^JX
    \
            AFFIRMATIVE
       EMPLOYMENT PROGRAM
               PLAN
               FOR
            WOMEN AND
            MINORITIES
                        FY 2003
                      PLAN UPDATE
                          &
                        FY 2002
                    ACCOMPLISHMENT
                        REPORT

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^JX
United States
Environmental Protection
Agency
Office of
The Administrator
(1201 A)
                                        EPA-150-R-03-002
                                        April, 2003
               HEADQUARTERS
   AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
                     FOR
           WOMEN AND MINORITIES
            FY 2003 PLAN UPDATE
       FY 2002 ACCOMPLISHMENT REPORT

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                     EXECUTIVE  SUMMARY
Total Workforce
At the close of FY 02, the U. S. Environmental Protection Agency's (EPA) total work force consisted of 1 7,790
full-time permanent employees. There was a net increase of 83 employees from 1 7,707 at the end of FY 01 .
The majority of the EPA workforce (90.8%) is in the Professional (46.6%) and Administrative positions
(44.2%). As of September 30, White men occupied 39.9% of the positions; White women occupied 30.2%;
and Minorities occupied 29. 8%: Black men 4. 2%, Black women 14.6%; Hispanic men 2.2%, Hispanic women
2.5%; Asian men 2.7%, Asian women  2.6%; and American Indian men .4%, American Indian women .4%.
During  FY 02, there were increases for White women and  Minorities, including Black men and women,
Hispanic men and women, Asian men and women, and American Indian women.  There were decreases for
White men and American Indian men.

Grades

Out of 1 7,790 employees, 1 472 (8.3%) are in Entry-level positions (GS 1 -8); 41 1 0 (23. 1 %) in Mid-level; 11,818
(66.4%) in Senior-level; and 31 3 (1 .8%) in SES/EQ positions. During FY 02, there were increases at the GS
1-4, GS/GM 13, GS/GM 15, and SES/GS EQ levels; there were decreases at the GS 5-8, 9-12, and GS/GM
14 levels.

Women represented 64% of employees at the GS 9-12 level and Minorities represented 41.1% at that level,
which shows an adequate pipeline for career development for women and minorities into Senior level
positions. White and Black women represented the largest percentage at the GS 9-12 level, 33.6% and 23.0%
respectively.

At the Senior levels, Women represented  5,092 (43%) and Minorities represented 2,700 (23%).  Based on
the Civil Labor Force data (1990), White women (29.2%, CLF 35.3%) and Hispanics (3.9%, CLF 8.1%) were
under represented at the Senior Level.  In the Senior Executive Service (SES), the White women (25.1 %, CLF
35.3%), Blacks (7.2%, CLF  10.4%), Asians (2.2%, CLF 2.8%), Hispanics (3.3%, CLF 8.1%) were under
represented. There were no American Indian men or women at the SES/EQ level,  but are represented at the
GS 15 level with 4 American Indian men and 3 American Indian women.

Professional

At the close of FY 02, 8,302 (46.7%) of the Agency's work force were employed in  Professional occupations.
This represents an increase of 61  employees, from 8,241 in FY 01 . The total number of minorities increased
by 60 from 1 ,652 to 1 ,712. White men occupied 4,41 1 (53.1%) positions, which was a decrease  of 48 from
4,459; White women occupied 2,179 (26.3%) positions, which was an  increase of 49 from 2,130  in  FY01.

Among minorities, Black men occupied 315 (3.8%) positions, Black women  386 (4.7%), Hispanic men 226
(2.7%), Hispanic women 147 (1 .8%), Asian men 350 (4.2%), Asian women 232 (2.8%), American Indian men
32 (0.4%)  and American  Indian women 24 (0.3%).  During FY 02, Blacks had a net increase of 0.5%,
Hispanics increased by 0.1%, Asians remained the same at 0.2% and there was a net increase for American
Indians by 0.2%. The total number of women increased by 89 (0.5%) from 2879 to 2968. Based on the CLF
in the Professional occupational  category, the  under represented group was White women (26.3% ,CLF
on
OU.
Administrative

At the close of FY 02, 7860 (44.2%) of the Agency's work force were employed in Administrative occupations.
This represents an increase of 1 43 employees from 7,71 7 in FY 01 . The total numbers of minorities increased
by 96, from 2,493 to 2,589 in FY 02. White men occupied 2,550 (32.4%) positions, an increase of 34 (0.4%)
from 2,516; White women occupied 2,721  (34.6%) positions, which was an increase of 13 from 2,708 in FY
01 . Minorities occupied 2,589 (32.9%) positions, which was an increase of 96 from 2,493 in FY 01 .

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Among minorities, Black men held 374 (4.8%) positions, Black women 1,484 (18.9%), Hispanic men 163
(2.1%), Hispanic women 187(2.4%), Asian men 120 (1.5%), Asian women 184 (2.3%), American Indian men
31 (0.4%) and American Indian women 47% (0.6%).  During FY 02, Blacks had a net increase of 0.4%,
Hispanics had a net increase of 0.1 %, Asians had an increase of 0.2%, and there was a net increase of 0.01 %
for American Indians.  The total number of women increased by 93 (1.2%), from 4,530 to 4,623. Based on
the CLF in the Administrative occupational category, the under represented groups were White women
(34.6%, CLF 40.4%), Hispanic men (2.1%, CLF 2.6%) and Hispanic women (2.4%, CLF 2.6%).

Promotions and  Separations

During FY 02, EPA had lower promotion rates for the following groups: Hispanic men,  Asian men, and
American Indian men. EPA  had higher separation rates for the following groups: Black men, Asian women,
and White women.

Noteworthy Activities

The EPA Headquarter's Program Offices  and Regional Offices/Laboratories  initiated and implemented
numerous activities, actions,  and programs to increase the under representation of women and minorities.
The Agency made progress in promoting a diverse work force through national recruitment strategies, civil
rights  and diversity training,  increased participation in special emphasis programs, establishing effective
relationships with  Minority Academic Institutions, and review of personnel policies, procedures, practices and
programs.

Complaints Processing

During FY 02, 172 pre-complaints were counseled, with 104 complainants filing  formal  complaints. The
Alternative Dispute Resolution  (ADR) program was utilized at the pre-complaint stage  by 28 aggrieved
employees,  which resulted  in  12 precomplaints  being  resolved.   In addition, approximately  1600
manager/supervisors received mandatory EEO complaints training from conducted by the Equal Employment
Opportunity Commission (EEOC).

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                        TABLE OF CONTENTS



      CERTIFICATIONS

      A.    AGENCY-WIDE                                          i

      B.    HEADQUARTERS                                       ii

      ADMINISTRATOR'S POLICY STATEMENT                       iii

      ACKNOWLEDGEMENTS                                        v

I.     INTRODUCTION

      A.    OVERVIEW                                            1

      B.    ORGANIZATION AND AUTHORITY                       3

II.    AGENCY-WIDE FY 2003 PLAN UPDATE

      A.    WORK FORCE PROFILE AND ANALYSIS - AGENCY-WIDE

           1.  Summary                                            6
           2.  PATCOB Change in Workforce                           9
           3.  Grade Levels                                         12
           4.  Series Analysis                                       16
           5.  Accessions                                           22
           6.  Promotions                                          23
           7.  Separations                                          25

      B.    AGENCY-WIDE REPORTS

           1.  Objectives and Accomplishments                         26
           2.  Affirmative Employment Goals                          33

      C.    NOTEWORTHY ACTIVITIES/INITIATIVES - FY 2002

           1. Agency-Wide                                          36
           2. Regions                                               42

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III.    HEADQUARTERS FY 03 PLAN UPDATE

      A.    WORK FORCE PROFILE AND ANALYSIS

           1.  Summary                                           46
           2.  PATCOB Change in Workforce                         48
           3.  Grade Levels                                        51
           4.  Series Analysis                                       55
           5.  Accessions                                          60
           6.  Promotions                                          61
           7.  Separations                                          63

      B.    HEADQUARTER'S REPORTS

           1. Objectives and Accomplishments                         64
           2. Affirmative Employment Goals                           68

      C.    NOTEWORTHY ACTIVITIES/INITIATIVES - FY 2002        71

IV.    APPENDIX

      A.    STATISTICAL CHARTS                                 78

      B.    GLOSSARY                                            90

V.    ATTACHMENTS

      DISABLED VETERANS AFFIRMATIVE PROGRAM PLAN           A
      (DVAP)

      FEDERAL EQUAL OPPORTUNITY RECRUITMENT
      PLAN (FEORP)                                                B

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  AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN

                ANNUAL AFFIRMATIVE EMPLOYMENT PLAN
                            FY 2003 PLAN UPDATE
                    FY 2002 ACCOMPLISHMENT REPORT

Name of Organization:      U.S. Environmental Protection Agency

Address of Organization:    1200 Pennsylvania Avenue, NW
                         Washington, DC 20460

Organization Level:        Agency-wide

Number of Employees Covered By Plan:  17,790 TOTAL

 8.302 PROFESSIONAL   7,860 ADMINISTRATIVE       631  TECHNICAL

  906  CLERICAL          77   OTHER                  14  BLUE COLLAR


Name of Contact Persons Preparing Form                         Telephone No.
Mirza Baig/Keith Bailey                                  (202) 564-7288/7284


                      Name/Title of Responsible EEO Official

SUSAN M. MORRIS
Assistant Director for Workforce Diversity, Office of Civil Rights
Signature of Responsible EEO Official                               Date
Certifies that this Report is in compliance with EEOCMD-714
                       Name/Title of Agency EEO Director

KAREN D. HIGGINBOTHAM
Director, Office of Civil Rights
Signature of Agency EEO Director                                   Date
Certifies that this Report is in compliance with EEOCMD-714

EEOC Form 566 (8/87)
                                      -1-

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  AFFIRMATIVE EMPLOYMENT PROGRAM FOR MINORITIES AND WOMEN

                ANNUAL AFFIRMATIVE EMPLOYMENT PLAN
                            FY 2003 PLAN UPDATE
                     FY 2002 ACCOMPLISHMENT REPORT


 Name of Organization:	U.S. Environmental Protection Agency	

 Address of Organization:     1200 Pennsylvania Avenue, NW
	Washington, DC 20460	

 Organization Level:	Headquarters	

 Number of Employees Covered By Plan:  9.281  TOTAL

 3.957 PROFESSIONAL      4.547  ADMINISTRATIVE       304  TECHNICAL

   446 CLERICAL          18   OTHER                  9  BLUE COLLAR

 Name of Contact Persons Preparing Form                         Telephone No.
 Mirza P. Baig/Keith Bailey                                (202) 564-7288/7284


                     Name/Title of Responsible EEO Official

 SUSAN M. MORRIS
 Assistant Director for Workforce Diversity, Office of Civil Rights
 Signature of Responsible EEO Official                          Date
 Certifies that this Report is in compliance with EEOCMD-714
                        Name/Title of Agency EEO Official

 KAREN D. HIGGINBOTHAM
 Director, Office of Civil Rights
 Signature of Agency EEO Official                              Date
 Certifies that this Report is in compliance with EEOCMD-714
 EEOC Form 566 (8/87)
                                    -11-

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                                               May 14, 2001
SUBJECT:  Policy on Equal Employment Opportunity and
             Prohibiting Discrimination and Harassment

TO:         All Employees

Every American has the right to work in a workplace free from discrimination and
harassment. At the EPA, I am determined to ensure that every one of our fellow
employees enjoys that right. Toward that end, it is useful to periodically access and
renew our commitment to providing equal employment opportunity and equality for
all employees and applicants for employment. As part of that commitment, I expect
every EPA employee to fully comply with the following policies, which prohibit all
forms of discrimination and harassment in the workplace.

Equal  Employment Opportunity: It  is  the policy of EPA to provide equal
employment opportunity to all persons and to promote the full realization of equal
employment opportunity through a continuing affirmative employment program at
EPA, in accordance with regulations issued by the Equal Employment Opportunity
Commission at 29 C.  F.R. Part 1614.

Discrimination and Harassment: In accordance with applicable Federal laws,
Executive Orders, and regulations, it is the policy of EPA that discrimination against
any employee or applicant for employment because of his or her race, color, religion,
sex, national origin, age, disability, sexual orientation, parental status, or protected
genetic information, will not be tolerated.

Employees are  sometimes  confused about what behavior constitutes sexual
harassment. Sexual harassment is any unwelcome sexual advance, request for sexual
favors, or other verbal or physical conduct of a sexual nature when (a) submission to
such conduct is made explicitly or implicitly a term or condition of an employee's
job, pay, or career; (b) submission to or rejection of such conduct by an employee is
used as a basis for career or employment decisions affecting that employee; (c) such
conduct has the purpose or effect of unreasonably interfering with an employee's
performance or  creates an intimidating, hostile,  or offensive environment.

EPA will  apply a "zero tolerance" policy with  respect to discrimination or
harassment by any manager, supervisor or employee. "Zero Tolerance" is applicable
to all conduct in the workplace and extends to conduct which occurs at any location
that can reasonably be considered to be an extension of the workplace. Such locations
include, but are  not limited to, conferences and field sites. If there is a finding of
                                -in-

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 discrimination or harassment, an EPA employee may be subject to disciplinary action
 in accordance with EPA's Conduct and Discipline Manual (EPA Order 3120.1, dated
 September 20, 1985).

 All EPA employees are required to maintain a work environment free of all forms of
 discrimination and harassment. Employees should immediately report suspected
violations of this policy to their manager or supervisor, to the Director, Office of Civil
 Rights, or to a  regional EEO Officer.  Managers and supervisors must take all
allegations of discrimination or harassment seriously,  immediately inquire into the
matter, and refer the matter to a higher-level manager or supervisor, to the Director,
Office of Civil Rights, or to a regional EEO Officer. Behind the civil rights laws,
Executive Orders, and regulations is an important message: Every person's civil rights
 matter.  It is EPA's policy to protect these rights, and I call upon each of you to join
 me in ensuring that our workplace is free of discrimination and harassment.
                                         Christine Todd Whitman
                                         Administrator
                                  -IV-

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                        ACKNOWLEDGMENTS

The success of any program is measured by the support and commitment received from
the leadership and key players in an organization. At EPA, this includes the support of
the Administrator, Deputy Administrator, Assistant Administrators, Regional Directors,
Program Management  Officers,  Managers and  Supervisors,  EEO Officers and
Specialists, Special Emphasis Program Managers, Union Officials, EEO Counselors,
Non-Labor Employee Groups, and others involved with the Office of Civil Rights. The
almost 18,000 employees at the EPA contribute in their own special and individual
ways - professionally, ethnically, culturally, and personally - in meeting EPA's mission
to protect our human health and environment.

The Office of Civil Rights has a responsibility to process claims of discrimination and
to manage an effective affirmative employment program. In that regard, a large part of
our mission is to be a  catalyst for change as we attempt to eliminate  any under-
representation and build upon our diversity. We are a unique and diversified office that
counts on a large segment of the work force to assist in carrying out its mission. With
a small committed staff to handle affirmative employment and complaints processing,
we regularly depend on the Program Offices, both at Headquarters and in the Regions,
as well as the many employees who serve on a collateral-duty basis as Special Emphasis
Program Managers and EEO counselors.

Susan M. Morris, Assistant Director, Office of Civil Rights, Workforce Diversity &
Analysis Team, and team members, Mirza P. Baig, Affirmative Employment Program
Manager; Keith Bailey, Disability Program Manager; Lucy Arenrin, Federal Women's
Program Manager; Brenda Fooks-Simon,  Black  Employment Program Manager;
Melissa Rodriguez, Hispanic Employment Program Manager;  June Turner, Asian
American/Pacific Islander Program Manager;  and Fredericka  Joseph, American
Indian/Alaskan   Native  Program Manager  developed  this  year's  Affirmative
Employment Plan for Women and Minorities. The HQ' s and field office staff members
did an outstanding job in capturing and submitting the many noteworthy initiatives and
accomplishments realized by their individual organizations in attempting to meet the
Agency's  affirmative employment goals and objectives.  We appreciate your many
contributions and hope that you will use and distribute this plan throughout your work
force.
                                       Karen D. Higginbotham
                                       Director
                                  -v-

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I.     INTRODUCTION

      A.     OVERVIEW

             1.  PURPOSE
                The FY 2002 Affirmative Employment Program (AEP) Plan Accomplishment
                Report for Minorities and Women and FY 2003  Plan  Update shows the
                Environmental Protection Agency's (EPA) progress in improving employment
                and advancement opportunities for women and minorities during the period. The
                report also documents the status of significant program objectives and action
                items directed towards correcting any imbalances, artificial barriers, or under-
                representation, as  previously outlined  in  EPA's  Multi-Year Affirmative
                Employment Plan for Women and Minorities (FY 1988-1992).

             2.  AUTHORITY

                Pursuant to Section 717, Title VII of the Civil Rights Act of 1964, as amended,
                and Executive Order 11478, as amended by Executive Order 12106, Federal
                agencies are required to develop and implement an affirmative program of equal
                employment opportunity for all  employees  and applicants for employment.
                Policies, procedures, guidance and formats for the development and submission
                of annual  Affirmative Employment Program Accomplishment Reports and
                Affirmative  Employment  Plan  Updates  are  in accordance  with Equal
                Employment Opportunity Commission (EEOC) Management Directive 714,
                dated October 6, 1987. The Office of Civil Rights (OCR) has responsibility for
                the development and execution of this program requirement through the senior
                level EPA management structure, and provides guidance and instruction to all
                EPA organizations nationwide in preparation and submission of this Plan.

             3. DATA SOURCE

                The  work force data in this report has been obtained from the Agency's
                Employee Payroll  System (EPAYS), as of September 30, 2002.   The EPAYS
                system stores and maintains current and historical data on all EPA employees.
                In order to determine the existence of under- representation, the EPA work force
                is compared to the appropriate Civilian Labor Force (CLF) representation data,
                using the most current census data of 1990. For the analysis, the work force is
                compared to the National CLF for each most populous Professional series, and
                the aggregated National CLF for each most populous Administrative job series.
                This data is used to determine whether any AEP group is under-represented in
                EPA's mission-related major occupations.

                                         -1-

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4.  FY 2003 PLAN UPDATE - AGENCY-WIDE

   This section of the report provides a full assessment of the current status of the
   Affirmative Employment Program and any outstanding EEO-related problems,
   both at the Agency-wide and Headquarters level.

   a. WORK FORCE PROFILE AND ANALYSIS:

       Provides a narrative of the actual work force profile and employment status
       of AEP groups in relation to the appropriate CLF.  This includes data by
       Professional and Administrative  classifications, grade levels, and  major
       mission-related occupations. For purposes of this analysis, the AEP groups
       include: Women, Blacks, Hispanics, Asian American/Pacific Islanders, and
       American Indians.

   b.  PROBLEMS/BARRIERS. OBJECTIVES AND ACTION ITEMS:

       Identifies and analyzes human resources and management policies, practices,
       systems, and procedures which may serve  as problems and barriers  to the
       employment of AEP groups.  It also presents a clear statement of specific and
       measurable obj ectives with supporting action items designed to resolve work
       force problems identified in the annual plans.

   c.  NUMERICAL GOALS:

       Numerical goals have been set only when the work force analysis has shown
       the existence of under-representation of any individual AEP group.  Since
       employees in Professional and Administrative occupations make up over
       90.8% of the Agency's total work force, the Agency has focused on those
       two major Professional, Administrative, Technical, Clerical, Other, andBlue
       Collar (PATCOB)  occupational categories. Therefore, goals were set for
       Agency-wide and Headquarters for these two occupational categories only.

5.   FY 2002 ACCOMPLISHMENT REPORT

   This section of the report presents the Agency's accomplishments for Agency-
   wide organizations and the Headquarters program offices.

6.   NOTEWORTHY ACTIVITIES /INITIATIVES

   This section contains program information highlighting  Agency achievements
   in providing employment and advancement opportunities for under-represented
   AEP groups during the reporting year.
                            -2-

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B.
ORGANIZATION AND AUTHORITY
       1.  AGENCY MISSION

          The EPA is a regulatory agency of the Federal executive branch responsible for
          implementation of the  Federal laws designed to promote public health by
          protecting the nation's air, water, and  soil  from  harmful  pollution. EPA
          endeavors to accomplish its mission systematically by proper integration  of a
          variety of research, monitoring, standard-setting, and enforcement activities. As
          a complement to its other activities, EPA coordinates and supports research and
          anti-pollution activities by state and local government, private and public groups,
          individuals, and educational institutions. EPA also monitors the operations of
          other Federal agencies with respect to their impact on the environment.

       The enactment of new environmental laws and amendments to older laws have
       greatly expanded EPA's responsibilities. The Agency now administers the following
       nine comprehensive environmental laws:
             Clean Air Act (CAA);
             Clean Water Act (CWA);
             Safe Drinking Water Act (SOWA);
             Comprehensive Environmental Response, Compensation, and Liability
             Act (CERCLA or "Superfund");
             Resource Conservation and Recovery Act (RCRA);
             Federal Insecticide, Fungicide, and Rodenticide Act (FIFRA);
             Marine Protection, Research, and Sanctuaries Act (MPRSA);
             Toxic Substances Control Act (TSCA); and
             Uranium Mill Tailings Radiation Control Act (UMTRCA).
       2.  DELEGATION OF AUTHORITY

          The EPA is headed by an Administrator appointed by the President with the
          advice and consent  of  the  Senate.   The  organization's  senior executive
          management consists of a Deputy Administrator, nine Assistant Administrators,
          three Associate Administrators, ten Staff Office Directors, an Inspector General,
          a Chief Financial Officer, a General Counsel and ten Regional Administrators.

          Organizationally, the Agency is comprised of thirteen maj or program offices, ten
          regional offices and several laboratory sites.  Program offices are functional
          divisions headed  by  the Agency's Assistant Administrators or  equivalent
          positions.  Program offices are structured along media and topic lines. The
          Assistant Administrators manage the Headquarters program offices and report
                                   -j-

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to the Administrator. Regional Administrators manage the Regional offices and
conduct work in support of Agency programs. The Laboratories are components
of various program offices and report through the program's hierarchy.

The OCR, a staff office within the Office of the Administrator, provides Agency-
wide direction, coordination, monitoring, and evaluation of equal opportunity
and affirmative employment objectives. It establishes the broad administrative
policies for success of  the Agency's  Equal opportunity and  affirmative
employment initiatives. The OCR processes complaints for both Title VII and
VI from the pre-complaint through the formal process. The Office handles all
responsibilities and functions for the  Headquarters  Affirmative Employment
Program including  staff  assistance and  guidance to Program Management
Officers in the  supervision of  the  large  cadre of collateral-duty Special
Emphasis Program Managers.

Management officials at all levels are required to ensure that the program's goals
and obj ectives are met within their respective organizations. The OCR Director
reports to the Administrator and is a member of the Agency's senior staff. The
OCR Director and staff advises and assists senior- and mid-level management
officials establish, maintain, and conduct programs under their authority.  Two
separate Area Directors of Civil Rights, who report to the OCR Director, provide
guidance and direction in planning, developing, implementing, and evaluating
their EEO/Affirmative Employment Program for Laboratories.

The OCR consists of three  major units:  Work Force Diversity and Analysis
Team (WD&A), Complaints Resolution and Internal Compliance Team  (Title
VII), and External Complaints and Compliance Team (Title VI). The centralized
Title VII Team manages  the Agency's discrimination complaints processing
program pursuant to Title VII of the Civil Rights Act of 1964, as amended, and
other non-discrimination statutes and guidelines. The unit recommends Agency-
wide policies and procedures for processing allegations of discrimination based
on race, color, religion,  sex, national origin, age, physical or mental disability,
sexual orientation, parental  status, and reprisal.  Further, the unit selects and
trains collateral-duty EEO counselors who, as neutral third parties, attempt to
solve  such  allegations informally.   The  unit  also establishes  counseling
procedures, reviews EEOC decisions, and administers the  Agency's systems for
intake, resolution, investigation, processing, monitoring, and tracking of formal
complaints.

The WorkForce Diversity and Analysis (WD&A) Team ensures implementation
of the Agency's  Affirmative Employment Program and six major special
emphasis programs. The unit includes six National EEO  Managers, who serve
both as liaisons with individual EPA organizations  and as National Special
Emphasis Program Managers (NSEPMs).   NSEPMs administer the Federal

                          -4-

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Women's Program (FWP), including Women In  Science  and Engineering
(WISE), and the National Administrative Council for Excellence (NACE); Black
Employment Program (BEP); Asian/Pacific Islander Employment Program
(APIEP); Hispanic Employment Program (HEP); American Indian/Alaska Native
Employment Program (AIEP); and Persons with Disabilities Program (PWDP).

The NSEPMs provide guidance and direction to formally appointed collateral-
duty SEP managers in the Agency's Headquarters and Regional offices, who
devote up to 20 percent of their time on SEP duties and responsibilities. The
NSEPMs serve as technical advisors to the Office of Human Resources and
Organizational Services (OHROS) regarding all matters having direct or indirect
impact on the EEO program. In addition, the WD&A Team  is responsible for
developing  the Agency's Affirmative Employment Program (AEP) Plans for
Women and Minorities, and  Persons with Disabilities.  The  NSEPMs are
responsible for conducting program reviews of the EPA civil rights programs at
Headquarters and  Regional offices;  developing Agency-wide Affirmative
Employment policies, programs and plans; providing workforce  data and
analysis; developing and  implementing  Special  Emphasis Programs and
observances; and fostering partnerships between Agency program offices and
Minority Academic Institutions ( MAIs).

The  Title VII  Team manages the  Agency's internal complaint program in
accordance with Title VII of the Civil Rights Act of 1964, as amended, and other
civil rights statutes. The team processes complaints of discrimination based on
race, color, national origin, sex, religion, age, disability and reprisal at the formal
level of the process, which includes acceptance and dismissal of complaints,
investigations on the merits of the complaints,  and issuance of Final Agency
Decisions.

The  Title VI Team manages  the Agency's external  compliance program in
accordance with Title VI of the Civil Rights Act of 1964, as amended, and other
external civil rights statutes to ensure that recipients of EPA financial assistance
do not discriminate on the basis of race, color, or national origin. The unit serves
as the Agency's  Title VI Coordinator pursuant to the Act,  Executive Order
11764, and  regulations of the Department of Justice.
                        -5-

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  AGENCY - WIDE




FY 2003 PLAN UPDATE

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II.    AGENCY-WIDE FY 03 PLAN UPDATE

      A.     WORK FORCE PROFILE AND ANALYSIS - AGENCY-WIDE

             1.  SUMMARY

                This report consists of EPA's accomplishments in hiring, promoting, and developing
                the skills and abilities of minorities and women. The section depicts the distribution
                of EPA's permanent full-time employees by race and gender. The data is organized
                to show the total EPA  population by Professional, Administrative,  Technical,
                Clerical, Other, and Blue  Collar (PATCOB) categories. The report concentrates on
                the Professional and Administrative occupational categories (mission critical series
                over 100 employees) because they represent the majority  of the EPA work force
                (90.8%). The data is also arranged by specific grade groupings as follows: GS 1-4,
                GS 5-8,
                GS 9-12, GS/GM-13, GS/GM-14, GS/GM-15, and SES, GS EQ.

                The Agency-wide work force computations and subsequent analyses are based on
                comparisons with the National Civilian Labor Force (CLF) data for Professional and
                Administrative categories.  The CLF is  extracted  from  the  1990 Census,  and
                provided by the U.S. Equal Employment Opportunity Commission (EEOC).  The
                National CLF data for specific Professional occupations was used  to analyze the
                Professional j ob series and the aggregated National  Administrative CLF was used to
                analyze the Administrative job series.

                The work force data  is from EPAYS as of the last pay period of FY  02 (September
                21, 2002), unless stated otherwise.  The tables present the  actual numbers and the
                percentages are rounded to one decimal place, except when the percentage is less than
                one percent.

                At the close of FY 02, EPA's full-time permanent work force was 17,790. There was
                a net increase of 83 employees, from 17,707 to 17,790.  The majority of the EPA
                work force (90.8%) were in Professional  and Administrative positions.   As of
                September 30,  2002, White men occupied 7,113 (39.9%)  of the  positions, White
                women occupied 5,380 (30.2%), Minorities 5,297 (29.8%): Black men 762 (4.2%),
                Black women 2,593 (14.6%), Hispanic men 401 (2.2%), Hispanic women450 (2.5%),
                Asian men 481 (2.7%), Asian women 465 (2.6%), American Indian men 65 (0.4%)
                and American Indian women 80 (0.4%). From FY 01 to FY 02, White men decreased
                by 24; White women increased by  24; Minorities increased by  83:  Black men
                increased by 8; Black women increased by 28; Hispanic men increased by 16;
                Hispanic women increased by 11; Asian men increased by 6; Asian women increased
                by 11; American Indian men decreased by 1; and American Indian women increased
                by 4.
                                           -6-

-------
PROFESSIONAL

At the end of FY 02, 8,302 (46.7%) of the Agency's work force were employed in
Professional occupations.  This represented an increase of 61 employees, from 8,241
in FY 01.  The total number of minorities increased by 60,  from 1,652 to 1,712.
White men occupied 4,411 (53.1%) of the Professional positions in FY 02, which
was a decrease of 48, from 4,459; White women occupied  2,179 (26.3%) of the
Professional positions, which was an increase of 49, from 2,130 in FY 01.

