(USA) Meeting Regulatory Requirements for the United States

This chapter provides an overview of U.S. regulatory requirements and discusses how to:

Set up control tables for regulatory requirements.
Meet Equal Employment Opportunity and Affirmative Action Plan (EEO/AAP) reporting requirements.
Meet Job Group Movement Analysis reporting requirements.
Meet Veterans Employment and Training Service-100 ( VETS-100) reporting requirements.
Run the U.S. regulatory reports.

Understanding U.S. Regulatory Requirements

If U.S. government employment regulations apply to your company, you need to implement plans and practices to ensure that your company consistently meets U.S. reporting requirements.

Human Resources provides tables to help you manage the information that you need to comply with the Americans with Disabilities Act (ADA). Veterans Employment and Training Service (VETS) is the only report in which disabled employees are counted.

Additionally, PeopleSoft provides the following regulatory reports:

Adverse Impact.
EEO-1 Employer Information.
EEO-1 Job Analysis Report.
EEO-4 State and Local Govt.
EEO-5 Job Analysis.
IPEDS-S Report.
Job Group Analysis.
Job Group Analysis Summary.
Job Group Movement Analysis.
Job Group Roster.
PRWORA - New Hire.
OSHA-200 Log.
OSHA-300 Incident Log.
OSHA-300A Annual Summary.
OSHA-301 Incident Report.
Terminations Analysis.
VETS-100 Report.
Workforce Analysis.

Setting Up Control Tables for Regulatory Requirements

To set up the control tables for regulatory requirements, use the Affirmative Action Plan (AAP_TBL), Establishment Table (ESTAB_TBL1_GBL), Location Profile (LOCATION_TBL2_GBL), EEO Job Group (EEO_JOB_GROUP), Job Task Table (JOB_TASK_TABLE), Job Code Task Table (JOBCODE_TASK_TABLE), and Controlled Establishments (CONTROLLED_ESTABS) components.

You must set up information in the Establishment table to meet U.S. regulatory requirements.

This section discusses how to:

Define affirmative action plans.
Define job tasks codes.

Pages Used to Set Up Control Tables for Regulatory Requirements

Page Name	Object Name	Navigation	Usage
Affirmative Action Plan	AAP_TBL	Workforce Monitoring, Meet Regulatory Rqmts, Maintain Affirmative Actn Plan, Affirmative Action Plan	Define the affirmative action plans. Affirmative action plans are defined by establishment ID.
Establishment Table	ESTAB_TBL1_GBL	Workforce Monitoring, Meet Regulatory Rqmts, Define Regulatory Reqmts Data, Establishments, Establishment Table	Identify the establishment, indicate its regulatory region, and enter the address and other country-specific information.
Location Profile	LOCATION_TBL2_GBL	Workforce Monitoring, Meet Regulatory Rqmts, Define Regulatory Reqmts Data, Establishments, Go to Locations, Location Profile	Specify a salary administration plan for the location, as well as tax and country-specific location information.
EEO Job Group (Equal Employment Opportunity job group)	EEO_JOB_GROUP	Workforce Monitoring, Meet Regulatory Rqmts, Define Regulatory Rqmts Data, Job Groups, EEO Job Group	Set up EEO job group codes.
Job Task Table	JOB_TASK_TABLE	Workforce Monitoring, Meet Regulatory Rqmts, Define Regulatory Rqmts Data, Job Tasks, Job Task Table	Define job task outcomes. For example, if a job requires an employee to pick up heavy boxes and move them, then define moving heavy boxes as the essential job task. Do not define the job task as lifting heavy boxes because an employee with a disability could use a forklift to move them.
Job Code Task Table	JOBCODE_TASK_TABLE	Workforce Monitoring, Meet Regulatory Rqmts, Define Regulatory Rqmts Data, Job Code Tasks, Job Code Task Table	Define job tasks associated with each job code.
Controlled Establishments	CONTROLLED_ESTABS	Workforce Monitoring, Meet Regulatory Rqmts, Review Controlled Estb Ids, Controlled Establishments	Shows all establishments that have designated the selected headquarters unit as their controlling establishment.

See Also

Defining Establishments

Establishing Locations

Defining Affirmative Action Plans

Access the Affirmative Action Plan page.

Plan Description

Enter a description of this affirmative action plan.

