Annual Report on the Federal Work Force Fiscal Year 2003

U.S. Equal Employment Opportunity Commission

United States Equal Employment Opportunity Commission
Office of Federal Operations

This report is also available in a PDF version (8MB).

Table of Contents

PREFACE

EXECUTIVE SUMMARY

PART I SUMMARY OF EEO STATISTICS IN THE FEDERAL GOVERNMENT

Section A. Federal Sector Workforce

1. Background and Statutory Authority
2. Composition of the Federal Work Force
3. Grade and Pay

Section B. EEO Complaint Processing by Federal Agencies

1. Pre-Complaint Counseling Stage
   1. Pre-Complaint Counseling Workload
   2. Timeliness of Pre-Complaint Counseling Activities
   3. ADR Usage in the Pre-Complaint Stage
   4. Resolutions in the Pre-Complaint Stage

• Formal Complaint Stage
  1. Formal Complaint Workload
  2. Timeliness of Formal Complaint Activities
  3. ADR Usage in the Formal Complaint Stage
  4. Resolutions in the Formal Complaint Stage

Section C. Hearings

1. Hearings Inventory
2. Hearings Requested
3. Hearings Closures
4. Agency Actions on AJ Decisions
5. Monetary Benefits Awarded at the Hearing Stage

Section D. Appeals

1. Appellate Inventory
2. Appellate Receipts
3. Appellate Closures
4. Monetary Benefits Awarded on Appeal

PART II COMPARISONS AND PROFILES FOR SELECTED FEDERAL AGENCIES

Section A. Agency Profiles

Section B. Agency Comparisons

List of Agencies

APPENDIX I GLOSSARY / DEFINITIONS

APPENDIX II FEDERAL SECTOR EEO COMPLAINT
PROCESSING PROCEDURES

APPENDIX III FEDERAL WORKFORCE TABLES

PREFACE

The U.S. Equal Employment Opportunity Commission (EEOC or Commission) was established by Title VII of the Civil Rights Act of 1964 (Title VII), with a mission of eradicating discrimination in the workplace. In the federal sector, the EEOC enforces Title VII, which prohibits employment discrimination on the basis of race, color, religion, sex, and national origin; the Age Discrimination in Employment Act of 1967 (ADEA), which prohibits employment discrimination against individuals 40 years of age and older; the Equal Pay Act of 1963 (EPA), which prohibits discrimination on the basis of gender in compensation for substantially similar work under similar conditions; and Sections 501 and 505 of the Rehabilitation Act of 1973 (Rehabilitation Act), which prohibit employment discrimination against federal employees and applicants with disabilities.

This is the EEOC's annual report to the President and to Congress on equal employment programs in the federal workplace. This annual report is submitted pursuant to the EEOC's responsibility for monitoring federal agency compliance with Section 717 of Title VII and Section 501 of the Rehabilitation Act. This report covers fiscal year (FY) 2003, the period from October 1, 2002, through September 30, 2003.

The Commission is charged with monitoring federal agency compliance with EEO laws and procedures, and reviewing and assessing the effect of agencies' compliance with requirements to maintain continuing affirmative employment programs to promote EEO and to identify and eliminate barriers to equality of employment opportunity. Agencies are also required to provide the EEOC information concerning pre-complaint counseling, complaint processing, and the disposition of complaints of discrimination. Additionally, agencies must provide reports detailing their alternative dispute resolution (ADR) programs. Agencies are required to allocate sufficient resources for their EEO programs; provide for the prompt, fair, and impartial processing of EEO complaints; and conduct a continuing campaign to eradicate discrimination from their personnel policies, practices, and working conditions. Agencies must also establish a system for periodically evaluating the sufficiency and effectiveness of their EEO programs.

To prepare this report, the Commission relied on federal agencies' submissions of timely and reliable data to the EEOC. This data, however, has not been verified.

EXECUTIVE SUMMARY

STATE OF EEO IN THE FEDERAL GOVERNMENT

• In FY 2003, there were 2.4 million women and men employed by the federal government across the country and around the world.
  • 57.4% were men and 42.6% were women, a ratio which has remained essentially unchanged for the last ten years.
  • 67.1% were White, 18.6% were Black, 7.2% were Hispanic, 5.5% were Asian or Pacific Islander, 1.5% were American Indian or Alaskan Native.
  • Although there have been some modest gains in the last decade, the number of Hispanics and White women employed by the federal government remained below their availability in the civilian labor force as reported in the 2000 census.
  • The number of employees with targeted disabilities has been steadily declining, resulting in a net loss of about 20% in the past ten years. By 2003, individuals with targeted disabilities were only 1% of the total workforce.
  • Women have made the most gains in securing senior level positions in the federal government, occupying 25.5% of those positions in 2003, up from 16.4% in 1994.
  • The average grade level for white collar federal employees was 10.1. Blacks (9.0), Hispanics (9.4) and American Indian/Alaskan Natives (8.5) all had average grade levels lower than the government-wide average.
  • The average grade for women was 9.3, more than one-and-one-half grades below the average grade level for men of 10.9.
  • The average grade level for people with targeted disabilities was 8.4, nearly two grades below the government-wide average of 10.1
• In FY 2003, 18,077 individuals filed 20,226 complaints against the federal government alleging employment discrimination.
• The number of complaints filed declined by 8% from the number filed the previous year, but there was a 4% increase in the number of individuals who filed complaints over the same period. Eleven percent (11%) of the complaints filed were by individuals who had already filed at least one other complaint during the year.
• Pre-complaint EEO counseling and alternative dispute resolution programs were successful at addressing employee concerns before they resulted in a EEO formal complaint. Of the 45,030 instances of counseling in FY 2003, 62% did not result in the filing of a formal complaint.
• Federal agencies, as a whole, continued to exceed the regulatory time frames for investigating EEO complaints. There were a total of 13,248 investigations completed government-wide in FY 2003 in an average of 267 days. Regulations require these investigations to be completed in 180 days or less. Only 5,307, or 40%, of the investigations were completed within this regulatory time frame.
• Agencies averaged 475 days in FY 2003 to issue a final agency decision when there was no decision from an EEOC administrative judge, well over the approximately 270 days allowed by regulations for agencies to issue merit decisions. This average processing time increased significantly from the year before when final agency decisions were issued in an average of 326 days.
• Since FY 1999, EEOC's hearings inventory has decreased by nearly 34% from 12,808 cases to 8,467 in FY 2003.
• At the end of FY 2003, EEOC's appellate inventory stood at 3,831, a 68% reduction from the inventory high of 11,918 appeals in January 2000. The average processing time for appeals in FY 2003 was 285 days, a 39% reduction from FY 2002's average of 467 days.
• In FY 2003, agencies paid monetary awards totaling $40.3 million to EEO complainants in response to final agency decisions, settlement agreements and final agency actions in which agencies agreed to fully implement EEOC AJ decisions. An additional $20.9 million was awarded in the appellate process.

Part I
Summary of EEO Statistics in the Federal Government

Section A - Federal Sector Workforce

1. Background and Statutory Authority

   Section 717 of Title VII, Section 501 of the Rehabilitation Act, and subsequent statutes and Executive Orders require federal agencies to take affirmative steps to prohibit and prevent discrimination. Additionally, they convey to the EEOC enforcement authority for the prohibition of employment discrimination in the federal government; oversight authority for federal agencies' affirmative EEO programs; and responsibility for the review and evaluation of federal agencies' equal opportunity programs, including progress reports required from each department or agency. The data reported herein regarding agencies' processing of EEO complaints will constitute the benchmark data which will be used to measure each agency's future performance.