Among minorities holding Professional positions, Black men held 315 (3.8%), Black
women 386 (4.7%), Hispanic men 226 (2.7%), Hispanic women 147 (1.8%), Asian
men 350 (4.2%), Asian women 232 (2.8%),  American Indian men 32 (0.4%), and
American Indian women 24 (0.3%).  During FY 02, Blacks  had  a net increase of
0.5%, Hispanics increased by 0.1%, Asians remained same at 0.2%, and there was an
increase for American Indians by 0.02%. The total number of women increased by
89 (0.8%), from 2,879 to 2,968.

ADMINISTRATIVE

At the end of FY 02, 7,860 (44.2%) of the Agency's work force were employed in
Administrative occupations. This represented an increase  of 143  employees, from
7,717 in FY 01.  Minorities occupied 2,589 (32.9%) of the  positions, an increase of
96 from FY 01; White men occupied 2,550 (32.4%) of the  positions, an increase of
34; White women occupied 2,721 (34.6%), an increase of 13.

Among minorities holding Administrative positions, Black men held 374 (4.8%),
Blackwomen 1,484 (18.9%), Hispanic men 163 (2.1%), Hispanic women 187(2.4%)
Asian men 120 (1.5%), Asian women 184 (2.3%), American Indian men 30 (-0.2%),
and American Indian women 47 (0.6%). During FY 02, Blacks had a net increase of
0.4%, Hispanics a net increase of 0.1%, Asians an increase of 0.2%, and there was
a net increase of 0.01% for American Indians. The total number of women increased
by 93 (1.2  %), from 4,530 to 4623.

CLERICAL

At the end of FY 02, 906 (5.1%) of the Agency's work  force were employed in
Clerical positions, which represented a decrease of 51 from F Y 01.  The total number
of Women in these occupations was 849 (93.7%): White women 303 (33.4%), Black
women 460 (50.8%), Hispanic women 66 (7.3%), Asian women 18 (2.0%), and
American Indian women 2 (0.2%).  There was  an overall decrease of Women by
5.2%, with decreases for White women (-0.95%), Hispanic women (-0.28%), Asian
women (-0.42%), and American Indian women (-0.3%). White men occupied 23 of
these positions (2.5%), an increase of 0.24%; Minority men held 34  of these positions
(3.6%): Black men  24 (2.7%), Hispanic men 6  (0.1%), Asian men 3 (.33%), and
American Indian men 1 (0.1%).
                          -7-

-------
OTHER

At the end of FY 02, 77 (0.4%) of the Agency's work force were employed in
positions under the "Other" category, which was an increase of 3 positions from FY
01.  Women occupied 51 of those positions (66.2%) and Minorities occupied 49
(63.6%).

BLUE COLLAR

At the end of FY 02, 14 (0.08%) of the Agency's work force were employed in Blue
Collar positions.  White men occupied 7 (50.0%) of those positions and Black men
occupied 7 (50.0%).

COMPLAINTS PROCESSING - TITLE VII

During FY 02, 172 pre-complaints were counseled and 104 formal complaints were
filed, which resulted in a 39.5% resolution rate for the period. The major claims filed
were:  Reprisal (43) and Assignment of duties (19).

At the pre-complaint stage, 28 employees  selected Alternative Dispute Resolution
(ADR), of which 12 were resolved and 11 were unresolved; 2 were  not accepted for
mediation by the Agency, 2 filed formal complaints, and 1 complaint is pending. At
the formal  stage of the process, 2 complainants selected ADR, which resulted in  one
settlement and one continued through the process.

There were 149 complaints on hand at the beginning of the report period, with 83
complaints closed.  Of the  complaints closed,  there were 6 withdrawals, 14
settlements (including formal complaints settled during ADR),  and 63 Final Agency
Decisions (FADs): 41 at the Agency level and 22 decisions rendered by EEOC at the
Hearing stage.

-------
Environmental Protection Agency
Change in Workforce EEC Profile by PATCOB Category
From: 09/30/2001  To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
PATCOB Date White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
09/30/2001
09/30/2002
Change
09/30/2001
09/30/2002
Change
09/30/2001
09/30/2002
Change
09/30/2001
09/30/2002
Change
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
4459
54.11
4411
53.13
-48
-0.98
2516
32.60
2550
32.44
34
-0.16
127
18.07
112
17.75
-15
-0.32
22
2.30
23
2.54
1
0.24
2130
25.85
2179
26.25
49
0.40
2708
35.09
2721
34.62
13
-0.47
188
26.74
159
25.20
-29
-1.54
311
32.50
303
33.44
-8
0.95
6589
79.95
6590
79.38
1
-0.58
5224
67.69
5271
67.06
47
-0.63
315
44.81
271
42.95
-44
-1.86
333
34.80
326
35.98
-7
1.19
303
3.68
315
3.79
12
0.12
373
4.83
374
4.76
1
-0.08
35
4.98
33
5.23
-2
0.25
25
2.61
24
2.65
-1
0.04
355
4.31
386
4.65
31
0.34
1424
18.45
1484
18.88
60
0.43
278
39.54
247
39.14
-31
-0.40
493
51.52
460
50.77
-33
-0.74
658
7.98
701
8.44
43
0.46
1797
23.29
1858
23.64
61
0.35
313
44.52
280
44.37
-33
-0.15
518
54.13
484
53.42
-34
-0.71
219
2.66
226
2.72
7
0.06
153
1.98
163
2.07
10
0.09
4
0.57
3
0.48
-1
-0.09
7
0.73
6
0.66
-1
-0.07
143
1.74
147
1.77
4
0.04
182
2.36
187
2.38
5
0.02
38
5.41
39
6.18
1
0.78
67
7.00
66
7.28
-1
0.28
362
4.39
373
4.49
11
0.10
335
4.34
350
4.45
15
0.11
42
5.97
42
6.66
0
0.68
74
7.73
72
7.95
-2
0.21
349
4.23
350
4.22
1
-0.02
114
1.48
120
1.53
6
0.05
5
0.71
4
0.63
-1
-0.08
3
0.31
3
0.33
0
0.02
229
2.78
232
2.79
3
0.02
172
2.23
184
2.34
12
0.11
21
2.99
25
3.96
4
0.97
23
2.40
18
1.99
-5
-0.42
578
7.01
582
7.01
4
0.00
286
3.71
304
3.87
18
0.16
26
3.70
29
4.60
3
0.90
26
2.72
21
2.32
-5
-0.40
32
0.39
32
0.39
0
0.00
31
0.40
30
0.38
-1
-0.02
2
0.28
2
0.32
0
0.03
1
0.10
1
0.11
0
0.01
22
0.27
24
0.29
2
0.02
44
0.57
47
0.60
3
0.03
5
0.71
7
1.11
2
0.40
5
0.52
2
0.22
-3
-0.30
54
0.66
56
0.67
2
0.02
75
0.97
77
0.98
2
0.01
7
1.00
9
1.43
2
0.43
6
0.63
3
0.33
-3
-0.30
5362
65.06
5334
64.25
-28
-0.82
3187
41.30
3237
41.18
50
-0.12
173
24.61
154
24.41
-19
-0.20
58
6.06
57
6.29
-1
0.23
2879
34.94
2968
35.75
89
0.82
4530
58.70
4623
58.82
93
0.12
530
75.39
477
75.59
-53
0.20
899
93.94
849
93.71
-50
-0.23
8241
100.00
8302
100.00
61
0.00
7717
100.00
7860
100.00
143
0.00
703
100.00
631
100.00
-72
0.00
957
100.00
906
100.00
-51
0.00
                                                                  -9-

-------
Environmental Protection Agency
VP505 Change in Workforce EEC Profile by PATCOB Category
From: 09/30/2001  To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
PATCOB Date White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
OTHER
BLUE-COLLAR
Total
09/30/2001
09/30/2002
Change
09/30/2001
09/30/2002
Change
09/30/2001
09/30/2002
Change
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
6
8.11
10
12.99
4
4.88
7
46.67
7
50.00
0
3.33
7137
40.31
7113
39.98
-24
-0.32
19
25.68
18
23.38
-1
-2.30
0
0.00
0
0.00
0
0.00
5356
30.25
5380
30.24
24
-0.01
25
33.78
28
36.36
3
2.58
7
46.67
7
50.00
0
3.33
12493
70.55
12493
70.22
0
-0.33
10
13.51
9
11.69
-1
-1.83
8
53.33
7
50.00
-1
-3.33
754
4.26
762
4.28
8
0.03
15
20.27
16
20.78
1
0.51
0
0.00
0
0.00
0
0.00
2565
14.49
2593
14.58
28
0.09
25
33.78
25
32.47
0
-1.32
8
53.33
7
50.00
-1
-3.33
3319
18.74
3355
18.86
36
0.11
2
2.70
3
3.90
1
1.19
0
0.00
0
0.00
0
0.00
385
2.17
401
2.25
16
0.08
9
12.16
11
14.29
2
2.12
0
0.00
0
0.00
0
0.00
439
2.48
450
2.53
11
0.05
11
14.86
14
18.18
3
3.32
0
0.00
0
0.00
0
0.00
824
4.65
851
4.78
27
0.13
4
5.41
4
5.19
0
-0.21
0
0.00
0
0.00
0
0.00
475
2.68
481
2.70
6
0.02
9
12.16
6
7.79
-3
-4.37
0
0.00
0
0.00
0
0.00
454
2.56
465
2.61
11
0.05
13
17.57
10
12.99
-3
-4.58
0
0.00
0
0.00
0
0.00
929
5.25
946
5.32
17
0.07
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
66
0.37
65
0.37
-1
-0.01
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
76
0.43
80
0.45
4
0.02
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
142
0.80
145
0.82
3
0.01
22
29.73
26
33.77
4
4.04
15
100.0
o
14
100.0
o
-1
0.00
8817
49.79
8822
49.59
5
-0.20
52
70.27
51
66.23
-1
-4.04
0
0.00
0
0.00
0
0.00
8890
50.21
8968
50.41
78
0.20
74
100.00
77
100.00
3
0.00
15
100.00
14
100.00
-1
0.00
17707
100.00
17790
100.00
83
0.00
                                                              -10-

-------
Environmental Protection Agency
Distribution of EEO Groups and Comparison by PATCOB
As of 09/30/2002
Full/PartTime Permanent Workforce
#% ...... „, , ... Asian American American Indian ., . ,
CLF Whlte Black Hlspamc Pacific Islander Alaskan Native Total
Male Female Male Female Male Female Male Female Male Female All
PROFESSIONAL
National Professional

ADMINISTRATIVE
National Administrative

TECHNICAL
National Technical

CLERICAL
National Clerical

OTHER
National Other

BLUE-COLLAR
National Blue-Collar

#
%
CLF

#
%
CLF

#
%
CLF

#
%
CLF

#
%
CLF

#
%
CLF

4411
53.13
54.70

2550
32.44
42.10

112
17.75
36.10

23
2.54
14.00

10
12.99
67.60

7
50.00
65.40

2179
26.25
30.30

2721
34.62
40.40

159
25.20
42.90

303
33.44
63.40

18
23.38
11.20

0
0.00
9.80

315
3.79
2.40

374
4.76
3.60

33
5.23
3.60

24
2.65
2.80

9
11.69
9.70

7
50.00
9.10

386
4.65
3.20

1484
18.88
5.30

247
39.14
6.60

460
50.77
9.60

16
20.78
3.20

0
0.00
2.20

226
2.72
2.10

163
2.07
2.60

3
0.48
3.20

6
0.66
1.70

3
3.90
4.80

0
0.00
8.70

147
1.77
1.40

187
2.38
2.60

39
6.18
3.40

66
7.28
5.20

11
14.29
1.00

0
0.00
1.50

350
4.22
3.50

120
1.53
1.40

4
0.63
1.90

3
0.33
0.80

4
5.19
1.20

0
0.00
1.70

232
2.79
1.90

184
2.34
1.40

25
3.96
1.60

18
1.99
1.90

6
7.79
0.30

0
0.00
0.50

32
0.39
0.20

30
0.38
0.30

2
0.32
0.40

1
0.11
0.10

0
0.00
0.90

0
0.00
0.80

24
0.29
0.20

47
0.60
0.30

7
1.11
0.40

2
0.22
0.50

0
0.00
0.20

0
0.00
0.20

8302
100.00
100

7860
100.00
100

631
100.00
100

906
100.00
100

77
100.00
100

14
100.00
100

                                         -11-

-------
3.  GRADE LEVELS

   Grade groupings GS1-4, GS 5-8, GS9-12, GS/GM-13, GS/GM-14, GS/GM-15, and
   SES were evaluated to determine the status of EEO groups throughout EPA
   Agency-wide.

   EPA Agency-wide work force at the end of FY 02 was 17,790, an increase of 83
   employees from FY 01.   White men  occupied 40.0%, White women 30.2%,
   Minorities 29.9%:  Black men 4.3%, Black women 14.6%, Hispanic men 2.3%,
   Hispanic women 2.5%, Asian men 2.7%, Asian women 2.6%, American Indian men
   0.4%, and American Indian women 0.5%.  There were increases for the following
   groups: Black women 0.1%, Hispanic men 0.1%, and American Indian women 0.1%.
    The following groups remained the  same: White women, Black men, Hispanic
   women, Asian men, Asian women, and American Indian men. White men decreased
   by 0.3%.

   GS 1-4: At the end of FY 2002, 146 (0.82%) employees were in this grade grouping,
   an increase of 23 employees from FY  01. American Indian men and American
   Indian  women were absent at this level.  White men occupied 29.5% of these
   positions, White women 23.4%, Minorities 47.1%: Black men 11.6%, Black women
   26.0%, Hispanic men  1.4%, Hispanic women 3.4%, Asian men 2.0%, and Asian
   women 2.7%.  There were  decreases  for Black men (-1.4%), Black women  (-
   16.3%), Hispanicmen  (-1.0%), Hispanic women (-4.7%), Asianmen (-2.1%), Asian
   women (-2.2%), and American Indian women (-0.8%).

   GS 5-8: Of the total work force, 1326 (7.5%) employees were in this grade grouping,
   a decrease of 27 employees from FY 01. All groups were represented at this level.
   White men occupied 10.5% of these  positions, White women 30.2%, Minorities
   59.3%: Black men 3.6%, Black women 42.5%, Hispanic men 1.1%, Hispanic women
   7.2%, Asian men 0.7%, Asian women 3.4%, American Indian men 0.2%, American
   Indian Women 0.6%.  There were decreases for White women (-2.0%), Black men
   (-0.4%), and Black women (-2.1%).  White men increased by 3.6%, Hispanic men
   0.3%, Asian men 0.1%, Asian women 0.4%, and American Indian women 0.1%.

   GS 9-12:  Of the total work force, 4110 (23.1%) employees were in this  grade
   grouping, a decrease of 196 employees from FY 01.  All groups were represented at
   this level.  White men occupied  25.3%  of these positions, White women 33.6%,
   Minorities 41.1%: Black men 5.2%, Black women 23.0%, Hispanic men 2.4%,
   Hispanic women 3.4%, Asian men 2.6%, Asian women 3.1%, American Indian men
   0.5%, American Indian women 0.9%. The following groups remained the same:
   Hispanic  men and women, American Indian men and women.  The following
   decreased: White men (-0.8%) and Asian women (-0.3%). White women increased
   by 0.1%, Black men 0.1%, Black women 0.9%, and Asian men 0.1%.
                            -12-

-------
GS/GM-13:  Of the total work force, 6735 (37.9%) employees were in this grade
grouping, which was an increase of 172 from FY 01. All groups were represented at
this level.  White men occupied 44.4%, White women 29.3%, Minorities 26.3%:
Black men 4.2%, Black women 10.2%, Hispanic men 2.5%, Hispanic women 1.8%,
Asian men 3.6%, Asian women 3.1%, American Indian men 0.5%, American Indian
women 0.4%.  The following groups increased: White women by 0.2%, Black men
0.1%, Black women 0.5%, Hispanic men and women, each by  0.1%, Asian men
0.1%, Asian women 0.2%, and American Indian women 0.1%.  American Indian men
remained the same; White men decreased (-1.1%).

GS/GM-14:  Of the total work force, 3022 (16.9%) employees were in this grade
grouping, which was a decrease of 30  employees from FY 01.  All groups were
represented at this  level.  White men occupied  50.5%  of these positions, White
women 29.2%, Minorities 20.3%: Black men 3.8%, Black women 7.6%, Hispanic
men 2.3%, Hispanic women 1.9%, Asian men 2.5%, Asian women 1.8%, American
Indian men 0.3% and American women 0.3%.  The following decreased: White men
(-0.5%), White women (-0.5%) and Asian men (-0.1%).  American Indian men and
Black men remained the same.  The following increased:  Black women 0.6%,
Hispanic men and women, each by 0.2%, Asian women 0.1%, and American Indian
women 0.1%.

GS/GM-15: Of the total work force, 2061 (11.6%) employees were in this grade
grouping, which was an increase of 177 employees from F Y 01. All the groups were
represented at this  level.  White men occupied  57.7%  of these positions, White
women 29.1%, Minorities 13.2%: Black men 2.6%, Black women 4.7%, Hispanic
men 1.8%, Hispanic women 1.1%, Asian men 1.7%, Asian women 1.0%, American
Indian men 0.2%, American Indian women 0.1%. American  Indian men remained
the same. White men decreased (-1.5%).  The following increased: White women
0.8%, Black men 0.2%, Black women 0.1%, Hispanic men 0.2%, Hispanic women
0.2%, Asian men and women, each by  0.1%, and American Indian women 0.1%.

SES +  GS EO: Of the total work force, 313  (1.7%) employees were in SES
positions, which was an increase of 23 employees from FY 01.  American Indian
men and women were absent at this level. All other groups were represented. White
men occupied 56.5% of these positions, White women 28.8%, Minorities 14.7%:
Black men 5.4%, Black women 2.9%, Hispanic men 3.5%, Hispanic women 0.3%,
Asian men 1.6%, Asian women 1.0%. White men and Black men decreased, (-1.4%)
and (-0.5%) respectively. Hispanic women and Asian women remained the same.
The following groups increased: White women 0.9%, Black women 0.5%, Hispanic
men 0.4%, and Asian men 0.2%.
                         -13-

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

                                              CHANGE IN  WORKFORCE EEO PROFILE BY PATCOB  CATEGORY
                                                       October  1,  2001 to September 30, 2002
                                TOTAL
                            All
                                   Women
                                              WHITE
                                            Men   Women
                                                             BLACK
                                                                           HISPANIC     ASIAN/PACIFIC    AMER INDIAN
                                                                                         ISLANDER     ALASKA NATIVE
                                                           Men   Women    Men   Women
                                                                                        Men   Women
                                                                                                       Men    Women
GS 1-4
GS 5-8
GS 9-12
GS/GM 13
GS/GM 14
GS/GM 15
SES + GS  EQ
10/01

9/02

CHANGE
10/01

9/02

CHANGE
10/01

9/02

CHANGE
10/01

9/02

CHANGE
10/01

9/02

CHANGE
10/01

9/02

CHANGE
10/01

9/02

CHANGE
#
%
#
%
%
#
%
#
%
%
#
%
#
%
%
#
%
#
%
%
#
%
#
%
%
#
%
#
%
%
#
%
#
%
%
123

146

23
1353

1326

-27
4306

4110

-196
6563

6735

172
3052

3022

-30
1884

2061

177
290

313

23
90
73.2
81
55.5
-17.7
1183
87.4
1113
83.9
-3.5
2728
63.4
2630
64.0
0.6
2881
43.9
3015
44.8
0.9
1229
40.3
1231
40.7
0.4
657
34.9
743
36.1
1.2
92
31.7
103
32.9
1.2
9
7.3
43
29.5
22.2
94
6.9
139
10.5
3.6
1123
26.1
1039
25.3
-0.8
2988
45.5
2992
44.4
-1.1
1555
51.0
1526
50.5
-0.5
1116
59.2
1190
57.7
-1.5
168
57.9
177
56.5
-1.4
21
17.1
34
23.3
6.2
435
32.2
401
30.2
-2.0
1444
33.5
1381
33.6
0.1
1911
29.1
1974
29.3
0.2
905
29.7
882
29.2
-0.5
534
28.3
600
29.1
0.8
81
27.9
90
28.8
0.9
16
13.0
17
11.6
-1.4
53
3.9
47
3.6
-0.3
222
5.2
219
5.2
0.0
273
4.2
288
4.2
0.0
116
3.8
112
3.8
0.0
45
2.4
53
2.6
0.2
17
5.9
17
5.4
-0.5
52
42.3
38
26.0
-16.3
602
44.5
563
42.5
-2.0
956
22.2
948
23.0
0.8
644
9.8
691
10.2
0.4
215
7.0
230
7.6
0.6
87
4.6
97
4.7
0.1
7
2.4
9
2.9
0.5
3
2.4
2
1.4
-1.0
11
0.8
15
1.1
0.3
104
2.4
98
2.4
0.0
159
2.4
167
2.5
0.1
65
2.1
68
2.3
0.2
31
1.6
36
1.8
0.2
9
3.1
11
3.5
0.4
10
8.1
5
3.4
-4.7
98
7.2
96
7.2
0.0
146
3.4
139
3.4
0.0
114
1.7
119
1.8
0.1
51
1.7
56
1.9
0.2
17
0.9
23
1.1
0.2
1
0.3
1
0.3
0.0
5
4.1
3
2.0
-2.1
9
0.6
9
0.7
0.1
109
2.5
105
2.6
0.1
232
3.5
241
3.6
0.1
78
2.6
77
2.5
-0.1
31
1.6
35
1.7
0.1
4
1.4
5
1.6
0.2
6
4.9
4
2.7
-2.2
41
3.0
45
3.4
0.4
145
3.4
126
3.1
-0.3
190
2.9
206
3.1
0.2
51
1.7
55
1.8
0.1
17
0.9
20
1.0
0.1
3
1.0
3
1.0
0.0
0
0.0
0
0.0
0.0
3
0.2
2
0.2
0.0
20
0.5
19
0.5
0.0
30
0.5
32
0.5
0.0
9
0.3
8
0.3
0.0
4
0.2
4
0.2
0.0
0
0.0
0
0.0
0.0
1
0.8
0
0.0
-0.8
7
0.5
8
0.6
0.1
37
0.9
36
0.9
0.0
22
0.3
25
0.4
0.1
7
0.2
8
0.3
0.1
2
0.1
3
0.1
0.0
0
0.0
0
0.0
0.0
                                                                -14-

-------
                              TOTAL

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

                                              CHANGE IN WORKFORCE EEO  PROFILE BY GRADE GROUPING
                                                    October  1,  2000 to September 30,  2001
   WHITE

Men   Women
  BLACK

Men   Women
HISPANIC

Men   Women
ASIAN/PACIFIC
 ISLANDER
 Men   Women
 AMER INDIAN
ALASKA NATIVE
  Men	Women
ALL OTHERS
     TOTAL
10/01

9/02

CHANGE
10/01

9/02

CHANGE
#
%
#
%
%
#
%
#
%
%
136

77

-59
17707

17790

83
30
22.1
51
66.2
44.1
8890
50.2
8968
50.4
0.2
86
63.2
10
13.0
-50.2
7139
40.3
7113
40.0
-0.3
25
18.4
18
23.4
5.0
5356
30.2
5380
30.2
0.0
12
8.8
9
11.7
2.9
754
4.3
762
4.3
0.0
2
1.5
16
20.8
19.3
2565
14.4
2593
14.6
0.2
3
2.2
3
3.9
1.7
385
2.2
401
2.3
0.1
2
1.5
11
14.3
12.8
439
2.5
450
2.5
0.0
5
3.7
4
5.2
1.5
473
2.7
481
2.7
0.0
1
0.7
6
7.8
7.1
454
2.6
465
2.6
0.0
0
0.0
0
0.0
0.0
66
0.4
65
0.4
0.0
0
0.0
0
0.0
0.0
76
0.4
80
0.5
0.1
                                                                  -15-

-------
4.  SERIES ANALYSIS

   PROFESSIONAL

   This analysis focuses on the major Professional occupational series. As of  September
   30, 2002, almost half 8302 (46.7%) of the EPA work force was employed in this
   occupational category.  AEP groups by series  were  compared with the National
   Professional Civilian Labor Force (CLF) for that specific series.

   110-Economists: Of the total Professional work force, 111 (1.3%) are Economists.
   American Indian men, American Indian women, and Hispanic  women are not
   represented in this series.  White men occupied 59.5% of these positions, White
   women 26.1%, Minorities 14.4%: Black men 2.7%, Black women 2.7%, Hispanic
   men 1.8%, Asian men 6.3%, and Asian women  0.9%.  The following groups were
   under-represented: White women (26.1%, CLF 30.3%), Hispanic women (0.0%, CLF
   1.4%), Asian women (0.9%, CLF 1.9%), American Indian men and women (0.0, CLF
   0.2%).

   401-Biologists: Of the total Professional work force, 749 (9.0%) are Biologists. All
   groups are  represented in this job series.  The following groups were under-
   represented: Hispanic men (1.6%, CLF 2.1%), Hispanic women (1.2%, CLF 1.4%),
   Asian men (1.2%, CLF 3.5%), Asian women (1.8%, CLF 1.9%).

   408 -  Ecologists: Of the total Professional work force, 100 (1.2%) are Ecologists.
   The following groups were not represented: Black men, Black women, Hispanic
   women, Asian women, American Indian men, and American Indian women. White
   men occupied 67.0%, White women 29.0%, Hispanic men 3.0%, and Asian men
   1.0%. The following group was under represented: Asian men (1.0%, CLF 3.5%)

   415 - Toxicologists:  Of the total  Professional work  force, 168 (2.0%) are
   Toxicologists.  American Indian  men and American Indian women groups were
   absent from this series.    The following groups were under-represented: White
   women (28.6%, CLF 30.3%), Black women (2.4%, CLF 3.2%), Hispanic men (0.6%,
   CLF 2.1%), and Hispanic women (1.2%, CLF 1.4%).

   510 - Accountants:   Of the total  Professional work  force, 180 (2.2%) are
   Accountants. Hispanic men, and American Indian men are absent from this series.
   The following groups were under-represented: White women (28.3%, CLF 30.3%)
   Hispanic women (1.1%, CLF 1.4%).

   511 -  Auditors:  Of the total Professional work force, 191 (2.3%) are Auditors.
   Except for American Indian women, all groups  are present in this job series.  The
   following groups are under represented: White women (28.8%, CLF 30.3%), Hispanic
   men (1.1%,  CLF 2.1%), Hispanic women (0.5%, CLF 1/4%), Asian men (2.1%, CLF
   3.5%).
                           -16-

-------
819 - Environmental Engineers: Of the total Professional workforce, 1963(23.6%)
are Environmental Engineers.  This is the most populous of the Professional series.
All the AEP groups are present in this job series and only White women are under
represented (19.5%, CLF 30.3%).  White men occupied 55.2%, Black men 3.9%,
Black women 3.5%, Hispanic men 4.9%, Hispanic women 1.9%, Asian men 7.4% and
Asian women 3.2%, American Indian men 0.2%, and American Indian women 0.2%.

893 - Chemical Engineers:  Of the total Professional work force, 141 (1.7%) are
Chemical Engineers. Except for American Indian women, all groups are  present in
this job series. The following groups are under represented: White women (20.6%,
CLF 30.3%), Black women (2.1%, CLF 3.2%).  White men occupied 48.9% of these
positions, Black men 3.6%, Hispanic men 5.0%, Hispanic women 4.3%, Asian men
11.4%, Asian women 3.6% and American Indian men 0.7%.

905 -Attorneys: Of the total Professional work force, 1037 (12.5%) are Attorneys.
All groups are present in this job category.  The following groups were under
represented: Hispanic men (2.0%, CLF 2.1%)  and Asian men (1.8%,  CLF 3.5%).
White men occupied 44.8%, White women 36.6%, Black men 2.5%, Black women
5.7%, Hispanic women 2.6%, Asian women 3.1%, American Indian men  0.4%, and
American Indian women 0.4%.

1102 - Contract and Procurement Specialists: Of the total Professional work force,
305 (3.7%) are Contract and Procurement Specialists. All groups are present in this
job series.  The following groups were under represented: Hispanic men (2.0%, CLF
2.1%), Asian men (1.0%, CLF 3.5%) and Asian women (0.7%, CLF 1.9%).

