1K01 Workforce Structure and Personnel Practices

In the initial review of the AAP and Itemized Listing data, Investigators evaluate the organizational display or workforce analysis for acceptability. As a result, they have a basic understanding of the contractor’s organization and operations. For example, a workforce analysis should show:

• Whether the contractor organizes the facility by department or other unit (e.g., division);
• Whether lines of progression exist; and
• How the contractor structures pay and other characteristics that may prove useful for subsequent analyses of both affirmative action and potential discrimination issues.

For a submission to be acceptable, contractors must provide other Itemized Listing data that allow Investigators to evaluate personnel practices. This includes Equal Employment Opportunity (EEO) policies such as antiharassment policies, policies on EEO complaint procedures, and policies on employment agreements that impact employees’ equal opportunity rights and complaint processes.

Other Itemized Listing data that the contractor may provide with the AAP, such as copies of labor agreements, should contain additional information such as pay rates, work performed, organizational structure and rules for internal mobility. Investigators must enter this information, to the extent that it is available during the desk audit, in CMS.