Glossary

Administrative Support Workers (formerly Office and Clerical). These jobs involve nonmanagerial tasks providing administrative and support assistance, primarily in office settings. Examples of these types of positions include: office and administrative support workers; bookkeeping, accounting and auditing clerks; cargo and freight agents; dispatchers; couriers; data entry keyers; computer operators; shipping, receiving and traffic clerks; word processors and typists; proofreaders; desktop publishers; and general office clerks.

Adverse Impact. A significantly different rate of selection in hiring, promotion, transfer, training, or other employment-related decisions for any race, sex or ethnic group. A finding of adverse impact by itself, does not establish impermissible conduct and may be explained by considering job-relatedness or business necessity. Related page: Adverse Impact

American Indian or Alaskan Native. A person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment.

Annotation. Sec. 60-2.1(e) states that an employee included in a plan other than where he is located must be annotated to identify the actual location of the plan in which the employee is included as well as the plan for the employee’s work location. The Workforce Analysis and the Job Group Analysis must be annotated. Related page: Annotations

These regulations are satisfied in the Employee editing screen of the Complete AAP. The plan where the employee works and the plan where the employee's manager works or where the selection decision is made must be annotated. You must identify all individuals at your facility who report to or were hired through another facility. These employees will not be included (counted) in their manager’s plan rather than the plan in which they are located. The Complete AAP will automatically create the annotations and include the employees in the appropriate plans based on the supervisor assigned to each employee. You may also import or manually enter annotations into the Annotations field for each employee. For example, if I have an employee who works in Golden, CO but reports to a manager in Los Angeles, the annotations might read, "Works in Golden, CO and reports to Los Angeles, CA".

Any Difference Rule. The Any Difference Rule compares the number of minorities and females in your organization to the exact calculated availability. Related page: Any Difference Rule

Applicant. For traditional applicants that are not recruited through the internet or related electronic data technologies, the precise definition of the term "Applicant" depends upon the user's recruitment and selection procedures. The concept of an applicant is that of a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities. This interest might be expressed by completing an application form, or might be expressed orally, depending upon the employer's practice. See Internet Applicant for applicants that are recruited through the internet or related electronic data technologies.

Asian. A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.

Audit. An official review of an organization’s affirmative action plan and practices by OFCCP (known officially as a Compliance Evaluation), or a self-review by the organization’s human resources representative. Related page: Compliance Review

Availability. To determine the availability of qualified minorities and women to work in your organization, you must consider at least 2 Factors, 1) the percentage of minorities or women with requisite skills in the reasonable recruitment area, and 2) the percentage of minorities or women among those promotable, transferable and trainable within the organization. 41 CFR 60-2.14. For each job group, the reasonable recruitment area must be identified, along with the pool of promotable, transferable and trainable employees, with a brief explanation of the rationale for the selections. The percentage of women and minorities employed is compared to the calculated availability to determine where statistical underutilization exists. Where the percentage of women and minorities employed is less than reasonably expected by availability, a placement goal must be established. Related pages: Availability Calculations, Determine Availability

Base Salary. The base salary of an employee at the beginning of the plan year. Does not include overtime, bonuses or shift differential.

Black. A person having origins in any of the Black racial groups of Africa.

Census. A periodic governmental count of the United States population. Completed every 10 years for data used in affirmative action planning.

Census Area. Contain the number of women and minorities working in counties and metropolitan statistical areas (MSA) within the United States. Statistics are derived from the 2000 census taken by the US Census Bureau. The Local Census Area refers to the geographic area that surrounds your facility. It is typically the county, or Metropolitan Statistical Area where your company is located. You can determine what your Local Census Area is by considering how far your employees are willing to commute to arrive at work.

Consider this example: if your company resides in a large city, you can expect that potential employees will be willing to commute to your facility from a suburban or outlying area. You can review your current workforce in each job group to determine just how far your employees actually commute. Lower-wage positions may not attract candidates from outlying areas. In these cases, you may consider using the county in which the city resides. Higher-paying positions may well attract candidates from suburban areas. The city and outlying suburbs would fall within your MSA, thus the entire area would be considered your immediate recruitment area. If your company resides in a remote, rural area you may expect that people would travel or relocate from surrounding towns in your county to obtain employment. In this case, your local recruitment area would be the county in which your company is located.

At times a company has a limited local skilled workforce from which to fill available positions. In these cases, companies may at times recruit on a statewide or national level. This broader recruitment area would qualify as your Non-Local Census Area.

