Work Force Status and Analysis Reports, September 30, 1999


U.S. Environmental Protection Agency
    Office of Civil Rights

        Work Force Status
              And
        Analysis Reports,
  September 30,1999

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U.S. ENVIRONMENTAL PROTECTION AGENCY
AGENCY WIDE
This summary presents a work force profile for the U.S. Environmental Protection Agency (EPA) 's
permanent full-time and part-time employees, and addresses the existence of under representation
among protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians,
American Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on
the Professional and Administrative occupations because they represent the vast majority (89.6%)
of EPA's workforce. In the analysis, the percentages are rounded to one decimal place except
when the percentage is less than 1 percent.

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

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of September 30, 1999,
there were 18,121 employees in EPA.
Minorities occupied 28.3% of the positions
while women occupied 50.0%. Blacks held
18.1% of the positions, Hispanics 4.5%, Asians
4.9%, American Indians 0.77, and Persons with
Targeted Disabilities 0.9%. Chart 1 shows the
percent distribution of the protected groups in
the total work force.
CHART 1. WORK FORCE COMPOSITION
Percent Protected Groups
Hispanic
Black
Asian
Women
Of EPA's total work force, 60.1% percent or
10,892 employees were at grades GS/GM 13-
15. Minorities held 19.9% of the positions in this grade group, while women held 40.4%.
Minorities were represented at the GS/GM 13-15 level as follows: Blacks 11.0%, Hispanics 3.6%,
Asians 4.7%, and American Indians 0.61%.

There were 6,273 employees at the GS/GM-13 level. Minorities comprised 23.3% while women
comprised 43.0%. Among minorities, Blacks held 12.9% of the positions, Hispanics 4.0%, Asians
5.6%, and American Indians 0.84%. Minorities were 17.1% of the 2,905 employees at the GS/GM-
14 level while women were 38.8%. Among minorities, Blacks held 9.4% of the positions,
Hispanics 3.4%, Asians 4.1%, and American Indians 0.31%. Minorities represented 12.0% of the
1,714 employees at the GS/GM-15 level, while women comprised 33.7%. Among minorities,
Blacks held 6J8% of the positions, Hispanics 2.6%, Asians 2.3%, and American Indians 0.24%.

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Of the 272 SES positions in EPA, 12.1% were held by minorities and 29.4% by women. Among
minorities, Blacks held 8.1% of the positions, Hispanics 2.2%, Asians 1.5%, and American Indians
0.37%. There were no Hispanic or American Indian women in SES positions.

Of the 1,888 supervisory and managerial positions in EPA, 14.1% were held by minorities and
35.8% by women. Among the minorities, Blacks occupied 8.2% of the positions, Hispanics 3.1%,
Asians 2.6%, and American Indians 0.26%.

PROFESSIONAL POSITIONS: EPA had 8,796 employees in the Professional job category,
comprising 48.5% 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. Seven of the twelve series show under representation which can be
eliminated with the addition of 19 women, 2 Hispanics, and 1  American Indian in the Economist
series 110; 5 Hispanics, 33 Asians, and 25 women in the Biologist series 401; 3 Hispanics,  1
American Indian, and  15 women in the Toxicologist series 415; 6 Hispanics in the Accountant
series 510; 5 Hispanics, 4 Asians, and 22 women in the Auditor series 511; 3 Hispanics, 10 Asians,
and 1 American Indian in General Health Science series 0601; 14 Asians in the Contracting and
Procurement series 1102; and 3 Hispanics in the Geologist series 1350.

There were no American Indians in the Economist, Toxicologist, or General Health Scientist series,
and there were no Hispanics in the Geologist series.

Table 1.  Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Economist
Series 01 10
Total: 124
Biologist
Series 0401
Total: 752
Toxicologist
Series 04 15
Total: 169

Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
Percent CLF
# On board
# Parity*
# Difference
BLACK
4.6
6
6
0
3.9
55
30
+25
3.9
9
7
+2
HISPANIC
2.8
2
4
-2
3.2
20
25
-5
3.7
3
6
-3
ASIAN
3.2
9
4
+5
7.3
22
55
-33
14.4
28
24
+4
AMERICAN
INDIAN
0.2
0
1
-1
0.4
9
4
+5
0.2
0
1
-1
WOMEN
43.9
35
54
-19
41.7
289
314
-25
42.7
57
72
-15

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Accountant
Series 05 10
Total: 182
Auditor
Series 05 11
Total: 224
Gen. Health Sci.
Series 0601
Total: 100
Environmental
Engineer
Series 08 19
Total: 2148
Chemical
Engineer
Series 0893
Total: 163
Contract/
Procurement
Series 11 02
Total: 3 16
Gen. Physical
Science
Series 1301
Total: 2061
Chemist
Series 1320
Total: 628
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
6.7
47
13
+34
6.7
49
15
+34
3.9
7
4
+3
3.4
162
74
+88
3.5
10
6
+4
5.6
93
18
+75
4.6
140
95
+45
6.1
39
39
0
4.2
2
8
-6
4.2
5
10
-5
3.7
1
4
-3
3.0
151
65
+86
2.8
12
5
+7
3.5
13
12
+1
1.9
82
40
+42
3.2
26
21
+5
5.4
13
10
+3
5.4
9
13
-4
14.4
5
15
-10
7.5
213
162
+51
6.8
26
12
+14
5.4
4
18
-14
3.3
95
69
+26
9.8
65
62
+3
0.3
1 '
1
0
0.3.
1
1
0
0.2
0
1
-1
0.3
9
7
+2
0.1
1
1
0
0.4
3
2
+1
0.4
18
9
+9
0.2
2
2
0
52.7
97
96
+1
52.7
96
118
-22
42.7
44
43
+1
9.8
603
211
+392
11.1
52
19
+33
37.0
189
117
+72
29.0
727
598
+129
27.4
211
173
+38

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Geologist
Series 1350
Total: 104
Percent CLF
#*On board
# Parity
# Difference
1.1
4
2
+2
2.4
0
3
-3
1.8
2
2
0
0.3
1
1
0
14.4
18
15
+3
*Parity is achieved when the workforce representation of a protected group is equal to the group's percentage of the
relevant civilian labor force of a specific occupational series or occupational category.

An analysis by grade level shows that 72.4% or 6,371 employees of EPA's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 17.1% of the positions and
women held 32.5%. Among minorities, Blacks held 7.0% of the positions, Hispanics 3.8%, Asians
5.9%, and American Indians 0.46%.
ADMINISTRATIVE POSITIONS: EPA had 7,444
employees in the Administrative job category,
comprising 41.1 % of its total work force. Hispanics
were under represented while Blacks, Asians, American
Indians, and women were at parity. Chart 2 shows the
under represented groups in Administrative positions.
To achieve parity, EPA should add 88 Hispanics.

Further analysis by grade level shows that 60.7% or
4,521 employees of EPA's Administrative work force
were at grades GS/GM 13-15. Of this grade group,
minorities held 23.8% of the positions and women held
51.6%. Among minorities, Blacks held 16.7% of the
positions, Hispanics 3.4%, Asians 2.9%, and American
Indians 0.82%.
400r
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
388
0L
Hispanics
Parity
Onboard
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 September 30, 1999,163 EPA employees, or 0.9%, had targeted disabilities, therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period of
September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

EPA had a net increase of 3.9% or 675 employees in its total work force (from 17,446 to 18,121).
The representation of minorities increased from 26.7% to 28. 3% and the representation of women
increased from 49.4% to 50.0%. There was a net increase of 184 Blacks, 99 Hispanics, 135Asians,

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44 American Indians, and 444 women.

In Professional occupations, there was an increase of 4.2% or 358 employees (from 8,438 to 8,796).
Minority representation increased from 18.7% to 20.1%, while the representation of women
increased from 34.3% to 35.3%. There was a net increase of 29 Blacks, 51 Hispanics, 84 Asians, 24
American Indians, and 210 women.

In Administrative occupations, there was an increase of 8.4% or 576 employees (from 6,868 to
7,444). Minority representation increased from 27.1% to 30.2% and the representation of women
increased from 56.2% to 58.2%. There was a net increase of 264 Blacks, 57 Hispanics, 46 Asians,
20 American Indians, and 472 women.

At the GS/GM-13 level, there was an increase of 15.2% or 828 employees (from 5,445 to 6,273).
Minority representation increased from 21.4% to 23.3% and the representation of women increased
from 42.0% to 43.0%. There was a net increase of 155 Blacks, 39 Hispanics, 78 Asians, 28
American Indians, and 414 women.

At the GS/GM-14 level, there was an increase of 7.9% or 213 employees (from 2,692 to 2,905).
Minority representation increased from 13.9% to 17.1% and the representation of women increased
from 37.4% to 38.8%. There was a net increase of 51 Blacks, 35 Hispanics, 36 Asians, 3 American
Indian and 120 women.

At the GS/GM-15 level, there was an increase of 13.1% or 198 employees (from 1,516 to 1,714).
Minority representation increased from 10.3% to 12.0% and the representation of women increased
from 30.6% to 33.7%. There was a net increase of 34 Blacks, 13 Hispanics, 2 Asians, 1 American
Indian, and 113 women.

At the SES level there was an increase of 4.6% or 12 employees (from 260 to 272). Minority
representation increased from 8.9% to 12.1% and the representation of women increased from
26.9% to 29.4%. There was a net increase of 5 Blacks, 4 Hispanics, 2 Asians, and  10 women, while
American Indians decreased by 1. There were no Hispanic women or American Indian women at
the SES level as of September 30,1999.

There was a decrease of 2.5% or 49 employees (from 1,937 to 1,888) in supervisory and managerial
positions.  Minority representation increased from 14.0% to 14.1% and women increased from
35.0% to 35.8%. There was a net increase of 9 Hispanics, while Blacks and Asians, American
Indian and women had a net decrease of 9,3, 1 and 3 respectively.

Employees with targeted disabilities had  a net increase of 10.1% or 15 employees (from 148 to 163).
Their representation in the total work force increased from 0.85% to 0.90%.

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            Status
Eoree
     September
Office of the Administrator

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U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF THE ADMINISTRATOR
This summary presents a work force 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 (85.7%) 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 SESpositions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of September 30,1999, there
were 350 employees in AO. Minorities occupied
44.3% of AO's positions, while women occupied
67.1%. Blacks held 38.0% of AO's positions,
Hispanics 3.1%, Asians 2.3%, American Indians
0.86%, and Persons with Targeted Disabilities
1.7%. 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 Prelected Groups
70
60
SO
40
30
20
10
n
67.1
-
-
- 38

t 3-1 , 2.3 0.86

1.7
Hispanic Amer. Indian Pers w/Disab.
Black Asian Women
Of AO's total work force, 51.1% percent or 179 employees were at grades GS/GM 13-15.
Minorities held 29.6% of the positions in this grade group, while women held 61.5%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 18.4%, Hispanics 5.6%, Asians
4.5%, and American Indians 1.1%. There were no American Indian men in this grade group.

There were 49 employees at the GS/GM-13 level. Minorities comprised 42.9% and women
comprised 79.6%. Among minorities, Blacks held 26.5% of the positions, Hispanics 6.1%, Asians
8.2%, and American Indians 2.0%. There were no American Indian men at this level. Minorities
were 24.6% of the 69 employees at the GS/GM-14 level and women are 60.9%. Among minorities,
Blacks held 14.5% of the positions, Hispanics 4.4%, Asians 4.4%, and American Indians 1.5%.
There were no American Indian men. Minorities represented 24.6% of the 61 employees at the
GS/GM-15 level, while women comprised 47.5%. Among minorities, Blacks held 16.4% of the
positions, Hispanics 6.6%, and Asians 1.6%. There were no Asian women, American Indian men,

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or American Indian women at this level.

Of the 19 SES positions in AO, 26.3% were held by minorities and 42.1% by women. Among
minorities, Blacks held 21.1% of the positions and Hispanics held 5.3%. There were no Hispanic
women, Asian men, Asian women, American Indian men, or American Indian women in SES
positions.
*
Of the 41 supervisory and managerial positions in AO, 31.7% were held by minorities and 53.7% by
women. Among the minorities, 24.4% of the positions were occupied by Blacks and 7.3% by
Hispanics. There were no Asian men, Asian women, American Indian men, or American Indian
women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: AO had 56 employees in the Professional job category,
comprising 16.0% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in AO. Table 1 shows the protected groups in Attorney
series 905. Under representation in this job series can be eliminated with the addition of 1
American Indian.
Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Attorney
Series
905
Total 27

Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
1
1
0
HISPANIC
2.5
2
1
+1
ASIAN
1.4
1
1
0
AMERICAN
INDIAN
0.2
0
1
-1
WOMEN
24.5
7
7
0
*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 67.9 % or 38 employees of AO's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 15.8% of the positions and
women held 31.6%. Among minorities, Blacks held 2.6% of the positions, Hispanics 5.3%, and
Asians 7.9%. There were no Black men, Hispanic women, Asian women, American Indian men, or
American Indian women in this grade group.
ADMINISTRATIVE POSITIONS: AO had 244
employees in the Administrative job category,
comprising 69.7% of its total work force. Hispanics
and Asians were under represented while Blacks,
American Indians, and women were at parity. Chart 2
shows the under represented groups in Administrative
positions. To achieve parity in this job category, AO
should add 4 Hispanics and 2 Asians.
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
13

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Further analysis by grade level shows that 57.8% or 141 employees of AO's Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 33.3% of the positions and
women held 69.5%. Among minorities, Blacks held 22.7% of the positions, Hispanics 5.7%,
Asians 3.6%, and American Indians 1.4%. There were no American Indian men in this grade group.

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

As of September 30,1999, 6 AO employees or 1.7% had targeted disabilities; therefore, this group
was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

AO had a net increase of 20.7% or 60 employees in its total work force (from 290 to 350). The
representation of minorities increased from 42.1% to 44.3% and the representation for women
increased from 66.6% to 67.1%. There was a net increase of 26 Blacks, 3 Hispanics, 1 Asian, 3
American Indians, and 42 women.

In Professional occupations, there was an increase of 16.7% or 8 employees (from 48 to 56).
Minority representation remained at 12.5%, while the representation for women decreased from
35.4% to 30.4%. There was a net increase of 1 Hispanic and 1 Asian and a net decrease of 1 Black.
Women remained the same at 17. There were no Black men, Hispanic women, Asian women,
American Indian men, or American Indian women in Professional occupations as of September 30,
1999.

In Administrative occupations, there was an increase of 29.9% or 57 employees (from 187 to 244).
Minority representation increased from 40.1% to 45.5% and the representation for women increased
from 69.0% to 71.3%. There was a net increase of 32 Blacks, 2 Hispanics, 2 American Indians, and
45 women, while Asians remained the same at 5. There were no American Indian men in
Administrative occupations as of September 30,1999.

At the GS/GM-13 level, there was an increase of 28.9% or 11 employees (from 38 to 49). Minority
representation increased from 34.2% to 42.9% and the representation for women increased from
76.3% to 79.6%. There was a net increase of 5 Blacks, 2 Asians, 1 American Indian, and 10
women, while Hispanics remained the same at 3. There were no American Indian men at this level
as of September 30,1999.

At the GS/GM-14 level, there was an increase of 19.0% or 11 employees (from 58 to 69). The
percentage of minorities decreased from 27.6% to 24.6% and the percentage for women decreased
from 67.2% to 60.9%. There was a net increase of 1 Hispanic, 1 Asian, 1 American Indian, and 3

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women, while Blacks had a net decrease of 2. There were no American Indian men at this level as
of September 30, 1999.

At the GS/GM-15 level, there was an increase of 69.4% or 25 employees (from 36 to 61). The
percentage of minorities increased from 19.4% to 24.6% and the percentage for women increased
from 33.3% to 47.5%. There was a net increase of 6 Blacks, 2 Hispanics, and 17 women, while
Asians remained the same at 1. There were no Asian women, American Indian men, or American
Indian women at this level as of September 30,1999.

The SES members increased by 11.8% or 2 employees (from 17 to 19). The representation of
minorities increased from 17.6% to 26.3% and the representation for women increased from 29.4%
to 42.1%. There was a net gain of 1 Black, 1 Hispanic, and 3 women. Hispanic women, Asian
men, Asian women, American Indian men, and American Indian women were absent at the SES
level as of September 30, 1999.

There was a decrease of 10.9% or 5 employee (from 46 to 41) in supervisory and managerial
positions. Minority representation increased from 30.4% to 31.7%, while the representation for
women increased from 50.0% to 53.7%. There was a net increase of 1 Hispanic, while Blacks,
Asians, and women each had a net decrease of 1. There were no Asian men, Asian women,
American Indian men, or American Indian women in these positions as of September 30,1999.

Employees with targeted disabilities remained at 6 employees. Their representation in the total
work force decreased from 2.1% to 1.7%.

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  Force Status
         "
September

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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
of under representation among protected groups. For this analysis, the protected groups are
Blacks, Hispanics, Asians, American Indians, women, and Per sons with Targeted Disabilities. The
analysis concentrates on the Professional and Administrative occupations because they represent
the vast majority (89.1%) 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.

r^~i , 1-8 , 0.51

1.1
Black
Hispanic Amer. Indian Pens. w/Disab
Asian Women
Of OARM's total work force 62.1% percent or 608 employees were at grades GS/GM 13-15.
Minorities held 36.3% of the positions in this grade group, while women held 52.3%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 29.0%, Hispanics 4.9%, Asians
2.1%, and American Indians 0.33%.

There were 268 employees at the GS/GM-13 level. Minorities comprised 44.0% and women
comprised 61.9%. Among minorities, Blacks held 35.8% of the positions, Hispanics 5.6%, Asians
2.2%, and American Indians 0.37%. There were no American Indian men at this level. Minorities,
were 31.9% of the 213 employees at the GS/GM-14 level and women were 47.0%. Among
minorities, Blacks held 25.8% of the positions, Hispanics 3.3%, Asians 2.4%, and American Indians
0.47%. There were no American Indian women at this level. Minorities represented 27.6% of the
127 employees at the GS/GM-15 level, while women comprised 40.9%. Among minorities, Blacks
held 19.7% of the positions, Hispanics 6.3%, and Asians 1.6%. There were no American Indian

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men or American Indian women at this level.

Of the 23 SES positions in OARM, 13.0% were held by minorities and 26.1% by women. Among
the minorities, Blacks held 4.4% of the positions and Hispanics held 8.7%. There were no Black
women, Hispanic women, Asian men, Asian women, American Indian men, or American Indian
women in SES positions.

Of the 137 supervisory and managerial positions in OARM, 19.7% were held by minorities and
40.2% by women. Among the minorities, 14.6% of the positions were occupied by Blacks, 4.4% by
Hispanics, and 0.73% by Asians. There were no Asian men, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OARM had 271 employees in the Professional job category,
comprising 27.7% of its work force. This analysis includes the most populous (series with 25 or
more employees) Professional occupations in OARM. Table 1 shows the protected groups in
Contract & Procurement series 1102. Under representation in this job series can be eliminated with
the addition of 3 Asians.
Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Contr. & Proc.
Series
1102
Total 204

Percent CLF
# On Board
# Parity*
# Difference
BLACK
5.1
69
11
+58
HISPANIC
4.2
9
9
0
ASIAN
2.1
2
5
-3
AMERICAN
INDIAN
0.4
1
1
0
WOMEN
45.9
129
94
+35
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 66.4 % or 180 employees of OARM's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 30.6% of the positions
and women held 48.9%. Among minorities, Blacks held 23.3% of the positions, Hispanics 5.0%,
and Asians 2.2%. There were no American Indian men or American Indian women in this grade
group.
ADMINISTRATIVE POSITIONS: OARM had
601 employees in the Administrative job category,
comprising 61.4% of its total work force. Hispanics,
and Asians were under represented while Blacks,
American Indians and women were at parity. Chart 2
shows the under represented groups in Administrative
positions. To achieve parity for these protected
groups in this job category, OARM should add 6
35
30
25
20
15
10
5
0
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
32
Onboard

-------
Hispanics and 5 Asians.

Further analysis by grade level shows that 71.2% or 428 employees of OARM's Administrative
work force were at grades GS/GM 13-15. Of this grade group, minorities held 38.8% of the
positions and women held 53.7%. Among minorities, Blacks held 31.3% of the positions,
Hispanics 4.9%, Asians 2.1%, and American Indians 0.47%.

As of September 30, 1999, 11 OARM employees or 1.1% had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

OARM had a net decrease of 0.41% or 4 employees in its total work force (from 983 to 979). The
representation of minorities increased from 41.7% to 44.7% and the representation for women
increased from 57.6% to 59.1%. There was a net increase of 10 Blacks, 11 Hispanics, 4 Asians, 3
American Indians, and 13 women.

In Professional occupations, there was a decrease of 5.9% or 17 employees (from 288 to 271).
Minority representation increased from 37.5% to 39.1% and the representation for women decreased
from 55.6% to 55.4%. There was a net increase of 3 Hispanics and 2 Asians, while Blacks had a net
decrease of 7 and women had a net decrease of 10. American Indians remained the same at 1.

In Administrative occupations, there was an increase of 5.3% or 30 employees (from 571 to 601).
Minority representation increased from 38.4% to 43.4% and the representation for women increased
from 54.3% to 57.7%. There was a net increase of 27 Blacks, 9 Hispanics, 2 Asians, 4 American
Indians, and 37 women.

At the GS/GM-13 level, there was an increase of 5.5% or 14 employees (from 254 to 268).
Minority representation increased from 41.3% to 44.0% and the representation for women increased
from 60.2% to 61.9%. There was a net increase of 11 Blacks, 2 Hispanics, 1 American Indian and
13 women, while Asians had a net decrease of 1. There were no American Indian men at this level
as of September 30, 1999.

At the GS/GM-14 level, the number of employees increased by 0.93% or 2 employees (from 215 to
213). The percentage of minorities increased from 27.9% to 31.9%, while the percentage for
' women decreased from 47.9% to 47.0%. There was a net increase of 2 Blacks, 3 Hispanics, and 2
Asians, and 1 American Indian, while women had a net decrease of 3. There were no American

-------
Indian women at this level as of September 30, 1999.

At the GS/GM-15 level, there was an increase of 8.5% or 10 employees (from 117 to 110). The
percentage of minorities increased from 21.4% to 27.6% and the percentage for women increased
from 31.6% to 40.9%. There was a net increase of 5 Blacks, 4 Hispanics, 1 Asian, and 15 women.
There were no American Indian men or American Indian women at this level as of September 30,
1999.

The SES members increased by 9.5% or 2 employees (from 21 to 23).  The representation of
minorities increased from 4.8% to 13.0% and the representation for women increased from 19.1% to
26.1%. There was a net gain of 1 Black,  1 Hispanic, and 2 women. Black women, Hispanic
women, Asian men, Asian women, American Indian men, and American Indian women were absent
at the SES level as of September 30, 1999.

There was a decrease of 21.3% or 37 employees (from 174 to 137) in supervisory and managerial
positions. Minority representation decreased from 22.4% to 19.7%, while the representation for
women increased from 39.1% to 40.2%.  Hispanics had a net increase of 1 while Blacks and women
each had a net decrease of 13. Asians remained the same at 1.  There were no Asian men, American
Indian men, or American Indian women in these positions as of September 30,  1999.

Employees with targeted disabilities decreased by 31.3% or 5 employees (from 16 to 11). Their
representation in the total work force decreased from 1.6% to 1.1%.

-------
September

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF AIR AND RADIATION
This summary presents a work force profile for the Office of Air and Radiation (OAR) 's permanent
full-time and part-time employees, and addresses the existence of under representation among
protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians, American
Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on the
Professional and Administrative occupations because they represent the vast majority (88.6%) of
OAR's workforce. In the analysis, the percentages are rounded to one decimal place except when
the percentage is less than I percent.

r27_^ rM-, 0.63
45.2

Hispanic Amer. Indian Pets. w/Disab
Black Asian Women
Of OAR's total work force, 67.6% or 854
employees were at grades GS/GM 13-15.
Minorities held 14.3% of the positions in this grade group, while women held 38.1%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 11.6%, Hispanics 2.9%, Asians
3.2%, and American Indians 0.23%.

There were 569 employees at the GS/GM-13 level; minorities comprised 17.9% and women 40.3%.
Among minorities, Blacks held 10.2% of the positions, Hispanics 3.0%, Asians 4.4%, and American
Indians 0.35%. Minorities were 11.2% of the 125 employees at the GS/GM-14 level and women
35.2%. Among minorities, Blacks held 5.6% of the positions, Hispanics 4.0%, and Asians 1.6%.
There were no American Indians at this level. Minorities represented 3.8% of the 160 employees at
the GS/GM-15 level, while women comprised 32.5%. Among minorities, Blacks held 1.9% of the
positions and Hispanics held 1.9%. There were no Hispanic men, and no Asians or American
Indians represented at this level.

-------
Of the 14 SES positions in OAR, 34.1% were held by women. Minorities held 7.1% of the
positions with 1 Black male at the SES level. There are no Black women, Hispanics, Asians, or
American Indians represented at this level.

Of the 129 supervisory and managerial positions in OAR, 3.9% were held by minorities and 34.1%
by women. Among the minorities, 2.3% of the positions were occupied by Blacks and 1.6% by
Hispanics. There were no Hispanic men, Asian men, Asian women, American .Indian men, or
American Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OAR had 582 employees in the Professional job category,
comprising 46.0% 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, and General Physical Scientist
series 1301.  Under representation can be eliminated with the addition of 1 Hispanic, 6 Asian and 1
American Indian Environmental Engineers, and 5 Asian and 1 American Indian Mechanical
Engineers, and 2 Hispanic Physical Scientists.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Envir. Engr.
Series
819
Total 202
Mech. Engr.
Series
830
Total 83
Phy. Sci.
Series
1301
Total 122

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
16
7
+9
2.7
3
3
0
4.6
10
6
+4
HISPANIC
3.0
6
7
-1
2.4
2
2
0
1.9
1
3
-2
ASIAN
7.5
10
16
-6
5.9
0
5
-5
3.3
6
5
+1
AMERICAN
INDIAN
0.3
0
1
-1
0.2
0
1
-1
0.4
2
1
+1
WOMEN
9.8
49
20
+29
5.3
8
5
+3
29.0
48
36
+12
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 80.4% or 468 employees of OAR's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 11.3% of the positions and
women held 25,2%.  Among minorities, Blacks held 4.7% of the positions, Hispanics 2.1%, Asians
4.1%, and American Indians 0.43%.

-------
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
30
r 2
25[-
20L
15r
4
5
n
-

Amer. Indian
Hispanics
G Parity
Onboard
ADMINISTRATIVE POSITIONS - OAR had 538
employees in the Administrative job category,
comprising 42.5% of its total work force. Hispanics
and American Indians were under represented, while
Blacks, Asians, and women were at parity. Chart 2
shows the under represented groups in Administrative
positions. To achieve parity in this job category,
OAR should add 6 Hispanics and 2 American Indian.

Further analysis by grade level shows that 68.4% or
386 employees of OAR's administrative work force
were at grades GS/GM 13-15. Of this grade group,
minorities held 17.9% of the positions and women
held 53.6%. Among minorities, Blacks held 11.9% of
the positions, Hispanics 3.9%, and Asians 2.1%. There were no American Indians in this grade
group.
STATUS OF PERSONS WITH DISABILITIES: In its Management Directive 713, the Equal
Employment Opportunity Commission (EEOC) recommends that Federal agencies use 5.95% as a
benchmark to determine under representation for persons with targeted disabilities. Targeted
disabilities are deafness, vision impairments, missing extremities, partial and complete paralysis,
convulsive disorder, mental retardation and illness, and distortion of limbs and/or spine (identified
from OPM Standard Form 256, Self-Identification of Handicap).

As of Sept 30, 1999, 10 OAR employees or 0.79% had targeted disabilities, therefore, this group
was under represented.

CHANGE FROM SEPTEMBER 30,1997, SEPTEMBER 30,1999: The reference period of
September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

OAR had a net increase of 0.16% or 2 employees in its total work force (from 1,262 to 1,264). The
representation of minorities increased from 18.2% to 19.3% and the representation for women
increased from 45.0% to 45.2%. There was a net increase of 3 Blacks, 4 Hispanics, 6 Asians, 1
American Indian, and 3 women.

In Professional occupations, there was a net decrease of 0.50% or 3 employees (from 585 to 582).
Minority representation increased from 12.8% to 13.9%, and the representation for women
remained the same at 27.2%. There was a net increase of 4 Blacks and 3 American Indians, while
Asians remained the same at 26. Hispanics and women had a net decrease of 1 each.

In Administrative occupations, there was an increase of 6.3% or 32 employees (from 506 to 538).
Minority representation increased from 19.6% to 21.0% and the representation for women increased
from 56.7% to 58.2%. There was a net increase of 4 Blacks, 7 Hispanics, 5 Asians, and 26 women,
while American Indians had a net decrease of 2.

-------
At the GS/GM-13 level, there was an increase of 12.9% or 65 employees (from 504 to 569).
Minority representation increased from 17.7% to 17.9% and the representation for women decreased
from 40.5% to 40.3%. There was a net increase of 10 Blacks, 1 Hispanic, 1 Asian, 1 American
Indian, and 25 women.

At the GS/GM-14 level, there was a net increase of 3.3% or 4 employees (from 121 to 125). The
percentage of minorities increased from 5.8% tol 1.2% and the percentage for women decreased
from 36.4% to 35.2%. There was a net increase of 3 Blacks, 3 Hispanics, and 2 Asians, while
American Indians had a net decrease of 1. Women remained the same at 44. There were no
American Indian men or women at this level as of September 30,1999.

At the GS/GM-15 level, there was an increase of 1.3% or 2 employees (from 158 to 160). The
percentage of minorities decreased from 5.1% to 3.8% while the percentage for women increased
from 31.0% to 32.5%. There was a net increase of 1 Hispanic and 3 women, while Blacks had a net
decrease of 3. There were no Hispanic men, Asians or American Indians at this level as of
September 30, 1999.

The SES level experienced a decrease of 12.5% or 2 employees (from 16 to 14). Minorities had an
increase from no representation to 7.1% with the addition of 1 Black employee. The representation
of women decreased from 31.3% to 28.6% with a net decrease of 1. There were no Hispanics,
Asians or American Indians represented at this level as of September 30,1999.

There was a decrease of 3.7% or 5 employees in supervisory and managerial positions (from 129 to
134). Minority representation decreased from 5.2% to 3.9%, while the representation for women
increased from 32.1% to 34.1%. There was a net decrease of 2 Blacks. The number of Hispanics in
these positions remained the same at 2. There were no Hispanic men, Asians or American Indians
in these positions as of September 30,1999.

Employees with targeted disabilities increased by 11.1% or 1 employee (from 9 to 10). Their
representation of the total work force increased from 0.71% to 0.79%.

-------
September
     -jgjt tiHt
        *•

-------
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 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 (91.6%) of OECA's workforce. In the analysis, the percentages are
rounded to one decimal place except when the percentage is less than I percent.

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

Of OECA's total work force, 74.4% or 705
employees were at grades GS/GM 13-15.
Minorities held 21.3% of the positions in this
grade group while women held 44.3%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 12.6%, Hispanics 4.7%, Asians 3.6%, and American Indians 0.43%.

Minorities held 30.8% of the GS/GM 13 level positions, while women held 46.7%. Minorities
were represented in this grade level as follows: Blacks 19%, Hispanics 6.9%, Asians 4.1%, and
American Indians 0.82%. Minorities held 13.2% of the GS/GM 14 level positions, while women
held 47.2%. Minorities were represented as follows: Blacks 7.6%, Hispanics 2.5%, and Asians
3.2%. There were no American Indians at this grade level. Minorities held 9.3% of the GS/GM
15 level positions, while women held 36.8%. Minorities were represented as follows: Blacks
4.4%, Hispanics 2.2%, and Asians 2.8%. There were no American Indians at this grade level.
Amer. Indian . Pers. w/Disat
Asian Women
Of the 20 SES positions in OECA, 10% were held by minorities and 20% by women. Among

-------
minorities, Blacks made up 10% of the positions.  There were no Hispanics, Asians, or American
Indians in the SES.
Of the 127 supervisory and managerial positions in OECA, 13.4% were held by minorities and
33.9% by women.  Blacks held 7.9%, Hispanics 3.9%, and Asians 1.6%.  There were no Asian
men or American Indians in supervisory and managerial positions.
                                                                    •
PROFESSIONAL POSITIONS: OECA had 318 employees in the Professional job category,
comprising 33.5% of its work force.  This analysis includes the most populous (series with 25 or
more employees) Professional occupations in OECA. Table 1 shows the protected groups in
Environmental Engineer series 819, Attorney series 905, Physical Scientist series 1301, and
Chemist series 1320. Under representation in these series can be eliminated with the addition of
1 American Indian Environmental Engineer, 1 Asian Attorney, 1  Hispanic and 1 American
Indian Physical Scientists, and 2 Black, 2 Hispanic, 1 Asian, and 1 American Indian Chemists.

There were no American Indians in the Environmental Engineer, Physical Scientist, or Chemist
series, no American Indian men in the Attorney series, and no Hispanics in the Physical Scientist
series.

Table 1.  Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Environmental
Engineer
Series 8 19
Total: 44
Attorney
Series 905
Total: 168
Physical
Scientist
Series 1301
Total: 36
Chemist
Series 1320
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
BLACK
3.4%
6
2
+4
3.4%
8
6
+2
4.6%
3
2
+ 1
6.1%
1
3
-2
HISPANIC
3.0%
3
2
+ 1
2.5%
8
5
+3
1.9%
0
1
-1
3.2%
0
2
-2
ASIAN
7.5%
4
4
0
1.4%
2
3
-1
3.3%
3
2
+1
9.8%
3
4
-1
AMERICAN
INDIAN
0.3%
0
1
-1
0.2%
1
1
0
0.4%
0
1
-1
0.2%
0
1
-1
WOMEN
9.8%
18
5
+13
24.5%
85
42
+43
29%
12
11
+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 90.6% or 288 of OECA's Professional employees were at
grades GS/GM 13-15. In this grade grouping, minorities held 16.3% of the positions and women
held 43.4%. Blacks held 5.9%, Hispanics 4.5%, Asians 5.6%, and American Indians 0.35%.
There were no American Indian men in this grade group.
ADMINISTRATIVE POSITIONS:
OECA had 550 employees in the
Administrative job category, comprising
58% of its total work force. Hispanics,
Asians, and women were under represented
while Blacks and American Indians were at
parity. Chart 2 shows the under represented
groups in Administrative positions. To
achieve parity, OECA should add 4
Hispanics, 2 Asians, and 15 women.
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
300
250

200-
150-
275
260
100-
50-
Hlspanlc
Women
D
On Board
Further analysis by grade level shows that
75.8% or 417 employees of OECA's
Administrative work force were at grades GS/GM 13-15. Minorities held 24.7% of the positions
and women held 44.8%. Among the minorities, Blacks held 17.3% of the positions, Hispanics
4.8%, Asians 2.2%, and American Indians 0.48%.

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

As of September 30, 1999, 5 OECA employees, or 0.53%, had targeted disabilities; therefore,
this group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference
period of September 30, 1997, to September 30, 1999, is used for the change analysis because it
reflects the time period for the Diversity Action Plan Initiative.

OECA had a net increase of 0.53%, or 5 employees, in its total work force (from 943 to 948).
The representation of minorities increased from 25.5% to 26.3% and the representation of
women increased from 48.7% to 49.9%. There was a net increase of 4 Hispanics, 4 Asians, 1
American Indian, and 14 women, while Blacks remained the same at 170.

In Professional occupations, there was an increase of 5.3%, or 16 employees (from 302 to 318).
Minority representation decreased from 16.2% to 16.0% while the representation of women
increased from 41.7% to 43.4%. There was a net increase of 1 Black, 1 Hispanic, and 12
women, while Asians and American Indians remained the same at 18 and 1, respectively.

-------
In Administrative occupations, there was an increase of 0.36%, or 2, employees (from 548 to
550).  Minority representation increased from 23.9% to 25.6% while the representation of
women increased from 45.1% to 47.3%. There was a net increase of 4 Blacks, 1 Hispanic, 4
Asians, 1 American Indian, and 13 women.

At the GS/GM 13 level, there was an increase of 20.1% or 61 employees (from 303 to 364).
Minority representation increased from 22.8% to 30.8% while the representation of women
increased from 43.2% to 46.7%. There was a net increase of 24 Blacks, 14 Hispanics, 2 Asians,
3 American Indians, and 39 women.

At the GS/GM 14 level, there was a decrease of 12.2% or 22 employees (from 181 to 159).
Minority representation increased from 10.0% to 13.2% while the representation of women
increased from 45.3% to 47.2%. There was a net increase of 3 Asians, while Blacks, Hispanics,
and American Indians remained the same at 12,4, and 0, respectively, and women decreased by
7. There were no American Indians at this level as of September 30, 1999.

At the GS/GM 15 level, there was an increase of 22.1% or 33 employees (from 149 to 182).
Minority representation decreased 10.1% to 9.3% while the representation of women increased
from 32.9% to 36.8%. There was a net increase of 1 Black,  1 Hispanic, and 18 women while
Asians and American Indians remained the same at 5 and 0, respectively.  There were no
American Indians at this level as of September 30,1999.

The SES members increased by 5.3% or 1 employee (from 19 to 20). The representation of
minorities increased from 5.3% to 10% while the representation of women decreased from 26.3%
to 20%. There was a net increase of 1 Black and a net decrease of 1 woman. There were no
Hispanics, Asians, or American Indians in the SES level as of September 30, 1999.

There was an increase of 12.4% or 14 employees (from 113 to 127) in supervisory and
managerial positions.  Minority representation increased from 10.6% to 13.4% while the
representation of women increased from 33.6% to 33.8%. There was a net increase of 3 Blacks,
2 Hispanics, and 5 women, while Asians and American Indians remained the same at 2 and 0,
respectively. There were no Asian men or  American Indians in these positions as of September
30, 1999.

Employees with targeted disabilities had a net increase of 1, going from 4 to 5. Their
representation in the total work force decreased from 0.42% to 0.53%.

-------
  Eorce Status
September

-------
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 (83.5%)
of OCFO's workforce. In the analysis, the percentages are rounded to one decimal place except
when the percentage is less than 1 percent.

60
50
40
30
20
10
n

62.2

37.5

2.7 ; 3.6 0

1.8
Hispanic Amer. Indian Pers. w/Disab
Black Asian Women
Of OCFO's total work force, 57.4% or 191 employees were at grades GS/GM 13-15. Minorities
held 33% of the positions in this grade group, while women held 53.4%. Minorities were
represented at the GS/GM 13-15 level as follows: Blacks 24.1%, Hispanics 3.7%, and Asians 5.2%.
There were no American Indians in this grade group.

There were 82 employees at the GS/GM-13 level. Minorities comprised 46.3% while women
comprised 68.3%. Among minorities, Blacks held 34.2% of the positions, Hispanics 2.4%, and
Asians 9.8%. There were no American Indians at this grade level. Minorities were 31.3% of the 64
employees at the GS/GM-14 level while women were 51.6%. Among minorities, Blacks held
23.4% of the positions, Hispanics 6.3%, and Asians 1.6%. There were no American Indians at this
grade level. Minorities represented 11.1% of the 45 employees at the GS/GM-15 level, while
women comprised 28.9%. Among minorities, Blacks held 6.7% of the positions, Hispanics 2.2%,

-------
and Asians 2.2%. There were no American Indians at this level.
Of the 8 SES positions in OCFO, 12.5% were held by Blacks and 25% by women. There were no
Black women, Hispanics, Asians, or American Indians in SES positions.

Of the 63 supervisory and managerial positions in OCFO, 22.2% were held by minorities and 38.1%
by women. Among the minorities, 17.5% of the positions were occupied byBlacks, 3.2% by
Hispanics, and 1.6% by Asians. There were no American Indians in supervisory and managerial
positions.

PROFESSIONAL POSITIONS: OCFO had 102 employees in the Professional job category,
comprising 30.6% of its work force. This analysis includes the only populous (series with 25 or
more employees) Professional occupation in OCFO, Accountant series 510. Table 1 shows the
protected groups in that series. Under representation in this series can be eliminated with the
addition of 3 Hispanics, 1 Asian, and 1 American Indian.

Table 1. Most Populous Professional Occupation by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Accountant
Series 05 10
Total 93

Percent CLF
# On Board
# Parity*
# Difference
BLACK
6.7
32
7
+25
HISPANIC
4.2
1
4 '
-3
ASIAN
5.4
5
6
-1
AMERICAN
INDIAN
0.3
0
1
-1
WOMEN
52.7
52
50
+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 79.4% or 81 employees of OCFO's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 39.6% of the positions and
women held 53.1%. Among minorities, Blacks held 30.9% of the positions, Hispanics 2.5%, and
Asians 6.2%. There were no American Indians in this grade group.
ADMINISTRATIVE POSITIONS: OCFO had
176 employees in the Administrative job
category, comprising 52.9% of its total work
force. Hispanics and American Indians were
under represented while Blacks, Asians, and
women were at parity. Chart 2 shows the under
represented groups in Administrative positions.
To achieve parity, OCFO should add 4 Hispanics
and 1 American Indian.

Further analysis by grade level shows that 62.5%
or 110 employees of OCFO's Administrative
CHART 2. ADMINISTRATIVE
Onboard

-------
work force were at grades GS/GM 13-15. Of this grade group, minorities held 28.2% of the
positions and women held 53.6%. Among minorities, Blacks held 19.1% of the positions,
Hispanics 4.6%, and Asians 4.6%. There were no American Indians in this grade group.

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

As of September 30,1999, 6 OCFO employees, or 1.8%, had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

OCFO had a net increase of 6.1% or 19 employees in its total work force (from 314 to 333). The
representation of minorities decreased from 44.9% to 43.8% and the representation of women
decreased from 64.0% to 62.2%. There was a net increase of 4 Blacks, 1 Hispanic, and 6 women,
while Asians and American Indians remained the same at 12 and 0, respectively. American Indians
were absent both years.

In Professional occupations, there was an increase of 4.1% or 4 employees (from 98 to 102).
Minority representation increased from 35.7% to 39.2%, and the representation for women
decreased from 54.1% to 53.9%. There was a net increase of 4 Blacks, 1 Hispanic, and 2 women,
while Asians and American Indians remained the same at 5 and 0, respectively.

In Administrative occupations, there was an increase of 15% or 23 employees (from 153 to 176).
Minority representation decreased from 38.6% to 37.5%, while the representation for women
decreased from 60.8% to 59.1%. There was a net increase of 7 Blacks and 11 women, while
Hispanics, Asians, and American Indians remained the same at 6,5, and 0, respectively.

At the GS/GM-13 level, there was an increase of 5.1% or 4 employees (from 78 to 82). Minority
representation increased from 42.3% to 46.3% and the representation of women increased from
66.7% to 68.3%. There was a net increase of 6 Blacks, 1 Asian, and 4 women, while Hispanics had
a net decrease of 3 and American Indians remained at 0.

At the GS/GM-14 level, there was an increase of 36.2% or 17 employees (from 47 to 64). The
percentage of minorities increased from 21.3% to 31.3%, while the percentage for women increased
from 38.3% to 51.6%. There was a net increase of 6 Blacks, 4 Hispanics, and 15 women, while
Asians and American Indians remained the same at 1 and 0, respectively.

