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Department of Veterans Affairs

Management Directive 715 FY 2013 EEO Report/FY 2014 EEO Plan

Office of Diversity and Inclusion Office of Human Resources and Administration


Management Directive 715

FY 2013 EEO Report/FY 2014 EEO Plan

Table of Contents

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Department of Veterans Affairs Organizational Chart i

FY 2013 EEO Report and FY 2014 EEO Plan

EEOC FORM 715-01 PART A-D 1

EEOC FORM 715-01 PART E 5

EEOC FORM 715-01 PART F 23

EEOC FORM 715-01 PART G 25

EEOC FORM 715-01 PART H 39

EEOC FORM 715-01 PART I 47

EEOC FORM 715-01 PART J 63

WORKFORCE DATA TABLES 67

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FY 2013 REPORT

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EEOC FORM 715-01 PART A – D

1

EEOC FORM715-01 PART A - D

U.S. Equal Employment Opportunity Commission

FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT

For period covering October 1, 2012, to September 30, 2013.

PART A

Departmentor AgencyIdentifyingInformation

1. Agency 1. Department of Veterans Affairs

1.a. 2nd level reporting component

1.b. 3rd level reporting component

1.c. 4th level reporting component

2. Address 2. 810 Vermont Ave., N.W.

3. City, State, Zip Code 3. Washington, DC 20420

4. CPDF Code

5. FIPS code(s) 4. VA 5. 11 DC

PART B

TotalEmployment

1. Enter total number of permanent full-time and part-time employees 312,325

2. Enter total number of temporary employees 20,271

3. Enter total number employees paid from non-appropriated funds 3,523

4. TOTAL EMPLOYMENT [add lines B 1 through 3] 336,119

PART C

AgencyOfficial(s)

ResponsibleFor Oversight

of EEOProgram(s)

1. Head of Agency Official Title

1. Eric K. Shinseki, Secretary of Veterans Affairs

2. Agency Head Designee 2.

3. Principal EEO Director/OfficialOfficial Title/series/grade

3. Gina S. Farrisee, Assistant Secretary for Human Resources and Administration

4. Title VII Affirmative EEO Program Official

4. Georgia Coffey, Deputy Assistant Secretary for Diversity and Inclusion

5. Section 501 Affirmative ActionProgram Official

5. Georgia Coffey, Deputy Assistant Secretary for Diversity and Inclusion

6. Complaint Processing ProgramManager

6. Catherine Mitrano, Deputy Assistant Secretary for Resolution Management

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7. Other Responsible EEO Staff 7. Maxanne Witkin, Director, Office of Employment Discrimination Complaint Adjudication

8. Paula Molloy, Acting Deputy Assistant Secretary of Human Resources Management

EEOC FORM715-01 PART A - D

U.S. Equal Employment Opportunity Commission

FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT

PART D

List of Subordinate Components Covered in This Report

Subordinate Component and Location (City/State)

CPDF and FIPS codes

Veterans Health Administration(Washington, DC)

VATA 11 DC

Veterans Benefits Administration(Washington, DC)

VALA 11 DC

National Cemetery Administration(Washington, DC)

VAPA 11 DC

Staff Offices(Washington, DC)

-- --

EEOC FORM 715-01 PART A – D

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EEOC FORMS and Documents Included With This Report

*Executive Summary [FORM 715-01 PART E], that includes: √ *Optional Annual Self-Assessment Checklist Against Essential Elements [FORM 715-01PART G]

√

Brief paragraph describing the agency's mission and mission-related functions

√ *EEO Plan To Attain the Essential Elements of a Model EEO Program [FORM 715-01PART H] for each programmatic essential element requiring improvement

√

Summary of results of agency's annual self-assessment against MD-715 "Essential Elements"

√ *EEO Plan To Eliminate Identified Barrier [FORM 715-01 PART I] for each identified barrier

√

Summary of Analysis of Work Force Profiles including net change analysis and comparison to the Relevant Civilian Labor Force

√ *Special Program Plan for the Recruitment, Hiring, and Advancement of Individuals With Targeted Disabilities for agencies with 1,000 or more employees [FORM 715-01 PART J]

√

Summary of EEO Plan objectives planned to eliminate identified barriers or correct program deficiencies

√ *Copy of Workforce Data Tables as necessary to support Executive Summary and/or EEO Plans

√Attached

Summary of EEO Plan action items implemented or accomplished

√ *Copy of data from 462 Report as necessary to support action items related to Complaint Processing Program deficiencies, ADR effectiveness, or other compliance issues.

N/A

*Statement of Establishment of Continuing Equal Employment Opportunity Programs[FORM 715-01 PART F]

√ *Copy of Facility Accessibility Survey results as necessary to support EEO Action Plan for building renovation projects

N/A

*Copies of relevant EEO Policy Statement(s) and/or excerpts from revisions made to EEO Policy Statements. Referenced athttp://www.diversity.va.gov/policy/files/EEO_Policy_Statement.pdf

√ *Organizational Chart √

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EEOC FORM 715-01 PART E

5

EEOC FORM 715-01

PART E

U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL

EEO PROGRAM STATUS REPORT


EXECUTIVE SUMMARY

Executive Summary

Introduction The Department of Veterans Affairs (VA) is proud to present VAʼs Management Directive (MD) 715 Equal Employment Opportunity (EEO) Program Status Report for fiscal year (FY) 2013 and EEO Plan for FY 2014. This report addresses all the required elements of the Equal Employment Opportunity Commissionʼs (EEOC) MD-715 for building and sustaining a Model EEO Program. VA is comprised of a Central Office (VACO), which is located in Washington, DC, and field facilities throughout the Nation, as well as the U.S. territories and the Philippines. Programs are administered by three major line organizations: Veterans Health Administration (VHA), Veterans Benefits Administration (VBA), and the National Cemetery Administration (NCA). VA is the second largest Federal Department, with a workforce of over 336,000 employees. VA provides health care, benefits, and memorial services for approximately 21.9 million Veterans.1 VA provides these services through three major organizational subcomponents: the VHA, with 151 medical centers, 990 outpatient clinics (including hospital-based, independent, mobile, and community-based outpatient clinics), 135 community living centers, 103 domiciliary rehabilitation treatment programs, and 300 readjustment counseling centers; VBA, with 56 regional offices; and the NCA, with 131 cemeteries. In addition to the national cemeteries, NCA supports VAʼs Cemetery Grant Program which is designed to complement NCAʼs national cemeteries across the country. VACO is the national headquarters office comprising numerous Staff Offices reporting to the Secretary. Unlike most Federal agencies, VA maintains a tri-partite structure for the administration of its Department-wide EEO and diversity management functions. The respective functions and responsibilities are distributed among three independent offices as described below:

• The Office of Diversity and Inclusion (ODI) develops Department-wide EEO and diversity policies; performs workforce analyses and reporting; develops outreach and retention programs, and provides training and communication on EEO and diversity topics.

• The Office of Resolution Management (ORM) administers the Departmentʼs EEO complaint processing system (counseling, procedural, decision, investigation, and compliance) and oversees the Workplace, Alternative Dispute Resolution (ADR) Program.

• The Office of Employment Discrimination Complaint Adjudication (OEDCA) issues final agency decisions (FAD) based upon an investigative record or final orders following a decision by an EEOC administrative judge.

1 Data Source: National Center for Veterans Analysis and Statistics Web site, http://www1.va.gov/vetdata/Veteran_Population.asp; date pulled October 2, 2013.

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DEPARTMENT OF VETERANS AFFAIRS

Executive Summary

2010 CENSUS Data

The basis for the trigger analysis for this report is the new 2010 CENSUS data (U.S. citizens only),released November 29, 2012. There are significant differences of the relevant civilian labor force (RCLF2) data between the 2000 and 2010 CENSUS data. The civilian labor force (CLF3) representation for Hispanics decreased from 10.70 percent to 9.96 percent and the CLF representation for Asians increased from 3.60 percent to 3.90 percent. The CLF for both the 2000 Census and 2010 Census data excludes Puerto Rico and U.S. territories. In addition, the accounting for employees who self-identified as two or more races was changed to comply with the Office of Personnel Management (OPM) guidelines. OPM uses OMB guidelines when counting those who self-identified as White and another group (Hispanics excluded); these groups are counted in the latter group rather than in the two or more races group. Previous reports grouped employees who self-identified as White and another group (Hispanics excluded) as two or more races. Summary of Self-Assessment against the EEO Model Essential Elements

In FY 2013, VA continued to make progress toward implementing a Model EEO Program in accordance with EEOCʼs six essential elements identified in Part G, which contains a list of yes/no type questions, grouped under each of the elements. A “no” response indicates a deficiency in that aspect of the EEO program. ODI monitors VAʼs status on these elements though a sophisticated web-based system that enables VA components to enter and track their self-assessment on MD-715Parts G and H at all organizational levels. Deficiencies identified at the national level focused mainly on structural challenges such as inconsistent coordination between EEO and human resources (HR) staff, and lack of centralized tracking and enforcement in some areas. These issues have been addressed in Part H. Table 1 displays the percent of the “Compliance Indicators” assessed as met in Part G of the report and is grouped by each Model EEO program essential element. Overall, 94percent of all appropriate “Compliance Indicators” in Part G were assessed as being met, a marginalimprovement from FY 2012. The paragraphs following Table 1 depict some of VAʼs major accomplishments and challenges under each of the six essential elements.

2 RCLF reflects U.S. citizens 16 years of age or over, excluding those in the Armed Forces employed in or unemployed and actively seeking work in VA specific occupations (used as a comparative baseline for demographic analysis). When the organization has a presence in Puerto Rico, the population of Puerto Rico is included. 3 The CLF is defined as people in America 16 years of age and over, excluding those in the Armed Forces, who are employed or are unemployed and seeking work. The CLF does not include Puerto Rico or other U.S. territories.


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Executive Summary

Table 1. Percent of Compliance Indicators met by EEOC Essential Element

EEO Essential Element FY 2012 FY 2013Demonstrated Commitment by Agency Leadership 100% 100%Integration of EEO into the Agency's Strategic Mission 100% 100%Management and Program Accountability 50% 60%Proactive Prevention of Unlawful Discrimination 90% 100%Efficiency 93.3% 90.6%Responsiveness and Legal Compliance 100% 100%

DEMONSTRATED COMMITMENT BY AGENCY LEADERSHIP: The Secretary of VA, Eric Shinseki, demonstrated his strong commitment to EEO and diversity in the workforce though several initiatives. In FY 2010, Secretary Shinseki launched a major Department-wide initiative aimed at transforming the VA into a 21st century organization that will be built around three guiding principles: “people centric, results oriented, and forward looking.” A key component of this initiative is the Human Capital Investment Plan (HCIP), an unprecedented investment in human capital that supports talent management, employee engagement, and leadership development. In FY 2013, the Secretary reaffirmed his commitment to diversity and inclusion by including a mandatory EEO, Diversity and Inclusion Critical Performance Element in performance standards for all senior executives. Secretary Shinseki issued a new EEO, Diversity, and Notification and Federal Employee Antidiscrimination and Retaliation Act (No FEAR) Policy Statement, on May 31, 2013, mandating that all managers and supervisors receive EEO, Diversity, and Conflict Management Training on a biennial basis. The policy statement included additional employee protections in the area of gender identity, WorkplaceViolence and Bullying, Prohibited Personnel Practices and Uniformed Services Employment and Reemployment Rights Act of 1994. The Secretary also reaffirmed his 3 percent hiring goal for Individuals with Targeted Disabilities (IWTD) in FY 2013. For FY 2013, hires of IWTDs were 2.83 percent of total hires. The representation of IWTDs was 1.99 percent, shy of the Secretaryʼs 2 percent goal for individuals with targeted disabilities. The Assistant Secretary for Human Resources and Administration (ASHRA) and the Deputy Assistant Secretary (DAS) for Diversity and Inclusion continue to co-chair the VA Diversity Council, comprising senior executives, employee unions, and affinity group representatives, and expanded the membership of VAʼs Diversity Council to include employee unions and affinity group representatives. Additionally, the Council supported the Secretaryʼs Annual Diversity and Inclusion Excellence Awards Program.

The Under Secretary for Health (USH) and all other VHA leaders embraced and promoted EEO and diversity in the VHA workforce through fostering an environment of open, responsive, and proactive communication. USH also demonstrated his commitment and leadership by issuing a VHA EEO policy statement aligned with the Secretaryʼs policy statement; holding Senior Executives accountable for their efforts related to EEO and diversity through their performance measures; and by implementing other policies to strengthen the message of the importance of EEO, diversity and inclusion. EEO and Diversity and Inclusion policies were distributed to VHA employees.

In FY 2013, the several VBA policies were reviewed, updated and disseminated to all employees: the Equal Employment Opportunity Policy Statement (VBA Letter 20-13-10) to include Transgender and

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Executive Summary

Gender Identity within the protected class of Sex in the Civil Rights Act of 1964 as amended; the Prevention of Sexual Harassment (VBA Letter 20-13-11); VBAʼs Prevention and Elimination of Harassment (VBA Letter 20-13-12); and VBAʼs Alternative Dispute Resolution Policy (VBA Letter 20-13-13).

The Under Secretary of Benefits attended and participated in VAʼs Lesbian, Gay, Bi-sexual Transgender (LGBT) Program. The St. Petersburg Regional Office (RO) held its third Diversity and Inclusion Day where six EEO Special Emphasis Program Committees set-up booths displaying multicultural art, craft, educational materials, and provided samples of various food. VBA leadership continued to approve funding for the Annual Summer Internship Program to cultivate and develop the next generation of leaders in the workplace. In FY 2013, VBA sponsored a total of 11 interns.

The Under Secretary for Memorial Affairs (USMA) and other senior officials continue to support the ongoing efforts of promoting diversity and inclusion throughout the workforce. For FY 2013, NCA participated in over 100 outreach events where USMA and senior leaders participated in several of these events providing information on the services NCA provides as well as information on career opportunities. USMA also reaffirmed his commitment to all mandatory EEO policies and procedures by disseminating the Secretary of Veterans Affairs 2013, EEO, Diversity & Inclusion, and the No FEAR Policy throughout the workforce. USMA also supported the implementation of NCA's Executive Diversity Committee and Special Emphasis Advisory Committee that is currently working on developing a cultural competency program, strategies for increasing targeted recruitment activities and identifying and addressing barriers that have a disparate impact on identified groups.

INTEGRATION OF EEO INTO THE AGENCYʼS STRATEGIC MISSION: In FY 2011, President Barack Obama issued Executive Order (EO) 13583, “Establishing a Coordinated Governmentwide Initiative to Promote Diversity and Inclusion in the Federal Workforce.” The EO directed individual agencies to develop their own diversity and inclusion plans consistent with the Governmentwide plan, the agencyʼs overall strategic plan, human capital plan, and applicable laws and Merit System Principles. During FY 2013, ODI continued to lead the development of a model VA Diversity and Inclusion Strategic Plan for FY 2012 – 2016 that served as a Governmentwide model. Progress on the strategic objectives was reported to the Secretary, senior leadership, and disseminated publicly in the VAʼs fourth Diversity and Inclusion Annual Performance Report for FY 2012. Additionally, the ASHRA, as the designated EEO Director, meets regularly with the Secretary and Deputy Secretary onEEO and diversity issues. Additionally, the DAS for Diversity and Inclusion participates in the Monthly Performance Review process, ASHRAʼs senior staff meetings, Integrated Human Resources Management Board, quarterly HR statistics reviews, and leadership development oversight boards for to ensure integration of EEO and diversity policies in Departmental operations. In FY 2013, The DAS for Diversity and Inclusion revised VA Directive 5975, Diversity and Inclusion, to update policies, program requirements, and responsibilities for VAʼs diversity and inclusion programs, including building a Model EEO program that integrates Affirmative Employment, Special Emphasis, Reasonable Accommodation, and Diversity and Inclusion programs. EEO and diversity policies and initiatives were widely communicated through ODIʼs expansive nationwide communication vehicles, including the monthly Diversity News video broadcast, weekly NewsLink summaries, bi-monthly Diversity@Work newsletters, technical assistance publications, and the redesigned ODI Internet webpages.


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Executive Summary

VHA incorporated EEO principles into its Workforce and Succession Strategic Plan, Operational Plan, and VA Diversity and Inclusion Plan. VHAʼs Office of Diversity and Inclusion supported and implemented various components of the VA Diversity and Inclusion Plan. VHAʼs ODI participated in the VA for Vets Hiring Fairs, facilitated Unconscious Bias Training and attended VA ODI Stakeholders meetings.

VBAʼs Office of Diversity Management and EEO (DM & EEO) partnered with VAʼs ODI to provide training. In FY 2013, three VBA ROʼs received face-to-face EEO, Diversity and Inclusion Training. There were a total of 560 VBA participants including employees, supervisors and managers who completed the training. From FY 2011 to FY 2013, 26 ROs have completed this training. Additionally, DM &EEO conducted a 1 day EEO training class for VBA leadership programs at the VBA Training Academy located in Baltimore.

In FY 2013, VBA far exceeded the Secretaryʼs 2 percent onboard goal and 3 percent hiring goal for IWTD. In addition, VBA exceeded the Secretaryʼs 40 percent onboard goal for Veterans. Approximately 47 percent of VBAʼs workforce was a Veteran.

The NCA EEO Office remains under the office of the USMA and the EEO Director reports directly to the head of the Agency. The NCA EEO Office continues to provide guidance and technical assistance to all levels of the organization. The EEO Manager meets with the USMA weekly on diversity initiatives and other EEO related topics. The EEO Office continues to participate in the Agencyʼs monthly strategic plan update providing information on EEO. Additionally, 100 percent of NCA senior officials, managers and supervisors completed the mandatory online training in EEO, diversity and conflict management. For this FY, NCA provided over 50 reasonable accommodation (RA) requests. In FY 2013, NCA had the highest hiring ratio of IWTDs of 7.13 percent compared to the other Administrations. Further, NCA's permanent and temporary representation of IWTD was 2.79 percent exceeding VA's goal. NCA increased its onboard representation of Veterans to 74.71 percent.

MANAGEMENT AND PROGRAM ACCOUNTABILITY: ODI integrated the new 2010 Census civilian labor force database into VHAʼs Service Support Center (VSSC) suite of analytical applications. ODI conducted quarterly MD-715 progress review meetings with all Administrations and VACO and developed standard monthly diversity reports for distribution to VACO staff offices and the Administrations. ODI also performed six on-site EEO Technical Assistance Reviews (TAR) at selected field facilities to analyze hires, separations, promotions, EEO complaints, and employee survey results systematically to identify potential EEO barriers and share best practices. ODI continued to report EEO workforce statistics to the senior leadership through monthly and quarterly workforce diversity reports and briefings. ODI prepared and submitted the Departmentʼs EEO status and plans to EEOC in accordance with MD-715 and produced and published the VA Diversity and Inclusion FY 2012 report documenting the accomplishments and outcomes of meeting the VA Diversity and Inclusion Strategic Plan. In FY 2013, ODI published the VA FY 2013 – 2016 Hispanic Employment, Retention and Outreach (HERO) plan. OPM has highlighted HERO as a Federal model for improving diversity.

ODI conducted six national outreach events in collaboration with its affinity group partners to build a diverse and inclusive workforce in VA and administered six technical assistance reviews of VA

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Executive Summary

facilities to ensure compliance with mandated EEO, and Diversity and Inclusion requirements. ODI also partnered with Administrations and Staff Offices to conduct 12 outreach events to the Hispanic community and Hispanic Veterans.

ODI provided training on RA and Schedule A hiring. ODI also provided centralized funding for RAs,which OPM has recognized as a best practice for the retention of IWTD. ODI also provides quarterly hiring updates by Administration subcomponent to the VA leadership. VA hired 48 students under VAʼs centralized Workforce Recruitment Program (WRP) for college students with disabilities, ranked second behind the Department of Defense (DoD). VA converted nine of these students to full-timestatus, the highest of all Federal agencies participating in the program. These strategies contributed to the increase in VA's employment of individuals with targeted disabilities (permanent and temporary) from 1.85 percent in FY 2012 to 1.99 percent in FY 2013. The employment of these strategies was also instrumental in helping VA make strides in meeting the Secretary's 3 percent hiring goal for people with a targeted disability.

ODI formally implemented VAʼs first LGBT Special Emphasis Program and Employee Resource Group under the auspices of the VA Diversity Council and held its 4th annual Pride event at VACO.

VA is one of the few Federal agencies that successfully implemented an independent system to store and analyze applicant flow data from OPMʼs USA Staffing. The first data release for VA occurred in December 2012. Since then, ODI has been working with OPM to refine the data format to improve data integrity and increase usability of the applicant data.

To support leadership accountability, ODIʼs newly developed Diversity Index Methodology was integrated in the EEO, Diversity, and ADR dashboard. This allows managers and EEO specialists to view 5-year trends of the Diversity Index at the facility level.

During FY 2013, VHA continued to rate Senior Executives against appropriate performance metrics to ensure accountability, which consists of six elements addressing a Model EEO program. These performance measures, coupled with VHAʼs Equal Employment Opportunity/Affirmative Employment Office (EEO/AEO) Quarterly Survey and EEO Program Status Report, allowed Senior Executives to identify systemic barriers to the Model EEO Program and created corrective action plans throughout the year. VHA EEO/AEO continues to market the use of virtual peers on the six essential elements of a model EEO program required by EEOC MD-715. VBA participated in VAʼs Diversity Focus Groups conducted by Veterans Health Administration (VHA) National Center for Organization Development. The purpose for VBAʼs participation in the focus groups was to identify influencing factors that shape employee and leadership perceptions of diversity disparities within VBA and develop ways in which to eliminate barriers to workplace inclusion. VBA Central Office and the following ROs participated in the focus groups, Los Angeles, Chicago, Houston, St. Petersburg, and Seattle.

As mentioned in the previous section, NCAʼs EEO Office developed the EEO and Diversity Management Accomplishments for each mission support network. The Office also coordinated through the Office of Diversity and Inclusion a series of trainings titled, “The VA Reasonable Accommodation Program for Managers.” All managers participated in the training. NCA has ensured that all Internet forms are 508 compliant.


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Executive Summary

PROACTIVE PREVENTION OF UNLAWFUL DISCRIMINATION: In FY 2013, VA ODI updated its mandatory EEO, Diversity and Inclusion, Conflict Management Training for Executives, Managers, and Supervisors, and trained over 30,000 managers nationwide. As a result of this and the other proactive prevention strategies described below, VAʼs per capita rate of discrimination complaintfilings (both formal and informal), decreased significantly from FY 2012 (from 1.39 percent to 1.26percent and .73 percent to .61 percent, respectively).

ODI expanded its corporate EEO and diversity training program and consultative function for the agency and conducted over 125 face-to-face training sessions nationwide to over 4,500 employees in 17 VA facilities to include VACO, VBA Regional Offices, VA Medical Centers, and the Board of Veterans Appeals. V-Tel was integrated when available to include outlying Community-Based Outpatient Clinics (CBOC) of medical centers. Two specialized presentations of LGBT awareness were presented to five Federal agencies in one location and another at DoD by invitation. ODI established a strong collaborative relationship with Human Resources Management (HRM), providing critical information on EEO, Diversity and Inclusion, and Reasonable Accommodations to new employees and new supervisors and managers in training sessions designed to assist them in their daily work. ODI has presented at 26 on-boarding and 4 manager and supervisor briefings throughout the fiscal year which give ODI an opportunity to interact with over 1,000 employees.

ODI also partnered with VA Learning Universityʼs (VALU) Career Employment Development (CED)Directorate to support the integration of customized diversity and inclusion concepts, practices, and principles into the Interpersonal Effectiveness Learning Program. Two courses are under final development for release in 2nd and 3rd quarters of FY 2014: (1) Diversity: Valuing Diversity in the Workplace is part of the Interpersonal Effectiveness Learning Program, designed to enhance organizational effectiveness by focusing on building interpersonal skills. The Valuing Diversity in the Workplace course is a foundational level course that introduces the concepts of diversity in the workplace as well as techniques aimed at improving communication and building better working relationships. (2) Diversity: Fostering an Inclusive Culture is part of the Interpersonal Effectiveness Learning Program, designed to enhance organizational effectiveness by focusing on building interpersonal skills. The Fostering an Inclusive Culture course is an intermediate level course that outlines methods for seeking out diverse ideas and alternative viewpoints, examines ways to involve people with diverse backgrounds in the problem-solving process, and presents techniques to resolve conflict through open, transparent communication.

ODI developed a standard national training program for the VA Service Support Center analytical tools for HR and diversity management, and for Barrier Analysis training. More than 175 EEO specialists and directors signed up through the Talent Management System (TMS) portal and were trained during 8 separate training events.

ORM conducted numerous training and awareness programs in the area of ADR and increased its complaint resolution rate from 41 percent in FY 2012 to 52 percent in FY 2013. One strategy included disseminating ADR videos to educate the parties to a complaint on the process and value of ADR.

ODI implemented its new Inclusion Index and analyzed employee responses to diversity and inclusion survey items in the Federal Employee Viewpoint Survey. Under the auspices of the VA Diversity Council, ODI commissioned a study to examine differences in survey responses of specific, diverse VA employee groups, and study of employee perceptions of fairness in the workplace. In addition,

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Executive Summary

ODI administered the Secretary of Veterans Affairs Annual Diversity and Inclusion Excellence Awards Program to recognize achievements in three categories of the VA workforce.

Additionally, ODI implemented the following outreach and retention strategies:

• Launched the MyCareer@VA Pilot program at Martinsburg and Washington DC VA Medical Centers to eliminate barriers and glass ceilings for all employees including those with less than expected representation in jobs above the GS-9 level;

• Administered the Reasonable Accommodation Centralized Fund to reimburse VACO and field VA offices to support 1,105 reasonable accommodations for employees with disabilities in the pipeline;

• Developed the first VA Hispanic Employment, Retention, and Outreach Strategic Plan in order to align efforts in increasing outreach to and retention of Hispanics in VA;

• Recruited over 200 diverse student interns through the National Diversity Intern Program (NDIP) and issued a student handbook titled, “What All Students Need to Know” to ensure efficient onboarding of interns; and

• Co-initiated a partnership with the Human Rights Campaign and participated in the Health Equity Index to assess LGBT cultural competence and equity in VA medical centers.

During FY 2013, VHA EEO/AEO personnel provided training to managers and supervisors upon request. VHA EEO/AEO also provided training to three program offices. Monthly training sessions were held for EEO Managers. The VHA EEO/AEO personnel conducted a total of 28 training sessions in FY 2013 for EEO professionals and other stakeholders (i.e., workforce planners, Human Resources Management Staff, Education Coordinator, etc.). VHA EEO/AEO conducted Review and Revise Chats for VISN Leads and EEO Managers to share and discuss best practices amongst VISNs. VHA EEO/AEO facilitated quarterly reports on ADR metrics and Targeted Disabilities to keep the VISN and medical center directors abreast of their progress toward meeting FY 2013 goals.

VBA offices, including 56 ROs, conduct self-assessments annually to monitor progress in areas where barriers may exclude certain groups, and to develop strategic plans to eliminate identified barriers. Self-assessments are conducted through the completion of reports and plans including MD-715, Federal Equal Opportunity Recruitment Program (FEORP) and the Selective Placement Programs, and the Disabled Veterans Affirmative Action Program.

NCA leadership continues to seek proactive ways to enhance workplace climate. In FY 2013, NCA participated in the All Employee Survey (AES). NCA employees responded at a rate of 63.4 percent which exceeds the national response rate of 60 percent. One of NCAʼs strategic goals is to increase the civility index to 4.0 percent by 2015. To reach this goal, NCA Memorial Service Networks continue to implement and adjust AES action plans annually; the EEO Office conducted and coordinated a series of training through webinars and conference calls. The NCA EEO Office participated in an internal team building exercises (Crucial Conversations) to develop additional skillsets to ensure the staff is efficient in handling difficult situations and providing guidance to resolve issues identified by managers and employees.

In FY 2013, the NCA EEO Office also initiated the “Educating for Excellence Initiative.” This initiative consists of the distribution of a series of “You Be the Judge” emails. Managers review the case and


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Executive Summary

vote on how they would decide the matter. This serves as a mini-training for the manager which broadens their understanding of EEO. Managementʼs responses are recorded, and their participationis noted on their end of year performance assessment under “participation in EEO sponsored activities.” The NCA EEO Office also developed and conducted four presentations on “Promoting Respect & Civility.” Additionally, the EEO Manager and members of the VHA Special Emphasis Program Advisory Committee assisted in the development of the new Cultural Competency Training Module for VHA.

EFFICIENCY: VAʼs capability to process, track, and report data concerning the EEO process has been increased through the use of the Complaints Automated Tracking System (CATS). CATS allows ORM to track EEO complaint processing for each stage of the EEO complaint process from the initial informal contact through closure. ORM continued to process counseling sessions below the requisite 30 days (24 days in FY 2013) and has marginally exceeded the formal complaint processing time of 180 days (200 days in FY 2013).

Additionally, OEDCA reduced its backlog and overall case inventory by 30 percent in FY 2013. Pending cases over 60 days were reduced by 14 percent and constituted a third of initial inventory atthe end of FY 2013.

ORMʼs ADR program has had an extremely positive impact on the efficiency of VAʼs EEO program nationwide with ADR being offered in 98 percent of all informal EEO complaints. The ADR election rate of informal EEO complaints in which both VA and the aggrieved person agree to participate in ADR was 58 percent. ADR is used for both EEO and non-EEO disputes with very positive results:

Table 2. ADR in EEO Process

FY 2012 FY 2013Contacts 4479 4,221Offers4 98% 98%Participation5 58% 58%

Table 3. ADR Outcomes

EEO Non EEOFY 2012 FY 2013 FY 2012 FY 2013

Completed 2,580 2,440 1,774 1,858Resolved 47% 50% 86% 88%

4 ADR offer rate represents the percentage of informal EEO complaints in which VA offers the aggrieved person an opportunity to participate in ADR versus traditional counseling.5 ADR participation rate represents the percentage of informal EEO complaints in which both VA and the aggrieved person agree toparticipate in ADR.

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Executive Summary

VA estimates that without early intervention, approximately 50 percent of the non-EEO disputes could become EEO complaints.

VHA has an active ADR Program with a 99.41 percent offer rate for EEO cases. However, to reduce EEO complaints, conflict coaching was recommended for all managers and supervisors during FY 2013. Mediations were offered to resolve disputes in other forums, i.e., negotiated grievances, agency grievances, Merit System Protection Board appeals, and EEOC hearings.

VBA continues to use the ORMʼs CATS, and ORMʼs EEO, Diversity, and ADR Dashboard. These tracking systems are used to monitor and identify the status of title VII EEO complaints, the complaint resolution process, and other information/data necessary to analyze complaint activity and historical trends.

As part of the strategic plan to decrease the number of EEO complaints, NCAʼs EEO Office partnered with the ORM and the Federal Mediation Conciliation Services. Through this partnership, ADR training was revised and presented to managers/supervisors and employees to provide the tools and skillsets needed to resolve issues early on. This newly revised training was conducted at four cemeteries during this fiscal year. This training will be provided to all cemeteries by FY 2017. For FY 2013, NCA informal complaints decreased slightly; NCA current ADR participation rate is 58.14 percent which is above the VA goal of 54 percent. Management is strongly encouraged to participate in “pre-mediation” meetings which are expected to increase the ADR resolution rate.

RESPONSIVENESS AND LEGAL COMPLIANCE: ODI, ORM, OEDCA, OHRM, and the Administrations share responsibility for responsiveness and legal compliance in the area of EEO. In FY 2013, ORM counselors averaged 24 days per counseling episode, below EEOCʼs mandate of 30 calendar days, and completed the counseling process in which ADR was elected in an average of 71 days, well below the EEOC requirement of 90 days. In FY 2013, the number of days to complete investigations was 200. ORM is engaged in projects to further reduce EEO case processing times. ORM has partnered with the Defense Logistics Agency (DLA) Document Service to replicate and digitize EEO complaint files reducing our reliance on paper “hard copy” records. Through our working relationship with DLA Documents Service, ORM has achieved greater efficiency, reduced costs, and furthered VAʼs overall “Green Initiative.” ORM is currently entering hearing requests and appeal files through the EEOC Portal Hearings Electronic Case Processing System (HECAPS) and EEOC File Exchange (EFX). ORMʼs use of digital files is fully compliant with EEOC requirements for HECAPS and EFX. The use of digital files has resulted in the use of less paper records being exchanged between the two agencies. ORM also has an initiative to auto-populate routine EEO documents, such as the EEO Counselors Report, which would lessen the burden of preparing such reports and the time needed to do so.

In FY 2013, VA reduced its investigative time from 183 days in FY 2008 to under 180 days in FY 2013, making VA one of the few Federal agencies in compliance with the regulatory requirement of 180 days.

ODI, ORM, OEDCA, the OHRM, and the Administrations share responsibility for responsiveness and legal compliance in the area of EEO.


15


Executive Summary

Workforce Composition As the second largest Cabinet level department, VA is proud to be one of the most diverse agencies in the Federal Government. The Relevant Civilian Labor Force (RCLF) is the benchmark against which we measure the diversity of our workforce. Compared to the RCLF, VAʼs workforce is at or above the RCLF representation in all areas except for White and Hispanic females, and Hispanic and Asian males. While the overall representation of most demographic groups increased in FY 2013, the proportional representation of Hispanic females decreased marginally from 3.55 percent to 3.52 percent. The proportional representation of White females decreased from 35.80 percent to 35.58 percent. The proportional representation of Hispanic males remained constant at 3.10 percent. The proportional representation of Asian males increased from 2.63 percent to 2.75 percent. The increase in Asian males is due, in part, to including employees who self-identified as White and Asian. Figure 1 depicts VAʼs current on-board representation as compared with last yearʼs representation, the CLF and RCLF.

Figure 1. VA Onboard versus RCLF/CLF (Permanent and Temporary)

CLF and RCLF - Derived from 2010 Census, CLF includes all occupations and RCLF is limited to VA occupations in VA proportions.

We look at net change in order to determine whether the groups with low participation rates are increasing at the same rate or higher than the change for the total VA workforce. The net change for the total VA workforce in FY 2013 was a 4.01 percent increase, or 12,965 employees. At the end of

FY 2013 REPORT

16


Executive Summary

FY 2013, VAʼs workforce totaled 336,119 employees, including 20,271 temporary employees6. The three groups with a lower than expected representation rate (compared with the RCLF), Hispanic and White females, and Hispanic males had a net change that was lower than 4.01 percent (3.25 percent and 3.38 percent, and 3.95 percent, respectively). Asian males also fall below their expected representation but have a net change of 8.49 percent, higher than the overall overage of 4.01 percent. Ideally, the net change for groups that are below the benchmark would be higher than the net change for the total workforce, which would mean the group is expanding at a rate greater than the total workforce. The remaining reported race and ethnicity categories each had a net change in FY 2013 that was higher than the net change for the total workforce. To ensure EEO, VA will continue to place special emphasis on outreach and retention efforts for Hispanic and White females, given their lower than expected growth rate. Table 4 provides a detail of the net changes of the total workforce by Race, Ethnicity and Gender (REG). The net change for each REG is compared to the net change for the total number of employees. Net changes below the average net change for the entire workforce are highlighted in red.

Table 4. Net Change Analysis

All VA

TOTAL RACE/ETHNICITY

Hispanic or Latino

Non-Hispanic or Latino

EMPLOYEES White Black or African

American Asian

Native Hawaiian or Other Pacific

Islander

American Indian or

Alaska Native

All male female male female male female male female male female male female

Net Change 4.01% 3.95% 3.25% 3.43% 3.38% 5.77% 5.55% 8.49% 7.74% 23.38% 21.64% 28.46% 30.43%

Net change is calculated by dividing the difference between the number of current employees and the number of employees in the prior year by the number of employees in the prior year. White men dropped from 13.99 percent to 13.46 percent below their expected representation rate (compared with the CLF). ODI believes this is a testament to the success of improving the workforce diversity by focusing on outreach and retention programs to the historically under-represented REG. Targeted Disabilities In addition to examining the workforce by REG, we also review the data for individuals with targeted disabilities7. Continuing with last yearʼs trend, the representation of individuals with targeted disabilities (permanent and temporary) increased from 1.85 percent in FY 2012 to 1.99 percent in FY 2013. The net change for this groupʼs population was a positive 11.50 percent, compared to 4.01 percent for the total VA workforce. We believe this increase is a testament to the success of VAʼs focused efforts as guided by its FY 2012-2016 Diversity and Inclusion Strategic Plan, and the Secretaryʼs 3 percent hiring goal for individuals with targeted disabilities. In addition, VA resurveyed its workforce, focusing on the disability status of its employees. The resurvey was executed on a volunteer self-identification basis. Permanent employees with targeted disabilities increased from

6 This figure includes intermittent employees, so it is greater than the figure in Part B of this report which excludes intermittent employees. 7 Disabilities: The Federal Government, as a matter of policy, has identified for special emphasis in affirmative action programs. They are deafness, blindness, partial paralysis, complete paralysis, missing extremities, severe intellectual disabilities, psychiatric disabilities, epilepsy, and dwarfism. There are no RCLF standards for targeted disabilities categories. Census does not track these categories.


17


Executive Summary

1.80 percent in FY 2012 to 1.92 percent of the VA permanent workforce in FY 2013. In FY 2013, VA fell short of the Secretaryʼs goal that 3 percent of all new hires be individuals with targeted disabilities. Approximately 74 percent of VAʼs employees hired with targeted disabilities were Veterans.

According to Figure 2, from FY 2012 to FY 2013 there was an increase of employees with targeted disabilities who self-identified as having a psychiatric disability. Individuals with psychiatric disabilities are the largest component (55.61 percent) of individuals with targeted disabilities. The number of employees who identified with a psychiatric disability increased from 3,149 in FY 2012 to 3,716 in FY 2013. This group also had the highest involuntary separation rate of all EEO groups, compared to their onboard rate. Many of these employees are disabled Veterans. The separation rate for permanent employees with targeted disabilities is of particular concern. Although they represented 1.92 percent of the permanent workforce at the beginning of FY 2013, their voluntary separation rate during the fiscal year was 2.42 percent, and their involuntary separation rate was 6.49 percent. This high separation rate does impact VAʼs efforts to reach its 2 percent onboard goal for employees with targeted disabilities.

Figure 2. Comparison of Targeted Disabilities by Type of Disability.

Secretary Shinseki is committed to attaining the 2 percent onboard goal for this group. For FY 2013 and beyond, Secretary Shinseki set the hiring goal for 3 percent. Further corrective strategies will focus on: 1) Identification of Designated Special Placement Coordinators for all facilities; 2) Implementation of the Reasonable Accommodations Compliance System to track requests; 3) Training HR and managers on the use of Schedule A and VAʼs RA procedures; and 4) Improving advancement opportunities as part of a retention strategy.

368 532 224 577 170 585 289

3,149

99 398 527 234

640 172

605 300

3,716

90 0

5001000150020002500300035004000

FY 2012

FY 2013

FY 2013 REPORT

18


Executive Summary

New Initiative - Diversity and Inclusion Index In FY 2012, ODI developed and implemented two innovative methods for measuring workforce diversity and workplace inclusion. The new methods provide leadership with the capability to view quickly how well their diversity and inclusion program is performing versus relying on a series of 28 analytical tables and employment survey results to interpret. The diversity index measures, at present, the convergence of an organizationʼs aggregate workforce representation by REG with the CLF or RCLF, as applicable. The metric can be expanded to include other dimensions such as education and disability once baselines are established. The algorithm calculates the aggregate mean of the ratios of an agencyʼs workforce representation by REG with the corresponding representation in the RCLF or CLF. The result is a single metric on a scale of 0 to 100 percent, reflecting an organizationʼs overall diversity. Where appropriate, the algorithm is applied to the RCLF to isolate the qualified relevant labor force. This method provides a more appropriate, efficient metric to gauge Federal workforce diversity. An index value of 100 percent means the organizationʼs diversity aligns perfectly with the RCLF or CLF. VAʼs monthly diversity index for FY 2013 is provided at Figure 3. Note: This index currently focuses on REG and does not track the disability aspect of diversity. The monthly diversity index is incorporated within the Deputy Secretaryʼs Monthly Performance Review process.

Figure 3. VAʼs FY 2013 Diversity Index

In developing the basis for the Inclusion Index, VA relied on extensive and reputable research on the topic. Based on the research, VA then developed six dimensions to serve as the basis for the Index. In collaborating with OPM and applying advanced statistical techniques, VA identified 20 survey questions from OPMʼs FY 2012 Federal Employee Viewpoint Survey to serve as the basis. The Inclusion Index is defined as the total favorable responses to the total responses utilizing OPMʼs weighted survey results. In FY 2013, OPM adopted VAʼs methodology to measure workforce

Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug SepRCLF 96.4 96.5 96.6 96.6 96.6 96.6 96.6 96.6 96.6 96.6 96.6 95.8CLF 85.8 85.9 86.0 86.1 86.2 86.2 86.3 86.4 86.5 86.6 86.5 86.1

0.00%10.00%20.00%30.00%40.00%50.00%60.00%70.00%80.00%90.00%

100.00%


19


Executive Summary

inclusion for the entire Federal Government. The inclusion indices for FY 2013 are provided at Table 5. Further research is necessary to determine the proper benchmark or range for this metric.

Table 5. Inclusion Index

FY 2012 FY 2013VA-wide 56% 55%VHA 56% 55%VBA 55% 52%NCA 58% 60%VACO 57% 54%OIG NA 68%

Barrier Analysis

The EEOC guidance regarding barriers to full participation refers to the indication of a possible barrieras a “trigger.” VA has identified five primary triggers in its barrier analysis, which are addressed in Part I of this report. VA is able to track and report on its barrier analyses and the impact of corrective strategies through its Web-based workforce data system, VHA Service Support Center applications (VSSC). In order to fully integrate VAʼs Diversity and Inclusion Strategic Plan goals with Administration operations, ODI embedded the Department-wide goals into the objectives of the MD-715 Part I Plans. This was done to ensure that field components assume some accountability for Departmental goals because their EEO offices do not report directly to ODI. While the goals are Department-wide, subcomponent organizations were encouraged to identify and address their organization-specific triggers in their Part I Plans. This was communicated through quarterly Microsoft Live Web-based technical assistance meetings with field entities to assist them in the development of their organization-specific EEO Plans.

The five triggers identified in the VA Part I plans are:

1. Less than expected representation of White females: Compared with the respective RCLFs, White females (permanent and temporary employees) had less than expected representation in the VA workforce. White women are 35.58 percent (20.20 percent below the RCLF of 45.38 percent). This less than expected participation trickles down to Administration level (VHA, VBA, NCA, and VACO). A more detailed trigger and barrier analysis is provided at Part I of this report.

2. Less than expected representation of Hispanics: Compared with the respective RCLFs, Hispanic males and females (permanent and temporary employees) had less than expected representation in the VA workforce. In VA, Hispanic males represent 3.10 percent of the permanent and temporary workforce and Hispanic females represent 3.52 percent, whereasHispanic males represent 3.93 percent of the RCLF and 5.17 percent of the CLF and Hispanic females represent 5.71 percent and 4.79 percent, respectively. The net change for Hispanic males (3.95 percent and females (3.25 percent) is below the net change for the total workforce (4.01 percent), meaning that Hispanic males and females are growing at a rate below that of

FY 2013 REPORT

20


Executive Summary

the total workforce. This less than expected participation trickles down to Administration level (VHA, VBA, NCA, and VACO). A more detailed trigger and barrier analysis is provided at Part I of this report.

3. Less than expected representation of Asian males: Compared with the respective RCLFs, Asian males (permanent and temporary employees) had less than expected representation in the VA workforce. In VA, Asian males represent 2.75 percent of the permanent and temporary workforce, whereas Asian males represent 2.95 percent of the RCLF. However, the net change for Asian males (8.49 percent) is above the net change for the total workforce (4.01 percent), meaning that Asian males are growing at a rate above that of the total workforce. This less than expected participation trickles down to Administration level (VHA, VBA, NCA, and VACO). A more detailed trigger and barrier analysis is provided at Part I of this report.

4. Promotions: Black females experienced lower promotion rates (11.51 percent) as compared to the overall promotion rate (13.24 percent) for permanent entry level positions (GS 3-8). Black females also had lower promotion rates (6.10 percent) as compared to the overall promotion rate (6.36 percent) for permanent mid-level positions (GS 9-12). For permanent senior level positions (GS 13-15), Black females had lower promotion rates (7.37 percent) as compared to the overall promotion rate (8.15 percent). A more detailed trigger and barrier analysis is provided at Part I of this report.

5. High volume of discrimination complaints: The per capita filing rate at the informal stage decreased from 1.39 percent to 1.26 percent from FY 2012 to 2013, and the formal complaint filing rate decreased from 0.73 percent to 0.61 percent. In FY 2013, the number of findings in discrimination remained constant (38 in 2012 and 38 in 2013). Reprisal, disability, and sex were the most prevalent bases of discrimination in those findings. Some corrective strategies to focus on include increasing early resolution of EEO complaints through counseling and ADR, reviewing findings and incorporating lessons learned into training, and increasing EEO and consultative services. A more detailed trigger and barrier analysis is provided at Part I of this report.

Summary of Planned Objectives for FY 2014

The following list summarizes the planned initiatives laid out in Part H, I, and J for FY 2014 to eliminate identified barriers or correct program deficiencies.

• Issue procedural manuals aligned to the recently updated 5-year VA Diversity & Inclusion Policy Directive 5975.

• Expand targeted MyCareer@VA Career Mapping Tool to address barriers and glass ceilings in VA workforce at various occupational levels.

• Expand EEO, diversity and inclusion training portfolio to include LGBT training and 10 new training modules.

• Implement training evaluation instrument and metrics.• Expand EEO, diversity and inclusion training portfolio; deploy even more multi-generational

and cultural competency training on a nationwide bases.


21


Executive Summary

• Continue to update with mandatory Workplace Harassment/No FEAR Training for all employees.

• Continue refinement of USA Staffing Applicant Flow System in VA.• Expand the use of ADR and training in conflict management. • Expand calculation of Diversity Index in EEO, Diversity, and ADR Dashboard to VA staff

offices and organizations.• Track participation in VA leadership development programs by REG in VAʼs TMS. • Strengthen VAʼs Special Emphasis Programs through virtual education and training programs:

training forums can be conducted on a quarterly and annual basis.• Develop virtual leadership and professional development forums to enhance VAʼs Special

Employment Program Managerʼs capacity in the areas of outreach and retention.

FY 2013 REPORT

22

FY 2013 REPORT

24

EEOC FORM 715-01 PART G

25

EEOC FORM715-01 PART G

National

U.S. Equal Employment Opportunity CommissionFEDERAL Agency ANNUAL EEO PROGRAM STATUS REPORT

AGENCY SELF-ASSESSMENT CHECKLIST MEASURING ESSENTIAL ELEMENTS

Report Generated on 12/12/2013

Who contributed to the responses?

#

Agency Secretary 0

Agency HR Chief 1

Agency EEO/Diversity Manager

1

Agency Disabilities Manager 1

Agency Program Manager 3

Resolution Management 1

Others who contributed to the responses: Has the Agency Secretary given written approval of these responses? Yes

X

No

FY 2013 REPORT

26

Essential Element A: DEMONSTRATED COMMITMENT FROM AGENCY LEADERSHIP

Requires the Agency head to issue written policy statements ensuring a workplace free of discriminatory harassment and a commitment to equal employment opportunity.

Compliance Indicator

EEO policy statements are up-to-date.

Measure has been met

Measures Yes No

1. Was the EEO policy Statement issued within 9 months of the installation of the Agency Head? Yes

X

No

2. During the current Agency Head's tenure, has the EEO policy Statement been re-issued annually? Yes

X

No

3. Are new employees provided a copy of the EEO policy statement during orientation? Yes

X

No

4. When an employee is promoted into the supervisory ranks, is s/he provided a copy of the EEO policy statement? Yes

X

No


EEO policy statements have been communicated to all employees.


Measures Yes No

5. Have the heads of subordinate reporting components communicated support of all Agency EEO policies through the ranks?

Yes

X

No

6. Has the Agency made written materials available to all employees and applicants, informing them of the variety of EEO programs and administrative and judicial remedial procedures available to them?

Yes

X

No

7. Has the Agency prominently posted such written materials in all personnel offices, EEO offices, and on the Agency's internal Website? [see 29 CFR §1614.102(b)(5)]

Yes

X

No


Agency EEO policy is vigorously enforced by Agency management.


Measures Yes No

Are managers and supervisors evaluated on their commitment to Agency EEO policies and principles, including their efforts to:

8. resolve problems/disagreements and other conflicts in their respective work environments as they arise? ** VA stresses compliance with these guidelines but has not identified a method to measure.

Yes

X

No

9. address concerns, whether perceived or real, raised by employees and following-up with appropriate action to correct or eliminate tension in the workplace? ** VA stresses compliance with these guidelines but has not identified a method to measure.

Yes

X

No

10. support the Agency's EEO program through allocation of mission personnel to participate in community out-reach and recruitment programs with private employers, public schools and universities? ** VA stresses compliance with these guidelines but has not identified a method to measure.

Yes

X

No


27

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

Yes

X

No

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

X

No

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

Yes

X

No

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

Yes

X

No

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

Yes

X

No

16. Have all employees been informed about what behaviors are inappropriate in the workplace and that this behavior may result in disciplinary actions?

Yes

X

No

17. Describe what means were utilized by the Agency to so inform its workforce about the penalties for unacceptable behavior. ** Information is posted on web pages, in form of policy statements, training materials, and through VA-wide communications media (newsletters, broadcasts, etc.), and through bulletin board postings of findings of discrimination. New employees briefed during on-boarding process.

