LS^Environmental
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EPA Affirmative Employment Program Plan FY 05-06
Table of Contents
Page
SECTION I FORM 715-01 - Parts A through J 1
PART A: Department or Agency Identifying Information 2
PARTB: Total Employment 2
PART C: Agency Official(s) Responsible for Oversight of EEO Program(s) 2
PART D: List of Subordinate Components Covered in This Report 3
PART E: Executive Summary 4
PART F: Certification of Compliance 11
EEO Policy Statement 12
PART G: Agency Self-Assessment Checklist Measuring Essential Elements 13
PART H: Attaining the Essential Elements of a Model EEO Program 33
PART I: EEO Plan to Eliminate Identified Barrier 39
PART J: Program Individuals with Targeted Disabilities 47
SECTION II- MD-715 Tables - FY 05 52
SECTION III Trigger Analysis and Charts 93
SECTION IV Trend Analysis and Tables 149
Attachment A: Organizational Chart 193
Attachment B: EEOC 462 Report on EEO Complaints 195
Attachment C: Delegation of Authority 204
Attachment D: Glossary 207
Acknowledgements 211
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SECTION I
FORM 715-01
Parts A through J
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EEOC FORM
715-01 PART A-D
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
For period covering October 1, 2004 to September 30, 2005
PART A
Department
or Agency
Identifying
Information
1. Agency
United States Environmental Protection Agency
l.a. 2" level reporting component
l.b. 3r level reporting component
N/A
N/A
I.e. 4Ih level reporting component
N/A
2. Address
3. City, State, Zip Code
4. CPDF Code 5. FIPS
1200 Pennsylvania Avenue, NW, Mail Code 1201A
Washington, DC 20460
EP
11
PARTB
Total
Employment
PARTC
Agency
Official(s)
Responsible
For
Oversight
of EEO
Program(s)
1. Enter total number of permanent full-time and part-
time employees
1. 17,665
2. Enter total number of temporary employees
2. 816
3. Enter total number employees paid from non-
appropnated funds
3. 0
4. TOTAL EMPLOYMENT [add lines B 1 through 3]
4. 18,481
1. Head of Agency / Title
2. Agency Head Designee
3. Principal EEO Official
Official Title/series/grade
4. Affirmative Employment
Program Official
1. Stephen L. Johnson, Administrator
2. Karen D. Higginbotham, Director, Office of Civil Rights
3. Susan M. Morris, Assistant Director, Affirmative
Employment & Diversity, GS-260-15
4. Mirza P. Baig, National Affirmative Employment
Program Manager
5. Section 501 Affirmative
Action Program Official
5. Keith Bailey, Disability Employment Program Manager
6. Complaint Processing
Program Manager
6. Ronald Ballard, Assistant Director, Employment
Complaints Resolution Staff
7. Other Responsible EEO
Staff
7. National Special Emphasis Program Managers
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EEOC FORM
715-01 PART A - D
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
Subordinate Component and Location (City/State)
List of Subordinate
Components
Covered in This
Report
Program Offices at Headquarters (Washington. DC): Administrators
Office; Administration & Resources Management; Air & Radiation;
General Counsel; Enforcement & Compliance Assurance; Chief
Financial Officer; Inspector General; International Affairs;
Environmental Information; Prevention, Pesticides, & Toxic Substances;
Research & Development; Solid Waste & Emergency Response; Water
Regions: Region 1 (Boston, MA); Region 2 (New York, NY); Region 3
(Philadelphia, PA); Region 4 (Atlanta, GA); Region 5 (Chicago, IL);
Region 6 (Dallas, TX); Region 7 (Kansas City, KS); Region 8 (Denver,
CO); Region 9 (San Francisco, CA); Region 10 (Seattle, WA).
Laboratories: Cincinnati, OH; Research Triangle Park, NC; and Las
Vegas, NV
EEOC FORMS and Documents Included With This Report
*Executive Summary [FORM 715-01
PART E], that includes:
X
*Optional Annual Self-Assessment Checklist Against
Essential Elements [FORM 715-01 PART G]
Brief paragraph describing the
agency's mission and mission-
related functions
Summary of results of agency's
annual self-assessment against
MD-715 "Essential Elements"
X | *EEO Plan To Attain the Essential Elements of a Model
EEO Program [FORM 715-01 PART H] for each
programmatic essential element requinng improvement
*EEO Plan To Eliminate Identified Barrier
[FORM 715-01 PART I] for each identified barrier
Summary of Analysis of Work
Force Profiles including net
change analysis and comparison to
RCLF
Summary of EEO Plan objectives
planned to eliminate identified
barriers or correct program
deficiencies
Summary of EEO Plan action
items implemented or
accomplished
*Statement of Establishment of
Continuing Equal Employment
Opportunity Programs [FORM 715-01
PART F]
*Copies of relevant EEO Policy
Statement(s) and/or excerpts from
revisions made to EEO Policy
Statements
X
N/A
X
X
* Special Program Plan for the Recruitment, Hiring, and
Advancement of Individuals With Targeted Disabilities
for agencies with 1,000 or more employees [FORM 715-
01 PARTJ]
X
*Copy of Workforce Data Tables as necessary to support
Executive Summary and/or EEO Plans
*Copy of data from 462 Report as necessary to support
action items related to Complaint Processing Program
deficiencies, ADR effectiveness, or other compliance
issues.
X
*Copy of Facility Accessibility Survey results as
necessary to support EEO Action Plan for building
renovation projects
N/A
^Organizational Chart (Attachment A]
X
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U.S. Environmental Protection Agency
FY 05-06
Affirmative Employment Program Plan
Executive Summary
PARTE
I. EPA's Mission
The mission of the Environmental Protection Agency (EPA) is to protect human health and the
environment. Since 1970, EPA has been working for a cleaner, healthier environment for the American
people. In order to accomplish this mission, EPA has initiated this plan to ensure that all of its
employees and applicants for employment are treated fairly, with dignity, and have an equitable
opportunity to fulfill their highest potential.
II. Background
This is the second year for reporting affirmative employment under the Equal Employment Opportunity
Commission's (EEOC) Management Directive (MD) 715. This comprehensive analysis of equal
employment opportunity (EEO) and affirmative employment planning identifies triggers for determining
if barriers may exist and establishing plans for implementing appropriate actions to eliminate selected
barriers. Agency class group data was compared with the Civilian Labor Force (CLF) and other
statistical comparisons were made as outlined in EEOC guidelines. In addition, information was
obtained from interviews and meetings with various agency employees, including Special Emphasis &
Diversity Program Managers throughout the Agency. The statistical analysis identified 28 areas of
employment in which specific class groups have achieved less-than-expected numbers.
In the past and in accordance with previous EEOC directives on Affirmative Employment Program
Planning, managers were directed to review the workforce in terms of grade groups within categories of
employment referred to as PATCOB (Professional, Administrative, Technical Clerical, Other and Blue
Collar). Comparisons were made with the CLF and where low participation rates were found, actions
were to be taken to improve recruiting efforts under the Federal Equal Opportunity Recruitment Program
(FEORP) and other internal programs.
The current EEOC focus is on evaluating the distribution of all major personnel actions, such as
Accessions, Separations, Awards, Glass Ceilings, Supervisory Levels, Distribution within Components,
Distribution in Major Mission Critical Occupations, Comparisons with the CLF and Relevant Civilian
Labor Force (RCLF), Participation in Internal Employee Development Programs, and Selections from
Applicant Pools and for Senior Level Positions. The purpose of this evaluation is to define and eliminate
barriers based on the equitable distribution of employment actions as related to the CLF. In order for this
effort to yield appropriate results, the involvement of management at all levels is necessary. This
approach is in keeping with Federal efforts to provide managers and supervisors with the tools necessary
to ensure that fair and equitable treatment is incorporated into every step of the employment process.
III. Approach
EPA initiated a structured 3-year (FY 05-07) approach to implementing MD-715. The first year (FY
2005), there was a focus on developing and implementing a data collection and reporting system. During
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that year, interviews were conducted and meetings held with employees, managers, supervisors, senior
officials and EEO/HR personnel to identify concerns and issues with respect to EEO throughout EPA
and within their respective organizations. This effort included Headquarters Program Offices (HQ POs),
Regions and Laboratories. Onsite focus groups were held in HQ POs in Washington, D.C., and in the
ten Regional Offices and major laboratories. EPA's organizational chart is included as Attachment A to
this document.
During the second year (FY 06), a detailed Bamer Analysis was conducted. This analysis involved
identifying specific triggers for further analysis of barriers and developing plans and objectives for
eliminating those bamers. EPA Affirmative Employment & Diversity (AE&D) staff developed an
extensive training program for collateral-duty Special Emphasis Program Managers (SEPMs), who are
directly involved in affirmative employment planning and programming. This training was developed to
ensure that key staff had knowledge of the requirements under MD-715, particularly with respect to
barriers, objectives, and accountability for achieving results.
The third year (FY 07), an emphasis will be placed on providing training and briefings to senior
management officials, managers and supervisors throughout EPA on the AEP The AE&D Assistant
Director, National Special Emphasis Program Managers (NSEPMs), Collateral-duty SEPMs, and EEO
Officers will provide information that will assist agency officials in eliminating the barriers identified
and improving specific areas to ensure equal employment opportunity for the targeted groups. Utilizing
the annual triggers, trends, and barrier analyses, managers and supervisors are to develop and implement
appropriate plans in line with the objectives established. EPA will update the plan and concentrate on
continuing efforts and actions to eliminate any barriers that may exist to achieve equal employment
opportunity within the workforce.
IV. Summary of Workforce Analysis
The workforce analysis includes standard MD-715 Tables, development of further analysis of
employment trends, identification of triggers, trend analysis, and other comparative analysis designed to
identify barriers to equal employment opportunity for employees and applicants. MD-715 Tables are
included in Section II of this plan.
EEOC adopted standard statistical techniques for determining triggers based on less-than-expected
comparisons with various norms. Charts were developed to provide managers and supervisors with an
easy method for determining conditions needing attention and the degree to which the conditions
deviated from desired conditions or the variance.'
As the EEOC states in, "Instructions to Federal Agencies for EEO MD-715," if a group has a net change
lower than the net change for the total workforce, it is a trigger of the possible existence of a barrier. A
current workforce ratio below the CLF for any group is another trigger." Triggers are derived from an
analysis of data contained in the various MD-715 Tables and are defined differently for each data set. A
summary of triggers by class group within each subject area is included in Section IV The analysis is
provided so that the scope and level of effort needed to address triggers can be defined.
This document uses the term "less-than-expected" to describe a comparison of the Agency's workforce
with the CLF Nothing in this document, including the use of the term "less-than-expected " indicates a
significant statistical disparity that indicates employment discrimination or permits the use of race as a
criterion in personnel decisions.
1 Definition of a variance can be found in the Glossary at Attachment D
5
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Instead of the typical statistical analysis requiring calculations of standard deviations, this Plan focuses
on barriers that may exist, which have an impact on more than one employment dimension. Removing
these barriers will benefit the most number of employees and/or applicants for employment, as well as
have the most impact on ensuring that EPA develops and rewards its workforce equitably.
A. Representation of Class Groups
EPA has substantial representation for some class groups throughout the workforce. However, certain
class groups have not achieved parity when compared with: 1) the CLF, 2) the overall workforce, 3)
within organizational components, 4) at specific grade levels, and/or 5) across occupational categories.
CLF comparisons were made for each of EPA's major occupations. For each occupation, triggers were
identified where class group representation levels were below the CLF This data, along with other
information gathered, was then used as a means of identifying possible barriers that may exist and
establishing objectives to eliminate those barriers.
The distribution of employees by class group throughout EPA by organizational component was
developed and triggers are summarized for each organizational component where the class group
representation levels fell below the Agency-wide representation. The data for the 1 -year period and the
5-year trend showed little change. Class groups with less-than-expected levels of representation at the
beginning of the period were essentially in the same status at the end of the 5-year period - even though a
substantial amount of hiring and transfers took place. During the 5-year period (FY 00 through FY 05),
there were 6,446 new hires into the total workforce (permanent and temporary) or an average of 1,290
per year.
Grades are grouped under the following four categories: Entry level grades are 1-8; Mid-level grades 9-
12, Senior Level grades 13-15, and Senior Executive Service (SES).
1. Total Workforce
The total permanent workforce at the end of FY 05 is 17,665. There are 816 temporary employees
throughout the workforce. Permanent employees by grade groupings are 17,537, with 128 employees in
ungraded categories, such as those with administratively determined rates and members of the
Commissioned Corps. Of the permanent employees, 1,214 or 6.9% are at the Entry level; 4,005 or
22.8% are at the Mid-level; 11,984 or 68.3% are at the Senior-level; 334 or 1.9% in the SES; and 10
employees are in Blue Collar occupations.
At the Entry-level (1,214), White Males represent 10%; White females 28.7%; Black Males 5.2%; Black
Females 41.1%; Hispanic Males 1.8%; Hispanic females 7.3%; Asian Males 1.7%; Asian Females 3.6%;
American Indian Males 0; American Indian Females 0.6%.
At the Mid-level (4,005), White Males represent 23.7%; White Females 33.8%; Black Males 12.8%;
Black Females 23.4%; Hispanic Males 2.2%; Hispanic Females 4.1%; Asian Males 2.8%; Asian Females
3.6%; American Indian Males 0.5 ; American Indian Females 0.6%.
At the Senior-level (11,984), White Males represent 45.8%; White females 30.1%; Black Males 3.9%;
Black Females 9.4%; Hispanic Males 2.5%; Hispanic females 1.8%; Asian Males 3.1%; Asian Females
2.6%; American Indian Males 0.4; American Indian Females 0.4%.
In the Senior Executive Service (334), White Males represent 38.4%; White females 29.0%; Black Males
4.9%; Black Females 4.2%; Hispanic Males 3.6%; Hispanic females 0.7%; Asian Males 1.5%; Asian
Females 1.4%; American Indian Males 0.3; American Indian Females 0.
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2. White Females and Males
White females are less than their overall representation in the CLF (30.8% EPA vs 33.7% CLF). The
total number of White females (5,403) distributed by grade groupings is: Entry-level 6.6%, Mid-level
25.0%, Senior-level 66.8%, and SES 1.6%. White females occupy 28.6% of Entry-level positions
(1,214); 33.8% of Mid-level positions (4,005); 30.0% of Senior-level positions (11,984); and 26.3% of
SES positions (334).
White males are slightly higher than their overall representation in the CLF (38.6% EPA vs 39% CLF).
The total number of White males (6,742) distributed by grade groupings is: Entry-level 1.8%, Mid-level
14.2%, Senior-level 81.3%, and SES 2.7%. White males occupy 10% of Entry-level positions (1,214);
23.7% of Mid-level positions (4,005); 45.8% of Senior-level positions (11,984); and 54.8% of SES
positions (334). White male representation decreased (-0.59%) during FY 2005.
3. Black or African American Females and Males
Black or African American females are more than double the CLF (14.7% EPA vs 5.7% CLF). The total
number of Black females (2,573) distributed by grade groupings is: Entry-level 19.4%, Mid-level
36.5%, Senior-level 43.6%, and SES 0.5%. Black females occupy 41.1% of the Entry-level positions;
23.4% of the Mid-level; 9.4% of the Senior-level positions and 4.2% of the SES.
Black or African American male representation is slightly less than the CLF (4.4% EPA vs 4.8% CLF).
Black male representation overall is significantly less than for Black females at every grade, except at the
SES level. The Black female representation at EPA is significantly higher (more than triple) that of
Black males (14.7% EPA vs 4.4% CLF). The total number of Black Males (762) distributed by grade
groupings is: Entry-level 8.3%, Mid-level 28.0%, Senior-level 61.9%, and SES 1.8%. Black males
occupy 5.2% of Entry-level positions (1,214); 12.8% of Mid-level positions (4,005); 3.9% of Senior-
level positions (11,984); and 4.9% of SES positions (334).
4. Hispanic or Latino Females and Males
Hispanic or Latino females are significantly less than the CLF (2.8% EPA vs 4.5%). The total number of
Hispanic females (479) distributed by grade groupings is: Entry-level 18.7%, Mid-level 34.8%, Senior-
level 46.1%, and SES 0.8%. Hispanic females occupy 7.3% of the Entry-level positions; 4.1% of the
Mid-level; 1.8% of the Senior-level positions and 0.7% of the SES.
Hispanic or Latino males are significantly less than the CLF (2.4% EPA vs 6.2%). The total number of
Hispanic males (420) distributed by grade groupings is: Entry-level 5.3%, Mid-level 21.2%, Senior-
level 70.9%, and SES 2.9%. Hispanic males occupy 1.8% of the Entry-level positions; 2.2% of the Mid-
level; 2.5% of the Senior-level positions and 4% of the SES.
5. Asian American Females and Males
Asian American females are over their representation in the CLF (2.9% EPA vs 1.7% CLF). The total
number of Asian females (506) distributed by grade groupings is: Entry-level 8.3%, Mid-level 28 3%
Senior-level 62.6%, and SES 0.8%. Asian males occupy 3.5% of the Entry-level positions; 3.6% of the
Mid-level; 2.6% of the Senior-level positions and 1.4% of the SES.
Asian American males are over their representation in the CLF (2.7% vs 1.9%) The total number of
Asian males (510) distributed by grade groupings is: Entry-level 3.9%, Mid-level 21 8% Senior level
73.5%, and SES 0.9%. Asian males occupy 1.6% of the Entry-level positions; 2.8% of the Mid-level
3.1% ot the Senior-level positions and 1.5% of the SES.
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6. American Indian/Alaska Native Females and Males
American Indian/Alaska Native females are represented at or above the CLF (0.43% EPA vs 0.3% CLF).
The total number of American Indian females (76) distributed by grade groupings is: Entry-level 9.2%,
Mid-level 32.9%, Senior-level 57.9%, and SES 0 %. American Indian females occupy 0.6% of the
Entry-level positions; 0.6% of the Mid-level; 0.4% of the Senior-level positions and 0 SES.
American Indian/Alaska Native male are represented at or above the CLF (0.37% EPA vs 0.3% CLF).
The total number of Amencan Indian males (66) distributed by grade groupings is: Entry-level 1.5%,
Mid-level 29.2%, Senior-level 69.2%, and SES 1.5%. Amencan Indian males occupy 1 Entry-level
position; 0.5% of the Mid-level; 0.4% of the Senior-level positions and 1 or 0.3% of the SES.
7. Native Hawaiian or Other Pacific Islander
No statistics were available for this reporting period.
8. Two or More Races
No statistics were available for this reporting period.
9. Persons with Targeted Disabilities
A class group that is substantially below their availability in the workforce are employees with targeted
disabilities 1.2% at EPA compared to the 2.27% Federal target (established by using the highest
percentage within a Federal agency). The EPA effort to place persons with targeted disabilities in jobs is
far less than what was expected given mandates under the Rehabilitation Act. With substantial numbers
of persons becoming disabled as a result of their service to the country and an aging workforce, it is
essential that vacancies be filled using special and selective hiring authorities. The agency should take
steps to identify positions where persons with various disabilities can perform well.
B. Glass Ceiling for Women
Women are concentrated in the lower grades as compared to their male counterparts: GS-7 females are
81% vs males 19%; GS-9 females 77% vs males 23%; GS-11 females 69% vs males 31%. At the GS-12
females represent 62% or 1,511 vs males 38% or 937 males. Thereafter, females decline at the GS-13 to
the SES as follows: GS-13 females are 47% or 3,165 vs males 53% or 3,621; GS-14 females are 43% or
1,261 vs males 57% or 1,691; GS-15 females are 39% or 880 vs males 61% or 1,366; and at the SES
females are 37% or 106 vs males 63% or 182. There has been little or no change in the last five (5) years.
Barriers associated with this condition may include the fact that EPA does not have a leadership
development program for employees from the Entry-level, into Mid-level or Senior-level positions. The
only supervisory development program EPA has developed is the SES Development Program, which has
not been active for the last two years. Many, if not most, of the higher-level graded positions were filled
through career ladder positions or without competition.
The total number of employees in Career Ladder positions is 1,720. While more females are in Career
Ladder positions (1,026) vs males (694), their time in grade is longer than males for promotions (258
months for females vs 233 months for males). A Glass Ceiling Table is in Section FV with each grade
level percentage by class group color-coded to indicate grade levels at which the class group is above or
below overall representation in the workforce (green indicates above and red indicates below the
workforce percentage identified at the bottom of the Table). There is no data available for Native
Hawaiian or Other Pacific Islander and Two or More Races.
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V. Barriers Identified
The following Barriers were identified:
A. Employee Development Programs
Employee development programs are almost non-existent at EPA. Almost total reliance is being placed
on Web-based training as a solution to providing employees with training for career development. There
are no procedures in place to assist employees to advance after using the Web-based training.
Programs should be developed to increase representation levels. These programs should include internal
and external internships, upward mobility programs, and leadership and supervisory development
programs for the mid- and senior-levels. Overall, employee development programs and plans need to be
substantially increased and targeted to include triggered class groups. Less and less opportunities for
advancement exist because a large number of employees are on career ladders and promotions are
attained through non-competitive means. If all employees were able to participate in these non-
competitive promotions, then the use of non-competitive promotions would not be an issue. However,
based on the data, this is not the case and various class groups are excluded from participation.
B. Recruitment Efforts
Over the 5-year period (FY 00 through FY 05), EPA's affirmative recruitment efforts have decreased and
should be re-emphasized and re-energized. There are a significantly small number of Internship and Up-
ward Mobility Program positions for the size of the Agency. Further, the recruitment efforts are not
targeted to specific class groups where they are at less-than-expected levels of representation. Managers,
supervisors, and Office of Human Resources personnel need to develop plans in accordance with the
triggers and barriers identified in this Plan.
EPA's workforce is aging and special efforts for succession planning needs to be taken to ensure that
triggered class group members fully participate. There is little formal Supervisor/Manager development
programming that includes triggered class groups throughout EPA.
C. Merit System
There are approximately 1,300 positions being filled at EPA annually; however, there is a substantial
number and significant increase in positions being filled non-competitively. A full study should to be
conducted by the Office of Human Resources to identify the reasons for the increasing number of
promotions that are being filled non-competitively. This is essential to ensuring a merit system within
the workplace. An emphasis should be placed on using the competitive process in order to ensure that all
groups are represented, including those in the triggered groups.
D. Applicant Flow Data
EPA has not gathered applicant flow data, which has prevented full reporting under MD-715 for this
report. There are eight Tables that cannot be completed because applicant flow data has not been
gathered or available. Therefore, trigger identification and specific barrier analysis could not be
completed for this area. Applicant flow data is essential for a complete trend analysis to be completed,
which compares those who apply for positions with those who are selected. In addition, it identifies
whether EPA needs to strengthen its recruitment efforts or modify its staffing procedures, or both If
representation levels are not improving for a specific group at an acceptable rate, accession and
separation rates should be reviewed. In the event that accession rates are in question (as is often the
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case), then a detailed analysis should be conducted to determine if class group members are less-than-
expected in applicant pools from applicant flow data.
Over the last two years, several meetings have been held between key OCR AE&D staff and OHR
personnel to ensure the appropriate collection of data for affirmative employment purposes. EPA uses an
automated Web-based system for tracking applicants through the selection process. The vendor of this
data provides applicant flow data to other Agencies in accordance with EEOC and OMB guidelines, as
well as the Uniform Guidelines on Employee Selection Procedures (29 CFR 1607), a joint regulation
issued by all Federal Regulatory Agencies having responsibilities for EEO under the various Federal
laws. Applicant flow data must be collected and provided to EPA through the Web-based data system in
order to meet the requirements under MD-715 and Federal law and regulations. EPA OHR, in concert
with OCR, must submit the necessary documents to the Office of Management and Budget (OMB) for
the approval of the forms for collection of applicant flow data by RNO, gender and disability.
VI. EPA Approach to a Model EEO program
EPA considers its employees as its most valuable asset. Its policies and programs are developed to
ensure that all employees throughout EPA are receiving equal employment opportunities and the
realization of their full potential.
In order to continue efforts to achieve and retain its status as a Model EEO program, EPA has adopted a
"Living Document Approach." This process will enable senior officials, managers, supervisors, OCR,
and OHR personnel to constantly update MD-715 reports, while receiving continuous feedback on the
barriers identified and the status of program objectives and results. This innovative approach is an
ongoing planning and management approach rather than a once a year effort.
VII. EPA Summary of Planned Action Items
During FY 04, EPA conducted a detailed assessment of its overall EEO program effort utilizing an
outside consultant team. Further, EPA implemented an Agency-wide EEO monitoring and analysis
system. During this period, no specific barrier removal objectives were established. This FY 05-06 Plan
is the first effort under MD-715 to identify barriers, identified through trigger and trend analysis, along
with interviews and other methods, to develop objectives. In addition, previous EPA Affirmative
Employment Plans included individual Regional Plans, which were submitted to EEOC. This Plan is an
overall Agency plan with Regional Offices and Headquarters Program Offices included in accordance
with EEOC guidance and approval. This was based on the fact that many Regions are under 1,000
employees.
10
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EEOC
FORM
715-01
PARTF
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
CERTIFICATION of ESTABLISHMENT of CONTINUING
EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS
I, Susan M. Moms, Assistant Director
Affirmative Employment & Diversity
Office of Civil Rights
am the Principal EEO Official for the United States Environmental Protection Agency.
The agency has conducted an annual self-assessment of Section 717 and Section 501 programs
against the essential elements as prescribed by EEO MD-715. If an essential element was not fully
compliant with the standards of EEO MD-715, a further evaluation was conducted and, as
appropriate, EEO Plans for Attaining the Essential Elements of a Model EEO Program, are included
with this Federal Agency Annual EEO Program Status Report.
The agency has also anal)zed its work force profiles and conducted barrier analyses aimed at
detecting whether any management or personnel policy, procedure or practice is operating to
disadvantage any group based on race, national origin, gender or disability. EEO Plans to Eliminate
Identified Barriers, as appropriate, are included with this Federal Agency Annual EEO Program
Status Report.
I certify that proper documentation of this assessment is in place and is being maintained for EEOC
review upon request. -^
Susan M. Morris /"•'' Date
Signature of Principal EEO Official
Certifies that this Federal Agency Annual EEO Program Status Report is in
compliance with EEO MD-715.
Karen D. Higginbotham Date
Signature of Agency Head Designee
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MAY 1 4 2001
SUBJECT: Policy on Equal Employment Opportunity and
Prohibiting Discrimination and Harassment
TO: All Employees
Every American has the right to work in a workplace free from discrimination and harassment. At the EPA, I am
determined to ensure that every one of our fellow employees enjoys that right. Toward that end, it is useful to
periodically assess and renew our commitment to providing equal employment opportunity and equality for all
employees and applicants for employment. As part of that commitment, I expect every EPA employee to fully comply
with the following policies, which prohibit all forms of discrimination and harassment in the workplace.
Equal Employment Opportunity. It is the policy of EPA to provide equal employment opportunity to all persons
and to promote the full realization of equal employment opportunity through a continuing affirmative employment
program at EPA, in accordance with regulations issued by the Equal Employment Opportunity Commission at 29
C.F.R. Part 1614.
Discrimination and Harassment. In accordance with applicable Federal laws, Executive Orders, and regulations,
it is the policy of EPA that discrimination against any employee or applicant for employment because of his or her
race, color, religion, sex, national origin, age, disability, sexual orientation, parental status, or protected genetic
information, will not be tolerated.
Employees are sometimes confused about what behavior constitutes sexual harassment. Sexual harassment is any
unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexual nature when (a)
sub-mission to such conduct is made explicitly or implicitly a term or condition of an employee's job, pay, or career;
(b) submission to or rejection of such conduct by an employee is used as a basis for career or employment decisions
affecting that employee; or (c) such conduct has the purpose or effect of unreasonably interfering with an employee's
performance or creates an intimidating, hostile, or offensive environment.
EPA will apply this "zero tolerance" policy with respect to discrimination or harassment by any manager,
supervisor or employee. "Zero Tolerance" is applicable to all conduct in the workplace and extends to conduct which
occurs at any location that can reasonably be considered to be an extension of the workplace. Such locations include, but
are not limited to, conferences and field sites. If there is a finding of discrimination or harassment, an EPA employee
may be subject to disciplinary action in accordance with EPA's Conduct and Discipline Manual (EPA Order 3120.1,
dated September 20, 1985).
All EPA employees are required to maintain a work environment free of all forms of discrimination and harassment.
Employees should immediately report suspected violations of this policy to their manager or supervisor, to the
Director, Office of Civil Rights, or to a regional EEO Officer. Managers and supervisors must take all allegations of
discrimination or harassment seriously, immediately inquire into the matter, and refer the matter to a higher-level
manager or supervisor, to the Director, Office of Civil Rights, or to a regional EEO Officer. Behind the civil rights
laws, Executive Orders, and regulations is an important message: Every person's civil rights matter. It is EPA's policy
to protect these rights, and I call upon each of you to join me in ensuring that our workplace is free of discrimination
and harassment.
Christine Todd Whitman
Administrator
-------
EEOC
FORM ^'^' Equal Employment Opportunity Commission
715 Q1 FEDERAL AGENCY ANNUAL
PAR"T G EEO PROGRAM STATUS REPORT
Essential Element A: DEMONSTRATED COMMITMENT FROM AGENCY LEADERSHIP
Requires the agency head to issue written policy statements ensuring a workplace free of
discriminatory harassment and a commitment to equal employment opportunity.
*"**- Compliance Indicator
Measure has
been met
Yes
No
For all unmet
measures,
complete and
attach an
EEOC FORM
715-01 PART
H to the
agency's
status report
OTj
* Measures - EEO policy statements are up-to-date.
The Agency Head was installed on May 2, 2005. Was the EEO Policy
statement issued within 6-9 months of installation of the Agency Head? X
If no, provide an explanation.
During the current Agency Head's tenure has the EEO policy Statement
been re-issued annually? X
If no, provide an explanation.
Are new employees provided a copy of the EEO policy statement
during orientation?
When an employee is promoted into the supervisory ranks, is s/he
provided a copy of the EEO policy statement?
X
X
J8
* Measures — EEO policy statements have been communicated to all employees.
Have the heads of subordinate reporting components communicated
support of all agency EEO policies through the ranks?
Has the agency made written materials available to all employees
and applicants, informing them of the variety of EEO programs and
administrative and judicial remedial procedures available to them?
Has the agency prominently posted such written materials in all
personnel offices, EEO offices, and on the agency's internal website?
(see29CFR§1614.102(b)(5)]
X
X
X
""" Measures - Agency EEO policy is vigorously enforced by agency management.
Are managers and supervisors evaluated on their commitment to
agency EEO policies and principles, including their efforts to:
X
13
-------
Tpt1 f~\f
U.S. Equal Employment Opportunity Commission
* UKM FEDERAL AGENCY ANNUAL
7 ! 5-° * EEO PROGRAM STATUS REPORT
PARTG
Essential Element A: DEMONSTRATED COMMITMENT FROM AGENCY LEADERSHIP
Requires the agency head to issue written policy statements ensuring a workplace free of
discriminatory harassment and a commitment to equal employment opportunity.
Bas*i"" Compliance Indicator
Resolve problems/disagreements and other conflicts in their
respective work environments as they arise?
Address concerns, whether perceived or real, raised by employees
and following-up with appropriate action to correct or eliminate
tension in the workplace?
Support the agency's EEO program through allocation of mission
personnel to participate in community out-reach and recruitment
programs with private employers, public schools and universities?
Ensure full cooperation of employees under his/her supervision with
EEO office officials such as EEO Counselors, EEO Investigators,
etc.?
Ensure a workplace that is free from all forms of discrimination,
harassment and retaliation?
Ensure that subordinate supervisors have effective managerial,
communication and interpersonal skills in order to supervise most
effectively in a workplace with diverse employees and avoid
disputes arising from ineffective communications?
Ensure the provision of requested religious accommodations when
such accommodations do not cause an undue hardship?
Ensure the provision of requested disability accommodations to
qualified individuals with disabilities when such accommodations do
not cause an undue hardship?
Have all employees been informed about what behaviors are
inappropriate in the workplace and that this behavior may result in
disciplinary actions?
Measure has
been met
Yes
X
X
X
X
X
X
X
X
X
No
For all unmet
measures,
complete and
attach an
EEOC FORM
715-01 PART
H to the
agency's
status report
14
-------
EEOC
FORM
715-01
PARTG
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Essential Element A: DEMONSTRATED COMMITMENT FROM AGENCY LEADERSHIP
Requires the agency head to issue written policy statements ensuring a workplace free of
discriminatory harassment and a commitment to equal employment opportunity.
Compliance Indicator
Describe what means were utilized by the agency to inform its
workforce about the penalties for unacceptable behavior.
Have the procedures for reasonable accommodation for individuals
with disabilities been made readily available/accessible to all
employees by disseminating such procedures during orientation of
new employees and by making such procedures available on the
world wide web or internet?
Measure has
been met
Yes
No
For all unmet
measures,
complete and
attach an
EEOC FORM
715-01 PART
H to the
agency's
status report
X
Have managers and supervisors been trained on their responsibilities
under the procedures for reasonable accommodation?
X
-------
EEOC FORM U.S. Equal Employment Opportunity Commission
715-01 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element B: INTEGRATION OF EEO INTO THE AGENCY'S STRATEGIC MISSION
Requires that the agency's EEO programs be organized and structured to maintain a workplace that
is free from discrimination in any of the agency's policies, procedures or practices and supports the
agency's strategic mission.
Compliance Indicator
Measure has
been met
Yes
No
For all
unmet
measures,
complete and
attach an
EEOC
FORM 715-
01 PART H
to the
agency's
status report
-1" Measures - The reporting structure for the EEO Program provides the Principal EEO Official
with appropriate authority and resources to effectively carry out a successful EEO Program.
Is the EEO Director under the direct supervision of the agency head?
[see 29 CFR §1614.102(b)(4)] For subordinate level reporting
components, is the EEO Director/Officer under the immediate
supervision of the lower level component's head official? (For
example, does the Regional EEO Officer report to the Regional
Administrator?)
Are the duties and responsibilities of EEO officials clearly defined?
Do the EEO officials have the knowledge, skills, and abilities to carry
out the duties and responsibilities of their positions?
If the agency has 2nd level reporting components, are there
organizational charts that clearly define the reporting structure for EEO
programs?
If the agency has 2nd level reporting components, does the agency-wide
EEO Director have authority for the EEO programs within the
subordinate reporting components?
If not, please describe how EEO program authority is delegated to
subordinate reporting components.
X
X
N/A
N/A
•
X
•
Director
reports
to Deputy
Administrator
with access to
Administrator
^ Measures The EEO Director and other EEO professional staff responsible for EEO programs
have regular and effective means of informing the agency head and senior management officials of the
status of EEO programs and are involved in, and consulted on, management/personnel actions.
Does the EEO Director/Officer have a regular and effective means of
informing the agency head and other top management officials of the
X
16
-------
EEOC FORM U.S. Equal Employment Opportunity Commission
715-01 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element B: INTEGRATION OF EEO INTO THE AGENCY'S STRATEGIC MISSION
Requires that the agency's EEO programs be organized and structured to maintain a workplace that
is free from discrimination in any of the agency's policies, procedures or practices and supports the
agency's strategic mission.
Compliance Indicator
effectiveness, efficiency and legal compliance of the agency's EEO
program?
Following the submission of the immediately preceding FORM 715-
01, the Assistant Director, AE&D and National SEPMs will present to
the head of the agency and other senior officials the "State of the
Agency" briefing covering all components of the EEO report, including
an assessment of the performance of the agency in each of the six
elements of the Model EEO Program and a report on the progress of
the agency in completing its barrier analysis including any barriers it
identified and/or eliminated or reduced the impact of?
Are EEO program officials present during agency deliberations prior to
decisions regarding recruitment strategies, vacancy projections,
succession planning, selections for training/career development
opportunities, and other workforce changes?
Does the agency consider whether any group of employees or
applicants might be negatively impacted prior to making human
resource decisions such as re-organizations and re-alignments?
Are management/personnel policies, procedures and practices
examined at regular intervals to assess whether there are hidden
impediments to the realization of equality of opportunity for any
group(s) of employees or applicants? [see 29 C.F.R. §
1614.102(b)(3)]
Is the EEO Director included in the agency's strategic planning,
especially the agency's human capital plan, regarding succession
planning, training, etc., to ensure that EEO concerns are integrated into
the agency's strategic mission?
Measure has
been met
Yes
X
X
X
X
X
No
For all
unmet
measures,
complete and
attach an
EEOC
FORM 715-
01 PART H
to the
agency's
status report
17
-------
EEOC FORM U.S. Equal Employment Opportunity Commission
715-01 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element B: INTEGRATION OF EEO INTO THE AGENC
Requires that the agency's EEO programs be organized and structui
is free from discrimination in any of the agency's policies, procedur
agency's strategic mission.
Compliance Indicator
:Y'S STRATEGIC MISSION
-ed to maintain a workplace that
es or practices and supports the
Measure has
been met
Yes
No
For all
unmet
measures,
complete and
attach an
EEOC
FORM 715-
01 PART H
to the
agency's
status report
•H' Measures - The agency has committed sufficient human resources and budget allocations to its
EEO programs to ensure successful operation.
Does the EEO Director have the authority and funding to ensure
implementation of agency EEO action plans to improve EEO program
efficiency and/or eliminate identified barriers to the realization of
equality of opportunity?
Are sufficient personnel resources allocated to the EEO Program to
ensure that agency self-assessments and self-analyses prescribed by
EEO MD-7 1 5 are conducted annually and to maintain an effective
complaint processing system?
Are statutory/regulatory EEO related Special Emphasis Programs
sufficiently staffed?
Federal Women's Program - 5 U.S.C. 7201; 38 U.S.C. 4214; Title 5
CFR, Subpart B, 720.204
Hispanic Employment Program Title 5 CFR, Subpart B, 720.204
People With Disabilities Program Manager; Selective Placement
Program for Individuals With Disabilities - Section 501 of the
Rehabilitation Act; Title 5 U.S.C. Subpart B, Chapter 31,
SubchapterI-3102;5CFR213.3102(t)and(u);5CFR315.709
Are other agency special emphasis programs monitored by the EEO
Office for coordination and compliance with EEO guidelines and
principles, such as FEORP - 5 CFR 720; Veterans Employment
Programs; and Black/Afncan American; American Indian/Alaska
Native, Asian American/Pacific Islander programs?
X
X
X
X
X
X
X
18
-------
EEOC FORM U.S. Equal Employment Opportunity Commission
715-01 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element B: INTEGRATION OF EEO INTO THE AGENCY'S STRATEGIC MISSION
Requires that the agency's EEO programs be organized and structured to maintain a workplace that
is free from discrimination in any of the agency's policies, procedures or practices and supports the
agency's strategic mission.
Compliance Indicator
Measure has
been met
Yes
No
For all
unmet
measures,
complete and
attach an
EEOC
FORM 715-
01 PART H
to the
agency's
status report
«M
"^ Measures - The agency has committed sufficient budget to support the success of its EEO
Programs.
Are there sufficient resources to enable the agency to conduct a
thorough barrier analysis of its workforce, including the provision of
adequate data collection and tracking systems
Is there sufficient budget allocated to all employees to utilize, when
desired, all EEO programs, including the complaint processing
program and ADR, and to make a request for reasonable
accommodation? (Including subordinate level reporting components?)
Has funding been secured for publication and distribution of EEO
materials (e.g. harassment policies, EEO posters, reasonable
accommodations procedures, etc.)?
Is there a central fund or other mechanism for funding supplies,
equipment and services necessary to provide disability
accommodations?
Does the agency fund major renovation projects to ensure timely
compliance with Uniform Federal Accessibility Standards?
Is the EEO Program allocated sufficient resources to train all
employees on EEO Programs, including administrative and judicial
remedial procedures available to employees?
Is there sufficient funding to ensure the prominent posting of written
materials in all personnel and EEO offices? [see 29 C.F.R. §
16I4.102(b)(5)]
Is there sufficient funding to ensure that all employees have access to
X
X
X
X
X
X
X
X
19
-------
EEOC FORM U.S. Equal Employment Opportunity Commission
715-01 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element B: INTEGRATION OF EEO INTO THE AGEN
Requires that the agency's EEO programs be organized and structu
is free from discrimination in any of the agency's policies, procedur
agency's strategic mission.
Compliance Indicator
this training and information?
Is there sufficient funding to provide all managers and supervisors with
training and periodic up-dates on their EEO responsibilities:
for ensuring a workplace that is free from all forms of
discrimination, including harassment and retaliation?
to provide religious accommodations?
to provide disability accommodations in accordance with the
agency's written procedures?
in the EEO discrimination complaint process?
to participate in ADR?
CY'S STRATEGIC M
red to maintain a v
es or practices and
Measure has
been met
Yes
X
X
X
X
X
X
No
ISSION
workplace that
supports the
For all
unmet
measures,
complete and
attach an
EEOC
FORM 715-
01 PART H
to the
agency's
status report
20
-------
EEOC FORM
715-01
PARTG
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Essential Element C: MANAGEMENT AND PROGRAM ACCOUNTABILITY
This element requires the Agency Head to hold all managers, supervisors, and EEO Officials
responsible for the effective implementation of the agency's EEO Program and Plan.
Compliance Indicator
Measure has
been met
Yes
No
For all
unmet
measures,
complete and
attach an
EEOC
FORM 715-
01 PART H
to the
agency's
status report
* Measures - EEO program officials advise and provide appropriate assistance to
managers/supervisors about the status of EEO programs within each manager's or supervisor's area
or responsibility.
Are regular (monthly/quarterly/semi-annually) EEO updates provided
to management/supervisory officials by EEO program officials?
Do EEO program officials coordinate the development and
implementation of EEO Plans with all appropriate agency managers to
include Agency Counsel, Human Resource Officials, Finance, and the
Chief information Officer?
