Don't Forget These Elements in Your 2015 Affirmative Action Plan

Document created by 1052541 on Nov 19, 2014Last modified by 1052541 on Jan 29, 2015
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It’s that time of the year again.  Not only is the holiday season quickly approaching but it is also the time that many federal contractors and subcontractors update their affirmative action plans (AAPs).  If your company prepares AAPs on a calendar year, you should begin preparing for your 2015 AAP update.

 

In order to develop your annual report, you’ll need to gather data that will be analyzed in the plan. Below are different types of data you’ll need:

  • Employees: This is a listing of your current employees at a point in time
  • Hires:  A list of employees hired in 2014
  • Applicants (internal and external): Applicants who applied for positions filled in 2014
  • Promotions: A list of all promotions that occurred in 2014
  • Terminations:  A list of all terminations for 2014

 

Additional information you should review and update as you prepare the AAP include:

  • Targeted outreach and recruiting efforts
  • EEO/Affirmative Action policy
  • Ensure subcontracts and purchase orders contain EO Clause and specified language
  • Ensure employment openings are listed with the appropriate state employment service

 

Additionally, you should ensure you have implemented the requirements of the regulation changes for protected veterans and individuals with disabilities:

  • Provide applicants the opportunity to self-identify as an individual with a disability or a protected veteran.  This solicitation should occur both pre-job offer and post-job offer.  Data on applicants and hires must be reported in subsequent AAPs.
  • Include utilization goals for individuals with disabilities.  This seven percent goal will apply to each job group within your AAP.  If you have fewer than 100 employees, you may set a goal for your workforce as a whole. Assessments on meeting these goals will occur in future AAPs.
  • Include hiring benchmarks for protected veterans. The hiring benchmark data provided by the OFCCP is 7.2 percent.  The hiring benchmark is set for the AAP location as a whole.

 

You'll also want to notify vendors and suppliers that your organization is an affirmative action employer and that because of that they may be covered by the affirmative action laws.

 

For more information on affirmative action and the recent changes within it, please be sure to sign up for our free one hour webinar Affirmative Action 101: The Basics on December 2, 2014.

 

For helpful tips and information on preparing your affirmative action plan, please sign up for our full day affirmative action program – AAP: What it Takes To Prepare a Compliant Affirmative Action Plan – scheduled for December 12, 2014.

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