Person Responsible

Select the employee ID of the person responsible for administering this plan.

Plan Year

Start Date, End Date, and Active

Enter the start date of this plan. The system calculates the end date and selects the Active check box if this is the current year plan.

Job Groups Represented in Establishment

EEO Job Group, Minority Goal and Female Goal	Select an EEO job group and enter the minority goal and female goal for that job group.
Allocate Goals	Click the Allocate Goals link to access Ethnic Group, Total Goal and Female Goal fields.

Allocate Goals

Ethnic Group, Total Goal and Female Goal

Enter the plan’s total and female goals for the selected ethnic group. Click the Roll Up Values links to add the goals for the Minority Goal and Female Goal. Click the Done button to return to the main page. These values will be rolled forward to the EEO Job Group Goals in the Job Groups Represented in Establishment group box.

Defining Job Task Codes

Access the Job Code Task Table page.

Total Percent Time Spent

The system calculates and displays this when you move out of the % Time Spent field. The total cannot exceed 100%.

Jobtask SetID

Select from Jobtask SetID. Values come from the TableSet ID page.

Job Task

Select from Job Task. Values come from the Job Task Table page.

Imprtce (importance)

Select the importance of the job task to the particular job code.

Freq (frequency)

Enter how often the job task occurs for each job code. Values come from the Frequency table.

Cons. (consequence)

Select the result that occurs if the job task isn't performed.

% Time Spnt (percentage time spent)

Enter the percentage of time that is spent on the job task.

Note. Once created, this information is particularly useful for discussing job requirements with applicants. Although the ADA prohibits you from asking applicants if they have disabilities, you can show them a job's task list and ask them if they might have difficulties in completing the tasks. This way, you offer the applicants the opportunity to describe their disabilities and any accommodations that they need to perform the job tasks.

Meeting Equal Employment Opportunity and Affirmative Action Plan Reporting Requirements

Human Resources supports Equal Employment Opportunity/ Affirmative Action Plan (EEO/AAP) reporting requirements by enabling you to classify jobs and positions filled by applicants and employees in specific gender and ethnic groups. Use this information to define affirmative action goals and timetables and generate the necessary government reports.

Requirements that have been set forth by the U.S. government have made it necessary that Affirmative Action plan and goal information be reported based on establishments and job groups. Regulations pertaining to EEO/AAP reporting are Executive Order 11246 (EEO) and Public Law 88-352, Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Act of 1972. Recordkeeping and reporting requirements have been amended by Title 41 of the Code of Federal Regulations part 60-2 (AAP reporting) and part 61-250 (VETS reporting).

Human Resources supplies standard reports with the appropriate information in the standard federal reporting format.

This section discusses:

Using U.S. establishment functionality.
Setting up EEO reporting requirements.
Understanding adverse impact reporting requirements.

Using U.S. Establishment Functionality

The U.S. government set requirements for Affirmative Action plan and goal information reporting based on establishments and job groups. The establishment/location allows for a many-to-many relationship to exist between location and establishment ID.

You can enter the regulatory region that is associated with the location. Select one or more establishment IDs for the location. You can also use the establishment-location relationship for Affirmative Action planning, EEO , Occupational Safety and Health Administration (OSHA), and other U.S. federal reporting regulations. Enter one or more location codes to associate with the establishment.

Note. In order for reports to be counted, populate the establishment ID on the job record for employees in U.S. locations.

See Defining Establishments.

See Establishing Locations.

Establishments in Affirmative Action Reporting

EEO reports are organized by establishment. A company’s headquarters unit and each of its hiring locations are considered separate establishments. A single-establishment employer is required to file a single report.

A multi-establishment employer (doing business at more than one hiring location) files separate reports for each of the following locations:

The organization’s principal or headquarters office.
Each hiring location employing 50 or more persons.

In addition, multi-establishment employers must file a consolidated report covering all establishments, as well as a list of all the establishments with less than 50 employees that are included in the tabulations on the consolidated report but for which no individual establishment report is filed.

Note. Human Resources does not provide consolidated reporting information for companies with a total of fewer than 50 persons if all establishments are located in a single state.