X
X
^ Measures - The Human Resources Director and the EEO Director meet regularly to assess
whether personnel programs, policies, and procedures are in conformity with instructions contained
in EEOC management directives, [see 29 CFR § 1614.102(b)(3)]
Have time-tables or schedules been established for the agency to
review its Merit Promotion Program Policy and Procedures for
systemic barriers that may be impeding full participation in promotion
opportunities by all groups?
Have time-tables or schedules been established for the agency to
review its Employee Recognition Awards Program and Procedures for
systemic barriers that may be impeding full participation in the
program by all groups?
Have time-tables or schedules been established for the agency to
review its Employee Development/Training Programs for systemic
barriers that may be impeding full participation in training
opportunities by all groups?
X
X
X
See Part 1-2
21
-------
EEOC FORM
715-01
PARTG
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Essential Element C: MANAGEMENT AND PROGRAM ACCOUNTABILITY
This element requires the Agency Head to hold all managers, supervisors, and EEO Officials
responsible for the effective implementation of the agency's EEO Program and Plan.
Compliance Indicator
Measure has
been met
Yes
No
For all
unmet
measures,
complete and
attach an
EEOC
FORM 715-
01 PART H
to the
agency's
status report
"*" Measures - When findings of discrimination are made, the agency explores whether or not
disciplinary actions should be taken.
Does the agency have a disciplinary policy and/or a table of penalties
that covers employees found to have committed discrimination?
X
Have all employees, supervisors, and managers been informed as to the
penalties for being found to perpetrate discriminatory behavior or for
taking personnel actions based upon a prohibited basis?
X
Has the agency, when appropriate, disciplined or sanctioned
managers/supervisors or employees found to have discriminated over
the past two years (2003-2004 data)?
X
If so, cite number found to have discriminated and list penalty /disciplinary action for each type of violation.
N/A
Does the agency promptly (within the established time frame) comply
with EEOC, Merit Systems Protection Board, Federal Labor Relations
Authority, labor arbitrators, and District Court orders?
X
Does the agency review disability accommodation decisions/actions to
ensure compliance with its written procedures and analyze the
information tracked for trends, problems, etc.?
X
22
-------
EEOC FORM U.S. Equal Employment Opportunity Commission
715-01 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element D: PROACTIVE PREVENTION
Requires that the agency head makes early efforts to prevent discriminatory actions and eliminate
barriers to equal employment opportunity in the workplace.
Compliance Indicator
Measure
has been
met
Yes
No
For all
unmet
measures,
complete and
attach an
EEOC
FORM 715-
01 PART H
to the
agency's
status report
m
^ Measures - Analyses to identify and remove unnecessary barriers to employment are conducted
throughout the year.
Do senior managers meet with and assist the EEO Director and/or other
EEO Program Officials in the identification of barriers that may be
impeding the realization of equal employment opportunity?
When barriers are identified, do senior managers develop and implement,
with the assistance of the agency EEO office, agency EEO Action Plans to
eliminate said barriers?
Do senior managers successfully implement EEO Action Plans and
incorporate the EEO Action Plan Objectives into agency strategic plans?
Are trend analyses of workforce profiles conducted by race, national origin,
sex and disability?
Are trend analyses of the workforce's major occupations conducted by race,
national origin, sex and disability?
Are trends analyses of the workforce's grade level distribution conducted
by race, national origin, sex and disability?
Are trend analyses of the workforce's compensation and reward system
conducted by race, national origin, sex and disability?
Are trend analyses of the effects of management/personnel policies,
procedures and practices conducted by race, national origin, sex and
disability?
X
X
X
X
X
X
X
X
"'•-' Measures - The use of Alternative Dispute Resolution (ADR) is encouraged by senior
management.
23
-------
EEOC FORM
715-01
PARTG
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Essential Element D: PROACTIVE PREVENTION
Requires that the agency head makes early efforts to prevent discriminatory actions and eliminate
barriers to equal employment opportunity in the workplace.
Compliance Indicator
Measure
has been
met
Yes
No
For all
unmet
measures,
complete and
attach an
EEOC
FORM 715-
01 PART H
to the
agency's
status report
Are all employees encouraged to use ADR and is the participation of
supervisors and managers in the ADR process required?
X
Encouraged
but not
required
24
-------
EEOC FORM U.S. Equal Employment Opportunity Commission
715-01 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element E: EFFICIENCY
Requires that the agency head ensure that there are effective systems in place for evaluating the
impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute
resolution process.
Compliance Indicator
Measure has
been met
Yes
No
For all unmet
measures,
complete and
attach an
EEOC FORM
715-01 PART
H to the
agency's status
report
* Measures - The agency has sufficient staffing, funding, and authority to achieve the elimination of
identified barriers.
Does the EEO Office employ personnel with adequate training and
experience to conduct the analyses required by MD-7 1 5 and these
instructions?
Has the agency implemented an adequate data collection and analysis
systems that permit tracking of the information required by MD-7 15
and these instructions?
Have sufficient resources been provided to conduct effective audits of
field facilities' efforts to achieve a model EEO program and eliminate
discrimination under Title VII and the Rehabilitation Act?
Is there a designated agency official or other mechanism in place to
coordinate or assist with processing requests for disability
accommodations in all major components of the agency?
Are 90% of accommodation requests processed within the time frame
set forth in the agency procedures for reasonable accommodation?
X
X
X
X
X
See Part H-l
Extenuating
circumstances
See Part H-2
JiL
^ Measures - The agency has an effective complaint tracking and monitoring system in place to
increase the effectiveness of the agency's EEO Programs.
Does the agency use a complaint tracking and monitoring system that
allows identification of the location and status of complaints and
length of time elapsed at each stage of the agency's complaint
resolution process?
Does the agency's tracking system identify the issues and bases of the
complaints, the aggrieved individuals/complainants, the involved
X
X
25
-------
EEOC FORM
715-01
PARTG
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Essential Element E: EFFICIENCY
Requires that the agency head ensure that there are effective systems in place for evaluating the
impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute
resolution process.
Compliance Indicator
Measure has
been met
Yes
No
For all unmet
measures,
complete and
attach an
EEOC FORM
715-01 PART
H to the
agency's status
report
management officials and other information to analyze complaint
activity and trends?
Does the agency hold contractors accountable for delay in counseling
and investigation processing times?
X
If yes, briefly describe how:
Do not award contract to those who continually miss time frames.
Does the agency monitor and ensure that new investigators,
counselors, including contract and collateral duty investigators,
receive the 32 hours of training required in accordance with EEO
Management Directive MD-110?
X
Does the agency monitor and ensure that experienced counselors,
investigators, including contract and collateral duty investigators,
receive the 8 hours of refresher training required on an annual basis in
accordance with EEO Management Directive MD-110?
X
" 'Measures - The agency has sufficient staffing, funding and authority to comply with the time
frames in accordance with the EEOC (29 C.F.R. Part 1614) regulations for processing EEO
complaints of employment discrimination.
Are benchmarks in place that compare the agency's discrimination
complaint processes with 29 C.F.R. Part 1614?
X
Does the agency provide timely EEO counseling within 30 days
of the initial request or within an agreed upon extension in
writing, up to 60 days?
X
462 Report
(Attachment B)
Does the agency provide an aggrieved person with written
notification of his/her rights and responsibilities in the EEO
process in a timely fashion?
X
26
-------
EEOC FORM U.S. Equal Employment Opportunity Commission
715-01 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element E: EFFICIENCY
Requires that the agency head ensure that there are effective systems in place for evaluating the
impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute
resolution process.
Compliance Indicator
Does the agency complete the investigations within the
applicable prescribed time frame?
When a complainant requests a final agency decision, does the
agency issue the decision within 60 days of the request?
When a complainant requests a hearing, does the agency
immediately upon receipt of the request from the EEOC AJ
forward the investigative file to the EEOC Hearing Office?
When a settlement agreement is entered into, does the agency
timely complete any obligations provided for in such
agreements?
Does the agency ensure timely compliance with EEOC AJ
decisions which are not the subject of an appeal by the agency?
Measure has
been met
Yes
X
X
X
No
X
X
For all unmet
measures,
complete and
attach an
EEOC FORM
715-01 PART
H to the
agency's status
report
Extenuating
circumstances
SeeH.3
Same as above
SeeH.3
"^ Measures - There is an efficient and fair dispute resolution process and effective systems for
evaluating the impact and effectiveness of the agency's EEO complaint processing program.
In accordance with 29 C.F.R. §1614.102(b), has the agency
established an ADR Program during the precomplaint and formal
complaint stages of the EEO process?
Does the agency require all managers and supervisors to receive ADR
training in accordance with EEOC (29 C.F.R. Part 1614) regulations,
with emphasis on the Federal government's interest in encouraging
mutual resolution of disputes and the benefits associated with utilizing
ADR?
After the agency has offered ADR and the complainant has elected to
participate in ADR, are the managers required to participate?
X
X
X
Encouraged but
not required
27
-------
EEOC FORM U.S. Equal Employment Opportunity Commission
715_01 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element E: EFFICIENCY
Requires that the agency head ensure that there are effective systems in place for evaluating the
impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute
resolution process.
Compliance Indicator
Does the responsible management official directly involved in the
dispute have settlement authority?
Does the responsible management official directly involved in the
dispute have settlement authority?
Measure has
been met
Yes
X
No
X
For all unmet
measures,
complete and
attach an
EEOC FORM
715-01 PART
H to the
agency's status
report
Delegation
authority policy
is different.
(Attachment C)
Ml
•w- Measures - The agency has effective systems in place for maintaining and evaluating the impact
and effectiveness of its EEO programs.
Does the agency have a system of management controls in place to
ensure the timely, accurate, complete and consistent reporting of EEO
complaint data to the EEOC?
Does the agency provide reasonable resources for the EEO complaint
process to ensure efficient and successful operation in accordance
with 29 C.F.R. § 1614.102(a)(l)?
Does the agency EEO office have management controls in place to
monitor and ensure that the data received from Human Resources is
accurate, timely received, and contains all the required data elements
for submitting annual reports to the EEOC?
Do the agency's EEO programs address all of the laws enforced by the
EEOC?
Does the agency identify and monitor significant trends in complaint
processing to determine whether the agency is meeting its obligations
under Title VII and the Rehabilitation Act?
Does the agency track recruitment efforts and analyze efforts to
X
X
X
X
X
X
28
-------
EEOC FORM U.S. Equal Employment Opportunity Commission
715-01 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element E: EFFICIENCY
Requires that the agency head ensure that there are effective systems in place for evaluating the
impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute
resolution process.
Compliance Indicator
identify potential barriers in accordance with MD-7 1 5 standards?
Does the agency consult with other agencies of similar size on the
effectiveness of their EEO programs to identify best practices and
share ideas?
Measure has
been met
Yes
X
No
For all unmet
measures,
complete and
attach an
EEOC FORM
715-01 PART
H to the
agency's status
report
"*' Measures - The agency ensures that the investigation and adjudication function of its complaint
resolution process are separate from its legal defense arm of agency or other offices with conflicting or
competing interests.
Are legal sufficiency reviews of EEO matters handled by a functional
unit that is separate and apart from the unit which handles agency
representation in EEO complaints?
Does the agency discrimination complaint process ensure a neutral
adjudication function?
If applicable, are processing time frames incorporated for the legal
counsel's sufficiency review for timely processing of complaints?
X
X
X
29
-------
EEOC jj g Equal Employment Opportunity Commission
FORM FEDERAL AGENCY ANNUAL
715-01 EEO PROGRAM STATUS REPORT
PARTG
Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE
This element requires that federal agencies are in full compliance with EEO statutes and EEOC
regulations, policy guidance, and other written instructions.
sffis8js»- Compliance Indicator
Measure has
been met
Yes
No
For all
unmet
measures,
complete
and attach
an EEOC
FORM
715-01
PART H to
the
agency's
status
report
* Measures - Agency personnel are accountable for timely compliance with orders issued by EEOC
Administrative Judges.
Does the agency have a system of management control to ensure that
agency officials timely comply with any orders or directives issued by
EEOC Administrative Judges?
X
Jf/$
IF Measures - The agency's system of management controls ensures that the agency timely completes
all ordered corrective action and submits its compliance report to EEOC within 30 days of such
completion.
Does the agency have control over the payroll processing function of the
agency? If Yes, answer the two questions below.
Are there steps in place to guarantee responsive, timely, and
predictable processing of ordered monetary relief?
Are procedures in place to promptly process other forms of ordered relief?
X
X
X
M
'**" Measures - Agency personnel are accountable for the timely completion of actions required to
comply with orders of EEOC.
Is compliance with EEOC orders encompassed in the performance
standards of any agency employees?
If so, please identify the employees by title in the comments section,
and state how performance is measured.
X
OCR Director, CRLO
Director, and staff.
Compliance with regulations.
30
-------
EEOC
FORM U-S- Equal Employment Opportunity Commission
-15 Q1 FEDERAL AGENCY ANNUAL
PART G EEO PROGRAM STATUS REPORT
Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE
This element requires that federal agencies are in full compliance with EEO statutes and EEOC
regulations, policy guidance, and other written instructions.
L— ^ Compliance Indicator
Is the unit charged with the responsibility for compliance with EEOC
orders located in the EEO office?
If not, please identify the unit in which it is located, the number of
employees in the unit, and their grade levels in the comments section.
Have the involved employees received any formal training in EEO
compliance?
Does the agency promptly provide to the EEOC the following
documentation for completing compliance:
Attorney Fees: Copy of check issued for attorney fees and /or a
narrative statement by an appropriate agency official, or agency
payment order dating the dollar amount of attorney fees paid?
Awards: A narrative statement by an appropriate agency official
stating the dollar amount and the criteria used to calculate the award?
Back Pay and Interest: Computer print-outs or payroll documents
outlining gross back pay and interest, copy of any checks issued
narrative statement by an appropriate agency official of total monies
paid?
Compensatory Damages: The final agency decision and evidence of
payment, if made?
Training: Attendance roster at training session(s) or a narrative
statement by an appropriate agency official confirming that specific
persons or groups of persons attended training on a date certain9
Measure has
been met
Yes
X
No
For all
unmet
measures,
complete
and attach
an EEOC
FORM
715-01
PART H to
the
agency's
status
report
N/A
X
X
X
X
X
X
X
31
-------
EEOC jj£ Equal Employment Opportunity Commission
FORM FEDERAL AGENCY ANNUAL
715-01 EEO PROGRAM STATUS REPORT
PARTG
Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE
This element requires that federal agencies are in full compliance with EEO statutes and EEOC
regulations, policy guidance, and other written instructions.
^^ Compliance Indicator
Personnel Actions (e.g., Reinstatement, Promotion, Hiring,
Reassignment): Copies of SF-50s
Posting of Notice of Violation: Original signed and dated notice
reflecting the dates that the notice was posted. A copy of the notice
will suffice if the original is not available.
Supplemental Investigation: 1. Copy of letter to complainant
acknowledging receipt from EEOC of remanded case. 2. Copy of letter
to complainant transmitting the Report of Investigation (not the ROI
itself unless specified). 3. Copy of request for a hearing (complainant's
request or agency's transmittal letter).
Final Agency Decision (FAD): FAD or copy of the complainant's
request for a hearing.
Restoration of Leave: Print-out or statement identifying the amount of
leave restored, if applicable. If not, an explanation or statement.
Civil Actions: A complete copy of the civil action complaint
demonstrating same issues raised as in compliance matter.
Settlement Agreements: Signed and dated agreement with specific
dollar amounts, if applicable. Also, appropriate documentation of
relief is provided.
Measure has
been met
Yes
X
X
X
X
X
X
X
No
For all
unmet
measures,
complete
and attach
an EEOC
FORM
715-01
PART H to
the
agency's
status
report
32
-------
EEOC FORM
715-01 PART H.I
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
EEO Plan to Attain the Essential Elements of a Model EEO Program
FY 2005-06-07
U.S. Environmental Protection Agency
STATEMENT of
MODEL PROGRAM
ESSENTIAL ELEMENT
DEFICIENCY:
OBJECTIVE:
RESPONSIBLE
OFFICIAL:
DATE OBJECTIVE
INITIATED:
TARGET DATE FOR
COMPLETION OF
OBJECTIVE:
Adequate applicant flow data collection and analyses is not available for
this report to track information required by MD-715. Currently, EPA
does not collect, through its web-based recruitment system, data on the
Race/Ethnicity, Gender and Disability of applicants. There are eight
MD-715 required Tables which EPA cannot submit because of this
deficiency. EPA is out of compliance with 29 CFR 1607 (the Uniform
Guidelines on Employee Selection Procedures) and 29 CFR 1614 (EEO
in the Federal Government), as well as MD-715.
Federal agencies are required to collect this data in accordance with
Federal regulations - the same regulations under which EPA is
operating. EPA has developed applicant flow forms and OMB approval
is expected by April 2, 2007.
EPA will begin the collection of applicant flow data by Race/Ethnicity
and Gender, as well as by Targeted Disability, and report to EEOC the
data collected in accordance with MD-715 and various Federal laws and
regulations.
Director, Office of Human Resources
OHR Specialists
National Affirmative Employment Program Manager
10/30/06
5/31/07 implementation of system upon OMB approval of forms and
development of a routine system
PLANNED ACTIVITIES TOWARD COMPLETION OF
OBJECTIVE:
Modify EZ-Hire System to support the collection of Applicant Flow
Data in accordance with MD 715.
Begin Collection of proper applicant flow data
Submit the first data in requested format to OCR on the flow of
applicants through the selection process
ImDlement a system of data flow recurring monthly to OCR of the
TARGET DATE
(Must be specific)
6/01/07 or upon date of
approval of OMB of forms
6/30/07
7/30/07
8/30/07
Applicant Flow Data
33
-------
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
34
-------
EEOC FORM
715-01 PART H.2
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
EEO Plan to Attain the Essential Elements of a Model EEO Program
FY 2005-06-07
U.S. Environmental Protection Agency
STATEMENT of
MODEL PROGRAM
ESSENTIAL ELEMENT
DEFICIENCY:
Executive Order 13164, "Requiring Federal Agencies To Establish
Procedures To Facilitate the Provision of Reasonable Accommodation,"
requires agencies to designate a time period during which reasonable
accommodation requests will be granted or denied, absent extenuating
circumstances. EEOC guidelines state that requests for reasonable
accommodation should be responded to expeditiously, and allow
agencies to establish their own time limits in their procedures.
EPA currently has two separate procedures, union and administrative,
both containing the requirement (absent extenuating circumstances) of
processing a request for reasonable accommodation within a period of
25 business days for American Federation of Government Employees
(AFGE) or 10 business days for non-AFGE. EPA has processed 68%
of reasonable accommodation requests within the established
timeframes.
Reasons for not meeting the 90% timeframe for a model program are
many and varied. Major reasons include: delay in receipt of medical
documentation from physicians; and, different timeframes for union and
administrative procedures. Numerous efforts have been initiated by
OCR to improve processing times, which include: conducting training
programs for Local RACs (LORAC) located within the 10 regions and 3
major laboratories, and an on-line training course was launched in FY
05 allowing access to all employees.
OBJECTIVE:
EPA will strive to attain the established goal for a model program
including the processing of 90% of reasonable accommodation requests
within the established time-frames. EPA will ensure that timeframes are
included in all procedures and will implement a revised Reasonable
Accommodation Tracking system.
RESPONSIBLE
OFFICIAL:
Director, Office of Civil Rights
National RAC
EEO Officers
LORACs
Managers and Supervisors
DATE OBJECTIVE
INITIATED:
6/30/06
TARGET DATE FOR
COMPLETION OF
OBJECTIVE:
6/30/07
35
-------
PLANNED ACTIVITIES TOWARD COMPLETION OF
OBJECTIVE:
TARGET DATE
(Must be specific)
Review the two procedures for Reasonable Accommodation and
determine if there is confusion because of the difference in timeframes
between the union and administrative procedures
6/30/06
Monitor the tracking of the timeliness of processing all RA requests
within EPA, particularly those related to submission of physician's
medical statements
9/30/06
Implement the revised RA tracking system
Research and evaluate RA tracking system that will allow for the more
accurate tracking of the timeliness of processing RA requests
Continue the development and implementation of training for EEO
Officers, LORACS and managers/supervisors on Reasonable
Accommodation and the RA tracking system
8/1/07
9/1/07
8/1/07
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
36
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EEOC FORM
715-01 PART H.3
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
EEO Plan to Attain the Essential Elements of a Model EEO Program
FY 2005-06-07
U.S. Environmental Protection Agency
STATEMENT of
MODEL PROGRAM
ESSENTIAL ELEMENT
DEFICIENCY:
OBJECTIVE:
RESPONSIBLE
OFFICIAL:
MD-715 considers the following as an essential element of a model
program: Each federal agency must have sufficient staffing, funding and
authority to comply with the time frames in accordance with the EEOC
(29 C.F.R. Part 1614) regulations for processing EEO complaints of
employment discrimination.
The Agency cannot provide a positive response to several of the
performance indicators listed for the above measure in determining the
essential elements of a model EEO program. More specifically, the
agency has not consistently met all of the timeframes identified in 29
CFR 1614 with respect to timely EEO Counseling, completing timely
investigations, and the issuance of the final agency decisions.
Establish effective processes that ensure timely accomplishment of EEO
counseling, investigations, and issuance of final agency decisions.
Director, Office of Civil Rights
Assistant Director, Employment Complaints Resolution Staff
EEO Officers and Area Directors
EEO Specialists and staff
EEO Counselors
Office of General Counsel
DATE OBJECTIVE
INITIATED:
6/30/06
TARGET DATE FOR
COMPLETION OF
OBJECTIVE:
6/30/07
PLANNED ACTIVITIES TOWARD COMPLETION OF
OBJECTIVE:
TARGET DATE
(Must be specific)
Review the timeframes established by 29 CFR Part 1614 and determine j 7/30/07
if there are common areas of delay in the process.
With input from staff, regional EEO Officers, and appropriate others, i 9/30/07
establish standard operating procedures (SOPs) for each process. j
With input from staff and contract liaison, establish an SOP for ; 9/30/07
ordering, tracking, receiving, and evaluating investigation work products
(this shall include development of the investigative plan thru the final
record of investigation).
37
-------
In consultation with EEO specialists assigned to develop final agency
decisions, identify consistent areas of weakness in ROI reports and
develop a plan of action to address these items.
Within one year from implementation of all new procedures, compare
timeliness of new actions of FY 05 data.
9/30/07
10/01/08
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
38
-------
EEOC FORM
715-01 PART I.I
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
EEO Plan to Eliminate Identified Barriers
FY 2005-06-07
U.S. Environmental Protection Agency
STATEMENT OF
CONDITION THAT
WAS A TRIGGER FOR
A POTENTIAL
BARRIER:
BARRIER ANALYSIS:
The following class groups are at less-than-expected representation levels
in comparison to the CLF:
White Males and Females
Hispanic or Latino Males and Females
Black or African American Males only, and
Persons with Targeted Disabilities
Accession rates for each of these class groups are less than their
participation rate in the CLF. During the 5-year period, each of the class
groups increased slightly in their representation levels with the exception
of White Males, who decreased in representation.
EPA OHR is responsible for the Federal Equal Opportunity Recruitment
Program (FEORP). This program requires that special focused
recruitment actions be initiated and maintained for any class group where
less-than-expected representation exists. FEORP efforts are not consistent
with the areas to be targeted and lack monitoring and evaluation.
EPA has filled a substantial amount of vacancies over the last few years,
which were not properly targeted under the FEORP. If recruitment is
effectively done, there is no reason why there would not be more parity
within the workforce. EPA also continues to fill substantial numbers of
vacancies using various means that are not part of the competitive
process, when combined with the lack of an effective recruitment effort,
has resulted in this barrier.
EPA OCR officials are responsible for Affirmative Employment and
Special Emphasis Programs designed to benefit each of the major class
groups identified in the EPA workforce: Women, Black or African
Americans, Hispanic or Latinos, Asian Americans, Hawaiians and Other
Pacific Islanders, American Indian/Alaska Natives and Persons with
Disabilities. These two offices (OHR and OCR) operate separately and
EEO officials and SEPMs have not regularly been part of the recruitment
planning and process. OCR AE&D has developed materials and
information highlighting EPA's status as an EEO employer for use by
EEO officials in direct recruitment efforts. Collateral-duty SEPM efforts
continue to be related to Special Emphasis Observances as opposed to
advising management on affirmative employment plans and programs.
39
-------
STATEMENT OF
IDENTIFIED
BARRIER 1:
FOCUSED
RECRUITMENT
OBJECTIVE:
The focused recruitment effort directed towards certain class groups is
insufficient to yield the desired results. Further, there is no data on
applicant flow to determine which efforts are effective and which efforts
need improvement. While EPA has developed a FEORP for over 20
years, little or no effort is being directed toward monitoring or evaluation.
EPA OHR cannot identify how many class group members have been
recruited into applicant pools and how many of the applicants recruited
were selected. Further, it is not possible to identify successful recruitment
sources or techniques.
OHR does not provide an "Estimate of Opportunities" annually for the
agency to use for affirmative employment planning and incorporation into
the annual FEORP for the use by managers and supervisors in filling
vacancies.
Increase the recruitment effort directed toward less-than- expected class
groups by establishing programs, which may include Co-op training
agreements with students and colleges where there are substantially less-
than-expected class group students in disciplines needed at EPA.
Substantially increase the FEORP effort by involving EEO officials in the
process.
Measure results of the FEORP effort by monitoring and evaluating less-
than-expected class groups with persons being selected and efforts taken
to reach the desired objective.
Determine and review the estimate of opportunities available in the
agency annually and distribute to OCR officials.
Open jobs to all qualified applicants and ensure that vacant positions are
filled competitively.
Monitor the number in the class groups who applied with those in the
less-than-expect class groups selected.
RESPONSIBLE
OFFICIAL:
Director, Office of Human Resources
Director, Office of Civil Rights
EEO and HR officials
Assistant Director, Affirmative Employment & Diversity
National SEPMs
EEO Officers and Area Directors
Program Management Officers
HQ, Regional and Laboratory Collateral-duty SEPMs
Managers and Supervisors
DATE OBJECTIVE
INITIATED:
TARGET DATE FOR
COMPLETION OF
OBJECTIVE:
3/31/2006
3/31/2007
PLANNED ACTIVITIES TOWARD COMPLETION OF
40
TARGET DATE
-------
OBJECTIVE:
(Must be specific)
Develop a competitive system for filling vacancies in accordance with ; 6/30/07
the Merit System and ensure inclusion of less-than-expected class
groups
Review workforce and determine an estimate of opportunities
available annually.
6/30/07
Include targeted less-than-expected groups in recruitment process and
consideration for selections
3/31/07
Monitor and evaluate progress and provide reports
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS
TO OBJECTIVE
Quarterly
41
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EEOC FORM
715-01 PART 1.2
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
EEO Plan to Eliminate Identified Barrier
FY 2005-06-07
U.S. Environmental Protection Agency
STATEMENT OF
CONDITION THAT
WAS A TRIGGER
FOR A POTENTIAL
BARRIER:
BARRIER
ANALYSIS:
There is a glass ceiling (a grade level beyond which the class group does not
progress at the rate that they exist in the overall workforce) for virtually every
class group:
White Females
Hispanic Females
African American Males and Females
Asian American Males and Females
American Indian Males and Females
There is no glass ceiling for White Males, Hispanic Males, and Males in
general.
A review of selection rates to higher grades indicates that all class groups,
other than White and Hispanic Males and Males in general, are not selected at
the rate that they exist in the workforce or at lower levels. This trend has
been consistent over the last five years.
There are virtually no internal development programs in use at EPA. There
have been only 12 Upward Mobility Program (UMP) participants in the last
five years throughout EPA according to statistics developed by OHR. The
EPA Intern Program benefits external applicants and not internal employees.
EPA has not improved the opportunities for class groups where there is less-
than-expected representation. Neither the identification of the career
opportunities, nor the targeting of the vacancy announcements has been
conducted in a manner consistent with or in support of the EEO effort. The
ultimate goal is to ensure that the government workforce is representative of
the people which it serves. EPA is not representative of the CLF in a number
of areas, particularly at mid- and senior-levels.
EPA has a sufficient number of vacancies to correct this barrier. Existing
legislation and OPM procedures can be used by managers to develop and
maintain employee development programs that focus on eliminating barriers.
Almost all staffing needs can be met by a fully-funded employee development
program geared towards achieving EEO objectives.
Annually, or more frequently if necessary, managers need to review, develop,
and revise staffing plans with the assistance of OHR staff. Staffing and
recruitment are directly related to the successful development and
advancement of EPA employees and equal employment opportunity. Based
on EPA data, consideration should be given to ensure that all groups are
represented.
42
-------
STATEMENT OF
IDENTIFIED
BARRIER 2:
STAFFING &
RECRUITMENT
SYSTEMS &
PROCEDURES
There are too few employee development programs and positions made
available to less-than-expected class groups.
Staffing and recruitment systems and procedures need to be revisited and
incorporate EEO in every aspect of personnel planning and implementation.
OBJECTIVE:
RESPONSIBLE
OFFICIAL:
Increase the number of employee development programs and positions.
Recruit and staff for programs and positions to include all employees,
including those in the less-than-expected groups.
Chief of Staff
Deputy Chief of Staff
Director, Office of Civil Rights
Director, Office of Human Resources
Personnel Management & Specialists
Assistant Director, Affirmative Employment & Diversity
National Special Emphasis Program Managers
EEO Officers and Area Directors
Program Management Officers
HQ, Regional and Laboratory Collateral-duty SEPMs
Managers and Supervisors Managers & Supervisors
DATE OBJECTIVE
INITIATED:
12/31/2006
TARGET DATE FOR
COMPLETION OF
OBJECTIVE:
12/31/2007
PLANNED ACTIVITIES TOWARD COMPLETION OF
OBJECTIVE:
Establish a centrally controlled Internship, Upward Mobility, Co-Op
or other similar programs for Entry- and Mid-level employees for
anticipated vacancies below the GS-13 level.
TARGET DATE
2/30/07
Establish a centrally controlled Mid-Level Manager Development
Program to include 50% of the anticipated new Mid-Level Supervisor
positions.
6/30/07
Establish a centrally controlled Supervisory Development Program for
employees, which include recruitment and development of employees
with emphasis on affirmative employment.
6/15/07
43
-------
Establish a centrally controlled Leadership Development Program for
anticipated vacancies at the GS-14 and -15 levels.
Reconstitute the Senior Manager Development Program to include all
Senior Level positions, Career or Excepted, Competitive or Non-
Competitive.
Secure the EPA Leadership Development Training Center Facilities.
Recruit and place participants into the various special affirmative
employee development programs.
Conduct the first set of development sessions.
Conduct Initial Program Review Session.
6/15/07
6/15/07
5/30/07
7/30/07
8/1/07
12/31/07
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
44
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EEOC FORM
715-01 PART 1.3
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
EEO Plan to Eliminate Identified Barrier
FY 2005-06-07
U.S. Environmental Protection Agency
STATEMENT OF
CONDITION THAT
WAS A TRIGGER
FOR A POTENTIAL
BARRIER:
Various class groups were found to be less-than-expected in promotions and
accessions. A further review found that the majority of selections were no
longer a result of competitive merit procedures.
BARRIER
ANALYSIS:
There is a substantially different pattern of advancement for class groups,
specifically females, persons of color and persons with disabilities.
The majority of selections for promotion or accession into the workforce are
not a result of competitive merit selection procedures. Class groups with less-
than-expected numbers do not benefit at the same rate in non-competitive
selections as their White Male counterparts.
Over 60% of the workforce, in one or more of the class groups, is not
included in the noncompetitive promotions based on the lack of merit
competitive promotion processes and principles. Immediate corrective action
is required to remove this barrier. The costs of eliminating this barrier are in
line with the No Fear Act and small in comparison to overall effects on the
workforce and diversity.
STATEMENT OF
IDENTIFIED
BARRIERS:
MERIT SYSTEM
Non-competitive exceptions to the merit system are having a significantly
adverse effect on less-than-expected class groups.
OBJECTIVE:
Review promotion systems; develop and implement a merit system with
competitive promotions; reduce the number of non-competitive selections;
and, ensure that all class groups are considered for accessions and
promotions, particularly those in the less-then-expected groups.
DATE OBJECTIVE
INITIATED:
1/15/2007
TARGET DATE FOR
COMPLETION OF
OBJECTIVE:
12/31/2007
45
-------
PLANNED ACTIVITIES TOWARD COMPLETION OF
OBJECTIVE:
TARGET DATE
Initiate the establishment of a Merit System Review Committee reporting to
the Director, OHR with advice from the OCR AE&D and other EEO
officials.
1/30/2007
Establish a process by which every exception to the merit selection process
be reviewed prior to authorization and that an impact study be conducted to
determine if there will be an adverse impact on persons from less-than-
expected class groups.
6/30/2007
Establish a procedure for advising selecting authorities of nonuse of the
merit system to the extent that it has a deleterious effect on less-than-
expected class group members.
9/30/2007
Begin conducting quarterly reviews of all non-competitive selections.
10/01/2007
Include the OCR AE&D staff, EEO Officers and other EEO officials as
advisors for the process and monitoring the system.
10/01/2007
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
46
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EEOC FORM
715-01
PARTJ
PARTI
Department
or Agency
Information
PART II
Employment
Trend and
Special
Recruitment
for
Individuals
With
Targeted
Disabilities
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Special Program Plan for the Recruitment, Hiring, and Advancement of Individuals With
Targeted Disabilities
1. Agency
1. a. 2nd Level
Component
l.b. 3rd Level
or lower
Enter Actual
Number at
the ...
Total Work
Force
Reportable
Disability
Targeted
Disability*
U. S. Environmental
Protection
Agency
n/a
n/a
2005 Beginning of
FY
Number
18,696
934
198
%
100.00%
5.00%
1.06%
2995 End of FY
Number %
18,481 100.00%
905 4.89%
195 1.05%
Net Change
Number Rate of
Change
-215 -1.15
-29 -3.10
-3 1.52
* If the rate of change for persons with targeted disabilities is not equal to or greater than the rate of
change for the total workforce, a barrier analysis should be conducted (see below).
1. Total Number of Applications Received From Persons
With Targeted Disabilities during the reporting period.
2. Total Number of Selections of Individuals with Targeted
Disabilities during the reporting period.
PART III Participation Rates In Agency Employment
Other TOTAL
Employment/P
ersonnel
Programs
3. Competitive 525
Promotions
4. Non- 1,229
Competitive
Promotions
Reportable
Disability
#
36
66
%
6.86%
5.37%
Data not available
20
Programs
Targeted Not Iden
Disability
#
8
16
% #
1.52% 2
1.30% 11
tified No Disability
% # %
0.38% 487 92.76%
0.89% 1,152 93.7%
47
-------
5. Employee
Career
Development
Programs
5. a. Grades 5 -
12
5.b. Grades 13 -
14
5.c. Grade
15/SES
6. Employee
Recognition and
Awards
6. a. Time-Off
Awards (Total
hrs awarded)
6.b. Cash
Awards (total
$$$ awarded)
6.c. Quality-
Step Increase
2
0
0
114,130
30,606,968
795
0
0
0
5,841
894,555
34
0.0%
0.0%
0.0%
5.11%
2.9%
4.3%
2
0
8
1,045
128,063
5
0.0%
0.0%
0.0%
0.91%
0.41%
0.63%
0
0
0
1,231
226,279
9
0.0%
0.0%
0.0%
10.78%
0.73%
1.1%
2 100.0%
0 0.0%
0 0.0%
107,05893.80%
29,486,134
96.3%
752 94.5%
48
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EEOC FORM
715-01
PartJ
Special Program Plan for the Recruitment, Hiring, and Advancement of Individuals With
Targeted Disabilities
Part IV
Identification
and
Elimination of
Barriers
Agencies with 1,000 or more permanent employees MUST conduct a barrier analysis to address any
barriers to increasing employment opportunities for employees and applicants with targeted
disabilities using FORM 715-01 PART I. Agencies should review their recruitment, hiring, career
development, promotion, and retention of individuals with targeted disabilities in order to determine
whether there are any barriers.
EPA has not established a Selective Placement Program for Persons with Targeted Disabilities. The
Recruitment process has not been effective in reaching potential applicants with targeted disabilities.
Managers have not established numerical goals for their area of responsibility for the hiring of
persons with targeted disabilities. Persons with targeted disabilities are less than half of the expected
number.
Part V Agencies with 1,000 or more permanent employees are to use the space provided below to describe
the strategies and activities that will be undertaken during the coming fiscal year to maintain a
Goals for special recruitment program for individuals with targeted disabilities and to establish specific goals
Targeted for the employment and advancement of such individuals. For these purposes, targeted disabilities
Disabilities may be considered as a group. Agency goals should be set and accomplished in such a manner as
will affect measurable progress from the preceding fiscal year. Agencies are encouraged to set a goal
for the hiring of individuals with targeted disabilities that is at least as high as the anticipated losses
from this group during the next reporting period, with the objective of avoiding a decrease in the
total participation rate of employees with disabilities. Goals, objectives and strategies described
below should focus on internal as well as external sources of candidates and include discussions of
activities undertaken to identify individuals with targeted disabilities who can be (1) hired; (2) placed
in such a way as to improve possibilities for career development; and (3) advanced to a position at a
higher level or with greater potential than the position currently occupied.
Plan for Special Recruitment and Staffing Program for Person's with Targeted Disabilities
Hiring Goals
EPA's goal is to reach 1.5% representation in the workforce for persons with targeted disabilities by
the end of FY 2008. This goal would mean that by the end of FY 2007 there would be 280 persons
with targeted disabilities employed at EPA. There were 195 assigned as of the end of FY 05. In
order to reach this end strength goal, approximately 7% of all new hires would need to be persons
with targeted disabilities. Since there are approximately 2,400 new hires over a 2-year period, EPA
would need to hire 42 persons with targeted disabilities in FY 06, 07 and 08. EPA has set this goal
for hiring people with targeted disabilities based on projections and an estimate of opportunities. In
setting goals, EPA must consider budget constraints and other factors that may affect hiring.
Recruiting and Staffing Strategies
EPA OHR, Managers & Supervisors will increase their participation at job fairs designed to attract
applicants with disabilities.
EPA OHR, Managers & Supervisors will expand the use of the Workforce Recruitment Program for
College Students with Disabilities to include the EPA 2-year Intern Program and the hiring of
summer students within the Agency.
49
-------
OHR will work develop strategies for increasing the overall number and representation of persons
with disabilities within EPA's workforce.
Managers in each Major component will establish plans for increasing the number of employees with
targeted disabilities for their area of responsibility. Managers and supervisors will consider selective
placement positions and recruit persons with targeted disabilities directly into the positions
established. Under the selective placement program, persons with targeted disabilities can be direct
hired without competition. State employment agencies specializing in the training and development
of persons with disabilities will be contacted and utilized to the greatest extent possible.
EPA will assign responsibility for special placement of persons with targeted disabilities throughout
EPA. Particular care will be taken to ensure that newly hired persons with targeted disabilities are
provided with appropriate reasonable accommodations in accordance with their needs to ensure their
success with EPA. An OHR employee assigned to special placement of persons with targeted
disabilities will work closely with the Disability Program Manager and the Reasonable
Accommodation Coordinator to ensure the success of the program. Program Management Officers,
EEO Officers, Area Directors and collateral-duty Disability Program Managers will be actively
involved in the effort as the representatives of management in the EPA organizations.
50
-------
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
51
-------
SECTION II
MD-715 TABLES
52
-------
Report Symbol' VP715A1
U.S. Environmental Protection Agency
Total Workforce - Distribution by Race/Ethnicity and Sex
From September 30, 2004 To September 30, 2005
Total Workforce
Employment Tenure
Total Employees
All
Male
Female
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or
African
American
Male
Female
Asian
Male
Female
Native
Hawaiian or
Other Pacific
Islander
Male
Female
American
Indian or
Alaska
Native
Male
Female
Two or More
Races
Male
Female
TOTAL
09/30/2005 - Current FY
CLF (2000)
Difference
Ratio Chanqe
Net Chanqe
#
%
#
%
%
18696
100
18481
100
100
_#\ -215
^%pHI
% -1.15
9336
49.94
9151
49.52
53.2
-185
-0.42
-1.98
9360
50.06
9330
50.48
46.8
-30
0.42
•0.32
434
2.32
434
2.35
6.2
0
003
0.00
495
2.65
503
2.72
4.5
8
0.07
1 62
750$
40.16
7313
39.57
39.0
-195
-0.59
-2.60
5637
30.15
5598
30.29
33.7
49
0.14
0.69
800
4.28
796
4.31
4.8
-4
0.03
-0.50
2625
14.04
2624
14.20
5.7
-1
0.16
•0.04
525
2.81
542
2.93
1.9
17
0.12
3.24
522
2.79
528
2.86
1.7
6
0.07
1.15
0
0.00
0
0.00
0.1
0
0.00
0.00
0
0.00
0
0.00
0.1
0
0.00
000
69
0.37
66
0.36
0.3
-3
-0.01
•4.35
81
0.43
77
0.42
0.3
-4
-0.01
-4.94
0
0.00
0
0.00
0.8
0
0.00
0.00
0
0.00
0
0.00
0.8
0
0.00
0.00
PERMANENT
09/30/2004 • Prior FY
09/30/2005 - Current FY
Difference
Ratio Chanqe
Net Change
#
%
#
%
17649
100
17665
100
#| 16
%JHi
% 0 09
8642
48.97
8599
48.68
-43
-0.29
•0.50
9007
61.03
9066
51.32
59
0.29
0.66
414
2.35
422
2.39
8
0.04
1.93
462
2.62
482
2.73
20
0.11
4.33
6910
39.16
6826
3$ .64
-84
0.51
-1.22
5411
30.66
5420
30.68
9
0.02
0.17
756
4.28
774
4.38
18
0.10
2.38
2553
14.47
2678
14.59
26
0.12
0.98
496
2.81
512
2.90
16
0.09
3.23
501
2.84
509
2.88
8
0.04
1.60
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
66
0.37
65
0.37
-1
0.00
-1.52
$0
0.45
77
0.44
-3
•0.01
4.75
0
0.00
0
0.00
0
000
0.00
0
0.00
0
0.00
0
0.00
0.00
TEMPORARY
09/30/2004 - Prior FY
09/30/2005 - Current FY
Difference
Ratio Chanqe
Net Chanqe
#
%
#
%
#
%
%
1047
100
$16
100
-231
-22.06
694
66.28
552
6765
-142
1.37
-20.46
353
33.72
264
32.35
-89
-1.37
-25.21
20
1.91
12
1.47
-8
O.44
-4000
33
315
21
2.57
-12
-0.58
-36.36
598
5712
487
59.68
-111
2.56
-18.56
226
21.59
178
21.81
^8
022
-21 .24
44
4.20
22
270
-22
-1.50
-50.00
72
6.88
46
5.64
-26
-1.24
-3611
29
2.77
30
368
1
0.91
3.45
21
2.01
19
2.33
•>
0.32
-9.52
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
3
0.29
1
0.12
-2
0,17
-66.67
1
0.10
0
0.00
-1
0.10
-100.00
0
0.00
0
0.00
0
000
0.00
0
0.00
0
0.00
0
0.00
0.00
en
0)
gr
0
Page 1 of 2
-------
Report Symbol: VP715A1
U.S. Environmental Protection Agency
Total Workforce - Distribution by Race/Ethnicity and Sex
From September 30, 2004 To September 30, 2005
Total Workforce
Employment Tenure
Total Employees
All
Male
Female
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or
African
American
Male
Female
Asian
Male
Female
Native
Hawaiian or
Other Pacific
Islander
Male
Female
American
Indian or
Alaska
Native
Male
Female
Two or More
Races
Male
Female
NON-APPROPRIATED
Prior FY
Current FY
difference
3atio Change
\let Change
#
%.
