The OFCCP enforces Executive Order 11246, as amended. Under the Executive Order, contractors and subcontractors with a federal contract of $50,000 or more and 50 or more employees are required to develop a written Director of Human Resources-Affirmative Action/Equal Employment Opportunity program that sets forth specific and result-oriented procedures to which a contractor commits itself to apply every good faith effort.  The OFCCP regulations define a Director of Human Resources-Affirmative Action/Equal Employment Opportunity program as: “a set of specific and result-oriented procedures to which a contractor commits himself (sic) to apply every good faith effort. To achieve prompt and full utilization of minorities and women at all levels and all segments of his workforce where deficiencies exist.” A Director of Human Resources-Affirmative Action/Equal Employment Opportunity program consists of three major parts. The first part is a narrative that outlines duties and responsibilities. The second part contains two main statistical analyses, with several major subparts. The main statistical analyses are a “Workforce Analysis” and a “Utilization Analysis.” While the Workforce Analysis stands alone as a discrete document, the Utilization Analysis consists of three identifiable statistical subparts, including a division of the workforce into (a) “Major” Job Groups, (b) Availability Analysis (the so-called Eight Factor Availability Analysis), and (c) Goals developed if “underutilization” is identified. This Director of Human Resources-Affirmative Action/Equal Employment Opportunity program contains the University’s responsibilities, identifies areas of underutilization, and outlines strategies to address the underutilization, in accordance with State and Federal guidelines.