U.S. Environmental Protection Agency
        Office of Civil Rights

        Work Force Status
               And
         Analysis Reports
             Data As of
      September 30, 2000
                                   Jl

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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 (90.2%)
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 September 30, 2000,
there were 17,676 employees in EPA.             CHART 1. WORK FORCE COMPOSITION
Minorities Occupied 28.7% Of the positions                   Percent Protected Groups
while women occupied 50.0%.  Blacks held      50~                          j~   j       \
18.3% of the positions, Hispanics 4.6%, Asians  40 j-                          j    j       '
5.0%, American Indians 0.78, and Persons with  30 u
Targeted Disabilities 0.92%. Chart 1 shows the
percent distribution of the protected groups in    20 ~
the total work force.                          10 -
r  i
                                                       4.6     5
                                                      !	!    I   ;    0.78   ;    :   0.92
Of EPA's total work force, 63.5% percent or               Hispanic       *"" lndian      Pers w/Disab
                                                B|ack          ^         Women
 1 1,216 employees were at grades GS/GM 13-
 15. Minorities held 20.7% of the positions in this grade group, while women held 41 .0%.
 Minorities were represented at the GS/GM 13-15 level as follows: Blacks 1 1.5%, Hispanics 3.7%,
 Asians 4.9%, and American Indians 0.63%.

 There were 6,398 employees at the GS/GM- 13 level.  Minorities comprise 24.3% while women
 comprise 43.5%. Among minorities, Blacks held 13.4% of the positions, Hispanics 4.1%, Asians
 6.0%, and American Indians 0.84%. Minorities were 18.4% of the 3,007 employees at the GS/GM-
 14 level while women were 39.7%. Among minorities, Blacks held  10.0% of the positions,
 Hispanics 3.7%, Asians 4.2%, and American Indians 0.40%. Minorities represented 1 1 .7% of the
 1,81 1 employees at the GS/GM-15 level, while women comprised 34.3%. Among minorities,
 Blacks held 6.7% of the positions, Hispanics 2.3%, Asians 2.4%, and American Indians 0.22%.

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Of the 282 SES positions in EPA, 14.3% were held by minorities and 30.5% by women.  Among
minorities, Blacks held 8.5% of the positions, Hispanics 3.9%, Asians 2.1%, and American Indians
0.35%.

Of the 1,594 supervisory and managerial positions in EPA, 15.1% were held by minorities and
34.6% by women. Among the minorities, Blacks occupied 8.7% of the positions, Hispanics 3.4%,
Asians 2.9%, and American Indians 0.12%.

PROFESSIONAL POSITIONS: EPA had 8,531 employees in the Professional job category,
comprising 48.3% 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 3 Hispanics, 1 American Indian, and 19  women in the Economist
series 110; 5 Hispanics, 33 Asians, and 25 women in the Biologist series 401; 4 Hispanics, 1
American Indian, and 13 women in the Toxicologist series 415; 6 Hispanics and 1 woman in the
Accountant series 510; 5 Hispanics and 15 women in the Auditor series 511; 4 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 women in the Chemical Engineer series; and no
Hispanics or American Indian women in the Geologist series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Environmental
Engineer
Series 8 19
Total: 2066
Attorney
Series 905
x*i. in/i A
Physical
Scientist
Series 1301
Total: 2031

Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
BLACK
3.4
154
71
+83
3.4
90
36
+54
4.6
140
94
+46
HISPANIC
3.0
147
62
+85
2.5
50
26
+24
1.9
80
39
+41
ASIAN
7.5
214
155
+59
1.4
50
15
+35
3.3
93
68
+26
AMERICAN
INDIAN
0.3
9
7
+2
0.2
8
3
+5
0.4
16
9
+7
WOMEN
9.8
585
203
+382
24.5
497
255
+242
29.0
710
589
+121

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Chemical
Engineer
Series 893
Total: 155
Economist
Series 01 10
Total: 114
Biologist
Series 0401
Total: 730
Toxicologist
Series 04 15
Total: 166
Accountant
Series 05 10
Total: 171
Auditor
Series 05 11
Total: 21 7
Contract/
Procurement
Series 11 02
Total: 302
Chemist
Series 1320
Total: 61 7
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
6
6
0
3.9
52
29
+23
3.9
9
7
+2
6.7
43
12
+31
6.7
48
15
+33
5.6
91
17
+74
6.1
34
38
-4
2.8
11
5
+6
2.8
1
4
-3
3.2
19
24
-5
3.7
3
7
-4
4.2
2
8
-6
4.2
5
10
-5
3.5
12
11
+1
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
12
12
0
5.4
4
17
-13
9.8
64
61
+3
0.1
1
1
0
0.2
0
1
-1
0.4
8
3
+5
0.2
0
1
-1
0.3
1
1
0
0.3
1
1
0
0.4
3
2
+1
0.2
3
2
+l
ll.l
46
18
+28
43.9
32
51
-19
41.7
280
305
-25
42.7
58
71
-13
52.7
90
91
-1
52.7
100
115
-15
37.0
183
112
+71
27.4
208
170
+38

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Geologist
Series 1350
Total: 100
Percent CLF
# On board
# Parity
# Difference
1.1
4
2
+2
2.4
0
3
-3
1.8
3
2
+l
0.3
1
1
0
14.4
17
15
+2
*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 76.2% or 6,503 employees of EPA's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 17.6% of the positions and
women held 33.1%. Among minorities, Blacks held 7.1% of the positions, Hispanics 3.8%, Asians
6.2%, and American Indians 0.50%.

ADMINISTRATIVE POSITIONS: EPA had 7,414 employees in the Administrative job
category, comprising 41.9% 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 37 Hispanics in the Environmental Protection Specialist series; 2
Asians hi the Personnel Management Specialist series; 8 Hispanics, 4 Asians and 1 American Indian
in the General Administration series; 5 Hispanics and 67 women in the Computer Specialist series;
1 Black, 10 Hispanics, 1 Asian, 1 American Indian, and 63 women in the Program Manager series;
27 Hispanics, 8 Asians and 1 American Indian in the Management Analyst series; 2 Hispanics in the
Public Affairs series; and 1 Hispanic, 2 Asians, 1 American Indian and 58 women in the Criminal
Investigator series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30,2000
SERIES
Environmental
Protection
Specialist
Series 028
Total: 2779
Personnel
Management
Soeciaiist
Series 201
Total: 145
General
Administration
Series 301
Total: 891

Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
it Parifv*
# Difference
BLACK
8.9
428
248
+180
8.9
68
13
+55
8.9
270
80
+190
HISPANIC
5.2
108
145
-37
5.2
U
8
+6
5.2
39
47
-8
ASIAN
2.8
110
78
+32
2.8
^
5
-2
2.8
21
->
-4
AMERICAN
INDIAN
0.5
42
14
+28
0.5
i
1
0
0.5
4
c
-1
WOMEN
50.
1589
1390
+199
50.
11/1
73
+41
50.
606
A Af
-r-TU
+ 160

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Computer
Specialist
Series 334
Total: 554
Program
Manager
Series 0340
Total: 410
Management
Analyst
Series 0343
Total: 1421
Accouning
Clerical
Series 0501
Total: 148
Public Affairs
Series 1035
Total: 143
General Business
Series 1101
Total: 133
Criminal
Investigator
Series 1811
Total: 233
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
113
50
+63
8.9
36
37
-1
8.9
410
127
+283
8.9
63
14
+49
8.9
22
13
+9
8.9
43
12
+31
8.9
27
21
+6
5.2
24
29
-5
5.2
12
22
-10
5.2
45
74
-29
5.2
8
8
0
5.2
6
8
-2
5.2
8
7
1
5.2
12
13
-1
2.8
47
16
+31
2.8
11
12
-1
2.8
32
40
-8
2.8
7
5
+2
2.8
5
5
0
2.8
5
4
+1
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
1
2
-1
50.
210
277
-67
50.
142
205
-63
50.
983
711
+272
50.
112
74
+38
50.
87
72
+15
50.
101
67
+34
50.
59
117
-58
*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 63.6% or 4,713 employees of EPA's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 24.9% of the
positions and women held 51.9%. Among minorities, Blacks held 17.5% of the positions,
Hispanics 3.4%, Asians 3.2%, and American Indians 0.78%.

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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 September 30, 2000,163 EPA employees, or 0.92%, had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,2000:  The reference period
of September 30, 1997 to September 30, 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 1.3% or 225 employees in its total work force (from 17,445 to 17,670).
The representation of minorities increased from 26.7% to 28.7%, however, the representation of
women increased from 49.4% to 50.0%. There was a net increase of 130 Blacks, 87 Hispanics, 141
Asians, 42 American Indians, and 222 women.

In Professional occupations, there was an increase of 1.1% or 93 employees (from 8,438 to 8,531).
Minority representation increased from 18.7% to 20.3%, and the representation of women increased
from 34.3% to 35.3%.  There was a net increase of 7 Blacks, 36 Hispanics, 84 Asians, 23 American
Indians, and 119 women.

In Administrative occupations, there was an increase 7.4% or 546 employees (from 6,868 to 7,414).
Minority representation increased from 27.1% to 31.0% and the representation of women increased
from 56.2% to 58.6%.  There was a net increase of 302 Blacks, 64 Hispanics, 49 Asians, 22
American Indians, and 480 women.

At the GS/GM-13 level, there was an increase of 14.9% or 953 employees (from 5,445 to 6,398).
Minority representation increased from 21.4% to 24.3% and the representation of women increased
from 42.0% to 43.5%.  There was a net increase of 203 Blacks, 48 Hispanics, 112 Asians, 28
American Indians, and 500 women.

At the GS/GM-14 level, there was an increase of 10.5% or 315 employees (from 2,692 to 3,007).
Minority representation increased from 13.9% to 18.4% and the representation of women increased
from 37.4% to 39.7%.  There was a net increase of 83 Blacks, 48 Hispanics, 44 Asians, and 6
American Indians, and 187 women.

At the GS/GM-15 level, there was an increase of 16.3% or 295 employees (from 1,516 to 1,811).
Minority representation increased from 10.3% to 11.7% and the representation of women increased
from 30.6% to 34.3%.  There was a net increase of 39 Blacks, 9 Hispanics, 6 Asians, 1 American
Indian, and 157  women.

At the SES level there was an increase of 7.8% or 22 employees (from 260 to 282).  Minority
representation increased from 8.8% to 14.9% and the representation of women increased from
26.9% to 30.5%. There was a net increase of 7 Blacks, 9 Hispanics, 4 Asians, and 16 women, while
       an 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 15.1% and women increased
from 34.1% to 34.6%.  There was a net increase of 13 Blacks, 16 Hispanics, 4 Asians, 9 women,
while American Indians decreased by 3.

Employees with targeted disabilities had a net increase of 15 (from 148 to 163). Their
representation in the total work force increased from 0.83% to 0.92%.

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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 (88.5%) 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/GM13-15 and SES
positions are provided for information only.
OVERVIEW:  As of September 30, 2000, there
were 461 employees in AO. Minorities occupied
38.4% of AO's positions, while women occupied
63.1 %.  Blacks held 31.9% of AO's positions,
Hispanics 2.4%, Asians 3.7%, American Indians
0.43%, and Persons with Targeted Disabilities
1.3%. American Indian men were absent from
the work force.  Chart 1 shows the percent
distribution of the protected groups of AO's total
work force.
CHART 1. WORK FORCE COMPOSITION
           Percent Protected Groups
70-
60-
-
50-
40-
L 31.9
30 I- I ~]
- !  l
20 - ' ]
\ \
10- ! I
- I ,2'4. .3'7 0.43
0   	 ' 	 ' 	
63.1























1.3

        Hispanic       Amer. Indian      Pers w/Disab.
  Black          Asian         Women
Of AO's total work force, 60.1% percent or 277 employees were at grades GS/GM 13-15.
Minorities held 25.3% of the positions in this grade group, while women held 54.5%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 17%, Hispanics 3.2%, Asians 4.7%,
and American Indians 0.36%.  There were no American Indian men in this grade group.

There were 81 employees at the GS/GM-13 level. Minorities comprised 42.0% and women
comprised 66.7%. Among minorities, Blacks held 30.9% of the positions, Hispanics 3.7%, and
Asians 7.4%. There were no American Indian men or women at this level.  Minorities were 19.0%
of the 116 employees at the GS/GM-14 level and women are 55.2%. Among minorities, Blacks
held 11.2% of the positions, Hispanics 2.6%, Asians 4.3%, and American Indians 0.86%. There
were no American Indian men. Minorities represented 17.5% of the 80 employees at the

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 GS/GM-15 level, while women comprised 41.3%. Among minorities, Blacks held 11.3% of the
 positions, Hispanics 3.8%, and Asians 2.5%. There were no American Indian men, or American
 Indian women at this level.

 Of the 20 SES positions in AO, 30.0% were held by minorities and 45.0% by women. Among
 minorities, Blacks held 20.0% of the positions and Hispanics held  10.0%. There were no Asian
 men, Asian women, American Indian men, or American Indian women in SES positions.

 Of the 35 supervisory and managerial positions in AO, 20.0% were held by minorities and 45.7% by
 women.  Among the minorities, 14.3% of the positions were occupied by Blacks and 2.9% by
 Hispanics. There were no Hispanic women, Asian men, American Indian men, or American Indian
 women in supervisory and managerial positions.

 PROFESSIONAL POSITIONS: AO had 100 employees in the Professional job category,
 comprising 21.7% 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 and Economist series 110.  Under representation in this job series can be eliminated with
 the addition of 1 American Indian and 1  Black, 1 Hispanic, 1 American Indian and 4 women
 Economist. There were no Black women, Hispanics, Asian women or American Indians in the
 Economist series and no Black men, Hispanic women or American Indians in the Attorney series.

 Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Attorney
Series
905
Total 32
Economist
Series
110
Total 28

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
2
2
0
4.6
1
2
-1
HISPANIC
2.5
2
1
+1
2.8
0
1
-1
ASIAN
1.4
3
1
+2
3.2
2
1
+ 1
AMERICAN
INDIAN
0.2
0
1
-1
0.2
0
1
-1
WOMEN
24.5
12
8
+4
43.9
9
13
-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.

An analysis by grade level shows that 75.0 % or 75 employees of AO's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 12.0% of the positions and
women held 32.0%. Among minorities, Blacks held 2.6% of the positions, Hispanics 2.6%, and
Asians 6.7%. There were no Hispanic women, American Indian men, or American Indian women
in this grade group.

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ADMINISTRATIVE POSITIONS:  AO had 308 employees in the Administrative job category,
comprising 66.8% 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
4 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.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30,2000
SERIES
Env.Prot.S
Series
028
Total 66
Gen.Admi
Series
301
Total 107
Mgmt.Ana
Series
343
Total 86

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
10
6
+4
8.9
42
10
+32
8.9
29
8
+21
HISPANIC
5.2
0
4
-4
5.2
3
6
-3
5.2
3
5
-2
ASIAN
2.8
5
2
+3
2.8
0
3
-3
2.8
3
3
0
AMERICAN
INDIAN
0.5
0
1
-1
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50.0
40
33
+7
50.0
82
54
+28
50.0
61
43
+18
*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 65.6% or 202 employees of AO's Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 30.2% of the positions and
women held 62.9%. Among minorities, Blacks held 22.3% of the positions, Hispanics 3.5%,
Asians 4.0%, and American Indians 0.50%. There were no American Indian men in this grade
group.

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 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 September 30,2000, 6 AO employees or 1.3%  had targeted disabilities; therefore, this group
 was under represented.

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

 AO had a net increase of 37.1% or 171 employees in  its total work force (from 290 to 461). The
 representation of minorities decreased from 42.1% to 38.4% and the representation for women
 decreased from 66.6% to 63.1%.  There was a net increase of 40 Blacks, 3 Hispanics, 10 Asians, 2
 American Indians and 98 women. There were no American Indian men as of September 30, 2000.

 In Professional occupations, there was an increase of 52.0% or 52 employees (from 48 to 100).
 Minority representation increased from 12.5% to 13.0% while the representation for women
 decreased from 35.4% to 34.0%.  There was a net increase of 2 Blacks, 1 Hispanic, 4 Asians and 17
 women.  There were no Hispanic women, American  Indian men, or American Indian women in
 Professional occupations as of September 30, 2000.

 In Administrative occupations, there was an increase  of 39.3% or 121 employees (from 187 to 308).
 Minority representation decreased from 40.1% to 39.9% and the representation for women
 decreased from 69.0% to 68.5%.  There was a net increase of 40 Blacks, 2 Hispanics, 5 Asians, 1
 American Indian and 82 women.  There were no American Indian men in Administrative
 occupations as of September 30, 2000.

 At the GS/GM-13 level, there was an increase of 53.1% or 43 employees (from 38 to 81). Minority
 representation increased from 34.2% to 42.0% and the representation for women decreased from
 76.3% to 66.7%. There was a net increase of 17 Blacks, 4 Asians and 25 women, while Hispanics
 remained the same at 3. There were no American Indians at this level as of September 30,2000.

 At the GS/GM-14 level, there was an increase of 50.0% or 58 employees (from 58 to  116). The
 percentage of minorities decreased from 27.6% to 19.0% and the percentage lor women decreased
 from 67.2% to 55.2%.  There was a net increase of 1  Black, 1 Hispanic, 3 Asians, 1 American
 Indian and 25 women.  There were no American Indian men at this level as of September 30, 2000.

 At the GS/GM-15 level, there was an increase of 55.0% or 44 employees (from 36 to 80). The
 percentage of minorities decreased from 19.5% to 17.5% and the percentage for women increased
 from 33.3% to 41.3%.  There was a net increase of 5  Blacks, 1  Hispanic, 1 Asian and 21 women.
 There were no American Indian men, or American Indian women at this ievei as of
 September 30, 2000.

-------
The SES members increased by 15.0% or 3 employees (from 17 to 20). The representation of
minorities increased from 17.6% to 30.0% and the representation for women increased from 29.4%
to 45.0%. There was a net gain of 1 Black, 2 Hispanics, and 4 women.  Asian men, Asian women,
American Indian men, and American Indian women were absent at the SES level as of
September 30, 2000.

There was a increase of 17.1% or 6 employees (from 29 to 35) in supervisory and managerial
positions.  Minority representation decreased from 31.0% to 20.0%, while the representation for
women increased from 44.8% to 45.7%. There was a net increase of 1 Hispanic and 3 women,
while there was a net decrease of 3 Blacks. Asians remained the same at 1. There were no Hispanic
women, Asian men, American Indian men, or American Indian women in these positions as of
September 30, 2000.

Employees with targeted disabilities remained the same at 6 employees. Their representation in the
total work force decreased from 2.1 % to 1.3%.

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

This summary presents a "workforce 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 (89.0%) of
OAR'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 September 30, 2000 , there
were 1,295 employees in the OAR. Minorities
occupied 20.2% of OAR's positions while
women occupied 45.3%. Blacks held 12.9% of
OAR's positions, Hispanics 2.9%, Asians 3.8%,
American Indians 0.61% and Persons with
Targeted Disabilities 0.85%. Chart 1  shows the
percent distribution of the protected groups of
OAR's total work force.
50
CHART 1.  WORK FORCE COMPOSITION
           Percent Protected Groups
                            45.3
40,-
30-
20,-
    12.9
101-
          2.9
                 3.8
                                                                     0.61
                                                                                 0.85
                                                       Hispanic       Amer. Indian      Pens. w/Disab
                                                 Black          Asian         Women
Of OAR's total work force, 69.7% or 903
employees were at grades GS/GM 13-15.
Minorities held 15.5% of the positions in this grade group, while women held 38.4%.  Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 8.6%, Hispanics 3.0%, Asians 3.7%,
and American Indians 0.22%.

There were 568 employees at the GS/GM-13 level; minorities comprised 19.2% and women 39.8%.
Among minorities, Blacks held 10.7% of the positions, Hispanics 3.0%, Asians 5.1%, and American
Indians 0.36%. Minorities were 14.6 of the 165 employees at the GS/GM-14 level and women
40.6%. Among minorities, Blacks held 7.9% of the positions, Hispanics 4.2%, and Asians 2.4%.
There were no American Indians at this level. Minorities represented 4.1% of the 170 employees at
the GS/GM-15 level, while women comprised 31.8%. 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 112 supervisory and managerial positions in OAR, 7.2% were held by minorities and 38.4%
by women. Among the minorities, 3.6% of the positions were occupied by Blacks, 1.8% by
Hispanics and 1.8% 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 576 employees in the Professional job category,
comprising 44.5% 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; 1 Hispanic Physical Scientists and 1 Hispanic, 1 American Indian and
4 women Economist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Envir. Engr.
Series
819
Total 197
Mech. Engr.
Series
830
Total 77
Phy. Sci.
Series
1301
Total 130
Economist
Series
110
Total 27

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
3.4
15
7
+8
2.7
3
3
0
4.6
10
6
+4
4.6
3
2
+1
HISPANIC
3.0
8
6
-2
2.4
2
2
0
1.9
2
3
-1
2.8
0
1
-1
ASIAN
7.5
10
15
-5
5.9
0
5
-5
3.3
7
5
+2
3.2
2
1
+ 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
6
5
+1
29
48
38
+10
43.9
8
12
-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.