Setting Up EEO Reporting Requirements

The Equal Employment Opportunity Commission (EEOC) requires that most companies file one or more reports from the series EEO-1 through EEO-5. These reports count male and female employees in certain ethnic groups by federal employment categories. Before running the EEO reports, you need to set up the following data about your organization’s establishments and EEO job categories:

Create U.S. establishments on the Establishment - Establishment Address page.
Enter EEO job categories on the Job Code Table - Job Code Profile page.
Assign establishment IDs on the secondary page of the Location Table - Location Profile page.

Understanding Adverse Impact Reporting Requirements

The Adverse Impact report (APP001) provides analysis information on recruitment and hiring practices to help determine whether specific actions by an employer are influenced by ethnicity, sex, or other EEO/AA issues. The report compares employment hiring decisions for white males to members of ethnic minorities and females. The government requires certain employers to assess adverse impact annually. This report helps in determining the effect of EEO/AA issues on hiring practices and employee movements in an organization, such as promotions, transfers, and terminations.

Use the report to detect evidence of adverse selection within ethnic groups in the recruitment and hiring activities. The report compares white males, selected ethnic groups, and sex, and includes a total for each group and for each category as a whole. In addition to the count totals, the report calculates the ratio of total offers in each group to the total applicants in the group, and the impact on ethnic minorities as compared to white males.

Entering Applicant Data for the Adverse Impact Report

You need to enter certain data for job applicants and employees before you run the Adverse Impact report. The system recognizes a person as both a new hire and an applicant for purposes of the Adverse Impact report if you hire the person through the Hire component in PeopleSoft Human Resources Administer Workforce.

However, if you enter a person as an applicant through Human Resources Recruit Workforce, the system only counts the applicant for the Adverse Impact report if you complete certain fields on the Applicant Personal Data page and the Application Data page. The following table shows the pages and fields in Human Resources Recruit Workforce that you must complete for the Adverse Impact report to run properly.

Affected Page	Affected Fields	Comments
Application Data - Applicant Contact Information page	Name	Must be completed.
Applicant Data - Eligibility/Identity page Applicant Data - Eligibility/Identity page	Gender Ethnic Group	Must be completed.
Application Data - Applicant Application Info Application 1 page Application Data -Applicant Requisition Application 2 page	Any field	Before running the report, change at least one default value on these pages.

Meeting Job Group Movement Analysis Reporting Requirements

This section provides an overview of the Job Group Movement Analysis report and discusses how to enter applicant data.

Understanding the Job Group Movement Analysis Report

The AAP Job Group Movement Analysis report helps you analyze which gender and ethnic groups are moving in and out of your organization or which groups are offered opportunities to advance. It reports the number of people in protected classes that are affected by specific job action categories. Use this report to see how employees move through career progressions within your company, especially if you are initiating or complying with affirmative action plans. It shows the number of people by ethnic group and gender being affected by specific personnel actions, including applications, offers, hires, promotions, and terminations in each job group.

Entering Applicant Data

The system recognizes a person as both a hire and an applicant for purposes of the Job Group Movement report if you hire the individual through the Hire component in Human Resources Administer Workforce.

However, if you enter a person as an applicant through Human Resources Recruit Workforce, the system only counts the applicant for the Job Group Movement report if you complete certain fields on the Applicant Personal Data page and the Application Data page. The following table shows the pages and fields in Human Resources Recruit Workforce that relate to the Job Group Movement report.

Affected Page	Affected Fields	Comments
Applicant Data - Applicant Contact InfoPage	Name	Must be completed.
Applicant Data -Eligibility/Identity Page	Gender	Must be completed.
Applicant Data - Eligibility/Identity Page	Ethnic Group	Must be completed.
Application Data - Applicant Application Info1 Page Application Data - Applicant Requisition2 Page	Any field	Before running the report, change at least one default value on this page.
Track Applicant Activity - Routings Page	Job Requisition # Position Number Job Code	To run the report, complete one of these fields.

Meeting VETS-100 Reporting Requirements

Under the Veterans Employment Opportunity Act of 1998, certain employers must submit the VETS-100 report as part of the federal contractor program. If your organization is a nonexempt federal contractor or subcontractor with contracts or subcontracts totaling $25,000 or more, you must submit the report to the Department of Labor every year.

The report details the number of special disabled veterans, Vietnam-era veterans, and other protected veterans in your workforce by job category and hiring location, as well as the total number of employees, special disabled veterans, Vietnam-era veterans, and other protected veterans hired during the reporting period.

