Federal Register / Vol. 89, No. 235 / Friday, December 6, 2024 / Notices 96965 

16Hourly wage rates for these six job categories 

were obtained from the U.S. Department of Labor’s 

Bureau of Labor Statistics (BLS) Occupational 

Outlook Handbook. See https://www.bls.gov/ooh/. 

Please note that the actual job titles reported during 

the 2023 EEO–4 data collection were collapsed into 

these six BLS occupational categories. 

17The time estimates are based on the average 

time elapsed among filers who completed their 

report during the same calendar day within the 

EEO–4 OFS. This methodology was chosen because 

a single-session submission would also 

approximate the completion time over several, 

multi-day sessions. 

TABLE 1—UPDATED SALARY BANDS FOR EEO–4 

Interval 

Wages 

Annual Hourly 

Range A ............................................................. Under $19,240 .................................................. Under $9.25. 

Range B ............................................................. 19,240 to 24,959 .............................................. 9.25 to 11.99. 

Range C ............................................................ 24,960 to 32,239 .............................................. 12.00 to 15.49. 

Range D ............................................................ 32,240 to 41,079 .............................................. 15.50 to 19.74. 

Range E ............................................................. 41,080 to 53,039 .............................................. 19.75 to 25.49. 

Range F ............................................................. 53,040 to 68,119 .............................................. 25.50 to 32.74. 

Range G ............................................................ 68,120 to 87,359 .............................................. 32.75 to 41.99. 

Range H ............................................................ 87,360 to 112,319 ............................................ 42.00 to 53.99. 

Range I .............................................................. 112,320 to 144,559 .......................................... 54.00 to 69.49. 

Range J ............................................................. 144,560 to 186,159 .......................................... 69.50 to 89.49. 

Range K ............................................................. 186,160 to 239,199 .......................................... 89.50 to 114.99. 

Range L ............................................................. 239,200 and over ............................................. 115.00 and over. 

The EEOC has also updated its 

methodology for calculating the biennial 

burden of the EEO–4 to better reflect the 

types of personnel responsible for 

preparing and filing these reports on 

behalf of their employers. Based upon 

job titles provided during the 2023 

EEO–4 data collection by individuals 

completing the report within the EEO– 

4 OFS, the EEOC has identified six 

specific job categories which account for 

the largest amount of time spent 

biennially on EEO–4 reporting. These 

job categories include: (1) Human 

Resource Specialists; (2) ExecutiveLevel Staff; (3) Secretaries and 

Administrative Assistants; (4) 

Bookkeeping, Accounting, and Auditing 

Clerks; (5) Administrative Services and 

Facilities Managers; and (6) Database 

Administrators and Architects.16

Additionally, the EEO–4 OFS captures 

detailed information on when each filer 

starts and certifies its report. The EEOC 

used this information from the most 

recent EEO–4 data collection to 

calculate more precise burden hour 

estimates.17 In Table 2 below, the 

estimated average hour burden per 

report is 2.7 hours. The total estimated 

biennial respondent burden for all filers 

is 18,094 hours. The estimated average 

burden hour cost per report is $85.34, 

and the estimated total burden hour cost 

for all filers per biennial collection is 

$563,868.27. 

TABLE 2—PROJECTED BURDEN FOR EACH EEO–4 BIENNIAL REPORTING YEAR

[N=6,607] 

Staff job category Percent in job 

category 

Median hourly 

wage rate Hours per filer Total burden hours Cost per filer Total burden hour cost 

Human Resource Specialists ................... 68.0 $30.88 2.8 12,575 $86.46 $388,309.82 

Executive-Level Staff ............................... 4.1 48.12 2.6 710 125.11 34,155.58 

Secretaries and Administrative Assistants 8.1 21.19 2.4 1,289 50.86 827,309.67 

Bookkeeping, Accounting, and Auditing 

Clerks ................................................... 8.8 22.05 2.5 1,450 55.13 31,972.50 

Administrative Services and Facilities 

Managers .............................................. 4.5 48.98 3.4 1,003 166.53 49,126.94 

Database Administrators and Architects 0.1 53.91 0.5 3 26.96 134.78 

Other a ...................................................... 6.3 30.86 2.5 1,065 77.14 32,858.98 

Average ............................................. ........................ ........................ 2.7 ........................ 85.34 ........................

