LS^Environmental ------- 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 ------- SECTION I FORM 715-01 Parts A through J ------- 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 ------- 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 ------- 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 ------- 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 ------- 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. ------- 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. ------- 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. ------- 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 ------- 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 ------- 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? (see29CFR§1614.102(b)(5)] X X X """ Measures - Agency EEO policy is vigorously enforced by agency management. Are managers and supervisors evaluated on their commitment to agency EEO policies and principles, including their efforts to: X 13 ------- Tpt1 f~\f U.S. Equal Employment Opportunity Commission * UKM FEDERAL AGENCY ANNUAL 7 ! 5-° * EEO PROGRAM STATUS REPORT PARTG Essential Element A: DEMONSTRATED COMMITMENT FROM AGENCY LEADERSHIP Requires the agency head to issue written policy statements ensuring a workplace free of discriminatory harassment and a commitment to equal employment opportunity. Bas*i"" Compliance Indicator Resolve problems/disagreements and other conflicts in their respective work environments as they arise? Address concerns, whether perceived or real, raised by employees and following-up with appropriate action to correct or eliminate tension in the workplace? Support the agency's EEO program through allocation of mission personnel to participate in community out-reach and recruitment programs with private employers, public schools and universities? Ensure full cooperation of employees under his/her supervision with EEO office officials such as EEO Counselors, EEO Investigators, etc.? Ensure a workplace that is free from all forms of discrimination, harassment and retaliation? Ensure that subordinate supervisors have effective managerial, communication and interpersonal skills in order to supervise most effectively in a workplace with diverse employees and avoid disputes arising from ineffective communications? Ensure the provision of requested religious accommodations when such accommodations do not cause an undue hardship? Ensure the provision of requested disability accommodations to qualified individuals with disabilities when such accommodations do not cause an undue hardship? Have all employees been informed about what behaviors are inappropriate in the workplace and that this behavior may result in disciplinary actions? Measure has been met Yes X X X X X X X X X No For all unmet measures, complete and attach an EEOC FORM 715-01 PART H to the agency's status report 14 ------- EEOC FORM 715-01 PARTG U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT Essential Element A: DEMONSTRATED COMMITMENT FROM AGENCY LEADERSHIP Requires the agency head to issue written policy statements ensuring a workplace free of discriminatory harassment and a commitment to equal employment opportunity. Compliance Indicator Describe what means were utilized by the agency to inform its workforce about the penalties for unacceptable behavior. Have the procedures for reasonable accommodation for individuals with disabilities been made readily available/accessible to all employees by disseminating such procedures during orientation of new employees and by making such procedures available on the world wide web or internet? Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715-01 PART H to the agency's status report X Have managers and supervisors been trained on their responsibilities under the procedures for reasonable accommodation? X ------- EEOC FORM U.S. Equal Employment Opportunity Commission 715-01 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element B: INTEGRATION OF EEO INTO THE AGENCY'S STRATEGIC MISSION Requires that the agency's EEO programs be organized and structured to maintain a workplace that is free from discrimination in any of the agency's policies, procedures or practices and supports the agency's strategic mission. Compliance Indicator Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715- 01 PART H to the agency's status report -1" Measures - The reporting structure for the EEO Program provides the Principal EEO Official with appropriate authority and resources to effectively carry out a successful EEO Program. Is the EEO Director under the direct supervision of the agency head? [see 29 CFR §1614.102(b)(4)] For subordinate level reporting components, is the EEO Director/Officer under the immediate supervision of the lower level component's head official? (For example, does the Regional EEO Officer report to the Regional Administrator?) Are the duties and responsibilities of EEO officials clearly defined? Do the EEO officials have the knowledge, skills, and abilities to carry out the duties and responsibilities of their positions? If the agency has 2nd level reporting components, are there organizational charts that clearly define the reporting structure for EEO programs? If the agency has 2nd level reporting components, does the agency-wide EEO Director have authority for the EEO programs within the subordinate reporting components? If not, please describe how EEO program authority is delegated to subordinate reporting components. X X N/A N/A • X • Director reports to Deputy Administrator with access to Administrator ^ Measures The EEO Director and other EEO professional staff responsible for EEO programs have regular and effective means of informing the agency head and senior management officials of the status of EEO programs and are involved in, and consulted on, management/personnel actions. Does the EEO Director/Officer have a regular and effective means of informing the agency head and other top management officials of the X 16 ------- EEOC FORM U.S. Equal Employment Opportunity Commission 715-01 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element B: INTEGRATION OF EEO INTO THE AGENCY'S STRATEGIC MISSION Requires that the agency's EEO programs be organized and structured to maintain a workplace that is free from discrimination in any of the agency's policies, procedures or practices and supports the agency's strategic mission. Compliance Indicator effectiveness, efficiency and legal compliance of the agency's EEO program? Following the submission of the immediately preceding FORM 715- 01, the Assistant Director, AE&D and National SEPMs will present to the head of the agency and other senior officials the "State of the Agency" briefing covering all components of the EEO report, including an assessment of the performance of the agency in each of the six elements of the Model EEO Program and a report on the progress of the agency in completing its barrier analysis including any barriers it identified and/or eliminated or reduced the impact of? Are EEO program officials present during agency deliberations prior to decisions regarding recruitment strategies, vacancy projections, succession planning, selections for training/career development opportunities, and other workforce changes? Does the agency consider whether any group of employees or applicants might be negatively impacted prior to making human resource decisions such as re-organizations and re-alignments? Are management/personnel policies, procedures and practices examined at regular intervals to assess whether there are hidden impediments to the realization of equality of opportunity for any group(s) of employees or applicants? [see 29 C.F.R. § 1614.102(b)(3)] Is the EEO Director included in the agency's strategic planning, especially the agency's human capital plan, regarding succession planning, training, etc., to ensure that EEO concerns are integrated into the agency's strategic mission? Measure has been met Yes X X X X X No For all unmet measures, complete and attach an EEOC FORM 715- 01 PART H to the agency's status report 17 ------- EEOC FORM U.S. Equal Employment Opportunity Commission 715-01 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element B: INTEGRATION OF EEO INTO THE AGENC Requires that the agency's EEO programs be organized and structui is free from discrimination in any of the agency's policies, procedur agency's strategic mission. Compliance Indicator :Y'S STRATEGIC MISSION -ed to maintain a workplace that es or practices and supports the Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715- 01 PART H to the agency's status report •H' Measures - The agency has committed sufficient human resources and budget allocations to its EEO programs to ensure successful operation. Does the EEO Director have the authority and funding to ensure implementation of agency EEO action plans to improve EEO program efficiency and/or eliminate identified barriers to the realization of equality of opportunity? Are sufficient personnel resources allocated to the EEO Program to ensure that agency self-assessments and self-analyses prescribed by EEO MD-7 1 5 are conducted annually and to maintain an effective complaint processing system? Are statutory/regulatory EEO related Special Emphasis Programs sufficiently staffed? Federal Women's Program - 5 U.S.C. 7201; 38 U.S.C. 4214; Title 5 CFR, Subpart B, 720.204 Hispanic Employment Program Title 5 CFR, Subpart B, 720.204 People With Disabilities Program Manager; Selective Placement Program for Individuals With Disabilities - Section 501 of the Rehabilitation Act; Title 5 U.S.C. Subpart B, Chapter 31, SubchapterI-3102;5CFR213.3102(t)and(u);5CFR315.709 Are other agency special emphasis programs monitored by the EEO Office for coordination and compliance with EEO guidelines and principles, such as FEORP - 5 CFR 720; Veterans Employment Programs; and Black/Afncan American; American Indian/Alaska Native, Asian American/Pacific Islander programs? X X X X X X X 18 ------- EEOC FORM U.S. Equal Employment Opportunity Commission 715-01 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element B: INTEGRATION OF EEO INTO THE AGENCY'S STRATEGIC MISSION Requires that the agency's EEO programs be organized and structured to maintain a workplace that is free from discrimination in any of the agency's policies, procedures or practices and supports the agency's strategic mission. Compliance Indicator Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715- 01 PART H to the agency's status report «M "^ Measures - The agency has committed sufficient budget to support the success of its EEO Programs. Are there sufficient resources to enable the agency to conduct a thorough barrier analysis of its workforce, including the provision of adequate data collection and tracking systems Is there sufficient budget allocated to all employees to utilize, when desired, all EEO programs, including the complaint processing program and ADR, and to make a request for reasonable accommodation? (Including subordinate level reporting components?) Has funding been secured for publication and distribution of EEO materials (e.g. harassment policies, EEO posters, reasonable accommodations procedures, etc.)? Is there a central fund or other mechanism for funding supplies, equipment and services necessary to provide disability accommodations? Does the agency fund major renovation projects to ensure timely compliance with Uniform Federal Accessibility Standards? Is the EEO Program allocated sufficient resources to train all employees on EEO Programs, including administrative and judicial remedial procedures available to employees? Is there sufficient funding to ensure the prominent posting of written materials in all personnel and EEO offices? [see 29 C.F.R. § 16I4.102(b)(5)] Is there sufficient funding to ensure that all employees have access to X X X X X X X X 19 ------- EEOC FORM U.S. Equal Employment Opportunity Commission 715-01 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element B: INTEGRATION OF EEO INTO THE AGEN Requires that the agency's EEO programs be organized and structu is free from discrimination in any of the agency's policies, procedur agency's strategic mission. Compliance Indicator this training and information? Is there sufficient funding to provide all managers and supervisors with training and periodic up-dates on their EEO responsibilities: for ensuring a workplace that is free from all forms of discrimination, including harassment and retaliation? to provide religious accommodations? to provide disability accommodations in accordance with the agency's written procedures? in the EEO discrimination complaint process? to participate in ADR? CY'S STRATEGIC M red to maintain a v es or practices and Measure has been met Yes X X X X X X No ISSION workplace that supports the For all unmet measures, complete and attach an EEOC FORM 715- 01 PART H to the agency's status report 20 ------- EEOC FORM 715-01 PARTG U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT Essential Element C: MANAGEMENT AND PROGRAM ACCOUNTABILITY This element requires the Agency Head to hold all managers, supervisors, and EEO Officials responsible for the effective implementation of the agency's EEO Program and Plan. Compliance Indicator Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715- 01 PART H to the agency's status report * Measures - EEO program officials advise and provide appropriate assistance to managers/supervisors about the status of EEO programs within each manager's or supervisor's area or responsibility. Are regular (monthly/quarterly/semi-annually) EEO updates provided to management/supervisory officials by EEO program officials? Do EEO program officials coordinate the development and implementation of EEO Plans with all appropriate agency managers to include Agency Counsel, Human Resource Officials, Finance, and the Chief information Officer? X X ^ Measures - The Human Resources Director and the EEO Director meet regularly to assess whether personnel programs, policies, and procedures are in conformity with instructions contained in EEOC management directives, [see 29 CFR § 1614.102(b)(3)] Have time-tables or schedules been established for the agency to review its Merit Promotion Program Policy and Procedures for systemic barriers that may be impeding full participation in promotion opportunities by all groups? Have time-tables or schedules been established for the agency to review its Employee Recognition Awards Program and Procedures for systemic barriers that may be impeding full participation in the program by all groups? Have time-tables or schedules been established for the agency to review its Employee Development/Training Programs for systemic barriers that may be impeding full participation in training opportunities by all groups? X X X See Part 1-2 21 ------- EEOC FORM 715-01 PARTG U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT Essential Element C: MANAGEMENT AND PROGRAM ACCOUNTABILITY This element requires the Agency Head to hold all managers, supervisors, and EEO Officials responsible for the effective implementation of the agency's EEO Program and Plan. Compliance Indicator Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715- 01 PART H to the agency's status report "*" Measures - When findings of discrimination are made, the agency explores whether or not disciplinary actions should be taken. Does the agency have a disciplinary policy and/or a table of penalties that covers employees found to have committed discrimination? X Have all employees, supervisors, and managers been informed as to the penalties for being found to perpetrate discriminatory behavior or for taking personnel actions based upon a prohibited basis? X Has the agency, when appropriate, disciplined or sanctioned managers/supervisors or employees found to have discriminated over the past two years (2003-2004 data)? X If so, cite number found to have discriminated and list penalty /disciplinary action for each type of violation. N/A Does the agency promptly (within the established time frame) comply with EEOC, Merit Systems Protection Board, Federal Labor Relations Authority, labor arbitrators, and District Court orders? X Does the agency review disability accommodation decisions/actions to ensure compliance with its written procedures and analyze the information tracked for trends, problems, etc.? X 22 ------- EEOC FORM U.S. Equal Employment Opportunity Commission 715-01 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element D: PROACTIVE PREVENTION Requires that the agency head makes early efforts to prevent discriminatory actions and eliminate barriers to equal employment opportunity in the workplace. Compliance Indicator Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715- 01 PART H to the agency's status report m ^ Measures - Analyses to identify and remove unnecessary barriers to employment are conducted throughout the year. Do senior managers meet with and assist the EEO Director and/or other EEO Program Officials in the identification of barriers that may be impeding the realization of equal employment opportunity? When barriers are identified, do senior managers develop and implement, with the assistance of the agency EEO office, agency EEO Action Plans to eliminate said barriers? Do senior managers successfully implement EEO Action Plans and incorporate the EEO Action Plan Objectives into agency strategic plans? Are trend analyses of workforce profiles conducted by race, national origin, sex and disability? Are trend analyses of the workforce's major occupations conducted by race, national origin, sex and disability? Are trends analyses of the workforce's grade level distribution conducted by race, national origin, sex and disability? Are trend analyses of the workforce's compensation and reward system conducted by race, national origin, sex and disability? Are trend analyses of the effects of management/personnel policies, procedures and practices conducted by race, national origin, sex and disability? X X X X X X X X "'•-' Measures - The use of Alternative Dispute Resolution (ADR) is encouraged by senior management. 23 ------- EEOC FORM 715-01 PARTG U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT Essential Element D: PROACTIVE PREVENTION Requires that the agency head makes early efforts to prevent discriminatory actions and eliminate barriers to equal employment opportunity in the workplace. Compliance Indicator Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715- 01 PART H to the agency's status report Are all employees encouraged to use ADR and is the participation of supervisors and managers in the ADR process required? X Encouraged but not required 24 ------- EEOC FORM U.S. Equal Employment Opportunity Commission 715-01 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element E: EFFICIENCY Requires that the agency head ensure that there are effective systems in place for evaluating the impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute resolution process. Compliance Indicator Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715-01 PART H to the agency's status report * Measures - The agency has sufficient staffing, funding, and authority to achieve the elimination of identified barriers. Does the EEO Office employ personnel with adequate training and experience to conduct the analyses required by MD-7 1 5 and these instructions? Has the agency implemented an adequate data collection and analysis systems that permit tracking of the information required by MD-7 15 and these instructions? Have sufficient resources been provided to conduct effective audits of field facilities' efforts to achieve a model EEO program and eliminate discrimination under Title VII and the Rehabilitation Act? Is there a designated agency official or other mechanism in place to coordinate or assist with processing requests for disability accommodations in all major components of the agency? Are 90% of accommodation requests processed within the time frame set forth in the agency procedures for reasonable accommodation? X X X X X See Part H-l Extenuating circumstances See Part H-2 JiL ^ Measures - The agency has an effective complaint tracking and monitoring system in place to increase the effectiveness of the agency's EEO Programs. Does the agency use a complaint tracking and monitoring system that allows identification of the location and status of complaints and length of time elapsed at each stage of the agency's complaint resolution process? Does the agency's tracking system identify the issues and bases of the complaints, the aggrieved individuals/complainants, the involved X X 25 ------- EEOC FORM 715-01 PARTG U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT Essential Element E: EFFICIENCY Requires that the agency head ensure that there are effective systems in place for evaluating the impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute resolution process. Compliance Indicator Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715-01 PART H to the agency's status report management officials and other information to analyze complaint activity and trends? Does the agency hold contractors accountable for delay in counseling and investigation processing times? X If yes, briefly describe how: Do not award contract to those who continually miss time frames. Does the agency monitor and ensure that new investigators, counselors, including contract and collateral duty investigators, receive the 32 hours of training required in accordance with EEO Management Directive MD-110? X Does the agency monitor and ensure that experienced counselors, investigators, including contract and collateral duty investigators, receive the 8 hours of refresher training required on an annual basis in accordance with EEO Management Directive MD-110? X " 'Measures - The agency has sufficient staffing, funding and authority to comply with the time frames in accordance with the EEOC (29 C.F.R. Part 1614) regulations for processing EEO complaints of employment discrimination. Are benchmarks in place that compare the agency's discrimination complaint processes with 29 C.F.R. Part 1614? X Does the agency provide timely EEO counseling within 30 days of the initial request or within an agreed upon extension in writing, up to 60 days? X 462 Report (Attachment B) Does the agency provide an aggrieved person with written notification of his/her rights and responsibilities in the EEO process in a timely fashion? X 26 ------- EEOC FORM U.S. Equal Employment Opportunity Commission 715-01 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element E: EFFICIENCY Requires that the agency head ensure that there are effective systems in place for evaluating the impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute resolution process. Compliance Indicator Does the agency complete the investigations within the applicable prescribed time frame? When a complainant requests a final agency decision, does the agency issue the decision within 60 days of the request? When a complainant requests a hearing, does the agency immediately upon receipt of the request from the EEOC AJ forward the investigative file to the EEOC Hearing Office? When a settlement agreement is entered into, does the agency timely complete any obligations provided for in such agreements? Does the agency ensure timely compliance with EEOC AJ decisions which are not the subject of an appeal by the agency? Measure has been met Yes X X X No X X For all unmet measures, complete and attach an EEOC FORM 715-01 PART H to the agency's status report Extenuating circumstances SeeH.3 Same as above SeeH.3 "^ Measures - There is an efficient and fair dispute resolution process and effective systems for evaluating the impact and effectiveness of the agency's EEO complaint processing program. In accordance with 29 C.F.R. §1614.102(b), has the agency established an ADR Program during the precomplaint and formal complaint stages of the EEO process? Does the agency require all managers and supervisors to receive ADR training in accordance with EEOC (29 C.F.R. Part 1614) regulations, with emphasis on the Federal government's interest in encouraging mutual resolution of disputes and the benefits associated with utilizing ADR? After the agency has offered ADR and the complainant has elected to participate in ADR, are the managers required to participate? X X X Encouraged but not required 27 ------- EEOC FORM U.S. Equal Employment Opportunity Commission 715_01 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element E: EFFICIENCY Requires that the agency head ensure that there are effective systems in place for evaluating the impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute resolution process. Compliance Indicator Does the responsible management official directly involved in the dispute have settlement authority? Does the responsible management official directly involved in the dispute have settlement authority? Measure has been met Yes X No X For all unmet measures, complete and attach an EEOC FORM 715-01 PART H to the agency's status report Delegation authority policy is different. (Attachment C) Ml •w- Measures - The agency has effective systems in place for maintaining and evaluating the impact and effectiveness of its EEO programs. Does the agency have a system of management controls in place to ensure the timely, accurate, complete and consistent reporting of EEO complaint data to the EEOC? Does the agency provide reasonable resources for the EEO complaint process to ensure efficient and successful operation in accordance with 29 C.F.R. § 1614.102(a)(l)? Does the agency EEO office have management controls in place to monitor and ensure that the data received from Human Resources is accurate, timely received, and contains all the required data elements for submitting annual reports to the EEOC? Do the agency's EEO programs address all of the laws enforced by the EEOC? Does the agency identify and monitor significant trends in complaint processing to determine whether the agency is meeting its obligations under Title VII and the Rehabilitation Act? Does the agency track recruitment efforts and analyze efforts to X X X X X X 28 ------- EEOC FORM U.S. Equal Employment Opportunity Commission 715-01 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element E: EFFICIENCY Requires that the agency head ensure that there are effective systems in place for evaluating the impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute resolution process. Compliance Indicator identify potential barriers in accordance with MD-7 1 5 standards? Does the agency consult with other agencies of similar size on the effectiveness of their EEO programs to identify best practices and share ideas? Measure has been met Yes X No For all unmet measures, complete and attach an EEOC FORM 715-01 PART H to the agency's status report "*' Measures - The agency ensures that the investigation and adjudication function of its complaint resolution process are separate from its legal defense arm of agency or other offices with conflicting or competing interests. Are legal sufficiency reviews of EEO matters handled by a functional unit that is separate and apart from the unit which handles agency representation in EEO complaints? Does the agency discrimination complaint process ensure a neutral adjudication function? If applicable, are processing time frames incorporated for the legal counsel's sufficiency review for timely processing of complaints? X X X 29 ------- EEOC jj g Equal Employment Opportunity Commission FORM FEDERAL AGENCY ANNUAL 715-01 EEO PROGRAM STATUS REPORT PARTG Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE This element requires that federal agencies are in full compliance with EEO statutes and EEOC regulations, policy guidance, and other written instructions. sffis8js»- Compliance Indicator Measure has been met Yes No For all unmet measures, complete and attach an EEOC FORM 715-01 PART H to the agency's status report * Measures - Agency personnel are accountable for timely compliance with orders issued by EEOC Administrative Judges. Does the agency have a system of management control to ensure that agency officials timely comply with any orders or directives issued by EEOC Administrative Judges? X Jf/$IF Measures - The agency's system of management controls ensures that the agency timely completes all ordered corrective action and submits its compliance report to EEOC within 30 days of such completion. Does the agency have control over the payroll processing function of the agency? If Yes, answer the two questions below. Are there steps in place to guarantee responsive, timely, and predictable processing of ordered monetary relief? Are procedures in place to promptly process other forms of ordered relief? X X X M '**" Measures - Agency personnel are accountable for the timely completion of actions required to comply with orders of EEOC. Is compliance with EEOC orders encompassed in the performance standards of any agency employees? If so, please identify the employees by title in the comments section, and state how performance is measured. X OCR Director, CRLO Director, and staff. Compliance with regulations. 