2. Composition of the Federal Work Force

   The United States employs over two million men and women across the country and around the world. To ensure our nation's continued growth, prosperity and security, federal agencies must position themselves to attract, develop and retain a competitive, highly qualified workforce. Equal opportunity is key to accomplishing this goal by promoting open and fair competition in the federal workplace, without regard to race, color, religion, national origin, sex or disability.

   The Federal Government had a permanent workforce of 2,630,755 in FY 1994, and 2,428,330 individuals in FY 2003. Figure 1 shows the participation rate of the identified groups below:

   Figure 1 - Composition of Federal Workforce
   Percentage of Total Employees
   FY 1994 / FY 2003

   1994 2003

   

3. Grade and Pay

   1. Senior Pay Level - The Civil Service Reform Act of 1978 established the Senior Executive Service (SES) as a separate personnel system covering a majority of the top managerial, supervisory, and policy-making positions in the Executive Branch of government. Senior Pay Level (SPL) positions include the SES, Executive Service, Senior Foreign Service, and other employees earning salaries above grade 15 in the General Schedule. The SPL represents 1.05% of the total federal white collar workforce.

      •  
        • At the end of FY 2003, of the 15,308 SPL positions in the federal government, 7.09% were occupied by Blacks; 3.43% by Hispanics; 2.51% by Asians/Pacific Islanders; and 0.78% by American Indians/Alaskan Natives. By comparison, at the end of FY 1994, of the 13,385 SPL positions, 5.68% were held by Blacks; 2.18% by Hispanics; 1.35% by Asians/Pacific Islanders; and 0.60% by American Indians/Alaskan Natives.
        • Women occupied 25.52% of SPL positions (up from 16.35% in FY 1994).
        • The SPL participation rate for people with disabilities was 3.80%, while the participation rate for people with targeted disabilities was 0.42%. In 1994, the SPL participation rate for people with disabilities was 3.91% and for people with targeted disabilities was 0.37%.
        • In the "feeder grades" to SPL positions, GS grades 14 and 15, in FY 2003 women comprised 30.36%; Blacks comprised 8.78%; Hispanics comprised 3.89%, Asian/Pacific Islanders comprised 5.24%; American Indians/Alaskan Natives comprised 0.96%, and individuals with targeted disabilities comprised 0.51%.

      Table 1 - Senior Pay Level Representation
      FY 1994 / FY 2003

      	FY 1994		FY 2003
      	Number	%	Number	%
      Women	2,188	16.35%	3,906	25.52%
      Men	11,197	83.65%	11,402	74.48%
      Blacks	760	5.68%	1,085	7.09%
      Hispanics	292	2.92%	525	3.43%
      Asians/Pacific Islanders	181	1.35%	384	2.51%
      American Indians/Alaskan Natives	80	0.60%	120	0.78%
      Individuals with Targeted Disabilities	50	0.37%	64	0.42%

   2. White Collar Pay Grades

      •  
        • The average grade level for the total white collar workforce in the GS 1-15 pay grades increased from GS 10.04 in FY 2002, to 10.11 in FY 2003. Of white collar employees, 31.38% were in grades 1-8, 42.06% were in grades 9-12, and 26.56% were in grades 13-15.

        • The white collar participation rate in FY 2003 for Blacks was 17.06%; for Hispanics was 6.96%; for Asians/Pacific Islanders was 4.60%; and for American Indians/Alaskan Natives was 1.86%. These participation rates have remained essentially unchanged since FY 2000.⁽¹⁾

          Figure 2 - Average White Collar Grade By Race/National Origin
          FY 1994 - FY 2003

          

        • Women held 48.58% of all white collar federal jobs in FY 2003, a slight decrease from FY 2002's rate of 48.77%.
        • Approximately 33.12% of women employed in the federal white collar workforce were in grades 5-8. The average white collar grade for women was GS 9.28, almost one full grade below the government wide average of 10.11.
        • The average grade level for men (10.91) was 1.63 grades higher than that for women.

        • The average grade level for people with disabilities was 9.4, almost one full grade below the government-wide average grade level for people with no disabilities (10.16). The average grade level for people with targeted disabilities was 8.38, nearly two grades below the government-wide average.

          Figure 3 - Comparison of the Net Change for the Total Workforce and
          Employees with Targeted Disabilities 
          Percentage Change from FY 1994 to FY 2003

          

      - EEO Program Tips -

      Workforce Recruitment Program - The President's New Freedom Initiative calls for improving access for people with disabilities to all aspects of mainstream American life, including employment. Coordinated by the U.S. Department of Labor's Office of Disability Employment Policy (ODEP) and the U.S. Department of Defense, the Workforce Recruitment Program partners with federal agencies, each of which makes a commitment to provide summer jobs and a staff recruiter. Each year, recruiters interview some 1,500 students with disabilities at about 175 college and university campuses across the nation and develop a data base listing the qualification of each student. These candidates represent all majors, and range from college freshmen to graduate and law students. This is an excellent pool from which to consider internship positions. ODEP's database is released in March 2004. Consider using this Workforce Recruitment Program to fill summer or permanent hiring needs with talented college students with disabilities!

      • The total federal workforce has declined from 2,630,755 employees in FY 1994 to 2,428,330 employees in FY 2003, a net change of -7.7%. However, the number of federal employees with targeted disabilities has declined from 31,860 in FY 1994 to 25,551 in FY 2003, a net change of -19.8%.
      • From FY 1999 to FY 2003, the rate of decline for employees with targeted disabilities was more that eight and a half times greater than the rate of decline for the federal workforce as a whole.

Section B - EEO Complaint Processing by Federal Agencies

To become a model EEO program, agencies must operate their EEO programs efficiently and take proactive steps to prevent unlawful discrimination from occurring. Agencies are required, among other things, to maintain an efficient, fair and impartial complaint resolution process. The goal of the complaint process is to identify unlawful discrimination, including retaliation based on prior EEO activity, as soon as possible. When an agency identifies unlawful discrimination, it is required to end the discrimination, to prevent its recurrence, and to provide appropriate remedies. An additional benefit of processing complaints expeditiously is to bring closure to disputes as soon as possible.

An integral part of establishing a model EEO program is the effective use of Alternative Dispute Resolution⁽²⁾ (ADR) to resolve disputes early in, and throughout, the EEO process. The EEO process has become increasingly more costly, adversarial, and lengthy. If an EEO complaint is pursued through the administrative appeal stage, the average processing time is over 2 years. ADR presents one significant way of addressing these concerns. Used properly, ADR can provide fast and cost-effective results while at the same time improving workplace communication and morale.

Since FY 2000, when the EEOC's regulations began requiring all federal agencies to establish or make available an ADR program, the total instances of counseling have decreased government-wide. After reaching its peak in FY 1999, the instances of counseling have substantially decreased from 63,349 in FY 1999 to 45,030 in FY 2003.

Figure 4 - Instances of EEO Counseling⁽³⁾
FY 1999 - FY 2003

1. Pre-Complaint Counseling Stage
   1. Pre-Complaint Counseling Workload
      • In FY 2003, Federal agencies provided pre-complaint counseling in 45,030 instances, a decrease of almost 20% from the 56,275 instances of counseling in FY 2002 and a 29% decrease from the 63,349 instances of counseling in FY 1999.
      • While 69% of counseling was performed by EEO counselors in FY 2003, 31% was conducted by ADR program intake counselors. However, actual participation in ADR is not dependent on where an individual receives his/her initial counseling.
   2. Timeliness of Pre-Complaint Counseling Activities
      • The 30-day pre-complaint counseling period may be extended an additional 60 days by written agreement or when the parties elect ADR. On average, agencies failed to meet timeliness requirements for providing EEO counseling.
      • The 90-day regulatory time limit was exceeded by EEO Counselors 12% of the time and by ADR intake counselors 23% of the time.

