Federal Register / Vol. 86, No. 126 / Tuesday, July 6, 2021 / Notices 35505 

1The number of respondents is equal to the 

number of responses (i.e., one response per person). 

candidates who possess the necessary 

domains of knowledge, the relevant 

scientific perspectives (which, among 

other factors, can be influenced by work 

history and affiliation), and the 

collective breadth of experience to 

adequately address the charge. In 

forming the 2021 STAA Panel, the SAB 

Staff Office will consider public 

comments on the Lists of Candidates, 

information provided by the candidates 

themselves, and background 

information independently gathered by 

the SAB Staff Office. Selection criteria 

to be used for committee membership 

include: (a) Scientific and/or technical 

expertise, knowledge, and experience 

(primary factors); (b) availability and 

willingness to serve; (c) absence of 

financial conflicts of interest; (d) 

absence of an appearance of a loss of 

impartiality; (e) skills working in 

committees, subcommittees and 

advisory panels; and, (f) for the 

committee as a whole, diversity of 

expertise and scientific points of view. 

The SAB Staff Office’s evaluation of 

an absence of financial conflicts of 

interest will include a review of the 

‘‘Confidential Financial Disclosure 

Form for Environmental Protection 

Agency Special Government 

Employees’’ (EPA Form 3110–48). This 

confidential form is required and allows 

government officials to determine 

whether there is a statutory conflict 

between a person’s public 

responsibilities (which include 

membership on an EPA federal advisory 

committee) and private interests and 

activities, or the appearance of a loss of 

impartiality, as defined by federal 

regulation. The form may be viewed and 

downloaded through the ‘‘Ethics 

Requirements for Advisors’’ link on the 

SAB website at http://www.epa.gov/sab. 

This form should not be submitted as 

part of a nomination. 

The approved policy under which the 

EPA SAB Office selects members for 

subcommittees and review panels is 

described in the following document: 

Overview of the Panel Formation 

Process at the Environmental Protection 

Agency Science Advisory Board (EPA– 

SAB–EC–02–010), which is posted on 

the SAB website at http://www.epa.gov/ 

sab. 

V. Khanna Johnston, 

Deputy Director, Science Advisory Board Staff 

Office. 

[FR Doc. 2021–14285 Filed 7–2–21; 8:45 am] 

BILLING CODE 6560–50–P 

EQUAL EMPLOYMENT OPPORTUNITY 

COMMISSION 

Agency Information Collection 

Activities: Comment Request 

AGENCY: Equal Employment 

Opportunity Commission. 

ACTION: Final notice of information 

collection—uniform guidelines on 

employee selection procedures— 

extension without change. 

SUMMARY: In accordance with the 

Paperwork Reduction Act of 1995, the 

Equal Employment Opportunity 

Commission gives notice that it has 

submitted the information described 

below to the Office of Management and 

Budget (OMB) for a three-year extension 

without change. 

DATES: Written comments on this notice 

must be submitted on or before August 

5, 2021. 

ADDRESSES: Written comments should 

be sent within 30 days of publication of 

this final notice to www.reginfo.gov/ 

public/do/PRAMain. Find this 

particular information collection by 

selecting ‘‘Currently under 30-day 

Review—Open for Public Comments’’ or 

by using the search function. 

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). 

Overview of This 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 1 : 957,005. 

Recordkeeping Hours: 16,578,127 per 

year. 

Number of Forms: None. 

Form Number: None. 

Frequency of Report: None. 

Abstract: The Uniform Guidelines on 

Employee Selection Procedures 

(UGESP) 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. 

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. 

On April 26, 2021, the Commission 

published a 60-Day Notice informing 

the public of its intent to request an 

extension without change of the 

information collection requirements 

from the Office of Management and 

Budget, and providing its PRA burden 

analysis for UGESP. 86 FR 22049 (April 

26, 2021). The Commission received one 

comment in response to the 60-Day 

Notice. This comment notes that 

UGESP, since its 1978 adoption, has 

used the verb ‘‘should’’ to characterize 

employers’ duties to collect and 

maintain information and to analyze the 

validity of employment selection 

procedures or tests. The comment 

appears to be arguing against construing 

‘‘should’’ to mean ‘‘must’’ by 

commenting that, if EEOC in fact did 

construe ‘‘should’’ to mean ‘‘must,’’ 

then EEOC’s PRA burden calculation in 

the 60-Day Notice would be too low to 

cover all the activities enumerated in 

UGESP. 

EEOC does not express a view here on 

the meaning of the term ‘‘should’’ in 

UGESP except to refer readers to the 

subsection of UGESP’s Definitions 

section that explains how to interpret 

the word ‘‘‘should’ as used in these 

guidelines.’’ See 29 CFR 1607.16 S. 

(Definitions. Should). 

From the PRA perspective, EEOC 

correctly construes the PRA burden 

analysis requirements. For purposes of 

calculating the PRA burden of a federal 

‘‘collection of information’’ like UGESP, 

the phrase ‘‘collection of information’’ 

focuses on ‘‘the act of collecting . . . 

information.’’ 5 CFR 1620.3(c). The PRA 

analysis of burden, in turn, refers to a 

calculation of the time and cost used by 

the regulated entity to engage in the act 

of collecting and maintaining the 

specified information. Id. at 

1620.3(b)(1). EEOC’s 60-Day PRA 


jbell on DSKJLSW7X2PROD with NOTICES
35506 Federal Register / Vol. 86, No. 126 / Tuesday, July 6, 2021 / Notices 

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). 

3Source 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. 

4Source 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. 

5EEO–3 Reports filed by referral unions in 2018 

with EEOC. 

6Source 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). 

7The average number of applications received per 

job opening in 2018, according to the private career 

advice website Zety. (https://zety.com/blog/hrstatistics). 

8Bureau of Labor Statistics Job Openings and 

Labor Turnover Survey, 2018 annual level data (Not 

seasonally adjusted), (http://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. 

9Based 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). 

10Source 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). 

11This 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. 

12Source for private employees: 2017 Economic 

Census. (https://www.census.gov/content/census/ 

en/data/datasets/2017/econ/susb/2017-susb.html). 

13See 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). 

burden analysis correctly and 

appropriately accounts for the burden 

on regulated entities of collecting and 

maintaining applicant flow data under 

UGESP. 

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

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 

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 be16,578,127. 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

For the Commission. 

Dated: June 30, 2021. 

Charlotte A. Burrows, 

Chair. 

[FR Doc. 2021–14350 Filed 7–2–21; 8:45 am] 

BILLING CODE 6570–01–P 

FEDERAL COMMUNICATIONS 

COMMISSION 

[FRS 33694] 

Radio Broadcasting Services; AM or 

FM Proposals To Change the 

Community of License 

AGENCY: Federal Communications 

Commission. 

ACTION: Notice. 

DATES: The agency must receive 

comments on or before September 7, 

2021. 

ADDRESSES: Federal Communications 

Commission, 45 L Street NE, 

Washington, DC 20554. 

FOR FURTHER INFORMATION CONTACT: 

Rolanda F. Smith, 202–418–2054. 

SUPPLEMENTARY INFORMATION: The 

following applicants filed AM or FM 

proposals to change the community of 

license: GEORGIA-CAROLINA 

RADIOCASTING COMPANY, LLC, 


jbell on DSKJLSW7X2PROD with NOTICES