Census Code. The U.S. Census Bureau gathers detailed statistics about the population every ten years. Some households are asked to fill out the sample or "long" form which goes beyond some of the basic questions on the 100% or "short" form. One piece of information the long form attempts to gather is the economic characteristics of the population, which include questions about income and employment, transportation, Industry, education and housing. Respondents are asked to provide their job title and a description of their work duties. The Census Bureau then gathers the long forms and, when focusing on the employment portion of the form, begins to group the jobs that are similar. Similar jobs are assigned a code. The Census Bureau built on existing census codes to come up with a total of 472 codes for all types of positions. Called the "Special EEO File", these census codes contain availability statistics for females, Whites, Blacks, Asians, Hispanics, American Indians, Pacific Islanders, Two or More Races, and minorities as a group. The availability statistics are based directly on the number (or percent) of respondents in the given geographic census area.

OFCCP accepts this data for use in Affirmative Action Plans. The census codes are available in the census data that you upload into your Complete AAP software. It is your job to assign at least one code for each of your jobs. Related page: Assigning Census Codes

Company. Within the context of The Complete AAP software, this refers to the unique name of a company in the File menu’s Company Information option and may contain up to 96 characters. In the Pro version of The Complete AAP software, the term “Company” refers to an organization that contains several AAPs (i.e. Plans). In the other version of The Complete AAP software, the terms “Company” and “Plan” are interchangeable.

Craft Workers (formerly Craft Workers (Skilled)). Most jobs in this category include higher skilled occupations in construction (building trades craft workers and their formal apprentices) and natural resource extraction workers. Examples of these types of positions include: boilermakers; brick and stone masons; carpenters; electricians; painters (both construction and maintenance); glaziers; pipelayers, plumbers, pipefitters and steamfitters; plasterers; roofers; elevator installers; earth drillers; derrick operators; oil and gas rotary drill operators; and blasters and explosive workers. This category includes occupations related to the installation, maintenance and part replacement of equipment, machines and tools, such as: automotive mechanics; aircraft mechanics; and electric and electronic equipment repairers. This category also includes some production occupations that are distinguished by the high degree of skill and precision required to perform them, based on clearly defined task specifications, such as: millwrights; etchers and engravers; tool and die makers; and pattern makers.

Department Code. Within the context of The Complete AAP software, this refers to a unique code representing a department or unit of supervision that contains up to 10 alphanumeric characters in length.

Department Name. Name for each department or unit of supervision.

Discrimination. The treatment of individuals or groups with consideration to race, color, religion, sex national origin, disabled or veteran status. The Office of Contract Compliance Programs attempts to uncover not only overt discrimination, but also concealed discrimination such as when an employer uses a facially neutral selection standard (e.g., a test, an interview, a degree requirement) that disqualifies a member of a particular race or gender group at a significantly higher rate than others.

EEO. Equal Employment Opportunity.

EEO-1 Code. EEO-1 Code is to be assigned for each job name. Employees who hold the same job name should be assigned to the same EEO-1 Code. EEO Codes include:
1.1 – Executive/Senior Level Officials and Managers
1.2 – First/Mid Level Officials and Managers
2 – Professionals
3 – Technicians
4 – Sales Workers
5 – Administrative Support Workers
6 – Craft Workers
7 – Operatives
8 – Laborers and Helpers
9 – Service Workers
Related Page: Definitions of EEO-1 Job Categories

EEO-4 Code. EEO-4 Codes are the basis of job groups for state and local government employers. EEO-4 codes include:
1 – Officials/Administrators
2 – Professionals
3 – Technicians 4 – Protective Service Workers
5 – Paraprofessionals
6 – Office/Clerical
7 – Skilled Craft Workers
8 – Service/Maintenance
Related Page: Definitions of EEO-4 Job Categories

EEO-6 Codes. See IPEDS Primary Occupational Activity Codes.

EEO Company. In the Complete AAP software’s Narrative Info tab of the Plan Information window, the EEO Company is the name of the facility where the EEO Coordinator is located.

EEO Coordinator. The individual given responsibility by the Executive Officer for the development, implementation and monitoring of the AAP.

Employee ID. Within the context of The Complete AAP, Employee ID is a unique code assigned to each employee that may be up to 10 alphanumeric characters in length.

Employee Name. Within the context of The Complete AAP, Employee Name is the field in which an employee’s name or equivalent can be imported or entered. This field may be up to 60 characters in length.

