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cants. If the number of applicants in the last year was more than 100, your analysis should include a sample of 10 percent of such applicants or 100 whichever is greater. Include employees hired directly into such programs. Is participation strictly voluntary or are there selection procedures? Such procedures must be validated if there is an adverse effect.

(2) Inquire about what types of training new employees receive. Is there evidence of any disparate failure or dropout rate? If such disparities exist, what efforts has the contractor made to correct the situation? How is failure determined? Is it in accord with 41 CFR Part 60-3? Is formal training being required now for jobs not previously involved? If so, have you included this in the section on affected class? If there is a registered apprenticeship program, has the contractor developed an affirmative action program under 29 CFR Part 30 or a State plan for EEO in Apprenticeship? Has the contractor's Apprenticeship AAP been approved by the contractor's apprenticeship registration agency?

B. External Programs. Describe any programs offering tuition assistance and the extent of minority and women participation? What is the contractor's explanation for any disproportionate representation of women or minorities? Describe any school work or other cooperative type programs, the minority and female enrollment at these institutions, and the minority and female participation in such programs. Are there any summer school work programs or other Government or privately-funded training on a part time basis? Are there any selection or qualifying procedures that would tend to preclude the involvement of a representative number of minorities and women (e.g., expense, length of training, travel involved, no clear evidence of career advancement, etc.)? After completion of the program, is job replacement assured or assistance available?

XII. Goals and Timetables.

A. Achievement of past and present goals and timetables. Is the contractor meeting the current goals and timetables? Did he meet previous goals and timetables? If not, determine from the contractor his assessment of why the goals were not achieved. Pursue what you deem to be necessary changes for future success in meeting goals. If the contractor is not meeting the current goals and timetables or if the contractor did not meet the previous goals and timetables, a determination of good faith must be made and the determination will be based upon his efforts to broaden his recruitment and promotion base. See B(2) below.

B. Establishment of present and future goals and timetables. (1) Specific goals and timetables are to be established separately for minorities and women considering the factors cited in Order 4 and based on the contractor's analysis. In establishing timetables the contractor must consider the anticipated expansion, contraction and turnover of and in the workforce. This would in

clude a review of anticipated vacancies in the major job groupings for the next year and any other pertinent period related to the affirmative action program.

(a) A goal must be established for each Job group in which underutilization exists and must be designed to completely correct the underutilization. The goal must be stated as a percentage of the total employees in the job group and must be equal to the percentage of minorities or women available for work in the job group in accordance with the criteria set forth in 41 CFR 60-2.11. A single goal for minorities is acceptable, unless through the company's evaluation it is determined that one minority is underutilized in a substantially disparate manner, in which case separate goals and time tables for such minority groups may be required individually, and it may further be required, where appropriate, that separate goals be established within the minority groups by sex. (See Order 4, § 60-2.12 (k).)

(b) For each job group in which underutilization exists, a specific timetable must be established for reaching the ultimate goal in the minimum feasible time period.

(c) For each job group in which underutilization exists, the contractor must establish annual rates of hiring and/or promoting minorities and women until the ultimate goal is reached. These rates should be the maximum rates that can be achieved through putting forth every good faith effort, including the use of available recruitment and training facilities, and must not be lower than the percentage rate set in the ultimate goal. Numerical goals based on projected openings are required but cannot be used in place of percentage goals, Goals should be stated both as actual numbers and as percentages for backup goals. That is, a contractor may establish a goal of 10 women based on an expected 20 vacancies for hires or promotions. But his expected vacancies may vary. So he should also give a percentage goal (e.g., 50 percent of hires) which would apply if opportunities exceed his current estimates.

(d) Each program must contain specific and detailed action oriented programs, including recruitment and training programs, which comply with Revised Order 4. These programs must, among other required ingredients, commit the contractor to undertake every good faith effort to contact and make use of relevant recruitment and training resources available in the community and to use its own resources for recruiting and training minorities and women to fill positions in job groups where underutilization exists. Data regarding promotable employees, community training facilities and company training facilities must be prepared by the company itself, and related to the locality.

