Time: approximately 1 hour 30 minutes (total for 3 training modules)
Cost: $99 (savings of $48)
The role of a recruiter, or other talent management professional, is critical to successful compliance. If you are interested in having a compliance training focused on recruiting without reviewing all of the modules in the AAP 101 series, DCI has developed a package to address those modules most important to the understanding of applicant and hiring-related obligations. This Compliance Begins with Recruiting Training package includes three modules, which range from 25 – 65 minutes and offer a comprehensive review of affirmative action topics essential for compliance for anyone working within recruiting or talent management. Each module includes a quiz to assist participants in their understanding and grasp of the subject matter, and also provides the opportunity to earn HRCI credit.
This training package is three separate trainings that include:
Module I: AAP History and Background
Module I provides a brief overview of foundational topics as an introduction to the affirmative action obligations that are essential for the education of any compliance or human resources professional. This module sets the stage for the remaining modules and provides appropriate background information necessary for understanding the content and issues presented within the remaining modules.
Module V: Personnel Activity Analyses
In addition to taking affirmative action for females and minorities, Federal contractors are also required to ensure equal employment opportunity for protected classes (e.g., race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran or disability status). Module V is devoted to the understanding of those personal activity analyses required for these non-discrimination requirements. This module covers the regulatory context, provides recommendations for set-up, analysis, and interpretation, as well as advanced recommendations and statistical examples.
Module VI: Compliance Begins with Recruiting
Hiring tends to be a major focus for the OFCCP. Due to this and the various compliance obligations related to hiring, the role of a recruiter or other talent management professional is critical to successful compliance. This module provides a comprehensive review of recordkeeping and self-identification obligations, as well as a major focus on understanding the Internet Applicant Regulation, including its effect on analyses and the importance of getting basic qualifications right. Although this is “recruiting” focused, this training should be considered essential to the training of any compliance or HR professional given the importance of hiring and applicant analyses for proactive AAPs and audits.
Michael Aamodt, Principal Consultant at DCI Consulting Group, wrote an article featured in SIOP’s TIP publication, January 2017.
The Department of Labor’s Fiscal Year 2018 (FY2018) budget proposal was released today, May 23, 2017. The budget outlines the initiatives and priorities of the new administration, and as predicted by DCI, recommends merging the Office of Federal Contract Compliance Programs (OFCCP) and Equal Employment Opportunity Commission (EEOC) by the end of FY2018.
The proposed budget indicates that the consolidation will provide efficiencies and oversight. Additionally, the proposed budget allots $88 million for OFCCP, a decrease of $17.3 million from Fiscal Year 2017. The main cut to the budget appears to be headcount, with a proposed 440 full-time equivalent (FTE) headcount, a reduction from 571 FTEs. Some other interesting items that haveRead More