Yes

X

No

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

Yes

X

No

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

Yes

X

No

FY 2013 REPORT

28

Essential Element B: INTEGRATION OF EEO INTO THE AGENCY'S STRATEGIC MISSION

Requires that the Agency's EEO programs be organized and structured to maintain a workplace that is free from discrimination in any of the Agency's policies, procedures or practices and supports the Agency's strategic mission.

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

Program.


Measures Yes No

20. Is the EEO Manager/Officer under the immediate supervision of the Agency head official?(For example, does the Regional EEO Officer report to the Regional Administrator?)

Yes

X

No

21. Are the duties and responsibilities of EEO staff clearly defined? Yes

X

No

22. Does the EEO staff have the knowledge, skills, and abilities to carry out the duties and responsibilities of their positions? Yes

X

No

23. If the facility has 2nd level reporting components, are there organizational charts that clearly define the reporting structure for EEO programs?

Yes

X

No

24. If the facility has 2nd level reporting components, does the facility-wide EEO Manager have authority for the EEO programs within the subordinate reporting components? If not, please describe how EEO program authority is delegated to subordinate reporting components.

Yes

X

No

Compliance Indicator The EEO Manager and other EEO professional staff responsible for EEO programs have regular and effective means of informing the facility head and senior

management officials of the status of EEO programs and are involved in, and consulted on, management/personnel actions.


Measures Yes No

25. Does the EEO Manager have a regular and effective means of informing the facility head and other top management officials of the effectiveness, efficiency and legal compliance of the facility's EEO program?

Yes

X

No

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

Yes

X

No

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

Yes

X

No

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

Yes

X

No

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

Yes

X

No

30. Is the EEO Manager included in the facility's strategic planning, especially the facility's human capital plan, regardingsuccession planning, training, etc., to ensure that EEO concerns are integrated into the facility's strategic mission?

Yes

X

No


29

Compliance Indicator The facility has committed sufficient human resources and budget allocations to its

EEO programs to ensure successful operation.


Measures Yes No

31. Does the EEO Manager have the authority and funding to ensure implementation of facility EEO action plans to improve EEO program efficiency and/or eliminate identified barriers to the realization of equality of opportunity?

Yes

X

No

32. Are sufficient personnel resources allocated to the EEO Program to ensure that facility self-assessments and self-analyses prescribed by EEO MD-715 are conducted annually and to maintain an effective complaint processing system?

Yes

X

No

33. Are statutory/regulatory EEO related Special Emphasis Programs sufficiently staffed? Yes

X

No

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

X

No

35. Hispanic Employment Program - Title 5 CFR, Subpart B, 720.204 Yes

X

No

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

Yes

X

No

37. Are other facility special emphasis programs monitored by the EEO Office for coordination and compliance with EEO guidelines and principles, such as FEORP - 5 CFR 720; Veterans Employment Programs; and Black/African American; American Indian/Alaska Native, Asian American/Pacific Islander programs?

Yes

X

No

38. Are there sufficient resources to enable the facility to conduct a thorough barrier analysis of its workforce, including the provision of adequate data collection and tracking systems?

Yes

X

No

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

Yes

X

No

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

Yes

X

No

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

Yes

X

No

42. Does the facility fund major renovation projects to ensure timely compliance with Uniform Federal Accessibility Standards? ** The Federal Accessibility Standards is superseded by the Architectural Barriers Act Accessibility Standards (ABAAS). Each VA facility has its own budget.

Yes

X*

No

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

Yes

X

No

44. Is there sufficient funding to ensure the prominent posting of written materials in all personnel and EEO offices? Yes

X

No

FY 2013 REPORT

30

Compliance Indicator The facility has committed sufficient human resources and budget allocations to its

EEO programs to ensure successful operation.


Measures Yes No

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

X

No

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

Yes No

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

X

No

48. to provide religious accommodations? Yes

X

No

49. to provide disability accommodations in accordance with the facility's written procedures? Yes

X

No

50. in the EEO discrimination complaint process? ** Office of Resolution Management has sole responsibility

Yes

X

No

51. to participate in ADR? ** Office of Resolution Management has sole responsibility

Yes

X

No


31

Essential Element C: MANAGEMENT AND PROGRAM ACCOUNTABILITY

This element requires the facility Head to hold all managers, supervisors, and EEO Officials responsible for the effective implementation of the facility's EEO Program and Plan.

Compliance Indicator EEO program officials advise and provide appropriate assistance to managers/supervisors about the status

of EEO programs within each manager's or supervisor's area or responsibility.


Measures Yes No

52. Are regular (monthly/quarterly/semi-annually) EEO updates provided to management/supervisory officials by EEO program officials?

Yes

X

No

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

Yes

X

No

Compliance Indicator The Human Resources Manager and the EEO Manager meet regularly to assess whether personnel

programs, policies, and procedures are in conformity with instructions contained in EEOC management directives. [see 29 CFR § 1614.102(b)(3)]


Measures Yes No

54. Have time-tables or schedules been established for the facility to review its Merit Promotion Program Policy and Procedures for systemic barriers that may be impeding full participation in promotion opportunities by all groups?

Yes

X

No

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

Yes No

X

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

Yes No

X

Compliance Indicator When findings of discrimination are made, the facility explores whether or not disciplinary actions should

be taken.


Measures Yes No

57. Does the facility have a disciplinary policy and/or a table of penalties that covers employees found to have committed discrimination?

Yes

X

No

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

Yes

X

No

59. Has the facility, when appropriate, disciplined or sanctioned managers/supervisors or employees found to have discriminated over the past two years? If so, cite number found to have discriminated and list penalty /disciplinary action for each type of violation. **This information is being captured and will be provided later. Since last year, we have conducted an analysis. Our analysis reveals that an appropriate disciplinary action wasn’t always taken.

Yes No

X

60. Does the facility promptly (within the established time frame) comply with EEOC, Merit Systems Protection Board, Federal Labor Relations Authority, labor arbitrators, and District Court orders? ** Office of Resolution Management has sole responsibility for enforcing compliance with EEOC and OEDCA.

Yes

X

No

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

Yes No

X

FY 2013 REPORT

32

Essential Element D: PROACTIVE PREVENTION

Requires that the facility head makes early efforts to prevent discriminatory actions and eliminate barriers to equal employment opportunity in the workplace.

Compliance Indicator Analyses to identify and remove unnecessary barriers to employment are conducted

throughout the year.


Measures Yes No

62. Do senior managers meet with and assist the EEO Manager and/or other EEO staff in the identification of barriers that may be impeding the realization of equal employment opportunity?

Yes

X

No

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

Yes

X

No

64. Do senior managers successfully implement EEO Action Plans and incorporate the EEO Action Plan Objectives into facility strategic plans?

Yes

X

No

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

X

No

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

X

No

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

X

No

68. Are trend analyses of the workforce's compensation and reward system conducted by race, national origin, sex and disability? ** During FY 2013, minimal trend analysis was conducted on the compensation and reward system using Table A13. Current analytical tools do not possess the robust and discrete capabilities to drill into the data.

Yes

X

No

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

Yes

X

No


The use of Alternative Dispute Resolution (ADR) is encouraged by senior management.


Measures Yes No

70. Are all employees encouraged to use ADR? ** Office of Resolution Management has responsibility

Yes

X

No

71. Is the participation of supervisors and managers in the ADR process required? ** Office of Resolution Management has responsibility to encourage parties

Yes

X

No


33

Essential Element E: EFFICIENCY

Requires that the facility head ensure that there are effective systems in place for evaluating the impact and effectiveness of the facility's EEO Programs as well as an efficient and fair dispute resolution process.

Compliance Indicator The facility has sufficient staffing, funding, and authority to achieve the elimination of

identified barriers.


Measures Yes No

72. Does the EEO Office employ personnel with adequate training and experience to conduct the analyses required by MD-715 and these instructions?

Yes

X

No

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

Yes

X

No

74. Have sufficient resources been provided to conduct effective audits of field facilities' efforts to achieve a model EEO program and eliminate discrimination under Title VII and the Rehabilitation Act? ** Curtailment of future travel funds could negatively affect our ability to audit facilities.

Yes

X

No

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

Yes

X

No

76. Are 90 percent of accommodation requests processed within the time frame set forth in the facility procedures for reasonable accommodation?

Yes No

X

Compliance Indicator The facility has an effective complaint tracking and monitoring system in place to increase the

effectiveness of the facility's EEO Programs.


Measures Yes No

77. Does the facility use a complaint tracking and monitoring system that allows identification of the location and status of complaints and length of time elapsed at each stage of the facility's complaint resolution process? ** Office of Resolution Management has sole responsibility

Yes

X

No

78. Does the facility's tracking system identify the issues and bases of the complaints, the aggrieved individuals/complainants, the involved management officials and other information to analyze complaint activity and trends? ** Office of Resolution Management has sole responsibility

Yes

X

No

79. Does the facility hold contractors accountable for delay in counseling and investigation processing times? ** Office of Resolution Management has sole responsibility

Yes

X

No

80. Does the facility monitor and ensure that new investigators, counselors, including contract and collateral duty investigators, receive the 32 hours of training required in accordance with EEO Management Directive MD-110? ** Office of Resolution Management has sole responsibility

Yes

X

No

81. Does the facility monitor and ensure that experienced counselors, investigators, including contract and collateral duty investigators, receive the 8 hours of refresher training required on an annual basis in accordance with EEO Management Directive MD-110? ** Office of Resolution Management has sole responsibility

Yes

X

No

Compliance Indicator The facility has sufficient staffing, funding and authority to comply with the time frames in

accordance with the EEOC (29 C.F.R. Part 1614) regulations for processing EEO complaints of employment discrimination.


Measures Yes No

FY 2013 REPORT

34

82. Are benchmarks in place that compares the facility's discrimination complaint processes with 29 C.F.R. Part 1614? ** Office of Resolution Management has sole responsibility

Yes

X

No

83. Does the facility provide timely EEO counseling within 30 days of the initial request or within an agreed upon extension in writing, up to 60 days? ** Office of Resolution Management has sole responsibility

Yes

X

No

84. Does the facility provide an aggrieved person with written notification of his/her rights and responsibilities in the EEO process in a timely fashion? ** Office of Resolution Management has sole responsibility

Yes

X

No

85. Does the facility complete the investigations within the applicable prescribed time frame? Yes No

X

86. When a complainant requests a final Agency decision, does the facility issue the decision within 60 days of the request?

Yes No

X

87. When a complainant requests a hearing, does the facility immediately upon receipt of the request from the EEOC AJ forward the investigative file to the EEOC Hearing Office? ** Office of Resolution Management has sole responsibility

Yes

X

No

88. When a settlement agreement is entered into, does the facility timely complete any obligations provided for in such agreements? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

89. Does the facility ensure timely compliance with EEOC AJ decisions which are not the subject of an appeal by the facility? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

Compliance Indicator There is an efficient and fair dispute resolution process and effective systems for evaluating

the impact and effectiveness of the facility's EEO complaint processing program.


Measures Yes No

90. In accordance with 29 C.F.R. §1614.102(b), has the facility established an ADR Program during the pre-complaint and formal complaint stages of the EEO process? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

91. Does the facility require all managers and supervisors to receive ADR training in accordance with EEOC (29 C.F.R. Part 1614) regulations, with emphasis on the federal government's interest in encouraging mutual resolution of disputes and the benefits associated with utilizing ADR? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

92. After the facility has offered ADR and the complainant has elected to participate in ADR, are the managers required to participate?

Yes

X

No

93. Does the responsible management official directly involved in the dispute have settlement authority? ** It should be noted that EEOC regulations do not allow for the responsible management official directly involved in the dispute to have settlement authority. It should be someone at a higher level with signature authority. No Part H not required corrective action required

Yes

XNo

Compliance Indicator The facility has effective systems in place for maintaining and evaluating the impact and

effectiveness of its EEO programs.


Measures Yes No

94. Does the facility have a system of management controls in place to ensure the timely, accurate, complete and consistent reporting of EEO complaint data to the EEOC?

Yes

X

No


35

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

Yes

X

No

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

Yes

X

No

97. Do the facility's EEO programs address all of the laws enforced by the EEOC? Yes

X

No

98. Does the facility identify and monitor significant trends in complaint processing to determine whether the facility is meeting its obligations under Title VII and the Rehabilitation Act? ** Office of Resolution Management has sole responsibility

Yes

X

No

99. Does the facility track recruitment efforts and analyze efforts to identify potential barriers in accordance with MD-715 standards?

Yes

X

No

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

Yes

X

No

Compliance Indicator The facility ensures that the investigation and adjudication function of its complaint resolution

process are separate from its legal defense arm of facility or other offices with conflicting or competing interests.


Measures Yes No

101. Are legal sufficiency reviews of EEO matters handled by a functional unit that is separate and apart from the unit which handles facility representation in EEO complaints?

Yes

X

No

102. Does the facility discrimination complaint process ensure a neutral adjudication function? Yes

X

No

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

Yes

X

No

FY 2013 REPORT

36

Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE

This element requires that federal agencies are in full compliance with EEO statutes and EEOC regulations, policy guidance, and other written instructions.

Compliance Indicator Facility personnel are accountable for timely compliance with orders issued by EEOC

Administrative Judges.


Measures Yes No

104. Does the facility have a system of management control to ensure that facility officials timely comply with any orders or directives issued by EEOC Administrative Judges? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

Compliance Indicator The facility's system of management controls ensures that the facility timely completes all

ordered corrective action and submits its compliance report to EEOC within 30 days of such completion.


Measures Yes No

105. Does the agency have control over the payroll processing function of the agency? If Yes, answer the two questions below.

Yes

No

X

106. Are there steps in place to guarantee responsive, timely, and predictable processing of ordered monetary relief?** Office of Resolution Management has responsibility for monitoring compliance. The facility is responsible for the processing.

Yes No

107. Are procedures in place to promptly process other forms of ordered relief?** Office of Resolution Management has oversight responsibility only. Facilities have responsibilities for processing.

Yes No

Compliance Indicator Facility personnel are accountable for the timely completion of actions required to comply with

orders of EEOC.


Measures Yes No

108. Is compliance with EEOC orders encompassed in the performance standards of any facility employees? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

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

109. Is the unit charged with the responsibility for compliance with EEOC orders located in the EEO office? If not, please identify the unit in which it is located, the number of employees in the unit, and their grade levels in the comments section. ** Office of Resolution Management has oversight responsibility only

Yes

X

No

110. Have the involved employees received any formal training in EEO compliance? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

111. Does the facility promptly provide to the EEOC the following documentation for completing compliance: Yes No

112. Attorney Fees: Copy of check issued for attorney fees and /or a narrative statement by an appropriate facility official, or facility payment order dating the dollar amount of attorney fees paid? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

113. Awards: A narrative statement by an appropriate facility official stating the dollar amount and the criteria used to calculate the award? ** Office of Resolution Management has oversight responsibility only

Yes

X

No


37

114. Back Pay and Interest: Computer print-outs or payroll documents outlining gross back pay and interest, copy of any checks issued, narrative statement by an appropriate facility official of total monies paid? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

115. Compensatory Damages: The final Agency decision and evidence of payment, if made? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

116. Training: Attendance roster at training session(s) or a narrative statement by an appropriate facility official confirming that specific persons or groups of persons attended training on a date certain? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

117. Personnel Actions (e.g., Reinstatement, Promotion, Hiring, Reassignment): Copies of SF-50s? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

118. Posting of Notice of Violation: Original signed and dated notice reflecting the dates that the notice was posted? A copy of the notice will suffice if the original is not available. ** Office of Resolution Management has oversight responsibility only

Yes

X

No

119. Supplemental Investigation: 1. Copy of letter to complainant acknowledging receipt from EEOC of remanded case. 2. Copy of letter to complainant transmitting the Report of Investigation (not the ROI itself unless specified). 3. Copy of request for a hearing (complainant's request or facility's transmittal letter)? ** Office of Resolution Management has sole responsibility

Yes

X

No

120. Final Agency Decision (FAD): FAD or copy of the complainant's request for a hearing? ** Office of Resolution Management has sole responsibility

Yes

X

No

121. Restoration of Leave: Print-out or statement identifying the amount of leave restored, if applicable. If not, an explanation or statement? ** Office of Resolution Management has oversight responsibility only

Yes

X

No

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

Yes

X

No

123. Settlement Agreements: Signed and dated agreement with specific dollar amounts, if applicable? Also, appropriate documentation of relief is provided. ** Office of Resolution Management has oversight responsibility only

Yes

X

No

FY 2013 REPORT

38

EEOC FORM 715-01 PART H

39

EEOC FORM715-01 PART H

National

U.S. Equal Employment Opportunity CommissionANNUAL EEO PROGRAM STATUS REPORT

Plan To Attain the Essential Elements of a Model EEO Program


STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:

MANAGEMENT AND PROGRAM ACCOUNTABILITY: Regular EEO briefings with officials, HR, and review for disciplinary action; (Q52-61)

Q55. Have time-tables or schedules been established for the facility to review its Employee Recognition Awards Program and Procedures for systemic barriers that may be impeding full participation in the program by all groups?

OBJECTIVE 1: (National ) Collaborate with HR to conduct analyses of Employee Recognition and Awards program.

RESPONSIBLE OFFICIAL: VA Learning University (VALU), ODI, OHRM, Administration Training Officers (TOs)

DATE OBJECTIVE INITIATED: January 7, 2010

TARGET DATE FOR COMPLETION OF OBJECTIVE:

September 30, 2013NEW DATE: September 30, 2014

PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE(Must be specific) example: mm/dd/yyyy

Work with OHRM to identify any barriers in the Employee Recognition Awards Program. 9/30/2013NEW DATE 9/30/2014

Develop quarterly schedule to meet with OHRM to review the related policies and procedures. 06/30/2014

REPORT OF ACCOMPLISHMENTS: Last year’s planned activities to eliminate deficiencies noted were not accomplished by the original target date, due to competing priorities. Accordingly, target dates have been modified. Due to competing resources for high priority FY 2013 initiatives, target dates pushed to FY 2014.

FY 2013 REPORT

40




Q56: Have timetables or schedules been established for the organization to review its Employee Development/Training Programs for systemic barriers that may be impeding full participation in the programs by all groups?

OBJECTIVE 2: (National ) Collaborate with HR to conduct analyses of Employee Development and training programs.




September 30, 2013NEW DATE: September 30, 2015


Work with OHRM, VALU, and Admin TOs to identify system for reporting aggregate statistics on training participant demographics (race, ethnicity, gender, and disability status) for purposes of barrier analysis.

06/30/2012New Date: 3/30/2014

Develop quarterly schedule to meet with OHRM to review the related policies and procedures. 06/30/2014

Integrate employee demographic data into the Talent Management System 9/30/2014

Work with OHRM to identify any barriers in the Employee Development/Training Programs. 9/30/2013NEW DATE 9/30/2015

REPORT OF ACCOMPLISHMENTS: Last year’s planned activities to eliminate deficiencies noted were not accomplished by the original target date, due to competing priorities. Accordingly, target dates have been modified. Due to competing resources for high priority FY 2013 initiatives, target dates pushed to FY 2015


41




Q59. Has the facility, when appropriate, disciplined or sanctioned managers/supervisors or employees found to have discriminated over the past two years? If so, cite number found to have discriminated and list penalty /disciplinary action for each type of violation. **This information is being captured and will be provided later. Since last year, we have conducted an analysis. Our analysis reveals that an appropriate disciplinary action wasn’t always taken.

OBJECTIVE 3: (National ) Implement a new VA EEO Accountability Review Board to review proposed/final corrective actions taken against Responsible Management Officials (RMOs) in response to findings of discrimination.




September 30, 2013NEW DATE: March 30, 2015


Reconvene task force of subject matter experts and stakeholders to update proposed process for reviewing corrective actions taken against RMOs in findings of discrimination 05/30/2014

Update and finalize proposal and draft SOP for EEO Accountability Board 06/30/2014

Brief senior leadership on proposal and obtain necessary approvals 09/30/2014

Appoint Board members and finalize Charter for EEO Accountability Board 09/30/2014

Hold initial training meeting of Board 11/30/2014

Hold first Board meeting 11/30/2014

Issue first report of recommendations to RMO leadership chain and OSVA 03/30/2015

REPORT OF ACCOMPLISHMENTS: Last year’s planned activities to eliminate deficiencies noted were not accomplished by the original target date, due to competing priorities. Accordingly, target dates have been modified. Due to competing resources for high priority FY 2013 initiatives, target dates pushed to FY 2014 and FY 2015

FY 2013 REPORT

42




Q61. Does the facility review disability accommodation decisions/actions to ensure compliance with its written procedures and analyze the information tracked for trends, problems, etc.?

OBJECTIVE 4: (National ) Develop a centralized tracking mechanism and establish timetables for reviewing employee development/training programs for systemic barriers that may be impeding full participation by all groups.




September 30, 2013NEW DATE: March 30, 2015


Develop standard reporting features in the disability tracking system to monitor Reasonable Accommodations decisions/actions

06/30/2015

REPORT OF ACCOMPLISHMENTS: Last year’s planned activities to eliminate deficiencies noted were not accomplished by the original target date, due to competing priorities. Accordingly, target dates have been modified. Due to competing resources for high priority FY 2013 initiatives, target dates pushed to FY 2014 and FY 2015.

VA ODI implemented a new reasonable accommodation tracking system in FY2013 and is currently customizing the reporting feature for VA’s organizational hierarchy.


43



EFFICIENCY: Sufficient staffing for barrier analysis, complaints processing, ADR, and program evaluation (Q72-103)

Q76: Are 90 percent of accommodation requests processed within the time frame set forth within the agency procedures for reasonable accommodation?

OBJECTIVE 5: (National ) Establish and deploy a VA-wide centralized reasonable accommodation (RA) system to track timely processing of RA requests.

RESPONSIBLE OFFICIAL: ODI, ORM, VHA EEO Manager, Administration EEO and HR Officials

DATE OBJECTIVE INITIATED: 6/08/2010


9/30/2014


Develop communications plan and market new system to train users on the reporting feature in RACS through existing communication media (print, web, Integrated Human Resources Management Board, VA Diversity Council, MD-715 Liaison Work Group, etc.)

05/20/2011 New Date: 09/20/2014

Monitor timeliness and denial rates. Provide quarterly feedback to the components. 09/20/2013NEW DATE:09/30/2014

NEW: Hold quarterly conference calls with Local Reasonable Accommodation Coordinators (LRACs) to provide training and answer questions.

9/30/2014Ongoing

NEW: Conduct virtual training for LRACs and EEO in each VA component. 9/30/2014Ongoing

REPORT OF ACCOMPLISHMENTS: Implemented system in 2012 and purchased additional concurrent licenses for the Reasonable Accommodation Compliance System (RACS) in order for the field offices to make timely reasonable accommodations submissions. Provided additional training to the field offices on standard procedures for utilizing the reporting feature in RACS.

FY 2013 REPORT

44




Q86. When a complainant requests a final facility decision, does the facility issue the decision within 60 days of the request?

OBJECTIVE 6: (National ) NEW: Issue final decisions within 60 days of complainant request.

RESPONSIBLE OFFICIAL: ODI, ORM, OEDCA, Administration EEO and HR Officials



9/30/2014


Continued streamlining of FAD decision formats. 09/30/2014

Incentives for increased production** Received over 1100 decision requests for the third consecutive year,

9/30/2014

REPORT OF ACCOMPLISHMENTS: Reduced overall case inventory by 30 percent---pending cases over 60 days were reduced by 14 percentand constitute a third of inventory at end of FY 13


45




Q85: Does the facility complete the investigations within the applicable prescribed time frame?

OBJECTIVE 7: (National ) Utilize contract investigators to eliminate backlog of investigations.

RESPONSIBLE OFFICIAL: ORM



9/30/2014


1. Eliminate backlog of investigations by assigning to contract investigators. 09/23/2013 (assignments are made monthly)

2. Fill investigator vacancies. 05/31/2014

3. Monitor contract and internal investigator performance. Ongoing/monthly

REPORT OF ACCOMPLISHMENTS:

1. Contractors have completed 334 cases since beginning of FY 2014.2. Investigative inventory for cases pending assignment decreased by 51 percent. 3. Decreased average age of cases assigned by 35 percent.

FY 2013 REPORT

46



RESPONSIVENESS AND LEGAL COMPLIANCE: Federal agencies are in full compliance with EEO statutes and EEOC regulations, policy guidance, and other written instructions. (Q72-103)

Q105. Does the agency have control over the payroll processing function of the agency?If Yes, answer the two questions below.

OBJECTIVE 8: (National ) Continue with Tri-parte structure with payroll provider, DFAS.

RESPONSIBLE OFFICIAL: ODI, ORM, HR



9/30/2020


Maintain a system in place with the payroll provider (e.g., DFAS) to make timely and orderly submissions for all types of payment requests.

09/30/2020

Maintain a tri-partite structure (ORM, OEDCA, and HR) and system to provide an on-going check and balance process for ensuring monetary relief is prompt.

09/30/2020

REPORT OF ACCOMPLISHMENTS: VA continues its success with the tri-partite structure to ensure prompt process of monetary relief through the payroll process.

EEOC FORM 715-01 PART I

47

EEOC FORM715-01 PART I National

U.S. Equal Employment Opportunity CommissionANNUAL EEO PROGRAM STATUS REPORT

EEO Plan to Eliminate Identified Barrier


EEOC FORM715-01 PART I

U.S. Equal Employment Opportunity CommissionFEDERAL AGENCY ANNUAL



FY 2013

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

Less than expected representation of White females1

VA is experiencing less than expected participation for White females (WF) when compared to the Relevant Civilian Labor Force (RCLF). This less than expected participation trickles down to Administration level (Veterans Health Administration (VHA), Veterans Benefits Administration (VBA) and National Cemetery Administration (NCA)) and to VA’s Central Office (VACO).

BARRIER ANALYSIS 1: The first indication of a possible barrier was the disparity in the participation rate of White females in VA as indicated in Workforce Data Table A1. In VA, WFs represent 35.58 percent of the permanent and temporary workforce, whereas WFs represent 45.38 percent of the RCLF. The RCLF for the nursing and allied health care field is statistically weighted towards women. Because VA’s workforce is heavily concentrated in these fields, VA has a higher benchmark to reach in order to achieve parity.

The net change for WFs (3.38 percent) is below the net change for the total workforce (4.01 percent), meaning that WFs are growing at a rate below that of the total workforce. In VHA, WFs represent 36.80 percent of the permanent and temporary workforce, whereas WFs represent 46.53 percent of the RCLF. The net change for WFs (3.66 percent) is below the net change for VHA’s total workforce (4.27 percent), meaning that White females are growing at a rate below that of the total workforce. In VBA, WFs represent 28.25 percent of the permanent and temporary workforce, whereas WFs represent 41.48 percent of the RCLF. The net change for WFs (-0.60 percent) is below the net change for VBA’s total workforce (1.28 percent). A negative net change means WFs have experienced a decrease in representation since FY 2012. In NCA, WFs represent 13.44 percent of the permanent and temporary workforce, whereas WFs represent 21.81percent of the RCLF. However, the net change for WFs in NCA (3.96 percent is above the net change for the total workforce (2.27 percent), meaning that WFs are growing at a rate above that of the total workforce. In VACO, WFs represent 21.86 percent of the permanent and temporary workforce, whereas WFs represent 27.96 percent of the RCLF. The net change for WFs (1.12 percent) is below the net change for VACO’s total workforce (2.80 percent), meaning that WFs are growing at a rate below that of the total workforce. The less than expected participation VA-wide prompted a review of Tables A4-2, A6, A8 and A14.

Table A4-2 revealed less than expected participation in the following permanent General Schedule (GS) grades for WFs as compared to the participation of the total permanent workforce in a particular grade in GS-2 (WF: 0.02 percent; Total: 0.03 percent), GS-3 (WF: 0.19 percent; Total: 0.33 percent), GS-4 (WF: 1.37 percent; Total: 2.16 percent), GS-5 (WF: 8.54 percent; Total: 10.62 percent), GS-6 (WF: 12.78 percent; Total: 13.17 percent), GS-7 (WF: 6.35 percent; Total: 7.01 percent), GS-9 (WF: 5.76 percent; Total: 6.25 percent), GS-10 (WF: 1.29 percent; Total: 1.43 percent), GS-14 (WF: 2.29 percent; Total: 2.36 percent),

1 The 2010 Census data provides a higher CLF and RCLF compared to the 2000 Census.

FY 2013 REPORT

48

and GS-15 (WF: 4.58 percent; Total: 8.20 percent). WFs also have less than expected participation in the Senior Executive Service (SES) (WF: 0.11percent;Total: 0.12 percent).

A review of Table A6 revealed a less than expected participation rate for 23 (Police, Social Science, Human Resources Management, Equal Employment Opportunity, Miscellaneous Administration and Program, Program Management, Auditing, Nurse, Practical Nurse, Nursing Assistant, Medical Technologist, Diagnostic Radiologic Technologist, Medical Records Technician, Legal Assistance, Veterans Claims Examining, Claims Assistance and Examining, General Business and Industry, Loan Specialist, Appraising, Cemetery Administration, Criminal Investigating, Information Technology Management, and Cemetery Caretaking) out of 28 identified major occupations in the permanent workforce.

Table A8 revealed that the hiring distribution for WFs (35.32 percent) is below their representation in the RCLF (45.19 percent).

In reviewing Table A14, WFs have a separation rate (35.64 percent) in the permanent workforce higher than their workforce participation rate (35.43 percent).

STATEMENT OF IDENTIFIED BARRIER:

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

The cause of the lower than expected participation rate for WFs is unknown. It appears that our hiring of WFs is not exceeding the growth of the total workforce like it should if we want to see progress in participation. Also, WFs in the workforce are leaving at a high proportion. Further examination of the policies, procedures, and practices impacting the hiring, retention, and separation processes is needed.

OBJECTIVE:

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

Create an applicant flow system to identify potential barriers in the recruitment and selection process.Review the hiring policies, procedure and practices.Implement an exit interview process for those separating from VA.Eliminate, when possible, any barriers to equal opportunity.

RESPONSIBLE OFFICIAL: Assistant Secretary for Human Resources and Administration; Deputy Assistant Secretary for Human Resources Management; Deputy Assistant Secretary for Office of Diversity and Inclusion; Other Administration HR Officials



09/30/2016


49


EEO Plan To Eliminate Identified Barrier

INSTRUCTIONS: Describe the plans to implement the identified activities in the spaces below showing dates of benchmarks and responsible individuals. The success in implementing these plans should be shown in the REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE section. Items from the VA Diversity and Inclusion Annual Performance (DISP) Report are identified in parentheses.

TARGET DATE(Must be specific)

example: mm/dd/yyyy

Develop and implement a strategic plan that will address issues affecting female employment, career development, promotions, awards, and overall retention of females within the Department.

09/30/2015

Annually monitor Department-wide complaint trends to determine if there are adverse trends affecting White females in the workforce.

08/31/2016

VA will continue to partner with female professional and Veterans organizations, and post-secondary educational institutions to increase awareness of VA occupations, annually.

08/31/2016

ODI will develop an applicant flow system and integrate into MD-715 tables. 04/30/2014In progress

VA will continue meeting with Workforce Planners to incorporate VA’s EEO and Diversity and Inclusion goals into VA’s Strategic Plan and to ensure EEO demographic data considerations are factored into VA’s Workforce Succession and Human Capital Plans, annually.

09/30/2014

VA will continue to administer mentoring (formal and informal) programs to promote career development, retention, and upward mobility within the VA workforce. 09/30/2016

VA will ensure information on career development and leadership programs isdisseminated to all employees to ensure employment opportunities are maximized, annually.

09/30/2016

Develop and facilitate virtual training and professional development forums annually to enhance workforce capacity in the areas of cultural competence, barrier analysis, unconscious bias, inclusion, special emphasis program management, etc.

09/30/2016

Roll out unconscious bias and cultural competency training for VA employees. 09/30/2014

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE

FY 2013 REPORT

50





FY 2013


Less than Expected Participation Rates for Hispanic males and females2

VA is experiencing less than expected participation for Hispanic males and females (HM and HF, respectively) when compared to the RCLF and the CLF. This less than expected participation trickles down to Administration level (VHA, VBA and NCA) and to VACO.

BARRIER ANALYSIS 2: (National) The first indication of a possible barrier was the disparity in the participation rate of HMs and HFs in VA as indicated in Workforce Data Table A1. In VA, HMs represent 3.10 percent of the permanent and temporary workforce and HFs represent 3.52 percent, whereas HMs represent 3.93 percent of the RCLF and 5.17 percent of the CLF and HFs represent 5.71 percent and 4.79 percent, respectively. The RCLF for the nursing and allied health care field is statistically weighted towards women. Because VA’s workforce is heavily concentrated in these fields, VA has a higher benchmark to reach in order to achieve parity.

The net change for HMs (3.95 percent) and HFs (3.25 percent) is below the net change for the total workforce (4.01 percent), meaning that HMs and HFs are growing at a rate below that of the total workforce. In VHA, HMs represent 3.03 percent of the permanent and temporary workforce and HFs represent 3.66 percent, whereas HMs represent 3.86 percent of the RCLF and HFs represent 5.83 percent. The net change for HMs (3.98 percent) and HFs (3.41 percent) is below the net change for VHA’s total workforce (4.27 percent), meaning that HMsand HFs are growing at a rate below that of the total workforce. In VBA, HMsrepresent 2.99 percent of the permanent and temporary workforce and HFs represent 2.66 percent, whereas HMs represent 3.15 percent of the RCLF and HFs represent 5.71 percent. However, the net change for HMs in VBA (4.14 percent) and HFs (1.64 percent) is above the net change for total workforce (1.28 percent), meaning that HMs and HFs are growing at a rate above that of the total workforce. In NCA, HMs represent 8.20 percent of the permanent and temporary workforce and HFsrepresent 1.99 percent, whereas HMs represent 18.56 percent of the RCLF and HFsrepresent 3.42 percent. However, the net change for HMs (8.27 percent) and HFs(2.94 percent) in NCA is above the net change for the total workforce (2.27 percent), meaning that HMs and HFs are growing at a rate above that of the total workforce. In VACO, HMs represent 4.27 percent of the permanent and temporary workforce and HFs represent 1.98 percent, whereas HMs represent 4.65 percent of the RCLF and HFs represent 3.23 percent. The net change for HMs (2.06 percent) and HFs (0.40 percent) is below the net change for VACO’s total workforce (2.80 percent), meaning that HMs and HFs are growing at a rate below that of the total workforce. The less than expected participation VA-wide prompted a review of Tables A4-2, A6, A8, and A14.

Table A4-2 revealed less than expected participation in the following permanent GS grades for HMs as compared to the participation of the total permanent workforce in a particular grade in GS-8 (HM: 6.40 percent; Total: 6.96 percent), GS-11(HM: 15.72 percent; Total: 20.29 percent), GS-12 (HM: 8.03 percent; Total: 9.52 percent), GS-13 (HM: 7.48 percent; Total: 11.51 percent), and GS-14(HM: 1.54 percent; Total: 2.36 percent). Table A4-2 also revealed less than expected participation in the following permanent GS grades for HFs in GS-2(HF: 0.02 percent; Total: 0.03 percent), GS-9 (HF: 6.01 percent; Total: 6.25 percent), GS-10 (HF: 1.29 percent; Total: 1.43 percent), GS-12 (HF: 8.27 percent; Total: 9.52 percent),GS-13 (HF: 8.94 percent; Total: 11.51 percent), GS-14 (HF: 1.19 percent; Total: 2.36 percent), GS-15 (HF: 4.59 percent; Total: 8.20 percent). HFs also have less than expected participation in the SES (HF: 0.03percent; Total: 0.12 percent).

A review of Table A6 revealed a less than expected participation rate for HMs for 18 (Human Resources Management, Equal Employment Opportunity, Miscellaneous

2 The 2010 Census data provides a higher CLF and RCLF compared to the 2000 Census data.


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Administration and Program, Program Management, Management and Program Analyst, Financial Administration and Program, Medical Officer, Medical Technologist, Pharmacist, Medical Records Technician, General Attorney, Legal Assistant, Veterans Claims Examining, Loan Specialist, Cemetery Administration, Criminal Investigating,Information Technology Management, and Cemetery Caretaking) out of 28 identified major occupations in the permanent workforce. A review of Table A6 revealed a less than expected participation rate for HFs for 21 (Police, Social Science, Human Resources Management, Equal Employment Opportunity, Miscellaneous Administration and Program, Program Management, Financial Administration and Program, Practical Nurse, Nursing Assistant, Diagnostic Radiologic Technologist, Medical Records Technician, General Attorney, Legal Assistance, Veterans Claims Examining, Claims Assistance and Examining, General Business and Industry, Loan Specialist, Cemetery Administration, Criminal Investigating, Information Technology Management, and Cemetery Caretaking) out of 28 identified major occupations in the permanent workforce.

Table A8 revealed that the hiring distribution for HMs (2.83 percent) is below their representation in the RCLF (4.26 percent) and the hiring distribution for HFs (3.03 percent) is below their representation in the RCLF (6.02 percent).

In reviewing Table A14, HMs have a separation rate (3.08 percent) in the permanent workforce lower than their workforce participation rate (3.14 percent) and HFs have a separation rate (3.02 percent) lower than their workforce participation rate (3.57 percent).

We also reviewed the promotion rates for HMs and HFs. HMs and HFs had lower promotion rates (10.62 percent and 10.11 percent, respectively) as compared to the overall promotion rate (13.24 percent) for permanent entry level positions (GS 3-8). HFs also had a lower promotion rate of 3.81 percent as compared to the overall promotion rate of 6.36 percent for permanent mid-level positions (GS 9-12). For permanent senior level positions (GS 13-15), HMs and HFs had lower promotion rates (6.05 percent and 5.12 percent, respectively) as compared to the overall promotion rate (8.15 percent).

There were lower promotion rates for HMs and HFs transitioning from entry to mid-level positions (GS 8-9). HMs and HFs had a promotion rate of 4.67 percent and 4.86 percent, respectively, as compared to the overall promotion rate of 5.37 percent. There were also lower promotion rates for HMs and HFs transitioning from mid to senior level positions (GS 12-13). HMs and HFs had a promotion rate of 8.52 percent and 5.98 percent, respectively, as compared to the overall promotion rate of 11.03 percent.


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

The cause of the lower than expected participation rate for HMs and HFs is unknown. It appears that our hiring of HMs and HFs is not exceeding the growth of the total workforce like it should if we want to see progress in participation. Further examination of the policies, procedures, and practices impacting the hiring, retention, and separation processes is needed.

OBJECTIVE:


Create an applicant flow system to identify potential barriers in the recruitment and selection process.Review the hiring and promotion policies, procedures and practices.Implement an exit interview process for those separating from VA.Eliminate, when possible, any barriers to equal opportunity.




09/30/2016

FY 2013 REPORT

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INSTRUCTIONS: Describe the plans to implement the identified activities in the spaces below showing dates of benchmarks and responsible individuals. The success in implementing these plans should be shown in the REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE section. Items from the VA Diversity and Inclusion Annual Performance (DISP)


example: mm/dd/yyyy

Annually increase communications between ODI and Hispanic Employment Program Managers (HEPM) Department-wide. 09/30/2016


Each VA organization should make a concerted effort to recruit from Minority Serving Institutions (MSIs) as well as colleges, universities, associations, and affinity groups with high levels of participation by HFs, annually.

09/30/2016

Develop methods to ensure VA sub-components have HERO plans in place; all echelons of VA will be held accountable for developing and implementing initiatives that incorporate HERO strategies to increase cultural competence and understanding of Hispanic cultures, and which are aimed at increasing outreach to the Hispanic community, annually.

09/30/2016

National Hispanic Program Manager, in coordination with other VA components develops a Hispanic Employment Strategic Plan which will be disseminated to all VA HEPMS, for which they will be held accountable and required to report on status.

09/30/2013COMPLETED

ODI will continue meeting with Workforce Planners to incorporate VA’s EEO and Diversity and Inclusion goals into VA’s Strategic Plan and to ensure EEO demographic data considerations are factored into VA’s Workforce Succession and Human Capital Plans, annually.

09/30/2014Ongoing

VA will continue to partner with Hispanic serving post-secondary educational institutions, professional organizations, military transition assistance program and Veterans Service Organizations for the conduct of targeted outreach, annually. VA will continue to optimize recruitment outreach activities and market VA as an Employer of Choice by leveraging the Student Outreach and Retention Program with two Hispanic serving post-secondary educational institutions in the Central Florida area.

09/30/2014



09/30/2016


09/30/2016




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Provided below are accomplishments for the Hispanic Employment Program

• VA Hispanic Employment, Retention and Outreach Strategic Plan: Former OPM Director, John Berry, highlighted the VA FY13-16 Hispanic Employment, Outreach and Retention as a Federal model for improving diversity. While discussing data on Hispanic representation in the Federal Government with Cyberfeds on December 17, 2012, OPM Director, John Berry, indicated that the “"The president wants these [Hispanic] numbers to improve," making Hispanic hiring “among my highest priorities." Mr. Berry also shared that “implementing the Department of Veterans' Affairs Hispanic Employment, Outreach, and Retention Strategic Plan for FY 2013-16” will help Federal efforts. The VA FY13-16 Hispanic Employment, Retention and Outreach (HERO) Strategic Plan was developed in keeping with Executive Order 13583-- Establishing a Coordinated Governmentwide Initiative to Promote Diversity and Inclusion in the Federal Workforce. The HERO Plan was finalized and published in March 2013.

• Hispanic Employment Program (HEP) Community Outreach: ODI/HEP partnered with VHA field facilities, the Center for Minority Veterans (CMV), and the Veteran Employment Service Office (VESO) in the conduct of outreach to the Hispanic community and Hispanic Veterans. The ODI Deputy Assistant Secretary continues to serve as a keynote speaker at many of these events and ODI, CMV and VESO staff continue to conduct workshops for the Hispanic community. HEP personnel have made great strides in strengthening partnerships and working relationships with national Hispanic civil rights, medical and social work organizations. Leading VA participation in 12 national events sets a new outreach record for ODI. The following Hispanic affinity events were supported by VA personnel:

o U.S. Hispanic Leadership Institute, Chicago, February 2013; o American GI Forum, Los Angeles, California, June 2013; o 7th International Conference on Social Work in Health and Mental Health, University of Southern

California, July 2013; o The League of United Latin American Citizens National Federal Training Institute and National

Conference, Los Angeles, July 3013; o National Society of Hispanic MBAs, Washington DC July 2013; o Social Workers Conference, Los Angeles, July 2013; o National Hispanic Physicians Association, Washington, DC, July 2013; o National Association of Hispanic Nurses, New Orleans, August 2013; o National IMAGE National Training Program, Baltimore, September 2013; o Latino Public Administration Executives Executive Leadership and Diversity Training Conference,

Washington, DC, August 2013; o National Organization for Mexican American Rights, September 2013; ando League of United Latin American Citizens National Federal Training Institute, Washington, DC,

September 2013.

• HEP Virtual Training and Career Development: ODI/HEP utilized virtual modalities to provide career and professional development to HEPMs nationwide. Monthly virtual meetings have been held throughout FY2013 featuring speakers at the SES level such as the Director of Diversity, Office of Personnel Management; Associate Director of the Hispanic PEW Research Center; Director, Office of Federal Compliance, Equal Employment Opportunity Commission; President, National Council of Hispanic Employment Program Managers and others. The VA Deputy Assistant Secretary for Diversity and Inclusion has been a prominent participant and supporter of this effort. ODI hosted a 3rd annual training program for HEPMs in conjunction with the National IMAGE Training Program the first week in September 2013 in Baltimore, Maryland.

External Agency Support: ODI/HEPM collaborates with the Office of Personnel Management and the National Council of Hispanic Employment Program Managers (NCHEPM) on various outreach projects. The HEPM is a member of the OPM Federal Employment Council Communications Work Group and is a member of the Executive Board of NCHEPMs.

FY 2013 REPORT

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FY 2013


Less than expected representation of Asian males3

VA is experiencing less than expected participation for Asian males (AM) when compared to the RCLF. This less than expected participation trickles down to Administration level (VHA, VBA and NCA) and to VACO.

BARRIER ANALYSIS 3:(National)

The first indication of a possible barrier was the disparity in the participation rate of AMs in VA as indicated in Workforce Data Table A1. In VA, AMs represent 2.75 percent of the permanent and temporary workforce, whereas AMs represent 2.95 percent of the RCLF. However, the net change for AMs (8.49 percent) is above the net change for the total workforce (4.01 percent), meaning that AMs are growing at a rate above that of the total workforce. In VHA, AMs represent 2.82 percent of the permanent and temporary workforce, whereas AMs represent 2.93 percent of the RCLF. However, the net change for AMs (8.43 percent) is above the net change for VHA’s total workforce (4.27 percent), meaning that AMs are growing at a rate above that of the total workforce. In VBA, AMs represent 1.46 percent of the permanent and temporary workforce, whereas AMs represent 1.96 percent of the RCLF. However, the net change for AMs (12.50 percent) is above the net change for VBA’s total workforce (1.28 percent), meaning that AMs are growing at a rate above that of the total workforce. Also, in NCA, AMs represent 1.59 percent of the permanent and temporary workforce, whereas AMs represent 1.71 percent of the RCLF. The net change for AMs (-9.68 percent) is below the net change for NCA’s total workforce (2.27 percent). A negative net change means AMs have experienced a decrease in representation since FY 2012. In VACO, AMs represent 3.31 percent of the permanent and temporary workforce, whereas AMs represent 4.88 percent of the RCLF. However, the net change for AMs (8.44 percent) is above the net change for VACO’s total workforce (2.80 percent), meaning that AMs are growing at a rate above that of the total workforce. The less than expected participation VA-wide prompted a review of Tables A4-2, A6, A8, and A14.

Table A4-2 revealed less than expected participation in the following permanent GS grades for AMs as compared to the participation of the total permanent workforce in a particular grade in GS-3 (AM: 0.09 percent; Total: 0.33 percent), GS-4 (AM: 1.12 percent; Total: 2.16 percent), GS-5 (AM: 5.09 percent; Total: 10.62 percent), GS-6 (AM: 7.63 percent; Total: 13.17 percent), GS-7 (AM: 4.97 percent; Total: 7.01 percent), GS-8 (AM: 6.71 percent; Total: 6.96 percent), GS-9 (AM: 5.20percent; Total: 6.25 percent, GS-11 (AM: 15.09 percent; Total: 20.29 percent), GS-12 (AM: 8.24 percent; Total: 9.52 percent), GS-13 (AM: 6.74 percent; Total: 11.51 percent), and GS-14 (AM: 2.03 percent; Total: 2.36 percent). AMs also have less than expected participation in the SES (AM: 0.05 percent; Total: 0.12 percent).

A review of Table A6 revealed a less than expected participation rate for 18 (Police, Social Science, Human Resources Management, Equal Employment Opportunity, Miscellaneous Administration and Program, Program Management, Management and Program Analyst, Financial Administration and Program, Auditing, Pharmacist, Medical Records Technician, Legal Assistant, Veterans Claims Examining, General Business and Industry, Loan Specialist, Appraising, Cemetery Administration, and Information Technology Management) out of 28 identified major occupations in the permanent workforce.

Table A8 revealed that the hiring distribution for AMs (2.97 percent) is above their representation in the RCLF (2.77 percent).

3 The 2010 Census data provides a higher CLF and RCLF compared to the 2000 Census data which for the first time shows Asian men falling below their expected representation. In addition, there was a correction on how we counted Asians. In previous years employees self-designating as White and Asian were accounted in the two or more races, now they are counted as Asians.


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In reviewing Table A14, AMs have a separation rate (2.19 percent) in the permanent workforce lower than their workforce participation rate (2.58 percent).



The cause of the lower than expected participation rate for AMs is unknown. It appears that our hiring of AMs is exceeding the growth of the total workforce like it should if we expect to see progress in the participation. However, we still have less than expected participation. Further examination of the policies, procedures, and practices impacting the hiring, retention, and separation processes is needed.

OBJECTIVE:


Create an applicant flow system to identify potential barriers in the recruitment and selection process.Review the hiring policies, procedure and practices.Implement an exit interview process for those separating from VA.Eliminate, when possible, any barriers to equal opportunity.




09/30/2016

FY 2013 REPORT

56





example: mm/dd/yyyy


ODI will continue meeting with Workforce Planners to incorporate VA’s EEO and Diversity and Inclusion goals into VA’s Strategic Plan and to ensure EEO demographic data considerations are factored into VA’s Workforce Succession and Human Capital Plans, annually.

09/30/2014Ongoing



09/30/2016


09/30/2016

Develop virtual leadership and professional development forums to enhance Special Emphasis Program Manager’s competence in the areas of recruitment and retention outreach.

09/30/2014

Continue partnerships with AAPI affinity organizations, such as Federal Asian Pacific American Council (FAPAC) and Asian American Government Executive Network to enhance AAPI outreach and leadership development programs and leverage VA's National Diversity Internship and Pathways Programs.

09/30/2014

Increase outreach/assistance to the AAPI communities and Veteran population via participation in affinity group national and regional conferences, activities sponsored by Veterans and professional organizations, AAPI affinity organizations, and Asian American/Native American/Pacific Islander Education Serving Institutions.

09/30/2014

Work with VALU and VHA Healthcare Retention and Recruitment Office to ensure information on career development/leadership programs are disseminated to all employees.

09/30/2014Ongoing

Review workforce data for promotions, SES participation, training and developmental programs for all race/ethnicity and gender groups

09/30/2014In Progress




57

Program Management

Conducted workforce analysis, diversity targeted recruitment and retention outreach all employee survey analysis in alignment with applicable program goals noted in the VA Diversity and Inclusion Strategic Plan, MD-715 Goals and planned activities, White House Initiative on Asian Americans and Pacific Islanders (WHIAAPI) and other related goals in Executive Orders, and Federal regulations.

