Partner assessments, also known as outreach assessments, are evaluations conducted by federal contractors and subcontractors to assess the effectiveness and impact of their outreach efforts aimed at promoting equal employment opportunities and diversity. These assessments are crucial for demonstrating compliance with OFCCP requirements and ensuring that contractors are actively engaging in efforts to attract, recruit, and retain individuals from diverse backgrounds, including protected groups such as minorities, women, individuals with disabilities, and veterans.
Key aspects of partner assessments as they relate to OFCCP compliance include:
- Evaluation of Outreach Strategies: Contractors assess the strategies and tactics used to reach out to diverse candidates, such as participation in job fairs, partnerships with community organizations and education institutions, targeted advertising campaigns, and recruitment events. They evaluate the reach and effectiveness of these efforts in attracting qualified applicants from underrepresented groups.
- Documentation & Record-Keeping: Contractors maintain detailed records of their outreach activities, including documentation of job postings, participation in outreach events, collaborations with educational institutions, and partnerships with diversity-focused organizations. These records serve as evidence of compliance during OFCCP audits and evaluations.
- Analysis of Diversity Metrics: Contractors analyze diversity metrics within their applicant pools and workforce to assess the impact of outreach efforts on increasing representation of protected groups. This analysis helps identify areas for improvement and informs adjustments to outreach strategies.
- Incorporation into Affirmative Action Plans (AAPs): Findings from outreach assessments are often incorporated into the contractor’s Affirmative Action Program (AAP), where specific goals and action plans for outreach and recruitment are outlined. This ensures that outreach efforts are aligned with broader diversity and inclusion objectives.
- Reporting & Compliance Monitoring: Contractors may be required to report on the outcomes of their outreach assessments as part of compliance evaluations conducted by OFCCP. This includes demonstrating how outreach activities contribute to achieving equal employment opportunities and fostering a diverse workplace culture.
DirectEmployers’ proprietary Partner Relationship Manager (PRM) includes assessment capabilities and sends reminders to users to complete them periodically. Assessment reporting and documentation are also available for use in AAPs and compliance evaluations.
Overall, outreach assessments play a critical role in OFCCP compliance by ensuring that federal contractors and subcontractors actively pursue and evaluate efforts to attract diverse talent pools. By assessing the effectiveness of outreach strategies and documenting their impact, contractors demonstrate their commitment to promoting equal opportunity and diversity within their organizations.