Agency Information Collection Activities; Notice of Submission for OMB Review; Comment Request, 22048-22050 [2021-08549]

Download as PDF 22048 Federal Register / Vol. 86, No. 78 / Monday, April 26, 2021 / Notices on effects that may result from exposure to chemicals found in the environment. Through the IRIS Program, EPA provides high quality science-based human health assessments to support the Agency’s regulatory activities and decisions to protect public health. As part of developing a draft IRIS assessment, EPA presents a methods document, referred to as the protocol, for conducting a chemical-specific systematic review of the available scientific literature. EPA is seeking public comment on components of the protocol including the described strategies for literature searches, criteria for study inclusion or exclusion, considerations for evaluating study methods, information management for extracting data, approaches for synthesis within and across lines of evidence, and methods for derivation of toxicity values. The protocol serves to inform the subsequent development of the draft assessment and is made available to the public. EPA may update the protocol based on the evaluation of the literature, and any updates will be posted to the docket and on the IRIS website. II. How To Submit Technical Comments to the Docket at https:// www.regulations.gov Submit your comments, identified by Docket ID No. EPA–HQ–ORD–2020– 0183 for vanadium and compounds (oral), by one of the following methods: • www.regulations.gov: Follow the on-line instructions for submitting comments. • Email: Docket_ORD@epa.gov. • Fax: 202–566–9744. Due to COVID– 19, there may be a delay in processing comments submitted by fax. • Mail: U.S. Environmental Protection Agency, EPA Docket Center (ORD Docket), Mail Code: 28221T, 1200 Pennsylvania Avenue NW, Washington, DC 20460. The phone number is 202– 566–1752. Due to COVID–19, there may be a delay in processing comments submitted by mail. For information on visiting the EPA Docket Center Public Reading Room, visit https://www.epa.gov/dockets. Due to public health concerns related to COVID–19, the EPA Docket Center and Reading Room may be closed to the public with limited exceptions. The telephone number for the Public Reading Room is 202–566–1744. The public can submit comments via www.Regulations.gov or email. Instructions: Direct your comments to EPA–HQ–ORD–2020–0183 for vanadium and compounds (oral). Please ensure that your comments are submitted within the specified comment period. Comments received after the VerDate Sep<11>2014 18:01 Apr 23, 2021 Jkt 253001 closing date will be marked ‘‘late,’’ and may only be considered if time permits. It is EPA’s policy to include all comments it receives in the public docket without change and to make the comments available online at https:// www.regulations.gov, including any personal information provided, unless a comment includes information claimed to be Confidential Business Information (CBI) or other information for which disclosure is restricted by statute. Do not submit information through https:// www.regulations.gov or email that you consider to be CBI or otherwise protected. The https:// www.regulations.gov website is an ‘‘anonymous access’’ system, which means EPA will not know your identity or contact information unless you provide it in the body of your comment. If you send an email comment directly to EPA without going through https:// www.regulations.gov, your email address will be automatically captured and included as part of the comment that is placed in the public docket and made available on the internet. If you submit an electronic comment, EPA recommends that you include your name and other contact information in the body of your comment and with any disk or CD–ROM you submit. If EPA cannot read your comment due to technical difficulties and cannot contact you for clarification, EPA may not be able to consider your comment. Electronic files should avoid the use of special characters, any form of encryption, and be free of any defects or viruses. For additional information about EPA’s public docket, visit the EPA Docket Center homepage at https:// www.epa.gov/dockets. Docket: Documents in the docket are listed in the https:// www.regulations.gov index. Although listed in the index, some information is not publicly available, e.g., CBI or other information whose disclosure is restricted by statute. Certain