The National AAPI Employment Program Manager in the ODI held three WHIAAPI Interoffice Work Group meetings to discuss VA’s WHIAPPI FY 2013 Mid-Year Accomplishment Report. He also participated in two WHIAAPI Interagency Implementation Team quarterly meetings, which focused on the accomplishment report and other related program areas. These meetings lead to the successful submission of VA’s WHIAAPI FY 2013 Mid-Year Accomplishment Report on April 30, 2013.

Recruitment and Retention Outreach

During FY 2013, VA continued to conduct focused outreach and recruitment to groups with less than expected participation rate, including AAPIs, at the national level through participation in national conferences such as the FAPAC and Conference on Asian Pacific American Leadership (CAPAL). In addition, through the National Diversity Internship Program, managed by ODI, VA targeted its outreach to increase diversity within its internship programs. As a result of this effort, the Asian Pacific American Institute for Congressional Studies and the International Leadership Foundation were two vendors that were utilized to identify potential students for the intern programs.

ODI created two All Station Memos announcing and encouraging participation in FAPAC’s Outstanding Civilian Individual Awards for 2013 and the 28th FAPAC National Leadership Training Program, which was held in Long Beach, California. An Asian Pacific American Month Field Information Package was created for dissemination to field facilities and posting on VA’s Web site.

Three VACO Staff Offices: CMV, NCA’s HR Office, and ODI conducted recruitment outreach to the AAPI community during the CAPAL Career Fair held on July 19, 2013. VA staffed two exhibit booths and provided attendees with information on VA’s Diversity program and programs and services available to Veterans. The Career Fair was open to the general public and presented an opportunity for students and young professionals to interact with employers in the Washington, DC area.

ODI produced a departmental memorandum commemorating May 2013 as AAPI Heritage Month. The memo was disseminated throughout VA. The VACO APA Heritage Month planning committee accomplished three events:

o Kick-off event on May 2, 2013. o AAPI educational presentation on May 16, 2013.o Cultural event on May 30, 2013.

VA partnered with FAPAC during its 28th National Leadership Training Program to host a no-cost VA Agency Forum on Monday, May 6, 2013, to accomplish VA diversity goals. The forum was an opportunity designed to provide VA employees and Veterans with information on VA goals and objectives related to the AAPI Employment Program, including the White House Initiative on AAPI. VA continues to demonstrate its commitment to Diversity and Inclusion and express its support for employee development and outreach with AAPI affinity organizations. During the Conference, the EEO Office and Human Resources Specialists from VA Long Beach Healthcare System, the Veterans Employment Service Office, NCA, and VBA personnel conducted extensive outreach to Veterans.

During the month of May, ODI produced a memorandum announcing and encouraging participation in the Society of American Indian Government Employee (SAIGE) National Training Program held June 2013 in Spokane, Washington. The memo was disseminated throughout VA. During the event, as the VA Lead for the SAIGE conference, ODI coordinated VA’s support and participation in the conference to include the Native American Medal of Honor display, exhibit staffing by NCA, OPIA’s Office of Tribal Government Relations (OTGR) and great support by personnel of the Mann-Grandstaff VA Medical Center. ODI also partnered with SAIGE and OTGR to provide VA presenters for the Veterans Track panel discussion.

FY 2013 REPORT

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FY 2013


Low Promotion Rates for Black Females

VA is experiencing low promotion rates in GS for Black females when compared to the promotion rate for the overall workforce.


We reviewed the promotion rates for Black females. Black females had lower promotion rates (11.51 percent) as compared to the overall promotion rate (13.24 percent) for permanent entry level positions (GS 3-8). Black females also had lower promotion rates (6.10 percent) as compared to the overall promotion rate (6.36 percent) for permanent mid-level positions (GS 9-12). For permanent senior level positions (GS 13-15), Black females had lower promotion rates (7.37 percent) as compared to the overall promotion rate (8.15 percent).

There were lower promotion rates for Black females transitioning from entry to mid-level positions (GS 8-9). Black females had a promotion rate of 4.55 percent as compared to the overall promotion rate of 5.37 percent. There were also lower promotion rates for Black females transitioning from mid to senior level positions (GS 12-13). Black females had a promotion rate of 9.18 percent as compared to the overall promotion rate of 11.03 percent.



The cause of the low promotion rates for Black females is unknown. Further examination of the policies, procedures, and practices impacting promotions is needed.

OBJECTIVE:


Review the policies, procedures, and practices impacting promotions. Eliminate, when possible, any barriers to equal opportunity.




09/30/2015


59




TARGET DATE(Must be specific) example:

mm/dd/yyyy

Conduct an educational/training needs assessment for employees and conduct barrier analysis to determine if there are challenges to attaining training. 09/30/2015


Expand ODI/VALU Pilot program on MyCareer@VA to additional facilities focusing on training/developmental strategies to facilitate promotion. 09/30/2015

Track and monitor advancement of employees within the pipeline to ensure upward mobility is occurring using the applicant pool data. 09/30/2015


In FY 2013, VA/ODI presented training to agency employees at the Blacks in Government National Conference in Dallas, Texas. The training presented information on career development and leadership programs, MyCareer@VA, and other informative sessions to improve upward advancement in VA. In addition to the training, ODI established a panel discussion titled, “Where Do We Go From Here” in response to the U.S. Equal Employment Opportunity Commission’s African American Workgroup Report, which describes seven obstacles to opportunities for African Americans in the Federal workforce. The panel was designed to enable employees the opportunity to engage in a moderated dialogue with panel member who shared perspectives and personal experiences of career successes and leadership challenges.

The White House Initiative on Historically Black College and Universities (HBCU), in conjunction with the U.S. Department of Education, hosted a 2-day national conference commemorating National HBCU Week and highlighting the significant contributions which HBCUs have made to the Nation. In support of VA’s commitment to cultivating more diverse workplace opportunities, ODI, nominated one of VA’s employees to attend the 2013 HBCU Conference. The conference enabled VA employees to: 1.) Enhance knowledge and understanding on the President’s perspective on higher education, funding and the future of HBCUs from a fiscal, philanthropic efforts, and Federal Government support in continuing long standing relationships with HBCUs; 2.) Extended relationships between Federal agencies and HBCUs; and 3.) Develop new professional networks within public, private and intergovernmental entities based on common interests and public service efforts.

ODI partnered with VALU to launch a MyCareer@VA pilot aimed at eradicating potential barriers to EEO in VA. This joint initiative targeted all employees, specifically in pay levels at and below GS-9/equivalent and in wage grade positions who wish to progress in their field or move to a new field. The pilot program utilized cutting-edge career development tools and resources offered through MyCareer@VA and provided employees with knowledge and resources that can be used to achieve their career goals at VA. Pilot sites were Martinsburg, West Virginia and Washington, DC. VAMCs and an estimated 800 employees participated in the pilot which consisted of three components: 1) Introduction to MyCareer@VA for Employees (live training, in-person); 2) MyCareer@VA for Supervisors and Mentors (live training, in-person); and 3) CareerPower Training Course (virtual, self-paced). Participants reported significantly higher responses to the following:

1) I am currently taking steps to enrich my current job. 2) I am satisfied with what I learned using MyCareer; and 3) I am committed to applying what I learned from MyCareer@VA Next steps: ODI will expand access to pilot and track career outcomes.

The Blacks in Government VA Headquarters Chapter conducted its first Annual Induction Mentoring Future Leadership of American Government (FLAG) Conference during FY 2013. The Chapter implemented the Senior FLAG consisting of twenty college students from Virginia Commonwealth University. The purpose of the Conference was to assign the students to VA employees who had a desire to mentor. Students received training on financial literacy, leadership, and resume writing and were assigned individual mentors. Mock interviews were also conducted by Senior leadership.

FY 2013 REPORT

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FY 2013


High Volume of Discrimination Complaints: In FY 2013, the number of findings of discrimination for VA decreased (41** in FY 2012 and 36 in FY 2013). Reprisal, disability, and sex were the most prevalent bases of discrimination in those findings.

** A correction was made to the FY 2012 findings of discrimination. It was previously reported in the FY 2012 MD 715 report as 38.


The per capita filing rate at the informal and formal stages is higher than the Governmentwide average. The informal rate decreased from 1.39 percent to 1.26 percent from FY 2012 to 2013 (slightly higher than the Governmentwideaverage of 1.12 percent); and the formal filing rate decreased from 0.73 percent to 0.61 percent (still higher than the government-wide average is of .46 percent). While the Department continues to make some progress continued work is needed to reach the Governmentwide levels. In FY 2013, the number of findings in discrimination remained constant (41 in 2012 and 36 in 2013). Reprisal, disability, and sex were the most prevalent bases of discrimination in those findings. Some corrective strategies to focus on include increasing early resolution of EEO complaints through counseling and ADR, reviewing findings and incorporating lessons learned into training, and increasing EEO and consultative services.

A review of the findings of discrimination identified that reprisal, specifically, per se violations, was the common basis for the findings of discrimination. Retaliation is also the most frequently alleged basis of discrimination in the Federal Government even though an employer is prohibited from taking an adverse action based on an employee’s prior EEO activity. Per se retaliation/reprisal is an automatic violation of the law against reprisal that does not require evidence of an “adverse action.” Per se violations occur when management officials make negative comments or take action against an individual who participates in the EEO process in any capacity.



Lack of understanding by managers and supervisors of EEO obligations.Delays in requesting or scheduling ADR.

OBJECTIVE:


Review findings of discrimination to identify lessons learned and incorporate into training. Develop and implement standardized and customized resolution strategies. Encourage resolution of pending cases that are likely to result in a finding of discrimination. Actively promotes the use of ADR before and during the EEO complaint process. Utilize mechanisms that allows facilities to track progress in EEO/ADR.

RESPONSIBLE OFFICIAL: ORM, ODI, VALU, Administrations



09/30/2013New Date 09/30/2014 -- plans below are further clarifications and expansion of previous year’s planned activities


61




TARGET DATE(Must be specific) example:

mm/dd/yyyy

Encourage Resolution of Complaints Likely To Result in Findings of Discrimination. ORM has a process in place to alert senior leaders of pending cases that may result in findings of discrimination. ORM encourages and facilitates resolution of these cases where possible.

09/30/2014Annual process

Utilize new mechanism that allows facilities to track progress in EEO/ADR. One of the responsibilities of ORM is to be proactive in providing VA managers resources to assist them in identifying and resolving workplace disputes as early as possible. ORM has deployed an electronic dashboard nationwide that is designed to provide current data regarding key indicators of the work environment. Data in the dashboard (graphs, charts, and raw data) identifies trends and provides the basis for strategies to address out-of-line scenarios or to establish strategic targets regarding EEO and ADR activity at the facility level.


Encourage Resolution of EEO Complaints at the Informal Stage. ORM has developed strategies for EEO counselors, facility EEO and ADR program managers and ADR neutrals to use to support early resolution of complaints. Strategies include video teleconferencing and on-site counseling, increased assignment of neutrals with record of effective results, greater use of pre-mediation meetings with the parties, and increased collaboration with General/Regional Counsel to timely review and finalize settlement agreements. Additionally, ORM developed a resource document with examples of resolution strategies and settlement outcomes that is shared with managers participating in ADR. ORM has also stood up a call center that allows employees and managers to inquire about various forums available to address workplace disputes that often lead to EEO complaints. These initiatives have promoted ADR as a primary resource to address workplace disputes and EEO complaints. ORM also hired 10 full-time mediators during FY 2013 to facilitate resolution at the informal stage and developed an assessment program to identify and address workplace conflict.


Based on the Critical Indicators page in the automated MD-715 workforce analysis slides, identify the topics coded red for this and subordinate facilities. Describe your plan to address these issues. ODI has systematically been rank ordering all-employee survey data, separation rates, complaint rates, and sick leave rates and other workforce data to identify the facilities that appear to have the greatest potential risk (including facilities where findings of discrimination have been rendered). Facilities ranking lowest are selected for Technical Assistance Reviews (TAR). ODI later reviews the implementation of the resulting recommendations. Regions also use this data for their own interventions. **ODI completed 6 TARs during FY 2012. This is a recurring process.


Identify and address any process or systemic issues at facilities where findings of discrimination have been made. ORM will work with facilities where findings are made to determine if there are systemic issues. Where we identify problems, we will work with the facility to develop a plan of action to avoid recurrences.

09/30/2013NEW DATE: 09/30/2014

Roll out unconscious bias, cultural competency, and interpersonal effectiveness training for VA employees in partnership with VALU. 09/30/2014


FY 2013 REPORT

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In FY 2013, the informal per capita filing rate decreased to 1.26 percent, and the formal filing rate decreased from 0.73 percent to 0.61 percent. This resulted from an increase in the informal resolution rate from 48 percent in FY 2012 to 51 percent in FY 2013.

ORM has a process in place to identify cases that may result in a finding of discrimination. ORM brings these cases to the attention senior leaders to explore resolution.

While ORM monitors and ensures compliance with all findings of discrimination, it is more important to take actions that willultimately result in less findings of discrimination. To that end, ORM and ODI have developed training for senior leaders that focuses on EEO obligations and responsibilities. It has a particular focus on the leaders’ responsibilities in the area of conflict management, reasonable accommodation, reprisal and harassment. ODI has posted new EEO and diversity trainingmodules on its Web site for easy, nationwide access. Finally, ODI is currently increasing its training and organizational staffing complement in order to accede to the growing demand for these services. ODI will continue to partner with HR and ORM to provide diversity awareness training to the administrations and facilities. Our goal is to provide facilities with a clear understanding of what diversity is and what it isn't, to raise a greater awareness and sensitivity to diversity issues that go well beyond the assumed categories, and to recommend behavioral tools for fostering a more cohesive workplace.

One of the strategies that contributed to the decrease of EEO complaints is the implementation of EEO, Diversity, and Conflict Management Training. In FY 2013, VA ODI updated its mandatory EEO, Diversity, Conflict Management Training for Executives, Managers, and Supervisors and trained over 30,000 managers nationwide. This training includes modules on disability employment and reasonable accommodations. As a result of this and the other proactive prevention strategies described below, VA’s per capita rate of discrimination complaint filings (both formal and informal), decreased significantlyfrom FY 2012 (from 1.39 percent to 1.26 percent and .73 percent to .61 percent, respectively).

ODI expanded its corporate EEO and diversity training program and consultative function for the agency and conducted over 125 face-to-face training sessions nationwide to over 4,500 employees in 17 VA facilities to include VACO, VBA Regional Offices, VAMCs, and the Board of Veterans Appeals. V-Tel was integrated when available to include outlying CBOCs of medical centers. Two specialized presentations of LGBT awareness were presented to five federal agencies in one location and another at DoD by invitation. ODI established a strong collaborative relationship with Human Resources Management (HRM), providing critical information on EEO, Diversity and Inclusion, and Reasonable Accommodations to new employees and new supervisors and managers in training sessions designed to assist them in their daily work. ODI has presented at 26 on-boarding and 4 manager and supervisor briefings throughout the fiscal year which give ODI an opportunity to interact with over 1,000 employees.

ODI also partnered with VALU’s CED Directorate to support the integration of customized diversity and inclusion concepts, practices, and principles into the Interpersonal Effectiveness Learning Program. Two courses are under final development for release in 2nd and 3rd quarters of FY 2014: (1.) Diversity: Valuing Diversity in the Workplace is part of the Interpersonal Effectiveness Learning Program, designed to enhance organizational effectiveness by focusing on building interpersonal skills. The Valuing Diversity in the Workplace course is a foundational level course that introduces the concepts of diversity in the workplace as well as techniques aimed at improving communication and building better working relationships. (2.) Diversity: Fostering an Inclusive Culture is part of the Interpersonal Effectiveness Learning Program, designed to enhance organizational effectiveness by focusing on building interpersonal skills. The Fostering an Inclusive Culture course is an intermediate level course that outlines methods for seeking out diverse ideas and alternative viewpoints, examines ways to involve people with diverse backgrounds in the problem-solving process, and presents techniques to resolve conflict through open, transparent communication.

ODI developed a standard national training program for the VA Service Support Center analytical tools for HR and diversity management, and for Barrier Analysis training. More than 175 EEO specialists and directors signed up through the TMS portal and were trained during 8 separate training events.

ORM conducted numerous training and awareness programs in the area of ADR and increased its complaint resolution rate from 46 percent in FY 2012 to 52 percent in FY 2013. One strategy included disseminating ADR videos to educate the parties to a complaint on the process and value of ADR.

ODI implemented its new Inclusion Index and analyzed employee responses to diversity and inclusion survey items in the Federal Employee Viewpoint Survey. Under the auspices of the VA Diversity Council, ODI commissioned a study to examine differences in survey responses of specific, diverse VA employee groups, and study of employee perceptions of fairness in the workplace. In addition, ODI administered the Secretary of Veterans Affairs Annual Diversity and Inclusion Excellence Awards Program to recognize achievements in three categories of the VA workforce. Finally, ODI co-initiated a partnership with the Human Rights Campaign and participated in the Health Equity Index to assess LGBT cultural competence and equity in VA medical centers.

EEOC FORM 715-01 PART J

63


PART IDepartment or

Agency Information

1. Agency 1. U.S. Department of Veterans Affairs

1.a. 2nd Level Component 1.a.

1.b. 3rd Level or lower 1.b.

PART IIEmployment Trend and

Special Recruitment

for Individuals With Targeted

Disabilities

Enter Actual Number at the ...

SEP - FY12. SEP - FY13. Net Change

Number % Number % Number Rate of Change

Total Work Force 302,969 100.00% 315,259 100.00% 12,290 04.06%

Reportable Disability 31,878 10.52% 34,867 11.06% 2,989 09.38%

Targeted Disability* 5,465 01.80% 6,056 01.92% 591 10.81%

1. Total Number of Applications Received From Persons With Targeted Disabilities during the reporting period.

***

2. Total Number of Selections of Individuals with Targeted Disabilitiesduring the reporting period.

885

PART III Participation Rates In Agency Employment Programs

Other Employment/Personnel Programs

TOTAL Reportable Disability

Targeted Disability

Not Identified No Disability

# % # % # % # %

3. Competitive Promotions

8,733 1,366 15.64%

207 02.37%

308 03.53%

7,059 80.83%

4. Non-Competitive Promotions

10,337 1,905 18.43%

241 02.33%

487 04.71%

7,945 76.86%

5. Employee Development/Training

*** *** *** *** *** *** *** *** ***

5.a. Grades 5 - 12 *** *** *** *** *** *** *** *** ***

5.b. Grades 13 - 14 *** *** *** *** *** *** *** *** ***

5.c. Grade 15/SES Development Training

*** *** *** *** *** *** *** *** ***

6. Employee Recognition and Awards

--- --- --- --- --- --- --- --- ---

6.a. Time-Off Awards (Total hrs.awarded)

170,071 21,242 12.49%

2,653 01.56%

3,931 02.31%

144,898 85.20%

6.b. Cash Awards (total $$$ awarded)

$193,602,734

$20,765,880

10.73%

$2,854,743

01.47%

$4,298,872

02.22%

$168,537,982

87.05%

FY 2013 REPORT

64

6.c. Quality-Step Increase

796 91 11.43%

8 01.01%

0 00.00%

705 88.57%

*** = Data is not currently being collected.

MD-715 - Part J*= Data shown includes full-time, part-time and intermittent permanent employees in a pay status and excluding medical and manila residents. Please see Data Definitions for a listing of the Nature of Action codes that are included for Time-Off awards, Cash Awards, and Quality-Step Increase.

Analysis

While still above the government average of 0.99 percent for FY 2012 (the latest data available), VA’s representation of individuals with targeted disabilities has not reached the Administration’s goal of 2 percent, and this group has a glass ceiling at the GS-9/title 38 equivalent level.

In FY 2013, the percent of VA’s permanent workforce with a targeted disability increased to 1.92 percent, up from 1.80 percent in FY 2012 and 1.65 percent in FY 2011. The rate of growth, or net change, for the total permanent workforce with targeted disabilities (11.50 percent) was about three times the rate of growth for the entire permanent workforce (4.01 percent), [Reference Table B1]. The high net change is essential to achieving an annual on board ratio increase.

Permanent employees with targeted disabilities are not well represented above GS-9/Title 38 equivalent pay levels. They are well represented at the Senior Executive Level (0.11 percent compared to 0.12 percent for the total workforce). From FY 2012 to 2013, employees with targeted disabilities experienced a marginal increase in their participation rate at the GS-10, GS-11, GS-13 and 14/title 38 equivalents. There was a marginal decrease at the GS-12, 15/title 38 equivalent.

With the exception of the Sales Workers occupational category (Table B3), employees with targeted disabilities made gains in FY 2012 in all other professional categories. They are now 1.48 percent of the Executive/Senior Level (1.38 percent in FY 2012), 1.30 percent of Mid-Level Officials and Managers (1.13 percent in 2012), 1.87 percent of First-Level Officials and Managers (1.76 percent in 2012) and 1.74 of Total Officials and Managers (1.62 percent in 2012).

The five job series with the largest number of employees with targeted disabilities are Custodial Workers (794), Medical Support Assistant (490), Miscellaneous Clerk and Assistant (456), Food Service (381), and Nurse (337).

Of the job series that offer promotion potential, there was an increase in employees with targeted disabilities in the title 5 job category. For example, Social Science, Human Resources, EEO, Miscellaneous Administration and Program, Management and Program Analysis, Information Technology, Cemetery Caretaker, Cemetery Administration, and General Business and Industry all had an increase in the number and ratio of employees with targeted disabilities. There was a decrease in the number and ratio of employees with targeted disabilities in the medical profession (Medical Officer, Nurse).

At the end of FY 2013, 23.355 percent of employees with targeted disabilities in permanent positions were in wage grade occupations, up from 21.65 percent in FY 2012. In comparison, at the end of FY 2013, 7.67 percent of individuals with no disabilities in permanent positions were in wage grade positions, down from 7.95 percent in FY 2012.

By legislation, the Laundry job series is reserved for Veterans with service-connected disabilities, yet 28 of 106 employees in the Laundry job series are identified as non-Veterans. The top three wage grade occupations for individuals without disabilities are Custodial Worker (7,502), Food Service (5,392) and Cook (1,102).

Also, while 7.45 percent of the total VA permanent workforce with no disabilities separated in FY 2013, 11.46 percent of employees with targeted disabilities separated. Sixty percent of the employees with targeted disabilities who separated have psychiatric disabilities. Of the employees with targeted disabilities who were involuntarily separated, 78 percent (118) have psychiatric disabilities. Of VA’s permanent employees with targeted disabilities, 54 percent have psychiatric disabilities. While this group is only 1.04 percent of VA’s workforce, they were 5.11 percent of involuntary separations.


65

Although training of Selective Placement Coordinators and Local Reasonable Accommodation Coordinators has increased, the number of coordinators with the proper skill set remains insufficient throughout the Department.

The ratio of complaints based on disability remains high.

VA has encountered obstacles in installing assistive technology because each facility has a slightly different infrastructure.

Accomplishments

In FY 2013, ODI trained 175 employees on how to identify less than expected participation rates within their respective facilities. ODI reports quarterly on the progress of hiring individuals with targeted disabilities. ODI also trained all NCA managers and supervisors on reasonable accommodation procedures. ODI conducted Schedule A and RA training on all six technical assistance review visits. ODI issued guidance on Schedule A hiring, disability law, RA, etc. to the Selective Placement Coordinators and the LRACs.

In FY 2013, VA made great strides toward the goal that two percent of the workforce be people with targeted disabilities. This group is now 1.99 percent of the work force, an increase from 1.85 percent at the end of FY 2012. While the VA total workforce had a 4.01 percent net change, there was an 11.5 percent net change for employees with targeted disabilities. This group was 2.83 percent of total hires.

In FY 2012, they were 2.58 percent of total hires. Increasing the number of employees with disabilities, especially targeted disabilities, improves the ability of VA employees and managers to understand the viewpoint of disabled Veterans. The Disability Program was reinvigorated with a HCIP hire in FY 2010. At the end of FY 2009, employees with targeted disabilities were only 1.47 percent of VA’s workforce. In 4 years, VA has achieved a 35 percent increase for this group. (Unfortunately, EEOC has not released data since the FY 2010 report, so we can’t verify where VA’s on board data stands in relation to the other agencies.)

Quarterly updates on hires of people with targeted disabilities were sent to all facilities and VACO, letting them know of their progress. Periodically, the Disability Program Manager sent emails providing guidance on the Schedule A excepted appointment authority and other pertinent guidance.

VA hired 48 WRP interns for summer positions. This is the second highest number for one Federal agency. The WRP provides pre-screened college students and graduates with disabilities who are eligible for employment. Several of these interns were converted to permanent positions. ODI reimbursed salary costs for most of these interns from the WRP fund.

RA is required by the Rehabilitation Act of 1973, as amended, and is also critical to the retention of these employees. The Centralized Fund was used to reimburse the cost of 1,105 accommodations. The VA employees, LRACs, who are responsible for processing accommodation requests received training on the process and on the automated tracking system. The automated tracking program “Reasonable Accommodations Compliance System” was rolled out in FY 2013 and all Administrations were instructed to ensure that every LRAC was using the system.

In February 2013, the U.S. Department of Labor’s Office of Disability Employment Programs (ODEP) created several videos of ODI’s Deputy Assistant Secretary, the Director, Outreach and Retention Division, and VA’s Disability Program Manager discussing our program. ODEP has publicized these videos and lauded VA for having best practices.

Based on questions from LRACs, supervisors, and employees, as well as new EEOC guidance, VA Handbook 5975.1, Processing Requests for Reasonable Accommodation from Applicants and Employees, was updated. The draft wassent to the Administrations and the Office of General Counsel for comment. After some negotiations, the final was submitted for signature. Several other agencies have said they are waiting to see VA’s new procedures.

In September 2013, VA’s Disability Program Manager participated in a panel discussion at MicroPact’s Symposium. The panel, which was repeated four times during the day so that all participants could attend, focused on accommodation issues.

Data on employment of individuals with targeted disabilities is included in ODI’s quarterly reports which were given to senior staff. Quarterly hiring data is also shared with EEO and HR staff VA-wide. This resulted in most VA components exceeding the hiring goal in FY 2013.

ODI published articles regarding the importance for career growth for individuals with targeted disabilities. ODI also talked about this topic on six site visits. During site visit trainings, ODI provides barrier analysis training specific to individuals with targeted disabilities.

FY 2013 REPORT

66

Planned Activities

Recruiting Individuals with Targeted Disabilities Target Date1. ODI will publicize best practices from facilities that have taken proactive steps and demonstrated an increase in hiring of individuals with targeted disabilities, annually.

9/30/2016 Annually

2. ODI will release quarterly reports on success in meeting the 2 percent hiring goal in FY 2014. These reports will go to the Secretary and the Administrators.

9/30/2016

3. ODI will research the top colleges and universities for each of VA’s most populous occupations and identify the contact information for the office providing services to students with disabilities at each. Job announcements will be distributed to these contacts.

3/30/2013CANCELLED

4. ODI will continue to conduct Schedule A and Reasonable Accommodation training biannually to HR, EEO staff, and all managers and supervisors toencourage the use of this special hiring authority and support the employment of IWTDs.

09/30/2016Biennial

Placing Individuals with Targeted Disabilities to Improve Possibilities for Career Development

Target Date

ODI will ensure that placement for career growth is included in training, newsletter articles, and site visits as a topic, annually.

2/15/2016

When ODI trains HR staff and hiring officials on employment of individuals with targeted disabilities, including the Schedule A hiring process. We will stress the need to place them in positions with promotion potential.

9/30/2016

ODI will encourage VA components to report successes and best practices, which can be shared via the Diversity Newsletter issued bi-monthly by ODI.

9/30/2016

ODI will contact OPM and EEOC for guidance on how to legally provide opportunities for advancement.

9/30/2014

Identify Individuals with Targeted Disabilities who can be advanced to higher positions

Target Date

ODI will instruct the administrations on pulling education/pay data so that they can monitor their progress, annually.

9/30/2016

ODI will encourage VA components to report successes and best practices, which can be shared via the Diversity Newsletter issued bi-monthly by ODI.

9/30/2013Ongoing

ODI will expand ODI/VALU Pilot program on MyCareer to additional facilities focusing on training/developmental strategies to facilitate promotionpotential. Slots for this program were designated for individuals with targeted disabilities.

09/30/2015

Coordination and Collaboration Efforts Target DateODI will monitor progress on the hiring objective for individuals with disabilities contained Diversity and Inclusion Strategic Plan on a quarterly basis through the VA’s MD-715 on-line reporting system.

09/30/2016

ODI will provide VA Managers and HR staff with quarterly training in disability law and RA procedures.

09/30/2016

ODI will continue to work with CIO staff to create guidance on streamlining the approval and procurement of electronic/information technologyaccommodations.

9/30/2016

ODI will work with the Veterans Employment Services Office to explore options for employees who are Veterans with psychiatric disabilities, in an effort to reduce involuntary separations.

9/30/2014

ODI will continue to issue guidance to the Selective Placement Coordinators and the LRACs.

9/30/2016

ODI will solicit members for a disability employment workgroup to address disability employment issues.

09/30/2014

67

Table

A1

: T

ota

l W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd S

ex -

SEP

– F

Y 2

01

3

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/

Un

dis

clo

sed

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

TO

TA

L

FY

20

12

#323,1

54

131,2

32

191,9

22

10,0

32

11,4

63

80,8

24

115,6

78

28,9

05

46,8

93

8,5

13

13,5

92

325

402

1,5

18

2,2

31

1,1

15

1,6

63

%99.9

9%

40.6

0%

59.3

9%

03.1

0%

03.5

5%

25.0

1%

35.8

0%

08.9

4%

14.5

1%

02.6

3%

04.2

1%

00.1

0%

00.1

2%

00.4

7%

00.6

9%

00.3

5%

00.5

1%

FY

20

13

#336,1

19

136,5

76

199,5

43

10,4

28

11,8

36

83,6

00

119,5

85

30,5

72

49,4

96

9,2

36

14,6

44

401

489

1,9

50

2,9

10

389

583

%100.0

2%

40.6

4%

59.3

8%

03.1

0%

03.5

2%

24.8

7%

35.5

8%

09.1

0%

14.7

3%

02.7

5%

04.3

6%

00.1

2%

00.1

5%

00.5

8%

00.8

7%

00.1

2%

00.1

7%

RC

LF

(20

10

)%

99.9

7%

34.2

4%

65.7

3%

03.9

3%

05.7

1%

23.2

8%

45.3

8%

03.5

7%

09.2

0%

02.9

5%

04.3

5%

00.0

4%

00.0

8%

00.2

7%

00.6

4%

00.2

0%

00.3

7%

CLF

(20

10

)%

100.0

0%

51.8

4%

48.1

6%

5.1

7%

4.7

9%

38.3

3%

34.0

3%

5.4

9%

6.5

3%

1.9

7%

1.9

3%

0.0

7%

0.0

7%

0.5

3%

0.5

3%

0.2

6%

0.2

8%

Dif

fere

nce

Rati

o

Ch

an

ge

#12,9

65

5,3

44

7,6

21

396

373

2,7

76

3,9

07

1,6

67

2,6

03

723

1,0

52

76

87

432

679

-726

-1,0

80

%0.0

3%

0.0

4%

-0.0

1%

0.0

0%

-0.0

3%

-0.1

4%

-0.2

2%

0.1

6%

0.2

2%

0.1

2%

0.1

5%

0.0

2%

0.0

3%

0.1

1%

0.1

8%

-0.2

3%

-0.3

4%

Net

Ch

an

ge

%4.0

1%

4.0

7%

3.9

7%

3.9

5%

3.2

5%

3.4

3%

3.3

8%

5.7

7%

5.5

5%

8.4

9%

7.7

4%

23.3

8%

21.6

4%

28.4

6%

30.4

3%

-5.1

1%

-4.9

4%

PE

RM

AN

EN

T

FY

20

12

#299,9

64

121,8

00

178,1

64

9,4

37

10,7

38

75,0

31

107,2

26

27,2

86

44,1

81

7,3

48

12,1

09

294

368

1,3

88

2,0

52

1,0

16

1,4

90

%100.0

1%

40.6

1%

59.4

0%

03.1

5%

03.5

8%

25.0

1%

35.7

5%

09.1

0%

14.7

3%

02.4

5%

04.0

4%

00.1

0%

00.1

2%

00.4

6%

00.6

8%

00.3

4%

00.5

0%

FY

20

13

#312,3

25

127,0

34

185,2

91

9,7

74

11,0

43

77,7

64

110,8

11

28,9

39

46,6

80

8,0

67

13,1

04

362

439

1,7

76

2,6

87

352

527

%100.0

2%

40.6

8%

59.3

4%

03.1

3%

03.5

4%

24.9

0%

35.4

8%

09.2

7%

14.9

5%

02.5

8%

04.2

0%

00.1

2%

00.1

4%

00.5

7%

00.8

6%

00.1

1%

00.1

7%

Dif

fere

nce

Rati

o

Ch

an

ge

#12,3

61

5,2

34

7,1

27

337

305

2,7

33

3,5

85

1,6

53

2,4

99

719

995

68

71

388

635

-664

-963

%0.0

1%

0.0

7%

-0.0

6%

-0.0

2%

-0.0

4%

-0.1

1%

-0.2

7%

0.1

7%

0.2

2%

0.1

3%

0.1

6%

0.0

2%

0.0

2%

0.1

1%

0.1

8%

-0.2

3%

-0.3

3%

Net

Ch

an

ge

%4.1

2%

4.3

0%

4.0

0%

3.5

7%

2.8

4%

3.6

4%

3.3

4%

6.0

6%

5.6

6%

9.7

8%

8.2

2%

23.1

3%

19.2

9%

27.9

5%

30.9

5%

-5.3

5%

-4.6

3%

TE

MP

OR

AR

Y

FY

20

12

#19,5

86

8,1

06

11,4

80

436

465

5,1

74

7,4

04

1,1

53

1,9

12

1,1

13

1,3

61

27

27

113

152

90

159

WORKFORCE TABLES

68

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/

Un

dis

clo

sed

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

%100.0

1%

41.4

0%

58.6

1%

02.2

3%

02.3

7%

26.4

2%

37.8

0%

05.8

9%

09.7

6%

05.6

8%

06.9

5%

00.1

4%

00.1

4%

00.5

8%

00.7

8%

00.4

6%

00.8

1%

FY

20

13

#20,2

71

8,2

43

12,0

28

469

529

5,2

52

7,7

50

1,1

92

2,0

40

1,1

07

1,4

27

33

43

154

190

36

49

%99.9

9%

40.6

6%

59.3

3%

02.3

1%

02.6

1%

25.9

1%

38.2

3%

05.8

8%

10.0

6%

05.4

6%

07.0

4%

00.1

6%

00.2

1%

00.7

6%

00.9

4%

00.1

8%

00.2

4%

Dif

fere

nce

Rati

o

Ch

an

ge

#685

137

548

33

64

78

346

39

128

-666

616

41

38

-54

-110

%-0

.02%

-0.7

4%

0.7

2%

0.0

8%

0.2

4%

-0.5

1%

0.4

3%

-0.0

1%

0.3

0%

-0.2

2%

0.0

9%

0.0

2%

0.0

7%

0.1

8%

0.1

6%

-0.2

8%

-0.5

7%

Net

Ch

an

ge

%3.5

0%

1.6

9%

4.7

7%

7.5

7%

13.7

6%

1.5

1%

4.6

7%

3.3

8%

6.6

9%

-0.5

4%

4.8

5%

22.2

2%

59.2

6%

36.2

8%

25.0

0%

-0.0

0%

-9.1

8%

NO

N-A

PP

RO

PR

IAT

ED

FY

20

12

#3,6

04

1,3

26

2,2

78

159

260

619

1,0

48

466

800

52

122

47

17

27

914

%100.0

0%

36.7

9%

63.2

1%

04.4

1%

07.2

1%

17.1

8%

29.0

8%

12.9

3%

22.2

0%

01.4

4%

03.3

9%

00.1

1%

00.1

9%

00.4

7%

00.7

5%

00.2

5%

00.3

9%

FY

20

13

#3,5

23

1,2

99

2,2

24

185

264

584

1,0

24

441

776

62

113

67

20

33

17

%100.0

2%

36.8

8%

63.1

4%

05.2

5%

07.4

9%

16.5

8%

29.0

7%

12.5

2%

22.0

3%

01.7

6%

03.2

1%

00.1

7%

00.2

0%

00.5

7%

00.9

4%

00.0

3%

00.2

0%

Dif

fere

nce

Rati

o

Ch

an

ge

#-8

1-2

7-5

426

4-3

5-2

4-2

5-2

410

-92

03

6-8

-7

%0.0

2%

0.0

9%

-0.0

7%

0.8

4%

0.2

8%

-0.6

0%

-0.0

1%

-0.4

1%

-0.1

7%

0.3

2%

-0.1

8%

0.0

6%

0.0

1%

0.1

0%

0.1

9%

-0.2

2%

-0.1

9%

Net

Ch

an

ge

%-2

.25%

-2.0

4%

-2.3

7%

16.3

5%

1.5

4%

-5.6

5%

-2.2

9%

-5.3

6%

-3.0

0%

19.2

3%

-7.3

8%

50.0

0%

0.0

0%

17.6

5%

22.2

2%

-8.8

9%

-0.0

0%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

The

CLF

dat

a is

bas

ed o

n t

he

2010 N

atio

nal

Cen

sus

Dat

a an

d e

xclu

des

Puer

to R

ico,

and o

ther

U.S

. te

rritor

ies

(i.e

., G

uam

, ..

.)RCLF

com

par

isons

are

bas

ed o

n 2

010 N

atio

nal

Cen

sus

Nat

ional

dat

a.Fo

r VH

A,

the

met

hodolo

gy

for

com

puting R

CLF

has

chan

ged

. The

new

met

hodolo

gy

use

s st

ate

leve

l dat

a fo

r det

erm

inin

g R

CLF

and is

consi

sten

t w

ith t

he

met

hodolo

gy

for

VBA a

nd N

CA.

Non-A

ppro

pri

ated

em

plo

yees

incl

ude

all em

plo

yees

whose

sal

arie

s ar

e pai

d fro

m funds

gen

erat

ed b

y th

e Can

teen

s (C

ost

Cen

ter

8990).

Rat

io C

han

ge

- Sim

ple

subtr

action o

f Curr

ent

Fisc

al Y

ear

% fro

m P

rior

Fisc

al Y

ear

%.

This

is

the

stan

dar

d V

A m

easu

re o

f ch

ange

of

repre

senta

tion a

nd is

calle

d C

han

ge

% in o

ther

VSSC

rep

ort

s.N

et C

han

ge

- Acc

ord

ing t

o EEO

C,

this

is

calc

ula

ted b

y div

idin

g d

iffe

rence

in e

mplo

ymen

t num

ber

s (c

urr

ent

year

vs.

pri

or

year

) by

the

num

ber

of em

plo

yees

in

the

pri

or

year

.

FY 2013 REPORT

69

Table

B1

: Tota

l W

ork

forc

e -

by D

isabilit

y -

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

TO

TA

L

FY

20

12

#323,1

54

275,1

61

8,3

18

39,6

75

5,9

93

368

532

224

577

170

585

289

3,1

49

99

%100.0

0%

85.1

5%

02.5

7%

12.2

8%

01

.85

%00.1

1%

00.1

6%

00.0

7%

00.1

8%

00.0

5%

00.1

8%

00.0

9%

00.9

7%

00.0

3%

FY

20

13

#336,1

19

283,4

08

9,0

33

43,6

78

6,6

82

398

527

234

640

172

605

300

3,7

16

90

%100.0

0%

84.3

2%

02.6

9%

12.9

9%

01

.99

%00.1

2%

00.1

6%

00.0

7%

00.1

9%

00.0

5%

00.1

8%

00.0

9%

01.1

1%

00.0

3%

Dif

fere

nce

Rati

o C

han

ge

#12,9

65

8,2

47

715

4,0

03

68

930

-510

63

220

11

567

-9

%00.0

0%

-00.8

3%

00.1

2%

00.7

1%

00

.14

%00.0

1%

00.0

0%

00.0

0%

00.0

1%

00.0

0%

00.0

0%

00.0

0%

00.1

4%

00.0

0%

Net

Ch

an

ge

%04.0

1%

03.0

0%

08.6

0%

10.0

9%

11

.50

%08.1

5%

-00.9

4%

04.4

6%

10.9

2%

01.1

8%

03.4

2%

03.8

1%

18.0

1%

-09.0

9%

Fed

era

l H

igh

%0

2.6

7%

PE

RM

AN

EN

T

FY

20

12

#299,9

64

255,1

85

7,7

15

37,0

64

5,4

13

343

499

211

534

156

544

274

2,7

60

92

%100.0

0%

85.0

7%

02.5

7%

12.3

6%

01

.80

%00.1

1%

00.1

7%

00.0

7%

00.1

8%

00.0

5%

00.1

8%

00.0

9%

00.9

2%

00.0

3%

FY

20

13

#312,3

25

263,3

27

8,3

80

40,6

18

5,9

96

369

492

214

588

161

567

275

3,2

48

82

%100.0

0%

84.3

1%

02.6

8%

13.0

1%

01

.92

%00.1

2%

00.1

6%

00.0

7%

00.1

9%

00.0

5%

00.1

8%

00.0

9%

01.0

4%

00.0

3%

Dif

fere

nce

Rati

o C

han

ge

#12,3

61

8,1

42

665

3,5

54

58

326

-73

54

523

1488

-10

%00.0

0%

-00.7

6%

00.1

1%

00.6

5%

00

.12

%00.0

1%

-00.0

1%

00.0

0%

00.0

1%

00.0

0%

00.0

0%

00.0

0%

00.1

2%

00.0

0%

Net

Ch

an

ge

%04.1

2%

03.1

9%

08.6

2%

09.5

9%

10

.77

%07.5

8%

-01.4

0%

01.4

2%

10.1

1%

03.2

1%

04.2

3%

00.3

6%

17.6

8%

-10.8

7%

TE

MP

OR

AR

Y

FY

20

12

#19,5

86

16,8

10

510

2,2

66

52

019

27

12

39

14

35

6363

5

%100.0

0%

85.8

3%

02.6

0%

11.5

7%

02

.65

%00.1

0%

00.1

4%

00.0

6%

00.2

0%

00.0

7%

00.1

8%

00.0

3%

01.8

5%

00.0

3%

FY

20

13

#20,2

71

17,0

32

554

2,6

85

61

121

27

19

46

11

33

15

433

6

%100.0

0%

84.0

2%

02.7

3%

13.2

5%

03

.01

%00.1

0%

00.1

3%

00.0

9%

00.2

3%

00.0

5%

00.1

6%

00.0

7%

02.1

4%

00.0

3%

Dif

fere

nce

Rati

o C

han

ge

#685

222

44

419

91

20

77

-3-2

970

1

%00.0

0%

-01.8

1%

00.1

3%

01.6

8%

00

.36

%00.0

0%

-00.0

1%

00.0

3%

00.0

3%

-00.0

2%

-00.0

2%

00.0

4%

00.2

9%

00.0

0%

Net

Ch

an

ge

%03.5

0%

01.3

2%

08.6

3%

18.4

9%

17

.50

%10.5

3%

00.0

0%

58.3

3%

17.9

5%

-21.4

3%

-05.7

1%

150.0

0%

19.2

8%

20.0

0%

WORKFORCE TABLES

70

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

NO

N-A

PP

RO

PR

IAT

ED

FY

20

12

#3,6

04

3,1

66

93

345

60

66

14

06

926

2

%100.0

0%

87.8

5%

02.5

8%

09.5

7%

01

.66

%00.1

7%

00.1

7%

00.0

3%

00.1

1%

00.0

0%

00.1

7%

00.2

5%

00.7

2%

00.0

6%

FY

20

13

#3,5

23

3,0

49

99

375

75

88

16

05

10

35

2

%100.0

0%

86.5

5%

02.8

1%

10.6

4%

02

.13

%00.2

3%

00.2

3%

00.0

3%

00.1

7%

00.0

0%

00.1

4%

00.2

8%

00.9

9%

00.0

6%

Dif

fere

nce

Rati

o C

han

ge

#-8

1-1

17

630

15

22

02

0-1

19

0

%00.0

0%

-01.3

0%

00.2

3%

01.0

7%

00

.47

%00.0

6%

00.0

6%

00.0

0%

00.0

6%

00.0

0%

-00.0

3%

00.0

3%

00.2

7%

00.0

0%

Net

Ch

an

ge

%-0

2.2

5%

-03.7

0%

06.4

5%

08.7

0%

25

.00

%33.3

3%

33.3

3%

00.0

0%

50.0

0%

00.0

0%

-16.6

7%

11.1

1%

34.6

2%

00.0

0%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

Non-A

ppro

pri

ated

em

plo

yees

incl

ude

all em

plo

yees

whose

sal

arie

s ar

e pai

d fro

m funds

gen

erat

ed b

y th

e Can

teen

s (C

ost

Cen

ter

8990).

Rat

io C

han

ge

- Sim

ple

subtr

action o

f Curr

ent

Fisc

al Y

ear

% fro

m P

rior

Fisc

al Y

ear

%.

This

is

the

stan

dar

d V

A m

easu

re o

f ch

ange

of

repre

senta

tion a

nd is

calle

d C

han

ge

% in o

ther

VSSC

rep

ort

s.

Net

Chan

ge

- Acc

ord

ing t

o EEO

C,

this

is

calc

ula

ted b

y div

idin

g d

iffe

rence

in e

mplo

ymen

t num

ber

s (c

urr

ent

year

vs.

pri

or

year

) by

the

num

ber

of em

plo

yees

in

the

pri

or

year

.

FY 2013 REPORT

71

Table

A2

: TO

TA

L W

OR

KFO

RC

E B

Y C

OM

PO

NEN

T -

Perm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd S

ex -

SEP

– F

Y 2

01

3

All

VA

By

Ad

min

istr

ati

on

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

TO

TA

L#

315,2

59

128,0

93

187,1

66

9,9

07

11,2

55

78,2

61

111,6

91

29,2

96

47,3

33

8,1

19

13,1

94

367

446

1,7

91

2,7

14

352

533

%100.0

0%

40.6

3%

59.3

7%

03.1

4%

03.5

7%

24.8

2%

35.4

3%

09.2

9%

15.0

1%

02.5

8%

04.1

9%

00.1

2%

00.1

4%

00.5

7%

00.8

6%

00.1

1%

00.1

7%

RC

LF

(20

10

)%

99.9

6%

33.8

5%

66.1

1%

03.9

4%

05.7

8%

22.9

7%

45.5

9%

03.5

9%

09.3

6%

02.8

4%

04.2

9%

00.0

4%

00.0

8%

00.2

7%

00.6

4%

00.2

0%

00.3

7%

VH

A#

280,1

52

108,8

20

171,3

32

8,6

17

10,4

14

65,6

48

102,8

06

25,1

66

42,1

96

7,3

68

12,6

75

299

410

1,4

45

2,3

74

277

457

%100.0

1%

38.8

5%

61.1

6%

03.0

8%

03.7

2%

23.4

3%

36.7

0%

08.9

8%

15.0

6%

02.6

3%

04.5

2%

00.1

1%

00.1

5%

00.5

2%

00.8

5%

00.1

0%

00.1

6%

VB

A#

20,8

38

10,2

11

10,6

27

625

556

6,4

92

5,8

92

2,4

95

3,5

38

306

283

41

23

215

280

37

55

%100.0

0%

49.0

0%

51.0

0%

03.0

0%

02.6

7%

31.1

5%

28.2

8%

11.9

7%

16.9

8%

01.4

7%

01.3

6%

00.2

0%

00.1

1%

01.0

3%

01.3

4%

00.1

8%

00.2

6%

NC

A#

1,6

62

1,2

43

419

127

34

848

232

194

131

27

10

14

224

79

3

%99.9

8%

74.7

7%

25.2

1%

07.6

4%

02.0

5%

51.0

2%

13.9

6%

11.6

7%

07.8

8%

01.6

2%

00.6

0%

00.8

4%

00.1

2%

01.4

4%

00.4

2%

00.5

4%

00.1

8%

ST

AFF

OFFIC

ES

#12,6

07

7,8

19

4,7

88

538

251

5,2

73

2,7

61

1,4

41

1,4

68

418

226

13

11

107

53

29

18

%100.0

0%

62.0

3%

37.9

7%

04.2

7%

01.9

9%

41.8

3%

21.9

0%

11.4

3%

11.6

4%

03.3

2%

01.7

9%

00.1

0%

00.0

9%

00.8

5%

00.4

2%

00.2

3%

00.1

4%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

RCLF

com

par

isons

are

bas

ed o

n 2

010 C

ensu

s N

atio

nal

dat

a.

For

VH

A,

the

met

hodolo

gy

for

com

puting R

CLF

has

chan

ged

. The

new

met

hodolo

gy

use

s st

ate

leve

l dat

a fo

r det

erm

inin

g R

CLF

and is

consi

sten

t w

ith t

he

met

hodolo

gy

for

VBA a

nd N

CA.

