Human Capital
Diversity in the Federal SES and Senior Levels of the U.S. Postal Service and Processes for Selecting New Executives Gao ID: GAO-08-609T April 3, 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 decision making. In January 2003, GAO provided data on the diversity of career SES members as of October 2000 (GAO-03-34). In March 2000, GAO reported similar data for the Postal Career Executive Service (PCES) as of September 1999 (GAO/GGD-00-76). In its 2003 report, GAO also projected 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 diversity in the SES and the senior ranks of the U.S. Postal Service, GAO is providing data on race, ethnicity, and gender obtained from the Office of Personnel Management's (OPM) Central Personnel Data File and the Postal Service for (1) career SES positions as of the end of fiscal year 2007 and the SES developmental pool (i.e., GS-15 and GS-14 positions) as well as a comparison of actual fiscal year 2007 data to projections for fiscal year 2007 that GAO made in its 2003 report, and (2) the PCES, the Executive Administrative Schedule (EAS), and EAS participants in the Corporate Succession Planning (CSP) program. GAO also describes the process that executive agencies and the Postal Service use to select members into their senior ranks.
Data in the Central Personnel Data File and provided by the U.S. Postal Service show that as of the end of fiscal year 2007, the overall percentages of women and minorities have increased in the federal career SES and its developmental pool for potential successors since 2000 as well as in the PCES and EAS levels 22 and above, from which PCES potential successors could come, since 1999. Actual fiscal year 2007 SES data show that representation increased from October 2000 among minorities and women and that those increases generally exceed the increases we projected in our 2003 report. The only decrease among minorities occurred in African American men, whose fiscal year 2007 actual representation (5.0 percent) was less than the October 2000 baseline (5.5 percent). For the developmental pool (GS-15s and GS-14s), fiscal year 2007 data show that increases also occurred generally among minorities and women since October 2000. Both executive branch agencies and the Postal Service have processes for selecting members into their senior ranks. Executive agencies use Executive Resources Boards to review the executive and technical qualifications of eligible candidates for initial SES career appointments and make recommendations on the best qualified. An OPM-administered board reviews candidates' qualifications before appointment to the SES. The Postal Service does not fall under the jurisdiction of OPM's board for promoting employees to the PCES. Instead, it promotes EAS and other employees to the PCES when they are selected to fill PCES vacancies. Most employees promoted to the PCES have been CSP program participants, consistent with Postal Service policy encouraging this practice. The CSP program is intended to identify and develop employees so that they can promptly and successfully assume PCES positions as these positions become available.
GAO-08-609T, Human Capital: Diversity in the Federal SES and Senior Levels of the U.S. Postal Service and Processes for Selecting New Executives
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Testimony:
Before Congressional Committees:
United States Government Accountability Office:
GAO:
For Release on Delivery:
Expected at 2:00 p.m. EDT:
Thursday, April 3, 2008:
Human Capital:
Diversity in the Federal SES and Senior Levels of the U.S. Postal
Service and Processes for Selecting New Executives:
Statement of Katherine Siggerud, Director: Physical Infrastructure
Issues:
and:
George H. Stalcup, Director:
Strategic Issues:
GAO-08-609T:
GAO Highlights:
Highlights of GAO-08-609T, a testimony before congressional committees.
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 decision making. In January 2003,
GAO provided data on the diversity of career SES members as of October
2000 (GAO-03-34). In March 2000, GAO reported similar data for the
Postal Career Executive Service (PCES) as of September 1999 (GAO/GGD-00-
76). In its 2003 report, GAO also projected 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 diversity in the
SES and the senior ranks of the U.S. Postal Service, GAO is providing
data on race, ethnicity, and gender obtained from the Office of
Personnel Management‘s (OPM) Central Personnel Data File and the Postal
Service for (1) career SES positions as of the end of fiscal year 2007
and the SES developmental pool (i.e., GS-15 and GS-14 positions) as
well as a comparison of actual fiscal year 2007 data to projections for
fiscal year 2007 that GAO made in its 2003 report, and (2) the PCES,
the Executive Administrative Schedule (EAS), and EAS participants in
the Corporate Succession Planning (CSP) program. GAO also describes the
process that executive agencies and the Postal Service use to select
members into their senior ranks.
What GAO Found:
Data in the Central Personnel Data File and provided by the U.S. Postal
Service show that as of the end of fiscal year 2007, the overall
percentages of women and minorities have increased in the federal
career SES and its developmental pool for potential successors since
2000 as well as in the PCES and EAS levels 22 and above, from which
PCES potential successors could come, since 1999.
Table:
Governmentwide: SES;
October 2000: Number: 6,110;
October 2000: Percent Women: 23.6;
October 2000: Percent Minorities: 13.8; September 2007: Number: 6,555;
September 2007: Percent Women: 29.1; September 2007: Percent
Minorities: 15.8.
Governmentwide: SES potential developmental pool (GS-15s and GS-14s);
October 2000: Number: 135,012;
October 2000: Percent Women: 28.2;
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]
Table:
U.S. Postal Service: PCES;
September 1999: Number: 854;
September 1999: Percent Women: 20.1; September 1999: Percent
Minorities: 20.8; September 2007: Number: 748;
September 2007: Percent Women: 29.0; September 2007: Percent
Minorities: 25.5.
U.S. Postal Service: EAS levels 22 and above; October 2000: Number:
8,955;
October 2000: Percent Women: 22.7;
October 2000: Percent Minorities: 25.3; September 2007: Number: 8,826;
September 2007:Percent Women: 31.5;
September 2007: Percent Minorities: 29.5.
Source: U.S. Postal Service.
[End of table]
Actual fiscal year 2007 SES data show that representation increased
from October 2000 among minorities and women and that those increases
generally exceed the increases we projected in our 2003 report. The
only decrease among minorities occurred in African American men, whose
fiscal year 2007 actual representation (5.0 percent) was less than the
October 2000 baseline (5.5 percent). For the developmental pool (GS-15s
and GS-14s), fiscal year 2007 data show that increases also occurred
generally among minorities and women since October 2000.
Both executive branch agencies and the Postal Service have processes
for selecting members into their senior ranks. Executive agencies use
Executive Resources Boards to review the executive and technical
qualifications of eligible candidates for initial SES career
appointments and make recommendations on the best qualified. An OPM-
administered board reviews candidates‘ qualifications before
appointment to the SES. The Postal Service does not fall under the
jurisdiction of OPM‘s board for promoting employees to the PCES.
Instead, it promotes EAS and other employees to the PCES when they are
selected to fill PCES vacancies. Most employees promoted to the PCES
have been CSP program participants, consistent with Postal Service
policy encouraging this practice. The CSP program is intended to
identify and develop employees so that they can promptly and
successfully assume PCES positions as these positions become available.
To view the full product, including the scope and methodology, click on
[hyperlink, http://www.gao.gov/cgi-bin/getrpt?GAO-08-609T]. For more
information, contact Katherine Siggerud at (202) 512-2834 or
siggerudk@gao.gov or George Stalcup at (202) 512-6806 or
stalcupg@gao.gov.
[End of section]
Chairman Davis, Chairman Akaka, and Members of the Subcommittees:
We are pleased to be here today to provide the Subcommittees with
information on the representation of women and minorities[Footnote 1]
in the senior ranks of the federal government and the U.S. Postal
Service. In January 2003, we released a comprehensive review of career
senior executives by race, ethnicity, and gender governmentwide and by
major executive agencies as of October 2000, and we also projected what
the profile of the Senior Executive Service (SES) would be in October
2007 if appointment and separation trends did not change.[Footnote 2]
Most recently, in May 2007,[Footnote 3] we testified before the House
Subcommittee on Federal Workforce, Postal Service, and the District of
Columbia, Committee on Oversight and Government Reform on the fiscal
year 2006 levels of representation of women and minorities in the
federal government's career SES[Footnote 4] and the levels that serve
as the developmental pools from which the vast majority of potential
successors for career SES positions[Footnote 5] will come. We also
provided data for the Postal Service's Postal Career Executive Service
(PCES), which includes postal officers and executives and certain
levels of the Service's Executive and Administrative Schedule (EAS),
from which potential successors could come.
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. Having a diverse SES corps, which generally
represents the most experienced segment of the federal workforce, 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.
Today, as requested, we are providing updated information as of the end
of fiscal year 2007 on the representation of women and minorities in
career SES[Footnote 6] positions and the SES developmental pool (i.e.,
GS-15 and GS-14 positions) as well as baseline data from October 2000,
which we previously reported for those same positions in 2003.[Footnote
7] As requested, we also will compare the fiscal year 2007 data to
statistically estimated projections for fiscal year 2007 that we made
in our 2003 report. We also are providing updated information from the
Postal Service on the representation of women and minorities in the
PCES and EAS as of the end of fiscal year 2007 as well as baseline data
from 1999, which we previously reported for those same
positions.[Footnote 8] We did not make projections for the profile of
Postal Service positions based on retirement trends. In addition, we
are providing representation data for the Postal Service's Corporate
Succession Planning (CSP) program as of the end of fiscal year 2007 and
the end of fiscal year 2004--the fiscal year that the CSP program first
accepted participants. This program is intended to identify and develop
employees so that they can promptly and successfully assume PCES
positions as these positions become available. Finally, we will
describe the overall processes used in executive branch agencies and
the Postal Service for selecting members into their senior ranks.
We extracted representation data for the SES from the Office of
Personnel Management's (OPM) Central Personnel Data File (CPDF). We
believe the CPDF is sufficiently reliable for the informational purpose
of this testimony. We previously reported that governmentwide data from
the CPDF for the key variables reported in this testimony--agency,
gender, race or national origin, and pay plan or grade--were 96 percent
or more accurate.[Footnote 9] Representation data for the PCES, EAS,
and CSP program were provided by the Postal Service. The Postal Service
data on employees in different levels by gender and race as well as the
number in the CSP program are of undetermined reliability. During our
review, the Postal Service was transitioning from one electronic data
system to another, which prevented us from performing our normal
reliability assessment. However, because the Postal Service
representation data were generally consistent with prior years, we do
not believe there are any material limitations in using these data for
the purposes of this testimony. The information on selection processes
was obtained from OPM and the Postal Service. We conducted this
performance audit from January 2008 to March 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.
Representation of Women and Minorities in the SES and Its Developmental
Pool as of Fiscal Year 2007:
The data that we are reporting today 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
the number of career SES as well as those in the developmental pool,
including the percentages of women and minorities. For more information
on demographic data governmentwide, see appendix I.
Table 1: Career SES and the SES Developmental Pool for October 2000 and
September 2007:
Governmentwide: SES;
October 2000: Number: 6,110;
October 2000: Percent: Women: 23.6;
October 2000: Percent: Minorities: 13.8;
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: 135,012;
October 2000: Percent: Women: 28.2;
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.
[End of table]
Table 2 shows a further breakdown of the number of SES members,
including the percentages of women and minorities, by Chief Financial
Officers (CFO) Act agency.[Footnote 10] For more information on
demographic data by CFO Act agency, see appendix I.
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: Number of SES: 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: Number of SES: 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: Number of SES: 317;
September 2007: Percent: Women: 28.4;
September 2007: Percent: Minorities: 14.5.
CFO Act agency: Defense;
October 2000: Number of SES: 1,144;
October 2000: Percent: Women: 16.3;
October 2000: Percent: Minorities: 6.1;
September 2007: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: [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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 221;
September 2007: Percent: Women: 31.7;
September 2007: Percent: Minorities: 25.8.
CFO Act agency: Justice;
October 2000: Number of SES: 407;
October 2000: Percent: Women: 22.6;
October 2000: Percent: Minorities: 15.2;
September 2007: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 236;
September 2007: Percent: Women: 30.9;
September 2007: Percent: Minorities: 14.8.
Source: GAO analysis of OPM's CPDF.
Notes: AID is the Agency for International Development; EPA is the
Environmental Protection Agency; FEMA is the Federal Emergency
Management Agency; GSA is the General Services Administration; HHS is
the Department of Health and Human Services; DHS is the Department of
Homeland Security; 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] FEMA was an independent agency and 1 of the 24 CFO Act agencies
until the formation of 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.
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 SES. In 2007, the representation of women and
minorities, both overall and for most 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 SES.
For this testimony, we did not analyze the factors that contributed to
the changes from October 2000 through September 2007 in representation.
OPM and the Equal Employment Opportunity Commission (EEOC), in their
oversight roles, require federal agencies to analyze their workforces,
and both agencies also report on governmentwide representation
levels.[Footnote 11] Under OPM's regulations implementing the Federal
Equal Opportunity Recruitment Program (FEORP),[Footnote 12] agencies
are required to determine where representation levels for covered
groups are lower than the civilian labor force and take steps to
address those differences.[Footnote 13] 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, 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 14] 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 analysis
of their workforce profiles identifies 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 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
2000 through October 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 in
October 2000 will have left service by October 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 SES representation as of October 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 exceed 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. For more information on our projections, see
appendix II.
Table 3: Fiscal Year 2007 Projections We Reported in 2003 Compared with
Actual Fiscal Year 2007 Data for SES Governmentwide and Baseline 2000
Data:
SES profile: African American men;
October 2000: Percent: 5.5;
October 2003 projections for October 2007: Percent: 5.7;
Actual September 2007: Percent: 5.0.
SES profile: African American women;
October 2000: Percent: 2.9;
October 2003 projections for October 2007: Percent: 3.4;
Actual September 2007: Percent: 3.5.
SES profile: American Indian/Alaska Native men;
October 2000: Percent: 0.9;
October 2003 projections for October 2007: Percent: 0.8;
Actual September 2007: Percent: 0.9.
SES profile: American Indian/Alaska Native women;
October 2000: Percent: 0.3;
October 2003 projections for October 2007: Percent: 0.3;
Actual September 2007: Percent: 0.4.
SES profile: Asian/Pacific Islander men;
October 2000: Percent: 1.1;
October 2003 projections for October 2007: Percent: 1.1;
Actual September 2007: Percent: 1.5.
SES profile: Asian/Pacific Islander women;
October 2000: Percent: 0.5;
October 2003 projections for October 2007: Percent: 0.6;
Actual September 2007: Percent: 0.9.
SES profile: Hispanic men;
October 2000: Percent: 1.8;
October 2003 projections for October 2007: Percent: 2.0;
Actual September 2007: Percent: 2.7.
SES profile: Hispanic women;
October 2000: Percent: 0.7;
October 2003 projections for October 2007: Percent: 0.7;
Actual September 2007: Percent: 0.9.
SES profile: White men;
October 2000: Percent: 67.1;
October 2003 projections for October 2007: Percent: 62.1;
Actual September 2007: Percent: 60.7.
SES profile: White women;
October 2000: Percent: 19.1;
October 2003 projections for October 2007: Percent: 23.1;
Actual September 2007: Percent: 23.3.
SES profile: Unspecified/other;
October 2000: Percent: 0.1;
October 2003 projections for October 2007: Percent: 0.4;
Actual September 2007: Percent: 0.2.
SES profile: Total[A];
October 2000: Percent: 100.0;
October 2003 projections for October 2007: Percent: 100.0;
Actual September 2007: Percent: 100.0.
SES profile: Minorities;
October 2000: Percent: 13.8;
October 2003 projections for October 2007: Percent: 14.5;
Actual September 2007: Percent: 15.8.
SES profile: Men;
October 2000: Percent: 76.4;
October 2003 projections for October 2007: Percent: 71.6;
Actual September 2007: Percent: 70.9.
SES profile: Minority men;
October 2000: Percent: 9.3;
October 2003 projections for October 2007: Percent: 9.5;
Actual September 2007: Percent: 10.1.
SES profile: Women;
October 2000: Percent: 23.6;
October 2003 projections for October 2007:
Percent: 28.1; Actual September 2007: Percent: 29.1.
SES profile: Minority women;
October 2000: Percent: 4.5;
October 2003 projections for October 2007:
Percent: 5.0; Actual September 2007: Percent: 5.8.
Source: GAO analysis of OPM's CPDF.
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). Projections include
replacements for departing SES members 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]
Table 4 shows developmental pool representation as of October 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. For
more information on our projections, see appendix II.
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 2000: Percent: 3.8;
October 2003 projections for October 2007: Percent: 4.1;
Actual September 2007: Percent: 4.3.
Profile of developmental pool (GS-15s and GS-14s): African American
women;
October 2000: Percent: 4.1;
October 2003 projections for October 2007: Percent: 4.5;
Actual September 2007: Percent: 6.1.
Profile of developmental pool (GS-15s and GS-14s): American Indian/
Alaska Native men;
October 2000: Percent: 0.6;
October 2003 projections for October 2007: Percent: 0.7;
Actual September 2007: Percent: 0.6.
Profile of developmental pool (GS-15s and GS-14s): American Indian/
Alaska Native women;
October 2000: Percent: 0.3;
October 2003 projections for October 2007: Percent: 0.3;
Actual September 2007: Percent: 0.4.
Profile of developmental pool (GS-15s and GS-14s): Asian/Pacific
Islander men;
October 2000: Percent: 3.3;
October 2003 projections for October 2007: Percent: 3.1;
Actual September 2007: Percent: 4.2.
Profile of developmental pool (GS-15s and GS-14s): Asian/Pacific
Islander women;
October 2000: Percent: 1.4;
October 2003 projections for October 2007: Percent: 1.5;
Actual September 2007: Percent: 2.3.
Profile of developmental pool (GS-15s and GS-14s): Hispanic men;
October 2000: Percent: 2.5;
October 2003 projections for October 2007: Percent: 2.8;
Actual September 2007: Percent: 3.0.
Profile of developmental pool (GS-15s and GS-14s): Hispanic women;
October 2000: Percent: 1.0;
October 2003 projections for October 2007: Percent: 1.2;
Actual September 2007: Percent: 1.5.
Profile of developmental pool (GS-15s and GS-14s): White men;
October 2000: Percent: 61.6;
October 2003 projections for October 2007: Percent: 58.6;
Actual September 2007: Percent: 53.4.
Profile of developmental pool (GS-15s and GS-14s): White women;
October 2000: Percent: 21.3;
October 2003 projections for October 2007: Percent: 22.9;
Actual September 2007: Percent: 23.9.
Profile of developmental pool (GS-15s and GS-14s): Unspecified/other;
October 2000: Percent: 0.1;
October 2003 projections for October 2007: Percent: 0.2;
Actual September 2007: Percent: 0.2.
Profile of developmental pool (GS-15s and GS-14s): Total[A];
October 2000: Percent: 100.0;
October 2003 projections for October 2007: Percent: 100.0;
Actual September 2007: Percent: 100.0.
Profile of developmental pool (GS-15s and GS-14s): Minorities;
October 2000: Percent: 17.0;
October 2003 projections for October 2007: Percent: 18.2;
Actual September 2007: Percent: 22.5.
Profile of developmental pool (GS-15s and GS-14s): Men;
October 2000: Percent: 71.8;
October 2003 projections for October 2007: Percent: 69.4;
Actual September 2007: Percent: 65.7.
Profile of developmental pool (GS-15s and GS-14s): Minority men;
October 2000: Percent: 10.2;
October 2003 projections for October 2007: Percent: 10.7;
Actual September 2007: Percent: 12.1.
Profile of developmental pool (GS-15s and GS-14s): Women;
October 2000: Percent: 28.2;
October 2003 projections for October 2007: Percent: 30.4;
Actual September 2007: Percent: 34.3.
Profile of developmental pool (GS-15s and GS-14s): Minority women;
October 2000: Percent: 6.8;
October 2003 projections for October 2007: Percent: 7.5;
Actual September 2007: Percent: 10.3.
Source: GAO analysis of OPM's CPDF.
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.
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 earlier, 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, as we do in 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 for the workforce in general. As we have said before, as
part of a strategic human capital planning approach, agencies need to
develop long-term strategies for acquiring, developing, motivating, and
retaining staff.[Footnote 15] 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 16] 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.
Representation of Women and Minorities in the PCES, EAS, and CSP
Program:
As we have testified before the House Subcommittee on Federal
Workforce, Postal Service, and the District of Columbia, Committee on
Oversight and Government Reform,[Footnote 17] the Postal Service
expects nearly half of its executives to retire within the next 5
years, which has important implications and underscores the need for
effective succession planning. This presents the Postal Service with
substantial challenges for ensuring an able cadre of postal executives
and also presents opportunities for the Postal Service to affect the
composition of the PCES. Table 5 updates information we provided last
year for the PCES and EAS levels 22 and above,[Footnote 18] from
September 1999 to September 2007, showing increases in the
representation of women and minorities.
Table 5: Representation of Women and Minorities in the PCES and EAS
Levels 22 and Above for September 1999 and September 2007:
U.S. Postal Service: PCES;
September 1999: Number: 854;
September 1999: Percent: Women: 20.1;
September 1999: Percent: Minorities: 20.8;
September 2007: Number: 748;
September 2007: Percent: Women: 29.0;
September 2007: Percent: Minorities: 25.5.
U.S. Postal Service: EAS levels 22 and above;
September 1999: Number: 8,955;
September 1999: Percent: Women: 22.7;
September 1999: Percent: Minorities: 25.3;
September 2007: Number: 8,826;
September 2007: Percent: Women: 31.5;
September 2007: Percent: Minorities: 29.5.
Source: U.S. Postal Service.
Note: For more information on PCES and EAS data, see app. III.
[End of table]
Since last year's testimony, we have studied the pools of potential
successors that the Postal Service can draw from in selecting PCES
promotions. The Service's policy encourages selecting employees from
the CSP program when it promotes employees to the PCES. The current CSP
program--which first accepted participants in 2004--is intended to
identify pools of potential successors for PCES positions and develop
these employees so that they can promptly and successfully assume PCES
positions as these positions become available.[Footnote 19] Nearly 87
percent of postal employees promoted to the PCES in fiscal years 2004
through 2007 were participating in the CSP program, and nearly 7 in 10
promotions were drawn from CSP program participants in EAS levels 25
and above. Table 6 shows increases in the representation of women and
minorities in the CSP program from September 2004 to September 2007
among program participants at EAS level 25 and above.
Table 6: Representation of Women and Minorities in the CSP Program at
EAS Levels 25 and Above for September 2004 and September 2007:
CSP program participants: At EAS level 25 and above;
September 2004: Number: 489;
September 2004: Percent: Women: 30.3;
September 2004: Percent: Minorities: 24.9;
September 2007: Number: 471;
September 2007: Percent: Women: 32.7;
September 2007: Percent: Minorities: 28.0.
Source: U.S. Postal Service.
Note: For more information on CSP data, see app. III.
[End of table]
We also have not analyzed factors that contributed to changes in the
representation levels in the PCES, EAS, or CSP program. The Postal
Service, like executive branch agencies, has responsibility for
analyzing its workforce to determine (1) where representation levels
for covered groups are lower than the civilian labor force and take
steps to address those differences and (2) whether barriers to equal
employment opportunity exist and to identify and develop strategies to
mitigate or eliminate the barriers to participation.
The Postal Accountability and Enhancement Act, enacted in 2006,
expressed Congress's interest in diversity in the Postal Service. It
required the Postal Service Board of Governors to report on the
representation of women and minorities in supervisory and management
positions,[Footnote 20] which is a different focus from this statement
on the PCES, EAS, and CSP program. This Board of Governors' report
provided trend data for supervisory and management positions for fiscal
years 2004 through 2007, as well as for the career workforce as a
whole. In this regard, the report highlighted data for all career
employees[Footnote 21] in the Service's workforce, noting that from
fiscal years 2004 through 2007 the percentage of women increased from
38.3 percent to 39.7 percent, while the percentage of minorities
increased from 36.8 percent to 38.3 percent over the same period.
Processes Used for Selecting SES and PCES Members:
Executive branch agencies have processes for selecting members into the
SES and developmental programs that are designed to create pools of
candidates for senior positions. The Postal Service also has processes
for selecting PCES members and participants in its CSP program from
which potential successors to the PCES could come.
Selecting Career SES Members:
OPM regulations require federal executive agencies 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.[Footnote 23] 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. 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. Two criteria exist for
membership on a QRB: at least two of three members must be career
appointees,[Footnote 25] and each member must be from a different
agency. 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 on a weekly basis, an OPM
official said that QRBs can meet more than once a week, depending on
caseload. The official said that because of the caseload 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. 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 and an ad hoc QRB review candidates'
training and development experience to ensure that it provides the
basis for certification of 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, 12 candidates graduated from the first OPM-sponsored
federal candidate development program in September 2006. Of those, 8
individuals have been placed; 1 is about to be placed, and 3 are
awaiting placement. In January 2008, OPM advertised the second OPM-
sponsored federal candidate development program, and selections for the
second program are pending.
With respect to oversight of and selection into the SES, we note that
the Chairmen of the two Subcommittees represented here today introduced
legislation in October 2007,[Footnote 29] which would create a Senior
Executive Service Resource Office within OPM to improve policy
direction and oversight of, among other things, the structure,
management, and diversity of the SES. In addition, this legislation
would require agencies to establish SES Evaluation Panels of diverse
composition to review the qualifications of candidates.
Selecting PCES Members:
Because the Postal Service has specific statutory authority to
establish procedures for appointments and promotions,[Footnote 30] it
does not fall under the jurisdiction of the OPM QRB and its
certification activities. Instead, the Postal Service promotes EAS and
other employees to the PCES[Footnote 31] when these employees are
selected to fill PCES vacancies. Promotions generally involve EAS
employees in levels 25 and above who are CSP program participants and
who were identified as potential PCES successors through a nomination
and evaluation process (either through self-nomination or nomination by
a PCES "sponsor"). As previously noted, the CSP program is intended to
identify and develop these employees so that they can promptly and
successfully assume PCES positions as these positions become available.
The selecting official for a PCES-I position (i.e., the relevant
officer) is required to obtain approval for the selection decision from
the relevant member of the Service's Executive Committee.[Footnote 32]
Postal Service policy notes that employees promoted to the PCES should
be CSP participants except in rare cases. However, participation in the
CSP program does not trigger any promotion decision, and any employee
can be promoted to the PCES, regardless of whether that person is
participating in CSP.[Footnote 33] Further, there are no requirements
for PCES vacancies to be advertised, nor are selecting officials
required to interview candidates for such vacancies. According to
postal officials, selecting officials use a variety of methods to fill
PCES-I vacancies,[Footnote 34] which may involve interviews and
discussion among officers regarding candidates or potential candidates,
or which may involve considering employees who have had developmental
assignments. Such discussions may happen when the vacancy is in one
area of the country and potential candidates are in other areas, or
when potential candidates are in CSP program position pools outside the
jurisdiction of the selecting official.
The Postal Service has implemented a structured process to select
nominees to participate in up to 5 of the approximately 400 CSP program
position pools. First, the Service conducts a range of preparatory
activities for the 2-year CSP program cycle, including a needs
assessment for the program, such as determining what PCES positions
have been created or eliminated and any CSP position pools where
succession planning is shallow. The Service's Employee Development and
Diversity Office, which is responsible for the CSP program, coordinates
activities with CSP program liaisons throughout the Service, who
provide administrative support and information about the program.
Second, the Postal Service receives nominations for each 2-year CSP
program cycle, including self-nominations and other nominations from
PCES sponsors. Nominees complete applications that include self-
assessments against the eight competencies in the Service's Executive
Competency Model. PCES sponsors and the relevant PCES-I executives also
evaluate each nominee and make recommendations to the CSP program
committees to either support or not support each nominee.
Third, each of the Service's 43 officers convenes a CSP program
committee of three or more executives to consider nominees for each
position pool under each officer's jurisdiction. Each CSP program
committee reviews nominees for pools under its jurisdiction and makes
recommendations regarding each nominee. Officers then select
participants for their pools, subject to review and approval by the
responsible member of the Executive Committee. The Postmaster General
and Chief Human Resources Officer also review some selections for
"critical" position pools that are so designated by each officer.
Fourth, once selected, CSP participants develop an individual
development plan (IDP) that outlines planned developmental activities
and assignments for the 2-year CSP program cycle. IDPs are reviewed and
approved by the CSP program committees and by the relevant executives.
