Affirmative Action Planning (AAP)
Prepare plans for small, single-plan establishments or simultaneously develop many plans for large, multi-establishment firms, spanning multiple states. Use historical and snapshot employee data, ensuring accuracy and completeness with guaranteed technical compliance.
AAP Goals and Dissemination
Provide action-oriented goals and information for better staffing decisions. Measure diversity relative to the marketplace and analyze employment practices to verify diversity across all business units. Link goals established in plans to the hiring process to ensure diversity guidelines are used in sourcing, screening, qualifying and hiring.
Compliance and Risk Management
Analyze employment decisions by measuring hiring, promotion, and termination selection rate to uncover potential areas leading to costly OFCCP settlements. Customize reporting to enable internal management as well as OFCCP reports.
Examine salary equity by analyzing and reporting company pay practices using government and other standard statistical methodologies. Perform analysis by job group medians, job title, and other statistical measurements for use in corporate reviews and AAP analysis. Quickly respond to requests for compensation-related information, audit preparation, or to conduct a thorough, statistically based analysis to identify problem areas.
Adverse Impact Analysis
Analyze and determine if adverse impact exists within company hiring, promotion, and termination practices, using standard Impact Ratio Analysis and statistical significance tests. Identify potential discrimination areas and determine any negative impact to stay prepared for compliance reviews.
Receive a technically compliant AAP in 90 days or less. Immediately extend HR Compliance staff to minimize audit risk and increase HR productivity. Work with experts using a proven implementation process - with an audit record of 100% technical compliance for over 27 years across all OFCCP regions.