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U.S.EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

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ANNUAL EEO PROGRAM STATUS REPORT
for Fiscal Year 2012

EEO MANAGEMENT DIRECTIVE 715
October 1, 2011 to September 30, 2012

EEOC_logo

ANNUAL EEO PROGRAM STATUS REPORT

EEOC FORM 715-01 Part A-D

EXECUTIVE SUMMARY (EEOC FORM 715-01 PART E)

CERTIFICATION OF ESTABLISHMENT OF CONTINUING EQUAL EMPLOYMENT OPPORTUNITY PROGRAMSW (EEOC FORM 715-01 PART F)

AGENCY SELF-ASSESSMENT CHECKLIST (EEOC FORM 715-01 PART G)

WORKFORCE ANALYSES SECTION (EEOC FORM 715-01 PART I)

SPECIAL PLAN FOR THE RECRUITMENT, HIRING AND ADVANCEMENT OF INDIVIDUALS WITH TARGETED DISABILITIES (EEOC FORM 715-01 PART J)

WORKFORCE DATA TABLES

A Tables - Workforce Data Tables by Race/Ethnicity and Gender

B Tables - Workforce Data Tables by Disability

APPENDIX

EEOC FORM
715-01
PART A -D		 U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
For period covering October 1, 2011, to September 30, 2012
PART A
Department or Agency Identifying Information		 1. Agency 1. Equal Employment Opportunity Commission
1.a. 2nd level reporting component
1.b. 3rd level reporting component
1.c. 4th level reporting component
2. Address 2. 131 M Street NE
3. City, State, Zip Code 3. Washington, DC 20507
4. CPDF Code 5. FIPS code(s) 4. EE00 5.
PART B
Total Employment		 1. Enter total number of permanent full-time and part-time employees 1. 2266
2. Enter total number of temporary employees 2. 25
3. Enter total number employees paid from non-appropriated funds 3. 0
4. TOTAL EMPLOYMENT [add lines B 1 through 3] 4. 2291
PART C
Agency Official(s) Responsible For Oversight of EEO Program(s)		 1. Head of Agency Official Title 1. Jacqueline A. Berrien, Chair
2. Agency Head Designee 2. Claudia A. Withers, Chief Operating Officer
3. Principal EEO Director/Official Official Title/series/grade 3. Matthew B. Murphy, Director, Office of Equal Opportunity
4. Title VII Affirmative EEO Program Official 4. Lorna L. Yates, Affirmative Employment Program Manager
5. Section 501 Affirmative Action Program Official 5. Donna Walton, Disability Program Manager
6. Complaint Processing Program Manager 6. Camella Woodham, Deputy Director, Office of Equal Opportunity
7. Other Responsible EEO Staff Tanya Brown, Program Analyst
Victor Voloshin, Chief Mediation Officer
Sandra Adams, Equal Employment Specialist
EEOC FORM
715-01
PART A -D		 U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT

PART D

List of Subordinate Components Covered in This Report

 Subordinate Component and Location (City/State) CPDF and FIPS codes
 

 

 

 

 

 

 

 

 

 

EEOC FORMS and Documents Included With This Report
*Executive Summary [FORM 715-01 PART E], that includes:
*Optional Annual Self-Assessment Checklist Against Essential Elements [FORM 715-01PART G]

Brief paragraph describing the agency's mission and mission-related functions
*EEO Plan To Attain the Essential Elements of a Model EEO Program [FORM 715-01PART H] for each programmatic essential element requiring improvement

Summary of results of agency's annual self-assessment against MD-715 "Essential Elements"
*EEO Plan To Eliminate Identified Barrier [FORM 715-01 PART I] for each identified barrier

Summary of Analysis of Work Force Profiles including net change analysis and comparison to RCLF
*Special Program Plan for the Recruitment, Hiring, and Advancement of Individuals With Targeted Disabilities for agencies with 1,000 or more employees [FORM 715-01 PART J]

Summary of EEO Plan objectives planned to eliminate identified barriers or correct program deficiencies
*Copy of Workforce Data Tables as necessary to support Executive Summary and/or EEO Plans

Summary of EEO Plan action items implemented or accomplished
*Copy of data from 462 Report as necessary to support action items related to Complaint Processing Program deficiencies, ADR effectiveness, or other compliance issues
*Statement of Establishment of Continuing Equal Employment Opportunity Programs [FORM 715-01 PART F]
*Copy of Facility Accessability Survey results as necessary to support EEO Action Plan for building renovation projects
*Copies of relevant EEO Policy Statement(s) and/or excerpts from revisions made to EEO Policy Statements
*Organizational Chart
EEOC FORM
715-01
PART E		 U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
U.S. Equal Employment Opportunity Commission For period covering October 1, 2011, to September 30, 2012

EXECUTIVE SUMMARY

The purpose of this summary is to inform all managers and supervisors of their responsibilities regarding the status of the Agency's EEO program.

Mission and mission-related functions: The mission of the Equal Employment Opportunity Commission (Commission, EEOC, or Agency) is to stop and remedy unlawful employment discrimination. In February, 2012, the Commission took a significant step forward by approving a new Strategic Plan for fiscal years 2012 - 2016, which established three objectives:

  1. Combating employment discrimination through strategic law enforcement;
  2. Preventing employment discrimination through education and outreach; and
  3. Delivering excellent and consistent service through a skilled and diverse workforce and effective systems.

The Agency enforces employment discrimination laws, monitors federal sector Equal Employment Opportunity (EEO) programs, and provides funding and support to state and local Fair Employment Practices Agencies (FEPAs) and Tribal Employment Rights Organizations (TEROs). Additionally, the EEOC sponsors outreach and technical assistance programs which provide advice to individuals and employees about their rights and responsibilities under the law.

The Commission's goal with respect to its own workforce is to become a model employer by providing a workplace that is both free from discrimination and inclusive, and where employees are valued and their talents are developed. In an effort to reflect the integration of EEO into the Agency's Strategic Mission, the Director of the Office of Equal Opportunity (OEO) reports directly to the Chair of the Agency and is considered part of the Agency's senior management. The OEO Director regularly participates in Senior Staff meetings, has regular access to the Chair, Jacqueline A Berrien, and Chief Operating Officer, Claudia A. Withers, to discuss any EEO related matters, and has bi-monthly meetings with the Chief Operating Officer.

Management Directive-715 (MD-715) guidance requires that all managers, supervisors and EEO officials be responsible for the effective implementation of the Agency's EEO Program. To that end, the OEO Director provides a Summary of the State of the Workforce to all Senior Managers. The Chief Human Capital Officer and the OEO Director have periodic meetings to discuss issues relating to EEO, employee development and the workplace. Furthermore, the Agency's MD-715 report will be disseminated to each Office

Director and copies of the report will be accessible to each District Director and Headquarters (HQ) Office Directors via Document Management System (DMS). In FY 2012, the OEO Director met with many of the District Directors and HQ Office Directors to discuss their workforces. This practice will continue in FY 2013.

Summary of Results of Annual Self-Assessment against MD-715's Six Essential Elements

The Agency Self-Assessment Checklist measuring essential elements of the EEO program was completed. Overall, this Agency meets the six Essential Elements identified as necessary for a model EEO program. However, when gauged against the very specific measures identified in the self-assessment checklist, deficiencies have been noted and will be listed in Part H and Part I, following this summary.

  • Essential Element A - Demonstrated Commitment from Agency Leadership

Chair Berrien reaffirmed her commitment to EEO and diversity at the Agency by reissuing her policy statement in support of equal employment opportunity and diversity and a workplace free of discriminatory harassment on July 18, 2012, and the policy statement was communicated via email to all EEOC employees. The Agency also ensures that its EEO policies are disseminated to all new employees during orientation and are available on the internal and external websites.

The Agency Leadership ensures that all employees and all newly promoted managers and supervisors receive copies of the EEO policies as a reminder of their role and responsibility in providing a discrimination/harassment free work environment. In addition, the Agency continues to require management to participate in ADR when it is offered and the employee elects mediation during the EEO process.

In addition, EEOC's Reasonable Accommodation policy and procedures are easily accessible to all employees and applicants via our internal and external websites. All managers and supervisors have been trained on their responsibilities under the procedures for reasonable accommodation.

EEOC maintains its own performance appraisal form for managers and supervisors and has incorporated a critical element to evaluate managers and supervisors on their commitment to EEO policies and principles. The Senior Executive Service (SES) performance plan also incorporates the required critical element that evaluates the SES members' commitment to the EEOC's EEO policies and principles.

  • Essential Element B - Integration of EEO into the Agency's Strategic Mission

The Director of OEO reports directly to the Chair of the Agency and is considered part of the Agency's senior management. The OEO Director regularly participates in Senior Staff meetings, has regular access to the Chair and the Chief Operating Officer to discuss any EEO related matters, and meets with a member of the Chair's staff on a weekly basis.

  • Essential Element C - Management and Program Accountability

MD-715 guidance requires that all managers, supervisors and EEO officials be responsible for the effective implementation of the Agency's EEO program. To that end, the Chief Human Capital Officer and the OEO Director have periodic meetings to discuss issues relating to EEO and other workplace issues. In FY 2013, as in FY 2012, OEO and the Office of Human Resources are coordinating with other Commission offices on a wide-range of projects, including the Agency's plan to implement Executive Order 13515, Increasing Participation of Asian Americans and Pacific Islanders in Federal Programs, Executive Order 13583, Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce, Executive Order 13171, Hispanic Employment in the Federal Government, Executive Order 13163, Increasing the Opportunity for Individuals With Disabilities To Be Employed in the Federal Government, and proactive prevention including barrier identification and elimination. In addition, the EEOC participated in roundtable discussions with the Office of Personnel Management and Office of Management and Budget to listen to and offer input into other federal agencies' Diversity and Inclusion Strategic Plans. These discussions will be ongoing throughout FY 2013.

Additionally, during FY 2012, the Agency began preparations for establishing a Diversity & Inclusion Council, that will include staff from a variety of levels and locations. The Agency also began preparing a Diversity & Inclusion Strategic Plan and Policy Statement

  • Essential Element D - Proactive Prevention

In an effort to prevent discriminatory actions and eliminate barriers to EEO in the workplace, the RESOLVE Program is utilized as a highly effective tool in the early resolution of all types of workplace disputes. All individuals who contact OEO for counseling are offered ADR, with the exception of outside applicants and individuals who allege sexual harassment, at any stage of the EEO process.

As part of the Commission's ongoing effort to identify barriers to equal opportunity within its workforce, OEO will provide the Office of the Chair a state of the workforce summary. In addition, OEO will continue to prepare comprehensive EEO Reports for each District and HQ Office.

These reports provide District Directors and HQ Office Directors with information about hiring and separation trends, promotions and EEO complaint data in their offices.

EEOC estimates that approximately 23% of the agency's permanent workforce was retirement eligible at the end of FY 2012. This fiscal year also continued with budget cuts and hiring freezes. Therefore, to ensure we have a workforce to meet the mission, EEOC must work to attract diverse talent into its ranks and be seen as a great place to launch and build a career. These emerging professionals potentially offer a diversity of skill sets and innovative ideas that could expand EEOC's overall expertise and better represent the population we serve. We must also ensure we retain our top talent, put succession strategies in place, work to develop our employees and create an inclusive work environment. This is particularly difficult in the harsh budget and political climate the Agency currently faces.

During FY 2012, the Affirmative Employment Program team began meeting with various employee groups and the union in an effort to gain a better understanding of employee perceptions of employment and possible barriers or issues with employment in the EEOC. These interactive conversations have produced positive results and have raised several issues and potential barriers that they perceive may be a hindrance to employment in the Agency. These triggers and/or barriers are included in Part H and Part I of this report. These conversations will continue in FY 2013.

In addition to EEOC employees, the Agency also utilizes interns throughout the year. They come from a variety of colleges and universities with varying race/ethnicities and disabilities. This program is successful in providing support to staff in light of the federal hiring freeze and helps to generate future interest from diverse groups in employment with the Agency.

  • Highlights of Total Workforce by Race/Ethnicity/Sex (RES) (Tables A-1):

The total workforce decreased from 2486 to 2291 (a difference of 195, or a net change of 7/84%) in FY2012. Overall minority representation is 60.28% -a slight increase of 0.51%. Female representation is 64.21%, an increase of 0.29%, from FY 2011.

  • Highlights of Major Occupations by Race/Ethnicity/Sex (Table A-6):

Three mission-related occupations have been identified by EEOC. RCLF data is used for these positions. Statistical data on each major occupation is found in Table A-6, attached to this report.

Attorneys constitute 21.18% (480/2266) of the workforce. They are represented in all categories with the exception of Native Hawaiian/Pacific Islander Males and Females, and American Indian/Alaska Native Males, although statistically, there is less than expected representation in Total Males and White Males when comparing to the RCLF.

Investigators constitute 38.39% (870/2266) of the workforce. In this occupational category, Native Hawaiian/Pacific Islander Males and Females are not represented. However, representation of White Males and Females, and Total Males is statistically less than what would be expected.

  • Highlights of Applicant Data, New Hires, and Promotion Actions (Tables A-7 through A-11):

In FY 2012, 5 of the 8 new hires were placed in permanent positions.

This is the first year we have had applicant flow data for new hires. When reviewing this information and comparing to the categories where we have less than expected representation, it appears that we are receiving applications from these groups and that some progress was made towards parity even with the low number of hires this year. Applicant flow data is still not available for internal positions.

New Hires (permanent and temporary) included:

  • one White Male Attorney
  • one Asian Female Attorney
  • two White Male Investigators
  • one Two or More Races Male Investigator
  • one Two or More Races Female Investigator
  • two White Female Investigators

Selections for Internal Competitive Promotions for Major Occupations:

  • GS-13 Attorneys (9 selections)
    • one Hispanic Female -11.11% (1/9)
    • two White Males -22.22% (2/9)
    • one White Female - 11.11% (1/9)
    • one Asian Male - 11.11% (1/9)
    • two Asian Females - 22.22% (2/9)
    • two Two or More Races Male - 22.22% (2/9)
  • GS-14 Attorneys (31 Selections)
    • two Hispanic Females - 6.45% (2/31)
    • ten White Males - 32.26% (10/31)
    • five White Females - 16.13% (5/31)
    • two Black Males - 6.45% (2/31)
    • eight Black Females - 25.81% (8/31)
    • two Asian Females - 6.45% (2/31)
    • one Two or More Races Male - 3.23% (1/31)
    • one Two or More Races Female - 3.23% (1/31)
  • GS-15 Attorney (1 Selection)
    • one Black Male 100% (1/1)
  • GS-13 Investigators (18 Selections)
    • one Hispanic Male - 5.56% (1/18)
    • two Hispanic Females - 11.11% (2/18)
    • three White Males - 16.67% (3/18)
    • eight White Females - 44.44% (8/18)
    • three Black Females - 16.67% (3/18)
    • one American Indian/Alaska Native Female - 5.56% (1/18)
  • GS-14 Supervisory Investigators (2 Selections)
    • two Black Males - 100% (2/2)
  • GS-15 Supervisory Investigators (3 Selections)
    • two White Males - 66.67% (2/3)
    • one White Female - 33.33% (1/3)

Internal Selections for Senior Level Positions (66 Selections) (GS 13, 14,15 and SES):

  • one Black Female Budget Analyst - 1.52% (1/66)
  • one White Female Public Affairs Specialist - 1.52% (1/66)
  • one Hispanic Male Supervisory Investigator - 1.52% (1/66)
  • two Hispanic Female Supervisory Investigators - 3.03% (2/66)
  • five White Male Supervisory Investigators - 7.58% (5/66)
  • nine White Female Supervisory Investigators - 13.64% (9/66)
  • two Black Male Supervisory Investigators - 3.03% (2/66)
  • three Black Female Supervisory Investigators - 4.55% (3/66)
  • one American Indian/Alaska Native female Supervisory Investigator 1.52% (1/66)
  • three Hispanic Female Attorneys - 4.55% (3/66)
  • twelve White Male Attorneys - 18.18% (18/66)
  • six White Female Attorneys - 9.90% (6/66)
  • two Black Male Attorneys - 3.03% (2/66)
  • eight Black Female Attorneys - 12.12% (8/66)
  • one Asian Male Attorney - 1.52% (1/66)
  • four Asian Female Attorneys - 6.06% (4/66)
  • three Two or More Races Male Attorneys - 4.55% (3/66)
  • one Two or More Races Female Attorney - 1.52% (1/66)
  • one Black Male Supervisory Attorney - 1.52% (1/66)
  • Highlights of Separations (Table A-14):

There were 186 separations in FY 2012 including 181 voluntary and five involuntary separations. There is a disproportionately high number of Black employees being involuntarily separated from service. Efforts to increase representation need not only focus on the hiring of more minorities, but should also address attrition which tends to offset any gains made through hiring.

  • Highlights of Total Workforce by Disability (Table B-1):

With a representation rate of 2.58% of employees reporting targeted disabilities, this Agency exceeded the Federal Government goal of 2%, but fell short of the Agency's goal of 5% for targeted disabilities. However, there were no individuals with targeted disabilities hired in FY 2012. Overall this Agency employs 353 persons (14.20%) with reportable disabilities, which is short of the Agency goal of 20%.

  • Highlights of Grade Groups by Disability (Table B-4):

Of the 592 employees in the leadership pipeline (GS 14-15), 9.80% (58 employees) report having a disability and 2.20% (13 employees) report having a targeted disability. This is representative of the overall workforce.

  • Highlights of Major Occupations by Disability (Table B-6):

Of the 480 permanent Attorneys at the EEOC, 38 (7.92%) report having a disability and 10 (2.08%) report having a targeted disability.

Of the 870 permanent Investigators at the EEOC, 164 (18.85%) report having a disability, and 23 (2.64%) report targeted disabilities.

Applicant flow data is not available for disabilities at this time, however, OPM is working to make this information available in the future.

  • Highlights of Applicant Data, New Hires, and Promotion Actions by Disability (Tables B-7 through B-11):

There were five permanent hires in FY 2012 with one individual reporting a disability. There were no individuals with targeted disabilities hired in FY 2012.

Of the 40 Attorneys that received Internal Competitive Promotions, seven reported having a disability, and zero reported a targeted disability. In addition, there were 23 Investigators receiving Internal Competitive Promotions with four reporting a disability, but zero targeted disabilities. There were no mediator positions in competitive promotions this year.

Four Investigators and seven Attorneys reported disabilities in Internal Selections for Senior Level Positions, however, there were no targeted disabilities reported.

As reported above, applicant flow data is not available for internal selections.

  • Highlights of Separations by Disability (Table B-14):

Of the 186 separations in FY 2012, there were 36 voluntary and 1 involuntary separation of individuals reporting disabilities. There were also seven individuals (3.87%) with targeted disabilities that separated during this timeframe. This is higher than the overall rate of participation of individuals with targeted disabilities in the EEOC workforce, which is 2.58%.

  • Essential Element E -Efficiency

In an effort to improve the effectiveness of the Agency's EEO programs, and ensure an efficient and fair dispute resolution process, the Agency plans to improve on the number of days it takes to issue Final Decisions where a hearing is not requested, as well as on the number of days required to complete an EEO Investigation. To this end, OEO utilizes the OEO Workflow Plan and Data Tracking Sheet to ensure accurate tracking of all deadlines related to EEO complaint activity and OEO Director and Deputy Director have weekly meetings with investigators to assess their progress and to answer questions. OEO continues to measure its results in accordance with the year-end "Statistical Report of Discrimination Complaints", FORM 462.

  • Essential Element F - Responsiveness and Legal Compliance

MD-715 guidance requires the Agency to be in full compliance with EEO statutes, EEOC regulations, EEOC policy guidance and other written instructions. Examples of Agency actions which were taken in full legal compliance included the following: the Agency consistently posts its quarterly No FEAR Act data on its external website in a timely manner, in accordance with 29 C.F.R. Section 1614.703-705; provides No FEAR Act training to all employees as prescribed; the Office of Human Resources received and processed 88 reasonable accommodation requests during FY 2012.

Accomplishments

In FY 2012, OEO provided leadership, direction and guidance in carrying out the Agency's equal employment opportunity and diversity program. OEO and OHR administered the Agency-wide equal employment opportunity and affirmative employment programs by providing policy, oversight and technical guidance for EEOC, on affirmative employment, special emphasis program areas, diversity, and EEO complaint processing. OEO collaborates with OHR in administering the Agency's diversity program.

This fiscal year also brought a new Memorandum of Understanding for the EEOC. A partnership was formed with the new affinity group, FEDs, "Federal Employees with Disabilities", which promises to be beneficial for both FEDs and the EEOC.

OEO also provided or arranged training and education to Agency staff on diverse subjects including:

  • "The Americans with Disabilities Act Amendments Act"
  • "Arabs and Islam: Cultural Demystification & Misconceptions"
  • "An Overview of AAGEN and FEDs"
  • "Macro and Micro Inequities"
  • "Unconscious Bias"
  • "Changes and Developments in Federal Gender Identity Law and Policy"

In addition, OEO staff attended Affinity Group national conferences and led sessions on topics such as Disabilities, EEO complaint processing, and diversity and reasonable accommodation issues.

Planned Activities

Now that applicant flow data is available, we will begin holding meetings with hiring officials bi-annually regarding hiring trends and applicant flow data.

The Office of Equal Opportunity will also issue the "Voluntary Employee Organizations" Order, establishing a framework for employee organizations to form, be recognized, and operate within the EEOC. The AEP Team will schedule periodic meetings with representatives of the Agency's Voluntary Employee Organizations established pursuant to the aforementioned Order, AFGE Local No. 216, and Agency supervisors, managers, and leaders, to encourage interactive conversations aimed at improving employment opportunities and situations and removing barriers to employment at the EEOC.

Educational offerings to the EEOC staff will continue throughout the year and will be broadcast Agency-wide.

Staff will represent the EEOC at various conferences throughout the year (pending availability of funding), including EEOC's EXCEL Conference, Blacks in Government Annual Conference, the Asian American Government Executives Network Leadership Conference, National Organization of Mexican American Rights Leadership Conference, Federal Asian Pacific American Council Annual Meeting, Federally Employed Women's Annual Conference, Lavender Law, and the Out and Equal Conference.

OEO will continue to partner with OHR on the formation and administration of the Diversity Council and implementation of the Agency's Diversity and Inclusion Strategic Plan. In addition, OEO will partner with OHR to strengthen the Agency's Special Emphasis Programs.
missing

N/A Has the agency made written materials available to all employees and applicants, informing them of the variety of EEO programs and administrative and judicial remedial procedures available to them? X Has the agency prominently posted such written materials in all personnel offices, EEO offices, and on the agency's internal website? [see 29 CFR §1614.102(b)(5)] X 14

EEOC FORM
715-01
PART G		 U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Essential Element A: DEMONSTRATED COMMITMENT FROM AGENCY LEADERSHIP
Requires the agency head to issue written policy statements ensuring a workplace free of discriminatory harassment and a commitment to equal employment opportunity.
Compliance Indicator EEO policy statements are up-to-date Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 715- 01 PART H to the agency's status report
Measures Yes No
The Agency Head was installed on _______. The EEO policy statement was issued on ________. Was the EEO policy Statement issued within 6 - 9 months of the installation of the Agency Head? If no, provide an explanation. X    
During the current Agency Head's tenure, has the EEO policy Statement been re-issued annually? If no, provide an explanation. X    
Are new employees provided a copy of the EEO policy statement during orientation? X    
When an employee is promoted into the supervisory ranks, is s/he provided a copy of the EEO policy statement? X    
Compliance Indicator EEO policy statements have been communicated to all employees. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 715- 01 PART H to the agency's status report
Measures Yes No
Have the heads of subordinate reporting components communicated support of all agency EEO policies through the ranks? X   N/A
Has the agency made written materials available to all employees and applicants, informing them of the variety of EEO programs and administrative and judicial remedial procedures available to them? X    
Has the agency prominently posted such written materials in all personnel offices, EEO offices, and on the agency's internal website? [see 29 CFR §1614.102(b)(5)] X    
Compliance Indicator Agency EEO policy is vigorously enforced by agency management. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Are managers and supervisors evaluated on their commitment to agency EEO policies and principles, including their efforts to: X

resolve problems/disagreements and other conflicts in their respective work environments as they arise?

