SAMPLE AAP Page - 1 

SAMPLE AFFIRMATIVE ACTION PROGRAM (AAP) 

The following sample AAP is for illustrative purposes only and does not represent the 

only styles and formats that meet regulatory requirements. While this sample has 

been constructed around a company with less than 150 employees, thereby allowing 

the AAP job groups to be formulated according to OFCCP occupational categories as 

authorized by 41 CFR 60-2.12(e)1, it may be used as a guide for larger employers. 

When preparing an AAP, it should be customized to reflect an employer’s 

organizational structure, policies, practices, programs, and data. Usually a 

separate AAP is required for each establishment. In appropriate circumstances, 

an establishment may include several facilities located at two or more sites if the 

facilities are in the same labor market or recruiting area. 

In addition to the records an employer is required to compile and maintain to 

support the AAP [41 CFR 60-1.12 and 60-2.17(d)], the employer should also keep 

materials evidencing its affirmative action efforts. This may include items such as 

copies of collective bargaining agreements and other documents that indicate 

employment policies and practices; copies of letters sent to suppliers and vendors 

stating the EEO/affirmative action policy; copies of letters sent to recruitment 

sources and community organizations; and copies of contract language 

incorporating the regulatory EEO clause [41 CFR 60-1.4].

1 Employers may use the EEO-1 categories for this purpose. See footnote 2 for further discussion. 
SAMPLE AAP Page - 2 

FEDERAL CONTRACTOR, INC. (FCI) 

EXECUTIVE ORDER 11246 

SAMPLE AFFIRMATIVE ACTION PROGRAM 

Title 41 CFR Section 

Organizational Profile 60-2.11 

Job Group Analysis 60-2.12 

Utilization Analysis 

Placement of Incumbents in Job Groups 60-2.13

Determining Availability 60-2.14 

Comparing Incumbency to Availability 60-2.15 

Placement Goals 60-2.16 

Additional Required Elements 60-2.17 

Designation of Responsibility for Implementation 60-2.17(a) 

Identification of Problem Areas 60-2.17(b) 

Action-Oriented Programs 60-2.17(c) 

Internal Audit and Reporting System 60-2.17(d) 

Support Data 60-2.17(b) and 60-3 

General Requirement (optional inclusion in AAP) 

Guidelines on Discrimination because of Religion or National Origin 60-50
SAMPLE AAP Page - 3 

Organizational Display 

The Organizational Display is a detailed chart of the contractor’s organizational 

structure. For each organizational unit, the display must indicate the following: 

• The name of the unit and the job title, race and gender of the unit supervisor 

• The total number of male and female incumbents and the total number of male and 

female incumbents in each of the following groups: Blacks, American Indians, Asians, 

Hispanics, and whites other than Hispanics2. 

Federal Contractor, Inc. (FCI)

Note that the organizational display shows each department, the race/sex of the 

supervisor(s) and employees within each department, and how all of the departments 

relate to each other. 

2 OFCCP's regulations regarding the race, ethnicity, and job categories to be used by contractors have not 

changed to reflect the new categories required for the EEO-1 Report. However, OFCCP will accept AAPs and 

supporting records that reflect the categories outlined in either 41 CFR Part 60-2 or the new EEO-1 Report. 

For more information, see OFCCP’s Directive at

http://www.dol.gov/ofccp/regs/compliance/directives/dirindex.htm

Sales/Cust Support 

Manager, WM 

Total: 36 

18WM, 1BM, 1AM, 1HM 

10WF, 2BF, 2AF, 1HF 

Design 

Manager, WM 

Total: 12 

2WM 

8WF, 1AF, 1HF 

Accounting – Billing 

Controller, AM 

Total: 12 

3WM, 1AM, 1HM 

5WF, 2BF 

Administration 

Gen Manager, WM 

Total: 6 

2WM, 1HM 

1WF, 1BF, 1AIF 

Installation 

Install Manager, WM 

Total: 74 

46WM, 7BM, 4AM, 1AIM, 8HM 

3WF, 2BF, 1AF, 2HF 
Workforce Analysis

SAMPLE AAP Page - 4 

DEPARTMENT/WORK UNIT: Administration MALES FEMALES 

Job Title Wage 

Rate 

EEO-1 

Category 

Job 

Group 

Total 

Employees Total White Black/AA Asian/PI American Indian/AN Hispanic Total White Black/AA Asian/PI American Indian/AN Hispanic 

