Providing Knowledge and Support to Tackle Personal Outreach Requirements
While working to create a more inclusive workforce, the OFCCP has devised a way to measure the effectiveness of federal contractors’ hiring practices by creating a 7% utilization goal for individuals with disabilities. Unlike VEVRAA regulations, there are not mandatory listing requirements; however outreach and positive recruitment activities are now required for VEVRAA and Section 503. Likewise, Executive Order 11246 requires federal contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment.
Required Outreach for VEVRAA and Section 503
Under the required outreach efforts of the new VEVRAA and Section 503 regulations, federal contractors and subcontractors must undertake appropriate outreach and positive recruitment activities that are reasonably designed to effectively recruit qualified individuals with disabilities or protected veterans. This means:
- Contractors must engage in outreach and recruitment efforts to attract individuals with disabilities and protected veterans. Outreach to attract females and minorities is still necessary to meet good faith outreach efforts
- Contractors must conduct an annual self-assessment of outreach and recruitment efforts, document such assessment and measure effectiveness
- Contractors are required to document all outreach and recruitment activities and retain these records for three (3) years
Good Faith Efforts for Executive Order 11246
To assist with outreach and good faith efforts for Executive Order 11246, DirectEmployers has established partnerships with diversity, disability and veteran organizations, on local and national levels, that help augment current outreach initiatives.
Looking for a tool to track and manage relationships?
Learn more about the Partner Relationship Manager (PRM), a web-based platform that allows you to enter, access and store data pertaining to partnership outreach, regardless of your device or location.