other materials, such as copyrighted material, are publicly available only in hard copy. Publicly available docket materials are available either electronically in https:// www.regulations.gov or as a hard copy at the ORD Docket in the EPA Headquarters Docket Center. Wayne Cascio, Director, Center for Public Health & Environmental Assessment. [FR Doc. 2021–08559 Filed 4–23–21; 8:45 am] BILLING CODE 6560–50–P PO 00000 Frm 00039 Fmt 4703 Sfmt 4703 EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Agency Information Collection Activities; Notice of Submission for OMB Review; Comment Request Equal Employment Opportunity Commission. ACTION: Notice of information collection. AGENCY: In accordance with the Paperwork Reduction Act of 1995, the Equal Employment Opportunity Commission gives notice of its intent to submit to the Office of Management and Budget (OMB) a request for renewal of the information collection described below. DATES: Written comments on this notice must be submitted on or before June 25, 2021. ADDRESSES: You may submit comments by any of the following methods— please use only one method: Federal eRulemaking Portal: https:// www.regulations.gov. Follow the instructions online for submitting comments. Mail: Comments may be submitted by mail to Rachel See, Acting Executive Officer, Executive Secretariat, Equal Employment Opportunity Commission, 131 M Street NE, Washington, DC 20507. Fax: Comments totaling six or fewer pages may be sent by fax machine to (202) 663–4114. (This is not a toll-free number).) Receipt of fax transmittals will not be acknowledged, except that the sender may request confirmation of receipt by calling the Executive Secretariat staff at (202) 663–4070 (voice) or (202) 663–4074 (TTD). (These are not toll-free telephone numbers.) Instructions: All comments received will be posted without change to https:// www.regulations.gov, including any personal information you provide, except as noted below. However, EEOC reserves the right to refrain from posting comments, including those that contain obscene, indecent, or profane language; that contain threats or defamatory statements; that contain hate speech directed at race, color, sex, national origin, age, religion, disability, or genetic information; or that promote or endorse services or products. Although copies of comments received are usually also available for review at the Commission’s library, given the EEOC’s current 100% telework status due to the Coronavirus Disease 2019 (COVID–19) public health emergency, the Commission’s library is closed until further notice. Once the Commission’s library is re-opened, copies of comments received in SUMMARY: E:\FR\FM\26APN1.SGM 26APN1 Federal Register / Vol. 86, No. 78 / Monday, April 26, 2021 / Notices response to this notice will be made available for viewing by appointment only at 131 M Street NE, Suite 4NW08R, Washington, DC 20507, between the hours of 9:30 a.m. and 5 p.m. FOR FURTHER INFORMATION CONTACT: Kathleen Oram, Assistant Legal Counsel, at (202) 921–2665 or Kathleen.Oram@eeoc.gov, or Savannah Marion Felton, Senior Attorney, at (202) 921–2671 or Savannah.Felton@ eeoc.gov. Requests for this notice in an alternative format should be made to the Office of Communications and Legislative Affairs at (202) 663–4191 (voice) or 1–800–669–6820 (TTY). SUPPLEMENTARY INFORMATION: Introduction The Equal Employment Opportunity Commission (EEOC or Commission) gives notice of its intent to submit the recordkeeping requirements contained in the Uniform Guidelines on Employee Selection Procedures (UGESP or Uniform Guidelines) 1 to the Office of Management and Budget (OMB) for a three-year extension without change under the Paperwork Reduction Act of 1995 (PRA). Request for Comments Pursuant to the Paperwork Reduction Act of 1995, 44 U.S.C. Chapter 35, and OMB regulation 5 CFR 1320.8(d)(1), the EEOC invites public comments that will enable the agency to: (1) Evaluate whether the collection of information is necessary for the proper performance of the functions of the agency, including whether the information will have practical utility; (2) Evaluate the accuracy of the agency’s estimate of the burden of the collection of information, including the validity of the methodology and assumptions used; (3) Enhance the quality, utility, and clarity of the information to be collected; and (4) Minimize the burden of the collection of information on those who are