30 ------- EEOC FORM U-S- Equal Employment Opportunity Commission -15 Q1 FEDERAL AGENCY ANNUAL PART G EEO PROGRAM STATUS REPORT Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE This element requires that federal agencies are in full compliance with EEO statutes and EEOC regulations, policy guidance, and other written instructions. L— ^ Compliance Indicator Is the unit charged with the responsibility for compliance with EEOC orders located in the EEO office? If not, please identify the unit in which it is located, the number of employees in the unit, and their grade levels in the comments section. Have the involved employees received any formal training in EEO compliance? Does the agency promptly provide to the EEOC the following documentation for completing compliance: Attorney Fees: Copy of check issued for attorney fees and /or a narrative statement by an appropriate agency official, or agency payment order dating the dollar amount of attorney fees paid? Awards: A narrative statement by an appropriate agency official stating the dollar amount and the criteria used to calculate the award? Back Pay and Interest: Computer print-outs or payroll documents outlining gross back pay and interest, copy of any checks issued narrative statement by an appropriate agency official of total monies paid? Compensatory Damages: The final agency decision and evidence of payment, if made? Training: Attendance roster at training session(s) or a narrative statement by an appropriate agency official confirming that specific persons or groups of persons attended training on a date certain9 Measure has been met Yes X No For all unmet measures, complete and attach an EEOC FORM 715-01 PART H to the agency's status report N/A X X X X X X X 31 ------- EEOC jj£ Equal Employment Opportunity Commission FORM FEDERAL AGENCY ANNUAL 715-01 EEO PROGRAM STATUS REPORT PARTG Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE This element requires that federal agencies are in full compliance with EEO statutes and EEOC regulations, policy guidance, and other written instructions. ^^ Compliance Indicator Personnel Actions (e.g., Reinstatement, Promotion, Hiring, Reassignment): Copies of SF-50s Posting of Notice of Violation: Original signed and dated notice reflecting the dates that the notice was posted. A copy of the notice will suffice if the original is not available. Supplemental Investigation: 1. Copy of letter to complainant acknowledging receipt from EEOC of remanded case. 2. Copy of letter to complainant transmitting the Report of Investigation (not the ROI itself unless specified). 3. Copy of request for a hearing (complainant's request or agency's transmittal letter). Final Agency Decision (FAD): FAD or copy of the complainant's request for a hearing. Restoration of Leave: Print-out or statement identifying the amount of leave restored, if applicable. If not, an explanation or statement. Civil Actions: A complete copy of the civil action complaint demonstrating same issues raised as in compliance matter. Settlement Agreements: Signed and dated agreement with specific dollar amounts, if applicable. Also, appropriate documentation of relief is provided. Measure has been met Yes X X X X X X X No For all unmet measures, complete and attach an EEOC FORM 715-01 PART H to the agency's status report 32 ------- EEOC FORM 715-01 PART H.I FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT EEO Plan to Attain the Essential Elements of a Model EEO Program FY 2005-06-07 U.S. Environmental Protection Agency STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: OBJECTIVE: RESPONSIBLE OFFICIAL: DATE OBJECTIVE INITIATED: TARGET DATE FOR COMPLETION OF OBJECTIVE: Adequate applicant flow data collection and analyses is not available for this report to track information required by MD-715. Currently, EPA does not collect, through its web-based recruitment system, data on the Race/Ethnicity, Gender and Disability of applicants. There are eight MD-715 required Tables which EPA cannot submit because of this deficiency. EPA is out of compliance with 29 CFR 1607 (the Uniform Guidelines on Employee Selection Procedures) and 29 CFR 1614 (EEO in the Federal Government), as well as MD-715. Federal agencies are required to collect this data in accordance with Federal regulations - the same regulations under which EPA is operating. EPA has developed applicant flow forms and OMB approval is expected by April 2, 2007. EPA will begin the collection of applicant flow data by Race/Ethnicity and Gender, as well as by Targeted Disability, and report to EEOC the data collected in accordance with MD-715 and various Federal laws and regulations. Director, Office of Human Resources OHR Specialists National Affirmative Employment Program Manager 10/30/06 5/31/07 implementation of system upon OMB approval of forms and development of a routine system PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: Modify EZ-Hire System to support the collection of Applicant Flow Data in accordance with MD 715. Begin Collection of proper applicant flow data Submit the first data in requested format to OCR on the flow of applicants through the selection process ImDlement a system of data flow recurring monthly to OCR of the TARGET DATE (Must be specific) 6/01/07 or upon date of approval of OMB of forms 6/30/07 7/30/07 8/30/07 Applicant Flow Data 33 ------- REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE 34 ------- EEOC FORM 715-01 PART H.2 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT EEO Plan to Attain the Essential Elements of a Model EEO Program FY 2005-06-07 U.S. Environmental Protection Agency STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: Executive Order 13164, "Requiring Federal Agencies To Establish Procedures To Facilitate the Provision of Reasonable Accommodation," requires agencies to designate a time period during which reasonable accommodation requests will be granted or denied, absent extenuating circumstances. EEOC guidelines state that requests for reasonable accommodation should be responded to expeditiously, and allow agencies to establish their own time limits in their procedures. EPA currently has two separate procedures, union and administrative, both containing the requirement (absent extenuating circumstances) of processing a request for reasonable accommodation within a period of 25 business days for American Federation of Government Employees (AFGE) or 10 business days for non-AFGE. EPA has processed 68% of reasonable accommodation requests within the established timeframes. Reasons for not meeting the 90% timeframe for a model program are many and varied. Major reasons include: delay in receipt of medical documentation from physicians; and, different timeframes for union and administrative procedures. Numerous efforts have been initiated by OCR to improve processing times, which include: conducting training programs for Local RACs (LORAC) located within the 10 regions and 3 major laboratories, and an on-line training course was launched in FY 05 allowing access to all employees. OBJECTIVE: EPA will strive to attain the established goal for a model program including the processing of 90% of reasonable accommodation requests within the established time-frames. EPA will ensure that timeframes are included in all procedures and will implement a revised Reasonable Accommodation Tracking system. RESPONSIBLE OFFICIAL: Director, Office of Civil Rights National RAC EEO Officers LORACs Managers and Supervisors DATE OBJECTIVE INITIATED: 6/30/06 TARGET DATE FOR COMPLETION OF OBJECTIVE: 6/30/07 35 ------- PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE (Must be specific) Review the two procedures for Reasonable Accommodation and determine if there is confusion because of the difference in timeframes between the union and administrative procedures 6/30/06 Monitor the tracking of the timeliness of processing all RA requests within EPA, particularly those related to submission of physician's medical statements 9/30/06 Implement the revised RA tracking system Research and evaluate RA tracking system that will allow for the more accurate tracking of the timeliness of processing RA requests Continue the development and implementation of training for EEO Officers, LORACS and managers/supervisors on Reasonable Accommodation and the RA tracking system 8/1/07 9/1/07 8/1/07 REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE 36 ------- EEOC FORM 715-01 PART H.3 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT EEO Plan to Attain the Essential Elements of a Model EEO Program FY 2005-06-07 U.S. Environmental Protection Agency STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY: OBJECTIVE: RESPONSIBLE OFFICIAL: MD-715 considers the following as an essential element of a model program: Each federal agency must have sufficient staffing, funding and authority to comply with the time frames in accordance with the EEOC (29 C.F.R. Part 1614) regulations for processing EEO complaints of employment discrimination. The Agency cannot provide a positive response to several of the performance indicators listed for the above measure in determining the essential elements of a model EEO program. More specifically, the agency has not consistently met all of the timeframes identified in 29 CFR 1614 with respect to timely EEO Counseling, completing timely investigations, and the issuance of the final agency decisions. Establish effective processes that ensure timely accomplishment of EEO counseling, investigations, and issuance of final agency decisions. Director, Office of Civil Rights Assistant Director, Employment Complaints Resolution Staff EEO Officers and Area Directors EEO Specialists and staff EEO Counselors Office of General Counsel DATE OBJECTIVE INITIATED: 6/30/06 TARGET DATE FOR COMPLETION OF OBJECTIVE: 6/30/07 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE (Must be specific) Review the timeframes established by 29 CFR Part 1614 and determine j 7/30/07 if there are common areas of delay in the process. With input from staff, regional EEO Officers, and appropriate others, i 9/30/07 establish standard operating procedures (SOPs) for each process. j With input from staff and contract liaison, establish an SOP for ; 9/30/07 ordering, tracking, receiving, and evaluating investigation work products (this shall include development of the investigative plan thru the final record of investigation). 37 ------- In consultation with EEO specialists assigned to develop final agency decisions, identify consistent areas of weakness in ROI reports and develop a plan of action to address these items. Within one year from implementation of all new procedures, compare timeliness of new actions of FY 05 data. 9/30/07 10/01/08 REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE 38 ------- EEOC FORM 715-01 PART I.I FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT EEO Plan to Eliminate Identified Barriers FY 2005-06-07 U.S. Environmental Protection Agency STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER: BARRIER ANALYSIS: The following class groups are at less-than-expected representation levels in comparison to the CLF: White Males and Females Hispanic or Latino Males and Females Black or African American Males only, and Persons with Targeted Disabilities Accession rates for each of these class groups are less than their participation rate in the CLF. During the 5-year period, each of the class groups increased slightly in their representation levels with the exception of White Males, who decreased in representation. EPA OHR is responsible for the Federal Equal Opportunity Recruitment Program (FEORP). This program requires that special focused recruitment actions be initiated and maintained for any class group where less-than-expected representation exists. FEORP efforts are not consistent with the areas to be targeted and lack monitoring and evaluation. EPA has filled a substantial amount of vacancies over the last few years, which were not properly targeted under the FEORP. If recruitment is effectively done, there is no reason why there would not be more parity within the workforce. EPA also continues to fill substantial numbers of vacancies using various means that are not part of the competitive process, when combined with the lack of an effective recruitment effort, has resulted in this barrier. EPA OCR officials are responsible for Affirmative Employment and Special Emphasis Programs designed to benefit each of the major class groups identified in the EPA workforce: Women, Black or African Americans, Hispanic or Latinos, Asian Americans, Hawaiians and Other Pacific Islanders, American Indian/Alaska Natives and Persons with Disabilities. These two offices (OHR and OCR) operate separately and EEO officials and SEPMs have not regularly been part of the recruitment planning and process. OCR AE&D has developed materials and information highlighting EPA's status as an EEO employer for use by EEO officials in direct recruitment efforts. Collateral-duty SEPM efforts continue to be related to Special Emphasis Observances as opposed to advising management on affirmative employment plans and programs. 39 ------- STATEMENT OF IDENTIFIED BARRIER 1: FOCUSED RECRUITMENT OBJECTIVE: The focused recruitment effort directed towards certain class groups is insufficient to yield the desired results. Further, there is no data on applicant flow to determine which efforts are effective and which efforts need improvement. While EPA has developed a FEORP for over 20 years, little or no effort is being directed toward monitoring or evaluation. EPA OHR cannot identify how many class group members have been recruited into applicant pools and how many of the applicants recruited were selected. Further, it is not possible to identify successful recruitment sources or techniques. OHR does not provide an "Estimate of Opportunities" annually for the agency to use for affirmative employment planning and incorporation into the annual FEORP for the use by managers and supervisors in filling vacancies. Increase the recruitment effort directed toward less-than- expected class groups by establishing programs, which may include Co-op training agreements with students and colleges where there are substantially less- than-expected class group students in disciplines needed at EPA. Substantially increase the FEORP effort by involving EEO officials in the process. Measure results of the FEORP effort by monitoring and evaluating less- than-expected class groups with persons being selected and efforts taken to reach the desired objective. Determine and review the estimate of opportunities available in the agency annually and distribute to OCR officials. Open jobs to all qualified applicants and ensure that vacant positions are filled competitively. Monitor the number in the class groups who applied with those in the less-than-expect class groups selected. RESPONSIBLE OFFICIAL: Director, Office of Human Resources Director, Office of Civil Rights EEO and HR officials Assistant Director, Affirmative Employment & Diversity National SEPMs EEO Officers and Area Directors Program Management Officers HQ, Regional and Laboratory Collateral-duty SEPMs Managers and Supervisors DATE OBJECTIVE INITIATED: TARGET DATE FOR COMPLETION OF OBJECTIVE: 3/31/2006 3/31/2007 PLANNED ACTIVITIES TOWARD COMPLETION OF 40 TARGET DATE ------- OBJECTIVE: (Must be specific) Develop a competitive system for filling vacancies in accordance with ; 6/30/07 the Merit System and ensure inclusion of less-than-expected class groups Review workforce and determine an estimate of opportunities available annually. 6/30/07 Include targeted less-than-expected groups in recruitment process and consideration for selections 3/31/07 Monitor and evaluate progress and provide reports REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE Quarterly 41 ------- EEOC FORM 715-01 PART 1.2 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT EEO Plan to Eliminate Identified Barrier FY 2005-06-07 U.S. Environmental Protection Agency STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER: BARRIER ANALYSIS: There is a glass ceiling (a grade level beyond which the class group does not progress at the rate that they exist in the overall workforce) for virtually every class group: White Females Hispanic Females African American Males and Females Asian American Males and Females American Indian Males and Females There is no glass ceiling for White Males, Hispanic Males, and Males in general. A review of selection rates to higher grades indicates that all class groups, other than White and Hispanic Males and Males in general, are not selected at the rate that they exist in the workforce or at lower levels. This trend has been consistent over the last five years. There are virtually no internal development programs in use at EPA. There have been only 12 Upward Mobility Program (UMP) participants in the last five years throughout EPA according to statistics developed by OHR. The EPA Intern Program benefits external applicants and not internal employees. EPA has not improved the opportunities for class groups where there is less- than-expected representation. Neither the identification of the career opportunities, nor the targeting of the vacancy announcements has been conducted in a manner consistent with or in support of the EEO effort. The ultimate goal is to ensure that the government workforce is representative of the people which it serves. EPA is not representative of the CLF in a number of areas, particularly at mid- and senior-levels. EPA has a sufficient number of vacancies to correct this barrier. Existing legislation and OPM procedures can be used by managers to develop and maintain employee development programs that focus on eliminating barriers. Almost all staffing needs can be met by a fully-funded employee development program geared towards achieving EEO objectives. Annually, or more frequently if necessary, managers need to review, develop, and revise staffing plans with the assistance of OHR staff. Staffing and recruitment are directly related to the successful development and advancement of EPA employees and equal employment opportunity. Based on EPA data, consideration should be given to ensure that all groups are represented. 42 ------- STATEMENT OF IDENTIFIED BARRIER 2: STAFFING & RECRUITMENT SYSTEMS & PROCEDURES There are too few employee development programs and positions made available to less-than-expected class groups. Staffing and recruitment systems and procedures need to be revisited and incorporate EEO in every aspect of personnel planning and implementation. OBJECTIVE: RESPONSIBLE OFFICIAL: Increase the number of employee development programs and positions. Recruit and staff for programs and positions to include all employees, including those in the less-than-expected groups. Chief of Staff Deputy Chief of Staff Director, Office of Civil Rights Director, Office of Human Resources Personnel Management & Specialists Assistant Director, Affirmative Employment & Diversity National Special Emphasis Program Managers EEO Officers and Area Directors Program Management Officers HQ, Regional and Laboratory Collateral-duty SEPMs Managers and Supervisors Managers & Supervisors DATE OBJECTIVE INITIATED: 12/31/2006 TARGET DATE FOR COMPLETION OF OBJECTIVE: 12/31/2007 PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: Establish a centrally controlled Internship, Upward Mobility, Co-Op or other similar programs for Entry- and Mid-level employees for anticipated vacancies below the GS-13 level. TARGET DATE 2/30/07 Establish a centrally controlled Mid-Level Manager Development Program to include 50% of the anticipated new Mid-Level Supervisor positions. 6/30/07 Establish a centrally controlled Supervisory Development Program for employees, which include recruitment and development of employees with emphasis on affirmative employment. 6/15/07 43 ------- Establish a centrally controlled Leadership Development Program for anticipated vacancies at the GS-14 and -15 levels. Reconstitute the Senior Manager Development Program to include all Senior Level positions, Career or Excepted, Competitive or Non- Competitive. Secure the EPA Leadership Development Training Center Facilities. Recruit and place participants into the various special affirmative employee development programs. Conduct the first set of development sessions. Conduct Initial Program Review Session. 6/15/07 6/15/07 5/30/07 7/30/07 8/1/07 12/31/07 REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE 44 ------- EEOC FORM 715-01 PART 1.3 FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT EEO Plan to Eliminate Identified Barrier FY 2005-06-07 U.S. Environmental Protection Agency STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER: Various class groups were found to be less-than-expected in promotions and accessions. A further review found that the majority of selections were no longer a result of competitive merit procedures. BARRIER ANALYSIS: There is a substantially different pattern of advancement for class groups, specifically females, persons of color and persons with disabilities. The majority of selections for promotion or accession into the workforce are not a result of competitive merit selection procedures. Class groups with less- than-expected numbers do not benefit at the same rate in non-competitive selections as their White Male counterparts. Over 60% of the workforce, in one or more of the class groups, is not included in the noncompetitive promotions based on the lack of merit competitive promotion processes and principles. Immediate corrective action is required to remove this barrier. The costs of eliminating this barrier are in line with the No Fear Act and small in comparison to overall effects on the workforce and diversity. STATEMENT OF IDENTIFIED BARRIERS: MERIT SYSTEM Non-competitive exceptions to the merit system are having a significantly adverse effect on less-than-expected class groups. OBJECTIVE: Review promotion systems; develop and implement a merit system with competitive promotions; reduce the number of non-competitive selections; and, ensure that all class groups are considered for accessions and promotions, particularly those in the less-then-expected groups. DATE OBJECTIVE INITIATED: 1/15/2007 TARGET DATE FOR COMPLETION OF OBJECTIVE: 12/31/2007 45 ------- PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE Initiate the establishment of a Merit System Review Committee reporting to the Director, OHR with advice from the OCR AE&D and other EEO officials. 1/30/2007 Establish a process by which every exception to the merit selection process be reviewed prior to authorization and that an impact study be conducted to determine if there will be an adverse impact on persons from less-than- expected class groups. 6/30/2007 Establish a procedure for advising selecting authorities of nonuse of the merit system to the extent that it has a deleterious effect on less-than- expected class group members. 9/30/2007 Begin conducting quarterly reviews of all non-competitive selections. 10/01/2007 Include the OCR AE&D staff, EEO Officers and other EEO officials as advisors for the process and monitoring the system. 10/01/2007 REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE 46 ------- EEOC FORM 715-01 PARTJ PARTI Department or Agency Information PART II Employment Trend and Special Recruitment for Individuals With Targeted Disabilities U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT Special Program Plan for the Recruitment, Hiring, and Advancement of Individuals With Targeted Disabilities 1. Agency 1. a. 2nd Level Component l.b. 3rd Level or lower Enter Actual Number at the ... Total Work Force Reportable Disability Targeted Disability* U. S. Environmental Protection Agency n/a n/a 2005 Beginning of FY Number 18,696 934 198 % 100.00% 5.00% 1.06% 2995 End of FY Number % 18,481 100.00% 905 4.89% 195 1.05% Net Change Number Rate of Change -215 -1.15 -29 -3.10 -3 1.52 * If the rate of change for persons with targeted disabilities is not equal to or greater than the rate of change for the total workforce, a barrier analysis should be conducted (see below). 1. Total Number of Applications Received From Persons With Targeted Disabilities during the reporting period. 2. Total Number of Selections of Individuals with Targeted Disabilities during the reporting period. PART III Participation Rates In Agency Employment Other TOTAL Employment/P ersonnel Programs 3. Competitive 525 Promotions 4. Non- 1,229 Competitive Promotions Reportable Disability # 36 66 % 6.86% 5.37% Data not available 20 Programs Targeted Not Iden Disability # 8 16 % # 1.52% 2 1.30% 11 tified No Disability % # % 0.38% 487 92.76% 0.89% 1,152 93.7% 47 ------- 5. Employee Career Development Programs 5. a. Grades 5 - 12 5.b. Grades 13 - 14 5.c. Grade 15/SES 6. Employee Recognition and Awards 6. a. Time-Off Awards (Total hrs awarded) 6.b. Cash Awards (total $$awarded) 6.c. Quality- Step Increase 2 0 0 114,130 30,606,968 795 0 0 0 5,841 894,555 34 0.0% 0.0% 0.0% 5.11% 2.9% 4.3% 2 0 8 1,045 128,063 5 0.0% 0.0% 0.0% 0.91% 0.41% 0.63% 0 0 0 1,231 226,279 9 0.0% 0.0% 0.0% 10.78% 0.73% 1.1% 2 100.0% 0 0.0% 0 0.0% 107,05893.80% 29,486,134 96.3% 752 94.5% 48 ------- EEOC FORM 715-01 PartJ Special Program Plan for the Recruitment, Hiring, and Advancement of Individuals With Targeted Disabilities Part IV Identification and Elimination of Barriers Agencies with 1,000 or more permanent employees MUST conduct a barrier analysis to address any barriers to increasing employment opportunities for employees and applicants with targeted disabilities using FORM 715-01 PART I. Agencies should review their recruitment, hiring, career development, promotion, and retention of individuals with targeted disabilities in order to determine whether there are any barriers. EPA has not established a Selective Placement Program for Persons with Targeted Disabilities. The Recruitment process has not been effective in reaching potential applicants with targeted disabilities. Managers have not established numerical goals for their area of responsibility for the hiring of persons with targeted disabilities. Persons with targeted disabilities are less than half of the expected number. Part V Agencies with 1,000 or more permanent employees are to use the space provided below to describe the strategies and activities that will be undertaken during the coming fiscal year to maintain a Goals for special recruitment program for individuals with targeted disabilities and to establish specific goals Targeted for the employment and advancement of such individuals. For these purposes, targeted disabilities Disabilities may be considered as a group. Agency goals should be set and accomplished in such a manner as will affect measurable progress from the preceding fiscal year. Agencies are encouraged to set a goal for the hiring of individuals with targeted disabilities that is at least as high as the anticipated losses from this group during the next reporting period, with the objective of avoiding a decrease in the total participation rate of employees with disabilities. Goals, objectives and strategies described below should focus on internal as well as external sources of candidates and include discussions of activities undertaken to identify individuals with targeted disabilities who can be (1) hired; (2) placed in such a way as to improve possibilities for career development; and (3) advanced to a position at a higher level or with greater potential than the position currently occupied. Plan for Special Recruitment and Staffing Program for Person's with Targeted Disabilities Hiring Goals EPA's goal is to reach 1.5% representation in the workforce for persons with targeted disabilities by the end of FY 2008. This goal would mean that by the end of FY 2007 there would be 280 persons with targeted disabilities employed at EPA. There were 195 assigned as of the end of FY 05. In order to reach this end strength goal, approximately 7% of all new hires would need to be persons with targeted disabilities. Since there are approximately 2,400 new hires over a 2-year period, EPA would need to hire 42 persons with targeted disabilities in FY 06, 07 and 08. EPA has set this goal for hiring people with targeted disabilities based on projections and an estimate of opportunities. In setting goals, EPA must consider budget constraints and other factors that may affect hiring. Recruiting and Staffing Strategies EPA OHR, Managers & Supervisors will increase their participation at job fairs designed to attract applicants with disabilities. EPA OHR, Managers & Supervisors will expand the use of the Workforce Recruitment Program for College Students with Disabilities to include the EPA 2-year Intern Program and the hiring of summer students within the Agency. 