Work Force Status and Analysis Reports : Data as of March 30, 2000


U.S. Environmental Protection Agency
     Office of Civil Rights

        Work Force Status
               And
         Analysis Reports
            r>a.t£& /Vs Of
   March 3 1,  2OOO

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U.S. ENVIRONMENTAL PROTECTION AGENCY
AGENCY WIDE

This summary presents a workforce profile for the U.S. Environmental Protection Agency (EPA) 's
permanent full-time and part-time employees, and addresses the existence of under representation
among protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians,
American Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on
the Professional and Administrative occupations because they represent the vast majority (90.0%)
of EPA 's workforce. In the analysis, the percentages are rounded to one decimal place except
when the percentage is less than 1 percent.

Federal agencies are required to develop and implement affirmative employment programs to
eliminate under representation of minorities, women, and persons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act of 1964, as amended;
Executive Order 11478, as amended by Executive Order 12106; Section 501 of the Rehabilitation
Act of 1973, as amended; and Reorganization Plan No. 1 of 1978.

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there
were 17,791 employees in EPA. Minorities CHART 1. WORK FORCE COMPOSITION
OCCUpied 28.3% Of the positions While Women Percent Protected Groups
occupied 50.0%. Blacks held 18.1% of the 50; ~^~
positions, Hispanics 4.5%, Asians 4.9%, 40-
American Indians 0.80, and Persons with 30^
Targeted Disabilities 0.89%. Chart 1 shows the
percent distribution of the protected groups in 20~ —'—
the total work force. 10-
4.5 *••"
0.8 0.89
Of EPA's total work force, 62.2% percent or B|ack Hispanic Asian Amer lndian Women Pers w/Disab
11,065 employees were at grades GS/GM 13-
15. Minorities held 20.2% of the positions in this grade group, while women held 40.8%.
Minorities were represented at the GS/GM 13-15 level as follows: Blacks 11.2%, Hispanics 3.6%,
Asians 4.8%, and American Indians 0.62%.

There were 6,366 employees at the GS/GM-13 level. Minorities comprise 23.8% while women
comprise 43.2%. Among minorities, Blacks held 13.0% of the positions, Hispanics 4.1%, Asians
5.8%, and American Indians 0.88%. Minorities were 17.5% of the 2,957 employees at the GS/GM-
14 level while women were 39.5%. Among minorities, Blacks held 9.7% of the positions,
Hispanics 3.3%, Asians 4.2%, and American Indians 0.30%. Minorities represented 11.9% of the
1,742 employees at the GS/GM-15 level, while women comprised 33.8%. Among minorities,
Blacks held 6.8% of the positions, Hispanics 2.5%, Asians 2.4%, and American Indians 0.22%.

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Of the 286 SES positions in EPA, 14.3% were held by minorities and 30.1% by women. Among
minorities, Blacks held 8.4% of the positions, Hispanics 3.5%, Asians 2.1%, and American Indians
0.35%.

Of the 1,594 supervisory and managerial positions in EPA, 15.2% were held by minorities and
34.8% by women. Among the minorities, Blacks occupied 9.0% of the positions, Hispanics 3.1%,
Asians 2.9%, and American Indians 0.12%.

PROFESSIONAL POSITIONS: EPA had 8,642 employees in the Professional job category,
comprising 48.6% of the Agency's work force. This analysis includes the twelve most populous
(series with 100 or more employees) Professional occupations in EPA.  Table 1 shows the protected
groups in those series.  Eight of the twelve series show under representation which can be
eliminated with the addition of 1  Black, 2 Hispanics, 1 American Indian, and 20 women in the
Economist series 110; 5 Hispanics, 33 Asians, and 18 women in the Biologist series 401; 4
Hispanics. 1  American Indian, and 15 women in the Toxicologist series 415; 6 Hispanics in the
Accountant series 510; 5 Hispanics, 2 Asians, and 16 women in the Auditor series 511;  3 Blacks in
the Chemist series 1320; 13 Asians in the Contracting and Procurement series 1102; and 3
Hispanics in the Geologist series 1350.

There were no Hispanic women or American Indians in the Economist series; no American Indians
in the Toxicologist series; no American Indian men in the Accounting series; no American Indian
women in the Auditor series; no American Indian men in the Chemical Engineer series; and no
Hispanics or American Indian women in the Geologist series.

Table I  Most  Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SKRIl.s
f.nt irnnmrntal
Fnemrrr
So:., v
IOM :i •
AUornc*
S'.T!-.- '• ;
Total 1''!'
Physical
Scientist
c ,_: ,- i -jm
Total: 2042

Percent CLF
~ On board
* Parity*
- Difference
Percent CLF
= On board
= Parity*
~ Difference
Percent CLF
# On board
# Parity*
£ Difference
BLACK
3.4
156
72
+84
3.4
90
36
+54
4.6
139
94
+45
HISPANIC
3.0
149
64
+85
2.5
51
27
+24
1.9
82
39
+43
ASIAN
7.5
214
158
+56
1.4
49
15
+34
3.3
95
68
+27
AMERICAN
INDIAN
0.3
9
7
+2
0.2
7
3
+4
0.4
18
9
+9
WOMEN
9.8
592
207
+385
24.5
499
257
+242
29.0
718
593
+ 125

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Chemical
Engineer
Series 893
Total: 161
Economist
Series 01 10
Total: 119
Biologist
Series 0401
Total: 731
Toxicologist
Series 04 15
Total: 165
Accountant
Series 05 10
Total IKO
Auditor
Serif-. (>< 1 1
lota! :i"
Contract
Procurement
Scries 1 HO
Total .i(C
Chemist
Series 1320
Total: 620
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
#Difference
Percent CLF
« On board
= Parity*
= Difference
Percent CLF
= On board
= Parity
= Difference
Percent CLF
# On board
# Parity
* Difference
3.5
10
6
+4
4.6
5
6
-1
3.9
52
29
+23
3.9
9
7
+2
6.7
46
13
+33
6.7
48
15
+33
5.6
87
17
+70
6.1
35
38
-3
2.8
11
5
+6
2.8
2
4
-2
3.2
19
24
-5
3.7
3
7
-4
4.2
2
8
-6
4.2
5
10
-5
3.5
13
11
+2
3.2
26
20
+6
6.8
25
11
+ 14
3.2
8
4
+4
7.3
21
54
-33
14.4
27
24
+3
5.4
13
10
+3
5.4
10
12
-2
5.4
4
17
-13
9.8
66
61
+5
0.1
1
1
0
0.2
0
1
-1
0.4
9
3
+6
0.2
0
1
-1
0.3
1
1
0
0.3
1
1
0
0.4
3
2
+ 1
0.2
3
2
+1
11.1
51
18
+33
43.9
33
53
-20
41.7
287
305
-18
42.7
56
71
-15
52.7
95
95
0
52.7
100
116
-16
37.0
182
112
+70
27.4
210
170
+40

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Geologist
Series 1350
Total: 102
Percent CLF
# On board
# Parity
# Difference
1.1
4
2
+2
2.4
0
3
-3
1.8
3
2
+ 1
0.3
1
1
0
14.4
18
15
+3
 ^Parity is achieved when the workforce representation of a protected group is equal to the group's
percentage of the relevant civilian labor force of a specific occupational series or occupational category.

An analysis by grade level shows that 74.8% or 6,467 employees of EPA's Professional work force
were at grades GS/GM 13-15.  In this grade grouping, minorities held 17.3% of the positions and
women held 32.8%. Among minorities, Blacks held 6.9% of the positions, Hispanics 3.8%, Asians
6.1%, and American Indians 0.48%.

ADMINISTRATIVE POSITIONS: EPA had 7,370 employees in the Administrative job
category, comprising 41.4% of its total work force. This analysis includes all the most populous
(series with 100 or more employees) Administrative occupations in EPA.  Table 2 shows the
protected groups in those series.  Eight of the ten show under representation which can be
eliminated with the addition of 45 Hispanics in the Environmental Protection Specialist series; 2
Asians in the Personnel Management Specialist series; 7 Hispanics, 9 Asians and 1 American Indian
in the General Administration series; 5 Hispanics and 64 women in the Computer Specialist series;
 11 Hispanics, 1 Asian, 1 American Indian, and 64 women in the Program Manager series; 30
Hispanics, 10 Asians and 1 American Indian in the Management Analyst series; 3 Hispanics in the
Public Affairs series; and 2 Asians and 61 women in the Criminal Investigator series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Environmental
Protection
Specialist
Series 028
Total: 2735
Personnel
Management
Specialist
Series 20 1
Total: 146
General
Administration
Series 301
Total: 904

Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
BLACK
8.9
418
244
+ 174
8.9
70
13
+57
8.9
267
81
+ 186
HISPANIC
5.2
98
143
-45
5.2
14
8
+6
5.2
41
'IS
-7
ASIAN
2.8
108
77
+31
2.8
7
5
.2
2.8
17
o^
^\j
-9
AMERICAN
INDIAN
0.5
43
14
+29
0.5
1
1
0
0.5
A
J
-1
WOMEN
50.
1561
1368
+ 193
50.
1 1 J
73
+42
50.
S 1 S
\J 1 J
452
+ 163

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Computer
Specialist
Series 334
Total: 547
Program
Manager
Series 0340
Total: 41 5
Management
Analyst
Series 0343
Total: 1420
Accouning
Clerical
Series 0501
Total: 140
Public Affairs
Series 1035
Total: 139
General Business
Series 1101
Total: 130
Criminal
Investigator
Series 1811
Total: 240
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
^Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity
# Difference
8.9
112
49
+63
8.9
37
37
0
8.9
407
127
+280
8.9
56
13
+43
8.9
19
13
+6
8.9
42
12
+30
8.9
26
22
+4
5.2
24
29
-5
5.2
11
22
-11
5.2
44
74
-30
5.2
8
8
0
5.2
5
8
-3
5.2
9
7
+2
5.2
13
13
0
2.8
45
16
+29
2.8
11
12
-1
2.8
30
40
-10
2.8
7
4
+3
2.8
5
4
+ 1
2.8
4
4
0
2.8
5
7
-2
0.5
3
3
0
0.5
2
3
-1
0.5
7
8
-1
0.5
1
1
0
0.5
1
1
0
0.5
1
1
0
0.5
2
2
0
50.
210
274
-64
50.
144
208
-64
50.
980
710
+270
50.
103
70
+33
50.
81
70
+11
50.
99
65
+34
50.
59
120
-61
*Parity is achieved when the workforce representation of a protected group is equal to the group 's
percentage of the relevant civilian labor force of a specific  occupational series or occupational category.

Further analysis by grade level shows that 62.4% or 4,598 employees of EPA's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 24.3% of the
positions and women held 51.9%.  Among minorities, Blacks held 17.1% of the positions,
Hispanics 3.3%, Asians 3.1%, and American Indians 0.83%.

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 STATUS OF PERSONS WITH DISABILITIES:  In Management Directive 713, the Equal
 Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
 benchmark to determine under representation for persons with targeted disabilities.  Targeted
 disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
 convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

 As of March 31, 2000, 159 EPA employees, or 0.89%, had targeted disabilities; therefore, this
 group was under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31, 2000: The reference period of
 September 30, 1997 to March 31, 2000 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.

 EPA had a net increase of 1.9% or 345  employees  in its total work force (from  17,446 to 17,791).
 The representation of minorities increased from 26.7% to 28. 3%, however, the representation of
 women increased from 49.4% to 50.0%. There was a net increase of 118 Blacks, 83 Hispanics, 128
 Asians, 45 American Indians,  and 283 women.

 In Professional occupations, there was an increase  of 2.4% or 204 employees (from 8,438 to 8,642).
 Minority representation increased from 18.7% to 20.1%, and the representation of women increased
 from 34.3% to 35.4%. There was a net increase of 4 Blacks, 44 Hispanics, 85 Asians, 24 American
 Indians, and 161 women.

 In Administrative occupations, there was an increase 6.8% or 502 employees (from 6,868 to 7,370).
 Minority representation increased from 27.1% to 30.5% and the representation of women increased
 from 56.2% to 58.5%. There was a net increase of 274 Blacks, 52 Hispanics, 39 Asians, 24
 American Indians, and 448 women.

 At the GS/GM-13 level, there was an increase of 14.5% or 921 employees (from 5,445 to 6,366).
 Minority representation increased from 21.4% to 23.8% and the representation of women increased
 from 42.0% to 43.2%. There was a net increase of 172 Blacks, 50 Hispanics, 97 Asians, 31
 American Indians, and 466 women.

 At the GS/GM-14 level, there was an increase of 9.0% or 265  employees (from 2,692 to 2,957).
 Minority representation increased from 13.9% to 17.5% and the representation of women increased
 from 17.4% to 1Q S%  There was a net increase of 67 Clacks, 34 Hispanics, 40 Asians, and 3
 American Indians, and 162 women.

 At the GS/GM-15 level, there was an increase of 13.0% or 226 employees (from 1,516 to 1,742).
 Minority representation increased from 10.3% to 11.9% and the representation of women increased
 from 30.6% to 33.8%. There was a net increase of 35 Blacks, 11 Hispanics, 4 Asians, 1 American
   ,r* —
  iuiiuj, uiita L—~r vvuiijv.ll.
At the SES level there was an increase of 9.1% or 26 employees (from 260 to 286).  Minority
representation increased from 8.8% to 14.3% and the representation of women increased from
26.9% to 30.1%. There was a net increase of 7 Blacks, 8 Hispanics, 4 Asians, and 16 women, while
American Indians decreased by 1.

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There was an increase of 2 employees (from 1,592 to 1,594) in supervisory and managerial
positions.  However, minority representation increased from 13.2% to 15.2% and women increased
from 34.1% to 34.8%.  There was a net increase of 19 Blacks, 12 Hispanics, 4 Asians, 12 women,
while American Indians decreased by 3.

Employees with targeted disabilities had a net increase of 11 (from 148 to 159).  Their
representation in the total work force increased from 0.83% to 0.89%.

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Work Force Status Report
     March 31, 2000
  Office of the Administrator

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U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF THE ADMINISTRATOR

This summary presents a workforce profile for the Office of the Administrator's (AO) permanent
full-time and part-time employees, and addresses the existence of under representation among
protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians, American
Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on the
Professional and Administrative occupations because they represent the vast majority (86.4%) of
AO's workforce. In the analysis, the percentages are rounded to one decimal place except when
the percentage is less than 1 percent.

Federal agencies are required to develop and implement affirmative employment programs to
eliminate under representation of minorities, women, and persons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act of 1964, as amended;
Executive Order 11478, as amended by Executive Order 12106; Section 105 of the Rehabilitation
Act of 1973, as amended; and Reorganization Plan No. 1 of 1978.

Numerical goals are set when a workforce analysis show the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there were CHART 1. WORK FORCE COMPOSITION
346 employees in AO. Minorities occupied percent protected Groups
43.4% of AO's positions, while women occupied 70r ^^~
67.9%. Blacks held 37.3% of AO's positions, 60:
Hispanics 2.9%, Asians 2.6%, American Indians ~
0.58%, and Persons with Targeted Disabilities ~
30 -
1.4%. American Indian men were absent from
20
the work force. Chart 1 shows the percent 10^
distribution of the protected groups of AO's total 0 -^- -^- Jjjs j^.
WOrk force Hispanic Amer. Indian Pens w/Disab
Black Asian Women

Of AO's total work force, 53.2% percent or 184 employees were at grades GS/GM 13-15.
Minorities held 29.3% of the positions in this grade group, while women held 60.9%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 19%, Hispanics 4.9%, Asians 4.9%,
and American Indians .54%. There were no American Indian men in this grade group.

There were 48 employees at the GS/GM-13 level. Minorities comprised 43.8% and women
comprised 77.1%. Among minorities, Blacks held 29.2% of the positions, Hispanics 6.3%, and
Asians 8.3%. There were no American Indian men or women at this level. Minorities were 26.7%
of the 75 employees at the GS/GM-14 level and women are 61.3%. Among minorities, Blacks held
17.3% of the positions, Hispanics 2.7%, Asians 5.3%, and American Indians 1.3%. There were no
American Indian men. Minorities represented 21.3% of the 61 employees at the GS/GM-15 level.
while women comprised 47.5%. Among minorities, Blacks held 13.1% of the positions, Hispanics
6.6%, and Asians 1.6%. There were no Asian women. American Indian men, or American Indian

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women at this level.
Of the 18 SES positions in AO, 27.8% were held by minorities and 44.4% by women. Among
minorities, Blacks held 22.2% of the positions and Hispanics held 5.6%. There were no Hispanic
women, Asian men, Asian women, American Indian men, or American Indian women in SES
positions.

Of the 27 supervisory and managerial positions in AO, 25.9% were held by minorities and 55.6% by
women. Among the minorities, 18.5% of the positions were occupied by Blacks and 7.4% by
Hispanics. There were no Asian men, Asian women, American Indian men, or American Indian
women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: AO had 57 employees in the Professional job category,
comprising 16.5% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in AO. Table 1 shows the protected groups in Attorney
series 905. Under representation in this job series can be eliminated with the addition of 1
American Indian.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Attorney
Series
905
Total 27

Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
2
1
+ 1
HISPANIC
2.5
2
1
+ 1
ASIAN
1.4
1
1
0
AMERICAN
INDIAN
0.2
0
1
-1
WOMEN
24.5
8
7
+ 1
* Parity is achieved when the percentage of a protected group is equal to the group 's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.
An analysis by grade level shows that 66.7 % or 38 employees of AO's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 15.8% of the positions and
women held 28.9%. Among minorities, Blacks held 2.6% of the positions, Hispanics 5.3%, and
Asians 7.9%. There were no Black men, Hispanic women, Asian women, American Indian men, or
American Indian women in this grade group.

ADMINISTRATIVE POSITIONS: AO had 242 employees in the Administrative job category,
comprising 69.9% of its total work force. This analysis includes all the most populous (series with
25 or more employees) Administrative occupations in AO. Table 2 shows the protected groups in
Environmental Protection Specialist series 028, General Administration series 301 and Management
Analysis series 343. Under representation in these job series can be eliminated with the addition of
2 Hispanic and 1 American Indian Environmental Protection Specialist; 3 Hispanic, 3 Asian and 1
American Indian in the General Administration series and 2 Hispanic and 1 American Indian
Management Analyst.

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Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.S
Series
028
Total 32
Gen.Admi
Series
301
Total 103
Mgmt.Ana
Series
343
Total 61

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
7
3
+4
8.9
42
10
+32
8.9
22
6
+ 16
HISPANIC
5.2
0
2
-2
5.2
3
6
-3
5.2
2
4
.2
ASIAN
2.8
1
1
0
2.8
0
3
-3
2.8
3
2
+ 1
AMERICAN
INDIAN
0.5
0
1
-1
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50.0
22
16
+6
50.0
82
52
+30
50.0
45
31
+ 14
 * Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
 labor force for a specific occupational series or occupational category.

 Further analysis by grade level shows that 60.3% or 146 employees of AO's Administrative work
 force were at grades GS/GM 13-15. Of this grade group, minorities held 32.9% of the positions and
 women held 69.2%.  Among minorities, Blacks held 23.3% of the positions, Hispanics 4.8%,
 Asians 4.1%, and American Indians .68%.  There were no American Indian men in this grade group.

 STATUS OF PERSONS WITH DISABILITIES:  In its Management Directive 713, the Equal
 Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
 benchmark to determine under representation for persons with targeted disabilities.  Targeted
 disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
 convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

 As of March 31, 2000, 5 AO employees or 1.4% had targeted disabilities; therefore, this group was
 under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31, 2000:   The reference period of
 September 30. 1997 to March 31, 2000 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.
AO had a net increase of 16.2% or 56 employees in its total work force (from 290 to 346). The

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representation of minorities increased from 42.1% to 43.4% and the representation for women
increased from 66.6% to 67.9%. There was a net increase of 22 Blacks, 2 Hispanics, 2 Asians, 2
American Indians and 42 women. There were no American Indian men as of March 31, 2000.

In Professional occupations, there was an increase of 15.8% or 9 employees (from 48 to 57).
Minority representation increased from 12.5% to 14.0% while the representation for women
decreased from 35.4% to 29.8%. There was a net increase 1 Hispanic and 1 Asian, while Blacks
and women remained the same at 3 and 17, respectively. There were no Black men, Hispanic
women, Asian women, American Indian men, or American Indian women in Professional
occupations as of March 31, 2000.

In Administrative occupations, there was an increase of 22.7% or 55 employees (from 187 to 242).
Minority representation increased from 40.1% to 44.2% and the representation for women increased
from 69.0% to 73.1%. There was a net increase of 29 Blacks, 1 Hispanic, 1 Asian, 1 American
Indian and 48 women. There were no American Indian men in Administrative occupations as of
March 31,2000.

At the GS/GM-13 level, there was an increase of 20.8% or 10 employees (from 38 to 48). Minority
representation increased from 34.2% to 43.8% and the representation for women increased from
76.3% to 77.1%. There was a net increase of 6 Blacks, 2 Asians and 8 women, while Hispanics
remained the same at 3. There were no American Indians at this level as of March 31, 2000.

At the GS/GM-14 level, there was an increase of 22.7% or 17 employees (from 58 to 75). The
percentage of minorities decreased from 27.6% to 26.7% and the percentage for women decreased
from 67.2% to 61.3%. There was a net increase of 1 Black, 2 Asians, 1 American Indian and 7
women, while Hispanics remained the same at 2. There were no American Indian men at this level
as of March 31,2000.

At the GS/GM-15 level, there was an increase of 41.0% or 25 employees (from 36 to 61). The
percentage of minorities increased from 19.5% to 21.3% and the percentage for women increased
from 33.3% to 47.5%. There was a net increase of 4 Blacks, 2 Hispanics and 17 women, while
Asian's remained the same at 1. There were no Asian women, American Indian men, or American
Indian women at this level as of March 31, 2000.

The SES members increased by 5.6% or 1 employee (from 17 to 18). The representation of
minorities increased from 17.6% to 27.8% and the representation for women increased from 29.4%
to 44.4%. There was a net gain of 1 Black, 1 Hispanic, and 3 women. Hispanic women, Asian
men, Asian women, American Indian men, and American Indian women were absent at the SES
level as of March 31,2000.

There was a decrease of 6.9% or 2 employees (from 29 to 27) in supervisory and managerial
positions. Minority representation decreased from 31.0% to 25.9%, while the representation for
women increased from 44.8% to 55.6%. There was a net increase of 2 Hispanics and 2 women,
while there was a net decrease of 3 Blacks and 1 Asian. There were no Asian men, Asian women,
American Indian men, or American Indian women in these positions as of March 31. 2000.

-------
Employees with targeted disabilities decreased by 16.7% or 1 employee (from 6 to 5). Their
representation in the total work force decreased from 2.1% to 1.4%.

-------
Work Force Status Report
     March 31, 2000
    Office of Air and Radiation

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF AIR AND RADIATION

This summary presents a work force profile for the Office of Air and Radiation (OAR) 's permanent
full-time and part-time employees, and addresses the existence of under representation among
protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians, American
Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on the
Professional and Administrative occupations because they represent the vast majority (88. 7%) of
OAR 's workforce. In the analysis, the percentages are rounded to one decimal place except when
the percentage is less than 1 percent.

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there CHARJ ^ WQRK FQRCE COMPOSITION
were 1 ,30 1 employees in the OAR. Minorities Percent Protacted Groups
occupied 19.4% of OAR's positions while so- 454
women occupied 45.4%. Blacks held 12.6% of 401 '. i
OAR's positions, Hispanics 2. 5%, Asians 3.6%, - I
American Indians 0.61% and Persons with
Targeted Disabilities 0.77%. Chart 1 shows the 2° i
1 9 R
percent distribution of the protected groups of 10- ' ~
OAR's total work force. -M^ -^- O.ei 0.77
Hispanic Amer. Indian Pers. w/Disab
__,_._, , ,„ ^ « ,» „ , ««„ Black Asian Women
Of OAR's total work force, 69.2% or 900
employees were at grades GS/GM 13-15.
Minorities held 14.2% of the positions in this grade group, while women held 38.6%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 8.1%, Hispanics 2.8%, Asians 3.1%,
and American Indians 0.22%.

There were 573 employees at the GS/GM- 13 level; minorities comprised 17.6% and women 40.1%.
Among minorities. Blacks held 10.0% of the positions, Hispanics 3.1%, Asians 4.2%, and American
Indians 0.34%. Minorities were 12.4 of the 161 employees at the GS/GM- 14 level and women
39.6%. Among minorities, Blacks held 7.5% of the positions, Hispanics 2.5%, and Asians 2.5%.
There were no Hispanic women or American Indians at this level. Minorities represented 4.2% of
the 166 employees at the GS/GM- 15 level, while women comprised 31.9%. Among minorities,
Blacks held 2.4% of the positions and Hispanics held 1 .8%. There were no Hispanic men, and no
Asians or American Indians represented at this level.

-------
Of the 17 SES positions in OAR, 41.2% were held by women. Minorities held 11.8% of the
positions with 1 Black male and 1 Asian woman at the SES level. There are no Black women,
Hispanics, Asian men, or American Indians represented at this level.

Of the 113 supervisory and managerial positions in OAR, 8.0% were held by minorities and 38.9%
by women. Among the minorities, 3.5% of the positions were occupied by Blacks, 1.8% by
Hispanics and 2.7% of the positions were held by Asians. There were no Hispanic men, American
Indian men, or American Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OAR had 582 employees in the Professional job category,
comprising 44.7% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in OAR.  Table 1 shows the protected groups in the
Environmental Engineer series 819, Mechanical Engineer Series 830, General Physical Scientist
series 1301 and Economist series 110. Under representation can be eliminated with the addition of
2 Hispanic, 5  Asian and 1  American Indian Environmental Engineers; 5 Asian and 1 American
Indian Mechanical Engineers; 2 Hispanic Physical Scientists and 1 Hispanic, 1 American Indian and
6 women Economist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Envir. Engr.
Series
819
Total 198
Mech. Engr.
Series
830
Total 79
Phy. Sci.
SdlCi
1301
Total 125
Economist
Series
110
Total 28

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
ft. Parity*
ft Difference
Percent CLF
H On Board
ft Parity*
# Difference
Percent CLF
ff On Board
ft Parity*
ft Difference
BLACK
3.4
14
7
+7
2.7
3
3
0
4.6
iu
6
+4
4.6
2.
2
0
HISPANIC
3.0
8
6
-2
2.4
2
2
0
1.9
i
3
-2
2.8
0
1
-!
ASIAN
7.5
10
15
-5
5.9
0
5
-5
3.3
b
5
+ 1
3.2
2
1
+ !
AMERICAN
INDIAN
0.3
0
1
-1
0.2
0
1
-1
0.4
2
1
+ 1
0.2
0
1
-1
WOMEN
9.8
49
20
+29
5.3
7
5
+2
29
47
37
+ 10
43.9
7
13
-6

-------
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.
An analysis by grade level shows that 82.1% or 478 employees of OAR's Professional work force
were at grades GS/GM 13-15.  In this grade grouping, minorities held 11.5% of the positions and
women held 24.9%. Among minorities, Blacks held 4.6% of the positions, Hispanics 2.5%, Asians
4.0%, and American Indians 0.42%.

