A compliant Affirmative Action Plan including the following components:

• Complete Narrative Section of Plan.
• Workforce Analysis.
• Job Group Analysis.
• Availability Analysis.
• Utilization Analysis.
• Establish goals and timetables in all under-utilized job groups.
• Prior year goal analysis.
• Adverse Impact Analysis for hires, applicants, promotions, and terminations, as required by 41 CFR 60-3.15. This is very important to detect possible areas of discrimination.
• Adverse Impact Analysis for the full plan year, as well as six-months into the plan year.
• "JAAR" (Job Area Acceptance Range) analysis to detect areas of concentrations and under-representations by both job group and department.
• Establish a record keeping system in order for you to track all personnel movement, as required by the regulations.
• Complete Plan for Vietnam Era Veterans, Covered Veterans and Individuals with Disabilities.
• Ongoing monitoring and servicing of your plan throughout the year.
• Phone support given at throughout the year with no extra fees.
• Workforce Compliance Associates will assist you in staying fully compliant with the Affirmative Action/EEO regulations.
• A Salary Analysis similar to the analysis performed by the OFCCP:

  A First Pass Analysis that meets the OFCCP Salary requirements will be conducted for each Affirmative Action Plan.  In addition, a Rank Sum analysis will also be conducted on your entire workforce. The analysis includes the difference in average  Salaries between Female Employees versus Male Employees, Minority Employees versus Non-Minority Employees, and the number of deviations from the Mean for both Female and Minority Employees.
  
  The Salary Analysis will be conducted by job title,  job group, and salary grade.

  In order to stay in full compliance with the Affirmative Action Regulations, and to pass an OFCCP Compliance Review, your Company should be able to document the points on the Good Faith Efforts Section of this web page.