adhered to in all personnel activities.