Notice2023-25333
Proposed Collection; Comment Request
Primary source
Metadata and text below are from the Federal Register, a public-domain U.S. government work. Always verify the official published version before relying on it for any legal matter.
Published
November 16, 2023
Issuing agencies
Federal Housing Finance Agency
Abstract
In accordance with the requirements of the Paperwork Reduction Act of 1995 (PRA), the Federal Housing Finance Agency (FHFA or the Agency) is seeking public comments concerning the renewal of an information collection known as "Contractor Workforce Inclusion Good Faith Efforts," which has been assigned control number 2590-0016 by the Office of Management and Budget (OMB). FHFA intends to submit the information collection to OMB for review and approval of a three-year extension of the control number, which is due to expire on January 31, 2024.
Full Text
<html>
<head>
<title>Federal Register, Volume 88 Issue 220 (Thursday, November 16, 2023)</title>
</head>
<body><pre>
[Federal Register Volume 88, Number 220 (Thursday, November 16, 2023)]
[Notices]
[Pages 78751-78754]
From the Federal Register Online via the Government Publishing Office [<a href="http://www.gpo.gov">www.gpo.gov</a>]
[FR Doc No: 2023-25333]
=======================================================================
-----------------------------------------------------------------------
FEDERAL HOUSING FINANCE AGENCY
[No. 2023-N-13]
Proposed Collection; Comment Request
AGENCY: Federal Housing Finance Agency.
ACTION: Contractor Workforce Inclusion Good Faith Efforts--60-day
notice of submission of information collection for approval from Office
of Management and Budget.
-----------------------------------------------------------------------
SUMMARY: In accordance with the requirements of the Paperwork Reduction
Act of 1995 (PRA), the Federal Housing Finance Agency (FHFA or the
Agency) is seeking public comments concerning the renewal of an
information collection known as ``Contractor Workforce Inclusion Good
Faith Efforts,'' which has been assigned control number 2590-0016 by
the Office of Management and Budget (OMB). FHFA intends to submit the
information collection to OMB for review and approval of a three-year
extension of the control number, which is due to expire on January 31,
2024.
DATES: Interested persons may submit comments on or before January 16,
2024.
ADDRESSES: Submit comments to FHFA, identified by ``Proposed
Collection; Comment Request: `Contractor Workforce Inclusion Good Faith
Efforts, (No. 2023-N-13)' '' by any of the following methods:
<bullet> Agency Website: <a href="http://www.fhfa.gov/open-for-comment-or-input">www.fhfa.gov/open-for-comment-or-input</a>.
<bullet> Federal eRulemaking Portal: <a href="https://www.regulations.gov">https://www.regulations.gov</a>.
Follow the instructions for submitting comments. If you submit your
comment to the Federal eRulemaking Portal, please also send it by email
to FHFA at <a href="/cdn-cgi/l/email-protection#acfec9cbefc3c1c1c9c2d8dfeccac4cacd82cbc3da"><span class="__cf_email__" data-cfemail="c496a1a387aba9a9a1aab0b784a2aca2a5eaa3abb2">[email protected]</span></a> to ensure timely receipt by the agency.
<bullet> Mail/Hand Delivery: Federal Housing Finance Agency, Office
of General Counsel, 400 Seventh Street SW, Washington, DC 20219,
Attention: Proposed Collection; Comment Request: ``Contractor Workforce
Inclusion Good Faith Efforts, (No. 2023-N-13).''
We will post all public comments we receive without change,
including any
[[Page 78752]]
personal information you provide, such as your name and address, email
address, and telephone number, on the FHFA website at <a href="https://www.fhfa.gov">https://www.fhfa.gov</a>.
Copies of all comments received will be available for examination
by the public through the electronic comment docket for this PRA Notice
also located on the FHFA website.