Equal Opportunity Clause. The subparagraphs contained in 41 CFR 60-1.4(a) or (b) required by Sections 202 and 301 of Executive Order 11246, as amended, to be part of contracts covered by the Executive Order. Pursuant to 41 CFR 60-1.4(e) and 60.49, the clause is a part of covered contracts regardless of whether it is physically incorporated into the contract or whether the contract between the agency and the contractor is written.

Executive/Senior Level Officials and Managers. Individuals who plan, direct and formulate policies, set strategy and provide the overall direction of enterprises/organizations for the development and delivery of products and services, within the parameters approved by boards of directors or other governing bodies. Residing in the highest levels of organizations, these executives plan, direct, or coordinate activities with the support of subordinate executives and staff managers. They include, in larger organizations, those individuals within two reporting levels of the CEO, whose responsibilities require frequent interaction with the CEO. Examples of these kinds of managers are: chief executive officers, chief operating officers, chief financial officers, line of business heads, presidents or executive vice presidents of functional areas or operating groups, chief information officers, chief human resources officers, chief marketing officers, chief legal officers, management directors and managing partners.

Executive Officer. The top-level company official who has overall responsibility for implementation of the Equal Employment Opportunity Policy as required by regulation.

Facially Neutral Selection Standard. Does not make any reference to a prohibited factor and is equally applicable to everyone regardless of race, gender or ethnicity.

Factor Weights. Importance given to factors considered when determining availability. The “weight” in question refers to the percentage assigned to the factor.

Factors of Recruitment. Method of recruiting applicants for open positions. Factors include: Local, non-Local, Schools, Promotables, Trainable, and User Identified.

• Factor 1a: % in Local Census Area - If you recruit using your local labor department, put ads in local newspapers, or simply take walk-ins, it is likely that you hire persons from the immediate labor area. One would normally use this factor for almost every job group. The only exception would be if you recruit through internal promotions or hire only from a broader nationwide area, and never hire locally.

• Factor 1b: % in Non-Local Census Area – Use this factor if you normally recruit outside the immediate labor area, such as statewide or nationwide, for jobs in this job group. This factor would normally apply if the job group consisted of higher-level management or professional jobs that require broader recruitment efforts.

• Factor 1c: % in Schools – Applies if you recruit at specific institutions for positions. You must gather the availability for this factor from the institutions from which you recruit for jobs in this job group. You must obtain the female and minority graduation rates from those institutions and find their average if there is more than one.

• Factor 2a: % of Promotables - If promotion from lower-level positions is a significant means of filling positions in this job group, use this factor. You will need to identify the job groups and/or jobs from which jobs are filled in this job group.

• Factor 2b: % Trainable - This includes all individuals who could, with appropriate formal training, which the contractor is reasonably able to provide, become promotable or transferable during the AAP year. This means that if you have employees who could be trained during the current AAP year to fill positions that promote into this job group, you should use this factor. You will need to identify the individuals and determine what percent of them are females, and what percent of them are minorities.

• Factor 3: Custom - This factor allows you to specify your own availability factor. For example, you may wish to use the percentage of females and minorities that applied for the jobs in this job group; in which case you could label the factor "Applicant Flow Log".

Related page: Assign Weight to Your Recruiting Factors

Feeder. In the context of affirmative action, feeders are job or job group that are most likely to provide employees an opportunity for promotion to another job group.

First/Mid Level Officials and Managers. Individuals who serve as managers, other than those who serve as Executive~/Senior Level Officials and Managers, including those who oversee and direct the delivery of products, services or functions at group, regional or divisional levels of organizations. These managers receive directions from Executive~/Senior Level management and typically lead major business units. They implement policies, programs and directives of Executive~/Senior Level management through subordinate managers and within the parameters set by Executive~/Senior Level management. Examples of these kinds of managers are: vice presidents and directors; group, regional or divisional controllers; treasurers; and human resources, information systems, marketing, and operations managers. The First~/Mid Level Officials and Managers subcategory also includes those who report directly to middle managers. These individuals serve at functional, line of business segment or branch levels and are responsible for directing and executing the day-to-day operational objectives of enterprises/organizations, conveying the directions of higher level officials and managers to subordinate personnel and, in some instances, directly supervising the activities of exempt and non-exempt personnel. Examples of these kinds of managers are: first-line managers; team managers; unit managers; operations and production managers; branch managers; administrative services managers; purchasing and transportation managers; storage and distribution managers; call center or customer service managers; technical support managers; and brand or product managers.

