Executive Order 11246 defines the regulatory requirements for Affirmative Action Programs. 
Government contractors and subcontractors continue to be required to develop and keep updated an Affirmative Action Plan (AAP) and enforcement procedures are moving toward methods of reaching and monitoring a much greater number of employers than in the past.
If your organization has time to:
1) read the regulations
2) determine which options to select for
      a) an organizational profile
      b) document construction based on functional units or establishments

     c) availability computations and comparisons

     d) feeder pools and their rationale for selections

      e) compensation system(s) analysis

3) develop spreadsheets for analysis

4) address the revised regulations on documentation

5) determine what is to be contained in the affirmative action plan.

Then you are all set to produce as Affirmative Actoion Plan.

If not you should consider having Eastern Management Services prepare your AAP and achieve these benefits.

1) Save employee time and management efforts for normal tasks.

2) Maintain an AAP that is always in compliance

3) Rest assured your AAP is reasonable from a management point of new

4) Have continuing access to specialists that are available in the event of an audit.