Total b ................................................ 100.0 ........................ ........................ 18,094 ........................ 563,868.27 

aThe average hourly wage rate for the ‘‘Other’’ category was derived by taking the weighted mean average of the hourly wage rates of the six 

BLS job categories listed in the above table. bThese estimates are based upon filers’ use of the EEO–4 OFS to submit reports electronically because paper submissions are no longer accepted. Electronic filing remains the most efficient, accurate, and secure means of reporting for respondents required to submit the EEO–4 

report. 

Dated: December 2, 2024. 

For the Commission. 

Charlotte A. Burrows, 

Chair. 

[FR Doc. 2024–28580 Filed 12–5–24; 8:45 am] 

BILLING CODE 6570–01–P 

EQUAL EMPLOYMENT OPPORTUNITY 

COMMISSION 

Agency Information Collection 

Activities: Existing Collection 

AGENCY: Equal Employment 

Opportunity Commission. 

ACTION: Notice of information 

collection—proposed revision of 

Elementary-Secondary Staff Information 

Report (EEO–5). 

SUMMARY: In accordance with the 

Paperwork Reduction Act (PRA), the 

Equal Employment Opportunity 


lotter on DSK11XQN23PROD with NOTICES1
96966 Federal Register / Vol. 89, No. 235 / Friday, December 6, 2024 / Notices 

1See Notice of Information Collection 89 FR 

66716 August 16, 2024) at https://

www.federalregister.gov/documents/2024/08/16/ 

2024-18421/agency-information-collectionactivities-existing-collection. 

2Available at https://www.regulations.gov/ 

docket/EEOC-2024-0007. 

3 42 U.S.C. 2000e, et seq. 

4Available at https://www.federalregister.gov/ 

documents/2024/08/16/2024-18421/agencyinformation-collection-activities-existing-collection. 

5Available at https://www.regulations.gov/ 

docket/EEOC-2024-0007. 

6This figure is based on the expanded frame of 

potentially eligible respondents and the response 

rate for the most recently completed EEO–5 data 

collection (the 2022 EEO–5 data collection). 

7 42 U.S.C. 2000e–8(c). 

8The EEOC’s EEO–5 regulation is at 29 CFR part 

1602 Subparts L and M. The EEOC is responsible 

for obtaining OMB’s PRA approval for the EEO–5 

report. 

Commission (EEOC or Commission) 

announces that it has submitted to the 

Office of Management and Budget 

(OMB) a request for a three-year PRA 

approval of revisions to the currently 

approved Elementary-Secondary Staff 

Information Report (EEO–5). 

DATES: Written comments on this notice 

must be submitted on or before January 

6, 2025. 

ADDRESSES: Written comments should 

be sent within 30 days of publication of 

this final notice to www.reginfo.gov/ 

public/do/PRAMain. Find this 

information collection by selecting 

‘‘Currently under Review—Open for 

Public Comments’’ or by using the 

search function. 

FOR FURTHER INFORMATION CONTACT: Paul 

Guerino, Director, Data Development 

and Information Products Division, 

Office of Enterprise Data and Analytics 

(OEDA), Equal Employment 

Opportunity Commission, 131 M Street 

NE, Washington, DC 20507; (202) 921– 

2928 (voice), (800) 669–6820 (TTY) or 

email at OEDA@eeoc.gov. Requests for 

this notice in an alternative format 

should be made to the EEOC’s Office of 

Communications and Legislative Affairs 

at (202) 921–3191 (voice), (800) 669– 

6820 (TTY), or (844) 234–5122 (ASL 

Video Phone). 

SUPPLEMENTARY INFORMATION: A notice 

that the EEOC would be submitting this 

request was published in the Federal 

Register on August 16, 2024, allowing 

for a 60-day public comment period 

which ended on October 15, 2024.1 The 

EEOC received no comments during the 

public comment period.2

I. Background 

A. The EEO–5 Report 

Since 1973, the EEOC has required 

EEO–5 filers to submit workforce 

demographic data. All public 

elementary and secondary school 

systems and districts that are covered by 

title VII of the Civil Rights Act of 1964, 

as amended (title VII) 3 and that have 

100 or more employees are required to 

file the workforce demographic data. 

