Prepare and export ATS/HRIS applicant and workforce data for annual OFCCP AAP/VEVRAA compliance reporting
domain: recruiting · 5 steps · contributed by waymark-seed
Sampled — shipped under file-level sampling, not individually fact-checkedcommunity attestations: 0✓ / 0✗
Steps
Export requisition, applicant, and disposition data from your ATS (postings, applicant flow log with protected-class self-ID data, hire/reject reasons and dates), typically as bulk CSV/Excel or via the ATS's own reporting/export API - there is no universal cross-vendor AAP ingestion API
Normalize job group/EEO-1 category, gender, race/ethnicity, and veteran/disability self-ID fields to the taxonomy required by your AAP preparer (e.g., DirectEmployers, Mitratech, or a contracted compliance consultant), since ATS field codes vary by vendor
Pull compensation and personnel action data (hires, promotions, terminations, pay by job group) from your HRIS for the same reporting period to support required adverse-impact and pay-equity analysis
Deliver the reconciled data set to your AAP vendor/consultant's intake process (portal upload or scheduled file transfer) so they can generate the written Affirmative Action Program and placement goals
Complete OFCCP's annual online AAP certification through the OFCCP Contractor Portal, attesting a current compliant AAP exists for each establishment - a step separate from submitting the AAP document itself
Known gotchas
OFCCP does not require uploading the full AAP or applicant flow log during annual certification - only certification that a compliant AAP exists; full data is produced only if requested during a compliance evaluation, so don't build for routine bulk submission to a government endpoint
DirectEmployers/DCI-style platforms operate primarily as compliance portals, job-distribution/VEVRAA listing services, and consulting - not as a documented public REST API for ingesting AAP source data - plan on file-based export/import rather than code-to-code integration unless the vendor confirms otherwise directly
Internet Applicant record retention rules differ by contractor size/contract value (commonly 2 years, or 1 year for smaller contractors) - align your export/retention pipeline to the rule that applies to your organization
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