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of the contractor, on the other hand, consists
of individuals hired over past periods of time.
Thus, the computation may not be the ideal basis
job groups, by industry, for which all con
tractors would have an affirmative action
obligation, regardless of availability.
addition to hiring goals, that obligation
CFR 60-2.11(b) defines a job group as one or a
group of jobs having similar wage rates, content, and
ties are too few in number to permit the establishment
of realistic goals.
In some instances, for example,
either no goals are set or they amount to fractions
Therefore, the Task Force recommends that
the definition of job groups be redefined to address
Fractions of Persons
A third major implementation problem is that for
contractors who have a small work force or whose opera
tions require a number of relatively small job groups,
the availability percentages often work out to frac
tions of persons, forcing Government compliance offi
cials and contractors to attempt what amounts to
Solomonic judgments as to the precise level of goals
5 for various minorities and women.
to this problem was reflected in a proposed revision
of CFR 60-1.40 (redesignated CFR 60-1.6 in the proposed
This provision would have changed the cover
age criteria from 50 employees or more and $50,000 or
However, the often-repeated case of a Washington, D.C., contractor being required to hire 1/4 of an Indian is apparently intended as a pun. The goal requirement does not cover any minority group which does not constitute 2 percent or more of the con
However, an analysis of the impact of the pro
can be avoided by combining small related job groups to
arrive at whole numbers and by amending the definition
of job group.
Timetables and ultimate Goals
Although the term "ultimate goal" is not specifi
cally mentioned in 60-2, it was developed as an imple
memorandum to Revised Order No. 4 (Memorandum to All
Contract Officers, dated February 22, 1974), OFCCP
substantially eliminate any disparities between the
rate of employment of minorities in the contractors' job groups and the rate of their availability for em
ployment in those groups.
Among the problems brought
to the attention of the Task Force are:
The relationship of "annual or interim
goals" to "ultimate goals," although ad
goals over a template of a changing work force;
each change in minority or female availability
for any job group will result in revision of
Timetables are often subject to dynamic
changes in work force opportunities, caused
in large measure by unpredictable economic
and competitive changes, thus making predic
tions difficult or impossible.
In lieu of ultimate goals, the Task Force recommends
that the concept of multiyear goals and timetables
including annual rates of achievement be incorporated