Fisher’s Exact Test. A statistical test that is designed to determine if adverse impact exists in employment decisions. The Fisher’s Exact test’s parameters may be changed in The Complete AAP’s Stats tab of the Options window found under the Utilities menu. Related page: Fishers Exact Test

Four-Fifths or 80% rule. Broad, general test that compares the selection rates of minorities to whites, and females to determine if a substantial disparity exists. If the selection rate or utilization of minorities/females is within 80% of the selection rate or utilization of whites/males, then the 80% Rule is passed. Related page: 80% Or Four-Fifths Rule

Gender. The Census Bureau recognizes two genders: male and female. Each employee must be identified as male or female in contractors’ AAPs.

Good Faith Efforts. This term refers to contractor’s efforts to make all aspects of its affirmative action plan work. Designing and implementing an effective affirmative action plan requires sustained attention. The contractor must analyze its employment and recruitment practices as they affect equal opportunity, identify problem areas, design and implement measures to address the problems, and monitor the effectiveness of its program, making adjustments as circumstances warrant.

Government Contract. Any agreement or modification thereof between any contracting agency and any person for the furnishing or supplies or services, or for the use of real or personal property, including lease arrangements. The term “services,” as used here, includes, but is not limited to, the following: utility, construction, transportation, research, insurance, and fund depository, regardless of whether the Government is the purchaser or seller. The term “Government Contract” does not include (a) agreements in which the parties stand in the relationship of employer and employee and (b) Federally assisted construction contracts. Related page: Federal Contract

Grid Edit. Grid Edit in the software refers to a data table that is displayed in a spreadsheet format. This the default setting for most data tables in The Complete AAP. Both the Grid Edit and the Single Record Edit are available in the Locations, Department, Job Groups, Jobs and Employees tables’ Tools options. Related pages: Department Grid Edit, Employee Grid Edit, Job Grid Edit, Job Group Grid Edit

Hire Date. The date the employee was hired.

Hispanic. A person of Cuban, Mexican, Puerto Rican, Central or South American, or other Spanish culture or origin, regardless of race.

Identifier. Within the context of The Complete AAP, an identifier is an alphanumeric code of up to 10 characters that helps distinguish one AAP from another in the Company or Open Plan icon lists.

Import. Moving information or data from one program to another electronically. Two types of data can be imported into The Complete AAP software: workforce (employment information) and adverse impact.

Internet Applicant. According to 41 CFR Part 60-1, an Internet Applicant is any individual to whom the following four criteria apply:

• The individual submits an expression of interest in employment through the Internet or related electronic data technologies;
• The contractor considers the individual for employment in a particular position;
• The individual’s expression of interest indicates the individual possesses the basic qualifications for the position; and,
• The individual at no point removes himself or herself from further consideration or otherwise indicates that he or she is no longer interested in the position.

Related page: Internet Applicant Guidelines

IPEDS. Integrated Postsecondary Education Data System. The primary source for data on colleges, universities, and technical and vocational postsecondary institutions in the United States

IPEDS Primary Occupational Activity Codes. The principal activity of a staff member as determined by the institution. If an individual participates in two or more activities, the primary activity is normally determined by the amount of time spent in each activity. Within the context of affirmative action, IPEDS Codes are the bases of job groups for public educational employers. Please visit http:nces.ed.gov/ipeds/ for a list of Primary Occupational Activity Codes.

JAAR Analysis. The Job Area Acceptance Range report compares the utilization of minorities and females in each department with the whole organization. This report is not required for an AAP however the OFCCP may run this report during their audit.

Job Code. Within the context of The Complete AAP, a job code is a unique code for each unique job name that contains up to 10 alphanumeric characters. A unique code for each unique job name and contains up to 10 alphanumeric characters.

Job Group. Within the context of affirmative action, a job group is a group of jobs within the same EEO category having similar content, salaries and opportunities. OFCCP regulations indicate that you may use EEO category titles if your organization contains fewer than 150 employees.

To further refine your job groups, you might begin by gathering a list of all your current jobs. Separate the jobs by their EEO categories then determine how many employees are in each EEO category. If the job group is large, you might consider splitting it out into more than one job group. For example, if you have a group of 160 employees in EEO category 2, you might take a closer look at the job titles within that EEO category. Determine which jobs have similar wages, responsibilities and opportunities for advancement. Determine too if you would recruit differently for the jobs.

