AAP Advisory,
Your Partner in Planning

Affirmative Action Plans

“Affirmative Action” means many different things. However, the purpose of affirmative action is to assure equal employment opportunity by requiring federal contractors and sub-contractors to take affirmative action to ensure that all individuals have an equal opportunity for employment, without regard to race, color, religion, sex, national origin, disability or status as a Vietnam era or special disabled veteran.

• Executive Order 11246, as amended;
• Section 503 of the Rehabilitation Act of 1973, as amended; and
• The Vietnam Veterans' Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212.

About AAP Advisory

AAP Advisory advises clients regarding best practices related to Affirmative Action Planning and Strategic EEO Initiatives. Bashen creates Affirmative Action Plans that meet or exceed standards set by the OFCCP, and the Affirmative Action Plan Advisory is custom-designed to meet the needs of each client’s unique organizational structure, and generate the necessary data to develop a compliant affirmative action plan.

Action items include:

• Audit Checklist
• Audit design and implementation
• Auditing and reporting systems
• Current statistical information (41 CFR 60-2.14.d)
• Organizational profile (41 CFR 60-2.11)
• Data verification
• Recruiting practices (41 CFR 60-2.14)
• Employment availability for each job group
• Reasonable recruitment area for new hires
• Reasonable recruitment: women and minorities
• Determining the basis for reasonable recruitment area (41 CFR 60-2.14)
• Employment pool analysis: women and minorities (41 CFR 60-2.14)
• Summary of reasonable recruitment area for different positions (41 CFR 60-2.14.e)
• Action-oriented programs for eliminating problems and attaining goals
  and objectives (41 CFR 60-2.17.c)
• Applicant pool
• Employee pool record retention (41 CFR 60-1.12.a)
• Records of gender, race, and ethnicity
• Personnel records retention policy for all full-time, part-time, and former employees
• Self-identification (41 CFR 60-1.12.c)
• Areas of under-representation and adverse impact
• Monitoring wage and pay rates
• Evaluating pay rate impact on women and minorities
• Composite hiring decisions of managers reviewed
• Measuring AAP effectiveness (41 CFR 60-2.17.d)