      • Small agencies, on average, completed counseling in a more timely manner than large agencies.

        - EEO Program Tips -

        To improve pre-complaint counseling times:

        1) Establish time frames for each major counseling task or activity.

        2) Monitor compliance with the established time frames and take immediate appropriate action for non-compliance.

        3) Require supervisors and managers to cooperate promptly with counselors. Advise counselors how to escalate non-cooperation from management.

        Table 2 - Timeliness of Pre-Complaint Counseling FY 2003

        Indicator	Government- Wide Average	Cabinet Agency Average	Mid-Size Agency Average	Small Agency Average
        % of instances of counseling completed within 30 days	37%	36%	45%	60%
        % of instances of counseling that exceeded 90 day time limit	15%	16%	9%	8%

   3. ADR Usage in the Pre-Complaint Stage

      - EEO Program Tips -

      To improve an ADR program:

      1) Obtain top-down support, including an ADR policy, mandatory management participation, and sufficient funding.

      2) Establish a One-Stop Shop - a standalone ADR program that handles all types of workplace disputes.

      3) Make a commitment to train all managers and employees on the benefits of ADR.

      • In FY 2003, ADR was used in 42% of all instances of EEO counseling, which represents an increase of 49% from the ADR participation rate (23%) in FY 2002. This increase is due, in large part, to an ADR offer rate that climbed from 47% in FY 2002 to 73% in FY 2003.
      • To reach EEOC's goal that parties participate in ADR in half of all instances of counseling, agencies should strive to offer ADR to at least 75% of all pre-complaint disputes.

      Figure 6 - ADR Usage in the Pre-Complaint Stage⁽⁴⁾
      FY 1999 - 2003

      

   4. Resolutions in the Pre-Complaint Stage

      • Of the 45,030 instances of counseling in FY 2003, 28,011 (62%) did not result in a complaint filed, including all settlements.
      • In FY 2003, 11,629 instances of counseling were resolved through ADR, resulting in a 60% resolution rate.
      • In FY 2003, 16,382 instances of counseling were resolved by an EEO Counselor, resulting in a 64% resolution rate.
      • Since FY 2000, ADR has averaged a 60% resolution rate in the pre-complaint stage, while EEO counselors have averaged 56%.

      Table 3 - Comparison of Pre-Complaint Resolutions
      FY 2000 - FY 2003

      Fiscal Year	Completed Instances of Counseling			Settlements		No Formal Complaint Filed		Monetary Benefits
      Total	ADR	Counseling	ADR	Counseling	ADR	Counseling	ADR	Counseling
      2000	52,611	15,985	36,626	7,056	7,162	2,954	10,915	$1,547,486	$5,421,947
      2001	47,658	18,143	29,515	8,318	3,632	1,787	10,620	$2,331,867	$2,138,988
      2002	56,275	12,886	43,389	5,888	3,162	2,129	23,151	$1,942,638	$584,900
      2003	45,030	19,382	25,648	7,168	1,031	4,461	15,351	$1,384,474	$1,776,091

      • Of the resolved instances of counseling in FY 2003, 8,199 entered into settlement agreements, including 603 settlements with monetary benefits, totaling $3,160,565.
      • In FY 2003, individuals in 7,168 instances of counseling settled their dispute through ADR, including 464 with monetary settlements totaling $1,384,474.
      • In FY 2003, individuals in 1,031 instances of counseling settled their dispute through an EEO Counselor, including 139 with monetary settlements totaling $1,776,091.

      Figure 7 - Total Monetary Benefits in the Pre-Complaint Stage⁽⁵⁾
      FY 2000 - FY 2003

      

2. Formal Complaint Stage

   1. Formal Complaint Workload

      i. Analysis of Complaint Activities

      •  
        • The number of complaints filed decreased almost 8%, from 21,945 complaints filed in FY 2002 to 20,226 complaints filed in FY 2003.
        • A five-year trend shows that both the instances of EEO counseling and the number of complaints filed have decreased by 29% and 24%, respectively.
        • Although the number of complaint filings decreased, the number of individuals who filed complaints in FY 2003 increased by 4% (from 17,348 in FY 2002 to 18,077 in FY 2003), however, they decreased by 17.3% from the 21,868 in FY 1999.

      Figure 8 - Complaints Filed Compared to
      Complainants and Instances of Counseling ⁽⁶⁾
      FY 1999 - FY 2003

       

      ii. Analysis of Bases and Issues in Complaints Filed

      •  
        • As in previous years, reprisal was the most frequent basis alleged for all complaints filed, representing 40% of all complaints filed.

      Table 4 - Top 5 Bases Alleged (As Percentage of Total Complaints)
      FY 1999 - FY 2003

      Bases	FY 1999	FY 2000	FY 2001	FY 2002	FY 2003
      Reprisal	53%	40%	40%	37%	40%
      Age	29%	24%	25%	24%	29%
      Race - Black	34%	34%	26%	26%	26%
      Sex - Female	30%	24%	25%	24%	25%
      Disability - Physical	24%	18%	21%	22%	24%

      • "Non-sexual Harassment" was the most frequently cited of all issues alleged in complaints, followed by "Promotion/Non-selection," and "Terms/Conditions of Employment."

      Table 5 - Top 3 Issues Alleged (As Percentage of Total Complaints)
      FY 1999 - FY 2003

      Issues	FY 1999	FY 2000	FY 2001	FY 2002	FY 2003
      Harassment - Non-Sexual	41%	22%	26%	25%	28%
      Promotion/Non-selection	32%	18%	20%	17%	22%
      Terms/Conditions /Employment	23%	15%	15%	14%	13%

      - EEO Program Tips -

      To prevent unlawful discrimination and retaliation:

      1) Train all employees, including managers and supervisors on what constitutes unlawful discrimination/reprisal, the types of disciplinary actions that may be taken, and effective communication skills.

      2) Evaluate managers and supervisors on efforts to ensure equality of opportunity for all employees.

      3) Agencies should ensure that managers and supervisors have and utilize effective managerial and supervisory skills.

   2. Timeliness of Formal Complaint Activities

      i. Timeliness of Investigations

      •  
        • Regulations require that complaint investigations be completed within 180 days unless extended by written agreement, complaint amendment, or complaint consolidation.
        • On average, agencies failed to meet timeliness requirements for completing complaint investigations. Agencies exceeded the 180 day time limit in 60% of investigations completed in FY 2003.
        • Even with a written agreement to extend the investigation or when a complaint is consolidated or amended, regulations require that all complaint investigations be completed within 360 days. On average, agencies exceeded the 360 day time limit in 20% of investigations completed in FY 2003.
        • On average, small agencies completed investigations in a more timely manner than larger agencies.

      - EEO Program Tips -

      To improve investigation times:

      1) Ensure EEO offices are adequately staffed with individuals who have the necessary knowledge, skills, and abilities.

      2) Eliminate unnecessary and redundant procedures that prohibit timely investigations.

      3) Develop or improve investigative tracking systems to monitor investigative time frames.

      4) Ensure agencies' EEO policy provides for full cooperation of employees under his/her supervision with EEO office officials such as EEO Counselors, EEO Investigators, etc., to gain timely compliance from complainants and agency management officials.

      Table 6 - Timeliness of Agency Investigations
      FY 2003

      Indicator	Government- Wide Average	Cabinet Agency Average	Mid-Size Agency Average	Small Agency Average
      Average Days to Complete Investigations	267	265	310	238

      • Federal sector agencies are failing to timely investigate allegations of discrimination for many reasons. EEOC review of the investigatory practices of four agencies found, among other reasons, that poorly staffed EEO offices, unnecessary and time consuming procedures, delays in obtaining affidavits, and inadequate tracking and monitoring systems contributed to untimely investigations.
      • On average, contract investigations were less timely (averaging 288 days) than those completed by in-house by agencies (averaging 253 days).
      • On average, it cost agencies an average $2,179 for contractors and $2,648 for in-house investigators to conduct an investigation.

      ii. Timeliness of Final Agency Decisions with no Administrative Judge's Decision

      - EEO Program Tips -

      To Improve Final Agency Decision times:

      1) Issue dismissal decisions within 30 days following receipt of a complaint.

