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Maly Consulting has successfully delivered
the following EEO/AA/AAP services and philosophy to clients for almost
20 years. (EEO - equal employment opportunity; AA - affirmative action;
AAP - affirmative action program, aka affirmative action plan)
Compliance Simplified
Consulting
Data Preparation and
Analysis
Training
Referrals
is our motto and approach to providing client services. We believe the
technical aspects of compliance can quickly become a burden on HR
professionals as they strive to stay abreast of the ever-changing
EEO/AA rules and regulations, and a hardship on their companies as they
devote valuable, limited HR resources to this narrow niche of HR
knowledge. Our response, and what differentiates our practice from
others, is that we do as much of the EEO/AA/AAP compliance work as we
can on your behalf, and, in essence, simply manage the compliance piece
of your affirmative action program (AAP) for you. This frees your time
so you can manage and implement a program unique to the needs of your
organization — or handle the myriad of other HR
responsibilities on your plate.
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As your
"compliance manager," we maintain the latest in-depth knowledge of
EEO/AA regulations, the minutia of AAP development, statistical
analyses, and the workings of the Department of Labor's Office of
Federal Contract Compliance Programs (OFCCP). Our obligation to both
you and your managers is to be your expert on these matters.
- ascertain your situation and responsibilities.
- orchestrate the most practical,
cost-effective, and compliant structure for your AAP.
- review obligations and compliance with all
mandatory requirements for AAPs, EEO-1, VETS-100, and EO Surveys.
- assist
in establishing internal compliant systems — especially for
applicant tracking, hiring, promotions, and terminations.
- compile, format, present, and defend (if
necessary) your AAP, pay, and employment data directly to the OFCCP on
your behalf; similar to an accountant in an IRS audit.
- assess the compliance status of a company with
which you plan to merge or acquire.
- draft your correspondence and arguments in
response to OFCCP "findings."
- establish procedures for defining, maintaining,
and reporting compensation and employment data (applicants, hires,
promotions, and terminations).
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Our consultants are experts on the nuances of grouping data for EEO/AA
analysis and knowing which statistical tests are most appropriate to
use in any given situation – there are many options.
- Scrub, compile, and prepare data for
these standard OFCCP-defined analyses. Assist in mapping job titles to
census occupation codes, in defining appropriate job groups, and in
assessing the appropriateness of "reasonable recruiting areas" for
those job groups.
- Conduct the required analysis of compensation
data to detect potential pay equity issues. Apply analysis methods used
by the OFCCP plus more rigorous statistical tests. If potential
problems are identified, make recommendations and offer assistance in
further investigating the causes.
- Analyze employment selection decisions
(hires, promotions, and terminations) to determine if significant
disparities occurred in your actions.
- Create the annual required
"progress against goals" report. For multilevel AAPs, combine and
analyze data to provide an overview to top management on overall
program results. Since we are experts in HR number crunching, trust us
to help you develop your overall HR metrics reporting systems.
- analyze for significant disparities by age as
well as minority and female status.
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We can
provide EEO/AA/AAP training either direct to your organization or
through our alliance with the Northern California Human Resources
Association (NCHRA). An example of some off-the-shelf programs
currently available:
| "AAPs in Plain English" |
HR department staff |
A full day of training covering the
basics of developing compliant AAPs and analyzing pay and employment
data. Receive recertification credits from the Human Resource
Certification Institute (HRCI) when taking the course through NCHRA.
Click here
for a list of upcoming seminars. |
| "EEO/AA – What Supervisors
and Managers Need to Know" |
Supervisors and managers |
Covers the basics that every
supervisor and manager making decisions about employees should know.
Course can be condensed or broadened to suit the timing and needs of
your audience. |
| "How to Survive an OFCCP Audit" |
HR and other department managers |
Designed as a briefing for both HR
and other managers who might have contact with OFCCP compliance
officers during an onsite audit with that agency. Role play and
practice interviews. |
| "Update: Workplace Affirmative Action" |
Professional HR groups |
Covers the latest interpretations and
happenings at the Department of Labor's Office of Federal Contract
Compliance Programs (OFCCP) and associated regulation changes. |
| "OFCCP Internet Applicant Rule" |
Recruiters |
Designed to provide either in-house
or agency recruiters with the tools necessary to answer the question of "who is an applicant" and to
comply with EEO/AA record keeping and reporting requirements. |
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We
believe in the value of specialists and know that the judicious use of
an expert at the right time will pay off in the long run. An EEO/AA/AAP
consultant cannot be all things to all clients. While we are experts in
the technical compliance and statistical analysis portions of a
client's AAP, we can and often recommend other experts when necessary
or requested. Ask us for referrals to any of the following:
Employment attorneys specializing in EEO/AA
Diversity consultants
Investigative consultants specializing in sexual (or other) harassment
claims
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