B. The 60-Day Notice: Request for 

Three-Year PRA Approval of Revisions 

to the EEO–5 

Pursuant to the PRA and OMB 

regulations found at 5 CFR 1320.8(d)(1), 

the Commission published a Notice in 

the Federal Register on August 16, 

2024, soliciting public comments during 

a 60-day period (‘‘60-day Notice’’) on 

the Commission’s intent to seek a threeyear OMB approval of revisions to the 

currently approved EEO–5. In 

particular, in its 60-day Notice, the 

EEOC sought comments to: (1) Evaluate 

whether the proposed collection of 

information is necessary for the proper 

performance of the Commission’s 

functions, including whether the 

information will have practical utility; 

(2) Evaluate the accuracy of the 

Commission’s estimate of the burden of 

the proposed 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 the use of 

appropriate automated, electronic, 

mechanical, or other technological 

collection techniques or other forms of 

information technology, e.g., permitting 

electronic submission of responses. The 

60-day Notice comment period ended 

on October 15, 2024. 

Based on data from the most recent 

EEO–5 data collection reporting year 

(i.e., 2022), as well as ongoing updates 

by the EEOC to the EEO–5 frame (i.e., 

filer roster or master list), the EEOC 

anticipates the total number of filers 

submitting an EEO–5 report may 

increase to 10,500 per biennial 

collection. Accordingly, the burden 

estimates in this Notice are based on 

this revised estimate of the number of 

filers. 

II. The Public Comments on the 60-Day 

Notice 

The 60-day Notice was published in 

the Federal Register on August 16, 

2024.4 The EEOC received no comments 

during the public comment period.5

III. Commission Decisions and Final 

EEOC Proposals to OMB 

The EEOC Will Seek Three-Year 

Approval of Revisions to the Currently 

Approved EEO–5 Elementary-Secondary 

Staff Information Report 

The Commission has decided it will 

seek a three-year approval by OMB of 

revisions to the EEO–5 ElementarySecondary Staff Information Report as 

described in this Notice. 

IV. Formal Paperwork Reduction Act 

Statement 

A. Overview of Information Collection 

Collection Title: ElementarySecondary Staff Information Report 

(EEO–5). 

OMB Number: 3046–0003. 

Frequency of Report: Biennial. 

Type of Respondent: Public 

elementary and secondary school 

systems and districts that have 100 or 

more employees and meet certain 

criteria. 

Description of Affected Public: Public 

elementary and secondary school 

systems and districts that have 100 or 

more employees and meet certain 

criteria. 

Reporting Hours: 17,927 hours per 

biennial collection. 

Respondent Burden Hour Cost: 

$597,472.29 per biennial collection. 

Federal Cost: $492,635 per biennial 

collection. 

Number of Filers: 10,500 per biennial 

collection.6

Number of Responses: 10,500 per 

biennial collection. 

Number of Forms: 1. 

Form Number: EEOC Form 168A. 

Abstract: Section 709(c) of title VII 

requires employers to make and keep 

records relevant to the determination of 

whether unlawful employment practices 

have been or are being committed, to 

preserve such records, and to produce 

reports as the Commission prescribes by 

regulation or order.7 Pursuant to this 

statutory authority, the EEOC issued 

regulations prescribing the reporting 

and related record retention 

requirements for public elementary and 

secondary school systems and districts.8

The regulations require school systems 

or districts to make or keep all records 

necessary for completion of an EEO–5 

submission and retain those records for 

three years, and require EEO–5 filers to 

retain a copy of each filed EEO–5 report 

for three years. These recordkeeping 

requirements are part of standard 

administrative practices, and as a result, 

the EEOC believes that any impact on 

burden would be negligible and nearly 

impossible to quantify. Additionally, 

the regulations require public 

elementary and secondary school 

systems and districts to file executed 

copies of the EEO–5 in conformity with 


lotter on DSK11XQN23PROD with NOTICES1
Federal Register / Vol. 89, No. 235 / Friday, December 6, 2024 / Notices 96967 

9Beginning in 1982, the EEO–5 report has been 

collected biennially in even-numbered years. Prior 

to 1982, the EEO–5 report was collected annually. 

10EEO–5 filers may access the EEO–5 Online 

Filing System (OFS) through the EEOC’s dedicated 

EEO–5 website at www.eeocdata.org/eeo5. 