#
%
#
%
%
0
- 0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0.00
0
000
0
0,00
0
0.00
0.00
0
000
0
000
0
0.00
0.00
0
000
0
000
0
0.00
0.00
0
0 00
0
000
0
0.00
0.00
0
000
0
000
0
0.00
000
0
-0 00
0
000
0
0.00
000
0
0 00
0
000
0
0.00
000
0
000
0
000
0
0.00
0.00
0
000
0
000
0
0.00
0.00
0
000
0
000
0
0.00
000
0
0 00
0
000
0
0.00
000
0
000
0
000
0
0.00
0.00
0
000
0
000
0
000
000
0
000
0
0 00
0
0.00
000
0
0 00
0
0 00
0
0.00
0 00
Page 2 of 2
-------
Report Symbol' VP715A2
U.S. Environmental Protection Agency
Total Workforce by Component- Distribution by Race/Ethnicity and Sex
As of September 30, 2005
Full/PartTime Permanent Workforce
Component
TOTAL
C'LF (2000)
#
%
%
Total Employees
All
17665
100
100
Male | Female
8599
48.68
53.2
9066
61.32
46.8
Hispanic or
Latino
Male
422
2.39
6.2
Female
482
2.73
4.5
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
$826
3864
39.0
Female
5420
30.6$
33.7
Black or
African
American
Male
774
4.38
4.$
Female
257$
14.59
5.7
Asian
Male
512
2.90
1.9
Female
509
2.8$
1.7
Native
Hawaiian or
Other Pacific
Islander
LMale
0
0.00
0.1
Female
0
0.00
0.1
American
Indian or
Alaska
Native
Male
6?
0.37
0.3
Female
77
0.44
0.3
Two or More
Races
Male
0
0.00
0.$
Female
0
0.00
0.8
Administrator
Assistant Administrator for Enforcement
& Compliance Assurance
Office of General Counsel
Office of Inspector General
Assistant Administrator for International
Activities
Office of the Chief Financial Officer
Office of Environmental Information
Assistant Administrator for Administration
& Rssources Management
Assistant Administrator for Water
Assistant Administrator for Solid Waste &
Emergency Response
Assistant Administrator for Air &
Radiation
Assistant Administrator for Prevention,
Pesticides & Toxic Substances
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
527
100
913
100
202
100
352
100
79
100
363
100
415
100
761
100
656
100
623
100
12*9
100
1301
100
216
40.99
475
5203
97
48.02
183
51.99
32
40.51
126
36.69
191
46.02
289
37.98
289
44.05
281
4510
703
54.64
612
4704
311
59.01
438
47.97
106
51 98
169
48.01
47
59.49
227
64.31
224
53.98
472
6202
3«7
65.96
342
54.90
686
45.46
$89
52.96
6
1.14
33
3.61
2
0,99
5
1 42
8
10.13
2
0.57
11
2.65
22
2.89
6
0.91
13
2.09
25
1.94
15
1 15
12
2.28
21
2.30
2
0.99
3
0.86
4
506
5
1.42
8
1.93
15
1.97
9
1.37
10
1.61
21
1.63
23
1.77
183
34.72
386
42.17
84
41.58
134
38.07
19
24.05
92
26.06
146
36.18
183
24.05
23$
36.9$
226
36.28
598
46.39
455
34.97
145
27.51
253
27.71
61
30.20
93
26.42
26
32.91
110
31.1$
109
26.27
196
26.76
235
3S.«2
217
34.83
401
31.11
368
28.29
23
4.3$
38
4.16
5
2.48
27
767
3
3.80
25
7.08
20
4.82
7$
999
27
4.12
24
3.85
43
3.34
74
5.69
145
27.51
137
15.01
33
16.34
$0
17.06
13
1S.46
102
28.90
93
22.41
249
32.72
98
14.94
102
16.37
130
10.09
269
19.91
4
0.76
18
1.97
6
2,97
15
4.26
1
1.27
7
1.98
13
3.13
7
0.92
19
2.90
16
2.67
34
2.64
62
4.77
9
1.71
26
2.74
9
4,46
13
3.69
4
5.06
9
2.55
13
3.13
9
1.18
20
3.06
12
1.93
30
2.33
34
2.61
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
0.11
0
0.00
2
0.67
1
1.27
0
0.00
1
0.24
1
0.13
1
0.15
2
0.32
3
0.23
6
0.46
0
0.00
2
0.22
0
0.00
0
0,00
0
0.00
1
0.28
1
0.24
3
0.39
5
0.76
1
016
4
0.31
5
0.38
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
000
0
0.00
0
000
Page 1 of 2
-------
OS
Report Symbol' VP715A2
U.S. Environmental Protection Agency
Total Workforce by Component- Distribution by Race/Ethnicity and Sex
As of September30, 2005 Full/PartTime Permanent Workforce
Component
Assistant Administrator tor Research &
Development
Region 1 Boston
Region 2 New York
Region 3 Philadelphia
Region 4 Atlanta
Region 5 Chicago
Region 6 Dallas
Region 7 Kansas City
Region 8 Denver
Region 9 San Francisco
Region 10 Seattle
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
Total Employees
All
1862
100
673
100
899
100
912
100
1090
100
1293
100
«56
100
557
100
601
100
836
100
616
100
Male
1074
57.68
334
49.63
494
54.95
427
4682
532
48.81
636
49.19
426
49.77
270
48.47
283
4709
370
44.31
259
42.05
Female
788
42.32
339
50.37
406
45.05
485
53.18
558
61.19
657
5081
430
50.23
287
51.53
318
52.91
465
5569
357
57.96
Hispanic or
Latino
Male
24
1.29
13
1.93
62
6.90
12
1.32
24
2.20
24
1.86
43
5.02
12
-2.15
24
3,99
26
3.11
10
1.62
Female
20
1.07
17
253
87
9.68
34
3.73
14
1.28
37
2.86
48
5.61
15
2.69
34
5.66
31
3.71
12
1.96
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
933
50.11
279
41.46
364
40.49
361
39.68
394
36.16
499
38.69
306
35.63
221
39.68
236
39.10
277
33.17
217
35,23
Female
596
32.01
277
41.16
204
22:69
305
33.44
282
25.S7
322
24.90
228
26.64
206
36.98
236
39.27
270
32.34
280
45.45
Black or
African
American
Male
55
2.96
20
297
28
3.11
40
439
89
8.17
63
4.87
37
4.32
20
3.59
14
2.33
17
2.04
6
097
Female
123
6.61
30
446
79
8.79
129
14.14
251
23.03
268
19.96
130
15.19
58
10.41
31
616
49
5.87
19
3.08
Asian
Male
53
2.86
22
327
39
4.34
14
1.54
20
1.83
47
3.63
31
3.62
10
1.80
8
1.33
45
5.39
21
3.41
Female
38
2.04
13
1.93
33
3.67
17
1.86
7
0.64
36
2.78
1$
2.10
3
0.54
13
2.16
107
12.81
37
6.01
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
0.00
Female
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
American
Indian or
Alaska
Native
Male
9
0.48
0
0.00
1
0.11
0
0.00
5
0.46
3
0.23
10
1.17
7
1.26
2
0.33
5
0.60
5
0.81
Female
11
0.59
2
0.30
2
0.22
0
0.00
4
0.37
4
0.31
6
0.70
5
0.90
4
0.67
8
0.96
9
1 46
Two or More
Races
Male
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Female
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
000
0
0.00
0
Q.OO
Page 2 of 2
-------
Report Symbol VP715A3-1
U.S. Environmental Protection Agency
Occupational Categories- Distribution by Race/Ethnicity and Sex
As of September30, 2005
Full/PartTime Permanent Workforce
Occupational Category
Total Employees
All
Male
Female
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non -Hispanic or Latino)
White
Male
Female
Black or
African
American
Male
Female
Asian
Male
Female
Native
Hawaiian or
Other Pacific
Islander
Male
Female
American
Indian or
Alaska
Native
Male
Female
Two or More
Races
Male
Female
1. Officials and Managers
• Executive/Senior Level (Grades
15 and Above)
• First-Level (Grades 12 and
Below)
- Other Officials and Managers
Officials and Managers -
TOTAL
2. Professionals
3. Technicians
5. Administrative Support
Workers
6. Craft Workers
7. Operatives
8. Laborers and Helpers
9. Service Workers
Total Work Force
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
1339
100
554
100
1
100
3065
100
4960
100
11030
100
235
100
1172
100
8
100
2
100
1
100
257
100
17666
100
833
62.21
338
61.01
1
100.00
883
28.80
2055
41.43
6069
56.02
124
6277
136
11.60
8
100.00
2
100.00
1
100.00
204
79.38
8599
4868
506
37.79
216
38,99
0
0.00
2183
71.20
2905
58.57
4961
44. 9S
111
47.23
1036
88.40
0
0.00
0
000
0
000
53
2062
9066
51.32
46
3.44
14
2.53
0
0.00
56
1 83
116
234
277
261
3
1.28
13
1 11
0
0.00
0
0.00
0
0.00
13
606
422
2.39
17
1.27
8
1.44
0
0.00
88
2.87
113
2.28
275
2.49
11
4.68
83
7.08
0
000
0
000
0
0.00
0
000
482
2.73
707
5280
282
50.90
1
100.00
642
2094
1632
32.90
4858
44,04
102
43.40
62
5.29
5
62.50
0
0.00
0
0.00
167
64.98
6826
38.64
389
29.05
157
28.34
0
0.00
1076
36.09
1622
32.70
3378
30.63
66
2383
323
27.56
0
0.00
0
0.00
0
0.00
41
15.96
5420
30.68
50
3.73
26
4.69
0
0.00
150
489
226
4.56
464
421
12
5.11
49
4.18
3
37.50
2
10000
1
100.00
17
6.61
774
4.38
75
5.60
42
7.68
0
0.00
938
30.59
1056
21.27
894
8.11
34
14.47
5*8
50.17
0
0.00
0
0.00
0
0.00
7
272
2678
14.59
26
1.87
15
2.71
0
0.00
28
0.91
68
1.37
421
3.82
6
2.56
11
0.94
0
000
0
0.00
0
000
6
2.33
512
290
20
1.49
7
1.26
0
0.00
67
2.19
94
1.90
367
3.33
8
3.40
35
2.99
0
0.00
0
0.00
0
000
6
1.96
609
288
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
5
0.37
1
0.18
0
0.00
7
0.23
13
0.26
49
0,44
1
0.43
1
0.09
0
0.00
0
000
0
0.00
1
039
65
0.37
5
0.37
2
0.36
0
0.00
14
0.46
21
0.42
47
0.43
2
0.85
7
O.$0
0
0.00
0
0.00
0
0.00
0
0.00
77
044
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Page 1 of 1
-------
Report Symbol' VP715A3-2
U.S. Environmental Protection Agency
Occupational Categories - Distribution by Race/Ethnicity and Sex
As of September30, 2005
Full/PartTime Permanent Workforce
Occupational Category
Total Employees
All
Male
Female
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or
African
American
Male
Female
Asian
Male
Female
Native
Hawaiian or
Other Pacific
Islander
Male
Female
American
Indian or
Alaska
Native
Male
Female
Two or More
Races
Male
Female
1. Officials and Managers
- Executive/Senior Level (Grades
15 and Above)
- Mid-Level (Grades 13 - 14)
- First-Level (Grades 12 and
3elow)
- Other Officials and Managers
Officials and Managers -
TOTAL
2. Professionals
3. Technicians
5. Administrative Support
Workers
6. Craft Workers
7. Operatives
8. Laborers and Helpers
9. Service Workers
Total Work Force
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
1339
758
554
3.14
1
0.01
3066
17.36
4950
28.08
11030
$2.44
236
1.33
1172
6.63
8
0.05
2
0.01
1
0.01
257
1.46
17665
100
833
9.69
33$
3.93
1
0.01
883
10.27
2055
23.90
6069
70.5$
124
1.44
136
1.5*
8
0.09
2
0.02
1
0.01
204
2.37
8599
100
50$
6.6?
216
2.3$
0
0.00
2183
24.0$
2905
32.04
4961
54.72
111
1.22
1036
11.43
0
0.00
0
0.00
0
0.00
53
0.58
9066
100
46
10.90
14
3.32
0
0.00
56
13.27
116
27.49
277
66.64
3
0.71
13
3.08
0
0.00
0
0.00
0
0.00
13
3.08
422
100
17
3.53
$
1.66
0
0.00
88
18.26
113
23.44
275
67.05
11
2.28
83
17.22
0
0.00
0
0.00
0
0.00
0
0.00
482
100
707
10.36
282
4.13
1
0.01
642
9.41
1632
23.91
4858
71.17
102
1.49
62
0.91
5
0.07
0
0.00
0
0.00
167
2.46
6826
100
389
7.18
157
2.90
0
0.00
1076
19.86
1622
29.93
3378
62.32
56
1.03
323
5.96
0
0.00
0
0.00
0
0.00
41
0.76
5420
100
60
6.46
26
3.36
0
0.00
150
1938
226
29.20
464
59.95-
12
1.66
49
6.33
3
0.39
2
. 0.26
1
0.13
17
2.20
774
100
75
2.91
42
1.63
0
0.00
938
36.38
1056
40.92
894
34.68
34
1.32
588
22.81
0
0.00
0
0.00
0
0.00
7
0.27
2578
100
25
0.98
15
0.20
0
0.00
28
1.37
$8
2.54
421
9.57
6
0.20
11
0.20
0
0.00
0
0.00
0
0.00
6
0.20
512
100
20
0.98
7
0.39
0
0.00
67
2.75
94
4.13
367
9.23
8
0.39
36
1.38
0
0.00
0
0.00
0
0.00
5
0.00
509
100
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
0:00
0
0.00
0
100
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
100
5
0.00
1
0.00
0
0.00
7
0.00
13
0.00
49
0.00
1
0.00
1
0.00
0
0.00
0
0.00
0
0.00
1
0.00
65
100
6
0.00
2
0.00
0
0.00
14
0.00
21
0.00
47
0.00
2
0.00
7
0.00
0
0.00
0
0.00
0
0.00
0
0.00
77
100
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
: 0.00
0
100
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
- 0.00
0
0.00
0
100
Note. Percentages compute down columns and NOT across
00
Page 1 of 1
-------
U.S.
Participation Rates for
Report Symbol: VP715A4-1L
Environmental Protection Agency
General Schedule (GS) Grades by Race/Ethnicity and Sex
As of September30, 2005
Full/PartTime Permanent Workforce
GS/GM SES Grades
GS 01
GS 02
GS 03
GS 04
GS 06
GS 06
GS 07
GS 0$
GS 09
GS 10
GS 11
GS 12
GS/GM 13
GS/GM 14
GS/GM 15
Senior Executive
Service
Total
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
7o
Total Employees
All
3
100
14
100
31
100
97
100
105
100
75
100
587
100
302
100
668
100
112
100
777
100
2448
100
6786
100
2952
100
2246
100
28$
100
17491
100
Male
0
0.00
4
2857
11
35.48
39
41321
31
?95?
10
1333
112
19.08
20
6.62
155
23,20
47
41.96
241
31 (I?
937
38,28
3621
53.36
1691
57.28
1366
60.82
1$2
63.19
$467
48.41
Female
3
100.00
10
71.43
20
64.52
5$
59.79
74
70.48
65
86.67
475
80.92
2$2
93.38
513
76.80
65
58.04
536
68.98
1511
61.72
3165
46.64
1261
42/2
$«0
39.18
106
3681
9024
51.59
Hispanic or
Latino
Male
0
0.00
0
000
1
3,23
5
515
1
095
2
267
10
170
3
0.99
13
1.95
0
000
21
2.70
55
2.25
175
25H
73
24/
49
2.18
11
3H2
419
2.40
Female
0
0.00
0
000
0
0,00
3
309
12
1143
5
667
50
8.52
19
6.29
36
5.39
1
089
3$
4.89
91
37?
136
2.00
54
1.83
30
134
2
069
477
2.73
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
0
0.00
1
714
3
9.68
20
2062
1$
1714
3
4 00
66
11 ?4
10
331
97
14.52
37
33.04
160
20.59
664
26.72
2890
42 M
1390
4/IIH
1210
53.87
153
5313
6712
38.37
Female
0
noo
1
7.14
3
9.68
19
19.59
22
20.95
19
2533
191
3254
94
31.13
240
35.93
31
27.68
265
34.11
817
33.37
2018
29.74
889
30.12
697
31.03
8$
3056
5394
30.84
Black or
African
American
Male
0
oon
3
2143
6
19.35
12
12.37
9
a 57
6
6B7
22
3.75
6
1.99
36
5.39
7
625
38
489
132
5.39
288
424
127
4 3II
57
254
14
486
762
4.36
Female
3
100.00
9
64.29
15
48.39
31
31.96
36
34.29
34
4533
214
3646
168
52.32
202
30.24
30
2679
200
25.74
506
20.67
757
1116
249
843
115
5.12
12
417
2571
14.70
Asian
Male [Female
0
0.00
0
0.00
1
3.23
2
2.06
3
286
0
noo
13
2?1
1
0.33
9
1.35
9
179
18
232
82
3.35
238
351
92
3.12
44
196
4
1.39
509
2.91
0
0.00
0
0.00
2
6.45
4
4.12
3
2.86
6
800
18
307
9
2.98
34
5.09
2
179
27
347
80
3.27
220
324
64
?17
33
1.47
4
1.39
506
2.89
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
000
0
000
0
0.00
0
0.00
0
noo
0
onn
0
000
0
000
0
000
0
000
0
000
0
0.00
Female
0
0.00
0
o.uu
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0 00
0
000
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
000
American
Indian or
Alaska
Native
Male
0
0.00
0
O.OU
0
0.00
0
0.00
0
0.00
0
000
1
0.17
0
0.00
0
000
1
089
4
051
14
n5?
30
044
9
030
6
027
0
000
65
0.37
Female
0
0.00
0
0.00
0
0.00
1
1.03
1
0.95
1
1.33
2
0.34
2
0.66
1
0.15
1
089
6
0.77
17
069
34
050
5
017
5
0.22
0
000
76
0.43
Two or
Vlore Races
Male |Female
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0,00
0
000
0
onn
0
000
0
0.00
0
0.00
0
0.00
0
ono
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
000
0
000
0
0.00
0
0.00
0
000
0
0.00
0
0.00
Page 1 of 1
-------
U.S.
Participation Rates for
Report Symbol VP715A4-1L
ON
O
Environmental Protection Agency
General Schedule (GS) Grades by Race/Ethnicity and Sex
As of September30, 2005 Temporary Workforce
GS/GM SES Grade
GS 01
OS 02
GS 03
GS04
GS05
GS07
GS09
GS11
GS 12
GS/GM 13
GS/GM 14
GS/GM 15
Total
#
%
#
%
#
%
#
%
#
%
#
/£>
#
%
#
%
#
%
#
%
#
%
#
%
#
%
Total Employees
/Ml
13
1UU
11
100
22
100
45
100
12
100
14
100
14
100
17
100
S8
100
$
100
1
100
1
100
224
100
Male
3
23.08
2
10.11)
5
22.73
16
35.56
1
8.33
$
64.23
5
3571
4
23.53
42
61.76
5
83.33
1
1UU
1
100
94
41 .9$
-emale
10
/b.9;>
9
81.82
17
77 27
29
6444
11
91.67
5
35.71
9
64.29
13
76.47
26
38.24
1
16.67
0
0.00
0
0.00
130
5$. 04
Hispanic or
Latino
Male
0
000
0
0.00
1
451
2
444
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
3
1.34
Female
5
3S4fi
1
909
2
9.09
4
8.89
4
33.33
1
7.14
0
- o.oo
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
17
7.59
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
1
im
1
909
1
4.55
4
8.89
0
0.00
$
57,14
4
28.57
4
23.53
35
51.47
4
66.67
1
100
1
100
64
2«.S7
Female
0
0.00
2
18.18
3
13.64
13
2889
3
25.00
3
21.43
7
50.00
8
47.06
20
29.41
1
16.67
0
O.UU
0
0.00
60
26.79
Black or
African
American
Male
2
1538
1
9.09
3
1364
7
1556
1
833
1
714
0
0,00
0
0.00
2
2.94
0
0.00
0
0,00
0
0.00
17
7.69
Female
4
3077
6
5455
10
45.45
9
2000
4
3333
1
7,14
2
14.29
2
11.76
3
4:41
0
0,00
0
O.OU
0
0.00
41
1$,30
Asian
Male
0
000
0
0.00
0
000
3
6,67
0
0,00
0
0.00
1
7,14
0
0.00
5
7.35
1
16.67
0
0.00
0
0.00
10
4.46
Female
1
7.69
0
0,00
2
9.09
3
6.67
0
0.00
0
0.00
0
0.00
3
17.65
3
4.41
0
0.00
0
0.00
0
0.00
12
6.36
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00.
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Female
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
O.OU
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
American
Indian or
Alaska
Native
Male
0
U.OO
0
ouo
0
0,00
0
0.00
0
0.00
0
000
0
0.00
0
U.OO
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
:emale
0
0.00
0
0,00
0
O.OU
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
o.oo
0
0.00
Two or
>/1ore Races
Male
0
0,00
0
0.00
0
U.OO
0
0.00
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0,00
Female
0
0.00
0
0.00
0
000
0
0.00
0
0,00
0
0.00
0
000
0
0.00
0
0.00
0
o.oc
0
o.oc
0
0.00
0
0,00
Page 1 of 1
-------
U.S.
Participation Rates for
Report Symbol. VP715A4-2L
Environmental Protection Agency
General Schedule (GS) Grades by Race/Ethnicity and Sex
As of September30, 2005
Full/PartTime Permanent Workforce
GS/GM SES Grades
GS 01
GS02
GS 03
GS 04
GS05
GS 06
GS 07
GS 08
GS09
GS 10
GS 11
GS 12
GS/GM 13
GS/GM 14
GS/GM 15
Senior Executive
Service
Total
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
fo
#
%
#
>j
#
%
#
%
#
%
#
%
Total Employees
All
3
0.02
14
mm
31
018
97
055
105
060
75
0.43
6?7
3.36
302
1.73
668
3.82
112
0.64
777
4.44
2448
14.00
6786
38.80
2952
16.88
2246
12.84
288
1.1)5
17491
100
Male |Female
0
000
4
005
11
013
39
0,46
31
ii :•)/
10
01?
112
1 y
20
0.24
155
1,83
47
0.5(5
241
2.85
937
11.07
3621
Ki.ll
1691
19.97
1366
16.13
182
2.15
8467
100
3
0.03
10
011
20
n??
58
0.64
74
0.82
$5
0.72
475
5.26
282
313
513
5,68
65
0.72
536
5.94
1511
16.74
3165
35.07
1261
13.97
880
1/5
106
1.1/
9024
100
Hispanic or
Latino
Male [Female
0
0,00
0
mill
1
024
5
119
1
024
2
048
10
239
3
u. n
13
3,10
0
0.00
21
5.01
56
13.13
176j
41.77
73
1M2
49
11.69
11
263
419
100
0
0.00
0
0.00
0
000
3
0.63
12
2.52
5
1.05
50
10.48
19
3.98
36
7.55
1
0.21
38
/.a/
91
19.08
136
28.51
54
11.32
30
6.29
2
042
477
100
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male female
0
0,00
1
11(11
3
(104
20
0,30
1?
II 71
3
004
$6
0.98
10
015
97
1,45
37
0.55
160
2.38
664
.9.74
2890
43.06
1390
2H./1
1210
18.03
153
2.28
6712
100
0
0.00
1
0.02
3
0.06
19
035
22
0.41
19
0.35
191
3.54
94
174
240
4.45
31
0.57
265
4.91
817
15.15
201$
37.41
889
16.48
697
12.92
88
1.63
5394
100
Black or
African
American
Male (Female
0
0.01)
3
lift
6
079
12
1.57
9
118
5
O.BK
22
2.89
6
079
36
4.72
7
0.92
38
4.*)
132
173?
288
37.80
127
16,67
67
7.48
14
184
762
100
3
0.12
9
II 35
15
0.58
31
1.21
36
1.40
34
1.32
214
8.32
158
6,15
202
7.86
30
1.17
200
778
606
19.68
767
29.44
249
9.68
115
4.47
12
0.47
2671
100
Asian
Male |Female
0
0.00
0
0.00
1
fl?0
2
039
3
0.59
0
0,00
13
2.55
1
020
9
1,77
2
0,39
18
354
82
16.11
23«
46.76
92
1807
44
8.64
4
079
609
100
0
0.00
0
0.00
2
0.40
4
079
3
0.59
6
1.19
18
3.56
9
178
34
672
2
0.40
27
534
80
15.81
220
43.48
64
12fi5
33
6.52
4
079
506
100
Native
Hawaiian or
Ctier Pacific
Islander
Male
0
0.00
0
II.OII
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
000
0
0.00
0
o,no
0
0.00
0
0.00
0
ono
0
0.00
0
0.00
0
100
Female
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
100
American
Indian or
Alaska
Native
Male
0
O.UU
0
O.UO
0
000
0
O.UO
0
0.00
0
000
1
154
0
0,00
0
000
1
1.54
4
6,15
14
21.54
30
46.15
9
13fi5
6
923
0
0.00
65
100
Female
0
0.00
0
0,00
0
000
1
1.32
1
1.32
1
1.32
2
2:63
2
263
1
132
1
1.32
6
7.89
17
22.37
34
44.74
6
6.58
6
6,58
0
0.00
76
100
Two or
Vlore Races
Male
0
O.UO
0
O.UO
0
0.00
0
O.UO
0
0.00
0
000
0
0.00
0
000
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
000
0
0,00
0
100
Female
0
0.00
0
u.oo
0
0,00
0
0.0.0
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
100
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for General Schedule (GS) Grades by Race/Ethnicity and Sex
Report Symbol: VP715A4-2L As of Sep1ember30, 2005 Temporary Workforce
GS/GM SES Grade
GS 01
GS 02
GS 03
GS 04
6S05
GS 07
GS 09
GS11
GS12
GS/GM 13
GS/GM 14
GS/GM 15
Total
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
Total Employees
Ml
13
5.80
11
4.91
22
982
45
20:09
12
5.36
14
6.25
14
625
17
"7.59
$S
30.36"
6
2.68
1
0.45
1
0.45
224
100
Male
3
3.19
2
2.13
5
5.32
16
- 17.02
1
" 106"
9
9.57
5
5.32
4
4.26
42
44.68
5
5.32
1
1.06
1
1,06
94
100
Female
10
7.69
9
6.92
17
13.08
29
2231
11
8.46
5
3.85
9
"6.92
13
"10.00-
26
20.00
1
0.77
0
0.00
0
0.00
130
100
Hispanic or
Latino
Male
0
0.00
0
0.00
1
3333
2
66.67
0
0.00
0
000
0
0.00
0
0.00
0
0=00
0
u.ou
0
o.uu
0
0.00
3
100
Female
5
29.41
1
588
2
11.76
4
23.53
4
23.53
1
5.88
0
0.00
0
0.00
0
0.00
0
0.00
0
-o.oo
0
. 0.00
17
100
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
1
1.56
1
1.%
1
1.56
4
6.25
0
0.00
8
12.50
4
6.25
4
t.25
35
-54.69
4
6.2i
1
1.56
1
1.56
64
100
Female
0
0.00
2
. 3.33
3
5.00
13
21,67
3
" 5.00
3
5.00
7
"11",67
$
13.33
20
33.33
1
1.6/
0
- 0.00
0
0.00
60
100
Black or
African
American
Male
2
11./6
1
"5 .88
3
17.65
7
41.18
1
5 "88"
1
5.88
0
0.00
0
0.00
2
.11.76
0
u,oo-
0
O.UU
0
0.00
17
100
Female
4
" 9.76
6
. 14.63
10
24.39
9
2195
4
9.76
1
2.44
2
4.88
2
4.88
3
7.32
0
- O:QQ:
0
0.00
0
0.00
41
100
Asian
Male
0
0.00
0
0.00
0
0.00
3
30.00
0
0,00
0
0.00
1
10.00
0
u.oo
5
50.00
1
10..00
0
0:00
0
0.00
10
100
Female
1
8.33
0
0.00
2
16.67
3
25.0.0
0
0.00
0
0.00
0
0.00
3
25.00
L 3
25.0.0
0
", 0.00
0
, . 0.00
0
0.00"
12
100"
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
" 0.00
0
0.00"
0
0.00
0
0.00
0
II.UU
0
0.00
0
- 100
Female
0
0.00
0
0.00
0
0.00
0
0.00
0
O.DO
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0:00
0
0.00
0
100
American
Indian or
Alaska
Native
Male
0
0.00
0
0-.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
0.00
0
0.00
0
Dim
0
000
0
100
Female
0
0.00
0
0.00
0
0.00
0
0:00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
100
Two or
vlore Races
Male
0
000
0
0.00
0
000
0
0.00
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
0 Illl
0
- nnn
0
1-00
Female
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
" "0.00
0
0:00
0
- 100-
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for Wage Grades (WG) by Race/Ethnicity and Sex
Report Symbol' VP715A5-1AL
As of September30, 2005
Temporary Workforce
WG and Related
Grades
WG01
Total
#
%
#
%
Total Employees
All
1
100
1
100
Male [Female
1
100
1
100
0
0.00
0
0.00
Hispanic or
Latino
Male
0
0,00
0
0.00
Female
0
0.00
0
0.00
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
1
100
1
100
Female
0
000
0
0.00
Black or
African
American
Male
0
0.00
0
0.00
Female
0
0.00
0
0.00
Asian
Male (Female
0
0.00
0
0.00
0
0.00
0
0.00
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0
0.00
Female
0
0.00
0
0.00
American
Indian or
Alaska
Native
Male
0
000
0
0.00
Female
0
0.00
0
0.00
Two or
More Races
Male
0
U,00
0
0.00
Female
0
0.00
0
0.00
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for Wage Grades (WL) by Race/Ethnicity and Sex
Report Symbol- VP715A5-1BL As of September30, 2005 FulL/PartTime Permanent Workforce
WL and Related
Grades
WL 1 4
Total
#
%
#
/o
Total Employees
All
I
1UU
1
100
Male
1
11)1.1
1
100
Female
0
000
0
000
Hispanic or
Latino
Male
0
0,UO
0
0.00
Female
0
o.oo-
0
0,00
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
1
100
1
100
Female
0
0.00
0
0.00
Black or
African
American
Male
0
U.OU
0
000
Female
0
0.00
0
0.00
As
Male
0
0.00
0
0.00
an
Female
0
0.00
0
0.00
Native
Hawaiian or
Other Pacific
Islander
Male
0
000
0
000
Female
0
0.00
0
000
American
Indian or
Alaska
Native
Male
0
000
0
0.00
Female
0
0.00
0
0.00
Two or
Vlore Races
Male
0
O.UO
0
000
Female
0
0.00
0
0.00
Page 1 of 1
-------
Report Symbol: VP715A6
U.S. Environmental Protection Agency
Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex
As of September 30, 2005
Full/PartTime Permanent Workforce
Job Title/ Series Agency Rate
Occupational CLF
028 - Environmental Protection
Specialist
National CLF 2000
301 - General Adrnmistative
National CLF 2000
343 - Management Analysis
National CLF 2000
National CLF 2000
819- Environmental Engineering
National CLF 2000
905 - Attorney
National CLF 2000
1301 - General Physical Science
National CLF 2000
Total
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
Total Employees
All
2836
100.00
883
100.00
1552
100.00
849
1 00.00
1933
100.00
1049
100.00
2207
1 00,00
11309
100.00
Male
1135
4002
75.8
270
30.58
43.4
462
2977
61.4
476
65.95
55.9
1340
69.32
778
530
50.52
71 3
1361
61 21
65.6
5563
49.19
Female
1701
69.98
24.1
613
69.42
66.6
1090
70.23
38.6
374
44.06
441
693
30.68
22.2
519
49.48
28.7
866
38.79
34.4
5746
5081
Hispanic or
Latino
Male
42
148
1.8
16
1.81
47
2$
1.80
2.0
16
1.77
1,9
92
4,76
2.2
29
276
2.0
68
2.63
2.2
280
2.48
Female
78
2.76
0.9
24
272
5.3
32
2,06
1.6
20
2.36
2,1
47
243
0.9
29
2.76
1.2
52
2.36
1.7
282
249
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
926
3262
690
209
23.67
30.2
366
2358
52.5
409
48.17
47.3
1013
62.41
65.4
451
42.99
66.2
1158
52.47
45.4
4531
40.07
Female
1154
40.69
20.6
305
3464
39.7
594
38.27
31.1
289
34.04
36.0
394
20.38
178
391
37.27
23.9
640
29.00
22.9
3767
3331
Black or
African
American
Male
103
3.63
1.7
34
385
4.9
53
341
2.6
35
4.12
1.2
84
4.35
3.0
27
2.67
2.1
67
3.04
1.7
403
3.66
Female
362
1276
1.1
271
3069
7.9
430
2771
3.4
41
4.83
1.*
77
398
1.2
62
5.91
1.9
103
4.67
1.4
1346
11 90
Asian
Male
46
1.62
2.2
9
1.02
2.7
12
0.77
3.5
16
1.77
4.3
146
7.65
60
20
1.91
1.4
56
264
15.5
304
269
Female
82
2.89
1.0
8
0.91
2.5
30
1.93
2.0
18
2.12
4.6
72
3.72
2.0
34
3.24
1.2
54
245
8.0
29S
2.64
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
00
0
0.00
0.1
0
0.00
0.0
0
0,00
0,0
0
000
0.1
0
0.00
00
0
0.00
0.0
0
000
Female
0
0.00
0.0
0
0.00
0.1
0
0.00
0.0
0
0.00
0.0
0
000
0.0
0
0.00
0.0
0
0.00
0.0
0
0.00
American
Indian or
Alaska
Native
Male
19
0.67
0.8
2
023
0.4
3
0.19
0.3
1
0.12
06
6
0.26
06
3
0.29
0.3
12
064
02
45
0.40
Female
25
0.88
0.3
5
0.57
0.6
4
0.26
0.3
6
|_ 0.71
0.3
3
0.16
0.1
3
029
0.2
7
0.32
0.1
53
047
Two or More
Races
Male
0
0.00
0.3
0
000
0.3
0
0.00
0.5
0
0.00
0.4
0
0.00
0.5
0
0.00
0.3
0
0.00
0,5
0
000
Female
0
000
0.2
0
0.00
0.4
0
0.00
0.3
0
0.00
0.3
0
0.00
0.1
0
0.00
0.2
0
0.00
0.3
0
000
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex
Report Symbol. VP715.A6
As of September30, 2005
Non-Permanent Workforce
Job Title / Series Agency Rate
Occupational CLF
028- Environmental Protection
Specialist
National CLF 2000
301 - General Administrative
National CLF 2000
343 - Management Analysis
National CLF 2000
National CLF 2000
119- Environmental Engineering
National CLF 2000
National CLF 2000
301 - General Physical Science
National CLF 2000
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
Total Employees
AJI
21
10000
16
100.00
1
10000
92
10000
77
10000
4
10000
56
10000
267
10000
Male
15
71 43
75*
10
62.50
43.4
0
0.00
61.4
62
6739
56.9
61
79.22
77.8
1
2500
71.3
42
7600
65.6
191
71 54
Female
6
2857
241
6
37.50
56.6
1
10000
38. 6
30
3261
44.1
16
20.78
22.2
3
76.00
28.7
14
25.00
34.4
76
28.46
Hispanic or
Latino
Male
0
o.oo
1.8
0
0.00
4.7
0
000
2.0
1
1.09
1.9
2
2.60
2.2
0
0.00
2.0
0
000
2.2
3
1 12
Female
0
0 00
0.9
0
0.00
5.3
0
0.00
1.6
1
1.09
21
0
0.00
09
0
0.00
1.2
2
3.57
1 7
3
1 12
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
14
6667
590
8
60.00
30.2
0
0.00
62.5
60
6622
47.3
52
67.53
66.4
1
26.00
65.2
36
64.29
46.4
171
6404
Female
6
2857
20.6
4
2500
397
1
10000
31 1
25
2717
350
14
18.18
17.8
1
26.00
23.9
10
17.86
22.9
61
22.86
Black or
Afri can
American
Male
0
000
1.7
2
12.50
4.9
0
000
2.6
0
000
1 2
1
1 30
3.0
0
0.00
2.1
2
3.67
1.7
6
1.87
Female
0
000
1.1
2
1250
7.9
0
0.00
3.4
2
217
1 «
0
0.00
1.2
1
25.00
1.9
2
3.57
1.4
7
2.62
Asian
Male
1
4.76
2.2
0
ooo
2.7
0
0.00
3.6
1
1 09
4.3
6
7.79
6,0
0
0.00
1.4
4
7.14
15.6
12
4.49
Female
0
0.00
1.0
0
0.00
2.5
0
0.00
2.0
2
217
4.5
2
2.60
2.0
1
26.00
1.2
0
0.00
8.0
5
1.87
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0.0
0
0.00
0.1
0
000
0.0
0
0.00
0.0
0
0.00
0.1
0
0.00
0.0
0
0.00
0.0
0
0.00
Female
0
000
0.0
0
0.00
0.1
0
0.00
0.0
0
0,00
0.0
0
0.00
0.0
0
0.00
0.0
0
0.00
0.0
0
0.00
American
Indian or
Alaska
Native
Male
0
000
08
0
0.00
0.4
0
0.00
03
0
0.00
0.6
0
0.00
0.6
0
0.00
0.3
0
000
0.2
0
000
Female
0
0.00
0.3
0
000
0.6
0
0.00
0.3
0
000
0.3
0
000
0.1
0
0.00
0.2
0
000
0.1
0
0.00
~wo or More
Races
Male
0
000
0.3
0
000
0.3
0
000
0.6
0
000
04
0
0.00
0.6
0
0.00
0.3
0
0.00
0.5
0
000
Female
0
000
02
0
000
0.4
0
000
0.3
0
0.00
0 3
0
0.00
0.1
0
0.00
0.2
0
0.00
0 3
0
0.00
Page 1 of 1
-------
Report Symbol
U.S. Invironmental Protection Agency
New Hires by Type of Appointment • Distribution by Race/ltfinl city and Sex
From September30. 2JMM Ta September J0, 20OS
Tol-
Type of Appointment
Permanent
Temporary
TOTAl
CLF (3500)
H
> 1 4
^ 1 ^
lenijls
*>:«7
52 ?5
256
4S 43
{S3
49 K
ft' «
Hispanic or
L 3lln»
toie^
1?
501
10
1 SJ
fa 1
^> &'^
f. ''
female
1!
24>
13
235
2f
Z' *J
J,<
RACE/ETHHfCtTY fNon -Hispanic or L*tino)
White
Male
190
.13 7S
2y^
#184
413
}7i«
39 r»
Oraaie
ITS
31 79
| U3
J« I?
Ki"
2» ft
XI 7
Black or
African
An»*ric»)
Milt
JS
»2?
W
»S9
n
5 JO
4*
feiuslE
r?
1358
L^JO
14 «
157
14 If
<. 7
Asian
UaJe
2C1
01
Amoricin
InJidn 01
Alaska
NatiVe
Mil*
1
W
i
iy»
oi
femste
^
oss
;
OJ?
?
C>Sj
fi^
Two sr Oofa
ft»c»s
Male
0
00»
0
90S
«
oc«o
n?
fen«lj
..'
00"}
1}
ow
»
ooo
f! J
Paqe I of I
-------
U.S. Environmental Protection Agency
Non-Competitive Promotions - Time in Grade - Distribution by Race/Ethnicity and Sex
Report Symbol: VP715A10
As of September30, 2005
Full/PartTime Permanent Workforce
Ox
OO
Total Employees Eligible for
Career Ladder Promotions
Time In grade in excess of minimum
1 - 12 months
13 -24 months
25 + months
#
%
#
#
%
#
%
#
%
Total Employees
All
1720
1-00
491
16?
100
89
100
234
100
Male
694
40.35
233
64
3$. 10
49
55.06
120
51.28
Female
1026
59.$5
25?
