Human Capital
Diversity in the Federal SES and Processes for Selecting New Executives Gao ID: GAO-09-110 November 26, 2008A diverse Senior Executive Service (SES), which generally represents the most experienced segment of the federal workforce, can be an organizational strength by bringing a wider variety of perspectives and approaches to policy development and implementation, strategic planning, problem solving, and decision making. In a January 2003 report (GAO-03-34), GAO provided data on career SES members by race, ethnicity, and gender as of October 2000 and a statistically estimated projection of what the profile of the SES would be in October 2007 if appointment and separation trends did not change. In response to a request for updated information on the diversity in the SES, GAO is providing information from the Office of Personnel Management's (OPM) Central Personnel Data File (1) on the representation of women and minorities in the SES and the SES developmental pool (i.e., GS-15 and GS-14 positions) for the executive branch as of fiscal year 2007 and comparing this representation to fiscal year 2000 levels and to levels GAO projected for October 2007 in its 2003 report; (2) for fiscal years 2000 and 2007, the average age at which women and minorities were appointed to and retired from the SES as well as information on those in the SES reporting targeted disabilities; and (3) on the overall processes used in executive branch agencies for selecting and certifying members into the SES.
The representation of women and minorities in the SES and the SES developmental pool increased governmentwide from October 2000 through September 2007, but increases did not occur in all agencies. Over these 7 years, increases occurred in more than half of the 24 major executive branch agencies, but in both 2000 and 2007 the representation of women and minorities continued to vary significantly at those agencies. In 2003, we projected that increases would occur in the representation of women and minorities in the SES and SES developmental pool by 2007. These increases generally did occur. Looking beyond racial, ethnic, and gender profiles, GAO also reviewed the average age at appointment to and retirement from the career SES as well as the disability status reported by career SES employees for fiscal years 2000 and 2007. For the most part, career SES members were, on average, about age 50 at the time of their appointment to the SES and about age 60 at the time of their retirement. The average age at appointment to and retirement from the career SES generally did not vary much by race, ethnicity, or gender. GAO also calculated how long, on average, individuals served in the SES, and found that the length of their stay in the SES did vary. For example, women stayed in the SES longer than men; women who voluntarily retired stayed, on average, for 11.4 years, and men who voluntarily retired stayed, on average, for 8.8 years. The average length of service among minorities ranged from 4.1 years for Asian/Pacific Islander women to 12 years for American Indian/Alaska Native men. Governmentwide less than 1 percent of the career SES in 2000 and 2007 had self-reported targeted disabilities, and their representation declined slightly over this time. Executive branch agencies have established processes for selecting members into the SES and have developmental programs that are designed to create pools of candidates from which new members can be selected. These agencies use Executive Resources Boards to review the executive and technical qualifications of eligible candidates for initial SES career appointments and make recommendations based on the best qualified. An OPM-administered board reviews candidates' qualifications before appointment to the SES.
GAO-09-110, Human Capital: Diversity in the Federal SES and Processes for Selecting New Executives
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Report to Congressional Requesters:
United States Government Accountability Office:
GAO:
November 2008:
Human Capital:
Diversity in the Federal SES and Processes for Selecting New
Executives:
Federal SES Diversity:
GAO-09-110:
GAO Highlights:
Highlights of GAO-09-110, a report to congressional requesters.
Why GAO Did This Study:
A diverse Senior Executive Service (SES), which generally represents
the most experienced segment of the federal workforce, can be an
organizational strength by bringing a wider variety of perspectives and
approaches to policy development and implementation, strategic
planning, problem solving, and decision making. In a January 2003
report (GAO-03-34), GAO provided data on career SES members by race,
ethnicity, and gender as of October 2000 and a statistically estimated
projection of what the profile of the SES would be in October 2007 if
appointment and separation trends did not change.
In response to a request for updated information on the diversity in
the SES, GAO is providing information from the Office of Personnel
Management‘s (OPM) Central Personnel Data File (1) on the
representation of women and minorities in the SES and the SES
developmental pool (i.e., GS-15 and GS-14 positions) for the executive
branch as of fiscal year 2007 and comparing this representation to
fiscal year 2000 levels and to levels GAO projected for October 2007 in
its 2003 report; (2) for fiscal years 2000 and 2007, the average age at
which women and minorities were appointed to and retired from the SES
as well as information on those in the SES reporting targeted
disabilities; and (3) on the overall processes used in executive branch
agencies for selecting and certifying members into the SES.
What GAO Found:
The representation of women and minorities in the SES and the SES
developmental pool increased governmentwide from October 2000 through
September 2007, but increases did not occur in all agencies. Over these
7 years, increases occurred in more than half of the 24 major executive
branch agencies, but in both 2000 and 2007 the representation of women
and minorities continued to vary significantly at those agencies. In
2003, we projected that increases would occur in the representation of
women and minorities in the SES and SES developmental pool by 2007.
These increases generally did occur.
Table:
Governmentwide: SES;
October 2000: Number: 6,296;
October 2000: Percent: Women: 23.2;
October 2000: Percent: Minorities: 13.9;
September 2007: Number: 6,555;
September 2007: Percent: Women: 29.1;
September 2007: Percent: Minorities: 15.8.
Governmentwide: SES developmental pool (GS-15s and GS-14s);
October 2000: Number: 137,785;
October 2000: Percent: Women: 28.0;
October 2000: Percent: Minorities: 17.0;
September 2007: Number: 149,149;
September 2007: Percent: Women: 34.3;
September 2007: Percent: Minorities: 22.5.
Source: GAO analysis of OPM's Central Personnel Data File.
[End of table]
Looking beyond racial, ethnic, and gender profiles, GAO also reviewed
the average age at appointment to and retirement from the career SES as
well as the disability status reported by career SES employees for
fiscal years 2000 and 2007. For the most part, career SES members were,
on average, about age 50 at the time of their appointment to the SES
and about age 60 at the time of their retirement. The average age at
appointment to and retirement from the career SES generally did not
vary much by race, ethnicity, or gender. GAO also calculated how long,
on average, individuals served in the SES, and found that the length of
their stay in the SES did vary. For example, women stayed in the SES
longer than men; women who voluntarily retired stayed, on average, for
11.4 years, and men who voluntarily retired stayed, on average, for 8.8
years. The average length of service among minorities ranged from 4.1
years for Asian/Pacific Islander women to 12 years for American
Indian/Alaska Native men. Governmentwide less than 1 percent of the
career SES in 2000 and 2007 had self-reported targeted disabilities,
and their representation declined slightly over this time.
Executive branch agencies have established processes for selecting
members into the SES and have developmental programs that are designed
to create pools of candidates from which new members can be selected.
These agencies use Executive Resources Boards to review the executive
and technical qualifications of eligible candidates for initial SES
career appointments and make recommendations based on the best
qualified. An OPM-administered board reviews candidates‘ qualifications
before appointment to the SES.
GAO is making no recommendations in this report.
To view the full product, including the scope and methodology, click on
[hyperlink, http://www.gao.gov/products/GAO-09-110]. For more
information, contact George H. Stalcup at (202) 512-6806 or
stalcupg@gao.gov.
[End of section]
Contents:
Letter:
Results in Brief:
Background:
Women and Minorities in the Career SES and the SES Developmental Pool
Increased Governmentwide between 2000 and 2007, and Their
Representation in the SES Increased in More Than Half of the Agencies:
Minimal Changes Occurred in the Average Age at Appointment to and
Retirement from the Career SES and in Targeted Disabilities among the
Career SES between 2000 and 2007:
Processes Used for Selecting Career SES Members Are to Follow
Competitive Merit Staffing Requirements:
Agency Comments and Our Evaluation:
Appendix I: Demographic Profiles of Career SES, GS-15, and GS-14
Employees Governmentwide and at the 24 Chief Financial Officers Act
Agencies:
Appendix II: GAO Contact and Staff Acknowledgments:
Tables:
Table 1: Career SES and the SES Developmental Pool Governmentwide for
October 2000 and September 2007:
Table 2: Career SES Members by CFO Act Agency for October 2000 and
September 2007:
Table 3: Fiscal Year 2007 Projections We Reported in 2003 Compared with
Actual Fiscal Year 2007 Data for Career SES Governmentwide and Baseline
2000 Data:
Table 4: Fiscal Year 2007 Projections We Reported in 2003 Compared with
Actual Fiscal Year 2007 Data for the SES Developmental Pool
Governmentwide and Baseline 2000 Data:
Table 5: Average Age at Appointment to the Career SES for 2000 and
2007:
Table 6: Average Age at Retirement from the Career SES in 2000 and
2007:
Table 7: Average Length of Stay of Career SES of Individuals Appointed
to the Career SES in 1990 Who Retired or Resigned:
Table 8: Number and Percentage of Individuals Appointed to the Career
SES in 1990 Remaining in the SES as of September 2007:
Table 9: Career SES Members with Targeted Disabilities Governmentwide
and at CFO Act Agencies for 2000 and 2007:
Table 10: Demographic Profiles of Career SES, GS-15, and GS-14
Employees Governmentwide:
Table 11: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Agriculture:
Table 12: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Agency for International Development:
Table 13: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Commerce:
Table 14: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Defense:
Table 15: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Education:
Table 16: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Energy:
Table 17: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Environmental Protection Agency:
Table 18: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the General Services Administration:
Table 19: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Health and Human Services:
Table 20: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Homeland Security:
Table 21: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Housing and Urban Development:
Table 22: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of the Interior:
Table 23: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Justice:
Table 24: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Labor:
Table 25: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the National Aeronautics and Space Administration:
Table 26: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Nuclear Regulatory Commission:
Table 27: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the National Science Foundation:
Table 28: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Office of Personnel Management:
Table 29: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Small Business Administration:
Table 30: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Social Security Administration:
Table 31: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of State:
Table 32: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Transportation:
Table 33: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of the Treasury:
Table 34: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Veterans Affairs:
Abbreviations:
AID: Agency for International Development:
CFO: Chief Financial Officer:
CPDF: Central Personnel Data File:
DHS: Department of Homeland Security:
EEO: equal employment opportunity:
EEOC: Equal Employment Opportunity Commission:
EPA: Environmental Protection Agency:
ERB: Executive Resources Board:
FEMA: Federal Emergency Management Agency:
FEORP: Federal Equal Opportunity Recruitment Program:
GS: General Schedule:
GSA: General Services Administration:
HHS: Department of Health and Human Services:
HUD: Department of Housing and Urban Development:
NASA: National Aeronautics and Space Administration:
NRC: Nuclear Regulatory Commission:
NSF: National Science Foundation:
OPM: Office of Personnel Management:
QRB: Qualifications Review Board:
SBA: Small Business Administration:
SES: Senior Executive Service:
SSA: Social Security Administration:
VA: Department of Veterans Affairs:
United States Government Accountability Office:
Washington, DC 20548:
November 26, 2008:
The Honorable Danny K. Davis:
Chairman:
Subcommittee on Federal Workforce, Postal Service, and the District of
Columbia:
Committee on Oversight and Government Reform:
House of Representatives:
The Honorable Daniel K. Akaka:
Chairman:
Subcommittee on Oversight of Government Management, the Federal
Workforce and the District of Columbia:
Committee on Homeland Security and Governmental Affairs:
United States Senate:
The federal government continues to face new and more complex
challenges in the 21st century resulting from long-term fiscal
constraints, changing demographics, and other factors. Leadership in
agencies across the federal government, especially at senior executive
levels, is essential to providing accountable, committed, consistent,
and sustained attention to human capital and related organizational
transformation issues. The federal government's senior corps generally
represents the most experienced segment of the federal career
workforce. Having a diverse senior corps can be an organizational
strength that can bring a wider variety of perspectives and approaches
to bear on policy development and implementation, strategic planning,
problem solving, and decision making.
Over the past several years, we have reported on the diversity of the
Senior Executive Service (SES). For example, we issued a January 2003
report that included both a comprehensive review of career SES[Footnote
1] by race, ethnicity, and gender governmentwide as of October 2000 and
a statistically estimated projection of what the profile of the SES
would be in October 2007 if appointment and separation trends did not
change.[Footnote 2] Earlier this year, we testified on the diversity of
the SES again by race, ethnicity, and gender governmentwide, comparing
the results of our 2003 report with the representation of the SES in
September 2007.[Footnote 3] This report goes beyond the representation
of the SES in 2007 to include other characteristics of the diversity of
the SES, specifically age of SES members and disability status.
As requested, this report updates our January 2003 report and provides
information (1) on the representation of women and minorities[Footnote
4] in the SES and the SES developmental pool (i.e., GS-15 and GS-14
positions)[Footnote 5] for the executive branch as of fiscal year 2007
and compares this representation to fiscal year 2000 levels and to
levels we projected for the end of fiscal year 2007 in our 2003 report;
(2) for fiscal years 2000 and 2007, the average age at which women and
minorities were appointed to and retired from the SES, the average
length of service among those appointed to the SES in fiscal year 1990,
as well as information for 2000 and 2007 on the representation of
individuals with targeted disabilities among the SES;[Footnote 6] and
(3) on the overall processes used in executive branch agencies for
selecting and certifying members into the SES. The information provided
for objectives (1) and (3) was reported earlier this year in
testimony.[Footnote 7]
For this report, we extracted representation data for the SES and the
SES developmental pool governmentwide[Footnote 8] and by Chief
Financial Officers Act (CFO)[Footnote 9] agencies for October 2000 and
September 2007 from the Office of Personnel Management's (OPM) Central
Personnel Data File (CPDF). We also extracted data from the CPDF to
identify average age at appointment and retirement and using those data
calculated the mean and median ages of those appointed to or retired
from the SES in fiscal years 2000 and 2007. We also calculated how long
individuals, on average, served in the SES. To do so, we analyzed data
from the CPDF on those appointed to the SES in fiscal year 1990 and
followed those individuals through fiscal year 2007 to determine how
many were still in the SES. Finally, we identified from the CPDF the
representation of individuals in the SES who reported that they had
targeted disabilities. We believe the CPDF is sufficiently reliable for
the informational purpose of this report because we previously reported
that governmentwide data from the CPDF for the key variables in this
report--agency, gender, race or national origin, pay plan or grade, and
disability status--were 96 percent or more accurate.[Footnote 10] Some
data on the SES and the SES developmental pool for 2000 in this report
differ from data in our prior products.[Footnote 11]
We conducted this performance audit from January 2008 through November
2008 in accordance with generally accepted government auditing
standards. Those standards require that we plan and perform the audit
to obtain sufficient, appropriate evidence to provide a reasonable
basis for our findings and conclusions based on our audit objectives.
We believe that the evidence obtained provides a reasonable basis for
our findings and conclusions based on our audit objectives.
Results in Brief:
The representation of women and minorities in the SES and the SES
developmental pool increased governmentwide from October 2000 through
September 2007, but increases did not occur in all agencies. Over these
7 years, increases occurred in more than half of the 24 major executive
branch agencies, but in both 2000 and 2007 the representation of women
and minorities continued to vary significantly at the 24 major
executive branch agencies. In 2003, we projected that increases would
occur in the representation of minorities and women in the SES and SES
developmental pool by 2007. These increases generally did occur.
Looking beyond racial, ethnic, and gender profiles and as requested, we
reviewed the average age at appointment to and retirement from the
career SES as well as the disability status of career SES employees for
fiscal years 2000 and 2007. We found that for the most part, career SES
members were, on average, about age 50 at the time of their appointment
to the SES and about age 60 at the time of their retirement. The
average age at appointment to and retirement from the career SES
generally did not vary much by race, ethnicity, or gender. We also
calculated how long individuals, on average, served in the SES by
analyzing data on those appointed to the SES in fiscal year 1990 and
following those individuals through fiscal year 2007 to determine how
many were still in the SES. We found that women stayed in the SES
longer than men; women who voluntarily retired (as opposed to taking
some other form of retirement, such as mandatory or disability
retirement) stayed, on average, for 11.4 years, and men who voluntarily
retired stayed, on average, for 8.8 years. The average length of
service among minorities ranged from 4.1 years for Asian/Pacific
Islander women to 12 years for American Indian men. As for disability
status, governmentwide less than 1 percent of the career SES in 2000
and 2007 had self-reported targeted disabilities, and the
representation of individuals with these reported disabilities declined
slightly between 2000 and 2007.
Executive branch agencies have established processes for selecting
members into the SES and have developmental programs that are designed
to create pools of candidates from which new members can be selected.
These agencies are required by OPM regulations to follow competitive
merit staffing requirements when making initial appointments to the
career SES or to the formal candidate development programs, which are
competitive programs that are designed to create pools of candidates
for SES positions.
We provided the Acting Director of OPM and the Chair of EEOC with a
draft of this report for their review and comment. OPM provided
technical comments, which we incorporated as appropriate, but did not
otherwise comment on the report. EEOC had no comments.
Background:
OPM and the Equal Employment Opportunity Commission (EEOC) each play
important roles in ensuring equal employment opportunity (EEO) in the
federal workplace through their leadership and oversight of federal
agencies. In their oversight roles, OPM and EEOC require federal
agencies to analyze their workforces, and both agencies also report on
governmentwide representation levels.[Footnote 12] Under OPM's
regulations implementing the Federal Equal Opportunity Recruitment
Program (FEORP),[Footnote 13] agencies are required to determine where
representation levels for covered groups are lower than in the civilian
labor force and take steps to address those differences.[Footnote 14]
Agencies are also required to submit annual FEORP reports to OPM in the
form prescribed by OPM. EEOC's Management Directive 715 (MD-715)
provides guidance and standards to federal agencies for establishing
and maintaining effective equal employment opportunity
programs,[Footnote 15] including a framework for executive branch
agencies to help ensure effective management, accountability, and self-
analysis to determine whether barriers to equal employment opportunity
exist and to identify and develop strategies to mitigate or eliminate
the barriers to participation.[Footnote 16] Specifically, EEOC's MD-715
states that agency personnel programs and policies should be evaluated
regularly to ascertain whether such programs have any barriers that
tend to limit or restrict equitable opportunities for open competition
in the workplace. The initial step is for agencies to analyze their
workforce data with designated benchmarks, including the civilian labor
force. If analyses of their workforce profiles identify potential
barriers, agencies are to examine all related policies, procedures, and
practices to determine whether an actual barrier exists. EEOC requires
agencies to report the results of their analyses annually. In addition,
EEOC recently issued a report on the participation of individuals who
reported targeted disabilities in the federal workforce.[Footnote 17]
Targeted disabilities are those disabilities that the federal
government, as a matter of policy, has identified for special emphasis.
The targeted disabilities are deafness, blindness, missing extremities,
partial paralysis, complete paralysis, convulsive disorders, mental
retardation, mental illness, and distortion of limb and/or spine.
Women and Minorities in the Career SES and the SES Developmental Pool
Increased Governmentwide between 2000 and 2007, and Their
Representation in the SES Increased in More Than Half of the Agencies:
The data that we are reporting provide a demographic snapshot of the
career SES as well as the levels that serve as the SES developmental
pool for October 2000 and September 2007. Table 1 shows that
governmentwide, the number and percentage of women and minorities in
the career SES and SES developmental pool increased between October
2000 and September 2007.
Table 1: Career SES and the SES Developmental Pool Governmentwide for
October 2000 and September 2007:
Governmentwide: SES;
October 2000: Number: 6,296;
October 2000: Percent: Women: 23.2;
October 2000: Percent: Minorities: 13.9;
September 2007: Number: 6,555;
September 2007: Percent: Women: 29.1;
September 2007: Percent: Minorities: 15.8.
Governmentwide: SES developmental pool (GS-15s and GS-14s);
October 2000: Number: 137,785;
October 2000: Percent: Women: 28.0;
October 2000: Percent: Minorities: 17.0;
September 2007: Number: 149,149;
September 2007: Percent: Women: 34.3;
September 2007: Percent: Minorities: 22.5.
Source: GAO analysis of OPM's CPDF.
Note: Governmentwide includes civilian employees of all cabinet-level
departments, independent agencies, commissions, councils, and boards in
the executive branch except the intelligence agencies, the Postal
Service, and the Foreign Service (as of 2007).
[End of table]
As shown in table 2, the percentage of both women and minorities in the
SES increased in 15 of the 24 CFO Act agencies by 2007. For the
remaining CFO Act agencies, most experienced an increase in either the
percentage of women or minorities between October 2000 and September
2007.
Table 2: Career SES Members by CFO Act Agency for October 2000 and
September 2007:
CFO Act agency: Agriculture;
October 2000: Number of SES: 283;
October 2000: Percent: Women: 25.4;
October 2000: Percent: Minorities: 20.1;
September 2007: 318;
September 2007: Percent: Women: 28.3;
September 2007: Percent: Minorities: 18.9.
CFO Act agency: AID;
October 2000: Number of SES: 25;
October 2000: Percent: Women: 20.0;
October 2000: Percent: Minorities: 20.0;
September 2007: 22;
September 2007: Percent: Women: 45.5;
September 2007: Percent: Minorities: 36.4.
CFO Act agency: Commerce;
October 2000: Number of SES: 296;
October 2000: Percent: Women: 23.3;
October 2000: Percent: Minorities: 12.5;
September 2007: 317;
September 2007: Percent: Women: 28.4;
September 2007: Percent: Minorities: 14.5.
CFO Act agency: Defense;
October 2000: Number of SES: 1,143;
October 2000: Percent: Women: 16.3;
October 2000: Percent: Minorities: 6.1;
September 2007: 1,123;
September 2007: Percent: Women: 22.6;
September 2007: Percent: Minorities: 8.3.
CFO Act agency: Education;
October 2000: Number of SES: 60;
October 2000: Percent: Women: 28.3;
October 2000: Percent: Minorities: 21.7;
September 2007: 66;
September 2007: Percent: Women: 36.4;
September 2007: Percent: Minorities: 15.2.
CFO Act agency: Energy;
October 2000: Number of SES: 391;
October 2000: Percent: Women: 18.9;
October 2000: Percent: Minorities: 10.7;
September 2007: 421;
September 2007: Percent: Women: 22.8;
September 2007: Percent: Minorities: 14.3.
CFO Act agency: EPA;
October 2000: Number of SES: 255;
October 2000: Percent: Women: 29.8;
October 2000: Percent: Minorities: 15.3;
September 2007: 261;
September 2007: Percent: Women: 37.5;
September 2007: Percent: Minorities: 17.2.
CFO Act agency: FEMA;
October 2000: Number of SES: 32;
October 2000: Percent: Women: 21.9;
October 2000: Percent: Minorities: 3.1;
September 2007: [A];
September 2007: Percent: Women: [A];
September 2007: Percent: Minorities: [A].
CFO Act agency: GSA;
October 2000: Number of SES: 84;
October 2000: Percent: Women: 28.6;
October 2000: Percent: Minorities: 14.3;
September 2007: 80;
September 2007: Percent: Women: 28.8;
September 2007: Percent: Minorities: 15.0.
CFO Act agency: HHS;
October 2000: Number of SES: 399;
October 2000: Percent: Women: 36.1;
October 2000: Percent: Minorities: 21.3;
September 2007: 356;
September 2007: Percent: Women: 44.1;
September 2007: Percent: Minorities: 20.5.
CFO Act agency: DHS;
October 2000: Number of SES: [B];
October 2000: Percent: Women: [B];
October 2000: Percent: Minorities: [B];
September 2007: 325;
September 2007: Percent: Women: 26.2;
September 2007: Percent: Minorities: 13.2.
CFO Act agency: HUD;
October 2000: Number of SES: 73;
October 2000: Percent: Women: 28.8;
October 2000: Percent: Minorities: 35.6;
September 2007: 89;
September 2007: Percent: Women: 38.2;
September 2007: Percent: Minorities: 43.8.
CFO Act agency: Interior;
October 2000: Number of SES: 191;
October 2000: Percent: Women: 31.9;
October 2000: Percent: Minorities: 22.0;
September 2007: 221;
September 2007: Percent: Women: 31.7;
September 2007: Percent: Minorities: 25.8.
CFO Act agency: Justice;
October 2000: Number of SES: 594;
October 2000: Percent: Women: 18.4;
October 2000: Percent: Minorities: 15.2;
September 2007: 645;
September 2007: Percent: Women: 22.2;
September 2007: Percent: Minorities: 17.8.
CFO Act agency: Labor;
October 2000: Number of SES: 132;
October 2000: Percent: Women: 28.0;
October 2000: Percent: Minorities: 21.2;
September 2007: 133;
September 2007: Percent: Women: 33.1;
September 2007: Percent: Minorities: 21.1.
CFO Act agency: NASA;
October 2000: Number of SES: 394;
October 2000: Percent: Women: 19.5;
October 2000: Percent: Minorities: 13.2;
September 2007: 431;
September 2007: Percent: Women: 23.4;
September 2007: Percent: Minorities: 14.6.
CFO Act agency: NRC;
October 2000: Number of SES: 139;
October 2000: Percent: Women: 13.7;
October 2000: Percent: Minorities: 11.5;
September 2007: 146;
September 2007: Percent: Women: 19.9;
September 2007: Percent: Minorities: 13.7.
CFO Act agency: NSF;
October 2000: Number of SES: 79;
October 2000: Percent: Women: 30.4;
October 2000: Percent: Minorities: 13.9;
September 2007: 79;
September 2007: Percent: Women: 44.3;
September 2007: Percent: Minorities: 16.5.
CFO Act agency: OPM;
October 2000: Number of SES: 36;
October 2000: Percent: Women: 41.7;
October 2000: Percent: Minorities: 19.4;
September 2007: 42;
September 2007: Percent: Women: 38.1;
September 2007: Percent: Minorities: 16.7.
CFO Act agency: SBA;
October 2000: Number of SES: 39;
October 2000: Percent: Women: 33.3;
October 2000: Percent: Minorities: 33.3;
September 2007: 36;
September 2007: Percent: Women: 27.8;
September 2007: Percent: Minorities: 38.9.
CFO Act agency: SSA;
October 2000: Number of SES: 118;
October 2000: Percent: Women: 35.6;
October 2000: Percent: Minorities: 33.1;
September 2007: 134;
September 2007: Percent: Women: 41.8;
September 2007: Percent: Minorities: 27.6.
CFO Act agency: State;
October 2000: Number of SES: 101;
October 2000: Percent: Women: 28.7;
October 2000: Percent: Minorities: 5.0;
September 2007: 114;
September 2007: Percent: Women: 32.5;
September 2007: Percent: Minorities: 6.1.
CFO Act agency: Transportation;
October 2000: Number of SES: 178;
October 2000: Percent: Women: 27.0;
October 2000: Percent: Minorities: 14.6;
September 2007: 188;
September 2007: Percent: Women: 36.2;
September 2007: Percent: Minorities: 16.0.
CFO Act agency: Treasury;
October 2000: Number of SES: 537;
October 2000: Percent: Women: 23.3;
October 2000: Percent: Minorities: 12.8;
September 2007: 386;
September 2007: Percent: Women: 36.8;
September 2007: Percent: Minorities: 18.4.
CFO Act agency: VA;
October 2000: Number of SES: 247;
October 2000: Percent: Women: 14.6;
October 2000: Percent: Minorities: 9.7;
September 2007: 236;
September 2007: Percent: Women: 30.9;
September 2007: Percent: Minorities: 14.8.
Source: GAO analysis of OPM's CPDF.
Note: AID is the Agency for International Development; EPA is the
Environmental Protection Agency; GSA is the General Services
Administration; HHS is the Department of Health and Human Services; HUD
is the Department of Housing and Urban Development; NASA is the
National Aeronautics and Space Administration; NRC is the Nuclear
Regulatory Commission; NSF is the National Science Foundation; SBA is
the Small Business Administration; SSA is the Social Security
Administration; and VA is the Department of Veterans Affairs.
[A] The Federal Emergency Management Agency (FEMA) was an independent
agency and 1 of the 24 CFO Act agencies until the formation of the
Department of Homeland Security (DHS) in 2003.
[B] DHS did not exist before March 2003. It was created from 22
agencies or parts of agencies, including the U.S. Customs Service,
which was formerly located in the Department of the Treasury; FEMA; and
the Coast Guard.
[End of table]
As we reported in 2003, the gender, racial, and ethnic profiles of the
career SES at the 24 CFO Act agencies varied significantly in October
2000. The representation of women ranged from 13.7 percent to 41.7
percent, with half of the agencies having 27 percent or fewer women in
the career SES. For minority representation, rates varied even more and
ranged from 3.1 percent to 35.6 percent, with half of the agencies
having less than 15 percent minorities in the career SES. In 2007, the
representation of women and minorities, both overall and in more than
half of the individual agencies, was higher than it was in October
2000. The representation of women ranged from 19.9 percent to 45.5
percent with more than half of the agencies having 30 percent or more
women. For minority representation, rates ranged from 6.1 percent to
43.8 percent, with more than half of the agencies having over 16
percent minority representation, and more than 90 percent of the
agencies having more than 13 percent minority representation in the
career SES.
For this report, we did not analyze the factors that contributed to the
changes in representation from October 2000 through September 2007. As
we said previously, OPM and EEOC, in their oversight roles, require
federal agencies to analyze their workforces and both agencies also
report on governmentwide representation levels.
In our 2003 report, we (1) reviewed actual appointment trends from
fiscal years 1995 to 2000 and actual separation experience from fiscal
years 1996 to 2000; (2) estimated by race, ethnicity, and gender the
number of career SES who would leave government service from October 1,
2000, through October 1, 2007; and (3) projected what the profile of
the SES would be if appointment and separation trends did not change.
We estimated that more than half of the career SES members employed on
October 1, 2000, will have left service by October 1, 2007. Assuming
then-current career SES appointment trends, we projected that (1) the
only significant changes in diversity would be an increase in the
number of white women with an essentially equal decrease in white men
and (2) the proportions of minority women and men would remain
virtually unchanged in the SES corps, although we projected slight
increases among most racial and ethnic minorities.