11All reports and any information from 

individual reports are subject to the confidentiality 

provisions of Section 709(e) of title VII of the Civil 

Rights Act of 1964, 42 U.S.C. 2000e–8(e), as 

amended (title VII) and may not be made public by 

the EEOC prior to the institution of any proceeding 

under title VII involving the EEO–5 data. Any EEOC 

employee who violates this prohibition may be 

found guilty of a criminal misdemeanor and could 

be fined or imprisoned. The confidentiality 

requirements allow the EEOC to publish only 

aggregated data, and only in a manner that does not 

identify any particular filer or reveal any individual 

employee’s personal information. With respect to 

other Federal agencies with a legitimate law 

enforcement purpose, the EEOC gives access to 

information collected under title VII only if the 

agencies agree in writing to comply with the 

confidentiality provisions of title VII. In addition, 

section 709(d) of title VII (42 U.S.C. 2000e–8(d)) 

provides that the EEOC shall furnish upon request 

and without cost to State or local civil rights 

agencies information about employers in their 

jurisdiction on the condition that they not make it 

public prior to starting a proceeding under State or 

local law involving such information. The EEOC 

shares EEO–5 data with Fair Employment Practices 

Agencies (FEPAs) pursuant to Worksharing 

Agreements that impose obligations on the 

contracted FEPA with respect to confidentiality, 

privacy, and data security. On a case-by-case basis, 

the EEOC may share EEO–5 data with a FEPA that 

does not have a Worksharing Agreement, but only 

if that FEPA agrees to comply with confidentiality, 

privacy, and data security obligations similar to 

those imposed on FEPAs with Worksharing 

Agreements. 

12Any reports the EEOC publishes based on EEO– 

5 data include only aggregated data that protect the 

confidentiality of each employer’s information, as 

well as the privacy of each employee’s personal 

information. 

13According to the U.S. Department of Education, 

the CCD is the department’s primary database on 

public elementary and secondary education in the 

United States. The CCD serves as a 

‘‘comprehensive, annual, national database’’ of all 

public elementary and secondary schools and 

school districts. See https://nces.ed.gov/ccd/. 

14This estimate covers public elementary and 

secondary school systems or districts with 100 or 

more employees within the 50 United States and 

the District of Columbia as well as the 

Commonwealth of Puerto Rico, the U.S. Virgin 

Islands, and the U.S. Possessions of American 

Samoa, Guam, Northern Mariana Islands, and Wake 

Island. Please note that 10,500 respondents may 

ultimately turn out to be an overestimate. Following 

the initial enhancement of the EEO–5 frame, 

collection data may yield an unknown number of 

ineligible filers. 

15Hourly wage rates for these six job categories 

were obtained from the U.S. Department of Labor’s 

Bureau of Labor Statistics (BLS) Occupational 

Outlook Handbook. See https://www.bls.gov/ooh/. 

Please note that the actual job titles reported during 

the 2022 EEO–5 data collection were collapsed into 

these six BLS occupational categories. 

16The time estimates are based on the average 

time elapsed among filers who completed their 

reports during the same calendar day within the 

EEO–5 OFS. This methodology was chosen because 

a single-session submission would also 

approximate the completion time over several, 

multi-day sessions. 

the directions set forth in the form and 

accompanying instructions. Under this 

authority, public elementary and 

secondary school systems and districts 

with 100 or more employees are 

required to report biennially 9 the 

number of individuals they employ by 

activity assignment classification (i.e., 

job category) and by sex and race or 

ethnicity. 

Please note that on March 28, 2024, 

OMB published revisions, the first since 

1997, to its Statistical Policy Directive 

No. 15: Standards for Maintaining, 

Collecting, and Presenting Federal Data 

on Race and Ethnicity.’’ See https://

spd15revision.gov/. The revisions 

include, for example, using a single 

combined race and ethnicity question 

and adding Middle Eastern or North 

African (MENA) as a new minimum 

reporting category. Federal agencies, 

including the EEOC, are required to 

bring their data collections into 

compliance with these standards by 

March 28, 2029. Because the EEOC’s 

current EEO–5 PRA clearance expires 

January 31, 2025, the agency is not 

proposing updates to its collection of 

race and ethnicity data under this 

Notice in order to provide filers with 

sufficient notice of the revised standards 

and to give the EEOC sufficient time to 

implement the revisions across its EEO 

collections. 

These data are currently collected 

electronically by the EEOC through a 

web-based data collection application 

(i.e., portal) referred to as the EEO–5 

Online Filing System (OFS).10 Filers 

must submit their data electronically to 

the web-based portal by either manual 

entry or by uploading a data file. The 

individual EEO–5 reports are 

confidential.11 EEO–5 data are used by 

the EEOC to investigate charges of 

employment discrimination against 

public elementary and secondary school 

systems and districts and to publish 

periodic reports on workforce 

demographics.12

B. Burden Statement 

The EEOC’s Office of Enterprise Data 

and Analytics (OEDA) administers the 

agency’s data collections, including the 

EEO–5. Since OEDA’s creation in 2018, 

the EEOC has undertaken several efforts 

to modernize the agency’s data 

collections and improve the quality of 

data collected. OEDA has also 

streamlined functions, such as 

providing additional self-service 

options, resource materials, and an 

online support message center. 