General 

Manager S-A 1 1 1 1 1

Personnel 

Manager S-D 1 1 1 1 1

Executive 

Assistant S-J 5 5 1 1 1

Administrative 

Assistant H-8 5 5 1 1 1

File Clerk H-11 5 5 2 1 1 1 1

DEPARTMENT 

TOTAL 6 3 2 1 3 1 1 1
Workforce Analysis

SAMPLE AAP Page - 5 

DEPARTMENT/WORK UNIT: Accounting – Billing MALES FEMALES 

Job Title Wage 

Rate 

EEO-1 

Category 

Job 

Group 

Total 

Employees Total White Black/AA Asian/PI American Indian/AN Hispanic Total White Black/AA Asian/PI American Indian/AN Hispanic 

Controller S-C 1 1 1 1 1

Pricing-Billing 

Manager S-E 1 1 1 1 1

General 

Ledger 

Accountant 

S-F 2 2 1 1 1

Payroll 

Administrator S-H 2 2 1 1 1

Billing Clerk H-5 5 5 3 1 1 2 2

Material Pricing 

Clerk H-5 5 5 3 1 1 2 1 1

Administrative 

Assistant H-8 5 5 2 2 1 1

DEPARTMENT 

TOTAL 12 5 3 1 1 7 5 2
Workforce Analysis

SAMPLE AAP Page - 6 

DEPARTMENT/WORK UNIT: Accounting – Design MALES FEMALES 

Job Title Wage 

Rate 

EEO-1 

Category 

Job 

Group 

Total 

Employees Total White Black/AA Asian/PI American Indian/AN Hispanic Total White Black/AA Asian/PI American Indian/AN Hispanic 

Interior Design 

Manager S-E 1 1 1 1 1

Interior 

Designer S-M 2 2 2 2 1 1

Office Space 

Planner S-M 2 2 5 1 1 4 4

Administrative 

Assistant H-8 5 5 2 2 2

File Clerk H-11 5 5 2 2 1 1

DEPARTMENT 

TOTAL 12 2 2 10 8 1 1
Workforce Analysis

SAMPLE AAP Page - 7 

DEPARTMENT/WORK UNIT: Sales - Customer MALES FEMALES 

Job Title Wage 

Rate 

EEO-1 

Category 

Job 

Group 

Total 

Employees Total White Black/AA Asian/PI American Indian/AN Hispanic Total White Black/AA Asian/PI American Indian/AN Hispanic 

Customer 

Support 

Manager 

S-G 1 1 1 1 1

Pricing 

Specialist S-J 2 2 6 5 3 1 1 1

Purchasing 

Agent S-J 2 2 7 5 5 2 2

Office 

Equipment 

Sales 

Representative

S-K 4 4 10 8 8 2 2

Customer 

Information 

Sales 

Representative

H-7 5 5 6 6 4 1

Call Center 

Agent H-7 5 5 3 1 1 2 1 1

Customer 

Service 

Complaints 

Clerk 

H-8 5 5 3 1 1 2 1 1

DEPARTMENT 

TOTAL 36 21 18 1 1 1 15 10 2 2 1
Workforce Analysis

SAMPLE AAP Page - 8

DEPARTMENT/WORK UNIT: Installation MALES FEMALES

Job Title Wage 

Rate

EEO-1

Category

Job 

Group

Total 

Employees Total White Black/AA Asian/PI American Indian/AN Hispanic Total White Black/AA Asian/PI American Indian/AN Hispanic

Installation 

Manager S-F 1 1 1 1 1

Installation 

Supervisor S-G 1 1 1 1 1

Furniture 

Repair 

Supervisor

S-G 1 1 1 1 1

Inventory 

Control Clerk

H-9 5 5 2 2 1 1

Systems 

Specialist H-9 6 6 12 10 8 2 2 1 1

Installer H-10 6 6 18 17 12 2 1 2 1 1

Furniture 

Repair H-10 6 6 13 12 7 3 2 1 1

Truck Driver H-11 7 7 8 7 5 1 1 1 1

Forklift 

Operator H-12 7 7 2 2 1 1

Installer Helper H-13 8 8 13 12 8 2 2 1 1

Receiving H-13 8 8 3 3 2 1

DEPARTMENT 

TOTAL 74 66 46 7 4 1 8 8 3 2 1 2
Job Group Analysis:

SAMPLE AAP Page - 9 

Listing of Job Titles 

Job Titles Job Group Name EEO-1 Category 

General Manager 

Controller 

Pricing – Billing Manager 

Sales – Customer Support 

Manager 

Interior Design Manager 

Personnel Manager 

Installation Manager 

Installation Supervisor 

Furniture Repair Supervisor 

1 Officials & Managers 

Interior Designer 

Office Space Planner 

General Ledger Accountant 

Payroll Administrator 

Purchasing Agent 

Pricing Specialist 

2 Professionals 

Office Sales Representative 4 Sales Workers 

Executive Assistant 

Administrative Assistant 

File Clerk 

Billing Clerk 

Inventory Control Clerk 

Material Pricing Clerk 

Customer Information Sales 

Representative 

Call Center Agent 

Customer Service Complaints 

Clerk 

5 Office & Clericals 

Systems – Specialist 

Installer 

Furniture Repair 

6 Craftworkers 

Truck Driver 

Forklift Operator 7 Operatives 

Installer Helper 

Receiving 8 Laborers 
SAMPLE AAP Page - 10

Utilization Analysis: 

Placement of Incumbents in Job Groups 

Job Group Total # of 

Incumbents 

# of 

Females 

Female 

Incumbency 

%

# of 

Minorities 

Minority 

Incumbency 

%

1 9 0 0.0 1 11.1 

2 22 10 45.5 4 18.2 

4 10 2 20.0 0 0.0 

5 30 25 83.3 13 43.3 

6 43 4 9.3 15 34.9 

7 10 1 10.0 3 30.0 

8 16 1 6.3 6 37.5 
Utilization Analysis:

SAMPLE AAP Page - 11

Determining Availability3

Job Group: 6 Raw Statistics Value Weight Weighted Statistics Source of 

Statistics 

Reason for 

Weighting 

Minority Female Minority Female 

1. Percentage of minorities or 

women with requisite skills 

in the reasonable 

recruitment area 

18.4% 40.2% 10% 1.84% 4.02% 

2000

Census 

Data 

2. Percentage of minorities or 

women among those 

promotable, transferable, 

and trainable within the 

contractor's organization. 

20.1% 44.6% 90% 18.09% 40.14% 

Totals: 100% 19.93% 44.16% ‹ Final Factor

3 The example is of one job group only. Contractors must conduct an analysis of each of the job groups and determine availability for each [41 

CFR 60-2.12 – 60-2.14]. Please note that the chart includes fictionalized numbers designed for illustrative purposes. 
Utilization Analysis:

SAMPLE AAP Page - 12

Comparing Incumbency to Availability 

and 

Establishing Placement Goals 

Job Group 

Female 

Incumbency 

%

Female 

Availability 

%

Establish

Goal? 

Yes/No 

If Yes, 

Goal for 

Females 

Minority 

Incumbency 

%

Minority 

Availability 

%

Establish

Goal? 

Yes/No 

If Yes, 

Goal for 

Minorities 

1 0.0 47.6% Yes 47.6% 11.1% 18.1% Yes 18.1% 

2 45.5% 43.8% No 18.2% 8.2% No

4 20.0% 34.5% Yes 34.5% 0.0% 12.4% Yes 12.4% 

5 83.3% 87.7% No * 43.3% 27.6% No

6 9.3% 44.16% Yes 44.16% 34.9% 19.93% No

7 10.0% 6.3% No 30.0% 37.5% No *

8 6.3% 19.1% Yes 19.1% 37.5% 26.3% No

*The 80% rule of thumb was followed in declaring underutilization and establishing goals when the actual employment of 

minorities or females is less than 80% of their availability. If the female/minority incumbency percent (%) is less than the 

female/minority availability percent (%) and the ratio of incumbency to availability is less than 80%, a placement goal 

should be included in the appropriate “If Yes” column.
SAMPLE AAP Page - 13

Designation of Responsibility for Implementation 

Responsibilities of the Equal Employment Opportunity Manager: 

The Personnel Manager has the responsibility for designing and ensuring the 

effective implementation of Federal Contractor, Inc’s. (FCI’s) Affirmative Action 

Program (AAP). These responsibilities include, but are not limited to, the following: 

