U.S. Environmental Protection Agency
        Office of Civil Rights

        Work Force Status
               And
         Analysis Reports
             Data As of
         March 31, 2001

-------
                          Table of Contents
Agencywide	1.1
Office of the Administrator	2.1
Office of Air and Radiation	3.1
Office of Administration and Resources Management	4.1
Office of the Chief Financial Officer	5.1
Office of Enforcement and Compliance Assurance	6.1
Office of Environmental Information	7.1
Office of General Counsel	8.1
Office of International Activities	9.1
Office of the Inspector General	10.1
Office of Prevention, Pesticides & Toxic Substances	11.1
Office of Research and Development	12.1
Office of Solid Waste and Emergency Response	13.1
Office of Water	14.1
Region I	15.1
Region II	16.1
Region III	17.1
Region IV	18.1
Region V	19.1
Region VI	20.1
Region VII	21.1
Region VIII	22.1
Region IX	'.	23.1
Region X	24.1
Glossary

-------
                   U.S. ENVIRONMENTAL PROTECTION AGENCY
                                    AGENCY WIDE

This summary presents a -work force profile for the U.S. Environmental Protection Agency (EPA) 's
permanent fall-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 (90.3%)
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. I of 1978.

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

OVERVIEW: As of March 31, 2001, there
were 17,810 employees in EPA. Minorities       CHART 1. WORK FORCE COMPOSITION
OCCUpied 29.0% Of the positions While WOmen                Percent Protected Groups
occupied 50.2%.  Blacks held 18.5% of the       60f                          go2         ;
positions, Hispanics 4.6%, Asians 5.2%,         so;7                          r~"~
American Indians 0.76%, and Persons with       40 'r                          
Targeted Disabilities 0.96%. Chart 1 shows the   30 r                          \
percent distribution of the protected groups in    ao-jis-s                       i
the total work force.                          10Lt   .          ,.           .           ;
                                             !         4.6    5.2           ;           ;
                                             rj	[ - ' 	[       0.76    '      0.96
Of EPA's total work force, 64.0% percent or        - B|ack  Hispanic   Man *"*lndian Women Pers-w/Disab
11,399 employees were at grades GS/GM 13-
15. Minorities held 21.3% of the positions in this grade group, while women held 41.1%.
Minorities were represented at the GS/GM 13-15 level as follows: Blacks 11.7%, Hispanics 3.8%,
Asians 5.1%, and American Indians 0.61%.

There were 6,513 employees at the GS/GM-13 level. Minorities comprise 24.8% while women
comprise 43.4%. Among minorities, Blacks held 13.7% of the positions, Hispanics 4.2%, Asians
6.2%, and American Indians 0.74%.  Minorities were 18.9% of the 3,045 employees at the GS/GM-
14 level while women were 40.5%. Among minorities, Blacks held 10.4% of the positions,
Hispanics 3.7%, Asians 4.3%, and American Indians 0.53%. Minorities represented 12.6% of the
1,841 employees at the GS/GM-15 level, while women comprised 34.2%. Among minorities,
Blacks held 7.1% of the positions, Hispanics 2.7%, Asians 2.5%, and American Indians 0.33%.

                                          1.1

-------
Of the 264 SES positions in EPA, 14.8% were held by minorities and 33.0% by women. Among
minorities, Blacks held 8.3% of the positions, Hispanics 3.4% and Asians 3.0%.  There were no
American Indians.

Of the 1,570 supervisory and managerial positions in EPA, 15.2% were held by minorities and
35.4% by women. Among the minorities, Blacks occupied 8.8% of the positions, Hispanics 3.2%,
Asians 3.1 %, and American Indians 0.19%.

PROFESSIONAL POSITIONS:  EPA had 8,592 employees in the Professional job category,
comprising 48.2% 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 2 Hispanics and 18 women in the Economist series 110; 5 Hispanics,
36 Asians, and 25 women in the Biologist series 401; 2 Hispanics and 11 women in the
Toxicologist series 415; 5 Hispanics in the Accountant series 510; 3 Hispanics and 18 women in the
Auditor series 511; 3 Blacks in the Chemist series 1320; 10 Asians in the Contracting and
Procurement series 1102; and 2 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 Hispanic men or American Indian men in the Accounting series; no
American Indian women in the Auditor series; no American Indian women in the Chemical
Engineer series; no Hispanics or American Indian women in the Geologist series; and no Hispanic
women or American Indian men in the Health Science series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Environmental
Engineer
Series 819
Total: 2050
Attorney
Series 905
Total: 1062
Physical
Scientist
Series 1301
Total: 2043

Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
-" ^ UAnv^
ff Wii isvsu*u
 Parity*
# Difference
BLACK
3.4
153
70
+83
3.4
9i
36
+55
4.6
139
91
+45
HISPANIC
3.0
143
62
+81
2.5
AO
27
+22
1.9
81
39
+42
ASIAN
7.5
219
154
+65
1.4
K
15
+38
3.3
94
67
+27
AMERICAN
INDIAN
0.3
$
* 7
+1
0.2
8
2
+6
0.4
16
8
+8
WOMEN
9.8
584
201
+383
24.5
511
260
+251
29.0
721
592
+129
                                           1.2

-------
Chemical
Engineer
Series 893
Total: 151
Economist
Series 01 10
Total: 116
Biologist
Series 0401
Total: 747
Toxicologist
Series 04 15
Total: 165
Accountant
Series 05 10
Total: 175
Auditor
Series 05 11
Total: 218
Contract/
Procurement
Series 11 02
Total: 309
Chemist
Series 1320
Total: 613
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
8
5
+3
4.6
7
5
+2
3.9
53
29
+24
3.9
9
6
+3
6.7
44
12
+32
6.7
49
15
+34
5.6
95
17
+78
6.1
34
37
-3
2.8
13
4
+9 .
2.8
1
3
-2
3.2
19
24
-5
3.7
4
6
-2
4.2
2
7
-5
4.2
6
9
-3
3.5
13
11
+2
3.2
27
20
+7
6.8
24
10
+14
3.2
8
4
+4
7.3
19
55
-36
14.4
26
24
+2
5.4
14
9
+5
5.4
12
12
0
5.4
7
17
-10
9.8
64
60
+4
0.1
1
0
+1
0.2
0
0
0
0.4
10
3
+7
0.2
0
0
0
0.3
1
1
0
0.3
1
1
0
0.4
2
1
+1
0.2
2
1
+1
11.1
46
17
+29
43.9
33
51
-18
41.7
286
311
-25
42.7
59
70
-11
52.7
95
92
+3
52.7
97
115
-18
37.0
182
114
+68
27.4
208
168
+40
1.3

-------
Geologist
Series 1350
Total: 102
Health Science
Series 601
Total: 102
Percent CLF
# On board
# Parity
# Difference
Percent CLF
# On board
# Parity
# Difference
1.1
4
1
+3

7


2.4
0
2
-2

1


1.8
4
2
+2

6


0.3
1
0
+1

1


14.4
17
15
+2

44


*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 76.6% or 6,578 employees of EPA's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 17.9% of the positions and
women held 33.3%. Among minorities, Blacks held 7.1% of the positions, Hispanics 4.0%, Asians
6.4%, and American Indians 0.52%.

ADMINISTRATIVE POSITIONS: EPA had 7,494 employees in the Administrative job
category, comprising 42.1% 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 33 Hispanics in the Environmental Protection Specialist series; 1
Asian in the Personnel Management  Specialist series; 5 Hispanics and 4 Asians in the General
Administration series; 4 Hispanics and 72 women in the Computer Specialist series; 11 Hispanics
and 56 women in the Program Manager series; 27 Hispanics, 4 Asians and 1 American Indian in the
Management Analyst series; 1 Hispanic in the Public Affairs series; and 1 Asian and 57 women in
the Criminal Investigator series.

There were no Asian men or American Indian men in the 028 series; no American Indian women in
the 340 series; no American Indian men in the 501 series; no American Indian men in the 1035
series; and no Asian men in the 1811 series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Environmental
Protection
Specialist
Series 028
Total: 2779

Percent CLF
# On board
# Parity*
# Difference
BLACK
8.9
428
248
+180
HISPANIC
5.2
108
145
-37
ASIAN
2.8
110
78
+32
AMERICAN
INDIAN
0.5
42
14
+28
WOMEN
50.
1589
1390
+199
                                            1.4

-------
Personnel
Management
Specialist
Series 201
Total: 145
General
Administration
Series 301
Total: 891
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 11 01
Total: 133
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
8.9
68
13
+55
8.9
270
80
+190
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
5.2
14
8
+6
5.2
39
47
-8
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
2.8
3
5
-2
2.8
21
25
-4
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
0.5
1
1
0
0.5
4
5
-1
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
50.
114
73
+41
50.
606
446
+160
50.
210
277
-67
50.
142
205
-63
50.
983
711
+272
50.
112
74
+38
50.
87
72
+15
50.
101
67
+34
1.5

-------
Criminal
Investigator
Series 1811
Total: 233
Percent CLF
# On board
# Parity
# Difference
8.9
27
21
+6
5.2
12
13
-1
2.8
5
7
-2
0.5
1
2
-1
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 64.3% or 4,821 employees of EPA's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 25.8% of the
positions and women held 51.8%. Among minorities, Blacks held 18.1% of the positions,
Hispanics 3.6%, Asians 3.3%, and American Indians 0.75%.

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

As of March 31, 2001, 171 EPA employees, or 0.96%, had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001: The reference period of
September 30, 1997 to March 31,  2001 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 2.0% or 364 employees in its total work force (from 17,446 to 17,810).
The representation of minorities increased from 26.7% to 29.0%, however, the representation of
women increased from 49.4% to 50.2%.  There was a net increase of 190 Blacks, 106 Hispanics,
 171  Asians, 40 American Indians, and 324 women.

In Professional occupations, there was an increase of 1.8% or 154 employees (from 8,438 to 8,592).
Minority representation increased from 18.7% to 20.4%, and the representation of women increased
from 34.3% to 35.6%. There was a net increase of 14 Blacks, 39 Hispanics, 101 Asians, 22
American Indians, and 165 women.

In Administrative occupations, there was an increase of 8.4% or 626 employees (from 6,868 to
7,494). Minority representation increased from 27.1% to 31.7% and the representation of women
increased from 56.2% to 58.6%. There was a net increase of 347 Blacks, 80 Hispanics, 62 Asians,
21 American Indians, and 532 women.

At the GS/GM-13 level, there was an increase of 16.4% or 1068 employees (from 5,445 to 6,513).
Minority representation increased from 21.4% to 24.8% and the representation of women  increased
                                           1.6

-------
from 42.0% to 43.4%. There was a net increase of 234 Blacks, 64 Hispanics, 131 Asians, 23
American Indians, and 541 women.

At the GS/GM-14 level, there was an increase of 11.6% or 353 employees (from 2,692 to 3,045).
Minority representation increased from 13.9% to 18.9% and the representation of women increased
from 37.4% to 40.5%. There was a net increase of 95 Blacks, 49 Hispanics, 47 Asians, and 10
American Indians, and 226 women.

At the GS/GM-15 level, there was an increase of 17.7% or 325 employees (from 1,516 to 1,841).
Minority representation increased from 10.3% to 12.6% and the representation of women increased
from 30.6% to 34.2%. There was a net increase of 48 Blacks, 17 Hispanics, 8 Asians, 3 American
Indians, and 166 women.

At the SES level there was an increase of 1.5% or 4 employees (from 260 to 264).  Minority
representation increased from 8.8% to 14.8% and the representation of women increased from
26.9% to 33.0%.  There was a net increase of 5 Blacks, 7 Hispanics,-6 Asians, and  17 women, while
American Indians decreased by 2.

There was a decrease of 22 employees (from 1,592 to 1,570) in supervisory and managerial
positions. However, minority representation increased from 13.2% to 15.2% and women increased
from 34.1% to 35.4%. There was a net increase of 13 Blacks, 12 Hispanics, 6 Asians, 13 women,
while American Indians decreased by 2.

Employees with targeted disabilities had a net increase of 23 (from 148 to  171).  Their
representation in the total work force increased from 0.83% to 0.96%.
                                          1.7

-------
                   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 (87.8%) 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 March 31,2001, there were
485 employees in AO.  Minorities occupied
38.1% of AO's positions, while women occupied
63.5%.  Blacks held 32.8% of AO's positions,
Hispanics 2.1%, Asians 2.9%, American Indians
0.41%, 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
                             63.5
70-
50 1
40 i
30 L

20 L

101-

 o1-
  L  32.8
          2.1
                 2.9
                       0.41
         Hispanic       Amer. Indian     Pets w/Disab.
   Black         Asian         Women
Of AO's total work force, 60.0% percent or 286 employees were at grades GS/GM 13-15.
Minorities held 25.5% of the positions in this grade group, while women held 54.9%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 18.5%, Hispanics 2.8%, Asians
3.9%, and American Indians 0.35%.  There were no American Indian men in this grade group.

There were 90 employees at the GS/GM-13 level.  Minorities comprised 41.1% and women
comprised 66.7%.  Among minorities, Blacks held 33.3% of the positions, Hispanics 3.3%, and
Asians 4.4%. There were no American Indian men or women at this level. Minorities were 18.0%
of the 117 employees at the GS/GM-14 level and women are 53.9%. Among minorities, Blacks
held 10.3% of the positions, Hispanics 2.6%, Asians 4.3%, and American Indians 0.85%. There
were no American Indian men. Minorities represented 19.0% of the 79 employees at the
                                          2.1

-------
GS/GM-15 level, while women comprised 43.0%. Among minorities, Blacks held 13.9% of the
positions, Hispanics 2.5%, and Asians 2.5%. There were no American Indian men, or American
Indian women at this level.

Of the 30 SES positions in AO, 13.3% were held by minorities and 46.7% by women. Among
minorities, Blacks held 10.0% of the positions and Hispanics held 3.3%. There were no Hispanic
women, Asian men, Asian women, American Indian men, or American Indian women in SES
positions.

Of the 44 supervisory and managerial positions in AO, 15.9% were held by minorities and 47.7% by
women.  Among the minorities, 11.4% of the positions were occupied by Blacks, 2.3% by
Hispanics and 2.3% by Asians. There were no Hispanic women, Asian men, American Indian men,
or American Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: AO had 98 employees in the Professional job category,
comprising 20.2% 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 Hispanic and 3 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: March 31, 2001
SERIES
Attorney
Series
905
Total 29
Economist
Series
110
Total 28

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
2
1
+ 1
4.6
1
1
0
HISPANIC
2.5
2
1
+1
2.8
0
1
-1
ASIAN
1.4
2
0
+2
3.2
2
1
+1
AMERICAN
INDIAN
0.2
0
0
0
0.2
0
0
0
WOMEN
24.5
10
7
+3
43.9
9
12
-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 77.6 % or 76 employees of AO's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 13.2% of the positions and
                                          2.2

-------
women held 31.6%. Among minorities, Blacks held 4.0% of the positions, Hispanics 2.6%, and
Asians 6.6%.  There were no Hispanic women, American Indian men, or American Indian women
in this grade group.

There were no Hispanic women or American Indians in the Environmental Protection Specialist
series; no Hispanic women, Asians or American Indian in the General Administration series and no
American Indian in the Management Analyst series.

ADMINISTRATIVE POSITIONS:  AO had 328 employees in the Administrative job category,
comprising 67.6% 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
3 Hispanic Environmental Protection Specialist; 5 Hispanic, 3 Asian and 1 American Indian in the
General Administration series and 2 Hispanic Management Analyst.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env.Prot.8
Series
028
Total 74
Gen.Admi
Series
301
Total 116
MgmtAna
Series
343
Total 88

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
12
7
+5
8.9
44
10
+34
8.9
32
8
+24
HISPANIC
5.2
1
4
-3
5.2
1
6
-5
5.2
3
5
-2
ASIAN
2.8
3
2
+1
2.8
0
3
-3
2.8
3
2
+1
AMERICAN
INDIAN
0.5
0
0
0
0.5
0
1
-1
0.5
0
0
0
WOMEN
50.0
45
37
+8
50.0
87
58
+29
50.0
64
44
+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.
                                           2.3

-------
 Further analysis by grade level shows that 64.0% or 210 employees of AO's Administrative work
 force were at grades GS/GM 13-15. Of this grade group, minorities held 30.0% of the positions and
 women held 63.3%. Among minorities, Blacks held 23.8% of the positions, Hispanics 2.9%,
 Asians 2.9%, and American Indians 0.48%. 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 OPMStandard Form 256, Self-Identification of Handicap).

 As of March 31,2001, 6 AO employees or 1.3% had targeted disabilities; therefore, this group was
 under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001:  The reference period of
 September 30, 1997 to March 31, 2001 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.

 AO had a net increase of 59.8% or 195 employees in its total work force (from 290 to 485). The
 representation of minorities decreased from 42.1% to 38.1% and the representation for women
 decreased from 66.6% to 63.5%. There was a net increase of 52 Blacks, 2 Hispanics, 7 Asians, 2
 American Indians and 115 women. There were no American Indian men as of March 31, 2001.

 In Professional occupations, there was an increase of 51.0% or 50 employees (from 48  to 98).
 Minority representation decreased from 12.5% to 11.2% while the representation for women
 decreased from 35.4% to 31.6%. There was a net increase of 1 Black, 1 Hispanic, 3 Asians and 14
 women.  There were no Hispanic women, American Indian men, or American Indian women in
 Professional occupations as of March 31,2001.

 In Administrative occupations, there was an increase of 43.0% or 141 employees (from 187 to 328)
 Minority representation decreased from 40.1% to 38.4% and the representation for women
 decreased from 69.0% to 68.6%. There was a net increase of 46 Blacks, 1 Hispanic, 3 Asians, 1
American Indian and 96 women. There were no  American Indian men in Administrative
 occupations as of March 31,2001.

At the GS/GM-13 level, there was an increase of42.2% or 52 employees (from 38 to 90). Minority
representation increased from 34.2% to 41.1% and the representation for women decreased from
76.3% to 66.7%.  There was a net increase of 22  Blacks, 2 Asians and 31 women, while Hispanics
remained the same at 3.  There were no American Indians at this level as of March 31, 2001.

At the GS/GM-14 level, there was an increase of 49.6% or 59 employees (from 58 to 117). The
percentage of minorities decreased from 27.6% to 17.9% and the percentage for women decreased

                                          2.4

-------
from 67.2% to 53.8%. There was a net increase of 1 Hispanic, 3 Asians, 1 American Indian and 24
women. Blacks remained the same at 12. There were no American Indian men at this level as of
March 31,2001.

At the GS/GM-15 level, there was an increase of 45.6% or 43 employees (from 36 to 79). The
percentage of minorities decreased from 19.4% to 19.0% and the percentage for women increased
from 33.3% to 43.0%. There was a net increase of 7 Blacks, 1 Asian and 22 women. Hispanics
remained the same at 2. There were no American Indian men, or American Indian women at this
level as of March 31,2001.

The SES members increased by 15.0% or 3 employees (from 17 to 30). The representation of
minorities decreased from 17.6% to 13.3% and the representation for women increased from 29.4%
to 46.7%. There was a net gain of 1 Hispanic and 9 women. Blacks remained the same at 3. Asian
men, Asian women, American Indian men, and American Indian women were absent at the SES
level as of March 31, 2001.

There was an increase of 34.1% or 15 employees (from 29 to 44) in supervisory and managerial
positions.  Minority representation increased from 3.1% to 15.9%, while the representation for
women increased from 44.8% to 47.7%. There was a net increase of 1 Hispanic and 8  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
March 31,2001.

Employees with targeted disabilities decreased by 20.0% or 1 (from 6 to 5). Their representation in
the total work force decreased from 2.1 % to 1.0%.
                                         2.5

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

 This summary presents a work force profile for the Office of Air and Radiation (OAR) 's permanent
full-time and part-time employees, and addresses the existence of under representation among
protected groups.  For this analysis, the protected groups are Blacks, Hispanics, Asians, American
Indians, -women, and Persons -with Targeted Disabilities.  The analysis concentrates on the
Professional and Administrative occupations because they represent the vast majority (89.1%) 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 March 31,2001 , there
 were 1,334 employees in the OAR. Minorities
 occupied 21.0% of OAR's positions while
 women occupied 45.1%. Blacks held 12.8% of
 OAR's positions, Hispanics 3.1%, Asians 4.6%,
 American Indians 0.60% and Persons with
 Targeted Disabilities 0.67%. Chart 1 shows the
 percent distribution of the protected groups of
 OAR's total work force.
S0f
 CHART 1. WORK FORCE COMPOSITION
             Percent Protected Groups
                             45.1
30!-

20 L
  !-  12.8
                 4.6
                       0.6
                                    0.67
                                                      Hispanic       Amer. Indian      Pers. w/Disab
                                                 Blade          Asian         Women
 Of OAR's total work force, 69.9% or 933
 employees were at grades GS/GM 13-15. Minorities held 17.0% of the positions hi this grade
 group, while women held 38.3%. Minorities were represented at the GS/GM 13-15 level as
 follows:  Blacks 9.0%, Hispanics 3.3%, Asians 4.4%, and American Indians 0.32%.

 There were 594 employees at the GS/GM-13 level; minorities comprised 21.0% and women 39.1%.
 Among minorities, Blacks held 10.9% of the positions, Hispanics 3.4%, Asians 6.4%, and American
 Indians 0.34%. There were no American Indian women represented at this level. Minorities were
 14.4 of the 167 employees at the GS/GM-14 level and women 41.3%. Among minorities, Blacks
 held 7.2% of the positions, Hispanics 4.8%, and Asians 1.8%. There were no Asian women or
 American Indian men at this level. Minorities represented 5.8% of the 172 employees at the
                                           3.1

-------
GS/GM-15 level, while women comprised 32.6%. Among minorities, Blacks held 4.1% of the
positions and Hispanics held 1.7%.  There were no Hispanic men, and no Asians or American
Indians represented at this level.

