An Applicant Tracking System (ATS) not only finds your organization the best applicant out of a large candidate pool, but also can ensure accurate record keeping and compliance, especially for federal contractors. The Office of Federal Contract Compliance Programs (OFCCP) was put in place to assess the effectiveness of federal contractor’s Affirmative Action Program (AAP). It’s important to have an ATS that’s built with your compliance needs in mind as federal regulations are constantly changing or updating.
As race, gender, disability, and veteran unemployment rates remain high, the OFCCP has made it their priority to end discrimination over minority groups during the recruiting process. Many federal contractors main challenge is remaining compliant as the OFCCP makes policy changes. Recruiting software can keep up with changing compliance regulations and assist with recruiting record keeping to help those HR leaders that wear multiple hats. 94% of HR leaders say their ATS or recruiting software has positively impacted their hiring processes by creating compliance and delivering a specialized skill-set. (Source)
BirdDogHR would like to share our gratitude to all that have served in our military. In honor of Veterans Day, we praise you all for the sacrifices made every day for our country.
Connecting companies that want to hire veterans with this highly skilled talent pool is a recruiting strategy that we can help with. BirdDogHR offers easy access to veterans looking for work while simultaneously helping organizations meet OFCCP veteran recruitment outreach regulations.
Prominent leadership and loyalty are characteristics showcased by veterans. In order to reach those skill sets the BirdDogHR ATS offers enhanced job distribution to veteran-focused job boards. Our job distribution is available with RecruitMilitary, Military Pipeline and ArmedServicesJobs job boards that have a main focus on helping veterans re-enter the workplace.
Happy Veterans Day from BirdDogHR and thank you for your service and sacrifice. You are the definition of the American Hero.
The OFCCP has posted a new Sample Affirmative Action Programs Web page that contractors subject to Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) may find useful. The new page contains sample transition year Section 503 and VEVRAA AAPs that show how a contractor might satisfy the regulatory AAP requirements in its initial year. The sample AAPs are for illustrative and technical assistance purposes only and do not represent the only appropriate or acceptable AAP format. The OFCCP will soon also post sample four-year Section 503 and VEVRAA AAPs that show how a contractor might develop Section 503 and VEVRAA AAPs containing three years of applicant and hiring data.
A sample Executive Order 11246 AAP is also on the new Web page.
The Sample Affirmative Action Programs Web page can be found on the OFCCP web page at http://www.dol.gov/ofccp/regs/compliance/AAPs/AAPs.htm
BirdDogHR is committed to keeping the human resources community up to date with OFCCP requirements. This is just one way that we help our federal contractor customers stay on top of recruiting regulatory compliance requirements.
In our last two posts, we examined key actions taken by the OFCCP in 2014 through the lens of President Obama’s ambitious agenda. While some OFCCP actions have reflected Mr. Obama’s priorities, others have actually resulted directly from Executive Orders. Between the OFCCP’s actions, Mr. Obama’s Executive Orders and statements of his priorities, what can we project for the federal contractor community in 2015 and beyond?
Based on the President’s and the OFCCP’s focus on veterans and individuals with disabilities (particularly regarding utilizations goals and hiring benchmarks and the new, more detailed requirements in the Scheduling Letter’s Itemized Listing) we can expect in 2015 and beyond to see greater focus during compliance evaluations on recruiting and outreach efforts. If you are a federal contractor, this focus will either compel you to step up data collection and retention with respect to outreach, recruiting and hiring of protected veterans and Individuals with Disabilities (IWD’s) or yourself vulnerable during Compliance Evaluations. You will need to be equally vigilant about documenting the reasons for any hiring decisions with respect to protected veterans and Individuals with Disabilities.
In Part I of this post we examined the close connection between the OFCCP’s focus on pay equity and the hiring of veterans and individuals with disabilities (IWD’s) in 2014 and President Obama’s agenda. We continue here by comparing the President’s agenda and actions regarding LGBT workers and other, more general workers’rights issues with those of the OFCCP during 2014.
I. LGBT Workers:
A. President Obama: The President has made clear his intentions to ensure that anti-discrimination laws include bans on discrimination based on sexual orientation and gender identity. In 2014 he issued an Executive Order amending E.O. 11478, thereby banning discrimination in the military based on sexual orientation and gender identity. The President openly supports the passage of the Employment Nondiscrimination Act (ENDA), which has passed in the Senate but has not yet passed in the House. Apparently frustrated with Congress’ lack of progress, on July 31, 2014, President Obama issued Executive Order 13672, which amends Executive Order 11246 to prohibit sexual orientation and gender identity discrimination.
A federal government agency is essentially an arm of the President. Not only is the OFCCP no exception, it might even be the leading indicator. Let’s take a look, issue by issue, first at some of the President’s goals and actions, then at the OFCCP’s actions and goals.