. At the GS/GM-15 level there was an increase of 50.0% or 15 employees (from 30 to 45). The
percentage of minorities decreased from 16.7% to 11.1% and the percentage of women decreased

-------
from 36.7% to 28.9%. There was a net increase of 2 women, while Blacks, Hispanics, Asians, and
American Indians remained the same at 3, 1, 1, and 0, respectively.

The SES members increased by 100.0% or 4 employees (from 4 to 8). The representation of
women decreased from 50% to 25%. The representation of Blacks increased from 0 to 1 or 12.5%.
There were no other minorities at the SES level as of September 30,1999.

Supervisory and managerial employees increased by 18 or 40% (from 45 to 63).  Minority
representation decreased from 33.3% to 22.2% and the representation of women decreased from
51.1% to 38.1%. There was a net increase of 1 Hispanic and 1 woman and a net decrease of 2
Blacks, while Asians and American Indians remained the same at 1 and 0, respectively.

Employees with targeted disabilities had a net increase of 3 (from 3 to 6). Their representation in
the total work force increased from 0.96% to 1.8%.

-------
Work Force Status
    September

-------
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 (91.2%) of
OGC's workforce. In the analysis, the percentages are rounded to one decimal place except when
the percentage is less than 1 percent.

20
10
Q
r

-
21.1

5.7
,_!§_, rn o.s2

Hspanfc Amer. Indian
Back
Asian
Of OGC's total work force, 72.7% percent or 141 employees were at grades GS/GM 13-15.
Minorities held 17.0% of the positions in this grade group, while women held 40.4%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 7.8%, Hispanics 2.1%, and Asians
7.1%. There were no American Indians in this grade group.

There were 18 employees at the GS/GM-13 level. Minorities comprised 22.2% and women
comprised 55.6%. Among minorities, Blacks held 16.7% of the positions and Hispanics 5.6%.
There were no Hispanic men, Asian men, Asian women, American Indian men, or American Indian
women at this level. Minorities were 30.3% of the 33 employees at the GS/GM-14 level and
women were 42.4%. Among minorities, Blacks held 15.2% of the positions, and Asians 15.2%.
There were no Hispanics or American Indians at this level. Minorities represented 11.1% of the 90
employees at the GS/GM-15 level, while women comprised 36.7%. Among minorities, Blacks held
3.3% of the positions, Hispanics 2.2%, and Asians 5.6%. There were no Black men, American
Indian men, or American Indian women at this level.

-------
Of the 8 SES employees, there were no minorities, and women comprised 37.5% of the positions at
this level.

Of the 13 supervisory and managerial positions in OGC, 7.7% were held by minorities and 38.5%
by women. Among the minorities, 7.7% of the positions were held by Asians. There were no
Blacks, Hispanics, Asian men, or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OGC had 157 employees in the Professional job category,
comprising 80.9% 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 under representation can be eliminated with the
addition of 1 Hispanic Attorney. Further analysis shows that there were no American Indian
women in the Attorney series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Attorney
Series
905
Total 155

Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
12
6
+6
HISPANIC
2.5
3
4
-1
ASIAN
1.4
11
3
+8
AMERICAN
INDIAN
0.2
1
1
0
WOMEN
24.5
63
38
+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.

An analysis by grade level shows that 84.7 % or 133 employees of OGC's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 15.0% of the positions and
women held 39.9%. Among minorities, Blacks held 5.3% of the positions, Hispanics 2.3%, and
Asians 7.5%. There were no American Indians in this grade group.
ADMINISTRATIVE POSITIONS - OGC had
20 employees in the Administrative job category,
comprising 10.3% of its total work force.
Hispanics, Asians, and American Indians were
under represented while Blacks and women were
at parity. There were no Hispanics, Asians or
American Indians in this occupational category.
Chart 2 shows the under represented groups in
Administrative positions. To achieve parity for
these protected groups in this job category, OGC
should add 2 Hispanics, 1 Asian, and 1 American Indian.
CHART 2. ADMINISTRATIVE
Under RqmuiM ftohefrd Gm*t
-

0
t

0
1

to
0

[]
atari

-------
Further analysis by grade level shows that 40.0% or 8 employees of OGC's Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 50.0% of the positions and
women held 50.0%. Blacks were the only minorities represented in this grade group.

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

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

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

OGC had a net increase of 5.4% or 10 employees in its total work force (from 184 to 194). The
representation of minorities increased from 26.6% to 28.9% and the representation for women
increased from 48.9% to 49.0%. There was a net increase of 7 Blacks, 2 Asians, 1 American Indian,
and 5 women, while the number of Hispanics decreased by 3. There were no American Indian
women in the OGC work force as of September 30, 1999.

In Professional occupations, there was an increase of 6.8% or 10 employees (from 147 to 157).
Minority representation increased from 14.3% to 17.2%, and the representation for women
increased from 39.5% to 40.8%. There was a net increase of 5 Blacks, 2 Asians, 1 American Indian,
and 6 women, and a net decrease of 2 Hispanics. There were no American Indian women in
Professional occupations as of September 30,1999.

In Administrative occupations, there was an increase of 17.7% or 3 employees (from 17 to 20).
Minority representation increased from 64.7% to 75.0% and the representation for women increased
from 70.6% to 75.0%. There was a net increase of 5 Blacks and 3 women, and a net decrease of 1
Hispanic. Asians and American Indians remained the same at 0.0%. There were no Hispanics,
Asians, or American Indians in Administrative occupations as of September 30, 1999.

At the GS/GM-13 level, there was an increase of 157.1% or 11 employees (from 7 to 18). Minority
representation decreased from 42.9% to 22.2% and the representation for women decreased from
57.1% to 55.6%. There was a net increase of 2 Blacks and 6 women, and a net decrease of 1 Asian.
The number of Hispanics and American Indians remained the same at 1 and 0, respectively. There
were no Hispanic men, Asians, or American Indians at this level as of September 30, 1999.

At the GS/GM-14 level, there was an increase of 10.0% or 3 employees (from 30 to 33). The
percentage of minorities increased from 26.7% to 30.3% and the percentage for women increased
from 40.0% to 42.4%. There was a net increase of 3 Asians and 2 women, and a net decrease of 1
Hispanic, while the number of Blacks and American Indians remained the same at 5 and 0,

-------
respectively. There were no Hispanics or American Indians at this level as of September 30, 1999.

At the GS/GM-15 level, there was an increase of 5.9% or 5 employees (from 85 to 90). The
percentage of minorities increased from 8.2% to 11.1% and the percentage for women increased
from 36.5% to 36.7%. There was a net increase of 2 Blacks, 1 Asian, and 2 women, while the
number of Hispanics and American Indians remained at 2 and 0, respectively. There were no Black
men, or American Indians at this level as of September 30,1999.

At the SES level, there was a decrease of 20.0% or 2 employees (from 10 to 8). The percentage of
minorities decreased from 10.0% to 0.0%, while the percentage of women increased from 30.0% to
37.5%. The number of women remained the same at 3, while the number of Blacks decreased by 1.
There were no minorities at this level in OGC as of September 30,1999.

There was a decrease of 27.8% or 5 employees (from 18 to 13) in supervisory and managerial
positions. Minority representation  decreased from 16.7% to 7.7%, and the representation for
women increased from 33.3% to 38.5%.  There was a net decrease of 1 Black, 1 Hispanic, and 1
woman, while the number of Asians remained the same at 1. There were no Blacks, Hispanics,
Asian men, or American Indians in these positions as of September 30, 1999.

Persons with targeted disabilities remain absent from the OGC workforce.

-------
September

-------
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 (92.2%)
of OIG's workforce. In the analysis, the percentages are rounded to one decimal place except
when the percentage is less than 1 percent.

OVERVIEW: As of September 30, 1999,
there were 334 employees in OIG. Minorities
occupied 30.2% of OIG's positions while
women occupied 48.2%. Blacks held 24.9% of
the positions, Hispanics 1.5%, Asians 3.3%,
American Indians 0.60, and Persons with
Targeted Disabilities 1.8%. 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.
c
50
40
30
20
10
n
;HARTL WORK FORCE COM
Percent Protected Groups
:
-
24.9

4^ r^ 0.6
POSITION
48.2

1.8
Hispanic Amer. Indian Pers. w/Disab
Black Asian Women
Of OIG's total work force, 64.7% or 216 employees were at grades GS/GM 13-15. Minorities held
23.6% of the positions in this grade group, while women held 42.6%. Minorities were represented
at the GS/GM 13-15 level as follows: Blacks 18.1%, Hispanics 1.4%, Asians 3.2%, and American
Indians 0.93%.

There were 153 employees at the GS/GM-13 level. Minorities comprised 29.4% while women
comprised 50.3%. Among minorities, Blacks held 22.2% of the positions, Hispanics 1.3%, Asians
4.6%, and American Indians 1.3%. There were no American Indian women at this level. Minorities
were 9.8% of the 41 employees at the GS/GM-14 level, while women were 24.4%. Among
minorities, Blacks held 7.3% of the positions and Hispanics 2.4%. There were no Asians or
American Indians at this grade level. Minorities represented 9.1% of the 22 employees at the
• GS/GM-15 level, while women comprised 22.7%. Among minorities, Blacks held 9.1% of the
positions. There were no Hispanics, Asians, or American Indians at this level.

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

Of the 24 supervisory and managerial positions in OIG, 20.8% were held by minorities and 29.2%
by women. Among the minorities, 20.8% of the positions were occupied by'Blacks. There were no
Hispanics, Asians, or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OIG had 212 employees in the Professional job category,
comprising 63.5% of its work force. This analysis includes the only populous (series with 25 or
more employees) Professional occupation in OIG, Auditor series 511. Table 1 shows the protected
groups in that series. Under representation in this series can be eliminated with the addition of 5
Hispanics, 3 Asians, and 20 women.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Auditor
Series
0511
Total 203

Percent CLF
# On Board
# Parity*
# Difference
BLACK
6.7
42
14
+28
HISPANIC
4.2
4
9
-5
ASIAN
5.4
8
11
-3
AMERICAN
INDIAN
0.3
1
1
0
WOMEN
52.7
87
107
-20
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 74.1% or 157 employees of OIG's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 22.9% of the positions and
women held 40.8%. Among minorities, Blacks held 16.6% of the positions, Hispanics 1.9%,
Asians 3.8%, and American Indians 0.64%. There were no American Indian women in this grade
group.
ADMINISTRATIVE POSITIONS: OIG had 96
employees in the Administrative job category,
comprising 28.7% of its total work force. Hispanics
were under represented while Blacks, Asians,
American Indians, and women were at parity. Chart
2 shows the under represented group in
Administrative positions. To achieve parity, OIG
should add 4 Hispanics.

Further analysis by grade level shows that 61.5% or
. 59 employees of OIG's Administrative work force
were at grades GS/GM 13-15. Of this grade group,
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
Hispanic

D Parity Q Onboard

-------
minorities held 25.4% of the positions and women held 47.5%. Among minorities, Blacks held
22.0% of the positions, Asians 1.7%, and American Indians 1.7%. There were no Hispanics, Asian
men, or American Indian women in this grade group.

As of September 30,1999, 6 OIG employees, or 1.8%, had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

OIG had a net decrease of 5.7% or 20 employees in its total work force (from 354 to 334). The
representation of minorities increased from 27.7% to 30.2%, while the representation of women
increased from 48.0% to 48.2%. There was a net increase of 1 Black, 3 Asians, and 1 American
Indian, while Hispanics and women suffered net decreases of 2 and 9, respectively.

In Professional occupations, there was a decrease of 7.4% or 17 employees (from 229 to 212).
Minority representation increased from 24.5% to 25.9%, while the representation for women
decreased from 43.2% to 41.5%. There was a net increase of 1 Asian and 1 American Indian, while
Blacks remained the same at 42 and Hispanics and women decreased by 2 and 11, respectively.

In Administrative occupations, there was an increase of 1.1% or 1 employee (from 95 to 96).
Minority representation increased from 28.4% to 31.3% and the representation for women increased
from 44.2% to 50%. There was a net increase of 1 Black, 2 Asians, and 6 women, while Hispanics
and American Indians remained the same at 1 each.

At the GS/GM-13 level, there was an increase of 17.7% or 23 employees (from 130 to 153).
Minority representation increased from 21.5% to 29.4% and the representation of women increased
from 43.1% to 50.3%. There was a net increase of 13 Blacks, 3 Asians, 2 American Indians, and 21
women, while Hispanics had a net decrease of 1. There were no American Indian women at this
level as of September 30, 1999.

At the GS/GM-14 level, there was a decrease of 2.4% or 1 employee (from 42 to 41). The
percentage of minorities decreased from 14.3% to 9.8% and the percentage for women decreased
from 26.2% to 24.4%. There was a net decrease of 2 Blacks and 1 woman, while Hispanics
remained the same at 1. There were no Asians or American Indians at this level as of September 30,
1999.

At the GS/GM-15 level, there was a decrease of 12.0% or 3 employees (from 25 to 22). The

-------
percentage of minorities increased from 8.0% to 9.1% and the percentage of women increased from
16.0% to 22.7%.  There was a net increase of 1 Black and 1 woman, while there was a net decrease
of 1 American Indian. There were no Hispanics, Asians, or American Indians at this level as of
September 30, 1999.

The SES members increased by 14.3% or 1 employee (from 7 to 8). The representation of
minorities decreased from 422.9% to 37.5% and the representation of women decreased from 28.6%
to 25.0%. The net numbers for women and Blacks remained the same at 2 and 3, respectively.
There were no Black women, Hispanics, Asians, or American Indians at the SES level as of
September 30, 1999.

There was a decrease of 38.5% or 15 employees (from 39 to 24) in supervisory and managerial
positions. Minority representation increased from 12.8% to 20.8% while the representation of
women increased from 23.1% to 29.2%.  Blacks, Hispanics, and Asians remained the same at 5, 0,
and 0, respectively, while women and American Indians had a net decrease of 2  and 1, respectively.
There were no Hispanics, Asians, or American Indians in these positions as of September 30, 1999.

Employees with targeted disabilities had a net increase of 3, going from 3 to 6. Their representation
in the total work force increased from 0.85% to 1.8%.

-------
September

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

This summary presents a work force profile for the Office of International Activities (OIA)
permanent full-time and part-time employees, and addresses the existence of under
representation among protected groups. For this analysis, the protected groups are Blacks,
Hispanics, Asians, American Indians, women, and persons with disabilities. The analysis
concentrates on the Professional and Administrative occupations because they represent the vast
majority (90.9%) 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 and Reorganization Plan No. 1 of 1978.

Numerical goals are set when a workforce analysis shows the existence of under representation
of individual protected groups for each job category or major occupation. The Agency does not
set goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of September 30, 1999, there were
77 employees in the OIA. Minorities occupied 37.7%
of OIA's positions while women occupied 58.4%.
Among minorities, Blacks held 19.5% of OIA's
positions, Hispanics 11.7%, Asians 5.2%, and
American Indians 1.3%. There was no representation
of employees with Targeted Disabilities. Chart 1
shows the percent distribution of the protected groups
in OIA's total work force.
CHART 1. WORK FORCE COMPOSITION
Percent Protected Qroups
f
501
60
58.4
40 r
11.7
Htepante
Amer. Indlin Pen. W/Olub
Auan Women
Of OIA's total work force, 67.5% percent or 52 employees were at grades GS/GM 13-15.
Minorities held 30.8% of the positions in this grade group while women held 46.2%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks held 13.5% of the positions,
Hispanics 15.4%, Asians 1.9%. There were no American Indians in this grade group.

There were 9 employees at the GS/GM-13 level. Minorities comprised 44.5% and women
comprised 77.8%. Among minorities, Blacks held 33.3% of these positions and Hispanics held
11.1%. No other minorities were represented at this level. Minorities were 29.6% of 27
employees at the GS/GM-14 level and women were 48.2%. Among minorities, Blacks held
7.4% of the positions, Hispanics 18.5%, and Asians 3.7%. There were no American Indians at
this level. Minorities represented 25.0% of the 16 employees at the GS/GM-15 level, while
women comprised 25.0%. Among minorities, Blacks held 12.5% and Hispanics held 12.5% of
the positions. There were no Hispanic women, Asians or American Indians at this level.

-------
Of the 4 SES positions in OIA, 25.0% were held by minorities and 25.0% by women. Among
minorities, Asian women held 25.0% of these positions. Blacks, Hispanics, American Indians,
and Asian men were absent at this level.

Of the 8 supervisory and managerial positions in OIA, 25.0% were held by minorities and 25.0%
by women. Among the minorities, 12.5% of the positions were held by Asians and 12.5% were
held by Hispanics. There was no representation of Blacks or American Indians in these positions.

PROFESSIONAL POSITIONS: Because of the nature of program responsibilities and mission
of the program, only 9.1% (7) of the employees in OIA were in the Professional category. The
distribution of these positions was as follows: 4 white men, 1 Hispanic man, 1 Asian man, and 1
American Indian woman. No other group was represented in this occupational category. There
was one environmental engineer, two general attorneys, and four general physical scientists.

An analysis by grade level shows that 4 employees in OIA were in the GS/GM 13-15 grade
group. One employee was at the GS/GM 14 level and 3 were at the GS/GM 15 level. Minorities
were represented in this grade group as follows: 1 Asian man and 1 Hispanic man.
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
T
0.8 1-
0.6 1-
i
r
0.2 1-
o'r

American Indian
Parity
Onboard
ADMINISTRATIVE POSTIONS - OIA had 63
employees in the Administrative job category,
comprising 81.8% of its total work force.
American Indians were the only group that was
under represented. All other groups were at parity
with the National Civilian Labor Force
representation for Administrative occupations.
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.
Chart 2 shows the under represented group in
Administrative positions. To achieve parity for the under represented group in this job category,
OIA should add 1 American Indian.

Further analysis by grade level shows that 76.2% or 48 employees of OIA's Administrative work
force were at grades GS/GM 13-15. Of this grade grouping, minorities held 29.2% of the
positions and women held 50.0%. Among minorities, Blacks and Hispanics held 14.6% each of
these positions. There were no Asians or American Indians in this grade grouping.

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

As of September 30, 1999, there were no persons with targeted disabilities in OIA, therefore, this
group was under represented.

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CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999. The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects
the time period for the Diversity Action Plan Initiative.

OIA had a net increase of 20.3% or 13 employees in its total workforce (from 64 to 77). The
representation of minorities increased from 32.8% to 37.7% and the representation for women
increased from 53.1% to 58.4%. There was a net increase of 1 Black, 4 Hispanics, 2 Asians, 1
American Indian, and 11 women .

In Professional occupations, there was an increase of 28.6% or 2 employees (from 5 to 7).
Minority representation increased from 20.0% to 42.9% and the representation of women
increased from 0.0% to 14.3%. There was a net increase of 1 Hispanic, 1 American Indian, and 1
woman while Asians remained the same at 1.

In Administrative occupations, there was an increase of 16.7% or 9 employees (from 54 to 63).
Minority representation increased from 27.8% to 30.2% and the representation of women
increased from 53.7% to 58.7%. There was a net increase of 3 Hispanics, 1 Asian, and 8 women
while Blacks and American Indians remained the same at 10 and 0 respectively.

At the GS/GM-13 level, there was a decrease of 10.0% or 1 employee (from 10 to 9). Minority
representation increased from 40.0% to 44.4% and the representation for women increased from
60.0% to 77.8%. There was a net decrease of 1 Black and a net increase of 1 Hispanic and 1
woman at this level. There were no Black men, Hispanic women, Asians, or American Indians at
this level as of September 30, 1999.

At the GS/GM-14 level, there was an increase of 3.8% or 1 employee (from 26 to 27). The
percentage of minorities increased from 23.1% to 29.6% and the percentage of women decreased
from 53. 9% to 48.2%. There was a net increase of 2 Hispanics while Blacks, Asians, and
American Indians remained at 2, 1, and 0, respectively. There were no Asian men or American
Indians at this level as of September 30, 1999.

At the GS/GM-15 level, there was an increase of 33.3% or 4 employees (from 12 to 16). The
percentage of minorities increased from 8.3% to 25.0% and the percentage for women increased
from 16.7 to 25.0%. There was a net increase of 2 Blacks, 1 Hispanic, and 2 women while
Asians and American Indians remained the same at 0. There were no Hispanic women, Asians,
or American Indians at this level as of September 30, 1999.

The number of SES members remained at 4 employees. There was 1 Asian woman at this level.
No other minorities or women were represented as of September 30, 1999.

The number of supervisory and managerial positions in OIA remained at 8. As of September 30,
1999, the representation of minorities remained at 25.0% (1 Hispanic man and 1 Asian woman)
and women still comprised 25.0%.

There was no change in employees with targeted disabilities; there were still 0 on board as of
September 30, 1999.

-------
September

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

This summary presents a work force profile for the Office of Policy (OP) 's permanent full-time and
part-time employees, and addresses the existence of under representation among protected groups.
For this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women,
and Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (94.3%) ofOP's workforce.
In the analysis, the percentages are rounded to one decimal place except when the percentage is
less than 1 percent.

,1-2 r^-j o

0.82
Hispanic
Black
Amer. Indian Pers. w/Disab
Asian Women
OfOP's total work force, 69.7% percent or 170
employees were at grades GS/GM 13-15.
Minorities held 12.4% of the positions in this grade group, while women held 39.4%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 8.2%, Hispanics 1.8%, and Asians
2.4%. There were no Hispanic women or American Indians in this grade group.

