Road sign, "success starts here" - getting started with your affirmative action planNow that you have determined your company needs an affirmative action plan (if you are still unsure that your company needs an AAP visit here), figuring out where to begin can feel overwhelming. Start with the basics – do your research, decide whether you will be hiring an expert, and communicate with your staff. Focusing on these few key areas will be a good start in preparing your affirmative action plan.To get started, conduct research and familiarize yourself with the ins and outs of affirmative action. Familiarizing yourself with the history and regulations of Executive Order 11246, the Rehabilitation Act of 1973 and VEVRAA (Vietnam-Era Veterans’ Readjustment Assistance Act) will help you understand why your company is required to have an AAP.  It’s also important to start looking into what will go into your plan. Below is an overview of what goes into an AAP.Detailed Statistical Analyses and Reports

  • Organization Profile (Workforce Analysis)
  • Job Group Analysis
  • Availability Analysis
  • Utilization Analysis
  • Annual Placement Goals Report
  • Prior Year Goal Attainment Report
  • Adverse Impact Analysis
  • Compensation Analysis – using any difference test
  • Data Collection Analysis (Individuals with Disabilities and Protected Veterans)
  • Utilization Analysis for Individuals with Disabilities
  • Goal Attainment for Individuals with Disabilities
  • Benchmark Analysis for Protected Veterans

Affirmative Action Plan Narratives

  • Minorities and Females
  • Veterans and Individuals with Disabilities

Next, you might want to ask the question; “Should my AAP be prepared in-house, or should I outsource to an affirmative action expert?” Some companies are large enough that it will make sense to handle the affirmative action plan in-house, while for the majority, it is more cost effective and efficient to retain an expert. The preparation of an affirmative action plan is no small undertaking and failing to have an AAP in place could affect your continued funding from the government.  Affirmative action experts are constantly monitoring audit trends and regulations and will be available to answer any affirmative action related questions or concerns.Finally, you need to talk with your employees about the changes ahead and what will be expected of them, especially at the management level.  Getting employees on board will make the process of preparing your AAP much smoother. At this point, it will also be important to begin considering how affirmative action responsibilities will be delegated to employees who are involved in personnel decision making.Beginning with the basics will provide you with an understanding of the affirmative action related requirements of a federal. Rather than feeling overwhelmed by the AAP process, consider reaching out to an affirmative action expert. Career Resources is available to answer your questions and help you get started with your affirmative action plan. Please contact us at