As part of these ongoing 

modernization efforts, OEDA has 

undertaken measures to enhance the 

agency’s EEO–5 data frame of 

potentially eligible filers as well as 

changes that make the EEO–5 filing 

process more user-friendly and less 

burdensome. By comparing the EEOC’s 

2022 EEO–5 frame to the U.S. 

Department of Education’s publicly 

available Common Core of Data (CCD) 

database,13 OEDA identified 

approximately 4,000 additional public 

elementary and secondary school 

systems and districts that may be 

eligible to file during the next biennial 

data collection. With the addition of 

these filers to the EEO–5 frame and 

considering response rates during the 

2022 EEO–5 data collection, OEDA now 

estimates 10,500 potential respondents 

(a 47% increase) to the agency’s next 

EEO–5 data collection.14

The EEOC has also updated its 

methodology for calculating the biennial 

burden of the EEO–5 to better reflect the 

types of personnel responsible for 

preparing and filing these reports on 

behalf of their employers. Based upon 

job titles provided during the 2022 

EEO–5 data collection by individuals 

completing the report within the EEO– 

5 Online Filing System (OFS), the EEOC 

has identified six specific job categories 

which account for the largest amount of 

time spent biennially on EEO–5 

reporting. These job categories include: 

(1) Human Resource Specialists; (2) 

Executive-Level Staff; (3) Secretaries 

and Administrative Assistants; (4) 

Bookkeeping, Accounting, and Auditing 

Clerks; (5) Administrative Services and 

Facilities Managers; and (6) Database 

Administrators and Architects.15

Additionally, the EEO–5 OFS captures 

detailed information on when each filer 

starts and certifies its report. The EEOC 

used this information from the most 

recent EEO–5 data collection to 

calculate more precise burden hour 

estimates.16 In Table 1 below, the 

estimated average hour burden per 

report is 1.7 hours. The total estimated 

biennial respondent burden for all filers 

is 17,927 hours. The estimated average 

burden hour cost per report is $56.90, 

and the estimated total burden hour cost 

for all filers per biennial collection is 

$597,472.29. 


lotter on DSK11XQN23PROD with NOTICES1
96968 Federal Register / Vol. 89, No. 235 / Friday, December 6, 2024 / Notices 

1See Notice of Information Collection 89 FR 

66714 (Aug. 16, 2024) at https://

www.federalregister.gov/documents/2024/08/16/ 

2024-18420/agency-information-collectionactivities-existing-collection. 

2Available at https://www.regulations.gov/ 

document/EEOC-2024-0006-0002. 

3 42 U.S.C. 2000e, et seq. 

TABLE 1—PROJECTED BURDEN FOR EACH EEO–5 BIENNIAL REPORTING YEAR

[N=10,500] 

Staff job category Percent in job 

category 

Median hourly 

wage rate 

Hours per 

report 

Total burden 

hours 

Cost per 

report 

Total burden 

hour cost 

Human Resource Specialists ................... 39.1 $30.88 1.9 7,807 $58.67 $241,078.65 

Executive-Level Staff ............................... 15.9 48.12 1.7 2,829 81.80 136,153.91 

Secretaries and Administrative Assistants 14.1 21.19 1.8 2,674 38.14 56,659.49 

Bookkeeping, Accounting, and Auditing 

Clerks ................................................... 14.0 22.05 1.3 1,904 28.67 41,993.03 

Administrative Services and Facilities 

Managers .............................................. 7.7 48.98 1.4 1,137 68.57 55,707.84 

Database Administrators and Architects 3.0 53.91 1.3 414 70.08 22,301.40 

Other a ...................................................... 6.1 37.52 1.8 1,161 67.54 43,577.97 

Average ............................................. ........................ ........................ 1.7 ........................ 56.90 ........................

