• FCCM, Page 21-22; 1E02, Desk Audit:

  b. Section 503 and Section 4212 (or VEVRAA) AAPs. if one or more of the below listed Section 503 and Section 4212 AAP elements is missing, COs automatically consider the submission unacceptable.

  • Internal Dissemination of contractor's EEO policy
  • Description of the contractor's audit reporting system
  • Identification of the person(s) responsible for implementation of the AAP

   

  Read it in the FCCM

• FCCM, Page 37; 1H07, Internal Dissemination of EEO Policy and Outreach:

  The contractor must disseminate its EEO policy internally. An acceptable AAP must address the contractor's internal procedures to foster understanding, acceptance and support of the contractor's obligation to promote equal employment...

   

  Contractors may conduct meetings with executive, managerial and supervisory personnel to explain the intent of the policy and to delineate individual responsibility for its implementation.

   

  Read it in the FCCM

• FCCM, Page 67; 2E01, Additional Required Elements of an AAP:

  • Designation of Responsibility for the AAP. The contractor's appointment of a person to be responsible for implementing the AAP must be an executive who has the authority and resources to ensure that the AAP is put into practice. COs must obtain a copy of the responsible official's position description to ensure that in includes implementing the AAP. During the interview, the official responsible for the AAP's implementation must describe how the specific provisions of the AAP are implemented. The roles of the interviewed officials in developing and implementing the AAP must be the same as specified in the written AAP. If they are not the same, Cos must ask the contractor for an explanation.

   

  Read it in the FCCM

• Title 41, Code of Federal Regulations, §60-741.44(i):

  (i) Responsibility for implementation. An official of the contractor shall be assigned responsibility for implementation of the contractor's affirmative action activities under this part. His or her identity should appear on all internal and external communications regarding the company's affirmative action program. This official shall be given necessary senior management support and staff to manage the implementation of this program.

   

  Read it on ECFR

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