      2) Assign a complaint for final decision drafting no later than the 36th day following a complainant's receipt of the hearing request notice (allowing 30 days for the complainant to make an election and 5 days for the agency to receive it).

      3) Specify a firm deadline for completing a draft decision. When determining the deadline, consider the time for review, revision, final approval, and the need to meet the regulatory time limit under 29 C.F.R. 1614.110(b).

      • Regulations require agencies to issue merit decisions within approximately 270 days unless there is an authorized reason to extend the investigation time beyond 180 days.
      • On average, agencies failed to meet the timeliness requirements for taking final action on complaints where hearings were not requested. Agencies averaged 475 days to issue a final agency decision when there was no decision from an EEOC AJ.
      • Government-wide, agencies took 207 days to issue a decision dismissing a complaint on procedural grounds such as untimely EEO counselor contact or failure to state a claim. EEO Management Directive 110 requires agencies to process dismissals expeditiously.
      • On average, smaller agencies issued final agency decisions without an AJ decision faster than large agencies.

      Table 7 - Timeliness of Complaint Processing
      FY 2003

      Indicator	Government- Wide Average	Cabinet Agency Average	Mid-Size Agency Average	Small Agency Average
      Average Days for Final Decisions without AJ Decision	475	472	529	468

   3. ADR Usage in the Formal Complaint Stage

      - EEO Program Tips -

      To Increase ADR Usage in the Formal Complaint Stage:

      1) Conduct ADR after the complainant has reviewed the investigative file but prior to issuing the 29 C.F.R. .1614.108(f) notice. See MD-110, Chapter 6, Section XI. Settlement opportunities may improve because the parties have a better understanding of the facts.

      2) If a factual record has been developed (i.e., the report of investigation), consider using ADR techniques that permit evaluative feedback by the neutral, such as settlement conferences and early neutral evaluation.

      • As a result of an ADR offer rate of 12% in FY 2003, ADR was utilized in only 7% of the complaints workload during the formal complaint stage.

      • A three-year trend analysis shows that the ADR participation rate has increased from 4% in FY 2001 to 7% in FY 2003.

        Figure 9 - ADR Usage in the Formal Complaint Stage ⁽⁷⁾
        FY 1999 - 2003

        

      • When ADR was employed during the formal complaint stage, mediation was the most frequently used technique (85%).

      - EEO Program Tips -

      The benefits of ADR include:

      1) By providing a safe forum for an open discussion, ADR may repair working relationships;

      2) With management showing a commitment to discuss employees' concerns, ADR may improve office morale;

      3) Settlement agreements are risk free for agencies because they do not require admissions of liability;

      4) Settlements through ADR are cost-effective because only 7% resulted in monetary benefits in FY 2003 and the average amount of monetary benefits was $3,607 over the last three years;

      5) Because parties have control over the resolution of their dispute, settlement agreements may be more durable than court decisions; and

      6) Since ADR averages a 60% resolution rate, it will save the parties significant time and resources, which also help agencies get to green on the Presidential Management Agenda (PMA) for human capital.

   4. Resolutions in the Formal Complaint Stage

      • Government-wide, 19,772 EEO complaints were resolved in FY 2003: 3,893 (19.7%) resulted in a final action on the merits following an EEOC AJ's decision; 5,287 (26.7%) were final agency decisions on the merits without an AJ's decision; 2,723 (13.8%) were procedural dismissals; 5,573 (28.2%) were settlements; and 2,296 (11.6%) were withdrawals.

        Table 8 - EEO Complaint Resolutions by Type with
        Government-wide Average Processing Times (APT) in Days

        	Resolutions		Final Agency Actions With AJ Decisions		Final Agency Decisions Without AJ Decisions		Procedural Dismissals		Settlements		Withdrawals
        Total	APT	Total	APT	Total	APT	Total	APT	Total	APT	Total	APT
        FY 1999	29,822	423	3937	814	6238	566	9903	192	6961	436	2783	339
        FY 2000	27,177	472	5,766	772	5,216	N/A	7,836	N/A	5,794	507	2,565	350
        FY 2001	25,283	464	3,830	800	5,247	402	8,308	N/A	5,261	523	2,547	389
        FY 2002	22,889	418	3,841	833	5,467	326	5,770	205	5,606	482	2,205	309
        FY 2003	19,772	541	3,893	796	5,287	475	2,723	207	5,573	507	2,296	380

      • EEOC collects data on benefits awarded and actions taken in response to settlement agreements, final agency decisions, and final agency actions in which agencies agreed to fully implement EEOC AJ decisions.
   • • Total amounts of monetary awards have increased 53%, from $26.3 million in FY 1999 to $40.3 million in FY 2003.
     • The per capita increased from $6,203 in FY 1999 to $6,926 in FY 2003.
     • Agencies reported paying more than $11.6 million in compensatory damages for complaints closed in FY 2003 an increase of 36% from FY 1999.

     • Attorney's fees reached $9.3 million in FY 2003 - an increase of 19% from FY 1999.

       Figure 10 - Total Monetary Benefits in the Formal Complaint Stage
       FY 1999 - FY 2003

       

   Table 9- Agency Resolutions with Benefits ⁽⁸⁾

   		Findings of Discrimination			Settlements		Monetary Benefits
   FY	Total	Number	% of Total Closures	% of Merits Closures	Number	% of Total Closures	Amount	Per Capita
   1999	29,822	245	0.8%	2.4%	6,961	23.3%	$26,326,791	$3,653
   2000	27,177	305	1.1%	3.0%	5,794	21.3%	$30,484,672	$4,998
   2001	25,283	261	1.0%	2.9%	5,261	20.8%	$32,941,218	$5,965
   2002	22,889	248	1.1%	2.7%	4,475	19.6%	$33,528,757	$7,099
   2003	19,772	264	1.3%	2.9%	5,573	28.2%	$40,328,926	$6,909

   • Of the 19,772 complaint closures in FY 2003, 7,869 (40%) resulted in either a settlement or a withdrawal (without any monetary or non-monetary benefits) from the EEO process.
   • In FY 2003, 1,546 complaints were resolved of the 3,652 complaints where ADR was attempted, resulting in a 42% resolution rate.
   • In FY 2003, 6,323 complaints were resolved through means other than a formal ADR process, resulting in a 35% resolution rate.
   • Since FY 2000, ADR has averaged a 57% resolution rate in the formal complaint stage, while the non-ADR process has averaged only 30%.
   • Of the resolved complaints in FY 2003, 5,573 resulted in settlement agreements.
   • In FY 2003, individuals in 1,375 complaints settled their dispute through ADR, including 785 settlements with monetary benefits, totaling $6,027,764.
   • In FY 2003, individuals in 4,198 complaints settled their dispute through means other than a formal ADR process.

