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Affirmative Action/Recruiting

What resources are available to help Iowa banks recruit, hire, and support veterans and military service members?

To get a better understanding of a veteran’s job skills and responsibilities from his/her military position, Show Your Stripes has created a Job Skill Translator. While it’s designed to help military service members find similar civilian positions, anyone can search for any military position and find equivalent civilian openings to get an idea of the sorts of job titles their military position may have been similar to.

Iowa Workforce Development (IWD) offers veteran employment services through veteran representatives in local IWD offices. These veteran representatives can assist businesses in matching qualified veterans to open job positions. Contact information for veteran representatives is available here.

The Employer Support of the Guard and Reserve promotes and enhances employer support for military service in the Guard and Reserve through several programs.

The White House’s Joining Forces program provides support for service members and their families through employment, education, and wellness resources.

The Veterans Employment Center (VEC) connects veterans and service members with  employers who are seeking candidates with their skills and helps translate military skills into the civilian workforce language. It also provides, a listing of upcoming job fairs and a comprehensive database of resumes for employers. Jobs are posted through the National Labor Exchange at and employers can find information on posting positions here.

The Joining Forces Mentoring Plus organization offers unlimited free personal coaching and professional guidance to women veterans, military/veteran spouses, and caregivers of wounded warriors to help them successfully identify, outline, and pursue civilian careers.

Banks that meet federal contractor requirements must comply with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and also the Jobs for Veterans Act (JVA) for all federal contracts entered into on or after December 1, 2003. Both of these laws require mandatory posting of most job openings with Iowa Workforce Development. IWD’s jobs and recruitment site can be found here.

What resources are available through the Office of Disability Employment Policy (ODEP)?

The ODEP supports critical resources for employers, including the  Job Accommodation Network (JAN) to answer employer questions about workplace accommodation, the Americans with Disabilities Act (ADA) and related topics. The Employer Assistance and Resource Network (EARN) supports employers in recruiting, hiring, retaining and advancing qualified individuals with disabilities by providing technical assistance, customized training, webinar and news. EARN also supports the Workforce Recruitment Program for College Students with Disabilities, a free resource employers can use to find qualified temporary and permanent job candidates.

Who needs to file an annual EEO-1 Report?

You need to file an annual EEO-1 Report if your:

Bank employs 50 or more employees


Bank issues/pays U.S. savings bonds

The annual report is due September 30 each year. Go to for the annual filing and additional information.

Who needs to file an annual VETS-4212 Report?

Bank that are subject to Affirmative Action (over 50 employees) are subject to VEVRAA and must submit VETS-4212 report annually.

The annual report opens August 1 and is due September 30 each year.

What resources are available from the Department of Labor (DOL)?

VETS-4212 Federal Contractor Reporting Home Page

Download a blank form


Final Rule: Annual Report From Federal Contractors

What do I need to know about Veteran Self-Identification?

OFCCP Posts New FAQs on Veteran Self-Identification

Q.  If an individual self-identifies as a protected veteran at the pre-offer stage of the application process, but does not self-identify again at the post-offer stage, may a contractor still count the individual as a protected veteran for purposes of applying the hiring benchmark and performing the required data collection analysis?

Q. The Veterans’ Employment and Training Service (VETS) replaced the VETS-100A form with a new VETS-4212 form. The new form requires federal contractors to report aggregate data on the number of protected veterans that were newly hired and the number they employed. This is different from the previous requirement that contractors report the data by the number of veterans in each of the individual categories for protected veterans. To comply with OFCCP’s VEVRAA requirements, must contractors continue to invite applicants to self-identify using the individual categories at the post-offer stage?

Q. May a contractor continue to invite applicants to voluntarily self-identify as a protected veteran using the individual categories for protected veterans even though the new VETS-4212 form asks only for aggregated protected veteran data?

Related reading

Not sure if your employer is a federal contractor or subcontractor? The DOL provides a determination tool.

What are the new OFCCP regulations that go into effect March 24, 2014, for Federal Contractors with 50 or more employees?

The new OFCCP regulations are complex, please see ” New Affirmative Action Regulations for Veterans and the Disabled” which will give an overview of the new regulations. Below are sample forms provided by the OFCCP.

The OFCCP has also created a Checklist for Compliance with Section 503 of the Rehabilitation Act, to help contractors assess compliance with the affirmative action requirements.