SAMPLE AFFIRMATIVE ACTION PROGRAM (AAP)

 

The following sample AAP is for illustrative purposes only and does not represent the only styles and formats that meet regulatory requirements. While this sample has been constructed around a company with less than 150 employees, thereby allowing the AAP job groups to be formulated according to OFCCP occupational categories as authorized by 41 CFR 60-2.12(e), it may be used as a guide for larger employers.  

When preparing an AAP, it should be customized to reflect an employer’s organizational structure, policies, practices, programs, and data. Usually a separate AAP is required for each establishment. In appropriate circumstances, an establishment may include several facilities located at two or more sites if the facilities are in the same labor market or recruiting area.

In addition to the records an employer is required to compile and maintain to support the AAP [41 CFR 60-1.12 and 60-2.17(d)], the employer should also keep materials evidencing its affirmative action efforts. This may include items such as copies of collective bargaining agreements and other documents that indicate employment policies and practices; copies of letters sent to suppliers and vendors stating the EEO/affirmative action policy; copies of letters sent to recruitment sources and community organizations; and copies of contract language incorporating the regulatory EEO clause [41 CFR 60-1.4].  


FEDERAL CONTRACTOR, INC. (FCI
)
EXECUTIVE ORDER 11246
SAMPLE AFFIRMATIVE ACTION PROGRAM

Title 41 CFR Section

Organizational Profile 60-2.11

Job Group Analysis 60-2.12

 

Utilization Analysis

 

Placement of Incumbents in Job Groups 60-2.13

 

Determining Availability 60-2.14

 

Comparing Incumbency to Availability 60-2.15

 

Placement Goals 60-2.16

 

Additional Required Elements 60-2.17

 

Designation of Responsibility for Implementation 60-2.17(a)

 

Identification of Problem Areas 60-2.17(b)

 

Action-Oriented Programs 60-2.17(c)

 

Internal Audit and Reporting System 60-2.17(d)

Support Data 60-2.17(b) and 60-3

General Requirement (optional inclusion in AAP)

Guidelines on Discrimination because of Religion or National Origin 60-50

Organizational Display

 

The Organizational Display is a detailed chart of the contractor’s organizational structure. For each organizational unit, the display must indicate the following: 

 

Federal Contractor, Inc. (FCI)

 

Note that the organizational display shows each department, the race/sex of the supervisor(s) and employees within each department, and how all of the departments relate to each other.

Workforce Analysis  

DEPARTMENT/WORK UNIT: Administration
MALES
FEMALES
Job Title
Wage Rate
EEO-1 Category (EEO-1 Form or OFCCP regulations)
Job Group
Total Employees
Total
White
Black/African American
Asian/Pacific Islander
American Indian/Alaskan Native
Hispanic
Total
White
Black/African American
Asian/Pacific Islander
American Indian/Alaskan Native
Hispanic
 
General Manager
S-A
1
1
1
1
1
 
 
 
 
 
 
 
 
 
 
 
Personnel Manager
S-D
1
1
1
1
1
 
 
 
 
 
 
 
 
 
 
 
Executive Assistant
S-J
5
5
1
 
 
 
 
 
 
1
1
 
 
 
 
 
Administrative Assistant
H-8
5
5
1
 
 
 
 
 
 
1
 
1
 
 
 
File Clerk
H-11
5
5
2
1
 
 
 
 
1
1
 
 
 
1
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
DEPARTMENT TOTAL
6
3
2
 
 
 
1
3
1
1
 
1
 


Workforce Analysis 

DEPARTMENT/WORK UNIT: Accounting - Billing
MALES
FEMALES
Job Title
Wage Rate
EEO-1 Category
Job Group
Total
Employees
Total
White
Black/African American
Asian/Pacific Islander
American Indian/Alaskan Native
Hispanic
Total
White
Black/African American
Asian/Pacific Islander
American Indian/Alaskan Native
Hispanic
 
Controller
S-C
1
1
1
1
 
 
1
 
 
 
 
 
 
 
 
 
Pricing – Billing Manager
S-E
1
1
1
1
1
 
 
 
 
 
 
 
 
 
 
 
General Ledger Accountant
S-F
2
2
1
 
 
 