Table 3 shows career SES representation as of October 1, 2000, our 2003
projections of what representation would be at the end of fiscal year
2007, and actual fiscal year 2007 data. We projected increases in
representation among both minorities and women. Fiscal year 2007 data
show that increases did take place among those groups and that those
increases generally exceeded the increases we projected. The only
decrease among minorities occurred in African American men, whose
representation declined from 5.5 percent in 2000 to 5.0 percent at the
end of fiscal year 2007.
Table 3: Fiscal Year 2007 Projections We Reported in 2003 Compared with
Actual Fiscal Year 2007 Data for Career SES Governmentwide and Baseline
2000 Data:
(Numbers in percent).
SES profile: African American men;
October 1, 2000: 5.5;
October 2003 projections for October 1, 2007: 5.7;
Actual September 2007: 5.0.
SES profile: African American women;
October 1, 2000: 2.9;
October 2003 projections for October 1, 2007: 3.4;
Actual September 2007: 3.5.
SES profile: American Indian/Alaska Native men;
October 1, 2000: 0.9;
October 2003 projections for October 1, 2007: 0.8;
Actual September 2007: 0.9.
SES profile: American Indian/Alaska Native women;
October 1, 2000: 0.3;
October 2003 projections for October 1, 2007: 0.3;
Actual September 2007: 0.4.
SES profile: Asian/Pacific Islander men;
October 1, 2000: 1.1;
October 2003 projections for October 1, 2007: 1.1;
Actual September 2007: 1.5.
SES profile: Asian/Pacific Islander women;
October 1, 2000: 0.5;
October 2003 projections for October 1, 2007: 0.6;
Actual September 2007: 0.9.
SES profile: Hispanic men;
October 1, 2000: 2.0;
October 2003 projections for October 1, 2007: 2.0;
Actual September 2007: 2.7.
SES profile: Hispanic women;
October 1, 2000: 0.7;
October 2003 projections for October 1, 2007: 0.7;
Actual September 2007: 0.9.
SES profile: White men;
October 1, 2000: 67.3;
October 2003 projections for October 1, 2007: 62.1;
Actual September 2007: 60.7.
SES profile: White women;
October 1, 2000: 18.7;
October 2003 projections for October 1, 2007: 23.1;
Actual September 2007: 23.3.
SES profile: Unspecified/other;
October 1, 2000: 0.1;
October 2003 projections for October 1, 2007: 0.4;
Actual September 2007: 0.2.
SES profile: Total[A];
October 1, 2000: 100.0;
October 2003 projections for October 1, 2007: 100.0;
Actual September 2007: 100.0.
SES profile: Minorities;
October 1, 2000: 13.9;
October 2003 projections for October 1, 2007: 14.5;
Actual September 2007: 15.8.
SES profile: Men;
October 1, 2000: 76.8;
October 2003 projections for October 1, 2007: 71.6;
Actual September 2007: 70.9.
SES profile: Minority men;
October 1, 2000: 9.5;
October 2003 projections for October 1, 2007: 9.5;
Actual September 2007: 10.1.
SES profile: Women;
October 1, 2000: 23.2;
October 2003 projections for October 1, 2007: 28.1;
Actual September 2007: 29.1.
SES profile: Minority women;
October 1, 2000: 4.4;
October 2003 projections for October 1, 2007: 5.0;
Actual September 2007: 5.8.
Source: GAO analysis of CPDF.
Note: Projections include replacements for departing SES members at
appointment trends for fiscal years 1995 to 2000 (See GAO-03-34).
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 4 shows SES developmental pool representation as of October 1,
2000, our 2003 projections of what representation would be at the end
of fiscal year 2007, and actual fiscal year 2007 data. We projected
increases in representation among both minorities and women. Fiscal
year 2007 data show that increases did generally take place among those
groups. The representation of American Indian/Alaska Native men
remained unchanged from the October 2000 baseline.
Table 4: Fiscal Year 2007 Projections We Reported in 2003 Compared with
Actual Fiscal Year 2007 Data for the SES Developmental Pool
Governmentwide and Baseline 2000 Data:
Profile of developmental pool (GS-15s and GS- 14s): African American
men;
October 1, 2000: 3.8;
October 2003 projections for October 1, 2007: 4.1;
Actual September 2007: 4.3.
Profile of developmental pool (GS-15s and GS- 14s): African American
women;
October 1, 2000: 4.1;
October 2003 projections for October 1, 2007: 4.5;
Actual September 2007: 6.1.
Profile of developmental pool (GS-15s and GS- 14s): American
Indian/Alaska Native men;
October 1, 2000: 0.6;
October 2003 projections for October 1, 2007: 0.7;
Actual September 2007: 0.6.
Profile of developmental pool (GS-15s and GS- 14s): American
Indian/Alaska Native women;
October 1, 2000: 0.3;
October 2003 projections for October 1, 2007: 0.3;
Actual September 2007: 0.4.
Profile of developmental pool (GS-15s and GS- 14s): Asian/Pacific
Islander men;
October 1, 2000: 3.3;
October 2003 projections for October 1, 2007: 3.1;
Actual September 2007: 4.2.
Profile of developmental pool (GS-15s and GS- 14s): Asian/Pacific
Islander women;
October 1, 2000: 1.4;
October 2003 projections for October 1, 2007: 1.5;
Actual September 2007: 2.3.
Profile of developmental pool (GS-15s and GS- 14s): Hispanic men;
October 1, 2000: 2.5;
October 2003 projections for October 1, 2007: 2.8;
Actual September 2007: 3.0.
Profile of developmental pool (GS-15s and GS- 14s): Hispanic women;
October 1, 2000: 1.0;
October 2003 projections for October 1, 2007: 1.2;
Actual September 2007: 1.5.
Profile of developmental pool (GS-15s and GS- 14s): White men;
October 1, 2000: 61.7;
October 2003 projections for October 1, 2007: 58.6;
Actual September 2007: 53.4.
Profile of developmental pool (GS-15s and GS- 14s): White women;
October 1, 2000: 21.3;
October 2003 projections for October 1, 2007: 22.9;
Actual September 2007: 23.9.
Profile of developmental pool (GS-15s and GS- 14s): Unspecified/other;
October 1, 2000: 0.1;
October 2003 projections for October 1, 2007: 0.2;
Actual September 2007: 0.2.
Profile of developmental pool (GS-15s and GS- 14s): Total[A];
October 1, 2000: 100.0;
October 2003 projections for October 1, 2007: 100.0;
Actual September 2007: 100.0.
Profile of developmental pool (GS-15s and GS- 14s): Minorities;
October 1, 2000: 17.0;
October 2003 projections for October 1, 2007: 18.2;
Actual September 2007: 22.5.
Profile of developmental pool (GS-15s and GS- 14s): Men;
October 1, 2000: 72.0;
October 2003 projections for October 1, 2007: 69.4;
Actual September 2007: 65.7.
Profile of developmental pool (GS-15s and GS- 14s): Minority men;
October 1, 2000: 10.2;
October 2003 projections for October 1, 2007: 10.7;
Actual September 2007: 12.1.
Profile of developmental pool (GS-15s and GS- 14s): Women;
October 1, 2000: 28.0;
October 2003 projections for October 1, 2007: 30.4;
Actual September 2007: 34.3.
Profile of developmental pool (GS-15s and GS- 14s): Minority women;
October 1, 2000: 6.7;
October 2003 projections for October 1, 2007: 7.5;
Actual September 2007: 10.3.
Source: GAO analysis of CPDF.
Notes: We included GS-15, GS-14, and equivalent employees. GS-
equivalent employees are those in equivalent grades under other pay
plans that follow the GS grade structure and job evaluation methodology
or are equivalent by statute.
Projections include replacements for departing GS-15, GS-14, and
equivalent employees at appointment trends for fiscal years 1995-2000
(See GAO-03-34).
[A] Percentages may not add to 100 because of rounding.
[End of table]
As stated previously, we have not analyzed the factors contributing to
changes in representation; therefore, care must be taken when comparing
changes in demographic data since fiscal year 2000 to the projections
we made in 2003, and to the 2007 actual data we present in both tables
3 and 4. For example, we have not determined whether estimated
retirement trends materialized or appointment and separation trends
used in our projections continued and the impact these factors may have
had on the diversity of the SES and its developmental pool.
Considering retirement eligibility and actual retirement rates of the
SES is important because individuals normally do not enter the SES
until well into their careers; thus, SES retirement eligibility is much
higher than the workforce in general. As we have said in previous
reports, as part of a strategic human capital planning approach,
agencies need to develop long-term strategies for acquiring,
developing, motivating, and retaining staff.[Footnote 18] An agency's
human capital plan should address the demographic trends that the
agency faces with its workforce, especially retirements. In 2006, OPM
reported that approximately 60 percent of the executive branch's 1.6
million white-collar employees and 90 percent of about 6,000 federal
executives will be eligible for retirement over the next 10 years. If a
significant number of SES members were to retire, it could result in a
loss of leadership continuity, institutional knowledge, and expertise
among the SES corps, with the degree of loss varying among agencies and
occupations. This has important implications for government management
and emphasizes the need for good succession planning for this
leadership group. Rather than simply recreating the existing
organization, effective succession planning and management, linked to
the strategic human capital plan, can help an organization become what
it needs to be. Leading organizations go beyond a "replacement"
approach that focuses on identifying particular individuals as possible
successors for specific top-ranking positions. Rather, they typically
engage in broad, integrated succession planning and management efforts
that focus on strengthening both current and future capacity,
anticipating the need for leaders and other key employees with the
necessary competencies to successfully meet the complex challenges of
the 21st century.
Succession planning also is tied to the federal government's
opportunity to affect the diversity of the executive corps through new
appointments. In September 2003,[Footnote 19] we reported that agencies
in other countries use succession planning and management to achieve a
more diverse workforce, maintain their leadership capacity, and
increase the retention of high-potential staff. Racial, ethnic, and
gender diversity in the SES is an important component for the effective
operation of the government.
Minimal Changes Occurred in the Average Age at Appointment to and
Retirement from the Career SES and in Targeted Disabilities among the
Career SES between 2000 and 2007:
Individuals do not typically enter the career SES until well into their
careers. As of the end of fiscal years 2000 and 2007, the average age
of women and minorities at the time of their appointment to the SES was
about age 50 and did not change dramatically over this 7-year period
except for certain groups, as shown in table 5. The average age at
appointment for American Indian/Alaska Native women declined from age
48 in 2000 to age 42 in 2007 and increased during this time for both
American Indian/Alaska Native men (from age 50 in 2000 to 53 in 2007)
and white women (from age 47 in 2000 to 49 in 2007).
Table 5: Average Age at Appointment to the Career SES for 2000 and
2007:
SES profile: African American men;
Average age at appointment in: Fiscal year 2000: 51;
Average age at appointment in: Fiscal year 2007: 50.
SES profile: African American women;
Average age at appointment in: Fiscal year 2000: 48;
Average age at appointment in: Fiscal year 2007: 49.
SES profile: American Indian/Alaska Native men;
Average age at appointment in: Fiscal year 2000: 50;
Average age at appointment in: Fiscal year 2007: 53.
SES profile: American Indian/Alaska Native women;
Average age at appointment in: Fiscal year 2000: 48[A];
Average age at appointment in: Fiscal year 2007: 42[A].
SES profile: Asian/Pacific Islander men;
Average age at appointment in: Fiscal year 2000: 52;
Average age at appointment in: Fiscal year 2007: 48.
SES profile: Asian/Pacific Islander women;
Average age at appointment in: Fiscal year 2000: 48[A];
Average age at appointment in: Fiscal year 2007: 47.
SES profile: Hispanic men;
Average age at appointment in: Fiscal year 2000: 48;
Average age at appointment in: Fiscal year 2007: 49.
SES profile: Hispanic women;
Average age at appointment in: Fiscal year 2000: 50;
Average age at appointment in: Fiscal year 2007: 49.
SES profile: White men;
Average age at appointment in: Fiscal year 2000: 50;
Average age at appointment in: Fiscal year 2007: 50.
SES profile: White women;
Average age at appointment in: Fiscal year 2000: 47;
Average age at appointment in: Fiscal year 2007: 49.
SES profile: Unspecified/other;
Average age at appointment in: Fiscal year 2000: [B];
Average age at appointment in: Fiscal year 2007: 52[A].
SES profile: Governmentwide;
Average age at appointment in: Fiscal year 2000: 49;
Average age at appointment in: Fiscal year 2007: 50.
SES profile: Men;
Average age at appointment in: Fiscal year 2000: 50;
Average age at appointment in: Fiscal year 2007: 50.
SES profile: Minority men;
Average age at appointment in: Fiscal year 2000: 50;
Average age at appointment in: Fiscal year 2007: 49.
SES profile: Women;
Average age at appointment in: Fiscal year 2000: 47;
Average age at appointment in: Fiscal year 2007: 49.
SES profile: Minority women;
Average age at appointment in: Fiscal year 2000: 48;
Average age at appointment in: Fiscal year 2007: 49.
Source: GAO analysis of OPM's CPDF.
Note: The average age is the statistical mean. We compared the average
age to the median age for both fiscal years' data and found that the
differences between the two were usually minimal and that the median
age was less than the mean age in most instances.
[A] Ages of two to five individuals formed the basis for this average.
[B] One or no individuals were appointed in this year.
[End of table]
Similarly, the average age of women and minorities at the time of
retirement from the career SES did not change much between 2000 and
2007. As shown in table 6, all of those who retired did so, on average,
at around age 60, with the exception of Asian/Pacific Islander men,
whose average retirement age in 2007 was 64; Hispanic men, whose
average retirement age in 2000 was 57 and in 2007 was 58; and African
American men, whose average retirement age in 2000 was 62 and 59 in
2007.
Table 6: Average Age at Retirement from the Career SES in 2000 and
2007:
SES profile: African American men;
Average age at retirement: Fiscal year 2000: 62;
Average age at retirement: Fiscal year 2007: 59.
SES profile: African American women;
Average age at retirement: Fiscal year 2000: 58[A];
Average age at retirement: Fiscal year 2007: 61.
SES profile: American Indian/Alaska Native men;
Average age at retirement: Fiscal year 2000: 56[A];
Average age at retirement: Fiscal year 2007: 59[A].
SES profile: American Indian/Alaska Native women;
Average age at retirement: Fiscal year 2000: [B];
Average age at retirement: Fiscal year 2007: 60[A].
SES profile: Asian/Pacific Islander men;
Average age at retirement: Fiscal year 2000: 60[A];
Average age at retirement: Fiscal year 2007: 64.
SES profile: Asian/Pacific Islander women;
Average age at retirement: Fiscal year 2000: [B];
Average age at retirement: Fiscal year 2007: 56[A].
SES profile: Hispanic men;
Average age at retirement: Fiscal year 2000: 57;
Average age at retirement: Fiscal year 2007: 58.
SES profile: Hispanic women;
Average age at retirement: Fiscal year 2000: [B];
Average age at retirement: Fiscal year 2007: 60.
SES profile: White men;
Average age at retirement: Fiscal year 2000: 60;
Average age at retirement: Fiscal year 2007: 60.
SES profile: White women;
Average age at retirement: Fiscal year 2000: 59;
Average age at retirement: Fiscal year 2007: 58.
SES profile: Unspecified/other;
Average age at retirement: Fiscal year 2000: [B];
Average age at retirement: Fiscal year 2007: [B].
SES profile: Governmentwide;
Average age at retirement: Fiscal year 2000: 60;
Average age at retirement: Fiscal year 2007: 59.
SES profile: Men;
Average age at retirement: Fiscal year 2000: 60;
Average age at retirement: Fiscal year 2007: 60.
SES profile: Minority men;
Average age at retirement: Fiscal year 2000: 60;
Average age at retirement: Fiscal year 2007: 60.
SES profile: Women;
Average age at retirement: Fiscal year 2000: 59;
Average age at retirement: Fiscal year 2007: 58.
SES profile: Minority women;
Average age at retirement: Fiscal year 2000: 59[A];
Average age at retirement: Fiscal year 2007: 60.
Source: GAO analysis of OPM's CPDF.
Note: The average age is the statistical mean. We compared the average
age to the median age for both fiscal years' data and found that the
differences between the two were usually minimal and that the median
age was less than the mean age in most instances.
[A] Ages of two to five individuals formed the basis for this average.
[B] One or no individuals retired in this year.
[End of table]
In addition to examining the average age of individuals at the time of
their appointment to and retirement from the career SES, we analyzed
the length of time that a cohort of individuals served in the SES and
differences in length of service. We reviewed data on the 625
individuals appointed to the career SES in fiscal year 1990. Because of
questions with the records of 11 individuals, we excluded them from our
analysis and analyzed the records of the remaining 614 individuals
appointed to the SES in fiscal year 1990 and followed them through
September 2007. We found that 432 of the 614 had left the SES by that
date--338 had retired voluntarily, 66 had resigned, and 28 had left for
other reasons, such as disability or mandatory retirement. Those
individuals who had voluntarily retired served in the SES an average of
9.2 years, as shown in table 7. Table 7 also shows that women stayed in
the SES longer than men; women who voluntarily retired stayed, on
average, for 11.4 years, and men who voluntarily retired stayed, on
average, for 8.8 years. The average length of service among minorities
ranged from 4.1 years for Asian/Pacific Islander women to 12 years for
American Indian/Alaska Native men.
Table 7: Average Length of Stay of Career SES of Individuals Appointed
to the Career SES in 1990 Who Retired or Resigned:
SES profile: African American men;
Number of SES appointed in fiscal year 1990: 32;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 22;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 9.5;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 0.0.
SES profile: African American women;
Number of SES appointed in fiscal year 1990: 9;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 5;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 10.3;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 0.0.
SES profile: American Indian/Alaska Native men;
Number of SES appointed in fiscal year 1990: 7;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 3;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 12.0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 2;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 4.6.
SES profile: American Indian/Alaska Native women;
Number of SES appointed in fiscal year 1990: 1;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 0.0.
SES profile: Asian/Pacific Islander men;
Number of SES appointed in fiscal year 1990: 1;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 0.0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 0.0.
SES profile: Asian/Pacific Islander women;
Number of SES appointed in fiscal year 1990: 2;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 1;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 4.1;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 0.0.
SES profile: Hispanic men;
Number of SES appointed in fiscal year 1990: 5;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 2;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 8.7;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 1;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 4.6.
SES profile: Hispanic women;
Number of SES appointed in fiscal year 1990: 1;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 0.0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 1;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 5.6.
SES profile: White men;
Number of SES appointed in fiscal year 1990: 467;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 267;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 8.7;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 49;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 4.9.
SES profile: White women;
Number of SES appointed in fiscal year 1990: 88;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 38;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 11.7;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 13;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 5.9.
SES profile: Unspecified/other;
Number of SES appointed in fiscal year 1990: 1;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 0.0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 0;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 0.0.
SES profile: Governmentwide;
Number of SES appointed in fiscal year 1990: 614;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 338;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 9.2;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 66;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 5.1.
SES profile: Men;
Number of SES appointed in fiscal year 1990: 512;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 294;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 8.8;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 52;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 4.9.
SES profile: Minority men;
Number of SES appointed in fiscal year 1990: 45;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 27;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 9.8;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 3;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 4.6.
SES profile: Women;
Number of SES appointed in fiscal year 1990: 101;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 44;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 11.4;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 14;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 5.9.
SES profile: Minority women;
Number of SES appointed in fiscal year 1990: 13;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Number: 6;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Voluntary retirements: Years: 9.3;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990:
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Number: 1;
As of September 30, 2007, average length in SES (in years) among
individuals appointed in 1990: Resignations: Years: 5.6.
Source: GAO analysis of OPM's CPDF.
Note: The average number of years in the SES at retirement will
increase as those who remained in the SES as of September 30, 2007,
retire in the future. We also calculated the median length of service,
which showed the same patterns.
[End of table]
The average number of years in the SES does not include those appointed
to the SES in 1990 who, as of September 30, 2007, died (10); took other
types of retirement, such as disability or mandatory retirement (17);
or were terminated (1).
As shown in table 8, as of September 2007, about one-third of the 614
individuals we identified who were appointed to the career SES in 1990
remained in the SES. More women from the original cohort remained than
men.
Table 8: Number and Percentage of Individuals Appointed to the Career
SES in 1990 Remaining in the SES as of September 2007:
SES profile: African American men;
Number of SES appointed in fiscal year 1990: 32;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 10;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 31.3.
SES profile: African American women;
Number of SES appointed in fiscal year 1990: 9;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 4;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 44.4.
SES profile: American Indian/Alaska Native men;
Number of SES appointed in fiscal year 1990: 7;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 1;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 14.3.
SES profile: American Indian/Alaska Native women;
Number of SES appointed in fiscal year 1990: 1;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 1;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 100.0.
SES profile: Asian/Pacific Islander men;
Number of SES appointed in fiscal year 1990: 1;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 1;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 100.0.
SES profile: Asian/Pacific Islander women;
Number of SES appointed in fiscal year 1990: 2;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 1;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 50.0.
SES profile: Hispanic men;
Number of SES appointed in fiscal year 1990: 5;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 1;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 20.0.
SES profile: Hispanic women;
Number of SES appointed in fiscal year 1990: 1;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 0;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 0.0.
SES profile: White men;
Number of SES appointed in fiscal year 1990: 467;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 134;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 28.7.
SES profile: White women;
Number of SES appointed in fiscal year 1990: 88;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 28;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 31.8.
SES profile: Unspecified/other;
Number of SES appointed in fiscal year 1990: 1;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 1;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 100.0.
SES profile: Governmentwide;
Number of SES appointed in fiscal year 1990: 614;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 182;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 29.6.
SES profile: Men;
Number of SES appointed in fiscal year 1990: 512;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 147;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 28.7.
SES profile: Minority men;
Number of SES appointed in fiscal year 1990: 45;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 13;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 28.9.
SES profile: Women;
Number of SES appointed in fiscal year 1990: 101;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 34;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 33.7.
SES profile: Minority women;
Number of SES appointed in fiscal year 1990: 13;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Number: 6;
Those appointed to the SES in fiscal year 1990 remaining, as of
September 30, 2007: Percent: 46.2.
Source: GAO analysis of OPM's CPDF.
[End of table]
We also reviewed the representation of career SES members who reported
having targeted disabilities. EEOC reported that it first officially
recognized the term targeted disabilities in its Management Directive
703, which was approved on December 6, 1979.[Footnote 20] In its
report, EEOC stated that some individuals with disabilities are
reluctant to self-identify their disability status because they are
concerned that (1) such disclosure will preclude them from employment
or advancement or subject them to discrimination and (2) their
disability status will not remain confidential. It is not clear the
extent to which individuals with disabilities do not identify or report
them.
Governmentwide, the representation of career SES members reporting
targeted disabilities declined from 0.52 in fiscal year 2000 to 0.44 in
fiscal year 2007. Table 9 shows the representation of SES members with
targeted disabilities governmentwide and within the CFO Act
agencies.[Footnote 21]
Table 9: Career SES Members with Targeted Disabilities Governmentwide
and at CFO Act Agencies for 2000 and 2007:
Governmentwide;
September 2000: Number of SES: 6,296;
September 2000: SES with targeted disabilities: Number: 33;
September 2000: SES with targeted disabilities: Percent: 0.52;
September 2007: Number of SES: 6,555;
September 2007: SES with targeted disabilities: Number: 29;
September 2007: SES with targeted disabilities: Percent: 0.44.
CFO Act agencies;
September 2000: Number of SES: 5,826;
September 2000: SES with targeted disabilities: Number: 30;
September 2000: SES with targeted disabilities: Percent: 0.51;
September 2007: Number of SES: 6,169;
September 2007: SES with targeted disabilities: Number: 26;
September 2007: SES with targeted disabilities: Percent: 0.42.
Source: GAO analysis of OPM's CPDF.
[End of table]
In both 2000 and 2007, half of the CFO Act agencies (12) did not employ
any SES members with targeted disabilities.
Processes Used for Selecting Career SES Members Are to Follow
Competitive Merit Staffing Requirements:
Executive branch agencies have processes for selecting members into the
career SES and developmental programs that are designed to create pools
of candidates for senior positions. Federal executive agencies are to
follow competitive merit staffing requirements for initial career
appointments to the SES or for appointment to formal SES candidate
development programs, which are competitive programs designed to create
pools of candidates for SES positions.[Footnote 22] Each agency head is
to appoint one or more Executive Resources Boards (ERB) to conduct the
merit staffing process for initial SES career appointments. ERBs review
the executive and technical qualifications of each eligible candidate
and make written recommendations to the appointing official concerning
the candidates. The appointing official selects from among those
candidates identified by the ERB as best qualified and certifies the
executive and technical qualifications of those candidates
selected.[Footnote 23] Candidates who are selected must have their
executive qualifications certified by an OPM-administered
Qualifications Review Board (QRB) before being appointed to the
SES.[Footnote 24]
According to OPM, it convenes weekly QRBs to review the applications of
candidates for initial career appointment to the SES. QRBs are
independent boards of three senior executives that assess the executive
qualifications of all new SES candidates. At least two of the three QRB
members must be career appointees.[Footnote 25] In addition, OPM
guidance states that QRB members cannot review candidates from their
own agencies. An OPM official stated that an OPM official acts as
administrator, attending each QRB to answer questions, moderate, and
offer technical guidance but does not vote or influence voting. OPM
guidance states that the QRB does not rate, rank, or compare a
candidate's qualifications against those of other candidates. Instead,
QRB members judge the overall scope, quality, and depth of a
candidate's executive qualifications within the context of five
executive core qualifications--leading change, leading people, results
driven, business acumen, and building coalitions--to certify that the
candidate's demonstrated experience meets the executive core
qualifications.
To staff QRBs, an OPM official said that OPM sends a quarterly letter
to the heads of agencies' human capital offices seeking volunteers for
specific QRBs and encourages agencies to identify women and minority
participants. Agencies then inform OPM of scheduled QRB participants,
without a stipulation as to the profession of the participants. OPM
solicits agencies once a year for an assigned quarter and requests QRB
members on a proportional basis. The OPM official said that OPM uses a
rotating schedule, so that the same agencies are not contacted each
quarter. Although QRBs generally meet weekly, an OPM official said that
QRBs can meet more than once a week, depending on case loads. The
official said that because of the case load of recruitment for SES
positions recently, OPM had been convening a second "ad hoc" QRB.
According to another OPM official, after QRB certification, candidates
are officially approved and can be placed.
In addition to certification based on demonstrated executive experience
and another form of certification based on special or unique
qualities,[Footnote 26] OPM regulations permit the certification of the
executive qualifications of graduates of candidate development programs
by a QRB and selection for the SES without further
competition.[Footnote 27] OPM regulations state that for agency
candidate development programs, agencies must have a written policy
describing how their programs will operate and must have OPM approval
before conducting them. According to OPM, candidate development
programs typically run from 18 to 24 months and are open to GS-15s and
GS-14s or employees at equivalent levels from within or outside the
federal government. Agencies are to use merit staffing procedures to
select participants for their programs, and most program vacancies are
announced governmentwide or to all sources. OPM regulations provide
that candidates who compete governmentwide for participation in a
candidate development program, successfully complete the program, and
obtain QRB certification are eligible for noncompetitive appointment to
the SES.[Footnote 28] OPM guidance states that candidate development
program graduates are not guaranteed placement in the SES. Agencies'
ERB chairs must certify that candidates have successfully completed all
program activities, and OPM staff review candidate packages to verify
that regulatory requirements have been met. An "ad hoc" QRB then
reviews the candidates' training and development and work experiences
to ensure he or she possesses the required executive qualifications.
OPM also periodically sponsors a centrally administered federal
candidate development program. According to an OPM official, the OPM-
sponsored federal candidate development program can be attractive to
smaller agencies that may not have their own candidate development
program, and OPM administers the federal program for them. According to
OPM officials, from the first OPM-sponsored federal candidate
development program, 12 graduated in September 2006. Of those, 9
individuals were placed in SES positions within 1 year of graduating
from the program. In January 2008, OPM advertised the second OPM-
sponsored federal candidate development program but subsequently
suspended the program. In June 2008, OPM re-advertised the second OPM-
sponsored federal candidate development program, and 18 candidates were
selected for the program and have started their 12-month training and
development program.
Agency Comments and Our Evaluation:
We provided the Acting Director of OPM and the Chair of EEOC with a
draft of this report for their review and comment. OPM provided
technical comments via e-mail, which we incorporated as appropriate,
but did not otherwise comment on the report. In an e-mail, EEOC said it
had no comments.
We are sending copies of this report to the Acting Director of OPM, the
Chair of EEOC, and other interested congressional parties. We also make
copies available to others upon request. In addition, the report will
be available at no charge on GAO's Web site at [hyperlink,
http://www.gao.gov].
If you or your staffs have questions about this report, please contact
me at (202) 512-9490 or stalcupg@gao.gov. Contact points for our
Offices of Congressional Relations and Public Affairs may be found on
the last page of this report. Key contributors to this report are
listed in appendix II.