Chairman Davis, Chairman Akaka, and Members of the Subcommittees, this
concludes our prepared statement. We would be pleased to respond to any
questions that you may have.
Contacts and Acknowledgments:
For further information regarding this statement, please contact Kate
Siggerud, Director, Physical Infrastructure Issues, on (202) 512-2834
or at siggerudk@gao.gov; or George Stalcup, Director, Strategic Issues,
on (202) 512-6806 or at stalcupg@gao.gov. Individuals making key
contributions to this statement included Gerald P. Barnes and Belva
Martin, Assistant Directors; Karin Fangman; Kenneth E. John; Kiki
Theodoropoulos; and Greg Wilmoth.
[End of testimony]
Appendix I:
Demographic Profiles of Career SES, GS-15, and GS-14 Employees
Governmentwide and at the 24 Chief Financial Officer Act Agencies:
Table 7: Demographic Profiles of Career SES, GS-15, and GS-14 Employees
Governmentwide:
Equal employment opportunity (EEO) group: African American men;
SES, October 2000, Number: 333;
SES, October 2000, Percent: 5.5;
SES, September 2007, Number: 328;
SES, September 2007, Percent: 5.0;
GS-15, October 2000, Number: 1,711;
GS-15, October 2000, Percent: 3.3;
GS-15, September 2007, Number: 2,123;
GS-15, September 2007, Percent: 3.6;
GS-14, October 2000, Number: 3,401;
GS-14, October 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 2000, Number: 179;
SES, October 2000, Percent: 2.9;
SES, September 2007, Number: 232;
SES, September 2007, Percent: 3.5;
GS-15, October 2000, Number: 1,500;
GS-15, October 2000, Percent: 2.9;
GS-15, September 2007, Number: 2,374;
GS-15, September 2007, Percent: 4.1;
GS-14, October 2000, Number: 4,067;
GS-14, October 2000, Percent: 4.9;
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 2000, Number: 54;
SES, October 2000, Percent: 0.9;
SES, September 2007, Number: 60;
SES, September 2007, Percent: 0.9;
GS-15, October 2000, Number: 278;
GS-15, October 2000, Percent: 0.5;
GS-15, September 2007, Number: 353;
GS-15, September 2007, Percent: 0.6;
GS-14, October 2000, Number: 579;
GS-14, October 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 2000, Number: 21;
SES, October 2000, Percent: 0.3;
SES, September 2007, Number: 28;
SES, September 2007, Percent: 0.4;
GS-15, October 2000, Number: 103;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 193;
GS-15, September 2007, Percent: 0.3.
GS-14, October 2000, Number: 294;
GS-14, October 2000, Percent: 0.4;
GS-14, September 2007, Number: 397;
GS-14, September 2007, Percent: 0.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES, October 2000, Number: 70;
SES, October 2000, Percent: 1.1;
SES, September 2007, Number: 96;
SES, September 2007, Percent: 1.5;
GS-15, October 2000, Number: 2,063;
GS-15, October 2000, Percent: 4.0;
GS-15, September 2007, Number: 2,904;
GS-15, September 2007, Percent: 5.0;
GS-14, October 2000, Number: 2,426;
GS-14, October 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 2000, Number: 33;
SES, October 2000, Percent: 0.5;
SES, September 2007, Number: 57;
SES, September 2007, Percent: 0.9;
GS-15, October 2000, Number: 836;
GS-15, October 2000, Percent: 1.6;
GS-15, September 2007, Number: 1,604;
GS-15, September 2007, Percent: 2.8;
GS-14, October 2000, Number: 1,036;
GS-14, October 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 2000, Number: 112;
SES, October 2000, Percent: 1.8;
SES, September 2007, Number: 176;
SES, September 2007, Percent: 2.7;
GS-15, October 2000, Number: 1,197;
GS-15, October 2000, Percent: 2.3;
GS-15, September 2007, Number: 1,660;
GS-15, September 2007, Percent: 2.8;
GS-14, October 2000, Number: 2,117;
GS-14, October 2000, Percent: 2.5;
GS-14, September 2007, Number: 2,758;
GS-14, September 2007, Percent: 3.0.
Equal employment opportunity (EEO) group: Hispanic Women;
SES, October 2000, Number: 43;
SES, October 2000, Percent: 0.7;
SES, September 2007, Number: 60;
SES, September 2007, Percent: 0.9;
GS-15, October 2000, Number: 470;
GS-15, October 2000, Percent: 0.9;
GS-15, September 2007, Number: 760;
GS-15, September 2007, Percent: 1.3;
GS-14, October 2000, Number: 884;
GS-14, October 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 2000, Number: 4,097;
SES, October 2000, Percent: 67.1;
SES, September 2007, Number: 3,976;
SES, September 2007, Percent: 60.7;
GS-15, October 2000, Number: 33,567;
GS-15, October 2000, Percent: 64.8;
GS-15, September 2007, Number: 32,931;
GS-15, September 2007, Percent: 56.5;
GS-14, October 2000, Number: 49,548;
GS-14, October 2000, Percent: 59.6;
GS-14, September 2007, Number: 46,787;
GS-14, September 2007, Percent: 51.5.
Equal employment opportunity (EEO) group: White Women;
SES, October 2000, Number: 1,164;
SES, October 2000, Percent: 19.1;
SES, September 2007, Number: 1,526;
SES, September 2007, Percent: 23.3;
GS-15, October 2000, Number: 10,062;
GS-15, October 2000, Percent: 19.4;
GS-15, September 2007, Number: 13,326;
GS-15, September 2007, Percent: 22.9;
GS-14, October 2000, Number: 18,759;
GS-14, October 2000, Percent: 22.6;
GS-14, September 2007, Number: 22,324;
GS-14, September 2007, Percent: 24.6.
Equal employment opportunity (EEO) group: Unspecified/other;
SES, October 2000, Number: 4;
SES, October 2000, Percent: 0.1;
SES, September 2007, Number: 16;
SES, September 2007, Percent: 0.2;
GS-15, October 2000, Number: 39;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 87;
GS-15, September 2007, Percent: 0.1;
GS-14, October 2000, Number: 75;
GS-14, October 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 2000, Number: 6,110;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 6,555;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 51,826;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 58,315;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 83,186;
GS-14, October 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 2000, Number: 845;
SES, October 2000, Percent: 13.8;
SES, September 2007, Number: 1,037;
SES, September 2007, Percent: 15.8;
GS-15, October 2000, Number: 8,158;
GS-15, October 2000, Percent: 15.7;
GS-15, September 2007, Number: 11,971;
GS-15, September 2007, Percent: 20.5;
GS-14, October 2000, Number: 14,804;
GS-14, October 2000, Percent: 17.8;
GS-14, September 2007, Number: 21,523;
GS-14, September 2007, Percent: 23.7.
Equal employment opportunity (EEO) group: Men;
SES, October 2000, Number: 4,666;
SES, October 2000, Percent: 76.4;
SES, September 2007, Number: 4,646;
SES, September 2007, Percent: 70.9;
GS-15, October 2000, Number: 38,816;
GS-15, October 2000, Percent: 74.9;
GS-15, September 2007, Number: 40,030;
GS-15, September 2007, Percent: 68.6;
GS-14, October 2000, Number: 58,071;
GS-14, October 2000, Percent: 69.8;
GS-14, September 2007, Number: 57,973;
GS-14, September 2007, Percent: 63.8.
Equal employment opportunity (EEO) group: Minority Men;
SES, October 2000, Number: 569;
SES, October 2000, Percent: 9.3;
SES, September 2007, Number: 660;
SES, September 2007, Percent: 10.1;
GS-15, October 2000, Number: 5,249;
GS-15, October 2000, Percent: 10.0;
GS-15, September 2007, Number: 7,040;
GS-15, September 2007, Percent: 12.1;
GS-14, October 2000, Number: 8,523;
GS-14, October 2000, Percent: 10.2;
GS-14, September 2007, Number: 11,060;
GS-14, September 2007, Percent: 12.2.
Equal employment opportunity (EEO) group: Women;
SES, October 2000, Number: 1,440;
SES, October 2000, Percent: 23.6;
SES, September 2007, Number: 1,909;
SES, September 2007, Percent: 29.1;
GS-15, October 2000, Number: 12,971;
GS-15, October 2000, Percent: 25.0;
GS-15, September 2007, Number: 18,285;
GS-15, September 2007, Percent: 31.4;
GS-14, October 2000, Number: 25,040;
GS-14, October 2000, Percent: 30.1;
GS-14, September 2007, Number: 32,861;
GS-14, September 2007, Percent: 36.2.
Equal employment opportunity (EEO) group: Minority Women;
SES, October 2000, Number: 276;
SES, October 2000, Percent: 4.5;
SES, September 2007, Number: 377;
SES, September 2007, Percent: 5.8;
GS-15, October 2000, Number: 2,909;
GS-15, October 2000, Percent: 5.6;
GS-15, September 2007, Number: 4,931;
GS-15, September 2007, Percent: 8.5;
GS-14, October 2000, Number: 6,281;
GS-14, October 2000, Percent: 7.6;
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 U.S. 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.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 8: 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 2000, Number: 28;
SES, October 2000, Percent: 9.9;
SES, September 2007, Number: 22;
SES, September 2007, Percent: 6.6;
GS-15, October 2000, Number: 72;
GS-15, October 2000, Percent: 4.0;
GS-15, September 2007, Number: 90;
GS-15, September 2007, Percent: 4.4;
GS-14, October 2000, Number: 122;
GS-14, October 2000, Percent: 3.5;
GS-14, September 2007, Number: 179;
GS-14, September 2007, Percent: 4.8.
Equal employment opportunity (EEO) group: African American Women;
SES, October 2000, Number: 11;
SES, October 2000, Percent: 3.9;
SES, September 2007, Number: 11;
SES, September 2007, Percent: 3.5;
GS-15, October 2000, Number: 53;
GS-15, October 2000, Percent: 2.9;
GS-15, September 2007, Number: 79;
GS-15, September 2007, Percent: 3.9;
GS-14, October 2000, Number: 153;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 0.7;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 0.9;
GS-15, October 2000, Number: 8;
GS-15, October 2000, Percent: 0.4;
GS-15, September 2007, Number: 14;
GS-15, September 2007, Percent: 0.7;
GS-14, October 2000, Number: 32;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.4;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.3;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 1;
GS-15, September 2007, Percent: 0.0.
GS-14, October 2000, Number: 8;
GS-14, October 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 2000, Number: 5;
SES, October 2000, Percent: 1.8;
SES, September 2007, Number: 8;
SES, September 2007, Percent: 2.5;
GS-15, October 2000, Number: 41;
GS-15, October 2000, Percent: 2.3;
GS-15, September 2007, Number: 74;
GS-15, September 2007, Percent: 3.6;
GS-14, October 2000, Number: 95;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 0.9;
GS-15, October 2000, Number: 7;
GS-15, October 2000, Percent: 0.4;
GS-15, September 2007, Number: 15;
GS-15, September 2007, Percent: 0.7;
GS-14, October 2000, Number: 35;
GS-14, October 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 2000, Number: 8;
SES, October 2000, Percent: 2.8;
SES, September 2007, Number: 9;
SES, September 2007, Percent: 2.8;
GS-15, October 2000, Number: 37;
GS-15, October 2000, Percent: 2.0;
GS-15, September 2007, Number: 59;
GS-15, September 2007, Percent: 2.9;
GS-14, October 2000, Number: 82;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 0.7;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 0.9;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 13;
GS-15, September 2007, Percent: 0.6;
GS-14, October 2000, Number: 22;
GS-14, October 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 2000, Number: 168;
SES, October 2000, Percent: 59.4;
SES, September 2007, Number: 186;
SES, September 2007, Percent: 58.5;
GS-15, October 2000, Number: 1,302;
GS-15, October 2000, Percent: 72.0;
GS-15, September 2007, Number: 1,294;
GS-15, September 2007, Percent: 63.4;
GS-14, October 2000, Number: 2,188;
GS-14, October 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 2000, Number: 58;
SES, October 2000, Percent: 20.5;
SES, September 2007, Number: 71;
SES, September 2007, Percent: 22.3;
GS-15, October 2000, Number: 283;
GS-15, October 2000, Percent: 15.6;
GS-15, September 2007, Number: 401;
GS-15, September 2007, Percent: 19.7;
GS-14, October 2000, Number: 695;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.3;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 7;
GS-14, October 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 2000, Number: 283;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 318;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 1,809;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 22,040;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 3,439;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 3,999;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 57;
SES, October 2000, Percent: 20.1;
SES, September 2007, Number: 60;
SES, September 2007, Percent: 18.9;
GS-15, October 2000, Number: 223;
GS-15, October 2000, Percent: 12.3;
GS-15, September 2007, Number: 345;
GS-15, September 2007, Percent: 16.9;
GS-14, October 2000, Number: 549;
GS-14, October 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 2000, Number: 211;
SES, October 2000, Percent: 74.6;
SES, September 2007, Number: 228;
SES, September 2007, Percent: 71.7;
GS-15, October 2000, Number: 1,460;
GS-15, October 2000, Percent: 80.7;
GS-15, September 2007, Number: 1,531;
GS-15, September 2007, Percent: 75.0;
GS-14, October 2000, Number: 2,519;
GS-14, October 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 2000, Number: 43;
SES, October 2000, Percent: 15.2;
SES, September 2007, Number: 42;
SES, September 2007, Percent: 13.2;
GS-15, October 2000, Number: 158;
GS-15, October 2000, Percent: 8.7;
GS-15, September 2007, Number: 237;
GS-15, September 2007, Percent: 11.6;
GS-14, October 2000, Number: 331;
GS-14, October 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 2000, Number: 72;
SES, October 2000, Percent: 25.4;
SES, September 2007, Number: 90;
SES, September 2007, Percent: 28.3;
GS-15, October 2000, Number: 348;
GS-15, October 2000, Percent: 19.2;
GS-15, September 2007, Number: 509;
GS-15, September 2007, Percent: 25.0;
GS-14, October 2000, Number: 913;
GS-14, October 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 2000, Number: 14;
SES, October 2000, Percent: 4.9;
SES, September 2007, Number: 18;
SES, September 2007, Percent: 5.7;
GS-15, October 2000, Number: 65;
GS-15, October 2000, Percent: 3.6;
GS-15, September 2007, Number: 108;
GS-15, September 2007, Percent: 5.3;
GS-14, October 2000, Number: 218;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 9: 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 2000, Number: 2;
SES, October 2000, Percent: 8.0;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 9.1;
GS-15, October 2000, Number: 24;
GS-15, October 2000, Percent: 5.7;
GS-15, September 2007, Number: 18;
GS-15, September 2007, Percent: 4.1;
GS-14, October 2000, Number: 23;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 4.0;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 18.2;
GS-15, October 2000, Number: 19;
GS-15, October 2000, Percent: 4.5;
GS-15, September 2007, Number: 28;
GS-15, September 2007, Percent: 6.4;
GS-14, October 2000, Number: 36;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 4.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.5;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 1;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0.
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 9;
GS-15, October 2000, Percent: 2.1;
GS-15, September 2007, Number: 10;
GS-15, September 2007, Percent: 2.3;
GS-14, October 2000, Number: 17;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 4.5;
GS-15, October 2000, Number: 6;
GS-15, October 2000, Percent: 1.4;
GS-15, September 2007, Number: 9;
GS-15, September 2007, Percent: 2.1;
GS-14, October 2000, Number: 10;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 4.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 4.5;
GS-15, October 2000, Number: 11;
GS-15, October 2000, Percent: 2.6;
GS-15, September 2007, Number: 13;
GS-15, September 2007, Percent: 3.0;
GS-14, October 2000, Number: 15;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 4;
GS-15, September 2007, Percent: 0.9;
GS-14, October 2000, Number: 3;
GS-14, October 2000, Percent: 0.5;
GS-14, September 2007, Number: 5;
GS-14, September 2007, Percent: 1.1.
Equal employment opportunity (EEO) group: White men;
SES, October 2000, Number: 16;
SES, October 2000, Percent: 64.0;
SES, September 2007, Number: 9;
SES, September 2007, Percent: 40.9;
GS-15, October 2000, Number: 257;
GS-15, October 2000, Percent: 60.6;
GS-15, September 2007, Number: 230;
GS-15, September 2007, Percent: 52.6;
GS-14, October 2000, Number: 290;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 16.0;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 22.7;
GS-15, October 2000, Number: 94;
GS-15, October 2000, Percent: 22.2;
GS-15, September 2007, Number: 125;
GS-15, September 2007, Percent: 28.6;
GS-14, October 2000, Number: 160;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 25;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 22;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 424;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 437;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 555;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 458;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 5;
SES, October 2000, Percent: 20.0;
SES, September 2007, Number: 8;
SES, September 2007, Percent: 36.4;
GS-15, October 2000, Number: 73;
GS-15, October 2000, Percent: 17.2;
GS-15, September 2007, Number: 82;
GS-15, September 2007, Percent: 18.8;
GS-14, October 2000, Number: 105;
GS-14, October 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 2000, Number: 20;
SES, October 2000, Percent: 80.0;
SES, September 2007, Number: 12;
SES, September 2007, Percent: 54.5;
GS-15, October 2000, Number: 303;
GS-15, October 2000, Percent: 71.5;
GS-15, September 2007, Number: 271;
GS-15, September 2007, Percent: 62.0;
GS-14, October 2000, Number: 346;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 16.0;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 13.6;
GS-15, October 2000, Number: 46;
GS-15, October 2000, Percent: 10.9;
GS-15, September 2007, Number: 41;
GS-15, September 2007, Percent: 9.4;
GS-14, October 2000, Number: 56;
GS-14, October 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 2000, Number: 5;
SES, October 2000, Percent: 20.0;
SES, September 2007, Number: 10;
SES, September 2007, Percent: 45.5;
GS-15, October 2000, Number: 121;
GS-15, October 2000, Percent: 28.5;
GS-15, September 2007, Number: 166;
GS-15, September 2007, Percent: 38.0;
GS-14, October 2000, Number: 209;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 4.0;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 22.7;
GS-15, October 2000, Number: 27;
GS-15, October 2000, Percent: 6.4;
GS-15, September 2007, Number: 41;
GS-15, September 2007, Percent: 9.4;
GS-14, October 2000, Number: 49;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 10: 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 2000, Number: 17;
SES, October 2000, Percent: 5.7;
SES, September 2007, Number: 17;
SES, September 2007, Percent: 5.4;
GS-15, October 2000, Number: 69;
GS-15, October 2000, Percent: 3.0;
GS-15, September 2007, Number: 105;
GS-15, September 2007, Percent: 3.6;
GS-14, October 2000, Number: 183;
GS-14, October 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 2000, Number: 5;
SES, October 2000, Percent: 1.7;
SES, September 2007, Number: 9;
SES, September 2007, Percent: 2.8;
GS-15, October 2000, Number: 53;
GS-15, October 2000, Percent: 2.3;
GS-15, September 2007, Number: 93;
GS-15, September 2007, Percent: 3.2;
GS-14, October 2000, Number: 177;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 0.7;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.3;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 7;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 10;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 7;
GS-15, September 2007, Percent: 0.2.
GS-14, October 2000, Number: 8;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.0;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 1.6;
GS-15, October 2000, Number: 111;
GS-15, October 2000, Percent: 4.8;
GS-15, September 2007, Number: 214;
GS-15, September 2007, Percent: 7.4;
GS-14, October 2000, Number: 335;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 1.0;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 1.6;
GS-15, October 2000, Number: 28;
GS-15, October 2000, Percent: 1.2;
GS-15, September 2007, Number: 79;
GS-15, September 2007, Percent: 2.7;
GS-14, October 2000, Number: 139;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.4;
SES, September 2007, Number: 7;
SES, September 2007, Percent: 2.2;
GS-15, October 2000, Number: 39;
GS-15, October 2000, Percent: 1.7;
GS-15, September 2007, Number: 52;
GS-15, September 2007, Percent: 1.8;
GS-14, October 2000, Number: 65;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 1.0;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 0.6;
GS-15, October 2000, Number: 14;
GS-15, October 2000, Percent: 0.6;
GS-15, September 2007, Number: 26;
GS-15, September 2007, Percent: 0.9;
GS-14, October 2000, Number: 43;
GS-14, October 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 2000, Number: 201;
SES, October 2000, Percent: 67.9;
SES, September 2007, Number: 197;
SES, September 2007, Percent: 62.3;
GS-15, October 2000, Number: 1,573;
GS-15, October 2000, Percent: 68.5;
GS-15, September 2007, Number: 11,726;
GS-15, September 2007, Percent: 59.8;
GS-14, October 2000, Number: 2,910;
GS-14, October 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 2000, Number: 58;
SES, October 2000, Percent: 19.6;
SES, September 2007, Number: 74;
SES, September 2007, Percent: 23.3;
GS-15, October 2000, Number: 408;
GS-15, October 2000, Percent: 17.8;
GS-15, September 2007, Number: 577;
GS-15, September 2007, Percent: 20.0;
GS-14, October 2000, Number: 923;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 1;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 2;
GS-14, October 2000, Percent: 0.0;
GS-14, September 2007, Number: 1;
GS-14, September 2007, Percent: 0.0.
Equal employment opportunity (EEO) group: Total[A];
SES, October 2000, Number: 296;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 317;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 2,298;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 2,887;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 4,795;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 6,906;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 37;
SES, October 2000, Percent: 12.5;
SES, September 2007, Number: 46;
SES, September 2007, Percent: 14.5;
GS-15, October 2000, Number: 316;
GS-15, October 2000, Percent: 13.8;
GS-15, September 2007, Number: 583;
GS-15, September 2007, Percent: 20.2;
GS-14, October 2000, Number: 960;
GS-14, October 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 2000, Number: 227;
SES, October 2000, Percent: 76.7;
SES, September 2007, Number: 227;
SES, September 2007, Percent: 54.5;
GS-15, October 2000, Number: 1,794;
GS-15, October 2000, Percent: 78.1;
GS-15, September 2007, Number: 2,105;
GS-15, September 2007, Percent: 72.9;
GS-14, October 2000, Number: 3,503;
GS-14, October 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 2000, Number: 26;
SES, October 2000, Percent: 8.8;
SES, September 2007, Number: 30;
SES, September 2007, Percent: 9.5;
GS-15, October 2000, Number: 221;
GS-15, October 2000, Percent: 9.6;
GS-15, September 2007, Number: 378;
GS-15, September 2007, Percent: 13.1;
GS-14, October 2000, Number: 593;
GS-14, October 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 2000, Number: 69;
SES, October 2000, Percent: 23.3;
SES, September 2007, Number: 90;
SES, September 2007, Percent: 28.4;
GS-15, October 2000, Number: 503;
GS-15, October 2000, Percent: 21.9;
GS-15, September 2007, Number: 782;
GS-15, September 2007, Percent: 27.1;
GS-14, October 2000, Number: 1,290;
GS-14, October 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 2000, Number: 11;
SES, October 2000, Percent: 3.7;
SES, September 2007, Number: 16;
SES, September 2007, Percent: 5.0;
GS-15, October 2000, Number: 95;
GS-15, October 2000, Percent: 4.1;
GS-15, September 2007, Number: 205;
GS-15, September 2007, Percent: 7.1;
GS-14, October 2000, Number: 367;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 11: 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 2000, Number: 21;
SES, October 2000, Percent: 1.8;
SES, September 2007, Number: 27;
SES, September 2007, Percent: 2.4;
GS-15, October 2000, Number: 231;
GS-15, October 2000, Percent: 2.1;
GS-15, September 2007, Number: 221;
GS-15, September 2007, Percent: 2.6;
GS-14, October 2000, Number: 604;
GS-14, October 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 2000, Number: 10;
SES, October 2000, Percent: 0.9;
SES, September 2007, Number: 16;
SES, September 2007, Percent: 1.4;
GS-15, October 2000, Number: 124;
GS-15, October 2000, Percent: 1.1;
GS-15, September 2007, Number: 122;
GS-15, September 2007, Percent: 1.5;
GS-14, October 2000, Number: 468;
GS-14, October 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 2000, Number: 6;
SES, October 2000, Percent: 0.5;
SES, September 2007, Number: 8;
SES, September 2007, Percent: 0.7;
GS-15, October 2000, Number: 50;
GS-15, October 2000, Percent: 0.4;
GS-15, September 2007, Number: 33;
GS-15, September 2007, Percent: 0.4;
GS-14, October 2000, Number: 72;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.1;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 0.2;
GS-15, October 2000, Number: 9;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 12;
GS-15, September 2007, Percent: 0.1;
GS-14, October 2000, Number: 24;
GS-14, October 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 2000, Number: 13;
SES, October 2000, Percent: 1.1;
SES, September 2007, Number: 15;
SES, September 2007, Percent: 1.3;
GS-15, October 2000, Number: 282;
GS-15, October 2000, Percent: 2.5;
GS-15, September 2007, Number: 307;
GS-15, September 2007, Percent: 3.7;
GS-14, October 2000, Number: 554;
GS-14, October 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 2000, Number: 9;
SES, October 2000, Percent: 0.8;
SES, September 2007, Number: 9;
SES, September 2007, Percent: 0.8;
GS-15, October 2000, Number: 37;
GS-15, October 2000, Percent: 0.3;
GS-15, September 2007, Number: 69;
GS-15, September 2007, Percent: 0.8;
GS-14, October 2000, Number: 141;
GS-14, October 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 2000, Number: 7;
SES, October 2000, Percent: 0.6;
SES, September 2007, Number: 12;
SES, September 2007, Percent: 1.1;
GS-15, October 2000, Number: 158;
GS-15, October 2000, Percent: 1.4;
GS-15, September 2007, Number: 173;
GS-15, September 2007, Percent: 2.1;
GS-14, October 2000, Number: 335;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 0.3;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 0.4;
GS-15, October 2000, Number: 28;
GS-15, October 2000, Percent: 0.3;
GS-15, September 2007, Number: 40;
GS-15, September 2007, Percent: 0.5;
GS-14, October 2000, Number: 104;
GS-14, October 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 2000, Number: 909;
SES, October 2000, Percent: 79.5;
SES, September 2007, Number: 802;
SES, September 2007, Percent: 71.4;
GS-15, October 2000, Number: 8,795;
GS-15, October 2000, Percent: 79.0;
GS-15, September 2007, Number: 6,173;
GS-15, September 2007, Percent: 73.7;
GS-14, October 2000, Number: 13,612;
GS-14, October 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 2000, Number: 163;
SES, October 2000, Percent: 14.2;
SES, September 2007, Number: 221;
SES, September 2007, Percent: 19.7;
GS-15, October 2000, Number: 1.409;
GS-15, October 2000, Percent: 12.7;
GS-15, September 2007, Number: 1,221;
GS-15, September 2007, Percent: 14.6;
GS-14, October 2000, Number: 3,409;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 0.2;
SES, September 2007, Number: 7;
SES, September 2007, Percent: 0.6;
GS-15, October 2000, Number: 14;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 5;
GS-15, September 2007, Percent: 0.1;
GS-14, October 2000, Number: 25;
GS-14, October 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 2000, Number: 1,144;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 1,123;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 11,137;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 8,376;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 19,348;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 15,435;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 70;
SES, October 2000, Percent: 6.1;
SES, September 2007, Number: 93;
SES, September 2007, Percent: 8.3;
GS-15, October 2000, Number: 919;
GS-15, October 2000, Percent: 8.3;
GS-15, September 2007, Number: 977;
GS-15, September 2007, Percent: 11.7;
GS-14, October 2000, Number: 2,302;
GS-14, October 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 2000, Number: 956;
SES, October 2000, Percent: 83.6;
SES, September 2007, Number: 869;
SES, September 2007, Percent: 77.4;
GS-15, October 2000, Number: 9,516;
GS-15, October 2000, Percent: 85.4;
GS-15, September 2007, Number: 6,911;
GS-15, September 2007, Percent: 82.5;
GS-14, October 2000, Number: 15,177;
GS-14, October 2000, Percent: 78.4;
GS-14, September 2007, Number: 11,756;
GS-14, September 2007, Percent: 76.2.