to respond, including through the use of appropriate automated, electronic, mechanical, or other technological collection techniques or other forms of information technology, to be collected; e.g., permitting electronic submission of responses. Overview of Current Information Collection Collection Title: Recordkeeping Requirements of the Uniform Guidelines on Employee Selection Procedures, 29 1 29 CFR, part 1607, 41 CFR part 60–3, 28 CFR part 50, 5 CFR part 300. VerDate Sep<11>2014 18:01 Apr 23, 2021 Jkt 253001 CFR part 1607, 41 CFR part 60–3, 28 CFR part 50, 5 CFR part 300. OMB Number: 3046–0017. Type of Respondent: Businesses or other institutions; Federal Government; State or local governments and farms. North American Industry Classification System (NAICS) Code: Multiple. Standard Industrial Classification Code (SIC): Multiple. Description of Affected Public: Any employer, Government contractor, labor organization, or employment agency covered by the Federal equal employment opportunity laws. Respondents: 957,005. Responses: 2 957,005. Recordkeeping Hours: 16,578,127 per year. Number of Forms: None. Form Number: None. Frequency of Report: None. Abstract: The Uniform Guidelines provide fundamental guidance for all Title VII-covered employers about the use of employment selection procedures. The records addressed by UGESP are used by respondents to ensure that they are complying with Title VII and Executive Order 11246; by the Federal agencies that enforce Title VII and Executive Order 11246 to investigate, conciliate, and litigate charges of employment discrimination; and by complainants to establish violations of Federal equal employment opportunity laws. While there is no data available to quantify these benefits, the collection of accurate applicant flow data enhances each employer’s ability to address any deficiencies in recruitment and selection processes, including detecting barriers to equal employment opportunity. Burden Statement: There are no reporting requirements associated with UGESP. The burden being estimated is the cost of collecting and storing a job applicant’s gender, race, and ethnicity data. The only paperwork burden derives from this recordkeeping. Only employers covered under Title VII and Executive Order 11246 are subject to UGESP. However, for the purposes of burden calculation, data for all employers are counted.2 The number of employers with 15 or more employees is estimated at 957,005 which combines estimates from private employment,3 2 In calculating burden, data from multiple sources are used. Some of these sources do not allow us to identify only those employers who are covered by Title VII (employers with 15 or more employees). 3 Source of original data: 2017 Economic Census. (https://www.census.gov/content/census/en/data/ datasets/2017/econ/susb/2017-susb.html). Local PO 00000 Frm 00040 Fmt 4703 Sfmt 4703 22049 the public sector,4 and referral unions.5 Employers with 15 or more employees represent approximately 15.3% of all employers in the U.S. and employ about 87.7% of all employees in the U.S.6 This burden assessment is based on an estimate of the number of job applications submitted to all employers in one year, including paper-based and electronic applications. The total number of job applications submitted every year to covered employers is estimated to be 1,989,375,182, based on an average of approximately 29 applications 7 for every hire and a Bureau of Labor Statistics data estimate of 68,594,000 annual hires.8 This figure also includes 149,182 applicants for union membership reported on the EEO–3 form for 2018. The employer burden associated with collecting and storing applicant demographic data is based on the following assumptions: Applicants would need to be asked to provide three pieces of information—sex, race/ ethnicity, and an identification number (a total of approximately 13 keystrokes); the employer may need to transfer information received to a database either manually or electronically (although we believe it likely that many employers utilize HR software that handles employment applications as well as the rest of the employers HR needs); and the employer would need to store the 13 characters of information for each applicant. Recordkeeping costs and burden are assumed to be the time cost associated with entering 13 keystrokes. Assuming that the required recordkeeping takes 30 seconds per Downloadable CSV data. Select U.S. & states, 6 digit NAICS. The original number of employers was adjusted to only include those with 15 or more employees. 