There were 53 employees at the GS/GM-13 level. Minorities held 22.6% of the positions at this
level and women comprised 55.0%. Among minorities, Blacks held 17.0% of the positions,
Hispanics 1.9%, and Asians 3.8%. There were no Hispanic women, Asian women or American
Indians at this level. Minorities were 5.3% of the 75 employees at the GS/GM-14 level and women
were 36.0%. Among minorities, Blacks held 1.3% of the positions, Hispanics 2.7%, and Asians
1.3%. There were no Black men, Hispanic women, Asian men or American Indians at this grade
level. Minorities represented 11.9% of the 42 employees at the GS/GM-15 level, while women
comprised 26.2%. Among minorities, Blacks held 9.5% of the positions, and Asians 2.4%. There

-------
were no Black men, Hispanics, Asian men or American Indians at this level.

Of the 9 SES positions in OP, 33.3% were held by women. There were no minorities at this level.

Of the 30 supervisory and managerial positions in OP, 10.0% were held by minorities and 33.3% by
women. Among the minorities, 6.7% of the positions were occupied by Blacks and 3.3% by Asians.
There were no Black men, Hispanics, Asian men or American Indians in supervisory and
managerial positions.

PROFESSIONAL POSITIONS: OP had 63 employees in the Professional job category,
comprising 25.8% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in OP. Table 1 shows the protected groups in the
Economist series 110. Under representation in this job series can be eliminated with the addition of
1 Black, 2 Hispanics, 1 Asian, 1 American Indian and 5 women.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Economist
Series
110
Total 37

Percent CLF
# On Board
# Parity*
# Difference
BLACK
4.6
1
2
-1
HISPANIC
2.8
0
2
-2
ASIAN
3.2
1
2
-1
AMERICAN
INDIAN
0.2
0
1
-1
WOMEN
43.9
12
17
-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 90.5% or 57 employees of OP's Professional work force were
at grades GS/GM 13-15. In this grade grouping, minorities held 7.0% of the positions and women
held 26.3%. Among minorities, Blacks held 1.8% of the positions, Hispanics 1.8%, and Asians
3.5%. There were no Black women, Hispanic women or American Indians in this grade group.
ADMINISTRATIVE POSITIONS - OP had 167
employees in the Administrative job category,
comprising 68.4% of its total work force.
Hispanics and American Indians were under
represented, while Blacks, and women were at
parity. Chart 2 shows the under represented groups
in Administrative positions. To achieve parity in
this job category, OP should add 7 Hispanics and 1
American Indian.

Further analysis by grade level shows that 67.7% or
113 employees of OP's Administrative work force
were at grades GS/GM 13-15. Minorities held
10r
8r
6r
CHART2. ADMINISTRATIVE
Under Represented Protected Groups
9
Amer. Indian
Hispanic
Parity
Onboard

-------
15.0% of the positions in this grade group and women held 46.0%. Among minorities, Blacks held
11.5% of the positions, Hispanics 1.8%, and Asians 1.8%. There were no American Indians in this
grade group.

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

As of September 30,1999,2 OP employees, or 0.82%, had targeted disabilities, therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

OP had a net decrease of 15.0% or 43 employees in its total work force (from 287 to 244). The
representation of minorities decreased from 22.3% to 20.9% and the representation for women
decreased from 50.0% to 48.0%. There was a net decrease of 8 Blacks, 5 Hispanics, 1 American
Indian, and 26 women, while Asians had a net increase of 1. There were no Hispanic women or
American Indians in OP as of September 30,1999.

In Professional occupations, there was an increase of 5.0% or 3 employees (from 60 to 63).
Minority representation decreased from 8.3% to 6.4%, while the representation for women
decreased from 35.0% to 29.0%. There was a net increase of 2 Asians and a net decrease of 1
Black, 2 Hispanics, and 3 women. There were no Black women, Hispanic women, or American
Indians in Professional occupations as of September 30, 1999.

In Administrative occupations, there was a decrease of 18.9% or 39 employees (from 206 to 167).
Minority representation increased from 20.4% to 21.0% and the representation for women increased
from 50.0% to 51.5%. There was a net decrease of 1 Black, 3 Hispanics, 2 Asians, 1 American
Indian, and 17 women. There were no Hispanic women or American Indians in Administrative
occupations as of September 30,1999.

At the GS/GM-13 level, there was a decrease of 11.7 % or 7 employees (from 60 to 53). Minority
representation decreased from 26.7% to 22.6% and the representation for women increased from
53.3% to 54.7%. There was a net decrease of 1 Black, 2 Hispanics, 1 American Indian and 3 women
while Asians remained the same at 2. There were no Hispanic women, Asian women or American
Indians at this level as of September 30, 1999.

At the GS/GM-14 level, there was a decrease of 19.4% or 18 employees (from 93 to 75). The
percentage of minorities decreased from 5.4% to 5.3% and the percentage for women decreased
from 41.9% to 36.0%. There was a net decrease of 1 Black and 12 women, while Hispanics and
Asians remained the same at 2, and 1, respectively. There were no Black men, Hispanic women,

-------
Asian men, or American Indians at this level as of September 30, 1999.

At the GS/GM-15 level, there was a decrease of 8.7% or 4 employee (from 46 to 42). The
percentage of minorities increased from 10.9% to 11.9% and the percentage of women decreased
from 30.4% to 26.2%. There was a net decrease of 3 women, while Blacks and Asians remained the
same at 4 and 1, respectively. There were no Black men, Hispanics, Asian men, or American
Indians at this level as of September 30,1999.

The SES members remained at 9 employees. The representation of minorities remained at 0 while
the representation for women increased from 22.2% to 33.3%.  There was a net increase of 1
woman.

There was a decrease of 6.3% or 2 employees (from 32 to 30) in supervisory and managerial
positions.  Minority representation increased from 9.4% to 10.0%, while the representation for
women increased from 31.3% to 33.3%.  The number of minorities and women remained the same
at 3 and 10, respectively. There were no Black men, Hispanics, Asian men, or American Indians in
these positions as of September 30,1999.

Employees with targeted disabilities had a net increase of 1 employee (from 1 to 2). Their
representation in the total work force increased from 0.35% to 0.82%.

-------
Work Borce Status Report
 3sg<;. •: .,v>..;«!fe ••>••. .•vy.vxy. .••&:  "-*--: •««,!;.-i'i.v/sjft. •,wS4Sjlt'.)i^';--:-?- •;
    September iO,
              and
       Toxic Substances

-------
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 (95.5%) of OPPTS's workforce. In the analysis, the percentages are
rounded to one decimal place except when the percentage is less than 1 percent.

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

Numerical goals are set when a workforce analysis shows the existence of under representation
of individual protected groups for each job category or major occupation. The Agency does not
set goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of September 30,1999, there
were 1,354 employees in OPPTS. Minorities
occupied 33.2% of the positions while women
occupied 50.1%. Blacks held 23.4% of OPPTS'
positions, Hispanics 2.3%, Asians 6.8%,
American Indians 0.74%, and Persons with
Targeted Disabilities 1.3%. Chart 1 shows the
percent distribution of the protected groups in
OPPTS' total work force.
CHART 1. WORK FORCE COMPOSITION
Percent Protected Groups
60
50
40 -
h
301-
50.1
23.4
20 r
2.3
6.8
0.74
1.3
Hispanic
Amer. Indian
Pers. w/Disab
Black
Asian
Women
Of OPPTS' total work force, 78.3% or 1,060
employees were at grades GS/GM 13-15.
Minorities held 27.6% of the positions in this grade group, while women held 44.9%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 17.5%, Hispanics 2.1%, Asians
7.3%, and American Indians 0.75%.

There were 612 employees at the GS/GM-13 level. Minorities comprised 35.5% and women
comprised 49.2%. Among minorities, Blacks held 23.0% of these positions, Hispanics 2.8%,
Asians 8.5%, and American Indians 1.1%. Minorities were 18.4% of the 288 employees at the
GS/GM-14 level and women were 38.5%. Among minorities, Blacks held 11.1% of the
positions, Hispanics 1.4%, Asians 5.6% and American Indians 0.35 at this level. There were no
American Indian women at GS/GM-14 level. Minorities represented 13.8% of the 160
• employees at GS/GM-15 level, while women comprised 40.0%. Among minorities, Blacks held

-------
7.5% of the positions, Hispanics 0.63%, and Asians 5.6%. There were no Hispanic women,
American Indian men, or American Indian women at this level.
Of the 23 SES positions in OPPTS, 13.0% were held by minorities and 47.8% by women.
Among minorities, Blacks held 8.7% and Hispanics 4.4% of the positions. There were no Black
women, Asians, or American Indians in SES positions.

Of the 135 supervisory and managerial positions in OPPTS, 13.3% were held by minorities and
46.7% by women.  Among the minorities, Blacks occupied 7.4% of the positions, Hispanics
2.2%, and Asians 3.7%. There were no Hispanic women, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  OPPTS had 663 employees in the Professional job category,
comprising 49.0% of its work force. This analysis includes the most populous (series with 25 or
more employees) Professional occupations in OPPTS. Table 1 shows the protected groups in
Economist series 110,  Biologist series 401, Microbiologist series 403, Toxicologist series 415,
Physical Scientist series 1301, and Chemist series 1320. Under representation can be eliminated
with the addition of 1 American Indian and 8 women Economists; 5 Black Chemists; 1 Hispanic,
and 7 Asian Biologists; 1 Hispanic, 1 American Indian, and 3 women Microbiologists; 2 Black, 2
Hispanic, 1 American  Indian, and 6 women Toxicologists; and 1 American Indian Physical
Scientist.
                  lj

Table 1.  Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Economist
Series 110
Total 32
Biologist
Series
401
Total 182
Microbio-
logist
Series 403
Total 26

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
4.6
2
2
0
3.9
23
8
+15
3.9
3
2
+1
HISPANIC
2.8
1
1
0
3.2
5
6
-1
3.2
0
1
-1
ASIAN
3.2
3
2
+1
7.3
7
14
-7
7.3
3
2
+1
AMERICAN
INDIAN
0.2
0
1
-1
0.4
1
1
0
0.4
0
1
-1
WOMEN
43.9
7
15
-8
41.7
76
76
0
41.7
8
11
-3

-------
Toxicolo-
gist
Series 41 5
Total 54
Physical -
Scientist
Series 1301
Total 42
Chemist
Series 1320
Total 182
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
#Difference
Percent CLF
# On Board
# Parity*
#Difference
3.9
1
3
-2
4.6
4
2
+2
6.1
7
12
-5
3.7
0
2
-2
1.9
1
1
+0
3.2
7
6
+1
14.4
13
8
+5
3.3
3
2
+1
9.8
28
18
+10
0.2
' 0
1
-1
0.4
0
1
-1
0.2
1
1
0
42.7
18
24
-6
29.0
14
13
+1
27.4
73
50
+23
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 88.4% or 586 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 7.8% of the positions,
Hispanics 2.2%, Asians 11.1%, and American Indians 0.34% in this grade grouping.
                                                       CHART 2. ADMINISTRATIVE
                                                         Under Represented Protected Groups
                                                                33
ADMINISTRATIVE POSITIONS:  OPPTS had 630
employees in the Administrative job category,
comprising 46.5% of its total work force.  Hispanics
were under represented while Blacks, Asian
Americans, American Indians, and women were at
parity. Chart 2 shows the under represented group
in Administrative positions. To achieve parity,
OPPTS should add 18 Hispanics.
Further analysis by grade level shows that 75.2% or
474 employees of OPPTS' Administrative work
force were at grades GS/GM 13-15. Of this grade              Q Parity    • onboard
group, minorities held 35% of the positions and
women held 57. 4%. Among minorities, Blacks held 29.3% of the positions, Hispanics 1.9%,
Asians 2.5%, and American Indians 1.3%.
                                                                  Hispanic

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

As of September 30, 1999,18 OPPTS employees, or 1.3%, had targeted disabilities, therefore,
this group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,  1999:  The reference period of
September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

OPPTS had a net increase of 7.0% or 89 employees in its total work force (from 1265 to 1354).
The representation of minorities increased from 31.3% to 33.2% and the representation for
women increased from 49.8% to 50.1%. There was a net increase of 21 Blacks, 8 Hispanics, 19
Asians, 6 American Indians and 48 women.

In Professional occupations, there was an increase of 6.3% or 39 employees (from 624 to 663).
Minority representation increased from 20.5% to 21.9% and the representation of women
increased from 34.3% to 36.5%. There was a net increase of 2 Blacks, 14 Asians, 28 women, and
1 American Indian while Hispanics remained the same at 16  in this category.

In Administrative occupations, there was an increase of 14.1% or 78 employees (from 552 to
630). Minority representation increased from 36.4% to 41.1% while the representation of women
decreased from 62.0% to 61.6%. There was a net increase of 40 blacks, 8 Hispanics, 5 Asians, 5
American Indians, and 46 women.

At the GS/GM-13 level, there was an increase of 4 employees (from 608 to 612). Minority
representation increased from 33.4% to 35.5% and the representation for women increased from
48.9% to 49.2%. There was a net increase of 5 Blacks, 1  Hispanic, 5 Asians, 3 American Indians,
and 4 women.

At the GS/GM-14 level, there was an increase of 30.9% or 68 employees (from 220 to 288).
Minority representation increased from 11.8% to 18.4% and the representation of women
increased from 35.9% to 38.5%. There was a net increase of 19 Blacks, 3 Hispanics, 4 Asians, 1
American Indian, and 32 women. There were no American Indian women at this level as of
September 30, 1999.

At the GS/GM-15 level, there was an increase of 8.1% or 12 employees (from 148 to 160).
Minority representation increased from 10.1% to 13.8%, and the representation of women
increased from 39.2% to 40.0%. There was a net increase of 4 Blacks, 4 Asians, and 6 women,
while the number of Hispanics decreased by 1. There were no Hispanic women or American
Indians at this level  as of September 30, 1999.

-------
The SES members decreased by 8.0%, or 2 employees (from 25 to 23). Minority representation
increased from 12.0% to 13.0% while the representation of women decreased from 48.0% to
47.8%.

There was a decrease of 18.7% or 31 employees in managerial and supervisory positions from 166
to 135 employees. Minority representation increased from 12.0% to 13.3%, and the
representation of women increased from 44.6% to 46.7%.  There was a net decrease of 3 Blacks ,
2 Hispanics, and 1 Asian, while American Indians remained the same at 0. •

Employees with targeted disabilities had a net increase of 1, from 17 to 18. Their representation
in the total work force remained the same at 1.3%.

-------
September

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF RESEARCH AND DEVELOPMENT
This summary presents a work force profile for the Office of Research and Development's (ORD)
permanent full-time and part-time employees, and addresses the existence of under representation
among protected groups. For this analysis, the protected groups are Blacks, Hispanics, Asians,
American Indians, women, and Persons with Targeted Disabilities. The analysis concentrates on
the Professional and Administrative occupations because they represent the vast majority (86.3%)
of ORD's workforce. In the analysis, the percentages are rounded to one decimal place except
when the percentage is less than 1 percent.

9.8

2.1 3-5

0.86
Hispanic Amer. Indian Pens. w/Disab
Black Asian Women
Of ORD's total work force, 53.9% percent or 1,064
employees were at grades GS/GM 13-15.
Minorities held 12.3% of the positions in this grade group, while women held 26.5%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 5.4%, Hispanics 2.0%, Asians 4.3%,
and American Indians 0.66%.

There were 487 employees at the GS/GM 13 level. Minorities comprised 15.0% and women
comprised 30.0%. Among minorities, Blacks held 7.8% of the positions, Hispanics 2.3%, Asians
4.1%, and American Indians 0.83%. Of the 368 employees at the GS/GM 14 level, minorities
comprised of 12.8% and women comprised 25.0%. Among minorities, Blacks held 4.1% of the
positions, Hispanics 2.2%, Asians 6.0%, and American Indians 0.54%. Minorities represented
5.3% of the 209 positions at the GS/GM-15 level, while women comprised 21.1%. Among
minorities, Blacks held 1.9% of the positions, Hispanics 0.96%, Asians 1.9%, and American Indians
0.48%. There were no Asian women or American Indian women at this level.

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

Of the 176 supervisory and managerial positions in ORD, 6.3% were held by minorities and 27.3%
by women.  Among the minorities, 1.7% of the positions were occupied by Blacks, 2.8% by
Hispanics, 1.7% by Asians. There were no American Indians in supervisory and managerial
positions.

PROFESSIONAL POSITIONS:  ORD has 1,312 employees in the Professional job category,
comprising 66.5% 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 22 women Biologists; 2 Asian, 1
American Indian, and 5 women Microbiologists; 3 Black, 5 Asian, 1 American Indian, and 8 women
Ecologists; 3 Hispanic, 1 Asian, 1 American Indian, and 8 women Toxicologists; 3  Hispanic, 6
Asian, 1 American Indian, and 2 women Health Scientists; 3 Black, 2 Hispanic, 1 Asian, and 1
American Indian Environmental Engineers; 1 American Indian Chemical Engineer; 1 woman
General Physical Scientist; and 3 Black, 10 Asian, and 7 women Chemists.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Biologist
Series
401
Total 293
Microbiologist
Series
403
Total 58
Ecologist
Series
408
Total 59
Toxico.
Series
415
Total 55
!
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.9
13
12
+1
3.9
4
3
+ 1
3.9
0
3
-3
3.9
3
3
0
HISPANIC
3.2
5
10
-5
3.2
2
2
0
3.2
3
2
+ 1
3.7
0
3
-3
ASIAN
7.3
6
22
-16
7.3
3
5
-2
7.3
0
5
-5
14.4
7
8
-1
AMERICAN
INDIAN
0.4
6
2
+4
0.4
0
1
-1
0.4
0
1
-1
0.2
0
1
-1
WOMEN
41.7
102
123
-22
41.7
20
25
-5
41.7
17
25
-8
42.7
16
24
-8

-------
Hlth.Science
Series
601
Total 56
Env. Eng.
Series
819
Total 98
Chem. Eng
Series
893
Total 53
G. Phys.Sci
Series
1301
Total 3 12
Chemist
Series
1320
Total 167
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
3.9
3
3
0
3.4
1
4
-3
3.5
3
2
+1
4.6
24
15
+9
6.1
8
11
-3
3.7
0
3
-3
3.0
5
3
-2
2.8
4
2
2
1.9
8
6
+2
3.2
6
6
0
14.4
3
9
-6
7.5
7
8
-1
6.8
4
4
0
3.3
11
11
0
9.8
7
17
-10
0.2
0
1
-1
. 0.3
0
1
-1
0.1
0
1
-1
0.4
5
2
+3
0.2
1
1
0
42.7
22
24
-2
9.8
11
10
+1
11.1
12
6
+6
29.0
90
91
-1
27.4
39
46
-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.

An analysis by grade level shows that 65.3 % or 857 employees of ORD's Professional work force
are at grades GS/GM 13-15.  In this grade grouping, minorities hold 11.4% of the positions and
women hold 20.2%. Among minorities, Blacks hold 3.5% of the positions, Hispanics 2.2%, Asians
5.1%, and American Indians 0.58%.
ADMINISTRATIVE POSITIONS: ORD has 390
employees in the Administrative job category, comprising
19.8% of its total work force.  Hispanics and Asians are
under represented, while Blacks, American Indians, and
women are at parity.  Chart 2 shows the under represented
groups in Administrative positions.  To achieve parity for
these protected groups in this job category, ORD should
add 17 Hispanics and 4 Asians.

Further analysis by grade level shows that 53.1% or 207
employees of ORD's Administrative work force are at
      CHART 2. ADMINISTRATIVE
         Under Represented Protected Groups
25-
                     Asian
       Hispanic


      D *"
Onboard

-------
grades GS/GM 13-15. Of this grade group, minorities held 15.9% of the positions and women held
52.7%. Among minorities, Blacks held 13.0% of the positions and Hispanics, Asians, and American
Indians held 0.97%.  There were no Hispanic men in this grade group.

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

As of September 30, 1999, 17 ORD employees, or 0.86%, had targeted disabilities, therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999:  The reference period of
September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

ORD had a net increase of 7.2% or 132 employees in its total work force (from 1,841 to 1,973).
Minority representation increased from 15.6% to 16.4% and the representation of women increased
from 38.7% to 40.0%. There was a net increase of 12 Blacks, 6 Hispanics, 9 Asians, 8 American
Indians, and 76 women.

In Professional occupations, ORD had a net increase of 6.1% or 75 employees (from 1,237 to 1,312).
Minority representation increased from 12.3% to 13.0% and the representation of women increased
from 24.9% to 27.1%. There was a net increase 5 Hispanics, 8 Asians, 5 American Indians, and 48
women, while the number of Blacks remained at 64.

In Administrative occupations, ORD had a net increase of 16.1% or 54 employees (from 336 to
390).  Minority representation increased from 20.2% to 21.8% and representation of women
increased from 61.6% to 63.9%. There was a net increase of 13 Blacks, 1 Hispanic, 4 American
Indians, and 42 women, and a net decrease of 1 Asian.

At the GS/GM-13 level, there was an increase of 8.2% or 37 employees (from 450 to 487).
Minority representation increased from 13.3% to 15.0% and the representation of women increased
from 28.2% to 30.0%. There was a net increase of 8 Blacks, 1 Hispanic, 3 Asians, 1 American
Indian, and 19 women.

At the GS/GM-14 level, there was an increase of 5.1% or 18 employees (from 350 to 368). Minority
representation increased from 9.7% to 12.8%, while the representation  of women increased from
22.6% to 25.0%. There was a net increase of 3 Blacks, 4 Hispanics, 5 Asians, 1  American Indian,
and 13 women.

At the GS/GM-15 level, there was an increase of 14.8% or 27 employees (from 182 to 209).
Minority representation increased from 5.0% to 5.3% and the representation of women increased
from 18.1% to 21.1%. There was a net increase of 2 Blacks, 1 Hispanic, 1 American Indian, and 11

-------
women, while Asians had a net decrease of 2.  There were no Asian women or American Indian
women at this level as of September 30,1999.