104
61.90
40
44.94
114
48.72
Hispanic or
Latino
Male
42
2.44
6
2
1.19
0
0.00
4
1.71
Female
73
4.24
13
6
2.9*
4
4.49
4
1.71
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
476
27.67
167
40
23.81
37
41.57
90
38.46
Female
589
3424
137
59
35,12
17
19.10
61
26.07
Black or
African
American
Male
114
6.63
42
17
1.0.12
7
7.«7
18
7.69
Female
288
16.74
95
35
20.83
18
20.22
42
1795
Asian
Male
53
3. OS
13
4
2.38
3
3.37
6
2.56
Female
68
3.96
9
c
2.98
1
. 1.12
3
1.2$
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0
0
0.00
0
0.00
0
0,00
Female
0
0.00
0
0
0.00
0
0.00
0
0.00
American
Indian or
Alaska
Native
Male
9
0.52
5
1
0.60
2
2.26
2
0.85
Female
8
0.47
4
0
0.00
0
0.00
4
1.71
Two or More
Races
Male
0
0.00
0
0
0.00
0
0,00
0
0.00
Female
0
0.00
0
0
0.00
0
000
0
0.00
Page 1 of 1
-------
'Symbol VP7I6AI5
U.S. Environmental Protection Agency
Employee Recognition and Awards - Distribution by Race/Ethnicity and Sex
Fiom Sflptoniliflr 30. 2M4 To Seplewber 30. 2005
Recognition or Award
Program it Awards
Given • Tolal Cash
Total Employees
All
Male
fewai*
Latino
Male
1 enuie
RACE/fTHNICITY Itton . Hisfjanlc or Latino)
While
Male
temase
Black or
African
American
m>
feoiate
/Xslan
MM
feniaie
Wdllve
Otiiei Pacific
klatwtef
wale
lenme
AiiBjiicaii
tntllan or
Alaska
M»ti\ie
naie
female
Two or More
Races
M3l«
fmm
Time-Off Awards • 1-8 Hours
Total Time- Otf *
Awicd'- 1-3 HOUI& %
Ti*ilil Hciiji?.
Average Hours
y;7$
1 m.i (.xi
'•:•? 1 4
53
13J5
41 •?
V.I4
7)
! L<'(.i
fS^3
1 j 1 1 K
f S
15
:w
4x1
04
141
431
•:7C'
62
10J y
31 73
74iS
72
1 10*.
W 77
7:-2f.
71
1JC
3??
yv 1
f. S
v'2',;
is-;1?
•:42'f
b ;.
KX.
30*
714
n
U?
3 J8
x:-s
f 5
0
0 00
fl
oc
0
000
0
""To1
n
034
t '.
66
iv
c "o
i?^
67
o
« 00
o
00
(J
000
fl
00
Time-Off Awaids -9< Hours
Tom Time-Oif #
Awiick Ofi'i 3 Ho'jri. %
Tots! Houit
A'-'f i itje HOUK
;;?l
1«OOV
•?/•;? r
24?
1414
;•••.' :;:•
••ft:4
i'4S
:ii?
«)1S
r -•^•/i ;.
24 0
M
1 SO
K>.'1
:-4 'J
124
:*ci
JOTf-
J4 S
1 1 :•;
3'M>
2-.'X»2
J5 1
HOI
ftts-
?«':''•
2-'."'
US
IS
o€i
X'
J46J
o
o 0*0
u
00
Lash Awards VtBQ.ttGO
ToiJl Cash Awards *
$£00 •'«") Undei %
Toul Amount
Avtune Aiiifiuiit
HH-'U
m.oo
:'-:r.7ii-.
I'Si 1
44O
4445
i:-i7U4
2i»l 3
5K5
K- '.4
Hvy?;i
2S< £
1 .'2
1 K1
f-311'4
1 27t> 7
:56
2se
?-:^7f.
:io?
Of.'f.
3f- 70
HO 7 ^.4
2X1 2
3017
X' 1 1
•»J?«.2
281 f.
J«.
3^
52«2f-
24?
2 47
7i«J
J01 s
ill
3 to
•>..1 ;lA
2i>J 5
o
0 IX'
0
fllj
1
001
1 Tsu
l&Mi
4:
041
ttinv
rr/n
r,r
o «e
Mti?
2*4 7
0
0
O
00
Lash Awards ViOl*
Foil) 1 3'-.li Ay/jrO'; l?_
*5dl *vj 0. fi [%"
Tot si Amount
Avfuqe Amount
Q u a jt ty S ! e p In cr e as &s
T,,. .j ,J|C| i
To! il Benefit
A^rafjP BpricN
II;M
HX>0<>
\f-'^V.'i
t47:vi'.
f-:, iii
5» *:•
;<>>*; 7
57-I.14
4-,:> ".4
VOK.U4
I40J2
2 4*
:• 15
/ :•• ••/. i -.'
ljf.5 4
:-5-;'
C25
;:-?ry
I2>85
irw
4i ;•«
,'*:.?c,^
lf,?1 1
3JJ''.
iO 71
C.J054II'
U'»«
4«
4i:<.
WVJO
137?*
IMf.
133)
1Xif.;'>?
U'41 i
fa . •''
25*
4;p3i>fj'-
i45»'.:'
3i7
234
4tiVM
12t*5
0
o CM;.
1 1
III'1
i;
000
ft
')«
4?
0 3'}
?<>» id
IX.4?
4?
C'4I
.'J-ill?
12S5 4
0
A 00
o
0 V
lOSte)
75>'.
I«:KW
M '.'••': 27
Jl<*ll.
;o4
44 IS
I5'n>??7
44'C-:.-.
4::
5532
l.'fJy'O
•:•«: -•;
14
1 «5
-"^*.;:7 s
tv
251
'••»;'•?:
12.10 f
-•
1 :•:.')
/7JI6!
.'!:•: 4 i* "•!
;•"
2 '"•'<
»". "'0 7 ?
LiliLl
IM
2 C-5
v,-7!«i
i;:-:7fi
'.'
0 C«'.'
ft
0 fi
II
Ow
»
l> 0
0
0 00
II
0 f»
;••
0 40
i?7«-i
?,?4 U
It
(MKJ
0
f 1 0
0
0 00
ri
(j ij
'.i
ft 'Xi
.1
tj 1.1
1 1
0 'Xl
1 1
0 0
1 1
(i •>.!
'J
fl f 1
-------
! Symbol VPiMSAH
U,S, Environmental Protection Agency
Separations by Type of Separation • Distribution by Raee/lthnlcity and Sex
Type of Separations
Voluntary
Involumary
Tola! SejiaiaJioiw
Total Woiktece
f=*=
*
-3?
#0
$
<*
fr
*
%
K
%
Total fmptoyets
flfl
81?
KC>
»
MS
KC
KO
17W.5
ICO
Mil*
4*S
43 II
li
W 00
4 !•;*
fo «
?f,
21}
RACE/ETHNICITY {Non - Hrsp
Wilto
Hale
}34
WSJ
s
«C!J
34?
tCi Si
fesi2B
JS«
frawse
2i4
JH:«
4
JO CO
K«
_1*2*|
5410
3«6«
Black *f
African
Arasricart
mt
j?
4«
-")
i.
law
40
17?
774
4SS
fw»ts
112
13 .M
4
20 »
116
13 -J4
KfS
!45S
Asiin
Mile
1?
Jl>8
0
00$
in;
1JS4
fsiT
• 2»
relate
to
5 41
1
JOJ
21
SSi
f/rt
2-8?
suic of Ulliw)
NVtifve
Hawaliw or
rtrtier Psfi6t
Islamiw
H;!e
0
L_JjjB
(1
O.W
0
000
n
COS
Feaale
u CO
I)
OSJ5
0
*w
n
«co
American
Mian oi
dliiska
Naiiw
Mile
i
LI 24
0
ft <|0
2
SJ4
«
»W
ftttitt
j
o*s
c
0.00
f
OM
n
0«
Two ar Mora
Races
Male
0
<)«•
»
0«>
*
00»
(I
OCW
f«mafe
0
Oft)
Cl
Oflj
i)
OOJ
1}
OOJ
-------
MD 715 Tables
Bl to B14
71
-------
Report Symbol VP715B1
U.S. Environmental Protection Agency
Total Workforce - Distribution by Disability (OPM Form 256 Self-Identification Codes)
From SeptemberBO, 2004 To September 30, 2005
Total Workforce
Employment
Tenure
TOTAL
Total by Disability Status
[05]
No
Disability
[01]
Not
Identified
[06-94]
Disability
Targeted
Disability
Detail for Targeted Disabilities
[16,17]
Deafness
[23,25]
Blindness
[28,32-38]
Missing
Limbs
[64-68]
Partial
Paralysis
[71-78]
Total
Paralysis
[82]
Convulsive
Disorder
[90]
Mental
Retardation
[91]
Mental
Illness
[92]
Distortion of
Limb/Spine
TOTAL
09/30/2004
09/30/2005
Ditference
Ratio Change
Net Change
Federal High
PERMANENT
09/30/2004
09/30/2005
Difference
Ratio Change
Net Change
#
%
#
%
E
%
%
#
%
#
%
#
%
%
18696
100
18481
100
t
17649
100
17665
100
16
0.09
17558
93.91
17366
93.97
-192
006
^^09
16555
93.80
16585
93.89
30
0.09
0.18
204
1.09
210
1.14
6
0.05
2.94
••
196
1.11
202
1.14
6
0.03
3.06
934
500
905
4.90
-29
-0.10
-3.10
•••
898
5.09
878
4.97
-20
-0.12
-2.23
198
1.06
195
1.06
-3
0.00
-1.52
2.27
194
1.10
193
1.09
-1
-0.01
-0.52
28
0.15
28
0.15
0
0.00
0.00
••
27
0 15
28
0.16
1
0.01
3.70
30
0.16
28
0.15
-2
-0.01
-6.67
••i
29
0.16
28
0.16
-1
0.00
-3.45
10
0.05
11
006
1
0.01
10.00
^•1
10
0.06
10
0.06
0
0.00
0.00
43
0.23
40
0.22
-3
-0.01
-6.98
••
43
0.24
40
023
-3
-0.01
-698
12
0.06
11
0.06
-1
0.00
-8.33
^H
12
0.07
11
006
-1
-0.01
-8.33
31
0.17
29
0.16
-2
-0.01
-6.45
••
31
0.18
29
0.16
-2
-0.02
-6 45
13
007
13
0.07
0
0.00
0.00
••1
13
007
13
0.07
0
0.00
0.00
26
0.14
30
0.16
4
0.02
15.38
^
24
0.14
29
0.16
5
002
20.83
5
0.03
5
0.03
0
0.00
0.00
•••
5
0.03
5
0.03
0
0.00
0.00
TEMPORARY
09/30/2004
09/30/2005
Ditference
Ratio Change
Net Change
#
%
#
%
1047
100
816
100
# | -231
ir^^M
% | -22 06
1003
9580
781
95.71
-222
-0.09
-22.13
8
0.76
8
0.98
0
022
0,00
36
3 44
27
331
-9
-0.13
-2500
4
0.38
2
0,25
-2
-0,13
-50.00
1
0 10
0
0.00
-1
-0.10
-10000
1
0.10
0
0.00
-1
-0 10
-10000
0
0.00
1
0.12
1
0 12
0.00
0
0.00
0
0.00
0
0.00
0.00
0
000
0
000
0
0.00
000
0
000
0
0.00
0
0.00
000
0
000
0
0.00
0
0.00
000
2
0.19
1
0.12
-1
-0.07
-50.00
0
0.00
0
000
0
000
000
NON-APPROPRIATED
09/30/2004
09/30/2005
Diffeience
Ratio Change
Net Change
#
%
#
%
#
%
%
0
0.00
0
0.00
0.00
0
000
0
0.00
0
000
0.00
0
000
0
0.00
0
0.00
0.00
0
000
0
0.00
0
000
0.00
0
000
0
000
0
000
000
0
0.00
0
0.00
0
0.00
000
0
000
0
000
0
0.00
0.00
0
0.00
0
000
0
0.00
000
0
000
0
0.00
0
000
000
0
000
0
0.00
0
000
0.00
0
0.00
0
0.00
0
000
0.00
0
000
0
000
0
0.00
000
0
000
0
000
0
000
000
0
000
0
0.00
0
000
0.00
Page 1 of 1
-------
U.S. Environmental Protection Agency
Total Workforce by Component- Distribution by Disability (0PM Form 256 Self-Identification Codes)
Report Symbol' VP715B2 As of September30, 2005 Full/PartTime Permanent Workforce
Component
TOTAL
Total by Disability Status
[06]
Nb
Disability
(01]
Not
Identffied
[06-94]
Disability
Targeted
Disability
Detail for Targeted Disabilities
[16,17]
Deafness
[23, 26]
Blindness
[2?, 32-38]
Missing
Limbs
[64-$*]
Partial
Paralysis
[71-78]
Total
Paralysis
[*2]
Convulsive
Disorder
[90]
Mental
Retardation
[91]
Mental
Illness
[92]
Distortion of
Limb/Spine
Total Work Force
Federal High
17665
16585
202
878
193
28
28
10
40
11
29
13
29
0.06
0.23
0.06
0.16
0.07
0.16
0.03
."ssistant Administrator lor
Assistant Administrator lor
International Activities
Assistant Aaminisirator lur
Assistant Administrator lor Solid
Waste & Emergency Response
Assistant Administrator lor Air &
Radiation
^ssisiam /^jmiriisiraior ror
"3i ihctani-oe
Assistant Administrator (or
Rssearch & Development
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
527
100
913
100
202
100
352
100
79
100
353
100
415
100
761
100
656
100
623
100
1289
100
1301
100
1862
100
492
93.36
866
94.85
190
94.06
319
90.63
75
94.94
331
93.77
382
92.05
702
92.25
619
94.36
582
33.42
1212
94.03
1215
93.39
1753
94.15
5
0.95
7
0.77
3
1 49
9
2.56
0
0.00
4
1.13
4
0.96
10
1.31
5
0.76
3
0.48
19
1 47
19
1.46
35
1.88
30
5.69
40
4.38
9
4.46. -
24
.6.82
4
5.06
18
510
29
6.99
49
6.44
32
4.88
38
6.10
58
4.50
67
5.15
74
3.97
6
1.1.4
4
044
0
0.00
5
1.42
1
1.2.7
6
1.70
6
.1.45
g
1.18
10
1.S2
9
1.44
10
0.78
14
1.08
14
0.75
1
0.19
1
"0.11
0
0.00
0
0.00
0
0.00
0
0.00
2
0.48
0
0.00.
3
: 0.46
1
0.16
0
0.00
4
0.31
1
0.05
0
0.00
0
o.otr
0
0.00
0
0.00
0
0.00
0
0.00
2
0.48
1
0.13
1
0.15
1
0.16
1
0.08
1
0.08
2
0.11
1
0.19
0
0.00
0
0.00
1
0.28
0
000
1
0.28
0
000
0
000
1
"0-..15 "
1
0,16
0
0.00
0
0.00
1
005
0
0.00
1
0 11
0
0.00
3
0.85
0
0.00
2
0.57
0
0.00-'
1
. 0.13
0
0.00
1
0.1-6 ::
5
0.39
6
0.46
4
0.21
0
0.00
0
0,00
0
0,00
0
0.00
0
0.00
0
. 0.00
0
0.00.
0
0.00
0
:0.00
1
0.1-6
2
0,16
0
0.00
0
0.00
2
0.38
1
0.11
0
0.00
1
0.28
0
0.00
1
0.28
0
0.00
2
. 0.26.
2
0.30:-
3
0.48-
0
0.00
1
0.08
3
0.16
1
0.19
0
0.00
0
0.00
0
0.00
0
0.00
0
O.QO
1
0..24
5
. 0.66
0
O.OD
0
0.00
2
0.1-6
1
0.08
1
0.05
1
0.19
0
0.00
0
0.00
0
0.00
0
0.00
2
-0,57-
1
0.24
0
- 0.00
3
0.46
1
. 0.1:6
0
0.00
1
0,08
2
0.11
0
0.00
1
0.01
0
0.00
0
O.OQ
1
. 001
0
- .0,00
0
0.00
0
. - o.oo
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Pags 1 of 2
-------
U.S. Environmental Protection Agency
Total Workforce by Component- Distribution by Disability (0PM Form 256 Self-Identification Codes)
Report Symbol. VP715B2 As of September30, 2005 Full/PartTime Permanent Workforce
Component
Region 1 Boston
Region 2 New York
Region 3 Philadelphia
Region 4 Atlanta
Region 6 Chicago
Region 6 Dallas
Region 7 Kansas City
Region 8 Denver
Region 9 San Francisco
Region 10 Seattle
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
TOTAL
673
100
899
100
912
100
1090
100
1293
100
856
100
557
100
601
100
835
100
616
100
Total by Disability Status
[05]
ND
Disability
643
95.54
851
94.66
871
95.50
1027
94.22
1213
93.81
783
91.47
513
92.10
556
92.51
799
95.69
591
95.94
[01 J
Not
Identified
10
1.49
2
0.22
6
0.66
8
0.73
11
0.85
13
1.52
6
1.08
7
1.16
8
0.96
8
1.30
[06-34]
Disability
20
2.97
46
5.12
35
3.84
55
5.05
69
5.34
60
7.01
38
6.82
38
6.32
28
3.35
17
2.76
Targeted
Disability
3
0.45
12
1.33
8
0.88
13
1.19
25
1 93
8
0.93
14
2.51
8
1.33
5
0.60
3
049
Detail for Targeted Disabilities
[16,17]
Deafness
0
0.00
6
0.67
1
0.11
1
0.09
0
0.00
1
0.12
5
090
0
0.00
1
0.12
0
0.00
[23, 25)
Blindness
1
0.15
4
0.44
1
0.11
2
0.18
5
0.39
2
0.23
0
0.00
1
0.17
2
0.24
1
0.16
[28, 32-3*)
Missing
Limbs
0
0.00
0
0.00
0
0.00
1
0.09
1
0.08
0
0.00
0
0.00
1
0.17
1
0.12
0
0.00
[64-6*]
Partial
Paralysis
0
0.00
1
0.11
1
0.11
3
0.28
5
0.39
1
0.12
4
0.72
0
0.00
1
0.12
1
0.16
[71-7*]
Total
Paralysis
0
0.00
0
0.00
0
0.00
1
0.09
3
0.23
1
0.12
2
036
0
0.00
0
0.00
1
0.16
[*2]
Convulsive
Disorder
2
0.30
0
0.00
1
0 11
2
0.1.8
4
0.31
2
0.23
1
0.18
1
0.17
0
0.00
0
0.00
[90]
Mental
Retardation
0
0.00
0
0.00
0
000
0
0.00
1
0.08
0
0.00
1
0.18
0
0.00
0
0.00
0
0.00
[91]
Mental
Illness
0
0.00
1
0,11
4
0.44
2
.0,18
4
0.31
1
0.12
1
0.18
5
0.83
0
0.00
0
0.00
[92]
Distortion of
Limb/Spine
0
0.00
0
0,00
0
0.00
1
0.01
2
0.01
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Page 2 of 2
-------
Report Symbol VP715B3-1
U.S. Environmental Protection Agency
Occupational Categories- Distribution by Disability
As of September30, 2005
Full/PartTime Permanent Workforce
Occupational Category
TOTAL
Total by Disability Status
[05]
ND
Disability
[01]
Not
Identified
[06-94]
Disability
Targeted
Disability
Detail for Targeted Disabilities
[16,17]
Deafness
[23, 25]
Blindness
[28, 32-3S]
Missing
Limbs
(64-6?)
Partial
Paralysis
[71 -7«]
Total
Paralysis
[82]
Convulsive
Disorder
[90]
Mental
Retardation
[91]
Mental
Illness
[92]
Distortion of
Limb/Spine
1. Officials and Managers
- Executive/Senior Level
(Grades 15 and Above)
- Mid-Level (Grades 13 -
14)
• First-Level (Grades 12
and Below)
- Other Officials and
vlanagers
Officials and Managers -
TOTAL
2. Professionals
3. Technicians
5. Administrative
Support Workers
6. Craft Workers
7. Operatives
1. Laborers and Helpers
1. Service Workers
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
1339
100
554
100
1
100
3066
100
4960
100
11030
100
235
100
1172
100
8
100
2
100
1
100
257
100
1268
94.70
541
97.65
1
10000
2867
93.51
4677
94.29
10402
94.31
207
88.09
1040
88.74
7
87.50
2
100.00
1
100.00
249
96.89
14
1.05
4
0.72
0
0.00
40
1.30
58
1.17
123
1.12
5
2.13
14
1.19
1
12.50
0
0.00
0
0.00
1
0.39
57
4.26
9
1.62
0
0.00
159
5.19
225
4.54
505
458
23
9.79
118
10.07
0
0.00
0
0.00
0
0.00 -
7
2.72
5
0.37
1
0.18
0
0.00
29
0.95
35
0.71
101
0.92
7
2.98
50
4.27
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
3
0.10
3
0.06
18
0.16
2
0.85
5
0.43
0
0.00
0
0.00
0
0.00
0
0.00
1
0.07
0
0.00
0
0.00
3
0.10
4
0.08
14
0.13
1
0.43
9
0.77
0
000
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
1
0.03
1
0.02
~r
i
0.06
0
0.00
2
0.17
0
0.00
0
0.00
0
0.00
0
0.00
1
007
1
0.18
0
0.00
7
0.23
9
0.18
23
0.21
1
0.43
7
0.60.
0
0.00
0
0.00
0
0.00
0
0.00
1
0.07
0
0.00
0
0.00
3
0.10
4
0.08
7
0.06
0
0.00
0
0.00
0
0.00
0
0.00
0
o.oo-
0
0.00
1
007
0
0.00
0
0.00
5
0.16
6
0.12
17
015
0
0.00
6
0.51
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
0.01
0
0.00
12
1.02
0
0.00
0
0.00
0
. 0.00
0
0.00
1
007
0
0.00
0
0.00
4
013
5
0.10
12
0.11
3
1.28.
9
0.77
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
3
0.10
3
0.06
2
0.02
0
0.00
0
0.00
0
0.00
0
- .0.00 :
0
0.00
0
0.00
Page 1 of 1
-------
Report Symbol: VP715B3-2
U.S. Environmental Protection Agency
Occupational Categories- Distribution by Disability
As of September30, 2005
Full/PartTirne Permanent Workforce
Occupational Category
TOTAL
Total by Disability Status
[05]
NO
Disability
[01]
Not
Identified
[06-94]
Disability
Targeted
Disability
Detail for Targeted Disabilities
[16,17]
Deafness
[23, 25]
Blindness
[28, 32-38]
Missing
Limbs
[64-68]
Partial
Paralysis
[71-78]
Total
Paralysis
[82]
Convulsive
Disorder
[90]
Mental
Retardation
[91]
Mental
Illness
[92]
Distortion of
Limb/Spine
1. Officials and Managers
- Executive/Senior Level
(Grades 15 and Above)
- Mid-Level (Grades 13 -
14)
- First-Level (Grades 12
and Below)
• Other Officials and
Managers
Officials and Managers -
TOTAL
2. Professionals
3. Technicians
5. Administrative
Support Workers
6. Craft Workers
7. Operatives
8. Laborers and Helpers
9. Service Workers
Total Work Force
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
%
1339
7.58
554
3.14
1
0.01
3066
17.36
4960
2808
11030
62.44
235
1.33
1172
6.63
8
005
2
0.01
1
0.01
257
1.45
100
1268
7.65
541
3.26
1
0.01
2867
17.29
4677
28.20
10402
62.72
207
1.25
1040
6.27
7
0.04
2
0.01
1
0.01
249
1.50
100
14
6.93
4
1.98
0
000
40
19.80
58
28.71
123
60.89
5
2.48
14
6.93
1
0.50
0
0.00
0
000
1
0.50
100
57
6.49
9
1.03
0
0.00
159
18 11
225
25.63
505
5752
23
2.62
118
13.44
0
0.00
0
0.00
0
0.00
7
0.80
100
5
2.59
1
0.52
0
0.00
29
15.03
35
18.13
101
52.33
7
3.63
50
2591
0
0.00
0
0.00
0
0.00
0
0.00
100
0
0.00
0
0.00
0
0.00
3
10.71
3
10.71
18
64.29
2
7.14
5
17.86
0
0.00
0
0.00
0
0.00
0
0.00
100
1
3.57
0
0.00
0
0.00
3
10.71
4
14.29
14
50.00
1
3.57
9
32.14
0
0.00
0
0.00
0
0.00
0
000
100
0
0.00
0
0.00
0
0.00
1
10.00
1
10.00
7
70.00
0
0.00
2
20.00
0
0.00
0
0.00
0
0.00
0
0.00
100
1
2.50
1
2.50
0
0.00
7
17.50
9
22.50
23
57.50
1
2.50
7
17.50
0
0.00
0
0.00
0
0.00
0
0.00
100
1
9.09
0
0.00
0
0.00
3
27.27
4
36.36
7
6364
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
100
1
3.45
0
0.00
0
0.00
5
17.24
6
20.69
17
58.62
0
0.00
6
20.69
0
0.00
0
0.00
0
0.00
0
0.00
100
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
7.69
0
0.00
12
92.31
0
0.00
0
0.00
0
0.00
0
000
100
1
3.45
0
0.00
0
0.00
4
13.79
5
17.24
12
41.38
3
10.34
9
31.03
0
0.00
0
0.00
0
0.00
0
0.00
100
0
0.00
0
0.00
0
0.00
3
60.00
3
60.00
2
40.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
100
ON
NOTE Percentages compute down columns and NOT across
Page 1 of
-------
U.S. Environmental Protection Agency
Participation Rates for General Schedule (GS) Grades by Disability
Report Symbol: VP715B4-1L As of September30, 2005 Full/PartTime Permanent Workforce
GS/GM SES and
Related Grade
GS 01
GS 02
GS 03
GS 04
GS 05
GS 06
GS 07
GS 08
GS 09
GS 10
GS 11
GS12
GS/GM 13
GS/GM 14
GS/GM 15
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
TOTAL
3
100
14
100
31
100
97
100
105
100
75
100
587
100
302
100
668
100
112
100
777
100
2448
100
678$
100
2952
100
2246
100
Total by Disability Status
IPS]
N:
Disability
3
100.00
14
100.00
29
93.55
76
7$ .36
79
75.24
63
$4.00
528
89.95
278
92.05
621
92.96
100
89.29
716
92.15
2260
92.32
6420
94.61
2816
96.39
2140
95.28
[01]
Not
Identified
0
0.00
0
0.00
0
0.00
4
4.12
1
0.95
1
1.33
7
1.19
3
0.99
6
0,90
4
3.57
9
1.16
30
1.23
74
1.09
35
1.19
20
0.89
[06-94]
Disability
0
0.00
0
0.00
2
6.45
17
1753
25
23.81
11
14.67
52
8.86
21
6.95
41
6.14
8
7.14
52
6.69
158
6.46
292
4.30
101
3.42
86
3.83
Targeted
Disability
0
0.00
0
0.00
1
3.23
11
11.34
13
12.38
8
10.67
17
2.90
6
1.99
7
1.05
2
1.79
13
1.67
46
1.88
47
0.69
14
0.47
7
0.31
Detail for Targeted Disabilities
[16, 17]
Deafness
0
0.00
0
0.00
0
0.00
1
1.03
2
1.90
1
1.33
3
0.61
0
0.00
1
0.15
1
0.89
2
0.26
12
0.49
5
0.07
0
0.00
0
0.00
[23, 25]
Blindness
0
0.00
0
0.00
0
0.00
1
1.03
5
4.76
0
0.00
1
0.17
1
0.33
3
0.46
0
0.00
3
0.39
6
0.26
6
0.09
1
0.03
1
0.04
[23, 32-38]
Missing
Umbs
0
0.00
0
0.00
0
0.00
1
1.03
0
0.00
0
0.00
0
0.00
0
0.00
1
0.15
0
0.00
0
0.00
1
0.04
6
0.09
1
0.03
0
0.00
[64^8]
Partial
Paralysis
0
0.00
0
0.00
0
0.00
1
1.03
2
1.90
0
0.00
4
0.6$
2
0.66
1
0.15
0
0.00
4
0.51
10
0.41
9
0.13
4
0.14
2
0.09
[71-78]
Total
3aralysis
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
0.13
3
0.12
4
0.06
2
0.07
1
0.04
[82]
Convulsive
Disorder
[30]
Merita I
Retardation
P1]
Mental
Illness
02]
Distortion of
Limb/Spine
0
0.00
0
0.00
0
0.00
0
0.00
1
0.95
0
0.00
2
0.34
3
0.99
0
0.00
0
0.00
1
0.13
8
0.33
9
0.13
3
0.10
2
0.09
0
0.00
0
0.00
1
3.23
6
6.19
1
0.95
3
4.00
1
0.17
0
0.00
0
0,00
0
0.00
0
0.00
1
0.04
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
1.03
2
1.90
4
6.33
6
1.02
0
0.00
1
0.15
1
0.89
2
0.26
3
0.12
7
0.10
1
0.03
1
0.04
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
2
0.08
1
0.01
2
0.07
0
0.00
Page 1 of 2
-------
U.S. Environmental Protection Agency
Participation Rates for General Schedule (GS) Grades by Disability
Report Symbol: VP715B4-1L As of September 30, 2005 Full/PartTime Pe rma nent Workfo rce
GS/GM SES and
Related Grade
Senior Executive
Service
Total
#
%
#
%
TOTAL
288
100
17491
100
Total by Disability Status
[05]
No
Disability
273
94.79
16416
93.85
[01]
Not
Identified
4
1 .39
198
1 .13
[06-94]
Disability
11
3.82
877
5.01
Targeted
Disability
1
0.35
193
1.10
Detail for Targeted Disabilities
[16, 17]
Deafriess
0
O.OO
28
0.16
[23, 25]
Blindn ess
0
0.00
28
0.16
[28, 32-38]
Missing
Limbs
0
0.00
10
0.06
[64-68]
Partial
Paralysis
1
0.35
40
0.23
[71-78]
Total
Paralysis
0
0.00
11
0.06
[82]
Convulsive
Disorder
0
0.00
29
0.17
[90]
Mental
Retardation
0
0.00
13
0.07
[91]
Mental
Illness
0
0.00
29
0.17
[92]
Distortion of
Limb/Spine
0
0.00
6
0.03
00
Page 2 ot 2
-------
U.S. Environmental Protection Agency
Participation Rates for General Schedule (GS) Grades by Disability
Report Symbol: VP71 5B4-2L As of September 30, 2005 Full/PartTime Permanent Workforce
GS/GM SES and
Related Grade
GS 01
GS 02
GS 03
GS 04
GS 05
GS 06
GS 07
GS OS
GS 09
GS 10
GS 11
GS 12
GS/GM 13
GS/GM 14
GS/GM 15
#
%
#
%
#
Ct/
yo
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
TOTAL
3
0.02
14
0.08
31
0.18
97
0.55
106
0.60
75
0.43
587
3.36
302
1.73
66$
3.82
112
0.64
777
4.44
2448
14.00
6786
3* .80
2952
16.«S
2246
12.84
Total by Disability Status
[05]
No
Disability
3
0.02
14
0.09
29
0.18
76
0.46
79
0.48
63
0.3S
528
3.22
278
1.69
621
3.7$
100
0.61
716
4.36
2260
13.77
6420
39.11
2816
17.15
2140
13.04
[01]
Not
Identified
0
0.00
0
0.00
0
0.00
4
2.02
1
0.51
1
0.51
7
3.54
3
1.52
6
3.03
4
2.02
9
4.55
30
15.15
74
37.37
35
17.68
20
10.10
[06-94]
Disability
0
0.00
0
0.00
2
0.23
17
1 .94
25
2,85
11
1 .25
52
5.93
21
2,39
41
4.6$
8
0.91
52
6.93
168
18.02
292
33.30
101
11.52
86
9.81
Targeted
Disability
0
0.00
0
0.00
1
0.62
11
5.70
13
6.74
8
4.1.5
17
8.81
6
3.11
7
3.63
2
1 .04
13
6.74
46
23. $3
47
24.35
14
7.25
7
3.63
Detail for Targeted Disabilities
[16, 17]
Deafness
0
0.00
0
0.00
0
0.00
1
3.57
2
7.14
1
3.67
3
10 71
0
0,00
1
3.57
1
3.67
2
7.14
12
42.86
5
17.86
0
0.00
0
0.00
(23, 25]
Blindness
0
0.00
0
0.00
0
0.00
1
3.67
6
17.86
0
0.00
1
3.57
1
3.57
3
10.71
0
0.00
3
10.71
6
21 .43
6
21 .43
1
3.57
1
3.57
[28, 32-38]
Missing
Limbs
0
0.00
0
0.00
0
0.00
1
10.00
0
0.00
0
0.00
0
0.00
0
0.00
1
10.00
0
0.00
0
0,00
1
10.00
6
60.00
1
10,00
0
0.00
[64-68]
Partial
Paralysis
0
0.00
0
0.00
0
0.00
1
2.60
2
5.00
0
0.00
4
10.00
2
5.00
1
2,50
0
0.00
4
10.00
10
25.00
9
22.50
4
10.00
2
5.00
[71-78]
Total
Paralysis
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
9.09
3
27.27
4
36.36
2
18.1*
1
9.09
[82]
Convulsive
Disorder
0
0.00
0
0.00
0
0,00
0
0.00
1
3.45
0
0.00
2
6.90
3
10.34
0
0.00
0
0.00
1
3.46
8
27.59
9
31 .03
3
10.34
2
6.90
[90]
Mental
Retardation
0
0.00
0
0.00
1
7.69
6
46.15
1
7.69
3
23.08
1
7.69
0
0.00
0
0.00
0
0.00
0
0.00
1
7.69
0
0.00
0
0.00
0
0.00
[91]
Mental
Illness
0
0.00
0
0.00
0
0.00
1
3.45
2
6.90
4
13.79
6
20.69
0
0.00
1
3.45
1
3.45
2
6.90
3
10.34
7
24.14
1
3.46
1
3.45
[92]
Distortion of
Limb/Spine
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
2
40.00
1
20,00
2
40.00
0
0.00
Page 1 of 2
-------
U.S. Environmental Protection Agency
Participation Rates for General Schedule (GS) Grades by Disability
Report Symbol: VP71SB4-2L As of September 3O, 2OO5 Full/PartTime Pe rma ne nt Workfo rce
GS/GM SES and
Related Grade
Senior Executive
Service
Total
#
O/1
#
<~JfO
TOTAL
2SS
1 .65
17491
1 OO
Total by Disability Status
[05]
No
Disability
273
1 .66
1 641 6
93.85
[01]
Not
Identifie d
4
2.O2
1 98
1 .13
[06-9 4)
Disability
1 1
1 .25
S77
5.01
Targeted
Disability
1
0.52
1 93
1 .10
Detail for Targeted Disabi
H6, 17]
Deatn ess
O
O.OO
28
O.16
[23, 25]
Blindn ess
O
O.OO
2«
O.16
[28, 32-38]
Missing
Limb s
O
O.OO
1O
O.O6
[64-68]
Partial
Paralysis
1
2. SO
4O
O.23
f71-78]
Total
Paralysis
O
O OO
11
O.O6
[82]
Convulsive
Disord ar
O
O.OO
29
0.17
itie s
[90]
Mental
Retardation
O
O OO
13
O.O7
[91]
Mental
Illness
O
O.OO
29
0.17
[92]
Distortion of
Limb/Sp me
0
O.OO
6
O.O3
CO
O
Page 2 of 2
-------
U.S. Environmental Protection Agency
Participation Rates for General Schedule (GS) Grades by Disability
Report Symbol VP71 5B4-2L
As of September30, 2005
Temporary Workforce
GS/GM SES and
Related Grade
GS 01
GS 02
GS 03
GS 04
GS 05
GS 07
GS 09
GS 11
GS 12
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
TOTAL
13
5.80
11
4.91
22
9.82
45
20 .09
12
5.36
14
6.26
14
6.25
17
7.59
68
30.36
Total by Disability Status
[05]
No
Disability
13
6.25
11
5.29
22
10.58
43
20.67
11
6.29
13
6.25
13
6.25
13
6.25
62
29 .«1
[01]
Not
Identified
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
50.00
06-94]
Disability
0
0.00
0
0.00
0
0.00
2
14.29
1
7.14
1
7.14
1
7.14
4
28.57
6
35.71
Targeted
Disability
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
100.00
Detail for Targeted Disabilities
fie, 17]
Deafness
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[23, 25]
Blindn ess
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[28, 32-38]
Missing
Lirnbs
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.06
0
0.00
0
0.00
0
0.00
[64-68]
Partial
Paralysis
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
- 0.00
0
0.00
[71-78]
Total
Paralysis
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[82]
Convulsive
Disorder
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
[90]
Mental
Retardation
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
GS/GM 13
GS/GM 14
GS/GM 15
Total
#
%
#
%
#
%
#
%
6
2. 68
1
0.45
1
0.45
224
100
5
2.40
1
0.4$
1
0.48
20*
92.86
1
60.00
0
0.00
0
0.00
2
O.S9
0
0.00
0
0.00
0
0.00
14
6.25
0
0.00
0
0.00
0
0.00
1
0.45
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00.
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
O-.OO
0
0.00
0
0.00
0
1 . 0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
-.-" 0.00
0
0.00
[91]
Menta I
Illness
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
100.0
0
0
0.00
0
6.00-
0
0.00
1
0.4S
[92]
Distortio n of
Limb/Spine
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
O.QO
0
0.00
0
0.00
0
6.00
0
6.00
0
0.00
Page 1 of 1
-------
CO
KJ
U.S. Environmental Protection Agency
Participation Rates for Wage Grades (WG) by Disability
Report Symbol VP715B5-1AL As of September30, 2005 Full/PartTime Permanent Workforce
WG and Related
Grades
WG 03
WG 06
WG 0$
WG 09
WG 10
WG 11
Total
#
%
#
%
#
%
#
%
#
%
#
%
#
%
TOTAL
2
100
2
100
1
100
2
100
1
100
2
100
10
100
Total by Disability Status
[05]
No
Disability
2
100.00
2
100.00
1
1 00.00
2
100.00
1
1 00.00
2
100.00
10
100
101]
Not
Identified
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[06-94]
Disability
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Targeted
Disability
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Detail for Targeted Disabilities
[16, 17]
Deafness
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[23, 25]
Blindn ess
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[28, 32-38]
Missing
Umbs
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
I6468]
Partial
Paralysis
0
0.00
0
0.00
0
0 00
0
0.00
0
0.00
0
0.00
0
0.00
[71-78]
Total
Paralysis
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[82]
Convulsive
Disorder
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[90]
Mental
Retardation
_°J
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[91]
Mental
Illness
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[92]
Distortion of
Limb/Spine
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for Wage Grades (W05) by Disability
Report Symbol: VP715B5-1AL As of September 3O, 2OO5
Temporary Workforce
VVG and Related
Grade s
VUG 01
Total
#
%
#
%
TOTAL
1
1OO
1
100
Total by Disability Status
[05]
r^fci
Disability
1
100,00
1
1OO
[01]
Not
Identified
O
o.oo
O
O.OO
[06-9 4]
Disability
0
0.00
0
0.00
Targeted
Disability
0
O.OO
0
0.00
Detail for Targeted Disabilities
[16., 17]
Deafness
0
O.OO
0
O.OO
[23, 25]
Blindn ess
0
O.OO
0
O.OO
[28, 32-38]
Missing
Lirnb s
O
O.OO
O
0.00
[64-68]
Partial
Paralysis
0
O.OO
0
O.OO
[71-78]
Total
Paralysis
0
0.00
0
0.00
[82]
Convulsive
Disord er
O
O.OO
O
0.00
00]
Mental
Retardation
O
O.OO
O
0.00
[91]
Mental
Illness
0
0.00
0
0.00
[92]
Distortion of
Limb/Spine
0
O.OO
0
0.00
00
OJ
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for Wage Grades (WL) by Disability
Report Symbol. VP715B5-1BL As of September 30, 2005 Full/PartTime Permanent Workforce
WL and Related
Grades
WL 14
Total
#
%
#
%
TOTAL
1
100
1
10O
Total by Disability Status
[05]
No
Disability
1
100.00
1
100
[01]
Not
Identified
0
0.00
0
0.00
[06-94]
Disability
0
0.00
0
0.00
Tang eted
Disability
0
0.00
0
0.00
Detail for Targeted Disabilities
[16, 17]
Deafness
0
0.00
0
0.00
[23, 25]
Blindness
0
0.00
0
0.00
[28, 32-38]
Missing
Limbs
0
0.00
0
0.00
[64-68]
Partial
Paralysis
0
0.00
0
0.00
[71-78]
Total
Paralysis
0
0.00
0
0.00
[82]
Convulsive
Disorder
0
0.00
0
O.OO
[90]
Mental
Retardation
0
0.00
0
0.00
[91]
Mental
Illness
0
0.00
0
0.00
[92]
Distortion of
Limb/Spine
0
0.00
0
0.00
00
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for Wage Grades (WG) by Disability
Report Symbol: VP71 5B5-2AL As of September30, 2005 Full/PartTime Pertna ne nt Workforce
WG and Related
Grades
WG 03
WG 05
WG OS
WG 09
WO 1 0
WG 11
Tnta I
#
%
#
%
#
%
#
/o
#
^o
#
%
#
%
TOTAL
2
20.00
2
20.00
1
10.00
2
20.00
1
10.00
2
20.00
10
100
Total by Disability Status
[05]
Kb
Disability
2
20.00
2
20.00
1
10.00
2
20.00
1
10.00
2
20.00
10
100
[01]
Not
Identified
0
0.00
0
0.00
0
0..00
0
0.00
0
0.00
0
0.00
0
0.00
[06-94]
Disability
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Targeted
Disability
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Detail for Targeted Disabilities
H6, 17]
Deafness
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[23, 25] ]
Blindness
0
0.00
0
0.00
0
0.00.