Consider Engineers; an Engineering Professional would not have similar wages, responsibilities and opportunities for advancement as an Accounting Professional, and one would typically recruit differently for the jobs. This consideration would allow us to break the Professionals category into two groups: Engineering Professionals and Accounting Professionals. Related pages: Creating Job Groups, EEO Categories

Job Group Code. Within the context of The Complete AAP, a job group code is a unique code for each unique job group name. Job group codes should contain no more than 10 alphanumeric characters.

Job Name/Title. Title of position held by individual employees. By regulation, the Organizational Display and Job Group Analysis must display job names.

Laborers and Helpers (formerly Laborers (Unskilled)). Jobs in this category include workers with more limited skills who require only brief training to perform tasks that require little or no independent judgment. Examples include: production and construction worker helpers; vehicle and equipment cleaners; laborers; freight, stock and material movers; service station attendants; construction laborers; refuse and recyclable materials collectors; septic tank servicers; and sewer pipe cleaners.

Location. Within the context of The Complete AAP, the location field in the Employees table indicates the physical site where employee works. The locations are listed in the Locations icon table.

Location Code. Within the context of The Complete AAP, a location code is a unique code that identifies a location. This field may contain up to 10 alphanumeric characters.

Minorities. For affirmative action purposes, the six non-white and non-favored racial/ethnic categories : Persons of the minority groups Black or African American, Hispanic or Latino, Asian, American Indian or Alaskan Native, Native Hawaiian or Pacific Islander, or Two or More Races.

MSA. A Census Bureau-defined urbanized area of at least 50,000 inhabitants.

Native Hawaiian or Pacific Islander. A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.

OFCCP. Office of Federal Contract Compliance Programs. The government agency under the Federal Department of Labor that is charged with enforcing the affirmative action regulations.

Operatives (formerly Operatives (Semi-skilled)). Most jobs in this category include intermediate skilled occupations and include workers who operate machines or factory-related processing equipment. Most of these occupations do not usually require more than several months of training. Examples include: textile machine operators; laundry and dry cleaning workers; photographic process workers; weaving machine operators; electrical and electronic equipment assemblers; semiconductor processors; testers, graders and sorters; bakers; and butchers and other meat, poultry and fish processing workers. This category also includes occupations of generally intermediate skill levels that are concerned with operating and controlling equipment to facilitate the movement of people or materials, such as: bridge and lock tenders; truck, bus or taxi drivers; industrial truck and tractor (forklift) operators; parking lot attendants; sailors; conveyor operators; and hand packers and packagers.

Plan. Within the context of The Complete AAP, a Plan refers to an AAP for one location.

Plan Code. A unique code that identifies an AAP in The Complete AAP software. A Plan Code may contain up to 10 alphanumeric characters.

Plan Dates. A Contractor’s first AAP must be completed within 120 days of the original covered contract date. AAP dates should reflect the upcoming year (i.e. if your AAP is on a calendar year, the AAP dates should be January 1, 2015 through December 31, 2015). AAP dates can be changed, but Contractors should not wait longer than 1 year to update their AAP. Within the context of The Complete AAP, AAP dates are referred to as Plan Dates.

Plan Name. Within the context of The Complete AAP, a plan name is a unique name for an AAP. A plan name may contain up to 150 alphanumeric characters.

PMSA Primary Metropolitan Statistical Area. PMSAs are one or more large urbanized counties that have strong social and economic ties to neighboring communities except in New England where they are composed of cities and towns.

Professionals. Most jobs in this category require bachelor and graduate degrees, and/or professional certification. In some instances, comparable experience may establish a person’s qualifications. Examples of these kinds of positions include: accountants and auditors; airplane pilots and flight engineers; architects; artists; chemists; computer programmers; designers; dieticians; editors; engineers; lawyers; librarians; mathematical scientists; natural scientists; registered nurses; physical scientists; physicians and surgeons; social scientists; teachers; and surveyors.

Promotable. Minorities and women who are qualified and eligible for promotion based upon valid selection criteria. In the context of developing data for availability, those employees who are currently employed in a job group or groups that serve or could serve as a source from which selections are or could be made for other job groups.

Promotions From. This category includes promotions within a job group as well as promotions from one job group to another. These promotions appear in the Adverse Impact Report. Example of Promotion Within: Admin Assist I in Job Group 5A is promoted to Admin Assist II in Job Group 5A.

Promotions To. These promotions record movement into a job group. These promotions appear in the Goals Progress Report. Example of Promotion To: Plant Manager in Job Group 1B (EEO 1.2) is promoted to VP of Production in Job Group 1A (EEO 1.1). This promotion is actually shown in two places, once in Promotions From and once in Promotions To.