This section discusses how to:

Set up the VETS-100 report.
Enter data for the VETS-100 report.

Setting Up the VETS-100 Report

If you are a federal contractor subject to VETS-100 reporting requirements, you must set up specific company, establishment, job code, and employee information in your system before you run the report. Run the VETS-100 Process to perform the calculations and load the values into a temporary table, and then run the VETS-100 Analysis process to create a report of the findings for internal use (optional) and the VETS-100 Submit process to create the digital file for submission.

Using Military Discharge Date

Use the Military Discharge Date to enter the discharge date for employees. This date is used to determine which veterans qualify for the Newly Separated Veteran designation. The Military Discharge Date provides accurate data for the following year's reporting cycle. Newly Separated Veterans are determined by verifying that a valid military status is selected and that the military discharge date is within 365 days of the reporting date.

Establishments in VETS-100 Reporting

VETS-100 reporting is organized by establishment. A company’s headquarters unit and each of its hiring locations are considered separate establishments. A single-establishment employer files a single completed form.

A multi-establishment employer (doing business at more than one hiring location), files separate forms for each of the following locations:

The organization’s principal or headquarters office.
Each hiring location employing 50 or more persons.
Each hiring location employing fewer than 50 persons.

The USF Vets-100 by POI (U.S. federal veterans-100 by personnel office identifier) report generates a Veterans employment report by POI.

The USF Vets-100 by Sub-Agency report generates a Veterans employment report by sub-agency.

VETS-100 Process

Because the VETS-100 report is complex and time consuming to run, PeopleSoft has separated the process from the report. Run the process on a high-powered server at a time when it is not heavily used. You can also run the process by establishment over the course of a few days, rather than running it for all employees at once.

The VETS-100 Process collects the data and stores it in a temporary table. The data stays in this table until you run the VETS-100 Submit process for it. Running the VETS-100 Process successive times does not delete or overwrite data unless you run it twice for the same establishment or fail to run the VETS-100 Submit process between reporting years.

VETS-100 Analysis

The VETS-100 Analysis process is an informational report that displays the data that you submit to the government when you create the VETS100.TXT file with the VETS-100 Submit process. Running this report does not affect the data in the temporary table. Run the VETS-100 Process before running this report. You can also use the VETS-100 Analysis process to report on VETS-100 history; you cannot report on years before 2000.

Vets-100 Submit

The VETS-100 Submit process creates a digital file that meets the VETS specifications using the data in the temporary table and transfers the data from the temporary table to a history table. The VETS-100 Submit process only removes data from the temporary table that should be written to the digital file. If the temporary table contains data for the entire organization and you run the VETS-100 Submit process for the headquarters only, data for establishments outside of headquarters remains in the temporary table until you run the VETS-100 Submit process to capture it. You can also use the VETS-100 Submit process to recreate a digital file based on VETS-100 history.

When calculating the minimum and maximum employee counts, PER027.SQR uses a method in which the first day of the selected reporting period is compared to the last day of the reporting period. The day with the most employees is considered the maximum count, while the day with the fewest is considered the minimum count. This method is very broad and VETS does not prefer this method. However, the preferred method according to VETS regulation is not required and the method used is subject to the discretion of the employer reporting the data.

Entering Data for the VETS-100 Report

Before you run the VETS-100 Process, complete the tables and fields required for the report.