The SES members increased by 3.3% or 1 employee (from 30 to 31). Minority representation
decreased from 10.0% to 9.7% and the representation of women increased from 13.3% to 19.4%.
There was a net increase of 1 Asian and 2 women, while Blacks and Hispanics remained the same at
1 each. American Indians had a net decrease of 1. Black men, Hispanic women, Asian men, and
American Indians were absent at the SES level as of September 30,1999.

There was a net increase of 0.6% or 1 employee (from 175 to 176) in managerial and supervisory
positions. Minority representation increased from 5.7% to 6.3% and the representation of women
increased from 24.6% to 27.3%.  There was a net increase of 3 Hispanics and 5 women, while
Blacks and American Indians had a net decrease of 1 each. The number of Asians remained the
same at 3. There were no American Indians in these positions as of September 30,1999.

Employees with targeted disabilities increased by 41.7% or 5 employees (from 12 to 17). Their
representation in the total work force increased from 0.65% to 0.86%.

-------
September
     oJT Solid 'WastiO

-------
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 (93.5%) of OSWER's workforce. In the analysis, the percentages are rounded to one
decimal place except when the percentage is less than 1 percent.

Numerical goals are set when a workforce analysis shows the existence of under representation of
individual protected groups for each job category or major occupation. The Agency does not set
goals by grade levels or SES positions. The statistics for grade levels GS/GM13-15 and SES
positions are provided for information only.
OVERVIEW: As of September 30,1999, there
were 648 employees in the OSWER. Minorities
occupied 27.8% of OSWER's positions while
women occupied 53.9%. Blacks held 20.4% of
OSWER's positions, Hispanics 2.9%, Asians 3.9%,
American Indians 0.62%, and Persons with Targeted
Disabilities 1.1%. Chart 1 shows the percent
distribution of the protected groups in OSWER's
total work force.
CHART 1. WORK FORCE COMPOSITION
Percent Protected Groupt
53.9
SO
40
20.4
2.9
0.62
1.1
Hispanic
BUck
Asian
Amor. Indian Pen. w/ Oitat
Women
Of OSWER's total work force, 79.2% percent or 513 employees were at grades GS/GM 13-15.
Minorities held 20.1% of the positions in this grade group, while women held 47.4%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 12.1%, Hispanics 2.9%, Asians
4.5%, and American Indians 0.59%.

There were 282 employees at the GS/GM-13 level. Minorities comprised 26.6% and women
comprised 55.0%. Among minorities, Blacks held 16.3% of the positions, Hispanics 3.2%, Asians
6.7%, and American Indians 0.36%. There were no American Indian women at this level.
Minorities were 11.0% of the 136 employees at the GS/GM-14 level and women were 41.2%.
Among minorities, Blacks held 6.6% of the positions, Hispanics 2.2%, and Asians 2.2%. There
were no Asian women, American Indian men, or American Indian women at this level. Minorities
represented 13.7% of the 95 employees at the GS/GM-15 level, while women comprised 33.7%.
Among minorities, Blacks held 7.4% of the positions, Hispanics 3.2%, Asians 1.1% and American
Indians 2.1%. There were no Hispanic women or Asian women at this level.

-------
Of the 12 SES positions in OSWER, 8.3% were held by minorities and 16.7% by women.  Among
minorities, Blacks held 8.3% of the positions. There were no Black women, Hispanics, Asians, or
American Indians in SES positions.

Of the 88 supervisory and managerial positions in OSWER, 13.6% were held by minorities and
37.5% by women. Among the minorities, 6.8% of the positions were occupied by Blacks, 2.3% by
Hispanics, 2.3% by Asians, and 2.3% by American Indians. There were no Hispanic women or
Asian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OSWER had  199 employees in the Professional job category,
comprising 30.7% of its work force.  This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in OSWER.  Table 1 shows the protected groups in
Environmental Engineers' series 819, and Physical Scientists' series 1301.  The analysis shows that
under representation can be eliminated with the addition 1 American Indian in the 819 series, and 2
Hispanics and 1 American Indian in the  1301 series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Env. Eng.
Series
819
Total 57
Phy. Sci.
Series
1301
Total 73

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity
# Difference
BLACK
3.4
3
2
+1
4.6
4
4
0
HISPANIC
3.0
5
2
+3
1.9
0
2
-2
ASIAN
7.5
5
5
0
3.3
5
3
+2
AMERICAN
INDIAN
0.3
0
1
-1
0.4
0
1
-1
WOMEN
9.8
15
6
+9
29.0
23
22
+ 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 91.0% or 181 employees of OSWER's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 20.4% of the positions
and women held 33.2%. Among minorities, Blacks held 8.8% of the positions, Hispanics 3.3%, and
Asians 8.3%.  There were no American Indian men or American Indian women in this grade group.

-------
ADMINISTRATIVE POSITIONS - OSWER had
407 employees in the Administrative job category,
comprising 62.8% of its total work force. Hispanics
and Asians were under represented while Blacks,
American Indians, and women were at parity. Chart 2
shows the under represented groups in Administrative
positions. To achieve parity for these protected
groups in this job category, OSWER should add 11
Hispanics and 3 Asians.
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
25
20
15
10
5

22
-
-
-
-

51
a^ife

3
Asian
Hispanic
Parity
Onboard
Further analysis by grade level shows that 81.6% or
332 employees of OSWER's Administrative work
force were at grades GS/GM 13-15. Of this grade
group, minorities held 19.9% of the positions and women held 55.1%. Among minorities, Blacks
held 13.9% of the positions, Hispanics 2.7%, Asians 2.4%, and American Indians 0.90%.

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, 7 employees or 1.1% had targeted disabilities, therefore, this group was under
represented as of September 30,1999.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

OSWER had a net decrease of 2.9% or 19 employees in its total work force (from 667 to 648). The
representation of minorities increased from 25.5% to 27.8% and the representation for women
increased from 52.8% to 53.9%. There was a net increase of 6 Blacks, 2 Hispanics, 2 American
Indians, and a net decrease of 3 women. Asians remained the same at 25.

In Professional occupations, there was an increase of 1.5% or 3 employees (from 196 to 199).
Minority representation increased from 19.4% to 20.1%, while the representation for women
decreased from 35.2% to 34.2%. There was a net increase of 1 Black and 1 Asian, while the
number of Hispanics remained the same at 8. Women had a net decrease of 1. There were no
American Indians in Professional occupations as of September 30, 1999.

In Administrative occupations, there was a decrease of 1.5% or 6 employees (from 413 to 407).
Minority representation increased from 20.8% to 25.8% and the representation for women increased
from 55.0% to 59.0%. There was a net increase of 16 Blacks, 2 Hispanics, 2 American Indians, and
13 women, while Asians net decrease of 1.

-------
At the GS/GM-13 level, there was an increase of 6.8% or 18 employees (from 264 to 282).
Minority representation increased from 21.6% to 26.6% and the representation for women increased
from 52.7% to 55.0%. There was a net increase of 15 Blacks, 3 Asians, and 16 women, while the
number of Hispanics and American Indians remained the same at 9 and 1, respectively. There were
no American Indian women at this level as of September 30,1999.

At the GS/GM-14 level, there was a decrease of 2.2% or 3 employees (from'139 to 136). The
percentage of minorities decreased from 11.5% to 11.0% and the percentage for women decreased
from 41.7% to 41.2%. There was a net decrease of 2 Blacks and 2 women, and a net increase of 1
Hispanic, while Asians remained the same at 3. There were no Asian women or American Indians
at this level as of September 30,1999.

At the GS/GM-15 level, there was an increase of 8.0% or 7 employees (from 88 to 95). The
percentage of minorities increased from 9.1% to 13.7% and the percentage for women increased
from 30.7% to 33.7%. There was a net increase of 4 Blacks, 1 American Indian, and 5 women,
while Hispanics and Asians remained the same at 3 and 1, respectively. There were no Hispanic
women or Asian women at this level as of September 30, 1999.

The number of SES members remained the same at 12 employees. The representation of minorities
remained the same at 8.3% and the representation for women decreased from 25.0% to 16.7%.
Blacks were the only minority group represented at this level. Black women, Hispanics, Asians,
and American Indians were absent at the SES level as of September 30, 1999.

There was an increase of 6.0% or 5 employees (from 83 to 88) in supervisory and managerial
positions. Minority representation increased from 10.8% to 13.6%, while the representation for
women decreased from 41.0% to 37.5%. There was a net increase of 2 Blacks and 1 American
Indian, and a net decrease of 1 woman, while the number Hispanics and Asians remained the same
at 2 each. There were no Hispanic women or Asian women in these positions as of September 30,
1999.

Employees with targeted disabilities increased by 75.0% or 3 employees (from 4 to 7). Their
representation in the total work force increased from 0.60% to 1.1%.

-------
  Force Status
September

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
OFFICE OF WATER
This summary presents a work force profile for the Office of Water (OW) permanent full-time and
part-time employees, and addresses the existence of under representation among protected groups.
For this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, -women,
and Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (94.0%) 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 ofthe 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.

6.9
r^i, ! I 0.44

1
Hispanic Amer. Indian Pers. w/Dlsab
Black Asian Woman
OfOW's total work force, 67.8% percent or 465
employees were at grades GS/GM 13-15. Minorities held 19.4% of the positions in this grade
group, while women held 42.2%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 9.9%, Hispanics 2.4%, Asians 6.7%, and American Indians 0.43%. There were no
American Indian women in this grade group.

There were 214 employees at the GS/GM-13 level. Minorities comprised 27.1% and women
comprised 50.0%. Among minorities, Blacks held 16.8% of the positions, Hispanics 2.8%, Asians
7.0%, and American Indians 0.47%. There were no American Indian women at this level.
Minorities were 15.4% of the 156 employees at the GS/GM-14 level and women were 39.7%.
Among minorities, Blacks held 5.8% of the positions, Hispanics 1.9%, Asians 7.1%, and American
Indians 0.64%. Minorities represented 8.4% of the 95 employees at the GS/GM-15 level, while
women comprised 28.4%. Among minorities, Blacks held 1.1% of the positions, Hispanics 2.1%,
and Asians 5.3%. There were no Black men, American Indian men, or American Indian women at
this level.

-------
There were 19 employees at the SES level in OW. Women held 36.8% of the positions at this level
while minorities were absent from the OW work force at this level.
Of the 109 supervisory and managerial positions in OW, 5.5% were held by minorities and 33.0%
by women. Among the minorities, 1.8% of the positions were occupied by Blacks, and 3.7% by
Asians. There were no Hispanics or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: OW had 286 employees in the Professional job category,
comprising 41.7% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in OW. Table 1 shows the protected groups in
Environmental Engineer series 819, and Physical Scientist series 1301. The analysis shows that
there was no under representation in the Environmental Engineer series 819, and that under
representation can be eliminated with the addition of 1 American Indian in the Physical Scientist
series 1301. There were no American Indian men or American Indian women in the 1301 series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Env. Eng.
Series
819
Total 80
Phy. Sci.
Series
1301
Total 67

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
6
3
+3
4.6
7
4
+3
HISPANIC
3.0
3
3
0
1.9
2
2
0
ASIAN
7.5
8
6
+2
3.3
7
3
+4
AMERICAN
INDIAN
0.3
1
1
0
0.4
0
1
-1
WOMEN
9.8
18
8
+10
29.0
23
20
+3
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 79.0% or 226 employees of OW's Professional work force
were at grades GS/GM 13-15. In this grade grouping, minorities held 19.0% of the positions and
women held 28.3%. Among minorities, Blacks held 4.9% of the positions, Hispanics 3.5%, Asians
10.2%, and American Indians 0.44%. There were no American Indian women in this grade group.

-------
ADMINISTRATIVE POSITIONS - OW had 359
employees in the Administrative job category, comprising
52.3% of its total work force. Hispanics were under
represented while Blacks, Asians, American Indians, and
women were at parity. Chart 2 shows the under represented
group in Administrative positions. To achieve parity in this
job category, OW should add 11 Hispanics.

Further analysis by grade level shows that 66.6% or 239
employees of OW's Administrative work force were at
grades GS/GM 13-15. Of this grade group, minorities held
19.7% of the positions and women held 55.2%. Among
minorities, Blacks held 14.6% of the positions, Hispanics
1.3%, Asians 3.4%, and American Indians 0.42%. There
were no American Indian women in this grade group.
CHART2. ADMINISTRATIVE
UhderRepftserted Pitted tap
[] Parity | Ortori
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 OPMStandard Form 256, Self-Identification of Handicap).

In OW, 7 employees or 1.0% had targeted disabilities, therefore, this group was under represented.

OW had a net increase of 11.4% or 70 employees in its total work force (from 616 to 686). The
representation of minorities increased from 24.5% to 27.0% and the representation for women
increased from 50.2% to 50.9%. There was a net increase of 15 Blacks, 7 Hispanics, 9 Asians, 3
American Indians, and 40 women.

In Professional occupations, there was an increase of 7.5% or 20 employees (from 266 to 286).
Minority representation increased from 17.7% to 19.9%, while the representation for women
increased from 32.0% to 33.2%. There was a net increase of 3 Blacks, 2 Hispanics, 4 Asians, 1
American Indian, and 10 women. There were no American Indian women in Professional
occupations as of September 30,1999.

In Administrative occupations, there was an increase of 18.8% or 57 employees (from 302 to 359).
Minority representation increased from 22.5% to 25.9% and the representation for women increased
from 58.9% to 59.6%. There was a net increase of 13 Blacks, 5 Hispanics, 5 Asians, and 2
American Indians.

-------
At the GS/GM-13 level, there was an increase of 14.4% or 27 employees (from 187 to 214).
Minority representation increased from 19.3% to 27.1% and the representation for women decreased
from 52.4% to 50.0%. There was a net increase of 12 Blacks, 2 Hispanics, 7 Asians, 1 American
Indian, and 9 women. There were no American Indian women at this level as of September 30,
1999.

At the GS/GM-14 level, there was an increase of 12.2% or 17 employees (from 139 to 156). The
percentage of minorities increased from 13.0% to 15.4% and the percentage for women increased
from 34.5% to 39.7%. There was a net increase of 3 Blacks, 1 Hispanic, 1 Asian, 1  American
Indian, and 14 women. There were no American Indian women at this level as of September 30,
1999.

At the GS/GM-15 level, there was an increase of 14.5% or 12 employees (from 83 to 95). The
percentage of minorities decreased from 9.6% to 8.4% and the percentage for women decreased
from 30.1% to 28.4%. There was a net increase of 1 Black,  1 Hispanic, and 2 women while the
number of Asians decreased by 2 and American Indians remained the same at 0. There were no
Black men, American Indian men, or American Indian women at this level as of September 30,
1999.

The number of SES members increased by 18.8% or 3 employees (from 16 to 19). The percentage
of women increased from 18.8% to 36.8%.  There was a net increase of 4 women while Blacks,
Hispanics, Asians, and American Indians remained the same at 0. There were no  minorities at this
level in OW as of September 30,1999.

There was an increase of 6.9% or 7 employees (from 102 to  109) in supervisory and managerial
positions. Minority representation increased from 4.9% to 5.5%, and the representation for women
increased from 27.5% to 33.0%.  There was a net increase of 2 Blacks and a decrease of 1 Asian.
The number of Hispanics, American Indians, and women remained the same at 0, 0, and 10,
respectively. There were no Hispanics or American Indians in these positions as of September 30,
1999.

Employees with targeted disabilities decreased by 1 employee (from 8 to 7).  Their representation  in
the total work force decreased from 1.3% to 1.0%.

-------

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

This summary presents a workforce 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 (92.1%) 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.

0.41
Hispanic Amer. Indian Pers. w/Disab
Black
Asian
Women
Of Region I's total work force, 64.6% or 473
employees were at grades GS/GM 13-15. Minorities held 11.0% of the positions in this grade
group, while women held 41.7%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 4.2%, Hispanics 0.85%, Asians 5.1%, and American Indians 0.85%.

There were 332 employees at the GS/GM-13 level, minorities comprised 9.9% and women 40.7%.
Among minorities, Blacks held 2.8% of the positions, Hispanics 0.62%, Asians 5.3%, and American
Indians 1.2%. Minorities were 14.4% of the 104 employees at the GS/GM-14 level and women
51.0%. Among minorities, Blacks held 8.7% of the positions, Hispanics 0.96, and Asians 4.8%.
There were no Hispanic men, American Indian men, or American Indian women at this grade level.
Minorities represented 10.6% of the 47 employees at the GS/GM-15 level, while women comprised
27.7%. Among minorities, Blacks held 4.3% of the positions, Hispanics 2.1%, and Asians 4.3%.
• There were no Black women, Hispanic women, American Indian men, or American Indian women
at this level.

-------
 Of the 8 SES positions in Region I, 37.5% or 3 positions were held by women. There were no
 minorities in SES positions.
Of the 61 supervisory and managerial positions in Region I, 13.1% were held by minorities and
31.2% by women. Among the minorities, 6.6% of the positions were occupied by Blacks, 1.6% by
Hispanics, and 4.9% by Asians.  There were no Hispanic men, American Indian men or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region I had 414 employees in the Professional job category,
comprising 56.5% of its work force.  This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region I. Table 1 shows the protected groups in the,
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. Under
representation in these job series can be eliminated with the addition of 2 Hispanic and 1 American
Indian Attorneys, and 2 Black and 1 American Indian Physical Scientists.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Env. Engineer
Series
819
Total 198
Attorney
Series
905
Total 66
Physical Sci.
Series
1301
Total 86

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
7
7
0
3.4
5
3
+2
4.6
2
4
-2
HISPANIC
3.0
6
6
0
2.5
0
2
-2
1.9
3
2
+ 1
ASIAN
7.5
19
15
+4
1.4
3
1
+2
3.3
4
3
+1
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
1
-1
0.4
0
1
-1
WOMEN
9.8
60
20
+40
24.5
38
17
+21
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 80.0% or 331 employees of Region I's Professional work
 force were at grades GS/GM 13-15. In this grade grouping, minorities held 10.0% of the positions
 and women held 36.6%. Among minorities, Blacks held 2.7% of the positions, Hispanics 0.91%,
 Asians 6.0%, and American Indians 0.3%.

-------
ADMINISTRATIVE POSITIONS: Region I had
260 employees in the Administrative job category,
comprising 35.5% of its total work force. Blacks and
Hispanics were under represented, while Asians,
American Indians, and women were at parity. Chart
2 shows the under represented groups in
Administrative positions. To achieve parity for these
protected groups, Region I should add 4 Blacks and 8
Hispanics.
25
20
15
10
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
24
14
Black
Hispanic
D
Onboard
Further analysis by grade level shows that54.6% or
142 employees of Region I's Administrative work
force were at grades GS/GM 13-15. Of this grade
group, minorities held 13.4% of the positions and women hold 53.5%. Among minorities, Blacks
held 7.7% of the positions, Hispanics 0.7%, Asians 2.8%, and American Indians 2.1%. There were
no Hispanic men or Asian women in this grade group.

In Region I, 0.41% or 3 employees have targeted disabilities; therefore, this group is under
represented.

CHANGE FROM SEPTEMBER 30,1997, TO September 30,1999: The reference period of
September 30, J 997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

Region I had a net increase of 4.0% or 28 employees in its total work force (from 704 to 732). The
representation of minorities increased from 13.2% to 14.9% and the representation for women
decreased from 52.3% to 50.6%. There was a net increase of 3 Blacks, 8 Hispanics, 5 Asians, and 2
women, while American Indians remained the same at 4.

In Professional occupations, there was an increase of 8.7% or 33 employees (from 381 to 414).
Minority representation increased from 11.5% to 13.3%, and the representation of women decreased
from 36.8% to 36.2%. There was a net increase of 1 Black, 6 Hispanics, 5 Asians, and 10 women,
while American Indians had a net decrease of 1. There were no American Indian men in
Professional occupations as of September 30, 1999.

In Administrative occupations, there was an increase of 8.0% or 19 employees (from 241 to 260).
Minority representation increased from 11.2% to 14.2% and the representation of women increased
from 63.1% to 64.6%. There was a net increase of 5 Blacks, 2 Hispanics, 2 Asians, 1 American
Indian women, and 16 women.

-------
At the GS/GM-13 level, there was an increase of 24.3% or 63 employees (from 259 to 322).
Minority representation increased from 9.7% to 10.0%, while the representation of women
decreased from 42.5% to 40.7%. There was a net increase of 2 Hispanics, 5 Asians, 1 American
Indian, and 21 women. Blacks had a net decrease of 1.

At the GS/GM-14 level, there was an increase of 14.3% or 13 employees (from 91 to 104). The
percentage of minorities increased from 8.8% to 14.4%, and the percentage for women increased
from 50.6% to 51.0%. There was a net increase of 4 Blacks, 3 Asians, and 7 women, while
Hispanics remained the same at 1. There were no Hispanic men, American Indian men or
American Indian women at this level as of September 30, 1999.

At the GS/GM-15 level, there was an increase of 23.7% or 9 employees (from 38 to 47). The
percentage of minorities increased from 7.9% to 10.6% and the percentage for women increased
from 23.7% to 27.7%. There was a net increase of 1 Black, 1 Asian and 4 women, while Hispanics
remained the same at 1. There were no Black women, Hispanic women, American Indian men, or
American Indian women at this level as of September 30 1999.

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

There was an increase of 9.8% or 6 employees (from 61 to 67) in supervisory and managerial
positions.  Minority representation increased from 13.1% to 14.9%, while the representation of
women increased from 31.2% to 31.3%. There was a net increase of 1 Black, 1 Hispanic, and 2
women, while Asians remained the same at 3. There were no American Indian men or American
Indian women in these positions as of September 30, 1999.

Employees with targeted disabilities decreased by 25.0% or 1 employee (from 4 to 3). Their
representation decreased from 0.57% to 0.41%.

