- The EEOP regulations refer to businesses as "private entities." Because there are relatively few private entities that are required to develop an EEOP Utilization Report, the online system is geared primarily for state and local government agencies. Businesses and other private entities can use the Sample EEOP Utilization Report as model for creating a similar report with the following modifications: A business recipient should provide the information that the Sample EEOP Utilization Report required (e.g., name of the recipient, recipient contact information, award data, amount for each award, contact information for the program manager at the grantmaking agency, and so forth).
- In the second step, the business recipient must create an off-line Workforce Analysis Chart, which should have nine rows corresponding to the nine EEO-1 job categories and fourteen columns for the following classifications:
- Hispanic or Latino males
- Black or African American males
- White males
- Asian males
- Native Hawaiian or Other Pacific Islander males
- American Indian or Alaska Native males
- Males of Two or More Races
- Hispanic or Latino females
- Black or African American females
- White females
- Asian females
- Native Hawaiian or Other Pacific Islander females
- American Indian or Alaska Native females
- Females of Two or More Races
- For each of the nine job categories, the business recipient should enter in the chart the number of employees in each of the 14 classifications. The business recipient should then convert the number of employees in each classification in each of the nine job categories to percentages, so that each job category (and not the entire workforce) would total 100 percent.
- To compare its workforce to the relevant labor market statistics, the appropriate data is on the U.S. Census Bureau website. To access the relevant statistics, one should first select under the Occupational Tables, Employment by EEO-1 Job Categories and then retain the selection for Residence under the Select Geography section at the bottom of the page. On the next screen, select the appropriate geographic area corresponding to the recipient's labor market. On the next screen, while holding the control key down, select all of the nine EEO-1 job categories. Finally, retain the selected option, Show Detailed Race/Ethnicity Categories. The subsequently generated table includes the numbers and percentages of eligible people in the relevant labor market in each of the nine EEO-1 job categories cross-classified by race, national origin and sex.
- Using the percentages in the generated table, create a Utilization Analysis Chart by comparing the percentages of employees in each job category, cross-classified by race, national origin and sex, to the corresponding percentages of workers in the relevant labor market. The utilization analysis relies on subtraction: the percentage of employees in the business's workforce in a particular job category, cross-classified by race, national origin and sex, minus the percentage of workers in the same job category in the relevant labor market, also cross-classified by race, national origin and sex. For example, if the business's Workforce Analysis Chart shows 20 percent Asian males in the Sales Workers job category, and if the community labor statistics table shows that in the relevant labor market, 40 percent of sales workers are Asian males, then the business is underusing Asian males in the sales workers job category by -20 percent. Negative numbers indicate underutilization.
- Based on the Utilization Analysis Chart, the recipient business would write a narrative that first describes the results and then identifies any significant underutilization.
- Next, the business recipient would return to the online EEOP Utilization Report system and complete the remaining steps: identifying objectives, proposing steps to achieve the objectives, and making a plan for disseminating the EEOP Report inside and outside the business.
- To complete the EEOP Report, a responsible official, defined as an administrator with the authority to implement the plan, must sign and date it. If the business is not required to send the EEOP Report to OCR for review, it should send the completed Section B of the Certification Form to OCR to request an exemption from the submission requirement. If the business is required to submit the EEOP Report to, it should use the following address:
Attn: EEOP Utilization Report Submission
Office for Civil Rights
Office of Justice Programs
U.S. Department of Justice
810 Seventh Street, NW
Washington, DC 20531
All workforce data related to race, national origin and sex relies on voluntary employee reporting. Employers may conduct voluntary surveys of employees to gather the relevant information. If employees decline to identify themselves by race, national origin or sex, employers should not independently assign them to one of these categories.
As a preliminary step in preparing a workforce chart for the EEOP Report, recipients should report the total number of employees and the number of employees of unknown race, national origin or sex. The Workforce Analysis Chart in the EEOP Report should include only those employees who have identified themselves by race, national origin and sex.
If the total number of minorities (i.e., non-Whites) in a recipient's service population is less than 3 percent, the recipient should provide only information on men and women in its EEOP Report. The recipient would still report on the number of men and women in its workforce, perform a utilization analysis based on sex, and develop objectives and steps to address any significant underutilization.
As part of the first step in completing an EEOP Report, a recipient must post a nondiscrimination policy statement that applies to its employment practices. The nondiscrimination policy statement is usually a relatively brief text, often officially adopted by a senior administrator or governing body, that sets forth the recipient organization's philosophy on providing equal employment opportunities to both applicants and employees, regardless of race, color, national origin, sex, religion, disability, and perhaps other state and local protected classes. Some recipients use the nondiscrimination policy statement in notifying employees, prospective employees, and members of the public that the recipient organization is complying with federal civil rights laws.
