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Availability analysis

Impact ratio

Compensation equity

Availability & utilzation

Job group

Organizational profile

EEOC penalties





 Availability & Utilization Analysis

  • HR 911 ®   provides you with detailed analyses of the percentage of minorities and women available for employment in each EEO-1 Job Group compared with the percentage of minorities within your workforce. (Availability Analysis)

  • We then compare what you have with what you need.  (Utilization Analysis)

  • If you need more than you have, HR911will set goals to help you correct the difference. (Goal Setting)

  • HR 911 ®  uses it's years of experience to calculated precise "weighted averages" for each  Job Group. 

  • We then present the analysis in a way that is easy  to understand and recreate should you be audited.

    HR 911 ®  provides clients with a "quick view" summary that shows underutilization and goals by EEO-1 categories and compares progress against your prior plan year goals.

Note: Underutilization is defined by the OFCCP as "having fewer minorities or women in a particular job group than would reasonably be expected by their availability."

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Impact Ratio Analysis:

HR 911 ®   provides you with detailed analysis of all employment activity using the 4/5ths rule. This includes adverse impact testing on new hires, promotions, transfers and terminations. 

We compare the ratios of hires, promotions and terminations for each EEO-1 job group.  This analysis is very important since incidents of adverse impact must be addressed in the Affirmative Action Plan.

HR 911 ®  provides clients with a unique "quick view" summary that highlights any occurrences of adverse impact by EEO-1 Job Group.  This summary makes it easy to rapidly determine and respond to disparity in the employment life cycle.

Note:  Ratios less than 4/5ths indicate an adverse impact on the protected class beyond what could be attributed to chance. 

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Compensation Equity Analysis

Compensation analysis is now required per CRF §§ 60-2 as a routine part of an Affirmative Action Plan.  Government Contractors are expected to analyze compensation practices, document the results and produce upon request the results of such analyses.  Additionally, the Office of Federal Contract Compliance conducts detailed analysis of compensation practices for salary equity as part of their bi-annual  Equal Opportunity Survey.

To assist clients in this new requirement HR 911 ®  now conducts a detailed compensation analysis as part of the Affirmative Action Plan preparation process..  The compensation rate of minorities and females are compared to their male counterparts to determine if potential adverse impact has occurred. 

Our analysis includes the following:

  Adverse impact analysis of compensation practices

  Identification of problem areas

  Analysis of results


Note:  In an effort to remedy wage discrimination, since the Equal Pay Initiative began April 19, 1999, the EEOC has recovered more than $2.4 million in back pay for 1,000 women and minorities and resolved more than 20 pay related actions.

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Job Group Analysis

HR 911 ®  carefully examines and assigned each position in your workforce an appropriate EEO-1 Job Group.  We also evaluate positions for appropriate sub-groups which avoids skewing results and showing underutilization were none exist. This approach is now required under the new regulations and  means that any goals assigned in the Availability & Utilization Analysis are fair and accurate ones. 

HR 911 ®  provides clients with   "quick view" summary charts that show female and minority percentages by EEO-1 Group.

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Organizational Profile (Internal Workforce Analysis)

No matter how complex your organizational structure may be, HR 911 ®  provides a customized, detailed workforce analyses by department.  The analysis shows the percentage of minorities and women in each department or work unit using an OFCCP approved format.  If the client prefers, a detailed organization chart can be substituted.

HR 911 ®  provides clients with a "quick view" summary that shows an organized view of all departments with male, female and minority subtotals and totals. 

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EEOC Penalties

Under EEOC-enforced laws, principal remedies for unlawful employment discrimination include:

  • Court orders to eliminate discriminatory practices.
  • Reinstatement or hiring.
  • Restoration for the full amount of lost wages.
  • Damages up to $300,000.
  • Attorney’s fees.
  • A contractor may have its Government contracts canceled, and be declared ineligible for future Government contracts.


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Office of Federal Contract Compliance Programs  

The Department of Labor’s Employment Standards Administration’s Office of Federal Contract Compliance Programs (OFCCP) enforces the Executive Order 11246, as amended; Section 503 of the Rehabilitation Act of 1973, as amended and the affirmative action provisions (Section 4212) of the Vietnam Era Veterans’ Readjustment Assistance Act, as amended.

Taken together, these laws ban discrimination and require Federal contractors and subcontractors to take affirmative action to ensure that all individuals have an equal opportunity for employment, without regard to race, color, religion, sex, national origin, disability or status as a Vietnam era or special disabled veteran.

The OFCCP requires a contractor, as a condition of having a federal contract, to engage in a self-analysis for the purpose of discovering any barriers to equal employment opportunity.   Three key questions they have are: Who's specifically accountable? What are the results of current efforts?  Has a good faith effort and commitment to continued equal employment opportunity been demonstrated.? HR 911 's ® audit tested, attorney approved, affirmative action plan is designed to clearly and effectively respond to these questions. 

The OFCCP also investigates complaints of discrimination. In Fiscal Years 1996, OFCCP conducted 3,476 compliance reviews. Since 1994, OFCCP has recovered more than $100 million dollars in total financial settlements for victims of discrimination.

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