Understanding Your Reports

Additional information about each of the reports is included in ((UnderstandingYourReports Understanding Your Reports links)) within the short explanations below.

Required Reports

The reports in this section are required to be included in your affirmative action plan.

((AdverseImpactUnderstanding Adverse Impact Report))

 Displays the applicant, hiring, promotions to and termination data as well as shows if there is adverse impact for those activities based on the chosen calculation method.

Annual Goals Report

 This report displays the placement goals of each job group that is underutilized in females and/or minorities.  The placement goal is equal to the total availability percentage calculated on the Availability Analysis Report.

Availability~/Utilization Report

 ((AvailabilityAnalysisUnderstanding Availability Analysis)) - The Availability Analysis report analyzes your workforce by matching the current percentage of minorities and females you have in the jobs that make up each job group to the percentage of minorities and females that are available in the labor market you use to fill those jobs.  The top of the reports shows the name of the job group, and the total number of total employees, females, and minorities that constitute the job group.  To determine minority and female availability, the OFCCP has developed two main factors that you see listed in the middle of the report. 

 Utilization Summary - This report is a summarization of each job group giving the total number of employees, minorities, and females, the number of minorities and females each job group is under utilized, and the percentages of availability and underutilization.

((GoalsProgress Goals Progress Report))

 The Goals Progress Report shows each job group’s actual hire and promotion percentage rates for females and minorities during the previous plan year and the placement rate goal set at the beginning of the previous plan year.

Job Group Analysis

 The Job Group Analysis report lists all jobs in each job group by race and sex, and shows the total number of males, females and minorities for each job and job group.  Employees from other facilities that were included in the report are noted.  The Annotations report following the Job Group Analysis lists the total number of males, females, whites and minorities in each job and job group who work at your facility but report to or are hired through another facility and who work at other facilities but report to or are hired through yours.  These employees should be included in the plan for the facility they report to or are hired through. 

 Job Group Annotations - The Annotations report following the Job Group Analysis lists the total number of males, females, whites and minorities in each job and job group who work at your facility but report to or are hired through another facility and who work at other facilities but report to or are hired through yours.  These employees should be included in the plan for the facility they report to or are hired through. 

Narrative Text

 The narrative portion of your plan describes the structure and policies backing your affirmative action program. Review the narrative to ensure it accurately reflects your affirmative action program.  The Current Program Year Analysis section provides a general analysis of the problem areas by job group.  References are made to your recruiting patterns and selection rates for hires, promotions and terminations.  The Action Oriented Programs section lists the good-faith efforts your organization will take to achieve the established goals and eliminate underutilization and adverse impact.  You are encouraged to add to this section by listing specific reasons why you feel there is underutilization or adverse impact that may exist in any of your job groups; and by listing specific action plans you will take during the plan year that will aim to address the issues. 

Organizational Display

 The Organizational Display is a detailed presentation of your company’s organizational structure. It identifies each organizational unit and shows the relationship to other organizational units.  An organizational unit is any component part of a government contractor’s corporate structure. It might be a department, division, section, branch, group, project team, job family, or similar component. This includes an umbrella unit (such as a department) that contains a number of subordinate units, and it separately includes each of the subordinate units (such as sections or branches).

 For each organizational unit, the organizational display includes the following:

  1.	The name of the unit;
  2.	The job title, gender, race, and ethnicity of the unit supervisor(s) (if the unit has a supervisor);
  3.	The total number of male and female incumbents; and 
  4.	The total number of male and female incumbents in each of the separate minority groups.

Workforce Analysis

 The Workforce Analysis report lists all jobs in each department by salary range (lowest to highest), race, and sex.  This report also shows the total number of males, females and minorities for each job and department.  Employees from other facilities that were included in the report are noted.  

 Workforce Analysis Annotations - The Annotations report following the Workforce Analysis lists the total number of males, females, whites and minorities in each job and department who work at your facility but report to or are hired through another facility and who work at other facilities but report to or are hired through yours.  These employees should be included in the plan for the facility they report to or are hired through.

Optional Reports

Including these reports in your affirmative action plan is not required.

Salary Reports Compensation analysis reports are preliminary analyses designed to expose possible compensation issues, but are not indicative of illegal wage discrimination.

 ((SalaryAnalysisUnderstanding Salary Analysis)) -  The Salary Analysis reports consist of a comparison of average and median pay of females to males and whites to minorities within each job title.   

 ((SalaryRegressionUnderstanding Salary Regression Analysis)) - The Salary Regression Analysis by job title is the best indicator of whether a difference in pay between males and females or between whites and minorities is statistically significant.  This report includes factors, such as seniority, work performance, related experience, etc., that may explain pay differences.  

 ((SalarySummaryUnderstanding Salary Summary)) - The Salary Summary report lists the total compensation by race and gender for each job title.  This report may be submitted to OFCCP to satisfy their initial request for compensation data in the audit letter.  

 ((TippingPointUnderstanding Tipping Point Test)) - The Tipping Point is a preliminary test that has been used by some OFCCP offices during a Desk Audit to determine if there are significant salary disparities that warrant further investigation.

 ((SalaryCodeTable Salary Code Table)) - The Salary Code Table lists the Salary Codes and associated Salary Ranges.

Support Data Lists of the following plan data can be printed as support data for your AAP:

 Employees

 Departments

 Jobs

 Job Groups

 Locations

Other Reports Additional Reports created by the Complete AAP:

 Executive Summary - Summarizes key points from your finished affirmative action plan in an easy to understand format, which is ideal for presenting to chief executives & department managers.