AAP October Bootcamp Scheduled

Biddle Consulting Group's AAP 101: Affirmative Action Plan Methodology and Software Training (3-Part) Series is slated for October. Don't get caught off guard by an audit. Learn the ins and outs of proper AAP development from the beginning.

The dates of the webinar sessions are as follows:

October 13: AAP Methodology (Part I)
October 20: AAP Methodology (Part II)
October 27: AutoAAP Software Training (Part III)

HRCI Credits will be available for Parts I & II only.

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Download and Complete the PDF Registration Form

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Government-Wide Diversity and Inclusion Initiative and Strategic Plan

The Director of the Office of Personnel Management (OPM) and the Deputy Director for Management of the Office of Management and Budget (OMB), in coordination with the President's Management Council (PMC) and the Chair of the Equal Employment Opportunity Commission (EEOC), shall:

1. establish a coordinated Government-wide initiative to promote diversity and inclusion in the Federal workforce;
2. within 90 days of the date of this order:


1. develop and issue a Government-wide Diversity and Inclusion Strategic Plan (Government-wide Plan), to be updated as appropriate and at a minimum every 4 years, focusing on workforce diversity, workplace inclusion, and agency accountability and leadership. The Government-wide Plan shall highlight comprehensive strategies for agencies to identify and remove barriers to equal employment opportunity that may exist in the Federal Government's recruitment, hiring, promotion, retention, professional development, and training policies and practices;
2. review applicable directives to agencies related to the development or submission of agency human capital and other workforce plans and reports in connection with recruitment, hiring, promotion, retention, professional development, and training policies and practices, and develop a strategy for consolidating such agency plans and reports where appropriate and permitted by law; and
3. provide guidance to agencies concerning formulation of agency-specific Diversity and Inclusion Strategic Plans prepared pursuant to section 3(b) of this order;




3. identify appropriate practices to improve the effectiveness of each agency's efforts to recruit, hire, promote, retain, develop, and train a diverse and inclusive workforce, consistent with merit system principles and applicable law; and
4. establish a system for reporting regularly on agencies' progress in implementing their agency-specific Diversity and Inclusion Strategic Plans and in meeting the objectives of this order.

See Executive Order in it's entirety: Executive Order Establishing Coordinated Government Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce

OFCCP Posts ANPRM for Compensation Collection Tool

August 10, 2011. The OFCCP has posted its Advance Notice of Proposed Rulemaking for Compensation Data Collection Tool. See link below.

http://frwebgate3.access.gpo.gov/cgi-bin/TEXTgate.cgi?WAISdocID=KvBlxE/1/1/0&WAISaction=retrieve

SUMMARY: The Office of Federal Contract Compliance Programs (OFCCP) is issuing this Advance Notice of Proposed Rulemaking in order to invite the public to provide input on the development and implementation of a compensation data collection tool. Possible uses for the collected data include generating insight into potential problems of compensation discrimination at the establishment level that warrant further review or evaluation by OFCCP or contractor self-audit. OFCCP could use the data collected by the tool to conduct analyses at the establishment level, as well as to identify and analyze industry trends, Federal contractors’ compensation practices and potential equal employment-related issues.

More details to follow.

New Edition: Adverse Impact and Test Validation Book Makes Debut at National ILG Conference in New Orleans, LA

Gain valuable insight on updated EEO methodologies and compliance with Dan Biddle's Adverse Impact and Test Validation: A Practitioner's Guide, 3rd Ed.


Analyzing adverse impact and developing defensible testing programs are two important functions of an HR professional’s job. This book describes the practical steps that employers can take to safeguard their hiring systems against audits or litigation actions, and build robust testing systems that will have the highest likelihood of properly selecting qualified workers.

Co-authored by Richard E. Biddle, MBA, Stacy L. Bell, MS, Leonard S. Fedt, PhD, Jim Higgins, EdD, Gregory M. Hurtz, PhD, Daniel C. Kuang, PhD, James E. Kuthy, PhD, Scott Morris, PhD, and Patrick M. Nooren, PhD.

More about the book:
Adverse Impact and Test Validation: A Practitioner’s Guide, 3rd Edition
Author: Daniel A. Biddle, Ph.D.
ISBN: 0-7414-6606-6

Purchase the Adverse Impact and Test Validation book from the BCG Institute for Workforce Development (BCGi) website today.

VETS-100/100A Filing Deadline Extended Due to Technical Issues

Due to some technical problems, federal contractors will be unable to electronically file their VETS-100/100A forms until the Department goes online again on October 1, 2011. Accordingly, the Department has extended the filing deadline to November 30, 2011 and stated that they will not initiate action against contractors who would file from October 1, 2011 through November 30, 2011.

The inaccessibility of the website is also causing some problems for federal contractors who need to submit copies of their VETS-100 reports in relation to OFCCP’s compliance evaluation. If this is the case, contractors may request confirmation of the 2010 (or earlier) filing by contacting the VETS-100 Service Center at (866) 237-0275 or sending an e-mail to VETS100-customersupport@dol.gov.

Contractors need to be ready to provide the following information:

• Company Name


• Employer Identification Number (EIN)


• DUNS number
  

Alcoa Mill Products Inc. Settles Discrimination Case with US Department of Labor

Alcoa Mill Products entered into a conciliation agreement with the Office of Federal Contract Compliance Programs (OFCCP). The terms of the conciliation agreement included paying back wages to 37 Hispanics and African-Americans in the amount of $484,656.19 and to two women in the amount of $35,516.88. Job offers will also be extended to nine of these individuals as positions become available. Alcoa Mill also agreed to spend $20,000 on equal opportunity, anti-harassment and sensitivity training for its personnel who are involved in the hiring process.

During a compliance evaluation of Alcoa's Lancaster, PA location, the OFCCP found that Alcoa Mill failed to meet its obligations as a federal contractor in ensuring that equal opportunity in employment is extended to all applicants without regard to race, sex, religion, color, or national origin. Director Patricia Shiu said, "No worker should be denied a job because of factors that have absolutely nothing to do with his or her ability to accomplish the work. I am glad we reached a fair settlement with Alcoa Mill Products, one that not only provides financial remedies for the affected victims, but also creates opportunities for good jobs."