Development of an Equal Employment Opportunity Management Information System
FPCD-80-43: Published: Mar 4, 1980. Publicly Released: Mar 4, 1980.
- Full Report:
An investigation was undertaken to determine whether the problems identified in an earlier report on the management information needs of the Equal Employment Opportunity (EEO) program still exist. Two elements of an integrated system are involved; one, the central personnel data file (CPDF), collects and maintains personnel data on current employees, and the other collects and maintains data on applicants for Federal employment. The Office of Personnel Management (OPM), whose responsiblility includes collecting and maintaining personnel data, has already made improvements in providing EEO statistical data on current Federal employees. However, further improvements are scheduled. These improvements include refinement of CPDF, but they will not be fully implemented until January 1982. However, CPDF can currently provide much of the information needed to evaluate and monitor agency EEO programs.
At the time the EEO functions were transferred to EEOC from the Civil Service Commission, the two agencies agreed that OPM would continue to collect and maintain personnel data and to provide data to EEOC to enable it to carry out its new responsibilities. The existing CPDF database needs refining. Two problems of CPDF are that the current minority group designator codes do not conform with the race and ethnic code definitions prescribed by legislation, nor does the current system contain an organization code below the second organizational level. Although a system on job applicants which collects race, sex, and ethnic data has been created, it is still incomplete and does not fully comply with the intent of the uniform guidelines requirement. However, progress has been made in improving the availability of data to identify the extent, nature, and causes of the Government's EEO problems. Although the system's design has limited usefulness for performing longitudinal studies, these deficiencies are minor when compared to the system's overall capabilities.
Recommendation for Executive Action
Comments: Please call 202/512-6100 for additional information.
Recommendation: The Director, OPM, and the Chairman, EEOC, should: (1) encourage operating agencies to make better use of the CPDF and assist them in obtaining information on the status and progress of their EEO programs; (2) determine the technical feasibility of developing an integrated information system to collect race, sex, and ethnic data; (3) determine whether such a system would be more approriately centralized in OPM or decentralized with individual agencies; and (4) determine the cost of developing such a system. Additionally, EEOC should make a uniform package of statistical tables available immediately for agencies to use in developing affirmative action plans. OPM should also monitor agencies' collection of race and ethnic data to measure the response rate using the new form approved by OPM and, if necessary, perform further research to determine whether other methods of data collection are available which would increase the response rate for unwritten examinations. If the response rate using the new OMB approved form is too low to provide reliable statistical data, the Director, OPM, should consider the pros and cons of requiring that the form be returned as a condition for accepting the application.