FOR FURTHER INFORMATION CONTACT: Takisha Koonce, Office of Minority and
Women Inclusion, <a href="/cdn-cgi/l/email-protection#aefacfc5c7ddc6cf80e5c1c1c0cdcbeec8c6c8cf80c9c1d8"><span class="__cf_email__" data-cfemail="3c685d57554f545d12775353525f597c5a545a5d125b534a">[email protected]</span></a>, (202) 649-3740; Brent Burris,
Associate General Counsel, <a href="/cdn-cgi/l/email-protection#36744453584218744344445f4576505e505718515940"><span class="__cf_email__" data-cfemail="733101161d075d310601011a0033151b15125d141c05">[email protected]</span></a>, (202) 731-1083; or
Angela Supervielle, Senior Counsel, <a href="/cdn-cgi/l/email-protection#0948676e6c6568275a7c796c7b7f606c65656c496f616f68276e667f"><span class="__cf_email__" data-cfemail="cc8da2aba9a0ade29fb9bca9bebaa5a9a0a0a98caaa4aaade2aba3ba">[email protected]</span></a>, (202)
649-3973 (these are not toll-free numbers); Federal Housing Finance
Agency, 400 Seventh Street SW, Washington, DC 20219. For TTY/TRS users
with hearing and speech disabilities, dial 711 and ask to be connected
to any of the contact numbers above.
SUPPLEMENTARY INFORMATION:
A. Paperwork Reduction Act
Under the PRA (44 U.S.C. 3501- 3520), Federal agencies must obtain
approval from OMB for each collection of information they conduct or
sponsor. Section 3506(c)(2)(A) of title 44 requires Federal agencies to
provide a 60-day notice \1\ in the Federal Register concerning each
proposed collection of information, including each proposed extension
of an existing collection of information, before submitting the
collection of information to OMB for approval. FHFA's collection of
information set forth in this document is titled ``Contractor Workforce
Inclusion Good Faith Efforts'' (assigned control number 2590-0016 by
OMB). To comply with the PRA requirement, FHFA is publishing notice of
a proposed three-year extension of this collection of information,
which is due to expire on January 31, 2024.
---------------------------------------------------------------------------
\1\ Following the close of this notice's 60-day comment period,
FHFA will publish a second notice with a 30-day comment period as
required by 44 U.S.C. 3507(b) and 5 CFR 1320.10(a).
---------------------------------------------------------------------------
B. Background
Section 342(a)(1)(A) of the Dodd-Frank Wall Street Reform and
Consumer Protection Act of 2010 (the Dodd-Frank Act) requires FHFA and
certain other Federal agencies each to establish an Office of Minority
and Women Inclusion (OMWI) responsible for all matters of the agency
relating to diversity in management, employment, and business
activities.\2\ Section 342(c)(1) requires the OMWI Director at each
agency to develop and implement standards and procedures to ensure, to
the maximum extent possible, the fair inclusion and utilization of
minorities, women, and minority- and women-owned businesses in all
business and activities of the agency at all levels, including
procurement, insurance, and all types of contracts. Section 342(c)(2)
requires that the OMWI Director include in the agency's procedures for
evaluating contract proposals and hiring service providers a component
that gives consideration to the diversity of an applicant, to the
extent consistent with applicable laws. That statutory provision also
requires that each agency's procedures include a written statement that
a contractor shall ensure, to the maximum extent possible, the fair
inclusion of women and minorities in the workforce of the contractor
and, as applicable, subcontractors.
---------------------------------------------------------------------------
\2\ 12 U.S.C. 5452.
---------------------------------------------------------------------------
Further, section 342(c)(3)(A) of the Dodd-Frank Act requires that
each agency's standards and procedures include a procedure for
determining whether an agency contractor or subcontractor has failed to
make a good faith effort to include minorities and women in its
workforce. If the OMWI Director determines that a contractor or
subcontractor has failed to make such a good faith effort, section
342(c)(3)(B)(i) provides that the OMWI Director shall recommend to the
agency administrator that the contract be terminated. Section
342(c)(3)(B)(ii) provides that, upon receipt of such a recommendation,
the agency administrator may either terminate the contract, make a
referral to the Office of Federal Contract Compliance Programs (OFCCP)
of the Department of Labor, or take other appropriate action.