4 Source of original data: 2017 Census of Governments: Employment. Individual Government Data File (https://www.census.gov/data/tables/ 2017/econ/apes/annual-apes.html/), Local Downloadable Data zip file ‘‘individual files’’. The original number of government entities was adjusted to only include those with 15 or more employees. 5 EEO–3 Reports filed by referral unions in 2018 with EEOC. 6 Source of original data: 2017 Economic Census. (https://www.census.gov/content/census/en/data/ datasets/2017/econ/susb/2017-susb.html). Local Downloadable CSV data. Select U.S. & states, 6 digit NAICS;2017 Census of Governments (https:// www.census.gov/data/tables/2017/econ/apes/ annual-apes). 7 The average number of applications received per job opening in 2018, according to the private career advice website Zety. (https://zety.com/blog/hrstatistics). 8 Bureau of Labor Statistics Job Openings and Labor Turnover Survey, 2018 annual level data (Not seasonally adjusted), (https://www.bls.gov/jlt/ data.htm) is the source of the original data. The BLS figure includes new hires in both the public and the private sectors across all employer sizes. E:\FR\FM\26APN1.SGM 26APN1 22050 Federal Register / Vol. 86, No. 78 / Monday, April 26, 2021 / Notices record, and assuming a total of 1,989,375,182 paper and electronic applications per year (as calculated above), the resulting UGESP burden hours would be 16,578,127. Based on a wage rate of $17.44 9 per hour for the individuals entering the data, the collection and storage of applicant demographic data would come to approximately $289,122,526 per year. We expect that the foregoing assumptions are over-inclusive, because many employers have electronic job application processes that should be able to capture applicant flow data automatically. While the burden hours and costs for the UGESP recordkeeping requirement seem very large, the average burden per employer is relatively small. We estimate that UGESP applies to 957,005 employers, which is about 15.3% of all employers in the U.S, and who employ about 87.7% of all employees in the U.S. (86.5% of private employees and 95.9% of government employees).10 Therefore, the estimated cost per covered employer is about $263.11 Additionally, 35.0% of employees work for firms with at least 5,000 employees,12 and it is likely the burden of entry for these firms is transferred to the applicants via use of electronic application systems. UGESP also allows for simplified recordkeeping for employers with more than 15 but less than 100 employees.13 9 Based on the 10th percentile hourly wage for Human Resources Specialist in 2018 (https:// www.bls.gov/oes/2018/may/oes131071.htm). The 10th percentile is slightly lower than the average salary for an entry-level Human Resources Specialist (https://www.ziprecruiter.com/Salaries/ Entry-Level-Human-Resources-Specialist-Salary). 10 Source for private employees: 2017 Economic Census. (https://www.census.gov/content/census/ en/data/datasets/2017/econ/susb/2017-susb.html). Local Downloadable CSV data. Select U.S. & states, 6 digit NAICS. Source for public employees: 2017 Census of Governments (https://www.census.gov/ data/tables/2017/econ/apes/annual-apes). 11 This assumes that the new hires in 2018 were distributed equally across firm and agency sizes. In 2018, 64,286,000 new hires were in the private sector 86.5% of which would be 55,575,000 new hires estimated for firms with at least 15 employees. Similarly, 4,310,000 new hires were in the public sector. 95.9% of which would be 4,133,000 new hires into governments with at least 15 employees. This totals approximately 59,708,000 new hires in Title VII locations. The remainder of the burden hour calculations remain the same. 12 Source for private employees: 2017 Economic Census. (https://www.census.gov/content/census/ en/data/datasets/2017/econ/susb/2017-susb.html). 