Use this screen to establish your affirmative action plans. You can define the affirmative action plan ID, along with a description and the start and end dates of the plan. Affirmative Action plan codes are assigned to employee records, if applicable, on the HR Info tab of the Manage Employee Salary Information screen.
Set up this screen as part of your Costpoint Human Resources initialization.
To set up an affirmative action plan, do the following:
Establish job group codes in the Manage Job Groups screen.
On this screen (Manage Affirmative Action Plans), define the Affirmative Action Plan Code.
In the Coverage Dates group box, enter the Start Date and End Date of the plan.
Fill in the rest of the main screen.
Use the Assign Labor Locations subtask to link labor locations to a specific affirmative action plan. You can link many labor locations to the same plan. You must first assign employees to a detail job title and labor location on the Manage Employee Salary Information screen, and you must link the labor locations to an affirmative action plan before you run any affirmative action plan reports.
Use the Weighted Percentages subtask to establish weighting factor percentages that are used in relation to a specific EEO code or Job Group code. These factor weights are required and determine the percentage of minorities and women available for employment in the Job Group or EEO code group. These factor weights are used by the Print Availability/Utilization Report screen. Employers are given discretion in assigning a weight to each factor based on its significance in furnishing employees for each Equal Employment Opportunity (EEO) code or Job Group code level.
Use the Manage Applicant Data screen to enter gender and race information for applicants applying for positions in your company between the plan's coverage Start Date and End Date.
Enter a code to identify the affirmative action plan. Each plan code must be unique.
Enter a code to describe the affirmative action plan code.
Enter, or click 
to select, the employee ID of the certifying officer for the affirmative action plan. The certifying officer is a designated individual within a contractor's organization who is assigned responsibility and accountability to ensure effective implementation of the affirmative action plan.
Enter, or click to select, an affirmative action plan that will serve as a link between the current affirmative action plan and the previous plan. You can use this to compare the plan analysis against the previous plan's goals. You must have previously established an affirmative action plan in this screen. After you populate this field, the Start Date and End Date fields in the Dates Used for Analysis group box default with the previous plan's Start Date and End Date.
Use this group box to enter the plan's coverage start and end dates. These dates can overlap other coverage dates for the Affirmative Action Plan.
Enter, or click 
to select, the start date for this affirmative action plan. The date format is "MM/DD/YYYY."
Enter, or click to select, the end date for this affirmative action plan in this required field. The date format is "MM/DD/YYYY." When you populate the coverage Start Date field, the coverage End Date defaults as the Start Date + 364 days. You can change this date.
This group box displays the Start Date and End Date of the Previous Affirmative Action Plan for comparing the current plan analysis against the previous plan's goals, as well as reporting criteria.
This non-editable field displays the start date on which the Previous Affirmative Action Plan began coverage.
This non-editable field displays the end date on which the Previous Affirmative Action Plan ended coverage.
Use this group box to specify the method to be used to group functional job titles. Functional job titles are established in Costpoint Compensation. Select one of two options.
Select this option to use job groups to analyze Affirmative Action data. If you select this option and you established job group information (in the Affirmative Action Controls menu), then it will be used to group employees in the Affirmative Action reporting applications.
Select this option if EEO codes should be used to analyze your Affirmative Action data. If you select this option and EEO code information is established (in the Affirmative Action Controls menu), then it is used to group employees in the Affirmative Action reporting applications. This option is the default selection when you first open this screen.
If you change the method in this group box and either the Weighted Percentages subtask or the Manage Applicant Data screen contain data, Costpoint will warn you that the data in Weighted Percentages subtask or the Manage Applicant Data screen will be deleted.
If you continue, all data in Weighted Percentages subtask or the Manage Applicant Data screen will be deleted. In addition, any changes you make to the data will be invalid if you change the Job Grouping Method. If you choose not to continue, the option is reset to its original value.
Use this group box to specify the method that will be used to track applicant data on the Manage Applicant Data screen. Select one of two options:
Select this option if applicant data should be entered by job group or EEO code. If you select this option, the first column on the Manage Applicant Data screen displays as either Job Group or EEO Code, depending on the option selected in the Job Grouping Method group box.
Select this option if applicant data should be entered by functional job title. If you select this option, the first column on the Manage Applicant Data screen displays as Functional Job Title.
If you change the option selection in this group box and data exists on the Manage Applicant Data, the system displays the following warning message: "Warning: Changing this setting will cause data in the applicant data table to be deleted. Do you wish to continue?" Select Yes to delete all existing data on the Manage Applicant Data screen. If you select No, you return to the main screen without any changes.
From the drop-down list, select the method to determine whether minorities and women are underutilized in your organization under this plan. Valid options are:
Whole Person — Select this option if underutilization should be declared when availability exceeds employment by at least one whole person.
80% Rule — Select this option if underutilization should be declared when employment percent is less than 80 percent of the availability percent.
Significant Difference — Select this option if a difference of two standard deviations between availability and employment should determine underutilization.
Any Difference — Select this option if underutilization of minorities/females should be declared when availability exceeds employment.
Use this file to specify the source file of the affirmative action plan document that you want to view. You can directly enter a full path that specifies the location for the data file.
Use the Browse button to select the path and filename of the affirmative action plan document that you want to view.
Click the Open File button to launch and edit your affirmative action plan documents.
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Subtask |
Description |
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Assign Labor Locations |
Select this link to open the Assign Labor Locations subtask for the current record. |
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Weighted Percentages |
Select this link to open the Weighted Percentages Setup subtask for the current record. |
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Applicant Data |
The Applicant Data subtask is disabled. Please use the Manage Applicant Data screen. |