1301 - General  Physical Scientists:  Of the total Professional work force, 2070
(25.0%) are Physical Scientists. This is the second most populous job series.  All
groups are present in this series. The following groups are under represented: White
women (27.5%, CLF 30.3%) and Asian men (2.5%, CLF 3.5%). White men occupied
55.6%, Black men 3.2%, Black women 3.9%, Hispanic men 2.6%, Hispanic women
2.0%, Asian women 2.0%, American Indian men 0.5%, and American Indian women
0.2%.

1320 - Chemists: Of the total Professional work force, 575 (6.9%) are Chemists. All
groups are  present in this job series. The following groups were under represented:
White women (24.5%, CLF 30.3%) and Black women (2.8%, CLF 3.2%). White men
occupied 53.6%,  Black men 3.5%, Hispanic men 2.6%, Hispanic women 1.7%,
Asian men 6.1%, Asian women 4.9%, American Indian men 0.2%, and  American
Indian women 0.2%.
                        -17-

-------
ADMINISTRATIVE

At the end of FY 2002, the Agency had 7,860 employees in the Administrative job
category, which was 44.2% of its total work force.  The AEP groups are compared
with the aggregated National Civilian Labor Force (CLF) for the Administrative
series.

028 - Environmental Protection Specialists:  Of  the total Administrative work
force,  2874 (36.6%) are Environmental Protection Specialists. This is the most
populous of the Administrative series. All AEP groups are present in this job series.
White men occupied 34.4%, Black women 12.9%, Asian men 1.7%, Asian women
2.6%, American Indian men 0.6%, and American Indian women 1.0%. The following
groups were under represented: White women (39.3%, CLF 40.4%), Black men
(3.4%,  CLF 3.6%), Hispanic men (1.5%, CLF 2.6%), and Hispanic women (2.5%,
CLF 2.6%).

201 - Personnel Management:  Of the total Administrative work force, 190 (2.4%)
worked in Personnel Management. Asian and American Indian men are absent from
this series. White men occupied 15.3%, Black men 6.3%, Black women 39.0%,
Hispanic women 5.8%, Asian women 2.1% and American Indian women 0.5%. The
following AEP groups were under represented: White women (29.0%, CLF 40.4%),
Hispanic men (2.1%, CLF 2.6%).

301 - General Administration:  Of the total Administrative work force, 892(13.4%)
are in General Administration. All of the AEP groups were present in this job series.
White men occupied 25.3%, Black women 28.1%,  Hispanic women  2.8%, Asian
women 1.5%, and American Indian women 0.6%. The following groups were under
represented:  White women  (35.0%, CLF  40.4%), Black men (3.5%, CLF 3.6%),
Hispanic men (2.0%, CLF 2.6%), Asian men (1.1%, CLF 1.4%) and American Indian
men (0.2%, CLF 0.3%).

334 - Computer Specialists: Of the total Administrative work force, 339 (4.3%) are
Computer Specialists. All groups are present in this job series. White men occupied
40.4%, Black men 11.5%, Black women 14.8%, Hispanic men 3.5%, Asian men
5.3%, Asian women 5.6%, American Indian men 0.6%, and American Indian women
0.3%.  The following groups were under represented: White women  (16.8%, CLF
40.4%) and Hispanic women (1.2%, CLF 2.6%).

340 - Program Management: Of the total Administrative work force, 433 (5.5%)
are in Program Management. Except for American Indian women, all groups are
present in this job series.  White men occupied 53.8%, Black men 4.6%, Hispanic
men 2.8%, Asian men 1.6%, and American Indian men 0.5%. The following groups
were under represented: White women (31.2%, CLF 40.4%), Black women (4.4%,
CLF 5.3%), Hispanic women (0.2%, CLF 2.6%), Asian women (0.9%, CLF 1.4%),
American Indian women (0.0%,  CLF 0.3%).
                        -18-

-------
343 - Management Analyst: Of the total Administrative work force, 1507 (19.2%)
are Management Analysts. All of the AEP groups are present in this job series.
White men occupied 25.0%, Black women 26.4%, Asian  women 1.6%.   The
following groups were under represented: White women (39.0%, CLF 40.4%), Black
men (3.3%, CLF 3.6%), Hispanic men (1.5%, CLF 2.6%), Hispanic women (2.2%,
CLF 2.6%), Asian men (0.8%, CLF 1.4%), and American Indian men (0.2%, CLF
0.3%).

501 - General Accounting, Clerical and Administrative: Of the total Adminis-
trative work force, 151 (1.9%) are in this series.  American Indian men and Ameri-
can Indian women were absent from this  series. White  men occupied 13.9%,
Black men 6.0%, Black women 40.4%,  Hispanic women 3.3%, Asian men 2.0%,
and Asian women 2.0%.  The following groups  were  under represented: White
women (30.5%, CLF 40.4%), and Hispanic men (2.0%, CLF 2.6%).

1035 - Public Affairs: Of the total Administrative work force,  138 (1.8%) are in this
series.  Except for American Indian men, all groups are present in this job series.
White men occupied 32.6%, White women 41.3%, Black men 4.3%, Black women
13.0%, Hispanic men 3.6%, Asian men 1.4%, Asian women  2.2%, and American
Indian women 0.7%. The only group under represented was Hispanic women (0.7%,
CLF 2.6%).

1101 - General Business and Industry: Of the total Administrative work force, 156
(2.0%) are in this series.  Asian men and American Indian men are  absent from this
series. White men occupied 11.5%, Black men 5.8%, Black women 32.1%, Hispanic
men 3.2%, Hispanic women 5.8%, Asian women 5.1%, and American Indian women
2.0%.  Only White women were under represented (34.6%, CLF 40.4%).

1811 - Criminal Investigation:  Of the total Administrative work force, 269 (3.4%)
are in this series. Except for American Indian women, all AEP  groups are present in
this job series. White men occupied 63.2%, Black men 6.7%, Hispanic men 5.9%,
Asian men  1.9%, Asian women  1.5%, and American Indian men 0.4%.   The
following groups were under represented: White women (16.0%, CLF 40.4%), Black
women (3.7%, CLF 5.3%), Hispanic women (0.7%, CLF 2.6%).

2210 - Information Technology Management:   Of the total  Administrative work
force,  295  (3.8%) are in this series. American Indian  men and American Indian
women are absent from this series.  White men occupied 47.1%, Black men 9.2%,
Black women 10.2%, Asian men 3.7%, and Asian women 4.1%.  The following
groups are under represented: White women (21.7%, CLF 40.4%), Hispanic men
(2.4%, CLF 2.6%), and Hispanic women (1.7%, CLF 2.6%).
                        -19-

-------
Environmental Protection Agency
Agencywide Workforce Profile • Major Occupations - Professional
As of 09/30/2002
Full/PartTime Permanent Workforce
...... n. . ... Asian American American Indian T..
Whlte Black Hlspamc Pacific Islander Alaskan Native Total
Male Female Male Female Male Female Male Female Male Female All
511 -Auditor
819 -Environmental
Engineering


905 - Attorney
1035 -Public Affairs
1101 - General Business &
Industry
11 02- Contract &
Procurement
1301 - General Physical
Science
1320 - Chemist
1811 - Criminal Investigation
2210 - Information Tech Mgt
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
75
39.27
1084
55.22
69
48.94
465
44.84
45
32.61
18
11.54
86
28.20
1150
55.56
308
53.57
170
63.20
139
47.12
55
28.80
382
19.46
29
20.57
380
36.64
57
41.30
54
34.62
97
31.80
569
27.49
141
24.52
43
15.99
64
21.69
23
12.04
77
3.92
5
3.55
26
2.51
6
4.35
9
5.77
27
8.85
66
3.19
20
3.48
18
6.69
27
9.15
21
10.99
69
3.52
3
2.13
59
5.69
18
13.04
50
32.05
73
23.93
81
3.91
16
2.78
10
3.72
30
10.17
2
1.05
97
4.94
7
4.96
21
2.03
5
3.62
5
3.21
6
1.97
53
2.56
15
2.61
16
5.95
7
2.37
1
0.52
37
1.88
6
4.26
27
2.60
1
0.72
9
5.77
8
2.62
41
1.98
10
1.74
2
0.74
5
1.69
4
2.09
146
7.44
16
11.35
19
1.83
2
1.45
0
0.00
3
0.98
52
2.51
35
6.09
5
1.86
11
3.73
9
4.71
63
3.21
5
3.55
32
3.09
3
2.17
8
5.13
2
0.66
42
2.03
28
4.87
4
1.49
12
4.07
1
0.52
4
0.20
1
0.71
4
0.39
0
0.00
0
0.00
1
0.33
11
0.53
1
0.17
1
0.37
0
0.00
0
0.00
4
0.20
0
0.00
4
0.39
1
0.72
3
1.92
2
0.66
5
0.24
1
0.17
0
0.00
0
0.00
191
100.00
1963
100.00
141
100.00
1037
100.00
138
100.00
156
100.00
305
100.00
2070
100.00
575
100.00
269
100.00
295
100.00
                                           -20-

-------
Environmental Protection Agency
Agencywide Workforce Profile • Major Occupations - Administrative
As of 09/30/2002
Full/PartTime Permanent Workforce
...... n. . ... Asian American American Indian T..
Whlte Black Hlspamc Pacific Islander Alaskan Native Total
Male Female Male Female Male Female Male Female Male Female All
028 - Environmental
Protection Specialist
110 -Economist


301 - General Administrative
303 - Miscellaneous Clerk
31 8 -Secretary
334 - Computer Specialist
340 - Program Management
343 - Management Analysis
401 - Biologist
408 - Ecology
41 5 -Toxicology
501 - General Accounting
Clerical & Administrative
510 -Accountant
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
989
34.41
66
59.46
29
15.26
226
25.34
13
5.75
4
0.55
137
40.41
233
53.81
376
24.95
403
53.81
67
67.00
80
47.62
21
13.91
60
33.33
1130
39.32
29
26.13
55
28.95
312
34.98
62
27.43
269
37.26
57
16.81
135
31.18
587
38.95
236
31.51
29
29.00
48
28.57
46
30.46
51
28.33
98
3.41
3
2.70
12
6.32
31
3.48
12
5.31
7
0.97
39
11.50
20
4.62
49
3.25
33
4.41
0
0.00
6
3.57
9
5.96
13
7.22
372
12.94
3
2.70
74
38.95
251
28.14
109
48.23
367
50.83
50
14.75
19
4.39
398
26.41
24
3.20
0
0.00
4
2.38
61
40.40
36
20.00
42
1.46
2
1.80
4
2.11
17
1.91
1
0.44
3
0.42
12
3.54
12
2.77
22
1.46
12
1.60
3
3.00
1
0.60
3
1.99
0
0.00
73
2.54
0
0.00
11
5.79
25
2.80
21
9.29
55
7.62
4
1.18
1
0.23
33
2.19
9
1.20
0
0.00
2
1.19
5
3.31
2
1.11
48
1.67
7
6.31
0
0.00
10
1.12
1
0.44
1
0.14
18
5.31
7
1.62
12
0.80
9
1.20
1
1.00
16
9.52
3
1.99
7
3.89
76
2.64
1
0.90
4
2.11
13
1.46
6
2.65
13
1.80
19
5.60
4
0.92
24
1.59
14
1.87
0
0.00
11
6.55
3
1.99
10
5.56
18
0.63
0
0.00
0
0.00
2
0.22
0
0.00
1
0.14
2
0.59
2
0.46
3
0.20
2
0.27
0
0.00
0
0.00
0
0.00
0
0.00
28
0.97
0
0.00
1
0.53
5
0.56
1
0.44
2
0.28
1
0.29
0
0.00
3
0.20
7
0.93
0
0.00
0
0.00
0
0.00
1
0.56
2874
100.00
111
100.00
190
100.00
892
100.00
226
100.00
722
100.00
339
100.00
433
100.00
1507
100.00
749
100.00
100
100.00
168
100.00
151
100.00
180
100.00
                                           -21-

-------
Environmental Protection Agency
Agency Wide Accessions by PATCOB Code
From: 09/30/2001  To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
PATCOB White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
OTHER
Total
#
%
#
%
#
%
#
%
#
%
#
%
107
40.68
128
39.38
4
21.05
3
3.57
6
26.09
248
34.73
84
31.94
101
31.08
6
31.58
39
46.43
7
30.43
237
33.19
191
72.62
229
70.46
10
52.63
42
50.00
13
56.52
485
67.93
13
4.94
15
4.62
1
5.26
4
4.76
2
8.70
35
4.90
24
9.13
30
9.23
2
10.53
32
38.10
5
21.74
93
13.03
37
14.07
45
13.85
3
15.79
36
42.86
7
30.43
128
17.93
9
3.42
13
4.00
0
0.00
0
0.00
0
0.00
22
3.08
7
2.66
9
2.77
1
5.26
5
5.95
2
8.70
24
3.36
16
6.08
22
6.77
1
5.26
5
5.95
2
8.70
46
6.44
8
3.04
10
3.08
0
0.00
0
0.00
0
0.00
18
2.52
11
4.18
12
3.69
5
26.32
1
1.19
1
4.35
30
4.20
19
7.22
22
6.77
5
26.32
1
1.19
1
4.35
48
6.72
0
0.00
1
0.31
0
0.00
0
0.00
0
0.00
1
0.14
0
0.00
6
1.85
0
0.00
0
0.00
0
0.00
6
0.84
0
0.00
7
2.15
0
0.00
0
0.00
0
0.00
7
0.98
137
52.09
167
51.38
5
26.32
7
8.33
8
34.78
324
45.38
126
47.91
158
48.62
14
73.68
77
91.67
15
65.22
390
54.62
263
100.00
325
100.00
19
100.00
84
100.00
23
100.00
714
100.00
                                                             -22-

-------
Environmental Protection Agency
Agency Wide Promotions by Grade within Pay Plan
From: 09/30/2001 To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
ES
GS
00
Total
02
03
04
05
06
07
08
09
10
11
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
3
60.00
3
60.00
0
0.00
0
0.00
1
11.11
0
0.00
0
0.00
5
5.95
3
3.90
40
16.74
12
41.38
57
16.24
2
40.00
2
40.00
0
0.00
0
0.00
1
11.11
2
6.67
8
18.18
25
29.76
31
40.26
94
39.33
8
27.59
122
34.76
5
100.00
5
100.00
0
0.00
0
0.00
2
22.22
2
6.67
8
18.18
30
35.71
34
44.16
134
56.07
20
68.97
179
51.00
0
0.00
0
0.00
0
0.00
0
0.00
1
11.11
4
13.33
4
9.09
5
5.95
1
1.30
14
5.86
2
6.90
17
4.84
0
0.00
0
0.00
1
100.00
2
66.67
4
44.44
19
63.33
25
56.82
38
45.24
29
37.66
65
27.20
5
17.24
103
29.34
0
0.00
0
0.00
1
100.00
2
66.67
5
55.56
23
76.67
29
65.91
43
51.19
30
38.96
79
33.05
7
24.14
120
34.19
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
3.33
0
0.00
2
2.38
1
1.30
2
0.84
0
0.00
8
2.28
0
0.00
0
0.00
0
0.00
0
0.00
1
11.11
2
6.67
5
11.36
4
4.76
8
10.39
11
4.60
0
0.00
12
3.42
0
0.00
0
0.00
0
0.00
0
0.00
1
11.11
3
10.00
5
11.36
6
7.14
9
11.69
13
5.44
0
0.00
20
5.70
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
3.33
0
0.00
0
0.00
0
0.00
4
1.67
1
3.45
8
2.28
0
0.00
0
0.00
0
0.00
1
33.33
1
11.11
1
3.33
2
4.55
4
4.76
3
3.90
7
2.93
1
3.45
17
4.84
0
0.00
0
0.00
0
0.00
1
33.33
1
11.11
2
6.67
2
4.55
4
4.76
3
3.90
11
4.60
2
6.90
25
7.12
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
1.30
1
0.42
0
0.00
2
0.57
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
1.19
0
0.00
1
0.42
0
0.00
5
1.42
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
1.19
1
1.30
2
0.84
0
0.00
7
1.99
3
60.00
3
60.00
0
0.00
0
0.00
2
22.22
6
20.00
4
9.09
12
14.29
6
7.79
61
25.52
15
51.72
92
26.21
2
40.00
2
40.00
1
100.00
3
100.00
7
77.78
24
80.00
40
90.91
72
85.71
71
92.21
178
74.48
14
48.28
259
73.79
5
100.00
5
100.00
1
100.00
3
100.00
9
100.00
30
100.00
44
100.00
84
100.00
77
100.00
239
100.00
29
100.00
351
100.00
                                                                  -23-

-------
Environmental Protection Agency
Agency Wide Promotions by Grade within Pay Plan
From: 09/30/2001 To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
GS
WG
Total
12
13
14
15
Total
03
Total

#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
77
21.39
170
32.82
142
46.41
122
51.91
629
27.52
0
0.00
0
0.00
632
27.55
135
37.50
168
32.43
86
28.10
76
32.34
756
33.07
0
0.00
0
0.00
758
33.04
212
58.89
338
65.25
228
74.51
198
84.26
1385
60.59
0
0.00
0
0.00
1390
60.59
21
5.83
24
4.63
10
3.27
8
3.40
111
4.86
3
100.0
o
3
100.0
o
114
4.97
82
22.78
80
15.44
32
10.46
13
5.53
498
21.78
0
0.00
0
0.00
498
21.71
103
28.61
104
20.08
42
13.73
21
8.94
609
26.64
3
100.00
3
100.00
612
26.68
11
3.06
10
1.93
11
3.59
3
1.28
49
2.14
0
0.00
0
0.00
49
2.14
17
4.72
17
3.28
11
3.59
6
2.55
94
4.11
0
0.00
0
0.00
94
4.10
28
7.78
27
5.21
22
7.19
9
3.83
143
6.26
0
0.00
0
0.00
143
6.23
2
0.56
17
3.28
5
1.63
3
1.28
41
1.79
0
0.00
0
0.00
41
1.79
6
1.67
27
5.21
8
2.61
3
1.28
81
3.54
0
0.00
0
0.00
81
3.53
8
2.22
44
8.49
13
4.25
6
2.55
122
5.34
0
0.00
0
0.00
122
5.32
2
0.56
2
0.39
0
0.00
1
0.43
9
0.39
0
0.00
0
0.00
9
0.39
7
1.94
3
0.58
1
0.33
0
0.00
18
0.79
0
0.00
0
0.00
18
0.78
9
2.50
5
0.97
1
0.33
1
0.43
27
1.18
0
0.00
0
0.00
27
1.18
113
31.39
223
43.05
168
54.90
137
58.30
839
36.70
3
100.0
o
3
100.0
o
845
36.84
247
68.61
295
56.95
138
45.10
98
41.70
1447
63.30
0
0.00
0
0.00
1449
63.16
360
100.00
518
100.00
306
100.00
235
100.00
2286
100.00
3
100.00
3
100.00
2294
100.00
                                                               -24-

-------
Environmental Protection Agency
Agency Wide Separations by PATCOB
From: 09/30/2001  To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
OTHER
Total
#
%
#
%
#
%
#
%
#
%
#
%
153
58.85
119
36.84
7
18.92
2
3.92
2
20.00
283
41.56
60
23.08
130
40.25
10
27.03
21
41.18
4
40.00
225
33.04
213
81.92
249
77.09
17
45.95
23
45.10
6
60.00
508
74.60
9
3.46
16
4.95
3
8.11
4
7.84
1
10.00
33
4.85
10
3.85
30
9.29
15
40.54
19
37.25
1
10.00
75
11.01
19
7.31
46
14.24
18
48.65
23
45.10
2
20.00
108
15.86
5
1.92
6
1.86
1
2.70
0
0.00
0
0.00
12
1.76
4
1.54
9
2.79
0
0.00
3
5.88
1
10.00
17
2.50
9
3.46
15
4.64
1
2.70
3
5.88
1
10.00
29
4.26
9
3.46
3
0.93
0
0.00
0
0.00
0
0.00
12
1.76
8
3.08
8
2.48
1
2.70
1
1.96
1
10.00
19
2.79
17
6.54
11
3.41
1
2.70
1
1.96
1
10.00
31
4.55
1
0.38
2
0.62
0
0.00
0
0.00
0
0.00
3
0.44
1
0.38
0
0.00
0
0.00
1
1.96
0
0.00
2
0.29
2
0.77
2
0.62
0
0.00
1
1.96
0
0.00
5
0.73
177
68.08
146
45.20
11
29.73
6
11.76
3
30.00
343
50.37
83
31.92
177
54.80
26
70.27
45
88.24
7
70.00
338
49.63
260
100.00
323
100.00
37
100.00
51
100.00
10
100.00
681
100.00
                                                              -25-

-------
B. AGENCY-WIDE REPORTS
   1. OBJECTIVES AND ACCOMPLISHMENTS

   The following barrier statements/objectives and action items were either originally
   identified in the EPA's 5-year (F Y 88-92) Affirmative Employment Program (AEP)
   Plan for Minorities and Women or have subsequently been added where needed.
   The U.S.  Equal Employment Opportunity  Commission (EEOC) requires that
   originally identified, as well as subsequent, barrier statements/objectives and action
   items be included in any updates to the Agency's AEP Plan Update until the barriers
   have been eliminated.
                               -26-

-------
 PROGRAM ELEMENT:
   AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
  REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
                                      AGENCY WIDE

         PROGRAM EVALUATION
     PROBLEM/
      BARRIER
    STATEMENT
                          OBJECTIVE/
                        ACTION ITEMS
RESPONSIBLE
 OFFICIAL(S)
  TARGET
   DATES
ACCOMPLISH-
    MENTS
 Fes/Partial/TVo
The full realm of each
organization's AEP
Plan initiatives are not
being reviewed and
management's efforts
are not being
considered as part of
their performance
evaluations.
To establish a comprehensive and consistent formal process through
which organizational AEP initiatives are reviewed, specific results are
assessed and used to evaluate the performance of management
officials.

1.  OCR National EEO Managers to provide advice and guidance on
all matters related to AEP and SEP initiatives, review AEP plans for
adequacy and compliance with applicable laws, and provide
constructive feedback.

2. Continued use by management of work force status reports
provided by OCR in order to take affirmative steps in areas of under
representation.

3.  Monitor and evaluate the Agency's progress in implementing the
Affirmative  Employment Program and Diversity Action Plans.

4.  Continued implementation of the Agencv's SES accountability
model that defines required SES EEO performance and ties SES
awards and recognition to their ability to meet EEO performance
expectations.
     OCR
                                                                                               OCR
                                                                                           OCR, OHROS
                                                                                              OARM
Ongoing
                 Ongoing
                 Annually
                 Action
                 complete.

                 Accountability
                 measures are in
                 place and are
                 being
                 implemented.
       Y
                       Y
                       Y
                       Y
Status: All of the action items in this section are complete. AEP Plans for all of the major EPA organizations are reviewed for completeness and compliance with applicable laws and are
monitored to determine effectiveness. Work force statistical analyses are developed that provide EPA headquarters and regional offices with workforce composition data that reveal areas
where under representation exists. Senior executives, as well as all supervisors and managers, have critical job elements (CJEs) covering AEP and diversity responsibilities. These
actions are institutionalized in the Agency as part of normal business practices and will be excluded from future AEP submissions and annual Plan Updates.
                                                                       -27-

-------
                        AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
                       REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
                                                          AGENCY WIDE
PROGRAM ELEMENT:
       RECRUITMENT AND HIRING
  PROBLEM/BARRIER
      STATEMENT
                 OBJECTIVE/
               ACTION ITEMS
    RESPONSIBLE
     OFFICIAL(S)
       TARGET
        DATES
                ACCOMPLISH-
                    MENTS
                 Yes/Partial/No
The representation of minorities
and women in upper grade
levels and supervisory positions
does not reflect their
representation throughout the
work force.
To increase the representation of minorities and women in
upper grade levels and in supervisory and managerial
positions to a level that is commensurate with their
representation in the Agency's work force.

1.  Develop initiatives/projects aimed at recruiting women
and minority groups that remain under represented.

2.  Hire, train, and promote AEP group members to
increase their representation in upper grade levels and in
supervisory positions using available appropriate means.
AAs, Gen. Counsel,
RAs

AAs, Gen. Counsel,
IG, CFO, RAs
IG,
As needed
                                                                                                        Ongoing
Y
                                                                   -28-

-------
PROGRAM ELEMENT:
                                          RECRUITMENT AND HIRING
   PROBLEM/BARRIER  AFIRMATIVE EMflfcQ^f^T PROGRAM PI
       STATEMENT    REPORT ON OBJE^f IW^/^M^ON ITEMS AN
                                                                      AGENCY WIDE
                                                                                           AN
                                                                                           D
ACCOMPLISH-
     MENTS
  Fes/Partial/Wo
Status: Agency Equal Opportunity Officers and Human Resources Offices continue to work with SEP and employee groups to ensure that hiring opportunities include diverse groups of
candidates.  Many organizations have made it common practice to compete detail and reassignment opportunities to provide more opportunities for employees to gain career enhancing experience.
Organizations are encouraged to analyze promotion rates, awards and rotational assignments to ensure fairness and diversity.

Agency national programs, such as the Hispanic Outreach Strategy and Asian Pacific Islander Initiativess, are part of EPA's efforts to strengthen its relationships with the Hispanic and Asian
communities.  These programs set forth detailed approaches to promoting greater access to employment opportunities with the Agency and increase EPA's support for Hispanic and Asian serving
institutions and organizations.

The Agency sponsors several internship, fellowship and student programs to provide interesting opportunities for new talent.  Some of the sponsored programs are: the National Network for
Environmental Management Studies (NNEMS), which is managed by the Office of Environmental Education (the NNEMS Program provides students with research opportunities and experiences,
with research fellowships available in environmental policy, regulation, communications, and computer programming and development); and The Student Environmental Associate Program and
Diversity Initiative, sponsored by the Office Of Environmental Justice (a cooperative venture between EPA and the Environmental Careers which Organization, and provides students with a paid,
full-time, and on-site training opportunity of three to six months). During this report period, EPA sponsored 114 students from a variety of American Indian communities and tribes across the
country. EPA's National Center for Environmental Research also operates several programs which seeks to improve educational opportunities for promising students and motivate them to pursue
environmental careers.

During this reporting period, the percentage of women and the percentage of minorities in the GS/GM 13-15 grade  group increased by 0.8% respectively. At the SES level, there was a 0.2%
increase in the percentage of minorities, and a 1.0% increase for women.
                                                                                 -29-

-------
 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
                         AGENCY WIDE
PROGRAM ELEMENT: RECRUITMENT AND HIRING
PROBLEM/BARRIER
STATEMENT

Many women and minorities
perceive that unnecessary
education restrictions tend to
limit development of the
applicant pool, screening out
qualified minorities and
women for managerial and
pre -managerial positions.
There is also the perception
that the barriers to
eliminating this practice or
lessening the effects are due
to long held views on what
constitutes "necessary"
credentials for certain federal
positions.


OBJECTIVE/
ACTION ITEMS

To increase the rate at which minorities and women are selected to
managerial and mid-level positions.

1. Review proposed announcements of vacant supervisory positions to
determine where multiple series listings, including the Environmental
Protection Specialist (EPS) series, could be used to obtain qualified
candidates rather than limiting applicants to one or two professional job
series.

2. Review staffing requirements for Agency organizations where
substantial hiring is planned to determine whether structuring of
professional jobs at the mid-level would permit the creation of EPS and
other administrative or technical positions.

3. Develop clear and consistent selection data to provide a basis for
monitoring.
4. Monitor selection patterns to assess whether opening up qualification
requirements results in a higher rate of selection for minorities and women.
RESPONSIBLE
OFFICIAL(S)




OHROS/OCR





OHROS




OHROS

OHROS/OCR

TARGET
DATES




As needed





As needed




Ongoing


Ongoing
ACCOMPLISH-
MENTS
Fes/Partial/TVo



Y





P




Y


Y
Status: This is no longer a barrier in the EPA. The elimination of this barrier is attributable, in large part, to increased communication and information sharing
between employees and management, and through efforts to more thoroughly educate employees on position requirements. In many instances open forums
were held for announced vacancies to inform interested employees about job requirements and duties. Additionally, some EPA organizations have restructured
mid-level professional positions to allow for the establishment of entry-level skills. The Agency's OCR continues to monitor selection patterns to determine
where additional emphasis is needed. The OCR and OHROS periodically review assessment data on the number of women and minorities hired for managerial
positions and publish Agency wide reports. The National SEP managers and councils continue working with managers to increase the number of minority and
women managers and to ensure that selection criteria do not include unnecessary requirements.
                                -30-

-------
 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
                         AGENCY WIDE
PROGRAM ELEMENT: RECRUITMENT AND HIRING
PROBLEM/BARRIER
STATEMENT

EPA has been unable to
attract sufficient numbers of
minority students for science
and engineering positions.










OBJECTIVE/
ACTION ITEMS

To establish partnerships with Minority Academic Institutions (MAIs),
particularly Historically Black Colleges and Universities (HBCUs),
Tribal Colleges and Universities, Hispanic Serving Institutions (HSIs),
and student chapters of minority professional organizations to enhance
their knowledge of EPA programs, research funding, and employment
opportunities.