 X

address concerns, whether perceived or real, raised by employees and following-up with appropriate action to correct or eliminate tension in the workplace?

 X

support the agency's EEO program through allocation of mission personnel to participate in community out-reach and recruitment programs with private employers, public schools and universities?

 X

ensure full cooperation of employees under his/her supervision with EEO office officials such as EEO Counselors, EEO Investigators, etc.?

 X

ensure a workplace that is free from all forms of discrimination, harassment and retaliation?

 X

ensure that subordinate supervisors have effective managerial, communication and interpersonal skills in order to supervise most effectively in a workplace with diverse employees and avoid disputes arising from ineffective communications ?

 X

ensure the provision of requested religious accommodations when such accommodations do not cause an undue hardship?

 X

ensure the provision of requested disability accommodations to qualified individuals with disabilities when such accommodations do not cause an undue hardship?

 X

Have all employees been informed about what behaviors are inappropriate in the workplace and that this behavior may result in disciplinary actions? Describe what means were utilized by the agency to so inform its workforce about the penalties for unacceptable X

Have the procedures for reasonable accommodation for individuals with disabilities been made readily available/accessible to all employees by disseminating such procedures during orientation of new employees and by making such procedures available on the World Wide Web or Internet? X

Have managers and supervisor been trained on their responsibilities under the procedures for reasonable accommodation? X

Essential Element B: INTEGRATION OF EEO INTO THE AGENCY'S STRATEGIC MISSION
Requires that the agency's EEO programs be organized and structured to maintain a workplace that is free from discrimination in any of the agency's policies, procedures or practices and supports the agency's strategic mission.
Compliance Indicator

The reporting structure for the EEO Program provides the Principal EEO Official with appropriate authority and resources to effectively carry out a successful EEO Program.

 Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Is the EEO Director under the direct supervision of the agency head? [see 29 CFR §1614.102(b)(4)] For subordinate level reporting components, is the EEO Director/Officer under the immediate supervision of the lower level component's head official? (For example, does the Regional EEO Officer report to the Regional Administrator?) X

Are the duties and responsibilities of EEO officials clearly defined? X

Do the EEO officials have the knowledge, skills, and abilities to carry out the duties and responsibilities of their positions? X

If the agency has 2nd level reporting components, are there organizational charts that clearly define the reporting structure for EEO programs? X
N/A
If the agency has 2nd level reporting components, does the agency-wide EEO Director have authority for the EEO programs within the subordinate reporting components? X
N/A

If not, please describe how EEO program authority is delegated to subordinate reporting components.

 X
N/A
Compliance Indicator The EEO Director and other EEO professional staff responsible for EEO programs have regular and effective means of informing the agency head and senior management officials of the status of EEO programs and are involved in, and consulted on, management/personnel actions. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Does the EEO Director/Officer have a regular and effective means of informing the agency head and other top management officials of the effectiveness, efficiency and legal compliance of the agency's EEO program? X

Following the submission of the immediately preceding FORM 715-01, did the EEO Director/Officer present to the head of the agency and other senior officials the "State of the Agency" briefing covering all components of the EEO report, including an assessment of the performance of the agency in each of the six elements of the Model EEO Program and a report on the progress of the agency in completing its barrier analysis including any barriers it identified and/or eliminated or reduced the impact of? X

Are EEO program officials present during agency deliberations prior to decisions regarding recruitment strategies, vacancy projections, succession planning, selections for training/career development opportunities, and other workforce changes? X

Does the agency consider whether any group of employees or applicants might be negatively impacted prior to making human resource decisions such as reorganizations and re-alignments?

 X

Are management/personnel policies, procedures and practices examined at regular intervals to assess whether there are hidden impediments to the realization of equality of opportunity for any group(s) of employees or applicants? [see 29 C.F.R. § 1614.102(b)(3)]

 X

Is the EEO Director included in the agency's strategic planning, especially the agency's human capital plan, regarding succession planning, training, etc., to ensure that EEO concerns are integrated into the agency's strategic mission? X

Compliance Indicator The agency has committed sufficient human resources and budget allocations to its EEO programs to ensure successful operation. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Does the EEO Director have the authority and funding to ensure implementation of agency EEO action plans to improve EEO program efficiency and/or eliminate identified barriers to the realization of equality of opportunity? X    
Are sufficient personnel resources allocated to the EEO Program to ensure that agency self-assessments and self-analyses prescribed by EEO MD-715 are conducted annually and to maintain an effective complaint processing system?   X
  1. OEO went from 4 investigators to 2.
  2. Some cases that were listed as untimely were because they were held in abeyance due to settlement negotiations.
  3. The budget for contract investigators was reduced. In addition, the price of contract investigations increased significantly.
Are statutory/regulatory EEO related Special Emphasis Programs sufficiently staffed? X    

Federal Women's Program -5 U.S.C. 7201; 38 U.S.C. 4214; Title 5 CFR, Subpart B, 720.204

 X    

Hispanic Employment Program -Title 5 CFR, Subpart B, 720.204

 X    

People With Disabilities Program Manager; Selective Placement Program for Individuals With Disabilities -Section 501 of the Rehabilitation Act; Title 5 U.S.C. Subpart B, Chapter 31, Subchapter I-3102; 5 CFR 213.3102(t) and (u); 5 CFR 315.709

 X    
Are other agency special emphasis programs monitored by the EEO Office for coordination and compliance with EEO guidelines and principles, such as FEORP -5 CFR 720; Veterans Employment Programs; and Black/African American; American Indian/Alaska Native, Asian American/Pacific Islander programs? X    
Compliance Indicator The agency has committed sufficient budget to support the success of its EEO Programs. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Are there sufficient resources to enable the agency to conduct a thorough barrier analysis of its workforce, including the provision of adequate data collection and tracking systems X

Is there sufficient budget allocated to all employees to utilize, when desired, all EEO programs, including the complaint processing program and ADR, and to make a request for reasonable accommodation? (Including subordinate level reporting components?) X

Has funding been secured for publication and distribution of EEO materials (e.g. harassment policies, EEO posters, reasonable accommodations procedures, etc.)? X

Is there a central fund or other mechanism for funding supplies, equipment and services necessary to provide disability accommodations? X

Does the agency fund major renovation projects to ensure timely compliance with Uniform Federal Accessibility Standards? X

Is the EEO Program allocated sufficient resources to train all employees on EEO Programs, including administrative and judicial remedial procedures available to employees? X

Is there sufficient funding to ensure the prominent posting of written materials in all personnel and EEO offices? [see 29 C.F.R. § 1614.102(b)(5)]

 X

Is there sufficient funding to ensure that all employees have access to this training and information?

 X

Is there sufficient funding to provide all managers and supervisors with training and periodic up-dates on their EEO responsibilities:  

for ensuring a workplace that is free from all forms of discrimination, including harassment and retaliation?

 X

to provide religious accommodations?

 X

to provide disability accommodations in accordance with the agency's written procedures?

 X

in the EEO discrimination complaint process?

 X

to participate in ADR?

 X

Essential Element C: MANAGEMENT AND PROGRAM ACCOUNTABILITY
This element requires the Agency Head to hold all managers, supervisors, and EEO Officials responsible for the effective implementation of the agency's EEO Program and Plan.
Compliance Indicator EEO program officials advise and provide appropriate assistance to managers/supervisors about the status of EEO programs within each manager's or supervisor's area or responsibility. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Are regular (monthly/quarterly/semi-annually) EEO updates provided to management/supervisory officials by EEO program officials? X

Do EEO program officials coordinate the development and implementation of EEO Plans with all appropriate agency managers to include Agency Counsel, Human Resource Officials, Finance, and the Chief information Officer? X

Compliance Indicator The Human Resources Director and the EEO Director meet regularly to assess whether personnel programs, policies, and procedures are in conformity with instructions contained in EEOC management directives. [see 29 CFR § 1614.102(b)(3)] Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Have time-tables or schedules been established for the agency to review its Merit Promotion Program Policy and Procedures for systemic barriers that may be impeding full participation in promotion opportunities by all groups? X

Have time-tables or schedules been established for the agency to review its Employee Recognition Awards Program and Procedures for systemic barriers that may be impeding full participation in the program by all groups? X

Have time-tables or schedules been established for the agency to review its Employee Development/Training Programs for systemic barriers that may be impeding full participation in training opportunities by all groups? X

Compliance Indicator When findings of discrimination are made, the agency explores whether or not disciplinary actions should be taken. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Does the agency have a disciplinary policy and/or a table of penalties that covers employees found to have committed discrimination? X

Have all employees, supervisors, and managers been informed as to the penalties for being found to perpetrate discriminatory behavior or for taking personnel actions based upon a prohibited basis? X

Has the agency, when appropriate, disciplined or sanctioned managers/supervisors or employees found to have discriminated over the past two years? X

If so, cite number found to have discriminated and list penalty /disciplinary action for each type of violation.

  
Does the agency promptly (within the established time frame) comply with EEOC, Merit Systems Protection Board, Federal Labor Relations Authority, labor arbitrators, and District Court orders? X

Does the agency review disability accommodation decisions/actions to ensure compliance with its written procedures and analyze the information tracked for trends, problems, etc.?? X

Essential Element D: PROACTIVE PREVENTION
Requires that the agency head makes early efforts to prevent discriminatory actions and eliminate barriers to equal employment opportunity in the workplace.
Compliance Indicator Analyses to identify and remove unnecessary barriers to employment are conducted throughout the year. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Do senior managers meet with and assist the EEO Director and/or other EEO Program Officials in the identification of barriers that may be impeding the realization of equal employment opportunity? X

When barriers are identified, do senior managers develop and implement, with the assistance of the agency EEO office, agency EEO Action Plans to eliminate said barriers? X

Do senior managers successfully implement EEO Action Plans and incorporate the EEO Action Plan Objectives into agency strategic plans? X

Are trend analyses of workforce profiles conducted by race, national origin, sex and disability? X

Are trend analyses of the workforce's major occupations conducted by race, national origin, sex and disability? X

Are trends analyses of the workforce's grade level distribution conducted by race, national origin, sex and disability? X

Are trend analyses of the workforce's compensation and reward system conducted by race, national origin, sex and disability? X

Are trend analyses of the effects of management/personnel policies, procedures and practices conducted by race, national origin, sex and disability? X

Compliance Indicator The use of Alternative Dispute Resolution (ADR) is encouraged by senior management. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Are all employees encouraged to use ADR? X

Is the participation of supervisors and managers in the ADR process required? X

Essential Element E: EFFICIENCY
Requires that the agency head ensure that there are effective systems in place for evaluating the impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute resolution process.
Compliance Indicator The agency has sufficient staffing, funding, and authority to achieve the elimination of identified barriers. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Does the EEO Office employ personnel with adequate training and experience to conduct the analyses required by MD-715 and these instructions? X

Has the agency implemented an adequate data collection and analysis systems that permit tracking of the information required by MD-715 and these instructions? X

Have sufficient resources been provided to conduct effective audits of field facilities' efforts to achieve a model EEO program and eliminate discrimination under Title VII and the Rehabilitation Act? X

Is there a designated agency official or other mechanism in place to coordinate or assist with processing requests for disability accommodations in all major components of the agency? X

Are 90% of accommodation requests processed within the time frame set forth in the agency procedures for reasonable accommodation? X

Compliance Indicator The agency has an effective complaint tracking and monitoring system in place to increase the effectiveness of the agency's EEO Programs. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Does the agency use a complaint tracking and monitoring system that allows identification of the location, and status of complaints and length of time elapsed at each stage of the agency's complaint resolution process? X

Does the agency's tracking system identify the issues and bases of the complaints, the aggrieved individuals/complainants, the involved management officials and other information to analyze complaint activity and trends? X

Does the agency hold contractors accountable for delay in counseling and investigation processing times? X
We include provisions in our contracts that provide for penalties for failure to comply with deadlines.

If yes, briefly describe how:

  
Does the agency monitor and ensure that new investigators, counselors, including contract and collateral duty investigators, receive the 32 hours of training required in accordance with EEO Management Directive MD-110? X

Does the agency monitor and ensure that experienced counselors, investigators, including contract and collateral duty investigators, receive the 8 hours of refresher training required on an annual basis in accordance with EEO Management Directive MD-110? X

Compliance Indicator The agency has an effective complaint tracking and monitoring system in place to increase the effectiveness of the agency's EEO Programs. Measures Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Are benchmarks in place that compare the agency's discrimination complaint processes with 29 C.F.R. Part 1614? X

Does the agency provide timely EEO counseling within 30 days of the initial request or within an agreed upon extension in writing, up to 60 days?

 X

Does the agency provide an aggrieved person with written notification of his/her rights and responsibilities in the EEO process in a timely fashion?

 X

Does the agency complete the investigations within the applicable prescribed time frame?

 X

When a complainant requests a final agency decision, does the agency issue the decision within 60 days of the request?

 X

When a complainant requests a hearing, does the agency immediately upon receipt of the request from the EEOC AJ forward the investigative file to the EEOC Hearing Office?

 X

When a settlement agreement is entered into, does the agency timely complete any obligations provided for in such agreements?

 X

Does the agency ensure timely compliance with EEOC AJ decisions which are not the subject of an appeal by the agency?

 X

Compliance Indicator Measures There is an efficient and fair dispute resolution process and effective systems for evaluating the impact and effectiveness of the agency's EEO complaint processing program. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Yes No
In accordance with 29 C.F.R. §1614.102(b), has the agency established an ADR Program during the pre-complaint and formal complaint stages of the EEO process? X

Does the agency require all managers and supervisors to receive ADR training in accordance with EEOC (29 C.F.R. Part 1614) regulations, with emphasis on the federal government's interest in encouraging mutual resolution of disputes and the benefits associated with utilizing ADR? X

After the agency has offered ADR and the complainant has elected to participate in ADR, are the managers required to participate? X

Does the responsible management official directly involved in the dispute have settlement authority? X

Compliance Indicator
Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures The agency has effective systems in place for maintaining and evaluating the impact and effectiveness of its EEO programs. Yes No
Does the agency have a system of management controls in place to ensure the timely, accurate, complete and consistent reporting of EEO complaint data to the EEOC? X

Does the agency provide reasonable resources for the EEO complaint process to ensure efficient and successful operation in accordance with 29 C.F.R. § 1614.102(a)(1)? X

Does the agency EEO office have management controls in place to monitor and ensure that the data received from Human Resources is accurate, timely received, and contains all the required data elements for submitting annual reports to the EEOC? X

Do the agency's EEO programs address all of the laws enforced by the EEOC? X

Does the agency identify and monitor significant trends in complaint processing to determine whether the agency is meeting its obligations under Title VII and the Rehabilitation Act? X

Does the agency track recruitment efforts and analyze efforts to identify potential barriers in accordance with MD-715 standards? X

Does the agency consult with other agencies of similar size on the effectiveness of their EEO programs to identify best practices and share ideas? X

Compliance Indicator The agency ensures that the investigation and adjudication function of its complaint resolution process are separate from its legal defense arm of agency or other offices with conflicting or competing interests. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Are legal sufficiency reviews of EEO matters handled by a functional unit that is separate and apart from the unit which handles agency representation in EEO complaints? X

If applicable, are processing time frames incorporated for the legal counsel's sufficiency review for timely processing of complaints? X

Does the agency discrimination complaint process ensure a neutral adjudication function? X

Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE
This element requires that federal agencies are in full compliance with EEO statutes and EEOC regulations, policy guidance, and other written instructions.
Compliance Indicator Agency personnel are accountable for timely compliance with orders issued by EEOC Administrative Judges. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Does the agency have a system of management control to ensure that agency officials timely comply with any orders or directives issued by EEOC Administrative Judges? X

Compliance Indicator The agency's system of management controls ensures that the agency timely completes all ordered corrective action and submits its compliance report to EEOC within 30 days of such completion. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Does the agency have control over the payroll processing function of the agency? If Yes, answer the two questions below. X

Are there steps in place to guarantee responsive, timely, and predictable processing of ordered monetary relief?

 X

Are procedures in place to promptly process other forms of ordered relief?

 X

Compliance Indicator The agency's system of management controls ensures that the agency timely completes all ordered corrective action and submits its compliance report to EEOC within 30 days of such completion. Measure has been met For all unmet measures, provide a brief explanation in the space below or complete and attach an EEOC FORM 71501 PART H to the agency's status report
Measures Yes No
Is compliance with EEOC orders encompassed in the performance standards of any agency employees? X

If so, please identify the employees by title in the comments section, and state how performance is measured.

 All employees in the Office of Equal Opportunity. This includes: EEO Investigators, EEO Counselors, EEO Specialists. Director and Deputy Director. Performance is measured against requirements for running an effective and timely EEO program.
Is the unit charged with the responsibility for compliance with EEOC orders located in the EEO office? X

If not, please identify the unit in which it is located, the number of employees in the unit, and their grade levels in the comments section.

  
Have the involved employees received any formal training in EEO compliance? X

Does the agency promptly provide to the EEOC the following documentation for completing compliance:


Attorney Fees: Copy of check issued for attorney fees and /or a narrative statement by an appropriate agency official, or agency payment order dating the dollar amount of attorney fees paid?

 X

Awards: A narrative statement by an appropriate agency official stating the dollar amount and the criteria used to calculate the award?

 X

Back Pay and Interest: Computer print-outs or payroll documents outlining gross back pay and interest, copy of any checks issued, narrative statement by an appropriate agency official of total monies paid?

 X

Compensatory Damages: The final agency decision and evidence of payment, if

 X

Training: Attendance roster at training session(s) or a narrative statement by an appropriate agency official confirming that specific persons or groups of persons attended training on a date certain?

 X

Personnel Actions (e.g., Reinstatement, Promotion, Hiring, Reassignment): Copies of SF-50s

 X

Posting of Notice of Violation: Original signed and dated notice reflecting the dates that the notice was posted. A copy of the notice will suffice if the original is not available.

 X

Supplemental Investigation: 1. Copy of letter to complainant acknowledging receipt from EEOC of remanded case. 2. Copy of letter to complainant transmitting the Report of Investigation (not the ROI itself unless specified). 3. Copy of request for a hearing (complainant's request or agency's transmittal letter).

 X

Final Agency Decision (FAD): FAD or copy of the complainant's request for a hearing.

 X

Restoration of Leave: Print-out or statement identifying the amount of leave restored, if applicable. If not, an explanation or statement.

 X

Civil Actions: A complete copy of the civil action complaint demonstrating same issues raised as in compliance matter.

 X

Settlement Agreements: Signed and dated agreement with specific dollar amounts, if applicable. Also, appropriate documentation of relief is provided.

 X

Footnotes:

  1. See 29 C.F.R. § 1614.102.
  2. When an agency makes modifications to its procedures, the procedures must be resubmitted to the Commission. See EEOC Policy Guidance on Executive Order 13164: Establishing Procedures to Facilitate the Provision of Reasonable Accommodation (10/20/00), Question 28
EEOC FORM
715-01
PART I		 U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
U.S. Equal Employment Opportunity Commission For period covering October 1, 2011, to September 30, 2012

STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER:

Provide a brief narrative describing the condition at issue.

How was the condition recognized as a potential barrier?

 Several groups in various positions within the Agency are represented at rates less than what could be expected in the comparator pool. This condition was recognized as a potential barrier as a result of analysis of workforce data tables.

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine cause of the condition.

Workforce data tables were analyzed by gender and race/ethnicity. (Tables A1, A4, A6). Applicant flow data is available for new hires and this data was analyzed for attorney and investigator positions and revealed that these groups had appropriate representation.

Utilizing the appropriate comparator (Civilian Labor Force (CLF) the EEOC Total Workforce, or the Occupational CLF, several groups showed an apparent lack of representation. This trigger signaled a closer look at the data. Using the AVAIL statistics program, these results were checked for statistical significance with the following results:

Females are represented at rates less than what could be expected in the Agency's workforce as described below:

  • TOTAL Female SES (comparator -EEOC GS 1415)
  • White Females Investigators (comparator Occupational CLF)
  • Black Female Executive/Senior Officials and Managers (comparator -EEOC Workforce)
  • Black Females Supervisors (comparator -EEOC Workforce)

Males are represented at rates less than what could be expected in the Agency's workforce as described below:

  • TOTAL Male Attorneys (comparator--to Occupational CLF)
  • TOTAL Male Investigators (comparator-Occupational CLF)
  • TOTAL Male Mediators (comparator-Occupational CLF)
  • Hispanic Males (comparator--to the CLF
  • Hispanic Males in GS-14 and GS-15 positions.
  • White Male Attorneys (comparator--Occupational CLF)
  • White Male Investigators (comparator-Occupational CLF)
  • White Males Mediators (comparator-Occupational CLF)

STATEMENT OF IDENTIFIED BARRIER:

Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition.

 Although the Agency is unable to identify a policy, procedure or practice which creates these anomalies,, we will conduct further analysis to attempt to determine if, and to what extent, barriers may exist.

OBJECTIVE:

State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.

 To the extent corrective action is necessary, increase participation rates through career development programs, widespread recruitment, and implementation of the various Agency plans described herein.
RESPONSIBLE OFFICIAL: OEO Staff; OHR Staff
DATE OBJECTIVE INITIATED: 02/15/2013
TARGET DATE FOR COMPLETION OF OBJECTIVE: 09/30/2014
EEOC FORM
715-01
PART I		 EEO Plan To Eliminate Identified Barrier
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE
(Must be specific)
Review promotion for any possible barriers. 09/30/2013
Provide assistance to OHR in implementing career development programs. 09/30/2013
Work with EEOC's Voluntary Employee Organizations to identify ways to strategically recruit, retain, and develop employees at the EEOC. 09/30/2013
Solicit input and feedback from national Affinity Groups, review and implement existing Memoranda of Understanding with the Affinity Groups, and enter into a Memorandum of Understanding with FEDQ, the new national affinity group for Lesbian, Gay, Bisexual and Transgender Employees. 3/1/13 and ongoing
Continue the Agency's Mentoring Program and encourage groups to apply for membership. 4/30/2013 and ongoing
Expand the diversity of applicant pools by strategically identifying recruitment sources, which sources shall be identified based upon review and analysis of relevant information such as the Agency's workforce demographics, applicant flow data, labor force data, and the unique mission and history of the nation. 4/30/2013 and ongoing
Develop plans to hire, develop, and retain a diverse workforce, which plans shall be based upon review and analysis of the information identified above. December 2013
Develop plans specific to ensuring diversity among applicants for District Director and Regional Attorney positions, which plans shall be based upon review and analysis of the information identified above. October 2014
Develop plans to identify top internal candidates for District Director and Regional Attorney positions using competency assessments and ensure that affirmative employment principles are incorporated into the plans. October 2014
Develop a Leadership Competency Development Program for EEOC employees at the GS-13 and GS-14 level and encourage members of groups represented in leadership positions at rates lower than expected, to the extent applicable, to apply. December 2014
Continue to offer the DNA of Leadership Program and analyze data regarding individuals nominated and selected in light of workforce demographics and other relevant criteria. March 2014 and ongoing
Ensure that all managers receive training related to creating a diverse and inclusive workplace. April 2014
Encourage utilization of family friendly practices such as offering workplace flexibilities, including alternate work schedules and telework for employees, supervisors, managers, and executives. Ongoing
Continue to encourage inclusion of OEO in Agency initiatives and decision Ongoing
making processes to ensure EEO principles are considered.
Continue to encourage inclusion of OEO into hiring processes for senior positions and SES positions. Ongoing
Implement the plan developed in accordance with the White House Initiative on Asian American and Pacific Islanders. Ongoing
Review, revise, as appropriate, and implement the Agency's plan adopted pursuant to the Executive Order related to Hispanic Employees in the Federal Government. August 2014 and Ongoing
Develop a plan to ensure that applicant flow data for internal competitive promotions is captured and analyzed. June 2014.
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

Three year trend analysis completed on hires by ethnicity and gender by grade and position.

EEOC participated in a pilot program with OPM for USAStaffing in FY2012 - applicant flow data for NEW hires was made available to the agency and this data was analyzed.