 
 
 
1
1
 
 
 
 
 
Payroll Administrator
S-H
2
2
1
1
1
 
 
 
 
       
 
 
 
Billing Clerk
H-5
5
5
3
1
 
 
 
 
1
2
2
 
 
 
 
 
Material Pricing Clerk
H-5
5
5
3
1
1
 
 
 
 
 
2
 
1
 
1
 
 
 
 
Administrative Assistant
H-8
5
5
2
 
 
 
 
 
 
2
1
1
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
DEPARTMENT TOTAL
12
5
3
 
1
 
1
7
5
2
 
   
 


Workforce Analysis 

DEPARTMENT/WORK UNIT: Accounting – Design
MALES
FEMALES
Job Title
Wage Rate
EEO-1 Category
Job Group
Total
Employees
Total
White
Black/African American
Asian/Pacific Islander
American Indian/Alaskan Native
Hispanic
Total
White
Black/African American
Asian/Pacific Islander
American Indian/Alaskan Native
Hispanic
 
Interior Design Manager
S-E
1
1
1
1
1
 
 
 
 
 
 
 
 
 
 
 
 
Interior Designer
S-M
2
2
2
 
 
 
 
 
 
 
 
2
1
 
 
 
1
 
Office Space Planner
S-M
2
2
5
1
1
 
 
 
 
4
4
 
 
 
 
 
Administrative Assistant
H-8
5
5
2
 
 
 
 
 
 
 
2
2
   
 
 
 
 
File Clerk
H-11
5
5
 
 
 
 
 
 
 
 
2
1
 
1
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
DEPARTMENT TOTAL
12
2
2
 
 
 
 
 
 
10
8
 
1
 
1
 


Workforce Analysis 

DEPARTMENT/WORK UNIT: Sales – Customer
MALES
FEMALES
Job Title
Wage Rate
EEO-1 Category
Job Group
Total
Employees
Total
White
Black/African American
Asian/Pacific Islander
American Indian/Alaskan Native
Hispanic
Total
White
Black/African American
Asian/Pacific Islander
American Indian/Alaskan Native
Hispanic
 
Sales – Customer Support Manager
S-G
1
1
1
1
1
 
 
 
 
 
 
 
 
 
 
 
Pricing Specialist
S-J
2
2
6
5
3
1
1
 
 
1
 
 
 
 
1
 
Purchasing Agent
S-J
2
2
7
5
5
 
 
 
 
 
2
2
 
 
 
 
 
Office Equipment Sales Representative
S-K
4
4
10
8
8
 
 
 
 
2
2
   
 
 
 
Customer Information Sales Representative
H-7
5
5
6
 
 
 
 
 
 
6
4
 
1
 
 
 
Call Center Agent
 
H-7
 
5
 
5
 
3
 
1
 
1
 
 
 
 
 
2
 
1
 
1
 
 
 
 
Customer Service Complaints Clerk
H-8
5
5
3
1
 
 
 
 
1
2
1
 
1
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
DEPARTMENT TOTAL
36
21
18
1
1
 
1
15
10
2
2
 
1
 

 

Workforce Analysis 

DEPARTMENT/WORK UNIT: Installation
MALES
FEMALES
Job Title
Wage Rate
EEO-1 Category
Job Group
Total
Employees
Total
White
Black/African American
Asian/Pacific Islander
American Indian/Alaskan Native
Hispanic
Total
White
Black/African American
Asian/Pacific Islander
American Indian/Alaskan Native
Hispanic
 
Installation Manager
S-F
1
1
1
1
1
 
 
 
 
 
 
 
 
 
 
 
Installation Supervisor
S-G
1
1
1
1
1
 
 
 
 
 
 
 
 
 
 
 
Furniture Repair Supervisor
S-G
1
1
1
 
1
 
1
 
 
 
 
 
 
 
 
 
 
 
Inventory Control Clerk
H-9
5
5
2
 
 
 
 
 
 
2
1
   
 
1
 
Systems Specialist
H-9
6
6
12
10
8
 
 
 
2
2
1
1
 
 
 
 
Installer
H-10
6
6
18
 
17
 
12
2
1
 
2
1
 
 
 