As a means of implementing the requirements of section 342(c) of
the Dodd-Frank Act, FHFA developed a Minority and Women Inclusion
Clause (MWI Clause) that it includes in Agency contracts with a dollar
value greater than $150,000. The MWI Clause requires a contractor to
confirm its commitment to equal opportunity in employment and
contracting, and to implement that commitment by ensuring, to the
maximum extent possible consistent with applicable law, the fair
inclusion of minorities and women in its workforce. The MWI Clause also
requires that a contractor include the substance of the MWI Clause in
all subcontracts with a dollar value greater than $150,000 awarded
under the contract. (Hereinafter, contractors that are subject to the
MWI Clause and subcontractors that are subject to a similar clause
required to be included in a subcontract are referred to as ``covered''
contractors and subcontractors.)
Finally, the MWI Clause requires a contractor to provide, when
requested by FHFA, documentation demonstrating that the covered
contractor, as well as any covered subcontractor, has made a good faith
effort to ensure the fair inclusion of minorities and women in its
workforce. The MWI Clause provides that such documentation may include,
but is not limited to: (1) the contractor's total number of employees,
and the number of minority and women employees, by race, ethnicity, and
gender (e.g., an EEO-1 Employer Information Report (Form EEO-1)); (2) a
list of the subcontracts the contractor awarded including the dollar
amount, date of the award, and the ownership status of the
subcontractor by race, ethnicity, and/or gender; (3) information
similar to that required under the first item above for each
subcontractor; and (4) the contractor's plan to ensure that minorities
and women have appropriate opportunities to enter and advance within
its workforce, including outreach efforts (hereinafter, a ``workforce
inclusion plan''). A request for documentation by FHFA pursuant to this
provision of the MWI Clause constitutes a ``collection of information''
within the meaning of the PRA.
On March 9, 2018, FHFA finalized its ``Policy Establishing
Procedures to Determine Compliance by Contractors with the Minority and
Women Inclusion Clause'' (Good Faith Efforts Policy (GFEP)), which
establishes a process to determine whether covered contractors or
subcontractors are making good faith efforts to ensure the fair
inclusion of minorities and women in their respective workforces. The
GFEP ensures transparency, clarity, and consistency in the good faith
effort review process. Covered contractors agree to provide
documentation of the good faith effort they have made in support of
this commitment within 10 business days after a request from FHFA.
According to the GFEP, ``OMWI will rely on the conclusions of a prior
GFE review if OMWI conducted that review within the past two fiscal
years.''
C. Need for and Use of the Information Collection
The purpose of this information collection is to fulfill the
requirements of section 342(c) of the Dodd-Frank Act. The collected
information allows FHFA's OMWI Director to determine whether covered
contractors and subcontractors have complied with their contractual
obligations to make good faith efforts to ensure, to the maximum extent
possible consistent with
[[Page 78753]]
applicable law, the fair inclusion of minorities and women in their
respective workforces.
D. Burden Estimate
FHFA estimates that the average annual burden imposed on all
respondents by this information collection over the next three years
will be 725 hours. Because, as explained below, the amount of burden
imposed upon a contractor by this information collection will differ
depending upon whether the contractor has 50 or more employees, FHFA
has based its total burden estimate on two separate sets of
calculations--(1) one for contractors and subcontractors with 50 or
more employees (30 hours); and (2) another for contractors and
subcontractors with fewer than 50 employees (695 hours).
