Page 1 of 35
AFFIRMATIVE ACTION PLAN FORMAT
COVER PAGE
Company Name __________________________________________________
Company Address ________________________________________________
_______________________________________________________________
Telephone No.: ___________________________________________________
FAX No.: _______________________________________________________
E-mail Address: __________________________________________________
Web Site Address: ________________________________________________
Date Submitted: ________________
_________ _________________________________
Date Name of EEO officer
_________ _________________________________
Date Name of Company CEO
This Affirmative Action Plan is submitted for:
State Contract Number _________________________
Awarding Agency _________________________
Contract Value _________________________
M/W/DIS/BE Value _________________________
For Official Use Only Date Approved:
Page 2 of 35
TABLE OF CONTENTS
Section Number/Title: Page Number:
1. Policy Statement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
2. Internal Communications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
3. External Communications. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
4. Assignment of Responsibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
5. Organizational Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
6. Workforce Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
7. Availability and Utilization Analysis. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
8. Project Description, Timeline and Trades Involved . . . . . . . . . . . . . . . . .21
9. Employment Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
10. Apprenticeship Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24
11. Subcontractor Availability Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
12. Minority Business Enterprise Project Goals and Timetable. . . . . . . . . . . 26
13. Minority Business Enterprise Assistance and Innovative Programs . . . . 28
14. Project Reporting and Monitoring Procedures . . . . . . . . . . . . . . . . . . . . .29
15. Concluding Statement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34
Page 3 of 35
SECTION 1
Affirmative Action/Equal Employment Opportunity Policy Statement
Point of Statutory and/or Regulatory Reference: Conn. Gen. Stat. Sections 4a-60(a)(1),
4a-60a(a)(1); 46a-68c, 46a-68d Contract Compliance Regulations Section 46a-68j-
27(1)
Contractors shall create a policy statement that includes, but is not limited to, the
following information:
A. Identify the individual assigned affirmative action responsibilities;
B. Affirm the Contractor’s commitment to achieve equal employment opportunity
through affirmative action for certain defined protected classes of persons;
C. Pledge the Contractor’s best good faith efforts to attain the objectives of the
plan [Sec 46a-68j-27(1)].
This policy statement must be signed and dated by the company CEO or President.
On the next page is an EXAMPLE of an Affirmative Action/Equal Employment
Opportunity Policy Statement that illustrates what could be included in your Policy
Statement. This is a sample only. DO NOT USE THIS AS A FILL-IN-THE-BLANKS
FORM.
Page 4 of 35
SAMPLE
AFFIRMATIVE ACTION/EQUAL EMPLOYMENT OPPORTUNITY
POLICY STATEMENT
XYZ COMPANY
It is the policy and practice of XYZ Company to assure that no person will be
discriminated against, or be denied the benefit of any activity, program or employment
process, in the areas of recruitment, advertising, hiring, upgrading, promotion, transfer,
demotion, lay off, termination, rehiring, employment, rates of pay and/or other
compensation.
XYZ Company is an affirmative action/equal opportunity employer and is strongly
committed to all policies which will afford equal opportunity employment to all qualified
persons without regard to race, color, religious creed, age, marital status, national
origin, ancestry, sex, sexual orientation, mental retardation, learning disability, present
or past history of mental disorder, or physical disability including, but not limited to,
blindness, unless it is shown that such disability prevents performance of the work
involved.
This policy and practice applies to all persons, particularly those who are members of
the protected classes identified as being Black, Hispanic, Asian American, Native
American Indian, Women and Persons With Disabilities. XYZ Company will implement,
monitor and enforce this affirmative action policy statement and program in conjunction
with all applicable Federal and State laws, regulations and executive orders.
In order to implement our affirmative action program, XYZ Company will develop written
strategies and plans designated to correct any deficiencies identified. Managers and
supervisory staff will be advised of their responsibilities to ensure the success of this
program.
Ultimate responsibility for this affirmative action program will be with the Chief Executive
Officer. The day-to-day duties for the plan will be coordinated by Ima D. Trainer, who is
hereby designated the Equal Employment Opportunity/Affirmative Action Officer for XYZ
Company.
I have expressly advised Ima D. Trainer of his legal responsibilities as Equal
Employment Opportunity/Affirmative Action Officer pursuant to the Contract Compliance
Regulations Section 46a-68j-27(4).
This affirmative action plan has my total support. I expect each manager, supervisor
and employee of this Company to aid in the implementation of this program and be
accountable for complying with the objectives of this Affirmative Action Plan.
_June 1, 2005___________ __I. N. Charge_______
Date Chief Executive Officer
Page 5 of 35
SECTION 2:
Information Provided to Employees/Work Force
Point of Statutory and/or Regulatory Reference: Conn. Gen. Stat. Section 4a-60(a)(3);
Contract Compliance Regulations Section 46a-68j-27(2)
The policy statement and a summary of the objectives of the plan shall be posted and
otherwise made known to all workers. The plan shall indicate what steps the contractor
undertook to make information on the plan available to its workforce [Sec. 46a-68j-
27(2)].
An employer, employment agency or labor organization is required to post notices
regarding statutory provisions, as the commission shall provide [C.G.S. Sec. 46a-
54(13)]
An employer with three or more employees is required to post in a prominent
and accessible location a notice concerning the illegality of sexual harassment
and the remedies available to victims of sexual harassment [C.G.S. § 46a- 54(15)]
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
1. Describe in your AAP the specific actions your company takes to communicate
its equal employment opportunity policies and affirmative action hiring
commitments to your workers.
2. Indicate in your AAP that your company is in compliance with posting
requirements prohibiting discrimination. Please include a copy of the poster(s).