1. Develop and distribute a listing of existing relationships with MAIs
to provide greater visibility and encourage support for MAIs, and to
publicize the many programs through which students can pursue
degrees in math, science, and engineering.

2. Identify existing research , fellowships, and other opportunities in
EPA and disseminate to MAIs.
RESPONSIBLE
OFFICIAL(S)







OCR,OARM




OCR


TARGET
DATES







Annually




Annually


ACCOMPLISH-
MENTS
Fes/Partial/Wo






Y




P


Status: All National and collateral-duty Special Emphasis Program Managers have responsibility for educating and assisting EPA organizations concerning
ways to develop partnerships with and increase support for MAIs. Existing relationships with MAIs are annually included in various required reports and are
distributed to EPA organizations.
                                -31-

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 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
                         AGENCY WIDE
PROGRAM ELEMENT: RECRUITMENT AND HIRING
PROBLEM/BARRIER
STATEMENT
EPA needs to increase
relationships with and funding
of Minority Academic
Institutions (MAIs).




OBJECTIVE/
ACTION ITEMS
To expand EPAs relationships with MAIs and establish more effective
partnerships with them for the benefit of the institutions, the students, and EPA.
1. Expand EPA's relationships/partnerships with MAIs to develop mutually
beneficial cooperative ventures.
2. Provide support for undergraduate and graduate students and outreach
programs in science and engineering fields.
3. Expand the current National Urban/Rural Fellows Program (NURF) and
establish a two-year Environmental Science Management Fellowship (ESMF
Program based on the NURF model.)
4. Increase the availability of minority and women scientists and engineers.
5. Bring together students and faculty members from specific disciplines to
examine environmental issues and problems, help expand MAI research and
teaching capabilities, and attract pre-doctoral students or post-doctoral fellows.
6. Foster a pro-active and positive relationship between EPA organizations and
individual MAIs in an effort to increase funding to those educational institutions.
RESPONSIBLE
OFFICIAL(S)
AAs, RAs, senior
managers, OCR
AAs, RAs
ORD
OHROS, OCR,
ORD
ORD
OCR, ORD, AAs,
RAs, senior Mgrs.
TARGET
DATES
Ongoing
Ongoing
Ongoing
Ongoing
Ongoing
Ongoing
ACCOMPLISH-
MENTS
Fes/Partial/TVo
Y
Y
P
P
P
P
Status: The Agency participated in a variety of activities in support of MAIs, including Hispanic-Serving Institutions (HSIs), Historically Black Colleges and Universities
(HBCUs) and Tribal Colleges and Universities, as well as MAI-related organizations such as the Hispanic Association of Colleges and Universities (HACU), the American
Indian Science and Engineering Society (AISES), and the National Association for Equal Opportunity (NAFEO). The support included participation in recruitment/job fairs,
Intergovernmental Personnel Assignments, establishment of Memoranda of Understandings, research and training grants, fellowships and internships and through funding of
several Interagency Agreements (IP As) with select organizations that provide planning and coordination services for HBCUs.
PROGRAM ELEMENT: EMPLOYEE DEVELOPMENT
                                -32-

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 AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR MINORITIES AND WOMEN
REPORT ON OBJECTIVES/ACTION ITEMS AND THEIR ACCOMPLISHMENTS
                         AGENCY WIDE
PROBLEM/BARRIER
STATEMENT

Some managers seem to
perceive that minorities and
women are not qualified for
managerial positions, and
some employees are unable
to relate well to persons of a
different race, ethnicity, or
gender. Lack of awareness
of the Agency's AEP
obligations, and scarce
resources may be a barrier to
assessing the need for and
development of
comprehensive training.
OBJECTIVE/
ACTION ITEMS

To train managers and employees so that they will understand the
requirements of equal opportunity laws and value of diversity within
the work force.

1 . Monitor EEO complaints and analyze trends to determine
appropriate EEO training needs.

2. Present training that will address all aspects of equal employment
opportunity law and diversity.





RESPONSIBLE
OFFICIAL(S)





OCR


OCR






TARGET
DATES





Ongoing


As Needed






ACCOMPLISH-
MENTS
Fes/Partial/Wo




Y


Y






Status: The Office of Civil Rights monitors and analyzes discrimination complaints to determine most frequently cited bases and claims. This provides
indications of areas where training or corrective actions may be necessary, i.e., training in EEO laws, diversity training, sexual harassment prevention, etc.
Equal opportunity and diversity training for all Supervisors and Managers has been completed and the Office of Civil Rights is implementing plans to provide
similar training for all Agency Team Leaders.
                                -33-

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U.S. ENVIRONMENTAL PROTECTION AGENCY
               FY 2003
          GOALS BY PATCOB
            AGENCY-WIDE
OCCUPATIONAL
CATEGORIES
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
BLUE-COLLAR

ACTUAL
PLANNED
GOALS
ACTUAL
PLANNED
GOALS
ACTUAL
PLANNED
GOALS
ACTUAL
PLANNED
GOALS
ACTUAL
PLANNED
GOALS
TOTAL
8302
8406
104
7860
7998
138
631


906


14


WOMEN
2968
2972
4
4623
4635
12
477


849


0


BLACK
701
718
17
1858
1870
12
280


484


7


HISPANIC
373
400
27
350
419
69
42


72


0


ASIAN/PACIFIC
ISLANDER
582
614
32
304
326
22
29


21


0


AMERINDIAN/
ALASKAN NATIVE
56
80
24
77
100
23
9


3


0


                 33

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                 U.S. ENVIRONMENTAL PROTECTION AGENCY
                     FY 2002 GOALS ACCOMPLISHMENT
BY MOST POPULOUS PROFESSIONAL SERIES AND AGGREGATE ADMINISTRATIVE SERIES
                             AGENCY-WIDE
PROFESSIONAL JOB SERIES
110

401

415

510

511

830

1102

1320

ECONOMIST

BIOLOGIST

TOXICOLOGIST

ACCOUNTANT

AUDITOR

MECHANICAL ENGINEER

CONTR/PROCUREMENT

CHEMIST

ADMINISTRATIVE JOB SERIES


AGGREGATED ADMIN.

GOALS
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS
GOALS SET
GOALS ACCOMPLISHED
WOMEN
0
0
6
4
1
1
0
0
0
0
0
0
0
0
0
0
WOMEN
0
0
BLACK
0
0
0
0
0
0
0
0
0
0
0
0
0
0
2
1
BLACK
0
0
HISPANIC
2
1
1
0
1
0
0
0
0
0
0
0
0
0
0
0
HISPANIC
47
11
ASIAN/PACIFIC
ISLANDER
0
0
4
2
0
0
0
0
0
0
1
0
1
0
0
0
ASIAN/PACIFIC
ISLANDER
0
0
AMER. INDIAN
ALASKAN NATIVE
0

0
0
0
0
0
0
0
0
1
0
0
0
0
0
AMER. INDIAN
ALASKAN NATIVE
0
0
                                  -34-

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         U.S. ENVIRONMENTAL PROTECTION AGENCY
                        FY 2003
GOALS BY PROFESSIONAL SERIES & AGGREGATED ADMINISTRATIVE
                     AGENCY-WIDE
PROFESSIONAL JOB SERIES
110
401
408
415
510
511
819
893
905
1102
1301
1320
ECONOMIST
BIOLOGIST
ECOLOGIST
TOXICOLOGIST
ACCOUNTANT
AUDITOR
ENV. ENGINEER
CHEM. ENGINEER
ATTORNEY
CONTR/PROCUREMENT
PHYSICAL SCIENTIST
CHEMIST
AGGREGATED PROFESSIONAL
AGGREGATED ADMINISTRATIVE
WOMEN
0
2
0
1
0
0
0
0
0
0
1
0
4
12
BLACK
0
0
0
1
0
0
3
1
2
0
7
3
17
12
HISPANIC
5
2
0
3
1
0
4
0
7
0
3
2
27
69
ASIAN/PACIFIC
ISLANDER
1
7
0
1
0
0
9
0
3
1
8
2
32
22
AMER.INDIAN
ALASKAN NATIVE
3
1
0
2
1
0
5
1
5
0
5
1
24
23
                          35

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C.    NOTEWORTHY ACTIVITIES/INITIATIVES for FY 2002

      1. AGENCY-WIDE

         LISTING  OF  NOTEWORTHY  ACTIVITIES/INITIATIVES  WHICH  HAVE
         BEEN SUCCESSFUL IN  IMPROVING EMPLOYMENT AND PROMOTION
         OPPORTUNITIES FOR WOMEN AND MINORITIES

         EPA strives to be the employer of choice for a diverse group of professionals and
         administrative personnel - and not only  seeks to hire the best and brightest, but to
         continuously nurture a high performing staff.  At the core of a harmonious and
         productive working environment is the ability of the Agency to embrace diversity.

         Extensive progress has been made to promote diversity and fairness throughout the
         Agency during FY 02. The EPA Administrator announced her commitment to a
         workplace free  of discrimination and  supported proactive initiatives to  ensure
         fairness and equality within the workplace.  A  Policy on EEO and Prohibiting
         Discrimination and Harassment was distributed to all employees, mandatory 2-day
         Equal  Employment  Opportunity Commission (EEOC)/Office of Civil  Rights
         (OCR) Training was conducted for managers and supervisors, personnel policies
         and practices were reviewed, and the senior leadership, including the Administrator
         demonstrated their  support for equal  opportunity and affirmative  employment
         programs and activities. A major focus of the Agency's diversity efforts, nationally
         and locally, was to increase the representation of women, minorities, and  people
         with disabilities.  This section  of the AEP focuses on the following EPA Agency-
         wide initiatives and accomplishments:

         •  EPA DIVERSITY EFFORTS

         •  EPA's NATIONAL RECRUITMENT STRATEGY

         The  remainder of the report focuses  on EPA Headquarters and  Regions,
         highlighting any of the following four key areas:

         •  CIVIL RIGHTS, DIVERSITY AND TRAINING

         •  SPECIAL EMPHASIS PROGRAMS

         •  MINORITY SERVING INSTITUTIONS

         •  RECRUITMENT, HIRING, MERIT PROMOTIONS, AND
            AWARDS
                                   -36-

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                               EPA'S DIVERSITY EFFORTS

EPA's diversity efforts incorporated a number of initiatives that can be categorized as follows:

Diversity Action Plans are directed at strengthening local diversity efforts and offering employees the
opportunity to raise fairness issues, structure solutions, and promote diversity awareness.

Recruiter's Handbook contains information that a recruiter needs to successfully market
EPA programs to attract high quality, diverse applicants to EPA.

A Manager's Toolkit for Hispanic Recruitment represents a practical and comprehensive resource for
Agency supervisors  and other decision-makers to assist in overcoming the under-representation of
skilled Hispanic workers in the EPA workforce.

National Hispanic Outreach Strategy sets out a comprehensive approach to promoting greater access
to economic and employment opportunities with the Agency and increasing EPA support for Hispanic
Serving Institutions (HSI's) of higher education.

Employment Opportunities for Individuals with Disabilities Plan describes how EPA's recruitment,
career development, and other employee assistance programs and strategies support its commitment to
provide hiring, placement, and advancement opportunities for individuals with disabilities.

Asian American &  Pacific Islander (AAPI)  Initiative reflects  a balance of internal and external
activities, strategies and Agency goals for ensuring adequate representation of AAPIs in the workforce.

Native American Employment Strategy  identifies  activities  and shares best  practices  aimed at
promoting recruitment and career advancement for Native Americans.

Veterans' Recruitment Strategy seeks to maximize employment opportunities for veterans in EPA and
complement EPA's Disabled Veterans Affirmative Action Plan.

EPA  Intern Program is an initiative set forth in the Agency's 1997 Diversity Action Plan (DAP).
EPA  recruits actively in the Hispanic  and predominantly African American college and university
networks. More than half of the 79 Interns hired in the first three years of this program were minorities
or people with disabilities; and many were outstanding scholars in college.

Partnerships with Minority Academic  Institutions and educational institutions populated with high
numbers of  minority  students continue  to be a priority.   The Agency  continues  to establish
relationships with professors, department chairs, and faculty advisors at these institutions to promote
environmental  studies  and  advise  on  curriculum development;  provide fellowships for students
pursuing degrees in environmental and  engineering disciplines; host students for summer internships;
and/or sponsor faculty on Intergovernmental Personnel Act (IPA) assignments.
                                             -37-

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Cooperative Agreements, have been initiated and approved with organizations such as the National
Association for Equal Opportunity in Higher Education (NAFEO) in an effort to enrich the academic
experiences of students and faculty from  Historically Black Colleges and Universities (HBCUs)
through training and research opportunities.

Diversity Managers/Advocates, such as Special Emphasis  Program  Managers  (SEPMs),  human
resources  specialists,  and  selecting  officials,  have been   selected  to work together to  target
organizations, professional societies, and organizations providing job opportunity networks for people
of minority heritage, people with disabilities, and veterans to fill critical jobs.

                      EPA's NATIONAL RECRUITMENT PROGRAM

       A key component in EPA 's Strategy for Human Capital is the coordination and planning of
recruitment activities Agency-wide. The major  objectives are to:  support  offices in implementing
Diversity Action Plans; implement recruitment and  outreach strategies;  locate the best qualified
applicants while adhering to merit system principles and EEO requirements; establish a framework for
Human Resources offices to implement recruitment initiatives; and assist in the reestablishment of
effective relationships with  Minority Academic  Institutions (MAIs), Historically Black Colleges &
Universities (HBCUs), Hispanic  Serving Institutions  (HSIs), and other minority  organizations and
groups.

       Integral to the program is the development and  dissemination of tools,  development and
implementation of outreach  strategies,  and monitoring and  evaluation of results.  These include
development  of training materials for recruiters and on-line tools to assist managers in their recruiting
efforts; enhancement of the EPA Website  to attract  and inform applicants about  job opportunities;
participation at national recruiting events and activities, and the production and maintenance of state-
of-the-art recruitment booths and materials to use at these events.

       EPA's comprehensive recruitment  program incorporates both  national and local diversity
efforts with the use of outreach, special hiring authorities, incentives, internships, fellowships, or other
programs to identify and hire entry-level to senior specialists, as described below.

Outreach to Potential Applicants

•  Using paid advertisements in national journals.

•  Sending vacancy announcements to organizations that reach out to or include people with the
   special skills and interests associated with EPA work.

•  Forming  partnerships with national and local organizations,  such as the Office of Disability
   Employment  Policy/Department  of Labor (DOL), National Hispanic  Environmental Council,
   Greater Boston Federal Executive Board.

•  Participation in national and local recruiting events, sponsored by such organizations as the
   American Indian Science & Engineering Society, Federal Asian Pacific American Council,
   National Organization of Black Chemists & Chemical Engineers, President's Committee on
   Employment of People with Disabilities, Retired Officers' Association, Society of Hispanic
   Professional Engineers, and Society of Women Engineers.
                                            -38-

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Special Appointment Authorities and Programs

•   The Agency's use of the following special hiring authorities:  Schedule A, 5 CFR 213.3102(t) for
    Hiring People with Mental Retardation; Schedule A, 5 CFR 213.3102(u) for Hiring People With
    Severe  Physical  Disabilities; Schedule B, 5 CFR 213.3202(k)  for Hiring People Who Have
    Recovered from Mental Illness; Schedule A, 5 CFR 213.3102(11) for Hiring Readers, Interpreters,
    and Other Personal Assistants; 5 CFR 316.302(b)(4) or 5 CFR 316.402(b)(4) for Hiring 30 Percent
    or More Disabled Veterans; 5 CFR 315.604 for Hiring Disabled Veterans Enrolled in VA Training
    Programs; and 5 CFR 316.201(b) for Hiring Worker Trainees for programs such as the Welfare to
    Work program.

•   Veterans' Readjustment Appointment (VRA), an excepted service appointment for positions up to
    GS-11,  under which an employee may be converted to the competitive service after two years.

•   Student Career Experience Program (SCEP), a work-study program that provides opportunity for
    students in academic institutions to blend  periods  of study  with  periods  of  career-related
    employment.  Under this program, students can be  non-competitively converted  to permanent
    positions after graduation and EPA can foster a working relationship with the academic institutions
    that will enhance the success of EPA's college recruitment.

•   Outstanding Scholar Program, a special hiring authority established  for entry-level administrative
    positions at the GS-5  and GS-7 level for  college graduates with a GPA of 3.45 or better or who
    have  graduated in the upper 10 percent of their class.  (This authority, authorized under the terms
    of the Luevano Consent Decree, can only be used for specific series and job titles.)

•   Bi-lingual/Bi-cultural, a special authority to hire persons, who have proficiency in Spanish and/or
    knowledge of Hispanic  culture,  in  positions  in which interaction with the public or  job
    performance would be enhanced by having bilingual and/or bi-cultural skills. (This authority is
    authorized under the terms of the Luevano Consent Decree.)

•   Presidential Management Intern Program,  established to attract to Federal service outstanding
    graduate students from a variety of academic disciplines who have an interest in, and commitment
    to,  a  career in the analysis and management of public policies and programs.  Graduate students
    participate in a competitive nomination process devised by their college or university.

•   EPA  Intern   Program,  a  comprehensive  entry-level,  permanent   employment  and  career
    development program, designed to recruit and nurture the next generation of EPA leaders. Interns
    enter a two-year, intensive process to help them develop their potential.  Interns are  centrally
    funded  for two years, after which time, the home base offices assume funding for the positions.

•   Federal Career Intern Program, include excepted service appointments (Schedule B) not to exceed
    two years.  Individuals are hired at grades GS-5, GS-7 or GS-9, and upon successful  completion of
    the program, including a two-year formal training component, are eligible for noncompetitive
    conversion to  career  or  career-conditional  appointments.  EPA  has  drafted  a  policy  and
    implemented this program at the local level in program offices and Regions.
                                            -39-

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•  EPA Summer Honors Law Clerk Program, includes  summer clerkships to  approximately ten-
   second year law school students to introduce them to the work of EPA.  The focus of this summer
   program is to  include schools with national reputations for environmental law, schools with
   significant minority populations, and HBCUs that have law schools.

Incentives

•  Recruitment Bonus, a one time payment of up to 25% of base pay for a newly appointed employee
   when it is determined that, in the absence  of such a bonus, difficulty would be encountered in
   filling the position.

•  Superior Qualifications Appointment, provides pay at a higher step within the grade rate range to
   candidates with unusually high or unique qualifications EPA needs.

•  Federal Student Loan Program, authorizes agencies to repay Federally insured student loans as a
   recruitment or  retention  incentive to  attract or retain highly qualified General Schedule (GS)
   employees  in professional, technical,  or administrative positions. (EPA's  Program  is  under
   development.)

Internships and Fellowships

•  EPA National Network for Environmental Management Studies, a comprehensive fellowship
   program that provides students with practical research opportunities and experiences at EPA.

•  EPA Science To Achieve Results (STAR) Graduate  Fellowships, provide about 300 graduate
   students with stipends and tuition for environmental research at America's universities to increase
   the pool of candidates seeking careers in areas of importance to the Agency.

•  Environmental  Career Organization (ECO) Internships, promote  the development of diverse
   leaders in environmental careers.

•  Hispanic Association of Colleges and Universities (HACU) National Internship Program (HNIP),
   recruits  college students for paid summer-  and  semester-long  internships  providing  direct
   environmental experience at EPA.

•  National Research Council Associateship Programs, make awards to doctorate level scientists and
   engineers, who can bring their special knowledge and research talents to work in research areas of
   interest to them at Federal agencies.

•  Science  and Technology Policy Fellowships,  sponsored by the American Association for the
   Advancement of Science (AAAS), offers qualified science or engineering candidates one-year of
   unique public-policy learning experience and the opportunity to bring technical backgrounds and
   external perspectives to decision-making in the US government.
                                            -40-

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New EPA Hiring Initiative

•  EPA designed and implemented a new Web-based recruitment system called eZhire @ EPA.  This
   system permits EPA employees and outside job  seekers to apply for EPA's jobs online.  It
   electronically qualifies, rates and ranks job applicants and produces a list of quality candidates for
   selecting officials in record time. As an Agency-wide system, eZhire @ EPA brings consistency
   to the recruitment process as well as significantly improving EPA's competitiveness in the job
   market.

Work Life Initiatives

•  Family-friendly, work life quality options also help  make EPA more competitive. Those currently
   available, or under consideration during the year, include: alternative and flexible work schedules;
   part-time  employment and job  sharing;  telecommuting and flexi-place;  transportation subsidies;
   business casual dress policy; child- and elder-care services; on-site child development centers and
   lactation  stations;  on-site health and  fitness  centers;  leave  bank/transfer  programs;  career
   assessment  counseling; and  employee  counseling and  assistance programs.  EPA leads the
   government, and in some cases, the private sector, in many of these areas.
                                             -41-

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2.  REGIONS

   The following are noteworthy activities for the ten EPA Regional Offices
   throughout the country:

   REGION I (BOSTON)

   Managers and supervisors were required to attend a mandatory 2-day training course
   on EEO laws and regulations.  The training included an introduction to a newly
   implemented Alternate Dispute Resolution (ADR) Program for EEO Complaints and
   management's responsibilities with respect to eliminating and preventing workplace
   discrimination.

   Eighty-three percent of the employees received mandatory Prevention of Harassment
   training.  The course covered EEO laws, theories of discrimination, workplace
   harassment and the EEO Complaint Process.

   An in-house weekly  Spanish language course is offered to interested employees
   throughout the year. Hispanic employees teach conversational Spanish to interested
   staff.

   REGION II (NEW YORK)

   A total of 18  employees were hired in the Administrative and Professional series.
   Over 67% of the total hires were women and minorities.  In the Professional series,
   one Hispanic male was hired and five white females were hired: Series 819, one white
   woman; series 1301, one Hispanic male and one white female; series 905, one white
   female.  In the Administrative series, one  Asian female and one white female were
   hired.

   The Region II Mentoring Program continued for its fifth year.  The  program,
   developed as part of the Region's Diversity Action Plan, had 23 participants of which
   87% were women and minorities.

   REGION III (PHILADELPHIA)

   Managers and supervisors attended the mandatory two-day EEO training provided by
   EEOC.

   A partnership was developed with the Multi-cultural Research and Training Institute
   of Temple University to conduct a "Unity  Day" event for all  employees. This event
   included exhibits and a video presentation. The exhibits included: Arts, artifacts and
   textiles.  The video presentation, which was  developed by the EEO Managers,
   included various cultures, countries, flags, quotes, and music.
                              -42-

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REGION IV (ATLANTA)

Mandatory  Diversity Training was  held for all Region IV employees.  Several
sessions were scheduled during the year so that all Region IV employees would have
an opportunity to attend.

The Career Empowerment Program Interagency Agreement with the Department of
Labor's Career Assistance Center  was increased by  $50,000  to ensure career
counseling would be available to employees.

Eighty-one (81) women (42 minority women) and 16 minority men were promoted
through competition or accretion of duties.

REGION V (CHICAGO)

The Academic Relations Program completed its ninth consecutive year in mentoring
students throughout the region.  Over the past nine years, more than 350 students
from over 85 Historically Black Colleges and Universities (HBCU), Tribal Colleges
and Universities (TCU), and Hispanic Serving Institutions (HSI) have been mentored.
Many  former  interns  are now  permanent EPA  employees  having met the
qualifications and time requirements for Federal employment.

Interns were recruited from various universities and colleges  that have a high
enrollment of minority and women students - 38 interns were recruited with 71%
being women and minorities.

REGION VI (DALLAS)

A Region VI Recruitment Team was formed to recruit qualified candidates from
sources that will strengthen its ability to employ the best qualified candidates, as well
as enhance minority recruitment.  The Federal Equal Opportunity Recruitment
Program Plan (FEORP) addressed specific hiring authorities that will be used for
recruitment purposes targeting under represented groups in specific job series. The
region hired a total of 38 permanent employees and 7 temporary employees - 37.8%
were minorities and 6.6% were persons with disabilities. Seventeen (17) colleges and
universities were visited by the Region VI Recruitment Team.

REGION VII (KANSAS CITY)

A Memorandum of Understanding (MOU) was developed to establish a partnership
with the Latino Math & Science Academy (LMAS A), that includes Hispanic-Serving
Institutions, Evilly, Saint Mary and Donnell Colleges. The MOU formalizes mutual
support to motivate Middle and High  School Latino students to pursue science, math,
environmental and health care careers.
                          -43-

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An MOU with Lincoln University, an HBCU, and an MOU with Haskell Indian
Nations University, a Tribal University, were revitalized during the reporting period.

Two employees (one white female  and one minority male) were  selected to
participate in EPA Executive Leadership Program for Mid-Level Employees (GS-11
through 13).

Four employees (1 non-minority female, 2 Black females and 1 Hispanic  male)
graduated from the Urban League Multi-Cultural Leadership Development Institute.
The 10- month program focuses on leadership skills, critical thinking, and personal
development. The program is designed to identify and cultivate a multi-cultural pool
of leaders to  serve effectively in all sectors of the community.  The  Region has
recently announced opportunities for a fifth EPA class - one minority  female was
accepted to participate.

A total of 61 developmental details/assignments were completed; participants were
detailed to State environmental offices, a university and throughout EPA.  Women
and minority participation was consistent with their representation in our Regional
workforce.

REGION VIII (DENVER)

An F Y 02 Recruitment Calendar was distributed to managers and SEPM.  The Region
participated in five job fairs, four of which were targeted to under  represented
populations. Attendance at recruitment events resulted in 53 new employees:  13
(24.5%) were minorities; 2 were new EPA Interns; and 6 employees had targeted
disabilities.

Managers and supervisors attended the 2-day mandatory Civil Rights Training. The
Region also provided Diversity Awareness training to all employees and managers.
Results from the August 2002 EEC Audit were very positive, rating the region's EEO
Program as in the  top tier for all  Federal programs.   Over 100 employees  were
interviewed and program files were reviewed. Findings included a low level of EEO
complaint activity;  employee knowledge of the EEO Process; the EEO Program is
well respected by managers and staff; and the Special Emphasis Program Managers
and EEO Counselors are well trained.

REGION IX (SAN FRANCISCO)

A training and  development strategy  was initiated which offered the Leadership
Development Program (L.P.) and Administrative Leadership Development Programs
(ADP) to non-managerial staff.  Existing  managers were  provided with new
opportunities to develop their interpersonal and managerial skills through courses
                           -44-

-------
such as "Giving and Receiving Feedback, "Moving from Conflict to Collaboration",
and "Coaching" provided by a cadre of 12 supervisory trainers, which included senior
managers.

As part of the training and development strategy, 220 classes were offered during the
year. These courses included: Balancing Work & Family, Coping with the Stress of
Terrorism, Early Career Retirement, Everyday Life in Uncertain Times, Everything
You Wanted to Know About Benefits, Financial Planning,  Health Fair, Long Term
Care, Mid-Career Retirement Planning, Pre-Retirement Planning, Getting Work Done
Through Others, and Work Life Program Overview (60 percent of all participants
were women.)

The New Skills/New Options Program was implemented to provide administrative
staff with additional training and developmental opportunities using web-based
training,   on-the-job  experiences,   detail/rotational   assignments  and
mentoring/coaching (19 Participants, 90% women).

Seventy-nine (79) highly skilled and  ethnically diverse employees were hired in
a variety of technical and  administrative  positions (65% women, 45% minority).
The Region hired an  outreach and recruitment  specialist to assist managers in
establishing a well qualified and diverse pool  of applicants.  The Federal Intern
Program, EPA's Intern Program and the Presidential Management Intern Program
were used to recruit 10 outstanding new employees at the entry level (60% women,
50% minority.)

REGION X (SEATTLE)

A comprehensive Diversity Assessment was conducted to determine the attitudes and
perceptions of employees about diversity. The assessment included an all-employee
survey,  focus  group meetings  and individual interviews.  The findings of the
assessment were reported back to all employees. As a result, a Diversity Advisory
Council was formed to address employees issues and concerns.

Two Native American women were hired for  positions in the  Tribal Office,
Anchorage, Alaska.
                           -45-

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  HEADQUARTERS




FY 2003 PLAN UPDATE

-------
III.   HEADQUARTERS FY 03 PLAN UPDATE

      A.     WORK FORCE PROFILE AND ANALYSIS

             1.  SUMMARY

                This report consists of EPA's accomplishments in hiring, promoting, and developing
                the skills and abilities of minorities and women.  This section shows the distribution
                of EPA's permanent full-time employees by race and gender for the Headquarters
                (HQ). The  data is organized  to show the total EPA population by  PATCOB
                (Professional, Administrative, Technical, Clerical, Other, and Blue Collar), and shows
                Headquarter's Professional and Administrative series (mission critical and over 100
                employees)  separately.   The report  concentrates  on  the  Professional   and
                Administrative occupational categories because they represent the majority of the
                EPA HQ work force (91.6%). The data includes the following grade groupings: GS
                1-4, GS  5-8, GS 9-12, GS/GM-13, GS/GM-14, GS/GM-15, and  SES, GS EQ.