Equal employment opportunity (EEO) group: Minority Men;
SES, October 2000, Number: 47;
SES, October 2000, Percent: 4.1;
SES, September 2007, Number: 62;
SES, September 2007, Percent: 5.5;
GS-15, October 2000, Number: 721;
GS-15, October 2000, Percent: 6.5;
GS-15, September 2007, Number: 734;
GS-15, September 2007, Percent: 8.8;
GS-14, October 2000, Number: 1,565;
GS-14, October 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 2000, Number: 186;
SES, October 2000, Percent: 16.3;
SES, September 2007, Number: 254;
SES, September 2007, Percent: 22.6;
GS-15, October 2000, Number: 1,607;
GS-15, October 2000, Percent: 14.4;
GS-15, September 2007, Number: 1,465;
GS-15, September 2007, Percent: 17.5;
GS-14, October 2000, Number: 4.146;
GS-14, October 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 2000, Number: 23;
SES, October 2000, Percent: 2.0;
SES, September 2007, Number: 31;
SES, September 2007, Percent: 2.8;
GS-15, October 2000, Number: 198;
GS-15, October 2000, Percent: 1.8;
GS-15, September 2007, Number: 243;
GS-15, September 2007, Percent: 2.9;
GS-14, October 2000, Number: 737;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 12: 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 2000, Number: 8;
SES, October 2000, Percent: 13.3;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 4.5;
GS-15, October 2000, Number: 31;
GS-15, October 2000, Percent: 6.7;
GS-15, September 2007, Number: 30;
GS-15, September 2007, Percent: 6.3;
GS-14, October 2000, Number: 68;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.7;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 7.6;
GS-15, October 2000, Number: 40;
GS-15, October 2000, Percent: 8.7;
GS-15, September 2007, Number: 51;
GS-15, September 2007, Percent: 10.8;
GS-14, October 2000, Number: 117;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.7;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 2;
GS-15, September 2007, Percent: 0.4;
GS-14, October 2000, Number: 3;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 0.9;
GS-15, September 2007, Number: 4;
GS-15, September 2007, Percent: 0.8;
GS-14, October 2000, Number: 3;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.7;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 1.5;
GS-15, October 2000, Number: 7;
GS-15, October 2000, Percent: 1.5;
GS-15, September 2007, Number: 8;
GS-15, September 2007, Percent: 1.7;
GS-14, October 2000, Number: 10;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.7;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 1.5;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 3;
GS-15, September 2007, Percent: 0.6;
GS-14, October 2000, Number: 10;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.7;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 8;
GS-15, October 2000, Percent: 1.7;
GS-15, September 2007, Number: 7;
GS-15, September 2007, Percent: 1.5;
GS-14, October 2000, Number: 9;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 6;
GS-15, October 2000, Percent: 1.3;
GS-15, September 2007, Number: 5;
GS-15, September 2007, Percent: 1.1;
GS-14, October 2000, Number: 12;
GS-14, October 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 2000, Number: 32;
SES, October 2000, Percent: 53.3;
SES, September 2007, Number: 38;
SES, September 2007, Percent: 57.6;
GS-15, October 2000, Number: 212;
GS-15, October 2000, Percent: 46.1;
GS-15, September 2007, Number: 187;
GS-15, September 2007, Percent: 39.5;
GS-14, October 2000, Number: 300;
GS-14, October 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 2000, Number: 15;
SES, October 2000, Percent: 25.0;
SES, September 2007, Number: 18;
SES, September 2007, Percent: 27.3;
GS-15, October 2000, Number: 150;
GS-15, October 2000, Percent: 32.6;
GS-15, September 2007, Number: 177;
GS-15, September 2007, Percent: 37.3;
GS-14, October 2000, Number: 254;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 60;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 66;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 460;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 474;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 786;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 848;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 13;
SES, October 2000, Percent: 21.7;
SES, September 2007, Number: 10;
SES, September 2007, Percent: 15.2;
GS-15, October 2000, Number: 98;
GS-15, October 2000, Percent: 21.3;
GS-15, September 2007, Number: 110;
GS-15, September 2007, Percent: 23.2;
GS-14, October 2000, Number: 232;
GS-14, October 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 2000, Number: 43;
SES, October 2000, Percent: 71.7;
SES, September 2007, Number: 42;
SES, September 2007, Percent: 63.6;
GS-15, October 2000, Number: 259;
GS-15, October 2000, Percent: 56.3;
GS-15, September 2007, Number: 234;
GS-15, September 2007, Percent: 49.4;
GS-14, October 2000, Number: 390;
GS-14, October 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 2000, Number: 11;
SES, October 2000, Percent: 18.3;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 6.1;
GS-15, October 2000, Number: 47;
GS-15, October 2000, Percent: 10.2;
GS-15, September 2007, Number: 47;
GS-15, September 2007, Percent: 9.9;
GS-14, October 2000, Number: 90;
GS-14, October 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 2000, Number: 17;
SES, October 2000, Percent: 28.3;
SES, September 2007, Number: 24;
SES, September 2007, Percent: 36.4;
GS-15, October 2000, Number: 201;
GS-15, October 2000, Percent: 43.7;
GS-15, September 2007, Number: 240;
GS-15, September 2007, Percent: 50.6;
GS-14, October 2000, Number: 396;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 3.3;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 9.1;
GS-15, October 2000, Number: 51;
GS-15, October 2000, Percent: 11.1;
GS-15, September 2007, Number: 63;
GS-15, September 2007, Percent: 13.3;
GS-14, October 2000, Number: 142;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 13: 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 2000, Number: 14;
SES, October 2000, Percent: 3.6;
SES, September 2007, Number: 16;
SES, September 2007, Percent: 3.8;
GS-15, October 2000, Number: 65;
GS-15, October 2000, Percent: 3.3;
GS-15, September 2007, Number: 68;
GS-15, September 2007, Percent: 3.4;
GS-14, October 2000, Number: 84;
GS-14, October 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 2000, Number: 5;
SES, October 2000, Percent: 1.3;
SES, September 2007, Number: 7;
SES, September 2007, Percent: 1.7;
GS-15, October 2000, Number: 44;
GS-15, October 2000, Percent: 2.2;
GS-15, September 2007, Number: 65;
GS-15, September 2007, Percent: 3.3;
GS-14, October 2000, Number: 106;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 0.8;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 0.5;
GS-15, October 2000, Number: 7;
GS-15, October 2000, Percent: 0.4;
GS-15, September 2007, Number: 13;
GS-15, September 2007, Percent: 0.7;
GS-14, October 2000, Number: 20;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 0.5;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 3;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 8;
GS-14, October 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 2000, Number: 8;
SES, October 2000, Percent: 2.0;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 1.2;
GS-15, October 2000, Number: 59;
GS-15, October 2000, Percent: 3.0;
GS-15, September 2007, Number: 85;
GS-15, September 2007, Percent: 4.3;
GS-14, October 2000, Number: 128;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.3;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 1.4;
GS-15, October 2000, Number: 14;
GS-15, October 2000, Percent: 0.7;
GS-15, September 2007, Number: 29;
GS-15, September 2007, Percent: 1.5;
GS-14, October 2000, Number: 29;
GS-14, October 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 2000, Number: 9;
SES, October 2000, Percent: 2.3;
SES, September 2007, Number: 17;
SES, September 2007, Percent: 4.0;
GS-15, October 2000, Number: 42;
GS-15, October 2000, Percent: 2.1;
GS-15, September 2007, Number: 42;
GS-15, September 2007, Percent: 2.1;
GS-14, October 2000, Number: 91;
GS-14, October 2000, Percent: 3.2;
GS-14, September 2007, Number: 95;
GS-14, September 2007, Percent: 3.4.
Equal employment opportunity (EEO) group: Hispanic Women;
SES, October 2000, Number: 2;
SES, October 2000, Percent: 0.5;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 1.2;
GS-15, October 2000, Number: 10;
GS-15, October 2000, Percent: 0.5;
GS-15, September 2007, Number: 21;
GS-15, September 2007, Percent: 1.1;
GS-14, October 2000, Number: 34;
GS-14, October 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 2000, Number: 283;
SES, October 2000, Percent: 72.4;
SES, September 2007, Number: 285;
SES, September 2007, Percent: 67.7;
GS-15, October 2000, Number: 1,429;
GS-15, October 2000, Percent: 71.5;
GS-15, September 2007, Number: 1,230;
GS-15, September 2007, Percent: 62.3;
GS-14, October 2000, Number: 1,731;
GS-14, October 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 2000, Number: 66;
SES, October 2000, Percent: 16.9;
SES, September 2007, Number: 76;
SES, September 2007, Percent: 18.1;
GS-15, October 2000, Number: 325;
GS-15, October 2000, Percent: 16.3;
GS-15, September 2007, Number: 418;
GS-15, September 2007, Percent: 21.2;
GS-14, October 2000, Number: 573;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 1;
GS-15, September 2007, Percent: 0.1;
GS-14, October 2000, Number: 2;
GS-14, October 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 2000, Number: 391;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 421;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 1,999;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 1,975;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 2,806;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 2,709;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 42;
SES, October 2000, Percent: 10.7;
SES, September 2007, Number: 60;
SES, September 2007, Percent: 14.3;
GS-15, October 2000, Number: 244;
GS-15, October 2000, Percent: 12.2;
GS-15, September 2007, Number: 326;
GS-15, September 2007, Percent: 16.5;
GS-14, October 2000, Number: 500;
GS-14, October 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 2000, Number: 317;
SES, October 2000, Percent: 81.1;
SES, September 2007, Number: 325;
SES, September 2007, Percent: 77.2;
GS-15, October 2000, Number: 1,602;
GS-15, October 2000, Percent: 80.1;
GS-15, September 2007, Number: 1,439;
GS-15, September 2007, Percent: 72.9;
GS-14, October 2000, Number: 2,054;
GS-14, October 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 2000, Number: 34;
SES, October 2000, Percent: 8.7;
SES, September 2007, Number: 40;
SES, September 2007, Percent: 9.5;
GS-15, October 2000, Number: 173;
GS-15, October 2000, Percent: 8.7;
GS-15, September 2007, Number: 208;
GS-15, September 2007, Percent: 10.5;
GS-14, October 2000, Number: 323;
GS-14, October 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 2000, Number: 74;
SES, October 2000, Percent: 18.9;
SES, September 2007, Number: 96;
SES, September 2007, Percent: 22.8;
GS-15, October 2000, Number: 396;
GS-15, October 2000, Percent: 19.8;
GS-15, September 2007, Number: 536;
GS-15, September 2007, Percent: 27.1;
GS-14, October 2000, Number: 750;
GS-14, October 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 2000, Number: 8;
SES, October 2000, Percent: 2.0;
SES, September 2007, Number: 20;
SES, September 2007, Percent: 4.8;
GS-15, October 2000, Number: 71;
GS-15, October 2000, Percent: 3.6;
GS-15, September 2007, Number: 118;
GS-15, September 2007, Percent: 6.0;
GS-14, October 2000, Number: 177;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 14: 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 2000, Number: 18;
SES, October 2000, Percent: 7.1;
SES, September 2007, Number: 14;
SES, September 2007, Percent: 5.4;
GS-15, October 2000, Number: 41;
GS-15, October 2000, Percent: 2.3;
GS-15, September 2007, Number: 61;
GS-15, September 2007, Percent: 2.6;
GS-14, October 2000, Number: 102;
GS-14, October 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 2000, Number: 5;
SES, October 2000, Percent: 2.0;
SES, September 2007, Number: 10;
SES, September 2007, Percent: 3.8;
GS-15, October 2000, Number: 80;
GS-15, October 2000, Percent: 4.4;
GS-15, September 2007, Number: 132;
GS-15, September 2007, Percent: 5/7;
GS-14, October 2000, Number: 201;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 6;
GS-15, September 2007, Percent: 0.3;
GS-14, October 2000, Number: 7;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.4;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 4;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 5;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 0.8;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 1.1;
GS-15, October 2000, Number: 30;
GS-15, October 2000, Percent: 1.7;
GS-15, September 2007, Number: 46;
GS-15, September 2007, Percent: 2.0;
GS-14, October 2000, Number: 78;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 1.6;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 1.5;
GS-15, October 2000, Number: 14;
GS-15, October 2000, Percent: 0.8;
GS-15, September 2007, Number: 37;
GS-15, September 2007, Percent: 1.6;
GS-14, October 2000, Number: 49;
GS-14, October 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 2000, Number: 9;
SES, October 2000, Percent: 3.5;
SES, September 2007, Number: 11;
SES, September 2007, Percent: 4.2;
GS-15, October 2000, Number: 27;
GS-15, October 2000, Percent: 1.5;
GS-15, September 2007, Number: 46;
GS-15, September 2007, Percent: 2.0;
GS-14, October 2000, Number: 63;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.4;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 0.8;
GS-15, October 2000, Number: 14;
GS-15, October 2000, Percent: 0.8;
GS-15, September 2007, Number: 40;
GS-15, September 2007, Percent: 1.7;
GS-14, October 2000, Number: 48;
GS-14, October 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 2000, Number: 150;
SES, October 2000, Percent: 58.8;
SES, September 2007, Number: 134;
SES, September 2007, Percent: 51.3;
GS-15, October 2000, Number: 1,086;
GS-15, October 2000, Percent: 60.2;
GS-15, September 2007, Number: 1,211;
GS-15, September 2007, Percent: 52.2;
GS-14, October 2000, Number: 1,558;
GS-14, October 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 2000, Number: 66;
SES, October 2000, Percent: 25.9;
SES, September 2007, Number: 81;
SES, September 2007, Percent: 31.0;
GS-15, October 2000, Number: 508;
GS-15, October 2000, Percent: 28.1;
GS-15, September 2007, Number: 728;
GS-15, September 2007, Percent: 31.4;
GS-14, October 2000, Number: 890;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.4;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 9;
GS-15, September 2007, Percent: 0.4;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 255;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 261;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 1,805;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 2,320;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 3,001;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 2,913;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 39;
SES, October 2000, Percent: 15.3;
SES, September 2007, Number: 45;
SES, September 2007, Percent: 17.2;
GS-15, October 2000, Number: 210;
GS-15, October 2000, Percent: 11.6;
GS-15, September 2007, Number: 372;
GS-15, September 2007, Percent: 16.0;
GS-14, October 2000, Number: 553;
GS-14, October 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 2000, Number: 179;
SES, October 2000, Percent: 70.2;
SES, September 2007, Number: 163;
SES, September 2007, Percent: 62.5;
GS-15, October 2000, Number: 1,186;
GS-15, October 2000, Percent: 65.7;
GS-15, September 2007, Number: 1,377;
GS-15, September 2007, Percent: 59.4;
GS-14, October 2000, Number: 1,808;
GS-14, October 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 2000, Number: 29;
SES, October 2000, Percent: 11.4;
SES, September 2007, Number: 28;
SES, September 2007, Percent: 10.7;
GS-15, October 2000, Number: 100;
GS-15, October 2000, Percent: 5.5;
GS-15, September 2007, Number: 159;
GS-15, September 2007, Percent: 6.9;
GS-14, October 2000, Number: 250;
GS-14, October 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 2000, Number: 76;
SES, October 2000, Percent: 29.8;
SES, September 2007, Number: 98;
SES, September 2007, Percent: 37.5;
GS-15, October 2000, Number: 618;
GS-15, October 2000, Percent: 34.2;
GS-15, September 2007, Number: 943;
GS-15, September 2007, Percent: 40.6;
GS-14, October 2000, Number: 1,193;
GS-14, October 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 2000, Number: 10;
SES, October 2000, Percent: 3.9;
SES, September 2007, Number: 17;
SES, September 2007, Percent: 6.5;
GS-15, October 2000, Number: 110;
GS-15, October 2000, Percent: 6.1;
GS-15, September 2007, Number: 213;
GS-15, September 2007, Percent: 9.2;
GS-14, October 2000, Number: 303;
GS-14, October 2000, Percent: 10.1;
GS-14, September 2007, Number: 383;
GS-14, September 2007, Percent: 13.1.
Source: GAO analysis of the Office of Personnel Management‘s Central
Personnel Data File.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 15: 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 2000, Number: 6;
SES, October 2000, Percent: 7.1;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 3.8;
GS-15, October 2000, Number: 28;
GS-15, October 2000, Percent: 4.7;
GS-15, September 2007, Number: 34;
GS-15, September 2007, Percent: 5.4;
GS-14, October 2000, Number: 85;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 4.8;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 6.3;
GS-15, October 2000, Number: 31;
GS-15, October 2000, Percent: 5.2;
GS-15, September 2007, Number: 52;
GS-15, September 2007, Percent: 8.2;
GS-14, October 2000, Number: 125;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 0.5;
GS-15, September 2007, Number: 2;
GS-15, September 2007, Percent: 0.3;
GS-14, October 2000, Number: 4;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 1;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 2;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 1.3;
GS-15, October 2000, Number: 6;
GS-15, October 2000, Percent: 1.0;
GS-15, September 2007, Number: 11;
GS-15, September 2007, Percent: 1.7;
GS-14, October 2000, Number: 31;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.2;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 0.7;
GS-15, September 2007, Number: 11;
GS-15, September 2007, Percent: 1.7;
GS-14, October 2000, Number: 14;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 1.3;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 0.5;
GS-15, September 2007, Number: 10;
GS-15, September 2007, Percent: 1.6;
GS-14, October 2000, Number: 16;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.2;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 2.5;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 0.7;
GS-15, September 2007, Number: 7;
GS-15, September 2007, Percent: 1.1;
GS-14, October 2000, Number: 13;
GS-14, October 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 2000, Number: 54;
SES, October 2000, Percent: 64.3;
SES, September 2007, Number: 52;
SES, September 2007, Percent: 65.0;
GS-15, October 2000, Number: 383;
GS-15, October 2000, Percent: 64.4;
GS-15, September 2007, Number: 323;
GS-15, September 2007, Percent: 51.1;
GS-14, October 2000, Number: 656;
GS-14, October 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 2000, Number: 18;
SES, October 2000, Percent: 21.4;
SES, September 2007, Number: 16;
SES, September 2007, Percent: 20.0;
GS-15, October 2000, Number: 133;
GS-15, October 2000, Percent: 22.4;
GS-15, September 2007, Number: 178;
GS-15, September 2007, Percent: 28.2;
GS-14, October 2000, Number: 359;
GS-14, October 2000, Percent: 27.5;
GS-14, September 2007, Number: 423;
GS-14, September 2007, Percent: 26.6.
Equal employment opportunity (EEO) group: Unspecified/other;
SES, October 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 3;
GS-15, September 2007, Percent: 0.5;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 84;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 80;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 595;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 632;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 1,305;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 1,593;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 12;
SES, October 2000, Percent: 14.3;
SES, September 2007, Number: 12;
SES, September 2007, Percent: 15.0;
GS-15, October 2000, Number: 79;
GS-15, October 2000, Percent: 13.3;
GS-15, September 2007, Number: 128;
GS-15, September 2007, Percent: 20.3;
GS-14, October 2000, Number: 290;
GS-14, October 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 2000, Number: 60;
SES, October 2000, Percent: 71.4;
SES, September 2007, Number: 57;
SES, September 2007, Percent: 71.3;
GS-15, October 2000, Number: 423;
GS-15, October 2000, Percent: 71.1;
GS-15, September 2007, Number: 383;
GS-15, September 2007, Percent: 60.6;
GS-14, October 2000, Number: 792;
GS-14, October 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 2000, Number: 6;
SES, October 2000, Percent: 7.1;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 6.3;
GS-15, October 2000, Number: 40;
GS-15, October 2000, Percent: 6.7;
GS-15, September 2007, Number: 57;
GS-15, September 2007, Percent: 9.0;
GS-14, October 2000, Number: 136;
GS-14, October 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 2000, Number: 24;
SES, October 2000, Percent: 28.6;
SES, September 2007, Number: 23;
SES, September 2007, Percent: 28.8;
GS-15, October 2000, Number: 172;
GS-15, October 2000, Percent: 28.9;
GS-15, September 2007, Number: 249;
GS-15, September 2007, Percent: 39.4;
GS-14, October 2000, Number: 513;
GS-14, October 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 2000, Number: 6;
SES, October 2000, Percent: 7.1;
SES, September 2007, Number: 7;
SES, September 2007, Percent: 8.8;
GS-15, October 2000, Number: 39;
GS-15, October 2000, Percent: 6.6;
GS-15, September 2007, Number: 71;
GS-15, September 2007, Percent: 11.2;
GS-14, October 2000, Number: 154;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 16: 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 2000, Number: 22;
SES, October 2000, Percent: 5.5;
SES, September 2007, Number: 18;
SES, September 2007, Percent: 5.1;
GS-15, October 2000, Number: 137;
GS-15, October 2000, Percent: 3.9;
GS-15, September 2007, Number: 161;
GS-15, September 2007, Percent: 3.7;
GS-14, October 2000, Number: 225;
GS-14, October 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 2000, Number: 27;
SES, October 2000, Percent: 6.8;
SES, September 2007, Number: 24;
SES, September 2007, Percent: 6.7;
GS-15, October 2000, Number: 139;
GS-15, October 2000, Percent: 4.0;
GS-15, September 2007, Number: 221;
GS-15, September 2007, Percent: 5.0;
GS-14, October 2000, Number: 359;
GS-14, October 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 2000, Number: 11;
SES, October 2000, Percent: 2.8;
SES, September 2007, Number: 12;
SES, September 2007, Percent: 3.4;
GS-15, October 2000, Number: 46;
GS-15, October 2000, Percent: 1.3;
GS-15, September 2007, Number: 60;
GS-15, September 2007, Percent: 1.4;
GS-14, October 2000, Number: 73;
GS-14, October 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 2000, Number: 6;
SES, October 2000, Percent: 1.5;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 1.7;
GS-15, October 2000, Number: 29;
GS-15, October 2000, Percent: 0.8;
GS-15, September 2007, Number: 50;
GS-15, September 2007, Percent: 1.1;
GS-14, October 2000, Number: 83;
GS-14, October 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 2000, Number: 6;
SES, October 2000, Percent: 1.5;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 0.8;
GS-15, October 2000, Number: 202;
GS-15, October 2000, Percent: 3.9;
GS-15, September 2007, Number: 144;
GS-15, September 2007, Percent: 3.3;
GS-14, October 2000, Number: 223;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 0.8;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 1.1;
GS-15, October 2000, Number: 49;
GS-15, October 2000, Percent: 1.4;
GS-15, September 2007, Number: 116;
GS-15, September 2007, Percent: 2.6;
GS-14, October 2000, Number: 158;
GS-14, October 2000, Percent: 2.7;
GS-14, September 2007, Number: 316;
GS-14, September 2007, Percent: 4.3.
Equal employment opportunity (EEO) group: Hispanic men;
SES, October 2000, Number: 5;
SES, October 2000, Percent: 1.3;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 1.7;
GS-15, October 2000, Number: 53;
GS-15, October 2000, Percent: 1.5;
GS-15, September 2007, Number: 74;
GS-15, September 2007, Percent: 1.7;
GS-14, October 2000, Number: 103;
GS-14, October 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 2000, Number: 5;
SES, October 2000, Percent: 1.3;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 38;
GS-15, October 2000, Percent: 1.1;
GS-15, September 2007, Number: 59;
GS-15, September 2007, Percent: 1.3;
GS-14, October 2000, Number: 56;
GS-14, October 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 2000, Number: 211;
SES, October 2000, Percent: 52.9;
SES, September 2007, Number: 160;
SES, September 2007, Percent: 44.9;
GS-15, October 2000, Number: 1,774;
GS-15, October 2000, Percent: 50.9;
GS-15, September 2007, Number: 1,886;
GS-15, September 2007, Percent: 43.0;
GS-14, October 2000, Number: 2,450;
GS-14, October 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 2000, Number: 103;
SES, October 2000, Percent: 25.8;
SES, September 2007, Number: 123;
SES, September 2007, Percent: 34.6;
GS-15, October 2000, Number: 1,118;
GS-15, October 2000, Percent: 32.1;
GS-15, September 2007, Number: 1,610;
GS-15, September 2007, Percent: 36.7;
GS-14, October 2000, Number: 2,024;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 10;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 10;
GS-14, October 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 2000, Number: 399;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 356;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 3,488;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 4,391;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 5,764;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 7,317;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 85;
SES, October 2000, Percent: 21.3;
SES, September 2007, Number: 73;
SES, September 2007, Percent: 20.5;
GS-15, October 2000, Number: 592;
GS-15, October 2000, Percent: 17.0;
GS-15, September 2007, Number: 885;
GS-15, September 2007, Percent: 20.2;
GS-14, October 2000, Number: 1,280;
GS-14, October 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 2000, Number: 255;
SES, October 2000, Percent: 63.9;
SES, September 2007, Number: 199;
SES, September 2007, Percent: 55.9;
GS-15, October 2000, Number: 2,111;
GS-15, October 2000, Percent: 60.5;
GS-15, September 2007, Number: 2,329;
GS-15, September 2007, Percent: 53.0;
GS-14, October 2000, Number: 3,074;
GS-14, October 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 2000, Number: 44;
SES, October 2000, Percent: 11.0;
SES, September 2007, Number: 39;
SES, September 2007, Percent: 11.0;
GS-15, October 2000, Number: 337;
GS-15, October 2000, Percent: 9.7;
GS-15, September 2007, Number: 439;
GS-15, September 2007, Percent: 10.0;
GS-14, October 2000, Number: 624;
GS-14, October 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 2000, Number: 144;
SES, October 2000, Percent: 36.1;
SES, September 2007, Number: 157;
SES, September 2007, Percent: 44.1;
GS-15, October 2000, Number: 1,373;
GS-15, October 2000, Percent: 39.4;
GS-15, September 2007, Number: 2,062;
GS-15, September 2007, Percent: 47.0;
GS-14, October 2000, Number: 2,680;
GS-14, October 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 2000, Number: 41;
SES, October 2000, Percent: 10.3;
SES, September 2007, Number: 34;
SES, September 2007, Percent: 9.6;
GS-15, October 2000, Number: 255;
GS-15, October 2000, Percent: 7.3;
GS-15, September 2007, Number: 446;
GS-15, September 2007, Percent: 10.2;
GS-14, October 2000, Number: 656;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 17: 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 13;
SES, September 2007, Percent: 4.0;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 140;
GS-15, September 2007, Percent: 4.6;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 7;
SES, September 2007, Percent: 2.2;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 146;
GS-15, September 2007, Percent: 4.8;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.3;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 12;
GS-15, September 2007, Percent: 0.4;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 4;
GS-15, September 2007, Percent: 0.1;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.3;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 46;
GS-15, September 2007, Percent: 1.5;
GS-14, October 2000, Number: [B];
GS-14, October 2000, Percent: [B];
GS-14, September 2007, Number: 158;
GS-14, September 2007, Percent: 2.2.
Equal employment opportunity (EEO) group: Asian/Pacific Islander Women;
SES, October 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.3;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 27;
GS-15, September 2007, Percent: 0.9;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 18;
SES, September 2007, Percent: 5.5;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 134;
GS-15, September 2007, Percent: 4.4;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 2;
SES, September 2007, Percent: 0.6;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 60;
GS-15, September 2007, Percent: 2.0;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 207;
SES, September 2007, Percent: 63.7;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 1,728;
GS-15, September 2007, Percent: 57.0;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 75;
SES, September 2007, Percent: 23.1;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 733;
GS-15, September 2007, Percent: 24.2;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 2;
GS-15, September 2007, Percent: 0.1;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 325;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 3,032;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: [B];
GS-14, October 2000, Percent: [B];
GS-14, September 2007, Number: 7,075;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 43;
SES, September 2007, Percent: 13.2;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 569;
GS-15, September 2007, Percent: 18.8;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 240;
SES, September 2007, Percent: 73.8;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 2,061;
GS-15, September 2007, Percent: 68.0;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 33;
SES, September 2007, Percent: 10.2;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 332;
GS-15, September 2007, Percent: 10.9;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 85;
SES, September 2007, Percent: 26.2;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 971;
GS-15, September 2007, Percent: 32.0;
GS-14, October 2000, Number: [B];
GS-14, October 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 2000, Number: [B];
SES, October 2000, Percent: [B];
SES, September 2007, Number: 10;
SES, September 2007, Percent: 3.1;
GS-15, October 2000, Number: [B];
GS-15, October 2000, Percent: [B];
GS-15, September 2007, Number: 237;
GS-15, September 2007, Percent: 7.8;
GS-14, October 2000, Number: [B];
GS-14, October 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.