49 ------- OHR will work develop strategies for increasing the overall number and representation of persons with disabilities within EPA's workforce. Managers in each Major component will establish plans for increasing the number of employees with targeted disabilities for their area of responsibility. Managers and supervisors will consider selective placement positions and recruit persons with targeted disabilities directly into the positions established. Under the selective placement program, persons with targeted disabilities can be direct hired without competition. State employment agencies specializing in the training and development of persons with disabilities will be contacted and utilized to the greatest extent possible. EPA will assign responsibility for special placement of persons with targeted disabilities throughout EPA. Particular care will be taken to ensure that newly hired persons with targeted disabilities are provided with appropriate reasonable accommodations in accordance with their needs to ensure their success with EPA. An OHR employee assigned to special placement of persons with targeted disabilities will work closely with the Disability Program Manager and the Reasonable Accommodation Coordinator to ensure the success of the program. Program Management Officers, EEO Officers, Area Directors and collateral-duty Disability Program Managers will be actively involved in the effort as the representatives of management in the EPA organizations. 50 ------- REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE 51 ------- SECTION II MD-715 TABLES 52 ------- Report Symbol' VP715A1 U.S. Environmental Protection Agency Total Workforce - Distribution by Race/Ethnicity and Sex From September 30, 2004 To September 30, 2005 Total Workforce Employment Tenure Total Employees All Male Female Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American Indian or Alaska Native Male Female Two or More Races Male Female TOTAL 09/30/2005 - Current FY CLF (2000) Difference Ratio Chanqe Net Chanqe # % # % % 18696 100 18481 100 100 _#\ -215 ^%pHI % -1.15 9336 49.94 9151 49.52 53.2 -185 -0.42 -1.98 9360 50.06 9330 50.48 46.8 -30 0.42 •0.32 434 2.32 434 2.35 6.2 0 003 0.00 495 2.65 503 2.72 4.5 8 0.07 1 62 750 40.16 7313 39.57 39.0 -195 -0.59 -2.60 5637 30.15 5598 30.29 33.7 49 0.14 0.69 800 4.28 796 4.31 4.8 -4 0.03 -0.50 2625 14.04 2624 14.20 5.7 -1 0.16 •0.04 525 2.81 542 2.93 1.9 17 0.12 3.24 522 2.79 528 2.86 1.7 6 0.07 1.15 0 0.00 0 0.00 0.1 0 0.00 0.00 0 0.00 0 0.00 0.1 0 0.00 000 69 0.37 66 0.36 0.3 -3 -0.01 •4.35 81 0.43 77 0.42 0.3 -4 -0.01 -4.94 0 0.00 0 0.00 0.8 0 0.00 0.00 0 0.00 0 0.00 0.8 0 0.00 0.00 PERMANENT 09/30/2004 • Prior FY 09/30/2005 - Current FY Difference Ratio Chanqe Net Change # % # % 17649 100 17665 100 #| 16 %JHi % 0 09 8642 48.97 8599 48.68 -43 -0.29 •0.50 9007 61.03 9066 51.32 59 0.29 0.66 414 2.35 422 2.39 8 0.04 1.93 462 2.62 482 2.73 20 0.11 4.33 6910 39.16 6826 3 .64 -84 0.51 -1.22 5411 30.66 5420 30.68 9 0.02 0.17 756 4.28 774 4.38 18 0.10 2.38 2553 14.47 2678 14.59 26 0.12 0.98 496 2.81 512 2.90 16 0.09 3.23 501 2.84 509 2.88 8 0.04 1.60 0 0.00 0 0.00 0 0.00 0.00 0 0.00 0 0.00 0 0.00 0.00 66 0.37 65 0.37 -1 0.00 -1.52 0 0.45 77 0.44 -3 •0.01 4.75 0 0.00 0 0.00 0 000 0.00 0 0.00 0 0.00 0 0.00 0.00 TEMPORARY 09/30/2004 - Prior FY 09/30/2005 - Current FY Difference Ratio Chanqe Net Chanqe # % # % # % % 1047 100 16 100 -231 -22.06 694 66.28 552 6765 -142 1.37 -20.46 353 33.72 264 32.35 -89 -1.37 -25.21 20 1.91 12 1.47 -8 O.44 -4000 33 315 21 2.57 -12 -0.58 -36.36 598 5712 487 59.68 -111 2.56 -18.56 226 21.59 178 21.81 ^8 022 -21 .24 44 4.20 22 270 -22 -1.50 -50.00 72 6.88 46 5.64 -26 -1.24 -3611 29 2.77 30 368 1 0.91 3.45 21 2.01 19 2.33 •> 0.32 -9.52 0 0.00 0 0.00 0 0.00 0.00 0 0.00 0 0.00 0 0.00 0.00 3 0.29 1 0.12 -2 0,17 -66.67 1 0.10 0 0.00 -1 0.10 -100.00 0 0.00 0 0.00 0 000 0.00 0 0.00 0 0.00 0 0.00 0.00 en 0) gr 0 Page 1 of 2 ------- Report Symbol: VP715A1 U.S. Environmental Protection Agency Total Workforce - Distribution by Race/Ethnicity and Sex From September 30, 2004 To September 30, 2005 Total Workforce Employment Tenure Total Employees All Male Female Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American Indian or Alaska Native Male Female Two or More Races Male Female NON-APPROPRIATED Prior FY Current FY difference 3atio Change \let Change # %. # % # % % 0 - 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0.00 0 000 0 0,00 0 0.00 0.00 0 000 0 000 0 0.00 0.00 0 000 0 000 0 0.00 0.00 0 0 00 0 000 0 0.00 0.00 0 000 0 000 0 0.00 000 0 -0 00 0 000 0 0.00 000 0 0 00 0 000 0 0.00 000 0 000 0 000 0 0.00 0.00 0 000 0 000 0 0.00 0.00 0 000 0 000 0 0.00 000 0 0 00 0 000 0 0.00 000 0 000 0 000 0 0.00 0.00 0 000 0 000 0 000 000 0 000 0 0 00 0 0.00 000 0 0 00 0 0 00 0 0.00 0 00 Page 2 of 2 ------- Report Symbol' VP715A2 U.S. Environmental Protection Agency Total Workforce by Component- Distribution by Race/Ethnicity and Sex As of September 30, 2005 Full/PartTime Permanent Workforce Component TOTAL C'LF (2000) # % % Total Employees All 17665 100 100 Male | Female 8599 48.68 53.2 9066 61.32 46.8 Hispanic or Latino Male 422 2.39 6.2 Female 482 2.73 4.5 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 826 3864 39.0 Female 5420 30.6 33.7 Black or African American Male 774 4.38 4. Female 257 14.59 5.7 Asian Male 512 2.90 1.9 Female 509 2.8 1.7 Native Hawaiian or Other Pacific Islander LMale 0 0.00 0.1 Female 0 0.00 0.1 American Indian or Alaska Native Male 6? 0.37 0.3 Female 77 0.44 0.3 Two or More Races Male 0 0.00 0. Female 0 0.00 0.8 Administrator Assistant Administrator for Enforcement & Compliance Assurance Office of General Counsel Office of Inspector General Assistant Administrator for International Activities Office of the Chief Financial Officer Office of Environmental Information Assistant Administrator for Administration & Rssources Management Assistant Administrator for Water Assistant Administrator for Solid Waste & Emergency Response Assistant Administrator for Air & Radiation Assistant Administrator for Prevention, Pesticides & Toxic Substances # % # % # % # % # % # % # % # % # % # % # % # % 527 100 913 100 202 100 352 100 79 100 363 100 415 100 761 100 656 100 623 100 12*9 100 1301 100 216 40.99 475 5203 97 48.02 183 51.99 32 40.51 126 36.69 191 46.02 289 37.98 289 44.05 281 4510 703 54.64 612 4704 311 59.01 438 47.97 106 51 98 169 48.01 47 59.49 227 64.31 224 53.98 472 6202 3«7 65.96 342 54.90 686 45.46 89 52.96 6 1.14 33 3.61 2 0,99 5 1 42 8 10.13 2 0.57 11 2.65 22 2.89 6 0.91 13 2.09 25 1.94 15 1 15 12 2.28 21 2.30 2 0.99 3 0.86 4 506 5 1.42 8 1.93 15 1.97 9 1.37 10 1.61 21 1.63 23 1.77 183 34.72 386 42.17 84 41.58 134 38.07 19 24.05 92 26.06 146 36.18 183 24.05 23 36.9 226 36.28 598 46.39 455 34.97 145 27.51 253 27.71 61 30.20 93 26.42 26 32.91 110 31.1 109 26.27 196 26.76 235 3S.«2 217 34.83 401 31.11 368 28.29 23 4.3 38 4.16 5 2.48 27 767 3 3.80 25 7.08 20 4.82 7 999 27 4.12 24 3.85 43 3.34 74 5.69 145 27.51 137 15.01 33 16.34 0 17.06 13 1S.46 102 28.90 93 22.41 249 32.72 98 14.94 102 16.37 130 10.09 269 19.91 4 0.76 18 1.97 6 2,97 15 4.26 1 1.27 7 1.98 13 3.13 7 0.92 19 2.90 16 2.67 34 2.64 62 4.77 9 1.71 26 2.74 9 4,46 13 3.69 4 5.06 9 2.55 13 3.13 9 1.18 20 3.06 12 1.93 30 2.33 34 2.61 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 0.11 0 0.00 2 0.67 1 1.27 0 0.00 1 0.24 1 0.13 1 0.15 2 0.32 3 0.23 6 0.46 0 0.00 2 0.22 0 0.00 0 0,00 0 0.00 1 0.28 1 0.24 3 0.39 5 0.76 1 016 4 0.31 5 0.38 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 000 0 0.00 0 000 Page 1 of 2 ------- OS Report Symbol' VP715A2 U.S. Environmental Protection Agency Total Workforce by Component- Distribution by Race/Ethnicity and Sex As of September30, 2005 Full/PartTime Permanent Workforce Component Assistant Administrator tor Research & Development Region 1 Boston Region 2 New York Region 3 Philadelphia Region 4 Atlanta Region 5 Chicago Region 6 Dallas Region 7 Kansas City Region 8 Denver Region 9 San Francisco Region 10 Seattle # % # % # % # % # % # % # % # % # % # % # % Total Employees All 1862 100 673 100 899 100 912 100 1090 100 1293 100 «56 100 557 100 601 100 836 100 616 100 Male 1074 57.68 334 49.63 494 54.95 427 4682 532 48.81 636 49.19 426 49.77 270 48.47 283 4709 370 44.31 259 42.05 Female 788 42.32 339 50.37 406 45.05 485 53.18 558 61.19 657 5081 430 50.23 287 51.53 318 52.91 465 5569 357 57.96 Hispanic or Latino Male 24 1.29 13 1.93 62 6.90 12 1.32 24 2.20 24 1.86 43 5.02 12 -2.15 24 3,99 26 3.11 10 1.62 Female 20 1.07 17 253 87 9.68 34 3.73 14 1.28 37 2.86 48 5.61 15 2.69 34 5.66 31 3.71 12 1.96 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 933 50.11 279 41.46 364 40.49 361 39.68 394 36.16 499 38.69 306 35.63 221 39.68 236 39.10 277 33.17 217 35,23 Female 596 32.01 277 41.16 204 22:69 305 33.44 282 25.S7 322 24.90 228 26.64 206 36.98 236 39.27 270 32.34 280 45.45 Black or African American Male 55 2.96 20 297 28 3.11 40 439 89 8.17 63 4.87 37 4.32 20 3.59 14 2.33 17 2.04 6 097 Female 123 6.61 30 446 79 8.79 129 14.14 251 23.03 268 19.96 130 15.19 58 10.41 31 616 49 5.87 19 3.08 Asian Male 53 2.86 22 327 39 4.34 14 1.54 20 1.83 47 3.63 31 3.62 10 1.80 8 1.33 45 5.39 21 3.41 Female 38 2.04 13 1.93 33 3.67 17 1.86 7 0.64 36 2.78 1 2.10 3 0.54 13 2.16 107 12.81 37 6.01 Native Hawaiian or Other Pacific Islander Male 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 0.00 Female 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 American Indian or Alaska Native Male 9 0.48 0 0.00 1 0.11 0 0.00 5 0.46 3 0.23 10 1.17 7 1.26 2 0.33 5 0.60 5 0.81 Female 11 0.59 2 0.30 2 0.22 0 0.00 4 0.37 4 0.31 6 0.70 5 0.90 4 0.67 8 0.96 9 1 46 Two or More Races Male 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Female 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 000 0 0.00 0 Q.OO Page 2 of 2 ------- Report Symbol VP715A3-1 U.S. Environmental Protection Agency Occupational Categories- Distribution by Race/Ethnicity and Sex As of September30, 2005 Full/PartTime Permanent Workforce Occupational Category Total Employees All Male Female Hispanic or Latino Male Female RACE/ETHNICITY (Non -Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American Indian or Alaska Native Male Female Two or More Races Male Female 1. Officials and Managers • Executive/Senior Level (Grades 15 and Above) • First-Level (Grades 12 and Below) - Other Officials and Managers Officials and Managers - TOTAL 2. Professionals 3. Technicians 5. Administrative Support Workers 6. Craft Workers 7. Operatives 8. Laborers and Helpers 9. Service Workers Total Work Force # % # % # % # % # % # % # % # % # % # % # % # % # % 1339 100 554 100 1 100 3065 100 4960 100 11030 100 235 100 1172 100 8 100 2 100 1 100 257 100 17666 100 833 62.21 338 61.01 1 100.00 883 28.80 2055 41.43 6069 56.02 124 6277 136 11.60 8 100.00 2 100.00 1 100.00 204 79.38 8599 4868 506 37.79 216 38,99 0 0.00 2183 71.20 2905 58.57 4961 44. 9S 111 47.23 1036 88.40 0 0.00 0 000 0 000 53 2062 9066 51.32 46 3.44 14 2.53 0 0.00 56 1 83 116 234 277 261 3 1.28 13 1 11 0 0.00 0 0.00 0 0.00 13 606 422 2.39 17 1.27 8 1.44 0 0.00 88 2.87 113 2.28 275 2.49 11 4.68 83 7.08 0 000 0 000 0 0.00 0 000 482 2.73 707 5280 282 50.90 1 100.00 642 2094 1632 32.90 4858 44,04 102 43.40 62 5.29 5 62.50 0 0.00 0 0.00 167 64.98 6826 38.64 389 29.05 157 28.34 0 0.00 1076 36.09 1622 32.70 3378 30.63 66 2383 323 27.56 0 0.00 0 0.00 0 0.00 41 15.96 5420 30.68 50 3.73 26 4.69 0 0.00 150 489 226 4.56 464 421 12 5.11 49 4.18 3 37.50 2 10000 1 100.00 17 6.61 774 4.38 75 5.60 42 7.68 0 0.00 938 30.59 1056 21.27 894 8.11 34 14.47 5*8 50.17 0 0.00 0 0.00 0 0.00 7 272 2678 14.59 26 1.87 15 2.71 0 0.00 28 0.91 68 1.37 421 3.82 6 2.56 11 0.94 0 000 0 0.00 0 000 6 2.33 512 290 20 1.49 7 1.26 0 0.00 67 2.19 94 1.90 367 3.33 8 3.40 35 2.99 0 0.00 0 0.00 0 000 6 1.96 609 288 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 5 0.37 1 0.18 0 0.00 7 0.23 13 0.26 49 0,44 1 0.43 1 0.09 0 0.00 0 000 0 0.00 1 039 65 0.37 5 0.37 2 0.36 0 0.00 14 0.46 21 0.42 47 0.43 2 0.85 7 O.0 0 0.00 0 0.00 0 0.00 0 0.00 77 044 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Page 1 of 1 ------- Report Symbol' VP715A3-2 U.S. Environmental Protection Agency Occupational Categories - Distribution by Race/Ethnicity and Sex As of September30, 2005 Full/PartTime Permanent Workforce Occupational Category Total Employees All Male Female Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American Indian or Alaska Native Male Female Two or More Races Male Female 1. Officials and Managers - Executive/Senior Level (Grades 15 and Above) - Mid-Level (Grades 13 - 14) - First-Level (Grades 12 and 3elow) - Other Officials and Managers Officials and Managers - TOTAL 2. Professionals 3. Technicians 5. Administrative Support Workers 6. Craft Workers 7. Operatives 8. Laborers and Helpers 9. Service Workers Total Work Force # % # % # % # % # % # % # % # % # % # % # % # % # % 1339 758 554 3.14 1 0.01 3066 17.36 4950 28.08 11030 2.44 236 1.33 1172 6.63 8 0.05 2 0.01 1 0.01 257 1.46 17665 100 833 9.69 33 3.93 1 0.01 883 10.27 2055 23.90 6069 70.5 124 1.44 136 1.5* 8 0.09 2 0.02 1 0.01 204 2.37 8599 100 50 6.6? 216 2.3 0 0.00 2183 24.0 2905 32.04 4961 54.72 111 1.22 1036 11.43 0 0.00 0 0.00 0 0.00 53 0.58 9066 100 46 10.90 14 3.32 0 0.00 56 13.27 116 27.49 277 66.64 3 0.71 13 3.08 0 0.00 0 0.00 0 0.00 13 3.08 422 100 17 3.53 1.66 0 0.00 88 18.26 113 23.44 275 67.05 11 2.28 83 17.22 0 0.00 0 0.00 0 0.00 0 0.00 482 100 707 10.36 282 4.13 1 0.01 642 9.41 1632 23.91 4858 71.17 102 1.49 62 0.91 5 0.07 0 0.00 0 0.00 167 2.46 6826 100 389 7.18 157 2.90 0 0.00 1076 19.86 1622 29.93 3378 62.32 56 1.03 323 5.96 0 0.00 0 0.00 0 0.00 41 0.76 5420 100 60 6.46 26 3.36 0 0.00 150 1938 226 29.20 464 59.95- 12 1.66 49 6.33 3 0.39 2 . 0.26 1 0.13 17 2.20 774 100 75 2.91 42 1.63 0 0.00 938 36.38 1056 40.92 894 34.68 34 1.32 588 22.81 0 0.00 0 0.00 0 0.00 7 0.27 2578 100 25 0.98 15 0.20 0 0.00 28 1.37 8 2.54 421 9.57 6 0.20 11 0.20 0 0.00 0 0.00 0 0.00 6 0.20 512 100 20 0.98 7 0.39 0 0.00 67 2.75 94 4.13 367 9.23 8 0.39 36 1.38 0 0.00 0 0.00 0 0.00 5 0.00 509 100 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 0:00 0 0.00 0 100 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 100 5 0.00 1 0.00 0 0.00 7 0.00 13 0.00 49 0.00 1 0.00 1 0.00 0 0.00 0 0.00 0 0.00 1 0.00 65 100 6 0.00 2 0.00 0 0.00 14 0.00 21 0.00 47 0.00 2 0.00 7 0.00 0 0.00 0 0.00 0 0.00 0 0.00 77 100 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 : 0.00 0 100 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 - 0.00 0 0.00 0 100 Note. Percentages compute down columns and NOT across 00 Page 1 of 1 ------- U.S. Participation Rates for Report Symbol: VP715A4-1L Environmental Protection Agency General Schedule (GS) Grades by Race/Ethnicity and Sex As of September30, 2005 Full/PartTime Permanent Workforce GS/GM SES Grades GS 01 GS 02 GS 03 GS 04 GS 06 GS 06 GS 07 GS 0 GS 09 GS 10 GS 11 GS 12 GS/GM 13 GS/GM 14 GS/GM 15 Senior Executive Service Total # % # % # % # % # % # % # % # % # % # % # % # % # % # % # % # % # 7o Total Employees All 3 100 14 100 31 100 97 100 105 100 75 100 587 100 302 100 668 100 112 100 777 100 2448 100 6786 100 2952 100 2246 100 28 100 17491 100 Male 0 0.00 4 2857 11 35.48 39 41321 31 ?95? 10 1333 112 19.08 20 6.62 155 23,20 47 41.96 241 31 (I? 937 38,28 3621 53.36 1691 57.28 1366 60.82 12 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 22 93.38 513 76.80 65 58.04 536 68.98 1511 61.72 3165 46.64 1261 42/2 «0 39.18 106 3681 9024 51.59 Hispanic or Latino Male 0 0.00 0 000 1 3,23 5 515 1 095 2 267 10 170 3 0.99 13 1.95 0 000 21 2.70 55 2.25 175 25H 73 24/ 49 2.18 11 3H2 419 2.40 Female 0 0.00 0 000 0 0,00 3 309 12 1143 5 667 50 8.52 19 6.29 36 5.39 1 089 3 4.89 91 37? 136 2.00 54 1.83 30 134 2 069 477 2.73 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 0 0.00 1 714 3 9.68 20 2062 1 1714 3 4 00 66 11 ?4 10 331 97 14.52 37 33.04 160 20.59 664 26.72 2890 42 M 1390 4/IIH 1210 53.87 153 5313 6712 38.37 Female 0 noo 1 7.14 3 9.68 19 19.59 22 20.95 19 2533 191 3254 94 31.13 240 35.93 31 27.68 265 34.11 817 33.37 2018 29.74 889 30.12 697 31.03 8 3056 5394 30.84 Black or African American Male 0 oon 3 2143 6 19.35 12 12.37 9 a 57 6 6B7 22 3.75 6 1.99 36 5.39 7 625 38 489 132 5.39 288 424 127 4 3II 57 254 14 486 762 4.36 Female 3 100.00 9 64.29 15 48.39 31 31.96 36 34.29 34 4533 214 3646 168 52.32 202 30.24 30 2679 200 25.74 506 20.67 757 1116 249 843 115 5.12 12 417 2571 14.70 Asian Male [Female 0 0.00 0 0.00 1 3.23 2 2.06 3 286 0 noo 13 2?1 1 0.33 9 1.35 9 179 18 232 82 3.35 238 351 92 3.12 44 196 4 1.39 509 2.91 0 0.00 0 0.00 2 6.45 4 4.12 3 2.86 6 800 18 307 9 2.98 34 5.09 2 179 27 347 80 3.27 220 324 64 ?17 33 1.47 4 1.39 506 2.89 Native Hawaiian or Other Pacific Islander Male 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 000 0 000 0 0.00 0 0.00 0 noo 0 onn 0 000 0 000 0 000 0 000 0 000 0 0.00 Female 0 0.00 0 o.uu 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0 00 0 000 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 000 American Indian or Alaska Native Male 0 0.00 0 O.OU 0 0.00 0 0.00 0 0.00 0 000 1 0.17 0 0.00 0 000 1 089 4 051 14 n5? 30 044 9 030 6 027 0 000 65 0.37 Female 0 0.00 0 0.00 0 0.00 1 1.03 1 0.95 1 1.33 2 0.34 2 0.66 1 0.15 1 089 6 0.77 17 069 34 050 5 017 5 0.22 0 000 76 0.43 Two or Vlore Races Male |Female 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0,00 0 000 0 onn 0 000 0 0.00 0 0.00 0 0.00 0 ono 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 000 0 000 0 0.00 0 0.00 0 000 0 0.00 0 0.00 Page 1 of 1 ------- U.S. Participation Rates for Report Symbol VP715A4-1L ON O Environmental Protection Agency General Schedule (GS) Grades by Race/Ethnicity and Sex As of September30, 2005 Temporary Workforce GS/GM SES Grade GS 01 OS 02 GS 03 GS04 GS05 GS07 GS09 GS11 GS 12 GS/GM 13 GS/GM 14 GS/GM 15 Total # % # % # % # % # % # /£> # % # % # % # % # % # % # % Total Employees /Ml 13 1UU 11 100 22 100 45 100 12 100 14 100 14 100 17 100 S8 100 100 1 100 1 100 224 100 Male 3 23.08 2 10.11) 5 22.73 16 35.56 1 8.33 64.23 5 3571 4 23.53 42 61.76 5 83.33 1 1UU 1 100 94 41 .9 -emale 10 /b.9;> 9 81.82 17 77 27 29 6444 11 91.67 5 35.71 9 64.29 13 76.47 26 38.24 1 16.67 0 0.00 0 0.00 130 5. 04 Hispanic or Latino Male 0 000 0 0.00 1 451 2 444 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 3 1.34 Female 5 3S4fi 1 909 2 9.09 4 8.89 4 33.33 1 7.14 0 - o.oo 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 17 7.59 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 1 im 1 909 1 4.55 4 8.89 0 0.00 57,14 4 28.57 4 23.53 35 51.47 4 66.67 1 100 1 100 64 2«.S7 Female 0 0.00 2 18.18 3 13.64 13 2889 3 25.00 3 21.43 7 50.00 8 47.06 20 29.41 1 16.67 0 O.UU 0 0.00 60 26.79 Black or African American Male 2 1538 1 9.09 3 1364 7 1556 1 833 1 714 0 0,00 0 0.00 2 2.94 0 0.00 0 0,00 0 0.00 17 7.69 Female 4 3077 6 5455 10 45.45 9 2000 4 3333 1 7,14 2 14.29 2 11.76 3 4:41 0 0,00 0 O.OU 0 0.00 41 1,30 Asian Male 0 000 0 0.00 0 000 3 6,67 0 0,00 0 0.00 1 7,14 0 0.00 5 7.35 1 16.67 0 0.00 0 0.00 10 4.46 Female 1 7.69 0 0,00 2 9.09 3 6.67 0 0.00 0 0.00 0 0.00 3 17.65 3 4.41 0 0.00 0 0.00 0 0.00 12 6.36 Native Hawaiian or Other Pacific Islander Male 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00. 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Female 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 O.OU 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 American Indian or Alaska Native Male 0 U.OO 0 ouo 0 0,00 0 0.00 0 0.00 0 000 0 0.00 0 U.OO 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 :emale 0 0.00 0 0,00 0 O.OU 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 o.oo 0 0.00 Two or >/1ore Races Male 0 0,00 0 0.00 0 U.OO 0 0.00 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0,00 Female 0 0.00 0 0.00 0 000 0 0.00 0 0,00 0 0.00 0 000 0 0.00 0 0.00 0 o.oc 0 o.oc 0 0.00 0 0,00 Page 1 of 1 ------- U.S. Participation Rates for Report Symbol. VP715A4-2L Environmental Protection Agency General Schedule (GS) Grades by Race/Ethnicity and Sex As of September30, 2005 Full/PartTime Permanent Workforce GS/GM SES Grades GS 01 GS02 GS 03 GS 04 GS05 GS 06 GS 07 GS 08 GS09 GS 10 GS 11 GS 12 GS/GM 13 GS/GM 14 GS/GM 15 Senior Executive Service Total # % # % # % # % # % # % # % # % # % # % # fo # % # >j # % # % # % # % Total Employees All 3 0.02 14 mm 31 018 97 055 105 060 75 0.43 6?7 3.36 302 1.73 668 3.82 112 0.64 777 4.44 2448 14.00 6786 38.80 2952 16.88 2246 12.84 288 1.1)5 17491 100 Male |Female 0 000 4 005 11 013 39 0,46 31 ii :•)/ 10 01? 112 1 y 20 0.24 155 1,83 47 0.5(5 241 2.85 937 11.07 3621 Ki.ll 1691 19.97 1366 16.13 182 2.15 8467 100 3 0.03 10 011 20 n?? 58 0.64 74 0.82 5 0.72 475 5.26 282 313 513 5,68 65 0.72 536 5.94 1511 16.74 3165 35.07 1261 13.97 880 1/5 106 1.1/ 9024 100 Hispanic or Latino Male [Female 0 0,00 0 mill 1 024 5 119 1 024 2 048 10 239 3 u. n 13 3,10 0 0.00 21 5.01 56 13.13 176j 41.77 73 1M2 49 11.69 11 263 419 100 0 0.00 0 0.00 0 000 3 0.63 12 2.52 5 1.05 50 10.48 19 3.98 36 7.55 1 0.21 38 /.a/ 91 19.08 136 28.51 54 11.32 30 6.29 2 042 477 100 RACE/ETHNICITY (Non - Hispanic or Latino) White Male female 0 0,00 1 11(11 3 (104 20 0,30 1? II 71 3 004 6 0.98 10 015 97 1,45 37 0.55 160 2.38 664 .9.74 2890 43.06 1390 2H./1 1210 18.03 153 2.28 6712 100 0 0.00 1 0.02 3 0.06 19 035 22 0.41 19 0.35 191 3.54 94 174 240 4.45 31 0.57 265 4.91 817 15.15 201 37.41 889 16.48 697 12.92 88 1.63 5394 100 Black or African American Male (Female 0 0.01) 3 lift 6 079 12 1.57 9 118 5 O.BK 22 2.89 6 079 36 4.72 7 0.92 38 4.*) 132 173? 288 37.80 127 16,67 67 7.48 14 184 762 100 3 0.12 9 II 35 15 0.58 31 1.21 36 1.40 34 1.32 214 8.32 158 6,15 202 7.86 30 1.17 200 778 606 19.68 767 29.44 249 9.68 115 4.47 12 0.47 2671 100 Asian Male |Female 0 0.00 0 0.00 1 fl?0 2 039 3 0.59 0 0,00 13 2.55 1 020 9 1,77 2 0,39 18 354 82 16.11 23« 46.76 92 1807 44 8.64 4 079 609 100 0 0.00 0 0.00 2 0.40 4 079 3 0.59 6 1.19 18 3.56 9 178 34 672 2 0.40 27 534 80 15.81 220 43.48 64 12fi5 33 6.52 4 079 506 100 Native Hawaiian or Ctier Pacific Islander Male 0 0.00 0 II.OII 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 000 0 0.00 0 o,no 0 0.00 0 0.00 0 ono 0 0.00 0 0.00 0 100 Female 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 100 American Indian or Alaska Native Male 0 O.UU 0 O.UO 0 000 0 O.UO 0 0.00 0 000 1 154 0 0,00 0 000 1 1.54 4 6,15 14 21.54 30 46.15 9 13fi5 6 923 0 0.00 65 100 Female 0 0.00 0 0,00 0 000 1 1.32 1 1.32 1 1.32 2 2:63 2 263 1 132 1 1.32 6 7.89 17 22.37 34 44.74 6 6.58 6 6,58 0 0.00 76 100 Two or Vlore Races Male 0 O.UO 0 O.UO 0 0.00 0 O.UO 0 0.00 0 000 0 0.00 0 000 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 000 0 0,00 0 100 Female 0 0.00 0 u.oo 0 0,00 0 0.0.0 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 100 Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for General Schedule (GS) Grades by Race/Ethnicity and Sex Report Symbol: VP715A4-2L As of Sep1ember30, 2005 Temporary Workforce GS/GM SES Grade GS 01 GS 02 GS 03 GS 04 6S05 GS 07 GS 09 GS11 GS12 GS/GM 13 GS/GM 14 GS/GM 15 Total # % # % # % # % # % # % # % # % # % # % # % # % # % Total Employees Ml 13 5.80 11 4.91 22 982 45 20:09 12 5.36 14 6.25 14 625 17 "7.59 S 30.36" 6 2.68 1 0.45 1 0.45 224 100 Male 3 3.19 2 2.13 5 5.32 16 - 17.02 1 " 106" 9 9.57 5 5.32 4 4.26 42 44.68 5 5.32 1 1.06 1 1,06 94 100 Female 10 7.69 9 6.92 17 13.08 29 2231 11 8.46 5 3.85 9 "6.92 13 "10.00- 26 20.00 1 0.77 0 0.00 0 0.00 130 100 Hispanic or Latino Male 0 0.00 0 0.00 1 3333 2 66.67 0 0.00 0 000 0 0.00 0 0.00 0 0=00 0 u.ou 0 o.uu 0 0.00 3 100 Female 5 29.41 1 588 2 11.76 4 23.53 4 23.53 1 5.88 0 0.00 0 0.00 0 0.00 0 0.00 0 -o.oo 0 . 0.00 17 100 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 1 1.56 1 1.% 1 1.56 4 6.25 0 0.00 8 12.50 4 6.25 4 t.25 35 -54.69 4 6.2i 1 1.56 1 1.56 64 100 Female 0 0.00 2 . 3.33 3 5.00 13 21,67 3 " 5.00 3 5.00 7 "11",67 13.33 20 33.33 1 1.6/ 0 - 0.00 0 0.00 60 100 Black or African American Male 2 11./6 1 "5 .88 3 17.65 7 41.18 1 5 "88" 1 5.88 0 0.00 0 0.00 2 .11.76 0 u,oo- 0 O.UU 0 0.00 17 100 Female 4 " 9.76 6 . 14.63 10 24.39 9 2195 4 9.76 1 2.44 2 4.88 2 4.88 3 7.32 0 - O:QQ: 0 0.00 0 0.00 41 100 Asian Male 0 0.00 0 0.00 0 0.00 3 30.00 0 0,00 0 0.00 1 10.00 0 u.oo 5 50.00 1 10..00 0 0:00 0 0.00 10 100 Female 1 8.33 0 0.00 2 16.67 3 25.0.0 0 0.00 0 0.00 0 0.00 3 25.00 L 3 25.0.0 0 ", 0.00 0 , . 0.00 0 0.00" 12 100" Native Hawaiian or Other Pacific Islander Male 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 " 0.00 0 0.00" 0 0.00 0 0.00 0 II.UU 0 0.00 0 - 100 Female 0 0.00 0 0.00 0 0.00 0 0.00 0 O.DO 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0:00 0 0.00 0 100 American Indian or Alaska Native Male 0 0.00 0 0-.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 0.00 0 0.00 0 Dim 0 000 0 100 Female 0 0.00 0 0.00 0 0.00 0 0:00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 100 Two or vlore Races Male 0 000 0 0.00 0 000 0 0.00 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 0 Illl 0 - nnn 0 1-00 Female 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 " "0.00 0 0:00 0 - 100- Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for Wage Grades (WG) by Race/Ethnicity and Sex Report Symbol' VP715A5-1AL As of September30, 2005 Temporary Workforce WG and Related Grades WG01 Total # % # % Total Employees All 1 100 1 100 Male [Female 1 100 1 100 0 0.00 0 0.00 Hispanic or Latino Male 0 0,00 0 0.00 Female 0 0.00 0 0.00 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 1 100 1 100 Female 0 000 0 0.00 Black or African American Male 0 0.00 0 0.00 Female 0 0.00 0 0.00 Asian Male (Female 0 0.00 0 0.00 0 0.00 0 0.00 Native Hawaiian or Other Pacific Islander Male 0 0.00 0 0.00 Female 0 0.00 0 0.00 American Indian or Alaska Native Male 0 000 0 0.00 Female 0 0.00 0 0.00 Two or More Races Male 0 U,00 0 0.00 Female 0 0.00 0 0.00 Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for Wage Grades (WL) by Race/Ethnicity and Sex Report Symbol- VP715A5-1BL As of September30, 2005 FulL/PartTime Permanent Workforce WL and Related Grades WL 1 4 Total # % # /o Total Employees All I 1UU 1 100 Male 1 11)1.1 1 100 Female 0 000 0 000 Hispanic or Latino Male 0 0,UO 0 0.00 Female 0 o.oo- 0 0,00 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 1 100 1 100 Female 0 0.00 0 0.00 Black or African American Male 0 U.OU 0 000 Female 0 0.00 0 0.00 As Male 0 0.00 0 0.00 an Female 0 0.00 0 0.00 Native Hawaiian or Other Pacific Islander Male 0 000 0 000 Female 0 0.00 0 000 American Indian or Alaska Native Male 0 000 0 0.00 Female 0 0.00 0 0.00 Two or Vlore Races Male 0 O.UO 0 000 Female 0 0.00 0 0.00 Page 1 of 1 ------- Report Symbol: VP715A6 U.S. Environmental Protection Agency Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex As of September 30, 2005 Full/PartTime Permanent Workforce Job Title/ Series Agency Rate Occupational CLF 028 - Environmental Protection Specialist National CLF 2000 301 - General Adrnmistative National CLF 2000 343 - Management Analysis National CLF 2000 National CLF 2000 819- Environmental Engineering National CLF 2000 905 - Attorney National CLF 2000 1301 - General Physical Science National CLF 2000 Total # % % # % % # % % # % % # % % # % % # % % # % Total Employees All 2836 100.00 883 100.00 1552 100.00 849 1 00.00 1933 100.00 1049 100.00 2207 1 00,00 11309 100.00 Male 1135 4002 75.8 270 30.58 43.4 462 2977 61.4 476 65.95 55.9 1340 69.32 778 530 50.52 71 3 1361 61 21 65.6 5563 49.19 Female 1701 69.98 24.1 613 69.42 66.6 1090 70.23 38.6 374 44.06 441 693 30.68 22.2 519 49.48 28.7 866 38.79 34.4 5746 5081 Hispanic or Latino Male 42 148 1.8 16 1.81 47 2 1.80 2.0 16 1.77 1,9 92 4,76 2.2 29 276 2.0 68 2.63 2.2 280 2.48 Female 78 2.76 0.9 24 272 5.3 32 2,06 1.6 20 2.36 2,1 47 243 0.9 29 2.76 1.2 52 2.36 1.7 282 249 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 926 3262 690 209 23.67 30.2 366 2358 52.5 409 48.17 47.3 1013 62.41 65.4 451 42.99 66.2 1158 52.47 45.4 4531 40.07 Female 1154 40.69 20.6 305 3464 39.7 594 38.27 31.1 289 34.04 36.0 394 20.38 178 391 37.27 23.9 640 29.00 22.9 3767 3331 Black or African American Male 103 3.63 1.7 34 385 4.9 53 341 2.6 35 4.12 1.2 84 4.35 3.0 27 2.67 2.1 67 3.04 1.7 403 3.66 Female 362 1276 1.1 271 3069 7.9 430 2771 3.4 41 4.83 1.