Redstone GCI experts routinely support contractors with the Office of Federal Contract Compliance Programs (OFCCP) requirements. Employers doing business with the Federal government have specific rules and regulations that must be followed to ensure equal employment opportunity (EEO) and affirmative action. The OFCCP mandates these rules and regulations. Our HR experts offer guidance and support to contractors related to OFCCP and best practices for compliance. We work with your team to provide a customized approach, offering a complete life-cycle solution to compliance with the requirements of Executive Order 11246, Section 503, and VEVRAA (Vietnam Era Veterans’ Readjustment Assistance Act of 1974). We assist with developing and implementing the processes crucial to meeting the organization’s recruiting, hiring, and retention needs while remaining compliant with the sometimes-overwhelming requirements of the OFCCP. In addition, we manage the creation of Affirmative Action Plans (AAP) and assist with implementing appropriate programs. Our experts provide training and full audit support.


  • OFCCP Compliance Assessment – Whether new to these requirements or searching for more efficient processes, our team of experts will evaluate your current practices related to OFCCP compliance and provide practical assistance with process development and improvement.
  • Process DevelopmentEvery contractor’s recruiting, hiring and retention challenges are different. Considering your company’s unique needs, we will assist in developing, implementing, and training effective and compliant hiring processes.
  • Recordkeeping and Retention – Collecting and maintaining appropriate documentation is key to successful compliance with OFCCP. Our HR consulting team will assist you in accurately and efficiently capturing the appropriate records and understanding related retention requirements.
  • Affirmative Action PlanWritten Affirmative Action Plan(s) are required of covered federal government contractors. These plans include a detailed analysis and describe your efforts toward equal employment opportunities. These plans must be maintained and certified on an annual basis. Our experts work diligently to understand your data and ask the right questions to produce meaningful and compliant plans.
  • Implementation of an Affirmative Action Program – Rather than allowing the written Affirmative Action Plan(s) to collect dust, our experts engage with your company to ensure you understand the requirements and your data in order to initiate a well-executed program. This program may include training programs, outreach efforts, and action plans.
  • Annual Reporting (EEO-1 and VETS 4212) – Failure to submit an annual EEO-1 and VETS 4212 can significantly impact covered contractors. Federal agencies are prohibited from entering into a contract with contractors who have failed to submit VETS 4212. Our team will assist in the timely and accurate submission of EEO-1 and VETS 4212 reporting.
  • Compensation Analyses – Contractors are expected to be proactive in developing fair pay practices. We provide an in-depth analysis of your company’s compensation, including reviewing or developing related policies and procedures.
  • Training – Knowledge is power. We train everyone involved in employment decisions so that there is a solid understanding of everyone’s responsibilities and the “why” behind them.
  • Audit Support – OFCCP and DOL audits can be intimidating and overwhelming. In the event of an audit, our experts will manage the process, including serving as a liaison between your company and the auditor.

Practice Leader

Sheri BuchananSheri Buchanan
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