3. Please indicate in your AAP whether the company is in compliance with the
Sexual Harassment posting requirement. Include a copy of the sexual
harassment poster your company has posted or will post and indicate the
locations where these posters are posted.
Further information, including the required Sexual Harassment Is Illegal policy poster,
regarding these provisions can be found at the CHRO website www.state.ct.us/chro
under the heading “Our Regulations.”
Page 6 of 35
SECTION 3
Information Provided to the Public
Point of Statutory and/or Regulatory Reference: Conn. Gen. Stat. Section 4a-60(a)(2),
(3), 4a-60a(a)(2); Contract Compliance Regulations Sections 46a-68j-23(9), 46a-68j-
27(3)
The contractor shall, in all advertisements and business with the public, indicate that it is
an affirmative action/equal opportunity employer. The plan shall include information on
what steps the contractor undertook to advise the public concerning its affirmative
action requirements; [Sec. 46a-68j-27(3)].
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
This section of the AAP should describe the actions the Company takes to inform
prospective employees and subcontractors, employment recruitment resources,
vendors, and the public about the Company's commitment to equal employment
opportunity and affirmative action.
State contractors must include the following statement in all employment recruiting
notices:
"Affirmative Action/Equal Opportunity Employer"
Contractors should include a statement in the AAP indicating they are complying with
this requirement. To demonstrate compliance, include copies of advertisements,
correspondence, letterhead, or any other relevant materials used by the company.
Page 7 of 35
SECTION 4
Duties of Designated Equal Opportunity/Affirmative Action Officer
Point of Statutory and/or Regulatory Reference: Contract Compliance Regulations
Section 46a-68j-27(4)
The contractor shall designate affirmative action responsibilities to an affirmative action
officer. In addition to his/her other duties, the affirmative action officer shall:
A. Develop, implement and monitor progress on the contractor’s affirmative action
plan;
B. Acquaint workers with their specific responsibilities under the plan;
C. Initiate and maintain contact with unions, recruiting sources and organizations
serving members of protected groups concerning the achievement of affirmative
action requirements;
D. Conduct meetings and orientation sessions, as necessary, to advise workers and
management of the goals of the plan. [Sec. 46a-68j-27(4)].
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
This section of the Affirmative Action Plan should identify who in the Company has the
day-to-day responsibility to implement the Company’s Equal Opportunity/Affirmative
Action Program, and list the specific duties that this person will undertake regarding this
responsibility. The person assigned to be the Equal Employment Opportunity/Affirmative
Action Officer should have sufficient authority within the Company to carry out these
tasks and be formally appointed to the position by a written directive of the Company
Chief Executive Officer.
Page 8 of 35
SECTION 5
Organizational Analysis
Point of Statutory and/or Regulatory Reference: Contract Compliance Regulations
Section 46a-68j-27(5)
The Contractor shall list each job title as it appears in collective bargaining agreements,
job specifications or payroll records, ranked from the lowest to the highest paid. Job
titles shall be listed by department or other organizational unit. For lines of progression,
the plan shall indicate the order of jobs through which a worker may advance. Job titles
without a line of progression shall be listed separately [Sec 46a-68j-27(5)].
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
In addition to the list of job titles, ranked lowest to highest paid and grouped by
department or function, the contractor may submit an organizational chart illustrating
lines of progression and reporting relationships.
[INSERT ORGANIZATION CHART]
XYZ Company
Sally Smart
Assistant to President
Ed Mann
Engineer
Sarah Straight
Project Site Asst Mgr
Trade workers Laborers
Jim Flint
Project Site Manager
Tom Dunn
Project Manager
Mary Wright
Sales Assistant
Sam Sharp
Sales Manager
John Doe
V.P Operations
Sue Cue
Assistant
Ima Trainer
Asst. H.R. Manager
Lee Peoples
H. R. Manager
Ann Fine
Assistant
Payroll Clerk
Mona Baggs
Bookkeeper
Penny Wise
Accts Payable/Receivable
Norm Count
Finance Manager
Jane Smith
V.P. Administration
Ima Trainer
Affirmative Action Officer
I. N. Charge
President/CEO
Page 9 of 35
SECTION 6
Work Force Analysis
Point of Statutory and/or Regulatory Reference: Contract Compliance Regulations
Section 46a-68j-27(6)
For each job title identified in the organizational analysis, the plan shall report:
A) the total number of incumbents (employees);
B) the total number of male and female incumbents;
C) the total number of male and female incumbents in each of the
following groups:
i. whites;
ii. blacks;
iii. Hispanics;
iv. Others [Sec. 46a-68j-27(6)].
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Contractors should use form Company Employment Statistics Report (on the next
page) to report this information. If additional pages are needed, duplicate the Company
Employment Statistics Report (CONTINUED) page.
NOTE: Use job titles listed in Section 5 Organizational Analysis to complete the
Occupation or Job Title Column (first column).
To calculate the % of Female column divide the number of females in each job title by
the total number of employees (add male and female) in that job title and multiply by
100.
To calculate Subtotal Minority Males add the number of males listed under Black,
Hispanic, or Other Races for each job title.
To calculate % of Minority Males divide the subtotal minority males in a job title by the
total number of employees (add male and female) in that job title and multiply by 100.
Page 10 of 35
COMPANY EMPLOYMENT STATISTICS REPORT
STATE OF CONNECTICUT
COMMISSION ON HUMAN RIGHTS AND OPPORTUNITIES
COMPANY NAME
STREET ADDRESS CITY, STATE, ZIP CODE
COMPANY OFFICIAL
TITLE
TELEPHONE NO.