An analysis by grade level shows that 83.2% or 479 employees of OAR's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 12.5% of the positions and
women held 24.2%. Among minorities, Blacks held 5.2% of the positions, Hispanics 2.7%, Asians
4.2%, and American Indians 0.42%.

ADMINISTRATIVE POSITIONS - OAR had 577 employees in the Administrative job category,
comprising 44.6% 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 6 Black, 2 Hispanic and 1 American Indian Environmental Protection
Specialist; 3 Hispanic and 1 American Indian in the General Administration series; 2 Hispanic, 1
American Indian and 1  woman Computer Specialist; 3 Hispanic and 1 Asian Management Analysis.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Env. Prot.
Series
028
Total 280
Gen. Admin.
Series
301
Total 61
Comp.Spec.
Series
334
Total 41
MgmtAnlys.
Series
343
Total 150

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
19
25
-6
8.9
11
6
+5
8.9
5
4
+1
8.9
37
14
+24
HISPANIC
5.2
13
15
-2
5.2
1
4
-3
5.2
1
3
-2
5.2
5
8
-3
ASIAN
2.8
8
8
0
2.8
2
2
0
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
141
140
+1
50.0
41
31
+10
50.0
20
21
-1
50.0
108
75
+33
* 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.
                                                                U.S. EPA Headquarters Library
                                                                       Mail code 3201
                                                                1200 Pennsylvania Avenue NW
                                                                   Washington DC 20460

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 Further analysis by grade level shows that 73.5% or 424 employees of OAR's administrative work
 force were at grades GS/GM 13-15. Of this grade group, minorities held 18.9% of the positions and
 women held 54.5%. Among minorities, Blacks held 12.5% of the positions, Hispanics 3.3%, and
 Asians 3.1%. 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 OPM Standard Form 256, Self-Identification of Handicap).

 As of September 30,2000 ,11 OAR employees or 0.85% had targeted disabilities, therefore, this
 group was under represented.

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

 OAR had a net increase of 2.5% or 33 employees in its total work force (from 1,262  to 1,295). The
 representation of minorities increased from 18.2% to 20.2% and the representation for women
 increased from 45.0% to 45.3%.  There was a net increase of 13  Blacks, 7 Hispanics, 10 Asians,  1
 American Indian and 18 women.

 In Professional occupations, employee representation decreased  by 1.5% or 9 employees (from 585
 to 576). Minority representation increased from 12.8% to 15.0%, and the representation for women
 decreased from  27.2% to 26.7%.  There was a net increase of 5 Blacks, 2 Hispanics,  1  Asian and 3
 American Indians, while there was a net decrease of 5 women.

 In Administrative occupations, there was an increase of 12.3% or 71 employees (from  506 to 577).
 Minority representation increased from 19.6%  to 20.6% and the  representation for women increased
 from 56.7% to 57.7%. There was a net increase of 6 Blacks, 7 Hispanics, 8 Asians and 46 women,
 while there was a net decrease of 1 American Indian. There were no American Indian  men as of
 September 30, 2000.

At the GS/GM-13 level, there was an increase of 11.3% or 64 employees (from 504 to  568).
Minority representation increased from 17.7% to 19.2% and the representation for women decreased
from 40.5% to 39.8%. There was a net increase of 13 Blacks,  1 Hispanic, 5 Asians, 1 American
Indian and 22 women.

At the GS/GM-14 level, there was a net increase of 26.7% or 44 employees (from 121 to 165).  The
percentage of minorities increased from 5.8% to 14.6% and the percentage for women increased
from 36.4% to 40.6%. There was a net increase of 9 Blacks. 5 Hispanics. 4 Asians and 73 women,
while there was  a net decrease of 1 American Indian. There were no American Indians at this level
as of September 30, 2000.

-------
At the GS/GM-15 level, there was an increase of 7.1% or 12 employees (from 158 to 170). The
percentage of minorities decreased from 5.1% to 4.1% while the percentage for women increased
from 31.0% to 31.8%. There was a net increase of 1 Hispanic and 5 women, while there was a net
decrease of 2 Blacks. There were no Hispanic men, Asians or American Indians at this level as of
September 30, 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 September 30, 2000.

There was a decrease of 2.6% or 3 employees in supervisory and managerial positions (from 115 to
112). Minority representation increased from 5.2% to 7.1%, while the representation for women
increased from 33.0% to 38.4%. There was a net increase of 2 Asians and 5 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 September 30, 2000.

Employees with targeted disabilities increased by  18.2% or 2 employees (from 9 to 11). Their
representation of the total work force decreased from 0.71% to 0.85%.

-------
                   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 (88.5%) of OARM'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 September 30,2000, there
were 772 employees in the OARM. Minorities
occupied 46.9% of OARM's positions, while
women occupied 61.4%. Among minorities,
Blacks held 40.7% of OARM's positions,
Hispanics 4.0%, Asians 1.8%, American Indians
0.39%, and Persons with Targeted Disabilities
1.4%. Chart 1 shows the percent distribution of
the protected groups of OARM's total work
force.
CHART 1.  WORK FORCE COMPOSITION
           Percent Protected Groups
70-
'-
60 '-

50-
- 40.7
40 : 
30- ;
20- |
10- :

Oi
	 1


61.4

I
i
I
!
i
i
t
I

18 Q 29 1 4

Hispanic Amer. Indian Pers. w/Disat
                                                 Black
Of OARM's total work force 62.0% percent or 479 employees were at grades GS/GM 13-15.
Minorities held 38.0 of the positions in this grade group, while women held 54.7%. Minorities were
represented at the GS/GM 13-15 level as follows: Blacks 31.3%, Hispanics 4.6%, Asians 1.9%, and
American Indians 0.20%.

There were 210 employees at the GS/GM-13 level. Minorities comprised 45.7% and women
comprised 65.7%.  Among minorities, Blacks held 39.1% of the positions, Hispanics 4.3% and
Asians 2.4%. There were no American Indians at this level. Minorities, were 34.3% of the 169
employees at the GS/GM-14 level and women were 46.8%.  Among minorities, Blacks held 27.2%
of the positions, Hispanics 5.3%, Asians 1.2%, and American Indians 0.59%. There were no
American Indian women at this level.  Minorities represented 28.0% of thelOO employees at the
GS/GM-15 level, while women comprised 45.0%. Among minorities, Blacks held 22.0% of the
positions, Hispanics 4.0%, and Asians 2.0%. There were no Asian men American Indian men or

-------
American Indian women at this level.
Of the 14 SES positions in OARM, 21.4% were held by minorities and 21.4% by women.  Among
the minorities, Blacks held 7.1% of the positions and Hispanics held 14.3%.  There were no Black
women, Hispanic women, Asian men, Asian women, American Indian men, or American Indian
women in SES positions.

Of the 73 supervisory and managerial positions in OARM, 28.8% were held by minorities and
43.8% by women. Among the minorities, 21.9% of the positions were occupied by Blacks, 4.1% by
Hispanics, and 2.7% by Asians. There were no Asian men, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  OARM had 263 employees in the Professional job category,
comprising 34.1% 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 1 Hispanic, 3 Asians and 1 American Indian.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Contr. &Proc.
Series
1102
Total 202

Percent CLF
# On Board
# Parity*
# Difference
BLACK
5.1
71
11
+60
HISPANIC
4.2
8
9
-1
ASIAN
2.1
2
5
-3
AMERICAN
INDIAN
0.4
0
1
-1
WOMEN
45.9
128
93
+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.

An analysis by grade level shows that 69.28 % or 182 employees of OARM's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 30.7% of the positions
and women held 49.5%. Among minorities, Blacks held 23.6% of the positions, Hispanics 4.9%,
and Asians 2.2%.  There were no American Indian men or American Indian women in this grade
group.

ADMINISTRATIVE POSITIONS: OARM had 420 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: September 30, 2000
SERIES
Per. Mgmt.
Series
201
Total 79
Gen. Admin.
Series
301
Total 48
Comp.Spec.
Series
334
Total 35
Supp.Srv.Ad
Series
342
Total 28
Mgmt Ana.
Series
343
Total 107
Gen. Bus.
Series
1101
Total 35

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
8
+38
8.9
22
5
+17
8.9
9
4
+5
8.9
20
3
+17
8.9
26
10
+16
8.9
16
4
+12
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
3
2
+ 1
ASIAN
2.8
1
3
-2
2.8
0
2
-2
2.8
0
1
-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
40
+23
50.0
30
24
+6
50.0
19
18
+1
50.0
17
14
+3
50.0
60
54
+6
50.0
25
18
+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 70.7% or 297 employees of OARM's Administrative
 work force were at grades GS/GM 13-15. Of this grade group, minorities held 42.4% of the
 positions and women held 57.9%. Among minorities, Blacks held 36.0% of the positions,
 Hispanics 4.4%, Asians 1.7%, and American Indians 0.33%.

 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 September 30,2000, 11 OARM employees or 1.4% had targeted disabilities; therefore, this
 group was under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,2000: The reference period
 of September 30, 1997 to September 30, 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 27.5% or 212 employees in its total work force (from 983 to 771).
 The representation of minorities increased from 41.7% to 47.0% and the representation for women
 increased from 57.6% to 61.5%. There was a net increase of 3 Hispanics and 1 American Indian.
 There was a net decrease of 52 Blacks and 92 women, while Asians remained the same at 14.

 In Professional occupations, there was a decrease of 9.5% or 25 employees (from 288 to 263).
 Minority representation increased from 37.5% to 39.9% and the representation for women increased
 from 55.6% to 56.7%.  There was a net increase of 2 Hispanics and 2 Asians, while there was a net
 decrease of 6 Blacks, 11 women and 1 American Indian.  There ere no American Indian men as of
 September 30, 2000.

 In Administrative occupations, there was a decrease of 36.0% or 151 employees (from 571 to 420).
 Minority representation increased from 38.4% to 46.7% and the representation for women increased
 from 54.3% to 61.2%.  There was a net increase of 1 Hispanic  and 3 American Indians and a net
 decrease of 24 Blacks, 3 Asians and 43 women. Hispanics remained the same at 17, respectively.

 At the GS/GM-13  level, there was a decrease of 12.0% or  44 employees (from 254 to 210).
 Minority representation increased from 41.3% to 45.7% and the representation for women increased
 from 60.2% to 65.7%.  There was a net decrease of 3 Blacks, 4 Hispanics, 2 Asians and  15 women.
 There were no American Indians at this level  as of September 30, 2000.

 At the GS/GM-14  level, the number of employees decreased by 27.2% or 46 employees (from 215
 to 169). The percentage of minorities increased from 27.9% to 34.3%, while the percentage for
 women decreased from 47.9% to 46.8%. There was a net increase of 5 Hispanics and 1 American
 Indian, while there was a net decrease of 7 Blacks,  1 Asian and 24 women. There were no Asian
 women or American Indian women at this level as of September 30, 2000.

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At the GS/GM-15 level, there was a decrease of 17.0% or 17 employees (from 117 to 100). The
percentage of minorities increased from 21.4% to 28.0% and the percentage for women increased
from 31.6% to 45.0%. There was a net increase of 2 Blacks, 1 Asian and 8 women, while Hispanics
remained the same at 4. There were no Asian men, American Indian men or American Indian
women at this level as of September 30, 2000.

The SES members decreased by 33.3% or 7 employees (from 21 to 14). The representation of
minorities increased from 4.8% to 21.4% and the representation for women increased from 19.1% to
21.4%. There was a net increase of 1 Black and 1 Hispanic. Women decreased by 1.  Black
women, Hispanic women, Asian men, Asian women, American Indian men, and American Indian
women were absent at the SES level as of September 30, 2000.

There was a.decrease of 28.8% or 21 employees (from 94 to 73) in supervisory and managerial
positions. Minority representation increased from 22.3% to 28.8%, while the representation of
women increased from 34.0% to 43.8%. There was a net decrease of 1 Black, while Hispanics and
women remained the same at 3 and 32, respectively. Asians increased by 1. There were no Asian
men, American Indian men, or American Indian women in these positions as of
September 30,2000.

Employees with targeted disabilities decreased by 45.5% or 5 employees (from 16 to 11). Their
representation in the total work force decreased from 1.6% to 1.4%.

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                   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 (84.8%)
of OCFO'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 September 30, 2000,
there were 322 employees in OCFO.
Minorities occupied 43.5% of the positions
while women occupied 63.4%.  Blacks
held 37.0% of the positions, Hispanics
2.8%, Asians 3.7%, and Persons with
Targeted Disabilities 2.2%.  There were no
American Indians in OCFO's work force.
Chart 1 shows the percent distribution of
the protected groups in the total work
force.
 CHART 1. WORK FORCE COMPOSITION
             Percent Protected Groups
                              63.4
70 r
60p

50:-
40;-

30!-
    37
                                    2.2
         Hispanic       Amer. Indian     Pers. w/Disab
   Black         Asian          Women
Of OCFO's total work force, 57.1% or 184 employees were at grades GS/GM 13-15. Minorities
held 34.2% 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 25.5%, Hispanics 3.3%, and Asians 5.4%.
There were no American Indians in this grade group.

There were 77 employees at the GS/GM-13 level. Minorities comprised 46.8% while women
comprised 66.2%.  Among minorities, Blacks held 35.1% of the positions, Hispanics 1.3%, and
Asians 10.4%. There were no Hispanic women or American Indians at this grade level.  Minorities
were 34.4% of the 64 employees at the GS/GM-14 level while women were 59.4%.  Among
minorities, Blacks held 26.6% of the positions, Hispanics 6.3%, and Asians 1.6%. There were no
Asian women or American Indians at this grade level. Minorities represented 11.6% of the 43
employees at the GS/GM-15 level, while women comprised 30.2%. Among minorities, Blacks held

-------
7.0% of the positions, Hispanics 2.3%, and Asians 2.3%. 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 28 supervisory and managerial positions in OCFO, 25.0% were held by minorities and 25.0%
by women. Among the minorities, 21.4% 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 94 employees in the Professional job category,
comprising 29.2% 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 and 1 American Indian Accountant.

Table 1. Most Populous Professional Occupation by Race, Hispanic Origin, and Women: September 30,2000
SERIES
Acct
Series 05 10
Total 88

Percent CLF
# On Board
# Parity*
# Difference
BLACK
6.7
29
6
+23
HISPANIC
4.2
1
4
-3
ASIAN
5.4
5
5
0
AMERICAN
INDIAN
0.3
0
1
-1
WOMEN
52.7
49
47
+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.

An analysis by grade level shows that 77.7% or 73 employees of OCFO's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 38.4% of the positions and
women held 56.2%. Among minorities, Blacks held 30.1% of the positions, Hispanics 1.4%, and
Asians 6.8%. There were no American Indians in this grade group.

ADMINISTRATIVE POSITIONS:  OCFO had 179 employees in the Administrative job
category, comprising 55.6% 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, 2 Asian and 1
American Indian Management Analysis, 1 Hispanic, 2 Asians and 1 American Indian General
Accounting Clerk, and 1 Hispanic,  1 American Indian and 2 women Computer Specialist.

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Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
MgmtAnlyst
Series
343
Total 73
Gen.Acctg..
Series
501
Total 56
Comp.Spec.
Series
334
Total 25

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
16
7
+9
8.9
28
5
+23
8.9
7
3
+4
HISPANIC
5.2
2
4
-2
5.2
2
3
-1
5.2
1
2
-1
ASIAN
2.8
1
3
-2
2.8
0
2
-2
2.8
3
1
+2
AMERICAN
INDIAN
0.5
0
1
-1
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50.0
43
37
+6
50.0
44
28
+16
50.0
11
13
-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 62.0% or 111 employees of OCFO's Administrative
 work force were at grades GS/GM 13-15. Of this grade group, minorities held 31.5% of the
 positions and women held 55.0%. Among minorities, Blacks held 22.5% of the positions,
 Hispanics 4.5%, and Asians 4.5%. 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 OPM Standard Form 256, Self-Identification of Handicap).

 As of September 30, 2000, 7 employees, or 2.2%, had targeted disabilities; therefore, this group was
 under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30, 2000: The reference period
 of September 30, 1997 to September 30, 2000 is used for the change analysis because it reflects the
 time period from the beginning of the Diversity Action Plan Initiative.
OCFO had a net increase of 2.5% or 8 employees in its total work force (from 314 to 322). The
representation of minorities decreased from 44.9% to 43.5% and the representation of women

-------
decreased from 64.0% to 63.4%. There was a net increase of 1 Hispanic and 3 women, while there
was a net decrease of 2 Blacks. Asians remained the same at 12, respectively.  There were no
American Indians as of September 30, 2000.

In Professional occupations, there was an decrease of 4.3% or 4 employees (from 98 to 94).
Minority representation increased from 35.7% to 38.3%, and the representation for women
increased from 54.1% to 55.3%. There was a net increase of 1 Black and a net decrease of 1
woman, while Hispanics and Asians remained the same at 1 and 5. There were no Hispanic women
or American Indians as of September 30, 2000.

In Administrative occupations, there was an increase of 14.5% or 26 employees (from  153 to 179).
Minority representation increased from 38.6% to 39.1%, while the representation for women
increased from 60.8% to 62.0%. There was a net increase of 10 Blacks, 1 Hispanic and 8 women,
while Asians remained  the same at 5, respectively. There were no American Indians as of
September 30, 2000.

At the GS/GM-13 level, there was a decrease of 1.3% or 1 employees (from 78 to 77).  Minority
representation increased from 42.3% to 46.8% and the representation of women decreased from
66.7% to 66.2%.  There was a net increase of 6 Blacks and 1 Asian, while there was a net decrease
of 4 Hispanics and 1 woman. There were no American Indians as of September 30, 2000.

At the GS/GM-14 level, there was an increase of 26.6% or 17 employees (from 47 to 64). The
percentage of minorities increased from 21.3% to 34.4%, while the percentage for women increased
from 38.3% to 59.4%.  There was a net increase of 8 Blacks, 4 Hispanics and 20 women, while
Asians remained the same at 1. There were no Asian women or American Indians as of
September 30, 2000.

At the GS/GM-15 level there was an increase of 30.2% or 13 employees (from 30 to 43). The
percentage of minorities decreased from 16.7% to 11.6% and the percentage of women decreased
from 36.7% to 30.2%. There was a net increase of 2 women, 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 September 30, 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 September 30, 2000.

Supervisory and managerial employees increased by 21.4% or 6 (from 22 to 28).  Minority
representation decreased from 22.7% to 25.0% and the representation of women decreased from
36.4% to 25.0%.  There was a net increase of 2 Blacks and a net decrease of 1 woman.  Hispanics
remained the same at 1. There were no Hispanic women, Asians or American Indians at this level
as of September 30, 2000.

Employees with targeted disabilities increased by 57.1% or 4 employees (from 3 to 7).  Their
representation in the total work force increased from 0.96% to 2.2%.

-------
                  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 September 30, 2000,
there were 893 employees in OECA.
Minorities occupied 26.3% of the positions
while women occupied 49.7%. Blacks held
18.1% of the positions, Hispanics 4.3%,
Asians 3.6%, American Indians 0.33%, and
Persons with Targeted Disabilities 0.44%.
Chart 1  shows the percent distribution of the
protected groups in OECA's total work force.
50-
40:-
301-
20- 18.1
       CHART 1. WORK FORCE COMPOSITION
             Percent Protected Groups
10-
                                                     4.3
                                                            3.6
                                                                  0.33
                                     0.44
                                                    Hispanic
                     Amer. Indian     Pers. w/Disat
                 Asian          Women
Of OECA's total work force, 78.4% or 700     	
employees were at grades GS/GM 13-15.          Black
Minorities held 21.3% of the positions in this
grade group while women held 44.0%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks  12.7%, Hispanics 4.4%, Asians 3.9%, and American Indians 0.28%.

There were 354 employees at the GS/GM-13 level.  Minorities held 30.5% of the GS/GM 13
level positions, while women held 44.4%.  Minorities were represented in this grade level as
follows: Blacks  18.6%, Hispanics 6.5%, Asians 4.8%, and American Indians 0.56%. There were
157 employees at the GS/GM-14 level. Minorities held 15.9% of the GS/GM 14 level positions,
while women held 50.3%. Minorities were represented as follows: Blacks 9.6%, Hispanics
3.2%, and Asians 3.2%. There were no American Indians at this grade level. There were 189
employees at the GS/GM-15 level. Minorities held  8.5% of the GS/GM 15 level positions, while
women held 38.1%. Minorities were represented as follows: Blacks 4.2%, Hispanics 1.6%, and
Asians 2.7%. There were no American Indians at this grade level.

-------
Of the 19 SES positions in OECA, 10.5% were held by minorities and 15.8% by women.
Among minorities, Blacks made up 10.5% 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
31.0% 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 302 employees in the Professional job category,
comprising 33.8% 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, 1 Hispanic and 1 American Indian Chemist.

There were no American Indians hi 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: September 30,2000
SERIES
Environmental
Engineer
Series 81 9
Total: 39
Attorney
Series 905
Total: 161
Physical
Scientist
Series livi
Total: 34
Chemist
Series 1320
Total: 35

Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# rarity
# Difference
BLACK
3.4%
5
2
+3
3.4%
8
6
+2
4.6%
3
2
+1
6.1%
1
*>
j
-2
HISPANIC
3.0%
2
2
0
2.5%
7
5
+2
1.9%
0
1
-1
3.2%
1
>
*
- 1
ASIAN
7.5%
3
3
0
1.4%
2
3
-1
3.3%
3
2
+1
9.8%
4
4
Q
AMERICAN
INDIAN
0.3%
0
1
-1
0.2%
1
1
0
0.4%
0
1
-1
0.2%
0
1
-1
WOMEN
9.8%
17
4
+13
24.5%
82
40
+42
29%
11
in
+ 1
27.4%
10
10
0

-------
* 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 93.7% or 283 of OECA's Professional employees were at
grades GS/GM 13-15. In this grade grouping, minorities held 16.3% of the positions and women
held 43.8%. Blacks held 6.0%, Hispanics 3.9%, Asians 6.0%, and American Indians 0.35%.
There were no American Indian men  in this grade group.

ADMINISTRATIVE POSITIONS: OECA had 520 employees in the Administrative job
category, comprising 58.2% 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 5 Hispanic Environmental
Protection Specialist and 4 women; 1  American Indian in the General Administration series; 5
Hispanic, 1 Asian and 1 American Indian Management Analysis; and 5 Black, 3 Asian and 48
women Criminal Investigators.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Env.Prot.
Series
028
Total 133
Gen.Admi
Series
301
Total 45
Mgmt.Ana
Series
343
Total 105
Crim.Inv
Series
1811
Total 180

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
17
12
+5
8.9
13
5
+8
8.9
47
10
+37
8.9
12
17
-5
HISPANIC
5.2
2
7
-5
5.2
5
3
+2
5.2
1
6
-5
5.2
11
10
+1
ASIAN
2.8
5
4
+1
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
71
67
-4
50.0
29
23
+6
50.0
79
53
+26
50.0
42
90
-48
* 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.

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Further analysis by grade level shows that 80.2% or 417 employees of OECA's Administrative
work force were at grades GS/GM 13-15. Minorities held 24.7% of the positions and women
held 44.1%.  Among the minorities, Blacks held 17.3% of the positions, Hispanics 4.8%, Asians
2.4%, and American Indians 0.23%.  There were no American Indian women.

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 (identifiedfrom OPMStandard Form 256, Self-Identification of Handicap).

As of September 30, 2000,4 OECA employees, or 0.44%, had targeted disabilities; therefore,
this group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,2000:  The reference
period of September 30, 1997, to September 30, 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 5.6% or 50 employees, in its total work force (from 943 to 893).
The representation of minorities increased from 25.5% to 26.3% and the representation of
women increased from 48.7% to 49.7%. There was a net increase of 4 Asians and a net decrease
of 8 Blacks,  1 Hispanic and 15 women. American Indians remained the same at 3.

In Professional occupations, the employee representation remained the same at 302.  Minority
representation remained the same at 16.2%. while the representation of women increased from
41.7% to 43.4%. There was a net increase of 5 women, while Blacks, Hispanics, Asians and
American Indians remained the same at 18,12,18 and 1, respectively.
There were no  American Indian men.

In Administrative occupations, there was a decrease of 5.4%, or 28 employees (from 548 to 520).
Minority representation increased from 23.9% to 26.0% while the representation of women
increased from 45.1% to 47.3%. There was a net increase of 2 Blacks and 4 Asians, while there
was a net decrease of 2 Hispanics and 1 woman. American Indians remained the same at 2.

At the GS/GM 13 level, there was an increase of 14.4% or 51 employees (from 303 to 354).
Minority representation increased from 22.8% to 30.5% while the representation of women
increased from 43.2% to 44.4%. There was a net increase of 21 Blacks, 12 Hispanics, 4 Asians,
2 American Indians and 26 women.

At the GS/GM 14 level, there was a decrease of 15.3% or 24 employees (from 181 to 157).
Minority representation increased from 9.9% to 15.9% while the representation of women
increased from 45.3% to 50.3%. There was a net increase of 3 Blacks, 1  Hispanic and  3 Asians,
v/hile there was a net decrease of 3 women. There were no American Indians at this level as of
September 30,  2000.

-------
At the GS/GM 15 level, there was an increase of 21.2% or 40 employees (from 149 to 189).
Minority representation decreased 10.1% to 8.5% while the representation of women increased
from 32.9% to 38.1%.  There was a net increase of 1 Black and 23 women, while Hispanics and
Asians remained the same at 3 and 5, respectively. There were no American Indians at this level
as of September 30, 2000.

The SES members remained the same at 19. The percentage of minorities increased from 5.3%
to 10.5% and the representation of women decreased from 26.3% to 15.8%. 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 September 30,2000.

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 31.0%. There was a net increase of 2 Blacks, 3 Hispanics,
while Asians remained the same at 2, respectively. Women decreased by 2. There were no
Hispanic women, Asian men or American Indians in these positions as of September 30,2000.

Employees with targeted disabilities remained the same at 4. Their representation in the total
work force increased from 0.42% to 0.44%.

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                   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 (94.5%)
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 September 30, 2000, there
were 363 employees in OEI. Minorities occupied
34.7% of OEI's positions, while women
occupied 54.0%.  Blacks held 26.5% of OEI's
positions, Hispanics 3.9%, Asians 3.9%,
American Indians 0.55%, and Persons with
Targeted Disabilities 0.82%. American Indian
men were absent from the work force. Chart 1
shows the percent distribution of the protected
groups of OEI's total work force.
60-
CHART 1.  WORK FORCE COMPOSITION
           Percent Protected Groups
                             54
50-
40 r-
30
  r ,26-5
20 \
10-
           3.9
                 3.9
                       0.55
                                    0.82
         Hispanic       Amer. Indian     Pers w/Disab.
    Black         Asian         Women
Of OEI's total work force, 78.2% percent or 284 employees were at grades GS/GM 13-15.
Minorities held 27.8% of the positions in this grade group, while women held 47.2%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 19.7%, Hispanics 4.6%, Asians
3.5%, and American Indians 0.35%.  There were no American Indian men in this grade group.

There were 104 employees at the GS/GM-13 level. Minorities comprised 41.3% and women
comprised 58.7%.  Among minorities, Blacks held 31.7% of the positions, Hispanics 4.8%, Asians
3.8% and American Indians 0.96%. There were no American Indian men.  Minorities were 22.6%
of the 106 employees at the GS/GM-14 level and women are 43.4%.  Among minorities, Blacks
held 15.1% of the positions, Hispanics 1.9% and Asians 5.7%.  There were no American Indians.
Minorities represented 17.6% of the 74  employees at the GS/GM-15 level, while women comprised
36.5%. Among minorities, Blacks held 9.5% of the positions and Hispanics 8.1%.  There were no
Asians, American Indians at this level.

-------
Of the 10 SES positions in OEI, 60.0% were held by women. There were no minorities in SES
positions.

Of the 42 supervisory and managerial positions in OEI, 19.0% were held by minorities and 52.4%
by women.  Among the minorities, 9.5% of the positions were occupied by Blacks and 9.5% by
Hispanics. There were no Asians or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OEI had 52 employees in the Professional job category,
comprising  14.3% 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 96.2 % or 50 employees of OEI'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 44.0%.  Among minorities, Blacks held 14.0% of the positions, Hispanics 2.0%, and
Asians 6.0%. There were no Hispanic women, American Indian men, or American Indian women
in this grade group.

ADMINISTRATIVE POSITIONS: OEI had 291 employees in the Administrative job category,
comprising  80.1% 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 2 Hispanic and 1 American Indian in the General
Administration series; 1 American Indian and  17 women Computer Specialist; and 2 Hispanics and
2 Asian Management Analysis.
Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Env.Prot.8
Series
028
Total 44
Gen. Ad mi
Series
301
Total 43

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
4
4
0
8.9
17
4
+ 13
HISPANIC
5.2
3
3
0
5.2
1
3
-2
ASIAN
2.8
2
2
0
2.8
2
2
 0
AMERICAN
INDIAN
0.5
1
1
0
0.5
0
1
-1
WOMEN
50.0
29
22
-i-7
50.0
32
22
-t-iu

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Comp.Spe
Series
334
Total 109
Mgmt.Ana
Series
343
Total 80
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
8.9
29
10
+19
8.9
22
8
+14
5.2
6
6
0
5.2
3
5
-2
2.8
6
4
+2
2.8
1
3
-2
0.5
0
1
-1
0.5
1
1
0
50.0
38
55
-17
50.0
46
40
+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 80.4% or 234 employees of OEI's Administrative work
 force were at grades GS/GM 13-15. Of this grade group, minorities held 29.5% of the positions and
 women held 47.9%.  Among minorities, Blacks held 20.9 of the positions, Hispanics 5.1%, Asians
 3.0%, and American Indians 0.42%.  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 September 30, 2000, 3 OEI employees or 0.82% had targeted disabilities; therefore, this group
 was under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO  SEPTEMBER 30,2000:  The reference period
 of September 30, 1997 to September 30, 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.

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                   U.S. ENVIRONMENTAL PROTECTION AGENCY
                           OFFICE OF GENERAL COUNSEL

This summary presents a workforce 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 (91.1%) of
OGC'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 September 30, 2000, there    CHART 1. WORK FORCE COMPOSITION
were 192 employees in OGC. Minorities                    percent protected Groups
           r                                  50r
occupied 30.2% of OGC's positions while women    j-
occupied 50.0%.  Blacks held 21.4% of OGC's      "t
positions, Hispanics 2.1%, Asians 6.3%, and
American Indians  0.52%.  There were no Persons    20-
with Targeted Disabilities in  OGC's work force.    10L |  I
                                                ' *  '         6.3
Chart 1 shows the percent distribution of the         r i  |   ^1_   \~~\   0.52
protected groups in OGC's total work force.           Bladc  Hispanic
    Amer. Indian    Pens. w/Disat
Asian       Women
Of OGC's total work force, 75.0% percent or 144 employees were at grades GS/GM 13-15.
Minorities held 19.4% of the positions in this grade group, while women held 42.4%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 9.7%, Hispanics 2.1%, Asians 6.9%
and American Indians 0.69%. There were no American Indian women in this grade group.

There were 14  employees at the GS/GM-13 level.  Minorities comprised 42.9% and women
comprised 64.3%. Among minorities, Blacks held 35.7% of the positions and American Indian
7.1%. There were no Black men, 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 47.2%.
Among minorities, Blacks held 13.9% of the positions, Hispanics held 2.8% and Asians 8.3%.
There were no  Hispanic men or American Indians at this level. Minorities represented 13.8% of the
94 employees at the GS/GM-15 level, while women comprised 37.2%.  Among minorities, Blacks
held 4.3% of the positions, Hispanics 2.1%, and Asians 7.5%. There were no American Indian men,
or American Indian women at this level.

-------
 Of the 11 SES employees, minorities held 18.2% and women comprised 45.5% of the positions at
 this level. Among minorities Blacks held 9.1% and Hispanics held 9.1%. There were no Black
 men, Hispanic women, Asians or American Indians at this level.

 Of the 16 supervisory and managerial positions in OGC, 25.0% were held by minorities and 43.8%
 by women. Among the minorities, Blacks held 18.8% and Hispanics held 6.3%. There were no
 Hispanic women, Asians or American Indians in supervisory and managerial positions.

 PROFESSIONAL POSITIONS: OGC had 152 employees in the Professional job category,
 comprising 79.2% of its work force.  This analysis includes all the most populous (series with 25 or
 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
 Professional 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: September 30, 2000
SERIES
Attorney
Series
905
Total 149

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 civilian
 labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 87.5 % or 133 employees of OGC's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 16.5% of the positions and
women held 40.6%.  Among minorities, Blacks held 6.0% of the positions, Hispanics 2.3%, Asians
7.5% and American Indians 0.75%. There were no American Indian women in this grade group.

ADMINISTRATIVE POSITIONS - OGC had 23 employees in the Administrative job category,
comprising 12.0% of its total work force. The 21 employees occupied various groups; 3 white men,
17 blacks and 3 white women.

Further analysis by grade level shows that 47.8% or 11 employees of OGC's Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 54.5% of the positions and
women held 63.6%.  Blacks were the only minorities represented  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).

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

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

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 30.2% and the representation for women
increased from 48.9% to 50.0%. There was a net  increase of 7 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 September 30,2000.

In Professional occupations, there was an increase of 3.3% or 5 employees (from 147 to 152).
Minority representation increased from 14.3% to 17.8%, and the representation for women increased
from 39.5% to 40.8%.  There was a net increase of 3 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 September 30,2000.

In Administrative occupations, there was an increase of 26.1% or 6 employees (from 17 to 23).
Minority representation increased from 64.7% to 73.9% and the representation for women increased
from 70.6% to 78.3%.  There was a net increase of 7 Blacks and 6 women, while there was a net
decrease of 1 Hispanic. There were no Hispanics, Asians, or American Indians in Administrative
occupations as of September 30,2000.

At the GS/GM-13 level, there was an increase of 50.0% or 7 employees (from 7 to 14).  Minority
representation remained the same at 42.9% and the representation for women increased from 57.1%
to 64.3%. There was a net increase of 4 Blacks, 1 American Indian and 5 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 September 30,2000.

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 47.2%.  There was a net increase of 1 Asian and 5 women.  Blacks and Hispanics
remained the same at 5 and  1.  There were no Hispanic men or American Indians at this level as of
September 30, 2000.

At the GS/GM-15 level, the number of employees increased by 9.6% or 9 employees (from 85 to
94).  The percentage of minorities increased from 8.2% to 13.8% and the percentage for women
increased from 36.5% to 37.2%. There was a net increase of 3 Blacks, 3 Asians and 4 women, while
Hispanics remained the same at 2, respectively. There were no American Indians at this level as of
September 30, 2000.

-------
At the SES level, increased by 9.1% or 1 employee (from 10 to 11). The percentage of minorities
increased from 10.0% to 18.2%, while the percentage of women increased from 30.0% to 45.5%.
There was a net increase of 1 Hispanic and 2 women, while Blacks remained the same at 1.  There
were no Black men, Hispanic women, Asians or American Indians at this level as of
September 3 0,2000.

Supervisory and managerial positions remained the same at 16 employees.  Minority representation
increased from 12.5% to 25.0%, and the representation for women increased from 31.3% to 43.8%.
There was a net increase of 2 Blacks and 2 women, while Hispanics remained the same at 1. There
were no Hispanic women, Asians or American Indians in these positions as of September 30,2000.

Persons with targeted disabilities remain absent from the OGC workforce.

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                  U.S. ENVIRONMENTAL PROTECTION AGENCY
                     OFFICE OF INTERNATIONAL ACTIVITIES

This summary presents a work force profile for the Office of International Activities (OIA)
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 (91.7%) 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 A ct 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 SES positions.  The statistics for grade levels GS/GM 13-15 and SES
positions are provided for information only.

OVERVIEW:  As of September 30, 2000, there are 84    CHART 1. WORK FORCE COMPOSITION
employees in the OIA. Minorities occupy 35.7% of OIA's   7or        PrcntpnmoMGmv*
positions while women occupy 60.7%. Among minorities,
Blacks hold 17.9% of OIA's positions, Hispanics 11.9%,   ~^
Asians 4.8%, and American  Indians 1.2%.   There is no   *>[
representation of employeeswithTargetedDisabilities. Chart   ^i"15;
1 shows the percent distribution of the five protected groups    ori|L
                                                                            60.7
                                                      60-                    I	
                                                             11.9
                                                                     Amer Indian     Pers. W/Dtsat
of OIA's total work force.                                  **       *       "*""

Of OIA's total work force 73.8% percent or 62 employees are at grades GS/GM 13-15.  Minorities
hold 29.0% of the positions in this grade group while women hold 53.2%. Among minorities at the
GS/GM 13-15 level, Blacks hold 11.3% of the positions, Hispanics  14.5%, Asians 3.2%. There are
no American Indian men and women in this grade group.

There are 17 employees  at the GS/GM-13 level. Minorities comprise 41.2% and women comprise
82.4%. Among minorities, Blacks hold 17.7% of these positions, Hispanics hold 17.7% of these
positions and Asians hold 5.9%. There were no Asian men or American Indians represented at this
level. Minorities are 22.2% of 27 employees at the GS/GM-14 level and women are 51.9%. Among
minorities, Blacks hold 3.7% of the positions, Hispanics 14.8%, and Asians 3.7%. There are no
Black women, Asian women or American Indian men and women at this level. Minorities represent
27.8%  of the 18  employees at the GS/GM-15 level, while women comprise  27.8%. Among
minorities, Blacks hold 16.7% of the positions and Hispanics 11.1%. There are no Hispanic women,

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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 8.3% 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.

ADMINISTRATIVE POSITIONS - OIA has 70 employees in the Administrative job category,
comprising 83.3% 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 1 Asian and 1 American Indian in the General Administration series.

Table 1. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Gen. Admin.
Series
301
Total 53

Percent
# On Board
# Parity*
#
Difference
BLACK
8.9
6
5
+1
HISPANIC
5.2
8
3
+5
ASIAN
2.8
1
2
-1
AMERICAN
INDIAN
0.5
0
1
-1
WOMEN
50.0
29
27
+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 82.9% or 58 employees of OIA's administrative work
force are at grades GS/GM 13-15. Of this grade group, minorities hold 27.6% of the positions and
women hold 56.9%. Among minorities, Blacks hold 12.1% of the positions, Hispanics 13.8% and
Asians hold 1.7%. There are no Asian men or 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).

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

OIA had a net increase of 23.8% or 20 employees in its total work force going from 64 to 84. The
representation of minorities  increased from 32.8% to 35.7% and the  representation for women
increased from 53.1% to 60.7%. There was a net increase of 1 Black, 5 Hispanics, 2 Asians, 1
American Indian and 17 women. There were no American Indian men as of September 30, 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 22.9% or 16 employees (from 54 to 70).
Minority representation  increased from 27.8% to 28.6% and representation of women increased
from 53.7% to 61.4%.  There was a net increase of 4 Hispanics, 1 Asian and 14 women, while
Blacks remained the same at  10, respectively. There were no Asian men or American Indians as of
September 30,2000.

At the GS/GM-13 level,  there was an increase of 41.2% or 7 employees (from 10 to 17). There was
a increase of minority representation from 40.0% to 41.2% and the  representation for women
increased from 60.0% to 82.4%. There was a net increase of 3 Hispanics, 1 Asian and 8 women,
while there was a net decrease of 1 Black.  There were no Blacks men, Asian men or American
Indians at this level as of September 30, 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 decreased from 23.1 % to 22.2% and the percentage of women
decreased from 53.9% to 51.9%. There was a net increase of 1 Hispanic and a net decrease of 1
Black.  Women and Asians remained the same at  14 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 33.3% or 6 employees (from
12 to  18). The percentage of minorities increased from 8.3% to 27.8% and the representation of
women increased from 16.7% to 27.8% . There was a net increase of 3 Blacks, 1 Hispanic and 3
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, Asian men or American Indians
as of September 30,2000. Asian and women remained the same at 1 and 2, respectively. 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.

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

This summary presents a workforce 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 (93.1%)
of OIG'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 September 30, 2000,
there were 350 employees in OIG. Minorities
occupied 31.7% of OIG's positions while
women occupied 50.0%.  Blacks held 25.7% of
the positions, Hispanics 1.4%, Asians 4.3%,
American Indians 0.29, and Persons with
Targeted Disabilities 2.0%. American Indian
women were absent from the OIG work force.
Chart 1 shows the percent distribution of the
protected groups in the total work force.
                                             CHART 1.
50-
40-
30 r
20,-
           WORK FORCE COMPOSITION
             Percent Protected Groups
                              50
    25.7
           1.4
                 4.3
                       0.29
         Hispanic
   Black
    Amer. Indian      Pers. w/Disab
Asian         Women
Of OIG's total work force, 64.9% or 227 employees were at grades GS/GM 13-15. Minorities held
24.7% of the positions in this grade group, while women held 43.2%.  Minorities were represented
at the GS/GM 13-15 level as follows:  Blacks 18.5%, Hispanics 1.3%, Asians 4.4%, and American
Indians 0.44%.
There were 157 employees at the GS/GM-13 level.  Minorities comprised 29.3% while women
comprised 49.7%. Among minorities, Blacks held 21.0% of the positions, Hispanics 1.3%, Asians
6.4%, and American Indians 0.64%.  There were no American Indian women at this level.
Minorities were 15.6% of the 45 employees at the GS/GM-14 level, while women were 22.2%.
Among minorities, Blacks held 13.3% of the positions and Hispanics 2.2%. There were no
Hispanic women, Asians or American Indians at this grade level.  Minorities represented 12.0% of

-------
the 25 employees at the GS/GM-15 level, while women comprised 40.0%. Among minorities,
Blacks held 12.0% 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 26 supervisory and managerial positions in OIG, 26.9% were held by minorities and 30.8%
by women. Among the minorities, 26.9% of the positions were occupied by Blacks. There were no
Hispanics, Asians, or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OIG had 211 employees in the Professional job category,
comprising 60.3% 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 and 15 women.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Auditor
Series
0511
Total 198

Percent CLF
# On Board
# Parity*
# Difference
BLACK
6.7
41
14
+27
HISPANIC
4.2
4
9
-5
ASIAN
5.4
11
11
0
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 75.8% or 160 employees of OIG's Professional work force
were at grades GS/GM 13-15.  In this grade grouping, minorities held 23.8% of the positions and
women held 42.5%. Among minorities, Blacks held 16.9% of the positions, Hispanics 1.9%,
Asians 4.4%, and American Indians 0.62%. There were no American Indian women in this grade
group.

ADMINISTRATIVE POSITIONS: OIG had 115 employees in the Administrative job category,
comprising 32.9% 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 and the
General Administration series 301.  Table 2 shows the protected groups in that series. Under
representation in this series can be eliminated with the addition of 2 Hispanic, 1 American Indian
and 10 women Criminal Investigators; 2 Hispanic, 1 Asian and 1 American Indian in the General
Administration series.

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Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30,2000
SERIES
Crimial
Investgr.
Series 1811
Total 53
Gen.Admin.
Series
301
Total 29

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
15
5
+10
8.9
5
3
+2
HISPANIC
5.2
1
3
-2
5.2
0
2
-2
ASIAN
2.8
2
2
0
2.8
0
1
-1
AMERICAN
INDIAN
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50.0
17
27
-10
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 for a specific occupational series or occupational category.

 Further analysis by grade level shows that 58.3% or 67 employees of OIG's Administrative work
 force were at grades GS/GM 13-15.  Of this grade group, minorities held 26.9% of the positions and
 women held 44.8%.  Among minorities, Blacks held 22.4% of the positions and Asians held 4.5%
 of the positions. 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 (identified
from OPM Standard Form 256, Self-Identification of Handicap).

 As of September 30, 2000, 7 OIG employees, or 2.0%, had targeted disabilities; therefore, this
 group was under represented.

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

 OIG had a net decrease of 1.1% or 4 employees in its total work force (from 354 to 350).  The
 representation of minorities increased from 27.7% to 31.7%, while the representation of women
 increased from 48.0% to 50.0%.  There was a net increase of 8 Blacks, 7 Asians and 5 women,
 while there was a net decrease of 2 Hispanics. There were no American Indians as of
 September 30, 2000.

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In Professional occupations, there was a decrease of 8.5% or 18 employees (from 229 to 211).
Minority representation increased from 24.0% to 27.0%, while the representation for women
increased from 43.2% to 44.1%. There was a net increase of 1 American Indian and a net decrease
of 1 Black, 2 Hispanics, 4 Asians and 7 women. There were no American Indian women as of
September 30, 2000.

In Administrative occupations, there was an increase of 17.4% or 20 employees (from 95 to 115).
Minority representation increased from 28.4% to 33.1% and the representation for women increased
from 44.2% to 51.3%.  There was a net increase of 9 Blacks, 3 Asians and 17 women, while
Hispanics remained the same at 1.  American Indians decreased by 1. There were no Hispanic
women or American Indian women as of September 30,2000.

At the GS/GM-13 level, there was an increase of 17.2% or 27 employees (from 130 to 157).
Minority representation increased from 21.5% to 29.3% and the representation of women increased
from 43.1% to 49.7%.  There was a net increase of 12 Blacks, 6 Asians, 1 American Indian and 22
women, while there was a net decrease of 1 Hispanic. There were no American Indian women at
this level as of September 30,2000.

At the GS/GM-14 level, there was a increase of 6.7% or 3 employees (from 42 to 45). The
percentage of minorities increased from 14.3% to 15.6% and the percentage for women decreased
from 26.2% to 22.2%.  There was a net increase of 1 Black and a net decrease of 1 woman, while
Hispanic representation remained the same at 1. There were no Hispanic women, Asians or
American Indians at this level as of September 30,2000.

At the GS/GM-15 level, the representation remained the same at 25 employees. The percentage of
minorities increased from 8.0% to 12.0% and the percentage of women increased from 16.0% to
40.08%. There was a net increase of 2 Blacks and 6 women, while there was a net decrease of 1
American Indian. There were no Hispanics, Asians, or American Indians at this level as of
September 30, 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
September 30,2000.

There was a decrease of 34.6% or 9 employees (from 35 to 26) in supervisory and managerial
positions. Minority representation increased from 14.3% to 26.9% while the representation of
women increased from 22.9% to 30.8%. There was a net increase of 3 Blacks, while there was a net
decrease of 1 American Indian. Women remained the same at 8.  There were no Hispanics, Asians,
or American Indians in these positions as of September 30, 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 2.0%.

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                    U.S. ENVIRONMENTAL PROTECTION AGENCY
                                  OFFICE OF POLICY

This summary presents a work force profile for the Office of Policy (OP) '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 Per sons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (92.0%) ofOP'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 andSES
positions are provided for information only.

OVERVIEW:  As of September 30, 2000, there    CHARy 1 WQRK FQRCE COMpos|T|ON
were 25 employees in OP. Minorities occupied                Percent protected Groups
32.0% of the positions while women occupied      40^
36.0%.  Blacks held 28.0% of OP's positions,      35r                           ~   i
Hispanics 4.0%, and Persons with Targeted        3:.
Disabilities 0.41%. There were no Asians or      2Q-_ \
American Indians in OP's work force.  Chart 1     15-
shows the percent distribution of the protected
groups in OP's total work force.
10-
 5-
                                              0-
                                    0.41
                                                       Hispanic       Amer. Indian      Pens. w/Disab
Of OP's total work force, 40.0% percent or 10        8lack          **"         Women
employees were at grades GS/GM 13-15.
Minorities held 20.0% of the positions in this grade group, while women held 40.0%. Minorities
were represented at the GS/GM 13-15 level as follows:  Blacks 20.0%. There were no Hispanics,
Asians or American Indians in this grade group.

There were 3 employees at the GS/GM-13 level. Minorities held 66.6% of the positions at this level
and women comprised 66.7%. Among minorities, Blacks held 66.6% of the positions. There were
no Hispanics, Asians or American Indians at this level.  Minorities were absent from OP's 5
employees at the GS/GM-14 level and women were 40.0%.  Minorities and women were absent
from OP's 2 employees at the GS/GM-15 level.

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

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 Of the 4 supervisory and managerial positions in OP.  There were no minorities or women in OP's
 supervisory and managerial positions.

 PROFESSIONAL POSITIONS:  OP had 2 employees in the Professional job category,
 comprising 8.0% of its work force. This analysis includes all the most populous (series with 25 or
 more employees) Professional occupations in OP.  There are no Professional positions in OP with
 25 or more employees.  The 2 employees in the Professional job category are white men.

 An analysis by grade level shows that there are no employees in OP's Professional work force at the
 grades GS/GM 13-15.

 ADMINISTRATIVE POSITIONS - OP had 21 employees in the Administrative job category,
 comprising 84.0% of its total  work force.  This analysis includes all the most populous (series with
 25 or more employees) Administrative occupations in OP. There are no Administrative positions in
 OP with 25 or more employees.

 Further analysis by grade level shows that 47.6% or 10 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 40.0%. Among minorities, Blacks held 20.0% of the positions. There were no
 Hispanics, Asians 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 OPMStandard Form 256, Self-Identification of Handicap).

 As of September 30, 2000, there were no employees in OP who had targeted disabilities.

 CHANGE FROM SEPTEMBER 30,1997 TO SEPTEMBER 30,2000: The reference period of
 September 30, 1997 to September 30, 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 91.3% or 262 employees in its total work force (from 287 to 25).  The
 representation of minorities increased from 22.3% to 32.0% and the representation for women
 decreased from 49.8?^ to 36.0%.  There was a net decrease of 41 Blacks, 7  Hispanics, 7 Asians, 1
 American Indian and 134 women. There were no Hispanic women, Asians or American Indians in
 OP as of September 30, 2000.

 In Professional occupations, there was a decrease of 96.7% or  58 employees (from 60 to 2).
 Minority representation decreased from 8.3% to 0%, while the representation for women decreased
 from 35.0% to 0%. There was a net increase of 1 Asian and a  net decrease of 1  Black, 3 Hispanics
 and 9 women. There were no Blacks, Hispanics, Asians or American Indians in Professional
 occupations as of September 30, 2000.

-------
In Administrative occupations, there was a decrease of 89.8% or 185 employees (from 206 to 21).
Minority representation increased from 20.4% to 28.6% and the representation for women decreased
from 50.0% to 33.3%. There was a net decrease of 24 Blacks, 4 Hispanics, 7 Asians, 1 American
Indian and 96 women. There were no Hispanic women or American Indians in Administrative
occupations as of September 30, 2000.

At the GS/GM-13 level, there was a decrease of 95.0 % or 57 employees (from 60 to 3). Minority
representation increased from 26.7% to 66.7% and the representation for women decreased from
53.3% to 66.7%. There was a net decrease of 8 Blacks, 3 Hispanics, 2 Asians, 1 American Indian
and 30 women.  There were no Hispanics, Asians or American Indians at this level as of
September 30, 2000.

At the GS/GM-14 level, there was a decrease of 94.6% or 88 employees (from 93 to 5). The
percentage of minorities decreased from 5.4% to 0% and the percentage for women decreased from
41.9% to 40.0%. There was a net decrease of 2 Blacks, 2 Hispanics, 1 Asian and 31 women. There
were no Blacks, Hispanics, Asians, or American Indians at this level as of September 30, 2000.

At the GS/GM-15 level, there was a decrease of 95.7% or 44 employees (from 46 to 2). The
percentage of minorities decreased from 10.9% to 0% and the  percentage of women decreased from
30.4% to 0%. There was a net decrease of 4 Blacks, 1 Asian and 14 women. There were no Blacks,
Hispanics, Asians, or American Indians at this level as of September 30, 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 85.2% or 23 employees (from 27 to 4) in supervisory and managerial
positions.  Minority representation decreased from 7.4% to 0%, while the representation for women
decreased from 33.3% to 0%. There was a net decrease of 1 Black, 1 Asian and 9 women. There
were no Blacks, Hispanics, Asians, or American Indians in these positions as of
September 30,2000.

Employees with targeted disabilities decreased from 1 to 0. Their representation in the total work
force decreased from 0.35% to 0%.

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

This summary presents a work force 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 (96.1%) of OPPTS "s workforce. 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/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of September 30, 2000,     CHART 1- WORK FORCE COMPOSITE
                     r         '     '             Percsm Proactad Groups
there were 1,272 employees in OPPTS.        *>                     
Minorities occupied 33.4% of the positions    "
while women occupied 49.5%. Blacks held    *>
23.7% of OPPTS' positions, Hispanics 2.1%,   *>
Asians 6.8%, American Indians 0.78%, and    10
Persons with Targeted Disabilities 1.3%.      
Chart 1 shows the percent distribution of the
protected groups in OPPTS' total work force.

Of OPPTS' total work force 81.8% or 1,040 employees were at grades GS/GM 13-15.
Minorities held 28.4% of the positions in this grade group, while women held 45.0%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 18.4%, Hispanics 1.9%, Asians
7.3%, and American Indians 0.76%.

There were 584 employees at the GS/GM-13 level. Minorities comprised 37.2% and women
comprised 50.0%. Among minorities, Blacks held 24.7% of these positions, Hispanics 2.7%,
Asians 8.7%, and American Indians 1.0%. Minorities were 19.7% of the 295 employees at the
GS/GM-14 level and women were 37.6%. Among minorities, Blacks held 1 1.9% of the
positions, Hispanics 1 .4%, Asians 5.8%  and American Indians 0.68 at this level. However, there
Hlspanic      Am.in*n    P
     *""       Womsn

-------
are no American Indian women at GS/GM-14 level.  Minorities represented 12.4% of the 161
employees at GS/GM-15 level, while women comprised 40.4%.  Among minorities, Blacks held
7.5% of the positions and Asians held 5.0%. There were no Hispanics, American Indian men, or
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 110 supervisory and managerial positions in OPPTS, 15.5% were held by minorities and
44.6% by women. Among the minorities, Blacks occupied 10.0% of the positions, Hispanics
0.91%, 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 634 employees in the Professional job category,
comprising 49.8% 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, 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; 1 Hispanic, 6 Asian and 4 women Biologist;
2 Black, 2 Hispanic, 1 American Indian, and 5 women Toxicologist; 1 American Indian Physical
Scientist and 5 Black Chemist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Economist
Series 110
Total 30
Biologist
Series
401
Total 178
Toxicolo-
Series415
Total 53

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
4.6
1
2
-1
3.9
23
7
+16
3.9
1
3
-2
HISPANIC
2.8
1
1
0
3.2
5
6
-1
3.7
0
2
-2
ASIAN
3.2
2
1
+1
7.3
7
13
-6
14.4
13
8
+5
AMERICAN
INDIAN
0.2
0
1
-1
0.4
1
1
0
0.2
0
1
-1
WOMEN
43.9
5
14
-9
41.7
71
75
-4
42.7
18
23
-5

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Physical -
Scientist
Series 1301
Total 40
Chemist
Series 1320
Total 176
Percent CLF
# On Board
# Parity*
#Difference
Percent CLF
# On Board
# Parity*
#Difference
4.6
4
2
+2
6.1
6
11
-5
1.9
1
1
+0
3.2
6
6
0
3.3
3
2
+ 1
9.8
27
18
+9
0.4
0
1
-1
0.2
1
L.
0
29.0
13
12
+ 1
27.4
72
49
+23
* 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 92.1% or 584 employees of OPPTS' Professional work force
were at grades GS/GM 13-15.  In this grade grouping, minorities held 21.1% of the positions and
women held 34.6%. Among minorities, Blacks held 7.5% of the positions, Hispanics 2.2%, Asians
11.0%, and American Indians  0.34% in this grade grouping.

ADMINISTRATIVE POSITIONS: OPPTS had 588 employees in the Administrative job
category, comprising 46.2% 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 8 Hispanic Environmental Protection Specialist; 3
Hispanics, 3 Asians in the General Admininstration series; 3 Hispanic and 4 women Computer
Specialist; and 6 Hispanic, 3 Asian, 1 American Indian Management Analysis.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Env.Prot.8
Series 028
Total 292
Gen.Admin
Series 301
Total 103

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
61
26
+35
8.9
63
10
+53
HISPANIC
5.2
8
16
-8
5.2
3
6
-3
ASIAN
2.8
10
9
+1
2.8
0
3
-3
AMERICAN
INDIAN
0.5
2
2
0
0.5
2
1
+1
WOMEN
50.0
169
146
+23
50.0
72
52
+20

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Comp.Spec
Series 334
Total 43
Mgmt.Ana
Series 343
Total 113
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
8.9
14
4
+10
8.9
55
11
+44
5.2
0
3
-3
5.2
0
6
-6
2.8
4
2
+2
2.8
1
4
-3
0.5
3
1
+2
0.5
0
1
-1
50.0
18
22
-4
50.0
86
57
+29
* 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 77.6% or 456 employees of OPPTS's administrative
work force were at grades GS/GM 13-15.  Of this grade group,  minorities held 37.7% of the
positions and women held 58.3%. Among minorities, Blacks held 32.2% of the positions,
Hispanics 1.5%, Asians 2.6%, and American Indians 1.3%.

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 (identifiedfrom OPM Standard
Form 256, Self-Identification of Handicap).

As of September 30, 2000 17 OPPTS employees, or 1.3%, had targeted disabilities; therefore, this
group was under represented.

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

OPPTS had a net increase of 0.55% or 7 employees in its total work force (from 1,265 to 1,272).
The representation of minorities increased from 31.3% to 33.4% and the representation for women
decreased from 49.8% to 49.5%.  There was a net increase of 5 Blacks, 4 Hispanics, 14 Asians and
6 American Indians.  Women remained the same at  630, respectively.

In Professional occupations, there was an increase of 1.6% or 10 employees (from 624 to 634).
Minority representation increased from 20.5% to 21.8% and the representation of women increased
from 34.3% to 35.8%. There was a net increase of 1 Black, 10 Asians, 1 American Indian and 13
women, while there was a net decrease of 2 Hispanics.

-------
In Administrative occupations, there was an increase of 6.1% or 36 employees (from 552 to 588).
Minority representation increased from 36.4% to 42.5% while the representation of women
increased from 62.0% to 62.1%.  There was a net increase of 35 Blacks, 6 Hispanics, 3 Asians, 5
American Indians and 23 women.

At the GS/GM-13 level, there was a decrease of 4.1% or 24 employees (from 608 to 584).
Minority representation increased from 33.4% to 37.2% and the representation for women
increased from 48.9% to 50.0%.  There was a net increase of 8 Blacks, 4 Asians and 2 American
Indians. Hispanics remained the same at 16, while women decreased by 5.

At the GS/GM-14 level, there was an increase of 25.4% or 75  employees (from 220 to 295)
employees. Minority representation increased from 11.8% to  19.7% and the representation of
women increased from 35.9% to 37.6%.  There was a net increase of 22 Blacks, 3 Hispanics, 5
Asians, 2 American Indian and 32 women.  There were no American Indian women at this level as
of September 30,2000.

At the GS/GM-15 level, there was an increase of 8.1% or 13 employees (from 148 to 161).
Minority representation increased from 10.1% to 12.4%, and the representation of women
increased from 39.2% to 40.4%.  There was a net increase of 4 Blacks, 3 Asians and 7 women,
while there was a net decrease of 2 Hispanics. There were no Hispanics or American Indians at this
level as of September 30,2000.

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, Asians or American Indians at this
level.

There was a decrease of 23.1% or 33 employees in managerial and supervisory positions (from 143
to 110) employees. Minority representation increased from 13.3% to 15.5%, and the
representation of women decreased from 45.5% to 44.6%. There was a net decrease of 2 Blacks
and 16 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 remained the same at 17.  Their representation in the total
work force also remained the same at 1.3%.

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                   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 (87.1%)
of ORD'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 September 30, 2000 there
were 1,869 employees in ORD.  Minorities
occupied 16.6% of the positions, while women
occupied 40.1%. Among minorities, Blacks held
9.6% of ORD's positions, Hispanics 2.2%, Asians
3.7%, American Indians 1.2%, and Persons with
Targeted Disabilities 0.85%. Chart 1 shows the
percent distribution of the protected groups in
ORD's total work force.
 CHART 1. WORK FORCE COMPOSITION
            Percent Protected Groups
50-
40
  I
40.1
30 '-
20 \
10-
    9.6
          2.2
                 3.7
                       1.2
                                   0.85
                                                         Hispanic      Amer. Indian      Pers. w/Disab
                                                   Black          Asian         Women
Of ORD's total work force, 54.9% percent or 1,027
employees were at grades GS/GM 13-15. Minorities held 12.0% of the positions in this grade
group, while women held 27.2%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 5.0%, Hispanics 1.9%, Asians 4.5%, and American Indians 0.68%.

There were 477 employees at the GS/GM 13 level. Minorities comprised 13.9% and women
comprised 31.2%. Among minorities, Blacks held 6.5% of the positions, Hispanics 2.1%, Asians
4.2%, and American Indians 1.1%.  Of the 334 employees at the GS/GM 14 level, minorities
comprised of 13.5% and women comprised 25.5%. Among minorities, Blacks held 4.8% of the
positions, Hispanics 2.4%, Asians 6.0%, and American Indians 0.30%.   There were no American
Indian men. Minorities represented 5.6% of the 216 positions at the GS/GM-15 level, while women
comprised 20.8%. Among minorities, Blacks held 1.9% of the positions, Hispanics 0.46%, Asians
2.8%, and American Indians 0.46%.  There were no Hispanic women, Asian women or American
Indian women at this level.

-------
Of the 31 SES positions in ORD, 9.7% were held by minorities and 19.4% by women. Among
minorities, Hispanics occupied 6.5% and Asians occupied 3.2%.  There were no Blacks, Asian men,
or American Indians in SES positions.

Of the 150 supervisory and managerial positions in ORD, 5.3% were held by minorities and 25.3%
by women.  Among the minorities, 0.67% of the positions were occupied by Blacks, 2.7% by
Hispanics, 2.0% by Asians. There were no Black women or American Indians in supervisory and
managerial positions.

PROFESSIONAL POSITIONS: ORD has 1,244 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 17 women Biologist; 2 Asian, 1 American
Indian, and 5 women Microbiologist; 3 Black, 4 Asian, 1 American Indian, and 7 women  Ecologist;
2 Hispanic,  1 Asian,  1 American Indian, and 8 women Toxicologist; 2 Hispanic, 5 Asian and 3
women Health Scientist; 2 Black and 1 American Indian  Environmental Engineer, 1 Asian and 1
American Indian Chemical Engineer; 5 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: September 30,  2000
SERIES
Biologist
Series
401
Total 289
Microbio.
Series
403
Total 58
Ecologist
Series
408
Total 53
Toxico.
Series
415
Total 51

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
14
12
+2
3.9
4
3
+1
3.9
0
f\
j
-3
3.9
2
2
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
7
22
-15
7.3
3
5
-2
7.3
0
4
-4
14.4
7
8
-1
AMERICAN
INDIAN
0.4
5
2
+3
0.4
0
1
-1
0.4
0
1
-1
0.2
0
1
-1
WOMEN
41.7
104
121
-17
41.7
20
25
-5
41.7
16
23
-7
42.7
14
22
-8

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Hlth.Sci.
Series
601
Total 54
Env. Eng.
Series
819
Total 91
Chem. Eng .
Series
893
Total 48
G. Phys.Sci
Series
1301
Total 286
Chemist
Series
1320
Total 159
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
17
14
+3
6.1
6
10
-4
3.7
0
2
-2
3.0
4
3
+1
2.8
3
2
+1
1.9
7
6
+1
3.2
6
6
0
14.4
3
8
-5
7.5
7
7
0
6.8
3
4
-1
3.3
11
10
+1
9.8
7
16
-9
0.2
1
1
0
0.3
0
1
-1
.0,1
0
1
-1
0.4
4
2
+2
0.2
2
1
+1
42.7
21
24
-3
9.8
12
9
+3
11.1
10
6
+4
29.0
78
83
-5
27.4
38
44
-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 66.3 % or 825 employees of ORD's Professional work force
are at grades GS/GM 13-15. In this grade grouping, minorities hold 10.9% of the positions and
women hold 20.7%. Among minorities, Blacks hold 2.9% of the positions, Hispanics 2.1%, Asians
5.3%, and American Indians 0.60%.

ADMINISTRATIVE POSITIONS: ORD has 383 employees in the Administrative job category,
comprising 20.5% 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 1 Hispanic and 1 American Indian Environmental Protection Specialist, 4
Hispanics  and 2 Asians in the General Administration series; 1 Black, 3 Hispanics, 1 American
Indian and 11 women in the Computer Specialist series; and 4 Hispanics and 3 Asians in the
Management Analysis series.

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Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Env.Prot.S
Series
028
Total 33
Gen.Admi
Series
301
Total 67
Comp.Spe
Series
334
Total 43
Mgmt.Ana
Series
343
Total 172

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
3
3
0
8.9
8
6
+2
8.9
3
4
-1
8.9
47
16
+31
HISPANIC
5.2
1
2
-1
5.2
0
4
-4
5.2
0
3
-3
5.2
5
9
-4
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
21
17
+4
50.0
51
34
+17
50.0
11
22
-11
50.0
121
86
+35
* Parity is achieved when the percentage of a protected gronp 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 52.7% or 202 employees of ORD's Administrative work
force are at grades GS/GM 13-15. Of this grade group, minorities hold 16.3% of the positions and
women hold 53.5%.  Among minorities, Blacks hold 13.4% of the positions, Hispanic, Asians, and
American Indians 0.99%. .
STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713: the
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 September 30, 2000, 16 ORD employees, or 0.85%. had targeted disabilities, therefore, this
group is under represented.

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

ORD had a net increase of 1.5% or 28 employees in its total work force (from 1,841 to 1,869).
Minority representation increased from 15.6% to 16.6% and the representation of women increased
from 38.7% to 40.1%. There was a net increase of 5 Hispanics, 10 Asians 10 American Indians and
37 women.  There was a net decrease of 2 Blacks.

In Professional occupations, ORD had a net increase of 0.56% or 7 employees (from 1,237 to
1,244). Minority representation increased from 12.3% to 12.9% and the representation of women
increased from 24.9% to 27.3%.  There was a net increase of 1 Hispanic, 8 Asians, 6 American
Indians and .31 women, while Blacks decreased by 7.

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 23.2% and representation of women
increased from 61.6% to 65.8%.  There was a net increase of 15 Blacks, 3 Hispanics, 4 American
Indians and 45 women. There was a net  decrease of 1 Asian.

At the GS/GM-13 level, there was an increase of 5.7% or 27 employees (from 450 to 477).
Minority representation increased from 13.3% to 13.9% and the representation of women increased
from 28.2% to 31.2%. There was a net increase of 1 Black, 3 Asians, 2 American Indians and 22
women, while Hispanics remained the same at 10, respectively.

At the GS/GM-14 level, there was a decrease of 4.6% or 16 employees (from 350 to 334). Minority
representation increased from 9.7% to 13.5%, while the representation of women increased from
22.6% to 25.5%. There was a net increase of 4 Blacks, 4 Hispanics, 3 Asians and 6 women.
American Indian remained the same at 1.

At the GS/GM-15 level, there was an increase of 15.7% or 34 employees (from 182 to 216).
Minority representation increased from 5.0% to 5.6% and the representation of women increased
from 18.1% to 20.8%. There was a net increase of 2 Blacks, 1 American Indian and 12 women.
Hispanics and Asians remained the same  at 1 and 6, respectively.  There were no Hispanic women,
Asian women or American Indian women at this level as of September 30, 2000.

The SES members increased by 3.2% or 1 employee (from 30 to 31). Minority representation
decreased from 10.0% to 9.7% and the representation of women increased from  13.3% to 19.4%.
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.  Blacks, Asian men, and American Indians are absent at the SES
level.

-------
There was a net increase of 6.0% of 9 employees (from 141"to ISO) m managerial and supervisory
positions.  Minority representation increased from 5.0% to 5.3% and the representation of women
increased from 23.4% to 25.3%.  There was a net increase of 2 Hispanics, 1 Asian and 5 women,
while there was a net decrease of 1 Black and 1 American Indian.  There were no Black men or
American Indians in these positions as of September 30, 2000.

Employees with targeted disabilities increased by 25.0% or 4 employees (from 12 to 16). Their
representation in the total work force increased from 0.65% to 0.85%.

-------
                   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.

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 September 30, 2000, there
     ,..-    ,      .  ./ rvo^TTJTi  x/r-    *         CHART 1. WORK FORCE COMPOSITION
were 617 employees in the OSWER. Minorities                 Percent Protected Groups
occupied 28.5% of OSWER's positions while        ^r                       S3         \
women occupied 53.0%. Blacks held 20.9% of        soj:
OSWER's positions, Hispanics 3.2%, Asians 3.7%,    40r
American Indians 0.65%, and Persons with Targeted   30jT 209
Disabilities 0.81%. Chart 1 shows the percent         20i~
distribution of the protected groups in OSWER's
                                                10 I-
                                                                    0.65
tOtal WOrk force.                                          Hispanic      Amer. Indian     Pere.w/Disat
                                                   Black        Asian        Women

Of OSWER's total work force, 79.9% percent or 493 employees were at grades GS/GM 13-15.
Minorities held 21.3% of the positions in this grade group, while women held 46.9%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 13.0%, Hispanics 3.4%, Asians
4.3%, and American Indians 0.60%.

There were 251 employees at the GS/GM-13 level. Minorities comprised 29.9% and women
comprised 53.8%.  Among minorities, Blacks held 18.7% of the positions, Hispanics 4.0%, Asians
6.8%, and American Indians 0.40%.  There were no American Indian women at this level.
Minorities were 10.5% of the 143 employees at the GS/GM-14 level and women were 43.4%.
Among minorities, Blacks held 6.3% of the positions, Hispanics 2.1%, and Asians 2.1%. There
were no American Indian men, or American Indian women at this level.  Minorities represented
15.2% of the 99 employees at the GS/GM-15 level, while women  comprised 34.3%. Among
minorities, Blacks held 8.1% of the positions, Hispanics 4.0%, Asians 1.0% and American Indians
2.0%. There were no Hispanic women or Asian women at this level.

-------
Of the 14 SES positions in OSWER, 7.1% were held by minorities and 21.4% by women. Among
minorities, Blacks held 7.1% 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, 13.9% were held by minorities and
32.3% by women. Among the minorities, 6.2% 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 195 employees in the Professional job category,
comprising 31.6% 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:  September 30, 2000
SERIES
Env.
Series
819
Total 54
Phy. Sci.
Series
1301
Total 72

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
21
+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.

An analysis by grade level shows that 91.3% or 178 employees of OSWER's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 20.8% of the positions
and women held 32.6%.  Among minorities, Blacks held 8.4% of the positions, Hispanics 3.9%, and
Asians 8.4%.  There were no American Indian men or American Indian women in this grade group.

-------
ADMINISTRATIVE POSITIONS - OSWER had 382 employees in the Administrative job
category, comprising 61.9% 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 hi Environmental Protection Specialist series 028 and Management Analysis series
343. Under representation can be eliminated with the addition of 5 Hispanic and 1 Asian
Environmental Protection Specialist and 6 Hispanic, 3 Asian and 1 American Indian Management
Analysis.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30,2000
SERIES
Env.Prot.S
Series
028
Total 172
MgmtAna
Series
343
Total 158

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
17
16
+1
8.9
49
15
+34
HISPANIC
5.2
4
9
-5
5.2
3
9
-6
ASIAN
2.8
4
5
-1
2.8
2
5
-3
AMERICAN
INDIAN
0.5
4
1
+3
0.5
0
1
-1
WOMEN
50.0
87
86
+1
50.0
107
79
+28
 * 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 82.5% or 315 employees of OSWER'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 54.9%. Among minorities, Blacks held 15.6% of the positions,
 Hispanics  3.2%, Asians 1.9%, and American Indians 0.95%.

 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, 5 employees or 0.81% had targeted disabilities, therefore, this group was under
 represented as of September 30, 2000.

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

-------
OSWER had a net decrease of 8.1% or 50 employees in its total work force (from 667 to 617). The
representation of minorities increased from 25.5% to 28.5% and the representation for women
increased from 52.8% to 53.0%.  There was a net increase of 3 Blacks, 3 Hispanics and 2 American
Indians, while there was a net decrease of 2 Asians and 25 women.

In Professional occupations, the number of employees decreased by 0.51% or 1 employee
(from 196 to 195).  Minority representation increased from 19.4% to 20.5%, while the
representation for women decreased from 35.2% to 33.3%.  There was a net increase of 1 Hispanic
and 1 Asian and a net decrease of 4 women. Blacks remained the same at 15, respectively. There
were no American Indians in Professional occupations as of
September 30, 2000.

In Administrative occupations, there was a decrease of 8.1% or 31 employees (from 413  to 382).
Minority representation increased from 20.8% to 26.7% and the representation for women increased
from 55.0% to 58.6%. There was a net increase of 15 Blacks, 2 Hispanics and 2 American Indians,
while there was a net decrease of 3 Asians and 3 women.

At the GS/GM-13 level, there was a decrease of 5.2% or 13 employees (from 264 to 251). Minority
representation increased from 21.6% to 29.9% and the representation for women increased from
52.7% to 53.8%. There was a net increase of 16 Blacks,  1 Hispanic and 1 Asian, while there was a
net decrease of 4 women. American Indians remained the same at 1. There were no American
Indian women at this level as of September 30, 2000.

At the GS/GM-14 level, there was an increase of 2.8% or 4 employees (from 139 to 143). The
percentage of minorities decreased from 11.5% to 10.5% and the percentage for women increased
from 41.7% to 43.4%. There was a net increase of 4 women and 1 Hispanic, while there was a net
decrease of 2 Blacks. Asians remained the same at  3, respectively.  There were no American
Indians at this level as of September 30, 2000.

At the GS/GM-15 level, there was an increase of 11.1 % or 11 employees (from 88 to 99). The
percentage of minorities increased from 9.1% to 15.2% and the percentage of women increased
from 30.7% to 34.3%. There was a net increase of 5 Blacks, 1 Hispanic, 1 American Indian and 7
women. Asians remained the same at 1.  There were no Hispanic women or Asian women at this
level as of September 30,2000.

The number of SES members increased by 20.0% or 2 employees (from 12 to 14). The
representation of minorities decreased from 8.3% to 7.1% and the representation for women
decreased from 25.0% to 21.4%. 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
September 30, 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 13.9%, while the representation for

-------
women decreased from 36.1% to 32.3%. There was a net increase of 1 Black, 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 September 30, 2000.

Employees with targeted disabilities increased by 20.0% or 1 employee (from 4 to 5). Their
representation in the total work force increased from 0.60% to 0.81%.

-------
                   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 (94.2%) ofOW'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 September 30, 2000, there were     CHART 1. WORK FORCE COMPOSITION
651 employees in OW.  Minorities occupied 26.7%  of  60r         p-p.a-*.
OW's positions while women occupied 51.2%. Blacks  ;-                      51.2      ;
held 17.7% of OW's positions, Hispanics 2.0%, Asians  [
6.8%, American Indians 0.30%, and Persons with       Mh
Targeted Disabilities 1.1%. Chart 1 shows the percent   20
distribution of the protected groups in OW's total work  10        2    ,      03
                                                          Hispanic      Amerindian     Pens. w/Disab
                                                     Blade        Asian        Women
OfOW's total work force, 74.2% percent or 483 employees were at grades GS/GM 13-15.
Minorities held 20.5% of the positions in this grade group, while women held 43.8%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 1 1.4%, Hispanics 1.9%, Asians
7.0%, and American Indians 0.20%.  There were no American Indian women in this grade group.

There were 230 employees at the GS/GM-13 level. Minorities comprised 28.7% and women
comprised 51.7%.  Among minorities, Blacks held 18.7% of the positions, Hispanics 1.7%, Asians
7.8%, and American Indians 0.43%.  There were no American Indian women at this level.
Minorities were  14.6% of the 158 employees at the GS/GM-14 level and women were 41.8%.
Among minorities, Blacks held 5.7% of the positions, Hispanics 1.9% and Asians 7.0%. There
were no American Indians at this level.  Minorities represented 10.5% of the 95 employees at the
GS/GM- 15 level, while women comprised 26.3%. Among minorities, Blacks held 3.2% of the
positions, Hispanics 2.1%, and Asians 5.3%. 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 57 supervisory and managerial positions in OW, 8.8% were held by minorities and 31.6% by
women. Among the minorities, 5.3% of the positions were occupied by Blacks, and 3.5% by
Asians.  There were no Hispanics or American Indians hi supervisory and managerial positions.

PROFESSIONAL POSITIONS: OW had 272 employees in the Professional job category,
comprising 41.8% 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 Hispanic and  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 Hispanic women, American Indian men or
American Indian women in the 1301 series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Env.Eng.
Series
819
Total 79
Phy. Sci.
Series
1301
Total 62

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
5
3
+2
4.6
6
3
+3
HISPANIC
3.0
3
3
0
1.9
1
2
-1
ASIAN
7.5
10
6
+4
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
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.

An analysis by grade level shows that 86.4% or 235 employees of OW's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 17.y% of the positions and
women held 28.5%. Among minorities, Blacks held 4.7% of the positions, Hispanics 2.6%, Asians
10.2%, and American Indians 0.42%. There were no American Indian women in this grade group.

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 ADMINISTRATIVE POSITIONS - OW had 341 employees in the Administrative job category,
 comprising 52.4% 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 5 Hispanic and 1 American Indian Management Analysis.

 Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Env.Prot.S
Series
028
Total 166
Gen.Admi
Series
301
Total 34
Mgmt.Ana
Series
343
Total 104

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
17
15
+2
8.9
17
4
+13
8.9
27
10
+17
HISPANIC
5.2
6
9
-3
5.2
0
2
-2
5.2
1
6
-5
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
96
83
+13
50.0
23
17
+6
50.0
74
52
+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.

 Further analysis by grade level shows that 72.7% or 248 employees of OW's Administrative work
 force were at grades GS/GM 13-15. Of this grade group, minorities held 23.0% of the positions and
 women held 57.7%. Among minorities, Blacks held 17.7% of the positions, Hispanics 1.2% and
 Asians 4.0%. 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 OPM Standard Form 256, Self-Identification of Handicap).

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

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

OW had a net increase of 5.4% or 35 employees in its total work force (from 616 to 651). The
representation of minorities increased from 24.5% to 26.7% and the representation for women
increased from 50.2% to 51.2%. There was a net increase of 11 Blacks, 4 Hispanics, 6 Asians, 2
American Indians and 24 women.

In Professional occupations, there was an increase of 2.2% or 6 employees (from 266 to 272).
Minority representation increased from 17.7% to 18.8%, while the representation for women
increased from 32.0% to 32.7%. There was a net increase of 3 Asians,  1 American Indian and 4
women. Blacks and Hispanics remained the same as 15 and 6, respectively.  There were no
American Indian women in Professional occupations as of September 30, 2000.

In Administrative occupations, there was an increase of 11.4% or 39 employees (from 302 to 341).
Minority representation increased from 22.5% to 27.0% and the representation for women increased
from 58.9% to 60.7%.  There was a net increase of 16 Blacks, 4 Hispanics, 3 Asians, 1 American
Indian and 29 women.  There were no Hispanic men or American Indian men in Administrative
occupations as of September 30, 2000.

At the GS/GM-13 level, there was an increase of 18.7% or 43 employees (from 187 to 230).
Minority representation increased from 19.2% to 28.7% and the representation for women decreased
from 52.4% to 51.7%. There was a net increase of 19 Blacks, 10 Asians, 1 American Indian and 21
women. Hispanics remained the same at 4. There were no American Indian women at this level as
of September 30, 2000.

At the GS/GM-14 level, there was an increase of 12.0% or 19 employees (from 139 to 158). The
percentage of minorities increased from 13.0% to 14.6% and the percentage for women increased
from 34.5% to 41.8%. There was a net increase of 3 Blacks,  1 Hispanic, 1 Asian and 18 women.
There were no American Indians at this level as of September 30, 2000.

At the GS/GM-15 level, there was an increase of 12.6% or 12 employees (from 83 to 95). The
percentage of minorities increased from 9.6% to 10.5% and the percentage for women decreased
from 30.1% to 26.3%. There was a net increase of 3 Blacks and 1 Hispanic, while there was a net
decrease of 2 Asians. Women remained the same at 25, respectively. There were no American
Indian men or American Indian women at this level as of September 30, 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 September 30, 2000.

-------
There was an decrease of 3.5% or 2 employee (from 59 to 57) in supervisory and managerial
positions. Minority representation increased from 6.8% to 8.8%, and the representation for women
increased from 23.7% to 31.6%. There was a net increase of 3 Blacks and 4 women. There was a
net decrease of 2 Asians. There were no Hispanics or American Indians in these positions as of
September 30, 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%.

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

     summary presents a workforce profile for Region I'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 Region I'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 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 September 30,2000,       CHART 1. WORK FORCE COMPOSITION
there were 704 employees in Region I.                       Percent Protected Groups   4g g
Minorities occupied  \ 5.1% of the positions,
while women occupied 49.9%. Blacks held       40r
6.1% of Region I's positions, Hispanics 3.7%,     sol-
Asians 4.5%, American Indians 0.71%, and
Persons with Targeted Disabilities 0.56%.
Chart 1 shows the percent distribution of the      10r  6.1 ^    37    45          j    j
protected groups of Region I's total workforce.    -  '   !   i         '    71   '    '   056
                                                     Hispanic       Amer. Indian     Pars. w/Oisab
                                                Black         Asian         Women
Of Region I's total work force, 67.8% or 477
employees were at grades GS/GM 13-15. Minorities held 10.5% of the positions in this grade
group, while women held 41.5%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 4.0%, Hispanics 0.83%, Asians 4.8%, and American Indians 0.83%.

There were 328 employees at the GS/GM-13 level, minorities comprised 9.2% and women 42.4%.
Among minorities, Blacks held 2.4% of the positions, Hispanics 0.60%, Asians 5.2%, and American
Indians 0.91%. Minorities were 15.5% of the 97 employees at the GS/GM-14 level and women
44.3%. Among minorities, Blacks held 9.3% of the positions, Hispanics 1.0%, Asians 4.1% and
American Indians 1.0%. There were no Hispanic men, Asian women and American Indian men, or
American Indian women at this grade level. Minorities represented 9.6% of the 52 employees at the
GS/GM-15 level, while women comprised 30.8%. Among minorities, Blacks held 3.9% of the
positions, Hispanics  1.9%, and Asians 3.8%. There were no Black women, Hispanic women, 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 64 supervisory and managerial positions in Region 1,14.1% were held by minorities and
34.4% by women. Among the minorities, 6.3% of the positions were occupied by Blacks, 3.1% by
Hispanics, and 4.7% by Asians.  There were no American Indian men or American Indian women in
supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region I had 393 employees in the Professional job category,
comprising 55.8% of its work force.  This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region I.  Table l-shows the'protected1 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: September 30, 2000
SERIES
Env. Engineer
Series
819
Total 189
Attorney
Series
905
Total 60
Physical Sci.
Series
1301
Total 83

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
8
7
+1
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
18
15
+3
1.4
2
1
+1
3.3
3
3
0
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
1
-1
0.4
0
1
-1
WOMEN
9.8
59
19
+40
24.5
32
15
+17
29.0
29
25
+4

* Parity  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 84.0% or 330 employees of Region I's Professional work
force were at grades GS/GM 13-15.  In this grade grouping, minorities held 9.7% of the positions
and women held 36.1%. Among minorities, Blacks held 3.0% of the positions, Hispanics 0.90%,
Asians 5.5%, and American Indians 0.30%.
ADMINISTRATIVE POSITIONS: Region ! had 255 employees in the Administrative job
category, comprising 36.2% 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 4 Blacks, 4
Hispanics, and 3 Asians.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Env. Prot.
Series
028
Total 126

Percent CLF
# On Board
' # Parity*
# Difference
BLACK
8.9
8
12
-4
HISPANIC
5.2
3
7
-4
ASIAN
2.8
1
4
-3
AMERICAN
INDIAN
0.5
2
1
+1
WOMEN
50
83
63
+20
 "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 57.6% or 147 employees of Region Fs Administrative
 work force were at grades GS/GM 13-15.  Of this grade group, minorities held 12.2% of the
 positions and women held 53.7%. Among minorities, Blacks held 6.1% of the positions, Hispanics
 0.68%, Asians 3.4%, and American Indians 2.0%. 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 OPMStandard Form 256, Self-Identification of Handicap).