   Table 10 - Comparison of Formal Complaint Resolutions
   by Settlement or Withdrawal With and Without ADR ⁽⁹⁾
   FY 2000 - FY 2003

   Fiscal Year	Total Complaint Closures*	Settlements		Withdrawals		Monetary Benefits
   Total	ADR	Non-ADR	ADR	Non-ADR	ADR	Non-ADR
   2000	27,177	980	4,814	160	2,405	$4,528,032	N/A
   2001	25,283	1,336	3,925	150	2,397	$6,790,337	N/A
   2002	22,889	1,131	4,475	120	2,085	$5,914,384	N/A
   2003	19,772	1,375	4,198	171	2,125	$6,027,764	N/A

Section C - Hearings

In a federal sector discrimination complaint at the hearings stage, an EEOC Administrative Judge (AJ) may oversee discovery and hold a hearing or issue a decision on the record. If a hearing is held, an AJ will hear testimony from witnesses, review relevant evidence, and make findings of fact and law in a decision issued to the parties. In lieu of holding a hearing, an AJ may, in appropriate cases, procedurally dismiss a case or issue a summary judgment decision.

1. Hearings Inventory
   • Since FY 1999, the hearings inventory has decreased by nearly 34% from 12,808 cases to 8,467 cases.

   • The reduction in the hearings inventory reflects greater efficiency in case processing which resulted in increased case closures, as well as a decrease in hearing requests.

     Figure 11 - Hearings Inventory
     FY 1999 - FY 2003

     

2. Hearings Requested

   • In FY 2003, hearing requests increased, by 3% to 9,918 from the 9,617 hearing requests in FY 2002, but have decreased generally by 22% from the 12,637 hearing requests in FY 1999.

     Figure 12 - Requests for EEOC Hearings ⁽¹⁰⁾
     FY 1999 - FY 2003

     

3. Hearings Closures
   • During FY 2003, the EEOC's Hearings Program resolved 12,230 cases, including 106 class actions, a 5% increase over the 11,666 cases closed in FY 2002.,/li>

   • Of the 12,124 individual cases closed in FY 2003: 1,974 (16.3%) were by decision following a hearing; 2,804 (23.1%) were by decisions on the record; 3,951 (32.6%) were closed by settlements; 1,551 (12.8%) were by procedural dismissal; and 1,844 (15.2%) were withdrawals.

     Figure 13 - Hearings Program Closures ⁽¹¹⁾
     FY 1999 - FY 2003

     

     Figure 14 - Average Processing Days for Hearings
     FY 1999 - FY 2003

     

   • While the average processing time for hearings held steady between FY 2002 and FY 2003, the average age of the pending inventory declined over the same period from 347 days in FY 2002 to 296 days in FY 2003. In doing so, the FY 2003 average age of the opened hearing inventory returned to its FY 1999 level (also 296 days).
4. Agency Actions on AJ Decisions
   • Agencies may either fully implement an AJ's final decision, or appeal the AJ's decision to EEOC's Office of Federal Operations (OFO).

   • In FY 2003, agencies appealed only 2% of all AJ decisions. However, agencies appealed 37% of the cases where an AJ found discrimination.

     Table 11 - Agency Actions on AJ Decisions
     FY 2000 - FY 2003

     Fiscal Year	Finding Discrimination		Finding No Discrimination		Totals
     Fully Implemented	Appealed	Fully Implemented	Appealed	Fully Implemented	Appealed
     2000	143	67	3,935	14	4,078	81
     2001	194	122	3,636	44	3,830	166
     2002	197	106	3,644	0	3,841	106
     2003	159	92	3,639	3	3,798	95

5. Monetary Benefits Awarded at the Hearing Stage

   Figure 15 - Monetary Benefits Awarded from Hearings
   FY 1999 - FY 2003

   

   • In FY 2003, AJ decisions and settlements at the hearings stage awarded $52.4 million in benefits to complainants. Monetary benefits at the hearing stage have steadily increased since FY 1999.

Section D - Appeals

Complainants may appeal to OFO from final agency actions taken on their EEO complaints and when they believe that an agency has failed to comply with a settlement agreement or a final order fully implementing an AJ's finding of discrimination. Agencies must appeal to OFO if they do not fully implement a decision rendered by an EEOC AJ. The principle of demonstrated commitment from agency leadership extends to the appellate stage of complaints processing, where agencies are required to comply fully and timely with OFO corrective action.

1. Appellate Inventory

   • At the conclusion of FY 2003, OFO's appellate inventory stood at 3,831, a 20% reduction from the FY 2002 ending inventory of 4,809 and a 68% reduction in inventory from the inventory high of 11,918 appeals in January 2000.

   Figure 16 - Appellate Inventory
   FY 1999 - FY 2003

   

2. Appellate Receipts

   • 7,035 appeals were filed in FY 2003, a 4% increase from the 6,725 appeals filed in FY 2002, but a 19% decrease from the 8,690 appeals filed in FY 1999.

   Figure 17 - Appeals Filed
   FY 1999 - FY 2003

   

3. Appellate Closures

   •  
     • OFO closed a total of 8,013 cases in FY 2003, of which 6,403 were Title VII cases (80% of the total); 2,214 appeals involved the Rehabilitation Act (28% of the total); 1,981 appeals alleged violations of the ADEA (25% of the total); and 104 appeals involved the Equal Pay Act of 1963 (1% of the total).⁽¹²⁾
     • In FY 2003, OFO closed 3,370 appeals addressing the merits of the underlying discrimination claims, and made a total of 218 findings of discrimination (or 6.5% of the total). Reprisal, disability, and gender (female) were the most prevalent bases of discrimination in the findings OFO issued in FY 2003.

   Figure 18 Appellate Closures
   FY 1999 - FY 2003

   

   • OFO resolved 3,158 (45%) of the 7,035 appeals received in FY 2003, within 180 days.
   • The average age of an open appeal in the inventory at the end of FY 2003 was 190 days - a 26% reduction from the 256-day average age at the end of FY 2002 and a 41% reduction from the 321-day average age at the end of FY 1999.
   • The average processing time for appeals in FY 2003 was 285 days - a 39% decrease from FY 2002's average of 467 days.

   Figure 19 - Average Processing Days on Appeal
   FY 1999 - FY 2003

   

4. Monetary Benefits Awarded on Appeal

   • In FY 2003, the $20.9 million in monetary benefits awarded on appeal increased by 24% from the $16.9 million awarded in FY 2002 and increased 113% from the $9.8 million awarded in FY 1999.

   Figure 20 - Monetary Benefits Awarded on Appeal
   (In Millions of Dollars)

   

Part II
Profiles and Comparisons for Selected Federal Agencies

Section A - Agency Profiles

What follows are individual profiles of federal agencies with a total work force of 500 or more employees. These profiles of selected indicators were created from data submitted by agencies in annual "462" reports, and the Civilian Personnel Data File (CPDF), which is maintained by the Office of Personnel Management (OPM). On page II-FedGov-1 is a similar profile for the federal government as a whole for comparison purposes.

The agency profile narratives compare FY 2002 and FY 2003 data. Each agency's profile narrative highlights the participation by race, national origin, gender, and disability of employees in the workforce as a whole, as well as in the agency's major occupations, Senior Pay Level, and the "feeder grades" (GS-14 and GS-15). By comparing these participation rates agencies can identify possible barriers to equality of opportunity and take steps to eliminate those barriers.

The profile narratives also offer data concerning agencies' success in implementing alternative dispute resolution (ADR) activities at the pre-complaint and formal complaint stages of the discrimination complaint process. EEOC is firmly committed to using Alternative Dispute Resolution (ADR) to resolve workplace disputes. Used properly and in appropriate circumstances, ADR can provide faster and less expensive results while at the same time improving workplace communication and morale.

Each profile narrative also contains a number of measures related to the agencies' EEO complaint activities, including the number of complaints filed, complainants, complaints closed, merit decisions, findings of discrimination, and settlements. Also included are the total amounts of money paid by the agency for corrective actions and settlements, total amounts awarded in specific categories, and the average time it took for an agency to process complaints. By providing this information to the President, Congress, and public, agencies maintain transparency in their EEO operations.

