The Human Resources Director, or designee, has the responsibility for developing and preparing the formal documents of the AAP. The Human Resources Director is responsible for the effective implementation of the AAP; however, responsibility is likewise vested with each department manager and supervisor. Larimer County’s audit and reporting process is designed to:

• Measure the effectiveness of the AAP/EEO program;
• Document personnel activities;
• Identify problem areas where remedial action is needed; and
• Determine the degree to which the County’s AAP goals and objectives have been obtained.

The following personnel activities are reviewed to ensure nondiscrimination and equal employment opportunity to all individuals without regard to their EEO protected status:

• Recruitment, advertising, and job application procedures;
• Hiring, promotion, demotion, transfers, layoff;
• Rates of pay and any other forms of compensation including fringe benefits;
• Job assignments, job classifications, job descriptions, and seniority lists;
• Sick leave, leaves or absence, or any other leave;
• Training, apprenticeships, attendance at professional meetings and conferences; and
• Any other term, condition, or privilege of employment.

The following documents are maintained as a component of Larimer County’s internal audit process:

1. An applicant tracking software system showing the name, race, sex, date of application, job title, and the action taken for all individuals applying for job opportunities;
2. Records of external job offers and hires, promotions, resignations, terminations, and layoffs by job group and by sex and minority group identification;
3. Summary data of applicants by identifying, at least, total applicants, total minority applicants, and total female applicants for each position;
4. Maintenance of employment applications (not to exceed one year); and
5. Records pertaining to Larimer County’s compensation system.