13 See 29 CFR 1607.15A(1): Simplified recordkeeping for users with less than 100 employees. In order to minimize recordkeeping burdens on employers who employ one hundred (100) or fewer employees, and other users not required to file EEO–1, et seq., reports, such users may satisfy the requirements of this section 15 if they maintain and have available records showing, for each year: (a) The number of persons hired, promoted, and terminated for each job, by sex, and VerDate Sep<11>2014 18:01 Apr 23, 2021 Jkt 253001 For the Commission. Dated: April 20, 2021. Charlotte A. Burrows, Chair. [FR Doc. 2021–08549 Filed 4–23–21; 8:45 am] BILLING CODE 6570–01–P FEDERAL COMMUNICATIONS COMMISSION [OMB 3060–1270; FRS 22452] Information Collection Being Reviewed by the Federal Communications Commission Federal Communications Commission. ACTION: Notice and request for comments. AGENCY: As part of its continuing effort to reduce paperwork burdens, and as required by the Paperwork Reduction Act of 1995 (PRA), the Federal Communications Commission (FCC or Commission) invites the general public and other Federal agencies to take this opportunity to comment on the following information collections. Comments are requested concerning: Whether the proposed collection of information is necessary for the proper performance of the functions of the Commission, including whether the information shall have practical utility; the accuracy of the Commission’s burden estimate; ways to enhance the quality, utility, and clarity of the information collected; ways to minimize the burden of the collection of information on the respondents, including the use of automated collection techniques or other forms of information technology; and ways to further reduce the information collection burden on small business concerns with fewer than 25 employees. The FCC may not conduct or sponsor a collection of information unless it displays a currently valid Office of Management and Budget (OMB) control number. No person shall be subject to any penalty for failing to comply with a collection of information subject to the PRA that does not display a valid OMB control number. DATES: Written PRA comments should be submitted on or before June 25, 2021. If you anticipate that you will be submitting comments, but find it difficult to do so within the period of time allowed by this notice, you should SUMMARY: where appropriate by race and national origin; (b) The number of applicants for hire and promotion by sex and where appropriate by race and national origin; and (c) The selection procedures utilized (either standardized or not standardized). PO 00000 Frm 00041 Fmt 4703 Sfmt 4703 advise the contact listed below as soon as possible. ADDRESSES: Direct all PRA comments to Nicole Ongele, FCC, via email PRA@ fcc.gov and to Nicole.Ongele@fcc.gov. FOR FURTHER INFORMATION CONTACT: For additional information about the information collection, contact Nicole Ongele, (202) 418–2991. OMB Control Number: 3060–1270. Title: Protecting National Security Through FCC Programs. Form Number: N/A. Type of Review: Revision of a currently approved information collection. Respondents: Business or other for profit. Number of Respondents and Responses: 3,500 respondents; 10,250 responses. Estimated Time per Response: 0.5–12 hours. Frequency of Response: Annual, semiannual and recordkeeping requirements. Obligation to Respond: Mandatory and required to obtain or retain benefits. Statutory authority for this information collection is contained in 47 U.S.C. 1603–1604. Total Annual Burden: 27,400 hours. Total Annual Cost: 1,125,000. Privacy Act Impact Assessment: No impact(s). Nature and Extent of Confidentiality: The Commission is not requesting that respondents submit confidential information to the FCC. However, respondents may request confidential treatment of their information under 47 CFR 0.459 of the Commission’s rules. Needs and Uses: The Commission will submit this information collection to the Office of Management and Budget (OMB) as a revision during this comment period to obtain the full three year clearance from OMB. Under this information collection, the Communications Act of 1934, as amended, requires the ‘‘preservation and advancement of universal service.’’ 47 U.S.C. 254(b). The information collection requirements reported under this collection are the result of the Federal Communications Commission’s (the Commission) actions to promote the Act’s universal service goals. On November 22, 2019, the Commission adopted the Protecting Against National Security Threats to the Communications Supply Chain Through FCC Programs, WC Docket No. 18–89, Report and Order, Order, and Further Notice of Proposed Rulemaking, 34 FCC Rcd 11423 (2019) (Report and Order). The Report and Order prohibits future use of Universal Service Fund (USF) monies to purchase, maintain, improve, E:\FR\FM\26APN1.SGM 26APN1