PROJECT #
LOCATION DATE
This form should report the number of employees on your payroll on date of submission.
OCCUPATION
OR JOB
TITLE
TOTAL # OF
EMPLOYEES
M F
% OF
FEMALE
TOTAL
WHITE
EMPLOYEES
M F
TOTAL
BLACK
EMPLOYEES
M F
TOTAL
HISPANIC
EMPLOYEES
M F
OTHER
RACE
EMPLOYEES
M F
SUBTOTAL
MINORITY
MALES
% OF
MINORITY
MALES
Page 11 of 35
COMPANY EMPLOYMENT STATISTICS REPORT (CONTINUED)
COMPANY NAME _________________________________
PROJECT # _________________________________
OCCUPATION
OR JOB
TITLE
TOTAL # OF
EMPLOYEES
M F
PERCENT
FEMALE
TOTAL
WHITE
EMPLOYEES
M F
TOTAL
BLACK
EMPLOYEES
M F
TOTAL
HISPANIC
EMPLOYEES
M F
OTHER
RACE
EMPLOYEES
M F
SUBTOTAL
MINORITY
MALES
% OF
MINORITY
MALES
Page 12 of 35
SECTION 7
Availability and Utilization Analysis
Point of Statutory and/or Regulatory Reference: Contract Compliance Regulations
Section 46a-68j-27(7); 46a-68j-27(8); 46a-68j-27(9)
Availability Analysis: As a preparatory step to determining whether minorities and
females are fairly utilized in the work force, the contractor shall:
A) conduct an analysis which:
i. examines the job content of each job title;
ii. identifies a relevant labor market area for each job title;
iii. matches each job title to the most similar job title in the data
source consulted; [Sec. 46a-68j-27(7)]
B) calculate the availability of the groups identified in the preceding
Section 6 Work Force Analysis from:
i. employment figures in the relevant labor market area;
ii. unemployment figures in the relevant labor market area;
iii. the availability of promotable and transferable persons in the
contractor’s work force;
iv. the availability of persons having requisite skills in an area in
which the contractor can reasonably recruit; [Sec. 46a-68j-
27(7)].
Utilization Analysis: To determine whether minorities and females are fully and fairly
utilized, the plan shall compare the representation of these groups in the work force,
taken from Sec. 46a-68j-27(6), with the availability of such persons for employment,
calculated in Sec. 46a-68j-27(7). To determine the expected number of minorities and
females, the contractor shall multiply the total number of workers in a job title by the
representation of each group listed in Sec. 46a-68j-27(6)(C), with the availability of each
group expressed as a decimal. Comparison of the resulting figure to the figures
obtained from Sec. 46a-68j-27(6) will yield a conclusion that a group in the work force is
over utilized, under utilized or at parity when compared to the availability of minorities
and females for employment. The plan shall set forth the results of all computations and
conclusions on the utilization of minorities and females in the work force [Sec.46a-68j-
27 (8)].
Goals and Timetables: For each instance of under utilization in the work force, the
contractor shall set goals to increase the representation of minorities and females
among its workers. Goals shall not be rigid quotas which must be met at any cost, but
shall be significant, measurable and attainable objectives with timetables for completion.
In establishing the length of timetables, the contractor shall consider the anticipated
expansion, contraction and turnover of the work force and the results which may
reasonably be expected from putting forth every good faith effort to make the affirmative
action plan an effective instrument for achieving equal employment opportunity [Sec.
46a-68j-27(9)].
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Page 13 of 35
SECTION 7
Availability and Utilization Analysis (Continued)
To Complete Part A: For most jobs, Contractors can consider the local job market as
appropriate. To simplify this identification refer to the map of Connecticut Metropolitan
Statistical Areas (on page 14) to identify the Metropolitan Statistical Area (MSA or
PMSA) in which the project is located. If the project is located in an area not included in
a PMSA or MSA, the Contractor should select Balance of State for the local job market.
Record this information on Availability Worksheet on page 18.
To Complete Part B: Contractors should provide the following information on the
Availability Worksheet on page 18.
1. List all job titles (from Section 6) that will work at the Project worksite.
2. Determine how many employees in each job title will work at the Project worksite.
3. Using the “Definition of Job Categories” (on pages 16-17) decide into which
category each job title can be grouped. (Not all Job Categories will be used for
every project worksite).
4. Add the number of employees in each category.
Job Title # of Employees Job Category
To complete this section, the Contractor should use the Worksheet on the page 18.
