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Affirmative Action Plan

The basis of an affirmative action plan (AAP) is to ensure that employers make a good faith effort to find and hire applicants who are members of a protected class. Your organization may have an affirmative action play because you voluntarily adopt one, you have been ordered by a court to implement one, or you are a federal agency or contractor with over 50 employees and have federal contracts worth more than $50,000. If you fall into one of these categories, SMJ Consulting is here to help you.

We will design your plan and statistical reports so that they include all information required by the Office of Federal Contract Compliance Programs (OFCCP). We will provide you with information and reports to assist you in gathering all employee information required to be considered and included in your AAP. Once the AAP is complete, we will conduct a closing meeting to explain the results of the analysis, provide reports, and any actions steps you may want to take. If you are subject to an OFCCP audit, we can help support you.

Each of our AAP’s contains the six main components that make up a complaint AAP plan. Those components are further broke down into 17 actionable plan components that will help the company ensure that they have the necessary documentation, policies, and action plans to ensure compliance with the legal requirements for their AAP.

SMJ Consulting uses a computer-assisted expert program that enables our consultants to customize recruiting areas and census data specific to your organization. The electronic record keeping of your AAP and corresponding data enables your organization to develop consistent follow up programs accurately and efficiently. During the closing meeting, we will provide you with a binder and electronic copy of all required reports for the plan year. During this meeting, we can discuss action plans, such as targeted recruiting efforts for underrepresented minorities in your workforce, for any problems areas that have been identified.

Whether voluntary or by obligation, an AAP can help provide direction to your organization’s efforts to improve the working conditions of and opportunities for protected class individuals. By setting effective employment goals and objectives, an organization can work to establish an appropriate employment environment that is conducive to providing equal opportunity to all employees.