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Human resource tools and information whenyou need them

AAP Preparation Services

What is included in the AAP we will develop for you?

Everything the federal regulations (41 CFR 60) require you to have in your plan document. For the AAP on Minorities and Women there are two parts required: Narrative Sections and Statistical Analysis Reports. For the AAP on Disabled and the AAP on Veterans, only Narrative Sections are required.

Specifically, we will deliver to you materials that meet federal regulatory requirements as follows:

AAP for Minorities and Women

Narrative Sections

    Commitment to Equal Opportunity
  • Responsibility for Implementation
  • Internal Review and Reporting Systems
  • Problem Identification
  • Development and Execution of Action-Oriented Programs

Statistical Sections

  • Workforce Analysis (Organizational Profile)
  • Job Group Analysis
  • Availability Analysis (2-factor)
  • Analysis of Incumbents to Availability
  • Goal Analysis
  • Goal Achievement Report

AAP for the Disabled

Narrative Sections

  • Consideration of Qualifications
  • Accommodation of Physical and Mental Disabilities of Employees and Applicants
  • Compensation
  • Review of Employment Practices Including
  • Physical and Mental Job Qualifications
  • External Dissemination of Information, Outreach and Positive Recruitment
  • Internal Dissemination of Information
  • Responsibility for Implementation
  • Development and Execution of Affirmative Action Programs
  • Records Retention
  • Complaint Review Process

AAP for Veterans

Narrative Sections

  • Definition of Disabled Veterans, Armed Forces service medal veterans, recently separated veterans, and Other Veterans
  • Identification of Disabled Veterans, Armed Forces service medal veterans, recently separated veterans, and Other Veterans
  • Physical and Mental Requirements
  • Job Listings
  • Compensation
  • External Dissemination of Policy, Outreach and Recruitment
  • Internal Dissemination
  • Responsibility for Implementation
  • Development and Execution of Affirmative Action Programs
  • Records Retention
  • Complaint Review Process

Reports that are required by the regulations but that do not go in the AAP

Several analysis reports must be completed according to federal regulations, even though they should not be included as part of the AAP document. In some cases we must charge extra for these reports because of the number of reports required by larger organizations. For smaller clients, these reports are often included at no extra charge. They are:

  • Disparate Impact Testing (Impact Ratio Analysis)

    These reports are designed to test for discrimination against minorities or women in the employment selection process. Tests should be made for new hires versus job applicants, promotions and terminations. Disparate impact is illegal discrimination that takes place in the face of policies and procedures for selection which otherwise appear to be neutral. Yet, even though the procedures appear neutral it is possible to have a protected group "screened out" at a rate that is statistically significant and unacceptable compared to other groups. These reports should not be placed in the AAP document, but rather maintained in an AAP support file for the year.

  • Compensation Regression Analysis

    The OFCCP has put forth draft regulations for public comment that would require contractors to perform regression analysis on compensation data every year. Unfortunately, regression analysis is rather expensive and doesn't quite fit the definition of "quick and easy" either. The data needed for regression analysis goes well beyond that collected for affirmative action preparation or disparate impact testing. We do not recommend contractors perform regression analysis unless they are involved in a compliance review or legal action dealing with compensation issues. Simply having put forth the proposed requirement does not give the OFCCP authority to demand contractor compliance with these suggested requirements.

    We do, however, perform a statistical significance or probability test on compensation for cohorts in each job title. This gives the contractor an opportunity to see the relationship of men to women and minorities to non-minorities within each job title. Any red flags can be explored further and remedies devised if appropriate.

How often do we have to do this?

Every year. Federal regulations require a complete update of all sections in your AAP every time you begin a new AAP year. That means a completely new analysis of your workforce compared to availability, determining underutilizations, and setting goals for the coming year.

How long does it take for you to get our AAP done and back to us?

Normally, we are able to complete the draft of your plan within three weeks of the date we receive "clean" employee data file. If we have problems with your data file, or we have to spend time fixing data problems in the file, that can delay your draft and increase your cost.

Why give us a draft? Why not just give us a final version?

We go through a draft review process with you because we want you to be sure everything in the narrative is accurate. We will be listing activities your employees have been involved in over the past year, your recruiting sources, and your action plans for the coming year. If any of those items need to be adjusted we can take care of it during the draft review. Once you are satisfied, we will input your edits and produce a final master that you can use to make as many copies as you need.

Who can I talk with if I have more questions?

We invite you to call our office at 888-671-0404 to discuss your other questions. The call is toll-free. Likewise, we will be happy to answer any questions you might have about our AAP development service or billing arrangements.

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