 
1
 
Furniture Repair
H-10
6
6
13
 
12
 
7
 
3
 
2
1
 
1
 
 
 
 
Truck Driver
H-11
7
7
8
 
7
 
5
1
 
1
 
1
1
 
 
 
 
 
Forklift Operator
H-12
7
7
2
2
1
1
 
 
 
 
 
 
 
 
 
 
Installer Helper
H-13
8
8
13
12
8
2
 
 
2
1
 
 
1
 
 
 
Receiving
H-13
8
8
3
3
2
1
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
DEPARTMENT TOTAL
74
66
46
7
4
1
8
8
3
2
1
 
2

Job Group Analysis:
Listing of Job Titles


Job Titles
Job Group Name
EEO-1 Category
General Manager
Controller
Pricing-Billing Manager
Sales – Customer Support Manager
Interior Design Manager
Personnel Manager
Installation Manager
Installation Supervisor
Furniture Repair Supervisor
1
Officials & Managers
Interior Designer
Office Space Planner
General Ledger Accountant
Payroll Administrator
Purchasing Agent
Pricing Specialist
2
Professionals
Office Equipment Sales Representative
4
Sales Workers
 


Job Group Analysis:
Listing of Job Titles
 

Job Titles
Job Group Name
EEO-1 Category
Executive Assistant
Administrative Assistant
File Clerk
Billing Clerk
Inventory Control Clerk
Material Pricing Clerk
Customer Information Sales Representative
Call Center Agent
Customer Service Complaints Clerk
5
Office and Clericals
Systems – Specialist
Installer
Furniture Repair
6
Craftworkers
Truck Driver
Forklift Operator
7
Operatives
Installer Helper
Receiving
8
Laborers
 


Utilization Analysis:

Placement of Incumbents in Job Groups

Job Group
Total # of Incumbents
# of Females
Female Incumbency %
# of Minorities
Minority Incumbency %
1
9
0
0.0
1
11.1
2
22
10
45.5
4
18.2
4
10
2
20.0
0
0.0
5
30
25
83.3
13
43.3
6
43
4
9.3
15
34.9
7
10
1
10.0
3
30.0
8
16
1
6.3
6
37.5
 

Utilization Analysis:

Determining Availability

 

Job Group: 6
Raw Statistics
Value Weight
Weighted Statistics
Source of Statistics
Reason for Weighting
 
Minority
Female
 
Minority
Female
 
 
1. Percentage of minorities or women with requisite skills in the reasonable recruitment area
18.4%
40.2%
10%
1.84%
4.02%
2000 Census
Data
 
2. Percentage of minorities or women among those promotable, transferable, and trainable within the contractor's organization.
20.1%
44.6%
90%
18.09%
40.14%
 
 
Totals:
100%
19.93%
44.16%
‹ Final Factor
 
 

 

Utilization Analysis:

Comparing Incumbency to Availability
and
Establishing Placement Goals


Job Group
Female Incumbency %
Female Availability %
Establish Goal? Yes/No
If Yes, Goal for Females
Minority Incumbency %
Minority Availability %
Establish Goal? Yes/No
If Yes, Goal for Minorities
1
0.0%
47.6%
Yes
47.6%
11.1%
18.1%
Yes
18.1%
2
45.5%
43.8%
No
 
18.2%
8.2%
No
 
4
20.0%
34.5%
Yes
34.5%
0.0%
12.4%
Yes
12.4%
5
83.3%
87.7%
No
*
43.3%
27.6%
No
 
6
9.3%
5.5%
No
 
34.9%
23.2%
No
 
7
10.0%
6.3%
No
 
30.0%
37.5%
No
*
8
6.3%
19.1%
Yes
19.1%
37.5%
26.3%
No
 

 

*The 80% rule of thumb was followed in declaring underutilization and establishing goals when the actual employment of minorities or females is less than 80% of their availability. If the female/minority incumbency percent (%) is less than the female/minority availability percent (%) and the ratio of incumbency to availability is less than 80%, a placement goal should be included in the appropriate “If Yes” column.