Signed by:
George H. Stalcup:
Director, Strategic Issues:
[End of section]
Appendix I: Demographic Profiles of Career SES, GS-15, and GS-14
Employees Governmentwide and at the 24 Chief Financial Officers Act
Agencies:
Table 10: Demographic Profiles of Career SES, GS-15, and GS-14
Employees Governmentwide:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 348;
SES: October 1, 2000: Percent: 5.5;
SES: September 2007: Number: 328;
SES: September 2007: Percent: 5.0;
GS-15: October 1, 2000: Number: 1,740;
GS-15: October 1, 2000: Percent: 3.3;
GS-15: September 2007: Number: 2,123;
GS-15: September 2007: Percent: 3.6;
GS-14: October 1, 2000: Number: 3,507;
GS-14: October 1, 2000: Percent: 4.1;
GS-14: September 2007: Number: 4,316;
GS-14: September 2007: Percent: 4.8.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 180;
SES: October 1, 2000: Percent: 2.9;
SES: September 2007: Number: 232;
SES: September 2007: Percent: 3.5;
GS-15: October 1, 2000: Number: 1,516;
GS-15: October 1, 2000: Percent: 2.9;
GS-15: September 2007: Number: 2,374;
GS-15: September 2007: Percent: 4.1;
GS-14: October 1, 2000: Number: 4,131;
GS-14: October 1, 2000: Percent: 4.8;
GS-14: September 2007: Number: 6,734;
GS-14: September 2007: Percent: 7.4.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 55;
SES: October 1, 2000: Percent: 0.9;
SES: September 2007: Number: 60;
SES: September 2007: Percent: 0.9;
GS-15: October 1, 2000: Number: 278;
GS-15: October 1, 2000: Percent: 0.5;
GS-15: September 2007: Number: 353;
GS-15: September 2007: Percent: 0.6;
GS-14: October 1, 2000: Number: 584;
GS-14: October 1, 2000: Percent: 0.7;
GS-14: September 2007: Number: 585;
GS-14: September 2007: Percent: 0.6.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 21;
SES: October 1, 2000: Percent: 0.3;
SES: September 2007: Number: 28;
SES: September 2007: Percent: 0.4;
GS-15: October 1, 2000: Number: 103;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 193;
GS-15: September 2007: Percent: 0.3;
GS-14: October 1, 2000: Number: 296;
GS-14: October 1, 2000: Percent: 0.3;
GS-14: September 2007: Number: 397;
GS-14: September 2007: Percent: 0.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 70;
SES: October 1, 2000: Percent: 1.1;
SES: September 2007: Number: 96;
SES: September 2007: Percent: 1.5;
GS-15: October 1, 2000: Number: 2,072;
GS-15: October 1, 2000: Percent: 4.0;
GS-15: September 2007: Number: 2,904;
GS-15: September 2007: Percent: 5.0;
GS-14: October 1, 2000: Number: 2,463;
GS-14: October 1, 2000: Percent: 2.9;
GS-14: September 2007: Number: 3,401;
GS-14: September 2007: Percent: 3.7.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 33;
SES: October 1, 2000: Percent: 0.5;
SES: September 2007: Number: 57;
SES: September 2007: Percent: 0.9;
GS-15: October 1, 2000: Number: 836;
GS-15: October 1, 2000: Percent: 1.6;
GS-15: September 2007: Number: 1,604;
GS-15: September 2007: Percent: 2.8;
GS-14: October 1, 2000: Number: 1,042;
GS-14: October 1, 2000: Percent: 1.2;
GS-14: September 2007: Number: 1,899;
GS-14: September 2007: Percent: 2.1.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 123;
SES: October 1, 2000: Percent: 2.0;
SES: September 2007: Number: 176;
SES: September 2007: Percent: 2.7;
GS-15: October 1, 2000: Number: 1,228;
GS-15: October 1, 2000: Percent: 2.3;
GS-15: September 2007: Number: 1,660;
GS-15: September 2007: Percent: 2.8;
GS-14: October 1, 2000: Number: 2,237;
GS-14: October 1, 2000: Percent: 2.6;
GS-14: September 2007: Number: 2,758;
GS-14: September 2007: Percent: 3.0.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 43;
SES: October 1, 2000: Percent: 0.7;
SES: September 2007: Number: 60;
SES: September 2007: Percent: 0.9;
GS-15: October 1, 2000: Number: 471;
GS-15: October 1, 2000: Percent: 0.9;
GS-15: September 2007: Number: 760;
GS-15: September 2007: Percent: 1.3;
GS-14: October 1, 2000: Number: 898;
GS-14: October 1, 2000: Percent: 1.1;
GS-14: September 2007: Number: 1,433;
GS-14: September 2007: Percent: 1.6.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 4,239;
SES: October 1, 2000: Percent: 67.3;
SES: September 2007: Number: 3,976;
SES: September 2007: Percent: 60.7;
GS-15: October 1, 2000: Number: 33,913;
GS-15: October 1, 2000: Percent: 64.8;
GS-15: September 2007: Number: 32,931;
GS-15: September 2007: Percent: 56.5;
GS-14: October 1, 2000: Number: 51,059;
GS-14: October 1, 2000: Percent: 59.8;
GS-14: September 2007: Number: 46,787;
GS-14: September 2007: Percent: 51.5.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 1,180;
SES: October 1, 2000: Percent: 18.7;
SES: September 2007: Number: 1,526;
SES: September 2007: Percent: 23.3;
GS-15: October 1, 2000: Number: 10,150;
GS-15: October 1, 2000: Percent: 19.4;
GS-15: September 2007: Number: 13,326;
GS-15: September 2007: Percent: 22.9;
GS-14: October 1, 2000: Number: 19,147;
GS-14: October 1, 2000: Percent: 22.4;
GS-14: September 2007: Number: 22,324;
GS-14: September 2007: Percent: 24.6.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 0.1;
SES: September 2007: Number: 16;
SES: September 2007: Percent: 0.2;
GS-15: October 1, 2000: Number: 39;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 87;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: 75;
GS-14: October 1, 2000: Percent: 0.1;
GS-14: September 2007: Number: 200;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 6,296;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 6,555;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 52,346;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 58,315;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 85,439;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 90,834;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES: October 1, 2000: Number: 873;
SES: October 1, 2000: Percent: 13.9;
SES: September 2007: Number: 1,037;
SES: September 2007: Percent: 15.8;
GS-15: October 1, 2000: Number: 8,244;
GS-15: October 1, 2000: Percent: 15.7;
GS-15: September 2007: Number: 11,971;
GS-15: September 2007: Percent: 20.5;
GS-14: October 1, 2000: Number: 15,158;
GS-14: October 1, 2000: Percent: 17.7;
GS-14: September 2007: Number: 21,523;
GS-14: September 2007: Percent: 23.7.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 4,838;
SES: October 1, 2000: Percent: 76.8;
SES: September 2007: Number: 4,646;
SES: September 2007: Percent: 70.9;
GS-15: October 1, 2000: Number: 39,258;
GS-15: October 1, 2000: Percent: 75.0;
GS-15: September 2007: Number: 40,030;
GS-15: September 2007: Percent: 68.6;
GS-14: October 1, 2000: Number: 59,915;
GS-14: October 1, 2000: Percent: 70.1;
GS-14: September 2007: Number: 57,973;
GS-14: September 2007: Percent: 63.8.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 596;
SES: October 1, 2000: Percent: 9.5;
SES: September 2007: Number: 660;
SES: September 2007: Percent: 10.1;
GS-15: October 1, 2000: Number: 5,318;
GS-15: October 1, 2000: Percent: 10.2;
GS-15: September 2007: Number: 7,040;
GS-15: September 2007: Percent: 12.1;
GS-14: October 1, 2000: Number: 8,791;
GS-14: October 1, 2000: Percent: 10.3;
GS-14: September 2007: Number: 11,060;
GS-14: September 2007: Percent: 12.2.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 1,458;
SES: October 1, 2000: Percent: 23.2;
SES: September 2007: Number: 1,909;
SES: September 2007: Percent: 29.1;
GS-15: October 1, 2000: Number: 13,088;
GS-15: October 1, 2000: Percent: 25.0;
GS-15: September 2007: Number: 18,285;
GS-15: September 2007: Percent: 31.4;
GS-14: October 1, 2000: Number: 25,524;
GS-14: October 1, 2000: Percent: 29.9;
GS-14: September 2007: Number: 32,861;
GS-14: September 2007: Percent: 36.2.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 277;
SES: October 1, 2000: Percent: 4.4;
SES: September 2007: Number: 377;
SES: September 2007: Percent: 5.8;
GS-15: October 1, 2000: Number: 2,926;
GS-15: October 1, 2000: Percent: 5.6;
GS-15: September 2007: Number: 4,931;
GS-15: September 2007: Percent: 8.5;
GS-14: October 1, 2000: Number: 6,367;
GS-14: October 1, 2000: Percent: 7.5;
GS-14: September 2007: Number: 10,463;
GS-14: September 2007: Percent: 11.5.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Notes: Governmentwide includes civilian employees of all cabinet-level
departments, independent agencies, commissions, councils, and boards in
the executive branch except the intelligence agencies, the Postal
Service, and the Foreign Service (as of 2007).
We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
Data on the SES and the SES developmental pool for 2000 in this report
differ from prior GAO products. We first identified SES and SES
developmental pool data for 2000 in our 2003 report (GAO-03-34), in
which we excluded the FBI from the SES and the SES developmental pool
because that report contained projected SES and the SES developmental
pool levels for the end of fiscal year 2007 based on separation and
appointment data, and the FBI did not submit separation and appointment
data to the CPDF for 2000. We subsequently cited data on the SES and
SES developmental pool for 2000 from that report in four additional
products (GAO-04-123T, GAO-07-838T, GAO-08-609T, and GAO-08-725T). Data
on the SES and the SES developmental pool for 2007 include the FBI.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 11: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Agriculture:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 28;
SES: October 1, 2000: Percent: 9.9;
SES: September 2007: Number: 22;
SES: September 2007: Percent: 6.9;
GS-15: October 1, 2000: Number: 72;
GS-15: October 1, 2000: Percent: 4.0;
GS-15: September 2007: Number: 90;
GS-15: September 2007: Percent: 4.4;
GS-14: October 1, 2000: Number: 122;
GS-14: October 1, 2000: Percent: 3.5;
GS-14: September 2007: Number: 179;
GS-14: September 2007: Percent: 4.5.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 11;
SES: October 1, 2000: Percent: 3.9;
SES: September 2007: Number: 11;
SES: September 2007: Percent: 3.5;
GS-15: October 1, 2000: Number: 53;
GS-15: October 1, 2000: Percent: 2.9;
GS-15: September 2007: Number: 79;
GS-15: September 2007: Percent: 3.9;
GS-14: October 1, 2000: Number: 153;
GS-14: October 1, 2000: Percent: 4.4;
GS-14: September 2007: Number: 235;
GS-14: September 2007: Percent: 5.9.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.7;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 0.9;
GS-15: October 1, 2000: Number: 8;
GS-15: October 1, 2000: Percent: 0.4;
GS-15: September 2007: Number: 14;
GS-15: September 2007: Percent: 0.7;
GS-14: October 1, 2000: Number: 32;
GS-14: October 1, 2000: Percent: 0.9;
GS-14: September 2007: Number: 30;
GS-14: September 2007: Percent: 0.8.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.4;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.3;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 1;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 8;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 21;
GS-14: September 2007: Percent: 0.5.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 1.8;
SES: September 2007: Number: 8;
SES: September 2007: Percent: 2.5;
GS-15: October 1, 2000: Number: 41;
GS-15: October 1, 2000: Percent: 2.3;
GS-15: September 2007: Number: 74;
GS-15: September 2007: Percent: 3.6;
GS-14: October 1, 2000: Number: 95;
GS-14: October 1, 2000: Percent: 2.8;
GS-14: September 2007: Number: 152;
GS-14: September 2007: Percent: 3.8.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 0.9;
GS-15: October 1, 2000: Number: 7;
GS-15: October 1, 2000: Percent: 0.4;
GS-15: September 2007: Number: 15;
GS-15: September 2007: Percent: 0.7;
GS-14: October 1, 2000: Number: 35;
GS-14: October 1, 2000: Percent: 1.0;
GS-14: September 2007: Number: 62;
GS-14: September 2007: Percent: 1.6.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 8;
SES: October 1, 2000: Percent: 2.8;
SES: September 2007: Number: 9;
SES: September 2007: Percent: 2.8;
GS-15: October 1, 2000: Number: 37;
GS-15: October 1, 2000: Percent: 2.0;
GS-15: September 2007: Number: 59;
GS-15: September 2007: Percent: 2.9;
GS-14: October 1, 2000: Number: 82;
GS-14: October 1, 2000: Percent: 2.4;
GS-14: September 2007: Number: 108;
GS-14: September 2007: Percent: 2.7.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.7;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 0.9;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 13;
GS-15: September 2007: Percent: 0.6;
GS-14: October 1, 2000: Number: 22;
GS-14: October 1, 2000: Percent: 0.6;
GS-14: September 2007: Number: 53;
GS-14: September 2007: Percent: 1.3.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 168;
SES: October 1, 2000: Percent: 59.4;
SES: September 2007: Number: 186;
SES: September 2007: Percent: 58.5;
GS-15: October 1, 2000: Number: 1,302;
GS-15: October 1, 2000: Percent: 72.0;
GS-15: September 2007: Number: 1,294;
GS-15: September 2007: Percent: 63.4;
GS-14: October 1, 2000: Number: 2,188;
GS-14: October 1, 2000: Percent: 63.6;
GS-14: September 2007: Number: 2,148;
GS-14: September 2007: Percent: 53.7.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 58;
SES: October 1, 2000: Percent: 20.5;
SES: September 2007: Number: 71;
SES: September 2007: Percent: 22.3;
GS-15: October 1, 2000: Number: 283;
GS-15: October 1, 2000: Percent: 15.6;
GS-15: September 2007: Number: 401;
GS-15: September 2007: Percent: 19.7;
GS-14: October 1, 2000: Number: 695;
GS-14: October 1, 2000: Percent: 20.2;
GS-14: September 2007: Number: 1,006;
GS-14: September 2007: Percent: 25.2.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.3;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 7;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 5;
GS-14: September 2007: Percent: 0.1.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 283;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 318;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 1,809;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 2,040;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 3,439;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 3,999;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 57;
SES: October 1, 2000: Percent: 20.1;
SES: September 2007: Number: 60;
SES: September 2007: Percent: 18.9;
GS-15: October 1, 2000: Number: 223;
GS-15: October 1, 2000: Percent: 12.3;
GS-15: September 2007: Number: 345;
GS-15: September 2007: Percent: 16.9;
GS-14: October 1, 2000: Number: 549;
GS-14: October 1, 2000: Percent: 16.0;
GS-14: September 2007: Number: 840;
GS-14: September 2007: Percent: 21.0.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 211;
SES: October 1, 2000: Percent: 74.6;
SES: September 2007: Number: 228;
SES: September 2007: Percent: 71.7;
GS-15: October 1, 2000: Number: 1,460;
GS-15: October 1, 2000: Percent: 80.7;
GS-15: September 2007: Number: 1,531;
GS-15: September 2007: Percent: 75.0;
GS-14: October 1, 2000: Number: 2,519;
GS-14: October 1, 2000: Percent: 73.2;
GS-14: September 2007: Number: 2,620;
GS-14: September 2007: Percent: 65.5.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 43;
SES: October 1, 2000: Percent: 15.2;
SES: September 2007: Number: 42;
SES: September 2007: Percent: 13.2;
GS-15: October 1, 2000: Number: 158;
GS-15: October 1, 2000: Percent: 8.7;
GS-15: September 2007: Number: 237;
GS-15: September 2007: Percent: 11.6;
GS-14: October 1, 2000: Number: 331;
GS-14: October 1, 2000: Percent: 9.6;
GS-14: September 2007: Number: 469;
GS-14: September 2007: Percent: 11.7.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 72;
SES: October 1, 2000: Percent: 25.4;
SES: September 2007: Number: 90;
SES: September 2007: Percent: 28.3;
GS-15: October 1, 2000: Number: 348;
GS-15: October 1, 2000: Percent: 19.2;
GS-15: September 2007: Number: 509;
GS-15: September 2007: Percent: 25.0;
GS-14: October 1, 2000: Number: 913;
GS-14: October 1, 2000: Percent: 26.5;
GS-14: September 2007: Number: 1,379;
GS-14: September 2007: Percent: 34.5.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 14;
SES: October 1, 2000: Percent: 4.9;
SES: September 2007: Number: 18;
SES: September 2007: Percent: 5.7;
GS-15: October 1, 2000: Number: 65;
GS-15: October 1, 2000: Percent: 3.6;
GS-15: September 2007: Number: 108;
GS-15: September 2007: Percent: 5.3;
GS-14: October 1, 2000: Number: 218;
GS-14: October 1, 2000: Percent: 6.3;
GS-14: September 2007: Number: 371;
GS-14: September 2007: Percent: 9.3.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 12: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Agency for International Development:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 8.0;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 9.1;
GS-15: October 1, 2000: Number: 24;
GS-15: October 1, 2000: Percent: 5.7;
GS-15: September 2007: Number: 18;
GS-15: September 2007: Percent: 4.1;
GS-14: October 1, 2000: Number: 23;
GS-14: October 1, 2000: Percent: 4.1;
GS-14: September 2007: Number: 31;
GS-14: September 2007: Percent: 6.8.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 4.0;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 18.2;
GS-15: October 1, 2000: Number: 19;
GS-15: October 1, 2000: Percent: 4.5;
GS-15: September 2007: Number: 28;
GS-15: September 2007: Percent: 6.4;
GS-14: October 1, 2000: Number: 36;
GS-14: October 1, 2000: Percent: 6.5;
GS-14: September 2007: Number: 70;
GS-14: September 2007: Percent: 15.3.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 4.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.5;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 1;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 1;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 9;
GS-15: October 1, 2000: Percent: 2.1;
GS-15: September 2007: Number: 10;
GS-15: September 2007: Percent: 2.3;
GS-14: October 1, 2000: Number: 17;
GS-14: October 1, 2000: Percent: 3.1;
GS-14: September 2007: Number: 13;
GS-14: September 2007: Percent: 2.8.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 4.5;
GS-15: October 1, 2000: Number: 6;
GS-15: October 1, 2000: Percent: 1.4;
GS-15: September 2007: Number: 9;
GS-15: September 2007: Percent: 2.1;
GS-14: October 1, 2000: Number: 10;
GS-14: October 1, 2000: Percent: 1.8;
GS-14: September 2007: Number: 13;
GS-14: September 2007: Percent: 2.8.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 4.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 4.5;
GS-15: October 1, 2000: Number: 11;
GS-15: October 1, 2000: Percent: 2.6;
GS-15: September 2007: Number: 13;
GS-15: September 2007: Percent: 3.0;
GS-14: October 1, 2000: Number: 15;
GS-14: October 1, 2000: Percent: 2.7;
GS-14: September 2007: Number: 12;
GS-14: September 2007: Percent: 2.6.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 257;
GS-15: October 1, 2000: Percent: 60.6;
GS-15: September 2007: Number: 230;
GS-15: September 2007: Percent: 52.6;
GS-14: October 1, 2000: Number: 290;
GS-14: October 1, 2000: Percent: 52.3;
GS-14: September 2007: Number: 170;
GS-14: September 2007: Percent: 37.1.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 16;
SES: October 1, 2000: Percent: 64.0;
SES: September 2007: Number: 9;
SES: September 2007: Percent: 40.9;
GS-15: October 1, 2000: Number: 257;
GS-15: October 1, 2000: Percent: 60.6;
GS-15: September 2007: Number: 230;
GS-15: September 2007: Percent: 52.6;
GS-14: October 1, 2000: Number: 290;
GS-14: October 1, 2000: Percent: 52.3;
GS-14: September 2007: Number: 170;
GS-14: September 2007: Percent: 37.1.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 16.0;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 22.7;
GS-15: October 1, 2000: Number: 94;
GS-15: October 1, 2000: Percent: 22.2;
GS-15: September 2007: Number: 125;
GS-15: September 2007: Percent: 28.6;
GS-14: October 1, 2000: Number: 160;
GS-14: October 1, 2000: Percent: 28.8;
GS-14: September 2007: Number: 143;
GS-14: September 2007: Percent: 31.2.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 25;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 22;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 424;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 437;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 555;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 458;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 20.0;
SES: September 2007: Number: 8;
SES: September 2007: Percent: 36.4;
GS-15: October 1, 2000: Number: 73;
GS-15: October 1, 2000: Percent: 17.2;
GS-15: September 2007: Number: 82;
GS-15: September 2007: Percent: 18.8;
GS-14: October 1, 2000: Number: 105;
GS-14: October 1, 2000: Percent: 18.9;
GS-14: September 2007: Number: 145;
GS-14: September 2007: Percent: 31.7.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 20;
SES: October 1, 2000: Percent: 80.0;
SES: September 2007: Number: 12;
SES: September 2007: Percent: 54.5;
GS-15: October 1, 2000: Number: 303;
GS-15: October 1, 2000: Percent: 71.5;
GS-15: September 2007: Number: 271;
GS-15: September 2007: Percent: 62.0;
GS-14: October 1, 2000: Number: 346;
GS-14: October 1, 2000: Percent: 62.3;
GS-14: September 2007: Number: 226;
GS-14: September 2007: Percent: 49.3.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 16.0;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 13.6;
GS-15: October 1, 2000: Number: 46;
GS-15: October 1, 2000: Percent: 10.8;
GS-15: September 2007: Number: 41;
GS-15: September 2007: Percent: 9.4;
GS-14: October 1, 2000: Number: 56;
GS-14: October 1, 2000: Percent: 10.1;
GS-14: September 2007: Number: 56;
GS-14: September 2007: Percent: 12.2.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 20.0;
SES: September 2007: Number: 10;
SES: September 2007: Percent: 45.5;
GS-15: October 1, 2000: Number: 121;
GS-15: October 1, 2000: Percent: 28.5;
GS-15: September 2007: Number: 166;
GS-15: September 2007: Percent: 38.0;
GS-14: October 1, 2000: Number: 209;
GS-14: October 1, 2000: Percent: 37.7;
GS-14: September 2007: Number: 232;
GS-14: September 2007: Percent: 50.7.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 4.0;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 22.7;
GS-15: October 1, 2000: Number: 27;
GS-15: October 1, 2000: Percent: 6.4;
GS-15: September 2007: Number: 41;
GS-15: September 2007: Percent: 9.4;
GS-14: October 1, 2000: Number: 49;
GS-14: October 1, 2000: Percent: 8.8;
GS-14: September 2007: Number: 89;
GS-14: September 2007: Percent: 19.4.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 13: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Commerce:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 17;
SES: October 1, 2000: Percent: 5.7;
SES: September 2007: Number: 17;
SES: September 2007: Percent: 5.4;
GS-15: October 1, 2000: Number: 69;
GS-15: October 1, 2000: Percent: 3.0;
GS-15: September 2007: Number: 105;
GS-15: September 2007: Percent: 3.6;
GS-14: October 1, 2000: Number: 183;
GS-14: October 1, 2000: Percent: 3.8;
GS-14: September 2007: Number: 339;
GS-14: September 2007: Percent: 4.9.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 1.7;
SES: September 2007: Number: 9;
SES: September 2007: Percent: 2.8;
GS-15: October 1, 2000: Number: 53;
GS-15: October 1, 2000: Percent: 2.3;
GS-15: September 2007: Number: 93;
GS-15: September 2007: Percent: 3.2;
GS-14: October 1, 2000: Number: 177;
GS-14: October 1, 2000: Percent: 3.7;
GS-14: September 2007: Number: 411;
GS-14: September 2007: Percent: 6.0.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.7;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.3;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 7;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 10;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 13;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 7;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 8;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 9;
GS-14: September 2007: Percent: 0.1.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 1.0;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 1.6;
GS-15: October 1, 2000: Number: 111;
GS-15: October 1, 2000: Percent: 4.8;
GS-15: September 2007: Number: 214;
GS-15: September 2007: Percent: 7.4;
GS-14: October 1, 2000: Number: 335;
GS-14: October 1, 2000: Percent: 7.0;
GS-14: September 2007: Number: 695;
GS-14: September 2007: Percent: 10.1.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 1.0;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 1.6;
GS-15: October 1, 2000: Number: 28;
GS-15: October 1, 2000: Percent: 1.2;
GS-15: September 2007: Number: 79;
GS-15: September 2007: Percent: 2.7;
GS-14: October 1, 2000: Number: 139;
GS-14: October 1, 2000: Percent: 2.9;
GS-14: September 2007: Number: 314;
GS-14: September 2007: Percent: 4.5.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 1.4;
SES: September 2007: Number: 7;
SES: September 2007: Percent: 2.2;
GS-15: October 1, 2000: Number: 39;
GS-15: October 1, 2000: Percent: 1.7;
GS-15: September 2007: Number: 52;
GS-15: September 2007: Percent: 1.8;
GS-14: October 1, 2000: Number: 65;
GS-14: October 1, 2000: Percent: 1.4;
GS-14: September 2007: Number: 119;
GS-14: September 2007: Percent: 1.7.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 1.0;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 0.6;
GS-15: October 1, 2000: Number: 14;
GS-15: October 1, 2000: Percent: 0.6;
GS-15: September 2007: Number: 26;
GS-15: September 2007: Percent: 0.9;
GS-14: October 1, 2000: Number: 43;
GS-14: October 1, 2000: Percent: 0.9;
GS-14: September 2007: Number: 76;
GS-14: September 2007: Percent: 1.1.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 201;
SES: October 1, 2000: Percent: 67.9;
SES: September 2007: Number: 197;
SES: September 2007: Percent: 62.1;
GS-15: October 1, 2000: Number: 1,573;
GS-15: October 1, 2000: Percent: 68.5;
GS-15: September 2007: Number: 1,726;
GS-15: September 2007: Percent: 59.8;
GS-14: October 1, 2000: Number: 2,910;
GS-14: October 1, 2000: Percent: 60.7;
GS-14: September 2007: Number: 3,480;
GS-14: September 2007: Percent: 50.4.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 58;
SES: October 1, 2000: Percent: 19.6;
SES: September 2007: Number: 74;
SES: September 2007: Percent: 23.3;
GS-15: October 1, 2000: Number: 408;
GS-15: October 1, 2000: Percent: 17.8;
GS-15: September 2007: Number: 577;
GS-15: September 2007: Percent: 20.0;
GS-14: October 1, 2000: Number: 923;
GS-14: October 1, 2000: Percent: 19.2;
GS-14: September 2007: Number: 1,449;
GS-14: September 2007: Percent: 21.0.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 1;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 2;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 1;
GS-14: September 2007: Percent: 0.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 296;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 317;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 2,298;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 2,887;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 4,795;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 6,906;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 37;
SES: October 1, 2000: Percent: 12.5;
SES: September 2007: Number: 46;
SES: September 2007: Percent: 14.5;
GS-15: October 1, 2000: Number: 316;
GS-15: October 1, 2000: Percent: 13.8;
GS-15: September 2007: Number: 583;
GS-15: September 2007: Percent: 20.2;
GS-14: October 1, 2000: Number: 960;
GS-14: October 1, 2000: Percent: 20.0;
GS-14: September 2007: Number: 1,976;
GS-14: September 2007: Percent: 28.6.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 227;
SES: October 1, 2000: Percent: 76.7;
SES: September 2007: Number: 227;
SES: September 2007: Percent: 71.6;
GS-15: October 1, 2000: Number: 1,794;
GS-15: October 1, 2000: Percent: 78.1;
GS-15: September 2007: Number: 2,105;
GS-15: September 2007: Percent: 72.9;
GS-14: October 1, 2000: Number: 3,503;
GS-14: October 1, 2000: Percent: 73.1;
GS-14: September 2007: Number: 4,647;
GS-14: September 2007: Percent: 67.3.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 26;
SES: October 1, 2000: Percent: 8.8;
SES: September 2007: Number: 30;
SES: September 2007: Percent: 9.5;
GS-15: October 1, 2000: Number: 221;
GS-15: October 1, 2000: Percent: 9.6;
GS-15: September 2007: Number: 378;
GS-15: September 2007: Percent: 13.1;
GS-14: October 1, 2000: Number: 593;
GS-14: October 1, 2000: Percent: 12.4;
GS-14: September 2007: Number: 1,166;
GS-14: September 2007: Percent: 16.9.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 69;
SES: October 1, 2000: Percent: 23.3;
SES: September 2007: Number: 90;
SES: September 2007: Percent: 28.4;
GS-15: October 1, 2000: Number: 503;
GS-15: October 1, 2000: Percent: 21.9;
GS-15: September 2007: Number: 782;
GS-15: September 2007: Percent: 27.1;
GS-14: October 1, 2000: Number: 1,290;
GS-14: October 1, 2000: Percent: 26.9;
GS-14: September 2007: Number: 2,259;
GS-14: September 2007: Percent: 32.7.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 11;
SES: October 1, 2000: Percent: 3.7;
SES: September 2007: Number: 16;
SES: September 2007: Percent: 5.0;
GS-15: October 1, 2000: Number: 95;
GS-15: October 1, 2000: Percent: 4.1;
GS-15: September 2007: Number: 205;
GS-15: September 2007: Percent: 7.1;
GS-14: October 1, 2000: Number: 367;
GS-14: October 1, 2000: Percent: 7.7;
GS-14: September 2007: Number: 810;
GS-14: September 2007: Percent: 11.7.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 14: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Defense:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 21;
SES: October 1, 2000: Percent: 1.8;
SES: September 2007: Number: 27;
SES: September 2007: Percent: 2.4;
GS-15: October 1, 2000: Number: 231;
GS-15: October 1, 2000: Percent: 2.1;
GS-15: September 2007: Number: 221;
GS-15: September 2007: Percent: 2.6;
GS-14: October 1, 2000: Number: 604;
GS-14: October 1, 2000: Percent: 3.1;
GS-14: September 2007: Number: 576;
GS-14: September 2007: Percent: 3.7.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 10;
SES: October 1, 2000: Percent: 0.9;
SES: September 2007: Number: 16;
SES: September 2007: Percent: 1.4;
GS-15: October 1, 2000: Number: 124;
GS-15: October 1, 2000: Percent: 1.1;
GS-15: September 2007: Number: 122;
GS-15: September 2007: Percent: 1.5;
GS-14: October 1, 2000: Number: 468;
GS-14: October 1, 2000: Percent: 2.4;
GS-14: September 2007: Number: 486;
GS-14: September 2007: Percent: 3.1.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 6;
SES: October 1, 2000: Percent: 0.5;
SES: September 2007: Number: 8;
SES: September 2007: Percent: 0.7;
GS-15: October 1, 2000: Number: 50;
GS-15: October 1, 2000: Percent: 0.4;
GS-15: September 2007: Number: 33;
GS-15: September 2007: Percent: 0.4;
GS-14: October 1, 2000: Number: 72;
GS-14: October 1, 2000: Percent: 0.4;
GS-14: September 2007: Number: 63;
GS-14: September 2007: Percent: 0.4.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.1;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 0.2;
GS-15: October 1, 2000: Number: 9;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 12;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: 24;
GS-14: October 1, 2000: Percent: 0.1;
GS-14: September 2007: Number: 24;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 13;
SES: October 1, 2000: Percent: 1.1;
SES: September 2007: Number: 15;
SES: September 2007: Percent: 1.3;
GS-15: October 1, 2000: Number: 282;
GS-15: October 1, 2000: Percent: 2.5;
GS-15: September 2007: Number: 307;
GS-15: September 2007: Percent: 3.7;
GS-14: October 1, 2000: Number: 554;
GS-14: October 1, 2000: Percent: 2.9;
GS-14: September 2007: Number: 563;
GS-14: September 2007: Percent: 3.6.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 9;
SES: October 1, 2000: Percent: 0.8;
SES: September 2007: Number: 9;
SES: September 2007: Percent: 0.8;
GS-15: October 1, 2000: Number: 37;
GS-15: October 1, 2000: Percent: 0.3;
GS-15: September 2007: Number: 69;
GS-15: September 2007: Percent: 0.8;
GS-14: October 1, 2000: Number: 141;
GS-14: October 1, 2000: Percent: 0.7;
GS-14: September 2007: Number: 184;
GS-14: September 2007: Percent: 1.2.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 7;
SES: October 1, 2000: Percent: 0.6;
SES: September 2007: Number: 12;
SES: September 2007: Percent: 1.1;
GS-15: October 1, 2000: Number: 158;
GS-15: October 1, 2000: Percent: 1.4;
GS-15: September 2007: Number: 173;
GS-15: September 2007: Percent: 2.1;
GS-14: October 1, 2000: Number: 335;
GS-14: October 1, 2000: Percent: 1.7;
GS-14: September 2007: Number: 386;
GS-14: September 2007: Percent: 2.5.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 0.3;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 0.4;
GS-15: October 1, 2000: Number: 28;
GS-15: October 1, 2000: Percent: 0.3;
GS-15: September 2007: Number: 40;
