What forms do I need for applicants to self-id?

Affirmative action employers are required to give all applicants who meet the OFCCP’s definition of applicant the opportunity to self identify race, gender, veteran, and disability status.  If an applicant chooses not to self identify any or all of these categories the employer has still met their tracking obligations and needs to do nothing further. […]

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What are best practices in affirmative action recruiting and hiring?

To have a successful recruiting strategy, we must create a clearly defined Recruitment and Hiring Process utilizing a multi-step process. Steps may include: Advertising our open positions to attract a diverse candidate pool, including: Professional Organizations Publications Associations representing diversity groups Job Fairs The Department of Labor website Utilizing our professional networks Evaluate all open […]

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What is the OFCCP definition of an internet applicant?

Office of Federal Contract Compliance Programs (OFCCP) regulations require covered federal contractors and subcontractors to collect information about the gender, race, and ethnicity of each “applicant” for employment. The final rule modifies OFCCP applicant recordkeeping requirements to address challenges presented by the use of the Internet and electronic data technologies in contractors’ recruiting and hiring […]

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How should a federal contractor post jobs?

As a federal contractor there are some guidelines for posting open positions. Let’s start by reviewing the basic posting requirement.  Under VEVRAA, Federal contractors are required to post “all employment openings” with the appropriate Employment Service Delivery Systems (ESDS) where the job opening occurs.  In this context, “all employment openings” means all job openings with […]

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Can we use a third party for state job postings?

An entire industry has sprung up around fulfilling these job posting requirements.  OFCCP’s regulations have been updated to account for the use of these private, 3rd party job listing services.  Use of such services will be considered satisfactory as long as the 3rd party service is posting in a “manner and format permitted by the […]

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What does “basic qualifications” mean?

All basic qualifications must be defined prior to the selection process. These include: Non-comparative features of a job seeker (i.e. three years’ experience in a particular position, rather than a comparative requirement such as being one of the top five among candidates in years of experience.); Objective (i.e. a Bachelor’s degree in accounting, but not […]

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How do we handle temporary employees for affirmative action?

If the employee is working less than 3 days, we do not need to follow the same hiring process or add them to an applicant flow log. If more than 3 day position: Applicant must be added to Applicant Flow Log with “Hired” disposition Applicant must complete online application with Race/Gender/Veteran/Disability sheets Submit Race/Gender/Veteran/Disability sheets […]

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How do we ensure online accessibility for individuals with disabilities?

In the wake of its Internet Applicant rule, OFCCP released an initiative titled “Ensuring the Accessibility of Online Application Systems.”  Since many employers transitioned to the Internet as their primary, or only, means of accepting applications, OFCCP implemented this initiative to ensure that applicants with disabilities are afforded their equal opportunity rights in the hiring […]

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What tracking and outreach do I need for IWDs and Veterans?

The OFCCP annually publishes the  Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) Benchmark on its Web site based on data released by the Bureau of Labor Statistics (BLS). Below is the Benchmark chart as presented on the DOL website: Annual VEVRAA Benchmark Effective Dates Because there are numerical goals (annual 7% utilization analysis required since […]

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