 

Designation of Responsibility for Implementation

Responsibilities of the Equal Employment Opportunity Manager:

The Personnel Manager has the responsibility for designing and ensuring the effective implementation of Federal Contractor, Inc’s. (FCI’s) Affirmative Action Program (AAP). These responsibilities include, but are not limited to, the following:

  1. Developing Equal Employment Opportunity (EEO) policy statements, affirmative action programs and internal and external communication procedures;

 

  1. Assisting in the identification of AAP/EEO problem areas;

 

  1. Assisting management in arriving at effective solutions to AAP/EEO problems;

 

4. Designing and implementing an internal audit and reporting system that:

a. Measures the effectiveness of FCI’s program;

b. Determines the degree to which AAP goals and objectives are met; and

c. Identifies the need for remedial action;

 

  1. Keeping FCI’s General Manager informed of equal opportunity progress and reporting potential
    problem areas within the company through quarterly reports;

  2. Reviewing the company’s AAP for qualified minorities and women with all managers and supervisors at all levels to ensure that the policy is understood and is followed in all personnel activities;

 

7. Auditing the contents of the company’s bulletin board to ensure compliance information is posted and up-to-date; and

8. Serving as liaison between FCI and enforcement agencies.

Responsibilities of Managers and Supervisors:

It is the responsibility of all managerial and supervisory staff to implement FCI’s AAP. These responsibilities include, but are not limited to:

 

  1. Assisting in the identification of problem areas, formulating solutions, and establishing departmental goals and objectives when necessary;

 

 

 

 

 

 

  1. Reviewing the qualifications of all applicants and employees to ensure qualified individuals are treated in a nondiscriminatory manner when hiring, promotion, transfer, and termination actions occur; and

 

  1. Reviewing the job performance of each employee to assess whether personnel actions are justified based on the employee’s performance of his or her duties and responsibilities.


Identification of Problem Areas  

Areas of Concern
Corrective Actions
  • Underutilization of minorities and women in Job Groups 1 and 4 where external hiring opportunities occurred. Concern regarding low minority and female applicant flow rate resulting from inadequate recruitment for both job groups.
  • No later than March 1, 2010, notify management and professional recruitment sources, in writing, of FCI’s interest in attracting qualified minorities and women to apply for job openings.
  • No later than March 1, 2010, expand FCI’s recruitment program to colleges and universities with a significant percentage of minority and female students.
  • Underutilization of women in Job Group 8 entry-level blue-collar jobs. Concern regarding low female applicant flow rate resulting from inadequate recruitment.
  • No later than January 1, 2010, contact the local YWCA, local vocational school, and training centers to inform them of FCI’s interest in attracting qualified female applicants.
  • High termination rate for females in Job Group 8.
  • Immediately review exit interview survey of terminated females to confirm voluntary reason for leaving.
 


Action-Oriented Programs

 

FCI has instituted action programs to eliminate identified problem areas and to help achieve specific affirmative action goals. These programs include:

  1. Conducting annual analyses of job descriptions to ensure they accurately reflect job functions;

 

  1. Reviewing job descriptions by department and job title using job performance criteria;

 

3. Making job descriptions available to recruiting sources and available to all members of management involved in the recruiting, screening, selection and promotion processes;

 

4. Evaluating the total selection process to ensure freedom from bias through:

 

a. Reviewing job applications and other pre-employment forms to ensure information requested is job-related;

b. Evaluating selection methods that may have a disparate impact to ensure that they are job-related and consistent with business necessity;

 

c. Training personnel and management staff on proper interview techniques; and

 

d. Training in EEO for management and supervisory staff;

 

5. Using techniques to improve recruitment and increase the flow of minority and female applicants. FCI presently undertakes the following actions:

a. Include the phrase "Equal Opportunity/Affirmative Action Employer" in all printed employment advertisements;

 

b. Place help wanted advertisement, when appropriate, in local minority news media and women's interest media;

c. Disseminate information on job opportunities to organizations representing minorities, women and employment development agencies when job opportunities occur;

 

d. Encourage all employees to refer qualified applicants;

 

e. Actively recruit at secondary schools, junior colleges, colleges and universities with predominantly minority or female enrollments; and

 

f. Request employment agencies to refer qualified minorities and women;

 

6. Hiring a statistical consultant to help FCI perform a self-audit of its compensation practices; and

 

7. Ensuring that all employees are given equal opportunity for promotion. This is achieved by:

 

a. Posting promotional opportunities;

 

b. Offering counseling to assist employees in identifying promotional opportunities, training and educational programs to enhance promotions and opportunities for job rotation or transfer; and

 

c. Evaluating job requirements for promotion.