Agencies

[Federal Register Volume 86, Number 78 (Monday, April 26, 2021)]
[Notices]
[Pages 22048-22050]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2021-08549]


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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION


Agency Information Collection Activities; Notice of Submission 
for OMB Review; Comment Request

AGENCY: Equal Employment Opportunity Commission.

ACTION: Notice of information collection.

-----------------------------------------------------------------------

SUMMARY: In accordance with the Paperwork Reduction Act of 1995, the 
Equal Employment Opportunity Commission gives notice of its intent to 
submit to the Office of Management and Budget (OMB) a request for 
renewal of the information collection described below.

DATES: Written comments on this notice must be submitted on or before 
June 25, 2021.

ADDRESSES: You may submit comments by any of the following methods--
please use only one method:
    Federal eRulemaking Portal: https://www.regulations.gov. Follow the 
instructions online for submitting comments.
    Mail: Comments may be submitted by mail to Rachel See, Acting 
Executive Officer, Executive Secretariat, Equal Employment Opportunity 
Commission, 131 M Street NE, Washington, DC 20507.
    Fax: Comments totaling six or fewer pages may be sent by fax 
machine to (202) 663-4114. (This is not a toll-free number).) Receipt 
of fax transmittals will not be acknowledged, except that the sender 
may request confirmation of receipt by calling the Executive 
Secretariat staff at (202) 663-4070 (voice) or (202) 663-4074 (TTD). 
(These are not toll-free telephone numbers.)
    Instructions: All comments received will be posted without change 
to https://www.regulations.gov, including any personal information you 
provide, except as noted below. However, EEOC reserves the right to 
refrain from posting comments, including those that contain obscene, 
indecent, or profane language; that contain threats or defamatory 
statements; that contain hate speech directed at race, color, sex, 
national origin, age, religion, disability, or genetic information; or 
that promote or endorse services or products.
    Although copies of comments received are usually also available for 
review at the Commission's library, given the EEOC's current 100% 
telework status due to the Coronavirus Disease 2019 (COVID-19) public 
health emergency, the Commission's library is closed until further 
notice. Once the Commission's library is re-opened, copies of comments 
received in

[[Page 22049]]

response to this notice will be made available for viewing by 
appointment only at 131 M Street NE, Suite 4NW08R, Washington, DC 
20507, between the hours of 9:30 a.m. and 5 p.m.

FOR FURTHER INFORMATION CONTACT: Kathleen Oram, Assistant Legal 
Counsel, at (202) 921-2665 or [email protected], or Savannah 
Marion Felton, Senior Attorney, at (202) 921-2671 or 
[email protected]. Requests for this notice in an alternative 
format should be made to the Office of Communications and Legislative 
Affairs at (202) 663-4191 (voice) or 1-800-669-6820 (TTY).

SUPPLEMENTARY INFORMATION:

Introduction

    The Equal Employment Opportunity Commission (EEOC or Commission) 
gives notice of its intent to submit the recordkeeping requirements 
contained in the Uniform Guidelines on Employee Selection Procedures 
(UGESP or Uniform Guidelines) \1\ to the Office of Management and 
Budget (OMB) for a three-year extension without change under the 
Paperwork Reduction Act of 1995 (PRA).
---------------------------------------------------------------------------

    \1\ 29 CFR, part 1607, 41 CFR part 60-3, 28 CFR part 50, 5 CFR 
part 300.
---------------------------------------------------------------------------

Request for Comments

    Pursuant to the Paperwork Reduction Act of 1995, 44 U.S.C. Chapter 
35, and OMB regulation 5 CFR 1320.8(d)(1), the EEOC invites public 
comments that will enable the agency to:
    (1) Evaluate whether the collection of information is necessary for 
the proper performance of the functions of the agency, including 
whether the information will have practical utility;
    (2) Evaluate the accuracy of the agency's estimate of the burden of 
the collection of information, including the validity of the 
methodology and assumptions used;
    (3) Enhance the quality, utility, and clarity of the information to 
be collected; and
    (4) Minimize the burden of the collection of information on those 
who are to respond, including through the use of appropriate automated, 
electronic, mechanical, or other technological collection techniques or 
other forms of information technology, to be collected; e.g., 
permitting electronic submission of responses.