0
0.00
0
0.00
0
0.00
0
0.00
[28, 32-38]
Missing
Limbs
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
M-68]
Partial
Paralysis
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[71-78]
Total
Paralysis
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[82]
Convulsive
Disorder
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
PC]
Mental
Retardation
0
0.00
0
0.00
0
0.00
0
O.OO
0
0.00
0
0.00
0
0.00
01]
Mental
Illness
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[92]
Distortion of
LJmb/Spine
0
0 00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
00
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for Wage Grades (WG) by Disability
Report Symbol: VP71 5B5-2AL As of September 30, 2005
Temporary Workforce
'WG and Related
Grade s
WG 01
Total
#
%
#
%
TOTAL
1
100
1
100
Total by Disability Status
[05]
No
Disability
1
100.00
1
100
[01]
Not
Identified
0
0.00
0
0.00
[06-94]
Disability
0
0.00
0
0.00
Targ eted
Disability
0
0.00
0
0.00
Detail for Targeted Disabilities
[16, 17]
Deafriess
0
0.00
0
0.00
[23, 25]
Blindness
0
0.00
0
0.00
[28, 32-38]
Missing
Limbs
0
0.00
0
0.00
[64-68]
Partial
Paralysis
0
0.00
0
0.00
[71-78]
Total
Paralysis
0
0.00
0
0.00
[82]
Convulsive
Disorder
0
0.00
0
0.00
[90]
Mental
Retardation
0
0.00
0
0.00
[91]
Mental
Illness
0
0.00
0
0.00
[92]
Distortion of
Limb/Spine
0
0.00
0
0.00
00
ON
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for Wage Grades (WL) by Disability
Report Symbol' VP71 5B5-2BL
As of September30, 2005
Full/PartTime Permanent Workforce
WL and Related
Grades
WL14
Total
#
%
#
%
TOTAL
1
100
1
100
Total by Disability Status
[05]
Ho
Disability
1
100.00
1
100
101]
Not
Identified
0
0.00
0
0.00
[06-94]
Disability
0
0.00
0
0.00
Targeted
Disability
0
0.00
0
0.00
Detail for Targeted Disabilities
[16, 17]
Deafness
0
0.00
0
0.00
[23, 25]
Blindness
0
0.00
0
0.00
[28, 32-38]
Missing
Limbs
0
0.00
0
0.00
[64-68]
Partial
Paralysis
0
0.00
0
0.00
[71-78]
Total
Paralysis
0
0.00
0
0.00
fl2]
Convulsive
Disorder
0
0.00
0
0.00
[90]
Menta I
Retardation
0
0.00
0
0.00
[91]
Menta I
Illness
[92]
Distortio n of
Lirnb/Spine
0
0.00
0
0.00
0
0.00
0
0.00
00
Page 1 of 1
-------
CO
oo
U.S. Environmental Protection Agency
Participation Rates for Major Occupations - Distribution by Disability
Report Symbol: VP715B6L As of September30, 2005 Full/PartTime Permanent Workforce
Job Title / Series
Agency Rate
02$ - Environmental
Protection Specialist
301 - General
Administrative
343 - Management
Analysi s
401 - Biologist
$19 - Environmental
Engineering
1 301 - General
Physical Science
Total
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
TOTAL
2836
100
8$3
100
1552
100
$49
100
1933
100
1049
100
2207
100
11309
100
Total by Disability Status
[05]
ND
Disability
2672
94.22
830
94.00
145$
93.81
79$
93.99
1853
96.86
993
94.66
2108
96.61
10710
94.70
101]
Not
Identified
22
0.78
10
1.13
20
1.29
13
1.53
13
0.67
12
1.14
27
1.22
117
1.03
[06-94]
Disability
142
6.01
43
4.87
76
4.90
3$
4.48
67
3.47
44
4.19
72
3.26
482
4.26
Targeted
Disability
3$
1.34
6
0.67
20
1.29
2
0.24
8
0.41
7
0.67
8
0.36
8$
0.78
Detail for Targeted Disabilities
fl6, 17]
Deafness
6
0.21
1
0.11
2
0.13
0
0.00
1
0.05
1
0.10
2
0.09
13
0.11
[23, 25]
Blindness
7
0.26
1
0.11
3
0.19
1
0.12
0
0.00
0
0.00
0
0.00
12
0.11
[28, 32-38]
Missing
Limbs
1
0.04
0
0.00
1
0.06
0
0.00
0
0.00
0
0.00
1
0.06
3
0.03
[64-68]
Partial
Paralysis
9
0.32
1
0.11
6
0.39
0
0.00
1
0.05
2
0.19
2
0.09
21
0.19
[71-78]
Total
Paralysis
3
0.11
0
0.00
3
0.19
0
0.00
1
0.05
3
0.29
0
0.00
10
0.09
[82]
Con wlsive
Disorder
8
0.28
0
0.00
3
0.19
0
0.00
1
0.06
0
0.00
3
0.14
15
0.13
[90]
Mental
retardation
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[91]
Mental
Illness
2
0.07
1
0.11
2
0.13
1
0,12
4
0.21
1
0.10
0
0.00
11
0.10
[92]
Distortion of
Limb/Sp ine
2
0.07
1
0.11
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
3
0.03
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for Major Occupations - Distribution by Disability
Report Symbol: VP715B6L As of September30, 2005 Temporary Workforce
Job Title / Series
Agency Rate
028 - Environmental
Protection Specialist
301 - General
.Administrative
343 - Management
Analysis
401 - Biologist
$19 - Environmental
Engineering
1 301 - General
Physical Science
Total
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
TOTAL
21
100
16
100
1
100
92
100
77
too
4
100
56
100
267
100
Total by Disability Status
[05]
No
Disability
21
100.00
16
100.00
1
100 00
8$
56 ,$5
73
94 .81
4
100.00
52
92.$6
265
-95.51
101]
Not
Identified
0
0.00
0
0.00
0
0.00
0
0.00
2
2.60
0
0.00
1
1.79
3
1.12
[06-94]
Disability
0
0.00
0
0.00
0
0.00
4
4.36
2
2.60
0
0.00
3
5.36
9
3.37
Targeted
Disability
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
. 1.79
1
0.37
Detail for Targeted Disabilities
[16, 17]
Deafness
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[23, 25]
Blindness
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[28, 32-38]
Missing
Limbs
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[64-68]
Partial
Paralysis
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[71-78]
Total
Daralysis
0
0.00
0
0.00
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
[82]
Convulsive
Disorder
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[90]
Mental
Retardation
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[91]
Menta I
Illness
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
.1.79
1
0.37
P2]
Distortion of
Limb/Spine
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Page 1 of 1
-------
U.S. Environmental Protection Agency
New Hires by Type of Appointment - Distribution by Disability (0PM Form
Symbol VP'1588 From S8p(8mt>er3«, 2W4 To September M»2fi05
Self-Identification Codes)
Tola! Workforce
Type of Appointment
Peimaneot
Temporary
Total
Prioi Year Workforce
P
%
#
%
ff
%
%
TOTAL
953
100
54b
100
1105
100
100
Total by Disability Status
|05|
tfc
J*2!*L-
526
3343
528
36 ?0
1^4
95 OJ
9391
foil
IW
l*rt**J
12
2 13
6
I tO
18
!G>
109
(W-MI
C«5at*ly
25
4 44
!.'
220
37
334
^Twj
!ȣ!*<]
CteataMy
6
_______j
5
0 '32
12
I 08
I 06
DeiaOfor Targeted Btsabififies
f! 6,1 71
Deafntiij
i
013
0
003
l
009
015
0.1*5]
Eirdhes*
0
000
1
0 18
i
009
0 16
p:S £-38)
M«i}«g
Lmte
a
uJMXL,
1
013
!
00?
005
fS4.f,-:j
Paltti
_£a^£.
1
0 18
0
000
1
ow
[T2FI
(7i-rs|n
Tc^
Paalfss
0
ODD
0
000
_o_J
00D
OC6
(S2|
CwvUn»e
tea-da
L___o_,
000
1
016
1
009
017
l*>l
uenlai
P^^ciaSwi
0
000
u
000
1
oro -
007
pii
Wsrtai
*»K
4
071
>
03?
6
054
0 M
(32)
Dstertcn o*
Lirtifipre
0
000
0
0.00
0
000
003
-------
Report Symbol VP715B10
U.S. Environmental Protection Agency
Non-Competitive Promotions - Time in Grade - Distribution by by Disability
As of September30, 2005 Full/PartTime Permanent Workforce
Total Employees Eligible for
Career Ladder Promotions
Time in grade in excess at miiiiitni
1 - 12 months
13-24 months
25* months
#
%
#
#
%
#
%
#
%
TOTAL
1720
100
491
168
100
89
100
234
100
Total by Disability Status
[OS]
No
Disability
1594
92.67
442
152
90,48
74
83.15
216
92.31
[01]
Not
Identified
23
1.34
12
2
. 1.19
6
6.74
4
1.71
[06-94]
Disability
103
5.99
37
14
8.33
9
10.11
14
5.98
Targeted
Disability
29
1.69
13
4
2.38
4
4.49
5
2.14
Detail for Targeted Disabilities
[16,17]
Deafness
6
0.35
3
2
1.19
1
1.12
0
0.00
[23, 25]
Blindness
5
0.29
1
0
0.00
1
1.12
0
0.00
[28, 32-38]
Missing
Limbs
1
0.06
1
0
0.00
0
0.00
1
0.43
[64-68]
Partial
Paralysis
6
0.35
2
1
0.60
0
0.00
1
0.43
[71-78]
Total
Paralysis
3
0.17
3
1
0.60
1
1.12
1
0.43
[82]
Convulsive
Disorder
2
0.12
2
0
0.00
1
1.12
1
0.43
[90]
Mental
Retardation
1
006
1
0
0.00
0
0.00
1
0.43
[91]
Mental
Illness
5
0.29
0
0
0.00
0
0.00
0
0.00
[92]
Distortion of
Limb/Spine
0
0.00
0
0
0.00
0
0.00
0
0.00
Page 1 of 1
-------
VP7l5Bi4
U.S. Environmental Protection Agency
Separations by Type of Separation • Distribution by Disability
Ftoin September 38. 2004 To September 30. 2005
Full/Pail Trnit Pf
Type of Soparjlions
Vulunidry
Involuntary
Total Separation*
Total Woik Force
#
%
H*
*/»
#
%
»
*4
TOTAL
mJ
100
[20
too
338
«„____,
! 7665
100
Total by disability Status
K*i
U)
ftsaWly
754
92 16
17
_Ji*Lj
771
9? 00
TeSiP
"5Jef~l
IMI
fw
ictertiies
7
086
0
000
7
084
"~202j
1 14
?>'-M)
Drsafaftly
57
697
3
1500
SO
7 16
rjzEI
tUlEI
r?«teJ
Dt^aWly
9
L_l 10
0
000
11"
i as
193
i 09
Oetati for Targeted DtsaWMUes
pe. in
Caress
|_____
OOD
0
003
0
003
28
0 S6
!2?.2*1
ftrth&j*
0
HMj
0
000
0
000
Z3FJ
0 16
PK.&SJSI
Mrs^ng
Umts
[ZIEZJ
000
0
_jOOT_j
0
OCD
ZjlZJ
^5LJ
H-«M
P»t«i
P»*f5*!
3
03?
0
000
3
0%
40
023
(7i-r*i
Tc*S
Pa-tfya^
i
tun
0
000
1
HoTF"
i i
OC6
1C)
Convufcn*
Deo de>
tnzn
^TsT"
p*l
Men)^
raad-awi
0
f~Tw™~
0 I 0
__i2LjroQO
3
OK
;s
016
__i«J
^^^0
13
007
f-'l|
y«3-i^
fre;?
-F
^,
02«s
0
OOD
*)
rolT"
•
-------
SECTION III
TRIGGER ANALYSIS AND CHARTS
93
-------
Trigger Analysis
I. Introduction
Instructions issued by the Equal Employment Opportunity Commission (EEOC) require that Federal
Executive Agencies develop Annual Affirmative Employment Plans (AEPs) pursuant to Section 717 of
the Civil Rights Act of 1964, as amended, and Section 501 of the Rehabilitation Act. The EEOC's
Management Directive (MD) 715 contains detailed guidance concerning the format and content of
Agency plans. The plans are to include:
• Self analysis of the Agency's efforts in becoming a
Model Program,
• Development of standard workforce data tables arrayed
by Race/Ethnicity, Gender and by Targeted Disabilities,
• Identification of triggers where the employment statistics
show less-than-expected percentages or ratios when
compared to various standards,
• Barrier analysis designed to identify conditions which
have led to the less-than-expected conditions identified,
and
[^•^^•^•••^••••M^
Plans to improve employment practices or conditions
causing triggering conditions.
This section of the EPA Plan identifies triggers based on a detailed
review of the MD-715 Tables and a detailed trend analysis of
employment statistics designed to identify trends and factors which
may have directly contributed to those triggers. All Charts are
derived from their respective MD 715 Tables at Appendix A. The
barrier analysis provides EPA management and the workforce with
sufficient information for the development of efforts to improve
employment opportunities for all employees.
II. Trigger Identification
EEOC MD-715 requires each Federal Executive Agency to prepare
28 Tables of workforce statistics: 14 by Race/Ethnicity and Sex, and
14 for Persons with Targeted Disabilities. The Tables include:
permanent employees, permanent and temporary employees, and
permanent or temporary employees.
Permanent employees are those described as career or career
conditional (Tenure Code "1" and "2") and Executive Service employees (Tenure Code "0" with Type
Appointment Code "50"). All non-permanent employees are placed in the Temporary category, whether
or not they are on indefinite appointments.
94
-------
EPA is able to produce all tables associated with data derived from the Agency's personnel system,
which does not currently include applicant flow or employee development data. A plan to develop
missing data tables is included in this AEP. The tables that have been produced are included in
Appendix A,"MD 715 Tables".
Triggers are identified by comparing workforce data based on a
normative standard. For example, "Table A01 Total Workforce -
Distribution by Race/Ethnicity and Sex" compares workforce
representation by class groups and the net change in representation
from one time period to the next. Two trigger comparisons are
conducted:
1. Identification of class groups where the net change for each group
is less than expected when compared
with the overall net change for the
total workforce.
2. Representation of each class group
in the workforce with the availability of persons by class group in the
Civilian Labor Force.
The charts, provided on the following pages summarize all triggers
identified. The detailed summaries include charts depicting triggering
conditions and identifying the number of employees needed to eliminate
the less-than-expected condition. This allows for decisions to be made
as to which triggers should be targeted for more detailed trend and
contributing-factor analysis and assists in identifying the level of effort
necessary to eliminate the less-than-expected condition.
EPA completed a resurvey of the employees to determine their new race
and ethnicity codes to include the two new categories of "Native
Hawaiian or Other Pacific Islander," and "Two or More Races." However, the response rate to the two
new categories were not significant to develop any descriptive datum, thus, the scores are recorded as
"0" or are left blank.
III. Criteria for MD-715 Barrier Analysis Triggers - Race/Ethnicity and Sex
The EEOC requires that Agencies and, in some cases, Major Agency Components develop twenty-eight
(28) different Tables showing the distribution of employees and applicants for employment in various
ways. Some Tables address the representation of employees throughout the workforce, some address
various mobility personnel actions, such as accessions, separations, promotions, downgrades and
reassignments, and some address benefits of employment and career development. By analyzing the data
from the Tables, Triggers for further Barrier Analysis can be identified.
Each Table has a different criteria or methodology for Trigger identification. The detailed format and
method of completion for each of the EEOC MD-715 Tables is provided by the EEOC in substantial
detail in the Commission's Instructions for MD-715. Description of each Table will be not be provided
here - the reader is referred for detailed guidance to the EEOC's Instructions. The methodology used for
trigger identification for each Table is summarized as follows:
95
-------
Tables Al & Bl: Total Workforce - Distribution by Race/Ethnicity and Sex (Al), Distribution by
Disability (Bl)
If a group has a net change lower than the net change for the total workforce, it is a
trigger of the possible existence of a barrier. A current workforce ratio below the
Civilian Labor Force (CLF) for any group is another trigger. A ratio of employees
with targeted disabilities below the Federal agency (Social Security Administration)
with the highest percentage of employees with a targeted disability is a trigger. A
lower net change for targeted disabilities is also a trigger, indicating a possible barrier.
Tables A2 & B2: Total Workforce by Component - Distribution by Race/Ethnicity and Sex;
Distribution by Disability (B2)
When one or more components have a lower ratio of a class group than the other
components, it is a trigger. When one or more components have a lower ratio of
employees with targeted disabilities than the other components, it is a trigger.
Tables A3-1, A3-2 & B3-1, B3-2: Occupational Categories - Distribution by Race/Ethnicity and
Sex (A3-1, A3-2); Distribution by Disability (B3-1, B3-2)
Representation levels in the various levels of supervision, which are lower for a group
than the representation of that group overall, may be a trigger. Ratios for employees
with targeted disabilities are compared with ratios for employees with no disabilities.
Lower ratios are triggers that should be further reviewed.
Tables A4-1, A4-2 & B4-1, B4-2: Participation Rates for General Schedule (GS) Grades by
Race/Ethnicity and Sex (A-4-1, A4-2); Distribution by Disability (B4-1, B4-2)
Agencies should analyze this data in order to determine whether a "glass ceiling" exists
for any group. Low participation for a race/ethnicity and sex group or targeted
disability in any of the senior grades (GS-13 and above), compared to the participation
rate for the total work force in these grades is a trigger.
Tables A5-1, A5-2 & B5-1, B5-2: Participation Rates for Wage Grades by Race/Ethnicity and Sex
(A5-1, A5-2); by Disability (B5-1, B5-2)
These Tables are analyzed in the same manner as A4-1 and A4-2.
Tables A6 & B6: Participation Rates for Major Occupations - Distribution by Race/Ethnicity and
Sex (A6); Distribution by Disability (B6)
If a race/ethnicity and sex group has a participation rate below the CLF, it is a trigger.
Lower ratios for employees with targeted disabilities compared to employees without
disabilities are triggers. In this case, the Relevant Labor Force (RLF) is used for
comparison reflecting comparative labor force statistics by occupation. This census
occupational data has been developed specifically for Federal occupational series
comparison and is available on the Census website along with a crosswalk indicating
which census category to use for each Federal occupational series.
96
-------
Tables A7 & B7: Applicants and Hires for Major Occupations by Race/Ethnicity and Sex; by
Disability (B7)
Differences between the ratio of those who self-identified and those who were
qualified are triggers. The triggers indicate the possibility that barriers may exist due
to various causes, such as inadequate recruitment activity or a problem in the screening
process. A difference between the ratios of those qualified and those selected is a
trigger that may indicate that a barrier exists due to various causes, such as a
disconnect between recruitment and hiring efforts.
Tables A8 & B8: New Hires by Type of Appointment - Distribution by Race/Ethnicity and Sex
(A8); Distribution by Disability (B8)
A comparison for each group on each line with their ratio in the CLF noting any
differences as triggers. A comparison of the ratio of individuals with targeted
disabilities hired into each type of employment with the ratio for individuals without
disabilities may indicate triggers.
Tables A9 & B9: Selections for Internal Competitive Promotions for Major Occupations by
Race/Ethnicity and Sex (A9); by Disability (B9)
A difference between the ratios in the relevant applicant pool and the ratios for
applicants can indicate a trigger. The trigger may show that methods used in
publicizing the opportunity or perceptions that deter applicants from applying may be
involved. A difference between the ratios of those who were qualified and those who
applied is a trigger. As an example, this trigger may indicate that some employees are
not receiving commensurate levels of experience or that the selection criteria impacts
on some groups more adversely than others. A variance between the ratios of those
selected and those who are in the relevant applicant pool is also a trigger.
Tables A10 & BIO: Non-Competitive Promotions - Time in Grade - Distribution by
Race/Ethnicity and Sex (A10); Distribution by Disability (BIO)
Discrepancies between groups indicate a trigger.
Tables All & Bll: Internal Selections for Senior Level Positions (GS 13, GS 14, GS 15, and SES)
by Race/Ethnicity and Sex (All); by Disability (Bll)
A discrepancy between the ratios of the relevant pool and the distribution of groups
from whom applications were received (individuals qualified or individuals selected)
may indicate a trigger.
Tables A12 & 612: Participation in Career Development by Race/Ethnicity and Sex (A12); by
Disability (B12)
Discrepancy between the relevant pool and those who applied or participated is a
trigger.
Tables A13 & B13: Employee Recognition and Awards - Distribution by Race/Ethnicity and Sex;
Distribution by Disability (A13)
Discrepancies in the ratios of awards by type for a group and the other groups are
triggers.
97
-------
Tables A14 & B14: Separations by Type of Separation - Distribution by Race/Ethnicity and Sex
(A14); by Disability (B14)
A comparison of the total work force ratio for each group within the group ratios for
voluntary and involuntary separations is conducted. A separation rate higher than the
group's total work force ratio is a trigger. Separation ratios for employees with
targeted disabilities that are higher than separation ratios for employees without
disabilities is a trigger.
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD 715 Triggers by Table
Fiscal Year 2005
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
3lack or African
American
Male
Female
Asian
Male
Female
Native Hawaiian or
Other Pacific
Islander
Male
Female
American
ndian or Alaska
Native
Male
Female
Two or More
Races
Male
Female
Targeted
Disabilities
A/B 01 Total Workforce - Distribution by Race/Ethnicity and Sex & Targeted Disabilities
Net Change
CLF Comparison
D
0
D
0
0
0
D
0
D
0
D
D
D
D
D
D
D
D
D
D
0
D
0
D
D
D
D
D
0
0
Page 1 of 11
-------
o
o
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD 715 Triggers by Table
Fiscal Year 2005
Hispanic or
Latino
Male
Femal e
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or African
American
Male
Female
Asian
Male
Female
Native Hawaiian or
Other Pacific
Islander
Male
Female
American
ndian or AJaska
Native
Male
Female
Two or More
Races
Male
Female
Targeted
Disabilities
A/B 02 Total Workforce by Component - Distribution by Race/Ethnicity and Sex 8. Targeted Disabilities
Administrator
Assistant Administrator for
Enforcement & Compliance
Assurance
Office of General Counsel
Office of Inspector General
Assistant Administrator for
nternational Activities
Office of the Chief Financial
Officer
Office of Environmental
nforrnation
Assistant Administrator for
Administration & Resources
vlanane ment
Assistant Administrator for
Water
Assistant Administrator for
Solid Waste & Emergency
•?esrjorise
Assistant Administrator for Air
&Radiation
Assistant Administrator for
Prevention, Pesticides StToxic
Substances
0
D
0
0
D
0
D
D
0
0
0
0
0
0
0
0
D
0
0
0
0
0
0
0
0
0
D
0
0
0
0
0
0
0
D
0
0
D
0
0
D
D
0
0
D
D
D
0
0
0
0
D
0
D
D
D
0
0
0
D
D
D
D
D
D
D
D
D
D
D
0
D
0
0
D
D
0
0
D
0
D
0
0
D
0
0
D
D
D
0
n
0
D
0
0
0
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
0
0
0
D
D
0
0
0
0
0
0
D
0
0
0
0
0
0
0
0
D
0
0
0
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
0
0
D
D
D
D
D
D
D
0
0
Page 2 of 11
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD715 Triggers by Table
Fiscal Year 2005
Assistant Administrator for
Research & Development
Region 1 Boston
Region 2 New York
Region 3 Philadelphia
Region 4 Atlanta
Region 5 Chicago
Region B Dallas
Region 7 Kansas City
Region 8 Denver
Region 9 San Francisco
Region 10 Seattle
Hispanic or
Latino
Male
0
0
D
D
0
0
D
0
D
D
0
Female
0
0
D
0
0
D
D
0
D
D
0
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
D
D
D
D
0
0
0
D
D
0
D
Female
D
D
0
D
0
0
0
D
D
D
0
3lack or African
American
Male
0
0
0
D
D
0
0
0
0
0
0
Female
0
0
0
0
D
D
D
0
0
0
0
Asian
Male
0
D
D
0
0
D
D
0
0
D
D
Female
0
0
D
0
0
0
0
0
0
D
D
Native Hawaiian or
Other Pacific
Islander
Male
D
D
D
D
D
D
D
D
D
D
D
Female
D
D
D
D
D
D
D
D
D
D
D
American
ndian or Alaska
Native
Male
D
0
0
0
D
0
D
D
0
D
D
Female
D
0
0
0
0
0
D
D
D
D
D
Two or More
Races
Male
D
D
D
D
D
D
D
D
D
D
D
Female
D
D
D
D
D
D
D
D
D
D
D
Targeted
Disabilities
0
0
D
0
D
D
0
D
0
0
0
Page 3 of 11
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD 715 Triggers by Table
Fiscal Year 2005
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or African
American
Male
Female
Asian
Male
Female
Native Hawaiian or
Other PacBic
Islander
Male
Female
American
ndian or Alaska
Native
Male
Female
Two or More
Races
Male
Female
Targeted
Disabilities
A/B 03 Occupational Categories -Distribution by Race/Ethnicity and Sex & Targeted Disabilities
First Level Officials and
Managers
Mid Level Officials and
Managers
Senior Level Officials and
Vlanagsrs
Total Officials and Managers
\lon Supervisory Professionals
D
D
D
D
D
D
0
0
D
0
D
D
D
D
D
D
0
0
D
0
D
D
0
D
0
D
0
0
D
0
D
0
0
D
D
D
0
0
D
D
D
D
D
D
D
D
D
D
D
D
D
0
D
D
D
D
D
0
D
0
D
D
D
D
D
D
D
D
D
D
D
0
0
D
0
Page 4 of 11
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD 715 Triggers by Table
Fiscal Year 2005
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male [Female
3lack or African
American
Male
Female
Asian
Male
Female
Native Hawaiian or
Other Pacific
Islander
Male
Female
American
ndian or Alaska
Native
Male
Female
Two or More
Races
Male
Female
Targeted
Disabilities
A/B 04 Participation Rates for (OS) Grades by Race/Ethnicity and Sex & Targeted Disabilities
GS/GM 13
GS/GM 14
GS/GM 15
Senior Executive Service
D
D
0
D
0
0
0
0
D
D
D
D
0
0
D
0
0
0
0
0
0
0
0
0
D
D
0
0
D
0
0
0
D
D
D
D
D
D
D
D
D
0
0
0
D
0
0
0
D
D
D
D
D
D
D
D
0
0
0
0
Page 5 of
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD 715 Triggers by Table
Fiscal Year 2005
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or African
American
Male
Female
Asian
Male
Female
Native Hawaiian or
Ottier Pacific
Islander
Male
Female
American
ndian or Alaska
Native
Mate
Female
Two or More
Races
Male
Female
Targeted
Disabilities
A/B 05 Participation Rates for (WG) Grades by Race/Ethnicity and Sex & Targeted Disabilities
Overall Blue Collar
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
Page 6 of 11
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD 715 Triggers by Table
Fiscal Year 2005
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
3lack or African
American
Male
Female
Asian
Male
Female
Native Hawaiian or
Other Pacific
Islander
Male
Female
American
ndian or Alaska
Native
Male
Female
Two or More
Races
Mate
Female
Targeted
Disabilities
A/B 06 Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex & Targeted Disabilities
328- Environmental Protection
301 - General Administrative
343 - Management Analysis
401 • Biologist
819 - Environmental
Engineering
905 - Attorney
1301 - General Physical
Science
0
0
0
0
D
D
D
D
0
D
D
D
D
D
0
0
0
D
0
0
D
D
0
D
0
D
D
D
D
0
D
D
D
D
D
D
D
D
D
D
D
D
0
0
0
0
D
D
0
D
0
0
0
D
D
0
D
D
D
D
D
D
D
D
D
D
D
D
D
D
0
0
0
0
0
0
D
D
0
0
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
D
0
0
0
0
0
0
0
Page 7 of 11
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD 715 Triggers by Table
Fiscal Year 2005
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male I Female
Black or African
American
Male
Female
Asian
Male
Female
Native Hawaiian or
Other Pacific
Islander
Male
Female
American
ndian or Alaska
Native
Male
Female
Two or More
Races
Male
Female
Targeted
Disabilities
A/B 08 New Hires by Type of Appointment - Distribution by Race/Ethnicity and Sex & Targeted Disabilities
Permanent Hires
Temporary Hires
Total Hires
0
0
0
0
0
0
0
D
0
D
0
0
D
0
D
D
D
D
0
D
D
0
D
D
D
D
D
D
D
D
0
0
0
D
D
D
D
D
D
D
D
D
0
D
D
Page 8 of 11
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD 715 Triggers by Table
Fiscal Year 2005
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Won - Hispanic or Latino)
White
Male
Female
Black or African
American
Male
Female
Asian
Male
Female
Native Hawaiian or
Ota Pacific
Islander
Male
Female
American
ndian or Alaska
Native
Male
Female
Two or More
Races
Male
Female
Targeted
Disabilities
A/B 10 Non-Competitive Promotions - Time in Grade - Distribution by Race/Ethnicity and Sex & Targeted Disabilities
Participation in Career
Ladders
1 - 12 Months in Excess of
Minimum
13-24 Months in Excess of
Minimum
25 + Months in Excess of
Minimum
D
D
D
D
D
D
0
D
0
D
0
0
D
0
D
D
D
0
0
0
D
0
0
0
D
D
0
D
D
D
D
D
D
D
D
D
D
D
D
D
D
0
0
0
D
D
D
0
D
D
D
D
D
D
D
D
D
0
0
0
Page 9 of 11
-------
o
00
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD 715 Triggers by Table
Fiscal Year 2005
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or African
American
Male
Female
Asian
Male
Female
Native Hawaiian or
Other Pacific
Islander
Male
Female
American
ndian or Alaska
Native
Male
Female
Two or More
Races
Wale
Female
Targeled
Disabilities
A/B 13 Employee Recognition and Awards -Distribution by Race/Ethnicity and Sex & Targeted Disabilities
Time-Off Awards 1-8 Hours
Time-Off Awards 9+ Hours
Cash Awards $100- $500
Cash Awards $501 +
Quality Step Increases
0
0
0
0
0
D
D
0
0
0
0
0
0
D
0
D
D
D
D
D
0
0
0
0
0
D
0
D
0
0
D
0
0
0
0
D
0
D
0
D
D
D
D
D
D
D
D
D
D
D
0
0
D
D
0
D
D
D
0
0
D
D
D
D
D
D
D
D
D
D
0
0
D
0
0
Page 10 of 11
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
MD 715 Triggers by Table
Fiscal Year 2005
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or African
American
Male
Female
Asian
Male
Female
Native Hawaiian or
Other Pacific
Islander
Male
Female
American
ndian or Alaska
Native
Male
Female
Two or More
Races
Wale
Female
Targeted
Disabilities
A/B 14 Separations by Type of Separation - Distribution by Race/Ethnicity and Sex & Targeted Disabilities
Voluntary Separations
Involuntary Separations
Total Separations
D
0
D
D
D
D
0
D
0
0
D
D
0
0
0
D
0
D
D
D
0
D
0
D
D
D
D
D
D
D
D
D
D
0
D
0
D
D
D
D
D
D
D
0
0
o
Page 11 of 11
-------
U.S. Environmental Protection Agency, Full/Part Time Permanent Workforce, As of 09/30/2005
VPOOly Glass Ceiling Analysis White Collar Graded Pay Plans and Executives
2246
100.00
2952
100.00
6786
100.00
2448
100.00
777
100.00
112
100.00
668
100.00
302
100.00
587
*Note: There is no data for Native Hawaiian or Other Pacific Islander or Two or More Races.
- 110-
-------
Chart Al
Total Workforce - Distribution by Race/Ethnicity and Sex
From September 30, 2004 to September 30, 2005
1. Trigger Identification
Agencies are to compute triggers in the following way:
a. Identification of class groups where the net change for each group is less-than- expected when
compared with the overall net change for the total workforce.
b. Representation of each class group in the workforce with the availability of persons by class group in
the Civilian Labor Force (CLF). The net change is calculated by dividing the difference in employment
numbers (current year vs. prior year) by the number of employees in the prior year or by the CLF. If a
group decreased, the net change is negative. If a group has a net change lower than the net change for the
total workforce or the CLF, it is a trigger that could represent a possible barrier.
2. Net Change Description
The chart below is the net change ratio scores for the subject period. Although the table includes data for
the Total Workforce, Permanent, Temporary, and Non-Appropriated employees, EEOC only requires
trigger and barrier analysis for the Permanent workforce. Therefore, the graph shows the net changes for
each group for the Permanent workforce only. EEOC defines the Permanent workforce as all employees
who are in tenure group "1" or "2" (i.e., Career/Career Conditional Appointments).
Report Symbol: VP715TA1
3. Net Change Triggers Identified
Permanent Workforce
The total EPA Permanent workforce increased by 16 employees, from 17649 to 17665, during the period,
which represented a 0.09 change. The following Race/Ethnicity and Sex Class Groups had a net change
lower than the total:
White Male (-1.22)
American Indian or Alaska Male (-1.52)
- Ill -
-------
American Indian or Alaska Female (-3.75)
4. CLF Comparison Description
The chart below shows a comparison between the overall Permanent workforce with the general CLF by
Race/Ethnicity and Sex groups. The scores are calculated using the following formula:
Representation Score = (((number assigned - number expected) / number expected) * 100).
Report Symbol: VP715TA1
5. Variance
Permanent Workforce
The variance is calculated by applying the class group CLF percentage to the total number of Permanent
employees assigned and rounding up to the next whole number. Scores above 100 are recorded on the
graph as 100. When Representation Scores are positive, it means that the Agency (or Component) has
more representation than the CLF. Conversely, when scores are negative, then the class group
representation level is less-than-expected.
The CLF comparison is made with the ending date from EEOC MD 715 Table Al. A representation level
below the CLF is a trigger for conducting a more thorough Trend/Barrier Analysis.
6. CLF Comparison Triggers Identified
When compared with the CLF (2000 Census), the following Race/Ethnicity and Sex class groups were
represented in the Agency (or Component) work-force (WF) at less than their representation in the CLF:
Hispanic or Latino Male (2.39% WF vs 6.2% CLF)
Hispanic or Latino Female (2.73% WF vs 4.5% CLF)
White Male (38.64% WF vs 39% CLF)
White Female (30.68% WF vs 33.7% CLF)
Black Male (4.38% WF vs 4.8% CLF)
variance: 673
variance: 313
variance: 63
variance: 533
variance: 74
Total 1,656
Native Hawaiian/Pacific Islander Males and Females and Two or More Races Males and Females are
reflected as having no representation in the workforce because this data was not available.
- 112-
-------
7. Estimates of Opportunities
After triggers and the variances are identified, the agency determines an estimate of opportunities that will
be available in a given period and compares it with those numbers. For example, Hispanic males and
females have been identified as triggered with the variance being 673 and 313, respectively. These
numbers, along with the other identified tnggered groups, must then be examined and considered using a
realistic number based on the number of vacancies available over a specific period of time.
This can be accomplished by taking the tnggered group number percentage divided by the total and
applied to the estimate of opportunities. For example, the total of the trigger group variance is 1,656; for
Hispanic males (673) that represents 40.6% of the total. If the estimate of opportunities projected
annually for the agency is 1,300 (also taking into consideration of the specific grade levels, major
occupations, and other considerations), the variance is then multiplied by the opportunities available, or
1,300. The number is further divided by the number of years projected to achieve parity. For example,
over a 7-year period, a net of 70 Hispanic Males would need to be considered.
Organizations and Regions with less-than-expected representation for Hispanic males would be charged
with developing recruitment and staffing plans to assist in meeting recruiting and considering for hire
those areas identified.
Native Hawaiian/Pacific Islander Males and Females and Two or More Races Males and Females are
reflected as having no representation in the workforce because this data was not available.
NOTE: As stated in the Executive Summary, nothing in this document, including the use of the term
"less-than-expected," indicates employment discrimination or permits the use of race as a criterion in
personnel decisions.
113
-------
Chart A2
Total Workforce by Component
Distribution by Race/Ethnicity & Sex
As of September 30, 2005
1. Trigger Identification
Agencies are to identify the number and ratio of employees in the workforce in the various Agency
Components by Race/Ethnicity and Sex, compared with the ratio of the total workforce distributions.
Components are major agency segments, which may include Regions, Bureaus, Operating Divisions, or
Service Centers, etc. A trigger is present, "When one or more components have a lower ratio of a group
than the other components."
The trigger analysis summary assesses each Agency Component and identifies those class groups whose
participation rate is below the Agency total. The scores are calculated using the following formula:
Distribution Score = (((number assigned number expected)/ number expected) * 100)
2. Variance
The variance is calculated by applying the class group participation rate to the total Permanent employees
assigned in the Component and rounding to the next whole person. Distribution Scores are rounded to
whole numbers (i.e., 10.66 would be recorded as 11 and -75.37 would be recorded as -75). When
Distribution Scores are positive, it means that the Component has more representation than the Agency as
a whole. Conversely, when scores are negative, the class group participation rate is less-than-expected in
the Component. A distribution level below the total Agency class group ratio is a trigger for conducting a
more thorough Trend/Barrier Analysis.
114
-------
Chart A2
Administrator's Office (AO) - 527 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the component workforce (CWF)
at less than their representation in the total workforce (TW):
Hispanic Male (1.14% CWF vs 2.39% TW)
Hispanic Female (2.28% CWF vs 2.73% TW);
White Male (34.72% CWF vs 38.64% TW);
White Female (27.51% CWF vs 30.68% TW);
Black Male (4.36% CWF vs 4.38% TW);
Asian Male (0.76% CWF vs 2.9% TW);
Asian Female (1.71% CWF vs 2.88% TW);
American Indian/Alaska Native Male (0% CWF vs 0.37% TW);
American Indian/Alaska Native Female (0% CWF vs 0.44% TW);
variance: 7
variance: 3
variance: 21
variance: 17
variance: 1
variance: 12
variance: 7
variance: 2
variance: 3
- 115-
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Chart A2
Office of Enforcement & Compliance Assurance (OECA) - 913 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce at less
than their representation in the Total Workforce:
Hispanic Female (2.3% CWF vs 2.73% TW); variance: 4
White Female (27.71% CWF vs 30.68%TW); variance: 28
Black Male (4.16% CWF vs 4.38% TW); variance: 2
Asian Male (1.97% CWF vs 2.9% TW); variance: 9
Asian Female (2.74% CWF vs 2.88% TW); variance: 2
American Indian/Alaska Native Male (0.11% CWF vs 0.37% TW); variance: 3
American Indian/Alaska Native Female (0.22% CWF vs 0.44% TW); variance: 3
-116-
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Chart A2
Office of General Counsel (OGC) - 202 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce at less
than their representation in the Total Workforce:
Hispanic Male (0.99% CWF vs 2.39% TF);
Hispanic Female (0.99% CWF vs 2.73% TF);
White Female (30.2% CWF vs 30.68% TF);
Black Male (2.48% CWF vs 4.38% TF);
American Indian/Alaska Native Male (0% CWF vs 0.37% TF);
American Indian/Alaska Native Female (0% CWF vs 0.44% TF);
variance: 3
variance: 4
variance: 1
variance: 4
variance: 1
variance: 1
Native Hawaiian/Pacific Islander Males and Females and Two or More Races Males and Females are not
reflected.
- 117-
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Chart A2
Office of Inspector General (OIG) - 352 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the component workforce at less
than their representation in the total workforce:
Hispanic Male (1.42% CWF vs 2.39% TW); variance: 4
Hispanic Female (0.85% CWF vs 2.73% TW); variance: 7
White Male (38.07% CWF vs 38.64% TW); variance: 3
White Female (26.42% CWF vs 30.68% TW); variance: 15
American Indian/Alaska Native Female (0% CWF vs 0.44% TW); variance: 2
-------
Chart A2
Office for International Activities (OIA) - 79 employees
# jp <•? £ .£
Report Symbol :VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the component workforce are less
than their representation in the total workforce:
White Male (24.05% CWF vs 38.64% TW);
Black Male (3.8% CWF vs 4.38% TW);
Asian Male (1.27% CWF vs 2.9% TW);
American Indian/Alaska Native Female (0% CWF vs 0.44% TW);
variance: 12
variance: 1
variance: 2
variance: 1
Native Hawaiian/Pacific Islander Males and Females and Two or More Races Males and Females are not
reflected.
- 119-
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Chart A2
Office of the Chief Financial Officer (OCFO) - 353 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the component workforce at less
than their representation in the total workforce:
Hispanic Male (0.57% CWF vs 2.39% TW);
Hispanic Female (1.42% CWF vs 2.73% TW);
White Male (26.06% CWF vs 38.64% TW);
Asian Male (1.98% CWF vs 2.9% TW);
Asian Female (2.55% CWF vs 2.88% TW);
American Indian/Alaska Native Male (0% CWF vs 0.37% TW);
American Indian/Alaska Native Female (0.28% CWF vs 0.44% TW)
variance: 7
variance: 5
variance: 45
variance: 4
variance: 2
variance: 2
variance: 1
Native Hawaiian/Pacific Islander Males and Females and Two or More Races Males and Females are not
reflected.