WORKFORCE TABLES

72

Table

B2

: T

OTA

L W

OR

KFO

RC

E B

Y C

OM

PO

NEN

T -

Perm

an

en

t W

ork

forc

e -

by D

isab

ilit

y -

SEP

– F

Y 2

01

3

All

VA

By A

dm

inis

trati

on

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

TO

TA

L#

315,2

59

265,8

73

8,4

63

40,9

23

6,0

56

375

499

215

593

161

571

285

3,2

73

84

%100.0

0%

84.3

3%

02.6

8%

12.9

8%

01

.92

%00.1

2%

00.1

6%

00.0

7%

00.1

9%

00.0

5%

00.1

8%

00.0

9%

01.0

4%

00.0

3%

Fed

era

l H

igh

%0

2.2

7%

VH

A#

280,1

52

238,8

07

6,9

89

34,3

56

5,3

06

293

450

174

497

132

492

278

2,9

17

73

%100.0

0%

85.2

4%

02.4

9%

12.2

6%

01

.89

%00.1

0%

00.1

6%

00.0

6%

00.1

8%

00.0

5%

00.1

8%

00.1

0%

01.0

4%

00.0

3%

VB

A#

20,8

38

15,7

71

887

4,1

80

49

055

28

26

68

19

50

5233

6

%100.0

0%

75.6

8%

04.2

6%

20.0

6%

02

.35

%00.2

6%

00.1

3%

00.1

2%

00.3

3%

00.0

9%

00.2

4%

00.0

2%

01.1

2%

00.0

3%

NC

A#

1,6

62

1,1

32

95

435

45

21

33

12

033

0

%100.0

0%

68.1

1%

05.7

2%

26.1

7%

02

.71

%00.1

2%

00.0

6%

00.1

8%

00.1

8%

00.0

6%

00.1

2%

00.0

0%

01.9

9%

00.0

0%

ST

AFF O

FFIC

ES

#12,6

07

10,1

63

492

1,9

52

21

525

20

12

25

927

290

5

%100.0

0%

80.6

1%

03.9

0%

15.4

8%

01

.71

%00.2

0%

00.1

6%

00.1

0%

00.2

0%

00.0

7%

00.2

1%

00.0

2%

00.7

1%

00.0

4%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

FY 2013 REPORT

73

Table

A3

: O

CC

UP

ATIO

NA

L G

RO

UP

S -

Perm

an

en

t W

ork

forc

e -

Dis

trib

uti

on

by R

ace

/Eth

nic

ity a

nd S

ex -

SEP

– F

Y 2

01

3

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/

Un

dis

clo

sed

All

Male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Exe

cutive

/Sen

ior

Leve

l O

ffic

ials

an

d M

anag

ers

#1,2

19

701

518

37

19

547

384

88

92

20

16

12

75

10

%100.0

0%

57.5

0%

42.4

9%

03.0

4%

01.5

6%

44.8

7%

31.5

0%

07.2

2%

07.5

5%

01.6

4%

01.3

1%

00.0

8%

00.1

6%

00.5

7%

00.4

1%

00.0

8%

00.0

0%

Mid

-Leve

l O

ffic

ials

and

Man

ager

s

#7,7

63

3,5

33

4,2

30

193

195

2,5

64

2,7

18

610

1,1

00

118

157

46

37

40

714

%100.0

0%

45.5

2%

54.4

9%

02.4

9%

02.5

1%

33.0

3%

35.0

1%

07.8

6%

14.1

7%

01.5

2%

02.0

2%

00.0

5%

00.0

8%

00.4

8%

00.5

2%

00.0

9%

00.1

8%

Firs

t-Le

vel

Off

icia

ls a

nd

Man

ager

s

#29,9

42

13,6

14

16,3

28

994

952

8,7

62

9,5

74

3,0

33

4,8

19

495

531

48

38

241

337

41

77

%100.0

0%

45.4

6%

54.5

4%

03.3

2%

03.1

8%

29.2

6%

31.9

8%

10.1

3%

16.0

9%

01.6

5%

01.7

7%

00.1

6%

00.1

3%

00.8

0%

01.1

3%

00.1

4%

00.2

6%

TO

TA

L O

ffic

ials

an

d M

an

ag

ers

#38,9

24

17,8

48

21,0

76

1,2

24

1,1

66

11,8

73

12,6

76

3,7

31

6,0

11

633

704

53

46

285

382

49

91

%100.0

0%

45.8

6%

54.1

5%

03.1

4%

03.0

0%

30.5

0%

32.5

7%

09.5

9%

15.4

4%

01.6

3%

01.8

1%

00.1

4%

00.1

2%

00.7

3%

00.9

8%

00.1

3%

00.2

3%

Pro

fess

ion

als

#136,6

25

48,2

46

88,3

79

2,9

85

4,6

69

34,7

46

58,4

32

4,6

01

14,4

64

5,0

92

9,3

17

93

167

628

1,1

46

101

184

%100.0

0%

35.3

1%

64.6

9%

02.1

8%

03.4

2%

25.4

3%

42.7

7%

03.3

7%

10.5

9%

03.7

3%

06.8

2%

00.0

7%

00.1

2%

00.4

6%

00.8

4%

00.0

7%

00.1

3%

Tech

nic

ian

s#

36,5

14

10,6

60

25,8

54

1,0

99

1,7

68

6,2

59

15,6

14

2,1

94

6,4

59

865

1,4

93

41

66

165

396

37

58

%100.0

0%

29.1

9%

70.8

0%

03.0

1%

04.8

4%

17.1

4%

42.7

6%

06.0

1%

17.6

9%

02.3

7%

04.0

9%

00.1

1%

00.1

8%

00.4

5%

01.0

8%

00.1

0%

00.1

6%

Sale

s W

ork

ers

#850

200

650

17

55

113

356

54

198

931

32

46

02

%100.0

0%

23.5

2%

76.4

8%

02.0

0%

06.4

7%

13.2

9%

41.8

8%

06.3

5%

23.2

9%

01.0

6%

03.6

5%

00.3

5%

00.2

4%

00.4

7%

00.7

1%

00.0

0%

00.2

4%

Off

ice a

nd

C

leri

cal

#48,7

30

17,4

55

31,2

75

1,7

07

2,1

27

8,7

09

16,3

24

5,9

95

11,3

09

634

797

70

100

261

487

79

131

%100.0

0%

35.8

1%

64.1

9%

03.5

0%

04.3

6%

17.8

7%

33.5

0%

12.3

0%

23.2

1%

01.3

0%

01.6

4%

00.1

4%

00.2

1%

00.5

4%

01.0

0%

00.1

6%

00.2

7%

Cra

ft W

ork

ers

#6,6

38

6,4

91

147

545

12

4,5

78

93

1,0

24

34

209

621

1101

113

0

%100.0

0%

97.8

0%

02.2

2%

08.2

1%

00.1

8%

68.9

7%

01.4

0%

15.4

3%

00.5

1%

03.1

5%

00.0

9%

00.3

2%

00.0

2%

01.5

2%

00.0

2%

00.2

0%

00.0

0%

Op

era

tives

#3,6

88

3,2

38

450

294

34

1,6

33

205

1,1

97

187

67

14

91

31

97

0

%100.0

0%

87.8

0%

12.2

0%

07.9

7%

00.9

2%

44.2

8%

05.5

6%

32.4

6%

05.0

7%

01.8

2%

00.3

8%

00.2

4%

00.0

3%

00.8

4%

00.2

4%

00.1

9%

00.0

0%

Lab

ore

rs#

1,0

20

978

42

110

8575

24

252

712

110

117

12

0

%100.0

0%

95.8

9%

04.1

2%

10.7

8%

00.7

8%

56.3

7%

02.3

5%

24.7

1%

00.6

9%

01.1

8%

00.1

0%

00.9

8%

00.1

0%

01.6

7%

00.1

0%

00.2

0%

00.0

0%

Serv

ice

#42,1

74

22,9

30

19,2

44

1,9

25

1,4

13

9,7

42

7,9

35

10,2

38

8,6

53

596

829

66

62

299

285

64

67

WORKFORCE TABLES

74

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/

Un

dis

clo

sed

All

Male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Wo

rkers

%100.0

0%

54.3

7%

45.6

4%

04.5

6%

03.3

5%

23.1

0%

18.8

1%

24.2

8%

20.5

2%

01.4

1%

01.9

7%

00.1

6%

00.1

5%

00.7

1%

00.6

8%

00.1

5%

00.1

6%

TO

TA

L

WO

RK

FO

RC

E#

315,1

63

128,0

46

187,1

17

9,9

06

11,2

52

78,2

28

111,6

59

29,2

86

47,3

22

8,1

17

13,1

92

366

446

1,7

91

2,7

13

352

533

%100.0

0%

40.6

3%

59.3

8%

03.1

4%

03.5

7%

24.8

2%

35.4

3%

09.2

9%

15.0

2%

02.5

8%

04.1

9%

00.1

2%

00.1

4%

00.5

7%

00.8

6%

00.1

1%

00.1

7%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

For

purp

ose

s of th

is r

eport

, title

38 n

urs

es a

re c

oded

to G

S e

quiv

alen

t gra

des

. Pl

ease

see

Dat

a D

efin

itio

ns.

The

Exe

cutive

/Sen

ior

Leve

l O

ffic

ials

and M

anag

ers

incl

udes

gra

des

15,

16,

17,

18,

19,

0 (

SES),

and 9

9 (

Exe

cutive

Pay

Act

). M

id-l

evel

Offic

ials

and M

anag

ers

incl

udes

gra

des

13 a

nd 1

4. F

irst

-lev

el O

ffic

ials

and M

anag

ers

incl

udes

gra

des

1 t

o 1

2.

*** V

A is

not

yet

colle

ctin

g t

his

dat

a.

FY 2013 REPORT

75

Table

B3

: O

CC

UP

ATIO

NA

L G

RO

UP

S -

Perm

an

en

t W

ork

forc

e -

Dis

trib

uti

on

by D

isabilit

y-

SEP

– F

Y 2

01

3

All

VA

Occ

up

ati

on

al

Cate

go

ryT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

Exe

cutive

/Sen

ior

Leve

l O

ffic

ials

and M

anager

s#

1,2

19

1,0

50

45

124

18

12

26

02

05

0

%100.0

0%

86.1

4%

03.6

9%

10.1

7%

01.4

8%

00.0

8%

00.1

6%

00.1

6%

00.4

9%

00.0

0%

00.1

6%

00.0

0%

00.4

1%

00.0

0%

Mid

-Leve

l O

ffic

ials

and

Man

ager

s#

7,7

63

6,5

84

230

949

101

311

10

18

78

142

1

%100.0

0%

84.8

1%

02.9

6%

12.2

2%

01.3

0%

00.0

4%

00.1

4%

00.1

3%

00.2

3%

00.0

9%

00.1

0%

00.0

1%

00.5

4%

00.0

1%

Firs

t-Le

vel O

ffic

ials

and

Man

ager

s#

29,9

42

23,9

05

1,0

67

4,9

70

559

21

26

37

78

19

48

5314

11

%100.0

0%

79.8

4%

03.5

6%

16.6

0%

01.8

7%

00.0

7%

00.0

9%

00.1

2%

00.2

6%

00.0

6%

00.1

6%

00.0

2%

01.0

5%

00.0

4%

TO

TA

L O

ffic

ials

an

d

Man

ag

ers

#38,9

24

31,5

39

1,3

42

6,0

43

678

25

39

49

102

26

58

6361

12

%100.0

0%

81.0

3%

03.4

5%

15.5

3%

01.7

4%

00.0

6%

00.1

0%

00.1

3%

00.2

6%

00.0

7%

00.1

5%

00.0

2%

00.9

3%

00.0

3%

Pro

fess

ion

als

#136,6

25

122,3

08

2,7

66

11,5

51

1,2

95

38

183

50

149

55

166

5627

22

%100.0

0%

89.5

2%

02.0

2%

08.4

5%

00.9

5%

00.0

3%

00.1

3%

00.0

4%

00.1

1%

00.0

4%

00.1

2%

00.0

0%

00.4

6%

00.0

2%

Tech

nic

ian

s#

36,5

14

32,1

00

701

3,7

13

565

34

37

32

37

12

86

9314

4

%100.0

0%

87.9

1%

01.9

2%

10.1

7%

01.5

5%

00.0

9%

00.1

0%

00.0

9%

00.1

0%

00.0

3%

00.2

4%

00.0

2%

00.8

6%

00.0

1%

Sale

s W

ork

ers

#850

715

29

106

90

02

20

11

30

%100.0

0%

84.1

2%

03.4

1%

12.4

7%

01.0

6%

00.0

0%

00.0

0%

00.2

4%

00.2

4%

00.0

0%

00.1

2%

00.1

2%

00.3

5%

00.0

0%

Off

ice a

nd

Cle

rica

l#

48,7

30

36,4

70

1,7

33

10,5

27

1,7

20

147

134

56

199

48

155

73

877

31

%100.0

0%

74.8

4%

03.5

6%

21.6

0%

03.5

3%

00.3

0%

00.2

7%

00.1

1%

00.4

1%

00.1

0%

00.3

2%

00.1

5%

01.8

0%

00.0

6%

Cra

ft W

ork

ers

#6,6

38

5,2

92

237

1,1

09

148

14

95

13

48

786

2

%100.0

0%

79.7

2%

03.5

7%

16.7

1%

02.2

3%

00.2

1%

00.1

4%

00.0

8%

00.2

0%

00.0

6%

00.1

2%

00.1

1%

01.3

0%

00.0

3%

Op

era

tives

#3,6

88

2,8

18

162

708

160

19

51

50

11

27

91

1

%100.0

0%

76.4

1%

04.3

9%

19.2

0%

04.3

4%

00.5

2%

00.1

4%

00.0

3%

00.1

4%

00.0

0%

00.3

0%

00.7

3%

02.4

7%

00.0

3%

Lab

ore

rs#

1,0

20

693

54

273

46

30

03

11

434

0

%100.0

0%

67.9

4%

05.2

9%

26.7

6%

04.5

1%

00.2

9%

00.0

0%

00.0

0%

00.2

9%

00.1

0%

00.1

0%

00.3

9%

03.3

3%

00.0

0%

Serv

ice W

ork

ers

#42,1

74

33,8

61

1,4

36

6,8

77

1,4

31

95

92

20

83

15

84

153

877

12

%100.0

0%

80.2

9%

03.4

0%

16.3

1%

03.3

9%

00.2

3%

00.2

2%

00.0

5%

00.2

0%

00.0

4%

00.2

0%

00.3

6%

02.0

8%

00.0

3%

TO

TA

L W

OR

KFO

RC

E#

315,1

63

265,7

96

8,4

60

40,9

07

6,0

52

375

499

215

593

161

570

285

3,2

70

84

WORKFORCE TABLES

76

All

VA

Occ

up

ati

on

al

Cate

go

ryT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

%100.0

0%

84.3

4%

02.6

8%

12.9

8%

01.9

2%

00.1

2%

00.1

6%

00.0

7%

00.1

9%

00.0

5%

00.1

8%

00.0

9%

01.0

4%

00.0

3%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

For

purp

ose

s of th

is r

eport

, title

38 n

urs

es a

re c

oded

to G

S e

quiv

alen

t gra

des

. Pl

ease

see

Dat

a D

efin

itio

ns.

FY 2013 REPORT

77

Table

A4

-1:

PA

RTIC

IPA

TIO

N R

ATES

AC

RO

SS

GEN

ER

AL S

CH

ED

ULE (

GS

) G

RA

DES

- P

erm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd

Sex -

SEP

– F

Y2

01

3

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

or

Oth

er

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

GS

-1

#23

12

11

31

67

23

10

00

00

00

%100.0

0%

52.1

8%

47.8

2%

13.0

4%

04.3

5%

26.0

9%

30.4

3%

08.7

0%

13.0

4%

04.3

5%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

GS

-2

#92

45

47

42

24

24

14

20

21

10

00

00

%100.0

1%

48.9

2%

51.0

9%

04.3

5%

02.1

7%

26.0

9%

26.0

9%

15.2

2%

21.7

4%

02.1

7%

01.0

9%

01.0

9%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

GS

-3

#937

434

503

69

46

166

210

184

217

717

12

78

03

%100.0

0%

46.3

3%

53.6

7%

07.3

6%

04.9

1%

17.7

2%

22.4

1%

19.6

4%

23.1

6%

00.7

5%

01.8

1%

00.1

1%

00.2

1%

00.7

5%

00.8

5%

00.0

0%

00.3

2%

GS

-4

#6,1

68

2,5

54

3,6

14

276

322

1,1

59

1,4

93

987

1,5

82

85

127

716

31

56

918

%100.0

0%

41.4

0%

58.6

0%

04.4

7%

05.2

2%

18.7

9%

24.2

1%

16.0

0%

25.6

5%

01.3

8%

02.0

6%

00.1

1%

00.2

6%

00.5

0%

00.9

1%

00.1

5%

00.2

9%

GS

-5

#30,2

81

10,0

57

20,2

24

1,0

16

1,3

02

4,7

66

9,3

28

3,6

61

8,4

63

387

649

38

60

143

335

46

87

%100.0

1%

33.2

2%

66.7

9%

03.3

6%

04.3

0%

15.7

4%

30.8

0%

12.0

9%

27.9

5%

01.2

8%

02.1

4%

00.1

3%

00.2

0%

00.4

7%

01.1

1%

00.1

5%

00.2

9%

GS

-6

#37,5

61

11,7

68

25,7

93

1,2

06

1,7

53

6,2

60

13,9

62

3,4

20

8,3

66

580

1,1

55

52

74

207

396

43

87

%99.9

9%

31.3

3%

68.6

6%

03.2

1%

04.6

7%

16.6

7%

37.1

7%

09.1

1%

22.2

7%

01.5

4%

03.0

7%

00.1

4%

00.2

0%

00.5

5%

01.0

5%

00.1

1%

00.2

3%

GS

-7

#19,9

79

7,6

30

12,3

49

772

886

4,1

57

6,9

44

2,1

48

3,8

06

378

424

35

44

109

204

31

41

%100.0

1%

38.2

0%

61.8

1%

03.8

6%

04.4

3%

20.8

1%

34.7

6%

10.7

5%

19.0

5%

01.8

9%

02.1

2%

00.1

8%

00.2

2%

00.5

5%

01.0

2%

00.1

6%

00.2

1%

GS

-8

#19,8

55

5,6

18

14,2

37

514

851

3,4

95

8,8

69

964

3,0

96

510

1,1

14

22

48

97

226

16

33

%100.0

1%

28.3

0%

71.7

1%

02.5

9%

04.2

9%

17.6

0%

44.6

7%

04.8

6%

15.5

9%

02.5

7%

05.6

1%

00.1

1%

00.2

4%

00.4

9%

01.1

4%

00.0

8%

00.1

7%

GS

-9

#17,8

17

7,3

62

10,4

55

592

648

4,5

03

6,2

94

1,6

90

2,7

18

395

511

19

29

139

221

24

34

%100.0

1%

41.3

2%

58.6

9%

03.3

2%

03.6

4%

25.2

7%

35.3

3%

09.4

9%

15.2

6%

02.2

2%

02.8

7%

00.1

1%

00.1

6%

00.7

8%

01.2

4%

00.1

3%

00.1

9%

GS

-1

0#

4,0

67

1,8

30

2,2

37

134

139

1,0

87

1,4

09

459

527

112

125

82

26

31

44

%100.0

0%

45.0

0%

55.0

0%

03.2

9%

03.4

2%

26.7

3%

34.6

4%

11.2

9%

12.9

6%

02.7

5%

03.0

7%

00.2

0%

00.0

5%

00.6

4%

00.7

6%

00.1

0%

00.1

0%

GS

-1

1#

57,8

50

16,3

96

41,4

54

1,2

63

2,3

55

11,1

37

26,1

33

2,5

31

8,0

21

1,1

47

4,2

39

46

84

223

530

49

92

%100.0

1%

28.3

4%

71.6

7%

02.1

8%

04.0

7%

19.2

5%

45.1

7%

04.3

8%

13.8

7%

01.9

8%

07.3

3%

00.0

8%

00.1

5%

00.3

9%

00.9

2%

00.0

8%

00.1

6%

GS

-#

27,1

31

11,1

52

15,9

79

645

892

8,1

98

10,7

79

1,4

81

2,8

96

626

1,1

19

24

23

157

214

21

56

WORKFORCE TABLES

78

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

or

Oth

er

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

12

%100.0

1%

41.1

2%

58.8

9%

02.3

8%

03.2

9%

30.2

2%

39.7

3%

05.4

6%

10.6

7%

02.3

1%

04.1

2%

00.0

9%

00.0

8%

00.5

8%

00.7

9%

00.0

8%

00.2

1%

GS

-1

3#

32,8

20

10,5

64

22,2

56

601

965

8,1

97

16,1

91

1,1

00

3,5

14

512

1,2

77

17

29

118

238

19

42

%100.0

1%

32.1

9%

67.8

2%

01.8

3%

02.9

4%

24.9

8%

49.3

3%

03.3

5%

10.7

1%

01.5

6%

03.8

9%

00.0

5%

00.0

9%

00.3

6%

00.7

3%

00.0

6%

00.1

3%

GS

-1

4#

6,7

32

3,2

53

3,4

79

124

128

2,5

63

2,5

00

384

673

154

136

15

20

29

78

%99.9

9%

48.3

1%

51.6

8%

01.8

4%

01.9

0%

38.0

7%

37.1

4%

05.7

0%

10.0

0%

02.2

9%

02.0

2%

00.0

1%

00.0

7%

00.3

0%

00.4

3%

00.1

0%

00.1

2%

GS

-1

5#

23,3

85

14,9

95

8,3

90

800

495

10,6

19

5,0

09

640

632

2,6

97

2,0

96

23

14

191

131

25

13

%100.0

1%

64.1

3%

35.8

8%

03.4

2%

02.1

2%

45.4

1%

21.4

2%

02.7

4%

02.7

0%

11.5

3%

08.9

6%

00.1

0%

00.0

6%

00.8

2%

00.5

6%

00.1

1%

00.0

6%

All

O

ther

GS

#60

18

42

01

15

10

129

21

00

01

00

%100.0

1%

30.0

0%

70.0

1%

00.0

0%

01.6

7%

25.0

0%

16.6

7%

01.6

7%

48.3

3%

03.3

3%

01.6

7%

00.0

0%

00.0

0%

00.0

0%

01.6

7%

00.0

0%

00.0

0%

SE

S#

356

215

141

13

3179

115

16

18

44

00

21

10

%99.9

8%

60.3

8%

39.6

0%

03.6

5%

00.8

4%

50.2

8%

32.3

0%

04.4

9%

05.0

6%

01.1

2%

01.1

2%

00.0

0%

00.0

0%

00.5

6%

00.2

8%

00.2

8%

00.0

0%

TO

TA

L#

285,1

14

103,9

03

181,2

11

8,0

32

10,7

89

66,5

31

109,2

77

19,6

82

44,5

81

7,5

99

12,9

95

294

430

1,4

70

2,6

21

295

518

%100.0

0%

36.4

4%

63.5

6%

02.8

2%

03.7

8%

23.3

3%

38.3

3%

06.9

0%

15.6

4%

02.6

7%

04.5

6%

00.1

0%

00.1

5%

00.5

2%

00.9

2%

00.1

0%

00.1

8%

Dat

a sh

ow

n incl

udes

GS/G

M,

SES,

and r

elat

ed g

rades

for

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al

and M

anila

res

iden

ts.

For

purp

ose

s of th

is r

eport

, title

38 n

urs

es a

re c

oded

to G

S e

quiv

alen

t gra

des

. Pl

ease

see

Dat

a D

efin

itio

ns.

Perc

enta

ges

are

bas

ed o

n r

ow

tota

ls.

FY 2013 REPORT

79

Table

B4

-1:

PA

RTIC

IPA

TIO

N R

ATES

AC

RO

SS

GEN

ER

AL S

CH

ED

ULE (

GS

) G

RA

DES

- P

erm

an

en

t W

ork

forc

e -

by D

isab

ilit

y-

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

GS

-1

#23

62

15

61

00

01

02

20

%100.0

0%

26.0

9%

08.7

0%

65.2

2%

26

.09

%04.3

5%

00.0

0%

00.0

0%

00.0

0%

04.3

5%

00.0

0%

08.7

0%

08.7

0%

00.0

0%

GS

-2

#92

50

537

12

01

02

13

40

1

%100.0

0%

54.3

5%

05.4

3%

40.2

2%

13

.04

%00.0

0%

01.0

9%

00.0

0%

02.1

7%

01.0

9%

03.2

6%

04.3

5%

00.0

0%

01.0

9%

GS

-3

#937

693

26

218

55

44

13

14

17

20

1

%100.0

0%

73.9

6%

02.7

7%

23.2

7%

05

.87

%00.4

3%

00.4

3%

00.1

1%

00.3

2%

00.1

1%

00.4

3%

01.8

1%

02.1

3%

00.1

1%

GS

-4

#6,1

68

4,6

19

207

1,3

42

27

745

29

517

919

27

121

5

%100.0

0%

74.8

9%

03.3

6%

21.7

6%

04

.49

%00.7

3%

00.4

7%

00.0

8%

00.2

8%

00.1

5%

00.3

1%

00.4

4%

01.9

6%

00.0

8%

GS

-5

#30,2

81

23,9

23

966

5,3

92

89

553

80

27

98

15

86

27

497

12

%100.0

0%

79.0

0%

03.1

9%

17.8

1%

02

.96

%00.1

8%

00.2

6%

00.0

9%

00.3

2%

00.0

5%

00.2

8%

00.0

9%

01.6

4%

00.0

4%

GS

-6

#37,5

61

31,0

52

1,1

32

5,3

77

74

152

47

24

69

20

86

13

419

11

%100.0

0%

82.6

7%

03.0

1%

14.3

2%

01

.97

%00.1

4%

00.1

3%

00.0

6%

00.1

8%

00.0

5%

00.2

3%

00.0

3%

01.1

2%

00.0

3%

GS

-7

#19,9

79

16,0

80

591

3,3

08

47

623

38

20

55

13

47

7266

7

%100.0

0%

80.4

8%

02.9

6%

16.5

6%

02

.38

%00.1

2%

00.1

9%

00.1

0%

00.2

8%

00.0

7%

00.2

4%

00.0

4%

01.3

3%

00.0

4%

GS

-8

#19,8

55

17,7

52

402

1,7

01

18

28

15

515

330

1103

2

%100.0

0%

89.4

1%

02.0

2%

08.5

7%

00

.92

%00.0

4%

00.0

8%

00.0

3%

00.0

8%

00.0

2%

00.1

5%

00.0

1%

00.5

2%

00.0

1%

GS

-9

#17,8

17

14,6

62

520

2,6

35

33

711

19

11

40

12

32

9198

5

%100.0

0%

82.2

9%

02.9

2%

14.7

9%

01

.89

%00.0

6%

00.1

1%

00.0

6%

00.2

2%

00.0

7%

00.1

8%

00.0

5%

01.1

1%

00.0

3%

GS

-1

0#

4,0

67

3,4

10

129

528

60

41

49

012

030

0

%100.0

0%

83.8

5%

03.1

7%

12.9

8%

01

.48

%00.1

0%

00.0

2%

00.1

0%

00.2

2%

00.0

0%

00.3

0%

00.0

0%

00.7

4%

00.0

0%

GS

-1

1#

57,8

50

50,7

23

1,2

56

5,8

71

69

122

90

35

68

22

77

2364

11

%100.0

0%

87.6

8%

02.1

7%

10.1

5%

01

.19

%00.0

4%

00.1

6%

00.0

6%

00.1

2%

00.0

4%

00.1

3%

00.0

0%

00.6

3%

00.0

2%

GS

-1

2#

27,1

31

23,3

34

663

3,1

34

37

620

48

27

52

18

42

0159

10

%100.0

0%

86.0

0%

02.4

4%

11.5

5%

01

.39

%00.0

7%

00.1

8%

00.1

0%

00.1

9%

00.0

7%

00.1

5%

00.0

0%

00.5

9%

00.0

4%

GS

-1

3#

32,8

20

29,1

68

692

2,9

60

29

89

37

22

49

12

44

0122

3

WORKFORCE TABLES

80

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

%100.0

0%

88.8

7%

02.1

1%

09.0

2%

00

.91

%00.0

3%

00.1

1%

00.0

7%

00.1

5%

00.0

4%

00.1

3%

00.0

0%

00.3

7%

00.0

1%

GS

-1

4#

6,7

32

5,8

83

219

630

53

110

611

33

115

3

%100.0

0%

87.3

9%

03.2

5%

09.3

6%

00

.79

%00.0

1%

00.1

5%

00.0

9%

00.1

6%

00.0

4%

00.0

4%

00.0

1%

00.2

2%

00.0

4%

GS

-1

5#

23,3

85

21,6

66

445

1,2

74

12

02

810

24

16

17

042

1

%100.0

0%

92.6

5%

01.9

0%

05.4

5%

00

.51

%00.0

1%

00.0

3%

00.0

4%

00.1

0%

00.0

7%

00.0

7%

00.0

0%

00.1

8%

00.0

0%

All

Oth

er

GS

#60

58

20

00

00

00

00

00

%100.0

0%

96.6

7%

03.3

3%

00.0

0%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

SE

S#

356

311

11

34

50

00

40

00

10

%100.0

0%

87.3

6%

03.0

9%

09.5

5%

01

.40

%00.0

0%

00.0

0%

00.0

0%

01.1

2%

00.0

0%

00.0

0%

00.0

0%

00.2

8%

00.0

0%

TO

TA

L#

285,1

14

243,3

90

7,2

68

34,4

56

4,5

84

255

427

197

516

146

502

110

2,3

59

72

%100.0

0%

85.3

7%

02.5

5%

12.0

8%

01

.61

%00.0

9%

00.1

5%

00.0

7%

00.1

8%

00.0

5%

00.1

8%

00.0

4%

00.8

3%

00.0

3%

Dat

a sh

ow

n incl

udes

GS/G

M,

SES,

and r

elat

ed g

rades

for

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al

and M

anila

res

iden

ts.

For

purp

ose

s of th

is r

eport

, title

38 n

urs

es a

re c

oded

to G

S e

quiv

alen

t gra

des

. P

leas

e se

e D

ata

Def

initio

ns.

Perc

enta

ges

are

bas

ed o

n r

ow

tota

ls.

FY 2013 REPORT

81

Table

A4

-2:

PA

RTIC

IPA

TIO

N R

ATES

AC

RO

SS

GEN

ER

AL S

CH

ED

ULE (

GS

) G

RA

DES

- P

erm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd

Sex -

SEP

– F

Y2

01

3

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r La

tin

oN

on

-His

pa

nic

or

La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

GS

-1

#23

12

11

31

67

23

10

00

00

00

%00.0

1%

00.0

1%

00.0

1%

00.0

4%

00.0

1%

00.0

1%

00.0

1%

00.0

1%

00.0

1%

00.0

1%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

GS

-2

#92

45

47

42

24

24

14

20

21

10

00

00

%00.0

3%

00.0

4%

00.0

3%

00.0

5%

00.0

2%

00.0

4%

00.0

2%

00.0

7%

00.0

4%

00.0

3%

00.0

1%

00.3

4%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

GS

-3

#937

434

503

69

46

166

210

184

217

717

12

78

03

%00.3

3%

00.4

2%

00.2

8%

00.8

6%

00.4

3%

00.2

5%

00.1

9%

00.9

3%

00.4

9%

00.0

9%

00.1

3%

00.3

4%

00.4

7%

00.4

8%

00.3

1%

00.0

0%

00.5

8%

GS

-4

#6,1

68

2,5

54

3,6

14

276

322

1,1

59

1,4

93

987

1,5

82

85

127

716

31

56

918

%02.1

6%

02.4

6%

01.9

9%

03.4

4%

02.9

8%

01.7

4%

01.3

7%

05.0

1%

03.5

5%

01.1

2%

00.9

8%

02.3

8%

03.7

2%

02.1

1%

02.1

4%

03.0

5%

03.4

7%

GS

-5

#30,2

81

10,0

57

20,2

24

1,0

16

1,3

02

4,7

66

9,3

28

3,6

61

8,4

63

387

649

38

60

143

335

46

87

%10.6

2%

09.6

8%

11.1

6%

12.6

5%

12.0

7%

07.1

6%

08.5

4%

18.6

0%

18.9

8%

05.0

9%

04.9

9%

12.9

3%

13.9

5%

09.7

3%

12.7

8%

15.5

9%

16.8

0%

GS

-6

#37,5

61

11,7

68

25,7

93

1,2

06

1,7

53

6,2

60

13,9

62

3,4

20

8,3

66

580

1,1

55

52

74

207

396

43

87

%13.1

7%

11.3

3%

14.2

3%

15.0

1%

16.2

5%

09.4

1%

12.7

8%

17.3

8%

18.7

7%

07.6

3%

08.8

9%

17.6

9%

17.2

1%

14.0

8%

15.1

1%

14.5

8%

16.8

0%

GS

-7

#19,9

79

7,6

30

12,3

49

772

886

4,1

57

6,9

44

2,1

48

3,8

06

378

424

35

44

109

204

31

41

%07.0

1%

07.3

4%

06.8

1%

09.6

1%

08.2

1%

06.2

5%

06.3

5%

10.9

1%

08.5

4%

04.9

7%

03.2

6%

11.9

0%

10.2

3%

07.4

1%

07.7

8%

10.5

1%

07.9

2%

GS

-8

#19,8

55

5,6

18

14,2

37

514

851

3,4

95

8,8

69

964

3,0

96

510

1,1

14

22

48

97

226

16

33

%06.9

6%

05.4

1%

07.8

6%

06.4

0%

07.8

9%

05.2

5%

08.1

2%

04.9

0%

06.9

4%

06.7

1%

08.5

7%

07.4

8%

11.1

6%

06.6

0%

08.6

2%

05.4

2%

06.3

7%

GS

-9

#17,8

17

7,3

62

10,4

55

592

648

4,5

03

6,2

94

1,6

90

2,7

18

395

511

19

29

139

221

24

34

%06.2

5%

07.0

9%

05.7

7%

07.3

7%

06.0

1%

06.7

7%

05.7

6%

08.5

9%

06.1

0%

05.2

0%

03.9

3%

06.4

6%

06.7

4%

09.4

6%

08.4

3%

08.1

4%

06.5

6%

GS

-1

0#

4,0

67

1,8

30

2,2

37

134

139

1,0

87

1,4

09

459

527

112

125

82

26

31

44

%01.4

3%

01.7

6%

01.2

3%

01.6

7%

01.2

9%

01.6

3%

01.2

9%

02.3

3%

01.1

8%

01.4

7%

00.9

6%

02.7

2%

00.4

7%

01.7

7%

01.1

8%

01.3

6%

00.7

7%

GS

-1

1#

57,8

50

16,3

96

41,4

54

1,2

63

2,3

55

11,1

37

26,1

33

2,5

31

8,0

21

1,1

47

4,2

39

46

84

223

530

49

92

%20.2

9%

15.7

8%

22.8

8%

15.7

2%

21.8

3%

16.7

4%

23.9

1%

12.8

6%

17.9

9%

15.0

9%

32.6

2%

15.6

5%

19.5

3%

15.1

7%

20.2

2%

16.6

1%

17.7

6%

GS

-#

27,1

31

11,1

52

15,9

79

645

892

8,1

98

10,7

79

1,4

81

2,8

96

626

1,1

19

24

23

157

214

21

56

WORKFORCE TABLES

82

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r La

tin

oN

on

-His

pa

nic

or

La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

12

%09.5

2%

10.7

3%

08.8

2%

08.0

3%

08.2

7%

12.3

2%

09.8

6%

07.5

2%

06.5

0%

08.2

4%

08.6

1%

08.1

6%

05.3

5%

10.6

8%

08.1

6%

07.1

2%

10.8

1%

GS

-1

3#

32,8

20

10,5

64

22,2

56

601

965

8,1

97

16,1

91

1,1

00

3,5

14

512

1,2

77

17

29

118

238

19

42

%11.5

1%

10.1

7%

12.2

8%

07.4

8%

08.9

4%

12.3

2%

14.8

2%

05.5

9%

07.8

8%

06.7

4%

09.8

3%

05.7

8%

06.7

4%

08.0

3%

09.0

8%

06.4

4%

08.1

1%

GS

-1

4#

6,7

32

3,2

53

3,4

79

124

128

2,5

63

2,5

00

384

673

154

136

15

20

29

78

%02.3

6%

03.1

3%

01.9

2%

01.5

4%

01.1

9%

03.8

5%

02.2

9%

01.9

5%

01.5

1%

02.0

3%

01.0

5%

00.3

4%

01.1

6%

01.3

6%

01.1

1%

02.3

7%

01.5

4%

GS

-1

5#

23,3

85

14,9

95

8,3

90

800

495

10,6

19

5,0

09

640

632

2,6

97

2,0

96

23

14

191

131

25

13

%08.2

0%

14.4

3%

04.6

3%

09.9

6%

04.5

9%

15.9

6%

04.5

8%

03.2

5%

01.4

2%

35.4

9%

16.1

3%

07.8

2%

03.2

6%

12.9

9%

05.0

0%

08.4

7%

02.5

1%

All

O

the

r G

S

#60

18

42

01

15

10

129

21

00

01

00

%00.0

2%

00.0

2%

00.0

2%

00.0

0%

00.0

1%

00.0

2%

00.0

1%

00.0

1%

00.0

7%

00.0

3%

00.0

1%

00.0

0%

00.0

0%

00.0

0%

00.0

4%

00.0

0%

00.0

0%

SE

S#

356

215

141

13

3179

115

16

18

44

00

21

10

%00.1

2%

00.2

1%

00.0

8%

00.1

6%

00.0

3%

00.2

7%

00.1

1%

00.0

8%

00.0

4%

00.0

5%

00.0

3%

00.0

0%

00.0

0%

00.1

4%

00.0

4%

00.3

4%

00.0

0%

TO

TA

L#

285,1

14

103,9

03

181,2

11

8,0

32

10,7

89

66,5

31

109,2

77

19,6

82

44,5

81

7,5

99

12,9

95

294

430

1,4

70

2,6

21

295

518

%100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

Dat

a sh

ow

n incl

udes

GS/G

M,

SES,

and r

elat

ed g

rades

for

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al

and M

anila

res

iden

ts.

For

purp

ose

s of th

is r

eport

, title

38 n

urs

es a

re c

oded

to G

S e

quiv

alen

t gra

des

. P

leas

e se

e D

ata

Def

initio

ns.

Perc

enta

ges

are

bas

ed o

n c

olu

mn t

ota

ls.

FY 2013 REPORT

83

Table

B4

-2:

PA

RTIC

IPA

TIO

N R

ATES

AC

RO

SS

GEN

ER

AL S

CH

ED

ULE (

GS

) G

RA

DES

- P

erm

an

en

t W

ork

forc

e -

by D

isab

ilit

y -

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

GS

-1

#23

62

15

61

00

01

02

20

%00.0

1%

00.0

0%

00.0

3%

00.0

4%

00

.13

%00.3

9%

00.0

0%

00.0

0%

00.0

0%

00.6

8%

00.0

0%

01.8

2%

00.0

8%

00.0

0%

GS

-2

#92

50

537

12

01

02

13

40

1

%00.0

3%

00.0

2%

00.0

7%

00.1

1%

00

.26

%00.0

0%

00.2

3%

00.0

0%

00.3

9%

00.6

8%

00.6

0%

03.6

4%

00.0

0%

01.3

9%

GS

-3

#937

693

26

218

55

44

13

14

17

20

1

%00.3

3%

00.2

8%

00.3

6%

00.6

3%

01

.20

%01.5

7%

00.9

4%

00.5

1%

00.5

8%

00.6

8%

00.8

0%

15.4

5%

00.8

5%

01.3

9%

GS

-4

#6,1

68

4,6

19

207

1,3

42

27

745

29

517

919

27

121

5

%02.1

6%

01.9

0%

02.8

5%

03.8

9%

06

.04

%17.6

5%

06.7

9%

02.5

4%

03.2

9%

06.1

6%

03.7

8%

24.5

5%

05.1

3%

06.9

4%

GS

-5

#30,2

81

23,9

23

966

5,3

92

89

553

80

27

98

15

86

27

497

12

%10.6

2%

09.8

3%

13.2

9%

15.6

5%

19

.52

%20.7

8%

18.7

4%

13.7

1%

18.9

9%

10.2

7%

17.1

3%

24.5

5%

21.0

7%

16.6

7%

GS

-6

#37,5

61

31,0

52

1,1

32

5,3

77

74

152

47

24

69

20

86

13

419

11

%13.1

7%

12.7

6%

15.5

8%

15.6

1%

16

.16

%20.3

9%

11.0

1%

12.1

8%

13.3

7%

13.7

0%

17.1

3%

11.8

2%

17.7

6%

15.2

8%

GS

-7

#19,9

79

16,0

80

591

3,3

08

47

623

38

20

55

13

47

7266

7

%07.0

1%

06.6

1%

08.1

3%

09.6

0%

10

.38

%09.0

2%

08.9

0%

10.1

5%

10.6

6%

08.9

0%

09.3

6%

06.3

6%

11.2

8%

09.7

2%

GS

-8

#19,8

55

17,7

52

402

1,7

01

18

28

15

515

330

1103

2

%06.9

6%

07.2

9%

05.5

3%

04.9

4%

03

.97

%03.1

4%

03.5

1%

02.5

4%

02.9

1%

02.0

5%

05.9

8%

00.9

1%

04.3

7%

02.7

8%

GS

-9

#17,8

17

14,6

62

520

2,6

35

33

711

19

11

40

12

32

9198

5

%06.2

5%

06.0

2%

07.1

5%

07.6

5%

07

.35

%04.3

1%

04.4

5%

05.5

8%

07.7

5%

08.2

2%

06.3

7%

08.1

8%

08.3

9%

06.9

4%

GS

-1

0#

4,0

67

3,4

10

129

528

60

41

49

012

030

0

%01.4

3%

01.4

0%

01.7

7%

01.5

3%

01

.31

%01.5

7%

00.2

3%

02.0

3%

01.7

4%

00.0

0%

02.3

9%

00.0

0%

01.2

7%

00.0

0%

GS

-1

1#

57,8

50

50,7

23

1,2

56

5,8

71

69

122

90

35

68

22

77

2364

11

%20.2

9%

20.8

4%

17.2

8%

17.0

4%

15

.07

%08.6

3%

21.0

8%

17.7

7%

13.1

8%

15.0

7%

15.3

4%

01.8

2%

15.4

3%

15.2

8%

GS

-1

2#

27,1

31

23,3

34

663

3,1

34

37

620

48

27

52

18

42

0159

10

%09.5

2%

09.5

9%

09.1

2%

09.1

0%

08

.20

%07.8

4%

11.2

4%

13.7

1%

10.0

8%

12.3

3%

08.3

7%

00.0

0%

06.7

4%

13.8

9%

GS

-1

3#

32,8

20

29,1

68

692

2,9

60

29

89

37

22

49

12

44

0122

3

WORKFORCE TABLES

84

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

%11.5

1%

11.9

8%

09.5

2%

08.5

9%

06

.50

%03.5

3%

08.6

7%

11.1

7%

09.5

0%

08.2

2%

08.7

6%

00.0

0%

05.1

7%

04.1

7%

GS

-1

4#

6,7

32

5,8

83

219

630

53

110

611

33

115

3

%02.3

6%

02.4

2%

03.0

1%

01.8

3%

01

.16

%00.3

9%

02.3

4%

03.0

5%

02.1

3%

02.0

5%

00.6

0%

00.9

1%

00.6

4%

04.1

7%

GS

-1

5#

23,3

85

21,6

66

445

1,2

74

12

02

810

24

16

17

042

1

%08.2

0%

08.9

0%

06.1

2%

03.7

0%

02

.62

%00.7

8%

01.8

7%

05.0

8%

04.6

5%

10.9

6%

03.3

9%

00.0

0%

01.7

8%

01.3

9%

All

Oth

er

GS

#60

58

20

00

00

00

00

00

%00.0

2%

00.0

2%

00.0

3%

00.0

0%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

SE

S#

356

311

11

34

50

00

40

00

10

%00.1

2%

00.1

3%

00.1

5%

00.1

0%

00

.11

%00.0

0%

00.0

0%

00.0

0%

00.7

8%

00.0

0%

00.0

0%

00.0

0%

00.0

4%

00.0

0%

TO

TA

L#

285,1

14

243,3

90

7,2

68

34,4

56

4,5

84

255

427

197

516

146

502

110

2,3

59

72

%100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

Dat

a sh

ow

n incl

udes

GS/G

M,

SES,

and r

elat

ed g

rades

for

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

stat

us

and e

xclu

din

g m

edic

al

and M

anila

res

iden

ts.

For

purp

ose

s of th

is r

eport

, title

38 n

urs

es a

re c

oded

to G

S e

quiv

alen

t gra

des

. Pl

ease

see

Dat

a D

efin

itio

ns.

Perc

enta

ges

are

bas

ed o

n c

olu

mn t

ota

ls.

FY 2013 REPORT

85

Table

A5

-1:

PA

RTIC

IPA

TIO

N R

ATES

AC

RO

SS

WA

GE G

RA

DES

- P

erm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd

Sex -

SEP

– F

Y 2

01

3

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Gra

de -

1#

840

720

120

32

7299

50

368

56

63

30

82

42

%100.0

1%

85.7

2%

14.2

9%

03.8

1%

00.8

3%

35.6

0%

05.9

5%

43.8

1%

06.6

7%

00.7

1%

00.3

6%

00.3

6%

00.0

0%

00.9

5%

00.2

4%

00.4

8%

00.2

4%

Gra

de -

2#

11,0

89

9,1

08

1,9

81

587

126

3,3

39

733

4,8

72

1,0

32

149

52

23

2116

31

22

5

%100.0

2%

82.1

4%

17.8

8%

05.2

9%

01.1

4%

30.1

1%

06.6

1%

43.9

4%

09.3

1%

01.3

4%

00.4

7%

00.2

1%

00.0

2%

01.0

5%

00.2

8%

00.2

0%

00.0

5%

Gra

de -

3#

3,3

32

2,4

07

925

206

71

804

313

1,3

25

493

34

23

32

26

21

92

%100.0

0%

72.2

4%

27.7

6%

06.1

8%

02.1

3%

24.1

3%

09.3

9%

39.7

7%

14.8

0%

01.0

2%

00.6

9%

00.0

9%

00.0

6%

00.7

8%

00.6

3%

00.2

7%

00.0

6%

Gra

de -

4#

1,5

33

923

610

76

27

369

233

428

322

26

19

12

22

71

0

%100.0

2%

60.2

3%

39.7

9%

04.9

6%

01.7

6%

24.0

7%

15.2

0%

27.9

2%

21.0

0%

01.7

0%

01.2

4%

00.0

7%

00.1

3%

01.4

4%

00.4

6%

00.0

7%

00.0

0%

Gra

de -

5#

1,2

99

1,1

87

112

116

11

605

56

423

41

24

46

012

01

0

%100.0

0%

91.3

7%

08.6

3%

08.9

3%

00.8

5%

46.5

7%

04.3

1%

32.5

6%

03.1

6%

01.8

5%

00.3

1%

00.4

6%

00.0

0%

00.9

2%

00.0

0%

00.0

8%

00.0

0%

Gra

de -

6#

1,7

13

1,5

27

186

121

4787

89

548

82

36

78

221

26

0

%100.0

1%

89.1

4%

10.8

7%

07.0

6%

00.2

3%

45.9

4%

05.2

0%

31.9

9%

04.7

9%

02.1

0%

00.4

1%

00.4

7%

00.1

2%

01.2

3%

00.1

2%

00.3

5%

00.0

0%

Gra

de -

7#

820

761

59

94

6385

22

260

29

14

01

07

20

0

%99.9

9%

92.8

0%

07.1

9%

11.4

6%

00.7

3%

46.9

5%

02.6

8%

31.7

1%

03.5

4%

01.7

1%

00.0

0%

00.1

2%

00.0

0%

00.8

5%

00.2

4%

00.0

0%

00.0

0%

Gra

de -

8#

882

832

50

69

1495

25

227

24

21

05

013

02

0

%99.9

9%

94.3

3%

05.6

6%

07.8

2%

00.1

1%

56.1

2%

02.8

3%

25.7

4%

02.7

2%

02.3

8%

00.0

0%

00.5

7%

00.0

0%

01.4

7%

00.0

0%

00.2

3%

00.0

0%

Gra

de -

9#

1,4

67

1,4

31

36

141

1987

22

246

12

25

05

123

04

0

%100.0

0%

97.5

4%

02.4

6%

09.6

1%

00.0

7%

67.2

8%

01.5

0%

16.7

7%

00.8

2%

01.7

0%

00.0

0%

00.3

4%

00.0

7%

01.5

7%

00.0

0%

00.2

7%

00.0

0%

Gra

de -

10

#3,2

02

3,1

75

27

242

22,3

68

15

410

999

07

042

17

0

%99.9

9%

99.1

5%

00.8

4%

07.5

6%

00.0

6%

73.9

5%

00.4

7%

12.8

0%

00.2

8%

03.0

9%

00.0

0%

00.2

2%

00.0

0%

01.3

1%

00.0

3%

00.2

2%

00.0

0%

Gra

de -

11

#998

988

10

57

1730

6146

333

06

015

01

0

%100.0

0%

99.0

0%

01.0

0%

05.7

1%

00.1

0%

73.1

5%

00.6

0%

14.6

3%

00.3

0%

03.3

1%

00.0

0%

00.6

0%

00.0

0%

01.5

0%

00.0

0%

00.1

0%

00.0

0%

Gra

de -

#27

26

10

023

02

10

00

01

00

0

WORKFORCE TABLES

86

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

12

%100.0

0%

96.3

0%

03.7

0%

00.0

0%

00.0

0%

85.1

9%

00.0

0%

07.4

1%

03.7

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

03.7

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de -

13

#18

18

01

016

01

00

00

00

00

0

%100.0

1%

100.0

1%

00.0

0%

05.5

6%

00.0

0%

88.8

9%

00.0

0%

05.5

6%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de -

14

#21

21

01

017

03

00

00

00

00

0

%100.0

0%

100.0

0%

00.0

0%

04.7

6%

00.0

0%

80.9

5%

00.0

0%

14.2

9%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de -

15

#8

80

00

70

10

00

00

00

00

%100.0

0%

100.0

0%

00.0

0%

00.0

0%

00.0

0%

87.5

0%

00.0

0%

12.5

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

All

O

ther

Wag

e

Gra

des

#1

10

00

00

10

00

00

00

00

%100.0

0%

100.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

100.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

TO

TA

L#

27,2

50

23,1

33

4,1

17

1,7

43

257

11,2

31

1,5

64

9,2

61

2,1

04

467

108

68

9306

66

57

9

%99.9

9%

84.8

9%

15.1

0%

06.4

0%

00.9

4%

41.2

1%

05.7

4%

33.9

9%

07.7

2%

01.7

1%

00.4

0%

00.2

5%

00.0

3%

01.1

2%

00.2

4%

00.2

1%

00.0

3%

Dat

a sh

ow

n incl

udes

WG

gra

des

for

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

Perc

enta

ges

are

bas

ed o

n r

ow

tota

ls.

