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In 2000, Yocom & McKee notified users that we would not be updating the Employment Tracker software as changes to race, ethnic, veterans and other reporting requirements were made.
Some of our users of the Employment Tracker have converted to !Trak-It Solutions Applicant tracking software. !Trak-It Solutions offers a service that
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will move your Employment Tracker applicant and hire data into !Trak-It Applicant tracking software.
For more information, contact John Enyedy at 916-728-4880
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must be maintained , but contractors have some discretion to determine at what point they will be considered applicants. Only when a person is considered an applicant do race and gender data need to be collected.
Harold Busch, Director of Program Operations, explained that one becomes an applicant a point between reading the resume and conducting the interview. He stressed that it is OFCCP's view that a person becomes an applicant before the interview stage. The most likely spot to begin the collection of race and gender data is after you have sorted interested persons by qualifications.
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For example, if you accept resumes for an open Engineering position, you could sort them by the requirement that they possess an engineering degree. Those who do not possess a degree are not considered applicants and you need not collect race or gender data. Further, you may sort those with engineering degrees into years of experience. If your position requires 5 years of relevant experience, you can eliminate those with less than 5 years experience from consideration as applicants and not collect their race and gender data. Only those with Engineering degrees and 5 years relevant experience are considered "applicants" for the open position. Race and
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gender data is collected only for these "qualified" applicants.
It is important to note that the resumes from those persons that you determined were not must be kept according to Mr. James and Mr. Busch.
During any OFCCP audit, you need to be prepared to defend the minimal qualifications standard used to determine who was considered an applicant. Using an unreasonable standards or inconsistent application of the standard could result in the Compliance Officer broadening your applicant pool definition.
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