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Factor Weights

KEY TOPICS:

Assign Factor Weights to Internal and External Availability

About Factor Weights

Factor Weights represent how much emphasis is assigned to:
  • Factor 1 – The external source for potential hires, as determined by Recruitment Areas and census codes applied to jobs, or External Availability

VERSUS

After determiningestablishing the Availability settings above, use the Factor Weights tab to:

  • Weight Factor 1 and Factor 2
  • View the results of the Availability versus Incumbency analysis, which will alert you to any underemployment of minorities and women by Job Group.

On first entry to Factor Weights, the settings for all Job Groups will default to 100-percent External and zero-percent Internal. However, this ratio must be changed to reflect your organization’s specific hiring and promotion practices.

For each Job Group, determine what percentage of new entrants into the group will likely result from external hires, and what percentage will likely result from internal promotions.

Enter Weights

Select a job group from the Job Group drop down list. Enter the percentage of expected hires to this group into the first box under Weight for Factor 1. Then press TAB on your keyboard, and the Factor 2 weight will be applied automatically to total 100%. Click [Save] to save the changes, then repeat for all Job Groups.

Apply Quick Weights

balanceAAP has calculated and displays the percentage of hires versus promotions from your personnel action data in the secondary header of the *Factor Weights table. If your activity during this period was typical for your company, click [Apply Weights] next to the Quick Weights percentage.

A pop-up window will appear. Choose either to apply the calculated weights to the current Job Group, or to all Job Groups; then click Apply. The promotion percentage will be assigned to the Factor 2 weight, and the Factor 1 weight will be applied to add up to 100%.

Run the Factor 2 Check

When you are done applying weights, select [Check Factor 2] from the table header to ensure there is consistency between Job Group feeders and those weights. If applied properly, a message will indicate: There are currently no groups that fail the factor 2 check.

A Job Group should not have weight applied for Factor 2 when it contains no feeders; likewise, if a Job Group has feeders, it should indicate some Factor 2 weight. If the system locates these inconsistencies, a menu displays, allowing them to be corrected. The Factor 2 Check will also review the Availability at the Sub Plans level and will indicate the needed corrections where necessary.

Correct Job Groups with Weights but no Feeders

Check the box next to one or more Job Groups. Click [Remove Weight From Selected Job Groups] to clear this issue.

Correct Job Groups with Feeders but no Weights

First, check the box next to one or more Job Groups. Then select one of these global options:

  • [Remove Feeders From Selected Job Groups]
  • [Add Weights to Selected Job Groups]

For those Job Groups with weights, the weight entry may be edited, using the numerical field to the right of the Job Group record.

Once any issues are corrected, a message indicates a successful Factor 2 check.

Review Availability Results

Once your weights are assigned, the factor weights screen provides a great deal of information regarding your employment and availability.

Raw Statistics

The Raw Statistics section of the page displays the external and internal availability calculations.

The external raw data is derived from the recruitment area of the Job Group, and the occupational census codes assigned to the jobs in this group. To see the full calculation of the raw external statistics, see the Requisite Skills Calculations report.

The internal raw data is derived from the feeder jobs assigned to the Job Group, and the race and gender of the employees who are currently in those jobs. To see the full calculation of the raw internal statistics, see the Feeder Job Calculations report.

Weighted Statistics

The Weighted Statistics section displays the adjusted external and internal availability calculations after the weight is applied to each. If you multiply the raw statistic value by the weight, you get the weighted statistic.

Availability

This is the final availability value, which is used to determine your goals. Add the weighted Factor 1 and Factor 2 values to get this final availability percentage.

Employment

The employment value is calculated directly from your roster. It is the percentage of minorities and females currently residing in the Job Group. This value, also known as Incumbency, will be compared to your availability percentage to determine if a goal will be set for the group.

If this value is highlighted in red, your availability exceeds your incumbency by an amount greater than your Utilization Rule allows.

Stat Value

balanceAAP will use a statistical analysis to determine if your availability exceeds your incumbency by a statistically significant amount. If this value is highlighted in red, the results are statistically significant, meaning your differences are not likely due to chance.

Shortfall

The shortfall is the calculation of whole persons needed in order to not have a goal for that class. For example, a shortfall of 3 women for the group would indicate that if 3 more women were employed in the group, you would no longer have a goal for that group.