ADMINISTRATIVE POSITIONS - OAR had 572 employees in the Administrative job category,
comprising 44.0% of its total work force.  This analysis includes all the most populous (series with
25 or more employees) Administrative occupations in OAR. Table 2 shows the protected groups in
the Environmental Protection Specialist series 028, General Administration series 301, Computer
Specialist series 334 and Management Analysis series 343. Under representation can be eliminated
with the addition of 5 Black, 4  Hispanic, 1 Asian and 1 American Indian Environmental Protection
Specialist; 3 Hispanic, 1 Asian and 1 American Indian in the General Administration series; 2
Hispanic, 1 American Indian and 2 women Computer Specialist; 5 Hispanic and 1 Asian
Management Analysis.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Prot.
Series
028
Total 272
Gen. Admin.
Series
301
Total 58
Comp.Spec.
Series
334
Total 41
Mgmt.Analys
Series
1343
Total 155

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
20
25
-5
8.9
9
6
+3
8.9
6
4
+2
8.9
38
14
+24
HISPANIC
5.2
11
15
-4
5.2
1
4
-3
5.2
1
->
j
_2
5.2
4
9
-5
ASIAN
2.8
7
8
-1
2.8
1
2
-1
2.8
6
2
+4
2.8
4
5
-1
AMERICAN
INDIAN
0.5
1
2
-1
0.5
0
1
-1
0.5
0
1
-1
0.5
1
1
0
WOMEN
50.0
138
136
+2
50.0
39
29
+ 10
50.0
19
21
-2
50.0
113
78
+35

-------
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.
Further analysis by grade level shows that 73.8% or 422 employees of OAR's administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 17.3% of the positions and
women held 54.0%. Among minorities, Blacks held 12.1% of the positions, Hispanics 3.1%, and
Asians 2.1%. There were no American Indians in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OP M Standard Form 256, Self-Identification of Handicap).

As of March 31,2000, 10 OAR employees or 0.77% had targeted disabilities, therefore, this group
was under represented.

CHANGE FROM SEPTEMBER 30,1997, to MARCH 31, 2000: The reference period of
September 30, 1997 to March 31, 2000 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.

OAR had a net increase of 2.9% or 38 employees in its total work force (from 1,262 to 1,300). The
representation of minorities increased from 18.2% to 19.4% and the representation for women
increased from 45.0% to 45.5%. There was a net increase of 10 Blacks, 3 Hispanics, 8 Asians, 1
American Indian and 23 women.

In Professional occupations, employee representation decreased by 0.51% or 3 employees (from 585
to 582). Minority representation increased from 12.8% to 14.1%, and the representation for women
decreased from 27.2% to 26.8%. There was a net increase of 2 Blacks, 1 Hispanic, 1 Asian and 3
American Indians, while there was a net decrease of 3 women.

In Administrative occupations, there was an increase of 11.5% or 66 employees (from 506 to 572).
Minority representation increased from 19.6% to 20.3% and the representation for women increased
from 56.7% to 58.0%. There was a net increase of 8 Blacks. 4 Hispanics, 6 Asians and 45 women,
wnhe there was a net decrease of i American Indian. There were no American Indian men as of
March 31,2000.

At the GS/GM-13 level, there was an increase of 12.0% or 69 employees (from 504 to 573).
Minority representation decreased from 17.7% to 17.6% and the representation for women decreased
from 40.5% to 40.1%. There was a net increase of 9 Blacks, 2 Hispanics, 1 American Indian and 26
women, while Asians remained the same at 24, respectively.

At the GS/GM-14 level, there was a net increase of 24.8% or 40 employees (from 121 to 161). The
percentage of minorities increased from 5.8% to 12.4% and the percentage for women increased

-------
from 36.4% to 39.8%. There was a net increase of 8 Blacks, 2 Hispanics, 4 Asians and 20 women,
while there was a net decrease of 1 American Indian. There were no Hispanic women, American
Indians at this level as of March 31, 200.

At the GS/GM-15 level, there was an increase of 4.8% or 8 employees (from 158 to 166). The
percentage of minorities decreased from 5.1% to 4.2% while the percentage for women increased
from 31.0% to 31.9%. There was a net increase of 1 Hispanic and 4 women, while there was a net
decrease of 2 Blacks. There were no Hispanic men, Asians or American Indians at this level as of
March 31,2000.

The SES level experienced an increase of 5.9% or 1 employee (from 16 to 17). Minorities had an
increase from 0% to 11.8%. The representation of women increased from 31.3% to 41.2%. There
was a net increase of 1 Black, 1 Asian and 2 women. There were no Black women, Hispanics,
Asian men or American Indians represented at this level as of March 31, 2000.

There was a decrease of 1.7% or 2 employees in supervisory and managerial positions (from 115 to
113). Minority representation increased from 5.2% to 8.0%, while the representation for women
increased from 33.0% to 38.9%. There was a net increase of 3 Asians and 6 women, while Blacks
and Hispanics remained the same at 4 and 2, respectively. There were no Hispanic men or
American Indians in these positions as of March 31, 2000.

Employees with targeted disabilities increased by 10.0% or 1 employee (from 9 to 10). Their
representation of the total work force decreased from 0.71% to 0.77%.

-------
Work Force Status Report
     March 31, 2000
     Office
Administration
      Resources
 Managemen

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF ADMINISTRATION AND RESOURCES MANAGEMENT

This summary presents a workforce profile for the Office of Administration and Resources
Management 's (OARM) permanent full-time and part-time employees, and addresses the existence
of under representation among protected groups. For this analysis, the protected groups are
Blacks, Hispanics, Asians, American Indians, women, and Persons with Targeted Disabilities. The
analysis concentrates on the Professional and Administrative occupations because they represent
the vast majority (87.9%) of OARM' s workforce. In the analysis, the percentages are rounded to
one decimal place except when the percentage is less than 1 percent.

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 3 1 , 2000, there were CHART 1 . WORK FORCE COMPOSITION
770 employees in the OARM. Minorities PeTCent protected Groups
occupied 46.5% of OARM's positions, while 70: 61 6
women occupied 61.6%. Among minorities, 60r
Blacks held 40.4% of OARM's positions, 50: 404
Hispanics 3.9%, Asians 1.7%, American Indians
0.52%, and Persons with Targeted Disabilities
1.3%. Chart 1 shows the percent distribution of
1Q
the protected groups of OARM's total work 0 : _gg_ _r7_ o.52 ____ JLL
force Hispanic Amer. Indian Pers. w/Disab
Black Asian Women

Of OARM's total work force 61 .4% percent or 473 employees were at grades GS/GM 13-15.
Minorities held 37.6 of the positions in this grade group, while women held 55.4%. Minorities were
represented at the GS/GM 13-15 level as follows: Blacks 31.1%, Hispanics 4.4%, Asians 1.9%, and
American Indians 0.21%.

There were 214 employees at the GS/GM-13 level. Minorities comprised 44.9% and women
comprised 65.9%. Among minorities, Blacks held 38.3% of the positions, Hispanics 4.7% and
Asians 1.9%. There were no American Indians at this level. Minorities, were 35.0% of the 163
employees at the GS/GM- 14 level and women were 49.1%. Among minorities, Blacks held 27.6%
of the positions, Hispanics 4.3%, Asians 2.5%, and American Indians 0.61%. There were no
American Indian women at this level. Minorities represented 26.1% of the 96 employees at the
GS/GM-15 level, while women comprised 42.7%. Among minorities, Blacks held 20.8% of the
positions, Hispanics 4.2%. and Asians 1 .0%. There were no Asian men American Indian men or
40~
_

-------
American Indian women at this level.

Of the 16 SES positions in OARM, 18.8% were held by minorities and 25.0% by women. Among
the minorities, Blacks held 6.3% of the positions and Hispanics held 12.5%. There were no Black
women, Hispanic women, Asian men, Asian women, American Indian men, or American Indian
women in SES positions.

Of the 72 supervisory and managerial positions in OARM, 26.4% were held by minorities and
40.3% by women. Among the minorities, 20.8% of the positions were occupied by Blacks, 4.2% by
Hispanics, and 1.4% by Asians. There were no Asian men, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OARM had 258 employees in the Professional job category,
comprising 33.5% of its work force. This analysis includes the most populous (series with 25 or
more employees) Professional occupations in OARM. Table 1 shows the protected groups in
Contract & Procurement series 1102. Under representation in this job series can be eliminated with
the addition of 3 Asians.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Contr. & Proc.
Series
1102
Total 196

Percent CLF
# On Board
# Parity*
# Difference
BLACK
5.1
66
10
+56
HISPANIC
4.2
9
9
0
ASIAN
2.1
2
5
••>
o
AMERICAN
INDIAN
0.4
1
1
0
WOMEN
45.9
124
90
+34
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian'
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 69.8 % or 180 employees of OARM's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 30.6% of the positions
and women held 49.4%. Among minorities, Blacks held 30.0% of the positions, Hispanics 5.0%,
and Asians 2.2%. There were no American Indian men or American Indian women in this grade
group.

ADMINISTRATIVE POSITIONS: OARM had 419 employees in the Administrative job
category, comprising 54.4% of its total work force. This analysis includes the most populous (series^
with 25 or more employees) Administrative occupations in OARM. Table 2 shows the protected
groups in Personnel Management series 201, General Administration series 301, Computer
Specialist series 334, Support Service Administration series 342, Management Analysis series 343
and General Business series 1101. Under representation can be eliminated with the addition of 3
Hispanic and 2 Asian Personnel Management Specialist; 2 Hispanic, 2 Asian and 1 American Indian
in the General Administration series; 1 Hispanic, 1 Asian and 1 American Indian Computer

-------
Specialist;  1 Hispanic, 1 Asian and 1 American Indian Support Service Administrator and 1
American Indian in the General Business series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Per. Mgmt.
Series
201
Total 78
Gen. Admin.
Series
301
Total 51
Comp.Spec.
Series
334
Total 36
Supp.Srv.Ad
Series
342
Total 26
Mgmt Ana.
Series
343
Total 106
Gen. Bus.
Series
1101
Total 34

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
46
7
+39
8.9
21
5
+ 16
8.9
10
4
+6
8.9
18
3
+ 15
8.9
27
10
+ 17
8.9
15
4
+ 11
HISPANIC
5.2
2
5
-3
5.2
1
3
-2
5.2
1
2
-1
5.2
1
2
-1
5.2
6
6
0
5.2
•-i
j
2
+ 1
ASIAN
2.8
1
3
-2
2.8
0
2
-2
2.8
1
2
-1
2.8
0
1
-1
2.8
4
3
+ 1
2.8
1
1
0
AMERICAN
INDIAN
0.5
1
1
0
0.5
0
1
-1
0.5
0
1
-1
0.5
0
1
-1
0.5
1
1
0
0.5
0
1
-1
WOMEN
50.0
63
39
+24
50.0
31
26
+5
50.0
19
18
+ 1
50.0
17
13
+4
50.0
59
53
+6
50.0
24
17
+7
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category

-------
Further analysis by grade level shows that 69.9% or 293 employees of OARM's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 42.3% of the
positions and women held 59.0%. Among minorities, Blacks held 36.2% of the positions,
Hispanics 4.1%, Asians 1.7%, and American Indians 0.34%.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

As of March 31, 2000, 10 OARM employees or 1.3% had targeted disabilities; therefore, this group
was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31, 2000: The reference period of
September 30. 1997 to March 31, 2000 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.

OARM had a net decrease of 21.8% or 214 employees in its total work force (from 983 to 769).
The representation of minorities increased from 41.7% to 46.6% and the representation for women
increased from 57.6% to 61.6%. There was a net increase of 2 Hispanics and 2 American Indians,
while there was a net decrease of 55 Blacks, 1 Asian and 92 women.

In Professional occupations, there was a decrease of 10.4% or 30 employees (from 288 to 258).
Minontv representation increased from 37.5% to 39.5% and the representation for women increased
from 55 <>"<> to 56.2%. There was a net increase of 3 Hispanics and 2 Asians, while there was a net
decrease o! 11 Blacks and 15 women. American Indian's remained the same at 1. There ere no
American Indian men as of March 31, 2000.

In Administrative occupations, there was a decrease of 26.6% or 152 employees (from 571 to 419).
Minorit) representation increased from 38.4% to 46.3% and the representation for women increased
from 54 '•• „ tit dl .3%. There was a net increase of 3 American Indians and a net decrease of 25
Blacks. > \Mans and 53 women. Hispanics remained the same at 17, respectively.

At the CiS CiM-13 level, there was a decrease of 15.7% or 40 employees (from 254 to 214).
Minont\ representation increased from 41.3% to 44.9% and the representation for women increased
from 60.2" o to 65.9%. There was a net decrease of 3 Blacks, 3 Hispanics, 3 Asians and 12 women.
There uere no American Indians at this level as of March 31, 2000.

At the GS GM-14 level, the number of employees decreased by 24.2% or 52 employees (from 215
to 163). The percentage of minorities increased from 27.9% to 35.0%, while the percentage for
women increased from 47.9% to 49.1%. There was a net increase of 3 Hispanics, 1 Asian and 1
American Indian, while there was a net decrease of 8 Blacks and 23 women. There were no
American Indian women at this level as of March 31, 2000.

-------
At the GS/GM-15 level, there was a decrease of 17.9% or 21 employees (from 117 to 96). The
percentage of minorities increased from 21.4% to 26.1% and the percentage for women increased
from 31.6% to 42.7%. There was a net increase of 4 women, while Blacks, Hispanics and Asians
remained the same at 20, 4 and 1, respectively. There were no Asian men, American Indian men or
American Indian women at this level as of March 31, 2000.

The SES  members decreased by 23.8% or 5 employees (from 21 to 16). The representation of
minorities increased from 4.8% to 18.8% and the representation for women increased from 19.1% to
25.0%. There was a net increase of 1 Black and 1 Hispanic. Women remained the same at 4.
Black women, Hispanic women, Asian men, Asian women, American Indian men, and American
Indian women were absent at the SES level as of March 31, 2000.

There was a decrease of 23.4% or 22 employees (from 94 to 72) in supervisory and managerial
positions. Minority representation increased from 22.3% to 26.4%, while the representation of
women increased from 34.0% to 40.3%.  There was a net decrease of 2 Blacks and 3 women, while
Hispanics and Asians remained the same at 3 and 1, respectively.  There were no Asian men,
American Indian men, or American Indian women in these positions as of March 31, 2000.

Employees with targeted disabilities decreased by 37.5% or 6 employees (from 16 to 10). Their
representation in the total  work force decreased from 1.6% to 1.3%.

-------
Work Force Status Report
     March 31, 2000
    Office of the Chief Financial Officer

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF THE CHIEF FINANCIAL OFFICER

This summary presents a workforce profile for the Office of the Chief Financial Officer (OCFO) 's
permanent full-time and part-time employees, and addresses the existence of under representation
among protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians,
American Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on
the Professional and Administrative occupations because they represent the vast majority (84.1%)
of OCFO's workforce. In the analysis, the percentages are rounded to one decimal place except
when the percentage is less than I percent.

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000,
there were 321 employees in OCFO. CHART 1. WORK FORCE COMPOSITION
Minorities OCCUpied 43.9% Of the positions Percent Protected Groups
while women occupied 62.3%. Blacks " 62.3
held 37.4% of the positions, Hispanics *°-_ !
2.8%, Asians 3.7%, and Persons with "l 374 :
Targeted Disabilities 1.9%. There were no 30~_
American Indians in OCFO's work force. 20L
Chart 1 shows the percent distribution of 101
the protected groups in the total work o- ~~ ~"~ « • 19
Hispanic Amer. Indian Pers. w/Disab
Black Asian Women
Of OCFO's total work force, 59.2% or 190 employees were at grades GS/GM 13-15. Minorities
held 33.7% of the positions in this grade group, while women held 54.2%. Minorities were
represented at the GS/GM 13-15 level as follows: Blacks 24.7%, Hispanics 3.7%, and Asians 5.3%.
There were no American Indians in this grade group.

There were 83 employees at the GS/GM-13 level. Minorities comprised 47.0% while women
comprised 67.5%. Among minorities. Blacks held 34.9% of the positions, Hispanics 2.4%, and
Asians 9.6%. There were no American Indians at this grade level. Minorities were 30.3% of the 66
employees at the GS/GM-14 level while women were 53.0%. Among minorities, Blacks held
22.7% of the positions. Hispanics 6.1%, and Asians 1.5%. There were no American Indians at this
grade level. Minorities represented 12.2% of the 41 employees at the GS/GM-15 level, while
women comprised 29.3%. Among minorities, Blacks held 7.3% of the positions, Hispanics 2.4%,

-------
and Asians 2.4%. There were no American Indians at this level.
Of the 6 SES positions in OCFO, 16.7% were held by Blacks and 16.7% by women. There were no
Hispanics, Asians, or American Indians in SES positions.

Of the 23 supervisory and managerial positions in OCFO, 21.4% were held by minorities and 21.4%1
by women. Among the minorities, 17.9% of the positions were occupied by Blacks and 3.6% by
Hispanics. There were no Asians and American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OCFO had 101 employees in the Professional job category,
comprising 31.5% of its work force. This analysis includes the only populous (series with 25 or
more employees) Professional occupation in OCFO, Accountant series 510. Table 1 shows the
protected groups in that series. Under representation in this series can be eliminated with the
addition of 3 Hispanics, 1 Asian, and 1 American Indian Accountant.

Table 1. Most Populous Professional Occupation by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Accountant
Series 05 10
Total 93

Percent CLF
# On Board
# Parity*
# Difference
BLACK
6.7
31
7
+24
HISPANIC
4.2
1
4
-3
ASIAN
5.4
5
6
-1
AMERICAN
INDIAN
0.3
0
1
-1
WOMEN
52.7
51
50
+ 1
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian labor force
for a specific occupational series or occupational category. '

An analysis by grade level shows that 80.2% or 81 employees of OCFO's Professional work force !
were at grades GS/GM 13-15. In this grade grouping, minorities held 38.3% of the positions and '
women held 53.1%. Among minorities, Blacks held 29.6% of the positions, Hispanics 2.5%, and
Asians 6.2%. There were no American Indians in this grade group. ]

ADMINISTRATIVE POSITIONS: OCFO had 169 employees in the Administrative job
category, comprising 52.6% of its total work force. This analysis includes the only populous (series
with 25 or more employees) Professional occupation in OCFO, Management Analysis series 343
and General Accounting Clerk series 501. Table 2 shows the protected groups in that series. Under
representation in this series can be eliminated with the addition of 2 Hispanic, 1 Asian and 1
American Indian Management Analysis and 1 Hispanic, 2 Asians and 1 American Indian General
Accounting Clerk.

-------
 Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Mgmt.Analys
Series
343
Total 71
Gen.Acctg..
Series
501
Total 50

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
15
7
+8
8.9
25
5
+20
HISPANIC
5.2
2
4
-2
5.2
2
3
-1
ASIAN
2.8
1
2
-1
2.8
0
2
.2
AMERICAN
INDIAN
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50.0
41
36
+5
50.0
38
25
+ 13
 * Parity is achieved when the percentage of a protected group is equal to the group 's percentage of the relevant
 civilian labor force for a specific occupational series or occupational category

 Further analysis by grade level shows that 64.5% or 109 employees of OCFO's Administrative
 work force were at grades GS/GM 13-15. Of this grade group, minorities held 30.3% of the
 positions and women held 55.0%. Among minorities, Blacks held 21.1% of the positions,
 Hispanics -1.6%. and Asians 4.6%. There were no American Indians in this grade group.

 STATfS OF PERSONS WITH DISABILITIES: In its Management Directive  713, the Equal
 Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
 benchmark, in determine under representation for persons with targeted disabilities.  Targeted
 disabilities arc deafness, vision impairments, missing extremities, partial and complete paralysis,
 con\-nl\i\i  tftMirdcr.  mental retardation and illness, and distortion of limbs and/or spine (identified
from < >!' \f \t>inJiiril Form 256, Self-Identification of Handicap).

 As of Mar., h .; 1 . 2000. 6 OCFO employees, or 1 .9%, had targeted disabilities; therefore, this group
 was under rcr
CHAM, I  FROM SEPTEMBER 30, 1997, TO MARCH 31, 2000: The reference period of
Scpicmbe'  st' /U9~ 10 March 31, 2000 is used for the change analysis because it reflects the time
period fn»n the beginning of the Diversity Action Plan Initiative.

OCFO hud a net increase of 2.2% or 7 employees in its total work force (from 314 to 321).  The
representation of minorities decreased from 44.9% to 43.9% and the representation of women
decreased from 64.0% to 62.3%. There was a net increase of 1 Hispanic and a net decrease of 1
Black and  1 woman. Asians remained the same at 1 2, respectively.  There were no American
Indians as of March 31. 2000.
In Professional occupations, there was an increase of 3.0% or 3 employees (from 98 to 101).

-------
Minority representation increased from 35.7% to 38.6%, and the representation for women
decreased from 54.1% to 53.5%. There was a net increase of 3 Blacks, 1 Hispanic and 1 woman,
while Asians remained the same at 5. There were no Hispanic women or American Indians as of
March 31,2000.

In Administrative occupations, there was an increase of 9.5% or 16 employees (from 153 to 169).
Minority representation increased from 38.6% to 39.1%, while the representation for women
decreased from 60.8% to 60.4%. There was a net increase of 7 Blacks and 9 women, while
Hispanics and Asians remained the same at 6 and 5, respectively. There were no American Indians
as of March 31,2000.

At the GS/GM-13 level, there was an increase of 6.0% or 5 employees (from 78 to 83). Minority
representation increased from 42.3% to 47.0% and the representation of women increased from
66.7% to 67.5%. There was a net increase of 8 Blacks, 1 Asian and 4 women, while there was a net
decrease of 3 Hispanics. There were no American Indians as of March 31, 2000.

At the GS/GM-14 level, there was an increase of 28.8% or 19 employees (from 47 to 66). The
percentage of minorities increased from 21.3% to 30.3%, while the percentage for women increased^
from 38.3% to 53.0%. There was a net increase of 6 Blacks, 4 Hispanics and 17 women, while
Asians remained the same at 1. There were no Hispanic women, Asian women or American Indianfl|
as of March 31,2000.

At the GS/GM-15 level there was an increase of 26.8% or 11 employees (from 30 to 41). The
percentage of minorities decreased from 16.7% to 12.2% and the percentage of women decreased
from 36.7% to 29.3%. There was a net increase of 1 woman, while Blacks, Hispanics and Asians
remained the same at 3, 1 and 1, respectively. There were no Black men, Hispanic women, Asian
men or American Indians as of March 31, 2000.

The SES members increased by 33.3% or 2 employees (from 4 to 6). The percentage of minorities
increased from 0% to 16.7% and the percentage of women decreased from 50.0% to 16.7%. There
was a net increase of 1 Black and a net decrease of 1 woman. There were no Black women,
Hispanics, Asians, or American Indians at the SES level as of March 31, 2000.

Supervisory and managerial employees increased by 21.4% or 6 (from 22 to 28). Minority
representation decreased from 22.7% to 21.4% and the representation of women decreased from
36.4% to 21.4%. There was a net increase of 1 Black and a net Hprrpa^p of 2 wotien. Hispanics
r
remained the same at 1. There were no Hispanic women, Asians or American Indians at this level
as of March 31,2000.

Employees with targeted disabilities increased by 50.0% or 3 employees (from 3 to 6). Their
representation in the total work force increased from 0.96% to 1.9%.

-------
Work Force Status Report
     March 31, 2000
     Office of Enforcement and
      Compliance Assurance

-------
U. S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF ENFORCEMENT AND COMPLIANCE ASSURANCE

This summary presents a workforce profile for the Office of Enforcement and Compliance
Assurance (OECA) 's permanent full-time and part-time employees, and addresses the existence
of under representation among protected groups. For this analysis, the protected groups are
Blacks, Hispanics, Asians, American Indians, women, and Persons with Targeted Disabilities.
The analysis concentrates on the Professional and Administrative occupations because they
represent the vast majority (92.0%) of OECA 's workforce. In the analysis, the percentages are
rounded to one decimal place except when the percentage is less than 1 percent.

Federal agencies are required to develop and implement affirmative employment programs to
eliminate under representation of minorities, women, and persons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act of 1964, as amended;
Executive Order 11478, as amended by Executive Order 12106; Section 501 of the
Rehabilitation Act of 1973, as amended; and Reorganization Plan No. 1 of 1978.

Numerical goals are set when a workforce analysis shows the existence of under representation
of individual protected groups for each job category or major occupation. The Agency does not
set goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of March 31, 2000, there CHART1- WORK FORCE COMPOSITION

50-
were 920 employees in OECA. Minorities ^ _ Percent Protected Groups 49.5
occupied 25.9% of the positions while
women occupied 49.5%. Blacks held 17.8% 40-
of the positions, Hispanics 4.2%, Asians
3.5%, American Indians 0.33%, and Persons 30~
with Targeted Disabilities 0.43%. Chart 1 2Q~ 178
shows the percent distribution of the .
protected groups in OECA's total work force. 10 -
4.2 3.5
0.33 0.43
Of OECA's total work force, 76.7% or 706 Hispanic Amer. |ndian ~Pers. w/Disat
employees were at grades GS/GM 13-15. Black Asian women
Minorities held 21.0% of the positions in this
grade group while women held 44.1%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 12.6%, Hispanics 4.4%, Asians 3.7%, and American Indians 0.28%.

Minorities held 30.4% of the GS/GM 13 level positions, while women held 45.8%. Minorities
were represented in this grade level as follows: Blacks 19.0%, Hispanics 6.4%, Asians 4.5%, and
American Indians 0.56%. Minorities held 13.6% of the GS/GM 14 level positions, while women
held 46.9%. Minorities were represented as follows: Blacks 7.4%, Hispanics 3.1%, and Asians
3.1%. There were no American Indians at this grade level. Minorities held 9.2% of the GS/GM
15 level positions, while women held 38.2%. Minorities were represented as follows: Blacks
4.8%, Hispanics 1.6%, and Asians 2.7%. There were no American Indians at this grade level.

Of the 20 SES positions in OECA, 10% were held by minorities and 15.0% by women. Among

-------
minorities, Blacks made up 10% of the positions.  There were no Black women, Hispanics,
Asians, or American Indians in the SES.
Of the 100 supervisory and managerial positions in OECA, 13.0% were held by minorities and
33.0% by women.  Blacks held 8.0%, Hispanics 3.0%, and Asians 2.0%.  There were no
Hispanic women, Asian men or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  OECA had 310 employees in the Professional job category,
comprising 33.7% of its work force. This analysis includes the most populous (series with 25 or
more employees) Professional occupations in OECA. Table 1 shows the protected groups in
Environmental Engineer series 819, Attorney series 905, Physical Scientist series 1301, and
Chemist series 1320. Under representation in these series can be eliminated with the addition of
1 American Indian Environmental Engineer, 1 Asian Attorney, 1 Hispanic and 1 American
Indian Physical Scientist, and 2 Black, 2 Hispanic and 1 American Indian Chemist.

There were no American Indians in the Environmental Engineer series, Hispanic men or
American Indian men in the Attorney series; Black women, Hispanics or American Indians in the
Chemistry series.

Table 1.  Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Environmental
Engineer
Series 81 9
Total: 39
Attorney
Series 905
Total: 166
Physical
Scientist
Series 1301
Total: 36
Chemist
Series 1320
Tntal- 14

Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
n On hnarH
# Parity*
# Difference
Percent CLF
# On board
# Parity
# Difference
BLACK
3.4%
5
2
+3
3.4%
8
6
+2
4.6%
i
2
+1
6.1%
1
3
_2
HISPANIC
3.0%
2
2
0
2.5%
7
5
+2
1.9%
n
1
-1
3.2%
0
2
.2
ASIAN
7.5%
3
3
0
1.4%
2
3
-1
3.3%
1
-/
2
+ 1
9.8%
4
4
0
AMERICAN
INDIAN
0.3%
0
1
-1
0.2%
1
1
0
0.4%
r\
V
1
-1
0.2%
0
1
-1
WOMEN
9.8%
17
4
+ 13
24.5%
82
41
+41
29%
12
11
+ 1
27.4%
10
10
0
* Parity is achieved \vher, the work force repieseniaiiun ufa /jruiecled group is equal to the group's percentage oj the relevant
civilian labor force of a specific occupational series or occupational category.