Internal Audit and Reporting System

 

The Personnel Manager has the responsibility for developing and preparing the formal documents of the AAP. The Personnel Manager is responsible for the effective implementation of the AAP; however, responsibility is likewise vested with each department manager and supervisor. FCI’s audit and reporting system is designed to:

 

 

 

 

 

The following personnel activities are reviewed to ensure nondiscrimination and equal employment opportunity for all individuals without regard to their race, color, gender, religion, or national origin:

 

 

The following documents are maintained as a component of FCI’s internal audit process:

 

  1. An applicant flow log showing the name, race, sex, date of application, job title, interview status and the action taken for all individuals applying for job opportunities;

 

  1. Summary data of external job offers and hires, promotions, resignations, terminations, and layoffs by job group and by sex and minority group identification;

 

  1. Summary data of applicant flow by identifying, at least, total applicants, total minority applicants, and total female applicants for each position;

 

  1. Maintenance of employment applications (not to exceed one year); and

 

  1. Records pertaining to FCI’s compensation system.


FCI’s audit system includes a quarterly report documenting FCI’s efforts to achieve its EEO/AAP responsibilities. Managers and supervisors are asked to report any current or foreseeable EEO problem areas and are asked to outline their suggestions/recommendations for solutions. If problem areas arise, the manager or supervisor is to report problem areas immediately to the Personnel Manager. During quarterly reporting, the following occurs:

  1. The Personnel Manager will discuss any problems relating to significant rejection ratios, EEO charges, etc., with the General Manager; and

 

  1. The Personnel Manager will report the status of the FCI’s AAP goals and objectives to the General Manager. The Personnel Manager will recommend remedial actions for the effective implementation of the AAP.

Support Data:

Personnel Activity

  

 
OFCCP Category:
Officials and Managers
Job Group: 1
 
External Hires
 
 
External Applicants
 
Promotions - Into
Job Group
 
Promotions - Within Job Group
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
1
 
8
 
1
 
 
 
Black/African American
 
 
 
1
 
 
 
 
Asian/Pacific Islander
 
 
 
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
 
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
 
1
 
 
8
 
1
 
1
 
 
 
 
Voluntary Terminations & Retirements
 
Involuntary Terminations
 
 
Layoffs
 
Recalls
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
 
 
 
 
 
 
 
 
Black/African American
 
 
1
 
 
 
 
 
Asian/Pacific Islander
 
 
 
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
 
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
 
 
1
 
 
 
 
 
 


Support Data:

Personnel Activity

 

 
OFCCP Category:
Professionals
Job Group: 2
 
External Hires
 
 
External Applicants
 
Promotions - Into
Job Group
 
Promotions - Within Job Group
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
2
 
6
9
 
 
1
 
Black/African American
 
 
1
1
 
 
 
 
Asian/Pacific Islander
 
 
 
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
1
 
 
1
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
 
2
 
 
8
 
10
 
 
 
1
 
1
 
 
Voluntary Terminations & Retirements
 
Involuntary Terminations
 
 
Layoffs
 
Recalls
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
 
 
 
 
 
 
 
 
Black/African American
 
 
 
 
 
 
 
 
Asian/Pacific Islander
 
 
 
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
 
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
 
 
 
 
 
 
 
 
 


Support Data:

Personnel Activity

 

 
OFCCP Category:
Sales Workers
Job Group: 4
 
External Hires
 
 
External Applicants
 
Promotions - Into
Job Group
 
Promotions - Within Job Group
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
 
 
 
 
 
 
 
 
Black/African American
 
 
 
 
 
 
 
 
Asian/Pacific Islander
 
 
 
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
1
Hispanic
 
 
 
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
 
 
 
 
 
 
 
 
1
 
 
Voluntary Terminations & Retirements
 
Involuntary Terminations
 
 
Layoffs
 
Recalls
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
 
 
1
 
 
 
 
 
Black/African American
 
 
 
 
 
