AFFIRMATIVE ACTION PLAN PREPARATION
For companies who wish to outsource their Affirmative Action Plan (AAP) preparation process, MAACS offers Affirmative Action Plan Consulting Services to prepare new plans, audit existing plans, provide guidance and support, ensure compliance with the law.
MAACS becomes a part of your team, handling the complex details so you can focus on your business. We are experienced with Office of Federal Contract Compliance Programs (OFCCP) regulations and will ensure you are educated on the requirements. MAACS will prepare your Affirmative Action Plan and offer expert advice and recommendations based on plan results and past experience.
Our services do not end with plan delivery; our goal is to maintain a lasting relationship with you to assist you through other phases of affirmative action compliance. We would like to become a part of your team.
Women & Minority statistical analysis:
The statistical analysis portions of the AAP will provide information and analysis to identify areas in the workforce that are deficient in the utilization of women and/or minorities.
- Workforce analysis which is a listing of each job title ranked from the lowest paid to the highest paid within each department. For each job title, the total number of incumbents, the total number of male and female incumbents, and the total number of male and female incumbents in each race category will be included.
- Job group analysis combines jobs with similar content, wage rates, and opportunities. This is the first step in the comparison of the representation of minorities and women in the workforce with the estimated availability of minorities and women qualified to be employed.
- Availability / Utilization analysis is an estimate of the number of qualified minorities or women available for employment in a given job group, expressed as a percentage of all qualified persons available for employment in the job group. The purpose of the availability determination is to establish a benchmark against which the demographic composition of the incumbent workforce can be compared in order to determine whether barriers to equal employment opportunity may exist within particular job groups.
- Placement goals are objectives or targets used to measure progress toward achieving equal employment opportunity.
- Adverse impact analysis is a substantially different rate of selection in hiring, promotion, and termination that works to the disadvantage of minorities or women. Applicants, hires, promotions and terminations will be analyzed utilizing various test.
- Compensation report will outline by job group the average pay between males and females and minorities and whites. OFCCP regulations require review of the compensation structure on an annual basis.
- Narrative report outlining the responsibilities and requirements will be created / reviewed to ensure compliance.
Individual with Disabilities and Veteran statistical reports:
- Utilization Analysis –a comparison of the representation of individuals with disabilities compared to the OFCCP stated goal.
- Benchmarking- a goal that measures the representation of veterans in your current workforce to the national average.
- Narrative report outlining the responsibilities and requirements will be created / reviewed to ensure compliance.
All plans include a summary report outlining the results of the plan and action items needed for compliance.
