§ 49.52. Content.
Effective affirmative action programs should contain, but not necessarily be limited to, the following:
(1) Development or reaffirmation of the contractor’s equal employment opportunity policy in all personnel actions.
(2) Formal internal and external dissemination of the contractor’s policy.
(3) Establishment of responsibilities for implementation of the contractor’s affirmative action program.
(4) Identification of problem areas (deficiencies) by organization units and job classification, including timetables for completion. Goals may not be rigid and inflexible, nor may they be quotas which must be met, but must be targets reasonably attainable by applying every good faith effort to make all aspects of the entire affirmative action program work.
(5) Development and execution of action oriented programs designed to attain established goals and objectives.
(6) Design and implementation of internal audit and reporting systems to measure effectiveness of the total program.
(7) Compliance of personnel policies and practices with the Employe Selection Procedures and Sex Discrimination Guidelines of the Commission.
(8) Solicitation of the support and cooperation of local and national community action programs and community service programs, designed to improve the employment opportunities of minorities and women.
(9) Consideration of minorities and women not currently in the work force having requisite skills who may be recruited through affirmative action measures.
(10) In establishing timetables to meet goals and commitments, the contractor shall consider the anticipated expansion, contraction, and turnover of and in the work force.
(11) Goals, timetables, and affirmative action commitments shall be designed to correct any identifiable deficiencies.
(12) The goals and timetables, with supporting data and the analysis thereof, shall be part of the contractor’s written affirmative action program. This data shall include, but not be limited to, progression line charts, seniority rosters, applicant flow data, and applicant rejection ratios indicating minority and sex status.
Cross References This section cited in 4 Pa. Code § 68.1 (relating to summary of controlling law and regulations); and 22 Pa. Code § 32.5 (relating to compliance review).
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