Affirmative Action Plans
Designation of the person responsible for implementation within the business
Assigns responsibility for achieveing placement goals in the AAP to a person with access to the executive team in the business
Comparison of incumbency to availability
Compares protected classes employed in each group with availability of protected classes in the labor pool
Organizational Profile
Employers choose the format that works best: organizational display (traditional organziation chart) or workforce analysis (listing of job titles lowest to highest paid)
Placement of incumbents in job groups
Lists percentages of minorities and women in each job group
Components of AAP
Organizational Profile, Job group analysis, Placement of incumbents in job groups, Determination of availability, Comparison of incumbency to availability, Placement goals, Designation of the person responsible for implementation within the business, Action-oriented programs, Periodic internal audits
Job group analysis
Places job titles with similar duties and responsibilities into groups for analysis
Determination of availability
Reports demographic data on the labor pool for each job group
Identification of problem areas
Requires analysis of employment processes to determine where barriers to equal opportunity exist
Action-oriented programs
Requires modification of current employment practices to remove barriers to opportunity.
Periodic internal audits
Requires periodic review of employment activity with management and reports to executives on actions taken to improve results
Placement goals
Sets reasonable goals to address underrepreenation of protected classes in the workforce