OutSolve’s core service has always been to provide comprehensive Affirmative Action Plan development and support. Our all-inclusive plan provides detailed plans for Women/Minorities, Protected Veterans and Individuals with a Disability in addition to:
For those who need assistance getting started, in addition to your basic affirmative action compliance services, OutSolve can provide a full regulatory checklist review to include the following:
Expanded reporting is available through OutSolve’s online dashboard, in addition to a graphical report package which can be added to any client Affirmative Action Plan or used as management reporting. These new reports add color and act as an excellent visual aid for training and sharing.
Many individual states require Affirmative Action Plans and/or EEO-1 style reports to qualify for a contract. OutSolve can assist in the preparation and support of these state level affirmative action planning requirements.
OutSolve will prepare these required reports annually. This includes the creation of the appropriate text files, upload/delivery to the corresponding agency and confirmation of acceptance. Upon completion, each client will receive access and/or copies of the completed reports.
OutSolve will prepare these required reports annually. This includes the creation of the appropriate text files, upload/delivery to the corresponding agency and confirmation of acceptance. Upon completion, each client will receive access and/or copies of the completed reports.
California’s SB 973 represents the basic definitions and contents of EEOC’s component 2 pay and hours worked report. For example, a private employer with at least 100 employees and who is required to report to an annual “Employer Information Report” (EEO-1 Component 1) under federal law will be required to submit a pay data report of their workforce akin to Component 2 for the prior calendar year referred to as the “Reporting Year”. Therefore, for the March 31, 2021 submission, employers will use an employee workforce snapshot from a single payroll period between October 1, 2020 and December 31, 2020, i.e. the Reporting Year.
The report has two sections, pay data and hours worked. Each section will include the number of employees by race, ethnicity, and sex for each of the current 10 job categories that are identical to the Component 2 report: 1A. Executive or senior-level officials and managers, 1B. First or mid-level officials and managers, 2. Professionals, 3 Technicians, 4. Sales workers, 5. Administrative support workers, 6. Craft workers, 7. Operatives, 8. Laborers and helpers, and 9. Service workers.
The pay data section of the report will include the number of employees by race, ethnicity, and sex broken down by the same pay bands used in the EEOC’s EEO-1 Component 2 report. The employee’s W2 total wages will be used to determine which pay band to include the employee. The hours worked section will require the total number of hours worked for each employee that is included in the employee workforce snapshot during the Reporting Year.
OutSolve will post the report in the required format to the department identified by March 31, 2021. The client will be required to have the necessary data to OutSolve at least 30 days before the March 31, 2021 deadline.
Haven’t prepared your 2021 plans?
In addition to the annual Disparity Analyses and Progress Toward Goals report included in the standard agreement, OutSolve can prepare Disparity Analyses and Progress Toward Goals report on a midyear or quarterly basis.
OutSolve offers mock-audit solutions that allow our clients the ability to evaluate the compliance readiness of their organization. These services range from basic checklist reviews to full OFCCP style on-site reviews with facility inspection, record-keeping reviews and written summaries of potential risks and areas for improvement.
OutSolve will provide an automated approach to includes employee contact via email that point to a specific Voluntary Self-ID portal. The purpose of the Voluntary Self-ID portal is to allow employees to enter current veteran and disabled status with minimal
effort. Client will be provided with a custom domain name to access their own Voluntary Self-ID portal. The portal will consist of a login page, data entry page, and a thank you page, all branded with client’s logo. In the event of a failed login attempt, a contact page will also be displayed.
OutSolve’s senior consultants support our clients with advanced statistical analyses that go beyond the basics of affirmative action plan requirements and into creating transparency for the entire hiring, retention and termination process. While basic analyses seeking overall results in hiring and promotions will fulfill the affirmative action plan, delving deeper into the selection processes is what will really provide insight into where the hidden issues lay and what human element needs to change to reduce risk associated with class suits or an OFCCP audit. Using statistical tools our consultants can analyze hiring data, promotional tiers, develop reduction in force (RIF) analyses and utilize other methods found in the Uniform Guidelines for Employee Selection Procedures (UGESP).
OutSolve offers expert staff to support external salary surveys using advanced survey tools to produce relevant market salary data. OutSolve works with clients to ensure accuracy by taking into consideration job descriptions and variables such as industry, geographical location, size of the company, and years of experience for all types of unique job titles.
OutSolve’s compensation team works with our clients to identify a strategy for pay equity analyses to meet compliance requirements for both state and federal agencies. OutSolve will perform legally-defensible and comprehensive compensation analyses using statistical techniques that adhere to ethical and professional standards. Analyses include both statistical multiple regression models as well as other tests and cohort reviews. Additionally, OutSolve can assist with post-estimations and pay change implementation strategy.
As part of the annual plan development process, and at the client’s request, OutSolve will prepare an average salary comparison by job title similar to what is commonly called the OFCCP Trigger Test for each AAP location. Additionally, if the client receives an OFCCP scheduling letter, OutSolve will provide the data file necessary to respond to item #19 of the Itemized listing.
As an extension of your affirmation plan, or as part of your corporate efforts, OutSolve's Diversity, Equity & Inclusion MIRROR service is the ideal solution for implementing a manageable DE&I program. This service includes working with an OutSolve diversity expert who will guide you through establishing a DE&I action plan that focuses on areas that give you the greatest impact. You'll walk away with a clear understanding of your company's current diversity story, and a defined, actionable blueprint for meeting your diversity and inclusion objectives.
OutSolve's Diversity, Equity & Inclusion MIRROR services include:
OutSolve's DE&I Education Topics
For Leaders & Managers:OutSolve can be available for on-site consulting/training for an additional charge plus reasonable travel expenses.
OutSolve offers comprehensive desk audit support at no additional charge. While our plan development process utilizes efforts to minimize unnecessary exposure, we realize that skilled audit support is the key to compliance. Anytime a scheduling letter is received, our audit support escalation plan will go into effect. This begins with receipt of an audit letter (or CSAL/warning letter) and ends with an audit closure letter. Our escalation plan works as follows:
This information will be presented along with a copy of the AAP statistics and narrative according to the itemized listing presented by the OFCCP. Additionally, OutSolve is happy to work directly with the OFCCP to resolve any concerns in an effort to assist our clients in the completion of an audit.
Affirmative Action
Affirmative Action for Managers - Our AAP eLearning course helps to train your managers and supervisors on how to meet the requirements of Executive Order 11246, as amended, The Vietnam Era Veteran Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, as amended.
Affirmative Action for Recruiters - The Affirmative Action training for Recruiters e-Learning course will ensure your recruiters are consistently trained and aware of their role in AA/EEO compliance including adhering to applicant definition, placement goals, outreach efforts, and record keeping.
Preventing Sexual Harassment & Discrimination
Diversity & Inclusion
Data Privacy & Security
Custom Courses (With links for details)
Broadbean, the global, market-leading job posting system, enables companies to instantly distribute postings to thousands of state, local, and specialty job boards. In partnership with OutSolve, this collaboration further meets our commitment to offer federal contractors the convenience of having one vendor meet their AA/EEO compliance needs. Together, Broadbean and OutSolve will help federal contractors optimize their compliance initiatives through rich features that include:
