With your reference to “goals,” I am assuming that you may be referring to the Hiring Benchmark for Veterans and the Utilization Goal for Individuals with Disabilities. Federal contractors are required to establish a hiring benchmark for protected veterans each year using the annual national percentage of veterans in the civilian labor force, or establish their own customized benchmark. The national percentage is currently set at 6.4% and is updated annually. You can find more information here. For Individuals with Disabilities, when Section 503 of the Rehabilitation Act was amended in 2013, the new regulations established a 7% Utilization Goal. Federal contractors apply the goal to each of their job groups, or to their entire workforce if the contractor has 100 or fewer employees. You can find more information about this here. With respect to minorities and females, there are no set goals stated in E.O. 11246. Each contractor must set placement goals based on its underutilization of minorities and/or females in a particular job group. When setting placement goals, the contractor has to establish a percentage at least equal to the availability percentage for that job group in the recruitment area, and consider both external availability and internal availability, in their availability analyses.

You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.