* 77 398 1.2 62 5.91 1.9 103 4.67 1.4 1346 11 90 Asian Male 46 1.62 2.2 9 1.02 2.7 12 0.77 3.5 16 1.77 4.3 146 7.65 60 20 1.91 1.4 56 264 15.5 304 269 Female 82 2.89 1.0 8 0.91 2.5 30 1.93 2.0 18 2.12 4.6 72 3.72 2.0 34 3.24 1.2 54 245 8.0 29S 2.64 Native Hawaiian or Other Pacific Islander Male 0 0.00 00 0 0.00 0.1 0 0.00 0.0 0 0,00 0,0 0 000 0.1 0 0.00 00 0 0.00 0.0 0 000 Female 0 0.00 0.0 0 0.00 0.1 0 0.00 0.0 0 0.00 0.0 0 000 0.0 0 0.00 0.0 0 0.00 0.0 0 0.00 American Indian or Alaska Native Male 19 0.67 0.8 2 023 0.4 3 0.19 0.3 1 0.12 06 6 0.26 06 3 0.29 0.3 12 064 02 45 0.40 Female 25 0.88 0.3 5 0.57 0.6 4 0.26 0.3 6 |_ 0.71 0.3 3 0.16 0.1 3 029 0.2 7 0.32 0.1 53 047 Two or More Races Male 0 0.00 0.3 0 000 0.3 0 0.00 0.5 0 0.00 0.4 0 0.00 0.5 0 0.00 0.3 0 0.00 0,5 0 000 Female 0 000 0.2 0 0.00 0.4 0 0.00 0.3 0 0.00 0.3 0 0.00 0.1 0 0.00 0.2 0 0.00 0.3 0 000 Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex Report Symbol. VP715.A6 As of September30, 2005 Non-Permanent Workforce Job Title / Series Agency Rate Occupational CLF 028- Environmental Protection Specialist National CLF 2000 301 - General Administrative National CLF 2000 343 - Management Analysis National CLF 2000 National CLF 2000 119- Environmental Engineering National CLF 2000 National CLF 2000 301 - General Physical Science National CLF 2000 # % % # % % # % % # % % # % % # % % # % % # % Total Employees AJI 21 10000 16 100.00 1 10000 92 10000 77 10000 4 10000 56 10000 267 10000 Male 15 71 43 75* 10 62.50 43.4 0 0.00 61.4 62 6739 56.9 61 79.22 77.8 1 2500 71.3 42 7600 65.6 191 71 54 Female 6 2857 241 6 37.50 56.6 1 10000 38. 6 30 3261 44.1 16 20.78 22.2 3 76.00 28.7 14 25.00 34.4 76 28.46 Hispanic or Latino Male 0 o.oo 1.8 0 0.00 4.7 0 000 2.0 1 1.09 1.9 2 2.60 2.2 0 0.00 2.0 0 000 2.2 3 1 12 Female 0 0 00 0.9 0 0.00 5.3 0 0.00 1.6 1 1.09 21 0 0.00 09 0 0.00 1.2 2 3.57 1 7 3 1 12 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 14 6667 590 8 60.00 30.2 0 0.00 62.5 60 6622 47.3 52 67.53 66.4 1 26.00 65.2 36 64.29 46.4 171 6404 Female 6 2857 20.6 4 2500 397 1 10000 31 1 25 2717 350 14 18.18 17.8 1 26.00 23.9 10 17.86 22.9 61 22.86 Black or Afri can American Male 0 000 1.7 2 12.50 4.9 0 000 2.6 0 000 1 2 1 1 30 3.0 0 0.00 2.1 2 3.67 1.7 6 1.87 Female 0 000 1.1 2 1250 7.9 0 0.00 3.4 2 217 1 « 0 0.00 1.2 1 25.00 1.9 2 3.57 1.4 7 2.62 Asian Male 1 4.76 2.2 0 ooo 2.7 0 0.00 3.6 1 1 09 4.3 6 7.79 6,0 0 0.00 1.4 4 7.14 15.6 12 4.49 Female 0 0.00 1.0 0 0.00 2.5 0 0.00 2.0 2 217 4.5 2 2.60 2.0 1 26.00 1.2 0 0.00 8.0 5 1.87 Native Hawaiian or Other Pacific Islander Male 0 0.00 0.0 0 0.00 0.1 0 000 0.0 0 0.00 0.0 0 0.00 0.1 0 0.00 0.0 0 0.00 0.0 0 0.00 Female 0 000 0.0 0 0.00 0.1 0 0.00 0.0 0 0,00 0.0 0 0.00 0.0 0 0.00 0.0 0 0.00 0.0 0 0.00 American Indian or Alaska Native Male 0 000 08 0 0.00 0.4 0 0.00 03 0 0.00 0.6 0 0.00 0.6 0 0.00 0.3 0 000 0.2 0 000 Female 0 0.00 0.3 0 000 0.6 0 0.00 0.3 0 000 0.3 0 000 0.1 0 0.00 0.2 0 000 0.1 0 0.00 ~wo or More Races Male 0 000 0.3 0 000 0.3 0 000 0.6 0 000 04 0 0.00 0.6 0 0.00 0.3 0 0.00 0.5 0 000 Female 0 000 02 0 000 0.4 0 000 0.3 0 0.00 0 3 0 0.00 0.1 0 0.00 0.2 0 0.00 0 3 0 0.00 Page 1 of 1 ------- Report Symbol U.S. Invironmental Protection Agency New Hires by Type of Appointment • Distribution by Race/ltfinl city and Sex From September30. 2JMM Ta September J0, 20OS Tol- Type of Appointment Permanent Temporary TOTAl CLF (3500) H > 1 4 ^ 1 ^ lenijls *>:«7 52 ?5 256 4S 43 {S3 49 K ft' « Hispanic or L 3lln» toie^ 1? 501 10 1 SJ fa 1 ^> &'^ f. '' female 1! 24> 13 235 2f Z' *J J,< RACE/ETHHfCtTY fNon -Hispanic or L*tino) White Male 190 .13 7S 2y^ #184 413 }7i« 39 r» Oraaie ITS 31 79 | U3 J« I? Ki" 2» ft XI 7 Black or African An»*ric») Milt JS »2? W »S9 n 5 JO 4* feiuslE r? 1358 L^JO 14 « 157 14 If <. 7 Asian UaJe 2C1 01 Amoricin InJidn 01 Alaska NatiVe Mil* 1 W i iy» oi femste ^ oss ; OJ? ? C>Sj fi^ Two sr Oofa ft»c»s Male 0 00» 0 90S « oc«o n? fen«lj ..' 00"} 1} ow » ooo f! J Paqe I of I ------- U.S. Environmental Protection Agency Non-Competitive Promotions - Time in Grade - Distribution by Race/Ethnicity and Sex Report Symbol: VP715A10 As of September30, 2005 Full/PartTime Permanent Workforce Ox OO Total Employees Eligible for Career Ladder Promotions Time In grade in excess of minimum 1 - 12 months 13 -24 months 25 + months # % # # % # % # % Total Employees All 1720 1-00 491 16? 100 89 100 234 100 Male 694 40.35 233 64 3. 10 49 55.06 120 51.28 Female 1026 59.5 25? 104 61.90 40 44.94 114 48.72 Hispanic or Latino Male 42 2.44 6 2 1.19 0 0.00 4 1.71 Female 73 4.24 13 6 2.9* 4 4.49 4 1.71 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 476 27.67 167 40 23.81 37 41.57 90 38.46 Female 589 3424 137 59 35,12 17 19.10 61 26.07 Black or African American Male 114 6.63 42 17 1.0.12 7 7.«7 18 7.69 Female 288 16.74 95 35 20.83 18 20.22 42 1795 Asian Male 53 3. OS 13 4 2.38 3 3.37 6 2.56 Female 68 3.96 9 c 2.98 1 . 1.12 3 1.2 Native Hawaiian or Other Pacific Islander Male 0 0.00 0 0 0.00 0 0.00 0 0,00 Female 0 0.00 0 0 0.00 0 0.00 0 0.00 American Indian or Alaska Native Male 9 0.52 5 1 0.60 2 2.26 2 0.85 Female 8 0.47 4 0 0.00 0 0.00 4 1.71 Two or More Races Male 0 0.00 0 0 0.00 0 0,00 0 0.00 Female 0 0.00 0 0 0.00 0 000 0 0.00 Page 1 of 1 ------- 'Symbol VP7I6AI5 U.S. Environmental Protection Agency Employee Recognition and Awards - Distribution by Race/Ethnicity and Sex Fiom Sflptoniliflr 30. 2M4 To Seplewber 30. 2005 Recognition or Award Program it Awards Given • Tolal Cash Total Employees All Male fewai* Latino Male 1 enuie RACE/fTHNICITY Itton . Hisfjanlc or Latino) While Male temase Black or African American m> feoiate /Xslan MM feniaie Wdllve Otiiei Pacific klatwtef wale lenme AiiBjiicaii tntllan or Alaska M»ti\ie naie female Two or More Races M3l« fmm Time-Off Awards • 1-8 Hours Total Time- Otf * Awicd'- 1-3 HOUI& % Ti*ilil Hciiji?. Average Hours y;7 1 m.i (.xi '•:•? 1 4 53 13J5 41 •? V.I4 7) ! L<'(.i fS^3 1 j 1 1 K f S 15 :w 4x1 04 141 431 •:7C' 62 10J y 31 73 74iS 72 1 10*. W 77 7:-2f. 71 1JC 3?? yv 1 f. S v'2',; is-;1? •:42'f b ;. KX. 30* 714 n U? 3 J8 x:-s f 5 0 0 00 fl oc 0 000 0 ""To1 n 034 t '. 66 iv c "o i?^ 67 o « 00 o 00 (J 000 fl 00 Time-Off Awaids -9< Hours Tom Time-Oif # Awiick Ofi'i 3 Ho'jri. % Tots! Houit A'-'f i itje HOUK ;;?l 1«OOV •?/•;? r 24? 1414 ;•••.' :;:• ••ft:4 i'4S :ii? «)1S r -•^•/i ;. 24 0 M 1 SO K>.'1 :-4 'J 124 :*ci JOTf- J4 S 1 1 :•; 3'M> 2-.'X»2 J5 1 HOI ftts- ?«':''• 2-'."' US IS o€i X' J46J o o 0*0 u 00 Lash Awards VtBQ.ttGO ToiJl Cash Awards * £00 •'«") Undei % Toul Amount Avtune Aiiifiuiit HH-'U m.oo :'-:r.7ii-. I'Si 1 44O 4445 i:-i7U4 2i»l 3 5K5 K- '.4 Hvy?;i 2S< £ 1 .'2 1 K1 f-311'4 1 27t> 7 :56 2se ?-:^7f. :io? Of.'f. 3f- 70 HO 7 ^.4 2X1 2 3017 X' 1 1 •»J?«.2 281 f. J«. 3^ 52«2f- 24? 2 47 7i«J J01 s ill 3 to •>..1 ;lA 2i>J 5 o 0 IX' 0 fllj 1 001 1 Tsu l&Mi 4: 041 ttinv rr/n r,r o «e Mti? 2*4 7 0 0 O 00 Lash Awards ViOl* Foil) 1 3'-.li Ay/jrO'; l?_ *5dl *vj 0. fi [%" Tot si Amount Avfuqe Amount Q u a jt ty S ! e p In cr e as &s T,,. .j ,J|C| i To! il Benefit A^rafjP BpricN II;M HX>0<> \f-'^V.'i t47:vi'. f-:, iii 5» *:• ;<>>*; 7 57-I.14 4-,:> ".4 VOK.U4 I40J2 2 4* :• 15 / :•• ••/. i -.' ljf.5 4 :-5-;' C25 ;:-?ry I2>85 irw 4i ;•« ,'*:.?c,^ lf,?1 1 3JJ''. iO 71 C.J054II' U'»« 4« 4i:<. WVJO 137?* IMf. 133) 1Xif.;'>? U'41 i fa . •'' 25* 4;p3i>fj'- i45»'.:' 3i7 234 4tiVM 12t*5 0 o CM;. 1 1 III'1 i; 000 ft ')« 4? 0 3'} ?<>» id IX.4? 4? C'4I .'J-ill? 12S5 4 0 A 00 o 0 V lOSte) 75>'. I«:KW M '.'••': 27 Jl<*ll. ;o4 44 IS I5'n>??7 44'C-:.-. 4:: 5532 l.'fJy'O •:•«: -•; 14 1 «5 -"^*.;:7 s tv 251 '••»;'•?: 12.10 f -• 1 :•:.') /7JI6! .'!:•: 4 i* "•! ;•" 2 '"•'< »". "'0 7 ? LiliLl IM 2 C-5 v,-7!«i i;:-:7fi '.' 0 C«'.' ft 0 fi II Ow » l> 0 0 0 00 II 0 f» ;•• 0 40 i?7«-i ?,?4 U It (MKJ 0 f 1 0 0 0 00 ri (j ij '.i ft 'Xi .1 tj 1.1 1 1 0 'Xl 1 1 0 0 1 1 (i •>.! 'J fl f 1 ------- ! Symbol VPiMSAH U,S, Environmental Protection Agency Separations by Type of Separation • Distribution by Raee/lthnlcity and Sex Type of Separations Voluntary Involumary Tola! SejiaiaJioiw Total Woiktece f=*= * -3? #0 <* fr * % K % Total fmptoyets flfl 81? KC> » MS KC KO 17W.5 ICO Mil* 4*S 43 II li W 00 4 !•;* fo « ?f, 21} RACE/ETHNICITY {Non - Hrsp Wilto Hale }34 WSJ s «C!J 34? tCi Si fesi2B JS« frawse 2i4 JH:« 4 JO CO K« _1*2*| 5410 3«6« Black *f African Arasricart mt j? 4« -") i. law 40 17? 774 4SS fw»ts 112 13 .M 4 20 » 116 13 -J4 KfS !45S Asiin Mile 1? Jl>8 0 00 in; 1JS4 fsiT • 2» relate to 5 41 1 JOJ 21 SSi f/rt 2-8? suic of Ulliw) NVtifve Hawaliw or rtrtier Psfi6t Islamiw H;!e 0 L_JjjB (1 O.W 0 000 n COS Feaale u CO I) OSJ5 0 *w n «co American Mian oi dliiska Naiiw Mile i LI 24 0 ft <|0 2 SJ4 « »W ftttitt j o*s c 0.00 f OM n 0« Two ar Mora Races Male 0 <)«• » 0«> * 00» (I OCW f«mafe 0 Oft) Cl Oflj i) OOJ 1} OOJ ------- MD 715 Tables Bl to B14 71 ------- Report Symbol VP715B1 U.S. Environmental Protection Agency Total Workforce - Distribution by Disability (OPM Form 256 Self-Identification Codes) From SeptemberBO, 2004 To September 30, 2005 Total Workforce Employment Tenure TOTAL Total by Disability Status [05] No Disability [01] Not Identified [06-94] Disability Targeted Disability Detail for Targeted Disabilities [16,17] Deafness [23,25] Blindness [28,32-38] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/Spine TOTAL 09/30/2004 09/30/2005 Ditference Ratio Change Net Change Federal High PERMANENT 09/30/2004 09/30/2005 Difference Ratio Change Net Change # % # % E % % # % # % # % % 18696 100 18481 100 t 17649 100 17665 100 16 0.09 17558 93.91 17366 93.97 -192 006 ^^09 16555 93.80 16585 93.89 30 0.09 0.18 204 1.09 210 1.14 6 0.05 2.94 •• 196 1.11 202 1.14 6 0.03 3.06 934 500 905 4.90 -29 -0.10 -3.10 ••• 898 5.09 878 4.97 -20 -0.12 -2.23 198 1.06 195 1.06 -3 0.00 -1.52 2.27 194 1.10 193 1.09 -1 -0.01 -0.52 28 0.15 28 0.15 0 0.00 0.00 •• 27 0 15 28 0.16 1 0.01 3.70 30 0.16 28 0.15 -2 -0.01 -6.67 ••i 29 0.16 28 0.16 -1 0.00 -3.45 10 0.05 11 006 1 0.01 10.00 ^•1 10 0.06 10 0.06 0 0.00 0.00 43 0.23 40 0.22 -3 -0.01 -6.98 •• 43 0.24 40 023 -3 -0.01 -698 12 0.06 11 0.06 -1 0.00 -8.33 ^H 12 0.07 11 006 -1 -0.01 -8.33 31 0.17 29 0.16 -2 -0.01 -6.45 •• 31 0.18 29 0.16 -2 -0.02 -6 45 13 007 13 0.07 0 0.00 0.00 ••1 13 007 13 0.07 0 0.00 0.00 26 0.14 30 0.16 4 0.02 15.38 ^ 24 0.14 29 0.16 5 002 20.83 5 0.03 5 0.03 0 0.00 0.00 ••• 5 0.03 5 0.03 0 0.00 0.00 TEMPORARY 09/30/2004 09/30/2005 Ditference Ratio Change Net Change # % # % 1047 100 816 100 # | -231 ir^^M % | -22 06 1003 9580 781 95.71 -222 -0.09 -22.13 8 0.76 8 0.98 0 022 0,00 36 3 44 27 331 -9 -0.13 -2500 4 0.38 2 0,25 -2 -0,13 -50.00 1 0 10 0 0.00 -1 -0.10 -10000 1 0.10 0 0.00 -1 -0 10 -10000 0 0.00 1 0.12 1 0 12 0.00 0 0.00 0 0.00 0 0.00 0.00 0 000 0 000 0 0.00 000 0 000 0 0.00 0 0.00 000 0 000 0 0.00 0 0.00 000 2 0.19 1 0.12 -1 -0.07 -50.00 0 0.00 0 000 0 000 000 NON-APPROPRIATED 09/30/2004 09/30/2005 Diffeience Ratio Change Net Change # % # % # % % 0 0.00 0 0.00 0.00 0 000 0 0.00 0 000 0.00 0 000 0 0.00 0 0.00 0.00 0 000 0 0.00 0 000 0.00 0 000 0 000 0 000 000 0 0.00 0 0.00 0 0.00 000 0 000 0 000 0 0.00 0.00 0 0.00 0 000 0 0.00 000 0 000 0 0.00 0 000 000 0 000 0 0.00 0 000 0.00 0 0.00 0 0.00 0 000 0.00 0 000 0 000 0 0.00 000 0 000 0 000 0 000 000 0 000 0 0.00 0 000 0.00 Page 1 of 1 ------- U.S. Environmental Protection Agency Total Workforce by Component- Distribution by Disability (0PM Form 256 Self-Identification Codes) Report Symbol' VP715B2 As of September30, 2005 Full/PartTime Permanent Workforce Component TOTAL Total by Disability Status [06] Nb Disability (01] Not Identffied [06-94] Disability Targeted Disability Detail for Targeted Disabilities [16,17] Deafness [23, 26] Blindness [2?, 32-38] Missing Limbs [64-*] Partial Paralysis [71-78] Total Paralysis [*2] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/Spine Total Work Force Federal High 17665 16585 202 878 193 28 28 10 40 11 29 13 29 0.06 0.23 0.06 0.16 0.07 0.16 0.03 ."ssistant Administrator lor Assistant Administrator lor International Activities Assistant Aaminisirator lur Assistant Administrator lor Solid Waste & Emergency Response Assistant Administrator lor Air & Radiation ^ssisiam /^jmiriisiraior ror "3i ihctani-oe Assistant Administrator (or Rssearch & Development # % # % # % # % # % # % # % # % # % # % # % # % # % 527 100 913 100 202 100 352 100 79 100 353 100 415 100 761 100 656 100 623 100 1289 100 1301 100 1862 100 492 93.36 866 94.85 190 94.06 319 90.63 75 94.94 331 93.77 382 92.05 702 92.25 619 94.36 582 33.42 1212 94.03 1215 93.39 1753 94.15 5 0.95 7 0.77 3 1 49 9 2.56 0 0.00 4 1.13 4 0.96 10 1.31 5 0.76 3 0.48 19 1 47 19 1.46 35 1.88 30 5.69 40 4.38 9 4.46. - 24 .6.82 4 5.06 18 510 29 6.99 49 6.44 32 4.88 38 6.10 58 4.50 67 5.15 74 3.97 6 1.1.4 4 044 0 0.00 5 1.42 1 1.2.7 6 1.70 6 .1.45 g 1.18 10 1.S2 9 1.44 10 0.78 14 1.08 14 0.75 1 0.19 1 "0.11 0 0.00 0 0.00 0 0.00 0 0.00 2 0.48 0 0.00. 3 : 0.46 1 0.16 0 0.00 4 0.31 1 0.05 0 0.00 0 o.otr 0 0.00 0 0.00 0 0.00 0 0.00 2 0.48 1 0.13 1 0.15 1 0.16 1 0.08 1 0.08 2 0.11 1 0.19 0 0.00 0 0.00 1 0.28 0 000 1 0.28 0 000 0 000 1 "0-..15 " 1 0,16 0 0.00 0 0.00 1 005 0 0.00 1 0 11 0 0.00 3 0.85 0 0.00 2 0.57 0 0.00-' 1 . 0.13 0 0.00 1 0.1-6 :: 5 0.39 6 0.46 4 0.21 0 0.00 0 0,00 0 0,00 0 0.00 0 0.00 0 . 0.00 0 0.00. 0 0.00 0 :0.00 1 0.1-6 2 0,16 0 0.00 0 0.00 2 0.38 1 0.11 0 0.00 1 0.28 0 0.00 1 0.28 0 0.00 2 . 0.26. 2 0.30:- 3 0.48- 0 0.00 1 0.08 3 0.16 1 0.19 0 0.00 0 0.00 0 0.00 0 0.00 0 O.QO 1 0..24 5 . 0.66 0 O.OD 0 0.00 2 0.1-6 1 0.08 1 0.05 1 0.19 0 0.00 0 0.00 0 0.00 0 0.00 2 -0,57- 1 0.24 0 - 0.00 3 0.46 1 . 0.1:6 0 0.00 1 0,08 2 0.11 0 0.00 1 0.01 0 0.00 0 O.OQ 1 . 001 0 - .0,00 0 0.00 0 . - o.oo 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Pags 1 of 2 ------- U.S. Environmental Protection Agency Total Workforce by Component- Distribution by Disability (0PM Form 256 Self-Identification Codes) Report Symbol. VP715B2 As of September30, 2005 Full/PartTime Permanent Workforce Component Region 1 Boston Region 2 New York Region 3 Philadelphia Region 4 Atlanta Region 6 Chicago Region 6 Dallas Region 7 Kansas City Region 8 Denver Region 9 San Francisco Region 10 Seattle # % # % # % # % # % # % # % # % # % # % TOTAL 673 100 899 100 912 100 1090 100 1293 100 856 100 557 100 601 100 835 100 616 100 Total by Disability Status [05] ND Disability 643 95.54 851 94.66 871 95.50 1027 94.22 1213 93.81 783 91.47 513 92.10 556 92.51 799 95.69 591 95.94 [01 J Not Identified 10 1.49 2 0.22 6 0.66 8 0.73 11 0.85 13 1.52 6 1.08 7 1.16 8 0.96 8 1.30 [06-34] Disability 20 2.97 46 5.12 35 3.84 55 5.05 69 5.34 60 7.01 38 6.82 38 6.32 28 3.35 17 2.76 Targeted Disability 3 0.45 12 1.33 8 0.88 13 1.19 25 1 93 8 0.93 14 2.51 8 1.33 5 0.60 3 049 Detail for Targeted Disabilities [16,17] Deafness 0 0.00 6 0.67 1 0.11 1 0.09 0 0.00 1 0.12 5 090 0 0.00 1 0.12 0 0.00 [23, 25) Blindness 1 0.15 4 0.44 1 0.11 2 0.18 5 0.39 2 0.23 0 0.00 1 0.17 2 0.24 1 0.16 [28, 32-3*) Missing Limbs 0 0.00 0 0.00 0 0.00 1 0.09 1 0.08 0 0.00 0 0.00 1 0.17 1 0.12 0 0.00 [64-6*] Partial Paralysis 0 0.00 1 0.11 1 0.11 3 0.28 5 0.39 1 0.12 4 0.72 0 0.00 1 0.12 1 0.16 [71-7*] Total Paralysis 0 0.00 0 0.00 0 0.00 1 0.09 3 0.23 1 0.12 2 036 0 0.00 0 0.00 1 0.16 [*2] Convulsive Disorder 2 0.30 0 0.00 1 0 11 2 0.1.8 4 0.31 2 0.23 1 0.18 1 0.17 0 0.00 0 0.00 [90] Mental Retardation 0 0.00 0 0.00 0 000 0 0.00 1 0.08 0 0.00 1 0.18 0 0.00 0 0.00 0 0.00 [91] Mental Illness 0 0.00 1 0,11 4 0.44 2 .0,18 4 0.31 1 0.12 1 0.18 5 0.83 0 0.00 0 0.00 [92] Distortion of Limb/Spine 0 0.00 0 0,00 0 0.00 1 0.01 2 0.01 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Page 2 of 2 ------- Report Symbol VP715B3-1 U.S. Environmental Protection Agency Occupational Categories- Distribution by Disability As of September30, 2005 Full/PartTime Permanent Workforce Occupational Category TOTAL Total by Disability Status [05] ND Disability [01] Not Identified [06-94] Disability Targeted Disability Detail for Targeted Disabilities [16,17] Deafness [23, 25] Blindness [28, 32-3S] Missing Limbs (64-6?) Partial Paralysis [71 -7«] Total Paralysis [82] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/Spine 1. Officials and Managers - Executive/Senior Level (Grades 15 and Above) - Mid-Level (Grades 13 - 14) • First-Level (Grades 12 and Below) - Other Officials and vlanagers Officials and Managers - TOTAL 2. Professionals 3. Technicians 5. Administrative Support Workers 6. Craft Workers 7. Operatives 1. Laborers and Helpers 1. Service Workers # % # % # % # % # % # % # % # % # % # % # % # % 1339 100 554 100 1 100 3066 100 4960 100 11030 100 235 100 1172 100 8 100 2 100 1 100 257 100 1268 94.70 541 97.65 1 10000 2867 93.51 4677 94.29 10402 94.31 207 88.09 1040 88.74 7 87.50 2 100.00 1 100.00 249 96.89 14 1.05 4 0.72 0 0.00 40 1.30 58 1.17 123 1.12 5 2.13 14 1.19 1 12.50 0 0.00 0 0.00 1 0.39 57 4.26 9 1.62 0 0.00 159 5.19 225 4.54 505 458 23 9.79 118 10.07 0 0.00 0 0.00 0 0.00 - 7 2.72 5 0.37 1 0.18 0 0.00 29 0.95 35 0.71 101 0.92 7 2.98 50 4.27 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 3 0.10 3 0.06 18 0.16 2 0.85 5 0.43 0 0.00 0 0.00 0 0.00 0 0.00 1 0.07 0 0.00 0 0.00 3 0.10 4 0.08 14 0.13 1 0.43 9 0.77 0 000 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 1 0.03 1 0.02 ~r i 0.06 0 0.00 2 0.17 0 0.00 0 0.00 0 0.00 0 0.00 1 007 1 0.18 0 0.00 7 0.23 9 0.18 23 0.21 1 0.43 7 0.60. 0 0.00 0 0.00 0 0.00 0 0.00 1 0.07 0 0.00 0 0.00 3 0.10 4 0.08 7 0.06 0 0.00 0 0.00 0 0.00 0 0.00 0 o.oo- 0 0.00 1 007 0 0.00 0 0.00 5 0.16 6 0.12 17 015 0 0.00 6 0.51 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 0.01 0 0.00 12 1.02 0 0.00 0 0.00 0 . 0.00 0 0.00 1 007 0 0.00 0 0.00 4 013 5 0.10 12 0.11 3 1.28. 9 0.77 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 3 0.10 3 0.06 2 0.02 0 0.00 0 0.00 0 0.00 0 - .0.00 : 0 0.00 0 0.00 Page 1 of 1 ------- Report Symbol: VP715B3-2 U.S. Environmental Protection Agency Occupational Categories- Distribution by Disability As of September30, 2005 Full/PartTirne Permanent Workforce Occupational Category TOTAL Total by Disability Status [05] NO Disability [01] Not Identified [06-94] Disability Targeted Disability Detail for Targeted Disabilities [16,17] Deafness [23, 25] Blindness [28, 32-38] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/Spine 1. Officials and Managers - Executive/Senior Level (Grades 15 and Above) - Mid-Level (Grades 13 - 14) - First-Level (Grades 12 and Below) • Other Officials and Managers Officials and Managers - TOTAL 2. Professionals 3. Technicians 5. Administrative Support Workers 6. Craft Workers 7. Operatives 8. Laborers and Helpers 9. Service Workers Total Work Force # % # % # % # % # % # % # % # % # % # % # % # % % 1339 7.58 554 3.14 1 0.01 3066 17.36 4960 2808 11030 62.44 235 1.33 1172 6.63 8 005 2 0.01 1 0.01 257 1.45 100 1268 7.65 541 3.26 1 0.01 2867 17.29 4677 28.20 10402 62.72 207 1.25 1040 6.27 7 0.04 2 0.01 1 0.01 249 1.50 100 14 6.93 4 1.98 0 000 40 19.80 58 28.71 123 60.89 5 2.48 14 6.93 1 0.50 0 0.00 0 000 1 0.50 100 57 6.49 9 1.03 0 0.00 159 18 11 225 25.63 505 5752 23 2.62 118 13.44 0 0.00 0 0.00 0 0.00 7 0.80 100 5 2.59 1 0.52 0 0.00 29 15.03 35 18.13 101 52.33 7 3.63 50 2591 0 0.00 0 0.00 0 0.00 0 0.00 100 0 0.00 0 0.00 0 0.00 3 10.71 3 10.71 18 64.29 2 7.14 5 17.86 0 0.00 0 0.00 0 0.00 0 0.00 100 1 3.57 0 0.00 0 0.00 3 10.71 4 14.29 14 50.00 1 3.57 9 32.14 0 0.00 0 0.00 0 0.00 0 000 100 0 0.00 0 0.00 0 0.00 1 10.00 1 10.00 7 70.00 0 0.00 2 20.00 0 0.00 0 0.00 0 0.00 0 0.00 100 1 2.50 1 2.50 0 0.00 7 17.50 9 22.50 23 57.50 1 2.50 7 17.50 0 0.00 0 0.00 0 0.00 0 0.00 100 1 9.09 0 0.00 0 0.00 3 27.27 4 36.36 7 6364 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 100 1 3.45 0 0.00 0 0.00 5 17.24 6 20.69 17 58.62 0 0.00 6 20.69 0 0.00 0 0.00 0 0.00 0 0.00 100 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 7.69 0 0.00 12 92.31 0 0.00 0 0.00 0 0.00 0 000 100 1 3.45 0 0.00 0 0.00 4 13.79 5 17.24 12 41.38 3 10.34 9 31.03 0 0.00 0 0.00 0 0.00 0 0.00 100 0 0.00 0 0.00 0 0.00 3 60.00 3 60.00 2 40.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 100 ON NOTE Percentages compute down columns and NOT across Page 1 of ------- U.S. Environmental Protection Agency Participation Rates for General Schedule (GS) Grades by Disability Report Symbol: VP715B4-1L As of September30, 2005 Full/PartTime Permanent Workforce GS/GM SES and Related Grade GS 01 GS 02 GS 03 GS 04 GS 05 GS 06 GS 07 GS 08 GS 09 GS 10 GS 11 GS12 GS/GM 13 GS/GM 14 GS/GM 15 # % # % # % # % # % # % # % # % # % # % # % # % # % # % # % TOTAL 3 100 14 100 31 100 97 100 105 100 75 100 587 100 302 100 668 100 112 100 777 100 2448 100 678 100 2952 100 2246 100 Total by Disability Status IPS] N: Disability 3 100.00 14 100.00 29 93.55 76 7 .36 79 75.24 63 4.00 528 89.95 278 92.05 621 92.96 100 89.29 716 92.15 2260 92.32 6420 94.61 2816 96.39 2140 95.28 [01] Not Identified 0 0.00 0 0.00 0 0.00 4 4.12 1 0.95 1 1.33 7 1.19 3 0.99 6 0,90 4 3.57 9 1.16 30 1.23 74 1.09 35 1.19 20 0.89 [06-94] Disability 0 0.00 0 0.00 2 6.45 17 1753 25 23.81 11 14.67 52 8.86 21 6.95 41 6.14 8 7.14 52 6.69 158 6.46 292 4.30 101 3.42 86 3.83 Targeted Disability 0 0.00 0 0.00 1 3.23 11 11.34 13 12.38 8 10.67 17 2.90 6 1.99 7 1.05 2 1.79 13 1.67 46 1.88 47 0.69 14 0.47 7 0.31 Detail for Targeted Disabilities [16, 17] Deafness 0 0.00 0 0.00 0 0.00 1 1.03 2 1.90 1 1.33 3 0.61 0 0.00 1 0.15 1 0.89 2 0.26 12 0.49 5 0.07 0 0.00 0 0.00 [23, 25] Blindness 0 0.00 0 0.00 0 0.00 1 1.03 5 4.76 0 0.00 1 0.17 1 0.33 3 0.46 0 0.00 3 0.39 6 0.26 6 0.09 1 0.03 1 0.04 [23, 32-38] Missing Umbs 0 0.00 0 0.00 0 0.00 1 1.03 0 0.00 0 0.00 0 0.00 0 0.00 1 0.15 0 0.00 0 0.00 1 0.04 6 0.09 1 0.03 0 0.00 [64^8] Partial Paralysis 0 0.00 0 0.00 0 0.00 1 1.03 2 1.90 0 0.00 4 0.6 2 0.66 1 0.15 0 0.00 4 0.51 10 0.41 9 0.13 4 0.14 2 0.09 [71-78] Total 3aralysis 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 0.13 3 0.12 4 0.06 2 0.07 1 0.04 [82] Convulsive Disorder [30] Merita I Retardation P1] Mental Illness 02] Distortion of Limb/Spine 0 0.00 0 0.00 0 0.00 0 0.00 1 0.95 0 0.00 2 0.34 3 0.99 0 0.00 0 0.00 1 0.13 8 0.33 9 0.13 3 0.10 2 0.09 0 0.00 0 0.00 1 3.23 6 6.19 1 0.95 3 4.00 1 0.17 0 0.00 0 0,00 0 0.00 0 0.00 1 0.04 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 1.03 2 1.90 4 6.33 6 1.02 0 0.00 1 0.15 1 0.89 2 0.26 3 0.12 7 0.10 1 0.03 1 0.04 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 2 0.08 1 0.01 2 0.07 0 0.00 Page 1 of 2 ------- U.S. Environmental Protection Agency Participation Rates for General Schedule (GS) Grades by Disability Report Symbol: VP715B4-1L As of September 30, 2005 Full/PartTime Pe rma nent Workfo rce GS/GM SES and Related Grade Senior Executive Service Total # % # % TOTAL 288 100 17491 100 Total by Disability Status [05] No Disability 273 94.79 16416 93.85 [01] Not Identified 4 1 .39 198 1 .13 [06-94] Disability 11 3.82 877 5.01 Targeted Disability 1 0.35 193 1.10 Detail for Targeted Disabilities [16, 17] Deafriess 0 O.OO 28 0.16 [23, 25] Blindn ess 0 0.00 28 0.16 [28, 32-38] Missing Limbs 0 0.00 10 0.06 [64-68] Partial Paralysis 1 0.35 40 0.23 [71-78] Total Paralysis 0 0.00 11 0.06 [82] Convulsive Disorder 0 0.00 29 0.17 [90] Mental Retardation 0 0.00 13 0.07 [91] Mental Illness 0 0.00 29 0.17 [92] Distortion of Limb/Spine 0 0.00 6 0.03 00 Page 2 ot 2 ------- U.S. Environmental Protection Agency Participation Rates for General Schedule (GS) Grades by Disability Report Symbol: VP71 5B4-2L As of September 30, 2005 Full/PartTime Permanent Workforce GS/GM SES and Related Grade GS 01 GS 02 GS 03 GS 04 GS 05 GS 06 GS 07 GS OS GS 09 GS 10 GS 11 GS 12 GS/GM 13 GS/GM 14 GS/GM 15 # % # % # Ct/ yo # % # % # % # % # % # % # % # % # % # % # % # % TOTAL 3 0.02 14 0.08 31 0.18 97 0.55 106 0.60 75 0.43 587 3.36 302 1.73 66 3.82 112 0.64 777 4.44 2448 14.00 6786 3* .80 2952 16.«S 2246 12.84 Total by Disability Status [05] No Disability 3 0.02 14 0.09 29 0.18 76 0.46 79 0.48 63 0.3S 528 3.22 278 1.69 621 3.7 100 0.61 716 4.36 2260 13.77 6420 39.11 2816 17.15 2140 13.04 [01] Not Identified 0 0.00 0 0.00 0 0.00 4 2.02 1 0.51 1 0.51 7 3.54 3 1.52 6 3.03 4 2.02 9 4.55 30 15.15 74 37.37 35 17.68 20 10.10 [06-94] Disability 0 0.00 0 0.00 2 0.23 17 1 .94 25 2,85 11 1 .25 52 5.93 21 2,39 41 4.6 8 0.91 52 6.93 168 18.02 292 33.30 101 11.52 86 9.81 Targeted Disability 0 0.00 0 0.00 1 0.62 11 5.70 13 6.74 8 4.1.5 17 8.81 6 3.11 7 3.63 2 1 .04 13 6.74 46 23. 3 47 24.35 14 7.25 7 3.63 Detail for Targeted Disabilities [16, 17] Deafness 0 0.00 0 0.00 0 0.00 1 3.57 2 7.14 1 3.67 3 10 71 0 0,00 1 3.57 1 3.67 2 7.14 12 42.86 5 17.86 0 0.00 0 0.00 (23, 25] Blindness 0 0.00 0 0.00 0 0.00 1 3.67 6 17.86 0 0.00 1 3.57 1 3.57 3 10.71 0 0.00 3 10.71 6 21 .43 6 21 .43 1 3.57 1 3.57 [28, 32-38] Missing Limbs 0 0.00 0 0.00 0 0.00 1 10.00 0 0.00 0 0.00 0 0.00 0 0.00 1 10.00 0 0.00 0 0,00 1 10.00 6 60.00 1 10,00 0 0.00 [64-68] Partial Paralysis 0 0.00 0 0.00 0 0.00 1 2.60 2 5.00 0 0.00 4 10.00 2 5.00 1 2,50 0 0.00 4 10.00 10 25.00 9 22.50 4 10.00 2 5.00 [71-78] Total Paralysis 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 9.09 3 27.27 4 36.36 2 18.1* 1 9.09 [82] Convulsive Disorder 0 0.00 0 0.00 0 0,00 0 0.00 1 3.45 0 0.00 2 6.90 3 10.34 0 0.00 0 0.00 1 3.46 8 27.59 9 31 .03 3 10.34 2 6.90 [90] Mental Retardation 0 0.00 0 0.00 1 7.69 6 46.15 1 7.69 3 23.08 1 7.69 0 0.00 0 0.00 0 0.00 0 0.00 1 7.69 0 0.00 0 0.00 0 0.00 [91] Mental Illness 0 0.00 0 0.00 0 0.00 1 3.45 2 6.90 4 13.79 6 20.69 0 0.00 1 3.45 1 3.45 2 6.90 3 10.34 7 24.14 1 3.46 1 3.45 [92] Distortion of Limb/Spine 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 2 40.00 1 20,00 2 40.00 0 0.00 Page 1 of 2 ------- U.S. Environmental Protection Agency Participation Rates for General Schedule (GS) Grades by Disability Report Symbol: VP71SB4-2L As of September 3O, 2OO5 Full/PartTime Pe rma ne nt Workfo rce GS/GM SES and Related Grade Senior Executive Service Total # O/1 # <~JfO TOTAL 2SS 1 .65 17491 1 OO Total by Disability Status [05] No Disability 273 1 .66 1 641 6 93.85 [01] Not Identifie d 4 2.O2 1 98 1 .13 [06-9 4) Disability 1 1 1 .25 S77 5.01 Targeted Disability 1 0.52 1 93 1 .10 Detail for Targeted Disabi H6, 17] Deatn ess O O.OO 28 O.16 [23, 25] Blindn ess O O.OO 2« O.16 [28, 32-38] Missing Limb s O O.OO 1O O.O6 [64-68] Partial Paralysis 1 2. SO 4O O.23 f71-78] Total Paralysis O O OO 11 O.O6 [82] Convulsive Disord ar O O.OO 29 0.17 itie s [90] Mental Retardation O O OO 13 O.O7 [91] Mental Illness O O.OO 29 0.17 [92] Distortion of Limb/Sp me 0 O.OO 6 O.O3 CO O Page 2 of 2 ------- U.S. Environmental Protection Agency Participation Rates for General Schedule (GS) Grades by Disability Report Symbol VP71 5B4-2L As of September30, 2005 Temporary Workforce GS/GM SES and Related Grade GS 01 GS 02 GS 03 GS 04 GS 05 GS 07 GS 09 GS 11 GS 12 # % # % # % # % # % # % # % # % # % TOTAL 13 5.80 11 4.91 22 9.82 45 20 .09 12 5.36 14 6.26 14 6.25 17 7.59 68 30.36 Total by Disability Status [05] No Disability 13 6.25 11 5.29 22 10.58 43 20.67 11 6.29 13 6.25 13 6.25 13 6.25 62 29 .«1 [01] Not Identified 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 50.00 06-94] Disability 0 0.00 0 0.00 0 0.00 2 14.29 1 7.14 1 7.14 1 7.14 4 28.57 6 35.71 Targeted Disability 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 100.00 Detail for Targeted Disabilities fie, 17] Deafness 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [23, 25] Blindn ess 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [28, 32-38] Missing Lirnbs 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.06 0 0.00 0 0.00 0 0.00 [64-68] Partial Paralysis 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 - 0.00 0 0.00 [71-78] Total Paralysis 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [82] Convulsive Disorder 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 [90] Mental Retardation 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 GS/GM 13 GS/GM 14 GS/GM 15 Total # % # % # % # % 6 2. 68 1 0.45 1 0.45 224 100 5 2.40 1 0.4 1 0.48 20* 92.86 1 60.00 0 0.00 0 0.00 2 O.S9 0 0.00 0 0.00 0 0.00 14 6.25 0 0.00 0 0.00 0 0.00 1 0.45 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00. 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 O-.OO 0 0.00 0 0.00 0 1 . 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 -.