FY 2013 REPORT

87

Table

B5

-1:

PA

RTIC

IPA

TIO

N R

ATES

AC

RO

SS

WA

GE G

RA

DES

- P

erm

an

en

t W

ork

forc

e -

by D

isabilit

y -

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

Gra

de -

1#

840

435

48

357

90

20

11

06

15

65

0

%100.0

0%

51.7

9%

05.7

1%

42.5

0%

10

.71

%00.2

4%

00.0

0%

00.1

2%

00.1

2%

00.0

0%

00.7

1%

01.7

9%

07.7

4%

00.0

0%

Gra

de -

2#

11,0

89

7,5

03

479

3,1

07

85

667

37

938

739

112

543

4

%100.0

0%

67.6

6%

04.3

2%

28.0

2%

07

.72

%00.6

0%

00.3

3%

00.0

8%

00.3

4%

00.0

6%

00.3

5%

01.0

1%

04.9

0%

00.0

4%

Gra

de -

3#

3,3

32

2,5

48

138

646

15

814

10

114

35

22

86

3

%100.0

0%

76.4

7%

04.1

4%

19.3

9%

04

.74

%00.4

2%

00.3

0%

00.0

3%

00.4

2%

00.0

9%

00.1

5%

00.6

6%

02.5

8%

00.0

9%

Gra

de -

4#

1,5

33

1,2

06

39

288

70

12

21

42

35

41

0

%100.0

0%

78.6

7%

02.5

4%

18.7

9%

04

.57

%00.7

8%

00.1

3%

00.0

7%

00.2

6%

00.1

3%

00.2

0%

00.3

3%

02.6

7%

00.0

0%

Gra

de -

5#

1,2

99

990

58

251

45

32

23

04

129

1

%100.0

0%

76.2

1%

04.4

6%

19.3

2%

03

.46

%00.2

3%

00.1

5%

00.1

5%

00.2

3%

00.0

0%

00.3

1%

00.0

8%

02.2

3%

00.0

8%

Gra

de -

6#

1,7

13

1,3

45

64

304

38

33

02

02

325

0

%100.0

0%

78.5

2%

03.7

4%

17.7

5%

02

.22

%00.1

8%

00.1

8%

00.0

0%

00.1

2%

00.0

0%

00.1

2%

00.1

8%

01.4

6%

00.0

0%

Gra

de -

7#

820

639

51

130

28

20

03

01

219

1

%100.0

0%

77.9

3%

06.2

2%

15.8

5%

03

.41

%00.2

4%

00.0

0%

00.0

0%

00.3

7%

00.0

0%

00.1

2%

00.2

4%

02.3

2%

00.1

2%

Gra

de -

8#

882

685

41

156

22

12

01

01

017

0

%100.0

0%

77.6

6%

04.6

5%

17.6

9%

02

.49

%00.1

1%

00.2

3%

00.0

0%

00.1

1%

00.0

0%

00.1

1%

00.0

0%

01.9

3%

00.0

0%

Gra

de -

9#

1,4

67

1,1

51

51

265

42

43

02

03

327

0

%100.0

0%

78.4

6%

03.4

8%

18.0

6%

02

.86

%00.2

7%

00.2

0%

00.0

0%

00.1

4%

00.0

0%

00.2

0%

00.2

0%

01.8

4%

00.0

0%

Gra

de -

10

#3,2

02

2,5

99

112

491

52

45

24

31

132

0

%100.0

0%

81.1

7%

03.5

0%

15.3

3%

01

.62

%00.1

2%

00.1

6%

00.0

6%

00.1

2%

00.0

9%

00.0

3%

00.0

3%

01.0

0%

00.0

0%

Gra

de -

11

#998

805

31

162

12

21

10

00

16

1

%100.0

0%

80.6

6%

03.1

1%

16.2

3%

01

.20

%00.2

0%

00.1

0%

00.1

0%

00.0

0%

00.0

0%

00.0

0%

00.1

0%

00.6

0%

00.1

0%

Gra

de -

12

#27

22

05

10

00

10

00

00

%100.0

0%

81.4

8%

00.0

0%

18.5

2%

03

.70

%00.0

0%

00.0

0%

00.0

0%

03.7

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de -

13

#18

14

13

00

00

00

00

00

WORKFORCE TABLES

88

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

%100.0

0%

77.7

8%

05.5

6%

16.6

7%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de -

14

#21

19

11

00

00

00

00

00

%100.0

0%

90.4

8%

04.7

6%

04.7

6%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de -

15

#8

80

00

00

00

00

00

0

%100.0

0%

100.0

0%

00.0

0%

00.0

0%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

All

Oth

er

Wag

e

Gra

des

#1

10

00

00

00

00

00

0

%100.0

0%

100.0

0%

00.0

0%

00.0

0%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

TO

TA

L#

27,2

50

19,9

70

1,1

14

6,1

66

1,4

14

114

65

17

73

15

65

165

890

10

%100.0

0%

73.2

8%

04.0

9%

22.6

3%

05

.19

%00.4

2%

00.2

4%

00.0

6%

00.2

7%

00.0

6%

00.2

4%

00.6

1%

03.2

7%

00.0

4%

Dat

a sh

ow

n incl

udes

WG

gra

des

for

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

Perc

enta

ges

are

bas

ed o

n r

ow

tota

ls.

FY 2013 REPORT

89

Table

A5

-2:

PA

RTIC

IPA

TIO

N R

ATES

AC

RO

SS

WA

GE G

RA

DES

- P

erm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd

Sex -

SEP

– F

Y 2

01

3

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Gra

de

- 1

#840

720

120

32

7299

50

368

56

63

30

82

42

%03.0

8%

03.1

1%

02.9

1%

01.8

4%

02.7

2%

02.6

6%

03.2

0%

03.9

7%

02.6

6%

01.2

8%

02.7

8%

04.4

1%

00.0

0%

02.6

1%

03.0

3%

07.0

2%

22.2

2%

Gra

de

- 2

#11,0

89

9,1

08

1,9

81

587

126

3,3

39

733

4,8

72

1,0

32

149

52

23

2116

31

22

5

%40.6

9%

39.3

7%

48.1

2%

33.6

8%

49.0

3%

29.7

3%

46.8

7%

52.6

1%

49.0

5%

31.9

1%

48.1

5%

33.8

2%

22.2

2%

37.9

1%

46.9

7%

38.6

0%

55.5

6%

Gra

de

- 3

#3,3

32

2,4

07

925

206

71

804

313

1,3

25

493

34

23

32

26

21

92

%12.2

3%

10.4

1%

22.4

7%

11.8

2%

27.6

3%

07.1

6%

20.0

1%

14.3

1%

23.4

3%

07.2

8%

21.3

0%

04.4

1%

22.2

2%

08.5

0%

31.8

2%

15.7

9%

22.2

2%

Gra

de

- 4

#1,5

33

923

610

76

27

369

233

428

322

26

19

12

22

71

0

%05.6

3%

03.9

9%

14.8

2%

04.3

6%

10.5

1%

03.2

9%

14.9

0%

04.6

2%

15.3

0%

05.5

7%

17.5

9%

01.4

7%

22.2

2%

07.1

9%

10.6

1%

01.7

5%

00.0

0%

Gra

de

- 5

#1,2

99

1,1

87

112

116

11

605

56

423

41

24

46

012

01

0

%04.7

7%

05.1

3%

02.7

2%

06.6

6%

04.2

8%

05.3

9%

03.5

8%

04.5

7%

01.9

5%

05.1

4%

03.7

0%

08.8

2%

00.0

0%

03.9

2%

00.0

0%

01.7

5%

00.0

0%

Gra

de

- 6

#1,7

13

1,5

27

186

121

4787

89

548

82

36

78

221

26

0

%06.2

9%

06.6

0%

04.5

2%

06.9

4%

01.5

6%

07.0

1%

05.6

9%

05.9

2%

03.9

0%

07.7

1%

06.4

8%

11.7

6%

22.2

2%

06.8

6%

03.0

3%

10.5

3%

00.0

0%

Gra

de

- 7

#820

761

59

94

6385

22

260

29

14

01

07

20

0

%03.0

1%

03.2

9%

01.4

3%

05.3

9%

02.3

3%

03.4

3%

01.4

1%

02.8

1%

01.3

8%

03.0

0%

00.0

0%

01.4

7%

00.0

0%

02.2

9%

03.0

3%

00.0

0%

00.0

0%

Gra

de

- 8

#882

832

50

69

1495

25

227

24

21

05

013

02

0

%03.2

4%

03.6

0%

01.2

1%

03.9

6%

00.3

9%

04.4

1%

01.6

0%

02.4

5%

01.1

4%

04.5

0%

00.0

0%

07.3

5%

00.0

0%

04.2

5%

00.0

0%

03.5

1%

00.0

0%

Gra

de

- 9

#1,4

67

1,4

31

36

141

1987

22

246

12

25

05

123

04

0

%05.3

8%

06.1

9%

00.8

7%

08.0

9%

00.3

9%

08.7

9%

01.4

1%

02.6

6%

00.5

7%

05.3

5%

00.0

0%

07.3

5%

11.1

1%

07.5

2%

00.0

0%

07.0

2%

00.0

0%

Gra

de

- 1

0#

3,2

02

3,1

75

27

242

22,3

68

15

410

999

07

042

17

0

%11.7

5%

13.7

2%

00.6

6%

13.8

8%

00.7

8%

21.0

8%

00.9

6%

04.4

3%

00.4

3%

21.2

0%

00.0

0%

10.2

9%

00.0

0%

13.7

3%

01.5

2%

12.2

8%

00.0

0%

Gra

de

- 1

1#

998

988

10

57

1730

6146

333

06

015

01

0

%03.6

6%

04.2

7%

00.2

4%

03.2

7%

00.3

9%

06.5

0%

00.3

8%

01.5

8%

00.1

4%

07.0

7%

00.0

0%

08.8

2%

00.0

0%

04.9

0%

00.0

0%

01.7

5%

00.0

0%

Gra

de

#27

26

10

023

02

10

00

01

00

0

WORKFORCE TABLES

90

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

-1

2%

00.1

0%

00.1

1%

00.0

2%

00.0

0%

00.0

0%

00.2

0%

00.0

0%

00.0

2%

00.0

5%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.3

3%

00.0

0%

00.0

0%

00.0

0%

Gra

de

- 1

3#

18

18

01

016

01

00

00

00

00

0

%00.0

7%

00.0

8%

00.0

0%

00.0

6%

00.0

0%

00.1

4%

00.0

0%

00.0

1%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de

- 1

4#

21

21

01

017

03

00

00

00

00

0

%00.0

8%

00.0

9%

00.0

0%

00.0

6%

00.0

0%

00.1

5%

00.0

0%

00.0

3%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de

- 1

5#

88

00

07

01

00

00

00

00

0

%00.0

3%

00.0

3%

00.0

0%

00.0

0%

00.0

0%

00.0

6%

00.0

0%

00.0

1%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

All

O

ther

Wag

e

Gra

de

s

#1

10

00

00

10

00

00

00

00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

1%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

TO

TA

L#

27,2

50

23,1

33

4,1

17

1,7

43

257

11,2

31

1,5

64

9,2

61

2,1

04

467

108

68

9306

66

57

9

%100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

Dat

a sh

ow

n incl

udes

WG

gra

des

for

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

Perc

enta

ges

are

bas

ed o

n c

olu

mn t

ota

ls.

FY 2013 REPORT

91

Table

B5

-2:

PA

RTIC

IPA

TIO

N R

ATES

AC

RO

SS

WA

GE G

RA

DES

- P

erm

an

en

t W

ork

forc

e -

by D

isabilit

y -

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

Gra

de -

1#

840

435

48

357

90

20

11

06

15

65

0

%03.0

8%

02.1

8%

04.3

1%

05.7

9%

06

.36

%01.7

5%

00.0

0%

05.8

8%

01.3

7%

00.0

0%

09.2

3%

09.0

9%

07.3

0%

00.0

0%

Gra

de -

2#

11,0

89

7,5

03

479

3,1

07

85

667

37

938

739

112

543

4

%40.6

9%

37.5

7%

43.0

0%

50.3

9%

60

.54

%58.7

7%

56.9

2%

52.9

4%

52.0

5%

46.6

7%

60.0

0%

67.8

8%

61.0

1%

40.0

0%

Gra

de -

3#

3,3

32

2,5

48

138

646

15

814

10

114

35

22

86

3

%12.2

3%

12.7

6%

12.3

9%

10.4

8%

11

.17

%12.2

8%

15.3

8%

05.8

8%

19.1

8%

20.0

0%

07.6

9%

13.3

3%

09.6

6%

30.0

0%

Gra

de -

4#

1,5

33

1,2

06

39

288

70

12

21

42

35

41

0

%05.6

3%

06.0

4%

03.5

0%

04.6

7%

04

.95

%10.5

3%

03.0

8%

05.8

8%

05.4

8%

13.3

3%

04.6

2%

03.0

3%

04.6

1%

00.0

0%

Gra

de -

5#

1,2

99

990

58

251

45

32

23

04

129

1

%04.7

7%

04.9

6%

05.2

1%

04.0

7%

03

.18

%02.6

3%

03.0

8%

11.7

6%

04.1

1%

00.0

0%

06.1

5%

00.6

1%

03.2

6%

10.0

0%

Gra

de -

6#

1,7

13

1,3

45

64

304

38

33

02

02

325

0

%06.2

9%

06.7

4%

05.7

5%

04.9

3%

02

.69

%02.6

3%

04.6

2%

00.0

0%

02.7

4%

00.0

0%

03.0

8%

01.8

2%

02.8

1%

00.0

0%

Gra

de -

7#

820

639

51

130

28

20

03

01

219

1

%03.0

1%

03.2

0%

04.5

8%

02.1

1%

01

.98

%01.7

5%

00.0

0%

00.0

0%

04.1

1%

00.0

0%

01.5

4%

01.2

1%

02.1

3%

10.0

0%

Gra

de -

8#

882

685

41

156

22

12

01

01

017

0

%03.2

4%

03.4

3%

03.6

8%

02.5

3%

01

.56

%00.8

8%

03.0

8%

00.0

0%

01.3

7%

00.0

0%

01.5

4%

00.0

0%

01.9

1%

00.0

0%

Gra

de -

9#

1,4

67

1,1

51

51

265

42

43

02

03

327

0

%05.3

8%

05.7

6%

04.5

8%

04.3

0%

02

.97

%03.5

1%

04.6

2%

00.0

0%

02.7

4%

00.0

0%

04.6

2%

01.8

2%

03.0

3%

00.0

0%

Gra

de -

10

#3,2

02

2,5

99

112

491

52

45

24

31

132

0

%11.7

5%

13.0

1%

10.0

5%

07.9

6%

03

.68

%03.5

1%

07.6

9%

11.7

6%

05.4

8%

20.0

0%

01.5

4%

00.6

1%

03.6

0%

00.0

0%

Gra

de -

11

#998

805

31

162

12

21

10

00

16

1

%03.6

6%

04.0

3%

02.7

8%

02.6

3%

00

.85

%01.7

5%

01.5

4%

05.8

8%

00.0

0%

00.0

0%

00.0

0%

00.6

1%

00.6

7%

10.0

0%

Gra

de -

12

#27

22

05

10

00

10

00

00

%00.1

0%

00.1

1%

00.0

0%

00.0

8%

00

.07

%00.0

0%

00.0

0%

00.0

0%

01.3

7%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de -

13

#18

14

13

00

00

00

00

00

WORKFORCE TABLES

92

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

%00.0

7%

00.0

7%

00.0

9%

00.0

5%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de -

14

#21

19

11

00

00

00

00

00

%00.0

8%

00.1

0%

00.0

9%

00.0

2%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

Gra

de -

15

#8

80

00

00

00

00

00

0

%00.0

3%

00.0

4%

00.0

0%

00.0

0%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

All

Oth

er

Wag

e

Gra

des

#1

10

00

00

00

00

00

0

%00.0

0%

00.0

1%

00.0

0%

00.0

0%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

TO

TA

L#

27,2

50

19,9

70

1,1

14

6,1

66

1,4

14

114

65

17

73

15

65

165

890

10

%100.0

0%

100.0

0%

100.0

0%

100.0

0%

10

0.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

100.0

0%

Dat

a sh

ow

n incl

udes

WG

gra

des

for

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

Perc

enta

ges

are

bas

ed o

n c

olu

mn t

ota

ls.

FY 2013 REPORT

93

Table

A6

: P

AR

TIC

IPA

TIO

N R

ATES

FO

R M

AJO

R O

CC

UP

ATIO

NS

- P

erm

an

en

t W

ork

forc

e -

Dis

trib

uti

on

by R

ace

/Eth

nic

ity a

nd S

ex -

SEP

– F

Y 2

01

3

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

00

83

Po

lice

#3,1

41

2,9

14

227

324

15

1,8

22

115

642

89

62

213

145

46

1

%100.0

0%

92.7

7%

07.2

2%

10.3

2%

00.4

8%

58.0

1%

03.6

6%

20.4

4%

02.8

3%

01.9

7%

00.0

6%

00.4

1%

00.0

3%

01.4

3%

00.1

3%

00.1

9%

00.0

3%

00

83

RC

LF

100.0

1%

85.1

6%

14.8

5%

10.2

5%

02.2

1%

62.2

3%

08.5

3%

09.0

2%

03.5

6%

02.0

2%

00.2

6%

00.2

0%

00.0

2%

00.8

8%

00.1

4%

00.5

6%

00.1

3%

01

01

So

cial

Sci

en

ce#

2,6

16

1,3

05

1,3

11

91

81

848

826

306

355

24

27

41

25

19

72

%100.0

0%

49.9

0%

50.1

2%

03.4

8%

03.1

0%

32.4

2%

31.5

7%

11.7

0%

13.5

7%

00.9

2%

01.0

3%

00.1

5%

00.0

4%

00.9

6%

00.7

3%

00.2

7%

00.0

8%

01

01

RC

LF

100.0

0%

48.1

5%

51.8

5%

02.8

9%

03.6

4%

37.9

1%

39.6

1%

04.4

0%

04.5

1%

02.1

9%

03.0

9%

00.0

4%

00.0

2%

00.4

1%

00.6

9%

00.3

1%

00.2

9%

02

01

Hu

ma

n

Reso

urc

es

Man

ag

em

en

t

#3,3

05

1,0

50

2,2

55

94

182

663

1,2

57

254

697

20

60

211

10

34

714

%100.0

0%

31.7

7%

68.2

3%

02.8

4%

05.5

1%

20.0

6%

38.0

3%

07.6

9%

21.0

9%

00.6

1%

01.8

2%

00.0

6%

00.3

3%

00.3

0%

01.0

3%

00.2

1%

00.4

2%

02

01

RC

LF

99.9

9%

40.5

8%

59.4

1%

04.7

6%

06.4

0%

29.6

4%

42.5

7%

03.3

6%

06.9

1%

02.3

1%

02.7

0%

00.0

4%

00.0

9%

00.2

6%

00.4

5%

00.2

1%

00.2

9%

02

60

Eq

ual

Em

plo

ym

en

t O

pp

ort

un

ity

#370

162

208

14

14

74

62

67

122

53

00

06

21

%100.0

0%

43.7

8%

56.2

1%

03.7

8%

03.7

8%

20.0

0%

16.7

6%

18.1

1%

32.9

7%

01.3

5%

00.8

1%

00.0

0%

00.0

0%

00.0

0%

01.6

2%

00.5

4%

00.2

7%

02

60

RC

LF

99.9

9%

53.4

0%

46.5

9%

04.5

7%

04.5

9%

40.4

0%

31.7

4%

04.3

2%

06.8

9%

03.1

2%

02.4

2%

00.0

6%

00.1

2%

00.6

2%

00.5

1%

00.3

1%

00.3

2%

03

01

M

isce

llan

eo

us

Ad

min

istr

ati

on

an

d P

rog

ram

#7,2

00

2,7

79

4,4

21

207

259

1,7

12

2,5

46

723

1,3

93

93

140

711

30

52

720

%100.0

0%

38.6

1%

61.4

0%

02.8

8%

03.6

0%

23.7

8%

35.3

6%

10.0

4%

19.3

5%

01.2

9%

01.9

4%

00.1

0%

00.1

5%

00.4

2%

00.7

2%

00.1

0%

00.2

8%

03

01

RC

LF

100.0

0%

37.5

6%

62.4

4%

03.6

8%

06.1

9%

26.3

3%

42.1

5%

03.5

9%

08.6

9%

03.3

6%

04.3

7%

00.0

2%

00.0

5%

00.3

2%

00.5

9%

00.2

6%

00.4

0%

03

40

Pro

gra

m

Man

ag

em

en

t#

749

361

388

16

18

280

266

47

82

11

14

03

74

01

%100.0

0%

48.2

0%

51.7

9%

02.1

4%

02.4

0%

37.3

8%

35.5

1%

06.2

8%

10.9

5%

01.4

7%

01.8

7%

00.0

0%

00.4

0%

00.9

3%

00.5

3%

00.0

0%

00.1

3%

03

40

RC

LF

100.0

0%

37.5

6%

62.4

4%

03.6

8%

06.1

9%

26.3

3%

42.1

5%

03.5

9%

08.6

9%

03.3

6%

04.3

7%

00.0

2%

00.0

5%

00.3

2%

00.5

9%

00.2

6%

00.4

0%

03

43

M

an

ag

em

en

t an

d P

rog

ram

A

naly

sis

#4,9

72

2,0

05

2,9

67

136

146

1,3

80

1,8

40

355

826

107

108

34

15

33

910

%100.0

0%

40.3

3%

59.6

7%

02.7

4%

02.9

4%

27.7

6%

37.0

1%

07.1

4%

16.6

1%

02.1

5%

02.1

7%

00.0

6%

00.0

8%

00.3

0%

00.6

6%

00.1

8%

00.2

0%

03

43

RC

LF

100.0

0%

59.0

5%

40.9

5%

02.7

8%

02.2

3%

47.3

7%

31.1

1%

03.0

1%

03.6

4%

05.2

5%

03.3

6%

00.0

2%

00.0

4%

00.2

9%

00.3

0%

00.3

3%

00.2

7%

05

01

Fin

an

cial

#851

254

597

15

42

191

409

37

113

720

20

212

01

WORKFORCE TABLES

94

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Ad

min

istr

ati

on

an

d P

rog

ram

%100.0

0%

29.8

5%

70.1

6%

01.7

6%

04.9

4%

22.4

4%

48.0

6%

04.3

5%

13.2

8%

00.8

2%

02.3

5%

00.2

4%

00.0

0%

00.2

4%

01.4

1%

00.0

0%

00.1

2%

05

01

RC

LF

100.0

0%

43.9

5%

56.0

5%

04.3

2%

06.2

4%

31.6

3%

37.2

5%

04.7

7%

07.6

9%

02.5

0%

03.8

2%

00.0

0%

00.0

6%

00.3

7%

00.7

9%

00.3

6%

00.

20%

05

11

Au

dit

ing

#214

97

117

811

71

62

12

31

411

00

12

10

%100.0

0%

45.3

4%

54.6

7%

03.7

4%

05.1

4%

33.1

8%

28.9

7%

05.6

1%

14.4

9%

01.8

7%

05.1

4%

00.0

0%

00.0

0%

00.4

7%

00.9

3%

00.4

7%

00.0

0%

05

11

RC

LF

100.0

0%

40.0

1%

59.9

9%

02.4

3%

04.2

1%

30.6

5%

42.5

5%

02.6

3%

05.6

3%

03.9

0%

06.8

3%

00.0

3%

00.0

6%

00.1

8%

00.4

1%

00.1

9%

00.3

0%

06

02

Med

ical

Off

icer

#20,4

03

13,1

49

7,2

54

720

450

9,1

07

4,1

58

520

489

2,5

89

2,0

16

21

11

171

118

21

12

%100.0

0%

64.4

5%

35.5

6%

03.5

3%

02.2

1%

44.6

4%

20.3

8%

02.5

5%

02.4

0%

12.6

9%

09.8

8%

00.1

0%

00.0

5%

00.8

4%

00.5

8%

00.1

0%

00.0

6%

06

02

RC

LF

99.9

8%

67.5

5%

32.4

3%

03.9

2%

01.9

2%

48.8

4%

20.1

3%

02.6

7%

02.3

3%

11.4

6%

07.6

2%

00.0

2%

00.0

2%

00.2

1%

00.1

3%

00.4

3%

00.2

8%

06

10

Nu

rse

#57,4

31

9,7

62

47,6

69

823

2,4

87

6,7

09

30,4

16

1,0

22

8,7

12

1,0

27

5,2

40

22

106

145

626

14

82

%100.0

0%

16.9

9%

82.9

9%

01.4

3%

04.3

3%

11.6

8%

52.9

6%

01.7

8%

15.1

7%

01.7

9%

09.1

2%

00.0

4%

00.1

8%

00.2

5%

01.0

9%

00.0

2%

00.1

4%

06

10

RC

LF

100.0

0%

09.0

1%

90.9

9%

00.6

4%

03.9

9%

06.2

5%

69.8

4%

00.8

9%

08.9

8%

01.1

0%

07.0

5%

00.0

1%

00.0

7%

00.0

7%

00.6

4%

00.0

5%

00.4

2%

06

20

Pra

ctic

al

Nu

rse

#13,7

34

2,4

15

11,3

19

281

704

1,3

83

6,4

25

495

3,3

80

193

566

12

31

39

183

12

30

%100.0

0%

17.5

9%

82.4

2%

02.0

5%

05.1

3%

10.0

7%

46.7

8%

03.6

0%

24.6

1%

01.4

1%

04.1

2%

00.0

9%

00.2

3%

00.2

8%

01.3

3%

00.0

9%

00.2

2%

06

20

RC

LF

100.0

1%

07.4

0%

92.6

1%

00.8

2%

06.4

3%

03.9

4%

59.9

4%

01.8

5%

21.6

9%

00.6

6%

03.0

6%

00.0

2%

00.0

6%

00.0

6%

00.9

5%

00.0

5%

00.4

8%

06

21

Nu

rsin

g

Ass

ista

nt

#10,7

86

2,8

76

7,9

10

272

491

1,0

67

2,6

45

1,3

38

4,1

73

146

434

12

21

30

123

11

23

%100.0

0%

26.6

5%

73.3

2%

02.5

2%

04.5

5%

09.8

9%

24.5

2%

12.4

0%

38.6

9%

01.3

5%

04.0

2%

00.1

1%

00.1

9%

00.2

8%

01.1

4%

00.1

0%

00.2

1%

06

21

RC

LF

99.9

8%

12.0

3%

87.9

5%

01.4

9%

11.2

8%

05.5

9%

41.5

6%

03.7

0%

29.7

3%

00.9

4%

03.3

0%

00.0

3%

00.1

7%

00.1

6%

01.2

2%

00.1

2%

00.6

9%

06

44

Med

ical

Tech

no

log

ist

#4,3

45

1,2

04

3,1

41

96

270

760

1,9

82

135

403

193

417

23

16

58

28

%100.0

0%

27.7

2%

72.2

9%

02.2

1%

06.2

1%

17.4

9%

45.6

2%

03.1

1%

09.2

8%

04.4

4%

09.6

0%

00.0

5%

00.0

7%

00.3

7%

01.3

3%

00.0

5%

00.1

8%

06

44

RC

LF

99.9

8%

25.9

3%

74.0

5%

02.9

7%

05.7

5%

14.9

0%

48.0

8%

03.6

2%

10.6

4%

04.0

4%

08.4

5%

00.0

5%

00.0

9%

00.1

7%

00.5

6%

00.1

8%

00.4

8%

06

47

D

iag

no

stic

R

ad

iolo

gic

T

ech

no

log

ist

#3,5

15

1,6

06

1,9

09

156

92

1,0

09

1,4

53

285

268

125

62

43

23

28

43

%100.0

0%

45.6

9%

54.3

2%

04.4

4%

02.6

2%

28.7

1%

41.3

4%

08.1

1%

07.6

2%

03.5

6%

01.7

6%

00.1

1%

00.0

9%

00.6

5%

00.8

0%

00.1

1%

00.0

9%

06

47

RC

LF

100.0

1%

28.1

9%

71.8

2%

03.9

2%

04.7

4%

18.2

6%

58.4

8%

03.0

8%

05.5

1%

02.5

1%

02.3

1%

00.0

6%

00.0

4%

00.2

0%

00.5

0%

00.1

6%

00.2

4%

06

60

#

6,9

12

2,6

14

4,2

98

88

206

2,0

54

2,8

20

134

410

303

790

34

28

56

412

FY 2013 REPORT

95

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Ph

arm

aci

st%

100.0

0%

37.8

2%

62.1

8%

01.2

7%

02.9

8%

29.7

2%

40.8

0%

01.9

4%

05.9

3%

04.3

8%

11.4

3%

00.0

4%

00.0

6%

00.4

1%

00.8

1%

00.0

6%

00.1

7%

06

60

RC

LF

100.0

0%

47.3

5%

52.6

5%

01.5

7%

02.1

2%

37.0

3%

36.2

6%

02.0

6%

03.6

8%

06.2

1%

10.1

6%

00.0

4%

00.0

3%

00.2

1%

00.2

0%

00.2

3%

00.2

0%

06

75

Med

ical

Reco

rds

Tech

nic

ian

#2,2

93

337

1,9

56

26

128

183

1,2

22

100

506

20

62

03

733

12

%100.0

0%

14.6

9%

85.3

0%

01.1

3%

05.5

8%

07.9

8%

53.2

9%

04.3

6%

22.0

7%

00.8

7%

02.7

0%

00.0

0%

00.1

3%

00.3

1%

01.4

4%

00.0

4%

00.0

9%

06

75

RC

LF

100.0

1%

10.3

8%

89.6

3%

01.5

6%

11.2

3%

04.8

9%

57.0

3%

02.2

9%

15.3

9%

01.3

8%

03.8

4%

00.0

0%

00.1

5%

00.1

8%

01.7

0%

00.0

8%

00.2

9%

09

05

Gen

era

l A

tto

rney

#983

443

540

10

11

365

395

41

101

21

29

00

54

10

%100.0

0%

45.0

7%

54.9

3%

01.0

2%

01.1

2%

37.1

3%

40.1

8%

04.1

7%

10.2

7%

02.1

4%

02.9

5%

00.0

0%

00.0

0%

00.5

1%

00.4

1%

00.1

0%

00.0

0%

09

05

RC

LF

100.0

1%

66.5

8%

33.4

3%

02.6

5%

01.9

2%

59.2

1%

26.5

4%

02.1

5%

02.6

3%

02.0

2%

01.9

0%

00.0

2%

00.0

1%

00.3

1%

00.2

3%

00.2

2%

00.2

0%

09

86

Leg

al

Ass

ista

nce

#79

12

67

04

428

734

01

00

10

00

%100.0

0%

15.1

9%

84.8

1%

00.0

0%

05.0

6%

05.0

6%

35.4

4%

08.8

6%

43.0

4%

00.0

0%

01.2

7%

00.0

0%

00.0

0%

01.2

7%

00.0

0%

00.0

0%

00.0

0%

09

86

RC

LF

99.9

9%

26.2

6%

73.7

3%

02.2

6%

07.7

7%

19.0

1%

54.6

5%

02.6

8%

07.4

8%

01.9

0%

02.4

3%

00.0

1%

00.0

9%

00.3

0%

00.8

7%

00.1

0%

00.4

4%

09

96

Ve

tera

ns

Cla

ims

Exam

inin

g

#11,2

91

5,3

31

5,9

60

328

299

3,4

82

3,4

00

1,1

60

1,8

41

171

176

23

10

151

202

16

32

%100.0

0%

47.2

0%

52.7

9%

02.9

0%

02.6

5%

30.8

4%

30.1

1%

10.2

7%

16.3

1%

01.5

1%

01.5

6%

00.2

0%

00.0

9%

01.3

4%

01.7

9%

00.1

4%

00.2

8%

09

96

RC

LF

100.0

1%

38.2

0%

61.8

1%

02.9

8%

05.6

8%

29.9

2%

41.1

8%

03.3

9%

11.6

9%

01.5

8%

02.4

6%

00.0

3%

00.0

8%

00.1

8%

00.4

2%

00.1

2%

00.3

0%

09

98

Cla

ims

Ass

ista

nce

an

d

Exam

inin

g

#2,1

77

1,0

58

1,1

19

88

60

564

562

336

441

38

30

64

19

17

75

%100.0

0%

48.6

0%

51.4

1%

04.0

4%

02.7

6%

25.9

1%

25.8

2%

15.4

3%

20.2

6%

01.7

5%

01.3

8%

00.2

8%

00.1

8%

00.8

7%

00.7

8%

00.3

2%

00.2

3%

09

98

RC

LF

99.9

9%

25.0

1%

74.9

8%

03.1

6%

08.1

9%

16.5

5%

51.5

7%

03.2

8%

10.9

0%

01.4

8%

02.9

1%

00.0

7%

00.1

5%

00.3

1%

00.8

6%

00.1

6%

00.4

0%

11

01

Gen

era

l B

usi

ness

an

d

Ind

ust

ry

#650

352

298

24

16

238

190

77

72

10

11

10

26

03

%100.0

0%

54.1

6%

45.8

4%

03.6

9%

02.4

6%

36.6

2%

29.2

3%

11.8

5%

11.0

8%

01.5

4%

01.6

9%

00.1

5%

00.0

0%

00.3

1%

00.9

2%

00.0

0%

00.4

6%

11

01

RC

LF

100.0

0%

37.5

6%

62.4

4%

03.6

8%

06.1

9%

26.3

3%

42.1

5%

03.5

9%

08.6

9%

03.3

6%

04.3

7%

00.0

2%

00.0

5%

00.3

2%

00.5

9%

00.2

6%

00.4

0%

11

65

Lo

an

S

peci

ali

st#

487

229

258

11

14

151

160

60

76

47

10

01

20

%100.0

0%

47.0

3%

52.9

8%

02.2

6%

02.8

7%

31.0

1%

32.8

5%

12.3

2%

15.6

1%

00.8

2%

01.4

4%

00.2

1%

00.0

0%

00.0

0%

00.2

1%

00.4

1%

00.0

0%

11

65

RC

LF

100.0

1%

46.6

7%

53.3

4%

04.7

8%

06.4

8%

35.2

8%

36.8

4%

03.7

3%

06.2

1%

02.3

4%

03.0

3%

00.0

8%

00.1

3%

00.2

1%

00.3

2%

00.2

5%

00.3

3%

11

71

#

246

181

65

85

136

38

28

17

41

20

32

02

WORKFORCE TABLES

96

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Ap

pra

isin

g0

%100.0

0%

73.5

7%

26.4

2%

03.2

5%

02.0

3%

55.2

8%

15.4

5%

11.3

8%

06.9

1%

01.6

3%

00.4

1%

00.8

1%

00.0

0%

01.2

2%

00.8

1%

00.0

0%

00.8

1%

11

71

RC

LF

99.9

9%

66.0

2%

33.9

7%

03.0

5%

02.0

0%

58.8

4%

28.4

8%

01.8

7%

01.8

6%

01.7

1%

01.0

4%

00.0

4%

00.0

2%

00.2

6%

00.4

9%

00.2

5%

00.0

8%

16

30

C

em

ete

ry

Ad

min

istr

ati

on

#94

71

23

21

53

10

12

61

30

02

11

2

%100.0

0%

75.5

3%

24.4

6%

02.1

3%

01.0

6%

56.3

8%

10.6

4%

12.7

7%

06.3

8%

01.0

6%

03.1

9%

00.0

0%

00.0

0%

02.1

3%

01.0

6%

01.0

6%

02.1

3%

16

30

RC

LF

100.0

0%

37.5

6%

62.4

4%

03.6

8%

06.1

9%

26.3

3%

42.1

5%

03.5

9%

08.6

9%

03.3

6%

04.3

7%

00.0

2%

00.0

5%

00.3

2%

00.5

9%

00.2

6%

00.4

0%

18

11

Cri

min

al

Invest

iga

tin

g#

60

56

42

036

115

21

10

01

01

0

%100.0

0%

93.3

4%

06.6

7%

03.3

3%

00.0

0%

60.0

0%

01.6

7%

25.0

0%

03.3

3%

01.6

7%

01.6

7%

00.0

0%

00.0

0%

01.6

7%

00.0

0%

01.6

7%

00.0

0%

18

11

RC

LF

100.0

1%

76.3

4%

23.6

7%

08.2

8%

03.0

3%

57.7

4%

15.2

9%

07.5

0%

04.3

4%

01.6

0%

00.5

3%

00.0

7%

00.0

3%

00.8

0%

00.2

9%

00.3

5%

00.1

6%

22

10

In

form

ati

on

T

ech

no

log

y

Man

ag

em

en

t

#6,6

77

5,0

09

1,6

68

378

93

3,4

05

1,0

81

824

363

302

109

83

70

13

22

6

%100.0

0%

75.0

2%

24.9

7%

05.6

6%

01.3

9%

51.0

0%

16.1

9%

12.3

4%

05.4

4%

04.5

2%

01.6

3%

00.1

2%

00.0

4%

01.0

5%

00.1

9%

00.3

3%

00.0

9%

22

10

RC

LF

100.0

0%

70.6

2%

29.3

8%

05.7

8%

02.3

0%

50.5

8%

20.1

7%

06.6

9%

04.4

1%

06.5

2%

01.9

9%

00.1

2%

00.0

5%

00.5

1%

00.2

8%

00.4

2%

00.1

8%

47

54

C

em

ete

ry

Care

takin

g

#579

561

18

70

3373

14

89

08

07

112

02

0

%100.0

0%

96.8

9%

03.1

1%

12.0

9%

00.5

2%

64.4

2%

02.4

2%

15.3

7%

00.0

0%

01.3

8%

00.0

0%

01.2

1%

00.1

7%

02.0

7%

00.0

0%

00.3

5%

00.0

0%

47

54

RC

LF

99.9

8%

93.5

5%

06.4

3%

38.2

7%

01.2

5%

44.1

9%

04.3

9%

08.2

7%

00.5

0%

01.1

9%

00.1

2%

00.1

6%

00.0

2%

00.9

7%

00.1

2%

00.5

0%

00.0

3%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

This

fix

ed lis

t of m

ajor

occ

upat

ions

was

iden

tified

by

OD

I.RCLF

com

par

isons

are

bas

ed o

n 2

010 C

ensu

s N

atio

nal

Dat

a.Fo

r VH

A,

the

met

hodolo

gy

for

com

puting R

CLF

has

chan

ged

. The

new

met

hodolo

gy

use

s st

ate

leve

l dat

a fo

r det

erm

inin

g R

CLF

and is

consi

sten

t w

ith t

he

met

hodolo

gy

for

VBA a

nd N

CA.

FY 2013 REPORT

97

Table

B6

: P

AR

TIC

IPA

TIO

N R

ATES

FO

R M

AJO

R O

CC

UP

ATIO

NS

- P

erm

an

en

t W

ork

forc

e -

Dis

trib

uti

on

by D

isabilit

y -

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

00

83

Po

lice

#3,1

41

2,5

91

170

380

19

03

15

02

08

0

%100.0

0%

82.4

9%

05.4

1%

12.1

0%

00

.60

%00.0

0%

00.1

0%

00.0

3%

00.1

6%

00.0

0%

00.0

6%

00.0

0%

00.2

5%

00.0

0%

01

01

So

cial

Sci

en

ce#

2,6

16

1,8

69

117

630

10

31

13

415

10

61

53

0

%100.0

0%

71.4

4%

04.4

7%

24.0

8%

03

.94

%00.0

4%

00.5

0%

00.1

5%

00.5

7%

00.3

8%

00.2

3%

00.0

4%

02.0

3%

00.0

0%

02

01

Hu

ma

n

Reso

urc

es

Man

ag

em

en

t

#3,3

05

2,6

11

101

593

79

36

211

17

048

1

%100.0

0%

79.0

0%

03.0

6%

17.9

4%

02

.39

%00.0

9%

00.1

8%

00.0

6%

00.3

3%

00.0

3%

00.2

1%

00.0

0%

01.4

5%

00.0

3%

02

60

Eq

ual

Em

plo

ym

en

t O

pp

ort

un

ity

#370

245

23

102

25

11

14

11

015

1

%100.0

0%

66.2

2%

06.2

2%

27.5

7%

06

.76

%00.2

7%

00.2

7%

00.2

7%

01.0

8%

00.2

7%

00.2

7%

00.0

0%

04.0

5%

00.2

7%

03

01

Mis

cell

an

eo

us

Ad

min

istr

ati

on

an

d

Pro

gra

m

#7,2

00

5,8

67

236

1,0

97

12

44

78

17

411

170

2

%100.0

0%

81.4

9%

03.2

8%

15.2

4%

01

.72

%00.0

6%

00.1

0%

00.1

1%

00.2

4%

00.0

6%

00.1

5%

00.0

1%

00.9

7%

00.0

3%

03

40

Pro

gra

m

Man

ag

em

en

t#

749

638

21

90

10

00

14

10

04

0

%100.0

0%

85.1

8%

02.8

0%

12.0

2%

01

.34

%00.0

0%

00.0

0%

00.1

3%

00.5

3%

00.1

3%

00.0

0%

00.0

0%

00.5

3%

00.0

0%

03

43

Ma

nag

em

en

t an

d P

rog

ram

An

aly

sis

#4,9

72

4,1

95

147

630

73

111

414

36

231

1

%100.0

0%

84.3

7%

02.9

6%

12.6

7%

01

.47

%00.0

2%

00.2

2%

00.0

8%

00.2

8%

00.0

6%

00.1

2%

00.0

4%

00.6

2%

00.0

2%

05

01

Fin

an

cial

Ad

min

istr

ati

on

an

d

Pro

gra

m

#851

721

33

97

80

11

10

00

50

%100.0

0%

84.7

2%

03.8

8%

11.4

0%

00

.94

%00.0

0%

00.1

2%

00.1

2%

00.1

2%

00.0

0%

00.0

0%

00.0

0%

00.5

9%

00.0

0%

05

11

Au

dit

ing

#214

167

839

41

00

00

10

20

%100.0

0%

78.0

4%

03.7

4%

18.2

2%

01

.87

%00.4

7%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.4

7%

00.0

0%

00.9

3%

00.0

0%

06

02

Med

ical

Off

icer

#20,4

03

18,9

82

380

1,0

41

98

15

721

14

13

036

1

%100.0

0%

93.0

4%

01.8

6%

05.1

0%

00

.48

%00.0

0%

00.0

2%

00.0

3%

00.1

0%

00.0

7%

00.0

6%

00.0

0%

00.1

8%

00.0

0%

06

10

Nu

rse

#57,4

31

52,4

92

975

3,9

64

32

96

33

726

257

1189

8

%100.0

0%

91.4

0%

01.7

0%

06.9

0%

00

.57

%00.0

1%

00.0

6%

00.0

1%

00.0

5%

00.0

0%

00.1

0%

00.0

0%

00.3

3%

00.0

1%

06

20

Pra

ctic

al

Nu

rse

#13,7

34

12,3

27

222

1,1

85

12

23

15

27

133

158

2

%100.0

0%

89.7

6%

01.6

2%

08.6

3%

00

.89

%00.0

2%

00.1

1%

00.0

1%

00.0

5%

00.0

1%

00.2

4%

00.0

1%

00.4

2%

00.0

1%

06

21

Nu

rsin

g

#10,7

86

9,6

28

273

885

12

04

20

37

217

858

1

WORKFORCE TABLES

98

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

Ass

ista

nt

%100.0

0%

89.2

6%

02.5

3%

08.2

1%

01

.11

%00.0

4%

00.1

9%

00.0

3%

00.0

6%

00.0

2%

00.1

6%

00.0

7%

00.5

4%

00.0

1%

06

44

Med

ical

Tech

no

log

ist

#4,3

45

3,9

58

75

312

42

40

46

16

021

0

%100.0

0%

91.0

9%

01.7

3%

07.1

8%

00

.97

%00.0

9%

00.0

0%

00.0

9%

00.1

4%

00.0

2%

00.1

4%

00.0

0%

00.4

8%

00.0

0%

06

47

Dia

gn

ost

ic

Rad

iolo

gic

T

ech

no

log

ist

#3,5

15

3,1

70

67

278

30

32

02

16

016

0

%100.0

0%

90.1

8%

01.9

1%

07.9

1%

00

.85

%00.0

9%

00.0

6%

00.0

0%

00.0

6%

00.0

3%

00.1

7%

00.0

0%

00.4

6%

00.0

0%

06

60

Ph

arm

aci

st#

6,9

12

6,5

34

87

291

31

21

25

06

015

0

%100.0

0%

94.5

3%

01.2

6%

04.2

1%

00

.45

%00.0

3%

00.0

1%

00.0

3%

00.0

7%

00.0

0%

00.0

9%

00.0

0%

00.2

2%

00.0

0%

06

75

Med

ical

Reco

rds

Tech

nic

ian

#2,2

93

1,9

27

44

322

44

65

32

15

220

0

%100.0

0%

84.0

4%

01.9

2%

14.0

4%

01

.92

%00.2

6%

00.2

2%

00.1

3%

00.0

9%

00.0

4%

00.2

2%

00.0

9%

00.8

7%

00.0

0%

09

05

Gen

era

l A

tto

rney

#983

886

35

62

70

01

10

10

31

%100.0

0%

90.1

3%

03.5

6%

06.3

1%

00

.71

%00.0

0%

00.0

0%

00.1

0%

00.1

0%

00.0

0%

00.1

0%

00.0

0%

00.3

1%

00.1

0%

09

86

Leg

al

Ass

ista

nce

#79

63

412

10

00

00

01

00

%100.0

0%

79.7

5%

05.0

6%

15.1

9%

01

.27

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

01.2

7%

00.0

0%

00.0

0%

09

96

Ve

tera

ns

Cla

ims

Exam

inin

g#

11,2

91

8,8

65

445

1,9

81

20

59

10

16

31

714

0114

4

%100.0

0%

78.5

1%

03.9

4%

17.5

4%

01

.82

%00.0

8%

00.0

9%

00.1

4%

00.2

7%

00.0

6%

00.1

2%

00.0

0%

01.0

1%

00.0

4%

09

98

Cla

ims

Ass

ista

nce

an

d

Exam

inin

g

#2,1

77

1,4

43

90

644

10

718

24

13

110

058

1

%100.0

0%

66.2

8%

04.1

3%

29.5

8%

04

.92

%00.8

3%

00.0

9%

00.1

8%

00.6

0%

00.0

5%

00.4

6%

00.0

0%

02.6

6%

00.0

5%

11

01

Gen

era

l B

usi

ness

an

d

Ind

ust

ry

#650

549

23

78

11

10

02

01

07

0

%100.0

0%

84.4

6%

03.5

4%

12.0

0%

01

.69

%00.1

5%

00.0

0%

00.0

0%

00.3

1%

00.0

0%

00.1

5%

00.0

0%

01.0

8%

00.0

0%

11

65

Lo

an

Sp

eci

ali

st#

487

402

13

72

91

10

11

20

30

%100.0

0%

82.5

5%

02.6

7%

14.7

8%

01

.85

%00.2

1%

00.2

1%

00.0

0%

00.2

1%

00.2

1%

00.4

1%

00.0

0%

00.6

2%

00.0

0%

11

71

Ap

pra

isin

g#

246

190

14

42

30

01

00

10

10

%100.0

0%

77.2

4%

05.6

9%

17.0

7%

01

.22

%00.0

0%

00.0

0%

00.4

1%

00.0

0%

00.0

0%

00.4

1%

00.0

0%

00.4

1%

00.0

0%

16

30

Ce

mete

ry

Ad

min

istr

ati

on

#94

58

531

30

01

10

00

10

%100.0

0%

61.7

0%

05.3

2%

32.9

8%

03

.19

%00.0

0%

00.0

0%

01.0

6%

01.0

6%

00.0

0%

00.0

0%

00.0

0%

01.0

6%

00.0

0%

18

11

Cri

min

al

#60

52

35

00

00

00

00

00

FY 2013 REPORT

99

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

Invest

iga

tin

g%

100.0

0%

86.6

7%

05.0

0%

08.3

3%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

22

10

In

form

ati

on

T

ech

no

log

y

Man

ag

em

en

t

#6,6

77

5,3

06

250

1,1

21

12

012

11

516

620

147

2

%100.0

0%

79.4

7%

03.7

4%

16.7

9%

01

.80

%00.1

8%

00.1

6%

00.0

7%

00.2

4%

00.0

9%

00.3

0%

00.0

1%

00.7

0%

00.0

3%

47

54

Ce

mete

ry

Care

takin

g#

579

369

33

177

29

20

02

11

023

0

%100.0

0%

63.7

3%

05.7

0%

30.5

7%

05

.01

%00.3

5%

00.0

0%

00.0

0%

00.3

5%

00.1

7%

00.1

7%

00.0

0%

03.9

7%

00.0

0%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

This

fix

ed lis

t of m

ajor

occ

upat

ions

was

iden

tified

by

OD

I.