-------
An analysis by grade level shows that 93.2% or 289 of OECA's Professional employees were at
grades GS/GM 13-15. In this grade grouping, minorities held 15.9% of the positions and women
held 43.3%. Blacks held 5.9%, Hispanics 3.8%, Asians 5.9%, and American Indians 0.35%.
There were no American Indian men in this grade group.

ADMINISTRATIVE POSITIONS:  OECA had 536 employees in the Administrative job
category, comprising 58.3% of its total work force. This analysis includes the most populous
(series with 25 or more employees) Administrative occupations in OECA. Table 2 shows the
protected groups in Environmental Protection Specialist series 819, General Administration
series 301, Management Analysis series 343 and Criminal Investigator series 1811. Under
representation in these series can  be eliminated with the addition of 1 Hispanic Environmental
Protection Specialist; 1 American Indian in the General Administration series; 5 Hispanic, 1
Asian and 1 American Indian Management Analysis; and 4 Black, 3 Asian and 52 women
Criminal Investigators.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.
Series
028
Total 39
Gen.Admi
Series
301
Total 48
Mgmt.Ana
Series
343
Total 106
Crim.Inv
Series
1811
Total 1 89

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
16
4
+ 12
8.9
13
5
+8
8.9
47
10
+37
8.9
13
17
-4
HISPANIC
5.2
2
3
-1
5.2
5
3
+2
5.2
1
6
-5
5.2
12
10
+2
ASIAN
2.8
5
2
+3
2.8
3
2
+ 1
2.8
2
3
-1
2.8
3
6
-3
AMERICAN
INDIAN
0.5
1
1
0
0.5
0
1
-1
0.5
0
1
-1
0.5
1
1
0
WOMEN
50.0
72
20
+52
50.0
32
24
+8
50.0
80
53
+27
50.0
43
95
-52
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 77.8% or 417 employees of OECA's Administrative

-------
work force were at grades GS/GM 13-15. Minorities held 24.5% of the positions and women
held 44.6%. Among the minorities, Blacks held 17.3% of the positions, Hispanics 4.8%, Asians
2.2%, and American Indians 0.24%.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the U.S.
Equal Employment Opportunity Commission (EEOC) recommends that Federal agencies use
5.95% as a benchmark to determine under representation for persons with targeted disabilities.
Targeted disabilities are deafness, vision impairments, missing extremities, partial and complete
paralysis, convulsive disorder, mental retardation and illness, and distortion of limbs and/or
spine (identified from OPM Standard Form 256, Self-Identification of Handicap).

As of March 31, 2000, 4 OECA employees, or 0.43%, had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2000: The reference period of
September 30, 1997, to March 31, 2000, is used for the change analysis because it reflects the
time period from the beginning of the Diversity Action Plan Initiative.

OECA had a net decrease of 2.4% or 23 employees, in its total work force (from 943 to 920).
The representation of minorities increased from 25.5% to 25.9% and the representation of
women increased from 48.7% to 49.5%. There was a net increase of 4 Asians and a net decrease
of 6 Blacks and 4 women. Hispanics and American Indians remained the same as 39 and 3,
respectively.

In Professional occupations, there was an increase of 2.6%, or 8 employees (from 302 to 310).
Minority representation decreased from 16.2% to 15.5% while the representation of women
increased from 41.7% to 42.9%. There was a net increase of 7 women and a net 1 Hispanic,
while Blacks, Asians and American Indians remained the same at 18, 18 and 1, respectively.
There were no American Indian women.

In Administrative occupations, there was a decrease of 2.2%, or 12 employees (from 548 to 536).
Minority representation increased from 23.9% to 25.4% while the representation of women
increased from 45.1% to 47.2%. There was a net increase of 2 Blacks, 4 Asians and 6 women,
while there was a net decrease of 1 Hispanic. American Indians remained the same at 2.

At the GS/GM 13 level, there was an increase of 15.4% or 55 employees (from 303 to 358).
Ivlinoriiy representation increased from 22.8% to jl).4% while the representation of women
increased from 43.2% to 45.8%. There was a net increase of 23 Blacks, 12 Hispanics, 3 Asians,
2 American Indians and 33 women.

At the GS/GM 14 level, there was a decrease of 10.5% or 19 employees (from 181 to 162).
Minority representation increased from 9.9% to 13.6% while the representation of women
increased from 45.3% to 46.9%. There was a net increase of 1 Hispanic and 3 Asians, while
there was a net decrease of 6 women. Blacks remained the same at 12. There were no American
Indians at this level as of March 31, 2000.

At the GS/GM 15 level, there was an increase of 19.9% or 37 employees (from 149 to 186).

-------
Minority representation decreased 10.1% to 9.2% while the representation of women increased
from 32.9% to 38.2%.  There was a net increase of 2 Blacks and 22 women, while Hispanics and
Asians remained the same at 3 and 5, respectively. There were no American Indians at this level
as of March 31,2000.

The SES members increased by 5.0% or 1 employee (from  19 to 20). The percentage of
minorities increased from 5.3% to 10.0% and the representation of women decreased from 26.3%
to 15.0%. There was a net increase of 1 Black and a net decrease of 2 women. There were no
Black women, Hispanics, Asians, or American Indians in the SES level as of March 31, 2000.

There was an increase of 4.0% or 4 employees (from 96 to 100) in supervisory and managerial
positions. Minority representation increased from 8.3% to 13.0% while the representation of
women decreased from 34.4% to  33.0%. There was a net increase of 2 Blacks and 3 Hispanics,
while Asians and women remained the same at 2 and 33, respectively. There were no Hispanic
women, Asian men or American Indians in these positions as of March 31, 2000.

Employees with targeted disabilities remained the same at 4. Their representation in the total
work force increased from 0.42% to 0.43%.

-------
Work Force Status Report
     March 31, 2000
         Environmental
Information

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF ENVIRONMENTAL INFORMATION

This summary presents a workforce profile for the Office of Environmental Information's (OEI)
permanent full-time and part-time employees, and addresses the existence of under representation
among protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians,
American Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on
the Professional and Administrative occupations because they represent the vast majority (93.8%)
of OEI's workforce. In the analysis, the percentages are rounded to one decimal place except
when the percentage is less than 1 percent.

Federal agencies are required to develop and implement affirmative employment programs to
eliminate under representation of minorities, -women, and persons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act of 1964, as amended;
Executive Order 11478, as amended by Executive Order 12106; Section 105 of the Rehabilitation
Act of 1973, as amended; and Reorganization Plan No. 1 of 1978.

Numerical goals are set when a workforce analysis show the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there were CHART 1. WORK FORCE COMPOSITION
325 employees in OEI. Minorities occupied percent Protected Groups
33.2% of OEI's positions, while women 60_~ 53.9
occupied 53.9%. Blacks held 26.2% of OEI's 5°: j
positions, Hispanics 3.4%, Asians 3.4%, «- i
American Indians 0.31 %, and Persons with 30 - 26.z I
Targeted Disabilities 0.62%. American Indian 20- I
men were absent from the work force. Chart 1 101; I
shows the percent distribution of the protected 0 -^- -^- 0.31 i Q62
groups Of OEI'S total Workforce. Hispanic Amerindian Persw/Disab
0 r Black Asian Women

Of OEI's total work force, 73.8% percent or 240 employees were at grades GS/GM 13-15.
Minorities held 28.3% of the positions in this grade group, while women held 49.2%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 20.0%, Hispanics 4.6%, Asians
3.3%, and American Indians 0.42%. There were no American Indian men in this grade group.

There were 100 employees at the GS/GM-13 level. Minorities comprised 37.0% and women
comprised 59.0%. Among minorities, Blacks held 28.0% of the positions, Hispanics 5.0%, Asians
3.0% and American Indians 1.0%. There were no Asian women or American Indian men.
Minorities were 20.5% of the 88 employees at the GS/GM-14 level and women are 38.6%. Among
minorities, Blacks held 13.6% of the positions, Hispanics 1.1% and Asians 5.7%. There were no
American Indians. Minorities represented 21.0% of the 62 employees at the GS/GM-15 level, while
women comprised 40.3%. Among minorities, Blacks held 12.9% of the positions and Hispanics
8.1%. There were no Asians, American Indians at this level.

-------
Of the 9 SES positions in OEI, 55.6% were held by women. There were no minorities in SES
positions.
Of the 40 supervisory and managerial positions in OEI, 25.0% were held by minorities and 52.5%
by women. Among the minorities, 15.0% of the positions were occupied by Blacks and 10.0% by
Hispanics. There were no Asians or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OEI had 45 employees in the Professional job category,
comprising 13.8% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in OEI. There were no Professional occupations in OEI
with 25 or more employees.

An analysis by grade level shows that 75.6 % or 34 employees of OEI's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 23.5% of the positions and
women held 58.8%. Among minorities, Blacks held 11.8% of the positions, Hispanics 2.9%, and
Asians 8.8%. There were no Hispanic women, American Indian men, or American Indian women
in this grade group.

ADMINISTRATIVE POSITIONS: OEI had 260 employees in the Administrative job category,
comprising 80.0% of its total work force. This analysis includes all the most populous (series with
25 or more employees) Administrative occupations in OEI. Table 2 shows the protected groups in
Environmental Protection Specialist series 028, General Administration series 301, Computer
Specialist series 334 and Management Analysis series 343. Under representation in these job series
can be eliminated with the addition of 1 Hispanic and 1 American Indian Environmental Protection
Specialist; 2 Hispanic, 1 Asian and 1 American Indian in the General Administration series; 1
Hispanic, 1 American Indian and 14 women Computer Specialist; and 1 Hispanic and 3 Asian
Management Analysis.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.S
Series
028
Total 36
Gen.Admi
Series
30!
Total 39

Percent CLF
n On Board
# Parity*
# Difference
Percent CLF
# On Board
-n D->-;M,*
# Difference
BLACK
8.9
4
4
0
8.9
16
A
+ 12
HISPANIC
5.2
1
2
-1
5.2
1
3
-2
ASIAN
2.8
2
2
0
2.8
1
2
-1
AMERICAN
INDIAN
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50.0
24
18
+6
50.0
26
?n
+6

-------
Comp.Spe
Series
334
Total 94
Mgmt.Ana
Series
343
Total 72
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
8.9
25
9
+16
8.9
19
7
+ 12
5.2
5
6
-1
5.2
3
4
-1
2.8
5
3
+2
2.8
0
3
-3
0.5
0
1
-1
0.5
1
1
0
50.0
36
50
-14
50.0
40
36
+4
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 79.2% or 206 employees of OEI's Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 23.1% of the positions and
women held 37.7%. Among minorities, Blacks held 16.9% of the positions, Hispanics 3.8%,
Asians 1.9%, and American Indians 0.38%. There were no American Indian men in this grade
group.

As of March 31. 2000, 2 OEI employees or 0.62% had targeted disabilities; therefore, this group
was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2000: The reference period of
September 30. 1997 to March 31, 2000 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.
OEI was established in FY 1999, therefore there is no data for the change analysis.

-------
Work Force Status Report
     March 31, 2000
     Office of General Counsel

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF GENERAL COUNSEL

This summary presents a work force profile for the Office of General Counsel's (OGC) permanent
full-time and part-time employees, and addresses the existence of under representation among
protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians, American
Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on the
Professional and Administrative occupations because they represent the vast majority (90.6%) of
OGC's workforce. In the analysis, the percentages are rounded to one decimal place except when
the percentage is less than 1 percent.

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there were CHART 1. WORK FORCE COMPOSITION
192 employees in OGC. Minorities occupied p»rc«ntprotact.d Groups 50
29.7% of OGC's positions while women occupied !
50.0%. Blacks held 20.8% of OGC's positions, *: \
Hispanics 2.1%, Asians 6.3%, and American M~ I
Indians 0.52%. There were no Persons with 20- — I
Targeted Disabilities in OGC's work force. Chart ,01 j
6.3
1 shows the percent distribution of the protected JJL : 0.52 I 0
Hispanic Amer. Indi
Black Asian Women
groups in OGC's total work force. Black Hispinic An»r.indian
Of OGC's total work force, 72.9% percent or 140 employees were at grades GS/GM 13-15.
Minorities held 17.9% of the positions in this grade group, while women held 40.7%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 7.1%, Hispanics 2.1%, Asians 7.9%
and American Indians 0.71%. There were no American Indian women in this grade group.

There were 14 employees at the GS/GM-13 level. Minorities comprised 28.6% and women
comprised 50.0%. Among minorities, Blacks held 21.4% of the positions and American Indian
7.1%. There were no Hispanics, Asians or American Indian women at this level. Minorities were
25.0% of the 36 employees at the GS/GM-14 level and women were 50.0%. Among minorities,
Blacks held 11.1% of the positions, Hispanics held 2.8% and Asians 11.1%. There were no
American Indians at this level. Minorities represented 13.3% of the 90 employees at the GS/GM-15
level, while women comprised 35.6%. Among minorities, Blacks held 3.3% of the positions,
Hispanics 2.2%, and Asians 7.8%. There were no Black men, American Indian men, or American
Indian women at this level.

-------
Of the 10 SES employees, minorities held 20.0% and women comprised 40.0% of the positions at
this level. Among minorities Blacks held 10.0% and Hispanics held 10.0%. There were no Black
men, Hispanic women, Asians or American Indians at this level.

Of the 14 supervisory and managerial positions in OGC, 21.4% were held by minorities and 42.9%
by women. Among the minorities, Blacks held 14.3% and Hispanics held 7.1%. There were no
Black men, Hispanic men, Asians or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OGC had 153 employees in the Professional job category,
comprising 79.7% of its work force. This analysis includes all the most populous (series with 25 of
more employees) Professional occupations in OGC. Table 1 shows the protected groups in
Attorney series 905. The analysis shows that there is no under representation among the Professioal
occupations. Further analysis shows that there were no American Indian women in the Attorney
series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Attorney
Series
905
Total 151

Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
9
6
+3
HISPANIC
2.5
4
4
0
ASIAN
1.4
12
3
+9
AMERICAN
INDIAN
0.2
1
1
0
WOMEN
24.5
61
37
+24
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian9
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 86.3 % or 132 employees of OGC's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 15.9% of the positions and
women held 39.4%. Among minorities, Blacks held 4.5% of the positions, Hispanics 2.3%, Asians
8.3% and American Indians 0.67%. There were no American Indian women in this grade group.

ADMINISTRATIVE POSITIONS - OGC had 21 employees in the Administrative job category,
comprising 10.9% of its total work force. The 21 employees occupied various groups; 2 white men,
16 blacks and 3 white women.

Further analysis by grade level shows that 38.1% or 8 employees of OGC's Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 50.0% of the positions and
women held 62.5%. Blacks were the only minorities represented in this grade group.

-------
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

There were no employees in OGC with targeted disabilities, therefore, this group was under
represented.

OGC had a net increase of 4.2% or 8 employees in its total work force (from 184 to 192). The
representation of minorities increased from 26.6% to 29.7% and the representation for women
increased from 48.9% to 50.0%. There was a net increase of 6 Blacks, 3 Asians, 1 American Indian
and 6 women, while there was a net decrease of 2 Hispanics. There were no American Indian
women in the OGC work force as of March 31, 2000.

In Professional occupations, there was an increase of 3.9% or 6 employees (from 147 to 153).
Minority representation increased from 14.3% to 17.0%, and the representation for women
increased from 39.5% to 40.5%. There was a net increase of 2 Blacks, 3 Asians, 1 American Indian
and 4 women, while there was a net decrease of 1 Hispanic. There were no American Indian
women in Professional occupations as of March 31, 2000.

In Administrative occupations, there was an increase of 19.0% or 4 employees (from 17 to 21).
Minority representation increased from 64.7% to 76.2% and the representation for women increased
from 70.6% to 81.0%. There was a net increase of 6 Blacks and 5 women, while there was a net
decrease of 1 Hispanic. There were no Hispanics, Asians, or American Indians in Administrative
occupations as of March 31, 2000.

At the GS/GM-13 level, there was an increase of 50.0% or 7 employees (from 7 to 14). Minority
representation decreased from 42.9% to 28.6% and the representation for women decreased from
57.1% to 50.0%. There was a net increase of 2 Blacks, 1 American Indian and 3 women, while
there was a net decrease of 1 Hispanic and 1 Asian. There were no Hispanics, Asians, or American
Indian women at this level as of March 31, 2000.

At the GS/GM-14 level, there was an increase of 16.7% or 6 employees (from 30 to 36). The
percentage of minorities decreased from 26.7% to 25.0% and the percentage for women increased
from 40.0% to 50.0%. There was a net increase of 2 Asians and 6 women and a net decrease of 1
Black. Hispanics remained the same at 1. There were no Hispanic men or American Indians at this
level as of March 31, 2000.

At the GS/GM-15 level, the number of employees increased by 5.6% or 5 employees (from 85 to
90). The percentage of minorities increased from 8.2% to 13.3% and the percentage for women
decreased from 36.5% to 35.6%. There was a net increase of 2 Blacks, 3 Asians and 1 woman,
while Hispanics remained the same at 2, respectively. There were no Black men, or American
Indians at this level as of March 31, 2000.

-------
At the SES level, the number of employees remained the same at 10.  The percentage of minorities
increased from 10.0% to 20.0%, while the percentage of women increased from 30.0% to 40.0%.
There was a net increase of 1 Hispanic and 1 woman, while Blacks remained the same at 1. There
were no Black men, Hispanic women, Asians or American Indians at this level as of March 31,
2000.

There was a decrease of 12.5% or 2 employees (from 16 to 14) in supervisory and managerial
positions.  Minority representation increased from 12.5% to 21.4%, and the representation for
women increased from 31.3% to 42.9%. There was a net increase of 1 Black and 1  woman, while
Hispanics remained the same at 1. There were no Black men, Hispanic women, Asians or American
Indians in these positions as of March 31, 2000.

Persons with targeted disabilities remain absent from the OGC workforce.

-------
Work Force Status Report
     March 31, 2000
   Office of International Activities

-------
Project XL 2000 Comprehensive Report I 'olume II

Jack M. Berry, Inc.
FINAL PROJECT AGREEMENT SIGSED ALGL ST 8. 1996.
PROJECT CLOSED OUT JUNE 2. 1999

Background
The Project Sponsor: Jack M. Berry. Inc. (Bern'), is a midsized citrus juice-processing company.
The company's facility in LaBelle. Florida, is the site of the Project XL pilot. It is located 30 miles
east of Fort Myers on Berry's largest grove, consisting of about 10.000 acres of orange and grapefruit
trees.

The Experiment: The Berry project's goal was to establish a process by which Bern' would prepare
a Comprehensive Operating Permit (COP) in partnership with the Florida Department of
Environmental Protection. South Florida Water Management District, and EPA. The COP would
have been a multi-media permit that was part of a streamlined permitting approach that was expected
to better integrate plant operation and compliance procedures, as well as eliminate unnecessary
administrative requirements.

The Flexibility: Under the COP. the State of Florida and EPA would have relieved Berry of
administrative and procedural rules that require the preparation and certification of multiple permit
renewal applications even' few years. Flexibility in Florida regulations governing the permit
application process would have allowed Berry to accelerate its permit application process. The
streamlined permitting approach was anticipated to result in cost savings that Berry would have
reinvested in new environmentally beneficial operating procedures. The burden on the EPA and the
State of Florida to review and issue permits would have been reduced as well.

Other Innovations: (1) Reduction in Reporting Burden: The State of Florida would have allowed
Bern, to use nonstandard forms for reporting environmental performance, which would be simplified
and part of the approved COP. The State of Florida might not have required Berry to have its
environmental reports certified by a professional engineer, because the COP would have been more
comprehensive than a certified professional engineer's application. (2) Environmental Management
System (EMS): Berry had committed to instituting the ISO 14000 EMS program as a means to
systematically manage continuous environmental performance, including pollution prevention and
source reduction strategies. (3) Standard Operating Procedures: Bern had intended to complete
detailed vet easy-to-follow work instructions for implementing the COP that ultimately would have
been linked to the EMS. to raise the level of employee environmental awareness and contributions
to permit compliance.

The Superior Environmental Performance: Bern would have reduced air emissions of VOCs.
SO2. and NOX through voluntary installation of updated equipment and implementation of updated
citrus-processing procedures. Berry would have also reduced the amount of hazardous and solid
waste generated by the facility through pollution prevention, reduction, and recycling.

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF INTERNATIONAL ACTIVITIES

This summary presents a work force profile for the Office of International Activities (O1A)
permanent full-time and part-time employees, and addresses the existence of under representation
among protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians,
American Indians, women, and persons with disabilities. The analysis concentrates on the
Professional and Administrative occupations because they represent the vast majority (91.1%) of
OIA 's workforce. In the analysis, the percentages are rounded to one decimal place except when
the percentage is less than 1 percent.

Federal agencies are required to develop and implement affirmative employment programs to
eliminate under representation of minorities, women, and persons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act ofl 964, as amended; Executive
Order 11478, as amended by Executive Order 1210; Section 501 of the Rehabilitation Act of 1973,
as amended; Reorganization Plan No. 1 of 1978; and Executive Order 11478, as amended by
Executive Order 12106.

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SEE positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there are 79 CHART 1. WORK FORCE COMPOSITION
employees in the OIA. Minorities occupy 36.7% of «,-
OIA's positions while women occupy 59.5%. Among *>;
minorities, Blacks hold 19.0% of OIA's positions, "°:
Hispanics 12.7%, Asians 3.8%, and American Indians "" 19
1.3%. There is no representation of employees with 10: ~12-
Targeted Disabilities. Chart 1 shows the percent 0: :
AITW Indian P«1 WTCWat
distribution of the five protected groups of OIA's total Bto* *•*" v"x™n
work force.

Of OIA's total work force 71.4% percent or 55 employees are at grades GS/GM 13-15. Minorities
hold 29.1 % of the positions in this grade group while women hold 49.0%. Among minorities at the
GS/GM 13-15 level, Blacks hold 12.7% of the positions, Hispanics 14.5%, Asians 1.8%. There are
no American Indian men and women in this grade group.

There are 12 employees at the GS/GM-13 level. Minorities comprise 33.3% and women comprise
83.3%. Among minorities, Blacks hold 25.0% of these positions and Hispanics hold 8.3% of these
positions. No other minorities are represented at this level. Minorities are 29.6% of 27 employees
at the GS/GM-14 level and women are 48.2%. Among minorities, Blacks hold 7.4% of the positions,
Hispanics 18.5%, and Asians 3.7%. There are no American Indian men and women at this level.
Minorities represent 25.0% of the 16 employees at the GS/GM-15 level, while women comprise
25.0%. Among minorities, Blacks hold 12.5% of the positions and Hispanics 12.5%. There are no

-------
Hispanic women, Asian men, Asian women, American Indian men, or American Indian women at'
this level.

Of the 4 SES positions in OIA, 25.0% are held by minorities and 25.0% by women. Among
minorities, only Asian women hold 25.0% of these positions and rest of the 75.0% are held by white
men. No other minorities are represented at this level.

OIA is a very small organization. Therefore, there are not too many positions available at the
supervisory or managerial level. Of the 8 supervisor, manager positions, and management official
in OIA, 12.5% are held by minorities and 25.0% by women. Among the minorities, 12.5% of the
positions are occupied by Asians. There are no Blacks, Hispanics, Asian men or American Indians
at this level.

PROFESSIONAL POSITIONS: Because of the nature of program responsibilities and mission
of the program, only 8.9% or 7 employees are in professional occupations. These 7 seven positions
are occupied by various groups; 4 white men, 1 Hispanic man, 1 Asian man, and 1 American Indian
woman. No other group is represented in this category. There is 1 Environmental Engineer, 2
Attorneys, and 4 Physical Scientist.

Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

ADMINISTRATIVE POSITIONS - OIA has 65 employees in the Administrative job category,
comprising 82.3% of its total work force. This analysis includes all the most populous (series with
25 or more employees) Administrative occupations in OAR. Table 1 shows the protected groups
in the General Administration series 301. Under representation can be eliminated with the addition
of 2 Asians and 1 American Indian in the General Administration series.
Table I. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Gen. Admin.
Series
301
Total 49

Percent
# On Board
# Parity*
#
Difference
BLACK
8.9
6
5
+ 1
HISPANIC
5.2
7
3
+4
ASIAN
2.8
0
2
.2
AMERICAN
INDIAN
0.5
0
1
-1
WOMEN
50.0
27
25
+2
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category

hurther analysis by grade level shows that 69.6% or 55 employees of OlA's administrative work
force are at grades GS/GM 13-15. Of this grade group, minorities hold 29.1% of the positions and

-------
women hold 49.1%. Among minorities, Blacks hold 12.7% of the positions, Hispanics 14.5% and
Asians hold 1.8%. There are no American Indians in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission recommends that Federal agencies use 5.95%, as a
benchmark, to determine under representation for persons with targeted disabilities. There are no
Persons with Targeted Disabilities in OIA. Targeted disabilities are deafness, blindness, missing
extremities, partial and complete paralysis, mental retardation and illness, and distortion of limbs
and/or spine (identified from OPM Standard Form 256, Self-Identification of Handicap).

OIA had a net increase of 17.9% or 14 employees in its total work force going from 64 to 78. The
representation of minorities increased from 32.8% to 37.2% and the representation for women
increased from 53.1% to 60.3%. There was a net increase of 1 Black, 5 Hispanics, 1 Asian, 1
American Indian and 13 women. There were no American Indian men as of March 31, 2000.

In Professional occupations, there was an increase of 28.6% or 2 employees (from 5 to 7). Minority
representation increased from 20.0% to 42.9% and women increased from 0% to 14.3%. There was
a net increase of 1 Hispanic, 1 American Indian and 1 woman, while Asian representation remained
the same at 1. There were no Blacks, Hispanic women, Asian women or American Indian men at
this level.

In Administrative occupations, there was an increase of 16.9% or 11 employees (from 54 to 65).
Minority representation increased from 27.8% to 29.2% and representation of women increased
from 53.7% to 60.0%. There was a net increase of 4 Hispanics and 10 women, while Blacks and
Asians remained the same at 10 and 1, respectively. There were no Asian men or American Indians
as of March 31,2000.

At the GS/GM-13 level, there was an increase of 16.7% or 2 employees (from 10 to 12). There was
a decrease of minority representation from 40.0% to 33.3% and the representation for women
increased from 60.0% to 83.3%. There was a net increase of 1 Hispanic and 4 women, while there
was a net decrease of 1 Black. There were no Blacks men, Hispanic women, Asians or American
Indians at this level as of March 31, 2000.

At the GS/GM-14 level, the representation of employees increased by 3.7% or 1 employee (from 26
to 27). The percentage of minorities increased from 23.1 % to 29.6% and the percentage of women
decreased from 53.9% to 48.2%. There was a net increase of 2 Hispanics and a net decrease of 1
woman. Blacks and Asians remained the same at 2 and 1, respectively. There are no Asian women
or American Indians representation at this level.

At the GS/GM-15 level, the representation of employees increased by 25.0% or 4 employees (from
12 to 16). The percentage of minorities increased from 8.3% to 25.0% and the representation of

-------
women increased from 16.7% to 25.0% . There was a net increase of 2 Blacks, 1 Hispanic and 2
women. There are no Hispanic women, Asians or American Indians at this level.

The SES members remained at 4 employees.  Therefore, there was no change at this level.

There was an increase of 12.5% or 1 employee in the managerial and supervisory positions (from
7 to 8). The percentage of minorities decreased from 14.3% to 12.5% and the percentage of women
decreased from 28.6% to 25.0%. There were no Blacks, Hispanics or American Indians as of March
31, 2000.  Asian remained the same at 1.  There are no other minority groups represented in
managerial and supervisory positions.

There is no change in employees with targeted disabilities. The representation remains the same at
0.