EEOC co-sponsored the !sian !merican Government Executives Network's (!!GEN) SES Development Program and encouraged eligible employees to participate in this program.

Five year trend analysis on the makeup of SES and feeder pool (GS 14-15) by Race/Ethnicity and Sex in the EEOC was completed. Given the statistical analysis conducted, the diversity of the Executive/Senior Level employees appears to be representative of the EEOC workforce.

Further analysis was completed on the makeup of the senior grades. 492 of the 592 GS 14-15 positions are occupied by either Attorneys or Investigators. These two occupations are highly specialized and using the overall workforce data or the CLF data for comparison could possibly suggest a possible barrier when one may not exist. We also looked at the remaining 100 positions that are in the GS 14-15 category and then total GS 14-15 positions.

Minus the specialized Attorney and Investigator fields, the GS 14-15 representation was as would be expected except for Hispanic Males where the actual representation is 17 and the expected would be 29.

EEOC is in its second year of a formal mentoring program and OEO and OHR work to encourage a diverse group of employees to participate in the mentoring program.

OEO and OHR will continue to analyze relevant information to determine if any potential barriers exist. In addition, we will continue to implement planned activities as they represent best practices towards creating a diverse and inclusive environment.
EEOC FORM
715-01
PART I		 U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
U.S. Equal Employment Opportunity Commission For period covering October 1, 2011, to September 30, 2012

STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER:

Provide a brief narrative describing the condition at issue.

How was the condition recognized as a potential barrier?

 There appears to be a disproportionately high number of Black employees being involuntarily separated from service.

BARRIER ANALYSIS:

Provide a description of the steps taken and data analyzed to determine cause of the condition.

 Receipt and review of feedback from AFGE Local 216 President, Gabrielle Martin, and other union members, and review of Data Table A14.

STATEMENT OF IDENTIFIED BARRIER:

Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition.

 Although the Agency is unable to identify a policy, procedure or practice which creates these anomalies,, we will conduct further analysis to attempt to determine if, and to what extent, barriers may exist..

OBJECTIVE:

State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.

 To ensure that involuntary separations are not occurring due to any possible discriminatory or non-inclusive practices, policies, procedures, or stereotypes.
RESPONSIBLE OFFICIAL: OEO Staff; OHR Staff
DATE OBJECTIVE INITIATED: 03/14/2013
TARGET DATE FOR COMPLETION OF OBJECTIVE: 09/30/2014
EEOC FORM
715-01
PART I		 EEO Plan To Eliminate Identified Barrier
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE
(Must be specific)
Conduct a 5-year trend analysis of all separations 09/30/2013
Review exit interview data 09/30/2013
Solicit input and feedback from employee groups including Blacks in Government and the union. 09/30/2013
Conduct a review and analysis of the EEOC African-American Workgroup Report and develop plans to implement recommendations. 09/30/2013
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
Conduct a 5-year trend analysis of all separations Completed
EEOC FORM
715-01
PART J		 U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
Special Program Plan for the Recruitment, Hiring, and Advancement of
Individuals With Targeted Disabilities FY 2012

PART I

Department or
Agency
Information

 1. Agency U.S. Equal Employment Opportunity Commission
1.a. 2nd Level Component n/a
1.b. 3rd Level or lower  

PART II

Employment
Trend and
Special
Recruitment for Individuals With
Targeted
Disabilities

 Enter Actual Number at the ... beginning of FY. ... end of FY. Net Change
Number % Number % Number Rate of Change
Workforce 2486 100.00% 2291 100.00% -195 -7.84%
Reportable Disability 353 14.20% 340 14.84% -13 -3.68%
Targeted Disability* 65 2.61% 59 2.58% -6 -9.23%
* If the rate of change for persons with targeted disabilities is not equal to or greater than the rate of change for the total workforce, a barrier analysis should be conducted (see below).
1. Total Number of Applications Received From Persons With Targeted Disabilities Unknown
2. Total Number of Selections of Individuals with Targeted Disabilities during period. 0
PART III Participation Rates In Agency Employment Programs
Other Employment/Personnel
Programs		 TOTAL Reportable Disability Targeted Disability Not Identified No Disability
# % # % # % # %
3. Competitive Promotions * 41 7 17.07% 0 0.00% 1 2.44% 33 80.49%
4. Noncompetitive Promotions * 292 69 23.63% 15 5.14% 27 9.25% 169 67.12%
5. Career Development Programs [Table B12]
5.a. Grades 5 - 12 0 0 0.00% 0 0.00% 0 0.00% 0 0.00%
5.b. Grades 13 - 14 0 0 0.00% 0 0.00% 0 0.00% 0 0.00%
5.c. Grade 15/SES 0 0 0.00% 0 0.00% 0 0.00% 0 0.00%
6. Employee Recognition and Awards [B13] (Cash Awards does not include SES Performance Awards & QSI)
6.a.Time-Off Awards-Hours 18332 2592 14.14% 480 2.62% 892 4.86% 14848 81.00%
6.b. Cash Awards (Total $) $3500 $3500 100.00% $0 0.00% $0 0.00% $0 0.00%
6.c. Quality-Step Increase $0 $0 0.00% $0 0.00% $0 0.00% $0 0.00%
* includes all employees who received a promotion - (i.e., not broken out by major occupations or senior level)
EEOC FORM 715-01
PART J		 Special Program Plan for the Recruitment, Hiring, and Advancement of
Individuals With Targeted Disabilities

PART VI

Identification and Elimination of Barriers

 Agencies with 1,000 or more permanent employees MUST conduct a barrier analysis to address any barriers to increasing employment opportunities for employees and applicants with targeted disabilities using FORM 715-01 Part I. Agencies should review their recruitment, hiring, career development, promotion, and retention of individuals with targeted disabilities in order to determine whether there are any barriers.

PART V

Goals for Targeted Disabilities

Agencies with 1,000 or more permanent employees are to use the space provided below to describe the strategies and activities that will be undertaken during the coming fiscal year to maintain a special recruitment program for individuals with targeted disabilities and to establish specific goals for the employment and advancement of such individuals. For these purposes, targeted disabilities may be considered as a group. Agency goals should be set and accomplished in such a manner as will effect measurable progress from the preceding fiscal year. Agencies are encouraged to set a goal for the hiring of individuals with targeted disabilities that is at least as high as the anticipated losses from this group during the next reporting period, with the objective of avoiding a decrease in the total participation rate of employees with disabilities.

Goals, objectives and strategies described below should focus on the internal as well as external sources of candidates and include discussions of activities undertaken to identify individuals with targeted disabilities who can be (1) hired; (2) placed in such a way as to improve possibilities of career development; and (3) advanced to a position at a higher level or with greater potential than the position currently occupied.

Objectives

  1. To resurvey our overall workforce to encourage them to self-identify as a person with a disability
  2. To increase the use of Schedule A hiring authority
  3. To provide training to all Agency employees on EEOC's Procedures for Providing Reasonable Accommodation for Individuals with Disabilities.
  4. To provide training to managers on Schedule A Hiring authority.
  5. Provide training to dispel pervasive myths related to individuals with disabilities at the EEOC, such as they lack sufficient competencies, require too much assistance, and, with respect to individuals with mental impairments in particular, that they are dangerous, threatening, etc.

Strategies

For FY 2013, the Agency will continue its goal to increase the percentage of new hires that identify as having a targeted disability. To achieve this goal, OEO, in coordination with the Disability Program Manager, will continue plans to recruit and place individuals with targeted disabilities. However, given the hiring freeze that we are working with, recruitment and new hires are severely limited.

A variety of recruiting methods are used to attract and hire qualified disabled veterans, especially those who are 30 percent or more disabled, including recruiting and outreach at colleges, universities, and technical/vocational schools. The EEOC will continue to promote the use of special hiring authorities and recognizes that employment of disabled veterans is important in maintaining a diverse workforce. In terms of recruitment, all vacancy announcements indicate that applications are accepted from disabled veterans for initial employment opportunities.

For current employees, the focus will be on ensuring that there are no barriers to advancement opportunities for any employee and on monitoring the internal promotions. In addition, we will continue to closely monitor the representation of individuals with targeted disabilities in major occupations (Investigators, Attorneys, and Mediators) since these three occupational groups have traditionally offered the greatest opportunities for career advancement.

With respect to management level employees, the workforce data reveals that there are no first level management (GS-12 & below) employees who self-identify as having a targeted disability. However, 1.43% of the managers at the mid-level (GS-13 & 14) and 3.92% of those at the executive/senior level identify as having a targeted disability. Employees who self-identify as having a targeted disability represent 2.08% of Attorneys, 2.65% of Investigators and 1.18% of Mediators. As noted above, since most of the Agency's managers are in one of three major occupations, Investigators, Attorneys or Mediators, we will continue to closely monitor the hiring and promotion data for those occupations, as well as the participation of employees who self-identify as having a targeted disability in Agency training programs.

Accomplishments

The EEOC entered into a Memorandum of Understanding with Federal Employees with Disabilities (FEDs) which, we anticipate, will be another means to recruit, hire, and retain individuals with disabilities and identify possible barriers to employment within the Agency.

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period from 201120 to 201221

Table A1: TOTAL WORKFORCE - Distribution by Race/Ethnicity and Sex
Employment Tenure TOTAL WORKFORCE RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
TOTAL WORKFORCE - Permanent and Temporary

Prior FY
 # 2486 897 1589 125 210 440 560 274 734 38 53 1 2 3 12 16 18
% 100% 36.08% 63.92% 5.03 8.45 17.7 22.53 11.02 29.53 1.53 2.13 0.04 0.08 0.12 0.48 0.64 0.72
Current FY
 # 2291 820 1471 114 200 400 510 254 682 34 50 0 2 3 11 15 16
% 100% 35.79% 64.21% 4.98 8.73 17.46 22.26 11.09 29.77 1.48 2.18 0 0.09 0.13 0.48 0.65 0.7
Nat 2k CLF
 % 100% 53.23% 46.77% 6.17% 4.52% 39.03% 33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
Org CLF
 % % 70.42% 29.58% 2.77% 1.53% 62.70% 23.91% 2.75% 2.53% 1.26% 1.00% 0.03% 0.01% 0.17% 0.12% 0.73% 0.48%
Difference
 # -195 -77 -118 -11 -10 -40 -50 -20 -52 -4 -3 -1 0 0 -1 -1 -2
Ratio Change
 % 0.00% -0.29% 0.29% -0.05% 0.28% -0.24% -0.27% 0.07% 0.24% -0.04% 0.05% -0.04% 0.01% 0.01% 0.00% 0.01% -0.03%
Net Change
 % -7.84% -8.58% -7.43% -8.80% -4.76% -9.09% -8.93% -7.30% -7.08% -10.53% -5.66% -100.00% 0.00% 0.00% -8.33% -6.25% -11.11%
PERMANENT WORKFORCE

Prior FY
 # 2457 886 1571 123 207 433 551 273 728 37 53 1 2 3 12 16 18
% 100% 36.06% 63.94% 5.01% 8.42% 17.62% 22.43% 11.11% 29.63% 1.51% 2.16% 0.04% 0.08% 0.12% 0.49% 0.65% 0.73%
Current FY
 # 2266 810 1456 112 197 394 504 252 676 34 50 0 2 3 11 15 16
% 100% 35.75% 64.25% 4.94% 8.69% 17.39% 22.24% 11.12% 29.83% 1.50% 2.21% 0.00% 0.09% 0.13% 0.49% 0.66% 0.71%
Difference
 # -191 -76 -115 -11 -10 -39 -47 -21 -52 -3 -3 -1 0 0 -1 -1 -2
Ratio Change
 % 0% -0.31% 0.31% -0.06% 0.27% -0.24% -0.18% 0.01% 0.20% -0.01% 0.05% -0.04% 0.01% 0.01% 0.00% 0.01% -0.03%
Net Change
 % -7.77% -8.58% -7.32% -8.94% -4.83% -9.01% -8.53% -7.69% -7.14% -8.11% -5.66% -100.00% 0.00% 0.00% -8.33% -6.25% -11.11%
TEMPORARY WORKFORCE

Prior FY
 # 29 11 18 2 3 7 9 1 6 1 0 0 0 0 0 0 0
% 100% 37.93% 62.07% 6.9 10.34 24.14 31.03 3.45 20.69 3.45 0 0 0 0 0 0 0
Current FY
 # 25 10 15 2 3 6 6 2 6 0 0 0 0 0 0 0 0
% 100% 40.00% 60.00% 8 12 24 24 8 24 0 0 0 0 0 0 0 0
Difference
 # -4 -1 -3 0 0 -1 -3 1 0 -1 0 0 0 0 0 0 0
Ratio Change
 % 0% 2.07% -2.07% 1.10% 1.66% -0.14% -7.03% 4.55% 3.31% -3.45% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Net Change
 % -13.79% -9.09% -16.67% 0.00% 0.00% -14.29% -33.33% 100.00% 0.00% -100.00% 0% 0% 0% 0% 0% 0% 0%

SUPPLEMENTAL ANALYSIS TABLE

NET CHANGE ANALYSIS FOR TOTAL WORKFORCE: 1-YEAR, 5-YEAR and 8-YEAR TRENDS
TOTAL WORKFORCE
(Permanent & Temporary Employees)		 RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
1-YEAR NET CHANGE

FY 2011
 # 2486 897 1589 125 210 440 560 274 734 38 53 1 2 3 12 16 18
% 100.00% 36.08% 63.92% 5.03% 8.45% 17.70% 22.53% 11.02% 29.53% 1.53% 2.13% 0.04% 0.08% 0.12% 0.48% 0.64% 0.72%
FY 2012
 # 2291 820 1471 114 200 400 510 254 682 34 50 0 2 3 11 15 16
% 100.00% 35.79% 64.21% 4.98% 8.73% 17.46% 22.26% 11.09% 29.77% 1.48% 2.18% 0.00% 0.09% 0.13% 0.48% 0.65% 0.70%
CLF (2000)
 % 100.00% 53.20% 46.80% 6.20% 4.50% 39.00% 33.70% 4.80% 5.70% 1.90% 1.70% 0.10% 0.10% 0.30% 0.30% 0.80% 0.80%
Difference
 # -195 -77 -118 -11 -10 -40 -50 -20 -52 -4 -3 -1 0 0 -1 -1 -2
Ratio Change
 % 0.00% -0.29% 0.29% -0.05% 0.28% -0.24% -0.27% 0.07% 0.24% -0.04% 0.05% -0.04% 0.01% 0.01% 0.00% 0.01% -0.03%
Net Change
 % -7.84% -8.58% -7.43% -8.80% -4.76% -9.09% -8.93% -7.30% -7.08% -10.53% -5.66% ###### 0.00% 0.00% -8.33% -6.3% -11.1%
5-YEAR NET CHANGE

End of FY 2007
 # 2198 728 1470 103 198 342 504 239 703 38 44 2 2 2 13 2 6
% 100.00% 33.12% 66.88% 4.69% 9.01% 15.56% 22.93% 10.87% 31.98% 1.73% 2.00% 0.09% 0.09% 0.09% 0.59% 0.09% 0.27%
CLF (2000)
 % 100.00% 53.20% 46.80% 6.20% 4.50% 39.00% 33.70% 4.80% 5.70% 1.90% 1.70% 0.10% 0.10% 0.30% 0.30% 0.80% 0.80%
FY 2012
 # 2291 820 1471 114 200 400 510 254 682 34 50 0 2 3 11 15 16
% 100.00% 35.79% 64.21% 4.98% 8.73% 17.46% 22.26% 11.09% 29.77% 1.48% 2.18% 0.00% 0.09% 0.13% 0.48% 0.65% 0.70%
Difference
 # 93 92 1 11 2 58 6 15 -21 -4 6 -2 0 1 -2 13 10
Ratio Change
 % 0.00% 2.67% -2.67% 0.29% -0.28% 1.90% -0.67% 0.21% -2.21% -0.24% 0.18% -0.09% 0.00% 0.04% -0.11% 0.56% 0.43%
Net Change
 % 4.23% 12.64% 0.07% 10.68% 1.01% 16.96% 1.19% 6.28% -2.99% -10.53% 13.64% ###### 0.00% 50.00% -15.38% ##### #####
8-YEAR NET CHANGE

FY 2004
 # 2481 820 1661 113 210 383 573 287 819 35 49 0 0 2 10 0 0
% 100.00% 33.05% 66.95% 4.55% 8.46% 15.44% 23.10% 11.57% 33.01% 1.41% 1.98% 0.00% 0.00% 0.08% 0.40% 0.00% 0.00%
CLF (2000)
 % 100.00% 53.20% 46.80% 6.20% 4.50% 39.00% 33.70% 4.80% 5.70% 1.90% 1.70% 0.10% 0.10% 0.30% 0.30% 0.80% 0.80%
FY 2012
 # 2291 820 1471 114 200 400 510 254 682 34 50 0 2 3 11 15 16
% 100.00% 35.79% 64.21% 4.98% 8.73% 17.46% 22.26% 11.09% 29.77% 1.48% 2.18% 0.00% 0.09% 0.13% 0.48% 0.65% 0.70%
Difference
 # -190 0 -190 1 -10 17 -63 -33 -137 -1 1 0 2 1 1 15 16
Ratio Change
 % 0.00% 2.74% -2.74% 0.42% 0.27% 2.02% -0.83% -0.48% -3.24% 0.07% 0.21% 0.00% 0.09% 0.05% 0.08% 0.65% 0.70%
Net Change
 % -7.66% 0.00% -11.44% 0.88% -4.76% 4.44% -10.99% -11.50% -16.73% -2.86% 2.04% 0.00% 0.00% 50.00% 10.00% 0.00% 0.00%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table A2 - Permanent Workforce By Component - Distribution by Race/Ethnicity and Sex
Organizational Component TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander Alaska Native American Indian or Two or more races


All male female male female male female male female male female male female male female male female
National CLF
 % 100% 53.20% 46.80% 6.20% 4.50% 39% 33.70% 4.80% 5.70% 1.90% 1.70% 0.10% 0.10% 0.30% 0.30% 0.90% 0.80%
EQUAL EMPLOYMENT OPPORTUNITY COMM (D)
 # 2266 810 1456 112 197 394 504 252 676 34 50 0 2 3 11 15 16
% 100% 35.75% 64.25% 4.94% 8.69% 17.39% 22.24% 11.12% 29.83% 1.50% 2.21% 0.00% 0.09% 0.13% 0.49% 0.66% 0.71%
Total
 # 2266 810 1456 112 197 394 504 252 676 34 50 0 2 3 11 15 16
% 100% 35.75% 64.25% 4.94% 8.69% 17.39% 22.24% 11.12% 29.83% 1.50% 2.21% 0.00% 0.09% 0.13% 0.49% 0.66% 0.71%

KEY:
(D) Department
(B) Bureau
(SB) Sub Bureau
(ORG) Organization

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table A2 - Temporary Workforce By Component - Distribution by Race/Ethnicity and Sex
Organizational Component TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander Alaska Native American Indian or Two or more races

All male female male female male female male female male female male female male female male female
National CLF
 % 100% 53.20% 46.80% 6.20% 4.50% 39% 33.70% 4.80% 5.70% 1.90% 1.70% 0.10% 0.10% 0.30% 0.30% 0.90% 0.80%
EQUAL EMPLOYMENT OPPORTUNITY COMM (D)
 # 25 10 15 2 3 6 6 2 6 0 0 0 0 0 0 0 0
% 100% 40.00% 60.00% 8.00% 12.00% 24.00% 24.00% 8.00% 24.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total
 # 25 10 15 2 3 6 6 2 6 0 0 0 0 0 0 0 0
% 100% 40.00% 60.00% 8.00% 12.00% 24.00% 24.00% 8.00% 24.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

KEY:
(D) Department
(B) Bureau
(SB) Sub Bureau
(ORG) Organization

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table A3-1 - Occupational Categories - Distribution by Race/Ethnicity and Sex
Occupational Categories TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
1. Officials and Managers
Executive/Senior Level (Grades 15 and Above)
 # 102 55 47 5 3 27 24 21 18 2 1 0 0 0 0 0 1
% 100% 53.92% 46.08% 4.90% 2.94% 26.47% 23.53% 20.59% 17.65% 1.96% 0.98% 0.00% 0.00% 0.00% 0.00% 0.00% 0.98%
Mid-Level (Grades 13-14)
 # 210 71 139 13 20 31 58 23 54 4 6 0 0 0 1 0 0
% 100% 33.81% 66.19% 6.19% 9.52% 14.76% 27.62% 10.95% 25.71% 1.90% 2.86% 0.00% 0.00% 0.00% 0.48% 0.00% 0.00%
First-Level (Grades 12 and Below)
 # 28 12 16 1 1 3 4 7 10 1 1 0 0 0 0 0 0
% 100% 42.86% 57.14% 3.57% 3.57% 10.71% 14.29% 25.00% 35.71% 3.57% 3.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Other
 # 938 362 576 65 92 166 170 112 286 11 14 0 0 2 6 6 8
% 100% 38.59% 61.41% 6.93% 9.81% 17.70% 18.12% 11.94% 30.49% 1.17% 1.49% 0.00% 0.00% 0.21% 0.64% 0.64% 0.85%
Officials And Managers - TOTAL
 # 1278 500 778 84 116 227 256 163 368 18 22 0 0 2 7 6 9
% 100% 39.12% 60.88% 6.57% 9.08% 17.76% 20.03% 12.75% 28.79% 1.41% 1.72% 0.00% 0.00% 0.16% 0.55% 0.47% 0.70%
2. Professionals
 # 502 208 294 13 31 123 153 50 86 14 21 0 0 0 2 8 1
% 100% 41.43% 58.57% 2.59% 6.18% 24.50% 30.48% 9.96% 17.13% 2.79% 4.18% 0.00% 0.00% 0.00% 0.40% 1.59% 0.20%
3. Technicians
 # 2 2 0 0 0 0 0 2 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
5. Administrative Support Workers
 # 364 60 304 8 34 25 79 24 176 2 7 0 2 0 1 1 5
% 100% 16.48% 83.52% 2.20% 9.34% 6.87% 21.70% 6.59% 48.35% 0.55% 1.92% 0.00% 0.55% 0.00% 0.27% 0.27% 1.37%
6. Craft Workers
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
7. Operatives
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
8. Laborers and Helpers
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
9. Service Workers
 # 120 40 80 7 16 19 16 13 46 0 0 0 0 1 1 0 1
% 100% 33.33% 66.67% 5.83% 13.33% 15.83% 13.33% 10.83% 38.33% 0.00% 0.00% 0.00% 0.00% 0.83% 0.83% 0.00% 0.83%
EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221
Table A3-2 - Occupational Categories - Distribution by Race/Ethnicity and Sex
Occupational Categories TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
1. Officials and Managers