North
Branford
Bridgewater
Trumbull
Weston
New
Canaan
Greenwich
Stamford
Darien
Norwalk
Wilton
Westport
Fairfield
Brookfield
Redding
Ridgefield
Danbury
New
Fairfield
Monroe
Easton
Bethel
Newtown
Southbury
Derby
Orange
Bridgeport
Stratford
Milford
Shelton
West
Haven
East
Haven
New
Haven
Branford
Bethany
Oxford
Ansonia
Seymour
Wood-
bridge
Naugatuck
Beacon
Falls
North
Haven
Hamden
Cheshire
Prospect
Wallingford
Winchester
Warren
Washington
Sherman
New
Milford
Kent
Watertown
Roxbury
Woodbury
Litchfield
Bethlehem
Morris
Canaan
Sharon
Cornwall
Salisbury
Goshen
Torrington
North
Canaan
Norfolk
Farmington
Bristol
Wolcott
Middlebury
Waterbury
Thomaston
Plymouth
Berlin
Southington
Meriden
Plainville
New
Britain
Burlington
New
Hartford
Harwinton
Colebrook
Barkhamsted
Hartland
Simsbury
Canton
Avon
Granby
Sprague
Guilford
Madison
Killing-
worth
Clinton
West-
brook
Old
Saybrook
Chester
Deep
River
Essex
Lyme
Haddam
Middletown
Middlefield
Durham
Cromwell
Portland
Colchester
East
Hampton
East
Haddam
Marlborough
Hebron
Old
Lyme
East
Lyme
Montville
Waterford
New
London
Groton
Stonington
Ledyard
North
Stonington
Franklin
Salem
Lebanon
Bozrah
Voluntown
Preston
Norwich
Lisbon
Griswold
Stafford
Manchester
Glastonbury
Wethersfield
Newington
Rocky
Hill
West
Hartford
Hartford
East
Hartford
Andover
Bolton
Coventry
South
Windsor
Windsor
Bloomfield
East
Granby
Suffield
Windsor
Locks
East
Windsor
Vernon
Ellington
Tolland
Enfield
Somers
Killingly
Chaplin
Windham
Columbia
Mansfield
Scotland
Plainfield
Canterbury
Sterling
Hampton
Brooklyn
Eastford
Willington
Ashford
Union
Putnam
Pomfret
Woodstock
Thompson
Bridgeport PMSA
Danbury PMSA
Stamford/Norwalk PMSA
New Haven/Meriden PMSA
New London/Norwich MSA
Hartford MSA
Waterbury PMSA
Connecticut
Metropolitan Statistical Areas
Page 15 of 35
SECTION 7
Availability Analysis and Utilization (Continued)
To Complete Utilization Analysis: (Contractors with less than 25 employees are not
required to complete this section). By comparing the percentages from column 3 with
percentages in column 6 and percentages from column 5 with percentages in column 7
for each job category, the Contractor can determine if the workforce is at parity or if
there is underutilization (the company’s percentages are lower than the area
percentages) or over-utilization (the company’s percentages are higher than the area
percentages).
Contractor should discuss the differences between the company percentages and the
Connecticut area percentages, explaining any significant differences.
Goals and Timetables: For Job Categories in which there is a significant difference,
Contractors should discuss actions that the company may take to move toward greater
parity within their workforce. For example, the Contractor may discuss a strategy that
involves hiring employees from underutilized groups if or when there are hiring
opportunities on this project.
Page 16 of 35
DESCRIPTION OF JOB CATEGORIES
MANAGEMENT: Managers plan, organize, direct, and control the major functions of an
organization through subordinates who are at the managerial or supervisory level. They
make policy decisions and set objectives for the company or departments. They are not
usually directly involved in production or providing services. Examples include top
executives, public relations managers, managers of operations specialties (such as
financial, human resources, or purchasing managers), and construction and engineering
managers.
BUSINESS AND FINANCIAL OPERATIONS: These occupations include managers
and professionals who work with the financial aspects of the business. These
occupations include accountants and auditors, purchasing agents, cost estimators,
management analysts, labor relations specialists, and budget, credit, and financial
analysts.
COMPUTER SPECIALISTS: Professionals responsible for the computer operations
within a company are grouped in this category. Examples of job titles in this category
include computer programmers, software engineers, database administrators, computer
scientists, systems analysts, and computer support specialists
ARCHITECTURE AND ENGINEERING: Occupations related to architecture, surveying,
engineering, and drafting are included in this category. Some of the job titles in this
category include electrical and electronic engineers, surveyors, architects, drafters,
mechanical engineers, materials engineers, mapping technicians, and civil engineers.
BUILDING AND GROUNDS CLEANING AND MAINTENANCE: This category includes
occupations involving landscaping, housekeeping, and janitorial services. Job titles
found in this category include supervisors of landscaping or housekeeping, janitors,
maids, grounds maintenance workers, and pest control workers.
OFFICE AND ADMINISTRATIVE SUPPORT: All clerical-type work is included in this
category. These jobs involve the preparing, transcribing, and preserving of written
communications and records; collecting accounts; gathering and distributing
information; operating office machines and electronic data processing equipment; and
distributing mail. Job titles listed in this category include telephone operators, payroll
clerks, bill and account collectors, customer service representatives, files clerks,
dispatchers, shipping clerks, secretaries and administrative assistants, computer
operators, mail clerks, and stock clerks.
CONSTRUCTION AND EXTRACTION: This category includes construction trades and
related occupations. Job titles found in this category include boilermakers, masons (all
types), carpenters, construction laborers, electricians, plumbers (and related trades),
roofers, sheet metal workers, elevator installers, hazardous materials removal workers,
paperhangers, and painters. Paving, surfacing, and tamping equipment operators;
drywall and ceiling tile installers; and carpet, floor and tile installers and finishers are
Page 17 of 35
also included in this category. First line supervisors, foremen, and helpers in these
trades are also grouped in this category.
INSTALLATION, MAINTENANCE AND REPAIR: Occupations involving the
installation, maintenance, and repair of equipment are included in this group. Examples
of job titles found here are heating, ac, and refrigeration mechanics and installers;
telecommunication line installers and repairers; heavy vehicle and mobile equipment
service technicians and mechanics; small engine mechanics; security and fire alarm
systems installers; electric/electronic repair, industrial, utility and transportation
equipment; millwrights; riggers; and manufactured building and mobile home installers.
First line supervisors, foremen, and helpers for these jobs are also included in the
category.
MATERIAL MOVING WORKERS: The job titles included in this group are crane and
tower operators; dredge, excavating, and lading machine operators; hoist and winch
operators; industrial truck and tractor operators; cleaners of vehicles and equipment;
laborers and freight, stock, and material movers, hand; machine feeders and offbearers;
packers and packagers, hand; pumping station operators; refuse and recyclable
material collectors; and miscellaneous material moving workers.