- 120-
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Chart A2
Office of Environmental Information (OEI) 415 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the component workforce at less
than their representation in the total workforce:
Hispanic/Latino Female (1.93% CWF vs 2.73% TW); variance: 4
White Male (35.18% CWF vs 38.64% TW); variance: 15
White Female (26.27% CWF vs 30.68% TW); variance: 19
American Indian/Alaska Native Male (0.24% CWF vs 0.37% TW); variance: 1
American Indian/Alaska Native Female (0.24% CWF vs 0.44% TW); variance: 1
-121 -
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Chart A2
For Office of Administration & Resources Management (OARM) - 761 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce at less
than their representation in the Total Workforce:
Hispanic Female (1.97% CWF vs 2.73%TW); variance: 6
White Male (24.05% CWF vs 38.64% TW); variance: 112
White Female (25.76% CWF vs 30.68% TW); variance: 38
Asian Male (0.92% CWF vs 2.9% TW); variance: 16
Asian Female (1.18% CWF vs 2.88% TW); variance: 13
American Indian/Alaska Native Male (0.13% CWF vs 0.37% TW); variance: 2
American Indian/Alaska Native Female (0.39% CWF vs. 0.44% TW); variance: I
- 122-
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Chart A2
Office of Water (OW) - 656 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce at less
than their representation in the Total Workforce:
Hispanic Male (0.91% CWF vs 2.39% TW); variance: 10
Hispanic Female (1.37% CWF vs 2.73% TW); variance: 9
White Male (35.98% CWF vs 38.64% TW); variance: 18
Black Male (4.12% CWF vs 4.38% TW); variance: 2
American Indian/Alaska Native Male (0.15% CWF vs. 0.37% in TW); variance: 2
- 123-
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Chart A2
For Office of Solid Waste & Emergency Response (OSWER) - 623 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce at less
than their representation in the Total Workforce:
Hispanic Male (2.09% CWF vs 2.39% TW); variance: 2
Hispanic Female (1.61% CWF vs 2.73% TW); variance: 8
White Male (36.28% CWF vs 38.64% TW); variance: 15
Black Male (3.85% CWF vs 4.38% TW); variance: 4
Asian Male (2.57% CWF vs 2.9% TW); variance: 3
Asian Female (1.93% CWF vs 2.88% TW); variance: 6
American Indian/Alaska Native Male (0.32% CWF vs. 0.37% TW); variance: 1
American Indian/Alaska Native Female (0.16% CWF vs. 0.44% TW); variance: 2
- 124-
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Chart A2
Office of Air & Radiation (OAR) - 1289 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce
at less than their representation in the Total Workforce:
Hispanic Male (1.94% CWF vs 2.39% TW); variance: 6
Hispanic Female (1.63% CWF vs 2.73% TW); variance: 15
Black Male (3.34% CWF vs 4.38% TW); variance: 14
Black Female (10.09% CWF vs 14.59% TW); variance: 59
Asian Male (2.64% CWF vs 2.9% TW); variance: 4
Asian Female (2.33% CWF vs 2.88% TW); variance: 8
American Indian/Alaska Native Male (0.23% CWF vs. 0.37% TW); variance: 2
American Indian/Alaska Native Female (0.31% CWF vs. 0.44% TW); variance: 2
- 125-
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Chart A2
Office of Prevention, Pesticides & Toxic Substances (OPPTS) - 1301 employees
Distribution Scores for Race/Ethnicity and Sex Class Groups
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce
at less than their representation in the Total Workforce:
Hispanic Male (1.15% CWF vs 2.39% TW); variance: 17
Hispanic Female (1.77% CWF vs 2.73% TW); variance: 13
White Male (34.97% CWF vs 38.64% TW) variance: 48
White Female (28.29% CWF vs 30.68% TW); variance: 32
Asian Female (2.61% CWF vs 2.88% TW); variance: 4
American Indian/Alaska Native Female (0.38% CWF vs. 0.44% TW); variance: 1
- 126-
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Chart A2
Office of Research & Development (ORD) - 1862 employees
Distribution Scores for Race/Ethnicity and Sex Class Groups
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce
at less than their representation in the Total Workforce:
Hispanic Male (1.29% CWF vs 2.39% TW);
Hispanic Female (1.07% CWF vs 2.73% TW);
Black Male (2.95% CWF vs 4.38% TW);
Black Female (6.61% CWF vs 14.59% TW);
Asian Male (2.85% CWF vs 2.9% TW);
Asian Female (2.04% CWF vs 2.88% TW);
variance: 21
variance: 31
variance: 27
variance: 149
variance: 1
variance: 16
-127-
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Chart A2
Region 1 (Boston) - 673 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce
at less than their representation in the Total Workforce:
Hispanic Male (1.93% CWF vs 2.39% TW);
Hispanic Female (2.53% CWF vs 2.73% TW);
Black Male (2.97% CWF vs 4.38% TW);
Black Female (4.46% CWF vs 14.59% TW);
Asian Female (1.93% CWF vs 2.88% TW);
American Indian/Alaska Native Male (0% CWF vs. 0.37% TW);
American Indian/Alaska Native Female (0.3% CWF vs. 0.44% TW);
variance: 4
variance: 2
variance: 10
variance: 69
variance: 7
variance: 3
variance: 1
- 128-
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Chart A2
Region 2 (New York) - 899 employees
/
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Chart A2
Region 3 (Philadelphia) - 912 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce at less
than their representation in the Total Workforce:
Hispanic Male (1.32% CWF vs 2.39% TW);
Black Female (14.14% CWF vs 14.59% TW);
Asian Male (1.54% CWF vs 2.9% TW);
Asian Female (1.86% CWF vs 2.88% TW);
American Indian/Alaska Native Male (0% CWF vs. 0.37% TW);
American Indian/Alaska Native Female (0% CWF vs. 0.44% TW);
variance: 10
variance: 5
variance: 13
variance: 10
variance: 4
variance: 5
- 130-
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Chart A2
Region 4 (Atlanta) - 1090 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce at less
than their representation in the Total Workforce:
Hispanic Male (2.2% CWF vs 2.39% TW); variance: 3
Hispanic Female (1.28% CWF vs 2.73% TW); variance: 16
White Male (36.15% CWF vs 38.64% TW); variance: 28
White Female (25.87% CWF vs 30.68% TW); variance: 53
Asian Male (1.83% CWF vs 2.9% TW); variance: 12
Asian Female (0.64% CWF vs 2.88% TW); variance: 25
American Indian/Alaska Native Female (0.37% CWF vs. 0.44% TW); variance: 1
- 131 -
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Chart A2
Region 5 (Chicago) - 1293 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce
at less than their representation in the Total Workforce:
Hispanic Male (1.86% CWF vs 2.39% TW); variance: 7
White Male (38.59% CWF vs 38.64% TW): variance: 1
White Female (24.9% CWF vs 30.68% TW); variance: 75
Asian Female (2.78% CWF vs 2.88% TW); variance: 2
American Indian/Alaska Native Male (0.23% CWF vs. 0.37% TW); variance: 2
American Indian/Alaska Native Female (0.31% CWF vs. 0.44% TW); variance: 2
- 132-
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Chart A2
Region 6 (Dallas) - 856 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce
at less than their representation in the Total Workforce:
White Male (35.63% CWF vs 38.64% TW);
White Female (26.64% CWF vs 30.68% TW);
Black Male (4.32% CWF vs 4.38% TW);
Asian Female (2.1% CWF vs 2.88% TW);
variance: 26
variance: 35
variance: 1
variance: 7
-133-
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Chart A2
Region 7 (Kansas City) - 557 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce at less
than their representation in the Total Workforce:
Hispanic Male (2.15% CWF vs 2.39% TW);
Hispanic Female (2.69% CWF vs 2.73% TW);
Black Male (3.59% CWF vs 4.38% TW);
Black Female (10.41% CWF vs 14.59% TW);
Asian Male (1.8% CWF vs 2.9% TW);
Asian Female (0.54% CWF vs 2.88% TW);
variance: 2
variance: 1
variance: 5
variance: 24
variance: 7
variance: 14
-134-
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Chart A2
Region 8 (Denver) - 601 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce at less
than their representation in the Total Workforce:
Black Male (2.33% CWF vs 4.38% TW);
Black Female (5.16% CWF vs 14.59% TW);
Asian Male (1.33% CWF vs 2.9% TW)
Asian Female (2.16% CWF vs 2.88% TW);
American Indian/Alaska Native Male (0.33% CWF vs. 0.37% TW);
variance: 13
variance: 57
variance: 10
variance: 5
variance: 1
- 135-
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Chart A2
Region 9 (San Francisco) - 835 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce
at less than their representation in the Total Workforce:
White Male (33.17% CWF vs 38.64% TW);
Black Male (2.04% CWF vs 4.38% TW);
Black Female (5.87% CWF vs 14.59% TW);
variance: 46
variance: 20
variance: 73
- 136-
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Chart A2
Region 10 (Seattle) - 616 employees
Report Symbol: VP715TA2
Permanent Workforce
The following Race/Ethnicity and Sex class groups were distributed in the Component Workforce
at less than their representation in the Total Workforce:
Hispanic Male (1.62% CWF vs 2.39% TW);
Hispanic Female (1.95% CWF vs 2.73% TW);
White Male (35.23% CWF vs 38.64% TW);
Black Male (0.97% CWF vs 4.38% TW);
Black Female (3.08% CWF vs 14.59% TW);
variance: 5
variance: 5
variance: 22
variance: 21
variance: 71
-137-
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Chart A3
Occupational Categories -
Distribution by Race/Ethnicity and Sex
A trigger analysis has not been conducted because this data is not available.
138-
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ChartA4
Participation Rates for General Schedule (GS) Grades by Race/Ethnicity and Sex
As of September 30, 2005
Agencies should identify any "glass ceiling" which may exist for any class group. Low participation rates
for groups based on race/ethnicity and sex at any of the senior grades (GS13 and above) should be
compared to the participation rates for the grades in the workforce.
There are two analyses required:
a. Glass ceiling analysis by ordering the class group and percentages from the highest grades to the
lowest grades. When the participation rate for any class group is more than its overall representation in
the Agency (or Component) the cell in the table is colored green; when the participation rate for any class
group is less than its overall representation in the workforce, the cell is colored red. By moving down the
columns from the highest grade level to the lowest grade level it is possible to quickly identify if a "glass
ceiling'1 exists and if so at what grade level.
b. Senior grade level participation rates are compared with a chart using the following formula:
Distribution Score = (((number assigned - number expected) / number expected)* 100)
The number expected is calculated by applying the class group participation rate by the senior grade level
compared to the total Permanent employees assigned in the Agency (or Component) and rounding to the
next whole person. Distribution Scores are rounded to whole numbers (i.e. 10.66 would be recorded as
11 and -75.37 would be recorded as -75). When Distribution Scores are positive, the class group has
more representation at that grade group than in the Agency (or Component) as a whole. Conversely,
when scores are negative the class group is less-than-expected at that particular grade level.
139-
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Chart A5
Participation Rates for Wage Grades
by Race/Ethnicity and Sex
A trigger analysis has not been conducted because this data is not available.
140-
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Chart A6
Participation Rates for Major Occupations - Distribution by Race/Ethnicity & Sex
As of September 30, 2005
Agencies are to identify the number and ratio of employees in the workforce assigned in the Major
Occupations by Race/Ethnicity and Sex and compare the employment ratios with the CLF ratios. EEOC
MD-715 defines Major Occupations as "Agency occupations that are mission-related and heavily
populated, relative to other occupations within the agency" The CLF is defined as "persons 16 years of
age and over, except those in the Armed Forces, who are employed or unemployed and seeking work" If
a group has a participation rate below the CLF, it is a trigger.
This trigger analysis summary assesses each Agency (or Component) Major Occupation and identifies
those class groups whose participation rate is below the CLF. The scores are calculated using the
following formula:
Representation Score = (((number assigned - number expected) /number expected) * 100)
The variance is calculated by applying the class group CLF participation rate to the total Permanent
employees assigned in the Major Occupation and rounding to the next whole person. Representation
Scores are rounded to whole numbers (i.e. 10.66 would be recorded as 11 and -75.37 would be recorded
as -75). When Representation Scores are positive, it means that the Agency (or Component) has more
representation than the CLF When scores are negative the class group is less-than-expected in the Major
Occupation. A representation level below the CLF is a trigger for Trend/Barrier Analysis.
141
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Chart A6
028 Series (Environmental Protection Specialist) - 2836 employees
Report Symbol: VP715TA6
Permanent Workforce
The following Race/Ethnicity and Sex class groups were less-than-expected in the occupation:
Hispanic or Latino Male (1.48% WF vs 1.8% CLF); variance: 10
White Male (32.62% WF vs 69% CLF); variance: 1032
Asian Male (1.62% WF vs 2.2% CLF); variance: 17
American Indian/Alaska Native Male (0.67% WF vs. 0.8% CLF); variance: 4
It should be noted that Native Hawaiian/Pacific Islander Males and Females and Two or More Races
Males and Females are not reflected.
-142-
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Chart A6
301 Series (General Administrative) - 883 employees
Report Symbol: VP715TA6
Permanent Workforce
The following Race/Ethnicity and Sex class groups were less-than-expected in the occupation:
Hispanic Male (1.81% vs 4.7% CLF);
Hispanic Female (2.72% vs 5.3% CLF);
White Male (23.67% vs 30.2% CLF);
White Female (34.54% vs 39.7% CLF);
Black Male (3.85% vs 4.9% CLF);
Asian Male (1.02% vs 2.7% CLF);
Asian Female (0.91% vs 2.5% CLF);
American Indian/Alaska Native Male (0.23% vs. 0.4% CLF);
American Indian/Alaska Native Female (0.57% vs. 0.6% CLF);
variance: 26
variance: 23
variance: 58
variance: 46
variance: 10
variance: 15
variance: 15
variance: 2
variance: 1
It should be noted that Native Hawaiian/Pacific Islander Males and Females and Two or More Races
Males and Females are not reflected.
-143-
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Chart A6
343 Series (Management Analysis) - 1552 employees
J? ^ &
Report Symbol: VP715TA6
Permanent Workforce
The following Race/Ethnicity and Sex class groups were less-than-expected in the occupation:
Hispanic Male (1.8% vs 2% CLF);
White Male (23.58% vs 52.5% CLF);
Asian Male (0.77% vs 3.5% CLF);
Asian Female (1.93% vs 2% CLF)
American Indian/Alaska Native Male (0.19% vs. 0.3% CLF);
American Indian/Alaska Native Female (0.26% vs. 0.3% CLF)
variance: 4
variance: 449
variance: 43
variance: 2
variance: 2
variance: 1
It should be noted that Native Hawaiian/Pacific Islander Males and Females and Two or More Races
Males and Females are not reflected.
- 144-
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Chart A6
401 Series (Biologist) - 849 employees
Report Symbol: VP715TA6
Permanent Workforce
The following Race/Ethnicity and Sex class groups were less-than-expected in the occupation:
Hispanic Male (1.77% vs 1.9% CLF);
White Female (34.04% vs 35% CLF);
Asian Male (1.77% vs 4.3% CLF);
Asian Female (2.12% vs 4.5% CLF);
American Indian/Alaska Native Male (0.12% vs 0.6% CLF);
variance: 2
variance: 9
variance: 22
variance: 21
variance: 5
It should be noted that Native Hawaiian/Pacific Islander Males and Females and Two or More Races
Males and Females are not reflected.
Chart A6
-145-
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819 Series (Environmental Engineering) - 1933 employees
-------
Chart A6
905 Series (Attorney) - 1049 employees
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(^^^^^ ^(^^^
Report Symbol: VP715TA6
Permanent Workforce
The following Race/Ethnicity and Sex class groups were less-than-expected in the occupation:
White Male (42.99% vs 65.2% CLF);
American Indian/Alaska Native Male (0.29% vs 0.3% CLF);
variance: 233
variance: 1
It should be noted that Native Hawaiian/Pacific Islander Males and Females and Two or More Races
Males and Females are not reflected.
- 147-
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Chart A6
1301 Series (General Physical Science) - 2207 employees
Series 01301 CLF Representation Scores for Race/Ethnicity and Sex Class Groups
CD CD d
-75-
-100
j
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SECTION IV
TREND ANALYSIS AND TABLES
149-
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Trend Analysis
I. Introduction
The Trend Analysis shows the degree to which changes over time are improving, remaining the same, or
decreasing for each triggered class group. A 1- to 5-year measurement of changes is used in order to
determine these trends.
This step in the Barrier Analysis is
critical to the identification of
conditions and barriers for class
groups so that a more detailed
Contributing Factor Analysis can
be done based on less- than-
expected conditions and actions
can be planned.
This section includes summaries
of trend analysis and tables
depicting changes over time for
each class group within each
Chart triggered in the previous
step.
It should be noted that certain analyses of trends cannot be conducted because of lack of available data for
analysis. Specifically, there is no Applicant and Training data provided to the Office of Civil Rights. It is
anticipated that this data will become available and a more detailed Trend and Contributing Factor
Analysis will be possible in future years. For each Table, where there is no data available, a note is made
in the section.
A. Total Workforce Overview
In this section, comparisons are made of the net change in representation levels for the various class
groups with the CLF and compared over a 5-year period (10/1/2000 9/30/2005). Summaries are provided
for each triggered class group within the Permanent Workforce. The Temporary Workforce may be
included in future years.
a. White Male
White Male representation in the workforce decreased by 409, from 40.80% to 38.64%. This is consistent
with the pattern identified for a 1-year period made in Step 1 and is less than their representation in the
CLF of 39.0%.
b. White Females
White Females increased by 24 individuals, from 30.43% to 30.68%, which is below the National CLF of
33.7%. At this rate of change, their representation level will not reach the CLF level for several decades,
while it is anticipated that the availability of White Females will increase over time particularly in the
professions desired at EPA.
- 150-
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c. Hispanic or Latino Males
Hispanic or Latino Males increased by 50 individuals from 2.10% to 2.39%, which is substantially below
the CLF of 6.2%. At this rate of change, their representation will not reach the CLF for many decades,
while it is anticipated that the availability of Hispanic/Latino Males will increase over time.
d. Hispanic or Latino Females
Hispanic or Latino Females increased by 38 individuals, from 2.50% to 2.73%, which is substantially
below the National CLF of 4.5%. At this rate of change, their representation will not reach the CLF level
for over two decades and it is anticipated that the availability of Hispanic/ Latino Females will increase
over time.
e. Black or African American Males
Black or African American males increased by 43 individuals from 4.12% to 4.38%, which is just slightly
below the CLF of 4.8%. At this rate of change, their representation level will reach the CLF level.
f. Black or African American Females
Black females increased by 64 individuals, from 14.18% to 14.59%, which is significantly above the CLF
of 5.7%. Therefore, they are not triggered for their overall representation in the workforce.
g. American Indian or Alaska Native Male
American Indian and Alaska Native Male representation in the workforce decreased by 1 person and
remained at 0.37 %. This is a consistent pattern with that identified for a 1-year period made in Step 1 and
is slightly greater than the American Indian/Alaska Native Male representation in the CLF of 0.3%.
Although this group is triggered due to their negative net change, they are not triggered for their overall
representation in the workforce.
h. American Indian or Alaska Native Female
American Indian and Alaska Native Female representation in the workforce increased by 2 persons, from
0.42% to 0.44%, in comparison to 0.3% in the CLF. This group is not triggered for a 1-year period. This
appears to be an anomaly when viewed over the 5-year period. EPA is one of the few agencies with
representation in line with the CLF.
i. Native Hawaiian Males and Females and Two or More Races
No analysis can be conducted for these groups until a resurvey of the workforce is conducted to identify
these individuals.
j- Individuals with Targeted Disabilities
Individuals with targeted disabilities decreased by 1 person from 1.10% to 1.09%. Their representation
remains far below the current Federal target of 2.27%.
B. Class Group Dispersion by Component
This analysis attempts to identify the degree to which class groups are dispersed throughout the Agency.
151
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During the triggering stage, each component's class group representation is compared with the overall
percentage of class group representation in the Agency's workforce. There are two questions that this data
answers: 1) Which organizations have a better dispersion (diversity) of employees than others, and 2)
Which organizations are improving their diversity from one time period to the next. If the value of the
dispersion ratio is getting smaller, then there is more diversity; if the value of the dispersion ratio is
getting larger, then diversity is decreasing.
To rank order organizations by levels of overall representation, the variance to eliminate the class group's
less-than-expected trigger is calculated. When these numbers are combined for all class groups, who
have targeted levels of representation, a score can be calculated and compared with the count of total
employees in the component workforce. These ratio scores can then be used for rank ordering. In the
EPA workforce, the following components were identified as those with the highest ratios (showing the
lowest amounts of diversity in the workforce) by rank order (for example, the OA has the least amount of
diversity and Seattle Region has the highest level of diversity). All of the components below a ratio of
.10 were not included because that level is indicative of a normal variation.
Office of the Administrator (OA)
Office of International Activities (OIA)
Office of the Chief Financial Officer (OCFO)
Office of Administration and Resources Management (OARM)
Region 1 (Boston)
Region 2 (New York)
Region 4 (Atlanta)
Region 8 (Denver)
Region 9 (San Francisco)
Region 10 (Seattle)
Their overall variance scores were divided by total component workforce, which were then compared
over a 5-year period (00 to 05) with the following results:
Office of the Administrator:
Improved from .152 (72/475) to .139 (73/527)
Office of International Activities:
Decreased from .19 (16/84) to .203 (16/79)
Office of the Chief Financial Officer:
Decreased from .187 (66/353) to .204(66/323)
Office of Administration and Resources Management:
Decreased from .232 (179/770) to .247 (188/761)
Region 1
Decreased from .139 (100/718) to .143 (96/673)
Region 2
Decreased from .157 (146/931) to .158 (142/899)
Region 4
Decreased from .103 (116/1125) to .127 (138/1090)
Region 8
Decreased from .140 (88/626) to .143 (86/601)
Region 9
Decreased from .149 (126/848) to .166(139/835)
Region 10
Decreased from .167 (104/622) to .201 (124/616)
152
-------
TABLE Al
153
-------
Report Symbol VP715A1
U.S. Environmental Protection Agency
Total Workforce - Distribution by Race/Ethnicity and Sex
From September 30, 2000 To September 30, 2005
Total Workforce
Employment Tenure
Total Employees
All
Male
Female
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or
African
Am e ri can
Male
Female
Asian
Male
Female
Native
Hawaiian or
Other Pacific
Islander
Male [Female
American
Indian or
Alaska
Na ive
Male
Female
Two or More
Races
Male
Female
TOTAL
09/30/2000 - Prior FY
CLF (2000)
Difference
3atio Change
Net Change
#
%
#
%
%
#
%
%
18770
100
18481
100
100
9534
50.79
9151
49.52
53.2
-289 1 -383
HHLllZ
-1.64_j_-4 .02
9236
49.21
9330
50.48
46.*
94
1.27
, 1.02
396
211
434
2.35
$.2
38
0.24
9.60
479
2.55
503
2.72
4.5
24
0.17
5.01
7811
41.61
7313
39.57
39.0
^198
-2.04
-6.38
5596
29.81
5698
30.29
33.7
2
0.48
0.04
775
4.13
796
4.31
4.8
21
0.18
,271
2633
14.03
2624
14.20
6.7
-9
0.17
-0.34
480
2.56
542
2.93
1.9
62
0.37
12.92
451
2.40
52$
2.86
1.7
77
0.46
1707
0
0.00
0
0.00
0.1
0
0.00
0.00
0
0.00
0
0.00
01
0
0.00
0.00
72
0.38
66
0.36
0.3
-6
-0.02
4.33
77
0.41
77
0.42
0.3
0
0.01
0;00
0
0.00
0
0.00
0.8
0
0.00
0.00
0
0.00
0
0.00
0.8
0
0.00
0,00
PERMANENT
09/30/2000 - Prior FY
09/30/2005 - Current FY
Difference
Ratio Chanqe
Net Change
#
%
#
%
#
%
%
17732
100
17665
100
-67
-0.3*
use
6000
8599
4«.6$
-267
-1.32
•3.01
8866
50.00
9066
51.32
200
1 32
2.26
372
2.10
422
2,39
60
0.29
13.44
444
2.60
482
2.73
38
0.23
8.56
7235
40.80
6826
38.64
-409
-216
-5.65
5396
30.43
5420
30.68
24
0.25
0.44
731
412
774
4.3«
43
0.26
588
2614
14.18
2678
1459
64
0.41
2.55
462
2.61
512
2.90
60
0.29
10.82
437
2.46
509
2.88
72
0.42
16.48
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
66
0.37
65
0.37
-1
0.00
-1.62
75
0.42
77
0.44
2
0.02
2.67
0
0.00
0
0.00
0
0.00
0.00
0
0,00
0
0.00
0
000
0.00
TEMPORARY
09/30/2000 - Prior FY
09/30/2005 - Current FY
Difference
Ratio Chanqe
Net Change
#
%
#
%
#
%
%
1038
100
$16
100
-222
-21 .39
668
64.35
552
67.65
-116
3.30
-17.37
370
36.66
264
32.35
-106
-3.30
-28.66
24
2.31
12
1.47
-12
•0*4
-60.00
35
3.37
21
267
-14
-0.80
-40.00
576
55.49
487
6968
-89
4.19
-15.46
200
19.27
178
21.81
-22
2.54
-1 1 .00
44
4.24
22
2,70
-22
-1.54
-50.00
119
11 46
46
5.64
-73
-682
-61 .34
18
1.73
30
36«
12
1.96
6667
14
1.36
19
233
5
0.98
36.71
0
0.00
0
0.00
0
0.00
0.00
0
0,00
0
0,00
0
0.00
0,00
6
0.58
1
012
-5
-0.46
-83.33
2
0.19
0
0.00
-2
-0.19
-1 00.00
0
0.00
0
000
0
0.00
0.00
0
0.00
0
000
0
0.00
0.00
Page 1 of 2
-------
Report Symbol: VP715A1
U.S. Environmental Protection Agency
Total Workforce - Distribution by Race/Ethnicity and Sex
From September 30, 2000 To September 30, 2005
Total Workforce
Employment Tenure
Total Employees
All
Male
Female
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or
African
American
Male
Female
Asian
Male
Female
Native
Hawaiian or
Other Pacific
Islander
Male
Female
American
Indian or
Alaska
Native
Male
Female
Two or More
Races
Male
Female
NON-APPROPRIATED
Prior FY
Current FY
Difference
3atio Change
\let Change
#
%
#
%
#
%
%
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
.0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0:00
0
-0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
.. 0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
000
0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
0
0.00
0
0.00
0
0.00
0.00
Page 2 of 2
-------
Report Symbol VP715B1
U.S. Environmental Protection Agency
Total Workforce - Distribution by Disability (OPM Form 256 Self-Identification Codes)
From September 30, 2000 To September 30, 2005
Total Workforce
zmployment
Tenure
TOTAL
Total by Disability Status
[05]
No
Disability
[011
Not
Identified
[06-94]
Disability
Targeted
Disability
Detail for Targeted Disabilities
(16,17)
Deafness
[23,25]
Blindness
[28.32-38]
Missing
Limbs
[64-68]
Partial
Paralysis
[71-78]
Total
Paralysis
[82]
Conv ulsive
Disorder
[90]
Mental
Retardation
[91]
Mental
Illness
[92]
Distortion of
Limb/Spine
TOTAL
09/30/2000
09/30/2005
Difference
-?atio Change
Net Change
" ederal High
#
%
#
%
#
%
%
%
PERMANENT
09/30/2000
09/30/2005
Difference
Ratio Change
Net Change
#
%
#
%
#
%
%
18770
100
18481
100
_289
-1,54
17732
100
17665
100
-67
-038
17592
93 72
17366
93.97
-226
0.25
-1.28
16613
93.69
16585
9389
-28
0.20
-0 17
247
1.32
210
1 14
-37
-0.18
-14.98
••
230
1.30
202
1.14
-28
-0 16
-12 17
931
4 96
905
4 90
-26
-006
-2 79
i^m
889
501
878
4 97
-11
-0.04
-1.24
163
0.87
195
1.06
32
0 19
19.63
227
160
090
193
1.09
33
0 19
2063
22
0.12
28
0 15
6
0.03
2^27
22
0 12
28
0.16
6
0.04
27.27
21
0,11
28
0.15
7
0,04
33^3
20
0 11
28
0,16
e
005
4000
10
0.05
11
0.06
1
0.01
10.00
^•1
10
0.06
10
0.06
0
0.00
000
35
0.19
40
0.22
5
0.03
1^9
35
020
40
0.23
5
0.03
14.29
12
0.06
11
0.06
-1
0.00
^^33
11
0.06
11
0.06
0
0.00
000
27
0.14
29
0.16
2
002
_^di«
27
0.15
29
0.16
2
0.01
7 41
13
0.07
13
0.07
0
0.00
0.00
I^H
13
0.07
13
0.07
0
0.00
0.00
17
0.09
30
0 16
13
0.07
76.47
^m
16
0 09
29
0.16
13
0.07
81.25
6
0.03
5
0.03
-1
0.00
-16.67
•••
6
003
5
0.03
-1
0.00
-16.67
TEMPORARY
09/30/2000
09/30/2005
Difference
Ratio Change
Net Change
#
%
#
%
#
0.'
%
1038
100
816
100
-222
-21 39
979
94 32
781
95 71
-198
1 39
-20 22
17
1 64
8
098
-9
-066
-52.94
42
4 05
27
331
-15
-0.74
-3571
3
0.29
2
0.25
-1
-004
-33.33
0
0.00
0
000
0
000
000
1
0.10
0
0.00
-1
-0 10
-100.00
0
0.00
1
0.12
1
0.12
0.00
0
0.00
0
0.00
0
0.00
0.00
1
0.10
0
0.00
-1
-0.10
-10000
0
0.00
0
0.00
0
0.00
0.00
0
0 00
0
0.00
0
0 00
000
1
0.10
1
0.12
0
002
0,00
0
0.00
0
0.00
0
000
000
NON-APPROPRIATED
09/30/2000
09/30/2005
Difterence
Ratio Change
Net Change
#
%
#
%
#
%
%
0
0.00
0
0 00
0
0.00
0
000
0
0 00
0
0.00
0.00
0
0 00
0
000
0
0.00
000
0
0.00
0
000
0
0.00
0.00
0
000
0
000
0
0.00
000
0
0.00
0
0 00
0
0.00
0,00
0
0.00
0
000
0
000
0,00
0
000
0
0.00
0
0.00
0 00
0
0.00
0
000
0
0 00
0.00
0
000
0
0.00
0
0.00
• 0.00
0
0.00
0
000
0
0.00
0.00
0
0.00
0
000
0
0 00
0.00
0
0.00
0
000
0
0.00
0.00
0
0.00
0
000
0
0.00
000
Page 1 of 1
-------
Table A2
157
-------
Report Symbol VP715A2
U.S. Environmental Protection Agency
Total Workforce by Component- Distribution by Race/Ethnicity and Sex
As of September30, 2004
Full/PartTime Permanent Workforce
Component
TOTAL
CLF (2000)
#
%
%
Total Employees
All
17649
100
100
Male
8642
4$ .97
53.2
Female
9007
51.03
46.8
Hispanic or
Latino
Male
414
2.35
6.2
Female
462
2.62
4.5
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
6910
39.15
39.0
Female
5411
30.66
33.7
Black or
African
American
Male
756
4.28
4.8
Female
2553
14.47
5.7
Asian
Male
496
2.S1
1.9
Female
501
2.84
1.7
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0.1
Female
0
0.00
0.1
American
Indian or
Alaska
Native
Male
66
0.37
0.3
Female
$0
0.45
0.3
Two or More
Races
Male
0
0.00
0.8
Female
0
0.00
0.8
Administrator
Assistant Administrator for Enforcement
& Compliance Assurance
Office of General Counsel
Office of Inspector General
Assistant Administrator for International
Activities
Office ot the Chiel Financial Officer
Office of Environmental Information
Assistant Administrator for Administration
& Resources Management
Assistant Administrator for Water
Assistant Administrator lor Solid Waste &
Emergency Response
.Assistant Administrator for Air &
Radiation
Assistant Administrator for Prevention,
Pesticides £ Toxic Substances
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
520
100
918
100
204
100
365
100
77
100
334
100
378
100
736
100
630
100
604
100
1280
100
1336
100
208
40.00
473
51.53
97
47.55
193
52.88
28
36.36
124
37.13
176
46.56
2S7
38.99
283
44.92
276
45.70
701
54.77
634
47.49
312
6000
445
48.47
107
62.45
172
47.12
49
63.64
210
62.87
202
63.44
449
61 01
347
56.0$
328
64.30
679
45.23
701
52.51
4
0.77
33
3.69
2
0.98
5
1.37
5
6.49
2
0.60
10
2.66
20
2.72
6
0.95
16
2.4$
25
1.96
16
1.20
$
1.54
24
2.61
2
098
4
1.10
4
5.19
6
1.50
7
1.85
12
1.63
7
1.11
7
1.16
19
1 48
23
1 72
172
3308
384
41.83
84
41.1$
146
39.73
18
23.38
91
27.26
134
35.45
190
25.82
238
37.78
21$
36.09
599
46.80
476
35.66
146
28.08
267
28.00
64
31.37
96
26.30
29
37.66
99
29.64
103
27.25
181
24.59
222
36.24
20$
34.44
39$
31 09
383
2$.69
26
5.00
38
4.14
6
2.45
27
7.40
3
3.90
24
7.19
22
5.82
69
9.38
21
3.33
26
4.14
42
3.2$
74
5.54
146
27.$$
140
15.25
33
16.18
59
16.16
12
1558
97
29.04
80
21.16
245
33.29
93
14.76
103
17.06
129
100$
266
19.1$
6
1.15
16
1.74
6
2.94
14
3.$4
1
1.30
7
2.10
9
2.38
7
0.96
18
2.86
16
2.65
32
2.50
63
4.72
11
2.12
22
2.40
$
3.92
13
3.56
4
519
9
2.69
12
3.17
8
1.09
20
3.17
9
1.49
29
2.27
34
2.66
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
2
0.22
0
0.00
2
0.55
1
1.30
0
0.00
1
0.26
1
0.14
0
0.00
2
0.33
3
0.23
5
0.37
2
0.38
2
0.22
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
3
0.41
6
0.79
1
017
4
0.31
6
0.37
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
000
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
Paqe 1 of 2
-------
Report Symbol- VP715A2
U.S. Environmental Protection Agency
Total Workforce by Component- Distribution by Race/Ethnicity and Sex
As of September30, 2004 Full/PartTime Permanent Workforce
Component
Assistant Administrator for Research &
Development
Region 1 Boston
Region 2 New York
Region 3 Philadelphia
Region 4 Atlanta
Region 6 Dallas
Region 7 Kansas City
Region 8 Denver
Region 9 San Francisco
Region 10 Seattle
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
Total Employees
All
1843
100
695
100
921
100
933
100
1058
100
1269
100
880
100
549
100
623
100
865
100
632
100
Male
1065
57.79
346
49.78
507
55.05
443
47.48
531
50.19
624
49.17
431
4*. 98
263
47.91
304
48.80
384
44.39
264
41.77
Female
77S
42.21
349
50.22
414
44.95
490
52.52
527
49.81
645
50.83
449
.51 .02
286
52,09
319
51 .20
481
55.61
368
58.23
Hispanic or
Latino
Male
24
1.30
14
2.01
60
651
14
1.50
25
.2.36
22
1.73
43
4.89
9
1.64
27
4.33
24
2,77
9
1.42
Female
18
0.98
16
2.30
87
9.46
31
3.32
13
1,23
34
2.68
47
6.34
14
2.65
33
5.30
34
3.93
13
2.06
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
931
60.52
291
41.87
379
41.15
373
39.98
39*
37:62-
498
39.24
308
3S.OO
221
40.26
251
40.29
287
33,18
224
36.44
Female
591
32.07
2S6
41.16
210
22.80
307
32.90
267
25.24
314
24.74
237
26.93
206
37.34
238
38,20
282
32.60
288
46.57
Black or
African
American
Male
56
2.98
17
2.45
29
3.1-5
41
4.39
86
8.03
60
4.73
39
4.43
15
2.73
14
2.26
19
2.20
6
095
Female
126
6.78
30
4.32
79
8:58
134
14.36
238
22.50
258
20.33
138
16.68
69
10.76
31
4.98
52
6.01
17
2.69
Asian
Male
45
2.44
24
3.46
39
4.23
15
1.61
18
1.70
41
3.23
31
3.62
10
1.82
8
1 ,28
49
5.66
21
3.32
Female
32
1.74
15
2.16
35
3.«0
18
1.93
6
0.57
36
2.76
19
2,16
3
0.66
13
2.09
107
12.37
39
- 6.17
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
0.00
Female
0
0.00
0
0.00
0
0.00
0
- 0.00
0
o.oo
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
American
Indian or
Alaska
Native
Male
10
0.64
0
0.00
0
0.00
0
0.00
5
0.47
3
0.24
10
1.14
8
1.46
4
0.64
6
. 0.68
4
0.63
Female
12
0.66
2
0.29
3
0.33
0
0.00
3
0.28
4
0.32
8
0.91
5
0.91
4
0.64
6
0.69
11
1.74
Two or More
Races
Male
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
0.00
Female
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
.0.00
0
0.00
0
0.00
0
0.00
0
0.00
Page 2 of 2
-------
Report Symbol. VP715A2
U.S. Environmental Protection Agency
Total Workforce by Component- Distribution by Race/Ethnicity and Sex
As of SeptemberSO, 2000
Full/PartTime Permanent Workforce
Component
TOTAL
CLF (2000)
#
%
%
Total Employees
All
17732
100
100
Male
$866
50.00
53.2
Female
$$66
50.00
46.8
Hispanic or
Latino
Male
372
2.10
8.2
Female
444
2.50
4.5
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
7235
40.80
39.0
Female
5396
30.43
33.7
Black or
African
American
Male
731
4.12
4.?
Female
2514
14.1$
5.7
Asian
Male
462
2.51
1.9
Female
437
2.46
1.7
Native
Hawaiian or
Other Pacific
Islander
Male
0
000
0.1
Female
0
0.00
0.1
American
Indian or
Alaska
Native
Male
66
0.37
0.3
Female
76
0.42
0.3
Two or More
Races
Male
0
0.00
0.8
Female
0
0.00
0.8
Administrator
Assistant Administrator (or Policy,
Planning & Evaluation (No longer in use)
Assistant Administrator for Enforcement
& Compliance Assurance
Office of General Counsel
Office of Inspector General
Assistant Administrator tor International
Activities
Office of the Chief Financial Officer
Office of Environmental Information
Assistant .Administrator for Administration
& Resources Management
Assistant Administrator for Water
Assistant Administrator for Solid Waste &
Emergency Response
.Assistant Administrator for Air &
Radiation
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
475
100
25
100
$$7
100
192
100
355
100
$4
100
323
100
362
100
770
100
650
100
617
100
1299
100
17$
37.05
16
64.00
44$
50.51
96
50.00
177
49 .$6
33
39.29
11$
36.53
166
45.86
297
3«.67
317
4$.77
290
47.00
712
54.S1
299
62.95
9
36.00
439
49.49
96
50.00
17$
50.14
51
6071
206
63.47
196
54.14
473
61.43
333
51.23
327
53.00
5$7
45.19
6
1.26
1
4.00
19
2.14
2
1.04
3
0.$6
6
7.14
5
1.65
7
1.93
19
2.47
4
0.62
16
2.59
24
1.85
6
1.26
0
0.00
19
2.14
2
1.04
2
0.56
4
4.76
4
1.24
7
1.93
12
1.56
9
1.3$
4
0.66
17
1.31
142
29 .$9
12
4$.00
381
42.95
79
41.16
136
3$ .31
24
2$. 57
$9
27.65
132
36.46
199
26 .$4
272
41 .$5
237
38.41
619
47.65
165
32.63
5
20.00
273
30.78
66
28.66
106
29 .$6
30
36.71
93
2*79
105
29.01
210
27.27
203
31.23
204
33.06
413
3179
19
4.00
3
12.00
32
3.61
7
3.66
31
$.73
2
2.3$
21
6.60
20
5.52
72
9.36
19
2.92
19
3.0$
3$
2.93
127
26.74
4
16.00
129
14.64
34
17.71
60
16.90
13
16.48
99
30.65
7$
20.99
241
31.30
97
1492
110
17.83
129
9.93
9
1.89
0
0.00
15
1.69
7
3.65
6
1.69
1
1.19
3
0.93
7
1.93
6
0.7$
21
3.23
16
2.43
29
2.23
9
1.S9
0
0.00
16
1.80
5
2.60
10
2.82
3
3.57
9
2.79
6
1 66
$
1.04
23
3.54
$
1.30
22
1.69
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
0.11
1
0.52
1
0.28
0
0.00
0
0.00
0
0.00
1
0.13
1
0.15
3
0.49
2
015
2
0.42
0
0.00
2
0.23
0
0.00
0
0.00
1
1.19
0
0.00
2
0.55
2
0.26
1
0.16
1
0.16
$
0.46
0
0.00
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Page 1 of 2
-------
Report Symbol VP715A2
U.S. Environmental Protection Agency
Total Workforce by Component- Distribution by Race/Ethnicity and Sex
As of September30, 2000 Full/PartTime Permanent Workforce
Component
Assistant Administrator (or Prevention,
Pesticides & Toxic Substances
Assistant Administrator for Research &
Development
Region 1 Boston
Region 2 New York
Region 3 Philadelphia
Region 4 Atlanta
Region 5 Chicago
Region 6 Dallas
Region 7 Kansas City
Region 8 Denver
Region 9 San Francisco
Region 10 Seattle
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
Total Employees
All
1269
100
1870
100
718
100
931
100
949
100
1125
100
1271
100
$94
100
570
100
626
100
84$
100
622
100
Male
642
50.59
1120
59.89
357
49.72
532
57.14
458
48.26
569
50.5$
632
49.72
441
49.33
283
49.66
303
4$.40
397
46.82
2$6
45.9$
Female
627
49.41
750
4011
361
50.2$
399
42.86
491
51.74
556
49.42
639
50.2$
453
50.67
287
50.35
323
51.60
461
53.1$
336
54.02
Hispanic or
Latino
Male
12
0.95
21
1 12
11
1.53
59
6.34
12
1.26
2$
2.49
22
1.73
43
4.81
8
1.40
20
3.19
16
1.89
8
1.29
Female
16
1.18
20
1.07
16
2.23
$4
9.02
25
2.63
14
1.24
37
2.91
52
5.82
13
25$
3$
6.07
30
3.54
14
2.25
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
501
39.48
984
52.62
308
42.90
400
42.96
396
41.73
436
38.76
504
39.66
323
36.13
243
42.63
256
40.89
310
36.56
252
40.51
Female
342
26.96
576
30.76
29$
41.50
206
22.02
305
32.14
300
26.67
297
23.37
244
27.29
205
36.96
241
38.50
272
32.0$
260
41 .80
Black or
African
American
Male
67
5.28
56
2.99
16
2.23
31
3.33
37
3.90
84
7.47
60
4.72
3$
4.25
18
3.16
15
2.40
20
2.36
6
0,96
Female
236
18,52
123
6.5$
2$
3.90
79
8.49
141
14.86
230
20.44
271
21.32
132
14.77
62
10.88
29
4.63
49
5.78
16
2.57
Asian
Male
56
4.41
46
2.46
21
2.92
42
4.51
12
1.26
17
1.61
44
3.46
29
3.24
8
1.40
6
0.96
46
6.42
16
2.57
Female
31
2.44
23
1.23
16
2.09
2$
3.01
20
2.11
$
0.71
29
2.2$
17
1.90
2
0.36
10
1.60
97
11.44
3$
6.11
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Female
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
,0.00
0
0.00
American
Indian or
Alaska
Native
Male
6
0,47
13
0.70
1
0.14
0
0.00
1
0.11
4
0.36
2
0.16
$
0.89
6
1.05
6
0.96
5
0.59
4
0.64
Female
4
0.32
9
0.4$
4
0.56
3
0.32
0
0.00
4
0.36
5
0.39
8
0.89
5
0.$$
5
O.$0
3
0.36
8
1.29
Two or More
Races
Male
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Female
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Page 2 of 2
-------
U.S. Environmental Protection Agency
Total Workforce by Component- Distribution by Disability (OPM Form 256 Self-Identification Codes)
Report Symbol VP715B2 As of Sep(ember30, 2004 Full/PartTime Permanent Workforce
Component
TOTAL
Total by Disability Status
[05]
No
Disability
[01]
Not
Identified
[06-94)
Disability
Targeted
Disability
Detail for Targeted Disabilities
[16,17]
Deafness
[23, 25]
Blindness
[28, 32-38]
Mis sing
Limbs
[64-5*]
Partial
Paralysis
[71-7?]