-------

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION II
This summary presents a work force profile for Region H's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For this
analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (86.8%) 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 ofthe 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.

7.6
n 0.3,

0.83
Hispanic Amur. Indian
Black Asian
Of Region II's total work force, 53.5% percent or 510 employees were at grades GS/GM 13-15.
Minorities held 22.0% of the positions in this grade group, while women held 31.8%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 4.9%, Hispanics 9.0%, Asians 7.8%,
and American Indians 0.20%. There were no American Indian men in this grade group.

There were 324 employees at the GS/GM-13 level. Minorities comprised 25.6% and women
comprised 34.3%. Among minorities, Blacks held 5.6% of the positions, Hispanics 8.6%, Asians
11.1%, and American Indians 0.31 %. There were no American Indian men at this level. Minorities
were 17.5% of the 137 employees at the GS/GM-14 level and women were 30.7%. Among
minorities, Blacks held 2.9% of the positions, Hispanics held 12.4%, and Asians held 2.2%. There
were no American Indian men or American Indian women at this level. Minorities represented
10.2% of the 49 employees at the GS/GM-15 level, while women comprised 18.4%. Among
minorities, Blacks held 6.1% of the positions, Hispanics held 2.0%, and Asians held 2.0%. There

-------
were no Hispanic women, Asian women, American Indian men or American Indian women at this
level.
There were 8 employees at the SES level in Region II. There were no minorities at this level, while
women comprised 37.5%.

Of the 101 supervisory and managerial positions in Region II, 12.9% were he"ld by minorities and
21.8% by women. Among the minorities, 4.0% of the positions were occupied by Blacks, 6.9% by
Hispanics, and 2.0% by Asians.  There were no Asian women, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region II had 676 employees in the Professional job category,
comprising 71.0% of its work force.  This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region II.  Table 1 shows the protected groups in
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. There
was no under representation in the 819 series.  Under representation can be eliminated in the
Attorney's series 905 with the addition of 1 American Indian, and in the Physical Scientists' series
1301 with the addition of 5 Blacks and 1 American Indian. Further analysis shows that there were
no American Indian men in the 819 series; no Black men, American Indian men or American  Indian
women in the 905 series, and there were no American Indian men or American Indian women in the
1301 series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Env. Eng.
Series
819
Total 267
Attorney
Series
905
Total 82
Phy. Sci.
Series
1301
Total 2 14

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
25
10
+15
3.4
3
3
0
4.6
5
10
-5
HISPANIC
3.0
35
9
+26
2.5
11
3
+8
1.9
26
5
+21
ASIAN
7.5
45
21
+24
1.4
3
2
+1
3.3
9
8
+1
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
1
-1
0.4
0
1
-1
WOMEN
9.8
68
27
+41
24.5
38
21
+ 17
29.0
78
63
+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 65.1 % or 440 employees of Region II's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 21.4% of the positions
and women held 28.9%. Among minorities, Blacks held 3.9% of the positions, Hispanics 8.6%, and
Asians 8.9%. There were no American Indian men or American Indian women in this grade group.
ADMINISTRATIVE POSITIONS - Region II had
151 employees in the Administrative job category,
comprising 15.8% of its total work force. Asians
were under represented while Blacks, Hispanics,
American Indians, and women were at parity. Chart
2 shows the under represented group in
Administrative positions. To achieve parity for this
protected group in this job category, Region II
should add 1 Asian.
CHART 2. ADMINISTRATIVE
Lhk RtpntnM Pnfcettd Grafs
D »*
(Mood
Further analysis by grade level shows that 46.4% or
70 employees of Region IPs Administrative work force were at grades GS/GM 13-15. Of this grade
group, minorities held 25.7% of the positions and women held 50.0%. Among minorities, Blacks
held 11.4% of the positions, Hispanics 11.4%, Asians 1.4%, and American Indians 1.4%. There
were no Asian men or American Indian men in this grade group.

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

In Region II, 6 employees or 0.63% had targeted disabilities; therefore, this group was under
represented.

CHANGE FROM SEPTEMBER 30,1997 TO SEPTEMBER 30,1999: The reference period of
September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

Region II had a net increase of 3.8% or 35 employees in its total work force (from 918 to 953). The
representation of minorities increased from 34.2% to 35.1% and the representation for women
increased from 43.6% to 43.9%. There was a net decrease of 8 Blacks, and an increase of 16
Hispanics, 11 Asians, 1 American Indian, and 18 women. American Indian men were absent from
the Region's work force as of September 30, 1999.

In Professional occupations, there was an increase of 5.8% or 37 employees (from 639 to 676).
Minority representation increased from 24.7% to 27.4%, while the representation for women

-------
increased from 31.3% to 32.5%. There was a net decrease of 5 Blacks, and an increase of 21
Hispanics, 10 Asians, 1 American Indian, and 20 women. There were no American Indian men in
Professional occupations as of September 30, 1999.

In Administrative occupations, there was an increase of 10.2% or 14 employees (from 137 to 151).
Minority representation increased from 34.3% to 35.1% and the representation for women increased
from 54.7% to 55.0%. There was a net increase of 2 Blacks, 3 Hispanics, 1 Asian, and 8 women,
while the number of American Indians remained the same at 1. There were no American Indian
men in Administrative occupations as of September 30, 1999.

At the GS/GM-13 level, there was an increase of 10.2% or 30 employees (from 294 to 324).
Minority representation increased from 23.5% to 25.6% and the representation for women increased
from 33.0% to 34.3%. There was a net increase of 1 Black, 6 Hispanics, 7 Asians, and 14 women.
The number of American Indians remained the same at 1. There were no American Indian men at
this level as of September 30, 1999.

At the GS/GM-14 level, there was an increase of 22.3% or 25 employees (from 112 to 137). The
percentage of minorities increased from 14.3% to 17.5% and the percentage for women increased
from 29.5% to 30.7%. The number of Blacks remained the same at 4. There was a net increase of 6
Hispanics, 2 Asians, and 9 women. There were no American Indian men or American Indian
women at this level as of September 30, 1999.

At the GS/GM-15 level, there was an increase of 8.9% or 4 employees (from 45 to 49). The
percentage of minorities increased from 8.9% to 10.2% and the percentage for women increased
from 15.6% to 18.4%. There was a net increase of 1 Black and 2 women, while the number of
Hispanics and Asians remained the same at 1 each. There were no Hispanic women, Asian women,
American Indian men, or American Indian women at this level as of September 30, 1999.

The number of SES members in Region II remained the same at 8 employees. The percentage of
minorities decreased from 12.5% to 0.0%, and the percentage of women remained the same at
37.5%. There was a net decrease of 1 Black which left no minorities at this level in Region II, and
the number of women remained the same at 3 as of September 30, 1999.

There was a decrease of 2.0% or 2 employees (from 99 to 101) in supervisory and managerial
positions. Minority representation decreased from 14.1% to 12.9%, and the representation for
women increased from 20.2% to 21.8%. There was a net decrease of 1 Black, and the number of
Hispanics and Asians remained the same at 7 and 2 respectively. There were no Asian women,
American Indian men or American Indian women in these positions as of September 30, 1999.

Employees with targeted disabilities increased by 20% or 1 employee (from 5 to 6). Their
representation in the total work force increased from 0.55% to 0.63%.

-------

-------
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 (87.2%) 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 of1973, as amended; and Reorganization Plan No. 1 of 1978.

SO
40
30
20
10
0

51.8

18.9

r~^i r^-i 0-1

0.63
Hispanic Amer. Indian Pers w/Disab.
Black Asian Women
OVERVIEW: As of September 30, 1999,
there were 958 employees in the Region III.
Minorities occupied 25.8% of Region Ill's
positions, while women occupied 51.8%.
Among minorities, Blacks held 18.9% of
Region Ill's positions, Hispanics 3.7%, Asians
3.1%, American Indians 0.1%, and Persons
with Targeted Disabilities 0.63%. American
Indian women were absent from the work force.
Chart 1 shows the percent distribution of the
protected groups of Region Ill's total work
force.
Of Region Ill's total work force 57.7% percent or 553 employees were at grades GS/GM 13-15.
Minorities held 15.6% of the positions in this grade group, while women held 38.9%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 9.6%, Hispanics 2.7%, Asians 3.1%,
and American Indians 0.18%. There were no American Indian women in this grade group.

There were 333 employees at the GS/GM-13 level. Minorities comprised 16.2% and women
comprised 40.2%. Among minorities, Blacks held 9.3%, Hispanics 3.0%, Asians 3.6%, and
American Indians 0.3%. There were no American Indian women at this level. Minorities were
15.0% of the 160 employees at the GS/GM-14 level and women are 38.1%. Among minorities,
Blacks held 10.6% of the positions, Hispanics 1.3%, and Asians 3.1%. There were no American
Indian men or American Indian women at this level. Minorities represented 13.3% of the 60

-------
employees at the GS/GM-15 level, while women comprised 33.3%.  Among minorities, Blacks held
8.3% of the positions and Hispanics 5.0%. There were no Asian men, Asian women, American
Indian men, or American Indian women at this level.

Of the 6 SES positions in Region III, no positions were held by minorities and 16.7% were held by
women. There were no Black men, Black women, Hispanic men, Hispanic women, Asian men,
Asian women, American Indian men, or American Indian women in SES positions.
             »
Of the 92 supervisory and managerial positions in Region III, 12.0% were held by minorities and
31.5% by women. Among the minorities, 9.8% of the positions were occupied by Blacks and 2.2%
by Hispanics. There were no Hispanic women, Asian men, Asian women, American Indian men, or
American Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  Region  III had 508 employees in the Professional job category,
comprising 53.0% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region III. Table 1 shows the protected groups in
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. Under
representation in these job series can be eliminated with the addition of 1  American Indian
Environmental Engineer, and 1 each Hispanic,  Asian,  and American Indian Physical Scientist.
There are no American Indians in the Environmental Engineer or Physical Scientist series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Env. Engineer
Series
819
Total 169
Attorney
Series
905
Total 84
Phys. Scientist
Series
1301
Total 175

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
16
6
+ 10
3.4
13
3
+ 10
4.6
14
9
+5
HISPANIC
3.0
12
6
+6
2.5
3
^
0
1.9
•>
j
4
-1
ASIAN
7.5
13
13
0
1.4
3
2
+ 1
^ ^
j.j
5
6
-1
AMERICAN
INDIAN
0.3
0
1
-1
0.2
1
1
0
0.4
0
1
-1
WOMEN
9.8
46
17
+29
24.5
46
21
+25
29.0
72
51
+21
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

-------
An analysis by grade level shows that 77.8% or 395 employees of Region Ill's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 16.2% of the positions
and women held 37.7%. Among minorities, Blacks held 8.9% of the positions, Hispanics 3.5%,
Asians 3.5%, and American Indians 0.25%. There were no American Indian women in this grade
group.
ADMINISTRATIVE POSITIONS: Region III had
327 employees in the Administrative job category,
comprising 34.1% of its total work force. Hispanics,
Asians, and American Indians are under represented
while Blacks and women are at parity. Chart 2 shows
the under represented groups in Administrative
positions. To achieve parity in this job category,
Region III should add 10 Hispanics, 6 Asians and 2
American Indians.
20
15
10
CHART 2. ADMINISTRATIVE
Under Represented Prelected Groups
17
10
Asian
Llimlxaniji
ruspanic
Amer. Indian
Parity
Onboard
Further analysis by grade level shows that 48.3% or
158 employees of Region Ill's Administrative work force were at grades GS/GM 13-15. Of this
grade group, minorities held 13.9% of the positions and women held 41.8%. Among minorities,
Blacks held 11.4% of the positions, Hispanics 0.6%, and Asians 1.9%. There were no Hispanic
women, Asian men, American Indian men, or American Indian women in this grade group.

As of September 30, 1999, 6 Region III employees or 0.63% had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

Region III had a net increase of 1.8% or 17 employees in its total work force (from 941 to 958). The
representation of minorities increased from 24.3% to 25.8%, while the representation for women
decreased from 51.9% to 51.8%. There was a net increase of 8 Blacks, 2 Hispanics, 8 Asians, and 8
women, while American Indians remained the same at 1.

In Professional occupations, there was an increase of 2.4% or 12 employees (from 496 to 508).
Minority representation increased from 17.3% to 19.3% and the representation of women increased
from 37.3% to 38.4%. There was a net increase of 4 Blacks, 2 Hispanics, 6 Asians, and 10 women,
while American Indians remained the same at 1.

-------
In Administrative occupations, there was an increase of 6.5% or 20 employees (from 307 to 327).
Minority representation increased from 21.2% to 21.4% and the representation of women increased
from 55.1% to 55.7%. There was a net increase of 3 Blacks, 2 Asians, and 13 women, while
Hispanics remained the same at 7. There were no Asian men, American Indian men, or American
Indian women in Administrative occupations as of September 30, 1999.

At the GS/GM-13 level, there was an increase of 11.7% or 35 employees (from 298 to 333).
Minority representation decreased from 16.8% to 16.2%, while the representation for women
increased from 37.9% to 40.2%. There was a net increase of 3 Blacks, 1 Hispanic, and 21 women,
while Asians and American Indians remained the same at 12 and 1, respectively. There were no
American Indian women at this level as of September 30, 1999.

At the GS/GM-14 level, there was an increase of 15.1% or 21 employees (from 139 to 160). The
percentage of minorities increased from 14.4% to 15.0% and the percentage for women increased
from 36.0% to 38.1%. there was a net increase of 3 Blacks, 2 Asians, and 11 women, while
Hispanics had a net decrease of 1. There were no American Indian men or American Indian women
at this level as of September 30, 1999.

At the GS/GM-15 level, there was an increase of 27.7% or 13 employees (from 47 to 60). The
percentage of minorities increased from 12.8% to 13.3% and the percentage for women increased
from 29.8% to 33.3%. There was a net increase of 1 Black, 1 Hispanic, and 6 women. There were
no Asian men, Asian women, American Indian men, or American Indian women at this level as of
September 30, 1999.

The SES members decreased by 33.3% or 3 employees (from 9 to 6). There was no minority
representation. The representation for women decreased from 22.2% to 16.7%. The number of
women decreased by 1. Black men, Black women, Hispanic men, Hispanic women, Asian men,
Asian women, American Indian men, and American Indian women were absent at the SES level as
of September 30, 1999.

There was an increase of 3.4% or 3 employees (from 89 to 92) in managerial and supervisory
positions. Minority representation increased from 11.2% to 12.0% and the representation for
women decreased from 32.6% to 31.5%. Blacks had a net increase of 1, while Hispanics remained
the same at 2. There were no Hispanic women, Asian men, Asian women, American Indian men, or
American Indian women in these positions as of September 30, 1999.

Employees with targeted disabilities increased by 20.0% or 1 employee (from 5 to 6). Their
representation of the total work force increased from 0.53% to 0.63%.

-------

-------
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 tinder 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 (87.7%) 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 ofthe 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.

r^n M, 0.7

1
Hispanic Amer Indian Pers. w/Disab
Black Asian Women
Of Region IV's total work force, 45.7% or 532
employees were at grades GS/GM 13-15.
Minorities held 23.3% of the positions in this grade group, while women held 34.4%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 17.1%, Hispanics 3.6%, Asians
1.7%, and American Indians 0.90%.

There were 349 employees at the GS/GM-13 level. Minorities comprised 24.1% of these positions
and women 32.7%. Among minorities, Blacks held 16.3%, Hispanics 4.6%, Asians 2.0%, and
American Indians 1.2%. Minorities were 23.5% of the 132 employees at the GS/GM-14 level and
women were 38.6%. Among minorities, Blacks held 20.5% of the positions, Hispanics 1.5%,
Asians 0.80%, and American Indians 0.80%. There were no Hispanic women, Asian men or
American Indian women at this grade level. Minorities represented 17.7% of the 51 employees at
the GS/GM-15 level, while women comprised 35.3%. Among minorities, Blacks held 13.7% of the
positions, Hispanics 2.0% and Asians 2.0%. There were no Hispanic women, Asian women or

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

Of the 105 supervisory and managerial positions in Region IV, 21.9% were held by minorities and
32.4% by women.  Among the minorities, 18.1% of the positions were occupied by Blacks, 2.9% by
Hispanics, and 1.0% by Asians.  There were no Hispanic women, Asian women, or American
Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS: Region IV had 680 employees in the Professional job category,
comprising 58.5% 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, 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, 4 Asians, 1 American Indian and 7 women Biologists;  1 Hispanic Attorney; 4 Asian
Environmental Engineers and 6 Asian Physical Scientists.  There were no Hispanic women, Asian
men or American Indians in the Biologist series; no Hispanic women or Asian men in the Attorney
series; no American Indian women in the Environmental Engineer series, and no Hispanic women
or Asian women in the Physical Scientist series.

Table 1.  Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Biologist
Series
401
Total 76
Attorney
Series
905
Total 74
Envir, Eng.
Series
819
Total 245
Physical Sci.
Series
1301
Total 200

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.9
10
3
+7
3.4
17
3
+14
3.4
36
9
+27
4.6
32
10
+22
HISPANIC
3.2
2
3
-1
2.5
1
2
-1
3.0
22
8
+14
1.9
4
4
0
ASIAN
7.3
2
6
-4
1.4
2
2
0
7.5
15
19
-4
3.3
1
7
-6
AMERICAN
INDIAN
0.4
0
1
-1
0.2
2
1
+1
0.3
1
1
0
0.4
3
1
+2
WOMEN
41.7
25
32
-7
24.5
40
19
+21
9.8
76
25
+51
29.0
72
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 55.9% or 380 employees of Region IV's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 22.4% of the positions
and women held 32.1%. Among minorities, Blacks held 14.7% of the positions, Hispanics 4.2%,
Asians 2.1%, and American Indians 1.3%.
ADMINISTRATIVE POSITIONS: Region IV
had 340 employees in the Administrative job
category, comprising 29.2% of its total work force.
Hispanics and Asians were under represented, while
Blacks, American Indians, and women were at
parity. Chart 2 shows the under represented groups
in Administrative positions. To achieve parity for
these protected groups, Region IV should add 9
Hispanics and 6 Asians.
20--
CHART2. ADMINISTRATIVE
Under Represented Protected Groups
18
Asian
Hispanic
D Parity
Onboard
Further analysis by grade level shows that 44.7% or
152 employees of Region IV's Administrative work
force were at grades GS/GM 13-15. Of this grade
group, minorities held 25.7% of the positions and
women held 40.1%. Among minorities, Blacks held 23.0% of the positions, Hispanics 2.0%, and
Asians 0.70%. 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, 12 employees or 1.0% had targeted disabilities, therefore, this group was under
represented as of September 30, 1999.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

Region IV had a net decrease of 0.47% or 5 employees in its total work force (from 1,068 to 1,163).
The representation of minorities increased from 34.2% to 34.8% and the representation for women
increased from 48.9% to 49.6%. There was a net increase of 34 Blacks, 2 Hispanics, 3 Asians, 1
American Indian, and 55 women..

In Professional occupations, there was an increase of 10.8% or 66 employees (from 614 to 680).
Minority representation increased from 23.3% to 24.9%, and the representation of women increased
from 34.7% to 36.2%. There was a net increase of 20 Blacks, 3 Asians, 3 American Indians, and 33
women, while the number of Hispanics remained at 32.

-------
In Administrative occupations, there was an increase of 20.6% or 58 employees (from 282 to 340).
Minority representation increased from 37.6% to 38.2% and the representation of women increased
from 53.2% to 58.2%. There was a net increase of 25 Blacks, 1 Hispanic, and 48 women, while
American Indians had a net decrease of 2. The number of Asians remained the same at 4. There
were no American Indian men in Administrative occupations as of September 30, 1999.

At the GS/GM-13 level, there was an increase of 30.2% or 81 employees (from 268 to 349).
Minority representation increased from 26.1% to 24.1% while the representation of women
decreased from 34.0% to 32.7%. There was a net increase of 13 Blacks, 2 Asians, and 26 women,
while Hispanics had a net decrease of 1. The number of American Indians remained the same at 4.

At the GS/GM-14 level, there was an increase of 17.9% or 20 employees (from 112 to 132). The
percentage of minorities increased from 20.5% to 23.5% and the percentage for women increased
from 33.0% to 38.6%. There was a net increase of 8 Blacks, and 14 women while Hispanics, Asians
and American Indians remained at 2, 1, and 1, respectively. There were no Hispanic women, Asian
men or American Indian women at this level as of September 30, 1999.

At the GS/GM-15 level, there was an increase of 8.5% or 4 employees (from 47 to 51). The
percentage of minorities increased from 17.0% to 17.7% and the percentage for women increased
from 31.9% to 35.3%. There was a net increase of 1 Hispanic, and 3 women, while Blacks and
Asians remained the same at 7 and 1, respectively. There were no Hispanic women, Asian women,
or American Indians at this level as of September 30,1999.

The number of SES members increased by 33.3% or 2 employees (from 6 to 8). The representation
of minorities increased from 16.7% to 25.0% while the representation for women decreased from
16.7% to 12.5%. There was a net increase of 1 Black. There were no Hispanics, Asians or
American Indians at this level as of September 30,1999.

There was a decrease of 5.4% or 6 employees (from 111 to 105) in supervisory and managerial
positions. Minority representation increased from 20.7% to 21.9% while the representation of
women decreased from 34.2% to 32.4%. There was a net decrease of 4 women, while Blacks,
Hispanics, and Asians remained at 19, 3, and 1, respectively. There were no Hispanic women, Asian
women or American Indians in these positions as of September 30, 1999.

Employees with targeted disabilities increased by 71.4% or 5 employees (from 7 to 12). Their
representation in the work force increased from 0.66% to 1.0%.