                The HQ work force computations and  analyses are based on comparison with the
                1990 Census for the National Civilian Labor Force (CLF). The National CLF data
                for specific Professional occupations was used to analyze the Professional job series
                and the  aggregated National Administrative  CLF  was used  to  analyze  the
                Administrative job series. The work force data is from EPAYS as of the end of FY
                2002,  unless stated otherwise.  The tables present the actual numbers and the
                percentages are rounded to one decimal place, except when the percentage is less than
                one percent.

                At the end of FY 02, the HQ work force was 9,281, which was an increase of 103
                employees.  The maj ority of the work force were in Professional and Administrative
                positions (91.6%).  White men occupied 3,777 (40.7%) of the positions, White
                women 2,763 (29.8%), Minorities 2,741 (29.5%): Black men 427 (4.6%), Black
                women 1,542 (16.6%), Hispanicmen 163 (1.7%), Hispanic women 128 (1.4%), Asian
                men 233 (2.5%), Asian women 188 (2.0%), American Indian men 27 (0.3%)  and
                American Indian women 33 (0.4%).  The following increased:  White men 17, White
                women 25, Minorities 61: Black men 9, Black women 28, Hispanic men 9, Hispanic
                women  4, Asian men 4, Asian women 7, and American Indian women 2.  American
                Indian men  decreased (-2).

                PROFESSIONAL

                At the end  of  FY 02, 3,957 (42.6%) of the HQ work force  were employed in
                Professional occupations. White men occupied 2,169 (54.8%); White women 1,027
                (25.9%); and Minorities 761 (19.2%) positions.

                Among Minorities, Black men held 153  (3.8%), Black worn en 201 (5.1%), Hispanic
                men 67 (1.7%), Hispanic women 52 (1.3%), Asian men 167 (4.2%), Asian women 96
                (2.4%), American Indian men 16 (0.4%), and American Indian women 9 (0.2%).

                                          -46-

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There was an overall increase of Minorities (41) and Women (75); and a decrease of
White men (25) from the previous year. Blacks increased 0.7%, Hispanics increased
0.2%; Asians decreased (-0.07%), and American Indians decreased (-0.06%).

ADMINISTRATIVE

At the  end of FY 02, 4,547 (48.9%) of the HQ work force were employed in
Administrative occupations.  White men occupied 1,492 (32.8); White women 1,521
(33.5%);  and Minorities  1,534 (33.7%) positions.

Among minorities, Black men held 231 (5.1%), Black women 974 (21.4%), Hispanic
men 94 (2.1%), Hispanic women 63 (1.4%) , Asian men 62 (1.4%), Asian women 81
(1.8%), American Indian men 9  (0.2%),  and American Indian women 20 (0.4%).
Blacks  increased by 0.7%, Hispanics 0.1%, Asians  0.2%, and American Indians
0.04%.  The total number of women decreased by 37 (-0.52%).

CLERICAL

At the end of FY  02, 446 (4.8%) of the HQ work force were  employed in Clerical
positions, which was a decrease of 13 employees.  The total  number of women in
these occupations was 413 (92.6%): White women 136 (30.5%), Black women 265
(59.4%), Hispanic women 6 (1.4%), Asian women 4 (0.9%),  and American Indian
women 2 (0.4%). There was a decrease for women: White women (-1.1%), Black
women (-0.06%), Hispanic women (-0.2%); Asian women and American Indian
women were unchanged.  White men held 15 of these positions  (3.4%); Minority men
18 (4.0%): Black males 17 (3.8%), Hispanic and American Indian males are absent,
Asian men 1 (0.2%).

OTHER

At the end of FY  02, 18 (0.2%) of the HQ work force were employed in positions
under the Other category, which remained the same from FY 01. Women occupied
10 of those positions (55.6%); Minorities  occupied 12 of the positions (66.7%).

BLUE COLLAR

At the end of FY 02, 9 (0.01%) of the HQ work force were employed in Blue Collar
positions, which decreased by 1.  White men occupied 5 (55.6%) of those positions
and Black men occupied  4 (44.4%).
                          -47-

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EPA, HEADQUARTERS
Change in Workforce EEC Profile by PATCOB Category
From: 09/30/2001 To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
PATCOB Date White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
09/30/2001
09/30/2002
Change
09/30/2001
09/30/2002
Change
09/30/2001
09/30/2002
Change
09/30/2001
09/30/2002
Change
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
2194
56.23
2169
54.81
-25
-1.41
1444
32.49
1492
32.81
48
0.32
104
30.14
91
29.93
-13
-0.21
12
2.61
15
3.36
3
0.75
988
25.32
1027
25.95
39
0.63
1510
33.98
1521
33.45
11
-0.53
92
26.67
78
25.66
-14
-1.01
145
31.59
136
30.49
-9
-1.10
3182
81.55
3196
80.77
14
-0.78
2954
66.47
3013
66.26
59
-0.21
196
56.81
169
55.59
-27
-1.22
157
34.20
151
33.86
-6
-0.35
150
3.84
153
3.87
3
0.02
223
5.02
231
5.08
8
0.06
22
6.38
21
6.91
-1
0.53
15
3.27
17
3.81
2
0.54
171
4.38
201
5.08
30
0.70
953
21.44
974
21.42
21
-0.02
112
32.46
97
31.91
-15
-0.56
273
59.48
265
59.42
-8
-0.06
321
8.23
354
8.95
33
0.72
1176
26.46
1205
26.50
29
0.04
134
38.84
118
38.82
-16
-0.02
288
62.75
282
63.23
-6
0.48
64
1.64
67
1.69
3
0.05
88
1.98
94
2.07
6
0.09
1
0.29
1
0.33
0
0.04
0
0.00
0
0.00
0
0.00
46
1.18
52
1.31
6
0.14
66
1.49
63
1.39
-3
-0.10
2
0.58
4
1.32
2
0.74
7
1.53
6
1.35
-1
-0.18
110
2.82
119
3.01
9
0.19
154
3.47
157
3.45
3
-0.01
3
0.87
5
1.64
2
0.78
7
1.53
6
1.35
-1
-0.18
167
4.28
167
4.22
0
-0.06
57
1.28
62
1.36
5
0.08
3
0.87
2
0.66
-1
-0.21
1
0.22
1
0.22
0
0.01
95
2.43
96
2.43
1
-0.01
76
1.71
81
1.78
5
0.07
5
1.45
6
1.97
1
0.52
4
0.87
4
0.90
0
0.03
262
6.71
263
6.65
1
-0.07
133
2.99
143
3.14
10
0.15
8
2.32
8
2.63
0
0.31
5
1.09
5
1.12
0
0.03
17
0.44
16
0.40
-1
-0.03
10
0.23
9
0.20
-1
-0.03
2
0.58
2
0.66
0
0.08
0
0.00
0
0.00
0
0.00
10
0.26
9
0.23
-1
-0.03
17
0.38
20
0.44
3
0.06
2
0.58
2
0.66
0
0.08
2
0.44
2
0.45
0
0.01
27
0.69
25
0.63
-2
-0.06
27
0.61
29
0.64
2
0.03
4
1.16
4
1.32
0
0.16
2
0.44
2
0.45
0
0.01
2592
66.43
2572
65.00
-20
-1.43
1822
41.00
1888
41.52
66
0.52
132
38.26
117
38.49
-15
0.23
28
6.10
33
7.40
5
1.30
1310
33.57
1385
35.00
75
1.43
2622
59.00
2659
58.48
37
-0.52
213
61.74
187
61.51
-26
-0.23
431
93.90
413
92.60
-18
-1.30
3902
100.00
3957
100.00
55
0.00
4444
100.00
4547
100.00
103
0.00
345
100.00
304
100.00
-41
0.00
459
100.00
446
100.00
-13
0.00
                                                              -48-

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EPA, HEADQUARTERS
Change in Workforce EEC Profile by PATCOB Category
From: 09/30/2001 To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
PATCOB Date White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
OTHER
BLUE-COLLAR
Total
09/30/2001
09/30/2002
Change
09/30/2001
09/30/2002
Change
09/30/2001
09/30/2002
Change
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
1
5.56
5
27.78
4
22.22
5
50.00
5
55.56
0
5.56
3760
40.97
3777
40.70
17
-0.27
3
16.67
1
5.56
-2
-11.11
0
0.00
0
0.00
0
0.00
2738
29.83
2763
29.77
25
-0.06
4
22.22
6
33.33
2
11.11
5
50.00
5
55.56
0
5.56
6498
70.80
6540
70.47
42
-0.33
3
16.67
1
5.56
-2
-11.11
5
50.00
4
44.44
-1
-5.56
418
4.55
427
4.60
9
0.05
5
27.78
5
27.78
0
0.00
0
0.00
0
0.00
0
0.00
1514
16.50
1542
16.61
28
0.12
8
44.44
6
33.33
-2
-11.11
5
50.00
4
44.44
-1
-5.56
1932
21.05
1969
21.22
37
0.17
1
5.56
1
5.56
0
0.00
0
0.00
0
0.00
0
0.00
154
1.68
163
1.76
9
0.08
3
16.67
3
16.67
0
0.00
0
0.00
0
0.00
0
0.00
124
1.35
128
1.38
4
0.03
4
22.22
4
22.22
0
0.00
0
0.00
0
0.00
0
0.00
278
3.03
291
3.14
13
0.11
1
5.56
1
5.56
0
0.00
0
0.00
0
0.00
0
0.00
229
2.50
233
2.51
4
0.02
1
5.56
1
5.56
0
0.00
0
0.00
0
0.00
0
0.00
181
1.97
188
2.03
7
0.05
2
11.11
2
11.11
0
0.00
0
0.00
0
0.00
0
0.00
410
4.47
421
4.54
11
0.07
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
29
0.32
27
0.29
-2
-0.03
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
31
0.34
33
0.36
2
0.02
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
60
0.65
60
0.65
0
-0.01
6
33.33
8
44.44
2
11.11
10
100.0
o
9
100.0
o
-1
0.00
4590
50.01
4627
49.85
37
-0.16
12
66.67
10
55.56
-2
-11.11
0
0.00
0
0.00
0
0.00
4588
49.99
4654
50.15
66
0.16
18
100.00
18
100.00
0
0.00
10
100.00
9
100.00
-1
0.00
9178
100.00
9281
100.00
103
0.00
                                                           -49-

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EPA, HEADQUARTERS
Distribution of EEO Groups and Comparison by PATCOB
As of 09/30/2002
Full/PartTime Permanent Workforce
* % wihito RIO^L uienom,. As'a" American American Indian T .
„. _ White Black Hispanic n .,. . . . .11 u »• Total
CLF Pacific Islander Alaskan Native
Male Female Male Female Male Female Male Female Male Female All
PROFESSIONAL
National Professional

ADMINISTRATIVE
National Administrative

TECHNICAL
National Technical

CLERICAL
National Clerical

OTHER
National Other

BLUE-COLLAR
National Blue-Collar

#
%
CLF

#
%
CLF

#
%
CLF

#
%
CLF

#
%
CLF

#
%
CLF

2169
54.81
54.70

1492
32.81
42.10

91
29.93
36.10

15
3.36
14.00

5
27.78
67.60

5
55.56
65.40

1027
25.95
30.30

1521
33.45
40.40

78
25.66
42.90

136
30.49
63.40

1
5.56
11.20

0
0.00
9.80

153
3.87
2.40

231
5.08
3.60

21
6.91
3.60

17
3.81
2.80

1
5.56
9.70

4
44.44
9.10

201
5.08
3.20

974
21.42
5.30

97
31.91
6.60

265
59.42
9.60

5
27.78
3.20

0
0.00
2.20

67
1.69
2.10

94
2.07
2.60

1
0.33
3.20

0
0.00
1.70

1
5.56
4.80

0
0.00
8.70

52
1.31
1.40

63
1.39
2.60

4
1.32
3.40

6
1.35
5.20

3
16.67
1.00

0
0.00
1.50

167
4.22
3.50

62
1.36
1.40

2
0.66
1.90

1
0.22
0.80

1
5.56
1.20

0
0.00
1.70

96
2.43
1.90

81
1.78
1.40

6
1.97
1.60

4
0.90
1.90

1
5.56
0.30

0
0.00
0.50

16
0.40
0.20

9
0.20
0.30

2
0.66
0.40

0
0.00
0.10

0
0.00
0.90

0
0.00
0.80

9
0.23
0.20

20
0.44
0.30

2
0.66
0.40

2
0.45
0.50

0
0.00
0.20

0
0.00
0.20

3957
100.00
100

4547
100.00
100

304
100.00
100

446
100.00
100

18
100.00
100

9
100.00
100

                                       -50-

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3.  GRADE LEVELS

   Grade groupings GS1-4, GS 5-8, GS 9-12, GS/GM-13, GS/GM-14, GS/GM-15,
   and SES were evaluated to determine the status ofEEO groups throughout EPA
   Headquarters.

   The total employment for Headquarters is 9,281, an increase of 103 employees from
   FY 01.  White  men occupied 40.7%  of  the  positions, White  women  29.8%.
   Minorities:  Black men 4.6%, Black women 16.6%, Hispanic men 1.8%, Hispanic
   women 1.4%, Asian men 2.5%, Asian women 2.0%, American Indian men (0.3% and
   American Indian women 0.4%.  White men increased by  16, from 3,761; White
   women increased by 25, from 2,738; Minorities increased by 62, from 2,679 in FY
   01: Black men  increased by 9 from 418, Black women increased by 28 from 1,514,
   Hispanic men increased by 9, from 154; Hispanic women increased by 4, from  124;
   Asian men  increased by 5  from 228; Asian women increased  by  7, from  181;
   American Indian men decreased by 2 from 29; and American Indian women increased
   by 2, from 31.

   GS 1-4: As of the end of FY 2002, of the total work force, 92 (1.0 %) employees
   were in this grade grouping.  There was an increase of 37 employees from 55 in FY
   01. Hispanic men, Asian men and American Indian men and  American Indian
   women were absent at this level.  White men occupied 33.7% of these positions,
   White women 23.9%, Minorities: Black men 11.9%, Black women 26.1%, Hispanic
   women 1.1%, Asian women 3.3%. There were decreases from FY 01 to FY 02 for
   total women (18.4%), Black men (2.6%), Black women (24.8%), Hispanic  men
   (1.8%), Hispanic women (2.5%), Asian men (1.8%), and Asian women (2.2%).

   GS 5-8: Of the  total work force, 558 (6.0%) employees were in this grade grouping.
   There was an increase of 27 employees from 531 in FY 01.  All groups were
   represented at this level.  White men occupied 14.3% of these positions, White
   women 32.9%,  Minorities:  Black men 4.5%, Black women 43.5%, Hispanic  men
   0.5%, Hispanic women 1.4%, Asian men 0.4%, Asian women 1.4%, American Indian
   men 0.2%, American Indian Women 0.7%. There were decreases in white women
   (2.5%), Black men (0.2%), Black women (4.9%), Hispanic women (0.3%), and Asian
   men (0.2%).

   GS 9-12:  Of the total work force, 1,747 (18.8%) employees were in this grade
   grouping.  There was a decrease of 98 employees from 1,845  in FY 01. All groups
   were represented at this level. White men occupied 25.2% of these positions, White
   women 32.4%,  Minorities:  Black men 5.6%, Black women 28.8%, Hispanic  men
   1.6%, Hispanic women 1.5%, Asian men 1.4%, Asian women 2.2%, American Indian
   men 0.4%, American Indian women 0.7%. The following decreases occurred: White
   men (0.3%), White women (0.2%), Hispanic women (0.2%), Asian women (0.3%),
   and American Indian women (0.2%). The following increases occurred: Black men
   (0.1%), Black women (0.9%), Hispanic men (0.1%).
                            -51-

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GS/GM-13:  Of the total work force 3,252 (35.0%) employees were in GS/GM-13
positions. There was an increase of 56 employees from 3196 in FY 01. All groups
were represented at this level. White men occupied 39.4%, White women 28.7%,
Minorities: Black men 5.3%, Black women 15.9%, Hispanic men 2.1%, Hispanic
women 1.2%, Asian men 3.7%, Asian women 2.9%, American Indian men 0.4%,
American Indian  women 0.3%.  The following decreases occurred: White men
(1.5%), and Hispanic women (0.1%).  The following increases occurred:  White
women (0.5%), Black men (0.2%), Black women (0.5%), Hispanic men (0.1%),
Asian women (0.1%), and American Indian women (0.1%).

GS/GM-14:  Of the total work force, 1,821 (19.6%) employees were in GS/GM-14
positions. There was a decrease of 4 employees from 1825 in FY 01.  All groups
were represented at this level.  White men occupied 49.2% of these positions, White
women 29.7%, Minorities: Black men 3.8%, Black women 9.0%, Hispanic men 1.9%,
Hispanic women 1.6%, Asian men 2.9%, Asian women 1.3%, American Indian men
0.2% and American women 0.2%. There were four groups that decreased: White men
(0.4%), White women (0.8%), Black men (0.1%), and Asian men (0.1%). There were
increases for Black women (1.0%), Hispanic men (0.1%), and Hispanic women
(0.1%).

GS/GM-15: Of the total work force 1,562 (16.8%) employees were in GS/GM-15
positions. There was an increase of 141 employees from  1421 in FY 01.  All the
groups were represented at this level. White men occupied 58.5% of these positions,
White women 28.4%, Minorities: Black men 2.4%, Black women 4.9%, Hispanic
men 1.5%, Hispanic women 1.2%, Asian men 1.7%, Asian women 1.1%, American
Indian men  0.1%, American Indian women 0.1%. White men had a decrease in
representation of 1.6%. There were increases for: White women (0.6%), Black men
(0.5%), Hispanic women (0.4%),and Asian women (0.1%).

SES + GSEO:  Of the total work force 231 (2.5%) employees were in SES positions.
There was an increase of 13 employees from 218 in FY 01. American Indian men
and American Indian women were absent at this  level.  All other groups were
represented. White men occupied 55.4% of these positions, White women 31.6%,
Minorities: Black men 5.2%, Black women 3.0%, Hispanic men 2.6%, Hispanic
women 0.4%, Asian men 0.9%, Asian women 0.9%.  There were decreases for the
following: White men (1.9%), Black men (0.3%), Hispanic men (0.2%), and Hispanic
women (0.1%).  The following groups increased: Total women (2.4%), White women
(1.3%), and Black women (1.2%).
                         -52-

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  U. S. ENVIRONMENTAL PROTECTION AGENCY
                HEADQUARTERS
     CHANGE IN EEO PROFILE BY PAY LEVEL
        October 1, 2001 to September 30, 2002
Total
All
GS 1-4
%
9/02 #
%
CHANGE %
GS 5-8
%
9/02 #
%
CHANGE %
GS 9-12
%
9/02 #
%
CHANGE %
GS/GM 13
%
9/02 #
%
CHANGE %
GS/GM 14
%
9/02 #
%
CHANGE %
10/01 # 55

92

37
10/01 # 531

558

27
10/01 # 1845

1747

-98
10/01 # 3196

3252

56
10/01 # 1825

1821

-4
White
Islander
Women Men Women
40
72.7
50
54.3
-18.4
462
87.0
447
80.1
-6.9
1211
65.6
1148
65.7
0.1
1529
47.8
1595
49.1
1.3
757
41.5
763
41.9
0.4
5
9.1
31
33.7
24.6
40
7.5
80
14.3
6.8
471
25.5
441
25.2
-0.3
1308
40.9
1292
39.4
-1.5
905
49.6
896
49.2
-0.4
7
12.7
22
23.9
11.2
188
35.4
184
32.9
-2.5
602
32.6
567
32.4
-0.2
902
28.2
932
28.7
0.5
557
30.5
541
29.7
-0.8
Black
Men Women
8
14.5
11
11.9
-2.6
25
4.7
25
4.5
-0.2
101
5.5
98
5.6
0.1
164
5.1
172
5.3
0.2
72
3.9
70
3.8
-0.1
28
50.9
24
26.1
-24.8
257
48.4
243
43.5
-4.9
515
27.9
504
28.8
0.9
492
15.4
518
15.9
0.5
146
8.0
164
9.0
1.0
Hispanic
Men Women
1
1.8
0
0.0
-1.8
0
0.0
3
0.5
0.5
28
1.5
28
1.6
0.1
65
2.0
67
2.1
0.1
32
1.8
32
1.9
0.1
2
3.6
1
1.1
-2.5
9
1.7
8
1.4
-0.3
32
1.7
26
1.5
-0.2
40
1.3
40
1.2
-0.1
27
1.5
30
1.6
0.1
Asian/Pacific
Men Women
1
1.8
0
0.0
-1.8
3
0.6
2
0.4
-0.2
26
1.4
25
1.4
0.0
117
3.7
122
3.7
0.0
55
3.0
54
2.9
-0.1
3
5.5
3
3.3
-2.2
5
0.9
8
1.4
0.5
46
2.5
38
2.2
-0.3
88
2.8
95
2.9
0.1
23
1.3
24
1.3
0.0
American Indian
Alaskan Native
Men Women
0
0.0
0
0.0
0.0
1
0.2
1
0.2
0.0
8
0.4
7
0.4
0.0
13
0.4
14
0.4
0.0
4
0.2
4
0.2
0.0
0
0.0
0
0.0
0.0
3
0.6
4
0.7
0.1
16
0.9
13
0.7
-0.2
7
0.2
10
0.3
0.1
4
0.2
4
0.2
0.0
                      -53-
U. S.  ENVIRONMENTAL PROTECTION AGENCY

-------
                                            HEADQUARTERS
                                CHANGE IN EEO PROFILE BY PAY LEVEL
                                     October 1, 2001 to September 30, 2002
GS/GM 15
         %
       9/02 #
         %
      CHANGE 1

SES + GS EQ
         %
       9/02 #
         %
      CHANGE 1


ALL OTHERS
         %
       9/02 #
         %
      CHANGE 1

  TOTAL
         %
       9/02 #
         %
      CHANGE 1
10/01 #




10/01 #




10/01 #




10/01 #




1421

1562

141
218

231

13
87

18

-69
9178

9281

103
492
34.6
558
35.7
1.1
73
33.5
83
35.9
2.4
24
27.6
10
55.6
28.0
4588
50.0
4654
50.1
0.1
854
60.1
914
58.5
-1.6
125
57.3
128
55.4
-1.9
53
60.9
5
27.8
-33.1
3761
41.0
3777
40.7
-0.3
395
27.8
443
28.4
0.6
66
30.3
73
31.6
1.3
21
24.1
1
5.6
-18.5
2738
29.8
2763
29.8
0.0
27
1.9
38
2.4
0.5
12
5.5
12
5.2
-0.3
9
10.3
1
5.6
-4.7
418
4.6
427
4.6
0.0
70
4.9
77
4.9
0.0
4
1.8
7
3.0
1.2
2
2.3
5
27.7
25.4
1514
16.5
1542
16.6
0.1
21
1.5
24
1.5
0.0
6
2.8
6
2.6
-0.2
1
1.1
1
5.6
4.5
154
1.7
163
1.8
0.1
12
0.8
19
1.2
0.4
1
0.5
1
0.4
-0.1
1
1.1
3
16.7
15.6
124
1.4
128
1.4
0.0
14
1.7
27
1.7
0.0
2
0.9
2
0.9
0.0
0
0.0
1
5.6
5.6
228
2.5
233
2.5
0.0
14
1.0
17
1.1
0.1
2
0.9
2
0.9
0.0
0
0.0
1
5.6
5.6
181
2.0
188
2.0
0.0
3
0.2
1
0.1
-0.1
0
0.0
0
0.0
0.0
0
0.0
0
0.0
0.0
29
0.3
27
0.3
0.0
1
0.1
2
0.1
0.0
0
0.0
0
0.0
0.0
0
0.0
0
0.0
0.0
31
0.3
33
0.4
0.1
                                                      -54-

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4.  SERIES ANALYSIS

   PROFESSIONAL

   This analysis focuses on the major Professional occupational series. As of September
   30,2002, almost half 3957 (42.5%) of the EPA Headquarters work force is employed
   in this category. The analysis describes the under representation rate by job series
   (where applicable)  for each of the AEP groups in comparison to the National
   Professional Civilian Labor Force (CLF) for that specific occupation.

   110-Economists: Of the Professional work force 109 (2.8%) worked as Economists.
   Three AEP groups are not represented in this series: Hispanic women, American
   Indian men and American Indian women. White men occupied 58.7% of these
   positions, Black men 2.8%,  Black women 2.7%, Asian men 6.4%. The following
   groups were under represented: White women (26.6%, CLF 30.3%), Hispanic men
   (0.9%, CLF 1.9%), and Asian women (0.9%, CLF 1.9%).

   401 - Biologists:  Of the total Professional work force 522 (13.2%) worked as
   Biologists. All groups are present in this job series. White men occupied 54.0% of
   these positions, White women 31.4%, Black men 4.9%,  Hispanic women 1.3%,
   American Indian men 0.4%, and American Indian women 1.0%. The following
   groups were under represented:  Black women (3.1%, CLF  3.2%), Hispanic men
   (1.0%, CLF 2.1%),  Hispanic women (1.3%, CLF 1.4%), Asian men (1.3%, CLF
   3.5%), Asian women (1.5%, CLF 1.9%).

   415 - Toxicologists: Of the total Professional work force 123 (3.1%) worked as
   Toxicologists. There were three groups not represented in this series: Hispanic men,
   American Indian men and American Indian women. White men occupied 47.1% of
   these positions, Black women 2.4%, Asian men 13.0%, Asian women 6.5%. The
   following groups were under represented: White women (28.5%, CLF 30.3%), Black
   men (1.6%, CLF 2.4%), Hispanic men (0.8%, CLF 1.4%), Hispanic women (0.8%,
   CLF 1.4%).

   511 - Auditors: Of the total Professional work force 189 (4.8%).  Only American
   Indian women were absent from this series. White men occupied 39.7% of these
   positions, Black men 12.17%, Black women 11.1%, Asian women 4.2%, American
   Indian men 0.5%.  The following groups  were under represented: White women
   (28.6%, CLF 30.3%), Hispanic men (1.1%,  CLF 2.1%), Hispanic women (0.5%, CLF
   1.4%), Asian men (2.1%, CLF 3.5%).

   819 - Environmental Engineers: Of the total Professional work force 450 (11.4%)
   worked as Environmental Engineers. Only American Indian women are absent from
   this series. White men occupied 63.3%, Black men 2,7%, Hispanic men 3.6%, Asian
   men 6.44%, and American Indian men 0.2%. The following groups were under
                             -55-

-------
represented: White women (18.7%, CLF 30.3%), Black women (2.7%, CLF 3.2%),
Hispanic women (1.1%, CLF 1.4%) and Asian women (1.3%, CLF 1.9%).

893 - Chemical Engineers: Of the total Professional work force 131 (3.3%)worked
as Chemical Engineers. Except for American Indian men and women, all groups are
present in this job series. White men occupied 46.6% of these positions, Black men
3.8%, Hispanic men 5.3%, Hispanic women 4.6%, Asian men 12.2%, and Asian
women 3.8%.  The following groups are under represented: White women (21.4%,
CLF 30.3%), and Black women (2.3%, CLF 3.2%).

905 - Attorneys:  Of the total Professional work force 401 (10.1%) worked as
Attorneys.  All groups are present in this job category.  White men occupied 49.6%
of these positions, White women  35.4%, Black women 4.21%,  Hispanic women
2.5%, Asian women 2.5%, American Indian men 0.3%, and American Indian women
0.3%. The following groups are under represented: Black men (2.2%, CLF 2.4%),
Hispanic men (0.7%, CLF 2.1%), and Asian men (2.2%, CLF 3.5%).

1102 - Contract and Procurement: Of the total Professional work force 215 (5.4%)
worked as Contract Specialists. Asian men and American Indian women are absent
from this series. White men occupied 27.9% of these positions, White women 32.1%,
Black men 7.9%, Black women 26.1%, Hispanic men 2.3%, Hispanic women 2.8%,
and American Indian men 0.5%.  Only Asian women are under represented in this
series (0.5%, CLF 1.9%).

1301 - General Physical Science:  Of the total Professional work force 690 (17.4%)
worked as Physical Scientists.  All groups are present in this occupational series.
White men  occupied 57.4% of these positions, White women 25.1%,  Black men
3.0%, Black women 5.2%, Hispanic men 1.3%, Hispanic women 1.2%, Asian men
3.8%, Asian women 2.2%, American Indian men 0.6%, and American Indian women
0.3%. There were two groups under represented: White worn en (25.1%, CLF 30.3%)
Hispanic men (1.3%, CLF 2.1%), and Hispanic women (1.2%, CLF 1.4%).