Of the 17 SES positions in OAR, 47.1% 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 118 supervisory and managerial positions in OAR, 6.8% were held by minorities and 36.4%
by women. Among the minorities, 4.2% of the positions were occupied by Blacks, 0.85% by
Hispanics and 1.7% of the positions were held by Asians. There were no Hispanic men, American
Indian men, or American Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OAR had 581 employees in the Professional job category,
comprising 43.6% 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
3 Asian Environmental Engineers; 3 Asian Mechanical Engineers; 1 Hispanic Physical Scientists
and 1 Hispanic and 3 women Economist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Envir. Engr.
Series
819
Total 194
Mech. Engr.
Series
?30
Total 80
Phy. Sci.
Series
nru
Total 134

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
a Parit17*
# Difference
Percent CLF
# On Board
O. Pa^ti,*
. .   . ~j
X- Difference
BLACK
3.4
16
7
+9
2.7
3
2
+1
4.6
11
f.
-r5
HISPANIC
3.0
9
6
+3
2.4
2
j
0
1.9
2
3
-I
ASIAN
7.5
12
15
-3
5.9
2
s
-3
3.3
9
4
TJ
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
n
0
0.4
1
i
0
WOMEN
9.8
48
19
+29
5.3
4
4
0
29
45 i
JO
1
-
                                          3.2

-------
Economist
Series
110
Total 28
Percent CLF
# On Board
# Parity*
# Difference
4.6
4
1
+3
2.8
o
1
-1
3.2
2
1
+1
0.2
0
0
0
43.9
9
12
-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 83.3% or 484 employees of OAR's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 14.7% of the positions and
women held 23.6%.  Among minorities, Blacks held 5.6% of the positions, Hispanics 3.3%, Asians
5.4%, and American Indians 0.41%.

ADMINISTRATIVE POSITIONS - OAR had 607 employees in the Administrative job category,
comprising 45.5% 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 Analyst series 343. Under representation can be eliminated
with the addition of 8 Black, 2 Hispanic, 1 American Indian and 4 women Environmental Protection
Specialist; 2 Hispanic and 1 Asian in the General Administration series; 1 Hispanic Computer
Specialist; 3 Hispanic Management Analyst.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env. Prot.
Series
028
Total 303
Gen. Admin.
Series
301
Total 65
Comp.Spec.
Series
334
Total 42

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
19
27
-8
8.9
11
6
+5
8.9
5
4
+1
HISPANIC
5.2
14
16
-2
5.2
1
3
-2
5.2
1
2
-1
ASIAN
2.8
11
8
+3
2.8
1
2
-1
2.8
7
1
+6
AMERICAN
INDIAN
0.5
1
2
-1
0.5
0
0
0
0.5
0
0
0
WOMEN
50.0
148
152
-4
50.0
44
33
+11
50.0
21
21
0
                                            3.3

-------
MgmtAnlys.
Series
343
Total 154
Percent CLF
# On Board
# Parity*
# Difference
8.9
38
14
+24
5.2
5
8
-3
2.8
5
4
+1
0.5
1
1
0
50.0
110
77
+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.

 Further analysis by grade level shows that 74.0% or 449 employees of OAR's administrative work
 force were at grades GS/GM 13-15. Of this grade group, minorities held 19.6% of the positions and
 women held 54.1%. Among minorities, Blacks held 12.7% of the positions, Hispanics 3.3%, and
 Asians 3.3%. There were no American Indian men in this grade group.

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

 As of March 31,2001, 11 OAR employees or 0.85% had targeted disabilities, therefore, this group
 was under represented.

 CHANGE FROM SEPTEMBER 30,1997, to MARCH 31,2001:  The reference period of
 September 30, 1997 to March 31, 2001 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.

 OAR had a net increase of 5.4% or 72 employees in its total work force (from 1,262 to 1,334). The
 representation of minorities increased from 18.2% to 21.1% and the representation for women
 increased from 45.0% to 45.1%. There was a net increase of 17 Blacks, 11 Hispanics, 22 Asians, 1
 American Indian and 34 women.

 In Professional occupations, employee representation decreased by 0.68% or 4 employees (from 581
 to 581). Minority representation increased from 12.8% to 16.7%, and the representation for womeJ
 decreased from 27.2% to 26.0%. There was a net increase of 6 Blacks, 5 Hispanics, 8  Asians and 3
 American Indians, while there was a net decrease of 8 women.

 In Administrative  occupations, there was an increase of 16.6% or 101 employees (from 506 to 607).
 Minority representation increased from 19.6% to 20.6% and the representation for women increased
 from 56.7% to 57.2%.  There was a net increase of 7 Blacks, 8 Hispanics, 12 Asians and 60 women,
 while there was a net decrease of 1 American Indian. There were no American Indian men as of
 March 31,2001.
                                           3.4

-------
At the GS/GM-13 level, there was an increase of 15.2% or 90 employees (from 504 to 594).
Minority representation increased from 17.7% to 21.0% and the representation for women decreased
from 40.5% to 39.1%. There was a net increase of 17 Blacks, 4 Hispanics, 14 Asians, 1 American
Indian and 28 women.

At the GS/GM-14 level, there was a net increase of 27.5% or 46 employees (from 121 to 167). The
percentage of minorities increased from 5.8% to 14.4% and the percentage for women increased
from 36.4% to 41.3%. There was a net increase of 8 Blacks, 6 Hispanics, 3 Asians and 25 women,
while American Indian remained the same at 1.  There were no American Indians at this level as of
March 31,2001.

At the GS/GM-15 level, there was an increase of 8.1% or 14 employees (from 158 to 172). The
percentage of minorities increased from 5.1% to 5.8% while the percentage for women increased
from 31.0% to 32.6%. There was a net increase of 1 Black,  1 Hispanic and 7 women. There were
no Hispanic men, Asians or American Indians at this level as of March 31,2001.

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 47.1 %.  There
was a net increase of 1 Black, 1 Asian and 3 women. There were no Black women, Hispanics,
Asian men or American Indians represented at this level as of March 31,2001.

There was a decrease of 2.5% or 3 employees in supervisory and managerial positions (from 115 to
112). Minority representation increased from 5.2% to 6.8%, while the representation for women
increased from 33.0% to 36.4%.  There was a net increase of 1 Black, 2 Asians and 5 women, while
Hispanics decreased by 1. There were no Hispanic men or American Indians in these positions as of
March 31,2001.

Employees with targeted disabilities remained the same at 2. Their representation of the total work
force decreased from 0.71% to 0.67%.
                                          3.5

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

 This summary presents a work force profile for the Office of Administration and Resources
 Management's (OARM) permanent full-time and part-time employees, and addresses the existence
 rfunder 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 (88.4%) 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/GM 13-15 and SES
positions are provided for information only.

 OVERVIEW: As of March 31, 2001, there were    CHART 1. WORK FORCE COMPOSITION
 778 employees in the OARM. Minorities                      percent protected croups
 occupied 46.8% of OARM's positions, while      70r                                     \
 women occupied 60.4%.  Among minorities,       60[~                          ;
 Blacks held 40.9% of OARM's positions,         50 ~ 40.9
 Hispanics 4.1%, Asians 1.5%, American Indians   4t) p ;
 0.26%, and Persons with Targeted  Disabilities       <  ;   i
                                             20,    j
 1.5%. Chart 1 shows the percent distribution of     ^;
the protected groups of OARM's total work         - ;   :.   .^-   .1-5    0.26
1.5
force                                                 Hispanic       Amer. Indian     Pens. w/Disab
                                                 Black         Asian         Women

Of OARM's total work force 62.0% percent or 482 employees were at grades GS/GM 13-15.
Minorities held 39.6 of the positions in this grade group, while women held 53.1%. Minorities were
represented at the GS/GM 13-15 level as follows: Blacks 32.8%, Hispanics 4.8%, Asians 1.9%, and
American Indians 0.21%.

There were 211 employees at the GS/GM-13 level. Minorities comprised 46.9% and women
comprised 62.6%. Among minorities, Blacks held 41.2% of the positions, Hispanics 3.8% and
Asians 1.9%. There were no American Indians at this level. Minorities, were 37.8% of the 172
employees at the GS/GM-14 level and women were 48.8%. Among minorities, Blacks held 30.0%
of the positions, Hispanics 5.8%, Asians 1.7%, and American Indians 0.58%. There were no
American Indian women at this level.  Minorities represented 27.3% of the 99 employees at the

                                          4.1

-------
GS/GM-15 level, while women comprised 40.4%. Among minorities, Blacks held 20.2% of the
positions, Hispanics 5.1%, and Asians 2.0%.  There were no Asian men American Indian men or
American Indian women at this level.

Of the 13 SES positions in OARM, 15.4% were held by minorities and 23.1% by women. Among
the minorities, Blacks held 7.7% of the positions and Hispanics held 7.7%.  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, 26.0% were held by minorities and
41.1% by women. Among the minorities, 20.6% of the positions were occupied by Blacks, 2.7% 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 265 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 2 Asians and 1 American Indian.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Contr. &Proc.
Series
1102
Total 204

Percent CLF
# On Board
# Parity*
# Difference
BLACK
5.1
70
10
+60
HISPANIC
4.2
9
9
0
ASIAN
2.1
2
4
-2
AMERICAN
INDIAN
0.4
0
1
-1
WOMEN
45.9
121
94
+27
*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 68.3% or 181 employees of OARM's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 32.6% of the positions and
women held 46.4%. Among minorities, Blacks held 24.9% of the positions, Hispanics 5.5%, and
Asians 2.2%. There were no American Indian men or American Indian women in this grade group.

ADMINISTRATIVE POSITIONS:  OARM had 423 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
                                          4.2

-------
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; 1 Hispanic and 1 Asian in the General
Administration series; 2 Asian and 1 American Indian Computer Specialist; 1 Asian Support
Service Administrator and 1 American Indian in the General Business series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Per. Mgmt.
Series
201
Total 78
Gen. Admin.
Series
301
Total 48
Comp.Spec.
Series
334
Total 37
Supp.Srv.Ad
Series
342
Total 26
Mgmt Ana.
Series
343
Total 104
Gen. Bus.
Series
1101
Total 34

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
47
7
+40
8.9
23
4
+19
8.9
10
4
+6
8.9
18
2
+16
8.9
27
9
+18
8.9
17
3
+14
HISPANIC
5.2
2
5
-3
5.2
1
2
-1
5.2
2
2
0
5.2
1
1
0
5.2
6
5
+ 1
5.2
1
2
-1
ASIAN
2.8
1
3
-2
2.8
0
1
-1
2.8
0
2
-2
2.8
0
1
-1
2.8
3
3
0
2.8
1
1
0
AMERICAN
INDIAN
0.5
1
1
0
0.5
0
0
0
0.5
0
1
-1
0.5
0
0
0
.0.5
1
1
0
0.5
0
0
0
WOMEN
50.0
62
39
+23
50.0
32
24
+8
50.0
19
19
0
50.0
17
13
+4
50.0
59
52
+7
50.0
26
17
+9
                                            4.3

-------
 * 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 71.2% or 301 employees of OARM's Administrative
 work force were at grades GS/GM 13-15. Of this grade group, minorities held 43.9% of the
 positions and women held 57.1%. Among minorities, Blacks held 37.5% of the positions,
 Hispanics 4.3%, 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 March 31, 2001, 12 OARM employees or 1.5% had targeted disabilities; therefore, this group
 was under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001: The reference period of
 September 30, 1997 to March 31, 2001 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 26.3% or 205 employees in its total work force (from 983 to 778).
 The representation of minorities increased from 41.7% to 46.8% and the representation for women
 increased from 57.6% to 60.4%. There was a net increase of 4 Hispanics and a net decrease of 48
 Blacks, 2 Asians and 96 women, while American Indians remained the same at 2.

 In Professional occupations, there was a decrease of 8.7% or 23 employees (from 288 to 265).
 Minority representation increased from 37.5% to 39.6% and the representation for women decreased
 from 55.6% to 53.2%. There was a net increase of 3 Hispanics and 2 Asians, while there was a net
 decrease of 7 Blacks, 19 women and 1 American Indian.  There ere no American Indians as of
 March 31,2001.

 In Administrative occupations, there was a decrease of 35.0% or 148 employees (from 571 to 423).
 Minority representation increased from 38.4% to 47.3% and the representation for women increased
 from 54.3% to 61.5%. There was a net increase of 1 Hispanic and 2 American Indians. There was a
 net decrease of 17 Blacks, 5 Asians and 50 women.

 At the GS/GM-13 level, there was a decrease of 20.4%  or 43 employees (from 254 to 211).
 Minority representation increased from 41.3% to 46.9% and the representation for women increased
 from 60.2% to 62.6%. There was a net decrease of 5 Hispanics, 3 Asians and 21 women.  There
 was a net increase of 2 blacks. There were no American Indians at this level as of March 31, 2001.
                                           4.4

-------
At the GS/GM-14 level, the number of employees decreased by 25.0% or 43 employees (from 215
to 172). The percentage of minorities increased from 27.9% to 37.8%, while the percentage for
women increased from 47.9% to 48.8%. There was a net increase of 6 Hispanics and 1 American
Indian, while there was a net decrease of 2 Blacks and 19 women. Asians remained the same at 3.
There were no American Indian women at this level as of March 31,2001.

At the GS/GM-15 level, there was a decrease of 18.2% or 18 employees (from 117 to 99). The
percentage of minorities increased from 21.4% to 27.3% and the percentage for women increased
from 31.6% to 40.4%. There was a net increase of 1 Hispanic, 1 Asian and 3 women, while Blacks
remained the same at 20. There were no Asian men, American Indian men or American Indian
women at this level as of March 31, 2001.

The SES members decreased  by 61.5% or 8 employees (from 21 to 13). The representation of
minorities increased from 4.8% to 15.4% and the representation for women increased from 19.0% to
23.1%. There was a net increase of 1 Black and a net decrease of 1 woman. Hispanics remained the
same at 1. Black women, Hispanic women, Asian men, Asian women, American Indian men, and
American Indian women were absent at the SES level as of March 31, 2001.

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 26.0%, while the representation of
women increased from 34.0% to 41.1%. There was a net decrease of 2 Blacks, 1 Hispanic and 2
women. There was a net increase of 1 Asian.  There were no Asian men, American Indian men, or
American Indian women in these positions as of
March 31,2001.

Employees with targeted disabilities decreased by 33.3% or 4 employees (from 16 to 12).  Their
representation in the total work force decreased from 1.6% to 1.5%.
                                         4.5

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

This summary presents a -work force 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 (84.6%)
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/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of March 31,2001,
there were 319 employees in OCFO.
Minorities occupied 43.6% of the positions
while women occupied 64.9%. Blacks
held 37.3% of the positions, Hispanics
2.5%, Asians 3.8%, and Persons with
Targeted Disabilities 1.9%.  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.
70
CHART 1.  WORK FORCE COMPOSITION
           Percent Protected Groups
                            64.9
50^
40 h 37.3^

30 h !
 M
                                    1.9
         Hispanic       Amer. Indian     Pets. w/Disab
   Black          Asian         Women
Of OCFO's total work force, 57.7% or 184 employees were at grades GS/GM 13-15.  Minorities
held 34.2% of the positions in this grade group, while women held 57.6%.  Minorities were
represented at the GS/GM 13-15 level as follows: Blacks 25.5%, Hispanics 2.7%, and Asians 6.0%.
There were no American Indians in this grade group.

There were 78 employees at the GS/GM-13 level. Minorities comprised 46.2% while women
comprised 73.1%.  Among minorities, Blacks held 33.3% of the positions, Hispanics 1.3%, and
Asians 11.5%.  There were no Hispanic women or American Indians at this grade level. Minorities
were 33.3% of the 63 employees at the GS/GM-14 level while women were 55.6%. Among
minorities, Blacks held 25.4% of the positions, Hispanics 6.4%, and Asians 1.6%. There were no
                                          5.1

-------
 Asian women or American Indians at this grade level.  Minorities represented 14.0% of the 43
 employees at the GS/GM-15 level, while women comprised 32.6%.  Among minorities, Blacks held
 11.6% of the positions and Asians 2.3%. There were no Hispanics or American Indians at this
 level.

 Of the 7 SES positions in OCFO, 14.3% were held by Blacks and 28.6% by women. There were no
 Black women, Hispanics, Asians, or American Indians in SES positions.

 Of the 27 supervisory and managerial positions in OCFO, 22.2% were held by minorities and 29.6%
 by women. Among the minorities, 22.2% of the positions were occupied by Blacks. There were no
 Hispanics, Asians or American Indians in supervisory and managerial positions.

 PROFESSIONAL POSITIONS:  OCFO had 90 employees in the Professional job category,
 comprising 28.2% 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 4 Hispanic Accountants.

 Table 1.  Most Populous Professional Occupation by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Acct.
Series 05 10
Total 86

Percent CLF
# On Board
# Parity*
# Difference
BLACK
6.7
29
6
+23
HISPANIC
4.2
0
4
-4
ASIAN
5.4
5
5
0
AMERICAN
INDIAN
0.3
0
0
0
WOMEN
52.7
50
45
+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 75.6% or 68 employees of OCFO's Professional work force
 were at grades GS/GM 13-15. In this grade grouping, minorities held 36.8% of the positions and
 women held 58.8%.  Among minorities, Blacks held 29.4% of the positions and Asians 7.4%.
 There were no Hispanics or American Indians in this grade group.

 ADMINISTRATIVE POSITIONS: OCFO had 180 employees in the Administrative job
 category, comprising 56.4% 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 1 Hispanic, Management Analyst.
 1 Hispanic and 1 Asian General Accounting. There were no American Indians in the 343 series; no
 Asians and American Indians in the 501 series.
                                           5.2

-------
Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
MgmtAnlyst
Series
343
Total 73
Gen.Acctg..
Series
501
Total 53

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
13
6
+7
8.9
28
5
+23
HISPANIC
5.2
3
4
-1
5.2
2
3
-1
ASIAN
2.8
2
2
0
2.8
0
1
-1
AMERICAN
INDIAN
0.5
0
0
0
0.5
0
0
0
WOMEN
50.0
45
37
+8
50.0
42
27
+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

 Further analysis by grade level shows that 64.4% or 116 employees of OCFO's Administrative
 work force were at grades GS/GM 13-15.  Of this grade group, minorities held 32.8% of the
 positions and women held 56.9%. Among minorities, Blacks held 23.3% of the positions,
 Hispanics 4.3%, and Asians 5.2%. There were no American Indians hi this grade group.

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

 As of March 31,2001, 6 employees, or 1.9%, had targeted disabilities; therefore, this group was
 under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001: The reference period of
 September 30, 1997 to March 31, 2001 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 1.6% or 5 employees in its total work force (from 314 to 319). The
 representation of minorities decreased from 44.9%  to 43.6% and the representation of women
 increased from 64.0% to 64.9%.  There was a net decrease of 2 Blacks and a net increase of 6
 women. Hispanics and Asians remained the same at 8 and 12, respectively. There were no
 American Indians as of March 31, 2001.
                                            5.3

-------
In Professional occupations, there was a decrease of 8.8% or 8 employees (from 98 to 90). Minority
representation increased from 35.7% to 37.8%, and the representation for women increased from
54.1% to 56.7%.  There was a net decrease of 1 Hispanic and 2 women, while Blacks and Asians
remained the same at 29 and 5.  There were no Hispanics or American Indians as of
March 31,2001.

In Administrative occupations, there was an increase of 15.0% or 27 employees (from 153 to 180).
Minority representation increased from 38.6% to 38.9%, while the representation for women
increased from 60.8% to 63.3%. There was a net increase of 9 Blacks, 1 Hispanic, 1  Asian and 21
women. There were no American Indians as of March 31,2001.

At the GS/GM-13 level, employees remained the same at 78. Minority representation increased
from 42.3% to 46.2% and the representation of women increased from 66.7% to 73.1%. There was
a net increase of 5 Blacks, 2 Asians and 5 women, while there was a net decrease of 4 Hispanics.
There were no American Indians as of March 31,2001.

At the GS/GM-14 level, there was an increase of 25.4% or 16 employees (from 47 to 63).  The
percentage of minorities increased from 21.3% to 33.3%, while the percentage for women increased
from 38.3% to 55.6%.  There was a net increase of 7 Blacks, 4 Hispanics and 17 women, while
Asians remained the same at 1.  There were no Asian women or American Indians as of
March 31,2001.

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 14.0% and the percentage of women decreased
from 36.7% to 32.6%.  There was a net increase of 2 Blacks and 3 women, while there was a net
decrease of 1 Hispanic. Asians remained the same at 1.  There were no Black men, Hispanics,
Asian men or American Indians as of March 31,2001.

The SES members increased by 42.9% or 3 employees (from 4 to 7). The percentage of minorities
increased from 0% to 14.3% and the percentage of women decreased from 50.0% to 28.6%. There
was a net increase of 1 Black. Women remained the same at 2. There were no Black women,
Hispanics, Asians, or American Indians at the SES level as of March 31,2001.

Supervisory and managerial employees increased by 18.5%  or 5 (from 22 to 27). Minority
representation decreased from 22.7% to 22.2% and the representation of women decreased from
36.4% to 29.6%.  There was a net increase of 2 Blacks and a net decrease of 1 Hispanic. Women
remained the same at 8. There were no Hispanics, Asians or American Indians at this level as of
March 31,2001.

Employees with targeted disabilities increased by 50.0% or 3 employees (from 3 to 6). Their
representation in the total work force increased from 0.96%  to 1.9%.
                                          5.4

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

This summary presents a -work force 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 (92.6%) of OECA's workforce.  In the analysis, the percentages are
rounded to one decimal place except when the percentage is less than 1 percent.

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

Numerical goals are set when a workforce analysis shows the existence of under representation
of individual protected groups for each job category or major occupation.  The Agency does not
set goals by grade levels or SES positions.  The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of March 31,2001, there
were 869 employees in OECA. Minorities
occupied 26.9% of the positions while
women occupied 48.7%.  Blacks held 17.8%
of the positions, Hispanics 5.0%, Asians
3.8%, American Indians 0.35%, and Persons
with Targeted Disabilities 0.46%. Chart 1
shows the percent distribution of the
protected groups hi OECA's total work force.
50
40
30
20!- 17.8
4
       CHART 1. WORK FORCE COMPOSITION
             Percent Protected Groups
                              48.7
                  3.8
                        0.35
                                     0.46
          Hispanic      Amer. Indian     Pers. w/Disat
    Black          Asian          Women
Of OECA's total work force, 80.7% or 701
employees were at grades GS/GM 13-15. Minorities held 22.3% of the positions in this grade
group while women held 43.4%.  Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 13.0%, Hispanics 5.1%, Asians 3.9%, and American Indians 0.29%.

There were 357 employees at the GS/GM-13 level. Minorities held 31.1% of the GS/GM 13
level positions, while women held 42.3%. Minorities were represented hi this grade level as
follows: Blacks 19.3%, Hispanics 6.7%, Asians 4.8%, and American Indians 0.28%.  There were
157 employees at the GS/GM-14 level. Minorities held 17.8% of the GS/GM 14 level positions,
while women held 52.2%. Minorities were represented as follows: Blacks 8.9%, Hispanics
5.1%, Asians 3.2% and American Indians were 0.64%. There were no American Indian men at
this grade level. There were 187 employees at the GS/GM-15 level. Minorities held 9.1% of the
                                         6.1

-------
GS/GM 15 level positions, while women held 38.0%. Minorities were represented as follows:
Blacks 4.3%, Hispanics 2.1%, and Asians 2.7%.  There were no American Indians at this grade
level.
Of the 18 SES positions in OECA, 11.1% were held by minorities and 16.7% by women.
Among minorities, Blacks made up 11.1% of the positions. There were no Black women,
Hispanics, Asians, or American Indians in the SES.