Affected Page	Affected Fields	Comments
Company Table - Company Location		The company must be set up for the report to run properly.
Company Table - Default Settings	Federal EIN (federal employer’s tax identification number)	This nine-digit number assigned by the Internal Revenue Service is required for VETS-100 reporting.
Establishment - Establishment Address	Establishment Description Address Headquarters Unit	Each company for which you perform VETS-100 reporting must identify an establishment as its headquarters unit. A company is a single-establishment company, if this establishment is also the headquarters unit. If the company is a multi-establishment company, you must designate an establishment as the headquarters unit. This setup is essential for the VETS-100 Federal Contractor Structured Query Report (SQR) to work properly.
Establishment - Establishment Address	NAICS code (North American industrial classification system code) VETS-100 Unit Number Dun and Bradstreet Number	This is a six-digit classification code that identifies the industrial classification of your company’s primary economic activity. This information appears on the VETS-100 report. If the government requires you to provide a standard industrial classification (SIC) code instead of a NAICS code, enter it in the NAICS field. The government no longer uses the VETS-100 Unit Number for VETS-100 reporting. Use this field to enter the company number provided by the Department of Labor. The Dun and Bradstreet number is also referred to as the DUNS number or the Dun and Bradstreet Universal Numbering System.
Job Code Table - Job Code Profile	Job code EEO-1 Job Category	If you are a federal contractor subject to VETS-100 reporting requirements, you must report on all employees within your company. All of the job codes must be linked to an EEO-1 job category, and all employees must be assigned a job code. When you assign a job code to an individual employee in the Job Data component, the employee is automatically linked to an EEO-1 job category. When you run the VETS-100 report SQR, the system processes the employee’s veteran status information and combines it with other employees within the same EEO-1 job category.
Applicant Data - Eligibility/Identity	Employee military status	If you select Viet Vet (Vietnam veteran) as an employee’s military status, the system includes the employee in the count for the Vietnam Era Veterans column of the VETS-100 report.
Disability	All	If you select the Disabled Veteran check box, the system includes the employee in the Special Disabled Veterans column of the VETS-100 report.

Running the U.S. Regulatory Reports

This section discusses how to run the EEO-1 Job Analysis report.

