The new directives are part of OFCCP’s efforts to maximize the effectiveness of compliance assistance outreach.
The OFCCP announced today the following three new directives.
Directive 2018-05, Analysis of Contractor Compensation Practices during a Compliance Evaluation, replaces OFCCP Directive 2013-03 (aka Directive 307) and outlines OFCCP’s standard procedures for reviewing contractor compensation. The Directive clarifies OFCCP’s use of statistical and other evidence, pay analysis groups and statistical modeling. The issuance of this Directive is for greater transparency and to encourage contractors through proactive self-auditing.
Directive 2018-06, Contractor Recognition Programs, establishes a program that recognizes contractors for high-quality and high-performing compliance programs and initiatives under E.O. 11246, Section 503 and VEVRAA. The program will include awards that highlight “implementable best or model contractor practices, a contractor mentoring program that uses contractors to help their peers improve compliance, and other initiatives that provide opportunities for contractors to collaborate or provide feedback to OFCCP on its compliance assistance efforts.”
Directive 2018-07, Affirmative Action Program Verification Initiative, establishes a program for verifying compliance by all contractors with AAP obligations. The objective is to ensure that all covered federal contractors are “meeting the most basic equal employment opportunity (EEO) regulatory requirement, namely, the preparation of a written affirmative action program (AAP) and annual updates to that program.” The program will include the development of a process for contractors to certify on a yearly basis their compliance with AAP requirements and the establishment of compliance checks to verify contractor compliance.
More details to come!