1320 - Chemists:  Of the total Professional work force 395 (10.0%) worked as
Chemists. All groups are present in this job series. White men occupied 56.5% of
these positions, Black men 3.3%, Hispanic men 2.5%, Asian men 4.8%, Asian women
4.6%, American Indian men 0.3%, and American Indian women 0.3%. The following
groups were under represented: White women (24.3%, CLF 30.3%), Black women
(2.5%, CLF 3.2%), Hispanic women (1.0%, CLF 1.4%).
                         -56-

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ADMINISTRATIVE

This summary focuses on Headquarters Administrative occupations. At the close of
FY 2002, Headquarters had 4,547 employees in the Administrative job category,
comprising 48.9% of the total Headquarters work force. The analysis describes the
under representation rate (where applicable) by job series for each of the AEP groups
as of September 30, 2002 in comparison to the National Civilian Labor Force for the
Administrative Series positions.

028 - Environmental Protection Specialists:   Of the total Administrative work
force 1,255  (27.6%) worked as Environmental Protection Specialists.  This is the
most populous of the Headquarters Administrative series. All of the AEP groups are
present in this job series.  White men occupied 38.5% of these positions, Black
women 10.4%, Asian men 1.4%, Asian women 2.4%, American Indian men 0.2%,
and American Indian women 0.6%. There following groups were under represented:
White women (39.3%, CLF 40.4%), Black men (3.4%, CLF 3.6%), Hispanic men
(1.5%, CLF 2.6%), Hispanic women (2.5%, CLF 2.6%).

301 - General Administration: Of the total Administrative work force 632 (13.9%)
worked in General Administration.  All of the AEP groups were present in this job
series. The following groups were under represented: White women (35.0%, CLF
40.4%), Hispanic men (2.2%, CLF 2.6%), and American Indian men (0.2%, CLF
0.3%).

334 - Computer Specialists:  Of the total Administrative work force 222 (4.9%)
worked as Computer Specialists. All of the AEP groups are present in this job series.
White men occupied 37.8% of these positions,  White  women 19.4%, Black men
10.4%, Black women 17.1%, Hispanic men 3.2%, Hispanic women 0.5%, Asian men
5.9%, Asian women 4.5%, American Indian men 0.9%, and American Indian women
0.5%. The following groups were under represented: White women (19.4%, CLF
40.4%), and Hispanic women (0.5%, CLF 2.6).

340 - Program Management:  Of the total Administrative work force 145 (3.2%)
worked in Program Management. Three groups are not represented in this series:
Hispanic women, American Indian men and American Indian women.  White men
occupied 50.34% of these positions, White women 37.2%, Black men 4.1%, Black
women 3.5%, Hispanic men 2.8%, Asian men 1.4%, and Asian women 0.7%. The
following groups were under represented: White women (37.2%, CLF 40.4%), Black
women (3.5%, CLF 5.3%), Hispanic women (0.0%, CLF 2.6%), Asian women (0.7%,
CLF 1.4%), American Indian men (0.0%, CLF 0.3%), and American Indian women
(0.0%, CLF 0.3%).

343 - Management Analyst:  Of the total Administrative work force 1,274 (28.0%)
worked as Management Analysts.  All of the AEP groups are present in this job
series. White men occupied 25.3% of these positions, White women 37.2%, Black
                          -57-

-------
men 3.7%, Black women 28.3%, Hispanic men 1.5%, Hispanic women 1.4%, Asian
men 0.9%, Asian women 1.3%, American Indian men 0.2% and American Indian
women 0.2%. The following groups were under represented: White women (37.2%,
CLF 40.4%),  Hispanic men (1.5%, CLF 2.6%), Hispanic women (1.4%, CLF 2.6%),
Asian men (0.9%, CFL 1.4%), Asian women (1.3%, CLF 1.4%), American Indian
men (0.2%, CLF 0.3%).

1811 - Criminal Investigation: Of the total Administrative work force 269 (5.9%)
worked as Criminal Investigators. Except for American Indian women, all AEP
groups are present in this job series. White men occupied 63.2% of these positions,
White women 16.0%, Black men 6.7%, Black women 3.7%, Hispanic men 6.0%,
Hispanic women 0.7%, Asian men 1.9%, Asian women 1.5%, American Indian men
0.4%. The following  groups were under represented: White women (16.0%, CLF
40.4%), Black women (3.7%, CLF 5.3%), Hispanic women (0.7%, CLF 2.6%), and
American Indian women (0.0%, CLF 0.3%).

2210 - Information Technology Management: Of the total work force 192 worked
as Information Technology managers.  American Indian men and American Indian
women are absent from this series. White men occupied 46.4%, White women
18.2%,  Black men 12.0%, Black women 13.5%, Hispanic men 2.6%, Hispanic
women 1.0%, Asian men 3.1%, and Asian women 3.1%.
                         -58-

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EPA, HEADQUARTERS
Workforce Profile • Major Occupations - Professional & Administrative
As of 09/30/2002
Full/PartTime Permanent Workforce
White Black Hispanic Asian American American Indian
r Pacific Islander Alaskan Native
Male Female Male Female Male Female Male Female Male Female All
028 - Environmental
Protection Specialist
110 -Economist
301 - General Administrative
31 8 -Secretary
334 - Computer Specialist
340 - Program Management
343 - Management Analysis
401 - Biologist
41 5 -Toxicology
511 -Auditor
819 -Environmental
Engineering
893 - Chemical Engineering
905 - Attorney
11 02- Contract &
Procurement
1301 - General Physical
Science
1320 - Chemist
1811 - Criminal Investigation
2210 - Information Tech Mgt
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
483
38.49
64
58.72
154
24.37
2
0.60
84
37.84
73
50.34
322
25.27
282
54.02
58
47.15
75
39.68
285
63.33
61
46.56
199
49.63
60
27.91
396
57.39
223
56.46
170
63.20
89
46.35
503
40.08
29
26.61
206
32.59
117
35.03
43
19.37
54
37.24
474
37.21
164
31.42
35
28.46
54
28.57
84
18.67
28
21.37
142
35.41
69
32.09
173
25.07
96
24.30
43
15.99
35
18.23
41
3.27
3
2.75
23
3.64
5
1.50
23
10.36
6
4.14
47
3.69
26
4.98
2
1.63
23
12.17
12
2.67
5
3.82
9
2.24
17
7.91
21
3.04
13
3.29
18
6.69
23
11.98
131
10.44
3
2.75
211
33.39
206
61.68
38
17.12
5
3.45
361
28.34
16
3.07
3
2.44
21
11.11
12
2.67
3
2.29
17
4.24
56
26.05
36
5.22
10
2.53
10
3.72
26
13.54
-59
17
1.35
2
1.83
14
2.22
0
0.00
7
3.15
4
2.76
19
1.49
5
0.96
0
0.00
2
1.06
16
3.56
7
5.34
3
0.75
5
2.33
9
1.30
10
2.53
16
5.95
5
2.60
23
1.83
0
0.00
11
1.74
2
0.60
1
0.45
0
0.00
18
1.41
7
1.34
1
0.81
1
0.53
5
1.11
6
4.58
10
2.49
6
2.79
8
1.16
4
1.01
2
0.74
2
1.04
18
1.43
7
6.42
3
0.47
0
0.00
13
5.86
2
1.38
12
0.94
7
1.34
16
13.01
4
2.12
29
6.44
16
12.21
9
2.24
0
0.00
26
3.77
19
4.81
5
1.86
6
3.13
30
2.39
1
0.92
6
0.95
0
0.00
10
4.50
1
0.69
16
1.26
8
1.53
8
6.50
8
4.23
6
1.33
5
3.82
10
2.49
1
0.47
15
2.17
18
4.56
4
1.49
6
3.13
2
0.16
0
0.00
1
0.16
0
0.00
2
0.90
0
0.00
2
0.16
2
0.38
0
0.00
1
0.53
1
0.22
0
0.00
1
0.25
1
0.47
4
0.58
1
0.25
1
0.37
0
0.00
7
0.56
0
0.00
3
0.47
2
0.60
1
0.45
0
0.00
3
0.24
5
0.96
0
0.00
0
0.00
0
0.00
0
0.00
1
0.25
0
0.00
2
0.29
1
0.25
0
0.00
0
0.00
1255
100.00
109
100.00
632
100.00
334
100.00
222
100.00
145
100.00
1274
100.00
522
100.00
123
100.00
189
100.00
450
100.00
131
100.00
401
100.00
215
100.00
690
100.00
395
100.00
269
100.00
192
100.00

-------
EPA, HEADQUARTERS
Accessions by PATCOB Code
From: 09/30/2001  To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
PATCOB White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
OTHER
Total
#
%
#
%
#
%
#
%
#
%
#
%
48
33.10
104
41.11
3
25.00
3
6.98
4
57.14
162
35.22
52
35.86
81
32.02
4
33.33
12
27.91
1
14.29
150
32.61
100
68.97
185
73.12
7
58.33
15
34.88
5
71.43
312
67.83
9
6.21
12
4.74
0
0.00
4
9.30
0
0.00
25
5.43
17
11.72
26
10.28
2
16.67
24
55.81
2
28.57
71
15.43
26
17.93
38
15.02
2
16.67
28
65.12
2
28.57
96
20.87
5
3.45
9
3.56
0
0.00
0
0.00
0
0.00
14
3.04
2
1.38
5
1.98
1
8.33
0
0.00
0
0.00
8
1.74
7
4.83
14
5.53
1
8.33
0
0.00
0
0.00
22
4.78
4
2.76
5
1.98
0
0.00
0
0.00
0
0.00
9
1.96
8
5.52
8
3.16
2
16.67
0
0.00
0
0.00
18
3.91
12
8.28
13
5.14
2
16.67
0
0.00
0
0.00
27
5.87
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
3
1.19
0
0.00
0
0.00
0
0.00
3
0.65
0
0.00
3
1.19
0
0.00
0
0.00
0
0.00
3
0.65
66
45.52
130
51.38
3
25.00
7
16.28
4
57.14
210
45.65
79
54.48
123
48.62
9
75.00
36
83.72
3
42.86
250
54.35
145
100.00
253
100.00
12
100.00
43
100.00
7
100.00
460
100.00
                                                          -60-

-------
EPA, HEADQUARTERS
Promotions by Grade within Pay Plan
From: 09/30/2001 To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
ES
GS
00
Total
02
03
04
05
06
07
08
09
10
11
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
#
%
2
66.67
2
66.67
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
2
6.06
16
14.81
12
44.44
33
17.01
1
33.33
1
33.33
0
0.00
0
0.00
0
0.00
0
0.00
2
22.22
10
50.00
13
39.39
42
38.89
6
22.22
62
31.96
3
100.00
3
100.00
0
0.00
0
0.00
0
0.00
0
0.00
2
22.22
10
50.00
15
45.45
58
53.70
18
66.67
95
48.97
0
0.00
0
0.00
0
0.00
0
0.00
1
25.00
0
0.00
1
11.11
0
0.00
1
3.03
7
6.48
2
7.41
10
5.15
0
0.00
0
0.00
1
100.00
1
50.00
2
50.00
11
91.67
5
55.56
9
45.00
14
42.42
38
35.19
5
18.52
64
32.99
0
0.00
0
0.00
1
100.00
1
50.00
3
75.00
11
91.67
6
66.67
9
45.00
15
45.45
45
41.67
7
25.93
74
38.14
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
5
2.58
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
11.11
0
0.00
2
6.06
2
1.85
0
0.00
4
2.06
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
11.11
0
0.00
2
6.06
2
1.85
0
0.00
9
4.64
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
8.33
0
0.00
0
0.00
0
0.00
1
0.93
1
3.70
4
2.06
0
0.00
0
0.00
0
0.00
1
50.00
1
25.00
0
0.00
0
0.00
1
5.00
0
0.00
2
1.85
1
3.70
7
3.61
0
0.00
0
0.00
0
0.00
1
50.00
1
25.00
1
8.33
0
0.00
1
5.00
0
0.00
3
2.78
2
7.41
11
5.67
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
3.03
0
0.00
0
0.00
2
1.03
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
3
1.55
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
0
0.00
1
3.03
0
0.00
0
0.00
5
2.58
2
66.67
2
66.67
0
0.00
0
0.00
1
25.00
1
8.33
1
11.11
0
0.00
4
12.12
24
22.22
15
55.56
54
27.84
1
33.33
1
33.33
1
100.00
2
100.00
3
75.00
11
91.67
8
88.89
20
100.00
29
87.88
84
77.78
12
44.44
140
72.16
3
100.00
3
100.00
1
100.00
2
100.00
4
100.00
12
100.00
9
100.00
20
100.00
33
100.00
108
100.00
27
100.00
194
100.00
                                                               -61-

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EPA, HEADQUARTERS
Promotions by Grade within Pay Plan
From: 09/30/2001 To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
GS
Total
12
13
14
15
Total

#
%
#
%
#
%
#
%
#
%
#
%
47
24.74
79
27.53
92
44.66
91
52.30
372
29.36
374
29.45
60
31.58
98
34.15
59
28.64
54
31.03
406
32.04
407
32.05
107
56.32
177
61.67
151
73.30
145
83.33
778
61.40
781
61.50
11
5.79
18
6.27
8
3.88
8
4.60
67
5.29
67
5.28
57
30.00
56
19.51
26
12.62
9
5.17
298
23.52
298
23.46
68
35.79
74
25.78
34
16.50
17
9.77
365
28.81
365
28.74
5
2.63
3
1.05
6
2.91
1
0.57
20
1.58
20
1.57
4
2.11
9
3.14
9
4.37
6
3.45
37
2.92
37
2.91
9
4.74
12
4.18
15
7.28
7
4.02
57
4.50
57
4.49
1
0.53
8
2.79
2
0.97
2
1.15
20
1.58
20
1.57
2
1.05
13
4.53
4
1.94
3
1.72
35
2.76
35
2.76
3
1.58
21
7.32
6
2.91
5
2.87
55
4.34
55
4.33
1
0.53
1
0.35
0
0.00
0
0.00
5
0.39
5
0.39
2
1.05
2
0.70
0
0.00
0
0.00
7
0.55
7
0.55
3
1.58
3
1.05
0
0.00
0
0.00
12
0.95
12
0.94
65
34.21
109
37.98
108
52.43
102
58.62
484
38.20
486
38.27
125
65.79
178
62.02
98
47.57
72
41.38
783
61.80
784
61.73
190
100.00
287
100.00
206
100.00
174
100.00
1267
100.00
1270
100.00
                                                            -62-

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EPA, HEADQUARTERS
Separations by PATCOB
From: 09/30/2001  To: 09/30/2002
Full/PartTime Permanent Workforce
Asian American American Indian
White Black Hispanic Total
Pacific Islander Alaskan Native
Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
OTHER
Total
#
%
#
%
#
%
#
%
#
%
#
%
89
60.14
65
32.50
6
25.00
0
0.00
1
20.00
161
40.55
31
20.95
85
42.50
5
20.83
8
40.00
3
60.00
132
33.25
120
81.08
150
75.00
11
45.83
8
40.00
4
80.00
293
73.80
6
4.05
8
4.00
2
8.33
3
15.00
1
20.00
20
5.04
7
4.73
24
12.00
10
41.67
9
45.00
0
0.00
50
12.59
13
8.78
32
16.00
12
50.00
12
60.00
1
20.00
70
17.63
3
2.03
3
1.50
0
0.00
0
0.00
0
0.00
6
1.51
0
0.00
6
3.00
0
0.00
0
0.00
0
0.00
6
1.51
3
2.03
9
4.50
0
0.00
0
0.00
0
0.00
12
3.02
4
2.70
3
1.50
0
0.00
0
0.00
0
0.00
7
1.76
6
4.05
5
2.50
1
4.17
0
0.00
0
0.00
12
3.02
10
6.76
8
4.00
1
4.17
0
0.00
0
0.00
19
4.79
1
0.68
1
0.50
0
0.00
0
0.00
0
0.00
2
0.50
1
0.68
0
0.00
0
0.00
0
0.00
0
0.00
1
0.25
2
1.35
1
0.50
0
0.00
0
0.00
0
0.00
3
0.76
103
69.59
80
40.00
8
33.33
3
15.00
2
40.00
196
49.37
45
30.41
120
60.00
16
66.67
17
85.00
3
60.00
201
50.63
148
100.00
200
100.00
24
100.00
20
100.00
5
100.00
397
100.00
                                                          -63-

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B. HEADQUARTER'S REPORTS

1. OBJECTIVES AND ACCOMPLISHMENTS

   The following barrier statements/objectives and action items were originally
   identified in the EPA 5-Year (FY 88-92) Affirmative Employment Program
   (AEP) Plan for  Minorities and  Women.    The U.S. Equal  Employment
   Opportunity Commission (EEOC) requires that originally identified, as well as
   subsequent, barrier statements/objectives and action items be included in any
   updates to the Agency' s 5-Year AEP Plan until the barriers have been eliminated.
                           -64-

-------
PROGRAM ELEMENT: ORGANIZATION AND RESOURCES
PROBLEM/BARRIER
STATEMENT

There is insufficient support
(financial and other
resources) for EPA' s Special
Emphasis Programs (SEPs).
Because of inadequate
training, some of the
collateral-duty SEP
managers lack the
knowledge, skills, and
abilities (KSAs) to function
well in their positions.
Others have limited access
to information and guidance.
This impacts their ability to
provide sound advice and
assistance to management
officials on the employment
concerns of women and
minorities.
OBJECTIVE/
ACTION ITEMS

To have SEPs that effectively address the employment issues of
women and minorities; provide sound advice, information, and
feedback to both their management officials and the national SEP
managers; and provide strong leadership for their councils and
constituent groups.

1. Provide financial and human resources, training, and guidance to
collateral-duty SEP managers to enhance their KSAs so that they
can administer their respective programs efficiently and effectively.

2. Conduct meetings of the national SEP councils to develop work
plans, and implementation strategies to improve opportunities for
women and minorities.

3. Conduct technical assistance visits to EPA organizations as
needed.



RESPONSIBLE
OFFICIAL (S)







AAs, OCR



OCR (lead)
AAs (support)


OCR




TARGET
DATE(S)







Annually



Annually



Annually




ACCOMPLISH-
MENT
Yes/Partial/No






P



Y



Y




Status: During FY 2002, each National EEO Manager in the Office of Civil Rights (OCR) sponsored training for their respective groups of collateral-duty SEP
managers. Training was responsive to training needs identified by SEPMs and EEO Officers. The purpose of the training was to provide skill-based training
for more effective program implementation. Individual Offices continue contracting to provide more in-depth training on topics such as EEO Law, and SEPM
roles and responsibilities. Some program offices continue to demonstrate that the value of SEPs is recognized through increased financial resource
commitments. SEP Managers also continue to receive technical guidance and assistance from HQ National SEPMs.
-65-

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PROGRAM ELEMENT:     EMPLOYEE DEVELOPMENT
  PROBLEM/BARRIER
      STATEMENT
                        OBJECTIVE/
                      ACTION ITEMS
RESPONSIBLE
 OFFICIAL (S)
 TARGET
 DATE(S)
ACCOMPLISH-
     MENT
 Yes/Partial/No
Career development
opportunities for secretarial
and administrative support
staff are limited in many of
the HQ organizations. Some
managers do not take
advantage of the growth
potential of their support
staff.
To create a wide range of career development opportunities for
secretarial and clerical staff and encourage their participation in
career development programs.

1.  Restructure jobs to provide entry-level developmental
opportunities for employees in support positions.
2.  Provide support staff with rotational assignments to non-support
positions.
                            3.  Include a segment on "support staff development" in the
                            Agency's Work Force Development Strategy.
AAs, senior
managers,
OHROS

AAs, senior
managers,
OHROS

OHROS
Annually
Annually
                                                                                  Ongoing
                    Y
Status:  During the period, a number of managers provided growth potential for administrative support staff through training, the restructuring of positions for
use in upward mobility, and the creation of bridge positions.  However, there are still many who continue to provide very limited opportunities for support
staff. To assist management with addressing career enhancement for support staff, the EPA Learning Institute has implemented the segment of the Agency's
Work Force Development Strategy on Administrative Support and Technical Development. The training module focuses on single grade interval positions
and is designed to provide training related to current skills, as well as enhance career opportunities through college level education for targeted positions.  In
addition, administrative support staff are utilizing the "New Skills-New Options" segment of the Work Force Development Strategy which provides a
framework that facilitates career growth across different support staff positions.
                                                                   -66-

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PROGRAM ELEMENT:     RECRUITMENT AND HIRING
  PROBLEM/BARRIER
      STATEMENT
                       OBJECTIVE/
                     ACTION ITEMS
 RESPONSIBLE
  OFFICIAL (S)
 TARGET
 DATE(S)
ACCOMPLISH-
     MENT
 Yes/Partial/No
HQ organizations have been
moderately successful in
recruiting applicants from
groups that are under
represented or absent from
most populous Professional
and Administrative series.
To enlarge the applicant pool of qualified candidates from under
represented groups in Professional and Administrative categories,
with particular focus on the employment of Blacks, Hispanics,
Asians, and American Indians.

1.  Issue reports outlining specific goals and program objectives for
achievement through affirmative employment.

2.  Provide guidance to hiring officials on developing targeted
recruitment mechanisms for minorities and women.

3.  Meet with senior level HQ officials to inform them of areas of
under representation and jointly develop recruitment and hiring
strategies to improve work force representation profiles.
OCR
                                                                                         OHROS
                                                                                         OCR (TechAsst.)

                                                                                         Dir, OCR & EEO
                                                                                         Mgrs, SEP Mgrs.
Bi-
annually

Ongoing
                   Ongoing
       Y
                                       Y
                    Y
Status: EPA organizations include goals and objectives for minorities and women in their annual AEP Plan Update and Accomplishment Reports, as required.
The Office of Civil Rights (OCR) and its National EEO Managers work with HQ management and collateral-duty SEP Managers to help identify candidates
for selection into Professional and Administrative positions and provide minority and women's professional and community organizations with vacancy
announcements. EPA converted to a web-based recruitment and application system called "EZHire" in FY2001. With this system, EPA employees and
outside job applicants can use the system to search and apply for employment opportunities nation-wide. A simple registration process allows employees and
applicants to apply for positions online. Employees can also choose to be notified by email about specific job openings of interest to them and the status of
each job for which they have applied.  OHROS also collected minority and women's organizations and groups from all SEPMs for a wider distribution to
women and minorities, some in remote areas. These actions are institutionalized in the EPA and will remain a part of the Agency's AEP efforts.
                                                                  -67-

-------
U.S. ENVIRONMENTAL PROTECTION AGENCY
               FY 2003
          GOALS BY PATCOB
           HEADQUARTERS
OCCUPATIONAL
CATEGORIES
PROFESSIONAL
ADMINISTRATIVE
TECHNICAL
CLERICAL
BLUE-COLLAR

ACTUAL
PLANNED
GOALS
ACTUAL
PLANNED
GOALS
ACTUAL
PLANNED
GOALS
ACTUAL
PLANNED
GOALS
ACTUAL
PLANNED
GOALS
TOTAL
3957
4006
49
4547
4648
101
304


446


9


WOMEN
1385
1388
3
2659
2671
12
187


413


0


BLACK
354
363
9
1205
1216
11
118


282


4


HISPANIC
119
137
18
157
203
46
5


6


0


ASIAN/PACIFIC
ISLANDER
263
278
15
143
161
18
8


5


0


AMERINDIAN/
ALASKAN NATIVE
25
29
4
29
43
14
4


2


0


                 68

-------
                 U.S. ENVIRONMENTAL PROTECTION AGENCY
                     FY 2002 GOALS ACCOMPLISHMENT
BY MOST POPULOUS PROFESSIONAL SERIES AND AGGREGATE ADMINISTRATIVE SERIES
                            HEADQUARTERS

PROFESSIONAL JOB SERIES
110 ECONOMIST

401 BIOLOGIST

415 TOXICOLOGIST

905 ATTORNEY

1102 CONTR/PROCUREMENT

1301 PHYSICAL SCIENTIST

1320 CHEMIST


ADMINISTRATIVE JOB SERIES
AGGREGATED ADMIN.


GOALS
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED
GOALS SET
GOALS ACCOMPLISHED

GOALS
GOALS SET
GOALS ACCOMPLISHED

WOMEN
0
0
4
4
1
1
0
0
0
0
1
1
4
2

WOMEN
13
9

BLACK
0
1
0
0
0
0
0
0
0
0
0
0
2
1

BLACK
0
0

HISPANIC
2
1
1
0
1
0
0
0
0
0
3
2
0
0

HISPANIC
39
9
ASIAN/PACIFIC
ISLANDER
0
0
3
2
0
0
0
0
1
0
0
0
0
0
ASIAN/PACIFIC
ISLANDER
17
5

ALASKAN NATIVE
0
0
0
0
0
0
0
0
0
0
1
1
0
0

ALASKAN NATIVE
5
2
                                 -69-

-------
         U.S. ENVIRONMENTAL PROTECTION AGENCY
                        FY 2003
GOALS BY PROFESSIONAL SERIES & AGGREGATED ADMINISTRATIVE
                    HEADQUARTERS
PROFESSIONAL JOB SERIES
110 ECONOMIST
401 BIOLOGY
415 TOXICOLOGY
511 AUDITOR
819 ENV. ENG
893 CHEMICAL ENG.
905 ATTORNEY
1 1 02 CONTR/PROCUREMENT
1301 PHYSICAL SCIENTIST
1320 CHEMIST
AGGREGATED PROFESSIONAL
AGGREGATED ADMINISTRATIVE
WOMEN
0
2
1
0
0
0
0
0
0
0
3
12
BLACK
0
0
1
0
3
1
1
0
1
2
9
11
HISPANIC
5
2
2
0
2
0
4
0
1
2
18
46
ASIAN/PACIFIC
ISLANDER
1
4
1
0
3
0
3
1
1
1
15
18
AMERINDIAN
ALASKAN NATIVE
0
0
0
0
0
1
1
0
1
1
4
14
                          70

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C.    NOTEWORTHY ACTIVITIES/INITIATIVES - FY 2002

      LISTING OF NOTEWORTHY ACTIVITIES/INITIATIVES WHICH HAVE BEEN
      SUCCESSFUL  IN  IMPROVING  EMPLOYMENT  AND  PROMOTION
      OPPORTUNITIES FOR WOMEN AND MINORITIES

      Following are noteworthy activities for the Program Offices at Headquarters:

      OFFICE OF THE ADMINISTRATOR (OA)

      EPA Administrator, Christine Todd Whitman, as part of her commitment to ensuring
      a  work environment that is fair, equitable,  and supportive of all  employees,
      established a Quality of Work Life Initiative within the Office of the Administrator.
       As part of this effort, Herbert Z. Wong & Associates, a specialized diversity firm,
      was hired to survey all AO employees to identify issues and concerns. The survey' s
      return rate was nearly 60%. In addition,  supervisors,  managers, employees, union
      representatives, and Special Emphasis Program Managers (SEPMs) attended a two-
      day  Quality of Work Life Strategic Planning and Implementation Workshop. As a
      result, workgroups were established to address the following areas: AO Core
      Values/Vision, Up-Down Feedback, Communication, Performance Evaluation and
      Feedback, Awards and Recognition, and Training and Career Development (Senior
      Management and Diversity was integrated into each workgroup.)   Workgroup
      members are responsible for developing solutions and making recommendations that
      address identified areas of concern.

      The Science Advisory Board (SAB) took steps to diversify its membership in order
      to increase its chances of receiving more qualified minority  candidates for the FY
      2002 nomination process. In order to reach a more diverse audience, they contacted
      the Federal Register and various  organizations, including  the American  Indian
      Science and Engineering Society, Mexican-American  Engineers and Scientists, and
      the National Association of Black Engineers.

      The Environmental Appeals Board (EAB) continued to work with  minority
      professional organizations both within and outside the Agency to advertise attorney
      vacancies.   As  vacancies arise,  notice is given to minority bar  associations for
      Blacks, Hispanics, Asian/Pacific Islander, and Native Americans.  In addition, job
      vacancies are  announced  in commercial sources such as "The Legal Times,"
      encouraging minorities and women to apply. These efforts have resulted in a diverse
      applicant pool.
                                  -71-

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OFFICE OF CIVIL RIGHTS (OCR)

The Office of Civil Rights implemented a national civil rights training program for
all managers and supervisors as part of the Agency's commitment to ensure that all
employees have a workplace free of discrimination.  The two-day course, conducted
by the Equal Employment Opportunity Commission (EEOC), was designed to build
the competency of Agency managers in dealing with civil rights/equal employment
opportunity issues, enhance awareness  of specific civil rights  laws, and outlined
management responsibilities. OCR began the training in September 2001, which
included Headquarters,  all  10 Regions, and major laboratory sites.  In FY 2002,
approximately 1600 managers and supervisors completed the training. The training
received high evaluations  and additional training will be developed for Team
Leaders and new employees.