WORKFORCE TABLES

100

Table

A7

: A

PP

LIC

AN

T A

ND

HIR

ES

FO

R M

AJO

R O

CC

UP

ATIO

NS

- P

erm

an

en

t W

ork

forc

e -

Dis

trib

uti

on

by R

ace

/Eth

nic

ity a

nd S

ex -

SEP

– F

Y 2

01

3

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

00

83

Po

lice

To

tal

Rece

ived

#27,6

07

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#15,8

76

14,6

59

1,2

17

4,3

00

287

6,6

52

487

2,7

77

379

434

21

37

2122

14

337

27

%100.0

0%

92.3

3%

7.6

7%

27.0

8%

1.8

1%

41.9

0%

3.0

7%

17.4

9%

2.3

9%

2.7

3%

0.1

3%

0.2

3%

0.0

1%

0.7

7%

0.0

9%

2.1

2%

0.1

7%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#8,4

82

7,9

33

549

2,4

14

133

3,6

00

232

1,4

25

163

239

921

057

3177

9

%100.0

0%

93.5

3%

6.4

7%

28.4

6%

1.5

7%

42.4

4%

2.7

4%

16.8

0%

1.9

2%

2.8

2%

0.1

1%

0.2

5%

0.0

0%

0.6

7%

0.0

4%

2.0

9%

0.1

1%

Sele

cted

of

tho

se

Iden

tifi

ed

#294

273

21

84

2131

11

47

33

00

02

16

4

%100.0

0%

92.8

6%

7.1

4%

28.5

7%

0.6

8%

44.5

6%

3.7

4%

15.9

9%

1.0

2%

1.0

2%

0.0

0%

0.0

0%

0.0

0%

0.6

8%

0.3

4%

2.0

4%

1.3

6%

00

83

RC

LF

100.0

1%

85.1

6%

14.8

5%

10.2

5%

02.2

1%

62.2

3%

08.5

3%

09.0

2%

03.5

6%

02.0

2%

00.2

6%

00.2

0%

00.0

2%

00.8

8%

00.1

4%

00.5

6%

00.1

3%

01

01

So

cial

Sci

en

ce

To

tal

Rece

ived

#22,6

21

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#11,9

76

3,9

71

8,0

05

818

1,3

29

1,6

92

3,1

56

1,1

94

3,0

91

116

217

13

15

32

71

106

126

%100.0

0%

33.1

6%

66.8

4%

6.8

3%

11.1

0%

14.1

3%

26.3

5%

9.9

7%

25.8

1%

0.9

7%

1.8

1%

0.1

1%

0.1

3%

0.2

7%

0.5

9%

0.8

9%

1.0

5%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#4,8

45

1,5

47

3,2

98

364

517

662

1,2

91

441

1,3

41

40

71

33

730

30

45

%100.0

0%

31.9

3%

68.0

7%

7.5

1%

10.6

7%

13.6

6%

26.6

5%

9.1

0%

27.6

8%

0.8

3%

1.4

7%

0.0

6%

0.0

6%

0.1

4%

0.6

2%

0.6

2%

0.9

3%

Sele

cted

of

tho

se

Iden

tifi

ed

#155

57

98

10

14

32

44

13

34

02

00

02

22

%100.0

0%

36.7

7%

63.2

3%

6.4

5%

9.0

3%

20.6

5%

28.3

9%

8.3

9%

21.9

4%

0.0

0%

1.2

9%

0.0

0%

0.0

0%

0.0

0%

1.2

9%

1.2

9%

1.2

9%

01

01

RC

LF

100.0

0%

48.1

5%

51.8

5%

02.8

9%

03.6

4%

37.9

1%

39.6

1%

04.4

0%

04.5

1%

02.1

9%

03.0

9%

00.0

4%

00.0

2%

00.4

1%

00.6

9%

00.3

1%

00.2

9%

02

01

Hu

ma

n R

eso

urc

es

Man

ag

em

en

t

To

tal

Rece

ived

#44,4

40

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#22,7

35

11,0

38

11,6

97

2,4

55

2,1

50

4,4

07

3,6

38

3,3

22

5,0

19

514

438

33

57

124

86

183

309

%100.0

0%

48.5

5%

51.4

5%

10.8

0%

9.4

6%

19.3

8%

16.0

0%

14.6

1%

22.0

8%

2.2

6%

1.9

3%

0.1

5%

0.2

5%

0.5

5%

0.3

8%

0.8

0%

1.3

6%

FY 2013 REPORT

101

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#10,9

48

4,9

83

5,9

65

1,0

41

1,0

26

2,0

27

1,8

98

1,4

84

2,5

29

300

279

829

51

50

72

154

%100.0

0%

45.5

2%

54.4

8%

9.5

1%

9.3

7%

18.5

1%

17.3

4%

13.5

5%

23.1

0%

2.7

4%

2.5

5%

0.0

7%

0.2

6%

0.4

7%

0.4

6%

0.6

6%

1.4

1%

Sele

cted

of

tho

se

Iden

tifi

ed

#239

88

151

22

21

39

72

23

53

31

00

00

14

%100.0

0%

36.8

2%

63.1

8%

9.2

1%

8.7

9%

16.3

2%

30.1

3%

9.6

2%

22.1

8%

1.2

6%

0.4

2%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.4

2%

1.6

7%

02

01

RC

LF

99.9

9%

40.5

8%

59.4

1%

04.7

6%

06.4

0%

29.6

4%

42.5

7%

03.3

6%

06.9

1%

02.3

1%

02.7

0%

00.0

4%

00.0

9%

00.2

6%

00.4

5%

00.2

1%

00.2

9%

02

60

Eq

ual

Em

plo

ym

en

t O

pp

ort

un

ity

To

tal

Rece

ived

#4,5

97

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#3,4

26

1,8

30

1,5

96

532

340

530

306

635

872

48

25

20

424

15

41

34

%100.0

0%

53.4

2%

46.5

8%

15.5

3%

9.9

2%

15.4

7%

8.9

3%

18.5

3%

25.4

5%

1.4

0%

0.7

3%

0.5

8%

0.1

2%

0.7

0%

0.4

4%

1.2

0%

0.9

9%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#1,6

27

853

774

231

146

243

133

312

468

14

916

115

622

11

%100.0

0%

52.4

3%

47.5

7%

14.2

0%

8.9

7%

14.9

4%

8.1

7%

19.1

8%

28.7

6%

0.8

6%

0.5

5%

0.9

8%

0.0

6%

0.9

2%

0.3

7%

1.3

5%

0.6

8%

Sele

cted

of

tho

se

Iden

tifi

ed

#47

23

24

43

73

10

18

00

00

00

20

%100.0

0%

48.9

4%

51.0

6%

8.5

1%

6.3

8%

14.8

9%

6.3

8%

21.2

8%

38.3

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

4.2

6%

0.0

0%

02

60

RC

LF

99.9

9%

53.4

0%

46.5

9%

04.5

7%

04.5

9%

40.4

0%

31.7

4%

04.3

2%

06.8

9%

03.1

2%

02.4

2%

00.0

6%

00.1

2%

00.6

2%

00.5

1%

00.3

1%

00.3

2%

03

01

Mis

cell

an

eo

us

Ad

min

istr

ati

on

an

d P

rog

ram

To

tal

Rece

ived

#77,3

66

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#39,9

65

19,2

90

20,6

75

4,4

12

3,8

89

7,3

44

5,9

49

5,7

42

9,0

83

1,0

33

982

83

99

261

179

415

494

%100.0

0%

48.2

7%

51.7

3%

11.0

4%

9.7

3%

18.3

8%

14.8

9%

14.3

7%

22.7

3%

2.5

8%

2.4

6%

0.2

1%

0.2

5%

0.6

5%

0.4

5%

1.0

4%

1.2

4%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#22,6

71

10,1

48

12,5

23

2,3

65

2,2

53

3,8

10

3,5

61

2,9

44

5,5

82

679

672

41

59

107

108

202

288

%100.0

0%

44.7

6%

55.2

4%

10.4

3%

9.9

4%

16.8

1%

15.7

1%

12.9

9%

24.6

2%

3.0

0%

2.9

6%

0.1

8%

0.2

6%

0.4

7%

0.4

8%

0.8

9%

1.2

7%

Sele

cted

of

tho

se

Iden

tifi

ed

#384

174

210

36

37

78

98

41

59

511

00

10

14

4

%100.0

0%

45.3

1%

54.6

9%

9.3

8%

9.6

4%

20.3

1%

25.5

2%

10.6

8%

15.3

6%

1.3

0%

2.8

6%

0.0

0%

0.0

0%

2.6

0%

0.2

6%

1.0

4%

1.0

4%

03

01

RC

LF

100.0

0%

37.5

6%

62.4

4%

03.6

8%

06.1

9%

26.3

3%

42.1

5%

03.5

9%

08.6

9%

03.3

6%

04.3

7%

00.0

2%

00.0

5%

00.3

2%

00.5

9%

00.2

6%

00.4

0%

03

40

Pro

gra

m M

an

ag

em

en

t

WORKFORCE TABLES

102

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

To

tal

Rece

ived

#5,3

19

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#2,8

39

1,8

92

947

370

170

982

362

387

323

67

49

21

43

10

41

32

%100.0

0%

66.6

4%

33.3

6%

13.0

3%

5.9

9%

34.5

9%

12.7

5%

13.6

3%

11.3

8%

2.3

6%

1.7

3%

0.0

7%

0.0

4%

1.5

1%

0.3

5%

1.4

4%

1.1

3%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#1,0

55

642

413

131

64

318

182

138

120

29

24

11

15

510

17

%100.0

0%

60.8

5%

39.1

5%

12.4

2%

6.0

7%

30.1

4%

17.2

5%

13.0

8%

11.3

7%

2.7

5%

2.2

7%

0.0

9%

0.0

9%

1.4

2%

0.4

7%

0.9

5%

1.6

1%

Sele

cted

of

tho

se

Iden

tifi

ed

#20

812

31

38

13

00

00

10

00

%100.0

0%

40.0

0%

60.0

0%

15.0

0%

5.0

0%

15.0

0%

40.0

0%

5.0

0%

15.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

5.0

0%

0.0

0%

0.0

0%

0.0

0%

03

40

RC

LF

100.0

0%

37.5

6%

62.4

4%

03.6

8%

06.1

9%

26.3

3%

42.1

5%

03.5

9%

08.6

9%

03.3

6%

04.3

7%

00.0

2%

00.0

5%

00.3

2%

00.5

9%

00.2

6%

00.4

0%

03

43

Ma

nag

em

en

t an

d P

rog

ram

An

aly

sis

To

tal

Rece

ived

#67,9

51

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#36,0

15

20,3

47

15,6

68

4,6

28

2,8

96

8,2

93

4,7

75

5,4

96

6,5

64

1,2

33

803

46

33

297

119

354

478

%100.0

0%

56.5

0%

43.5

0%

12.8

5%

8.0

4%

23.0

3%

13.2

6%

15.2

6%

18.2

3%

3.4

2%

2.2

3%

0.1

3%

0.0

9%

0.8

2%

0.3

3%

0.9

8%

1.3

3%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#19,2

87

10,2

64

9,0

23

2,2

85

1,5

42

4,2

57

2,8

55

2,7

00

3,7

93

733

512

21

15

132

53

136

253

%100.0

0%

53.2

2%

46.7

8%

11.8

5%

8.0

0%

22.0

7%

14.8

0%

14.0

0%

19.6

7%

3.8

0%

2.6

5%

0.1

1%

0.0

8%

0.6

8%

0.2

7%

0.7

1%

1.3

1%

Sele

cted

of

tho

se

Iden

tifi

ed

#395

199

196

41

33

110

109

32

46

13

51

21

11

0

%100.0

0%

50.3

8%

49.6

2%

10.3

8%

8.3

5%

27.8

5%

27.5

9%

8.1

0%

11.6

5%

3.2

9%

1.2

7%

0.2

5%

0.5

1%

0.2

5%

0.2

5%

0.2

5%

0.0

0%

03

43

RC

LF

100.0

0%

59.0

5%

40.9

5%

02.7

8%

02.2

3%

47.3

7%

31.1

1%

03.0

1%

03.6

4%

05.2

5%

03.3

6%

00.0

2%

00.0

4%

00.2

9%

00.3

0%

00.3

3%

00.2

7%

05

01

Fin

an

cial

Ad

min

istr

ati

on

an

d P

rog

ram

To

tal

Rece

ived

#6,6

29

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#3,4

01

1,6

31

1,7

70

459

362

668

630

380

606

85

80

318

11

31

25

43

%100.0

0%

47.9

6%

52.0

4%

13.5

0%

10.6

4%

19.6

4%

18.5

2%

11.1

7%

17.8

2%

2.5

0%

2.3

5%

0.0

9%

0.5

3%

0.3

2%

0.9

1%

0.7

4%

1.2

6%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#1,5

21

684

837

202

165

271

311

151

267

48

43

110

217

924

%100.0

0%

44.9

7%

55.0

3%

13.2

8%

10.8

5%

17.8

2%

20.4

5%

9.9

3%

17.5

5%

3.1

6%

2.8

3%

0.0

7%

0.6

6%

0.1

3%

1.1

2%

0.5

9%

1.5

8%

FY 2013 REPORT

103

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Sele

cted

of

tho

se

Iden

tifi

ed

#61

23

38

10

13

10

18

34

01

00

01

01

%100.0

0%

37.7

0%

62.3

0%

16.3

9%

21.3

1%

16.3

9%

29.5

1%

4.9

2%

6.5

6%

0.0

0%

1.6

4%

0.0

0%

0.0

0%

0.0

0%

1.6

4%

0.0

0%

1.6

4%

05

01

RC

LF

100.0

0%

43.9

5%

56.0

5%

04.3

2%

06.2

4%

31.6

3%

37.2

5%

04.7

7%

07.6

9%

02.5

0%

03.8

2%

00.0

0%

00.0

6%

00.3

7%

00.7

9%

00.3

6%

00.2

0%

05

11

Au

dit

ing

To

tal

Rece

ived

#1,3

63

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#646

385

261

96

48

158

74

94

107

29

17

12

42

311

%100.0

0%

59.6

0%

40.4

0%

14.8

6%

7.4

3%

24.4

6%

11.4

6%

14.5

5%

16.5

6%

4.4

9%

2.6

3%

0.1

5%

0.3

1%

0.6

2%

0.3

1%

0.4

6%

1.7

0%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#307

188

119

42

23

85

39

41

42

18

10

01

01

23

%100.0

0%

61.2

4%

38.7

6%

13.6

8%

7.4

9%

27.6

9%

12.7

0%

13.3

6%

13.6

8%

5.8

6%

3.2

6%

0.0

0%

0.3

3%

0.0

0%

0.3

3%

0.6

5%

0.9

8%

Sele

cted

of

tho

se

Iden

tifi

ed

#11

65

11

34

10

00

00

00

10

%100.0

0%

54.5

5%

45.4

5%

9.0

9%

9.0

9%

27.2

7%

36.3

6%

9.0

9%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

9.0

9%

0.0

0%

05

11

RC

LF

100.0

0%

40.0

1%

59.9

9%

02.4

3%

04.2

1%

30.6

5%

42.5

5%

02.6

3%

05.6

3%

03.9

0%

06.8

3%

00.0

3%

00.0

6%

00.1

8%

00.4

1%

00.1

9%

00.3

0%

06

02

Med

ical

Off

icer

To

tal

Rece

ived

#9,9

41

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#5,2

53

3,8

04

1,4

49

536

174

1,6

79

540

189

149

1,3

57

578

70

15

321

5

%100.0

0%

72.4

2%

27.5

8%

10.2

0%

3.3

1%

31.9

6%

10.2

8%

3.6

0%

2.8

4%

25.8

3%

11.0

0%

0.1

3%

0.0

0%

0.2

9%

0.0

6%

0.4

0%

0.1

0%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#3,3

91

2,4

72

919

380

109

1,1

47

377

123

97

794

332

40

12

312

1

%100.0

0%

72.9

0%

27.1

0%

11.2

1%

3.2

1%

33.8

2%

11.1

2%

3.6

3%

2.8

6%

23.4

1%

9.7

9%

0.1

2%

0.0

0%

0.3

5%

0.0

9%

0.3

5%

0.0

3%

Sele

cted

of

tho

se

Iden

tifi

ed

#265

164

101

26

14

85

37

811

44

39

00

00

10

%100.0

0%

61.8

9%

38.1

1%

9.8

1%

5.2

8%

32.0

8%

13.9

6%

3.0

2%

4.1

5%

16.6

0%

14.7

2%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.3

8%

0.0

0%

06

02

RC

LF

99.9

8%

67.5

5%

32.4

3%

03.9

2%

01.9

2%

48.8

4%

20.1

3%

02.6

7%

02.3

3%

11.4

6%

07.6

2%

00.0

2%

00.0

2%

00.2

1%

00.1

3%

00.4

3%

00.2

8%

06

10

Nu

rse

To

tal

Rece

ived

#170,2

05

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

WORKFORCE TABLES

104

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Vo

lun

tari

ly

Iden

tifi

ed

#86,6

19

17,6

59

68,9

60

3,0

80

8,3

27

9,2

23

35,4

90

2,3

80

15,3

24

2,4

89

8,0

56

43

155

241

593

203

1,0

15

%100.0

0%

20.3

9%

79.6

1%

3.5

6%

9.6

1%

10.6

5%

40.9

7%

2.7

5%

17.6

9%

2.8

7%

9.3

0%

0.0

5%

0.1

8%

0.2

8%

0.6

8%

0.2

3%

1.1

7%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#52,6

09

10,4

62

42,1

47

1,8

12

4,9

00

5,5

12

21,5

81

1,4

09

9,7

64

1,4

22

4,8

46

23

85

151

391

133

580

%100.0

0%

19.8

9%

80.1

1%

3.4

4%

9.3

1%

10.4

8%

41.0

2%

2.6

8%

18.5

6%

2.7

0%

9.2

1%

0.0

4%

0.1

6%

0.2

9%

0.7

4%

0.2

5%

1.1

0%

Sele

cted

of

tho

se

Iden

tifi

ed

#3,3

06

665

2,6

41

97

270

390

1,5

08

75

485

87

327

28

813

630

%100.0

0%

20.1

1%

79.8

9%

2.9

3%

8.1

7%

11.8

0%

45.6

1%

2.2

7%

14.6

7%

2.6

3%

9.8

9%

0.0

6%

0.2

4%

0.2

4%

0.3

9%

0.1

8%

0.9

1%

06

10

RC

LF

100.0

0%

09.0

1%

90.9

9%

00.6

4%

03.9

9%

06.2

5%

69.8

4%

00.8

9%

08.9

8%

01.1

0%

07.0

5%

00.0

1%

00.0

7%

00.0

7%

00.6

4%

00.0

5%

00.4

2%

06

20

Pra

ctic

al

Nu

rse

To

tal

Rece

ived

#42,1

32

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#19,8

39

3,8

88

15,9

51

822

1,8

70

1,6

13

7,3

22

750

5,1

08

578

1,0

57

14

69

30

162

81

363

%100.0

0%

19.6

0%

80.4

0%

4.1

4%

9.4

3%

8.1

3%

36.9

1%

3.7

8%

25.7

5%

2.9

1%

5.3

3%

0.0

7%

0.3

5%

0.1

5%

0.8

2%

0.4

1%

1.8

3%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#10,9

53

2,1

48

8,8

05

384

994

875

3,9

48

455

2,9

08

370

609

543

20

99

39

204

%100.0

0%

19.6

1%

80.3

9%

3.5

1%

9.0

8%

7.9

9%

36.0

4%

4.1

5%

26.5

5%

3.3

8%

5.5

6%

0.0

5%

0.3

9%

0.1

8%

0.9

0%

0.3

6%

1.8

6%

Sele

cted

of

tho

se

Iden

tifi

ed

#828

195

633

23

60

101

345

34

169

25

35

11

36

817

%100.0

0%

23.5

5%

76.4

5%

2.7

8%

7.2

5%

12.2

0%

41.6

7%

4.1

1%

20.4

1%

3.0

2%

4.2

3%

0.1

2%

0.1

2%

0.3

6%

0.7

2%

0.9

7%

2.0

5%

06

20

RC

LF

100.0

1%

07.4

0%

92.6

1%

00.8

2%

06.4

3%

03.9

4%

59.9

4%

01.8

5%

21.6

9%

00.6

6%

03.0

6%

00.0

2%

00.0

6%

00.0

6%

00.9

5%

00.0

5%

00.4

8%

06

21

Nu

rsin

g A

ssis

tan

t

To

tal

Rece

ived

#38,0

48

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#17,2

14

4,4

04

12,8

10

708

1,5

31

1,5

09

4,1

82

1,7

74

6,2

24

287

477

844

31

70

87

282

%100.0

0%

25.5

8%

74.4

2%

4.1

1%

8.8

9%

8.7

7%

24.2

9%

10.3

1%

36.1

6%

1.6

7%

2.7

7%

0.0

5%

0.2

6%

0.1

8%

0.4

1%

0.5

1%

1.6

4%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#7,3

96

1,9

02

5,4

94

288

613

616

1,6

44

816

2,8

64

129

228

222

14

26

37

97

%100.0

0%

25.7

2%

74.2

8%

3.8

9%

8.2

9%

8.3

3%

22.2

3%

11.0

3%

38.7

2%

1.7

4%

3.0

8%

0.0

3%

0.3

0%

0.1

9%

0.3

5%

0.5

0%

1.3

1%

Sele

cted

of

tho

se

Iden

tifi

ed

#619

211

408

37

49

83

183

81

150

815

01

05

25

%100.0

0%

34.0

9%

65.9

1%

5.9

8%

7.9

2%

13.4

1%

29.5

6%

13.0

9%

24.2

3%

1.2

9%

2.4

2%

0.0

0%

0.1

6%

0.0

0%

0.8

1%

0.3

2%

0.8

1%

FY 2013 REPORT

105

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

06

21

RC

LF

99.9

8%

12.0

3%

87.9

5%

01.4

9%

11.2

8%

05.5

9%

41.5

6%

03.7

0%

29.7

3%

00.9

4%

03.3

0%

00.0

3%

00.1

7%

00.1

6%

01.2

2%

00.1

2%

00.6

9%

06

44

Med

ical

Tech

no

log

ist

To

tal

Rece

ived

#9,3

25

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#4,6

44

2,0

27

2,6

17

371

453

686

1,1

05

597

631

305

341

15

514

13

39

69

%100.0

0%

43.6

5%

56.3

5%

7.9

9%

9.7

5%

14.7

7%

23.7

9%

12.8

6%

13.5

9%

6.5

7%

7.3

4%

0.3

2%

0.1

1%

0.3

0%

0.2

8%

0.8

4%

1.4

9%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#1,6

17

688

929

139

148

200

425

218

182

112

141

40

56

10

27

%100.0

0%

42.5

5%

57.4

5%

8.6

0%

9.1

5%

12.3

7%

26.2

8%

13.4

8%

11.2

6%

6.9

3%

8.7

2%

0.2

5%

0.0

0%

0.3

1%

0.3

7%

0.6

2%

1.6

7%

Sele

cted

of

tho

se

Iden

tifi

ed

#160

55

105

12

16

27

52

612

10

21

00

01

03

%100.0

0%

34.3

8%

65.6

3%

7.5

0%

10.0

0%

16.8

8%

32.5

0%

3.7

5%

7.5

0%

6.2

5%

13.1

3%

0.0

0%

0.0

0%

0.0

0%

0.6

3%

0.0

0%

1.8

8%

06

44

RC

LF

99.9

8%

25.9

3%

74.0

5%

02.9

7%

05.7

5%

14.9

0%

48.0

8%

03.6

2%

10.6

4%

04.0

4%

08.4

5%

00.0

5%

00.0

9%

00.1

7%

00.5

6%

00.1

8%

00.4

8%

06

47

Dia

gn

ost

ic R

ad

iolo

gic

Tech

no

log

ist

To

tal

Rece

ived

#10,8

16

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#5,5

43

2,8

20

2,7

23

440

321

1,6

61

1,9

47

411

309

229

97

39

120

26

20

22

%100.0

0%

50.8

7%

49.1

3%

7.9

4%

5.7

9%

29.9

7%

35.1

3%

7.4

1%

5.5

7%

4.1

3%

1.7

5%

0.7

0%

0.0

2%

0.3

6%

0.4

7%

0.3

6%

0.4

0%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#2,8

85

1,5

25

1,3

60

231

177

951

978

208

136

93

43

23

07

14

12

12

%100.0

0%

52.8

6%

47.1

4%

8.0

1%

6.1

4%

32.9

6%

33.9

0%

7.2

1%

4.7

1%

3.2

2%

1.4

9%

0.8

0%

0.0

0%

0.2

4%

0.4

9%

0.4

2%

0.4

2%

Sele

cted

of

tho

se

Iden

tifi

ed

#147

71

76

14

642

59

96

44

00

00

21

%100.0

0%

48.3

0%

51.7

0%

9.5

2%

4.0

8%

28.5

7%

40.1

4%

6.1

2%

4.0

8%

2.7

2%

2.7

2%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

1.3

6%

0.6

8%

06

47

RC

LF

100.0

1%

28.1

9%

71.8

2%

03.9

2%

04.7

4%

18.2

6%

58.4

8%

03.0

8%

05.5

1%

02.5

1%

02.3

1%

00.0

6%

00.0

4%

00.2

0%

00.5

0%

00.1

6%

00.2

4%

06

60

Ph

arm

aci

st

To

tal

Rece

ived

#16,1

56

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#8,6

18

3,9

40

4,6

78

677

266

1,8

10

2,3

65

544

779

860

1,1

97

16

712

41

53

%100.0

0%

45.7

2%

54.2

8%

7.8

6%

3.0

9%

21.0

0%

27.4

4%

6.3

1%

9.0

4%

9.9

8%

13.8

9%

0.0

1%

0.0

7%

0.0

8%

0.1

4%

0.4

8%

0.6

1%

WORKFORCE TABLES

106

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#5,4

83

2,4

44

3,0

39

454

178

1,1

48

1,5

35

347

493

474

783

03

410

17

37

%100.0

0%

44.5

7%

55.4

3%

8.2

8%

3.2

5%

20.9

4%

28.0

0%

6.3

3%

8.9

9%

8.6

4%

14.2

8%

0.0

0%

0.0

5%

0.0

7%

0.1

8%

0.3

1%

0.6

7%

Sele

cted

of

tho

se

Iden

tifi

ed

#269

92

177

49

66

121

811

11

33

10

00

23

%100.0

0%

34.2

0%

65.8

0%

1.4

9%

3.3

5%

24.5

4%

44.9

8%

2.9

7%

4.0

9%

4.0

9%

12.2

7%

0.3

7%

0.0

0%

0.0

0%

0.0

0%

0.7

4%

1.1

2%

06

60

RC

LF

100.0

0%

47.3

5%

52.6

5%

01.5

7%

02.1

2%

37.0

3%

36.2

6%

02.0

6%

03.6

8%

06.2

1%

10.1

6%

00.0

4%

00.0

3%

00.2

1%

00.2

0%

00.2

3%

00.2

0%

06

75

Med

ical

Reco

rds

Tech

nic

ian

To

tal

Rece

ived

#20,8

66

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#9,8

30

2,7

42

7,0

88

647

1,2

37

1,0

59

2,5

09

815

2,8

47

137

287

10

29

23

33

51

146

%100.0

0%

27.8

9%

72.1

1%

6.5

8%

12.5

8%

10.7

7%

25.5

2%

8.2

9%

28.9

6%

1.3

9%

2.9

2%

0.1

0%

0.3

0%

0.2

3%

0.3

4%

0.5

2%

1.4

9%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#2,5

34

570

1,9

64

121

312

263

783

151

742

21

79

09

42

10

37

%100.0

0%

22.4

9%

77.5

1%

4.7

8%

12.3

1%

10.3

8%

30.9

0%

5.9

6%

29.2

8%

0.8

3%

3.1

2%

0.0

0%

0.3

6%

0.1

6%

0.0

8%

0.3

9%

1.4

6%

Sele

cted

of

tho

se

Iden

tifi

ed

#95

20

75

34

938

529

03

00

20

11

%100.0

0%

21.0

5%

78.9

5%

3.1

6%

4.2

1%

9.4

7%

40.0

0%

5.2

6%

30.5

3%

0.0

0%

3.1

6%

0.0

0%

0.0

0%

2.1

1%

0.0

0%

1.0

5%

1.0

5%

06

75

RC

LF

100.0

1%

10.3

8%

89.6

3%

01.5

6%

11.2

3%

04.8

9%

57.0

3%

02.2

9%

15.3

9%

01.3

8%

03.8

4%

00.0

0%

00.1

5%

00.1

8%

01.7

0%

00.0

8%

00.2

9%

09

05

Gen

era

l A

tto

rney

To

tal

Rece

ived

#1,7

79

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#839

444

395

86

59

241

149

56

130

49

46

10

23

98

%100.0

0%

52.9

2%

47.0

8%

10.2

5%

7.0

3%

28.7

2%

17.7

6%

6.6

7%

15.4

9%

5.8

4%

5.4

8%

0.1

2%

0.0

0%

0.2

4%

0.3

6%

1.0

7%

0.9

5%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#775

410

365

79

50

222

139

52

121

45

44

10

23

98

%100.0

0%

52.9

0%

47.1

0%

10.1

9%

6.4

5%

28.6

5%

17.9

4%

6.7

1%

15.6

1%

5.8

1%

5.6

8%

0.1

3%

0.0

0%

0.2

6%

0.3

9%

1.1

6%

1.0

3%

Sele

cted

of

tho

se

Iden

tifi

ed

#6

42

11

30

01

00

00

00

00

%100.0

0%

66.6

7%

33.3

3%

16.6

7%

16.6

7%

50.0

0%

0.0

0%

0.0

0%

16.6

7%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

09

05

RC

LF

100.0

1%

66.5

8%

33.4

3%

02.6

5%

01.9

2%

59.2

1%

26.5

4%

02.1

5%

02.6

3%

02.0

2%

01.9

0%

00.0

2%

00.0

1%

00.3

1%

00.2

3%

00.2

2%

00.2

0%

09

86

Leg

al

Ass

ista

nce

FY 2013 REPORT

107

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

To

tal

Rece

ived

#51

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#29

11

18

45

44

37

02

00

00

00

%100.0

0%

37.9

3%

62.0

7%

13.7

9%

17.2

4%

13.7

9%

13.7

9%

10.3

4%

24.1

4%

0.0

0%

6.9

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#8

35

22

02

10

01

00

00

00

%100.0

0%

37.5

0%

62.5

0%

25.0

0%

25.0

0%

0.0

0%

25.0

0%

12.5

0%

0.0

0%

0.0

0%

12.5

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

Sele

cted

of

tho

se

Iden

tifi

ed

#0

00

00

00

00

00

00

00

0

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

09

86

RC

LF

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

09

96

Ve

tera

ns

Cla

ims

Exam

inin

g

To

tal

Rece

ived

#21,8

22

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#10,8

39

5,5

16

5,3

23

1,3

40

925

2,0

44

1,3

69

1,7

37

2,6

87

205

149

17

25

82

35

91

133

%100.0

0%

50.8

9%

49.1

1%

12.3

6%

8.5

3%

18.8

6%

12.6

3%

16.0

3%

24.7

9%

1.8

9%

1.3

7%

0.1

6%

0.2

3%

0.7

6%

0.3

2%

0.8

4%

1.2

3%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#6,9

20

3,1

90

3,7

30

814

631

1,1

77

944

993

1,9

21

101

93

818

50

24

47

99

%100.0

0%

46.1

0%

53.9

0%

11.7

6%

9.1

2%

17.0

1%

13.6

4%

14.3

5%

27.7

6%

1.4

6%

1.3

4%

0.1

2%

0.2

6%

0.7

2%

0.3

5%

0.6

8%

1.4

3%

Sele

cted

of

tho

se

Iden

tifi

ed

#413

204

209

39

30

82

64

69

92

88

10

36

29

%100.0

0%

49.3

9%

50.6

1%

9.4

4%

7.2

6%

19.8

5%

15.5

0%

16.7

1%

22.2

8%

1.9

4%

1.9

4%

0.2

4%

0.0

0%

0.7

3%

1.4

5%

0.4

8%

2.1

8%

09

96

RC

LF

100.0

1%

38.2

0%

61.8

1%

02.9

8%

05.6

8%

29.9

2%

41.1

8%

03.3

9%

11.6

9%

01.5

8%

02.4

6%

00.0

3%

00.0

8%

00.1

8%

00.4

2%

00.1

2%

00.3

0%

09

98

Cla

ims

Ass

ista

nce

an

d E

xam

inin

g

To

tal

Rece

ived

#10,9

18

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#5,3

64

2,3

26

3,0

38

432

453

948

916

729

1,5

03

116

67

21

15

37

13

43

71

%100.0

0%

43.3

6%

56.6

4%

8.0

5%

8.4

5%

17.6

7%

17.0

8%

13.5

9%

28.0

2%

2.1

6%

1.2

5%

0.3

9%

0.2

8%

0.6

9%

0.2

4%

0.8

0%

1.3

2%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#3,2

93

1,3

13

1,9

80

259

288

547

592

397

1,0

04

62

44

64

19

823

40

%100.0

0%

39.8

7%

60.1

3%

7.8

7%

8.7

5%

16.6

1%

17.9

8%

12.0

6%

30.4

9%

1.8

8%

1.3

4%

0.1

8%

0.1

2%

0.5

8%

0.2

4%

0.7

0%

1.2

1%

WORKFORCE TABLES

108

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Sele

cted

of

tho

se

Iden

tifi

ed

#159

74

85

14

15

31

36

23

25

54

00

01

14

%100.0

0%

46.5

4%

53.4

6%

8.8

1%

9.4

3%

19.5

0%

22.6

4%

14.4

7%

15.7

2%

3.1

4%

2.5

2%

0.0

0%

0.0

0%

0.0

0%

0.6

3%

0.6

3%

2.5

2%

09

98

RC

LF

99.9

9%

25.0

1%

74.9

8%

03.1

6%

08.1

9%

16.5

5%

51.5

7%

03.2

8%

10.9

0%

01.4

8%

02.9

1%

00.0

7%

00.1

5%

00.3

1%

00.8

6%

00.1

6%

00.4

0%

11

01

Gen

era

l B

usi

ness

an

d I

nd

ust

ry

To

tal

Rece

ived

#3,3

09

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#1,7

97

1,2

59

538

235

86

566

200

366

208

35

96

10

23

728

18

%100.0

0%

70.0

6%

29.9

4%

13.0

8%

4.7

9%

31.5

0%

11.1

3%

20.3

7%

11.5

7%

1.9

5%

0.5

0%

0.3

3%

0.5

6%

1.2

8%

0.3

9%

1.5

6%

1.0

0%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#844

538

306

112

45

246

115

135

121

21

34

84

416

10

%100.0

0%

63.7

4%

36.2

6%

13.2

7%

5.3

3%

29.1

5%

13.6

3%

16.0

0%

14.3

4%

2.4

9%

0.3

6%

0.4

7%

0.9

5%

0.4

7%

0.4

7%

1.9

0%

1.1

8%

Sele

cted

of

tho

se

Iden

tifi

ed

#16

11

50

17

44

00

00

00

00

0

%100.0

0%

68.7

5%

31.2

5%

0.0

0%

6.2

5%

43.7

5%

25.0

0%

25.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

11

01

RC

LF

100.0

0%

37.5

6%

62.4

4%

03.6

8%

06.1

9%

26.3

3%

42.1

5%

03.5

9%

08.6

9%

03.3

6%

04.3

7%

00.0

2%

00.0

5%

00.3

2%

00.5

9%

00.2

6%

00.4

0%

11

65

Lo

an

Sp

eci

ali

st

To

tal

Rece

ived

#2,8

04

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#1,3

35

690

645

118

101

248

149

266

347

29

26

02

14

115

19

%100.0

0%

51.6

9%

48.3

1%

8.8

4%

7.5

7%

18.5

8%

11.1

6%

19.9

3%

25.9

9%

2.1

7%

1.9

5%

0.0

0%

0.1

5%

1.0

5%

0.0

7%

1.1

2%

1.4

2%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#826

429

397

64

63

178

98

149

201

19

22

02

81

11

10

%100.0

0%

51.9

4%

48.0

6%

7.7

5%

7.6

3%

21.5

5%

11.8

6%

18.0

4%

24.3

3%

2.3

0%

2.6

6%

0.0

0%

0.2

4%

0.9

7%

0.1

2%

1.3

3%

1.2

1%

Sele

cted

of

tho

se

Iden

tifi

ed

#21

12

90

28

23

20

30

01

00

0

%100.0

0%

57.1

4%

42.8

6%

0.0

0%

9.5

2%

38.1

0%

9.5

2%

14.2

9%

9.5

2%

0.0

0%

14.2

9%

0.0

0%

0.0

0%

4.7

6%

0.0

0%

0.0

0%

0.0

0%

11

65

RC

LF

100.0

1%

46.6

7%

53.3

4%

04.7

8%

06.4

8%

35.2

8%

36.8

4%

03.7

3%

06.2

1%

02.3

4%

03.0

3%

00.0

8%

00.1

3%

00.2

1%

00.3

2%

00.2

5%

00.3

3%

11

71

Ap

pra

isin

g

To

tal

Rece

ived

#1,1

95

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

FY 2013 REPORT

109

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Vo

lun

tari

ly

Iden

tifi

ed

#564

383

181

83

36

170

51

84

87

13

38

014

211

2

%100.0

0%

67.9

1%

32.0

9%

14.7

2%

6.3

8%

30.1

4%

9.0

4%

14.8

9%

15.4

3%

2.3

0%

0.5

3%

1.4

2%

0.0

0%

2.4

8%

0.3

5%

1.9

5%

0.3

5%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#281

172

109

42

18

79

31

39

57

30

30

31

32

%100.0

0%

61.2

1%

38.7

9%

14.9

5%

6.4

1%

28.1

1%

11.0

3%

13.8

8%

20.2

8%

1.0

7%

0.0

0%

1.0

7%

0.0

0%

1.0

7%

0.3

6%

1.0

7%

0.7

1%

Sele

cted

of

tho

se

Iden

tifi

ed

#19

13

63

09

11

40

00

00

00

1

%100.0

0%

68.4

2%

31.5

8%

15.7

9%

0.0

0%

47.3

7%

5.2

6%

5.2

6%

21.0

5%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

5.2

6%

11

71

RC

LF

99.9

9%

66.0

2%

33.9

7%

03.0

5%

02.0

0%

58.8

4%

28.4

8%

01.8

7%

01.8

6%

01.7

1%

01.0

4%

00.0

4%

00.0

2%

00.2

6%

00.4

9%

00.2

5%

00.0

8%

16

30

Ce

mete

ry A

dm

inis

trati

on

To

tal

Rece

ived

#153

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#79

63

16

16

329

610

72

00

05

01

0

%100.0

0%

79.7

5%

20.2

5%

20.2

5%

3.8

0%

36.7

1%

7.5

9%

12.6

6%

8.8

6%

2.5

3%

0.0

0%

0.0

0%

0.0

0%

6.3

3%

0.0

0%

1.2

7%

0.0

0%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#25

19

66

111

11

40

00

01

00

0

%100.0

0%

76.0

0%

24.0

0%

24.0

0%

4.0

0%

44.0

0%

4.0

0%

4.0

0%

16.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

4.0

0%

0.0

0%

0.0

0%

0.0

0%

Sele

cted

of

tho

se

Iden

tifi

ed

#3

30

10

20

00

00

00

00

00

%100.0

0%

100.0

0%

0.0

0%

33.3

3%

0.0

0%

66.6

7%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

16

30

RC

LF

100.0

0%

37.5

6%

62.4

4%

03.6

8%

06.1

9%

26.3

3%

42.1

5%

03.5

9%

08.6

9%

03.3

6%

04.3

7%

00.0

2%

00.0

5%

00.3

2%

00.5

9%

00.2

6%

00.4

0%

18

11

Cri

min

al

Inve

stig

ati

ng

To

tal

Rece

ived

#1,4

30

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#864

786

78

217

12

356

31

160

31

25

01

013

014

4

%100.0

0%

90.9

7%

9.0

3%

25.1

2%

1.3

9%

41.2

0%

3.5

9%

18.5

2%

3.5

9%

2.8

9%

0.0

0%

0.1

2%

0.0

0%

1.5

0%

0.0

0%

1.6

2%

0.4

6%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#497

467

30

124

4216

13

98

12

12

01

08

08

1

%100.0

0%

93.9

6%

6.0

4%

24.9

5%

0.8

0%

43.4

6%

2.6

2%

19.7

2%

2.4

1%

2.4

1%

0.0

0%

0.2

0%

0.0

0%

1.6

1%

0.0

0%

1.6

1%

0.2

0%

Sele

cted

of

tho

se

Iden

tifi

ed

#3

30

00

10

20

00

00

00

00

%100.0

0%

100.0

0%

0.0

0%

0.0

0%

0.0

0%

33.3

3%

0.0

0%

66.6

7%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

0.0

0%

WORKFORCE TABLES

110

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

18

11

RC

LF

100.0

1%

76.3

4%

23.6

7%

08.2

8%

03.0

3%

57.7

4%

15.2

9%

07.5

0%

04.3

4%

01.6

0%

00.5

3%

00.0

7%

00.0

3%

00.8

0%

00.2

9%

00.3

5%

00.1

6%

22

10

In

form

ati

on

Tech

no

log

y M

an

ag

em

en

t

To

tal

Rece

ived

#60,4

14

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#34,2

68

28,2

27

6,0

41

5,8

89

1,0

00

12,5

72

2,0

10

6,0

79

2,3

10

2,4

60

508

136

21

344

63

747

129

%100.0

0%

82.3

7%

17.6

3%

17.1

9%

2.9

2%

36.6

9%

5.8

7%

17.7

4%

6.7

4%

7.1

8%

1.4

8%

0.4

0%

0.0

6%

1.0

0%

0.1

8%

2.1

8%

0.3

8%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#21,5

67

17,6

11

3,9

56

3,4

88

622

8,0

80

1,3

78

3,6

11

1,4

48

1,6

88

357

78

17

189

44

477

90

%100.0

0%

81.6

6%

18.3

4%

16.1

7%

2.8

8%

37.4

6%

6.3

9%

16.7

4%

6.7

1%

7.8

3%

1.6

6%

0.3

6%

0.0

8%

0.8

8%

0.2

0%

2.2

1%

0.4

2%

Sele

cted

of

tho

se

Iden

tifi

ed

#421

343

78

63

5196

54

43

10

22

72

09

08

2

%100.0

0%

81.4

7%

18.5

3%

14.9

6%

1.1

9%

46.5

6%

12.8

3%

10.2

1%

2.3

8%

5.2

3%

1.6

6%

0.4

8%

0.0

0%

2.1

4%

0.0

0%

1.9

0%

0.4

8%

22

10

RC

LF

100.0

0%

70.6

2%

29.3

8%

05.7

8%

02.3

0%

50.5

8%

20.1

7%

06.6

9%

04.4

1%

06.5

2%

01.9

9%

00.1

2%

00.0

5%

00.5

1%

00.2

8%

00.4

2%

00.1

8%

47

54

Ce

mete

ry C

are

takin

g

To

tal

Rece

ived

#5,1

47

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Vo

lun

tari

ly

Iden

tifi

ed

#2,2

74

2,1

02

172

529

41

1,0

41

81

418

36

44

49

028

533

5

%100.0

0%

92.4

4%

7.5

6%

23.2

6%

1.8

0%

45.7

8%

3.5

6%

18.3

8%

1.5

8%

1.9

3%

0.1

8%

0.4

0%

0.0

0%

1.2

3%

0.2

2%

1.4

5%

0.2

2%

Qu

ali

fied

of

tho

se

Iden

tifi

ed

#1,0

88

1,0

39

49

198

11

580

28

203

917

06

017

018

1

%100.0

0%

95.5

0%

4.5

0%

18.2

0%

1.0

1%

53.3

1%

2.5

7%

18.6

6%

0.8

3%

1.5

6%

0.0

0%

0.5

5%

0.0

0%

1.5

6%

0.0

0%

1.6

5%

0.0

9%

Sele

cted

of

tho

se

Iden

tifi

ed

#96

90

622

354

311

00

02

00

01

0

%100.0

0%

93.7

5%

6.2

5%

22.9

2%

3.1

3%

56.2

5%

3.1

3%

11.4

6%

0.0

0%

0.0

0%

0.0

0%

2.0

8%

0.0

0%

0.0

0%

0.0

0%

1.0

4%

0.0

0%

47

54

RC

LF

99.9

8%

93.5

5%

06.4

3%

38.2

7%

01.2

5%

44.1

9%

04.3

9%

08.2

7%

00.5

0%

01.1

9%

00.1

2%

00.1

6%

00.0

2%

00.9

7%

00.1

2%

00.5

0%

00.0

3%

Dat

a sh

ow

n incl

ude

all per

man

ent

and t

empora

ry p

osi

tions

hir

ed t

hro

ugh U

SA S

taffin

g t

hat

wer

e co

mple

ted a

nd a

udited

in F

Y 2

013.

This

fix

ed lis

t of m

ajor

occ

upat

ions

was

iden

tified

by

OD

I.

RCLF

com

par

isons

are

bas

ed o

n 2

010 C

ensu

s N

atio

nal

Dat

a.

FY 2013 REPORT

111

For

VH

A,

the

met

hodolo

gy

for

com

puting R

CLF

has

chan

ged

. The

new

met

hodolo

gy

use

s st

ate

leve

l dat

a fo

r det

erm

inin

g R

CLF

and is

consi

sten

t w

ith t

he

met

hodolo

gy

for

VBA a

nd N

CA.

WORKFORCE TABLES

112

Table

B7

: A

PP

LIC

AN

TS

AN

D H

IRES

FO

R M

AJO

R O

CC

UP

ATIO

NS

- P

erm

an

en

t W

ork

forc

e -

Dis

trib

uti

on

by D

isabilit

y -

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

Sch

ed

ule

A

Ap

pli

cati

on

s#

***

***

***

***

***

***

***

***

***

***

***

***

***

***

%***

***

***

***

***

***

***

***

***

***

***

***

***

***

Hir

es

#223

135

484

29

16

11

02

018

0

%100.0

0.%

60.5

4.%

01.7

9.%

37.6

7.%

13

.00

.%00.4

5.%

02.6

9.%

00.4

5.%

00.4

5.%

00.0

0.%

00.9

0.%

00.0

0.%

08.0

7.%

00.0

0.%

Vo

lun

tari

ly I

den

tifi

ed

(O

uts

ide

of S

ched

ule

A A

pplic

ants

)

Ap

pli

cati

on

s#

***

***

***

***

***

***

***

***

***

***

***

***

***

***

%***

***

***

***

***

***

***

***

***

***

***

***

***

***

Hir

es

#15,1

60

12,6

80

509

1,9

71

14

44

44

12

320

394

0

%100.0

0.%

83.6

4.%

03.3

6.%

13.0

0.%

00

.95

.%00.0

3.%

00.0

3.%

00.0

3.%

00.0

8.%

00.0

2.%

00.1

3.%

00.0

2.%

00.6

2.%

00.0

0.%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

This

fix

ed lis

t of m

ajor

occ

upat

ions

was

iden

tified

by

OD

I.

FY 2013 REPORT

113

Table

A8

: N

EW

HIR

ES

BY

TY

PE O

F A

PP

OIN

TM

EN

T -

Perm

an

en

t an

d T

em

pora

ry W

ork

forc

e -

Dis

trib

uti

on

by R

ace

/Eth

nic

ity a

nd

Sex -

SEP

– F

Y 2

01

3

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Perm

an

en

t#

30,5

61

13,5

65

16,9

96

877

886

8,1

71

10,0

89

3,3

02

4,3

53

881

1,1

90

64

58

207

322

63

98

%99.9

9%

44.3

9%

55.6

0%

02.8

7%

02.9

0%

26.7

4%

33.0

1%

10.8

0%

14.2

4%

02.8

8%

03.8

9%

00.2

1%

00.1

9%

00.6

8%

01.0

5%

00.2

1%

00.3

2%

Tem

po

rary

#13,9

99

5,0

97

8,9

02

354

437

3,2

04

5,7

03

935

1,7

14

457

831

23

34

94

135

30

48

%99.9

8%

36.4

0%

63.5

8%

02.5

3%

03.1

2%

22.8

9%

40.7

4%

06.6

8%

12.2

4%

03.2

6%

05.9

4%

00.1

6%

00.2

4%

00.6

7%

00.9

6%

00.2

1%

00.3

4%

No

n-

Ap

pro

pri

ate

d#

973

400

573

57

55

175

289

140

195

15

17

22

910

25

%100.0

1%

41.1

2%

58.8

9%

05.8

6%

05.6

5%

17.9

9%

29.7

0%

14.3

9%

20.0

4%

01.5

4%

01.7

5%

00.2

1%

00.2

1%

00.9

2%

01.0

3%

00.2

1%

00.5

1%

TO

TA

L#

45,5

33

19,0

62

26,4

71

1,2

88

1,3

78

11,5

50

16,0

81

4,3

77

6,2

62

1,3

53

2,0

38

89

94

310

467

95

151

%100.0

2%

41.8

7%

58.1

5%

02.8

3%

03.0

3%

25.3

7%

35.3

2%

09.6

1%

13.7

5%

02.9

7%

04.4

8%

00.2

0%

00.2

1%

00.6

8%

01.0

3%

00.2

1%

00.3

3%

RC

LF

%99.7

4%

33.9

3%

65.8

1%

04.2

6%

06.0

2%

22.7

0%

45.1

9%

03.7

2%

09.3

7%

02.7

7%

04.1

6%

00.0

3%

00.0

6%

00.2

7%

00.6

5%

00.1

8%

00.3

6%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

and t

empora

ry e

mplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

RCLF

com

par

isons

are

bas

ed o

n 2

010 C

ensu

s N

atio

nal

Dat

a.