Total b ......................................... 100.0 ........................ ........................ 17,927 ........................ 597,472.29 

aThe average hourly wage rate for the ‘‘Other’’ category was derived by taking the weighted mean average of the hourly wage rates of the six 

BLS job categories listed in the above table. bThese estimates are based upon filers’ use of the EEO–5 Online Filing System (OFS) to submit reports electronically because paper submissions are no longer accepted. Electronic filing remains the most efficient, accurate, and secure means of reporting for respondents required to 

submit EEO–5 data. 

Dated: December 2, 2024. 

For the Commission. 

Charlotte A. Burrows, 

Chair. 

[FR Doc. 2024–28581 Filed 12–5–24; 8:45 am] 

BILLING CODE 6570–01–P 

EQUAL EMPLOYMENT OPPORTUNITY 

COMMISSION 

Agency Information Collection 

Activities: Existing Collection 

AGENCY: Equal Employment 

Opportunity Commission. 

ACTION: Notice of information 

collection—proposed revision of Local 

Union Report (EEO–3). 

SUMMARY: In accordance with the 

Paperwork Reduction Act (PRA), the 

Equal Employment Opportunity 

Commission (EEOC or Commission) 

announces that it has submitted to the 

Office of Management and Budget 

(OMB) a request for a three-year PRA 

approval of revisions to the currently 

approved Local Union Report (EEO–3). 

DATES: Written comments on this notice 

must be submitted on or before January 

6, 2025. 

ADDRESSES: Written comments should 

be sent within 30 days of publication of 

this final notice to www.reginfo.gov/ 

public/do/PRAMain. Find this 

information collection by selecting 

‘‘Currently under Review—Open for 

Public Comments’’ or by using the 

search function. 

FOR FURTHER INFORMATION CONTACT: Paul 

Guerino, Director, Data Development 

and Information Products Division, 

Office of Enterprise Data and Analytics 

(OEDA), Equal Employment 

Opportunity Commission, 131 M Street 

NE, Washington, DC 20507; (202) 921– 

2928 (voice), (800) 669–6820 (TTY) or 

email at OEDA@eeoc.gov. Requests for 

this notice in an alternative format 

should be made to the EEOC’s Office of 

Communications and Legislative Affairs 

at (202) 921–3191 (voice), (800) 669– 

6820 (TTY), or (844) 234–5122 (ASL 

Video Phone). 

SUPPLEMENTARY INFORMATION: A notice 

that the EEOC would be submitting this 

request was published in the Federal 

Register on August 16, 2024, allowing 

for a 60-day public comment period, 

which ended on October 15, 2024.1 The 

EEOC received one non-substantive 

comment during the public comment 

period, which was published on the 

www.regulations.gov website.2

I. Background 

A. The EEO–3 Report 

Since 1967, the EEOC has required 

EEO–3 filers to submit workforce 

demographic data. Every labor 

organization subject to title VII of the 

Civil Rights Act of 1964, as amended 

(title VII) 3 is required to file the EEO– 

3 report, provided it has 100 or more 

members at any time during the 12 

months preceding the due date of the 

report and is a ‘‘local union’’ (as that 

term is commonly understood) or an 

independent or unaffiliated union. 

Labor organizations required to report 

are those which perform, in a specific 

jurisdiction, the functions ordinarily 

performed by a local union, whether or 

not they are so designated. 

B. The 60-Day Notice: Request for 

Three-Year PRA Approval of Revisions 

to the EEO–3 

Pursuant to the PRA and OMB 

regulations found at 5 CFR 1320.8(d)(1), 

the Commission published a Notice in 

the Federal Register on August 16, 

2024, soliciting public comments during 

a 60-day period (‘‘60-day Notice’’) on 

the Commission’s intent to seek threeyear OMB approval of revisions to the 

currently approved EEO–3. In 

particular, in its 60-day Notice, the 

EEOC sought comments to: (1) Evaluate 

whether the proposed collection of 

information is necessary for the proper 

performance of the Commission’s 

functions, including whether the 

information will have practical utility; 

(2) Evaluate the accuracy of the 

Commission’s estimate of the burden of 

the proposed 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 the use of 

appropriate automated, electronic, 

mechanical, or other technological 

collection techniques or other forms of 

information technology (e.g., permitting 

electronic submission of responses). The 

60-day Notice comment period ended 

on October 15, 2024. 

Based on data from the most recent 

EEO–3 data collection reporting year 

(i.e., 2022), as well as ongoing updates 

by the EEOC to the EEO–3 frame (i.e., 

filer roster or master list), the EEOC 


lotter on DSK11XQN23PROD with NOTICES1