| Internal Monitoring and Evaluation |
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Each agency shall monitor their affirmative action program on a continual basis, in preparation for the annual progress reports. Monitoring shall include, but not be limited to the following:
- Review of applicant flow and hiring data for all local list position recruitment, and an analysis of adverse impact where it is found to exist;
- An analysis of new hires, promotions, terminations, and protected group members participation in employee training opportunities, to be compared with the problem area analysis conducted at the time of the plan preparation;
- A description of the procedure by which internal reports are reviewed by management;
- A description of the procedures used to inform top management of problem areas and recommended corrective measures;
- Consideration of changes in goals and objectives to meet agency's changing employment needs;
- Establishment of a procedure for evaluating each supervisor's progress toward achieving the goals of the agency's affirmative action plan;
- Analysis of the effectiveness of supplemental certification requests and appointments;
- Analysis of discrimination complaints regarding equal opportunity during the reporting period.
- Review of progress on implementation of programs developed to achieve goals.
- Review composition of interview panel members
- When exit interviews are used, questions should include information about work climate and affirmative action issues.
Support data shall be compiled and retained by the agency as part of the Affirmative Action Program, to be made available to the Governor's Affirmative Action Office upon request.
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