Of the 92 supervisory and managerial positions in OECA, 13.0% were held by minorities and
32.6% by women. Blacks held 7.6%, Hispanics 3.3%, and Asians 2.2%.  There were no
Hispanic women, Asian men or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OECA had 301 employees in the Professional job category,
comprising 34.6% 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 Hispanic Physical Scientist, and 2  Black, 1
Hispanic and 1 American Indian Chemist.

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

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Environmental
Engineer
Series 819
Total: 37
Attorney
Series 905
Total: 164
Physical
Scientist
Series 1301
Total: 35

Percent CLF
# On board
# Parity*
# Difference
Percent CLF
* On buaru
# Parity*
# Difference
Percent CLF
# On board
it Por^t,/*
 	 j
# Difference
BLACK
3.4%
4
1
+3
3.4%
rt
0
6
+2
4.6%
3
2
+1
HISPANIC
3.0%
2
1
+1
2.5%
/
4
+3
1.9%
0
1
-1
ASIAN
7.5%
3
3
0
1.4%
~>
2
+3
3.3%
3
1
+2
AMERICAN
INDIAN
0.3%
0
0
0
0.2%
1
0
+1
0.4%
0
0
0
WOMEN
9.8%
16
4
+12
24.5%
QT
40
+42
29%
11
10
+1
                                         6.2

-------
Chemist
Series 1320
Total: 35
Percent CLF
# On board
# Parity
# Difference
6.1%
1
3
-2
3.2%
1
2
-1
9.8%
4
4
0
0.2%
0
1
-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 92.7% or 279 of OECA's Professional employees were at
grades GS/GM 13-15.  In this grade grouping, minorities held 16.1% of the positions and women
held 43.4%. Blacks held 5.7%, Hispanics 3.9%, Asians 6.1%, and American Indians 0.36%.
There were no American Indian men in this grade group.

ADMINISTRATIVE POSITIONS: OECA had 504 employees in the Administrative job
category, comprising 58.0% 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 Analyst series 343 and Criminal Investigator series 1811.  Under
representation in these series can be eliminated with the addition of 4 Hispanic Environmental
Protection Specialist; 3 Hispanic and 1 Asian Management Analyst; and 4 Black, 2 Asian and 52
women Criminal Investigators.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Env.Prot.
Series
028
Total 129
Gen.Admi
Series
301
Total 44
MgmtAna
Series
343
Total 99

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
17
11
+6
8.9
14
4
+ 10
8.9
45
9
+36
HISPANIC
5.2
3
7
-4
5.2
5
2
+3
5.2
2
5
-3
ASIAN
2.8
5
4
+1
2.8
2
1
+1
2.8
2
3
-1
AMERICAN
INDIAN
0.5
1
1
0
0.5
0
0
0
0.5
0
0
0
WOMEN
50.0
70
65
-5
50.0
29
22
+7
50.0
74
50
+24
                                          6.3

-------
Crim.Inv
Series
1811
Total 178
Percent CLF
# On Board
# Parity*
# Difference
8.9
12
16
-4
5.2
14
9
+5
2.8
3
5
-2
0.5
1
1
0
50.0
37
89
-52
 * Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 83.7% or 422 employees of OECA's Administrative
work force were at grades GS/GM 13-15.  Minorities held 26.3% of the positions and women
held 43.4%.  Among the minorities, Blacks held 17.8% of the positions, Hispanics 5.9%, Asians
2.4%, and American Indians 0.24%.  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 March 31, 2001, 4 OECA employees, or 0.44%, had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001: The reference period of
September 30, 1997, to March 31, 2001, 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 8.5% or 74 employees, in its total work force (from 943 to 869).
The representation of minorities increased from 25.5% to 26.9% and the representation of
women remained the same at 48.7%. There was a net increase of 4 Hispanics and 4 Asians and a
net decrease of 15 Blacks and 36 women. American Indians remained the same at 3.

In Professional occupations, the employee representation decreased by 0.33% or 1 employee
(from 302 to 301). Minority representation increased from 16.2% to 16.6%, while the
representation of women increased from 41.7% to 42.9%. There was a net increase of 3 women
and 2 Asians, while there was a net decrease of 1 Black. Hispanics and American Indians
remained the same at 12 and 1. There were no American Indian men.

In Administrative occupations, there was a decrease of 8.7%, or 44 employees (from 548 to 504).
Minority representation increased from 23.9% to 27.4% while the representation of women
increased from 45.1% to 46.4%.  There was a net increase of 1 Black, 3 Hispanics and 3 Asians,
while there was a net decrease of 13 women. American Indians remained the  same at 2.
                                         6.4

-------
At the GS/GM 13 level, there was an increase of 15.1% or 54 employees (from 303 to 357).
Minority representation increased from 22.8% to 31.1% while the representation of women
decreased from 43.2% to 42.3%. There was a net increase of 24 Blacks, 13 Hispanics, 4 Asians,
1 American Indian and 20 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 17.8% while the representation of women
increased from 45.3% to 52.2%. There was a net increase of 2 Blacks, 4 Hispanics, 3 Asians and
1 American Indian, while women remained the same at 82. There were no American Indian men
at this level as of March 31,2001.

At the GS/GM 15 level, there was an increase of 20.3% or 38 employees (from 149 to 187).
Minority representation decreased 10.1% to 9.1% while the representation of women increased
from 32.9% to 38.0%. There was a net increase of 1 Black, 1  Hispanic and 22 women, while
Asians remained the same at 5, respectively.  There were no American Indians at this level as of
March 31,2001.

The SES members decreased by 5.6% or 1 employee.(from 19 to 18). The percentage of
minorities increased from 5.3% to 11.1% and the representation of women decreased from 26.3%
to 16.7%. There was a net increase  of 1 Black and a net decrease of 2 women. There were no
Black women, Hispanics, Asians, or American Indians in the SES level as of March 31,2001.

There was a decrease of 4.3% or 4 employees (from 96 to 92) in supervisory and managerial
positions. Minority representation increased from 8.3% to 13.0% while the representation of
women decreased from 34.4% to 32.6%. There was a net increase of 1 Black, 3 Hispanics, while
Asians remained the same at 2, respectively.  Women decreased by 3. There were no Hispanic
women, Asian men or American Indians in these positions as of March 31,2001.

Employees with targeted disabilities remained the same at 4. Their representation in the total
work force increased from 0.42% to 0.46%.
                                        6.5

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

This summary presents a work force 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 (94.8%)
of OEI 's workforce. In the analysis, the percentages are rounded to one decimal place except
when the percentage is less than 1 percent.

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

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

OVERVIEW: As of March 31, 2001, there were    CHART 1. WORK FORCE COMPOSITION
387 employees in OEI. Minorities occupied                    Percent protected Groups
36.7% of OEI's positions, while women           60~                          54.9        ;
occupied 54.8%.  Blacks held 28.2% of OEI's       50^                          [   '
positions, Hispanics 3.9%, Asians 4.1%,           40 [-
American Indians 0.52%, and Persons with        so - 28.2
Targeted Disabilities 1 .3%. American Indian       20-)
men were absent from the work force. Chart 1
shows the percent distribution of the protected
groups of OEI's total work force.                    Black  Htepanic  ^ian  ^er lndian Wbme/erew/Disab

Of OEI's total work force, 77.8% percent or 301 employees were at grades GS/GM 13-15.
Minorities held 30.6% of the positions in this grade group, while women held 48.2%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 21.9%, Hispanics 4.3%, Asians
4.0%, and American Indians 0.33%. There were no American Indian men in this grade group.

There were 115 employees at the GS/GM- 13 level.  Minorities comprised 46.1% and women
comprised 58.3%. Among minorities, Blacks held 35.7% of the positions, Hispanics 3.5%, Asians
6.1% and American Indians 0.87%. There were no American Indian men. Minorities were 23.4%
of the 107 employees at the GS/GM-14 level and women are 44.9%. Among  minorities, Blacks
held 15.9% of the positions, Hispanics 2.8% and Asians 4.7%. There were no American Indians.
Minorities represented 17.7% of the 79 employees at the GS/GM- 15 level, while women comprised

                                          7.1
10-
          3.9     4.1
          -
                       0.52

-------
38.0%. Among minorities, Blacks held 10.1% of the positions and Hispanics 7.6%. There were no
Asians or American Indians at this level.
Of the 9 SES positions in OEI, 66.7% were held by women. There were no minorities in SES
positions.

Of the 39 supervisory and managerial positions in OEI, 20.5% were held by minorities and 53.9%
by women. Among the minorities, 10.3% of the positions were occupied by Blacks and 10.3% 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 13.4% 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 48.0%. 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 315 employees in the Administrative job category,
comprising 81.4% 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 Analyst series 343. Under representation in these job series
can be eliminated with the addition of 1 Hispanic in the General Administration series; 1 American
Indian and 20 women Computer Specialist; and 2 Hispanic Management Analyst.

There were no Black men, Asian men or American Indian men in the Environmental Protection
Specialist series; no Hispanic men, Asian men or American Indians in the General Administration
series; no American Indians in the Computer Specialist series and no American Indian men in the
Management Analyst series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Env.ProtS
Series
028
Total 42

Percent CLF
# On Board
s Parity'
# Difference
BLACK
8.9
4
4
0
HISPANIC
5.2
4
^
.
2
ASIAN
2.8
1
1
i
0
AMERICAN
INDIAN
0.5
1
Q
i
WOMEN
50.0
28
21
-r7
                                           7.2

-------
Gen.Admi
Series
301
Total 43
Comp.Spe
Series
334
Total 124
MgmtAna
Series
343
Total 93
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
8.9
18
4
+ 14
8.9
37
11
+26
8.9
26
8
+18
5.2
1
2
-1
5.2
6
6
0
5.2
3
5
-2
2.8
2
1
+1
2.8
7
3
+4 '
2.8
3
3
0
0.5
0
0
0
0.5
0
1
-1
0.5
1
0
+1
50.0
33
22
+11
50.0
42
62
-20
50.0
57
47
+ 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 79.7% or 251 employees of OEI's Administrative work
 force were at grades GS/GM 13-15.  Of this grade group, minorities held 32.3% of the positions and
 women held 48.2%.  Among minorities, Blacks held 23.5% of the positions, Hispanics 4.8%,
 Asians 3.6%, and American Indians 0.40%. There were no American Indian men in this grade
 group.

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

 As of March 31,2001, 3 OEI employees or 0.82% had targeted disabilities; therefore, this group
 was under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO  MARCH 31,2001:  The reference period of
 September 30, 1997 to March 31, 2001 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.
                                            7.3

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

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

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

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation.  The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of March 31,2001, there were
202 employees in OGC. Minorities occupied
29.7% of OGC's positions while women occupied
50.0%. Blacks held 20.8% of OGC's positions,
Hispanics 2.0%, Asians 5.9%, and American
Indians 0.99%. There were no Persons with
Targeted Disabilities in OGC's work force. Chart
1 shows the percent distribution of the protected
groups in OGC's total work force.
CHART 1. WORK FORCE COMPOSITION
         Percent Protected Groups
p
4
i
4
i" 20.8
20 f~
i
r
10 ~
j
 *"" *i
i

: ' 5.9
i -?-, I 0.99
""I
\ '

I

1


i
; o
                                                 Black
       Hispanic
                Amer. Indian    Pare. w/Disat
             Asian        Women
Of OGC's total work force, 75.0% percent or 151 employees were at grades GS/GM 13-15.
Minorities held 20.5% of the positions in this grade group, while women held 41.1%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 9.9%, Hispanics 2.0%, Asians 7.3%
and American Indians 1.2%.

There were 14 employees at the GS/GM-13 level. Minorities comprised 50.0% and women
comprised 57.1%.  Among minorities, Blacks held 42.9% of the positions and Asians held 7.1%.
There were no Hispanics, Asian women or American Indians at this level. Minorities were 26.3%
of the 38 employees at the GS/GM-14 level and women were 44.7%. Among minorities, Blacks
held 13.2% of the positions, Hispanics held 2.6% and Asians 7.9% and American Indians 2.6%.
There were no Hispanic men or American Indian women at this level. Minorities represented
14.1% of the 99 employees at the GS/GM-15 level, while women comprised 37.4%.  Among
                                          8.1

-------
minorities, Blacks held 4.0% of the positions, Hispanics 2.0%, and Asians 7.1%.  There were no
American Indian women at this level.

Of the 9 SES employees, minorities held 22.2% and women comprised 55.6% of the positions at
this level. Among minorities Blacks held 11.1% and Hispanics held 11.1%.  There were no Black
men, Hispanic women, Asians or American Indians at this level.

Of the 13 supervisory and managerial positions in OGC, 30.8% were held by minorities and 46.2%
by women. Among the minorities, Blacks held 23.1% and Hispanics held 7.7%. There were no
Hispanic women, Asians or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  OGC had 161 employees in the Professional job category,
comprising 79.7% 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: March 31, 2001
SERIES
Attorney
Series
905
Total 158

Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
10
5
+5
HISPANIC
2.5
4
4
0
ASIAN
1-4
12
2
+10
AMERICAN
INDIAN
0.2
2
0
+2
WOMEN
24.5
67
39
+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.

An analysis by grade level shows that 85.0 % or 138 employees of OGC's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 18.1% of the positions and
women held 39.9%.  Among minorities, Blacks held 6.5% of the positions, Hispanics 2.2%, Asians
8.0% and American Indians 1.5%. There were no American Indian women in this grade group.

ADMINISTRATIVE POSITIONS - OGC had 24 employees in the Administrative job category,
comprising 11.9% of its total work force.

Further analysis by grade level shows that 54.2% or 13 employees of OGC's Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 46.2% of the positions and
women held 53.9%.  Blacks were the only minorities represented in this grade group.
                                          8.2

-------
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 MARCH 31,2001: The reference period of
September 30, 1997 to March 31, 2001 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 8.9% or 18 employees in its total work force (from 184 to 202). The
representation of minorities increased from 26.6% to 29.7% and the representation for women
increased from 48.9% to 50.0%. There was a net increase of 8 Blacks, 3 Asians, 2 American Indians
and 11 women, while there was a net decrease of 2 Hispanics. There were no American Indian
women in the OGC work force as of March 31, 2001.

In Professional occupations, there was an increase of 8.7% or 14 employees (from 147 to 161).
Minority representation increased from 14.3% to 18.0%, and the representation for women increased
from 39.5% to 42.2%.  There was a net increase of 4 Blacks, 3 Asians, 2 American Indians and 10
women, while there was a net decrease of 1  Hispanic. There were no American Indian women in
Professional occupations as of March 31,2001.

In Administrative occupations, there was an increase of 29,2% or 7 employees (from 17 to 24).
Minority representation increased from 64.7% to 66.7% and the representation for women increased
from 70.6% to 70.8%.  There was a net increase of 6 Blacks and 5 women, while there was a net
decrease of 1 Hispanic.  There were no Hispanics, Asians, or American Indians in Administrative
occupations as of March 31,2001.

At the GS/GM-13 level, there was an increase of 50.0% or 7 employees (from 7 to 14).  Minority
representation increased from 42.9% to 50.0% and the representation for women remained the same
at 57.1%. There was a net increase of 5 Blacks and 4 women, while there was a net decrease of 1
Hispanic. Asians remained the same at 1. There were no Hispanics, Asian women or American
Indians at this level as of March 31,2001.

At the GS/GM-14 level, there was an increase of 21.1% or 8 employees (from 30 to 38). The
percentage of minorities decreased from 26.7% to 26.3% and the percentage for women increased
from 40.0% to 44.7%.  There was a net increase of 1 Asian,  1 American Indian and 5 women.
Blacks and Hispanics remained the same at  5 and 1. There were no Hispanic men or American
Indian women at this level as of March 31,2001.
                                           8.3

-------
At the GS/GM-15 level, the number of employees increased by 14.1% or 14 employees (from 85 to
99).  The percentage of minorities increased from 8.2% to 14.1% and the percentage for women
increased from 36.5% to 37.4%. 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 Indian women at this level
as of March 31,2001.

At the SES level, decreased by 11.1% or 1 employee (from 10 to 9). The percentage of minorities
increased from 10.0% to 22.2%, while the percentage of women increased from 30.0% to 55.6%.
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
March 31,2001.

Supervisory and managerial positions decreased by 23.1% or 3 employees (from 16 to 13).
Minority representation increased from 12.5% to 30.8%, and the representation for women increased
from 31.3% to 46.2%. There was a net increase of 2 Blacks and 1 woman, while Hispanics
remained the same at 1. There were no Hispanic women, Asians or American Indians in these
positions as of March 31, 2001.

Persons with targeted disabilities remain absent from the OGC workforce.
                                          8.4

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

This summary presents a  work force profile for the Office  of International Activities (OLA)
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 (91.5%) of
OIA's workforce.  In the analysis, the percentages are rounded to one decimal place except when
the percentage is less than 1 percent.

Federal agencies  are required  to develop and implement affirmative employment programs to
eliminate under representation of minorities, women, and persons with disabilities in the Federal
workforce. This is done pursuant to Title VII of the Civil Rights Act of 1964, 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 March 31,  2001, there are 82   CHART 1. WORK FORCE COMPOSITION
employees in the OIA. Minorities occupy 37.8% of OIA's  eor
positions while women occupy 59.8%.  Among minorities,  [
Blacks hold 19.5% of OIA's positions, Hispanics 12.2%,  "7
Asians 4.9%, and American Indians 1.2%.  There  is no
representation of employeeswithTargetedDisabilities. Chart  10_,
1 shows the percent distribution of the five protected groups  o^-i
                                                             Hispanic     Amer. Indian    Px. WDisat
of OIA's total work force.                                 *       *       wn

Of OIA's total work force 74.4% percent or 61 employees are at grades GS/GM 13-15.  Minorities
hold 29.5% of the positions in this grade group while women hold 52.5%. Among minorities at the
GS/GM 13-15 level, Blacks hold 11.5% of the positions, Hispanics 14.8%, Asians 3.3%. There are
no American Indian men and women in this grade group.

There are 13 employees at the GS/GM-13 level. Minorities comprise 46.2% and women comprise
76.9%. Among minorities, Blacks hold 15.4% of these positions, Hispanics hold 23.1% of these
positions and Asians hold 7.7%. There were no Asian men or American Indians represented at this
level. Minorities are 23.3% of 30 employees at the GS/GM-14 level and women are 56.7%. Among
minorities, Blacks hold 6.7% of the positions, Hispanics 13.3%, and Asians 3.3%. There  are no
Asian women or American Indian men and women at this level. Minorities represent 27.8% of the


                                          9.1

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

Of the 3 SES positions in OIA, 33.3% are held by minorities and 33.3% by women.  Among
minorities, only Asian women hold 33.3% 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 6 supervisor, manager positions, and management official
in OIA, 16.7% are held by minorities and 33.3% by women. Among the minorities, 16.7% 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 7.3% or 6 employees are in professional occupations. These 6 seven positions
are occupied by various groups; 3 white men, 1 Hispanic man, 1 Asian man and 1 American Indian.
No other group is represented in this category. There is 1 Environmental Engineer, 1 Attorney, and
4 Physical Scientist.

ADMINISTRATIVE POSITIONS  - OIA has 69 employees in the Administrative job category,
comprising 84.2% 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 in the General Administration series.

Table 1. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Gen. Admin.
Series
301
Total 55

Percent
# On Board
# Parity*
#
Difference
BLACK
8.9
7
5
+2
HISPANIC
5.2
8
3
+5
ASIAN
2.8
1
2
-1
AMERICAN
INDIAN
0.5
0
0
0
WOMEN
50.0
30
28
+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 82.6% or 57 employees of OIA's administrative work
force are at grades GS/GM 13-15. Of this grade group, minorities hold 28.1% of the positions and
                                          9.2

-------
women hold 56.1%. Among minorities, Blacks hold 12.3% of the positions, Hispanics 14.0% and
Asians hold 1.8%. 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 MARCH 31, 2001:  The reference period of
September 30, 1997to March 31, 2001 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 22.0% or 18 employees in its total work force going from 64 to 82.  The
representation of minorities increased from 32.8% to 37.8% and the representation for women
increased from 53.1% to 59.8%. There was a net increase of 2 Blacks, 5 Hispanics, 2 Asians, 1
American Indian and 15 women. There were no American Indian men as of March 31, 2001.

In Professional occupations, there was an increase of 16.7% or 1 employee (from 5 to 6). Minority
representation increased from 20.0% to 50.0% and women increased from 0% to 16.7%. 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 21.7% or 15 employees (from 54 to  69).
Minority  representation increased from 27.8% to 30.4% and representation of women increased
from 53.7% to 59.4%. There was a net increase of 1 Black, 4 Hispanics, 1 Asian and 12 women.
There were no Asian men or American Indians as of March 31, 2001.

At the GS/GM-13 level, there was an increase of 23.1% or 3 employees (from lOto 13). There was
an increase of minority representation from 40.0% to 46.2% and the representation for women
increased from 60.0% to 76.9%. There was a net increase of 3  Hispanics, 1 Asian and 4 women,
while there was a net decrease of 2 Blacks.  There were no Black men, Asian men or American
Indians at this level as of March 31, 2001.

At the GS/GM-14 level, the representation of employees increased by 13.3% or 4 employees (from
26 to 30).  The percentage of minorities increased from 23.1% to 23.3% and the percentage of
women increased  from 53.9% to 56.7%.  There was a net increase of 1 Hispanic and 3 women.
Blacks and Asians remained the same at 2 and 1, respectively.   There are no Asian women or
American Indians representation at this level.
                                         9.3

-------
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 decreased by 33.3% or 1 employee (from 4 to 3). Asians and women remained
the same at 1. There were no other minorities represented.

There was a decrease of 16.7% or 1 employee in the managerial and supervisory positions (from 7
to 6). The percentage of minorities increased from 14.3% to 16.7% and the percentage of women
increased from 28.6% to 33.3%. There were no Blacks, Hispanics, Asian men or American Indians
as of March 31,2001. 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.
                                          9.4

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

This summary presents a work force profile for the Office of the Inspector General (OIG) 's
permanent full-time and part-time employees, and addresses the existence of under representation
among protected groups.  For this analysis, the protected groups are Blacks, Hispanics, Asians,
American Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on
the Professional and Administrative occupations because they represent the vast majority (93.6%)
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 SESpositions.  The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of March 31,2001, there
were 358 employees in OIG. Minorities
occupied 33.5% of OIG's positions while
women occupied 48.9%. Blacks held 26.8% of
the positions, Hispanics 2.0%, Asians 4.5%,
American Indians 0.28, 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. WORK FORCE COMPOSITION
             Percent Protected Groups
50
40
30 r 26.8
_48.9
t  ~,
1
i
10!-
1-
n





r-4-i f ' 058
         Hispanic       Amer. Indian      Pers. w/Disab
   Black          Asian         Women
Of OIG's total work force, 66.2% or 237 employees were at grades GS/GM 13-15. Minorities held
25.3% of the positions in this grade group, while women held 41.8%.  Minorities were represented
at the GS/GM 13-15 level as follows:  Blacks 19.0%, Hispanics 1.7%, Asians 4.2%, and American
Indians 0.42%.

There were 169 employees at the GS/GM-13 level. Minorities comprised 30.2% while women
comprised 46.8%. Among minorities, Blacks held 21.9% of the positions, Hispanics 1.8%, Asians
5.9%, and American Indians 0.59%. There were no American Indian women at this level.
Minorities were 15.9% of the 44 employees at the GS/GM-14 level, while women were 22.7%.
Among minorities, Blacks held 13.6% of the positions and Hispanics 2.3%. There were no
Hispanic women, Asians or American Indians at this grade level.  Minorities represented 8.3% of
                                          10.1

-------
the 24 employees at the GS/GM-15 level, while women comprised 41.7%. Among minorities,
Blacks held 8.3% of the positions. There were no Black men, Hispanics, Asians, or American
Indians at this level.

Of the  10 SES positions in QIG, 40.0% were held by minorities and 20.0% by women. Among
minorities, Blacks held 30.0% of the positions and Hispanics held 10.0%. There were no Black
women, Hispanics, Asian women, or American Indians in SES positions.

Of the 27 supervisory and managerial positions in OIG, 22.2% were held by minorities and 29.6%
by women.  Among the minorities, 18.5% of the positions were occupied by Blacks and 3.7% were
occupied by Asians. There were no Hispanics, Asian women, or American Indians in supervisory
and managerial positions.

PROFESSIONAL POSITIONS: OIG had 211  employees in the Professional job category,
comprising 58.9% 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 3
Hispanics and 17 women.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Auditor
Series
0511
Total 198

Percent CLF
# On Board
# Parity*
# Difference
BLACK
6.7
42
13
+29
HISPANIC
4.2
5
8
-3
ASIAN
5.4
11
11
0
AMERICAN
INDIAN
0.3
1
1
0
WOMEN
52.7
87
104
-17
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 79.2% or 167 employees of OIG's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 24.0% of the positions and
women held 40.7%. Among minorities, Blacks held 16.8% of the positions, Hispanics 2.4%,
Asians 4.2%, and American Indians 0.60%. Ihere were no American Indian women in this grade
group.

ADMINISTRATIVE POSITIONS: OIG had 124 employees in the Administrative job category,
comprising 34.6% 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 and 10 women
Criminal Investigators; 2 Hispanic and 1 Asian in the General Administration series.
                                           10.2

-------
Table 2.  Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Crimial
Investgr.
Series 1811
Total 54
Gen.Admin.
Series
301
Total 34

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
15
5
+10
8.9
10
3
+7
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
0
0
0.5
0
0
0
WOMEN
50.0
17
27
-10
50.0
24
17
+7
 *Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
 labor force for a specific occupational series or occupational category.

 Further analysis by grade level shows that 56.4% or 70 employees of OIG's Administrative work
 force were at grades GS/GM 13-15. Of this grade group, minorities held 28.6% of the positions and
 women held 44.3%. Among minorities, Blacks held 24.3% of the positions and Asians held 4.3%
 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 March 31,2001, 7 OIG employees, or 2.0%, had targeted disabilities; therefore, this group
 was under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001: The reference period of
 September 30, 1997 to March 31, 2001 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 increase of 1.1% or 4 employees in its total work force (from 354 to 358).  The
 representation of minorities increased from 27.7% to 33.5%, while the representation of women
 increased from 48.0% to 48.9%.  There was a net increase of 14 Blacks, 8 Asians and 5 women,
 while Hispanics remained the same at 7. There were no American Indians as of
 March 31,2001.
                                            10.3

-------
In Professional occupations, there was a decrease of 8.5% or 18 employees (from 229 to 211).
Minority representation increased from 24.0% to 28.0%, while the representation for women
decreased from 43.2% to 42.7%. There was a net increase of 4 Asians and 1 American Indian and a
net decrease of 1 Hispanic and 9 women. Blacks remained the same at 42. There were no
American Indian women as of March 31,2001.

In Administrative occupations, there was an increase of 23.4% or 29 employees (from 95 to 124).
Minority representation increased from 28.4% to 36.3% and the representation for women increased
from 44.2% to 50.0%. There was a net increase of 14 Blacks,  1 Hispanic, 4 Asians and 20 women.
American Indians decreased by 1. There were no Hispanic women or American Indian women as of
March 31,2001.

At the GS/GM-13 level, there was an increase of 23.1% or 39 employees (from 130 to 169).
Minority representation increased from 21.5% to 30.2% and the representation of women increased
from 43.1% to 46.7%. There was a net increase of 16 Blacks,  6 Asians, 1 American Indian and 23
women, while Hispanics remained the same at 3. There were no American Indian women at this
level as of March 31,2001.

At the GS/GM-14 level, there was an increase of 4.5% or 2 employees (from 42 to 44). The
percentage of minorities increased from 14.3% to 15.9% and the percentage for women decreased
from 26.2% to 22.7%. 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 March 31,2001.

At the GS/GM-15 level, the representation decreased by 4.2% or 1 employee (from 25 to 24). The
percentage of minorities increased from 8.0% to 8.3% and the percentage of women increased from
16.0% to 41.7%. There was a net increase of 1 Black and 6 women, while there was a net decrease
of 1 American Indian. There were no Black men, Hispanics, Asians,  or American Indians at this
level as of March 31,2001.

The SES members increased by 30.0% or 3 employees (from 7 to 10). The representation of
minorities decreased from 42.9% to 40.0% and the representation of women decreased from 28.6%
to 20.0%. There was a net increase of 1 Asian, while Blacks and women remained the same at 3
and 2, respectively. There were no Black women, Hispanics, Asian women, or American Indians at
the SES level as of March 31,2001.

There was a decrease of 29.6% or 8 employees (from 35 to 27) in supervisory and managerial
positions. Minority representation increased from 14.3% to 22.2% while the representation of
women increased from 22.9% to 29.6%.  There was a net increase of 1 Black and 1 Asian, while
there was a net decrease of 1 American Indian. Women remained the same at 8. There were no
Hispanics. Asian women, or American Indians in these positions as of March 31, 2001.

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%.

                                          10.4

-------
                 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 1 percent.

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

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

OVERVIEW: As of March 31,2001, there    CHART1- WORK FORCE COMPOSITION
                                                   Percent Protected Groups  _
were 1,267 employees in OPPTS. Minorities  -_
occupied 3 3.9% of the positions while        " f
women occupied 49.6%. Blacks held 24.1%   Mr 2f1
of OPPTS' positions, Hispanics 2.1%, Asians  20
6.9%, American Indians 0.79%, and Persons   1r
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 82.4% or 1,044 employees were at grades GS/GM 13-15.
Minorities held 29.2% of the positions in this grade group, while women held 45.1%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 18.9%, Hispanics 2.0%, Asians
7.6%, and American Indians 0.77%.

There were 582 employees at the GS/GM-13 level. Minorities comprised 38.3% and women
comprised 51.0%. Among minorities, Blacks held 25.3% of these positions, Hispanics 2.9%,
Asians 9.1%, and American Indians 1.0%. Minorities were 20.2% of the 297 employees at the
GS/GM-14 level and women were 36.7%. Among minorities, Blacks held 12.8% of the
positions, Hispanics 0.67%, Asians 6.1% and American Indians 0.67% at this level. However,
there are no Hispanic men or American Indian women at GS/GM-14 level. Minorities

                                        11.1
          0.79
Hispanic

-------
represented 13.3% of the 165 employees at GS/GM-15 level, while women comprised 39.4%.
Among minorities, Blacks held 7.3% of the positions, Asians held 4.9% and Hispanics held
1.2%. There were no American Indian men, or American Indian women at this level.

Of the 19 SES positions in OPPTS, 15.8% were held by minorities and 52.6% by women.
Among minorities, Blacks held 10.5% and Hispanics 5.3% of the positions.  There are no Black
women, Hispanic women, Asians, or American Indians in SES positions.

Of the 106 supervisory and managerial positions in OPPTS, 15.1% were held by minorities and
45.3% by women. Among the minorities, Blacks occupied 10.4% of the positions, Hispanics
0.94%, and Asians 3.8%.  There were no Hispanic women, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  OPPTS had 637 employees in the Professional job category,
comprising 50.3% 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 8
women Economist; 1 Hispanic, 7 Asian and 6 women Biologist;  1 Black, 1 Hispanic and 3
women Toxicologist; and 5 Black Chemist.

There were no Black men, Hispanic women, Asian women or American Indians in the
Economist series; no American Indian women Biologist; no Black men, Hispanic men or
American Indian Toxicologist; no Hispanic women, Asian women or American Indian Physical
Scientist and no American Indian men Chemist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Economist
<-t  i * f\
OCi ICi 1 1 V
Total 30
Biologist
Series
401

Percent CLF
JJ S~\ - T- 	 1
rr \_/ii j_if
-------
Total 179
Toxicolo-
Series415
Total 52
Physical -
Scientist
Series 1301
Total 39
Chemist
Series 1320
Total 174
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
#Difference
Percent CLF
# On Board
# Parity*
#Difference
+17
3.9
1
2
-1
4.6
3
2
+1
6.1
6
11
-5
-1
3.7
1
2
-1
1.9
1
1
+0
3.2
6
6
0
-7
14.4
12
7
+5
3.3
3
1
+2
9.8
27
17
+10
0
0.2
0
0
0
0.4
0
0
0
0.2
1
0
+ 1
-6
42.7
19
22
-3
29.0
11
11
0
27.4
70
48
+22
* Parity is achieved when the percentage of a protected group is equal to the group's percentage
of the relevant civilian labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 92.2% or 587 employees of OPPTS' Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 21.5% of the positions and
women held 34.8%. Among minorities, Blacks held 7.7% of the positions, Hispanics 2.4%, Asians
11.1%, and American Indians 0.34% in this grade grouping.

ADMINISTRATIVE POSITIONS: OPPTS had 581 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 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 9 Hispanic Environmental Protection Specialist; 2
Hispanics, 3 Asians in the General Administration series; 2 Hispanic and 3  women Computer
Specialist; and 4 Hispanic, 2 Asian, 1 American Indian Management Analysis.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env.ProtS
Series 028

Percent CLF
# On Board
BLACK
8.9
75
HISPANIC
5.2
6
ASIAN
2.8
9
AMERICAN
INDIAN
0.5
2
WOMEN
50.0
170
                                          11.3

-------
Total 294
Gen.Admin
Series 301
Total 95
Comp.Spec
Series 334
Total 41
Mgmt.Ana
Series 343
Total 117
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
26
+49
8.9
61
8
+53
8.9
14
4
+10
8.9
56
10
+46
15
-9
5.2
3
5
-2
5.2
0
2
-2
5.2
2
6
-4
8
+1
2.8
0
3
-3
2.8
5
1
+4
2.8
1
3
-2
1
+1
0.5
2
0
+2
0.5
3
0
+3
0.5
0
1
-1
147
+23
50.0
66
48
+18
50.0
18
21
-3
50.0
90
59
+31
 * 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 78.7% or 457 employees of OPPTS's administrative
 work force were at grades GS/GM 13-15.  Of this grade group,  minorities held 39.2% of the
 positions and women held 58.4%.  Among minorities, Blacks held 33.3% of the positions,
 Hispam'cs 1.5%, Asians 3.1%, 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 4
 benchmark to determine under representation for persons with targeted disabilities.  Targeted
 disabilities are deafness, blindness, missing extremities, partial and complete paralysis, mental
 retardation and illness, and distortion of limbs an and/or spine  (identified from OPM Standard
 Form 256, Self-Identification of Handicap).

 As of March 31, 2001, 16 OPPTS employees, or 1.3%, had targeted disabilities; therefore, this
 group was under represented.

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31, 2001: The reference period of
 September 30, 1997 to March 31, 2001 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.
                                           11.4

-------
OPPTS had a net increase of 0.15% or 2 employees in its total work force (from 1,265 to 1,267).
The representation of minorities increased from 31.3% to 33.9% and the representation for women
decreased from 49.8% to 49.6%. There was a net increase of 9 Blacks, 4 Hispanics, 14 Asians and
6 American Indians and a decrease of 2 women.

In Professional occupations, there was an increase of 2.0% or 13 employees (from 624 to 637).
Minority representation increased from 20.5% to 22.0% and the representation of women increased
from 34.3% to 35.6%. There was a net increase of 2 Blacks, 10 Asians, 1 American Indian and 13
women, while there was a net decrease of 1 Hispanic.

In Administrative occupations, there was an increase of 5.0% or 29 employees (from 552 to 581).
Minority representation increased from 36.4% to 43.4% while the representation of women
increased from 62.0% to 62.3%.  There was a net increase of 38 Blacks, 5 Hispanics, 3 Asians, 5
American Indians and 20 women.

At the GS/GM-13 level, there was a decrease of 4.5% or 26 employees (from 608 to 582).
Minority representation increased from 33.4% to 38.3% and the representation for women
increased from 48.9% to 51.0%.  There was a net increase of 11 Blacks, 1 Hispanic, 6 Asians and 2
American Indians. Women remained the same at 297.

At the GS/GM-14 level, there was an increase of 25.9% or 77 employees (from 220 to 297)
employees. Minority representation increased from 11.8% to 20.2% and the representation of
women increased from 35.9% to 36.7%.  There was a net increase of 25 Blacks, 1 Hispanic, 6
Asians, 2 American Indian and 30 women. There were no Hispanic men or American Indian
women at this level as of March 31, 2001.

At the GS/GM-15 level, there was an increase of 10.3% or 17 employees (from 148 to 165).
Minority representation increased from 10.1% to 13.3%, and the representation of women
increased from 39.2% to 39.4%.  There was a net increase of 4 Blacks, 3 Asians and 7 women.
Hispanics remained the same at 2. There were no American Indians at this level as of
March 31,2001.

The SES members decreased by 31.6%, or 6 (from 25 to 19). Minority representation increased
from 12.0% to 15.8% while the representation of women increased from 48.0% to 52.6%. 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 34.9% or 37 employees in managerial and supervisory positions (from 143
to 106) employees. Minority representation increased from 13.3% to 15.1%, and the
representation of women decreased from 45.5% to 45.3%.  There was  a net decrease of 2 Blacks
and 16 women, while Hispanics remained the same at 1. Asians decreased by 1. There were no
Hispanic women or American Indians at this level.

Employees with targeted disabilities remained the same at 16. Their representation in the total
work force also remained the same at 1.3%.
                                         11.5

-------
                   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 (87.6%)
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/GM 13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31, 2001 there were      CHART 1.  WORK FORCE COMPOSITION
1,899 employees in ORD. Minorities occupied                   percent protected Groups
16.7% of the positions, while women occupied       so f
41.4%.  Among minorities, Blacks held 9.4% of     40 j-
ORD's positions, Hispanics 2.4%, Asians 3.7%,      30 [_
American Indians 1.2%, and Persons with Targeted     j-
Disabilities 0.79%.  Chart 1 shows the percent       2T
distribution of the protected groups in ORD's total    10 r
   - -                                            '        "                       079
                                                                            41.4
   i r-                                         ' i     '    2.4    rJ
workforce.                                     OlL	i\	L
                                                        Hispanic       Amer. Indian     Pers. w/Disab
                                                  Black          Asian         Women
Of ORD's total work force, 56.0% percent or 1,063
employees were at grades GS/GM 13-15. Minorities held 11.9% of the positions in this grade
group, while women held 28.5%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 4.9%, Hispanics 1.8%, Asians 4.3%, and American Indians 0.85%.

There were 502 employees at the GS/GM 13 level. Minorities comprised 13.0% and women
comprised 31.3%. Among minorities, Blacks held 6.0% of the positions, Hispanics 1.8%, Asians
3.8%, and American Indians 1.4%.  Of the 339 employees at the GS/GM 14 level, minorities
comprised of 14.2% and women comprised 28.9%. Among minorities, Blacks held 5.3% of the
positions, Hispanics 2.4%, Asians 6.2%, and American Indians 0.29%.  There were no American
Indian men. Minorities represented 5.9% of the 222 positions at the GS/GM-15 level, while women
comprised 21.6%. Among minorities, Blacks held 1.8% of the positions, Hispanics 0.90%, Asians

                                         12.1

-------
2.7%, and American Indians 0.45%.  There were no Hispanic women, Asian women or American
Indian women at this level.
Of the 28 SES positions in ORD, 10.7% were held by minorities and 17.9% by women. Among
minorities, Hispanics occupied 7.1% and Asians occupied 3.6%. There were no Blacks, Asian men,
or American Indians in SES positions.

Of the 149 supervisory and managerial positions hi ORD, 4.7% were held by minorities and 26.2%
by women.  Among the minorities, 0.67% of the positions were occupied by Blacks, 2.0% by
Hispanics, 2.0% by Asians. There were no American Indians in supervisory and managerial
positions.

PROFESSIONAL POSITIONS: ORD has 1,270 employees in the Professional job category,
comprising 66.9% 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, 16 Asian, and 15 women Biologist; 2 Asian and 3
women Microbiologist; 2 Black, 1 Hispanic, 4 Asian and 7 women Ecologist; 2 Hispanic and 8
women Toxicologist; 2 Hispanic, 5 Asian and 2 women Health Scientist; and 3 Black, 9 Asian, and
5 women Chemist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Biologist
Series
401
Total 302
Microbio.
Series
403
Total 55
Ecologist
Series
408
Total 57

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.9
13
12
+1
3.9
4
2
+2
3.9
0
2
-2
HISPANIC
3.2
5
10
-5
3.2
3
2
+1
3.2
1
2
-1
ASIAN
7.3
6
22
-16
7.3
2
4
-2
7.3
0
4
-4
AMERICAN
INDIAN
0.4
6
1
+5
0.4
0
A
V
0
0.4
0
/\
\j
0
WOMEN
41.7 '
111
126
-15
41.7
20
->7
-3
41.7
17
">/i
-7
                                          12.2

-------
Toxico.
Series
415
Total 51
Hlth.Sci.
Series
601
Total 60
Env. Eng.
Series
819
Total 95
Chem. Eng
Series
893
Total 48
G. Phys.Sci
Series
1301
Total 289
Chemist
Series
1320
Total 154
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
3.9
2
2
0
3.9
3
2
+1
3.4
3
3
0
3.5
3
2
+1
4.6
18
13
+5
6.1
6
9
-3
3.7
0
2
-2
3.7
0
2
-2
3.0
3
3
0
2.8
4
1
+3
1.9
7
5
+2
3.2
6
5
+1
14.4
7
7
0
14.4
4
9
-5
7.5
7
7
0
6.8
3
3
0
3.3
12
10
+2
9.8
6
15
-9
0.2
0
0
0
0.2
1
0
+1
0.3
0
0
0
0.1
0
0
0
0.4
5
1
+4
0.2
1
0
+1
42.7
14
22
-8
42.7
24
26
-2
9.8
15
9
+6
11.1
11
5
+6
29.0
85
84
+1
27.4
37
42
-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 67.3 % or 855 employees of ORD's Professional work force
are at grades GS/GM 13-15. In this grade grouping, minorities hold 11.1% of the positions and
women hold 22.1%.  Among minorities, Blacks hold 3.0% of the positions, Hispanics 2.0%, Asians
5.3%, and American Indians 0.82%.
                                             12.3

-------
ADMINISTRATIVE POSITIONS: ORD has 395 employees in the Administrative job category,
comprising 20.8% 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 Analyst series 343. Under representation can be eliminated
with the addition of 1 Hispanic and  1 Asian Environmental Protection Specialist, 4 Hispanics and 2
Asians in the General Administration series; 2 Hispanics and 9 women in the Computer Specialist
series; 4 Hispanics and 2 Asians in the Management Analyst series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env.ProtS
Series
028
Total 38
Gen.Admi
Series
301
Total 70
Comp.Spe
Series
334
Total 45
Mgmt.Ana
Series
343
Total 176

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
4
3
+1
8.9
10
6
+4
8.9
4
4
0
8.9
44
16
+28
HISPANIC
5.2
3
2
+1
5.2
0
4
-4
5.2
0
2
-2
5.2
5
9
-4
ASIAN
2.8
0
1
-1
2.8
0
2
-2
2.8
4
1
+3
2.8
3
5
-2
AMERICAN
INDIAN
0.5
0
0
0
0.5
1
0
+1
0.5
0
0
0
0.5
2
1
+1
WOMEN
50.0
24
19
+5
50.0
54
35
+19
50.0
14
23
-9
50.0
128
88
+40
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civiliaB
labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 52.7% or 208 employees of ORD's Administrative work
force are at grades GS/GM 13-15. Of this grade group, minorities hold 14.9% of the positions and
women hold 54.8%. Among minorities, Blacks hold 12.5% of the positions, Hispanic 0.96%,
Asians 0.48% and American Indians 0.96%.
                                           12.4

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

As of March 31,2001,15 ORD employees, or 0.79%, had targeted disabilities, therefore, this group
is under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001: The reference period of
September 30, 1997 to March 31, 2001 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 3.1% or 58 employees in its total work force (from 1,841 to 1,899).
Minority representation increased from 15.6% to 16.7% and the representation of women increased
from 38.7% to 41.1%.  There was a net increase of 9 Hispanics, 11 Asians 11 American Indians and
74 women. There was a net decrease of 2 Blacks.

In Professional occupations, ORD had a net increase of 2.6% or 33 employees (from 1,237 to
1,270). Minority representation increased from 12.3% to 12.7% and the representation of women
increased from 24.9% to 28.7%. 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 14.9% or 59 employees  (from 336 to
395). Minority representation increased from 20.3% to 23.3% and representation of women
increased from 61.6% to 67.3%. 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 10.4% or 52 employees (from 450 to 502).
Minority representation decreased from 13.3% to 12.9% and the representation of women increased
from 28.2% to 31.3%. There was a net increase of 2 Asians, 4 American Indians and 30 women,
while Blacks remained the same at 30, respectively. There was a net decrease of 1 Hispanic.

At the GS/GM-14 level, there was a decrease of 3.2% or 11 employees (from 350 to 339). Minority
representation increased from 9.7% to 14.2%, while the representation of women increased from
22.6% to 28.9%.  There was a net increase of 6 Blacks, 4 Hispanics, 4 Asians and 19 women.
American  Indian remained the same at 1.

At the GS/GM-15 level, there was an increase of 18.0% or 40 employees (from 182 to 222).
Minority representation increased from 4.9% to 5.9% and the representation of women increased
from 18.1% to 21.6%.  There was a net increase of 2 Blacks, 1 Hispanic, 1 American Indian and 15
women. Asians remained the same at 6, respectively. There were no Hispanic women, Asian
women or American Indian women at this level as of March 31, 2001.

                                          12.5

-------
The SES members decreased by 7.1% or 2 employees (from 30 to 28). Minority representation
increased from 10.0% to 10.7% and the representation of women increased from 13.3% to 17.9%.
There was a net increase of 1 Hispanic, 1 Asian and 1 woman, 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 5.4% or 8 employees (from  141 to 149) in managerial and supervisory
positions.  Minority representation decreased from 5.0% to 4.7% and the representation of women
increased from 23.4% to 26.2%. There was a net increase of 1 Hispanic, 1 Asian and 6 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 March 31, 2001.

Employees with targeted disabilities increased by 20.0% or 3 employees (from 12 to 15). Their
representation hi the total work force increased from 0.65% to 0.79%.
                                          12.6

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

This summary presents a -work force 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 (94.0%) 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/GM13-15 and SES
positions are provided for information only.

OVERVIEW: As of March 31,2001, there were
602 employees in the OSWER. Minorities occupied    CHART '*
28.7% of OSWER's positions while women          r
occupied 52.7%.  Blacks held 21.1% of OSWER's     x[
positions, Hispanics 3.3%, Asians 3.8%, American    ^r
Indians 0.50%, and Persons with Targeted            Mj: 21 n
Disabilities 1.0%. Chart 1 shows the percent         "p
distribution of the protected groups in OS WER's      10r
S2.7
                                                             jm.
                                                                    0.5
tOtal WOrk force.                                          Hispanic      Amerindian    P*nt.w/Disat
                                                   Black         Asian       Women

Of OSWER's total work force, 80.4% percent or 484 employees were at grades GS/GM 13-15.
Minorities held 21.9% of the positions in this grade group, while women held 46.7%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 13.6%, Hispanics 3.5%, Asians
4.3%, and American Indians 0.41%.

There were 241 employees at the GS/GM-13 level. Minorities comprised 30.7% and women
comprised 53.5%. Among minorities, Blacks held 19.5% of the positions, Hispanics 4.2% and
Asians 6.8%. There were no American Indians at this level. Minorities were 11.8% of the 144
employees at the GS/GM-14 level and women were 45.1%. Among minorities, Blacks held 7.6% 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 32.3%. Among minorities, Blacks held 8.1% of the positions,

                                         13.1

-------
Hispanics 4.0%, Asians 1.0% and American Indians 2.0%. There were no Hispanic women or
Asian women at this level.

Of the 13 SES positions in OSWER, 23.1% were held by women. Minorities were absent in SES
positions.

Of the 59 supervisory and managerial positions in OSWER, 13.6% were held by minorities and
32.2% by women. Among the minorities, 5.1% of the positions were occupied by Blacks, 6.8% by
Hispanics and 1.7% by Asians.  There were no Black men, Hispanic women, Asian women or
American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  OSWER had 193 employees in the Professional job category,
comprising 32.1% 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
there is no under representation among these series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women:  March 31,2001
SERIES
Env.
Series
819
Total 52
Phy. Sci.
Series .
1301
Total 73

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity
# Difference
BLACK
3.4
2
2
0
4.6
4
3
+ 1
HISPANIC
3.0
5
2
+3
1.9
1
1
0
ASIAN
7.5
5 '
4
+1
3.3
5
2
+3
AMERICAN
INDIAN
0.3
0
0
0
0.4
0
0
0
WOMEN
9.8
12
5
+7
29.0
22
21
+1
* Parity is achieved -when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 90.2% or 174 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 31.6%. Among minorities, Blacks held 7.5% of the positions, Hispanics 4.0%, and
Asians 8.6%. There were no American Indian men or American Indian women in this grade group.

ADMINISTRATIVE POSITIONS - OSWER had 373 employees in the Administrative job
category, comprising 62.0% of its total work force.  This analysis includes all the most populous
                                          13.2

-------
(series with 25 or more employees) Administrative occupations in OSWER. Table 2 shows the
protected groups in Environmental Protection Specialist series 028 and Management Analyst
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
Analyst.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env.ProtS
Series
028
Total 168
MgmtAna
Series
343
Total 153

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
17
15
+2
8.9
49
14
+35
HISPANIC
5.2
4
9
-5
5.2
2
8
-6
ASIAN
2.8
4
5
-1
2.8
2
4
-2
AMERICAN
INDIAN
0.5
3
1
+2
0.5
0
1
-1
WOMEN
50.0
88
84
+4
50.0
102
77
+25
 *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 83.1% or 310 employees of OSWER's Administrative
 work force were at grades GS/GM 13-15.  Of this grade group, minorities held 22.9% of the
 positions and women held 55.2%. Among minorities, Blacks held 17.1% of the positions,
 Hispanics 3.2%, Asians 1.9%, and American Indians 0.65%.

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

 In OSWER, 6 employees or 1.0% had targeted disabilities, therefore, this group was under
 represented as of March 31,2001.

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001:  The reference period of
 September 30, 1997 to March 31, 2001 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.
                                            13.3

-------
OSWER had a net decrease of 10.8% or 65 employees in its total work force (from 667 to 602).
The representation of minorities increased from 25.5% to 28.7% and the representation for women
decreased from 52.8% to 52.3%. There was a net increase of 1 Black, 3 Hispanics and 1 American
Indian, while there was a net decrease of 2 Asians and 35 women.

In Professional occupations, the number of employees decreased by 1.6% or 3 employees
(from 196 to 193).  Minority representation increased from 19.4% to 20.7%, while the
representation for women decreased from 35.2% to 32.6%. There was a net increase of 2 Hispanics
and 1 Asian and a net decrease of 6 women. Blacks decreased by 1.  There were no American
Indians in Professional occupations as of March 31,2001.

In Administrative occupations, there was a decrease of 10.7% or 40 employees (from 413 to 373).
Minority representation increased from 20.8% to 27.1% and the representation for women increased
from 55.0% to 59.0%. There was a net increase of 16 Blacks, 1 Hispanic and 1 American Indian,
while there was a net decrease of 3 Asians and 7 women.

At the GS/GM-13 level, there was a decrease of 9.5% or 23 employees (from 264 to 241).  Minority
representation increased from 21.6% to 30.7% and the representation for women increased from
52.7% to 53.5%.  There was a net increase of 16 Blacks, 1 Hispanic and 1  Asian, while there was a
net decrease of 10 women and 1 American Indian.  There were no American Indian women at this
level as of March 31,2001.

At the GS/GM-14 level, there was an increase of 3.5% or 5 employees (from 139 to 144). The
percentage of minorities increased from 11.5% to 11.8% and the percentage for women increased
from 41.7% to 45.1%. There was a net increase of 7 women and 1 Hispanic. Blacks and Asians
remained the same at 11  and 3. There were no American Indians at this level as of March 31,2001.

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 32.3%. There was a net increase of 5 Blacks, 1 Hispanic, 1  American Indian and 5
women. Asians remained the same at 1. There were no Hispanic women or Asian women at this
level as of March 31,2001.

The number of SES members increased by 7.7% or 1 employee (from 12 to 13). The representation.
of minorities decreased from 8.3% to 7.0% and the representation for women decreased from 25.0/|
to 23.1%. Minorities were absent at the SES level as of March 31,2001.

There was a decrease of 3.4% or 2 employees (from 61 to 59) in supervisory and managerial
positions.  Minority representation increased from 6.6% to 13.6%, while the representation for
women decreased from 36.1% to 32.2%. There was a net increase of 3 Hispanics and 1 Asian,
while there was a net decrease of 3 women. Blacks remained the same at 3. There were no Black
men, Hispanic women, Asian women or American Indians in these positions as of March 31,2001.

Employees with targeted disabilities increased by 33.3% or 2 employees (from 4 to 6). Their
representation in the total work force increased from 0.60% to 1.0%.

                                         13.4

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

This summary presents a -work force profile for the Office of Water (OW) permanent fiill-time and
part-time employees, and addresses the existence of under representation among protected groups.
For this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, -women,
and Persons -with Targeted Disabilities.  The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (93.8%) 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. I of 1978.

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

OVERVIEW: As of March 31,2001, there were 640     CHART 1.  WORK FORCE COMPOSITION
employees in OW. Minorities occupied 27.3% of
OW's positions while women occupied 50.8%. Blacks    '                      S08
held 18.1% of OW's positions, Hispanics 1.7%, Asians
7.2%, American Indians 0.31%, and Persons with
Targeted Disabilities 1.1%.  Chart 1 shows the percent
distribution of the protected groups in OW's total Work  10N      17
7,2
                                                                     0.31
                                                                                1.1
                                                          Hispanic      Amer. Indian    Pets. w/Dfeab
                                                                Asian        Wonwn
OfOW's total work force, 75.8% percent or 488 employees were at grades GS/GM 13-15.
Minorities held 20.6% of the positions hi this grade group, while women held 43.7%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 12.2%, Hispanics 1.7% and Asians
6.8%. There were no American Indians in this grade group.

There were 230 employees at the GS/GM-13 level. Minorities comprised 29.1% and women
comprised 52.6%. Among minorities, Blacks held 20.0% of the positions, Hispanics 1.7% and
Asians 7.4%.  There were no American Indians at this level. Minorities were 14.6% of the 164
employees at the GS/GM- 14 level and women were 40.9%. Among minorities, Blacks held 6.1% of
the positions,  Hispanics 1 .8% and Asians 6.7%.  There were no American Indians at this level.
Minorities represented 9.9% of the 91 employees at the GS/GM-15 level, while women comprised
26.4%.  Among minorities, Blacks held 3.3% of the positions, Hispanics 1.1%, and Asians 5.5%.
There were no Hispanic women, American Indian men, or American Indian women at this level.

                                          14.1

-------
 There were 17 employees at the SES level in OW.  Women held 35.3% of the positions at this level
 while minorities were absent from the OW work force at this level.

 Of the 59 supervisory and managerial positions in OW, 10.2% were held by minorities and 32.2%
 by women. Among the minorities, 6.8% of the positions were occupied by Blacks, and 3.4% by
 Asians. There were no Hispanics or American Indians in supervisory and managerial positions.

 PROFESSIONAL POSITIONS: OW had 259 employees in the Professional job category,
 comprising 40.5% 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 or 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: March 31,2001
SERIES
Env.Eng.
Series
819
Total 72
Phy. Sci.
Series
1301
Total 59

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
4
2
+2
4.6
6
3
+3
HISPANIC
3.0
2
2
0
1.9
1
1
0
ASIAN
7.5
9
5
+4
3.3
7
2
+5
AMERICAN
INDIAN
0.3
0
0
0
0.4
0
0
0
WOMEN
9.8
17
7
+10
29.0
21
17
+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 86.9% or 225 employees of OW's Professional work force
 were at grades GS/GM 13-15. In this grade grouping, minorities held 17.8% of the positions and
 women held 28.9%. Among minorities, Blacks held 4.9% of the positions, Hispanics 2.2% and
 Asians 10.7%. There were no American Indians in this grade group.

ADMINISTRATIVE POSITIONS -  OW had 341 employees in the Administrative job category,
comprising 53.3% 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
                                          14.2

-------
Analyst series 343. Under representation can be eliminated with the addition of 1 Black,
4 Hispanic Environmental Protection Specialist; 2 Hispanics in the General Administration series;
and 5 Hispanic Management Analyst.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env.ProtS
Series
028
Total 172
Gen.Admi
Series
301
Total 34
MgmtAna
Series
343
Total 99

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
14
15
-1
8.9
18
3
+15
8.9
27
9
+18
HISPANIC
5.2
5
9
-4
5.2
0
2
-2
5.2
0
5
-5
ASIAN
2.8
11
5
+6
2.8
1
1
0
2.8
4
3
+1
AMERICAN
INDIAN
0.5
2
1
+1
0.5
0
0
0
0.5
0
0
0
WOMEN
50.0
97
86
+11
50.0
23
17
+6
50.0
67
50
+17
 *'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 76.3% or 260 employees of OW's Administrative work
 force were at grades GS/GM 13-15. Of this grade group, minorities held 23.1% of the positions and
 women held 56.5%.  Among minorities, Blacks held 18.5% of the positions, Hispanics 1.2% and
 Asians 3.5%. There were no Hispanic 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.  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.
                                             14.3

-------
CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001: The reference period of
September 30, 1997 to March 31, 2001 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 3.8% or 24 employees in its total work force (from 616 to 640). The
representation of minorities increased from 24.5% to 27.3% and the representation for women
increased from 50.2% to 50.8%. There was a net increase of 12 Blacks, 2 Hispanics, 8 Asians, 2
American Indians and 16 women. There were no American Indian men.

In Professional occupations, there was a decrease of 2.7% or 7 employees (from 266 to 259).
Minority representation increased from 17.7% to 18.9%, while the representation for women
increased from 32.0% to 32.8%. There was a net increase of 3 Asians, while Blacks decreased by 1.
Hispanics and women remained the same as 6 and 85, respectively.  There were no American
Indians in Professional occupations as of March 31,2001.

In Administrative occupations, there was an increase of 11.4% or 39 employees (from 302 to 341).
Minority representation increased from 22.5% to 27.3% and the representation for women remained
the same at 58.9%. There was a net increase of 16 Blacks, 2 Hispanics, 5 Asians, 2 American
Indians and 23 women.  There were no Hispanic men or American Indian men in Administrative
occupations as of March 31,2001.

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 29.1% and the representation for women increased
from 52.4% to 52.6%. There was a net increase of 22 Blacks, 9 Asians and 23 women.  Hispanics
remained the same at 4. There were no American Indians at this level as of March 31, 2001.

At the GS/GM-14 level, there was an increase of 15.2% or 25  employees (from 139 to 164). The
percentage of minorities increased from 13.0% to 14.6% and the percentage for women increased
from 34.5% to 40.9%. There was a net increase of 4 Blacks, 1 Hispanic, 1 Asian and 19 women.
There were no American Indians at this level as of March 31,2001.

At the GS/GM-15 level, there was an increase of 8.8% or 8 employees (from 83 to 91). The
percentage of minorities increased from 9.6% to 9.9% and the percentage for women decreased from
30.1% to 26.4%. There was a net increase of 3 Blacks, while there was a net decrease of 2 Asians
and 1 woman. Hispanics remained the same at 1. There were no American Indian men or American!
Indian women at this level as of March 31,2001.

The number of SES members increased by 5.9% or 1 employee (from 16 to 17). The percentage of
women increased from 18.8% to 35.3%.  There was a net increase of 3 women, while Blacks,
Hispanics, Asians, and American Indians remained the same at 0.  There were no minorities at this
level in OW as of March 31, 2001.

Supervisory and managerial positions remained the same at 59 positions. Minority representation
increased from 6.8% to 10.2%, and the representation for women increased from 23.7% to 32.2%.

                                         14.4

-------
There was a net increase of 4 Blacks and 5 women. There was a net decrease of 2 Asians. There
were no Hispanics or American Indians in these positions as of March 31,2001.

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%.
                                           14.5

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

This summary presents a work force profile for Region 1"s permanentfull-time and part-time
employees and addresses the existence of under representation among protected groups.  For this
analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with  Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (92.7%) 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 March 31,2001, there
 were 714 employees in Region I. Minorities
 occupied 15.7% of the positions, while women
 occupied 49.7%. Blacks held 6.2% of Region
 I's positions, Hispanics 3.9%, Asians 5.0%,
 American Indians 0.56%, and Persons with
 Targeted Disabilities 0.56%. Chart 1 shows the
 percent distribution of the protected groups of
 Region I's total work force.
 CHART 1.
50 r
40-
30 <-
WORK FORCE COMPOSITION
  Percent Protected Groups
                  49.7
20-
10-
    6.2
           3.9
                       0.56
                         0.56
                                                      Hispanic
                                                Black
                     Arner. Indian     Pens. w/Disab
                Asian          Women
 Of Region I's total work force, 67.9% or 485
 employees were at grades GS/GM 13-15. Minorities held 10.9% 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 3.9%, Hispanics 1.2%, Asians 5.0%, and American Indians 0.82%.

 There were 337 employees at the GS/GM-13 level, minorities comprised 9.8% and women 42.1%.
 Among minorities, Blacks held 2.4% of the positions, Hispanics 1.2%, Asians 5.3%, and American
 Indians 0.89%. There were no American Indian men at this grade level.  Minorities were 11.1% of
 the 90 employees at the GS/GM-14 level and women 40.0%.  Among minorities, Blacks held 6.7%
 of the positions, Asians 3.3% and American Indians 1.1%. There were no Hispanics, Asian women
 and American Indians at this grade level.  Minorities represented 17.2% of the 58 employees at the
                                           15.1

-------
GS/GM-15 level, while women comprised 36.2%.  Among minorities, Blacks held 8.6% of the
positions, Hispanics 3.5%, and Asians 5.2%.  There were no American Indians at this level.

Of the 5 SES positions in Region I, 40.0% or 2 positions were held by women. There were no
minorities in SES positions.

Of the 58 supervisory and managerial positions in Region I, 15.5% were held by minorities and
32.8% by women. Among the minorities, 6.9% of the positions were occupied by Blacks, 3.5% by
Hispanics, and 5.2% by Asians. There were no American Indian men or American Indian women ill
supervisory and managerial positions.

PROFESSIONAL POSITIONS:  Region I had 393 employees in the Professional job category,
comprising 55.0% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region I.  Table 1 shows the protected groups in the,
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. Under
representation in these job series can be eliminated with the addition of 1 Hispanic Attorney, and 3
Black Physical Scientist.

Table 1.  Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Env. Engineer
Series
819
Total 187
Attorney
Series
905
Total 61
Physical Sci.
o __;  -
hJV*l 1VO
1301
Total 86

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
JJ S\-- T\ 
rr \>ll OUO1U
# Parity*
# Difference
BLACK
3.4
8
6
+2
3.4
4
2
+2
4.6
I
4
-3
HISPANIC
3.0
6
6
0
2.5
1
2
-1
1.9
3
2
+1
ASIAN
7.5
20
14
+6
1.4
2
1
+1
3.3
4
3
+1
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
0
0
0.4
0
0
0
WOMEN
9.8
57
18
+39
24.5
32
15
+17
29.0
31
25
+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 83.5% or 328 employees of Region I's Professional work
 force were at grades GS/GM 13-15.  In this grade grouping, minorities held 10.4% of the positions
                                            15.2

-------
 and women held 35.1%. Among minorities, Blacks held 2.7% of the positions, Hispanics 1.5%,
 Asians 5.8%, and American Indians 0.30%.

ADMINISTRATIVE POSITIONS:  Region I had 269 employees in the Administrative job
category, comprising 37.7% of its total work force.  This analysis includes all the most populous
(series with 25 or more employees) Administrative occupations in Region I. Table 2 shows the
protected groups in Environmental Protection Specialist series 028. Under representation in the
Environmental Protection Specialist series can be eliminated with the addition of 3 Blacks, 4
Hispanics, and 3 Asians.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env. Prot.
Series
028
Total 135

Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
9
12
-3
HISPANIC
5.2
3
7
-4
ASIAN
2.8
1
4
-3
AMERICAN
INDIAN
0.5
2
1
+1
WOMEN
50
88
68
+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 58.4% or 157 employees of Region I's Administrative
 work force were at grades GS/GM 13-15. Of this grade group, minorities held 12.1% of the
 positions and women held 53.5%.  Among minorities, Blacks held 6.4% of the positions, Hispanics
 0.64%, Asians 3.2%, and American Indians 1.9%. There were no Hispanic men in this grade group.

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

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

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001:  The reference period of
 September 30, 1997 to March 31, 2001 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.
                                           15.3

-------
Region I increased by 1.4% or 10 employees (from 704 to 714). The representation of minorities
increased from 13.2% to 15.7% and the representation for women decreased from 52.3% to 49.7%.
There was a net increase of 4 Blacks, 10 Hispanics, 5 Asians and a net decrease of 13 women.
American Indians remained the same.

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 6 Hispanics and 5 Asians, while there was a net
decrease of 1 American Indian. Blacks and women remained the same at 15 and 10.  There were no
American Indian men in Professional occupations as of March 31, 2001.

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 decreased
from 63.1% to 62.8%. There was a net increase of 6 Blacks, 6 Hispanics, 1 Asian, 1 American
Indian and 15 women.

At the GS/GM-13 level, there was an increase of 23.1% or 78 employees (from 259 to 337).
Minority representation increased from 9.7% to 9.8%, while the representation of women decreased
from 42.5% to 42.1%. There was a net increase of 4 Hispanics, 6 Asians and 32 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 a decrease of 1.1% or 1 employee (from 91 to 90). The
percentage of minorities increased from 8.8% to!7.1%, and the percentage for women decreased
from 50.6% to 40.0%. There was a net increase of 1 Black, 1 Asian, 1 American Indian; a net
decrease of 10 women and 1 Hispanic. There were no Hispanics, Asian women, or American Indian
women at this level as of March 31, 2001.

At the GS/GM-15 level, there was an increase of 34.5% or 20 employees (from 38 to 58).  The
percentage of minorities increased from 7.9% to 17.2% and the percentage for women increased
from 23.7% to 36.2%. There was a net increase of 4 Blacks, 1 Hispanic, 2 Asians and 12 women.
There were no American Indians at this level as of March 31, 2001.

The SES members decreased by 20.0% or  1 employee (from 6 to 5). There are no minorities in SES
positions.  Women remained the same at 2. The representation for women increased from 33.3% to
40.0%.

There was a decrease of 5.2% or 3 employees (from 61 to 58) in supervisory and managerial
positions.  Minority representation increased from 13.1% tol5.5%, while the representation of
women increased from 31.2% to 32.8%. There was a net increase of 1 Hispanic, 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 March 31, 2001.

Employees with targeted disabilities increased by 25% or 3 employees (from  1 to 4).
                                         15.4

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

772/5 summary presents a work force profile for Region II's permanent full-time andpart-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 March 31,2001, there
were 923 employees in Region II. Minorities         CHART 1. WORK FORCE COMPOSITION
occupied 35.3% of the Region's positions while  ^            *..?*.
women occupied 43.2%. Blacks held 11.6% of  JL
the Region's positions, Hispanics 15.6%,         \
Asians 7.8%, American Indians 0.33%, and       [
Persons with  Targeted Disabilities 0.65%.       2r
Chart 1 shows the percent distribution of the     10!~ i         '   r
                                                           I  !  '   033    I       0.65
                                     uc      i j    .         r*'-
protected groups in Region II's total work
force.
                                                                             .*. .**.
                                               Black          Asian          Women
 Of Region IPs total work force, 60.0% percent or 554 employees were at grades GS/GM 13-15.
 Minorities held 24.6% of the positions in this grade group, while women held 32.9%. Minorities
 were represented at the GS/GM 13-15 level as follows: Blacks 6.0%, Hispanics 10.1%, Asians
 8.3%, and American Indians 0.18%. There were no American Indian men in this grade group.

 There were 362 employees at the GS/GM-13 level. Minorities comprised 29.6% and women
 comprised 35.6%. Among minorities, Blacks held 7.5% of the positions, Hispanics 10.2%, Asians
 1 1 .6%, and American Indians 0.28%. There were no American Indian men at this level. Minorities
 were 17.3% of the 139 employees at the GS/GM-14 level and women were 30.2%.  Among
 minorities, Blacks held 2.9% of the positions, Hispanics held 12.2%, and Asians held 2.2%. There
 were no American Indian men or American Indian women at this level.  Minorities represented

                                           16.1

-------
9.4% of the 53 employees at the GS/GM-15 level, while women comprised 20.8%.  Among
minorities, Blacks held 3.8% of the positions, Hispanics held 3.8% and Asians held 1.9%.  There
were no Hispanic women, Asians women, American ;Indian men or American Indian women at this
level.

There were 8 employees at the SES level in Region II. Among minorities Hispanics occupied
12.5% of the positions, while women comprised 25.0%. There were no Blacks, Hispanic women,
Asians or American Indians at this level.

Of the 92 supervisory and managerial positions in Region II, 14.1% were held by minorities and
19.6% by women. Among the minorities, 3.3% of the positions were occupied by Blacks, 8.7% by
Hispanics, and 2.2% by Asians.  There were no Asian women, American Indians in supervisory and
managerial positions.

PROFESSIONAL POSITIONS: Region II had 651 employees in the Professional job category,
comprising 70.5% of its work force.  This analysis includes all the most populous (series with 25 or1
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 or in the Attorney's series 905. Under representation
can be eliminated in the Physical Scientist series with the addition of 6 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; no American Indian men
or American Indian women in the 1301 series, and no Hispanic men or American Indians in the
1320 series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env.
Series
819
Total 257
Attorney
Series
905
Toiai 50

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
4t Tt:ft. 	
TT j^riX.lV.1 W11W
BLACK
3.4
23
9
+14
3.4
3
3
A
V
HISPANIC
3.0
33
8
+25
2.5
11
2
i f\
1 y
ASIAN
7.5
44
19
+25
1.4
3
1
i *\
i 4.
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
0
f\
\J
WOMEN
9.8
66
25
+41
24.5
38
20
 1 O
< JLU
                                          16.2

-------
Phy. Sci.
Series
1301
Total 205
Percent CLF
# On Board
# Parity*
# Difference
4.6
3
9
-6
1.9
26
4
+22
3.3
8
7
+1
0.4
0
1
-1
29.0
74
59
+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 73.7 % or 480 employees of Region II's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 24.0% of the positions
and women held 30.2%. Among minorities, Blacks held 4.8% of the positions, Hispanics 9.8%, and
Asians 9.4%.  There were no American Indian men or American Indian women in this grade group.

ADMINISTRATIVE POSITIONS - Region II had 159 employees in the Administrative job
category, comprising 17.2% of its total work force. This analysis includes all the most populous
(series with 25 or more employees) Administrative occupations in Region II. Table 2 shows the
protected groups in Environmental Protection Specialist series 028.  Under representation can be
eliminated in the Environmental Protection Specialist series 028 with the addition of 1 Asian.
Further analysis shows that there were no Asians women or American Indian men in this series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env. Prot.
Series
028
Total 67

Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
15
6
+9
HISPANIC
5.2
7
3
+4
ASIAN
2.8
1
2
-1
AMERICAN
INDIAN
0.5
1
0
+1
WOMEN
50
40
34
+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 46.5% or 74 employees of Region II's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 28.4% of the
positions and women held 50.0%.  Among minorities, Blacks held 13.5% of the positions,
Hispanics  12.2%, 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
                                           16.3

-------
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, 6 employees or 0.65% had targeted disabilities; therefore, this group was under
represented.

CHANGE FROM SEPTEMBER 30,1997 TO MARCH 31,2001: The reference period of
September 30, 1997 to March 31, 2001 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 0.54% or 5 employees in its total work force (from 918 to 923).  The
representation of minorities increased from 34.2% to 35.3% and the representation for women
decreased from 43.6% to 43.2%.  There was a net decrease of 16 Blacks and 1 woman, while there
was a net increase of 16 Hispanics, 11 Asians and 1 American Indian. American Indian men were
absent from the Region's work force as of March 31, 2001.

In Professional occupations, there was an increase of 1.8% or 12 employees (from 639 to 651).
Minority representation increased from 24.7% to 27.2%, while the representation for women
increased from 31.3% to 32.3%.  There was a net decrease  of 10 Blacks and a net increase of 19
Hispanics, 9 Asians, 1 American  Indian and 10 women. There were no American Indian men in
Professional occupations as of March  31, 2001.

In Administrative occupations, there was an increase of 13.8% or 22 employees (from 137 to 159).
Minority representation increased from 34.3% to 39.0% and the representation for women decreased
from 54.7% to 54.1%.  There was a net increase of 6 Blacks, 7 Hispanics, 2 Asians and 11 women.
American Indians remained the same at 1. There were no American Indian men in Administrative
occupations as of March 31, 2001.

At the GS/GM-13  level, there was an increase of 18.8% or  68 employees (from 294 to 362).
Minority representation increased from 23.5% to 29.6% and the representation for women increasec*
from 33.0% to 35.6%.  There was a net increase of 10 Blacks, 15 Hispanics, 13  Asians and 32
women.  The number of American Indians remained the same at 1, respectively. There were no
American Indian men at this level as of March 31,2001.

At the GS/GM-14  level, there was an increase of 19.4% or  27 employees (from 112 to 139). The
percentage of minorities increased from 14.3% to  17.3% and the percentage for women increased
from 29.5% to 30.2%.  There was a net increase of 6 Hispanics, 2 Asians and 9 women, while
Blacks remained the same  at 4. There were no American Indian men or American Indian women at
this level as of March 31,2001.

At the GS/GM-15  level, there was an increase of 15.1% or  8 employees (from 45 to 53).  The
percentage of minorities increased from 8.9% to 9.4% and the percentage for women increased froriP

                                          16.4

-------
15.6% to 20.8%. There was a net increase of 1 Hispanic and 4 women, while the number of Blacks
and Asians remained the same at 2 and 1, respectively.  There were no Hispanic women, Asian
women, American Indian men, or American Indian women at this level as of March 31,2001.

The number of SES members in Region II remained the same at 8 employees. The percentage of
minorities remained the same at 12.5%, and the percentage of women decreased from 37.5% to
25.0%. There was a net increase of 1 Hispanic, while there was a net decrease qf 1 Black and 1
woman. There were no Blacks, Hispanic women, Asians or American Indians at this level.

The number of supervisory and managerial positions remained the same at 92 employees.  Minority
representation decreased from 15.2% to 14.1%, and the representation for women decreased from
20.7% to 19.6%. There was a net decrease of 2 Blacks and 1 woman, while Hispanics increased by
1.  Asians remained the same at 2. There were no Asian women, American Indian men or American
Indian women in these positions as of March 31,2001.

Employees with targeted disabilities increased by 16.7% or 1 employee (from 5 to 6). Their
representation in the total work force increased from 0.60% to 0.65%.
                                         16.5

-------
                   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 (87.5%) of Region Ill's work
force. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than 1 percent.

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

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

OVERVIEW: As of March 31,2001, there       CHART 1. WORK FORCE COMPOSITION
were 954 employees in the Region III.                        Pereent protected Groups
Minorities occupied 26.0% of Region Ill's          T                           51.6        i
positions, while women occupied 51.6%.         50 ^
Among minorities, Blacks held 18.6% of        40 [
Region Ill's positions, Hispanics 4.3%, Asians    30h
3.1%, American Indians 0.0%, and Persons       20 j- fi8 ?
with Targeted Disabilities 0.84%. American      10 j-    '
Indians were absent from the work force. Chart   o^ii.
1 shows the percent distribution of the j
groups of Region Ill's total work force.

Of Region Ill's total work force 60.8% percent or 580 employees were at grades GS/GM 13-15.
Minorities held 15.0% of the positions in this grade group, while women held 38.8%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 8.8%, Hispanics 2.9%, Asians 3.3%,
and American Indians 0%.  There were no American Indians in this grade group.

There were 367 employees at the GS/GM-13 level. Minorities comprised 15.5% and women
comprised 40.1%.  Among minorities, Blacks held 8.2%, Hispanics 3.5%, Asians 3.8%, and
American Indians 0%. There were no American Indians at this level. Minorities were 15.7% of the
153 employees at the GS/GM-14 level and women are 37.3%. Among minorities, Blacks held
11.8% of the positions, Hispanics 1.3%, and Asians 2.6%. There were no American Indian men or

                                           17.1
                                                       4-3
-  ,     ,          ,. ,  .,   .     _ ,      ...... j           Hispanic       Amerindian     Persw/Disab.
1 shows the percent distribution of the protected      Biack         Asian         women

-------
American Indian women at this level. Minorities represented 10.0% of the 60 employees at the
GS/GM-15 level, while women comprised 35.0%. Among minorities, Blacks held 5.0% of the
positions, Hispanics 3.3% and Asians 1.7%. There were no 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 87 supervisory and managerial positions in Region III, 12.6% were held by minorities and
32.2% by women. Among the minorities, 9.2% of the positions were occupied by Blacks, 2.3% by
Hispanics and 1.2% by Asians.  There were no Asian women, American Indian men, or American
Indian women in supervisory and managerial positions.

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

Table 1.  Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env. Engineer
Series
819
Total 170
Attorney
Series
905
Total 82
Phys.Scientist
Series
1301
Total 173

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
14
6
+8
3.4
13
3
+ 10
4.6
12
8
+4
HISPANIC
3.0
14
5
+9
2.5
3
3
0
1.9
4
3
+1
ASIAN
7.5
13
13
0
1.4
3
2
+1
3.3
5
6
-1
AMERICAN
INDIAN
0.3
0 .
1
-1
0.2
0
0
0
0.4
0
1
-1
WOMEN
9.8
46
17
+29
24.5
43
21
+22
29.0
69
50
+19
                                          17.2

-------
*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 80.2% or 406 employees of Region Ill's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 15.8% of the positions
and women held 37.0%. Among minorities, Blacks held 7.9% of the positions, Hispanics 4.2% and
Asians 3.7%.  There were no American Indians in this grade group.

ADMINISTRATIVE POSITIONS: Region III had 329  employees in the Administrative job
category, comprising 34.5% 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 hi 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, 3
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 hi the
Environmental Protection Specialist and no Asian men or American Indians in the Computer
Specialist series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Env.Pro.Spc.
Series
028
Total 158
Comp. Spec.
Series
334
Total 28

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
35
14
+21
8.9
5
3
+2
HISPANIC
5.2
3
8
-5
5.2
2
2
0
ASIAN
2.8
1
4
-3
2.8
1
1
0
AMERICAN
INDIAN
0.5
0
1
-1
0.5
0
1
-1
WOMEN
50
93
79
+14
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 52.9% or 174 employees of Region Ill's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 13.2% of the
positions and women held 43.1%.  Among minorities, Blacks held 10.9% of the positions, and
Asians 2.3%. 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
                                            17.3

-------
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

As of March 31,2001, 8 Region III employees or 0.84% had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001:  The reference period of
September 30, 1997 to March 31, 2001 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.

Region III had a net increase of 1.4% or 13 employees in its total work force (from 941 to 954). The
representation of minorities increased from 24.4% to 26.0%, while the representation for women
decreased from 51.9% to 51.6%.  There was a net increase of 4 Blacks, 8 Hispanics, 8 Asians and 4
women, while American Indians decreased by 1.   There were no American Indians as of
March 31,2001.

In Professional occupations, there was an increase  of 2.0% or 10 employees (from 496 to 506).
Minority representation increased from 17.3% to 19.0% and the representation of women increased
from 37.3% to 37.7%. There was a net increase of 5 Hispanics, 6 Asians and 6 women, while
American Indians decreased by 1. Blacks remained the same at 45. There were no American
Indians as of March 31, 2001.

In Administrative occupations, there was an increase of 6.7% or 22 employees (from 307 to 329).
Minority representation increased from 21.2% to 22.5% and the representation of women increased
from 55.1% to 56.5%. There was a net increase of 7 Blacks, 2 Asians and  17 women, while
Hispanics remained the same at 7, respectively. There were no Asian men, American Indian men, or
American Indian women in Administrative occupations as of March 31,2001.

At the GS/GM-13 level, there was an increase of 18.8% or 69 employees (from 298 to 367).
Minority representation decreased from 16.8% to 15.5%, while the representation for women
increased from 37.9% to 40.1%. There was a net increase of 2 Blacks, 4 Hispanics, 2 Asians and 34
women, while American Indians decreased by 1. There were no American Indians at this level as of
March 31,2001.

At the GS/GM-14 level, there was an increase of 9.2% or 14 employees (from 139 to 153). The
percentage of minorities increased from 14.4% to 15.7% and the percentage for women increased
from 36.0% to 37'.3%.  There was a net increase of 4 Blacks, 1 Asian 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 March 31,2001.

At the GS/GM-15 level, there was an increase of 21.7% or 13 employees (from 47 to 60). The
percentage of minorities decreased from 12.8% to 10.0% and the percentage for women increased

                                          17.4

-------
from 29.8% to 35.0%. There was a net increase of 1 Asian and 7 women and a net decrease of 1
Black, while Hispanics remained the same at 2, respectively.  There were no Asian women,
American Indian men, or American Indian women at this level as of March 31,2001.

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 March 31,2001.

The managerial and supervisory positions, remained the same at 87 employees. Minority
representation increased from 10.4% to 12.6% and the representation for women decreased from
33.3% to 32.2%. The representation of Blacks remained the same at 8, while Hispanics and Asians
increased by 1.  There were no Asian women, American Indian men, or American Indian women hi
these positions as of March 31,2001.

Employees with targeted disabilities increased by 37.5% or 3 employees (from 5 to 8). Their
representation in the total work force increased from 0.53% to 0.84%.
                                         17.5

-------
                   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 (88.5%) 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 March 31, 2001, there
were 1,135 employees in Region IV. Minorities
occupied 35.1% of the positions while women
occupied 49.3%. Blacks held 28.4% of Region
IV's positions, Hispanics 3.8%, Asians 2.3%,
American Indians 0.62%, and Persons with
Targeted Disabilities 0.97%. 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
50
40
30
                          49.3
  r- 28.4
20p
          3.8
               2.3
                     0.62
                                0.97
                                                 Black
        Hispanic
                   Amer. Indian     Pers. w/Disab
               Asian        Women
Of Region IV's total work force, 48.8% or 554 employees were at grades GS/GM 13-15. Minorities
held 22.7% of the positions in this grade group, while women held 35.6%. Minorities were
represented at the GS/GM 13-15 level as follows:  Blacks 16.1%, Hispanics 4.0%, Asians 1.8%, and
American Indians 0.90%.

There were 357 employees at the GS/GM-13 level. Minorities comprised of 23.3% of these
positions and women 35.0%. Among minorities, Blacks held 15.1%, Hispanics 5.0%, Asians 2.2%,
and American Indians 0.84%. Minorities were 23.0% of the 139 employees at the GS/GM-14 level
and women were 38.9%. Among minorities, Blacks held 18:7% of the positions, Hispanics 2.2%,
Asians 0.72%, and American Indians 1.4%. There were no Hispanic women or Asian men at this
                                           18.1

-------
grade level. Minorities represented 19.0% of the 58 employees at the GS/GM-15 level, while
women comprised 31.0%. Among minorities, Blacks held 15.5% of the positions, Hispanics 1.7%
and Asians 1.7%. There were no Hispanic women, Asian women or American Indians at this level.

Of the 8 SES positions in Region IV, 25.0% were held by women. Among minorities, Blacks held
37.5% of the positions.  There were no Hispanics, Asians or American Indians in SES positions.

Of the 103 supervisory and managerial positions in Region IV, 22.3% were held by minorities and
31.1% by women. Among the minorities,  18.5% of the positions were occupied by Blacks, 2.9% by
Hispanics, and 0.97% by Asians. There were no Hispanic women, Asian women, or American
Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region IV had 657 employees in the Professional job category,
comprising 57.9% 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 4 Asian
and 6 women Biologist; 3 Asian Environmental Engineers and 6 Asian Physical Scientist. There
were no 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: March 31,2001
SERIES
Biologist
Series
401
Total 74
Attorney
Series
905
Total 77
Envir. Eng.
Series
819
Total 234
Physical Sci.
Series

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
n Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
BLACK
3.9
9
3
+6
3.4
17
3
-M4
3.4
39
8
+31
4.6
35
HISPANIC
3.2
2
2
0
2.5
2
2
0
3.0
18
7
+11
1.9
5
ASIAN
7.3
1
5
-4
1.4
2
1
+1
7.5
15
18
-3
3.3
1
AMERICAN
INDIAN
0.4
0
0
0 
0.2
2
0
+2
0.3
1
1
0
0.4
3
WOMEN
41.7
25
31
-6
24.5
45
19
+26
9.8
75
23
+52
29.0
72
                                          18.2

-------
1301
Total 201
# Parity*
# Difference
9
+26
4
+1
7
-6
1
+2
58
+14
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian labor force
for a specific occupational series or occupational category.-

An analysis by grade level shows that 60.6% or 398 employees of Region IV's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 21.6% of the positions
and women held 35.2%.  Among minorities, Blacks held 13.8% of the positions, Hispanics 4.3%,
Asians 2.3%, and American Indians 1.3%.

ADMINISTRATIVE POSITIONS: Region IV had 347 employees in the Administrative job
category, comprising 30.6% 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 Analyst series 343. Under
representation in these job series can be eliminated with the addition of 3 Hispanics and 1 Asian
Environmental Protection Specialist; 2 Hispanics in the General Administration series; 1 Hispanic, 1
Asian, and 21 women in the Program Management series; 1 Hispanic and 1 Asian in the
Management Analyst series.  There were no Hispanic men, Asian women or American Indians in the
Environmental Protection Specialist series; no Hispanics, Asian women or American Indian men in
the General Administration series; no Hispanic women, Asian women or American Indians hi the
Program Management series, and no Hispanic men, Asians or American Indians in the Management
Analyst series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Env.Prot.
Series
028
Total 77
Gen. Admin.
Series
301
Total 46
Prog. Mgmt.
Series
340
Total 85

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
39
7
+32
8.9
11
4
+ 7
8.9
14
8
+6
HISPANIC
5.2
1
4
-3
5.2
0
2
-2
5.2
3
4
-1
ASIAN
2.8
1
2
-1
2.8
1
1
0
2.8
1
2
-1
AMERICAN
INDIAN
0.5
0
0
0
0.5
0
0
0
0.5
0
0
0
WOMEN
50.0
56
39
+17
50.0
31
23
+8
50.0
22
43
-21
                                           18.3

-------
MgmtAnalyst
Series
343
Total 31
Percent CLF
# On Board
# Parity*
# Difference
8.9
8
3
+5
5.2
1
2
-1
2.8
0
1
-1
0.5
0
0
0
50.0
23
16
+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 45.0% or 156 employees of Region IV'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 36.5%. Among minorities, Blacks held 21.8% of the positions, Hispanics
 3.2%, Asians 0.64%. 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 0.97% had targeted disabilities, therefore, this group was under
 represented as of March 31,2001.

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001:  The reference period of
 September 30, 1997 to March 31, 2001 is used for the change analysis because it reflects the time
 period from the beginning of the Diversity Action Plan Initiative.

 Region IV had anet increase of 5.9% or 67 employees in its total work force (from 1,068 to 1,135).
 The representation of minorities increased from 34.2% to 35.1% and the representation for women
 increased from 48.9% to 49.3%. There was a net increase of 30 Blacks, 3 Asians and 37 women.
 Hispanics and American Indians remained the  same at 43 and 7.

 In Professional occupations, there was an increase of 6.5% or 43 employees (from 614 to 657).
 Minority representation increased from 23.3% to 25.6%, and the representation of women increased
 from 34.7% to 36.8%. There was a net increase of 22 Blacks, 3 Asians, 3 American Indians and 29
 women, while there was a net decrease of 3 Hispanics.

 In Administrative occupations, there was an increase of 18.7% or 65 employees (from 282 to 347).
 Minority representation increased from 37.6% to 38.6% and the representation of women increased
 from 53.2% to 57.1%. There was a net increase of 29 Blacks, 2 Hispanics and 48 women, while
 Asians remained the same at 4. American Indians decreased by 3. There were no American Indian
 men in Administrative occupations as of March 31,2001.

 At the GS/GM-13  level, there was an increase  of 24.9% or 89 employees (from 268 to 357).
 Minority representation decreased from 26.1% to 23.2% while the representation of women
                                           18.4

-------
increased from 34.0% to 35.0%. There was a net increase of 10 Blacks, 1 Hispanic, 3 Asians and 34
women, while American Indians decreased by 1.

At the GS/GM-14 level, there was an increase of 19.4% or 27 employees (from 112 to!39). The
percentage of minorities increased from 20.5% to 23.0% and the percentage for women increased
from 33.0% to 38.8%. There was a net increase of 7 Blacks, 1 Hispanic, 1 American Indian and 17
women, while Asians remained the same at 1. There were no Hispanic women or Asian men this
level as of March 31,2001.

At the GS/GM-15 level, there was an increase of 19.0% or 11 employees (from 47 to 58). The
percentage of minorities increased from 17.0% to 19.0% and the percentage for women decreased
from 31.9% to 31.0%. There was a net increase of 2 Blacks, 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 March 31,2001.

The number of SES members increased by 25.0% or 2 employees (from 6 to 8).  The representation
of minorities increased from 16.7% to 37.5%, while the representation for women increased from
16.7% to 25.0%. There was a net increase of 2 Blacks and 1 woman. There were no Hispanics,
Asians or American Indians at this level as of March 31,2001.

There was a decrease of 3.9% or 4 employees (from 107 to 103) in supervisory and managerial
positions. Minority representation increased from 20.6% to  22.3% while the representation of
women decreased from 34.6% to 31.1 %. There was a net increase of 1 Hispanic and a net decrease
of 5 women, while Blacks and Asians remained the same at  19 and  1, respectively. There were no
Hispanic women, Asian women or American Indians in these positions as of March 31, 2001.

Employees with targeted disabilities increased by 36.0% or 4 employees (from 7 to 11). The total
work force increased from 0.66% to 0.97%.
                                         18.5

-------
                   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 (88.8%) 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 March 31, 2001, there       CHART 1. WORK FORCE COMPOSITION
were 1,307 employees in Region V. Minorities               Percent Protected Groups
occupied 36.6% of positions, while women       60~
occupied 50.5%.  Among minorities, Blacks      50r                           p
held 25.6% of Region V's positions, Hispanics    *o h
4.5%, Asians 5.9%, American Indians 0.61%,     so-  256
and Persons with Targeted Disabilities 2.0%.      20-;
Chart 1 shows the percent distribution of the      1011   |           gg
protected groups of Region V's total work force.    Or_i J.	U.'.I'.	L      -61
                                                      Hispanic       Amer. Indian     Pars. w/Disab
                                                Black          Asian         Women
Of Region V's total work force, 52.9% percent
or 691 employees were at grades GS/GM 13-15. Minorities held 20.6% 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 10.4%, Hispanics 3.5%, Asians 5.9%, and American Indians 0.72%.

There were 436 employees at the GS/GM-13 level. Minorities comprised 21.8% and women
comprised 36.0%. Among minorities, Blacks held 11.2% of the positions, Hispanics 3.2%, Asians
6.7%, and American Indians 0.69%. Minorities were 20.1% of the 194 employees at the GS/GM-14
level and women were 38.1%.  Among minorities, Blacks held 9.3% of the positions, Hispanics
4.1%, Asians 6.2% and American Indians 0.52%. There were no American Indian men at this grade
level. Minorities represented 13.1% of the 61 employees at the GS/GM-15 level, while women
comprised 44.3%. Among minorities, Blacks held 8.2% of the positions, Hispanics 3.3% and

                                          19.1

-------
American Indian 1.6%. There were no Hispanic women, Asian men, Asian women or American
Indian women at this level.
Of the 8 SES positions in Region V, 12.5% were held by minorities and 25.0% by women. Among
minorities, Asians hold 12.5% of the positions. There were no Blacks, Hispanics, Asian women or
American Indians in SES positions.

Of the 110 supervisory and managerial positions in Region V, 18.2% were held by minorities and
38.2% by women. Among the minorities, 10.9% of the positions were occupied by Blacks, 1.8% by
Hispanics, and 4.6% by Asians.  There were no Hispanic women or American Indian women in
supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region V had 625 employees in the Professional job category,
comprising 47.8% of its work force. This analysis includes the most populous (series with 25 or
more employees) Professional occupations in Region V. Table 1 shows the protected groups in
Biologist series 401, Environmental Engineer series 819, Attorney series 905, Physical Scientist
series 1301, and Chemist series 1320.  Under representation in these job series can be eliminated
with the addition  of 1 Asian Biologist, 1 American Indian Environmental Engineer; and 1 American
Indian Physical Scientist. 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: March 31, 2001
SERIES
Biologist
Series
401
Total 37
Env. Engineer
Series
819
Total 172
Attorney
Sftrie*
905
Total 113

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
H On RoarH
ff Parity*
# Difference
BLACK
3.9
3
1
+2
3.4
)2
6
+6
3.4
7
4
+3
HISPANIC
3.2
1
1
0
3.0
10
5
+5
2.5
7
3
+4
ASIAN
7.3
2
3
-1
7.5
24
13
+11
1.4
9
2
+7
AMERICAN
INDIAN
0.4
1
0
+1
0.3
' 0
1
-1
0.2
1

0
+1
WOMEN
41.7
20
15
+5
9.8
46
17
+29
24.5
49
28 ,
+21 1
                                          19.2

-------
Phys. Scientist
Series
1301
Total 173
Chemist
Series
1320
Total 37
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
4.6
12
8
+4
6.1
3
2
+1
1.9
4
3
+1
3.2
4
1
+3
3.3
10
6
+4
9.8
8
4
+4
0.4
0
1
-1
0.2
0
0
0
29.0
60
50
+10
27.4
14
10
+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 66.2 % or 414 employees of Region V's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 18.1% of the positions
and women held 32.9%.  Among minorities, Blacks held 6.8% of the positions, Hispanics 4.1%,
Asians 6.8%, and American Indians 0.48%. There were no American Indian men in this grade
group.

ADMINISTRATIVE POSITIONS - Region V had 536 employees in the Administrative job
category, comprising 41.0% of its total work force.  This analysis includes the most populous (series
with 25 or more employees) Administrative occupations in Region V.  Table 2 shows the protected
groups in Environmental Protection Specialist series 028, General Administration series 301,
Computer Specialist series 334, Program Management series 340 and Management Analyst series
343. Under representation in these job series can be eliminated with the addition of 8 Hispanic
Environmental Protection Specialist; 2 Hispanics in the General Administration series; 7 women
Computer Specialist; 1 Black, 2 Hispanic and 7 women in the Program Management series; 1
Hispanic Management Analyst.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Env.Prot.Spec.
Series
028
Total 268
Gen. Admin.
Series

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
BLACK
8.9
81
24
+57
8.9
17
HISPANIC
5.2
6
14
-8
5.2
1
ASIAN
2.8
10
8
+2
2.8
2
AMERICAN
INDIAN
0.5
2
1
+1
0.5
0
WOMEN
50
155
134
+21
50
43
                                           19.3

-------
301
Total 59
Comp.Spec.
Series
334
Total 36
Prog. Mgmt.
Series
340
Total 40
MgmtAnalyst
Series
343
Total 38
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
5
+12
8.9
19
3
+16
8.9
3
4
-1
8.9
4
3
+1
3
-2
5.2
4
2
+2
5.2
1
2
-1
5.2
1
2
-1
2
0
2.8
3
1
+2
2.8
2
1
+1
2.8
2
1
+1
0
0
0.5
0
0
0
0.5
1
0
+1
0.5
0
0
0
30
+13
50
11
18
-7
50
13
20
-7
50
21
19
+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 51.7% or 277 employees of Region V's Administrative
 work force were at grades GS/GM 13-15.  Of this grade group, minorities held 24.2% of the
 positions and women held 44.0%. Among minorities, Blacks held 15.9% of the positions,
 Hispanics 2.5%, Asians 4.7%, 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 March 31,2001,26 Region V employees or 2.0% had targeted disabilities; therefore, this
 group was under represented.
                                            19.4

-------
CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001:  The reference period of
September 30, 1997 to March 31, 2001 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 increase of 3.0% or 39 employees in its total work force (from 1,268 to 1,307).
The representation of minorities increased from 35.0% to 36.6% and the representation for women
increased from 50.1% to 50.5%. There was a net increase of 21 Blacks, 7 Hispanics, 6 Asians, 1
American Indian and 25 women.

In Professional occupations, there was an increase of 3.4% or 21 employees (from 604 to 625).
Minority representation increased from 21.5% to 21.9%, while the representation for women
increased from 33.8% to 35.7%. There was a net increase of 2 Blacks, 2 Hispanics, 3 Asians and 19
women, while American Indians remained the same at 3, respectively.  There were no American
Indian men in the Professional occupations as of March 31, 2001.

In Administrative occupations, there was an increase of 8.8% or 47 employees (from 489 to 536).
Minority representation increased from 33.7% to 40.3%, while the representation for women
increased 55.2% to 56.3%. There was a  net increase of 42 Blacks, 4 Hispanics, 4 Asians, and 32
women.

At the GS/GM-13  level, there was an increase of 15.1% or 66 employees (from 370 to 436).
Minority representation increased from 18.4% to 21.8% and the representation for women increased
from 32.4% to 36.0%.  There was a net increase of 14 Blacks, 4 Hispanics, 8 Asians, 1  American
Indian and 37 women.

At the GS/GM-14  level, there was an increase of 14.9% or 29 employees (from 165 to 194).
Minority representation increased from 17.0% to 20.1%, while the percentage for women decreased
from 38.8% to 38.1%.  There was a net  increase of 1 Black, 3 Hispanics, 6 Asians, 1 American
Indian and 10 women.  There were no American Indian men at this level as of March 31, 2001.

At the GS/GM-15  level, there was an increase of 27.9% or 17 employees (from 44 to 61). Minority
representation increased from 6.8% to 13.1% and the percentage for women increased from 40.9%
to 44.3%.  There was a net increase of 3  Blacks, 1 Hispanic, 1 American Indian and 9 women.
There were no Hispanic women, Asian men, Asian women or American Indian women at this level
as of March 31,2001.

The SES members decreased by 12.5% or 1 employee (from 9 to 8). The representation of
minorities increased from 11.1% to 12.5%, while the representation of women decreased from
33.3% to 25.0%. There was a net increase of 1 Asian. Blacks and women decreased by 1. Blacks,
Hispanics, Asian women  and American Indians were absent at the SES level as of March 31, 2001.

Supervisory and managerial positions increased by 9.1% or 10 employees (from 100 to 110).
Minority representation increased from 18.0% to 18.1%, while the representation for women
increased from 38.0% to 38.2%. There was a net increase of 3 Blacks, 1 American Indian and 4

                                          19.5

-------
women; a net decrease of 1 Hispanic and 1 Asian. There were no Hispanic women or American
Indian women in these positions as of March 31, 2001.

Employees with targeted disabilities increased by 34.6% or 9 employees (from 17 to 26). There
were no Black men, Hispanic women, Asian women or American Indians.
                                          19.6

-------
                    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 (90.5%) 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/GM13-15 and SES
positions are provided for information only.
OVERVIEW:  As of March 31,2001, there
were 890 employees in Region VI. Minorities
occupied 36.7% of Region VI's positions
while women occupied 51.0%.  Blacks held
19.3% of the positions, Hispanics  10.5%,
Asians 5.2%, American Indians 1.8%, and
Persons with Targeted Disabilities 0.79%.
Chart 1 shows the percent distribution of the
protected groups of Region VI's total work
force.
 CHART 1. WORK FORCE COMPOSITION
             Percent Protected Groups
60-

50 j-

40 i-
                              51
T.
10,- I
    19.3
          10.5
         Hispanic
                 5.2
                       1.8
                                               Black
                     Amer. Indian
                Asian         Women
                                    0.79
                                 Pens. w/Disab
Of Region VI's total work force, 54.2%
percent or 482 employees were at grades GS/GM 13-15. Minorities held 26.8% of the positions in
this grade group, while women held 37.8%. Minorities were represented at the GS/GM 13-15 level
as follows:  Blacks 11.2%, Hispanics 9.1%, Asians 5.2%, and American Indians 1.2%.

There were 319 employees at the GS/GM-13 level. Minorities comprised 28.2% while women
comprised 37.9%. Among minorities, Blacks held 11.3% of the positions, Hispanics 9.4%, Asians
6.0%, and American Indians 1.6%. Minorities were 27.9% of the 111 employees at the GS/GM-14
level while women were 41.4%. Among minorities, Blacks held 12.6% of the positions, Hispanics
9.9%, Asians 4.5% and American Indians 0.90%.  There were no American Indian women at this
grade level. Minorities represented 15.4% of the 52 employees at the GS/GM-15 level, while
                                          20.1

-------
women comprised 28.9%. Among minorities, Blacks held 7.7% of the positions, Hispanics 5.8%,
and Asians 1.9%.  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, 42.9% were held by minorities and 14.3% by women. Among
minorities, Blacks held 28.6% of the positions and Asians held 14.3%. There were no Hispanics,
Asian women or American Indians in SES positions.

Of the 75 supervisory and managerial positions in Region VI, 20.0% were held by minorities and
32.0% by women. Among the minorities, 12.0% of the positions were occupied by Blacks, 5.3% b^i
Hispanics, and 2.7% by Asians.  There were no Asian women, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region VI had 453 employees in the Professional job category, (
comprising 50.9% of its work force.  This analysis includes all the most populous (series with 25 orj
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. There were no American Indian women in the 819
series; no Hispanic women, Asian men or American Indian women in the 905 series; and no
American Indian women in the 1301 series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Envir.
Engineer
Series 08 19
Total 169
Attorney
Series 0905
Total 59
Physical
Scientist
Series 1301
Total 159

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
13
6
+7
3.4
14
2
+12
4.6
15
7
+8
HISPANIC
3.0
20
5
+15
2.5
3
1
+2
1.9
14
3
+11
ASIAN
7.5
18
13
+5
1.4
3
1
+2
3.3
10
5
+5
AMERICAN
INDIAN
0.3
1
1.
0
0.2
1
0
+1
0.4
1
1
0
WOMEN
9.8
39
17
+22
24.5
26
14
+12
29
57
46
+11
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilid\
labor force for a specific occupational series or occupational category.
                                          20.2

-------
An analysis by grade level shows that 74.8% or 339 employees of Region VI's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 26.3% of the positions
and women held 30.1%. Among minorities, Blacks held 10.6% of the positions, Hispanics 8.9%,
Asians 6.2%, and American Indians 0.59%.

ADMINISTRATIVE POSITIONS: Region VI had 353 employees in the Administrative job
category, comprising 39.7% 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 hi Environmental Protection Specialist series 028, Computer Specialist series 334
and Management Analyst series 343.  Under representation can be eliminated with the addition of 5
women Computer Specialist; and 1 Asian Management Analyst.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Env.ProtS
Series 028
Total 195
Comp.Spec
Series
334
Total 25
Mgmt.Anal
Series
343
Total 38

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
2
+2
8.9
9
3
+6
HISPANIC
5.2
16
10
+6
5.2
1
1
0
5.2
4
2
+2
ASIAN
2.8
5
5
0
2.8
2
1
+1
2.8
0
1
-1
AMERICAN
INDIAN
0.5
10
1
+9
0.5
0
0
0
0.5
0
0
0
WOMEN
50
133
98
+35
50
8
13
-5
50
30
19
+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.

Further analysis by grade level shows that 40.5% or 143 employees of Region VI's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 28.0% of the
positions and women held 55.9%. Among minorities, Blacks held 12.6% of the positions,
Hispanics 9.8%, Asians 2.8%, and American Indians 2.8%.

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
                                          20.3

-------
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

As of March 31,2001, 7 of Region VI employees, or 0.79%, had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001: The reference period of
September 30, 1997 to March 31, 2001 is used for the change analysis because it reflects the time
period from the beginning of the Diversity Action Plan Initiative.

Region VI had a net decrease of 0.22% or 2 employees in its total work force (from 892 to 890).
The representation of minorities increased from 33.3% to 36.7% while the representation of women
increased from 50.7% to 51.0%. There was a net increase of 9 Blacks, 2 Hispanics, 18 Asians, 1
American Indian and 2 women.

In Professional occupations, there was a decrease of 2.0% or 9 employees (from 462 to 453).
Minority representation increased from 26.6% to 28.9% and the representation of women increased
from 30.3% to 32.0%.  There was a net increase of 10 Asians and 5 women, while there was a net
decrease of 2 American Indians. Blacks and Hispanics remained the same at 49 and 44. There were
no American Indian women.

In Administrative occupations, there was an increase of 8.8% or 31 employees (from 322 to 353).
Minority representation increased from 32.0% to 39.7% while the representation for women
decreased from 66.8% to 66.0%. There was a net increase of 18 Blacks, 7 Hispanics, 7 Asians, 5
American Indians and 18 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 28.2% and the representation of women increased
from 36.0% to 37.9%.  There was a net increase of 9 Blacks, 7 Hispanics, 11 Asians, 4 American
Indians and 41 women.

At the GS/GM-14 level, there was an increase of 26.1% or 29 employees (from 82 to 111).  The
percentage of minorities increased from 13.4% to 27.9% and the percentage of women increased
from 36.6% to 41.4%.  There was a net increase of 8 Blacks, 7 Hispanics, 5 Asians and 16 women,
while American Indians remained the same at 1.  There were no American Indian women at this
level as of March 31,2001.

At the GS/GM-15 level, there was an increase of 40.4% or 21 employees (from 31 to 52). The
percentage of minorities decreased from 22.6% to 15.4% while the percentage of women increased
from 22.6% to 28.8%.  There was a net increase of 1 Asian and 8 women. Blacks and Hispanics
remained the same at 4 and 3. There were no Black women, Asian women, American Indian men,
or American Indian women at this level as of March 31, 2001.

                                         20.4

-------
The SES members increased by 28.6% or 2 employees (from 5 to 7). The representation of
minorities increased from 20.0% to 42.9% while the representation of women increased from 0% to
14.3%. There was a  net gain of 1 Black, 1 Asian and 1 woman. Hispanics, Asian women, and
American Indians were absent at the SES level as of March 31,2001.

There was an increase of 4.0% or 3 employees (from 72 to 75) in supervisory and managerial
positions. Minority representation increased from 19.5% to 20.0% while the representation of
women decreased from 34.7% to 32.0%. There was a net increase of 2 Asians and a net decrease of
1 Hispanic and 1 woman. Blacks remained the same at 9. There were no Asian women, American
Indian men, or American Indian women in these positions as of March 31,2001.

Employees with targeted disabilities decreased by 22.2% or 2 employees (from 9 to 7). Their
representation in the total work force decreased from 1.0% to 0.79%.
                                         20.5

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

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

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

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation.  The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of March 31,2001, there were
564 employees in Region VII. Minorities
occupied 21.1% of the Region's positions while
women occupied 50.9%. Blacks held 14.5% of
the Region's positions, Hispanics 3.4%, Asians
1.6%, American Indians 1.6%, and Persons with
Targeted Disabilities 0.89%.  Chart 1 shows the
percent distribution of the protected groups in
Region VII's total work force.
                                              60 r
                                              50J-
                                              40!-
                                              4
                                              20 L
CHART 1. WORK FORCE COMPOSITION
            Percent Protected Groups

                              50.9
                                              10
                                                r
                                                  14.5
                                                  Black
                                                           3.4
                                                                  1.6
                                                                         1.6
                                                                                        0.89
                                                         Hispanic
                                                                       Amer. Indian
                                                                 Asian
                                                                               Women
Of Region VII's total work force, 59.0% percent
or 333 employees were at grades GS/GM 13-15.
Minorities held 14.7% of the positions in this grade group, while women held 36.3%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 8.7%, Hispanics 3.0%, Asians
0.90%, and American Indians 2.1%.

There were 246 employees at the GS/GM-13 level. Minorities comprised 15.0% and women
comprised 35.4%.  Among minorities, Blacks held 8.9% of the positions, Hispanics 3.3%, Asians
0.41%, and American Indians 2.4%.  There were no Asian women at this level. Minorities were
13.9% of the 72 employees at the GS/GM-14 level and women were 37.5%. Among minorities,
Blacks held 6.9% of the positions, Hispanics held 2.8% and Asians held 2.8% and American Indians
held 1.4%. There were no American Indian men at this level.  Minorities represented 13.3% of the
                                                                                     Pers. w/Disab
                                          21.1

-------
15 employees at the GS/GM-15 level, while women comprised 46.7% and Blacks held 13.3% of the
positions.  There were no Hispanics, Asians, or American Indians at this level.

There were 6 employees at the SES level in Region VII. Minorities comprised 16.7% of the
positions at this level, and women comprised 16.7%. Blacks held 16.7% 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, 17.0% were held by minorities and
34.0% by women. Among the minorities, 10.4% 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 supervisor
and managerial positions.

PROFESSIONAL POSITIONS: Region VII had 277 employees in the Professional job category,
comprising 49.1% 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 hi
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301.  Under1
representation can be eliminated with the addition of 6 Asian Environmental Engineer; and 1  Black
2 Hispanic, 1 Asian and 5  women Physical Scientist. There were no Asian women or American
Indians in the 819 series; no Hispanic men or American Indians in the 905 series and no Hispanics,
or Asian women in the 1301 series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Env. Eng.
Series 81 9
Total 89
Attorney
Series 905
Total 38
Phy. Sci.
Series 1301
Total 87

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# Difference
a Parity
# Difference
Percent CLF
# On Board
a Parit"*
it DiffclCilCC
BLACK
3.4
4
3
+1
3.4
2
i
+1
4.6
3
4
-i
HISPANIC
3.0
4
3
+1
2.5
1
i
0
1.9
0
2
-2
ASIAN
7.5
1
7
-6
1.4
2
i
+1
3.3
2
3
-i
AMERICAN
INDIAN
0.3
0
0
0
0.2
0
n
0
0.4
3
ft
TJ
WOMEN
9.8
21
9
+12
24.5
19
o
+10
29.0
20
2<
-5
                                          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 78.7 % or 218 employees of Region VII's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 9.2% of the positions
and women held 28.9%. Among minorities, Blacks held 3.7% of the positions, Hispanics 2.3%,
Asians held 0.46% and American Indians 2.3%.

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 Analyst series 343. Under representation can be eliminated with the addition
of 1 Hispanic and 1 Asian Environmental Protection Specialist; 1 Hispanic and 5 women Program
Managers; 1 Asian Management Analyst.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env. Prot
Series 028
Total 78
Prog.Mgmt.
Series 340
Total 35
Mgmt.
Analyst
Series 343
Total 26

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# Difference
# Parity
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
15
7
+8
8.9
3
3
0
8.9
8
2
+6
HISPANIC
5.2
3
4
-1
5.2
1
2
-1
5.2
2
1
+1
ASIAN
2.8
1
2
-1
2.8
1
1
0
2.8
0
1
-1
AMERICAN
INDIAN
0.5
3
0
+3
0.5
0
0
0
0.5
0
0
0
WOMEN
50
48
39
+9
50
13
18
-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 52.5% or 115 employees of Region VII's Administrative
work force were at grades GS/GM 13-15.  Of this grade group, minorities held 25.2% of the
positions and women held 50.4%. Among minorities, Blacks held 18.3% of the positions,
                                           21.3

-------
 Hispanics 4.4%, Asians 0.87%, and American Indians 1.7%. There were no Asian women or
 American Indian men in this grade group.

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

 In Region VII, 5 employees or 0.89% have targeted disabilities; therefore, this group was under
 represented.

 CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001: The reference period of
 September 30, 1997 to March 31, 2001 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 5.5% or 31 employees in its total work force (from 533 to 564).
 The representation of minorities increased from 15.8% to 21.1% and the representation for women
 increased from 48.8% to 50.9%. There was a net increase of 18 Blacks, 8 Hispanics, 5 Asians, 4
 American Indians and 27 women.

 In Professional occupations, there was an increase of 3.2% or 9 employees (from 268 to 277).
 Minority representation increased from 10.8% to 13.0%, while the representation for women
 increased from 29.9% to 31.8%. There was a net increase of 1 Hispanic, 3 Asians, 4 American
 Indians and 8 women, while there was a net decrease of 1 Black.

 In Administrative occupations, there was an increase  of 11.4% or 25 employees (from 194 to 219).
 Minority representation increased from 17.0% to 27.4% and the representation for women increase
 from 58.8% to 60.3%.  There was a net increase of 19 Blacks, 5 Hispanics, 2 Asians, 1 American
 Indian and 18 women.  There were no Asian women in these occupations as of March 31,2001.