OCR's National Special Emphasis Program Managers (SEPMs) conducted several
EPA  SEPM  Training Conferences  that provided collateral-duty SEPMs with
pertinent  information necessary to carry-out  their duties  and the Agency's
affirmative employment efforts to increase the number of minorities and women at
EPA.  Each SEP training conference and workshop addressed  specific issues and
concerns of constituents; provided training  on  the roles and responsibilities of
SEPMs; provided a forum in which participants could share  best practices and
lessons learned; and laid the foundation to build more cooperative and supportive
working relationships. As a result, SEPMs are better equipped to advise and assist
management in addressing the challenges of building a diverse work force; creating
a work environment where minorities are free from discrimination and bias, and
providing  a workplace where minorities are supported and encouraged to grow
professionally and personally.

EPA increased  participation and funding for the  2002 Hispanic Association of
Colleges and Universities (HACU) National  Internship Program.  An extensive
outreach and communications strategy was executed that included training collateral-
duty HEPMs on the HACU National Internship Program and having them work with
senior managers to secure  HACU Interns for  their program office, region or
laboratory.   EPA sponsored twenty-two HACU Interns for  the 2002  Summer
Program. This is the largest group of HACU Interns the Agency has ever sponsored.
Historically, this reflects a 29% increase in participation from previous programs.
For the current 3-year assistance  agreement, participation in the program increased
by 267% from FY 2001  to FY 2002. In addition,  EPA increased funding for the
HACU Assistance Agreement from $243,225 to $522,825, which reflects an increase
in funding of 115%. Most  of the interns were minority  students and  attended
Hispanic Serving Institutions (HSIs).
                            -72-

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OFFICE OF AIR AND RADIATION (OAR)

The Office of Air Quality Planning Standards (OAQPS's) Campus Executive
Program continued to focus resources in expanding outreach efforts to increase its
minority representation. The program provided internship opportunities to students
who attended North Carolina A&T University, Pembroke State University, Duke
University, Yale University, Northern Arizona University, and the University of
Texas at El Paso.  This program  also encouraged  students to pursue studies in
environmental career fields.

OFFICE OF ADMINISTRATION NAD RESOURCES  MANAGEMENT
(OARM)

In order to increase the Agency's applicant pool  for both the SES Candidate
Development Program (SES CDP) and the EPA Intern Program, OARM increased
its recruitment efforts,  targeted  minorities  and women,  increased recruitment
activities at minority  institutions, and improved relations with Minority Academic
Institutions (MAIs). Of the 51 final candidates selected for the Agency' s SES CDP,
24% were minorities and 47% were women. Over the course of its five-year history,
approximately half of the EPA Intern Program participants were minorities, and
approximately 12% are individuals with disabilities. For the intern class of 2002,22
(55%) of the 41 interns were minorities.

OARM initiated a series of workshops designed to  improve the  management and
leadership skills of managers and  team leaders. A four-day training course was
given that included an effective diversity module that emphasized the importance of
understanding differences in values, behavioral norms and communication patterns
among employees of different cultures.  Other workshops included "Diversity,"
"Sexual Harassment,"  "Agency's  Flexiplace Program,"  "Budget  Process,"
"Managing for Performance," "Giving Feedback," and "New Skills/New Options
Developmental Program."

OFFICE OF CHIEF FINANCIAL OFFICER (OCFO)

OCFO established relationships with minority communities in its efforts to attract
applicants and successfully  recruit  employees from the Hispanic and Native
American communities.  OCFO's workforce assessment and succession planning
resulted in managers identifying areas to restructure the workforce allowing for
more opportunities at the entry-level  staff. In addition, OCFO hired two summer
interns through the Washington Center's Native Leadership Program. OCFO  also
hired a permanent, full-time entry-level accountant who had worked for the past two
summers  as  an intern under the Schedule A hiring authority for persons with
disabilities.
                           -73-

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OFFICE OF ENFORCEMENT AND COMPLIANCE (OECA)

OECA established an entry-level  training program utilizing the Student Career
Educational Program (SCEP).  The program focuses on recruiting minority and
female cooperative student trainees. The program establishes an entry-level pipeline
for three types of positions:  Special Agent, Environmental Scientist, and Program
Analyst.  The program will also encompass job opportunities in four  divisions:
Criminal, Enforcement, Forensic,  and Training. The program assists students by
providing part-time employment and an opportunity to learn about the occupation
and the organization before making a final career decision.

OFFICE OF ENVIRONMENTAL INFORMATION (OED

OEI sponsored a one-day diversity training course for  senior managers entitled
"Leveraging Diversity as a Strategic Resource."  The goal of the training was to
strengthen management's strategic leadership skills needed  to influence their
organizations as they continue to embrace and  leverage diversity.  In addition, the
training allowed participants to review and deepen their understanding of the many
dimensions of diversity; examine emerging trends and best practices in areas such as
workforce resiliency, generational  diversity, succession planning, and racial, ethnic
and cross-cultural relations. It also allowed them to reflect on their own diversity
competencies as they participated in  developmental  exercises related to leading
diversity, and articulating a vision for diversity, while engaging others in the process
of leveraging diversity for higher performance.

OFFICE OF GENERAL COUNSEL (OGO

OGC introduced the New Skills/New Options (NSNO) Pilot Program, a workforce
development initiative  designed  exclusively  for  clerical  and  administrative
professionals in one-grade interval  jobs.  NSNO, a career development initiative, is
designed to improve job performance, professionalism, and job satisfaction.
                           -74-

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OFFICE OF INTERNATIONAL ACTIVITY

OIA's Diversity Action Team reviewed position descriptions to ensure fair and
equitable treatment of all OIA employees regarding promotion potential, high profile
assignments and career development opportunities.  Standard operating procedures
were established for Diversity Action Team members to participate on hiring panels.
In addition, OIA announced and publicized all potential special projects to allow any
interested employee the opportunity to inquire into the project. As a result, of the 6
hires in FY 2002, 3 were women and/or minorities and of the 11 promotion actions,
all were women and/or minorities.
Management appointed Special Emphasis Program Managers to serve as advisors to
OIA management and staff on equal employment opportunity matters and to provide
continuous feedback on civil rights and Affirmative Employment Program goals.
OFFICE OF INSPECTOR GENERAL (PIG)

OIG formed a committee in the Eastern Investigation Office to prepare an on-going
training program to train all employees in the rules and regulations regarding EEO.
This training informs all  staff members of their rights under EEO, as well as,
informing managers  of their  leadership responsibility  in  providing  a clear
understanding of the role diversity plays in assisting the Agency in accomplishing its
mission. Additionally, the committee designed a 1-day diversity training course. The
training was so successful that it was later selected by the Inspector General to be
given to all OIG staff. It has since become a standard for diversity training within the
organization.

OFFICE OF PREVENTION. PESTICIDES AND  TOXIC SUBSTANCES
(OPPTS)

OPPTS sponsored the 2nd annual Kaleidoscope Day that  featured culturally diverse
activities such  as cultural performances, cultural food  vendors, an international
bazaar, and a cultural diversity awareness booth.  The event provided an opportunity
for employees to learn  about other cultures and discuss diversity.  Many of the
activities triggered  open and honest dialog about  cultural diversity among the
participants.
                           -75-

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OFFICE OF RESEARCH AND DEVELOPMENT (ORD)

All ORD supervisors and managers participated in training sessions that addressed
Affirmative  Employment,  equity,  diversity,  fairness,  and  Equal Employment
Opportunity issues. The Office of Civil Rights conducted this training. In addition,
ORD planned, funded, and implemented an eight-hour diversity training session for
employees of the Office of Science Policy (OSP). This training was based on the
findings of internal interviews and focus group meetings that were facilitated by the
Ivy Group.  The  objectives of the training were to identify ways to apply the
foundational diversity information gained from previous meetings; define nonverbal
messages and their implications to the  sender and receiver; identify the aids and
barriers to creating high-performing teams; identify what should be added, deleted,
and retained in the OSP Diversity Action Plan (DAP), and identify diversity action
items.

OFFICE OF SOLID WASTE AND EMERGENCY RESPONSE (OSWER)

OSWER continued to utilize its Rotational/Developmental Assignment Program to
identify and  develop a pool of qualified, diverse individuals for future  leadership
positions and to develop mid-level employees as a significant feeder group for future
management positions.  Employees were given the opportunity to develop and learn
new skills vital to the organization's success.  In FY 2002, a partnership with the
Office of Pollution, Prevention and Toxics (OPPT) was announced whereby rotational
assignments can be done between the two organizations. To date, 60 employees have
participated in the program.

The OSWER People-Helping-People Mentoring Program was launched in May 1999.
This program was established to provide opportunities for OSWER employees to
receive directional and motivational counseling and guidance to support their career
development and professional growth.  To date, 43 mentor/mentee partnerships have
been formed. In September 2002, a mentoring program database was developed to
assist employees in finding their own mentors throughout the year.  The database is
accessible via the Lotus Notes server and allows matches across OSWER.

During this report period, OSWER also announced the Leadership Enhancement and
Development (LEAD) Program for employees at grades GS-9 through GS-13. The
LEAD  program is a two-year program, which includes a combination of formal
training and learning experiences (i.e., mentor/mentee relationship, team-building,
rotational assignment, shadowing assignment,  management interviews, self-study
projects, etc.).

OSWER's summer intern program  continued to recruit interns from Morgan  State
University, University of Arizona, and various minority outreach organizations.  A
total of thirty (30) interns were sponsored, of which, 67% were minority  students.

                           -76-

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OFFICE OF WATER (ow)

OW developed a Mentoring Program to support ongoing professional development
of staff.  Mentors provided advice to  help the staff identify goals,  recognized
strengths, areas for growth, and examine career plans.  Some of the benefits mentees
have shared include the following:  starting a network of mentors and mentees;
helping employees  grow  professionally; fostering  inter-office  communication;
developing leadership skills; gaining a better understanding of their  role in the
agency' s mission, and fostering an environment that provides opportunities to discuss
work challenges with senior employees.

OW implemented the  Water Careers Program that provides opportunities for
employees to gain specialized expertise and professional competencies across all
programs within the organization.   The program  consisted of training courses;
developmental assignments; rotational assignments; shadow assignments, and cross-
organizational projects.
                            -77-

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     EPA Agency-Wide
    Race/National Origin
           (9/30/02)
 Hispanic
4.8% (851)
 Black
 18.9%
 (3,355)
 Asian PI
5.3% (946)  Amerind
         0.8% (145)
                           White
                           70.2%
                           (12,493)
               -78-

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            EPA Agency-Wide

                 PATCOB
                     (9/30/02)
        Profess D Admin D Technical D Clerical • Other DBlueClr
0>
u

1
!M
o
£
       Women
White
Black   Hispanic  Asian PI  Amerind
                      -79-

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      EPA Agency-Wide
          Professional
             (9/30/02)
 Hispanic
4.4% (373)
Black
8.4%
(701)
            Asian PI
            6.9% (572)
Amer Ind
0.7% (56)
       White
       79.4%
       (6,590)
                -80-

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     EPA Agency-Wide
       Administrative
           (9/30/02)
 Hispanic
4.5% (350)
 Black
 23.6%
 (1,858)
 Asian PI
3.9% (304)
Amer Ind
0.98% (77)
                           White
                           67.1%
                           (5,271)
               -81-

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60% Y
                 EPA Agency-Wide
             Minorities - Grade Levels
             	(9/30/02)	
          Black
Hispanic
Asian PI
10%
 0%
Amer Ind
      GS14     GS58     GS912     GS1315    SES + EQ    OTHERS
       Note: Numbers in parentheses are actual; bars are in population percentages

                           -82-

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        EPA Agency-Wide
     Women - Grade Levels
              (9/30/02)
  SES+EQ
  35.2% (101)
GS 13-15
42.8%
(4,375)
    GS 9-12
   64.1% (2,640)
              OTHERS
             24.7% (142)
 GS1-4
69.0% (77)
     GS5-8
    86.2% (1,133)
                  -83-

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     EPA Headquarters
   Race/National Origin
           (9/30/02)
 Hispanic
3.10% (291)
 Black
 21.20%
 (1,969)
 Asian PI
4.50% (421)  Amer Ind
         0.64% (60)
                           White
                           70.50%
                           (6,540)
               -84-

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     EPA Headquarters

  Women - Grade Levels
              (9/30/02)
  White
Black  D Hispanic  D Asian PI  D Amerind
GS1-4   GS5-8   GS9-12  GS 13-15 SES+EQ OTHERS


Note: Numbers in parentheses are actual; bars are in population percentages

                 -85-

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       EPA Headquarters
           Professional
             (9/30/02)
  Hispanic
 3.00% (119)
Black
8.90%
(354)
 Asian PI
6.64% (263)   Amer Ind
           63% (25)
                               White
                               80.8%
                               (3,196)
                 -86-

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     EPA Headquarters
       Administrative
           (9/30/02)
 Hispanic
3.45% (157)
 Black
26.50%
(1,205)
 Asian PI
3.14% (143)
Amer Ind
0.64% (29)
                           White
                           66.26%
                           (3,013)
               -87-

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    EPA Headquarters

Minorities - Grade Levels
              (9/30/02)
   Black
Hispanic
Asian PI
Amer Ind
GS1-4   GS5-8   GS9-12  GS 13-15  SES + EQ  OTHERS


Note: Numbers in parentheses are actual; bars are in population percentages

                -88-

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 GS 13-15
 45.50%
 (2,916)
         EPA Headquarters
      Women - Grade Levels
               (9/30/02)
      SES+EQ
     38.81% (81)
                  OTHERS
                  7.10% (23)
 GS1-4
67.24% (39)
 GS 9-12
55.90% (1,150)
       GS5-8
      82.86% (445)
                   -89-

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       EPA Agency-Wide
     People with Disabilities
         As of 9/30/02
78%
(861)
               -90-

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B.  GLOSSARY

    Abbreviations

    AA      Assistant Administrator
    AEP     Affirmative Employment Program
    AEPP    Affirmative Employment Program Plan
    AD      Areas Directors
    EEO     Equal Employment Opportunity
    EEOC    Equal Employment Opportunity Commission
    EO      Equal Opportunity
    EEOO    Equal Employment Opportunity Officer
    EOS     Equal Opportunity Specialist
    EPA     Environmental Protection Agency
    FEORP  Federal Equal Opportunity Recruitment Program
    FWP     Federal Women's Program
    FWPM   Federal Women's Program Manager
    FIEP     Hispanic Employment Program
    FIEPM   Hispanic Employment Program Manager
    NACE   National Administrative Council for Excellence
    OCR     Office of Civil Rights
    OHROS  Office of Human Resources and Organizational Services
    OPM     Office of Personnel Management
    PWD     People with Disabilities Program
    RA      Regional Administrator
    RDCR   Regional Director of Civil Rights
    SEP     Special Emphasis Program
    SEPM    Special Emphasis Program Manager
    WISE    Women in Science and Engineering

    Terms and Definitions

    Action Item
    A step which has been identified towards achieving objectives documented in the
    Affirmative Employment Program (AEP) Accomplishment Report of Objectives and
    Action Items.

    Administrative Judge (AJ)
    An official employed  and  assigned  by the EEOC  to hold hearings  on formal
    complaints of discrimination.

    Affirmative Employment
    Effort taken to eliminate historic under representation of women, minorities and
    persons with disabilities through recruitment, hiring, advancement, and retention in
    order to achieve a workforce that reflects the diversity of our nation.
                              -90-

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Affirmative Employment Program (AEP) Plan
Federal agencies are required by law to implement a plan for an affirmative program
of equal employment opportunity and to conduct affirmative recruitment for under
represented occupations and pay grades.  The plan is a multi-year document developed
by each federal agency and submitted to the U.S. Equal Employment Opportunity
Commission (EEOC). It includes comprehensive workforce analyses by occupational
categories, grade groupings, and key jobs that can lead to middle and  senior level
positions; identification of barriers to the employment of women and minorities; and
development of action plans for eliminating the barriers.  Agencies also develop and
submit annual AEP program accomplishment reports and annual AEP updates.

Affirmative Employment Program (AEP) Groups
White  women, Black  men,  Black women, Hispanic  men,  Hispanic women,
Asian/Pacific American men, Asian/Pacific American women, American Indian men,
and American Indian women. Men and women with disabilities are also considered
AEP groups, but they are covered under a separate AEP plan.

Age Discrimination
A claim of discrimination based on age by an individual who is at least 40 years of age
at the time of the alleged discriminatory act.

Aggrieved
An individual who files a pre-complaint alleging that they have been discriminated
against and  have  suffered  harm based on an adverse action being taken.  If the
aggrieved files a formal complaint of discrimination, the term "complainant," is used
as defined below.

Alternative Dispute Resolution
A process for resolving workplace disputes, including claims of discrimination, using
alternative dispute resolution processes, such as mediation.  Required by EEOC
Regulations 29 CFR Part 1614 at both the pre-complaint and formal stages of the
complaint process under Title VII.

Allegation of Reprisal
A claim of restraint, interference, coercion, discrimination, or retaliation in connection
with presenting, processing a complaint, being a part of a complaint (such as being
a witness) or the process (such as being an EEO official), or because of any opposition
to an employment practice unlawful under Title 29 CFR Part 1614.

American Indian/Alaskan Native
Defined by the EEOC as a person having origins in any of the original peoples of
North America and who maintains cultural identification through tribal affiliation or
community recognition.

Asian/Pacific Islander
Defined by the EEOC as a person having origins in any of the original peoples of the
Far East, Southeast Asia, the Indian subcontinent, or the Pacific Islands. This area
includes: China, India, Korea, the Philippine Islands, and Samoa.
                           -91-

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Barrier (Artificial)
Personnel policy, practice, or procedure that is neutral on its face, but that has an
adverse or  disparate impact,  restricts  or  tends to limit,  the representation or
employment of applicants and employees, especially minorities, women, and persons
with disabilities.

Black (not of Hispanic origin)
Defined by the EEOC as a person having origins in any of the Black racial groups
of Africa. Does not include Hispanics.

Civilian Labor Force (CLF)
Individuals,  age 16 or older, who are employed or seeking employment.  These
statistics include those in the Armed Forces.  Civilian labor force data is published on
a nation-wide basis, by geographic region, and by locality (referred to as Standard
Metropolitan Statistical Area, or SMSA). The latest CLF  information available for
purposes of this report is from the 1990 Census.

Class Complaint
A discrimination complaint filed on behalf of a class by the agent of the class. A class
is defined as a group of employees, former employees, or applicants, who allege that
they have been or are being intentionally or unintentionally adversely impacted upon
by an agency personnel policy or practice that discriminates against the group on the
basis of their common race, color, religion, sex, national origin, age, or disability. The
Class must be certified, which is based on numerosity, commonality  and typicality.

Complainant
A federal employee, a former Federal employee,  or an  applicant  for  Federal
employment who files a formal complaint of discrimination based on his or her race;
color; religion; sex; national origin; age; disability (mental or physical), including
sexual orientation; parental status; and/or reprisal.

Desk Review
A paper review of statistical information submitted by a recipient of EPA assistance
during the application  process and implementation of  the assistance  award to
determine if the recipient is carrying out  its civil rights responsibilities.

Disabled Person
An individual who has a physical or mental impairment that substantially limits one
or more maj or life activities, has a record of such impairment, or is regarded as having
such an impairment.  Targeted disabilities for affirmative employment  program
emphasis  planning purposes are:  deafness; blindness; missing extremities; partial
paralysis; complete paralysis; convulsive disorders; mental retardation; mental illness;
and distortion of limbs and/or spine.
                           -92-

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Discrimination
Any act, or failure to act, impermissibly based in whole or in part on a person's race,
color, national origin, religion, gender, age, disability (mental or physical) including
sexual orientation, parental status, and/or reprisal, that adversely affects privileges,
benefits, working conditions, or other terms or conditions of employment and results
in disparate treatment, or has a disparate impact on employees or applicants.

Disparate Impact
A theory of discrimination in which a policy or practice that appears neutral on its
face, has an adverse or disparate impact on a protected class or group.

Disparate Treatment
The most common form of discrimination, wherein an individual perceives or alleges
that they are being treated disparately from others that are similarly situated based
their membership in a protected group or a basis covered under the nondiscrimination
statutes.

Diversity
The inclusion of individual differences in an environment  in which everyone's
contributions are respected and valued in a high performing organization.

EEO Counselor
An Agency employee working under the direction of the Director of Civil Rights or
other senior EEO official, who makes informal inquiries and seeks resolution of pre-
complaints.

EEO Targeted Groups
For affirmative employment purposes, EEO targeted groups include: White women,
Black men and women, Hispanic men and women, Asian/Pacific Islander men and
women, American Indian/Alaskan Native men and women.  Persons with disabilities
are also considered an EEO group, but they  are covered under a separate AEP Plan,
in accordance with Section 501 of the Rehabilitation Act of 1973, as amended.

Employee
Either a full-time or part-time member of the Agency's work force who is employed
on a permanent  basis.  This term does not include those individuals hired  under
temporary or intermittent appointments, except when related to the AEP for Persons
with Disabilities, which includes temporary employees.

EPA Components/Organizations
EPA components or organizations consist of Headquarter's (HQ) Program Offices
(AAships), Regional Offices, and maj or laboratories. Maj or laboratories are provided
guidance and direction in the development of AEP Plans by Area Directors of Civil
Rights - one each located at Cincinnati and Research Triangle Park and EEO Officers
in the Regional Offices.
                           -93-

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Equal Employment Opportunity (EEO)
The right of all persons to have equal opportunity to work and advance on the basis
of merit, ability, and potential, free from social, personal, or institutional barriers, bias,
prejudice, and discrimination.

Equal Employment Opportunity Commission (EEOC)
The Federal agency responsible for enforcing laws which prohibit discrimination
based on race, color, religion, sex, national origin, age (40 and over), disability, sexual
orientation, parental status, and reprisal.  The EEOC is responsible for processing
discrimination complaints, conducting EEOC Hearings, and making findings and
corrective actions regarding complaints.  The EEOC, Office of Federal Operations
(OFO) makes final decisions on discrimination complaints that have been appealed.
It also reviews, upon request, decisions on negotiated grievances and Merit Systems
Protection Board (MSPB) appeals if they include issues of discrimination.

Equal Pay Act Complaint
The Equal Pay Act of 1963,  29 U.S.C.  Section 206(d), amended the Fair Labor
Standards Act, 29 U.S.C. Section 201, etseq.. to prohibit discrimination based on sex
in the payment of wages for similar work. Administration and enforcement of the Act
is the responsibility of the EEOC.  Federal  Sector Equal Pay Act administrative
complaints are processed under Title VII. However, complainants in Equal Pay Act
cases are notified of the statute of limitations of two years, or three years for willful
violation,  and  the right to file directly in  Federal District Court,  without first
providing notice to the Commission or exhausting administrative remedies.

Final Agency Decision
A decision, with or without a hearing, of an Agency on a complaint of employment
discrimination.

Fiscal Year
The reporting  period from October 1 of one calendar year to  September 30 of the
following calendar year.

Formal Complaint
A written complaint, filed under 29 CFR Part 1614, alleging  that a specific act of
discrimination or reprisal has taken place that  is personal  and harmful  to the
individual. Proposed actions are not covered until they become final, unless they are
a part of a claim of continuous harassment.

Hispanic
A denomination of national origin referring to persons of Puerto Rican, Mexican,
Cuban, Central of South American, or other Spanish culture or origin regardless of
race.  Does not include persons of Portuguese culture or origin.

Pre-complaint (Informal)  Complaint
A matter of alleged discrimination at the pre-complaint stage, which an aggrieved
person brings to the attention of an EEO counselor before a formal discrimination
complaint is filed.
                           -94-

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Pre-complaint (Informal) Resolution
Resolution or settlement of a pre-complaint of alleged discrimination arrived at prior
to the filing of a complaint (formal) of discrimination with the Office of Civil Rights.

Investigation
An official investigation, review, or inquiry, by individuals authorized to conduct such
investigations, inquiries  or  reviews, into claims raised in an equal employment
opportunity complaint. The investigative process is a fact finding, non-adversarial.
Therefore, the investigator is obligated to collect evidence regardless of the parties'
positions with respect to the evidence.

Major Laboratories
Any organization serviced by the Area Offices in Las Vegas, Cincinnati, and Research
Triangle Park.

Major Occupations
These are mission-related occupations or those positions with 100 or more employees.

Merit Systems Protection Board (MSPB)
The Federal agency responsible for deciding appealable personnel actions and mixed
case complaints and appeals, or complaints that contain both appealable actions and
allegations of discrimination.

Minorities
All persons classified as Black (not of Hispanic origin), Hispanic, Asian, Pacific
Islander, American Indian, or Alaskan Native.

Mixed Case Complaint
A complaint involving an action appealable to the MSPB, which also alleges that the
action was taken because of discrimination. Actions appealable to the MSPB include,
but are  not limited to, removals, demotions, suspensions  for more  than 14 days,
reductions-in-force, and furloughs for less than 30 days.

National Origin
A prohibited basis for discrimination that is an individual's place of origin or her/his
ancestor's place of origin,  or the possession of physical, cultural, or linguistic
characteristics of a national origin group.

Negotiated Grievance Procedure
A grievance procedure contained in a collective bargaining agreement negotiated
between an agency and a recognized labor organization.

Occupational Categories
These are maj or occupational categories for white-collar and wage-grade pay systems.
They  are classified into the following  six  groups,  referred to  as PATCOB:
Professional, Administrative, Technical, Clerical, Other, and Blue-Collar.
                           -95-

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Onsite Program Review
An in-depth program review of an EPA organization or activity wherein specific areas
of the EEO program are evaluated and corrective actions recommended for program
improvement.

Program Office?,
Any operating component of Headquarters (Assistant and Associate Administrators,
the General Counsel, the Inspector General, the Chief Financial Officer, and Directors
of Headquarters Staff Offices that report to the Administrator).

Race/National Origin (RNO) Designation
A prohibited basis for discrimination and for EEO program planning and monitoring
purposes, the EEOC defined the categories by which all persons may be identified and
includes: Black (not of Hispanic origin); Hispanic; Asian  or  Pacific Islander;
American Indian or Alaska Native; White (not of Hispanic origin).

Reasonable Accommodation
A change or adjustment to a job or work site that makes it possible for an otherwise
qualified employee with disabilities to perform the essential functions of a position.
This may include, but not be limited to:

(1) making facilities readily accessible to and usable by persons with disabilities

(2)  job restructuring, part-time or modified  work  schedules, acquisition  or
modification of equipment or devices,  appropriate adjustment or modification of
examinations, the provision of readers and interpreters, and other similar actions.

Religion
Religious beliefs and moral or ethical beliefs as to what is right and wrong that are
sincerely held with the  strength of religious views.

Representative
A person selected and designated by an aggrieved person, a complainant, or witness
as his/her representative,  in writing. The representative may accompany, represent,
and advise the complainant, agent, or witness at any stage of the complaint process.

Reprisal
Unlawful   restraint,  coercion  or  discrimination  against   complainants,  their
representatives, witnesses, individuals involved in the EEO process, such as Directors
of EEO, EEO staff, investigators, EEO counselors,  witnesses,  and other  agency
officials who have been or are involved at any stage of the presentation and processing
of the complaint, including the pre-complaint process, or because of opposition to any
action believed to constitute an unlawful EEO practice.

Sexual Harassment
A prohibited  form of  sex or gender discrimination.  Sexual  harassment violates
acceptable  standards of conduct required of all employees, applicants, and persons
conducting business with the EPA  and interferes  with  the  Agency's ability to
accomplish its mission effectively and efficiently. Any instances of such conduct will
                           -96-

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be dealt with swiftly.  Sexual harassment may fall into the categories of "quid pro
quo" and/or "hostile work environment" and is defined as:

(1) influencing, offering to influence, or threatening the career, pay, orjob of another
person- woman or man - in exchange for sexual favors; or

(2) deliberate or repeated offensive comments, gestures, or physical contact of a
sexual nature in a work or duty-related environment.

(3) has the purpose or effect of unreasonably  interfering with an individual's work
performance or creating an intimidating, hostile, or offensive work environment

Special Emphasis Programs (SEP)
Programs that are  established  as  integral parts  of  the  overall  equal opportunity
program  to enhance the employment, training, and advancement of a particular
minority  group, women, or people with disabilities.

Special Emphasis Observance or Event
Agency-sponsored ethnic or cultural program or activity conducted to add additional
substance and enhance the visibility of the Federal Women's Program, Hispanic
Employment Program, Black Employment Program, American Indian Employment
Program, and Asian/Pacific Islander Employment Program.  Annual observances
further employee equal employment opportunity training by providing participants an
opportunity to familiarize themselves with the contributions, cultural history, and
ethnic traditions of the EPA's diverse work force.

Under representation
This situation occurs when an AEP group constitutes  a smaller percentage of a given
occupation, occupational  category, or grade  level,  in proportion to the group's
percentage representation within the applicable CLF (based on the  1990 census).
Severe under representation manifests itself when an AEP group is absent from an
employment category.