1. Developing Equal Employment Opportunity (EEO) policy statements, affirmative 

action programs and internal and external communication procedures; 

2. Assisting in the identification of AAP/EEO problem areas; 

3. Assisting management in arriving at effective solutions to AAP/EEO problems; 

4. Designing and implementing an internal audit and reporting system that: 

a. Measures the effectiveness of FCI’s program; 

b. Determines the degree to which AAP goals and objectives are met; and

c. Identifies the need for remedial action; 

5. Keeping FCI’s General Manager informed of equal opportunity progress and 

reporting potential problem areas within the company through quarterly reports; 

6. Reviewing the company’s AAP for qualified minorities and women with all 

managers and supervisors at all levels to ensure that the policy is understood 

and is followed in all personnel activities; 

7. Auditing the contents of the company’s bulletin board to ensure compliance 

information is posted and up-to-date; and 

8. Serving as liaison between FCI and enforcement agencies. 

Responsibilities of Managers and Supervisors: 

It is the responsibility of all managerial and supervisory staff to implement FCI’s AAP. 

These responsibilities include, but are not limited to: 

1. Assisting in the identification of problem areas, formulating solutions, and 

establishing departmental goals and objectives when necessary; 

2. Reviewing the qualifications of all applicants and employees to ensure qualified 

individuals are treated in a nondiscriminatory manner when hiring, promotion, 

transfer, and termination actions occur; and 
SAMPLE AAP Page - 14

3. Reviewing the job performance of each employee to assess whether personnel 

actions are justified based on the employee’s performance of his or her duties 

and responsibilities. 
SAMPLE AAP Page - 15

Identification of Problem Areas 

Areas of Concern Corrective Actions 

• Underutilization of 

minorities and women in 

Job Groups 1 and 4 

where external hiring 

opportunities occurred. 

Concern regarding low 

minority and female 

applicant flow rate 

resulting from inadequate 

recruitment for both job 

groups. 

• No later than March 1, 2010, notify management and 

professional recruitment sources, in writing, of FCI’s 

interest in attracting qualified minorities and women to 

apply for job openings. 

• No later than March 1, 2010, expand FCI’s recruitment 

program to colleges and universities with a significant 

percentage of minority and female students. 

• Underutilization of women 

in Job Groups 6 and 8 

craft workers and entrylevel blue-collar jobs. 

Concern regarding low 

female applicant flow rate 

resulting from inadequate 

recruitment. 

• No later than January 1, 2010, contact the local YWCA, 

local vocational school, and training centers to inform 

them of FCI’s interest in attracting qualified female 

applicants. 

• High termination rate for 

females in Job Group 8.

• Immediately review exit interview survey of terminated 

females to confirm voluntary reason for leaving. 
SAMPLE AAP Page - 16

Action-Oriented Programs 

FCI has instituted action programs to eliminate identified problem areas and to help 

achieve specific affirmative action goals. These programs include: 

1. Conducting annual analyses of job descriptions to ensure they accurately reflect 

job functions; 

2. Reviewing job descriptions by department and job title using job performance 

criteria; 

3. Making job descriptions available to recruiting sources and available to all 

members of management involved in the recruiting, screening, selection and 

promotion processes; 

4. Evaluating the total selection process to ensure freedom from bias through: 

a. Reviewing job applications and other pre-employment forms to ensure 

information requested is job-related; 

b. Evaluating selection methods that may have a disparate impact to ensure that 

they are job-related and consistent with business necessity; 

c. Training personnel and management staff on proper interview techniques; 

and

d. Training in EEO for management and supervisory staff; 

5. Using techniques to improve recruitment and increase the flow of minority and 

female applicants. FCI presently undertakes the following actions: 

a. Include the phrase "Equal Opportunity/Affirmative Action Employer" in all 

printed employment advertisements;

b. Place help wanted advertisement, when appropriate, in local minority news 

media and women's interest media; 

c. Disseminate information on job opportunities to organizations representing 

minorities, women and employment development agencies when job 

opportunities occur; 

d. Encourage all employees to refer qualified applicants; 

e. Actively recruit at secondary schools, junior colleges, colleges and 

universities with predominantly minority or female enrollments; and 
SAMPLE AAP Page - 17

f. Request employment agencies to refer qualified minorities and women; 