For

VH

A,

the

met

hodolo

gy

for

com

puting R

CLF

has

chan

ged

. The

new

met

hodolo

gy

use

s st

ate

leve

l dat

a fo

r det

erm

inin

g R

CLF

and is

consi

sten

t w

ith t

he

met

hodolo

gy

for

VBA a

nd N

CA.

WORKFORCE TABLES

114

Table

B8

: N

EW

HIR

ES

BY

TY

PE O

F A

PP

OIN

TM

EN

T -

Perm

an

en

t an

d T

em

pora

ry W

ork

forc

e -

Dis

trib

uti

on

by D

isabilit

y -

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

Perm

an

en

t#

30,5

61

23,1

09

1,2

61

6,1

91

87

827

29

13

56

952

20

669

3

%100.0

0%

75.6

2%

04.1

3%

20.2

6%

02

.87

%00.0

9%

00.0

9%

00.0

4%

00.1

8%

00.0

3%

00.1

7%

00.0

7%

02.1

9%

00.0

1%

Tem

po

rary

#13,9

99

11,2

51

480

2,2

68

39

117

18

13

33

617

7279

1

%100.0

0%

80.3

7%

03.4

3%

16.2

0%

02

.79

%00.1

2%

00.1

3%

00.0

9%

00.2

4%

00.0

4%

00.1

2%

00.0

5%

01.9

9%

00.0

1%

No

n-A

pp

rop

riate

d#

973

796

33

144

20

22

00

02

014

0

%100.0

0%

81.8

1%

03.3

9%

14.8

0%

02

.06

%00.2

1%

00.2

1%

00.0

0%

00.0

0%

00.0

0%

00.2

1%

00.0

0%

01.4

4%

00.0

0%

TO

TA

L#

45,5

33

35,1

56

1,7

74

8,6

03

1,2

89

46

49

26

89

15

71

27

962

4

%100.0

0%

77.2

1%

03.9

0%

18.8

9%

02

.83

%00.1

0%

00.1

1%

00.0

6%

00.2

0%

00.0

3%

00.1

6%

00.0

6%

02.1

1%

00.0

1%

Pri

or

Year

%100.0

0.%

78.9

7.%

03.8

7.%

17.1

7.%

02

.58

.%00.0

8.%

00.1

1.%

00.0

7.%

00.2

1.%

00.0

4.%

00.2

0.%

00.0

8.%

01.7

8.%

00.0

1.%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

and t

empora

ry e

mplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

FY 2013 REPORT

115

Table

A9

: EM

PLO

YEE P

RO

MO

TIO

NS

IN

LEA

DER

SH

IP P

IPELIN

E -

Tit

le 5

GS

Gra

de 1

3-1

5 P

erm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd

Sex -

SEP

– F

Y 2

01

3

Occ

up

ati

on

s: A

ll o

ccu

pati

on

s exce

pt

doct

ors

an

d n

urs

es.

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

GR

AD

E=

12

On

bo

ard

-P

rom

oti

on

s to

13

ON

BO

AR

D#

24,9

72

10,1

57

14,8

15

582

799

7,5

23

10,0

57

1,2

77

2,5

90

578

1,0

46

13

16

107

155

77

152

%99.9

9%

40.6

7%

59.3

2%

02.3

3%

03.2

0%

30.1

3%

40.2

7%

05.1

1%

10.3

7%

02.3

1%

04.1

9%

00.0

5%

00.0

6%

00.4

3%

00.6

2%

00.3

1%

00.6

1%

PR

OM

OT

ED

#2,8

87

1,2

16

1,6

71

55

53

908

1,1

88

158

259

72

148

21

18

20

32

%99.9

9%

42.1

1%

57.8

8%

01.9

1%

01.8

4%

31.4

5%

41.1

5%

05.4

7%

08.9

7%

02.4

9%

05.1

3%

00.0

7%

00.0

3%

00.6

2%

00.6

9%

00.1

0%

00.0

7%

EX

PE

CT

ED

#2,8

87

1,1

74

1,7

13

67

92

870

1,1

63

148

299

67

121

12

12

18

918

GR

AD

E=

13

On

bo

ard

-P

rom

oti

on

s to

14

ON

BO

AR

D#

15,3

14

7,2

58

8,0

56

404

377

5,6

00

5,7

78

800

1,3

81

330

374

813

56

55

60

78

%99.9

9%

47.3

9%

52.6

0%

02.6

4%

02.4

6%

36.5

7%

37.7

3%

05.2

2%

09.0

2%

02.1

5%

02.4

4%

00.0

5%

00.0

8%

00.3

7%

00.3

6%

00.3

9%

00.5

1%

PR

OM

OT

ED

#865

444

421

15

16

352

297

54

88

15

10

03

53

34

%100.0

0%

51.3

2%

48.6

8%

01.7

3%

01.8

5%

40.6

9%

34.3

4%

06.2

4%

10.1

7%

01.7

3%

01.1

6%

00.0

0%

00.3

5%

00.5

8%

00.3

5%

00.3

5%

00.4

6%

EX

PE

CT

ED

#865

410

455

23

21

316

326

45

78

19

21

01

33

34

GR

AD

E=

14

On

bo

ard

-P

rom

oti

on

s to

15

ON

BO

AR

D#

5,1

14

2,7

26

2,3

88

108

90

2,1

57

1,6

99

319

481

108

87

02

15

19

19

10

%100.0

0%

53.3

0%

46.7

0%

02.1

1%

01.7

6%

42.1

8%

33.2

2%

06.2

4%

09.4

1%

02.1

1%

01.7

0%

00.0

0%

00.0

4%

00.2

9%

00.3

7%

00.3

7%

00.2

0%

PR

OM

OT

ED

#233

128

105

12

107

81

15

17

13

01

41

00

%100.0

1%

54.9

4%

45.0

7%

00.4

3%

00.8

6%

45.9

2%

34.7

6%

06.4

4%

07.3

0%

00.4

3%

01.2

9%

00.0

0%

00.4

3%

01.7

2%

00.4

3%

00.0

0%

00.0

0%

EX

PE

CT

ED

#233

124

109

54

98

77

15

22

54

00

11

10

TO

TA

L G

rad

e 1

2-1

4 O

nb

oard

-P

rom

oti

on

s to

13

,14

,15

ON

BO

AR

D#

45,4

00

20,1

41

25,2

59

1,0

94

1,2

66

15,2

80

17,5

34

2,3

96

4,4

52

1,0

16

1,5

07

21

31

178

229

156

240

%100.0

1%

44.3

7%

55.6

4%

02.4

1%

02.7

9%

33.6

6%

38.6

2%

05.2

8%

09.8

1%

02.2

4%

03.3

2%

00.0

5%

00.0

7%

00.3

9%

00.5

0%

00.3

4%

00.5

3%

PR

OM

OT

ED

#3,9

85

1,7

88

2,1

97

71

71

1,3

67

1,5

66

227

364

88

161

25

27

24

66

WORKFORCE TABLES

116

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

%100.0

0%

44.8

7%

55.1

3%

01.7

8%

01.7

8%

34.3

0%

39.3

0%

05.7

0%

09.1

3%

02.2

1%

04.0

4%

00.0

5%

00.1

3%

00.6

8%

00.6

0%

00.1

5%

00.1

5%

EX

PE

CT

ED

#3,9

85

1,7

68

2,2

17

96

111

1,3

41

1,5

39

210

391

89

132

23

16

20

14

21

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

title

5 G

S G

rade

13-1

5 p

erm

anen

t em

plo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

re

siden

ts.

Onboar

d n

um

ber

s ar

e as

of th

e st

art

of th

e fisc

al y

ear.

Pr

om

ote

d n

um

ber

s ar

e cu

mula

tive

thro

ughout

the

fisc

al y

ear.

Prom

otions

incl

ude

NO

A C

odes

701,

702,

and 7

03.

Exp

ecte

d =

Onboar

d G

roup %

multip

lied b

y Tota

l Pr

om

otions.

This

bro

ad a

ppro

xim

atio

n d

oes

not

take

into

acc

ount

indiv

idual

qual

ific

atio

ns,

educa

tion,

per

form

ance

, tim

e in

gra

de,

ava

ilabili

ty o

f open

ings,

or

ceili

ng

gra

des

in s

pec

ific

occ

upat

ions.

Thus,

no c

oncl

usi

ons

can b

e dra

wn a

bout

indiv

idual

s, b

ut

the

dat

a does

sugges

t, o

ther

thin

gs

bei

ng e

qual

, w

het

her

the

pro

mot

ion r

ates

are

roughly

appro

xim

ate

to a

vaila

bili

ty.

FY 2013 REPORT

117

Table

B9

: EM

PLO

YEE P

RO

MO

TIO

NS

IN

LEA

DER

SH

IP P

IPELIN

E -

Tit

le 5

GS

Gra

de 1

3-1

5 P

erm

an

en

t W

ork

forc

e -

by D

isabilit

y -

SEP

– F

Y 2

01

3

Occ

up

ati

on

s: A

ll o

ccu

pati

on

s exce

pt

doct

ors

an

d n

urs

es.

VA

-wid

eT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

GR

AD

E=

12

On

bo

ard

-P

rom

oti

on

s to

13

ON

BO

AR

D#

24,9

72

21,6

31

560

2,7

81

35

719

53

27

51

19

45

0134

9

%100.0

0%

86.6

2%

02.2

4%

11.1

4%

01

.43

%00.0

8%

00.2

1%

00.1

1%

00.2

0%

00.0

8%

00.1

8%

00.0

0%

00.5

4%

00.0

4%

PR

OM

OT

ED

#2,8

87

2,5

55

64

268

35

07

14

36

014

0

%100.0

0%

88.5

0%

02.2

2%

09.2

8%

01

.21

%00.0

0%

00.2

4%

00.0

3%

00.1

4%

00.1

0%

00.2

1%

00.0

0%

00.4

8%

00.0

0%

EX

PE

CT

ED

#2,8

87

2,5

01

65

322

41

----

----

----

----

--

GR

AD

E=

13

On

bo

ard

-P

rom

oti

on

s to

14

ON

BO

AR

D#

15,3

14

13,3

38

371

1,6

05

18

27

28

20

33

723

061

3

%100.0

0%

87.1

0%

02.4

2%

10.4

8%

01

.19

%00.0

5%

00.1

8%

00.1

3%

00.2

2%

00.0

5%

00.1

5%

00.0

0%

00.4

0%

00.0

2%

PR

OM

OT

ED

#865

762

36

67

11

00

14

10

05

0

%100.0

0%

88.0

9%

04.1

6%

07.7

5%

01

.27

%00.0

0%

00.0

0%

00.1

2%

00.4

6%

00.1

2%

00.0

0%

00.0

0%

00.5

8%

00.0

0%

EX

PE

CT

ED

#865

753

21

91

10

----

----

----

----

--

GR

AD

E=

14

On

bo

ard

-P

rom

oti

on

s to

15

ON

BO

AR

D#

5,1

14

4,4

61

151

502

37

17

49

23

09

2

%100.0

0%

87.2

3%

02.9

5%

09.8

2%

00

.72

%00.0

2%

00.1

4%

00.0

8%

00.1

8%

00.0

4%

00.0

6%

00.0

0%

00.1

8%

00.0

4%

PR

OM

OT

ED

#233

206

621

21

00

00

00

10

%100.0

0%

88.4

1%

02.5

8%

09.0

1%

00

.86

%00.4

3%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.4

3%

00.0

0%

EX

PE

CT

ED

#233

203

723

2--

----

----

----

----

TO

TA

L G

rad

e 1

2-1

4 O

nb

oard

-P

rom

oti

on

s to

13

,14

,15

ON

BO

AR

D#

45,4

00

39,4

30

1,0

82

4,8

88

57

627

88

51

93

28

71

0204

14

%100.0

0%

86.8

5%

02.3

8%

10.7

7%

01

.27

%00.0

6%

00.1

9%

00.1

1%

00.2

0%

00.0

6%

00.1

6%

00.0

0%

00.4

5%

00.0

3%

PR

OM

OT

ED

#3,9

85

3,5

23

106

356

48

17

28

46

020

0

%100.0

0%

88.4

1%

02.6

6%

08.9

3%

01

.20

%00.0

3%

00.1

8%

00.0

5%

00.2

0%

00.1

0%

00.1

5%

00.0

0%

00.5

0%

00.0

0%

EX

PE

CT

ED

#3,9

85

3,4

61

95

429

51

----

----

----

----

--

WORKFORCE TABLES

118

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

title

5 G

S G

rade

13-1

5 p

erm

anen

t em

plo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

re

siden

ts.

Onboar

d n

um

ber

s ar

e as

of th

e st

art

of th

e fisc

al y

ear.

Pr

om

ote

d n

um

ber

s ar

e cu

mula

tive

thro

ughout

the

fisc

al y

ear.

Prom

otions

incl

ude

NO

A C

odes

701,

702,

and 7

03.

Exp

ecte

d =

Onboar

d G

roup %

multip

lied b

y Tota

l Pr

om

otions.

This

bro

ad a

ppro

xim

atio

n d

oes

not

take

into

acc

ount

indiv

idual

qual

ific

atio

ns,

educa

tion,

per

form

ance

, tim

e in

gra

de,

ava

ilabili

ty o

f open

ings,

or

ceili

ng

gra

des

in s

pec

ific

occ

upat

ions.

Thus,

no c

oncl

usi

ons

can b

e dra

wn a

bout

indiv

idual

s, b

ut

the

dat

a does

sugges

t, o

ther

thin

gs

bei

ng e

qual

, w

het

her

the

pro

mot

ion r

ates

are

roughly

appro

xim

ate

to a

vaila

bili

ty.

FY 2013 REPORT

119

Table

A9

: E

MP

LO

YEE P

RO

MO

TIO

NS

- T

itle

5 G

S G

rad

e 3

-12

Sin

gle

Gra

de I

ncr

ease

Perm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd S

ex -

SEP

– F

Y 2

01

3

Occ

up

ati

on

s: A

ll o

ccu

pati

on

s exce

pt

doct

ors

an

d n

urs

es.

See D

ata

Defi

nit

ion

s on

sta

rt p

age f

or

a lis

t of

occ

up

ati

on

s in

clu

ded

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

GR

AD

E=

2 O

nb

oard

-P

rom

oti

on

s to

3

ON

BO

AR

D#

76

36

40

44

20

14

10

21

11

00

00

10

%100.0

1%

47.3

8%

52.6

3%

05.2

6%

05.2

6%

26.3

2%

18.4

2%

13.1

6%

27.6

3%

01.3

2%

01.3

2%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

01.3

2%

00.0

0%

PR

OM

OT

ED

#26

15

11

11

54

96

00

00

00

00

%100.0

1%

57.7

0%

42.3

1%

03.8

5%

03.8

5%

19.2

3%

15.3

8%

34.6

2%

23.0

8%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#26

12

14

11

75

37

00

00

00

00

GR

AD

E=

3 O

nb

oard

-P

rom

oti

on

s to

4

ON

BO

AR

D#

526

297

229

32

14

117

84

137

114

411

12

30

34

%99.9

9%

56.4

6%

43.5

3%

06.0

8%

02.6

6%

22.2

4%

15.9

7%

26.0

5%

21.6

7%

00.7

6%

02.0

9%

00.1

9%

00.3

8%

00.5

7%

00.0

0%

00.5

7%

00.7

6%

PR

OM

OT

ED

#168

90

78

10

643

40

32

20

26

02

31

03

%100.0

1%

53.5

8%

46.4

3%

05.9

5%

03.5

7%

25.6

0%

23.8

1%

19.0

5%

11.9

0%

01.1

9%

03.5

7%

00.0

0%

01.1

9%

01.7

9%

00.6

0%

00.0

0%

01.7

9%

EX

PE

CT

ED

#168

95

73

10

437

27

44

36

14

01

10

11

GR

AD

E=

4 O

nb

oard

-P

rom

oti

on

s to

5

ON

BO

AR

D#

3,9

77

2,0

54

1,9

23

210

120

970

920

773

787

53

36

67

11

28

31

25

%100.0

1%

51.6

5%

48.3

6%

05.2

8%

03.0

2%

24.3

9%

23.1

3%

19.4

4%

19.7

9%

01.3

3%

00.9

1%

00.1

5%

00.1

8%

00.2

8%

00.7

0%

00.7

8%

00.6

3%

PR

OM

OT

ED

#1,1

24

564

560

44

31

297

275

194

224

16

13

22

712

43

%100.0

1%

50.1

7%

49.8

4%

03.9

1%

02.7

6%

26.4

2%

24.4

7%

17.2

6%

19.9

3%

01.4

2%

01.1

6%

00.1

8%

00.1

8%

00.6

2%

01.0

7%

00.3

6%

00.2

7%

EX

PE

CT

ED

#1,1

24

581

544

59

34

274

260

219

222

15

10

22

38

97

GR

AD

E=

5 O

nb

oard

-P

rom

oti

on

s to

6

ON

BO

AR

D#

20,3

38

7,6

09

12,7

29

791

853

3,8

65

6,5

82

2,5

26

4,6

68

234

301

18

34

101

146

74

145

%99.9

9%

37.4

1%

62.5

8%

03.8

9%

04.1

9%

19.0

0%

32.3

6%

12.4

2%

22.9

5%

01.1

5%

01.4

8%

00.0

9%

00.1

7%

00.5

0%

00.7

2%

00.3

6%

00.7

1%

PR

OM

OT

ED

#4,1

51

1,6

42

2,5

09

108

132

961

1,4

65

480

786

57

66

713

23

38

69

WORKFORCE TABLES

120

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

%99.9

9%

39.5

4%

60.4

5%

02.6

0%

03.1

8%

23.1

5%

35.2

9%

11.5

6%

18.9

4%

01.3

7%

01.5

9%

00.1

7%

00.3

1%

00.5

5%

00.9

2%

00.1

4%

00.2

2%

EX

PE

CT

ED

#4,1

51

1,5

53

2,5

98

161

174

789

1,3

43

516

953

48

61

47

21

30

15

29

GR

AD

E=

6 O

nb

oard

-P

rom

oti

on

s to

7

ON

BO

AR

D#

24,5

75

9,1

53

15,4

22

947

1,1

88

4,7

92

8,1

36

2,7

71

5,1

63

376

528

29

43

131

185

107

179

%100.0

0%

37.2

5%

62.7

5%

03.8

5%

04.8

3%

19.5

0%

33.1

1%

11.2

8%

21.0

1%

01.5

3%

02.1

5%

00.1

2%

00.1

7%

00.5

3%

00.7

5%

00.4

4%

00.7

3%

PR

OM

OT

ED

#2,7

13

1,0

91

1,6

22

94

101

602

928

324

508

51

43

37

13

24

411

%99.9

9%

40.2

1%

59.7

8%

03.4

6%

03.7

2%

22.1

9%

34.2

1%

11.9

4%

18.7

2%

01.8

8%

01.5

8%

00.1

1%

00.2

6%

00.4

8%

00.8

8%

00.1

5%

00.4

1%

EX

PE

CT

ED

#2,7

13

1,0

11

1,7

02

104

131

529

898

306

570

42

58

35

14

20

12

20

GR

AD

E=

7 O

nb

oard

-P

rom

oti

on

s to

8

ON

BO

AR

D#

16,3

60

5,8

12

10,5

48

617

788

3,1

72

6,0

21

1,5

84

3,1

47

300

352

26

33

59

122

54

85

%100.0

0%

35.5

2%

64.4

8%

03.7

7%

04.8

2%

19.3

9%

36.8

0%

09.6

8%

19.2

4%

01.8

3%

02.1

5%

00.1

6%

00.2

0%

00.3

6%

00.7

5%

00.3

3%

00.5

2%

PR

OM

OT

ED

#783

313

470

26

37

188

292

75

122

11

12

22

93

22

%100.0

1%

39.9

8%

60.0

3%

03.3

2%

04.7

3%

24.0

1%

37.2

9%

09.5

8%

15.5

8%

01.4

0%

01.5

3%

00.2

6%

00.2

6%

01.1

5%

00.3

8%

00.2

6%

00.2

6%

EX

PE

CT

ED

#783

278

505

30

38

152

288

76

151

14

17

12

36

34

GR

AD

E=

8 O

nb

oard

-P

rom

oti

on

s to

9

ON

BO

AR

D#

5,8

57

2,0

14

3,8

43

238

238

1,1

34

2,5

25

475

884

122

111

68

24

43

15

34

%99.9

9%

34.3

8%

65.6

1%

04.0

6%

04.0

6%

19.3

6%

43.1

1%

08.1

1%

15.0

9%

02.0

8%

01.9

0%

00.1

0%

00.1

4%

00.4

1%

00.7

3%

00.2

6%

00.5

8%

PR

OM

OT

ED

#464

177

287

16

14

107

183

30

72

22

90

01

91

0

%100.0

2%

38.1

6%

61.8

6%

03.4

5%

03.0

2%

23.0

6%

39.4

4%

06.4

7%

15.5

2%

04.7

4%

01.9

4%

00.0

0%

00.0

0%

00.2

2%

01.9

4%

00.2

2%

00.0

0%

EX

PE

CT

ED

#464

160

304

19

19

90

200

38

70

10

90

12

31

3

GR

AD

E=

9 O

nb

oard

-P

rom

oti

on

s to

10

ON

BO

AR

D#

3,8

12

1,6

12

2,2

00

157

131

1,0

34

1,5

41

293

436

93

55

45

22

23

99

%100.0

0%

42.2

9%

57.7

1%

04.1

2%

03.4

4%

27.1

2%

40.4

2%

07.6

9%

11.4

4%

02.4

4%

01.4

4%

00.1

0%

00.1

3%

00.5

8%

00.6

0%

00.2

4%

00.2

4%

PR

OM

OT

ED

#119

66

53

62

40

40

14

65

40

01

10

0

FY 2013 REPORT

121

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

%99.9

8%

55.4

5%

44.5

3%

05.0

4%

01.6

8%

33.6

1%

33.6

1%

11.7

6%

05.0

4%

04.2

0%

03.3

6%

00.0

0%

00.0

0%

00.8

4%

00.8

4%

00.0

0%

00.0

0%

EX

PE

CT

ED

#119

50

69

54

32

48

914

32

00

11

00

GR

AD

E=

10

On

bo

ard

-P

rom

oti

on

s to

11

ON

BO

AR

D#

749

403

346

43

18

257

250

74

60

24

15

00

33

20

%99.9

9%

53.8

0%

46.1

9%

05.7

4%

02.4

0%

34.3

1%

33.3

8%

09.8

8%

08.0

1%

03.2

0%

02.0

0%

00.0

0%

00.0

0%

00.4

0%

00.4

0%

00.2

7%

00.0

0%

PR

OM

OT

ED

#99

70

29

80

54

22

76

10

01

00

00

%100.0

0%

70.7

1%

29.2

9%

08.0

8%

00.0

0%

54.5

5%

22.2

2%

07.0

7%

06.0

6%

01.0

1%

00.0

0%

00.0

0%

01.0

1%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#99

53

46

62

34

33

10

83

20

00

00

0

GR

AD

E=

11

On

bo

ard

-P

rom

oti

on

s to

12

ON

BO

AR

D#

696

476

220

35

15

349

149

61

50

17

33

07

24

1

%99.9

9%

68.3

8%

31.6

1%

05.0

3%

02.1

6%

50.1

4%

21.4

1%

08.7

6%

07.1

8%

02.4

4%

00.4

3%

00.4

3%

00.0

0%

01.0

1%

00.2

9%

00.5

7%

00.1

4%

PR

OM

OT

ED

#61

39

22

10

26

15

10

70

02

00

00

0

%100.0

0%

63.9

3%

36.0

7%

01.6

4%

00.0

0%

42.6

2%

24.5

9%

16.3

9%

11.4

8%

00.0

0%

00.0

0%

03.2

8%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#61

42

19

31

31

13

54

10

00

10

00

TO

TA

L G

rad

e 2

-11

On

bo

ard

-P

rom

oti

on

s to

3-1

2

ON

BO

AR

D#

76,9

66

29,4

66

47,5

00

3,0

74

3,3

69

15,7

10

26,2

22

8,7

04

15,3

30

1,2

24

1,4

13

93

132

361

552

300

482

%100.0

1%

38.2

8%

61.7

3%

03.9

9%

04.3

8%

20.4

1%

34.0

7%

11.3

1%

19.9

2%

01.5

9%

01.8

4%

00.1

2%

00.1

7%

00.4

7%

00.7

2%

00.3

9%

00.6

3%

PR

OM

OT

ED

#9,7

08

4,0

67

5,6

41

314

324

2,3

23

3,2

64

1,1

75

1,7

57

165

153

16

27

57

88

17

28

%100.0

1%

41.8

9%

58.1

2%

03.2

3%

03.3

4%

23.9

3%

33.6

2%

12.1

0%

18.1

0%

01.7

0%

01.5

8%

00.1

6%

00.2

8%

00.5

9%

00.9

1%

00.1

8%

00.2

9%

EX

PE

CT

ED

#9,7

09

3,7

16

5,9

93

387

425

1,9

81

3,3

08

1,0

98

1,9

34

154

179

12

17

46

70

38

61

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

title

5 G

S G

rade

3-1

2 S

ingle

Gra

de

Incr

ease

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g

med

ical

and M

anila

res

iden

ts. O

nboar

d n

um

ber

s ar

e as

of th

e st

art

of th

e fisc

al y

ear.

Pr

om

ote

d n

um

ber

s ar

e cu

mula

tive

thro

ughou

tth

e fisc

al y

ear.

Prom

otions

incl

ude

NO

A C

odes

701,

702,

and 7

03.

Exp

ecte

d =

Onboar

d G

roup %

multip

lied b

y Tota

l Pr

om

otions.

WORKFORCE TABLES

122

This

bro

ad a

ppro

xim

atio

n d

oes

not

take

into

acc

ount

indiv

idual

qual

ific

atio

ns,

educa

tion,

per

form

ance

, tim

e in

gra

de,

ava

ilabili

ty o

f open

ings,

or

ceili

ng

gra

des

in s

pec

ific

occ

upat

ions.

Thus,

no c

oncl

usi

ons

can b

e dra

wn a

bout

indiv

idual

s, b

ut

the

dat

a does

sugges

t, o

ther

thin

gs

bei

ng e

qual

, w

het

her

the

pro

mot

ion r

ates

are

roughly

appro

xim

ate

to a

vaila

bili

ty.

FY 2013 REPORT

123

Table

B9

: EM

PLO

YEE P

RO

MO

TIO

NS

- T

itle

5 G

S G

rad

e 3

-12

Sin

gle

Gra

de I

ncr

ease

Perm

an

en

t W

ork

forc

e -

by D

isab

ilit

y -

SEP

– F

Y 2

01

3

Occ

up

ati

on

s: A

ll o

ccu

pati

on

s exce

pt

doct

ors

an

d n

urs

es.

See D

ata

Defi

nit

ion

s on

sta

rt p

age f

or

a lis

t of

occ

up

ati

on

s in

clu

ded

VA

-wid

eT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

GR

AD

E=

2 O

nb

oard

-P

rom

oti

on

s to

3

ON

BO

AR

D#

76

41

431

12

02

02

11

41

1

%100.0

0%

53.9

5%

05.2

6%

40.7

9%

15

.79

%00.0

0%

02.6

3%

00.0

0%

02.6

3%

01.3

2%

01.3

2%

05.2

6%

01.3

2%

01.3

2%

PR

OM

OT

ED

#26

21

05

00

00

00

00

00

%100.0

0%

80.7

7%

00.0

0%

19.2

3%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#26

14

111

4--

----

----

----

----

GR

AD

E=

3 O

nb

oard

-P

rom

oti

on

s to

4

ON

BO

AR

D#

526

346

20

160

48

65

13

02

16

14

1

%100.0

0%

65.7

8%

03.8

0%

30.4

2%

09

.13

%01.1

4%

00.9

5%

00.1

9%

00.5

7%

00.0

0%

00.3

8%

03.0

4%

02.6

6%

00.1

9%

PR

OM

OT

ED

#168

129

633

62

10

00

01

20

%100.0

0%

76.7

9%

03.5

7%

19.6

4%

03

.57

%01.1

9%

00.6

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.6

0%

01.1

9%

00.0

0%

EX

PE

CT

ED

#168

111

651

15

----

----

----

----

--

GR

AD

E=

4 O

nb

oard

-P

rom

oti

on

s to

5

ON

BO

AR

D#

3,9

77

2,7

06

154

1,1

17

25

542

30

420

11

18

23

99

8

%100.0

0%

68.0

4%

03.8

7%

28.0

9%

06

.41

%01.0

6%

00.7

5%

00.1

0%

00.5

0%

00.2

8%

00.4

5%

00.5

8%

02.4

9%

00.2

0%

PR

OM

OT

ED

#1,1

24

766

57

301

59

53

13

05

140

1

%100.0

0%

68.1

5%

05.0

7%

26.7

8%

05

.25

%00.4

4%

00.2

7%

00.0

9%

00.2

7%

00.0

0%

00.4

4%

00.0

9%

03.5

6%

00.0

9%

EX

PE

CT

ED

#1,1

24

765

43

316

72

----

----

----

----

--

GR

AD

E=

5 O

nb

oard

-P

rom

oti

on

s to

6

ON

BO

AR

D#

20,3

38

15,3

13

749

4,2

76

73

444

64

23

77

18

62

26

409

11

%100.0

0%

75.2

9%

03.6

8%

21.0

2%

03

.61

%00.2

2%

00.3

1%

00.1

1%

00.3

8%

00.0

9%

00.3

0%

00.1

3%

02.0

1%

00.0

5%

PR

OM

OT

ED

#4,1

51

3,1

09

193

849

12

74

25

15

36

387

2

%100.0

0%

74.9

0%

04.6

5%

20.4

5%

03

.06

%00.1

0%

00.0

5%

00.1

2%

00.3

6%

00.0

7%

00.1

4%

00.0

7%

02.1

0%

00.0

5%

EX

PE

CT

ED

#4,1

51

3,1

25

153

873

15

0--

----

----

----

----

WORKFORCE TABLES

124

VA

-wid

eT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

GR

AD

E=

6 O

nb

oard

-P

rom

oti

on

s to

7

ON

BO

AR

D#

24,5

75

19,9

31

784

3,8

60

58

551

38

19

53

15

61

11

327

10

%100.0

0%

81.1

0%

03.1

9%

15.7

1%

02

.38

%00.2

1%

00.1

5%

00.0

8%

00.2

2%

00.0

6%

00.2

5%

00.0

4%

01.3

3%

00.0

4%

PR

OM

OT

ED

#2,7

13

2,2

09

74

430

61

45

02

26

139

2

%100.0

0%

81.4

2%

02.7

3%

15.8

5%

02

.25

%00.1

5%

00.1

8%

00.0

0%

00.0

7%

00.0

7%

00.2

2%

00.0

4%

01.4

4%

00.0

7%

EX

PE

CT

ED

#2,7

13

2,2

00

87

426

65

----

----

----

----

--

GR

AD

E=

7 O

nb

oard

-P

rom

oti

on

s to

8

ON

BO

AR

D#

16,3

60

13,5

91

428

2,3

41

31

717

31

17

43

836

5155

5

%100.0

0%

83.0

7%

02.6

2%

14.3

1%

01

.94

%00.1

0%

00.1

9%

00.1

0%

00.2

6%

00.0

5%

00.2

2%

00.0

3%

00.9

5%

00.0

3%

PR

OM

OT

ED

#783

668

15

100

15

01

10

02

011

0

%100.0

0%

85.3

1%

01.9

2%

12.7

7%

01

.92

%00.0

0%

00.1

3%

00.1

3%

00.0

0%

00.0

0%

00.2

6%

00.0

0%

01.4

0%

00.0

0%

EX

PE

CT

ED

#783

650

21

112

15

----

----

----

----

--

GR

AD

E=

8 O

nb

oard

-P

rom

oti

on

s to

9

ON

BO

AR

D#

5,8

57

5,1

03

117

637

81

76

26

414

141

0

%100.0

0%

87.1

3%

02.0

0%

10.8

8%

01

.38

%00.1

2%

00.1

0%

00.0

3%

00.1

0%

00.0

7%

00.2

4%

00.0

2%

00.7

0%

00.0

0%

PR

OM

OT

ED

#464

407

11

46

30

00

00

20

10

%100.0

0%

87.7

2%

02.3

7%

09.9

1%

00

.65

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.4

3%

00.0

0%

00.2

2%

00.0

0%

EX

PE

CT

ED

#464

404

950

6--

----

----

----

----

GR

AD

E=

9 O

nb

oard

-P

rom

oti

on

s to

10

ON

BO

AR

D#

3,8

12

3,3

00

73

439

53

33

29

310

022

1

%100.0

0%

86.5

7%

01.9

2%

11.5

2%

01

.39

%00.0

8%

00.0

8%

00.0

5%

00.2

4%

00.0

8%

00.2

6%

00.0

0%

00.5

8%

00.0

3%

PR

OM

OT

ED

#119

101

513

20

00

00

10

10

%100.0

0%

84.8

7%

04.2

0%

10.9

2%

01

.68

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.8

4%

00.0

0%

00.8

4%

00.0

0%

EX

PE

CT

ED

#119

103

214

2--

----

----

----

----

GR

AD

E=

10

On

bo

ard

-P

rom

oti

on

s to

11

ON

BO

AR

D#

749

674

13

62

10

20

01

02

05

0

FY 2013 REPORT

125

VA

-wid

eT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

%100.0

0%

89.9

9%

01.7

4%

08.2

8%

01

.34

%00.2

7%

00.0

0%

00.0

0%

00.1

3%

00.0

0%

00.2

7%

00.0

0%

00.6

7%

00.0

0%

PR

OM

OT

ED

#99

79

119

50

00

10

10

30

%100.0

0%

79.8

0%

01.0

1%

19.1

9%

05

.05

%00.0

0%

00.0

0%

00.0

0%

01.0

1%

00.0

0%

01.0

1%

00.0

0%

03.0

3%

00.0

0%

EX

PE

CT

ED

#99

89

28

1--

----

----

----

----

GR

AD

E=

11

On

bo

ard

-P

rom

oti

on

s to

12

ON

BO

AR

D#

696

593

19

84

71

00

00

30

30

%100.0

0%

85.2

0%

02.7

3%

12.0

7%

01

.01

%00.1

4%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.4

3%

00.0

0%

00.4

3%

00.0

0%

PR

OM

OT

ED

#61

54

34

10

00

00

00

10

%100.0

0%

88.5

2%

04.9

2%

06.5

6%

01

.64

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

01.6

4%

00.0

0%

EX

PE

CT

ED

#61

52

27

1--

----

----

----

----

TO

TA

L G

rad

e 2

-11

On

bo

ard

-P

rom

oti

on

s to

3-1

2

ON

BO

AR

D#

76,9

66

61,5

98

2,3

61

13,0

07

2,1

02

173

179

68

214

60

209

86

1,0

76

37

%100.0

0%

80.0

3%

03.0

7%

16.9

0%

02

.73

%00.2

2%

00.2

3%

00.0

9%

00.2

8%

00.0

8%

00.2

7%

00.1

1%

01.4

0%

00.0

5%

PR

OM

OT

ED

#9,7

08

7,5

43

365

1,8

00

27

915

12

721

523

6185

5

%100.0

0%

77.7

0%

03.7

6%

18.5

4%

02

.87

%00.1

5%

00.1

2%

00.0

7%

00.2

2%

00.0

5%

00.2

4%

00.0

6%

01.9

1%

00.0

5%

EX

PE

CT

ED

#9,7

08

7,7

69

298

1,6

41

26

5--

----

----

----

----

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

title

5 G

S G

rade

3-1

2 S

ingle

Gra

de

Incr

ease

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g

med

ical

and M

anila

res

iden

ts. O

nboar

d n

um

ber

s ar

e as

of th

e st

art

of th

e fisc

al y

ear.

Pr

om

ote

d n

um

ber

s ar

e cu

mula

tive

thro

ughou

tth

e fisc

al y

ear.

Prom

otions

incl

ude

NO

A C

odes

701,

702,

and 7

03.

Exp

ecte

d =

Onboar

d G

roup %

multip

lied b

y Tota

l Pr

om

otions.

This

bro

ad a

ppro

xim

atio

n d

oes

not

take

into

acc

ount

indiv

idual

qual

ific

atio

ns,

educa

tion,

per

form

ance

, tim

e in

gra

de,

ava

ilabili

ty o

f open

ings,

or

ceili

ng

gra

des

in s

pec

ific

occ

upat

ions.

Thus,

no c

oncl

usi

ons

can b

e dra

wn a

bout

indiv

idual

s, b

ut

the

dat

a does

sugges

t,oth

er t

hin

gs

bei

ng e

qual

, w

het

her

the

pro

mot

ion r

ates

are

roughly

appro

xim

ate

to a

vaila

bili

ty.

WORKFORCE TABLES

126

Table

A9

: EM

PLO

YEE P

RO

MO

TIO

NS

- T

itle

5 G

S G

rad

e 7

,9,1

1,1

2 D

ou

ble

Gra

de I

ncr

ease

Perm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd

Sex -

SEP

– F

Y 2

01

3

Occ

up

ati

on

s: A

ll o

ccu

pati

on

s exce

pt

doct

ors

an

d n

urs

es.

See D

ata

Defi

nit

ion

s on

sta

rt p

age f

or

a lis

t of

occ

up

ati

on

s in

clu

ded

.

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

GR

AD

E=

5 O

nb

oard

-P

rom

oti

on

s to

7

ON

BO

AR

D#

304

156

148

58

98

82

42

34

22

02

411

59

%100.0

0%

51.3

2%

48.6

8%

01.6

4%

02.6

3%

32.2

4%

26.9

7%

13.8

2%

11.1

8%

00.6

6%

00.6

6%

00.0

0%

00.6

6%

01.3

2%

03.6

2%

01.6

4%

02.9

6%

PR

OM

OT

ED

#733

361

372

24

18

221

205

89

109

810

11

17

27

12

%100.0

0%

49.2

5%

50.7

5%

03.2

7%

02.4

6%

30.1

5%

27.9

7%

12.1

4%

14.8

7%

01.0

9%

01.3

6%

00.1

4%

00.1

4%

02.3

2%

03.6

8%

00.1

4%

00.2

7%

EX

PE

CT

ED

#733

376

357

12

19

236

198

101

82

55

05

10

27

12

22

GR

AD

E=

7 O

nb

oard

-P

rom

oti

on

s to

9

ON

BO

AR

D#

2,4

96

1,3

09

1,1

87

110

62

783

679

313

343

37

35

53

24

29

37

36

%99.9

8%

52.4

4%

47.5

4%

04.4

1%

02.4

8%

31.3

7%

27.2

0%

12.5

4%

13.7

4%

01.4

8%

01.4

0%

00.2

0%

00.1

2%

00.9

6%

01.1

6%

01.4

8%

01.4

4%

PR

OM

OT

ED

#2,7

92

1,3

46

1,4

46

104

90

823

828

321

426

51

51

10

632

34

511

%100.0

1%

48.2

2%

51.7

9%

03.7

2%

03.2

2%

29.4

8%

29.6

6%

11.5

0%

15.2

6%

01.8

3%

01.8

3%

00.3

6%

00.2

1%

01.1

5%

01.2

2%

00.1

8%

00.3

9%

EX

PE

CT

ED

#2,7

91

1,4

64

1,3

27

123

69

876

759

350

384

41

39

63

27

32

41

40

GR

AD

E=

9 O

nb

oard

-P

rom

oti

on

s to

11

ON

BO

AR

D#

13,4

18

5,3

79

8,0

39

420

512

3,2

60

4,6

48

1,2

72

2,2

07

265

421

17

18

78

126

67

107

%100.0

1%

40.0

9%

59.9

2%

03.1

3%

03.8

2%

24.3

0%

34.6

4%

09.4

8%

16.4

5%

01.9

7%

03.1

4%

00.1

3%

00.1

3%

00.5

8%

00.9

4%

00.5

0%

00.8

0%

PR

OM

OT

ED

#4,2

06

2,0

00

2,2

06

143

118

1,3

11

1,3

08

425

627

78

109

85

28

27

712

%100.0

1%

47.5

5%

52.4

6%

03.4

0%

02.8

1%

31.1

7%

31.1

0%

10.1

0%

14.9

1%

01.8

5%

02.5

9%

00.1

9%

00.1

2%

00.6

7%

00.6

4%

00.1

7%

00.2

9%

EX

PE

CT

ED

#4,2

06

1,6

86

2,5

20

132

161

1,0

22

1,4

57

399

692

83

132

55

24

40

21

34

GR

AD

E=

11

On

bo

ard

-P

rom

oti

on

s to

12

ON

BO

AR

D#

24,7

48

9,8

07

14,9

41

699

938

6,7

27

10,1

94

1,7

01

2,9

08

456

576

26

26

103

159

95

140

%100.0

0%

39.6

2%

60.3

8%

02.8

2%

03.7

9%

27.1

8%

41.1

9%

06.8

7%

11.7

5%

01.8

4%

02.3

3%

00.1

1%

00.1

1%

00.4

2%

00.6

4%

00.3

8%

00.5

7%

PR

OM

OT

ED

#3,6

50

1,6

03

2,0

47

103

134

1,1

39

1,2

94

258

465

64

114

56

29

28

56

FY 2013 REPORT

127

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

%99.9

9%

43.9

2%

56.0

7%

02.8

2%

03.6

7%

31.2

1%

35.4

5%

07.0

7%

12.7

4%

01.7

5%

03.1

2%

00.1

4%

00.1

6%

00.7

9%

00.7

7%

00.1

4%

00.1

6%

EX

PE

CT

ED

#3,6

50

1,4

46

2,2

04

103

138

992

1,5

03

251

429

67

85

44

15

23

14

21

TO

TA

L G

rad

e 5

,7,9

,11

On

bo

ard

-P

rom

oti

on

s to

7,9

,11

,12

ON

BO

AR

D#

40,9

66

16,6

51

24,3

15

1,2

34

1,5

20

10,8

68

15,6

03

3,3

28

5,4

92

760

1,0

34

48

49

209

325

204

292

%100.0

0%

40.6

5%

59.3

5%

03.0

1%

03.7

1%

26.5

3%

38.0

9%

08.1

2%

13.4

1%

01.8

6%

02.5

2%

00.1

2%

00.1

2%

00.5

1%

00.7

9%

00.5

0%

00.7

1%

PR

OM

OT

ED

#11,3

81

5,3

10

6,0

71

374

360

3,4

94

3,6

35

1,0

93

1,6

27

201

284

24

18

106

116

18

31

%100.0

1%

46.6

6%

53.3

5%

03.2

9%

03.1

6%

30.7

0%

31.9

4%

09.6

0%

14.3

0%

01.7

7%

02.5

0%

00.2

1%

00.1

6%

00.9

3%

01.0

2%

00.1

6%

00.2

7%

EX

PE

CT

ED

#11,3

81

4,6

26

6,7

55

343

422

3,0

19

4,3

35

924

1,5

26

212

287

14

14

58

90

57

81

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

title

5 G

S G

rade

7,9

,11,1

2 D

ouble

Gra

de

Incr

ease

per

man

ent

emplo

yees

in a

pay

sta

tus

and

excl

udin

g m

edic

al a

nd M

anila

res

iden

ts.

Onboar

d n

um

ber

s ar

e as

of th

e st

art

of th

e fisc

al y

ear.

Pr

om

ote

d n

um

ber

s ar

e cu

mula

tive

thro

ughout

the

fisc

al

year

.

Prom

otions

incl

ude

NO

A C

odes

701,

702,

and 7

03.

Exp

ecte

d =

Onboar

d G

roup %

multip

lied b

y Tota

l Pr

om

otions.

This

bro

ad a

ppro

xim

atio

n d

oes

not

take

into

acc

ount

indiv

idual

qual

ific

atio

ns,

educa

tion,

per

form

ance

, tim

e in

gra

de,

ava

ilabili

ty o

f open

ings,

or

ceili

ng

gra

des

in s

pec

ific

occ

upat

ions.

Thus,

no c

oncl

usi

ons

can b

e dra

wn a

bout

indiv

idual

s, b

ut

the

dat

a does

sugges

t, o

ther

thin

gs

bei

ng e

qual

, w

het

her

the

pro

mot

ion r

ates

are

roughly

appro

xim

ate

to a

vaila

bili

ty.

WORKFORCE TABLES

128

Table

B9

: EM

PLO

YEE P

RO

MO

TIO

NS

- T

itle

5 G

S G

rad

e 7

,9,1

1,1

2D

ou

ble

Gra

de I

ncr

ease

Perm

an

en

t W

ork

forc

e -

by D

isabilit

y -

SEP

– F

Y 2

01

3

Occ

up

ati

on

s: A

ll o

ccu

pati

on

s exce

pt

doct

ors

an

d n

urs

es.

S

ee D

ata

Defi

nit

ion

s on

sta

rt p

ag

e f

or

a lis

t of

occ

up

ati

on

s in

clu

ded

.

VA

-wid

eT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

GR

AD

E=

5 O

nb

oard

-P

rom

oti

on

s to

7

ON

BO

AR

D#

304

207

17

80

11

00

01

01

09

0

%100.0

0%

68.0

9%

05.5

9%

26.3

2%

03

.62

%00.0

0%

00.0

0%

00.0

0%

00.3

3%

00.0

0%

00.3

3%

00.0

0%

02.9

6%

00.0

0%

PR

OM

OT

ED

#733

553

28

152

21

12

02

12

013

0

%100.0

0%

75.4

4%

03.8

2%

20.7

4%

02

.86

%00.1

4%

00.2

7%

00.0

0%

00.2

7%

00.1

4%

00.2

7%

00.0

0%

01.7

7%

00.0

0%

EX

PE

CT

ED

#733

499

41

193

27

----

----

----

----

--

GR

AD

E=

7 O

nb

oard

-P

rom

oti

on

s to

9

ON

BO

AR

D#

2,4

96

1,8

27

110

559

63

03

34

14

048

0

%100.0

0%

73.2

0%

04.4

1%

22.4

0%

02

.52

%00.0

0%

00.1

2%

00.1

2%

00.1

6%

00.0

4%

00.1

6%

00.0

0%

01.9

2%

00.0

0%

PR

OM

OT

ED

#2,7

92

2,1

21

123

548

58

12

35

14

141

0

%100.0

0%

75.9

7%

04.4

1%

19.6

3%

02

.08

%00.0

4%

00.0

7%

00.1

1%

00.1

8%

00.0

4%

00.1

4%

00.0

4%

01.4

7%

00.0

0%

EX

PE

CT

ED

#2,7

92

2,0

44

123

625

70

----

----

----

----

--

GR

AD

E=

9 O

nb

oard

-P

rom

oti

on

s to

11

ON

BO

AR

D#

13,4

18

11,1

24

380

1,9

14

23

08

12

10

24

11

25

5130

5

%100.0

0%

82.9

0%

02.8

3%

14.2

6%

01

.71

%00.0

6%

00.0

9%

00.0

7%

00.1

8%

00.0

8%

00.1

9%

00.0

4%

00.9

7%

00.0

4%

PR

OM

OT

ED

#4,2

06

3,4

06

159

641

73

13

27

57

047

1

%100.0

0%

80.9

8%

03.7

8%

15.2

4%

01

.74

%00.0

2%

00.0

7%

00.0

5%

00.1

7%

00.1

2%

00.1

7%

00.0

0%

01.1

2%

00.0

2%

EX

PE

CT

ED

#4,2

06

3,4

87

119

600

72

----

----

----

----

--

GR

AD

E=

11

On

bo

ard

-P

rom

oti

on

s to

12

ON

BO

AR

D#

24,7

48

20,6

91

703

3,3

54

46

618

66

31

59

20

42

0223

7

%100.0

0%

83.6

1%

02.8

4%

13.5

5%

01

.88

%00.0

7%

00.2

7%

00.1

3%

00.2

4%

00.0

8%

00.1

7%

00.0

0%

00.9

0%

00.0

3%

PR

OM

OT

ED

#3,6

50

3,0

79

116

455

50

14

44

23

032

0

%100.0

0%

84.3

6%

03.1

8%

12.4

7%

01

.37

%00.0

3%

00.1

1%

00.1

1%

00.1

1%

00.0

5%

00.0

8%

00.0

0%

00.8

8%

00.0

0%

EX

PE

CT

ED

#3,6

50

3,0

52

104

495

69

----

----

----

----

--

FY 2013 REPORT

129

VA

-wid

eT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

TO

TA

L G

rad

e 5

,7,9

,11

On

bo

ard

-P

rom

oti

on

s to

7,9

,11

,12

ON

BO

AR

D#

40,9

66

33,8

49

1,2

10

5,9

07

77

026

81

44

88

32

72

5410

12

%100.0

0%

82.6

3%

02.9

5%

14.4

2%

01

.88

%00.0

6%

00.2

0%

00.1

1%

00.2

1%

00.0

8%

00.1

8%

00.0

1%

01.0

0%

00.0

3%

PR

OM

OT

ED

#11,3

81

9,1

59

426

1,7

96

20

24

11

918

916

1133

1

%100.0

0%

80.4

8%

03.7

4%

15.7

8%

01

.77

%00.0

4%

00.1

0%

00.0

8%

00.1

6%

00.0

8%

00.1

4%

00.0

1%

01.1

7%

00.0

1%

EX

PE

CT

ED

#11,3

81

9,4

04

336

1,6

41

21

4--

----

----

----

----

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

title

5 G

S G

rade

7,9

,11,1

2 D

ouble

Gra

de

Incr

ease

per

man

ent

emplo

yees

in a

pay

sta

tus

and

excl

udin

g m

edic

al a

nd M

anila

res

iden

ts.