[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, 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.
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.
[End of table]
Table 18: 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 2000, Number: 9;
SES, October 2000, Percent: 12.3;
SES, September 2007, Number: 12;
SES, September 2007, Percent: 13.5;
GS-15, October 2000, Number: 100;
GS-15, October 2000, Percent: 11.7;
GS-15, September 2007, Number: 111;
GS-15, September 2007, Percent: 12.0;
GS-14, October 2000, Number: 134;
GS-14, October 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 2000, Number: 11;
SES, October 2000, Percent: 15.1;
SES, September 2007, Number: 18;
SES, September 2007, Percent: 20.2;
GS-15, October 2000, Number: 112;
GS-15, October 2000, Percent: 13.1;
GS-15, September 2007, Number: 177;
GS-15, September 2007, Percent: 19.1;
GS-14, October 2000, Number: 221;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.4;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 1.1;
GS-15, October 2000, Number: 7;
GS-15, October 2000, Percent: 0.8;
GS-15, September 2007, Number: 9;
GS-15, September 2007, Percent: 1.0;
GS-14, October 2000, Number: 9;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.4;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 1;
GS-15, September 2007, Percent: 0.1;
GS-14, October 2000, Number: 2;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 1.1;
GS-15, October 2000, Number: 12;
GS-15, October 2000, Percent: 1.4;
GS-15, September 2007, Number: 22;
GS-15, September 2007, Percent: 2.4;
GS-14, October 2000, Number: 26;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 2.2;
GS-15, October 2000, Number: 9;
GS-15, October 2000, Percent: 1.1;
GS-15, September 2007, Number: 11;
GS-15, September 2007, Percent: 1.2;
GS-14, October 2000, Number: 18;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 2.7;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 3.4;
GS-15, October 2000, Number: 21;
GS-15, October 2000, Percent: 2.5;
GS-15, September 2007, Number: 28;
GS-15, September 2007, Percent: 3.0;
GS-14, October 2000, Number: 47;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 2.7;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 2.2;
GS-15, October 2000, Number: 22;
GS-15, October 2000, Percent: 2.6;
GS-15, September 2007, Number: 20;
GS-15, September 2007, Percent: 2.2;
GS-14, October 2000, Number: 22;
GS-14, October 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 2000, Number: 40;
SES, October 2000, Percent: 54.8;
SES, September 2007, Number: 38;
SES, September 2007, Percent: 42.7;
GS-15, October 2000, Number: 398;
GS-15, October 2000, Percent: 46.5;
GS-15, September 2007, Number: 357;
GS-15, September 2007, Percent: 38.6;
GS-14, October 2000, Number: 545;
GS-14, October 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 2000, Number: 7;
SES, October 2000, Percent: 9.6;
SES, September 2007, Number: 12;
SES, September 2007, Percent: 13.5;
GS-15, October 2000, Number: 175;
GS-15, October 2000, Percent: 20.4;
GS-15, September 2007, Number: 188;
GS-15, September 2007, Percent: 20.3;
GS-14, October 2000, Number: 301;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 2;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 73;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 89;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 856;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 926;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 1,325;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 1,403;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 26;
SES, October 2000, Percent: 35.6;
SES, September 2007, Number: 39;
SES, September 2007, Percent: 43.8;
GS-15, October 2000, Number: 283;
GS-15, October 2000, Percent: 33.1;
GS-15, September 2007, Number: 379;
GS-15, September 2007, Percent: 40.9;
GS-14, October 2000, Number: 479;
GS-14, October 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 2000, Number: 52;
SES, October 2000, Percent: 71.2;
SES, September 2007, Number: 55;
SES, September 2007, Percent: 61.8;
GS-15, October 2000, Number: 538;
GS-15, October 2000, Percent: 62.9;
GS-15, September 2007, Number: 528;
GS-15, September 2007, Percent: 57.0;
GS-14, October 2000, Number: 761;
GS-14, October 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 2000, Number: 12;
SES, October 2000, Percent: 16.4;
SES, September 2007, Number: 17;
SES, September 2007, Percent: 19.1;
GS-15, October 2000, Number: 140;
GS-15, October 2000, Percent: 16.4;
GS-15, September 2007, Number: 170;
GS-15, September 2007, Percent: 18.4;
GS-14, October 2000, Number: 216;
GS-14, October 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 2000, Number: 21;
SES, October 2000, Percent: 28.8;
SES, September 2007, Number: 34;
SES, September 2007, Percent: 38.2;
GS-15, October 2000, Number: 318;
GS-15, October 2000, Percent: 37.1;
GS-15, September 2007, Number: 398;
GS-15, September 2007, Percent: 43.0;
GS-14, October 2000, Number: 564;
GS-14, October 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 2000, Number: 14;
SES, October 2000, Percent: 19.2;
SES, September 2007, Number: 22;
SES, September 2007, Percent: 24.7;
GS-15, October 2000, Number: 143;
GS-15, October 2000, Percent: 16.7;
GS-15, September 2007, Number: 209;
GS-15, September 2007, Percent: 22.6;
GS-14, October 2000, Number: 263;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 19: 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 2000, Number: 4;
SES, October 2000, Percent: 2.1;
SES, September 2007, Number: 8;
SES, September 2007, Percent: 3.6;
GS-15, October 2000, Number: 32;
GS-15, October 2000, Percent: 2.5;
GS-15, September 2007, Number: 28;
GS-15, September 2007, Percent: 1.8;
GS-14, October 2000, Number: 54;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 2.1;
SES, September 2007, Number: 8;
SES, September 2007, Percent: 3.6;
GS-15, October 2000, Number: 18;
GS-15, October 2000, Percent: 1.4;
GS-15, September 2007, Number: 28;
GS-15, September 2007, Percent: 1.8;
GS-14, October 2000, Number: 70;
GS-14, October 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 2000, Number: 18;
SES, October 2000, Percent: 19.4;
SES, September 2007, Number: 20;
SES, September 2007, Percent: 9.0;
GS-15, October 2000, Number: 65;
GS-15, October 2000, Percent: 5.0;
GS-15, September 2007, Number: 85;
GS-15, September 2007, Percent: 5.4;
GS-14, October 2000, Number: 145;
GS-14, October 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 2000, Number: 7;
SES, October 2000, Percent: 3.7;
SES, September 2007, Number: 7;
SES, September 2007, Percent: 3.2;
GS-15, October 2000, Number: 25;
GS-15, October 2000, Percent: 1.9;
GS-15, September 2007, Number: 52;
GS-15, September 2007, Percent: 3.3;
GS-14, October 2000, Number: 79;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.5;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 1.8;
GS-15, October 2000, Number: 16;
GS-15, October 2000, Percent: 1.2;
GS-15, September 2007, Number: 17;
GS-15, September 2007, Percent: 1.1;
GS-14, October 2000, Number: 38;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 0.3;
GS-15, September 2007, Number: 11;
GS-15, September 2007, Percent: 0.7;
GS-14, October 2000, Number: 16;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 2.1;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 2.3;
GS-15, October 2000, Number: 14;
GS-15, October 2000, Percent: 1.1;
GS-15, September 2007, Number: 24;
GS-15, September 2007, Percent: 1.5;
GS-14, October 2000, Number: 61;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 2.1;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 2.3;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 6;
GS-15, September 2007, Percent: 0.4;
GS-14, October 2000, Number: 24;
GS-14, October 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 2000, Number: 103;
SES, October 2000, Percent: 53.9;
SES, September 2007, Number: 112;
SES, September 2007, Percent: 50.7;
GS-15, October 2000, Number: 928;
GS-15, October 2000, Percent: 71.2;
GS-15, September 2007, Number: 986;
GS-15, September 2007, Percent: 62.7;
GS-14, October 2000, Number: 1,859;
GS-14, October 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 2000, Number: 46;
SES, October 2000, Percent: 24.1;
SES, September 2007, Number: 50;
SES, September 2007, Percent: 22.6;
GS-15, October 2000, Number: 198;
GS-15, October 2000, Percent: 15.2;
GS-15, September 2007, Number: 332;
GS-15, September 2007, Percent: 21.1;
GS-14, October 2000, Number: 561;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 0.9;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 4;
GS-15, September 2007, Percent: 0.3;
GS-14, October 2000, Number: 1;
GS-14, October 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 2000, Number: 191;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 221;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 1,304;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 1,573;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 2,908;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 3,434;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 42;
SES, October 2000, Percent: 22.0;
SES, September 2007, Number: 57;
SES, September 2007, Percent: 25.8;
GS-15, October 2000, Number: 177;
GS-15, October 2000, Percent: 13.6;
GS-15, September 2007, Number: 251;
GS-15, September 2007, Percent: 16.0;
GS-14, October 2000, Number: 487;
GS-14, October 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 2000, Number: 130;
SES, October 2000, Percent: 68.1;
SES, September 2007, Number: 151;
SES, September 2007, Percent: 68.3;
GS-15, October 2000, Number: 1,055;
GS-15, October 2000, Percent: 80.9;
GS-15, September 2007, Number: 1,143;
GS-15, September 2007, Percent: 72.7;
GS-14, October 2000, Number: 2,157;
GS-14, October 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 2000, Number: 27;
SES, October 2000, Percent: 14.1;
SES, September 2007, Number: 37;
SES, September 2007, Percent: 16.7;
GS-15, October 2000, Number: 127;
GS-15, October 2000, Percent: 9.7;
GS-15, September 2007, Number: 154;
GS-15, September 2007, Percent: 9.8;
GS-14, October 2000, Number: 298;
GS-14, October 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 2000, Number: 61;
SES, October 2000, Percent: 31.9;
SES, September 2007, Number: 70;
SES, September 2007, Percent: 31.7;
GS-15, October 2000, Number: 248;
GS-15, October 2000, Percent: 19.0;
GS-15, September 2007, Number: 430;
GS-15, September 2007, Percent: 27.3;
GS-14, October 2000, Number: 750;
GS-14, October 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 2000, Number: 15;
SES, October 2000, Percent: 7.9;
SES, September 2007, Number: 20;
SES, September 2007, Percent: 9.0;
GS-15, October 2000, Number: 50;
GS-15, October 2000, Percent: 3.8;
GS-15, September 2007, Number: 97;
GS-15, September 2007, Percent: 6.2;
GS-14, October 2000, Number: 189;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 20: 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 2000, Number: 24;
SES, October 2000, Percent: 5.9;
SES, September 2007, Number: 50;
SES, September 2007, Percent: 7.8;
GS-15, October 2000, Number: 125;
GS-15, October 2000, Percent: 3.3;
GS-15, September 2007, Number: 214;
GS-15, September 2007, Percent: 4.2;
GS-14, October 2000, Number: 235;
GS-14, October 2000, Percent: 5.5;
GS-14, September 2007, Number: 450;
GS-14, September 2007, Percent: 6.0.
Equal employment opportunity (EEO) group: African American Women;
SES, October 2000, Number: 13;
SES, October 2000, Percent: 3.2;
SES, September 2007, Number: 21;
SES, September 2007, Percent: 3.3;
GS-15, October 2000, Number: 139;
GS-15, October 2000, Percent: 3.7;
GS-15, September 2007, Number: 223;
GS-15, September 2007, Percent: 4.3;
GS-14, October 2000, Number: 256;
GS-14, October 2000, Percent: 6.0;
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 2000, Number: 2;
SES, October 2000, Percent: 0.5;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 0.8;
GS-15, October 2000, Number: 11;
GS-15, October 2000, Percent: 0.3;
GS-15, September 2007, Number: 11;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 23;
GS-14, October 2000, Percent: 0.5;
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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.2;
GS-15, October 2000, Number: 6;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 10;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 6;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 0.7;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 0.5;
GS-15, October 2000, Number: 58;
GS-15, October 2000, Percent: 1.5;
GS-15, September 2007, Number: 119;
GS-15, September 2007, Percent: 2.3;
GS-14, October 2000, Number: 65;
GS-14, October 2000, Percent: 1.5;
GS-14, September 2007, Number: 192;
GS-14, September 2007, Percent: 2.5.
Equal employment opportunity (EEO) group: Asian/Pacific Islander Women;
SES, October 2000, Number: 2;
SES, October 2000, Percent: 0.5;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.2;
GS-15, October 2000, Number: 48;
GS-15, October 2000, Percent: 1.3;
GS-15, September 2007, Number: 79;
GS-15, September 2007, Percent: 1.5;
GS-14, October 2000, Number: 52;
GS-14, October 2000, Percent: 1.2;
GS-14, September 2007, Number: 66;
GS-14, September 2007, Percent: 0.9.
Equal employment opportunity (EEO) group: Hispanic men;
SES, October 2000, Number: 16;
SES, October 2000, Percent: 3.9;
SES, September 2007, Number: 31;
SES, September 2007, Percent: 4.8;
GS-15, October 2000, Number: 129;
GS-15, October 2000, Percent: 3.4;
GS-15, September 2007, Number: 184;
GS-15, September 2007, Percent: 3.6;
GS-14, October 2000, Number: 247;
GS-14, October 2000, Percent: 5.8;
GS-14, September 2007, Number: 381;
GS-14, September 2007, Percent: 5.1.
Equal employment opportunity (EEO) group: Hispanic Women;
SES, October 2000, Number: 2;
SES, October 2000, Percent: 0.5;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 0.5;
GS-15, October 2000, Number: 62;
GS-15, October 2000, Percent: 1.6;
GS-15, September 2007, Number: 78;
GS-15, September 2007, Percent: 1.5;
GS-14, October 2000, Number: 76;
GS-14, October 2000, Percent: 1.8;
GS-14, September 2007, Number: 107;
GS-14, September 2007, Percent: 1.4.
Equal employment opportunity (EEO) group: White men;
SES, October 2000, Number: 270;
SES, October 2000, Percent: 66.3;
SES, September 2007, Number: 412;
SES, September 2007, Percent: 63.9;
GS-15, October 2000, Number: 2,132;
GS-15, October 2000, Percent: 56.0;
GS-15, September 2007, Number: 2,793;
GS-15, September 2007, Percent: 54.3;
GS-14, October 2000, Number: 2,288;
GS-14, October 2000, Percent: 53.3;
GS-14, September 2007, Number: 4,118;
GS-14, September 2007, Percent: 54.7.
Equal employment opportunity (EEO) group: White Women;
SES, October 2000, Number: 75;
SES, October 2000, Percent: 18.4;
SES, September 2007, Number: 117;
SES, September 2007, Percent: 18.1;
GS-15, October 2000, Number: 1,091;
GS-15, October 2000, Percent: 28.7;
GS-15, September 2007, Number: 1,425;
GS-15, September 2007, Percent: 27.7;
GS-14, October 2000, Number: 1,035;
GS-14, October 2000, Percent: 24.1;
GS-14, September 2007, Number: 1,619;
GS-14, September 2007, Percent: 21.5.
Equal employment opportunity (EEO) group: Unspecified/other;
SES, October 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.2;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 6;
GS-15, September 2007, Percent: 0.1;
GS-14, October 2000, Number: 10;
GS-14, October 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 2000, Number: 407;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 645;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 3,804;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 5,142;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 4,293;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 7,531;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 62;
SES, October 2000, Percent: 15.2;
SES, September 2007, Number: 115;
SES, September 2007, Percent: 17.8;
GS-15, October 2000, Number: 578;
GS-15, October 2000, Percent: 15.2;
GS-15, September 2007, Number: 918;
GS-15, September 2007, Percent: 17.9;
GS-14, October 2000, Number: 960;
GS-14, October 2000, Percent: 22.4;
GS-14, September 2007, Number: 1,772;
GS-14, September 2007, Percent: 23.5.
Equal employment opportunity (EEO) group: Men;
SES, October 2000, Number: 315;
SES, October 2000, Percent: 77.4;
SES, September 2007, Number: 502;
SES, September 2007, Percent: 77.8;
GS-15, October 2000, Number: 2,455;
GS-15, October 2000, Percent: 64.5;
GS-15, September 2007, Number: 3,325;
GS-15, September 2007, Percent: 64.7;
GS-14, October 2000, Number: 2,858;
GS-14, October 2000, Percent: 66.6;
GS-14, September 2007, Number: 5,198;
GS-14, September 2007, Percent: 69.0.
Equal employment opportunity (EEO) group: Minority Men;
SES, October 2000, Number: 45;
SES, October 2000, Percent: 11.1;
SES, September 2007, Number: 89;
SES, September 2007, Percent: 13.8;
GS-15, October 2000, Number: 323;
GS-15, October 2000, Percent: 8.5;
GS-15, September 2007, Number: 528;
GS-15, September 2007, Percent: 10.3;
GS-14, October 2000, Number: 570;
GS-14, October 2000, Percent: 13.3;
GS-14, September 2007, Number: 1,059;
GS-14, September 2007, Percent: 14.1.
Equal employment opportunity (EEO) group: Women;
SES, October 2000, Number: 92;
SES, October 2000, Percent: 22.6;
SES, September 2007, Number: 143;
SES, September 2007, Percent: 22.2;
GS-15, October 2000, Number: 1,346;
GS-15, October 2000, Percent: 35.4;
GS-15, September 2007, Number: 1,817;
GS-15, September 2007, Percent: 35.3;
GS-14, October 2000, Number: 1,425;
GS-14, October 2000, Percent: 33.2;
GS-14, September 2007, Number: 2,333;
GS-14, September 2007, Percent: 31.0.
Equal employment opportunity (EEO) group: Minority Women;
SES, October 2000, Number: 17;
SES, October 2000, Percent: 4.2;
SES, September 2007, Number: 26;
SES, September 2007, Percent: 4.0;
GS-15, October 2000, Number: 255;
GS-15, October 2000, Percent: 6.7;
GS-15, September 2007, Number: 390;
GS-15, September 2007, Percent: 7.6;
GS-14, October 2000, Number: 390;
GS-14, October 2000, Percent: 9.1;
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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 21: 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 2000, Number: 13;
SES, October 2000, Percent: 9.8;
SES, September 2007, Number: 8;
SES, September 2007, Percent: 6.0;
GS-15, October 2000, Number: 31;
GS-15, October 2000, Percent: 5.0;
GS-15, September 2007, Number: 45;
GS-15, September 2007, Percent: 5.7;
GS-14, October 2000, Number: 87;
GS-14, October 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 2000, Number: 8;
SES, October 2000, Percent: 6.1;
SES, September 2007, Number: 7;
SES, September 2007, Percent: 5.3;
GS-15, October 2000, Number: 33;
GS-15, October 2000, Percent: 5.3;
GS-15, September 2007, Number: 52;
GS-15, September 2007, Percent: 6.6;
GS-14, October 2000, Number: 128;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.8;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.3;
GS-15, September 2007, Number: 2;
GS-15, September 2007, Percent: 0.3;
GS-14, October 2000, Number: 9;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.8;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.3;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 4;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.8;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.3;
GS-15, September 2007, Number: 9;
GS-15, September 2007, Percent: 1.1;
GS-14, October 2000, Number: 25;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 1.5;
GS-15, October 2000, Number: 8;
GS-15, October 2000, Percent: 1.3;
GS-15, September 2007, Number: 10;
GS-15, September 2007, Percent: 1.3;
GS-14, October 2000, Number: 7;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 3.0;
GS-15, October 2000, Number: 8;
GS-15, October 2000, Percent: 1.3;
GS-15, September 2007, Number: 12;
GS-15, September 2007, Percent: 1.5;
GS-14, October 2000, Number: 22;
GS-14, October 2000, Percent: 1.5;
GS-14, September 2007, Number: 28;
GS-14, September 2007, Percent: 1.9.
Equal employment opportunity (EEO) group: Hispanic Women;
SES, October 2000, Number: 28;
SES, October 2000, Percent: 21.2;
SES, September 2007, Number: 31;
SES, September 2007, Percent: 23.3;
GS-15, October 2000, Number: 148;
GS-15, October 2000, Percent: 23.6;
GS-15, September 2007, Number: 239;
GS-15, September 2007, Percent: 30.2;
GS-14, October 2000, Number: 381;
GS-14, October 2000, Percent: 26.5;
GS-14, September 2007, Number: 411;
GS-14, September 2007, Percent: 27.2.
Equal employment opportunity (EEO) group: White men;
SES, October 2000, Number: 76;
SES, October 2000, Percent: 57.6;
SES, September 2007, Number: 74;
SES, September 2007, Percent: 55.6;
GS-15, October 2000, Number: 378;
GS-15, October 2000, Percent: 60.4;
GS-15, September 2007, Number: 406;
GS-15, September 2007, Percent: 51.3;
GS-14, October 2000, Number: 728;
GS-14, October 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 2000, Number: 28;
SES, October 2000, Percent: 21.2;
SES, September 2007, Number: 31;
SES, September 2007, Percent: 23.3;
GS-15, October 2000, Number: 148;
GS-15, October 2000, Percent: 23.6;
GS-15, September 2007, Number: 239;
GS-15, September 2007, Percent: 30.2;
GS-14, October 2000, Number: 381;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number:132;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 133;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 626;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 791;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 1,437;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 1,509;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 28;
SES, October 2000, Percent: 21.2;
SES, September 2007, Number: 28;
SES, September 2007, Percent: 21.1;
GS-15, October 2000, Number: 100;
GS-15, October 2000, Percent: 16.0;
GS-15, September 2007, Number: 146;
GS-15, September 2007, Percent: 18.5;
GS-14, October 2000, Number: 328;
GS-14, October 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 2000, Number: 95;
SES, October 2000, Percent: 72.0;
SES, September 2007, Number: 89;
SES, September 2007, Percent: 66.9;
GS-15, October 2000, Number: 427;
GS-15, October 2000, Percent: 68.2;
GS-15, September 2007, Number: 478;
GS-15, September 2007, Percent: 60.4;
GS-14, October 2000, Number: 895;
GS-14, October 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 2000, Number: 19;
SES, October 2000, Percent: 14.4;
SES, September 2007, Number: 15;
SES, September 2007, Percent: 11.3;
GS-15, October 2000, Number: 49;
GS-15, October 2000, Percent: 7.8;
GS-15, September 2007, Number: 72;
GS-15, September 2007, Percent: 9.1;
GS-14, October 2000, Number: 167;
GS-14, October 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 2000, Number: 37;
SES, October 2000, Percent: 28.0;
SES, September 2007, Number: 44;
SES, September 2007, Percent: 33.1;
GS-15, October 2000, Number: 199;
GS-15, October 2000, Percent: 31.8;
GS-15, September 2007, Number: 313;
GS-15, September 2007, Percent: 39.6;
GS-14, October 2000, Number: 542;
GS-14, October 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 2000, Number: 9;
SES, October 2000, Percent: 6.8;
SES, September 2007, Number: 13;
SES, September 2007, Percent: 9.8;
GS-15, October 2000, Number: 51;
GS-15, October 2000, Percent: 8.1;
GS-15, September 2007, Number: 74;
GS-15, September 2007, Percent: 9.4;
GS-14, October 2000, Number: 161;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 22: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the National Aeronautics and Space Administration:
Equal employment opportunity (EEO) group: African American men;
SES, October 2000, Number: 18;
SES, October 2000, Percent: 4.6;
SES, September 2007, Number: 13;
SES, September 2007, Percent: 3.0;
GS-15, October 2000, Number: 63;
GS-15, October 2000, Percent: 2.5;
GS-15, September 2007, Number: 119;
GS-15, September 2007, Percent: 3.2;
GS-14, October 2000, Number: 123;
GS-14, October 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 2000, Number: 11;
SES, October 2000, Percent: 2.8;
SES, September 2007, Number: 13;
SES, September 2007, Percent: 3.0;
GS-15, October 2000, Number: 23;
GS-15, October 2000, Percent: 0.9;
GS-15, September 2007, Number: 88;
GS-15, September 2007, Percent: 2.4;
GS-14, October 2000, Number: 80;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 0.8;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 13;
GS-15, October 2000, Percent: 0.5;
GS-15, September 2007, Number: 14;
GS-15, September 2007, Percent: 0.4;
GS-14, October 2000, Number: 21;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.3;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.2;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 6;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 8;
GS-14, October 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 2000, Number: 9;
SES, October 2000, Percent: 2.3;
SES, September 2007, Number: 13;
SES, September 2007, Percent: 3.0;
GS-15, October 2000, Number: 124;
GS-15, October 2000, Percent: 4.9;
GS-15, September 2007, Number: 199;
GS-15, September 2007, Percent: 5.3;
GS-14, October 2000, Number: 160;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.3;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 0.9;
GS-15, October 2000, Number: 26;
GS-15, October 2000, Percent: 1.0;
GS-15, September 2007, Number: 49;
GS-15, September 2007, Percent: 1.3;
GS-14, October 2000, Number: 37;
GS-14, October 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 2000, Number: 7;
SES, October 2000, Percent: 1.8;
SES, September 2007, Number: 14;
SES, September 2007, Percent: 3.2;
GS-15, October 2000, Number: 61;
GS-15, October 2000, Percent: 2.4;
GS-15, September 2007, Number: 135;
GS-15, September 2007, Percent: 3.6;
GS-14, October 2000, Number: 125;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 0.5;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 1.2;
GS-15, October 2000, Number: 19;
GS-15, October 2000, Percent: 0.7;
GS-15, September 2007, Number: 33;
GS-15, September 2007, Percent: 0.9;
GS-14, October 2000, Number: 34;
GS-14, October 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 2000, Number: 280;
SES, October 2000, Percent: 71.1;
SES, September 2007, Number: 290;
SES, September 2007, Percent: 67.3;
GS-15, October 2000, Number: 1,890;
GS-15, October 2000, Percent: 74.4;
GS-15, September 2007, Number: 2,441;
GS-15, September 2007, Percent: 65.4;
GS-14, October 2000, Number: 2,588;
GS-14, October 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 2000, Number: 62;
SES, October 2000, Percent: 15.7;
SES, September 2007, Number: 77;
SES, September 2007, Percent: 17.9;
GS-15, October 2000, Number: 318;
GS-15, October 2000, Percent: 12.5;
GS-15, September 2007, Number: 641;
GS-15, September 2007, Percent: 17.2;
GS-14, October 2000, Number: 574;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.2;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 6;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 394;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 431;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 2,541;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 3,731;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 3,750;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 4,225;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 52;
SES, October 2000, Percent: 13.2;
SES, September 2007, Number: 63;
SES, September 2007, Percent: 14.6;
GS-15, October 2000, Number: 330;
GS-15, October 2000, Percent: 13.0;
GS-15, September 2007, Number: 643;
GS-15, September 2007, Percent: 17.2;
GS-14, October 2000, Number: 588;
GS-14, October 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 2000, Number: 317;
SES, October 2000, Percent: 80.5;
SES, September 2007, Number: 330;
SES, September 2007, Percent: 76.6;
GS-15, October 2000, Number: 2,151;
GS-15, October 2000, Percent: 84.7;
GS-15, September 2007, Number: 2,914;
GS-15, September 2007, Percent: 78.1;
GS-14, October 2000, Number: 3,017;
GS-14, October 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 2000, Number: 37;
SES, October 2000, Percent: 9.4;
SES, September 2007, Number: 40;
SES, September 2007, Percent: 9.3;
GS-15, October 2000, Number: 261;
GS-15, October 2000, Percent: 10.3;
GS-15, September 2007, Number: 467;
GS-15, September 2007, Percent: 12.5;
GS-14, October 2000, Number: 429;
GS-14, October 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 2000, Number: 77;
SES, October 2000, Percent: 19.5;
SES, September 2007, Number: 101;
SES, September 2007, Percent: 23.4;
GS-15, October 2000, Number: 387;
GS-15, October 2000, Percent: 15.2;
GS-15, September 2007, Number: 817;
GS-15, September 2007, Percent: 21.9;
GS-14, October 2000, Number: 733;
GS-14, October 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 2000, Number: 15;
SES, October 2000, Percent: 3.8;
SES, September 2007, Number: 23;
SES, September 2007, Percent: 5.3;
GS-15, October 2000, Number: 69;
GS-15, October 2000, Percent: 2.7;
GS-15, September 2007, Number: 176;
GS-15, September 2007, Percent: 4.7;
GS-14, October 2000, Number: 159;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 23: 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 2000, Number: 7;
SES, October 2000, Percent: 5.0;
SES, September 2007, Number: 7;
SES, September 2007, Percent: 4.8;
GS-15, October 2000, Number: 18;
GS-15, October 2000, Percent: 2.8;
GS-15, September 2007, Number: 37;
GS-15, September 2007, Percent: 4.1;
GS-14, October 2000, Number: 27;
GS-14, October 2000, Percent: 3.8;
GS-14, September 2007, Number: 37;
GS-14, September 2007, Percent: 4.5.