-" 0.00 0 0.00 [91] Menta I Illness 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 100.0 0 0 0.00 0 6.00- 0 0.00 1 0.4S [92] Distortio n of Limb/Spine 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 O.QO 0 0.00 0 0.00 0 6.00 0 6.00 0 0.00 Page 1 of 1 ------- CO KJ U.S. Environmental Protection Agency Participation Rates for Wage Grades (WG) by Disability Report Symbol VP715B5-1AL As of September30, 2005 Full/PartTime Permanent Workforce WG and Related Grades WG 03 WG 06 WG 0 WG 09 WG 10 WG 11 Total # % # % # % # % # % # % # % TOTAL 2 100 2 100 1 100 2 100 1 100 2 100 10 100 Total by Disability Status [05] No Disability 2 100.00 2 100.00 1 1 00.00 2 100.00 1 1 00.00 2 100.00 10 100 101] Not Identified 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [06-94] Disability 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Targeted Disability 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Detail for Targeted Disabilities [16, 17] Deafness 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [23, 25] Blindn ess 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [28, 32-38] Missing Umbs 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 I6468] Partial Paralysis 0 0.00 0 0.00 0 0 00 0 0.00 0 0.00 0 0.00 0 0.00 [71-78] Total Paralysis 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [82] Convulsive Disorder 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [90] Mental Retardation _°J 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [91] Mental Illness 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [92] Distortion of Limb/Spine 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for Wage Grades (W05) by Disability Report Symbol: VP715B5-1AL As of September 3O, 2OO5 Temporary Workforce VVG and Related Grade s VUG 01 Total # % # % TOTAL 1 1OO 1 100 Total by Disability Status [05] r^fci Disability 1 100,00 1 1OO [01] Not Identified O o.oo O O.OO [06-9 4] Disability 0 0.00 0 0.00 Targeted Disability 0 O.OO 0 0.00 Detail for Targeted Disabilities [16., 17] Deafness 0 O.OO 0 O.OO [23, 25] Blindn ess 0 O.OO 0 O.OO [28, 32-38] Missing Lirnb s O O.OO O 0.00 [64-68] Partial Paralysis 0 O.OO 0 O.OO [71-78] Total Paralysis 0 0.00 0 0.00 [82] Convulsive Disord er O O.OO O 0.00 00] Mental Retardation O O.OO O 0.00 [91] Mental Illness 0 0.00 0 0.00 [92] Distortion of Limb/Spine 0 O.OO 0 0.00 00 OJ Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for Wage Grades (WL) by Disability Report Symbol. VP715B5-1BL As of September 30, 2005 Full/PartTime Permanent Workforce WL and Related Grades WL 14 Total # % # % TOTAL 1 100 1 10O Total by Disability Status [05] No Disability 1 100.00 1 100 [01] Not Identified 0 0.00 0 0.00 [06-94] Disability 0 0.00 0 0.00 Tang eted Disability 0 0.00 0 0.00 Detail for Targeted Disabilities [16, 17] Deafness 0 0.00 0 0.00 [23, 25] Blindness 0 0.00 0 0.00 [28, 32-38] Missing Limbs 0 0.00 0 0.00 [64-68] Partial Paralysis 0 0.00 0 0.00 [71-78] Total Paralysis 0 0.00 0 0.00 [82] Convulsive Disorder 0 0.00 0 O.OO [90] Mental Retardation 0 0.00 0 0.00 [91] Mental Illness 0 0.00 0 0.00 [92] Distortion of Limb/Spine 0 0.00 0 0.00 00 Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for Wage Grades (WG) by Disability Report Symbol: VP71 5B5-2AL As of September30, 2005 Full/PartTime Pertna ne nt Workforce WG and Related Grades WG 03 WG 05 WG OS WG 09 WO 1 0 WG 11 Tnta I # % # % # % # /o # ^o # % # % TOTAL 2 20.00 2 20.00 1 10.00 2 20.00 1 10.00 2 20.00 10 100 Total by Disability Status [05] Kb Disability 2 20.00 2 20.00 1 10.00 2 20.00 1 10.00 2 20.00 10 100 [01] Not Identified 0 0.00 0 0.00 0 0..00 0 0.00 0 0.00 0 0.00 0 0.00 [06-94] Disability 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Targeted Disability 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Detail for Targeted Disabilities H6, 17] Deafness 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [23, 25] ] Blindness 0 0.00 0 0.00 0 0.00. 0 0.00 0 0.00 0 0.00 0 0.00 [28, 32-38] Missing Limbs 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 M-68] Partial Paralysis 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [71-78] Total Paralysis 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [82] Convulsive Disorder 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 PC] Mental Retardation 0 0.00 0 0.00 0 0.00 0 O.OO 0 0.00 0 0.00 0 0.00 01] Mental Illness 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [92] Distortion of LJmb/Spine 0 0 00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 00 Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for Wage Grades (WG) by Disability Report Symbol: VP71 5B5-2AL As of September 30, 2005 Temporary Workforce 'WG and Related Grade s WG 01 Total # % # % TOTAL 1 100 1 100 Total by Disability Status [05] No Disability 1 100.00 1 100 [01] Not Identified 0 0.00 0 0.00 [06-94] Disability 0 0.00 0 0.00 Targ eted Disability 0 0.00 0 0.00 Detail for Targeted Disabilities [16, 17] Deafriess 0 0.00 0 0.00 [23, 25] Blindness 0 0.00 0 0.00 [28, 32-38] Missing Limbs 0 0.00 0 0.00 [64-68] Partial Paralysis 0 0.00 0 0.00 [71-78] Total Paralysis 0 0.00 0 0.00 [82] Convulsive Disorder 0 0.00 0 0.00 [90] Mental Retardation 0 0.00 0 0.00 [91] Mental Illness 0 0.00 0 0.00 [92] Distortion of Limb/Spine 0 0.00 0 0.00 00 ON Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for Wage Grades (WL) by Disability Report Symbol' VP71 5B5-2BL As of September30, 2005 Full/PartTime Permanent Workforce WL and Related Grades WL14 Total # % # % TOTAL 1 100 1 100 Total by Disability Status [05] Ho Disability 1 100.00 1 100 101] Not Identified 0 0.00 0 0.00 [06-94] Disability 0 0.00 0 0.00 Targeted Disability 0 0.00 0 0.00 Detail for Targeted Disabilities [16, 17] Deafness 0 0.00 0 0.00 [23, 25] Blindness 0 0.00 0 0.00 [28, 32-38] Missing Limbs 0 0.00 0 0.00 [64-68] Partial Paralysis 0 0.00 0 0.00 [71-78] Total Paralysis 0 0.00 0 0.00 fl2] Convulsive Disorder 0 0.00 0 0.00 [90] Menta I Retardation 0 0.00 0 0.00 [91] Menta I Illness [92] Distortio n of Lirnb/Spine 0 0.00 0 0.00 0 0.00 0 0.00 00 Page 1 of 1 ------- CO oo U.S. Environmental Protection Agency Participation Rates for Major Occupations - Distribution by Disability Report Symbol: VP715B6L As of September30, 2005 Full/PartTime Permanent Workforce Job Title / Series Agency Rate 02 - Environmental Protection Specialist 301 - General Administrative 343 - Management Analysi s 401 - Biologist 19 - Environmental Engineering 1 301 - General Physical Science Total # % # % # % # % # % # % # % # % TOTAL 2836 100 83 100 1552 100 49 100 1933 100 1049 100 2207 100 11309 100 Total by Disability Status [05] ND Disability 2672 94.22 830 94.00 145 93.81 79 93.99 1853 96.86 993 94.66 2108 96.61 10710 94.70 101] Not Identified 22 0.78 10 1.13 20 1.29 13 1.53 13 0.67 12 1.14 27 1.22 117 1.03 [06-94] Disability 142 6.01 43 4.87 76 4.90 3 4.48 67 3.47 44 4.19 72 3.26 482 4.26 Targeted Disability 3 1.34 6 0.67 20 1.29 2 0.24 8 0.41 7 0.67 8 0.36 8 0.78 Detail for Targeted Disabilities fl6, 17] Deafness 6 0.21 1 0.11 2 0.13 0 0.00 1 0.05 1 0.10 2 0.09 13 0.11 [23, 25] Blindness 7 0.26 1 0.11 3 0.19 1 0.12 0 0.00 0 0.00 0 0.00 12 0.11 [28, 32-38] Missing Limbs 1 0.04 0 0.00 1 0.06 0 0.00 0 0.00 0 0.00 1 0.06 3 0.03 [64-68] Partial Paralysis 9 0.32 1 0.11 6 0.39 0 0.00 1 0.05 2 0.19 2 0.09 21 0.19 [71-78] Total Paralysis 3 0.11 0 0.00 3 0.19 0 0.00 1 0.05 3 0.29 0 0.00 10 0.09 [82] Con wlsive Disorder 8 0.28 0 0.00 3 0.19 0 0.00 1 0.06 0 0.00 3 0.14 15 0.13 [90] Mental retardation 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [91] Mental Illness 2 0.07 1 0.11 2 0.13 1 0,12 4 0.21 1 0.10 0 0.00 11 0.10 [92] Distortion of Limb/Sp ine 2 0.07 1 0.11 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 3 0.03 Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for Major Occupations - Distribution by Disability Report Symbol: VP715B6L As of September30, 2005 Temporary Workforce Job Title / Series Agency Rate 028 - Environmental Protection Specialist 301 - General .Administrative 343 - Management Analysis 401 - Biologist 19 - Environmental Engineering 1 301 - General Physical Science Total # % # % # % # % # % # % # % # % TOTAL 21 100 16 100 1 100 92 100 77 too 4 100 56 100 267 100 Total by Disability Status [05] No Disability 21 100.00 16 100.00 1 100 00 8 56 ,5 73 94 .81 4 100.00 52 92.6 265 -95.51 101] Not Identified 0 0.00 0 0.00 0 0.00 0 0.00 2 2.60 0 0.00 1 1.79 3 1.12 [06-94] Disability 0 0.00 0 0.00 0 0.00 4 4.36 2 2.60 0 0.00 3 5.36 9 3.37 Targeted Disability 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 . 1.79 1 0.37 Detail for Targeted Disabilities [16, 17] Deafness 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [23, 25] Blindness 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [28, 32-38] Missing Limbs 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [64-68] Partial Paralysis 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [71-78] Total Daralysis 0 0.00 0 0.00 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 [82] Convulsive Disorder 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [90] Mental Retardation 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [91] Menta I Illness 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 .1.79 1 0.37 P2] Distortion of Limb/Spine 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Page 1 of 1 ------- U.S. Environmental Protection Agency New Hires by Type of Appointment - Distribution by Disability (0PM Form Symbol VP'1588 From S8p(8mt>er3«, 2W4 To September M»2fi05 Self-Identification Codes) Tola! Workforce Type of Appointment Peimaneot Temporary Total Prioi Year Workforce P % # % ff % % TOTAL 953 100 54b 100 1105 100 100 Total by Disability Status |05| tfc J*2!*L- 526 3343 528 36 ?0 1^4 95 OJ 9391 foil IW l*rt**J 12 2 13 6 I tO 18 !G> 109 (W-MI C«5at*ly 25 4 44 !.' 220 37 334 ^Twj !»£!*<] CteataMy 6 _______j 5 0 '32 12 I 08 I 06 DeiaOfor Targeted Btsabififies f! 6,1 71 Deafntiij i 013 0 003 l 009 015 0.1*5] Eirdhes* 0 000 1 0 18 i 009 0 16 p:S £-38) M«i}«g Lmte a uJMXL, 1 013 ! 00? 005 fS4.f,-:j Paltti _£a^£. 1 0 18 0 000 1 ow [T2FI (7i-rs|n Tc^ Paalfss 0 ODD 0 000 _o_J 00D OC6 (S2| CwvUn»e tea-da L___o_, 000 1 016 1 009 017 l*>l uenlai P^^ciaSwi 0 000 u 000 1 oro - 007 pii Wsrtai *»K 4 071 > 03? 6 054 0 M (32) Dstertcn o* Lirtifipre 0 000 0 0.00 0 000 003 ------- Report Symbol VP715B10 U.S. Environmental Protection Agency Non-Competitive Promotions - Time in Grade - Distribution by by Disability As of September30, 2005 Full/PartTime Permanent Workforce Total Employees Eligible for Career Ladder Promotions Time in grade in excess at miiiiitni 1 - 12 months 13-24 months 25* months # % # # % # % # % TOTAL 1720 100 491 168 100 89 100 234 100 Total by Disability Status [OS] No Disability 1594 92.67 442 152 90,48 74 83.15 216 92.31 [01] Not Identified 23 1.34 12 2 . 1.19 6 6.74 4 1.71 [06-94] Disability 103 5.99 37 14 8.33 9 10.11 14 5.98 Targeted Disability 29 1.69 13 4 2.38 4 4.49 5 2.14 Detail for Targeted Disabilities [16,17] Deafness 6 0.35 3 2 1.19 1 1.12 0 0.00 [23, 25] Blindness 5 0.29 1 0 0.00 1 1.12 0 0.00 [28, 32-38] Missing Limbs 1 0.06 1 0 0.00 0 0.00 1 0.43 [64-68] Partial Paralysis 6 0.35 2 1 0.60 0 0.00 1 0.43 [71-78] Total Paralysis 3 0.17 3 1 0.60 1 1.12 1 0.43 [82] Convulsive Disorder 2 0.12 2 0 0.00 1 1.12 1 0.43 [90] Mental Retardation 1 006 1 0 0.00 0 0.00 1 0.43 [91] Mental Illness 5 0.29 0 0 0.00 0 0.00 0 0.00 [92] Distortion of Limb/Spine 0 0.00 0 0 0.00 0 0.00 0 0.00 Page 1 of 1 ------- VP7l5Bi4 U.S. Environmental Protection Agency Separations by Type of Separation • Distribution by Disability Ftoin September 38. 2004 To September 30. 2005 Full/Pail Trnit Pf Type of Soparjlions Vulunidry Involuntary Total Separation* Total Woik Force # % H* */» # % » *4 TOTAL mJ 100 [20 too 338 «„____, ! 7665 100 Total by disability Status K*i U) ftsaWly 754 92 16 17 _Ji*Lj 771 9? 00 TeSiP "5Jef~l IMI fw ictertiies 7 086 0 000 7 084 "~202j 1 14 ?>'-M) Drsafaftly 57 697 3 1500 SO 7 16 rjzEI tUlEI r?«teJ Dt^aWly 9 L_l 10 0 000 11" i as 193 i 09 Oetati for Targeted DtsaWMUes pe. in Caress |_____ OOD 0 003 0 003 28 0 S6 !2?.2*1 ftrth&j* 0 HMj 0 000 0 000 Z3FJ 0 16 PK.&SJSI Mrs^ng Umts [ZIEZJ 000 0 _jOOT_j 0 OCD ZjlZJ ^5LJ H-«M P»t«i P»*f5*! 3 03? 0 000 3 0% 40 023 (7i-r*i Tc*S Pa-tfya^ i tun 0 000 1 HoTF" i i OC6 1C) Convufcn* Deo de> tnzn ^TsT" p*l Men)^ raad-awi 0 f~Tw™~ 0 I 0 __i2LjroQO 3 OK ;s 016 __i«J ^^^0 13 007 f-'l| y«3-i^ fre;? -F ^, 02«s 0 OOD *) rolT" •------- SECTION III TRIGGER ANALYSIS AND CHARTS 93 ------- Trigger Analysis I. Introduction Instructions issued by the Equal Employment Opportunity Commission (EEOC) require that Federal Executive Agencies develop Annual Affirmative Employment Plans (AEPs) pursuant to Section 717 of the Civil Rights Act of 1964, as amended, and Section 501 of the Rehabilitation Act. The EEOC's Management Directive (MD) 715 contains detailed guidance concerning the format and content of Agency plans. The plans are to include: • Self analysis of the Agency's efforts in becoming a Model Program, • Development of standard workforce data tables arrayed by Race/Ethnicity, Gender and by Targeted Disabilities, • Identification of triggers where the employment statistics show less-than-expected percentages or ratios when compared to various standards, • Barrier analysis designed to identify conditions which have led to the less-than-expected conditions identified, and [^•^^•^•••^••••M^ Plans to improve employment practices or conditions causing triggering conditions. This section of the EPA Plan identifies triggers based on a detailed review of the MD-715 Tables and a detailed trend analysis of employment statistics designed to identify trends and factors which may have directly contributed to those triggers. All Charts are derived from their respective MD 715 Tables at Appendix A. The barrier analysis provides EPA management and the workforce with sufficient information for the development of efforts to improve employment opportunities for all employees. II. Trigger Identification EEOC MD-715 requires each Federal Executive Agency to prepare 28 Tables of workforce statistics: 14 by Race/Ethnicity and Sex, and 14 for Persons with Targeted Disabilities. The Tables include: permanent employees, permanent and temporary employees, and permanent or temporary employees. Permanent employees are those described as career or career conditional (Tenure Code "1" and "2") and Executive Service employees (Tenure Code "0" with Type Appointment Code "50"). All non-permanent employees are placed in the Temporary category, whether or not they are on indefinite appointments. 94 ------- EPA is able to produce all tables associated with data derived from the Agency's personnel system, which does not currently include applicant flow or employee development data. A plan to develop missing data tables is included in this AEP. The tables that have been produced are included in Appendix A,"MD 715 Tables". Triggers are identified by comparing workforce data based on a normative standard. For example, "Table A01 Total Workforce - Distribution by Race/Ethnicity and Sex" compares workforce representation by class groups and the net change in representation from one time period to the next. Two trigger comparisons are conducted: 1. Identification of class groups where the net change for each group is less than expected when compared with the overall net change for the total workforce. 2. Representation of each class group in the workforce with the availability of persons by class group in the Civilian Labor Force. The charts, provided on the following pages summarize all triggers identified. The detailed summaries include charts depicting triggering conditions and identifying the number of employees needed to eliminate the less-than-expected condition. This allows for decisions to be made as to which triggers should be targeted for more detailed trend and contributing-factor analysis and assists in identifying the level of effort necessary to eliminate the less-than-expected condition. EPA completed a resurvey of the employees to determine their new race and ethnicity codes to include the two new categories of "Native Hawaiian or Other Pacific Islander," and "Two or More Races." However, the response rate to the two new categories were not significant to develop any descriptive datum, thus, the scores are recorded as "0" or are left blank. III. Criteria for MD-715 Barrier Analysis Triggers - Race/Ethnicity and Sex The EEOC requires that Agencies and, in some cases, Major Agency Components develop twenty-eight (28) different Tables showing the distribution of employees and applicants for employment in various ways. Some Tables address the representation of employees throughout the workforce, some address various mobility personnel actions, such as accessions, separations, promotions, downgrades and reassignments, and some address benefits of employment and career development. By analyzing the data from the Tables, Triggers for further Barrier Analysis can be identified. Each Table has a different criteria or methodology for Trigger identification. The detailed format and method of completion for each of the EEOC MD-715 Tables is provided by the EEOC in substantial detail in the Commission's Instructions for MD-715. Description of each Table will be not be provided here - the reader is referred for detailed guidance to the EEOC's Instructions. The methodology used for trigger identification for each Table is summarized as follows: 95 ------- Tables Al & Bl: Total Workforce - Distribution by Race/Ethnicity and Sex (Al), Distribution by Disability (Bl) If a group has a net change lower than the net change for the total workforce, it is a trigger of the possible existence of a barrier. A current workforce ratio below the Civilian Labor Force (CLF) for any group is another trigger. A ratio of employees with targeted disabilities below the Federal agency (Social Security Administration) with the highest percentage of employees with a targeted disability is a trigger. A lower net change for targeted disabilities is also a trigger, indicating a possible barrier. Tables A2 & B2: Total Workforce by Component - Distribution by Race/Ethnicity and Sex; Distribution by Disability (B2) When one or more components have a lower ratio of a class group than the other components, it is a trigger. When one or more components have a lower ratio of employees with targeted disabilities than the other components, it is a trigger. Tables A3-1, A3-2 & B3-1, B3-2: Occupational Categories - Distribution by Race/Ethnicity and Sex (A3-1, A3-2); Distribution by Disability (B3-1, B3-2) Representation levels in the various levels of supervision, which are lower for a group than the representation of that group overall, may be a trigger. Ratios for employees with targeted disabilities are compared with ratios for employees with no disabilities. Lower ratios are triggers that should be further reviewed. Tables A4-1, A4-2 & B4-1, B4-2: Participation Rates for General Schedule (GS) Grades by Race/Ethnicity and Sex (A-4-1, A4-2); Distribution by Disability (B4-1, B4-2) Agencies should analyze this data in order to determine whether a "glass ceiling" exists for any group. Low participation for a race/ethnicity and sex group or targeted disability in any of the senior grades (GS-13 and above), compared to the participation rate for the total work force in these grades is a trigger. Tables A5-1, A5-2 & B5-1, B5-2: Participation Rates for Wage Grades by Race/Ethnicity and Sex (A5-1, A5-2); by Disability (B5-1, B5-2) These Tables are analyzed in the same manner as A4-1 and A4-2. Tables A6 & B6: Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex (A6); Distribution by Disability (B6) If a race/ethnicity and sex group has a participation rate below the CLF, it is a trigger. Lower ratios for employees with targeted disabilities compared to employees without disabilities are triggers. In this case, the Relevant Labor Force (RLF) is used for comparison reflecting comparative labor force statistics by occupation. This census occupational data has been developed specifically for Federal occupational series comparison and is available on the Census website along with a crosswalk indicating which census category to use for each Federal occupational series. 96 ------- Tables A7 & B7: Applicants and Hires for Major Occupations by Race/Ethnicity and Sex; by Disability (B7) Differences between the ratio of those who self-identified and those who were qualified are triggers. The triggers indicate the possibility that barriers may exist due to various causes, such as inadequate recruitment activity or a problem in the screening process. A difference between the ratios of those qualified and those selected is a trigger that may indicate that a barrier exists due to various causes, such as a disconnect between recruitment and hiring efforts. Tables A8 & B8: New Hires by Type of Appointment - Distribution by Race/Ethnicity and Sex (A8); Distribution by Disability (B8) A comparison for each group on each line with their ratio in the CLF noting any differences as triggers. A comparison of the ratio of individuals with targeted disabilities hired into each type of employment with the ratio for individuals without disabilities may indicate triggers. Tables A9 & B9: Selections for Internal Competitive Promotions for Major Occupations by Race/Ethnicity and Sex (A9); by Disability (B9) A difference between the ratios in the relevant applicant pool and the ratios for applicants can indicate a trigger. The trigger may show that methods used in publicizing the opportunity or perceptions that deter applicants from applying may be involved. A difference between the ratios of those who were qualified and those who applied is a trigger. As an example, this trigger may indicate that some employees are not receiving commensurate levels of experience or that the selection criteria impacts on some groups more adversely than others. A variance between the ratios of those selected and those who are in the relevant applicant pool is also a trigger. Tables A10 & BIO: Non-Competitive Promotions - Time in Grade - Distribution by Race/Ethnicity and Sex (A10); Distribution by Disability (BIO) Discrepancies between groups indicate a trigger. Tables All & Bll: Internal Selections for Senior Level Positions (GS 13, GS 14, GS 15, and SES) by Race/Ethnicity and Sex (All); by Disability (Bll) A discrepancy between the ratios of the relevant pool and the distribution of groups from whom applications were received (individuals qualified or individuals selected) may indicate a trigger. Tables A12 & 612: Participation in Career Development by Race/Ethnicity and Sex (A12); by Disability (B12) Discrepancy between the relevant pool and those who applied or participated is a trigger. Tables A13 & B13: Employee Recognition and Awards - Distribution by Race/Ethnicity and Sex; Distribution by Disability (A13) Discrepancies in the ratios of awards by type for a group and the other groups are triggers. 97 ------- Tables A14 & B14: Separations by Type of Separation - Distribution by Race/Ethnicity and Sex (A14); by Disability (B14) A comparison of the total work force ratio for each group within the group ratios for voluntary and involuntary separations is conducted. A separation rate higher than the group's total work force ratio is a trigger. Separation ratios for employees with targeted disabilities that are higher than separation ratios for employees without disabilities is a trigger. ------- U.S. ENVIRONMENTAL PROTECTION AGENCY MD 715 Triggers by Table Fiscal Year 2005 Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female 3lack or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American ndian or Alaska Native Male Female Two or More Races Male Female Targeted Disabilities A/B 01 Total Workforce - Distribution by Race/Ethnicity and Sex & Targeted Disabilities Net Change CLF Comparison D 0 D 0 0 0 D 0 D 0 D D D D D D D D D D 0 D 0 D D D D D 0 0 Page 1 of 11 ------- o o U.S. ENVIRONMENTAL PROTECTION AGENCY MD 715 Triggers by Table Fiscal Year 2005 Hispanic or Latino Male Femal e RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American ndian or AJaska Native Male Female Two or More Races Male Female Targeted Disabilities A/B 02 Total Workforce by Component - Distribution by Race/Ethnicity and Sex 8. Targeted Disabilities Administrator Assistant Administrator for Enforcement & Compliance Assurance Office of General Counsel Office of Inspector General Assistant Administrator for nternational Activities Office of the Chief Financial Officer Office of Environmental nforrnation Assistant Administrator for Administration & Resources vlanane ment Assistant Administrator for Water Assistant Administrator for Solid Waste & Emergency •?esrjorise Assistant Administrator for Air &Radiation Assistant Administrator for Prevention, Pesticides StToxic Substances 0 D 0 0 D 0 D D 0 0 0 0 0 0 0 0 D 0 0 0 0 0 0 0 0 0 D 0 0 0 0 0 0 0 D 0 0 D 0 0 D D 0 0 D D D 0 0 0 0 D 0 D D D 0 0 0 D D D D D D D D D D D 0 D 0 0 D D 0 0 D 0 D 0 0 D 0 0 D D D 0 n 0 D 0 0 0 D D D D D D D D D D D D D D D D D D D D D D D D 0 0 0 D D 0 0 0 0 0 0 D 0 0 0 0 0 0 0 0 D 0 0 0 D D D D D D D D D D D D D D D D D D D D D D D D D 0 0 D D D D D D D 0 0 Page 2 of 11 ------- U.S. ENVIRONMENTAL PROTECTION AGENCY MD715 Triggers by Table Fiscal Year 2005 Assistant Administrator for Research & Development Region 1 Boston Region 2 New York Region 3 Philadelphia Region 4 Atlanta Region 5 Chicago Region B Dallas Region 7 Kansas City Region 8 Denver Region 9 San Francisco Region 10 Seattle Hispanic or Latino Male 0 0 D D 0 0 D 0 D D 0 Female 0 0 D 0 0 D D 0 D D 0 RACE/ETHNICITY (Non - Hispanic or Latino) White Male D D D D 0 0 0 D D 0 D Female D D 0 D 0 0 0 D D D 0 3lack or African American Male 0 0 0 D D 0 0 0 0 0 0 Female 0 0 0 0 D D D 0 0 0 0 Asian Male 0 D D 0 0 D D 0 0 D D Female 0 0 D 0 0 0 0 0 0 D D Native Hawaiian or Other Pacific Islander Male D D D D D D D D D D D Female D D D D D D D D D D D American ndian or Alaska Native Male D 0 0 0 D 0 D D 0 D D Female D 0 0 0 0 0 D D D D D Two or More Races Male D D D D D D D D D D D Female D D D D D D D D D D D Targeted Disabilities 0 0 D 0 D D 0 D 0 0 0 Page 3 of 11 ------- U.S. ENVIRONMENTAL PROTECTION AGENCY MD 715 Triggers by Table Fiscal Year 2005 Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other PacBic Islander Male Female American ndian or Alaska Native Male Female Two or More Races Male Female Targeted Disabilities A/B 03 Occupational Categories -Distribution by Race/Ethnicity and Sex & Targeted Disabilities First Level Officials and Managers Mid Level Officials and Managers Senior Level Officials and Vlanagsrs Total Officials and Managers \lon Supervisory Professionals D D D D D D 0 0 D 0 D D D D D D 0 0 D 0 D D 0 D 0 D 0 0 D 0 D 0 0 D D D 0 0 D D D D D D D D D D D D D 0 D D D D D 0 D 0 D D D D D D D D D D D 0 0 D 0 Page 4 of 11 ------- U.S. ENVIRONMENTAL PROTECTION AGENCY MD 715 Triggers by Table Fiscal Year 2005 Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male [Female 3lack or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American ndian or Alaska Native Male Female Two or More Races Male Female Targeted Disabilities A/B 04 Participation Rates for (OS) Grades by Race/Ethnicity and Sex & Targeted Disabilities GS/GM 13 GS/GM 14 GS/GM 15 Senior Executive Service D D 0 D 0 0 0 0 D D D D 0 0 D 0 0 0 0 0 0 0 0 0 D D 0 0 D 0 0 0 D D D D D D D D D 0 0 0 D 0 0 0 D D D D D D D D 0 0 0 0 Page 5 of ------- U.S. ENVIRONMENTAL PROTECTION AGENCY MD 715 Triggers by Table Fiscal Year 2005 Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Ottier Pacific Islander Male Female American ndian or Alaska Native Mate Female Two or More Races Male Female Targeted Disabilities A/B 05 Participation Rates for (WG) Grades by Race/Ethnicity and Sex & Targeted Disabilities Overall Blue Collar D D D D D D D D D D D D D D D Page 6 of 11 ------- U.S. ENVIRONMENTAL PROTECTION AGENCY MD 715 Triggers by Table Fiscal Year 2005 Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female 3lack or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American ndian or Alaska Native Male Female Two or More Races Mate Female Targeted Disabilities A/B 06 Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex & Targeted Disabilities 328- Environmental Protection 301 - General Administrative 343 - Management Analysis 401 • Biologist 819 - Environmental Engineering 905 - Attorney 1301 - General Physical Science 0 0 0 0 D D D D 0 D D D D D 0 0 0 D 0 0 D D 0 D 0 D D D D 0 D D D D D D D D D D D D 0 0 0 0 D D 0 D 0 0 0 D D 0 D D D D D D D D D D D D D D 0 0 0 0 0 0 D D 0 0 D D D D D D D D D D D D D D D D D D 0 0 0 0 0 0 0 Page 7 of 11 ------- U.S. ENVIRONMENTAL PROTECTION AGENCY MD 715 Triggers by Table Fiscal Year 2005 Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male I Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American ndian or Alaska Native Male Female Two or More Races Male Female Targeted Disabilities A/B 08 New Hires by Type of Appointment - Distribution by Race/Ethnicity and Sex & Targeted Disabilities Permanent Hires Temporary Hires Total Hires 0 0 0 0 0 0 0 D 0 D 0 0 D 0 D D D D 0 D D 0 D D D D D D D D 0 0 0 D D D D D D D D D 0 D D Page 8 of 11 ------- U.S. ENVIRONMENTAL PROTECTION AGENCY MD 715 Triggers by Table Fiscal Year 2005 Hispanic or Latino Male Female RACE/ETHNICITY (Won - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Ota Pacific Islander Male Female American ndian or Alaska Native Male Female Two or More Races Male Female Targeted Disabilities A/B 10 Non-Competitive Promotions - Time in Grade - Distribution by Race/Ethnicity and Sex & Targeted Disabilities Participation in Career Ladders 1 - 12 Months in Excess of Minimum 13-24 Months in Excess of Minimum 25 + Months in Excess of Minimum D D D D D D 0 D 0 D 0 0 D 0 D D D 0 0 0 D 0 0 0 D D 0 D D D D D D D D D D D D D D 0 0 0 D D D 0 D D D D D D D D D 0 0 0 Page 9 of 11 ------- o 00 U.S. ENVIRONMENTAL PROTECTION AGENCY MD 715 Triggers by Table Fiscal Year 2005 Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American ndian or Alaska Native Male Female Two or More Races Wale Female Targeled Disabilities A/B 13 Employee Recognition and Awards -Distribution by Race/Ethnicity and Sex & Targeted Disabilities Time-Off Awards 1-8 Hours Time-Off Awards 9+ Hours Cash Awards 100- 500 Cash Awards 501 + Quality Step Increases 0 0 0 0 0 D D 0 0 0 0 0 0 D 0 D D D D D 0 0 0 0 0 D 0 D 0 0 D 0 0 0 0 D 0 D 0 D D D D D D D D D D D 0 0 D D 0 D D D 0 0 D D D D D D D D D D 0 0 D 0 0 Page 10 of 11 ------- U.S. ENVIRONMENTAL PROTECTION AGENCY MD 715 Triggers by Table Fiscal Year 2005 Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American ndian or Alaska Native Male Female Two or More Races Wale Female Targeted Disabilities A/B 14 Separations by Type of Separation - Distribution by Race/Ethnicity and Sex & Targeted Disabilities Voluntary Separations Involuntary Separations Total Separations D 0 D D D D 0 D 0 0 D D 0 0 0 D 0 D D D 0 D 0 D D D D D D D D D D 0 D 0 D D D D D D D 0 0 o Page 11 of 11 ------- U.S. Environmental Protection Agency, Full/Part Time Permanent Workforce, As of 09/30/2005 VPOOly Glass Ceiling Analysis White Collar Graded Pay Plans and Executives 2246 100.00 2952 100.00 6786 100.00 2448 100.00 777 100.00 112 100.00 668 100.00 302 100.00 587 *Note: There is no data for Native Hawaiian or Other Pacific Islander or Two or More Races. - 110- ------- Chart Al Total Workforce - Distribution by Race/Ethnicity and Sex From September 30, 2004 to September 30, 2005 1. Trigger Identification Agencies are to compute triggers in the following way: a. Identification of class groups where the net change for each group is less-than- expected when compared with the overall net change for the total workforce. b. Representation of each class group in the workforce with the availability of persons by class group in the Civilian Labor Force (CLF). The net change is calculated by dividing the difference in employment numbers (current year vs. prior year) by the number of employees in the prior year or by the CLF. If a group decreased, the net change is negative. If a group has a net change lower than the net change for the total workforce or the CLF, it is a trigger that could represent a possible barrier. 