(a) Purpose: A job group analysis is a method of combining job
titles within the contractor's establishment. This is the first step in
the contractor's comparison of the representation of minorities and
women in its workforce with the estimated availability of minorities
and women qualified to be employed.
(b) In the job group analysis, jobs at the establishment with
similar content, wage rates, and opportunities, must be combined to
form job groups. Similarity of content refers to the duties and
responsibilities of the job titles which make up the job group.
Similarity of opportunities refers to training, transfers, promotions,
pay, mobility, and other career enhancement opportunities offered by
the jobs within the job group.
(c) The job group analysis must include a list of the job titles
that comprise each job group. If, pursuant to Secs. 60-2.1(d) and (e)
the job group analysis contains jobs that are located at another
establishment, the job group analysis must be annotated to identify the
actual location of those jobs. If the establishment at which the jobs
actually are located maintains an affirmative action program, the job
group analysis of that program must be annotated to identify the
program in which the jobs are included.
(d) Except as provided in Sec. 60-2.1(d), all jobs located at an
establishment must be reported in the job group analysis of that
establishment.
(e) Smaller employers: If a contractor has a total workforce of
fewer than 150 employees, the contractor may prepare a job group
analysis that utilizes EEO-1 categories as job groups. EEO-1 categories
refers to the nine occupational groups used in the Standard Form 100,
the Employer Information EEO-1 Survey: Officials and managers,
professionals, technicians, sales, office and clerical, craft workers
(skilled), operatives (semiskilled), laborers (unskilled), and service
workers.
