Affirmative Action Plan Goals

Summary

• Under Executive Order 11246, federal contractors and subcontractors with 50 or more employees who have entered into at least one contract of $10,000 or more with the federal government must prepare and maintain a written affirmative action program, which must be developed within 120 days from the commencement of the contract and must be updated annually. The program should cover recruitment, hiring and promotion of women and minorities.
• Section 503 of the Rehabilitation Act of 1973 requires contractors with contracts over $10,000 to take affirmative action to employ qualified individuals with disabilities.
• The Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA) 41 CFR 60-300, as amended by the Jobs for Veterans Act, requires contractors to take affirmative action to employ and advance in employment veterans with service-connected disabilities, recently separated veterans and other protected veterans.
• As a government contractor, Wright State University is required to take “affirmative action” to recruit females and minorities, veterans and individuals with disabilities. 
• Making good faith efforts to execute the affirmative action plan. Having and abiding by an equal employment opportunity policy.
• Analyzing applicant flow, hires, roster, terminations, promotions, and transfers to determine if there is a negative impact against women and minorities, veterans and individuals with disabilities conducted on an annual basis.

How goals are established

• Goals are established using Occupational Codes from the NORC higher education data survey and the percentage of promotable, trainable and transferable individuals in a particular location workforce. When an IPEDS category consists of several titles, a composite availability is calculated if appropriate. Where underutilization is identified, goals must be set to equal the availability.
• Within each AAP plan, recruitment areas are defined by IPEDS category. For example: an IPEDS category of management occupations might be recruited from the State of Ohio while and IPEDS category of administrative workers would be recruited from the city of Beavercreek.

Hiring manager responsibility

• As hiring managers recruit and source for top talent, review the AAP goals before beginning your search. 
• Hiring managers that would like assistance to broaden their applicant pool or have questions regarding the AAP goals may contact OEI.

Placement goals summary