Chapter 5 - Talent Planning and Acquisition Flashcards
the processes performed by an employer of recruiting, interviewing, staffing, ensuring equal employment opportunity, affirmative action orientating new employees, managing, retention, termination and proper employee records
workforce planning and employment
the relocation of functions or work to another country
offshoring
The charge of illegal discrimination could not be substantiated.
No reasonable cause
The charge of illegal discrimination is substantiated by the evidence, and a letter of determination is sent to the employer and employee inviting the parties to join the agency in seeking to resolve the charge through conciliation
Reasonable cause
If the employee requests the case be closed without an investigation or during an investigation, the commission will cease its activities on the case and issue the employee a notice that he or she has the right to proceed to federal court.
Administrative closure
the degree to which a test measures what it claims to measure
construct validity
the extent a test measures all aspects of a given job
content validity
empirical studies producing data that show the selection procedure(s) are predictive or significantly related with important elements of job performance
criterion-realted validity
payment of salary or wages that could have been earned had the individual continued to work on the job in question or had the person been employed for a future period of time
front pay
gathering verbal and written information dealing with an issue that needs to be clarified
internal investigation
one possible determination from a state or federal enforcement agency concerning an investigation of a charge of illegal discrimination
reasonable clause
the measurement known as a “rule of thumb” used to test for disparity in treatment during any type of employment selection decisions; also identified as adverse impact
80% rule
documents containing information and commitments to take action that will improve the representation of minorities, women, disabled people, and veterans in the workforce
affirmative action plans
This is an audit of the physical establishment identified by a street address or campus location. This can be for either a goods and services contractor or a construction contractor. The requirements are different, but the offsite and onsite activities are much the same.
Normal compliance evaluation
When a contractor has gained approval of the OFCCP for its functional establishment, it becomes subject to selection of a compliance evaluation of that functional establishment. A functional establishment is composed of everyone in the contractor’s enterprise working in a functional area such as sales and marketing or administrative support.
Corporate Management Compliance Evaluation
Sometimes called a glass ceiling audit, this audit looks at the corporate headquarters organization and analyzes issues surrounding executive compensation, succession planning, mentoring programs, and developmental programs. This type of compliance evaluation was created by the OFCCP to identify illegal discrimination at senior corporate levels. Glass ceiling is the term that refers to an invisible barrier beyond which women may not progress in the organization. Since the term was first used, its meaning has expanded to encompass minorities as well as women.
Corporate Management Compliance Evaluation
applies to private-sector employers and is required annually by March 31
EEO-1
applies to private-sector employers and is required annually by March 31
EEO-3
applies to state and local governments with 100 or more employees. Filing is required biannually in odd-numbered years
EEO-4
is formerly known as the Elementary-Secondary Staff Information Report and is a joint requirement of the EEOC and the Office for Civil Rights (OCR) and the National Center for Education Statistics (NCES) of the U.S. Department of Education. It is conducted biennially in the even-numbered years and covers all public elementary and secondary school districts with 100 or more employees in the United States.
EEO-5
is when someone with a high-level position or a high level of influence at an organization hires friends or relatives over other, potentially more qualified candidates
nepotism
payment of salary or wages that should have been paid initially, usually as a form of remedy from a complaint of discrimination
back pay
exemption from overtime payment based on several qualifying factors, including supervision and minimum pay requirements
executive exemption
Identifying job openings before they exist
forecasting