GS-15: September 2007: Percent: 0.5;
GS-14: October 1, 2000: Number: 104;
GS-14: October 1, 2000: Percent: 0.5;
GS-14: September 2007: Number: 139;
GS-14: September 2007: Percent: 0.9.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 909;
SES: October 1, 2000: Percent: 79.5;
SES: September 2007: Number: 802;
SES: September 2007: Percent: 71.4;
GS-15: October 1, 2000: Number: 8,795;
GS-15: October 1, 2000: Percent: 79.0;
GS-15: September 2007: Number: 6,173;
GS-15: September 2007: Percent: 73.7;
GS-14: October 1, 2000: Number: 13,612;
GS-14: October 1, 2000: Percent: 70.4;
GS-14: September 2007: Number: 10,151;
GS-14: September 2007: Percent: 65.8.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 163;
SES: October 1, 2000: Percent: 14.2;
SES: September 2007: Number: 221;
SES: September 2007: Percent: 19.7;
GS-15: October 1, 2000: Number: 1,409;
GS-15: October 1, 2000: Percent: 12.7;
GS-15: September 2007: Number: 1,221;
GS-15: September 2007: Percent: 14.6;
GS-14: October 1, 2000: Number: 3,409;
GS-14: October 1, 2000: Percent: 17.6;
GS-14: September 2007: Number: 2,831;
GS-14: September 2007: Percent: 18.3.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.2;
SES: September 2007: Number: 7;
SES: September 2007: Percent: 0.6;
GS-15: October 1, 2000: Number: 14;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 5;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: 25;
GS-14: October 1, 2000: Percent: 0.1;
GS-14: September 2007: Number: 32;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 1,144;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 1,123;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 11,137;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 8,376;
GS-15: September 2007: Percent: 100.00;
GS-14: October 1, 2000: Number: 19,348;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 15,435;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 70;
SES: October 1, 2000: Percent: 6.1;
SES: September 2007: Number: 93;
SES: September 2007: Percent: 8.3;
GS-15: October 1, 2000: Number: 919;
GS-15: October 1, 2000: Percent: 8.3;
GS-15: September 2007: Number: 977;
GS-15: September 2007: Percent: 11.7;
GS-14: October 1, 2000: Number: 2,302;
GS-14: October 1, 2000: Percent: 11.9;
GS-14: September 2007: Number: 2,421;
GS-14: September 2007: Percent: 15.7.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 956;
SES: October 1, 2000: Percent: 83.6;
SES: September 2007: Number: 869;
SES: September 2007: Percent: 9,516;
GS-15: October 1, 2000: Number: 85.4;
GS-15: October 1, 2000: Percent: 6,911;
GS-15: September 2007: Number: 82.5;
GS-15: September 2007: Percent: 15,177;
GS-14: October 1, 2000: Number: 78.4;
GS-14: October 1, 2000: Percent: 11,756;
GS-14: September 2007: Number: 76.2;
GS-14: September 2007: Percent: 49.3.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 47;
SES: October 1, 2000: Percent: 4.1;
SES: September 2007: Number: 62;
SES: September 2007: Percent: 5.5;
GS-15: October 1, 2000: Number: 721;
GS-15: October 1, 2000: Percent: 6.5;
GS-15: September 2007: Number: 734;
GS-15: September 2007: Percent: 8.8;
GS-14: October 1, 2000: Number: 1,565;
GS-14: October 1, 2000: Percent: 8.1;
GS-14: September 2007: Number: 1,588;
GS-14: September 2007: Percent: 10.3.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 186;
SES: October 1, 2000: Percent: 16.3;
SES: September 2007: Number: 254;
SES: September 2007: Percent: 22.6;
GS-15: October 1, 2000: Number: 1,607;
GS-15: October 1, 2000: Percent: 14.4;
GS-15: September 2007: Number: 1,465;
GS-15: September 2007: Percent: 17.5;
GS-14: October 1, 2000: Number: 4,146;
GS-14: October 1, 2000: Percent: 21.4;
GS-14: September 2007: Number: 3,679;
GS-14: September 2007: Percent: 23.8.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 23;
SES: October 1, 2000: Percent: 2.0;
SES: September 2007: Number: 31;
SES: September 2007: Percent: 2.8;
GS-15: October 1, 2000: Number: 198;
GS-15: October 1, 2000: Percent: 1.8;
GS-15: September 2007: Number: 243;
GS-15: September 2007: Percent: 2.9;
GS-14: October 1, 2000: Number: 737;
GS-14: October 1, 2000: Percent: 3.8;
GS-14: September 2007: Number: 833;
GS-14: September 2007: Percent: 5.4.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 15: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Education:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 8;
SES: October 1, 2000: Percent: 13.3;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 4.5;
GS-15: October 1, 2000: Number: 31;
GS-15: October 1, 2000: Percent: 6.7;
GS-15: September 2007: Number: 30;
GS-15: September 2007: Percent: 6.3;
GS-14: October 1, 2000: Number: 68;
GS-14: October 1, 2000: Percent: 8.7;
GS-14: September 2007: Number: 68;
GS-14: September 2007: Percent: 8.0.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.7;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 7.6;
GS-15: October 1, 2000: Number: 40;
GS-15: October 1, 2000: Percent: 8.7;
GS-15: September 2007: Number: 51;
GS-15: September 2007: Percent: 10.8;
GS-14: October 1, 2000: Number: 117;
GS-14: October 1, 2000: Percent: 14.9;
GS-14: September 2007: Number: 154;
GS-14: September 2007: Percent: 18.2.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.7;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 2;
GS-15: September 2007: Percent: 0.4;
GS-14: October 1, 2000: Number: 3;
GS-14: October 1, 2000: Percent: 0.4;
GS-14: September 2007: Number: 2;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 0.9;
GS-15: September 2007: Number: 4;
GS-15: September 2007: Percent: 0.8;
GS-14: October 1, 2000: Number: 3;
GS-14: October 1, 2000: Percent: 0.4;
GS-14: September 2007: Number: 3;
GS-14: September 2007: Percent: 0.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.7;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 1.5;
GS-15: October 1, 2000: Number: 7;
GS-15: October 1, 2000: Percent: 1.5;
GS-15: September 2007: Number: 8;
GS-15: September 2007: Percent: 1.7;
GS-14: October 1, 2000: Number: 10;
GS-14: October 1, 2000: Percent: 1.3;
GS-14: September 2007: Number: 19;
GS-14: September 2007: Percent: 2.2.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.7;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 1.5;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 3;
GS-15: September 2007: Percent: 0.6;
GS-14: October 1, 2000: Number: 10;
GS-14: October 1, 2000: Percent: 1.3;
GS-14: September 2007: Number: 25;
GS-14: September 2007: Percent: 2.9.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.7;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 8;
GS-15: October 1, 2000: Percent: 1.7;
GS-15: September 2007: Number: 7;
GS-15: September 2007: Percent: 1.5;
GS-14: October 1, 2000: Number: 9;
GS-14: October 1, 2000: Percent: 1.1;
GS-14: September 2007: Number: 12;
GS-14: September 2007: Percent: 1.4.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 6;
GS-15: October 1, 2000: Percent: 1.3;
GS-15: September 2007: Number: 5;
GS-15: September 2007: Percent: 1.1;
GS-14: October 1, 2000: Number: 12;
GS-14: October 1, 2000: Percent: 1.5;
GS-14: September 2007: Number: 11;
GS-14: September 2007: Percent: 1.3.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 32;
SES: October 1, 2000: Percent: 53.3;
SES: September 2007: Number: 38;
SES: September 2007: Percent: 57.6;
GS-15: October 1, 2000: Number: 212;
GS-15: October 1, 2000: Percent: 46.1;
GS-15: September 2007: Number: 187;
GS-15: September 2007: Percent: 39.5;
GS-14: October 1, 2000: Number: 300;
GS-14: October 1, 2000: Percent: 38.2;
GS-14: September 2007: Number: 270;
GS-14: September 2007: Percent: 31.8.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 15;
SES: October 1, 2000: Percent: 25.0;
SES: September 2007: Number: 18;
SES: September 2007: Percent: 27.3;
GS-15: October 1, 2000: Number: 150;
GS-15: October 1, 2000: Percent: 32.6;
GS-15: September 2007: Number: 177;
GS-15: September 2007: Percent: 37.3;
GS-14: October 1, 2000: Number: 254;
GS-14: October 1, 2000: Percent: 32.3;
GS-14: September 2007: Number: 284;
GS-14: September 2007: Percent: 33.5.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 60;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 66;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 460;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 474;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 786;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 848;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 13;
SES: October 1, 2000: Percent: 21.7;
SES: September 2007: Number: 10;
SES: September 2007: Percent: 15.2;
GS-15: October 1, 2000: Number: 98;
GS-15: October 1, 2000: Percent: 21.3;
GS-15: September 2007: Number: 110;
GS-15: September 2007: Percent: 23.2;
GS-14: October 1, 2000: Number: 232;
GS-14: October 1, 2000: Percent: 29.5;
GS-14: September 2007: Number: 294;
GS-14: September 2007: Percent: 34.7.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 43;
SES: October 1, 2000: Percent: 71.7;
SES: September 2007: Number: 42;
SES: September 2007: Percent: 63.6;
GS-15: October 1, 2000: Number: 259;
GS-15: October 1, 2000: Percent: 56.3;
GS-15: September 2007: Number: 234;
GS-15: September 2007: Percent: 49.4;
GS-14: October 1, 2000: Number: 390;
GS-14: October 1, 2000: Percent: 49.6;
GS-14: September 2007: Number: 371;
GS-14: September 2007: Percent: 43.8.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 11;
SES: October 1, 2000: Percent: 18.3;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 6.1;
GS-15: October 1, 2000: Number: 47;
GS-15: October 1, 2000: Percent: 10.2;
GS-15: September 2007: Number: 47;
GS-15: September 2007: Percent: 9.9;
GS-14: October 1, 2000: Number: 90;
GS-14: October 1, 2000: Percent: 11.5;
GS-14: September 2007: Number: 101;
GS-14: September 2007: Percent: 11.9.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 17;
SES: October 1, 2000: Percent: 28.3;
SES: September 2007: Number: 24;
SES: September 2007: Percent: 36.4;
GS-15: October 1, 2000: Number: 201;
GS-15: October 1, 2000: Percent: 43.7;
GS-15: September 2007: Number: 240;
GS-15: September 2007: Percent: 50.6;
GS-14: October 1, 2000: Number: 396;
GS-14: October 1, 2000: Percent: 50.4;
GS-14: September 2007: Number: 477;
GS-14: September 2007: Percent: 56.3.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 3.3;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 9.1;
GS-15: October 1, 2000: Number: 51;
GS-15: October 1, 2000: Percent: 11.1;
GS-15: September 2007: Number: 63;
GS-15: September 2007: Percent: 13.3;
GS-14: October 1, 2000: Number: 142;
GS-14: October 1, 2000: Percent: 18.1;
GS-14: September 2007: Number: 193;
GS-14: September 2007: Percent: 22.8.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 16: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Energy:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 14;
SES: October 1, 2000: Percent: 3.6;
SES: September 2007: Number: 16;
SES: September 2007: Percent: 3.89;
GS-15: October 1, 2000: Number: 65;
GS-15: October 1, 2000: Percent: 3.3;
GS-15: September 2007: Number: 68;
GS-15: September 2007: Percent: 3.4;
GS-14: October 1, 2000: Number: 84;
GS-14: October 1, 2000: Percent: 3.0;
GS-14: September 2007: Number: 82;
GS-14: September 2007: Percent: 3.0.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 1.3;
SES: September 2007: Number: 7;
SES: September 2007: Percent: 1.7;
GS-15: October 1, 2000: Number: 44;
GS-15: October 1, 2000: Percent: 2.2;
GS-15: September 2007: Number: 65;
GS-15: September 2007: Percent: 3.3;
GS-14: October 1, 2000: Number: 106;
GS-14: October 1, 2000: Percent: 3.8;
GS-14: September 2007: Number: 151;
GS-14: September 2007: Percent: 5.6.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 0.8;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 0.5;
GS-15: October 1, 2000: Number: 7;
GS-15: October 1, 2000: Percent: 0.4;
GS-15: September 2007: Number: 13;
GS-15: September 2007: Percent: 0.7;
GS-14: October 1, 2000: Number: 20;
GS-14: October 1, 2000: Percent: 0.7;
GS-14: September 2007: Number: 21;
GS-14: September 2007: Percent: 0.8.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 0.5;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 3;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 8;
GS-14: October 1, 2000: Percent: 0.3;
GS-14: September 2007: Number: 11;
GS-14: September 2007: Percent: 0.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 8;
SES: October 1, 2000: Percent: 2.0;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 1.2;
GS-15: October 1, 2000: Number: 59;
GS-15: October 1, 2000: Percent: 3.0;
GS-15: September 2007: Number: 85;
GS-15: September 2007: Percent: 4.3;
GS-14: October 1, 2000: Number: 128;
GS-14: October 1, 2000: Percent: 4.6;
GS-14: September 2007: Number: 112;
GS-14: September 2007: Percent: 4.1.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.3;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 1.4;
GS-15: October 1, 2000: Number: 14;
GS-15: October 1, 2000: Percent: 0.7;
GS-15: September 2007: Number: 29;
GS-15: September 2007: Percent: 1.5;
GS-14: October 1, 2000: Number: 29;
GS-14: October 1, 2000: Percent: 1.0;
GS-14: September 2007: Number: 39;
GS-14: September 2007: Percent: 1.4.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 9;
SES: October 1, 2000: Percent: 2.3;
SES: September 2007: Number: 17;
SES: September 2007: Percent: 4.0;
GS-15: October 1, 2000: Number: 42;
GS-15: October 1, 2000: Percent: 2.1;
GS-15: September 2007: Number: 42;
GS-15: September 2007: Percent: 2.1;
GS-14: October 1, 2000: Number: 91;
GS-14: October 1, 2000: Percent: 3.2;
GS-14: September 2007: Number: 95;
GS-14: September 2007: Percent: 3.5.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.5;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 1.2;
GS-15: October 1, 2000: Number: 10;
GS-15: October 1, 2000: Percent: 0.5;
GS-15: September 2007: Number: 21;
GS-15: September 2007: Percent: 1.1;
GS-14: October 1, 2000: Number: 34;
GS-14: October 1, 2000: Percent: 1.2;
GS-14: September 2007: Number: 68;
GS-14: September 2007: Percent: 2.5.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 283;
SES: October 1, 2000: Percent: 72.4;
SES: September 2007: Number: 285;
SES: September 2007: Percent: 67.7;
GS-15: October 1, 2000: Number: 1,429;
GS-15: October 1, 2000: Percent: 71.5;
GS-15: September 2007: Number: 1,230;
GS-15: September 2007: Percent: 62.3;
GS-14: October 1, 2000: Number: 1,731;
GS-14: October 1, 2000: Percent: 61.7;
GS-14: September 2007: Number: 1,475;
GS-14: September 2007: Percent: 54.4.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 66;
SES: October 1, 2000: Percent: 16.9;
SES: September 2007: Number: 76;
SES: September 2007: Percent: 18.1;
GS-15: October 1, 2000: Number: 325;
GS-15: October 1, 2000: Percent: 16.3;
GS-15: September 2007: Number: 418;
GS-15: September 2007: Percent: 21.2;
GS-14: October 1, 2000: Number: 573;
GS-14: October 1, 2000: Percent: 20.4;
GS-14: September 2007: Number: 645;
GS-14: September 2007: Percent: 23.8.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 1;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: 2;
GS-14: October 1, 2000: Percent: 0.1;
GS-14: September 2007: Number: 10;
GS-14: September 2007: Percent: 0.4.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 391;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 421;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 1,999;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 1,975;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 2,806;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 2,709;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 42;
SES: October 1, 2000: Percent: 10.7;
SES: September 2007: Number: 60;
SES: September 2007: Percent: 14.3;
GS-15: October 1, 2000: Number: 244;
GS-15: October 1, 2000: Percent: 12.2;
GS-15: September 2007: Number: 326;
GS-15: September 2007: Percent: 16.5;
GS-14: October 1, 2000: Number: 500;
GS-14: October 1, 2000: Percent: 17.8;
GS-14: September 2007: Number: 579;
GS-14: September 2007: Percent: 21.4.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 317;
SES: October 1, 2000: Percent: 81.1;
SES: September 2007: Number: 325;
SES: September 2007: Percent: 77.2;
GS-15: October 1, 2000: Number: 1,602;
GS-15: October 1, 2000: Percent: 80.1;
GS-15: September 2007: Number: 1,439;
GS-15: September 2007: Percent: 72.9;
GS-14: October 1, 2000: Number: 2,054;
GS-14: October 1, 2000: Percent: 73.2;
GS-14: September 2007: Number: 1,792;
GS-14: September 2007: Percent: 66.1.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 34;
SES: October 1, 2000: Percent: 8.7;
SES: September 2007: Number: 40;
SES: September 2007: Percent: 9.5;
GS-15: October 1, 2000: Number: 173;
GS-15: October 1, 2000: Percent: 8.7;
GS-15: September 2007: Number: 208;
GS-15: September 2007: Percent: 10.5;
GS-14: October 1, 2000: Number: 323;
GS-14: October 1, 2000: Percent: 11.5;
GS-14: September 2007: Number: 310;
GS-14: September 2007: Percent: 11.4.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 74;
SES: October 1, 2000: Percent: 18.9;
SES: September 2007: Number: 96;
SES: September 2007: Percent: 22.8;
GS-15: October 1, 2000: Number: 396;
GS-15: October 1, 2000: Percent: 19.8;
GS-15: September 2007: Number: 536;
GS-15: September 2007: Percent: 27.1;
GS-14: October 1, 2000: Number: 750;
GS-14: October 1, 2000: Percent: 26.7;
GS-14: September 2007: Number: 917;
GS-14: September 2007: Percent: 33.9.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 8;
SES: October 1, 2000: Percent: 2.0;
SES: September 2007: Number: 20;
SES: September 2007: Percent: 4.8;
GS-15: October 1, 2000: Number: 71;
GS-15: October 1, 2000: Percent: 3.6;
GS-15: September 2007: Number: 118;
GS-15: September 2007: Percent: 6.0;
GS-14: October 1, 2000: Number: 177;
GS-14: October 1, 2000: Percent: 6.3;
GS-14: September 2007: Number: 269;
GS-14: September 2007: Percent: 9.9.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 17: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Environmental Protection Agency:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 18;
SES: October 1, 2000: Percent: 7.1;
SES: September 2007: Number: 14;
SES: September 2007: Percent: 5.4;
GS-15: October 1, 2000: Number: 41;
GS-15: October 1, 2000: Percent: 2.3;
GS-15: September 2007: Number: 61;
GS-15: September 2007: Percent: 2.6;
GS-14: October 1, 2000: Number: 102;
GS-14: October 1, 2000: Percent: 3.4;
GS-14: September 2007: Number: 129;
GS-14: September 2007: Percent: 4.4.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 2.0;
SES: September 2007: Number: 10;
SES: September 2007: Percent: 3.8;
GS-15: October 1, 2000: Number: 80;
GS-15: October 1, 2000: Percent: 4.4;
GS-15: September 2007: Number: 132;
GS-15: September 2007: Percent: 5.7;
GS-14: October 1, 2000: Number: 201;
GS-14: October 1, 2000: Percent: 6.7;
GS-14: September 2007: Number: 257;
GS-14: September 2007: Percent: 8.8.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 6;
GS-15: September 2007: Percent: 0.3;
GS-14: October 1, 2000: Number: 7;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 6;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.4;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 4;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 5;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 6;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.8;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 1.1;
GS-15: October 1, 2000: Number: 30;
GS-15: October 1, 2000: Percent: 1.7;
GS-15: September 2007: Number: 46;
GS-15: September 2007: Percent: 2.0;
GS-14: October 1, 2000: Number: 78;
GS-14: October 1, 2000: Percent: 2.6;
GS-14: September 2007: Number: 98;
GS-14: September 2007: Percent: 3.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 1.6;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 1.5;
GS-15: October 1, 2000: Number: 14;
GS-15: October 1, 2000: Percent: 0.8;
GS-15: September 2007: Number: 37;
GS-15: September 2007: Percent: 1.6;
GS-14: October 1, 2000: Number: 49;
GS-14: October 1, 2000: Percent: 1.6;
GS-14: September 2007: Number: 69;
GS-14: September 2007: Percent: 2.4.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 9;
SES: October 1, 2000: Percent: 3.5;
SES: September 2007: Number: 11;
SES: September 2007: Percent: 4.2;
GS-15: October 1, 2000: Number: 27;
GS-15: October 1, 2000: Percent: 1.5;
GS-15: September 2007: Number: 46;
GS-15: September 2007: Percent: 2.0;
GS-14: October 1, 2000: Number: 63;
GS-14: October 1, 2000: Percent: 2.1;
GS-14: September 2007: Number: 72;
GS-14: September 2007: Percent: 2.5.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.4;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 0.8;
GS-15: October 1, 2000: Number: 14;
GS-15: October 1, 2000: Percent: 0.8;
GS-15: September 2007: Number: 70;
GS-15: September 2007: Percent: 1.7;
GS-14: October 1, 2000: Number: 48;
GS-14: October 1, 2000: Percent: 1.6;
GS-14: September 2007: Number: 51;
GS-14: September 2007: Percent: 1.8.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 150;
SES: October 1, 2000: Percent: 58.8;
SES: September 2007: Number: 134;
SES: September 2007: Percent: 51.3;
GS-15: October 1, 2000: Number: 1,086;
GS-15: October 1, 2000: Percent: 60.2;
GS-15: September 2007: Number: 1,211;
GS-15: September 2007: Percent: 52.2;
GS-14: October 1, 2000: Number: 1,558;
GS-14: October 1, 2000: Percent: 51.9;
GS-14: September 2007: Number: 1,325;
GS-14: September 2007: Percent: 45.5.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 66;
SES: October 1, 2000: Percent: 25.9;
SES: September 2007: Number: 81;
SES: September 2007: Percent: 31.0;
GS-15: October 1, 2000: Number: 508;
GS-15: October 1, 2000: Percent: 28.1;
GS-15: September 2007: Number: 728;
GS-15: September 2007: Percent: 31.4;
GS-14: October 1, 2000: Number: 890;
GS-14: October 1, 2000: Percent: 29.7;
GS-14: September 2007: Number: 896;
GS-14: September 2007: Percent: 30.8.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.4;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 9;
GS-15: September 2007: Percent: 0.4;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 4;
GS-14: September 2007: Percent: 0.1.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 255;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 261;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 1,805;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 2,320;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 3,001;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 2,913;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 39;
SES: October 1, 2000: Percent: 15.3;
SES: September 2007: Number: 45;
SES: September 2007: Percent: 17.2;
GS-15: October 1, 2000: Number: 210;
GS-15: October 1, 2000: Percent: 11.6;
GS-15: September 2007: Number: 372;
GS-15: September 2007: Percent: 16.0;
GS-14: October 1, 2000: Number: 553;
GS-14: October 1, 2000: Percent: 18.4;
GS-14: September 2007: Number: 688;
GS-14: September 2007: Percent: 23.6.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 179;
SES: October 1, 2000: Percent: 70.2;
SES: September 2007: Number: 163;
SES: September 2007: Percent: 62.5;
GS-15: October 1, 2000: Number: 1,186;
GS-15: October 1, 2000: Percent: 65.7;
GS-15: September 2007: Number: 1,377;
GS-15: September 2007: Percent: 59.4;
GS-14: October 1, 2000: Number: 1,808;
GS-14: October 1, 2000: Percent: 60.2;
GS-14: September 2007: Number: 1,632;
GS-14: September 2007: Percent: 56.0.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 29;
SES: October 1, 2000: Percent: 11.4;
SES: September 2007: Number: 28;
SES: September 2007: Percent: 10.7;
GS-15: October 1, 2000: Number: 100;
GS-15: October 1, 2000: Percent: 5.5;
GS-15: September 2007: Number: 159;
GS-15: September 2007: Percent: 6.9;
GS-14: October 1, 2000: Number: 250;
GS-14: October 1, 2000: Percent: 8.3;
GS-14: September 2007: Number: 305;
GS-14: September 2007: Percent: 10.5.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 76;
SES: October 1, 2000: Percent: 29.8;
SES: September 2007: Number: 98;
SES: September 2007: Percent: 37.5;
GS-15: October 1, 2000: Number: 618;
GS-15: October 1, 2000: Percent: 34.2;
GS-15: September 2007: Number: 943;
GS-15: September 2007: Percent: 40.6;
GS-14: October 1, 2000: Number: 1,193;
GS-14: October 1, 2000: Percent: 39.8;
GS-14: September 2007: Number: 1,281;
GS-14: September 2007: Percent: 44.0.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 10;
SES: October 1, 2000: Percent: 3.9;
SES: September 2007: Number: 17;
SES: September 2007: Percent: 6.5;
GS-15: October 1, 2000: Number: 110;
GS-15: October 1, 2000: Percent: 6.1;
GS-15: September 2007: Number: 213;
GS-15: September 2007: Percent: 9.2;
GS-14: October 1, 2000: Number: 303;
GS-14: October 1, 2000: Percent: 10.1;
GS-14: September 2007: Number: 38.3;
GS-14: September 2007: Percent: 13.1.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 18: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the General Services Administration:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 6;
SES: October 1, 2000: Percent: 7.1;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 3.8;
GS-15: October 1, 2000: Number: 28;
GS-15: October 1, 2000: Percent: 4.7;
GS-15: September 2007: Number: 34;
GS-15: September 2007: Percent: 5.4;
GS-14: October 1, 2000: Number: 85;
GS-14: October 1, 2000: Percent: 6.5;
GS-14: September 2007: Number: 137;
GS-14: September 2007: Percent: 8.6.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 4.8;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 6.3;
GS-15: October 1, 2000: Number: 31;
GS-15: October 1, 2000: Percent: 5.2;
GS-15: September 2007: Number: 52;
GS-15: September 2007: Percent: 8.2;
GS-14: October 1, 2000: Number: 125;
GS-14: October 1, 2000: Percent: 9.6;
GS-14: September 2007: Number: 180;
GS-14: September 2007: Percent: 11.3.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.5;
GS-15: September 2007: Number: 2;
GS-15: September 2007: Percent: 0.3;
GS-14: October 1, 2000: Number: 4;
GS-14: October 1, 2000: Percent: 0.3;
GS-14: September 2007: Number: 4;
GS-14: September 2007: Percent: 0.3.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 1;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 2;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 2;
GS-14: September 2007: Percent: 0.1.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 1.3;
GS-15: October 1, 2000: Number: 6;
GS-15: October 1, 2000: Percent: 1.0;
GS-15: September 2007: Number: 11;
GS-15: September 2007: Percent: 1.7;
GS-14: October 1, 2000: Number: 31;
GS-14: October 1, 2000: Percent: 2.4;
GS-14: September 2007: Number: 45;
GS-14: September 2007: Percent: 2.8.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.2;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 0.7;
GS-15: September 2007: Number: 11;
GS-15: September 2007: Percent: 1.7;
GS-14: October 1, 2000: Number: 14;
GS-14: October 1, 2000: Percent: 1.1;
GS-14: September 2007: Number: 32;
GS-14: September 2007: Percent: 2.0.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 1.3;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.5;
GS-15: September 2007: Number: 10;
GS-15: September 2007: Percent: 1.6;
GS-14: October 1, 2000: Number: 16;
GS-14: October 1, 2000: Percent: 1.2;
GS-14: September 2007: Number: 32;
GS-14: September 2007: Percent: 2.0.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.2;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 2.5;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 0.7;
GS-15: September 2007: Number: 7;
GS-15: September 2007: Percent: 1.1;
GS-14: October 1, 2000: Number: 13;
GS-14: October 1, 2000: Percent: 1.0;
GS-14: September 2007: Number: 25;
GS-14: September 2007: Percent: 1.6.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 54;
SES: October 1, 2000: Percent: 64.3;
SES: September 2007: Number: 52;
SES: September 2007: Percent: 65.0;
GS-15: October 1, 2000: Number: 383;
GS-15: October 1, 2000: Percent: 64.4;
GS-15: September 2007: Number: 323;
GS-15: September 2007: Percent: 51.1;
GS-14: October 1, 2000: Number: 565;
GS-14: October 1, 2000: Percent: 50.3;
GS-14: September 2007: Number: 707;
GS-14: September 2007: Percent: 44.4.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 18;
SES: October 1, 2000: Percent: 21.4;
SES: September 2007: Number: 16;
SES: September 2007: Percent: 20.0;
GS-15: October 1, 2000: Number: 133;
GS-15: October 1, 2000: Percent: 22.4;
GS-15: September 2007: Number: 178;
GS-15: September 2007: Percent: 28.2;
GS-14: October 1, 2000: Number: 359;
GS-14: October 1, 2000: Percent: 27.5;
GS-14: September 2007: Number: 42.3;
GS-14: September 2007: Percent: 26.6.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 3;
GS-15: September 2007: Percent: 0.5;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 6;
GS-14: September 2007: Percent: 0.4.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 84;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 80.0;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 595;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 632;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 1,305;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 1,593;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 12;
SES: October 1, 2000: Percent: 14.3;
SES: September 2007: Number: 12;
SES: September 2007: Percent: 15.0;
GS-15: October 1, 2000: Number: 79;
GS-15: October 1, 2000: Percent: 13.3;
GS-15: September 2007: Number: 128;
GS-15: September 2007: Percent: 20.3;
GS-14: October 1, 2000: Number: 290;
GS-14: October 1, 2000: Percent: 22.2;
GS-14: September 2007: Number: 457;
GS-14: September 2007: Percent: 28.7.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 60;
SES: October 1, 2000: Percent: 71.4;
SES: September 2007: Number: 57;
SES: September 2007: Percent: 71.3;
GS-15: October 1, 2000: Number: 423;
GS-15: October 1, 2000: Percent: 71.1;
GS-15: September 2007: Number: 383;
GS-15: September 2007: Percent: 60.6;
GS-14: October 1, 2000: Number: 792;
GS-14: October 1, 2000: Percent: 60.7;
GS-14: September 2007: Number: 927;
GS-14: September 2007: Percent: 58.2.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 6;
SES: October 1, 2000: Percent: 7.1;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 6.3;
GS-15: October 1, 2000: Number: 40;
GS-15: October 1, 2000: Percent: 6.7;
GS-15: September 2007: Number: 57;
GS-15: September 2007: Percent: 9.0;
GS-14: October 1, 2000: Number: 136;
GS-14: October 1, 2000: Percent: 10.4;
GS-14: September 2007: Number: 218;
GS-14: September 2007: Percent: 13.7.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 24;
SES: October 1, 2000: Percent: 28.6;
SES: September 2007: Number: 23;
SES: September 2007: Percent: 28.8;
GS-15: October 1, 2000: Number: 172;
GS-15: October 1, 2000: Percent: 28.9;
GS-15: September 2007: Number: 249;
GS-15: September 2007: Percent: 39.4;
GS-14: October 1, 2000: Number: 513;
GS-14: October 1, 2000: Percent: 39.3;
GS-14: September 2007: Number: 666;
GS-14: September 2007: Percent: 41.8.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 6;
SES: October 1, 2000: Percent: 7.1;
SES: September 2007: Number: 7;
SES: September 2007: Percent: 8.8;
GS-15: October 1, 2000: Number: 39;
GS-15: October 1, 2000: Percent: 6.6;
GS-15: September 2007: Number: 7.1;
GS-15: September 2007: Percent: 11.2;
GS-14: October 1, 2000: Number: 154;
GS-14: October 1, 2000: Percent: 11.8;
GS-14: September 2007: Number: 239;
GS-14: September 2007: Percent: 15.0.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 19: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Health and Human Services:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 22;
SES: October 1, 2000: Percent: 5.5;
SES: September 2007: Number: 18;
SES: September 2007: Percent: 5.1;
GS-15: October 1, 2000: Number: 137;
GS-15: October 1, 2000: Percent: 3.9;
GS-15: September 2007: Number: 161;
GS-15: September 2007: Percent: 3.7;
GS-14: October 1, 2000: Number: 225;
GS-14: October 1, 2000: Percent: 3.9;
GS-14: September 2007: Number: 296;
GS-14: September 2007: Percent: 4.0.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 27;
SES: October 1, 2000: Percent: 6.8;
SES: September 2007: Number: 24;
SES: September 2007: Percent: 6.7;
GS-15: October 1, 2000: Number: 139;
GS-15: October 1, 2000: Percent: 4.0;
GS-15: September 2007: Number: 221;
GS-15: September 2007: Percent: 5.0;
GS-14: October 1, 2000: Number: 359;
GS-14: October 1, 2000: Percent: 6.2;
GS-14: September 2007: Number: 658;
GS-14: September 2007: Percent: 9.0.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 11;
SES: October 1, 2000: Percent: 2.8;
SES: September 2007: Number: 12;
SES: September 2007: Percent: 3.4;
