QUARTER 1 [2050]

January

February

March

• Review previous AAP's progress and outcomes.

• Begin data collection for the current year.

• Continue data collection and analysis.

• Identify any barriers to equal employment opportunities.

• Complete data collection and analysis.
  

• Develop and implement strategies to address identified barriers.

QUARTER 2 [2050]

April

May

June

• Monitor progress on AAP goals.

• Conduct diversity and inclusion training for employees.

• Analyze the effectiveness of outreach and recruitment efforts.

• Review compensation practices for potential disparities.

• Adjust AAP strategies as needed based on mid-year review.

• Conduct a pay equity analysis.

QUARTER 3 [2050]

July

August

September

• Review employee development and promotion practices.

• Implement any necessary adjustments.

• Continue monitoring and reporting on AAP progress.

• Review supplier diversity initiatives.

• Begin preparing the annual EEO-1 report.

• Conduct a training needs assessment for employees involved in AAP

QUARTER 4 [2050]

October

November

December

• Finalize the annual AAP report.
  

• Review employee feedback and make improvements.

• Submit the EEO-1 report to regulatory agencies.
  

• Plan for the next year's AAP.

• Conduct a year-end review of the AAP's impact.

• Celebrate successes and plan for ongoing efforts.

Annual AAP Review and Planning

Ongoing Activities

• January: Begin the process of updating the AAP for the new year.

• February: Collect updated data and analyze progress.

• Throughout the year, continuously monitor AAP progress, respond to employee concerns, and adapt strategies as needed.

• Conduct regular diversity and inclusion training for employees and managers.