Onboar

d n

um

ber

s ar

e as

of th

e st

art

of th

e fisc

al y

ear.

Pr

om

ote

d n

um

ber

s ar

e cu

mula

tive

thro

ughout

the

fisc

al

year

.

Prom

otions

incl

ude

NO

A C

odes

701,

702,

and 7

03.

Exp

ecte

d =

Onboar

d G

roup %

multip

lied b

y Tota

l Pr

om

otions.

This

bro

ad a

ppro

xim

atio

n d

oes

not

take

into

acc

ount

indiv

idual

qual

ific

atio

ns,

educa

tion,

per

form

ance

, tim

e in

gra

de,

ava

ilabili

ty o

f open

ings,

or

ceili

ng

gra

des

in s

pec

ific

occ

upat

ions.

Thus,

no c

oncl

usi

ons

can b

e dra

wn a

bout

indiv

idual

s, b

ut

the

dat

a does

sugges

t, o

ther

thin

gs

bei

ng e

qual

, w

het

her

the

pro

mot

ion r

ates

are

roughly

appro

xim

ate

to a

vaila

bili

ty.

WORKFORCE TABLES

130

Table

A9

: EM

PLO

YEE P

RO

MO

TIO

NS

- T

itle

5 W

G1

Gra

de 2

-12

Perm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd

Sex -

SEP

– F

Y 2

01

3

Occ

up

ati

on

s: In

clu

des

all W

G1

occ

up

ati

on

s.

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

GR

AD

E=

1 O

nb

oard

-P

rom

oti

on

s to

2

ON

BO

AR

D#

846

720

126

21

8303

53

372

55

86

31

31

10

2

%100.0

0%

85.1

0%

14.9

0%

02.4

8%

00.9

5%

35.8

2%

06.2

6%

43.9

7%

06.5

0%

00.9

5%

00.7

1%

00.3

5%

00.1

2%

00.3

5%

00.1

2%

01.1

8%

00.2

4%

PR

OM

OT

ED

#739

624

115

27

6278

46

312

55

35

10

12

21

%100.0

1%

84.4

5%

15.5

6%

03.6

5%

00.8

1%

37.6

2%

06.2

2%

42.2

2%

07.4

4%

00.4

1%

00.6

8%

00.1

4%

00.0

0%

00.1

4%

00.2

7%

00.2

7%

00.1

4%

EX

PE

CT

ED

#739

629

110

18

7265

46

325

48

75

31

31

92

GR

AD

E=

2 O

nb

oard

-P

rom

oti

on

s to

3

ON

BO

AR

D#

9,7

33

7,8

49

1,8

84

508

125

2,9

25

722

4,1

18

950

131

54

19

3106

22

42

8

%100.0

0%

80.6

5%

19.3

5%

05.2

2%

01.2

8%

30.0

5%

07.4

2%

42.3

1%

09.7

6%

01.3

5%

00.5

5%

00.2

0%

00.0

3%

01.0

9%

00.2

3%

00.4

3%

00.0

8%

PR

OM

OT

ED

#413

316

97

19

5130

35

159

51

36

10

40

00

%100.0

0%

76.5

2%

23.4

8%

04.6

0%

01.2

1%

31.4

8%

08.4

7%

38.5

0%

12.3

5%

00.7

3%

01.4

5%

00.2

4%

00.0

0%

00.9

7%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#413

333

80

22

5124

31

175

40

62

10

51

20

GR

AD

E=

3 O

nb

oard

-P

rom

oti

on

s to

4

ON

BO

AR

D#

2,8

73

2,0

83

790

182

62

695

272

1,1

41

410

29

21

32

21

20

12

3

%99.9

9%

72.4

9%

27.5

0%

06.3

3%

02.1

6%

24.1

9%

09.4

7%

39.7

1%

14.2

7%

01.0

1%

00.7

3%

00.1

0%

00.0

7%

00.7

3%

00.7

0%

00.4

2%

00.1

0%

PR

OM

OT

ED

#263

152

111

11

566

51

68

52

21

11

31

10

%100.0

0%

57.8

0%

42.2

0%

04.1

8%

01.9

0%

25.1

0%

19.3

9%

25.8

6%

19.7

7%

00.7

6%

00.3

8%

00.3

8%

00.3

8%

01.1

4%

00.3

8%

00.3

8%

00.0

0%

EX

PE

CT

ED

#263

191

72

17

664

25

104

38

32

00

22

10

GR

AD

E=

4 O

nb

oard

-P

rom

oti

on

s to

5

ON

BO

AR

D#

1,2

70

753

517

62

23

301

197

341

273

26

15

00

13

810

1

%100.0

0%

59.2

9%

40.7

1%

04.8

8%

01.8

1%

23.7

0%

15.5

1%

26.8

5%

21.5

0%

02.0

5%

01.1

8%

00.0

0%

00.0

0%

01.0

2%

00.6

3%

00.7

9%

00.0

8%

PR

OM

OT

ED

#120

102

18

60

63

15

33

30

00

00

00

0

FY 2013 REPORT

131

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

%100.0

0%

85.0

0%

15.0

0%

05.0

0%

00.0

0%

52.5

0%

12.5

0%

27.5

0%

02.5

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#120

71

49

62

28

19

32

26

21

00

11

10

GR

AD

E=

5 O

nb

oard

-P

rom

oti

on

s to

6

ON

BO

AR

D#

1,1

32

1,0

53

79

102

10

550

38

353

29

25

24

010

09

0

%100.0

0%

93.0

2%

06.9

8%

09.0

1%

00.8

8%

48.5

9%

03.3

6%

31.1

8%

02.5

6%

02.2

1%

00.1

8%

00.3

5%

00.0

0%

00.8

8%

00.0

0%

00.8

0%

00.0

0%

PR

OM

OT

ED

#242

211

31

15

0107

16

82

13

41

10

21

00

%99.9

8%

87.1

8%

12.8

0%

06.2

0%

00.0

0%

44.2

1%

06.6

1%

33.8

8%

05.3

7%

01.6

5%

00.4

1%

00.4

1%

00.0

0%

00.8

3%

00.4

1%

00.0

0%

00.0

0%

EX

PE

CT

ED

#242

225

17

22

2118

875

65

01

02

02

0

GR

AD

E=

6 O

nb

oard

-P

rom

oti

on

s to

7

ON

BO

AR

D#

1,4

91

1,3

45

146

109

6697

68

472

62

33

76

115

113

1

%100.0

1%

90.2

1%

09.8

0%

07.3

1%

00.4

0%

46.7

5%

04.5

6%

31.6

6%

04.1

6%

02.2

1%

00.4

7%

00.4

0%

00.0

7%

01.0

1%

00.0

7%

00.8

7%

00.0

7%

PR

OM

OT

ED

#67

65

211

039

214

01

00

00

00

0

%100.0

1%

97.0

2%

02.9

9%

16.4

2%

00.0

0%

58.2

1%

02.9

9%

20.9

0%

00.0

0%

01.4

9%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#67

60

75

031

321

31

00

01

01

0

GR

AD

E=

7 O

nb

oard

-P

rom

oti

on

s to

8

ON

BO

AR

D#

727

685

42

77

5337

16

245

20

14

01

011

00

1

%100.0

0%

94.2

2%

05.7

8%

10.5

9%

00.6

9%

46.3

5%

02.2

0%

33.7

0%

02.7

5%

01.9

3%

00.0

0%

00.1

4%

00.0

0%

01.5

1%

00.0

0%

00.0

0%

00.1

4%

PR

OM

OT

ED

#110

105

512

153

328

17

01

04

00

0

%100.0

0%

95.4

5%

04.5

5%

10.9

1%

00.9

1%

48.1

8%

02.7

3%

25.4

5%

00.9

1%

06.3

6%

00.0

0%

00.9

1%

00.0

0%

03.6

4%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#110

104

612

151

237

32

00

02

00

0

GR

AD

E=

8 O

nb

oard

-P

rom

oti

on

s to

9

ON

BO

AR

D#

724

685

39

54

0409

18

188

20

19

12

05

08

0

%100.0

0%

94.6

1%

05.3

9%

07.4

6%

00.0

0%

56.4

9%

02.4

9%

25.9

7%

02.7

6%

02.6

2%

00.1

4%

00.2

8%

00.0

0%

00.6

9%

00.0

0%

01.1

0%

00.0

0%

PR

OM

OT

ED

#53

53

08

038

07

00

00

00

00

0

WORKFORCE TABLES

132

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

%100.0

0%

100.0

0%

00.0

0%

15.0

9%

00.0

0%

71.7

0%

00.0

0%

13.2

1%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#53

50

34

030

114

11

00

00

01

0

GR

AD

E=

9 O

nb

oard

-P

rom

oti

on

s to

10

ON

BO

AR

D#

1,1

90

1,1

58

32

119

1801

22

197

821

03

110

07

0

%99.9

8%

97.3

0%

02.6

8%

10.0

0%

00.0

8%

67.3

1%

01.8

5%

16.5

5%

00.6

7%

01.7

6%

00.0

0%

00.2

5%

00.0

8%

00.8

4%

00.0

0%

00.5

9%

00.0

0%

PR

OM

OT

ED

#105

105

011

074

016

04

00

00

00

0

%100.0

1%

100.0

1%

00.0

0%

10.4

8%

00.0

0%

70.4

8%

00.0

0%

15.2

4%

00.0

0%

03.8

1%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#105

102

311

071

217

12

00

01

01

0

GR

AD

E=

10

On

bo

ard

-P

rom

oti

on

s to

11

ON

BO

AR

D#

2,7

02

2,6

82

20

211

21,9

69

13

366

487

08

028

113

0

%100.0

1%

99.2

7%

00.7

4%

07.8

1%

00.0

7%

72.8

7%

00.4

8%

13.5

5%

00.1

5%

03.2

2%

00.0

0%

00.3

0%

00.0

0%

01.0

4%

00.0

4%

00.4

8%

00.0

0%

PR

OM

OT

ED

#44

44

03

030

07

03

01

00

00

0

%100.0

0%

100.0

0%

00.0

0%

06.8

2%

00.0

0%

68.1

8%

00.0

0%

15.9

1%

00.0

0%

06.8

2%

00.0

0%

02.2

7%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#44

44

03

032

06

01

00

00

00

0

GR

AD

E=

11

On

bo

ard

-P

rom

oti

on

s to

12

ON

BO

AR

D#

932

924

862

0681

6129

226

06

016

04

0

%99.9

9%

99.1

4%

00.8

5%

06.6

5%

00.0

0%

73.0

7%

00.6

4%

13.8

4%

00.2

1%

02.7

9%

00.0

0%

00.6

4%

00.0

0%

01.7

2%

00.0

0%

00.4

3%

00.0

0%

PR

OM

OT

ED

#1

10

00

00

00

00

00

10

00

%100.0

0%

100.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

100.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#1

10

00

10

00

00

00

00

00

TO

TA

L G

rad

e 1

-11

On

bo

ard

-P

rom

oti

on

s to

2-1

2

ON

BO

AR

D#

23,6

20

19,9

37

3,6

83

1,5

07

242

9,6

68

1,4

25

7,9

22

1,8

33

419

106

55

8238

53

128

16

%99.9

8%

84.4

0%

15.5

8%

06.3

8%

01.0

2%

40.9

3%

06.0

3%

33.5

4%

07.7

6%

01.7

7%

00.4

5%

00.2

3%

00.0

3%

01.0

1%

00.2

2%

00.5

4%

00.0

7%

PR

OM

OT

ED

#2,1

57

1,7

78

379

123

17

878

168

726

175

27

13

61

15

43

1

FY 2013 REPORT

133

VA

-wid

eT

OT

AL

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

%100.0

1%

82.4

3%

17.5

8%

05.7

0%

00.7

9%

40.7

0%

07.7

9%

33.6

6%

08.1

1%

01.2

5%

00.6

0%

00.2

8%

00.0

5%

00.7

0%

00.1

9%

00.1

4%

00.0

5%

EX

PE

CT

ED

#2,1

57

1,8

21

336

138

22

883

130

723

167

38

10

51

22

512

2

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

title

5 W

G1 G

rade

2-1

2 p

erm

anen

t em

plo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

re

siden

ts.

Onboar

d n

um

ber

s ar

e as

of th

e st

art

of th

e fisc

al y

ear.

Pr

om

ote

d n

um

ber

s ar

e cu

mula

tive

thro

ughout

the

fisc

al y

ear.

Prom

otions

incl

ude

NO

A C

odes

701,

702,

and 7

03.

Exp

ecte

d =

Onboar

d G

roup %

multip

lied b

y Tota

l Pr

om

otions.

This

bro

ad a

ppro

xim

atio

n d

oes

not

take

into

acc

ount

indiv

idual

qual

ific

atio

ns,

educa

tion,

per

form

ance

, tim

e in

gra

de,

ava

ilabili

ty o

f open

ings,

or

ceili

ng

gra

des

in s

pec

ific

occ

upat

ions.

Thus,

no c

oncl

usi

ons

can b

e dra

wn a

bout

indiv

idual

s, b

ut

the

dat

a does

sugges

t, o

ther

thin

gs

bei

ng e

qual

, w

het

her

the

pro

mot

ion r

ates

are

roughly

appro

xim

ate

to a

vaila

bili

ty.

WORKFORCE TABLES

134

Table

B9

: E

MP

LO

YEE P

RO

MO

TIO

NS

- T

itle

5 W

G1

Gra

de 2

-12

Perm

an

en

t W

ork

forc

e -

by D

isabilit

y -

SEP

– F

Y 2

01

3

Occ

up

ati

on

s:

Incl

udes

all W

G1

occ

up

ati

on

s.

VA

-wid

eT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

GR

AD

E=

1 O

nb

oard

-P

rom

oti

on

s to

2

ON

BO

AR

D#

846

491

42

313

87

22

01

19

16

56

0

%100.0

0%

58.0

4%

04.9

6%

37.0

0%

10

.28

%00.2

4%

00.2

4%

00.0

0%

00.1

2%

00.1

2%

01.0

6%

01.8

9%

06.6

2%

00.0

0%

PR

OM

OT

ED

#739

441

46

252

61

02

02

14

151

0

%100.0

0%

59.6

8%

06.2

2%

34.1

0%

08

.25

%00.0

0%

00.2

7%

00.0

0%

00.2

7%

00.1

4%

00.5

4%

00.1

4%

06.9

0%

00.0

0%

EX

PE

CT

ED

#739

429

37

273

76

----

----

----

----

--

GR

AD

E=

2 O

nb

oard

-P

rom

oti

on

s to

3

ON

BO

AR

D#

9,7

33

6,9

11

409

2,4

13

66

560

33

10

30

734

112

375

4

%100.0

0%

71.0

1%

04.2

0%

24.7

9%

06

.83

%00.6

2%

00.3

4%

00.1

0%

00.3

1%

00.0

7%

00.3

5%

01.1

5%

03.8

5%

00.0

4%

PR

OM

OT

ED

#413

284

32

97

23

00

03

01

018

1

%100.0

0%

68.7

7%

07.7

5%

23.4

9%

05

.57

%00.0

0%

00.0

0%

00.0

0%

00.7

3%

00.0

0%

00.2

4%

00.0

0%

04.3

6%

00.2

4%

EX

PE

CT

ED

#413

293

17

102

28

----

----

----

----

--

GR

AD

E=

3 O

nb

oard

-P

rom

oti

on

s to

4

ON

BO

AR

D#

2,8

73

2,2

57

97

519

12

111

11

210

33

21

59

1

%100.0

0%

78.5

6%

03.3

8%

18.0

6%

04

.21

%00.3

8%

00.3

8%

00.0

7%

00.3

5%

00.1

0%

00.1

0%

00.7

3%

02.0

5%

00.0

3%

PR

OM

OT

ED

#263

201

854

19

00

01

01

215

0

%100.0

0%

76.4

3%

03.0

4%

20.5

3%

07

.22

%00.0

0%

00.0

0%

00.0

0%

00.3

8%

00.0

0%

00.3

8%

00.7

6%

05.7

0%

00.0

0%

EX

PE

CT

ED

#263

207

947

11

----

----

----

----

--

GR

AD

E=

4 O

nb

oard

-P

rom

oti

on

s to

5

ON

BO

AR

D#

1,2

70

1,0

41

33

196

46

10

21

41

56

17

0

%100.0

0%

81.9

7%

02.6

0%

15.4

3%

03

.62

%00.7

9%

00.1

6%

00.0

8%

00.3

1%

00.0

8%

00.3

9%

00.4

7%

01.3

4%

00.0

0%

PR

OM

OT

ED

#120

80

238

90

00

00

00

90

%100.0

0%

66.6

7%

01.6

7%

31.6

7%

07

.50

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

07.5

0%

00.0

0%

EX

PE

CT

ED

#120

98

319

4--

----

----

----

----

FY 2013 REPORT

135

VA

-wid

eT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

GR

AD

E=

5 O

nb

oard

-P

rom

oti

on

s to

6

ON

BO

AR

D#

1,1

32

850

59

223

45

32

24

05

225

2

%100.0

0%

75.0

9%

05.2

1%

19.7

0%

03

.98

%00.2

7%

00.1

8%

00.1

8%

00.3

5%

00.0

0%

00.4

4%

00.1

8%

02.2

1%

00.1

8%

PR

OM

OT

ED

#242

174

15

53

18

15

00

00

012

0

%100.0

0%

71.9

0%

06.2

0%

21.9

0%

07

.44

%00.4

1%

02.0

7%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

04.9

6%

00.0

0%

EX

PE

CT

ED

#242

182

13

48

10

----

----

----

----

--

GR

AD

E=

6 O

nb

oard

-P

rom

oti

on

s to

7

ON

BO

AR

D#

1,4

91

1,1

91

51

249

29

15

01

00

319

0

%100.0

0%

79.8

8%

03.4

2%

16.7

0%

01

.95

%00.0

7%

00.3

4%

00.0

0%

00.0

7%

00.0

0%

00.0

0%

00.2

0%

01.2

7%

00.0

0%

PR

OM

OT

ED

#67

52

69

40

00

10

00

21

%100.0

0%

77.6

1%

08.9

6%

13.4

3%

05

.97

%00.0

0%

00.0

0%

00.0

0%

01.4

9%

00.0

0%

00.0

0%

00.0

0%

02.9

9%

01.4

9%

EX

PE

CT

ED

#67

54

211

1--

----

----

----

----

GR

AD

E=

7 O

nb

oard

-P

rom

oti

on

s to

8

ON

BO

AR

D#

727

565

48

114

25

20

00

02

219

0

%100.0

0%

77.7

2%

06.6

0%

15.6

8%

03

.44

%00.2

8%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.2

8%

00.2

8%

02.6

1%

00.0

0%

PR

OM

OT

ED

#110

84

917

50

10

00

00

40

%100.0

0%

76.3

6%

08.1

8%

15.4

5%

04

.55

%00.0

0%

00.9

1%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

03.6

4%

00.0

0%

EX

PE

CT

ED

#110

85

717

4--

----

----

----

----

GR

AD

E=

8 O

nb

oard

-P

rom

oti

on

s to

9

ON

BO

AR

D#

724

569

30

125

18

31

01

01

012

0

%100.0

0%

78.5

9%

04.1

4%

17.2

7%

02

.49

%00.4

1%

00.1

4%

00.0

0%

00.1

4%

00.0

0%

00.1

4%

00.0

0%

01.6

6%

00.0

0%

PR

OM

OT

ED

#53

37

115

41

00

00

00

30

%100.0

0%

69.8

1%

01.8

9%

28.3

0%

07

.55

%01.8

9%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

05.6

6%

00.0

0%

EX

PE

CT

ED

#53

42

29

1--

----

----

----

----

GR

AD

E=

9 O

nb

oard

-P

rom

oti

on

s to

10

ON

BO

AR

D#

1,1

90

956

44

190

23

42

00

13

211

0

WORKFORCE TABLES

136

VA

-wid

eT

OT

AL

To

tal

by D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

%100.0

0%

80.3

4%

03.7

0%

15.9

7%

01

.93

%00.3

4%

00.1

7%

00.0

0%

00.0

0%

00.0

8%

00.2

5%

00.1

7%

00.9

2%

00.0

0%

PR

OM

OT

ED

#105

74

922

50

00

01

00

40

%100.0

0%

70.4

8%

08.5

7%

20.9

5%

04

.76

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.9

5%

00.0

0%

00.0

0%

03.8

1%

00.0

0%

EX

PE

CT

ED

#105

84

417

2--

----

----

----

----

GR

AD

E=

10

On

bo

ard

-P

rom

oti

on

s to

11

ON

BO

AR

D#

2,7

02

2,2

19

85

398

34

25

25

00

119

0

%100.0

0%

82.1

2%

03.1

5%

14.7

3%

01

.26

%00.0

7%

00.1

9%

00.0

7%

00.1

9%

00.0

0%

00.0

0%

00.0

4%

00.7

0%

00.0

0%

PR

OM

OT

ED

#44

37

16

10

00

00

00

10

%100.0

0%

84.0

9%

02.2

7%

13.6

4%

02

.27

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

02.2

7%

00.0

0%

EX

PE

CT

ED

#44

36

16

1--

----

----

----

----

GR

AD

E=

11

On

bo

ard

-P

rom

oti

on

s to

12

ON

BO

AR

D#

932

761

26

145

11

21

10

00

15

1

%100.0

0%

81.6

5%

02.7

9%

15.5

6%

01

.18

%00.2

1%

00.1

1%

00.1

1%

00.0

0%

00.0

0%

00.0

0%

00.1

1%

00.5

4%

00.1

1%

PR

OM

OT

ED

#1

00

10

00

00

00

00

0

%100.0

0%

00.0

0%

00.0

0%

100.0

0%

00

.00

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

EX

PE

CT

ED

#1

10

00

----

----

----

----

--

TO

TA

L G

rad

e 1

-11

On

bo

ard

-P

rom

oti

on

s to

2-1

2

ON

BO

AR

D#

23,6

20

17,8

11

924

4,8

85

1,1

04

100

64

18

56

13

62

166

617

8

%100.0

0%

75.4

1%

03.9

1%

20.6

8%

04

.67

%00.4

2%

00.2

7%

00.0

8%

00.2

4%

00.0

6%

00.2

6%

00.7

0%

02.6

1%

00.0

3%

PR

OM

OT

ED

#2,1

57

1,4

64

129

564

14

92

80

72

63

119

2

%100.0

0%

67.8

7%

05.9

8%

26.1

5%

06

.91

%00.0

9%

00.3

7%

00.0

0%

00.3

2%

00.0

9%

00.2

8%

00.1

4%

05.5

2%

00.0

9%

EX

PE

CT

ED

#2,1

57

1,6

27

84

446

10

1--

----

----

----

----

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

title

5 W

G1 G

rade

2-1

2 p

erm

anen

t em

plo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

re

siden

ts.

Onboar

d n

um

ber

s ar

e as

of th

e st

art

of th

e fisc

al y

ear.

Pr

om

ote

d n

um

ber

s ar

e cu

mula

tive

thro

ughout

the

fisc

al y

ear.

Prom

otions

incl

ude

NO

A C

odes

701,

702,

and 7

03.

Exp

ecte

d =

Onboar

d G

roup %

multip

lied b

y Tota

l Pr

om

otions.

FY 2013 REPORT

137

This

bro

ad a

ppro

xim

atio

n d

oes

not

take

into

acc

ount

indiv

idual

qual

ific

atio

ns,

educa

tion,

per

form

ance

, tim

e in

gra

de,

ava

ilabili

ty o

f open

ings,

or

ceili

ng

gra

des

in s

pec

ific

occ

upat

ions.

Thus,

no c

oncl

usi

ons

can b

e dra

wn a

bout

indiv

idual

s, b

ut

the

dat

a does

sugges

t, o

ther

thin

gs

bei

ng e

qual

, w

het

her

the

pro

mot

ion r

ates

are

roughly

appro

xim

ate

to a

vaila

bili

ty.

WORKFORCE TABLES

138

Table

A1

1:

INTER

NA

L S

ELEC

TIO

NS

FO

R S

EN

IOR

LEV

EL P

OS

ITIO

NS

(G

S 1

3/1

4,

15

, an

d S

ES

) -

Perm

an

en

t W

ork

forc

e -

Dis

trib

uti

on

by R

ace

/Eth

nic

ity a

nd S

ex -

SEP

–

FY

20

13

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

GR

AD

E:

GS

13

/1

4

To

tal

Ap

pli

cati

on

s R

ece

ived

#***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

%***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Qu

ali

fied

#***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

%***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Sele

cted

#3,9

90

1,7

56

2,2

34

75

73

1,3

27

1,5

87

222

367

99

170

24

25

26

67

%100.0

0%

44.0

1%

55.9

9%

01.8

8%

01.8

3%

33.2

6%

39.7

7%

05.5

6%

09.2

0%

02.4

8%

04.2

6%

00.0

5%

00.1

0%

00.6

3%

00.6

5%

00.1

5%

00.1

8%

Rele

van

t P

oo

l45,6

01

19,7

64

25,8

37

1,1

06

1,3

24

14,8

29

17,8

62

2,4

38

4,5

13

1,0

62

1,7

03

36

34

255

322

38

79

GR

AD

E:

GS

15

To

tal

Ap

pli

cati

on

s R

ece

ived

#***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

%***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Qu

ali

fied

#***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

%***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Sele

cted

#290

167

123

23

135

95

20

18

55

01

51

00

%99.9

8%

57.5

8%

42.4

0%

00.6

9%

01.0

3%

46.5

5%

32.7

6%

06.9

0%

06.2

1%

01.7

2%

01.7

2%

00.0

0%

00.3

4%

01.7

2%

00.3

4%

00.0

0%

00.0

0%

Rele

van

t P

oo

l5,8

71

3,1

58

2,7

13

122

102

2,4

77

1,9

25

380

540

151

111

15

20

24

76

GR

AD

E:

SE

S

To

tal

Ap

pli

cati

on

s R

ece

ived

#***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

%***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Qu

ali

fied

#***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

%***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Sele

cted

#26

11

15

00

913

11

11

00

00

00

%100.0

2%

42.3

2%

57.7

0%

00.0

0%

00.0

0%

34.6

2%

50.0

0%

03.8

5%

03.8

5%

03.8

5%

03.8

5%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

FY 2013 REPORT

139

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Rele

van

t P

oo

l23,1

45

14,9

75

8,1

70

800

492

10,6

01

4,8

24

638

606

2,6

97

2,0

94

23

14

191

128

25

12

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

Plea

se s

ee D

ata

Def

initio

ns

for

NO

A c

odes

and P

ay P

lans

incl

uded

in t

his

rep

ort

.

*** T

his

dat

a is

not

avai

lable

.

WORKFORCE TABLES

140

Table

B1

1:

INTER

NA

L S

ELEC

TIO

NS

FO

R S

EN

IOR

LEV

EL P

OS

ITIO

NS

(G

S 1

3/1

4,

15

, an

d S

ES

) -

Perm

an

en

t W

ork

forc

e -

Dis

trib

uti

on

by D

isabilit

y -

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

GR

AD

E:

GS

13

/1

4

To

tal

Ap

pli

cati

on

s R

ece

ived

#***

***

***

***

**

****

***

***

***

***

***

***

***

***

%***

***

***

***

**

****

***

***

***

***

***

***

***

***

Qu

ali

fied

#***

***

***

***

**

****

***

***

***

***

***

***

***

***

%***

***

***

***

**

****

***

***

***

***

***

***

***

***

Sele

cted

#3,9

90

3,5

40

102

348

49

07

38

47

020

0

%100.0

0%

88.7

2%

02.5

6%

08.7

2%

01

.23

%00.0

0%

00.1

8%

00.0

8%

00.2

0%

00.1

0%

00.1

8%

00.0

0%

00.5

0%

00.0

0%

Rele

van

t P

oo

l45,6

01

39,4

63

1,1

06

5,0

32

59

629

79

48

90

29

72

0237

12

GR

AD

E:

GS

15

To

tal

Ap

pli

cati

on

s R

ece

ived

#***

***

***

***

**

****

***

***

***

***

***

***

***

***

%***

***

***

***

**

****

***

***

***

***

***

***

***

***

Qu

ali

fied

#***

***

***

***

**

****

***

***

***

***

***

***

***

***

%***

***

***

***

**

****

***

***

***

***

***

***

***

***

Sele

cted

#290

262

622

21

00

00

00

10

%100.0

0%

90.3

4%

02.0

7%

07.5

9%

00

.69

%00.3

4%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.3

4%

00.0

0%

Rele

van

t P

oo

l5,8

71

5,1

18

195

558

42

08

511

30

112

2

GR

AD

E:

SE

S

To

tal

Ap

pli

cati

on

s R

ece

ived

#***

***

***

***

**

****

***

***

***

***

***

***

***

***

%***

***

***

***

**

****

***

***

***

***

***

***

***

***

Qu

ali

fied

#***

***

***

***

**

****

***

***

***

***

***

***

***

***

%***

***

***

***

**

****

***

***

***

***

***

***

***

***

Sele

cted

#26

23

21

10

00

00

00

10

%100.0

0%

88.4

6%

07.6

9%

03.8

5%

03

.85

%00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

00.0

0%

03.8

5%

00.0

0%

Rele

van

t P

oo

l23,1

45

21,4

48

439

1,2

58

12

02

810

24

16

17

042

1

FY 2013 REPORT

141

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

Plea

se s

ee D

ata

Def

initio

ns

for

NO

A c

odes

and P

ay P

lans

incl

uded

in t

his

rep

ort

.

*** T

his

dat

a is

not

avai

lable

.

WORKFORCE TABLES

142

Table

A1

2:

PA

RTIC

IPA

TIO

N I

N C

AR

EER

DEV

ELO

PM

EN

T -

Perm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd

Sex -

SEP

– F

Y 2

01

3

TO

TAL

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-

His

pan

ic o

r Lati

no

White

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve

Haw

aiian

or

Oth

er

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n o

r A

lask

a N

ati

ve

Tw

o o

r m

ore

ra

ces

All

mal

efe

mal

em

ale

fem

ale

mal

efe

mal

em

ale

fem

ale

mal

efe

mal

em

ale

fem

ale

mal

efe

mal

em

ale

fem

ale

Care

er

Develo

pm

en

t P

rog

ram

s (

GS

5 -

15

)

Slo

ts#

Rele

van

t P

oo

l%

Applie

d# %

Part

icip

ants

#563

291

272

21

31

159

133

80

84

26

16

0

2

5

5

0

1

%100.0

0%

51.6

9%

48.3

1%

3.7

3%

5.5

1%

28.2

4%

23.6

2%

14.2

1%

14.9

2%

4.6

2%

2.8

4%

0.0

0%

0.3

6%

0.8

9%

0.8

9%

0.0

0%

0.1

8%

New

Execu

tive D

evelo

pm

en

t P

rog

ram

s; H

ealt

h C

are

Execu

tive F

ell

ow

ship

; H

ealt

h C

are

Lead

ers

hip

Develo

pm

en

t P

rog

ram

GS

13

-1

5

Slo

ts#

Rele

van

t P

oo

l%

Applie

d# %

Part

icip

ants

#146

66

80

3

3

49

56

3

11

7

7

1

0

2

2

1

1

%100.0

0%

46.3

8%

53.6

2%

2.0

5%

2.0

5%

33.5

6%

38.3

6%

2.0

5%

7.5

3%

4.7

9%

4.7

9%

0.6

8%

0.0

0%

1.3

7%

1.3

7%

0.6

8%

0.6

8%

Lead

ers

hip

, E

ffe

ctiv

en

ess

, A

cco

un

tab

ilit

y a

nd

Develo

pm

en

t (L

EA

D)

Pro

gra

m (

GS

1 t

hru

15

)

Slo

ts#

Rele

van

t P

oo

l%

Applie

d# %

Part

icip

ants

#1309

453

856

57

52

271

523

83

231

31

39

2

2

8

8

1

1

%100.0

0%

33.0

1%

66.9

9%

4.3

5%

3.9

7%

20.7

0%

39.9

5%

6.3

4%

17.6

5%

2.3

7%

2.9

8%

0.1

5%

0.1

5%

0.6

1%

0.6

1%

0.0

8%

0.0

8%

FY 2013 REPORT

143

Table

A1

3:

EM

PLO

YEE R

EC

OG

NIT

ION

AN

D A

WA

RD

S -

Perm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd

Sex -

SEP

- F

Y2

01

3

All V

ATO

TA

L

EM

PLO

YEES

RA

CE/ETH

NIC

ITY

His

pan

ic o

r Lati

no

Non

-His

pan

ic o

r Lati

no

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

or

Oth

er

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n o

r A

lask

a N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

mal

efe

mal

em

ale

fem

ale

mal

efe

mal

em

ale

fem

ale

mal

efe

mal

em

ale

fem

ale

mal

efe

mal

em

ale

fem

ale

Tim

e-o

ff A

ward

s -

1-9

hou

rs

Tota

l Tim

e-o

ff

Aw

ard

s -

1-9

hou

rs

#17,2

25

6,8

37

10,3

88

498

583

4,5

29

6,7

68

1,4

03

2,2

94

277

543

15

28

97

144

18

28

%99.9

9%

39.6

9%

60.3

0%

02.8

9%

03.3

8%

26.2

9%

39.2

9%

08.1

5%

13.3

2%

01.6

1%

03.1

5%

00.0

9%

00.1

6%

00.5

6%

00.8

4%

00.1

0%

00.1

6%

Tota

l H

ou

rs116,0

62

45,8

68

70,1

94

3,1

36

3,8

62

30,6

41

45,7

72

9,2

33

15,4

41

1,9

91

3,7

84

108

200

643

955

116

180

Avera

ge

Hou

rs6.7

46.7

16.7

66.3

06.6

26.7

76.7

66.5

86.7

37.1

96.9

77.2

07.1

46.6

36.6

36.4

46.4

3

Tim

e-o

ff A

ward

s -

9+

hou

rs

Tota

l Tim

e-o

ff

Aw

ard

s over

9

hou

rs

#3,2

09

1,1

10

2,0

99

69

119

732

1,3

88

246

477

48

88

41

10

16

110

%99.9

9%

34.5

9%

65.4

0%

02.1

5%

03.7

1%

22.8

1%

43.2

5%

07.6

7%

14.8

6%

01.5

0%

02.7

4%

00.1

2%

00.0

3%

00.3

1%

00.5

0%

00.0

3%

00.3

1%

Tota

l H

ou

rs54,0

33

18,6

95

35,3

38

1,1

38

1,9

29

12,6

18

23,5

87

3,8

09

7,7

33

877

1,6

04

94

16

147

277

12

192

Avera

ge

Hou

rs16.8

416.8

416.8

416.4

916.2

117.2

416.9

915.4

816.2

118.2

718.2

323.5

016.0

014.7

017.3

112.0

019.2

0

Cash

Aw

ard

s -

$1

00

-$

50

0

Tota

l C

ash

A

ward

s $

50

0

an

d

un

der

#100,4

57

40,9

54

59,5

03

3,4

64

3,9

62

24,6

08

35,5

12

10,2

90

15,6

78

1,7

67

3,1

20

102

138

602

927

121

166

%100.0

1%

40.7

7%

59.2

4%

03.4

5%

03.9

4%

24.5

0%

35.3

5%

10.2

4%

15.6

1%

01.7

6%

03.1

1%

00.1

0%

00.1

4%

00.6

0%

00.9

2%

00.1

2%

00.1

7%

Tota

l A

mou

nt

29,6

64,3

36

12,0

57,6

12

17,6

06,7

24

1,0

79,6

32

1,2

41,3

17

7,2

11,8

14

10,5

56,1

56

2,9

59,7

82

4,4

70,6

15

563,5

08

984,4

88

29,6

08

44,4

93

176,1

07

261,2

34

37,1

61

48,4

21

Avera

ge

Am

ou

nt

295.2

9294.4

2295.9

0311.6

7313.3

1293.0

7297.2

6287.6

4285.1

5318.9

1315.5

4290.2

7322.4

1292.5

4281.8

1307.1

2291.6

9

Cash

Aw

ard

s -

$5

01

+

Tota

l C

ash

A

ward

s $

50

1

an

d

over

#145,8

78

55,4

87

90,3

91

3,9

21

4,9

71

36,8

29

58,5

85

10,5

75

19,7

52

3,2

36

5,4

81

120

187

677

1,2

12

129

203

%100.0

1%

38.0

4%

61.9

7%

02.6

9%

03.4

1%

25.2

5%

40.1

6%

07.2

5%

13.5

4%

02.2

2%

03.7

6%

00.0

8%

00.1

3%

00.4

6%

00.8

3%

00.0

9%

00.1

4%

Tota

l A

mou

nt

160,1

15,7

36

62,1

46,0

02

97,9

69,7

34

4,0

56,1

81

5,1

34,2

60

42,9

23,6

93

65,2

04,4

64

10,4

28,0

68

19,9

13,2

90

3,7

70,8

37

6,0

25,3

11

114,0

63

190,4

86

723,8

72

1,3

00,1

12

129,2

88

201,8

11

WORKFORCE TABLES

144

All V

ATO

TA

L

EM

PLO

YEES

RA

CE/ETH

NIC

ITY

His

pan

ic o

r Lati

no

Non

-His

pan

ic o

r Lati

no

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

or

Oth

er

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n o

r A

lask

a N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

mal

efe

mal

em

ale

fem

ale

mal

efe

mal

em

ale

fem

ale

mal

efe

mal

em

ale

fem

ale

mal

efe

mal

em

ale

fem

ale

Avera

ge

Am

ou

nt

1,0

97.6

01,1

20.0

11,0

83.8

41,0

34.4

81,0

32.8

41,1

65.4

91,1

12.9

9986.1

11,0

08.1

71,1

65.2

81,0

99.3

1950.5

31,0

18.6

41,0

69.2

31,0

72.7

01,0

02.2

3994.1

4

Qu

ality

Ste

p I

ncr

ease

s (Q

SI)

Tota

l Q

SIs

A

ward

ed

#823

327

496

20

36

242

325

46

96

12

28

02

68

11

%99.9

8%

39.7

3%

60.2

5%

02.4

3%

04.3

7%

29.4

0%

39.4

9%

05.5

9%

11.6

6%

01.4

6%

03.4

0%

00.0

0%

00.2

4%

00.7

3%

00.9

7%

00.1

2%

00.1

2%

Tota

l B

en

efi

t***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Avera

ge

Ben

efi

t***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

***

Data

show

n incl

udes

full-

tim

e, p

art

-tim

e, a

nd inte

rmitte

nt

per

manen

t em

plo

yees

in a

pay

statu

s and e

xclu

din

g m

edic

al and M

anila

res

iden

ts.

Ple

ase

see

Data

Def

initio

ns

for

NO

A c

odes

incl

uded

in t

he

types

rec

ognitio

n a

nd a

war

ds.

***

This

data

is

not

ava

ilable

.

FY 2013 REPORT

145

Table

B1

3:

EM

PLO

YEE R

EC

OG

NIT

ION

AN

D A

WA

RD

S -

Perm

an

en

t W

ork

forc

e -

by D

isab

ilit

y -

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

Tim

e-o

ff A

ward

s -

1-9

ho

urs

To

tal

Tim

e-

off

Aw

ard

s -

1-9

ho

urs

#17,2

25

14,4

46

424

2,3

55

32

126

27

635

429

14

176

4

%100.0

0%

83.8

7%

02.4

6%

13.6

7%

01

.86

%00.1

5%

00.1

6%

00.0

3%

00.2

0%

00.0

2%

00.1

7%

00.0

8%

01.0

2%

00.0

2%

To

tal

Ho

urs

116,0

62

97,8

96

2,7

32

15,4

34

2,1

38

168

191

48

218

28

186

92

1,1

83

24

Avera

ge H

ou

rs6.7

46.7

86.4

46.5

56

.66

6.4

67.0

78.0

06.2

37.0

06.4

16.5

76.7

26.0

0

Tim

e-o

ff A

ward

s -

9+

ho

urs

To

tal

Tim

e-

off

Aw

ard

s o

ver

9

ho

urs

#3,2

09

2,7

89

75

345

32

30

12

16

217

0

%100.0

0%

86.9

1%

02.3

4%

10.7

5%

01

.00

%00.0

9%

00.0

0%

00.0

3%

00.0

6%

00.0

3%

00.1

9%

00.0

6%

00.5

3%

00.0

0%

To

tal

Ho

urs

54,0

33

47,0

26

1,1

99

5,8

08

51

548

012

32

16

100

28

279

0

Avera

ge H

ou

rs16.8

416.8

615.9

916.8

31

6.0

916.0

00.0

012.0

016.0

016.0

016.6

714.0

016.4

10.0

0

Cash

Aw

ard

s -

$1

00

-$

50

0

To

tal

Cash

A

ward

s $

50

0 a

nd

u

nd

er

#100,4

57

83,7

20

2,8

53

13,8

84

2,1

03

149

186

65

187

50

216

95

1,1

14

41

%100.0

0%

83.3

4%

02.8

4%

13.8

2%

02

.09

%00.1

5%

00.1

9%

00.0

6%

00.1

9%

00.0

5%

00.2

2%

00.0

9%

01.1

1%

00.0

4%

To

tal

Am

ou

nt

29,6

64,3

36

24,8

70,3

35

805,6

54

3,9

88,3

47

59

4,8

71

44,8

72

56,1

25

18,2

92

52,1

49

12,9

88

62,3

05

28,4

02

308,0

59

11,6

79

Avera

ge

Am

ou

nt

295.2

9297.0

7282.3

9287.2

62

82

.87

301.1

5301.7

5281.4

2278.8

7259.7

6288.4

5298.9

7276.5

3284.8

5

Cash

Aw

ard

s -

$5

01

+

To

tal

Cash

A

ward

s $

50

1 a

nd

o

ver

#145,8

78

126,7

89

3,2

11

15,8

78

2,1

12

118

212

104

228

65

230

58

1,0

47

50

%100.0

0%

86.9

1%

02.2

0%

10.8

8%

01

.45

%00.0

8%

00.1

5%

00.0

7%

00.1

6%

00.0

4%

00.1

6%

00.0

4%

00.7

2%

00.0

3%

To

tal

Am

ou

nt

160,1

15,7

36

140,0

76,6

90

3,4

59,0

77

16,5

79,9

69

2,2

01

,44

6104,2

84

235,1

10

128,7

35

248,6

64

82,7

29

240,3

91

48,0

92

1,0

57,7

55

55,6

86

Avera

ge

Am

ou

nt

1,0

97.6

01,1

04.8

01,0

77.2

61,0

44.2

11

,04

2.3

5883.7

61,1

09.0

11,2

37.8

41,0

90.6

31,2

72.7

51,0

45.1

8829.1

71,0

10.2

71,1

13.7

2

Qu

ali

ty S

tep

In

crease

s (Q

SI)

To

tal

QS

Is

Aw

ard

ed

#823

705

27

91

80

10

30

00

40

%100.0

0%

85.6

6%

03.2

8%

11.0

6%

00

.97

%00.0

0%

00.1

2%

00.0

0%

00.3

6%

00.0

0%

00.0

0%

00.0

0%

00.4

9%

00.0

0%

WORKFORCE TABLES

146

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-

38]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

To

tal

Ben

efi

t***

***

***

***

**

****

***

***

***

***

***

***

***

***

Avera

ge

Ben

efi

t***

***

***

***

**

****

***

***

***

***

***

***

***

***

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

Plea

se s

ee D

ata

Def

initio

ns

for

NO

A c

odes

incl

uded

in t

he

types

rec

ognitio

n a

nd a

war

ds.

*** T

his

dat

a is

not

avai

lable

.

FY 2013 REPORT

147

Table

A1

4:

SEP

AR

ATIO

NS

BY

TY

PE O

F S

EP

AR

ATIO

N -

Perm

an

en

t W

ork

forc

e -

by R

ace

/Eth

nic

ity a

nd S

ex -

SEP

– F

Y 2

01

3

All

VA

TO

TA

L

EM

PLO

YE

ES

RA

CE

/E

TH

NIC

ITY

His

pan

ic o

r Lati

no

No

n-H

isp

an

ic o

r La

tin

o

Wh

ite

Bla

ck o

r A

fric

an

A

meri

can

Asi

an

Nati

ve H

aw

aii

an

o

r O

ther

Paci

fic

Isla

nd

er

Am

eri

can

In

dia

n

or

Ala

ska N

ati

ve

Tw

o o

r M

ore

R

ace

s/U

nd

iscl

ose

d

All

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

male

fem

ale

Vo

lun

tary

#22,4

25

9,7

00

12,7

25

663

687

6,3

51

8,2

70

1,9

52

2,7

53

518

751

27

35

168

189

21

40

%100.0

0%

43.2

5%

56.7

5%

02.9

6%

03.0

6%

28.3

2%

36.8

8%

08.7

0%

12.2

8%

02.3

1%

03.3

5%

00.1

2%

00.1

6%

00.7

5%

00.8

4%

00.0

9%

00.1

8%

Invo

lun

tary

#2,3

07

1,2

76

1,0

31

98

59

639

544

480

370

23

27

44

22

20

10

7

%100.0

0%

55.3

1%

44.6

9%

04.2

5%

02.5

6%

27.7

0%

23.5

8%

20.8

1%

16.0

4%

01.0

0%

01.1

7%

00.1

7%

00.1

7%

00.9

5%

00.8

7%

00.4

3%

00.3

0%

To

tal

Sep

ara

tio

ns

#24,7

32

10,9

76

13,7

56

761

746

6,9

90

8,8

14

2,4

32

3,1

23

541

778

31

39

190

209

31

47

%100.0

3%

44.3

9%

55.6

4%

03.0

8%

03.0

2%

28.2

6%

35.6

4%

09.8

3%

12.6

3%

02.1

9%

03.1

5%

00.1

3%

00.1

6%

00.7

7%

00.8

5%

00.1

3%

00.1

9%

To

tal

Wo

rk

Fo

rce

#315,2

59

128,0

93

187,1

66

9,9

07

11,2

55

78,2

61

111,6

91

29,2

96

47,3

33

8,1

19

13,1

94

367

446

1,7

91

2,7

14

352

533

%100.0

0%

40.6

3%

59.3

7%

03.1

4%

03.5

7%

24.8

2%

35.4

3%

09.2

9%

15.0

1%

02.5

8%

04.1

9%

00.1

2%

00.1

4%

00.5

7%

00.8

6%

00.1

1%

00.1

7%

Dat

a sh

ow

n incl

udes

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

Plea

se s

ee D

ata

Def

initio

ns

for

NO

A c

odes

incl

uded

in t

he

types

of se

par

atio

ns.

WORKFORCE TABLES

148

Table

B1

4:

SEP

AR

ATIO

NS

BY

TY

PE O

F S

EP

AR

ATIO

N -

Perm

an

en

t W

ork

forc

e -

by D

isab

ilit

y -

SEP

– F

Y 2

01

3

All

VA

TO

TA

LT

ota

l b

y D

isab

ilit

y S

tatu

sD

eta

il f

or

Targ

ete

d D

isab

ilit

ies

[04,0

5]

No

Dis

abili

ty

[01]

Not

Iden

tified

[06-9

8]

Rep

orta

ble

Dis

abili

ty

Tot

alTar

get

edD

isabili

ty

[16,1

7,1

8]

Hea

ring

[21,2

3,2

5]

Vis

ion

[28,3

0,3

2-3

8]

Mis

sing

Ext

rem

itie

s

[64-6

9]

Part

ial

Para

lysi

s

[71-7

9]

Com

ple

tePa

raly

sis

[82]

Epile

psy

[90]

Sev

ere

Inte

llect

ual

Dis

abili

ty

[91]

Psyc

hia

tric

Dis

abili

ty

[92]

Dw

arfism

Vo

lun

tary

#22,4

25

18,1

84

741

3,5

00

54

220

50

21

47

838

24

320

14

%100.0

0%

81.0

9%

03.3

0%

15.6

1%

02

.42

%00.0

9%

00.2

2%

00.0

9%

00.2

1%

00.0

4%

00.1

7%

00.1

1%

01.4

3%

00.0

6%

Invo

lun

tary

#2,3

07

1,6

12

111

584

15

25

20

73

11

6118

0

%100.0

0%

69.8

7%

04.8

1%

25.3

1%

06

.59

%00.2

2%

00.0

9%

00.0

0%

00.3

0%

00.1

3%

00.4

8%

00.2

6%

05.1

1%

00.0

0%

To

tal

Sep

ara

tio

ns

#24,7

32

19,7

96

852

4,0

84

69

425

52

21

54

11

49

30

438

14

%100.0

0%

80.0

4%

03.4

4%

16.5

1%

02

.81

%00.1

0%

00.2

1%

00.0

8%

00.2

2%

00.0

4%

00.2

0%

00.1

2%

01.7

7%

00.0

6%

To

tal

Wo

rk F

orc

e#

315,2

59

265,8

73

8,4

63

40,9

23

6,0

56

375

499

215

593

161

571

285

3,2

73

84

%100.0

0%

84.3

3%

02.6

8%

12.9

8%

01

.92

%00.1

2%

00.1

6%

00.0

7%

00.1

9%

00.0

5%

00.1

8%

00.0

9%

01.0

4%

00.0

3%

Dat

a sh

ow

n incl

udes

WG

gra

des

for

full-

tim

e, p

art-

tim

e, a

nd inte

rmitte

nt

per

man

ent

emplo

yees

in a

pay

sta

tus

and e

xclu

din

g m

edic

al a

nd M

anila

res

iden

ts.

Plea

se s

ee D

ata

Def

initio

ns

for

NO

A c

odes

incl

uded

in t

he

types

of se

par

atio

ns.

FY 2013 REPORT