GS-15: October 1, 2000: Number: 46;
GS-15: October 1, 2000: Percent: 1.3;
GS-15: September 2007: Number: 60;
GS-15: September 2007: Percent: 1.4;
GS-14: October 1, 2000: Number: 73;
GS-14: October 1, 2000: Percent: 1.3;
GS-14: September 2007: Number: 76;
GS-14: September 2007: Percent: 1.0.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 6;
SES: October 1, 2000: Percent: 1.5;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 1.7;
GS-15: October 1, 2000: Number: 29;
GS-15: October 1, 2000: Percent: 0.8;
GS-15: September 2007: Number: 50;
GS-15: September 2007: Percent: 1.1;
GS-14: October 1, 2000: Number: 83;
GS-14: October 1, 2000: Percent: 1.4;
GS-14: September 2007: Number: 103;
GS-14: September 2007: Percent: 1.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 6;
SES: October 1, 2000: Percent: 1.5;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 0.8;
GS-15: October 1, 2000: Number: 101;
GS-15: October 1, 2000: Percent: 2.9;
GS-15: September 2007: Number: 144;
GS-15: September 2007: Percent: 3.3;
GS-14: October 1, 2000: Number: 223;
GS-14: October 1, 2000: Percent: 3.9;
GS-14: September 2007: Number: 362;
GS-14: September 2007: Percent: 4.9.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 0.8;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 1.1;
GS-15: October 1, 2000: Number: 49;
GS-15: October 1, 2000: Percent: 1.4;
GS-15: September 2007: Number: 116;
GS-15: September 2007: Percent: 2.6;
GS-14: October 1, 2000: Number: 158;
GS-14: October 1, 2000: Percent: 2.7;
GS-14: September 2007: Number: 316;
GS-14: September 2007: Percent: 4.6.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 1.3;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 1.7;
GS-15: October 1, 2000: Number: 53;
GS-15: October 1, 2000: Percent: 1.5;
GS-15: September 2007: Number: 74;
GS-15: September 2007: Percent: 1.7;
GS-14: October 1, 2000: Number: 103;
GS-14: October 1, 2000: Percent: 1.8;
GS-14: September 2007: Number: 120;
GS-14: September 2007: Percent: 1.6.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 1.3;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 38;
GS-15: October 1, 2000: Percent: 1.1;
GS-15: September 2007: Number: 59;
GS-15: September 2007: Percent: 1.3;
GS-14: October 1, 2000: Number: 5.6;
GS-14: October 1, 2000: Percent: 1.0;
GS-14: September 2007: Number: 103;
GS-14: September 2007: Percent: 1.4.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 211;
SES: October 1, 2000: Percent: 52.9;
SES: September 2007: Number: 160;
SES: September 2007: Percent: 44.9;
GS-15: October 1, 2000: Number: 1,774;
GS-15: October 1, 2000: Percent: 50.9;
GS-15: September 2007: Number: 1,886;
GS-15: September 2007: Percent: 43.0;
GS-14: October 1, 2000: Number: 2,450;
GS-14: October 1, 2000: Percent: 42.5;
GS-14: September 2007: Number: 2,493;
GS-14: September 2007: Percent: 34.1.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 103;
SES: October 1, 2000: Percent: 25.8;
SES: September 2007: Number: 123;
SES: September 2007: Percent: 34.6;
GS-15: October 1, 2000: Number: 1,118;
GS-15: October 1, 2000: Percent: 32.1;
GS-15: September 2007: Number: 1,610;
GS-15: September 2007: Percent: 36.7;
GS-14: October 1, 2000: Number: 2,024;
GS-14: October 1, 2000: Percent: 35.1;
GS-14: September 2007: Number: 2,764;
GS-14: September 2007: Percent: 37.8.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 10;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 10;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 26;
GS-14: September 2007: Percent: 0.4.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 399;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 356;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 3,488;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 4,391;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 5,764;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 7,317;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 85;
SES: October 1, 2000: Percent: 21.3;
SES: September 2007: Number: 73;
SES: September 2007: Percent: 20.5;
GS-15: October 1, 2000: Number: 592;
GS-15: October 1, 2000: Percent: 17.0;
GS-15: September 2007: Number: 885;
GS-15: September 2007: Percent: 20.2;
GS-14: October 1, 2000: Number: 1,280;
GS-14: October 1, 2000: Percent: 22.2;
GS-14: September 2007: Number: 2,034;
GS-14: September 2007: Percent: 27.8.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 255;
SES: October 1, 2000: Percent: 63.9;
SES: September 2007: Number: 199;
SES: September 2007: Percent: 55.9;
GS-15: October 1, 2000: Number: 2,111;
GS-15: October 1, 2000: Percent: 60.5;
GS-15: September 2007: Number: 2,329;
GS-15: September 2007: Percent: 53.0;
GS-14: October 1, 2000: Number: 3,074;
GS-14: October 1, 2000: Percent: 53.3;
GS-14: September 2007: Number: 3,363;
GS-14: September 2007: Percent: 46.0.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 44;
SES: October 1, 2000: Percent: 11.0;
SES: September 2007: Number: 39;
SES: September 2007: Percent: 11.0;
GS-15: October 1, 2000: Number: 337;
GS-15: October 1, 2000: Percent: 9.7;
GS-15: September 2007: Number: 439;
GS-15: September 2007: Percent: 10.0;
GS-14: October 1, 2000: Number: 62.4;
GS-14: October 1, 2000: Percent: 10.8;
GS-14: September 2007: Number: 854;
GS-14: September 2007: Percent: 11.7.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 144;
SES: October 1, 2000: Percent: 36.1;
SES: September 2007: Number: 157;
SES: September 2007: Percent: 44.1;
GS-15: October 1, 2000: Number: 1,373;
GS-15: October 1, 2000: Percent: 39.4;
GS-15: September 2007: Number: 2,062;
GS-15: September 2007: Percent: 47.0;
GS-14: October 1, 2000: Number: 2,680;
GS-14: October 1, 2000: Percent: 46.5;
GS-14: September 2007: Number: 3,954;
GS-14: September 2007: Percent: 54.0.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 41;
SES: October 1, 2000: Percent: 10.3;
SES: September 2007: Number: 34;
SES: September 2007: Percent: 9.6;
GS-15: October 1, 2000: Number: 255;
GS-15: October 1, 2000: Percent: 7.3;
GS-15: September 2007: Number: 446;
GS-15: September 2007: Percent: 10.2;
GS-14: October 1, 2000: Number: 656;
GS-14: October 1, 2000: Percent: 11.4;
GS-14: September 2007: Number: 1,180;
GS-14: September 2007: Percent: 16.1.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 20: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Homeland Security:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 13;
SES: September 2007: Percent: 4.0;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 140;
GS-15: September 2007: Percent: 4.6;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 327;
GS-14: September 2007: Percent: 4.6.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 7;
SES: September 2007: Percent: 2.2;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 146;
GS-15: September 2007: Percent: 4.8;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 537;
GS-14: September 2007: Percent: 7.6.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.3;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 12;
GS-15: September 2007: Percent: 0.4;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 24;
GS-14: September 2007: Percent: 0.3.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 4;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 15;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.3;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 46;
GS-15: September 2007: Percent: 1.5;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 158;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.3;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 27;
GS-15: September 2007: Percent: 0.9;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 111;
GS-14: September 2007: Percent: 1.6.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 18;
SES: September 2007: Percent: 5.5;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 134;
GS-15: September 2007: Percent: 4.4;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 507;
GS-14: September 2007: Percent: 7.2.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 2;
SES: September 2007: Percent: 0.6;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 60;
GS-15: September 2007: Percent: 2.0;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 185;
GS-14: September 2007: Percent: 2.6.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 207;
SES: September 2007: Percent: 63.7;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 1,728;
GS-15: September 2007: Percent: 57.0;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 3,741;
GS-14: September 2007: Percent: 52.9.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 75;
SES: September 2007: Percent: 23.1;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 733;
GS-15: September 2007: Percent: 24.2;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 1,462;
GS-14: September 2007: Percent: 20.7.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 2;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 8;
GS-14: September 2007: Percent: 0.1.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 325;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 3,032;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 7,075;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 43;
SES: September 2007: Percent: 13.2;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 569;
GS-15: September 2007: Percent: 18.8;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 1,864;
GS-14: September 2007: Percent: 26.3.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 240;
SES: September 2007: Percent: 73.8;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 2,061;
GS-15: September 2007: Percent: 68.0;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 4,763;
GS-14: September 2007: Percent: 67.3.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 33;
SES: September 2007: Percent: 10.2;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 332;
GS-15: September 2007: Percent: 10.9;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 1,016;
GS-14: September 2007: Percent: 14.4.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 85;
SES: September 2007: Percent: 26.2;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 971;
GS-15: September 2007: Percent: 32.0;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 2,312;
GS-14: September 2007: Percent: 32.7.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: [B];
SES: October 1, 2000: Percent: [B];
SES: September 2007: Number: 10;
SES: September 2007: Percent: 3.1;
GS-15: October 1, 2000: Number: [B];
GS-15: October 1, 2000: Percent: [B];
GS-15: September 2007: Number: 237;
GS-15: September 2007: Percent: 7.8;
GS-14: October 1, 2000: Number: [B];
GS-14: October 1, 2000: Percent: [B];
GS-14: September 2007: Number: 848;
GS-14: September 2007: Percent: 12.0.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[B] The Department of Homeland Security did not exist before March
2003. Its creation united 22 agencies or parts of agencies, including
the U.S. Customs Service, which was formerly located in the Department
of the Treasury; the Federal Emergency Management Agency; and the Coast
Guard.
[End of table]
Table 21: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Housing and Urban Development:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 9;
SES: October 1, 2000: Percent: 12.3;
SES: September 2007: Number: 12;
SES: September 2007: Percent: 13.5;
GS-15: October 1, 2000: Number: 100;
GS-15: October 1, 2000: Percent: 11.7;
GS-15: September 2007: Number: 111;
GS-15: September 2007: Percent: 12.0;
GS-14: October 1, 2000: Number: 134;
GS-14: October 1, 2000: Percent: 10.1;
GS-14: September 2007: Number: 140;
GS-14: September 2007: Percent: 10.0.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 11;
SES: October 1, 2000: Percent: 15.1;
SES: September 2007: Number: 18;
SES: September 2007: Percent: 20.2;
GS-15: October 1, 2000: Number: 112;
GS-15: October 1, 2000: Percent: 13.1;
GS-15: September 2007: Number: 177;
GS-15: September 2007: Percent: 19.1;
GS-14: October 1, 2000: Number: 221;
GS-14: October 1, 2000: Percent: 16.7;
GS-14: September 2007: Number: 315;
GS-14: September 2007: Percent: 22.5.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.4;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 1.1;
GS-15: October 1, 2000: Number: 7;
GS-15: October 1, 2000: Percent: 0.8;
GS-15: September 2007: Number: 9;
GS-15: September 2007: Percent: 1.0;
GS-14: October 1, 2000: Number: 9;
GS-14: October 1, 2000: Percent: 0.7;
GS-14: September 2007: Number: 5;
GS-14: September 2007: Percent: 0.4.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.4;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 1;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: 2;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 5;
GS-14: September 2007: Percent: 0.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 1.1;
GS-15: October 1, 2000: Number: 12;
GS-15: October 1, 2000: Percent: 1.4;
GS-15: September 2007: Number: 22;
GS-15: September 2007: Percent: 2.4;
GS-14: October 1, 2000: Number: 2.6;
GS-14: October 1, 2000: Percent: 2.0;
GS-14: September 2007: Number: 36;
GS-14: September 2007: Percent: 2.6.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 2.2;
GS-15: October 1, 2000: Number: 9;
GS-15: October 1, 2000: Percent: 1.1;
GS-15: September 2007: Number: 11;
GS-15: September 2007: Percent: 1.2;
GS-14: October 1, 2000: Number: 18;
GS-14: October 1, 2000: Percent: 1.4;
GS-14: September 2007: Number: 35;
GS-14: September 2007: Percent: 2.5.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 2.7;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 3.4;
GS-15: October 1, 2000: Number: 21;
GS-15: October 1, 2000: Percent: 2.5;
GS-15: September 2007: Number: 28;
GS-15: September 2007: Percent: 3.0;
GS-14: October 1, 2000: Number: 47;
GS-14: October 1, 2000: Percent: 3.5;
GS-14: September 2007: Number: 47;
GS-14: September 2007: Percent: 3.3.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 2.7;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 2.2;
GS-15: October 1, 2000: Number: 22;
GS-15: October 1, 2000: Percent: 2.6;
GS-15: September 2007: Number: 30;
GS-15: September 2007: Percent: 2.2;
GS-14: October 1, 2000: Number: 22;
GS-14: October 1, 2000: Percent: 1.7;
GS-14: September 2007: Number: 39;
GS-14: September 2007: Percent: 2.8.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 40;
SES: October 1, 2000: Percent: 54.8;
SES: September 2007: Number: 38;
SES: September 2007: Percent: 42.7;
GS-15: October 1, 2000: Number: 398;
GS-15: October 1, 2000: Percent: 46.5;
GS-15: September 2007: Number: 357;
GS-15: September 2007: Percent: 38.6;
GS-14: October 1, 2000: Number: 545;
GS-14: October 1, 2000: Percent: 41.1;
GS-14: September 2007: Number: 446;
GS-14: September 2007: Percent: 31.8.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 7;
SES: October 1, 2000: Percent: 9.6;
SES: September 2007: Number: 12;
SES: September 2007: Percent: 13.5;
GS-15: October 1, 2000: Number: 175;
GS-15: October 1, 2000: Percent: 20.4;
GS-15: September 2007: Number: 188;
GS-15: September 2007: Percent: 20.3;
GS-14: October 1, 2000: Number: 301;
GS-14: October 1, 2000: Percent: 22.7;
GS-14: September 2007: Number: 335;
GS-14: September 2007: Percent: 23.9.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 2;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 73;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 89;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 856;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 926;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 1,325;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 1,403;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 26;
SES: October 1, 2000: Percent: 35.6;
SES: September 2007: Number: 39;
SES: September 2007: Percent: 43.8;
GS-15: October 1, 2000: Number: 283;
GS-15: October 1, 2000: Percent: 33.1;
GS-15: September 2007: Number: 379;
GS-15: September 2007: Percent: 40.9;
GS-14: October 1, 2000: Number: 479;
GS-14: October 1, 2000: Percent: 36.2;
GS-14: September 2007: Number: 622;
GS-14: September 2007: Percent: 44.3.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 52;
SES: October 1, 2000: Percent: 71.2;
SES: September 2007: Number: 55;
SES: September 2007: Percent: 61.8;
GS-15: October 1, 2000: Number: 538;
GS-15: October 1, 2000: Percent: 62.9;
GS-15: September 2007: Number: 528;
GS-15: September 2007: Percent: 57.0;
GS-14: October 1, 2000: Number: 761;
GS-14: October 1, 2000: Percent: 57.4;
GS-14: September 2007: Number: 674;
GS-14: September 2007: Percent: 48.0.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 12;
SES: October 1, 2000: Percent: 16.4;
SES: September 2007: Number: 17;
SES: September 2007: Percent: 19.1;
GS-15: October 1, 2000: Number: 140;
GS-15: October 1, 2000: Percent: 16.4;
GS-15: September 2007: Number: 170;
GS-15: September 2007: Percent: 18.4;
GS-14: October 1, 2000: Number: 216;
GS-14: October 1, 2000: Percent: 16.3;
GS-14: September 2007: Number: 228;
GS-14: September 2007: Percent: 16.3.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 21;
SES: October 1, 2000: Percent: 28.8;
SES: September 2007: Number: 34;
SES: September 2007: Percent: 38.2;
GS-15: October 1, 2000: Number: 318;
GS-15: October 1, 2000: Percent: 37.1;
GS-15: September 2007: Number: 398;
GS-15: September 2007: Percent: 43.0;
GS-14: October 1, 2000: Number: 564;
GS-14: October 1, 2000: Percent: 42.6;
GS-14: September 2007: Number: 729;
GS-14: September 2007: Percent: 52.0.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 14;
SES: October 1, 2000: Percent: 19.2;
SES: September 2007: Number: 22;
SES: September 2007: Percent: 24.7;
GS-15: October 1, 2000: Number: 143;
GS-15: October 1, 2000: Percent: 16.7;
GS-15: September 2007: Number: 209;
GS-15: September 2007: Percent: 22.6;
GS-14: October 1, 2000: Number: 263;
GS-14: October 1, 2000: Percent: 19.8;
GS-14: September 2007: Number: 394;
GS-14: September 2007: Percent: 28.1.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 22: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of the Interior:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 2.1;
SES: September 2007: Number: 8;
SES: September 2007: Percent: 3.6;
GS-15: October 1, 2000: Number: 32;
GS-15: October 1, 2000: Percent: 2.5;
GS-15: September 2007: Number: 28;
GS-15: September 2007: Percent: 1.8;
GS-14: October 1, 2000: Number: 54;
GS-14: October 1, 2000: Percent: 1.9;
GS-14: September 2007: Number: 68;
GS-14: September 2007: Percent: 2.0.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 2.1;
SES: September 2007: Number: 8;
SES: September 2007: Percent: 3.6;
GS-15: October 1, 2000: Number: 18;
GS-15: October 1, 2000: Percent: 1.4;
GS-15: September 2007: Number: 28;
GS-15: September 2007: Percent: 1.8;
GS-14: October 1, 2000: Number: 70;
GS-14: October 1, 2000: Percent: 2.4;
GS-14: September 2007: Number: 95;
GS-14: September 2007: Percent: 2.8.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 18;
SES: October 1, 2000: Percent: 9.4;
SES: September 2007: Number: 20;
SES: September 2007: Percent: 9.0;
GS-15: October 1, 2000: Number: 65;
GS-15: October 1, 2000: Percent: 5.0;
GS-15: September 2007: Number: 8.5;
GS-15: September 2007: Percent: 5.4;
GS-14: October 1, 2000: Number: 145;
GS-14: October 1, 2000: Percent: 5.0;
GS-14: September 2007: Number: 167;
GS-14: September 2007: Percent: 4.9.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 7;
SES: October 1, 2000: Percent: 3.7;
SES: September 2007: Number: 7;
SES: September 2007: Percent: 3.2;
GS-15: October 1, 2000: Number: 25;
GS-15: October 1, 2000: Percent: 1.9;
GS-15: September 2007: Number: 52;
GS-15: September 2007: Percent: 3.3;
GS-14: October 1, 2000: Number: 79;
GS-14: October 1, 2000: Percent: 2.7;
GS-14: September 2007: Number: 119;
GS-14: September 2007: Percent: 3.5.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.5;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 1.8;
GS-15: October 1, 2000: Number: 16;
GS-15: October 1, 2000: Percent: 1.2;
GS-15: September 2007: Number: 17;
GS-15: September 2007: Percent: 1.1;
GS-14: October 1, 2000: Number: 38;
GS-14: October 1, 2000: Percent: 1.3;
GS-14: September 2007: Number: 44;
GS-14: September 2007: Percent: 1.3.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 0.3;
GS-15: September 2007: Number: 11;
GS-15: September 2007: Percent: 0.7;
GS-14: October 1, 2000: Number: 16;
GS-14: October 1, 2000: Percent: 0.6;
GS-14: September 2007: Number: 33;
GS-14: September 2007: Percent: 1.0.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 2.1;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 2.3;
GS-15: October 1, 2000: Number: 14;
GS-15: October 1, 2000: Percent: 1.1;
GS-15: September 2007: Number: 24;
GS-15: September 2007: Percent: 1.5;
GS-14: October 1, 2000: Number: 61;
GS-14: October 1, 2000: Percent: 2.1;
GS-14: September 2007: Number: 82;
GS-14: September 2007: Percent: 2.4.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 2.1;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 2.3;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 6;
GS-15: September 2007: Percent: 0.4;
GS-14: October 1, 2000: Number: 24;
GS-14: October 1, 2000: Percent: 0.8;
GS-14: September 2007: Number: 49;
GS-14: September 2007: Percent: 1.4.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 103;
SES: October 1, 2000: Percent: 53.9;
SES: September 2007: Number: 112;
SES: September 2007: Percent: 50.7;
GS-15: October 1, 2000: Number: 928;
GS-15: October 1, 2000: Percent: 71.2;
GS-15: September 2007: Number: 986;
GS-15: September 2007: Percent: 62.7;
GS-14: October 1, 2000: Number: 1,859;
GS-14: October 1, 2000: Percent: 63.9;
GS-14: September 2007: Number: 1,936;
GS-14: September 2007: Percent: 56.4.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 46;
SES: October 1, 2000: Percent: 24.1;
SES: September 2007: Number: 50;
SES: September 2007: Percent: 22.6;
GS-15: October 1, 2000: Number: 198;
GS-15: October 1, 2000: Percent: 15.2;
GS-15: September 2007: Number: 332;
GS-15: September 2007: Percent: 21.1;
GS-14: October 1, 2000: Number: 561;
GS-14: October 1, 2000: Percent: 19.3;
GS-14: September 2007: Number: 818;
GS-14: September 2007: Percent: 23.8.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 0.9;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 4;
GS-15: September 2007: Percent: 0.3;
GS-14: October 1, 2000: Number: 1;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 23;
GS-14: September 2007: Percent: 0.7.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 191;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 221;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 1,304;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 1,573;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 2,908;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 3,434;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 42;
SES: October 1, 2000: Percent: 22.0;
SES: September 2007: Number: 57;
SES: September 2007: Percent: 25.8;
GS-15: October 1, 2000: Number: 177;
GS-15: October 1, 2000: Percent: 13.6;
GS-15: September 2007: Number: 251;
GS-15: September 2007: Percent: 16.0;
GS-14: October 1, 2000: Number: 487;
GS-14: October 1, 2000: Percent: 16.7;
GS-14: September 2007: Number: 657;
GS-14: September 2007: Percent: 19.1.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 130;
SES: October 1, 2000: Percent: 68.1;
SES: September 2007: Number: 151;
SES: September 2007: Percent: 68.3;
GS-15: October 1, 2000: Number: 1,055;
GS-15: October 1, 2000: Percent: 80.9;
GS-15: September 2007: Number: 1,143;
GS-15: September 2007: Percent: 72.7;
GS-14: October 1, 2000: Number: 2,157;
GS-14: October 1, 2000: Percent: 74.2;
GS-14: September 2007: Number: 2,314;
GS-14: September 2007: Percent: 67.4.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 27;
SES: October 1, 2000: Percent: 14.1;
SES: September 2007: Number: 37;
SES: September 2007: Percent: 16.7;
GS-15: October 1, 2000: Number: 127;
GS-15: October 1, 2000: Percent: 9.7;
GS-15: September 2007: Number: 154;
GS-15: September 2007: Percent: 9.8;
GS-14: October 1, 2000: Number: 298;
GS-14: October 1, 2000: Percent: 10.2;
GS-14: September 2007: Number: 361;
GS-14: September 2007: Percent: 10.5.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 61;
SES: October 1, 2000: Percent: 31.9;
SES: September 2007: Number: 70;
SES: September 2007: Percent: 31.7;
GS-15: October 1, 2000: Number: 248;
GS-15: October 1, 2000: Percent: 19.0;
GS-15: September 2007: Number: 430;
GS-15: September 2007: Percent: 27.3;
GS-14: October 1, 2000: Number: 750;
GS-14: October 1, 2000: Percent: 25.8;
GS-14: September 2007: Number: 1,120;
GS-14: September 2007: Percent: 32.6.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 15;
SES: October 1, 2000: Percent: 7.9;
SES: September 2007: Number: 20;
SES: September 2007: Percent: 9.0;
GS-15: October 1, 2000: Number: 50;
GS-15: October 1, 2000: Percent: 3.8;
GS-15: September 2007: Number: 97;
GS-15: September 2007: Percent: 6.2;
GS-14: October 1, 2000: Number: 189;
GS-14: October 1, 2000: Percent: 6.5;
GS-14: September 2007: Number: 296;
GS-14: September 2007: Percent: 8.6.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 23: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Justice:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 39;
SES: October 1, 2000: Percent: 6.6;
SES: September 2007: Number: 50;
SES: September 2007: Percent: 7.8;
GS-15: October 1, 2000: Number: 154;
GS-15: October 1, 2000: Percent: 3.6;
GS-15: September 2007: Number: 214;
GS-15: September 2007: Percent: 4.2;
GS-14: October 1, 2000: Number: 341;
GS-14: October 1, 2000: Percent: 5.2;
GS-14: September 2007: Number: 450;
GS-14: September 2007: Percent: 6.0.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 14;
SES: October 1, 2000: Percent: 2.4;
SES: September 2007: Number: 21;
SES: September 2007: Percent: 3.3;
GS-15: October 1, 2000: Number: 155;
GS-15: October 1, 2000: Percent: 3.6;
GS-15: September 2007: Number: 223;
GS-15: September 2007: Percent: 4.3;
GS-14: October 1, 2000: Number: 320;
GS-14: October 1, 2000: Percent: 4.9;
GS-14: September 2007: Number: 529;
GS-14: September 2007: Percent: 7.0.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 0.5;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 0.8;
GS-15: October 1, 2000: Number: 11;
GS-15: October 1, 2000: Percent: 0.3;
GS-15: September 2007: Number: 11;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 28;
GS-14: October 1, 2000: Percent: 0.4;
GS-14: September 2007: Number: 36;
GS-14: September 2007: Percent: 0.5.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.2;
GS-15: October 1, 2000: Number: 6;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 10;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 8;
GS-14: October 1, 2000: Percent: 0.1;
GS-14: September 2007: Number: 11;
GS-14: September 2007: Percent: 0.1.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 0.5;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 0.5;
GS-15: October 1, 2000: Number: 67;
GS-15: October 1, 2000: Percent: 1.5;
GS-15: September 2007: Number: 119;
GS-15: September 2007: Percent: 2.3;
GS-14: October 1, 2000: Number: 102;
GS-14: October 1, 2000: Percent: 1.6;
GS-14: September 2007: Number: 192;
GS-14: September 2007: Percent: 2.5.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.3;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.2;
GS-15: October 1, 2000: Number: 48;
GS-15: October 1, 2000: Percent: 1.1;
GS-15: September 2007: Number: 79;
GS-15: September 2007: Percent: 1.5;
GS-14: October 1, 2000: Number: 90;
GS-14: October 1, 2000: Percent: 1.4;
GS-14: September 2007: Number: 107;
GS-14: September 2007: Percent: 1.4.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 413;
SES: October 1, 2000: Percent: 69.5;
SES: September 2007: Number: 412;
SES: September 2007: Percent: 63.9;
GS-15: October 1, 2000: Number: 2,478;
GS-15: October 1, 2000: Percent: 57.3;
GS-15: September 2007: Number: 2,793;
GS-15: September 2007: Percent: 54.3;
GS-14: October 1, 2000: Number: 3,799;
GS-14: October 1, 2000: Percent: 58.0;
GS-14: September 2007: Number: 4,118;
GS-14: September 2007: Percent: 54.7.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 91;
SES: October 1, 2000: Percent: 15.3;
SES: September 2007: Number: 117;
SES: September 2007: Percent: 18.1;
GS-15: October 1, 2000: Number: 1,179;
GS-15: October 1, 2000: Percent: 27.3;
GS-15: September 2007: Number: 1,425;
GS-15: September 2007: Percent: 27.7;
GS-14: October 1, 2000: Number: 1,423;
GS-14: October 1, 2000: Percent: 21.7;
GS-14: September 2007: Number: 1,619;
GS-14: September 2007: Percent: 21.5.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.2;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 6;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: 10;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 22;
GS-14: September 2007: Percent: 0.3.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 91;
SES: October 1, 2000: Percent: 15.3;
SES: September 2007: Number: 117;
SES: September 2007: Percent: 18.1;
GS-15: October 1, 2000: Number: 1,179;
GS-15: October 1, 2000: Percent: 27.3;
GS-15: September 2007: Number: 1,425;
GS-15: September 2007: Percent: 27.7;
GS-14: October 1, 2000: Number: 1,423;
GS-14: October 1, 2000: Percent: 21.7;
GS-14: September 2007: Number: 1,619;
GS-14: September 2007: Percent: 21.5.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.2;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 6;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: 10;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 22;
GS-14: September 2007: Percent: 0.3.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 594;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 645;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 4,324;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 5,142;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 6,546;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 7,531;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 90;
SES: October 1, 2000: Percent: 15.2;
SES: September 2007: Number: 115;
SES: September 2007: Percent: 17.8;
GS-15: October 1, 2000: Number: 664;
GS-15: October 1, 2000: Percent: 15.4;
GS-15: September 2007: Number: 918;
GS-15: September 2007: Percent: 17.9;
GS-14: October 1, 2000: Number: 1,314;
GS-14: October 1, 2000: Percent: 20.1;
GS-14: September 2007: Number: 1,772;
GS-14: September 2007: Percent: 23.5.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 485;
SES: October 1, 2000: Percent: 81.6;
SES: September 2007: Number: 502;
SES: September 2007: Percent: 77.8;
GS-15: October 1, 2000: Number: 2,872;
GS-15: October 1, 2000: Percent: 66.4;
GS-15: September 2007: Number: 3,325;
GS-15: September 2007: Percent: 64.7;
GS-14: October 1, 2000: Number: 4,646;
GS-14: October 1, 2000: Percent: 71.0;
GS-14: September 2007: Number: 5,198;
GS-14: September 2007: Percent: 69.0.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 72;
SES: October 1, 2000: Percent: 12.1;
SES: September 2007: Number: 89;
SES: September 2007: Percent: 13.8;
GS-15: October 1, 2000: Number: 392;
GS-15: October 1, 2000: Percent: 9.1;
GS-15: September 2007: Number: 528;
GS-15: September 2007: Percent: 10.3;
GS-14: October 1, 2000: Number: 838;
GS-14: October 1, 2000: Percent: 12.8;
GS-14: September 2007: Number: 1,059;
GS-14: September 2007: Percent: 14.1.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 109;
SES: October 1, 2000: Percent: 18.4;
SES: September 2007: Number: 143;
SES: September 2007: Percent: 22.2;
GS-15: October 1, 2000: Number: 1,452;
GS-15: October 1, 2000: Percent: 33.6;
GS-15: September 2007: Number: 1,817;
GS-15: September 2007: Percent: 35.3;
GS-14: October 1, 2000: Number: 1,900;
GS-14: October 1, 2000: Percent: 29.0;
GS-14: September 2007: Number: 2,333;
GS-14: September 2007: Percent: 31.0.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 18;
SES: October 1, 2000: Percent: 3.0;
SES: September 2007: Number: 26;
SES: September 2007: Percent: 4.0;
GS-15: October 1, 2000: Number: 272;
GS-15: October 1, 2000: Percent: 6.3;
GS-15: September 2007: Number: 390;
GS-15: September 2007: Percent: 7.6;
GS-14: October 1, 2000: Number: 476;
GS-14: October 1, 2000: Percent: 7.3;
GS-14: September 2007: Number: 713;
GS-14: September 2007: Percent: 9.5.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Notes: We included GS-15, GS-14, and equivalent employees. GS-
equivalent employees are those in equivalent grades under other pay
plans that follow the GS grade structure and job evaluation methodology
or are equivalent by statute.
