Characteristics of a BCG AAP Outsourcing Client:

1. Company interest in a quality Affirmative Action Plan with meaningful/defensible results
2. Need a consultant with advanced services beyond the AAP
1. Training and support of AAP and other EEO requirements
2. Ph.D. level compensation analyses using regression and other statistical methods
3. Statistical analysis of transactional files beyond basic Adverse Impact tests
4. Job Analysis and test creation/validation
3. Seeking a partner with long history of successful OFCCP audit experience
4. Utilizes the results of their AAP to communicate corporate diversity initiatives
5. Select their AAP consultant based on proven results and not those who provide all flash and no substance
   
   

Characteristics of a Qualified Consultant:

1. BCG Ph.D.s are experts in the industry and respected by peers
1. Consultants and attorneys utilize BCG for technical expertise
2. Court certified expert witness background
2. Tenured consultants who provide more than a generic AAP
1. The plan development process is interactive and involves significant discussion regarding data collection, plan contents and plan results
2. Communication does not end at plan delivery
3. Regularly present at:
1. ILG (Industry Liaison Groups – local level)
2. NILG (National Industry Liaison Group – Annual Conference)
3. SHRM (Society for Human Resource Management)
4. AAAA (American Association of Affirmative Action)
4. Nationwide Client Base
1. Clients in Alaska/Hawaii to Maine/Florida
2. Client base equally distributed around the U.S.
3. Clients from 50 to 150,000 employees
4. Long term relationships with top companies within the Fortune 50
5. Provides clients with complete EEO/AAP resources:
1. News Flash updates when important information is released
2. Quarterly newsletter with timely articles and additional resources
3. Regular On-site, telephone and webinar training activities
   
   

1. Project planning meeting
2. Company specific plan development timeline
3. Secure electronic data transfer protocol
4. Data evaluation and unlimited scrubbing
5. Weekly conference calls to discuss plan needs and development process
6. Timely delivery of final analysis
7. Executive Summary of plan results
8. Annual Plan Wrap-up conference calls or webinars
9. Audit Support Guarantee - methods for creating plans and statistical models will be compliant within the Affirmative Action guidelines as written by the U.S. Department of Labor. If the OFCCP has any questions or concerns related to our methodology, we will address the questions and re-run reports where necessary at no additional cost to you.
   
   

Characteristics of a Quality AAP

1. External Availability pools based on Local and Reasonable recruitment areas. Zip Code analysis by employee or applicant may support the definition of the recruitment area.
2. Analysis of promotions history as a starting point to determine internal availability pools
3. Compensation analysis mimicking the OFCCP “Tipping Point” test
4. Adverse Impact analysis using multiple statistical calculations including Circuit Court defensible tests.
5. Executive Order 11246 code 41 CFR § 60-2 Reports
1. Organization Profile – Workforce Analysis or Org Chart
2. Job Group Analysis
3. Availability Analysis – Customized External and Internal Factors to reflect true recruitment patterns
4. Comparison of Incumbency to Availability and Placement Goals
5. Prior Years Performance – progress towards goals report
6. Personnel Transactions Flow Log
7. Adverse Impact Analysis - adverse impact analyses of overall selection processes (statistical significance)
8. Analysis of Compensation Data –
1. For OFCCP audit - Provide annualized compensation data per OFCCP’s Audit scheduling letter item 11 on the Itemized Listing
2. Internal report to meet compliance requirement – The “Trigger Test” also known as OFCCP’s 5/30/10/3 analysis
6. Customized narrative content for:
1. Narrative for Women & Minorities - Development Good Faith Strategies
2. Narrative for Disabled & Veterans