Total
Paralysis
Convulsive
Disorder
(90]
Mental
Retardation
[91]
Mental
Illness
[92]
Distortion of
Limb/Spine
Total Work Force
Federal High
17649
16555
196
194
27
29
10
43
12
31
13
24
0.06
0.24
0.07
0.18
007
0.14
0.03
OS
K)
Administrator
Assisranr Administrator lor
Enforcement & Compliance
Acci iranro
Office of General Counsel
Office of Inspector General
Assistant Administrator tor
International Activities
Office of the Chief Financial Officer
Office of Environmental Information
A55ISHIH AdWInlSiraioT TOT
Administration & Resources
U^riQnpm prit
Assistant Administrator tor Water
Assistant Administrator toi Solid
Miteste & Emergency Response
Assistant Administrator (or .Air &
Radiation
.^ssisranT .«aminisiraior Tor
Prevention, Pesticides & Toxic
Qi ihotani-pc
.Assistant Administrator lor
Research & Development
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
520
100
918
100
204
100
365
100
77
100
334
100
378
100
736
100
630
100
604
100
1280
100
1335
100
1843
100
480
92.31
875
95.32
193
94.61
332
90.96
73
94.81
310
92.81
348
92.06
679
9226
594
94.29
566
9371
1201
9383
1248
93.48
1734
94.09
4
0.77
7
0.76
2
0.98
9
2.47
0
0.00
4
1.20
2
0.53
9
1.22
3
048
4
0.66
19
1 48
17
1 27
35
1.90
36
6.92
36
3.92
9
4.41
24
6.58
4
5.19
20
5.99
28
7 41
48
6.52
33
524
34
5.63
60
4.69
70
524
74
402
7
1.35
3
0.33
0
0.00
5
1.37
1
1 30
6
1.80
6
1.59
8
1 09
9
1.43
8
1 32
12
0.94
15
1 12
12
0.65
2
0.38
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
2
0.53
0
0.00
2
0.32
1
017
0
0.00
4
030
1
0.05
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
2
0.53
0
0.00
1
0.16
2
0.33
2
0.16
1
0.07
1
0.05
1
0.19
0
0.00
0
0.00
1
0.27
0
0.00
1
0.30
0
0.00
0
0.00
1
0.16
1
0.17
0
0.00
0
000
1
0.05
0
0.00
1
0.11
0
0.00
3
0.82
0
0.00
2
0.60
0
0.00
1
0.14
0
000
1
0.17
6
0.47
6
045
4
0.22
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
017
2
0.16
1
007
0
0.00
2
0.38
1
0.11
0
0.00
1
0.27
0
0.00
1
0.30
0
0.00
2
0.27
3
0.48
2
0,33
0
0.00
1
007
3
0 16
1
0.19
0
0.00
0
0.00
0
000
0
0.00
0
0.00
1
026
5
0.68
0
000
0
0.00
2
0.16
1
0.07
1
0.05
1
0.19
0
0.00
0
0.00
0
0.00
0
000
2
0.60
1
026
0
0.00
2
0.32
0
0.00
0
0.00
1
0.07
1
005
0
0.00
1
0.01
0
0.00
0
0.00
1
0.01
0
0.00
0
0,00
0
000
0
0.00
0
0.00
0
000
0
000
0
0.00
Page 1 of
-------
U.S. Environmental Protection Agency
Total Workforce by Component- Distribution by Disability (OPM Form 256 Self-Identification Codes)
Report Symbol: VP715B2 As of September30, 2004 Full/PartTime Permanent Workforce
ON
Component
Region 1 Boston
Region 2 New York
Region 3 Philadelphia
Region 4 Atlanta
Region 5 Chicago
Region $ Dal las
Region 7 Kansas City
Region 8 Denver
Region 9 San Francisco
Region 10 Seattle
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
TOTAL
695
100
921
100
933
100
1058
100
1269
100
880
100
549
100
623
100
865
100
632
100
Total by Disability Status
[05]
N3
Disability
662
95.25
874
94.90
886
9496
994
93.95
1191
93.85
802
91.14
508
92.53
572
91.81
828
95.72
605
9573
[01]
Not
Identified
10
1.44
1
0.11
6
064
9
0.85
11
0.87
13
1.48
7
1.28
8
1.28
8
0.92
8
1.27
[06-94]
Disability
23
3.31
46
" 499
41
4.39
55
5.20
67
5.28
65
7.39
34
6.19
43
6.90
29
3.35
19
3,01
Targeted
Disability
3
0.43
12
1.30-
8
0.86
14
1.32- -
25
1.97
9
1.02
13
2.37
B
1.28
6
0.69
4
0.63
Detail for Targeted Disabilities
[16,17]
Deafness
0
.0.00
6
0.65
1
0.11
1
.0.09
0
0.00
1
0.11
5
0.91 .
0
000
1
0.12
0
0.00
[23, 25]
Blindness
1
0.14
4
0.43
1
' 0,11-
2
0.19
5
0.39
2
0.23
0
-0,00
1
0.16-
2
0.23"
2
0.32
[2$, 32-34)
Missing
Limbs
0
0.00
0
0.00
0
0.00
1
0.09
1
0.08
0
0.00
0
0.00
1
- 0.16
1
0.12 -
0
.0.00
[64-6$]
Partial
Paralysis
0
0.00
1
0.11
1
0.1.1
4
0.38.
5
0.39
2
023
4
0.73
0
0,00
1
0.12
1
0.16
[71-7*]
Total
Paralysis
0
0.00
0
0.00
0
-o.oo -
1
0.09
3
0.24
1
0.11
2
0.36
0
0.00
0
0.00
1
0.16
[*2]
Convulsive
Disorder
2
0.29.
0
0.00-
1
. 0.11
3
0.28
5
0.33
2
0.23
1
0.18
1
0.16
0
0.00
0
0.00
[90]
Mental
Retardation
0
0.00
0
0.00
0
0.00
0
0.00
1
0.08
0
0.00
1
0.18
0
0.00
0
. 0.00
0
0,00
[91]
Mental
Illness
0
0.00
1
0.11 .
4
0.43
1
0.09
3
0.24
1
0 11
0
0.00
5
0.80
1
0.12
0
0.00
[32]
Distortion ot
Limb/Spine
0
0.00
0
0.00
0
0.00
1
0.01
2
0.01
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
Page 2 of 2
-------
TABLE A3
164
-------
Report Symbol VP715A3-1
U.S. Environmental Protection Agency
Occupational Categories - Distribution by Race/Ethnicity and Sex
As of September30, 2004
Full/PartTime Permanent Workforce
Occupational Category
Total Employees
All
Male
Female
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or
African
American
Male
Female
Asian
Male
Female
Native
Hawaiian or
Other Pacific
Islander
Male
Female
American
Indian or
Alaska
Native
Male
Female
Two or More
Races
Male
Female
1. Officials and Managers
• Executive/Senior Level (Grades
15 and Above)
- First-Level (Grades 12 and
3elow)
- Other Officials and Managers
Officials and Managers -
TOTAL
2. Professionals
3. Technicians
4. Sales Workers
5. Administrative Support
Workers
6. Craft Workers
7. Operatives
8. Laborers and Helpers
9. Service Workers
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
1346
100
557
100
5
100
3018
100
492$
100
11017
100
247
100
1
100
1190
100
8
100
1
100
2
100
257
100
835
$2.04
337
60.50
2
40.00
892
29.56
2066
41.94
6115
56.51
131
53.04
0
0.00
115
9.66
8
100.00
1
100.00
2
10000
204
79.38
511
37.96
220
39.50
3
6000
2126
70.44
2860
58.06
4902
44.49
116
46.96
1
10000
1075
90.34
0
0.00
0
0.00
0
000
53
20.62
41
3.06
14
2.51
0
0.00
63
1 76
108
2.19
279
2.53
2
0.81
0
0.00
13
1.09
0
000
0
0.00
0
0.00
12
467
14
1.04
9
1.62
0
0.00
8«
2.92
111
2.25
262
2.29
10
4.06
0
0.00
88
7.39
0
0.00
0
0.00
0
000
1
0.39
722
53.64
282
50.63
2
40.00
652
21.60
1668
33.66
4917
44.63
109
4413
0
0.00
53
445
5
62.50
1
100.00
0
000
167
6498
407
30.24
164
29.44
2
40.00
1052
34.86
1625
32.99
3345
30.36
58
23.48
1
10000
342
2874
0
0.00
0
0.00
0
0.00
40
15.56
46
3.42
22
3.95
0
0.00
151
6.00
219
4.46
460
4.18
14
5.67
0
0.00
40
3.36
3
37.50
0
0.00
2
10000
18
7.00
68
5.06
37
6.64
1
20.00
907
30.05
1013
20.56
890
8.08
38
15.38
0
0.00
604
50.76
0
0.00
0
000
0
0.00
8
311
22
1.63
17
3.06
0
0.00
30
0.99
69
1.40
408
3.70
6
2.02
0
000
8
0.67
0
000
0
000
0
0.00
6
2.33
1$
1.34
9
1 62
0
0.00
66
2.15
92
1.87
361
3.28
8
3.24
0
0.00
36
3.03
0
000
0
0.00
0
0.00
4
1.56
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
4
0.30
2
0.36
0
0.00
6
0.20
12
0.24
51
0.46
1
0.40
, 0
0.00
1
0.08
0
0.00
0
0.00
0
0.00
1
0.39
4
0.30
1
0.1S
0
0.00
14
0.46
19
- 0.39
54
0.49
2
0.81
0
0,00
6
0.42
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
.0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
Page 1 of 2
-------
OS
Report Symbol. VP715A3-1
U.S. Environmental Protection Agency
Occupational Categories - Distribution by Race/Ethnicity and Sex
As of September 30, 2004
Full/PartTime Permanent Workforce
Occupational Category
Total Employees
All
Male
Female
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Not) - Hispanic or Latino)
White
Male
Female
Black or
African
American
Male
Female
Asian
Male
Female
Native
Hawaiian or
Other Pacific
Islander
Male
Female
American
Indian or
Alaska
Native
Male
Female
Two or More
Races
Male
Female
1. Officials and Managers
- Executive/Senior Level (Grades
15 and Above)
- First-Level (Grades 12 and
3elow)
- Other Officials and Managers
Total Work Force
#
%
#
%
#
%
#
%
#
%
1346
100
557
100
5
100
301$
100
17649
100
836
$2.04
337
$050
2
40.00
$92
29,56
$642
48.97
511
37.96
220
' 39.50
3
.60.00
2126
70.44
9007
51.03
41
3,05
14
. 251
0
- O-.OO
53
1.76
414
235
14
1.04
L 3
-1.62
0
0:00
8*
2.92
462
2.62
722
53.64
2S2
60.63
2
40.00
652
21 .60
6910
39.15
407
30.24
164
29,44-
2
40.00-
1052
34. $6
6411
- 30.66"
46
3.42
22
3.9S
0
0,00
151
.5.00
756
4.2S
6$
"5.05
37
6.64
1
20.00
907
30.06
2553
14.47
22
1,63
17
3.05
0
0.00
30
. .0.99
496
-2.$1.
1$
1.34
9
1.62
0
0.00
65
- 2.16
501
2.84
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
- o.oo
0
0.00
0
0.00
0
0.00
4
0.30
2
0.36
0
0.00
6
0.20
66
0.37
4
0.30
1
0.1*
0
0.00
14
0.46
$0
0.46
0
0.00
0
0.00
0
o.-oo
0
0.00
0
0.00
0
0.00"
0
0.00
0
0,00
0
. 0.00
0
0.00
Page 2 of 2
-------
ON
Report Symbol: VP715A3-1
U.S. Environmental Protection Agency
Occupational Categories - Distribution by Race/Ethnicity and Sex
As of September 30, 2000
Full/PartTime Permanent Workforce
Occupational Category
Total Employees
All
Male
Female
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non -Hispanic or Latino)
White
Male
Female
Black or
Af ri ca n
American
Male
Female
Asian
Male
Female
Native
Hawaiian or
Other Pacific
Islander
Male JFemale
American
Indian or
Alaska
Native
Male
Female
Two or More
Races
Male
Female
1. Officials and Managers
- Executive/Senior Level (Grades
15 and Above)
- Mid-Level (Grades 13 - 14)
- First-Level (Grades 12 and
Below)
• Other Officials and Managers
Officials and Managers -
TOTAL
2. Professionals
3. Technicians
4. Sales Workers
5. Administrative Support
Workers
6. Craft Workers
7. Operatives
8. Laborers and Helpers
9. Service Workers
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
1256
100
577
100
1
100
2936
100
4771
100
10889
100
354
100
1
100
1464
100
8
100
3
100
2
100
240
100
839
66.80
372
64.47
0
0.00
$7$
29.90
2090
43*1
6295
57,81
172
4$. 59
0
000
123
8.40
8
10000
3
10000
2
100.00
173
72.0«
417
33.20
205
35.53
1
100.00
2058
70.10
2681
56.19
4594
42.19
182
51.41
1
100.00
1341
91.60
0
0.00
0
0.00
0
0.00
67
2792
25
1.99
18
3.12
0
0.00
47
1.60
90
1.*9
262
2.41
4
1.13
0
000
7
0.4$
0
0.00
0
000
0
0.00
9
3.75
7
0.56
11
1.91
0
0.00
78
2.66
96
2.01
230
2.11
13
3.67
0
0.00
103
7.04
0
0.00
0
0.00
0
000
2
0.83
749
59.63
322
55.81
0
0.00
654
22.28
1726
36.18
5155
47.34
147
41.53
0
0.00
57
3.89
5
62.60
1
3333
0
0.00
144
60.00
342
27.23
156
27.04
0
0.00
109*
37.40
1596
33.45
3200
29.39
88
24 .*6
1
100.00
461
31.49
0
0.00
0
0.00
0
0.00
50
20 .83
46
3.66
16
2.77
0
0.00
141
4.*0
203
4.25
440
404
15
4.24
0
0.00
50
3.42
3
37.50
2
66.67
2
100.00
16
6.67
53
4.22
29
5.03
1
100.00
816
27.79
$99
18.84
S04
7.38
72
20.34
0
0.00
727
49.66
0
0.00
0
000
0
000
12
5.00
17
1.35
16
2.77
0
0.00
30
1.02
63
1.32
3$5
3.54
4
1.13
0
0.00
7
0.4*
0
0.00
0
0.00
0
0.00
3
1.25
14
1.11
9
1.56
0
0.00
51
1.74
74
1.55
312
2.87
7
1.9*
0
0.00
42
2.87
0
0.00
0
0.00
0
0.00
2
0.*3
0
0.00
0
0.00
0
0.00
0
0.00
0
o.oo
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
2
0.16
0
0.00
0
0.00
6
0.20
8
0.17
53
0.49
2
0.56
0
0.00
2
0.14
0
0.00
0
0.00
0
0.00
1
0.42
1
0.0*
0
0.00
0
0.00
15
0.51
16
0.34
48
0.44
2
0.56
0
0.00
8
0.55
0
0.00
0
0.00
0
0.00
1
042
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
0
000
Page 1 of 2
-------
oo
U.S. Environmental Protection Agency
Occupational Categories - Distribution by Race/Ethnicity and Sex
Report Symbol: VP715A3-1
As of September 30, 2000
Full/PartTime Permanent Workforce
Occupational Category
Total Employees
All
Male
Female
Hispanic or
Latino
Male
Female
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
Female
Black or
African
American
Male
Female
Asian
Male
Female
Native
Hawaiian or
Other Pacific
Islander
Male
Female
American
Indian or
Alaska
Native
Male
Female
Two or More
Races
Male
Female
1, Officials and Managers
- Executive/Senior Level (Grades
15 and Above)
- Mid-Level (Grades 13-14)
- First-Level (Grades 12 and
Below)
- Other Officials and Managers
Total Work Force
#
%
#
%
#
%
#
%
#
%
1256
100
577
100
1
100
2936
100
17732
100
$39
66 .$0
372
64,47
0
o.oo-
«72
29.90
«S66
50.00
417
33.20
206
35.53
I
100.00
205«
70.10
W6
50.00
r 25
1.99
13
3.12
0
0.00
47
t.60
372
2.10
7
0.56
11
1.91
0
0.00
7$
2 $6
444
2.50
749
5.9.63
322
55,$1
0
0.00
654
22.2$
7235
40. «0
342
27.23
156
"27.04
0
0.00
109$
37.40
5396
30.43
46
3.66
1$
2.77
0
0.00
141
410
731
' 4.12
63
4.22
29
5.03.
1
100.00
$16
27.79
2514
14.18
17
1.35
16
2.77
0
0.00
30
1:02
462
2.61
14
1.11
9
1.56
0
0.00
51
1.74
437
2.46
0
000
0
.0,00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
o.oo:
2
0.16
0
0.00
0
0.00
6
0.20
66
0.37
1
0.0$
0
0.00
0
0.00
15
0.51
75
0.42
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
Page 2 of 2
-------
Report Symbol VP715B3-1
U.S. Environmental Protection Agency
Occupational Categories- Distribution by Disability
As of September30, 2004
Full/PartTime Permanent Workforce
Occupational Category
TOTAL
Total by Disability Status
[05]
No
Disability
[01]
Not
Identified
[06-94]
Disability
Targeted
Disability
Detail for Targeted Disabilities
[16,17]
Deafness
[23, 25]
Blindness
[28, 32-38]
Missing
Limbs
[64-68]
Partial
Paralysis
[71-78]
Total
Paralysis
[«2]
Convulsive
Disorder
[90]
Mental
Retardation
[91]
Mental
Illness
[92]
Distortion of
Limb/Spine
1. Officials and Managers
• Executive/Senior Level
Grades 15 and Above)
- Mid-Level (Grades 13 -
14)
- First-Level (Grades 12
and Below)
- Other Officials and
vlanagers
Officials and Managers -
TOTAL
2. Professionals
3. Technicians
4. Sales Workers
5. Administrative
Support Workers
6. Craft Workers
7. Operatives
8. Laborers and Helpers
9. Service Workers
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
1346
100
557
100
5
100
3018
100
4926
100
11017
100
247
100
1
100
1190
100
8
100
1
100
2
100
257
100
1286
95.54
539
96,77
5
100.00
2820
9344
4650
9440
10382
94.24
217
8785
1
10000
1045
87.82
7
8750
1
100.00
2
10000
250
97.28
13
0.97
2
036
0
0.00
36
1.19
51
1 04
125
1.13
5
2.02
0
000
13
1 09
1
1250
0
000
0
000
1
039
47
3.49
16
2.87
0
000
162
5.37
225
4.57
510
4.63
25
10 12
0
0.00
132
11.09
0
000
0
000
0
000
6
2.33
4
|_ 0.30
2
0.36
0
0.00
33
1 09
39
0.79
94
0.85
7
283
0
000
54
4.54
0
000
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
3
010
3
0.06
17
0.15
2
0.81
0
0.00
5
0.42
0
000
0
0.00
0
0.00
0
000
1
0.07
0
0.00
0
0.00
4
0.13
5
0.10
13
0.12
1
0.40
0
0.00
10
0.84
0
0.00
0
0.00
0
000
0
000
0
0.00
0
0.00
0
0.00
1
0.03
1
0.02
7
0.06
0
0.00
0
000
2
0.17
0
0.00
0
0.00
0
0.00
0
0.00
2
0.15
1
0.18
0
0.00
6
020
9
0 18
23
021
1
0.40
0
0.00
10
0.84
0
000
0
0.00
0
000
0
000
1
0.07
0
0.00
0
0.00
4
0.13
5
010
7
0.06
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
000
0
0.00
0
0.00
1
0.18
0
000
7
0.23
8
0.16
17
015
0
0.00
0
000
6
050
0
000
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
1
003
1
0.02
0
000
0
0.00
0
0.00
12
1.01
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
0
0.00
4
0.13
4
0.08
8
0.07
3
1 21
0
000
9
0.76
0
0.00
0
000
0
0.00
0
000
0
0.00
0
0.00
0
0.00
3
0.10
3
0.06
2
0.02
0
0.00
0
0.00
0
0.00
0
000
0
0.00
0
0.00
0
0.00
Page 1 of
-------
Table A4
Participation Rates for General Schedule (GS) Grades
In this Trend Analysis, a comparison is readily made by comparing the representation levels for the two
time periods at the various grade levels. For all class groups, the glass ceiling remained essentially the
same as it was five years ago. With only marginal increases or decreases overall. A more comprehensive
analysis of the Contributing Factors will be necessary to determine conditions causing the glass ceilings.
170-
-------
Table AS
Participation Rates for Wage Grades
There are too few employees assigned to Blue-Collar positions for a reasonable comparison.
171
-------
Table A6
Participation Rates for Major Occupations
This analysis attempts to identify the degree to which class groups are dispersed within Major Mission
Critical Occupations (MMCOs). During the triggering stage, each MMCO's class group representation is
compared with the overall percentage of class group representation in the Relevant Civilian Labor Force
(RCLF) for each occupation. There are two questions that this data answers: 1) Which MMCO Mission
Critical Occupation has a better dispersion (diversity) of employees than others, and 2) Which MMCOs
are improving their diversity from one time period to the next. If the value of the dispersion ratio is
getting smaller, then there is more diversity; if the value of the dispersion ratio is getting larger, then
diversity is decreasing.
To rank order Major Mission Critical Occupations by levels of overall representation, the variance needed
to eliminate the class group's less-than- expected trigger is calculated. When these numbers are
combined for all class groups that have targeted levels of representation, a score can be calculated and
compared with the count of total employees in the component workforce. These ratio scores can then be
used for rank ordering. In the EPA workforce, the following Major Occupations were identified:
Environmental Protection Specialist
General Administrative
Management Analysis
Biologist
Environmental Engineering
Attorney
General Physical Science
The overall variance scores divided by total component workforce were then compared over a 5-year
period with the following results:
Environmental Protection Specialist:
Decreased from .345 (959/2778) to .375 (1063/2836)
General Administrative:
Decreased from .178 (158/888) to .222 (196/883)
Management Analysis:
Decreased from .317 (450/1419) to .323 (501/1552)
Biologist:
Improved from .115 (84/729) to .069 (59/849)
Environmental Engineering:
Decreased from .101 (209/2065) to .134 (259/1933)
Attorney:
Decreased from .206 (213/1036) to .223 (234/1049)
General Physical Science:
Improved from .191 (387/2028) to .186 (410/2207)
172
-------
Report Symbol VP715A6
U.S. Environmental Protection Agency
Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex
As of September30, 2004 Full/PartTime Permanent Workforce
Job Title/ Series Agency Rate
Occupational CLF
028- Environmental Protection
Specialist
National CLF 2000
301 - General Administative
National CLF 2000
National CLF 2000
401 - Biologist
National CLF 2000
819- Environmental Engineering
National CLF 2000
905 - Attorney
National CLF 2000
1301 - General Physical Science
National CLF 2000
Total
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
Total Employees
All
2*71
100.00
876
10000
1527
100.00
821
100.00
1945
10000
1064
100.00
2193
10000
11297
10000
Male
1172
40.82
75.8
269
30.71
43.4
464
30.39
61.4
463
5639
55.9
1362
70.03
77.8
537
50.47
71.3
1361
62.06
66.6
5628
4982
:emale
1699
59.18
24.1
607
69.29
56.6
1063
69.61
38.6
358
4361
441
583
29.97
22.2
527
49.53
28.7
832
3794
34.4
5669
5018
Hispanic or
Latino
Male
40
1.39
1.8
13
1.48
4.7
26
1.70
2.0
15
1 83
1.9
96
4.94
2.2
28
263
2.0
56
2.55
2.2
274
2.43
Female
74
258
09
23
2.63
5.3
34
223
1.6
19
2.31
2.1
44
2.26
0.9
28
263
1.2
48
219
1.7
270
239
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
965
33.61
69.0
206
23.52
30.2
373
24.43
525
407
4957
47.3
1037
53.32
65.4
457
4296
66.2
1170
53.35
45.4
4615
4085
Female
1152
40.13
206
313
36.73
39,7
575
37.66
31.1
280
3410
35.0
389
20.00
17.8
398
3741
23.9
631
28.77
229
3738
33.09
Black or
African
American
Male
101
352
1.7
37
4.22
4,9
52
3.41
2.6
28
3.41
1.2
$2
4.22
3.0
28
2.63
2.1
66
3.01
1.7
394
349
Female
365
12.71
1.1
257
29.34
7.9
420
27.50
3.4
37
451
1.8
73
3.75
1.2
63
5.92
1 9
95
4.33
1 4
1310
11 60
Asian
Male
47
1.64
2.2
11
1.26
2.7
11
0.72
3.5
11
1.34
4.3
142
730
6.0
21
1.97
1.4
57
2.60
15.5
300
266
Female
80
2.79
1.0
11
1.26
2.5
29
1 90
2.0
15
1.83
4.5
73
375
2.0
35
3.29
1.2
51
233
8.0
294
2.60
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0.0
0
0.00
0.1
0
000
0.0
0
0.00
0.0
0
0.00
01
0
0.00
0.0
0
0.00
0,0
0
000
Female
0
0.00
0.0
0
0.00
0.1
0
0.00
0.0
0
000
0.0
0
0.00
00
0
000
0.0
0
0.00
0.0
0
000
American
Indian or
Alaska
Native
Male
19
0.66
0.8
2
0.23
0.4
2
0.13
0.3
2
0.24
0.6
5
0.26
0.6
3
0.28
0.3
12
0.65
0.2
45
040
Female
28
0.98
0.3
3
0.34
0.6
5
0.33
0.3
7
0.85
0.3
4
0.21
0.1
3
0.28
0.2
7
0.32
0.1
57
060
Two or More
Races
Male
0
0.00
0.3
0
0.00
03
0
0.00
0.5
0
0.00
0.4
0
000
0.6
0
0.00
0.3
0
0.00
0.5
0
0.00
Female
0
0.00
0.2
0
000
0.4
0
0.00
0.3
0
0.00
0.3
0
0.00
0.1
0
0.00
0.2
0
0.00
0.3
0
0.00
Page 1 of 1
-------
Report Symbol: VP715A6
U.S. Environmental Protection Agency
Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex
As of September30, 2000 Full/PartTime Permanent Workforce
Job Title/ Series Agency Rate
Occupational CLF
028- Environmental Protection
Specialist
National CLF 2000
301 - General Admin istative
National CLF 2000
343 - Management Analysis
National CLF 2000
401 - Biologist
National CLF 2000
819- Environmental Engineering
National CLF 2000
905 - Attorney
National CLF 2000
1301 - General Physical Science
National CLF 2000
Total
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
%
#
%
Total Employees
All
277S
100.00
888
100.00
1419
100.00
729
10000
2065
10000
1036
10000
2028
100.00
10943
100.00
Male
1191
42.87
75.8
2*4
31.9$
43.4
437
30.80
61.4
451
61.87
55.9
1478
71,57
77,8
541
62.22
71.3
1319
65.04
$5.$
5701
5210
Female
15«7
57.13
24.1
604
6802
56.6
9«2
69.20
3$ .6
278
38.13
44.1
587
28.43
22.2
495
47,78
28.7
709
34.96
34.4
6242
47.90
Hispanic or
Latino
Male
43
1.66
1.8
16
1.80
4.7
17
1.20
2.0
11
1.51
1.9
99
4.79
2.2
24
2.32
2.0
43
2.12
2.2
253
2.31
Female
65
2.34
0.9
23
2.69
5.3
28
1.97
f.6
8
1.10
21
48
2.32
0.9
26
2.51
1.2
37
1.82
1.7
235
2.15
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
9«9
35,60
69.0
226
26.45
30.2
367
25.16
52.5
400
64.87
. 47.3
1150
55.69
65.4
463
44.69
$5.2
1162
56.80
46.4
4737
43.29
Female
1101
39.63
20:6
330
37.16
39.7
568
40.03
31.1
230
31.65
36.0
393
19.03
1.7.«
376
36.20
. 23.9
547
26.97
22.9
3544
32.39
Black or
African
American
Male
97
349
1.7
35
394
4.9
47
3.31
2.6
28
3.84
1.2
77
3.73
3.0
29
2.80
2.1
63
3.11
1.7
376
3.44
Female
331
11.92
1.1
233
26.24
7.9
363
26.58
3.4
24
329
1.8
75
3.63
1.2
61
6. 89
1.9
77
3.80
1.4
1164
1064
Asian
Male
43
1.56
2.2
6
0.6*
2.7
13
0.92
3.5
9
1.23
4.3
147
7.12
. 6.0
21
2.03
1.4
51
2.51
15.6
290
2.66
Female
67
2.41
1.0
15
1.69
2.5
19
1.34
- 2.0
11
1.51
4.5-
67
3.24
2.0
29
2.80
. ' 1 .2
42
2.07
8.0
250
2.2$
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0.0
0
0.00
0.1
0
000
0.0
0
0.00
0.0
0
0.00
0,1
0
0.00
0.0
0
000
- 0.0
0
0.00
Female
0
0.00
0.0
0
0.00
0.1
0
0.00
0.0
0
0.00
0,0
0
0.00
0.0
0
0.00
0.0
0
0.00
0.0
0
0.00
American
Indian or
Alaska
Native
Male
19
0.68
0.8
1
0.11
0.4
3
0.21
0.3
3
0.41
.0.6
5
0.24
0.6
4
0.39
0.3
10
0.49
0.2
45
0.41
:emale
23
0.83
0.3
3
034
0.6
4
0.28
0.3
5
0.69
0.3.
4
0.19
0.1
4
0.39
0.2
6
0.30
0.1
49
0.45
Two or More
Races
Male
0
0.00
0.3
0
0.00
0.3
0
0.00
0.5
0
0.00
04
0
0.00
0.5
0
0.00
. 0.3
0
0.00
0.5
0
0.00
Female
0
0.00
0.2
0
0.00
0.4
0
0.00
0.3
0
0.00
0.3
0
0.00
0.1-
0
0.00
0,2
0
0.00
0.3-
0
0.00
Page 1 of 1
-------
U.S. Environmental Protection Agency
Participation Rates for Major Occupations - Distribution by Disability
Report Symbol. VP715B6L As of September30, 2004 Full/PartTime Permanent Workforce
Job Title / Series
Agency Rate
028 - Environmental
Protection Specialist
301 - General
Admin istative
343 - Management
Analysis
401 - Biologist
819 - Environmental
Engineer! ng
1 301 - General
Physical Science
Total
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
TOTAL
2871
100
876
100
1527
100
821
100
1945
100
1064
100
2193
100
11297
100
Total by Disability Status
[05]
No
disability
2704
94.18
828
94.52
1428
93.62
772
94.03
1861
9668
1008
94.74
2094
96.49
10695
94.67
[01]
Not
Identified
24
0.84
9
1.03
20
1.31
13
1.58
14
0.72
11
1.03
29
1.32
120
1.06
[06-94]
Disability
143
4.98
39
4,45
79
5.17
36
4.38
70
3.60
45
4.23
70
3.19
482
4.27
Targeted
Disability
35
1.22
5
0.57
21
1.38
3
0.37
7
0.36
7
0.66
7
0.32
86
0.76
Detail for Targeted Disabilities
[16, 17]
Deafness
6
0.21
1
0.11
2
0.13
0
0.00
1
0.05
1
0.09
2
009
13
0.12
[23, 25]
Blindness
5
0.17
2
0.23
3
0.20
1
0.12
0
0.00
0
0.00
0
0.00
11
0.10
[28, 32-38]
Missing
Limbs
1
0.03
0
0.00
1
0.07
0
0.00
0
0.00
0
0.00
1
0.05
3
0.03
[6«8]
Partial
Paralysis
9
0.31
1
0.11
5
0.33
0
0.00
1
0.05
2
0.19
2
0.09
20
0.18
[71-78]
Total
Paralysis
2
0.07
0
0.00
4
0.26
0
0.00
1
0.05
3
0.28
0
0.00
10
0.09
[82]
Conwlsive
Disorder
8
0.28
0
0.00
4
0.26
1
0.12
1
0.06
0
0.00
2
0.09
16
0.14
(90]
Mental
Retardation
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
[91]
Mental
Illness
2
0.07
0
0.00
2
0.13
1
0.12
3
0.15
1
0.09
0
000
9
0.08
[92]
Distortion of
Limb/Spine
2
0.07
1
0.11
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
3
0.03
Page 1 of 1
-------
Table A7
Applications and Hires for Major Occupations
A trend analysis has not been conducted because this data is not available.
176-
-------
Table A8
New Hires by Type of Appointment
A detailed trend analysis is not conducted this year although comparison tables are included. In future
years, this data will be combined with applicant flow data to identify trends and barriers.
177
-------
P.1»pent Symbol VP' I SJ-
U.S. Environmental Protection Agency
New Hires by Typt of Appointment - Distribution Dy Rtee/fJtBifdty and Sex
Tola!
Type of Appointment
PetMianeat
Temporary
TOTAL
CJLP iTOQli)
#
%
If
**•
JCP
»
%
%
total EmployefrS
All
Sill'
KC»
^J?2£
100
C4*S
KO
Ifrt
fcfefo
Kl2
4J tt
mi
fa &
;»>
*
2*
R.)
_m
r/t
'2«
*>;
r«uat»
1IC«
3<«
IS<
4 IS
'v^''^
;e*
j h
RACWTHN1CITY (Non - Htef>a«iic &r Ldilinu)
Whhe
Male
1173
>2 ^
1(155
j? £
.-,;•;_—-<;,
J4€fe
>s 11
leniq-e
1246
34 »
L_li±
*2T:ft
l'r'lS
;i ,^
r? /
8toci ar
African
Afitrlcai
Mil*
I'U?
5-15
2«9
fjr
we
"' K>
iiS
lewsfe
4&'l
cw
3fl
13 44
*»l
1.2 «
£ 7
Asia*.
Mate
121
335
5*
3 Jrj
Si?
3-?J
1_?i
faaefc
ir;i
^46
111
5?1;
t?i
422
S ?
Ha'tf^e
HdVVO.ild'IT Ul
Oilwr P»dflc
tstantlef
Mjlf
0
r~o.oo
0
C "Xi
o
C0l>
L_£l
Fwwte
M
o •:*
0
rt I>j
0
I! «>
01
Am«ricam
ilillirtlt 01
Alaska
N«tivu
Male
14
0 33
I/
»«0
51
0< t«
flj
FStrt*
S^
064
ie
OM
iw
OSI
n ."•
________
Two ef Wore
Race's
tote
I (i
OW
0
Otw
)
IJ
00>>
ca
oo>
fit
00
-------
U.S. Environmental Protection Agency
New Hires by Type of Appointment - Distribution by Disability (0PM Form 256 Self-Identification Codes)
Report Symbol VP71 5BQ From September30, 2000 To September 30, 2005
Total Workforce
Type of Appointment
Permanent
Temporary
Total
Prior Year
#
%
#
%
#
%
%
TOTAL
2684
100
4231
100
6915
100
100
Total by Disability Status
[05]
Nb
Disability
2533
94.37
4014
94.87
6547
94.68
96.35
[01]
Not
Identified
24
0.89
33
0.78
57
0.82
0.16
[06-94]
Disability
127
4.73
184
4.35
311
4.50
3,49
Targeted
Disability
15
0.56
58
1.37
79
1.14
039
Detail for Targeted Disabilities
[16,17]
Deafness
0
0.00
9
021
9
0.13
0.08
[23, 25]
Blindness
0
0.00
17
0.40
17
0.25
0.08
[28, 32-3S]
Missing
Limbs
3
0.11
2
0.05
5
0.07
0.00
[64-63]
Partial
Paralysis
2
0.07
11
0.26
13
0.19
0.00
[71-78]
Total
Paralysis
0
0.00
3
0.07
3
0.04
0.00
[«2]
Convulsive
Disorder
4
0.15
2
0.05
6
0.09
0.00
[90]
Mental
Retardation
0
0.00
1
0.02
7
0.10
000
[91]
Mental
Illness
6
0.22
13
0.31
19
0.27
0.23
[92]
Distortion of
Limb/Spine
0
0.00
0
0.00
0
0.00
0.00
MD
Page 1 of 1
-------
Table A9
Selections for Internal Competitive
Promotions for Major Occupations
A trend analysis has not been conducted because this data is not available.
180-
-------
Table A10
Non-Competitive Promotions - Time in Grade
A trend analysis has not been conducted because this data is not available.
181
-------
00
to
U.S. Environmental Protection Agency
Non-Competitive Promotions - Time in Grade - Distribution by Race/Ethnicity and Sex
Report Symbol: VP715A10
As of September 30, 2004
Full/PartTirne Permanent Workforce
Total Employees Eligible for
Career Ladder Promotions
Time in grade in excess of minimum
1 - 12 months
13 -24 months
25 * months
#
%
#
#
%
#
%
#
%
Total Employees
All
1922
100
886
227
100
136
100
303
100
Male
$02
41.73
336
108
47.58
87
4926
161
63.14
Female
1120
5$ .27
330
119
. 52.42
69
50.74
142
46.86
Hispanic or
Latino
Male
53
2.76
19
3
1.32
8
5.88
8
2.64
Female
79
4.11
14
6
2.64
4
2.94
4
1.32
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
580
30.1$
269
$5
37.44
49
3603
125
41.26
Female
658
34.24
196
65
2863
43
31.62
88
29.04
Black or
African
American
Male
113
6.88
43
15
6.61
9
6.62
19
6.27
Female
290
15.09
97
42
18.60
18
13.24
37
12.21
Asian
Male
45
2.34
11
3
1.32
1
0.74
7
2.31
Female
87
4.53
20
6
2.64
3
"2.21.
