Preparing your data for an Affirmative Action Plan is an essential component of your overall compliance strategy. In this presentation, we'll focus on how to prepare your hiring data. Specifically, we'll discuss the kinds of data required, and talk about how and why bad or missing hiring data can render a data set useless for analysis purposes. Simple techniques for scrubbing data will be presented, and the webinar will conclude with a summary of common data validation tools.

1. Preparing Your Data
for an Affirmative Action Plan:
HIRING
presented by
Carla Irwin
President of Carla Irwin & Associates
and
Stephanie R. Thomas, Ph.D.
Founder and CEO of Thomas Econometrics

2. About the Webinar Series
• “Getting Back To Basics”
• Upcoming schedule:
– 9/28: Promotion
– 10/12: Termination
– 10/26: Workforce Snapshot
– 11/9: Applicant Flow
– 11/30: Compensation

3. Overview
• Data requirements
• Missing data and its effects
• Data scrubbing and validation

4. Required Data
• Employee‐level data
• Fields to be populated
– Unique identifiers;
– Demographics;
– Job title & job code;
– EEO‐1 Group & AAP Group;
– Location;
– Hire / rehire / termination dates

5. Non‐AAP Suggested Data
• Expanded demographic information on other
protected characteristics
– Age
– Disability status*
– Veteran status*
– Marital status
– Sexual orientation

6. Required Documentation
• Electronically‐maintained information used in
hiring decisions
– Resume / CV
– Application
– Interview notes
– Self‐id forms
– Pre‐employment screening results
– Prior employment history / work experience
– Any other information considered in the hiring process

7. Common Missing Data Points
• Gender, race, ethnicity and other
demographic information
– How to collect if missing?
– Voluntary disclosure versus employer
identification

8. Common Missing Data Points
• Job Title
– Actual title hired into versus current title
• Hire date
– System conversion dates
– Hire versus rehire date

9. The Effect of Missing Data
• Bad Data = Bad AAP
• Inaccurate conclusions
– Where are your real issues?
• Time / Expense / Resources
– Internal cost
– External cost
• Audit & Litigation Issues

10. Data Scrubbing & Validation
• Do We Have the Right People?
• Do We Have the Right Codes?
• Are We Consistent?
• Where Are Our Data Gaps?

11. Data Scrubbing & Validation
It’s an interactive process

12. Conclusion
• AAPs can drive process improvements,
policies and procedures, and guide the
direction of the organization
– AAPs (and their inferences) are only meaningful if
they’re based on clean and accurate data

13. Carla Irwin
President of Carla Irwin & Associates
cirwin@hrlinkgroup.com
815.254.0690
www.carlairwininc.com
&
Stephanie R. Thomas, Ph.D.
Founder and CEO of Thomas Econometrics
sthomas@thomasecon.com
215.642.0072
www.thomasecon.com