Skills and Competency Interview Rating Sheet -weighted Testing and other Selection Methods Tests and other selection methods such as requesting work or writing samples and presentations are additional tools used to assess candidates.
Affirmative action requires companies to establish female and minority hiring goals and to demonstrate that a "good faith" effort is being made to attract and retain females and minorities, especially into positions that they have not traditionally held.
Recommended Steps in the Process: Create a Title Page see sample. Create a Table of Contents see sample. Suggestions on what to include in each chapter appear below.
Write an introductory statement providing a short overview of the company, headcount, and any significant changes in employment over the past year.
Also include language that provides legal protection in the form of a Confidentiality Statement see sample. Paragraphs 4 through 14 include a description of what is to be written in each chapter of the Affirmative Action Plan. Chapter 2 includes an organizational profile.
An organizational profile is a depiction of the staffing pattern within the company. A detailed graphical or tabular chart, text, spreadsheet, or similar presentation of the organizational structure may be used to display the required information.
For each organizational unit, the organizational display must indicate the following: The name of the unit The job title, gender, and minority status if the person is a minority or not of any unit supervisor The total number of male and female incumbents The total number of male and female incumbents in the minority group The organizational profile must include and identify 1 employees at subordinate locations who report to the establishment, and 2 employees at subordinate location whose selection was made at the location.
Multiple locations with less than 50 employees can have a separate AAP, combine with the location with HR authority, or combine with the location to which it reports. Chapter 3 shows how similar jobs are combined into job groups. Larger companies may be required to subdivide the EEO-1 categories into smaller job groups.
Also see the descriptions of the EEO-1 categories. Jobs included in a job group must have three elements in common; i. Chapters 4 and 5 includes the availability analysis. Here the external availability of females and minorities for each of the job groups is determined.
State and local governments provide statistical data that can be used for this analysis.
Some states publish this information on the Internet e. Private companies also sell this data. Two factors are to be considered in determining availability: The percentage of minorities or women with requisite skills in the reasonable recruitment area defined as the geographical area from which the contractor usually seeks or reasonably could seek applicants.
Trainable refers to those employees within the organization who could, with appropriate training that the company is reasonably able to provide, become promotable or transferable during the AAP year. Internal availability percentages can be calculated by undertaking one or both of the following steps: Determine which job groups are "feeder pools" for the job group in question.
The feeder pools are job groups from which individuals are promoted Ascertain which employees could be promoted or transferred with appropriate training that the contractor is reasonably able to provide.
Weighted average of statistics must be used when there is more than one job title in a job group and the different job titles have different availability percentages. Companies are also required to provide a documented rationale for the recruitment areas and feeder groups chosen.
This is the most difficult and time consuming piece of the Affirmative Action Plan, unless you utilize a system such as HRSource. In chapter 6, the availability of women and minorities is compared with their current representation in each job group. For those job groups in which the women or minority availability is greater than their representation at the company and is statistically significantgoals are set.
Companies may identify under utilization using a variety of methods including: The "any difference" rule The "80 percent" rule The "two standard deviations" analysis Placement goals expressed as placement rates are included in chapter 7.
Placement hiring, promotion, transfer, etc. Chapter 8 indicates who is responsible for the equal opportunity and affirmative action programs. One individual must be designated and assigned responsibility and accountability for the overall affirmative action plan.Josh and Friends was developed to help alleviate the stress and provide comfort to children going into the hospital.
The Josh and Friends Project includes the book, “I’ll Be O.K.”, and the cuddly “Josh” plush puppy to comfort these kids. This workshop covers the "basics" of preparing the written affirmative action plan and the activities required to put the plan into action and achieve compliance.
The workshop concentrates on federal, nonconstruction-based plans, with some discussion of state and local plan requirements. effective implementation of Federal Contractor, Inc’s. (FCI’s) Affirmative Action Program (AAP). These responsibilities include, but are not limited to, the following: 1.
Developing Equal Employment Opportunity (EEO) policy statements, affirmative action programs and internal and external communication procedures; 2. Guidance for Industry: HACCP Regulation for Fish and Fishery Products; Questions and Answers for Guidance to Facilitate the Implementation of a HACCP System in Seafood Processing.
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