Equal employment opportunity (EEO) group: African American Women;
SES, October 2000, Number: 2;
SES, October 2000, Percent: 1.4;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 2.1;
GS-15, October 2000, Number: 16;
GS-15, October 2000, Percent: 2.5;
GS-15, September 2007, Number: 24;
GS-15, September 2007, Percent: 2.6;
GS-14, October 2000, Number: 21;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.7;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 0.5;
GS-15, September 2007, Number: 5;
GS-15, September 2007, Percent: 0.5;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 1;
GS-15, September 2007, Percent: 0.1;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 2.9;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 3.4;
GS-15, October 2000, Number: 56;
GS-15, October 2000, Percent: 8.7;
GS-15, September 2007, Number: 85;
GS-15, September 2007, Percent: 9.3;
GS-14, October 2000, Number: 52;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.7;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 1.4;
GS-15, October 2000, Number: 8;
GS-15, October 2000, Percent: 1.2;
GS-15, September 2007, Number: 19;
GS-15, September 2007, Percent: 2.1;
GS-14, October 2000, Number: 8;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 1.4;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.7;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 0.6;
GS-15, September 2007, Number: 17;
GS-15, September 2007, Percent: 1.9;
GS-14, October 2000, Number: 14;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.7;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.3;
GS-15, September 2007, Number: 3;
GS-15, September 2007, Percent: 0.3;
GS-14, October 2000, Number: 2;
GS-14, October 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 2000, Number: 107;
SES, October 2000, Percent: 77.0;
SES, September 2007, Number: 103;
SES, September 2007, Percent: 70.5;
GS-15, October 2000, Number: 453;
GS-15, October 2000, Percent: 70.7;
GS-15, September 2007, Number: 553;
GS-15, September 2007, Percent: 60.6;
GS-14, October 2000, Number: 467;
GS-14, October 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 2000, Number: 16;
SES, October 2000, Percent: 11.5;
SES, September 2007, Number: 23;
SES, September 2007, Percent: 15.8;
GS-15, October 2000, Number: 81;
GS-15, October 2000, Percent: 12.6;
GS-15, September 2007, Number: 169;
GS-15, September 2007, Percent: 18.5;
GS-14, October 2000, Number: 128;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 139;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 146;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 641;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 913;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 719;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 849;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 16;
SES, October 2000, Percent: 11.5;
SES, September 2007, Number: 20;
SES, September 2007, Percent: 13.7;
GS-15, October 2000, Number: 107;
GS-15, October 2000, Percent: 16.7;
GS-15, September 2007, Number: 191;
GS-15, September 2007, Percent: 20.9;
GS-14, October 2000, Number: 124;
GS-14, October 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 2000, Number: 120;
SES, October 2000, Percent: 86.3;
SES, September 2007, Number: 117;
SES, September 2007, Percent: 80.1;
GS-15, October 2000, Number: 534;
GS-15, October 2000, Percent: 83.3;
GS-15, September 2007, Number: 697;
GS-15, September 2007, Percent: 76.3;
GS-14, October 2000, Number: 560;
GS-14, October 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 2000, Number: 13;
SES, October 2000, Percent: 9.4;
SES, September 2007, Number: 14;
SES, September 2007, Percent: 9.6;
GS-15, October 2000, Number: 81;
GS-15, October 2000, Percent: 12.6;
GS-15, September 2007, Number: 144;
GS-15, September 2007, Percent: 15.8;
GS-14, October 2000, Number: 93;
GS-14, October 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 2000, Number: 19;
SES, October 2000, Percent: 13.7;
SES, September 2007, Number: 29;
SES, September 2007, Percent: 19.9;
GS-15, October 2000, Number: 107;
GS-15, October 2000, Percent: 16.7;
GS-15, September 2007, Number: 216;
GS-15, September 2007, Percent: 23.7;
GS-14, October 2000, Number: 159;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 2.2;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 4.1;
GS-15, October 2000, Number: 26;
GS-15, October 2000, Percent: 4.1;
GS-15, September 2007, Number: 47;
GS-15, September 2007, Percent: 5.1;
GS-14, October 2000, Number: 31;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 24: 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 2000, Number: 5;
SES, October 2000, Percent: 6.3;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 2.5;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 4.9;
GS-15, September 2007, Number: 4;
GS-15, September 2007, Percent: 4.9;
GS-14, October 2000, Number: 3;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.3;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 2.5;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 4.9;
GS-15, September 2007, Number: 6;
GS-15, September 2007, Percent: 7.3;
GS-14, October 2000, Number: 10;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 1.2;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 3.8;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 5.1;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 1.2;
GS-15, September 2007, Number: 1;
GS-15, September 2007, Percent: 1.2;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.3;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 2.5;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 2.4;
GS-15, September 2007, Number: 4;
GS-15, September 2007, Percent: 4.9;
GS-14, October 2000, Number: 3;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.3;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 3.8;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 1;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 1.2;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 1;
GS-14, October 2000, Percent: 1.3;
GS-14, September 2007, Number: 0;
GS-14, September 2007, Percent: 0.0.
Equal employment opportunity (EEO) group: White men;
SES, October 2000, Number: 46;
SES, October 2000, Percent: 58.2;
SES, September 2007, Number: 35;
SES, September 2007, Percent: 44.3;
GS-15, October 2000, Number: 36;
GS-15, October 2000, Percent: 43.9;
GS-15, September 2007, Number: 33;
GS-15, September 2007, Percent: 40.2;
GS-14, October 2000, Number: 31;
GS-14, October 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 2000, Number: 22;
SES, October 2000, Percent: 27.8;
SES, September 2007, Number: 31;
SES, September 2007, Percent: 39.2;
GS-15, October 2000, Number: 33;
GS-15, October 2000, Percent: 40.2;
GS-15, September 2007, Number: 34;
GS-15, September 2007, Percent: 41.5;
GS-14, October 2000, Number: 31;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 79;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 79;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 82;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 82;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 80;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 115;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 11;
SES, October 2000, Percent: 13.9;
SES, September 2007, Number: 13;
SES, September 2007, Percent: 16.5;
GS-15, October 2000, Number: 13;
GS-15, October 2000, Percent: 15.9;
GS-15, September 2007, Number: 15;
GS-15, September 2007, Percent: 18.3;
GS-14, October 2000, Number: 18;
GS-14, October 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 2000, Number: 55;
SES, October 2000, Percent: 69.6;
SES, September 2007, Number: 44;
SES, September 2007, Percent: 55.7;
GS-15, October 2000, Number: 42;
GS-15, October 2000, Percent: 51.2;
GS-15, September 2007, Number: 38;
GS-15, September 2007, Percent: 46.3;
GS-14, October 2000, Number: 35;
GS-14, October 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 2000, Number: 9;
SES, October 2000, Percent: 11.4;
SES, September 2007, Number: 9;
SES, September 2007, Percent: 11.4;
GS-15, October 2000, Number: 6;
GS-15, October 2000, Percent: 7.3;
GS-15, September 2007, Number: 5;
GS-15, September 2007, Percent: 6.1;
GS-14, October 2000, Number: 4;
GS-14, October 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 2000, Number: 24;
SES, October 2000, Percent: 30.4;
SES, September 2007, Number: 35;
SES, September 2007, Percent: 44.3;
GS-15, October 2000, Number: 40;
GS-15, October 2000, Percent: 48.8;
GS-15, September 2007, Number: 44;
GS-15, September 2007, Percent: 53.7;
GS-14, October 2000, Number: 45;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 2.5;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 5.1;
GS-15, October 2000, Number: 7;
GS-15, October 2000, Percent: 8.5;
GS-15, September 2007, Number: 10;
GS-15, September 2007, Percent: 12.2;
GS-14, October 2000, Number: 14;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 25: 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 2000, Number: 2;
SES, October 2000, Percent: 5.6;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 2.4;
GS-15, October 2000, Number: 7;
GS-15, October 2000, Percent: 6.6;
GS-15, September 2007, Number: 13;
GS-15, September 2007, Percent: 8.6;
GS-14, October 2000, Number: 14;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 2.8;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 4.8;
GS-15, October 2000, Number: 5;
GS-15, October 2000, Percent: 4.7;
GS-15, September 2007, Number: 14;
GS-15, September 2007, Percent: 9.2;
GS-14, October 2000, Number: 22;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 2.8;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 2.4;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 1;
GS-15, September 2007, Percent: 0.7;
GS-14, October 2000, Number: 4;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 2;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 5.6;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 4.8;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 2.8;
GS-15, September 2007, Number: 4;
GS-15, September 2007, Percent: 2.6;
GS-14, October 2000, Number: 7;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 2.8;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 2.4;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 2.8;
GS-15, September 2007, Number: 3;
GS-15, September 2007, Percent: 2.0;
GS-14, October 2000, Number: 4;
GS-14, October 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 2000, Number: 17;
SES, October 2000, Percent: 47.2;
SES, September 2007, Number: 22;
SES, September 2007, Percent: 52.4;
GS-15, October 2000, Number: 62;
GS-15, October 2000, Percent: 58.5;
GS-15, September 2007, Number: 72;
GS-15, September 2007, Percent: 47.4;
GS-14, October 2000, Number: 96;
GS-14, October 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 2000, Number: 12;
SES, October 2000, Percent: 33.3;
SES, September 2007, Number: 13;
SES, September 2007, Percent: 31.0;
GS-15, October 2000, Number: 26;
GS-15, October 2000, Percent: 24.5;
GS-15, September 2007, Number: 45;
GS-15, September 2007, Percent: 29.6;
GS-14, October 2000, Number: 73;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 36;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 42;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 106;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 152;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 222;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 371;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 6;
SES, October 2000, Percent: 19.4;
SES, September 2007, Number: 7;
SES, September 2007, Percent: 16.7;
GS-15, October 2000, Number: 18;
GS-15, October 2000, Percent: 17.0;
GS-15, September 2007, Number: 35;
GS-15, September 2007, Percent: 23.0;
GS-14, October 2000, Number: 53;
GS-14, October 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 2000, Number: 21;
SES, October 2000, Percent: 58.3;
SES, September 2007, Number: 26;
SES, September 2007, Percent: 61.9;
GS-15, October 2000, Number: 72;
GS-15, October 2000, Percent: 67.9;
GS-15, September 2007, Number: 90;
GS-15, September 2007, Percent: 59.2;
GS-14, October 2000, Number: 121;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 11.1;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 9.5;
GS-15, October 2000, Number: 10;
GS-15, October 2000, Percent: 9.4;
GS-15, September 2007, Number: 18;
GS-15, September 2007, Percent: 11.8;
GS-14, October 2000, Number: 25;
GS-14, October 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 2000, Number: 15;
SES, October 2000, Percent: 41.7;
SES, September 2007, Number: 16;
SES, September 2007, Percent: 38.1;
GS-15, October 2000, Number: 34;
GS-15, October 2000, Percent: 32.1;
GS-15, September 2007, Number: 62;
GS-15, September 2007, Percent: 40.8;
GS-14, October 2000, Number: 101;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 8.3;
SES, September 2007, Number: 3;
SES, September 2007, Percent: 7.1;
GS-15, October 2000, Number: 8;
GS-15, October 2000, Percent: 7.5;
GS-15, September 2007, Number: 17;
GS-15, September 2007, Percent: 11.2;
GS-14, October 2000, Number: 28;
GS-14, October 2000, Percent: 12.6;
GS-14, September 2007, Number: 96;
GS-14, September 2007, Percent: 25.9.
Source: GAO analysis of the Office of Personnel Management‘s Central
Personnel Data File.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 26: 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 2000, Number: 6;
SES, October 2000, Percent: 15.4;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 16.7;
GS-15, October 2000, Number: 13;
GS-15, October 2000, Percent: 7.3;
GS-15, September 2007, Number: 14;
GS-15, September 2007, Percent: 7.3;
GS-14, October 2000, Number: 26;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 10.3;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 5.6;
GS-15, October 2000, Number: 11;
GS-15, October 2000, Percent: 6.1;
GS-15, September 2007, Number: 21;
GS-15, September 2007, Percent: 10.9;
GS-14, October 2000, Number: 27;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 1.7;
GS-15, September 2007, Number: 2;
GS-15, September 2007, Percent: 1.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 1,1;
GS-15, September 2007, Number: 5;
GS-15, September 2007, Percent: 2.6;
GS-14, October 2000, Number: 8;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 2.8;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 3;
GS-15, September 2007, Percent: 1.6;
GS-14, October 2000, Number: 7;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 5.1;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 11.1;
GS-15, October 2000, Number: 11;
GS-15, October 2000, Percent: 6.1;
GS-15, September 2007, Number: 11;
GS-15, September 2007, Percent: 5.7;
GS-14, October 2000, Number: 13;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 2.6;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 2.8;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 2.2;
GS-15, September 2007, Number: 6;
GS-15, September 2007, Percent: 3.1;
GS-14, October 2000, Number: 10;
GS-14, October 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 2000, Number: 18;
SES, October 2000, Percent: 46.2;
SES, September 2007, Number: 16;
SES, September 2007, Percent: 44.4;
GS-15, October 2000, Number: 99;
GS-15, October 2000, Percent: 55.3;
GS-15, September 2007, Number: 96;
GS-15, September 2007, Percent: 49.7;
GS-14, October 2000, Number: 186;
GS-14, October 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 2000, Number: 8;
SES, October 2000, Percent: 20.5;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 16.7;
GS-15, October 2000, Number: 36;
GS-15, October 2000, Percent: 20.1;
GS-15, September 2007, Number: 35;
GS-15, September 2007, Percent: 18.1;
GS-14, October 2000, Number: 92;
GS-14, October 2000, Percent: 24.9;
GS-14, September 2007, Number: 83;
GS-14, September 2007, Percent: 23.9.
Equal employment opportunity (EEO) group: Unspecified/other;
SES, October 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 39;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 36;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 179;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 193;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 369;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 348;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 13;
SES, October 2000, Percent: 33.3;
SES, September 2007, Number: 14;
SES, September 2007, Percent: 38.9;
GS-15, October 2000, Number: 44;
GS-15, October 2000, Percent: 24.6;
GS-15, September 2007, Number: 62;
GS-15, September 2007, Percent: 32.1;
GS-14, October 2000, Number: 91;
GS-14, October 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 2000, Number: 26;
SES, October 2000, Percent: 66.7;
SES, September 2007, Number: 26;
SES, September 2007, Percent: 72.2;
GS-15, October 2000, Number: 128;
GS-15, October 2000, Percent: 71.5;
GS-15, September 2007, Number: 128;
GS-15, September 2007, Percent: 66.3;
GS-14, October 2000, Number: 233;
GS-14, October 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 2000, Number: 8;
SES, October 2000, Percent: 20.5;
SES, September 2007, Number: 10;
SES, September 2007, Percent: 27.8;
GS-15, October 2000, Number: 29;
GS-15, October 2000, Percent: 16.2;
GS-15, September 2007, Number: 32;
GS-15, September 2007, Percent: 16.6;
GS-14, October 2000, Number: 47;
GS-14, October 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 2000, Number: 13;
SES, October 2000, Percent: 33.3;
SES, September 2007, Number: 10;
SES, September 2007, Percent: 27.8;
GS-15, October 2000, Number: 51;
GS-15, October 2000, Percent: 28.5;
GS-15, September 2007, Number: 65;
GS-15, September 2007, Percent: 33.7;
GS-14, October 2000, Number: 136;
GS-14, October 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 2000, Number: 5;
SES, October 2000, Percent: 12.8;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 11.1;
GS-15, October 2000, Number: 15;
GS-15, October 2000, Percent: 8.4;
GS-15, September 2007, Number: 30;
GS-15, September 2007, Percent: 15.5;
GS-14, October 2000, Number: 44;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 27: 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 2000, Number: 13;
SES, October 2000, Percent: 11.0;
SES, September 2007, Number: 13;
SES, September 2007, Percent: 9.7;
GS-15, October 2000, Number: 34;
GS-15, October 2000, Percent: 6.8;
GS-15, September 2007, Number: 40;
GS-15, September 2007, Percent: 5.6;
GS-14, October 2000, Number: 99;
GS-14, October 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 2000, Number: 12;
SES, October 2000, Percent: 10.2;
SES, September 2007, Number: 12;
SES, September 2007, Percent: 9.0;
GS-15, October 2000, Number: 39;
GS-15, October 2000, Percent: 7.8;
GS-15, September 2007, Number: 90;
GS-15, September 2007, Percent: 12.7;
GS-14, October 2000, Number: 162;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 5;
GS-15, September 2007, Percent: 0.7;
GS-14, October 2000, Number: 14;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.7;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 0.8;
GS-15, September 2007, Number: 6;
GS-15, September 2007, Percent: 0.8;
GS-14, October 2000, Number: 7;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 0.6;
GS-15, September 2007, Number: 5;
GS-15, September 2007, Percent: 0.7;
GS-14, October 2000, Number: 16;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 1.7;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 7;
GS-15, September 2007, Percent: 1.0;
GS-14, October 2000, Number: 15;
GS-14, October 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 2000, Number: 7;
SES, October 2000, Percent: 5.9;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 4.5;
GS-15, October 2000, Number: 15;
GS-15, October 2000, Percent: 3.0;
GS-15, September 2007, Number: 24;
GS-15, September 2007, Percent: 3.4;
GS-14, October 2000, Number: 60;
GS-14, October 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 2000, Number: 5;
SES, October 2000, Percent: 4.2;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 3.7;
GS-15, October 2000, Number: 7;
GS-15, October 2000, Percent: 1.4;
GS-15, September 2007, Number: 10;
GS-15, September 2007, Percent: 1.4;
GS-14, October 2000, Number: 43;
GS-14, October 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 2000, Number: 56;
SES, October 2000, Percent: 47.5;
SES, September 2007, Number: 59;
SES, September 2007, Percent: 44.0;
GS-15, October 2000, Number: 267;
GS-15, October 2000, Percent: 53.7;
GS-15, September 2007, Number: 300;
GS-15, September 2007, Percent: 42.2;
GS-14, October 2000, Number: 836;
GS-14, October 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 2000, Number: 23;
SES, October 2000, Percent: 19.5;
SES, September 2007, Number: 38;
SES, September 2007, Percent: 28.4;
GS-15, October 2000, Number: 127;
GS-15, October 2000, Percent: 25.6;
GS-15, September 2007, Number: 224;
GS-15, September 2007, Percent: 31.5;
GS-14, October 2000, Number: 450;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 118;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 134;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 497;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 711;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 1,702;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 2,511;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 39;
SES, October 2000, Percent: 33.1;
SES, September 2007, Number: 37;
SES, September 2007, Percent: 27.6;
GS-15, October 2000, Number: 103;
GS-15, October 2000, Percent: 20.7;
GS-15, September 2007, Number: 187;
GS-15, September 2007, Percent: 26.3;
GS-14, October 2000, Number: 416;
GS-14, October 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 2000, Number: 76;
SES, October 2000, Percent: 64.4;
SES, September 2007, Number: 78;
SES, September 2007, Percent: 58.2;
GS-15, October 2000, Number: 320;
GS-15, October 2000, Percent: 64.4;
GS-15, September 2007, Number: 374;
GS-15, September 2007, Percent: 52.6;
GS-14, October 2000, Number: 1,025;
GS-14, October 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 2000, Number: 20;
SES, October 2000, Percent: 16.9;
SES, September 2007, Number: 19;
SES, September 2007, Percent: 14.2;
GS-15, October 2000, Number: 53;
GS-15, October 2000, Percent: 10.7;
GS-15, September 2007, Number: 74;
GS-15, September 2007, Percent: 10.4;
GS-14, October 2000, Number: 189;
GS-14, October 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 2000, Number: 42;
SES, October 2000, Percent: 35.6;
SES, September 2007, Number: 56;
SES, September 2007, Percent: 41.8;
GS-15, October 2000, Number: 177;
GS-15, October 2000, Percent: 35.6;
GS-15, September 2007, Number: 337;
GS-15, September 2007, Percent: 47.4;
GS-14, October 2000, Number: 677;
GS-14, October 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 2000, Number: 19;
SES, October 2000, Percent: 16.1;
SES, September 2007, Number: 18;
SES, September 2007, Percent: 13.4;
GS-15, October 2000, Number: 50;
GS-15, October 2000, Percent: 10.1;
GS-15, September 2007, Number: 113;
GS-15, September 2007, Percent: 15.9;
GS-14, October 2000, Number: 227;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 28: Demographic Profiles of Career SES, GS-15, and GS-14
Employees at the Department of State:
Equal employment opportunity (EEO) group: African American men;
SES, October 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 1.8;
GS-15, October 2000, Number: 58;
GS-15, October 2000, Percent: 3.7;
GS-15, September 2007, Number: 20;
GS-15, September 2007, Percent: 2.9;
GS-14, October 2000, Number: 74;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.9;
GS-15, October 2000, Number: 52;
GS-15, October 2000, Percent: 3.3;
GS-15, September 2007, Number: 36;
GS-15, September 2007, Percent: 5.2;
GS-14, October 2000, Number: 88;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 6;
GS-15, October 2000, Percent: 0.4;
GS-15, September 2007, Number: 3;
GS-15, September 2007, Percent: 0.4;
GS-14, October 2000, Number: 5;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 1;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 0;
GS-15, September 2007, Percent: 0.0;
GS-14, October 2000, Number: 4;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 1.8;
GS-15, October 2000, Number: 25;
GS-15, October 2000, Percent: 1.6;
GS-15, September 2007, Number: 10;
GS-15, September 2007, Percent: 1.5;
GS-14, October 2000, Number: 66;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 15;
GS-15, October 2000, Percent: 0.9;
GS-15, September 2007, Number: 14;
GS-15, September 2007, Percent: 2.0;
GS-14, October 2000, Number: 30;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 4.0;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 1.8;
GS-15, October 2000, Number: 46;
GS-15, October 2000, Percent: 2.9;
GS-15, September 2007, Number: 7;
GS-15, September 2007, Percent: 1.0;
GS-14, October 2000, Number: 67;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 22;
GS-15, October 2000, Percent: 1.4;
GS-15, September 2007, Number: 8;
GS-15, September 2007, Percent: 1.2;
GS-14, October 2000, Number: 28;
GS-14, October 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 2000, Number: 68;
SES, October 2000, Percent: 67.3;
SES, September 2007, Number: 71;
SES, September 2007, Percent: 62.3;
GS-15, October 2000, Number: 972;
GS-15, October 2000, Percent: 61.3;
GS-15, September 2007, Number: 360;
GS-15, September 2007, Percent: 52.3;
GS-14, October 2000, Number: 1,584;
GS-14, October 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 2000, Number: 28;
SES, October 2000, Percent: 27.7;
SES, September 2007, Number: 36;
SES, September 2007, Percent: 31.6;
GS-15, October 2000, Number: 387;
GS-15, October 2000, Percent: 24.4;
GS-15, September 2007, Number: 224;
GS-15, September 2007, Percent: 32.6;
GS-14, October 2000, Number: 598;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 6;
GS-15, September 2007, Percent: 0.9;
GS-14, October 2000, Number: 0;
GS-14, October 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 2000, Number: 101;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 114;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 1,586;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 688;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 2,544;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 1,158;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 5;
SES, October 2000, Percent: 5.0;
SES, September 2007, Number: 7;
SES, September 2007, Percent: 6.1;
GS-15, October 2000, Number: 225;
GS-15, October 2000, Percent: 14.2;
GS-15, September 2007, Number: 98;
GS-15, September 2007, Percent: 14.2;
GS-14, October 2000, Number: 362;
GS-14, October 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 2000, Number: 72;
SES, October 2000, Percent: 71.3;
SES, September 2007, Number: 77;
SES, September 2007, Percent: 67.5;
GS-15, October 2000, Number: 1,107;
GS-15, October 2000, Percent: 69.8;
GS-15, September 2007, Number: 404;
GS-15, September 2007, Percent: 58.7;
GS-14, October 2000, Number: 1,796;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 4.0;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 5.3;
GS-15, October 2000, Number: 135;
GS-15, October 2000, Percent: 8.5;
GS-15, September 2007, Number: 40;
GS-15, September 2007, Percent: 5.8;
GS-14, October 2000, Number: 212;
GS-14, October 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 2000, Number: 29;
SES, October 2000, Percent: 28.7;
SES, September 2007, Number: 37;
SES, September 2007, Percent: 32.5;
GS-15, October 2000, Number: 477;
GS-15, October 2000, Percent: 30.1;
GS-15, September 2007, Number: 284;
GS-15, September 2007, Percent: 41.3;
GS-14, October 2000, Number: 748;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 1.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.9;
GS-15, October 2000, Number: 90;
GS-15, October 2000, Percent: 5.7;
GS-15, September 2007, Number: 58;
GS-15, September 2007, Percent: 8.4;
GS-14, October 2000, Number: 150;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 29: 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 2000, Number: 14;
SES, October 2000, Percent: 7.9;
SES, September 2007, Number: 11;
SES, September 2007, Percent: 5.9;
GS-15, October 2000, Number: 60;
GS-15, October 2000, Percent: 5.1;
GS-15, September 2007, Number: 55;
GS-15, September 2007, Percent: 5.5;
GS-14, October 2000, Number: 221;
GS-14, October 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 2000, Number: 7;
SES, October 2000, Percent: 3.9;
SES, September 2007, Number: 10;
SES, September 2007, Percent: 5.3;
GS-15, October 2000, Number: 41;