Immediately following the profile of each agency is a table containing data on the agency's performance for selected EEO measures in FY 2003. The table highlights discrimination complaint processing activities for each agency and reflects the change in the data provided in FY 2002 and FY 2003. This data is provided to agencies to help them identify areas in which they are achieving success, as well as those in which they still face challenges.

The EEOC relies on each agency to provide accurate and reliable data for its complaint processing program. Although the EEOC reviews and analyzes the data submitted, each agency remains ultimately responsible for the accuracy of its own data.

Department of Homeland Security - The Department of Homeland Security (DHS) was created on March 1, 2003. By September 30, 2003, DHS had a permanent workforce of 109,655 employees. One prior independent agency, the former Federal Emergency Management Agency (FEMA) was folded entirely into DHS, and is therefore no longer the subject of an agency profile narrative.

However, because FEMA continued to process its EEO complaints during FY 2003, its complaint processing data is reported in each of the complaint processing tables.⁽¹³⁾ Sub-elements of numerous agencies also were incorporated into DHS, including the following:

* Reported complaint processing data as sub-element of Homeland Security-MOU

As a result of the creation of DHS, readers of this Report should exercise care when comparing data from the above agencies in FY 2003 to that from prior years. By way of example, Table 10 indicates that in FY 2002, the Department of Justice had a permanent workforce of 124,539 employees, but only 98,180 permanent employees in FY 2003, and its participation rate for Hispanics fell from 14.22% in FY 2002 to 8.44% in FY 2003. Similarly, the agency profile for the Department of Treasury no longer reflects that Customs Inspector is one of its major occupations.

The Federal Government

Permanent Workforce: 2,428,330

Total Reported Workforce: 2,867,837

• The Federal Government's permanent workforce participation rate for women was 42.57%; for Blacks was 18.56%; for Hispanics was 7.22%; for Asians/Pacific Islanders was 5.54%; and for American Indians/Alaskan Natives was 1.5%.
• The Federal Government's GS-14 and GS-15 grade level participation rate for women was 30.36%; for Blacks was 8.78%; for Hispanics was 3.89%; for Asians/Pacific Islanders was 5.24%; and for American Indians/Alaskan Natives was 0.96%.
• The Federal Government's Senior Pay Level participation rate for women was 25.25%; for Blacks was 7.09%; for Hispanics was 3.43%; for Asians/Pacific Islanders was 2.51%; and for American Indians/Alaskan Natives was 0.78%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• Federal agencies completed 19,382 ADR efforts during the pre-complaint stage, of which 11,629 resulted in a settlement.
• There were 45,030 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 18,077 individuals filed 20,226 EEO complaints.
• Federal agencies completed 3,652 ADR efforts during the formal complaint stage, of which 1,546 resulted in a settlement.
• Federal agencies settled 5,573 complaints.
• Federal agencies paid $40,328,925 for corrective actions: $4,313,643 for front and/or back pay awards; $15,120,528 for lump sum payments; $11,559,078 for compensatory damages; and $9,335,676 for attorney's fees.
• Federal agencies issued 9,180 decisions on the merits. There were 264 findings of discrimination issued.
• Federal agencies took an average of 541 days to process a complaint from filing to closing. The average processing time for a merit decision was 854 days.

NOTE: NA = Not Applicable

Agency Profiles: List of Agencies

Total Federal Government

PROFILE OF SELECTED INDICATORS
AGENCY FOR INTERNATIONAL DEVELOPMENT (AID)

Permanent Workforce: 1,706

Total Reported Workforce: 2,171

• AID's permanent workforce participation rate for women was 51.17%; for Blacks was 30.71%; for Hispanics was 3.28%; for Asians/Pacific Islanders was 4.1%; and for American Indians/Alaskan Natives was 0.18%.
• AID's top three major occupations were reported as Miscellaneous Administration and Program, Management and Program Analysis, and Auditing.
  • In the Miscellaneous Administration and Program occupation, the participation rate for women was 51.31%; for Blacks was 26.18%; for Hispanics was 5.24%; for Asians/Pacific Islanders was 3.14%; and for American Indians/Alaskan Natives was 0%.
  • In the Management and Program Analysis occupation, the participation rate for women was 55.9%; for Blacks was 27.43%; for Hispanics was 1.74%; for Asians/Pacific Islanders was 2.08%; and for American Indians/Alaskan Natives was 0.69%.
  • In the Auditing occupation, the participation rate for women was 34.43%; for Blacks was 36.89%; for Hispanics was 4.1%; for Asians/Pacific Islanders was 9.02%; and for American Indians/Alaskan Natives was 0%.
• AID's GS-14 and GS-15 grade level participation rate for women was 37.83%; for Blacks was 13.16%; for Hispanics was 3.07%; for Asians/Pacific Islanders was 4.71%; and for American Indians/Alaskan Natives was 0.11%.
• AID's Senior Pay Level participation rate for women was 27.78%; for Blacks was 14.58%; for Hispanics was 2.78%; for Asians/Pacific Islanders was 2.08%; and for American Indians/Alaskan Natives was 0.69%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At AID, employees with targeted disabilities represented 0.59% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• AID did not report any completed ADR efforts during the pre-complaint stage.
• There were 33 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 11 individuals filed 11 EEO complaints.
• AID completed 1 ADR effort during the complaint stage, and it resulted in a settlement.
• AID settled 3 complaints.
• AID paid $36,000 in monetary benefits: $25,000 for front and/or back pay awards; $0 for lump sum payments; $6,000 for compensatory damages; and $5,000 for attorney's fees.,/li>
• AID issued 2 decisions on the merits. There was one finding of discrimination issued.,/li>
• AID took an average of 531 days to process a complaint from filing to closing. The average processing time for a merit decision was 1,022 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
U.S. DEPARTMENT OF AGRICULTURE (USDA)

Permanent Workforce: 89,853

Total Reported Workforce: 112,843

• USDA's permanent workforce participation rate for women was 42.85%; for Blacks was 10.63%; for Hispanics was 5.42%; for Asians/Pacific Islanders was 2.44%; and for American Indians/Alaskan Natives was 2.46%.
• USDA's top three major occupations were reported as General Business and Industry, Loan Specialist, and Soil Conservation.
  • In the General Business and Industry occupation, the participation rate for women was 83.87%; for Blacks was 11.96%; for Hispanics was 5.84%; for Asians/Pacific Islanders was 1.1%; and for American Indians/Alaskan Natives was 2.24%.
  • In the Loan Specialist occupation, the participation rate for women was 44.39%; for Blacks was 7.46%; for Hispanics was 5.04%; for Asians/Pacific Islanders was 1.05%; and for American Indians/Alaskan Natives was 1.52%.
  • In the Soil Conservation occupation, the participation rate for women was 22.55%; for Blacks was 7.26%; for Hispanics was 3.92%; for Asians/Pacific Islanders was 0.95%; and for American Indians/Alaskan Natives was 2.6%.
• USDA's GS-14 and GS-15 grade level participation rate for women was 27.05%; for Blacks was 8.8%; for Hispanics was 3.14%; for Asians/Pacific Islanders was 4.09%; and for American Indians/Alaskan Natives was 0.97%.
• USDA's Senior Pay Level participation rate for women was 22.32%; for Blacks was 9.79%; for Hispanics was 3.87%; for Asians/Pacific Islanders was 2.51%; and for American Indians/Alaskan Natives was 0.68%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At USDA, employees with targeted disabilities represented 1.05% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• USDA completed 276 ADR efforts during the pre-complaint stage, of which 105 resulted in a settlement.
• There were 1,356 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 605 individuals filed 686 EEO complaints.
• USDA completed 44 ADR efforts during the complaint stage, of which 30 resulted in a settlement.
• USDA settled 250 complaints.
• USDA paid $2,552,452 in monetary benefits: $29,131 for front and/or back pay awards; $1,619,811 for lump sum payments; $292,150 for compensatory damages; and $611,359 for attorney's fees.
• USDA issued 269 decisions on the merits. There were 5 findings of discrimination issued.
• USDA took an average of 808 days to process a complaint from filing to closing. The average processing time for a merit decision was 1,113 days.