Pages Used to Run the U.S. Regulatory Reports

Page Name	Object Name	Navigation	Usage
Adverse Impact	RUN_CNTL_REG	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, Adverse Impact	Run the Adverse Impact report (APP001) to provide information on recruitment and hiring practices.
Job Group Movement Analysis	RUN_CNTL_REG	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, Job Group Movement Analysis	Run the Job Group Movement Analysis report (APP002) to provide gender and ethnic group movements in and out of an organization and track career patterns.
Terminations Analysis	RUN_CNTL_REG	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, Terminations Analysis	Run the Terminations Analysis report (PER019) which analyzes terminations within your organization.
Job Group Analysis	RUN_CNTL_REG	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, Job Group Analysis	Run the Job Group Analysis report (PER024) to analyze the makeup of your workforce based on skills groups.
Job Group Analysis Summary	RUN_CNTL_REG	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, Job Group Analysis Summary	Run the Job Group Analysis Summary report (PER024A) to analyze the makeup of your workforce based on job groups.
Workforce Analysis	RUN_CNTL_REG	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, Workforce Analysis	Run the Workforce Analysis report (PER025). This report tracks hiring practices by department based on job titles.
Job Group Roster	RUN_CNTL_REG	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, Job Group Roster	Run the Job Group Roster report (PER030), which lists employees in job groups in job title order. It includes the ethnic background and the current salary information.
EEO-1 Employer Info	RUNCTL_PER016	Workforce Monitoring, Meet Regulatory Rqmts, EEO Reports, EEO-1 Employer Info	Run the EEO-1 Employer Information report (PER016). Use EEO Report Run Type to distinguish between a formal Government run (Govt Run) or an Informational run (Info Rpt). Select Govt Run as the type only when preparing reports for the government. At any other time, select Info Rpt.
EEO-1 Job Analysis Report	RUNCTL_PER017	Workforce Monitoring, Meet Regulatory Rqmts, EEO Reports, EEO-1 Job Analysis Report	Run the EEO-1 Job Analysis report (PER017). This report supplies standard job category counts instead of employee counts for the private sector.
EEO-4 State/Local	RUNCTL_PER031	Workforce Monitoring, Meet Regulatory Rqmts, EEO Reports, EEO-4 State/Local Govt	Run the EEO-4 State and Local Government report (PER031). This report provides employment counts in the prescribed format for state and local governments.
EEO-5 Job Analysis	RUNCTL_ASOFDATE	Workforce Monitoring, Meet Regulatory Rqmts, EEO Reports, EEO-5 Job Analysis	Run the EEO-5 Job Analysis report (PER022). This report supplies standard job category counts for school-related categories.
OSHA-200 Log (Occupational Safety and Health Administration – 200 log)	RUNCTL_CALENDARYR	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, OSHA-200 Log	Run the OSHA-200 Log report (OHS001). This report lists the case numbers and details of each injury and illness that occurred during a particular calendar year.
OSHA 301 Incident Report – Report Data	OSHA_301_0	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, OSHA 301 Incident Report	Create OSHA-301 incident reports. To create a new OSHA-301 incident, you must have an incident that has been specified as being OSHA reportable. The OSHA-301 data is kept distinct from your incident data, but uses the incident data as a starting point. This allows you to tailor the data in your OSHA-301 report to make sure it meets OSHA requirements without having to make changes to the original incident data.
OSHA 300 Log	RUN_ESTAB_FROMTO	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, OSHA 300 Incident Log	Generate the OSHA 300 log. The OSHA-300 Log is calculated from Incident and Injury data stored in your system, and not from the data entered in the OSHA-301 report. The report includes all incidents that resulted in injuries specified as OSHA Reportable. Reports are run by establishment, so the establishment value should be populated for all incidents with reportable injuries.
OSHA 300A Summary	RUN_ESTAB_FROMTO	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, OSHA 300A Annual Summary	Generate the OSHA 300A Summary. This report provides an overview of the data contained in the OSHA-300 Incident Log. The values in this summary are determined using the same algorithms and the same source data as the OSHA-300 report. This report is run separately for each establishment.
Vets-100 Process	RUNCTL_PER027	Workforce Monitoring, Meet Regulatory Rqmts, VETS-100 Reports, VETS-100 Process	Run the VETS-100 Process (PER027). This report lists federal job classifications and the number of employees and new hires in the last 12 months who are disabled veterans or Vietnam veterans.
Vets-100 Analysis	RUNCTL_PER027C	Workforce Monitoring, Meet Regulatory Rqmts, VETS-100 Reports, VETS-100 Analysis	Run the VETS-100 Analysis report (PER027C). This reports on the VETS-100 data created by the VETS-100 process.
Vets-100 Submit	RUNCTL_PER027C	Workforce Monitoring, Meet Regulatory Rqmts, VETS-100 Reports, VETS-100 Submit	Run the Vets-100 Submit report (PER027C).This report creates the digital file for submission to the government.
FEDERAL PRWORA - New Hire	RUNCTL_PER036	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, PRWORA-New Hire	Run the PRWORA - New Hire report (PER036). This report provides the information employers furnish to the Federal Directory of New Hires after hiring a new employee.
STATE PRWORA - New Hire	RUNCTL_PER036_S	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, PRWORA - New Hire, STATE PRWORA - New Hire	Run the State PRWORA - New Hire report (PER036S). This report provides the information employers furnish to the State Directory of New Hires after hiring a new employee.
IPEDS-S Report (Integrated Postsecondary Education Data System-Full Staff Survey report)	RUNCTL_PER040	Workforce Monitoring, Meet Regulatory Rqmts, Regulatory Reports, IPEDS-S	Run the IPEDS-S (Fall Staff Survey) report (PER040). This report is a mandatory report for U.S. higher education institutions that receive funding from a U.S. Federal government program. The report is divided into separate parts for different types of employee: full-time faculty members, other full-time employees, part-time employees, and new hires.

Running the EEO-1 Job Analysis Report

Access the EEO-1 Job Analysis page.

Also output CSV file (also output to comma-separated value file)

Select to print the CSV file along with the EEO-1 Job Analysis report.

Include Column Headers

This is available if you select Also output CSV file. Select to include column headings in the CSV file.

See Also

Meet Regulatory Requirements Reports

Plan Description	Enter a description of this affirmative action plan.
Person Responsible	Select the employee ID of the person responsible for administering this plan.

Total Percent Time Spent	The system calculates and displays this when you move out of the % Time Spent field. The total cannot exceed 100%.
Jobtask SetID	Select from Jobtask SetID. Values come from the TableSet ID page.
Job Task	Select from Job Task. Values come from the Job Task Table page.
Imprtce (importance)	Select the importance of the job task to the particular job code.
Freq (frequency)	Enter how often the job task occurs for each job code. Values come from the Frequency table.
Cons. (consequence)	Select the result that occurs if the job task isn't performed.
% Time Spnt (percentage time spent)	Enter the percentage of time that is spent on the job task.

Also output CSV file (also output to comma-separated value file)	Select to print the CSV file along with the EEO-1 Job Analysis report.
Include Column Headers	This is available if you select Also output CSV file. Select to include column headings in the CSV file.