GS-15, October 2000, Percent: 3.5;
GS-15, September 2007, Number: 54;
GS-15, September 2007, Percent: 5.4;
GS-14, October 2000, Number: 202;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 11;
GS-15, October 2000, Percent: 0.9;
GS-15, September 2007, Number: 3;
GS-15, September 2007, Percent: 0.3;
GS-14, October 2000, Number: 52;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 2;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 1;
GS-15, September 2007, Percent: 0.1;
GS-14, October 2000, Number: 15;
GS-14, October 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 2000, Number: 5;
SES, October 2000, Percent: 2.8;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 3.2;
GS-15, October 2000, Number: 26;
GS-15, October 2000, Percent: 2.2;
GS-15, September 2007, Number: 29;
GS-15, September 2007, Percent: 2.9;
GS-14, October 2000, Number: 150;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.5;
GS-15, October 2000, Number: 8;
GS-15, October 2000, Percent: 0.7;
GS-15, September 2007, Number: 15;
GS-15, September 2007, Percent: 1.5;
GS-14, October 2000, Number: 29;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.5;
GS-15, October 2000, Number: 29;
GS-15, October 2000, Percent: 2.5;
GS-15, September 2007, Number: 29;
GS-15, September 2007, Percent: 2.9;
GS-14, October 2000, Number: 181;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.5;
GS-15, October 2000, Number: 5;
GS-15, October 2000, Percent: 0.4;
GS-15, September 2007, Number: 11;
GS-15, September 2007, Percent: 1.1;
GS-14, October 2000, Number: 51;
GS-14, October 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 2000, Number: 111;
SES, October 2000, Percent: 62.4;
SES, September 2007, Number: 102;
SES, September 2007, Percent: 54.3;
GS-15, October 2000, Number: 789;
GS-15, October 2000, Percent: 67.6;
GS-15, September 2007, Number: 609;
GS-15, September 2007, Percent: 60.5;
GS-14, October 2000, Number: 3,289;
GS-14, October 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 2000, Number: 41;
SES, October 2000, Percent: 23.0;
SES, September 2007, Number: 56;
SES, September 2007, Percent: 29.8;
GS-15, October 2000, Number: 196;
GS-15, October 2000, Percent: 16.8;
GS-15, September 2007, Number: 197;
GS-15, September 2007, Percent: 19.6;
GS-14, October 2000, Number: 768;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 0;
GS-15, October 2000, Percent: 0.0;
GS-15, September 2007, Number: 3;
GS-15, September 2007, Percent: 0.3;
GS-14, October 2000, Number: 4;
GS-14, October 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 2000, Number: 178;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 188;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 1,167;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 1,006;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 4,962;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 4,304;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 26;
SES, October 2000, Percent: 14.6;
SES, September 2007, Number: 30;
SES, September 2007, Percent: 16.0;
GS-15, October 2000, Number: 182;
GS-15, October 2000, Percent: 15.6;
GS-15, September 2007, Number: 197;
GS-15, September 2007, Percent: 19.6;
GS-14, October 2000, Number: 901;
GS-14, October 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 2000, Number: 130;
SES, October 2000, Percent: 73.0;
SES, September 2007, Number: 120;
SES, September 2007, Percent: 63.8;
GS-15, October 2000, Number: 915;
GS-15, October 2000, Percent: 78.4;
GS-15, September 2007, Number: 726;
GS-15, September 2007, Percent: 72.2;
GS-14, October 2000, Number: 3,893;
GS-14, October 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 2000, Number: 19;
SES, October 2000, Percent: 10.7;
SES, September 2007, Number: 18;
SES, September 2007, Percent: 9.6;
GS-15, October 2000, Number: 126;
GS-15, October 2000, Percent: 10.8;
GS-15, September 2007, Number: 116;
GS-15, September 2007, Percent: 11.5;
GS-14, October 2000, Number: 604;
GS-14, October 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 2000, Number: 48;
SES, October 2000, Percent: 27.0;
SES, September 2007, Number: 68;
SES, September 2007, Percent: 36.2;
GS-15, October 2000, Number: 252;
GS-15, October 2000, Percent: 21.6;
GS-15, September 2007, Number: 280;
GS-15, September 2007, Percent: 27.8;
GS-14, October 2000, Number: 1,065;
GS-14, October 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 2000, Number: 7;
SES, October 2000, Percent: 3.9;
SES, September 2007, Number: 12;
SES, September 2007, Percent: 6.4;
GS-15, October 2000, Number: 56;
GS-15, October 2000, Percent: 4.8;
GS-15, September 2007, Number: 81;
GS-15, September 2007, Percent: 8.1;
GS-14, October 2000, Number: 297;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 30: 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 2000, Number: 42;
SES, October 2000, Percent: 7.8;
SES, September 2007, Number: 29;
SES, September 2007, Percent: 7.5;
GS-15, October 2000, Number: 148;
GS-15, October 2000, Percent: 4.8;
GS-15, September 2007, Number: 73;
GS-15, September 2007, Percent: 4.0;
GS-14, October 2000, Number: 417;
GS-14, October 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 2000, Number: 11;
SES, October 2000, Percent: 2.0;
SES, September 2007, Number: 12;
SES, September 2007, Percent: 3.1;
GS-15, October 2000, Number: 148;
GS-15, October 2000, Percent: 4.8;
GS-15, September 2007, Number: 136;
GS-15, September 2007, Percent: 7.5;
GS-14, October 2000, Number: 583;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.2;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 12;
GS-15, October 2000, Percent: 0.4;
GS-15, September 2007, Number: 5;
GS-15, September 2007, Percent: 0.3;
GS-14, October 2000, Number: 46;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 0.4;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 1.3;
GS-15, October 2000, Number: 6;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 3;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 16;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 0.7;
SES, September 2007, Number: 9;
SES, September 2007, Percent: 2.3;
GS-15, October 2000, Number: 46;
GS-15, October 2000, Percent: 1.5;
GS-15, September 2007, Number: 42;
GS-15, September 2007, Percent: 2.3;
GS-14, October 2000, Number: 149;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.2;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 1.0;
GS-15, October 2000, Number: 18;
GS-15, October 2000, Percent: 0.6;
GS-15, September 2007, Number: 35;
GS-15, September 2007, Percent: 1.9;
GS-14, October 2000, Number: 95;
GS-14, October 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 2000, Number: 6;
SES, October 2000, Percent: 1.1;
SES, September 2007, Number: 8;
SES, September 2007, Percent: 2.1;
GS-15, October 2000, Number: 85;
GS-15, October 2000, Percent: 2.8;
GS-15, September 2007, Number: 36;
GS-15, September 2007, Percent: 2.0;
GS-14, October 2000, Number: 286;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 0.4;
SES, September 2007, Number: 4;
SES, September 2007, Percent: 1.0;
GS-15, October 2000, Number: 27;
GS-15, October 2000, Percent: 0.9;
GS-15, September 2007, Number: 19;
GS-15, September 2007, Percent: 1.1;
GS-14, October 2000, Number: 114;
GS-14, October 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 2000, Number: 359;
SES, October 2000, Percent: 66.9;
SES, September 2007, Number: 198;
SES, September 2007, Percent: 51.3;
GS-15, October 2000, Number: 1,844;
GS-15, October 2000, Percent: 59.8;
GS-15, September 2007, Number: 887;
GS-15, September 2007, Percent: 49.1;
GS-14, October 2000, Number: 4,902;
GS-14, October 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 2000, Number: 109;
SES, October 2000, Percent: 20.3;
SES, September 2007, Number: 115;
SES, September 2007, Percent: 29.8;
GS-15, October 2000, Number: 746;
GS-15, October 2000, Percent: 24.2;
GS-15, September 2007, Number: 564;
GS-15, September 2007, Percent: 31.2;
GS-14, October 2000, Number: 2,219;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 0.5;
GS-15, October 2000, Number: 3;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 5;
GS-15, September 2007, Percent: 0.3;
GS-14, October 2000, Number: 5;
GS-14, October 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 2000, Number: 537;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 386;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 3,083;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 1,805;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 8,832;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 6,091;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 69;
SES, October 2000, Percent: 12.8;
SES, September 2007, Number: 71;
SES, September 2007, Percent: 18.4;
GS-15, October 2000, Number: 490;
GS-15, October 2000, Percent: 15.9;
GS-15, September 2007, Number: 349;
GS-15, September 2007, Percent: 19.3;
GS-14, October 2000, Number: 1,706;
GS-14, October 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 2000, Number: 412;
SES, October 2000, Percent: 76.7;
SES, September 2007, Number: 244;
SES, September 2007, Percent: 63.2;
GS-15, October 2000, Number: 2,135;
GS-15, October 2000, Percent: 69.3;
GS-15, September 2007, Number: 1,045;
GS-15, September 2007, Percent: 57.9;
GS-14, October 2000, Number: 5,800;
GS-14, October 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 2000, Number: 53;
SES, October 2000, Percent: 9.9;
SES, September 2007, Number: 46;
SES, September 2007, Percent: 11.9;
GS-15, October 2000, Number: 291;
GS-15, October 2000, Percent: 9.4;
GS-15, September 2007, Number: 156;
GS-15, September 2007, Percent: 8.6;
GS-14, October 2000, Number: 898;
GS-14, October 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 2000, Number: 125;
SES, October 2000, Percent: 23.3;
SES, September 2007, Number: 142;
SES, September 2007, Percent: 36.8;
GS-15, October 2000, Number: 945;
GS-15, October 2000, Percent: 30.7;
GS-15, September 2007, Number: 760;
GS-15, September 2007, Percent: 42.1;
GS-14, October 2000, Number: 3,027;
GS-14, October 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 2000, Number: 16;
SES, October 2000, Percent: 3.0;
SES, September 2007, Number: 25;
SES, September 2007, Percent: 6.5;
GS-15, October 2000, Number: 199;
GS-15, October 2000, Percent: 6.5;
GS-15, September 2007, Number: 193;
GS-15, September 2007, Percent: 10.7;
GS-14, October 2000, Number: 808;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
Table 31: 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 2000, Number: 12;
SES, October 2000, Percent: 4.9;
SES, September 2007, Number: 13;
SES, September 2007, Percent: 5.5;
GS-15, October 2000, Number: 173;
GS-15, October 2000, Percent: 2.2;
GS-15, September 2007, Number: 296;
GS-15, September 2007, Percent: 2.7;
GS-14, October 2000, Number: 98;
GS-14, October 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 2000, Number: 4;
SES, October 2000, Percent: 1.6;
SES, September 2007, Number: 7;
SES, September 2007, Percent: 3.0;
GS-15, October 2000, Number: 109;
GS-15, October 2000, Percent: 1.4;
GS-15, September 2007, Number: 239;
GS-15, September 2007, Percent: 2.2;
GS-14, October 2000, Number: 104;
GS-14, October 2000, Percent: 4.2;
GS-14, September 2007, Number: 279;
GS-14, September 2007, Percent: 8.2.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES, October 2000, Number: 3;
SES, October 2000, Percent: 1.2;
SES, September 2007, Number: 5;
SES, September 2007, Percent: 2.1;
GS-15, October 2000, Number: 17;
GS-15, October 2000, Percent: 0.2;
GS-15, September 2007, Number: 55;
GS-15, September 2007, Percent: 0.5;
GS-14, October 2000, Number: 11;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 0;
SES, September 2007, Percent: 0.0;
GS-15, October 2000, Number: 4;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 25;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 7;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.4;
SES, September 2007, Number: 2;
SES, September 2007, Percent: 0.8;
GS-15, October 2000, Number: 997;
GS-15, October 2000, Percent: 12.9;
GS-15, September 2007, Number: 1,337;
GS-15, September 2007, Percent: 12.2;
GS-14, October 2000, Number: 62;
GS-14, October 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 2000, Number: 1;
SES, October 2000, Percent: 0.4;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.4;
GS-15, October 2000, Number: 499;
GS-15, October 2000, Percent: 6.4;
GS-15, September 2007, Number: 892;
GS-15, September 2007, Percent: 8.1;
GS-14, October 2000, Number: 45;
GS-14, October 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 2000, Number: 3;
SES, October 2000, Percent: 1.2;
SES, September 2007, Number: 6;
SES, September 2007, Percent: 2.5;
GS-15, October 2000, Number: 322;
GS-15, October 2000, Percent: 4.2;
GS-15, September 2007, Number: 471;
GS-15, September 2007, Percent: 4.3;
GS-14, October 2000, Number: 55;
GS-14, October 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 2000, Number: 0;
SES, October 2000, Percent: 0.0;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.4;
GS-15, October 2000, Number: 5;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 22;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 8;
GS-14, October 2000, Percent: 0.3;
GS-14, September 2007, Number: 4;
GS-14, September 2007, Percent: 0.1.
Equal employment opportunity (EEO) group: White men;
SES, October 2000, Number: 190;
SES, October 2000, Percent: 76.9;
SES, September 2007, Number: 136;
SES, September 2007, Percent: 57.6;
GS-15, October 2000, Number: 4,382;
GS-15, October 2000, Percent: 56.6;
GS-15, September 2007, Number: 5,439;
GS-15, September 2007, Percent: 49.7;
GS-14, October 2000, Number: 1,465;
GS-14, October 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 2000, Number: 31;
SES, October 2000, Percent: 12.6;
SES, September 2007, Number: 64;
SES, September 2007, Percent: 27.1;
GS-15, October 2000, Number: 1,107;
GS-15, October 2000, Percent: 14.3;
GS-15, September 2007, Number: 1,927;
GS-15, September 2007, Percent: 17.6;
GS-14, October 2000, Number: 592;
GS-14, October 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 2000, Number: 2;
SES, October 2000, Percent: 0.8;
SES, September 2007, Number: 1;
SES, September 2007, Percent: 0.4;
GS-15, October 2000, Number: 5;
GS-15, October 2000, Percent: 0.1;
GS-15, September 2007, Number: 22;
GS-15, September 2007, Percent: 0.2;
GS-14, October 2000, Number: 8;
GS-14, October 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 2000, Number: 247;
SES, October 2000, Percent: 100.0;
SES, September 2007, Number: 236;
SES, September 2007, Percent: 100.0;
GS-15, October 2000, Number: 7,746;
GS-15, October 2000, Percent: 100.0;
GS-15, September 2007, Number: 10,946;
GS-15, September 2007, Percent: 100.0;
GS-14, October 2000, Number: 2,475;
GS-14, October 2000, Percent: 100.0;
GS-14, September 2007, Number: 3,401;
GS-14, September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, October 2000, Number: 24;
SES, October 2000, Percent: 9.7;
SES, September 2007, Number: 35;
SES, September 2007, Percent: 14.8;
GS-15, October 2000, Number: 2,252;
GS-15, October 2000, Percent: 29.1;
GS-15, September 2007, Number: 3,558;
GS-15, September 2007, Percent: 32.5;
GS-14, October 2000, Number: 410;
GS-14, October 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 2000, Number: 209;
SES, October 2000, Percent: 84.6;
SES, September 2007, Number: 163;
SES, September 2007, Percent: 69.1;
GS-15, October 2000, Number: 5,891;
GS-15, October 2000, Percent: 76.1;
GS-15, September 2007, Number: 7,614;
GS-15, September 2007, Percent: 69.6;
GS-14, October 2000, Number: 1,691;
GS-14, October 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 2000, Number: 19;
SES, October 2000, Percent: 7.7;
SES, September 2007, Number: 26;
SES, September 2007, Percent: 11.0;
GS-15, October 2000, Number: 1,509;
GS-15, October 2000, Percent: 19.5;
GS-15, September 2007, Number: 2,159;
GS-15, September 2007, Percent: 19.7;
GS-14, October 2000, Number: 226;
GS-14, October 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 2000, Number: 36;
SES, October 2000, Percent: 14.6;
SES, September 2007, Number: 73;
SES, September 2007, Percent: 30.9;
GS-15, October 2000, Number: 1,850;
GS-15, October 2000, Percent: 23.9;
GS-15, September 2007, Number: 3,332;
GS-15, September 2007, Percent: 30.4;
GS-14, October 2000, Number: 776;
GS-14, October 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 2000, Number: 5;
SES, October 2000, Percent: 2.0;
SES, September 2007, Number: 9;
SES, September 2007, Percent: 3.8;
GS-15, October 2000, Number: 743;
GS-15, October 2000, Percent: 9.6;
GS-15, September 2007, Number: 1,399;
GS-15, September 2007, Percent: 12.8;
GS-14, October 2000, Number: 184;
GS-14, October 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.
[A] Percentages may not add to 100 because of rounding.
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.
[End of table]
[End of section]
Appendix II: Demographic Profiles in GAO‘s Projections for FY 2007
Compared with Actual FY 2007 Data:
Table 32: GAO‘s Fiscal Year 2007 Projections Compared with Actual
Fiscal Year 2007 Demographic Profiles of Career SES and Its
Developmental Pool Governmentwide:
Equal employment opportunity (EEO) group: African American men;
SES, 2003 Projections for October 2007, Number: 347;
SES, 2003 Projections for October 2007, Percent: 5.7;
SES, Actual September 2007, Number: 328;
SES, Actual September 2007, Percent: 5.0;
GS-15, 2003 Projections for October 2007, Number: 2,004;
GS-15, 2003 Projections for October 2007, Percent: 3.9;
GS-15, Actual September 2007, Number: 2,123;
GS-15, Actual September 2007, Percent: 3.6;
GS-14, 2003 Projections for October 2007, Number: 3,549;
GS-14, 2003 Projections for October 2007, Percent: 4.3;
GS-14, Actual September 2007, Number: 4,316;
GS-14, Actual September 2007, Percent: 4.8.
Equal employment opportunity (EEO) group: African American Women;
SES, 2003 Projections for October 2007, Number: 205;
SES, 2003 Projections for October 2007, Percent: 3.4;
SES, Actual September 2007, Number: 232;
SES, Actual September 2007, Percent: 3.5;
GS-15, 2003 Projections for October 2007, Number: 1,799;
GS-15, 2003 Projections for October 2007, Percent: 3.5;
GS-15, Actual September 2007, Number: 2,374;
GS-15, Actual September 2007, Percent: 4.1;
GS-14, 2003 Projections for October 2007, Number: 4,293;
GS-14, 2003 Projections for October 2007, Percent: 5.2;
GS-14, Actual September 2007, Number: 6,734;
GS-14, Actual September 2007, Percent: 7.4.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
SES, 2003 Projections for October 2007, Number: 47;
SES, 2003 Projections for October 2007, Percent: 0.8;
SES, Actual September 2007, Number: 60;
SES, Actual September 2007, Percent: 0.9;
GS-15, 2003 Projections for October 2007, Number: 352;
GS-15, 2003 Projections for October 2007, Percent: 0.7;
GS-15, Actual September 2007, Number: 353;
GS-15, Actual September 2007, Percent: 0.6;
GS-14, 2003 Projections for October 2007, Number: 615;
GS-14, 2003 Projections for October 2007, Percent: 0.7;
GS-14, Actual September 2007, Number: 585;
GS-14, Actual September 2007, Percent: 0.6.
Equal employment opportunity (EEO) group: American Indian/Alaska Native
Women;
SES, 2003 Projections for October 2007, Number: 21;
SES, 2003 Projections for October 2007, Percent: 0.3;
SES, Actual September 2007, Number: 28;
SES, Actual September 2007, Percent: 0.4;
GS-15, 2003 Projections for October 2007, Number: 116;
GS-15, 2003 Projections for October 2007, Percent: 0.2;
GS-15, Actual September 2007, Number: 193;
GS-15, Actual September 2007, Percent: 0.3;
GS-14, 2003 Projections for October 2007, Number: 315;
GS-14, 2003 Projections for October 2007, Percent: 0.4;
GS-14, Actual September 2007, Number: 397;
GS-14, Actual September 2007, Percent: 0.4.
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
SES, 2003 Projections for October 2007, Number: 65;
SES, 2003 Projections for October 2007, Percent: 1.1;
SES, Actual September 2007, Number: 96;
SES, Actual September 2007, Percent: 1.5;
GS-15, 2003 Projections for October 2007, Number: 1,872;
GS-15, 2003 Projections for October 2007, Percent: 3.6;
GS-15, Actual September 2007, Number: 2,904;
GS-15, Actual September 2007, Percent: 5.0;
GS-14, 2003 Projections for October 2007, Number: 2,372;
GS-14, 2003 Projections for October 2007, Percent: 2.9;
GS-14, Actual September 2007, Number: 3,401;
GS-14, Actual September 2007, Percent: 3.7.
Equal employment opportunity (EEO) group: Asian/Pacific Islander Women;
SES, 2003 Projections for October 2007, Number: 39;
SES, 2003 Projections for October 2007, Percent: 0.6;
SES, Actual September 2007, Number: 57;
SES, Actual September 2007, Percent: 0.9;
GS-15, 2003 Projections for October 2007, Number: 879;
GS-15, 2003 Projections for October 2007, Percent: 1.7;
GS-15, Actual September 2007, Number: 1,604;
GS-15, Actual September 2007, Percent: 2.8;
GS-14, 2003 Projections for October 2007, Number: 2,374;
GS-14, 2003 Projections for October 2007, Percent: 2.9;
GS-14, Actual September 2007, Number: 2,758;
GS-14, Actual September 2007, Percent: 3.0.
Equal employment opportunity (EEO) group: Hispanic men;
SES, 2003 Projections for October 2007, Number: 123;
SES, 2003 Projections for October 2007, Percent: 2.0;
SES, Actual September 2007, Number: 176;
SES, Actual September 2007, Percent: 2.7;
GS-15, 2003 Projections for October 2007, Number: 1,375;
GS-15, 2003 Projections for October 2007, Percent: 2.7;
GS-15, Actual September 2007, Number: 1,660;
GS-15, Actual September 2007, Percent: 2.8;
GS-14, 2003 Projections for October 2007, Number: 2,374;
GS-14, 2003 Projections for October 2007, Percent: 2.9;
GS-14, Actual September 2007, Number: 2,758;
GS-14, Actual September 2007, Percent: 3.0.
Equal employment opportunity (EEO) group: Hispanic Women;
SES, 2003 Projections for October 2007, Number: 43;
SES, 2003 Projections for October 2007, Percent: 0.7;
SES, Actual September 2007, Number: 60;
SES, Actual September 2007, Percent: 0.9;
GS-15, 2003 Projections for October 2007, Number: 560;
GS-15, 2003 Projections for October 2007, Percent: 1.1;
GS-15, Actual September 2007, Number: 760;
GS-15, Actual September 2007, Percent: 1.3;
GS-14, 2003 Projections for October 2007, Number: 1,010;
GS-14, 2003 Projections for October 2007, Percent: 1.2;
GS-14, Actual September 2007, Number: 1,433;
GS-14, Actual September 2007, Percent: 1.6.
Equal employment opportunity (EEO) group: White men;
SES, 2003 Projections for October 2007, Number: 3,794;
SES, 2003 Projections for October 2007, Percent: 62.1;
SES, Actual September 2007, Number: 3,976;
SES, Actual September 2007, Percent: 60.7;
GS-15, 2003 Projections for October 2007, Number: 31,383;
GS-15, 2003 Projections for October 2007, Percent: 60.6;
GS-15, Actual September 2007, Number: 32,931;
GS-15, Actual September 2007, Percent: 56.5;
GS-14, 2003 Projections for October 2007, Number: 47,799;
GS-14, 2003 Projections for October 2007, Percent: 57.5;
GS-14, Actual September 2007, Number: 46,787;
GS-14, Actual September 2007, Percent: 51.5.
Equal employment opportunity (EEO) group: White Women;
SES, 2003 Projections for October 2007, Number: 1,409;
SES, 2003 Projections for October 2007, Percent: 23.1;
SES, Actual September 2007, Number: 1,526;
SES, Actual September 2007, Percent: 23.3;
GS-15, 2003 Projections for October 2007, Number: 11,399;
GS-15, 2003 Projections for October 2007, Percent: 22.0;
GS-15, Actual September 2007, Number: 13,326;
GS-15, Actual September 2007, Percent: 22.9;
GS-14, 2003 Projections for October 2007, Number: 19,559;
GS-14, 2003 Projections for October 2007, Percent: 23.5;
GS-14, Actual September 2007, Number: 22,324;
GS-14, Actual September 2007, Percent: 24.6.
Equal employment opportunity (EEO) group: Unspecified/other;
SES, 2003 Projections for October 2007, Number: 17;
SES, 2003 Projections for October 2007, Percent: 0.4;
SES, Actual September 2007, Number: 16;
SES, Actual September 2007, Percent: 0.2;
GS-15, 2003 Projections for October 2007, Number: 88;
GS-15, 2003 Projections for October 2007, Percent: 0.2;
GS-15, Actual September 2007, Number: 87;
GS-15, Actual September 2007, Percent: 0.1;
GS-14, 2003 Projections for October 2007, Number: 156;
GS-14, 2003 Projections for October 2007, Percent: 0.2;
GS-14, Actual September 2007, Number: 200;
GS-14, Actual September 2007, Percent: 0.2.
Equal employment opportunity (EEO) group: Total[A];
SES, 2003 Projections for October 2007, Number: 6,110;
SES, 2003 Projections for October 2007, Percent: 100.0;
SES, Actual September 2007, Number: 6,555;
SES, Actual September 2007, Percent: 100.0;
GS-15, 2003 Projections for October 2007, Number: 51,827;
GS-15, 2003 Projections for October 2007, Percent: 100.0;
GS-15, Actual September 2007, Number: 58,315;
GS-15, Actual September 2007, Percent: 100.0;
GS-14, 2003 Projections for October 2007, Number: 83,186;
GS-14, 2003 Projections for October 2007, Percent: 100.0;
GS-14, Actual September 2007, Number: 90,834;
GS-14, Actual September 2007, Percent: 100.0.
Equal employment opportunity (EEO) group: Minorities;
SES, 2003 Projections for October 2007, Number: 890;
SES, 2003 Projections for October 2007, Percent: 14.5;
SES, Actual September 2007, Number: 1,037;
SES, Actual September 2007, Percent: 15.8;
GS-15, 2003 Projections for October 2007, Number: 8,957;
GS-15, 2003 Projections for October 2007, Percent: 17.3;
GS-15, Actual September 2007, Number: 11,971;
GS-15, Actual September 2007, Percent: 20.5;
GS-14, 2003 Projections for October 2007, Number: 15,672;
GS-14, 2003 Projections for October 2007, Percent: 18.8;
GS-14, Actual September 2007, Number: 21,523;
GS-14, Actual September 2007, Percent: 23.7.
Equal employment opportunity (EEO) group: Men;
SES, 2003 Projections for October 2007, Number: 4,376;
SES, 2003 Projections for October 2007, Percent: 71.6;
SES, Actual September 2007, Number: 4,646;
SES, Actual September 2007, Percent: 70.9;
GS-15, 2003 Projections for October 2007, Number: 36,986;
GS-15, 2003 Projections for October 2007, Percent: 71.4;
GS-15, Actual September 2007, Number: 40,030;
GS-15, Actual September 2007, Percent: 68.6;
GS-14, 2003 Projections for October 2007, Number: 56,709;
GS-14, 2003 Projections for October 2007, Percent: 68.2;
GS-14, Actual September 2007, Number: 57,973;
GS-14, Actual September 2007, Percent: 63.8.
Equal employment opportunity (EEO) group: Minority Men;
SES, 2003 Projections for October 2007, Number: 582;
SES, 2003 Projections for October 2007, Percent: 9.5;
SES, Actual September 2007, Number: 660;
SES, Actual September 2007, Percent: 10.1;
GS-15, 2003 Projections for October 2007, Number: 5,603;
GS-15, 2003 Projections for October 2007, Percent: 10.8;
GS-15, Actual September 2007, Number: 7,040;
GS-15, Actual September 2007, Percent: 12.1;
GS-14, 2003 Projections for October 2007, Number: 8,910;
GS-14, 2003 Projections for October 2007, Percent: 10.7;
GS-14, Actual September 2007, Number: 11,060;
GS-14, Actual September 2007, Percent: 12.2.
Equal employment opportunity (EEO) group: Women;
SES, 2003 Projections for October 2007, Number: 1,717;
SES, 2003 Projections for October 2007, Percent: 28.1;
SES, Actual September 2007, Number: 1,909;
SES, Actual September 2007, Percent: 29.1;
GS-15, 2003 Projections for October 2007, Number: 14,753;
GS-15, 2003 Projections for October 2007, Percent: 28.5;
GS-15, Actual September 2007, Number: 18,285;
GS-15, Actual September 2007, Percent: 31.5;
GS-14, 2003 Projections for October 2007, Number: 26,321;
GS-14, 2003 Projections for October 2007, Percent: 31.6;
GS-14, Actual September 2007, Number: 32,861;
GS-14, Actual September 2007, Percent: 36.2.
Equal employment opportunity (EEO) group: Minority Women;
SES, 2003 Projections for October 2007, Number: 308;
SES, 2003 Projections for October 2007, Percent: 5.0;
SES, Actual September 2007, Number: 377;
SES, Actual September 2007, Percent: 5.8;
GS-15, 2003 Projections for October 2007, Number: 3,354;
GS-15, 2003 Projections for October 2007, Percent: 6.5;
GS-15, Actual September 2007, Number: 4,931;
GS-15, Actual September 2007, Percent: 8.5;
GS-14, 2003 Projections for October 2007, Number: 6,762;
GS-14, 2003 Projections for October 2007, Percent: 8.1;
GS-14, Actual September 2007, Number: 10,463;
GS-14, Actual September 2007, Percent: 11.5.
Source: GAO analysis of the Office of Personnel Management‘s Central
Personnel Data File.
[A] Percentages may not add to 100 because of rounding.
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.
Projections include replacements for departing SES members at
appointment trends for fiscal years 1995-2000. See 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).
