CREATE ACCOUNT

*

*

*

*

*

*

FORGOT YOUR PASSWORD?

*

In depth affirmative action 4

BACK NEXT

 

What does it mean for Federal Contractors, what is required?

You are required to keep on file, all data collected about Veterans, as well as individuals with disabilities, that applied to any position. This includes:

   Number of job openings

   Number of jobs filled

   Number of applicants for all jobs

   Number of applicants who self-identified as or are otherwise known to be individuals with disabilities and protected veterans

   Number of applicants hired

   Number of applicants with disabilities and protected veteran applicants hired

   Hiring benchmarks and utilization goal analyses;

   Hiring metrics analyses; and

   Self-identification records for veterans and individuals with disabilities.

This data has to be kept for three years.

Under the Good Faith Efforts, Outreach and Recruiting, you are required to show documentation that you have actively engaged in nationwide:

   Outreach to women and minorities

   Outreach to individuals with disabilities

   Outreach to veterans

   Linkage to minority organizations

   External dissemination of your EEO policy statement

   Include all of the above in your annual written affirmative action plan Although there is no mandatory format for this written report, the report must include: (1) the criteria used to evaluate the effectiveness of each outreach and recruitment effort used by the contractor; and (2) provide the contractor's conclusion on the effectiveness of the program. In addition, the criteria in the report must include an assessment of the annual hiring metrics data

   Third-Party Vendors Still Permitted: Contractors can continue to use third-party vendors to assist them with these posting requirements, but contractors will remain ultimately responsible for ensuring compliance with the Veterans Rule.

     Mandatory Dissemination of AAP Policy: The Final Rules mandate contractors take certain actions to implement and disseminate their AAP

   Stay current with Affirmative Action requirements

       Contractors with a collective bargaining agreement must notify union officials or employee representatives of their AAP policy and request cooperation; and

   Contractors must include their AAP policies in their employee handbooks or otherwise make the policies available to employees.

 

Outreach and recruitment efforts

Contractors are required to conduct annual outreach and recruitment assessments for veterans and individuals with disabilities. These assessments must evaluate the effectiveness of the outreach and recruitment efforts of the previous twelve months for each AAP.

Annual Written Report Required: At the end of the assessment, the contractor must create a written report that becomes a part of its AAP. Although there is no mandatory format for this written report, the report must include: (1) the criteria used to evaluate the effectiveness of each outreach and recruitment effort used by the contractor; and (2) provide the contractor's conclusion on the effectiveness of the program. In addition, the criteria in the report must include an assessment of the annual hiring metrics data discussed below for the current year and the two previous years.

   Mandatory Information for Postings with ESDS: Contractors will be required to provide the appropriate ESDS with the following information: (1) the locations and names of each establishment in the state where the ESDS is located; (2) the contact information for the official responsible for each establishment in the state where the position is being posted; (3) verification that the contractor is a federal contractor (e.g., including "VEVRAA Federal Contractor" on the job posting); and (4) request the ESDS send the contractor priority referrals of protected veterans. The contractor official can be any manager who can certify the information in the job listings and receive priority referrals from ESDS, including an HR manager or someone in senior management.

   Contractors with a collective bargaining agreement must notify union officials or employee representatives of their AAP policy and request cooperation; and

   Contractors must include their AAP policies in their employee handbooks or otherwise make the policies available to employees.

BACK NEXT

TOP