11
3.63
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0
0
0.00
0
0.00
0
0.00
Female
0
0.00
0
0
0.00
0
0.00
0
0.00
American
Indian or
Alaska
Native
Male
11
0.67
4
2
0.88
0
0.00
2
0.66
Female
6
0.31
3
0
0.00
1
0.74
2
0.66
Two or More
Races
Male
0
0.00
0
0
0,00
0
0.00
0
000
Female
0
0.00
0
0
0.00
0
0.00
0
0.00
Page 1 of
-------
U.S. Environmental Protection Agency
Non-Competitive Promotions - Time in Grade - Distribution by Race/Ethnicity and Sex
Report Symbol, VP715A10
As of September30, 2000
Full/PartTime Permanent Workforce
oo
oo
Total Employees Eligible for
Career Ladder Promotions
Time in grade in excess of minimum
1 - 12 months
13 -24 months
25 * months
#
%
#
#
%
#
%
#
%
Total Employees
All
173$
100
596
193
100
87
100
310
100
Male
642
36 .91
259
69
34.67
26
2989
164
52.90
Female
1094
63.02
337
130
65.33
61
70.11
146
47.10
Hispanic or
Latino
Male
45
259
16
5
2.51
3
3.46
8
2.5$
Female
77
444
18
10
5.03
4
4.60
4
1.29
RACE/ETHNICITY (Non - Hispanic or Latino)
White
Male
438
25.23
187
45
22.61
16
18.39
126
40.65
Female
537
30.93
164
56
27.64
24
27.59
75
24.19
Black or
African
American
Male
94
5.41
34
11
5.53
3
3.45
20
6.46
Female
381
21.95
136
65
27.64
29
33.33
62
16.77
Asian
Male
54
311
17
7
3.52
4
4.60
6
1.94
Female
81
4.67
23
7
3.52
3
3.45
13
4.19
Native
Hawaiian or
Other Pacific
Islander
Male
0
0.00
0
0
0.00
0
0.00
0
0.00
Female
0
0.00
0
0
0.00
0
0.00
0
0.00
American
Indian or
Alaska
Native
Male
11
0.63
6
1
0.50
0
0.00
4
1.29
Female
18
1.04
6
3
1.61
1
1.15
2
0,66
Two or More
Races
Male
0
0.00
0
0
0.00
0
0.00
0
0.00
Female
0
0.00
0
0
0.00
0
0.00
0
0.00
Page 1 of 1
-------
Report Symbol. VP715B10
U.S. Environmental Protection Agency
Non-Competitive Promotions - Time in Grade - Distribution by by Disability
As of September30, 2004 Full/Part Time Permanent Workforce
Total Employees Eligible for
Career Ladder Promotions
Time in grade in excess of mnhnun
1 . 12 months
13-24 months
25 + months
#
%
#
#
%
#
%
#
%
TOTAL
1922
100
66B
227
100
136
100
303
100
Total by Disability Status
[06]
to
Disability
1781
92.66
604
201
88.55
127
93.36
276
91.09
[01 j
Not
Identified
22
1.14
13
7
{
3.08
1
0.74
5
1.65
[06-94]
Disability
119
6.19
49
19
8.37
8
5.88
22
7.26
Targeted
Disability
36
1,87
14
8
352
0
0.00
6
1.98
Detail for Targeted Disabilities
[16,17]
Deafness
8
0,42
2
2
0.88
0
0.00
0
0.00
[23, 25]
Blindness
8
0,42
3
3
1,32
0
0.00
0
0.00
|2«, 32-3*)
Missing
Umbs
1
0.05
1
0
. 0.00
0
000
1
0.33
[64-68]
Partial
Paralysis
7
.0.36
2
1
0.44
0
0.00
1
- 0.33
[71-7*]
Total
Paralysis
3
0.16
2
1
0.44
0
0.00
1
033
P2]
Convulsive
Disorder
3
0.16
3
1
0.44
0
0.00
2
0.66
[90]
Mental
Retardation
1
0.05
1
0
0.00
0
0.00
1
0.33
[91]
Mental
Illness
5
0.26
0
0
0.00
0
0.00
0
0.00
[92]
Distortion of
Limb/Spine
0
0.00
0
0
0,00
0
0.00
0
0.00
Page 1 of 1
-------
Report Symbol- VP715B10
U.S. Environmental Protection Agency
Non-Competitive Promotions - Time in Grade - Distribution by by Disability
As of September30, 2000 Full/PartTime Permanent Workforce
Total Employees Eligible for
Career Ladder Promotions
Time in grade in excess of miiinun
1-12 months
13-24 months
25+ months
#
%
#
#
%
#
%
#
%
TOTAL
1736
100
596
199
100
87
100
310
100
Total by Disability Status
[06]
ND
Disability
1595
91.88
SAO
179
89.95
78
8966
283
91.29
[01]
Not
Identified
17
0.98
10
4
2.01
1
1.15
5
1.61
[06-94]
Disability
124
7 14
46
16
8.04
B
9.20
22
7.10
Targeted
Disability
31
1 79
17
7
352
4
4.60
6
1.94
Detail for Targeted Disabilities
[16,17]
Deafness
7
0.40
3
1
050
0
0.00
2
0.65
[23, 26]
Blindness
3
0.17
1
0
0.00
1
1 15
0
0.00
[2«, 32-38]
Missing
Limbs
2
0 12
1
1
0.50
0
0.00
0
0.00
[64-68]
Partial
Paralysis
5
0.29
3
0
0.00
1
1.15
2
0.65
[71-7*]
Total
Paralysis
1
0.06
1
1
0.50
0
0.00
0
0.00
[82]
Convulsive
Disorder
4
0.23
3
2
1.01
1
1.15
0
0.00
[90]
Mental
Retardation
1
0.06
1
0
0.00
1
1.15
0
0.00
[91]
Mental
Illness
7
0.40
4
2
1.01
0
0.00
2
0.65
[92]
Distortion of
Limb/Spine
1
0.06
0
0
0.00
0
0.00
0
0.00
Page 1 of
-------
Table All
Internal Selections for Senior Level Positions
A trend analysis has not been conducted because this data is not available.
186
-------
Table A12
Participation in Career Development
A trend analysis has not been conducted because this data is not available.
187
-------
Table A13
Employee Recognition and Awards
A trend analysis has not been conducted because this data is not available.
188
-------
'Symbol
U.S. Environmental Protection Agency
Employe* Recognition and Awards - Distribution by Race/Ettinictty and S«x
Ciom Soptemher M, 28fl) To Sepiember 30, 2005
Pprmsnonl
Recognition or Award
Program g Awaids
Given -Tolal Cash
Tlrae-Otf Awards • 1-
Toi ai Time-C'if
Aw5)rjLx I -Q H0UIS
Total Employees
flJi
Male
Fewm
Laimo
11316
fenul*
RACMTHHICITt' (Non , Hrspjnkjf Lalijw)
While
Ha^e
ftwaw
8 Hours
HF
%
Tft( »l HOIJI <
Aveiige MoutS
1547*
1 «0 <>>
'.V.Jvft
>fi
c40;.
41 4\
-'.«*:'.".":
57
<•«>;. 5
56 f.J
«rjl7
55
;<*<>
1 ^
I¥J
52
574
:• K
:>.v+.
~~TH
5007
32 JS
2J»jtrt
57
5-41*
;««>
Vi' *'•
Black or
Airican
Ainericai
Male
'"4X
08C
_J2^£j
r "J7
female
Asian
MlH
F(«M
Sdtke
Other Pacific
(slandw
Male
feffljie
Am«
In fit
Ala
Na
MM
TfcatT"
an or
rsk*
tiv«
lemaie
Two or Mora
Wale
tenure
2^
1574
13231
54
0^5 J
23?
i 'i "
58
555
3«
JrtV
f €
r
0«
O
00
0
00*
1)
l>«
56
006
2S7
5
1 02
C.W?
".vr;
51
O (H>
0
00
0
o«
QO :,r,,j Under
](»|. vS ArnOMOl
"»vf'! jt|t? Ajrnosjnl
Cdsti Awards V5CII
"I') I'll l.-iih AttH'j$
I
/j>
r.-.tji fln.o-iji.t
A,,,-Hr|f. driwjnl
iS/O.i
loOO»
?1'" 1
*L~_-—,
i'-J4M«K
jj)3
1 '>»
''•/• ^:-'7
!:-w»
^<|,;
41 0£
1i'.i7ui
XJ
24IJ-.
44 «
•;2;
Ii.l'-'WXi
[Z^H
°*~^^~r^
4S W
T3WV?
I23/21
'•'57
1 C4
<-*24y
243
S70
C O-1
1MX'
*•' ;•:
f^'Ni1
Jl 4«)
t ?':<'! P?
™_^
4 .' f"*
1 31
VJOO--.-.
3,U 8
D-44
^47
4<4';.)4
3308
JJ4MJ
>" ?4
tj;f.i-;ea
J-J2 3
017:.
»3J
ia?si
2-1 :•
17t'l<>
.52>->
f'04.4.'.
:;;? o
44 i
L_i!i
~T^?
2-j >
~~r^
1 4~S
"Itv^
34il
2147
iCi'X'
»:7{
2*. '"
r-~— -]
If Si
Ji24:'J>
341 i
^ A _'
! 6<>
hJ7;
2i it
„__,
» vV
43Mt''
J3S S
;<-S4
219
•'025
233
__.
t' « ^
rl7W44
32; 7
o
0«
I)
«0
1"
0 0*>
a
o «
57
03f
,M;y
226
i-
OiX
fl
(i o
1
OCNI
)5t'
I&.'M)
-, -,t e
1 043
?7i'*2
») 5
•••I
Cf2
1 t.l';*
24!
>:>$•)
104J|-|4
3229
0
»<>»
o
OOj
0
« w
o
00
1 1 52
2 14
1 4 TO':-
12<5 9
I;TI-?
^ 2?
1414?:^
11 JO 2
2;5.r7
Tf*?
.'•i.-j';^
LVJ52
iroi
:-o3<
•;i2»:j-i7-'f
i;o>'j
2121
0:^
^4'*?;
i:w?
nw
ICi^'
v|?5fjU
I12« 1
L_L£L
2 5;<
i r}">vio
Ksor
i:w
2 -'2
lf/-«i:.it
\\W !
I'l
0 iX'
fl
it 0
,1
(><>l
it
i) fl
ir.-<
o ;o
Iv7l77
11 (02
lasl o
000
21<-'2I
11(61
«> w)
j'i
oo
fi
i>«
0
0 0
fll
0 -XI
1)
0 0
0
C* ;Xi
(I (1
[uuaUty Step Increasas lUbte)
!i)!i! i Job
T .!il b--iu-H
^
"~~^~
!'>->i.'fJ
.,•.,„>. P.', .*(* I__i±LL
!•.;•?
4t 73
i--r:f-ii
ftf.^4
^J*41
__,
:« 2 1 0 2
J.fHj S
14
1 sS
;>:'10I2
20
••2VO.S4
__J£^3j
i.;;i
x w.
C.'174-.J'
4Mhi
12?
02i
f7?f.7-
i44»; ;
j;>i
1355
:-:too?
4 1 2l't f,
,-H.
21'.<
c-;«'i«
iX1
0
«n
u
oi»
0
I'M)
r
il 1S
:7-.-i7
'•• ?tf \
_-_q___.
•Jll.V.
T^iTTf
no
11
D 'Xi
I'l (1
-------
Table A14
Separations by Type of Separation
A trend analysis has not been conducted; however, comparison charts are provided
190-
-------
U.S. ErwfronmentaJ Protection Agency
Separations by Type of Separation • DIs trlbutton fay Race/Ethnicity and Sex
Repoil Symtol VP7I5A1J From SepteoiberJO, 20tO To SejMerwber 30, 2005 FutePaitTmte Peimanenf Wocktoice
Type of Separations
Voluntary
involuntary
Total Separations
Total Workforce
#
%
*
%
#
%
*
%
Tfttal Employees
IIjEZ
4Crii6
100
K-4
!«
4^0
1W
1 7-h-f.f,
KO
Mile
jiX'O
4-J J2
62
« jr
K»*2
4)22
«'K)
4j fc<
fenu-Je
M7t'
50^8
a
K< n
JU3
|Ui!i
~-
5fi
L_i£i
273
ftACf ETHNICITY (Noil .Htspante or LiJinof
WW«e
Mate
S fja
10 S3
K
it i*
i ,ro:
iJO^
hK^
J8 64
fw«ie
I3«
31' ?9
,•!
a iy
\374
ij<(«
f~i'<>
y> ft
Black or
AM can
Affierlcw
Wilt
I7t
4i5
16
II *l
)»4
!«9
7T4
431?
r«nt^e
&>8
is 10
?5
:IM
5)7
^JLi£
K?s
14 59
Asian
Mate
sr
21?
•>
t
i
12 7<
.111'
2*>
Fenral*
1«
2«
r
SJ>
10?
1 2S?
Srti
2SJ
Native
Hdv» &>
(K
sjr
fenMlt
»
OSJ
c
090
Ji
OSJ
??
0«
Two ©r Wore
R»cc«
Kate
'•>
oc»
A
ow
0
00*
A
000
femafe
i>
Oft)
0
00>
0
0«
It
Oft)
-------
U.S. Environmental Protection Agency, Full/Part Time Permanent Workforce, As of 09/30/2000
VPOOly Glass Ceiling Analysis White Collar Graded Pay Plans and Executives
*Note: There is no data for Native Hawaiian or Other Pacific Islander or Two or More Races.
- 192-
-------
Attachment A
EPA Organization Chart
193
-------
Administrator
Deputy Administrator
Home Page & Pro. Chart
Assistant Administrator
for Administration and
Resources Management
Assistant Administrator
for Air and Radiation
Home Page I Pro. Chart
Office of the Chief
financial Officer
Home Page I Org. Chart
Office of General
•Counsel
Assistant Administrator
for Internationa! Affairs
±lame_Eage | SojJShail
Assistant Administrator
for Environmental
Information
Home Page I Ora. Chart
Assistant Admi nstrator
for Research and
Development
Home Page I Pro. Chart
Assistant Administrator
for So lid Waste and
Emergency Response
Home Page I Org. Chart
Region 1
Boston
Home Page
Qrg. Chart
Region 2
New York
Hqme_Pag_e
Org. Chart
Region 3
Philadelphia
. Chart
Assistant Adminstrator
for Enforcement and
Compliance Assurance
Home Pace I Ora. Chart
Office of Inspector
General
Home Page I Ora. Chart
Assistant Ad minstrator
for Prevention, Pesticides,
and Toxic Substances
Home Page | Org. Chart
Assistant Administrator
for Water
Home Page I Org. Chart
Region 4
Atlanta
Home Paae
Org.Chart
Region 5
Chicago
Home Page
Org. Chart
Region 6
Dallas
Home Paoe
Pro. Chart
Region 7
Kansas City
Home Page
Org. Chart
Region 8
Denver
Home Page,
Org. Chart
Region 9
San Francisco
Home Paoe
Org. Chart
Region 10
Seattle
Home Page
Orq. Chart
194
-------
Attachment B
EEOC 462 Report on EEO Complaints
195
-------
ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY
STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS
(REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER W TH)
FROM: ENVIRONMENTAL PROTECTION AGENCY
TO: EOUAL EMPLOYMENT OPPORTUNITY COMMISTON REPORTING PERIOD:
PART I PRF^COMPLATNT COUNSELING (CONTINUED)
I. NON-ADR SETTLEMENTS COUNSELLNGS INDIVIDl ALS
TOTAL 2 1
PART n FORMAL (XJMPLAINT ACTIVITIES
12S A COMT1 -ATNTR ON HAND AT THE BEGINNING
OF THE REPORTING PERIOD
67 B C.OUP].. \TNTS FII.KD
1
C RKMANDS
197
168
E. COMPLAINTS IN' LINII D THAT WtRE NOT CT)NS( 1 1 IDA FFD
94
29
0 n IMR..UKTS LM LINE 1 ) THAI WERE 1 1 iNSOHTMTTiD
13 H ruViPLArMTS [N l,ti4E G RiLEIVIhO t.O 2 0
r?-\L\LNG Al ALL
: E>j-tPlF>:«- rr. sr >rp - T- T M 14 o
u 5TAJT R£rLHT>:C HEOLrmFn
flOR MOItE HOI rus
b >TTAPT RRrFIVTi-lG^ OR
MOP.F HOUSS, GFVFRA1I.Y 0 LI
G1\'ENTO^EV. STAKK
, ,-rA» RKEJVB.CV,
TtLMNlNGAl AU.
C. REPORTrVG LINE
1 DOES THE FXO DIRPCTOR RTPORT
TO THE AGF.KCY I IT. \D"
Jt PKRCE.NT
0 !<)!) 1)11
) II IK)
41 II 111 lid
7 P.07
1 D.OIJ
34 K2.l>3
1) KM) in
0 I) (HI
1) 0 IM)
0 0 (M.)
4 1 ( H M M)
4 iuo.no
0 dUO
.) n i in
STKVA10RS COI'VJ(jN\»i7IG
~\ CTJMHArl ACETsCl- ro^m^l^T
0 0 1 U
0 0 (1 O
LI U U 0
o n i o
U -l 3 I)
0 0 0 0
0 0 " 0
0 4 3 "
YFS \0
X
2. IF NO. \VIIO DOES '[TIL IiEO DIREC 1 OR P.EPORT TO '
PERSON
TITLE
3 ftWO ISRESFJNSBLLruRnil;DA\-'IO-DA\ UPER-AI1'J.\ OF IHLhhHPRl OR AM
IN ^^f H T) ni-'PiaixrFNT'Arvf- vi^i •< iR<'i \ vr/ -\TTfi\r'
PERSON:
TITLh:
4 WHO DOES THAT PERSON KiPORTTO"
PERSON;
TfTLF
196
-------
PART IV. BASES AND ISSIIFS AI,I.F.fiFl) IN fOMPLAFNTS FH-fil)
BASES OF ALLEGED DISCRIMINATION
ISSUES OF
ALLEGED
DISCRIMINATION
F.EOf FORM 41)2 (REVISED JUNE MlM)
PAGE 3
197
-------
PARTY. SUMMARY OF CLOSURES BY STA Tim:
A. STATUTE (IF A SINGLE COMPLAINT HAS MULTIPLE STATUTES RECORD EACH ON THE .ypRoi
97 1. TITLE VTI
39 2 AGE DISCRIMINATION LN EMPLOYMENT ACT (ADEA.)
" 3. REHABILITATION ACT
0 4 ROUAI.PAY AfT(FPA)
RLVTt ILNE.)
R TOTAL HV STATUTES
'69 Ti-nS NUMBER WILL BE LARGER THAN THE TOTAL NUMBER OF COMPLAINTS CLOSED
(Al+A2+A3-rA4)
PART VI. SUMMARY OF CLOSURES BY CATEGORY
A. TOTAL NllffiER OF CLOSURES 1 1 > 2 - i ;
1 WITHDRAW AJS (, t,
(>) NON-ADR WITHDRAWALS
ft) ADR WITHDKAW ALS
2. SFTTI F.MENTS ,,_„,
(a) NON- ADR SETTI JAFF.NTS
(b) ADR SETTLEMENTS
3. FINAL AGENCY DECISIONS :t - :
a FINAL AGENCY DECISIONS X Jjy/OtT AN ADMINISTRATE JUDGE DECISION ,•-:-?.
1. FINDING DISCR1MLNA1ION
2. FINDING NO DISCRIMINATION
) DISMISS U. OF COMF1. MNTS
C FINAL AGENCY ACTIONS 1(777; AN IDMLNTSTR-M) \ t .RTJGF i \J) DECISION ( _ .
1 AJ DECISION nU.YIMPUMENTTD ..ri.-,.
(a) FINDING DISCRIMINATION
(1» FINDING NO DISCRIMINATION
(c) DISMISSAL OF COMPLAINTS
2. .AJ DECISION NOT FULLY IMPLEMENTED . a - h - ; ,
(a) FINDING DISCRIMINCTON /! -•>-'"'
u -\GENCY APPE.'\LED FINDING Bin" NOT REMLDV
a AGENCY yPE-U-ED REMEDY BIT NOT FINDING
iii. AGENCY APPEALED BOTH FINDING VND REMEDY
(b) FINDING NO DLSCRBDNATION
1C) DISMISS. \L OF COMPLUNTS
TOT.M
NTMBF.R
Km
4
4
0
11
11
0
91
62
0
30
32
2')
29
0
27
2
0
1)
0
0
0
,,
n
TOT \I.
DAYS
72.4l>4
^ "> i 1
,,,,
(1
4 MO
4.640
0
65.623
31. WO
0
23 0411
8.950
1 1 6 "i "i
13631
0
m7S
1.25X
1)
n
0
(i
0
ii
ii
4\TRACi
DA1!?
0X3 9)
^^" "i
ii- ""i
0 no
421 82
421 82
0 (HI
721 13
51597
o no
76X 00
279 09
1.159 76
1.15976
0 00
1.19907
629 00
0 00
000
0 00
U 00
n no
U 00
0 (X)
198
-------
PART VL SUMMARY OF CLOSURES BY CATEGORY (Continued)
TOTAL
NLMBER
TOTAL
DAYS
AVERAGE
DAYS
D FINAL 4OKNCY MERIT DECISIONS (FAD) ISSUED
(1.213)
30
13,102
436.73
1 COMPLAINANT REQUES
IMMEDIATE TAD
1)
2.118
192.55
AGENCY 1S5.LTD FAD WITHIN 60 DAYS OF RECEIPT OF FAD REQUEST
b. AGENCY ISSUED FAD MORE TilAN 60 DAYS BKYOND RECEIPT OF F.\D REQUEST
2.I2K
2.-.6.-W
2 CQMPUUN.'iNT DID NOT ELECT HEARING OR F.\D
10.VS54
686.5U
a AGUX'CY ISSUED FAD WmTTN 60 DAYS OF END OF JO-DAY ELECTION PF.RIOD
0
0.00
b AGENCY ISSUED FAD MORE Til .AN 60 DAYS DEVOND END OF 30-DAY ELECTION PERIOD
16
10,984
686.50
3. HEARING REQUESTED; AJ REMAaVDED FOR FAD W.TTHO1 T AJ DECISION
(3a 3b)
0.00
a. AGENCY ISSUED F,\D WITHIN 60 DAYS OF RECLIFT OF AJ REMAND FOR F.AD tSSU.VNCE
0.00
b AGENCY ISSUED FAD MORE Tl IAN 60 DAYS .AFTER RECEIPT Of A) REMAND TOR FAD iSSl ANCE
0
0
0.00
PART V1L SUMMARY OF COMPLALNTS CLOSED WITH CORRECTR^E ACTION
DURING FORMAL COMPLAINT STAGE
NUMBER
AMOUNT
A TOT A! POMP! AINTS fl
WTTH PORRFPTIVF
11
O^TTRP1? \irrn-l MHMFTAPY
287.5UO.OO
1. BACK PAY/FRONT PAY
o no
2. LUMP SUM PAYMENT
287 500 00
3. COMPENSATORY DAMAGES
0.00
C CLOSURES WITH ATTORNEY'S FEES AND COSTS
T> nno no
D. SUBTOTAL OF ALL MONETARY BENEFITS (B+C)
S359.500.00
E. CLOSURES WITH NON-MONETARY BENEFtTS
F. TYPES OF CORRECTIVE ACTION
NUMBER WITH
MONETARY BENEFITS
NUMBER WITH NON-
MONETARY BENEFITS
l.HIRE
0
0
a RETROACTIVE
b NON-RETROACTIVE
2 PROMOTION
a. RETROACTIVE
b. NON-RETROACTIVE
3. DISCIPLINARY ACTION
RESCINDED
b MODIFIED
4. REINSTATEMENT
f REASSIGNMENT
fi PERFORMANCE FTVAl .1!ATTON MODIFIED
7 PKRSONMF.I. F7T.F. P1FRC.RD OF AOVFRSF MATF.RI AI.
X ACCOWMOnATIOM
9 TR.AIN'ING.TLHTION'ETC
10 I.RAVF. RF.STORRD
11. OTHER (PLEASE SPECIFY ON COMMENTS PAGE)
199-
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I
PART VHL SUMMARY OF PENDING COMPLAINTS BY CATEGORY
M MB£R MTvlBUR
PtNLXNCj OK DAYS
A. TOTAL COMPLAINTS PENDING Tl+2+1+4)
90 4-0 4
(SAME .AS f.\f.r 11 Lmc I.)
1. COMPLAINTS PENDING WRITTEN NOTIFICATION o o
2 COMPLAINTS PENDING IN INVESTIGATION 19 2.718
3 COMPLAINTS PENDING IN HEARINGS 29 18.74?
4 COMPLAINTS PENDING A FINAL AGENCY DECISION 42 19.164
U"ER_\GF
DAI'S
0.00
143 05
646 2S
456 29
NlI\mr:R "F D \YS FTVDIXt;
FOR OI DFSTC\Sr
0
248
1.204
1.338
PART r\. SUMMARY OF INVESTIGATIONS COMPT ,FTFD
A. INVESTIGATIONS COMPLETED DURING REPORTING PERIOD
1 INVESTIGATIONS COMPLETED BY AGENCY PERSONNEL u+h + c)
a. INVESTIGATIONS COMPLETED IN 180 DAYS OR LESS
b. INVESTIGATIONS COMPLETED IN 181 360 DAYS
1. TIMELY COMPLETED INVESTIGATIONS
2. UNTIMELY COMPLETED INVESTIGATIONS
c INVESTIGATIONS COMPLETED IN 36] OR MORE DAYS
2. COST OF AGENCY INVESTIGATIONS
3 INVESTIGATIONS COMPLHTUD BY CONTRACTORS la + b+c.)
a. INVESTIGATIONS COMPLETED IN ISO DAYS OR LESS
b. INVESTIGATIONS COMPLETED IN 181 - 360 DAYS
1. TIMELY COMPLETED INVESTIGATIONS
2. UNTIMELY COMPLETED INVESTIGATIONS
c. INVESTIGATIONS COMPLETED IN 361 OR MORE DAYS
4 COST OF CONTRACTOR INVEST! CATIONS
101
u.
53
0
0
0
0
0
0
$0 00
-^ ^
16
34
T
"*( T
1
SI&6.S33.00
1O1AL D,\\ i
12.075
0
0
0
0
0
0
1 ? 07S
? 1118
8 SIS
490
X 348
1 199
'.\ l.RAGh D,\\ S
o no
(I.IKI
o oo
0 00
0 OO
0 (HI
227 81
127 IX
259 94
245 00
260.88
i99 67
200-
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PART X. SUMMARY OF ADR PROGRAM ACTIVITIES
INFORMAL PHASE PRE-COMPLAINT)
A, ADR PENDING FROM PREVIOUS REPORTING PERIOD
E. 4J>R ACTIONS IN COMPLETEDfENTJEJD COTJNSEUNGS
L ADR OFFERED
2. REJECTFD BY COMPLAINANT
3. RFJECTED BY AGENCY
4. TOTAL ACCEPTED INTO .ADR
C. ADR RESOrRCES USED IN CONfrUTTED/ENDED COUNSELLNCS (1*2+3+4+5)
LINHOrSE
2- ANOTHER FEDERAL AGENCY
3 FRT. ATE < iRUAjVIZATIMNS. ^.CONTRACTORS. BAR ASSOCUTI
INDIVIDUAL VOLUNTEERS OR COLLEGE-! MYERSITY PERSONNEL)
4. MUUITPLE RESOURCES USED (Please specify )
5- OTHER (Pleaw spt^Tf\ on connnmls paci.1}
D. 'UJR .\TTK\tPTS IN rOMPl.ETED/F?>T>ED COLlN'SOJN'GS < 1 -i-2+3+4J-5-hi+7+S+9)
1 MEDl \TION
1- SETTLtMEN t CONFER£NX'ES
3. iARLY KEUTOAL EV.U.ir.ATIONS
4. FACTTINDDMO
5. FACILITATION
6 O\fBL'0SMV\
7. PEER REVIEW
8- NflATlPLE TEfHNJQUES USED I Please -sfcofy )
9, OTTttR (PIcLM; specif,)
E. STATUS OF CASES
]. TOTAL CLOSED (a - h ' c - d-c)
a. SETTLEMENTS \VTT» BENEFTTS (Monaarv nndNon-ooaarr)
b NO FOR.%LAL COMPLAINT FILED
c NO RESOLUTION
d NO ADR ATTEMPT
c OTHER (Please speoft-i
2. O?E>: K\TNTORY - ADR PENDING
C'OrTS'SEUNGS
^
1 0-5
(iO
?ft
10
y
D
1
0
0
8
')
S
II
0
0
1
0
0
0
1)
COUNSEJJMGS
9
7
II
S
T
0
-,
fNDnTDt'.AJUS
1
x<
>fi
IS
0
8
0
1
0
0
7
>!
-
(}
0
{)
1
0
II
II
II
INDIVIDUALS
8
->
0
4
7
0
-i
DA\S
DAYS
-HH
1)
0
1)
-U)
0
II
(1
(1
DAYS
44^
8"!
0
". n
47
0
1 1-, 1
AVERAGE PAVS
AVERAGE DAYS
-II >S
III)!)
(I 00
0 W
40 IM)
0 Of)
0 00
0 00
OIK)
AVERAGE DAYS
40 ">•>
41 SO
0 00
h"> Wl
•>"! SO
0 01)
j_n i">7
201
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PART XL SUMMARY OF ADR PROGRAM ACTIVITIES
FORMAL PHASE
A ADR PFNIXNC, FROMPRFVTOTIS RFPORTING PF.RTOTJ
B. ADR ACTIONS IN COMPLAINT CLOSURES
1. ADR OFFERED
2. REJECTED BY COMPLAINANT
3. REJECTED BY ACiEKCY
4. TOTAL ACCEPTED INTO ADV.
C. ADR RESOURCES USED IN COMPLAINT CLOSURES (1+2+3+4+Si
1. INHOL'SE
2. ANOTHER FEDERAL AGENCY
3 PRIVATE ORdANIZ UTON'S. I c.g_CON'l KA<- I OR.S BAK -VSSCfC'I \TIONS.
INDIVIDUAL VOLUNTEERS OR COLLEGE! JNIVERSITY PERSONNEL)
4. MULTIPLE RESOURCES USED (Picnic specify )
5. OTHER (Please specify on comments papc)
D. ADR ATTEMPTS IT* CONn>LAINT CLOSURES (1+2+3+4+^-6+7+8-^10
1 MEDIATION
2 SETTLEMENT CONFERENCES
3 EARLY NEITRAI. EVALUATIONS
4 FACTHNDING
i FACILITATION
6 OMBUDSMAN
7. MINI-TRI.ALS
8. PEER REVIEW
9 Ml ILTTPLE TECFIXIQI .T.S 1 JSF D (Please speedy. I
1U. OTHER (Plcasv spoHf> cni commerds paee)
E, STATUS OF CASES
1. TOT AI, CLOSED (a b I c - d H e)
a_ SETTI.E\ffi>rrS WITH BF.NFEtTS (Monetary and Non-monciaryt
b. WITHDRAWAL FROM EEO PROCESS
c NOR ESDI mON
d NO ,\nK ATTEMPT
c I /THFR ( Plena: .-pc.-i^. on commcnl- pane i
2. OPEN IN\'ENTOR\' - ADR PENDING
F. BENEFITS RECEIVED
1. MONETARY (INSERT TOTAL)
a. COMPENSATORY DANLAUES
b. BACK PAVFRONT PA^'
c. LUMP SUM
i ATTORN tVS FEES & COSTS
a OTHER (Pleasi: specifS ixi ct^mraems pagc>
1. NON-MONETAJn (1NSER1 TOTALl
a. NEW HIRES
b PROMOTIONS
c. REINSTATEMENTS
d EXPUNGE MENTS
e TRANSFERS
£ REMOV ALS RESCIND1- D ,V\D VOLVNTA.RY RESIGNATIONS
g. RJL4SON.-UJLE ACCOMMODATIONS
IL TR_VINING
i \pi'n i HIV
1 O IT1FR (Plea.sc snecifv ™\ comm^m.'; paee)
( 'OH [PLAINTS
0
?f;
3 ~>
i
i
i
d
ii
0
(1
1
1
1
0
0
1)
(1
(1
1)
(}
I)
0
CWrpLAINTS
1
0
J
II
II
0
1)
COMTLALN 1'S
0
(1
0
0
0
0
0
(1
0
0
(1
0
(1
II
II
1)
0
COMPLAIN ANT.x
(1
?s
?(>
]
1
1
(1
II
0
II
1
1
1
n
II
0
(1
(1
II
I)
0
II
COMPI. VirvANT.s
1
II
1
I.I
II
0
0
tOMi'LAlNA-M*-
II
0
II
u
(1
II
0
1)
II
(1
II
II
II
0
II
II
(I
DAYS
i)
II
i )
u
II
0
0
II
II
II
II
1>A\ ,s
II
II
1)
II
1)
1 1
0
\MOr\T
S (1 IHI
f noil
£ (Mil)
S (Mill
S 1 1 I K 1
5 o no
\\T_RAGE L>\\ ••
(1 (1(1
1 ) 1 H 1
(1 (Ml
ii on
n IHI
II Oil
n. nn
n on
1 1 < K 1
n nn
1 1 1 H 1
\\ l-ku:T I>\\ s
(1 (in
(1 lid
n (ID
n nn
(Hill
n no
n i M i
202
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PART XII. SUMMARY OF ADR PROGRAM ACTIVITIES
TRAINING AND RESOURCES
NUMBER
TRAUNID
A. BASIC ADR ORIENTATION TRAINING
1. MANAGERS
2- EMPLOYEES
NUMBER
B. EMPLOYEES THAT CAN PARTICIPATE IN ADR
0
NUMBER
C. IN HOUSE STAFF RESOURCES AVAILABLE FOR APR
1. FULLTIME
~L PARTTLM1;
3. COLLATERAL Dim"
AMOUNT
D. .ADR FUNDING SPENT
CERTIFICATION AND CONTACT INFORMATION
1 califS lhat ihu tF.O complaint dala cuniainvd on this reoorL EEOC Form 4£2. .Annual Federal Eoual Kmolovmenl Om>orlunitv Staiistica.
Rj;por1 of Discnminabon G)mp!ainla, for flis r^xirting perkwl Oc 6>ber 1, 3305 thiB'ogh Seplemba 30, 26 are accunfit ond compi-iile
"HTED K.1MR AND TITLE OF CERTIFVTNG OFFICIAL
SIGKATIIRF, OF CHRTTFYTNCl OFFTCTAI.-
1TPED NAME AND TITLE OF PREPASER:
SIGNATURE OF PREPy-UlER:
DATE:
TELEPHONE NUMBER:
Tins report is due to the following addres.1! on or before October 31 si:
Ij & Equal Employmefli Opportunity Lrjmmtsspjn
Ofila;
-------
ATTACHMENT C
Delegation of Authority
204
-------
Temporary Delegation of Authority to Settle Administrative Equal Employment Opportunity (EEO) Claims
and Complaints
1 AUTHORITY.
On behalf of the U.S. Environmental Protection Agency (EPA or Agency), to enter into settlement agreements
that resolve administrative claims and complaints brought against the Agency under various EEO authorities,
including the Equal Pay Act of 1963, as amended, 29 U.S.C. 206(d) et seq.; Title VII of the Civil Rights Act of
1964, as amended, 42 U.S.C. 2000e et seq.; the Age Discrimination in Employment Act of 1967, as amended,
29 U.S.C. 621 et seq.; the Rehabilitation Act of 1973, as amended, 29 U.S.C. 701 et seq.; Executive Orders
11478, 12106, 13145, and 13152; and the Equal Employment Opportunity Commission (EEOC) regulations at
29 C.F.R. Part 1614. This includes the authority to settle any and all of a complainant's pending administrative
EEO claims and complaints, and mixed case appeals filed by an appellant before the Merit Systems Protection
Board (MSPB).
2. TO WHOM DELEGATED.
a. The Chief of Staff, Assistant Administrators, Regional Administrators, General Counsel, Inspector General,
and Chief Financial Officer, for settlement agreements with complainants in their respective organizations
prior to the complainant requesting a hearing before the EEOC or MSPB.
b. The EPA Office of General Counsel (OGC), Office of Regional Counsel (ORC) or Office of Inspector
General (OIG) attorney designated by OGC, ORC, or OIG to represent the Agency after a complainant
requests a hearing before the EEOC or files a mixed case appeal before the MSPB."
3. REDELEGATION AUTHORITY.
a. The authority in paragraph 2a may be redelegated to management officials within the delegatees' respective
organizations. This authority may not be redelegated lower than the Division Director level, or equivalent.
b. The authority in paragraph 2b may not be redelegated.
4. LIMITATIONS.
a. The settlement authority provided under this delegation may only be exercised with the concurrence of
the Director, Office of Civil Rights (OCR), on acceptable parameters for settlement. This concurrence must
be obtained as early as practical. If settlement negotiation results in settlement terms that deviate from the
parameters concurred upon by the Director, OCR, then the delegatee or re-delegatee must obtain
concurrence on the new terms or new parameters before entering into a settlement agreement. The Director,
OCR, at his or her discretion, may waive the concurrence requirement, in writing, at any time.
b. The settlement authority provided under paragraph 2a may only be exercised after legal review of a proposed
settlement agreement by OGC, ORC, or OIG Office of Counsel, as applicable
c. The settlement authority provided under paragraph 2b may only be exercised with the concurrence of the
appropriate EPA management official.
205
-------
d. The designation of OIG attorneys to represent the Agency in the processing of employee complaints covered
by this delegation will be in accordance with the provisions of the Memorandum of Understanding Between the
General Counsel and the Inspector General of the United States Environmental Protection Agency, dated
September 8, 2004.
e. Subject to paragraph 4a, an OGC, ORC, or OIG attorney may engage in discussions and negotiations that may
lead to settlement of a claim or complaint by an official who has settlement authority under this delegation.
5. ADDITIONAL REFERENCES.
a. EPA Delegation 1-34, Litigation Representation
b. EPA Delegation 1-83, Final Decisions on Formal Complaints of Discrimination
c. 29 C.F.R. Part 1614
206
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ATTACHMENT D
Glossary
207
-------
Glossary
The following definitions apply to this Directive:
Applicant: A person who applies for employment.
Applicant Flow Data: Information reflecting characteristics of the pool of individuals applying for an
employment opportunity.
Appropriate Relevant Labor Force (ARLF): The EEOC and the Courts have determined that
agencies and other employers should make RLF comparisons based on either local or national data.
Local RLF should be used if applicants are solicited locally or the employer should be reasonably
expected to recruit locally. National RLF is used if positions are recruited nationally. In EPA,
vacancies are announced nationally; therefore, the NLF is used for all comparisons.
Barrier: An agency policy, principle, practice or condition that limits or tends to limit employment
opportunities for members of a particular gender, race or ethnic background or for an individual (or
individuals) based on disability status.
Civilian Labor Force (CLF): Persons 16 years of age and over, except those in the armed forces,
who are employed or are unemployed and seeking work.
Disability: For the purpose of statistics, recruitment, and targeted goals, the number of employees in
the workforce who have indicated having a disability on a Office of Personnel Management Standard
Form (SF) 256. For all other purposes, the definition contained in 29 C.F.R. § 1630.2 applies.
Employees: Members of the agency's permanent or temporary work force, whether full or part-time
and whether in competitive or excepted service positions.
Employment Decision: Any decision affecting the terms and conditions of an individual's
employment, including but not limited to hiring, promotion, demotion, disciplinary action and
termination.
EPA Components/Organizations: EPA components or organizations consist of program offices
(AA-ships), regional offices, and major laboratories. Major laboratories and Regions are provided
guidance and direction in the implementation of the EPA Affirmative Employment Program Plans.
Feeder Group or Pool: Occupational group(s) from which selections to a particular job are typically
made.
Fiscal Year: The period from October 1 of one year to September 30 of the following year.
Goal: Under the Rehabilitation Act, an identifiable objective set by an agency to address or eliminate
barriers to equal employment opportunity or to address the lingering effects of past discrimination.
Major Occupations: Agency occupations that are mission related and heavily populated, relative to
other occupations within the agency.
208
-------
Major Laboratories: Any organization serviced by the Area Offices in Las Vegas, Cincinnati, and
Research Triangle Park.
Onsite Program Review: Visit by EEO representatives to an agency to evaluate the agency's
compliance with the terms of this Directive and/or to provide technical assistance.
Reasonable Accommodation: Generally, any modification or adjustment to the work environment, or
to the manner or circumstances under which work is customarily performed, that enables an individual
with a disability to perform the essential functions of a position or enjoy equal benefits and privileges
of employment as are enjoyed by similarly situated individuals without a disability. For a more
complete definition, see 29 C.F.R. § 1630.2(o). See also, EEOC Enforcement Guidance on Reasonable
Accommodation and Undue Hardship under the Americans with Disabilities Act, No. 915.002
(October 17,2002).
Relevant Labor Force: The RLF is the labor force by occupation. It is used for making occupation
by occupation comparisons, as opposed to the general Civilian Labor Force, which represents the
ov4rall workforce by class group. The RLF is developed by the Bureau of the
Census. On the Website, Census provides by class group data for every occupational category used in
the census. The census also provides a cross-walk identifying which census category should be used
when comparing each Federal occupational series.
Section 501 Program: The affirmative program plan that each agency is required to maintain under
Section 501 of the Rehabilitation Act to provide individuals with disabilities adequate hiring,
placement, and advancement opportunities.
Section 717 Program: The affirmative program of equal employment opportunity that each agency is
required to maintain for all employees and applicants for employment under Section 717 of Title VII.
Selection Procedure: Any employment policy or practice that is used as a basis for an employment
decision.
Special Recruitment Program: A program designed to monitor recruitment of, and track applications
from, persons with targeted disabilities.
Staffing: The process of determining how a position is structured and how it will be filled. As an
example, when a full performance position is vacated, staffing options may exist. The position may be
advertised at the full performance level or advertised at a lower level so that a career ladder can permit
the incumbent to be promoted to the full performance level.
Targeted Disabilities: Disabilities that the Federal government, as a matter of policy, has identified
for special emphasis in affirmative action programs. They are: 1) deafness; 2) blindness; 3) missing
extremities; 4) partial paralysis; 5) complete paralysis; 6) convulsive disorders; 7) mental retardation;
8) mental illness; and 9) distortion of limb and/or spine.
Technical Assistance: Training, assistance or guidance provided by the EEO professionals in writing,
over the telephone or in person.
Trigger: A condition which may cause a barrier analysis to be conducted under EEOC MD-715. In
MD-715, EEOC requires agencies to prepare statistical tables representing various segments of
209
-------
employment data. The Triggers and Trends alert the agency to possible barriers that may exist to
equal employment opportunity.
Variance: The variance is calculated by applying the class group CLF percentage to the total number
of permanent employees assigned and rounding up to the next full number. When representation
scores are positive, it means that the Agency or component has more representation then the CLF
When the scores are negative, then the class group representation is less-than-expected. The variance
is the difference between what is expected and what actually occurs.
210
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ACKNOWLEDGEMENTS
The success of any program is determined by the support and commitment of those involved and
leadership from the key officials in an organization. At EPA, the program has continuously received
support from Headquarters' Program Offices, Regional Offices, Area Offices, and Laboratories. In
addition, support has been received from EEO Officers and their staff in the field and Program
Management Officers in the Headquarters. Union officials and Non-Labor Groups are also key
players in ensuring a workforce that is representative of our nation's labor force. Over 200 collateral-
duty Special Emphasis Program Managers lend time and commitment to their organizations in
meeting their EEO objectives. The almost 18,000 employees at EPA nation-wide contribute in their
own special and individual ways to meet EPA's mission to protect the environment, while ensuring a
positive work environment for all of our employees.
The Office of Civil Rights is a unique and diverse office with a small committed staff, which depends
on others to assist them in carrying out their work in the areas of complaints processing and
affirmative employment. Ultimately, managers and supervisors are responsible for the success of any
EEO Program and in meeting the EEO objectives. Their participation in annual Special Emphasis &
Diversity Program Observances, which are opportunities to recognize and celebrate the diversity of the
agency's employees, and supporting the development of new and innovative programs, is key to the
overall program's success.
The Office of Civil Rights, Affirmative Employment & Diversity staff, is led by Assistant Director,
Susan M. Morris, with Team members, Mirza Baig, Affirmative Employment Program Manager; June
Turner, National Asian Employment Program Manager; Melissa Rodriquez, National Hispanic
Employment Program Manager; Chris Emanuel, National Black Employment Program Manager;
Alease Wright, National Federal Women's Program Manager; Dr. Secody Hubbard, National
American Indian Program Manager; and Jerome King, Diversity Program Manager. This Team is
responsible for affirmative employment programs at EPA. I thank them for their outstanding work in
the development of this Affirmative Employment Plan, with input from EEO Officer's and Office of
General Counsel staff members.
Karen D. Higginboiham
Director
211
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