[End of table]
[End of section]
Appendix III: U.S. Postal Service Diversity and Promotion Data:
Table 33: Demographic Profiles of U.S. Postal Service Employees in the
Postal Career Executive Service (PCES):
Equal employment opportunity (EEO) group: African American men;
PCES employees[A]: Officers, September 1999, Number: 3;
PCES employees[A]: Officers, September 1999, Percent: 7.1;
PCES employees[A]: Officers, September 2004, Number: 4;
PCES employees[A]: Officers, September 2004, Percent: 10.0;
PCES employees[A]: Officers, September 2007, Number: 4;
PCES employees[A]: Officers, September 2007, Percent: 10.3;
Other executives[C]: Officers, September 1999, Number: 73;
Other executives[C]: Officers, September 1999, Percent: 9.0;
Other executives[C]: Officers, September 2004, Number: 74;
Other executives[C]: Officers, September 2004, Percent: 9.8;
Other executives[C]: Officers, September 2007, Number: 62;
Other executives[C]: Officers, September 2007, Percent: 8.7;
Equal employment opportunity (EEO) group: African American Women;
PCES employees[A]: Officers, September 1999, Number: 0;
PCES employees[A]: Officers, September 1999, Percent: 0.0;
PCES employees[A]: Officers, September 2004, Number: 0;
PCES employees[A]: Officers, September 2004, Percent: 0.0;
PCES employees[A]: Officers, September 2007, Number: 1;
PCES employees[A]: Officers, September 2007, Percent: 2.6;
Other executives[C]: Officers, September 1999, Number: 43;
Other executives[C]: Officers, September 1999, Percent: 5.3;
Other executives[C]: Officers, September 2004, Number: 53;
Other executives[C]: Officers, September 2004, Percent: 7.0;
Other executives[C]: Officers, September 2007, Number: 45;
Other executives[C]: Officers, September 2007, Percent: 6.3;
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
PCES employees[A]: Officers, September 1999, Number: 0;
PCES employees[A]: Officers, September 1999, Percent: 0.0;
PCES employees[A]: Officers, September 2004, Number: 0;
PCES employees[A]: Officers, September 2004, Percent: 0.0;
PCES employees[A]: Officers, September 2007, Number: 0;
PCES employees[A]: Officers, September 2007, Percent: 0.0;
Other executives[C]: Officers, September 1999, Number: 1;
Other executives[C]: Officers, September 1999, Percent: 0.1;
Other executives[C]: Officers, September 2004, Number: 3;
Other executives[C]: Officers, September 2004, Percent: 0.4;
Other executives[C]: Officers, September 2007, Number: 1;
Other executives[C]: Officers, September 2007, Percent: 0.1;
Equal employment opportunity (EEO) group: American Indian/Alaska Native
Women;
PCES employees[A]: Officers, September 1999, Number: 0;
PCES employees[A]: Officers, September 1999, Percent: 0.0;
PCES employees[A]: Officers, September 2004, Number: 0;
PCES employees[A]: Officers, September 2004, Percent: 0.0;
PCES employees[A]: Officers, September 2007, Number: 0;
PCES employees[A]: Officers, September 2007, Percent: 0.0;
Other executives[C]: Officers, September 1999, Number: 1;
Other executives[C]: Officers, September 1999, Percent: 0.1;
Other executives[C]: Officers, September 2004, Number: 1;
Other executives[C]: Officers, September 2004, Percent: 0.1;
Other executives[C]: Officers, September 2007, Number: 1;
Other executives[C]: Officers, September 2007, Percent: 0.1;
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
PCES employees[A]: Officers, September 1999, Number: 0;
PCES employees[A]: Officers, September 1999, Percent: 0.0;
PCES employees[A]: Officers, September 2004, Number: 1;
PCES employees[A]: Officers, September 2004, Percent: 2.5;
PCES employees[A]: Officers, September 2007, Number: 0;
PCES employees[A]: Officers, September 2007, Percent: 0.0;
Other executives[C]: Officers, September 1999, Number: 8;
Other executives[C]: Officers, September 1999, Percent: 1.0;
Other executives[C]: Officers, September 2004, Number: 12;
Other executives[C]: Officers, September 2004, Percent: 1.6;
Other executives[C]: Officers, September 2007, Number: 11;
Other executives[C]: Officers, September 2007, Percent: 1.6;
Equal employment opportunity (EEO) group: Asian/Pacific Islander Women;
PCES employees[A]: Officers, September 1999, Number: 0;
PCES employees[A]: Officers, September 1999, Percent: 0.0;
PCES employees[A]: Officers, September 2004, Number: 0;
PCES employees[A]: Officers, September 2004, Percent: 0.0;
PCES employees[A]: Officers, September 2007, Number: 0;
PCES employees[A]: Officers, September 2007, Percent: 0.0;
Other executives[C]: Officers, September 1999, Number: 4;
Other executives[C]: Officers, September 1999, Percent: 0.5;
Other executives[C]: Officers, September 2004, Number: 7;
Other executives[C]: Officers, September 2004, Percent: 0.9;
Other executives[C]: Officers, September 2007, Number: 13;
Other executives[C]: Officers, September 2007, Percent: 1.8;
Equal employment opportunity (EEO) group: Hispanic men;
PCES employees[A]: Officers, September 1999, Number: 2;
PCES employees[A]: Officers, September 1999, Percent: 4.8;
PCES employees[A]: Officers, September 2004, Number: 2;
PCES employees[A]: Officers, September 2004, Percent: 5.0;
PCES employees[A]: Officers, September 2007, Number: 0;
PCES employees[A]: Officers, September 2007, Percent: 0.0;
Other executives[C]: Officers, September 1999, Number: 39;
Other executives[C]: Officers, September 1999, Percent: 4.8;
Other executives[C]: Officers, September 2004, Number: 37;
Other executives[C]: Officers, September 2004, Percent: 4.9;
Other executives[C]: Officers, September 2007, Number: 38;
Other executives[C]: Officers, September 2007, Percent: 5.4;
Equal employment opportunity (EEO) group: Hispanic Women;
PCES employees[A]: Officers, September 1999, Number: 0;
PCES employees[A]: Officers, September 1999, Percent: 0.0;
PCES employees[A]: Officers, September 2004, Number: 0;
PCES employees[A]: Officers, September 2004, Percent: 0.0;
PCES employees[A]: Officers, September 2007, Number: 2;
PCES employees[A]: Officers, September 2007, Percent: 5.1;
Other executives[C]: Officers, September 1999, Number: 4;
Other executives[C]: Officers, September 1999, Percent: 0.5;
Other executives[C]: Officers, September 2004, Number: 11;
Other executives[C]: Officers, September 2004, Percent: 1.5;
Other executives[C]: Officers, September 2007, Number: 13;
Other executives[C]: Officers, September 2007, Percent: 1.8;
Equal employment opportunity (EEO) group: White men;
PCES employees[A]: Officers, September 1999, Number: 29;
PCES employees[A]: Officers, September 1999, Percent: 69.0;
PCES employees[A]: Officers, September 2004, Number: 26;
PCES employees[A]: Officers, September 2004, Percent: 65.0;
PCES employees[A]: Officers, September 2007, Number: 21;
PCES employees[A]: Officers, September 2007, Percent: 53.8;
Other executives[C]: Officers, September 1999, Number: 526;
Other executives[C]: Officers, September 1999, Percent: 64.8;
Other executives[C]: Officers, September 2004, Number: 421;
Other executives[C]: Officers, September 2004, Percent: 55.5;
Other executives[C]: Officers, September 2007, Number: 394;
Other executives[C]: Officers, September 2007, Percent: 55.6;
Equal employment opportunity (EEO) group: White Women;
PCES employees[A]: Officers, September 1999, Number: 8;
PCES employees[A]: Officers, September 1999, Percent: 19.0;
PCES employees[A]: Officers, September 2004, Number: 7;
PCES employees[A]: Officers, September 2004, Percent: 17.5;
PCES employees[A]: Officers, September 2007, Number: 11;
PCES employees[A]: Officers, September 2007, Percent: 28.2;
Other executives[C]: Officers, September 1999, Number: 112;
Other executives[C]: Officers, September 1999, Percent: 13.8;
Other executives[C]: Officers, September 2004, Number: 139;
Other executives[C]: Officers, September 2004, Percent: 18.3;
Other executives[C]: Officers, September 2007, Number: 131;
Other executives[C]: Officers, September 2007, Percent: 18.5;
Equal employment opportunity (EEO) group: Unspecified/other;
PCES employees[A]: Officers, September 1999, Number: 0;
PCES employees[A]: Officers, September 1999, Percent: 0.0;
PCES employees[A]: Officers, September 2004, Number: 0;
PCES employees[A]: Officers, September 2004, Percent: 0.0;
PCES employees[A]: Officers, September 2007, Number: 0;
PCES employees[A]: Officers, September 2007, Percent: 0.0;
Other executives[C]: Officers, September 1999, Number: 1;
Other executives[C]: Officers, September 1999, Percent: 0.1;
Other executives[C]: Officers, September 2004, Number: 0;
Other executives[C]: Officers, September 2004, Percent: 0.0;
Other executives[C]: Officers, September 2007, Number: 0;
Other executives[C]: Officers, September 2007, Percent: 0.0;
Equal employment opportunity (EEO) group: Total[A];
PCES employees[A]: Officers, September 1999, Number: 42;
PCES employees[A]: Officers, September 1999, Percent: 100.0;
PCES employees[A]: Officers, September 2004, Number: 40;
PCES employees[A]: Officers, September 2004, Percent: 100.0;
PCES employees[A]: Officers, September 2007, Number: 39;
PCES employees[A]: Officers, September 2007, Percent: 100.0;
Other executives[C]: Officers, September 1999, Number: 812;
Other executives[C]: Officers, September 1999, Percent: 100.0;
Other executives[C]: Officers, September 2004, Number: 758;
Other executives[C]: Officers, September 2004, Percent: 100.0;
Other executives[C]: Officers, September 2007, Number: 709;
Other executives[C]: Officers, September 2007, Percent: 100.0;
Equal employment opportunity (EEO) group: Minorities;
PCES employees[A]: Officers, September 1999, Number: 5;
PCES employees[A]: Officers, September 1999, Percent: 11.9;
PCES employees[A]: Officers, September 2004, Number: 7;
PCES employees[A]: Officers, September 2004, Percent: 17.5;
PCES employees[A]: Officers, September 2007, Number: 7;
PCES employees[A]: Officers, September 2007, Percent: 17.9;
Other executives[C]: Officers, September 1999, Number: 173;
Other executives[C]: Officers, September 1999, Percent: 21.3;
Other executives[C]: Officers, September 2004, Number: 198;
Other executives[C]: Officers, September 2004, Percent: 26.1;
Other executives[C]: Officers, September 2007, Number: 184;
Other executives[C]: Officers, September 2007, Percent: 26.0;
Equal employment opportunity (EEO) group: Men;
PCES employees[A]: Officers, September 1999, Number: 34;
PCES employees[A]: Officers, September 1999, Percent: 81.0;
PCES employees[A]: Officers, September 2004, Number: 33;
PCES employees[A]: Officers, September 2004, Percent: 82.5;
PCES employees[A]: Officers, September 2007, Number: 25;
PCES employees[A]: Officers, September 2007, Percent: 64.1;
Other executives[C]: Officers, September 1999, Number: 648;
Other executives[C]: Officers, September 1999, Percent: 79.8;
Other executives[C]: Officers, September 2004, Number: 648;
Other executives[C]: Officers, September 2004, Percent: 85.5;
Other executives[C]: Officers, September 2007, Number: 506;
Other executives[C]: Officers, September 2007, Percent: 71.4;
Equal employment opportunity (EEO) group: Minority Men;
PCES employees[A]: Officers, September 1999, Number: 5;
PCES employees[A]: Officers, September 1999, Percent: 11.9;
PCES employees[A]: Officers, September 2004, Number: 7;
PCES employees[A]: Officers, September 2004, Percent: 17.5;
PCES employees[A]: Officers, September 2007, Number: 4;
PCES employees[A]: Officers, September 2007, Percent: 10.3;
Other executives[C]: Officers, September 1999, Number: 121;
Other executives[C]: Officers, September 1999, Percent: 14.9;
Other executives[C]: Officers, September 2004, Number: 126;
Other executives[C]: Officers, September 2004, Percent: 16.6;
Other executives[C]: Officers, September 2007, Number: 112;
Other executives[C]: Officers, September 2007, Percent: 15.8;
Equal employment opportunity (EEO) group: Women;
PCES employees[A]: Officers, September 1999, Number: 8;
PCES employees[A]: Officers, September 1999, Percent: 19.0;
PCES employees[A]: Officers, September 2004, Number: 7;
PCES employees[A]: Officers, September 2004, Percent: 17.5;
PCES employees[A]: Officers, September 2007, Number: 14;
PCES employees[A]: Officers, September 2007, Percent: 35.9;
Other executives[C]: Officers, September 1999, Number: 164;
Other executives[C]: Officers, September 1999, Percent: 20.2;
Other executives[C]: Officers, September 2004, Number: 211;
Other executives[C]: Officers, September 2004, Percent: 27.8;
Other executives[C]: Officers, September 2007, Number: 203;
Other executives[C]: Officers, September 2007, Percent: 28.6;
Equal employment opportunity (EEO) group: Minority Women;
PCES employees[A]: Officers, September 1999, Number: 0;
PCES employees[A]: Officers, September 1999, Percent: 0.0;
PCES employees[A]: Officers, September 2004, Number: 0;
PCES employees[A]: Officers, September 2004, Percent: 0.0;
PCES employees[A]: Officers, September 2007, Number: 3;
PCES employees[A]: Officers, September 2007, Percent: 7.7;
Other executives[C]: Officers, September 1999, Number: 52;
Other executives[C]: Officers, September 1999, Percent: 6.4;
Other executives[C]: Officers, September 2004, Number: 72;
Other executives[C]: Officers, September 2004, Percent: 9.5;
Other executives[C]: Officers, September 2007, Number: 72;
Other executives[C]: Officers, September 2007, Percent: 10.2;
Source: U.S. Postal Service.
[A] Data do not include employees of the Office of the Inspector
General and the Postal Regulatory Commission.
[B] Officers include the Postmaster General/Chief Executive Officer,
the Deputy Postmaster General, and Vice Presidents, among others. The
Postmaster General appoints all officers, with the exception of the
Deputy Postmaster General, who is appointed by the Governors of the
Postal Service and the Postmaster General. Data for officers do not
include acting officers.
[C] Other PCES executives include district, area, and headquarters
executives who are not officers.
[D] Percentages may not add to 100 because of rounding.
[End of table]
Table 34: Demographic Profiles of U.S. Postal Service Employees in the
Postal Service‘s Executive and Administrative Schedule (EAS):
Equal employment opportunity (EEO) group: African American men;
EAS levels 22 and above[A]: September 1999, Number: 866;
EAS levels 22 and above[A]: September 1999, Percent: 9.7;
EAS levels 22 and above[A]: September 2004, Number: 832;
EAS levels 22 and above[A]: September 2004, Percent: 9.1;
EAS levels 22 and above[A]: September 2007, Number: 788;
EAS levels 22 and above[A]: September 2007, Percent: 8.9;
Equal employment opportunity (EEO) group: African American Women;
EAS levels 22 and above[A]: September 1999, Number: 576;
EAS levels 22 and above[A]: September 1999, Percent: 6.4;
EAS levels 22 and above[A]: September 2004, Number: 721;
EAS levels 22 and above[A]: September 2004, Percent: 7.9;
EAS levels 22 and above[A]: September 2007, Number: 753;
EAS levels 22 and above[A]: September 2007, Percent: 8.5;
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
EAS levels 22 and above[A]: September 1999, Number: 49;
EAS levels 22 and above[A]: September 1999, Percent: 0.5;
EAS levels 22 and above[A]: September 2004, Number: 42;
EAS levels 22 and above[A]: September 2004, Percent: 0.5;
EAS levels 22 and above[A]: September 2007, Number: 38;
EAS levels 22 and above[A]: September 2007, Percent: 0.4;
Equal employment opportunity (EEO) group: American Indian/Alaska Native
Women;
EAS levels 22 and above[A]: September 1999, Number: 16;
EAS levels 22 and above[A]: September 1999, Percent: 0.2;
EAS levels 22 and above[A]: September 2004, Number: 18;
EAS levels 22 and above[A]: September 2004, Percent: 0.2;
EAS levels 22 and above[A]: September 2007, Number: 20;
EAS levels 22 and above[A]: September 2007, Percent: 0.2;
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
EAS levels 22 and above[A]: September 1999, Number: 215;
EAS levels 22 and above[A]: September 1999, Percent: 2.4;
EAS levels 22 and above[A]: September 2004, Number: 261;
EAS levels 22 and above[A]: September 2004, Percent: 2.9;
EAS levels 22 and above[A]: September 2007, Number: 289;
EAS levels 22 and above[A]: September 2007, Percent: 3.3;
Equal employment opportunity (EEO) group: Asian/Pacific Islander Women;
EAS levels 22 and above[A]: September 1999, Number: 86;
EAS levels 22 and above[A]: September 1999, Percent: 1.0;
EAS levels 22 and above[A]: September 2004, Number: 137;
EAS levels 22 and above[A]: September 2004, Percent: 1.5;
EAS levels 22 and above[A]: September 2007, Number: 163;
EAS levels 22 and above[A]: September 2007, Percent: 1.8;
Equal employment opportunity (EEO) group: Hispanic men;
EAS levels 22 and above[A]: September 1999, Number: 375;
EAS levels 22 and above[A]: September 1999, Percent: 4.2;
EAS levels 22 and above[A]: September 2004, Number: 421;
EAS levels 22 and above[A]: September 2004, Percent: 4.6;
EAS levels 22 and above[A]: September 2007, Number: 399;
EAS levels 22 and above[A]: September 2007, Percent: 4.5;
Equal employment opportunity (EEO) group: Hispanic Women;
EAS levels 22 and above[A]: September 1999, Number: 86;
EAS levels 22 and above[A]: September 1999, Percent: 1.0;
EAS levels 22 and above[A]: September 2004, Number: 145;
EAS levels 22 and above[A]: September 2004, Percent: 1.6;
EAS levels 22 and above[A]: September 2007, Number: 158;
EAS levels 22 and above[A]: September 2007, Percent: 1.8;
Equal employment opportunity (EEO) group: White men;
EAS levels 22 and above[A]: September 1999, Number: 5,398;
EAS levels 22 and above[A]: September 1999, Percent: 60.3;
EAS levels 22 and above[A]: September 2004, Number: 4,928;
EAS levels 22 and above[A]: September 2004, Percent: 54.1;
EAS levels 22 and above[A]: September 2007, Number: 4,530;
EAS levels 22 and above[A]: September 2007, Percent: 51.3;
Equal employment opportunity (EEO) group: White Women;
EAS levels 22 and above[A]: September 1999, Number: 1,270;
EAS levels 22 and above[A]: September 1999, Percent: 14.2;
EAS levels 22 and above[A]: September 2004, Number: 1,610;
EAS levels 22 and above[A]: September 2004, Percent: 17.7;
EAS levels 22 and above[A]: September 2007, Number: 1,688;
EAS levels 22 and above[A]: September 2007, Percent: 19.1;
Equal employment opportunity (EEO) group: Unspecified/other;
EAS levels 22 and above[A]: September 1999, Number: 18;
EAS levels 22 and above[A]: September 1999, Percent: 0.2;
EAS levels 22 and above[A]: September 2004, Number: 2;
EAS levels 22 and above[A]: September 2004, Percent: 0.0;
EAS levels 22 and above[A]: September 2007, Number: 0;
EAS levels 22 and above[A]: September 2007, Percent: 0.0;
Equal employment opportunity (EEO) group: Total[A];
EAS levels 22 and above[A]: September 1999, Number: 8,955;
EAS levels 22 and above[A]: September 1999, Percent: 100.0;
EAS levels 22 and above[A]: September 2004, Number: 9,117;
EAS levels 22 and above[A]: September 2004, Percent: 100.0;
EAS levels 22 and above[A]: September 2007, Number: 8,826;
EAS levels 22 and above[A]: September 2007, Percent: 100.0;
Equal employment opportunity (EEO) group: Minorities;
EAS levels 22 and above[A]: September 1999, Number: 2,269;
EAS levels 22 and above[A]: September 1999, Percent: 25.3;
EAS levels 22 and above[A]: September 2004, Number: 2,577;
EAS levels 22 and above[A]: September 2004, Percent: 28.3;
EAS levels 22 and above[A]: September 2007, Number: 2,608;
EAS levels 22 and above[A]: September 2007, Percent: 29.5;
Equal employment opportunity (EEO) group: Men;
EAS levels 22 and above[A]: September 1999, Number: 6,919;
EAS levels 22 and above[A]: September 1999, Percent: 77.3;
EAS levels 22 and above[A]: September 2004, Number: 6,484;
EAS levels 22 and above[A]: September 2004, Percent: 71.1;
EAS levels 22 and above[A]: September 2007, Number: 6,044;
EAS levels 22 and above[A]: September 2007, Percent: 68.5;
Equal employment opportunity (EEO) group: Minority Men;
EAS levels 22 and above[A]: September 1999, Number: 1,505;
EAS levels 22 and above[A]: September 1999, Percent: 16.8;
EAS levels 22 and above[A]: September 2004, Number: 1,556;
EAS levels 22 and above[A]: September 2004, Percent: 17.1;
EAS levels 22 and above[A]: September 2007, Number: 1,514;
EAS levels 22 and above[A]: September 2007, Percent: 17.2;
Equal employment opportunity (EEO) group: Women;
EAS levels 22 and above[A]: September 1999, Number: 2,036;
EAS levels 22 and above[A]: September 1999, Percent: 22.7;
EAS levels 22 and above[A]: September 2004, Number: 2,036;
EAS levels 22 and above[A]: September 2004, Percent: 22.3;
EAS levels 22 and above[A]: September 2007, Number: 2,782;
EAS levels 22 and above[A]: September 2007, Percent: 31.5;
Equal employment opportunity (EEO) group: Minority Women;
EAS levels 22 and above[A]: September 1999, Number: 764;
EAS levels 22 and above[A]: September 1999, Percent: 8.5;
EAS levels 22 and above[A]: September 2004, Number: 1,021;
EAS levels 22 and above[A]: September 2004, Percent: 11.2;
EAS levels 22 and above[A]: September 2007, Number: 1,094;
EAS levels 22 and above[A]: September 2007, Percent: 12.4;
Source: U.S. Postal Service.
[A] Data do not include employees of the Office of the Inspector
General and the Postal Regulatory Commission.
[B] Percentages may not add to 100 because of rounding.
