Affirmative Action Plans

Standard Affirmative Action Plan

As a result of recent regulatory changes to CRF §§ 60-1 and CRF §§ 60-2 Affirmative Action Plans are now required to include specific narrative plan language and six detailed statistical analyses. The narrative plan language is designed to clearly identify management responsibility, while the statistical reports help determine the overall effectiveness of the program.

Statistical Reports: 

Organizational Profile or Internal Workforce Analysis
Job Group Analysis
Availability (new 2-Factor) Analysis
Utilization Analysis (new weighted averages)
Impact Ratio (4/5ths) Analysis
Goal Setting

Using “best practices” statistical processing techniques, spreadsheets are customized to support your specific reporting requirements. 

Narrative Language:  
Responsibility for Implementation
Identification of Problem Areas
Development & Execution of Action Oriented Programs
Internal Audit & Reporting Systems

We provide you with the required explanations for any identified areas of concern, develop your plan goals (if needed) and include recommendations for improvement. 

"Extras":

We also include the following in your plan document since their compliance is required under other allied regulations and are always requested during an OFCCP audit.

Guidelines for Sex Discrimination & Sex Harassment
Guidelines for Religion & National Origin  
Guidelines for Veterans
Guidelines for Disabled

Executive Summary:

You’ll like our exclusive Executive Summary.  It’s a great tool to quickly present plan results to management and use during implementation training.  It includes a highlights summary, a goals summary and an impact ratio summary.  You also get our five-page AAP implementation checklist to help streamline follow-up activity.

Goal Setting

If the Availability & Utilization analyses shows that underutilization of more than 80% exists for either females or minorities in a  Job Group, the Company commits to making good faith efforts to hire and promote females or minorities into that Job Group  in the future in percentages that are at least as high as the final availability (goal setting).