Specifications include, but are not limited to: 1.Complete an Affirmative Action Plan including but not necessarily limited to sections on: utilization; availability; workforce analysis; goals and timetables; establishment and implementation of the organization’s policies and programs related to affirmative action in relation to gender and race, veteran status and disability in a way that ensures legal compliance in all required areas and complements and ensures consistency with the existing Diversity Acton Plan and Strategic Plan to Advance Racial Equity. The statistical analysis should be shown both agency wide and by department. This will include, but is not limited to, the following: •Reviewing and, if necessary, proposing changes to the EEO and Affirmative Action Policy Statement; •Reviewing plan goals in conjunction with Diversity Action Plan goals and updating the Affirmative Action plan accordingly; •Reviewing other elements of the plan in conjunction with the Diversity Action Plan and updating the Affirmative Action plan accordingly; and •Providing other feedback and/or recommendations on the plan based on experience/best practices. 2.Update the Program Utilization and Availability Analysis annually using current Metro demographic data and current census data. This will include, but is not limited to, the following: •Determining employment availability of minorities and women for each Metro EEO category and establishing a benchmark against which to compare Metro’s incumbent workforce in order to determine if Metro’s utilization is equivalent to availability of women and minorities; •Developing statistical information unique to Metro that is consistent with governmental census data; •Conducting a two-factor availability analysis for Metro considering the percentage of women and minorities with requisite skills in the Reasonable Recruitment Area; and considering internal applicants.