Sybil Randolph, SPHR, SHRM-CP

Sybil Randolph, SPHR, SHRM-SCP has over twenty years of human resources experience. Sybil has emerged as a leading compliance expert in the industry, providing companies with unmatched AA/EEO services in the areas of affirmative action, diversity, adverse impact, compensation, applicant management, and workforce planning. Her strong understanding of Office of Federal Contractor Compliance Programs’ (OFCCP) policies and regulations has protected hundreds of companies throughout the country.

Recent Posts

New! University Technical Assistance Guide

Posted by Sybil Randolph, SPHR, SHRM-CP on October 14 2019

On Friday October 11 at 3:13 the OFCCP released notice of the long awaited new technical assistance guide for educational institutions. The highlights of the University Technical Assistance Guide (TAG) include:

It’s the Most Wonderful Time of the Year

Posted by Sybil Randolph, SPHR, SHRM-CP on December 19 2018

Yes, it’s that time again, to reflect on all the accomplishments of the year and those things that despite the best of intentions, were still left undone. Through several happy meetings and scary ghost stories of AAPs past, coworkers have told you to be of good cheer. So, let’s take a look at your list to see if you will be caroling at the holiday dinner party or cleaning coal from your desk.

OFCCP Lowers Veteran Hiring Benchmark for Federal Contractors

Posted by Sybil Randolph, SPHR, SHRM-CP on March 31 2017

The Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA) hiring benchmark for Veterans has changed to 6.7% effective March 31, 2017. This is the fourth time the Veteran hiring benchmark has been lowered since the requirement was first put in place by the Office of Federal Contract Compliance Programs (OFCCP) in 2014. Companies with affirmative action plan dates of March 31, 2017, or later should use the new hiring benchmark to measure Veteran hiring during the upcoming plan year. Below is a list of the previous Veteran hiring benchmarks, with effective dates.

“Big Data” is Here to Stay–The Government is Interested in How Employers are Using Data

Posted by Sybil Randolph, SPHR, SHRM-CP on October 24 2016

The Equal Employment Opportunity Commission (EEOC) recently updated its Strategic Enforcement Plan for FY 2017-2021 to include a focus on “the increasing use of data-driven screening tools” in hiring and other employment contexts. The agency also held a recent public hearing on the topic, with a panel of attorneys, labor economists, and industrial psychologists telling the agency the use and scope of big data in the employment context is “expected to grow exponentially in the future.”