[gnso-gac-closed-generics] Objective vs. Subjective Criteria (quoted in chat today)

[Greg Shatan [NARALO]]

2M01 Distinguishing Objective from Subjective Selection Criteria

   - Table of Contents
   <https://www.dol.gov/agencies/ofccp/manual/fccm/table-of-contents>
   - Introduction
   <https://www.dol.gov/agencies/ofccp/manual/fccm/introduction>
   - Chapter 1 Desk Audit
   <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-1-desk-audit>
   - Chapter 2 On-Site Review
   <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review>
      - 2A Introduction
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2a-introduction>
      - 2B Determining the Need for an On-Site Review
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2b-determining-need-site-review>
      - 2C On-Site Review Preparation
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2c-site-review-preparation>
      - 2D On-Site Process
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2d-site-process>
      - 2E Collecting Information for Analysis
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2e-collecting-information-analysis>
      - 2F Interviews
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2f-interviews>
      - 2G Executive Order 11246 AAP Requirements
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2g-executive-order-11246-aap-requirements>
      - 2H Section 503 AAP and Additional Requirements
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2h-section-503-aap-and-additional-requirements>
      - 2I VEVRAA AAP and Additional Requirements
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2i-vevraa-aap-and-additional-requirements>
      - 2J Religion and National Origin Requirements
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2j-religion-and-national-origin-requirements>
      - 2K Compliance with Sex Discrimination Regulations
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2k-compliance-sex-discrimination-regulations>
      - 2L Equal Opportunity Clauses and Other Requirements
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2l-equal-opportunity-clauses-and-other>
      - 2M Employment Activity Data Requirements
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2m-employment-activity-data-requirements>
         - 2M00 Analyzing the Selection Process
         <https://www.dol.gov/agencies/ofccp/manual/fccm/2m-employment-activity-data-requirements/2m00-analyzing-selection>
         - 2M01 Distinguishing Objective from Subjective Selection Criteria
         <https://www.dol.gov/agencies/ofccp/manual/fccm/2m-employment-activity-data-requirements/2m01-distinguishing-objective>
         - 2M02 Analysis of Objective Criteria
         <https://www.dol.gov/agencies/ofccp/manual/fccm/2m-employment-activity-data-requirements/2m02-analysis-objective>
         - 2M03 Analysis of Objective Criteria for Adverse Impact
         <https://www.dol.gov/agencies/ofccp/manual/fccm/2m-employment-activity-data-requirements/2m03-analysis-objective>
         - 2M04 Analysis of Subjective Criteria and Determination of
         Adverse Impact
         <https://www.dol.gov/agencies/ofccp/manual/fccm/2m-employment-activity-data-requirements/2m04-analysis-subjective>
         - 2M05 Justification of Selection Procedures When Adverse Impact
         Is Identified
         <https://www.dol.gov/agencies/ofccp/manual/fccm/2m-employment-activity-data-requirements/2m05-justification-selection>
      - 2N Linkage Agreements
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2n-linkage-agreements>
      - 2O On-Site Review Summary or Report Writing
      <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-2-site-review/2o-site-review-summary-or-report-writing>
   - Chapter 3 Construction Industry Compliance Program
   <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-3-construction-industry-compliance-program>
   - Chapter 4 Corporate Management Compliance Evaluations
   <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-4-corporate-management-compliance-evaluations>
   - Chapter 5 Functional Affirmative Action Program Compliance Evaluations
   <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-5-functional-affirmative-action-program-compliance-evaluations>
   - Chapter 6 Complaint Investigation
   <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-6-complaint-investigation>
   - Chapter 7 Employment Discrimination Remedies
   <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-7-employment-discrimination-remedies>
   - Chapter 8 Resolution of Noncompliance
   <https://www.dol.gov/agencies/ofccp/manual/fccm/chapter-8-resolution-noncompliance>
   - Key Words and Phrases
   <https://www.dol.gov/agencies/ofccp/manual/fccm/key-words-and-phrases>
   - Glossary of Abbreviations
   <https://www.dol.gov/agencies/ofccp/manual/fccm/glossary-abbreviations>
   - Appendices A-1 – A-13
   <https://www.dol.gov/agencies/ofccp/manual/fccm/appendices-1-13>
   - Figures 1 – 6
   <https://www.dol.gov/agencies/ofccp/manual/fccm/figures-1-6>
   - Letters L-1 – L-41
   <https://www.dol.gov/agencies/ofccp/manual/fccm/letters-l-1-l-41>

The contractor’s selection criteria fall into two broad categories:
“objective criteria” and “subjective criteria.”

*a. **Objective Criteria*. The central characteristic of an objective
criterion is that it can be independently verified. With objective
criteria, different people measuring the criteria will reach the same
results because they are clearly defined or quantifiable in nature. For
example, whether or not the individual earned a certain diploma or degree
is an independently verifiable fact.

*b. **Subjective Criteria*. Subjective criteria require judgment in their
application. Therefore, people can differ in opinion on whether a
particular candidate possesses and meets such a criterion. For example, two
selecting officials may easily have differing opinions on whether a
candidate “has good leadership skills.” In this example, if disparities
exist in the application of the subjective criteria between groups, the CO
would gather information to determine if the contractor applied the
subjective criteria based on bias or stereotypes. An example of this might
be a statement made by hiring official that men commonly display leadership
qualities that women do not.


2M01 Distinguishing Objective from Subjective Selection Criteria | U.S.
Department of Labor (dol.gov)
<https://www.dol.gov/agencies/ofccp/manual/fccm/2m-employment-activity-data-requirements/2m01-distinguishing-objective#:~:text=b.,and%20meets%20such%20a%20criterion.>

-- 
*Greg Shatan*
*Chair, NARALO*
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