As discussed in Chapter 1, it is the agency’s practice to contact the EEOC, VETS, state employment services, and EEO and labor enforcement agencies upon the initiation of a compliance evaluation. Such information helps to provide a better understanding of the contractor’s workforce and operations, and may indicate potential problem areas.
However, because of the nature of a FAAP compliance evaluation, the job groups and titles that are under review may be located at multiple locations throughout the country. Therefore, for FAAP reviews, contact with these government agencies is not made upon the initial mailing of the Scheduling Letter. Rather, the CO should contact these agencies after reviewing the desk audit findings to determine which locations would have information relevant to assessing the contractor’s nondiscrimination and affirmative action efforts.