Sample Affirmative Action Program (Aap) Page 13
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36Designation of Responsibility for Implementation
Responsibilities of the Equal Employment Opportunity Manager:
The Personnel Manager has the responsibility for designing and ensuring the
effective implementation of Federal Contractor, Inc’s. (FCI’s) Affirmative Action
Program (AAP). These responsibilities include, but are not limited to, the following:
1. Developing Equal Employment Opportunity (EEO) policy statements, affirmative
action programs and internal and external communication procedures;
2. Assisting in the identification of AAP/EEO problem areas;
3. Assisting management in arriving at effective solutions to AAP/EEO problems;
4. Designing and implementing an internal audit and reporting system that:
a. Measures the effectiveness of FCI’s program;
b. Determines the degree to which AAP goals and objectives are met; and
c. Identifies the need for remedial action;
5. Keeping FCI’s General Manager informed of equal opportunity progress and
reporting potential problem areas within the company through quarterly reports;
6. Reviewing the company’s AAP for qualified minorities and women with all
managers and supervisors at all levels to ensure that the policy is understood
and is followed in all personnel activities;
7. Auditing the contents of the company’s bulletin board to ensure compliance
information is posted and up-to-date; and
8. Serving as liaison between FCI and enforcement agencies.
Responsibilities of Managers and Supervisors:
It is the responsibility of all managerial and supervisory staff to implement FCI’s AAP.
These responsibilities include, but are not limited to:
1. Assisting in the identification of problem areas, formulating solutions, and
establishing departmental goals and objectives when necessary;
2. Reviewing the qualifications of all applicants and employees to ensure qualified
individuals are treated in a nondiscriminatory manner when hiring, promotion,
transfer, and termination actions occur; and
SAMPLE AAP
Page - 13
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