Really, Really, Need Help Bad!!!!!!!!!!!!!!
Ethel
194 Posts
Have to have an Affirmative Action Plan up and running within 60 days. (One of our corp. officers signed a contract with a large company, which stated that if we didn't have one we had 90 days to get one -- it was signed a month ago.) What is the best way to proceed? I have Zero knowledge on this subject.
Comments
There are software packages as well as consultants who do this. This is not one of those projects you would want to do yourself and learn as you go. The software is probably cheaper than a consultant. Do an Internet search and start your research. My last AAP plan filled a 3 inch binder!
Good luck!
BTW - my condolences.
If I had a corp officer make this decision without my input I would be RAISING HELL! Why don't you tell them you decided they have to become ISO 500,000 certified in 90 days.
I bet this is not the only issue you've run into. Follow the others advice and good luck, I feel for you.
At the present time, we are not accepting unsolicited resumes. Can you do that after you have an active affirmative action plan?
I have written AAP's for about 15 years but has been over 10 years and also gone through an OFCCP Audit before and it isn't fun. Not hard, once you get it done. However, the hard part is getting managers to "follow the rules" with applications, interviews and paperwork. (I have never considered resumes in my counts, only completed applications, whether solicited or not.)
E Wart
[email]ewarthen@newcombspring.com[/email]
You can however define who you consider an applicant. For us it is anyone who applies for an open position for which we are actively recruiting. Once a position is filled if I recieve a resume-they are not considered an applicant.
You do have to count resumes and applications as applicants.
However, if you allow people to fill out applications when you don't have positions open, you need to count them.