<img height="1" width="1" style="display:none;" alt="" src="https://px.ads.linkedin.com/collect/?pid=3500553&amp;fmt=gif">

1 min read

Annual VEVRAA Hiring Benchmark is 5.4 Percent

Annual VEVRAA Hiring Benchmark is 5.4 Percent

 

Effective March 31, 2023, the Annual Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) national hiring benchmark now stands at 5.4%. 

 The Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) requires federal contractors to take affirmative action to recruit, hire, promote and retain veterans.  

Effective March 31, 2023, the Annual Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) national hiring benchmark now stands at 5.4%. Covered contractors required by VEVRAA to develop a written affirmative action program (AAP) must also establish a hiring benchmark for protected veterans every year, or adopt the national benchmark specified by the Office of Federal Contract Compliance Programs (OFCCP) annually. 

Methods for establishing a hiring benchmark can be seen on the VEVRAA Hiring Benchmark Database. 

For federal contractors and subcontractors who calculate individualized hiring benchmarks, state-level veteran availability data has also been updated in the VEVRAA Hiring Benchmark Database. 

More information on VEVRAA requirements can be accessed on the VEVRAA information website 

Debra Milstein Gardner

Debra Milstein Gardner has worked in the Equal Employment Opportunity (EEO) and Affirmative Action (AA) space for the past 43 years while working in the public and private sectors in various human resources compliance roles. She began her career working for the Equal Employment Opportunity Commission and then went to the Marriott Corporation for nine years working in EEO, Affirmative Action and field human resource roles. In 1990, Debra founded Workplace Dynamics LLC providing EEO, AA, and DEI consulting services to government contractors. In 2016, Debra sold the affirmative action portion of Workplace Dynamics to OutSolve LLC and works part-time as a Market Analyst. Debra is a sports fanatic, routing for the Baltimore Ravens and all Virginia Tech Hokie teams. She loves to hike and boat in her mountain and lake community of Lake Lure, NC.

Related Posts
Electronic I-9 vs. Paper I-9 Form: Benefits of Going Digital

Electronic I-9 vs. Paper I-9 Form: Benefits of Going Digital

HR teams know all too well that compliance is a constant and critical part of daily work. Ensuring accuracy is essential to avoiding both financial...

Massachusetts Pay Data Reporting: Requirements and Pay Equity Best Practices

Massachusetts Pay Data Reporting: Requirements and Pay Equity Best Practices

ATTENTION HR professionals in Massachusetts! A major shift in how employers must report, handle, and talk about pay is underway. The Frances Perkins...

Compliance with Section 503 and VEVRAA: Still Required

Compliance with Section 503 and VEVRAA: Still Required

Although compliance may not be the most exciting part of HR management, it’s still one of the most important, especially if you're a federal...