Five Key areas to focus on when implementing your AAP
- Assign Responsibility: This could be the most crucial part of putting your plan into place. Individuals in charge of collecting data and implementing and executing the AAP need to take their responsibilities seriously. They should have the authority and support of upper management to complete their AAP responsibilities.
- Communicate: This may seem obvious, but there are strategic ways you can communicate to management, staff, and external sources about your affirmative action plan. Here are a few ideas:
- Have specialized staff meetings and one-on-one meetings to discuss AAP responsibilities and the most effective ways of recruiting and hiring women, minorities, individuals with disabilities, and veterans
- Ensure that managers have displayed the required AAP and EEO notices and posters throughout the workplace
- Communicate to employees involved in employee selection how the hiring process directly impacts your affirmative action plan goals and objectives
- keeping federal funding hinges in part on the implementation of your affirmative action plan
- Communicate the existence of your affirmative action plan to subcontractors and vendors
- Work with the local community on outreach and recruitment efforts, mainly focused on any areas of underutilization that are identified in the AAP.
3. Identify Problem Areas: After your data has been collected, and your AAP has been prepared, make sure that you analyze the results of all components of the AAP carefully. Having someone who is familiar with affirmative action requirements and has the knowledge to conduct the analyses necessary to ensure that your AAP is successfully implemented is key to addressing any identified problem areas. In the event of an audit, the OFCCP will investigate whether all areas of employment have been analyzed.
4. Stay on top of your Data and do it On Time: Your Data drives your affirmative action plan. It is essential that you stay on top of collecting data, be consistent, check for accuracy of the data, and have the data ready when the time comes to prepare the AAP. Don’t get behind in the AAP preparation process because your company is not timely with the data collection, or the data produced is inaccurate. Improper data leads to incorrect analyses, which could cost your company a great deal of time and money, not to mention that inaccurate data can cause significant problems in an OFCCP audit.
5. Follow Through: A great deal of time and financial resources prepare an affirmative action plan. Once the AAP is complete, it is important to follow through with implementing the AAP by disseminating the AAP, conducting self-audits, and ensuring that your policies are consistently applied and records maintained. An AAP should not be completed and left to sit around until the time comes to prepare the next AAP.
You must follow through with the commitments outlined in your AAP. You want to ensure that you do not lose federal funding, and the last place you want to be is on the wrong side of an OFCCP audit.
Following these guidelines will assist you in successfully integrating your AAP into your company.
If you need assistance at any time in the development or implementation of your affirmative action plan, Career Resources is here to help. Please send us an e-mail at firstname.lastname@example.org