FHFA includes the MWI Clause in Agency contracts with a dollar
value greater than $150,000. Under the MWI Clause, FHFA may also
request information about covered subcontractors' ownership status,
workforce demographics, and workforce inclusion plans. Contractors
would request this information from their covered subcontractors, who,
because the substance of the MWI Clause would be included in their
subcontracts, would have a contractual obligation to keep records and
report data as required under the MWI Clause.
FHFA data on the dollar value of contracts awarded by the Agency
from the beginning of fiscal year 2020 through fiscal year 2023 shows
that 165 contractors were subject to the MWI Clause. FHFA believes that
85 of those contractors have 50 or more employees, while 80 contractors
have fewer than 50 employees. FHFA estimates that no more than two
subcontracts with a dollar value of $150,000 or more were awarded by
Agency contractors during that same time period. Both of those
subcontractors have 50 or more employees each. Thus, over the preceding
three years, a total of 167 contractors and subcontractors were subject
to the MWI Clause--87 of which have 50 or more employees and 80 of
which have fewer than 50 employees.
Based on these figures, FHFA estimates that, on average over the
next three years, 87 contractors and subcontractors with 50 or more
employees and 80 contractors or subcontractors with fewer than 50
employees will be subject to the MWI Clause at any given time. As
mentioned above, the GFEP provides that OMWI will rely on the
conclusions of a prior GFE review if OMWI conducted that review within
the past two fiscal years. Accordingly, a covered contractor or
subcontractor is required to submit new information only once within
any three-year period.
(1) Documentation Submitted by Contractors With 50 or More Employees
FHFA estimates that the average annual burden on contractors with
50 or more employees will be 30 hours (0 recordkeeping hours + 30
reporting hours). Because Federal contractors with 50 or more employees
are already required to maintain the same types of records that may be
requested pursuant to the MWI Clause under regulations implementing
Title VII of the Civil Rights Act of 1964 \3\ and Executive Order 11246
(E.O. 11246),\4\ this information collection does not impose additional
recordkeeping burdens on such contractors and subcontractors. FAR
52.222-26, Equal Opportunity, requires that such contractors' contracts
and subcontracts include a clause implementing E.O. 11246. OFCCP
regulations require each contractor with 50 or more employees and a
Federal contract or subcontract of $50,000 or more to maintain records
on the race, ethnicity, gender, and EEO-1 job category of each
employee.\5\ OFCCP regulations also require each such contractor to:
(1) demonstrate that it has made a good faith effort to remove
identified barriers, expand employment opportunities, and produce
measurable results; \6\ and (2) develop and maintain a written program
summary describing the policies, practices, and procedures that the
contractor uses to ensure that applicants and employees received equal
opportunities for employment and advancement.\7\ In lieu of creating
and maintaining a separate workforce inclusion plan to submit in
satisfaction of the MWI Clause, a contractor or subcontractor with 50
or more employees could submit the written program summary that it is
already required to maintain under the OFCCP regulations to demonstrate
its good faith efforts to ensure the fair inclusion of minorities and
women in its workforce.
---------------------------------------------------------------------------
\3\ 42 U.S.C. 2000e, et seq.
\4\ E.O. No. 11246, 30 FR 12319 (Sept. 28, 1965).
\5\ See 41 CFR 60-1.7.
\6\ See 41 CFR 60-2.17.
\7\ See 41 CFR 60-2.31.
---------------------------------------------------------------------------
With respect to reporting burden, FHFA estimates that it will take
each contractor or subcontractor with 50 or more employees
approximately one hour to retrieve, review, and submit the
documentation specified in the MWI Clause. Thus, the estimate of the
triennial burden upon contractors or subcontractors with 50 or more
employees associated with reporting requirements under this information
collection is 87 hours (87 respondents x 1 hour per respondent) and the
annual burden is 30 hours.
(2) Documentation Submitted by Contractors With Fewer Than 50 Employees
FHFA estimates that the average annual burden on contractors and
subcontractors with fewer than 50 employees will be 695 hours (667
recordkeeping hours + 28 reporting hours).