Executive/Senior Level (Grades 15 and Above)
 # 102 55 47 5 3 27 24 21 18 2 1 0 0 0 0 0 1
% 4.50% 6.79% 3.23% 4.46% 1.52% 6.85% 4.76% 8.33% 2.66% 5.88% 2.00% 0% 0.00% 0.00% 0.00% 0.00% 6.25%
Mid-Level (Grades 13-14)
 # 210 71 139 13 20 31 58 23 54 4 6 0 0 0 1 0 0
% 9.27% 8.77% 9.55% 11.61% 10.15% 7.87% 11.51% 9.13% 7.99% 11.76% 12.00% 0% 0.00% 0.00% 9.09% 0.00% 0.00%
First-Level (Grades 12 and Below)
 # 28 12 16 1 1 3 4 7 10 1 1 0 0 0 0 0 0
% 1.24% 1.48% 1.10% 0.89% 0.51% 0.76% 0.79% 2.78% 1.48% 2.94% 2.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
Other
 # 938 362 576 65 92 166 170 112 286 11 14 0 0 2 6 6 8
% 41.39% 44.69% 39.56% 58.04% 46.70% 42.13% 33.73% 44.44% 42.31% 32.35% 28.00% 0% 0.00% 66.67% 54.55% 40.00% 50.00%
Officials And Managers TOTAL
 # 1278 500 778 84 116 227 256 163 368 18 22 0 0 2 7 6 9
% 56.40% 61.73% 53.43% 3.71% 5.12% 10.02% 11.30% 7.19% 16.24% 0.79% 0.97% 0.00% 0.00% 0.09% 0.31% 0.26% 0.40%
2. Professionals
 # 502 208 294 13 31 123 153 50 86 14 21 0 0 0 2 8 1
% 22.15% 25.68% 20.19% 11.61% 15.74% 31.22% 30.36% 19.84% 12.72% 41.18% 42.00% 0% 0.00% 0.00% 18.18% 53.33% 6.25%
3. Technicians
 # 2 2 0 0 0 0 0 2 0 0 0 0 0 0 0 0 0
% 0.09% 0.25% 0.00% 0.00% 0.00% 0.00% 0.00% 0.79% 0.00% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
4. Sales Workers
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
5. Administrative Support Workers
 # 364 60 304 8 34 25 79 24 176 2 7 0 2 0 1 1 5
% 16.06% 7.41% 20.88% 7.14% 17.26% 6.35% 15.67% 9.52% 26.04% 5.88% 14.00% 0% 100.00% 0.00% 9.09% 6.67% 31.25%
6. Craft Workers
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
7. Operatives
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
8. Laborers and Helpers
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
9. Service Workers
 # 120 40 80 7 16 19 16 13 46 0 0 0 0 1 1 0 1
% 5.30% 4.94% 5.49% 6.25% 8.12% 4.82% 3.17% 5.16% 6.80% 0.00% 0.00% 0% 0.00% 33.33% 9.09% 0.00% 6.25%
Permanent Workforce
 # 2266 810 1456 112 197 394 504 252 676 34 50 0 2 3 11 15 16
% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%

SUPPLEMENTAL ANALYSIS TABLE

GRADE DISTRIBUTION FOR EMPLOYEES by Race/Ethnicity & Sex [PERMANENT]
Non-Supervisor GS/GM, AND RELATED GRADES TOTAl EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
GS-02 # 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-03 # 10 3 7 1 2 0 0 2 5 0 0 0 0 0 0 0 0
% 100.00% 30.00% 70.00% 10.00% 20.00% 0.00% 0.00% 20.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-04 # 10 4 6 0 1 2 1 2 4 0 0 0 0 0 0 0 0
% 100.00% 40.00% 60.00% 0.00% 10.00% 20.00% 10.00% 20.00% 40.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-05 # 166 47 119 10 18 19 33 15 62 2 2 0 1 0 1 1 2
% 100.00% 28.31% 71.69% 6.02% 10.84% 11.45% 19.88% 9.04% 37.35% 1.20% 1.20% 0.00% 0.60% 0.00% 0.60% 0.60% 1.20%
GS-06 # 82 14 68 2 9 6 20 5 34 0 3 0 0 1 0 0 2
% 100.00% 17.07% 82.93% 2.44% 10.98% 7.32% 24.39% 6.10% 41.46% 0.00% 3.66% 0.00% 0.00% 1.22% 0.00% 0.00% 2.44%
GS-07 # 142 30 112 2 12 16 25 12 70 0 2 0 1 0 1 0 1
% 100.00% 21.13% 78.87% 1.41% 8.45% 11.27% 17.61% 8.45% 49.30% 0.00% 1.41% 0.00% 0.70% 0.00% 0.70% 0.00% 0.70%
GS-08 # 31 3 28 0 4 1 4 2 20 0 0 0 0 0 0 0 0
% 100.00% 9.68% 90.32% 0.00% 12.90% 3.23% 12.90% 6.45% 64.52% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-09 # 106 37 69 6 6 17 12 12 45 0 1 0 0 0 3 2 2
% 100.00% 34.91% 65.09% 5.66% 5.66% 16.04% 11.32% 11.32% 42.45% 0.00% 0.94% 0.00% 0.00% 0.00% 2.83% 1.89% 1.89%
GS-11 # 206 75 131 11 15 41 39 17 73 3 3 0 0 0 0 3 1
% 100.00% 36.41% 63.59% 5.34% 7.28% 19.90% 18.93% 8.25% 35.44% 1.46% 1.46% 0.00% 0.00% 0.00% 0.00% 1.46% 0.49%
GS-12 # 558 211 347 46 68 82 98 71 161 8 10 0 0 2 4 2 6
% 100.00% 37.81% 62.19% 8.24% 12.19% 14.70% 17.56% 12.72% 28.85% 1.43% 1.79% 0.00% 0.00% 0.36% 0.72% 0.36% 1.08%
GS-13 # 211 91 120 6 13 47 46 28 58 7 2 0 0 0 0 3 1
% 100.00% 43.13% 56.87% 2.84% 6.16% 22.27% 21.80% 13.27% 27.49% 3.32% 0.95% 0.00% 0.00% 0.00% 0.00% 1.42% 0.47%
GS-14 # 390 151 239 9 27 94 133 37 59 7 19 0 0 0 1 4 0
% 100.00% 38.7% 61.28% 2.31% 6.92% 24.10% 34.10% 9.49% 15.13% 1.79% 4.87% 0.00% 0.00% 0.00% 0.26% 1.03% 0.00%
GS-13 # 31 13 18 0 1 13 10 0 7 0 0 0 0 0 0 0 0
% 100.00% 41.94% 58.06% 0.00% 3.23% 41.94% 32.26% 0.00% 22.58% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.0% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Non-Supervisory # 1945 680 1265 93 177 339 421 203 598 27 42 0 2 3 10 15 15
% 100.00% 34.96% 65.04% 4.78% 9.10% 17.43% 21.65% 10.44% 30.75% 1.39% 2.16% 0.00% 0.10% 0.15% 0.51% 0.77% 0.77%
GRADE DISTRIBUTION for PERMANENT & TEMPORARY SUPERVISORY EMPLOYEES by Race/Ethnicity & Sex
EEOC Workforce FY2012
GS/GM, SES, and related grades PERMANENT EMPLOYEES Hispanic or Latino White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
GS - 12 Supervisor # 28 12 16 1 1 3 4 7 10 1 1 0 0 0 0 0 0
% 100.00% 42.86% 57.14% 3.57% 3.57% 10.71% 14.29% 25.00% 35.71% 3.57% 3.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS/GM - 13 Supervisor # 103 34 69 10 13 11 23 11 29 2 3 0 0 0 1 0 0
% 100.00% 33.01% 66.99% 9.71% 12.62% 10.68% 22.33% 10.68% 28.16% 1.94% 2.91% 0.00% 0.00% 0.00% 0.97% 0.00% 0.00%
GS/GM - 14 Supervisor # 107 37 70 3 7 20 35 12 25 2 3 0 0 0 0 0 0
% 100.00% 34.58% 65.42% 2.80% 6.54% 18.69% 32.71% 11.21% 23.36% 1.87% 2.80% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS/GM - 15 Supervisor # 73 37 36 4 2 22 21 9 11 2 1 0 0 0 0 0 1
% 100.00% 50.68% 49.32% 5.48% 2.74% 30.14% 28.77% 12.33% 15.07% 2.74% 1.37% 0.00% 0.00% 0.00% 0.00% 0.00% 1.37%
Senior Ex. Service # 35 19 16 2 1 5 6 12 9 0 0 0 0 0 0 0 0
% 100.00% 54.29% 45.71% 5.71% 2.86% 14.29% 17.14% 34.29% 25.71% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Managers & Supervisors # 346 139 207 20 24 61 89 51 84 7 8 0 0 0 1 0 1
% 100.00% 40.17% 59.83% 5.78% 6.94% 17.63% 25.72% 14.74% 24.28% 2.02% 2.31% 0.00% 0.00% 0.00% 0.29% 0.00% 0.29%
Total Non-Supervisory # 1945 680 1265 93 177 339 421 203 598 27 42 0 2 3 10 15 15
% 100.00% 34.96% 65.04% 4.78% 9.10% 17.43% 21.65% 10.44% 30.75% 1.39% 2.16% 0.00% 0.10% 0.15% 0.51% 0.77% 0.77%
Total Employees # 2291 819 1472 113 201 400 510 254 682 34 50 0 2 3 11 15 16
% 100.00% 35.75% 64.25% 4.93% 8.77% 17.46% 22.26% 11.09% 29.77% 1.48% 2.18% 0.00% 0.09% 0.13% 0.48% 0.65% 0.70%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION - Pay Period 201221

Table A4-1: Participation Rates for General Schedule Grades - Distribution by Race/Ethnicity and Sex - Permanent Workforce
GS/GM, SES AND RELATED GRADES TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races


All male female male female male female male female male female male female male female male female
GS-01
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-02
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-03
 # 3 1 2 0 0 0 0 1 2 0 0 0 0 0 0 0 0
% 100% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-04
 # 9 3 6 0 1 1 1 2 4 0 0 0 0 0 0 0 0
% 100% 33.33% 66.67% 0.00% 11.11% 11.11% 11.11% 22.22% 44.44% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-05
 # 166 47 119 10 18 19 33 15 62 2 2 0 1 0 1 1 2
% 100% 28.31% 71.69% 6.02% 10.84% 11.45% 19.88% 9.04% 37.35% 1.20% 1.20% 0.00% 0.60% 0.00% 0.60% 0.60% 1.20%
GS-06
 # 82 14 68 2 9 6 20 5 34 0 3 0 0 1 0 0 2
% 100% 17.07% 82.93% 2.44% 10.98% 7.32% 24.39% 6.10% 41.46% 0.00% 3.66% 0.00% 0.00% 1.22% 0.00% 0.00% 2.44%
GS-07
 # 142 30 112 2 12 16 25 12 70 0 2 0 1 0 1 0 1
% 100% 21.13% 78.87% 1.41% 8.45% 11.27% 17.61% 8.45% 49.30% 0.00% 1.41% 0.00% 0.70% 0.00% 0.70% 0.00% 0.70%
GS-08
 # 31 3 28 0 4 1 4 2 20 0 0 0 0 0 0 0 0
% 100% 9.68% 90.32% 0.00% 12.90% 3.23% 12.90% 6.45% 64.52% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-09
 # 106 37 69 6 6 17 12 12 45 0 1 0 0 0 3 2 2
% 100% 34.91% 65.09% 5.66% 5.66% 16.04% 11.32% 11.32% 42.45% 0.00% 0.94% 0.00% 0.00% 0.00% 2.83% 1.89% 1.89%
GS-10
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-11
 # 206 75 131 11 15 41 39 17 73 3 3 0 0 0 0 3 1
% 100% 36.41% 63.59% 5.34% 7.28% 19.90% 18.93% 8.25% 35.44% 1.46% 1.46% 0.00% 0.00% 0.00% 0.00% 1.46% 0.49%
GS-12
 # 586 223 363 47 69 85 102 78 171 9 11 0 0 2 4 2 6
% 100% 38.05% 61.95% 8.02% 11.77% 14.51% 17.41% 13.31% 29.18% 1.54% 1.88% 0.00% 0.00% 0.34% 0.68% 0.34% 1.02%
GS-13
 # 314 125 189 16 26 58 69 39 87 9 5 0 0 0 1 3 1
% 100% 39.81% 60.19% 5.10% 8.28% 18.47% 21.97% 12.42% 27.71% 2.87% 1.59% 0.00% 0.00% 0.00% 0.32% 0.96% 0.32%
GS-14
 # 494 186 308 12 34 113 167 48 84 9 22 0 0 0 1 4 0
% 100% 37.65% 62.35% 2.43% 6.88% 22.87% 33.81% 9.72% 17.00% 1.82% 4.45% 0.00% 0.00% 0.00% 0.20% 0.81% 0.00%
GS-15
 # 98 48 50 5 2 32 29 9 17 2 1 0 0 0 0 0 1
% 100% 48.98% 51.02% 5.10% 2.04% 32.65% 29.59% 9.18% 17.35% 2.04% 1.02% 0.00% 0.00% 0.00% 0.00% 0.00% 1.02%
All other (unspecified)
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Senior Executive Service
 # 29 18 11 1 1 5 3 12 7 0 0 0 0 0 0 0 0
% 100% 62.07% 37.93% 3.45% 3.45% 17.24% 10.34% 41.38% 24.14% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION - Pay Period 201221

Table A4-1: Participation Rates for General Schedule Grades - Distribution by Race/Ethnicity and Sex - Temporary Workforce
GS/GM, SES AND RELATED GRADES TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
GS-01
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-02
 # 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 0.00% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-03
 # 7 2 5 1 2 0 0 1 3 0 0 0 0 0 0 0 0
% 100% 28.57% 71.43% 14.29% 28.57% 0.00% 0.00% 14.29% 42.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-04
 # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-05
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-06
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-07
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-08
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-09
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-10
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-11
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-12
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-13
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-14
 # 3 2 1 0 0 1 1 1 0 0 0 0 0 0 0 0 0
% 100% 66.67% 33.33% 0.00% 0.00% 33.33% 33.33% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-15
 # 6 3 3 0 0 3 2 0 1 0 0 0 0 0 0 0 0
% 100% 50.00% 50.00% 0.00% 0.00% 50.00% 33.33% 0.00% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
All other (unspecified)
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Senior Executive Service
 # 7 2 5 1 0 1 3 0 2 0 0 0 0 0 0 0 0
% 100% 28.57% 71.43% 14.29% 0.00% 14.29% 42.86% 0.00% 28.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION - Pay Period 201221

Table A4-2: Participation Rates for General Schedule Grades - Distribution by Race/Ethnicity and Sex - Permanent Workforce
GS/GM, SES AND RELATED GRADES TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
GS-01
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-02
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-03
 # 3 1 2 0 0 0 0 1 2 0 0 0 0 0 0 0 0
% 0.13% 0.12% 0.14% 0.00% 0.00% 0.00% 0.00% 0.40% 0.30% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-04
 # 9 3 6 0 1 1 1 2 4 0 0 0 0 0 0 0 0
% 0.40% 0.37% 0.41% 0.00% 0.51% 0.25% 0.20% 0.79% 0.59% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-05
 # 166 47 119 10 18 19 33 15 62 2 2 0 1 0 1 1 2
% 7.33% 5.80% 8.17% 8.93% 9.14% 4.82% 6.55% 5.95% 9.17% 5.88% 4.00% 0% 50.00% 0.00% 9.09% 6.67% 12.50%
GS-06
 # 82 14 68 2 9 6 20 5 34 0 3 0 0 1 0 0 2
% 3.62% 1.73% 4.67% 1.79% 4.57% 1.52% 3.97% 1.98% 5.03% 0.00% 6.00% 0% 0.00% 33.33% 0.00% 0.00% 12.50%
GS-07
 # 142 30 112 2 12 16 25 12 70 0 2 0 1 0 1 0 1
% 6.27% 3.70% 7.69% 1.79% 6.09% 4.06% 4.96% 4.76% 10.36% 0.00% 4.00% 0% 50.00% 0.00% 9.09% 0.00% 6.25%
GS-08
 # 31 3 28 0 4 1 4 2 20 0 0 0 0 0 0 0 0
% 1.37% 0.37% 1.92% 0.00% 2.03% 0.25% 0.79% 0.79% 2.96% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-09
 # 106 37 69 6 6 17 12 12 45 0 1 0 0 0 3 2 2
% 4.68% 4.57% 4.74% 5.36% 3.05% 4.31% 2.38% 4.76% 6.66% 0.00% 2.00% 0% 0.00% 0.00% 27.27% 13.33% 12.50%
GS-10
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-11
 # 206 75 131 11 15 41 39 17 73 3 3 0 0 0 0 3 1
% 9.09% 9.26% 9.00% 9.82% 7.61% 10.41% 7.74% 6.75% 10.80% 8.82% 6.00% 0% 0.00% 0.00% 0.00% 20.00% 6.25%
GS-12
 # 586 223 363 47 69 85 102 78 171 9 11 0 0 2 4 2 6
% 25.86% 27.53% 24.93% 41.96% 35.03% 21.57% 20.24% 30.95% 25.30% 26.47% 22.00% 0% 0.00% 66.67% 36.36% 13.33% 37.50%
GS-13
 # 314 125 189 16 26 58 69 39 87 9 5 0 0 0 1 3 1
% 13.86% 15.43% 12.98% 14.29% 13.20% 14.72% 13.69% 15.48% 12.87% 26.47% 10.00% 0% 0.00% 0.00% 9.09% 20.00% 6.25%
GS-14
 # 494 186 308 12 34 113 167 48 84 9 22 0 0 0 1 4 0
% 21.80% 22.96% 21.15% 10.71% 17.26% 28.68% 33.13% 19.05% 12.43% 26.47% 44.00% 0% 0.00% 0.00% 9.09% 26.67% 0.00%
GS-15
 # 98 48 50 5 2 32 29 9 17 2 1 0 0 0 0 0 1
% 4.32% 5.93% 3.43% 4.46% 1.02% 8.12% 5.75% 3.57% 2.51% 5.88% 2.00% 0% 0.00% 0.00% 0.00% 0.00% 6.25%
All other (unspecified)
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Senior Executive Service
 # 29 18 11 1 1 5 3 12 7 0 0 0 0 0 0 0 0
% 1.28% 2.22% 0.76% 0.89% 0.51% 1.27% 0.60% 4.76% 1.04% 0.00% 0.00% 0% 0.00% 0.00% 0.00% 0.00% 0.00%
TOTAL
 # 2266 810 1456 112 197 394 504 252 676 34 50 0 2 3 11 15 16
% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION - Pay Period 201221

Table A4-2: Participation Rates for General Schedule Grades - Distribution by Race/Ethnicity and Sex - Temporary Workforce
GS/GM, SES AND RELATED GRADES TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
GS-01
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-02
 # 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0
% 4.00% 0.00% 6.67% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-03
 # 7 2 5 1 2 0 0 1 3 0 0 0 0 0 0 0 0
% 28.00% 20.00% 33.33% 50.00% 66.67% 0.00% 0.00% 50.00% 50.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-04
 # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 4.00% 10.00% 0.00% 0.00% 0.00% 16.67% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-05
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-06
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-07
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-08
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-09
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-10
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-11
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-12
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-13
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-14
 # 3 2 1 0 0 1 1 1 0 0 0 0 0 0 0 0 0
% 12.00% 20.00% 6.67% 0.00% 0.00% 16.67% 16.67% 50.00% 0.00% 0% 0% 0% 0% 0% 0% 0% 0%
GS-15
 # 6 3 3 0 0 3 2 0 1 0 0 0 0 0 0 0 0
% 24.00% 30.00% 20.00% 0.00% 0.00% 50.00% 33.33% 0.00% 16.67% 0% 0% 0% 0% 0% 0% 0% 0%
All other (unspecified)
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Senior Executive Service
 # 7 2 5 1 0 1 3 0 2 0 0 0 0 0 0 0 0
% 28.00% 20.00% 33.33% 50.00% 0.00% 16.67% 50.00% 0.00% 33.33% 0% 0% 0% 0% 0% 0% 0% 0%
TOTAL
 # 25 10 15 2 3 6 6 2 6 0 0 0 0 0 0 0 0
% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table A6: PARTICIPATION RATES FOR MAJOR OCCUPATIONS -Distribution by Race/Ethnicity and Sex - Permanent Workforce
Job Title/Series Agency Rate Occupational CLF TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
GENERAL ATTORNEY (0905)
 # 480 190 290 11 29 125 169 36 70 10 20 0 0 0 1 8 1
% 100% 39.58% 60.42% 2.29% 6.04% 26.04% 35.21% 7.50% 14.58% 2.08% 4.17% 0.00% 0.00% 0.00% 0.21% 1.67% 0.21%
Occupational CLF
 # 100% 71.31% 28.40% 2.05% 1.24% 65.22% 23.93% 2.00% 1.88% 1.24% 1.04% 0.02% 0.01% 0.11% 0.09% 0.68% 0.48%
GENERAL INVESTIGATING (1810)
 # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0
% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Occupational CLF
 # 100% 78.86% 20.85% 7.07% 2.01% 62.33% 14.68% 6.98% 3.55% 1.05% 0.32% 0.07% 0.00% 0.46% 0.14% 1.01% 0.32%
EQUAL OPPORTUNITY INVESTIGATION (1860)
 # 869 352 517 73 96 155 168 105 230 12 12 0 0 2 5 5 6
% 100% 40.51% 59.49% 8.40% 11.05% 17.84% 19.33% 12.08% 26.47% 1.38% 1.38% 0.00% 0.00% 0.23% 0.58% 0.58% 0.69%
Occupational CLF
 # 100% 52.87% 46.74% 4.17% 3.52% 41.33% 34.08% 4.47% 6.95% 1.66% 1.41% 0.06% 0.05% 0.39% 0.44% 0.82% 0.65%
Mediator 0301
 # 86 36 50 5 8 18 18 12 24 1 0 0 0 0 0 0 0
% 100.00% 41.86% 58.14% 5.81% 9.30% 20.93% 20.93% 13.95% 27.91% 1.16% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Occupational CLF
 # 100% 62.70% 37.30% 2.50% 2.10% 54.30% 28.80% 3.90% 4.90% 1.00% 0.60% 0.10% 0.10% 0.40% 0.40% 0.20% 0.20%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table A6: PARTICIPATION RATES FOR MAJOR OCCUPATIONS - Distribution by Race/Ethnicity and Sex - Temporary Workforce
Job Title/Series Agency
Rate Occupational CLF		 TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
GENERAL ATTORNEY (0905)
 # 7 4 3 1 0 3 3 0 0 0 0 0 0 0 0 0 0
% 100% 57.14% 42.86% 14.29% 0.00% 42.86% 42.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Occupational CLF
 # 100% 71.31% 28.40% 2.05% 1.24% 65.22% 23.93% 2.00% 1.88% 1.24% 1.04% 0.02% 0.01% 0.11% 0.09% 0.68% 0.48%
GENERAL INVESTIGATING (1810)
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Occupational CLF
 # 100% 78.86% 20.85% 7.07% 2.01% 62.33% 14.68% 6.98% 3.55% 1.05% 0.32% 0.07% 0.00% 0.46% 0.14% 1.01% 0.32%
ADR MEDIATORS (0308)
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
SUPPLEMENTAL ANALYSIS TABLE for MAJOR OCCUPATION
GRADE DISTRIBUTION of PERMANENT INVESTIGATORS -OPM series 1810
Grade TOTAL INVESTIGATORS [Permanent Competitive Service Appointments] RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
GS-05 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-07 # 7 3 4 0 0 2 1 1 3 0 0 0 0 0 0 0 0
% 100.00% 42.86% 57.14% 0.00% 0.00% 28.57% 14.29% 14.29% 42.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-09 # 47 30 17 5 2 16 8 7 7 0 0 0 0 0 0 2 0
% 100.00% 63.83% 36.17% 10.64% 4.26% 34.04% 17.02% 14.89% 14.89% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.26% 0.00%
GS-11 # 138 65 73 10 8 36 26 15 37 3 2 0 0 0 0 1 0
% 100.00% 47.10% 52.90% 7.25% 5.80% 26.09% 18.84% 10.87% 26.81% 2.17% 1.45% 0.00% 0.00% 0.00% 0.00% 0.72% 0.00%
GS-12 # 491 186 305 43 66 74 87 59 137 6 5 0 0 2 4 2 6
% 100.00% 37.88% 62.12% 8.76% 13.44% 15.07% 17.72% 12.02% 27.90% 1.22% 1.02% 0.00% 0.00% 0.41% 0.81% 0.41% 1.22%
GS-13 # 11 4 7 0 1 4 5 0 1 0 0 0 0 0 0 0 0
% 100.00% 36.36% 63.64% 0.00% 9.09% 36.36% 45.45% 0.00% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total NonSupervisor # 694 288 406 58 77 132 127 82 185 9 7 0 0 2 4 5 6
% 100.00% 41.50% 58.50% 8.36% 11.10% 19.02% 18.30% 11.82% 26.66% 1.30% 1.01% 0.00% 0.00% 0.29% 0.58% 0.72% 0.86%
Supervisor 12 # 26 11 15 1 1 3 4 6 9 1 1 0 0 0 0 0 0
% 100.00% 42.31% 57.69% 3.85% 3.85% 11.54% 15.38% 23.08% 34.62% 3.85% 3.85% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisor 13 # 90 27 63 9 13 8 21 8 25 2 3 0 0 0 1 0 0
% 100.00% 30.00% 70.00% 10.00% 14.44% 8.89% 23.33% 8.89% 27.78% 2.22% 3.33% 0.00% 0.00% 0.00% 1.11% 0.00% 0.00%
Supervisor 14 # 38 14 24 2 3 5 10 7 10 0 1 0 0 0 0 0 0
% 100.00% 36.84% 63.16% 5.26% 7.89% 13.16% 26.32% 18.42% 26.32% 0.00% 2.63% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisor 15 # 22 12 10 3 2 7 6 2 2 0 0 0 0 0 0 0 0
% 100.00% 54.55% 45.45% 13.64% 9.09% 31.82% 27.27% 9.09% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Supervisors # 176 64 112 15 19 23 41 23 46 3 5 0 0 0 1 0 0
% 100.00% 36.36% 63.64% 8.52% 10.80% 13.07% 23.30% 13.07% 26.14% 1.70% 2.84% 0.00% 0.00% 0.00% 0.57% 0.00% 0.00%
PERMANENT Investigators # 870 352 518 73 96 155 168 105 231 12 12 0 0 2 5 5 6
% 100.00% 40.46% 59.54% 8.39% 11.03% 17.82% 19.31% 12.07% 26.55% 1.38% 1.38% 0.00% 0.00% 0.23% 0.57% 0.57% 0.69%
RCLF Compliance SOC-056
 52.90% 47.10% 4.20% 3.50% 41.30% 34.10% 4.50% 6.90% 1.70% 1.40% 0.10% 0.10% 0.40% 0.40% 0.80% 0.60%
Criminal Investigate SOC-382
 79.00% 21.00% 7.10% 2.00% 62.30% 14.70% 7.00% 3.60% 1.00% 0.30% 0.10% 0.10% 0.50% 0.10% 1.00% 0.40%

