In addition to the elements required by Sec. 60-2.10 through
Sec. 60-2.16, an acceptable affirmative action program must include the
following:
(a) Designation of responsibility. The contractor must provide for
the implementation of equal employment opportunity and the affirmative
action program by assigning responsibility and accountability to an
official of the organization. Depending upon the size of the
contractor, this may be the official's sole responsibility. He or she
must have the authority, resources, support of and access to top
management to ensure the effective implementation of the affirmative
action program.
(b) Identification of problem areas. The contractor must perform
in-depth analyses of its total employment process to determine whether
and where impediments to equal employment opportunity exist. At a
minimum the contractor must evaluate:
(1) The workforce by organizational unit and job group to determine
whether there are problems of minority or female utilization (i.e.,
employment in the unit or group), or of minority or female distribution
(i.e., placement in the different jobs within the unit or group);
(2) personnel activity (applicant flow, hires, terminations,
promotions, and other personnel actions) to determine whether there are
selection disparities;
(3) compensation system(s) to determine whether there are gender-,
race-, or ethnicity-based disparities;
(4) selection, recruitment, referral, and other personnel
procedures to determine whether they result in disparities in the
employment or advancement of minorities or women; and
(5) any other areas that might impact the success of the
affirmative action program.
(c) Action-oriented programs. The contractor must develop and
execute action-oriented programs designed to correct any problem areas
identified pursuant to Sec. 60-2.17(b) and to attain established goals
and objectives. In order for these action-oriented programs to be
effective, the contractor must ensure that they consist of more than
following the same procedures which have previously produced inadequate
results. Furthermore, a contractor must demonstrate that it has made
good faith efforts to remove identified barriers, expand employment
opportunities, and produce measurable results.
(d) Internal audit and reporting system. The contractor must
develop and implement an auditing system that periodically measures the
effectiveness of its total affirmative action program. The actions
listed below are key to a successful affirmative action program:
(1) Monitor records of all personnel activity, including referrals,
placements, transfers, promotions, terminations, and compensation, at
all levels to ensure the nondiscriminatory policy is carried out;
(2) Require internal reporting on a scheduled basis as to the
degree to which equal employment opportunity and organizational
objectives are attained;
(3) Review report results with all levels of management; and
(4) Advise top management of program effectiveness and submit
recommendations to improve unsatisfactory performance.