(2) How many of these jobs will be filled through upgrading? In considering the current workforce, turnover, and deficiencies identified, are the contractor's goals reason

able and will they achieve prompt and full utilization of minorities and women? Is there evidence that the contractor is considering minorities and women not in the workforce? Make specific suggestions for affirmative action based on problem areas and on areas previously lacking in positive affirmative action, as pointed out by the review. The affirmative action program must appear as an exhibit to this report. Determination of good faith effort should be made which shall include but not be limited to the following:

(a) Notification to the community organizations that the contractor has employment opportunities available and maintenance of records regarding the organizations' response.

(b) Maintenance of a file of the names and addresses of each minority or female worker referred to the contractor and what action was taken with respect to each such referred worker.

(c) Participation in training programs in the area. Full consideration of the training which the contractor can reasonably undertake.

(d) Dissemination of the contractor's EEO policy, by including it in any policy manual; by publicizing it in company or union newspapers, annual report, etc.; by conducting meetings to explain and discuss the policy; by posting of the policy; and by specific review of the policy with minority and female employees.

(e) Dissemination of the EEO policy externally by informing and discussing it with all recruitment sources; by advertising in news media, specifically including minority news media; and by notifying and discussing it with all contractors and subcontractors.

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by the Testing and Selection Order 41 CFR § 60-3.

(i) Making every effort to provide afterschool, summer and vacation employment to minority youths.

(j) Where reasonable, the development of on-the-job training opportunities and participation and assistance in any association or group training programs relevant to the contractor's needs.

(k) Continuing inventory and evaluation of all minority and female personnel for promotion opportunities and encouragement of minority and female employees to seek such opportunities.

(1) Assuring that seniority practices, job classifications, etc., do not have a discriminatory effect.

(m) Assuring that all facilities and activities are nonsegregated.

(n) Continual monitoring of all personnel activities to insure that its EEO policy is being carried out.

(0) All other sections of Subpart C of Order 4 (41 CFR 60-2.20, 21, 22, 23, 24, and 25) and the OFCC Sex Discrimination Guidelines at 41 CFR Part 60-20.

XIII. Religious and National Origin Discrimination.

Refer to the regulations (41 CFR 60-50). Has the contractor reviewed his practices to determine whether members of religious and/or ethnic groups are receiving fair consideration for job opportunities? Describe the outreach and positive recruitment activities undertaken by the contractor to remedy problems identified. (See 41 CFR 60-50.2(b)). Describe any accommodation made by the contractor to the religious observances and practices of an employee or prospective employee. When such situations exist, if the contractor has not made such accommodation, describe the contractor's rationale including, at least: (a) business necessity, (b) financial costs and expenses, and (c) resulting personnel policies.

[39 FR 25655, July 12, 1974]

CHAPTERS 61-100 [RESERVED]

FINDING AIDS

A list of current CFR volumes, a list of superseded CFR volumes, and a list of CFR titles, subtitles, chapters, subchapters and parts are included in the subject index volume to the Code of Federal Regulations which is published separately and revised annually.

Table of CFR Titles and Chapters

Alphabetical List of CFR Subtitles and Chapters
List of CFR Sections Affected

Chap.

Table of CFR Titles and Chapters

Title 1-General Provisions

I Administrative Committee of the Federal Register (Parts 0-49)]
II Office of the Federal Register (Parts 50-299)

III Administrative Conference of the United States (Parts 300-end)]

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I General Accounting Office (Parts 0–99)

II Federal Claims Collection Standards (General Accounting Office Department of Justice) (Parts 100-299)

III Cost Accounting Standards Board (Parts 300–499)

Title 5-Administrative Personnel

I Civil Service Commission (Parts 0-1199)

III

Office of Management and Budget (Parts 1300-1399)

V International Organizations Employees Loyalty Board (Parts 1500-1599)

VI Department of Defense (Parts 1600–1699)

VII Advisory Commission on Intergovernmental Relations (Parts 1700-1799)

IX Appalachian Regional Commission (Parts 1900–1999)

X National Capital Housing Authority (Parts 2000-2099)

XI United States Soldiers' and Airmen's Home (Parts 2100-2199)

XII District of Columbia Redevelopment Land Agency (Parts 2200

2299)

XIII National Commission on Product Safety (Parts 2300-2399)
XIV Federal Labor Relations Council and Federal Service Impasses
Panel (Parts 2400-2499)

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