*There are no Temporary Investigators

SUPPLEMENTAL ANALYSIS TABLE for MAJOR OCCUPATION
GRADE DISTRIBUTION of PERMANENT ATTORNEYS - OPM series 0905
Grade TOTAL ATTORNEYS
[Permanent Excepted Appointments]		 RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
GS-11 # 4 3 1 0 1 1 0 0 0 0 0 0 0 0 0 2 0
% 100.00% 75.00% 25.00% 0.00% 25.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 50.00% 0.00%
GS-12 # 2 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-13 # 38 19 19 0 3 9 10 5 4 3 2 0 0 0 0 2 0
% 100.00% 50.00% 50.00% 0.00% 7.89% 23.68% 26.32% 13.16% 10.53% 7.89% 5.26% 0.00% 0.00% 0.00% 0.00% 5.26% 0.00%
GS-14 # 320 122 198 8 23 82 116 23 43 5 15 0 0 0 1 4 0
% 100.00% 38.13% 61.88% 2.50% 7.19% 25.63% 36.25% 7.19% 13.44% 1.56% 4.69% 0.00% 0.00% 0.00% 0.31% 1.25% 0.00%
GS-15 # 21 8 13 1 0 7 7 0 6 0 0 0 0 0 0 0 0
% 100.00% 38.10% 61.90% 4.76% 0.00% 33.33% 33.33% 0.00% 28.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total NonSupervisor # 386 155 231 9 27 101 133 29 53 8 17 0 0 0 1 8 0
% 100.00% 40.16% 59.84% 2.33% 6.99% 26.17% 34.46% 7.51% 13.73% 2.07% 4.40% 0.00% 0.00% 0.00% 0.26% 2.07% 0.00%
Supervisor 14 # 54 18 36 1 2 13 21 3 11 1 2 0 0 0 0 0 0
% 100.00% 33.33% 66.67% 1.85% 3.70% 24.07% 38.89% 5.56% 20.37% 1.85% 3.70% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisor 15 # 37 16 21 1 0 10 14 4 5 1 1 0 0 0 0 0 1
% 100.00% 43.24% 56.76% 2.70% 0.00% 27.03% 37.84% 10.81% 13.51% 2.70% 2.70% 0.00% 0.00% 0.00% 0.00% 0.00% 2.70%
SES # 3 1 2 0 0 1 1 0 1 0 0 0 0 0 0 0 0
% 100.00% 33.33% 66.67% 0.00% 0.00% 33.33% 33.33% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Supervisors # 94 35 59 2 2 24 36 7 17 2 3 0 0 0 0 0 1
% 100.00% 37.23% 62.77% 2.13% 2.13% 25.53% 38.30% 7.45% 18.09% 2.13% 3.19% 0.00% 0.00% 0.00% 0.00% 0.00% 1.06%
TOTAL ATTORNEYS # 480 190 290 11 29 125 169 36 70 10 20 0 0 0 1 8 1
% 100.00% 39.58% 60.42% 2.29% 6.04% 26.04% 35.21% 7.50% 14.58% 2.08% 4.17% 0.00% 0.00% 0.00% 0.21% 1.67% 0.21%
RCLF Lawyers, SOC-210 71.30% 28.70% 2.00% 1.20% 65.20% 23.90% 2.00% 1.90% 1.20% 1.00% 0.00% 0.00% 0.10% 0.10% 0.60% 0.40%
SUPPLEMENTAL ANALYSIS TABLE for MAJOR OCCUPATION
GRADE DISTRIBUTION of TEMPORARY ATTORNEYS - OPM series 0905
Grade TOTAL ATTORNEYS
[Permanent Excepted Appointments]		 RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
GS-11 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-12 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-13 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-14 # 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 50.00% 50.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-15 # 4 2 2 0 0 2 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 50.00% 50.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total NonSupervisor # 6 3 3 0 0 3 3 0 0 0 0 0 0 0 0 0 0
% 100.00% 50.00% 50.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisor 14 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisor 15 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 1 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Supervisors # 1 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
TOTAL ATTORNEYS # 7 4 3 1 0 3 3 0 0 0 0 0 0 0 0 0 0
% 100.00% 57.14% 42.86% 14.29% 0.00% 42.86% 42.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
RCLF Lawyers, SOC-210 71.30% 28.70% 2.00% 1.20% 65.20% 23.90% 2.00% 1.90% 1.20% 1.00% 0.00% 0.00% 0.10% 0.10% 0.60% 0.40%
SUPPLEMENTAL ANALYSIS TABLE for MAJOR OCCUPATION
GRADE DISTRIBUTION of Mediators
Grade TOTAL MEDIATORS
[Permanent Excepted Appointments]		 RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
GS-11 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-12 # 7 4 3 1 0 1 1 2 2 0 0 0 0 0 0 0 0
% 100.00% 57.14% 42.86% 14.29% 0.00% 14.29% 14.29% 28.57% 28.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-13 # 78 32 46 4 8 17 17 10 21 1 0 0 0 0 0 0 0
% 100.00% 41.03% 58.97% 5.13% 10.26% 21.79% 21.79% 12.82% 26.92% 1.28% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-14 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-15 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total NonSupervisor # 85 36 49 5 8 18 18 12 23 1 0 0 0 0 0 0 0
% 100.00% 42.35% 57.65% 5.88% 9.41% 21.18% 21.18% 14.12% 27.06% 1.18% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisor 14 # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisor 15 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Supervisors # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
TOTAL MEDIATORS # 86 36 50 5 8 18 18 12 24 1 0 0 0 0 0 0 0
% 100.00% 41.86% 58.14% 5.81% 9.30% 20.93% 20.93% 13.95% 27.91% 1.16% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Occupational CLF # 100% 62.70% 37.30% 2.50% 2.10% 54.30% 28.80% 3.90% 4.90% 1.00% 0.60% 0.10% 0.10% 0.40% 0.40% 0.20% 0.20%

*There are no temporary mediators.

Table A7 - APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS FY2012

Applicants RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Job Title/Series: Attorney Examiner GS -0905-14 (0 selections)

Total Received # 15 9 6 0 0 3 2 4 2 0 1 0 0 0 0 2 1
Voluntarily Identified # 15 9 6 0 0 3 2 4 2 0 1 0 0 0 0 2 1
% 100.00% 60.00% 40.00% 0.00% 0.00% 20.00% 13.33% 26.67% 13.33% 0.00% 6.67% 0.00% 0.00% 0.00% 0.00% 13.33% 6.67%
Qualified of those who voluntarily identified # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selected of those who voluntarily identified # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
RCLF Lawyers, SOC-210 71.30% 28.70% 2.00% 1.20% 65.20% 23.90% 2.00% 1.90% 1.20% 1.00% 0.00% 0.00% 0.10% 0.10% 0.60% 0.40%
Job Title/Series: Supervisory Attorney Advisor GS-0905-15 (0 selections)

Total Received # 28 15 13 0 0 10 3 3 4 0 3 0 0 0 0 2 3
Voluntarily Identified # 28 15 13 0 0 10 3 3 4 0 3 0 0 0 0 2 3
% 100.00% 53.57% 46.43% 0.00% 0.00% 35.71% 10.71% 10.71% 14.29% 0.00% 10.71% 0.00% 0.00% 0.00% 0.00% 7.14% 10.71%
Qualified of those who voluntarily identified # 3 1 2 0 0 1 1 0 1 0 0 0 0 0 0 0 0
% 100.00% 33.33% 66.67% 0.00% 0.00% 33.33% 33.33% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selected of those who voluntarily identified # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
RCLF Lawyers, SOC-210 71.30% 28.70% 2.00% 1.20% 65.20% 23.90% 2.00% 1.90% 1.20% 1.00% 0.00% 0.00% 0.10% 0.10% 0.60% 0.40%
Job Title/Series: Trial Attorney -GS -09050 -11 (2 selections)

Total Received # 62 35 27 0 5 29 6 2 7 0 1 0 0 0 0 4 5
Voluntarily Identified # 59 35 24 0 5 29 6 2 7 0 1 0 0 0 0 4 5
% 100.00% 59.32% 40.68% 0.00% 8.47% 49.15% 10.17% 3.39% 11.86% 0.00% 1.69% 0.00% 0.00% 0.00% 0.00% 6.78% 8.47%
Qualified of those who voluntarily identified # 5 2 3 0 0 1 1 1 1 0 1 0 0 0 0 0 0
% 100.00% 40.00% 60.00% 0.00% 0.00% 20.00% 20.00% 20.00% 20.00% 0.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selected of those who voluntarily identified # 2 1 1 0 0 1 0 0 0 0 1 0 0 0 0 0 0
% 100.00% 50.00% 50.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
RCLF Lawyers, SOC-210 71.30% 28.70% 2.00% 1.20% 65.20% 23.90% 2.00% 1.90% 1.20% 1.00% 0.00% 0.00% 0.10% 0.10% 0.60% 0.40%
Table A7 - APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS FY2012

Applicants RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Job Title/Series: Lead Equal Opportunity Investigator -GS -1860-13 (1 selection)

Total Received # 20 13 7 0 1 3 0 6 2 0 0 0 0 0 0 4 4
Voluntarily Identified # 20 13 7 0 1 3 0 6 2 0 0 0 0 0 0 4 4
% 100.00% 65.00% 35.00% 0.00% 5.00% 15.00% 0.00% 30.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 20.00% 20.00%
Qualified of those who voluntarily identified # 2 1 1 0 1 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 50.00% 50.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selected of those who voluntarily identified # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
RCLF Compliance SOC-056 52.90% 47.10% 4.20% 3.50% 41.30% 34.10% 4.50% 6.90% 1.70% 1.40% 0.10% 0.10% 0.40% 0.40% 0.80% 0.60%
Criminal Investigate SOC-382 79.00% 21.00% 7.10% 2.00% 62.30% 14.70% 7.00% 3.60% 1.00% 0.30% 0.10% 0.10% 0.50% 0.10% 1.00% 0.40%
Job Title/Series: Supervisory EO Investigator (Enforcement Supervisor) (3 selections)

Total Received # 198 131 67 2 4 31 8 68 34 0 1 0 0 0 0 30 20
Voluntarily Identified # 198 131 67 2 4 31 8 68 34 0 1 0 0 0 0 30 20
% 100.00% 66.16% 33.84% 1.01% 2.02% 15.66% 4.04% 34.34% 17.17% 0.00% 0.51% 0.00% 0.00% 0.00% 0.00% 15.15% 10.10%
Qualified of those who voluntarily identified # 34 14 20 1 4 6 0 4 11 0 0 0 0 0 0 3 5
% 100.00% 41.18% 58.82% 2.94% 11.76% 17.65% 0.00% 11.76% 32.35% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 8.82% 14.71%
Selected of those who voluntarily identified # 3 2 1 0 0 1 0 0 0 0 0 0 0 0 0 1 1
% 100.00% 66.67% 33.33% 0.00% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 33.33% 33.33%
RCLF Compliance SOC-056 52.90% 47.10% 4.20% 3.50% 41.30% 34.10% 4.50% 6.90% 1.70% 1.40% 0.10% 0.10% 0.40% 0.40% 0.80% 0.60%
Criminal Investigate SOC-382 79.00% 21.00% 7.10% 2.00% 62.30% 14.70% 7.00% 3.60% 1.00% 0.30% 0.10% 0.10% 0.50% 0.10% 1.00% 0.40%
Job Title/Series: Supervisory Equal Opportunity Investigator (Local Director) GS-1860-13 (1 selection)

Total Received # 12 9 3 0 0 1 1 4 1 0 0 0 0 0 0 4 1
Voluntarily Identified # 12 9 3 0 0 1 1 4 1 0 0 0 0 0 0 4 1
% 100.00% 75.00% 25.00% 0.00% 0.00% 8.33% 8.33% 33.33% 8.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 33.33% 8.33%
Qualified of those who voluntarily identified # 3 1 2 0 0 0 1 1 1 0 0 0 0 0 0 0 0
% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 33.33% 33.33% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selected of those who voluntarily identified # 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
RCLF Compliance SOC-056 52.90% 47.10% 4.20% 3.50% 41.30% 34.10% 4.50% 6.90% 1.70% 1.40% 0.10% 0.10% 0.40% 0.40% 0.80% 0.60%
Criminal Investigate SOC-382 79.00% 21.00% 7.10% 2.00% 62.30% 14.70% 7.00% 3.60% 1.00% 0.30% 0.10% 0.10% 0.50% 0.10% 1.00% 0.40%
Table A7 - APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS FY2012

Applicants RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Job Title/Series: Supervisory Equal Opportunity Investigator GS-1860-15 (1 selection)

Total Received # 70 51 19 0 3 14 3 17 8 0 1 1 0 0 0 19 2
Voluntarily Identified # 68 51 17 0 3 14 3 17 8 0 1 1 0 0 0 19 2
% 100.00% 75.00% 25.00% 0.00% 4.41% 20.59% 4.41% 25.00% 11.76% 0.00% 1.47% 1.47% 0.00% 0.00% 0.00% 27.94% 2.94%
Qualified of those who voluntarily identified # 4 1 3 0 1 1 1 0 1 0 0 0 0 0 0 0 0
% 100.00% 25.00% 75.00% 0.00% 25.00% 25.00% 25.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selected of those who voluntarily identified # 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
RCLF Compliance SOC-056 52.90% 47.10% 4.20% 3.50% 41.30% 34.10% 4.50% 6.90% 1.70% 1.40% 0.10% 0.10% 0.40% 0.40% 0.80% 0.60%
Criminal Investigate SOC-382 79.00% 21.00% 7.10% 2.00% 62.30% 14.70% 7.00% 3.60% 1.00% 0.30% 0.10% 0.10% 0.50% 0.10% 1.00% 0.40%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table A8: NEW HIRES BY TYPE OF APPOINTMENT - Distribution by Race/Ethnicity and Sex
Employment Tenure TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
Permanent
 # 5 2 3 0 0 1 1 0 2 1 0 0 0 0 0 0 0
% 100% 40.00% 60.00% 0.00% 0.00% 20.00% 20.00% 0.00% 40.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Temporary
 # 3 3 0 0 0 2 0 1 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 66.67% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
TOTAL
 # 8 5 3 0 0 3 1 1 2 1 0 0 0 0 0 0 0
% 37.50% 37.50% 0.00% 0.00% 0.00% 37.50% 12.50% 12.50% 25.00% 12.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
CLF
 % 100% 53.20% 46.80% 6.20% 4.50% 39.00% 33.70% 4.80% 5.70% 1.90% 1.70% 0.10% 0.10% 0.30% 0.30% 0.90% 0.80%
CLF is based on all workers on all Census Population
A8 DETAILED SUMMARY OF NEW HIRES BY TYPE OF APPOINTMENT
Type of Appointment Total New Appointments RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Permanent # 5 2 3 0 0 1 1 0 2 1 0 0 0 0 0 0 0
% 100.00% 40.00% 60.00% 0.00% 0.00% 20.00% 20.00% 0.00% 40.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
100 Career Appointment # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
101 Career Conditional Appointment # 3 2 1 0 0 1 0 0 1 1 0 0 0 0 0 0 0
% 100.00% 66.67% 33.33% 0.00% 0.00% 33.33% 0.00% 0.00% 33.33% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
130 Transfer from another federal agency # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
140 (Career) & 141 (Career Cond) Reinstatements # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.0%
142 & 146 SES career & noncareer # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
170 Excepted Appointment # 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Temporary # 3 3 0 0 0 2 0 1 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 66.67% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.0% 0.00% 0.00% 0.00%
115 Appointment NTE Date # 2 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
171 Excepted Appointment NTE Date # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.0% 0.00% 0.00% 0.00%
TOTAL NEW HIRES # 8 5 3 0 0 3 1 1 2 1 0 0 0 0 0 0 0
% 100.00% 62.50% 37.50% 0.00% 0.00% 37.50% 12.50% 12.50% 25.00% 12.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
FY 2012 Workforce Rate 35.79% 64.21% 4.98 8.73 17.46 22.26 11.09 29.77 1.48 2.18 0 0.09 0.13 0.48 0.65 0.7
FY 2011 Workforce Rate 36.08% 63.92% 5.03 8.45 17.7 22.53 11.02 29.53 1.53 2.13 0.04 0.08 0.12 0.48 0.64 0.72
National CLF Census 2000 53.20% 46.80% 6.20% 4.50% 39.00% 33.70% 4.80% 5.70% 1.90% 1.70% 0.10% 0.10% 0.30% 0.30% 0.80% 0.80%
DETAILED SUMMARY OF NEW HIRES BY OCCUPATIONAL CATEGORY
Occupational Category of Position Total New Appointments RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Permanent Appointments
 # 5 2 3 0 0 1 1 0 2 1 0 0 0 0 0 0 0
% 100.00% 40.00% 60.00% 0.00% 0.00% 20.00% 20.00% 0.00% 40.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
1810 Investigators
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
1802 ISAs and IIRs
 # 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 5.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% #REF!
0905 Attorneys
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Officials & Mgrs [0301; 0342; 0343; 0501; 0505; & 2210]
 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Professionals (0110; 0210; 1410; 2210 )
 # 2 2 0 0 0 1 0 0 0 1 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Human Resources
 # 2 0 2 0 0 0 0 0 2 0 0 0 0 0 0 0 0
Assistant 0203
 % 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Temporary Appointments
 # 3 3 0 0 0 2 0 1 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 66.67% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Professionals [0110; 0201; 1410; 2210 series]
 # 2 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
0905 Attorneys
 # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
TOTAL NEW HIRES
 # 8 5 3 0 0 3 1 1 2 1 0 0 0 0 0 0 0
% 100.00% 62.50% 37.50% 0.00% 0.00% 37.50% 12.50% 12.50% 25.00% 12.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
A8-3 DETAILED SUMMARY OF NEW HIRES BY GRADE LEVEL
GS/GM, SES, AND RELATED GRADES NEW HIRES
(Permanent & Temporary Appointments)		 RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female 0 0 0 0 0 0 0 0 0 0 0 0
GS-01 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.0% 0.00% 0.00% 0.00%
GS-02 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-03 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-04 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-05 # 2 0 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-06 # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-07 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-08 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-09 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-11 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-12 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-13 # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-14 # 3 3 0 0 0 1 0 1 0 1 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 33.33% 0.00% 33.33% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-15 # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Unspecified GS-0000-00 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Senior Ex. Service # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
TOTAL NEW HIRES 8 5 3 0 0 3 1 1 2 1 0 0 0 0 0 0 0
100.00% 62.50% 37.50% 0.00% 0.00% 37.50% 12.50% 12.50% 25.00% 12.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex

Employees RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Job Series of Vacancy: GS-0905-13 General Attorney (CR) (3 Selections)
Total Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 3 2 1 0 0 1 0 0 0 0 1 0 0 0 0 1 0
% 100.0% 66.67% 33.33% 0.00% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 33.33% 0.00%
Pool: 0905 -GS 12-13 35 41 0 4 20 19 9 13 3 4 0 0 0 0 3 1
Job Series of Vacancy: GS-0905-13 Trial Attorney (6 selections)
Total Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 6 3 3 0 1 1 1 0 0 1 1 0 0 0 0 1 0
% 100.0% 50.00% 50.00% 0.00% 16.67% 16.67% 16.67% 0.00% 0.00% 16.67% 16.67% 0.00% 0.00% 0.00% 0.00% 16.67% 0.00%
Pool: 0905 -GS 12-13 35 41 0 4 20 19 9 13 3 4 0 0 0 0 3 1
Job Series of Vacancy: GS-0905-14 Attorney Examiner (CR) (5 selections)
Total Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 5 3 2 0 0 3 0 0 2 0 0 0 0 0 0 0 0
% 100.0% 60.00% 40.00% 0.00% 0.00% 60.00% 0.00% 0.00% 40.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: 0905 -GS -13 27 37 0 4 16 17 8 13 2 2 0 0 0 0 1 1
Job Series of Vacancy: GS-0905-14 General Attorney (CR) (3 Selections)
Total Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 3 1 2 0 0 0 0 1 1 0 1 0 0 0 0 0 0
% 100.0% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 33.33% 33.33% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: 0905 -GS -13 27 37 0 4 16 17 8 13 2 2 0 0 0 0 1 1

Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex

Employees RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Job Series of Vacancy: GS-0905-14 Trial Attorney (CR) (23 Selections)
Total Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 23 9 14 0 2 7 5 1 5 0 1 0 0 0 0 1 1
% 100.0% 39.13% 60.87% 0.00% 8.70% 30.43% 21.74% 4.35% 21.74% 0.00% 4.35% 0.00% 0.00% 0.00% 0.00% 4.35% 4.35%
Pool: 0905 -GS -13 27 37 0 4 16 17 8 13 2 2 0 0 0 0 1 1
 
Job Series of Vacancy: GS-0905-15 Supervisory Attorney Advisor (1 Selection)
Total Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 1 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0
% 100.0% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: 0905 -GS -14 136 223 9 24 91 136 27 47 6 15 0 0 0 1 3 0
 
Job Series of Vacancy: GS-1860-13 Equal Opportunity Investigator (18 Selections)
Total Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 18 4 14 1 2 3 8 0 3 0 0 0 0 0 1 0 0
% 100.0% 22.22% 77.78% 5.56% 11.11% 16.67% 44.44% 0.00% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 5.56% 0.00% 0.00%
Pool: 1860 -GS -12 197 320 44 67 77 91 65 146 7 6 0 0 2 4 2 6
 
Job Series of Vacancy: GS-1860-14 Equal Opportunity Investigator (2 Selections)
Total Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 2 2 0 0 0 0 0 2 0 0 0 0 0 0 0 0 0
% 100.0% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: 1860 -GS -13 31 70 9 14 12 26 8 26 2 3 0 0 0 1 0 0
 
Job Series of Vacancy: GS-1860-15 Equal Opportunity Investigator (3 Selections)
Total Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 3 2 1 0 0 2 1 0 0 0 0 0 0 0 0 0 0
% 100.0% 66.67% 33.33% 0.00% 0.00% 66.67% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: 1860 -GS -14 14 24 2 3 5 10 7 10 0 1 0 0 0 0 0 0

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 201221 )

