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                         Equal Employment Plan

FULTON COUNTY DISTRICT ATTORNEY’S OFFICE
EQUAL EMPLOYMENT OPPORTUNITY PLAN
MARCH, 2009

I.          STATEMENT OF COMMITMENT

 This Plan is a formal expression of the commitment of the Fulton County District Attorney’s Office (FCDA) to achieving equal opportunity in county employment and departmental services.  It is the policy of the FCDA to provide equal employment opportunity to all people without regard to race, color, national origin, gender, religion, age, disabling condition, or sexual identity.  Furthermore, the FCDA shall act proactively in developing avenues of entry and mobility for all employees through the following activities:

  • Continuing the development and implementation of programmatic approaches to the elimination of any unjust exclusionary employment practices, policies and consequences;
  • Continuing the development and implementation of educational and training programs for all employees with due emphasis on the goals of equity and inclusion; and,

The Plan conforms to all relevant federal, state and county non-discrimination laws, policies and regulations; applies equally to all job classifications, titles and appointment types; and governs all County employment policies, practices and actions.  The Office of Equal Employment Opportunity is responsible for administering and monitoring the EEO Plan.  Inquiries or complaints alleging violations ofCountyEEOpolicies should be directed to Dr. Ann F. Harris, Deputy Director, Office of EEO,Suite8025,141 Pryor Street, SW,Atlanta,GA30303, (404) 612-3735.

II.         Narrative underutliization analysis

There are three job categories represented within the Fulton County District Attorney’s Office (FCDA):  Professional – which includes Attorneys, Advocates, and Investigators; Administrative Support – which includes Administrative Coordinators, Paralegals, Administrative Assistants and others who provide support to the prosecutorial effort; and Technicians – those providing technical support. 

III.        OBJECTIVES AND STEPS

 PROFESSIONAL STAFF

According to the responses analyzed from the EEO survey, in the professional job category there is underrepresentation among white males (19%) and white females (18%).   Asian males (3%) and Asian females (1%) are also underrepresented. Addressing the underrepresentation among white males and females will require a different strategy than that for Asian males and females.

 The FCDA currently advertises open positions on Websites (Monster.com) in local newspapers (Atlanta Journal-Constitution), in trade journals (Bar Associations and related organizations), in university law schools publications and career offices, and in publications targeted toward Asians and Hispanics.   The FCDA also participates in face-to face recruitment trips to colleges and law schools and participation in job fairs.   The office also maintains a file of unsolicited applications.

 To address underrepresentation among whites, the office commits:

  • To advise screeners and recruiters of the office’s underrepresented populations to ensure that the office identifies and targets applicants that would remedy the situation.

To address underrepresentation among Asians, the office commits:

  • To increase advertisement in Asian-oriented publications to increase eligible applicants;
  • To work with various organizations such as the Asian-American Commission to assist with identifying and targeting eligible Asian applicants; and,
  • To meet with key leaders within the Asian community to solicit suggestions of better recruitment methods that will attract qualified applicants. Based on their recommendations, the office will develop more targeted efforts.

ADMINISTRATIVE SUPPORT STAFF

According to the EEO survey, in the Administrative Support category, white females are underrepresented (24%), Asian women (1%), and all men are underrepresented – African-American (9%), white (17%), Asian (1%) and Hispanic (1%).

 The FCDA currently advertises vacant administrative support positions in local newspapers and on websites such as Monster.com.   The office advertises in  OpportunityNocs – a web-based non-profit jobs bank.    Unsolicited applications are also kept on file.

To address overall male underrepresentation, the office commits:

  • To examine recruitment techniques and efforts to identify ways to make administrative support positions more attractive and more available to male job seekers. 

To address underrepresentation among white women, the office commits:

  • To advise screeners and recruiters of this area of  underrepresentation to ensure that the office identifies and targets applicants that would remedy the situation.

To address underrepresentation among Asians and Hispanics, the office commits:

  • To increase advertisement in Asian- and Hispanic-oriented publications to increase the pool of  eligible applicants;
  • To work with various organizations such as the Asian-American Commission  and the Latin American Association to assist with identifying and targeting eligible Asian and/or Hispanic applicants; and,
  • To meet with key leaders within the Asian and Hispanic communities to solicit suggestions of better recruitment methods that will attract qualified applicants. Based on their recommendations, the office will develop more targeted efforts.

TECHNICAL STAFF

We have a very limited number of technician positions available in our office, and these positions to do not become available very often.    As positions become available, we will make every effort to solicit applications from the Hispanic and Asian communities, as well as African-American and White males and females.

IV.        INTERNAL EFFORTS

1. All employees in supervisory positions will be given a hard copy of the FCDA Equal Employment Opportunity Plan.    All other employees will be notified by email and hard copy memorandum that this EEO Plan is available upon request.

 2. As positions are vacated and discussions about hiring begin, the Deputy District Attorney for Administration will stress to supervisors the importance of a culturally diverse work place.   

V.         EXTERNAL DISSEMINATION

1. A copy of the FCDA Equal Employment Opportunity Plan will be placed on the FCDA official website.

2. All advertising, job announcements, etc. for the FCDA will include information regarding how to request a copy of the EEOP.

3. All contractors and vendors doing business with the FCDA will be notified of the availability of the EEOP upon request.

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