Software & Reporting

AAP Software - HR Action

Hr-action

Affirmative Action Plan Software

From the creators of the most powerful salary equity tool on the market, DCI is proud to announce the release of the next generation in Affirmative Action software: HR Action™. HR Action™ incorporates the latest technology to assist companies in developing and streamlining their Affirmative Action process; as a result, HR Action™ guarantees an average of 75% reduction in time generating and reporting Affirmative Action Plans.  Gone are the days of laboring over multiple plans and printing thousands of reports. With HR Action™, simply import one dataset, create multiple plans and then publish the results of the plan to a secure intranet site in PDF or Excel.

Additional features available with HR Action™:

  • Utilizes both 2000 and 2010 census data
  • Management Summaries
    • Executive Summary for Each AAP
    • Global Summary in MS Excel for all AAPs
  • High Volume Processing
    • Ability to Generate Hundreds or Thousands of AAPs
    • Can Easily Process Millions of Applicant Records
  • Conducts establishment, functional or roll up plans
  • Advanced adverse impact reporting
  • Detailed goal attainment reports

News

U.S. Dept of Labor Releases Final Rules Updating VEVRAA and Section 503

The U.S. Department of Labor today announced two final rules to improve hiring and employment of veterans and people with disabilities.

Recent Blog Posts

NEW SCHEDULING LETTER: SUBSTANTIAL CHANGES TO 503/VEVRAA SUBMISSION REQUIREMENTS

The new OFCCP scheduling letter and itemized listing have officially been released at reginfo.gov, and are effective immediately (starting October 1, 2014).  As previously mentioned by DCI, there were substantial changes to the scheduling letter related to the new 503/VEVRAA requirements, although these proposed changes to the scheduling letter were NOT included in the 2011 NPRM, and there was no public comment period on specific changes to incorporate new 503/VEVRAA requirements.  The OFCCP labeled these changes as “non-substantial” when corresponding with the OMB.

Specific changes related to additional information being requested under 503 include: