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Software Reports & Analysis | |
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AAPBase produces all required reports and analyses for government-compliant affirmative action programs, and offers more than 200 types of reports for both compliance and management information. An ad-hoc report writer system is available and allows the generation of custom reports, which can be saved or used in the future. List of Reports (PDF file, size 31KB) Workforce Analysis (WFA) Reports Workforce Analysis reports are generated for all supervisory units in an organization by department, major organization, or Line of Business. Reports can be generated for a single site, region, or other geographic area, or the entire enterprise can be rolled-up into one report. All managers must be included in WFA reports along with the people they supervise. If reorganizations occur or compensation schedules change, AAPBase can store these changes as history in the system. After workforce information is imported or entered, the AAP development process continues. WFA reports must always include information on job titles arrayed from lowest to highest pay. Job Group Analysis (JGA) Reports A Job Group is a cluster of job titles in an AAP possessing similar job content, wage rates and promotional opportunities. The Affirmative Action Program may contain many job groups, as determined by the company. Job Group information can be imported with other workforce information, or job groups can be developed in AAPBase. Job titles can be easily moved between job groups if necessary using an 'assigner' screen feature in the system. JGA reports display information by job title, race, and ethnic group, for males and females. Information will be arrayed from lowest to highest pay within the job group. Job Group Analysis reports are considered key elements of the Affirmative Action Plan because AAP analyses begins by using job group information. Two-Factor Availability Analysis AAPBase uses external labor market demographics from the Census 2000 Special EEO File to estimate the percentage of qualified minorities and women available for employment in a given job group and geographic area. Four internal and four external factor tabs are available to specifically quantify each group of jobs. Incumbency to Availability Analysis An acceptable Incumbency to Availability Analysis report previously known as "Utilization" will compare the current representation of minorities and women to their estimated availability in the labor force. AAPBase can use any of the following methods to determine under-utilization for minorities or women:
Incumbency reports are generated effortlessly by a click of the mouse. Separate organization reports can view any part of the AAP and its representation of minorities and women. AAP Goals Affirmative Action Goals are established when the representation of minorities or women is below their representation in the relevant labor force area. Goals in AAPBase are expressed as percentages for minorities and women initially. In addition, separate goals, by minority group, can be generated as needed. Summary and Details of Personnel Transactions A unique set of reports are available which summarize AAP Goal Performance, Hire, Promotion and Termination reports and Impact Ratio Analysis. Each report is loaded with summary information that can be used for internal auditing purposes, for any time period. These robust AAP Summary reports synthesize many AAP pages into one-page reports, which can easily be read by management on a quarterly or semi-annual basis. AAP Narratives (Boilerplate) Sample AAP Narratives are provided and can be easily customized and formatted within the software so there is no need to keep reformatting narratives for every plan. Compensation Analysis AAPBase accurately tests for pay equity using job group means, medians, job title, and Cohort Analysis methodologies, for example. A special report satisfies OFCCP's Paragraph 11 request. All report analyses can be performed at the job title level. Impact Ratio Analysis (IRA) Impact Ratio Analyses requires that the selection rates of hires, promotions and terminations for minorities and women be compared to the selection rates for men and non-minorities to determine if there is any "adverse impact." Using personnel activities, AAPBase accurately tests for adverse impact using standard OFCCP methods, i.e. testing by job group and job title, as well as other statistical measurements for glass ceiling and other AAP analysis. Job Area Acceptance Range Analysis (JAAR) A Job Area Acceptance Range Analysis (JAAR) is produced using standard, approved OFCCP statistical methods. Presentation techniques in the system allow graphing of JAAR information where the representation of minorities and women is displayed within a few seconds for any segment of the organization. This is a great management report. Annotation Report As required under recent regulations, AAPBase will 'annotate' the affirmative action program for multi-site contractors to indicate when employees are included in AAPs for establishments other than where they physically work. eAAP - Electronic AAP AAPBase quickly generates an exact copy of Volume I and II in electronic format (pdf) for submittal to the government or transmitting to other sites. The eAAP offers a convenient way to send or archive your AAPs each year. Download sample pdfs: Volume I (PDF file, size 237KB) and Volume II (PDF file, size 594KB). |
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