2. Net Change Description The chart below is the net change ratio scores for the subject period. Although the table includes data for the Total Workforce, Permanent, Temporary, and Non-Appropriated employees, EEOC only requires trigger and barrier analysis for the Permanent workforce. Therefore, the graph shows the net changes for each group for the Permanent workforce only. EEOC defines the Permanent workforce as all employees who are in tenure group "1" or "2" (i.e., Career/Career Conditional Appointments). Report Symbol: VP715TA1 3. Net Change Triggers Identified Permanent Workforce The total EPA Permanent workforce increased by 16 employees, from 17649 to 17665, during the period, which represented a 0.09 change. The following Race/Ethnicity and Sex Class Groups had a net change lower than the total: White Male (-1.22) American Indian or Alaska Male (-1.52) - Ill - ------- American Indian or Alaska Female (-3.75) 4. CLF Comparison Description The chart below shows a comparison between the overall Permanent workforce with the general CLF by Race/Ethnicity and Sex groups. The scores are calculated using the following formula: Representation Score = (((number assigned - number expected) / number expected) * 100). Report Symbol: VP715TA1 5. Variance Permanent Workforce The variance is calculated by applying the class group CLF percentage to the total number of Permanent employees assigned and rounding up to the next whole number. Scores above 100 are recorded on the graph as 100. When Representation Scores are positive, it means that the Agency (or Component) has more representation than the CLF. Conversely, when scores are negative, then the class group representation level is less-than-expected. The CLF comparison is made with the ending date from EEOC MD 715 Table Al. A representation level below the CLF is a trigger for conducting a more thorough Trend/Barrier Analysis. 6. CLF Comparison Triggers Identified When compared with the CLF (2000 Census), the following Race/Ethnicity and Sex class groups were represented in the Agency (or Component) work-force (WF) at less than their representation in the CLF: Hispanic or Latino Male (2.39% WF vs 6.2% CLF) Hispanic or Latino Female (2.73% WF vs 4.5% CLF) White Male (38.64% WF vs 39% CLF) White Female (30.68% WF vs 33.7% CLF) Black Male (4.38% WF vs 4.8% CLF) variance: 673 variance: 313 variance: 63 variance: 533 variance: 74 Total 1,656 Native Hawaiian/Pacific Islander Males and Females and Two or More Races Males and Females are reflected as having no representation in the workforce because this data was not available. - 112- ------- 7. Estimates of Opportunities After triggers and the variances are identified, the agency determines an estimate of opportunities that will be available in a given period and compares it with those numbers. For example, Hispanic males and females have been identified as triggered with the variance being 673 and 313, respectively. These numbers, along with the other identified tnggered groups, must then be examined and considered using a realistic number based on the number of vacancies available over a specific period of time. This can be accomplished by taking the tnggered group number percentage divided by the total and applied to the estimate of opportunities. For example, the total of the trigger group variance is 1,656; for Hispanic males (673) that represents 40.6% of the total. If the estimate of opportunities projected annually for the agency is 1,300 (also taking into consideration of the specific grade levels, major occupations, and other considerations), the variance is then multiplied by the opportunities available, or 1,300. The number is further divided by the number of years projected to achieve parity. For example, over a 7-year period, a net of 70 Hispanic Males would need to be considered. Organizations and Regions with less-than-expected representation for Hispanic males would be charged with developing recruitment and staffing plans to assist in meeting recruiting and considering for hire those areas identified. Native Hawaiian/Pacific Islander Males and Females and Two or More Races Males and Females are reflected as having no representation in the workforce because this data was not available. NOTE: As stated in the Executive Summary, nothing in this document, including the use of the term "less-than-expected," indicates employment discrimination or permits the use of race as a criterion in personnel decisions. 113 ------- Chart A2 Total Workforce by Component Distribution by Race/Ethnicity & Sex As of September 30, 2005 1. Trigger Identification Agencies are to identify the number and ratio of employees in the workforce in the various Agency Components by Race/Ethnicity and Sex, compared with the ratio of the total workforce distributions. Components are major agency segments, which may include Regions, Bureaus, Operating Divisions, or Service Centers, etc. A trigger is present, "When one or more components have a lower ratio of a group than the other components." The trigger analysis summary assesses each Agency Component and identifies those class groups whose participation rate is below the Agency total. The scores are calculated using the following formula: Distribution Score = (((number assigned number expected)/ number expected) * 100) 2. Variance The variance is calculated by applying the class group participation rate to the total Permanent employees assigned in the Component and rounding to the next whole person. Distribution Scores are rounded to whole numbers (i.e., 10.66 would be recorded as 11 and -75.37 would be recorded as -75). When Distribution Scores are positive, it means that the Component has more representation than the Agency as a whole. Conversely, when scores are negative, the class group participation rate is less-than-expected in the Component. A distribution level below the total Agency class group ratio is a trigger for conducting a more thorough Trend/Barrier Analysis. 114 ------- Chart A2 Administrator's Office (AO) - 527 employees Report Symbol: VP715TA2 Permanent Workforce The following Race/Ethnicity and Sex class groups were distributed in the component workforce (CWF) at less than their representation in the total workforce (TW): Hispanic Male (1.14% CWF vs 2.39% TW) Hispanic Female (2.28% CWF vs 2.73% TW); White Male (34.72% CWF vs 38.64% TW); White Female (27.51% CWF vs 30.68% TW); Black Male (4.36% CWF vs 4.38% TW); Asian Male (0.76% CWF vs 2.9% TW); Asian Female (1.71% CWF vs 2.88% TW); American Indian/Alaska Native Male (0% CWF vs 0.37% TW); American Indian/Alaska Native Female (0% CWF vs 0.44% TW); variance: 7 variance: 3 variance: 21 variance: 17 variance: 1 variance: 12 variance: 7 variance: 2 variance: 3 - 115- ------- 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- ------- 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- ------- Chart A2 Office of Inspector General (OIG) - 352 employees Report Symbol: VP715TA2 Permanent Workforce The following Race/Ethnicity and Sex class groups were distributed in the component workforce at less than their representation in the total workforce: Hispanic Male (1.42% CWF vs 2.39% TW); variance: 4 Hispanic Female (0.85% CWF vs 2.73% TW); variance: 7 White Male (38.07% CWF vs 38.64% TW); variance: 3 White Female (26.42% CWF vs 30.68% TW); variance: 15 American Indian/Alaska Native Female (0% CWF vs 0.44% TW); variance: 2 ------- Chart A2 Office for International Activities (OIA) - 79 employees # jp <•? £ .£ Report Symbol :VP715TA2 Permanent Workforce The following Race/Ethnicity and Sex class groups were distributed in the component workforce are less than their representation in the total workforce: White Male (24.05% CWF vs 38.64% TW); Black Male (3.8% CWF vs 4.38% TW); Asian Male (1.27% CWF vs 2.9% TW); American Indian/Alaska Native Female (0% CWF vs 0.44% TW); variance: 12 variance: 1 variance: 2 variance: 1 Native Hawaiian/Pacific Islander Males and Females and Two or More Races Males and Females are not reflected. - 119- ------- 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- ------- 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 - ------- 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- ------- 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- ------- 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- ------- 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- ------- 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- ------- 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- ------- 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- ------- Chart A2 Region 2 (New York) - 899 employees / ------- 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- ------- 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 - ------- 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- ------- 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- ------- 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- ------- 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- ------- 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- ------- 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- ------- Chart A3 Occupational Categories - Distribution by Race/Ethnicity and Sex A trigger analysis has not been conducted because this data is not available. 138- ------- 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- ------- 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- ------- 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 ------- 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 ------- Report Symbol VP715B1 U.S. Environmental Protection Agency Total Workforce - Distribution by Disability (OPM Form 256 Self-Identification Codes) From September 30, 2000 To September 30, 2005 Total Workforce zmployment Tenure TOTAL Total by Disability Status [05] No Disability [011 Not Identified [06-94] Disability Targeted Disability Detail for Targeted Disabilities (16,17) Deafness [23,25] Blindness [28.32-38] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Conv ulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/Spine TOTAL 09/30/2000 09/30/2005 Difference -?atio Change Net Change " ederal High # % # % # % % % PERMANENT 09/30/2000 09/30/2005 Difference Ratio Change Net Change # % # % # % % 18770 100 18481 100 _289 -1,54 17732 100 17665 100 -67 -038 17592 93 72 17366 93.97 -226 0.25 -1.28 16613 93.69 16585 9389 -28 0.20 -0 17 247 1.32 210 1 14 -37 -0.18 -14.98 •• 230 1.30 202 1.14 -28 -0 16 -12 17 931 4 96 905 4 90 -26 -006 -2 79 i^m 889 501 878 4 97 -11 -0.04 -1.24 163 0.87 195 1.06 32 0 19 19.63 227 160 090 193 1.09 33 0 19 2063 22 0.12 28 0 15 6 0.03 2^27 22 0 12 28 0.16 6 0.04 27.27 21 0,11 28 0.15 7 0,04 33^3 20 0 11 28 0,16 e 005 4000 10 0.05 11 0.06 1 0.01 10.00 ^•1 10 0.06 10 0.06 0 0.00 000 35 0.19 40 0.22 5 0.03 1^9 35 020 40 0.23 5 0.03 14.29 12 0.06 11 0.06 -1 0.00 ^^33 11 0.06 11 0.06 0 0.00 000 27 0.14 29 0.16 2 002 _^di« 27 0.15 29 0.16 2 0.01 7 41 13 0.07 13 0.07 0 0.00 0.00 I^H 13 0.07 13 0.07 0 0.00 0.00 17 0.09 30 0 16 13 0.07 76.47 ^m 16 0 09 29 0.16 13 0.07 81.25 6 0.03 5 0.03 -1 0.00 -16.67 ••• 6 003 5 0.03 -1 0.00 -16.67 TEMPORARY 09/30/2000 09/30/2005 Difference Ratio Change Net Change # % # % # 0.' % 1038 100 816 100 -222 -21 39 979 94 32 781 95 71 -198 1 39 -20 22 17 1 64 8 098 -9 -066 -52.94 42 4 05 27 331 -15 -0.74 -3571 3 0.29 2 0.25 -1 -004 -33.33 0 0.00 0 000 0 000 000 1 0.10 0 0.00 -1 -0 10 -100.00 0 0.00 1 0.12 1 0.12 0.00 0 0.00 0 0.00 0 0.00 0.00 1 0.10 0 0.00 -1 -0.10 -10000 0 0.00 0 0.00 0 0.00 0.00 0 0 00 0 0.00 0 0 00 000 1 0.10 1 0.12 0 002 0,00 0 0.00 0 0.00 0 000 000 NON-APPROPRIATED 09/30/2000 09/30/2005 Difterence Ratio Change Net Change # % # % # % % 0 0.00 0 0 00 0 0.00 0 000 0 0 00 0 0.00 0.00 0 0 00 0 000 0 0.00 000 0 0.00 0 000 0 0.00 0.00 0 000 0 000 0 0.00 000 0 0.00 0 0 00 0 0.00 0,00 0 0.00 0 000 0 000 0,00 0 000 0 0.00 0 0.00 0 00 0 0.00 0 000 0 0 00 0.00 0 000 0 0.00 0 0.00 • 0.00 0 0.00 0 000 0 0.00 0.00 0 0.00 0 000 0 0 00 0.00 0 0.00 0 000 0 0.00 0.00 0 0.00 0 000 0 0.00 000 Page 1 of 1 ------- Table A2 157 ------- Report Symbol VP715A2 U.S. Environmental Protection Agency Total Workforce by Component- Distribution by Race/Ethnicity and Sex As of September30, 2004 Full/PartTime Permanent Workforce Component TOTAL CLF (2000) # % % Total Employees All 17649 100 100 Male 8642 4 .97 53.2 Female 9007 51.03 46.8 Hispanic or Latino Male 414 2.35 6.2 Female 462 2.62 4.5 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 6910 39.15 39.0 Female 5411 30.66 33.7 Black or African American Male 756 4.28 4.8 Female 2553 14.47 5.7 Asian Male 496 2.S1 1.9 Female 501 2.84 1.7 Native Hawaiian or Other Pacific Islander Male 0 0.00 0.1 Female 0 0.00 0.1 American Indian or Alaska Native Male 66 0.37 0.3 Female 0 0.45 0.3 Two or More Races Male 0 0.00 0.8 Female 0 0.00 0.8 Administrator Assistant Administrator for Enforcement & Compliance Assurance Office of General Counsel Office of Inspector General Assistant Administrator for International Activities Office ot the Chiel Financial Officer Office of Environmental Information Assistant Administrator for Administration & Resources Management Assistant Administrator for Water Assistant Administrator lor Solid Waste & Emergency Response .Assistant Administrator for Air & Radiation Assistant Administrator for Prevention, Pesticides £ Toxic Substances # % # % # % # % # % # % # % # % # % # % # % # % 520 100 918 100 204 100 365 100 77 100 334 100 378 100 736 100 630 100 604 100 1280 100 1336 100 208 40.00 473 51.53 97 47.55 193 52.88 28 36.36 124 37.13 176 46.56 2S7 38.99 283 44.92 276 45.70 701 54.77 634 47.49 312 6000 445 48.47 107 62.45 172 47.12 49 63.64 210 62.87 202 63.44 449 61 01 347 56.0 328 64.30 679 45.23 701 52.51 4 0.77 33 3.69 2 0.98 5 1.37 5 6.49 2 0.60 10 2.66 20 2.72 6 0.95 16 2.4 25 1.96 16 1.20 1.54 24 2.61 2 098 4 1.10 4 5.19 6 1.50 7 1.85 12 1.63 7 1.11 7 1.16 19 1 48 23 1 72 172 3308 384 41.83 84 41.1 146 39.73 18 23.38 91 27.26 134 35.45 190 25.82 238 37.78 21 36.09 599 46.80 476 35.66 146 28.08 267 28.00 64 31.37 96 26.30 29 37.66 99 29.64 103 27.25 181 24.59 222 36.24 20 34.44 39 31 09 383 2.69 26 5.00 38 4.14 6 2.45 27 7.40 3 3.90 24 7.19 22 5.82 69 9.38 21 3.33 26 4.14 42 3.2 74 5.54 146 27.$$ 140 15.25 33 16.18 59 16.16 12 1558 97 29.04 80 21.16 245 33.29 93 14.76 103 17.06 129 100$ 266 19.1$6 1.15 16 1.74 6 2.94 14 3.$4 1 1.30 7 2.10 9 2.38 7 0.96 18 2.86 16 2.65 32 2.50 63 4.72 11 2.12 22 2.40 $3.92 13 3.56 4 519 9 2.69 12 3.17 8 1.09 20 3.17 9 1.49 29 2.27 34 2.66 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 2 0.22 0 0.00 2 0.55 1 1.30 0 0.00 1 0.26 1 0.14 0 0.00 2 0.33 3 0.23 5 0.37 2 0.38 2 0.22 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 3 0.41 6 0.79 1 017 4 0.31 6 0.37 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 000 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 Paqe 1 of 2 ------- Report Symbol- VP715A2 U.S. Environmental Protection Agency Total Workforce by Component- Distribution by Race/Ethnicity and Sex As of September30, 2004 Full/PartTime Permanent Workforce Component Assistant Administrator for Research & Development Region 1 Boston Region 2 New York Region 3 Philadelphia Region 4 Atlanta Region 6 Dallas Region 7 Kansas City Region 8 Denver Region 9 San Francisco Region 10 Seattle # % # % # % # % # % # % # % # % # % # % # % Total Employees All 1843 100 695 100 921 100 933 100 1058 100 1269 100 880 100 549 100 623 100 865 100 632 100 Male 1065 57.79 346 49.78 507 55.05 443 47.48 531 50.19 624 49.17 431 4*. 98 263 47.91 304 48.80 384 44.39 264 41.77 Female 77S 42.21 349 50.22 414 44.95 490 52.52 527 49.81 645 50.83 449 .51 .02 286 52,09 319 51 .20 481 55.61 368 58.23 Hispanic or Latino Male 24 1.30 14 2.01 60 651 14 1.50 25 .2.36 22 1.73 43 4.89 9 1.64 27 4.33 24 2,77 9 1.42 Female 18 0.98 16 2.30 87 9.46 31 3.32 13 1,23 34 2.68 47 6.34 14 2.65 33 5.30 34 3.93 13 2.06 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 931 60.52 291 41.87 379 41.15 373 39.98 39* 37:62- 498 39.24 308 3S.OO 221 40.26 251 40.29 287 33,18 224 36.44 Female 591 32.07 2S6 41.16 210 22.80 307 32.90 267 25.24 314 24.74 237 26.93 206 37.34 238 38,20 282 32.60 288 46.57 Black or African American Male 56 2.98 17 2.45 29 3.1-5 41 4.39 86 8.03 60 4.73 39 4.43 15 2.73 14 2.26 19 2.20 6 095 Female 126 6.78 30 4.32 79 8:58 134 14.36 238 22.50 258 20.33 138 16.68 69 10.76 31 4.98 52 6.01 17 2.69 Asian Male 45 2.44 24 3.46 39 4.23 15 1.61 18 1.70 41 3.23 31 3.62 10 1.82 8 1 ,28 49 5.66 21 3.32 Female 32 1.74 15 2.16 35 3.«0 18 1.93 6 0.57 36 2.76 19 2,16 3 0.66 13 2.09 107 12.37 39 - 6.17 Native Hawaiian or Other Pacific Islander Male 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 0.00 Female 0 0.00 0 0.00 0 0.00 0 - 0.00 0 o.oo 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 American Indian or Alaska Native Male 10 0.64 0 0.00 0 0.00 0 0.00 5 0.47 3 0.24 10 1.14 8 1.46 4 0.64 6 . 0.68 4 0.63 Female 12 0.66 2 0.29 3 0.33 0 0.00 3 0.28 4 0.32 8 0.91 5 0.91 4 0.64 6 0.69 11 1.74 Two or More Races Male 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 0.00 Female 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 .0.00 0 0.00 0 0.00 0 0.00 0 0.00 Page 2 of 2 ------- Report Symbol. VP715A2 U.S. Environmental Protection Agency Total Workforce by Component- Distribution by Race/Ethnicity and Sex As of SeptemberSO, 2000 Full/PartTime Permanent Workforce Component TOTAL CLF (2000) # % % Total Employees All 17732 100 100 Male$866 50.00 53.2 Female $$66 50.00 46.8 Hispanic or Latino Male 372 2.10 8.2 Female 444 2.50 4.5 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 7235 40.80 39.0 Female 5396 30.43 33.7 Black or African American Male 731 4.12 4.? Female 2514 14.1 5.7 Asian Male 462 2.51 1.9 Female 437 2.46 1.7 Native Hawaiian or Other Pacific Islander Male 0 000 0.1 Female 0 0.00 0.1 American Indian or Alaska Native Male 66 0.37 0.3 Female 76 0.42 0.3 Two or More Races Male 0 0.00 0.8 Female 0 0.00 0.8 Administrator Assistant Administrator (or Policy, Planning & Evaluation (No longer in use) Assistant Administrator for Enforcement & Compliance Assurance Office of General Counsel Office of Inspector General Assistant Administrator tor International Activities Office of the Chief Financial Officer Office of Environmental Information Assistant .Administrator for Administration & Resources Management Assistant Administrator for Water Assistant Administrator for Solid Waste & Emergency Response .Assistant Administrator for Air & Radiation # % # % # % # % # % # % # % # % # % # % # % # % 475 100 25 100$$7 100 192 100 355 100 $4 100 323 100 362 100 770 100 650 100 617 100 1299 100 17$ 37.05 16 64.00 44$50.51 96 50.00 177 49 .$6 33 39.29 11$36.53 166 45.86 297 3«.67 317 4$.77 290 47.00 712 54.S1 299 62.95 9 36.00 439 49.49 96 50.00 17$50.14 51 6071 206 63.47 196 54.14 473 61.43 333 51.23 327 53.00 5$7 45.19 6 1.26 1 4.00 19 2.14 2 1.04 3 0.$6 6 7.14 5 1.65 7 1.93 19 2.47 4 0.62 16 2.59 24 1.85 6 1.26 0 0.00 19 2.14 2 1.04 2 0.56 4 4.76 4 1.24 7 1.93 12 1.56 9 1.3$ 4 0.66 17 1.31 142 29 .$9 12 4$.00 381 42.95 79 41.16 136 3$.31 24 2$. 57 $9 27.65 132 36.46 199 26 .$4 272 41 .$5 237 38.41 619 47.65 165 32.63 5 20.00 273 30.78 66 28.66 106 29 .$6 30 36.71 93 2*79 105 29.01 210 27.27 203 31.23 204 33.06 413 3179 19 4.00 3 12.00 32 3.61 7 3.66 31 $.73 2 2.3$ 21 6.60 20 5.52 72 9.36 19 2.92 19 3.0$3$ 2.93 127 26.74 4 16.00 129 14.64 34 17.71 60 16.90 13 16.48 99 30.65 7$20.99 241 31.30 97 1492 110 17.83 129 9.93 9 1.89 0 0.00 15 1.69 7 3.65 6 1.69 1 1.19 3 0.93 7 1.93 6 0.7$ 21 3.23 16 2.43 29 2.23 9 1.S9 0 0.00 16 1.80 5 2.60 10 2.82 3 3.57 9 2.79 6 1 66 $1.04 23 3.54$ 1.30 22 1.69 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 0.11 1 0.52 1 0.28 0 0.00 0 0.00 0 0.00 1 0.13 1 0.15 3 0.49 2 015 2 0.42 0 0.00 2 0.23 0 0.00 0 0.00 1 1.19 0 0.00 2 0.55 2 0.26 1 0.16 1 0.16 $0.46 0 0.00 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Page 1 of 2 ------- Report Symbol VP715A2 U.S. Environmental Protection Agency Total Workforce by Component- Distribution by Race/Ethnicity and Sex As of September30, 2000 Full/PartTime Permanent Workforce Component Assistant Administrator (or Prevention, Pesticides & Toxic Substances Assistant Administrator for Research & Development Region 1 Boston Region 2 New York Region 3 Philadelphia Region 4 Atlanta Region 5 Chicago Region 6 Dallas Region 7 Kansas City Region 8 Denver Region 9 San Francisco Region 10 Seattle # % # % # % # % # % # % # % # % # % # % # % # % Total Employees All 1269 100 1870 100 718 100 931 100 949 100 1125 100 1271 100$94 100 570 100 626 100 84$100 622 100 Male 642 50.59 1120 59.89 357 49.72 532 57.14 458 48.26 569 50.5$ 632 49.72 441 49.33 283 49.66 303 4$.40 397 46.82 2$6 45.9$Female 627 49.41 750 4011 361 50.2$ 399 42.86 491 51.74 556 49.42 639 50.2$453 50.67 287 50.35 323 51.60 461 53.1$ 336 54.02 Hispanic or Latino Male 12 0.95 21 1 12 11 1.53 59 6.34 12 1.26 2$2.49 22 1.73 43 4.81 8 1.40 20 3.19 16 1.89 8 1.29 Female 16 1.18 20 1.07 16 2.23$4 9.02 25 2.63 14 1.24 37 2.91 52 5.82 13 25$3$ 6.07 30 3.54 14 2.25 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 501 39.48 984 52.62 308 42.90 400 42.96 396 41.73 436 38.76 504 39.66 323 36.13 243 42.63 256 40.89 310 36.56 252 40.51 Female 342 26.96 576 30.76 29$41.50 206 22.02 305 32.14 300 26.67 297 23.37 244 27.29 205 36.96 241 38.50 272 32.0$ 260 41 .80 Black or African American Male 67 5.28 56 2.99 16 2.23 31 3.33 37 3.90 84 7.47 60 4.72 3$4.25 18 3.16 15 2.40 20 2.36 6 0,96 Female 236 18,52 123 6.5$ 2$3.90 79 8.49 141 14.86 230 20.44 271 21.32 132 14.77 62 10.88 29 4.63 49 5.78 16 2.57 Asian Male 56 4.41 46 2.46 21 2.92 42 4.51 12 1.26 17 1.61 44 3.46 29 3.24 8 1.40 6 0.96 46 6.42 16 2.57 Female 31 2.44 23 1.23 16 2.09 2$ 3.01 20 2.11 $0.71 29 2.2$ 17 1.90 2 0.36 10 1.60 97 11.44 3$6.11 Native Hawaiian or Other Pacific Islander Male 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Female 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 ,0.00 0 0.00 American Indian or Alaska Native Male 6 0,47 13 0.70 1 0.14 0 0.00 1 0.11 4 0.36 2 0.16$ 0.89 6 1.05 6 0.96 5 0.59 4 0.64 Female 4 0.32 9 0.4$4 0.56 3 0.32 0 0.00 4 0.36 5 0.39 8 0.89 5 0.$$5 O.$0 3 0.36 8 1.29 Two or More Races Male 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Female 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Page 2 of 2 ------- U.S. Environmental Protection Agency Total Workforce by Component- Distribution by Disability (OPM Form 256 Self-Identification Codes) Report Symbol VP715B2 As of Sep(ember30, 2004 Full/PartTime Permanent Workforce Component TOTAL Total by Disability Status [05] No Disability [01] Not Identified [06-94) Disability Targeted Disability Detail for Targeted Disabilities [16,17] Deafness [23, 25] Blindness [28, 32-38] Mis sing Limbs [64-5*] Partial Paralysis [71-7?] Total Paralysis Convulsive Disorder (90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/Spine Total Work Force Federal High 17649 16555 196 194 27 29 10 43 12 31 13 24 0.06 0.24 0.07 0.18 007 0.14 0.03 OS K) Administrator Assisranr Administrator lor Enforcement & Compliance Acci iranro Office of General Counsel Office of Inspector General Assistant Administrator tor International Activities Office of the Chief Financial Officer Office of Environmental Information A55ISHIH AdWInlSiraioT TOT Administration & Resources U^riQnpm prit Assistant Administrator tor Water Assistant Administrator toi Solid Miteste & Emergency Response Assistant Administrator (or .Air & Radiation .^ssisranT .«aminisiraior Tor Prevention, Pesticides & Toxic Qi ihotani-pc .Assistant Administrator lor Research & Development # % # % # % # % # % # % # % # % # % # % # % # % # % 520 100 918 100 204 100 365 100 77 100 334 100 378 100 736 100 630 100 604 100 1280 100 1335 100 1843 100 480 92.31 875 95.32 193 94.61 332 90.96 73 94.81 310 92.81 348 92.06 679 9226 594 94.29 566 9371 1201 9383 1248 93.48 1734 94.09 4 0.77 7 0.76 2 0.98 9 2.47 0 0.00 4 1.20 2 0.53 9 1.22 3 048 4 0.66 19 1 48 17 1 27 35 1.90 36 6.92 36 3.92 9 4.41 24 6.58 4 5.19 20 5.99 28 7 41 48 6.52 33 524 34 5.63 60 4.69 70 524 74 402 7 1.35 3 0.33 0 0.00 5 1.37 1 1 30 6 1.80 6 1.59 8 1 09 9 1.43 8 1 32 12 0.94 15 1 12 12 0.65 2 0.38 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 2 0.53 0 0.00 2 0.32 1 017 0 0.00 4 030 1 0.05 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 2 0.53 0 0.00 1 0.16 2 0.33 2 0.16 1 0.07 1 0.05 1 0.19 0 0.00 0 0.00 1 0.27 0 0.00 1 0.30 0 0.00 0 0.00 1 0.16 1 0.17 0 0.00 0 000 1 0.05 0 0.00 1 0.11 0 0.00 3 0.82 0 0.00 2 0.60 0 0.00 1 0.14 0 000 1 0.17 6 0.47 6 045 4 0.22 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 1 017 2 0.16 1 007 0 0.00 2 0.38 1 0.11 0 0.00 1 0.27 0 0.00 1 0.30 0 0.00 2 0.27 3 0.48 2 0,33 0 0.00 1 007 3 0 16 1 0.19 0 0.00 0 0.00 0 000 0 0.00 0 0.00 1 026 5 0.68 0 000 0 0.00 2 0.16 1 0.07 1 0.05 1 0.19 0 0.00 0 0.00 0 0.00 0 000 2 0.60 1 026 0 0.00 2 0.32 0 0.00 0 0.00 1 0.07 1 005 0 0.00 1 0.01 0 0.00 0 0.00 1 0.01 0 0.00 0 0,00 0 000 0 0.00 0 0.00 0 000 0 000 0 0.00 Page 1 of ------- U.S. Environmental Protection Agency Total Workforce by Component- Distribution by Disability (OPM Form 256 Self-Identification Codes) Report Symbol: VP715B2 As of September30, 2004 Full/PartTime Permanent Workforce ON Component Region 1 Boston Region 2 New York Region 3 Philadelphia Region 4 Atlanta Region 5 Chicago Region $Dal las Region 7 Kansas City Region 8 Denver Region 9 San Francisco Region 10 Seattle # % # % # % # % # % # % # % # % # % # % TOTAL 695 100 921 100 933 100 1058 100 1269 100 880 100 549 100 623 100 865 100 632 100 Total by Disability Status [05] N3 Disability 662 95.25 874 94.90 886 9496 994 93.95 1191 93.85 802 91.14 508 92.53 572 91.81 828 95.72 605 9573 [01] Not Identified 10 1.44 1 0.11 6 064 9 0.85 11 0.87 13 1.48 7 1.28 8 1.28 8 0.92 8 1.27 [06-94] Disability 23 3.31 46 " 499 41 4.39 55 5.20 67 5.28 65 7.39 34 6.19 43 6.90 29 3.35 19 3,01 Targeted Disability 3 0.43 12 1.30- 8 0.86 14 1.32- - 25 1.97 9 1.02 13 2.37 B 1.28 6 0.69 4 0.63 Detail for Targeted Disabilities [16,17] Deafness 0 .0.00 6 0.65 1 0.11 1 .0.09 0 0.00 1 0.11 5 0.91 . 