(a) Purpose. An organizational profile is a depiction of the
staffing pattern within an establishment. It is one method contractors
use to determine whether barriers to equal employment opportunity exist
in their organizations. The profile provides an overview of the
workforce at the establishment that may assist in identifying
organizational units where women or minorities are underrepresented or
concentrated. The contractor must use either the organizational display
or the workforce analysis as its organizational profile:
(b) Organizational display. (1) An organizational display is a
detailed graphical or tabular chart, text, spreadsheet or similar
presentation of the contractor's organizational structure. The
organizational display must
identify each organizational unit in the establishment, and show the
relationship of each organizational unit to the other organizational
units in the establishment.
(2) An organizational unit is any component that is part of the
contractor's corporate structure. In a more traditional organization,
an organizational unit might be a department, division, section,
branch, group or similar component. In a less traditional organization,
an organizational unit might be a project team, job family, or similar
component. The term includes an umbrella unit (such as a department)
that contains a number of subordinate units, and it separately includes
each of the subordinate units (such as sections or branches).
(3) For each organizational unit, the organizational display must
indicate the following:
(i) The name of the unit;
(ii) The job title, gender, race, and ethnicity of the unit
supervisor (if the unit has a supervisor);
(iii) The total number of male and female incumbents; and
(iv) the total number of male and female incumbents in each of the
following groups: Blacks, Hispanics, Asians/Pacific Islanders, and
American Indians/Alaskan Natives.
(c) Workforce analysis. (1) A workforce analysis is a listing of
each job title as appears in applicable collective bargaining
agreements or payroll records ranked from the lowest paid to the
highest paid within each department or other similar organizational
unit including departmental or unit supervision.
(2) If there are separate work units or lines of progression within
a department, a separate list must be provided for each such work unit,
or line, including unit supervisors. For lines of progression there
must be indicated the order of jobs in the line through which an
employee could move to the top of the line.
(3) Where there are no formal progression lines or usual
promotional sequences, job titles should be listed by department, job
families, or disciplines, in order of wage rates or salary ranges.
(4) For each job title, the total number of incumbents, the total
number of male and female incumbents, and the total number of male and
female incumbents in each of the following groups must be given:
Blacks, Hispanics, Asians/Pacific Islanders, and American Indians/
Alaskan Natives. The wage rate or salary range for each job title must
be given. All job titles, including all managerial job titles, must be
listed.
