Quick Steps customizes the Affirmative Action Plan to meet your specific needs, something no other vendor will do. Quick Steps requires no special IT support. It is all programmed in an Excel Workbook and a majority of the plan is completed for you after you send a simple data extract to Quick Steps.

• Work Force Data Extract Report
• A contractor would provide the following data extract from their human resource information system in an excel spreadsheet in the format as shown in the attached report. The data from this extract will be placed into the Quick Steps program to complete all analysis for all reports in their AAP.
• To view sample of report double click it.



• Departmental Analysis Report
• The program completes a departmental analysis of your location by department name, pay grade (lowest to highest), job title, sex, race and totals by department
• To view sample of report double click it.



• EEO Job Group Analysis Report
• The program completes an EEO Job Group Analysis by job group, job titles within each group, and an employee count by sex and race within each job title.
• To view sample of report double click it.



• EEO Work Force Summary Report
• The program completes a summary report by each EEO job group with an employee count by sex and race within each group.
• To view sample of report double click it.



• EEO Work Force Analysis Report
• The data from the above summary report is entered into this report. The program calculates, by each EEO job group, the total number of female, male, minority, and nonminority incumbents for each job group and automatically places that data into the Factored Analysis Report.
• To view sample of report double click it.



• Factored Analysis Report
• This report provides key factors of Affirmative Action Plan requirements:
• The number and percent of Minority and Female incumbents you have in each EEO Job Group in your facility.
• The adjusted availability for determining placement rates which is determined by the following two factors:
• Requisite skill availability for external hiring that you reasonably expect to recruit to fill vacancies. The data for minority and females is obtained from the Census website from the 2000 census report. Quick Steps can assist with establishing this data.
• Promotable and transferable that would fill vacancies from within. This is determined by normal progression of employee mobility, the jobs or job groups employees normally come from to fill vacancies in the job group for which you are determining internal availability.
• When the number of incumbents from promotable groups or jobs is entered into the promotable section of this spreadsheet, the percent internal availability is automatically calculated and inserted for the adjusted availability calculation.
• To finalize the adjusted availability calculation you must:
• Determine what percent of the time positions are filled externally and what percent of the time they are filled internally by transfer or promotion.
• The same percentage value must be applied in the minority and female columns for external availability and the same percentage value must be used for minority and female for internal availability.
• The total of the two weighted factors must equal 100%
• The program makes the following determinations for both minority and female if a placement rate goal is required.
• If the percent of incumbent minority or female is greater than the total adjusted availability it will show as accomplished.
• If the percent of incumbent minorities or females is less than the total adjusted availability it will establish a Placement Rate.
• To view sample of report double click it.



• Placement Rate Analysis Report
• The program brings everything to one page, in an easy to understand report that indicates the number and percentage of incumbents by job group, race and sex as well as placement rate, if required.
• To view sample of report double click it.



• Utilization Analysis Report
• The program creates a graphic analysis by each EEO job group showing the number by which you are either over utilized or underutilized.
• To view sample of report double click it.



• Positions Reporting Elsewhere
• The initial data extract provided requires that you identify those employees working at your work location that actually report to someone at another location. The program generates this report identifying those individuals who should be included in the “reporting” locations’ AAP, rather than your locations’ AAP. The individuals on this report are not included in your AAP.
• To view sample of report double click it.
  



• Compensation Analysis Reports
• The program will complete two different compensation analysis reports for you.
• The female report compares the salaries of females vs. males in each pay grade. In each pay grade it calculates the total number by sex, the total salaries by sex, the average salaries by sex and the plus or minus difference in average salary between male and female, and the percent difference in salaries between male and female.
• To view sample of report double click it.
  
• The minority report compares the salaries of each individual minority group vs. the nonminority (white) group. . In each different pay grade it calculates the total number by each race group, the total salaries by each race group, the average salaries by each race group, the plus or minus difference in average salary between each group and the percent difference in salaries between each group.
• To view sample of report double click it.
  



• Work Force Service Analysis Report
• By including the hire date as part of the initial data extract, the program has the ability to give multiple different views for the analysis of service. This can be beneficial in explaining pay differences. The following example is an analysis comparison by pay grade.
• To view sample of report double click it.




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