Overview of Current Information Collection

    Collection Title: Recordkeeping Requirements of the Uniform 
Guidelines on Employee Selection Procedures, 29 CFR part 1607, 41 CFR 
part 60-3, 28 CFR part 50, 5 CFR part 300.
    OMB Number: 3046-0017.
    Type of Respondent: Businesses or other institutions; Federal 
Government; State or local governments and farms.
    North American Industry Classification System (NAICS) Code: 
Multiple.
    Standard Industrial Classification Code (SIC): Multiple.
    Description of Affected Public: Any employer, Government 
contractor, labor organization, or employment agency covered by the 
Federal equal employment opportunity laws.
    Respondents: 957,005.
    Responses: \2\ 957,005.
---------------------------------------------------------------------------

    \2\ In calculating burden, data from multiple sources are used. 
Some of these sources do not allow us to identify only those 
employers who are covered by Title VII (employers with 15 or more 
employees).
---------------------------------------------------------------------------

    Recordkeeping Hours: 16,578,127 per year.
    Number of Forms: None.
    Form Number: None.
    Frequency of Report: None.
    Abstract: The Uniform Guidelines provide fundamental guidance for 
all Title VII-covered employers about the use of employment selection 
procedures. The records addressed by UGESP are used by respondents to 
ensure that they are complying with Title VII and Executive Order 
11246; by the Federal agencies that enforce Title VII and Executive 
Order 11246 to investigate, conciliate, and litigate charges of 
employment discrimination; and by complainants to establish violations 
of Federal equal employment opportunity laws. While there is no data 
available to quantify these benefits, the collection of accurate 
applicant flow data enhances each employer's ability to address any 
deficiencies in recruitment and selection processes, including 
detecting barriers to equal employment opportunity.
    Burden Statement: There are no reporting requirements associated 
with UGESP. The burden being estimated is the cost of collecting and 
storing a job applicant's gender, race, and ethnicity data.
    The only paperwork burden derives from this recordkeeping. Only 
employers covered under Title VII and Executive Order 11246 are subject 
to UGESP. However, for the purposes of burden calculation, data for all 
employers are counted.\2\ The number of employers with 15 or more 
employees is estimated at 957,005 which combines estimates from private 
employment,\3\ the public sector,\4\ and referral unions.\5\ Employers 
with 15 or more employees represent approximately 15.3% of all 
employers in the U.S. and employ about 87.7% of all employees in the 
U.S.\6\
---------------------------------------------------------------------------

    \3\ Source of original data: 2017 Economic Census. (https://www.census.gov/content/census/en/data/datasets/2017/econ/susb/2017-susb.html). Local Downloadable CSV data. Select U.S. & states, 6 
digit NAICS. The original number of employers was adjusted to only 
include those with 15 or more employees.
    \4\ Source of original data: 2017 Census of Governments: 
Employment. Individual Government Data File (https://www.census.gov/data/tables/2017/econ/apes/annual-apes.html/), Local Downloadable 
Data zip file ``individual files''. The original number of 
government entities was adjusted to only include those with 15 or 
more employees.
    \5\ EEO-3 Reports filed by referral unions in 2018 with EEOC.
    \6\ Source of original data: 2017 Economic Census. (https://www.census.gov/content/census/en/data/datasets/2017/econ/susb/2017-susb.html). Local Downloadable CSV data. Select U.S. & states, 6 
digit NAICS;2017 Census of Governments (https://www.census.gov/data/tables/2017/econ/apes/annual-apes).
---------------------------------------------------------------------------

    This burden assessment is based on an estimate of the number of job 
applications submitted to all employers in one year, including paper-
based and electronic applications. The total number of job applications 
submitted every year to covered employers is estimated to be 
1,989,375,182, based on an average of approximately 29 applications \7\ 
for every hire and a Bureau of Labor Statistics data estimate of 
68,594,000 annual hires.\8\ This figure also includes 149,182 
applicants for union membership reported on the EEO-3 form for 2018.
---------------------------------------------------------------------------

    \7\ The average number of applications received per job opening 
in 2018, according to the private career advice website Zety. 
(https://zety.com/blog/hr-statistics).
    \8\ Bureau of Labor Statistics Job Openings and Labor Turnover 
Survey, 2018 annual level data (Not seasonally adjusted), (https://www.bls.gov/jlt/data.htm) is the source of the original data. The 
BLS figure includes new hires in both the public and the private 
sectors across all employer sizes.
---------------------------------------------------------------------------

