Preparing Your Data for an Affirmative Action Plan: Termination
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The document outlines the preparation of data for an affirmative action plan, focusing on necessary employee-level data and documentation regarding terminations. It discusses common data pitfalls and the importance of data scrubbing and validation to ensure accurate conclusions regarding employee retention and turnover. The webinar series also emphasizes the significance of analyzing termination data to identify underlying issues in workforce dynamics.
Preparing Your Data for an Affirmative Action Plan: Termination
- 1. Preparing Your Data for an Affirmative Action Plan: Terminations presented by Carla Irwin President of Carla Irwin & Associates and Stephanie R. Thomas, Ph.D. Founder and CEO of Thomas Econometrics
- 2. About the Webinar Series • “Getting Back To Basics” • Upcoming schedule: – 10/26: Workforce Snapshot – 11/9: Applicant Flow – 11/30: Compensation
- 3. Overview • Data requirements • Missing data and its effects • Data scrubbing and validation
- 4. Required Data • Employee-level data • Fields to be populated – Employee Name/Number; – Race/Gender/Ethnicity; – Job Title (at time of termination) – Location; – Hire / rehire / termination/promotion dates – Type of termination – Term reason
- 5. Non-AAP Suggested Data • Expanded demographic information on other protected characteristics – Age – Disability status* – Veteran status* – Marital status – Sexual orientation
- 6. Required Documentation • Electronically-maintained information used in termination decisions – Attendance and leave policies – Disciplinary procedures – Performance evaluations, criteria used in evaluations, validation of those criteria – Documentation of series of events leading to termination – Any other information considered in the termination process
- 7. Common Missing Data Points • Termination date • Type of termination • Reason for termination • Internal termination documentation • Comparators • Information regarding previous waves of reductions in force
- 8. Common Data Pitfalls • “VOL” versus “INV” • Reason for termination • Part of / Not Part of Reduction in Force • Comparators • Consistent Use of Voluntary & Involuntary
- 9. Policy And Procedure Issues • Set termination policies and procedures • Defining voluntary versus involuntary terms • Business justification for reduction in force • Resignation, Package, Asked to Leave
- 10. The Effect of Missing Data • Bad Data = Bad AAP • Inaccurate conclusions – Where are your real issues? • Time / Expense / Resources – Internal cost – External cost • Audit & Litigation Issues
- 11. Data Scrubbing & Validation • What Are Our Termination Policies? • Do We Have the Right People? • Do We Have the Right Codes? • Are We Consistent? • Where Are Our Data Gaps?
- 12. Data Scrubbing & Validation It’s an interactive process
- 13. Conclusion • Terminations can provide valuable insight into employee retention and turnover. The analysis as part of your Affirmative Action Program can help identify the underlying causes of problems in retention and turnover.
- 14. Carla Irwin President of Carla Irwin & Associates cirwin@hrlinkgroup.com 815.254.0690 www.carlairwininc.com & Stephanie R. Thomas, Ph.D. Founder and CEO of Thomas Econometrics sthomas@thomasecon.com 215.642.0072 www.thomasecon.com