Page - 1
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)
1
, 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].
1
Employers may use the EEO-1 categories for this purpose. See footnote 2 for further discussion.
SAMPLE AAP
Page - 2
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
SAMPLE AAP
Page - 3
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:
• The name of the unit and the job title, race and gender of the unit supervisor
• The total number of male and female incumbents and the total number of male and
female incumbents in each of the following groups: Blacks, American Indians, Asians,
Hispanics, and whites other than Hispanics
2
.
Federal Contract
or, Inc. (FCI)
Administration
Gen Manager, WM
Total: 6
2WM, 1HM
1WF, 1BF, 1AIF
Accounting – Billing
Controller, AM
Total: 12
3WM, 1AM, 1HM
5WF, 2BF
Design
Manager, WM
Total: 12
2WM
8WF, 1AF, 1HF
Sales/Cust Support
Manager, WM
Total: 36
18WM, 1BM, 1AM, 1HM
10WF, 2BF, 2AF, 1HF
Installation
Install Manager, WM
Total: 74
46WM, 7BM, 4AM, 1AIM, 8HM
3WF, 2BF, 1AF, 2HF
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.
2
OFCCP's regulations regarding the race, ethnicity, and job categories to be used by contractors have not
changed to reflect the new categories required for the EEO-1 Report. However, OFCCP will accept AAPs and
supporting records that reflect the categories outlined in either 41 CFR Part 60-2 or the new EEO-1 Report.
For more information, see OFCCP’s Directive at
http://www.dol.gov/ofccp/regs/compliance/directives/dirindex.htm
SAMPLE AAP
Page - 4
Workforce Analysis
DEPARTMENT/WORK UNIT: Administration
MALES
FEMALES
Job Title
Wage
Rate
EEO-1
Category
Total
Employees
Total White Black/AA Asian/PI
American
Indian/AN
Hispanic Total White Black/AA Asian/PI
American
Indian/AN
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
2
1
1
1
1
DEPARTMENT
TOTAL
6 3 2 1 3 1 1 1
SAMPLE AAP
Page - 5
Workforce Analysis
DEPARTMENT/WORK UNIT: Accounting – Billing
MALES
FEMALES
Job Title
Wage
Rate
EEO-1
Category
Job
Group
Total
Employees
Total White Black/AA Asian/PI
American
Indian/AN
Hispanic Total White Black/AA Asian/PI
American
Indian/AN
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
SAMPLE AAP
Page - 6
Workforce Analysis
DEPARTMENT/WORK UNIT: Accounting – Design
MALES
FEMALES
Job Title
Wage
Rate
EEO-1
Category
Job
Group
Total
Employees
Total White Black/AA Asian/PI
American
Indian/AN
Hispanic Total White Black/AA Asian/PI
American
Indian/AN
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
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 2 2 10 8 1 1
SAMPLE AAP
Page - 7
Workforce Analysis
DEPARTMENT/WORK UNIT: Sales - Customer
MALES
FEMALES
Job Title
Wage
Rate
EEO-1
Category
Job
Group
Total
Employees
Total White Black/AA Asian/PI
American
Indian/AN
Hispanic Total White Black/AA Asian/PI
American
Indian/AN
Hispanic
Customer
Support
Manager
S-G 1 1 1 1 1
Pricing
Specialist
S-J 2 2 6 5 3 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
SAMPLE AAP
Page - 8
Workforce Analysis
DEPARTMENT/WORK UNIT: Installation
MALES
FEMALES
Job Title
Wage
Rate
EEO-1
Category
Job
Group
Total
Employees
Total White Black/AA Asian/PI
American
Indian/AN
Hispanic Total White Black/AA Asian/PI
American
Indian/AN
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
SAMPLE AAP
Page - 9
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 Sales Representative
4
Sales Workers
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 & Clericals
Systems – Specialist
Installer
Furniture Repair
6 Craftworkers
Truck Driver
Forklift Operator
7 Operatives
Installer Helper
Receiving
8 Laborers
SAMPLE AAP
Page - 10
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
SAMPLE AAP
Page - 11
Utilization Analysis:
Determining Availability
3
3
The example is of one job group only. Contractors must conduct an analysis of each of the job groups and determine availability for each [41
CFR 60-2.12 – 60-2.14]. Please note that the chart includes fictionalized numbers designed for illustrative purposes.
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
SAMPLE AAP
Page - 12
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.
SAMPLE AAP
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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;
2. Assisting in the identification of AAP/EEO problem areas;
3. 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;
5. Keeping FCI’s General Manager informed of equal opportunity progress and
reporting potential problem areas within the company through quarterly reports;
6. 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;
2. 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
SAMPLE AAP
Page - 14
3. 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.
SAMPLE AAP
Page - 15
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.
SAMPLE AAP
Page - 16
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;
2. 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
SAMPLE AAP
Page - 17
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.
SAMPLE AAP
Page - 18
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:
• Measure the effectiveness of the AAP/EEO program;
• Document personnel activities;
• Identify problem areas where remedial action is needed; and
• Determine the degree to which FCI’s AAP goals and objectives have been
obtained.
