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 terminations data. Specifically, we'll discuss the kinds of data required, and talk about how and why bad or missing terminations 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:
Terminations
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:
– 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
– Employee Name/Number;
– Race/Gender/Ethnicity;
– Job Title (at time of termination)
– Location;
– Hire / rehire / termination/promotion dates
– Type of termination
– Term reason

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
termination decisions
– Attendance and leave policies
– Disciplinary procedures
– Performance evaluations, criteria used in evaluations,
validation of those criteria
– Documentation of series of events leading to termination
– Any other information considered in the termination
process

7. Common Missing Data Points
• Termination date
• Type of termination
• Reason for termination
• Internal termination documentation
• Comparators
• Information regarding previous waves of
reductions in force

8. Common Data Pitfalls
• “VOL” versus “INV”
• Reason for termination
• Part of / Not Part of Reduction in Force
• Comparators
• Consistent Use of Voluntary & Involuntary

9. Policy And Procedure Issues
• Set termination policies and procedures
• Defining voluntary versus involuntary terms
• Business justification for reduction in force
• Resignation, Package, Asked to Leave

10. 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

11. Data Scrubbing & Validation
• What Are Our Termination Policies?
• Do We Have the Right People?
• Do We Have the Right Codes?
• Are We Consistent?
• Where Are Our Data Gaps?

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

13. Conclusion
• Terminations can provide valuable insight into
employee retention and turnover. The analysis
as part of your Affirmative Action Program can
help identify the underlying causes of
problems in retention and turnover.

14. 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