0 000 1 0.12 0 0.00 [23, 25] Blindness 1 0.14 4 0.43 1 ' 0,11- 2 0.19 5 0.39 2 0.23 0 -0,00 1 0.16- 2 0.23" 2 0.32 [2$, 32-34) Missing Limbs 0 0.00 0 0.00 0 0.00 1 0.09 1 0.08 0 0.00 0 0.00 1 - 0.16 1 0.12 - 0 .0.00 [64-6$] Partial Paralysis 0 0.00 1 0.11 1 0.1.1 4 0.38. 5 0.39 2 023 4 0.73 0 0,00 1 0.12 1 0.16 [71-7*] Total Paralysis 0 0.00 0 0.00 0 -o.oo - 1 0.09 3 0.24 1 0.11 2 0.36 0 0.00 0 0.00 1 0.16 [*2] Convulsive Disorder 2 0.29. 0 0.00- 1 . 0.11 3 0.28 5 0.33 2 0.23 1 0.18 1 0.16 0 0.00 0 0.00 [90] Mental Retardation 0 0.00 0 0.00 0 0.00 0 0.00 1 0.08 0 0.00 1 0.18 0 0.00 0 . 0.00 0 0,00 [91] Mental Illness 0 0.00 1 0.11 . 4 0.43 1 0.09 3 0.24 1 0 11 0 0.00 5 0.80 1 0.12 0 0.00 [32] Distortion ot Limb/Spine 0 0.00 0 0.00 0 0.00 1 0.01 2 0.01 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 Page 2 of 2 ------- TABLE A3 164 ------- Report Symbol VP715A3-1 U.S. Environmental Protection Agency Occupational Categories - Distribution by Race/Ethnicity and Sex As of September30, 2004 Full/PartTime Permanent Workforce Occupational Category Total Employees All Male Female Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American Indian or Alaska Native Male Female Two or More Races Male Female 1. Officials and Managers • Executive/Senior Level (Grades 15 and Above) - First-Level (Grades 12 and 3elow) - Other Officials and Managers Officials and Managers - TOTAL 2. Professionals 3. Technicians 4. Sales Workers 5. Administrative Support Workers 6. Craft Workers 7. Operatives 8. Laborers and Helpers 9. Service Workers # % # % # % # % # % # % # % # % # % # % # % # % # % 1346 100 557 100 5 100 3018 100 492$ 100 11017 100 247 100 1 100 1190 100 8 100 1 100 2 100 257 100 835 $2.04 337 60.50 2 40.00 892 29.56 2066 41.94 6115 56.51 131 53.04 0 0.00 115 9.66 8 100.00 1 100.00 2 10000 204 79.38 511 37.96 220 39.50 3 6000 2126 70.44 2860 58.06 4902 44.49 116 46.96 1 10000 1075 90.34 0 0.00 0 0.00 0 000 53 20.62 41 3.06 14 2.51 0 0.00 63 1 76 108 2.19 279 2.53 2 0.81 0 0.00 13 1.09 0 000 0 0.00 0 0.00 12 467 14 1.04 9 1.62 0 0.00 8« 2.92 111 2.25 262 2.29 10 4.06 0 0.00 88 7.39 0 0.00 0 0.00 0 000 1 0.39 722 53.64 282 50.63 2 40.00 652 21.60 1668 33.66 4917 44.63 109 4413 0 0.00 53 445 5 62.50 1 100.00 0 000 167 6498 407 30.24 164 29.44 2 40.00 1052 34.86 1625 32.99 3345 30.36 58 23.48 1 10000 342 2874 0 0.00 0 0.00 0 0.00 40 15.56 46 3.42 22 3.95 0 0.00 151 6.00 219 4.46 460 4.18 14 5.67 0 0.00 40 3.36 3 37.50 0 0.00 2 10000 18 7.00 68 5.06 37 6.64 1 20.00 907 30.05 1013 20.56 890 8.08 38 15.38 0 0.00 604 50.76 0 0.00 0 000 0 0.00 8 311 22 1.63 17 3.06 0 0.00 30 0.99 69 1.40 408 3.70 6 2.02 0 000 8 0.67 0 000 0 000 0 0.00 6 2.33 1$ 1.34 9 1 62 0 0.00 66 2.15 92 1.87 361 3.28 8 3.24 0 0.00 36 3.03 0 000 0 0.00 0 0.00 4 1.56 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 4 0.30 2 0.36 0 0.00 6 0.20 12 0.24 51 0.46 1 0.40 , 0 0.00 1 0.08 0 0.00 0 0.00 0 0.00 1 0.39 4 0.30 1 0.1S 0 0.00 14 0.46 19 - 0.39 54 0.49 2 0.81 0 0,00 6 0.42 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 .0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 Page 1 of 2 ------- OS Report Symbol. VP715A3-1 U.S. Environmental Protection Agency Occupational Categories - Distribution by Race/Ethnicity and Sex As of September 30, 2004 Full/PartTime Permanent Workforce Occupational Category Total Employees All Male Female Hispanic or Latino Male Female RACE/ETHNICITY (Not) - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American Indian or Alaska Native Male Female Two or More Races Male Female 1. Officials and Managers - Executive/Senior Level (Grades 15 and Above) - First-Level (Grades 12 and 3elow) - Other Officials and Managers Total Work Force # % # % # % # % # % 1346 100 557 100 5 100 301$100 17649 100 836$2.04 337 $050 2 40.00$92 29,56 $642 48.97 511 37.96 220 ' 39.50 3 .60.00 2126 70.44 9007 51.03 41 3,05 14 . 251 0 - O-.OO 53 1.76 414 235 14 1.04 L 3 -1.62 0 0:00 8* 2.92 462 2.62 722 53.64 2S2 60.63 2 40.00 652 21 .60 6910 39.15 407 30.24 164 29,44- 2 40.00- 1052 34.$6 6411 - 30.66" 46 3.42 22 3.9S 0 0,00 151 .5.00 756 4.2S 6$"5.05 37 6.64 1 20.00 907 30.06 2553 14.47 22 1,63 17 3.05 0 0.00 30 . .0.99 496 -2.$1. 1$1.34 9 1.62 0 0.00 65 - 2.16 501 2.84 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 - o.oo 0 0.00 0 0.00 0 0.00 4 0.30 2 0.36 0 0.00 6 0.20 66 0.37 4 0.30 1 0.1* 0 0.00 14 0.46$0 0.46 0 0.00 0 0.00 0 o.-oo 0 0.00 0 0.00 0 0.00" 0 0.00 0 0,00 0 . 0.00 0 0.00 Page 2 of 2 ------- ON Report Symbol: VP715A3-1 U.S. Environmental Protection Agency Occupational Categories - Distribution by Race/Ethnicity and Sex As of September 30, 2000 Full/PartTime Permanent Workforce Occupational Category Total Employees All Male Female Hispanic or Latino Male Female RACE/ETHNICITY (Non -Hispanic or Latino) White Male Female Black or Af ri ca n American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male JFemale American Indian or Alaska Native Male Female Two or More Races Male Female 1. Officials and Managers - Executive/Senior Level (Grades 15 and Above) - Mid-Level (Grades 13 - 14) - First-Level (Grades 12 and Below) • Other Officials and Managers Officials and Managers - TOTAL 2. Professionals 3. Technicians 4. Sales Workers 5. Administrative Support Workers 6. Craft Workers 7. Operatives 8. Laborers and Helpers 9. Service Workers # % # % # % # % # % # % # % # % # % # % # % # % # % 1256 100 577 100 1 100 2936 100 4771 100 10889 100 354 100 1 100 1464 100 8 100 3 100 2 100 240 100 839 66.80 372 64.47 0 0.00 $7$ 29.90 2090 43*1 6295 57,81 172 4$. 59 0 000 123 8.40 8 10000 3 10000 2 100.00 173 72.0« 417 33.20 205 35.53 1 100.00 2058 70.10 2681 56.19 4594 42.19 182 51.41 1 100.00 1341 91.60 0 0.00 0 0.00 0 0.00 67 2792 25 1.99 18 3.12 0 0.00 47 1.60 90 1.*9 262 2.41 4 1.13 0 000 7 0.4$ 0 0.00 0 000 0 0.00 9 3.75 7 0.56 11 1.91 0 0.00 78 2.66 96 2.01 230 2.11 13 3.67 0 0.00 103 7.04 0 0.00 0 0.00 0 000 2 0.83 749 59.63 322 55.81 0 0.00 654 22.28 1726 36.18 5155 47.34 147 41.53 0 0.00 57 3.89 5 62.60 1 3333 0 0.00 144 60.00 342 27.23 156 27.04 0 0.00 109* 37.40 1596 33.45 3200 29.39 88 24 .*6 1 100.00 461 31.49 0 0.00 0 0.00 0 0.00 50 20 .83 46 3.66 16 2.77 0 0.00 141 4.*0 203 4.25 440 404 15 4.24 0 0.00 50 3.42 3 37.50 2 66.67 2 100.00 16 6.67 53 4.22 29 5.03 1 100.00 816 27.79 $99 18.84 S04 7.38 72 20.34 0 0.00 727 49.66 0 0.00 0 000 0 000 12 5.00 17 1.35 16 2.77 0 0.00 30 1.02 63 1.32 3$5 3.54 4 1.13 0 0.00 7 0.4* 0 0.00 0 0.00 0 0.00 3 1.25 14 1.11 9 1.56 0 0.00 51 1.74 74 1.55 312 2.87 7 1.9* 0 0.00 42 2.87 0 0.00 0 0.00 0 0.00 2 0.*3 0 0.00 0 0.00 0 0.00 0 0.00 0 o.oo 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 2 0.16 0 0.00 0 0.00 6 0.20 8 0.17 53 0.49 2 0.56 0 0.00 2 0.14 0 0.00 0 0.00 0 0.00 1 0.42 1 0.0* 0 0.00 0 0.00 15 0.51 16 0.34 48 0.44 2 0.56 0 0.00 8 0.55 0 0.00 0 0.00 0 0.00 1 042 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 0 000 Page 1 of 2 ------- oo U.S. Environmental Protection Agency Occupational Categories - Distribution by Race/Ethnicity and Sex Report Symbol: VP715A3-1 As of September 30, 2000 Full/PartTime Permanent Workforce Occupational Category Total Employees All Male Female Hispanic or Latino Male Female RACE/ETHNICITY (Non - Hispanic or Latino) White Male Female Black or African American Male Female Asian Male Female Native Hawaiian or Other Pacific Islander Male Female American Indian or Alaska Native Male Female Two or More Races Male Female 1, Officials and Managers - Executive/Senior Level (Grades 15 and Above) - Mid-Level (Grades 13-14) - First-Level (Grades 12 and Below) - Other Officials and Managers Total Work Force # % # % # % # % # % 1256 100 577 100 1 100 2936 100 17732 100 $39 66 .$0 372 64,47 0 o.oo- «72 29.90 «S66 50.00 417 33.20 206 35.53 I 100.00 205« 70.10 W6 50.00 r 25 1.99 13 3.12 0 0.00 47 t.60 372 2.10 7 0.56 11 1.91 0 0.00 7$2$6 444 2.50 749 5.9.63 322 55,$1 0 0.00 654 22.2$ 7235 40. «0 342 27.23 156 "27.04 0 0.00 109$37.40 5396 30.43 46 3.66 1$ 2.77 0 0.00 141 410 731 ' 4.12 63 4.22 29 5.03. 1 100.00 $16 27.79 2514 14.18 17 1.35 16 2.77 0 0.00 30 1:02 462 2.61 14 1.11 9 1.56 0 0.00 51 1.74 437 2.46 0 000 0 .0,00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 o.oo: 2 0.16 0 0.00 0 0.00 6 0.20 66 0.37 1 0.0$ 0 0.00 0 0.00 15 0.51 75 0.42 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 Page 2 of 2 ------- Report Symbol VP715B3-1 U.S. Environmental Protection Agency Occupational Categories- Distribution by Disability As of September30, 2004 Full/PartTime Permanent Workforce Occupational Category TOTAL Total by Disability Status [05] No Disability [01] Not Identified [06-94] Disability Targeted Disability Detail for Targeted Disabilities [16,17] Deafness [23, 25] Blindness [28, 32-38] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [«2] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/Spine 1. Officials and Managers • Executive/Senior Level Grades 15 and Above) - Mid-Level (Grades 13 - 14) - First-Level (Grades 12 and Below) - Other Officials and vlanagers Officials and Managers - TOTAL 2. Professionals 3. Technicians 4. Sales Workers 5. Administrative Support Workers 6. Craft Workers 7. Operatives 8. Laborers and Helpers 9. Service Workers # % # % # % # % # % # % # % # % # % # % # % # % # % 1346 100 557 100 5 100 3018 100 4926 100 11017 100 247 100 1 100 1190 100 8 100 1 100 2 100 257 100 1286 95.54 539 96,77 5 100.00 2820 9344 4650 9440 10382 94.24 217 8785 1 10000 1045 87.82 7 8750 1 100.00 2 10000 250 97.28 13 0.97 2 036 0 0.00 36 1.19 51 1 04 125 1.13 5 2.02 0 000 13 1 09 1 1250 0 000 0 000 1 039 47 3.49 16 2.87 0 000 162 5.37 225 4.57 510 4.63 25 10 12 0 0.00 132 11.09 0 000 0 000 0 000 6 2.33 4 |_ 0.30 2 0.36 0 0.00 33 1 09 39 0.79 94 0.85 7 283 0 000 54 4.54 0 000 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 3 010 3 0.06 17 0.15 2 0.81 0 0.00 5 0.42 0 000 0 0.00 0 0.00 0 000 1 0.07 0 0.00 0 0.00 4 0.13 5 0.10 13 0.12 1 0.40 0 0.00 10 0.84 0 0.00 0 0.00 0 000 0 000 0 0.00 0 0.00 0 0.00 1 0.03 1 0.02 7 0.06 0 0.00 0 000 2 0.17 0 0.00 0 0.00 0 0.00 0 0.00 2 0.15 1 0.18 0 0.00 6 020 9 0 18 23 021 1 0.40 0 0.00 10 0.84 0 000 0 0.00 0 000 0 000 1 0.07 0 0.00 0 0.00 4 0.13 5 010 7 0.06 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 000 0 0.00 0 0.00 1 0.18 0 000 7 0.23 8 0.16 17 015 0 0.00 0 000 6 050 0 000 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 1 003 1 0.02 0 000 0 0.00 0 0.00 12 1.01 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 0 0.00 4 0.13 4 0.08 8 0.07 3 1 21 0 000 9 0.76 0 0.00 0 000 0 0.00 0 000 0 0.00 0 0.00 0 0.00 3 0.10 3 0.06 2 0.02 0 0.00 0 0.00 0 0.00 0 000 0 0.00 0 0.00 0 0.00 Page 1 of ------- Table A4 Participation Rates for General Schedule (GS) Grades In this Trend Analysis, a comparison is readily made by comparing the representation levels for the two time periods at the various grade levels. For all class groups, the glass ceiling remained essentially the same as it was five years ago. With only marginal increases or decreases overall. A more comprehensive analysis of the Contributing Factors will be necessary to determine conditions causing the glass ceilings. 170- ------- Table AS Participation Rates for Wage Grades There are too few employees assigned to Blue-Collar positions for a reasonable comparison. 171 ------- Table A6 Participation Rates for Major Occupations This analysis attempts to identify the degree to which class groups are dispersed within Major Mission Critical Occupations (MMCOs). During the triggering stage, each MMCO's class group representation is compared with the overall percentage of class group representation in the Relevant Civilian Labor Force (RCLF) for each occupation. There are two questions that this data answers: 1) Which MMCO Mission Critical Occupation has a better dispersion (diversity) of employees than others, and 2) Which MMCOs are improving their diversity from one time period to the next. If the value of the dispersion ratio is getting smaller, then there is more diversity; if the value of the dispersion ratio is getting larger, then diversity is decreasing. To rank order Major Mission Critical Occupations by levels of overall representation, the variance needed to eliminate the class group's less-than- expected trigger is calculated. When these numbers are combined for all class groups that have targeted levels of representation, a score can be calculated and compared with the count of total employees in the component workforce. These ratio scores can then be used for rank ordering. In the EPA workforce, the following Major Occupations were identified: Environmental Protection Specialist General Administrative Management Analysis Biologist Environmental Engineering Attorney General Physical Science The overall variance scores divided by total component workforce were then compared over a 5-year period with the following results: Environmental Protection Specialist: Decreased from .345 (959/2778) to .375 (1063/2836) General Administrative: Decreased from .178 (158/888) to .222 (196/883) Management Analysis: Decreased from .317 (450/1419) to .323 (501/1552) Biologist: Improved from .115 (84/729) to .069 (59/849) Environmental Engineering: Decreased from .101 (209/2065) to .134 (259/1933) Attorney: Decreased from .206 (213/1036) to .223 (234/1049) General Physical Science: Improved from .191 (387/2028) to .186 (410/2207) 172 ------- Report Symbol VP715A6 U.S. Environmental Protection Agency Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex As of September30, 2004 Full/PartTime Permanent Workforce Job Title/ Series Agency Rate Occupational CLF 028- Environmental Protection Specialist National CLF 2000 301 - General Administative National CLF 2000 National CLF 2000 401 - Biologist National CLF 2000 819- Environmental Engineering National CLF 2000 905 - Attorney National CLF 2000 1301 - General Physical Science National CLF 2000 Total # % % # % % # % % # % % # % % # % % # % % # % Total Employees All 2*71 100.00 876 10000 1527 100.00 821 100.00 1945 10000 1064 100.00 2193 10000 11297 10000 Male 1172 40.82 75.8 269 30.71 43.4 464 30.39 61.4 463 5639 55.9 1362 70.03 77.8 537 50.47 71.3 1361 62.06 66.6 5628 4982 :emale 1699 59.18 24.1 607 69.29 56.6 1063 69.61 38.6 358 4361 441 583 29.97 22.2 527 49.53 28.7 832 3794 34.4 5669 5018 Hispanic or Latino Male 40 1.39 1.8 13 1.48 4.7 26 1.70 2.0 15 1 83 1.9 96 4.94 2.2 28 263 2.0 56 2.55 2.2 274 2.43 Female 74 258 09 23 2.63 5.3 34 223 1.6 19 2.31 2.1 44 2.26 0.9 28 263 1.2 48 219 1.7 270 239 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 965 33.61 69.0 206 23.52 30.2 373 24.43 525 407 4957 47.3 1037 53.32 65.4 457 4296 66.2 1170 53.35 45.4 4615 4085 Female 1152 40.13 206 313 36.73 39,7 575 37.66 31.1 280 3410 35.0 389 20.00 17.8 398 3741 23.9 631 28.77 229 3738 33.09 Black or African American Male 101 352 1.7 37 4.22 4,9 52 3.41 2.6 28 3.41 1.2 $2 4.22 3.0 28 2.63 2.1 66 3.01 1.7 394 349 Female 365 12.71 1.1 257 29.34 7.9 420 27.50 3.4 37 451 1.8 73 3.75 1.2 63 5.92 1 9 95 4.33 1 4 1310 11 60 Asian Male 47 1.64 2.2 11 1.26 2.7 11 0.72 3.5 11 1.34 4.3 142 730 6.0 21 1.97 1.4 57 2.60 15.5 300 266 Female 80 2.79 1.0 11 1.26 2.5 29 1 90 2.0 15 1.83 4.5 73 375 2.0 35 3.29 1.2 51 233 8.0 294 2.60 Native Hawaiian or Other Pacific Islander Male 0 0.00 0.0 0 0.00 0.1 0 000 0.0 0 0.00 0.0 0 0.00 01 0 0.00 0.0 0 0.00 0,0 0 000 Female 0 0.00 0.0 0 0.00 0.1 0 0.00 0.0 0 000 0.0 0 0.00 00 0 000 0.0 0 0.00 0.0 0 000 American Indian or Alaska Native Male 19 0.66 0.8 2 0.23 0.4 2 0.13 0.3 2 0.24 0.6 5 0.26 0.6 3 0.28 0.3 12 0.65 0.2 45 040 Female 28 0.98 0.3 3 0.34 0.6 5 0.33 0.3 7 0.85 0.3 4 0.21 0.1 3 0.28 0.2 7 0.32 0.1 57 060 Two or More Races Male 0 0.00 0.3 0 0.00 03 0 0.00 0.5 0 0.00 0.4 0 000 0.6 0 0.00 0.3 0 0.00 0.5 0 0.00 Female 0 0.00 0.2 0 000 0.4 0 0.00 0.3 0 0.00 0.3 0 0.00 0.1 0 0.00 0.2 0 0.00 0.3 0 0.00 Page 1 of 1 ------- Report Symbol: VP715A6 U.S. Environmental Protection Agency Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex As of September30, 2000 Full/PartTime Permanent Workforce Job Title/ Series Agency Rate Occupational CLF 028- Environmental Protection Specialist National CLF 2000 301 - General Admin istative National CLF 2000 343 - Management Analysis National CLF 2000 401 - Biologist National CLF 2000 819- Environmental Engineering National CLF 2000 905 - Attorney National CLF 2000 1301 - General Physical Science National CLF 2000 Total # % % # % % # % % # % % # % % # % % # % % # % Total Employees All 277S 100.00 888 100.00 1419 100.00 729 10000 2065 10000 1036 10000 2028 100.00 10943 100.00 Male 1191 42.87 75.8 2*4 31.9$ 43.4 437 30.80 61.4 451 61.87 55.9 1478 71,57 77,8 541 62.22 71.3 1319 65.04 $5.$ 5701 5210 Female 15«7 57.13 24.1 604 6802 56.6 9«2 69.20 3$.6 278 38.13 44.1 587 28.43 22.2 495 47,78 28.7 709 34.96 34.4 6242 47.90 Hispanic or Latino Male 43 1.66 1.8 16 1.80 4.7 17 1.20 2.0 11 1.51 1.9 99 4.79 2.2 24 2.32 2.0 43 2.12 2.2 253 2.31 Female 65 2.34 0.9 23 2.69 5.3 28 1.97 f.6 8 1.10 21 48 2.32 0.9 26 2.51 1.2 37 1.82 1.7 235 2.15 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 9«9 35,60 69.0 226 26.45 30.2 367 25.16 52.5 400 64.87 . 47.3 1150 55.69 65.4 463 44.69$5.2 1162 56.80 46.4 4737 43.29 Female 1101 39.63 20:6 330 37.16 39.7 568 40.03 31.1 230 31.65 36.0 393 19.03 1.7.« 376 36.20 . 23.9 547 26.97 22.9 3544 32.39 Black or African American Male 97 349 1.7 35 394 4.9 47 3.31 2.6 28 3.84 1.2 77 3.73 3.0 29 2.80 2.1 63 3.11 1.7 376 3.44 Female 331 11.92 1.1 233 26.24 7.9 363 26.58 3.4 24 329 1.8 75 3.63 1.2 61 6. 89 1.9 77 3.80 1.4 1164 1064 Asian Male 43 1.56 2.2 6 0.6* 2.7 13 0.92 3.5 9 1.23 4.3 147 7.12 . 6.0 21 2.03 1.4 51 2.51 15.6 290 2.66 Female 67 2.41 1.0 15 1.69 2.5 19 1.34 - 2.0 11 1.51 4.5- 67 3.24 2.0 29 2.80 . ' 1 .2 42 2.07 8.0 250 2.2$Native Hawaiian or Other Pacific Islander Male 0 0.00 0.0 0 0.00 0.1 0 000 0.0 0 0.00 0.0 0 0.00 0,1 0 0.00 0.0 0 000 - 0.0 0 0.00 Female 0 0.00 0.0 0 0.00 0.1 0 0.00 0.0 0 0.00 0,0 0 0.00 0.0 0 0.00 0.0 0 0.00 0.0 0 0.00 American Indian or Alaska Native Male 19 0.68 0.8 1 0.11 0.4 3 0.21 0.3 3 0.41 .0.6 5 0.24 0.6 4 0.39 0.3 10 0.49 0.2 45 0.41 :emale 23 0.83 0.3 3 034 0.6 4 0.28 0.3 5 0.69 0.3. 4 0.19 0.1 4 0.39 0.2 6 0.30 0.1 49 0.45 Two or More Races Male 0 0.00 0.3 0 0.00 0.3 0 0.00 0.5 0 0.00 04 0 0.00 0.5 0 0.00 . 0.3 0 0.00 0.5 0 0.00 Female 0 0.00 0.2 0 0.00 0.4 0 0.00 0.3 0 0.00 0.3 0 0.00 0.1- 0 0.00 0,2 0 0.00 0.3- 0 0.00 Page 1 of 1 ------- U.S. Environmental Protection Agency Participation Rates for Major Occupations - Distribution by Disability Report Symbol. VP715B6L As of September30, 2004 Full/PartTime Permanent Workforce Job Title / Series Agency Rate 028 - Environmental Protection Specialist 301 - General Admin istative 343 - Management Analysis 401 - Biologist 819 - Environmental Engineer! ng 1 301 - General Physical Science Total # % # % # % # % # % # % # % # % TOTAL 2871 100 876 100 1527 100 821 100 1945 100 1064 100 2193 100 11297 100 Total by Disability Status [05] No disability 2704 94.18 828 94.52 1428 93.62 772 94.03 1861 9668 1008 94.74 2094 96.49 10695 94.67 [01] Not Identified 24 0.84 9 1.03 20 1.31 13 1.58 14 0.72 11 1.03 29 1.32 120 1.06 [06-94] Disability 143 4.98 39 4,45 79 5.17 36 4.38 70 3.60 45 4.23 70 3.19 482 4.27 Targeted Disability 35 1.22 5 0.57 21 1.38 3 0.37 7 0.36 7 0.66 7 0.32 86 0.76 Detail for Targeted Disabilities [16, 17] Deafness 6 0.21 1 0.11 2 0.13 0 0.00 1 0.05 1 0.09 2 009 13 0.12 [23, 25] Blindness 5 0.17 2 0.23 3 0.20 1 0.12 0 0.00 0 0.00 0 0.00 11 0.10 [28, 32-38] Missing Limbs 1 0.03 0 0.00 1 0.07 0 0.00 0 0.00 0 0.00 1 0.05 3 0.03 [6«8] Partial Paralysis 9 0.31 1 0.11 5 0.33 0 0.00 1 0.05 2 0.19 2 0.09 20 0.18 [71-78] Total Paralysis 2 0.07 0 0.00 4 0.26 0 0.00 1 0.05 3 0.28 0 0.00 10 0.09 [82] Conwlsive Disorder 8 0.28 0 0.00 4 0.26 1 0.12 1 0.06 0 0.00 2 0.09 16 0.14 (90] Mental Retardation 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 [91] Mental Illness 2 0.07 0 0.00 2 0.13 1 0.12 3 0.15 1 0.09 0 000 9 0.08 [92] Distortion of Limb/Spine 2 0.07 1 0.11 0 0.00 0 0.00 0 0.00 0 0.00 0 0.00 3 0.03 Page 1 of 1 ------- Table A7 Applications and Hires for Major Occupations A trend analysis has not been conducted because this data is not available. 176- ------- Table A8 New Hires by Type of Appointment A detailed trend analysis is not conducted this year although comparison tables are included. In future years, this data will be combined with applicant flow data to identify trends and barriers. 177 ------- P.1»pent Symbol VP' I SJ- U.S. Environmental Protection Agency New Hires by Typt of Appointment - Distribution Dy Rtee/fJtBifdty and Sex Tola! Type of Appointment PetMianeat Temporary TOTAL CJLP iTOQli) # % If **• JCP » % % total EmployefrS All Sill' KC» ^J?2£ 100 C4*S KO Ifrt fcfefo Kl2 4J tt mi fa & ;»> * 2* R.) _m r/t '2« *>; r«uat» 1IC« 3<« IS< 4 IS 'v^''^ ;e* j h RACWTHN1CITY (Non - Htef>a«iic &r Ldilinu) Whhe Male 1173 >2 ^ 1(155 j? £ .-,;•;_—-<;, J4€fe >s 11 leniq-e 1246 34 » L_li± *2T:ft l'r'lS ;i ,^ r? / 8toci ar African Afitrlcai Mil* I'U? 5-15 2«9 fjr we "' K> iiS lewsfe 4&'l cw 3fl 13 44 *»l 1.2 « £ 7 Asia*. Mate 121 335 5* 3 Jrj Si? 3-?J 1_?i faaefc ir;i ^46 111 5?1; t?i 422 S ? Ha'tf^e HdVVO.ild'IT Ul Oilwr P»dflc tstantlef Mjlf 0 r~o.oo 0 C "Xi o C0l> L_£l Fwwte M o •:* 0 rt I>j 0 I! «> 01 Am«ricam ilillirtlt 01 Alaska N«tivu Male 14 0 33 I/ »«0 51 0< t« flj FStrt* S^ 064 ie OM iw OSI n ."• ________ Two ef Wore Race's tote I (i OW 0 Otw ) IJ 00>> ca oo> fit 00 ------- U.S. Environmental Protection Agency New Hires by Type of Appointment - Distribution by Disability (0PM Form 256 Self-Identification Codes) Report Symbol VP71 5BQ From September30, 2000 To September 30, 2005 Total Workforce Type of Appointment Permanent Temporary Total Prior Year # % # % # % % TOTAL 2684 100 4231 100 6915 100 100 Total by Disability Status [05] Nb Disability 2533 94.37 4014 94.87 6547 94.68 96.35 [01] Not Identified 24 0.89 33 0.78 57 0.82 0.16 [06-94] Disability 127 4.73 184 4.35 311 4.50 3,49 Targeted Disability 15 0.56 58 1.37 79 1.14 039 Detail for Targeted Disabilities [16,17] Deafness 0 0.00 9 021 9 0.13 0.08 [23, 25] Blindness 0 0.00 17 0.40 17 0.25 0.08 [28, 32-3S] Missing Limbs 3 0.11 2 0.05 5 0.07 0.00 [64-63] Partial Paralysis 2 0.07 11 0.26 13 0.19 0.00 [71-78] Total Paralysis 0 0.00 3 0.07 3 0.04 0.00 [«2] Convulsive Disorder 4 0.15 2 0.05 6 0.09 0.00 [90] Mental Retardation 0 0.00 1 0.02 7 0.10 000 [91] Mental Illness 6 0.22 13 0.31 19 0.27 0.23 [92] Distortion of Limb/Spine 0 0.00 0 0.00 0 0.00 0.00 MD Page 1 of 1 ------- Table A9 Selections for Internal Competitive Promotions for Major Occupations A trend analysis has not been conducted because this data is not available. 180- ------- Table A10 Non-Competitive Promotions - Time in Grade A trend analysis has not been conducted because this data is not available. 181 ------- 00 to U.S. Environmental Protection Agency Non-Competitive Promotions - Time in Grade - Distribution by Race/Ethnicity and Sex Report Symbol: VP715A10 As of September 30, 2004 Full/PartTirne Permanent Workforce Total Employees Eligible for Career Ladder Promotions Time in grade in excess of minimum 1 - 12 months 13 -24 months 25 * months # % # # % # % # % Total Employees All 1922 100 886 227 100 136 100 303 100 Male$02 41.73 336 108 47.58 87 4926 161 63.14 Female 1120 5$.27 330 119 . 52.42 69 50.74 142 46.86 Hispanic or Latino Male 53 2.76 19 3 1.32 8 5.88 8 2.64 Female 79 4.11 14 6 2.64 4 2.94 4 1.32 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 580 30.1$ 269 $5 37.44 49 3603 125 41.26 Female 658 34.24 196 65 2863 43 31.62 88 29.04 Black or African American Male 113 6.88 43 15 6.61 9 6.62 19 6.27 Female 290 15.09 97 42 18.60 18 13.24 37 12.21 Asian Male 45 2.34 11 3 1.32 1 0.74 7 2.31 Female 87 4.53 20 6 2.64 3 "2.21. 11 3.63 Native Hawaiian or Other Pacific Islander Male 0 0.00 0 0 0.00 0 0.00 0 0.00 Female 0 0.00 0 0 0.00 0 0.00 0 0.00 American Indian or Alaska Native Male 11 0.67 4 2 0.88 0 0.00 2 0.66 Female 6 0.31 3 0 0.00 1 0.74 2 0.66 Two or More Races Male 0 0.00 0 0 0,00 0 0.00 0 000 Female 0 0.00 0 0 0.00 0 0.00 0 0.00 Page 1 of ------- U.S. Environmental Protection Agency Non-Competitive Promotions - Time in Grade - Distribution by Race/Ethnicity and Sex Report Symbol, VP715A10 As of September30, 2000 Full/PartTime Permanent Workforce oo oo Total Employees Eligible for Career Ladder Promotions Time in grade in excess of minimum 1 - 12 months 13 -24 months 25 * months # % # # % # % # % Total Employees All 173$ 100 596 193 100 87 100 310 100 Male 642 36 .91 259 69 34.67 26 2989 164 52.90 Female 1094 63.02 337 130 65.33 61 70.11 146 47.10 Hispanic or Latino Male 45 259 16 5 2.51 3 3.46 8 2.5$Female 77 444 18 10 5.03 4 4.60 4 1.29 RACE/ETHNICITY (Non - Hispanic or Latino) White Male 438 25.23 187 45 22.61 16 18.39 126 40.65 Female 537 30.93 164 56 27.64 24 27.59 75 24.19 Black or African American Male 94 5.41 34 11 5.53 3 3.45 20 6.46 Female 381 21.95 136 65 27.64 29 33.33 62 16.77 Asian Male 54 311 17 7 3.52 4 4.60 6 1.94 Female 81 4.67 23 7 3.52 3 3.45 13 4.19 Native Hawaiian or Other Pacific Islander Male 0 0.00 0 0 0.00 0 0.00 0 0.00 Female 0 0.00 0 0 0.00 0 0.00 0 0.00 American Indian or Alaska Native Male 11 0.63 6 1 0.50 0 0.00 4 1.29 Female 18 1.04 6 3 1.61 1 1.15 2 0,66 Two or More Races Male 0 0.00 0 0 0.00 0 0.00 0 0.00 Female 0 0.00 0 0 0.00 0 0.00 0 0.00 Page 1 of 1 ------- Report Symbol. VP715B10 U.S. Environmental Protection Agency Non-Competitive Promotions - Time in Grade - Distribution by by Disability As of September30, 2004 Full/Part Time Permanent Workforce Total Employees Eligible for Career Ladder Promotions Time in grade in excess of mnhnun 1 . 12 months 13-24 months 25 + months # % # # % # % # % TOTAL 1922 100 66B 227 100 136 100 303 100 Total by Disability Status [06] to Disability 1781 92.66 604 201 88.55 127 93.36 276 91.09 [01 j Not Identified 22 1.14 13 7 { 3.08 1 0.74 5 1.65 [06-94] Disability 119 6.19 49 19 8.37 8 5.88 22 7.26 Targeted Disability 36 1,87 14 8 352 0 0.00 6 1.98 Detail for Targeted Disabilities [16,17] Deafness 8 0,42 2 2 0.88 0 0.00 0 0.00 [23, 25] Blindness 8 0,42 3 3 1,32 0 0.00 0 0.00 |2«, 32-3*) Missing Umbs 1 0.05 1 0 . 0.00 0 000 1 0.33 [64-68] Partial Paralysis 7 .0.36 2 1 0.44 0 0.00 1 - 0.33 [71-7*] Total Paralysis 3 0.16 2 1 0.44 0 0.00 1 033 P2] Convulsive Disorder 3 0.16 3 1 0.44 0 0.00 2 0.66 [90] Mental Retardation 1 0.05 1 0 0.00 0 0.00 1 0.33 [91] Mental Illness 5 0.26 0 0 0.00 0 0.00 0 0.00 [92] Distortion of Limb/Spine 0 0.00 0 0 0,00 0 0.00 0 0.00 Page 1 of 1 ------- Report Symbol- VP715B10 U.S. Environmental Protection Agency Non-Competitive Promotions - Time in Grade - Distribution by by Disability As of September30, 2000 Full/PartTime Permanent Workforce Total Employees Eligible for Career Ladder Promotions Time in grade in excess of miiinun 1-12 months 13-24 months 25+ months # % # # % # % # % TOTAL 1736 100 596 199 100 87 100 310 100 Total by Disability Status [06] ND Disability 1595 91.88 SAO 179 89.95 78 8966 283 91.29 [01] Not Identified 17 0.98 10 4 2.01 1 1.15 5 1.61 [06-94] Disability 124 7 14 46 16 8.04 B 9.20 22 7.10 Targeted Disability 31 1 79 17 7 352 4 4.60 6 1.94 Detail for Targeted Disabilities [16,17] Deafness 7 0.40 3 1 050 0 0.00 2 0.65 [23, 26] Blindness 3 0.17 1 0 0.00 1 1 15 0 0.00 [2«, 32-38] Missing Limbs 2 0 12 1 1 0.50 0 0.00 0 0.00 [64-68] Partial Paralysis 5 0.29 3 0 0.00 1 1.15 2 0.65 [71-7*] Total Paralysis 1 0.06 1 1 0.50 0 0.00 0 0.00 [82] Convulsive Disorder 4 0.23 3 2 1.01 1 1.15 0 0.00 [90] Mental Retardation 1 0.06 1 0 0.00 1 1.15 0 0.00 [91] Mental Illness 7 0.40 4 2 1.01 0 0.00 2 0.65 [92] Distortion of Limb/Spine 1 0.06 0 0 0.00 0 0.00 0 0.00 Page 1 of ------- Table All Internal Selections for Senior Level Positions A trend analysis has not been conducted because this data is not available. 186 ------- Table A12 Participation in Career Development A trend analysis has not been conducted because this data is not available. 