Table A10: NON-COMPETITIVE PROMOTIONS - TIME IN GRADE - Distribution by Race/Ethnicity and Sex
Permanent Workforce TOTAL WORKFORCE RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Other Pacific Islander Native Hawaiian or American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
Total Employees Eligible for Career Ladder Promotions # 292 138 154 16 21 71 52 38 75 6 5 0 0 0 1 7 0
% 100% 47.26% 52.74% 5.48% 7.19% 24.32% 17.81% 13.01% 25.68% 2.05% 1.71% 0.00% 0.00% 0.00% 0.34% 2.40% 0.00%
Time in grade in excess of miniumum
1-12 Months
 # 20 12 8 1 2 3 2 5 4 1 0 0 0 0 0 2 0
% 100% 60.00% 40.00% 5.00% 10.00% 15.00% 10.00% 25.00% 20.00% 5.00% 0.00% 0.00% 0.00% 0.00% 0.00% 10.00% 0.00%
13-24 Months
 # 8 5 3 1 0 1 0 3 3 0 0 0 0 0 0 0 0
% 100% 62.50% 37.50% 12.50% 0.00% 12.50% 0.00% 37.50% 37.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
25 + months
 # 16 2 14 0 1 0 6 2 7 0 0 0 0 0 0 0 0
% 100% 12.50% 87.50% 0.00% 6.25% 0.00% 37.50% 12.50% 43.75% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Table A11: INTERNAL SELECTIONS FOR SENIOR LEVEL POSITIONS (GS 13/14, GS 15, AND SES) by Race/Ethnicity and Sex

Employees RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Job Series and Grade of Vacancy: GS-0501-13 (1 selection) Budget Analyst
Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0501-12 & GS-0510-12 GS0501-13 & GS-0510-13 3 7 0 0 2 1 1 6 0 0 0 0 0 0 0 0
Job Series and Grade of Vacancy: GS-1035-14 (1 Selection) Public Affairs Specialist
Applicants # 0 0 0 Unable to determine
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Job Series and Grade of Vacancy: GS-1860-13 (16 selections) Supervisory E. O. Investigator
Applicants # 0 0 0 Unable to determine
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 16 3 13 1 2 2 7 0 3 0 0 0 0 0 1 0 0
% 100.00% 18.75% 81.25% 6.25% 12.50% 12.50% 43.75% 0.00% 18.75% 0.00% 0.00% 0.00% 0.00% 0.00% 6.25% 0.00% 0.00%
Pool: GS-1810-13 & GS-1860-13 GS1810-12 & GS-1860-12 202 382 40 79 81 115 68 171 9 9 0 0 2 4 2 4
Job Series and Grade of Vacancy: GS-1860-13 (2 selections) Lead Equal Opportunity Investigator
Applicants # 0 0 0 Unable to determine
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 50.00% 50.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-1810-13 & GS-1860-13 GS1810-12 & GS-1860-12 202 382 40 79 81 115 68 171 9 0 9 0 2 4 2 4
Table A11: INTERNAL SELECTIONS FOR SENIOR LEVEL POSITIONS (GS 13/14, GS 15, AND SES) by Race/Ethnicity and Sex (continued)

Employees RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Job Series and Grade of Vacancy: GS-1860-14 (2 selections) Supervisory E. O. Investigator
Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 2 2 0 0 0 0 0 2 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-1810-13 & GS-1860-13 GS- 1810-14 & GS-1860-14 53 88 11 16 20 33 18 35 4 4 0 0 0 0 0 0
Job Series and Grade of Vacancy: GS-1860-15 (2 selections) Supervisory E. O. Investigator (DD)
Applicants # 0 0 0 Unable to determine
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 50.00% 50.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool:GS-1810-14 & GS-1860-14 GS- 1810-15 & GS-1850-15 25 33 5 6 13 14 7 12 0 1 0 0 0 0 0 0

Job Series and Grade of Vacancy: GS-1860-15 (1 selection) Supervisory E. O. Investigator (FD)
Applicants # 0 0 0 Unable to determine
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool:GS-1810-14 & GS-1860-14 GS- 1810-15 & GS-1850-15 25 33 5 6 13 14 7 12 0 1 0 0 0 0 0 0
Job Series and Grade of Vacancy: GS-0905-13 General Attorney (CR) (3 Selections)
Applicants # 0 0 0 Unable to determine
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 3 2 1 0 0 1 0 0 0 0 1 0 0 0 0 1 0
% 100.00% 66.67% 33.33% 0.00% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 33.33% 0.00%
Pool: GS-0905-12 & GS-0905-13 33 43 0 4 20 19 9 13 3 4 0 0 0 0 1 3
Job Series and Grade of Vacancy: GS-0905-13 Trial Attorney (CR) (6 Selections)
Applicants # 0 0 0 Unable to determine
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 6 3 3 0 1 1 1 0 0 1 1 0 0 0 0 1 0
% 100.00% 50.00% 50.00% 0.00% 16.67% 16.67% 16.67% 0.00% 0.00% 16.67% 16.67% 0.00% 0.00% 0.00% 0.00% 16.67% 0.00%
Pool: GS-0905-12 & GS-0905-13 33 43 0 4 20 19 9 13 3 4 0 0 0 0 1 3
Table A11: INTERNAL SELECTIONS FOR SENIOR LEVEL POSITIONS (GS 13/14, GS 15, AND SES) by Race/Ethnicity and Sex (continued)

Employees RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Job Series and Grade of Vacancy: GS-0905-14 Attorney Examiner Civil Rights (5 Selections)
Applicants # 0 0 0 Unable to determine.
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 5 3 2 0 0 3 0 0 2 0 0 0 0 0 0 0 0
% 100.00% 60.00% 40.00% 0.00% 0.00% 60.00% 0.00% 0.00% 40.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905-13 & GS-0905-14 161 260 9 28 107 153 35 60 8 17 0 0 1 1 1 1
Job Series and Grade of Vacancy: GS-0905-14 General Attorney (CR) (3 Selections)
Applicants # 0 0 0 Unable to determine
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 3 1 2 0 0 0 0 1 1 0 1 0 0 0 0 0 0
% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 33.33% 33.33% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905-13 & GS-0905-14 161 260 9 28 107 153 35 60 8 17 0 0 1 1 1 1

Job Series and Grade of Vacancy: GS-0905-14 Trial Attorney (CF) (23 Selections)
Applicants # 0 0 0 Unable to determine
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 23 9 14 0 2 7 5 1 5 0 1 0 0 0 0 1 1
% 100.00% 39.13% 60.87% 0.00% 8.70% 30.43% 21.74% 4.35% 21.74% 0.00% 4.35% 0.00% 0.00% 0.00% 0.00% 4.35% 4.35%
Pool: GS-0905-13 & GS-0905-14 161 260 9 28 107 153 35 60 8 17 0 0 1 1 1 1
Job Series and Grade of Vacancy: GS-0905-15 Supervisory Attorney Advisory (1 Selection)
Applicants # 0 0 0 Unable to determine
Qualified # 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 1 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0501-14 & GS-0510-15 164 260 11 24 113 158 30 60 7 16 0 0 0 1 3 1
Table A12: PARTICIPATION IN CAREER DEVELOPMENT - Distribution by Race/Ethnicity and Sex

Total Employees RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native
All male female male female male female male female male female male female male female
Career Development Programs for GS 5 - 12:
Slots Available #


Pool: GS-12 suprv. 0 0 0











Applied # 0 0 0











% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Participants # 0 0 0











% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Career Development Programs for GS 13 - 14:
Slots Available #


Pool: 0 0 0











Applied # 0 0 0











% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Participants # 0 0 0











% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Career Development Programs for GS 15 and SES:
Slots Available #


Pool: 60 0 60











Applied # 0 0 0











% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Participants # 0 0 0











% 100.0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
"Relevant Pool" includes all employees in pay grades eligible for the career development program.

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table A13 -Employee Recognition and Awards -Distribution by Race/Ethnicity and Sex -Permanent Workforce
Type of Award TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
Time-Off Awards - 1-9 hours

Total Time-Off Awards Given # 712 248 464 39 88 129 144 68 214 4 7 0 0 1 2 7 9
% 100% 34.83% 65.17% 5.48% 12.36% 18.12% 20.22% 9.55% 30.06% 0.56% 0.98% 0.00% 0.00% 0.14% 0.28% 0.98% 1.26%
Total Hours 4761 1698 3063 254 508 903 1007 448 1425 31 53 0 0 8 15 54 55
Average Hours 7 7 7 7 6 7 7 7 7 8 8 0 0 8 8 8 6
Time-Off Awards - 9+ hours

Total Time-Off Awards Given # 741 254 487 41 62 129 210 64 187 16 17 0 2 0 5 4 4
% 100% 34.28% 65.72% 5.53% 8.37% 17.41% 28.34% 8.64% 25.24% 2.16% 2.29% 0.00% 0.27% 0.00% 0.67% 0.54% 0.54%
Total Hours 13004 4445 8559 724 1149 2175 3698 1175 3191 317 321 0 28 0 91 54 81
Average Hours 18 18 18 18 19 17 18 18 17 20 19 0 14 0 18 14 20
Cash Awards -$100 -$500

Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Cash Awards -$501+

Total Cash Awards Given # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0
% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Amount $3,500 $0 $3,500 $0 $0 $0 $0 $0 $3,500 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount $3,500 0 $3,500 0 0 0 0 0 $3,500 0 0 0 0 0 0 0 0
Senior Executive Service Performance Awards

Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Quality Step Increases(QSI)

Total QSIs Awarded # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Benefit $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Benefit 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table A13 - Employee Recognition and Awards - Distribution by Race/Ethnicity and Sex - Temporary Workforce
Type of Award TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
Time-Off Awards - 1-9 hours
Total Time-Off Awards Given # 3 0 3 0 1 0 0 0 2 0 0 0 0 0 0 0 0
% 100% 0.00% 100.00% 0.00% 33.33% 0.00% 0.00% 0.00% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Hours 12 0 12 0 8 0 0 0 4 0 0 0 0 0 0 0 0
Average Hours 4 0 4 0 8 0 0 0 2 0 0 0 0 0 0 0 0
Time-Off Awards -9+ hours
Total Time-Off Awards Given # 4 2 2 1 1 0 1 1 0 0 0 0 0 0 0 0 0
% 100% 50.00% 50.00% 25.00% 25.00% 0.00% 25.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Hours 54 26 28 14 14 0 14 12 0 0 0 0 0 0 0 0 0
Average Hours 14 13 14 14 14 0 14 12 0 0 0 0 0 0 0 0 0
Cash Awards -$100 -$500
Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Cash Awards -$501+
Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Senior Executive Service Performance Awards
Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Quality Step Increases(QSI)
Total QSIs Awarded # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Benefit $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Benefit 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table A14 - Separations by Type of Separation - Distribution by Race/Ethnicity and Sex - Permanent Workforce
Type of Separation TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Other Pacific Islander Native Hawaiian or American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
Voluntary # 181 71 110 10 14 36 41 20 48 4 3 1 0 0 1 0 3
% 100% 39.23% 60.77% 5.52% 7.73% 19.89% 22.65% 11.05% 26.52% 2.21% 1.66% 0.55% 0.00% 0.00% 0.55% 0.00% 1.66%
Involuntary # 5 2 3 0 0 0 0 1 3 0 0 0 0 0 0 1 0
% 100% 40.00% 60.00% 0.00% 0.00% 0.00% 0.00% 20.00% 60.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 20.00% 0.00%
RIF # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total separation # 186 73 113 10 14 36 41 21 51 4 3 1 0 0 1 1 3
% 100% 39.25% 60.75% 5.38% 7.53% 19.35% 22.04% 11.29% 27.42% 2.15% 1.61% 0.54% 0.00% 0.00% 0.54% 0.54% 1.61%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table A14 - Separations by Type of Separation - Distribution by Race/Ethnicity and Sex - Temporary Workforce
Type of Separation TOTAL EMPLOYEES RACE/ETHNICITY
Hispanic or Latino Non- Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races

All male female male female male female male female male female male female male female male female
Voluntary # 6 3 3 0 0 2 3 0 0 1 0 0 0 0 0 0 0
% 100% 50.00% 50.00% 0.00% 0.00% 33.33% 50.00% 0.00% 0.00% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Involuntary # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
RIF # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total separation # 6 3 3 0 0 2 3 0 0 1 0 0 0 0 0 0 0
% 100% 50.00% 50.00% 0.00% 0.00% 33.33% 50.00% 0.00% 0.00% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
A14 DETAILED SUMMARY OF SEPARATIONS BY TYPE OF SEPARATION
TYPE OF SEPARATION TOTAL RACE/ETHNICITY
Hispanic or Latino Non-Hispanic or Latino
White Black or African American Asian Native Hawaiian or Other Pacific Islander American Indian or Alaska Native Two or more races
All male female male female male female male female male female male female male female male female
Voluntary # 188 74 114 10 14 38 44 20 49 5 3 1 0 0 1 0 3
% 100.00% 39.36% 60.64% 5.32% 7.45% 20.21% 23.40% 10.64% 26.06% 2.66% 1.60% 0.53% 0.00% 0.00% 0.53% 0.00% 1.60%
301 -Disability Retirement # 6 1 5 0 0 0 2 1 3 0 0 0 0 0 0 0 0
% 100.00% 16.67% 83.33% 0.00% 0.00% 0.00% 33.33% 16.67% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
302 -Voluntary Retirement # 89 37 52 3 8 20 17 11 27 3 0 0 0 0 0 0 0
% 100.00% 41.57% 58.43% 3.37% 8.99% 22.47% 19.10% 12.36% 30.34% 3.37% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
312 -Resignation ILIA # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
317 -Resignation # 43 20 23 4 3 11 10 4 4 1 2 0 0 0 1 0 3
% 100.00% 46.51% 53.49% 9.30% 6.98% 25.58% 23.26% 9.30% 9.30% 2.33% 4.65% 0.00% 0.00% 0.00% 2.33% 0.00% 6.98%
352 -Termination Appointment to Another Federal agency # 44 15 29 3 2 6 13 4 13 1 1 1 0 0 0 0 0
% 100.00% 34.09% 65.91% 6.82% 4.55% 13.64% 29.55% 9.09% 29.55% 2.27% 2.27% 2.27% 0.00% 0.00% 0.00% 0.00% 0.00%
355 -Termination Expired Appointment # 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
350 -Death # 4 0 4 0 1 0 2 0 1 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 25.00% 0.00% 50.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Involuntary # 4 2 2 0 0 0 0 1 2 0 0 0 0 0 0 1 0
% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 25.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 25.00% 0.00%
312 -Resignation ILIA # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
330 -Removal # 3 1 2 0 0 0 0 1 2 0 0 0 0 0 0 0 0
% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
385 -Termination During Probation # 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 1 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% ##### 0.00%
Total Separations # 192 76 116 10 14 38 44 21 51 5 3 1 0 0 1 1 3
% 100.00% 39.58% 60.42% 5.21% 7.29% 19.79% 22.92% 10.94% 26.56% 2.60% 1.56% 0.52% 0.00% 0.00% 0.52% 0.52% 1.56%
* Includes temporary employees who resigned prior to the expiration of their term appointment.

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period from 201120 to 201221

Table B1 - Total Workforce - Distribution by Disability
Employment Tenure Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
TOTAL WORKFORCE - Permanent and Temporary


Prior FY # 2486 2006 127 353 65 9 16 4 7 4 4 0 20 1
% 100% 80.69% 5.11% 14.20% 2.61% 0.36% 0.64% 0.16% 0.28% 0.16% 0.16% 0.00% 0.80% 0.04%
Current FY # 2291 1834 117 340 59 9 14 4 7 2 5 0 18 0
% 100% 80.05% 5.11% 14.84% 2.58% 0.39% 0.61% 0.17% 0.31% 0.09% 0.22% 0.00% 0.79% 0.00%
Federal High (FY08) #



2.95%








Difference # -195 -172 -10 -13 -6 0 -2 0 0 -2 1 0 -2 -1
Ratio Change % 0.00% -0.64% 0.00% 0.64% -0.04% 0.03% -0.03% 0.01% 0.02% -0.07% 0.06% 0.00% -0.02% -0.04%
Net Change % -7.84% -8.57% -7.87% -3.68% -9.23% 0.00% -12.50% 0.00% 0.00% -50.00% 25.00% 0% -10.00% -100.00%
PERMANENT WORKFORCE


Prior FY # 2457 1979 126 352 65 9 16 4 7 4 4 0 20 1
% 100% 80.55% 5.13% 14.33% 2.65% 0.37% 0.65% 0.16% 0.28% 0.16% 0.16% 0.00% 0.81% 0.04%
Current FY # 2266 1812 117 337 59 9 14 4 7 2 5 0 18 0
% 100% 79.96% 5.16% 14.87% 2.60% 0.40% 0.62% 0.18% 0.31% 0.09% 0.22% 0.00% 0.79% 0.00%
Difference # -191 -167 -9 -15 -6 0 -2 0 0 -2 1 0 -2 -1
Ratio Change % 0.00% -0.58% 0.04% 0.55% -0.04% 0.03% -0.03% 0.01% 0.02% -0.07% 0.06% 0.00% -0.02% -0.04%
Net Change % -7.77% -8.44% -7.14% -4.26% -9.23% 0.00% -12.50% 0.00% 0.00% -50.00% 25.00% 0% -10.00% -100.00%
TEMPORARY WORKFORCE


Prior FY # 29 27 1 1 0 0 0 0 0 0 0 0 0 0
% 100% 93.10% 3.45% 3.45% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Current FY # 25 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Difference # -4 -27 -1 -1 0 0 0 0 0 0 0 0 0 0
Ratio Change % 0.00% -93.10% -3.45% -3.45% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Net Change % -13.79% -100.00% -100.00% -100.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
SUPPLEMENTAL ANALYSIS TABLE
NET CHANGE ANALYSIS FOR TOTAL WORKFORCE: 1-YEAR, 5-YEAR and 8-YEAR TRENDS
TOTAL - Permanent and Temporary Total by Disability Status Detail for Targeted Disabilities
[05] No Disability [01] Not Identified [06-94] Disability Targeted Disability [16, 17] Deafness [23, 25] Blindness [28 & 3238] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Convulsiv e Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/ Spine
1-YEAR NET CHANGE

FY 2011 # 2,486 2006 127 353 65 9 16 4 7 4 4 0 21 0
% 100.00% 80.69% 5.11% 14.20% 2.61% 0.36% 0.64% 0.16% 0.28% 0.16% 0.16% 0.00% 0.84% 0.00%
FY 2012 # 2,291 1834 117 340 59 9 14 4 7 2 5 0 18 0
% 100.00% 80.05% 5.11% 14.84% 2.58% 0.39% 0.61% 0.17% 0.31% 0.09% 0.22% 0.00% 0.79% 0.00%
Difference # -195 -172 -10 -13 -6 0 -2 0 0 -2 1 0 -3 0
Ratio Change % 0% -0.64% 0.00% 0.64% -0.04% 0.03% -0.03% 0.01% 0.02% -0.07% 0.06% 0.00% -0.06% 0.00%
Net Change % -7.84% -8.57% -7.87% -3.68% -9.23% 0.00% -12.50% 0.00% 0.00% -50.00% 25.00% 0.00% -14.29% 0.00%
Federal High %



2.65%








5-YEAR NET CHANGE

FY 2007 # 2,198 1,847 85 266 58 9 11 3 9 4 5 0 17 0
% 100.00% 84.03% 3.87% 12.10% 2.64% 0.41% 0.50% 0.14% 0.41% 0.18% 0.23% 0.00% 0.77% 0.00%
FY 2012 # 2291 1834 117 340 59 9 14 4 7 2 5 0 18 0
% 100.00% 80.05% 5.11% 14.84% 2.58% 0.39% 0.61% 0.17% 0.31% 0.09% 0.22% 0.00% 0.79% 0.00%
Difference # 93 -13 32 74 1 0 3 1 -2 -2 0 0 1 0
Ratio Change % 0.00% -3.98% 1.24% 2.74% -0.06% -0.02% 0.11% 0.04% -0.10% -0.09% -0.01% 0.00% 0.01% 0.00%
Net Change % 4.23% -0.70% 37.65% 27.82% 1.72% 0.00% 27.27% 33.33% -22.22% -50.00% 0.00% 0.00% 5.88% 0.00%
8-YEAR NET CHANGE

FY 2004 # 2,481 2,131 76 274 55 11 13 4 8 2 4 0 13 0
% 100.00% 85.89% 3.06% 11.04% 2.22% 0.44% 0.52% 0.16% 0.32% 0.08% 0.16% 0.00% 0.52% 0.00%
FY 2012 # 2291 1834 117 340 59 9 14 4 7 2 5 0 18 0
% 100.00% 80.05% 5.11% 14.84% 2.58% 0.39% 0.61% 0.17% 0.31% 0.09% 0.22% 0.00% 0.79% 0.00%
Difference # -190 -297 41 66 4 -2 1 0 -1 0 1 0 5 0
Ratio Change % 0.00% -5.84% 2.04% 3.80% 0.36% -0.05% 0.09% 0.01% -0.02% 0.01% 0.06% 0.00% 0.26% 0.00%
Net Change % -7.66% -13.94% 53.95% 24.09% 7.27% -18.18% 7.69% 0.00% -12.50% 0.00% 25.00% 0.00% 38.46% 0.00%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table B2 - Permanent Workforce By Component - Distribution by Disability
Component Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
Federal High (FY07) %



2.65%








EQUAL EMPLOYMENT OPPORTUNITY COMM (D) # 2266 1812 117 337 59 9 14 4 7 2 5 0 18 0
% 100% 79.96% 5.16% 14.87% 2.60% 0.40% 0.62% 0.18% 0.31% 0.09% 0.22% 0.00% 0.79% 0.00%
Total # 2266 1812 117 337 59 9 14 4 7 2 5 0 18 0
% 100% 79.96% 5.16% 14.87% 2.60% 0.40% 0.62% 0.18% 0.31% 0.09% 0.22% 0.00% 0.79% 0.00%

KEY:
(D) Department
(B) Bureau
(SB) Sub Bureau
(ORG) Organization

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table B2 - Temporary Workforce By Component - Distribution by Disability
Component Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
Federal High (FY07) %



2.65%








EQUAL EMPLOYMENT OPPORTUNITY COMM (D) # 25 22 0 3 0 0 0 0 0 0 0 0 0 0
% 100% 88.00% 0.00% 12.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total # 25 22 0 3 0 0 0 0 0 0 0 0 0 0
% 100% 88.00% 0.00% 12.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