-------
f^^
                                      Region V
                  \
IL
IN
MI
MN
OH
WI

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

This summary presents a workforce pro/lie 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 (87.9%) 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.

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 September 30, 1999, there
were 1,303 employees in Region V. Minorities
occupied 35.8% of positions, while women
occupied 50.6%. Among minorities, Blacks
held 25.1% of Region V's positions, Hispanics
4.5%, Asians 5.7%, American Indians 0.61%,
and Persons with Targeted Disabilities 1.6%.
Chart 1 shows the percent distribution of the
protected groups of Region V's total work force.
CHART 1. WORK FORCE COMPOSITION
Percent Protected Groups
60
50 i
40 i-
50.6
30:
25.1

o.ei
1.6
Hispanic
Black
Asian
Amer. Indian Pens. w/Diaab
Women
Of Region V's total work force, 50.0% percent
or 652 employees were at grades GS/GM 13-15. Minorities held 19.6% of the positions in this
grade group, while women held 36.7%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 10.0%, Hispanics 2.9%, Asians 6.1%, and American Indians 0.61%.

There were 426 employees at the GS/GM-13 level. Minorities comprised 20.4% and women
comprised 35.0%. Among minorities. Blacks held 10.1% of the positions, Hispanics 2.6%, Asians
6.8%, and American Indians 0.94%. Minorities were 20.1% of the 174 employees at the GS/GM-14
level and women were 37.4%.. Among minorities. Blacks held 9.8% of the positions, Hispanics
4.0%, and Asians 6.3%. There were no American Indian men or American Indian women at this
grade level. Minorities represented 11.5% of the 52 employees at the GS/GM-15 level, while
women comprised 48.1%. Among minorities, Blacks held 9.6% of the positions and Hispanics
1.9%. There were no Hispanic women, Asian men, Asian women, American Indian men, or
American Indian women at this level.

-------
Of the 9 SES positions in Region V, 11.1% were held by minorities and 33.3% by women. Among
minorities, Blacks hold 11.1% of the positions. There were no Black men, Hispanic men, Hispanic
women, Asian men, Asian women, American Indian men, or American Indian women in SES
positions.

Of the 106 supervisory and managerial positions in Region V, 18.9% were held by minorities and
39.6% by women. Among the minorities, 11.3% of the positions were occupied by Blacks, 2.8% by
Hispanics, and 4.7% by Asians.  There were no American Indian men or American Indian women in
supervisory and managerial positions.

PROFESSIONAL POSITIONS:  Region V had 625 employees in the Professional job category,
comprising 48.0% of its work force. This analysis includes the most populous (series with 25 or
more employees) Professional occupations in Region V.  Table 1 shows  the protected groups in
Biologist series 401, Environmental Engineer series 819, Attorney series 905, Physical Scientist
series 1301, and Chemist series 1320.  Under representation in these job  series can be eliminated
with the addition  of 1 Hispanic and 2 Asian Biologists and 1 each American Indian Environmental
Engineer, Physical Scientist, and Chemist. There were no American Indians in the Environmental
Engineer, Physical Scientist, or Chemist series.

Table 1. Most Populous Professional Occupations by Race. Hispanic Origin, and Women: September 30, 1999
SERIES
Biologist
Series
401
Total 40
Env. Engineer
Series
819
Total 181
Attorney
Series
905
Total 1 1 1

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.9
3
2
-Hi
3.4
16
7
+9
3.4
7
4
+3
HISPANIC
3.2
1
2
-1
3.0
10
6
+4
2.5
8
i
j
+5
ASIAN
7.3
1
3
_2
7.5
23
14
+9
1.4
10
2
+8
AMERICAN
INDIAN
0.4
1
1
0
0.3
0
1
-1
0.2
2
1
+ 1
WOMEN
41.7
20
17
+3
9.8
52
18
+34
24.5
49
28
+21

-------
SERIES
Phys. Scientist
Series
1301
Total 169
Chemist
Series
1320
Total 35

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
4.6
12
8
+4
6.1
3
3
0
HISPANIC
1.9
4
4
0
3.2
4
2
+2
ASIAN
3.3
13
6
+7
9.8
8
4
+4
AMERICAN
INDIAN
0.4
0
1
-1
0.2
0
1
-1
WOMEN
29.0
57
50
+7
27.4
13
10
+3
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 63.4 % or 396 employees of Region V'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 31.1%. Among minorities, Blacks held 6.6% of the positions, Hispanics 3.5%,
Asians 7.3%, and American Indians 0.51%. There were no American Indian men in this grade
group.
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
30.-
t.
25 ir
20 h
15t
"f
28

16
isiiisft

Hispanic
Q Parity [23 Onboard
ADMINISTRATIVE POSITIONS - Region V
had 520 employees in the Administrative job
category, comprising 39.9% of its total work force.
Hispanics were under represented while Blacks,
Asians, American Indians, and women were at
parity. Chart 2 shows the under represented group
in Administrative positions. To achieve parity in
this job category, Region V should add 12
Hispanics.
Further analysis by grade level shows that 49.2% or
256 employees of Region V's Administrative work force were at grades GS/GM 13-15. Of this
grade group, minorities held 22.3% of the positions and women held 45.3%. Among minorities,
Blacks held 15.2% of the positions, Hispanics 2.0%, Asians 4.3%, and American Indians 0.78%.
There were no American Indian women in this grade group.

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

-------
As of September 30, 1999, 21 Region V employees or 1.6% had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

Region V had a net increase of 2.8% or 35 employees in its total work force (from 1,268 to 1,303).
The representation of minorities increased from 34.9% to 35.8% and the representation for women
increased from 50.1% to 50.6. There was a net increase of 14 Blacks, 6 Hispanics, 3 Asians, 1
American Indian, and 24 women.

In Professional occupations, there was an increase of 3.5% or 21 employees (from 604 to 625).
Minority representation increased from 21.5% to 22.2%, while the representation for women
increased from 33.8% to 35.8%. There was a net increase of 3 Blacks, 3 Hispanics. 2 Asians, 1
American Indian, and 20 women.

In Administrative occupations, there was an increase of 6.3% or 31 employees (from 489 to 520).
Minority representation increased from 33.7% to 36.9%, while the representation for women
increased 55.2% to 55.8%. There was a net increase of 23 Blacks, 3 Hispanics, 1 Asian, and 20
women, while American Indians remained the same at 3.

At the GS/GM-13 level, there was an increase of 15.1% or 56 employees (from 370 to 426).
Minority representation increased from 18.4% to 20.4% and the representation for women increased
from 32.4% to 35.0%. There was a net increase of 8 Blacks, 1 Hispanic, 8 Asians, 2 American
Indians, and 29 women.

At the GS/GM-14 level, there was an increase of 5.5% or 9 employees (from 165 to 174). Minority
representation increased from 17.0% to 20.1%, while the percentage for women decreased from
38.8% to 37.4%. There was a net increase of 2 Hispanics, 5 Asians, and 1 woman, while Blacks
remained the same at 17. There were no American Indian men or American Indian women at this
level as of September 30, 1999.

At the GS/GM-15 level, there was an increase of 18.2% or 8 employees (from 44 to 52). Minority
representation increased from 6.8% to 11.5% and the percentage for women increased from 40.9%
to 48.1%. There was a net increase of 3 Blacks and 7 women, while Hispanics remained the same at
1. There were no Hispanic women, Asian men, Asian women, American Indian men, or American
Indian women at this level as of September 30, 1999.

The SES members remained the same at 9. The representation of minorities and women remained
the same at 11.1% and 33.3%, respectively. Blacks remained the same at 1. Black men, Hispanic
men, Hispanic women, Asian men, Asian women, American Indian men, and American Indian
women were absent at the SES level as of September 30, 1999.

Supervisory and managerial positions increased by 2.9% or 3 employees (from 103 to 106).
Minority representation increased from 17.5% to 18.9%, while the representation for women

-------
increased from 36.9% to 39.6%. Blacks had a net increase of 3, Asians 1, and women 4, while
Hispanics remained the same at 3. There were no American Indian men or American Indian women
in these positions as of September 30, 1999.

Employees with targeted disabilities increased by 23.5% or 4 employees (from 17 to 21). Their
representation in the total work force increased from 1.3% to 1.6%.

-------
 ^
ARKANSAS
 4
          •\

-------
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%) 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.

10
n

19.1

11.1

4.6 , _
I I rll,
50.6

1
Black
Hispanic Amer. Indian Pers. w/Disab
Asian Women
Of Region VI's total work force, 50.6%
percent or 453 employees were at grades GS/GM 13-15. Minorities held 25.4% of the positions in
this grade group, while women held 36.9%. Minorities were represented at the GS/GM 13-15 level
as follows: Blacks 10.4%, Hispanics 9.7%, Asians 4.2%, and American Indians 1.1%.

There were 327 employees at the GS/GM-13 level. Minorities comprised 27.2% while women
comprised 37.6%. Among minorities, Blacks held 10.4% of the positions, Hispanics 10.1%, Asians
5.5%, and American Indians 1.2%. Minorities were 20.9% of the 86 employees at the GS/GM-14
level while women were 38.4%. Among minorities, Blacks held 11.6% of the positions, Hispanics
8.1%, and American Indians 1.2%. There were no Asians or American Indian women at this grade
level. Minorities represented 20% of the 40 employees at the GS/GM-15 level, while women
comprised 27.5%. Among minorities, Blacks held 7.5% of the positions, Hispanics 10%, and
Asians 2.5%. There were no Asian women, American Indian men, or American Indian women at

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

Of the 77 supervisory and managerial positions in Region VI, 16.9% were held by minorities and
36.8% by women. Among the minorities, 10.4% of the positions were occupied by Blacks, 5.2% by
Hispanics, and 1.3% by Asians.  There were no Asian women, American Indian men, or American
Indian women in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  Region VI had 464 employees in the Professional job category,
comprising 51.8% of its work force.  This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region VI. Table 1 shows the protected groups in
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. There
was no under representation in these series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Envir.
Engineer
Series 08 19
Total 179

Attorney
Series 0905
Total 57


Physical
Scientist
Series 1301
Total 158


Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference ;
BLACK
3.4
15
7
+8
3.4
13
2
+11
4.6
14
8
+6
HISPANIC
3.0
25
6
+19
2.5
4
2
+2
1.9
14
4
+10
ASIAN
7.5
16
14
+2
1.4
2
1
+ 1
3.3
10
6
+4
AMERICAN
INDIAN
0.3
1
1
0
0.2
1
1
0
0.4
1
1
0
WOMEN
9.8
43
18
+25
24.5
26
14
+ 12
29
55
46
+9
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 71.1% or 330 employees of Region VI's Professional work
force were at grades GS/GM 13-15. In this grade grouping, minorities held 24.9% of the positions
and women held 29.1%. Among minorities, Blacks held 9.1% of the positions, Hispanics 10.3%,
Asians 4.9%, and American Indians 0.61%.

-------
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
IU
8
6

4
2

-
-

9
- A ^f
A - , '*\
•°s» ^*"
v ^ ?tl-
^•pi

Asians
Parity Q Onboard
ADMINISTRATIVE POSITIONS: Region VI
had 342 employees in the Administrative job
category, comprising 38.2% of its total work force.
Asians were under represented while Blacks,
Hispanics, American Indians, and women were at
parity. Chart 2 shows the under represented group
in Administrative positions. To achieve parity,
Region VI should add 1 Asian.

Further analysis by grade level shows that 36% or
123 employees of Region VI's Administrative work
force were at grades GS/GM 13-15. Of this grade
group, minorities held 26.8% of the positions and
women held 57.7%. Among minorities, Blacks held
13.8% of the positions, Hispanics 8.1%, Asians 2.4%, and American Indians 2.4%.

As of September 30, 1999, 9 Region VI employees, or 1.0%, had targeted disabilities; therefore, this
group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period
of September 30, 1997 to September 30, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

Region VI had a net increase of 0.45%% or 4 employees in its total work force (from 892 to 896).
The representation of minorities increased from 33.3% to 36.4% while the representation of women
decreased from 50.7% to 50.6%. There was a net increase of 8 Blacks, 8 Hispanics, 13 Asians, and
1 woman while American Indians remained the same at 15.

In Professional occupations, there was an increase of 0.43% or 2 employees (from 462 to 464).
Minority representation increased from 26.6% to 29.1% and the representation of women increased
from 30.3% to 31.7%. There was a net increase of 6 Hispanics, 7 Asians, and 7 women, while
American Indians decreased by 1 and Blacks remained the same at 49.

In Administrative occupations, there was an increase of 6.2% or 20 employees (from 322 to 342).
Minority representation increased from 32.0% to 38.3% while the representation for women
decreased from 66.8% to 65.8%. There was a net increase of 14 Blacks, 7 Hispanics, 6 Asians, 1
American Indian, and 10 women.
At the GS/GM-13 level, there was an increase of 47.3% or 105 employees (from 222 to 327).

-------
Minority representation increased from 26.6% to 27.2% and the representation of women increased
from 36.0% to 37.6%. There was a net increase of 7 Blacks, 10 Hispanics, 10 Asians, 3 American
Indians, and 43 women.

At the GS/GM-14 level, there was an increase of 4.9% or 4 employees (from 82 to 86). The
percentage of minorities increased from 13.4% to 20.9% and the percentage of women increased
from 36.6% to 38.4%. There was a net increase of 4 Blacks, 3 Hispanics, and 3 women, while
American Indians remained the same at 1. There were no Asians or American Indian women at this
level as of September 30, 1999.

At the GS/GM-15 level, there was an increase of 29% or 9 employees (from 31 to 40). The
percentage of minorities decreased from 22.6% to 20% while the percentage of women increased
from 22.6% to 27.5%. There was a net increase of 1 Hispanic, 1 Asian, and 4 women, while Blacks
had a net decrease of 1. There were no Asian women, American Indian men, or American Indian
women at this level as of September 30, 1999.

The SES members increased by 40.0% or 2 employees (from 5 to 7). The representation of
minorities increased from 20.0% to 28.6% while the representation of women increased from 0% to
14.3%. There were net gains of 1 Black and 1 woman. Hispanics, Asians, and American Indians
were absent at the SES level as of September 30,1999.

There was an increase of 2.7% or 2 employees (from 75 to 77) in supervisory and managerial
positions. Minority representation decreased from 20.0% to 16.9% while the representation of
women increased from 33.3% to 33.8%. There was a net increase of 1 woman and 1 Asian while
Hispanics and Blacks had net decreases of 1 and 2, respectively. There were no Asian women,
American Indian men, or American Indian women in these positions as of September 30, 1999.

Employees with targeted disabilities remained the same at 9. Their representation in the total work
force also remained the same at 1.0%.

-------
fAg^                                                                                                                                   taw*;

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

This summary presents a work force profile for Region VII's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For this
analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, -women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (86.9%) of the Region's work
force. In the analysis, the percentages are rounded to one decimal place except -when the
percentage is less than 1 percent.

14.5

50.6

rig-, ^g_ 1.2

0.52
Hispanic Amer. Indian Pers. w/Disab
Black
Asian
Women
OVERVIEW: As of September 30, 1999, there
were 579 employees in Region VII. Minorities
occupied 20.6% of the Region's positions while
women occupied 50.6%. Blacks held 14.5% of
the Region's positions, Hispanics 3.3%, Asians
1.6%, American Indians 1.2%, and Persons with
Targeted Disabilities 0.52%. Chart 1 shows the
percent distribution of the protected groups in
Region VII's total work force.

Of Region VII's total work force, 49.2% percent
or 285 employees were at grades GS/GM 13-15.
Minorities held 12.3% of the positions in this
grade group, while women held 34.7%. Minorities were represented at the GS/GM 13-15 level as
follows: Blacks 8.4%, Hispanics 2.1%, Asians 0.35%, and American Indians 1.4%. There were no
Asian women in this grade group.

There were 206 employees at the GS/GM-13 level. Minorities comprised 13.1% and women
comprised 33.0%. Among minorities, Blacks held 8.7% of the positions, Hispanics 1.9%, Asians
0.49%, and American Indians 1.9%. There were no Asian women at this level. Minorities were
11.1% of the 63 employees at the GS/GM-14 level and women were 33.3%. Among minorities,
Blacks held 7.9% of the positions and Hispanics held 3.2%. There were no Asians or American
Indians at this level. Minorities represented 6.3% of the 16 employees at the GS/GM-15 level,
while women comprised 62.5% and Blacks held 6.3% of the positions. There were no Black men,

-------
Hispanics, Asians, or American Indians at this level.

There were 7 employees at the SES level in Region VII. Minorities comprised 14.3% of the
positions at this level, and women comprised 14.3%. Blacks held 14.3% of the positions.  There
were no Black women, Hispanics, Asians or American Indians at this level.

Of the 51 supervisory and managerial positions in Region VII, 13.7% were held by minorities and
41.2% by women. Among the minorities, 9.8% of the positions were held by Blacks, and  3.9% by
Hispanics.  There were no Asians, or American Indians in supervisory and managerial positions.

PROFESSIONAL POSITIONS:  Region VII had 281 employees in the Professional job category,
comprising 48.5% of its work force. This analysis includes all the most populous (series with 25 or
more employees) Professional occupations in Region VII.  Table 1 shows the protected groups in
Environmental Engineer series 819, Attorney series 905, and Physical Scientist series 1301. Under
representation can be eliminated with the addition of 7 Asians and 1 American Indian
Environmental Engineers; 1 American Indian Attorney; and 3 Blacks, 2 Hispanics, and 5 women
Physical Scientists. There were no Asian women or American Indians 819 series; no Hispanic men
or American Indians in the 905 series; and no Black men, Hispanics, or Asian women in the 1301
series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women:  September 30, 1999
SERIES
Env. Eng.
Series 8 19
Total 95
Attorney
Series 905
Total 36
Phy. Sci.
Series 1301
Total 90

Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# Difference
# Parity
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
5
4
+1
3.4
2
2
0
4.6
2
5
-3
HISPANIC
3.0
4
3
+1
2.5
1
1
0
1.9
0
2
-2
ASIAN
7.5
1
8
-7
1.4
2
1
+1
3.3
3
3
0
AMERICAN
INDIAN
0.3
0
1
-1
0.2
0
1
-1
0.4
3
1
+2
WOMEN
9.8
21
10
+11
24.5
17
9
+8
29.0
22
27
-5
*Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant civilian
labor force for a specific occupational series or occupational category.
An analysis by grade level shows that 64.8 % or 182 employees of Region VII's Professional work

-------
force were at grades GS/GM 13-15. In this grade grouping, minorities held 6.6% of the positions
and women held 28.0%. Among minorities, Blacks held 3.3% of the positions, Hispanics 1.7%, and
American Indians 1.7%. There were no Asians or American Indian women in this grade group.

ADMINISTRATIVE POSITIONS - Region VII had 222 employees in the Administrative job
category, comprising 38.3% of its total work force.
Hispanics and Asians were under represented while CHART 2. ADMINISTRATIVE
Blacks, American Indians, and women were at parity.
Chart 2 shows the under represented groups in
Administrative positions. To achieve parity for these
protected groups in this job category, Region VII should
add 2 Hispanics and 5 Asians.

Further analysis by grade level shows that 46.4% or 103
employees of Region VII's Administrative work force
were at grades GS/GM 13-15. Of this grade group, D "* •
minorities held 22.3% of the positions and women held
46.6%. Among minorities, Blacks held 17.5% of the positions, Hispanics 2.9%, Asians 0.97%, and
American Indians 0.97%. There were no Asian women or American Indian men in this grade
group.

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

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

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference period of
September 30, 1997 to SeptemberSO, 1999 is used for the change analysis because it reflects the
time period for the Diversity Action Plan Initiative.

Region VII had a net increase of 8.6% or 46 employees in its total work force (from 533 to 579).
The representation of minorities increased from 15.8% to 20.6% and the representation for women
increased from 48.8% to 50.6%. There was a net increase of 20 Blacks, 8 Hispanics, 5 Asians, 2
American Indians, and 33 women.

In Professional occupations, there was an increase of 4.9% or 13 employees (from 268 to 281).
Minority representation increased from 10.8% to 11.4%, while the representation for women
remained the same at 29.9%. There was a net decrease of 5 Blacks and a net increase of 1 Hispanic,
3 Asians, 4 American Indians, and 4 women.

In Administrative occupations, there was an increase of 14.4% or 28 employees (from 194 to 222).

-------
Minority representation increased from 17.0% to 27.0% and the representation for women increased
from 58.8% to 60.4%. There was a net increase of 21 Blacks, 5 Hispanics, 2 Asians, and a net
decrease of 1 American Indian. There were no American Indian women in these occupations as of
September 30, 1999.

At the GS/GM-13 level, there was an increase of 48.2% or 67 employees (from 139 to 206).
Minority representation increased from 8.6% to 13.1% and the representation for women increased
from 30.9% to 33.0%. There was a net increase of 11 Blacks, 1 Hispanic, 2 American Indians, and
25 women. The number of Asians remained the same at 1. There were no Asian women at this
level as of September 30,1999.

At the GS/GM-14 level, there was an increase of 8.6% or 5 employees (from 58 to 63). The
percentage of minorities increased from 10.4% to 11.1% and the percentage for women increased
from 31.0% to 33.3%. There was a net increase of 1 Black, 1 Hispanic, and 3 women while the
number of American Indians decreased by 1. As of September 30, 1999 there were no Asians or
American Indians at this level.

At the GS/GM-15 level, there was a decrease of 11.1 % or 2 employees (from 18 to 16). The
percentage of minorities increased from 0.0% to 6.3% and the percentage for women increased from
50.0% to 62.5%. There was a net increase of 1 Black and 1 woman. There were no Black men,
Hispanics, Asians, or American Indians at this level as of September 30, 1999.

