When it comes to writing an Affirmative
Action Plan [AAP] you won't find a more experienced and competent team than
Rhoma Young & Associates. Our consultants develop the necessary programs
and plans to meet equal employment/affirmative action goals and obligations
for government contractors and all employers.
Some of the many AAP/EEO questions we answer include:
- Do I need an AAP?
- How often must a Plan be reviewed/updated?
- Are part-time or leased employees included in AAPs and EEO-1 reports?
- Can I change AAP effective dates?
- How long do I maintain EEO records?
- What happens during a government audit?
- How do I respond to customer questions about our AAP?
- What are some EEO investigation hints?
- Do I file my AAP with a government agency?
Our consultants guide you through planning and implementation process as we:
- write your AAP from scratch (which includes veterans and the disabled)
- review your existing AAP for compliance
- handle the technically complex components of the Plan
- select appropriate recruiting data
- complete quarterly or semi-annual progress reports
Your AAP needs to be viewed as a cost of doing business. On the benefit side,
it can also be an excellent opportunity to examine workforce and human resource
activity patterns, such as costly employee turnover and ratios of the number
of applicants for each person hired. Law and regulations dictate the necessity
of an Affirmative Action Plan, but you may as well reap maximum benefit for
your investment. In preparing your AAP, we address the following core issues.
1. Analysis and configuration of your job groups into a realistic framework.
This includes defining which job groups most accurately reflect the way you
do business, then slotting the correct job titles into the appropriate job group.
This is a critical first step because it becomes the foundation for all subsequent
record keeping and statistical analyses.
2. Design and calculation of your eight factor analyses, reflecting the skills
required to do your types of jobs, your recruitment areas, and how you handle
your internal promotions.
The eight factor availability analysis is usually a one time process, unless
you experience dramatic workforce changes, shifts or relocation. It must incorporate
1990 census information, and will be valid until new census data are available
by occupational breakdown (probably not until 2002). We also incorporate other
industry-based data if available. This eight factor analysis forms the benchmark
against which you set goals and measure your efforts. The calculations are based
on an examination of eight different factors, but there are three that assume
primary consideration.
Eight factor analysis comprises:
- defining the correct job groups
- researching occupation-specific data (available for over 500 separate occupational
groups, by county, city or Metropolitan Statistical Area - MSA)
- developing a weighting process appropriate for each job group
- performing statistical analyses and calculating results
3. Setting up of an easy-to-maintain recordkeeping system.
4. Developing complete narrative explanations of your personnel practices in
recruiting, selection, hiring, promotions and terminations.
5. Crafting narrative language that is both legally compliant and well suited
to your organization's style and culture.
6. Conducting necessary statistical analyses (of recruiting, hiring, promotions/transfers
and terminations) and explanations of results. Your workforce is examined vertically
and horizontally--by job group and by organizational unit/department. A routine
part of the AAP preparation is a salary review to highlight any equal pay questions.
7. Analyzing prior year workforce changes.
8. Training you and your staff in recordkeeping processes.
Final decisions on goal setting and future action plans to address any problem
areas should be made in concert with your management. As a final step in identifying
steps to implement your AAP, we can brief your company management in definitions
and concepts, and moderate an informal discussion of any questions, comments
and legal/legislative issues.