Page 18 of 35
AVAILABILITY WORKSHEET
PROJECT #_____________________________________
PART A: Circle the project location identified in Part A:
Bridgeport PMSA New London/Norwich CT-RI MSA
Danbury PMSA Stamford/Norwalk PMSA
New Haven/Meriden PMSA Waterbury PMSA
Hartford MSA Balance of State of Connecticut
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
PART B: Record the information for this section on the following chart. You may need to
refer to Section 6. You will need to refer to the “Connecticut Occupational Statistics 2000"
charts following this worksheet (pages 19-20).
PROJECT STATISTICS
(employees on site)
CT SITE STATISTICS
(Insert PMSA/MSA
JOB CATEGORIES
TOTAL
EMPL
TOTAL
MNRTY
MALE
%
MM
TOTAL
FEM
%
F
%
MINORITY
MALE*
%
FEMALE*
Column Number 1 2 3 4 5 6 7
TOTAL EMPL = TOTAL EMPLOYEES ON SITE IN THE CATEGORY
TOTAL MNRTY MALE = TOTAL MINORITY MALES IN THE CATEGORY ON SITE
%MM = PERCENT OF MINORITY MALES IN CATEGORY ON SITE
TOTAL FEM = TOTAL FEMALES IN CATEGORY ON SITE
% F = PERCENT OF FEMALES IN CATEGORY ON SITE
* % MINORITY MALE AND % FEMALE = Statistics from “Connecticut Occupational
Statistics 2000” charts (pages 19-20) for the location of the Project.
Page 19 of 35
CONNECTICUT OCCUPATIONAL STATISTICS
PRIMARY METROPOLITAN STATISTICAL AREAS AND
METROPOLITAN STATISTICAL AREAS
BRIDGEPORT
PMSA
DANBURY
PMSA
NEW HAVEN/
MERIDEN PMSA
HARTFORD
MSA
OCCUPATION
CATEGORIES
Minority
Male
Workers
Female
Workers
Minority
Male
Workers
Female
Workers
Minority
Male
Workers
Female
Workers
Minority
Male
Workers
Female
Workers
Management 6.5% 36.7% 4.5% 30.4% 6.9% 35.5% 5.4% 36.9%
Business & Financial
Operations
6.4% 51.2% 3.3% 44.7% 4.9% 52.6% 4.8% 54.8%
Computer Specialists 14.6% 30.3% 14.2% 25.8% 13.7% 29.5% 9.3% 33.0%
Architecture &
Engineering
11.6% 9.3% 7.4% 11.1% 11.4% 12.4% 10.1% 11.6%
Building & Grounds
Cleaning &
Maintenance
27.4% 34.1% 22.9% 32.9% 24.0% 33.3% 21.1% 31.3%
Office & Administrative
Support
7.0% 76.1% 3.2% 77.2% 6.5% 74.2% 6.1% 74.5%
Construction &
Extraction
22.7% 1.4% 18.1% 2.6% 17.9% 3.1% 13.7% 2.1%
Installation,
Maintenance & Repair
22.6% 4.1% 10.7% 3.8% 14.9% 5.1% 14.1% 4.4%
Material Moving
Workers
31.8% 24.2% 24.1% 18.2% 35.7% 23.7% 25.8% 20.2%
Page 20 of 35
CONNECTICUT OCCUPATIONAL STATISTICS
PRIMARY METROPOLITAN STATISTICAL AREAS AND
METROPOLITAN STATISTICAL AREAS
NEW LONDON/
NORWICH CT-RI
MSA
STAMFORD/
NORWALK
PMSA
WATERBURY
PMSA
BALANCE
OF
STATE*
OCCUPATION
CATEGORIES
Minority
Male
Workers
Female
Workers
Minority
Male
Workers
Female
Workers
Minority
Male
Workers
Female
Workers
Minority
Male
Workers
Female
Workers
Management 3.8% 37.3% 7.4% 33.7% 3.6% 35.2% 3.1% 37.9
Business & Financial
Operations
2.6% 54.0% 6.5% 42.5% 2.8% 44.4% 2.0% 55.3%
Computer Specialists 5.9% 28.4% 19.9% 31.4% 14.8% 24.5% 7.0% 30.2%
Architecture &
Engineering
5.9% 11.7% 13.8% 15.8% 9.1% 8.4% 3.6% 14.0%
Building & Grounds
Cleaning & Maintenance
14.4% 36.7% 38.4% 38.1% 18.6% 30.8% 6.4% 32.6%
Office & Administrative
Support
2.7% 75.7% 8.2% 74.2% 5.1% 73.6% 2.0% 76.5%
Construction &
Extraction
7.4% 3.1% 33.2% 2.1% 12.4% 1.6% 4.3% 1.8%
Installation, Maintenance
& Repair
9.5% 4.2% 31.4% 3.1% 12.4% 2.8% 5.3% 3.0%
Material Moving Workers
14.0% 20.5% 38.6% 29.5% 25.9% 26.2% 8.3% 23.1%
*NOTE: Balance of State Statistics are an average of the statistics from Litchfield, Middlesex, and Windham
Counties, the three counties that encompass the major areas not included within a MSA or PMSA
Page 21 of 35
Section 8
Project Description, Timeline, and Trades Involved
This section of the Affirmative Action Plan should list the trade categories that will be
needed to perform the work of this specific project (include those to be employed by
your Company and all subcontractors).