-------
Work Force Status Report
     March 31, 2000
   Office of the Inspector General

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF THE INSPECTOR GENERAL

This summary presents a work force profile for the Office of the Inspector General (OIG) 's
permanent full-time and part-time employees, and addresses the existence of under representation
among protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians,
American Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on
the Professional and Administrative occupations because they represent the vast majority (93.4%)
of OIG's workforce. In the analysis, the percentages are rounded to one decimal place except
when the percentage is less than I percent.

OVERVIEW: As of March 31, 2000, there CHART 1. WORK FORCE COMPOSITION
were 332 employees in OIG. Minorities 50_ Percent Protected Groups _so_
occupied 30.7% of OIG's positions while
women occupied 50.0%. Blacks held 25.0% of 4°:
the positions, Hispanics 1.5%, Asians 3.6%, 30- 2g
American Indians 0.60, and Persons with 20_ !
Targeted Disabilities 2.1%. American Indian - i
women were absent from the OIG work force. - ' „» 3 e ,,
1.5 0 6
Chart 1 shows the percent distribution of the ° —-—: . ~T~;. ~ ^~K
r Hispanic Amer. Indian Pens. w/Disab
protected groups in the total work force. Black Asian women

Of OIG's total work force, 66.9% or 222 employees were at grades GS/GM 13-15. Minorities held
24.8% of the positions in this grade group, while women held 44.6%. Minorities were represented
at the GS/GM 13-15 level as follows: Blacks 19.4%, Hispanics 1.4%, Asians 3.2%, and American
Indians 0.90%.

There were 160 employees at the GS/GM-13 level. Minorities comprised 29.4% while women
comprised 51.9%. Among minorities, Blacks held 22.5% of the positions, Hispanics 1.3%, Asians
4.4%, and American Indians 1.3%. There were no American Indian women at this level. Minorities
were 12.5% of the 40 employees at the GS/GM-14 level, while women were 22.5%. Among
minorities. Blacks held 10.0% of the positions and Hispanics 2.5%. There were no Hispanic
women, Asians or American Indians at this grade level. Minorities represented 13.6% of the 22
employees at the GS/GM-15 level, while women comprised 31.8%. Among minorities, Blacks held
13.6% of the positions. There were no Hispanics, Asians, or American Indians at this level.

-------
Of the 9 SES positions in OIG, 33.3% were held by minorities and 22.2% by women. Among
minorities, Blacks held 33.3% of the positions. There were no Black women, Hispanics, Asians, or
American Indians in SES positions.

Of the 27 supervisory and managerial positions in OIG, 25.9% were held by minorities and 33.3%
by women. Among the minorities, 25.9% of the positions were occupied by Blacks. There were no
Hispanics, Asians, or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OIG had 209 employees in the Professional job category,
comprising 63.0% of its work force. This analysis includes the only populous (series with 25 or
more employees) Professional occupation in OIG, Auditor series 511. Table 1 shows the protected
groups in that series. Under representation in this series can be eliminated with the addition of 5
Hispanics, 2 Asians, and 15 women.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31,2000
SERIES
Auditor
Series
0511
Total 199

Percent CLF
# On Board
# Parity*
# Difference
BLACK
6.7
41
14
+27
HISPANIC
4.2
4
9
-5
ASIAN
5.4
9
11
-2
AMERICAN
INDIAN
0.3
1
1
0
WOMEN
52.7
90
105
-15
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 78.0% or 163 employees of OIG's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 23.9% of the positions and
women held 42.9%. Among minorities, Blacks held 17.8% of the positions, Hispanics 1.8%,
Asians 3.9%, and American Indians 0.61%. There were no American Indian women in this grade
group.

ADMINISTRATIVE POSITIONS: OIG had 101 employees in the Administrative job category,
comprising 30.4% of its total work force. This analysis includes the only populous (series with 25
or more employees) Administrative occupation in OIG, Criminal Investigator series 1811. Table 2
shows the protected groups in that series. Under representation in this series can be eliminated with
the addition of 2 Hispanic and 10 women Criminal Investigators.

-------
Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Crimial
Investgr.
Series
1811
Total 51

Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
13
5
+8
HISPANIC
5.2
1
3
-2
ASIAN
2.8
2
2
0
AMERICAN
INDIAN
0.5
1
1
0
WOMEN
50.0
16
26
-10
*'Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 58.4% or 59 employees of OIG's Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 27.1% of the positions and
women held 49.2%. Among minorities, Blacks held 23.7% of the positions, Asians 1.7%, and
American Indians 1.7%. There were no Hispanics, Asian men, or American Indian women in this
grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

As of March 31, 2000, 7 OIG employees, or 2.1%, had targeted disabilities; therefore, this group
was under represented.

OIG had a net decrease of 6.2% or 22 employees in its total work force (from 354 to 332). The
representation of minorities increased from 27.7% to 30.7%, while the representation of women
increased from 48.0% to 50.0%. There was a net increase of 1 Black, 4 Asians and 1 American
Indian, while there was a net decrease of 2 Hispanics and 4 women. There were no American
Indian women as of March 31, 2000.

In Professional occupations, there was a decrease of 8.7% or 20 employees (from 229 to 209).
Minority representation increased from 24.0% to 26.3%, while the representation for women
increased from 43.2% to 44.0%. There was a net increase of 2 Asians and 1 American Indian and a
net decrease of 1 Black, 2 Hispanics and 7 women. There were no American Indian women as of
March 31,2000.
In Administrative occupations, there was an increase of 5.9% or 6 employees (from 95 to 101).

-------
Minority representation increased from 28.4% to 32.7% and the representation for women increased
from 44.2% to 52.5%. There was a net increase of 4 Blacks, 2 Asians and 11 women, while
Hispanics and American Indians remained the same at 1 each. There were no Hispanic women or
American Indian women as of March 31, 2000.

At the GS/GM-13 level, there was an increase of 18.8% or 30 employees (from 130 to 160).
Minority representation increased from 21.5% to 29.4% and the representation of women increased
from 43.1 % to 51.9%. There was a net increase of 15 Blacks, 3 Asians, 2 American Indians and 27
women, while there was a net decrease of 1 Hispanic. There were no American Indian women at
this level as of March 31, 2000.

At the GS/GM-14 level, there was a decrease of 4.8% or 2 employees (from 42 to 40). The
percentage of minorities decreased from 14.3% to 12.5% and the percentage for women decreased
from 26.2% to 22.5%. There was a net decrease of 1 Black and 2 women, while Hispanic
representation remained the same at 1 . There were no Hispanic women, Asians or American
Indians at this level as of March 31, 2000.

At the GS/GM-15 level, there was a decrease of 12.0% or 3 employees (from 25 to 22). The
percentage of minorities increased from 8.0% to 13.6% and the percentage of women increased
from 16.0% to 31.8%. There was a net increase of 2 Blacks and 3 women, while there was a net
decrease of 1 American Indian. There were no Hispanics, Asians, or American Indians at this level
as of March 31,2000.

The SES members increased by 22.2% or 2 employees (from 7 to 9). The representation of
minorities decreased from 42.9% to 33.3% and the representation of women decreased from 28.6%
to 22.2%. The net numbers for women and Blacks remained the same at 2 and 3, respectively.
There were no Black women, Hispanics, Asians, or American Indians at the SES level as of March
31,2000.

There was a decrease of 22.9% or 8 employees (from 35 to 27) in supervisory and managerial
positions. Minority representation increased from 14.3% to 25.9% while the representation of
women increased from 22.9% to 33.3%. There was a net increase of 3 Blacks and 1 woman, while
there was a net decrease of 1 American Indian. There were no Hispanics, Asians, or American
Indians in these positions as of March 31, 2000.

Employees with targeted disabilities had a net increase of 57.1% or 4, going from 3 to 7. Their
representation in the total work force increased from 0.85% to 2.1%.

-------
Work Force Status Report
     March 31, 2000
        Office of Policy

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF POLICY

This summary presents a workforce profile for the Office of Policy (OP) 's permanent full-time and
part-time employees, and addresses the existence of under representation among protected groups.
For this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women,
and Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (93.4%) ofOP's workforce.
In the analysis, the percentages are rounded to one decimal place except when the percentage is
less than 1 percent.

OVERVIEW: As of March 31, 2000, there CHARJ 1 WQR|< FQRCE COMpos|T|ON
were 136 employees in OP. Minorities occupied
r J r Percent Protected Groups
23.5% of the positions while women occupied so 463
46.3%. Blacks held 18.4% of OP's positions, 401
Hispanics 1.5%, Asians 3.7%, and Persons with
Targeted Disabilities 0.41%. There were no 3°7
American Indians in OP's work force. Chart 1 20 JAI
shows the percent distribution of the protected 10 _
groups in OP's total work force. - JKS -U- 0 041
Hispanic Amer. Indian Pers. w/Disab
Of OP's total work force, 41.4% percent or 101 Black Asian Women
employees were at grades GS/GM 13-15.
Minorities held 14.9% of the positions in this grade group, while women held 39.6%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 9.9%, Hispanics 2.0%, and Asians
3.0%. There were no Hispanic women or American Indians in this grade group.

There were 31 employees at the GS/GM-13 level. Minorities held 35.5% of the positions at this
level and women comprised 48.4%. Among minorities, Blacks held 25.8% of the positions,
Hispanics 3.2%, and Asians 6.5%. There were no Hispanic women, Asian women or American
Indians at this level. Minorities were 4.3% of the 46 employees at the GS/GM-14 level and women
were 41.3%. Among minorities, Blacks held 2.2% of the positions and Hispanics 2.2%. There were
no Black men, Hispanic women, Asians or American Indians at this grade level. Minorities
represented 8.3% of the 24 employees at the GS/GM-15 level, while women comprised 25.0%.
Among minorities. Blacks held 4.2% of the positions, and Asians 4.2%. There were no Black men,

-------
Hispanics, Asian men or American Indians at this level.

Of the 6 SES positions in OP, 16.7% were held by women. There were no minorities at this level.

Of the 14 supervisory and managerial positions in OP, 7.1% were held by minorities and 21.4% by
women. Among the minorities, Asians hold 7.1 %. There were no Blacks, Hispanics, Asian men or
American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OP had 40 employees in the Professional job category,
comprising 29.4% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in OP. Table 1 shows the protected groups in the
Economist series 110. Under representation in this job series can be eliminated with the addition of
1 Black, 1 Hispanic, 1 American Indian and 3 women.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Economist
Series
110
Total 28

Percent CLF
# On Board
# Parity*
# Difference
BLACK
4.6
1
2
-1
HISPANIC
2.8
0
1
-1
ASIAN
3.2
1
1
0
AMERICAN
INDIAN
0.2
0
1
-1
WOMEN
43.9
10
13
-3
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 90.0% or 36 employees of OP's Professional work force were
at grades GS/GM 13-15. In this grade grouping, minorities held 5.0% of the positions and women
held 25.0%. Among minorities, Blacks held 2.5% of the positions and Asians 2.5%. There were no
Black women, Hispanics, Asian women or American Indians in this grade group.

ADMINISTRATIVE POSITIONS - OP had 87 employees in the Administrative job category,
comprising 64.0% of its total work force. This analysis includes all the most populous (series with
25 or more employees) Administrative occupations in OP. Table 2 shows the protected groups in
the Environmental Protection Specialist series 028 and Management Analysis series 343. Under
representation can be eliminated with the addition of 2 Hispanic, 1 American Indian and 1 woman
Environmental Protection Specialist and 1 Hispanic, 1 Asian and 1 American Indian Management
Analysis.

-------
Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.
Specialist
Series 028
Total 32
Mgmt.
Analysis
Series 343
Total 29

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
3
3
0
8.9
9
3
+6
HISPANIC
5.2
0
2
-2
5.2
1
2
-1
ASIAN
2.8
3
1
+2
2.8
0
1
-1
AMERICAN
INDIAN
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50.0
15
16
-1
50.0
18
15
+3
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 74.7% or 65 employees of OP's Administrative work
force were at grades GS/GM 13-15. Minorities held 20.0% of the positions in this grade group and
women held 46.2%. Among minorities, Blacks held 13.8% of the positions, Hispanics 3.1%, and
Asians 3.1%. There were no Hispanics or American Indians in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identifie
from OP M Standard Form 256, Self-Identification of Handicap).

As of March 31, 2000, 1 OP employees, or .74%, had targeted isabilities, therefore, this group was
under represented.

CHANGE FROM SEPTEMBER 30,1997 TO MARCH 31,2000: The reference period of
September 30, 1997 to March 31, 2000 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.

OP had a net decrease of 52.6% or 151 employees in its total work force (from 287 to 136). The
representation of minorities increased from 22.3% to 23.5% and the representation for women
decreased from 49.8% to 46.3%. There was a net decrease of 23 Blacks, 6 Hispanics, 2 Asians, 1
American Indian and 80 women. There were no Hispanic women or American Indians in OP as of
March 31,2000.

In Professional occupations, there was a decrease of 33.3% or 20 employees (from 60 to 40).
Minority representation decreased from 8.3% to 5.0%, while the representation for women

-------
decreased from 35.0% to 30.0%. There was a net increase of 1 Asian and a net decrease of 1 Black,
3 Hispanics and 9 women.  There were no Black women, Hispanics, Asian women or American
Indians in Professional occupations as of March 31, 2000.

In Administrative occupations, there was a decrease of 57.8% or 119 employees (from 206 to 87).
Minority representation increased from 20.4% to 25.3% and the representation for women decreased
from 50.0% to 48.3%. There was a net decrease of 12 Blacks, 3 Hispanics, 4 Asians, 1 American
Indian and 61 women. There were no Hispanic women or American Indians in Administrative
occupations as of March 31, 2000.

At the GS/GM-13 level, there was a decrease of 48.3 % or 29 employees (from 60 to 31). Minority
representation increased from 26.7% to 35.5% and the representation for women decreased from
53.3% to 48.4%.  There was a net decrease of 2 Blacks, 2 Hispanics, 1 American Indian and 17
women, while Asians remained the same at 2. There were no Hispanic women, Asian women or
American Indians at this level as of March 31, 2000.

At the GS/GM-14 level, there was a decrease of 50.5% or 47 employees (from 93 to 46).  The
percentage of minorities decreased from 5.4% to 4.3% and the percentage for women decreased
from 41.9% to 41.3%. There was a net decrease of 1 Black, 1  Hispanic, 1 Asian and 20 women.
There were no Black men, Hispanic women, Asians, or American Indians at this level as of March
31,2000.

At the GS/GM-15 level, there was a decrease of 47.8% or 22 employees (from 46 to 24).  The
percentage of minorities decreased from 10.9% to 8.3% and the percentage of women decreased
from 30.4% to 25.0%. There was a net decrease of 3 Blacks and 8 women, while Asians remained
the same at 1. There were no Black men, Hispanics, Asian men, or American Indians at this level as
of March 31.2000.

The SES members decreased by 33.3% or 3 (from 9 to 6).  The representation of minorities
remained at 0 while the representation for women decreased from 22.2% to  16.7%.  There was a net
decrease of 1 woman.

There was a decrease  of 48.1% or 13 employees (from 27 to 14) in supervisory and managerial
positions.  Minority representation decreased from 7.4% to 7.1%, while the representation for
women decreased from 33.3% to 21.4%.  There was a net decrease of 1 Black and 6 women, while
Asians remained the same at 1   There were nn Rianlrs T-Ti<:nqnir<; Acian men r\r American InHi^nc
                                                ,   ~ l~   ~ ~ y ~    "~ ~ — — --J  •—- - — -- — - — •—™- *.»•«— __-_.j
in these positions as of March 31, 2000.

Employees with targeted disabilities remained the same at 1 employee. Their representation in the
total work force increased from 0.35% to 0.74%.

-------
Work Force Status Report
     March 31, 2000
                  Pesticides
            Substances

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF PREVENTION. PESTICIDES & TOXIC SUBSTANCES

This summary presents a workforce profile for the Office of Prevention, Pesticides & Toxic
Substances (OPPTS) permanent full-time and part-time employees, and addresses the existence
of under representation among protected groups. For this analysis, the protected groups are
Blacks, Hispanics, Asians, American Indians, women, and Persons with Targeted Disabilities.
The analysis concentrates on the Professional and Administrative occupations because they
represent the vast majority (96.2%) of OPPTS's workforce. In the analysis, the percentages are
rounded to one decimal place except when the percentage is less than 1 percent.

Federal agencies are required to develop and implement affirmative employment programs to
eliminate under representation of minorities, women, and persons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act of 1964, as amended;
Executive Order 11478, as amended by Executive Order 12106; Section 501 of the
Rehabilitation Act of 1973, as amended; and Reorganization Plan No. 1 of 1978.

Numerical goals are set when a workforce analysis shows the existence of under representation
of individual protected groups for each job category or major occupation. The Agency does not
set goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there CHART1- WORK FORCE COMPOSITION
' Perc«nt Protected Groups
were 1.283 employees in OPPTS. Minorities M; —
occupied 33.4% of the positions while "°;
women occupied 49.7%. Blacks held 23.5% *>; ^
of OPPTS" positions, Hispanics 2.3%, Asians *>- •
6.8%. American Indians 0.86%, and Persons 1°- '\ _sj_
I - '
with Targeted Disabilities 1.4%. Chart 1 °-—
shows the percent distribution of the
protected groups in OPPTS' total work force.

Of OPPTS' total work force 81.3% or 1,043 employees were at grades GS/GM 13-15.
Minorities held 27.8% of the positions in this grade group, while women held 44.9%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 17.6%, Hispanics 2.0%, Asians
7.3%. and American Indians 0.86%.

There were 606 employees at the GS/GM-13 level. Minorities comprised 36.0% and women
comprised 49.2%. Among minorities, Blacks held 23.1% of these positions, Hispanics 2.8%,
Asians 8.8%. and American Indians 1.3%. Minorities were 18.5% of the 281 employees at the
GS/GM-14 level and women were 38.4%. Among minorities, Blacks held 11.4% of the
positions. Hispanics 1.4%, Asians 5.3% and American Indians 0.36 at this level. However, there
are no American Indian women at GS/GM-14 level. Minorities represented 12.8% of the 156
employees at GS/GM-15 level, while women comprised 39.7%. Among minorities, Blacks held
7.7% of the positions and Asians held 5.1%. There were no Hispanics, American Indian men, or
Amar. Indian Pen. w/Disab
Asian Wxnan

-------
American Indian women at this level.
Of the 21 SES positions in OPPTS, 14.3% were held by minorities and 47.6% by women.
Among minorities, Blacks held 9.5% and Hispanics 4.8% of the positions.  There are no Black
women, Hispanic women, Asians, or American Indians in SES positions.

Of the 109 supervisory and managerial positions in OPPTS, 15.6% were held by minorities and
44.0% by women.  Among the minorities, Blacks occupied 10.1% of the positions, Hispanics
0.92%, and Asians 4.6%.  There were no Hispanic women, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  OPPTS had 642 employees in the Professional job category,
comprising 50.0% of its work force. This analysis includes the most populous (series with 25 or
more employees) Professional occupations in OPPTS.  Table 1 shows the protected groups in
Economist series 110, Biologist series 401, Microbiologist  series 403, Toxicologist series 415,
Physical Scientist series 1301, and Chemist series 1320.  Under representation can be eliminated
with the addition of 1 Black,  1 American Indian and 9 women Economist; 2 Hispanic, and 6
Asian Biologist; 1 Hispanic, 1 American Indian and 3 women Microbiologist; 2 Black, 2
Hispanic. 1 American Indian, and 6 women Toxicologist; 1 American Indian Physical Scientist
and 5  Black Chemist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIi.S
Economist
Series ! 10
1oi.i! •:
Biologist
Series
J(l!
Total l~?
Microhio-
logist
Series 40"?
lotai 11

Percent CLF
= On Board
- Parity*
- Difference
Percent CLF
~ On Board
= Parin/*
" ~" " ' J
- Difference
Percent CLF
P On Board
•r Pal liy*
- Difference
BLACK
4.6
1
2
-1
3.9
23
i
+ 16
3.9
4
^
+2
HISPANIC
2.8
1
1
0
3.2
4
f.
.2
3.2
0
i
-1
ASIAN
3.2
2
2
0
7.3
7
i •>
1 J
-6
7.3
3
2
+ 1
AMERICAN
INDIAN
0.2
0
1
-1
0.4
1
i
0
0.4
0
1
-1
WOMEN
43.9
6
15
-9
41.7
73
73
0
41.7
9
12
-3

-------
Toxicolo-
Series 4 1 5
Total 53
Physical -
Scientist
Series 1301
Total 41
Chemist
Series 1320
Total 176
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
#Difference
Percent CLF
# On Board
# Parity*
#Difference
3.9
1
3
-2
4.6
4
2
+2
6.1
6
11
-5
3.7
0
2
-2
1.9.
1
1
+0
3.2
7
6
+ 1
14.4
13
8
+5
3.3
3
2
+ 1
9.8
27
18
+9
0.2
0
1
-1
0.4
0
1
-1
0.2
1
1
0
42.7
17
23
-6
29.0
15
12
+3
27.4
71
49
+22
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 91.1% or 585 employees of OPPTS' Professional work force
were at grades GS/GM 13-15. In this grade grouping,  minorities held 20.9% of the positions and
women held 34.7%. Among minorities, Blacks held 7.5% of the positions, Hispanics 2.2%, Asians
10.8%, and American Indians 0.34% in this grade grouping.

ADMINISTRATIVE POSITIONS: OPPTS had 592 employees in the Administrative job
category, comprising 46.1% of its total work force. This analysis includes the most populous
(series with 25 or more employees) Administrative occupations in OPPTS. Table 2 shows the
protected groups in Environmental Protection Specialist series 028, General Administration series
301, Computer Specialist series 334 and Management Analysis series 343. Under representation
can be eliminated with the addition of 7  Hispanic Environmental Protection Specialist;  3
Hispanics, 3 Asians and 2 women in the General Admininstration series; 3 Hispanic and 4 women
Computer Specialist; and 6 Hispanic, 3  Asian, 1 American Indian and 13 women Management
Analysis.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.S
Series 028
Total 293

Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
69
27
+42
HISPANIC
5.2
9
16
-7
ASIAN
2.8
9
9
0
AMERICAN
INDIAN
0.5
3
2
+ 1
WOMEN
50.0
169
147
+22

-------
Gen. Admin
Series 301
Total 102
Comp.Spec
Series 334
Total 43
Mgmt.Ana
Series 343
Total 115
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
8.9
64
10
+54
8.9
16
4
+ 12
8.9
54
11
+43
5.2
3
6
-3
5.2
0
3
-3
5.2
0
6
-6
2.8
0
3
-3
2.8
4
2
+2
2.8
1
4
-3
0.5
2
1
+ 1
0.5
3
1
+2
0.5
0
1
-1
50.0
75
77
-2
50.0
18
22
-4
50.0
86
99
-13
* Parity is achieved when the percentage of a protected group is equal to the group 's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 77.4% or 458 employees of OPPTS's administrative
work force were at grades GS/GM 13-15.  Of this grade group, minorities held 36.7% of the
positions and women held 57. 9%.  Among minorities, Blacks held 30.6% of the positions,
Hispanics 1.7%, Asians 2.8%, and American Indians 1.5%.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5. 95% as a
benchmark to determine under representation for persons with targeted disabilities.  Targeted
disabilities are  deafness, blindness, missing extremities, partial and complete paralysis, mental
retardation and illness, and distortion of limbs an and/or spine (identified from OP M Standard
Form 256, Self-Identification of Handicap).

As of March 3 1 , 2000, 1 8 OPPTS employees, or 1 .4%, had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30, 1997, TO MARCH 31, 2000:  The reference period of
September 30, 1997 to March 31, 2000 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.
OPPTS haH a net inrrea«» nf 1 4% nr 1 8 pmnlnvepc in its total work frtrrp ffrnm 1 96^ tr> 1
                                       -i  - s - - ~ — ~-----    _ — .- ---- v ------ _? --- _-_, --- x.
The representation of minorities increased from 31.3% to 33.4% and the representation for women
decreased from 49.8% to 49.7%. There was a net increase of 5 Blacks, 6 Hispanics, 14 Asians, 7
American Indians and 8 women.

-------
In Professional occupations, there was an increase of 2.8% or 18 employees (from 624 to 642).
Minority representation increased from 20.5% to 22.0% and the representation of women increased
from 34.3% to 36.1%. There was a net increase of 2 Blacks, 11 Asians, 1 American Indian and 18
women, while there was a net decrease of 1 Hispanic.

In Administrative occupations, there was an increase of 6.8% or 40 employees (from 552 to 592).
Minority representation increased from 36.4% to 42.4% while the representation of women
increased from 62.0% to 62.3%.  There was a net increase of 35 Blacks, 7 Hispanics, 2 Asians, 6
American Indians and 27 women.

At the GS/GM-13 level, there was a decrease of 0.33% or 2 employees (from 608 to 606).
Minority representation increased from 33.4% to 36.0% and the representation for women
increased from 48.9% to 49.2%.  There was a net increase of 4 Blacks, 1 Hispanic, 6 Asians, 4
American Indians and 1 woman.

At the GS/GM-14 level, there was an increase of 21.7% or 61 employees (from 220 to 281)
employees. Minority representation increased from 11.8% to 18.5% and the representation of
women increased from 35.9% to 38.4%. There was a net increase of 19 Blacks, 3 Hispanics, 3
Asians, 1 American Indian and 29 women.  There were no American Indian women at this level as
of March 31,2000.

At the GS/GM-15 level, there was an increase of 5.1% or 8 employees (from 148 to 156). Minority
representation increased from 10.1% to 12.8%, and the representation of women increased from
39.2% to 39.7%. There was a net increase of 4 Blacks, 3 Asians and 4 women, while there was a
net decrease of 2 Hispanics. There were no Hispanics or American Indians at this level as of March
31,2000.

The SES members decreased by 16.0%, or 4 (from 25 to 21).  Minority representation increased
from 12.0% to 14.3% while the representation of women decreased from 48.0% to 47.6%.  There
was a net increase of 1  Hispanic and a net decrease of 1 Asian and 2 women. Blacks remained the
same at 2.  There were no Black women, Hispanic women, Asian men or American Indians at this
level.

There was a decrease of 23.8% or 34 employees in managerial and supervisory positions from 143
to 109 employees.  Minority representation increased from 13.3% to 15.6%, and the representation
of women decreased from 45.5% to 44.0%. There was a net decrease of 2 Blacks and 17 women,
while Hispanics and Asians remained the same at 1 and 5, respectively. There were no Hispanic
women or American Indians at this level.

Employees with targeted disabilities increased by 5.6% or 1 employee (from 17 to 18). Their
representation in the total work force increased from 1.3% to 1.4%.

-------
Work Force Status Report
     March 31, 2000
  Office of Research & Development

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF RESEARCH AND DEVELOPMENT

This summary presents a work force profile for the Office of Research and Development's (ORD)
permanent full-time and part-time employees, and addresses the existence of under representation
among protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians,
American Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on
the Professional and Administrative occupations because they represent the vast majority (86. 7%)
of ORD 's workforce. In the analysis, the percentages are rounded to one decimal place except
when the percentage is less than 1 percent.

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there were CHART 1. WORK FORCE COMPOSITION
1.900 employees in ORD. Minorities occupied percent Protected croups
1 6. 3% of the positions, while women occupied 40~ !
39.8°/o. Among minorities, Blacks held 9.6% of *: j
ORD's positions. Hispanics 2.1%, Asians 3.5%, 25- I
American Indians 1.2%, and Persons with Targeted 207 I
Disabilities 0.89%. Chart 1 shows the percent 15r QR I
10 — "-° :
distribution of the protected groups in ORD's total - 35 [
work lorcc ~
0
Hispanic Amer. Indian Pers. w/Disab
Black Asian Women
Of ORI)\ total work force, 54.0% percent or 1,026
emplcnees uere at grades GS/GM 13-15. Minorities held 1 1.6% of the positions in this grade
group, while women held 25.8%. Minorities were represented at the GS/GM 13-15 level as
follows. Blacks 5.0%. Hispanics 1.7%, Asians 4.3%, and American Indians 0.68%.