The data on Justice for 2000 in this report differ from such data in
prior GAO products. We first identified Justice SES and GS-15 and GS-14
data for 2000 in our 2003 report (GAO-03-34), in which we excluded the
FBI from Justice data because that report contained projected SES and
SES developmental pool levels for the end of fiscal year 2007 based on
separation and appointment data, and the FBI did not submit separation
and appointment data to the CPDF for 2000. We subsequently cited 2000
data from that report in four additional products (GAO-04-123T, GAO-07-
838T, GAO-08-609T, GAO-08-725T).
The data on Justice for 2007 include the FBI.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 24: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Labor:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 13;
SES: October 1, 2000: Percent: 9.8;
SES: September 2007: Number: 8;
SES: September 2007: Percent: 6.0;
GS-15: October 1, 2000: Number: 31;
GS-15: October 1, 2000: Percent: 5.0;
GS-15: September 2007: Number: 45;
GS-15: September 2007: Percent: 5.7;
GS-14: October 1, 2000: Number: 87;
GS-14: October 1, 2000: Percent: 6.1;
GS-14: September 2007: Number: 86;
GS-14: September 2007: Percent: 5.7.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 8;
SES: October 1, 2000: Percent: 6.1;
SES: September 2007: Number: 7;
SES: September 2007: Percent: 5.3;
GS-15: October 1, 2000: Number: 33;
GS-15: October 1, 2000: Percent: 5.3;
GS-15: September 2007: Number: 52;
GS-15: September 2007: Percent: 6.6;
GS-14: October 1, 2000: Number: 128;
GS-14: October 1, 2000: Percent: 8.9;
GS-14: September 2007: Number: 173;
GS-14: September 2007: Percent: 11.5.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.8;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.3;
GS-15: September 2007: Number: 2;
GS-15: September 2007: Percent: 0.3;
GS-14: October 1, 2000: Number: 9;
GS-14: October 1, 2000: Percent: 0.6;
GS-14: September 2007: Number: 10;
GS-14: September 2007: Percent: 0.7.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.8;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.3;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 4;
GS-14: October 1, 2000: Percent: 0.3;
GS-14: September 2007: Number: 3;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.8;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.3;
GS-15: September 2007: Number: 9;
GS-15: September 2007: Percent: 1.1;
GS-14: October 1, 2000: Number: 25;
GS-14: October 1, 2000: Percent: 1.7;
GS-14: September 2007: Number: 43;
GS-14: September 2007: Percent: 2.8.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 1.5;
GS-15: October 1, 2000: Number: 8;
GS-15: October 1, 2000: Percent: 1.3;
GS-15: September 2007: Number: 10;
GS-15: September 2007: Percent: 1.3;
GS-14: October 1, 2000: Number: 7;
GS-14: October 1, 2000: Percent: 0.5;
GS-14: September 2007: Number: 33;
GS-14: September 2007: Percent: 2.2.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 6;
SES: October 1, 2000: Percent: 4.5;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 3.8;
GS-15: October 1, 2000: Number: 14;
GS-15: October 1, 2000: Percent: 2.2;
GS-15: September 2007: Number: 16;
GS-15: September 2007: Percent: 2.0;
GS-14: October 1, 2000: Number: 46;
GS-14: October 1, 2000: Percent: 3.2;
GS-14: September 2007: Number: 45;
GS-14: September 2007: Percent: 3.0.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 3.0;
GS-15: October 1, 2000: Number: 8;
GS-15: October 1, 2000: Percent: 1.3;
GS-15: September 2007: Number: 12;
GS-15: September 2007: Percent: 1.5;
GS-14: October 1, 2000: Number: 22;
GS-14: October 1, 2000: Percent: 1.5;
GS-14: September 2007: Number: 28;
GS-14: September 2007: Percent: 1.9.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 76;
SES: October 1, 2000: Percent: 57.6;
SES: September 2007: Number: 74;
SES: September 2007: Percent: 55.6;
GS-15: October 1, 2000: Number: 378;
GS-15: October 1, 2000: Percent: 60.4;
GS-15: September 2007: Number: 406;
GS-15: September 2007: Percent: 51.3;
GS-14: October 1, 2000: Number: 728;
GS-14: October 1, 2000: Percent: 50.7;
GS-14: September 2007: Number: 677;
GS-14: September 2007: Percent: 44.9.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 28;
SES: October 1, 2000: Percent: 21.2;
SES: September 2007: Number: 31;
SES: September 2007: Percent: 23.3;
GS-15: October 1, 2000: Number: 148;
GS-15: October 1, 2000: Percent: 23.6;
GS-15: September 2007: Number: 239;
GS-15: September 2007: Percent: 30.2;
GS-14: October 1, 2000: Number: 381;
GS-14: October 1, 2000: Percent: 26.5;
GS-14: September 2007: Number: 411;
GS-14: September 2007: Percent: 27.2.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 132;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 133;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 626;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 791;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 1,437;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 1,509;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 28;
SES: October 1, 2000: Percent: 21.2;
SES: September 2007: Number: 28;
SES: September 2007: Percent: 21.1;
GS-15: October 1, 2000: Number: 100;
GS-15: October 1, 2000: Percent: 16.0;
GS-15: September 2007: Number: 146;
GS-15: September 2007: Percent: 18.5;
GS-14: October 1, 2000: Number: 328;
GS-14: October 1, 2000: Percent: 22.8;
GS-14: September 2007: Number: 421;
GS-14: September 2007: Percent: 27.9.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 95;
SES: October 1, 2000: Percent: 72.0;
SES: September 2007: Number: 89;
SES: September 2007: Percent: 66.9;
GS-15: October 1, 2000: Number: 427;
GS-15: October 1, 2000: Percent: 68.2;
GS-15: September 2007: Number: 478;
GS-15: September 2007: Percent: 60.4;
GS-14: October 1, 2000: Number: 895;
GS-14: October 1, 2000: Percent: 62.3;
GS-14: September 2007: Number: 861;
GS-14: September 2007: Percent: 57.1.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 19;
SES: October 1, 2000: Percent: 14.4;
SES: September 2007: Number: 15;
SES: September 2007: Percent: 11.3;
GS-15: October 1, 2000: Number: 49;
GS-15: October 1, 2000: Percent: 7.8;
GS-15: September 2007: Number: 72;
GS-15: September 2007: Percent: 9.1;
GS-14: October 1, 2000: Number: 167;
GS-14: October 1, 2000: Percent: 11.6;
GS-14: September 2007: Number: 184;
GS-14: September 2007: Percent: 12.2.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 37;
SES: October 1, 2000: Percent: 28.0;
SES: September 2007: Number: 44;
SES: September 2007: Percent: 33.1;
GS-15: October 1, 2000: Number: 199;
GS-15: October 1, 2000: Percent: 31.8;
GS-15: September 2007: Number: 313;
GS-15: September 2007: Percent: 39.6;
GS-14: October 1, 2000: Number: 542;
GS-14: October 1, 2000: Percent: 37.7;
GS-14: September 2007: Number: 648;
GS-14: September 2007: Percent: 42.9.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 9;
SES: October 1, 2000: Percent: 6.8;
SES: September 2007: Number: 13;
SES: September 2007: Percent: 9.8;
GS-15: October 1, 2000: Number: 51;
GS-15: October 1, 2000: Percent: 8.1;
GS-15: September 2007: Number: 74;
GS-15: September 2007: Percent: 9.4;
GS-14: October 1, 2000: Number: 161;
GS-14: October 1, 2000: Percent: 11.2;
GS-14: September 2007: Number: 237;
GS-14: September 2007: Percent: 15.7.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 25: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the National Aeronautics Administration:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 18;
SES: October 1, 2000: Percent: 4.6;
SES: September 2007: Number: 13;
SES: September 2007: Percent: 3.0;
GS-15: October 1, 2000: Number: 63;
GS-15: October 1, 2000: Percent: 2.5;
GS-15: September 2007: Number: 119;
GS-15: September 2007: Percent: 3.2;
GS-14: October 1, 2000: Number: 123;
GS-14: October 1, 2000: Percent: 3.3;
GS-14: September 2007: Number: 161;
GS-14: September 2007: Percent: 3.8.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 11;
SES: October 1, 2000: Percent: 2.8;
SES: September 2007: Number: 13;
SES: September 2007: Percent: 3.0;
GS-15: October 1, 2000: Number: 23;
GS-15: October 1, 2000: Percent: 0.9;
GS-15: September 2007: Number: 88;
GS-15: September 2007: Percent: 2.4;
GS-14: October 1, 2000: Number: 80;
GS-14: October 1, 2000: Percent: 2.1;
GS-14: September 2007: Number: 178;
GS-14: September 2007: Percent: 4.2.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 0.8;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 13;
GS-15: October 1, 2000: Percent: 0.5;
GS-15: September 2007: Number: 14;
GS-15: September 2007: Percent: 0.4;
GS-14: October 1, 2000: Number: 21;
GS-14: October 1, 2000: Percent: 0.6;
GS-14: September 2007: Number: 28;
GS-14: September 2007: Percent: 0.7.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.3;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.2;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 6;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 8;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 8;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 9;
SES: October 1, 2000: Percent: 2.3;
SES: September 2007: Number: 13;
SES: September 2007: Percent: 3.0;
GS-15: October 1, 2000: Number: 124;
GS-15: October 1, 2000: Percent: 4.9;
GS-15: September 2007: Number: 199;
GS-15: September 2007: Percent: 5.3;
GS-14: October 1, 2000: Number: 160;
GS-14: October 1, 2000: Percent: 4.3;
GS-14: September 2007: Number: 217;
GS-14: September 2007: Percent: 5.1.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.3;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 0.9;
GS-15: October 1, 2000: Number: 26;
GS-15: October 1, 2000: Percent: 1.0;
GS-15: September 2007: Number: 49;
GS-15: September 2007: Percent: 1.3;
GS-14: October 1, 2000: Number: 37;
GS-14: October 1, 2000: Percent: 1.0;
GS-14: September 2007: Number: 57;
GS-14: September 2007: Percent: 1.3.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 7;
SES: October 1, 2000: Percent: 1.8;
SES: September 2007: Number: 14;
SES: September 2007: Percent: 3.2;
GS-15: October 1, 2000: Number: 61;
GS-15: October 1, 2000: Percent: 2.4;
GS-15: September 2007: Number: 135;
GS-15: September 2007: Percent: 3.6;
GS-14: October 1, 2000: Number: 125;
GS-14: October 1, 2000: Percent: 3.3;
GS-14: September 2007: Number: 145;
GS-14: September 2007: Percent: 3.4.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.5;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 1.2;
GS-15: October 1, 2000: Number: 19;
GS-15: October 1, 2000: Percent: 0.7;
GS-15: September 2007: Number: 33;
GS-15: September 2007: Percent: 0.9;
GS-14: October 1, 2000: Number: 34;
GS-14: October 1, 2000: Percent: 0.9;
GS-14: September 2007: Number: 50;
GS-14: September 2007: Percent: 1.2.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 280;
SES: October 1, 2000: Percent: 71.1;
SES: September 2007: Number: 290;
SES: September 2007: Percent: 67.3;
GS-15: October 1, 2000: Number: 1,890;
GS-15: October 1, 2000: Percent: 74.4;
GS-15: September 2007: Number: 2,441;
GS-15: September 2007: Percent: 65.4;
GS-14: October 1, 2000: Number: 2,588;
GS-14: October 1, 2000: Percent: 69.0;
GS-14: September 2007: Number: 2,519;
GS-14: September 2007: Percent: 59.6.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 62;
SES: October 1, 2000: Percent: 15.7;
SES: September 2007: Number: 77;
SES: September 2007: Percent: 17.9;
GS-15: October 1, 2000: Number: 318;
GS-15: October 1, 2000: Percent: 12.5;
GS-15: September 2007: Number: 641;
GS-15: September 2007: Percent: 17.2;
GS-14: October 1, 2000: Number: 574;
GS-14: October 1, 2000: Percent: 15.3;
GS-14: September 2007: Number: 853;
GS-14: September 2007: Percent: 20.2.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.2;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 6;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 9;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 394;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 431;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 2,541;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 3,731;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 3,750;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 4,225;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 52;
SES: October 1, 2000: Percent: 13.2;
SES: September 2007: Number: 63;
SES: September 2007: Percent: 14.6;
GS-15: October 1, 2000: Number: 330;
GS-15: October 1, 2000: Percent: 13.0;
GS-15: September 2007: Number: 643;
GS-15: September 2007: Percent: 17.2;
GS-14: October 1, 2000: Number: 588;
GS-14: October 1, 2000: Percent: 15.7;
GS-14: September 2007: Number: 844;
GS-14: September 2007: Percent: 20.0.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 317;
SES: October 1, 2000: Percent: 80.5;
SES: September 2007: Number: 330;
SES: September 2007: Percent: 76.6;
GS-15: October 1, 2000: Number: 2,151;
GS-15: October 1, 2000: Percent: 84.7;
GS-15: September 2007: Number: 2,914;
GS-15: September 2007: Percent: 78.1;
GS-14: October 1, 2000: Number: 3,017;
GS-14: October 1, 2000: Percent: 80.5;
GS-14: September 2007: Number: 3,073;
GS-14: September 2007: Percent: 72.7.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 37;
SES: October 1, 2000: Percent: 9.4;
SES: September 2007: Number: 40;
SES: September 2007: Percent: 9.3;
GS-15: October 1, 2000: Number: 261;
GS-15: October 1, 2000: Percent: 10.3;
GS-15: September 2007: Number: 467;
GS-15: September 2007: Percent: 12.5;
GS-14: October 1, 2000: Number: 429;
GS-14: October 1, 2000: Percent: 11.4;
GS-14: September 2007: Number: 551;
GS-14: September 2007: Percent: 13.0.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 77;
SES: October 1, 2000: Percent: 19.5;
SES: September 2007: Number: 101;
SES: September 2007: Percent: 23.4;
GS-15: October 1, 2000: Number: 387;
GS-15: October 1, 2000: Percent: 15.2;
GS-15: September 2007: Number: 817;
GS-15: September 2007: Percent: 21.9;
GS-14: October 1, 2000: Number: 733;
GS-14: October 1, 2000: Percent: 19.5;
GS-14: September 2007: Number: 1,152;
GS-14: September 2007: Percent: 27.3.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 15;
SES: October 1, 2000: Percent: 3.8;
SES: September 2007: Number: 23;
SES: September 2007: Percent: 5.3;
GS-15: October 1, 2000: Number: 69;
GS-15: October 1, 2000: Percent: 2.7;
GS-15: September 2007: Number: 176;
GS-15: September 2007: Percent: 4.7;
GS-14: October 1, 2000: Number: 159;
GS-14: October 1, 2000: Percent: 4.2;
GS-14: September 2007: Number: 293;
GS-14: September 2007: Percent: 6.9.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 26: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Nuclear Regulatory Commission:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 7;
SES: October 1, 2000: Percent: 5.0;
SES: September 2007: Number: 7;
SES: September 2007: Percent: 4.8;
GS-15: October 1, 2000: Number: 18;
GS-15: October 1, 2000: Percent: 2.8;
GS-15: September 2007: Number: 37;
GS-15: September 2007: Percent: 4.1;
GS-14: October 1, 2000: Number: 27;
GS-14: October 1, 2000: Percent: 3.8;
GS-14: September 2007: Number: 38;
GS-14: September 2007: Percent: 4.5.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 1.4;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 2.1;
GS-15: October 1, 2000: Number: 16;
GS-15: October 1, 2000: Percent: 2.5;
GS-15: September 2007: Number: 24;
GS-15: September 2007: Percent: 2.6;
GS-14: October 1, 2000: Number: 21;
GS-14: October 1, 2000: Percent: 2.9;
GS-14: September 2007: Number: 56;
GS-14: September 2007: Percent: 6.6.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.7;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.5;
GS-15: September 2007: Number: 5;
GS-15: September 2007: Percent: 0.5;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 2;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 1;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 2.9;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 3.4;
GS-15: October 1, 2000: Number: 56;
GS-15: October 1, 2000: Percent: 8.7;
GS-15: September 2007: Number: 85;
GS-15: September 2007: Percent: 9.3;
GS-14: October 1, 2000: Number: 52;
GS-14: October 1, 2000: Percent: 7.2;
GS-14: September 2007: Number: 68;
GS-14: September 2007: Percent: 8.0.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.7;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 1.4;
GS-15: October 1, 2000: Number: 8;
GS-15: October 1, 2000: Percent: 1.2;
GS-15: September 2007: Number: 19;
GS-15: September 2007: Percent: 2.1;
GS-14: October 1, 2000: Number: 8;
GS-14: October 1, 2000: Percent: 1.1;
GS-14: September 2007: Number: 15;
GS-14: September 2007: Percent: 1.8.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 1.4;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.7;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 0.6;
GS-15: September 2007: Number: 17;
GS-15: September 2007: Percent: 1.9;
GS-14: October 1, 2000: Number: 14;
GS-14: October 1, 2000: Percent: 1.9;
GS-14: September 2007: Number: 22;
GS-14: September 2007: Percent: 2.6.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.7;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.3;
GS-15: September 2007: Number: 3;
GS-15: September 2007: Percent: 0.3;
GS-14: October 1, 2000: Number: 2;
GS-14: October 1, 2000: Percent: 0.3;
GS-14: September 2007: Number: 8;
GS-14: September 2007: Percent: 0.9.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 107;
SES: October 1, 2000: Percent: 77.0;
SES: September 2007: Number: 103;
SES: September 2007: Percent: 70.5;
GS-15: October 1, 2000: Number: 453;
GS-15: October 1, 2000: Percent: 70.7;
GS-15: September 2007: Number: 553;
GS-15: September 2007: Percent: 60.6;
GS-14: October 1, 2000: Number: 467;
GS-14: October 1, 2000: Percent: 65.0;
GS-14: September 2007: Number: 500;
GS-14: September 2007: Percent: 58.9.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 16;
SES: October 1, 2000: Percent: 11.5;
SES: September 2007: Number: 23;
SES: September 2007: Percent: 15.8;
GS-15: October 1, 2000: Number: 81;
GS-15: October 1, 2000: Percent: 12.6;
GS-15: September 2007: Number: 169;
GS-15: September 2007: Percent: 18.5;
GS-14: October 1, 2000: Number: 128;
GS-14: October 1, 2000: Percent: 17.8;
GS-14: September 2007: Number: 138;
GS-14: September 2007: Percent: 16.3.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 2;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 139;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 146;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 641;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 913;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 719;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 849;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 16;
SES: October 1, 2000: Percent: 11.5;
SES: September 2007: Number: 20;
SES: September 2007: Percent: 13.7;
GS-15: October 1, 2000: Number: 107;
GS-15: October 1, 2000: Percent: 16.7;
GS-15: September 2007: Number: 191;
GS-15: September 2007: Percent: 20.9;
GS-14: October 1, 2000: Number: 124;
GS-14: October 1, 2000: Percent: 17.2;
GS-14: September 2007: Number: 209;
GS-14: September 2007: Percent: 24.6.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 120;
SES: October 1, 2000: Percent: 86.3;
SES: September 2007: Number: 117;
SES: September 2007: Percent: 80.1;
GS-15: October 1, 2000: Number: 534;
GS-15: October 1, 2000: Percent: 83.3;
GS-15: September 2007: Number: 697;
GS-15: September 2007: Percent: 76.3;
GS-14: October 1, 2000: Number: 560;
GS-14: October 1, 2000: Percent: 77.9;
GS-14: September 2007: Number: 631;
GS-14: September 2007: Percent: 74.3.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 13;
SES: October 1, 2000: Percent: 9.4;
SES: September 2007: Number: 14;
SES: September 2007: Percent: 9.6;
GS-15: October 1, 2000: Number: 81;
GS-15: October 1, 2000: Percent: 12.6;
GS-15: September 2007: Number: 144;
GS-15: September 2007: Percent: 15.8;
GS-14: October 1, 2000: Number: 93;
GS-14: October 1, 2000: Percent: 12.9;
GS-14: September 2007: Number: 130;
GS-14: September 2007: Percent: 15.3.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 19;
SES: October 1, 2000: Percent: 13.7;
SES: September 2007: Number: 29;
SES: September 2007: Percent: 19.9;
GS-15: October 1, 2000: Number: 107;
GS-15: October 1, 2000: Percent: 16.7;
GS-15: September 2007: Number: 216;
GS-15: September 2007: Percent: 23.7;
GS-14: October 1, 2000: Number: 159;
GS-14: October 1, 2000: Percent: 22.1;
GS-14: September 2007: Number: 218;
GS-14: September 2007: Percent: 25.7.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 2.2;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 4.1;
GS-15: October 1, 2000: Number: 26;
GS-15: October 1, 2000: Percent: 4.1;
GS-15: September 2007: Number: 47;
GS-15: September 2007: Percent: 5.1;
GS-14: October 1, 2000: Number: 31;
GS-14: October 1, 2000: Percent: 4.3;
GS-14: September 2007: Number: 79;
GS-14: September 2007: Percent: 9.3.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 27: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the National Science Foundation:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 6.3;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 2.5;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 4.9;
GS-15: September 2007: Number: 4;
GS-15: September 2007: Percent: 4.9;
GS-14: October 1, 2000: Number: 3;
GS-14: October 1, 2000: Percent: 3.8;
GS-14: September 2007: Number: 6;
GS-14: September 2007: Percent: 5.2.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.3;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 2.5;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 4.9;
GS-15: September 2007: Number: 6;
GS-15: September 2007: Percent: 7.3;
GS-14: October 1, 2000: Number: 10;
GS-14: October 1, 2000: Percent: 12.5;
GS-14: September 2007: Number: 15;
GS-14: September 2007: Percent: 13.0.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 1.2;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 1;
GS-14: September 2007: Percent: 0.9.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 3.8;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 5.1;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 1.2;
GS-15: September 2007: Number: 1;
GS-15: September 2007: Percent: 1.2;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 3;
GS-14: September 2007: Percent: 2.6.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.3;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 2.5;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 2.4;
GS-15: September 2007: Number: 4;
GS-15: September 2007: Percent: 4.9;
GS-14: October 1, 2000: Number: 3;
GS-14: October 1, 2000: Percent: 3.8;
GS-14: September 2007: Number: 1;
GS-14: September 2007: Percent: 0.9.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.3;
SES: September 2007: Number: 3;
SES: September 2007: Percent: 3.8;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 1;
GS-14: October 1, 2000: Percent: 1.3;
GS-14: September 2007: Number: 3;
GS-14: September 2007: Percent: 2.6.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 1.2;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 1;
GS-14: October 1, 2000: Percent: 1.3;
GS-14: September 2007: Number: 3;
GS-14: September 2007: Percent: 2.6.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 46;
SES: October 1, 2000: Percent: 58.2;
SES: September 2007: Number: 35;
SES: September 2007: Percent: 44.3;
GS-15: October 1, 2000: Number: 36;
GS-15: October 1, 2000: Percent: 43.9;
GS-15: September 2007: Number: 33;
GS-15: September 2007: Percent: 40.2;
GS-14: October 1, 2000: Number: 31;
GS-14: October 1, 2000: Percent: 38.8;
GS-14: September 2007: Number: 35;
GS-14: September 2007: Percent: 30.4.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 22;
SES: October 1, 2000: Percent: 27.8;
SES: September 2007: Number: 31;
SES: September 2007: Percent: 39.2;
GS-15: October 1, 2000: Number: 33;
GS-15: October 1, 2000: Percent: 40.2;
GS-15: September 2007: Number: 34;
GS-15: September 2007: Percent: 41.5;
GS-14: October 1, 2000: Number: 31;
GS-14: October 1, 2000: Percent: 38.8;
GS-14: September 2007: Number: 51;
GS-14: September 2007: Percent: 44.3.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 79;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 79;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 82;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 82;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 80;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 115;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 11;
SES: October 1, 2000: Percent: 13.9;
SES: September 2007: Number: 13;
SES: September 2007: Percent: 16.5;
GS-15: October 1, 2000: Number: 13;
GS-15: October 1, 2000: Percent: 15.9;
GS-15: September 2007: Number: 15;
GS-15: September 2007: Percent: 18.3;
GS-14: October 1, 2000: Number: 18;
GS-14: October 1, 2000: Percent: 22.5;
GS-14: September 2007: Number: 29;
GS-14: September 2007: Percent: 25.2.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 55;
SES: October 1, 2000: Percent: 69.6;
SES: September 2007: Number: 44;
SES: September 2007: Percent: 55.7;
GS-15: October 1, 2000: Number: 42;
GS-15: October 1, 2000: Percent: 51.2;
GS-15: September 2007: Number: 38;
GS-15: September 2007: Percent: 46.3;
GS-14: October 1, 2000: Number: 35;
GS-14: October 1, 2000: Percent: 43.8;
GS-14: September 2007: Number: 47;
GS-14: September 2007: Percent: 40.9.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 9;
SES: October 1, 2000: Percent: 11.4;
SES: September 2007: Number: 9;
SES: September 2007: Percent: 11.4;
GS-15: October 1, 2000: Number: 6;
GS-15: October 1, 2000: Percent: 7.3;
GS-15: September 2007: Number: 5;
GS-15: September 2007: Percent: 6.1;
GS-14: October 1, 2000: Number: 4;
GS-14: October 1, 2000: Percent: 5.0;
GS-14: September 2007: Number: 12;
GS-14: September 2007: Percent: 10.4.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 24;
SES: October 1, 2000: Percent: 30.4;
SES: September 2007: Number: 35;
SES: September 2007: Percent: 44.3;
GS-15: October 1, 2000: Number: 40;
GS-15: October 1, 2000: Percent: 48.8;
GS-15: September 2007: Number: 44;
GS-15: September 2007: Percent: 53.7;
GS-14: October 1, 2000: Number: 45;
GS-14: October 1, 2000: Percent: 56.3;
GS-14: September 2007: Number: 68;
GS-14: September 2007: Percent: 59.1.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 2.5;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 5.1;
GS-15: October 1, 2000: Number: 7;
GS-15: October 1, 2000: Percent: 8.5;
GS-15: September 2007: Number: 10;
GS-15: September 2007: Percent: 12.2;
GS-14: October 1, 2000: Number: 14;
GS-14: October 1, 2000: Percent: 17.5;
GS-14: September 2007: Number: 17;
GS-14: September 2007: Percent: 14.8.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 28: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Office of Personnel Management:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 5.6;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 2.4;
GS-15: October 1, 2000: Number: 7;
GS-15: October 1, 2000: Percent: 6.6;
GS-15: September 2007: Number: 13;
GS-15: September 2007: Percent: 8.6;
GS-14: October 1, 2000: Number: 14;
GS-14: October 1, 2000: Percent: 6.3;
GS-14: September 2007: Number: 19;
GS-14: September 2007: Percent: 5.1.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 2.8;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 4.8;
GS-15: October 1, 2000: Number: 5;
GS-15: October 1, 2000: Percent: 4.7;