1. Briefly describe the work involved in this project.
2. Estimate when the work will be completed.
3. List all trade categories to be employed on the project (including
subcontractor trades):
Page 22 of 35
SECTION 9
Employment Analysis
Point of Statutory and/or Regulatory Reference: Contract Compliance Regulations
Section 46a-68j-28(1), 46a-68j-28 (4), Conn. Gen. Stat. Section 46a-54(15)
Employment Analysis: The contractor shall undertake a comprehensive review of the
employment process to identify policies and practices that build in or perpetuate barriers
to equal employment opportunity. Where applicable, the following factors shall be
addressed:
job qualifications;
job specifications;
recruitment practices;
personnel policies;
job structuring;
training and apprenticeship
programs;
subcontracting practices;
layoff and termination policies
The plan shall report what activities were undertaken to identify barriers to equal
employment opportunity [Sec. 46a-68j-28(1)].
Program Goals and Timetables: Where the employment analysis has identified
barriers to equal employment opportunity, the contractor shall design specific
corrective measures in the form of program goals to eliminate the barriers. Goals
shall be accompanied by timetables designed to achieve compliance with
affirmative action objectives within the shortest reasonable limits possible. The
plan shall describe all actions taken to identify problems areas and realize
program goals [Sec. 46a-68j-28(4)].
Sexual Harassment: An employer having fifty (50) or more employees must also
provide two hours of sexual harassment prevention training and education to all
supervisory employees in the state of Connecticut within six months of their
assumption of a supervisory position. [Sec. 46a-54(15)]
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Part A: After a comprehensive review of the employment process, the
Contractor should identify examples for each of the practices listed below and
indicate if any barriers to equal employment opportunity currently exist.
1. Job Qualifications – what skills, characteristics, experience, certification,
or education do you require your job applicants to have?
2. Job Specifications – what are the particular requirements for the jobs in
your company? For example, some jobs may require special certification
or licensing, others require the ability to lift and bend, and other jobs may
be entry level where training will be provided.
3. Recruitment Practices – how do you recruit new employees?
Page 23 of 35
a. Where do you advertise job openings? Provide a list of sources
including newspapers, unions, organizations that help minorities
and women find employment, professional recruiters, other media,
and the Connecticut Job Service. (All Contractors working on state
projects must list with the Connecticut Job Service).
b. All recruiting notices must state “Affirmative Action/Equal
Opportunity Employer.” Confirm that your company is in compliance
and provide copies of advertisements.
4. Personnel Policies – any policies related to human resources including
compensation, benefits, work environment etc.
5. Job Structuring – does the company have jobs that require the tasks be
performed in a specific way? For example, a material handler must grasp
material by the right hand and arm, balance it on the right shoulder, and
use the left hand/arm to balance the material.
6. Training and Apprenticeship Programs – does your company offer on-the-
job training or participate in apprenticeship and other training programs
with unions, technical schools, or other work force training programs?
a. Companies with 50 employees or more must provide 2 hours of
sexual harassment training - To document compliance to the
training provision, please provide specific information as to date,
place, agenda, qualification of presenters and names of attendees
for any training provided. If training is required, please identify a
date within six months when training will be completed. Further
information, including the required Sexual Harassment Is Illegal
policy poster, regarding these provisions can be found at the CHRO
website www.state.ct.us/chro under the heading “Our Regulations.”
7. Subcontracting Practices – Does the company have a policy for
subcontracting with S/M/W/DisBEs. Please include a copy of the
subcontracting policy.
8. Layoff or Termination Policies – what criteria are used by your company to
determine layoff and termination of employees? For example, does your
company use the “last in, first out” approach to layoffs?
Part B: If barriers to protected classes are found in any of the preceding policies
and practices, the Contractor should indicate:
1. How the barrier will be eliminated
2. The estimated time needed to eliminate the barrier and establish a
new policy or practice.
Page 24 of 35
SECTION 10
SPECIAL PROVISION-APPRENTICESHIP TRAINING PROGRAM
Point of Statutory and/or Regulatory Reference: Equal Employment Opportunity
in Apprenticeship Training Regulations Section 46a-68-5
FOR STATE CONTRACTS VALUED IN EXCESS OF $10.0 MILLION
AND A PROJECTED DURATION
OF EIGHTEEN (18) MONTHS OR MORE
A Contractor to be awarded a state contract valued in excess of $10.0 million and
with projected duration of eighteen (18) months or more must report in the AAP:
1. Whether the Company has, or is a signatory to, a collective bargaining
agreement that sponsors a state registered apprenticeship program; and,
2. What “good faith effort” the Company will make to include registered
apprentices in its direct workforce and/or in the workforce of project
subcontractors during the course of the project.
Page 25 of 35
SECTION 11
Subcontractor Availability Analysis
Point of Statutory and/or Regulatory Reference: Contract Compliance
Regulations Section 46a-68j-28(2)
When a contractor intends to subcontract all or part of the work to be performed
under a state contract to one or more subcontractors, the contractor shall consult
the listing of minority business enterprises maintained by the department of
Administrative Services, the practical experience of other contractors, contacts
developed by the contractor itself, trade publications and similar sources to
develop a base from which the contractor might reasonably be expected to draw
minority business enterprises. The plan shall indicate what sources were
consulted and whether the enterprise was ready and able to perform the required
work or supply necessary materials [Sec. 46a-68j-28(2)].
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Part A: List all the sources used by the company to find S/M/W/DisBE
subcontractors for this project.
Part B: List the S/M/W/DisBE subcontractors who were solicited to bid on this
contract.
Part C: Indicate which S/M/W/DisBE subcontractors were ready and able to
perform the work required or supply the necessary materials. Please list
subcontractors that were invited to bid but declined to do so because they were
unable to perform the work or supply the materials.
Page 26 of 35
SECTION 12
Minority Business Enterprise Goals and Timetables.