There uere 482 employees at the GS/GM 13 level. Minorities comprised 13.5% and women
comprised 28.6%. Among minorities, Blacks held 7.3% of the positions, Hispanics 1.7%, Asians
3.7%. and American Indians 0.83%. Of the 346 employees at the GS/GM 14 level, minorities
comprised of 13.0% and women comprised 26.3%. Among minorities, Blacks held 4.1% of the
positions. Hispanics 2.3%, Asians 6.1%, and American Indians 0.58%. Minorities represented
4.6% of the 198 positions at the GS/GM-15 level, while women comprised 18.2%. Among
minorities. Blacks held 1.0% of the positions, Hispanics 0.51%, Asians 2.5%, and American Indians
0.51%. There were no Hispanic women, Asian women or American Indian women at this level.
Of the 32 SES positions in ORD, 12.5% were held by minorities and 21.9% by women. Among

-------
minorities, Blacks occupied 3.1%, Hispanics occupied 6.3% and Asians occupied 3.1%. There were
no Black men, Asian men, or American Indians in SES positions.
Of the 143 supervisory  and managerial positions in ORD, 6.3% were held by minorities and 25.9%
by women. Among the minorities, 1.4% of the positions were occupied by Blacks, 2.8% by
Hispanics, 2.1% by Asians. There were no American Indians in supervisory and managerial
positions.

PROFESSIONAL POSITIONS: ORD has 1,265 employees in the Professional job category,
comprising 66.6% of its work force.  This analysis includes the most populous (series with 25 or
more employees) Professional occupations in ORD. Table 1 shows the protected groups in
Biologist series 401, Microbiologist series 403, Ecology series 408, Toxicologist series 415,
General Health Science series 601, Environmental Engineer series 819, Chemical Engineer series
893, General Physical Science series 1301, and Chemist series 1320.  Under representation can be
eliminated with the addition of 5 Hispanic, 15 Asian, and 16 women Biologist; 2 Asian, 1 American
Indian, and 5 women Microbiologist; 3 Black, 5 Asian, 1 American Indian, and 7 women Ecologist;
2 Hispanic, 1 Asian, 1 American Indian, and 7 women Toxicologist; 3 Hispanic, 5 Asian, 1
American Indian, and 3 women Health Scientist; 2 Black, 1 Asian, and 1 American Indian
Environmental Engineer, 1 Asian and  1 American Indian Chemical Engineer; 7 women General
Physical Scientist; and 4 Black, 9 Asian, and 6 women Chemist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Biologist
Series
401
Total 282
Microbio.
Series
403
Total 58
Ecologist
Series
408
Total 57
Toxico.
Series
415
Total 53

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.9
12
11
+ 1
3.9
4
3
+ 1
3.9
0
3
-3
3.9
3
-»
j
0
HISPANIC
3.2
5
10
-5
3.2
2
2
0
3.2
2
2
0
3.7
0
2
_2
ASIAN
7.3
6
21
-15
7.3
3
5
-2
7.3
0
5
-5
14.4
7
8
-1
AMERICAN
INDIAN
0.4
6
2
+4
' 0.4
0
1
-1
0.4
0
1
-1
0.2
0
1
-1
WOMEN
41.7
102
118
-16
41.7
20
25
-5
41.7
17
24
-7
42.7
16
23
-7

-------
Hlth.Sci.
Series
601
Total 55
Env. Eng.
Series
819
Total 91
Chem. Eng
Series
893
Total 51
G. Phys.Sci
Series
1301
Total 294
Chemist
Series
1320
Total 161
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
3.9
3
3
0
3.4
2
4
-2
3.5
3
2
+ 1
4.6
20
14
+6
6.1
6
10
-4
3.7
0
3
-3
3.0
3
3
0
2.8
4
2
+2
1.9
8
6
+2
3.2
6
6
0
14.4
3
8
-5
7.5
6
7
-1
6.8
3
4
-1
3.3
11
10
+ 1
9.8
7
16
-9
0.2
0
1
-1
0.3
0
1
-1
0.1
0
1
-1
0.4
5
2
+3
0.2
2
1
+ 1
42.7
21
24
-3
9.8
10
9
+1
11.1
12
6
+6
29.0
79
86
-7
27.4
39
45
-6
*'Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 65.4 % or 827 employees of ORD's Professional work force
are at grades GS/GM 13-15.  In this grade grouping,  minorities hold 10.5% of the positions and
women hold 19.5%. Among minorities, Blacks hold 3.0% of the positions, Hispanics 1.8%, Asians
5.1%, and American Indians 0.60%.

ADMINISTRATIVE POSITIONS: ORD has 383 employees in the Administrative job category,
comprising 20.2% of its total work force. This analysis includes the most populous (series with 25
or more employees) Administrative occupations in ORD.  Table 2 shows the protected groups in the
Environmental Protection Specialist series 028, General Administration series 301, Computer
Specialist  series 334 and Management Analysis series 343. Under representation can be eliminated
with the addition of 2 Hispanic and 1 American Indian Environmental Protection Specialist, 4
Hispanics  and 2 Asians in the General Administration series; 2 Blacks, 2 Hispanics, 1 Asian and 11
women in  the Computer Specialist series; and 6 Hispanics and 3 Asians in the Management
Analysis series.

-------
Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.S
Series
028
Total 33
Gen.Admi
Series
301
Total 65
Comp.Spe
Series
334
Total 47
Mgmt.Ana
Series
343
Total 170

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
n On Board
n Parity*
# Difference
BLACK
8.9
3
3
0
8.9
6
6
0
8.9
3
5
-2
8.9
48
16
+32
HISPANIC
5.2
0
2
-2
5.2
0
4
-4
5.2
1
3
-2
5.2
3
9
-6
ASIAN
2.8
1
1
0
2.8
0
2
-2
2.8
3
2
+ 1
2.8
2
5
-3
AMERICAN
INDIAN
0.5
0
1
-1
0.5
1
1
0
0.5
0
1
-1
0.5
2
1
+ 1
WOMEN
50.0
19
17
+2
50.0
49
33
+ 16
50.0
13
24
-11
50.0
119
85
+34
*'Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force fur a specific occupational series or occupational category.

Further analysis by grade level shows that 52.0% or 199 employees of ORD's Administrative work
force are at grades GS/GM 13-15. Of this grade group, minorities hold 16.1% of the positions and
women hold 52.3%.  Among minorities, Blacks hold 13.1% of the positions, Hispanic, Asians, and
American Indians  1.0%. There are no Hispanic men in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities.  Targeted
disabilities are deafness, blindness, missing extremities, partial and complete paralysis, mental
retardation and illness, and distortion of limbs and/or spine (identified from OPM Standard Form
256, Self-Identification of Handicap).
As of March 31, 2000, 17 ORD employees, or 0.89%, had targeted disabilities, therefore, this group

-------
is under represented.

ORD had a net increase of 3.1% or 59 employees in its total work force (from 1,841 to 1,900).
Minority representation increased from 15.6% to 16.3% and the representation of women increased
from 38.7% to 39.8%. There was a net increase of 2 Blacks, 3 Hispanics, 7 Asians 10 American
Indians and 44 women.

In Professional occupations, ORD had a net increase of 2.2% or 28 employees (from 1,237 to
1,265). Minority representation increased from 12.3% to 12.7% and the representation of women
increased from 24.9% to 27.1%. There was a net increase of 2 Hispanics, 6 Asians, 7 American
Indians and 35 women, while Blacks decreased by 6.

In Administrative occupations, ORD had a net increase of 12.3% or 47 employees (from 336 to
383). Minority representation increased from 20.3% to 22.2% and representation of women
increased from 61.6% to 64.5%. There was a net increase of 13 Blacks, 1 Hispanic, 4 American
Indians and 40 women. There was a net decrease of 1 Asian.

At the GS/GM-13 level, there was an increase of 6.6% or 32 employees (from 450 to 482).
Minority representation increased from 13.3% to 13.5% and the representation of women increased
from 28.2% to 28.6%. There was a net increase of 5 Blacks, 1 Asian, 1 American Indian and 11
women, while there was a net decrease of 2 Hispanics.

At the GS/GM-14 level, there was a decrease of 1.1% or 4 employees (from 350 to 346). Minority
representation increased from 9.7% to 13.0%, while the representation of women increased from
22.6% to 26.3%. There was a net increase of 2 Blacks, 4 Hispanics, 4 Asians, 1 American Indian
and 12 women.

At the GS/GM-15 level, there was an increase of 8.1% or 16 employees (from 182 to 198). Minority
representation decreased from 5.0% to 4.6% and the representation of women increased from 18.1%
to 18.2%. There was a net increase of 1 American Indian and 3 women, while there was a net
decrease of 1 Asian. Blacks and Hispanics remained the same at 2 and 1, respectively. There were
no Hispanic women, Asian women or American Indian women at this level as of March 31, 2000.

The SES members increased by 6.3% or 2 employees (from 30 to 32). Minority representation
increased from 10.0% to 12.5% and the representation of women increased from 13.3% to 21.9%.
There was a net increase of 1 Hispanic, 1 Asian and 3 women, while there was a net decrease of 1
American Indian. Blacks remained the same at 1. Black men, Asian men, and American Indian are
absent at the SES level.

There was a net increase of 1.4% or 2 employees (from 141 to 143) in managerial and supervisory
positions. Minority representation increased from 5.0% to 6.3% and the representation of women
increased from 23.4% to 25.9%. There was a net increase of 2 Hispanics, 1 Asian and 4 women,

-------
while there was a net decrease of 1 American Indian.  Blacks remained the same at 2.  There were no»
American Indians in these positions as of March 31, 2000.

Employees with targeted disabilities increased by 29.4% or 5 employees (from 12 to 17). Their
representation in the total work force increased from 0.65% to 0.89%.

-------
Work Force Status Report
     March 31, 2000
       Office of Solid Waste
             &
       Emergency Response

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF SOLID WASTE AND EMERGENCY RESPONSE

This summary presents a workforce profile for the Office of Solid Waste and Emergency
Response 's (OSWER) permanent full-time and part-time employees, and addresses the existence of
under representation among protected groups. For this analysis, the protected groups are Blacks,
Hispanics, Asians, American Indians, women, and Persons with Targeted Disabilities. The analysis
concentrates on the Professional and Administrative occupations because they represent the vast
majority (93.5%) of OSWER 's workforce. In the analysis, the percentages are rounded to one
decimal place except when the percentage is less than 1 percent.

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 3 1 , 2000, there were
629 employees in the OSWER. Minorities occupied CHART 1 WORK FORCE COMPOSITION
-* ^ ^ Percent Protected Groups
28.1% of OSWER' s positions while women «>- S34
occupied 53.4%. Blacks held 20.7% of OSWER's
positions, Hispanics 3.0%, Asians 3.8%, American
Indians 0.64%, and Persons with Targeted
Disabilities .95%. Chart 1 shows the percent 20 ~ .
distribution of the protected groups in OSWER's 10~ j 3 4^. 064 i 09S
30
tOtal WOrk force. Hispanic Amerindian Pens. w/Disab
Black Asian Women

Of OSWER's total work force, 78.9% percent or 496 employees were at grades GS/GM 13-15.
Minorities held 20.6% of the positions in this grade group, while women held 47.0%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 12.5%, Hispanics 3.0%, Asians
4.4%, and American Indians 0.60%.

There were 259 employees at the GS/GM-13 level. Minorities comprised 27.8% and women
comprised 54.1%. Among minorities, Blacks held 17.0% of the positions, Hispanics 3.5%, Asians
7.0%, and American Indians 0.39%. There were no American Indian women at this level.
Minorities were 11.0% of the 145 employees at the GS/GM-14 level and women were 42.8%.
Among minorities, Blacks held 7.6% of the positions, Hispanics 1.4%, and Asians 2.1%. There
were no American Indian men, or American Indian women at this level. Minorities represented
15.2% of the 92 employees at the GS/GM-15 level, while women comprised 33.7%. Among
minorities, Blacks held 7.6% of the positions, Hispanics 4.4%, Asians 1.1% and American Indians
2.2%. There were no Hispanic women or Asian women at this level.

-------
Of the 15 SES positions in OSWER, 6.7% were held by minorities and 20.0% by women. Among
minorities, Blacks held 6.7% of the positions. There were no Black women, Hispanics, Asians, or
American Indians in SES positions.

Of the 65 supervisory and managerial positions in OSWER, 15.4% were held by minorities and
32.3% by women. Among the minorities, 7.7% of the positions were occupied by Blacks, 6.2% by
Hispanics and 1.5% by Asians. There were no Hispanic women, Asian women or American Indians
in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OSWER had 196 employees in the Professional job category,
comprising 31.2% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in OSWER. Table 1 shows the protected groups in
Environmental Engineers' series 819, and Physical Scientists' series 1301. The analysis shows that
under representation can be eliminated with the addition 1 American Indian Environmental
Engineer, and 2 Hispanic and 1 American Indian Physical Scientist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Eng.
Series
819
Total 55
Phy. Sci.
Series
1301
Total 73

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity
# Difference
BLACK
3.4
2
2
0
4.6
4
4
0
HISPANIC
3.0
5
2
+3
1.9
0
2
-2
ASIAN
7.5
5
5
0
3.3
5
3
+2
AMERICAN
INDIAN
0.3
0
1
-1
0.4
0
1
-1
WOMEN
9.8
14
6
+8
29.0
23
22
+ 1
*Parfry is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 90.8% or 178 employees of OSWER's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 20.2% of the positions
and women held 32.6%. Among minorities, Blacks held 8.4% of the positions, Hispanics 3.4%, and
Asians 8.4%. There were no American Indian men or American Indian women in this grade group.

-------
 ADMINISTRATIVE POSITIONS - OSWER had 392 employees in the Administrative job
 category, comprising 62.3% of its total work force.  This analysis includes all the most populous
 (series with 25 or more employees) Administrative occupations in OSWER. Table 2 shows the
 protected groups in Environmental Protection Specialist series 028, General Administration series
 301 and Management Analysis series 343.  Under representation can be eliminated with the addition
 of 6 Hispanic Environmental Protection Specialist, 1 Asian and 1 American Indian in the General
 Administration series and 6 Hispanic, 3 Asian and 1 American Indian Management Analysis.

 Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.S
Series
028
Total 176
Gen.Admi
Series
301
Total 25
Mgmt.Ana
Series
343
Total 160

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
18
16
+2
8.9
7
3
+4
8.9
50
15
+35
HISPANIC
5.2
4
10
-6
5.2
4
2
+2
5.2
3
9
-6
ASIAN
2.8
5
5
0
2.8
0
1
-1
2.8
2
5
-3
AMERICAN
INDIAN
0.5
4
1
+3
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50.0
90
88
+2
50.0
16
13
+3
50.0
110
80
+30
 *Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
 labor force for a specific occupational series or occupational category.

 Further analysis by grade level shows that 81.1% or 318 employees of OSWER's Administrative
 work force were at grades GS/GM 13-15. Of this grade group, minorities held 20.8% of the
 positions and women held 55.0%. Among minorities, Blacks held 14.8% of the positions,
 Hispanics 2.8%, Asians 2.2%, and American Indians 0.94%.

 STATUS OF PERSONS WITH DISABILITIES:  In its Management Directive 713, the Equal
 Employment Opportunity Commission recommends that Federal agencies use 5.95% as a
 benchmark to determine under representation for persons with targeted disabilities. Targeted
 disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
 convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

-------
In OSWER, 6 employees or 0.95% had targeted disabilities, therefore, this group was under
represented as of March 31, 2000.

OSWER had a net decrease of 5.7% or 38 employees in its total work force (from 667 to 629). The
representation of minorities increased from 25.5% to 28.1% and the representation for women
increased from 52.8% to 53.4%. There was a net decrease of 4 Blacks, 2 Hispanics and 2 American*
Indians, while there was a net decrease of 1 Asian and 16 women.

In Professional occupations, the number of employees remained the same at 196. Minority
representation increased from 19.4% to 19.9%, while the representation for women decreased from
35.2% to 33.7%. There was a net increase of 1 Asian and a net decrease of 3 women. Blacks and
Hispanics remained the same at 15 and 8, respectively. There were no American Indians in
Professional occupations as of March 31, 2000.

In Administrative occupations, there was a decrease of 5.1% or 21 employees (from 413 to 392).
Minority representation increased from 20.8% to 26.6% and the representation for women increased]
from 55.0% to 58.7%. There was a net increase of 16 Blacks, 2 Hispanics, 2 American Indians and
3 women, while there was a net decrease of 2 Asians.

At the GS/GM-13 level, there was a decrease of 1.9% or 5 employees (from 264 to 259). Minority
representation increased from 21.6% to 27.8% and the representation for women increased from
52.7% to 54.1%. There was a net increase of 13 Blacks, 2 Asians and 1 woman. Hispanics and
American Indians remained the same at 9 and 1, respectively. There were no American Indian
women at this level as of March 31, 2000.

At the GS/GM-14 level, there was an increase of 4.1% or 6 employees (from 139 to 145). The
percentage of minorities decreased from 11.5% to 11.0% and the percentage for women increased
from 41.7% to 42.8%. There was a net increase of 4 women, while Blacks, Hispanics and Asians
remained the same at 11,2 and 3, respectively. There were no American Indians at this level as of
March 31,2000.

At the GS/GM-15 level, there was an increase of 4.3% or 4 employees (from 88 to 92). The
percentage of minorities increased from 9.1% to 15.2% and the percentage of women increased
from 30.7% to 33.7%. There was a net increase of 4 Blacks, 1 Hispanic, 1 American Indian and 4
women. Asians remained the same at 1. There were no Hispanic women or Asian women at this
level as of March 31, 2000.

The number of SES members increased from 12 to 15 or 3 employees (20.0%). The representation
of minorities decreased from 8.3% to 6.7% and the representation for women decreased from 25.0%
to 20.0%. Blacks were the only minority group represented at this level. Black women, Hispanics,
Asians, and American Indians were absent at the SES level as of March 31, 2000.

-------
There was an increase of 6.2% or 4 employees (from 61 to 65) in supervisory and managerial
positions.  Minority representation increased from 6.6% to 15.4%, while the representation for
women decreased from 36.1% to 32.3%. There was a net increase of 2 Blacks, 3 Hispanics and 1
Asian, while there was a net decrease of 1 woman.  There were no Hispanic women, Asian women
or American Indians in these positions as of March 31, 2000.

Employees with targeted disabilities increased by 33.3% or 2 employees (from 4 to 6). Their
representation in the total work force increased from 0.60% to  0.95%.

-------
Work Force Status Report
     March 31, 2000
        Office of Water

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF WATER

This summary presents a workforce profile for the Office of Water (OW) permanent full-time and
part-time employees, and addresses the existence of under representation among protected groups.
For this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women,
and Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (93.9%) ofOW's workforce.
In the analysis, the percentages are rounded to one decimal place except when the percentage is
less than 1 percent.

OVERVIEW: As of March 31, 2000, there were 669 CHART 1. WORK FORCE COMPOSITION
employees in OW. Minorities occupied 26.9% of 80_ P.re.n,P,o«.=,.dG,ouP.
OW's positions while women occupied 51.1%. Blacks so-
held 17.6% of OW's positions, Hispanics 2.2%, Asians «-
6.7%, American Indians 0.30%, and Persons with 3°-
Targeted Disabilities 1.1%. Chart 1 shows the percent 20: —
distribution of the protected groups in OW's total work 10~ 23_ — 03
51.1
Hispanic Amur. Indian P«r». w/Di»ab
Allan Womon
OfOW's total work force, 71 .0% percent or 475 employees were at grades GS/GM 13-15.
Minorities held 20.0% of the positions in this grade group, while women held 42.7%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 10.7%, Hispanics 2.1%, Asians
6.9%, and American Indians 0.21%. There were no American Indian women in this grade group.

There were 226 employees at the GS/GM- 1 3 level. Minorities comprised 28.3% and women
comprised 50.4%. Among minorities, Blacks held 17.3% of the positions, Hispanics 2.7%, Asians
8.0%, and American Indians 0.44%. There were no American Indian women at this level.
Minorities were 13.7% of the 153 employees at the GS/GM-14 level and women were 42.5%.
Among minorities, Blacks held 5.9% of the positions, Hispanics 1.3% and Asians 6.5%. There
were no American Indians at this level. Minorities represented 10.4% of the 96 employees at the
GS/GM-15 level, while women comprised 25.0%. Among minorities, Blacks held 3.1% of the
positions, Hispanics 2.1%, and Asians 5.2%. There were no American Indian men, or American
Indian women at this level.

-------
There were 20 employees at the SES level in OW. Women held 40.0% of the positions at this level
while minorities were absent from the OW work force at this level.

Of the 60 supervisory and managerial positions in OW, 8.3% were held by minorities and 31.7% by
women. Among the minorities, 5.0% of the positions were occupied by Blacks, and 3.3% by
Asians. There were no Hispanics or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OW had 281 employees in the Professional job category,
comprising 42.0% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in OW. Table 1 shows the protected groups in
Environmental Engineer series 819, and Physical Scientist series 1301. The analysis shows that
there was no under representation in the Environmental Engineer series 819, and that under
representation can be eliminated with the addition of 1 American Indian in the Physical Scientist
series 1301. There were no Hispanic women or American Indian women in the Environmental
Engineer series. There were no American Indian men or American Indian women in the 1301
series.
Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Eng.
Series
819
Total 80
Phy. Sci.
Series
1301
Total 64

Percent CLF
# On Board
t* Parity*
# Difference
Percent CLF
to On Board
- Parity*
£ Difference
BLACK
3.4
6
3
+3
4.6
7
3
+4
HISPANIC
3.0
3
3
0
1.9
2
2
0
ASIAN
7.5
9
6
+3
3.3
7
3
+4
AMERICAN
INDIAN
0.3
1
1
0
0.4
0
1
-1
WOMEN
9.8
19
8
+11
29.0
23
19
+4
*'Parin- is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 83.3% or 234 employees of OW's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 18.4% of the positions and
women held 29.1%. Among minorities, Blacks held 5.1% of the positions, Hispanics 3.0%, Asians
9.8%, and American Indians 0.43%. There were no American Indian women in this grade group.

-------
ADMINISTRATIVE POSITIONS - OW had 347 employees in the Administrative job category,
comprising 51.9% of its total work force. This analysis includes all the most populous (series with
25 or more employees) Administrative occupations in OW. Table 2 shows the protected groups in
Environmental Protection Specialist series 028, General Administration series 301 and Management
Analysis series 343. Under representation can be eliminated with the addition of 3 Hispanic
Environmental Protection Specialist; 2 Hispanic and 1 American Indian in the General
Administration series; and 4 Hispanic and 1 American Indian Management Analysis.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.S
Series
028
Total 168
Gen.Admi
Series
301
Total 35
Mgmt.Ana
Series
343
Total 107

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
16
15
+ 1
8.9
17
4
+ 13
8.9
25
10
+ 15
HISPANIC
5.2
6
9
-3
5.2
0
2
-2
5.2
2
6
-4
ASIAN
2.8
8
5
+3
2.8
2
1
+ 1
2.8
4
3
+ 1
AMERICAN
INDIAN
0.5
1
1
0
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50.0
97
84
+13
50.0
24
18
+6
50.0
73
54
+ 19
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 69.5% or 241 employees of OW's Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 21.6% of the positions and
women held 56.0%. Among minorities, Blacks held 16.2% of the positions, Hispanics 1.2% and
Asians 4.1%. There were no American Indians in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OP M Standard Form 256, Self-Identification of Handicap).

-------
In OW, 7 employees or 1.1% had targeted disabilities, therefore, this group was under represented.

OW had a net increase of 7.9% or 53 employees in its total work force (from 616 to 669). The
representation of minorities increased from 24.5% to 26.9% and the representation for women
increased from 50.2% to 51.1%. There was a net increase of 14 Blacks, 6 Hispanics, 7 Asians, 2
American Indians and 33 women.

In Professional occupations, there was an increase of 5.3% or 15 employees (from 266 to 281).
Minority representation increased from 17.7% to 19.6%, while the representation for women
increased from 32.0% to 33.5%. There was a net increase of 3 Blacks, 1 Hispanic, 3 Asians, 1
American Indian and 9 women. There were no American Indian women in Professional occupations
as of March 31,2000.

In Administrative occupations, there was an increase of 13.0% or 45 employees (from 302 to 347).
Minority representation increased from 22.5% to 26.2% and the representation for women increased
from 58.9% to 59.9%. There was a net increase of 13 Blacks, 5 Hispanics, 4 Asians, 1 American
Indian and 30 women. There were no American Indian men in Administrative occupations as of
March 31,2000.

At the GS/GM-13 level, there was an increase of 17.3% or 39 employees (from 187 to 226).
Minority representation increased from 19.2% to 28.3% and the representation for women decreased
from 52.4% to 50.4%. There was a net increase of 15 Blacks, 2 Hispanics, 10 Asians, 1 American
Indian and 16 women. There were no American Indian women at this level as of March 31, 2000.

At the GS/GM-14 level, there was an increase of 9.2% or 14 employees (from 139 to 153). The
percentage of minorities increased from 13.0% to 13.7% and the percentage for women increased
from 34.5% to 42.5%. There was a net increase of 3 Blacks and 17 women, while Hispanics and
Asians remained the same at 2 and 10. respectively. There were no American Indians at this level as
of March 31,2000.

At the GS/GM-15 level, there was an increase of 13.5% or 13 employees (from 83 to 96). The
percentage of minorities increased from 9.6% to 10.4% and-the percentage for women decreased
from 30.1% to 25.0%. There was a net increase of 3 Blacks and 1 Hispanic, while there was a net
decrease of 2 Asians and 1 woman. There were no American Indian men or American Indian
women at this level as of March 31, 2000.

The number of SES members increased by 20.0% or 4 employees (from 16 to 20). The percentage
of women increased from 18.8% to 40.0%. There was a net increase of 5 women, while Blacks,
Hispanics, Asians, and American Indians remained the same at 0. There were no minorities at this
level in OW as of March 31, 2000.

There was an increase of 1.7% or 1 employee (from 59 to 60) in supervisory and managerial

-------
positions.  Minority representation increased from 6.8% to 8.3%, and the representation for women
increased from 23.7% to 31.7%.  There was a net increase of 3 Blacks and 5 women. There was a
net decrease of 2 Asians. There were no Hispanics or American Indians in these positions as of
March 31,2000.

Employees with targeted disabilities decreased by 12.5% or  1 employee (from 8 to 7). Their
representation in the total work force decreased from 1.3% to 1.1%.

-------
Work Force Status Report
    March 31, 2000
     EPA Region I

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION I

This summary presents a workforce profile for Region J's permanent full-time and part-time
employees and addresses the existence of under representation among protected groups. For this
analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (92.3%) of Region I's work
force. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than I percent.

OVERVIEW: As of March 31, 2000, there CHART 1. WORK FORCE COMPOSITION
were 713 employees in Region I. Minorities percent Protected Groups
occupied 14.9% of the positions, while women - 505
occupied 50.5%. Blacks held 5.8% of Region 50: ~"~
I's positions, Hispanics 3.6%, Asians 4.9%, 407
American Indians 0.56%, and Persons with 307
Targeted Disabilities 0.56%. Chart 1 shows the 20-
percent distribution of the protected groups of 10- 5.8 4g
Region I's total work force. o —~ ~~~ °56 °56
Hispanic Amer. Indian Pens. w/Disab
Black Asian Women
Of Region I's total work force, 65.8% or 469
employees were at grades GS/GM 13-15. Minorities held 10.9% of the positions in this grade
group, while women held 42%. Minorities were represented at the GS/GM 13-15 level as follows:
Blacks 3.8%, Hispanics 0.85%, Asians 5.3%, and American Indians 0.85%.