GS-15: September 2007: Number: 14;
GS-15: September 2007: Percent: 9.2;
GS-14: October 1, 2000: Number: 22;
GS-14: October 1, 2000: Percent: 9.9;
GS-14: September 2007: Number: 74;
GS-14: September 2007: Percent: 19.9.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 2.8;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 2;
GS-14: September 2007: Percent: 0.5.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 2.4;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 1;
GS-15: September 2007: Percent: 0.7;
GS-14: October 1, 2000: Number: 4;
GS-14: October 1, 2000: Percent: 1.8;
GS-14: September 2007: Number: 5;
GS-14: September 2007: Percent: 1.3.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 2;
GS-14: October 1, 2000: Percent: 0.9;
GS-14: September 2007: Number: 12;
GS-14: September 2007: Percent: 3.2.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 5.6;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 4.8;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 2.8;
GS-15: September 2007: Number: 4;
GS-15: September 2007: Percent: 2.6;
GS-14: October 1, 2000: Number: 7;
GS-14: October 1, 2000: Percent: 3.2;
GS-14: September 2007: Number: 4;
GS-14: September 2007: Percent: 1.1.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 2.8;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 2.4;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 2.8;
GS-15: September 2007: Number: 3;
GS-15: September 2007: Percent: 2.0;
GS-14: October 1, 2000: Number: 4;
GS-14: October 1, 2000: Percent: 1.8;
GS-14: September 2007: Number: 8;
GS-14: September 2007: Percent: 2.2.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 17;
SES: October 1, 2000: Percent: 47.2;
SES: September 2007: Number: 22;
SES: September 2007: Percent: 52.4;
GS-15: October 1, 2000: Number: 62;
GS-15: October 1, 2000: Percent: 58.5;
GS-15: September 2007: Number: 72;
GS-15: September 2007: Percent: 47.4;
GS-14: October 1, 2000: Number: 96;
GS-14: October 1, 2000: Percent: 43.2;
GS-14: September 2007: Number: 127;
GS-14: September 2007: Percent: 34.2.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 12;
SES: October 1, 2000: Percent: 33.3;
SES: September 2007: Number: 13;
SES: September 2007: Percent: 31.0;
GS-15: October 1, 2000: Number: 26;
GS-15: October 1, 2000: Percent: 24.5;
GS-15: September 2007: Number: 45;
GS-15: September 2007: Percent: 29.6;
GS-14: October 1, 2000: Number: 73;
GS-14: October 1, 2000: Percent: 32.9;
GS-14: September 2007: Number: 120;
GS-14: September 2007: Percent: 32.3.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 36;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 42;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 106;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 152;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 222;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 371;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 7;
SES: October 1, 2000: Percent: 19.4;
SES: September 2007: Number: 7;
SES: September 2007: Percent: 16.7;
GS-15: October 1, 2000: Number: 18;
GS-15: October 1, 2000: Percent: 17.0;
GS-15: September 2007: Number: 35;
GS-15: September 2007: Percent: 23.0;
GS-14: October 1, 2000: Number: 53;
GS-14: October 1, 2000: Percent: 23.9;
GS-14: September 2007: Number: 124;
GS-14: September 2007: Percent: 33.4.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 21;
SES: October 1, 2000: Percent: 58.3;
SES: September 2007: Number: 26;
SES: September 2007: Percent: 61.9;
GS-15: October 1, 2000: Number: 72;
GS-15: October 1, 2000: Percent: 67.9;
GS-15: September 2007: Number: 90;
GS-15: September 2007: Percent: 59.2;
GS-14: October 1, 2000: Number: 121;
GS-14: October 1, 2000: Percent: 54.5;
GS-14: September 2007: Number: 155;
GS-14: September 2007: Percent: 41.8.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 11.1;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 9.5;
GS-15: October 1, 2000: Number: 10;
GS-15: October 1, 2000: Percent: 9.4;
GS-15: September 2007: Number: 18;
GS-15: September 2007: Percent: 11.8;
GS-14: October 1, 2000: Number: 25;
GS-14: October 1, 2000: Percent: 11.3;
GS-14: September 2007: Number: 28;
GS-14: September 2007: Percent: 7.5.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 15;
SES: October 1, 2000: Percent: 41.7;
SES: September 2007: Number: 16;
SES: September 2007: Percent: 38.1;
GS-15: October 1, 2000: Number: 34;
GS-15: October 1, 2000: Percent: 32.1;
GS-15: September 2007: Number: 62;
GS-15: September 2007: Percent: 40.8;
GS-14: October 1, 2000: Number: 101;
GS-14: October 1, 2000: Percent: 45.5;
GS-14: September 2007: Number: 216;
GS-14: September 2007: Percent: 58.2.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 11.1;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 9.5;
GS-15: October 1, 2000: Number: 10;
GS-15: October 1, 2000: Percent: 9.4;
GS-15: September 2007: Number: 18;
GS-15: September 2007: Percent: 22.8;
GS-14: October 1, 2000: Number: 25;
GS-14: October 1, 2000: Percent: 11.3;
GS-14: September 2007: Number: 28;
GS-14: September 2007: Percent: 7.5.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 29: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Small Business Administration:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 6;
SES: October 1, 2000: Percent: 15.4;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 16.7;
GS-15: October 1, 2000: Number: 13;
GS-15: October 1, 2000: Percent: 7.3;
GS-15: September 2007: Number: 14;
GS-15: September 2007: Percent: 7.3;
GS-14: October 1, 2000: Number: 26;
GS-14: October 1, 2000: Percent: 7.0;
GS-14: September 2007: Number: 24;
GS-14: September 2007: Percent: 6.9.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 10.3;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 5.6;
GS-15: October 1, 2000: Number: 11;
GS-15: October 1, 2000: Percent: 6.1;
GS-15: September 2007: Number: 21;
GS-15: September 2007: Percent: 10.9;
GS-14: October 1, 2000: Number: 27;
GS-14: October 1, 2000: Percent: 7.3;
GS-14: September 2007: Number: 45;
GS-14: September 2007: Percent: 12.9.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 1.7;
GS-15: September 2007: Number: 2;
GS-15: September 2007: Percent: 1.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 1;
GS-14: September 2007: Percent: 0.3.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 1.1;
GS-15: September 2007: Number: 5;
GS-15: September 2007: Percent: 2.6;
GS-14: October 1, 2000: Number: 8;
GS-14: October 1, 2000: Percent: 2.2;
GS-14: September 2007: Number: 7;
GS-14: September 2007: Percent: 2.0.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 2.8;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 3;
GS-15: September 2007: Percent: 1.6;
GS-14: October 1, 2000: Number: 7;
GS-14: October 1, 2000: Percent: 1.9;
GS-14: September 2007: Number: 14;
GS-14: September 2007: Percent: 4.0.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 5.1;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 11.1;
GS-15: October 1, 2000: Number: 11;
GS-15: October 1, 2000: Percent: 6.1;
GS-15: September 2007: Number: 11;
GS-15: September 2007: Percent: 5.7;
GS-14: October 1, 2000: Number: 13;
GS-14: October 1, 2000: Percent: 3.5;
GS-14: September 2007: Number: 6;
GS-14: September 2007: Percent: 1.7.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 2.6;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 2.8;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 2.2;
GS-15: September 2007: Number: 6;
GS-15: September 2007: Percent: 3.1;
GS-14: October 1, 2000: Number: 10;
GS-14: October 1, 2000: Percent: 2.7;
GS-14: September 2007: Number: 13;
GS-14: September 2007: Percent: 3.7.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 18;
SES: October 1, 2000: Percent: 46.2;
SES: September 2007: Number: 16;
SES: September 2007: Percent: 44.4;
GS-15: October 1, 2000: Number: 99;
GS-15: October 1, 2000: Percent: 55.3;
GS-15: September 2007: Number: 96;
GS-15: September 2007: Percent: 49.7;
GS-14: October 1, 2000: Number: 186;
GS-14: October 1, 2000: Percent: 50.4;
GS-14: September 2007: Number: 155;
GS-14: September 2007: Percent: 44.5.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 8;
SES: October 1, 2000: Percent: 20.5;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 16.7;
GS-15: October 1, 2000: Number: 36;
GS-15: October 1, 2000: Percent: 20.1;
GS-15: September 2007: Number: 35;
GS-15: September 2007: Percent: 18.1;
GS-14: October 1, 2000: Number: 92;
GS-14: October 1, 2000: Percent: 24.9;
GS-14: September 2007: Number: 93;
GS-14: September 2007: Percent: 23.9.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 39;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 36;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 179;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 193;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 369;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 348;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 13;
SES: October 1, 2000: Percent: 33.3;
SES: September 2007: Number: 14;
SES: September 2007: Percent: 38.9;
GS-15: October 1, 2000: Number: 44;
GS-15: October 1, 2000: Percent: 24.6;
GS-15: September 2007: Number: 62;
GS-15: September 2007: Percent: 32.1;
GS-14: October 1, 2000: Number: 91;
GS-14: October 1, 2000: Percent: 24.7;
GS-14: September 2007: Number: 110;
GS-14: September 2007: Percent: 31.6.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 26;
SES: October 1, 2000: Percent: 66.7;
SES: September 2007: Number: 26;
SES: September 2007: Percent: 72.2;
GS-15: October 1, 2000: Number: 128;
GS-15: October 1, 2000: Percent: 71.5;
GS-15: September 2007: Number: 128;
GS-15: September 2007: Percent: 66.3;
GS-14: October 1, 2000: Number: 233;
GS-14: October 1, 2000: Percent: 63.1;
GS-14: September 2007: Number: 193;
GS-14: September 2007: Percent: 55.5.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 8;
SES: October 1, 2000: Percent: 20.5;
SES: September 2007: Number: 10;
SES: September 2007: Percent: 27.8;
GS-15: October 1, 2000: Number: 29;
GS-15: October 1, 2000: Percent: 16.2;
GS-15: September 2007: Number: 32;
GS-15: September 2007: Percent: 16.6;
GS-14: October 1, 2000: Number: 47;
GS-14: October 1, 2000: Percent: 12.7;
GS-14: September 2007: Number: 38;
GS-14: September 2007: Percent: 10.9.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 13;
SES: October 1, 2000: Percent: 33.3;
SES: September 2007: Number: 10;
SES: September 2007: Percent: 27.8;
GS-15: October 1, 2000: Number: 51;
GS-15: October 1, 2000: Percent: 28.5;
GS-15: September 2007: Number: 65;
GS-15: September 2007: Percent: 33.7;
GS-14: October 1, 2000: Number: 136;
GS-14: October 1, 2000: Percent: 36.9;
GS-14: September 2007: Number: 155;
GS-14: September 2007: Percent: 44.5.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 12.8;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 11.1;
GS-15: October 1, 2000: Number: 15;
GS-15: October 1, 2000: Percent: 8.4;
GS-15: September 2007: Number: 30;
GS-15: September 2007: Percent: 15.5;
GS-14: October 1, 2000: Number: 44;
GS-14: October 1, 2000: Percent: 11.9;
GS-14: September 2007: Number: 72;
GS-14: September 2007: Percent: 20.7.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 30: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Social Security Administration:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 13;
SES: October 1, 2000: Percent: 11.0;
SES: September 2007: Number: 13;
SES: September 2007: Percent: 9.7;
GS-15: October 1, 2000: Number: 34;
GS-15: October 1, 2000: Percent: 6.8;
GS-15: September 2007: Number: 40;
GS-15: September 2007: Percent: 5.6;
GS-14: October 1, 2000: Number: 99;
GS-14: October 1, 2000: Percent: 5.8;
GS-14: September 2007: Number: 151;
GS-14: September 2007: Percent: 6.0.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 12;
SES: October 1, 2000: Percent: 10.2;
SES: September 2007: Number: 12;
SES: September 2007: Percent: 9.0;
GS-15: October 1, 2000: Number: 39;
GS-15: October 1, 2000: Percent: 7.8;
GS-15: September 2007: Number: 90;
GS-15: September 2007: Percent: 12.7;
GS-14: October 1, 2000: Number: 162;
GS-14: October 1, 2000: Percent: 9.5;
GS-14: September 2007: Number: 336;
GS-14: September 2007: Percent: 13.4.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 5;
GS-15: September 2007: Percent: 0.7;
GS-14: October 1, 2000: Number: 14;
GS-14: October 1, 2000: Percent: 0.8;
GS-14: September 2007: Number: 15;
GS-14: September 2007: Percent: 0.6.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.7;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 0.8;
GS-15: September 2007: Number: 6;
GS-15: September 2007: Percent: 0.8;
GS-14: October 1, 2000: Number: 7;
GS-14: October 1, 2000: Percent: 0.4;
GS-14: September 2007: Number: 12;
GS-14: September 2007: Percent: 0.5.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.6;
GS-15: September 2007: Number: 5;
GS-15: September 2007: Percent: 0.7;
GS-14: October 1, 2000: Number: 16;
GS-14: October 1, 2000: Percent: 0.9;
GS-14: September 2007: Number: 35;
GS-14: September 2007: Percent: 1.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 1.7;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 7;
GS-15: September 2007: Percent: 1.0;
GS-14: October 1, 2000: Number: 15;
GS-14: October 1, 2000: Percent: 0.9;
GS-14: September 2007: Number: 34;
GS-14: September 2007: Percent: 1.4.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 7;
SES: October 1, 2000: Percent: 5.9;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 4.5;
GS-15: October 1, 2000: Number: 15;
GS-15: October 1, 2000: Percent: 3.0;
GS-15: September 2007: Number: 24;
GS-15: September 2007: Percent: 3.4;
GS-14: October 1, 2000: Number: 60;
GS-14: October 1, 2000: Percent: 3.5;
GS-14: September 2007: Number: 76;
GS-14: September 2007: Percent: 3.0.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 4.2;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 3.7;
GS-15: October 1, 2000: Number: 7;
GS-15: October 1, 2000: Percent: 1.4;
GS-15: September 2007: Number: 10;
GS-15: September 2007: Percent: 1.4;
GS-14: October 1, 2000: Number: 43;
GS-14: October 1, 2000: Percent: 2.5;
GS-14: September 2007: Number: 95;
GS-14: September 2007: Percent: 3.8.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 56;
SES: October 1, 2000: Percent: 47.5;
SES: September 2007: Number: 59;
SES: September 2007: Percent: 44.0;
GS-15: October 1, 2000: Number: 267;
GS-15: October 1, 2000: Percent: 53.7;
GS-15: September 2007: Number: 300;
GS-15: September 2007: Percent: 42.2;
GS-14: October 1, 2000: Number: 836;
GS-14: October 1, 2000: Percent: 49.1;
GS-14: September 2007: Number: 939;
GS-14: September 2007: Percent: 37.4.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 23;
SES: October 1, 2000: Percent: 19.5;
SES: September 2007: Number: 38;
SES: September 2007: Percent: 28.4;
GS-15: October 1, 2000: Number: 127;
GS-15: October 1, 2000: Percent: 25.6;
GS-15: September 2007: Number: 224;
GS-15: September 2007: Percent: 31.5;
GS-14: October 1, 2000: Number: 450;
GS-14: October 1, 2000: Percent: 26.4;
GS-14: September 2007: Number: 813;
GS-14: September 2007: Percent: 32.4.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 5;
GS-14: September 2007: Percent: 0.2.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 118;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 134;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 497;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 711;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 2,511;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 39;
GS-14: September 2007: Percent: 33.1.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 39;
SES: October 1, 2000: Percent: 33.1;
SES: September 2007: Number: 37;
SES: September 2007: Percent: 27.6;
GS-15: October 1, 2000: Number: 103;
GS-15: October 1, 2000: Percent: 20.7;
GS-15: September 2007: Number: 187;
GS-15: September 2007: Percent: 26.3;
GS-14: October 1, 2000: Number: 416;
GS-14: October 1, 2000: Percent: 24.4;
GS-14: September 2007: Number: 754;
GS-14: September 2007: Percent: 30.0.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 76;
SES: October 1, 2000: Percent: 64.4;
SES: September 2007: Number: 78;
SES: September 2007: Percent: 58.2;
GS-15: October 1, 2000: Number: 320;
GS-15: October 1, 2000: Percent: 64.4;
GS-15: September 2007: Number: 374;
GS-15: September 2007: Percent: 52.6;
GS-14: October 1, 2000: Number: 1,025;
GS-14: October 1, 2000: Percent: 60.2;
GS-14: September 2007: Number: 1,217;
GS-14: September 2007: Percent: 48.5.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 20;
SES: October 1, 2000: Percent: 16.9;
SES: September 2007: Number: 19;
SES: September 2007: Percent: 14.2;
GS-15: October 1, 2000: Number: 53;
GS-15: October 1, 2000: Percent: 10.7;
GS-15: September 2007: Number: 74;
GS-15: September 2007: Percent: 10.4;
GS-14: October 1, 2000: Number: 189;
GS-14: October 1, 2000: Percent: 11.1;
GS-14: September 2007: Number: 277;
GS-14: September 2007: Percent: 11.0.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 42;
SES: October 1, 2000: Percent: 35.6;
SES: September 2007: Number: 56;
SES: September 2007: Percent: 41.8;
GS-15: October 1, 2000: Number: 177;
GS-15: October 1, 2000: Percent: 35.6;
GS-15: September 2007: Number: 337;
GS-15: September 2007: Percent: 47.4;
GS-14: October 1, 2000: Number: 677;
GS-14: October 1, 2000: Percent: 39.8;
GS-14: September 2007: Number: 1,294;
GS-14: September 2007: Percent: 51.5.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 19;
SES: October 1, 2000: Percent: 16.1;
SES: September 2007: Number: 18;
SES: September 2007: Percent: 13.4;
GS-15: October 1, 2000: Number: 50;
GS-15: October 1, 2000: Percent: 10.1;
GS-15: September 2007: Number: 113;
GS-15: September 2007: Percent: 15.9;
GS-14: October 1, 2000: Number: 227;
GS-14: October 1, 2000: Percent: 13.3;
GS-14: September 2007: Number: 477;
GS-14: September 2007: Percent: 19.0.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 31: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department State:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 1.8;
GS-15: October 1, 2000: Number: 58;
GS-15: October 1, 2000: Percent: 3.7;
GS-15: September 2007: Number: 20;
GS-15: September 2007: Percent: 2.9;
GS-14: October 1, 2000: Number: 74;
GS-14: October 1, 2000: Percent: 2.9;
GS-14: September 2007: Number: 61;
GS-14: September 2007: Percent: 5.3.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.9;
GS-15: October 1, 2000: Number: 52;
GS-15: October 1, 2000: Percent: 3.3;
GS-15: September 2007: Number: 36;
GS-15: September 2007: Percent: 5.2;
GS-14: October 1, 2000: Number: 88;
GS-14: October 1, 2000: Percent: 3.5;
GS-14: September 2007: Number: 96;
GS-14: September 2007: Percent: 8.3.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 6;
GS-15: October 1, 2000: Percent: 0.4;
GS-15: September 2007: Number: 3;
GS-15: September 2007: Percent: 0.4;
GS-14: October 1, 2000: Number: 5;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 0;
GS-14: September 2007: Percent: 0.0.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 1;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 0;
GS-15: September 2007: Percent: 0.0;
GS-14: October 1, 2000: Number: 4;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 1;
GS-14: September 2007: Percent: 0.1.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 1.8;
GS-15: October 1, 2000: Number: 25;
GS-15: October 1, 2000: Percent: 1.6;
GS-15: September 2007: Number: 10;
GS-15: September 2007: Percent: 1.5;
GS-14: October 1, 2000: Number: 66;
GS-14: October 1, 2000: Percent: 2.6;
GS-14: September 2007: Number: 39;
GS-14: September 2007: Percent: 3.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 15;
GS-15: October 1, 2000: Percent: 0.9;
GS-15: September 2007: Number: 14;
GS-15: September 2007: Percent: 2.0;
GS-14: October 1, 2000: Number: 30;
GS-14: October 1, 2000: Percent: 1.2;
GS-14: September 2007: Number: 22;
GS-14: September 2007: Percent: 1.9.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 4.0;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 1.8;
GS-15: October 1, 2000: Number: 46;
GS-15: October 1, 2000: Percent: 2.9;
GS-15: September 2007: Number: 7;
GS-15: September 2007: Percent: 1.0;
GS-14: October 1, 2000: Number: 67;
GS-14: October 1, 2000: Percent: 2.6;
GS-14: September 2007: Number: 21;
GS-14: September 2007: Percent: 1.8.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 22;
GS-15: October 1, 2000: Percent: 1.4;
GS-15: September 2007: Number: 8;
GS-15: September 2007: Percent: 1.2;
GS-14: October 1, 2000: Number: 28;
GS-14: October 1, 2000: Percent: 1.1;
GS-14: September 2007: Number: 14;
GS-14: September 2007: Percent: 1.2.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 68;
SES: October 1, 2000: Percent: 67.3;
SES: September 2007: Number: 71;
SES: September 2007: Percent: 62.3;
GS-15: October 1, 2000: Number: 972;
GS-15: October 1, 2000: Percent: 61.3;
GS-15: September 2007: Number: 360;
GS-15: September 2007: Percent: 52.3;
GS-14: October 1, 2000: Number: 1,584;
GS-14: October 1, 2000: Percent: 62.3;
GS-14: September 2007: Number: 530;
GS-14: September 2007: Percent: 45.8.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 28;
SES: October 1, 2000: Percent: 27.7;
SES: September 2007: Number: 36;
SES: September 2007: Percent: 31.6;
GS-15: October 1, 2000: Number: 387;
GS-15: October 1, 2000: Percent: 24.4;
GS-15: September 2007: Number: 224;
GS-15: September 2007: Percent: 32.6;
GS-14: October 1, 2000: Number: 598;
GS-14: October 1, 2000: Percent: 23.5;
GS-14: September 2007: Number: 357;
GS-14: September 2007: Percent: 30.8.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 6;
GS-15: September 2007: Percent: 0.9;
GS-14: October 1, 2000: Number: 0;
GS-14: October 1, 2000: Percent: 0.0;
GS-14: September 2007: Number: 17;
GS-14: September 2007: Percent: 1.5.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 101;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 114;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 1,586;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 688;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 2,544;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 1,158;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 5.0;
SES: September 2007: Number: 7;
SES: September 2007: Percent: 6.1;
GS-15: October 1, 2000: Number: 225;
GS-15: October 1, 2000: Percent: 14.2;
GS-15: September 2007: Number: 98;
GS-15: September 2007: Percent: 14.2;
GS-14: October 1, 2000: Number: 362;
GS-14: October 1, 2000: Percent: 14.2;
GS-14: September 2007: Number: 254;
GS-14: September 2007: Percent: 21.9.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 72;
SES: October 1, 2000: Percent: 71.3;
SES: September 2007: Number: 77;
SES: September 2007: Percent: 67.5;
GS-15: October 1, 2000: Number: 1,107;
GS-15: October 1, 2000: Percent: 69.8;
GS-15: September 2007: Number: 404;
GS-15: September 2007: Percent: 58.7;
GS-14: October 1, 2000: Number: 1,796;
GS-14: October 1, 2000: Percent: 70.6;
GS-14: September 2007: Number: 663;
GS-14: September 2007: Percent: 57.3.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 4.0;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 5.3;
GS-15: October 1, 2000: Number: 135;
GS-15: October 1, 2000: Percent: 8.5;
GS-15: September 2007: Number: 40;
GS-15: September 2007: Percent: 5.8;
GS-14: October 1, 2000: Number: 212;
GS-14: October 1, 2000: Percent: 8.3;
GS-14: September 2007: Number: 121;
GS-14: September 2007: Percent: 10.4.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 29;
SES: October 1, 2000: Percent: 28.7;
SES: September 2007: Number: 37;
SES: September 2007: Percent: 32.5;
GS-15: October 1, 2000: Number: 477;
GS-15: October 1, 2000: Percent: 30.1;
GS-15: September 2007: Number: 284;
GS-15: September 2007: Percent: 41.3;
GS-14: October 1, 2000: Number: 748;
GS-14: October 1, 2000: Percent: 29.4;
GS-14: September 2007: Number: 495;
GS-14: September 2007: Percent: 42.7.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 1.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.9;
GS-15: October 1, 2000: Number: 90;
GS-15: October 1, 2000: Percent: 5.7;
GS-15: September 2007: Number: 58;
GS-15: September 2007: Percent: 8.4;
GS-14: October 1, 2000: Number: 150;
GS-14: October 1, 2000: Percent: 5.9;
GS-14: September 2007: Number: 133;
GS-14: September 2007: Percent: 11.5.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
The number of GS-15s , GS-14s and equivalents decreased because of the
Department of State stopped reporting data on Foreign Service employees
to the Office of Personnel Management's Central Personnel Data File in
fiscal year 2006.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 32: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Transportation:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 14;
SES: October 1, 2000: Percent: 7.9;
SES: September 2007: Number: 11;
SES: September 2007: Percent: 5.9;
GS-15: October 1, 2000: Number: 60;
GS-15: October 1, 2000: Percent: 5.1;
GS-15: September 2007: Number: 55;
GS-15: September 2007: Percent: 5.5;
GS-14: October 1, 2000: Number: 221;
GS-14: October 1, 2000: Percent: 4.5;
GS-14: September 2007: Number: 239;
GS-14: September 2007: Percent: 5.6.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 7;
SES: October 1, 2000: Percent: 3.9;
SES: September 2007: Number: 10;
SES: September 2007: Percent: 5.3;
GS-15: October 1, 2000: Number: 41;
GS-15: October 1, 2000: Percent: 3.5;
GS-15: September 2007: Number: 54;
GS-15: September 2007: Percent: 5.4;
GS-14: October 1, 2000: Number: 202;
GS-14: October 1, 2000: Percent: 4.1;
GS-14: September 2007: Number: 213;
GS-14: September 2007: Percent: 4.9.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 11;
GS-15: October 1, 2000: Percent: 0.9;
GS-15: September 2007: Number: 3;
GS-15: September 2007: Percent: 0.3;
GS-14: October 1, 2000: Number: 52;
GS-14: October 1, 2000: Percent: 1.0;
GS-14: September 2007: Number: 39;
GS-14: September 2007: Percent: 0.9.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 1;
GS-15: September 2007: Percent: 0.1;
GS-14: October 1, 2000: Number: 15;
GS-14: October 1, 2000: Percent: 0.3;
GS-14: September 2007: Number: 6;
GS-14: September 2007: Percent: 0.1.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 2.8;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 3.2;
GS-15: October 1, 2000: Number: 26;
GS-15: October 1, 2000: Percent: 2.2;
GS-15: September 2007: Number: 29;
GS-15: September 2007: Percent: 2.9;
GS-14: October 1, 2000: Number: 150;
GS-14: October 1, 2000: Percent: 3.0;
GS-14: September 2007: Number: 147;
GS-14: September 2007: Percent: 3.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.5;
GS-15: October 1, 2000: Number: 8;
GS-15: October 1, 2000: Percent: 0.7;
GS-15: September 2007: Number: 15;
GS-15: September 2007: Percent: 1.5;
GS-14: October 1, 2000: Number: 29;
GS-14: October 1, 2000: Percent: 0.6;
GS-14: September 2007: Number: 46;
GS-14: September 2007: Percent: 1.1.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.5;
GS-15: October 1, 2000: Number: 2;
GS-15: October 1, 2000: Number: 29;
GS-15: October 1, 2000: Percent: 2.5;
GS-15: September 2007: Number: 29;
GS-15: September 2007: Percent: 2.9;
GS-14: October 1, 2000: Number: 181;
GS-14: October 1, 2000: Percent: 3.6;
GS-14: September 2007: Number: 174;
GS-14: September 2007: Percent: 4.0.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.5;
