Adverse Impact Analysis: These reports are used by OFCCP to determine if discrimination has occurred. The percentage of hires, promotions, terminations and transfers are compared by race and gender using the two standard deviation analysis. If adverse impact is indicated you should conduct an analysis to determine if your personnel practices result in discrimination. Many factors can contribute to an indication of adverse impact. Make a written report of your findings and any corrective actions that you undertake in the Problem Areas and Solutions part of your AAP. At a minimum you should be able to document and clearly articulate the reason for the indication of adverse impact.
Availability Analysis: Availability is an estimate of the number of qualified minorities and women available for employment in a given job group. It is expressed as a percentage of all qualified persons available in that particular job group using the most current US Census information and the contractor’s assignment of internal feeder groups. The availability determination provides a benchmark with which to compare the company’s workforce to determine if there are barriers to equal employment opportunity in any job groups.
Diversity Profile: The Diversity Profile shows a breakout by race and gender of all personnel included in your affirmative action plan. This report may be run on the first or last day of your AAP year. It is a one-page management tool that helps you easily see the diversity of your organization.
Diversity Variance: The Diversity Variance Report is an end of the year report that compares the difference in your workforce profile from the first of the year to the end of the year. This report is a management tool that shows gains or losses in the diversity of your workforce.
Employee Roster: This is a list of all your employees as of the first day of your AAP year. The employee roster shows race, gender, job group and other pertinent information that may be helpful to you throughout the year.
Executive Overview: This is a snapshot of issues in major problem areas.
Hiring Benchmark Analysis Veterans Report: This report shows the number of hires per job group and the number of hires who identified as a protected veteran. The 5 of veteran hires is compared to the OFCCP Benchmark % that was in place at the start of the plan year to determine if the benchmark was met. The benchmark is a tool t o help contractors evaluate the effectiveness of their effort to recruit and employ qualified protected veterans.
Individuals With a Disability Data Collection Report: Provides the required data collection points necessary for the annual data analysis under Section 503.
Job Group Analysis: This report separately states the percentage of minorities and percentage of women the company employs in each job group. The total number of employees in the job group, the number of women, and the number of minorities are shown.
Job Groups and Titles: All job titles in the company are combined to form groups of jobs with similar content, wage rates, and opportunities. Content refers to the duties and responsibilities of the job titles. Opportunities refer to training, pay, transfers, promotions, mobility and other career enhancement opportunities offered by the jobs within the job group. This report includes a list of all the job titles that exist on day one of your AAP year and shows each job group, the number of employees, and the percentage of the job group that each job title represents.
New Hires – All Employees: This is a list of all employees who have been hired during the plan year.
New Hires – Veterans: This is a list of all individuals identified as veterans who have been hired during the plan year.
Personnel Activity Table: This report shows the counts of applicants, hires, promotions and terminations by race and gender that occurred during the AAP year by EEO Categories.
Personnel Activity by Job Group: This report shows the counts of applicants, hires, promotions and terminations by race and gender that occurred during the AAP year by each EEO Job Group that exists in the AAP.
Placement Goals: Placement goals are expressed as a desired percentage of movement of women and minorities into job groups where there is underutilization. Placement goals are set when the number of women and minorities employed by your establishment in a particular job group is less than the number you would expect given their availability in that job group.
When you are required to establish a placement goal for a job group, you must establish a percentage at least equal to the availability percentage for that job group. Placement goals are objectives or targets toward which you apply good faith efforts in making your affirmative action program work. These goals may not be rigid and inflexible quotas that must be met nor are they to be considered as either a ceiling or a floor for the employment of particular job groups.
Promotions-All Employees: This is a list of all employees who have been promoted during the plan year.
Promotions-Veterans: This is a list of all veterans who have been promoted during the plan year.
Report on Goals: The Report on Goals indicates whether or not you met any placement goals you established. It lists each job group in the company, the total number of people moving into each job group and the percentage of movement for minorities and women. If a placement goal had been set, that percentage is shown. “Yes” indicates the goal was met; “No” indicates that the goal was not met; “N/A” indicates there was no goal; “<1” means the goal (percentage of total movement) was less than one person.
Report on Goals For Individuals With Disabilities by Job Group: This report lists the number of hires per job group and the number of hires who identified as an individual with a disability.
Terminations-All Employees: This is a list of all employees who have been terminated during the plan year.
Terminations-Veterans: This is a list of all veterans who have been terminated during the plan year.
Utilization Analysis: Utilization analysis is the term commonly given to the process of comparing incumbency to availability. This analysis compares the percentages of women and minorities employed in each job group (job group analysis) to the percentages of women and minorities determined to be available for that job group (availability analysis). The result is a comparison of your workforce with the labor pool from which you recruit. Underutilization exists when the percentage of minorities or women employed in a particular job group is less than would reasonably be expected given their availability.
The Utilization Analysis Detail By Job Group report includes a detailed “Employment” section which shows the count and percentages of women and minority employees incumbent in your workforce. The “Availability” section shows the percentages available as calculated in your availability analysis. The “Underutilization” section has “Y” to denote that underutilization does exist. Where underutilization exists you are required to set placement goals.
The Utilization Analysis: Incumbency to Availability report displays only the percentages of incumbency and availability and an indication if a goal needs to be established in each Job Group.
Veterans Data Collection Report: Provides the required data collection points necessary for the annual data analysis under VEVRAA.
Veteran Report: This is a list of all employees who have identified themselves as veterans. Employees should be given the opportunity to self-identify at the time a job offer is made and to update their veteran status at any time thereafter.
Workforce Analysis: This report is a listing of every job title included in each organizational unit or departmental group (as defined by the contractor) ranked according to rate of pay. For each job title the total number of incumbents, by gender and specific race/ethnicity is shown.
The Workforce Analysis will have a separate page for each organizational unit in your establishment.