Being an equal opportunity employer has become a top priority for many organizations, especially for those in the Health & Human Services industry. Maintaining compliance with rules and regulations is critical to ensuring funding, yet many organizations aren’t able to access the reports requested by their funders. This puts an organization at risk of maintaining compliance or providing accurate information. On top of that, by attempting at these reports manually or through an outdated process, your organization is dedicating time that could be allocated to your clients.
Two critical reports that organizations in the Health and Human Services industry are normally required to submit include the Affirmative Action Plan (AAP) and the Equal Employment Opportunity (EEO) Report. Unfortunately, many struggle to identify the differences between the two, and some even have trouble identifying their significance.
The EEO Report is based off of your employees race, color, sex, age, etc. and breaks the data down into numerous job groupings. This report is typically required for private organizations that have 100+ employees, as well as private federal contractors that consist of 50+ employees. Those in the private sector will typically rely on this report to continue receiving government funding.
The information collected by the Equal Employment Opportunity Commission is distributed among federal agencies to minimize the chance of duplicated data. Additionally, an aggregated set of the data is released to the public for further insight into the categories within the workplace.
Affirmative Action Plan
The Affirmative Action Plan (AAP) differs from EEO reporting in the sense that it follows the path of recruiting, hiring, and promoting for employees that are classified as women, minorities, veterans, or disabled. The AAP is required for federal contractors and subcontractors that have a contract or government bills exceeding $50,000 yearly, is a depositary of a government fund, or is a financial institution. It is not only essential for organizations within the Health & Human Services industry to abide by the AAP, but required for them to obtain and submit this report to ensure that they’re receiving additional funding for their organization.
Easing the Process
It isn’t always about just getting requirements done. For these two reports, there is benefits to being able to break your organization down in a manner that helps evaluate how you as an employer may be evaluating different groups of people. Luckily, it also benefits the organization when a task that can be so menial and time-consuming can be broken down. When organizations are attempting to produce these reports, it will normally benefit them to have a software that can break data down by categories, such as location or organization level. In some cases, when working with an AAP, it can also be necessary to follow their employees’ lifecycle from recruiting to their eventual leave. Luckily, with Position Control, Health and Human Services executives can turn this annual headache into a breeze. Position Control is known for its effectiveness when it comes to classifying at the position level as oppose to the individual employee, which would ease the process for employers when completing these forms. Once again, this leaves executives with additional time to dedicate to other tasks, goals, or even personnel.
The EEO Report and the AAP are not only requirements for almost every organization within the Health & Human Services industry, but should also come as an obligation both morally and socially. It’s important that as organizations continue to strive towards organizational goals, they are still ensuring that they maintain their status as an equal opportunity employer.