Based upon the availability of minority business enterprises calculated in Sec
46a-68j-28(2), the contractor shall set goals for awarding all or a reasonable
portion of the contract to qualified minority business enterprises. The Plan shall
detail what steps it took to make such opportunities available (Sec. 46a-68j-
28(3).
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Provide a list of subcontractors you will use on this project. Identify if they are
SBE, MBE, WBE, or DisBE and when their DAS Certification will expire. If they
are not DAS certified, indicate when they will apply for DAS Certification. Provide
the dollar amount of each S/M/W/DBE contract on this project. Total the
M/W/DBE contracts and calculate what percentage of the total project is
subcontracted to these minority enterprises. Total the SBE contracts with the
M/W/DBE contracts and calculate what percentage of the total project is
subcontracted to small business enterprises.
To use Subcontractors for the Set-Aside Requirement:
Contractors must get a copy of the DAS Certificate from each subcontractor
claiming SBE/M/W/DisBE status to ensure the certification is current. Copies of
the certificates must be included in this section of the Affirmative Action Plan for
all subcontractors listed as SBE/M/W/DisBE.
Without verification of a subcontractor’s status as SBE or M/W/DisBE, the
value of the contract cannot be included in the calculation for meeting the
Set-Aside Requirement.
Please use form CHRO Attachment III to report this information found on the next
page.
Page 27 of 35
Attachment III
Small Contractor and Minority Business Enterprise Goals and/or “Good Faith Effort” Contractor Participation
Total Project Value is $__________. Project has SBE requirement of____%, which include MBE requirement of____%; OR,
Project requires only “good faith effort” for MBE contractors____.
A. Please identify MBE/WBE/DIS contractors who will participate on the project.
Company Name Address DAS Certification
Number & Type
(MBE,WBE,DisBE)
DAS Certification
Expiration Date
Contract Value
=____% of Project Value
B. Please identify SBE contractors who will participate on the project.
Company Name
Address DAS Certification
Number & Type
(SBE, etc)
DAS Certification
Expiration Date
Contract Value
Total SBE/MBE/WBE/DIS contract value=
=____% of project value
Please use additional sheets if necessary
Page 28 of 35
SECTION 13
Minority Business Enterprise Assistance
and Innovative Programs
Point of Statutory and/or Regulatory Reference: Contract Compliance
Regulations Sections 46a-68j-21(17), 46a-68j-21(22), 46a-68j-28(5)
Consistent with Sec. 46a-68j-21(17) and Sec 46a-68j-21(22), the contractor shall
develop programs to assist minority business enterprises in entering the
economic mainstream. The plan shall detail what programs the contractor has
created to accomplish this endeavor [Sec. 46a-68j-28(5)].
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Contractors can discuss any actions taken to help small and minority owned
businesses. This can be a formal program or it can be an informal policy such as
helping SBE/MBE/WBE/DisBEs complete paperwork related to state contracts or
certification from DAS. Other possibilities include co-signing for rental of
equipment for the project or allowing small contractors to order supplies with your
discount rate.
Page 29 of 35
SECTION 14
Project Reporting and Monitoring Procedures
Point of Statutory and/or Regulatory Reference: Contract Compliance
Regulations Section 46a-68j-23(6), 46a-68j-23(8), Conn. Gen. Stat. Section 4a-
60(a)(5), 46a-68e
Each contractor shall file, and shall cause each of his subcontractors to file, with
the commission such compliance reports at such times as the commission may
direct. Compliance reports shall contain such information as to the practices,
policies, programs, and employment policies, employment programs, and
employment statistics of the contractor and each subcontractor and be in such
form as the commission may prescribe (C.G.S. Sec. 46a-68e).
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
During the time of actual construction work on this project, the Company will
prepare and submit the following information to report on the progress of its
implementation of the Affirmative Action Plan for this work:
Workforce Goals:
The Company will submit a monthly report to the Contract Awarding Agency and
to the Commission on Human Rights and Opportunities on behalf of itself and all
subcontractors who perform work on the project during the given month to report
the work hour participation of minority and female workers in each trade category
on the project. The report will be submitted on CHRO form 257 and 257a by the
15th day following the end of each month.
Small Contractor Set Aside Goals:
On state contracts which include small contractor set aside goals, pursuant to
CONN.GEN.STAT. Section 4a-60g, the Company will submit to the Contract
Awarding Agency and to the Commission on Human Rights and Opportunities a
quarterly small contractor and minority business enterprise payment status
report. The report will be submitted on CHRO form 258 within 15 days of the end
of each calendar quarter.
Contractors should state their intention to file monthly and quarterly reports as
required.
Contractors should use CHRO 257, CHRO 257a, and CHRO 258 (found on
pages 31 to 34).
Page 30 of 35
Design/Build Projects:
When projects are design/build (or similar as in multi-phase contracts) where
subcontractors are solicited for bids at different stages of the project, Contractors
must file Attachment III (page 27) by week, month, or quarter (as determined by
CHRO) listing all S/M/W/DisBEs subcontractors with whom contracts have been
signed during that period. These reports must be filed until the Contractor has
provided evidence that the set-aside requirements for the project have been met.
Page 31 of 35
Commission on Human Rights and Opportunities
Contract Compliance Unit
21 Grand Street
Hartford, CT 06106
1. MONTHLY
EMPLOYMENT
UTILIZATION REPORT
(FORM chro cc–257)
PROJECT AREA (MSA):
____________________________
2. EMPLOYER'S FEIN NO.
3. PROJECT AAP GOALS
MINORITY: ___________
FEMALE:_____________
4. REPORTING PERIOD
FROM:_______________
TO:__________________
PROJECT NAME:
CONTRACT NUMBER:
NAME AND LOCATION OF CONTRACTOR (submitting report):
STATE AWARDING AGENCY:
5.