KEY:
(D) Department
(B) Bureau
(SB) Sub Bureau
(ORG) Organization

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221
Table B3-1 - Occupational Categories - Distribution by Disability - Permanent Workforce
Occupational Category Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
1. Officials and Managers
Executive/Senior Level (Grades 15 and Above) # 102 88 2 12 4 0 2 1 0 0 0 0 1 0
% 100% 86.27% 1.96% 11.76% 3.92% 0.00% 1.96% 0.98% 0.00% 0.00% 0.00% 0.00% 0.98% 0.00%
Mid-Level (Grades 13-14) # 210 176 11 23 3 1 0 0 2 0 0 0 0 0
% 100% 83.81% 5.24% 10.95% 1.43% 0.48% 0.00% 0.00% 0.95% 0.00% 0.00% 0.00% 0.00% 0.00%
First-Level (Grades 12 and Below) # 28 22 1 5 0 0 0 0 0 0 0 0 0 0
% 100% 78.57% 3.57% 17.86% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Other # 938 704 55 179 28 2 7 0 2 2 4 0 11 0
% 100% 75.05% 5.86% 19.08% 2.99% 0.21% 0.75% 0.00% 0.21% 0.21% 0.43% 0.00% 1.17% 0.00%
Officials And Managers - TOTAL # 1278 990 69 219 35 3 9 1 4 2 4 0 12 0
% 100% 77.46% 5.40% 17.14% 2.74% 0.23% 0.70% 0.08% 0.31% 0.16% 0.31% 0.00% 0.94% 0.00%
2. Professionals # 502 422 31 49 10 2 2 2 0 0 1 0 3 0
% 100% 84.06% 6.18% 9.76% 1.99% 0.40% 0.40% 0.40% 0.00% 0.00% 0.20% 0.00% 0.60% 0.00%
3. Technicians # 2 2 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 100% 0% 0% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
4. Sales Workers # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
5. Administrative Support Workers # 364 310 11 43 8 4 0 0 1 0 0 0 3 0
% 100% 85.16% 3.02% 11.81% 2.20% 1.10% 0.00% 0.00% 0.27% 0.00% 0.00% 0.00% 0.82% 0.00%
6. Craft Workers # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
7. Operatives # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
8. Laborers and Helpers # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
9. Service Workers # 120 88 6 26 6 0 3 1 2 0 0 0 0 0
% 100% 73.33% 5% 21.67% 5% 0.00% 2.50% 0.83% 1.67% 0.00% 0.00% 0.00% 0.00% 0.00%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table B3-2 - Occupational Categories - Distribution by Disability - Permanent Workforce
Occupational Category Total Total by Detail for
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
1. Officials and Managers
Executive/Senior Level (Grades 15 and # 102 88 2 12 4 0 2 1 0 0 0 0 1 0
% 100% 4.86% 1.71% 3.56% 6.78% 0.00% 14.29% 25.00% 0.00% 0.00% 0.00% 0% 5.56% 0%
Mid-Level (Grades 13-14) # 210 176 11 23 3 1 0 0 2 0 0 0 0 0
% 100% 9.71% 9.40% 6.82% 5.08% 11.11% 0.00% 0.00% 28.57% 0.00% 0.00% 0% 0.00% 0%
First-Level (Grades 12 and Below) # 28 22 1 5 0 0 0 0 0 0 0 0 0 0
% 100% 1.21% 0.85% 1.48% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
Other # 938 704 55 179 28 2 7 0 2 2 4 0 11 0
% 100% 38.85% 47.01% 53.12% 47.46% 22.22% 50.00% 0.00% 28.57% 100.00% 80.00% 0% 61.11% 0%
Officials And Managers - TOTAL # 1278 990 69 219 35 3 9 1 4 2 4 0 12 0
% 56.40% 54.64% 58.97% 64.99% 59.32% 33.33% 64.29% 25.00% 57.14% 100.00% 80.00% 0% 66.67% 0%
2. Professionals # 502 422 31 49 10 2 2 2 0 0 1 0 3 0
% 22.15% 23.29% 26.50% 14.54% 16.95% 22.22% 14.29% 50.00% 0.00% 0.00% 20.00% 0% 16.67% 0%
3. Technicians # 2 2 0 0 0 0 0 0 0 0 0 0 0 0
% 0.09% 0.11% 0% 0% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
4. Sales Workers # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
5. Administrative Support Workers # 364 310 11 43 8 4 0 0 1 0 0 0 3 0
% 16.06% 17.11% 9.40% 12.76% 13.56% 44.44% 0.00% 0.00% 14.29% 0.00% 0.00% 0% 16.67% 0%
6. Craft Workers # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
7. Operatives # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
8. Laborers and Helpers # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
9. Service Workers # 120 88 6 26 6 0 3 1 2 0 0 0 0 0
% 5.30% 4.86% 5.13% 7.72% 10.17% 0.00% 21.43% 25.00% 28.57% 0.00% 0.00% 0% 0.00% 0%
Permanent Workforce # 2266 1812 117 337 59 9 14 4 7 2 5 0 18 0
% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION - Pay Period 201221

Table B4-1: Participation Rates for General Schedule Grades - Distribution by Disability - Permanent Workforce
Occupational Category Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
GS-01 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-02 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-03 # 3 3 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-04 # 9 8 0 1 0 0 0 0 0 0 0 0 0 0
% 100% 88.89% 0.00% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-05 # 166 129 9 28 7 2 2 0 2 0 0 0 1 0
% 100% 77.71% 5.42% 16.87% 4.22% 1.20% 1.20% 0.00% 1.20% 0.00% 0.00% 0.00% 0.60% 0.00%
GS-06 # 82 65 3 14 2 1 1 0 0 0 0 0 0 0
% 100% 79.27% 3.66% 17.07% 2.44% 1.22% 1.22% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-07 # 142 119 4 19 5 0 0 1 1 0 0 0 3 0
% 100% 83.80% 2.82% 13.38% 3.52% 0.00% 0.00% 0.70% 0.70% 0.00% 0.00% 0.00% 2.11% 0.00%
GS-08 # 31 26 0 5 2 1 0 0 0 0 0 0 1 0
% 100% 83.87% 0.00% 16.13% 6.45% 3.23% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 3.23% 0.00%
GS-09 # 106 78 2 26 6 0 1 0 0 1 2 0 2 0
% 100% 73.58% 1.89% 24.53% 5.66% 0.00% 0.94% 0.00% 0.00% 0.94% 1.89% 0.00% 1.89% 0.00%
GS-10 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GS-11 # 206 140 24 42 7 1 1 0 0 0 1 0 4 0
% 100% 67.96% 11.65% 20.39% 3.40% 0.49% 0.49% 0.00% 0.00% 0.00% 0.49% 0.00% 1.94% 0.00%
GS-12 # 586 463 27 96 11 1 4 0 1 1 2 0 2 0
% 100% 79.01% 4.61% 16.38% 1.88% 0.17% 0.68% 0.00% 0.17% 0.17% 0.34% 0.00% 0.34% 0.00%
GS-13 # 314 257 10 47 5 1 2 0 2 0 0 0 0 0
% 100% 81.85% 3.18% 14.97% 1.59% 0.32% 0.64% 0.00% 0.64% 0.00% 0.00% 0.00% 0.00% 0.00%
GS-14 # 494 412 36 46 10 2 1 2 1 0 0 0 4 0
% 100% 83.40% 7.29% 9.31% 2.02% 0.40% 0.20% 0.40% 0.20% 0.00% 0.00% 0.00% 0.81% 0.00%
GS-15 # 98 85 1 12 3 0 1 1 0 0 0 0 1 0
% 100% 86.73% 1.02% 12.24% 3.06% 0.00% 1.02% 1.02% 0.00% 0.00% 0.00% 0.00% 1.02% 0.00%
All other (unspecified) # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Senior Executive Service # 29 27 1 1 1 0 1 0 0 0 0 0 0 0
% 100.00% 93.10% 3.45% 3.45% 3.45% 0.00% 3.45% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SUPPLEMENTAL ANALYSIS TABLE

GRADE DISTRIBUTION DISPLAYING NON-SUPERVISORY PROFILE by Disability [PERMANENT]
Non-supervisory GS/GM and Related Grades TOTAL Total by Disability Status Detail for Targeted Disabilities
[05] No Disability [01] Not Identified [06-94] Disability Targeted Disability [16, 17] Deafness [23, 25] Blindness [28,32-38] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/ Spine
GS - 04 # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 03 # 10 10 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 04 # 10 9 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 90.00% 0.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 05 # 166 129 9 28 7 2 2 0 2 0 0 0 1 0
% 100.00% 77.71% 5.42% 16.87% 4.22% 1.20% 1.20% 0.00% 1.20% 0.00% 0.00% 0.00% 0.60% 0.00%
GS - 06 # 82 65 3 14 2 1 1 0 0 0 0 0 0 0
% 100.00% 79.27% 3.66% 17.07% 2.44% 1.22% 1.22% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 07 # 142 119 4 19 5 0 0 1 1 0 0 0 3 0
% 100.00% 83.80% 2.82% 13.38% 3.52% 0.00% 0.00% 0.70% 0.70% 0.00% 0.00% 0.00% 2.11% 0.00%
GS - 08 # 31 26 0 5 2 1 0 0 0 0 0 0 1 0
% 100.00% 83.87% 0.00% 16.13% 6.45% 3.23% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 3.23% 0.00%
GS - 09 # 106 78 2 26 6 0 1 0 0 1 2 0 2 0
% 100.00% 73.58% 1.89% 24.53% 5.66% 0.00% 0.94% 0.00% 0.00% 0.94% 1.89% 0.00% 1.89% 0.00%
GS - 11 # 206 140 24 42 7 1 1 0 0 0 1 0 4 0
% 100.00% 67.96% 11.65% 20.39% 3.40% 0.49% 0.49% 0.00% 0.00% 0.00% 0.49% 0.00% 1.94% 0.00%
GS - 12 # 558 441 26 91 11 1 4 0 1 1 2 0 2 0
% 100.00% 79.03% 4.66% 16.31% 1.97% 0.18% 0.72% 0.00% 0.18% 0.18% 0.36% 0.00% 0.36% 0.00%
GS - 13 # 211 172 5 34 4 1 2 0 1 0 0 0 0 0
% 100.00% 81.52% 2.37% 16.11% 1.90% 0.47% 0.95% 0.00% 0.47% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 14 # 390 323 30 37 8 1 1 2 0 0 0 0 4 0
% 100.00% 82.82% 7.69% 9.49% 2.05% 0.26% 0.26% 0.51% 0.00% 0.00% 0.00% 0.00% 1.03% 0.00%
GS - 15 # 31 29 0 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 93.55% 0.00% 6.45% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total non-supervisors # 1944 1542 103 299 52 8 12 3 5 2 5 0 17 0
% 100.00% 79.32% 5.30% 15.38% 2.67% 0.41% 0.62% 0.15% 0.26% 0.10% 0.26% 0.00% 0.87% 0.00%
GS/GM/ES/EX -Managers and Supervisors MANAGEMENT PROFILE
GS/GM, SES, and Related Grade TOTAL Total by Disability Status Detail for Targeted Disabilities
[05] No Disability [01] Not Identified [06-94] Disability Targeted Disability [16, 17] Deafness [23, 25] Blindness [28,32-38] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/ Spine
GS - 12 Supervisor # 28 22 1 5 0 0 0 0 0 0 0 0 0 0
% 100.00% 78.57% 3.57% 17.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 13 Supervisor # 103 85 5 13 1 0 0 0 1 0 0 0 0 0
% 100.00% 82.52% 4.85% 12.62% 0.97% 0.00% 0.00% 0.00% 0.97% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 14 Supervisor # 107 91 6 10 2 1 0 0 1 0 0 0 0 0
% 100.00% 85.05% 5.61% 9.35% 1.87% 0.93% 0.00% 0.00% 0.93% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 15 Supervisor # 73 61 1 11 3 0 1 1 0 0 0 0 1 0
% 100.00% 83.56% 1.37% 15.07% 4.11% 0.00% 1.37% 1.37% 0.00% 0.00% 0.00% 0.00% 1.37% 0.00%
SES # 36 33 1 2 1 0 1 0 0 0 0 0 0 0
% 100.00% 91.67% 2.78% 5.56% 2.78% 0.00% 2.78% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total managers & supervisors # 347 292 14 41 7 1 2 1 2 0 0 0 1 0
% 100.00% 84.15% 4.03% 11.82% 2.02% 0.29% 0.58% 0.29% 0.58% 0.00% 0.00% 0.00% 0.29% 0.00%
Total non-supervisory # 1944 1542 103 299 52 8 12 3 5 2 5 0 17 0
% 100.00% 79.32% 5.30% 15.38% 2.67% 0.41% 0.62% 0.15% 0.26% 0.10% 0.26% 0.00% 0.87% 0.00%
TOTAL PERMANENT WORK FORCE # 2291 1834 117 340 59 9 14 4 7 2 5 0 18 0
% 100.00% 80.05% 5.11% 14.84% 2.58% 0.39% 0.61% 0.17% 0.31% 0.09% 0.22% 0.00% 0.79% 0.00%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION - Pay Period 201221

Table B4-2: Participation Rates for General Schedule Grades - Distribution by Disability - Permanent Workforce
Occupational Category Total Total by Disability Status Detail for Targeted Disabilities
EEOC FY2012 No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
GS-01 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
GS-02 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
GS-03 # 3 3 0 0 0 0 0 0 0 0 0 0 0 0
% 0.13% 0.17% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
GS-04 # 9 8 0 1 0 0 0 0 0 0 0 0 0 0
% 0.40% 0.44% 0.00% 0.30% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
GS-05 # 166 129 9 28 7 2 2 0 2 0 0 0 1 0
% 7.33% 7.12% 7.69% 8.31% 11.86% 22.22% 14.29% 0.00% 28.57% 0.00% 0.00% 0% 5.56% 0%
GS-06 # 82 65 3 14 2 1 1 0 0 0 0 0 0 0
% 3.62% 3.59% 2.56% 4.15% 3.39% 11.11% 7.14% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
GS-07 # 142 119 4 19 5 0 0 1 1 0 0 0 3 0
% 6.27% 6.57% 3.42% 5.64% 8.47% 0.00% 0.00% 25.00% 14.29% 0.00% 0.00% 0% 16.67% 0%
GS-08 # 31 26 0 5 2 1 0 0 0 0 0 0 1 0
% 1.37% 1.43% 0.00% 1.48% 3.39% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 5.56% 0%
GS-09 # 106 78 2 26 6 0 1 0 0 1 2 0 2 0
% 4.68% 4.30% 1.71% 7.72% 10.17% 0.00% 7.14% 0.00% 0.00% 50.00% 40.00% 0% 11.11% 0%
GS-10 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
GS-11 # 206 140 24 42 7 1 1 0 0 0 1 0 4 0
% 9.09% 7.73% 20.51% 12.46% 11.86% 11.11% 7.14% 0.00% 0.00% 0.00% 20.00% 0% 22.22% 0%
GS-12 # 586 463 27 96 11 1 4 0 1 1 2 0 2 0
% 25.86% 25.55% 23.08% 28.49% 18.64% 11.11% 28.57% 0.00% 14.29% 50.00% 40.00% 0% 11.11% 0%
GS-13 # 314 257 10 47 5 1 2 0 2 0 0 0 0 0
% 13.86% 14.18% 8.55% 13.95% 8.47% 11.11% 14.29% 0.00% 28.57% 0.00% 0.00% 0% 0.00% 0%
GS-14 # 494 412 36 46 10 2 1 2 1 0 0 0 4 0
% 21.80% 22.74% 30.77% 13.65% 16.95% 22.22% 7.14% 50.00% 14.29% 0.00% 0.00% 0% 22.22% 0%
GS-15 # 98 85 1 12 3 0 1 1 0 0 0 0 1 0
% 4.32% 4.69% 0.85% 3.56% 5.08% 0.00% 7.14% 25.00% 0.00% 0.00% 0.00% 0% 5.56% 0%
All other (unspecified) # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
Senior Executive Service # 29 27 1 1 1 0 1 0 0 0 0 0 0 0
% 1.28% 1.49% 0.85% 0.30% 1.69% 0.00% 7.14% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0%
TOTAL # 2266 1812 117 337 59 9 14 4 7 2 5 0 18 0
% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%

GRADE DISTRIBUTION for PERMANENT & TEMPORARY NON-SUPERVISORY EMPLOYEES by Disability Status
EEOC Workforce FY2012
Non-supervisory
GS/GM and Related Grades		 TOTAL Total by Disability Status Targeted Disabilities
[05] No Disability [01] Not Identified [06-94] Disability Targeted Disability [16, 17] Deafness [23, 25] Blindness [28 & 3238] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/
GS - 02 # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 03 # 10 10 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 04 # 10 9 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 90.00% 0.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 05 # 166 129 9 28 7 2 2 0 2 0 0 0 1 0
% 100.00% 77.71% 5.42% 16.87% 4.22% 1.20% 1.20% 0.00% 1.20% 0.00% 0.00% 0.00% 0.60% 0.00%
GS - 06 # 82 65 3 14 2 1 1 0 0 0 0 0 0 0
% 100.00% 79.27% 3.66% 17.07% 2.44% 1.22% 1.22% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 07 # 142 119 4 19 5 0 0 1 1 0 0 0 3 0
% 100.00% 83.80% 2.82% 13.38% 3.52% 0.00% 0.00% 0.70% 0.70% 0.00% 0.00% 0.00% 2.11% 0.00%
GS - 08 # 31 26 0 5 2 1 0 0 0 0 0 0 1 0
% 100.00% 83.87% 0.00% 16.13% 6.45% 3.23% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 3.23% 0.00%
GS - 09 # 106 78 2 26 6 0 1 0 0 1 2 0 2 0
% 100.00% 73.58% 1.89% 24.53% 5.66% 0.00% 0.94% 0.00% 0.00% 0.94% 1.89% 0.00% 1.89% 0.00%
GS - 11 # 206 140 24 42 7 1 1 0 0 0 1 0 4 0
% 100.00% 67.96% 11.65% 20.39% 3.40% 0.49% 0.49% 0.00% 0.00% 0.00% 0.49% 0.00% 1.94% 0.00%
GS - 12 # 558 441 26 91 11 1 4 0 1 1 2 0 2 0
% 100.00% 79.03% 4.66% 16.31% 1.97% 0.18% 0.72% 0.00% 0.18% 0.18% 0.36% 0.00% 0.36% 0.00%
GS - 13 # 211 172 5 34 4 1 2 0 1 0 0 0 0 0
% 100.00% 81.52% 2.37% 16.11% 1.90% 0.47% 0.95% 0.00% 0.47% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 14 # 390 323 30 37 8 1 1 2 0 0 0 0 4 0
% 100.00% 82.82% 7.69% 9.49% 2.05% 0.26% 0.26% 0.51% 0.00% 0.00% 0.00% 0.00% 1.03% 0.00%
GS - 15 # 31 29 0 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 93.55% 0.00% 6.45% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total non-supervisory # 2130 1543 103 299 52 8 12 3 5 2 5 0 17 0
% 100.00% 72.44% 4.84% 14.04% 2.44% 0.38% 0.56% 0.14% 0.23% 0.09% 0.23% 0.00% 0.80% 0.00%
GRADE DISTRIBUTION for PERMANENT & TEMPORARY SUPERVISORY EMPLOYEES by Disability
EEOC Workforce FY2012
GS/GM, SES, and Related Grade TOTAL Total by Disability Status Targeted Disabilities
[05] No Disability [01] Not Identified [06-94] Disability Targeted Disability [16, 17] Deafness [23, 25] Blindness [28 & 3238] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/ Spine
GS - 12 Supervisor # 28 22 1 5 0 0 0 0 0 0 0 0 0 0
% 100.00% 78.57% 3.57% 17.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS/GM - 13 Supervisor # 103 85 5 13 1 0 0 0 1 0 0 0 0 0
% 100.00% 82.52% 4.85% 12.62% 0.97% 0.00% 0.00% 0.00% 0.97% 0.00% 0.00% 0.00% 0.00% 0.00%
GS/GM - 14 Supervisor # 107 91 6 10 2 1 0 0 1 0 0 0 0 0
% 100.00% 85.05% 5.61% 9.35% 1.87% 0.93% 0.00% 0.00% 0.93% 0.00% 0.00% 0.00% 0.00% 0.00%
GS/GM - 15 Supervisor # 73 61 1 11 3 0 1 1 0 0 0 0 1 0
% 100.00% 83.56% 1.37% 15.07% 4.11% 0.00% 1.37% 1.37% 0.00% 0.00% 0.00% 0.00% 1.37% 0.00%
Senior Exec. Service # 35 32 1 2 1 0 1 0 0 0 0 0 0 0
% 100.00% 91.43% 2.86% 5.71% 2.86% 0.00% 2.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Managers & Supervisors # 346 291 14 41 7 1 2 1 2 0 0 0 1 0
% 100.00% 84.10% 4.05% 11.85% 2.02% 0.29% 0.58% 0.29% 0.58% 0.00% 0.00% 0.00% 0.29% 0.00%
Total Non-Supervisory # 2130 1543 103 299 52 8 12 3 5 2 5 0 17 0
% 100.00% 72.44% 4.84% 14.04% 2.44% 0.38% 0.56% 0.14% 0.23% 0.09% 0.23% 0.00% 0.80% 0.00%
TOTAL WORKFORCE # 2476 1834 117 340 59 9 14 4 7 2 5 0 18 0
% 100.00% 74.07% 4.73% 13.73% 2.38% 0.36% 0.57% 0.16% 0.28% 0.08% 0.20% 0.00% 0.73% 0.00%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table B6: PARTICIPATION RATES FOR MAJOR OCCUPATIONS - Distribution by Disability - Permanent Workforce
Occupational Category Total Total by Disability Status Detail for Targeted Disabilities
(04,05)
No Disability		 -1 Not Identified (06-94)
Disability		 Targeted Disability (16,17)
Deafness		 (23,25)
Blindness		 (28,32-38)
Missing Limbs		 (64-68)
Partial Paralysis		 (71-78)
Total Paralysis		 -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
GENERAL ATTORNEY (0905) # 480 410 32 38 10 2 2 2 0 0 0 0 4 0
% 100% 85.42% 6.67% 7.92% 2.08% 0.42% 0.42% 0.42% 0.00% 0.00% 0.00% 0.00% 0.83% 0.00%
GENERAL INVESTIGATING (1810) # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
EQUAL OPPORTUNITY INVESTIGATION (1860) # 869 651 54 164 23 0 5 1 2 2 4 0 9 0
% 100% 74.91% 6.21% 18.87% 2.65% 0.00% 0.58% 0.12% 0.23% 0.23% 0.46% 0.00% 1.04% 0.00%
ADR Mediator (0301) # 85 69 2 14 1 0 0 0 1 0 0 0 0 0
% 100% 81.18% 2.35% 16.47% 1.18% 0.00% 0.00% 0.00% 1.18% 0.00% 0.00% 0.00% 0.00% 0.00%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table B6: PARTICIPATION RATES FOR MAJOR OCCUPATIONS - Distribution by Disability - Temporary Workforce
Occupational Category Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
GENERAL ATTORNEY (0905) # 7 7 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GENERAL INVESTIGATING (1810) # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
ADR MEDIATOR (0301) # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

SUPPLEMENTAL ANALYSIS TABLE

GRADE DISTRIBUTION of PERMANENT INVESTIGATORS - OPM Series 1810 - by DISABILITY
GS/GM Grades Permanent
Competitive Service Appointments		 Total Employees Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 3238) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
GS -07 # 7 3 1 3 1 0 0 0 0 0 0 0 1 0
% 100.00% 42.86% 14.29% 42.86% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 14.29% 0.00%
GS - 09 # 47 27 1 19 5 0 1 0 0 1 1 0 2 0
% 100.00% 57.45% 2.13% 40.43% 10.64% 0.00% 2.13% 0.00% 0.00% 2.13% 2.13% 0.00% 4.26% 0.00%
GS -11 # 138 85 23 30 6 0 1 0 0 0 1 0 4 0
% 100.00% 61.59% 16.67% 21.74% 4.35% 0.00% 0.72% 0.00% 0.00% 0.00% 0.72% 0.00% 2.90% 0.00%
GS -12 # 491 386 22 83 9 0 3 0 1 1 2 0 2 0
% 100.00% 78.62% 4.48% 16.90% 1.83% 0.00% 0.61% 0.00% 0.20% 0.20% 0.41% 0.00% 0.41% 0.00%
GS -13 # 11 7 1 3 0 0 0 0 0 0 0 0 0 0
% 100.00% 63.64% 9.09% 27.27% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Non-supervisory Investigators # 694 508 48 138 21 0 5 0 1 2 4 0 9
% 100.00% 73.20% 6.92% 19.88% 3.03% 0.00% 0.72% 0.00% 0.14% 0.29% 0.58% 0.00% 1.30% 0.00%
Supervisor 12 # 26 21 1 4 0 0 0 0 0 0 0 0 0 0
% 100.00% 80.77% 3.85% 15.38% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisor 13 # 90 74 4 12 1 0 0 0 1 0 0 0 0 0
% 100.00% 82.22% 4.44% 13.33% 1.11% 0.00% 0.00% 0.00% 1.11% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisor 14 # 38 33 1 4 0 0 0 0 0 0 0 0 0 0
% 100.00% 86.84% 2.63% 10.53% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisor 15 # 22 16 0 6 1 0 0 1 0 0 0 0 0 0
% 100.00% 72.73% 0.00% 27.27% 4.55% 0.00% 0.00% 4.55% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisory Investigators # 176 144 6 26 2 0 0 1 1 0 0 0 0 0
% 100.00% 81.82% 3.41% 14.77% 1.14% 0.00% 0.00% 0.57% 0.57% 0.00% 0.00% 0.00% 0.00% 0.00%
Permanent Investigators # 870 652 54 164 23 0 5 1 2 2 4 0 9 0
% 100.00% 74.94% 6.21% 18.85% 2.64% 0.00% 0.57% 0.11% 0.23% 0.23% 0.46% 0.00% 1.03% 0.00%