NOTE: NA = Not Applicable

*The FY 2003 counseling percentages do not total 100% because the agency did not provide counseling times for all FY 2003 counselings.

PROFILE OF SELECTED INDICATORS
U.S. DEPARTMENT OF THE AIR FORCE (USAF)

Permanent Workforce: 132,948

Total Reported Workforce: 170,434

• USAF's permanent workforce participation rate for women was 32.41%; for Blacks was 10.81%; for Hispanics was 6.81%; for Asians/Pacific Islanders was 2.25%; and for American Indians/Alaskan Natives was 1.2%.
• USAF's top three major occupations were reported as General Engineering, Electronics Engineering, and Management and Program Analyst.
  • In the General Engineering occupation, the participation rate for women was 11.63%; for Blacks was 3.33%; for Hispanics was 4.05%; for Asians/Pacific Islanders was 4.82%; and for American Indians/Alaskan Natives was 0.65%.
  • In the Electronics Engineering occupation, the participation rate for women was 8.63%; for Blacks was 5.48%; for Hispanics was 2.97%; for Asians/Pacific Islanders was 9.2%; and for American Indians/Alaskan Natives was 0.92%.
  • In the Management and Program Analyst occupation, the participation rate for women was 56.15%; for Blacks was 10.87%; for Hispanics was 4.43%; for Asians/Pacific Islanders was 1.36%; and for American Indians/Alaskan Natives was 1.33%.
• USAF's GS-14 and GS-15 grade level participation rate for women was 18.95%; for Blacks was 3.72%; for Hispanics was 2.56%; for Asians/Pacific Islanders was 1.73%; and for American Indians/Alaskan Natives was 0.51%.
• USAF's Senior Pay Level participation rate for women was 16.31%; for Blacks was 2.15%; for Hispanics was 1.29%; for Asians/Pacific Islanders was 3%; and for American Indians/Alaskan Natives was 0.86%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At USAF, employees with targeted disabilities represented 0.87% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• USAF completed 518 ADR efforts during the pre-complaint stage, of which 196 resulted in a settlement.
• There were 1,748 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 475 individuals filed 540 EEO complaints.
• USAF completed 145 ADR efforts during the complaint stage, of which 122 resulted in a settlement.
• USAF settled 151 complaints.,/li>
• USAF paid $549,976 in monetary benefits: $123,745 for front and/or back pay awards; $242,299 for lump sum payments; $63,000 for compensatory damages; and $120,932 for attorney's fees.
• USAF issued 321 decisions on the merits. There were 13 findings of discrimination issued.
• USAF took an average of 440 days to process a complaint from filing to closing. The average processing time for a merit decision was 698 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
ARMED FORCES RETIREMENT HOME (AFRH)

Permanent Workforce: 629

Total Reported Workforce: 640

• AFRH's permanent workforce participation rate for women was 60.57%; for Blacks was 62.48%; for Hispanics was 3.97%; for Asians/Pacific Islanders was 3.18%; and for American Indians/Alaskan Natives was 0%.
• AFRH reported no major occupations.
• AFRH's GS-14 and GS-15 grade level participation rate for women was 30%; for Blacks was 40%; for Hispanics was 0%; for Asians/Pacific Islanders was 20%; and for American Indians/Alaskan Natives was 0%.
• AFRH's Senior Pay Level participation rate for women was 33.33%; for Blacks was 0%; for Hispanics was 0%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At AFRH, employees with targeted disabilities represented 0.64% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• AFRH did not report any completed ADR efforts during the pre-complaint stage.
• There were no reported instances of pre-complaint counseling. No one filed any EEO complaints.
• AFRH did not report any completed ADR efforts during the formal complaint stage.
• AFRH reported settling no complaints.
• AFRH reported paying no monetary benefits.
• AFRH issued 12 decisions on the merits. There were no findings of discrimination issued.
• AFRH took an average of 561 days to process a complaint from filing to closing. The average processing time for a merit decision was 561 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
U.S. DEPARTMENT OF THE ARMY (ARMY)

Permanent Workforce: 205,878

Total Reported Workforce: 220,863

• Army's permanent workforce participation rate for women was 37.17%; for Blacks was 15.25%; for Hispanics was 6.58%; for Asians/Pacific Islanders was 3.98%; and for American Indians/Alaskan Natives was 1.08%.
• Army's top three major occupations were reported as Civil Engineering, General Engineering, and Management and Program Analyst.
  • In the Civil Engineering occupation, the participation rate for women was 13.51%; for Blacks was 3.9%; for Hispanics was 4.5%; for Asians/Pacific Islanders was 8.23%; and for American Indians/Alaskan Natives was 0.55%.
  • In the General Engineering occupation, the participation rate for women was 10.56%; for Blacks was 4.35%; for Hispanics was 5.43%; for Asians/Pacific Islanders was 8.3%; and for American Indians/Alaskan Natives was 1.01%.
  • In the Management and Program Analyst occupation, the participation rate for women was 65.14%; for Blacks was 13.79%; for Hispanics was 4.96%; for Asians/Pacific Islanders was 3.67%; and for American Indians/Alaskan Natives was 1.23%.
• Army's GS-14 and GS-15 grade level participation rate for women was 20.54%; for Blacks was 5.89%; for Hispanics was 2.84%; for Asians/Pacific Islanders was 4%; and for American Indians/Alaskan Natives was 0.7%.
• Army's Senior Pay Level participation rate for women was 15.95%; for Blacks was 4.29%; for Hispanics was 0.92%; for Asians/Pacific Islanders was 3.07%; and for American Indians/Alaskan Natives was 0.92%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At Army, employees with targeted disabilities represented 0.82% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• Army completed 326 ADR efforts during the pre-complaint stage, of which 165 resulted in a settlement.
• There were 2,058 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 1,003 individuals filed 1,069 EEO complaints.
• Army completed 266 ADR efforts during the complaint stage, of which 170 resulted in a settlement. Army settled 458 complaints.
• Army paid $3,995,743 in monetary benefits: $222,118 for front and/or back pay awards; $1,483,409 for lump sum payments; $1,399,352 for compensatory damages; and $890,864 for attorney's fees.,/li>
• Army issued 370 decisions on the merits. There were 18 findings of discrimination issued.
• Army took an average of 352 days to process a complaint from filing to closing. The average processing time for a merit decision was 621 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
ARMY & AIR FORCE EXCHANGE SERVICE (AAFES)

