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Collecting Compensation Data from Employers (2012) / Chapter Skim
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Summary
Pages 1-6

The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.


From page 1...
... The legislation was not enacted. If the legislation had become law, the EEOC would have been required to confront issues regarding currently available and potential data sources, methodological requirements, and appropriate statistical techniques for the measurement and collection of employer pay data.
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From page 2...
... Furthermore, the panel concludes that existing studies of the costeffectiveness of an instrument for collecting wage data and the resulting burden are inadequate to assess any new program. Unless the agencies have a comprehensive plan that includes the form of the data collection, it will not be possible to determine, with precision, the actual burden on employers and the probable costs and benefits of the collection.
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From page 3...
... EEOC has a small and lightly resourced data collection and analytical program that has traditionally been focused nearly exclusively on collecting employment data, developing summary
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From page 4...
... Pay band data are attractive in that they align with the way that human resource managers tend to look at compensation, but the best data are collected from payroll records, and those are most likely to be rates of pay or average earnings as computed with information on total wages and hours. Data on rates of pay have the advantage of being more likely to provide valid measures of central tendency and dispersion, thereby affording an important quality check and analytical capability.
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From page 5...
... Equal Employ ment Opportunity Commission, the agency should consider implement ing appropriate data protection techniques, such as data perturbation and the generation of synthetic data to protect the confidentiality of the data, and it should also consider supporting research for the develop ment of these applications. In order to assure reporting employers that their data are indeed protected from disclosure, it will be important to establish clear and legally enforceable protections for sharing the data that employers provide in confidence.
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Key Terms

  • wage data
  • compensation data
  • equal employment
  • national origin
  • employment opportunity

  • employers provide
  • compliance programs
  • panel concludes
  • employment data
  • collecting pay

  • pay information
  • contract compliance
  • federal contract
  • antidiscrimination laws
  • pay data

  • collecting earnings
  • appropriate data
  • band data
  • grouped data
  • collecting wage

  • data perturbation
  • mary data
  • data submission
  • data protection
  • various earnings

  • illuminate earnings
  • earnings levels
  • average earnings
  • resourced data
  • electronic data


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