 In Region I, 0.43% or 3 employees have targeted disabilities; therefore, this group is under
 represented.

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

 Region I remained the same at 704 employees in its total work force. The representation of
 minorities increased from 13.2% to 15.1% and the representation for women decreased from 52.3%
 to 49.9%. There was a net increase of 3 Blacks, 8 Hispanics, 1 Asian, 1 American Indian and a net
 decrease of 17 women.

 In Professional occupations, there was an increase of 3.1% or 12 employees (from 381 to 393).
 Minority representation increased from 11.5% to 13.2%, and the representation of women decreased
 from 36.8% to 35.9%. There was a net increase of 2 Blacks, 5 Hispanics, 2 Asians and 1 woman,

-------
while there was a net decrease of 1 American Indian. There were no American Indian men in
Professional occupations as of September 30,2000.

In Administrative occupations, there was an increase of 5.5% or 14 employees (from 241 to 255).
Minority representation increased from 11.2% to 14.5% and the representation of women increased
from 63.1% to 62.8%.  There was a net increase of 4 Blacks, 4 Hispanics, 1 Asian, 1 American
Indian and 8 women.

At the GS/GM-13 level, there was an increase of 21.0% or 69 employees (from 259 to 328).
Minority representation decreased from 9.7% to 9.1%, while the representation of women decreased
from 42.5% to 42.4%.  There was a net increase of 2 Hispanics, 5 Asians and 29-women, while there
was a net decrease of 2 Blacks. American Indians remained the same at 3.

At the GS/GM-14 level, there was an increase of 6.2% or 6 employees (from 91 to 97). The
percentage of minorities increased from 8.8% tol5.5%, and the percentage for women decreased
from 50.6% to 44.3%.  There was a net increase of 4 Blacks, 2 Asians, 1 American Indian and
women decreased by 3. Hispanics remained the same at 1, respectively.  There were no Hispanic
men, Asian women, American Indian men  or American Indian women at this level as of
September 30,2000.

At the GS/GM-15 level, there was an increase of 26.9% or 14 employees (from 38 to 52). The
percentage of minorities increased from 7.9% to 9.6% and the percentage for women increased from
23.7% to 30.8%. 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 September 30,2000.

The SES 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 woman.

There was an increase of 4.7% or 3 employees (from 61 to 64) in supervisory and managerial
positions.  Minority representation increased from 13.1 % to 14.1 %, while the representation of
women increased from 31.2% to 34.4%. There was a net increase of 1 Hispanic and 3 women, while
Blacks and Asians remained the same at 4 and 3, respectively.  There were no American Indian men
or American Indian women in these positions as of September 30, 2000.

Employees with targeted disabilities remained the same at 1 employee or 0.56%.

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

 This summary presents a work force profile for Region II '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 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.

 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 September 30, 2000,
 there were 926 employees in Region II.              CHART 1 . WORK FORCE COMPOSITION
 Minorities occupied 34.9% of the Region' s      M _            Peranl Prott"a8<1 Greups
 positions while women occupied 43.0%.          [_                          -^-}        \
 Blacks held 11. 8% of the Region's positions,      [                             j        i
 Hispanics 15.2%, Asians 7.6%, American        ,-                             !        
 Indians 0.32%, and Persons with Targeted       x[ _^_   _!_                :   i
 Disabilities 0.54%. Chart 1 shows the percent    1
-------
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 94 supervisory and managerial positions in Region II, 12.8% were held by minorities and
22.3% by women. Among the minorities, 2.2% of the positions were occupied by Blacks, 8.5% by
Hispanics, and 2.1% by Asians.  There were no Asian women, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region II had 657 employees in the Professional job category,
comprising 71.0% 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: September 30, 2000
SERIES
Env.
Series
819
Total 261
Attorney
Series
905
Total 82

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
26
9
+17
3.4
3
3
0
HISPANIC
3.0
33
8
+25
2.5
11
->
J
+8
ASIAN
7.5
44
20
+24
1.4
3
2
+ 1
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
1
-1
WOMEN
9.8
65
26
+39
24.5
38
21
+17

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Phy. Sci.
Series
1301
Total 205
Percent CLF
# On Board
# Parity*
# Difference
4.6
3
10
-7
1.9
26
4
+22
3.3
8
7
+1
0.4
0
1
-1
29.0
73
60
+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 70.9 % or 466 employees of Region II's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 23.4% of the positions
and women held 29.8%. Among minorities, Blacks held 5.4% of the positions, Hispanics 8.8%, and
Asians 9.2%.  There were no American Indian men or American Indian women in this grade group.

ADMINISTRATIVE POSITIONS - Region II had 156 employees in the Administrative job
category, comprising 16.8% 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: September 30, 2000
SERIES
Env. Prot.
Series
028
Total 63

Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
12
6
+6
HISPANIC
5.2
6
4
+2
ASIAN
2.8
1
2
-1
AMERICAN
INDIAN
0.5
1
1
0
WOMEN
50
38
32
+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 46.8% or 73 employees of Region IPs Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 27.4% of the
positions and women held 50.7%.  Among minorities, Blacks held 13.7% of the positions,
Hispanics  11.0%, 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 0.54% had targeted disabilities; therefore, this group was under
represented.

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

Region II had a net increase of 0.86% or 8 employees in its total work force (from 918 to 926). The
representation of minorities increased from 34.2% to 34.9% and the representation for women
decreased from 43.6% to 43.0%. There was a net decrease of 14 Blacks and 2 women, while there
was a net increase of 13 Hispanics, 9 Asians and 1 American Indian. American Indian men were
absent from the Region's work force as of September 30,2000.

In Professional occupations, there was an increase of 2.7% or 18 employees (from 639 to 657).
Minority representation increased from 24.7% to 27.3%, while the representation for women
increased from 31.3% to 31.8%.  There was a net decrease of 7 Blacks and a net increase of 19
Hispanics, 8 Asians, 1 American Indian and 9 women.  There were no American Indian men in
Professional occupations as of September 30,2000.

In Administrative occupations, there was an increase of 12.2% or  19 employees (from 137 to 156).
Minority representation increased from 34.3% to 36.5% and the representation for women decreased
from 54.7% to 54.5%.  There was a net increase of 4 Blacks,  5 Hispanics, 1 Asian and 10 women.
Asians remained the same at 1. There were no American Indian men in Administrative occupations
as of September 30,2000.

At the GS/GM-13 level, there was an increase of 16.0% or 56 employees (from 294 to 350).
Minority representation increased from 23.5% to 28.9% and the representation for women increased
from 33.0% to 36.0%.  There was a net increase of 12 Blacks, 9 Hispanics, 11 Asians and 29
women. The number of American Indians remained the same at 1, respectively. There were no
American Indian men at this level as of September 30, 2000.

At the GS/GM-14 level, there was an increase of 18.2% or 25 employees (from 112 to 137).  The
percentage of minorities increased from  14.3% to 17.5% and  the percentage for women decreased
from 29.5% to 28.5%. There was a net increase of 7 Hispanics, 2  Asians and 6 women and a net
decrease of 1 Black. There were no American Indian men or  American Indian women at this level
as of September 30,2000.

At the GS/GM-15 level, there was an increase of 13.5% or 7 employees (from 45 to 52). The
percentage of minorities decreased from 8.9% to 7.7% and the percentage for women increased
from 15.6% to 21.2%. There was a net increase of 1 Black and 4 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
September 30, 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 increased by 2.1% or 2 employees (from 92 to
94).  Minority representation decreased from 15.2% to 12.8%, and the representation for women
increased from 20.7% to 22.3%. There was a net decrease of 3 Blacks, while Hispanics increased
by 1 and women increased by 2. Asians remained the same at 2. There were no Asian women,
American Indian men or American Indian women in these positions as of September 30,2000.

Employees .with targeted disabilities remained the same at 5 employees.  Their representation in the
total work force decreased from 0.60% to 0.54%.

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

 This summary presents a work force 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 Hi'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 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 September 30, 2000,        CHART 1. WORK FORCE COMPOSITION
 there were 951 employees in the Region III.                  percent protected Groups
                                             60-
Minorities occupied 26.1% of Region Ill's         L                           516
positions, while women occupied 51.6%.         50r                          !
Among minorities, Blacks held 18.7% of         40["                          i
Region Ill's positions, Hispanics 3.9%, Asians    30r                          i
3.4%, American Indians 0.11%, and Persons      20 j- J8.7                      ,
with Targeted Disabilities 0.84%.  American      10 j- !
Indian women were absent from the work force.   o'^
                                                                    0.11           0.84
 _,*    ,  ,      ,         , i- ,  -i .-     r-,i                Hispanic       Amerindian      Persw/Disab.
 Chart 1 shows the percent distribution of the         B|ack          ^an         women
 protected groups of Region Ill's total work
 force.

 Of Region Ill's total work force 61.5% percent or 585 employees were at grades GS/GM 13-15.
 Minorities held 15.0% of the positions in this grade group, while women held 39.2%.  Minorities
 were represented at the GS/GM 13-15 level as follows:  Blacks 9.1%, Hispanics 2.6%, Asians 3.3%,
 and American Indians 0.17%.  There were no American Indian women in this grade group.

 There were 374 employees at the GS/GM-13 level. Minorities comprised 16.1% and women
 comprised 40.6%. Among minorities, Blacks held 9.1%, Hispanics 2.9%, Asians 3.7%, and
 American Indians 0.27%. There were no American Indian women at this level. Minorities were
 15.1% of the 152 employees at the GS/GM-14 level and women are 37.5%. Among minorities,
 Blacks held 10.5% of the positions, Hispanics 1.3%, and Asians 3.3%.  There were no American
 Indian men or American Indian women at this level. Minorities represented 8.5% of the 59

-------
employees at the GS/GM-15 level, while women comprised 33.9%. Among minorities, Blacks held
5.1% of the positions and Hispanics 3.4%. There were no Asian men, Asian women, American
Indian men, or American Indian women at this level.

Of the 10 SES positions in Region III, 10.0% were held by Blacks, 10.0% were held by Hispanics,
and 20.0% were held by women. There were no Black women, Hispanic women, Asian men, Asian
women, American Indian men, or American Indian women in SES positions.

Of the 91 supervisory and managerial positions in Region III, 9.9% were held by minorities and
30.8% by women. Among the minorities, 8.8% 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 504 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 and American Indian Physical Scientist.  There are
no American Indians  in the Environmental Engineer series; no American Indian women in 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:  September 30, 2000
SERIES
Env. Engineer
Series
819
Total 166
Attorney
Series
905
Total 82
Phys.Scientist
Series
1301
Total 177

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
15
6
+9
3.4
13
3
+ 10
4.6
14
9
+5
HISPANIC
3.0
13
5
+8
2.5
3
3
0
1.9
3
4
-1
ASIAN
7.5
14
13
+ 1
1.4
3
2
+ 1
3.3
6
6
0
AMERICAN
INDIAN
0.3
0
1
-1
0.2
1
1
0
0.4
0
1
-1
WOMEN
9.8
45
17
+28
24.5
43
21
+22
29.0
73
52
+21
*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 81.9% or 413 employees of Region Ill's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 16.2% of the positions
and women held 37.5%. Among minorities, Blacks held 8.5% of the positions, Hispanics 3.6%,
Asians 3.9%, and American Indians 0.24%. There were no American Indian women in this grade
group.

ADMINISTRATIVE POSITIONS: Region III had 331 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: September 30, 2000
SERIES
Env.Pro.Spc.
Series
028
Total 155
Comp. Spec.
Series
334
Total 28

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
32
14
+18
8.9
5
3
+2
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
78
+16
50
12
14
-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 52.0% or 172 employees of Region Ill's Administrative  .
 work force were at grades GS/GM 13-15. Of this grade group, minorities held 12.2% of the
 positions and women held 43.0%.  Among minorities, Blacks held 10.5% of the positions, and
 Asians 1.7%. 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 September 30,2000, 7 Region III employees or 0.74% had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,2000:  The reference period
of September 30, 1997 to September 30, 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 1.1% or 10 employees in its total work force (from 941 to 951). The
representation of minorities increased from 24.4% to 26.1%, while the representation for women
decreased from 51.9% to 51.6%. There was a net increase of 5 Blacks, 4 Hispanics,  10 Asians and 3
women, while American Indians remained the same at 1.  There-were no American  Indian women
as of September 30, 2000.

In Professional occupations, there was an increase of 1.6% or 8 employees (from 496 to 504).
Minority  representation increased from 17.3% to 19.6% and the representation of women increased
from 37.3% to 38.1%. There was a net increase of 3 Blacks, 2 Hispanics, 8 Asians and 7 women,
while American Indians remained the same at 1, respectively.  There were no American Indian
women as of September 30, 2000.

In Administrative occupations, there was an increase of 7.3% or 24 employees (from 307 to 331).
Minority  representation increased from 21.2% to 22.1% and the representation of women increased
from 55.1% to 56.5%. There was anet 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 September 30, 2000.

At the GS/GM-13 level, there was an increase of 20.3% or 76 employees (from 298 to 374).
Minority  representation decreased from 16.8% to 16.1%, while the representation for women
increased from 37.9% to 40.6%. There was a net increase of 6 Blacks, 2 Hispanics, 2 Asians and 39
women, while American Indians remained the same at 1, respectively. There were no American
Indian women at this level as of September 30, 2000.

At the GS/GM-14 level, there was an increase of 8.6% or 13 employees (from 139 to 152). The
percentage of minorities increased from 14.4% to 15.1% and the percentage for women increased
from 36.0% to 37.5%. There was a net increase of 2 Blacks, 2 Asians and 7 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 September 30,2000.

At the GS/GM-15 level, there was an increase of 20.3% or 12 employees (from 47 to 59). The
percentage of minorities decreased from 12.8% to 8.5% and the percentage for women increased
from 29.8% to 33.9%. There was a net increase of 6 women and a net decrease of 1 Black, while
Hispanics remained the same at 2, respectively. There were no Asian men, Asian women, American
Indian men, or American Indian women at this level as of September 30,2000.

The SES members increased by 10.0% or 1 employee (from 9 to 10).. There was a net increase of 1
Black and 1 Hispanic. The representation for women remained the same at 2. Black women,
Hispanic  women, Asian men, Asian women, American Indian men, and American Indian women

-------
were absent at the SES level as of September 30,2000.

There was an increase of 4.4% or 4 employees (from 87 to 91) in managerial and supervisory
positions. Minority representation decreased from 10.4% to 9.9% and the representation for women
decreased from 33.3% to 30.8%. The representation of Blacks and Hispanics remained the same at
8,1, while women decreased by 1.  There were no Hispanic women, Asian men, Asian women,
American Indian men, or American Indian women in these positions as of September 30,2000.

Employees with targeted disabilities increased by 37.5% or 3 employee (from 5 to 8). Their
representation in the total work force increased from 0.53% to 0.84%.

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

 This summary presents a work force 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.

 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 September 30, 2000, there
were 1,122 employees in Region IV. Minorities
occupied 34.6% of the positions while women
occupied 49.5%. Blacks held 28.0% of Region
IV's positions, Hispanics 3.8%, Asians 2.1%,
American Indians 0.72%, and Persons with
Targeted Disabilities 0.98%. Chart 1 shows the
percent distribution of the protected groups in
Region IV's total work force.
 CHART 1. WORK FORCE COMPOSITION
           Percent Protected Groups
^ _                        49.5
30-  28
10-
         3.8
               2.1
 0-
                     0.72
                                0.98
                                                Black
        Hispanic
                   Amer. Indian     Pers. w/Disab
              Asian         Women
Of Region IV's total work force, 48.2% or 541 employees were at grades GS/GM 13-15. Minorities
held 23.3% 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 16.5%, Hispanics 4.1%, Asians 1.8%, and
American Indians 0.92%.
There were 351 employees at the GS/GM-13 level. Minorities comprised of 23.6% of these
positions and women 33.6%. Among minorities, Blacks held 15.4%, Hispanics 5.1%, Asians 2.3%,
and American Indians 0.85%. Minorities were 24.4% of the 135 employees at the GS/GM-14 level
and women were 39.3%. Among minorities, Blacks held 20.0% of the positions, Hispanics 2.2%,
Asians 0.74%, and American Indians 1.5%. There were no Hispanic women or Asian men at this
grade level.  Minorities represented 18.2% of the 55 employees at the GS/GM-15 level, while
women comprised 30.9%. Among minorities, Blacks held 14.6% 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 105 supervisory and managerial positions in Region IV, 21.0% were held by minorities and
 29.5% by women. Among the minorities, 17.1% of the positions were occupied by Blacks, 2.9% by
 Hispanics, and 0.95% by Asians. There were no Hispanic women, Asian women, or American
 Indians in supervisory and managerial positions.

 PROFESSIONAL POSITIONS: Region IV had 642 employees in the Professional job category,
 comprising 57.2% 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 Scientist
 series 1301. Under representation in these job series can be eliminated with the addition of 1
 Hispanic, 5 Asian, 1 American Indian and 6 women Biologist; 4  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 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: September 30,2000
SERIES
Biologist
Series
401
Total 69
Attorney
Series
905
Total 75
Envir. Eng.
Series
819
TT^i-l 'V^A
M. VS 144.1 ^J\J
Physical Sci.
Series
1301
Total 199

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
t T>; . -; 	
TT XXlJ.it'lCllVC
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.9
8
3
+5
3.4
16
3
+13
3.4
37
8
+29
4.6
34
10
+24

HISPANIC
3.2
2
3
-1
2.5
2
2
0
3.0
19
7
+12
1.9
4
4
0
ASIAN
7.3
1
6
-5
1.4
2
2
0
7.5
14
18
-4
3.3
1
7
-f,
AMERICAN
INDIAN
0.4
0
1
-1
0.2
2
1
+1
0.3
1
1
u
0.4
->
j
1
+9
WOMEN
41.7
23
29
-6
24.5
43
19
+24
9.8
74
23
+51
29.0
71
58
4.11
"
 * 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 60.4% or 388 employees of Region IV's Professional work
force were at grades GS/GM 13-15.  In this grade grouping, minorities held 21.1% of the positions
and women held 33.5%.  Among minorities, Blacks held 14.2% of the positions, Hispanics 4.6%,
Asians 2.3%, and American Indians  1.3%.

ADMINISTRATIVE POSITIONS: Region IV had 348 employees in the Administrative job
category, comprising 31.0% 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, 1 Asian and 1
American Indian Environmental Protection Specialist; 3 Hispanics and 1 Asian in the General
Administration series; 2 Hispanics, 2 Asians, 1 American Indian and 20 women in the Program
Management series;  1 Hispanic, 1 Asian and 1 American Indian hi the Management Analysis  series.
There were no Hispanic men, Asian women or American Indians hi 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: September 30, 2000
SERIES
Env.Prot.
Series
028
Total 68
Gen. Admin.
Series
301
Total 55
Prog. Mgmt.
Series
340
Total 85
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
32
7
+25
8.9
16
5
+11
8.9
13
8
+5
8.9
8
3
+5
HISPANIC
5.2
1
4 '
-3
5.2
0
3
-3
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
0
1
-1
0.5
1
1
0
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50.0
51
34
+17
50.0
37
28
+9
50.0
23
43
-20
50.0
22
15
+7
* 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 44.0% or 153 employees of Region IV's Administrative

-------
work force were at grades GS/GM 13-15. Of this grade group, minorities held 25.5% of the
positions and women held 37.9%. Among minorities, Blacks held 22.2% of the positions, Hispanics
2.6%,  Asians 0.65%. There were no Hispanic women, Asian women 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 Region IV Standard Form 256, Self-Identification of Handicap).

In Region IV, 11 employees or 0.98% had targeted disabilities, therefore, this group was under
represented as of September 30,2000.

