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  • 2

    • 2 Standard Deviations

      Statistical variance referring to a 5% chance of a stated set of events occurring by chance.

  • 4

    • 41 CFR § 60

      Title 41, Part 60 of the Code of Federal Regulations. This section of the regulations outlines how an affirmative action plan must be prepared and maintained.

    • 41 CFR § 60-1

      This section of the CFR refers to the language section of an AAP as well as record keeping requirements.

    • 41 CFR § 60-2

      This section of the CFR refers to the statistical section of an AAP.

  • A

    • Activity Logs

      Transaction records kept by a company used as a tool for monitoring the progress of protected class members in a workforce.

      Related posts: Affirmative Action Plan Components

    • ADA

      The American’s with Disabilities Act defines a disability clearly and forbids discrimination.

    • ADEA

      The Age Discrimination in Employment Act forbids age-based discrimination against persons over 40.

    • Adverse Impact Analysis

      Adverse Impact Analysis (a.k.a. Impact Ratio Analysis), a tool to help contractors determine whether employment decisions were done without regard to an individual’s status as a protected class member.

      Related posts: Affirmative Action Plan Components

    • Applicant

      An applicant is someone who meets the following four criteria:

      1. Expression of Interest – The job seeker submits an expression of interest.
      2. Considers - The contractor “considers the individual for employment in a particular position” means the contractor assesses the substantive information provided in the expression of interest with respect to any qualifications involved with a particular position.
      3. Basic Qualifications - The expression of interest must indicate that the individual possesses the basic, pre-established qualifications for the position.
      4. Continued Interest - The individual at no point in the contractor’s selection process prior to receiving an offer of employment from the contractor, removes himself or herself from consideration or otherwise indicates that he or she is no longer interested in the position.
    • Armed Forces Service Medal Veteran

      Any veteran who, while serving on active duty in the US military, ground, naval, or air service, participated in a US military operation to which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

  • B

    • Blue Collar Workforce

      Employees who fall in EEO-1 the categories CW, O, L, and SW.

  • C

    • Census Code

      The Bureau of the Census breaks down occupational categories by census job codes. (ex. 002 - General & Operations Managers)

    • Contractor

      Any company who has an individual contract or subcontract with the federal government for over $50,000 in a year.

    • Corporate Scheduling Letter (CSAL)

      A formal notification to a corporation that some of its establishments are on the list of contractor establishments selected to undergo a compliance evaluation within the next 12 months.

  • D

    • Disabled Veteran

      A veteran of the US military, ground, naval, or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs or a person who was discharged or released from active duty because of a service-connected disability.

    • DuBray Approach

      An unofficial form of salary analysis conducted by OFCCP prior to 2006 in which mean salaries for protected class members are compared with salaries of non-protected class members.

  • E

    • EEDS

      Equal Employment Data System. A system from which contractors are randomly selected for compliance evaluations via EEO-1 submittals.

    • EEO-1 Codes

      These codes refer to the basic unit of an AAP. The OFCCP expects that all jobs can be broken down into 10 classifications for all service and supplier contractors. The codes are as follows: Executive/Senior Level Officials and Managers First/Mid Level Officials and Managers Professionals Technicians Sales Administrative Support Workers Craft Workers Operatives Laborers Service Workers

    • EEO-1 Report

      The EEO-1 Report, otherwise known as Standard Form 100 Employer Information Report, is submitted to the EEOC. The filing deadline for the EEO-1 Report is the end of the third quarter (Sept. 30) of each year.

    • EEO-3 Report

      The EEO-3 Report, formally known as the Local Union Report is a biennial survey conducted every other year in the even calendar years.

    • EEO-4 Report

      The EEO-4 Report, formally known as the State and Local Government Report is collected on odd-numbered years from State and Local governments.

    • EEO-5 Report

      The EEO-5 Report, formally known as the Elementary-Secondary Staff Information Report, is a joint requirement of the EEOC, and the Office for Civil Rights (OCR) and the National Center for Education Statistics (NCES) of the Department of Education. It is conducted biennially, in the even numbered years, and covers all public elementary and secondary school districts with 100 or more employees in the United States.

  • F

    • Federal Contractor Selection System

      The FCSS is the means by which contractors are selected for a compliance evaluation. The FCSS utilizes the EEDS system in determining which contractors will receive notice of compliance evaluation.

    • Feeder Group

      The internal portion of the availability analysis reflects the persons who might be available for future openings. This is usually reflected by stating that one group “feeds” another. For example, if professionals typically promote into management, professionals are a feeder group for management.