    The employer burden associated with collecting and storing 
applicant demographic data is based on the following assumptions: 
Applicants would need to be asked to provide three pieces of 
information--sex, race/ethnicity, and an identification number (a total 
of approximately 13 keystrokes); the employer may need to transfer 
information received to a database either manually or electronically 
(although we believe it likely that many employers utilize HR software 
that handles employment applications as well as the rest of the 
employers HR needs); and the employer would need to store the 13 
characters of information for each applicant. Recordkeeping costs and 
burden are assumed to be the time cost associated with entering 13 
keystrokes.
    Assuming that the required recordkeeping takes 30 seconds per

[[Page 22050]]

record, and assuming a total of 1,989,375,182 paper and electronic 
applications per year (as calculated above), the resulting UGESP burden 
hours would be 16,578,127. Based on a wage rate of $17.44 \9\ per hour 
for the individuals entering the data, the collection and storage of 
applicant demographic data would come to approximately $289,122,526 per 
year. We expect that the foregoing assumptions are over-inclusive, 
because many employers have electronic job application processes that 
should be able to capture applicant flow data automatically.
---------------------------------------------------------------------------

    \9\ Based on the 10th percentile hourly wage for Human Resources 
Specialist in 2018 (https://www.bls.gov/oes/2018/may/oes131071.htm). 
The 10th percentile is slightly lower than the average salary for an 
entry-level Human Resources Specialist (https://www.ziprecruiter.com/Salaries/Entry-Level-Human-Resources-Specialist-Salary).
---------------------------------------------------------------------------

    While the burden hours and costs for the UGESP recordkeeping 
requirement seem very large, the average burden per employer is 
relatively small. We estimate that UGESP applies to 957,005 employers, 
which is about 15.3% of all employers in the U.S, and who employ about 
87.7% of all employees in the U.S. (86.5% of private employees and 
95.9% of government employees).\10\ Therefore, the estimated cost per 
covered employer is about $263.\11\ Additionally, 35.0% of employees 
work for firms with at least 5,000 employees,\12\ and it is likely the 
burden of entry for these firms is transferred to the applicants via 
use of electronic application systems. UGESP also allows for simplified 
recordkeeping for employers with more than 15 but less than 100 
employees.\13\
---------------------------------------------------------------------------

    \10\ Source for private employees: 2017 Economic Census. 
(https://www.census.gov/content/census/en/data/datasets/2017/econ/susb/2017-susb.html). Local Downloadable CSV data. Select U.S. & 
states, 6 digit NAICS. Source for public employees: 2017 Census of 
Governments (https://www.census.gov/data/tables/2017/econ/apes/annual-apes).
    \11\ This assumes that the new hires in 2018 were distributed 
equally across firm and agency sizes. In 2018, 64,286,000 new hires 
were in the private sector 86.5% of which would be 55,575,000 new 
hires estimated for firms with at least 15 employees. Similarly, 
4,310,000 new hires were in the public sector. 95.9% of which would 
be 4,133,000 new hires into governments with at least 15 employees. 
This totals approximately 59,708,000 new hires in Title VII 
locations. The remainder of the burden hour calculations remain the 
same.
    \12\ Source for private employees: 2017 Economic Census. 
(https://www.census.gov/content/census/en/data/datasets/2017/econ/susb/2017-susb.html).
    \13\ See 29 CFR 1607.15A(1): Simplified recordkeeping for users 
with less than 100 employees. In order to minimize recordkeeping 
burdens on employers who employ one hundred (100) or fewer 
employees, and other users not required to file EEO-1, et seq., 
reports, such users may satisfy the requirements of this section 15 
if they maintain and have available records showing, for each year: 
(a) The number of persons hired, promoted, and terminated for each 
job, by sex, and where appropriate by race and national origin; (b) 
The number of applicants for hire and promotion by sex and where 
appropriate by race and national origin; and (c) The selection 
procedures utilized (either standardized or not standardized).

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    For the Commission.

    Dated: April 20, 2021.
Charlotte A. Burrows,
Chair.
[FR Doc. 2021-08549 Filed 4-23-21; 8:45 am]
BILLING CODE 6570-01-P
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