There were 320 employees at the GS/GM-13 level, minorities comprised 9.7% and women 41.3%.
Among minorities, Blacks held 2.2% of the positions, Hispanics 0.62%, Asians 5.6%, and American
Indians 1.3%. Minorities were 15.2% of the 99 employees at the GS/GM-14 level and women
49.5%. Among minorities, Blacks held 9.1% of the positions, Hispanics 1.0%, and Asians 5.1%.
There were no Hispanic men, American Indian men, or American Indian women at this grade level.
Minorities represented 10.0% of the 50 employees at the GS/GM-15 level, while women comprised
32.0%. Among minorities, Blacks held 4.0% of the positions, Hispanics 2.0%, and Asians 4.0%.
There were no Black women, Hispanic women, American Indian men, or American Indian women
at this level.

-------
Of the 8 SES positions in Region I, 37.5% or 3 positions were held by women. There were no
minorities in SES positions.

Of the 63 supervisory and managerial positions in Region I, 15.9% were held by minorities and
34.9% by women. Among the minorities, 7.9% of the positions were occupied by Blacks, 3.2% by
Hispanics, and 4.8% by Asians. There were no American Indian men or American Indian women inV
supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region I had 404 employees in the Professional job category,
comprising 56.7% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region I. Table 1 shows the protected groups in the,
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. Under
representation in these job series can be eliminated with the addition of 2 Hispanic and 1 American
Indian Attorneys, and 2 Black and 1 American Indian Physical Scientist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Engineer
Series
819
Total 191
Attorney
Series
905
Total 64
Physical Sci.
Series
1301
Total 87

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference

BLACK
3.4
7
7
0
3.4
5
3
+2
4.6
2
4
-2

HISPANIC
3.0
6
6
0
2.5
0
2
_2
1.9
3
2
+ 1

ASIAN
7.5
19
15
+4
1.4
3
1
+2
3.3
4
3
+ 1

AMERICAN
INDIAN
0.3
1
1
0
0.2
0
I
-1
0.4
0
I
-1

WOMEN
9.8
59
19
+40
24.5
36
16
+20
29.0
32
26
+6

* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian labor
force for a specific occupational series or occupational category.

An analysis by grade level shows that 81.7% or 330 employees of Region I's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 10.0% of the positions
and women held 37.0%. Among minorities, Blacks held 2.7% of the positions, Hispanics 0.91%,
Asians 6.1%, and American Indians 0.30%.
ADMINISTRATIVE POSITIONS: Region I had 254 employees in the Administrative job
category, comprising 35.6% of its total work force. This analysis includes all the most populous

-------
(series with 25 or more employees) Administrative occupations in Region I. Table 2 shows the
protected groups in Environmental Protection Specialist series 028. Under representation in the
Environmental Protection Specialist series can be eliminated with the addition of 3 Blacks, 5
Hispanics, and 3 Asians.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Prot.
Series
028
Total 126

Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
9
12
-3
HISPANIC
5.2
2
7
-5
ASIAN
2.8
1
4
-3
AMERICAN
INDIAN
0.5
2
1
+ 1
WOMEN
50
87
63
+24
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 54.7% or 139 employees of Region I's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 12.9% of the
positions and women held 54.0%. Among minorities, Blacks held 6.5% of the positions, Hispanics
0.72%, Asians 3.6%, and American Indians 2.2%. There were no Hispanic men in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

In Region I, 0.56% or 4 employees have targeted disabilities; therefore, this group is under
represented.

Region I had a net increase of 1.3% or 9 employees in its total work force (from 704 to 713). The
representation of minorities increased from 13.2% to 14.9% and the representation for women
decreased from 52.3% to 50.5%. There was a net increase of 1 Black, 8 Hispanics, 4 Asians and a
net decrease of 8 women, while American Indians remained the same at 4.

In Professional occupations, there was an increase of 5.7% or 23 employees (from 381 to 404).
Minority representation increased from 11.5% to 13.6%, and the representation of women decreased
from 36.8% to 36.6%. There was a net increase of 1 Black, 6 Hispanics, 5 Asians and 8 women,

-------
while there was a net decrease of 1 American Indian. There were no American Indian men in
Professional occupations as of March 31, 2000.

In Administrative occupations, there was an increase of 5.1% or 13 employees (from 241 to 254).
Minority representation increased from 11.2% to 14.2% and the representation of women increased
from 63.1% to 64.2%. There was a net increase of 4 Blacks, 3 Hispanics, 1 Asian, 1 American
Indian and 11 women.

At the GS/GM-13 level, there was an increase of 19.1% or 61 employees (from 259 to 320).
Minority representation remained the same at 9.7%, while the representation of women decreased
from 42.5% to 41.3%. There was a net increase of 2 Hispanics, 6 Asians, 1 American Indian and 22
women and a net decrease of 3 Blacks.

At the GS/GM-14 level, there was an increase of 8.1% or 8 employees (from 91 to 99). The
percentage of minorities increased from 8.8% to!5.2%, and the percentage for women decreased
from 50.6% to 49.5%. There was a net increase of 4 Blacks, 3 Asians and 3 women, while
Hispanics remained the same at 1, respectively. There were no Hispanic men, American Indian men
or American Indian women at this level as of March 31, 2000.

At the GS'GM-15 level, there was an increase of 24.0% or 12 employees (from 38 to 50). The
percentage of minorities increased from 7.9% to 10.0% and the percentage for women increased
from 23.7°o to 32.0%. There was a net increase of 1 Black, 1 Asian and 7 women, while Hispanics
remained the same at 1, respectively. There were no Black women, Hispanic women, American
Indian men. or American Indian women at this level as of March 31, 2000.

The SMS members increased by 25.0% or 2 employees (from 6 to 8). There are no minorities in
SES positions The representation for women increased from 33.3% to 37.5%. There was a net
increase of 1 \\oman.

There \\a~- an increase of 3.2% or 2 employees (from 61 to 63) in supervisory and managerial
position-, Minority representation increased from 13.1% to!5.9%, while the representation of
women increased from 31.2% to 34.9%. There was a net increase of 1 Black, 1 Hispanic and 3
women, uhile Asians remained the same at 3, respectively. There were no American Indian men or
American Indian women in these positions as of March 31, 2000.

Empknees \\ith targeted disabilities remained the same at 1 employee or 0.56%.

-------
Work Force Status Report
    March 31, 2000
     EPA Region II

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION II

This summary presents a workforce profile for Region H's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For this
analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (87.6%) of the Region 's work
force. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than 1 percent.

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 3 1 , 2000, there
were 939 employees in Region II. Minorities CHART 1. WORK FORCE COMPOSITION
occupied 34. 7% of the Region's positions while M_ P.n=.n,Pm,.c,«,Gmup.
women occupied 43.1%. Blacks held 11. 5% of
-------
women, Hispanic men, Asians women, American Indian men or American Indian women at this
level.
There were 9 employees at the SES level in Region II. Among minorities Hispanics occupied
11.1% of the positions, while women comprised 33.3%. There were no Black men, Black women,
Hispanic women, Asian men, Asian women, American Indian men or American Indian women at
this level.

Of the 92 supervisory and managerial positions in Region II, 12.0% were held by minorities and
20.7% by women. Among the minorities, 2.2% of the positions were occupied by Blacks, 7.6% by
Hispanics, and 2.2% by Asians. There were no Asian women, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region II had 669 employees in the Professional job category,
comprising 71.2% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region II. Table 1 shows the protected groups in
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. There
was no under representation in the 819 series. Under representation can be eliminated in the
Attorney's series 905 with the addition of 1 American Indian, and in the Physical Scientists' series
1301 with the addition of 7 Blacks and 1 American Indian. Further analysis shows that there were
no American Indian men in the 819 series; no Black men, American Indian men or American Indian
women in the 905 series, and there were no American Indian men or American Indian women in the
1301 series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Eng.
Series
819
Total 267
Attorney
Series
905
Total 82

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
fc On Board
# Parity*
# Difference
BLACK
3.4
26
10
+ 16
3.4
3
•^
j
0
HISPANIC
3.0
34
9
+25
2.5
11
3
+8
ASIAN
7.5
45
21
+24
1.4
3
2
+1
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
1
-1
WOMEN
9.8
67
27
+40
24.5
38
21
+ 17
-------
Phy. Sci.
Series
1301
Total 2 10
Percent CLF
# On Board
# Parity*
# Difference
4.6
^
j
10
-7
1.9
26
4
+22
3.3
9
7
+2
0.4
0
1
-1
29.0
74
61
+ 13
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 67.1 % or 449 employees of Region II's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 22.0% of the positions
and women held 28.5%. Among minorities, Blacks held 4.2% of the positions, Hispanics 9.1%, and
Asians 8.7%. There were no American Indian men or American Indian women in this grade group.

ADMINISTRATIVE POSITIONS - Region II had 154 employees in the Administrative job
category, comprising 16.4% of its total work force. This analysis includes all the most populous
(series with 25 or more employees) Administrative occupations in Region II. Table 2 shows the
protected groups in Environmental Protection Specialist series 028. Under representation can be
eliminated in the Environmental Protection Specialist series 028 with the addition of 1 Asian.
Further analysis shows that there were no Asians women or American Indian men in this series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Prot.
Series
028
Total 62

Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
11
6
+5
HISPANIC
5.2
6
4
+2
ASIAN
2.8
1
2
-1
AMERICAN
INDIAN
0.5
1
1
0
WOMEN
50
37
31
+6
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 45.5% or 70 employees of Region II's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 24.3% of the
positions and women held 50.0%. Among minorities, Blacks held 11.4% of the positions,
Hispanics 10.0%, Asians 1.4%, and American Indians 1.4%. There were no Asian men or
American Indian men in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
-------
from OPM Standard Form 256, Self-Identification of Handicap).

In Region II, 5 employees or 0.53% had targeted disabilities; therefore, this group was under
represented.

Region II had a net increase of 2.2% or 21 employees in its total work force (from 918 to 939). The
representation of minorities increased from 34.2% to 34.7% and the representation for women
decreased from 43.6% to 43.1%. There was a net decrease of 15 Blacks and a net increase of 15
Hispanics, 11 Asians, 1 American Indian and 5 women. American Indian men were absent from the
Region's work force as of March 31, 2000.

In Professional occupations, there was an increase of 4.5% or 30 employees (from 639 to 669).
Minority representation increased from 24.7% to 27.2%, while the representation for women
increased from 31.3% to 32.0%. There was a net decrease of 7 Blacks and a net increase of 20
Hispanics, 10 Asians, 1 American Indian and 14 women. There were no American Indian men in
Professional occupations as of March 31, 2000.

In Administrative occupations, there was an increase of 11.0% or 17 employees (from 137 to 154).
Minority representation increased from 34.3% to 35.1% and the representation for women increased
from 54.7% to 55.2%. There was a net increase of 3 Blacks, 3 Hispanics, 1 Asian and 10 women.
Asians remained the same at 1. There were no American Indian men in Administrative occupations
as of March 31,2000.

At the GS/GM-13 level, there was an increase of 12.0% or 40 employees (from 294 to 334).
Minority representation increased from 23.5% to 26.6% and the representation for women increased
from 33.0% to 34.1%. There was a net increase of 4 Blacks, 9 Hispanics, 7 Asians and 17 women.
The number of American Indians remained the same at 1, respectively. There were no American
Indian men at this level as of March 31, 2000.

At the GS/GM-14 level, there was an increase of 17.0% or 23 employees (from 112 to 135). The
percentage of minorities increased from 14.3% to 17.0% and the percentage for women increased
from 29.5% to 29.6%. There was a net increase of 6 Hispanics, 2 Asians and 7 women and a net
decrease of 1 Black. There were no American Indian men or American Indian women at this level
as of March 31,2000.

At the GS/GM-15 level, there was an increase of 10.0% or 5 employees (from 45 to 50). The
percentage of minorities decreased from 8.9% to 8.0% and the percentage for women increased
from 15.6% to 18.0%. There was a net increase of 1 Black and 2 women and a net decrease of 1
Hispanic, while the number of Asians remained the same at 1, respectively. There were no
Hispanics, Asian women, American Indian men, or American Indian women at this level as of
March 31,2000.
-------
The number of SES members in Region II increased by 11.1% or 1 employee. The percentage of
minorities decreased from 12.5% to 11.1%, and the percentage of women decreased from 37.5% to
33.3%. There was a net increase of 1 Hispanic and a net decrease of 1 Black, while women
remained the same at 3. There were no Blacks, Hispanic women, Asians or American Indians at
this level.

The number of supervisory and managerial position remained the same at 92. Minority
representation decreased from 15.2% to 12.0%, and the representation for women remained the
same at 20.7%. There was a net decrease of 3 Blacks, while the number of Hispanics, Asians and
women remained the same at 7, 2 and 19, respectively. There were no Asian women, American
Indian men or American Indian women in these positions as of March 31, 2000.

Employees with targeted disabilities remained the same at 5 employees. Their representation in the
total work force remained the same at 0.60%.
-------
Work Force Status Report
March 31, 2000
Region
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION III

This summary presents a workforce profile for Region Ill's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For this
analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (87.8%) of Region Ill's work
force. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than 1 percent.

OVERVIEW: As of March 31, 2000, there CHART 1. WORK FORCE COMPOSITION
were 954 employees in the Region III. percent protected Groups
Minorities occupied 25.8% of Region Ill's 6°- 517
positions, while women occupied 51.7%. 50 ~
Among minorities, Blacks held 18.6% of 40~
Region Ill's positions, Hispanics 3.8%, Asians 30~
3.4%, American Indians 0.1%, and Persons 20- JM.
with Targeted Disabilities 0.63%. American 10- ;
O O o >
Indian women were absent from the work force. o • ^^ L±^ — ,ML_
_,,,. , J--L- r *.\ Hispanic Amerindian Persw/Disab
Chart 1 shows the percent distribution of the B,ack Man Women
protected groups of Region Ill's total work
force.

Of Region Ill's total work force 59.9% percent or 571 employees were at grades GS/GM 13-15.
Minorities held 15.6% of the positions in this grade group, while women held 39.1%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 9.5%, Hispanics 2.6%, Asians 3.3%,
and American Indians 0.18%. There were no American Indian women in this grade group.

There were 352 employees at the GS/GM-13 level. Minorities comprised 16.8% and women
comprised 40.9%. Among minorities, Blacks held 9.4%, Hispanics 3.1%, Asians 4.0%, and
American Indians 0.28%. There were no American Indian women at this level. Minorities were
15.3% of the 157 employees at the GS/GM-14 level and women are 37.6%. Among minorities,
Blacks held 10.8% of the positions, Hispanics 1.3%, and Asians 3.2%. There were no American
Indian men or American Indian women at this level. Minorities represented 9.7% of the 62
-------
employees at the GS/GM-15 level, while women comprised 32.3%. Among minorities, Blacks helJj
6.5% of the positions and Hispanics 3.2%. There were no Asian men, Asian women, American
Indian men, or American Indian women at this level.

Of the 9 SES positions in Region III, 11.1 were held by Hispanics, and 22.2% were held by women.
There were no Black men, Black women, Hispanic women, Asian men, Asian women, American
Indian men, or American Indian women in SES positions.

Of the 92 supervisory and managerial positions in Region III, 9.8% were held by minorities and
31.5% by women. Among the minorities, 8.7% of the positions were occupied by Blacks and 1.1%;
by Hispanics. There were no Hispanic women, Asian men, Asian women, American Indian men, or__
American Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region III had 506 employees in the Professional job category,
comprising 53.0% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region III. Table 1 shows the protected groups in
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. Under
representation in these job series can be eliminated with the addition of 1 American Indian
Environmental Engineer, and 1 each Hispanic, Asian, and American Indian Physical Scientist.
There are no American Indians in the Environmental Engineer series; no American Indian women i
the Attorney series; and no Hispanic men, Asian men, American Indian men or American Indian
women in the Physical Scientist series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Engineer
Series
819
Total 169
Attorney
Series
VUD
Total 84
Phys. Scientist
Series
UOI
Total 175

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
14
6
+8
3.4
13
3
+ 10
4.6
14
9
+5
HISPANIC
3.0
13
6
+7
2.5
•>
3
3
0
1.9
3
4
-1
ASIAN
7.5
14
13
+ 1
1.4
3
2
+ 1
3.3
5
6
-1
AMERICAN
INDIAN
0.3
0
1
-1
0.2
1
1
0
0.4
0
1
-1
WOMEN ,
9.8
46
17
+29
24.5
44
21
+23
29.0
72
51 i
- !
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.
-------
An analysis by grade level shows that 80.2% or 406 employees of Region Ill's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 16.7% of the positions
and women held 37.4%. Among minorities, Blacks held 8.9% of the positions, Hispanics 3.7%,
Asians 3.9%, and American Indians 0.25%. There were no American Indian women in this grade
group.

ADMINISTRATIVE POSITIONS: Region III had 332 employees in the Administrative job
category, comprising 34.8% of its total work force. This analysis includes all the most populous
(series with 25 or more employees) Administrative occupations in Region III. Table 2 shows the
protected groups in Environmental Protection Specialist series 028, and Computer Specialist series
334. Under representation in these job series can be eliminated with the addition of 5 Hispanic, 4
Asian and 1 American Indian Environmental Protection Specialist, and 1 American Indian and 2
women Computer Specialist. There are no Hispanic men, Asian men or American Indians in the
Environmental Protection Specialist and no Asian men or American Indians in the Computer
Specialist series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Pro. Spec.
Series
028
Total 154
Comp. Spec.
Series
334
Total 29

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
34
14
+20
8.9
6
3
+3
HISPANIC
5.2
4
9
-5
5.2
2
2
0
ASIAN
2.8
1
5
-4
2.8
1
1
0
AMERICAN
INDIAN
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50
94
77
+ 17
50
13
15
-2
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 49.7% or 165 employees of Region Ill's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 7.9% of the positions
and women held 43.0%. Among minorities, Blacks held 6.1% of the positions, and Asians 0.61%.
There were no Hispanics, Asian men, or American Indians in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
-------
from OPM Standard Form 256, Self-Identification of Handicap).

As of March 31, 2000, 6 Region III employees or 0.63% had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30, 1997, TO MARCH 31, 2000: The reference period of
September 30, 1997 to March 31, 2000 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.
Region III had a net increase of 1 .4% or 13 employees in its total work force (from 941 to 954).
representation of minorities increased from 24.4% to 25.8%, while the representation for women
decreased from 51.9% to 51.7%. There was a net increase of 4 Blacks, 3 Hispanics, 10 Asians and 5]
women, while American Indians remained the same at 1 . There were no American Indian women
as of March 3 1,2000.

In Professional occupations, there was an increase of 2.0% or 10 employees (from 496 to 506).
Minority representation increased from 17.3% to 19.4% and the representation of women increased
from 37.3% to 38.3%. There was a net increase of 2 Blacks, 2 Hispanics, 8 Asians and 9 women,
while American Indians remained the same at 1, respectively. There were no American Indian
women as of March 3 1 , 2000.

In Administrative occupations, there was an increase of 7.5% or 25 employees (from 307 to 332).
Minority representation increased from 21.2% to 22.0% and the representation of women increased
from 55.1% to 56.3%. There was a net increase of 6 Blacks, 2 Asians and 18 women, while
Hispanics remained the same at 7, respectively. There were no Asian men, American Indian men, or
American Indian women in Administrative occupations as of March 31, 2000.

At the GS/GM-13 level, there was an increase of 15.3% or 54 employees (from 298 to 352).
Minority representation remained the same at 16.8%, while the representation for women increased
from 37.9% to 40.9%. There was a net increase of 5 Blacks, 2 Hispanics, 2 Asians and 31 women,
while American Indians remained the same at 1, respectively. There were no American Indian
women at this level as of March 31, 2000.

At the GS/GM-14 level, there was an increase of 1 1.5% or 18 employees (from 139 to 157). The
percentage of minorities increased from 14.4% to 15.3% and the percentage for women increased
from 36.0% to 37.6%. There was a net increase of 3 Blacks, 2 Asians and 9 women, while there was
a net decrease of 1 Hispanic. There were no American Indian men or American Indian women at
this level as of March 31, 2000.

At the GS/GM-15 level, there was an increase of 24.2% or 15 employees (from 47 to 62). The
percentage of minorities decreased from 12.8% to 9.7% and the percentage for women increased
from 29.8% to 32.3%. There was a net increase of 6 women, while Blacks and Hispanics remained
the same at 4 and 2, respectively. There were no Asian men, Asian women, American Indian men,
or American Indian women at this level as of March 31, 2000.

The SES members remained the same at 9 employees. There was a net increase of 1 Hispanic. The
-------
representation for women remained the same at 2 or 22.2%. Black men, Black women, Hispanic
women, Asian men, Asian women, American Indian men, and American Indian women were absent
at the SES level as of March 31, 2000.

There was an increase of 5.4% or 5 employees (from 87 to 92) in managerial and supervisory
positions. Minority representation decreased from 10.4% to 9.8% and the representation for women
decreased from 33.3% to 31.5%. The representation of Blacks, Hispanics and women remained the
same at 8, 1 and 29, respectively. There were no Hispanic women, Asian men, Asian women,
American Indian men, or American Indian women in these positions as of March 31, 2000.

Employees with targeted disabilities increased by 16.7% or 1 employee (from 5 to 6). Their
representation in the total work force increased from 0.53% to 0.63%.
-------
Work Force Status Report
March 31, 2000
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION IV

This summary presents a workforce profile for Region IV's permanent full-time and part-time
employees and addresses the existence of under representation among protected groups. For this
analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (88.2%) of Region IV's work
force. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than 1 percent.

OVERVIEW: As of March 31, 2000, there CHART ^ WORK FORCE COMPOSITION
were 1,137 employees in Region IV. Minorities percent protected croups
occupied 34.6% of the positions while women x~ \
occupied 49.4%. Blacks held 27.8% of Region «- j
IV's positions, Hispanics 3.8%, Asians 2.3%, so- rt_» j
American Indians 0.70%, and Persons with 201 i
Targeted Disabilities 1.1%. Chart 1 shows the j
percent distribution of the protected groups in 3-8 23 07 j ri
Region IV'S tOtal WOrk force. Hispanic Amerindian Pers.w/Disab
Black Asian Women

Of Region IV's total work force, 47.3% or 538 employees were at grades GS/GM 13-15. Minorities
held 23.8% of the positions in this grade group, while women held 34.8%. Minorities were
represented at the GS/GM 13-15 level as follows: Blacks 16.9%, Hispanics 4.1%, Asians 1.9%, and
American Indians 0.93%.

There were 354 employees at the GS/GM-13 level. Minorities comprised of 24.0% of these
positions and women 33.1%. Among minorities, Blacks held 15.5%, Hispanics 5.1%, Asians 2.3%,
and American Indians 1.1%. Minorities were 26.4% of the 129 employees at the GS/GM-14 level
and women were 40.3%. Among minorities, Blacks held 22.5% of the positions, Hispanics 2.3%,
Asians 0.78%, and American Indians 0.78%. There were no Hispanic women, Asian men or
American Indian women at this grade level. Minorities represented 16.4% of the 55 employees at
the GS/GM-15 level, while women comprised 32.7%. Among minorities, Blacks held 12.7% of the
positions. Hispanics 1.8% and Asians 1.8%. There were no Hispanic women, Asian women or
American Indians at this level.
-------
Of the 9 SES positions in Region IV, 11.1% were held by women. Among minorities, Blacks held
22.2% of the positions. There were no Hispanics, Asians or American Indians in SES positions.
Of the 104 supervisory and managerial positions in Region IV, 22.1% were held by minorities and
31.7% by women. Among the minorities, 18.3% of the positions were occupied by Blacks, 2.9% by
Hispanics, and .96% by Asians. There were no Hispanic women, Asian women, or American
Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region IV had 662 employees in the Professional job category,
comprising 58.2% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region IV. Table 1 shows the protected groups in the
Biologist series 401, Attorney series 905, Environmental Engineer series 819, and Physical Scientisi
series 1301. Under representation in these job series can be eliminated with the addition of 1 J
Hispanic, 4 Asian, 1 American Indian and 5 women Biologist; 3 Asian Environmental Engineers
and 6 Asian Physical Scientist. There were no Hispanic women, Asian men or American Indians in
the Biologist series; no Asian men or American Indian men in the Attorney series; no American
Indian women in the Environmental Engineer series, and no Hispanic women or Asian women in the
Physical Scientist series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 30, 2000
SERIES
Biologist
Series
401
Total 74
Attorney
Series
905
Total 76
Envir. Eng.
Series
819
Total 236
Physical Sci.
Series
1301
Total 200

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
U On RnurH
# Parity*
n Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.9
9
3
+6
3.4
17
3
+ 14
3.4
if,
9
+27
4.6
33
10
+23
HISPANIC
3.2
2
3
-1
2.5
2
2
0
3.0
20
8
+ 12
1.9
4
4
0
ASIAN
7.3
2
6
-4
1.4
2
2
0
7.5
15
18
-3
3.3
1
7
-6
AMERICAN
INDIAN
0.4
0
1
-1
0.2
1
1
0
0.3
1
1
0
0.4
3
1
+2
WOMEN
41.7
26
31
-5
24.5
44
19
+25
9.8
74
24
+50
29.0
72
58 1
+ 14
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian labor fo*
for a specific occupational series or occupational caiegury.
-------
An analysis by grade level shows that 58.3% or 386 employees of Region IV's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 22.5% of the positions
and women held 32.9%. Among minorities, Blacks held 14.5% of the positions, Hispanics 4.7%,
Asians 2.3%, and American Indians 1.0%.

ADMINISTRATIVE POSITIONS: Region IV had 341 employees in the Administrative job
category, comprising 30% of its total work force. This analysis includes all the most populous
(series with 25 or more employees) Administrative occupations in Region IV. Table 2 shows the
protected groups in the Environmental Protection Specialist series 028, General Administration
series 301, Program Management series 340 and Management Analysis series 343. Under
representation in these job series can be eliminated with the addition of 3 Hispanics and 1 Asian
Environmental Protection Specialist; 4 Hispanics and 1 Asian in the General Administration series; 2
Hispanics, 2 Asians, 1 American Indian and 17 women in the Program Management series; 1
Hispanic, 1 Asian and 1 American Indian in the Management Analysis series. There were no
Hispanic men, Asian women or American Indian women in the Environmental Protection Specialist
series; no Hispanics, Asian women or American Indian men in the General Administration series; no
Hispanic women, Asian women or American Indians in the Program Management series, and no
Hispanic men, Asians or American Indians in the Management Analysis series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.
Series
028
Total 61
Gen. Admin.
Series
301
Total 64
Prog. Mgmt.
Series
340
Total 84
Mgmt. Analysis
Series
343
Total 30

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
29
6
+23
8.9
21
6
+ 15
8.9
14
8
+6
8.9
8
3
+5
HISPANIC
5.2
1
4
-3
5.2
0
4
-4
5.2
3
5
_2
5.2
1
2
-1
ASIAN
2.8
1
2
-1
2.8
1
2
-1
2.8
1
3
-2
2.8
0
1
-1
AMERICAN
INDIAN
0.5
1
1
0
0.5
1
1
0
0.5
0
1
-1
0.5
0
I
-1
WOMEN
50.0
45
31
+ 14
50.0
43
32
+ 11
50.0
25
42
-17
50.0
21
15
+6
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian labor force
-------
Further analysis by grade level shows that 44.6% or 152 employees of Region IV's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 27.0% of the
positions and women held 39.5%. Among minorities, Blacks held 23.0% of the positions, Hispanic
2.6%, Asians 0.66%, and American Indians .66%. There were no Hispanic women, Asian women
or American Indian women in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from Region IV Standard Form 256, Self-Identification of Handicap).

In Region IV, 12 employees or 1.1% had targeted disabilities, therefore, this group was under
represented as of March 31, 2000.