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

Region IV had a net  increase of 4.8% or 54 employees in its total work force (from 1,068 to 1,122).
The representation of minorities increased from 34.2% to 34.4% and the representation for women
increased from 48.9% to 49.5%.  There was a net increase of 22 Blacks, 1 Asian, 1  American Indian
and 33 women. Hispanics decreased by 1.

In Professional occupations, there was an increase of 4.0% or 28 employees (from 614 to 642).
Minority representation increased from 23.3% to 24.8%, and the representation of women increased
from 34.7% to 36.3%.  There was a net increase of 15 Blacks, 1 Asian, 3 American Indians and 20
women, while there was a net decrease of 3 Hispanics.

In Administrative occupations, there was an increase  of 19.0% or 66 employees (from 282 to 348).
Minority representation increased from 37.6% to 38.2% and the representation of women increased
from 53.2% to 58.1%.  There was a net increase of 28 Blacks, 1 Hispanic and 52 women, while
Asians remained the  same at 4. American Indians decreased by 2.  There were no American Indian
men in Administrative occupations as of September 30, 2000.

At the GS/GM-13  level, there was an increase of 23.6% or 83 employees (from 268 to 351).
Minority representation decreased from 26.1% to 23.6% while the representation of women
decreased from 34.0% to 33.6%.  There was a net increase  of 10 Blacks, 1 Hispanic, 3 Asians and 27
women, while American Indians decreased by 1.

At the GS/GM-14  level, there was an increase of 17.0% or 23 employees (from 112 to!35).  The
percentage of minorities increased from 20.5% to 24.4% and the percentage for women increased
from 33.0% to 39.3%.  There was a net increase of 8 Blacks, 1 Hispanic, 1 American Indian and 16
women, while Asians remained the same at 1.  There  were  no Hispanic women or Asian men this
level as of September 30, 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 increased from 17.0% to 18.2% and the percentage for women decreased
from 31.9% to 30.9%. There was a net increase of 1 Black, 1 Hispanic and 2 women, while Asians
remained the same at 1, respectively. There were no Hispanic women, Asian women, or American
Indians at this level as of September 30, 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 September 30,2000.

There was a decrease of 2.0% or 2 employees (from 107 to 105) in supervisory and managerial
positions. Minority representation increased from 20.6% to 21.0% while the representation of
women decreased from 34.6% to 29.5%. There was a net increase of 1 Hispanic and a net decrease 1
Black and 6 women, while Asians remained the same at 1, respectively. There were no Hispanic
women, Asian women or American Indians in these positions as of September 30, 2000.

Employees with targeted disabilities increased by 36.0% or 4 employees (from 7 to 11).  The
representation of minorities increased from 14.3% to 27.0% and the representation of women
increased from 14.3% to 45.5%. The total work force increased from 0.66% to 0.98%.

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                    U.S. ENVIRONMENTAL PROTECTION AGENCY
                                       REGION V

This summary presents a work force 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 (88.2%) of Region V'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 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 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 September 30, 2000, there    CHART 1. WORK FORCE COMPOSITION
were 1,265 employees in Region V. Minorities               percent protected Groups
occupied 36.7% of positions,  while women       60r                                     i
occupied 50.4%. Among minorities, Blacks      507                          
held 25.9% of Region V's positions, Hispanics    * K
4.6%, Asians 5.7%, American Indians 0.56%,     30- 2s.g
and Persons with Targeted Disabilities 1.6%.      201-
Chart 1  shows the percent distribution of the      10L .   ,
protected groups of Region V's total work force.    0  !   I    i~^~;   !   i
                                                      Hispanic       Amer. Indian     Pers. w/Disab
                                                Black          Asian         Women
Of Region V's total work force, 53.1% percent
or 672 employees were at grades GS/GM 13-15.  Minorities held 20.4% of the positions in this
grade group, while women held 37.5%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks  10.6%, Hispanics 3.3%,  Asians 6.0%, and American Indians 0.59%.

There were 435 employees at the GS/GM-13 level. Minorities comprised 21.4% and women
comprised 37.0%. Among minorities, Blacks held 11.0% of the positions, Hispanics 3.0%, Asians
6.7%, and American Indians 0.69%. Minorities were 20.9% of the 182 employees at the GS/GM-14
level and women were 35.2%. Among minorities, Blacks held 9.9% of the positions, Hispanics
4.4%, Asians 6.1% and American Indians 0.55%. There were no American Indian men at this grade
level. Minorities represented  10.9% of the 55 employees at the GS/GM-15 level, while women
comprised 49.1%. Among minorities, Blacks held 9.1% of the positions and Hispanics 1.8%.
There were no Hispanic women, Asian men, Asian women, American Indian men, or American
Indian women at this level.
1.6

-------
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 106 supervisory and managerial positions in Region V, 19.8% were held by minorities and
38.7% by women. Among the minorities, 13.2% of the positions were occupied by Blacks, 1.9% by
Hispanics, and 4.7% by Asians.  There were no Hispanic women, American Indian men or
American Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region V had 590 employees in the Professional job category,
comprising 46.6% 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 hi 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 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Biologist
Series
401
Total 34
Env. Engineer
Series
819
Total 168
Attorney
Series
905
Total i06

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
ff uifterence
BLACK
3.9
3
2
+1
3.4
12
6
+6
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
13
+10
1.4
9
2
+7
AMERICAN
INDIAN
0.4
1
1
0
0.3
0
1
-1
0.2
1
1
0
WOMEN
41.7
17
15
+2
9.8
46
17
H-9.0
24.5
46
26
+20

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Phys. Scientist
Series
1301
Total 160
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
-1-2
3.3
10
6
+4
9.8
8
4
+4
0.4
0
1
-1
0.2
0
1
-1
29.0
51
47
+4
27.4
13
10
+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 67.8 % or 400 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 32.5%. Among minorities, Blacks held 6.8% of the positions, Hispanics 4.0%,
Asians 7.0%, and American Indians 0.50%. There were no American Indian men in this grade
group.

ADMINISTRATIVE POSITIONS - Region V had 526 employees in the Administrative job
category, comprising 41.6% 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. Under 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. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30,2000
SERIES
Env.Prot.Spec.
Series
028
Total 275
Gen. Admin.
Series
301
Total 58

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
81
25
+53
8.9
17
6
+11
HISPANIC
5.2
7
15
-8
5.2
1
4
-3
ASIAN
2.8
10
8
+3
2.8
1
2
-1
AMERICAN
INDIAN
0.5
2
2
0
0.5
0
1
-1
WOMEN
50
155
138
+17
50
44
29
+15

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Comp.Spec.
Series
334
Total 32
Prog. Mgmt.
Series
340
Total 40
Mgmt.Analyst
Series
343
Total 39
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
8.9
16
3
+13
8.9
4
4
0
8.9
4
4
0
5.2
4
2
+2
5.2
1
3
-2
5.2
1
3
-2
2.8
4
1
+3
2.8
2
2
0
2.8
2
2
0
0.5
0
1
-1
0.5
0
1
-1
0.5
0
1
-1
50
10
16
-6
50
14
20
-6
50
23
20
+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 272 employees of Region V's Administrative
 work force were at grades GS/GM 13-15. Of this grade group, minorities held 23.5% of the
 positions and women held 44.9%. Among minorities, Blacks held 16.2% of the positions,
 Hispanics 2.2%, Asians 4.4%, and American Indians 0.73%. 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 September 30, 2000, 20 Region V employees or 1.6% had targeted disabilities; therefore, this
 group was under represented.

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

 Region V had a net decrease of 0.23% or 3 employees in its total work force (from 1,268 to 1,265).
 The representation of minorities increased from 35.0% to 36.7% and the representation for women
 increased from 50.1% to 50.4%.  There was a net increase of 14 Blacks, 6 Hispanics, 1 Asian and 3
 women, while American Indians remained the same at 7.

-------
In Professional occupations, there was an decrease of 2.3% or 14 employees (from 604 to 590).
Minority representation increased from 21.5% to 22.0%, while the representation for women
increased from 33.8% to 34.8%.  There was a net increase of 1 Black and 2 Asians, while American
Indians remained the same at 3, respectively.  There was a net decrease of 3 Hispanics and 1
woman. There were no American Indian men in the Professional occupations as of
September 30, 2000.

In Administrative occupations, there was an increase of 7.0% or 37 employees (from 489 to 526).
Minority representation increased from 33.7% to 38.8%, while the representation for women
increased 55.2% to 56.3%. There was a net increase of 32 Blacks, 4 Hispanics, 3 Asians, and 26
women, while American Indians remained the same at 3.

At the GS/GM-13 level, there was an increase of 14.9% or 65 employees (from 370 to 435).
Minority representation increased from 18.4% to 21.4% and the representation for women increased
from 32.4% to 37.0%. There was a net increase of 13 Blacks, 3 Hispanics, 8 Asians, 1 American
Indian and 41 women.

At the GS/GM-14 level, there was an increase of 9.3% or 17 employees (from 165 to  182).
Minority representation increased from 17.0% to 20.9%, while the percentage for women decreased
from 38.8% to 35.2%.  There was a net increase of 1 Black, 3 Hispanics, 5 Asians and 1 American
Indian, while women remained the same at 64. There were no American Indian men at this level as
of September 30, 2000.

At the GS/GM-15 level, there was an increase of 20.0% or 11 employees (from 44 to 55). Minority
representation increased from 6.8% to 10.9%  and the percentage for women increased from 40.9%
to 49.1%. 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 September 30,2000.

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 September 30,2000.

Supervisory and managerial positions increased by 5.7% or 6 employees (from 100 to 106).
Minority representation increased from 18.0% to 19.8%, while the representation for women
increased from 38.0% to 38.7%.  There was a net increase of 5 Blacks and 3 women; a net decrease
of 1 Hispanic and 1  Asian. There were no Hispanic women, American Indian men or American
Indian women in these positions as of September 30, 2000.

Employees with targeted disabilities increased by 15.0% or 3 employees (from 17 to 20). There
were no Black men, Hispanic women, Asian women or American Indians.

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

This summary presents a work force 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 (90.6%) 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 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 September 30, 2000,        CHART 1  WQRK FQRCE COMPOSITION
there were 894 employees in Region VI.                     Percent Protected Groups
Minorities occupied 36.5% of Region VI's      eo r
positions while women occupied 50.6%.        so -
Blacks held 19.0% of the positions, Hispanics   40 -
10.5%, Asians 5.1%,  American Indians 1.8%,   30L
and Persons with Targeted Disabilities 0.78%.   201  19
Chart 1 shows the percent distribution of the    10M
protected groups of Region VI's total work        !_,	
                                                                                0.78
                                                                         50.6
                                                             6.1
                                                                   1.8
force.                                                Hispanic       Amer. Indian      Pers. w/Disab
                                                Black          Asian         Women

Of Region VI's total work force, 53.4%
percent or 477 employees were at grades GS/GM 13-15. Minorities held 26.4% of the positions in
this grade group, while women held 37.3%.  Minorities were represented at the GS/GM 13-15 level
as follows:  Blacks 10.7%, Hispanics 9.4%, Asians 5.0%, and American Indians 1.3%.

There were 319 employees at the GS/GM-13 level. Minorities comprised 28.5% while women
comprised 37.0%. Among minorities, Blacks held 11.0% of the positions, Hispanics 10.0%, Asians
6.0%, and American Indians 1.6%.  Minorities were 25.5% of the 110 employees at the GS/GM-14
level while women were 41.8%. Among minorities, Blacks held 11.8% of the positions, Hispanics
9.1%, Asians 3.6% and American Indians 0.91%.  There were no American Indian women at this
grade level.  Minorities represented 14.6% of the 48 employees at the GS/GM-15 level, while

-------
women comprised 29.2%.  Among minorities, Blacks held 6.3% of the positions, Hispanics 6.3%,
and Asians 2.1%.  There were no Black women, Asian women, American Indian men, or American
Indian women at this level.

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

Of the 77 supervisory and managerial positions in Region VI, 18.2% were held by minorities and
31.2% by women. Among the minorities, 10.4% of the positions were occupied by Blacks, 5.2% by
Hispanics, and 2.6% by Asians. There were no Asian women, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  Region VI had 460 employees in the Professional job category,
comprising 51.5% 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: September 30, 2000
SERIES
Envir.
Engineer
Series 08 19
Total 175
Attorney
Series 0905
Total 58
Physical
Scientist
Series 1301
Total 161

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Fanty*
# Difference
BLACK
3.4
13
6
+7
3.4
14
2
+12
4.6
14
8
+6 .
HISPANIC
3.0
23
6
+ 17
2.5
3
2
+1
1.9
14
4
+10
ASIAN
7.5
18
14
+4
1.4
3
1
+2
3.3
11
6
+5
AMERICAN
INDIAN
0.3
1
1
0
0.2
1
1
0
0.4
1
1
0
WOMEN
9.8
41
18
+23
24.5
25
15
+10
29
59
47
+12
* 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 73.5% or 338 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 29.6%. Among minorities, Blacks held 9.5% of the positions, Hispanics 9.8%,
Asians 5.9%, and American Indians 0.59%.

ADMINISTRATIVE POSITIONS: Region VI had 350 employees in the Administrative job
category, comprising 39.1% 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, Computer Specialist series 334
and Management Analysis series 343. Under representation can be eliminated with the addition of
1 Asian in the Environmental Protection Specialist 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: September 30, 2000
SERIES
Env.ProtS
Series 028
Total 190
Comp.Spec
Series
334
Total 25
Mgmt-Anal
Series
343
Total 41

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
52
17
+35
8.9
4
3
+1
8.9
9
4
+5
HISPANIC
5.2
14
10
+4
5.2
1
2
-1
5.2
4
^
3
+1
ASIAN
2.8
5
6
-1
2.8
2
1
+1
2.8
0
2
-2
AMERICAN
INDIAN
0.5
8
1
+7
0.5
0
1
-1
0.5
1
1
0
WOMEN
50
125
95
+30
50
8
13
-5
50
31
21
+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 39.7% or 139 employees of Region VI's Administrative
work force were at grades GS/GM 13-15.  Of this grade group, minorities held 28.1% of the
positions and women held 56.1%. Among minorities, Blacks held 13.7% of the positions,
Hispanics 8.6%, Asians 2.9%, and American Indians 2.9%.
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 September 30, 2000, 7 of Region VI employees, or 0.78%, had targeted disabilities; therefore,
this group was under represented.

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

Region VI had a net increase of 0.22% or 2 employees in its total work force (from 892 to 894).
The representation of minorities increased from 33.3% to 36.5% while the representation of women
decreased from 50.7% to 50.6%.  There was a net increase of 7 Blacks, 3 Hispanics,  18 Asians and
1 American Indian, while women remained the same at 452.

In Professional occupations, there was  a decrease of 0.43% or 2 employees (from 462 to 460).
Minority representation increased from 26.6% to 29.1% and the representation of women increased
from 30.3% to 32.2%.  There was a net increase of 3 Hispanics, 11 Asians and 8 women, while
there was a net decrease of 1 Black and 2 American Indians. There were no American Indian men.

In Administrative occupations, there was an increase of 8.0% or 28 employees (from 322 to 350).
Minority representation increased from 32.0% to 39.1% while the representation for  women
decreased from 66.8% to 65.1%.  There was a net increase of 18 Blacks, 4 Hispanics, 6 Asians, 6
American Indians and  13 women.

At the GS/GM-13 level, there was an increase of 30.4% or 97 employees (from 222 to 319).
Minority representation increased from 26.6% to 28.5% and the representation of women increased
from 36.0% to 37.0%.  There was a net increase of 8 Blacks, 9 Hispanics, 11 Asians, 4 American
Indians and 38 women.

At the GS/GM-14 level, there was an increase of 25.5% or 28 employees (from 82 to 110). The
percentage of minorities increased from 13.4% to 25.5% and the percentage of women increased
from 36.6% to 41.8%.  There was a net increase of 7 Blacks, 6 Hispanics, 4 Asians and 16 women,
while American Indians remained the same at 1. There were no American Indian women at this
level as of September 30, 2000.

At the GS/GM-15 level, there was an increase of 35.4% or 17 employees (from 31 to 48). The
percentage of minorities decreased from 22.6% to 14.6% while the percentage of women increased
from 22.6% to 29.2%.  There was a net increase of 1 Asian and 7 women and a net decrease of 1
Black. Hispanics remained the same at 3. There were no Black women, Asian women, American
Indian men, or American Indian women at this level as of September 30, 2000.

The SES members increased by 28.6% or 2 employees (from 5 to 7). The representation of
minorities increased from 20.0% to 28.6% while the representation of women increased from 0% to

-------
14.3%. There was a net gain of 1 Black and 1 woman. Hispanics, Asians, and American Indians
were absent at the SES level as of September 30,2000.

There was an increase of 6.5% or 5 employees (from 72 to 77) in supervisory and managerial
positions. Minority representation decreased from 19.5% to 18.2% while the representation of
women decreased from 34.7% to 31.2%.  There was a net increase of 2 Asians and a net decrease of
1 Black, 1 Hispanic and 1 woman.  There were no Asian women, American Indian men, or
American Indian women in these positions as of September 30, 2000.

Employees with targeted disabilities decreased by 22.2% or 2 employees (from 9 to 7). Minority
representation decreased from 55.6% to 42.9%.  Their representation irrthe total work force
decreased from 1.0% to 0.78%.

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

This summary presents a work force profile for Region VII '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 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.

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 September 30,2000, there
were 566 employees in Region VII. Minorities
occupied 20.7% of the Region's positions while
women occupied 50.4%. Blacks held 13.8% of
the Region's positions, Hispanics 3.7%, Asians
1.8%, American Indians 1.4%, and Persons with
Targeted Disabilities 0.70%.  Chart 1 shows the
percent distribution of the protected groups in
Region VII's total work force.
                                               60-
                                               50^
CHART 1. WORK FORCE COMPOSITION
            Percent Protected Groups

                               50.4
                                               301-
                                               20-
                                               10-
                                                   13.8
                                                           3.7
                                                                   1.8
                                                                          1.4
                                                                                         0.7
                                                          Hispanic
                                                                       Amer. Indian
                                                   Black
                                                                  Asian
                                                                                Women
Of Region VII's total work force, 57.6% percent
or 326 employees were at grades GS/GM 13-15.
Minorities held 13.8% of the positions in this grade group, while women held 35.9%. Minorities
were represented at the GS/GM 13-15 level as follows:  Blacks 8.3%, Hispanics 2.8%, Asians
0.64%, and American Indians 2.1%.
There were 244 employees at the GS/GM-13 level. Minorities comprised 14.4% and women
comprised 34.4%. Among minorities, Blacks held 8.6% of the positions, Hispanics 2.9%, and
American Indians 2.9%. There were no Asians at this level. Minorities were 11.9% of the 67
employees at the GS/GM-14 level and women were 37.3%. Among minorities, Blacks held 6.0% of
the positions, Hispanics held 3.0% and Asians held 3.0%. 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.
                                                                                      Pers. w/Disab

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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 47 supervisory and managerial positions in Region VII, 12.8% were held by minorities and
34.0% by women. Among the minorities, 6.4% of the positions were held by Blacks, Hispanics
held 4.3% and Asians held 2.1%. There were no Asian women, or American Indians in supervisory
and managerial positions.

PROFESSIONAL POSITIONS: Region VII had 280 employees in the Professional job category,
comprising 49.5% 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 6 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: September 30, 2000
SERIES
Env. Eng.
Series 8 19
Total 92
Attorney
Series 905
Total 38
Phy. Sci.
Series 1301
Total 91

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
7
-6
1.4
2
1
+1
3.3
3
3
0
AMERICAN
INDIAN
0.3
0
1
-1
0.2
0
1
-1
0.4
3
1
+2
WOMEN
9.8
21
9
+12
24.5
19
10
+9
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 77.5 % or 217 employees of Region VII's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 8.8% of the positions

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and women held 29.0%. Among minorities, Blacks held 3.7% of the positions, Hispanics 2.3%,
Asians held 0.46% and American Indians 2.3%. There were no Asian men in this grade group.

ADMINISTRATIVE POSITIONS - Region VII had 219 employees in the Administrative job
category, comprising 38.7% 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
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: September 30, 2000
SERIES
Env. Prot.
Series 028
Total 78
Prog.Mgmt.
Series 340
Total 35
Mgmt
Analysis
Series 343
Total 29

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# Difference
# Parity
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
16
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
1
0
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
15
+8
*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 49.8% or 109 employees of Region VII's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 23.9% of the
positions and women held 49.5%. Among minorities, Blacks held 17.4% of the positions,
Hispanics  3.7%, Asians 0.91%, and American Indians 1.8%. 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

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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.

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

Region VII had a net increase of 5.8% or 33 employees in its total work force (from 533 to 566).
The representation of minorities increased from 15.8% to 20.7% and the representation for women
increased from 48.8% to 50.4%. There was a net increase of 14 Blacks, 10 Hispanics, 6 Asians, 3
American Indians and 25 women.

