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        Affirmity Training > Affirmative Action Solutions > Principles of Affirmative Action Virtual Worksop > 

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        Principles of Recruiter Compliance
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        Principles of Affirmative Action Virtual Worksop

        Executed properly, affirmative action programs should be used as strategic management tools to provide equal opportunity for female and minority employees while not excluding males and non-minority employees. As a strategic part of doing business, the analyses and processes should assist in removing any barriers that might exist for promotions and career-building opportunities as well as provide opportunities for individuals seeking employment. 

        Developing a diverse group of employees adds fresh, new ideas, knowledge, skill-sets and experience levels, while creating opportunities that may not have existed historically for the protected classes. 

        Affirmative action programs should assist in establishing a methodology and process to examine all employment decisions whereby focused good faith efforts, and outreach and recruiting can provide opportunities across all employment classifications. 

        Utilizing the program as a strategic business tool will eliminate the antiquated and mistaken concept of quotas, preferential treatment for females and minorities in hiring and promotional situations, set-asides, and selection decisions made for minimally qualified individuals. 

        ***Interested in attending the Principles of Affirmative Action Training? Upcoming virtual training sessions will be,


        - April 20-22 from 10:00 am - 1:30 pm CT
        - July 13-15 from 10:00 am - 1:30 pm CT (class full, waitlist open)
        - September 21-23 from 10:00 am - 1:30 pm CT
        - November 9-11 from 10:00 am - 1:30 pm CT

        Contact your Client Executive at 800-782-1818 to reserve your spot. Space is limited.*** 

        Workshop Agenda:

        AFFIRMATIVE ACTION BASICS
        OFCCP overview

        OFCCP regions
        Shared enforcement responsibilities
        Affirmative action definition
        Contractor vs. subcontractor
        Types of Contracts
        Laws enforced by the OFCCP?

        EXECUTIVE ORDER 11246
        EO overview
        Contracts covered under EO 11246
        Where are employees counted in affirmative action programs?
        Location vs. functional AAPs
        When must affirmative action programs be prepared?
        Where are AAPs housed?

        STATISTICAL REPORTS
        Work Force Analysis
        Job Group Analysis
        Internal Availability
        Census Codes and Job Titles
        Reasonable Recruitment Labor Area Distributions
        Incumbency vs. Availability
        Placement Goals
        Goal Attainment

        INTERNET APPLICANT
        Internet applicant definition
        Recordkeeping requirements
        Common applicant data issues
        Dispositioning applicants
        Risks with bad data

        ADVERSE IMPACT
        What is adverse impact?
        Calculating adverse impact
        Hire Analysis
        Promotion Analysis
        Termination Analysis
        Step analysis
        Test validity

        COMPENSATION
        Minimum Wage for Federal Contractors (EO 13658)
        Pay Transparency (EO 13665)
        Directive 307
        Compensation review
        Types of data quality issues
        Preparing for an OFCCP audit
        Best practices

        NARRATIVE COMPONENT (EO 11246)
        Designation of Responsibility  
        Identification of Problem Areas  
        Action-Oriented Programs  
        Internal Auditing and Reporting System  
        Sex Discrimination Guidelines
        Religion/National Origin Guidelines
        External dissemination
        Record retention
        Electronic record keeping

        AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES (Section 503 of the Rehabilitation Act)

        ADAAA
        Section 503 of the Rehabilitation Act coverage
        Definition of disability 
        Reasonable accommodations
        Web accessibility
        Confidentiality
        Self-identification
        National Utilization Goal
        Identification of Problem Areas
        Action-oriented Programs
        Section 503 reviews

        AFFIRMATIVE ACTION PROGRAM FOR PROTECTED VETERANS (VEVRAA)
        VEVRAA Requirements
        VEVRAA Coverage
        Definition of Protected Veterans
        VEVRAA OFCCP review
        Job listing requirement
        VETS-4212
        Hiring Benchmark
        Self-identification

        NARRATIVE COMPONENT/PROTECTED VETERANS & INDIVIDUALS WITH DISABILITIES

        EEO Policy Statement
        Availability of AAP
        Physical and Mental Qualifications
        Audit and Reporting
        Review of Personnel Activity
        Self-audit of regulatory components
        Harassment
        Training
        Data Collection
        EO Clause
        EEO Tagline
        Recordkeeping 
        Outreach and Recruitment


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