6. Hiring a statistical consultant to help FCI perform a self-audit of its compensation 

practices; and 

7. Ensuring that all employees are given equal opportunity for promotion. This is 

achieved by: 

a. Posting promotional opportunities; 

b. Offering counseling to assist employees in identifying promotional 

opportunities, training and educational programs to enhance promotions and 

opportunities for job rotation or transfer; and 

c. Evaluating job requirements for promotion. 
SAMPLE AAP Page - 18

Internal Audit and Reporting System 

The Personnel Manager has the responsibility for developing and preparing the formal 

documents of the AAP. The Personnel Manager is responsible for the effective 

implementation of the AAP; however, responsibility is likewise vested with each 

department manager and supervisor. FCI’s audit and reporting system is designed to:

• Measure the effectiveness of the AAP/EEO program; 

• Document personnel activities; 

• Identify problem areas where remedial action is needed; and

• Determine the degree to which FCI’s AAP goals and objectives have been 

obtained. 

The following personnel activities are reviewed to ensure nondiscrimination and equal 

employment opportunity for all individuals without regard to their race, color, sex, sexual 

orientation, gender identity, religion, or national origin: 

• Recruitment, advertising, and job application procedures; 

• Hiring, promotion, upgrading, award of tenure, layoff, recall from layoff; 

• Rates of pay and any other forms of compensation including fringe benefits; 

• Job assignments, job classifications, job descriptions, and seniority lists; 

• Sick leave, leaves or absence, or any other leave; 

• Training, apprenticeships, attendance at professional meetings and conferences; 

and

• Any other term, condition, or privilege of employment. 

The following documents are maintained as a component of FCI’s internal audit 

process: 

1. An applicant flow log showing the name, race, sex, date of application, job title, 

interview status and the action taken for all individuals applying for job 

opportunities; 

2. Summary data of external job offers and hires, promotions, resignations, 

terminations, and layoffs by job group and by sex and minority group 

identification; 

3. Summary data of applicant flow by identifying, at least, total applicants, total 

minority applicants, and total female applicants for each position; 

4. Maintenance of employment applications (not to exceed one year); and

5. Records pertaining to FCI’s compensation system. 
SAMPLE AAP Page - 19

FCI’s audit system includes a quarterly report documenting FCI’s efforts to achieve its 

EEO/AAP responsibilities. Managers and supervisors are asked to report any current or 

foreseeable EEO problem areas and are asked to outline their 

suggestions/recommendations for solutions. If problem areas arise, the manager or 

supervisor is to report problem areas immediately to the Personnel Manager. During 

quarterly reporting, the following occurs: 

1. The Personnel Manager will discuss any problems relating to significant rejection 

ratios, EEO charges, etc., with the General Manager; and 

2. The Personnel Manager will report the status of the FCI’s AAP goals and objectives 

to the General Manager. The Personnel Manager will recommend remedial actions 

for the effective implementation of the AAP. 
Support Data:

Personnel Activity 

SAMPLE AAP Page - 20

OFCCP Category: 

Officials and 

Managers 

Job Group: 1 

External Hires External Applicants Promotions – Into 

Job Group 

Promotions - Within 

Job Group 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 1 8 1

Black/African American 1

Asian/Pacific Islander 

American Indian/Alaskan 

Native 

Hispanic 

Race Missing or Unknown 

TOTAL (count each 

person once only) 1 8 1 1
Support Data:

Personnel Activity 

SAMPLE AAP Page - 21

OFCCP Category: 

Officials and 

Managers 

Job Group: 1 

Voluntary 

Terminations & 

Retirements 

Involuntary 

Terminations Layoffs Recalls 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 

Black/African American 1

Asian/Pacific Islander 

American Indian/Alaskan 

Native 

Hispanic 

Race Missing or Unknown 

TOTAL (count each 

person once only) 1
Support Data:

Personnel Activity 

SAMPLE AAP Page - 22

OFCCP Category: 

Professionals 

Job Group: 2 

External Hires External Applicants Promotions – Into 

Job Group 

Promotions - Within 

Job Group 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 2 6 9 1

Black/African American 1 1

Asian/Pacific Islander 

American Indian/Alaskan 

Native 

Hispanic 1 1

Race Missing or Unknown 

TOTAL (count each 

person once only) 2 8 10 1 1
Support Data:

Personnel Activity 

SAMPLE AAP Page - 23

OFCCP Category: 

Professionals 

Job Group: 2 

Voluntary 

Terminations & 

Retirements 

Involuntary 

Terminations Layoffs Recalls 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 

Black/African American 

Asian/Pacific Islander 

American Indian/Alaskan 

Native 

Hispanic 

Race Missing or Unknown 

TOTAL (count each 

person once only) 
Support Data:

Personnel Activity 

SAMPLE AAP Page - 24

OFCCP Category: 

Sales Workers 

Job Group: 4 

External Hires External Applicants Promotions – Into 

Job Group 

Promotions - Within 

Job Group 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 

Black/African American 

Asian/Pacific Islander 

American Indian/Alaskan 

Native 1

Hispanic 

Race Missing or Unknown 

TOTAL (count each 

person once only) 1
Support Data:

Personnel Activity 

SAMPLE AAP Page - 25

OFCCP Category: 

Sales Workers 

Job Group: 4 

Voluntary 

Terminations & 

Retirements 

Involuntary 

Terminations Layoffs Recalls 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 1

Black/African American 

Asian/Pacific Islander 

American Indian/Alaskan 

Native 

Hispanic 

Race Missing or Unknown 

TOTAL (count each 

person once only) 1
Support Data:

Personnel Activity 

SAMPLE AAP Page - 26

OFCCP Category: 

Office and Clerical 

Job Group: 5 

External Hires External Applicants Promotions – Into 

Job Group 

Promotions - Within 

Job Group 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 1 5 46 1

Black/African American 1 2 3

Asian/Pacific Islander 2

American Indian/Alaskan 

Native 1

Hispanic 1 3

Race Missing or Unknown 

TOTAL (count each 

person once only) 1 1 10 53 1
Support Data:

Personnel Activity 

SAMPLE AAP Page - 27

OFCCP Category: 

Office and Clerical 

Job Group: 5 

Voluntary 

Terminations & 

Retirements 

Involuntary 

Terminations Layoffs Recalls 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 

Black/African American 

Asian/Pacific Islander 

American Indian/Alaskan 

Native 

Hispanic 1

Race Missing or Unknown 

TOTAL (count each 

person once only) 1
Support Data:

Personnel Activity 

SAMPLE AAP Page - 28

OFCCP Category: 

Craftworkers 

Job Group: 6 

External Hires External Applicants Promotions – Into 

Job Group 

Promotions - Within 

Job Group 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 2 15 2 1 1

Black/African American 1 1 1

Asian/Pacific Islander 2 1 1

American Indian/Alaskan 

Native 

Hispanic 1

Race Missing or Unknown 

TOTAL (count each 

person once only) 

3 1 18 4 2 1
Support Data:

Personnel Activity 

SAMPLE AAP Page - 29

OFCCP Category: 

Craftworkers 

Job Group: 6 

Voluntary 

Terminations & 

Retirements 

Involuntary 

Terminations Layoffs Recalls 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 1 1

Black/African American 

Asian/Pacific Islander 

American Indian/Alaskan 

Native 

Hispanic 

Race Missing or Unknown 

TOTAL (count each 

person once only) 1 1
Support Data:

Personnel Activity 

SAMPLE AAP Page - 30

OFCCP Category: 

Operatives 

Job Group: 7 

External Hires External Applicants Promotions – Into 

Job Group 

Promotions - Within 

Job Group 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 1 1

Black/African American 

Asian/Pacific Islander 1

American Indian/Alaskan 

Native 

Hispanic 

Race Missing or Unknown 

TOTAL (count each 

person once only) 1 2
Support Data:

Personnel Activity 

SAMPLE AAP Page - 31

OFCCP Category: 

Operatives 

Job Group: 7 

Voluntary 

Terminations & 

Retirements 

Involuntary 

Terminations Layoffs Recalls 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 

Black/African American 

Asian/Pacific Islander 

American Indian/Alaskan 

Native 

Hispanic 

Race Missing or Unknown 

TOTAL (count each 

person once only) 
Support Data:

Personnel Activity 

SAMPLE AAP Page - 32

OFCCP Category: 

Laborers 

Job Group:8 

External Hires External Applicants Promotions – Into 

Job Group

Promotions - Within 

Job Group 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 19 1 1

Black/African American 1 3

Asian/Pacific Islander 1

American Indian/Alaskan 

Native 

Hispanic 4

Race Missing or Unknown 

TOTAL (count each 

person once only) 1 27 1 1
Support Data:

Personnel Activity 

SAMPLE AAP Page - 33

OFCCP Category: 

Laborers 

Job Group: 8 

Voluntary 

Terminations & 

Retirements 

Involuntary 

Terminations Layoffs Recalls 

MALES FEMALES MALES FEMALES MALES FEMALES MALES FEMALES 

White 

Black/African American 1

Asian/Pacific Islander 1

American Indian/Alaskan 

Native 

Hispanic 

Race Missing or Unknown 

TOTAL (count each 

person once only) 2
SAMPLE AAP Page - 34

Support Data: 

Applicant Flow Log 

NAME RACE/ETHNICITY SEX DATE OF 

APPLICATION 

JOB 

TITLE 

INTERVIEW 

(Y/N)* 

ACTION TAKEN 

(H/NH)) & DATE 

*Legend: Y – Yes N-No H – Hired NH – Not Hired 
SAMPLE AAP Page - 35

Support Data

ANALYSIS OF AFFIRMATIVE ACTION PROGRAM PROGRESS: [_] PRIOR YEAR AAP [_] CURRENT YEAR AAP 

JOB 

GROUP*

GOAL PLACEMENT 

RATE (%)**

ACTUAL 

PLACEMENT RATE 

(%)***

ANALYSIS OF GOOD FAITH EFFORTS 

MINORITY 

FEMALE 

MINORITY 

FEMALE 

MINORITY 

FEMALE 

MINORITY 

FEMALE 

* JOB GROUPS WHERE GOALS ARE REQUIRED 

** GOAL PLACEMENT RATE EQUALS AVAILABILITY PERCENTAGE RATE FOR MINORITIES OR FEMALES AS APPLICABLE 

*** ACTUAL PLACEMENT RATE FOR MINORITIES OR FEMALES FOR A PARTICULAR JOB GROUP IS EQUAL TO THE NUMBER OF MINORITY OR FEMALE PLACEMENTS 

DIVIDED BY THE TOTAL NUMBER OF PLACEMENTS. FOR EXAMPLE, IF JOB GROUP A EXPERIENCED 45 FEMALE PLACEMENTS OUT OF 90 TOTAL PLACEMENTS, THE 

ACTUAL PLACEMENT RATE FOR FEMALES IS (45/90=.50) OR 50%. 
SAMPLE AAP Page - 36

Guidelines on Discrimination Because of Religion or National Origin 

It is the policy of FCI, Inc. to take affirmative action to insure that applicants are 

employed, without regard to their religion or national origin. Such action includes, 

but is not limited to the following employment practices: hiring, promotion, 

demotion, transfer, recruitment or recruitment advertising, layoff, termination, rates 

of pay or other forms of compensation and selection for training. 

Employment practices have been reviewed to determine whether members of the 

various religions and/or ethnic groups are receiving fair consideration for job 

opportunities. Attention has been directed toward executive and middle 

management levels. 

1. The policy concerning FCI’s obligation to provide equal employment 

opportunity without regard to religion or national origin is communicated to all 

employees via employee handbooks, policy statement and the Affirmative 

Action Program. 

2. Internal procedures have been developed in this program to insure that FCI’s 

obligation to provide equal employment opportunity without regard to religion 

or national origin is being fully implemented. [LIST PROCEDURES] 

3. Employees are informed at least annually of FCI’s commitment to equal 

employment opportunity for all persons, without regard to religion or national 

origin. 

4. Recruiting sources have been informed of our commitment to provide equal 

employment opportunity without regard to religion or national origin. 

5. Employment records of all employees are reviewed to determine the 

availability of promotable and transferable employees. 

6. Contacts with religious and ethnic organizations will be made for purposes of 

advice, education, technical assistance and referral of potential employees 

as necessary to accomplish the purpose of this program. 

7. FCI engages in recruitment activities at educational institutions with 

substantial enrollments of students from various ethnic and religious groups. 

8. Ethnic and religious media may be used for employment advertising. 

Reasonable accommodations to the religious observances and practices of employees or 

prospective employees will be made, unless doing so would result in undue hardship. In 

determining whether undue hardship exists, factors such as the cost to the company and the 

impact on the rights of other employees would be considered.