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

Proposed Rulemaking for Revisions to Sex Discrimination Guidelines Released

On January, 28, 2015, OFCCP released the Notice of Proposed Rulemaking (NPRM) for the long awaited revisions to the Sex Discrimination Guidelines (RIN 1250-AA05).

Recent Blog Posts

ARE YOU CONDUCTING EEO ANALYSES OF YOUR PERFORMANCE RATINGS? YOU SHOULD BE.

As other blogs have noted, the Notice of Proposed Rulemaking (NPRM) for the long-awaited revisions to the Sex Discrimination Guidelines (RIN 1250-AA05) included some very interesting ideas. Some of those relate to the role of performance measurement systems, which, when used to make employment decisions like promotion, merit increases, bonuses, and termination, can be considered a selection procedure under the Uniform Guidelines on Employee Selection Procures (1978). The new regulations cite the Supreme Court ruling in Lewis v City of Chicago to support this notion, but it is an intuitive one; performance ratings (or objective performance metrics if they are available) used as part of a promotion or compensation decision process are no different

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