Region IV had a net increase of 6.1% or 69 employees in its total work force (from 1,068 to 1,137).
The representation of minorities increased from 34.2% to 34.6% and the representation for women
increased from 48.9% to 49.4%. There was a net increase of 24 Blacks, 3 Asians, 1 American Indian™
and 40 women, while Hispanics remained the same at 43, respectively.

In Professional occupations, there was an increase of 7.3% or 48 employees (from 614 to 662).
Minorit> representation increased from 23.3% to 24.6%, and the representation of women increased
from 34.7°o to 36.4%. There was a net increase of 17 Blacks, 3 Asians, 2 American Indians and 28
women, \\hile there was a net decrease of 2 Hispanics.

In Administrative occupations, there was an increase of 17.3% or 59 employees (from282 to 341).
Minori!> representation increased from 37.6% to 38.7% and the representation of women increased
from 5.» 2"i. to 57.5%. There was a net increase of 26 Blacks, 1 Hispanic and 46 women, while
Asians remained the same at 4. American Indians decreased by 1.

At the CiS CiM-13 level, there was an increase of 24.3% or 86 employees (from 268 to 354).
Minorit\ representation decreased from 26.1% to 24.0% while the representation of women
decreased from 34.0% to 33.1%. There was a net increase of 11 Blacks, 1 Hispanic, 3 Asians and 2^
women, uhile American Indian remained the same at 4, respectively.

At the GS GM-14 level, there was an increase of 13.2% or 17 employees (from 112 to!29). The
percentage of minorities increased from 20.5% to 26.4% and the percentage for women increased
from 33 0% tn 40 3%. There was a net increase of 10 Blacks. 1 Hispanic and 15 women, while
Asians and American Indians remained the same at 1 each. There were no Hispanic women, Asian
men or American Indian women at this level as of March 31, 2000.

At the GS/GM-15 level, there was an increase of 14.5% or 8 employees (from 47 to 55). The
-------
percentage of minorities decreased from 17.0% to 16.4% and the percentage for women increased
from 31.9% to 32.7%. There was a net increase of 1 Hispanic and 3 women, while Blacks remained
the same and Asians remained the same at 7 and 1, respectively. There were no Hispanic women,
Asian women, or American Indians at this level as of March 31, 2000.

The number of SES members increased by 33.3% or 3 employees (from 6 to 9). The representation
of minorities increased from 16.7% to 22.2%, while the representation for women decreased from
16.7% to 11.1%. There was a net increase of 1 Black, while women remained the same at 1. There
were no Hispanics, Asians or American Indians at this level as of March 31, 2000.

There was a decrease of 2.8% or 3 employees (from 107 to 104) in supervisory and managerial
positions. Minority representation increased from 20.6% to 22.1% while the representation of
women decreased from 34.6% to 31.7%. There was a net increase of 1 Hispanic and a net decrease
of 4 women, while Blacks and Asians remained the same at 19 and 1, respectively. There were no
Hispanic women, Asian women or American Indians in these positions as of March 31, 2000.

Employees with targeted disabilities increased by 41.7% or 5 employees (from 7 to 12). The
representation of minorities increased from 14.3% to 25.0% and the representation of women
increased from 14.3% to 50.0%. There was a net increase of 1 Black, 1 Hispanic and 5 women.
There were no Asians and American Indians at this level as of March 31, 2000. The total work force
increased from 0.66% to 1.1%.
-------
Work Force Status Report
March 31, 2000

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION V

This summary presents a workforce profile for Region V's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For this
analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (88.5%) of Region V's work
force. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than I percent.

Numerical goals are set when a workforce analysis show the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there CHART 1. WORK FORCE COMPOSITION
were 1,282 employees in Region V. Minorities Percent Protected Groups
occupied 36.0% of positions, while women 60~
- 50 5
occupied 50.5%. Among minorities, Blacks 50~ ~
held 25.3% of Region V's positions, Hispanics 40-
4.5%, Asians 5.7%, American Indians 0.55%, 30- 253
and Persons with Targeted Disabilities 1.6%. 20 - ^
Chart 1 shows the percent distribution of the 10L '•
45 5.7
protected groups of Region V's total work force. 0 ! ~~~ O.SB 1-6
Hispanic Amer. Indian Pers. w/Disab
Black Asian Women
Of Region V's total work force, 51.6% percent
or 662 employees were at grades GS/GM 13-15. Minorities held 20.1% of the positions in this
grade group, while women held 37.6%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 10.1%, Hispanics 3.3%, Asians 6.0%, and American Indians 0.60%.

There were 428 employees at the GS/GM-13 level. Minorities comprised 21.5% and women
comprised 37.2%. Among minorities, Blacks held 10.5% of the positions, Hispanics 3.3%, Asians
6.8%, and American Indians 0.94%. Minorities were 19.4% of the 180 employees at the GS/GM-14
level and women were 35.0%. Among minorities, Blacks held 9.4% of the positions, Hispanics
3.9%, and Asians 6.1%. There were no American Indian men or American Indian women at this
grade level. Minorities represented 11.1% of the 54 employees at the GS/GM-15 level, while
women comprised 50.0%. Among minorities, Blacks held 9.3% of the positions and Hispanics
1.9%. There were no Hispanic women, Asian men, Asian women, American Indian men, or
American Indian women at this level.
-------
Of the 10 SES positions in Region V, 20.0% were held by minorities and 30.0% by women.
Among minorities, Blacks hold 10.0% and Asians hold 10.0% of the positions. There were no
Black men, Hispanic men, Hispanic women, Asian women, American Indian men, or American
Indian women in SES positions.

Of the 110 supervisory and managerial positions in Region V, 20.0% were held by minorities and
37.3% by women. Among the minorities, 12.7% of the positions were occupied by Blacks, 1.8% by
Hispanics. and 5.5% by Asians. There were no Hispanic women, American Indian men or
American Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region V had 609 employees in the Professional job category,
comprising 47.5% of its work force. This analysis includes the most populous (series with 25 or
more employees) Professional occupations in Region V. Table 1 shows the protected groups in
Biologist series 401, Environmental Engineer series 819, Attorney series 905, Physical Scientist
series 1301. and Chemist series 1320. Under representation in these job series can be eliminated
with the addition of 1 Hispanic and 2 Asian Biologist, 1 American Indian Environmental Engineer;
1 American Indian Physical Scientist and 1 American Indian Chemist. There were no Hispanic men.
Asian men or American Indian men in the Biologist series; no American Indians in the
Environmental Engineer series; no American Indian men in the Attorney series; no American
Indians in the Physical Scientist series and no American Indians in the Chemist series.

Table I Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERILS
Biolo'jis:
SlTlfN
4(H
leu ~-f'
Lm 1 r-i-'-u-cr
Scric
8 I1'
Told! !"
Attorn <:>
Series
905
Total 109

Percent CLF
= On Board
= Parity*
- Difference
Percent CLF
~ On Board
= Parity*
= Difference
Percent CLF
- On Board
~ rai ily~
% Difference

BLACK
3.9
^
j
2
+ 1
3.4
15
7
+8
3.4
7
4
+3

HISPANIC
3.2
1
2
-1
3.0
10
6
+4
2.5
8
•^
J
+5

ASIAN
7.3
1
3
-2
7.5
23
14
+9
!.4
10
-1
.£.
+8

AMERICAN
INDIAN
0.4
1
1
0
0.3
0
1
-1
0.2
1
i
0

WOMEN
41.7
18
16
+2
9.8
48
18
+30
24.5
49
*^1
4. 1
+22

-------
Phys. Scientist
Series
1301
Total 162
Chemist
Series
1320
Total 35
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
4.6
12
8
+4
6.1
3
3
0
1.9
4
4
0
3.2
4
2
+2
3.3
11
6
+5
9.8
8
4
+4
0.4
0
1
-1
0.2
0
1
-1
29.0
52
47
+5
27.4
13
10
+3
*Partry is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 65.4 % or 398 employees of Region V's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 18.3% of the positions
and women held 31.9%. Among minorities, Blacks held 6.5% of the positions, Hispanics 4.0%,
Asians 7.3%. and American Indians 0.50%. There were no American Indian men in this grade
group.

ADMINISTRATIVE POSITIONS - Region V had 525 employees in the Administrative job
category, comprising 41.0% of its total work force. This analysis includes the most populous (series
with 25 or more employees) Administrative occupations in Region V. Table 2 shows the protected
groups in Environmental Protection Specialist series 028, General Administration series 301,
Computer Specialist series 334, Program Management series 340 and Management Analysis series
343. I'nder representation in these job series can be eliminated with the addition of 8 Hispanic
Environmental Protection Specialist; 3 Hispanic, 2 Asian and 1 American Indian in the General
Administration series; 1 American Indian Computer Specialist; 2 Hispanic, 1 American Indian and
7 women in the Program Management series; 1 Black, 1 Hispanic, and 1 American Indian
Management Analysis.

Table 2 Musi Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERI1S
Enx. Pro; Spec
Series
028
Total 274
Gen. Admin.
Series
301
Total 58

Percent CLF
= On Board
3 Parity*
- Difference
Percent CLF
= On Board
# Parity*
£ Difference
BLACK
8.9
78
25
+53
8.9
17
6
+ 11
HISPANIC
5.2
7
15
-8
5.2
1
4
-3
ASIAN
2.8
11
8
+3
2.8
0
2
-2
AMERICAN
INDIAN
0.5
2
2
0
0.5
0
1
-1
WOMEN
50
154
137
+ 17
50
44
29
+ 15
-------
Comp.Spec.
Series
334
Total 31
Prog. Mgmt.
Series
340
Total 39
Mgmt.Analysis
Series
343
Total 35
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
8.9
15
3
+ 12
8.9
4
4
0
8.9
3
4
-1
5.2
4
2
+2
5.2
1
3
-2
5.2
1
2
-1
2.8
4
1
+3
2.8
2
2
0
2.8
1
1
0
0.5
0
1
-1
0.5
0
1
-1
0.5
0
1
-1
50
10
16
-6 ,
50
13
20 '
-7
50
21
18
+3
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 50.3% or 264 employees of Region V's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 22.7% of the
positions and women held 46.2%. Among minorities, Blacks held 15.5% of the positions,
Hispanics 2.3%, Asians 4.2%, and American Indians 0.76%. There were no American Indian
women in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified^
from OP M Standard Form 256, Self-Identification of Handicap).

As of March 31. 2000. 20 Region V employees or 1.6% had targeted disabilities; therefore, this
group was under represented.

Region V had a net increase of 1.1% or 14 employees in its total work force (from 1,268 to 1,282).
1 he representation of minorities increased from 35.0% to 56.0% and the representation for women
increased from 50.1% to 50.5%. There was a net increase of 11 Blacks, 6 Hispanics. 2 Asians and
14 women, while American Indians remained the same at 7.
-------
In Professional occupations, there was an increase of 0.82% or 5 employees (from 604 to 609).
Minority representation increased from 21.5% to 22.2%, while the representation for women
increased from 33.8% to 35.1%. There was a net increase of 2 Blacks, 3 Hispanics and 10 women,
while Asians and American Indians remained the same at 53 and 3, respectively. There were no
American Indian men in the Professional occupations as of March 31, 2000.

In Administrative occupations, there was an increase of 6.9% or 36 employees (from 489 to 525).
Minority representation increased from 33.7% to 38.1%, while the representation for women
increased 55.2% to 56.4%. There was a net increase of 28 Blacks, 5 Hispanics, 2 Asians, and 26
women, while American Indians remained the same at 3.

At the GS/GM-13 level, there was an increase of 13.6% or 58 employees (from 370 to 428).
Minority representation increased from 18.4% to 21.5% and the representation for women increased
from 32.4% to 37.2%. There was a net increase of 10 Blacks, 4 Hispanics, 8 Asians, 2 American
Indians and 39 women.

At the GS/GM-14 level, there was an increase of 8.3% or 15 employees (from 165 to 180).
Minority representation increased from 17.0% to 19.4%, while the percentage for women decreased
from 38.8% to 35.0%. There was a net increase of 2 Hispanics and 5 Asians; a net decrease of 1
woman, while Blacks remained the same at 17. There were no American Indian men or American
Indian women at this level as of March 31, 2000.

At the GS/GM-15 level, there was an increase of 18.5% or 10 employees (from 44 to 54). Minority
representation increased from 6.8% to 11.1% and the percentage for women increased from 40.9%
to 50.0%. There was a net increase of 3 Blacks and 9 women, while Hispanics remained the same at
1. There were no Hispanic women, Asian men, Asian women, American Indian men, or American
Indian women at this level as of March 31, 2000.

The SES members increased by 10.0% or 1 employee (from 9 to 10). The representation of
minorities increased from 11.1% to 20.0%, while the representation of women decreased from
33.3% to 30.0%. There was a net increase of 1 Asian. Blacks and women remained the same at 1
and 3. respectively. Black men, Hispanic men, Hispanic women, Asian women, American Indian
men, and American Indian women were absent at the SES level as of March 31, 2000.

Supervisory and managerial positions increased by 9.1% or 10 employees (from 100 to 110).
Minority representation increased from 18.0% to 20.0%, while the representation for women
decreased from 38.0% to 37.3%. There was a net increase of 5 Blacks and 3 women; a net decrease
of 1 Hispanic. Asians remained the same at 6, respectively. There were no Hispanic women,
American Indian men or American Indian women in these positions as of March 31, 2000.

Employees with targeted disabilities increased by 15.0% or 3 employees (from 17 to 20). There
was a net increase of 1 Black and 2 women; Hispanics and Asians remained the same at 1 each.
There were no Black men, Hispanic women, Asian women or American Indians.
-------
Work Force Status Report
March 31, 2000
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION VI

This summary presents a workforce profile for Region VI's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For this
analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (90.2%) of Region VI"s work
force. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than 1 percent.

Federal agencies are required to develop and implement affirmative employment programs to
eliminate under representation of minorities, -women, and per sons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act of 1964, as amended;
Executive Order 11478, as amended by Executive Order 12106; Section 501 of the Rehabilitation
Act of 1973. as amended; and Reorganization Plan No. I of 1978.

OVERVIEW: As of March 31, 2000, there CHART r WQRK FQRCE COMPOSITION
were 882 employees in Region VI. Minorities PercentProtected Groups
occupied 37.1% of Region VI's positions eo-
while \\omen occupied 50.5%. Blacks held so- -^
19.-4° o of the positions, Hispanics 11.1%, 40 -
Asians 4.6V American Indians 1.9%, and 30L
Persons ujth Targeted Disabilities .91%. 201 19.4
Chan I shows the percent distribution of the 10^ 11.1
protected croups of Region VI's total work - ^- 1-9 0.91
force Hispanic Amer. Indian Pers. w/Disab
Black Asian Women

Of Region \Ts total work force, 52.4%
percent or 462 employees were at grades GS/GM 13-15. Minorities held 26.4% of the positions in
this grade croup, while women held 37.4%. Minorities were represented at the GS/GM 13-15 level
as follows: Blacks 10.6%, Hispanics 10.0%, Asians 4.5%, and American Indians 1.3%.

There \\ere 311 employees at the GS/GM-13 level. Minorities comprised 28.9% while women
comprised 37.3%. Among minorities, Blacks held 10.6% of the positions, Hispanics 10.6%, Asians
6.1%. and American Indians 1.6%. Minorities were 22.4% of the 107 employees at the GS/GM-14
level while women were 41.1%. Among minorities, Blacks held 12.2% of the positions, Hispanics
8.4%. Asians 0.93% and American Indians 0.93%. There were no Asian women or American
Indian women at this grade level. Minorities represented 18.2% of the 44 employees at the GS/GM-
15 level, while women comprised 29.6%. Among minorities, Blacks held 6.8% of the positions,
Hispanics 9.1%. and Asians 2.3%. There were no Black women, Asian women, American Indian
-------
men, or American Indian women at this level.
Of the 8 SES positions in Region VI, 25.0% were held by minorities and 12.5% by women. Amon^|
minorities, Blacks held 25.0% of the positions. There were no Hispanics, Asians, or American
Indians in SES positions.

Of the 78 supervisory and managerial positions in Region VI, 16.7% were held by minorities and
32.1% by women. Among the minorities, 10.3% of the positions were occupied by Blacks, 5.1% by
Hispanics, and 1.3% by Asians. There were no Asian women, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region VI had 453 employees in the Professional job category,
comprising 51.4% of its work force. This analysis includes all the most populous (series with 25 or*
more employees) Professional occupations in Region VI. Table 1 shows the protected groups in
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. There
was no under representation in these series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Envir.
Engineer
Series 08 19
Total 171

Attorney
Series 0905
Total 56

Physical
Scientist
Series 1301
Total 1 57

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
14
6
+8
3.4
13
2
+ 11
4.6
14
8
+6
HISPANIC
3.0
23
6
+ 17
2.5
4
2
+2
1.9
14
3
+ 11
ASIAN
7.5
16
13
+3
1.4
2
1
+ 1
3.3
10
6
+4
AMERICAN
INDIAN
0.3
1
1
0
0.2
1
1
0
0.4
1
1
0
WOMEN
9.8
40
17
+23
24.5
25
14
+ 11
29
56
46
+ 10
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civiliar
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 73.1% or 331 employees of Region VI's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 25.7% of the positions
and women held 30.2%. Among minorities, Blacks held 9.4% of the positions, Hispanics 10.3%,
Asians 5.4%. and American Indians 0.60%.
-------
ADMINISTRATIVE POSITIONS: Region VI had 343 employees in the Administrative job
category, comprising 38.9% of its total work force. This analysis includes all the most populous
(series with 25 or more employees) Administrative occupations in Region VI. Table 2 shows the
protected groups in Environmental Protection Specialist series 028, General Administration series
301, Computer Specialist series 334 and Management Analysis series 343. Under representation
can be eliminated with the addition of 1 American Indian in the General Administration series; 1
Hispanic, 1 American Indian and 5 women Computer Specialist; and 2 Asian Management
Analysis.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.ProtS
Series 028

Total 179
Gen. Admin
Series
301
Total 26
Comp.Spec
Series
334
Total 25
Mgmt.Anal
Series
343
Total 38

Further analysis by grade level shows that 38.2% or 131 employees of Region VI's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 28.2% of the
positions and women held 55.7%. Among minorities, Blacks held 13.7% of the positions,
Hispanics 9.2%, Asians 2.3%, and American Indians 3.1%.
STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
-------
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

As of March 31, 2000, 8 of Region VI employees, or 0.91%, had targeted disabilities; therefore, thisB
group was under represented.

Region VI had a net decrease of 1.0%% or 9 employees in its total work force (from 891 to 882).
The representation of minorities increased from 33.3% to 37.1% while the representation of women
decreased from 50.7% to 50.5%. There was a net increase of 8 Blacks, 7 Hispanics, 13 Asians and
2 American Indians, while there was a net decrease of 7 women.

In Professional occupations, there was a decrease of 1.9% or 9 employees (from 462 to 453).
Minority representation increased from 26.6% to 29.1% and the representation of women increased
from 30.3% to 32.0%. There was a net increase of 4 Hispanics, 7 Asians and 5 women, while there
was a net decrease of 1 Black and 1 American Indian.

In Administrative occupations, there was an increase of 6.1% or 21 employees (from 322 to 343).
Minority representation increased from 32.0% to 40.0% while the representation for women
decreased from 66.8% to 65.0%. There was a net increase of 16 Blacks, 7 Hispanics, 6 Asians, 5
American Indians and 8 women.

At the GS/GM-13 level, there was an increase of 28.6% or 89 employees (from 222 to 311).
Minority representation increased from 26.6% to 28.9% and the representation of women increased
from 36.0% to 37.3%. There was a net increase of 6 Blacks, 10 Hispanics, 11 Asians, 4 American
Indians and 36 women.

At the GS/GM-14 level, there was an increase of 23.4% or 25 employees (from 82 to 107). The
percentage of minorities increased from 13.4% to 22.4% and the percentage of women increased
from 36.6% to 41.1%. There was a net increase of 7 Blacks, 5 Hispanics, 1 Asian and 14 women,
while American Indians remained the same at 1. There were no Asian women or American Indian
women at this level as of March 31, 2000.

At the GS/GM-15 level, there was an increase of 29.5% or 13 employees (from 31 to 44). The
percentage of minorities decreased from 22.6% to 18.2% while the percentage of women increased
from 22.6% to 29.6%. There was a net increase of 1 Hispanic, 1 Asian and 6 women and a net
decrease of 1 Black. There were no Black women, Asian women, American Indian men, or
American Indian women at this level as of March 31, 2000.

The SES members increased by 37.5% or 3 employees (from 5 to 8). The representation of
-------
minorities increased from 20.0% to 25.0% while the representation of women increased from 0% to
12.5%. There was a net gain of 1 Black and 1 woman. Hispanics, Asians, and American Indians
were absent at the SES level as of March 31, 2000.

There was an increase of 7.7% or 6 employees (from 72 to 78) in supervisory and managerial
positions. Minority representation decreased from 19.5% to 16.7% while the representation of
women decreased from 34.7% to 32.1%. There was a net increase of 1 Asian and a net decrease of
1 Black and 1 Hispanic. Women remained the same at 25. There were no Asian women, American
Indian men, or American Indian women in these positions as of March 31, 2000.

Employees with targeted disabilities decreased by 11.1% or 1 employee (from 9 to 8). Minority
representation decreased from 55.6% to 50.0%. Their representation in the total work force
decreased from 1.0% to 0.91 %.
-------
Work Force Status Report
March 31, 2000
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION VII

This summary presents a workforce profile for Region VII's permanentfull-time and part-time
employees, and addresses the existence of under representation among protected groups. For this
analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (87.2%) of the Region's work
force. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than 1 percent.

OVERVIEW: As of March 31 2000 there were WORK FORCE COMPOSHION
572 employees in Region VII. Minorities
• i ,->>> T-. • • • -i Percent Protected Groups
occupied 20.5% of the Region s positions while 60_
women occupied 50.4%. Blacks held 14.2% of e ~ 50.4
r 50- | =—
the Region's positions, Hispanics 3.3%, Asians - i
1.6%, American Indians 1.4%, and Persons with 7 j
Targeted Disabilities 0.52%. Chart 1 shows the 30; |
percent distribution of the protected groups in 20~ 142 I
Region VII's total work force. 10- j j
- ; _^3_ 1.6_ _L4_ i 0.52
Of Region VII's total work force, 55.2% percent ""P"* *"*•lndian Pers w/Disab
° ^ Black Asian Wtomen
or 316 employees were at grades GS/GM 13-15.
Minorities held 12.7% of the positions in this grade group, while women held 34.5%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 7.9%, Hispanics 2.2%, Asians
0.32%, and American Indians 2.2%. There were no Asian women in this grade group.

There were 239 employees at the GS/GM-13 level. Minorities comprised 13.4% and women
comprised 33.9%. Among minorities, Blacks held 8.4% of the positions, Hispanics 2.1%, and
American Indians 2.9%. There were no Asians at this level. Minorities were 9.7% of the 62
employees at the GS/GM-14 level and women were 32.3%. Among minorities, Blacks held 4.8% of
the positions, Hispanics held 3.2% and Asians held 1.6%. There were no Asian women or
American Indians at this level. Minorities represented 13.3% of the 15 employees at the GS/GM-15
level, while women comprised 53.3% and Blacks held 13.3% of the positions. There were no
Hispanics, Asians, or American Indians at this level.
-------
There were 7 employees at the SES level in Region VII. Minorities comprised 14.3% of the
positions at this level, and women comprised 14.3%. Blacks held 14.3% of the positions. There
were no Black women, Hispanics, Asians or American Indians at this level.

Of the 48 supervisory and managerial positions in Region VII, 14.6% were held by minorities and
33.3% by women. Among the minorities, 8.3% of the positions were held by Blacks, Hispanics
held 4.2% and Asians held 2.1%. There were no Asian women, or American Indians in supervisory
and managerial positions.

PROFESSIONAL POSITIONS: Region VII had 282 employees in the Professional job category,
comprising 49.3% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region VII. Table 1 shows the protected groups in
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. Under
representation can be eliminated with the addition of 7 Asian and 1 American Indian Environmental
Engineer; 1 American Indian Attorney; and 2 Black, 2 Hispanic, and 5 women Physical Scientist.
There were no Asian women or American Indians in the 819 series; no Hispanic men or American
Indians in the 905 series and no Hispanics, or Asian women in the 1301 series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Eng.
Series 819

Total 95
Attorney
Series 905

Total 37
Phy. Sci.
Series 1301
Total 90

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# Difference
# Parity
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
4
4
0
3.4
2
2
0
4.6
3
5
-2
HISPANIC
3.0
4
3
+ 1
2.5
1
1
0
1.9
0
2
.2
ASIAN
7.5
1
8
-7
1.4
2
1
+ 1
3.3
3
3
0
AMERICAN
INDIAN
0.3
0
1
-1
0.2
0
1
-1
0.4
•^
j
1
+2
WOMEN
9.8
22
10
+ 12
24.5
17
10
+7
29.0
22
27
-5
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.
An analysis by grade level shows that 74.1 % or 209 employees of Region VII's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 7.2% of the positions
-------
and women held 28.2%. Among minorities, Blacks held 3.3% of the positions, Hispanics 1.4%, and
American Indians 2.4%. There were no Asians in this grade group.

ADMINISTRATIVE POSITIONS - Region VII had 217 employees in the Administrative job
category, comprising 37.9% of its total work force. The analysis includes all the most populous
(series with 25 or more employees) Administrative occupations in Region VII. Table 2 shows the
protected groups in Environmental Protection Specialist series 028, Program Management series
340, and Management Analysis series 343. Under representation can be eliminated with the
addition of 2 Hispanic and 3 Asian Environmental Protection Specialist; 2 Black, 1 Hispanic, 1
Asian, 1 American Indian, and 7 women Program Managers; 1 Asian and 1 American Indian
Management Analysis.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Prot.
Series 028

Total 77
Prog.Mgmt.
Series 340

Total 36
Mgmt.
Analysis
Series 343
Total 32

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# Difference
# Parity
£ Difference
Percent CLF
« On Board
e Parity*
£ Difference
BLACK
8.9
17
7
+ 10
8.9
2
4
-2
8.9
10
3
+7
HISPANIC
5.2
3
5
-2
5.2
1
2
-1
5.2
2
2
0
ASIAN
2.8
0
3
-3
2.8
1
2
-1
2.8
0
1
-1
AMERICAN
INDIAN
0.5
2
1
+ 1
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50
47
39
+8
50
11
18
-7
50
23
16
+7
* Parin- is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 49.3% or 107 employees of Region VII's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 23.4% of the
positions and women held 46.7%. Among minorities, Blacks held 16.8% of the positions,
Hispanics 3.7%. Asians 0.93%, and American Indians 1.9%. There were no Asian women or
American Indian men in this grade group.
STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission recommends that Federal agencies use 5.95%, as a
-------
benchmark, to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

In Region VII, 3 employees or 0.52% have targeted disabilities; therefore, this group was under
represented.

Region VII had a net increase of 6.8% or 39 employees in its total work force (from 533 to 572).
The representation of minorities increased from 15.8% to 20.5% and the representation for women
increased from 48.8% to 50.4%. There was a net increase of 17 Blacks, 8 Hispanics, 5 Asians, 3
American Indians and 28 women.

In Professional occupations, there was an increase of 5.0% or 14 employees (from 268 to 282).
Minority representation increased from 10.8% to 11.3%, while the representation for women
increased from 29.9% to 30.5%. There was a net increase of 1 Hispanic, 4 Asians, 4 American
Indians and 6 women, while there was a net decrease of 6 Blacks.

In Administrative occupations, there was an increase of 10.6% or 23 employees (from 194 to 217).
Minority representation increased from 17.0% to 27.2% and the representation for women increased
from 58.8% to 59.9%. There was a net increase of 20 Blacks, 5 Hispanics, 1 Asian and 16 women,
while American Indians remained the same at 3, respectively. There were no Asian women or
American Indian men in these occupations as of March 31, 2000.

