The EEOC keeps abreast of information needs with respect to the analysis of its programs in a variety of ways. It performs internal analyses of information requirements; convenes and attends conferences; works with advisory committees, community-based organizations and stakeholder groups; and seeks input through a variety of outreach activities it sponsors. In addition, contact information is now included with some of the EEOC's information products, and will be made more available in the future on a variety of information products, where appropriate, to allow for questions, comments, and suggestions from users.
The content of ongoing information products is changed, new products are introduced, and some products are discontinued based on internal product reviews, information from users, and the changing needs and emphasis from proposed changes in the law and related policy debates. The EEOC identifies requirements to support the preparation of analytical reports and policy studies and modifies its current information products accordingly.
Most public reports and other data products are available in print, and more are becoming electronically available. All documents posted on our Web site are in compliance with Sections 504 and 508 of the Rehabilitation Act of 1973, as amended, to ensure the accessibility to individuals with disabilities, specifically an audience that includes persons who have a visual impairment and read on- line using assistive technology.
The EEOC provides, in its clearance packages under the Paperwork Reduction Act, information on the utility of equal employment opportunity data gathered from private employers, unions, state and local entities and schools. This information will be collected, maintained, and used in a way consistent with the agency's guidelines.
Much of the information disseminated by the EEOC is based on its enforcement data files. Those files contain information used to manage programs. The EEOC conducts on-going quality assurance reviews of employment discrimination charges and settlement information in its data systems to ensure their accuracy. EEOC has a comprehensive data verification process in place involving coordinated efforts between headquarters, field office staff and managers to detect and correct data anomalies, outliers and missing information in its charge and complaint databases. This process combines direct staff review of data with computer programs and automated edit checks that generate data integrity reports. Also, statistical reports are validated on an on-going basis and quality assurance assessments of the reports are prepared for management on a quarterly basis. Headquarters program offices conduct reviews of files, including onsite reviews, and check for the quality and accuracy of database information, where appropriate.
The EEOC has deployed new personnel, payroll, and financial management systems. The financial system conforms to high standards of financial accountability to provide complete, reliable, consistent, timely, and useful management information to enable the agency to carry out its fiduciary responsibilities.
The EEOC also uses data from external sources for some of its information products. Equal Employment Opportunity (EEO) data is collected by the EEOC from private sector employers, labor organizations, state and local governments, and elementary and secondary public schools. The Department of Education collects information from institutions of higher learning and share this data with the EEOC. The information is collected on a regular, recurring schedule using a magnetic medium for example, interactive diskettes or computer tapes or on paper forms that are converted to a magnetic medium. EEO data is also collected from federal agencies. A web-based data collection mechanism, implemented in fiscal year 2002, allows government agencies to electronically transmit their aggregate EEO data to EEOC.
Data on paper forms are manually edited before keying onto a magnetic medium. The collection of data using magnetic or electronic media increases its accuracy by eliminating any potential errors that could result from manual re-keying. All of the information on magnetic or electronic media goes through various data checks to ensure consistency and accuracy. As one example, employer information is compared year-to-year for data anomalies or outliers.
Enforcement data files used to prepare disseminated information products are compiled and analyzed by qualified professional staff. Data verification checks are conducted using manual and automatic procedures to assist in validating the accuracy and the internal consistency of the information. Professional staff peruse the information manually for anomalies and outlier data and make corrections to further ensure the accuracy of the information.
Reports are prepared by staff using a variety of analytical techniques ranging from simple tabulations and descriptive summary statistics to other statistical methods and models. Staff preparing analytic reports and policy studies are expert in their use of relevant enforcement data files, external data sources, and the statistical approaches used to provide the data and analysis
All analytical reports and policy studies are reviewed by qualified staff to ensure that the analysis is valid, complete, unbiased, objective, and relevant. Analytic techniques are clearly described in relevant reports and data sources are identified in publications. When analyses are based on projections, the assumptions used to produce the projections are identified.
Documentation in publications contains information on data sources, including definitions and specifications of variables. Report documentation also includes, where appropriate, information on sampling and any disclosure rules or techniques.
Text is edited to ensure that a report is easy to read and grammatically correct; thoughts and arguments flow logically; and, information is worded concisely and lucidly. Tables and charts are edited to ensure that they clearly and accurately illustrate and support points made in the text and include concise and descriptive titles. Tables and charts indicate the unit of measure and the universe being examined, and all internal labels (column headings, row stubs, and panel headings) accurately describe the information they contain.