In Professional occupations, there was an increase of 4.3% or 12 employees (from 268 to 280).
Minority representation increased from 10.8% to 11.4%, while the representation for women
increased from 29.9% to 30.7%. 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 11.4% or 25 employees (from 194 to 219).
Minority representation increased from 17.0% to 27.9% and the representation for women increased
from 58.8% to 60.7%. There was a net increase of 19 Blacks, 7 Hispanics, 2  Asians and 19 women,
while American Indians remained the same at 3, respectively. There were no Asian women or
American Indian men in these occupations as of September 30, 2000.

At the GS/GM-13 level, there was an increase of 43.0% or 105 employees (from 139 to 244).
Minority representation  increased from 8.6% to 14.4% and the representation for women increased
from 30.9% to 34.4%. There was a net increase of 14 Blacks, 4 Hispanics, 6  American Indians and
41 women. There was a net decrease of 1 Asian.   There were no Asians at this level as of
September 30, 2000.

At the GS/GM-14 level, there was an increase of 13.4% or 9 employees (from 58 to 67).  The
percentage of minorities decreased from 10.3% to 11.9% and the percentage for women increased
from 31.0% to 37.3%. There was a net increase of 1 Hispanic, 2 Asians and 7 women, while there
was a net decrease of 1 American Indian.  Blacks remained the same at 4.  As of
September 30, 2000 there were no American Indians at this level.

At the GS/GM-15 level, there was a decrease of 16.7% or 3 employees (from 18 to 15). The
percentage of minorities increased from 0% to 13.3% and the percentage for women increased from
50.0% to 53.3%. 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 September 30, 2000.

The number of SES members in Region VII remained the same at 7.  The percentage of minorities

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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 September 30, 2000.

There was an increase of 2.1% or 1 employee (from 46 to 47) in supervisory and managerial
positions. Minority representation increased from 10.9% to 12.8%, and the representation for
women decreased from 34.8% to 34.0%. There was a net increase of 1 Hispanic,  1 Asian, while
there was a net decrease of 1 American Indian. Blacks and women remained the same at 3 and 16,
respectively. There were no Asian women or American Indians in these positions as of
September 30, 2000.

Employees with targeted disabilities decreased by 20.0% or 1 employee (from 5 to 4). Their
representation in the total work force decreased from 0.94% to 0.70%.

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                  U.S. ENVIRONMENTAL PROTECTION AGENCY
                                    REGION VIII

This summary presents a -workforce profile for Region VIII'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 (92.4%) of Region VIII'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 September 30, 2000, there   CHARJ 1 WORK FQRCE COMPOSITION
were 619 employees in Region VIII. Minorities               percent protected croups
occupied 20.5% of the positions while women    60 ~
occupied 50.7%. Blacks held 7.1% of Region     sor
VIII's positions, Hispanics 9.2%, Asians 2.4%,    *l
American Indians 1.8%, and Persons with        30L"
Targeted Disabilities 0.64%.  Chart 1 shows the   2JT
                                              ^ L  -r i    9-2
50.7
                                             10 h  7.1
percent distribution of the protected groups of       L p;   "^    2.4
                                                                               0.64
Region VIII'S tOtal WOrk force.                           Hispanic      Amerindian     Pers.w/Disab
                                                Black         Asian         Women

Of Region VIII's total work force, 62.2% or 385 employees were at grades GS/GM 13-15.
Minorities held 12.7% of the positions in this grade group, while women held 41.6%.  Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 3.6%, Hispanics 5.5%, Asians
2.3%, and American Indians 1.3%.

There were 255 employees at the GS/GM-13 level. Minorities comprised 13.3% and women
comprised 43.1%. Among minorities, Blacks held 3.1% of these positions, Hispanics 5.9%,
Asians 2.8%, and American Indians 1.6%. Minorities were 9.1% of the 88 employees at the
GS/GM-14 level and women were 40.9%. Among minorities, Blacks held 2.3% of the positions,
Hispanics 5.7%, and Asians 1.1%. Black men, Asian men and American Indians were not
represented at this level.  Minorities represented 16.7% of the 42 employees at GS/GM-15 level,
while women comprised 33.3%.  Among minorities, Blacks held 9.5% of the positions,
Hispanics 2.4%, 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 hi Region VIII, 14.3% were held by minorities and 28.6% by women.
Among minorities American Indians held 14.3%. There were no other minorities in the SES
positions.

Of the 59 supervisory and managerial positions in the Region, 11.8% were held by minorities
and 32.2% by women. Among the minorities, 3.4% 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 288 employees in the Professional job
category, comprising 46.5% 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 2 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: September 30,2000
SERIES
Envir.
c--;,-!- o i o
oenes o i v
Total 95
Attorney
Series
905
Total 46
Physical
Scientist
1301
Total 97

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
ff Parity*
# Difference
BLACK
3.4
5
4
+1
3.4
3
2
+ 1
4.6
1
5
-4
HISPANIC
3.0
9
3
+6
2.5
2
2
0
1.9
7
2
+5
ASIAN
7.5
6
8
-2
1.4
3
1
+2
3.3
0
4
-4
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
1
-1
0.4
2
1
+ 1
WOMEN
9.8
38
10
+28
24.5
23
12
+11
29.0
33
29
+4
 Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
      I ah or force for a specific occupational series or occupational category.

-------
An analysis by grade level shows that 78.8% or 227 employees of Region's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 14.1% of the
positions and women held 36.1%.  Among minorities, Blacks held 4.0% of the positions,
Hispanics 6.6%, 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, 3
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: September 30, 2000
SERIES
Env.Prot.S
Series 028
Total 175
Gen.Admin
Series
301
Total 25

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
. 7
10
-3
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
93
88
+5
50
18
13
+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.

Further analysis by grade level shows that 55.6% or 158 employees of the Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities hold 10.8% of the positions
and women hold 49.4%. Among minorities, Blacks hold 3.2% of the positions, Hispanics 3.8%,
Asians 1.3%, and American Indians 2.5%.

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 (identifiedfrom OPM Standard
Form 256, Self-Identification of Handicap).

-------
As of September 30,2000, 4 of Region VIII employees, or 0.64%, had targeted disabilities;
therefore, this group is under represented.

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

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 20.5% and the representation for women
increased from 47.0% to 50.7%.  There was a net increase of 1 Black, 7 Hispanics, 3 Asians, 5
American Indians and 38 women.

In Professional occupations, there was  an increase of 3.8% or 11 employees (from 277 to 288).
Minority representation increased from 13.0% to 16.3% and the representation of women
increased from 36.1% to 39.2%.  There was a net increase of 1 Black, 5 Hispanics, 2 Asians, 3
American Indians and 13 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 20.1% while the representation of
women increased from 50.6% to 57.0%.  There was an increase of 2 Asians, 2 American Indians
and 34 women, while there was a net decrease of 2 Blacks.  Hispanics remained the same at 22.

At the GS/GM-13 level, there was an increase of 15.7% or 40 employees (from 215 to 255).
Minority representation increased from 11.6% to 13.3% and the representation of women
increased from 38.6% to 43.1%.  There was a net increase of 2 Blacks, 1  Hispanic, 2 Asians, 4
American Indians and 27 women.

At the GS/GM-14 level, there was an increase of 10.2% or 9 employees (from 79 to 88).
Minority representation increased from 7.6% to 9.1% and the representation of women increased
from 34.2% to 40.9%. There was a net increase of 2 Hispanics  and 9 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 September 30, 2000.

At the GS/GM-15 level, there was an increase of 31.0% or 13 employees (from 29 to 42).
Minority representation decreased from 17.3% to 16.7% while the representation of women
increased from 27.6% to 33.3%.  There was a net increase of 1 Black, 1 Asian and 6 women,
while Hispanic and American Indian remained the same at 1. There were no Hispanic women,
Asian men, or American Indian men at this level as of September 30, 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 September 30, 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 11.8% and

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the representation of women increased from 29.4% to 32.2%. There was a net increase of 1
Asian and 4 women, while there was a net decrease of 1 Black.  The representation of Hispanics
and American Indians remained the same at 2 and 2, respectively. There were no Hispanic
women or Asian men in supervisory and managerial positions as of September 30, 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 0.64%.

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                  U.S. ENVIRONMENTAL PROTECTION AGENCY
                                     REGION IX

772/5 summary presents a workforce 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 (91.8%) 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/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of September 30, 2000,
there were 846 employees in Region IX.
Minorities occupied 31.2% of the positions
while women occupied 53.2%. Blacks held
8.2% of the positions, Hispanics 5.3%,
Asians 16.8%, American Indians 0.94%, and
Persons with Targeted Disabilities 0.23%.
Chart 1 shows the percent distribution of the
protected groups of Region IX's total work
force.
 CHART 1. WORK FORCE COMPOSITION
             Percent Protected Groups
60-
50 h
40 r-
30-
                             53.2
20-

10- 8.2
16.8
          5.3
                       0.94
                                    0.23
         Hispanic
                                              Black
    Amer Indian      Pers. w/Disab
Asian         Women
Of Region IX's total work force, 64.4% percent or 545 employees were at grades GS/GM 13-15.
Minorities held 22.8% of the positions in this grade group, while women held 49.0%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 5.0%, Hispanics 4.8%, Asians
11.9%, and American Indians 1.1%.

There were 376 employees at the GS/GM-13 level. Minorities comprised 24.5% while women
comprised 51.1%. Among minorities, Blacks held 4.5% of the positions, Hispanics 5.3%, Asians
13.3%, and American Indians 1.3%. Minorities were 22.7% of the 128 employees at the
GS/GM-14 level  while women were 43.0%. Among minorities, Blacks held 7.0% of the
positions, Hispanics 3.9%, Asians 10.9%, and American Indians 0.78%. There were no
American Indian men at the GS-14 level. Minorities represented 7.3% of the 41 employees at
the GS/GM-15 level, while women comprised 48.8%. Among minorities, Blacks held 2.4% of
the positions, Hispanics 2.4%, and Asians 2.4%. There were no Black men, Hispanic men, Asian

-------
women or American Indians at this level.
Of the 8 SES positions in Region IX, 37.5% were held by minorities and 62.5% by women.
Among minorities, Hispanics held 12.5% of the positions and Asians held 25.0%. There were no
Hispanic women, Blacks, or American Indians in SES positions.

Of the 76 supervisory and managerial positions in Region IX, 25.0% were held by minorities and
47.4% by women.  Among the minorities, 5.3% of the positions were occupied by Blacks, 7.9%
by Hispanics, and 11.8% by Asians.  There were no Black women, American Indian men, or
American Indian women in this group.

PROFESSIONAL POSITIONS:  Region IX had 365 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 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: September 30, 2000
SERIES
Env.
Engineer
Series
0819
Total 129
Attorney
Series 905
Total 60
Phy-Scient.
Series
1301
Total 117

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
2
+2
4.6
6
6
0
HISPANIC
3.0
6
4
+2
2.5
3
2
+1
1.9
4
3
+1
ASIAN
7.5
28
10
+18
1.4
5
1
+4
3.3
9
4
+5
AMERICAN
INDIAN
0.3
2
1
+1
0.2
1
1
0
0.4
0
1
-1
WOMEN
9.8
48
13
+35
24.5
32
15
+17
29
54
34
+20
* 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 76.4 % or 279 employees of Region IX's Professional
work force were at grades GS/GM 13-15. In this grade grouping, minorities held 20.1% of the
positions and women held 45.5%.  Among minorities, Blacks held 4.7% of the positions,

-------
Hispanics 3.6%, Asians 10.8%, and American Indians 1.1%.  There were no American Indian
men in this grade group.

ADMINISTRATIVE POSITIONS - Region IX had 412 employees in the Administrative job
category, comprising 48.7% 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 and 2 women in the General
Administration series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: September 30, 2000
SERIES
Env.Prot.8
Series 028
Total 247
Gen.Admin
Series
301
Total 51

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
13
13
0
5.2
3
3
0
ASIAN
2.8
29
7
+22
2.8
7
2
+5
AMERICAN
INDIAN
0.5
4
2
+2
0.5
0
1
-1
WOMEN
50
129
124
+5
50
24
26
-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 64.6% or 266 employees of Region IX's
Administrative work force were at grades GS/GM 13-15.  Of this  grade group, minorities held
25.6% of the positions and women held 52.6%. Among minorities, Blacks held 5.3% of the
positions, Hispanics 6.0%, Asians 13.2%, and American Indians 1.1%. 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 September 30, 2000, 2 Region IX employees, or 0.23%, had targeted disabilities; therefore,
this group was under represented.

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CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30, 2000: The reference
period of September 30, 1997 to September 30, 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 decrease of 1.7% or 15 employees in its total work force (from 861 to 846).
The representation of minorities increased from 30.2% to 31.2% while the representation of
women decreased from 54.4% to 53.2%. There was a net increase of 7 Asians and a net decrease
of 1 Black, 2 Hispanics and 18 women. American Indians remained the same at 8, respectively.

In Professional occupations, there was a decrease of 1.6% or 6 employees (from 371 to 365).
Minority representation increased from 22.1% to 23.3%, while the representation of women
decreased from 44.5% to 43.8%. There was a net increase of 5 Asians and 1 American Indian,
while there was a net decrease of 1 Black, 2 Hispanics and 5 women.

In Administrative occupations, there was an increase of .072% or 3 employees (from 409 to 412).
Minority representation increased from 28.8% to 30.6% and the representation of women
decreased from 56.0% to 55.1%. There was a net increase of 5 Blacks, 1 Hispanic and 3 Asians,
while there was a net decrease of 1 American Indian and 2 women.  There were no American
Indian women as of September 30, 2000.

At the GS/GM-13 level, there was an increase of 25.3% or 95 employees (from 281 to 376).
Minority representation increased from 20.3% to 24.5% and the representation of women
increased from 49.1% to 51.1%. There was a net increase of 2 Blacks, 8 Hispanics, 22 Asians, 3
American Indians and 54 women.

At the GS/GM-14 level, there was an increase of 10.9% or 14 employees (from 114 to 128). The
percentage of minorities increased from 14.0% to 22.7% and the percentage for women remained
the same at 43.0%. There was a net increase of 8 Blacks, 2 Hispanics, 3 Asians and 6 women.
American Indian remained the same at 1. There were no American Indian men at this level as of
September 30, 2000.

At the GS/GM-15 level, there was an increase of 12.2% or 5 employees (from 36 to 41). The
percentage of minorities decreased from 11.1% to 7.3% while the percentage of women
increased from 44.4% to 48.8%. There was a net increase of 1 Black and 4 women, while there
was a net decrease of 2 Asians.  Hispanic remained the same at 1. There were no Black men,
Hispanic men, Asian women, American Indian men, or American Indian women at this level as
of September 30, 2000.

The SES members increased by 12.5% or 1 employee (from 7 to 8). The representation of
minorities increased from 0% to 37.5% and the percentage for women increased from 57.1% to
62.5%. 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 September 30, 2000.

There was a decrease of 8.4% or 7 employees (from 83 to 76) in supervisory and managerial

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positions. Minority representation increased from 16.9% to 25.0%, while the representation of
women decreased from 51.8% to 47.4%. There was a net increase of 4 Blacks and 2 Hispanics,
while there was a net decrease of 1 Asian and 7 women. There were no Black women, American
Indian men, or American Indian women in these positions as of September 30, 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%.

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                  U.S. ENVIRONMENTAL PROTECTION AGENCY
                                     REGION X

This summary presents a work force 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 (91.2%) of Region X'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 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 September 30, 2000 there       CHART 1.
were 617 employees in Region X.  Minorities
occupied 17.7% of the positions while women
occupied 53.8%.  Blacks held 3.4% of the positions,
Hispanics 3.6%, Asians 8.8%, American Indians
2.0%, and Persons with Targeted Disabilities
0.64%.  Chart 1 shows the percent distribution of
the groups of the Region's total work force.             sx*        """        vvn

Of Region X's total work force, 57.7% percent or 356 employees were at grades GS/GM 13-15.
Minorities held 10.4% of the positions in this grade group, while women held 41.6%. Minorities
were represented at the GS/GM 13-15 level as follows:  Blacks 1.7%, Hispanics 2.8%, Asians
5.1%, and American Indians 0.84%.

There were 239 employees at the GS/GM-13 level. Minorities comprised 10.9% and women
42.3%.  Among minorities, Blacks held 1.3% of the positions, Hispanics 2.9%, Asians 5.9%, and
American Indians 0.84.  Minorities were 11.0% of the 91 employees at the GS/GM-14 level and
women were 39.6%. Among minorities, Blacks held 2.2% of the positions, Hispanics 3.3%, and
Asians 4.4% and American Indians 1.1%.  There were no Black men or American Indian men at
the GS-14 level.  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.

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Of the 5 SES positions in Region X, minorities held 20.0%. Blacks held 20.0%. There were no
women, Hispanics, Asians or American Indians women at this level.

Of the 49 supervisory and managerial positions in Region X, 12.2% were held by minorities and
40.8% by women.  Among the minorities, 6.1% of the positions were occupied by Blacks and
6.1% by Asians. There were no Hispanics or American Indians in supervisory and managerial
positions.

PROFESSIONAL POSITIONS: Region X had 248 employees in the Professional job
category, comprising 40.2% 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 3 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: September 30, 2000
SERIES
Env. Eng.
Series 819
Total 77
Attorney
Series 905
Total 38
Physical
Scientist
Series 1301
Total 72

Percent CLF
# On Board
# Parity
# Difference
Percent CLF
# On Board
# Parity
# Difference
Percent CLF
# On Board
# Parity
# Difference
BLACK
3.4
0
3
-3
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
30
8
+22
24.5
20
10
+10
29.0
32
21
+11
* 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 74.2 % or 184 employees of the Professional work force in
Region X were at grades GS/GM 13-15. In this grade grouping, minorities held 11.4% of the
positions and women held 39.7%.  Among minorities, Blacks held 1.6% of the positions,
Hispanics 3.8%, and Asians 6.0%.  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 51.1% 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 2 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: September 30, 2000
SERIES
Envir. Prot.
Specialist
Series 028
Total 194
Prog. Mgr.
Series
340
Total 52

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
6
18
-12
8.9
3
5
-2
HISPANIC
5.2
9
11
-2
5.2
0
3
-3
ASIAN
2.8
13
6
+7
2.8
3
2
+1
AMERICAN
INDIAN
0.5
 - 7
1
+6
0.5
1
1
0
WOMEN
50
102
97
+5
50
23
26
-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 54.6% or 172 employees of the Region's
 Administrative work force are at grades GS/GM 13-15.  Of this grade group, minorities hold
 9.3% of the positions and women hold 43.6%. Among minorities, Blacks hold 1.7% of the
 positions, Hispanics 1.7%, Asians 4.1%, and American Indians 1.7%.

 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 (identifiedfrom OPM Standard Form 256, Self-Identification of Handicap).

 As of September 30, 2000,4 of Region X employees, or 0.64%, had targeted disabilities;
 therefore, this groups was under represented.

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

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Region X had a net increase of 2.1% or 13 employees in its total work force (from 604 to 617).
The representation of minorities increased from 14.4% to 17.7% and the representation for
women increased from 51.8% to 53.8%. There was a net increase of 3 Blacks, 2 Hispanics, 14
Asians, 3 American Indians and 19 women.

In Professional occupations, there was an increase of 2.8% or 7 employees (from 241 to 248).
Minority representation increased from 11.2% to 14.1% and the representation of women
increased from 41.5% to 44.4%. There was a net increase of 2 Hispanics, 6 Asians, 1 American
Indian and 10 women, while Blacks decreased by 1.

In Administrative occupations, there was an increase of 6.7% or 21 employees (from 294 to 315).
Minority representation increased from 14.3% to 18.1% and the representation for women
increased from 52.0% to 55.2%. There was a net increase of 7 Blacks, 2 Hispanics, 5 Asians,
1 American Indian and 21 women.

At the GS/GM-13 level, there was an increase of 13.8% or 33 employees (from 206 to 239).
Minority representation increased from 6.3% to 10.9% and the representation for women
increased from 40.3% to 42.3%. There was a net increase of 11 Asians, 2 American Indians and
18 women.  Blacks and Hispanics remained the same at 3 and 7, respectively.

At the GS/GM-14 level, there was an increase of 13.2% or 12 employees (from 79 to 91). The
percentage of minorities decreased from 11.4% to 11.0% while the percentage of women
increased from 34.2% to 39.6%. 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 September 30, 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
September 30, 2000.

The SES members decreased by 20.0% or 1 employee (from 6 to 5).  Minority representation
increased from 0% to 20.0% while the  percentage of women decreased from  16.7% to 0%.
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.

Supervisory and management positions increased by 2.0% or 1 employee (from 48 to 49).
Minority representation decreased from 12.5% to 12.2%, while the representation of women
decreased from 41.7% to 40.8%. There was a net increase of 1 Black, while there was a net
decrease 1 Hispanic.  Asians and women remained the same at 3 and 20, respectively.  There
were no Hispanics or American Indians in these positions as of September 30, 2000.

Employees with targeted disabilities increased by 50.0% or 2 employees (from 2 to 4).  Their
representation in the total work force decreased from 0.33% to 0.64%.

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