GS-15: October 1, 2000: Number: 5;
GS-15: October 1, 2000: Percent: 0.4;
GS-15: September 2007: Number: 11;
GS-15: September 2007: Percent: 1.1;
GS-14: October 1, 2000: Number: 51;
GS-14: October 1, 2000: Percent: 1.0;
GS-14: September 2007: Number: 39;
GS-14: September 2007: Percent: 0.9.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 111;
SES: October 1, 2000: Percent: 62.4;
SES: September 2007: Number: 102;
SES: September 2007: Percent: 54.3;
GS-15: October 1, 2000: Number: 789;
GS-15: October 1, 2000: Percent: 67.6;
GS-15: September 2007: Number: 609;
GS-15: September 2007: Percent: 60.5;
GS-14: October 1, 2000: Number: 3,289;
GS-14: October 1, 2000: Percent: 66.3;
GS-14: September 2007: Number: 2,754;
GS-14: September 2007: Percent: 64.0.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 41;
SES: October 1, 2000: Percent: 23.0;
SES: September 2007: Number: 56;
SES: September 2007: Percent: 29.8;
GS-15: October 1, 2000: Number: 196;
GS-15: October 1, 2000: Percent: 16.8;
GS-15: September 2007: Number: 197;
GS-15: September 2007: Percent: 19.6;
GS-14: October 1, 2000: Number: 768;
GS-14: October 1, 2000: Percent: 15.5;
GS-14: September 2007: Number: 642;
GS-14: September 2007: Percent: 14.9.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 0;
GS-15: October 1, 2000: Percent: 0.0;
GS-15: September 2007: Number: 3;
GS-15: September 2007: Percent: 0.3;
GS-14: October 1, 2000: Number: 4;
GS-14: October 1, 2000: Percent: 0.1;
GS-14: September 2007: Number: 5;
GS-14: September 2007: Percent: 0.1.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 178;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 188;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 1,167;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 1,006;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 4,962;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 4,304;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 26;
SES: October 1, 2000: Percent: 14.6;
SES: September 2007: Number: 30;
SES: September 2007: Percent: 16.0;
GS-15: October 1, 2000: Number: 182;
GS-15: October 1, 2000: Percent: 15.6;
GS-15: September 2007: Number: 197;
GS-15: September 2007: Percent: 19.6;
GS-14: October 1, 2000: Number: 901;
GS-14: October 1, 2000: Percent: 18.2;
GS-14: September 2007: Number: 903;
GS-14: September 2007: Percent: 21.0.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 130;
SES: October 1, 2000: Percent: 73.0;
SES: September 2007: Number: 120;
SES: September 2007: Percent: 63.8;
GS-15: October 1, 2000: Number: 915;
GS-15: October 1, 2000: Percent: 78.4;
GS-15: September 2007: Number: 726;
GS-15: September 2007: Percent: 72.2;
GS-14: October 1, 2000: Number: 3,893;
GS-14: October 1, 2000: Percent: 78.5;
GS-14: September 2007: Number: 3,357;
GS-14: September 2007: Percent: 78.0.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 19;
SES: October 1, 2000: Percent: 10.7;
SES: September 2007: Number: 18;
SES: September 2007: Percent: 9.6;
GS-15: October 1, 2000: Number: 126;
GS-15: October 1, 2000: Percent: 10.8;
GS-15: September 2007: Number: 116;
GS-15: September 2007: Percent: 11.5;
GS-14: October 1, 2000: Number: 604;
GS-14: October 1, 2000: Percent: 12.2;
GS-14: September 2007: Number: 599;
GS-14: September 2007: Percent: 13.9.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 48;
SES: October 1, 2000: Percent: 27.0;
SES: September 2007: Number: 68;
SES: September 2007: Percent: 36.2;
GS-15: October 1, 2000: Number: 252;
GS-15: October 1, 2000: Percent: 21.6;
GS-15: September 2007: Number: 280;
GS-15: September 2007: Percent: 27.8;
GS-14: October 1, 2000: Number: 1,065;
GS-14: October 1, 2000: Percent: 21.5;
GS-14: September 2007: Number: 947;
GS-14: September 2007: Percent: 22.0.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 7;
SES: October 1, 2000: Percent: 3.9;
SES: September 2007: Number: 12;
SES: September 2007: Percent: 6.4;
GS-15: October 1, 2000: Number: 56;
GS-15: October 1, 2000: Percent: 4.8;
GS-15: September 2007: Number: 81;
GS-15: September 2007: Percent: 8.1;
GS-14: October 1, 2000: Number: 297;
GS-14: October 1, 2000: Percent: 6.0;
GS-14: September 2007: Number: 304;
GS-14: September 2007: Percent: 7.1.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 33: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of the Treasury:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 42;
SES: October 1, 2000: Percent: 7.8;
SES: September 2007: Number: 29;
SES: September 2007: Percent: 7.5;
GS-15: October 1, 2000: Number: 148;
GS-15: October 1, 2000: Percent: 4.8;
GS-15: September 2007: Number: 73;
GS-15: September 2007: Percent: 4.0;
GS-14: October 1, 2000: Number: 417;
GS-14: October 1, 2000: Percent: 4.7;
GS-14: September 2007: Number: 284;
GS-14: September 2007: Percent: 4.7.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 11;
SES: October 1, 2000: Percent: 2.0;
SES: September 2007: Number: 12;
SES: September 2007: Percent: 3.1;
GS-15: October 1, 2000: Number: 148;
GS-15: October 1, 2000: Percent: 4.8;
GS-15: September 2007: Number: 136;
GS-15: September 2007: Percent: 7.5;
GS-14: October 1, 2000: Number: 583;
GS-14: October 1, 2000: Percent: 6.6;
GS-14: September 2007: Number: 774;
GS-14: September 2007: Percent: 12.7.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.2;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 12;
GS-15: October 1, 2000: Percent: 0.4;
GS-15: September 2007: Number: 5;
GS-15: September 2007: Percent: 0.3;
GS-14: October 1, 2000: Number: 46;
GS-14: October 1, 2000: Percent: 0.5;
GS-14: September 2007: Number: 20;
GS-14: September 2007: Percent: 0.3.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.4;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 1.3;
GS-15: October 1, 2000: Number: 6;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 3;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 16;
GS-14: October 1, 2000: Percent: 0.2;
GS-14: September 2007: Number: 20;
GS-14: September 2007: Percent: 0.3.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 0.7;
SES: September 2007: Number: 9;
SES: September 2007: Percent: 2.3;
GS-15: October 1, 2000: Number: 46;
GS-15: October 1, 2000: Percent: 1.5;
GS-15: September 2007: Number: 42;
GS-15: September 2007: Percent: 2.3;
GS-14: October 1, 2000: Number: 149;
GS-14: October 1, 2000: Percent: 1.7;
GS-14: September 2007: Number: 151;
GS-14: September 2007: Percent: 2.5.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.2;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 1.0;
GS-15: October 1, 2000: Number: 18;
GS-15: October 1, 2000: Percent: 0.6;
GS-15: September 2007: Number: 35;
GS-15: September 2007: Percent: 1.9;
GS-14: October 1, 2000: Number: 95;
GS-14: October 1, 2000: Percent: 1.1;
GS-14: September 2007: Number: 191;
GS-14: September 2007: Percent: 3.1.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 6;
SES: October 1, 2000: Percent: 1.1;
SES: September 2007: Number: 8;
SES: September 2007: Percent: 2.1;
GS-15: October 1, 2000: Number: 85;
GS-15: October 1, 2000: Percent: 2.8;
GS-15: September 2007: Number: 36;
GS-15: September 2007: Percent: 2.0;
GS-14: October 1, 2000: Number: 286;
GS-14: October 1, 2000: Percent: 3.2;
GS-14: September 2007: Number: 117;
GS-14: September 2007: Percent: 1.9.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.4;
SES: September 2007: Number: 4;
SES: September 2007: Percent: 1.0;
GS-15: October 1, 2000: Number: 27;
GS-15: October 1, 2000: Percent: 0.9;
GS-15: September 2007: Number: 19;
GS-15: September 2007: Percent: 1.1;
GS-14: October 1, 2000: Number: 114;
GS-14: October 1, 2000: Percent: 1.3;
GS-14: September 2007: Number: 114;
GS-14: September 2007: Percent: 1.9.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 359;
SES: October 1, 2000: Percent: 66.9;
SES: September 2007: Number: 198;
SES: September 2007: Percent: 51.3;
GS-15: October 1, 2000: Number: 1,844;
GS-15: October 1, 2000: Percent: 59.8;
GS-15: September 2007: Number: 887;
GS-15: September 2007: Percent: 49.1;
GS-14: October 1, 2000: Number: 4,902;
GS-14: October 1, 2000: Percent: 55.5;
GS-14: September 2007: Number: 2,555;
GS-14: September 2007: Percent: 41.9.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 109;
SES: October 1, 2000: Percent: 20.3;
SES: September 2007: Number: 115;
SES: September 2007: Percent: 29.8;
GS-15: October 1, 2000: Number: 746;
GS-15: October 1, 2000: Percent: 24.2;
GS-15: September 2007: Number: 564;
GS-15: September 2007: Percent: 31.2;
GS-14: October 1, 2000: Number: 2,219;
GS-14: October 1, 2000: Percent: 25.1;
GS-14: September 2007: Number: 1,848;
GS-14: September 2007: Percent: 30.3.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 0.5;
GS-15: October 1, 2000: Number: 3;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 5;
GS-15: September 2007: Percent: 0.3;
GS-14: October 1, 2000: Number: 5;
GS-14: October 1, 2000: Percent: 0.1;
GS-14: September 2007: Number: 17;
GS-14: September 2007: Percent: 0.3.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 537;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 386;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 3,083;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 1,805;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 8,832;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 6,091;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 69;
SES: October 1, 2000: Percent: 12.8;
SES: September 2007: Number: 71;
SES: September 2007: Percent: 18.4;
GS-15: October 1, 2000: Number: 490;
GS-15: October 1, 2000: Percent: 15.9;
GS-15: September 2007: Number: 349;
GS-15: September 2007: Percent: 19.3;
GS-14: October 1, 2000: Number: 1,706;
GS-14: October 1, 2000: Percent: 19.3;
GS-14: September 2007: Number: 1,671;
GS-14: September 2007: Percent: 27.4.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 412;
SES: October 1, 2000: Percent: 76.7;
SES: September 2007: Number: 244;
SES: September 2007: Percent: 63.2;
GS-15: October 1, 2000: Number: 2,135;
GS-15: October 1, 2000: Percent: 69.3;
GS-15: September 2007: Number: 1,045;
GS-15: September 2007: Percent: 57.9;
GS-14: October 1, 2000: Number: 5,800;
GS-14: October 1, 2000: Percent: 65.7;
GS-14: September 2007: Number: 3,135;
GS-14: September 2007: Percent: 51.5.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 53;
SES: October 1, 2000: Percent: 9.9;
SES: September 2007: Number: 46;
SES: September 2007: Percent: 11.9;
GS-15: October 1, 2000: Number: 291;
GS-15: October 1, 2000: Percent: 9.4;
GS-15: September 2007: Number: 156;
GS-15: September 2007: Percent: 8.6;
GS-14: October 1, 2000: Number: 898;
GS-14: October 1, 2000: Percent: 10.2;
GS-14: September 2007: Number: 572;
GS-14: September 2007: Percent: 9.4.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 125;
SES: October 1, 2000: Percent: 23.3;
SES: September 2007: Number: 142;
SES: September 2007: Percent: 36.8;
GS-15: October 1, 2000: Number: 945;
GS-15: October 1, 2000: Percent: 30.7;
GS-15: September 2007: Number: 760;
GS-15: September 2007: Percent: 42.1;
GS-14: October 1, 2000: Number: 3,027;
GS-14: October 1, 2000: Percent: 34.3;
GS-14: September 2007: Number: 2,956;
GS-14: September 2007: Percent: 48.5.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 16;
SES: October 1, 2000: Percent: 3.0;
SES: September 2007: Number: 25;
SES: September 2007: Percent: 6.5;
GS-15: October 1, 2000: Number: 199;
GS-15: October 1, 2000: Percent: 6.5;
GS-15: September 2007: Number: 193;
GS-15: September 2007: Percent: 10.7;
GS-14: October 1, 2000: Number: 808;
GS-14: October 1, 2000: Percent: 9.1;
GS-14: September 2007: Number: 1,099;
GS-14: September 2007: Percent: 18.0.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 34: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of Veterans Affairs:
Equal employment opportunity (EEO) group: African American men;
SES: October 1, 2000: Number: 12;
SES: October 1, 2000: Percent: 4.9;
SES: September 2007: Number: 13;
SES: September 2007: Percent: 5.5;
GS-15: October 1, 2000: Number: 173;
GS-15: October 1, 2000: Percent: 2.2;
GS-15: September 2007: Number: 296;
GS-15: September 2007: Percent: 2.7;
GS-14: October 1, 2000: Number: 98;
GS-14: October 1, 2000: Percent: 4.0;
GS-14: September 2007: Number: 177;
GS-14: September 2007: Percent: 5.2.
Equal employment opportunity (EEO) group: African American women;
SES: October 1, 2000: Number: 4;
SES: October 1, 2000: Percent: 1.6;
SES: September 2007: Number: 7;
SES: September 2007: Percent: 3.0;
GS-15: October 1, 2000: Number: 109;
GS-15: October 1, 2000: Percent: 1.4;
GS-15: September 2007: Number: 239;
GS-15: September 2007: Percent: 2.2;
GS-14: October 1, 2000: Number: 104;
GS-14: October 1, 2000: Percent: 4.2;
GS-14: September 2007: Number: 279;
GS-14: September 2007: Percent: 2.2.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 1.2;
SES: September 2007: Number: 5;
SES: September 2007: Percent: 2.1;
GS-15: October 1, 2000: Number: 17;
GS-15: October 1, 2000: Percent: 0.2;
GS-15: September 2007: Number: 55;
GS-15: September 2007: Percent: 0.5;
GS-14: October 1, 2000: Number: 11;
GS-14: October 1, 2000: Percent: 0.4;
GS-14: September 2007: Number: 12;
GS-14: September 2007: Percent: 0.4.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 0;
SES: September 2007: Percent: 0.0;
GS-15: October 1, 2000: Number: 4;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 25;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 7;
GS-14: October 1, 2000: Percent: 0.3;
GS-14: September 2007: Number: 9;
GS-14: September 2007: Percent: 0.3.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.4;
SES: September 2007: Number: 2;
SES: September 2007: Percent: 0.8;
GS-15: October 1, 2000: Number: 997;
GS-15: October 1, 2000: Percent: 12.9;
GS-15: September 2007: Number: 1,337;
GS-15: September 2007: Percent: 12.2;
GS-14: October 1, 2000: Number: 62;
GS-14: October 1, 2000: Percent: 2.5;
GS-14: September 2007: Number: 70;
GS-14: September 2007: Percent: 2.1.
Equal employment opportunity (EEO) group: Asian/Pacific Islander women;
SES: October 1, 2000: Number: 1;
SES: October 1, 2000: Percent: 0.4;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.4;
GS-15: October 1, 2000: Number: 499;
GS-15: October 1, 2000: Percent: 6.4;
GS-15: September 2007: Number: 892;
GS-15: September 2007: Percent: 8.1;
GS-14: October 1, 2000: Number: 45;
GS-14: October 1, 2000: Percent: 1.8;
GS-14: September 2007: Number: 50;
GS-14: September 2007: Percent: 1.5.
Equal employment opportunity (EEO) group: Hispanic men;
SES: October 1, 2000: Number: 3;
SES: October 1, 2000: Percent: 1.2;
SES: September 2007: Number: 6;
SES: September 2007: Percent: 2.5;
GS-15: October 1, 2000: Number: 322;
GS-15: October 1, 2000: Percent: 4.2;
GS-15: September 2007: Number: 471;
GS-15: September 2007: Percent: 4.3;
GS-14: October 1, 2000: Number: 55;
GS-14: October 1, 2000: Percent: 2.2;
GS-14: September 2007: Number: 60;
GS-14: September 2007: Percent: 1.8.
Equal employment opportunity (EEO) group: Hispanic women;
SES: October 1, 2000: Number: 0;
SES: October 1, 2000: Percent: 0.0;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.4;
GS-15: October 1, 2000: Number: 131;
GS-15: October 1, 2000: Percent: 1.7;
GS-15: September 2007: Number: 243;
GS-15: September 2007: Percent: 2.2;
GS-14: October 1, 2000: Number: 28;
GS-14: October 1, 2000: Percent: 1.1;
GS-14: September 2007: Number: 53;
GS-14: September 2007: Percent: 1.8.
Equal employment opportunity (EEO) group: White men;
SES: October 1, 2000: Number: 190;
SES: October 1, 2000: Percent: 76.9;
SES: September 2007: Number: 136;
SES: September 2007: Percent: 57.6;
GS-15: October 1, 2000: Number: 4,382;
GS-15: October 1, 2000: Percent: 56.6;
GS-15: September 2007: Number: 5,439;
GS-15: September 2007: Percent: 49.7;
GS-14: October 1, 2000: Number: 1,465;
GS-14: October 1, 2000: Percent: 59.2;
GS-14: September 2007: Number: 1,643;
GS-14: September 2007: Percent: 48.3.
Equal employment opportunity (EEO) group: White women;
SES: October 1, 2000: Number: 31;
SES: October 1, 2000: Percent: 12.6;
SES: September 2007: Number: 64;
SES: September 2007: Percent: 27.1;
GS-15: October 1, 2000: Number: 1,107;
GS-15: October 1, 2000: Percent: 14.3;
GS-15: September 2007: Number: 1,927;
GS-15: September 2007: Percent: 17.6;
GS-14: October 1, 2000: Number: 592;
GS-14: October 1, 2000: Percent: 23.9;
GS-14: September 2007: Number: 1,044;
GS-14: September 2007: Percent: 30.7.
Equal employment opportunity (EEO) group: Unspecified/other;
SES: October 1, 2000: Number: 2;
SES: October 1, 2000: Percent: 0.8;
SES: September 2007: Number: 1;
SES: September 2007: Percent: 0.4;
GS-15: October 1, 2000: Number: 5;
GS-15: October 1, 2000: Percent: 0.1;
GS-15: September 2007: Number: 22;
GS-15: September 2007: Percent: 0.2;
GS-14: October 1, 2000: Number: 8;
GS-14: October 1, 2000: Percent: 0.3;
GS-14: September 2007: Number: 4;
GS-14: September 2007: Percent: 0.1.
Equal employment opportunity (EEO) group: Total[A];
SES: October 1, 2000: Number: 247;
SES: October 1, 2000: Percent: 100.0;
SES: September 2007: Number: 236;
SES: September 2007: Percent: 100.0;
GS-15: October 1, 2000: Number: 7,746;
GS-15: October 1, 2000: Percent: 100.0;
GS-15: September 2007: Number: 10,946;
GS-15: September 2007: Percent: 100.0;
GS-14: October 1, 2000: Number: 2,475;
GS-14: October 1, 2000: Percent: 100.0;
GS-14: September 2007: Number: 3,401;
GS-14: September 2007: Percent: 100.0.
Equal employment opportunity (EO) group: Minorities;
SES: October 1, 2000: Number: 24;
SES: October 1, 2000: Percent: 9.7;
SES: September 2007: Number: 35;
SES: September 2007: Percent: 14.8;
GS-15: October 1, 2000: Number: 2,252;
GS-15: October 1, 2000: Percent: 29.1;
GS-15: September 2007: Number: 3,558;
GS-15: September 2007: Percent: 32.5;
GS-14: October 1, 2000: Number: 410;
GS-14: October 1, 2000: Percent: 16.6;
GS-14: September 2007: Number: 710;
GS-14: September 2007: Percent: 20.9.
Equal employment opportunity (EEO) group: Men;
SES: October 1, 2000: Number: 209;
SES: October 1, 2000: Percent: 84.6;
SES: September 2007: Number: 163;
SES: September 2007: Percent: 69.1;
GS-15: October 1, 2000: Number: 5,891;
GS-15: October 1, 2000: Percent: 76.1;
GS-15: September 2007: Number: 7,614;
GS-15: September 2007: Percent: 69.6;
GS-14: October 1, 2000: Number: 1,691;
GS-14: October 1, 2000: Percent: 68.3;
GS-14: September 2007: Number: 1,965;
GS-14: September 2007: Percent: 57.8.
Equal employment opportunity (EEO) group: Minority men;
SES: October 1, 2000: Number: 19;
SES: October 1, 2000: Percent: 7.7;
SES: September 2007: Number: 26;
SES: September 2007: Percent: 11.0;
GS-15: October 1, 2000: Number: 1,509;
GS-15: October 1, 2000: Percent: 19.5;
GS-15: September 2007: Number: 2,159;
GS-15: September 2007: Percent: 19.7;
GS-14: October 1, 2000: Number: 226;
GS-14: October 1, 2000: Percent: 9.1;
GS-14: September 2007: Number: 319;
GS-14: September 2007: Percent: 9.4.
Equal employment opportunity (EEO) group: Women;
SES: October 1, 2000: Number: 36;
SES: October 1, 2000: Percent: 14.6;
SES: September 2007: Number: 73;
SES: September 2007: Percent: 30.9;
GS-15: October 1, 2000: Number: 1,850;
GS-15: October 1, 2000: Percent: 23.9;
GS-15: September 2007: Number: 3,332;
GS-15: September 2007: Percent: 30.4;
GS-14: October 1, 2000: Number: 776;
GS-14: October 1, 2000: Percent: 31.4;
GS-14: September 2007: Number: 1,436;
GS-14: September 2007: Percent: 42.2.
Equal employment opportunity (EEO) group: Minority women;
SES: October 1, 2000: Number: 5;
SES: October 1, 2000: Percent: 2.0;
SES: September 2007: Number: 9;
SES: September 2007: Percent: 3.8;
GS-15: October 1, 2000: Number: 743;
GS-15: October 1, 2000: Percent: 9.6;
GS-15: September 2007: Number: 1,399;
GS-15: September 2007: Percent: 12.8;
GS-14: October 1, 2000: Number: 184;
GS-14: October 1, 2000: Percent: 7.4;
GS-14: September 2007: Number: 391;
GS-14: September 2007: Percent: 11.5.
Source: GAO analysis of the Office of Personnel Management's Central
Personnel Data File.
Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[A] Percentages may not add to 100 because of rounding.
[End of table]
[End of section]
Appendix II: GAO Contact and Staff Acknowledgments:
GAO Contact:
George H. Stalcup on (202) 512-9490 or at stalcupg@gao.gov:
Acknowledgments:
In addition to the individual named above, Kiki Theodoropoulos,
Assistant Director; Clifton Douglas, Jr; Jessica Drucker; Karin
Fangman; Kirsten B. Lauber; Mary Martin; Michael R. Volpe; and Gregory
H. Wilmoth made key contributions to this report.
[End of section]
Footnotes:
[1] Career SES members are those with civil service status who are
appointed competitively to SES positions and serve in positions below
the top political appointees in the executive branch of government.
These individuals are in executive positions classified above GS-15 or
equivalent. We excluded those in SES-type positions authorized by law,
such as in the Foreign Service, and some law enforcement and
intelligence programs as well as positions in the Senior Level and
Science and Professional systems.
[2] GAO, Senior Executive Service: Enhanced Agency Efforts Needed to
Improve Diversity as the Senior Corps Turns Over, GAO-03-34
(Washington, D.C.: Jan. 17, 2003).
[3] GAO, Human Capital: Diversity in the Federal SES and Senior Levels
of the U.S. Postal Service and Processes for Selecting New Executives,
GAO-08-609T (Washington, D.C.: Apr. 3, 2008).
[4] By minorities, we are referring to people in the following racial
and ethnic groups: African American, American Indian/Alaska Native,
Asian/Pacific Islander, and Hispanic.
[5] The vast majority of potential successors for career SES positions
come from the general schedule (GS) pay plan for grades GS-15 and GS-
14. We included GS-15, GS-14, and equivalent employees. GS-equivalent
employees are those in equivalent grades under other pay plans that
follow the GS grade structure and job evaluation methodology or are
equivalent by statute.
[6] Targeted disabilities are those disabilities the federal
government, as a matter of policy, has identified for special emphasis.
The targeted disabilities are deafness, blindness, missing extremities,
partial paralysis, complete paralysis, convulsive disorders, mental
retardation, mental illness, and distortion of limbs and/or spine.
[7] GAO-08-609T.
[8] Governmentwide includes civilian employees of all cabinet-level
departments, independent agencies, commissions, councils, and boards in
the executive branch except the intelligence agencies, the Postal
Service, and the Foreign Service (as of 2007).
[9] The CFO Act agencies are 24 major executive agencies that are
subject to the CFO Act. In 2007, the CFO Act agencies employed 98
percent of federal employees. See 31 U.S.C. § 901.
[10] GAO, OPM's Central Personnel Data File: Data Appear Sufficiently
Reliable to Meet Most Customer Needs, GAO/GGD-98-199 (Washington, D.C.:
Sept. 30, 1998). Also, in a document dated February 28, 2008, an OPM
official confirmed that OPM continues to follow the CPDF data quality
standards and procedures contained in our 1998 report.
[11] We first identified SES and SES developmental pool data for 2000
in our 2003 report (GAO-03-34), in which we excluded the Federal Bureau
of Investigation (FBI) from the SES and the SES developmental pool
because that report contained projected SES and the SES developmental
pool levels for the end of fiscal year 2007 based on separation and
appointment data, and the FBI did not submit separation and appointment
data to the CPDF for 2000. We subsequently cited data on the SES and
SES developmental pool for 2000 from our 2003 report in four additional
products (GAO-04-123T, GAO-07-838T, GAO-08-609T, and GAO-08-725T). The
FBI began submitting such data to the CPDF in fiscal year 2005;
therefore data in this report on the SES and the SES developmental pool
governmentwide include data on the FBI.
[12] OPM's most recent report is its January 2007 Annual Report to the
Congress: Federal Equal Opportunity Recruitment Program, Fiscal Year
2006, and EEOC's most recent report is its Fiscal Year 2007 Annual
Report on the Federal Work Force.
[13] 5 U.S.C. §7201 and 5 C.F.R. Part 720, Subpart B.
[14] The civilian labor force is composed of those 16 and older who are
employed or looking for work and not in the military or
institutionalized.
[15] See section 717 of the Civil Rights Act of 1964 and section 501 of
the Rehabilitation Act of 1973, codified as amended at 42 U.S.C. §
2000e-16 and 29 U.S.C. § 791, respectively.
[16] EEOC defines barriers as agency policies, principles, or practices
that limit or tend to limit employment opportunities for members of a
particular gender, race, or ethnic background or based on an
individual's disability status.
[17] EEOC, Improving the Participation Rate of People with Targeted
Disabilities in the Federal Workforce (Washington, D.C.: Jan. 2008).
Federal employees or applicants for federal employment use OPM Form SF-
256 to identify physical or mental impairments. According to EEOC, the
information collected from this form is used to produce reports and to
ensure that individuals with disabilities are not discriminated
against.
[18] GAO, Human Capital: Federal Workforce Challenges in the 21st
Century, GAO-07-556T (Washington, D.C.: Mar. 6, 2007).
[19] GAO, Human Capital: Insights for U.S. Agencies from Other
Countries' Succession Planning and Management Initiatives, GAO-03-914
(Washington, D.C.: Sept. 15, 2003).
[20] EEOC recognizes that there are disabilities that are not
designated as a "targeted disability," but may nevertheless be just as
severe, or more severe, than some targeted disabilities. Nonetheless,
EEOC only collects and maintains employment statistics for the nine
individual targeted disabilities. EEOC states that the purpose of
focusing on targeted disabilities is to encourage the hiring,
placement, and advancement of selected individuals with disabilities in
affirmative action planning. The criteria EEOC used to select the nine
disabilities that make up the group of targeted disabilities included
the severity of the disability, the feasibility of recruitment, and the
availability of workforce data for individuals with targeted
disabilities.
[21] Data on targeted disabilities were not separated out by disability
type for this analysis but were rolled into an overall targeted
disabilities category.
[22] See 5 C.F.R. § 317.501(c) and 412.104(c).
[23] See 5 C.F.R. § 317.501 and 5 U.S.C. § 3393(b).
[24] See 5 C.F.R. § 317.502 and 5 U.S.C. § 3393(c).
[25] Statute and OPM regulations provide that more than half of the
members of the QRB must be SES career appointees. 5 U.S.C. § 3393(c)
and 5 C.F.R. § 317.502(a).
[26] 5 C.F.R. § 317.502(c). According to OPM, in very rare cases when
exceptional candidates with demonstrated experience are not available,
a QRB may certify a candidate whose professional/technical background
makes him or her particularly well-suited for an SES vacancy although
the candidate lacks demonstrated experience in one or more of the
executive core qualifications. The candidate must have the potential
for quickly acquiring full competence in all of the core
qualifications.
[27] 5 C.F.R. § 412.104. See also 5 U.S.C. § 3393(c)(2).
[28] In some cases, candidate development program openings are
announced only to an agency's employees rather than governmentwide;
graduates from such programs must compete for SES positions. 5 C.F.R. §
412.104.
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