Do You Know Your AAP Score?

As your AAP year begins to wind down do you know your AAP score?  Does your management team know the facility AAP score?  Hopefully, you've been actively involved in tracking all of the key personnel activity throughout the AAP year.  Each individual applicant, hire, promotion, demotion, transfer, job posting, job vacancy, suspension, disciplinary action, compensation action, and, termination statistically become part of your AAP Scorecard.  The sum of all these personnel activities when comparing the protected groups vs the non-protected groups determine the final analysis of Impact Ratios and Standard Deviations.  Impact Ratios below .80 with Standard Deviations of 2.0 or higher are statistical indicators that Systemic Discrimination may be occurring unlikely by chance.  This is definitely something the OFCCP would most likely require much detailed information be provided for and most likely would schedule and an onsite visit for further investigation.  A good self audit system is a good way to be aware of early on in being alerted to these type trends.  This gives you the opportunity to address potential problem areas as they begin to develop and manage them in a positive direction.  Making "Good Faith" to address problem areas is what the OFCCP expects to see you doing.  It's critical to account for and measure all the "Good Faith" efforts being accomplished in your location.  This will clearly demonstrate to the OFCCP that your are in fact in charge and effectively managing your locations Affirmative Action Plan.