[End of table]
Table 35: Demographic Profiles of U.S. Postal Service Employees in EAS
Levels 22 and Above Participating in the Corporate Succession Planning
(CSP) Program:
Equal employment opportunity (EEO) group: African American men;
EAS levels 22: September 30, 2004, Number: 4;
EAS levels 22: September 30, 2004, Percent: 9.1;
EAS levels 22: September 30, 2007, Number: 3;
EAS levels 22: September 30, 2007, Percent: 15.0;
EAS levels 23: September 30, 2004, Number: 2;
EAS levels 23: September 30, 2004, Percent: 2.2;
EAS levels 23: September 30, 2007, Number: 6;
EAS levels 23: September 30, 2007, Percent: 8.8;
EAS levels 24: September 30, 2004, Number: 11;
EAS levels 24: September 30, 2004, Percent: 9.2;
EAS levels 24: September 30, 2007, Number: 13;
EAS levels 24: September 30, 2007, Percent: 9.6;
EAS levels 25 and above: September 30, 2004, Number: 43;
EAS levels 25 and above: September 30, 2004, Percent: 8.8;
EAS levels 25 and above: September 30, 2007, Number: 36;
EAS levels 25 and above: September 30, 2007, Percent: 7.6;
Equal employment opportunity (EEO) group: African American Women;
EAS levels 22: September 30, 2004, Number: 7;
EAS levels 22: September 30, 2004, Percent: 15.9;
EAS levels 22: September 30, 2007, Number: 4;
EAS levels 22: September 30, 2007, Percent: 20.0;
EAS levels 23: September 30, 2004, Number: 6;
EAS levels 23: September 30, 2004, Percent: 6.6;
EAS levels 23: September 30, 2007, Number: 6;
EAS levels 23: September 30, 2007, Percent: 8.8;
EAS levels 24: September 30, 2004, Number: 13;
EAS levels 24: September 30, 2004, Percent: 10.9;
EAS levels 24: September 30, 2007, Number: 17;
EAS levels 24: September 30, 2007, Percent: 12.6;
EAS levels 25 and above: September 30, 2004, Number: 34;
EAS levels 25 and above: September 30, 2004, Percent: 7.0;
EAS levels 25 and above: September 30, 2007, Number: 44;
EAS levels 25 and above: September 30, 2007, Percent: 9.3;
Equal employment opportunity (EEO) group: American Indian/Alaska Native
men;
EAS levels 22: September 30, 2004, Number: 0;
EAS levels 22: September 30, 2004, Percent: 0.0;
EAS levels 22: September 30, 2007, Number: 0;
EAS levels 22: September 30, 2007, Percent: 0.0;
EAS levels 23: September 30, 2004, Number: 0;
EAS levels 23: September 30, 2004, Percent: 0.0;
EAS levels 23: September 30, 2007, Number: 0;
EAS levels 23: September 30, 2007, Percent: 0.0;
EAS levels 24: September 30, 2004, Number: 0;
EAS levels 24: September 30, 2004, Percent: 0.0;
EAS levels 24: September 30, 2007, Number: 2;
EAS levels 24: September 30, 2007, Percent: 1.5;
EAS levels 25 and above: September 30, 2004, Number: 1;
EAS levels 25 and above: September 30, 2004, Percent: 0.2;
EAS levels 25 and above: September 30, 2007, Number: 1;
EAS levels 25 and above: September 30, 2007, Percent: 0.2;
Equal employment opportunity (EEO) group: American Indian/Alaska Native
Women;
EAS levels 22: September 30, 2004, Number: 2;
EAS levels 22: September 30, 2004, Percent: 4.5;
EAS levels 22: September 30, 2007, Number: 0;
EAS levels 22: September 30, 2007, Percent: 0.0;
EAS levels 23: September 30, 2004, Number: 1;
EAS levels 23: September 30, 2004, Percent: 1.1;
EAS levels 23: September 30, 2007, Number: 0;
EAS levels 23: September 30, 2007, Percent: 0.0;
EAS levels 24: September 30, 2004, Number: 2;
EAS levels 24: September 30, 2004, Percent: 1.7;
EAS levels 24: September 30, 2007, Number: 1;
EAS levels 24: September 30, 2007, Percent: 0.7;
EAS levels 25 and above: September 30, 2004, Number: 1;
EAS levels 25 and above: September 30, 2004, Percent: 0.2;
EAS levels 25 and above: September 30, 2007, Number: 3;
EAS levels 25 and above: September 30, 2007, Percent: 0.6;
Equal employment opportunity (EEO) group: Asian/Pacific Islander men;
EAS levels 22: September 30, 2004, Number: 0;
EAS levels 22: September 30, 2004, Percent: 0.0;
EAS levels 22: September 30, 2007, Number: 0;
EAS levels 22: September 30, 2007, Percent: 0.0;
EAS levels 23: September 30, 2004, Number: 2;
EAS levels 23: September 30, 2004, Percent: 2.2;
EAS levels 23: September 30, 2007, Number: 2;
EAS levels 23: September 30, 2007, Percent: 2.9;
EAS levels 24: September 30, 2004, Number: 3;
EAS levels 24: September 30, 2004, Percent: 2.5;
EAS levels 24: September 30, 2007, Number: 4;
EAS levels 24: September 30, 2007, Percent: 3.0;
EAS levels 25 and above: September 30, 2004, Number: 11;
EAS levels 25 and above: September 30, 2004, Percent: 2.2;
EAS levels 25 and above: September 30, 2007, Number: 15;
EAS levels 25 and above: September 30, 2007, Percent: 3.2;
Equal employment opportunity (EEO) group: Asian/Pacific Islander Women;
EAS levels 22: September 30, 2004, Number: 0;
EAS levels 22: September 30, 2004, Percent: 0.0;
EAS levels 22: September 30, 2007, Number: 0;
EAS levels 22: September 30, 2007, Percent: 0.0;
EAS levels 23: September 30, 2004, Number: 3;
EAS levels 23: September 30, 2004, Percent: 3.3;
EAS levels 23: September 30, 2007, Number: 2;
EAS levels 23: September 30, 2007, Percent: 2.9;
EAS levels 24: September 30, 2004, Number: 1;
EAS levels 24: September 30, 2004, Percent: 0.8;
EAS levels 24: September 30, 2007, Number: 0;
EAS levels 24: September 30, 2007, Percent: 0.0;
EAS levels 25 and above: September 30, 2004, Number: 3;
EAS levels 25 and above: September 30, 2004, Percent: 0.6;
EAS levels 25 and above: September 30, 2007, Number: 5;
EAS levels 25 and above: September 30, 2007, Percent: 1.1;
Equal employment opportunity (EEO) group: Hispanic men;
EAS levels 22: September 30, 2004, Number: 2;
EAS levels 22: September 30, 2004, Percent: 4.5;
EAS levels 22: September 30, 2007, Number: 1;
EAS levels 22: September 30, 2007, Percent: 5.0;
EAS levels 23: September 30, 2004, Number: 4;
EAS levels 23: September 30, 2004, Percent: 4.4;
EAS levels 23: September 30, 2007, Number: 0;
EAS levels 23: September 30, 2007, Percent: 0.0;
EAS levels 24: September 30, 2004, Number: 4;
EAS levels 24: September 30, 2004, Percent: 3.4;
EAS levels 24: September 30, 2007, Number: 9;
EAS levels 24: September 30, 2007, Percent: 6.7;
EAS levels 25 and above: September 30, 2004, Number: 21;
EAS levels 25 and above: September 30, 2004, Percent: 4.3;
EAS levels 25 and above: September 30, 2007, Number: 20;
EAS levels 25 and above: September 30, 2007, Percent: 4.2;
Equal employment opportunity (EEO) group: Hispanic Women;
EAS levels 22: September 30, 2004, Number: 0;
EAS levels 22: September 30, 2004, Percent: 0.0;
EAS levels 22: September 30, 2007, Number: 0;
EAS levels 22: September 30, 2007, Percent: 0.0;
EAS levels 23: September 30, 2004, Number: 2;
EAS levels 23: September 30, 2004, Percent: 2.2;
EAS levels 23: September 30, 2007, Number: 3;
EAS levels 23: September 30, 2007, Percent: 4.4;
EAS levels 24: September 30, 2004, Number: 4;
EAS levels 24: September 30, 2004, Percent: 3.4;
EAS levels 24: September 30, 2007, Number: 0;
EAS levels 24: September 30, 2007, Percent: 0.0;
EAS levels 25 and above: September 30, 2004, Number: 3;
EAS levels 25 and above: September 30, 2004, Percent: 0.6;
EAS levels 25 and above: September 30, 2007, Number: 5;
EAS levels 25 and above: September 30, 2007, Percent: 1.1;
Equal employment opportunity (EEO) group: White men;
EAS levels 22: September 30, 2004, Number: 21;
EAS levels 22: September 30, 2004, Percent: 47.7;
EAS levels 22: September 30, 2007, Number: 10;
EAS levels 22: September 30, 2007, Percent: 50.0;
EAS levels 23: September 30, 2004, Number: 40;
EAS levels 23: September 30, 2004, Percent: 44.0;
EAS levels 23: September 30, 2007, Number: 28;
EAS levels 23: September 30, 2007, Percent: 41.2;
EAS levels 24: September 30, 2004, Number: 63;
EAS levels 24: September 30, 2004, Percent: 52.9;
EAS levels 24: September 30, 2007, Number: 66;
EAS levels 24: September 30, 2007, Percent: 48.9;
EAS levels 25 and above: September 30, 2004, Number: 265;
EAS levels 25 and above: September 30, 2004, Percent: 54.2;
EAS levels 25 and above: September 30, 2007, Number: 245;
EAS levels 25 and above: September 30, 2007, Percent: 52.0;
Equal employment opportunity (EEO) group: White Women;
EAS levels 22: September 30, 2004, Number: 8;
EAS levels 22: September 30, 2004, Percent: 18.2;
EAS levels 22: September 30, 2007, Number: 2;
EAS levels 22: September 30, 2007, Percent: 10.0;
EAS levels 23: September 30, 2004, Number: 31;
EAS levels 23: September 30, 2004, Percent: 34.1;
EAS levels 23: September 30, 2007, Number: 21;
EAS levels 23: September 30, 2007, Percent: 30.9;
EAS levels 24: September 30, 2004, Number: 18;
EAS levels 24: September 30, 2004, Percent: 15.1;
EAS levels 24: September 30, 2007, Number: 23;
EAS levels 24: September 30, 2007, Percent: 17.0;
EAS levels 25 and above: September 30, 2004, Number: 102;
EAS levels 25 and above: September 30, 2004, Percent: 20.9;
EAS levels 25 and above: September 30, 2007, Number: 94;
EAS levels 25 and above: September 30, 2007, Percent: 20.0;
Equal employment opportunity (EEO) group: Unspecified/other;
EAS levels 22: September 30, 2004, Number: 0;
EAS levels 22: September 30, 2004, Percent: 0.0;
EAS levels 22: September 30, 2007, Number: 0;
EAS levels 22: September 30, 2007, Percent: 0.0;
EAS levels 23: September 30, 2004, Number: 0;
EAS levels 23: September 30, 2004, Percent: 0.0;
EAS levels 23: September 30, 2007, Number: 0;
EAS levels 23: September 30, 2007, Percent: 0.0;
EAS levels 24: September 30, 2004, Number: 0;
EAS levels 24: September 30, 2004, Percent: 0.0;
EAS levels 24: September 30, 2007, Number: 0;
EAS levels 24: September 30, 2007, Percent: 0.0;
EAS levels 25 and above: September 30, 2004, Number: 0;
EAS levels 25 and above: September 30, 2004, Percent: 0.0;
EAS levels 25 and above: September 30, 2007, Number: 0;
EAS levels 25 and above: September 30, 2007, Percent: 0.0;
Equal employment opportunity (EEO) group: Total[A];
EAS levels 22: September 30, 2004, Number: 44;
EAS levels 22: September 30, 2004, Percent: 100.0;
EAS levels 22: September 30, 2007, Number: 20;
EAS levels 22: September 30, 2007, Percent: 100.0;
EAS levels 23: September 30, 2004, Number: 91;
EAS levels 23: September 30, 2004, Percent: 100.0;
EAS levels 23: September 30, 2007, Number: 68;
EAS levels 23: September 30, 2007, Percent: 100.0;
EAS levels 24: September 30, 2004, Number: 119;
EAS levels 24: September 30, 2004, Percent: 100.0;
EAS levels 24: September 30, 2007, Number: 135;
EAS levels 24: September 30, 2007, Percent: 100.0;
EAS levels 25 and above: September 30, 2004, Number: 489;
EAS levels 25 and above: September 30, 2004, Percent: 100.0;
EAS levels 25 and above: September 30, 2007, Number: 471;
EAS levels 25 and above: September 30, 2007, Percent: 100.0;
Equal employment opportunity (EEO) group: Minorities;
EAS levels 22: September 30, 2004, Number: 15;
EAS levels 22: September 30, 2004, Percent: 34.1;
EAS levels 22: September 30, 2007, Number: 8;
EAS levels 22: September 30, 2007, Percent: 40.0;
EAS levels 23: September 30, 2004, Number: 20;
EAS levels 23: September 30, 2004, Percent: 22.0;
EAS levels 23: September 30, 2007, Number: 19;
EAS levels 23: September 30, 2007, Percent: 27.9;
EAS levels 24: September 30, 2004, Number: 38;
EAS levels 24: September 30, 2004, Percent: 31.9;
EAS levels 24: September 30, 2007, Number: 46;
EAS levels 24: September 30, 2007, Percent: 34.1;
EAS levels 25 and above: September 30, 2004, Number: 122;
EAS levels 25 and above: September 30, 2004, Percent: 24.9;
EAS levels 25 and above: September 30, 2007, Number: 132;
EAS levels 25 and above: September 30, 2007, Percent: 28.0;
Equal employment opportunity (EEO) group: Men;
EAS levels 22: September 30, 2004, Number: 27;
EAS levels 22: September 30, 2004, Percent: 61.4;
EAS levels 22: September 30, 2007, Number: 14;
EAS levels 22: September 30, 2007, Percent: 70.0;
EAS levels 23: September 30, 2004, Number: 48;
EAS levels 23: September 30, 2004, Percent: 52.7;
EAS levels 23: September 30, 2007, Number: 36;
EAS levels 23: September 30, 2007, Percent: 52.9;
EAS levels 24: September 30, 2004, Number: 81;
EAS levels 24: September 30, 2004, Percent: 68.1;
EAS levels 24: September 30, 2007, Number: 94;
EAS levels 24: September 30, 2007, Percent: 69.6;
EAS levels 25 and above: September 30, 2004, Number: 341;
EAS levels 25 and above: September 30, 2004, Percent: 69.7;
EAS levels 25 and above: September 30, 2007, Number: 317;
EAS levels 25 and above: September 30, 2007, Percent: 67.3;
Equal employment opportunity (EEO) group: Minority Men;
EAS levels 22: September 30, 2004, Number: 6;
EAS levels 22: September 30, 2004, Percent: 13.6;
EAS levels 22: September 30, 2007, Number: 4;
EAS levels 22: September 30, 2007, Percent: 20.0;
EAS levels 23: September 30, 2004, Number: 8;
EAS levels 23: September 30, 2004, Percent: 8.8;
EAS levels 23: September 30, 2007, Number: 8;
EAS levels 23: September 30, 2007, Percent: 11.8;
EAS levels 24: September 30, 2004, Number: 18;
EAS levels 24: September 30, 2004, Percent: 15.1;
EAS levels 24: September 30, 2007, Number: 28;
EAS levels 24: September 30, 2007, Percent: 20.7;
EAS levels 25 and above: September 30, 2004, Number: 76;
EAS levels 25 and above: September 30, 2004, Percent: 15.5;
EAS levels 25 and above: September 30, 2007, Number: 72;
EAS levels 25 and above: September 30, 2007, Percent: 15.3;
Equal employment opportunity (EEO) group: Women;
EAS levels 22: September 30, 2004, Number: 17;
EAS levels 22: September 30, 2004, Percent: 38.6;
EAS levels 22: September 30, 2007, Number: 6;
EAS levels 22: September 30, 2007, Percent: 30.0;
EAS levels 23: September 30, 2004, Number: 43;
EAS levels 23: September 30, 2004, Percent: 47.3;
EAS levels 23: September 30, 2007, Number: 32;
EAS levels 23: September 30, 2007, Percent: 47.1;
EAS levels 24: September 30, 2004, Number: 38;
EAS levels 24: September 30, 2004, Percent: 31.9;
EAS levels 24: September 30, 2007, Number: 41;
EAS levels 24: September 30, 2007, Percent: 30.4;
EAS levels 25 and above: September 30, 2004, Number: 148;
EAS levels 25 and above: September 30, 2004, Percent: 30.3;
EAS levels 25 and above: September 30, 2007, Number: 154;
EAS levels 25 and above: September 30, 2007, Percent: 32.7;
Equal employment opportunity (EEO) group: Minority Women;
EAS levels 22: September 30, 2004, Number: 9;
EAS levels 22: September 30, 2004, Percent: 20.5;
EAS levels 22: September 30, 2007, Number: 4;
EAS levels 22: September 30, 2007, Percent: 20.0;
EAS levels 23: September 30, 2004, Number: 12;
EAS levels 23: September 30, 2004, Percent: 13.2;
EAS levels 23: September 30, 2007, Number: 11;
EAS levels 23: September 30, 2007, Percent: 16.2;
EAS levels 24: September 30, 2004, Number: 20;
EAS levels 24: September 30, 2004, Percent: 16.8;
EAS levels 24: September 30, 2007, Number: 18;
EAS levels 24: September 30, 2007, Percent: 13.3;
EAS levels 25 and above: September 30, 2004, Number: 46;
EAS levels 25 and above: September 30, 2004, Percent: 9.4;
EAS levels 25 and above: September 30, 2007, Number: 60;
EAS levels 25 and above: September 30, 2007, Percent: 12.7;
Source: U.S. Postal Service.
Note: EAS employees participating in the CSP program are required to be
at EAS levels 22 and above. Data do not include employees of the Office
of the Inspector General and the Postal Regulatory Commission.
[A] Percentages may not add to 100 because of rounding.
[End of table]
Table 36: Information on PCES-I Vacancies Filled through Promotions and
Outside Hires from Fiscal Years 2004 through 2007, Including Whether
Vacancies Were Filled by Employees Participating in the CSP Program:
How vacancy was filled: By employee promotions to PCES-I: Employee in
EAS level 46;
FY 2004, All: 0;
FY 2004, From CSP: 0;
FY 2004, Not CSP: 0;
FY 2005, All: 0;
FY 2005, In CSP: 0;
FY 2005, Not CSP: 0;
FY 2006, All: 2;
FY 2006, In CSP: 0;
FY 2006, Not CSP: 2;
FY 2007, All: 3;
FY 2007, In CSP: 2;
FY 2007, Not CSP: 1;
Total FY 2004-2007, All: 5;
Total FY 2004-2007, In CSP: 2;
Total FY 2004-2007, Not CSP: 3.
How vacancy was filled: By employee promotions to PCES-I: Employee in
EAS level 45;
FY 2004, All: 0;
FY 2004, From CSP: 0;
FY 2004, Not CSP: 0;
FY 2005, All: 0;
FY 2005, In CSP: 0;
FY 2005, Not CSP: 0;
FY 2006, All: 6;
FY 2006, In CSP: 6;
FY 2006, Not CSP: 0;
FY 2007, All: 1;
FY 2007, In CSP: 1;
FY 2007, Not CSP: 0;
Total FY 2004-2007, All: 7;
Total FY 2004-2007, In CSP: 7;
Total FY 2004-2007, Not CSP: 0.
How vacancy was filled: By employee promotions to PCES-I: Employee in
EAS level 26;
FY 2004, All: 13;
FY 2004, From CSP: 13;
FY 2004, Not CSP: 0;
FY 2005, All: 12;
FY 2005, In CSP: 11;
FY 2005, Not CSP: 1;
FY 2006, All: 13;
FY 2006, In CSP: 11;
FY 2006, Not CSP: 2;
FY 2007, All: 8;
FY 2007, In CSP: 5;
FY 2007, Not CSP: 3;
Total FY 2004-2007, All: 46;
Total FY 2004-2007, In CSP: 40;
Total FY 2004-2007, Not CSP: 6.
How vacancy was filled: By employee promotions to PCES-I: Employee in
EAS level 25;
FY 2004, All: 33;
FY 2004, From CSP: 31;
FY 2004, Not CSP: 2;
FY 2005, All: 44;
FY 2005, In CSP: 35;
FY 2005, Not CSP: 9;
FY 2006, All: 54;
FY 2006, In CSP: 50;
FY 2006, Not CSP: 4;
FY 2007, All: 17;
FY 2007, In CSP: 14;
FY 2007, Not CSP: 3;
Total FY 2004-2007, All: 148;
Total FY 2004-2007, In CSP: 130;
Total FY 2004-2007, Not CSP: 18.
How vacancy was filled: By employee promotions to PCES-I: Employee in
EAS level 24;
FY 2004, All: 7;
FY 2004, From CSP: 7;
FY 2004, Not CSP: 0;
FY 2005, All: 5;
FY 2005, In CSP: 5;
FY 2005, Not CSP: 0;
FY 2006, All: 11;
FY 2006, In CSP: 9;
FY 2006, Not CSP: 2;
FY 2007, All: 4;
FY 2007, In CSP: 3;
FY 2007, Not CSP: 1;
Total FY 2004-2007, All: 27;
Total FY 2004-2007, In CSP: 24; 3.
Total FY 2004-2007, Not CSP:
How vacancy was filled: By employee promotions to PCES-I: Employee in
EAS level 23;
FY 2004, All: 3;
FY 2004, From CSP: 2;
FY 2004, Not CSP: 1;
FY 2005, All: 3;
FY 2005, In CSP: 1;
FY 2005, Not CSP: 2;
FY 2006, All: 3;
FY 2006, In CSP: 3;
FY 2006, Not CSP: 0;
FY 2007, All: 3;
FY 2007, In CSP: 3;
FY 2007, Not CSP: 0;
Total FY 2004-2007, All: 12;
Total FY 2004-2007, In CSP: 9;
Total FY 2004-2007, Not CSP: 3.
How vacancy was filled: By employee promotions to PCES-I: Employee in
EAS level 22;
FY 2004, All: 0;
FY 2004, From CSP: 0;
FY 2004, Not CSP: 0;
FY 2005, All: 1;
FY 2005, In CSP: 1;
FY 2005, Not CSP: 0;
FY 2006, All: 1;
FY 2006, In CSP: 1;
FY 2006, Not CSP: 0;
FY 2007, All: 1;
FY 2007, In CSP: 1;
FY 2007, Not CSP: 0;
Total FY 2004-2007, All: 3;
Total FY 2004-2007, In CSP: 3;
Total FY 2004-2007, Not CSP: 0.
How vacancy was filled: By employee promotions to PCES-I: Employee in
EAS level 21 or below;
FY 2004, All: 1;
FY 2004, From CSP: 1;
FY 2004, Not CSP: 0;
FY 2005, All: 0;
FY 2005, In CSP: 0;
FY 2005, Not CSP: 0;
FY 2006, All: 0;
FY 2006, In CSP: 0;
FY 2006, Not CSP: 0;
FY 2007, All: 1;
FY 2007, In CSP: 0;
FY 2007, Not CSP: 1;
Total FY 2004-2007, All: 2;
Total FY 2004-2007, In CSP: 1;
Total FY 2004-2007, Not CSP: 1.
How vacancy was filled: By employee promotions to PCES-I: Attorneys;
FY 2004, All: 3;
FY 2004, From CSP: 3;
FY 2004, Not CSP: 0;
FY 2005, All: 1;
FY 2005, In CSP: 1;
FY 2005, Not CSP: 0;
FY 2006, All: 2;
FY 2006, In CSP: 2;
FY 2006, Not CSP: 0;
FY 2007, All: 3;
FY 2007, In CSP: 3;
FY 2007, Not CSP: 0;
Total FY 2004-2007, All: 9;
Total FY 2004-2007, In CSP: 9;
Total FY 2004-2007, Not CSP: 0.
How vacancy was filled: By employee promotions to PCES-I: Subtotal of
employee promotions;
FY 2004, All: 60;
FY 2004, From CSP: 57;
FY 2004, Not CSP: 3;
FY 2005, All: 66;
FY 2005, In CSP: 54;
FY 2005, Not CSP: 12;
FY 2006, All: 92;
FY 2006, In CSP: 82;
FY 2006, Not CSP: 10;
FY 2007, All: 41;
FY 2007, In CSP: 32;
FY 2007, Not CSP: 9;
Total FY 2004-2007, All: 259;
Total FY 2004-2007, In CSP: 225;
Total FY 2004-2007, Not CSP: 34.
How vacancy was filled: By employee promotions to PCES-I: By outside
hire[A];
FY 2004, All: 1;
FY 2004, From CSP: 0;
FY 2004, Not CSP: 1;
FY 2005, All: 6;
FY 2005, In CSP: 0;
FY 2005, Not CSP: 6;
FY 2006, All: 8;
FY 2006, In CSP: 0;
FY 2006, Not CSP: 8;
FY 2007, All: 6;
FY 2007, In CSP: 0;
FY 2007, Not CSP: 6;
Total FY 2004-2007, All: 21;
Total FY 2004-2007, In CSP: 0;
Total FY 2004-2007, Not CSP: 21.
How vacancy was filled: By employee promotions to PCES-I: Total;
FY 2004, All: 61;
FY 2004, From CSP: 57;
FY 2004, Not CSP: 4;
FY 2005, All: 74;
FY 2005, In CSP: 54;
FY 2005, Not CSP: 18;
FY 2006, All: 100;
FY 2006, In CSP: 82;
FY 2006, Not CSP: 18;
FY 2007, All: 47;
FY 2007, In CSP: 32;
FY 2007, Not CSP: 15;
Total FY 2004-2007, All: 280;
Total FY 2004-2007, In CSP: 225;
Total FY 2004-2007, Not CSP: 55.
Source: U.S. Postal Service.
Notes: Data represent the number of employees and do not include
employees of the Office of the Inspector General and the Postal
Regulatory Commission. Data do not include the 12 employees who filled
newly created positions in 2006 and 2007 that had no corresponding CSP
program position pools. Vacancies filled by a CSP program participant
are tabulated in columns labeled ’In CSP;“ others are tabulated in
columns labeled ’Not CSP.“
[A] Outside hires who filled PCES-I vacancies did not participate in
the CSP program in order to assume these positions.
[End of table]
Figure 1: Promotions to the PCES by Employee Type and Level, Fiscal
Years 2004 through 2007:
[See PDF for image]
This figure is a vertical bar graph depicting the following data:
Promotions to the PCES by Employee Type and Level, Fiscal Years 2004
through 2007:
Employee level: EAS 25 and above;
CSP participant: 69.1%;
Not a participant: 10.4%.
Employee level: EAS 24;
CSP participant: 9.3%;
Not a participant: 1.2%.
Employee level: EAS 23;
CSP participant: 3.5%;
Not a participant: 1.2%.
Employee level: EAS 22;
CSP participant: 1.2%;
Not a participant: 0.0.
Employee level: EAS 21 and below;
CSP participant: 0.4%;
Not a participant: 0.4%.
Employee level: Attorneys;
CSP participant: 3.5%;
Not a participant: 0.0.
Source: U.S. Postal Service.
Notes: Data do not include employees of the Office of the Inspector
General and the Postal Regulatory Commission. Data do not include the
12 employees who filled newly created positions in 2006 and 2007 that
had no corresponding CSP position pools. Outside hires who filled PCES-
I vacancies did not participate in CSP in order to assume these
positions. Data are rounded to the nearest 0.1 percent and do not add
to 100 percent because of rounding.
[End of figure]
[End of section]
Footnotes:
[1] By minorities, we refer to people in the following racial and
ethnic groups: African American, American Indian/Alaska Native, Asian/
Pacific Islander, and Hispanic.
[2] GAO, Senior Executive Service: Enhanced Agency Efforts Needed to
Improve Diversity as the Senior Corps Turns Over, [hyperlink,
http://www.gao.gov/cgi-bin/getrpt?GAO-03-34] (Washington, D.C.:
Jan. 17, 2003).
[3] GAO, Human Capital: Diversity in the Federal SES and the Senior
Levels of the U.S. Postal Service, [hyperlink,
http://www.gao.gov/cgi-bin/getrpt?GAO-07-838T] (Washington, D.C.: May
10, 2007).
[4] Career SES members are individuals with civil service status
(permanent) who are appointed competitively to SES positions and serve
in positions below the top political appointees in the executive branch
of government.
[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] For the SES, we included those with career appointments in the
Senior Executive Service personnel system. These individuals are in
executive positions classified above GS-15 or equivalent and do not
require appointment by the President with Senate confirmation. 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 Scientific and Professional
systems.
[7] [hyperlink, http://www.gao.gov/cgi-bin/getrpt?GAO-03-34].
[8] GAO, U.S. Postal Service: Diversity in the Postal Career Executive
Service, [hyperlink, http://www.gao.gov/cgi-bin/getrpt?GAO/GGD-00-76]
(Washington, D.C.: Mar. 30, 2000). We also have reported on fiscal
year 2002 employee diversity at the Postal Service. See GAO, U.S.
Postal Service: Data on Career Employee Diversity, [hyperlink,
http://www.gao.gov/cgi-bin/getrpt?GAO-03-745R] (Washington, D.C.:
Sept. 15, 2003).
[9] GAO, OPM's Central Personnel Data File: Data Appear Sufficiently
Reliable to Meet Most Customer Needs, [hyperlink,
http://www.gao.gov/cgi-bin/getrpt?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.
[10] The CFO Act agencies are 24 major executive agencies that are
subject to the CFO Act. In 2006, the CFO Act agencies employed 98
percent of federal employees. Pub. L. No. 101-576, 104 Stat. 2838 (Nov.
15, 1990), as amended.
[11] 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 2006 Annual
Report on the Federal Work Force.
[12] 5 U.S.C. § 7201 and 5 C.F.R. Part 720, Subpart B.
[13] 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.
[14] 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.
[15] GAO, Human Capital: Federal Workforce Challenges in the 21st
Century, [hyperlink, http://www.gao.gov/cgi-bin/getrpt?GAO-07-556T]
(Washington, D.C.: Mar. 6, 2007).
[16] GAO, Human Capital: Insights for U.S. Agencies from Other
Countries' Succession Planning and Management Initiatives, [hyperlink,
http://www.gao.gov/cgi-bin/getrpt?GAO-03-914] (Washington, D.C.:
Sept. 15, 2003).
[17] GAO, U.S. Postal Service: Postal Reform Law Provides Opportunities
to Address Postal Challenges, [hyperlink,
http://www.gao.gov/cgi-bin/getrpt?GAO-07-684T] (Washington, D.C.: Apr. 17,
2007).
[18] In fiscal year 2007, the salary range of EAS employees at levels
22 and above compared roughly to the salary range of federal employees
who were paid under the fiscal year 2007 general schedule at GS-11,
step 4 to GS-15, step 10.
[19] The CSP program groups the 748 PCES jobs into about 400 position
pools. CSP program committees, each headed by a postal officer,
consider nominees to position pools under the committees' jurisdiction;
the officer then selects participants for each pool. Participants
engage in developmental activities during the 2-year CSP program cycle,
and then must reapply if they wish to participate in the next 2-year
cycle.
[20] U.S. Postal Service, Board of Governors' Report to the President
and Congress on the Representation of Women and Minorities in
Supervisory and Management Positions in the United States Postal
Service, required by Sec. 706(a) of Pub. L. No. 109-435: The Postal
Accountability and Enhancement Act, enacted December 20, 2006.
[21] Generally, the Service has defined career employees as persons who
have permanent work appointments and include such employees as
executives, supervisors, postmasters, clerks, mail handlers, city and
rural letter carriers, and administrative staff.
[22] To begin recruiting for the SES, an agency first advertises a
position through the governmentwide automated employment information
system for a minimum of 14 days. 5 C.F.R. § 317.501(b)(2). See also 5
C.F.R. § 412.104.
[23] 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] OPM regulations provide that more than half of the members of the
QRB must be SES career appointees. 5 C.F.R. § 317.502(a). See also 5
U.S.C. § 3393(c).
[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. See also 5 U.S.C. § 3393(c)(2).
[27] 5 C.F.R. § 412.104.
[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.
[29] "The SES Diversity Assurance Act," H.R. 3774 and S. 2148.
[30] 39 U.S.C. §1001(b).
[31] The PCES is made up of two levels. Officers (PCES-II) constitute
the senior leadership of the Postal Service and include the Postmaster
General, the Deputy Postmaster General, and vice presidents, among
others. Other postal executives (PCES-I) include headquarters, area,
and district officials who are not officers.
[32] The Executive Committee consists of the Postmaster General, the
Deputy Postmaster General, and six senior postal officers.
[33] In some cases, PCES vacancies may be filled by PCES or EAS
employees not participating in CSP or by outside hires. According to
postal officials, the Postal Service has made outside hires to fill
some PCES vacancies, typically to acquire unique or hard to find skills
or credentials.
[34] The Postmaster General is the selecting official for PCES-II
positions, with the exception of the Deputy Postmaster General, who is
appointed by the Governors of the Postal Service and the Postmaster
General. Such positions have been filled by promoting a PCES-I
executive or, more infrequently, through an outside hire.
[End of section]
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