 At the GS/GM-13 level, there was an increase of 43.5% or 107 employees (from  139 to 246).
 Minority representation increased from 8.6% to 15.0% and the representation for women increased
 from 30.9% to 35.4%.  There was a net increase of 15 Blacks, 5 Hispanics, 5 American Indians anj
44 women, while Asians remained the same at 1. There were no Asian women at this level as of
March 31,2001.

At the GS/GM-14 level, there was an increase of 19.4% or 14 employees (from 58 to 72). The
percentage of minorities increased from 10.3% to 13.9% and the percentage for women increased
from 31.0% to 37.5%.  There was a net increase of 1 Black, 1 Hispanic, 2 Asians and 9 women,
while American Indians remained the  same at 1.  As of March 31,2001, there were no American
Indians at this level.
                                          21.4

-------
At the GS/GM-15 level, there was a decrease of 20.0% or 3 employees (from 18 to 15). The
percentage of minorities increased from 0% to 13.3% and the percentage for women decreased from
50.0% to 46.7%. There was a net increase of 2 Blacks and a net decrease of 2 women. There were
no Hispanics, Asians, or American Indians at this level as of March 31,2001.

The number of SES members in Region VII decreased by 16.7% or 1 employee (from 7 to 6).  The
percentage of minorities and the percentage of women increased from 14.3% to 16.7%.  The number
of minorities and women remained the same at 1 Black and 1 woman. There were no Black women,
Hispanics, Asians or American Indians at this level as of March 31,2001.

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 17.0%, and the representation for
women decreased from 34.8% to 34.0%. There was a net increase of 2 Blacks, 1 Hispanic, 1 Asian,
while there was a net decrease of 1 American Indian. Women remained the same at 16,
respectively. There were no Asian women or American Indians in these positions as of
March 31,2001.

Employees with targeted disabilities remained the same at 5. Their representation in the total work
force decreased from 0.94% to 0.89%.
                                         21.5

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

This summary presents a -work force profile for Region VIII"s permanentfull-time and part-time
employees, and addresses the existence of under representation among protected groups. For
this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (92.5%) 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 March 31, 2001, there       CHART,  WORK FQRCE COMPOSITION
were 627 employees in Region VIII. Minorities               pereent Protected Groups
occupied 19.6% of the positions while women     60r
occupied 50.7%.  Blacks held 7.2% of Region     "f"
VIII's positions, Hispanics 8.9%, Asians 2.2%,    40f
American Indians 1.3%, and Persons with        30f
Targeted Disabilities 0.80%.  Chart 1 shows the
50.7
percent distribution of the protected groups of       \ r]   !   1    2.a
                                                                   1.3
                                                                               0.8
Region VIII'S tOtal WOrk force.                           Hispanic       Amerindian      Pers.w/Disab
                                                Black         Asian         Women

Of Region VIII's total work force, 62.4% or 391 employees were at grades GS/GM 13-15.
Minorities held 12.5% of the positions in this grade group, while women held 42.5%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 3.8%, Hispanics 5.6%, Asians
2.3%, and American Indians 0.77%.

There were 259 employees at the GS/GM-13 level. Minorities comprised 12.4% and women
comprised 44.4%. Among minorities, Blacks held 3.5% of these positions, Hispanics 5.8%,
Asians 2.3%, and American Indians 0.77%. Minorities were 8.9% of the 90 employees at the
GS/GM-14 level and women were 43.3%. Among minorities, Blacks held 2.2% of the positions,
Hispanics 4.4%, and Asians 2.2%. Black men, Asian men and American Indians were not
represented at this level. Minorities represented 21.4% of the 42 employees at GS/GM-15 level,


                                        22.1

-------
while women comprised 28.6%.  Among minorities, Blacks held 9.5% of the positions,
Hispanics 7.1%, Asians 2.4%, and American Indians 2.4%.  There were no Hispanic women,
Asian men, or American Indian men at this level.

Of the 6 SES positions in Region VIII, 33.3% were held by women.  There were no minorities
in the SES positions.

Of the 59 supervisory and managerial positions in the Region, 11.9% were held by minorities
and 32.2% by women. Among the minorities, 3.4% of the positions were occupied by Blacks,
5.1% by Hispanics, 1.7% by Asians, and 1.7% by American Indians. There were no Hispanic
women, Asian men or American Indian men in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  Region VIII had 29488 employees in the Professional job
category, comprising 46.9% 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
Engineers, 1 American Indian Attorney as well as 4 Black, and 4 Asian Physical Scientist.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Envir.

Series o 1 y
Total 98
Attorney
Series
905
Total 46
Physical
Scientist
1301
Total 100

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
6
4
+2
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
40
10
+30
24.5
23
12
+11
29.0
37
29
+8
 * Parity is achieved when the percentage of a protected group is equal to the group's percentage ofihe relevant
 civilian labor force for a specific occupational series or occupational category.
                                          22.2

-------
An analysis by grade level shows that 78.2% or 230 employees of Region's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 14.8% of the
positions and women held 37.8%. Among minorities, Blacks held 4.4% of the positions,
Hispanics 6.5%, Asians 3.5%, and American Indians 0.43%. There were no American Indian
women at this level.

ADMINISTRATIVE POSITIONS:  Region VIII had 286 employees in the Administrative job
category, comprising 45.6% 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: March 31, 2001
SERIES
Env.Prot.S
Series 028
Total 177
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
3
1
+2
0.5
0
1
-1
WOMEN
50
92
89
+3
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 56.3% or 161 employees of the Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities hold 9.3% of the positions
and women hold 49.1%. Among minorities, Blacks hold 3.1% of the positions, Hispanics 4.4%,
Asians 0.62%, and American Indians 1.2%.

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).
                                         22.3

-------
As of March 31, 2001, 5 of Region VIII employees, or 0.80%, had targeted disabilities;
therefore, this group is under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001: The reference period of
September 30, 1997 to March 31, 2001 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 6.4% or 40 employees (from 587 to 627). The
representation of minorities increased from 18.9% to 19.6% and the representation for women
increased from 47.0% to 50.7%. There was a net increase of 2 Blacks, 6 Hispanics, 2 Asians, 2
American Indians and 42 women.

In Professional occupations, there was an increase of 5.8% or 17 employees (from 277 to 294).
Minority representation increased from 13.0% to 16.3% and the representation of women
increased from 36.1% to 40.1%. There was a net increase of 2 Blacks, 5 Hispanics, 2 Asians, 3
American Indians and 18 women.

In Administrative occupations, there was an increase of 11.5% or 33 employees (from 253 to
286). Minority representation decreased from 21.7% to 18.2% while the representation of
women increased from 50.6% to 56.3%. There was an increase of 1 Asian and 33 women, while
there was a net decrease of 3 Blacks and 1 American Indian. Hispanics remained the same at 22.

At the GS/GM-13 level, there was an increase of 17.0% or 44 employees (from 215 to 259).
Minority representation increased from 11.6% to 12.9% and the representation of women
increased from 38.6% to 44.4%. There was a net increase of 3 Blacks, 1  Hispanic, 1 Asian, 2
American Indians and 32 women.

At the GS/GM-14 level, there was an increase of 12.2% or 11 employees (from 79 to 90).
Minority representation increased from 7.6% to 8.9% and the representation of women increased
from 34.2% to 43.3%. 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 March 31, 2001.

At the GS/GM-15 level, there was an increase of 31.0% or 13 employees (from 29 to 42).
Minority representation increased from 17.3% to 21.4% while the representation of women
increased from 27.6% to 28.6%. There was a net increase of 1 Black, 2 Hispanics, 1 Asian and 4
women, while American Indian remained the same at 1. There were no Hispanic women, Asian
men, or American Indian men at this level as of March 31,2001.

At the SES level, there was a decrease of 16.7% or 1 employee (from 7 to 6).  The representation
of minorities decreased from 14.4% to 0 and women increased from 28.6% to 33.3%. There
were no Blacks, Hispanics, Asians, or American Indian women in the SES level as of
March 31,2001.
                                        22.4

-------
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 11.9% and
the representation of women increased from 29.4% to 32.2%. There was a net increase of 1
Hispanic, 1 Asian and 4 women, while there was a net decrease of 1 Black and 1 American
Indian.  There were no Hispanic women, Asian men or American Indian men in supervisory and
managerial positions as of March 31, 2001.

Employees with targeted disabilities decreased by 40.0% or 2 employees (from 7 to 5). Their
representation in the total work force decreased from 1.2% to 0.80%.
                                        22.5

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

This summary presents a work force profile for Region IX's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups.  For
this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities.  The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (91.5%) 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 March 31,2001, there
were 856 employees in Region IX.
Minorities occupied 32.6% of the positions
while women occupied 55.1%. Blacks held
8.9% of the positions, Hispanics 5.3%,
Asians 17.3%, American Indians 1.2%, and
Persons with Targeted Disabilities 0.35%.
Chart 1 shows the percent distribution of the
protected groups of Region IX's total work
force.
60
CHART 1.  WORK FORCE COMPOSITION
           . Percent Protected Groups
                            55.1
                                Pens. w/Disab
                                                                      Women
Of Region DCs total work force, 64.6% percent or 553 employees were at grades GS/GM 13-15.
Minorities held 23.9% of the positions in this grade group, while women held 50.1%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 5.2%, Hispanics 4.9%, Asians
12.7%, and American Indians 1.1%.

There were 385 employees at the GS/GM-13 level. Minorities comprised 26.2% while women
comprised 52.2%. Among minorities, Blacks held 4.9% of the positions, Hispanics 6.0%, Asians
14.0%, and American Indians 1.3%. Minorities were 21.9% of the 128 employees at the
GS/GM-14 level while women were 43.8%. Among minorities, Blacks held 7.0% of the
positions, Hispanics 2.3%, Asians  11.7%, and American Indians 0.78%.  There were no Hispanic
women or American Indian men at the GS-14 level. Minorities represented 7.5% of the 40
                                         23.1

-------
employees at the GS/GM-15 level, while women comprised 50.0%.  Among minorities, Blacks
held 2.5% of the positions, Hispanics 2.5%, and Asians 2.5%. There were no Black men,
Hispanic men, Asian women or American Indians at this level.

Of the 7 SES positions in Region IX, 42.9% were held by minorities and 57.1% by women.
Among minorities, Hispanics held 14.3% of the positions and Asians held 28.6%. There were no
Hispanic women, Blacks, or American Indians in SES positions.

Of the 73 supervisory and managerial positions in Region IX, 24.7% were held by minorities and
50.7% by women. Among the minorities, 5.5% of the positions were occupied by Blacks, 5.5%
by Hispanics, and 13.7% by Asians. There were no Black women, American Indian men, or
American Indian women in this group.

PROFESSIONAL POSITIONS:  Region IX had 366 employees in the Professional job
category, comprising 42.8% 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. There were no American Indian men in the 819 series; no American
Indian men in the 905 series and no Hispanic women or American Indian men in the 1301  series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Env.
Engineer
Series
0819
Total 125
. Attorney
Series 905
Total 65
Phy.Scient
Series
1301
Total 116

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
a Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
4
5
-1
3.4
4
3
+1
4.6
6
6
0
HISPANIC
3.0
6
4
+2
2.5
2
2
0
1.9
3
3
0
ASIAN
7.5
29
10
+19
1.4
5
1
+4
3.3
10
4
+6
AMERICAN
INDIAN
0.3 .
1
1
0
0.2
1
1
0
0.4
1
1
0
WOMEN
9.8
50
13
+37
24.5
36
16
+20
29
57
34
+23
*Parity is achieved -when the percentage oj a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.
                                         23.2

-------
An analysis by grade level shows that 77.3 % or 283 employees of Region IX's Professional
work force were at grades GS/GM 13-15.  In this grade grouping, minorities held 20.5% of the
positions and women held 46.6%. Among minorities, Blacks held 4.6% of the positions,
Hispanics 3.5%, Asians 11.3%, and American Indians 1.1%.  There were no American Indian
men in this grade group.

ADMINISTRATIVE POSITIONS - Region IX had 417 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 4 Black Environmental
Protection Specialist. There were no American Indian women in the 028 series; no Hispanic men
or American Indian men in the 301 series and no Hispanic or American Indians in the 334 series.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31,2001
SERIES
Env.ProtS
Series 028
Total 240
Gen.Admin
Series
301
Total 59
Comp.Spec
Series
334
Total 26

Percent.CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
8.9
18
22
-4
8.9
7
6
+1
8.9
1
3
-2
HISPANIC
5.2
14
13
+ 1
5.2
6
4
+2
5.2
0
2
-2
ASIAN
2.8
28
7
+21
. 2.8
8
2
+6
2.8
8
1
+7
AMERICAN
INDIAN
0.5
5
2
+3
0.5
1
1
0
0.5
0
1
-1
WOMEN
50
127
120
+7
50
34
30
+4
50
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.

Further analysis by grade level shows that 64.8% or 270 employees of Region IX's
Administrative work force were at grades GS/GM 13-15. Of this grade group, minorities held
27.4% of the positions and women held 53.7%.  Among minorities, Blacks held 5.9% of the
positions, Hispanics 6.3%, Asians 14.1%, and American Indians 1.1%. There were no American
Indian women in this grade group.
                                         23.3

-------
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, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine
(identified from OPM Standard Form 256, Self-Identification of Handicap).

As of March 31, 2001, 3 Region IX employees, or 0.35%, had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001:  The reference period of
September 30, 1997 to March 31, 2001 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 0.58% or 5 employees in its total work force (from 861 to 856).
The representation of minorities increased from 30.2% to 32.6% while the representation of
women increased from 54.4% to 55.1%. There was a net increase of 6 Blacks, 13 Asians, 2
American Indians and 4 women, while there was a net decrease of 2 Hispanics.

In Professional occupations, there was a decrease of 1.4% or 5 employees (from 371 to 366).
Minority representation increased from 22.1% to 23.5%, while the representation of women
increased from 44.5% to 47.0%. There was a net increase of 8 Asians, 1 American Indian and 7
women, while there was a net decrease of 1 Black and 4 Hispanics. There were no American
Indian men.

In Administrative occupations, there was an increase of 0.02% or 8 employees (from 409 to 417).
Minority representation increased from 28.8% to 32.4% and the representation of women
increased from 56.0% to 56.1%. There was a net increase of 7 Blacks, 4 Hispanics, 5 Asians, 1
American Indian and 5 women.

At the GS/GM-13 level, there was an increase of 27.0% or 104 employees (from 281 to 385).
Minority representation increased from 20.3% to 26.2% and the representation of women
increased from 49.1% to 52.2%. There was a net increase of 4 Blacks, 11 Hispanics, 26 Asians,
3 American Indians and 63 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 21.9% and the percentage for women increased
from 43.0% to 43.8%. There was a net increase of 8 Blacks, 4 Asians and 7 women. Hispanic
and American Indian remained the same at 1.  There were no Hispanic women or American
Indian men at this level as of March 31,2001.

At the GS/GM-15 level, there was an increase of 10.0% or 4 employees (from 36 to 40). The
percentage of minorities decreased from 11.1% to 7.5% while the percentage of women
                                         23.4

-------
increased from 44:4% to 50.0%. 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 March 31,2001.

The SES members remained the same at 7 employees. The representation of minorities
increased from 0% to 42.9% and the percentage for women remained the same at 57.1%. There
was a net gain of 1 Hispanic and 2 Asians.  Women remained the same at 4. Blacks, Hispanic
women, and American Indians were absent at the SES level as of March 31,2001.

There was a decrease of 13.7% or 10 employees  (from 83 to 73) in supervisory and managerial
positions. Minority representation increased from 16.9% to 24.7%, while the representation of
women decreased from 51.8% to 50.7%. There was a net increase of 4 Blacks, while there was a
net decrease of 6 women. Hispanics and Asians remained the same at 4 and 10.  There were no
Black women, American Indian men, or American Indian women in these positions as of
March 31,2001.

Employees with targeted disabilities decreased by 33.3% or 1 employee (from 4 to 3). Their
representation in the total work force decreased from 0.46% to 0.35%.
                                       23.5

-------
                  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 (90.8%) 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 March 31, 2001 there were      CHART 1.
618 employees in Region X.  Minorities occupied
17.8% of the positions while women occupied
54.1%.  Blacks held 3.4% of the positions,
Hispanics 3.6%, Asians 8.9%, American Indians
1.9%, and Persons with Targeted Disabilities
0.65%.  Chart 1 shows the percent distribution of
the groups of the Region's total work force.

Of Region X's total work force, 58.9% percent or 364 employees were at grades GS/GM 13-15.
Minorities held 10.7% of the positions in this grade group, while women held 42.0%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 1.7%, Hispanics 3.0%, Asians
5.2%, and American Indians 0.82%.

There were 249 employees at the GS/GM-13 level.  Minorities comprised 10.8% and women
41.4%.  Among minorities, Blacks held 1.2% of the positions, Hispanics 2.8%, Asians 6.0%, and
American Indians 0.80%. Minorities were 22.2% of the 90 employees at the GS/GM-14 level
and women were 42.2%. Among minorities, Blacks held 2.2% of the positions, Hispanics 4.4%,
and Asians 4.4% and American Indians 1.1%. There were no Black men or American Indian
women at the GS-14 level.  Minorities represented 4.0% of the 25 employees at the GS/GM-15
level, while women comprised 48.0%.  Among minorities, Blacks held 4.0% of the positions.
                                         24.1

-------
There were no Black men, Hispanic men, Hispanic women, Asian men, Asian women, American
Indian men, or American Indian women at this level.

Of the 6 SES positions in Region X, minorities held 16.7%. Blacks and women both held
16.7%. There were no Black women, Hispanics, Asians or American Indians women at this
level.

Of the 54 supervisory and managerial positions in Region X, 13.0% were held by minorities and
50.0% by women.  Among the minorities, 5.6% of the positions were occupied by Blacks, 5.6%
by Asians and 1.9% by American Indians. There were.no Hispanics or American Indian women
in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region X had 246 employees in the Professional job
category, comprising 39.8% 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: March 31, 2001
SERIES
Env. Eng.
Series 819
Total 77
Attorney
Series 905
Total 37
Physical
Scientist
Series 1301
Total 71

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
i.y
2
2
0
ASIAN
7.5
10
6
+4
1.4
1
1
0
3.5
4
3
+1
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
1
-1
u.t
0
1
-1
WOMEN
9.8
30
8
+22
24.5
20
10
+10
on A
** .V
30
21
+ 9
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 78.9 % or 194 employees of the Professional work force
Region X were at grades GS/GM 13-15.  In this grade grouping, minorities held 10.8% of the
in
                                          24.2

-------
positions and women held 41.2%. Among minorities, Blacks held 1.6% of the positions,
Hispanics 3.6%, and Asians 5.7%.  There are no American Indian men or American Indian
women in this grade group.

ADMINISTRATIVE POSITIONS - Region X has 315 employees in the Administrative job
category, comprising 51.0% 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 Environmental
Protection Specialist; 2 Black, 3 Hispanic and 1 woman Program Manager.

Table 2. Most Populous Administrative Occupations by Race, Hispanic Origin, and Women: March 31, 2001
SERIES
Envir. Prot.
Specialist
Series 028
Total 192
Prog. Mgr.
Series
340
Total 54

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
11
10
+1
5.2
0
3
-3
ASIAN
2.8
14
6
+8
2.8
3
2
+1
AMERICAN
INDIAN
0.5
7
1
+6
0.5
1
1
0
WOMEN
50
101
96
+5
50
26
27
-1
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

Further analysis by grade level shows that 54.0% or 170 employees of the Region's
Administrative work force are at grades GS/GM 13-15.  Of this grade group, minorities hold
10.6% of the positions and women hold 42.9%.  Among minorities, Blacks hold 1.8% of the
positions, Hispanics 2.4%, Asians 4.7%, and American Indians 1.8%.

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

As of March 31,2001,4 of Region X employees, or 0.64%, had targeted disabilities; therefore,
this groups was under represented.
                                          24.3

-------
CHANGE FROM SEPTEMBER 30,1997, TO MARCH 31,2001:  The reference period of
September 30, 1997 to March 31, 2001 is used for the change analysis because it reflects the
time period from the beginning of the Diversity Action Plan Initiative.

Region X had a net increase of 2.3% or 14 employees in its total work force (from 604 to 618).
The representation of minorities increased from 14.4% to 17.8% and the representation for
women increased from 51.8% to 54.0%.  There was a net increase of 3 Blacks, 2 Hispanics, 15
Asians, 3 American Indians and 21 women.

In Professional occupations, there was an increase of 2.1% or 5 employees (from 241 to 246).
Minority representation increased from 11.2% to 13.0% and the representation of women
increased from 41.5% to 43.1%.  There was a net increase of 1 Hispanic, 5 Asians and 6 women,
while Blacks decreased by 1. American Indians remained the same at 2.

In Administrative occupations, there was an increase of 6.7% or 21 employees (from 294 to 315).
Minority representation increased from 14.3% to 20.0% and the representation for women
increased from 52.0% to 56.2%.  There was a net increase of 7 Blacks, 4 Hispanics, 8 Asians,
2 American Indians and 24 women.

At the GS/GM-13 level, there was an increase of 17.3% or 43 employees (from 206 to 249).
Minority representation increased from 6.3% to 10.8% and the representation for women
increased from 40.3% to 41.4%.  There was a net increase of 12 Asians, 2 American Indians and
20 women.  Blacks and Hispanics remained the same at 3 and 7, respectively.

At the GS/GM-14 level, there was an increase of 12.2% or 11 employees (from 79 to 90). 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 2 Hispanics, 1 American Indian and
11 women, while Blacks had a net decrease of 1. Asians remained the same at 4. There were no
Black men or American Indian women at this level as of March 31, 2001.

At the GS/GM-15 level, there was an increase of 12.0% or 3 employees (from 22 to 25). The
percentage of minorities decreased from 4.6% to 4.0% and the percentage for women increased
from 40.9% to 48.0%. There was a net increase of 3 women, while Blacks remained the same at
1.  There were no Black men, Hispanics, Asians, and American Indians at this level as of
March 3 L 2001.

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

Supervisory and management positions increased by 11.1% or 6 employees (from 48 to 54).
Minority representation increased from 12.5% to 13.0%, while the representation of women
increased from 41.7% to 50.0%.  There was a net increase of 1 Black, 1 American Indian and 7 J

                                        24.4                                      I

-------
women, while there was a net decrease of 1 Hispanic. Asians remained the same at 3.  There
were no Hispanics or American Indian women in these positions as of March 31,2001.

Employees with targeted disabilities increased by 50.0% or 2 employees (from 2 to 4).  Their
representation in the total work force increased from 0.33% to 0.65%.
                                         24.5

-------