 
 
 
Asian/Pacific Islander
 
 
 
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
 
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
 
 
1
 
 
 
 
 
 


Support Data:

Personnel Activity

 

 
OFCCP Category:
Office and Clerical
Job Group: 5
 
External Hires
 
External Applicants
 
Promotions - Into
Job Group
 
Promotions - Within Job Group
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
1
 
5
46
 
 
 
1
Black/African American
 
1
2
3
 
 
 
 
Asian/Pacific Islander
 
 
2
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
1
 
 
 
 
Hispanic
 
 
1
3
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
1
1
10
53
 
 
 
1
 
Voluntary Terminations & Retirements
 
Involuntary Terminations
 
Layoffs
Recalls
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
 
 
 
 
 
 
 
 
Black/African American
 
 
 
 
 
 
 
 
Asian/Pacific Islander
 
 
 
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
1
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
 
 
1
 
 
 
 
 
 


Support Data:

Personnel Activity

 

 
OFCCP Category:
Craftworkers
Job Group: 6
 
External Hires
 
 
External Applicants
 
Promotions - Into
Job Group
 
Promotions – Within Job Group
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
2
 
15
2
1
 
1
 
Black/African American
 
1
1
1
 
 
 
 
Asian/Pacific Islander
 
 
2
1
1
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
1
 
 
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
3
1
18
4
2
 
1
 
 
Voluntary Terminations & Retirements
 
Involuntary Terminations
 
 
Layoffs
 
Recalls
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
1
 
 
1
 
 
 
 
Black/African American
 
 
 
 
 
 
 
 
Asian/Pacific Islander
 
 
 
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
 
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
1
 
 
1
 
 
 
 
 


Support Data:

Personnel Activity

 

 
OFCCP Category:
Operatives
Job Group: 7
 
External Hires
 
 
External Applicants
 
Promotions - Into
Job Group
 
Promotions - Within Job Group
 
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
 
 
 
 
1
 
1
 
Black/African American
 
 
 
 
 
 
 
 
Asian/Pacific Islander
 
 
 
 
 
 
1
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
 
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
 
 
 
 
1
 
2
 
 
Voluntary Terminations & Retirements
 
Involuntary Terminations
 
 
Layoffs
 
Recalls
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
 
 
 
 
 
 
 
 
Black/African American
 
 
 
 
 
 
 
 
Asian/Pacific Islander
 
 
 
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
 
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
 
 
 
 
 
 
 
 
 


Support Data:

Personnel Activity

 

 
OFCCP Category:
Laborers
Job Group: 8
 
External Hires
 
 
External Applicants
 
Promotions - Into
Job Group
 
Promotions – Within Job Group
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
 
 
19
1
 
 
1
 
Black/African American
1
 
3
 
 
 
 
 
Asian/Pacific Islander
 
 
1
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
4
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
1
 
27
1
 
 
1
 
 
Voluntary Terminations & Retirements
 
Involuntary Terminations
 
 
Layoffs
 
Recalls
 
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
MALES
FEMALES
White
 
 
 
 
 
 
 
 
Black/African American
 
 
1
 
 
 
 
 
Asian/Pacific Islander
 
 
1
 
 
 
 
 
American Indian/Alaskan Native
 
 
 
 
 
 
 
 
Hispanic
 
 
 
 
 
 
 
 
Race Missing or Unknown
 
 
 
 
 
 
 
 
TOTAL (count each person once only)
 
 
2
 
 
 
 
 


Support Data:

Applicant Flow Log

NAME
RACE/ ETHNICITY
SEX
DATE OF APPLICATION
JOB TITLE
INTERVIEW (Y/N)*
ACTION TAKEN (H/NH) * & DATE
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

 

*Legend: Y – Yes N-No H – Hired NH – Not Hired


Support Data

ANALYSIS OF AFFIRMATIVE ACTION PROGRAM PROGRESS: [_] PRIOR YEAR AAP [_] CURRENT YEAR AAP

JOB GROUP*
 
GOAL PLACEMENT RATE (%)**
ACTUAL PLACEMENT RATE (%)***
ANALYSIS OF GOOD FAITH EFFORTS
 
MINORITY
 
 
 
FEMALE