Development of Affirmative Action Plans
Companies with 50+ employees and government contracts over $50,000 are required by law to have an affirmative action plan in place for each of its establishments. Qualifying Employers are subject to random compliance audits by the OFCCP. Additionally, a current affirmative action plan document is always requested in an employment discrimination complaint investigation.
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Let HR 911® put your mind at ease and keep you in compliance. All that is needed is some easily assembled workforce demographic information.
Our proprietary plan language and statistical analyses are accurate, easy to read and understand. We have updated it to ensure continued compliance with Executive Order 11246 and 41
CFR 60-1 & 60-2, as well as the recent Executive Order changes to the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Section 503 of the Rehabilitation Act of 1973. We identify potential areas of concern, develop plan goals, and include recommendations for improvement.
We also provide free affirmative action plan training.
Using "best practices for human resources" statistical processing techniques, analyses are created to support reporting requirements. These include:
Organizational Profile (Internal Workforce
Job Group Analysis
(2-Factor) Analysis (Female, Minority as well as benchmarks for
Veterans and Disabled)
Analysis (Female, Minority, Veterans and Disabled)
Analysis (Female, Minority, Veterans and Disabled) (includes
employment lifecycle testing using the 80% rule)
Narrative Plan Language:
Our affirmative action plan language includes the following required sections:
Narrative Affirmative Action Plan language
(a detailed written presentation of each area is located in
sections identified by notebook tabs)
Identification of Problem Areas
Execution of Action Oriented Programs
Internal Audit &
Religion & National origin
Guidelines for the Disabled
Compensation Equity Analysis:
An annual compensation equity analysis review is required as part of an AAP. We conduct this complex compensation analysis for you. This analysis complies with OFCCP reporting requirements and helps you avoid unpleasant
surprises if audited. It includes:
regression and SSE pooled regression analysis of compensation
interpretation of results
of problem areas
Our exclusive executive analysis summary provides a quick overview of your affirmative action plan status and includes:
Availability /Utilization Analysis Summary
Impact Ratio Analysis Summary
Utilization Analysis for Veterans and
Impact Ratio Analysis for Veterans and
Compensation Equity Summary
Self-Audit Checklist for Implementing AAP
Also provided is a self-audit checklist to help assist you in implementing your new affirmative action plan(s).
Affirmative Action Plans
Human Resource Solutions