    • Focused Review

      A compliance evaluation in which specific information is reviewed. Typically, compensation or applicant/hire decisions are closely scrutinized during a focused compliance evaluation.

    • Functional AAP (FAAP)

      An AAP based on functional or business units as opposed to the more traditional facility-based plan.

  • G

    • Glass Ceiling

      An artificial barrier to advancement in an organization.

    • Good Faith

      An effort undertaken by a contractor in an effort to eliminate disparate impact or underutilization.

  • H

    • Hire

      Any entrant into the company from an external source. Hires should be tabulated by job group and compared annually with applicants.

  • J

    • JAAR

      Job Area Acceptance Range, a tool to aid a contractor in determining where significant concentrations or underrepresentations exist within a workforce.

    • Job Group

      A contractor must group its workforce into job groups for the affirmative action plan. A job group consists of jobs with similar wages, skills, and opportunities. Often these groups are seen as subdivisions of the 9 EEO-1 classifications.

    • Joint Reporting Committee

      The Joint Reporting Committee oversees the collection of EEO-1, Standard Form 100’s. This organization is a collaborative effort between the OFCCP and the EEOC.

  • M

    • Minority

      Anyone who is not considered white who is one of the following: Black, Asian, Native Hawaiian and Other Pacific Islander, American Indian, Hispanic or Latino (White), or Hispanic or Latino (All other Races).

    • MOU

      Memo of Understanding. In 1999 OFCCP and EEOC filed an MOU to provide each with limited access over the other’s domain. Consequently, the OFCCP will investigate filed discrimination claims as part of a compliance evaluation. This MOU is intended to reduce overlap between the two organizations.

  • N

    • Negative Action

      An employment action that equates to a downward movement. Terminations and demotions are two common negative actions.

  • O

    • OFCCP

      Office of Federal Contract Compliance Programs. A division of the U.S. Department of Labor. It is the agency that specifically monitors contractor’s affirmative action planning and compliance.

      OFCCP Website

    • Other Protected Veteran

      Any veteran who served on active duty in the US military, ground, naval, or air service during a war or in a campaign or expedition for which a campaign badge has been authorized, under the laws administered by the U.S. Department of Defense.

    • Outreach

      Any attempt to contact known sources of protected class members for the purpose of increasing the presence of these individuals in a workforce.

  • P

    • Positive Action

      An employment action which equates to an upward movement. Hires and promotions are two common positive actions.

    • Promotion

      Any personnel action resulting in movement to a position (1) with higher pay or greater rank, or (2) requiring greater skill or responsibility, or (3) with the opportunity to attain increased pay, rank, skill, or responsibility.

    • Protected Class

      Certain groups are deemed protected by affirmative action obligations. Most prevalent are minorities, women, covered veterans, and the disabled.

  • R

    • Recently Separated Veteran

      Any veteran during the three-year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval, or air service.

    • RRA

      Reasonable Recruitment Area. The geographic area from which a contractor might find external applicants for future employment. This area is utilized in factor 1 of the 2 factor analysis.

  • S

    • S.F. 100

      Standard Form 100, Employer Information Report EEO-1 that is required by each contractor for submittal to the government in the third quarter annually.

    • S.I.C. Codes

      Standard Industry Codes. Used to reference the major business and industry in each establishment on EEO-1 form.

    • Salary Analysis

      An analysis of employee’s salaries to determine if protected class members are being paid consistently with non-protected class members.

    • Section 503

      Specifically, Section 503 of the Rehabilitation Act of 1973 which requires Federal Contractors with more than $10,000 of annual contracts to prepare a written affirmative action plan covering persons with a disability.

    • SSEG

      Similarly Situated Employee Groupings or groupings of employees who perform similar work, and occupy positions with similar responsibility levels and involving similar skills and qualifications.

  • T

    • Termination

      Any separation from the company. Termination should be tabulated by job group and coded as either voluntary or involuntary.

  • U

    • Underutilization

      A shortfall when compared with availability.

  • V

    • VETS-100 / VETS-100A / VETS-4212

      The VETS-100 / VETS-100A / VETS-4212 form is filed annually in the third quarter of the year to the Veterans’ Employment and Training Service. This form includes information on the number of covered veterans by category.

    • VEVRAA

      Vietnam Era Veterans’ Readjustment Assistance Act of 1974. This act requires contractors to take affirmative action for covered veterans.

  • W

    • White Collar Workforce

      Employees who fall in EEO-1 the categories O&M, P, T, S, O&C.

    • Workforce

      All of a company’s current and former employees plus all applicants for future positions.