As part of the first step in completing an EEOP Report, a recipient must post a nondiscrimination policy statement that applies to its employment practices. The nondiscrimination policy statement is usually a relatively brief text, often officially adopted by a senior administrator or governing body, that sets forth the recipient organization's philosophy on providing equal employment opportunities to both applicants and employees, regardless of race, color, national origin, sex, religion, disability, and perhaps other state and local protected classes. Some recipients use the nondiscrimination policy statement in notifying employees, prospective employees, and members of the public that the recipient organization is complying with federal civil rights laws.
For a law enforcement agency that is required to report the number of sworn officers in its workforce, the EEOP Report's Sworn Officers Chart and Utilization Analysis Chart use the title "patrol officers." This title signifies the most common rank for a commissioned officer in a law enforcement agency. Users cannot substitute an alternative title. In creating the Sworn Officers Chart, the first row in the chart, "patrol officers," remains fixed.
A sworn officer in a law enforcement agency is one who has taken a solemn oath to perform duties on behalf of the public in a manner that merits the public's trust. He or she holds a commissioned position and is trained and empowered to perform a full range of law enforcement duties, including, but not limited to, preventing and suppressing crime, and investigating, apprehending and detaining individuals suspected or convicted of offenses that violate the public interest.
- Office of Justice Programs (OJP)
- Bureau of Justice Assistance (BJA)
- Bureau of Justice Statistics (BJS)
- National Institute of Justice (NIJ)
- Office for Victims of Crime (OVC)
- Office of Juvenile Justice and Delinquency Prevention (OJJDP)
- Office of Community Oriented Policing Services (COPS)
- Office on Violence Against Women (OVW)
For law enforcement agencies preparing the EEOP Report, the online system automatically accesses both types of Statistics from the relevant labor market selected by the law enforcement agency.
Community Labor Statistics from the U.S. Census Bureau show the percentage of eligible workers in each of the major job categories for state and local government agencies in a selected labor market, cross-classified by race, national origin and sex. Law enforcement agencies that have already calculated the percentages of employees in their workforces in each of the major job categories, also cross-classified by race, national origin and sex (i.e., the Workforce Analysis Chart in the EEOP Utilization Report), can then compare their workforce's demographics to those of eligible workers in the relevant labor markets. The comparison allows recipients to identify underutilization of employees in any of the eight job categories.
For the EEOP Report, law enforcement agencies break down the number of employees in the Protective Services: Sworn job category into (1) Protective Services: Sworn-Officials and (2) Protective Services: Sworn-Patrol Officers. "Sworn-Patrol Officers" represents the most common rank for commissioned officers; Sworn Officials" represents all sworn employees above the rank of patrol officer.
To compare the demographics of Protective Services: Sworn-Officials in a law enforcement agency's workforce to the relevant labor market, the EEOP Report uses Community Labor Statistics for the relevant labor market. The Community Labor Statistics include demographic information on workers in the relevant labor market who already hold positions in the Protective Services: Sworn job category.
To compare the demographics of the Protective Services: Sworn-Patrol Officers in a law enforcement agency's workforce to the relevant labor market, the EEOP Report uses civilian labor force statistics. These statistics for a selected geographic area provide information on the percentages of people in the relevant labor market, cross-classified by race, national origin and sex, who are eligible to become patrol officers based on required minimum age and educational level. Comparing the demographics of patrol officers to the civilian labor force shows, to some extent, how well patrol officers represent the pool of possible recruits.
Yes. In preparing a Workforce Analysis Chart, one of the most common errors of recipients is to calculate the percentage of workers, cross-classified by race, national origin and sex, in each job category compared to the total number of employees in the recipients' workforces. The correct calculation requires a comparison to the total number of workers in the same job category. The total number of workers in each of the major job categories represents 100 percent. The community labor statistics make a similar comparison in reporting the percentage of eligible workers, cross-classified by race, national origin and sex, in each job category in the relevant labor market. For example, if a recipient has 50 employees entered in the professional job category, representing 10 Hispanic males, 2 Asian males, 25 Black or African American females, and 13 American Indian or Alaska Native females, the online EEOP Report automatically converts these numbers to 20 percent Hispanic males, 4 percent Asian males, 50 percent Black or African American females, and 26 percent American Indian or Alaska Native females.
No. A recipient may use its AAP as a resource in preparing the EEOP Report. However, OCR will not accept a previously prepared AAP as a substitute.