At the GS/GM-13 level, there was an increase of 41.8% or 100 employees (from 139 to 239).
Minority representation increased from 8.6% to 13.4% and the representation for women increased
from 30.9% to 33.9%. There was a net increase of 13 Blacks, 2 Hispanics, 6 American Indians and
38 women. There was a net decrease of 1 Asian. There were no Asians at this level as of March
31,2000.
I
At the GS/GM-14 level, there was an increase of 6.5% or 4 employees (from 58 to 62). The
percentage of minorities decreased from 10.3% to 9.7% and the percentage for women increased
from 31.0% to 32.3%. There was a net increase of 1 Hispanic, 1 Asian and 2 women, while there '
was a net decrease of 1 Black and 1 American Indian. As of March 31,2000 there were no Asian <
women or American Indians at this level.

At the GS/GM-15 level, there was a decrease of 16.7% or 3 employees (from 18 to 1S) The '
percentage of minorities increased from 0% to 13.3% and the percentage for women increased from,
50.0% to 55.3%. There was a net increase of 2 Blacks and a net decrease of 1 woman. There were
no Hispanics, Asians, or American Indians at this level as of March 31, 2000.
i
The number of SES members in Region VII remained the same at 7. The percentage of minorities
-------
and the percentage of women remained the same at 14.3% each. The number of minorities and
women remained the same at 1 Black and 1 woman. There were no Black women, Hispanics,
Asians or American Indians at this level as of March 31, 2000.

There was an increase of 4.2% or 2 employees (from 46 to 48) in supervisory and managerial
positions. Minority representation increased from 10.9% to 14.6%, and the representation for
women decreased from 34.8% to 33.3%. There was a net increase of 1 Black, 1 Hispanic, 1 Asian,
while there was a net decrease of 1 American Indian. Women remained the same at 16,
respectively. There were no Asian women or American Indians in these positions as of March 31,
2000.

Employees with targeted disabilities decreased by 40.0% or 2 employees (from 5 to 3). Their
representation in the total work force decreased from 0.94% to 0.52%.
-------
Work Force Status Report
March 31, 2000
EPA Region VIII
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION VIII

This summary presents a workforce profile for Region VIH's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For
this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (92.1%) of Region VIH's
workforce. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than 1 percent.

Federal agencies are required to develop and implement affirmative employment programs to
eliminate under representation of minorities, women, and persons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act of 1964, as amended;
Executive Order 11478, as amended by Executive Order 12106; Section 501 of the
Rehabilitation Act of 1973, as amended; and Reorganization Plan No. 1 of 1978.

Numerical goals are set when a workforce analysis shows the existence of under representation
of individual protected groups for each job category or major occupation. The Agency does not
set goals by grade levels or SES positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there CHARJ r WQRK FQRCE COMpOSITION
were 619 employees in Region VIII. Minorities percent protected croups
occupied 20.2% of the positions while women °°~ 512
occupied 51.2%. Blacks held 6.9% of Region 50: ~^
VIII's positions, Hispanics 8.9%, Asians 2.6%, 4°: !
American Indians 1.8%, and Persons with 30T ,
Targeted Disabilities 0.65%. Chart 1 shows the 2°~
percent distribution of the protected groups of 1°~ -^- ~^ 2.6 i.e oes
Region VIII'S tOtal WOrk force. Hispanic Amerindian Pens. w/Disab
Black Asian Wtomen

Of Region VIII's total work force, 61.7% or 382 employees were at grades GS/GM 13-15.
Minorities held 12.6% of the positions in this grade group, while women held 40.3%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 3.7%, Hispanics 5.5%, Asians
2.4%. and American Indians 1.0%.

There were 256 employees at the GS/GM-13 level. Minorities comprised 12.9% and women
comprised 41.8%. Among minorities, Blacks held 3.1% of these positions, Hispanics 5.9%,
Asians 2.7%, and American Indians 1.2%. Minorities were 8.2% of the 85 employees at the
GS/GM-14 level and women were 38.8%. Among minorities, Blacks held 2.4% of the positions,
Hispanics 4.7%, and Asians 1.2%. Asian men and American Indians were not represented at this
level. Minorities represented 19.5% of the 41 employees at GS/GM-15 level, while women
comprised 34.2%. Among minorities, Blacks held 9.8% of the positions, Hispanics 4.9%, Asians
2.4%, and American Indians 2.4%. There were no Hispanic women, Asian men, or American
-------
Indian men at this level.

Of the 7 SES positions in Region VIII, 14.3% were held by minorities and 28.6% by women.
There were no Blacks, Hispanics, Asians, or American Indian women in the SES positions.

Of the 59 supervisory and managerial positions in the Region, 13.5% were held by minorities
and 32.2% by women. Among the minorities, 5.1% of the positions were occupied by Blacks,
3.4% by Hispanics, 1.7% by Asians, and 3.4% by American Indians. There were no Hispanic
women or Asian men in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region VIII had 286 employees in the Professional job
category, comprising 46.2% of its work force. This analysis includes the most populous (series
with 25 or more employees) Professional occupations in Region VIII. Table 1 shows the
protected groups in the Environmental Engineer series 819, Attorney series 905, and Physical
Scientist series 1301. Under representation can be eliminated by hiring 1 Asian Environmental
Engineer, 1 American Indian Attorney as well as 4 Black, and 4 Asian Physical Scientist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Envir.
Engineer
Series 8 1 9
Total 96
Attorney
Series
905
Total 45
Physical
Scientist
1301
Total 98

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
5
4
+ 1
3.4
3
2
+ 1
4.6
1
5
-4
HISPANIC
3.0
8
3
+5
2.5
2
2
0
1.9
7
2
+5
ASIAN
7.5
7
8
-1
1.4
3
1
+2
3.3
0
4
-4
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
1
-1
0.4
3
1
+2
WOMEN
9.8
39
10
+29
24.5
22
12
+ 10
29.0
34
29
+5
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.
An analysis by grade level shows that 79.4% or 227 employees of Region's Professional work
-------
force were at grades GS/GM 13-15. In this grade grouping, minorities held 13.7% of the
positions and women held 34.8%. Among minorities, Blacks held 4.0% of the positions,
Hispanics 6.2%, Asians 3.1%, and American Indians 0.44%. There were no American Indian
women at this level.

ADMINISTRATIVE POSITIONS: Region VIII had 284 employees in the Administrative job
category, comprising 45.9% of its total work force. This analysis includes the most populous
(series with 25 or more employees) Administrative occupations in Region VIII. Table 2 shows
the protected groups in the Environmental Protection Specialist series and General
Administration series. Under representation can be eliminated with the addition of 7 Black, 2
Hispanic and 1 Asian Environmental Protection Specialist, and 1 American Indian in the General
Administration series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.S
Series 028
Total 175
Gen. Admin
Series
301
Total 26

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
9
16
-7
8.9
4
3
+ 1
HISPANIC
5.2
8
10
-2
5.2
2
2
0
ASIAN
2.8
4
5
-1
2.8
1
1
0
AMERICAN
INDIAN
0.5
5
1
+4
0.5
0
1
-1
WOMEN
50
95
88
+7
50
19
13
+6
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 54.6% or 155 employees of the Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities hold 11.0% of the positions
and women hold 48.4%. Among minorities, Blacks hold 3.2% of the positions, Hispanics 4.5%,
Asians 1.3%, and American Indians 1.9%.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission recommends that Federal agencies use 5.95%, as a
benchmark, to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, blindness, missing extremities, partial and complete paralysis, mental
retardation and illness, and distortion of limbs an and/or spine (identified from OPM Standard
Form 256, Self-Identification of Handicap).
-------
As of March 31, 2000, 4 of Region VIII employees, or 0.65%, had targeted disabilities;
therefore, this group is under represented.

Region VIII total work force increased by 5.2% or 32 employees (from 587 to 619). The
representation of minorities increased from 18.9% to 20.2% and the representation for women
increased from 47.0% to 51.2%. There was a net increase of 5 Hispanics, 4 Asians, 5 American
Indians and 41 women, while Blacks remained the same at 43.

In Professional occupations, there was an increase of 3.1% or 9 employees (from 277 to 286).
Minority representation increased from 13.0% to 16.5% and the representation of women
increased from 36.1% to 39.2%. There was a net increase of 1 Black, 4 Hispanics, 3 Asians, 3
American Indians and 12 women.

In Administrative occupations, there was an increase of 10.9% or 31 employees (from 253 to
284). Minority representation decreased from 21.7% to 19.7% while the representation of
women increased from 50.6% to 57.4%. There was an increase of 2 Asians, 2 American Indians
and 35 women, while there was a net decrease of 2 Blacks and 1 Hispanic.

At the GS/GM-13 level, there was an increase of 16.0% or 41 employees (from 215 to 256).
Minority representation increased from 11.6% to 12.9% and the representation of women
increased from 38.6% to 41.8%. There was a net increase of 2 Blacks, 1 Hispanic, 2 Asians, 3
American Indians and 24 women.

At the GS/GM-14 level, there was an increase of 7.1% or 6 employees (from 79 to 85). Minority
representation increased from 7.6% to 8.2% and the representation of women increased from
34.2% to 38.8%. There was a net increase of 1 Hispanic and 6 women, while Blacks and Asians
remained the same at 2 and 1, respectively. There were no Black men, Asian men or American
Indians at this level as of March 31, 2000.

At the GS/GM-15 level, there was an increase of 29.3% or 12 employees (from 29 to 41).
Minority representation increased from 17.3% to 19.5% while the representation of women
increased from 27.6% to 34.2%. There was a net increase of 1 Black, 1 Hispanic, 1 Asian and 6
women, while American Indian remained the same at 1. There were no Hispanic women, Asian
men, or American Indian men at this level as of March 31, 2000.

The number of SES employees remained the same at 7. The representation of minorities and
women remained the same at 14.3% and 28.6%, respectively. There were no Blacks, Hispanics,
Asians, or American Indian women in the SES level as of March 31, 2000.

The number of employees in supervisory and managerial positions increased by 13.6% or 8
employees (from 51 to 59). The representation of minorities decreased from 13.7% to 13.5% and
-------
the representation of women increased from 29.4% to 32.2%. There was a net increase of 1
Asian and 4 women. The representation of Blacks, Hispanics and American Indians remained
the same at 3, 2 and 2, respectively. There were no Hispanic women or Asian men in
supervisory and managerial positions as of March 31, 2000.

Employees with targeted disabilities decreased by 42.9% or 3 employees (from 7 to 4). Their
representation in the total work force decreased from 1.2% to 0.65%.
-------
Work Force Status Report
March 31, 2000
Region
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION IX

This summary presents a work force profile for Region IX "s permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For
this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (91.6%) of Region IX's
workforce. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than 1 percent.

Federal agencies are required to develop and implement affirmative employment programs to
eliminate under representation of minorities, women, and persons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act of 1964, as amended;
Executive Order 11478, as amended by Executive Order 12106; Section 501 of the
Rehabilitation Act of 1973, as amended; and Reorganization Plan No. 1 of 1978.

Numerical goals are set when a workforce analysis shows the existence of under representation
of individual protected groups for each job category or major occupation. The Agency does not
set goals by grade levels or SES positions. The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 3 1 , 2000, there CHART 1 . WORK FORCE COMPOSITION
were 864 employees in Region IX. percent Protected Groups
Minorities occupied 30.9% of the positions 607 53.9
while women occupied 53.9%. Blacks held 5°~ I
8.1% of the positions, Hispanics 5.2%, *°~ ; i
Asians 1 6.7%, American Indians 0.93%, and 3°- !
Persons with Targeted Disabilities 0.23%. 20- 15.7 |
Chart 1 shows the percent distribution of the 10- B.I 52 i
protected groups of Region IX's total work 0 — _ — — _ ^^ _ i °23
Hispanic Amer. Indian Pers. w/Disab
Black ^jg,, women
Of Region IX's total work force, 62.7% percent or 542 employees were at grades GS/GM 13-15.
Minorities held 22.0% of the positions in this grade group, while women held 49.4%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 4.8%, Hispanics 4.4%, Asians
1 1 .8%. and American Indians .92%.

There were 381 employees at the GS/GM-13 level. Minorities comprised 23.9% while women
comprised 51 .4%. Among minorities, Blacks held 4.5% of the positions, Hispanics 5.5%, Asians
12.9%, and American Indians 1.1%. Minorities were 19.7% of the 122 employees at the
GS/GM-14 level while women were 43.4%. Among minorities, Blacks held 5.7% of the
positions, Hispanics 1.6%, Asians 1 1.5%, and American Indians 0.82%. Minorities represented
10.2% of the 39 employees at the GS/GM-15 level, while women comprised 48.7%. Among
minorities, Blacks held 5.1% of the positions, Hispanics 2.6%, and Asians 2.6%. There were no
American Indians at this level.
-------
Of the 9 SES positions in Region IX, 33.3% were held by minorities and 55.6% by women.
Among minorities, Hispanics held 11.1% of the positions and Asians held 22.2%. There were no
Hispanic women, Blacks, or American Indians in SES positions.

Of the 74 supervisory and managerial positions in Region IX, 21.6% were held by minorities and
46.0% by women. Among the minorities, 6.8% of the positions were occupied by Blacks, 2.7%
by Hispanics, and 12.2% by Asians. There were no Black women, American Indian men, or
American Indian women in this group.

PROFESSIONAL POSITIONS: Region IX had 372 employees in the Professional job
category, comprising 43.1% of its work force. This analysis includes all the most populous
(series with 25 or more employees) Professional occupations in Region IX. Table 1 shows the
protected groups in Environmental Engineer series 819, Attorney series 905, and Physical
Scientist series 1301. Under representation can be eliminated with the addition of 1 Black
Environmental Engineer, and 2 Black and 1 American Indian Physical Scientist. American
Indians were absent from the Physical Scientist series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Envir.
Engineer
Series
0819
Total 133

Attorney
Series
905
Total 61

Physical
Scientist
Series
1301
Total 1 1 7

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
4
5
-1
3.4
4
3
+ 1
4.6
4
6
-2
HISPANIC
3.0
8
4
+4
2.5
3
2
+ 1
1.9
5
3
+2
ASIAN
7.5
28
10
+ 18
1.4
4
1
+3
3.3
10
4
+6
AMERICAN
INDIAN
0.3
2
1
+ 1
0.2
I
1
0
0.4
0
1
-1
WOMEN
9.8
49
14
+35
24.5
33
15
+ 18
29
56
34
+22
"Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 75.8 % or 282 employees of Region IX's Professional
work force were at grades GS/GM 13-15. In this grade grouping, minorities held 19.9% of the
positions and women held 45.7%. Among minorities. Blacks held 4.3% of the positions,
Hispanics 4.3%, Asians 10.6%, and American Indians 0.71%. There were no American Indian
-------
men in this grade group.

ADMINISTRATIVE POSITIONS - Region IX had 419 employees in the Administrative job
category, comprising 48.5% of its total work force. This analysis includes all the most populous
(series with 25 or more employees) Administrative occupations in Region IX. Table 2 shows the
protected groups in Environmental Protection Specialist series 028 and General Administration
series 301. Under representation can be eliminated with the addition of 2 Black and 2 Hispanic
Environmental Protection Specialist and 1 American Indian in the General Administration series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env.Prot.S
Series 028
Total 247
Gen. Admin
Series
301
Total 54

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
20
22
-2
8.9
5
5
0
HISPANIC
5.2
11
13
-2
5.2
4
3
+ 1
ASIAN
2.8
30
7
+23
2.8
6
2
+4
AMERICAN
INDIAN
0.5
4
2
+2
0.5
0
1
-1
WOMEN
50
132
124
+8
50
28
27
+ 1
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 62.1% or 260 employees of Region IX's
Administrative work force were at grades GS/GM 13-15. Of this grade group, minorities held
24.2% of the positions and women held 53.5%. Among minorities, Blacks held 5.4% of the
positions, Hispanics 4.6%, Asians 13.1%, and American Indians 1.2%. There were no American
Indian women in this grade group.

STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as
a benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine
(identified from OPM Standard Form 256, Self-Identification of Handicap).

As of March 31, 2000, 2 Region IX employees, or 0.23%, had targeted disabilities; therefore, this
group was under represented.
CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31, 2000: The reference period of
-------
September 30, 1997 to March 31, 2000 is used for the change analysis because it reflects the
time period from the beginning of the Diversity Action Plan Initiative.

Region IX had a net increase of 0.35% or 3 employees in its total work force (from 861 to 864).
The representation of minorities increased from 30.2% to 30.9% while the representation of
women decreased from 54.4% to 53.9%. There was a net increase of 9 Asians and a net decrease
of 2 Hispanics and 2 women. Blacks and American Indians remained the same at 70 and 8,
respectively.

In Professional occupations, there was an increase of 0.27% or 1 employee (from 371 to 372).
Minority representation increased from 22.1% to 23.4%, while the representation of women
increased from 44.5% to 44.6%. There was a net increase of 1 Hispanic, 5 Asians, 1 American
Indian and 1 woman, while there was a net decrease of 2 Blacks.

In Administrative occupations, there was an increase of 2.4% or 10 employees (from 409 to 419).
Minority representation increased from 28.8% to 29.3% and the representation of women
decreased from 56.0% to 55.6%. There was a net increase of 5 Blacks, 3 Asians and 4 women,
while there was a net decrease of 2 Hispanics and 1 American Indian. There were no American
Indian women as of March 31, 2000.

At the GS/GM-13 level, there was an increase of 26.2% or 100 employees (from 281 to 381).
Minority representation increased from 20.3% to 23.9% and the representation of women
increased from 49.1% to 51.4%. There was a net increase of 2 Blacks, 9 Hispanics, 21 Asians, 2
American Indians and 58 women.

At the GS/GM-14 level, there was an increase of 6.6% or 8 employees (from 114 to 122). The
percentage of minorities increased from 14.0% to 19.7% and the percentage for women increased
from 43.0% to 43.4%. There was a net increase of 6 Blacks, 3 Asians and 4 women, while there
was a net decrease of 1 Hispanic. American Indian remained the same at 1. There were no
American Indian men at this level as of March 31, 2000.

At the GS/GM-15 level, there was an increase of7.7% or 3 employees (from 36 to 39). The
percentage of minorities decreased from 11.1% to 10.2% while the percentage of women
increased from 44.4% to 48.7%. There was a net increase of 2 Blacks and 3 women, while there
was a net decrease of 2 Asians. Hispanic remained the same at 1. There were no Hispanic men,
Asian women, American Indian men, or American Indian women at this level as of March 31,
2000.

The SES members increased by 22.2% or 2 employees (from 7 to 9). The representation of
minorities increased from 0% to 33.3% and the percentage for women decreased from 57.1% to
55.6%. There was a net gain of 1 Hispanic, 2 Asians and 1 woman. Blacks, Hispanic women,
and American Indians were absent at the SES level as of March 31, 2000.

There was a decrease of 10.8% or 9 employees (from 83 to 74) in supervisory and managerial
positions. Minority representation increased from 16.9% to 21.6%, while the representation of
women decreased from 51.8% to 46.0%. There was a net increase of 5 Blacks and a net decrease
-------
of 2 Hispanics, 1 Asian and 9 women. There were no Black women, American Indian men, or
American Indian women in these positions as of March 31, 2000.

Employees with targeted disabilities decreased by 50.0% or 2 employees (from 4 to 2). Their
representation in the total work force decreased from 0.46% to 0.23%.
-------
Work Force Status Report
March 31, 2000
-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION X

This summary presents a workforce profile for Region X's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For
this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, -women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (90.7%) of Region X's work
force. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than I percent.

Federal agencies are required to develop and implement affirmative employment programs to
eliminate under representation of minorities, women, and persons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act of 1964, as amended;
Executive Order 11478, as amended by Executive Order 12106; Section 501 of the
Rehabilitation Act of 1973, as amended; and Reorganization Plan No. 1 of 1978.

Numerical goals are set when a workforce analysis shows the existence of under representation
of individual protected groups for each job category or major occupation. The Agency does not
set goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2000, there were CHART1'
626 employees in Region X. Minorities occupied 80"
17.0% of the positions while women occupied so-
53.5%. Blacks held 3.4% of the positions, *:
Hispanics 3.5%, Asians 8.0%, American Indians 20--
2.1 %, and Persons with Targeted Disabilities 10- 34 3S _s_
0.32%. Chart 1 shows the percent distribution of ° s^S ^^
i r>ir-\-9 i i r- &»ck Asian Women
the groups of the Region s total work force.

Of Region X's total work force, 54.8% percent or 343 employees were at grades GS/GM 13-15.
Minorities held 10.2% of the positions in this grade group, while women held 41.1%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 1.7%, Hispanics 2.6%, Asians
5.2%, and American Indians 0.58%. There were no American Indian women in this grade group.

There were 225 employees at the GS/GM-13 level. Minorities comprised 10.7% and women
41.8%. Among minorities, Blacks held 1.3% of the positions, Hispanics 2.7%, Asians 6.2%, and
American Indians 0.44. Minorities were 10.9% of the 92 employees at the GS/GM-14 level and
women were 39.1%. Among minorities. Blacks held 2.2% of the positions, Hispanics 3.3%, and
Asians 4.4% and American Indians 1.1%. Minorities represented 3.9% of the 26 employees at
the GS/GM-15 level, while women comprised 42.3%. Among minorities, Blacks held 3.9% of
the positions. There were no Black men, Hispanic men, Hispanic women, Asian men, Asian
women, American Indian men, or American Indian women at this level.
-------
Of the 7 SES positions in Region X, 14.3% were occupied by women and minorities held 14.3%.
There were no Hispanics, Asians or American Indians at this level.
Of the 54 supervisory and managerial positions in Region X, 11.1% were held by minorities and
44.4% by women. Among the minorities, 5.6% of the positions were occupied by Blacks and
5.6% by Asians. There were no Hispanics or American Indians in supervisory and managerial
positions.

PROFESSIONAL POSITIONS: Region X had 253 employees in the Professional job
category, comprising 40.4% of its work force. This analysis includes all the most populous
(series with 25 or more employees) Professional occupations in Region X. Table 1 shows the
protected groups in Environmental Engineer series 819, Attorney series 905, and Physical
Scientist series 1301. Under representation can be eliminated with the addition of 2 Black and 2
Hispanic Environmental Engineers; 1 Black and 1 American Indian Attorney; and 3 Black and 1
American Indian Physical Scientist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2000
SERIES
Env. Eng.
Series 819

Total 80
Attorney
Series 905

Total 38
Physical
Scientist
Series
1301
Total 73

Percent CLF
# On Board
# Parity
# Difference
Percent CLF
# On Board
# Parity
# Difference
Percent CLF
# On Board
# Parity
# Difference
BLACK
3.4
1
3
-2
3.4
1
2
-1
4.6
1
4
-3
HISPANIC
3.0
1
3
-2
2.5
3
1
+2
1.9
3
2
+ 1
ASIAN
7.5
10
6
+4
1.4
1
1
0
3.3
5
3
+2
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
1
-1
0.4
0
1
-1
WOMEN
9.8
31
8
+23
24.5
20
10
+ 10
29.0
31
22
+9
'Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 71.1 % or 180 employees of the Professional work force in
Region X were at grades GS/GM 13-15. In this grade grouping, minorities held 11.7% of the
positions and women held 38.9%. Among minorities, Blacks held 1.7% of the positions,
Hispanics 3.9%, and Asians 6.1%. There are no American Indian men or American Indian
women in this grade group.
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ADMINISTRATIVE POSITIONS - Region X has 315 employees in the Administrative job
category, comprising 50.3% of its total work force. This analysis includes all the most populous
(series with 25 or more employees) Administrative occupations in Region X. Table 2 shows the
protected groups in Environmental Protection Specialist series 028 and Program Manager series
340. Under representation can be eliminated with the addition of 12 Black and 1 Hispanic
Environmental Protection Specialist; 2 Black, 3 Hispanic and 3 women Program Managers.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2000
SERIES
Envir. Prot.
Specialist
Series 028
Total 191
Prog. Mgr.
Series
340
Total 55

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
5
17
-12
8.9
3
5
-2
HISPANIC
5.2
9
10
-1
5.2
0
3
-3
ASIAN
2.8
12
6
+6
2.8
3
2
+ 1
AMERICAN
INDIAN
0.5
8
1
+7
0.5
1
1
0
WOMEN
50
98
96
+2
50
25
28
-3
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 51.7% or 163 employees of the Region's
Administrative work force are at grades GS/GM 13-15. Of this grade group, minorities hold
8.6% of the positions and women hold 43.6%. Among minorities, Blacks hold 1.8% of the
positions, Hispanics 1.2%, Asians 4.3%, and American Indians 1.2%.

As of March 31, 2000, 2 of Region X employees, or 0.32%, had targeted disabilities; therefore,
this groups was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2000: The reference period of
September 30, 1997 to March 31, 2000 is used for the change analysis because it reflects the
time period from the beginning of the Diversity Action Plan Initiative.
Region X had a net increase of 3.5% or 22 employees in its total work force (from 604 to 626).
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The representation of minorities increased from 14.4% to 17.0% and the representation for
women increased from 51.8% to 53.5%. There was a net increase of 3 Blacks, 2 Hispanics, 10
Asians, 4 American Indians and 22 women.

In Professional occupations, there was an increase of 4.7% or 12 employees (from 241 to 253).
Minority representation increased from 11.2% to 13.9% and the representation of women
increased from 41.5% to 43.5%. There was a net increase of 2 Hispanics, 6 Asians and 10
women, while Blacks and American Indians remained the same at 4 and 2, respectively.

In Administrative occupations, there was an increase of 6.7% or 21 employees (from 294 to 315).
Minority representation increased from 14.3% to 17.8% and the representation for women
increased from 52.0% to 54.6%. There was a net increase of 6 Blacks, 2 Hispanics, 4 Asians, 2
American Indians and 19 women.

At the GS/GM-13 level, there was an increase of 8.4% or 19 employees (from 206 to 225).
Minority representation increased from 6.3% to 10.7% and the representation for women
increased from 40.3% to 41.8%. There was a net increase of 11 Asians, 1 American Indian and
11 women, while there was a net decrease of 1 Hispanic. Blacks remained the same at 3. There
were no American Indian women at this level as of March 31, 2000.

At the GS/GM-14 level, there was an increase of 14.1% or 13 employees (from 79 to 92). The
percentage of minorities decreased from 11.4% to 10.9% while the percentage of women
increased from 34.2% to 39.1%. There was a net increase of 1 Hispanic, 1 American Indian and
9 women, while Blacks had a net decrease of 1. Asians remained the same at 4. There were no
Black men or American Indian women at this level as of March 31, 2000.

At the GS/GM-15 level, there was an increase of 15.4% or 4 employees (from 22 to 26). The
percentage of minorities decreased from 4.6% to 3.9% and the percentage for women increased
from 40.9% to 42.3%. There was a net increase of 2 women, while Blacks remained the same at
1. There were no Black men, Hispanics, Asians, and American Indians at this level as of March
31,2000.

The SES members increased by 14.3% or 1 employee (from 6 to 7). Minority representation
increased from 0% to 14.3% while the percentage of women decreased from 16.7% to 14.3%.
There was a net increase of 1 Black, while women remained the same at 1. There were no Black
women, Hispanics. Asians or American Indians.

Supervisory and management positions increased by 11.1% or 6 employees (from 48 to 54).
Minority representation decreased from 12.5% to 11.1%, while the representation of women
increased from 41.1% to 44.4%. There was a net increase of 1 Black and 4 women, while there
was a net decrease 1 Hispanic. There were no Hispanics or American Indians in these positions
as of March 31,2000.

Employees with targeted disabilities remained the same at 2 employees. Their representation in
the total work force decreased from 0.33% to 0.32%.
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