Race/Ethnicity. Each employee in an AAP must be identified as one of the following race or ethnic categories as recognized by the OFCCP. Related page: Race and Ethnicity Definitions

Recruitment Area. The area from which the contractor usually seeks workers for a particular job group.

Recruitment Factors. Methods of recruiting applicants for open positions. OFCCP requires that you consider two factors: external and internal recruitment. The Complete AAP software breaks these two down to six factors: local, non-local, training institutions, promotable and transferable, trainable, and user defined. Related pages: Factors 1a and 1b, Factor 1c, Factor 2a, Factor 2b, Factor 3

Salary Basis. Within the context of The Complete AAP Salary Basis indicates the frequency of employees’ Base Salary. The choices include: hourly, weekly, semi-monthly, bi-weekly, monthly or annually.

Salary Code. Within the context of The Complete AAP Salary Code is a unique alphanumeric code that can be up to 10 alphanumeric characters in length.

Sales Workers. These jobs include non-managerial activities that wholly and primarily involve direct sales. Examples of these types of positions include: advertising sales agents; insurance sales agents; real estate brokers and sales agents; wholesale sales representatives; securities, commodities, and financial services sales agents; telemarketers; demonstrators; retail salespersons; counter and rental clerks; and cashiers.

Service Workers. Jobs in this category include food service, cleaning service, personal service, and protective service activities. Skill may be acquired through formal training, job-related training or direct experience. Examples of food service positions include: cooks; bartenders; and other food service workers. Examples of personal service positions include: medical assistants and other healthcare support occupations; hairdressers; ushers; and transportation attendants. Examples of cleaning service positions include: cleaners; janitors; and porters. Examples of protective service positions include: transit and railroad police and fire fighters; guards; private detectives and investigators.

Single Record Edit. Single Record Edit displays details for only one record of a group as opposed to the Grid Edit’s multi-record view. Both the Grid Edit and the Single Record Edit are available in the Locations, Department, Job Groups, Jobs and Employees tables’ Tools options. Related pages: Department Single Record Edit, Employee Single Record Edit, Job Single Record Edit, Job Group Edit, Locations Single Record Edit

Snapshot. Refers to a count of all individuals employed as of the first day of the AAP year and not a count of all individuals employed within a date range.

SSEG. Formed for the purpose of conducting a compensation analysis, Similarly Situated Employee Groups consist of employees that have similar job duties and responsibilities and occupy positions that require similar skills and qualifications.

Standard Deviation. A statistical measure used to describe the probability that differences between similarly situated groups (such as in selection rates, wages, etc.) occurred by chance. In simple terms, a standard deviation shows how much variation there is from the norm or “mean”.

Supervisor ID. Within the context of The Complete AAP supervisor ID refers to the employee ID of a supervisor. This ID is used by the program to determine department managers, to count employees in their managers’ AAPs (Pro version), and to annotate employees as required by OFCCP regulations.

Technicians. Jobs in this category include activities that require applied scientific skills, usually obtained by postsecondary education of varying lengths, depending on the particular occupation, recognizing that in some instances additional training, certification, or comparable experience is required. Examples of these types of positions include: drafters; emergency medical technicians; chemical technicians; and broadcast and sound engineering technicians. Total Salary. The total of salary of the employee for the 12 month period prior to the beginning of the new plan year. Includes all compensation, such as base salary, overtime, and bonuses. Two or More Races. All persons who identify with more than one of five races: White, Black or African American, Native Hawaiian or Other Pacific Islander, Asian, or American Indian, or Alaska Native. Note that a Hispanic or Latino person cannot by definition be included in the Two or more race category.

Total Salary. Total salary refers to the salary of an employee for the 12 month period prior to the beginning of the new AAP year that includes all compensation, such as base salary, overtime, and bonuses.

Two Standard Deviations Test. The 2 Standard Deviation Analysis is commonly used to analyze selection rates for groups of all sizes, and it usually results in a lower showing of under representation than the Four-Fifths Rule. See also Standard Deviation. Related page: Two Standard Deviations

User Defined Date. Used for Multiple Regression reporting, a user-defined date is a field in the Employees data table. Up to 2 additional dates beyond Hire Date may brought in as user defined date fields in the compensation Multiple Regression Test. Examples include: date of last increase, rehire date, date of last promotion, etc.

User Defined Number. Used for salary regression reporting, a user defined number is a field in the Employees data table. Up to three user-defined numeric fields maybe used in the compensation Multiple Regression Test. Examples include: experience, annual review rating, education, etc.

White. A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.

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