187 ------- Table A13 Employee Recognition and Awards A trend analysis has not been conducted because this data is not available. 188 ------- 'Symbol U.S. Environmental Protection Agency Employe* Recognition and Awards - Distribution by Race/Ettinictty and S«x Ciom Soptemher M, 28fl) To Sepiember 30, 2005 Pprmsnonl Recognition or Award Program g Awaids Given -Tolal Cash Tlrae-Otf Awards • 1- Toi ai Time-C'if Aw5)rjLx I -Q H0UIS Total Employees flJi Male Fewm Laimo 11316 fenul* RACMTHHICITt' (Non , Hrspjnkjf Lalijw) While Ha^e ftwaw 8 Hours HF % Tft( »l HOIJI < Aveiige MoutS 1547* 1 «0 <>> '.V.Jvft >fi c40;. 41 4\ -'.«*:'.".": 57 <•«>;. 5 56 f.J «rjl7 55 ;<*<> 1 ^ I¥J 52 574 :• K :>.v+. ~~TH 5007 32 JS 2J»jtrt 57 5-41* ;««> Vi' *'• Black or Airican Ainericai Male '"4X 08C _J2^£j r "J7 female Asian MlH F(«M Sdtke Other Pacific (slandw Male feffljie Am« In fit Ala Na MM TfcatT" an or rsk* tiv« lemaie Two or Mora Wale tenure 2^ 1574 13231 54 0^5 J 23? i 'i " 58 555 3« JrtV f € r 0« O 00 0 00* 1) l>« 56 006 2S7 5 1 02 C.W? ".vr; 51 O (H> 0 00 0 o« QO :,r,,j Under ](»|. vS ArnOMOl "»vf'! jt|t? Ajrnosjnl Cdsti Awards V5CII "I') I'll l.-iih AttH'j$ I /j> r.-.tji fln.o-iji.t A,,,-Hr|f. driwjnl iS/O.i loOO» ?1'" 1 *L~_-—, i'-J4M«K jj)3 1 '>» ''•/• ^:-'7 !:-w» ^<|,; 41 0£ 1i'.i7ui XJ 24IJ-. 44 « •;2; Ii.l'-'WXi [Z^H °*~^^~r^ 4S W T3WV? I23/21 '•'57 1 C4 <-*24y 243 S70 C O-1 1MX' *•' ;•: f^'Ni1 Jl 4«) t ?':<'! P? ™_^ 4 .' f"* 1 31 VJOO--.-. 3,U 8 D-44 ^47 4<4';.)4 3308 JJ4MJ >" ?4 tj;f.i-;ea J-J2 3 017:. »3J ia?si 2-1 :• 17t'l<> .52>-> f'04.4.'. :;;? o 44 i L_i!i ~T^? 2-j > ~~r^ 1 4~S "Itv^ 34il 2147 iCi'X' »:7{ 2*. '" r-~— -] If Si Ji24:'J> 341 i ^ A _' ! 6<> hJ7; 2i it „__, » vV 43Mt'' J3S S ;<-S4 219 •'025 233 __. t' « ^ rl7W44 32; 7 o 0« I) «0 1" 0 0*> a o « 57 03f ,M;y 226 i- OiX fl (i o 1 OCNI )5t' I&.'M) -, -,t e 1 043 ?7i'*2 ») 5 •••I Cf2 1 t.l';* 24! >:>$•) 104J|-|4 3229 0 »<>» o OOj 0 « w o 00 1 1 52 2 14 1 4 TO':- 12<5 9 I;TI-? ^ 2? 1414?:^ 11 JO 2 2;5.r7 Tf*? .'•i.-j';^ LVJ52 iroi :-o3< •;i2»:j-i7-'f i;o>'j 2121 0:^ ^4'*?; i:w? nw ICi^' v|?5fjU I12« 1 L_L£L 2 5;< i r}">vio Ksor i:w 2 -'2 lf/-«i:.it \\W ! I'l 0 iX' fl it 0 ,1 (><>l it i) fl ir.-< o ;o Iv7l77 11 (02 lasl o 000 21<-'2I 11(61 «> w) j'i oo fi i>« 0 0 0 fll 0 -XI 1) 0 0 0 C* ;Xi (I (1 [uuaUty Step Increasas lUbte) !i)!i! i Job T .!il b--iu-H ^ "~~^~ !'>->i.'fJ .,•.,„>. P.', .*(* I__i±LL !•.;•? 4t 73 i--r:f-ii ftf.^4 ^J*41 __, :« 2 1 0 2 J.fHj S 14 1 sS ;>:'10I2 20 ••2VO.S4 __J£^3j i.;;i x w. C.'174-.J' 4Mhi 12? 02i f7?f.7- i44»; ; j;>i 1355 :-:too? 4 1 2l't f, ,-H. 21'.< c-;«'i« iX1 0 «n u oi» 0 I'M) r il 1S :7-.-i7 '•• ?tf \ _-_q___. •Jll.V. T^iTTf no 11 D 'Xi I'l (1 ------- Table A14 Separations by Type of Separation A trend analysis has not been conducted; however, comparison charts are provided 190- ------- U.S. ErwfronmentaJ Protection Agency Separations by Type of Separation • DIs trlbutton fay Race/Ethnicity and Sex Repoil Symtol VP7I5A1J From SepteoiberJO, 20tO To SejMerwber 30, 2005 FutePaitTmte Peimanenf Wocktoice Type of Separations Voluntary involuntary Total Separations Total Workforce # % * % # % * % Tfttal Employees IIjEZ 4Crii6 100 K-4 !« 4^0 1W 1 7-h-f.f, KO Mile jiX'O 4-J J2 62 « jr K»*2 4)22 «'K) 4j fc< fenu-Je M7t' 50^8 a K< n JU3 |Ui!i ~- 5fi L_i£i 273 ftACf ETHNICITY (Noil .Htspante or LiJinof WW«e Mate S fja 10 S3 K it i* i ,ro: iJO^ hK^ J8 64 fw«ie I3« 31' ?9 ,•! a iy \374 ij<(« f~i'<> y> ft Black or AM can Affierlcw Wilt I7t 4i5 16 II *l )»4 !«9 7T4 431? r«nt^e &>8 is 10 ?5 :IM 5)7 ^JLi£ K?s 14 59 Asian Mate sr 21? •> t i 12 7< .111' 2*> Fenral* 1« 2« r SJ> 10? 1 2S? Srti 2SJ Native Hdv» &> (K sjr fenMlt » OSJ c 090 Ji OSJ ?? 0« Two ©r Wore R»cc« Kate '•> oc» A ow 0 00* A 000 femafe i> Oft) 0 00> 0 0« It Oft) ------- U.S. Environmental Protection Agency, Full/Part Time Permanent Workforce, As of 09/30/2000 VPOOly Glass Ceiling Analysis White Collar Graded Pay Plans and Executives *Note: There is no data for Native Hawaiian or Other Pacific Islander or Two or More Races. - 192- ------- Attachment A EPA Organization Chart 193 ------- Administrator Deputy Administrator Home Page & Pro. Chart Assistant Administrator for Administration and Resources Management Assistant Administrator for Air and Radiation Home Page I Pro. Chart Office of the Chief financial Officer Home Page I Org. Chart Office of General •Counsel Assistant Administrator for Internationa! Affairs ±lame_Eage | SojJShail Assistant Administrator for Environmental Information Home Page I Ora. Chart Assistant Admi nstrator for Research and Development Home Page I Pro. Chart Assistant Administrator for So lid Waste and Emergency Response Home Page I Org. Chart Region 1 Boston Home Page Qrg. Chart Region 2 New York Hqme_Pag_e Org. Chart Region 3 Philadelphia . Chart Assistant Adminstrator for Enforcement and Compliance Assurance Home Pace I Ora. Chart Office of Inspector General Home Page I Ora. Chart Assistant Ad minstrator for Prevention, Pesticides, and Toxic Substances Home Page | Org. Chart Assistant Administrator for Water Home Page I Org. Chart Region 4 Atlanta Home Paae Org.Chart Region 5 Chicago Home Page Org. Chart Region 6 Dallas Home Paoe Pro. Chart Region 7 Kansas City Home Page Org. Chart Region 8 Denver Home Page, Org. Chart Region 9 San Francisco Home Paoe Org. Chart Region 10 Seattle Home Page Orq. Chart 194 ------- Attachment B EEOC 462 Report on EEO Complaints 195 ------- ANNUAL FEDERAL EQUAL EMPLOYMENT OPPORTUNITY STATISTICAL REPORT OF DISCRIMINATION COMPLAINTS (REPORTING PERIOD BEGINS OCTOBER 1ST AND ENDS SEPTEMBER W TH) FROM: ENVIRONMENTAL PROTECTION AGENCY TO: EOUAL EMPLOYMENT OPPORTUNITY COMMISTON REPORTING PERIOD: PART I PRF^COMPLATNT COUNSELING (CONTINUED) I. NON-ADR SETTLEMENTS COUNSELLNGS INDIVIDl ALS TOTAL 2 1 PART n FORMAL (XJMPLAINT ACTIVITIES 12S A COMT1 -ATNTR ON HAND AT THE BEGINNING OF THE REPORTING PERIOD 67 B C.OUP].. \TNTS FII.KD 1 C RKMANDS 197 168 E. COMPLAINTS IN' LINII D THAT WtRE NOT CT)NS( 1 1 IDA FFD 94 29 0 n IMR..UKTS LM LINE 1 ) THAI WERE 1 1 iNSOHTMTTiD 13 H ruViPLArMTS [N l,ti4E G RiLEIVIhO t.O 2 0 r?-\L\LNG Al ALL : E>j-tPlF>:«- rr. sr >rp - T- T M 14 o u 5TAJT R£rLHT>:C HEOLrmFn flOR MOItE HOI rus b >TTAPT RRrFIVTi-lG^ OR MOP.F HOUSS, GFVFRA1I.Y 0 LI G1\'ENTO^EV. STAKK , ,-rA» RKEJVB.CV, TtLMNlNGAl AU. C. REPORTrVG LINE 1 DOES THE FXO DIRPCTOR RTPORT TO THE AGF.KCY I IT. \D" Jt PKRCE.NT 0 !<)!) 1)11 ) II IK) 41 II 111 lid 7 P.07 1 D.OIJ 34 K2.l>3 1) KM) in 0 I) (HI 1) 0 IM) 0 0 (M.) 4 1 ( H M M) 4 iuo.no 0 dUO .) n i in STKVA10RS COI'VJ(jN\»i7IG ~\ CTJMHArl ACETsCl- ro^m^l^T 0 0 1 U 0 0 (1 O LI U U 0 o n i o U -l 3 I) 0 0 0 0 0 0 " 0 0 4 3 " YFS \0 X 2. IF NO. \VIIO DOES '[TIL IiEO DIREC 1 OR P.EPORT TO ' PERSON TITLE 3 ftWO ISRESFJNSBLLruRnil;DA\-'IO-DA\ UPER-AI1'J.\ OF IHLhhHPRl OR AM IN ^^f H T) ni-'PiaixrFNT'Arvf- vi^i •< iR<'i \ vr/ -\TTfi\r' PERSON: TITLh: 4 WHO DOES THAT PERSON KiPORTTO" PERSON; TfTLF 196 ------- PART IV. BASES AND ISSIIFS AI,I.F.fiFl) IN fOMPLAFNTS FH-fil) BASES OF ALLEGED DISCRIMINATION ISSUES OF ALLEGED DISCRIMINATION F.EOf FORM 41)2 (REVISED JUNE MlM) PAGE 3 197 ------- PARTY. SUMMARY OF CLOSURES BY STA Tim: A. STATUTE (IF A SINGLE COMPLAINT HAS MULTIPLE STATUTES RECORD EACH ON THE .ypRoi 97 1. TITLE VTI 39 2 AGE DISCRIMINATION LN EMPLOYMENT ACT (ADEA.) " 3. REHABILITATION ACT 0 4 ROUAI.PAY AfT(FPA) RLVTt ILNE.) R TOTAL HV STATUTES '69 Ti-nS NUMBER WILL BE LARGER THAN THE TOTAL NUMBER OF COMPLAINTS CLOSED (Al+A2+A3-rA4) PART VI. SUMMARY OF CLOSURES BY CATEGORY A. TOTAL NllffiER OF CLOSURES 1 1 > 2 - i ; 1 WITHDRAW AJS (, t, (>) NON-ADR WITHDRAWALS ft) ADR WITHDKAW ALS 2. SFTTI F.MENTS ,,_„, (a) NON- ADR SETTI JAFF.NTS (b) ADR SETTLEMENTS 3. FINAL AGENCY DECISIONS :t - : a FINAL AGENCY DECISIONS X Jjy/OtT AN ADMINISTRATE JUDGE DECISION ,•-:-?. 1. FINDING DISCR1MLNA1ION 2. FINDING NO DISCRIMINATION ) DISMISS U. OF COMF1. MNTS C FINAL AGENCY ACTIONS 1(777; AN IDMLNTSTR-M) \ t .RTJGF i \J) DECISION ( _ . 1 AJ DECISION nU.YIMPUMENTTD ..ri.-,. (a) FINDING DISCRIMINATION (1» FINDING NO DISCRIMINATION (c) DISMISSAL OF COMPLAINTS 2. .AJ DECISION NOT FULLY IMPLEMENTED . a - h - ; , (a) FINDING DISCRIMINCTON /! -•>-'"' u -\GENCY APPE.'\LED FINDING Bin" NOT REMLDV a AGENCY yPE-U-ED REMEDY BIT NOT FINDING iii. AGENCY APPEALED BOTH FINDING VND REMEDY (b) FINDING NO DLSCRBDNATION 1C) DISMISS. \L OF COMPLUNTS TOT.M NTMBF.R Km 4 4 0 11 11 0 91 62 0 30 32 2') 29 0 27 2 0 1) 0 0 0 ,, n TOT \I. DAYS 72.4l>4 ^ "> i 1 ,,,, (1 4 MO 4.640 0 65.623 31. WO 0 23 0411 8.950 1 1 6 "i "i 13631 0 m7S 1.25X 1) n 0 (i 0 ii ii 4\TRACi DA1!? 0X3 9) ^^" "i ii- ""i 0 no 421 82 421 82 0 (HI 721 13 51597 o no 76X 00 279 09 1.159 76 1.15976 0 00 1.19907 629 00 0 00 000 0 00 U 00 n no U 00 0 (X) 198 ------- PART VL SUMMARY OF CLOSURES BY CATEGORY (Continued) TOTAL NLMBER TOTAL DAYS AVERAGE DAYS D FINAL 4OKNCY MERIT DECISIONS (FAD) ISSUED (1.213) 30 13,102 436.73 1 COMPLAINANT REQUES IMMEDIATE TAD 1) 2.118 192.55 AGENCY 1S5.LTD FAD WITHIN 60 DAYS OF RECEIPT OF FAD REQUEST b. AGENCY ISSUED FAD MORE TilAN 60 DAYS BKYOND RECEIPT OF F.\D REQUEST 2.I2K 2.-.6.-W 2 CQMPUUN.'iNT DID NOT ELECT HEARING OR F.\D 10.VS54 686.5U a AGUX'CY ISSUED FAD WmTTN 60 DAYS OF END OF JO-DAY ELECTION PF.RIOD 0 0.00 b AGENCY ISSUED FAD MORE Til .AN 60 DAYS DEVOND END OF 30-DAY ELECTION PERIOD 16 10,984 686.50 3. HEARING REQUESTED; AJ REMAaVDED FOR FAD W.TTHO1 T AJ DECISION (3a 3b) 0.00 a. AGENCY ISSUED F,\D WITHIN 60 DAYS OF RECLIFT OF AJ REMAND FOR F.AD tSSU.VNCE 0.00 b AGENCY ISSUED FAD MORE Tl IAN 60 DAYS .AFTER RECEIPT Of A) REMAND TOR FAD iSSl ANCE 0 0 0.00 PART V1L SUMMARY OF COMPLALNTS CLOSED WITH CORRECTR^E ACTION DURING FORMAL COMPLAINT STAGE NUMBER AMOUNT A TOT A! POMP! AINTS fl WTTH PORRFPTIVF 11 O^TTRP1? \irrn-l MHMFTAPY 287.5UO.OO 1. BACK PAY/FRONT PAY o no 2. LUMP SUM PAYMENT 287 500 00 3. COMPENSATORY DAMAGES 0.00 C CLOSURES WITH ATTORNEY'S FEES AND COSTS T> nno no D. SUBTOTAL OF ALL MONETARY BENEFITS (B+C) S359.500.00 E. CLOSURES WITH NON-MONETARY BENEFtTS F. TYPES OF CORRECTIVE ACTION NUMBER WITH MONETARY BENEFITS NUMBER WITH NON- MONETARY BENEFITS l.HIRE 0 0 a RETROACTIVE b NON-RETROACTIVE 2 PROMOTION a. RETROACTIVE b. NON-RETROACTIVE 3. DISCIPLINARY ACTION RESCINDED b MODIFIED 4. REINSTATEMENT f REASSIGNMENT fi PERFORMANCE FTVAl .1!ATTON MODIFIED 7 PKRSONMF.I. F7T.F. P1FRC.RD OF AOVFRSF MATF.RI AI. X ACCOWMOnATIOM 9 TR.AIN'ING.TLHTION'ETC 10 I.RAVF. RF.STORRD 11. OTHER (PLEASE SPECIFY ON COMMENTS PAGE) 199- ------- I PART VHL SUMMARY OF PENDING COMPLAINTS BY CATEGORY M MB£R MTvlBUR PtNLXNCj OK DAYS A. TOTAL COMPLAINTS PENDING Tl+2+1+4) 90 4-0 4 (SAME .AS f.\f.r 11 Lmc I.) 1. COMPLAINTS PENDING WRITTEN NOTIFICATION o o 2 COMPLAINTS PENDING IN INVESTIGATION 19 2.718 3 COMPLAINTS PENDING IN HEARINGS 29 18.74? 4 COMPLAINTS PENDING A FINAL AGENCY DECISION 42 19.164 U"ER_\GF DAI'S 0.00 143 05 646 2S 456 29 NlI\mr:R "F D \YS FTVDIXt; FOR OI DFSTC\Sr 0 248 1.204 1.338 PART r\. SUMMARY OF INVESTIGATIONS COMPT ,FTFD A. INVESTIGATIONS COMPLETED DURING REPORTING PERIOD 1 INVESTIGATIONS COMPLETED BY AGENCY PERSONNEL u+h + c) a. INVESTIGATIONS COMPLETED IN 180 DAYS OR LESS b. INVESTIGATIONS COMPLETED IN 181 360 DAYS 1. TIMELY COMPLETED INVESTIGATIONS 2. UNTIMELY COMPLETED INVESTIGATIONS c INVESTIGATIONS COMPLETED IN 36] OR MORE DAYS 2. COST OF AGENCY INVESTIGATIONS 3 INVESTIGATIONS COMPLHTUD BY CONTRACTORS la + b+c.) a. INVESTIGATIONS COMPLETED IN ISO DAYS OR LESS b. INVESTIGATIONS COMPLETED IN 181 - 360 DAYS 1. TIMELY COMPLETED INVESTIGATIONS 2. UNTIMELY COMPLETED INVESTIGATIONS c. INVESTIGATIONS COMPLETED IN 361 OR MORE DAYS 4 COST OF CONTRACTOR INVEST! CATIONS 101 u. 53 0 0 0 0 0 0$0 00 -^ ^ 16 34 T "*( T 1 SI&6.S33.00 1O1AL D,\\ i 12.075 0 0 0 0 0 0 1 ? 07S ? 1118 8 SIS 490 X 348 1 199 '.\ l.RAGh D,\\ S o no (I.IKI o oo 0 00 0 OO 0 (HI 227 81 127 IX 259 94 245 00 260.88 i99 67 200- ------- PART X. SUMMARY OF ADR PROGRAM ACTIVITIES INFORMAL PHASE PRE-COMPLAINT) A, ADR PENDING FROM PREVIOUS REPORTING PERIOD E. 4J>R ACTIONS IN COMPLETEDfENTJEJD COTJNSEUNGS L ADR OFFERED 2. REJECTFD BY COMPLAINANT 3. RFJECTED BY AGENCY 4. TOTAL ACCEPTED INTO .ADR C. ADR RESOrRCES USED IN CONfrUTTED/ENDED COUNSELLNCS (1*2+3+4+5) LINHOrSE 2- ANOTHER FEDERAL AGENCY 3 FRT. ATE < iRUAjVIZATIMNS. ^.CONTRACTORS. BAR ASSOCUTI INDIVIDUAL VOLUNTEERS OR COLLEGE-! MYERSITY PERSONNEL) 4. MUUITPLE RESOURCES USED (Please specify ) 5- OTHER (Pleaw spt^Tf\ on connnmls paci.1} D. 'UJR .\TTK\tPTS IN rOMPl.ETED/F?>T>ED COLlN'SOJN'GS < 1 -i-2+3+4J-5-hi+7+S+9) 1 MEDl \TION 1- SETTLtMEN t CONFER£NX'ES 3. iARLY KEUTOAL EV.U.ir.ATIONS 4. FACTTINDDMO 5. FACILITATION 6 O\fBL'0SMV\ 7. PEER REVIEW 8- NflATlPLE TEfHNJQUES USED I Please -sfcofy ) 9, OTTttR (PIcLM; specif,) E. STATUS OF CASES ]. TOTAL CLOSED (a - h ' c - d-c) a. SETTLEMENTS \VTT» BENEFTTS (Monaarv nndNon-ooaarr) b NO FOR.%LAL COMPLAINT FILED c NO RESOLUTION d NO ADR ATTEMPT c OTHER (Please speoft-i 2. O?E>: K\TNTORY - ADR PENDING C'OrTS'SEUNGS ^ 1 0-5 (iO ?ft 10 y D 1 0 0 8 ') S II 0 0 1 0 0 0 1) COUNSEJJMGS 9 7 II S T 0 -, fNDnTDt'.AJUS 1 x< >fi IS 0 8 0 1 0 0 7 >! - (} 0 {) 1 0 II II II INDIVIDUALS 8 -> 0 4 7 0 -i DA\S DAYS -HH 1) 0 1) -U) 0 II (1 (1 DAYS 44^ 8"! 0 ". n 47 0 1 1-, 1 AVERAGE PAVS AVERAGE DAYS -II >S III)!) (I 00 0 W 40 IM) 0 Of) 0 00 0 00 OIK) AVERAGE DAYS 40 ">•> 41 SO 0 00 h"> Wl •>"! SO 0 01) j_n i">7 201 ------- PART XL SUMMARY OF ADR PROGRAM ACTIVITIES FORMAL PHASE A ADR PFNIXNC, FROMPRFVTOTIS RFPORTING PF.RTOTJ B. ADR ACTIONS IN COMPLAINT CLOSURES 1. ADR OFFERED 2. REJECTED BY COMPLAINANT 3. REJECTED BY ACiEKCY 4. TOTAL ACCEPTED INTO ADV. C. ADR RESOURCES USED IN COMPLAINT CLOSURES (1+2+3+4+Si 1. INHOL'SE 2. ANOTHER FEDERAL AGENCY 3 PRIVATE ORdANIZ UTON'S. I c.g_CON'l KA<- I OR.S BAK -VSSCfC'I \TIONS. INDIVIDUAL VOLUNTEERS OR COLLEGE! JNIVERSITY PERSONNEL) 4. MULTIPLE RESOURCES USED (Picnic specify ) 5. OTHER (Please specify on comments papc) D. ADR ATTEMPTS IT* CONn>LAINT CLOSURES (1+2+3+4+^-6+7+8-^10 1 MEDIATION 2 SETTLEMENT CONFERENCES 3 EARLY NEITRAI. EVALUATIONS 4 FACTHNDING i FACILITATION 6 OMBUDSMAN 7. MINI-TRI.ALS 8. PEER REVIEW 9 Ml ILTTPLE TECFIXIQI .T.S 1 JSF D (Please speedy. I 1U. OTHER (Plcasv spoHf> cni commerds paee) E, STATUS OF CASES 1. TOT AI, CLOSED (a b I c - d H e) a_ SETTI.E\ffi>rrS WITH BF.NFEtTS (Monetary and Non-monciaryt b. WITHDRAWAL FROM EEO PROCESS c NOR ESDI mON d NO ,\nK ATTEMPT c I /THFR ( Plena: .-pc.-i^. on commcnl- pane i 2. OPEN IN\'ENTOR\' - ADR PENDING F. BENEFITS RECEIVED 1. MONETARY (INSERT TOTAL) a. COMPENSATORY DANLAUES b. BACK PAVFRONT PA^' c. LUMP SUM i ATTORN tVS FEES & COSTS a OTHER (Pleasi: specifS ixi ct^mraems pagc> 1. NON-MONETAJn (1NSER1 TOTALl a. NEW HIRES b PROMOTIONS c. REINSTATEMENTS d EXPUNGE MENTS e TRANSFERS £ REMOV ALS RESCIND1- D ,V\D VOLVNTA.RY RESIGNATIONS g. RJL4SON.-UJLE ACCOMMODATIONS IL TR_VINING i \pi'n i HIV 1 O IT1FR (Plea.sc snecifv ™\ comm^m.'; paee) ( 'OH [PLAINTS 0 ?f; 3 ~> i i i d ii 0 (1 1 1 1 0 0 1) (1 (1 1) (} I) 0 CWrpLAINTS 1 0 J II II 0 1) COMTLALN 1'S 0 (1 0 0 0 0 0 (1 0 0 (1 0 (1 II II 1) 0 COMPLAIN ANT.x (1 ?s ?(> ] 1 1 (1 II 0 II 1 1 1 n II 0 (1 (1 II I) 0 II COMPI. VirvANT.s 1 II 1 I.I II 0 0 tOMi'LAlNA-M*- II 0 II u (1 II 0 1) II (1 II II II 0 II II (I DAYS i) II i ) u II 0 0 II II II II 1>A\ ,s II II 1) II 1) 1 1 0 \MOr\T S (1 IHI f noil £ (Mil) S (Mill S 1 1 I K 1 5 o no \\T_RAGE L>\\ •• (1 (1(1 1 ) 1 H 1 (1 (Ml ii on n IHI II Oil n. nn n on 1 1 < K 1 n nn 1 1 1 H 1 \\ l-ku:T I>\\ s (1 (in (1 lid n (ID n nn (Hill n no n i M i 202 ------- PART XII. SUMMARY OF ADR PROGRAM ACTIVITIES TRAINING AND RESOURCES NUMBER TRAUNID A. BASIC ADR ORIENTATION TRAINING 1. MANAGERS 2- EMPLOYEES NUMBER B. EMPLOYEES THAT CAN PARTICIPATE IN ADR 0 NUMBER C. IN HOUSE STAFF RESOURCES AVAILABLE FOR APR 1. FULLTIME ~L PARTTLM1; 3. COLLATERAL Dim" AMOUNT D. .ADR FUNDING SPENT CERTIFICATION AND CONTACT INFORMATION 1 califS lhat ihu tF.O complaint dala cuniainvd on this reoorL EEOC Form 4£2. .Annual Federal Eoual Kmolovmenl Om>orlunitv Staiistica. Rj;por1 of Discnminabon G)mp!ainla, for flis r^xirting perkwl Oc 6>ber 1, 3305 thiB'ogh Seplemba 30, 26 are accunfit ond compi-iile "HTED K.1MR AND TITLE OF CERTIFVTNG OFFICIAL SIGKATIIRF, OF CHRTTFYTNCl OFFTCTAI.- 1TPED NAME AND TITLE OF PREPASER: SIGNATURE OF PREPy-UlER: DATE: TELEPHONE NUMBER: Tins report is due to the following addres.1! on or before October 31 si: Ij & Equal Employmefli Opportunity Lrjmmtsspjn Ofila; ------- ATTACHMENT C Delegation of Authority 204 ------- Temporary Delegation of Authority to Settle Administrative Equal Employment Opportunity (EEO) Claims and Complaints 1 AUTHORITY. On behalf of the U.S. Environmental Protection Agency (EPA or Agency), to enter into settlement agreements that resolve administrative claims and complaints brought against the Agency under various EEO authorities, including the Equal Pay Act of 1963, as amended, 29 U.S.C. 206(d) et seq.; Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 2000e et seq.; the Age Discrimination in Employment Act of 1967, as amended, 29 U.S.C. 621 et seq.; the Rehabilitation Act of 1973, as amended, 29 U.S.C. 701 et seq.; Executive Orders 11478, 12106, 13145, and 13152; and the Equal Employment Opportunity Commission (EEOC) regulations at 29 C.F.R. Part 1614. This includes the authority to settle any and all of a complainant's pending administrative EEO claims and complaints, and mixed case appeals filed by an appellant before the Merit Systems Protection Board (MSPB). 2. TO WHOM DELEGATED. a. The Chief of Staff, Assistant Administrators, Regional Administrators, General Counsel, Inspector General, and Chief Financial Officer, for settlement agreements with complainants in their respective organizations prior to the complainant requesting a hearing before the EEOC or MSPB. b. The EPA Office of General Counsel (OGC), Office of Regional Counsel (ORC) or Office of Inspector General (OIG) attorney designated by OGC, ORC, or OIG to represent the Agency after a complainant requests a hearing before the EEOC or files a mixed case appeal before the MSPB." 3. REDELEGATION AUTHORITY. a. The authority in paragraph 2a may be redelegated to management officials within the delegatees' respective organizations. This authority may not be redelegated lower than the Division Director level, or equivalent. b. The authority in paragraph 2b may not be redelegated. 4. LIMITATIONS. a. The settlement authority provided under this delegation may only be exercised with the concurrence of the Director, Office of Civil Rights (OCR), on acceptable parameters for settlement. This concurrence must be obtained as early as practical. If settlement negotiation results in settlement terms that deviate from the parameters concurred upon by the Director, OCR, then the delegatee or re-delegatee must obtain concurrence on the new terms or new parameters before entering into a settlement agreement. The Director, OCR, at his or her discretion, may waive the concurrence requirement, in writing, at any time. b. The settlement authority provided under paragraph 2a may only be exercised after legal review of a proposed settlement agreement by OGC, ORC, or OIG Office of Counsel, as applicable c. The settlement authority provided under paragraph 2b may only be exercised with the concurrence of the appropriate EPA management official. 205 ------- d. The designation of OIG attorneys to represent the Agency in the processing of employee complaints covered by this delegation will be in accordance with the provisions of the Memorandum of Understanding Between the General Counsel and the Inspector General of the United States Environmental Protection Agency, dated September 8, 2004. e. Subject to paragraph 4a, an OGC, ORC, or OIG attorney may engage in discussions and negotiations that may lead to settlement of a claim or complaint by an official who has settlement authority under this delegation. 5. ADDITIONAL REFERENCES. a. EPA Delegation 1-34, Litigation Representation b. EPA Delegation 1-83, Final Decisions on Formal Complaints of Discrimination c. 29 C.F.R. Part 1614 206 ------- ATTACHMENT D Glossary 207 ------- Glossary The following definitions apply to this Directive: Applicant: A person who applies for employment. Applicant Flow Data: Information reflecting characteristics of the pool of individuals applying for an employment opportunity. Appropriate Relevant Labor Force (ARLF): The EEOC and the Courts have determined that agencies and other employers should make RLF comparisons based on either local or national data. Local RLF should be used if applicants are solicited locally or the employer should be reasonably expected to recruit locally. National RLF is used if positions are recruited nationally. In EPA, vacancies are announced nationally; therefore, the NLF is used for all comparisons. Barrier: An agency policy, principle, practice or condition that limits or tends to limit employment opportunities for members of a particular gender, race or ethnic background or for an individual (or individuals) based on disability status. Civilian Labor Force (CLF): Persons 16 years of age and over, except those in the armed forces, who are employed or are unemployed and seeking work. Disability: For the purpose of statistics, recruitment, and targeted goals, the number of employees in the workforce who have indicated having a disability on a Office of Personnel Management Standard Form (SF) 256. For all other purposes, the definition contained in 29 C.F.R. § 1630.2 applies. Employees: Members of the agency's permanent or temporary work force, whether full or part-time and whether in competitive or excepted service positions. Employment Decision: Any decision affecting the terms and conditions of an individual's employment, including but not limited to hiring, promotion, demotion, disciplinary action and termination. EPA Components/Organizations: EPA components or organizations consist of program offices (AA-ships), regional offices, and major laboratories. Major laboratories and Regions are provided guidance and direction in the implementation of the EPA Affirmative Employment Program Plans. Feeder Group or Pool: Occupational group(s) from which selections to a particular job are typically made. Fiscal Year: The period from October 1 of one year to September 30 of the following year. Goal: Under the Rehabilitation Act, an identifiable objective set by an agency to address or eliminate barriers to equal employment opportunity or to address the lingering effects of past discrimination. Major Occupations: Agency occupations that are mission related and heavily populated, relative to other occupations within the agency. 208 ------- Major Laboratories: Any organization serviced by the Area Offices in Las Vegas, Cincinnati, and Research Triangle Park. Onsite Program Review: Visit by EEO representatives to an agency to evaluate the agency's compliance with the terms of this Directive and/or to provide technical assistance. Reasonable Accommodation: Generally, any modification or adjustment to the work environment, or to the manner or circumstances under which work is customarily performed, that enables an individual with a disability to perform the essential functions of a position or enjoy equal benefits and privileges of employment as are enjoyed by similarly situated individuals without a disability. For a more complete definition, see 29 C.F.R. § 1630.2(o). See also, EEOC Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the Americans with Disabilities Act, No. 915.002 (October 17,2002). Relevant Labor Force: The RLF is the labor force by occupation. It is used for making occupation by occupation comparisons, as opposed to the general Civilian Labor Force, which represents the ov4rall workforce by class group. The RLF is developed by the Bureau of the Census. On the Website, Census provides by class group data for every occupational category used in the census. The census also provides a cross-walk identifying which census category should be used when comparing each Federal occupational series. Section 501 Program: The affirmative program plan that each agency is required to maintain under Section 501 of the Rehabilitation Act to provide individuals with disabilities adequate hiring, placement, and advancement opportunities. Section 717 Program: The affirmative program of equal employment opportunity that each agency is required to maintain for all employees and applicants for employment under Section 717 of Title VII. Selection Procedure: Any employment policy or practice that is used as a basis for an employment decision. Special Recruitment Program: A program designed to monitor recruitment of, and track applications from, persons with targeted disabilities. Staffing: The process of determining how a position is structured and how it will be filled. As an example, when a full performance position is vacated, staffing options may exist. The position may be advertised at the full performance level or advertised at a lower level so that a career ladder can permit the incumbent to be promoted to the full performance level. Targeted Disabilities: Disabilities that the Federal government, as a matter of policy, has identified for special emphasis in affirmative action programs. They are: 1) deafness; 2) blindness; 3) missing extremities; 4) partial paralysis; 5) complete paralysis; 6) convulsive disorders; 7) mental retardation; 8) mental illness; and 9) distortion of limb and/or spine. Technical Assistance: Training, assistance or guidance provided by the EEO professionals in writing, over the telephone or in person. Trigger: A condition which may cause a barrier analysis to be conducted under EEOC MD-715. In MD-715, EEOC requires agencies to prepare statistical tables representing various segments of 209 ------- employment data. The Triggers and Trends alert the agency to possible barriers that may exist to equal employment opportunity. Variance: The variance is calculated by applying the class group CLF percentage to the total number of permanent employees assigned and rounding up to the next full number. When representation scores are positive, it means that the Agency or component has more representation then the CLF When the scores are negative, then the class group representation is less-than-expected. The variance is the difference between what is expected and what actually occurs. 210 ------- ACKNOWLEDGEMENTS The success of any program is determined by the support and commitment of those involved and leadership from the key officials in an organization. At EPA, the program has continuously received support from Headquarters' Program Offices, Regional Offices, Area Offices, and Laboratories. In addition, support has been received from EEO Officers and their staff in the field and Program Management Officers in the Headquarters. Union officials and Non-Labor Groups are also key players in ensuring a workforce that is representative of our nation's labor force. Over 200 collateral- duty Special Emphasis Program Managers lend time and commitment to their organizations in meeting their EEO objectives. The almost 18,000 employees at EPA nation-wide contribute in their own special and individual ways to meet EPA's mission to protect the environment, while ensuring a positive work environment for all of our employees. The Office of Civil Rights is a unique and diverse office with a small committed staff, which depends on others to assist them in carrying out their work in the areas of complaints processing and affirmative employment. Ultimately, managers and supervisors are responsible for the success of any EEO Program and in meeting the EEO objectives. Their participation in annual Special Emphasis & Diversity Program Observances, which are opportunities to recognize and celebrate the diversity of the agency's employees, and supporting the development of new and innovative programs, is key to the overall program's success. The Office of Civil Rights, Affirmative Employment & Diversity staff, is led by Assistant Director, Susan M. Morris, with Team members, Mirza Baig, Affirmative Employment Program Manager; June Turner, National Asian Employment Program Manager; Melissa Rodriquez, National Hispanic Employment Program Manager; Chris Emanuel, National Black Employment Program Manager; Alease Wright, National Federal Women's Program Manager; Dr. Secody Hubbard, National American Indian Program Manager; and Jerome King, Diversity Program Manager. This Team is responsible for affirmative employment programs at EPA. I thank them for their outstanding work in the development of this Affirmative Employment Plan, with input from EEO Officer's and Office of General Counsel staff members. Karen D. Higginboiham Director 211 -------