*There are no Temporary Investigators

SUPPLEMENTAL ANALYSIS TABLE

GRADE DISTRIBUTION of PERMANENT ATTORNEYS - OPM Series 0905 - by DISABILITY
GS/GM Grades Permanent Excepted Appointments Total Employees Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
GS - 11 # 4 4 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 12 # 2 0 1 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 13 # 38 33 0 5 0 0 0 0 0 0 0 0 0 0
% 100.00% 86.84% 0.00% 13.16% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 14 # 320 270 25 25 7 1 1 2 0 0 0 0 3 0
% 100.00% 84.38% 7.81% 7.81% 2.19% 0.31% 0.31% 0.63% 0.00% 0.00% 0.00% 0.00% 0.94% 0.00%
GS - 15 # 21 21 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Non-supervisory Attorneys # 386 329 26 31 7 1 1 2 0 0 0 0 3 0
% 100.00% 85.23% 6.74% 8.03% 1.81% 0.26% 0.26% 0.52% 0.00% 0.00% 0.00% 0.00% 0.78% 0.00%
Supervisory 14 # 54 46 5 3 1 1 0 0 0 0 0 0 0 0
% 100.00% 85.19% 9.26% 5.56% 1.85% 1.85% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisory 15 # 37 32 1 4 1 0 1 0 0 0 0 0 1 0
% 100.00% 86.49% 2.70% 10.81% 2.70% 0.00% 2.70% 0.00% 0.00% 0.00% 0.00% 0.00% 2.70% 0.00%
SES # 3 3 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisory Attorneys # 94 81 6 7 2 1 1 0 0 0 0 0 1 0
% 100.00% 86.17% 6.38% 7.45% 2.13% 1.06% 1.06% 0.00% 0.00% 0.00% 0.00% 0.00% 1.06% 0.00%
Total Permanent Attorneys # 480 410 32 38 10 2 2 2 0 0 0 0 4 0
% 100.00% 85.42% 6.67% 7.92% 2.08% 0.42% 0.42% 0.42% 0.00% 0.00% 0.00% 0.00% 0.83% 0.00%

SUPPLEMENTAL ANALYSIS TABLE

GRADE DISTRIBUTION of Temporary ATTORNEYS -OPM Series 0905 -by DISABILITY
GS/GM Grades Permanent Excepted Appointments Total Employees Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
GS - 11 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 12 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 13 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 14 # 2 2 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 15 # 4 4 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Non-supervisory Attorneys # 6 6 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisory 14 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisory 15 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisory Attorneys # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Temporary Attorneys # 7 7 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SUPPLEMENTAL ANALYSIS TABLE

GRADE DISTRIBUTION of Mediators -by DISABILITY
GS/GM Grades Permanent Excepted Appointments Total Employees Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
GS - 12 # 7 6 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 85.71% 0.00% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 13 # 78 63 2 13 1 0 0 0 1 0 0 0 0 0
% 100.00% 80.77% 2.56% 16.67% 1.28% 0.00% 0.00% 0.00% 1.28% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Non-supervisory Mediators # 86 69 2 14 1 0 0 0 1 0 0 0 0 0
% 100.00% 80.23% 2.33% 16.28% 1.16% 0.00% 0.00% 0.00% 1.16% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisory 14 # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisory 15 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Supervisory Mediators # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Mediators # 87 70 2 14 1 0 0 0 1 0 0 0 0 0
% 100.00% 80.46% 2.30% 16.09% 1.15% 0.00% 0.00% 0.00% 1.15% 0.00% 0.00% 0.00% 0.00% 0.00%

*There are no temporary Mediators

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table B7: HIRES FOR MAJOR OCCUPATIONS - Distribution by Disability - Permanent Workforce
Occupational Category Total Total by Detail for
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
GENERAL ATTORNEY (0905)


Accessions # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
GENERAL INVESTIGATING (1810)


Accessions # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
EQUAL OPPORTUNITY INVESTIGATION (1860)


Accessions # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

*Data not provided by USAStaffing for disability

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table B7: HIRES FOR MAJOR OCCUPATIONS - Distribution by Disability - Temporary Workforce
Occupational Category Total Total by Disability Status Detail for Targeted Disabilities


(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
GENERAL ATTORNEY (0905)


Accessions # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GENERAL INVESTIGATING (1810)


Accessions # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
EQUAL OPPORTUNITY INVESTIGATION (1860)


Accessions # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

*Data not provided by USAStaffing for disability

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table B8: NEW HIRES BY TYPE OF APPOINTMENT - Distribution by Disability
Type of Appointment Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
Permanent # 5 4 0 1 0 0 0 0 0 0 0 0 0 0
% 100% 80.00% 0.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Temporary # 3 1 0 2 0 0 0 0 0 0 0 0 0 0
% 100% 33.33% 0.00% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total # 8 5 0 3 0 0 0 0 0 0 0 0 0 0
% 100% 62.50% 0.00% 37.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
B8 DETAILED SUMMARY OF NEW HIRES BY TYPE OF APPOINTMENT
Type of Appointment Total Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 3238) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
Permanent # 5 4 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 80.00% 0.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
100 Career Appointment # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
101 Career Conditional Appointment # 3 3 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
130 Transfer -from another federal agency # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
140 & 141 Career Reinstatements # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
142 & 146 SES Career & SES Noncareer # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
170 Excepted Appointment # 1 0 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Temporary # 3 1 0 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 33.33% 0.00% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
115 Temporary Appointment NTE Date # 2 0 0 2 0








% 100.00% 0.00% 0.00% 100.00% 0.00% 3.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
171 Excepted Appointment NTE Date # 1 1 0 0 0








% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total New Hires # 8 5 0 3 0 0 0 0 0 0 0 0 0 0
% 100.00% 62.50% 0.00% 37.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
FY 2012 Workforce Rate 80.05% 5.11% 14.84% 2.58% 0.39% 0.61% 0.17% 0.31% 0.09% 0.22% 0.00% 0.79% 0.00%
FY 2011 Workforce Rate 80.69% 5.11% 14.20% 2.61% 0.36% 0.64% 0.16% 0.28% 0.16% 0.16% 0.00% 0.80% 0.04%
DETAILED SUMMARY OF NEW HIRES BY OCCUPATIONAL CATEGORY
Occupational Category Total Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 3238) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
Permanent # 5 4 0 1 0 0 0 0 0 0 0 0 0 0
Appointments % 100.00% 80.00% 0.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
1810 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Investigator % 100.00% #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0!
1802 ISAs and # 1 0 0 1 0 0 0 0 0 0 0 0 0 0
IIRs % 100.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
0905 Attorney # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0!
Official & Mgrs [301; 342; 343; 501; 1712 series] # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0!
Professionals [0110; 0201; 1410; 2210 series] # 2 2 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Human Resources Assistant 0203 # 2 2 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Temporary # 3 1 0 2 0 0 0 0 0 0 0 0 0 0
Appointments % 100.00% 33.33% 0.00% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Professionals [0110; 0201; 1410; 2210 series] # 2 0 0 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
0905 Attorney # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total New Hires # 8 5 0 3 0 0 0 0 0 0 0 0 0 0
% 100.00% 62.50% 0.00% #DIV/0! 0.00% #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0!
B8-3 DETAILED SUMMARY OF NEW HIRES by GRADE LEVEL
GS/GM and RELATED GRADES for PERMANENT AND TEMPORARY APPOINTMENTS Total by Disability Status

Detail for Targeted Disabilities
[05] No Disability [01] Not Identified [06-94] Disability Targeted Disability [16, 17] Deafness [23, 25] Blindness [28,32-38] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion of Limb/
GS - 01 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 02 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 03 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 85.71% 0.00% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 04 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 05 # 2 1 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 70.37% 2.47% 27.16% 6.17% 0.00% 6.17% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 06 # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 77.27% 9.09% 13.64% 4.55% 0.00% 4.55% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 07 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 73.33% 10.00% 16.67% 6.67% 0.00% 0.00% 0.00% 3.33% 0.00% 3.33% 0.00% 0.00% 0.00%
GS - 08 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 09 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 82.35% 0.00% 17.65% 11.76% 0.00% 5.88% 0.00% 5.88% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 11 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 85.71% 0.00% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS - 12 # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 83.33% 0.00% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS/GM - 13 # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 71.43% 14.29% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS/GM - 14 # 3 2 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 83.33% 0.00% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
GS/GM - 15 # 1 0 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
SES # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total NEW HIRES # 8 5 0 3 0 0 0 0 0 0 0 0 0 0
% 100.00% 76.00% 4.50% 19.50% 5.00% 0.00% 3.50% 0.00% 1.00% 0.00% 0.50% 0.00% 0.00% 0.00%
Table B9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Disability

TOTAL Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
Job Series of Vacancy: GS-0905-13 General Attorney CR (3 Selections)

Total Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 3 1 0 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 33.33% 0.00% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905 -GS 12-13 66 2 8 0 0 0 0 0 0 0 0 0 0
Job Series of Vacancy: GS-0905- 13 Trial Attorney (6 Selections)

Total Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 6 4 0 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 66.67% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905 -GS 12-13 66 2 8 0 0 0 0 0 0 0 0 0 0
Job Series of Vacancy: GS-0905-14 Attorney Examiner (Civil Rights) (5 Selections)

Total Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 5 4 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 80.00% 0.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool:GS-0905 -GS -13 59 2 3 0 0 0 0 0 0 0 0 0 0
Job Series of Vacancy: GS-0905-14 General Attorney (CR) (3 Selections)

Total Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 3 3 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905 -GS -13 59 2 3 0 0 0 0 0 0 0 0 0 0
Job Series of Vacancy: GS-0905-14 Trial Attorney (CR) (23 Selections)

Total Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 23 20 1 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 86.96% 4.35% 8.70% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905 -GS -13 59 2 3 0 0 0 0 0 0 0 0 0 0
Table B9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Disability

TOTAL Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
Job Series of Vacancy: GS-0905-15 Supervisory Attorney Advisor (1 Selection)

Total Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool -GS-0905-14 302 30 27 0 0 0 0 0 0 0 0 0 0
Job Series of Vacancy: GS-1860-13 Equal Opportunity Investigator (18 Selections)
Total Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 18 14 0 4 0 0 0 0 0 0 0 0 0 0
% 100.00% 77.78% 0.00% 22.22% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool -GS-1860-12 407 23 87 9 0 3 0 1 1 2 0 2 0
Job Series of Vacancy: GS-1860-14 Equal Opportunity Investigator (2 Selections)
Total Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 2 2 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool -GS-1860-13 81 5 15 1 0 0 0 1 0 0 0 0 0
Job Series of Vacancy: GS-1860-15 Equal Opportunity Investigator (3 Selections)
Total Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 3 3 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool -GS-1860-14 33 1 4 0 0 0 0 0 0 0 0 0 0

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Pay Period 201221

Table B10 - Non-Competitive Promotions - Time in Grade - By Disability - Permanent Workforce
Employment Tenure Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
Total Employees Eligible for Career Ladder Promotions # 292 196 27 69 15 0 3 0 1 1 2 0 8 0
% 100% 67.12% 9.25% 23.63% 5.14% 0.00% 1.03% 0.00% 0.34% 0.34% 0.68% 0.00% 2.74% 0.00%
Time in Grade Excess of Minimum

1-12 Months # 20 12 1 7 2 0 1 0 1 0 0 0 0 0
% 100% 60.00% 5.00% 35.00% 10.00% 0.00% 5.00% 0.00% 5.00% 0.00% 0.00% 0.00% 0.00% 0.00%
13-24 Months # 8 6 0 2 0 0 0 0 0 0 0 0 0 0
% 100% 75.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
25 + Months # 16 16 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Table B11: INTERNAL SELECTIONS FOR SENIOR LEVEL POSITIONS (GS 13/14, GS 15, & SES) by DISABILITY
  TOTAL Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
Job Series and Grade of Vacancy: GS-0501-13 Budget Analyst (1 selection)
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0501-12 & GS-0510-12 GS0501-13 & GS-0510-13 8 0 2 0 0 0 0 0 0 0 0 0 0
Job Series and Grade of Vacancy: GS-1035-14 (1 Selection) Public Affairs Specialist
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 1 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: 0 0 0 0 0 0 0 0 0 0 0 0 0
Job Series and Grade of Vacancy: GS-1860-13 (16 selections) Supervisory E. O. Investigator
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 16 12 0 4 0 0 0 0 0 0 0 0 0 0
% 100.00% 75.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-1810-13 & GS-1860-13 GS1810-12 & GS-1860-12 467 22 95 5 0 0 0 0 0 3 0 2 0
Job Series and Grade of Vacancy: GS-1860-13 (2 selections) Lead Equal Opportunity Investigator
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 2 2 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-1810-13 & GS-1860-13 GS1810-12 & GS-1860-12 467 22 95 5 0 0 0 0 0 3 0 2 0
Job Series and Grade of Vacancy: GS-1860-14 (2 selections) Supervisory E. O. Investigator
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 2 2 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-1810-13 & GS-1860-13 GS1810-14 & GS-1860-14 120 7 14 8 2 0 2 0 0 1 0 3 0
Table B11: INTERNAL SELECTIONS FOR SENIOR LEVEL POSITIONS (GS 13/14, GS 15, & SES) by DISABILITY

TOTAL Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
Job Series and Grade of Vacancy: GS-1860-15 (2 selections) Supervisory E. O. Investigator (DD)
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0!
Selections # 2 2 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool:GS-1810-14 & GS-1860-14 GS1810-15 & GS-1850-15 48 9 58 0 0 0 0 0 0 0 0 0 0
Job Series and Grade of Vacancy: GS-1860-15 (1 selection) Supervisory E. O. Investigator (FD)
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 2 2 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool:GS-1810-14 & GS-1860-14 GS1810-15 & GS-1850-15 48 9 58 0 0 0 0 0 0 0 0 0 0
Job Series and Grade of Vacancy: GS-0905-13 General Attorney (CR) (3 Selections)
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0!
Selections # 3 1 0 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 33.33% 0.00% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905-12 & GS-0905-13 66 2 8 0 0 0 0 0 0 0 0 0 0
Job Series and Grade of Vacancy: GS-0905-13 Trial Attorney (CR) (6 Selections)
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 6 4 0 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 66.67% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905-12 & GS-0905-13 66 2 8 0 0 0 0 0 0 0 0 0 0
Job Series and Grade of Vacancy: GS-0905-14 Attorney Examiner Civil Rights (5 Selections)
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0!
Selections # 4 3 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 75.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905-13 & GS-0905-14 361 32 30 3 0 0 0 0 0 0 0 3 0
Table B11: INTERNAL SELECTIONS FOR SENIOR LEVEL POSITIONS (GS 13/14, GS 15, & SES) by DISABILITY

TOTAL Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
Job Series and Grade of Vacancy: GS-0905-14 General Attorney (CR) (3 Selections)
Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 3 3 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905-13 & GS-0905-14 361 32 30 3 0 0 0 0 0 0 0 3 0
Job Series and Grade of Vacancy: GS-0905-14 Trial Attorney (CF) (23 Selections)

Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 0 0 0 0
% 100.00% #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0! #DIV/0!
Selections # 23 20 1 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 86.96% 4.35% 8.70% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0905-13 & GS-0905-14 361 32 30 3 0 0 0 0 0 0 0 3 0
Job Series and Grade of Vacancy: GS-0905-15 Supervisory Attorney Advisory (1 Selection)

Applicants # 0 0 0 0 0 Unable to determine
Qualified # 0 1 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Selections # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Pool: GS-0501-14 & GS-0510-15 362 31 31 4 0 0 0 0 0 0 0 4 0
Table B12: PARTICIPATION IN CAREER DEVELOPMENT/TRAINING - Distribution by Disability

Total Employees Detail by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulse Disorder (90) Mental Retardation (91) Mental Illness (92) Distortion Limb/ Spine
Career Development Programs for GS 5-12
Slots Available # 0
Pool:
0 0 0 0 0 0 0 0 0 0 0 0 0
Applied # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Participants # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Career Development Programs for GS 13-14
Slots Available # 0
Pool: 806 0 0 0 0 0 0 0 0 0 0 0 0 0
Applied # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Participants # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Career Development Programs for GS 15 and SES
Slots Available # 0
Pool:
0 0 0 0 0 0 0 0 0 0 0 0 0
Applied # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Participants # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
"Relevant Applicant Pool" = all employees in the next lower pay grade and in all series that qualify them for the position announced.

*There were no career development programs offered at EEOC in FY2012

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table B13 - Employee Recognition and Awards - Distribution by Disability - Permanent Workforce
Employment Tenure Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
Time-Off Awards - 1-9 hours
Total Time-Off Awards Given # 720 556 41 123 20 4 2 1 5 1 1 0 6 0
% 100% 77.22% 5.69% 17.08% 2.78% 0.56% 0.28% 0.14% 0.69% 0.14% 0.14% 0.00% 0.83% 0.00%
Total Hours 4818 3758 255 805 129 22 15 4 38 8 8 0 34 0
Average Hours 7 7 6 7 6 6 8 4 8 8 8 0 6 0
Time-Off Awards - 9+ hours
Total Time-Off Awards Given # 769 629 37 103 17 3 2 1 1 1 3 0 6 0
% 100% 81.79% 4.81% 13.39% 2.21% 0.39% 0.26% 0.13% 0.13% 0.13% 0.39% 0.00% 0.78% 0.00%
Total Hours 13514 11090 637 1787 351 90 20 18 32 24 44 0 123 0
Average Hours 18 18 17 17 21 30 10 18 32 24 15 0 21 0
Cash Awards - $100 - $500
Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Cash Awards - $501+
Total Cash Awards Given # 1 0 0 1 0 0 0 0 0 0 0 0 0 0
% 100% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Amount $3,500 $0 $0 $3,500 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount $3,500 0 0 $3,500 0 0 0 0 0 0 0 0 0 0
Senior Executive Service Performance Awards
Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Quality Step Increases(QSI)
Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table B13 -Employee Recognition and Awards -Distribution by Disability -Temporary Workforce
Employment Tenure Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
Time-Off Awards -1-9 hours
Total Time-Off Awards Given # 3 3 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Hours 12 12 0 0 0 0 0 0 0 0 0 0 0 0
Average Hours 4 4 0 0 0 0 0 0 0 0 0 0 0 0
Time-Off Awards -9+ hours
Total Time-Off Awards Given # 4 4 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Hours 54 54 0 0 0 0 0 0 0 0 0 0 0 0
Average Hours 14 14 0 0 0 0 0 0 0 0 0 0 0 0
Cash Awards -$100 -$500
Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Cash Awards -$501+
Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Senior Executive Service Performance Awards
Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Quality Step Increases(QSI)
Total Cash Awards Given # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table B13-1 - Employee Recognition and Awards by Salary - Distribution by Disability - Permanent Workforce
Employment Tenure Total Total by Disability Status Detail for Targeted Disabilities
[04,05] No Disability [01] Not Identified [06-94] Disability Targeted Disability [16,17] Deafness [23,25] Blindness (28,32-38] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion Limb/Spine
<=$60K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$70K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$80K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$90K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$100K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$110K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$120K
Sum of Amount $3,500 $0 $0 $3,500 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 1 0 0 1 0 0 0 0 0 0 0 0 0 0
Average $3,500% $0 $0 $3,500 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$130K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$140K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$150K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$160K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$170K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$180K
Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table B13-1 - Employee Recognition and Awards by Salary - Distribution by Disability - Temporary Workforce
Employment Tenure Total Total by Disability Status Detail for Targeted Disabilities
[04,05] No Disability [01] Not Identified [06-94] Disability Targeted Disability [16,17] Deafness [23,25] Blindness (28,32-38] Missing Limbs [64-68] Partial Paralysis [71-78] Total Paralysis [82] Convulsive Disorder [90] Mental Retardation [91] Mental Illness [92] Distortion Limb/Spine
<=$60K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$70K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$80K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$90K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$100K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$110K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$120K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$130K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$140K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$150K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$160K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$170K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
<=$180K



Sum of Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0
Sum of Count 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Average $0% $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table B14 - Separations by Type of Separation - Distribution by Disability - Permanent Workforce
Type of Separation Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
Voluntary # 181 134 11 36 7 0 2 0 0 1 0 0 4 0
% 100% 74.03% 6.08% 19.89% 3.87% 0.00% 1.10% 0.00% 0.00% 0.55% 0.00% 0.00% 2.21% 0.00%
Involuntary # 5 3 1 1 0 0 0 0 0 0 0 0 0 0
% % 60.00% 20.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
RIF # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Separations # 186 137 12 37 7 0 2 0 0 1 0 0 4 0
% 100% 73.66% 6.45% 19.89% 3.76% 0.00% 1.08% 0.00% 0.00% 0.54% 0.00% 0.00% 2.15% 0.00%

EEOC EQUAL EMPLOYMENT OPPORTUNITY COMMISSION For Period ( 2011-10-01 TO 2012-09-30 )

Table B14 - Separations by Type of Separation - Distribution by Disability - Temporary Workforce
Type of Separation Total Total by Disability Status Detail for Targeted Disabilities
(04,05) No Disability -1 Not Identified (06-94) Disability Targeted Disability (16,17) Deafness (23,25) Blindness (28,32-38) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis -82 Convulsive Disorder -90 Mental Retardation -91 Mental Illness -92 Distortion Limb/Spine
Voluntary # 6 6 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Involuntary # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
RIF # 0 0 0 0 0 0 0 0 0 0 0 0 0 0
% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Total Separations # 6 6 0 0 0 0 0 0 0 0 0 0 0 0
% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
B14 DETAILED SUMMARY OF FY 2008 SEPARATIONS BY TYPE OF SEPARATION
Type of Separation Total Total by Disability Status Detail for Targeted Disabilities
(05) No Disability (01) Not Identified (06-94) Disability Targeted Disability (16, 17) Deafness (23, 25) Blindness (28, 3238) Missing Limbs (64-68) Partial Paralysis (71-78) Total Paralysis (82) Convulsive Disorder (90) Mental Retardation (91) Mental Illness (92) Distort Limb/ Spine
Voluntary # 188 141 12 34 7 0 2 0 0 1 0 0 4 0
% 100.00% 75.00% 6.38% 18.09% 3.72% 0.00% 1.06% 0.00% 0.00% 0.53% 0.00% 0.00% 2.13% 0.00%
301 Disability Retirement # 6 3 0 3 2 0 1 0 0 1 0 0 0 0
% 100.00% 50.00% 0.00% 50.00% 33.33% 0.00% 16.67% 0.00% 0.00% 16.67% 0.00% 0.00% 0.00% 0.00%
302 Voluntary Retirement # 89 65 5 19 3 0 1 0 0 0 0 0 2 0
% 100.00% 73.03% 5.62% 21.35% 3.37% 0.00% 1.12% 0.00% 0.00% 0.00% 0.00% 0.00% 2.25% 0.00%
312 Resignation ILIA # 1 39 0 4 0 0 0 0 0 0 0 0 0 0
% 100.00% 3900.00% 0.00% 400.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
317 Resignation # 43 39 0 4 0 0 0 0 0 0 0 0 0 0
% 100.00% 90.70% 0.00% 9.30% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
352 Termination -Appoint Another Agency # 44 31 7 6 2 0 0 0 0 0 0 0 2 0
% 100.00% 70.45% 15.91% 13.64% 4.55% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.55% 0.00%
355 Termination - Term Appointment # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
350 Death # 4 2 0 2 0 0 0 0 0 0 0 0 0 0
% 100.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Involuntary # 4 2 1 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 50.00% 25.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
312 Resignation ILIA # 1 1 0 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
330 Removal # 3 2 0 1 0 0 0 0 0 0 0 0 0 0
% 100.00% 66.67% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
385 Termination During Probation # 1 0 1 0 0 0 0 0 0 0 0 0 0 0
% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Total Separations # 192 143 13 35 7 0 2 0 0 1 0 0 4 0
% 100.00% 74.48% 6.77% 18.23% 3.65% 0.00% 1.04% 0.00% 0.00% 0.52% 0.00% 0.00% 2.08% 0.00%
* Includes temporary employees who resigned prior to the expirationof their term appointment.

EEOC Organizational Chart

APPENDIX