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

-------
                                                                                 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?
(see29CFR1614.102(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

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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

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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

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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

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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

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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

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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

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                                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

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REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
                                 34

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                                       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

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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

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                                        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

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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

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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

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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

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      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

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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

-------
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
37
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
ftcs
Male
0
00
0
90S

oco
n?
fenlj
..'
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
Mti\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
1OOV
?/;? 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-.'X2
J5 1
HOI
ftts-
?':''
2-'."'
US
IS
oi
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
2il 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^
522f-
24?
2 47
7iJ
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
36
Black *f
African
Arasricart
mt
j?
4
-")
i.
law
40
17?
774
4SS
fwts
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
fmafe
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 M2fi05
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
C5at*ly
25
4 44
!.'
220
37
334
^Twj
!!*<]
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)
Mi}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|
CwvUne
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
Pti
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
__iJ
^^^0
13
007
f-'l|
y3-i^
fre;?
-F
^,
02s
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

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 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-

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                                           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 -

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        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-

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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

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                                             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

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                                        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

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                                         Chart A2

                   Office for International Activities (OIA) - 79 employees
                                                   #   jp   
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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-

-------
                                         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-

-------
                                         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-

-------
                                        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-

-------
                   819 Series (Environmental Engineering) - 1933 employees
                                                     
-------
                                         Chart A6
                            905 Series (Attorney) - 1049 employees

                    /    o^   -i;?1    ->Sf
(^^^^^   ^(^^^
      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-

-------
                                          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  
-------
        SECTION IV




TREND ANALYSIS AND TABLES
            149-

-------
                                      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-

-------
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

-------
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

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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

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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
157
57.13
24.1
604
6802
56.6
92
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
99
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
[68]
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.1pent 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
*>;
ruat
1IC
3<
IS<
4 IS
'v^''^
;e*
j h
RACWTHN1CITY (Non - Htef>aiic &r Ldilinu)
Whhe
Male
1173
>2 ^
1(155
j? 
.-,;;_-<;,
J4fe
>s 11
leniq-e
1246
34 
L_li
*2T:ft
l'r'lS
;i ,^
r? /
8toci ar
African
Afitrlcai
Mil*
I'U?
5-15
29
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 Pdflc
tstantlef
Mjlf
0
r~o.oo
0
C "Xi
o
C0l>
L_l
Fwwte
M
o :*
0
rt I>j
0
I! >
01
Amricam
ilillirtlt 01
Alaska
Ntivu
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 Sx
              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 ^
IJ
52
574
: K
:>.v+.
~~TH
5007
32 JS
2Jjtrt
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'-J4MK
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^'
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j'i
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fi
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fll
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0 0
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(I (1
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!i)!i! i Job
T .!il b--iu-H
^
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!.;?
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14
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;>:'10I2
 20
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4Mhi
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 iX1
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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_ii
273
ftACf ETHNICITY (Noil .Htspante or LiJinof
WWe
Mate
S fja
10 S3
K
it i*
i ,ro:
iJO^
hK^
J8 64
fwie
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?
rnt^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
Rcc
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 RrLHT>: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
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0 0 (M.)
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4 iuo.no
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STKVA10RS COI'VJ(jN\i7IG
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0 0 1 U
0 0 (1 O
LI U U 0
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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-

-------
I
PART VHL SUMMARY OF PENDING COMPLAINTS BY CATEGORY
M MBR 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-

-------
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 CONFERNX'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
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(}
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II
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INDIVIDUALS
8
->
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DAYS
-HH
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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

-------
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)
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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
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202

-------
                    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 42. .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; 
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  ATTACHMENT C




Delegation of Authority
           204

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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.


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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

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                                           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.
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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

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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.
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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
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