Management Programs

At the heart of federal affirmative action (AA) regulations under Executive Order 11246 are the requirements for employers' analysis of their workforce and employment transactions. Diagnostic analysis of transactional data highlights potential problem areas that become the focus of AA efforts. Using the 2000 AA regulations as a guide, you will work through each step of the process, including:

• Preparing an organizational profile
• Complying with statistical and analytical requirements
• Understanding goal-setting guidelines
• Using your Affirmative Action Program analysis as a practical management tool

Key Topics

• Preparing a workforce analysis or an organizational display
• Analyzing the workforce for areas of underrepresentation or concentration
• Calculating OFCCP JAAR analysis
• Conducting the utilization analysis
• Criteria used in a job group analysis
• Calculating availability analysis
• Standards used in comparing incumbency to availability
• Determining availability
• Considering external and internal factors
• Reasonable recruitment area
• Placement goals
• The purpose of placement goals
• Placement goals versus rigid quotas
• Performing in-depth analysis to identify problem areas
• Analyzing hires, promotions, and terminations
• Using the impact ratio analysis
• Analyzing compensation systems
• Additional required elements of an AAP

Special Features

You will work with an extended case study that allows hands-on practice with each of the required analytical techniques.

Who Will Benefit

AA professionals responsible for preparing the quantitative and analytical portion of an AAP

Prerequisite

You should have a basic knowledge of affirmative action as taught in the workshop Affirmative Action Programs.

Instructors

Lorence L. Kessler, Mark M. Mansell