Compensation, Veterans, and Disabled have been recurring themes within the Office of Federal Contract Compliance Programs (OFCCP) for many years now and were predominately the topic of discussions during the 2013 ILG National (NILG) Conference. We gathered as much insight as was permissible by the OFCCP to provide attendees. Let’s briefly review the Compensation Directive 307 and the proposed regulations for Veterans and Disabled which have been in the public eye for quite some time.
Equal pay and closing the pay gap are priorities for the Obama Administration, so the White House Task Force, comprised of several government entities, was created to help achieve this goal. The OFCCP is one of the agencies delegated with this task and they are doing their part by concentrating on compensation disparity. Since Patricia Shiu became the OFCCP Director, the voluntary Standard Guidelines have been rescinded and just recently replaced with Compensation Directive 307. This Directive will guide Compliance Officers on how to conduct compensation analyses during the audit process. This was certainly a hot topic at the NILG Conference and will continue to be one in the future.
We highly suggest getting acquainted with Compensation Directive 307 with our experts:
- Dr. Dan Kuang’s three-part webinar series exploring the statistical fundamentals behind running a regression-based compensation analysis [Insert link to webinars]
- Compensation Analysis 101 – Part I(BCGi Platinum Members only)
- Compensation Analysis 101 – Part II (BCGi Platinum Members only)
- Compensation Analysis 101 – Part III (BCGi Platinum Members only)
- Dr. Patrick Nooren’s webinar distilling Directive 307 [Insert link to webinars]
- Understanding OFCCP Compensation Directive 307 – Part I
- Understanding OFCCP Compensation Directive 307 – Part II (BCGi Platinum Members only)
- EEO Insight (Volume 5, Issue 2), distributed to attendees at the NILG Conference, includes two articles highlighting compensation.
- EEO Insight Archive (BCGi Platinum Members Only)
Veterans and Individuals with Disabilities have also been an interest of the OFCCP as regulations require Federal contractors to incorporate recruitment and advancement of these persons as part of their Affirmative Action Plan. The Proposed Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and The Rehabilitation Act of 1973, Section 503 was sent to the Office of Management and Budget (OMB) during the week of the NILG and caused plenty of buzz within the Federal contractor community! The OMB has sixty days to review the proposed regulations and can either reject a portion or all of the proposed regulations. If rejected, it will be sent back to the OFCCP for further review. What does this mean for Federal contractors if it does get approved? Additional outreach, recruitment, and analysis for Veterans and Disabled will be required, which will undoubtedly change how we create Affirmative Action Plans.
- Over 75 participants “graduated” from the two-part, three-hour EEO Analysis Bootcamp presented by Drs. Dan Biddle and Patrick Nooren.
- Dr. Biddle’s panel discussion with Chief Personnel Testing Psychologist, Dr. Richard Tonowski, went well, reminding attendees that enforcement of test validity is still situation-specific!
- The revised Federal Contract Compliance Manual (FCCM) will be released in the next few months and contractors filing for VETS-100(a) no longer have to submit a formal request via the Freedom of Information Act (FOIA) to obtain their reports.