The number of SES members in Region VII remained the same at 7. The percentage of minorities
and the percentage of women remained the same at 14.3% each. The number of minorities and
women remained the same at 1 Black and 1 woman. There were no Black women, Hispanics,
Asians or American Indians at this level as of September 30, 1999.

There was an increase of 10.9% or 5 employees (from 46 to 51) in supervisory and managerial
positions. Minority representation increased from 10.9% to 13.7%, and the representation for
women increased from 34.8% to 41.2%. There was a net increase of 2 Blacks, 1 Hispanic, and 5
women, and a net decrease of 1 American Indian, while Asians and American Indian women
remained the same at 0. There were no Asians or American Indians in these positions as of
September 30,1999.

Employees with targeted disabilities decreased by 2 employees (from 5 to 3). Their representation
in the total work force decreased from 0.94% to 0.52%.

-------
•w^^ii^iiWiWsrww^^

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

This summary presents a work force profile for Region VIII's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For
this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (91.9%) of Region VIII's
workforce. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than I percent.

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

2.6 1.8
50.4

I
0.65
Hispanic
Black
Amer. Indian Pens. w/Disab
Asian Women
Of Region VIII's total work force, 59.8% or 370
employees were at grades GS/GM 13-15.
Minorities held 11.9% of the positions in this grade group, while women held 39.5%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 3.2%, Hispanics 5.4%, Asians
2.2%, and American Indians 1.1%.

There were 249 employees at the GS/GM-13 level. Minorities comprised 11.7% and women
comprised 40.2%. Among minorities, Blacks held 2.8% of these positions, Hispanics 5.2%,
Asians 2.4%, and American Indians 1.2%. Minorities were 10.7% of the 84 employees at the
GS/GM-14 level and women were 39.3%. Among minorities, Blacks held 1.2% of the positions,
Hispanics 7.1%, and Asians 2.4%. There were no Asian men or American Indians at this level.
Minorities represented 16.2% of the 37 employees at GS/GM-15 level, while women comprised
35.1%. Among minorities, Blacks held 10.8% of the positions, Hispanics 2.7%, and American

-------
 Indians 2.7%. There were no Hispanic women, Asian men or women, or American Indian men
 at this level.
 Of the 7 SES positions in Region VIII, 14.3% were held by minorities and 28.6% by women.
 There were no Blacks, Hispanics, Asians, or American Indian women in the SES positions.

 Of the 56 supervisory and managerial positions in the Region, 17.9% were held by minorities and
 32.1% by women. Among the minorities, 7.1% of the positions were occupied by Blacks, 5.4%
'by Hispanics, 1.8% by Asians, and 3.6% by American Indians.  There were no Asian men in
 supervisory and managerial positions.

 PROFESSIONAL POSITIONS: Region VIII had 283 employees in the Professional job
 category, comprising 45.7% of its work force. This analysis includes the most populous (series
 with 25 or more employees) Professional occupations in Region VIII. Table 1 shows the
 protected groups in the Environmental Engineer series 819, Attorney series 905, and Physical
 Scientist series 1301.  Under representation can be eliminated by hiring 1 Asian Environmental
 Engineer, 1 American Indian Attorney, and 4 Black and 4Asian Physical Scientists.
 There were no American Indian Attorneys or Asian Physical Scientists.

 Table 1.  Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Envir.
Engineer
Series 8 19
Total 95
Attorney
Series
905
Total 46
Physical
Scientist
1301
Total 94

Percent CLF
# On Board
# Parity* .
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
5
4
+1
3.4
3
2
+1
4.6
1
5
-4
HISPANIC
3.0
7
3
+4
2.5
2
2
0
1.9
7
2
+5
ASIAN
7.5
7
8
-1
1.4
3
1
+2
3.3
0
4
-4
AMERICAN
INDIAN
0.3
1
1
0
0.2
0
1
-1
0.4
3
1
+2
WOMEN
9.8
38
10
+28
24.5
23
12
+11
29.0
32
28
+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 77.0% or 218 employees of Region VIII 's Professional
work force were at grades GS/GM 13-15. In this grade grouping, minorities held 12.4% of the
positions and women held 34.4%. Among minorities, Blacks held 3.7% of the positions,
Hispanics 5.5%, Asians 2.8%, and American Indians 0.46%. There were no American Indian
women at this level.
CHART 2. ADMINISTRATIVE
ADMINISTRATIVE POSITIONS: Region VIII Under Represented^ Groups
had 286 employees in the Administrative job 30: 26
category, comprising 46.2% of its total work force.
Blacks and Asians were under represented while
Hispanics, American Indians, and women were at
parity. Chart 2 shows the under represented groups
in Administrative positions. To achieve parity in
this job category, the Region should add 3 Blacks Black Asian
and 3 Asians. g Parity g onboard

Further analysis by grade level shows that 53.1% or 153 employees of the Administrative work
force were at grades GS/GM 13-15. Of this grade group, minorities held 11.2% of the positions
and women held 46.7%. Among minorities, Blacks held 2.6% of the positions, Hispanics 5.3%,
Asians 1.3%, and American Indians 2.0%.

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

As of September 30, 1999, 4 Region VIII employees, or 0.65%, had targeted disabilities,
therefore, this group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference
period of September 30, 1997 to September 30, 1999 is used for the change analysis because it
reflects the time period for the Diversity Action Plan Initiative.

Region VIII had a net increase of 5.5% or 32 employees in its total work force (from 587 to 619).
The representation of minorities increased from 18.9% to 20.4% and the representation for
women increased from 47.0% to 50.4%. There was a net increase of 2 Blacks, 4 Hispanics, 4
Asians, 5 American Indians, and 36 women.

In Professional occupations, there was an increase of 2.2% or 6 employees (from 277 to 283).
Minority representation increased from 13.0% to 17.0% and the representation of women
increased from 36.1% to 38.9%. There was a net increase of 2 Blacks, 3 Hispanics, 3 Asians, 4
American Indians, and 10 women.

-------
In Administrative occupations, there was an increase of 13.0% or 33 employees (from 253 to
286). Minority representation decreased from 21.7% to 19.2% while the representation of
women increased from 50.6% to 55.9%. There was a net increase of 2 Asians, 2 American
Indians, and 32 women while Blacks and Hispanics had a net decrease of 2 each during the same
period.
[
At the GS/GM-13 level, there was an increase of 15.8% or 34 employees (from 215 to 249).
Minority representation increased from 11.6% to 11.7% and the representation of women
increased from 38.6% to 40.2%. There was a net increase of 1 Black, 1 Asian, 3 American
Indians, and 17 women, while Hispanics had a decrease of 1 at this level as of September 30,
1999.

At the GS/GM-14 level, there was an increase of 6.3% or 5 employees (from 79 to 84). Minority
representation increased from 7.6%% to 10.7% and the representation of women increased from
34.2% to 39.3%. There was a net increase of 3 Hispanics, 1 Asian, and 6 women, while Blacks
decreased by 1 and American Indians remained the same at 0. There were no Black men, Asian
men, or American Indians at this level as of September 30, 1999.

At the GS/GM-15 level, there was an increase of 27.6% or 8 employees (from 29 to 37).
Minority representation decreased from 17.2% to 16.2% while the representation of women
increased from 27.6% to 34.1%. There was a net increase of 5 women and 1 Black, while the
number of Hispanics, Asians, and American Indians remained the same at 1, 0, and 1,
respectively. There were no Hispanic women, Asian men, Asian women, or American Indian
men at this level as of September 30, 1999.

The number of SES employees remained the same at 7. The representation of minorities and
women remained the same at 14.3% and 28.6%, respectively. There were no Blacks, Hispanics,
Asians, or American Indian women in the SES level as of September 30, 1999.

The number of employees in supervisory and managerial positions increased by 4 (from 52 to
56). The representation of minorities increased from 15.4% to 17.9% and the representation of
women increased from 28.8% to 32.1%. There was a net increase of 1 Hispanic, 1 Asian, and 3
women while the number of Blacks and American Indians remained the same at 4 and 2,
respectively.

Employees with targeted disabilities had a net decrease of 3, from 7 to 4. Their representation in
the total work force decreased from 1.2% to 0.65%

-------
>*;*^                                            '.
                                    Region IX
                                      AZ
                                      CA
                                      ffl
                                      NV
                                      AS
                                      GU

-------
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 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 of1964, 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.

16.5
r^-i 5-5
1 1 1 1

0.9

0.23
Hispanic Amer. Indian Pers. w/Disab
Black Asian Women
Of Region IX's total work force, 56.7% percent or 502 employees were at grades GS/GM 13-15.
Minorities held 19.7% of the positions in this grade group, while women held 50%. Minorities
were represented at the GS/GM 13-15 level as follows: Blacks 4.6%, Hispanics 4.0%, Asians
10.2%, and American Indians 1.0%.

There were 346 employees at the GS/GM-13 level. Minorities comprised 21.7% while women
comprised 51.7%. Among minorities, Blacks held 4.9% of the positions, Hispanics 4.9%, Asians
10.7%, and American Indians 1.2%. Minorities were 16.4% of the 122 employees at the
GS/GM-14 level while women were 45.1%. Among minorities, Blacks held 3.3% of the
positions, Hispanics 1.6%, Asians 10.7%, and American Indians 0.82%. Minorities represented
11.8% of the 34 employees at the GS/GM-15 level, while women comprised 50%. Among
minorities, Blacks held 5.9% of the positions, Hispanics 2.9%, and Asians 2.9%. There were no
American Indians at this level.

-------
Of the 9 SES positions in Region IX, 33.3% were held by minorities and 55.6% by women.
Among minorities, Hispanics held 11.1% of the positions and Asians held 22.2%.  There were no
Hispanic women, Blacks, or American Indians in SES positions.

Of the 100 supervisory and managerial positions in Region IX, 21% were held by minorities and
49% by women. Among the minorities, 5% of the positions were occupied by Blacks, 3% by
Hispanics, and 13% by Asians.  There were no Black women, American Indian men, or
American Indian women in this group.

PROFESSIONAL POSITIONS:  Region IX had 379 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, and 2 Black and 1 American Indian Physical Scientists. American
Indians were absent from the Physical Scientist series.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Envir.
Engineer
Series
0819
Total 134

Attorney
Series
905
Total 64

Physical
Scientist
Series
1301
Total 119


Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
Percent CLF
# On Board
# Parity*
# Difference
BLACK
3.4
4
5
-1
3.4
4
3
+ 1
4.6
4
6
-2
HISPANIC
3.0
6
5
+1
2.5
4
2
+2
1.9
5
3
+2
ASIAN
7.5
28
11
+17
1.4
4
1
+3
3.3
10
4
+6
AMERICAN
INDIAN
0.3
2
1
+1
0.2
1
1
0
0.4
0
1
-1
WOMEN
9.8
48
14
+34
24.5
35
16
+ 19
29
56
35
+21
* Parity is achieved when the percentage of a protected group is equal to the group's percentage of the relevant
civilian labor force for a specific occupational series or occupational category.

An analysis by grade level shows that 70.2 % or 266 employees of Region IX's Professional
work force were at grades GS/GM 13-15. In this grade grouping, minorities held 16.5% of the
positions and women held 44.7%. Among minorities, Blacks held 4.1% of the positions,
Hispanics 3.0%, Asians 8.7%, and American Indians 0.75%. There were no American Indian

-------
men in this grade group.
CHART 2. ADMINISTRATIVE
Under Represented Protected Groups
35
30
25
20
15
10
5

-
-
-
-
-
-
-

._
Bis
31

V
- ' s

•> . .... »....,. .nt,.,.,?.,, ',„<.,

ck
0 Parity ED Onboard
ADMINISTRATIVE POSITIONS - Region IX
had 431 employees in the Administrative job
category, comprising 48.7% of its total work force.
Blacks were under represented while Hispanics,
Asians, American Indians, and women were at
parity. Chart 2 shows the under represented group
in Administrative positions. To achieve parity,
Region IX should add 8 Blacks.
Further analysis by grade level shows that 54.8% or
236 employees of Region IX's Administrative work
force were at grades GS/GM 13-15. Of this grade
group, minorities held 23.3% of the positions and
women held 55.9%. Among minorities, Blacks held 5.1% of the positions, Hispanics 5.1%,
Asians 11.9%, and American Indians 1.3%. There were no American Indian women in this
grade group.

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

As of September 30, 1999, 2 Region IX employees, or 0.23%, had targeted disabilities; therefore,
this group was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference
period of September 30, 1997 to September 30, 1999 is used for the change analysis because it
reflects the time period for the Diversity Action Plan Initiative.

Region IX had a net increase of 2.8% or 24 employees in its total work force (from 861 to 885).
The representation of minorities increased from 30.2% to 31.1% while the representation of
women decreased from 54.4% to 54.2%. There was a net increase of 2 Blacks, 2 Hispanics, 11
Asians, and 12 women while American Indians remained the same at 8.

In Professional occupations, there was an increase of 2.2% or 8 employees (from 371 to 379).
Minority representation increased from 22.1% to 22.7%, while the representation of women
decreased from 44.5% to 44.1%. There was a net increase of 5 Asians, 1 American Indian, and 2
women. Blacks had a net decrease of 2 while Hispanics remained the same at 15.

In Administrative occupations, there was an increase of 5.4% or 22 employees (from 409 to 431).
Minority representation increased from 28.9% to 30.2% and the representation of women
increased from 56.0% to 56.6%. There was a net increase of 6 Blacks, 1 Hispanic, 5 Asians, and

-------
15 women. American Indians had a net decrease of 1.

At the GS/GM-13 level, there was an increase of 23.1% or 65 employees (from 281 to 346).
Minority representation increased from 20.3% to 21.7% and the representation of women
increased from 49.1% to 51.7%. There was a net increase of 2 Blacks, 5 Hispanics, 9 Asians, 2
American Indians, and 41 women.

At the GS/GM-14 level, there was an increase of 7% or 8 employees (from 114 to 122). The
percentage of minorities increased from 14% to 16.4% and the percentage for women increased
from 43% to 45.1%. There was a net increase of 3 Blacks, 2 Asians, and 6 women, while
Hispanics had a net decrease of 1 and American Indians remained the same at 1. There were no
American Indian men at this level as of September 30, 1999.

At the GS/GM-15 level, there was a decrease of 5.6% or 2 employees (from 36 to 34). The
percentage of minorities increased from 11.1% to 11.8% while the percentage of women
increased from 44.4% to 50%. There was a net increase of 2 Blacks and 1 woman, while Asians
had a net decrease of 2 and Hispanics and American Indians remained the same at 1 and 0,
respectively. There were no Hispanic men, Asian women, American Indian men, or American
Indian women at this level as of September 30, 1999.

The SES members increased by 28.6% or 2 (from 7 to 9). The representation of minorities
increased from 0% to 33.3%, while the representation of women decreased from 57.1% to
55.6%. There was a net gain of 1 Hispanic and 2 Asians. Blacks, Hispanic women, and
American Indians were absent at the SES level as of September 30, 1999.

There was a decrease of 10.7% or 12 employees (from 112 to 100) in supervisory and
managerial positions. Minority representation increased from 17.9% to 21% while the
representation of women decreased from 49.1% to 49%. There was a net increase of 4 Blacks,
while Hispanics, Asians, and women had a net decrease of 2, 1, and 6, respectively. American
Indians remained the same at 0. There were no Black women, American Indian men, or
American Indian women in these positions as of September 30, 1999.

Employees with targeted disabilities had a net decrease of 2. Their representation in the total
work force decreased from 0.47% to 0.23%.

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!H>19^
      Region X
       AK
       ID
       OR
       WA

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U.S. ENVIRONMENTAL PROTECTION AGENCY
REGION X

This summary presents a work force profile for Region X's permanent full-time and part-time
employees, and addresses the existence of under representation among protected groups. For
this analysis, the protected groups are Blacks, Hispanics, Asians, American Indians, women, and
Persons with Targeted Disabilities. The analysis concentrates on the Professional and
Administrative occupations because they represent the vast majority (89.7%) of Region X's work
force. In the analysis, the percentages are rounded to one decimal place except when the
percentage is less than 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.

Of Region X's total work force, 53.0% percent or 344 employees were at grades GS/GM 13-15.
Minorities held 10.5% 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 2.0%, Hispanics 2.6%, Asians
5.2%, and American Indians 0.58%. There were no American Indian women in this grade group.

There were 231 employees at the GS/GM-13 level. Minorities comprised 10.8% and women
42.9%. Among minorities, Blacks held 1.3% of the positions, Hispanics 2.6%, Asians 6.1%, and,
American Indians 0.87%. Minorities were 11.2% of the 89 employees at the GS/GM-14 level
and women were 38.2%. Among minorities, Blacks held 3.4% of the positions, Hispanics 3.4%,
and Asians 4.5%. There were no American Indians at this level. Minorities represented 4.2% of
the 24 employees at the GS/GM-15 level, while women comprised 33.3%. Among minorities,
Blacks held 4.2% of the positions. There were no Black women, Hispanics, Asians, or American
Indians at this level.

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Of the 5 SES positions in Region X, 20.0% were occupied by women and none by minorities.
Of the 53 supervisory and managerial positions in Region X, 13.2% were held by minorities and
39.6% by women. Among the minorities, 5.7% of the positions were occupied by Blacks, 5.7%
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 258 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 2 Black and 1
Hispanic Environmental Engineer; 1  American Indian Attorney;  and 3 Black and 1 American
Indian Physical Scientists.

Table 1. Most Populous Professional Occupations by Race, Hispanic Origin, and Women: September 30, 1999
SERIES
Env. Eng.
819
Total 82

Percent CLF
# On Board
# Parity
# Difference
BLACK
3.4
1
3
-2
HISPANIC
3.0
1
3
-2
ASIAN
7.5
9
7
+2
AMERICAN
INDIAN
0.3
1
1
0
WOMEN
9.8
32
9
+23
Attorney
905
Total 38
Percent CLF
# On Board
# Parity
# Difference
3.4
1
2
-1
2.5
3
1
+2
1.4
1
1
0
0.2
0
1
-1
24.5
20
10
+10
Physical
Scientist
1301
Total 75
Percent CLF
# On Board
# Parity
# Difference
4.6
1
4
-3
1.9
3
1
+2
3.3
5
3
+2
0.4
0
1
-1
29.0
32
22
+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.

An analysis by grade level shows that 68.6 % or 177 employees of the Professional work force in
Region X were at grades GS/GM 13-15. In this grade grouping, minorities held 11.9% of the
positions and women held 39.6%.  Among minorities, Blacks held 1.7% of the positions,
Hispanics 4.0%, and Asians 6.2%.  There were no American Indians in this grade group.

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ADMINISTRATIVE POSITIONS - Region X has 324 employees in the Administrative job
category, comprising 49.9% of its total work force. All protected groups are at parity.

Further analysis by grade level shows that 51.5% or 167 employees of the Region's
Administrative work force are at grades GS/GM 13-15. Of this grade group, minorities hold
9.0% of the positions and women hold 42.5%. Among minorities, Blacks hold 2.4% of the
positions, Hispanics 1.2%, Asians 4.2%, and American Indians 1.2%.

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 September 30,1999,2 Region X employees, or 0.31%, had targeted disabilities, therefore,
this groups was under represented.

CHANGE FROM SEPTEMBER 30,1997, TO SEPTEMBER 30,1999: The reference
period of September 30, 1997 to September 30, 1999 is used for the change analysis because it
reflects the time period for the Diversity Action Plan Initiative.

Region X had a net increase of 7.5% or 45 employees in its total work force (from 604 to 649).
The representation of minorities increased from 14.4% to 17.0% and the representation for
women increased from 51.8% to 53.6%. There was a net increase of 3 Blacks, 3 Hispanics, 12
Asians, 5 American Indians, and 35 women.

In Professional occupations, there was an increase of 7.1% or 17 employees (from 241 to 258).
Minority representation increased from 11.2% to 13.2% and the representation of women
increased from 41.5% to 43.8%. There was a net increase of 2 Hispanics, 5 Asians, and 13
women, while Blacks and American Indians remained the same at 4 and 2, respectively.

In Administrative occupations, there was an increase of 10.2% or 30 employees (from 294 to
324). Minority representation increased from 14.3% to 17.9% and the representation for women
increased from 52.0% to 53.7%. There was a net increase of 6 Blacks, 2 Hispanics, 5 Asians, 3
American Indians, and 21 women.

At the GS/GM-13 level, there was an increase of 12.1% or 25 employees (from 206 to 231).
Minority representation increased from 6.3% to 10.8% and the representation for women
increased from 40.3% to 42.9%. There was a net increase 11 Asians, 2 American Indians, and 16
women, while the number of Hispanics decreased by 1 and the number of Blacks remained the
same at 3. There were no American Indian women at this level as of September 30, 1999.

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At the GS/GM-14 level, there was an increase of 12.7% or 10 employees (from 79 to 89). The
percentage of minorities decreased from 11.4% to 11.2% while the percentage of women
increased from 34.2% to 38.2%.  There was a net increase of 1 Hispanic and 7 women, while
Blacks and Asians remained the same at 3 and 4 respectively. The number of Black men,
American Indian men, and American Indian women remained the same at 0.

At the GS/GM-15 level, there was an increase of 9.1% or 2 employees (from 22 to 24). The
percentage of minorities decreased from 4.7% to 4.2% and the percentage for women decreased
from 40.9% to 33.3%. There was a net decrease of 1 woman, while Blacks remained the same at
1 and Hispanics, Asians, and American Indians remained the same at 0.

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

Supervisory and management positions increased by 1 (from 52 to 53).  Minority representation
increased from 11.5% to 13.2%, while the representation of women decreased from 42.3% to
39.6%. There was a net increase of 1 Black and 1 American Indian, while Hispanics and women
had a net decrease of 1 each and Asians remained the same at 3.

Employees with targeted disabilities remained at 2 employees.  Their representation in the total
work force decreased from 0.33% to 0.31%.

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