OFCCP regulations require contractors with fewer than 50 employees
to maintain records on the race, ethnicity, and gender of each
employee.\8\ FHFA believes that such contractors also keep EEO-1 job
category information in the normal course of business, despite the fact
that they are not required by law to do so. However, contractors or
subcontractors with fewer than 50 employees may not have the type of
written program summary that is required of larger contractors under
the OFCCP regulations or any similar document that could be submitted
as a workforce inclusion plan under the MWI Clause. Accordingly, such
contractors or subcontractors may need to create a workforce inclusion
plan to comply with the MWI Clause.
---------------------------------------------------------------------------
\8\ See 41 CFR 60-3.4.
---------------------------------------------------------------------------
In order to estimate the burden associated with creating a
workforce inclusion plan, FHFA considered the OFCCP's burden estimates
for the time needed to develop the written program summaries required
under its regulations.\9\ In its OMB Supporting Statement, the OFCCP
estimated that a contractor with 1 to 100 employees would take
approximately 73 hours to create an initial written program summary.
While the OFCCP regulations require contractors to perform time-
consuming quantitative analyses when developing their written program
summaries, such analyses would not be required in connection with the
creation of a workforce inclusion plan. For this reason, FHFA believes
that a contractor could develop a workforce inclusion plan in about
one-third of the time that it would take to develop the written program
summary required under the OFCCP regulations.
---------------------------------------------------------------------------
\9\ See PRA Supporting Statement for the OFCCP Recordkeeping and
Requirements-Supply and Service Program, OMB Control No. 1250-0003,
at <a href="https://www.reginfo.gov/public/do/PRAViewDocument?ref_nbr=201906-1250-001">https://www.reginfo.gov/public/do/PRAViewDocument?ref_nbr=201906-1250-001</a>.
---------------------------------------------------------------------------
FHFA estimates that a contractor or subcontractor with fewer than
50 employees would spend approximately 25 hours creating a workforce
inclusion plan for the first time. It is likely that,
[[Page 78754]]
going forward, many small contractors and subcontractors will simply
submit updated versions of workforce inclusion plans that they have
submitted previously. For purposes of this burden estimate, however,
FHFA has assumed that all small contractors and subcontractors will
need to create a new plan every time they are required to submit
information under the MWI clause. This results in an estimated average
triennial recordkeeping burden on all contractors and subcontractors
with fewer than 50 employees over the next three years of 2,000 hours
(80 respondents x 25 hours per respondent), with an annual burden of
667 hours.
As with larger entities, FHFA estimates that it will take each
contractor and subcontractor with fewer than 50 employees approximately
one hour to retrieve, review, and submit the documentation specified in
the MWI Clause. Thus, FHFA estimates that the average triennial
reporting burden on all contractors and subcontractors with fewer than
50 employees will be 80 hours (80 respondents x 1 hour per respondent),
with an annual burden of 28 hours.
E. Comment Request
FHFA requests written comments on the following: (1) whether the
collection of information is necessary for the proper performance of
FHFA functions, including whether the information has practical
utility; (2) the accuracy of FHFA's estimates of the burdens of the
collection of information; (3) ways to enhance the quality, utility,
and clarity of the information collected; and (4) ways to minimize the
burden of the collection of information on respondents, including
through the use of automated collection techniques or other forms of
information technology.
Shawn Bucholtz,
Chief Data Officer, Federal Housing Finance Agency.
[FR Doc. 2023-25333 Filed 11-15-23; 8:45 am]
BILLING CODE 8070-01-P
</pre><script data-cfasync="false" src="/cdn-cgi/scripts/5c5dd728/cloudflare-static/email-decode.min.js"></script></body>
</html>Indexed from Federal Register on November 16, 2023.
This is legal information, not legal advice. Laws vary by jurisdiction and change frequently. Always verify current law with official sources and consult a licensed attorney in your jurisdiction for advice on your specific situation.