6. WORK HOURS OF TRADE WORKERS EMPLOYED ON PROJECT
9.
10.
CONSTRUCTION
TRADE
(please identify)
CLASSIFICATION
6a.
TOTAL
HOURS
BY TRADE
M F
6b.
BLACK
(Not of
Hispanic
Origin)
M F
6c.
HISPANIC
M F
6d.
ASIAN OR
PACIFIC
ISLANDERS
M F
6e.
AMERICAN
INDIAN OR
ALASKAN
NATIVE
M F
7.
MINORITY
PERCENT
8.
FEMALE
PERCENT
TOTAL
NUMBER OF
EMPLOYEES
M F
TOTAL
NUMBER OF
MINORITY
EMPLOYEES
M F
Journey Worker
Apprentice
Trainee
SUB-TOTAL
Journey Worker
Apprentice
Trainee
SUB-TOTAL
Journey Worker
Apprentice
Trainee
SUB-TOTAL
Journey Worker
Apprentice
Trainee
SUB-TOTAL
Journey Worker
Apprentice
Trainee
SUB-TOTAL
TOTAL JOURNEY WORKERS
TOTAL APPRENTICES
TOTAL TRAINEES
GRAND TOTAL
11. COMPANY OFFICIAL'S SIGNATURE AND TITLE
12. TELEPHONE NUMBER (Including area code)
13. DATE SIGNED
PAGE
________OF________
Page 32 of 35
Commission on Human Rights and Opportunities
Contract Compliance Unit
21 Grand Street
Hartford, CT 06106
1. MONTHLY
EMPLOYMENT
UTILIZATION REPORT
(FORM chro cc–257A)
PROJECT AREA (MSA):
____________________________
2. EMPLOYER'S FEIN NO.
3. PROJECT AAP GOALS
MINORITY: ___________
FEMALE:_____________
4. REPORTING PERIOD
FROM:_______________
TO:__________________
PROJECT NAME:
CONTRACT NUMBER:
NAME AND LOCATION OF CONTRACTOR (submitting report):
STATE AWARDING AGENCY:
5.
6. WORK HOURS OF WORKERS (OTHER THAN TRADE WORKERS) EMPLOYED ON PROJECT
9.
10.
ON SITE
PERSONNEL
(OTHER THAN
TRADE WORKERS)
(please identify
specific job title)
6a.
TOTAL
HOURS
BY TRADE
M F
6b.
BLACK
(Not of
Hispanic
Origin)
M F
6c.
HISPANIC
M F
6d.
ASIAN OR
PACIFIC
ISLANDERS
M F
6e.
AMERICAN
INDIAN OR
ALASKAN
NATIVE
M F
7.
MINORITY
PERCENT
8.
FEMALE
PERCENT
TOTAL
NUMBER OF
EMPLOYEES
M F
TOTAL
NUMBER OF
MINORITY
EMPLOYEES
M F
GRAND TOTAL WORKERS
11. COMPANY OFFICIAL'S SIGNATURE AND TITLE
12. TELEPHONE NUMBER (Including area code)
13. DATE SIGNED
PAGE
________OF________
Page 33 of 35
QUARTERLY SMALL CONTRACTOR AND
MINORITY BUSINESS ENTERPRISE
PAYMENT STATUS REPORT
Quarter Ending _____
1) General Contractor Name
2) State Contract Number
3) State Contract Award Agency
4) Project Name 5) Estimated Completion Date ____
6) Project Value 7) Percent Completed to Date ____
(Include all change orders)
8) Listing of all small contractors and minority business enterprise contractors on the
project to comply with contractual small business set aside provisions:
Company Name Total Contract Amount Total Monies
(Include all Paid to Date
change orders)
___________________ _____________________ ____________
___________________ _____________________ ____________
___________________ _____________________ ____________
___________________ _____________________ ____________
___________________ _____________________ ____________
___________________ _____________________ ____________
___________________ _____________________ ____________
______________________________________ _______________
Signature of Company Official Date of Report
Copy: 1) Contract Awarding Agency
2) Commission on Human Rights & Opportunities:
21 Grand Street, Hartford, CT 06106
Form CHRO 258
Page 34 of 35
SECTION 15
Concluding Statement
Point of Statutory and/or Regulatory Reference: Contract Compliance
Regulations Section 46a-68j-27(10)
Affirmative action plans shall contain a concluding provision signed and dated by
the contractor stating that the contractor:
A) has read the plan and that the contents of the plan are true and correct
to the best of his or her knowledge and belief;
B) pledges his or her best good faith efforts to achieve the objectives of
the plan within established timetables.
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
The Concluding Statement must be signed and dated by the CEO/President
of the Company.
The following is an example of an acceptable concluding statement:
Page 35 of 35
SAMPLE
CONCLUDING STATEMENT
I have read and pledge my full support to all sections of this Affirmative Action
Plan. The Plan, and the commitments therein, are true and correct to the best of
my knowledge and I pledge a "good faith effort" to achieve the objectives of the
Plan within the established time frames.
The implementation of the goals in this Plan will be evidence that XYZ Company
is willing to cooperate with the Commission on Human Rights and Opportunities
in its effort to promote equal employment opportunity and affirmative action in the
State of Connecticut. I will continue my commitment and total support to the
principles of a strong Affirmative Action Plan for this Company.
June 1, 2005 I.N. Charge
Date CEO
June 1, 2005 Ima D. Trainer
Date AA/EEO Officer