White
A person having origins in any of the original peoples of Europe, North Africa, or the
Middle East, and does not include Hispanics.  Also includes persons not included in
other  categories.
                           -97-

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V.        APPENDIX




          A. Statistical Charts




          B. Glossary

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A.  Statistical Charts

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ATTACHMENT A
    PLAN FOR THE EMPLOYMENT AND
  ADVANCEMENT OF DISABLED VETERANS
              FY 2003/2004

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                              TABLE OF CONTENTS


Introduction	 1

Agency Policy	 1

Responsibilities  	2

Status of Disabled Veterans Employment	3

Recruitment Strategy  	4

Appointing Authorities	4

Reasonable Accommodation  	4

Career Development Opportunities  	4
EPA Plan To Increase Employment Opportunities for Individuals with Disabilities
« intranet.epa.gov/epahriis/policy/pdfs/eodisab.pdf »

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Introduction

       The Federal Government has a statutory obligation to apply affirmative action principles with
respect to the hiring, placement and advancement of individuals with disabilities.  The Federal
Government is committed to taking the lead in charting a public policy that provides clear direction
to both the public and private sectors. Pursuant to section 501 (b) of the Rehabilitation Act of 1973
(29 U.S.C. 791 (b)) ("Section 501 (b) Plan") and 5 CFR  §720.304,  agencies must have an up-to-
date affirmative action plan for the employment and advancement of qualified disabled veterans.
       To this end, Personnel Management Memorandum 720-1 dated March 28,1983 establishes
Agency-level guidelines and requirements forthe US Environmental Protection Agency's affirmative
action program concerning the employment and advancement of disabled veterans. This program
is designed to promote Federal employment and career development opportunities for qualified
disabled veterans, especially veterans who are 30% or more disabled.

Agency Policy

       It is EPA's policy to promote and employ fair and equitable employment practices for
qualified  disabled veterans.  EPA is committed to the implementation of an affirmative action
program to eliminate under representation of qualified disabled veterans, especially those who are
30% or more disabled. An effective affirmative action program for disabled veterans must be a
continuing program that is centered around:

       Total involvement of management and employees in the implementation of the program.
       This is achieved through widespread publicity to create an awareness of the program and
       local  committees established  to carry  out  activities  using internal resources  in the
       assessment, problem identification and goal setting process;

       Integration of the Affirmative Action Plan(s) for Disabled Veterans into the Agency's human
       resources  programs.  This  includes providing  sufficient training and  advancement
       opportunities for disabled veterans along with an effective career counseling program;

       Commitment of sufficient resources to implement the program and action plan(s) effectively.
       This would include budgeting adequate staff time and  resources in support of the plan,
       including designation of selective placement coordinators  in the Headquarters and field
       installations;

       Interaction with local and national veterans organizations to develop veterans applicant and
       information resource pools;

       Development of action plans that meet local objectives and goals and contribute to overall
       Agency objectives.    Local plans should be designed around local  human resources
       requirements and workforce needs and should contribute to the overall Agency objectives;

       Assessment of local plans against problems identified and stated  objectives and goals. This
       includes review of  local  policy, action items accomplished and  action  items not
       accomplished to determine the overall effectiveness in employing and promoting disabled
       veterans; and

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       Development of periodic reports which demonstrate quantitatively and qualitatively progress
       toward achieving those goals and correcting those problems identified in the action plans.
       These reports will  be submitted annually by October 1 and April 30 of each year. The
       reporting requirements and information submitted will provide:

       1.     Numbers and RNO of hires and description of accomplishments and career
             development activities to be used for the completion of the required annual Agency
             report to the Office of Personnel Management (OPM);

       2.     Information to support the development of updated objectives and action items in
             future editions of the Agency Plan;

       3.     Scheduled bi-annual opportunities to inform Headquarters and field installations of
             their responsibilities for employing and advancing disabled veterans; and

       4.     Bi-annual  opportunities to monitor,  review, and  evaluate the effectiveness of
             planned efforts, including implementation at the Headquarters and field installation
             levels during the period covered by the plan.

Responsibilities

       Judith King, Director Strategic Planning and Policy Services Division (SPPSD), Office of
Human Resources and Organizational Services (OHROS), serves as the key Agency official for the
Disabled Veterans Affirmative Action Program and is responsible for:

       Developing a national plan;

       Providing adequate guidance and instructions to subordinate operating components and
       to field installations;

       Devoting adequate resources to the program;

       Informing officials  in the field activities and operating components what their program
       responsibilities are;

       Reviewing and approving annual  accomplishment reports; and

       Providing for the preparation and submission of the Agency annual accomplishment report
       to OPM.

       Human Resources Officers in the Regions and the Human Resources Staff Directors  (or
Program Management Officers where appropriate) in Headquarters will:

       Develop local recruiting programs and plans based on guidelines and expectations set by
       the Agency program;

       Interpret legislation, regulations, and policy pertinent to affirmative action, and selective
       placement to explain and support the use of competitive procedures and special appointing
       authorities to employ qualified disabled veterans;

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      Appoint or designate, on a full-time or collateral basis, a Selective Placement Coordinator
      who will:

      1.     advocate hiring, placement, and advancement of qualified disabled veterans; and

      2.     respond to requests for information on the Disabled Veterans Affirmative Action
             Program (DVAAP) Plan and related activities from SPPSD and to requests from
             external customers.

      Use both internal and external recruiting sources to increase hiring of disabled veterans;

      Ensure that vacancy announcements contain the required statements concerning veterans
      preference, the Veterans Employment Opportunities Act, and reasonable accommodations
      as appropriate;

      Evaluate local progress in meeting goals and submit appropriate reports to SPPSD; and

      Create an awareness among all managers and supervisors  of their affirmative action
      responsibilities under the provisions of this program, and special appointing authorities
      available for use under this program.

Status of Disabled Veterans Employment

      As of the end of FY 2002, the total number of disabled veterans in EPA, including those who
are 30% or more disabled,  represented about  1.4% of the Agency's permanent employee
population.  In response to the Executive Order, Increasing the Opportunities for Individuals with
Disabilities to be Employed by the Federal Government, EPA is trying to increase the number of
individuals with disabilities in its workforce. The EPA Plan To Increase Employment Opportunities
for Individuals with Disabilities outlines the efforts EPA is undertaking in this endeavor. The number
of disabled veterans the Agency employs should increase as a result of these efforts.

Recruitment Strategy

Recruitment methods to seek out disabled veterans include:

      Cooperation with: selective placement program staffs concerned with affirmative action for
      the disabled; the Veteran's Employment Service of the Department of Labor; state and local
      employment agencies; private veterans assistance centers;  the Department of Veterans
      Affairs hospitals; organizations fostering the employment of the disabled; outreach units
      from defense organizations; and other Federal agencies;

      Work with the  Department of Veterans Affairs' Vocational Rehabilitation and Employment
      Program to create career opportunities and explore on-the-job training programs for
      disabled veterans;

      Out reach programs;

      Skills banks and applicant pools;

      Career seminars;

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       Use of reemployment priority lists; and

       Use of EPA databases and mailing lists that include [disabled] veterans organizations.

       The Agency also encourages supervisors to consider veterans' employment issues when
recruiting for positions as well as to restructure positions and recruit at lower grade levels when
feasible.  Additionally, refer to  pages 2 through 7 of the EPA Plan  To Increase Employment
Opportunities for Individuals with Disabilities.

Appointing Authorities

       EPA will use the Veteran's Readjustment Appointment authority as well as authorities listed
on pages 4 and 5 of the EPA Plan To Increase Employment Opportunities for Individuals with
Disabilities.

Reasonable Accommodation

       Refer to pages 10 and 11 of the EPA Plan To Increase Employment Opportunities for
Individuals with Disabilities.

Career Development Opportunities

       Refer to pages 8 through 10 of the EPA Plan To Increase Employment Opportunities for
Individuals with Disabilities.

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      ATTACHMENT  B
FEDERAL EQUAL OPPORTUNITY RECRUITMENT PROGRAM
              FY 2003/2004 PLAN

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                              TABLE OF CONTENTS



Regulatory Requirements 	  1

Introduction	  1

Human Capital Planning and Promoting Workforce Diversity	  1
      Asian American & Pacific Islander Outreach Strategy  	  1
      Diversity Action Plans 	  1
      National Hispanic Outreach Strategy	2
      Native American Employment Strategy	2
      Partnerships with Minority Institutions  	2
      Plan to Increase Employment Opportunities for Individuals with Disabilities ....  2
      Veterans Recruitment Strategy	2

Workforce Planning	3

Recruitment Strategies 	3

Outreach, Internships/Fellowships, Special Hiring Authorities and Incentives	4
      Outreach to Potential Applicants 	4
      Internships and Fellowships       	4
      Special Appointing Authorities and Programs  	5
      Incentives     	6

Streamlining the Hiring Process	6

Work Life Programs	6

Cultivating Leadership and Developing Employees	7
      SES Mobility Program  	7
      Senior Executive Service Candidate Development Program	7
      Management Development Program  	7
      EPA Intern Program 	8
      Mid-Level Development Program 	8
      New Skills/New Options Program	8

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Regulatory Requirements

       This FY 2003/2004 Plan of the  US Environmental Protection Agency's Federal Equal
Opportunity Recruitment Program (FEORP) is  prepared pursuant to 5 CFR §720.205.  It is
incorporated in EPA's FY 2002 Affirmative Employment Program (AEP) Plan Accomplishment
Report for Minorities and Women and FY 2003 Plan Update, which present EPA's progress in
improving employment and advancement opportunities for women and minorities and document
the status of significant program objectives and action items directed towards achieving workforce
representations as previously outlined in EPA's  Multi-Year (FY 1988-FY 1992) AEP.  They are
prepared pursuant to Section  717, Title VII of the Civil Rights Act of 1964, as  amended, and
Executive Order 11478, as amended by Executive Order 12106.  EPA also prepares and submits
to OPM an annual FEORP Accomplishments Report that describes recruiting strategies and training
used in support of FEORP goals as well as The Hispanic Employment Initiative: Nine-Point Plan.
Introduction

       As EPA strives to create a work force that is reflective of all of the citizens it serves, a major
focus of both national and local recruitment efforts is to increase the representation of minorities,
women, and people with disabilities in the applicant pool from which the Agency selects qualified
individuals. These efforts are informed by annual assessments by EPA Headquarters and Regional
offices of under representation in occupational categories and grade groups (as identified in the
AEP Plan Update).  The FEORP Plan describes the actions EPA programs are taking to try to
address this under representation.

Human Capital Planning and Promoting Workforce Diversity

       Investing In Our People: EPA's Strategy for Human Capital presents EPA's visions, values,
goals, and strategies to support and enhance its workforce and its work environments.  Its first goal
is to "attract and retain a diverse and highly skilled workforce."  To that end, EPA has undertaken
a number of diversity efforts over the past several years that build on or are incorporated within its
human capital foundation.  Responsibility for human capital investment and  effective human
resources management is shared by all Offices and Regions, managers and supervisors, and staff
across the Agency. These efforts as well  as new or planned efforts are summarized in the table
below.
    Asian American & Pacific Islander (AAPI) Outreach Strategy that reflects a good balance of
    internal and external activities and strategies under goals such as ensuring adequate
    representation of AAPIs in the workforce. « www.epa.gov/aapi/ »
    Cooperative Agreements with organizations like the National Association for Equal Opportunity
    in Higher Education (NAFEO) that enrich the academic experiences of students and faculty from
    Historically Black Colleges and Universities (HBCUs) through training and research opportunities.

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    Diversity Managers/Advocates, Special Emphasis Program Managers, human resources
    specialists, and selecting officials, who work together to target organizations, professional
    societies, and organizations providing job opportunity networks for people of minority heritage,
    people with disabilities, and veterans to fill critical jobs.
    EPA Intern Program which was one of the initiatives set forth in EPA's 1997 Diversity Action
    Plan as well as its Workforce Development Strategy. The Agency recruits actively in the Hispanic
    and predominantly African American college and university networks.  In fact, it has  hired 152
    Interns since the Program's inception in 1998 of which about half were minorities or  people with
    disabilities; many were outstanding scholars in college.«intranet.epa.qov/institute/wds/intern.htm »
    A Manager's Toolkit for Hispanic Recruitment which represents a practical and
    comprehensive resource for Agency supervisors and other decision-makers as they strive to
    overcome the deficit of skilled Hispanic workers in the EPA workforce.
    « www.epa.gov/hispanicoutreach/proiects/index.html»
    National Hispanic Outreach Strategy which sets out a comprehensive approach to promoting
    greater access to economic and employment opportunities with the Agency and increasing EPA
    support for Hispanic-Serving Institutions (HSI's) of higher education.
    « www.epa.gov/hispanicoutreach/index.html»
    Native American Employment Strategy that will identify activities and share best practices
    aimed at promoting recruitment and career advancement for Native Americans.
    Partnerships with Minority Institutions as well as with institutions populated with high numbers
    of diverse students in order to establish relationships with professors, department chairs, and
    faculty advisors to promote environmental studies majors and advise on curriculum development;
    provide fellowships for students pursing degrees in environmental and engineering disciplines;
    host students for summer internships; and/or sponsor faculty on Intergovernmental Personnel Act
    (IPA) assignments.
    Plan to Increase Employment Opportunities for Individuals with Disabilities that describes
    how EPA's recruitment, career development and other employee assistance programs and
    strategies support its commitment to provide hiring, placement, and advancement opportunities
    for individuals with disabilities. « intranet.epa.gov/epahriis/policy/pdfs/eodisab.pdf »
    Recruiter's Handbook which contains information that a recruiter needs to successfully market
    EPA programs to attract high quality, diverse applicants to EPA.
    Veterans Recruitment Strategy which will seek to maximize employment opportunities for
    veterans in EPA and complement EPA's Disabled Veterans Affirmative Action Program Plan.
       As an outgrowth of the Diversity Action Plans, a number of offices have established Diversity
Steering Groups, Recruitment Councils, or Position Review Panels which perform a variety of tasks
to promote diversity awareness and  initiatives or process  changes to  increase diversity in the
organization.  Actions focusing on recruitment include:

       /     attending job fairs which creates the opportunity to develop a pool of applicants by
              collecting applications and disseminating them to managers when vacancies arise,
       /     reviewing potential vacancies and jobs prior to posting to enhance opportunities,
       /     developing and implementing a targeted approach for recruitment,
       /     contacting diverse organizations about job opportunities,
       /     monitoring the receipt of applications,

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       /     talking with selecting officials to emphasize the importance of diversity, and
       /     reviewing selections before making a final recommendation to senior management
             about the quality of the recruitment process.

Actions focusing on career development and/or advancement include:

       /     competing detail,  reassignment and/or rotational opportunities, and
       /     establishing internal  upward mobility programs  to provide support staff with the
             opportunity to move into two-grade interval positions.

Workforce Planning

       Workforce planning is a fundamental strategy underlying several approaches to improving
EPA's human capital. The Agency is developing a workforce planning and allocation model to help
identify the competencies required to meet EPA's organizational goals. Phase 2 implementation of
the workforce planning model and supporting software began in early October 2002. Three Regions
and eight  Headquarters organizations are participating in the beta test.  When fully operational,
managers at the Agency (national) level as well as individual unit level managers will be able to use
this workforce planning system to tailor strategies to  meet specific competency needs. Workforce
plans will  guide decisions  on workforce composition, and  support strategic staff recruitment,
retention, and employee development efforts at the local and national level.

Recruitment Strategies

       EPA's national recruitment program - - a key component in ERA'S Strategy for Human Capital
- - serves  as the focal point for coordinating and planning recruitment activities Agency-wide.  Its
objectives are to: support offices in implementing Diversity Action Plans; implement recruitment
aspects of outreach strategies; locate  the best qualified applicants while adhering to merit system
principles  and EEO requirements; establish a framework for HR offices to implement recruitment
initiatives;  and help reestablish relations with  HBCUs, HSIs and other minority organizations  and
groups. Integral to the program are the development and dissemination of tools, development and
implementation  of outreach strategies, and monitoring and evaluation  of results.  These include
development of training materials for recruiters and on-line tools to assist managers in their recruiting
efforts; enhancement of the Web site to attract and inform applicants about job opportunities;
participation at national recruiting events « intranet.epa.gov/epahriis/policy/recruiters.htm »;  and
the production and maintenance of state-of-the-art recruitment booths and materials
« intranet.epa.gov/epahriis/policy/pdfs/brochure.pdf» to use at these events.

       EPA is devising a strategy to develop  a competitive advantage in recruiting, orienting  and
retaining high-performing employees with critical skills. Products and tools that are being  produced
include a pilot outreach and recruiting program targeted toward candidates with desirable  or special
skills and  competencies and carried out through  a multi-media approach, including  targeted
electronic  recruitment linked with one of the  leaders in private-sector  electronic recruitment. A
professionally produced electronic multi-media tool - - that effectively markets EPA's mission - - will
be useful Agency-wide not only as a leading-edge recruiting product for potential new employees
but to supplement orientation programs for existing employees as well. This will complement EPA's
targeted recruitment efforts to enhance workforce diversity.

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Outreach. Internships/Fellowships. Special Hiring Authorities and Incentives

       EPA's comprehensive recruitment program incorporates both national and local diversity
efforts with the use of outreach, special hiring authorities, incentives, internships, fellowships, or
other programs to identify and hire entry-level people to senior specialists as described below.
 Outreach to Potential Applicants
 /use of paid advertisements in national journals.
 /sending vacancy announcements to organizations that reach out to or include people
 with the special skills and interests associated with EPA work. EPA's Web-based recruitment
 system - - eZhire @ EPA - - has a Job Notifier feature that allows the HR Office to load, save,
 categorize and store multiple recruitment sources in the system. As each vacancy is
 prepared for announcement, the HR Specialist can select specific appropriate professional
 associations, educational institutions, or community organizations to receive the vacancy
 announcement.  The system then automatically sends an email message to the designated
 organizations informing them of the vacancy.
 /forming partnerships with national or local organizations (e.g.,Office of Disability
 Employment Policy/DOL, National  Hispanic Environmental Council, Greater Boston Federal
 Executive Board, etc.).
 /participation in national and local recruiting events (sponsored by, e.g., American
 Indian Science & Engineering Society, CAREERS and the disABLEDflhe National Business
 & Disability Council, National Association of Asian American Professionals, National
 Organization of Black  Chemists & Chemical Engineers, Society of Hispanic Professional
 Engineers, Society of  Women Engineers, The Retired Officers Association etc.).	
 Internships and Fellowships
 /Environmental Career Organization (ECO) Internships, promote the development of
 diverse leaders in environmental careers.
 /EPA National Network for Environmental Management Studies, a comprehensive
 fellowship program that provides students with practical research opportunities and
 experiences at EPA. « www.epa.gov/enviroed/NNEMS/ »
 /Hispanic Association of Colleges and Universities (HACU) National Internship
 Program (HNIP), recruits college students for paid summer- and semester-long internships
 providing direct environmental experience at EPA.
 /National Research Council Research Associate-ship Programs, make awards to
 doctorate level scientists and engineers who can bring their special knowledge and research
 talents to work in research areas of interest to them at Federal agencies.
 /Science and Technology Policy Fellowships, sponsored by the American Association for
 the Advancement of Science (AAAS), offers qualified science or engineering candidates
 one-year of unique public-policy learning experience and the opportunity to bring technical
 backgrounds and external  perspectives to decision-making in the US Government.

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Special Appointing Authorities and Programs
/Schedule A, 5 CFR 213.3102(1) for Hiring People with Mental Retardation; Schedule A, 5
CFR 213.3102(u) for Hiring People With Severe Physical Disabilities; Schedule B, 5 CFR
213.3202(k) for Hiring People Who Have Recovered from Mental Illness; Schedule A, 5 CFR
213.3102(11) for Hiring Readers, Interpreters, and Other Personal Assistants; 5 CFR
316.302(b)(4) or 5 CFR 316.402(b)(4) for Hiring 30 Percent or More Disabled Veterans; 5
CFR 315.604 for Hiring Disabled Veterans Enrolled in VA Training Programs; and 5 CFR
316.201 (b)  for Hiring Worker Trainees for programs such as the Welfare to Work program.
/Bi-lingual/Bi-cultural, a special authority to hire persons,  who have proficiency in Spanish
and/or knowledge  of Hispanic culture, in positions in which interaction with the public or job
performance would be enhanced by having bi-lingual and/or bi-cultural skills. (This authority
is authorized under the terms of the Luevano Consent  Decree.)
/EPA Intern Program, a comprehensive entry level, permanent employment  and career
development program designed to recruit and nurture the next generation of EPA leaders.
Interns enter a two year process to help them develop  their potential. Their positions are
centrally-funded for two years, after which time their home base offices assume the funding.
/EPA Post-Doctoral Program, excepted service appointments for two to three years for
Ph.D. candidates to conduct scientific research at EPA's research facilities.
/EPA Summer Honors Law Clerk Program, summer clerkships to approximately ten
second year law school students to introduce them to the work of EPA. The focus of this
summer program is to include schools with national reputations for environmental law,
schools with significant minority populations, and the Historically Black Colleges and
Universities that have law schools.
/Federal Career  Intern Program, excepted service appointments (Schedule  B) not to
exceed two years.  Individuals are hired at grades GS-5, GS-7 or GS-9, and upon successful
completion  of the program, including a two-year formal training component, are eligible for
noncompetitive conversion to career or career-conditional appointments.
/Outstanding Scholar, a special hiring authority established for entry-level administrative
positions at the GS-5 and GS-7 level for college graduates with a GPA of 3.45  or better or
who have graduated in the upper 10 percent of their class.  (This authority, authorized  under
the terms of the Luevano Consent Decree, can only be used for specific series and job titles).
/Peace Corps Personnel, special authority to appoint Peace Corps staff (not volunteers)
with 36 continuous months of service within 3 years of separation from Peace Corps.
/Peace Corps (Former) and VISTA Volunteers (Former), a special authority to appoint
returned volunteers usually within one year after they complete the qualifying service.
/Presidential Management Intern Program, established to attract to Federal service
outstanding graduate students from a variety of academic disciplines who have an  interest in,
and commitment to, a career in the analysis and management of public policies and
programs. Graduate students participate in a competitive nomination process devised by their
college or university.
/Student Career Experience Program (SCEP), a work-study program that provides
opportunity  for students in academic institutions to blend periods of study with  periods  of
career-related employment.  Besides being able to non-competitively convert students to
permanent  positions once they graduate, EPA can foster a working relationship with the
academic institutions that will enhance the success of EPA's college recruitment.
/Veterans' Readjustment Appointment (VRA), an excepted service appointment for
positions up to GS-11. After two years, employee may  be converted to competitive service.

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 Incentives
 /Recruitment Bonus, one-time payment of up to 25% of base pay for a newly appointed
 employee when it is determined that, in the absence of such a bonus, difficulty would be
 encountered in filling the position.
 /Relocation Expense, may be authorized for the expenses of a new hire's travel and
 transportation of household goods to their first duty station.
 /Student Loan Program, authorizes repayment of Federally insured student loans as a
 recruitment or retention incentive to attract or retain highly qualified General Schedule (GS)
 employees in professional, technical, or administrative positions.
 /Superior Qualifications Appointment, provides pay at a higher step within the grade rate
 range to candidates with unusually high or unique qualifications EPA needs.	
Streamlining the Hiring Process

       In addition to utilizing the recruitment methods listed above, EPA has implemented a Web-
based recruitment system called eZhire @ EPA « www.epa.gov/ezhire/».  This system permits
EPA employees and outside job seekers to apply for EPA's jobs online. For applicants who do not
have a computer, EPA HR offices have computers available for their use in applying for jobs. Such
applicants also are directed to those career resource centers, unemployment offices, public libraries,
college placement centers and job search agencies that have computers and Internet access for
their patrons to use at no charge.  For those who do not have email, there are several Internet
Service Providers that offer free email accounts, such as Hotmail, Lycos and Yahoo. Applicants can
access one of these providers to register for a free email account.  Additionally, EPA's HR offices
have a generic email box to accommodate those applicants who cannot set up an email account.
For assistance in applying for a vacancy, applicants may contact the EPA HR Specialist listed on
the vacancy announcement.

       eZhire @ EPA electronically qualifies, rates and ranks job applicants and produces a list of
quality candidates for selecting officials in record time. Since it is being used Agency-wide, it brings
consistency to the recruitment process as well as significantly improves EPA's competitiveness in
the job market.   eZhire @ EPA also is in step with Recruitment One Stop.  This E-gov initiative
seeks to provide seamless, one-stop recruiting for Federal jobs that includes vacancy information
and basic job application submission; application status tracking capability; baseline employment
eligibility screening; applicant database mining; and seamless movement of job seekers to agency
automated assessment tools.

Work Life Programs

       Family-friendly, work life quality options also help make  EPA more  competitive.  Those
currently  available,  or under consideration,  include:  alternative and flexible  work schedules;
part-time  employment and  job sharing; telecommuting and flexi-place; transportation subsidies;
business  casual dress policy; child and elder care services; on-site child development centers and
lactation  stations; on-site  health and fitness  centers;   leave bank/transfer programs;  career
assessment counseling; and employee counseling and  assistance programs.  EPA leads the
Government, and in  some cases, the private sector,  in many of these areas.

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Cultivating Leadership and Developing Employees

       EPA's mission and the work to support it are its strongest selling points. However, appealing
to employees' commitment to the environment alone is insufficient to retain them. Fundamental to
EPA's Strategy for Human Capital is providing EPA employees with challenging work as well as with
the organizational support, the work life quality and the tools to do that work successfully and to
make their experience rewarding.

       Organizational support includes achieving a diverse workforce where each employee can
develop to his/her full potential and is supported by managers who are held accountable for fairness
and diversity. EPA continues to build on and expand the types of diversity efforts enumerated
above.  EPA provides family-friendly, work life quality options, also  listed above, to help  its
employees meet the challenge of balancing family and work.  Tools include providing employees
with the latest technology along with the knowledge and skills to use that technology to its utmost
advantage.  It also includes employee development.

       To optimize the talents and development of its senior executives, EPA has instituted an SES
Mobility Program.  The purpose of this program is to ensure that the Agency's senior leaders have
a wide-ranging set of skills, and the expertise to react to continuous change while still achieving solid
results.   This Program meets the business need to  deal with cross-Agency and  integrated
environmental issues as well as the  need for career growth. It also gives the Agency more flexibility
to deal with changing  needs and to  mitigate the loss of institutional knowledge and expertise as its
senior executives retire. Overall, this effort allows EPA to use to best advantage the tremendous
assets present in its SES corps as  well as to invigorate Agency programs with fresh insights and
perspectives.

       The Workforce Development Strategy offers a series of targeted developmental programs
for managers, mid-level employees, and administrative support staff. As a supplement to these
programs, EPA  program offices and  Regions  administer  local developmental programs and
initiatives. The  Strategy for Human Capital recognizes that workforce development should be
considered an assumed cost of doing business and should be linked to mission needs. It identifies
as action items implementation of the Workforce Development Strategy and ensuring that leadership
development is  a key element of it for all employees at all levels of  the organization.  Five key
programs are described below.

       The reestablishment of a Senior Executive Service Candidate Development  Program
       (SES CDP) at  EPA is based  on the recognition that advancing leadership and management
       capabilities of the Agency's leaders is of fundamental  importance to accomplishing  its
       mission.   Wth an increasing  number of EPA's current senior executives eligible for
       retirement, this program  also is  designed to mitigate the  loss of leadership continuity,
       institutional knowledge, and  expertise. The main goal of EPA's SES CDP is to prepare and
       promote  senior staff and managers to executive leadership positions. Upon completion of
       the program, graduates will be certified by OPM's Qualifications Review Board as eligible for
       non-competitive appointments to SES positions.

       An equally important program to  help EPA address its emerging leadership needs is the
       Management  Development Program.  The goal of this program is to create leadership
       excellence - - EPA  supervisors,  managers and  executives who "live" EPA's leadership
       philosophy and management expectations. The program redirects emphasis of management

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training away from guidance and toward self-assessment, competency development, and
demonstration/effective role modeling.

The EPA Intern Program is a  comprehensive entry level, permanent employment and
career development program designed to recruit and nurture the next generation of EPA
leaders.  Upon selection to this highly competitive program,  Interns  enter a two year,
intensive process to help them "jump-start" their careers and develop their potential for future
advancement within the Agency.

The  Mid-Level  Development  Program  focuses on  employees from  GS-7 through
non-supervisory GS-14 who represent the essential core of the Agency and encumber over
75% of EPA positions. This program trains and develops EPA mid-level employees around
the competencies required to achieve EPA's shared vision and mission as they progress in
their careers and within the next five to ten years, advance into leadership, decision-making,
supervisory, and management positions throughout the Agency.

The New Skills/New Options Program is a career development initiative designed to
improve job performance, professionalism,  and satisfaction of EPA's administrative and
clerical support staff.  It  facilitates development of a strategy for career enhancement,
personal visioning, and development.

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