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Affirmative Action

Affirmative Action

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Affirmative Action

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  1. Affirmative Action Training for Managers

  2. Affirmative Action Plan(AAP) • What is AAP? • Practices that take race, ethnicity, or gender into consideration in an attempt to promote equal opportunity • Supervisors/Management are trained on Affirmative Action to eliminate discrimination • ***Always choose the most qualified applicant***

  3. Comparison as of March 31st

  4. Placement Goals • A Placement Goal is set when the actual representation of women or minorities in a job group is less than would be reasonably expected based on calculated availability (census data) • Placement goals are not quotas that must be met, nor are they to be considered as either a ceiling or a floor for the employment of particular groups • Placement goals are targets that are reasonably attainable by applying good faith efforts

  5. Current Status/Placement GoalsFor April 1, 2011 – March 31, 2012 • Job Group 1: Executive Management (President) Female: 0% Minority: 0% • Job Group 2: Administrative/Dept Management (VP’s, Managers, Supervisors) Female: 99% Minority: 0% • Job Group 3: Technicians (Tech Support) Female: 0% Minority: 0% • Job Group 4: Sales (Mgr Sales and Sales) Female: 0% Minority: 0% • Job Group 5: Administrative Support (Admin Assistant, Executive Secretary) Female: 100% Minority: 0%

  6. Outreach Techniques • Employees are encouraged to refer female & minority applicants • Post job openings • americollect.com and http://thepub.com • State Workforce Development site (JobNet) • Minority organizations • Diversity websites • Upon hire, orientation includes: • Equal Employment Responsibilities • Americollect Rules & Policies in Employee Handbook • All policies available on The Pub

  7. Americollect’s Selection Process • Review of online resume/application done by team benefit coordinator • Interviewing • Ask non-discriminatory questions • Examples: How do you measure you own success? • Describe a situation in which you worked under pressure or met deadlines. • Tell me of a time when you had to work on a project that didn't work out the way it should have. What did you do? • Ask the same questions to all applicants • If a job related test is being administered, must be approved by HR and needs to be administered to all qualified applicants for that given position (i.e. typing skills test)

  8. Always choose the most qualified candidate • Be Ethical and Legal • Pursue Diversity • Questions Should Be Work Related • If In Doubt – Ask HR • Remember our Leadership Principles: • Honesty • Fairness • Ownership • Open to Change • Integrity • Listen Before You React • Positive Outlook

  9. Promotional Opportunities • Manager’s Responsibility • Ensure minority & female employees are given equal opportunity for promotions • Formal Performance Evaluation Program • All promotions must first be approved with Leadership prior to communicating to the employee, similar to the hiring process • Discussions should be held with HR prior to notifying employee of promotion

  10. Job Descriptions • Purpose of job descriptions • Adequately describe the position/duties/requirements • A well-written job description will: • Help get the right candidate pool • Allow hiring manager to review the best qualified applicants • Job descriptions should be reviewed and updated as necessary – minimum every 3 years • Contact Team Leader to review or update a job description

  11. QUESTIONS