The following personnel activities are reviewed to ensure nondiscrimination and equal
employment opportunity for all individuals without regard to their race, color, sex, sexual
orientation, gender identity, religion, or national origin:
• Recruitment, advertising, and job application procedures;
• Hiring, promotion, upgrading, award of tenure, layoff, recall from layoff;
• Rates of pay and any other forms of compensation including fringe benefits;
• Job assignments, job classifications, job descriptions, and seniority lists;
• Sick leave, leaves or absence, or any other leave;
• Training, apprenticeships, attendance at professional meetings and conferences;
and
• Any other term, condition, or privilege of employment.
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;
2. Summary data of external job offers and hires, promotions, resignations,
terminations, and layoffs by job group and by sex and minority group
identification;
3. Summary data of applicant flow by identifying, at least, total applicants, total
minority applicants, and total female applicants for each position;
4. Maintenance of employment applications (not to exceed one year); and
5. Records pertaining to FCI’s compensation system.
SAMPLE AAP
Page - 19
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
2. 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.
SAMPLE AAP
Page - 20
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
SAMPLE AAP
Page - 21
Support Data:
Personnel Activity
OFCCP Category:
Officials and
Managers
Job Group: 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
SAMPLE AAP
Page - 22
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
SAMPLE AAP
Page - 23
Support Data:
Personnel Activity
OFCCP Category:
Professionals
Job Group: 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)
SAMPLE AAP
Page - 24
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
SAMPLE AAP
Page - 25
Support Data:
Personnel Activity
OFCCP Category:
Sales Workers
Job Group: 4
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
SAMPLE AAP
Page - 26
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
SAMPLE AAP
Page - 27
Support Data:
Personnel Activity
OFCCP Category:
Office and Clerical
Job Group: 5
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
SAMPLE AAP
Page - 28
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
SAMPLE AAP
Page - 29
Support Data:
Personnel Activity
OFCCP Category:
Craftworkers
Job Group: 6
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
SAMPLE AAP
Page - 30
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
SAMPLE AAP
Page - 31
Support Data:
Personnel Activity
OFCCP Category:
Operatives
Job Group: 7
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)
SAMPLE AAP
Page - 32
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
SAMPLE AAP
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Support Data:
Personnel Activity
OFCCP Category:
Laborers
Job Group: 8
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
SAMPLE AAP
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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
SAMPLE AAP
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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
MINORITY
FEMALE
MINORITY
FEMALE
MINORITY
FEMALE
* JOB GROUPS WHERE GOALS ARE REQUIRED
** GOAL PLACEMENT RATE EQUALS AVAILABILITY PERCENTAGE RATE FOR MINORITIES OR FEMALES AS APPLICABLE
*** ACTUAL PLACEMENT RATE FOR MINORITIES OR FEMALES FOR A PARTICULAR JOB GROUP IS EQUAL TO THE NUMBER OF MINORITY OR FEMALE PLACEMENTS
DIVIDED BY THE TOTAL NUMBER OF PLACEMENTS. FOR EXAMPLE, IF JOB GROUP A EXPERIENCED 45 FEMALE PLACEMENTS OUT OF 90 TOTAL PLACEMENTS,
THE ACTUAL PLACEMENT RATE FOR FEMALES IS (45/90=.50) OR 50%.
SAMPLE AAP
Page - 36
Guidelines on Discrimination Because of Religion or National Origin
It is the policy of FCI, Inc. to take affirmative action to insure that applicants are
employed, without regard to their religion or national origin. Such action includes,
but is not limited to the following employment practices: hiring, promotion,
demotion, transfer, recruitment or recruitment advertising, layoff, termination, rates
of pay or other forms of compensation and selection for training.
Employment practices have been reviewed to determine whether members of the
various religions and/or ethnic groups are receiving fair consideration for job
opportunities. Attention has been directed toward executive and middle
management levels.
1. The policy concerning FCI’s obligation to provide equal employment
opportunity without regard to religion or national origin is communicated to all
employees via employee handbooks, policy statement and the Affirmative
Action Program.
2. Internal procedures have been developed in this program to insure that FCI’s
obligation to provide equal employment opportunity without regard to religion
or national origin is being fully implemented. [LIST PROCEDURES]
3. Employees are informed at least annually of FCI’s commitment to equal
employment opportunity for all persons, without regard to religion or national
origin.
4. Recruiting sources have been informed of our commitment to provide equal
employment opportunity without regard to religion or national origin.
5. Employment records of all employees are reviewed to determine the
availability of promotable and transferable employees.
6. Contacts with religious and ethnic organizations will be made for purposes of
advice, education, technical assistance and referral of potential employees
as necessary to accomplish the purpose of this program.
7. FCI engages in recruitment activities at educational institutions with
substantial enrollments of students from various ethnic and religious groups.
8. Ethnic and religious media may be used for employment advertising.
Reasonable accommodations to the religious observances and practices of employees or
prospective employees will be made, unless doing so would result in undue hardship. In
determining whether undue hardship exists, factors such as the cost to the company and the
impact on the rights of other employees would be considered.
SAMPLE AAP