The EEOC will first determine whether or not the information is influential to determine whether it is covered under this portion of the guidelines. The "influential" designation will be applied to information disseminated by EEOC sparingly, if at all. Several aspects will be considered:
(1) If the statistical information is influential, the EEOC generally will ensure that the information contains a high degree of transparency about the data and methods used in order to facilitate the reproducibility of this information by qualified individuals or groups.
(2) Influential statistical information can include original and supporting data or analytic results.
(3) With regard to original and supporting data, EEOC guidelines do not require that all disseminated data be subjected to a reproducibility and transparency requirement, because some information may not be publically accessible due to confidentiality protections or other compelling reasons.
(4) With regard to analytic results, if the data is identified as influential and can be made available publically, EEOC will provide sufficient transparency about the data and the methods used to analyze it to enable an independent analysis by a qualified individual or group. Where the data can not be publically disclosed, the EEOC will use rigorous statistical checks on its analytic results, document the checks undertaken, and disclose the specific data sources, quantitative methods, and assumptions used.
(5) The EEOC does not have "influential" information that involves risks to human health, safety and the environment, based on the Safe Drinking Water Act Amendments of 1996 (42 U.S.C. 300g-1(b)(3)(A) & (B)). Consequently, the quality principles articulated in the Act for "risk" information do not apply to the EEOC.
The EEOC has programs and policies for securing its resources as required by the Computer Security Act of 1987 (P.L.100-235), Office of Management and Budget Circular A-130, and the Government Information Security Reform Act (P.L. 106-398, title X, subtitle G). These security procedures address all major components of information security and apply to all operating components. In addition, the EEOC is subject to statutory requirements to protect the sensitive information it gathers and maintains on individuals. Requirements regarding that information are contained in the following statutes or guidance documents:
In addition to adhering to these requirements, access to information and the underlying data bases are restricted in the system to ensure the integrity of the information and its appropriate utilization.
Using the following procedures, persons affected by the EEOC's disseminated information can request correction of the information that does not comport with EEOC's or OMB's information quality guidelines. Affected persons can request correction of information first disseminated on or after October 1, 2002, and information previously created by the EEOC which is newly disseminated on or after October 1, 2002. The EEOC's information disseminated only before October 1, 2002, is not covered by the EEOC's Guidelines for Ensuring Information Quality.
Also, there are some circumstances in which there is an existing process to respond to concerns expressed about EEOC's information. The OMB guidelines encourage agencies to make use of existing processes in a flexible way, tailored to their programs. When there is a sound existing process, such as a process that provides opportunities for public participation in making an agency decision, the EEOC will not duplicate the process with a separate request-response mechanism. The substantive standards of quality, the information quality standards provided in the OMB and EEOC guidelines, remain applicable to any such dissemination of information.
In addition, the EEOC may disseminate a study, analysis, or other information prior to taking a final action based on this material or prior to releasing a complete information product. The EEOC will consider requests for correction of the study, analysis or other information product before it takes its final action or releases the final informational product if it determines that an earlier response will not unduly delay the issuance of the final action or the information product; and, the person requesting the correction shows that there is a reasonable likelihood that he/she will suffer actual harm from the disseminated information if the request is not resolved before the final action is taken or the final product disseminated.
Important Note: Do not submit any information, comments or data relating to a charge of discrimination that may have been filed with the agency. This is not a procedure for processing any charge-specific information in the private sector or hearings or appeals in the federal sector. Anything submitted for that purpose will not be considered for the purposes of these guidelines. If you want to discuss charge, hearings or appeals information, please contact the appropriate field office nearest you. Our offices are listed on the agency's web site (www.eeoc.gov). You can also call 1-800-669-4000 (TTY: 1-800-669-6820) to be automatically connected to the closest EEOC office.
Send your request to:
Request to Correct EEOC Published
Information
U.S. Equal Employment Opportunity Commission
Office of Research, Information and Planning
Room 8219
1801 L Street, N.W.
Washington, D.C. 20507
Use a cover sheet on top of your request, and indicate the fax is for:
Request to Correct EEOC Published
Information
U.S. Equal Employment Opportunity Commission
Office of Research, Information and Planning
Room 8219
Fax to: (202)663-4093
Send requests by e-mail to:
requestcorrectioninformation@eeoc.gov
This page was last modified on September 30, 2002.