nfted States        Administration And       EPA210-R-93-003
             -nvironmental Protection    Resources Management     May 1993
             Agency           (PM-224)
<>EPA      United States
             Environmental Protection Agency
             Headquarters
             Cultural Diversity Survey

             Final Report

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               UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
                          WASHINGTON, D.C.  20460
                             JUN   9 1993
MEMORANDUM

SUBJECT:  C

FROM:


TO:
                                                 OFFICE OF
                                               ADMINISTRATION
                                               AND RESOURCES
                                                MANAGEMENT
               ity Survey Report
Clarence Hardy, Chairman
EPA Cultural Diversity Task Force

Headquarters Supervisors and Managers
     This  report  presents results  from  the  cultural  diversity
survey conducted  at  EPA Headquarters in Spring 1992.   The purpose
of  the  survey  was to  assess  employees'  attitudes, opinions  and
perceptions   about   diversity  issues   and   concerns  at   EPA
Headquarters.   About 5800  questionnaires were  distributed and 69%
(3980) of  the  employees responded  to the survey.

     We hope you  find this information interesting and useful.  As
members of the  EPA management corps one of our important functions
is  to make sure that work  place issues and concerns raised by our
employees   are   fully  and   properly   addressed.      Effective
communication  is  a critical part of that process.   The Cultural
Diversity  Task Force is asking for your  assistance  in making the
information in  the survey report available to members of your work
team.

     This  survey  report is a companion document  to  the "Cultural
Diversity  Challenges for EPA"  Report which was issued  in November
1992.  The two  reports together provide a "baseline" assessment of
cultural diversity issues and concerns at EPA Headquarters.  There
will  be an  ample supply  of  the  "Challenges"  report for  each
Headquarters employee to have  a personal copy.  Distribution will
be  made  as soon  as  possible after printing  is done.    A  central
theme  of EPA's approach  to  diversity  is to  capitalize on  the
different talents  and skills of all our people  and to build greater
organization   capacity  to help  EPA  achieve  its mission  and
priorities.  As supervisors, managers and leaders in EPA we are a
key link in that  process.

     Our objective is to make  sure  all employees know about the
report  and  those who  are  interested  in  reading it have  the
opportunity  to do so.   Copies of  the  survey  report  and  other
documents related to the Cultural  Diversity Study will be kept in
the Headquarters  Library.   The  report will also be given  to the
program management staffs  in each  National Program Office.
                                                         Printed on Recycled Paper

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                               -2-
     We appreciate your  assistance  in helping the Task  Force  to
communicate  with  our  employees  on  this  important  subject  of
diversity.  If you have any questions or need assistance from the
Task Force, please don't hesitate to contact us.  A list of members
of the Employee Survey Work Group is shown on page i.

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                                 ACKNOWLEDGEMENTS
      The EPA cultural diversity study was conducted by Westat, Inc., under EPA Contract 68-W1-
0019, Delivery Order 2, with Mel Kollander as the Delivery Order Project Officer.  An agency work
group, the Cultural Diversity Employee Survey Work Group provided overall direction and guidance
for the survey. The Work Group membership during the period of the study consisted of the following
individuals:

      William Farland, Chair               David Liem
      Tyrone Aiken                       Barbara Mandula
      Ambika Bathija                      Robert Montgomery
      Richard Hardesty, Deputy Chair       Loree Murray
      Yvette Hellyer                       Eduardo Rodela
      Mel Kollander                       James Walker
      Henry Lau                          Ken Wright

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                                TABLE OF CONTENTS
Chapter

             ACKNOWLEDGEMENTS.
             EXECUTIVE SUMMARY	 vi
             INTRODUCTION	  1-1

             1.1    The Purpose of this Report	  1-1
             1.2    The Changing Workforce	  1-1
             1.3    The Cultural Diversity Task Force	  1-1
             1.4    The Employee Survey Work Group	  1-2
              RESEARCH DESIGN	 2-1

              2.1    Research Design Plan	 2-1
              2.2    Survey Instrument Development	 2-1

                    2.2.1   Literature Review and Discussions with Experts	 2-4
                    2.2.2  Survey Pretest	 2-4
             DATA COLLECTION AND ANALYSIS	 3-1

             3.1    Data Collection Procedures	 3-1
             3.2    Confidentiality Plan	 3-2
             3.3    Data Preparation	 3-3

                    3.3.1   Receipt Control System	 3-3
                    3.3.2  Data Coding and Editing	 3-4

             3.4    Data Analysis Plan	 3-4
             RESULTS	 4-1

             4.1    Descriptions of the Population and Respondent Sample	 4-3
             4.2    Recruitment, Hiring, and Retention	 4-9
             4.3    Training and Employee Development	 4-27
             4.4    Promotion	 4-44
             4.5    Awards and Recognition	 4-60
             4.6    Performance Appraisal	 4-64
             4.7    Work Climate	 4-69
             4.8    Supervisor/Staff Relations	 4-99

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                             TABLE OF CONTENTS (Continued)


Chapter                                                                      Page

   5          CONCLUSIONS	 5-1

              5.1    Findings	 5-1
              5.2    Suggestions for Further Research	 5-7


                                     List of Appendices

Appendix                                                                    Page

   A          EPA Cultural Diversity Employee Survey	 A-l

   B          A Review of Recent and Current Developments
              In the Management of a Culturally Diverse Workforce	 B-l

   C          EPA Cultural Diversity Employee Survey Field
              Operations Report	 C-l


                                      List of Exhibits

Exhibit                                                                       Page

   4-1         EPA Population and Respondents by Gender	 4-5
   4-2         EPA Population and Respondents by Current Pay Plan
              and Grade Level	 4-5
   4-3         EPA Population and Respondents by Age	 4-5
   4-4         EPA Population and Respondents by Race	 4-6
   4-5         EPA Population and Respondents by Gender and Age	 4-6
   4-6         EPA Population and Respondents by Gender and Race	 4-6
   4-7         EPA Population and Respondents by Gender and Current
              Pay Plan and Grade Level	 4-7
   4-8         EPA Population and Respondents' Race by Current Pay Plan
              and Grade Level	 4-8
   4-9         Affirmative Action and Equal Employment Opportunity
              Programs at EPA have been successful	 4-11
   4-10        EPA has a good record of actively recruiting women	 4-12
   4-11        EPA has a good record of actively recruiting minorities	 4-13
   4-12        EPA as a whole has a commitment to Affirmative Action	 4-14
   4-13        Affirmative Action policies at EPA lead to hiring less
              qualified employees	 4-15
   4-14        In filling jobs at EPA, competition is fair and open	 4-17
   4-15        Informal procedures exist at EPA that prevent equitable
              recruitment	 4-18
   4-16        Why did you come to work for EPA?  Security of a
              Government Job	 4-20
                                            in

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                             TABLE OF CONTENTS (Continued)

   4-17       Why did you come to work for EPA?  Good Position	  4-21
   4-18       Why did you come to work for EPA?  Good Benefits	  4-22
   4-19       Why did you come to work for EPA?  Good Working Conditions	  4-23
   4-20       Why did you come to work for EPA?  To Help Protect the
              Environment	  4-24
   4-21       Why did you come to work for EPA?  There was a Vacancy	  4-25
   4-22       Why did you come to work for EPA?  Convenient Location	  4-26
   4-23       I am given adequate opportunity to participate in
              training programs at EPA	  4-30
   4-24       EPA is adequately preparing me for higher level positions
              within the organization	  4-31
   4-25       Training is provided to EPA employees regardless of age	  4-32
   4-26       There are  barriers at EPA for women to receive training	  4-33
   4-27       There are  barriers at EPA for minorities to receive training	  4-34
   4-28       I have knowledge of the training programs offered at EPA	  4-35
   4-29       Training at EPA is designed with concern for the diverse
              cultural backgrounds of its employees	  4-36
   4-30       Do you feel  that your supervisor is interested in your
              career development and advancement?	  4-37
   4-31       Based on your own experiences as an employee, how would
              you describe EPA's commitment to staff training and
              development?	  4-38
   4-32       Mentoring, coaching, or one-on-one training is:	  4-41
   4-33       During your career at EPA, have you had a mentor, coach,
              or someone especially interested in your career development	  4-43
   4-34       Have you  ever been promoted at EPA?	  4-45
   4-35       There is equitable promotion up to the GS/GM 13 level	  4-46
   4-36       There is equitable promotion past the GS/GM 13 level	  4-48
   4-37       I am satisfied with my chances of getting a promotion
              within EPA	  4-50
   4-38       All women have equal opportunities for advancement
              within EPA	  4-52
   4-39       Workers age 50 and older have equal opportunities for
              advancement within EPA	  4-53
   4-40       Minorities have equal opportunities for advancement within
              EPA	  4-54
   4-41       Management promotion decisions within EPA are made using
              established and clear criteria	  4-56
   4-42       All women are treated fairly when it comes to promotions
              into supervisory and management positions at EPA	  4-58
   4-43       Minorities are treated fairly when  it comes to promotions
              into supervisory and management positions at EPA	  4-59
   4-44       Have you  ever received an award for your work at EPA?	  4-61
   4-45       EPA awards are given to the most deserving employees	  4-62
   4-46       I am satisfied with the recognition I receive at EPA for
              doing a good job	  4-63
   4-47       EPA has a fair system for evaluating employee performance	  4-65
   4-48       I am fully  aware of the appraisal process at EPA	  4-67
                                             IV

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                              TABLE OF CONTENTS (Continued)

   4-49       I receive useful feedback on my performance on a regular
              basis	  4-68

   4-50       The roles and responsibilities of the Support staff are
              clearly defined	  4-71
   4-51       The roles and responsibilities of the Professional staff
              are clearly defined	  4-72
   4-52       Professionals treat Support staff with respect	  4-73
   4-53       Support staff treat Professionals with respect	  4-74
   4-54       There is conflict between Professional and Support staffs	  4-75
   4-55       Lack of cultural sensitivity is a source of tension between
              Professional and Support staffs	•••••  4-76
   4-56       Disabled workers at EPA have sufficient facilities to do
              their job completely and safely	  4-78
   4-57       Have you experienced any type of sexual harassment at EPA?	  4-80
   4-58       How serious a problem do you think sexual harassment is at EPA?	  4-81
   4-59       Have you experienced any type(s) of discrimination at EPA?	  4-84
   4-60       What type(s) of discrimination have you experienced at EPA?	  4-85
   4-61       The following types of discrimination are a serious or very
              serious problem at EPA	  4-87
   4-62       The people with whom I  work show respect for one  another	  4-91
   4-63       Lack of cultural sensitivity is a source of tension between
              upper and lower management levels	  4-92
   4-64       Lack of cultural sensitivity is a source of tension between
              management and nonmanagement	  4-93
   4-65       Lack of cultural sensitivity is a source of tension among the
              people in my work group	  4-94
   4-66       I am satisfied with the procedures at EPA for addressing
              grievances	  4-95
   4-67       Considering everything, I am satisfied with my job	  4-96
   4-68       Considering my skills and the effort I put into my work,
              I am satisfied with my pay	  4-97
   4-69       I feel that I am treated with respect by my peers at EPA	„.  4-98
   4-70       It is acceptable for me to discuss issues of racism, sexism,
              or other biases with my supervisor	  4-100
   4-71       My supervisor generally deals fairly with everyone and
              plays no favorites	,...,....,	  4-101
   4-72       I think my supervisor is doing a good job of working with
              staff of different cultural  identities from his/her own	  4-102

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                                   EXECUTIVE SUMMARY
Background

      The increasing diversity  of employees in the workplace has  become an important issue for
managing organizations, both in the public  and private sector.  The Hudson Institute has revealed
several  major demographic  changes currently taking place hi the U.S. labor force.  For example, in
1985, forty-seven percent of the U.S.  labor force was native White male while thirty-six percent was
native White female, and seventeen percent were minorities.  The report  projects that only twelve
percent of net new workers entering the workforce between 1988 and 2000 are expected to be native
White male, thirty-six percent of the new entrants are expected to be native White female, and fifty-
two percent are projected to be minorities.1

      These changes are expected  to continue throughout the remaining years of the twentieth century.
Organizations are beginning to  realize the importance of understanding  and appreciating a culturally
diverse workforce.  Valuing this diversity will enable organizations to benefit from a broad range of
perspectives and will  provide invaluable  contributions  to creative thinking, problem  solving, and
innovation.  In response, EPA launched a comprehensive initiative to address cultural  diversity as a
management priority.  EPA's diversity effort is  based on an integrated, systematic approach aimed at
making the Agency more effective  in achieving its mission and becoming an employer of choice.

      In May 1990, Deputy Administrator F. Henry Habicht issued a directive to initiate the Cultural
Diversity Task Force.  This group was  established to conduct an assessment of diversity  issues and
develop recommendations necessary to position EPA to meet the challenges  of Workforce 2000.  The
Cultural Diversity Task Force is comprised of four work groups based upon the four main Task Force
objectives.  The  groups  include:  Literature  Search/Best Practices, Data Analysis, Employee Survey,
and Training.  The Employee Survey Work Group  was established to collect  information on EPA
employees' perceptions and attitudes regarding diversity within EPA.  The work group developed a
three-phase  approach to systematically acquire  both  qualitative and  quantitative information.  This
approach will  enable the Agency to assess the current climate and cultural diversity issues  existing at
EPA today and provide direction for effective management hi the future.

      The first  phase consisted of individual, in-depth interviews with Agency  opinion leaders and
focus group interviews with EPA employees.  The purpose of this qualitative phase was  to explore the
perceptions and concerns of employees regarding cultural diversity at EPA and to identify key areas of
concern.  The results of the focus group process were in the form of working hypotheses, and were
used to guide the development of the survey instrument.  These working hypotheses explored several
areas: recruitment, hiring, and retention; training and employee development; promotion; awards and
recognition; performance appraisal; and work climate.
^Moruhty Labor Review, The Hudson Institute, Indianapolis, Indiana, November, 1989.
                                               VI

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       The Employee Survey — the subject of this report — was the second phase in assessing cultural
 diversity  issues and needs at EPA.   The survey  instrument  was designed to  gather  quantitative
 information on attitudes, perceptions,  and employee concerns related to cultural diversity within the
 Agency.  The third phase, special projects, will address any additional research projects  that emerge
 from the  first two phases.  This phase will be designed to provide management with assistance  in
 implementing a cultural diversity program within EPA.


 Surrey Methodology

       The Cultural Diversity Survey was designed to systematically collect quantitative information on
 cultural diversity issues from all  segments of the EPA headquarters employee population,  in a manner
 that preserved respondent  privacy  and assured the  respondents  that  their privacy was, in fact,
 preserved.

       The research design included the following major elements.  Questionnaires were distributed  to
 all  5,779  EPA employees working in the five headquarters buildings in the Washington,  D.C., area.
 A  questionnaire  was  distributed to  each of the 5,779 employees  at their workstations for self-
 administration.  Completed questionnaires were returned directly to Westat; they did not go through
 any EPA  officials or employees.  The questionnaire processing methodology was  designed so that no
 one, at Westat or EPA, ever had access to both an employee's identity and his/her survey responses.

       The survey  was administered  at the Waterside Mall  complex in Washington,  D.C.  from
 February 4 to February 21, 1992; at the Fairchild Building in Washington, D.C. from February 12  to
 February 28, 1992; and at the Crystal Mall-2, Crystal Station, and Rosslyn buildings in Arlington, VA
 from February 24 to March 6,  1992.   A total of 3,980 questionnaires were returned, for an overall
 response rate of 69 percent.

       The cultural diversity questionnaire was designed to include the  survey topics  identified in the
 focus group phase and by the Survey Work Group during the development phase.  The questionnaire
 included  sections  on recruitment, hiring,  and  retention;  training  and employee  development;
promotion;   awards  and   recognition;  performance   appraisal;   work  climate;  supervisor/staff
relationships; professional/support staff relationships; sexual harassment; and discrimination.  Three
types  of  questionnaire items  were  used to collect respondent  background  and attitudinal  data.
Informational items, both multiple-choice and open ended, were used to gather basic information about
respondent characteristics,  such  as age, gender,  race,  grade  level, and job classification.  Opinion
items  solicited  respondent opinions regarding the various study topics.  Many were  scaled  items
designed to elicit how strongly the respondent felt about an issue. Attitudinal items measured attitudes
and beliefs regarding key issues hi the recognition and sensitivity to cross-cultural  issues.  These were
also scaled items that measured  the degree and direction  of attitude.   The questionnaire instrument
itself contained no information that could be used to directly identify individual respondents from their
responses.

       A number of materials provided  information about the survey effort to all EPA employees.
These  materials included memoranda which urged  employees to participate in  the survey effort and
reaffirmed EPA's pledge of confidentiality, as well as posters and flyers which were posted in various
locations throughout the five buildings.
                                              vn

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Survey Findings

      The survey analysis focused on the following ten key personnel issues: recruitment, hiring, and
retention; training  and employee development; promotion;  awards and  recognition; performance
appraisal; work climate; supervisor/staff relationships; professional/support staff relationships; sexual
harassment;  and discrimination.  The  breakdown  analysis was by cultural groups and subgroups.
Major analysis classifications  included:    gender,  race,  gender  by  race,  age,  educational level,
supervisory status, job category, pay plan/grade level, and physically/mentally challenged. Differences
among these groups in their experiences, attitudes, and perceptions regarding the key personnel issues
were identified. Presented below are the major findings from the survey, listed by the areas analyzed.


1.     Recruitment, Hiring, and Retention

      •     There is a general feeling among most (86%) staff that EPA has a good record of actively
            recruiting women.

      •     Overall, sixty-three percent  of the respondents  feel that EPA has done a good job  in
            recruiting minorities.  However, many members of minority groups, particularly African
            American males (68%), feel that EPA  does not have a good record in this area.

      •     There  is strong overall agreement (75%) that EPA is  committed to Affirmative Action.
            Again,  there is less  agreement from members  of minority  groups, particularly from
            African American males (43%).

      •     While  three-quarters  of respondents feel  that EPA has a  commitment to Affirmative
            Action, thirty-nine percent of  all  respondents,  particularly Whites (47%) and Native
            Americans (45%)  feel that  Affirmative  Action  policies  lead to hiring  less  qualified
            employees.

      •     Fifty-two percent of the EPA respondents feel  that competition is not fair and open when
            competing for jobs at EPA.

      •     Two-thirds of the respondents feel that informal procedures exist which prevent equitable
            recruitment.  This perception is found more frequently among women and minority group
            members.

      •     Employees come to work  for a variety of reasons. The most prevalent reasons include
            "to help protect the environment", "to accept a good position", "good  benefits", "there
            was a vacancy", and "the security of a government job".


2.     Training and Employee Development

      •     Most employees (75%) feel that they have  an  adequate opportunity  to participate  hi
            training at EPA.

      •     Most employees (86%) feel that they have knowledge of training programs available at
            EPA.

      •     Most employees (80%) who responded to the survey indicate  that they feel that EPA is
                                             viu

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            committed (26%) or somewhat committed (54%) to staff training and development.

            There is high agreement that  neither age nor gender is  a  barrier to participating in
            training at EPA.

            Many minority group members (21-36%) feel there are barriers to minorities in receiving
            training.

            Many members of racial and cultural minorities,  respondents support, clerical or non-
            supervisory positions,  and those respondents 40 years and older, feel left out of training
            opportunities which prepare them for higher level positions.

            There is an expressed desire that EPA training be made more sensitive to the diverse
            cultural  backgrounds of its employees.

            With  specific  reference to  mentoring as a training  technique,  it is neither a well
            publicized, nor a frequently used tool for career development at EPA.

            Only about a third  (35%) of the respondents reported ever having a mentor at EPA, with
            more women (40%) than men (29%) having had mentors.

            There are feelings  expressed that it is more difficult for members of minority groups to
            enter into a mentoring relationship, but there is little difference among the White, African
            American, Hispanic and  Native American respondents  in the  percent of those who have
            had mentors at some time during their tenure at EPA.
3.     Promotion
            Over three-quarters (77%) of the EPA  staff that responded indicate that they  have
            received a promotion at EPA.

            The promotion rates are fairly comparable among the various groups, with the exception
            of members of the Asian or Pacific Islander group who had a lower rate of promotion.

            About two-thirds (68%) of the respondents feel that there is fair and equitable promotion
            up to the GS/GM-13 level.

            Most professionals  (72%) see no  barriers  for advancement to  the  GS/GM-13 level.
            However, many minority employees and many of those in the lower grade levels feel that
            there are significant barriers to their advancement.

            A large majority (70%) of employees feel that promotion past GS/GM-13 is not equitable;
            particularly among females and members of minority groups where there is a perception
            of a "glass ceiling" at EPA.

            Just over half (51 %) of all respondents are satisfied with their chance for promotion, even
            fewer minority group members are satisfied.

            Most of the dissatisfaction with promotion opportunities  comes from minority group
            members, respondents 40 years and  older,  those in  support  or  clerical positions, and
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            respondents  with  no  college  degree.    They  perceive  that  limited  development
            opportunities are indeed a major barrier to advancement within EPA.

            Many women (64%), African Americans  (78%), Hispanics (68%), and workers over the
            age of 50 (68%), feel that they do not have an equal opportunity for advancement within
            EPA.

            There is a widespread feeling (79%) among  most segments  of the EPA workforce that
            there are no clear  criteria for promotion.  In particular, strong negative feelings come
            from minority males, minority females, and White females.

            A large  majority of White  males (78%) feel that women  and minorities have equal
            opportunities for promotion into supervisory and managerial positions. Many women and
            female minority group members feel they  do not.
4.     Awards and Recognition
            Despite the fact that eighty-nine percent of EPA employees have received awards, forty-
            three percent of the  respondents are not satisfied with the recognition  they receive at
            EPA.

            There is a strong general feeling among many employees that awards are often determined
            by favoritism.  Only a third of the respondents feel that awards are given to the most
            deserving employees.
5.     Performance Appraisal
            Less than half (46%)  of the  survey  respondents feel  that the performance appraisal
            process is a fair system.

            Most of the respondents (80%) indicate that they are fully aware of the appraisal process
            at EPA.  However, fifty-one percent of the respondents  express the feeling that they do
            not get useful feedback on their performance on a regular basis.
6.     Work Climate
            Most respondents  (76%) feel  that the people they work with show respect for one
            another.

            Most employees (87%) feel they are treated with respect by their peers.

            Overall, the majority  of people do not see the lack of cultural sensitivity as an  issue.
            However, a significant number of individuals from respondent sub-groups feel that this is
            a problem.  Overall,  respondents feel that  lack of cultural sensitivity leads to tension
            between upper and lower management (30%),  management and non-management (40%),
            and even among members of work groups (26%).

            Many respondents  (43%), including a large  number of minority group members, are not

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             satisfied with the grievance procedures.

             Most respondents (72%) express general satisfaction with their jobs, but are much less
             satisfied with their pay (57%). This is particularly true of those without college degrees,
             hi the lower pay grades, and in the support or clerical positions.

             A majority (58%) of the respondents feel that the physically challenged employees at EPA
             have sufficient facilities to do their jobs completely and safely.  Still, many do not agree.
             The  strongest  disagreement to this statement  comes  from those  who  are physically
             challenged. Only half of them agree that they have sufficient facilities.
 7.      Supervisor/Staff Relations
             The majority  (73%) of respondents feel they can discuss sensitive issues such as racism,
             sexism, and bias with their supervisor.

             Most respondents (66%) feel that then- supervisor deals fairly with everyone and plays no
             favorites.

             Most respondents  (78%) feel that their supervisor is doing a good job of working with
             cultural identities different from his/her own.
 8.      Professional/Technical Staff and Support/Clerical Staff Relations

       •    Half (49%) of the respondents feel that a conflict does exist between the two staffs while
            the other half (51 %) does not.

       •    More  professional/technical  (50%)  than  support/clerical  (43%) staff perceive that a
            problem exists.  In general, females  (53%) are more likely than males (45%) to feel that
            there is a problem.

       •    There  is agreement (64%) that the roles and responsibilities of the professional/technical
            staff are clearly defined.   There is less agreement overall  (47%)  that the roles and
            responsibilities of the support/clerical staff are well defined.

       •     Most (69%-72%) respondents feel that the groups respect each other.  However, a fairly
            high percentage of respondents don't agree with this statement.

       •     Many  members of the support/clerical staff (62%) feel that a lack of cultural sensitivity
            exists on the part of the professional/technical staff.


9.      Sexual Harassment

      •     Sexual harassment  is a problem at  EPA.   Twenty-two  percent of the females  and six
            percent of the males responded that  they had experienced incidents of sexual harassment
            at EPA.

      •     Overall, thirty-nine percent of all  respondents  (31% of the  males and  47% of the
                                               XI

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            females),  feel  that sexual  harassment is  a "somewhat  serious", "serious",  or "very
            serious" problem at EPA.
10.    Discrimination
            Discrimination is a problem at EPA with thirty-three percent of the respondents indicating
            that they have experienced some form of discrimination at EPA.
      •     More female (37%) than male respondents (26%) reported incidents of discrimination in
            the survey.

      •     The most common forms of discrimination experienced at EPA are race, gender, and age
            related.

      •     Twenty-seven percent of respondents who answered this  question (section 10,  question 6
            in the survey) consider racial discrimination a serious problem at EPA.

      •     Twenty-one  percent  of  respondents  who  answered  this  question  consider  gender
            discrimination a serious problem at EPA.

      •     Seventeen percent of respondents who answered this question consider age discrimination
            a serious problem at EPA.


Suggestions for Further Research

       The third phase of the cultural diversity initiative at EPA  will consist of special projects
designed to address additional research projects that emerge from the focus groups and survey results.
We offer here for EPA's consideration a number of suggestions for further research, including analyses
of existing survey  data, additional data collection,  and an in-depth  examination of EPA personnel
records to explore specific sub-group issues and concerns revealed by the Cultural Diversity  Survey.

       While a vast amount of data was collected in the survey, this  report focuses on questions
relating to the hypotheses arising from the focus group results and the Survey Work Group's priorities.
This report examines 64 of the questions selected  from a total of 145 in the survey instrument, in
accordance with the Work Group's areas of priority.  The Cultural Diversity Task Force may want to
address additional areas of concern  that have  already been examined in the  survey.   For example,
career and  professional development issues such  as the origination  of mentoring  relationships,
discussions with supervisors  regarding  new job and career advancement opportunities,  Individual
Development  Plans (TOP), and educational,  career and promotional  opportunities information were
addressed by  questions  in the  Cultural Diversity  Survey.  Further analysis of responses to such
questions  would  provide EPA with greater  insight into employee perceptions  about  the Agency's
commitment to staff training and career development.

       Another unexplored area of analysis is the degree of association between different research
areas.  For example, do employees who consider  the performance appraisals to be unfair also consider
the promotion process  unfair?  To what extent  are perceptions consistent across the different research
areas?

       Additional data collection would involve more focused research on specific groups and relevant
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issues arising from the survey results.  For example, existing data from the survey indicates that a
conflict does  exist between professional/technical and support/clerical  staff, but the data does  not
reveal the  particular cause(s)  for  the  conflict.    Further research  exploring the  differences  in
educational, racial and cultural backgrounds  between staffs may provide additional insight into sources
of conflict and possible ways to resolve it. This may involve a more targeted survey, focus groups, or
individual interviews  directed at professional/technical and support/clerical staffs.

       Finally,  an examination  of  existing EPA  personnel records  is  imperative hi determining
whether respondent perceptions revealed in the survey are factual.  For example, it will be necessary to
compare the number of women  and minorities currently at the  GS-14 level against the number of
eligible (those that meet necessary education and job category criteria) females and  minorities in the
population pool to determine if a "glass ceiling" actually  exists at EPA.   It should be  noted that
solutions depend on if the existing problem  is real or only perceived.  One type of solution  involves
providing information  and  changing perceptions;  the  other  may  involve  changing policies  and
procedures.
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                                     1. INTRODUCTION
1.1         The Purpose of this Report

      This report documents the Cultural Diversity Survey conducted at the Environmental Protection
Agency (EPA) headquarters hi 1992.  It describes the background, objectives, research design, data
collection procedures, analysis, and initial findings of the survey.


1.2         The Changing Workforce

      Diversity in the workplace has become an important issue for organizations, both in the public
and private sector.   The Hudson Institute has revealed several major demographic changes currently
taking place hi the U.S. labor force. For example, hi 1985, 47 percent of the U.S. labor force was
native White  male  while  36 percent was  native  White  female  and  17 percent  were minorities.
However, only 12 percent of net new workers entering the workforce between 1988 and 2000 will  be
native White male; 36 percent of the new  entrants will be native White female and 52 percent will  be
minorities1. According to  EPA headquarter personnel records  hi 1992, 33 percent  of the employees
are non-White (African American, Hispanic, Asian, or Pacific Islander) and 54 percent are female.

      While the Department of Labor projects a 15 percent increase hi the total number of jobs by the
year 2000, the fastest growing occupations are  expected to be those requiring high levels of skill and
education.   The number of jobs at  the lower end of the occupational scale is expected to grow more
slowly,  or even shrink, hi terms of employment opportunity.

      The composition of  the workforce is expected  to move in the opposite direction.  The fastest
growing segment of the workforce is projected  to  be composed of workers with lower skill and
education levels.  Eighty-five percent of the growth hi the U.S. labor force is expected to be composed
of women, minorities,  and immigrants.

      These changes are expected to continue throughout the remaining  years of the twentieth century.
Organizations  are beginning to realize the importance of understanding and appreciating a culturally
diverse  workforce.   Valuing this diversity will  enable organizations to  benefit from a broad range of
perspectives, and invaluable contributions to creative thinking, problem solving and innovation.


1.3         The Cultural  Diversity Task Force

      EPA  has launched a comprehensive initiative  to address cultural diversity as  a  management
priority. EPA's diversity effort is  based on an integrated, systematic  approach aimed at making the
Agency more effective in achieving  its mission and becoming an employer of choice.
'Monthly Labor Review, The Hudson Institute, Indianapolis, Indiana, November, 1989.
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       In May 1990, Deputy Administrator F. Henry Habicht issued a directive to initiate the Cultural
 Diversity Task Force, under the guidance of Office of Human Resources Management Deputy Director
 Clarence Hardy.  This group, drawn from all parts of the Washington area headquarters workforce and
 regional representatives, was  established to conduct an assessment of diversity issues and develop
 recommendations necessary to position EPA to meet the challenges of Workforce 2000.

       The Cultural Diversity Task Force is comprised of four work groups based upon the four main
 Task  Force objectives.   The  groups include:   Literature Search/Best  Practices, Data Analysis,
 Employee Survey, and Training.


 1.4         The Employee Surrey Work Group

       The Employee Survey Work Group was established  to collect information on EPA employees'
 perceptions and attitudes regarding diversity within EPA.  The work group developed a three-phase
 approach to systematically acquire both  qualitative and quantitative information. This approach will
 enable the Agency to assess the current climate and cultural diversity issues existing at EPA today and
 provide direction for effective management in the future.

       The first phase consisted of individual,  in-depth interviews with Agency opinion leaders, and
 focus group interviews with EPA employees. The purpose of this qualitative phase was to explore the
 perceptions and concerns of employees regarding cultural diversity at EPA,  and to identify and fine-
 tune key areas of focus. Twenty focus groups were formed, based on race, ethnic  heritage, gender,
 EPA  job,  age,  and supervisory responsibility.   The groups  discussed  seven  topics  including:
 recruitment, training  and development, communications, health and the work place, promotion and
 recognition, supervision, and work climate.2

       The Employee Survey - the subject of this report — was the second phase in assessing cultural
 diversity issues and needs at  EPA.   The survey was developed and administered in  early 1992 by
 Westat, Inc.  The  survey  instrument was designed to gather  quantitative  information on attitudes,
 perceptions, and employee concerns  related to  cultural diversity within  the  Agency.   This  self-
 administered questionnaire  was distributed to all EPA headquarters employees, and was comprised of
 several study topics identified as key  issues from the focus groups in Phase 1.

       The third phase, special projects, will address any additional research projects  that emerge from
 the first two phases.  This  phase  will be designed to provide  management  with assistance  in
 implementing a cultural diversity program within EPA.  Specific suggestions for further research are
 presented in Chapter 5.
2Cultural Diversity/Employee Survey Task Force, Report to EPA by National Analysts, July, 1991.
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                                   2.  RESEARCH DESIGN



2.1         Research Design Plan

      The research  design developed  for  the  cultural  diversity  survey  had  the objective of
systematically collecting quantitative information on cultural diversity issues from all  segments of the
EPA headquarters employee population,  in a manner that preserved their privacy and, further, made
them feel secure that their privacy was, in fact, preserved.  The research design was quite similar to
the design successfully employed in the 1989 EPA indoor air quality  and work environment  survey3.
The earlier survey had many elements in  common with the cultural diversity survey, including the
target population and confidentiality issues.

      The cultural diversity research design plan included  the following major elements.  All EPA
employees working in any of the five headquarters buildings in the Washington, D.C. area were to be
surveyed.   A questionnaire  was  distributed  to  each  employee  at his/her  workstation  for  self-
administration. Accompanying each questionnaire was (1) a bar-coded envelope for the respondent to
use for returning  the questionnaire, and (2) letters that explained the study,  urged the employee to
respond, and assured him/her of the privacy of his/her responses.  The barcode was an identification
number that was linked hi a computer file to the  employee's name. The sole purpose of  the barcode
was to permit the tracking of responses.

      Completed questionnaires were returned directly  to Westat; they did not go  through any EPA
officials or employees.  Questionnaire return stations were set up at strategic locations throughout each
building.  Westat  staff regularly checked and emptied the return station boxes.  They transported the
envelopes containing the completed questionnaires to Westat's facilities before they were opened.  The
anonymous questionnaires  and the bar-coded envelopes  were  separated  from each other.    The
envelopes were logged into a receipt-tracking  system and then destroyed.  The questionnaires were
keyed  into the computer.  Thus, no one at Westat or EPA, ever had access to both an  employee's
identity and his/her survey responses.

      A few days after the questionnaires  were distributed, telephone calls were made to those  who
hadn't responded,  in order to prompt them to respond.  The interviewers making the prompting calls
asked whether or not the employee had responded.  If he/she hadn't, the interviewer asked if he/she
planned to respond.  The  interviewers'  script was  designed  to  be friendly  and  encouraging, not
accusatory or threatening in any sense.  Finally,  a hotline was set up to respond to any questions or
concerns EPA employees had about the survey.


2.2         Survey Instrument Development

      The design  and development of the survey instrument began with a review of the focus group
results from Phase 1, discussions with cultural diversity experts, a literature review, and  a review of
similar  surveys.    The  survey instrument  underwent  several  drafts  throughout the  design  and
development phase.   Each draft was reviewed by  members of the Cultural Diversity Survey Work
Group.  The final questionnaire is presented in Appendix A.
BIndoorAir Quality and Work Environment Study Report, Volume 1, Employee Survey, U.S. EPA/OPPE, November, 1989.
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      The focus group process was a qualitative research phase consisting of individual and group
interviews with  EPA employees.   The purpose of this phase was to explore the perceptions  and
concerns of employees with regard to cultural diversity.  The study involved twenty two-hour focus
group sessions with employees of diverse backgrounds and a series of individual in-depth interviews
with opinion leaders.

      The focus group process identified numerous cultural diversity issues and concerns among the
perceptions and attitudes of the participants.  Because focus groups  are not statistically representative
samples of the EPA employee population, the results of the focus group process were used to guide the
development of  the survey instrument.   The focus  group final report results were in the form of
working hypotheses that explored the five following topics:

            Recruitment, Hiring, and Retention
            Training and Employee Development
            Promotion
            Awards, Recognition, and Performance Appraisal
            Work Climate

      The Cultural Diversity Survey Work Group reviewed the focus group report and identified four
additional key areas for inclusion in the survey instrument.  These areas included:

      •     Supervisor/Staff Relations
      •     Professional/Support Staff Relations
      •     Sexual Harassment
      •     Discrimination

      Westat incorporated  all nine areas into the development of the survey instrument.   Twelve
research hypotheses were developed from the focus group results and translated into question items for
the survey.  In the course of the  development of the questionnaire, eight additional hypotheses were
formulated and added to the survey.  All twenty hypotheses are listed below.  Those developed during
the questionnaire development phase are designated with asterisks. Chapter 4 presents the quantitative
findings from the survey of all EPA employees regarding the hypotheses.

      •     Hypothesis:  Efforts have been made to recruit for cultural diversity through special
            programs, e.g. Puerto Rican  Recruitment  Programs,  recruiting at historically  African
            American colleges (HBCUs), relationships with  the  American Association  of Retired
            Persons (AARP), etc.

      •     Hypothesis: Employees recognize numerous barriers that undermine the effectiveness of
            formal  recruiting efforts.  "Hot wiring"  (preselection) is seen  as the most predominant
            and powerful barrier to equality in recruitment.  The predominance of preselection relates
            to the overriding desire to bring in candidates that will  "fit in".

      •     Hypothesis: Employees come to work for a variety of reasons.*

      •     Hypothesis:  Opportunities for training at all levels are seen as limited by budget  and
            time constraints which are independent of a person's cultural background.

      •     Hypothesis: Mentoring is an important form of career development which happens too
            infrequently, particularly among minority individuals.

      •     Hypothesis: All professionals recognize the  existence of opportunities to advance from
            entry level to GS-13 without major hindrances; the key factors  are seen to be personal
            initiative and general  competence.
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            Hypothesis:  All groups feel that a "glass ceiling" exists at EPA for those who are not
            White male professionals, which prevents them from advancing beyond the grade of GS-
            13.

            Hypothesis:  Limited developmental opportunities are seen as a major barrier to support
            and clerical staff promotions.

            Hypothesis:  Minorities and women feel that they must work harder and be better than
            those hi the "cultural mainstream" in order to be promoted.

            Hypothesis:  There are clear criteria for promotion.*

            Hypothesis:    Women  and minorities have equal  opportunity  for  promotion into
            supervisory and managerial positions at EPA.*

            Hypothesis:  Decisions relating to who  gets bonuses and awards are often determined by
            favoritism, with some groups feeling more discriminated against than others.

            Hypothesis:  Groups share similar criticism concerning the informality and subjectivity of
            the appraisal  process, e.g. lack  of objective standards and no real first hand knowledge of
            their work.

            Hypothesis:  The performance  appraisal process is understood by everyone and provides
            useful feedback.*

            Hypothesis:    All  groups  are aware  of serious  relationship problems between the
            professional/technical staff  and the support/clerical staff, e.g. lack of mutual  respect.
            While many see this tension between these two groups as fundamentally job and education
            related, others see the roots of such tensions as racial conflict.

            Hypothesis:   A major source of  stress  for the physically challenged  is  difficulty hi
            obtaining equipment needed to do their jobs properly.

            Hypothesis:  Sexual harassment is not a problem at EPA.*

            Hypothesis:  Discrimination in treatment based on such factors as gender,  race, or age is
            not a problem at EPA.*

            Hypothesis:  EPA provides a positive work climate for all employees.*

            Hypothesis:    For the  most  part,  EPA staff have  good  relationships  with  their
            supervisors.*
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 2.2.1        Literature Review and Discussions with Experts

       Westat staff conducted a comprehensive literature review and met with several key individuals in
 the multi-cultural workforce area.  Based on this review and these discussions, experts at government
 agencies, private  companies, academic institutions, and  consulting firms were identified.   These
 individuals  were then contacted by phone for brief discussions about cultural diversity programs in
 place in their organizations.

       The  literature  review  and  discussions  with experts resulted  in further insights  into  the
 establishment and major challenges  hi  implementing cultural diversity programs.  These discussions
 revealed that companies and government agencies have created multi-cultural  management programs
 for a  variety of reasons.  However,  many field  experts  cited changing  demographics as the most
 important reason for their creation, and agree that such programs are necessary  to be competitive in
 today's market.  Several of the individuals interviewed mentioned that their diversity programs were
 created  as  an  extension  of Equal Employment Opportunity  programs, or  as an outgrowth  of
 Affirmative Action efforts. Many organizations are now embarking upon cultural diversity training.
 However,  it should be noted that  three factors - thorough research, a firm  commitment from  the
 highest levels of management, and a solid understanding of an individual organization's diversity - are
 essential in creating an effective process for change.

       Employee involvement in the creation of cultural diversity  programs varied widely among the
 government agencies and private companies.  The majority of government agencies did not have any
 formal employee involvement.  Many of the private  companies solicited  employee involvement hi the
 form of surveys  (both company-wide  and exclusively  among  minority groups) and focus  groups.
 Program goals  among the government agencies and private companies  included:  incorporating  the
 program into the company or agency's culture, attracting and retaining minority candidates, preparing
 managers and  supervisors to better understand and communicate with then1  workforce, improving
 communication  and team  building  skills,  and building a  diverse workforce at all levels  in  the
 organization.

       Several relevant survey instruments  were identified  from the literature review and discussions
 with area experts.  These instruments were reviewed and used to identify formats, elements, subjects,
 and items for inclusion in the analysis plan  and survey instrument.  The most relevant survey identified
 and obtained was  developed by the University of  Massachusetts for the EPA Boston  Region.  Other
 related materials included the Avon Surveys and interview protocols, the Culture Audit appearing in
 R. Thomas's Beyond Race and Gender,  and the  Government Executive Survey for  Women hi  the
 Senior Executive Service.  Appendix B contains a  complete discussion of the discussions with experts
 and literature review, and includes copies of the cited materials.


2.2.2        Survey Pretest

      A pretest of the survey instrument was conducted hi early December 1991.  The pretest was
designed to collect  respondent  feedback  and further refine  the existing   questionnaire.   More
specifically, the pretest was designed to ensure the clarity of the introduction and instruction sections,
uncover any respondent difficulties hi following directions or understanding specific terms,  provide
feedback regarding the questionnaire length and  language level, and, finally, to identify any important
cultural diversity issues not already covered in the survey.   In addition, due to the sensitive nature of
the subject  matter,  special attention  was  taken  to assess any  negative  reactions,  sensitivity,  or
embarrassment related to specific questionnaire items.
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      The EPA Region 3 Office in Philadelphia, PA was chosen by the EPA Headquarters Cultural
Diversity Task Force as the location for the pretest site.  Arrangements were made for participants to
attend sessions in a government building within walking distance from Region 3 offices.

      The pretest was divided into two sessions. The first session was composed of 11 Administrative
and Support  Staff members (GS-4  to GS-7).  The  majority of the second session was  attended by
Supervisors and Managers (GS-9 and above).  It was imperative that the two respondent groups', as a
whole,  were  distributed across the age, gender, racial and  ethnic categories  represented at EPA
Headquarters.  Grouping respondents with their  peers during the two  pretest sessions provided a
comfortable environment for volunteering questions and concerns related to the questionnaire.

      Each session was scheduled to last for approximately two hours. The first hour was allotted for
the respondents to  complete the questionnaire.   Survey  completion  times  were  noted for each
respondent, and a guided group discussion was held with the respondents in  the  second half of the
session.

      Several modifications  were made to the questionnaire as  a result of the potential problems
identified  during the pretest.  Respondent confidentiality was of particular concern.  In response to the
concerns expressed by  the  pretest respondents, confidentiality procedures were revised to provide
respondents with greater assurance that their privacy would be protected.  It had been planned to  put
the bar  code  label on the cover of the questionnaire,  as was done hi the Indoor Air Quality  and Work
Environment Survey. The bar code label was removed from the cover of the questionnaire and placed
on the return envelope.  Upon Westat's receipt of the completed  questionnaire, the return envelope
(with the  bar  code) was separated  from the survey.  While impossible to  associate a  completed
questionnaire with the respondent, this process provided a method to track and contact non-respondents
and maximize the response rate.

      While  respondents hi both sessions agreed that many of the questions needed  a "No  Opinion" or
"Don't  Know" response category,  those involved in the development of the survey  (including  the
Cultural Diversity Task Force) felt that the general addition  of such a  category  would  weaken  the
quality of the data. After careful review of each questionnaire item, an "I Don't Know" category was
used in  four items.

      The questionnaire was reviewed for repetitious and non-critical items. As a result, several items
were reworded and others deleted in an attempt to eliminate redundancy and reduce the questionnaire
length and time needed for completion.

      In response to the need expressed by the administrative and support staff for  privacy  when
completing the questionnaire, Westat recommended that employees  who felt uncomfortable completing
the questionnaire at  their desks be provided with some privacy for completing the survey, such as
empty offices or other  available space.  Westat also  recommended that  large conference rooms or
auditoriums be made available throughout each day the survey was in progress.

      The questionnaire was revised hi accordance  with the pretest findings.   These changes were
incorporated  into the final draft and approved by the Cultural Diversity Task Force. The  final survey
instrument appears hi Appendix A.
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                          3. DATA COLLECTION AND ANALYSIS


3.1         Data Collection Procedures

      This section presents a summary of the survey data collection procedures.  A more complete
description is presented in Appendix C.

      The Cultural  Diversity  Survey was administered:   at the  Waterside Mall complex  in
Washington, DC from  February  4 to February 21,  1992; at the Fairchild Building in Washington, DC
from February 12 to  February  28,  1992; and  at the Crystal  Mall-2, Crystal  Station and Rosslyn
buildings  hi Arlington, VA from February 24 to March 6, 1992.  A few EPA employees returned
questionnaires by mail  after survey operations were terminated hi their buildings.  These were received
at Westat until March 24,  1992.

      A listing of each  EPA  organization  group was  developed from  a list of  all headquarters
employees provided by EPA.  The employee list  identified each employee's organizational unit (office,
division,  and  branch),  enabling  Westat  to  organize  questionnaire  packets  into  groups  by
supervisor/distributor.   In  addition, each supervisor/distributor was provided with  a distribution
checklist and instruction sheet.   Information on the distribution "status" of each questionnaire later
enabled Westat to accurately calculate response rates.

      A questionnaire packet was  prepared for  each of the  5,880 EPA  employees assigned  to
Washington, D.C. and Northern Virginia offices, according to the EPA-provided lists.  Each packet
included the survey instrument, a distribution and bar-coded return envelope, and informational letters
from the Deputy Administrator and Westat's Project Director.

      Westat field staff initiated survey administration  hi Waterside Mall.  Field staff tasks included:
distributing questionnaires to supervisors, setting-up, routinely checking, and removing questionnaire
return station  boxes from designated building  locations,  retrieving  distributor  checklists, receiving
hotline requests for questionnaires, and delivering replacement questionnaires to EPA employees.

      Several  materials were  prepared by  EPA  and  Westat to provide information about  the  survey
effort to EPA employees.  These materials included a memorandum from Henry Habicht n, the Deputy
Administrator,  which  provided  background on  the cultural diversity effort within EPA,  and urged
employees to  participate  in the survey effort.   Two  follow-up memoranda from  Clarence Hardy,
Deputy Director,  Office of Human Resources Management, were distributed by EPA to headquarters
employees throughout  the survey administration  period. These memoranda provided EPA employees
with interim response rates and reaffirmed EPA's pledge of confidentiality.

      Several  additional informational materials  were developed  and  distributed, including a Cultural
Diversity  Employee Survey poster and several flyers which labeled the questionnaire return stations
and provided questionnaire collection dates for each building.  The posters and flyers were posted in
various locations  throughout the five buildings.  Copies  of all  of these informational materials  are
displayed in Appendix  C.
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      The  cultural  diversity  hotline  was established  to  answer  specific  questions  about the
questionnaire and to record requests for new and replacement questionnaires.  A total of  191 hotline
calls  were received by  the  end of the administration period.   Most  calls concerned requests for
replacement questionnaires or routine questions about the survey.

      Procedures for providing respondents with replacement or new questionnaires were  designed to
provide the respondent with  a questionnaire within 24 hours of his/her request.  The hotline operator
received replacement questionnaire requests from both respondents contacting the hotline and telephone
interviewers placing follow-up calls to  non-respondents.  Field staff then delivered the questionnaire
packet to the respondent.

      The telephone follow-up phase of the administration was designed to encourage employees who
had not  yet completed the questionnaire to  complete and return it.  In addition, the follow-up phase
was also designed to identify those respondents who had not yet received a questionnaire or needed a
replacement.   Follow-up telephone calls for  the  five buildings  generally  began a  few days after
questionnaires  were distributed throughout  the buildings  and continued until the last day of survey
collection in each building.


3.2        Confidentiality Plan

      As detailed hi Appendix C, the confidentiality plan was designed to protect the privacy of all
respondents and assure EPA  employees that their privacy was,  hi fact,  being protected.   The
questionnaire  instrument itself contained  no  information  that could be used to directly identify
individual respondents  from their responses.

      Questionnaires were distributed in envelopes labeled with the respondent's name, building name,
room and telephone number, and the name  of the respondent's immediate supervisor.  As previously
mentioned,  the return  envelope contained a bar-coded  label  corresponding  to  the  distribution
information on the outer envelope.  This set  of bar codes was used  to insure respondent confidentiality,
while providing necessary tracking information for the telephone follow-up phase.

      Once Westat field staff collected completed questionnaire packets, the packets  were removed
from  EPA and transported to  Westat,  where the return envelopes were opened, separated  from the
questionnaires, and electronically wanded into the receipt/control system.  The return envelopes were
then  destroyed, removing  any  link between the completed questionnaires  and information that
identified the respondents'  names.  This confidentiality plan was detailed in letters and memorandum
sent to all EPA employees. (See Appendix C for the letters.)

      As the data collection period progressed, response rates were noticeably lower than  anticipated.
Respondent hotline and telephone follow-up  calls, as well  as unsolicited comments made to field staff,
indicated that the lower response rates were  due hi part to the sensitive nature of the survey's content,
and respondents' concern that the bar codes  on the return envelopes would compromise the promise of
confidentiality.
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      As a result,  Westat quickly  revised the original confidentiality plan and, with EPA's consent,
executed it.  The EPA Deputy Director issued an internal memorandum requesting that respondents
who felt strongly about the confidentiality issue either remove the bar code from the return envelope
provided, or return the questionnaire in a completely different envelope.  In addition, to avoid even the
potential appearance of a compromise in the confidentiality pledge, Westat modified the telephone
follow-up phase following the data  collection period in Waterside Mall.  The procedures were revised
so  that every employee  was called  hi the remaining  four buildings, whether  or not he/she had
completed  a questionnaire.  Thus,  the original confidentiality plan was modified to provide complete
anonymity to the employees who felt a need for it.


3.3         Data Preparation


3.3.1       Receipt Control System

      The receipt  control  system  developed for this  project was designed for use  on a personal
computer.  It permitted both electronic wanding of the bar coded labels and key entry of the bar code
identification number.

      More specifically, the system:

      •     provided  a display case file that  provided the current status of any case by identification
            number,

      •     generated several status reports,  including a receipt report, which provided daily counts
            of  receipts  by building,  and  a  listing of problem cases  and additional identification
            numbers,

      •     provided  for the separate entry of problem cases, including questionnaires that were not
            distributed because the subject employee was no longer working in that organizational
            unit, was on extended leave, or  was otherwise ineligible for  the survey (These problem
            cases were deleted from the base for the calculation of response rates.),

      •     permitted entry of relevant information for eligible EPA employees not on the distribution
            list. These employees were mainly new hires and transfers  (They were added to the base
            for the calculation of response rates.), and

      •     allowed  the  tracking  of  return  envelopes  that were either  empty  or contained  blank
            questionnaires.  (These were considered refusals.)

      On the other hand,  the receipt control system had no way of tracking completed questionnaires
returned without bar code  labels.  There were  390 of these completely  anonymous questionnaires.
They were keyed;  the count of keyed questionnaires was used to calculate response rates.

      After deleting ineligible employees from the distribution list and adding newly identified eligible
employees  to the list, there was a net distribution of 5,779 questionnaires to eligible employees.

      A total of 3,980 questionnaires were keyed. The overall response rate was therefore 69percent,
based on the net distribution of questionnaires.  Further information on response rates is in Chapter 4.
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3.3.2       Data Coding and Editing

      COED, a proprietary computer software system developed for preparing and analyzing data for
survey research studies, was used for coding and editing the data.  Questionnaires were keyed and 100
percent verified to minimize key  entry  errors.  An edit report was  generated for each batch  of
questionnaires keyed.  Coding staff reviewed the edit report, corrected any errors, and submitted the
corrections to key entry to update the data files.  This cycle of review was completed three times.

      Two sets of responses, the "other (specify)" and open-ended, did not have pre-coded responses.
Both types of responses were keyed and reviewed by special  coding staff for common responses.  The
data file was later updated with new codes developed as a result of this review.


3.4         Data Analysis Plan

      The survey used three types  of questionnaire  items to collect respondent  background and
attitudinal data.  Informational items, both multiple-choice and open ended, were used to gather basic
information about  respondent characteristics,  such as  age, gender,  race,  grade  level, and job
classification.  Opinion items solicited  respondent opinions regarding the various study topics.  These
were mainly multiple-choice,  with  some  open-ended questions.   The multiple-choice items included
many scaled items to elicit how strongly the respondent felt about an issue. Attitudinal items measured
attitudes and beliefs regarding key issues in the recognition and sensitivity to  cross-cultural issues.
These were also scaled items that measured the degree and direction of attitude.

      The survey analysis was performed by cultural groups  and subgroups as  broadly defined for the
study.   Major analysis classifications  were:  gender, race,  gender by  race,  age, educational level,
supervisory   status,  job  category   (professional  or   clerical/support),   pay  plan/grade,   and
physically/mentally challenged.   The level of analysis  was limited in part by the need for sufficient
numbers of respondents in each data cell  to make the analysis meaningful.  The findings from these
analyses are in Chapter 4.
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                     .1XX; - November 30, 1992/I2J8 PM


WESTAT
                                        4. RESULTS
      In a  recent book (Jackson,  S.E.,  and Associates Eds., Diversity  in  the  Workplace.  N.Y.:
Guilford Press,  1992),  Marilyn Gowing   and  Sandra Payne of the U.S. Office of  Personnel
Management discuss the composition, management, and quality of the Federal workforce as of 1990.
In examining  the data  from this study,  it is useful to place the  nature of the EPA workforce in
perspective.   Gowing  and Payne's descriptive data offers an  opportunity to at  least compare  the
composition of the  EPA staff with  that of the overall Federal Workforce  along dimensions that  are
relevant to this study.

      The total number of Federal employees is almost 2.2 million. Of this number about 14% are in
Washington, D.C. Some of the key  comparisons from the available data are made below.  The asterisk
indicates the data are estimates based on the EPA Survey respondent sample.  The other  EPA data
shown are from EPA personnel files.

                                                               EPA        Federal
                                                            Workforce    Workforce

              Males                                            46%           57%
              Females                                          54%           43%

              College Degree                                  76%*           35%

              Disabled                                         3%*            7%

              Minorities                                       32.6%        27.4%
                  African American                           27.6%         16.7%
                  Hispanic                                     1.8%          5.4%
                  Asian or Pacific  Islander                      3.2%          3.5%
                  Native American                              . 1 %          1.8%
      As can be seen, the EPA workforce has more females, is much more highly educated, has fewer
disabled persons, and has more minorities than the Federal workforce as a whole.  In terms of minority
representation, there is a higher percentage of African Americans, fewer Hispanics, about the same
percentage of Asian or Pacific Islanders, and fewer Native Americans than there  are in the Federal
workforce  overall.   These  characteristics of the EPA workforce need to be  kept  in mind when
examining and interpreting the data presented hi this section of the report.

      Section 4.1 compares the survey respondents to the EPA headquarters' population.  Sections 4.2
through 4.8 present the findings from the survey questionnaire.  The findings are organized  by the 9
major areas identified by the Cultural Diversity Employee Survey Work Group as priority issues to be
addressed by this study.  These major areas  are: Recruitment,  Hiring, and Retention;  Training and
Employee Development; Promotion; Awards and Recognition; Performance Appraisal;  Work Climate;
Supervisor/Staff  Relations;  Professional/Technical-Support/Clerical   Staff   Relations;   Sexual
Harassment; and, Discrimination.   A set of 20  hypotheses  related to these  priority issues  was
developed.  Most (12) of the hypotheses were derived from the results of the focus groups  which
preceded the survey. The additional 8 hypotheses were developed from the questionnaire  itself. (These
8 hypotheses are designated  with  an  asterisk when initially presented.)  The data from key questions
                                             4-1

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WESTAT


which address each of the hypotheses are displayed on 64 composite tables showing the results by
respondent categories.

      The result  sections are  organized by  each of the  9  major issues to be addressed  (e.g
Recruitment, Hiring, and Retention).  Individual hypotheses related to each area are then presented
along with the corresponding survey questions and results.   The results are then discussed for the
relevant respondent categories.  First the data have been analyzed by total responses to each item.  The
data have also been analyzed by Gender, Race, Gender by Race, Age, Educational Level, Supervisory
Status,  Job Category,  Pay Plan/Grade, and the  mentally/physically  challenged.  Respondents were
assigned to the various categories based on their answers to the Background items in Section 1 of the
questionnaire.

      The categories used hi the analyses  by Race were White, African American, Hispanic, Asian or
Pacific  Islander, and Native American.  The Asian or Pacific Islander category refers to East Asian,
South Asian, and  Pacific Island nationalities,  and includes Chinese,  Japanese,  Korean, Vietnamese,
Filipino,  Asian  Indian, Hawaiian.  Samoan, Guamanian,  etc.  Native American includes  American
Indian,  Eskimo,  and Aleut. For the Gender by Race analyses, the individual cell sizes for the smaller
groups  dropped below meaningful levels.  Race categories were reduced to White, African American,
and "Other Minority".  The  "Other Minority" category includes Hispanic, Asian or Pacific Islander,
and Native American respondents.

      Age analyses were done mostly on Under 40, and 40 and Over categories.  The rationale is that
age discrimination is defined  as discriminatory behavior, based on age, toward those over 40.  Where
it was believed that age might be a factor,  a finer breakdown was made, using the categories under 30,
30 to 39, 40 to 49, and over 50 years of age.

      For the purposes of this analysis, educational level is divided into three groups: (1) up to some
college education,  but less than a bachelor's degree; (2) possession of a bachelor's degree; and, (3)
possession of a master's or  higher degree.    This  categorization  divides  the  respondents  into
approximately equal groups.

      Supervisory Status was based on the respondent's self-identification as  an "officially designated
manager or supervisor" (Item 1-15). The same self-identification was used for Job Category. For this
data analysis the responses were combined into two  categories -  ProfessionalYTechnical  Staff,  and
Support\Clerical Staff (Item 1-13).  The Pay PlanVGrade category was derived from the Pay Plan and
Grade Level questions (Items 1-17 and 1-18).  The six categories used for these analyses were: Wage
Grade and GS-1  to GS-5; GS-6 to GS-10; GS-11  to GS-13; GS-14 to  GS-16; all GM; and all EX and
SES.

      Not all respondents provided all of the requested background information.  Therefore, the total
number of responses analyzed  for  any given table will be smaller than the total number  of survey
respondents.

      As will be seen, some of the analysis categories have small numbers of respondents, while some
have very large numbers of respondents.  Consequently, care must be taken when interpreting the data.
To  illustrate, there are sixteen  respondents who identified themselves as Native  Americans  in the
sample.  Thus, a shift of one Native American from one response to  another represents a shift of six
percentage points.   In contrast,  with 2,752 Whites in the sample,  it takes a shift of 172  Whites to
realize a shift of six percentage points.
                                              4-2

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WESTAT
4.1         Descriptions of the Population and Respondent Sample

      To be  able  to  interpret the data  from the  survey,  it is first necessary  to  examine  the
representativeness of the survey respondents.   As described previously, the "census"  approach was
used in the data collection.  This means that there was no attempt to select a representative sample;
rather, every  full-time and  part-time employee received a  questionnaire.  The first set of exhibits
compares the  characteristics of the employees who responded  to the  survey  to those of the total
population of EPA  employees.  Questionnaires were sent to a total  of 5,883  employees at EPA
Headquarters.  In the course of the survey, adjustments were made to the distribution lists to account
for changes in the employee population after the list was compiled.   The net distribution was 5,779
questionnaires.  A  total  of  3,980 questionnaires were returned  with usable  data.  This gave us an
overall response rate of 69%.   However, not all respondents completed  every item,  and therefore the
response rates differ for  each question.  The total number of responses  to an item is shown on each
table reporting findings.  Exhibits 4-1 through 4-8 compare  the distribution of the respondent sample
with the total EPA Headquarters population by  various key variables.  These  comparisons are limited
to those for which  data exist in EPA personnel files on the characteristics of the EPA Headquarters
workforce. These were Age, Gender, Race, and Pay Plan/Grade level.

      Exhibit 4-1 presents the response distribution by Gender. The respondents were very similar to
the overall EPA Headquarters  population with regard to gender, with  the respondent sample being
53% female and 47% male and the population 54% female and 46% male.

      Exhibit 4-2 shows the population and respondent distributions by Pay Plan/Grade Level.  Again
the exhibit shows a very close parallel  between the distributions of the respondents and the total
population.  The various pay  grades are represented  hi the respondent  sample approximately  in  the
same distribution as they are in the total population.  Exhibit 4-3  shows that the age distribution of the
respondents exactly matches the overall EPA Headquarters distribution   51% are under 40 years of
age and 49% are 40 and over.

      The racial distribution in Exhibit 4-4 shows some small differences in  composition.  The most
notable differences is a slight under-representation of African Americans (24% vs 28%) and an over-
representation of Whites  (69% vs.  67%)  in the respondent sample  when compared with the total
population.  Hispanic and Asian or Pacific Islander respondents are represented hi proportion to their
presence hi the EPA population.   The apparent over-representation of Native Americans - six in  the
population, but 16  hi the sample - is due to differences hi  how the data were collected.  The EPA
population race data is  based on personnel office staff judgements and observations of the employee's
appearance for those employees mat have not self designated their race  to the personnel office.  The
questionnaire race data  is all self-reported.

      Exhibit 4-5 shows the  respondent distribution by both  Gender and  Age.   The respondent
distribution is  virtually identical to the distribution in the EPA Headquarters population.  In comparing
the distribution and  response rates based on both Gender and  Race, some  differences occur, as noted hi
Exhibit 4-6.   While the  general distribution pattern looks about the same for the 8 groups, African
American females tend to be slightly under-represented - 23% hi the EPA population and 19% hi the
respondent sample.   White  females and White  males  are slightly over-represented hi the respondent
sample (30% White female respondents vs. 29% in the population; 39% White male respondents  vs.
38% in the population).  Exhibit 4-7 shows the distribution and response rates of respondents by both
Gender and Pay Plan/Grade Level. The distribution of respondents once again very closely parallels
the current EPA population.
                                              4-3

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WESTAT
      Exhibit 4-8 presents a two-way analysis of the population and respondent distributions.  In this
exhibit, the two distributions are analyzed on the basis of both Race and Pay  Plan/Grade Level.  In
general, the distributions for the respondents and the EPA populations are about the same. There is
some small under-representation of African Americans in the lower grades (61 % in the respondents
and 65%  hi the population), and  a small corresponding over-representation of  Whites in the  same
category (35% vs. 31%).
                                            4-4

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  WESTAT
                                              Exhibit 4-1
                               EPA Population and Respondents by Gender
                                     EPA Population
                                 Number       Percent
     Respondents
Number        Percent
Female
Male
Not reported
Totals
3175
2708
0
5883
54%
46%
0%
100%
2095
1870
15
3980
53%
47%
0%
100%
                                             Exhibit 4-2
                    EPA Population and Respondents by Current Pay Plan and Grade Level
                                     EPA Population
                                 Number       Percent
     Respondents
Number        Percent
All WG and GS 1-5
GS 6toGS-10
GS 11toGS-13
GS 14toGS-16
All GM
All SES and EX
Other
Not reported
Totals
463
1009
2273
608
1280
180
70
0
5883
8%
17%
39%
10%
22%
3%
1%
0%
100%
214
644
1612
428
908
108
28
38
3980
5%
16%
41%
11%
23%
3%
1%
1%
100%
                                             Exhibit 4-3
                                EPA Population and Respondents by Age
                                    EPA Population
                                 Number       Percent
     Respondents
Number        Percent
Under 40
40 and Over
Not reported
Totals
3029
2854
0
5883
51%
49%
0%
100%
2024
1942
14
3980
51%
49%
0%
100%
           (1) Some percentages may not total exactly 100%, due to rounding.
1 2 3.XLS
                                            4-5
                         10/15/92

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  WESTAT
                                       Exhibit
                          EPA Population and Respondents by Race
                                     EPA Population
                                   Number      Percent
     Respondents
Number       Percent
White
African American
Hispanic
Asian or Pacific Islander
Native American
Mixed Race
Not reported
Totals
3964
1620
105
188
5
0
0
5883
67%
28%
2%
3%
0%
0%
0%
100%
2752
941
76
143
16
16
36
3980
69%
24%
2%
4%
0%
0%
1%
100%
                                       Exhibit 4-5
                     EPA Population and Respondents by Gender and Age
                                     EPA Population
                                   Number      Percent
     Respondents
Number       Percent
Females Under 40
Males Under 40
Females40 and Over
Males 40 and Over
Not reported
Totals
1877
1152
1298
1556
0
5883
32%
20%
22%
26%
0%
100%
1223
796
866
1069
26
3980
31%
20%
22%
27%
1%
100%
                                       Exhibit 4-6
                     EPA Population and Respondents by Gender and Race
                                     EPA Population
                                   Number      Percent
     Respondents
Number       Percent
White Males
White Females
African American Males
African American Females
Hispanic Males
Hispanic Females
Asian/Pacific Islander Males
Asian/Pacific Islander Females
Native American
Mixed Race
Not reported
Totals
2251
1713
290
1330
55
50
111
77
6
0
0
5883
38%
29%
5%
23%
1%
1%
2%
1%
0%
0%
0%
100%
1544
1205
179
761
40
36
83
60
16
16
40
3980
39%
30%
4%
19%
1%
1%
2%
2%
0%
0%
1%
100%
    (1) Some percentages may not total exactly 100%, due to rounding.
4 5 6.XLS
                                            4-6
                                                                                       11/4/92

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   WESTAT
                                       Exhibit 4-7
        EPA Population and Respondents by Gender and Current Pay Plan and Grade Level
                                            EPA Population
                                        Number       Percent
     Respondents
Number        Percent
ALL WG and GW, GS 1-5 Females
ALL WG and GW, GS 1-5 Males
GS 6-10 Females
GS 6-10 Males
GS 11-13 Females
GS 11-13 Males
GS 14-16 Females
GS 14-16 Males
All GM Females
All GM Males
All SES and EX Females
All SES and EX Males
Other Females
Other Males
Not reported
Totals
346
117
854
155
1265
1008
185
423
467
813
39
141
19
51
0
5883
6%
2%
15%
3%
22%
17%
3%
7%
8%
14%
1%
2%
0%
1%
0%
100%
158
55
532
108
878
730
150
276
323
583
23
85
10
18
51
3980
4%
1%
13%
3%
22%
18%
4%
7%
8%
15%
1%
2%
0%
0%
1%
100%
   (1) Some percentages may not total exactly 100%, due to rounding.
7 8.XLS
                                            4-7
                                                                                      10/15/92

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   WESTAT
                                           Exhibit 4-8
                EPA Population and Respondents' Race by Current Pay Plan and Grade Level
                                 All WG and GW, GS 1-10 and Other

                                          EPA Population               Respondents
                                      Number       Percent^      Number        Percent
White
African American
Hispanic
Asian/Pacific Islander
Totals
477
1004
25
34
1540
31%
65%
2%
2%
100%
302
531
13
19
865
35%
61%
2%
2%
100%
                                            GS 11-13

                                          EPA Population
                                      Number       Percent
     Respondents
Number       Percent
White
African American
Hispanic
Asian/Pacific Islander
Totals
1637
489
50
95
2271
72%
22%
2%
4%
100%
1159
310
40
76
1585
73%
20%
3%
5%
100%
                                    GS 14-16. GM, SES and EX

                                          EPA Population
                                       Number       Percent
     Respondents
Number       Percent
White
African American
Hispanic
Asian/Pacific Islander
Totals
1850
127
30
59
2066
90%
6%
1%
3%
100%
1270
87
22
48
1427
89%
6%
2%
3%
100%
   (1) Some percentages may not total exactly 100%, due to rounding.
7 8.XLS
                                            4-8
                                                                                     11/4/92

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WESTAT
4.2         Recruitment, Hiring, and Retention


HYPOTHESIS 1.
Efforts have been made to recruit for cultural diversity through special programs, e.g. Puerto Rican
Recruitment Program, recruiting at historically African American colleges (HBCUs), relationships with
the American Association of Retired Persons (AARP), etc.


"Affirmative Action and Equal Employment Opportunity Programs at EPA have been successful."
(Exhibit 4-9)

      Overall, 61 % of the respondents  agree with this statement. However, differences  exist among
the racial groups with regard to the perceived success of EPA Affirmative Action and EEO Programs.
While 70%  of the White respondents feel they are successful, fewer minority respondents (ranging
from 46% for Hispanics down to 39% for African Americans) agree. More males (67%) than females
(56%) feel that Affirmative Action and EEO opportunities at EPA have been successful.

      The differences become more  apparent when the data are examined  on the basis of both Race
and Gender concurrently.   The largest difference is between White and African American males with
74% of the White males agreeing that Affirmative Action and EEO programs have been successful and
73% of the African American males disagreeing.  There are also major differences between White and
African American females, with 66%  of the White females agreeing  that the programs have been
successful and 58% of the African American females disagreeing.   Both  males  (59%)  and females
(52%) from Other Minorities also feel that the programs are not successful.

      There are also some differences in responses with regard to the other variables examined. There
was  greater belief in the success of the Equal  Employment  Opportunity  and  Affirmative Action
Programs from those under 40 years of age, those  with college degrees, supervisors, those holding
professional/technical positions,  and those in lower  grades and GM pay  plan.  Many  of theses
differences may well be attributable to the Gender and Race variables discussed above.


"EPA has a good record in actively recruiting women." (Exhibit 4-10)

      Eighty-six percent of all respondents agree that EPA has a good record in actively  recruiting
women.  While a high percentage of both women (79%) and men (93%) agree, note that quite a few
more men than women feel this way.  A high percentage (81% to  92%)  of all of the  racial group
members agree that EPA has a good record in this area.  The Gender by Race analysis did not show
much difference among women of different races, but did indicate some differences among males, with
94% of White males agreeing, compared to 89% and 88% of the African American males and Other
Minority males, respectively.

      There is some variation seen in the other variables (Age, Educational  Level, Supervisory Status,
Job Category,  Pay Plan/Grade,  or Disabled) but  all results showed strong agreement that  EPA has
been successful in actively recruiting women.  The percentages of those who agree ranges from 79%  to
93%.
                                            4-9

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WESTAT


"EPA has a good record in actively recruiting minorities." (Exhibit 4-11)

      The feelings about EPA's recruiting minorities are less positive than they are about recruiting
females, with 63% of all respondents agreeing that EPA has a good record in this area.  Fifty-nine
percent of the women who responded feel that EPA has a good record in this area.  Again, men are
more positive, with 68% agreeing.  Differences are apparent when Race is considered, with 72% of
the White and 69% of the Native American respondents agreeing that EPA has a good record, but only
52%  of the Asian  or  Pacific Islander,  44% of the Hispanic, and 42% of the African American
respondents agreeing. In the Gender by  Race analysis there are even wider differences.  The percent
agreeing that EPA has a good record ranges  from 74%  for White  males  down to 32% for African
American males, with White males and females generally seeing a more positive record in this area
than minority group members of either gender.

      There are no major differences apparent for Age, Educational Level, Supervisory Status, or Job
Category.  However, some differences do emerge in the Pay Plan/Grade  analysis, with 75% of the
respondents in the lower grades (Wage Grade,  GS-1 through GS-5) indicating agreement and only 37%
of  those hi the EX, SES  category agreeing that EPA has  a good  record in actively recruiting
minorities.  Only the African American males had a lower percentage (32%) of agreement.


"EPA as a whole has a commitment to Affirmative Action." (Exhibit 4-12)

      Seventy-five percent  of the respondents  agree that EPA has  a commitment to Affirmative
Action.  There are differences in both the Gender and Race data.  Eighty-two percent of the male and
69%  of the  female  respondents  agree  with  this  statement.   However,  while 86%  of the White
respondents agree, minority  respondent agreement varies from 92% for Native Americans down to
49% for African Americans.   The Gender by Race analysis showed even a wider range, with 89% of
the White males agreeing and only 43 % of the African American male respondents agreeing.


"Affirmative Action policies at EPA lead to hiring less qualified employees." (Exhibit 4-13)


      Thirty-nine percent of all respondents feel that Affirmative Action  policies lead to hiring less
qualified employees.  Forty-seven percent of the White respondents feel this way, but only 16% of the
African American, 20% of the Hispanic,  34%  of the Asian or Pacific Islander, and 45% of the Native
American respondents agree.  Almost half (48%) of the males but less than a  third  (30%) of the
females responding feel that Affirmative Action policies lead to hiring less qualified employees. In the
Gender  by  Race analysis, more than half (53%) of White males feel that less qualified employees
would be hired; this drops down to 8% for African American males.

      Age makes some difference.  Forty-two percent of the respondents over 40 feel that the quality
of new  hires would be negatively affected, while  only 35% of the under 40 group  agree with  this
statement. There are only minor differences as a function of the other variables, with the exception of
Pay Plan/Grade level.  Here, only 26%  of the upper level management (EX, SES) feel that quality
would be negatively affected.  The other grades ranged from 32% for the GS-6 through GS-10, to 42%
for  the  GM, and 45%  for the GS-14 through GS-15 categories.  Over half (53%)  of the disabled
respondents  indicate that they  believe  Affirmative  Action policies lead to hiring less  qualified
employees.
                                            4-10

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    WESTAT
                                                        Exhibit 4-9
                       "Affirmative Action and Equal Employment Opportunity Programs at EPA
                                                 have been successful."
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
2,019 61%
1,059 67%
953 56%
1,597 70%
313 39%
31 46%
55 43%
5 42%
958 74%
44 28%
49 41 %
638 66%
268 42%
42 48%
1,028 63%
986 59%
425 53%
614 64%
967 63%
591 66%
1,424 59%
1,770 62%
211 53%
117 66%
277 54%
771 59%
210 59%
555 68%
59 56%
65 61 %
Disagree
Number Percent
1,290 39%
522 33%
764 44%
670 30%
484 61 %
37 54%
72 57%
7 58%
333 26%
116 73%
70 59%
336 34%
368 58%
46 52%
602 37%
684 41 %
371 47%
346 36%
563 37%
309 34%
974 41 %
1,082 38%
186 47%
60 34%
233 46%
530 41 %
143 41%
265 32%
46 44%
42 39%
Total
Number Percent
3,309 100%
1,581 100%
1,717 100%
2,267 100%
797 1 00%
68 100%
127 100%
1 2 1 00%
1,291 100%
160 100%
119 100%
974 100%
636 100%
88 100%
1,630 100%
1,670 100%
796 100%
960 100%
1,530 100%
900 100%
2,398 100%
2,852 100%
397 100%
177 100%
510 100%
1,301 100%
353 100%
820 1 00%
105 100%
107 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
9S2Q2.XLS
                                                      4-11
10/15/92

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    WESTAT
                                                       Exhibit 4-10
                                "EPA has a good record of actively recruiting women.
Respondent Characteristic
All Respondents 	
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American <4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
3.006 86%
1,553 93%
1 .443 79%
2,131 88%
665 81 %
54 81 %
109 88%
1 1 92%
1,301 94%
142 89%
99 88%
829 79%
522 79%
75 82%
1,524 87%
1,473 85%
676 82%
897 89%
1,413 86%
813 87%
2,185 86%
2,601 86%
353 85%
1 63 92%
451 83%
1,192 86%
322 86%
744 87%
86 83%
93 88%
Disagree
Number Percent
488 14%
109 7%
378 21 %
300 12%
153 19%
13 19%
15 12%
1 8%
77 6%
18 11%
13 12%
222 21 %
135 21%
16 18%
223 13%
263 15%
146 18%
112 1 1 %
228 14%
126 13%
358 14%
414 14%
64 15%
14 8%
91 17%
197 14%
52 14%
112 13%
18 17%
13 12%
Total
Number Percent
3,494 100%
1,662 100%
1,821 100%
2,431 100%
818 100%
67 100%
124 100%
12 100%
1,378 100%
160 100%
112 100%
1,051 100%
657 100%
91 100%
1,747 100%
1,736 100%
822 100%
1 ,009 1 00%
1,641 100%
939 100%
2,543 100%
3,015 100%
417 100%
1 77 1 00%
542 100%
1,389 100%
374 100%
856 100%
104 100%
106 100%
    Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian  or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
10S2Q3.XLS
                                                       4-12
10/15/92

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    WESTAT
                                                        Exhibit 4-11
                                "EPA has a good record of actively recruiting minorities."
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
2,171 63%
1,104 68%
1,062 59%
1,688 72%
355 42%
31 44%
68 52%
9 69%
990 74%
52 32%
54 45%
697 69%
303 45%
54 59%
1,092 63%
1,072 63%
529 63%
647 66%
981 62%
557 60%
1,608 64%
1,847 63%
281 64%
139 75%
337 61 %
867 64%
227 63%
524 63%
38 37%
74 70%
Disagree
Number Percent
1,267 37%
527 32%
734 41 %
655 28%
484 58%
39 56%
62 48%
4 31%
342 26%
113 68%
67 55%
312 31%
370 55%
38 41 %
629 37%
635 37%
311 - 37%
339 34%
608 38%
365 40%
897 36%
1,088 37%
1 58 36%
46 25%
215 39%
490 36%
131 37%
308 37%
66 63%
32 30%
Total
Number Percent
3,438 100%
1,631 100%
1,796 100%
2,343 100%
839 100%
70 100%
130 100%
13 100%
1,332 100%
165 100%
121 100%
1,009 100%
673 1 00%
92 100%
1,721 100%
1,707 100%
840 100%
986 100%
1,589 100%
922 100%
2,505 100%
2,935 100%
439 100%
1 85 1 00%
552 100%
1,357 100%
358 100%
832 100%
1 04 1 00%
106 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
11 S2Q4.XLS
                                                       4-13
                                                                                                           10/15/92

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   WESTAT
                                                       Exhibit 4-12
                              "EPA as a whole has a commitment to Affirmative Action.
Resoondent Characteristic
All Respondents 	
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
2,526 75%
1 ,344 82%
1,173 69%
2,009 86%
370 49%
35 53%
76 61%
11 92%
1 ,203 89%
69 43%
65 57%
804 81%
300 50%
57 64%
1,234 75%
1 ,284 75%
507 67%
743 76%
1,261 79%
760 82%
1,759 73%
2,228 77%
255 67%
112 69%
337 67%
971 74%
281 78%
700 82%
83 80%
75 69%
Disagree
Number Percent
823 25%
291 18%
529 31 %
340 14%
388 51%
31 47%
49 39%
1 8%
146 11%
92 57%
49 43%
193 19%
296 50%
32 36%
405 25%
417 25%
251 33%
237 24%
329 21%
172 18%
645 27%
683 23%
1 28 33%
50 31%
165 33%
349 26%
80 22%
150 18%
21 20%
34 31%
Total
Number Percent
3,349 100%
1,635 100%
1,702 100%
2,349 100%
758 100%
66 100%
125 100%
12 100%
1,349 100%
161 100%
114 100%
997 100%
596 100%
89 100%
1,639 100%
1,701 100%
758 100%
980 100%
1,590 100%
932 100%
2,404 100%
2,911 100%
383 100%
162 100%
502 100%
1,320 100%
361 100%
850 1 00%
104 100%
109 100%
    Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
12S2Q5.XLS
                                                      4-14
                                                                                                         10/15/92

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   WESTAT
                                                       Exhibit 4-13
                      "Affirmative Action policies at EPA lead to hiring less qualified employees.'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1,271 39%
769 48%
495 30%
1,073 47%
122 16%
13 20%
40 34%
5 45%
701 53%
13 8%
45 40%
370 38%
109 19%
13 16%
574 35%
691 42%
251 34%
381 39%
626 40%
373 41 %
892 38%
1,120 39%
1 34 37%
61 41%
156 32%
500 38%
163 45%
349 42%
27 26%
55 53%
Disagree
Number Percent
2,017 61%
847 52%
1,165 70%
1,230 53%
626 84%
52 80%
79 66%
6 55%
622 47%
152 92%
68 60%
607 62%
473 81 %
69 84%
1,059 65%
956 58%
477 66%
588 61%
943 60%
529 59%
1 ,483 62%
1 ,748 61 %
228 63%
89 59%
328 68%
818 62%
200 55%
474 58%
76 74%
49 47%
Total
Number Percent
3,288 100%
1,616 100%
1,660 100%
2,303 100%
748 100%
65 100%
119 100%
11 100%
1,323 100%
165 100%
113 100%
977 100%
582 100%
82 100%
1,633 100%
1,647 100%
728 100%
969 100%
1,569 100%
902 100%
2,375 100%
2,868 100%
362 100%
150 100%
484 100%
1,318 100%
363 100%
823 100%
103 100%
104 100%
    Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
13S2Q6.XLS
                                                      4-15
                                                                                                         10/15/92

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WESTAT
HYPOTHESIS 2.
Employees recognize numerous barriers that undermine the effectiveness of formal recruiting efforts.
 "Hot wiring"  (preselection) is seen as the most predominant and powerfiil  barrier to equality in
recruitment.   The predominance of preselection relates to the overriding desire to bring in candidates
that will "fit in".


"In filling jobs at EPA, competition is fair and open." (Exhibit 4-14)

      This issue tended to split most of the groups down the middle with slightly fewer than half of
the employees (48%) agreeing that in filling jobs at EPA, competition is fair and  open.   More men
(53%) than women (44%) agree with this statement.  While a slight majority of the White respondents
(54%) feel that competition is fair and open, well over half, from 59%  (Asian or Pacific Islander) to
65% (African American) of each minority group disagrees.  In the Gender by  Race analysis, 57% of
the White males feel that competition for jobs is fair; only 50% of the White females agree.  For the
minority respondents, agreement runs between 35% and 44%, with African American males having the
lowest level of agreement, and Other Minority females the highest.

      More  respondents under 40 years of age (53%) than those 40 years and older (44%) agree that
competition is fair and  open in filling jobs at the EPA. More respondents with  college degrees than
without feel that competition is fair and open (49% Bachelor's and 52% Master's Degree vs. 42% No
Degree).  Differences in opinion also appear hi some of the other categories.   People in management
feel  more positively about the fairness  of the selection  process, with  57%  of those classified  as
Supervisors and 75% of those hi senior management (EX,  SES) indicating that  competition is fair and
open. Only 46% of the non-Supervisors,  and 42% to 44%  of those hi grades GS-6 to GS-16 agree.


"Informal procedures exist at EPA that prevent equitable recruitment." (Exhibit 4-15)

       Two-thirds (67%) of the respondents feel that informal procedures exist at EPA which prevent
equitable recruitment. More females (73%) than males (62%), and more minority (74% to  83%) than
White (61 %) respondents feel this way.  While a majority of virtually all of the groups feel there are
inequities, the groups that have the largest number of respondents are African American females
(83%), African American males (82%), Other Minority females (78%), Other Minority males (75%),
those without college degrees  (77%), those ha non-Supervisory positions (71%), those in Support or
Clerical positions, those hi the lowest pay grades (69% to 76%), and those who are disabled (72%).
                                            4-16

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    WESTAT
                                                        Exhibit 4-14
                                   "In filling jobs at EPA, competition is fair and open.'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
1,790 48%
932 53%
851 44%
1,379 54%
308 35%
28 40%
54 41%
5 36%
824 57%
57 35%
45 37%
555 50%
250 36%
42 44%
982 53%
807 44%
373 42%
524 49%
885 52%
550 57%
1,239 46%
1,560 49%
1 96 43%
1 1 8 62%
256 43%
657 44%
164 42%
494 56%
79 75%
54 47%
Disagree
Number Percent
1 ,902 52%
81 1 47%
1,086 56%
1,180 46%
560 65%
42 60%
78 59%
9 64%
618 43%
107 65%
76 63%
560 50%
453 64%
53 56%
871 47%
1,023 56%
521 - 58%
547 51%
81 9 48%
416 43%
1 ,475 54%
1,603 51%
262 57%
71 38%
337 57%
824 56%
229 58%
387 44%
27 25%
60 53%
Total
Number Percent
3,692 100%
1,743 100%
1,937 100%
2,559 100%
868 100%
70 1 00%
132 100%
14 100%
1 ,442 1 00%
164 100%
121 100%
1,115 100%
703 100%
95 100%
1,853 100%
1,830 100%
894 100%
1,071 100%
1,704 100%
966 100%
2,714 100%
3,163 100%
458 100%
189 100%
593 100%
1,481 100%
393 100%
881 100%
106 100%
114 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to  Eaet Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
14S2Q1.XLS
                                                      4-17
10/15/92

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  WESTAT
                                                     Exhibit 4-15
                       "Informal procedures exist at EPA that prevent equitable recruitment."
Respondent Characteristic

Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AlIGM
All EX, SES
Disabled
Agree
Number Percent
2.396 67%
1,031 62%
1.356 73%
1,498 61%
704 83%
53 74%
93 77%
10 83%
796 58%
134 82%
88 75%
699 65%
569 83%
68 78%
1,213 68%
1,177 67%
659 77%
674 67%
1 ,046 63%
536 57%
1,851 71%
2,022 66%
332 76%
119 69%
431 76%
1,025 72%
259 68%
487 57%
46 45%
74 72%
Disagree
Number Percent
1,155 33%
644 38%
508 27%
951 39%
148 17%
19 26%
28 23%
2 17%
582 42%
29 18%
30 25%
369 35%
119 17%
19 22%
568 32%
582 33%
198 23%
338 33%
613 37%
402 43%
749 29%
1,032 34%
102 24%
54 31%
137 24%
400 28%
123 32%
363 43%
56 55%
29 28%
Total
Number Percent
3.551 100%
1,675 100%
1 ,864 1 00%
2,449 100%
852 100%
72 100%
121 100%
12 100%
1,378 100%
163 100%
118 1 00%
1,068 100%
688 100%
87 100%
1,781 100%
1,759 100%
857 100%
1,012 100%
1,659 100%
938 100%
2,600 100%
3,054 100%
434 100%
173 100%
568 100%
1,425 100%
382 100%
850 100%
102 100%
103 100%
    Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  'Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
15S2Q8.XLS
                                                      4-18
11/4/92

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WESTAT
HYPOTHESIS 3*.
Employees come to work at EPA for a variety of reasons.


"Why did you come to work at EPA?" (Exhibits 4-16 to 4-22)

      There are various reasons why people come to work at EPA (Exhibits 4-16 to 4-22).  The most
prevalent reasons considered  "important" by  all respondents  overall  are:  "to  help protect  the
environment" (65%),  to  accept "  a good position"  (65%),  "good benefits"  (46%),  "there was a
vacancy" (46%), and the "security of a government job" (43%).

      Some of these reasons do differ by gender. The reasons the majority of men give as important
are "to help protect the environment" (68%), and  to accept a "good position" (62%).  Although women
also feel that these two reasons are important, they have a wider range of reasons for joining EPA.  A
majority of women are attracted by a  "good position" (69%), to "protect the environment" (63%),
"good benefits" (56%), "there  was a vacancy" (54%), and "security of a government job" (51 %).  The
"convenience of the location"  shows gender differences  hi that while 61% of the women listed it as
important or somewhat important hi their decision to join EPA, only 38% of the men rated it in that
manner.

      While there is a great deal of overlap, the important reasons for joining EPA do vary across the
groups.  White respondents listed "protecting the environment" (71%), a  "good position" (66%), and
a "vacancy existed" (40%).   The top  reasons given  by African American   respondents are "good
benefits" (67%), a "vacancy existed" (65%), a "good position" (65%), and "security of a government
job" (64%).   Hispanic respondents listed "protecting the  environment"  (73%), a  "good position"
(56%), and  "good benefits" (49%). Asian or Pacific Islander respondents gave as their three most
important reasons: "protecting the environment" (73%), "security of a government job" (53%) , and a
"good position" (50%).  Native Americans had the same list: "protecting the environment" (77%), a
"good position" (69%), and "good benefits" (69%).

       The reasons  for coming to  work at EPA do not vary greatly with age. A large majority of
respondents in both groups (66% under 40 and 64% of respondents  40 years and older) indicated that
both "good position" and "help protect the environment" are  important factors hi coming to work for
the Agency.

      The key reasons for joining  EPA given by those  without college degrees are "good benefits"
(71%), the "security of a government job" (68%), "there was a vacancy"  (66%), and "good position"
(64%).   Those with  undergraduate and graduate  degrees come to  EPA  "to  help protect  the
environment", (67% and 75%  respectively), and  to accept a "good position"  (66% and 65%).  Those
in Professional or Technical jobs list the  same reasons  (69% and 66% respectively).   Those in the
Support or Clerical positions list "good benefits" (70%), "security of a government job" (68%),  and
the "existence of a vacancy" (67%) as their primary reasons for coming to EPA.
                                            4-19

-------
     WESTAT
                                                  Exhibit 4-16
                                    "Why did you come to work for EPA?'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Important
No. %
1,605 43%
624 35%
977 51 %
952 36%
525 64%
34 46%
69 53%
7 50%
479 33%
85 51%
54 45%
473 42%
440 67%
56 57%
834 43%
766 44%
578 68%
446 42%
571 33%
295 32%
1,301 47%
1,281 40%
295 68%
127 63%
336 59%
708 47%
124 31%
276 32%
12 12%
71 61 %
Somewhat
Important
No. %
1,365 37%
734 41 %
624 33%
1,058 41%
21 1 26%
30 41%
43 33%
5 36%
617 42%
61 37%
49 40%
440 39%
149 23%
29 30%
705 36%
654 37%
197 23%
409 38%
752 43%
377 41 %
983 36%
1,236 39%
99 23%
53 26%
146 26%
569 37%
1 88 47%
343 40%
40 40%
29 25%
Not
Important
No. %
727 20%
416 23%
307 16%
599 23%
86 10%
10 14%
19 15%
2 14%
375 25%
20 12%
18 15%
223 20%
66 10%
13 13%
399 21%
326 19%
76 9%
217 20%
429 24%
255 28%
471 17%
672 21%
40 9%
21 10%
88 15%
243 1 6%
85 21%
235 28%
47 47%
17 15%
Total
No. %
3,697 100%
1,774 100%
1,908 100%
2,609 100%
822 100%
74 100%
131 100%
14 100%
1,471 100%
166 100%
121 100%
1,136 100%
655 100%
98 100%
1,938 100%
1,746 100%
851 100%
1,072 100%
1,752 100%
927 100%
2,755 100%
3,189 100%
434 100%
201 100%
570 100%
1,520 100%
397 100%
854 100%
99 100%
117 100%
    Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
16S2Q14.XLS
                                                                                                         10/15/92
                                                      4-20

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    WESTAT
                                                   Exhibit 4-17
                                     "Why did you come to work for EPA?"
                                                  Good Position
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Important
No. %
2,408 65%
1 ,097 62%
1,301 69%
1,738 66%
531 65%
40 56%
63 50%
9 69%
917 62%
1 1 1 66%
59 51%
819 72%
419 65%
53 56%
1,279 66%
1,119 64%
532 64%
706 66%
1,153 65%
641 68%
1 ,758 64%
2,114 66%
254 60%
102 53%
369 66%
989 65%
246 62%
595 69%
69 68%
66 59%
Somewhat
Important
No. %
1,079 29%
572 32%
504 27%
753 29%
231 28%
28 39%
48 38%
4 31%
479 32%
46 27%
44 38%
274 24%
185 29%
36 38%
544 28%
535 31%
242 29%
312 29%
521 30%
251 27%
827 30%
916 29%
138 33%
74 38%
1 59 28%
450 30%
134 34%
225 26%
27 26%
41 37%
Not
Important
No. %
203 6%
110 6%
93 5%
132 5%
51 6%
4 6%
14 11%
0 0%
85 6%
11 7%
12 10%
47 4%
40 6%
6 6%
105 5%
97 6%
52 6%
58 5%
91 5%
50 5%
152 6%
167 5%
30 7%
18 9%
31 6%
80 5%
18 5%
45 5%
6 6%
5 4%
Total
No. %
3,690 100%
1 ,779 1 00%
1 ,898 1 00%
2,623 100%
813 100%
72 1 00%
125 100%
13 100%
1 ,481 1 00%
168 100%
115 100%
1,140 100%
644 1 00%
95 1 00%
1,928 100%
1,751 100%
826 100%
1,076 100%
1,765 100%
942 100%
2,737 100%
3,197 100%
422 1 00%
194 100%
559 100%
1,519 100%
398 100%
865 100%
102 100%
112 100%
      Notes:
       (1)  Some percentages may not add to exactly 100%, due to rounding.
       (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
       (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
           Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
       (4)  "Native American" includes American Indian, Eskimo, and Aleut.
       (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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    WESTAT
                                                  Exhibit 4-18
                                    "Why did you come to work for EPA?"
                                                 Good Benefits
Respondent Characteristic 	
All Respondents 	
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Important
No. %
1 ,660 46%
615 35%
1 ,040 56%
1,016 39%
535 67%
36 49%
45 36%
9 69%
478 33%
84 51%
46 39%
538 48%
450 71%
44 47%
915 48%
741 43%
585 71%
489 46%
575 33%
316 34%
1 ,337 50%
1,332 42%
291 70%
134 69%
356 64%
705 47%
130 33%
290 34%
18 19%
65 57%
Somewhat
Important
No. %
1,491 41%
840 48%
644 34%
1,181 46%
207 26%
26 36%
54 43%
3 23%
714 49%
71 43%
47 40%
465 42%
136 21%
36 38%
744 39%
744 43%
172 21%
455 43%
858 49%
438 47%
1,050 39%
1 ,389 44%
83 20%
31 16%
152 27%
634 42%
193 49%
409 48%
52 54%
33 29%
Not
Important
No. %
485 13%
299 17%
186 10%
380 15%
62 8%
11 15%
26 21%
1 8%
264 18%
10 6%
24 21%
116 10%
52 8%
14 15%
254 13%
230 13%
67 8%
112 1 1 %
303 17%
170 18%
314 12%
430 14%
42 1 0%
29 15%
46 8%
159 11%
68 17%
152 18%
27 28%
17 15%
Total
No. %
3,636 100%
1,754 100%
1,870 100%
2,577 100%
804 100%
73 100%
125 100%
13 100%
1 ,456 1 00%
165 100%
117 100%
1,119 100%
638 100%
94 100%
1,913 100%
1,715 100%
824 100%
1,056 100%
1,736 100%
924 100%
2,701 100%
3,151 100%
416 100%
194 100%
554 100%
1,498 100%
391 100%
851 100%
97 100%
115 100%
    Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregatione may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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    WESTAT
                                                  Exhibit 4-19
                                    "Why did you come to work for EPA?"
                                          Good Working Conditions
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-14toGS-16
AIIGM
All EX, SES
Disabled
Important
No. %
91 1 26%
317 18%
588 33%
446 18%
393 50%
23 35%
29 24%
6 50%
215 15%
70 43%
28 25%
230 22%
323 52%
30 34%
507 27%
401 24%
409 51%
231 23%
261 16%
132 15%
775 30%
654 22%
230 56%
113 58%
242 45%
353 25%
58 16%
124 15%
6 6%
35 32%
Somewhat
Important
No. %
1 ,533 44%
753 44%
777 43%
1,119 45%
314 40%
27 42%
55 45%
2 17%
626 44%
76 46%
44 40%
492 46%
237 38%
40 45%
797 43%
732 44%
323 40%
491 48%
716 43%
394 43%
1,135 44%
1,353 45%
1 53 37%
67 35%
218 41%
691 48%
140 38%
349 42%
43 45%
43 40%
Not
Important
No. %
1,071 30%
646 38%
423 24%
925 37%
78 1 0%
15 23%
38 31%
4 33%
585 41 %
18 11%
39 35%
340 32%
60 10%
18 20%
546 30%
524 32%
72 9%
296 29%
698 42%
381 42%
689 27%
1 ,032 34%
27 7%
14 7%
77 14%
387 27%
172 46%
365 44%
47 49%
30 28%
Total
No. %
3,515 100%
1,716 100%
1,788 100%
2,490 100%
785 100%
65 100%
1 22 1 00%
12 100%
1,426 100%
1 64 1 00%
111 100%
1,062 100%
620 100%
88 100%
1,850 100%
1,657 100%
804 100%
1,018 100%
1,675 100%
907 100%
2,599 100%
3,039 100%
410 100%
194 100%
537 100%
1,431 100%
370 100%
838 100%
96 100%
108 100%
    Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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    WESTAT
Exhibit 4-20
"Why did you come to work for EPA?
To Halo Protect the Environment
Respondent Characteristic 	
All Respondents 	
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Important
No. %
2.400 65%
1 ,220 68%
1,174 63%
1,876 71%
334 42%
53 73%
97 73%
10 77%
1,038 69%
81 49%
86 70%
837 73%
252 41 %
74 77%
1,264 66%
1,129 64%
333 41%
723 67%
1,338 75%
645 68%
1 ,748 64%
2,206 69%
157 39%
70 37%
301 55%
1,043 69%
296 73%
576 66%
76 75%
75 66%
Somewhat
Important
No. %
962 26%
446 25%
513 27%
604 23%
307 39%
15 21%
26 20%
1 8%
364 24%
57 35%
25 20%
240 21%
250 40%
17 18%
486 25%
475 27%
322 40%
270 25%
361 20%
241 25%
719 26%
773 24%
167 42%
73 38%
172 32%
366 24%
84 21%
235 27%
21 21%
25 22%
n
Not
Important
No. %
328 9%
136 8%
190 10%
159 6%
147 19%
5 7%
9 7%
2 15%
96 6%
27 16%
1 1 9%
62 5%
120 19%
5 5%
172 9%
1 54 9%
152 19%
88 8%
87 5%
67 7%
260 10%
240 7%
76 19%
48 25%
71 13%
110 7%
27 7%
64 7%
4 4%
13 12%

Total
No. %
3,690 100%
1,802 100%
1,877 100%
2,639 100%
788 100%
73 100%
132 100%
13 100%
1,498 100%
165 100%
122 100%
1,139 100%
622 100%
96 100%
1,922 100%
1,758 100%
807 100%
1,081 100%
1,786 100%
953 100%
2,727 1 00%
3,219 100%
400 100%
191 100%
544 1 00%
1,519 100%
407 1 00%
875 100%
101 100%
113 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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    WESTAT
                                                  Exhibit 4-21
                                    "Why did you come to work for EPA?*
                                             There was a Vacancy
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Important
No. %
1 ,677 46%
641 37%
1 ,028 54%
1,015 40%
549 65%
34 48%
46 36%
5 42%
515 36%
78 47%
41 36%
499 45%
470 70%
44 46%
825 44%
845 49%
569 66%
454 43%
642 38%
365 40%
1 ,307 48%
1,335 43%
302 67%
1 1 8 60%
361 62%
663 45%
147 39%
334 40%
28 29%
48 46%
Somewhat
Important
No. %
970 27%
490 29%
479 25%
725 29%
170 20%
14 20%
46 36%
7 58%
41 6 29%
37 22%
35 31%
309 28%
133 20%
32 33%
521 28%
448 26%
1 76 20%
302 29%
487 29%
275 30%
694 26%
862 28%
92 21 %
42 21%
133 23%
397 27%
94 25%
264 32%
26 27%
24 23%
Not
Important
No. %
978 27%
588 34%
388 20%
786 31 %
124 15%
23 32%
35 28%
0 0%
492 35%
51 31 %
38 33%
294 27%
73 1 1 %
20 21 %
537 29%
439 25%
115 13%
291 28%
567 33%
275 30%
699 26%
910 29%
54 12%
37 19%
87 15%
421 28%
137 36%
239 29%
43 44%
32 31%
Total
No. %
3,625 100%
1,719 100%
1,895 100%
2,526 100%
843 100%
71 100%
1 27 1 00%
12 100%
1,423 100%
166 100%
114 100%
1,102 100%
676 1 00%
96 100%
1,883 100%
1,732 100%
860 1 00%
1 ,047 1 00%
1,696 100%
915 100%
2,700 100%
3,107 100%
448 100%
197 100%
581 100%
1,481 100%
378 1 00%
837 100%
97 100%
104 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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    WESTAT
                                                 Exhibit 4-22
                                   "Why did you come to work for EPA?
                                             Convenient Location
Respondent Characteristic 	
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Important
No. %
738 21 %
1 84 1 1 %
553 30%
295 12%
400 49%
12 17%
22 18%
1 8%
116 8%
47 29%
19 17%
179 17%
352 54%
16 17%
400 21%
333 20%
399 49%
155 15%
179 11%
115 13%
620 24%
477 1 6%
242 56%
97 49%
231 42%
260 18%
43 12%
97 12%
2 2%
22 21%
Somewhat
Important
No. %
1 ,024 29%
460 27%
557 31%
715 29%
231 28%
22 31%
33 27%
5 42%
374 26%
54 33%
25 23%
339 32%
1 77 27%
35 38%
550 29%
473 28%
223 27%
337 33%
456 27%
238 26%
783 30%
903 30%
103 24%
52 26%
137 25%
466 32%
1 1 1 30%
231 28%
12 13%
31 30%
Not
Important
No. %
1,776 50%
1,063 62%
710 39%
1,473 59%
180 22%
36 51 %
66 55%
6 50%
928 65%
63 38%
66 60%
545 51%
117 18%
42 45%
915 49%
859 52%
198 24%
534 52%
1,039 62%
557 61 %
1,216 46%
1,663 55%
84 20%
50 25%
183 33%
710 49%
21 9 59%
505 61%
82 85%
52 50%
Total
No. %
3,538 100%
1,707 100%
1,820 100%
2,483 100%
811 100%
70 100%
121 100%
12 100%
1,418 100%
164 100%
110 100%
1,063 100%
646 100%
93 100%
1,865 100%
1,665 100%
820 100%
1,026 100%
1,674 100%
910 100%
2,619 100%
3,043 100%
429 100%
199 100%
551 100%
1,436 100%
373 100%
833 100%
96 100%
105 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to  East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                                      4-26

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WESTAT
4.3 Training and Employee Development


HYPOTHESIS 4.
Opportunities for training at all levels are seen as limited by budget and time constraints  which are
independent of a per son's cultural background.


"I am given adequate opportunity to participate in training programs at EPA." (Exhibit 4-23)

       Three-quarters (75%) of the respondents agree there are adequate opportunities to participate in
training at EPA.   There are  no gender differences, little difference in race, with  the exception of
Native Americans, where only 53% of the 15 respondents agree.  All of the levels of agreement are at
or above 70%, except for the Native American group and those in the disabled category (60%).  Those
categories which go above the 75% level of agreement are male and female African  Americans (79%
and  78%), those under  40 (77%), those with  no  college degree (80%),  those with supervisory
responsibilities (78%), those in the Support or Clerical positions (78%),  and those in the folio whig pay
grades: wage and GS-1 through GS-5 grades  (76%),  GS-6 to GS-10 (80%), GM (76%), and EX/SES
(92%).


"EPA is adequately preparing me for higher level  positions  within the organization." (Exhibit 4-
24)

       Over half of the respondents (56%), feel that they are not being adequately prepared for higher
level positions within EPA. With few exceptions, as noted in the Exhibit, most  groups disagree with
this statement, with percentages ranging from 40% to 67%.  The only exceptions are Supervisors who
split 50% on both sides of the issue, those under  40 (52% agree), and those hi the EX/SES pay plans
(60% agree).  Those groups with the highest rates of disagreement are Native Americans (67%), Asian
or Pacific Islanders (66%),  Other Minority males (66%), and those  in the GS-14 to GS-16 pay grade
(66%).


"Training is provided to EPA employees regardless of age." (Exhibit 4-25)

       There  is strong agreement that  age  is no barrier to training  with 87% of the respondents
overall in agreement with this  statement.  The percent of agreement ranges from 80% to 92% for all of
the categories  except two. Since the response fo this  item can be  related to the age of the respondent,
the analysis by age was done by decades, instead of by an  under  and  40 years and older age split.
Those in the 50 or over  category,  though still highly in agreement (76%), are  lower than the other
categories of respondents. Those hi the Disabled category are second lowest at 77%.


"There are barriers at EPA for women  to receive training." (Exhibit 4-26)

       For the most part,  there are similar  strong feelings that gender is not  a  factor hi receiving
training at EPA, and that being female is not a barrier.  Eighty-eight percent of the respondents feel
that there are no barriers  at EPA for women to  receive training. While  fewer women (83%) than men
(94%) feel this way, this still leaves only 17%  of the female respondents indicating that there are
barriers.  African Americans (78%), both male (79%) and female (77%), have the lowest percentage of
disagreement with this  item.  This means that  over 20% of respondents in these categories feel that
                                            4-77

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WESTAT


there are barriers for women.  Twenty-one percent of those in the Support or Clerical positions and
20% of those in the lowest pay grades also feel that barriers exist. There is obviously a relationship
among these four groups since African American females fill  a  majority of the Support or Clerical
positions.


"There are barriers at EPA for minorities to receive training." (Exhibit 4-27)

      Eighty-four  percent  of the respondents feel  there are no barriers for minorities to  receive
training at EPA.  While most of the  respondents, both male and female,  feel there are no barriers,
more women (21%) than men (10%)  feel  there are barriers.  Response differences by Race are also
apparent.  White males overwhelmingly (95%) feel there are no barriers with white females (90%) not
far behind.  At the other end of the spectrum are African American males and  females, where 38% of
the males and 35% of the females feel there are barriers to minorities receiving  training.

      There are no differences hi responses by Age, but differences do show up in several of the other
variables. The individuals  who feel that there are barriers to minorities receiving training tend to be
those with no college degrees, those in non-Supervisory positions, hi Support or Clerical jobs, and hi
the lower grades (Wage Grade, GS-1 to GS-10).


"I have knowledge of the training programs offered at EPA." (Exhibit 4-28)

      Knowledge of the training programs  offered at EPA seems to be generally available with 86% of
the respondents hi agreement with this  statement.  The members of most of the  racial groups agree that
they have such knowledge.  This  agreement ranges from 86%  for both White and African American
respondents, down to 73%  for Native  Americans. While most of the differences are small, minority
respondents  tend  to be slightly less positive than  White  respondents.   Those hi supervisory  and
management (GM, EX, SES) positions tended to be more positive about this  issue (92% agreement)
than other respondents.


"Training at EPA is designed with concern for the diverse cultural backgrounds of its employees."
(Exhibit 4-29)

      Over  half (56%) of  the respondents do not agree that training is designed with concern for
diverse cultural backgrounds.  The groups showing the most  negative feelings  about this  issue are
members of all of the  minority groups, with percentages of "disagree"  with  this item ranging from
60% for African American  females to  81% for Asian or Pacific Islanders and Other Minority males.
However, a  majority of those in the lowest  pay grades and in the Support or Clerical positions feel that
the training does have concern for  cultural diversity.


"Do you feel your supervisor is interested in your career development and advancement?" (Exhibit
4-30)

      Only  55%  of the respondents  overall feel that their supervisor  is interested  in their career
development and advancement.  As a group, the Native Americans feel the most negatively, with only
27% of the  respondents feeling that their supervisor was interested in their career.  (Note,  however,*
that there are only  15 responses hi  that  category.)  Those who feel  most positively about  their
supervisor's  interest hi  then- career are those hi the EX,  SES Pay Plan (63%),  those under 40 years of
                                             4-28

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WESTAT
age (62%), Hispanics (59%), and White females (58%) and White males (57%).


"Based on your own experience as an  employee, how would you describe EPA's commitment to
staff training and development?" (Exhibit 4-31)

      In general,  most respondents feel that EPA is  "Somewhat Committed" to staff training  and
development with 54% of the respondents selecting this option; 26% selecting "Committed", and 19%
selecting "Not Committed".  The data on this item are very consistent across racial groups, with the
"Somewhat Committed" choice selected between 54% and 56% with only three exceptions - Hispanics
(60%), Native Americans (47%), and Other Minority Females (60%).
                                           4-29

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    WESTAT
                                                      Exhibit 4-23
              "I am given adequate opportunity to participate in training programs at EPA."
Respondent Characteristic
All Respondents 	
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Aaree
Number Percent
2,940 75%
1 ,385 75%
1,544 75%
2,022 75%
725 78%
57 75%
99 70%
8 53%
1,146 75%
139 79%
91 71 %
875 74%
585 78%
73 71%
1,539 77%
1,394 73%
754 80%
833 74%
1,334 73%
775 78%
2,155 74%
2,503 75%
380 78%
1 55 76%
505 80%
1,137 72%
315 75%
687 76%
98 92%
70 60%
Disagree
Number Percent
972 25%
458 25%
512 25%
681 25%
202 22%
19 25%
42 30%
7 47%
374 25%
38 21%
38 29%
306 26%
1 64 22%
30 29%
456 23%
511 27%
1 93 - 20%
288 26%
486 27%
215 22%
754 26%
849 25%
105 22%
50 24%
129 20%
446 28%
107 25%
214 24%
9 8%
47 40%
Total
Number Percent
3,912 100%
1,843 100%
2,056 1 00%
2,703 100%
927 100%
76 100%
141 100%
1 5 1 00%
1,520 100%
177 100%
129 100%
1,181 100%
749 100%
103 100%
1,995 100%
1,905 100%
947 100%
1,121 100%
1,820 100%
990 100%
2,909 100%
3,352 100%
485 100%
205 100%
634 100%
1,583 100%
422 100%
901 100%
107 100%
117 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
23S3Q1.XLS
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                                                                                                          10/15/92

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                                                       Exhibit 4-24
           "EPA is adequately preparing me for higher level positions within the organization."
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan. Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1 ,697 44%
777 43%
915 46%
1 ,222 46%
390 43%
28 38%
46 34%
5 33%
664 45%
62 36%
43 34%
558 48%
317 44%
36 36%
1,012 52%
682 37%
436 47%
509 46%
743 42%
489 50%
1,204 43%
1,482 45%
1 88 40%
94 48%
296 48%
665 43%
140 34%
413 46%
62 60%
43 37%
Disagree
Number Percent
2,118 56%
1,020 57%
1,091 54%
1 ,422 54%
517 57%
45 62%
91 66%
10 67%
819 55%
110 64%
82 66%
601 52%
407 56%
64 64%
935 48%
1,174 63%
482 53%
587 54%
1 ,036 58%
487 50%
1 ,624 57%
1,791 55%
282 60%
102 52%
317 52%
881 57%
270 66%
477 54%
41 40%
72 63%
Total
Number Percent
3,815 100%
1,797 100%
2,006 100%
2,644 100%
907 100%
73 100%
137 100%
15 100%
1,483 100%
172 100%
125 100%
1,159 100%
724 100%
100 100%
1,947 100%
1,856 100%
918 100%
1,096 100%
1,779 100%
976 100%
2,828 100%
3,273 100%
470 100%
196 100%
613 100%
1,546 100%
410 100%
890 100%
103 100%
115 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander"  refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamenian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
24S3Q2.XLS
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                                                      Exhibit 4-25
                       "Training is provided to EPA employees regardless of age.
Respondent Characteristic
AH Respondents 	 	
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 30 Years
30-39 Years
40-49 Years
50 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
3.204 87%
1,515 88%
1 ,679 87%
2,242 89%
747 86%
57 81%
109 83%
1 2 80%
1 ,272 89%
130 80%
100 83%
969 88%
616 87%
78 81 %
647 91%
1,054 92%
1,075 86%
422 76%
804 89%
930 88%
1 ,450 86%
861 90%
2,334 87%
2,736 87%
409 88%
171 88%
530 89%
1,271 86%
317 84%
777 89%
93 89%
85 77%
Disagree
Number Percent
463 13%
214 12%
248 13%
290 1 1 %
125 14%
13 19%
23 17%
3 20%
159 11%
32 20%
21 17%
130 12%
93 13%
18 19%
61 9%
93 8%
177 14%
130 24%
102 11%
127 12%
233 14%
99 10%
362 13%
401 13%
56 12%
24 12%
64 1 1 %
1 99 1 4%
60 1 6%
96 1 1 %
12 11%
26 23%
Total
Number Percent
3,667 100%
1,729 100%
1,927 100%
2,532 100%
872 1 00%
70 100%
132 100%
15 100%
1,431 100%
162 100%
121 100%
1,099 100%
709 100%
96 100%
708 100%
1,147 100%
1,252 100%
552 100%
906 1 00%
1,057 100%
1,683 100%
960 100%
2,696 100%
3,137 100%
465 1 00%
195 100%
594 1 00%
1,470 100%
377 100%
873 100%
105 100%
111 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
25S3Q5.XLS
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                                                       Exhibit 4-26
                               "There are barriers at EPA for women to receive training.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
411 12%
96 6%
313 17%
194 8%
185 22%
10 16%
12 10%
2 14%
57 4%
31 21 %
7 7%
136 12%
154 2.3%
17 18%
192 11%
216 12%
161 19%
92 9%
154 9%
72 8%
336 13%
304 10%
93 21%
36 20%
103 18%
1 57 1 1 %
30 8%
66 8%
10 10%
18 16%
Disagree
Number Percent
3,138 88%
1 ,548 94%
1,581 83%
2,294 92%
638 78%
54 84%
106 90%
12 86%
1 ,322 96%
118 79%
95 93%
971 88%
519 77%
77 82%
1,601 89%
1,530 88%
708 - 81%
931 91%
1,482 91%
873 92%
2,257 87%
2,737 90%
354 79%
147 80%
462 82%
1,255 89%
334 92%
802 92%
95 90%
92 84%
Total
Number Percent
3,549 100%
1,644 100%
1,894 100%
2,488 100%
823 100%
64 100%
118 100%
14 100%
1,379 100%
149 100%
102 100%
1,107 100%
673 100%
94 100%
1,793 100%
1,746 100%
869 100%
1,023 100%
1,636 100%
945 100%
2,593 100%
3,041 100%
447 100%
1 83 1 00%
565 100%
1,412 100%
364 100%
868 100%
105 100%
110 100%
     Notes:
      (1) Some percentages may not add to exactly 100%, due to rounding.
      (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
      (3) "Asian or Pacific Islander" refers to  East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
      (4) "Native American" includes American Indian, Eskimo, and Aleut.
      (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                                        Exhibit 4-27
                              "There are barriers at EPA for minorities to receive training.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
560 16%
172 10%
386 21%
1 83 7%
302 36%
20 29%
41 32%
3 21%
72 5%
63 38%
36 31 %
110 10%
239 35%
28 30%
264 15%
294 17%
211 24%
132 13%
213 13%
96 10%
461 18%
420 14%
122 27%
48 26%
143 25%
220 16%
41 1 1 %
81 9%
16 15%
23 21%
Disagree
Number Percent
2,974 84%
1 ,497 90%
1,469 79%
2,259 93%
537 64%
50 71%
86 68%
11 79%
1,302 95%
101 62%
81 69%
956 90%
435 65%
66 70%
1,520 85%
1 ,446 83%
665 76%
883 87%
1,420 87%
836 90%
2,131 82%
2,607 86%
323 73%
135 74%
423 75%
1,188 84%
322 89%
776 91%
89 85%
87 79%
Total
Number Percent
3,534 100%
1,669 100%
1,855 100%
2,442 100%
839 100%
70 100%
127 100%
14 100%
1,374 100%
164 100%
117 100%
1,066 100%
674 1 00%
94 100%
1,784 100%
1,740 100%
876 100%
1,015 100%
1,633 100%
932 100%
2,592 100%
3,027 100%
445 100%
183 100%
566 100%
1,408 100%
363 100%
857 1 00%
105 100%
110 1 00%
     Notes:
      (1) Some percentages may not add to exactly 100%, due to rounding.
      (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
      (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
      (4) "Native American" includes American Indian, Eskimo, and Aleut.
      (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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    WESTAT
                                                       Exhibit 4-28
                             "I have knowledge of the training programs offered at EPA.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
3,309 86%
1,582 87%
1,716 85%
2,311 86%
779 86%
63 83%
107 79%
1 1 73%
1,326 88%
143 82%
100 81%
982 84%
635 87%
81 79%
1,660 84%
1 ,639 87%
831 89%
948 85%
1,511 84%
901 92%
2,396 84%
2,835 86%
417 88%
164 84%
547 87%
1,304 83%
332 81 %
822 92%
98 92%
90 77%
Disagree
Number Percent
550 14%
237 13%
311 15%
368 14%
126 14%
13 17%
29 21%
4 27%
178 12%
31 18%
24 19%
1 90 1 6%
95 13%
22 21 %
310 16%
239 13%
1 02 1 1 %
161 15%
283 16%
82 8%
468 16%
479 14%
57 12%
32 16%
80 13%
263 17%
78 19%
74 8%
8 8%
27 23%
Total
Number Percent
3,859 100%
1,819 100%
2,027 100%
2,679 100%
905 100%
76 100%
136 100%
15 100%
1,504 100%
174 100%
124 100%
1,172 100%
730 100%
103 100%
1 ,970 1 00%
1,878 100%
933 100%
1,109 100%
1,794 100%
983 1 00%
2,864 100%
3,314 100%
474 100%
1 96 1 00%
627 100%
1,567 100%
410 100%
896 100%
106 100%
117 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                                   Exhibit 4-29
  "Training at EPA is designed with concern for the diverse cultural backgrounds of its employees.*
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1 .397 44%
682 46%
711 43%
1 ,040 50%
302 37%
15 22%
23 1 9%
4 29%
613 52%
42 26%
21 19%
426 47%
259 40%
21 23%
727 46%
666 43%
395 49%
403 44%
589 42%
380 45%
1,014 44%
1,148 43%
223 54%
104 59%
238 47%
535 42%
123 39%
337 44%
35 38%
45 44%
Disagree
Number Percent
1 .755 56%
790 54%
959 57%
1 ,055 50%
508 63%
52 78%
100 81%
10 71%
569 48%
121 74%
92 81 %
486 53%
387 60%
70 77%
861 54%
892 57%
410 -51%
508 56%
827 58%
458 55%
1,290 56%
1,531 57%
191 46%
71 41%
269 53%
725 58%
189 61%
424 56%
58 62%
58 56%
Total
Number Percent
3,152 100%
1,472 100%
1,670 100%
2,095 100%
810 100%
67 100%
123 100%
14 100%
1,182 100%
163 100%
113 100%
912 100%
646 100%
91 100%
1,588 100%
1,558 100%
805 100%
911 100%
1,416 100%
838 100%
2,304 100%
2,679 100%
414 100%
1 75 1 00%
507 1 00%
1,260 100%
312 100%
761 100%
93 100%
103 100%
 Notes:
  (1)  Some percentages may not add to exactly 100%, due to rounding.
  (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
  (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
      Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
  (4)  "Native American" includes American Indian, Eskimo, and Aleut.
  (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                                      Exhibit 4-30
      "Do you feel that your supervisor is interested in your career development and advancement?'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-14toGS-16
AIIGM
All EX, SES
Disabled
Agree
Number Percent
2,085 55%
982 55%
1 ,098 54%
1,520 57%
450 50%
42 59%
56 41 %
4 27%
840 57%
81 48%
55 44%
679 58%
368 51%
47 47%
1,219 62%
863 46%
518 56%
623 56%
935 53%
535 56%
1,546 54%
1,790 55%
250 53%
1 20 60%
374 61%
837 54%
1 85 44%
470 54%
65 63%
50 43%
Disagree
Number Percent
1,737 45%
81 1 45%
918 46%
1,133 43%
445 50%
29 41 %
82 59%
1 1 73%
641 43%
89 52%
70 56%
490 42%
356 49%
52 53%
733 38%
995 54%
402 44%
484 44%
838 47%
425 44%
1 ,304 46%
1,487 45%
221 47%
81 40%
240 39%
716 46%
232 56%
406 46%
38 37%
66 57%
Total
Number Percent
3,822 100%
1,793 100%
2,016 100%
2,653 100%
895 100%
71 100%
138 100%
15 100%
1,481 100%
170 100%
125 100%
1,169 100%
724 1 00%
99 1 00%
1,952 100%
1,858 100%
920 100%
1,107 100%
1,773 100%
960 100%
2,850 100%
3,277 100%
471 100%
201 100%
614 100%
1,553 100%
417 100%
876 100%
103 100%
116 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
30S3Q19.XLS
                                                      4-37
10/15/92

-------
                                                          Exhibit 4-31
        "Based on your own experiences as an employee, how would you describe EPA's commitment to staff training and development?"
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Committed
Number Percent
1,012 26%
492 27%
517 25%
723 27%
236 26%
14 19%
29 22%
3 20%
423 28%
39 22%
29 23%
300 25%
196 27%
17 18%
571 29%
440 23%
270 29%
310 28%
428 24%
283 29%
725 25%
853 26%
139 29%
Somewhat Committed
Number Percent
2,115 54%
1 ,000 55%
1,108 54%
1,465 54%
497 54%
44 60%
74 55%
7 47%
826 55%
97 55%
67 54%
638 54%
400 54%
58 60%
1,074 54%
1 ,034 55%
514 55%
602 54%
985 55%
546 56%
1 ,563 54%
1,815 55%
261 54%
Not Committed
Number Percent
754 19%
338 18%
412 20%
506 19%
1 82 20%
15 21%
31 23%
5 33%
263 17%
41 23%
29 23%
241 20%
141 19%
22 23%
336 17%
415 22%
152 16%
203 18%
393 22%
152 15%
599 21%
655 20%
81 17%
Total
Number Percent
3,881 100%
1,830 100%
2,037 100%
2,694 100%
915 100%
73 100%
134 100%
15 100%
1,512 100%
177 100%
125 100%
1,179 100%
737 100%
97 100%
1,981 100%
1,889 100%
936 100%
1,115 100%
1,806 100%
981 100%
2,887 100%
3,323 100%
481 100%
31S3Q23.XLS
1 on 5/92

-------
                                                                Exhibit 4-31 (Continued)
         "Based on your own experiences as an employee, how would you describe EPA's commitment to staff training and development?"
Respondent Characteristic
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Committed
Number Percent
74 36%
1 87 30%
372 24%
79 19%
245 27%
40 37%
28 23%
Somewhat Committed
Number Percent
94 46%
346 55%
848 54%
229 55%
511 57%
57 53%
54 45%
Not Committed
Number Percent
35 17%
93 1 5%
358 23%
107 26%
139 16%
10 9%
38 32%
Total
Number Percent
203 100%
626 100%
1,578 100%
415 100%
895 100%
107 100%
120 100%
£
VO
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counte for dieaggregatione may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
31S3Q23.XLS
                                                                                                                                                     10/15/92

-------
WESTAT
HYPOTHESIS 5.
Mentoring is an important form of career development which happens too infrequently, particularly
among minority individuals.


"Mentoring, coaching, or one-on-one training is: "(Exhibit 4-32).

      In this question respondents were asked to check all of the alternatives that apply to them. The
percentages  are  based on the percent of people who responded  to  the  survey  who selected that
particular alternative response.  Since not everyone responded to this item, and each individual could
give more than one response, the percentages may total more or less than 100%.

      The results dealing with mentoring display  a wide spectrum of feelings.  Overall, 34% feel that
it (mentoring) is "available if requested", 34%  say they "have never heard of it", and 12% indicate that
they "have no interest in it".  Some respondents (11%) stated that it  (mentoring) is "difficult for
minorities to obtain", and 4% feel it is "reserved only for White males". The response pattern of the
females is very  close to the total respondent results.  The male responses show  some difference, with
31% who feel "it is available", 8% who feel it  is "difficult for minorities to obtain", and 1% who
indicate it is "reserved only for White males."

      About 25% of the respondents from all of the minority groups (other than Native American) feel
that mentoring is difficult for them to  obtain.  Asian or Pacific Islander respondents feel that mentoring
is  "available to them"  (28%), and yet they feel that it is "difficult for minorities to obtain"  (24%).
African American respondents are split: 33%  feel  it is  "available to them", and 33% say it is
something they  "have never heard of.  Hispanic respondents split 30%  and 38% on those same two
categories.   In the Race by Gender analysis, most White male and  female  (67% to 73%), and Other
Minority female (65%) responses are distributed between the same two categories.  Other minority
males  and  African  American males  and females heavily distribute their  responses between three
categories: "difficult for minorities to  obtain",  "available to them", and "never heard of it".

      Fewer respondents over 40 than under the age of 40 feel mentoring is available to them (29% vs
39%).    Access to a  mentor also decreases with increasing Educational Levels,  those hi Non-
Supervisory Status positions, and for Pay Grades GS-14 through GS-16.


"During your career at EPA, have you had a mentor, coach, or someone especially interested in
your career development?" (Exhibit  4-33)

      Only  35% of the total respondents have  ever "had  a mentor,  coach,  or someone especially
interested" in their career development.  More females than males have had mentors (40% vs. 29%).
Despite the feelings that mentors are  not available to minorities, there  is very little difference among
the race categories, except for Asian or  Pacific Islanders, as to the percent of respondents who have
had  a  mentor during their career.   The percentages who  have had  mentors  are  36% for African
American, 35%  for White, and 33% for Hispanic respondents.  Only 24% of the Asian or Pacific
Islander respondents reported having had a mentor.

      In the Gender by Race analysis, females in all three racial  categories have a  higher percentage
reporting a  mentor.  In the other categories of respondent characteristics shown in Exhibit 4-33, fewer
respondents  over the age of 40, those with Master's Degrees, in Support or Clerical positions, and in
grades  GS-14 to GS-16 report having  mentors.
                                             4-40

-------
                                                                    Exhibit 4-32
                                                    "Mentoring, coaching, or one-on-one training is:"

Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Available
to me if 1
request it
Number Percent
1,359 34%
588 31%
768 37%
973 35%
308 33%
23 30%
40 28%
3 19%
507 33%
42 23%
34 26%
466 39%
265 35%
32 30%
789 39%
566 29%
371 38%
395 35%
586 32%
393 39%
963 32%
Difficult for
minorities to
obtain
Number Percent
422 1 1 %
149 8%
269 13%
125 5%
235 25%
19 25%
34 24%
0 0%
47 3%
67 37%
33 25%
77 6%
168 22%
20 19%
197 10%
222 1 1 %
114 12%
1 29 11 %
173 9%
90 9%
330 1 1 %
Not something
in which 1 am
interested in
Number Percent
488 12%
299 16%
187 9%
399 14%
64 7%
5 7%
12 8%
1 6%
273 18%
14 8%
11 8%
126 10%
50 7%
7 7%
1 83 9%
305 16%
106 11%
141 12%
239 13%
166 17%
318 11%
Reserved
only for
White males
Number Percent
1 59 4%
27 1 %
131 6%
82 3%
56 6%
6 8%
9 6%
1 6%
6 0%
1 1 6%
9 7%
76 6%
45 6%
7 7%
72 4%
87 4%
36 4%
41 4%
80 4%
26 3%
131 4%
Something about
which I've
never heard
Number Percent
1,359 34%
658 35%
699 33%
941 34%
308 33%
29 38%
57 40%
9 56%
532 34%
61 34%
58 45%
408 34%
247 32%
37 35%
715 35%
638 33%
325 34%
389 34%
641 35%
224 22%
1,132 38%
32S3Q13.XLS
10/15/92

-------
                                                                              Exhibit 4-32 (Continued)
                                                                 "Mentoring, coaching,  or one-on-one training is:"

Respondent Characteristic
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Available
to me if 1
request it
Number Percent
1,154 34%
1 74 35%
94 44%
237 37%
5QO 31%
1 18 28%
338 37%
55 51%
36 30%
Difficult for
minorities to
obtain
Number Percent
356 10%
61 12%
1 2 6%
87 14%
190 12%
30 7%
82 9%
15 14%
13 11%
Not something
in which 1 am
interested in
Number Percent
420 12%
57 1 1 %
1 8 8%
52 8%
151 9%
79 1 8%
154 17%
21 19%
14 11%
Reserved
only for
White males
Number Percent
140 4%
17 3%
3 1%
26 4%
74 5%
26 6%
28 3%
1 1%
8 7%
Something about
which I've
never heard
Number Percent
1,151 34%
184 37%
74 35%
231 36%
629 39%
169 39%
224 25%
10 9%
42 34%
     Notes:
      (1)  Some percentages may not add to exactly 100%, due to rounding.
      (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
      (3)  "Asian  or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
          Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
      (4)  "Native American" includes American Indian, Eskimo, and Aleut.
      (5)  "Other  Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
      (6) Percents do not add to 100% due to multiple responses and item non-reponse.
      (7) Bases for percents  are total number of respondents to the questionnaire with the cheracterisics for the run.
3953Q13 X«.S
10/15/92

-------
     WESTAT
                                                      Exhibit 4-33
                        "During your career at EPA, have you had a mentor, coach, or someone
                                  especially interested in your career development?"
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Yes
Number Percent
1,367 35%
537 29%
825 40%
950 35%
336 36%
25 33%
34 24%
5 33%
454 30%
56 32%
23 18%
495 41 %
280 38%
41 40%
796 40%
569 30%
354 38%
413 37%
592 32%
389 40%
977 33%
1,197 36%
138 29%
76 37%
226 36%
540 34%
109 26%
337 38%
64 60%
38 32%
No
Number Percent
2,553 65%
1,305 71%
1 ,239 60%
1,766 65%
587 64%
50 67%
107 76%
10 67%
1,066 70%
121 68%
106 82%
698 59%
465 62%
61 60%
1,204 60%
1,338 70%
590 " 63%
717 63%
1 ,230 68%
595 60%
1,946 67%
2,162 64%
344 71%
131 63%
403 64%
1 ,060 66%
312 74%
561 62%
42 40%
82 68%
Total
Number Percent
3,920 100%
1 ,842 1 00%
2,064 100%
2,716 100%
923 100%
75 100%
141 100%
15 100%
1,520 100%
177 100%
129 100%
1,193 100%
745 1 00%
102 100%
2,000 100%
1,907 100%
944 100%
1,130 100%
1,822 100%
984 1 00%
2,923 100%
3,359 100%
482 100%
207 100%
629 100%
1,600 100%
421 100%
898 100%
106 100%
120 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
33S3Q14.XLS
                                                      4-43
10/15/92

-------
WESTAT
4.4 Promotion


HYPOTHESIS 6.
All professionals recognize the existence of opportunities to advance from entry level to GS-13 without
major hindrances; the key factors are seen to be personal initiative and general competence.


"Have you ever been promoted at EPA?" (Exhibit 4-34)

      Overall, 77% of the respondents report having been promoted at EPA.   The promotion rate
(those respondents reporting they have been promoted at EPA) among the members  of the different
groups is fairly comparable with one exception. Promotion rates vary from 75% for Hispanics, 77%
for Whites, and 81% for African Americans.   Asian or Pacific Islander group members are much
lower with a reported promotion rate of only 64%.  Employees without a college degree have a higher
promotion rate than do those  with a  college  degree (83% vs. 75% for those with undergraduate
degrees, and 76% for those with graduate degrees).


"There is equitable promotion up to the GS/GM-13 level." (Exhibit 4-35)

      Sixty-eight percent of the respondents indicate that they feel that there is equitable promotion up
to the GS/GM-13 level.   More men  (76%) than women (61%) agree.  However,  there are large
differences of opinion  among the different groups  of  respondents.    While 79%  of the White
respondents agree that there is equitable promotion at this level, only 39% of African Americans do.
Native Americans (50%), Hispanics (58%), and Asians or Pacific Islanders (74%) fall in between these
two extremes.

      The Gender by Race analysis shows  that a large percentage of African Americans, both male
(62%) and female  (61%), feel that there  is not equitable promotion up to the  GS/GM-13 level.
Another group where a majority of respondents do not agree are those hi Support or Clerical positions
(57%). Those with no college degree,  and those in the GS-6 to GS-10 grades are evenly split between
agree and disagree.
                                           4-44

-------
   WESTAT
                                                      Exhibit 4-34
                                       "Have you ever been promoted at EPA?"
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Gender and Race
Male, White
Male, African American
Male, Other Minority (4)
Female, White
Female, African American
Female, Qther Minority (4)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Yes
Number Percent
3,048 77%
1,402 76%
1,637 79%
2,100 77%
751 81%
56 75%
90 64%
1,174 77%
134 75%
79 62%
924 77%
616 82%
79 77%
1,472 73%
1,566 81%
792 83%
844 75%
1,391 76%
872 88%
2,166 74%
2,621 78%
375 76%
112 54%
458 72%
1,216 76%
343 81%
784 87%
93 86%
99 83%
No
Number Percent
891 23%
448 24%
439 21%
629 23%
179 19%
19 25%
50 36%
354 23%
44 25%
48 38%
274 23%
135 18%
24 23%
533 27%
356 19%
162 17%
286 25%
441 24%
119 12%
769 26%
750 22%
1 1 6 24%
96 46%
178 28%
385 24%
83 1 9%
116 13%
15 14%
21 18%
Total
Number Percent
3,939 100%
1,850 100%
2,076 100%
2,729 100%
930 100%
75 100%
140 100%
1,528 100%
178 100%
127 100%
1,198 100%
751 100%
103 100%
2,005 100%
1,922 100%
954 100%
1,130 100%
1,832 100%
991 100%
2,935 100%
3,371 100%
491 100%
208 100%
636 100%
1,601 100%
426 100%
900 100%
108 100%
120 100%
     Not**:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American, which includes
         American Indian, Eskimo, and Aleut.
34S4Q1 .XLS
                                                      4-45
11/4/92

-------
      WESTAT
                                                        Exhibit 4-35
                                "There is equitable promotion up to the GS/GM 13 level.
Resoondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
2,352 68%
1,261 76%
1,083 61%
1,878 79%
317 39%
38 58%
90 74%
7 50%
1,110 82%
63 38%
79 70%
767 75%
253 39%
56 63%
1,188 69%
1,161 68%
401 50%
721 71%
1,217 76%
738 80%
1,612 64%
2,152 72%
165 43%
90 58%
264 50%
941 67%
261 73%
683 81%
87 85%
63 62%
Disagree
Number Percent
1,091 32%
390 24%
699 39%
507 21 %
491 61%
28 42%
32 26%
7 50%
245 1 8%
103 62%
34 30%
261 25%
388 61 %
33 37%
542 31%
542 32%
404 50%
291 29%
388 24%
190 20%
894 36%
848 28%
223 57%
65 42%
262 50%
473 33%
95 27%
165 19%
15 15%
39 38%
Total
Number Percent
3,443 100%
1,651 100%
1,782 100%
2,385 100%
808 100%
66 100%
122 100%
14 100%
1,355 100%
166 100%
113 100%
1,028 100%
641 100%
89 100%
1,730 100%
1,703 100%
805 100%
1,012 100%
1,605 100%
928 100%
2,506 100%
3,000 100%
388 100%
155 100%
526 1 00%
1,414 100%
356 100%
848 100%
102 100%
102 100%
     Notes:
      (1)  Some percentages may not add to exactly 100%, due to rounding.
         Counts for disaggregations may not add to corresponding aggregate counts, due to item nonreeponse.
(2)
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
35S4Q17.XLS
                                                       4-46
                                                                                                          10/15/92

-------
WESTAT
HYPOTHESIS?.
All groups feel that a "glass ceiling" exists at EPA for those who are not White male professionals,
-which prevents them from advancing beyond the grade of GS-13.


"There is equitable promotion past the GS/GM 13 level." (Exhibit 4-36)

      Seventy percent of the total number of respondents indicate that they believe promotion past the
GS/GM-13 level is not equitable. More women (79%) than men (61 %) feel this way.  The only group
to have a majority of its members feel that promotion at this level is equitable, are those in the EX and
SES pay plans - and even here the percent is just 55%.  Sixty-four percent of the White respondents
feel that promotions beyond GS/GM-13 are not handled hi an equitable manner. A very large number
of minority respondents, ranging from 83% for African Americans to 90% for Hispanics, also agree
that there is not equitable promotion past the GS/GM 13 level.
                                            4-47

-------
     WESTAT
                                                        Exhibit 4-36
                                "There is equitable promotion past the GS/GM 13 level.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
1 ,005 30%
636 39%
368 21 %
844 36%
131 17%
6 10%
14 11%
2 15%
599 45%
20 12%
14 13%
245 25%
111 18%
8 9%
496 30%
507 30%
209 27%
272 28%
518 33%
406 44%
599 25%
869 30%
114 31%
70 46%
1 1 6 24%
294 22%
108 29%
349 41 %
56 55%
28 28%
Disagree
Number Percent
2,339 70%
978 61 %
1,351 79%
1,479 64%
647 83%
54 90%
110 89%
1 1 85%
726 55%
142 88%
98 88%
751 75%
504 82%
77 91%
1,141 70%
1,189 70%
560 - 73%
706 72%
1 ,058 67%
515 56%
1,815 75%
2,047 70%
256 69%
82 54%
370 76%
1 ,056 78%
259 71%
498 59%
45 45%
72 72%
Total
Number Percent
3,344 100%
1,614 100%
1,719 100%
2,323 100%
778 100%
60 100%
124 100%
13 100%
1,325 100%
162 100%
112 100%
996 100%
615 100%
85 100%
1,637 100%
1,696 100%
769 100%
978 100%
1,576 100%
921 100%
2,414 100%
2,916 100%
370 100%
152 100%
486 100%
1,350 100%
367 100%
847 100%
101 100%
100 100%
      (1) Some percentages may not add to exactly 100%, due to rounding.
      (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
      (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
      (4) "Native American" includes American Indian, Eskimo, and Aleut.
      (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
36S4Q18.XLS
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WESTAT
fiYPOTHESES 8.
Limited developmental opportunities  are seen as  a major  barrier to Support  or Clerical staff
promotions.


"I am satisfied with my chances of getting a promotion within EPA." (Exhibit 4-37)

      Only about half (51 %) of the respondents are satisfied with their chances for promotion at EPA.
Those who feel they  are most satisfied are those in the EX and SES  pay olans with a 78 % level of
agreement with this item; and  White  females with a 59% percent level of agreement.  Members of
minority groups, both male  and female, feel  most negatively about their chances for promotion, with
percent agreement ranging from 30% for African American males to 41 % for Other Minority Females.

      Other groups falling below the  50% level of agreement are those  over 40 years of age (43%),
those with no college degree (47%), those hi Support or Clerical positions (40%), and those in  grades
GS-14 to GS-16 (42%).
                                            4-49

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     WESTAT
                                                  Exhibit 4-37
                    "I am satisfied with my chances of getting a promotion within EPA."
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1,889 . 51%
915 52%
969 50%
1 ,480 57%
320 37%
24 37%
44 34%
7 50%
81 8 56%
53 30%
36 31%
661 59%
266 39%
39 41 %
1,114 59%
772 43%
417 47%
580 54%
882 51%
546 57%
1,339 49%
1 ,672 52%
1 81 40%
92 51 %
286 49%
778 51%
1 67 42%
462 53%
80 78%
47 41%
Disagree
Number Percent
1,820 49%
849 48%
964 50%
1,108 43%
543 63%
41 63%
86 66%
7 50%
640 44%
121 70%
79 69%
466 41 %
422 61 %
55 59%
769 41 %
1 ,043 57%
461 53%
485 46%
861 49%
417 43%
1,396 51%
1 ,522 48%
266 60%
87 49%
303 51 %
736 49%
234 58%
417 47%
22 22%
67 59%
Total
Number Percent
3,709 100%
1,764 100%
1,933 100%
2,588 100%
863 100%
65 100%
130 100%
14 100%
1,458 100%
174 100%
115 100%
1,127 100%
688 100%
94 100%
1,883 100%
1,815 100%
878 100%
1,065 100%
1,743 100%
963 100%
2,735 100%
3,194 100%
447 100%
179 100%
589 100%
1,514 100%
401 100%
879 100%
102 100%
114 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
37S4Q13.XLS
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WESTAT
HYPOTHESES 9.
Minorities and women feel that they must work harder and be better than those in the  'cultural
mainstream' in order to be promoted.


"All women have equal opportunities for advancement within EPA."  (Exhibit 4-38)

      Fifty-two percent of the respondents agree that women have equal opportunity for advancement
within EPA. Sixty-one percent of the White and 67% of the Native American  respondents feel that
women have a equal opportunity for advancement.  African American respondents, on the other hand,
are on the low end, with only 28 % agreeing that women have equal opportunity for advancement.  The
other two minority groups range from 30% for Hispanics to 48% for Asian or Pacific Islanders.

      Gender differences  are evident with 70%  of the men stating that they feel women have equal
opportunity for advancement within EPA, while only 36%  of the women who responded agree. Native
Americans (67%), those in the EX, SES (65%) pay plan, Supervisors (62%),  White males (76%), and
those  in the GM pay grade (61%) show the strongest belief that women have equal opportunity for
advancement.  Among the Gender and Race groups, African Americans  males (71%) and females
(72%), and Other Minority females (70%) show the strongest belief that  women do not have equal
opportunity for advancement.


"Workers age 50 and older have equal opportunities for advancement within EPA." (Exhibit 4-39)

      Over half  (56%) of the respondents feel  that workers 50 years of age and older do not have
equal  opportunities for advancement.  This question also  results hi modest group differences.  Fifty-
one percent  of  the  males  feel  that  "Workers  age 50  and older have  equal  opportunities for
advancement", while only 38 % of the  females agree.  The lowest level of agreement by Race only,
comes from the African  American  respondents  (33%).   Asian or Pacific Islander  and Hispanic
respondents have 40% and 41 % levels of agreement, respectively.  While the White respondents are on
the upper end of the scale, less than half (48%) of the respondents agree that equal opportunity exists.

      The  analysis  by age  shows a  decreasing  level  of agreement that  equal  opportunities for
advancement exist, dropping from 57% in the under 29 category to 32% for the  50 or over category.
Slightly more than half (52%)  of those in the EX, SES  category agree that equal opportunities for
advancement exist.
"Minorities have equal opportunities for advancement within EPA." (Exhibit 4-40)

      Of the total number of respondents, 54% indicate that they believe that minorities have equal
opportunities for advancement at EPA.  More men (67%) than women (42%) agree. While 68% of the
White respondents  and 50% of the Native American respondents  agree that minorities have equal
opportunities for advancement, only 22% of the African American respondents, 27% of the Asian or
Pacific Islanders, and 32% of the Hispanic respondents agree.

      The level of agreement that minorities have equal opportunities for advancement varies widely,
ranging from 77% for White males to a low of 19% for African American males.  Other respondents
with low levels of agreement are those with no college degree (44%), non-Supervisors (50%), those in
Support or Clerical positions (41 %), and those in the GS-6 to GS-10 pay grades (41%).
                                            4-51

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    WESTAT
                                                 Exhibit 4-38
                    "All women have equal opportunities for advancement within EPA.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1,817 52%
1,150 70%
661 36%
1 ,478 61 %
235 28%
20 30%
57 48%
10 67%
1 ,035 76%
48 29%
59 55%
442 42%
1 87 28%
28 30%
894 51 %
919 52%
346 41 %
549 54%
910 56%
575 62%
1,240 48%
1,618 53%
169 39%
98 57%
223 40%
679 48%
201 54%
519 61%
68 65%
61 54%
Disagree
Number Percent
1 ,703 48%
504 30%
1,194 64%
953 39%
607 72%
46 70%
63 53%
5 33%
331 24%
118 71%
48 45%
621 58%
488 72%
66 70%
860 49%
837 48%
508 59%
463 46%
721 44%
359 38%
1,335 52%
1,410 47%
263 61 %
74 43%
334 60%
734 52%
174 46%
335 39%
36 35%
51 46%
Total
Number Percent
3,520 100%
1,654 100%
1,855 100%
2,431 100%
842 100%
66 100%
120 100%
15 100%
1,366 100%
166 100%
107 100%
1,063 100%
675 1 00%
94 100%
1,754 100%
1,756 100%
854 100%
1,012 100%
1,631 100%
934 100%
2,575 100%
3,028 100%
432 100%
172 100%
557 100%
1,413 100%
375 100%
854 100%
104 100%
112 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for dieaggregations may not add to corresponding aggregate counts, due to item nonreeponee.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
38S4Q14.XLS
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    WESTAT
                                                       Exhibit 4-39
            "Workers age 50 and older have equal opportunities for advancement within EPA.'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 30 Years
30-39 Years
40-49 Years
50 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
1 ,426 44%
803 51%
619 38%
1 ,097 48%
239 33%
24 41 %
45 40%
7 50%
703 53%
50 34%
45 42%
394 41 %
1 89 32%
31 39%
325 57%
443 46%
483 42%
174 32%
316 41%
432 46%
669 44%
429 47%
996 43%
1 ,246 45%
153 39%
94 58%
191 39%
558 44%
132 38%
375 45%
53 52%
46 44%
Disagree
Number Percent
1,817 56%
786 49%
1 ,024 62%
1,181 52%
496 67%
35 59%
68 60%
7 50%
618 47%
98 66%
61 58%
561 59%
397 68%
49 61 %
247 43%
529 54%
669 58%
362 68%
459 59%
504 54%
842 56%
477 53%
1,331 57%
1,552 55%
236 61 %
67 42%
302 61 %
712 56%
218 62%
450 55%
49 48%
58 56%
Total
Number Percent
3,243 100%
1,589 100%
1,643 100%
2,278 100%
735 100%
59 100%
113 100%
14 100%
1,321 100%
148 100%
106 100%
955 100%
586 100%
80 100%
572 100%
972 100%
1,152 100%
536 100%
775 1 00%
936 1 00%
1,511 100%
906 1 00%
2,327 100%
2,798 100%
389 100%
161 100%
493 1 00%
1,270 100%
350 100%
825 1 00%
1 02 1 00%
1 04 1 00%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponee.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
39S4Q15.XLS
11 /9/92
                                                      4-53

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     WESTAT
                                                 Exhibit 4-40
                    "Minorities have equal opportunities for advancement within EPA.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1,827 54%
1 ,099 67%
723 42%
1 ,567 68%
1 84 22%
20 32%
34 27%
7 50%
1,030 77%
31 19%
32 28%
536 55%
153 23%
29 33%
875 52%
947 56%
362 44%
538 55%
916 59%
592 65%
1,234 50%
1 ,627 56%
1 72 41 %
94 56%
220 41 %
689 51%
197 55%
534 64%
67 66%
69 64%
Disagree
Number Percent
1,558 46%
533 33%
1,019 58%
738 32%
649 78%
43 68%
91 73%
7 50%
307 23%
136 81%
81 72%
430 45%
512 77%
60 67%
807 48%
746 44%
468 56%
443 45%
636 41 %
323 35%
1,226 50%
1 ,287 44%
245 59%
74 44%
318 59%
657 49%
159 45%
298 36%
35 34%
39 36%
Total
Number Percent
3,385 100%
1 ,632 1 00%
1,742 100%
2,305 100%
833 100%
63 100%
125 100%
14 100%
1,337 100%
167 100%
113 100%
966 100%
665 100%
89 100%
1,682 100%
1,693 100%
830 100%
981 100%
1,552 100%
915 100%
2,460 100%
2,914 100%
417 100%
168 100%
538 100%
1,346 100%
356 100%
832 100%
102 100%
108 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
40S4Q16.XLS
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WESTAT
HYPOTHESIS 10*.
There are clear criteria for promotion.


"Management promotion decisions within EPA are made using established and dear  criteria."
(Exhibit 4-41)

      Seventy-nine percent of respondents overall disagree with this item.  There is little in the way of
gender differences in responses.  Looking at the race data, 92% of the Hispanic respondents disagree,
as do 87% of the Asian or Pacific Islander, 78% of the White, 76% of the African American, and 67%
of the Native American respondents.  The Gender by Race  analysis shows that the strongest feelings
that the  promotion decisions are not based on established and clear criteria come from the Other
Minority males  (88%),  Other  Minority females (87%), African American males  (84%), and  White
females (83%).

      The  more education  a  respondent has, the  greater  the likelihood that they feel promotion
decisions are not based on established and clear  criteria.   Another interesting statistic is that more
professional/technical  (81%) than support/clerical staff (64%)  feel that promotion decisions are not
based on established and clear criteria.
                                             4-55

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     WESTAT
                                                      Exhibit 4-41
                            "Management promotion decisions within EPA are made using
                                             established and clear criteria."
Respondent Characteristic 	
AH Respondents 	
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
731 21%
386 23%
343 20%
521 22%
179 24%
5 8%
16 13%
5 33%
344 25%
25 16%
14 12%
177 17%
1 54 26%
12 13%
408 . 24%
322 19%
228 30%
211 21%
287 18%
215 23%
513 21%
578 19%
1 36 36%
82 54%
138 28%
232 17%
55 14%
184 22%
29 28%
28 27%
Disagree
Number Percent
2.672 79%
1,261 77%
1 ,402 80%
1,874 78%
577 76%
57 92%
1 1 1 87%
10 67%
1,017 75%
129 84%
101 88%
854 83%
448 74%
77 87%
1,273 76%
1,388 81%
532 70%
777 79%
1,345 82%
721 77%
1,943 79%
2,398 81%
238 64%
69 46%
354 72%
1,142 83%
330 86%
670 78%
75 72%
75 73%
Total
Number Percent
3,403 100%
1,647 100%
1,745 100%
2,395 100%
756 100%
62 100%
127 100%
15 100%
1,361 100%
154 100%
115 100%
1,031 100%
602 100%
89 100%
1,681 100%
1,710 100%
760 100%
988 100%
1,632 100%
936 100%
2,456 100%
2,976 100%
374 100%
151 100%
492 100%
1,374 100%
385 1 00%
854 100%
104 100%
103 100%
     Notee:
     (1)
     (2)
     (3)
     (4)
     (5)
Some percentages may not add to exactly 100%, due to rounding.
Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
"Asian or Pacific Islander" refers to  East Asian, South Asian, and Pacific Island nationalities, and includes
Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
"Native American" includes American Indian, Eskimo, and Aleut.
"Other Minority" includes Hispanic,  Asian or Pacific Islander, and Native American.
41S4Q19.XLS
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WESTAT
HYPOTHESES 11*.
Women and minorities nave equal opportunity for promotion to supervisory and managerial positions
at EPA.
"All women are treated  fairly when it comes to promotions  into supervisory and managerial
positions at EPA." (Exhibit 4-42)

Only 52%  of the respondents  feel that women  are treated fairly when  it comes to promotions into
supervisory positions.   Almost three-quarters of the male respondents (72%) feel that women are
treated fairly, but only a third (33%)  of the women agree.  White males (78%) and  Other Minority
males (63%) agree that women  are treated fairly.   Only 34% of the African American males feel
women are treated fairly.  This aligns  them closely with the low percentage agreement with this item
given by White females (40%), Other Minority females (30%), and African American females (23%).

Other low levels of agreement come from those with no college degrees (37%), in Support or Clerical
positions (38%), and in grades GS-6  to GS-10  (38%).  These latter groups are all interrelated and
related to the minority female data above.


"Minorities are treated fairly when it  comes to  promotions into supervisory and managerial
positions at EPA." (Exhibit 4-43)

      Overall,  response to this item was evenly split  between  agree and disagree  categories.
However,  67% of the males feel that  minorities are treated fairly when it comes to promotions into
supervisory and management positions  at EPA, while only 34% of the females respondents agree.  The
real disparities appear in the Race and Gender by Race analyses.  Only 15% of the African Americans,
22% of the Hispanics,  and 23%  of the Asian or Pacific Islander respondents feel that minorities are
treated fairly when it  comes to promotions to  supervisory and  management positions.  Sixty-five
percent of the White respondents feel  minorities are treated fairly; 78%  of White males and 48%  of
White females, indicating that White female perceptions align more closely with the minority groups.

      Higher agreement that minorities are treated fairly comes from those 40 and over, those with
college degrees, supervisory positions, Professional or Technical positions,  and those hi higher grades
(particularly over GS-13).
                                            4-57

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     WESTAT
                                                       Exhibit 4-42
                      "All women are treated fairly when ft comes to promotions into supervisory
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1,797 52%
1,192 72%
601 33%
1 ,476 62%
206 25%
27 42%
62 51%
8 53%
1,058 78%
55 34%
70 63%
417 40%
151 23%
27 30%
858 50%
936 54%
310 37%
548 55%
929 58%
582 63%
1,213 48%
1 ,609 54%
1 59 38%
90 53%
205 38%
672 49%
208 56%
536 63%
63 60%
68 62%
Disagree
Number Percent
1 ,672 48%
458 28%
1,207 67%
924 39%
613 75%
38 58%
60 49%
7 47%
303 22%
107 66%
41 37%
620 60%
505 77%
64 70%
864 50%
801 46%
523 — 63%
457 45%
679 42%
348 37%
1,314 52%
1 ,379 46%
263 62%
79 47%
341 62%
709 51%
165 44%
316 37%
42 40%
42 38%
Total
Number Percent
3,469 100%
1,650 100%
1,808 100%
2,400 100%
81 9 1 00%
65 100%
122 100%
1 5 1 00%
1,361 100%
162 100%
111 100%
1,037 100%
656 100%
91 100%
1,722 100%
1,737 100%
833 1 00%
1,005 100%
1,608 100%
930 100%
2,527 100%
2,988 100%
422 1 00%
169 100%
546 100%
1,381 100%
373 100%
852 100%
105 100%
110 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American' includes American Indian, Eskimo, end Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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     WESTAT
                                                       Exhibit 4-43
                      "Minorities are treated fairly when it comes to promotions into supervisory
                                          and management positions at EPA."
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
1,710 50%
1,095 67%
610 34%
1,510 65%
131 15%
1 5 22%
29 23%
8 62%
1 ,034 78%
24 14%
30 25%
475 48%
107 16%
22 25%
793 47%
912 53%
277 33%
535 54%
887 57%
589 64%
1,119 45%
1 ,548 40%
137 32%
80 47%
176 32%
630 46%
1 95 54%
537 64%
69 66%
65 59%
Disagree
Number Percent
1 ,707 50%
541 33%
1,160 66%
803 35%
719 85%
53 78%
97 77%
5 38%
294 22%
148 86%
90 75%
508 52%
570 84%
65 75%
907 53%
796 47%
564 67%
457 46%
674 43%
330 36%
1,368 55%
2,313 60%
289 68%
89 53%
375 68%
728 54%
163 46%
298 36%
36 34%
45 41 %
Total
Number Percent
3,417 100%
1 ,636 1 00%
1,770 100%
2,313 100%
850 100%
68 100%
126 100%
13 100%
1,328 100%
172 100%
120 100%
983 100%
677 100%
87 100%
1,700 100%
1,708 100%
841 100%
992 1 00%
1,561 100%
919 100%
2,487 1 00%
3,861 100%
426 100%
1 69 1 00%
551 100%
1,358 100%
358 100%
835 100%
105 100%
110 1 00%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian  or Pacific Islander" refers to  East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other  Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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WESTAT
4.5 Awards and Recognition


HYPOTHESIS 12.
Decisions  relating to who gets bonuses and awards are often determined by favoritism, with some
groups feeling more discriminated against than others.


"Have you ever received an award for your work at EPA?" (Exhibit 4-44)

      Eighty-nine percent of the respondents have received awards for their work.   Overall, the
percentage of individuals who have received an award is quite high in all of the groups, ranging from
67% to  97%. There are no  gender differences hi the receipt of awards.  The analyses by Race and
Gender by Race show that the percent of respondents receiving awards ranges from 91% for White
males down to 78%  for Other Minority males.  The award  rates for African American males  and
females is  81% and 90%, respectively.

The only group to fall below an 78%  award  rate are those in the Wage Grade, GS-1 to GS-5  pay
plan/grades with 67 %.


"EPA awards are given to the most deserving employees." (Exhibit 4-45)

      Despite the fact that 89% of the respondents have received awards for their work at EPA, only
33 % of the total respondents feel that EPA awards are given to the most deserving employees.  Gender
differences do appear, with  37% of the men and 29% of the women agreeing that "EPA awards are
given to the most deserving employees".  The levels of agreement for most of the groups hover around
the 33% mark, with White males (40%), those in the Wage Grade, GS-1 to GS-5 category (44%),  and
those hi the EX and SES pay plans (50%)  somewhat higher.   Those well below the 33%  level of
agreement include Hispanics  (21 %)  and African American males (18%).


"I am satisfied with the recognition I receive at EPA for doing a good job." (Exhibit 4-46)

      Over half (57%) of the respondents indicate that they are satisfied  with the recognition they
receive for doing a good job. The percentages of individuals who expressed satisfaction ranges from
36% to  65%.   At the low  end of agreement with this  item are Native Americans (36%),  African
American males (44%), Other Minority females (46%), and those with disabilities (47%).
                                           4-60

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    WESTAT
                                                  Exhibit 4-44
                         "Have you ever received an award for your work at EPA?"
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Gender and Race
Male, White
Male, African American
Male, Other Minority (4), (5)
Female, White
Female, African American
Female, Other Minority (4), (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Yes
Number Percent
3,522 89%
1,650 89%
1,861 89%
2,467 90%
819 88%
63 83%
1 1 8 84%
1,390 91%
144 81%
101 78%
1,074 89%
674 90%
93 90%
1,694 84%
1,817 94%
864 90%
991 88%
1,648 90%
966 97%
2,544 87%
3,049 90%
415 85%
139 67%
534 84%
1,412 88%
407 96%
882 97%
98 91 %
1 1 1 92%
No
Number Percent
428 1 1 %
206 1 1 %
219 11%
270 10%
111 12%
13 17%
23 16%
143 9%
33 1 9%
28 22%
127 11%
78 10%
10 10%
314 16%
113 6%
93 10%
141 12%
189 10%
31 3%
396 13%
332 10%
76 15%
70 33%
103 16%
193 12%
18 4%
24 3%
10 9%
10 8%
Total
Number Percent
3,950 100%
1,856 100%
2,080 100%
2,737 100%
930 100%
76 100%
141 100%
1,533 100%
177 100%
1 29 1 00%
1,201 100%
752 100%
103 100%
2,008 1 00%
1,930 100%
957 100%
1,132 100%
1,837 100%
997 100%
2,940 100%
3,381 100%
491 100%
209 100%
637 100%
1,605 100%
425 100%
906 1 00%
108 100%
121 100%
     Notes:
      (1) Some percentages may not add to exactly 100%, due to rounding.
      (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
      (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
      (4) "Native American" includes American Indian, Eskimo, and Aleut.
      (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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   WESTAT
                                                 Exhibit 4-45
                        "EPA awards are given to the most deserving employees.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1,198 33%
636 37%
558 29%
899 36%
223 26%
15 21%
47 35%
4 29%
562 40%
30 18%
40 32%
336 30%
1 93 27%
26 27%
647 35%
550 30%
279 31%
356 34%
557 33%
339 35%
855 32%
1,016 32%
165 36%
85 44%
192 33%
436 30%
1 22 30%
291 33%
52 50%
45 39%
Disagree
Number Percent
2,464 67%
1,085 63%
1,371 71%
1 ,624 64%
649 74%
56 79%
87 65%
10 71%
857 60%
133 82%
84 68%
766 70%
515 73%
69 73%
1,194 65%
1,261 70%
614 — 69%
699 66%
1,135 67%
619 65%
1 ,836 68%
2,125 68%
293 64%
108 56%
386 67%
1 ,024 70%
282 70%
581 67%
52 50%
70 61 %
Total
Number Percent
3,662 100%
1,721 100%
1,929 100%
2,523 100%
872 100%
71 100%
134 100%
14 100%
1,419 100%
163 100%
124 100%
1,102 100%
708 100%
95 100%
1,841 100%
1,811 100%
893 100%
1,055 100%
1,692 100%
958 100%
2,691 100%
3,141 100%
458 100%
193 100%
578 100%
1 ,460 1 00%
404 1 00%
872 1 00%
104 100%
115 1 00%
    Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian  or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other  Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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    WESTAT
                                                  Exhibit 4-46
                 'I am satisfied with the recognition I receive at EPA for doing a good job.'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM. .
All EX, SES
Disabled
Yes
Number Percent
2,172 57%
1,001 55%
1,163 58%
1,607 61%
441 49%
35 49%
69 51%
5 36%
859 58%
76 44%
64 52%
746 64%
364 50%
45 46%
1,206 62%
963 51%
518 56%
651 59%
999 56%
595 60%
1,569 55%
1,872 57%
262 55%
113 56%
343 57%
879 57%
214 51%
525 59%
70 65%
55 47%
No
Number Percent
1 ,660 43%
804 45%
851 42%
1,049 39%
466 51%
37 51%
65 49%
9 64%
634 42%
97 56%
58 48%
414 36%
369 50%
53 54%
734 38%
918 49%
408 44%
447 41 %
795 44%
389 40%
1 ,266 45%
1,415 43%
212 45%
88 44%
263 43%
675 43%
204 49%
368 41 %
37 35%
62 53%
Total
Number Percent
3,832 100%
1,805 100%
2,014 100%
2,656 100%
907 100%
72 100%
134 100%
14 100%
1,493 100%
173 100%
122 100%
1,160 100%
733 100%
98 1 00%
1,940 100%
1,881 100%
926 100%
1,098 100%
1,794 100%
984 1 00%
2,835 100%
3,287 100%
474 100%
201 100%
606 1 00%
1,554 100%
418 100%
893 100%
1 07 1 00%
117 1 00%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander"  refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian,  etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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4.6 Performance Appraisal


HYPOTHESIS 13.
Groups share similar criticism concerning the informality and subjectivity of the appraisal process,
e.g. lack of objective standards and no real first hand knowledge of your work.


"EPA has a fair system for evaluating employee performance."  (Exhibit 4-47)

      Less than half (46%) of those responding feel that EPA has a  fair system for evaluating
employee performance.  The question of the fairness of the performance evaluation system shows a fair
amount of stability across the groups. Although there is a range from 36% (African American males)
to 64% (EX and SES pay plans) level of agreement that  the appraisal process is fair, the rest of the
groups mostly fall between 40 and SO percent.

      A majority of the White male respondents (51 %) feel it is fair. Most respondents in each of the
minority groups (55% to 60%) feel it is unfair. Half (50%) of the respondents under 40 feel that EPA
has a fair system for evaluating employee performance; however, the majority (57%) of respondents 40
years and older disagree.  A majority of those in Support or Clerical positions  (55%), and in the lower
pay grades (Wage Grade, GS-1 to GS-10) feel the system is fair.
                                            4-64

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                                                  Exhibit 4-47
                       "EPA has a fair system for evaluating employee performance.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade* GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Yes
Number Percent
1 ,756 46%
872 49%
878 44%
1,257 48%
386 43%
30 40%
59 45%
6 43%
752 51%
61 36%
54 43%
504 44%
324 45%
41 44%
951 50%
803 43%
459 50%
494 46%
798 46%
488 50%
1,260 45%
1,463 45%
258 55%
117 59%
321 54%
636 42%
167 41%
418 47%
69 64%
53 45%
No
Number Percent
2,024 54%
919 51%
1 ,099 56%
1,358 52%
510 57%
45 60%
71 55%
8 57%
726 49%
110 64%
71 57%
631 56%
400 55%
53 56%
958 50%
1 ,059 57%
461 50%
590 54%
955 54%
491 50%
1,528 55%
1,775 55%
215 45%
82 41%
279 47%
888 58%
243 59%
469 53%
39 36%
64 55%
Total
Number Percent
3,780 100%
1,791 100%
1,977 100%
2,615 100%
896 100%
75 100%
130 100%
14 100%
1,478 100%
171 100%
125 100%
1,135 100%
724 100%
94 100%
1,909 100%
1,862 100%
920 100%
1,084 100%
1,753 100%
979 100%
2,788 100%
3,238 100%
473 100%
199 100%
600 1 00%
1,524 100%
41 0 1 00%
887 100%
108 100%
117 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander"  refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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HYPOTHESIS 14*.
The performance appraisal process is understood by everyone and  it provides useful feedback.


"I am fully aware of the appraisal process at EPA." (Exhibit 4-48)

       Eighty percent of the total number of respondents feel that they are fully aware of the EPA
appraisal process. A large majority  (69% to 94%) in each of the  different respondent groups indicate
they are fully aware of the  appraisal process.  The lowest levels  of awareness (less than 70%) come
from the Hispanic group (69%) and the Other Minority females  (69%, which includes  the Hispanic
respondents in Gender by Race analysis).


"I receive useful feedback on my performance on a  regular basis." (Exhibit 4-49)

      The responses to this item are fairly evenly split the slight  majority (51%) of respondents who
feel that they do not receive useful feedback on their performance on a regular basis. Fifty-two percent
to 67% of the respondents from the minority groups  feel that they do not  receive useful feedback on
their performance, while White respondents are evenly split on the  issue.  In the Gender by Race
analysis,  the percentage who feel that they do  not get useful information ranges from 49% for White
females to 58% for African American males and Other Minority females.

      There are few major differences in the response patterns among the respondent groups with the
percentages hovering around 50%  for Agree and Disagree.  The group giving the most positive
response are those hi the Pay Plan/Wage Grade, GS-1  to GS-5 (57%).
                                            4-66

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     WESTAT
                                                        Exhibit 4-48
                                   "I am fully aware of the appraisal process at EPA."
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
3,072 80%
1,477 81%
1,584 78%
2,161 81%
716 79%
52 69%
95 71%
14 93%
1,236 82%
139 79%
93 74%
923 79%
576 78%
68 69%
1,470 75%
1,594 85%
752 81 %
857 77%
1 ,442 80%
930 94%
2,130 74%
2,639 80%
374 78%
148 73%
455 73%
1,158 74%
331 80%
840 94%
100 93%
98 83%
Disagree
Number Percent
790 20%
344 1 9%
444 22%
516 19%
196 21%
23 31%
39 29%
1 7%
269 18%
36 21%
32 26%
246 21%
160 22%
31 31%
499 25%
289 15%
179 - 19%
258 23%
351 20%
58 6%
731 26%
669 20%
104 22%
54 27%
1 67 27%
406 26%
85 20%
56 6%
8 7%
20 17%
Total
Number Percent
3,862 100%
1,821 100%
2,028 1 00%
2,677 100%
912 100%
75 100%
134 100%
1 5 1 00%
1,505 100%
175 100%
125 100%
1,169 100%
736 100%
99 100%
1,969 100%
1,883 100%
931 100%
1,115 100%
1,793 100%
988 100%
2,861 100%
3,308 100%
478 100%
202 1 00%
622 1 00%
1,564 100%
416 100%
896 100%
108 100%
118 100%
     Notes:
      (1) Some percentages may not add to exactly 100%, due to rounding.
      (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
      (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian  Indian, Hawaiian, Samoan, Guamanian, etc.
      (4) "Native American" includes American Indian, Eskimo, and Aleut.
      (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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     WESTAT
                                                       Exhibit 4-49
                           "I receive useful feedback on my performance on a regular basis.
Respondent Characteristic
All Respondents 	
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1,877 49%
874 48%
997 50%
1 ,333 50%
432 48%
35 46%
57 43%
5 33%
741 49%
73 42%
55 44%
591 51%
358 49%
42 42%
988 51%
884 47%
480 52%
528 48%
856 48%
488 50%
1,384 49%
1,602 48%
246 53%
1 1 1 57%
314 51%
740 47%
199 47%
430 48%
52 49%
49 42%
Disagree
Number Percent
1,966 51%
943 52%
1,017 50%
1,341 50%
465 52%
41 54%
76 57%
10 67%
763 51%
99 58%
70 56%
576 49%
366 51%
57 58%
967 49%
994 53%
442 48%
577 52%
938 52%
495 50%
1 ,464 51 %
1 ,703 52%
218 47%
85 43%
296 49%
822 53%
220 53%
465 52%
54 51%
68 58%
Total
Number Percent
3,843 100%
1,817 100%
2,014 100%
2,674 100%
897 100%
76 100%
133 100%
15 100%
1,504 100%
172 100%
125 100%
1,167 100%
724 100%
99 100%
1,955 100%
1,878 100%
922 100%
1,105 100%
1,794 100%
983 100%
2,848 100%
3,305 100%
464 100%
196 100%
610 100%
1,562 100%
419 100%
895 100%
106 100%
117 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
49S5Q6.XLS
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WESTAT
4.7 Work Climate
HYPOTHESIS 15.
All groups are aware of serious relationship problems between the Professional/Technical staff and the
Support/Clerical staff,  e.g. lack of mutual respect.  While many see this tension between these two
groups as fundamentally job and education related, others see the  roots of such tensions in racial
conflict.


"The roles and responsibilities of the Support staff are dearly defined." (Exhibit 4-50)

      There are obviously mixed feelings about how clear the roles and responsibilities of the Support
staff are defined.  Overall, the responses split 53%  to 47%, with the majority feeling that the roles and
responsibilities of the  Support staff are  not well defined.  The percent agreeing that they are well
defined range from 38% to 75%, with the 75% level of agreement coming from those in Wage Grade
GS-1  to GS-5.  (This is a key statistic in that the majority of Support or Clerical positions are staffed
by minority females.) This fact influences some of the other comparisons made in this Exhibit.

      A slight majority of both the women  (54%) and men (51 %) who responded to the survey do not
feel that the roles and responsibilities of the Support staff are clearly  defined. There  is a  split among
the racial groups with 56% of the White, 53% of the Hispanic, and 51% of the Asian or Pacific
Islander respondents indicating that the roles and responsibilities are not clearly defined, while 60% of
the Native American and 58 %  of the African American respondents feel they are.

      The groups with the highest percent  of disagreement (those who indicate that the Support staff
roles  and  responsibilities are not clearly defined) are White females (62%) and those in the GS-11 to
GS-16 pay plan/wage grades (60%).


"The roles and responsibilities of the Professional staff are clearly defined." (Exhibit 4-51)

      Overall,  respondents are  much  more positive  that  the roles and responsibilities  of the
Professional staff are clearly defined, with 64% percent in agreement.  The percent agreeing ranges
from  53% to 76%, with 67%  of the men and  61%  of the  women  who feel that the  roles and
responsibilities of the Professional staff are clearly defined.


"Professionals treat Support staff with respect." (Exhibit 4-52)

      Seventy-two  percent of the  respondents agree.  Gender differences are apparent, with 77% of
the male respondents feeling that "Professionals treat Support staff with respect", while only 67% of
the female respondents agree.  The overall  level  of agreement among the groups varies from 58% to
84%.  The  lowest  level  of agreement comes from those who are members of the Support staff.  It
should be noted that while a majority (58%) of the  Support staff feel that they are treated with respect,
a significant number (42%) do not agree.

      The other significant data in this Exhibit is that  many (from  60% to 84%) on the EPA staff,
other than those in Support or Clerical positions, feel that the Support staff  is treated with respect by
Professional staff.
                                             4-69

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WESTAT
"Support staff treat professionals with respect." (Exhibit 4-53)

      There is generally a high level  of agreement in all groups that Professionals and Support staff
treat each other with respect, with 69% of the total respondents agreeing.  The level of agreement from
all of the groups ranged from 63% to 87%, with the highest levels of agreement coming from those in
the Wage Grade, GS-1 to GS-5 pay plan/grades (87%), and the Support or Clerical positions (84%).
The lowest levels of agreement come from the GS 11-13 to GS 14-16 pay grades (63% to 66%). This,
again, is a  significant statistic since this is probably the group of professionals  that interacts the most
with the Support staff.


"There  is conflict between Professional and Support staffs." (Exhibit 4-54)

      The  overall response to this item  is virtually evenly split with 51%  disagreeing and 49%
agreeing hi the existance of a conflict. A significant number of respondents in each group (ranging
from  39%  to 58%) do feel that there  is conflict between the Professional  and  Support staffs.  More
women  (53%) than men (45%) feel there is conflict, with White females having the highest level of
agreement (58%) to this statement.

      There  is  a difference between the  two age  groups in the perception of conflict between
Professional and  Support staffs.  While 52% of respondents under the age of 40 feel conflict does exist
between the Professional and Support staffs, only 46% of respondents 40 years and older believe in the
existence of a conflict between the two groups within the Agency.  Half of those in Professional or
Technical positions feel that there is conflict, while only 43% on the Support staff agree.


"Lack of cultural  sensitivity is a source of tension between  Professional and Support staffs."
(Exhibit 4-55)

      There is close to an even split on this item as well, with 52% of the respondents agreeing that a
lack cultural sensitivity is a major source of tension between Professionals  and Support staff.  More
females  (60%) than males (44%) feel this way. A major contributor to this gender difference is the
high number of   minority women (69%  of African American women and 62% of Other Minority
women) who feel that the tension is caused by a lack of cultural sensitivity on the part of Professional
staff members.  A large number of all of the minority group members agree. The level of agreement
ranges from 59%  (Asian or Pacific Islanders) to 72% (Hispanics).  Again, it should be noted that there
is a very high representation of minority women in the Support positions.
                                             4-70

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    WESTAT
                                                      Exhibit 4-50
                       "The roles and responsibilities of the Support staff are clearly defined/
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1,829 47%
890 49%
934 46%
1,178 44%
525 58%
35 47%
66 49%
9 60%
728 49%
92 53%
65 52%
449 38%
432 59%
45 45%
907 46%
918 49%
563 60%
486 44%
772 43%
517 53%
1 ,306 46%
1,464 44%
319 66%
153 75%
347 56%
626 40%
164 40%
438 49%
70 65%
61 52%
Disagree
Number Percent
2,024 53%
917 51%
1,100 54%
1 ,489 56%
387 42%
40 53%
69 51%
6 40%
763 51 %
82 47%
60 48%
724 62%
305 41 %
55 55%
1,062 54%
955 51%
371 40%
623 56%
1,017 57%
466 47%
1,553 54%
1 ,834 56%
1 64 34%
51 25%
275 44%
930 60%
247 60%
458 51%
37 35%
56 48%
Total
Number Percent
3,853 100%
1,807 100%
2,034 100%
2,667 100%
912 100%
75 100%
135 100%
15 100%
1,491 100%
174 100%
125 100%
1,173 100%
737 100%
100 100%
1,969 100%
1,873 100%
934 100%
1,109 100%
1,789 100%
983 100%
2,859 100%
3,298 100%
483 100%
204 100%
622 100%
1,556 100%
411 100%
896 100%
107 100%
117 100%
     Nous:
     (1) Some percantages may not add to exactly 100%. due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) 'Asian or Pacific Islander' refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese. Filipino. Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) 'Native American' includes American Indian. Eskimo, and Aleut.
     (5) 'Other Minority" includes Hispanic. Asian or Pacific Islander, and Native American.
50S8Q2.XLS
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                                                       Exhibit 4-51
                     "The roles and responsibilities of the Professional staff are clearly defined.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
2,460 64%
1 ,208 67%
1 .244 61 %
1,696 63%
595 66%
44 59%
91 66%
8 53%
1 ,001 67%
114 65%
81 64%
693 59%
481 66%
62 61%
1.248 63%
1 ,207 64%
606 66%
693 62%
1,146 63%
658 67%
1,793 63%
2,084 63%
329 70%
152 76%
396 64%
950 61 %
256 62%
590 66%
80 75%
72 63%
Disagree
Number Percent
1 ,400 36%
608 33%
788 39%
983 37%
31 1 34%
31 41%
46 34%
7 47%
497 33%
61 35%
45 36%
485 41 %
249 34%
39 39%
718 37%
676 36%
316 — 34%
417 38%
661 37%
327 33%
1,070 37%
1,231 37%
144 30%
49 24%
222 36%
615 39%
156 38%
310 34%
27 25%
43 37%
Total
Number Percent
3,860 100%
1,816 100%
2,032 100%
2,679 100%
906 100%
75 100%
137 100%
15 100%
1,498 100%
175 100%
126 100%
1,178 100%
730 100%
101 100%
1,966 100%
1,883 100%
922 100%
1,110 100%
1,807 100%
985 100%
2,863 100%
3,315 100%
473 100%
201 100%
618 100%
1,565 100%
412 100%
900 100%
107 100%
115 100%
     Note*:
     (1) Some percentages may not add to exactly 1OO%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) 'Asian or Pacific Islander' refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) 'Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
51S8Q3.XLS
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   WESTAT
                                                      Exhibit 4-52
                                   "Professionals treat Support staff with respect.'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
2,723 72%
1,383 77%
1 ,333 67%
1,977 75%
539 61%
52 68%
114 84%
10 67%
1,155 78%
114 66%
101 80%
820 71 %
424 60%
75 76%
1,336 69%
1 ,379 74%
575 63%
809 74%
1,324 74%
703 72%
2,013 71%
2,400 73%
270 58%
130 67%
382 63%
1,152 75%
304 74%
649 73%
72 69%
86 76%
Disagree
Number Percent
1,079 28%
421 23%
653 33%
669 25%
343 39%
24 32%
21 16%
5 33%
333 22%
58 34%
26 20%
335 29%
285 40%
24 24%
598 31%
479 26%
332 37%
282 26%
458 26%
268 28%
807 29%
870 27%
192 42%
64 33%
228 37%
393 25%
106 26%
236 27%
33 31%
27 24%
Total
Number Percent
3,802 100%
1,804 100%
1,986 100%
2,646 100%
882 100%
76 100%
135 100%
15 100%
1,488 100%
172 100%
127 100%
1,155 100%
709 100%
99 100%
1,934 100%
1,858 100%
907 1 00%
1,091 100%
1,782 100%
971 100%
2,820 100%
3,270 100%
462 100%
194 100%
610 100%
1,545 100%
410 100%
885 100%
105 100%
113 100%
     Nous:
     (1) Some percentages may not add to exactly 10O%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) 'Asian or Pacific Islander"  refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese. Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) 'Native American* includes American Indian. Eskimo, and Aleut.
     (5) 'Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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  WESTAT
                                                      Exhibit 4-53
                                   "Support staff treat Professionals with respect.'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan. Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
2,634 69%
1,268 70%
1,361 68%
1,757 66%
684 77%
51 71%
104 75%
10 67%
1,035 70%
136 77%
89 71%
721 63%
547 77%
76 76%
1,318 68%
1,310 70%
681 75%
748 69%
1,192 67%
671 69%
1,956 69%
2,185 67%
395 84%
172 87%
473 77%
1,025 66%
260 63%
594 67%
77 75%
81 70%
Disagree
Number Percent
1,173 31%
538 30%
628 32%
886 34%
206 23%
21 29%
34 25%
5 33%
453 30%
40 23%
36 29%
431 37%
166 23%
24 24%
617 32%
553 30%
233 25%
338 31%
593 33%
295 31%
874 31 %
1 ,083 33%
74 16%
25 13%
144 23%
519 34%
151 37%
287 33%
26 25%
35 30%
Total
Number Percent
3,807 100%
1,806 100%
1,989 100%
2,643 100%
890 100%
72 100%
138 100%
15 100%
1,488 100%
!76 100%
125 100%
1,152 100%
713 100%
100 100%
1,935 100%
1,863 100%
914 100%
1,086 100%
1,785 100%
966 100%
2,830 100%
3,268 100%
469 100%
197 100%
617 100%
1,544 100%
411 100%
881 100%
103 100%
116 100%
    Not**:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander' refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority' includes Hispanic, Asian or Pacific Islander, and Native American.
53S8Q7.XLS
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   WESTAT
                                                      Exhibit 4-54
                             "There is conflict between Professional and Support staff.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM .
All EX, SES
Disabled
Agree
Number Percent
1,857 49%
802 45%
1,048 53%
1,338 51%
399 45%
33 48%
50 39%
8 57%
668 45%
69 40%
53 44%
668 58%
330 47%
38 41 %
1,009 52%
844 46%
426 47%
519 48%
903 51%
472 49%
1,397 50%
1,622 50%
200 43%
76 39%
291 48%
746 49%
222 55%
439 50%
53 50%
57 50%
Disagree
Number Percent
1,913 51%
978 55%
930 47%
1,291 49%
481 55%
36 52%
79 61%
6 43%
802 55%
104 60%
67 56%
488 42%
376 53%
54 59%
918 48%
990 54%
481 — 53%
554 52%
865 49%
495 51%
1,412 50%
1,611 50%
266 57%
119 61%
312 52%
781 51%
184 45%
439 50%
53 50%
56 50%
Total
Number Percent
3,770 100%
1,780 100%
1,978 100%
2,629 100%
880 100%
69 100%
129 100%
14 100%
1,470 100%
173 100%
120 100%
1,156 100%
706 100%
92 100%
1,927 100%
1,834 100%
907 100%
1,073 100%
1,768 100%
967 100%
2,809 100%
3,233 100%
466 100%
195 100%
603 100%
1,527 100%
406 100%
878 1 00%
106 100%
113 100%
     Not««:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islandar* refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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    WESTAT
                                                     Exhibit 4-55
            "Lack of cultural sensitivity is a source of tension between Professional and Support staffs.'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1,857 52%
750 44%
1,099 60%
1,160 47%
540 68%
51 72%
71 59%
8 67%
270 24%
96 64%
74 65%
589 55%
444 69%
56 62%
1,032 56%
822 48%
478 59%
506 49%
860 51%
481 52%
1,368 53%
1,572 51%
259 62%
105 57%
322 58%
720 51%
192 49%
423 50%
69 64%
51 50%
Disagree
Number Percent
1,682 48%
948 56%
731 40%
1,334 53%
259 32%
20 28%
50 41%
4 33%
848 76%
54 36%
40 35%
485 45%
204 31%
34 38%
807 44%
873 52%
332 41 %
527 51%
819 49%
447 48%
1,231 47%
1,482 49%
162 38%
80 43%
233 42%
686 49%
201 51%
420 50%
38 36%
51 50%
Total
Number Percent
3,539 100%
1,698 100%
1,830 100%
2,494 100%
799 100%
71 100%
121 100%
12 100%
1.118 100%
150 100%
114 100%
1,074 100%
648 100%
90 100%
1,839 100%
1,695 100%
810 100%
1,033 100%
1,679 100%
928 100%
2,599 100%
3,054 100%
421 100%
185 100%
555 100%
1,406 100%
393 100%
843 100%
107 100%
102 100%
     Notes;
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian. South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese. Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  'Native American' includes American Indian, Eskimo, and Aleut.
         'Other Minority* includes Hispanic, Asian or Pacific Islander, and Native American.
(5)
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WESTAT


HYPOTHESIS 16.
A major source of stress for the physically challenged is difficulty in obtaining equipment needed to do
their job properly.


"Disabled workers at EPA have sufficient facilities to do their job completely and safely." (Exhibit
4-56)

Of the total respondents,  58% feel that disabled workers at EPA have sufficient facilities to do their
job completely and safely.  Identical percentages are found for both genders. The percent of agreement
overall in  the table  ranges from  a  low of 41%  (African Americans)  to  a high of 85% (Native
Americans).  The critical  data are those from the Disabled group itself.  They split evenly, with 50%
agreeing and 50% disagreeing.
                                             4-77

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     WESTAT
                                                        Exhibit 4-56
               "Disabled workers at EPA have sufficient facilities to do their job completely and safely.*
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan. Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
1 ,753 58%
861 58%
888 58%
1,163 53%
311 41%
35 53%
69 58%
1 1 85%
716 59%
78 53%
57 59%
433 50%
405 70%
41 56%
911 61%
839 55%
521 69%
500 56%
717 53%
408 50%
1,340 61%
1,413 55%
306 78%
142 83%
317 67%
704 59%
158 50%
370 50%
33 34%
54 50%
Disagree
Number Percent
1 ,273 42%
616 42%
650 42%
1 ,01 1 47%
454 59%
31 47%
51 43%
2 15%
502 41 %
70 47%
39 41 %
434 50%
1 74 30%
32 44%
578 39%
687 45%
234 31%
386 44%
646 47%
407 50%
860 39%
1,167 45%
86 22%
30 17%
155 33%
488 41 %
1 55 50%
365 50%
63 66%
55 50%
Total
Number Percent
3,026 100%
1,477 100%
1,538 100%
2,174 100%
765 1 00%
66 100%
120 100%
13 100%
1,218 100%
148 100%
96 100%
867 100%
579 100%
73 100%
1,489 100%
1,526 100%
755 100%
886 100%
1,363 100%
815 100%
2,200 100%
2,580 100%
392 100%
172 100%
472 1 00%
1,192 100%
313 100%
735 1 00%
96 100%
109 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
56S2Q11.XLS
                                                       4-78
                                                                                                          10/15/92

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WESTAT
HYPOTHESIS 17*.
Sexual harassment is not a problem at EPA.


"Have you experienced any type of sexual harassment at EPA?" (Exhibit 4-57)

      Twenty-two  percent  of  the female  respondents and  6%  of the male  respondents report
experiencing sexual harassment while employed at EPA.  The highest percentages of sexual harassment
is reported by White females, with 28%, and Other Minority females, with 23%. The rates for the
remaining groups ranges from a  low of 5%  for African American  males  to  18%  for  disabled
respondents.


"How serious a problem do you think sexual harassment is at EPA?" (Exhibit 4-58)

      While  a majority of the respondents  (61 %) do not believe sexual harassment is a problem,  a
significant number, ranging from 49% of the African American respondents  to 62% of the White
respondents, rate sexual harassment as a "somewhat serious", "serious",  or "very serious" problem in
EPA. Thirty-one percent of the male respondents and 47% of the female respondents  feel the problem
of sexual harassment at EPA is "somewhat serious", "serious", or "very serious".
                                            4-79

-------
    WESTAT
                                                       Exhibit 4-57
                           "Have you experienced any type of sexual harassment at EPA?"
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
No
Number Percent
3,311 85%
1,719 94%
1,581 78%
2,272 84%
799 88%
63 83%
1 22 90%
13 87%
1,417 93%
167 95%
120 88%
853 72%
631 86%
78 77%
1 ,638 83%
1 ,665 88%
809 86%
939 84%
1,542 85%
842 85%
2,459 85%
2,822 85%
427 89%
184 88%
552 89%
1 ,306 83%
371 89%
756 84%
92 85%
97 82%
Yes
Number Percent
580 1 5%
119 6%
458 22%
434 1 6%
108 12%
13 17%
14 10%
2 13%
102 7%
9 5%
16 12%
331 28%
99 14%
23 23%
341 17%
235 12%
127 — 14%
182 16%
268 15%
143 15%
435 15%
514 15%
54 1 1 %
24 12%
70 1 1 %
272 17%
48 1 1 %
140 16%
16 15%
21 18%
Total
Number Percent
3,891 100%
1,838 100%
2,039 100%
2,706 100%
907 100%
76 100%
136 100%
15 100%
1,519 100%
176 100%
136 100%
1,184 100%
730 100%
101 100%
1,979 100%
1,900 100%
936 1 00%
1,121 100%
1,810 100%
985 100%
2,894 100%
3,336 100%
481 100%
208 100%
622 100%
1,578 100%
419 100%
896 100%
108 100%
118 1 00%
     Notes:
     (1)
     (2)
     (3)
     (4)
     (5)
Some percentages may not add to exactly 100%, due to rounding.
Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
"Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
"Native American" includes American Indian, Eskimo, and Aleut.
"Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
57S9Q1NU.XLS
                                                      4-80
                                                                                                         10/15/92

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    WESTAT
                                                   Exhibit 4-58
                     "How serious a problem do you think sexual harassment is at EPA?*
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4. to .GS-1 6
All GM
All EX, SES
Disabled
Not
Serious
No. %
2,037 61%
1,126 69%
903 54%
514 38%
378 51%
35 52%
79 69%
7 54%
952 71%
83 53%
83 74%
561 56%
294 51%
38 46%
944 55%
1 ,089 68%
447 62%
608 59%
968 62%
576 67%
1 ,456 60%
1,777 63%
222 53%
97 53%
280 54%
815 61%
237 68%
521 67%
65 63%
60 64%
Somewhat
Serious
No. %
982 30%
417 26%
562 34%
694 52%
226 31%
20 30%
28 24%
5 38%
341 25%
52 33%
20 18%
351 35%
174 30%
33 40%
567 33%
414 26%
202 28%
294 29%
484 31 %
252 29%
727 30%
858 30%
113 27%
42 23%
165 32%
411 31%
91 26%
229 29%
31 30%
26 28%
Serious/Very
Serious
No. %
295 9%
84 5%
211 13%
130 10%
136 18%
12 18%
8 7%
1 8%
49 4%
23 15%
9 8%
81 8%
113 19%
12 14%
200 12%
95 6%
69 10%
122 12%
102 7%
37 4%
257 1 1 %
204 7%
82 20%
45 24%
70 14%
112 8%
21 6%
30 4%
8 8%
8 9%
Total
No. %
3,314 100%
1,627 100%
1,676 100%
1,338 100%
740 100%
67 100%
115 100%
13 100%
1,342 100%
158 100%
112 100%
993 100%
581 100%
83 100%
1,711 100%
1,598 100%
718 100%
1,024 100%
1,554 100%
865 100%
2,440 100%
2,839 100%
417 100%
184 100%
515 100%
1,338 100%
349 100%
780 100%
104 100%
94 100%
     Nous:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
58S9Q5NU.XLS
10/15/92
                                                      4-81

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WESTAT
HYPOTHESIS 18*.
Discrimination in treatment based on such factors as gender, race, age, or disability is not a problem
at EPA.


"Have you experienced any type(s) of discrimination at EPA?" (Exhibit 4-59)

      Thirty-three  percent of all EPA  employees completing the questionnaire indicate they have
experienced  some form of discrimination at EPA.  According to the survey results, more females
(37%) than  males  (26%)  have experienced discrimination.   The percent  of group members who
experienced  incidents  of discrimination ranges from 28%  for White  to 73%  for Native American
respondents.  Respondents classified as Disabled experienced the second highest discrimination rate
(55%).   African American males  (54%) and  Other Minority  males (48%) experienced the highest
levels of discrimination.  Almost half of Asian or Pacific Islanders, African American, and  Hispanic
group members indicate they have experienced some form of discrimination at EPA..   Other Minority
females (46%) and African American females (45%) had the next highest levels. White males  (25%)
and White females (31%) had the lowest rates.
      There is little fluctuation in the percent of respondents who experienced discrimination in the
other categories, with the rates running between 31% and 37%, except for the lowest and highest pay
plans/grades, where the percentages drop to 27% and 22% respectively.


"What types of discrimination have you experienced at EPA?" (Exhibit 4-60)

      For those who indicate they have experienced discrimination at EPA, the  results reveal that
Racial  (51%), Gender  (48%), and Age (27%) discrimination are among the  most frequent forms
experienced at EPA.  The most frequent types of discrimination experienced by  men are Race (51%),
Gender  (46%),  and  Age (27%).   The same  three types  are  also  the  most  frequent types  of
discrimination experienced by women, but in a different order - Gender (51%),  Race (46%), and Age
(26%).  In examining age related data, it appears that the frequency of racial discrimination decreases
as age  increases.  The  same relationship  exists with racial discrimination  and education.  The
percentage of respondents who indicate they have experienced discrimination decreases  as educational
levels increase.

      The following  groups  indicate they  have experienced  the  highest  percentage of  Race
discrimination: African  American males (89%), African American females (88%),  those in the Wage
Grade, GS-1  to  GS-5 levels (82%), and those hi the Support or  Clerical positions (81%).   Those
respondents experiencing  the highest percentages  of age discrimination are: respondents age 50 and
over (54%),  and Wage Grade employees, and those in GS 1-5 (36%), and GS-14-16 (36%).

      The highest gender discrimination  rate comes is indicated by those in the EX, SES Pay  Plans
(79%), White females (70%), and those classified as Supervisors (62%).  Native Americans reported
the highest incidence of Religious discrimination (27%), and Asian or Pacific Islander respondents
reported the highest rate of discrimination based on National origin (72%).


"The following types of  discrimination  are a serious problem or very serious problem at EPA."
(Exhibit 4-61)

      Twenty-seven percent of the respondents responding to this  question rated racial  discrimination
                                            4-82

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WESTAT
as a "serious" or "very serious" problem at EPA.   Gender discrimination followed with 21%  of the
respondents who perceive it to be a "serious" or  "very serious"  problem.  Seventeen percent rated
discrimination  based on  Age  in  this  manner,  11% discrimination  based  on  Disability,  10%
discrimination based on National Origin, and 4% discrimination based on Religion.

      The groups  having the  highest  percentages  of respondents rating the  various  types of
discrimination  as  ''serious" or  "very  serious"  are as follows:  Racial discrimination for African
Americans, both male (62%) and female (59%); Age discrimination for those age 50 and over (29%);
Gender discrimination  for  African  American females (36%) and African American  males  (32%);
discrimination based on Religion for Native Americans (15%); discrimination based on National Origin
for Asian or Pacific Islanders (42%); and, discrimination based on Disability for those respondents
classified as Disabled (32%).
                                             4-83

-------
    WESTAT
                                                       Exhibit 4-59
                             "Have you experienced any type(s) of discrimination at EPA?*
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan. Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
No
Number Percent
2,540 67%
1,272 74%
1 ,259 63%
1,930 72%
468 54%
42 55%
70 55%
4 27%
1,125 75%
78 46%
63 52%
804 69%
389 55%
53 54%
1 ,376 67%
1,158 63%
589 65%
737 67%
1 ,202 67%
676 69%
1 ,857 66%
2,175 66%
315 68%
149 73%
41 5 68%
972 63%
273 66%
604 68%
83 78%
53 45%
Yes
Number Percent
1,274 33%
437 26%
733 37%
744 28%
406 46%
34 45%
58 45%
1 1 73%
377 25%
93 54%
58 48%
365 31 %
313 45%
45 46%
678 33%
691 37%
321 35%
361 33%
582 33%
301 31 %
969 34%
1,103 34%
150 32%
56 27%
195 32%
568 37%
139 34%
280 32%
24 22%
64 55%
Total
Number Percent
3,814 100%
1,709 100%
1,992 100%
2,674 100%
874 100%
76 100%
128 100%
15 100%
1,502 100%
171 100%
121 100%
1,169 100%
702 1 00%
98 100%
2,054 100%
1,849 100%
910 100%
1,098 100%
1,784 100%
977 100%
2,826 100%
3,278 100%
465 1 00%
205 100%
610 100%
1,540 100%
412 100%
884 1 00%
107 100%
117 1 00%
     Notes:
     (1)
     (2)
     (3)
     (4)
     (5)
Some percentages may not add to exactly 100%, due to rounding.
Counts for disaggregations may not add to corresponding aggregate counts, due to item nonreeponee.
"Asian or Pacific Islander' refers to East Asian, South Asian, and Pacific Island nationalities, and includes
Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
"Native American" includes American Indian, Eskimo, and Aleut.
"Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
59S10Q1N.XLS
                                                      4-84
                                                                                                         10/15/92

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                                                                         Exhibit 4-60
                                                   "What type(s) of discrimination have you experienced at EPA?"
Si

Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 30 Years
30-39 Years
40-49 Years
50 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Race
No. %
646 51%
275 51%
369 50%
210 28%
357 88%
20 59%
43 74%
6 55%
145 38%
83 89%
43 74%
64 18%
274 88%
26 58%
118 60%
212 55%
232 52%
82 34%
238 74%
185 51%
215 37%
Age
No. %
338 27%
146 27%
191 26%
228 31%
77 19%
9 26%
11 19%
3 27%
118 31%
10 11%
14 24%
109 30%
67 21%
9 ! 20%
69 35%
58 15%
79 1 8%
130 54%
76 24%
103 29%
157 27%
Gender
No. %
616 48%
245 46%
371 51%
460 62%
1 1 8 29%
10 29%
1 5 26%
5 45%
206 55%
23 25%
13 22%
254 70%
95 30%
17 38%
85 43%
201 52%
241 54%
87 36%
86 27%
208 58%
322 55%
Religion
No. %
71 6%
42 8%
29 4%
48 6%
10 2%
2 6%
5 9%
3 27%
31 8%
3 3%
6 10%
17 5%
7 2%
4 9%
10 5%
24 6%
20 4%
17 7%
10 3%
20 6%
41 7%
National
Origin
No. %
101 8%
69 13%
31 4%
31 4%
8 2%
1 5 44%
42 72%
1 9%
26 7%
4 4%
36 62%
4 1%
4 1%
22 49%
9 5%
23 6%
32 7%
36 15%
9 3%
18 5%
73 13%
     60S10Q2.XLS
11/9/92

-------
                                                                                  Exhibit 4-60 (Continued)
                                                         "What typefs) of discrimination have you experienced at EPA?'

Respondent Characteristic
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan. Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Race
No. %
1 1 4 38%
531 55%
512 46%
121 81%
46 82%
145 74%
288 51%
48 35%
1 05 38%
8 33%
22 34%
Age
No. %
67 22%
270 28%
291 26%
39 26%
20 36%
40 21%
156 27%
50 36%
62 22%
7 29%
12 19%
Gender
No. %
187 62%
427 44%
583 53%
27 18%
14 25%
47 24%
279 49%
65 47%
183 65%
19 79%
19 30%
Religion
No. %
10 3%
61 6%
66 6%
4 3%
1 2%
9 5%
33 6%
15 1 1 %
1 1 4%
1 4%
8 13%
National
Origin
No. %
18 6%
82 8%
94 9%
3 2%
2 4%
5 3%
58 10%
19 14%
17 6%
0 0%
5 8%
               Notes:
                (1)  Some percentages may not add to exactly 100%, due to rounding.
                (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonreeponse.
                (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
                    Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
                (4)  "Native American" includes American Indian, Eskimo, and Aleut.
                (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
                (6)  Bases for the percentages are the number of respondents who checked any of the "yes" responses to Section 10, Question 1.  See Exhibit 4-59.
                (7)  Row percentages don't add to  100% because multiple responses were allowed.
60S10Q2.XLS
J1/9/92

-------
                                                        Exhibit 4-61
                        "The following types of discrimination are a serious or very serious problem at EPA."
                                                                                                                                 >•

Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 30 Years
30-39 Years
40-49 Years
50 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Race
No. %
948 27%
328 19%
614 34%
348 14%
491 59%
34 49%
50 41%
6 46%
167 12%
103 62%
52 43%
179 17%
387 59%
38 44%
215 31%
319 29%
292 24%
119 22%
349 42%
240 23%
352 21%
Age
No. %
611 17%
264 15%
345 19%
366 15%
189 23%
22 31%
21 17%
3 23%
201 14%
28 17%
29 24%
164 16%
161 24%
1 7 20%
104 15%
142 13%
211 18%
151 29%
172 21%
150 15%
286 17%
Gender
No. %
729 21%
253 15%
472 26%
380 15%
288 35%
26 37%
21 17%
2 15%
173 12%
53 32%
23 19%
205 20%
235 36%
26 30%
150 22%
242 22%
145 12%
90 17%
221 26%
204 20%
304 1 8%
Religion
No. %
135 4%
56 3%
79 4%
60 2%
58 7%
3 4%
9 7%
2 15%
39 3%
8 5%
9 8%
21 2%
50 8%
5 6%
24 3%
41 4%
42 4%
28 5%
51 6%
27 3%
56 3%
National
Origin
No. %
357 10%
147 9%
207 1 1 %
107 4%
159 19%
28 40%
52 42%
4 31%
58 4%
37 22%
49 41%
48 5%
121 18%
35 41%
61 9%
119 11%
116 10%
59 1 1 %
111 13%
80 8%
163 10%
Disability
No. %
391 11%
153 9%
236 13%
211 9%
145 18%
13 19%
15 12%
1 8%
107 8%
28 17%
15 13%
104 10%
116 18%
14 16%
79 1 2%
1 24 11 %
129 11 %
59 1 1 %
115 14%
112 1 1 %
162 10%
Total
No. %
3,534 100%
1,712 100%
1,809 100%
2,469 100%
827 100%
70 100%
123 100%
13 100%
1,415 100%
167 100%
120 100%
1,051 100%
659 100%
86 100%
686 100%
1,111 100%
1,198 100%
529 100%
834 100%
1,022 100%
1,659 100%
61S10Q6N.XLS
11/6/92

-------
                                                                           Exhibit 4-61
                              "The following types of discrimination are a serious or very serious problem at EPA." (continued)

Respondent Characteristic
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-1 1 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Race
No. %
162 17%
780 30%
723 24%
202 47%
82 43%
235 42%
376 27%
81 21%
143 17%
14 13%
36 33%
Age
No. %
134 14%
476 18%
500 16%
95 22%
44 23%
99 1 8%
241 17%
91 24%
124 15%
8 8%
30 28%
Gender
No. %
137 15%
589 23%
589 19%
1 22 28%
54 28%
145 26%
311 22%
69 1 8%
125 15%
15 14%
25 23%
Religion
No. %
20 2%
115 4%
97 3%
33 8%
18 9%
30 5%
54 4%
14 4%
16 2%
1 1%
8 7%
National
Origin
No. %
59 6%
296 1 1 %
280 9%
71 16%
31 16%
75 13%
1 60 11 %
35 9%
49 6%
3 3%
17 16%
Disability
No. %
95 10%
294 1 1 %
322 1 1 %
62 14%
34 1 8%
74 13%
141 10%
43 1 1 %
83 10%
11 10%
35 32%
Total
No. %
930 100%
2,591 100%
3,038 100%
431 100%
192 100%
559 100%
1,401 100%
384 100%
843 100%
106 100%
108 100%
f-
00
oo
     Notes:                                                                      i
      (1)  Percentages may not add to 100% because multiple responses were allowed, some respondents
          may not have answered all parts of the question, and percentages are rounded.
      (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
      (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
          Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
      (4)  "Native American" includes American Indian, Eskimo, and Aleut.
      (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
      (6)  Bases for the percentages are the number of respondents who answered any part of question 6, in section 10 of the questionnaire.
       61S10Q6N.XLS
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WESTAT
HYPOTHESIS 19*.
EPA provides a positive work climate for all employees.


"The people with whom I work show respect for one another." (Exhibit 4-62)

      A strong majority  (76%) of the  respondents agree that the people that they work with show
respect  for one  another.   More  men  (82%) than women  (71%) feel this way.   The  percent of
respondents indicating  agreement with the statement ranged from 60% to 76% for members of the
minority groups, and up to 81 % for the White respondents.

      Those with the most negative feelings with regard to this item are the minority group members
with  40%  of the Native American, 36% of  the  African  American, and 35%  of the Hispanic
respondents indicating that the people they work with do not show respect for one another.  Other
groups sharing these feelings are  those without college degrees (36%), in the Support and Clerical
positions (38%), wage grade employees,those in GS-1 to GS-5 pay grades (35%), and those with
disabilities (36%).


"Lack of cultural sensitivity is a source of tension between upper and lower management levels."
(Exhibit 4-63)

      Seventy percent of those responding disagree with this statement,  79% of the male respondents
and  61% of  the  female  respondents.  There are some groups, however,  in  which a majority of
respondents  agree with the statement.  Many minority group members agree - 61% of the African
American, 57% of the Hispanic, and 53% of the Asian or Pacific Islander respondents.  A majority
(53%) of those without college degrees, 55% of those in Support or Clerical positions, and 51% of
those in the Wage Grade and GS 1-55  pay grades also agree.


"Lack of cultural sensitivity is a source of tension between management and non-management."
(Exhibit 4-64)

      Sixty percent  of all respondents disagree with this statement, 70% of the males and  50% of the
females.   Again, however,  many members of minority groups  do agree that a  lack  of cultural
sensitivity is a source of tension, with  70% of the Hispanic, 68% of the African American, 58% of the
Asian or Pacific Islander, and 50% of the  Native American respondents  agreeing.  As in the previous
item, a majority  of those  without college degrees (58%), in the Support or Clerical  positions (60%),
and in the lower Pay Plans/Grades  (54%) also agree.


"Lack of cultural sensitivity is a source of tension among the people in my work group." (Exhibit
4-65)

      Seventy-four percent of the respondents disagree with this statement, 82% of the males and 66%
of the females. The  only group in which a majority of its members agree with this statement is African
American females (51%).   Hispanics  (51%), African Americans (52%), and those in  Support or
Clerical positions (51 %) are almost evenly  split on whether they agree or disagree with this statement.
                                            4-89

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WESTAT


"I am satisfied with the procedures at EPA for addressing grievances." (Exhibit 4-66)

      A  total of 57%  of the  respondents agree that they are satisfied  with the procedures for
addressing  grievances.   Again,  there are diverse opinions on  this item with many minority group
members disagreeing.  A  majority of the Asian or Pacific Islanders (61%), Hispanics  (55%), and
African Americans (54%) are not satisfied with the procedures.  The only other  group to indicate that
they are not satisfied with  the grievance procedures are those in the GS 14-16 pay grades.  However
many of the respondent categories come close to an even split on this issue.


"Considering everything, I am satisfied with my job." (Exhibit 4-67)

      A majority of the respondents, across the groups, are satisfied with their jobs. The agreement
ranges from  63% to 87%.  The Native American respondents  are  at the top  of the agreement
percentage  with 87% of the respondents in that group reporting agreement.  There is little difference
among the other groups,  with  all of the respondent categories  reporting strong  agreement levels
ranging from 60% to 81%.


"Considering my skills and the effort I put into my work, I am satisfied with my pay." (Exhibit 4-
68)

      Although still a majority (57%),  far fewer  respondents across all groups expressed satisfaction
with their  pay.   On the dissenting side  are Native Americans,  with  67% indicating they are not
satisfied with their pay. Sixty percent  of the African Americans are also dissatisfied. The Asian or
Pacific Islander group has 50% hi both the agree and disagree columns.

      The  other  groups with a majority of respondents who disagree are those without college degrees
(52%), those in the Support or Clerical positions (62%), and those in the two lowest pay categories
(65% and 60% respectively).


"I feel that I am treated with respect by my peers at EPA." (Exhibit 4-69)

      A strong majority (87%) of the respondent groups feel that they are treated with respect by their
peers.  There is a range of agreement covering  all the groups of respondents from 72% to 93%, with
supervisors and those in the highest pay grades  at the upper end.  Those at the low end of agreement
are Native Americans (73%), those in Support or Clerical positions (73%), and those in the lowest pay
grade (72%).

      Some minor gender differences do  appear, with fewer women (84%) than  men (90%) feeling
that they are treated with respect by then1 peers.
                                            4-90

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    WESTAT
                                                        Exhibit 4-62
                            "The people with whom I work show respect for one another .'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
2,970 76%
1,515 82%
1,442 71%
2,191 81%
579 64%
49 65%
105 76%
9 60%
1,289 85%
119 67%
96 76%
899 76%
459 63%
67 66%
1,525 77%
1 ,437 76%
600 64%
879 79%
1,476 81%
817 83%
2,144 74%
2,617 78%
296 62%
135 65%
426 69%
1,201 76%
337 80%
743 83%
90 85%
76 64%
Disagree
Number Percent
926 24%
324 1 8%
601 29%
515 19%
332 36%
26 35%
33 24%
6 40%
228 15%
59 33%
31 24%
287 24%
273 37%
34 34%
458 23%
464 24%
338 36%
237 21%
343 19%
171 17%
751 26%
725 22%
182 38%
73 35%
195 31%
380 24%
82 20%
157 17%
16 15%
42 36%
Total
Number Percent
3,896 100%
1,839 100%
2,043 100%
2,706 100%
911 100%
75 100%
138 100%
15 100%
1,517 100%
178 100%
127 100%
1,186 100%
732 100%
101 100%
1,983 100%
1,901 100%
938 100%
1,116 100%
1,819 100%
988 100%
2,895 100%
3,342 100%
478 100%
208 100%
621 100%
1,581 100%
419 100%
900 100%
106 100%
118 1 00%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                                       Exhibit 4-63
           "Lack of cultural sensitivity is a source of tension between upper and lower mangement levels/
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
1.014 30%
335 21%
673 39%
423 18%
464 61 %
38 57%
63 53%
4 40%
181 13%
83 57%
63 57%
241 24%
380 62%
42 50%
535 31%
476 29%
413 53%
248 25%
344 22%
188 21%
821 33%
774 27%
218 55%
89 51%
244 47%
390 29%
84 23%
172 21%
19 18%
29 29%
Disagree
Number Percent
2,352 70%
1 ,296 79%
1 ,052 61 %
1 ,944 82%
299 39%
29 43%
55 47%
6 60%
1,178 87%
63 43%
48 43%
765 76%
236 38%
42 50%
1,195 69%
1,155 71%
370 47%
742 75%
1 ,233 78%
716 79%
1 ,631 67%
2,130 73%
1 82 46%
87 49%
279 53%
937 71%
282 77%
650 79%
84 82%
70 71 %
Total
Number Percent
3,366 100%
1,631 100%
1,725 100%
2,367 100%
763 100%
67 100%
118 100%
10 100%
1,359 100%
146 100%
111 1 00%
1,006 100%
616 100%
84 100%
1,730 100%
1,631 100%
783 100%
990 100%
1,577 100%
904 100%
2,452 100%
2,904 100%
400 100%
176 100%
523 1 00%
1 ,327 1 00%
366 100%
822 100%
103 100%
99 1 00%
     Notes:
     (1)
     (2)
     (3)
     (4)
     (5)
Some percentages may not add to exactly 100%, due to rounding.
Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
"Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
"Native American" includes American Indian, Eskimo, and Aleut.
"Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                                       Exhibit 4-64
           "Lack of cultural sensitivity is a source of tension between management and non-management.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM .
All EX, SES
Disabled
Agree
Number Percent
1 ,383 40%
490 30%
887 50%
715 30%
518 68%
50 70%
68 58%
5 50%
320 23%
90 63%
70 61 %
394 38%
428 69%
53 62%
752 43%
627 38%
452 58%
356 35%
562 35%
292 32%
1 ,086 43%
1,117 38%
241 60%
95 54%
287 54%
545 40%
133 35%
262 32%
40 39%
45 45%
Disagree
Number Percent
2,038 60%
1,154 70%
880 50%
1,698 70%
247 32%
21 30%
50 42%
5 50%
1 ,052 77%
52 37%
44 39%
645 62%
194 31%
32 38%
1,016 57%
1,020 62%
328 - 42%
647 65%
1,058 65%
612 68%
1,421 57%
1,841 62%
159 40%
80 46%
243 46%
820 60%
243 65%
559 68%
63 61%
54 55%
Total
Number Percent
3,421 100%
1,644 100%
1,767 100%
2,413 100%
765 100%
71 100%
118 100%
10 100%
1,372 100%
142 100%
114 100%
1,039 100%
622 100%
85 1 00%
1,768 100%
1,647 100%
780 100%
1,003 100%
1,620 100%
904 100%
2,507 100%
2,958 100%
400 100%
175 100%
530 100%
1 ,365 1 00%
376 1 00%
821 100%
103 100%
99 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian  or Pacific Islander' refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other  Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
64S6Q3C.XLS
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     WESTAT
                                                       Exhibit 4-65
               "Lack of cultural sensitivity is a source of tension among the people in my work group."
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6to GS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
893 26%
294 18%
593 34%
428 1 8%
363 48%
35 49%
43 36%
4 40%
187 14%
55 36%
45 39%
241 23%
308 51 %
37 43%
477 27%
413 25%
338 43%
211 21%
329 20%
189 21%
701 28%
679 23%
193 49%
78 45%
197 38%
344 25%
76 20%
162 19%
22 22%
33 32%
Disagree
Number Percent
2,536 74%
1 ,368 82%
1,164 66%
1,997 82%
396 52%
37 51%
76 64%
6 60%
1,194 86%
96 64%
69 61 %
802 77%
299 49%
50 57%
1,281 73%
1,251 75%
444 57%
793 79%
1 ,294 80%
724 79%
1,806 72%
2,293 77%
200 51%
97 55%
323 62%
1,026 75%
303 80%
670 81 %
78 78%
69 68%
Total
Number Percent
3,429 100%
1,662 100%
1,757 100%
2,425 100%
759 100%
72 1 00%
119 100%
10 100%
1,381 100%
151 100%
114 100%
1,043 100%
607 100%
87 100%
1,758 100%
1,664 100%
782 100%
1,004 100%
1,623 100%
913 100%
2,507 100%
2,972 100%
393 100%
175 100%
520 100%
1,370 100%
379 100%
832 100%
1 00 1 00%
102 100%
     Notes:
     (1)
     (2)
    Some percentages may not add to exactly 100%, due to rounding.
    Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
(3)  "Asian or Pacific Islander" refers to  East Asian, South Asian, and Pacific Island nationalities, and includes
    Chinese, Japanese, Korean, Vietnamese, Rlipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
    "Native American" includes American Indian, Eskimo, and Aleut.
    "Other Minority" includes Hispanic,  Asian or Pacific Islander, and Native American.
     (4)
     (5)
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                                                        Exhibit 4-66
                         *l am satisfied with the procedures at EPA for addressing grievences."
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
1,670 57%
873 61 %
793 53%
1,250 62%
337 46%
23 45%
40 39%
6 50%
764 65%
66 44%
39 40%
485 58%
270 46%
30 45%
841 58%
826 55%
420 55%
470 56%
771 57%
576 70%
1,088 51%
1,407 57%
231 56%
98 54%
255 54%
564 51%
151 48%
512 70%
69 68%
49 46%
Disagree
Number Percent
1,284 43%
565 39%
715 47%
768 38%
398 54%
28 55%
62 61 %
6 50%
414 35%
85 56%
59 60%
353 42%
313 54%
37 55%
601 42%
678 45%
337 45%
363 44%
574 43%
248 30%
1,031 49%
1,082 43%
181 44%
82 46%
221 46%
543 49%
163 52%
220 30%
33 32%
58 54%
Total
Number Percent
2,954 100%
1,438 100%
1,508 100%
2,01 8 1 00%
735 100%
51 100%
102 100%
12 100%
1,178 100%
151 100%
98 100%
838 100%
583 100%
67 100%
1 ,442 1 00%
1,504 100%
757 100%
833 100%
1,345 100%
824 100%
2,119 100%
2,489 100%
412 100%
180 100%
476 100%
1,107 100%
314 100%
732 100%
102 100%
107 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian,  etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                                       Exhibit 4-67
                                  "Considering everything. I am satisfied with my job.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
AIIGM
All EX, SES
Disabled
Agree
Number Percent
2.804 72%
1 ,369 74%
1 ,427 70%
2,048 76%
571 63%
55 73%
95 70%
13 87%
1,159 76%
108 61%
93 73%
887 75%
463 63%
70 71%
1,458 74%
1,342 71%
631 68%
822 74%
1,336 73%
801 81 %
1,995 69%
2,470 74%
285 60%
138 67%
396 64%
1,113 71%
306 73%
722 80%
88 81%
72 63%
Disagree
Number Percent
1 ,083 28%
473 26%
605 30%
655 24%
337 37%
20 27%
41 30%
2 13%
362 24%
69 39%
34 27%
292 25%
267 37%
29 29%
522 26%
553 29%
296 - 32%
296 26%
483 27%
188 19%
891 31%
868 26%
191 40%
68 33%
225 36%
461 29%
112 27%
1 78 20%
20 19%
43 37%
Total
Number Percent
3,887 100%
1,842 100%
2,032 100%
2,703 100%
908 100%
75 100%
136 100%
15 100%
1,521 100%
177 100%
127 100%
1,179 100%
730 100%
99 100%
1,980 100%
1,895 100%
927 100%
1,118 100%
1,819 100%
989 100%
2,886 100%
3,338 100%
476 100%
206 100%
621 100%
1,574 100%
418 100%
900 100%
108 100%
115 100%
     Notes:
     (1)
     (2)
     (3)
     (4)
     (5)
Some percentages may not add to exactly 100%, due to rounding.
Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
"Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
"Native American" includes American Indian, Eskimo, and Aleut.
"Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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     WESTAT
                                                        Exhibit 4-68
                 "Considering my skills and the effort I put into my work, I am satisfied with my pay.1
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
2,215 57%
1 ,079 58%
1,130 56%
1,715 63%
367 40%
44 59%
69 50%
5 33%
950 62%
66 37%
58 46%
764 65%
301 41%
60 59%
1,141 58%
1 ,070 56%
446 48%
707 63%
1 ,053 58%
662 67%
1,548 53%
1 ,998 60%
182 38%
73 35%
250 40%
908 58%
240 57%
610 68%
95 88%
54 47%
Disagree
Number Percent
1,679 43%
768 42%
904 44%
991 37%
542 60%
31 41%
70 50%
10 67%
576 38%
1 1 1 63%
69 54%
413 35%
430 59%
42 41%
841 42%
833 44%
490 52%
412 37%
764 42%
325 33%
1,347 47%
1 ,340 40%
299 62%
134 65%
376 60%
667 42%
1 83 43%
289 32%
13 12%
61 53%
Total
Number Percent
3,894 100%
1,847 100%
2,034 100%
2,706 100%
909 100%
75 100%
139 100%
15 100%
1,526 100%
1 77 1 00%
127 100%
1,177 100%
731 100%
102 100%
1 ,982 1 00%
1,903 100%
936 1 00%
1,119 100%
1,817 100%
987 100%
2,895 100%
3,338 100%
481 100%
207 100%
626 1 00%
1,575 100%
423 1 00%
899 100%
108 100%
115 100%
     Notes:
     (1) Some percentages may not add to exactly 100%, due to rounding.
     (2) Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3) "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4) "Native American" includes American Indian, Eskimo, and Aleut.
     (5) "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                                       Exhibit 4-69
                              "I feel that I am treated with respect by my peers at EPA.
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-1 1 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
3.384 87%
1,659 90%
1,714 84%
2,458 91%
700 77%
63 83%
119 87%
1 1 73%
1,396 92%
140 79%
112 88%
1,059 89%
559 76%
81 81%
1,739 88%
1,636 86%
724 77%
1,007 90%
1 ,635 90%
918 93%
2,455 85%
2,973 89%
350 73%
149 72%
504 80%
1,357 86%
381 91%
841 93%
100 93%
88 77%
Disagree
Number Percent
515 13%
179 10%
334 16%
250 9%
215 23%
13 17%
18 13%
4 27%
121 8%
38 21%
16 13%
129 11%
177 24%
19 19%
247 12%
267 14%
21 1 23%
114 10%
186 10%
71 7%
442 15%
371 1 1 %
130 27%
58 28%
124 20%
222 14%
39 9%
59 7%
8 7%
27 23%
Total
Number Percent
3,899 100%
1,838 100%
2,048 100%
2,708 100%
915 100%
76 100%
137 100%
15 100%
1,517 100%
178 100%
128 100%
1,188 100%
736 1 00%
100 100%
1,986 100%
1,903 100%
935 100%
1,121 100%
1,821 100%
989 1 00%
2,897 100%
3,344 1 00%
480 100%
207 100%
628 1 00%
1,579 100%
420 100%
900 100%
108 100%
115 100%
     Notes:
     (1)
     (2)
     (3)
     (4)
     (5)
Some percentages may not add to exactly 100%, due to rounding.
Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
"Asian  or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Gusmanian, etc.
"Native American" includes American Indian, Eskimo, and Aleut.
"Other  Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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4.8 Supervisor/Staff relations


HYPOTHESIS 20*.
For the most pan, EPA staff have good relationships with their supervisors.


"It is acceptable for me to discuss issues of racism, sexism, or other biases with my supervisor."
(Exhibit 4-70)

      A large majority (73%) of the total respondents agree that they can discuss sensitive issues with
their supervisor.  Seventy-eight percent of the males and 69% of the females agree. The only group
with a majority of individuals who disagree are the Native Americans,  where 60% of the respondents
feel such discussions with their supervisor are not acceptable.

      Those agreeing ranged from 40%  to  82%, with all of the groups of respondents, other than
Native Americans, showing fairly  strong agreement with this item statement.  However, although a
majority of respondents did feel that they can discuss sensitive issues with their supervisor, the percent
of agreement was fairly low, e.g. Asian or Pacific Islander (53%).


"My supervisor generally deals fairly with everyone and plays no favorites." (Exhibit 4-71)

      Two-thirds (66%) of the respondents agree that their supervisor "generally deals  fairly with
everyone and plays  no favorites".  The rate of agreement  ranges from 40% to 71%, with the White
respondents at the high end (71%) and the Native American respondents at the low end (40% agree).
Fewer women than men  (63% vs. 70%)  feel that their  supervisor deals  fairly with everyone.
Similarly, although a majority of the respondents do  agree, fewer members of minority groups express
agreement as compared to the White respondents.


"I think my supervisor is doing a good job of working with staff of different cultural identities
from his/her own." (Exhibit 4-72)

      A total of 78% of the respondents agree that their supervisor is doing a  good job working with
multicultural staffs.   The percent agreement among the various groups ranges from 64% to 83%, with
the White male and White female respondents at the high end (83%  and  80% respectively).

      Slightly more males than females (81 % vs. 76%) think that their "supervisor is doing a good job
of working  with  staff of different cultural  identities from his/her own".    Most  respondents in the
different groups agree that their supervisor is doing a good job, with little variation among the groups.
                                             4-99

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                                                       Exhibit 4-70
                 "It is acceptable for me to discuss issues of racism, sexism, or other biases with my
                                                         supervisor."
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
2,728 73%
1 ,370 78%
1 ,353 69%
2,062 79%
522 60%
48 69%
66 53%
6 40%
1,186 82%
107 62%
67 58%
874 76%
415 59%
53 56%
1,378 72%
1,344 74%
587 66%
792 73%
1,340 77%
778 82%
1 ,941 70%
2,395 75%
280 61 %
124 63%
383 64%
1,070 71%
325 81 %
700 80%
83 82%
73 65%
Disagree
Number Percent
1,008 27%
385 22%
616 31%
546 21 %
350 40%
22 31%
58 47%
9 60%
267 1 8%
65 38%
48 42%
278 24%
284 41 %
41 44%
533 28%
471 26%
303 34%
290 27%
401 23%
1 75 1 8%
830 30%
812 25%
177 39%
74 37%
213 36%
442 29%
77 19%
171 20%
18 18%
39 35%
Total
Number Percent
3,736 100%
1,755 100%
1,969 100%
2,608 100%
872 100%
70 100%
1 24 1 00%
15 100%
1,453 100%
172 100%
115 100%
1,152 100%
699 100%
94 1 00%
1,911 100%
1,815 100%
890 100%
1,082 100%
1,741 100%
953 100%
2,771 100%
3,207 100%
457 100%
198 100%
596 100%
1,512 100%
402 100%
871 100%
101 100%
112 100%
     Notes:
     (1)
     (2)
     (3)
     (4)
     (5)
Some percentages may not add to exactly 100%, due to rounding.
Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
"Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
"Native American" includes American Indian, Eskimo, and Aleut.
"Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                                        Exhibit 4-71
                       'My supervisor generally deals fairly with everyone and plays no favorites.'
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
2,539 66%
1,258 70%
1,273 63%
1,880 71%
512 58%
42 56%
80 60%
6 40%
1,077 72%
101 60%
72 57%
800 68%
410 57%
56 57%
1,352 69%
1,183 64%
582 63%
744 67%
1,204 68%
646 67%
1,885 66%
2,188 67%
301 64%
140 70%
395 64%
1,027 66%
277 67%
589 67%
72 68%
77 67%
Disagree
Number Percent
1,287 34%
544 30%
738 37%
782 29%
378 42%
33 44%
54 40%
9 60%
413 28%
68 40%
54 43%
369 32%
310 43%
42 43%
601 31%
679 36%
335 37%
363 33%
576 32%
325 33%
959 34%
1,093 33%
1 72 36%
59 30%
219 36%
528 34%
136 33%
291 33%
34 32%
38 33%
Total
Number Percent
3,826 100%
1,802 100%
2,011 100%
2,662 100%
890 100%
75 100%
134 100%
15 100%
1,490 100%
169 100%
126 100%
1,169 100%
720 100%
98 100%
1,953 100%
1,862 100%
917 100%
1,107 100%
1,780 100%
971 100%
2,844 100%
3,281 100%
473 100%
199 100%
614 100%
1,555 100%
413 100%
880 100%
106 100%
115 100%
     Notes:
     (1)
     (2)
     (3)
     (4)
     (5)
Some percentages may not add to exactly 100%, due to rounding.
Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
"Asian  or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
"Native American" includes American Indian, Eskimo, and Aleut.
"Other  Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                                       Exhibit 4-72
            "I think my supervisor is doing a good job of working with staff of different cultural identities
                                                   from his/her own."
Respondent Characteristic
All Respondents
Gender
Male
Female
Race
White
African American
Hispanic
Asian or Pacific Islander (3)
Native American (4)
Gender and Race
Male, White
Male, African American
Male, Other Minority (5)
Female, White
Female, African American
Female, Other Minority (5)
Age
Under 40 Years
40 and Over
Educational Level
No Degree
Bachelor's Degree
Master's Degree or higher
Supervisory Status
Supervisor
Not a Supervisor
Job Category
Professional or Technical
Support or Clerical
Pay Plan, Grade
Wage Grade, GS-1 to GS-5
GS-6toGS-10
GS-11 to GS-1 3
GS-1 4 to GS-1 6
All GM
All EX, SES
Disabled
Agree
Number Percent
2.937 78%
1 ,440 81 %
1,489 76%
2,115 82%
642 72%
52 70%
93 71%
9 64%
1,218 83%
123 72%
86 70%
895 80%
518 72%
68 70%
1,531 80%
1,400 77%
705 77%
868 80%
1,350 78%
768 80%
2,161 78%
2,507 78%
372 79%
170 83%
473 78%
1,155 77%
307 77%
700 80%
88 83%
80 71%
Disagree
Number Percent
809 22%
334 19%
471 24%
476 18%
249 28%
22 30%
38 29%
5 36%
245 17%
49 28%
36 30%
230 20%
200 28%
29 30%
379 20%
426 23%
206 23%
218 20%
378 22%
189 20%
617 22%
693 22%
101 21%
34 17%
135 22%
347 23%
93 23%
1 70 20%
18 17%
33 29%
Total
Number Percent
3,746 100%
1,774 100%
1,960 100%
2,591 100%
891 100%
74 100%
131 100%
14 100%
1 ,463 1 00%
172 100%
122 100%
1,125 100%
718 100%
97 100%
1,910 100%
1,826 100%
911 100%
1,086 100%
1 ,728 1 00%
957 100%
2,778 100%
3,200 100%
473 100%
204 100%
608 100%
1,502 100%
400 100%
870 100%
106 100%
113 100%
     Notes:
     (1)  Some percentages may not add to exactly 100%, due to rounding.
     (2)  Counts for disaggregations may not add to corresponding aggregate counts, due to item nonresponse.
     (3)  "Asian or Pacific Islander" refers to East Asian, South Asian, and Pacific Island nationalities, and includes
         Chinese, Japanese, Korean, Vietnamese, Filipino, Asian Indian, Hawaiian, Samoan, Guamanian, etc.
     (4)  "Native American" includes American Indian, Eskimo, and Aleut.
     (5)  "Other Minority" includes Hispanic, Asian or Pacific Islander, and Native American.
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                                      5. CONCLUSIONS
      Presented below  are the major conclusions  that can be drawn from the results of this study.
Section 5.1  presents the major study findings from the survey; Section 5.2 then presents suggestions
for further research. Section 5.1 is organized by the 20 hypotheses presented hi the previous chapter
(Results).  A note of caution:   some of the cells hi the analysis  table contain small  numbers  of
respondents,  making comparison of percentages tenuous.   This is particularly true for some of the
questionnaire items with smaller response rates, larger numbers of alternatives, and small  groups such
as the Native American with  12 to 16 respondents.  This chapter will  be limited to those general
conclusions  that can be reasonably drawn from the  data presented  in  Exhibits 4-9 through 4-72,
keeping  in mind the limitations of the respondent group sizes and the  wide variety  of opinions
expressed by the EPA staff.


5.1    Findings


Hypothesis 1: Efforts have been made to recruit for cultural diversity through special programs,  e.g.
Puerto Eicon Recruitment Programs,  recruiting at historically African American colleges  (HBCUs),
relationships with the American Association of Retired Persons (AARP), etc.

Finding

      There is a general feeling among most staff that EPA has a good record hi recruiting women.
There is less agreement regarding EPA's efforts and effectiveness in recruiting minorities.  While a
majority of the respondents  feel EPA has done  a good job in recruiting  for cultural  diversity, many
minority group  members, particularly African American males,  feel  quite  strongly  that EPA's
Affirmative  Action and  Equal Employment Opportunity Programs have not been successful and  that
EPA does not have a good record hi actively recruiting minorities.

      There  is a wide  difference hi  the perceptions  of EPA's commitment to Affirmative Action.
While there is very strong overall agreement  lhat EPA is committed, there  is less agreement from
members of minority groups, particularly from African American males.  While three-quarters of the
respondents  feel that EPA has a commitment to Affirmative Action, over  a third feel that  Affirmative
Action policies lead to  hiring  less qualified employees.   Again, there are major differences  hi the
response patterns.  Almost half of the White respondents believe that Affirmative Action policies result
hi hiring less qualified employees, while most members of minority groups disagree.

      In general, the results would indicate that while efforts are being  made to recruit  for cultural
diversity, some serious doubts  exist among  members  of  minority groups  as to the  Agency's
commitment to these programs and the effectiveness of such efforts. There are also strong feelings
among many non-minority employees that efforts such as Affirmative Action lead to the hiring of less
qualified employees.
                                              5-1

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WESTAT


Hypothesis 2:  Employees  recognize numerous barriers that undermine  the  effectiveness of formal
recruiting efforts.  "Hot wiring" (preselection) is seen as the most predominant and powerful barrier to
equality in recruitment.  The predominance of preselection  relates to the overriding desire to bring in
candidates that will "fit in".

Finding

      There are serious  doubts among EPA staff that the  current recruiting and hiring practices  are
fair and equitable.  Only  about half of the EPA respondents  feel that competition is fair and open when
competing for jobs at EPA and two-thirds of the respondents feel that informal procedures exist which
prevent equitable recruitment.  This negative perception is  more frequently expressed by women and
members  of minority groups.   There is strong evidence that there  is  a perception  among many
employees that  barriers  and  practices do  exist  which  undermine  the effectiveness of the formal
recruiting process.


Hypothesis 3: Employees come to work for a variety of reasons. *

Finding

      The data indicate that this hypothesis is  true,  but the major reasons respondents  consider
"important" are a somewhat limited list and are shared by most  employees.   The most prevalent
reasons include "to help protect the environment", "to accept a good position", "good benefits",  "there
was a vacancy", and "the security of a government job". While the specific reasons and combination of
reasons differ to a degree by gender, race,  and level of education,  the key reasons given above  for
joining  EPA are common to most of the respondent groups.


Hypothesis  4:   Opportunities for training  at all levels are  seen  as limited by  budget and time
constraints which are independent of a per son's cultural background.

Finding

      There are very strong feelings among most employees that they have an adequate opportunity
and participate in training at EPA, and that knowledge about available training is readily accessible.
Most employees who responded to the survey  indicate that  they  feel that  EPA  is committed or
somewhat committed to   staff training  and development.  This  feeling cuts  across  all levels of
employees and there is no difference by gender, and little difference across the racial  groups.

      Less than half of those surveyed feel, however, that they are being adequately trained for higher
level positions.  The  negative feelings are quite prevalent among minority group members.  Overall,
the majority of respondents agree that neither age  nor gender is a barrier to participating in training at
EPA. There are a number of minority group members that  do feel, however, that there are barriers to
minorities in receiving training.  Other respondents who feel this way tend to be those with no college
training, hi non-supervisory positions, in support or clerical jobs, and in the lower pay grades.  There
are also a large number  of respondents overall, who feel  that training at  EPA  is not designed with
concern for the diverse cultural backgrounds  of its employees.

      While this hypothesis  is true for training  in general,  many  respondents feel that training  for
higher level positions  is  inadequate.   Those who feel the most strongly  include many members of
racial and cultural minorities, those 40 years of age and over, respondents in  GS 14-16, and those hi
                                              5-2

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 WESTAT


 support/clerical positions.  There is also an expressed desire to make EPA training more sensitive  to
 the diverse cultural backgrounds of its employees.


 Hypothesis 5:  Mentoring is an important form of career development which happens too infrequently,
particularly among minority individuals.

 Finding

      The examination of this hypothesis brings a wide diversity of responses.  There are many who
 say mentoring is there if they wanted it, some who say they have no interest in having a mentor, others
 who never heard of mentoring, and still others who feel it is difficult to obtain by members of minority
 groups.  Only about  a third of the respondents reported ever having  a mentor at EPA,  with more
 women than men having had mentors.

      There are some feelings expressed that it is more difficult for members of minority  groups to
 enter into  a mentoring relationship.   There is little difference among the White, African American,
 Hispanic, and Native  American respondents  in terms of those who have had mentors at  some time
 during their tenure at  EPA.  (All were at about one third of the respondents in that group.)   Asian and
 Pacific  Islander respondents did report a lower percent (about one-quarter)  of  participation  in  a
 mentoring  relationship. It appears  that mentoring, in  general,  is  neither a well  publicized nor  a
 frequently used tool for career development at EPA.


 Hypothesis 6: All professionals  recognize the existence of opportunities to advance from entry level to
 GS-13  without major hindrances;  the  key factors are seen  to  be personal  initiative and  general
 competence.

 Finding

 Over three-quarters of the EPA staff that responded indicate that they  have received  a promotion at
 EPA.   The promotion rates  are fairly comparable across the various groups, with members of the
 Asian or Pacific Islander group having a lower rate of promotion than the other groups.  A  little over
 two-thirds of the respondents feel that there is fair and equitable promotion up to the GS/GM-13 level.
 However, this  feeling is  not universally held by all respondent groups.  The percent of agreement
 drops for minority group  members, with the highest levels of disagreement from African Americans.
 This disagreement was also apparant from other minority group members, those in support or clerical
 positions, in lower pay grades, and those who do not have a college degree.  It would appear that most
 professionals (not all)  perceive no barriers to advancement to the GS/GM-13 level.


Hypothesis 7:  All groups feel that a "glass ceiling" exists at EPA for those who are not White male
professionals, which prevents them from advancing beyond the grade of GS-13.

Finding

      There are strong feelings among the majority of employees that promotion past GS/GM-13 is
not equitable. This feeling is particularly prevalent among female and minority group employees.  For
these people there  is a perception of a "glass ceiling" at EPA.
                                              5-3

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WESTAT


Hypothesis 8:  Limited developmental opportunities are seen as a major barrier to support and clerical
staff promotions.

Finding

      A little more than half of the respondents are satisfied with their chances for promotion  within
EPA, even fewer among the members of minority groups.  Those who feel this way are primarily in
support or clerical  positions or  have no college degree.   They do, in  fact, perceive that limited
developmental opportunities are a major barrier to advancement within EPA.


Hypothesis 9:  Minorities and -women feel that they must work harder and be better than those in the
"cultural mainstream" in order to be promoted.

Finding

While there is no data to  support this hypothesis, there is a strong feeling among many women,
members of minority groups,  and  older workers  (over age 50), that they do  not have an equal
opportunity for advancement  within EPA.   This feeling  is  particularly  strong  among African
Americans, both male and female.


Hypothesis 10: There are clear criteria for promotion. *

Finding

There is a widespread feeling among almost all segments of the EPA workforce that this hypothesis is
not true and that there are no clear criteria for promotion. The strongest negative feelings come from
minority males and females, and White females.


Hypothesis 11:  Women and minorities have equal opportunity for promotion into  supervisory and
managerial positions at EPA. *

Finding

There is about an even split, overall, on whether respondents perceive that women and minorities have
equal opportunities  for promotion into  supervisory and  management positions.  Many of the women
and members  of minority  groups  feel they do  not have  an equal opportunity  for promotion into
supervisory and management positions.  Gender  and  race  differences are  apparent, with a large
majority of White males feeling that women and minorities do have equal opportunities,  and women
and many female minority group members feeling that they do not.


Hypothesis 12: Decisions relating to who gets bonuses and awards are often determined by favoritism,
with some groups feeling more discriminated against than others.

Finding

Despite the fact that eighty-nine percent of EPA employees have received  awards, forty-three percent
of the respondents are not satisfied with the recognition  they receive at EPA for doing a good job, and
                                             5-4

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 WESTAT
 only about a third of the respondents  feel that awards are given to the most deserving  employees.
 While more minority group members feel there is discrimination hi the award process, there is a strong
 general feeling among many employees that awards are often determined by favoritism.


 Hypothesis 13:  Groups share similar criticism  concerning the informality and subjectivity of the
 appraisal process, e.g. lack of objective standards  and no real first hand knowledge of their work.

 Finding

 The survey data would seem to support this hypothesis,  though not overwhelmingly, with somewhat
 more than  half of the survey respondents feeling  that the performance  appraisal process is not a fair
 system.  There are differences across the groups,  with a majority of favorable responses coming from
 White males, support/clerical  staff, and  those in the EX and SES  pay  plans.   In general, the
 perceptions of the fairness of the appraisal process seem split pretty evenly  between those who  think
 it's fair and those who do not.  It would appear that such a  split raises some  question as to its fairness
 and usefulness.
Hypothesis  14:   The performance appraisal process is understood by everyone and provides useful
feedback, *

Folding

Feedback from the respondents indicates that most are fully aware of the appraisal  process at EPA.
However, a slight majority of the respondents expressed the feeling  that  they  do not  get useful
feedback on their performance on a regular basis.  Part of the hypothesis was supported.  People are
very much aware of the process. However, many of the respondents (over half) feel that they  are not
receiving useful feedback on a regular basis.


Hypothesis   15:     All  groups   are  aware  of  serious   relationship   problems   between  the
professional/technical staff and the support/clerical staff, e.g. lack of mutual respect.  While many see
this tension  between these two groups as fundamentally job and education related, others see the roots
of such tensions as racial conflict.

Finding

There are very strong feelings generated by this issue.  Slightly more than half of the respondents feel
that a  conflict between  the  two  staffs does exist.   However,  more professional/technical than
support/clerical staff members perceive that this problem exists.  In both of these groups, females are
more likely  than males to feel that there is a problem.

One reason  given for the conflict is a  lack of clear definition of roles  and responsibilities.  However,
there seems to be some general agreement (though far from universal) that the roles and responsibilities
of the professional/technical staff are clearly defined.  There is  less agreement  that the roles and
responsibilities of the support or clerical staff are well defined.

      Another reason is a  lack of mutual respect.  Overall,  while the data  shows a strong level of
agreement that there is mutual respect, there is a fairly high number of people in the respondent sub-
groups  who don't agree.   It has also been suggested that  the  conflict arises from  a  lack of "cultural
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sensitivity".  The data indicates that many members of the support/clerical staff do feel that there is a
lack of cultural sensitivity on the part of members of the professional/technical staff.  Finally, it is
suggested that  the conflict arises  from the differences  hi job level and education between the two
groups.


Hypothesis  16:  A major source of stress for the physically challenged is difficulty in obtaining
equipment needed to do their jobs property.

Finding

Most of the respondents  perceive the physically challenged employees at EPA as having sufficient
facilities to do their jobs completely and safely.  However, the strongest disagreement to this statement
comes from those who are physically challenged.


Hypothesis 17:  Sexual harassment is not a problem at EPA. *

Finding

Sexual harassment is  a problem at EPA.  Twenty-two percent of the females and six percent of the
males  responded that  they have experienced  incidents  of sexual harassment at EPA.   Thirty-nine
percent of the  respondents feel that sexual harassment is a  "somewhat serious",  "serious", or  I:very
serious" problem at EPA.


Hypothesis 18:  Discrimination  in treatment based on such factors as gender, race, or age is  not a
problem at EPA. *

Finding

Discrimination  is a problem at EPA. More than a quarter of the staff responding to the survey indicate
they have experienced some form of discrimination  at  EPA.   More females  than  males have
experienced incidents of discrimination.  The most common forms of discrimination indicated are
racial, gender,  and age. Overall, twenty-seven percent of the respondents responding to this question
rate racial discrimination as a serious problem at EPA, twenty-one percent rate gender discrimination
as a serious problem, and seventeen percent rate age discrimination as a serious problem.


Hypothesis 19:  EPA provides a positive work climate for all  employees. *

Finding

      The climate at EPA appears to be positive for some and not so positive for others. Most people
feel that the people they work with show respect for one another.  Overall, the majority of respondents
do  not perceive the lack of cultural sensitivity as an issue.  However, a large number of individuals
from respondent subgroups feel that it is a problem.  They feel it leads to tension between upper and
lower management, management and non-management, and even among members of work groups.
Most employees feel they are treated with respect by their peers.  More than half of the minority  group
members are not satisfied with the grievance procedures.   Overall, most people express  satisfaction
with their jobs, but are much less satisfied with their pay.  This  is particularly true of those without
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college degrees, in the lowest pay grades, and in the support or clerical positions.


Hypothesis 20: For the most pan, EPA staff have good relationships with their supervisors. *

Finding

The data from the survey supports this hypothesis.  Overall, the majority of employees responding feel
they can  discuss sensitive issues such as racism, sexism, and bias with their supervisor.  Most also feel
that their supervisor deals fairly with everyone, and is doing a  good job of working with cultural
identities different from their own.


5.2    Suggestions for Further Research

       The third phase of the cultural diversity  initiative  at EPA will consist of special projects
designed to address additional research projects that emerge from the focus groups and  survey results.
We offer here for EPA's consideration a number of suggestions for further research, including analyses
of existing survey data, additional data collection, and an  in-depth examination  of EPA personnel
records to explore specific sub-group issues and concerns revealed by the Cultural Diversity Survey.

       While a vast  amount of data was collected in the survey, this  report focuses on  questions
relating to the hypotheses arising from the focus group results and the Survey Work Group's priorities.
This report examines 64 of the questions selected from a total of 145 in the survey  instrument, in
accordance with the Work Group's areas of priority.  The Cultural Diversity Task Force may want to
address additional areas of  concern that have already been  examined  in the survey.  For  example,
career  and professional development issues such as the  origination  of  mentoring  relationships,
discussions with  supervisors  regarding  new job and  career advancement  opportunities, Individual
Development Plans (TOP),  and educational, career and promotional opportunities  information were
addressed by  questions in  the Cultural Diversity Survey.   Further  analysis  of  responses to such
questions would  provide EPA with greater insight  into employee perceptions about the  Agency's
commitment to staff training and career development.

       Another unexplored area of analysis is  the degree  of association between different research
areas.  For example, do employees who consider the performance appraisals to be unfair also consider
the promotion process unfair?  To what extent are perceptions consistent across the different research
areas?

       Additional data collection would involve more focused research on specific groups and relevant
issues  arising  from the survey results.   For example, existing data from the survey indicates  that a
conflict does  exist between professional/technical  and support/clerical staff,  but  the  data  does not
reveal  the particular  cause(s)  for the  conflict.   Further  research  exploring the  differences in
educational, racial and cultural backgrounds between staffs may provide additional insight into sources
of conflict and possible ways to resolve it.  This may involve a more targeted survey, focus groups, or
individual interviews directed at professional/technical and support/clerical staffs.

       Finally,  an examination  of existing  EPA  personnel records  is imperative  in determining
whether respondent perceptions revealed in the survey are factual.  For example, it will be necessary to
compare the  number of women and  minorities currently at the GS-14  level against the number of
eligible (those that meet necessary education and job  category criteria) females and minorities  in the
population pool to determine  if a "glass ceiling"  actually exists  at EPA.   It should be noted that
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solutions depend on if the existing problem is real or only perceived.   One type of solution involves
providing  information and  changing perceptions; the  other may involve  changing policies and
procedures.
                                                      *U.S GOVERNMENT! PRINTINGOFFICE: 199 3 -721 -225/ 602HS
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