Permanent Workforce: 36,612

Total Reported Workforce: 37,973

• AAFES' permanent workforce participation rate for women was 64.59%; for Blacks was 28.27%; for Hispanics was 12.9%; for Asians/Pacific Islanders was 13.98%; and for American Indians/Alaskan Natives was 0.83%.
• AAFES' top three major occupations were reported as Retail Operations (Generalist), Retail Operations (Planner/Analyst), and Food Management.
  • In the Retail Operations (Generalist) occupation, the participation rate for women was 77.4%; for Blacks was 25.28%; for Hispanics was 13.31%; for Asians/Pacific Islanders was 18.22%; and for American Indians/Alaskan Natives was 0.84%.
  • In the Retail Operations (Planner/Analyst) occupation, the participation rate for women was 82.81%; for Blacks was 25.22%; for Hispanics was 16.28%; for Asians/Pacific Islanders was 17.41%; and for American Indians/Alaskan Natives was 0.94%.
  • In the Food Management occupation, the participation rate for women was 65.06%; for Blacks was 33.65%; for Hispanics was 12.87%; for Asians/Pacific Islanders was 16.75%; and for American Indians/Alaskan Natives was 0.76%.
• AAFES' GS-14 and GS-15 grade level participation rate for women was 33.21%; for Blacks was 8.11%; for Hispanics was 7.19%; for Asians/Pacific Islanders was 6.27%; and for American Indians/Alaskan Natives was 1.1%.
• AAFES' Senior Pay Level participation rate for women was 30.76%; for Blacks was 0%; for Hispanics was 7.69%; for Asians/Pacific Islanders was 7.69%; and for American Indians/Alaskan Natives was 7.69%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At AAFES, employees with targeted disabilities represented 1.88% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• AAFES completed 62 ADR efforts during the pre-complaint stage, of which 29 resulted in a settlement.
• There were 397 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 102 individuals filed 107 EEO complaints.
• AAFES completed 6 ADR efforts during the complaint stage, none of which resulted in a settlement.
• AAFES settled 16 complaints.
• AAFES paid $38,712 in monetary benefits: $1,281 for front and/or back pay awards; $34,931 for lump sum payments; $0 for compensatory damages; and $2,500 for attorney's fees.
• AAFES issued 35 decisions on the merits. There were no findings of discrimination issued.
• AAFES took an average of 554 days to process a complaint from filing to closing. The average processing time for a merit decision was 756 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
BROADCASTING BOARD OF GOVERNORS (BBG)

Permanent Workforce: 1,779

Total Reported Workforce: 1,899

• BBG's permanent workforce participation rate for women was 35.58%; for Blacks was 20.52%; for Hispanics was 8.32%; for Asians/Pacific Islanders was 12.87%; and for American Indians/Alaskan Natives was 0.28%.
• BBG's major occupation was reported as General Arts and Information.In the General Arts and Information occupation, the participation rate for women was 32.65%; for Blacks was 11.11%; for Hispanics was 11.11%; for Asians/Pacific Islanders was 21.88%; and for American Indians/Alaskan Natives was 0.11%.
• BBG's GS-14 and GS-15 grade level participation rate for women was 23.33%; for Blacks was 8.67%; for Hispanics was 7%; for Asians/Pacific Islanders was 5%; and for American Indians/Alaskan Natives was 0.33%.
• BBG's Senior Pay Level participation rate for women was 30%; for Blacks was 0%; for Hispanics was 5%; for Asians/Pacific Islanders was 5%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At BBG, employees with targeted disabilities represented 0.9% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• BBG completed 3 ADR efforts during the pre-complaint stage, of which 1 resulted in a settlement.
• There were 145 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 18 individuals filed 18 EEO complaints.
• BBG did not report any completed ADR efforts during the formal complaint stage.
• BBG settled 9 complaints.
• BBG paid $49,145 in monetary benefits: $4,000 for front and/or back pay awards; $40,445 for lump sum payments; $0 for compensatory damages; and $4,700 for attorney's fees.
• BBG issued 14 decisions on the merits. There were no findings of discrimination issued.
• BBG took an average of 420 days to process a complaint from filing to closing. The average processing time for a merit decision was 359 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
U.S. DEPARTMENT OF COMMERCE (COMMERCE)

Permanent Workforce: 35,374

Total Reported Workforce: 44,687

• Commerce's permanent workforce participation rate for women was 46.37%; for Blacks was 17.02%; for Hispanics was 3.41%; for Asians/Pacific Islanders was 7.45%; and for American Indians/Alaskan Natives was 0.59%.
• Commerce's top three major occupations were reported as Meteorology, Statistician, and Patent Examining.
  • In the Meteorology occupation, the participation rate for women was 9.75%; for Blacks was 2.26%; for Hispanics was 2.11%; for Asians/Pacific Islanders was 2.11%; and for American Indians/Alaskan Natives was 0.43%.
  • In the Statistician occupation, the participation rate for women was 53.36%; for Blacks was 21.13%; for Hispanics was 5.01%; for Asians/Pacific Islanders was 4.62%; and for American Indians/Alaskan Natives was 0.39%.
  • In the Patent Examining occupation, the participation rate for women was 26.76%; for Blacks was 14.19%; for Hispanics was 4.15%; for Asians/Pacific Islanders was 32.46%; and for American Indians/Alaskan Natives was 0.31%.
• Commerce's GS-14 and GS-15 grade level participation rate for women was 27.96%; for Blacks was 8.24%; for Hispanics was 2.44%; for Asians/Pacific Islanders was 10.69%; and for American Indians/Alaskan Natives was 0.36%.
• Commerce's Senior Pay Level participation rate for women was 24.72%; for Blacks was 7.92%; for Hispanics was 1.7%; for Asians/Pacific Islanders was 4.15%; and for American Indians/Alaskan Natives was 0.38%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At Commerce, employees with targeted disabilities represented 0.9% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• Commerce completed 30 ADR efforts during the pre-complaint stage, of which 5 resulted in a settlement.
• There were 209 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 164 individuals filed 171 EEO complaints.
• Commerce completed 5 ADR efforts during the complaint stage, of which 1 resulted in a settlement. Commerce settled 102 complaints.
• Commerce paid $407,366 in monetary benefits: $15,556 for front and/or back pay awards; $205,237 for lump sum payments; $5,249 for compensatory damages; and $181,324 for attorney's fees.,/li>
• Commerce issued 178 decisions on the merits. There was one finding of discrimination issued.
• Commerce took an average of 653 days to process a complaint from filing to closing. The average processing time for a merit decision was 765 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
COMMODITY FUTURES TRADING COMMISSION (CFTC)

Permanent Workforce: 490

Total Reported Workforce: 536

• CFTC's permanent workforce participation rate for women was 48.98%; for Blacks was 28.16%; for Hispanics was 2.24%; for Asians/Pacific Islanders was 4.69%; and for American Indians/Alaskan Natives was 2.24%.
• CFTC's top two major occupations were reported as General Inspection, Investigation, and Compliance, and General Attorney.
  • In the General Inspection, Investigation, and Compliance occupation, the participation rate for women was 41.27%; for Blacks was 19.05%; for Hispanics was 1.59%; for Asians/Pacific Islanders was 1.59%; and for American Indians/Alaskan Natives was 0%.
  • In the General Attorney occupation, the participation rate for women was 41.52%; for Blacks was 6.43%; for Hispanics was 2.92%; for Asians/Pacific Islanders was 5.26%; and for American Indians/Alaskan Natives was 0%.
• CFTC's GS-14 and GS-15 grade level participation rate for women was 36.65%; for Blacks was 11.52%; for Hispanics was 1.05%; for Asians/Pacific Islanders was 6.81%; and for American Indians/Alaskan Natives was 0%.
• CFTC's Senior Pay Level participation rate for women was 27.27%; for Blacks was 0%; for Hispanics was 0%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At CFTC, employees with targeted disabilities represented 0.2% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• CFTC completed 4 ADR efforts during the pre-complaint stage, none of which resulted in a settlement.
• There were 65 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 9 individuals filed 9 EEO complaints.
• CFTC completed 1 ADR effort during the complaint stage, and it resulted in a settlement.
• CFTC settled 2 complaints.
• CFTC reported paying no monetary benefits.
• CFTC issued 2 decisions on the merits. There were no findings of discrimination issued.
• CFTC took an average of 391 days to process a complaint from filing to closing. The average processing time for a merit decision was 607 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
COURT SERVICES & OFFENDER SUPERVISION AGENCY (CSOSA)

Permanent Workforce: 967

Total Reported Workforce: 1,006

• CSOSA's permanent workforce participation rate for women was 62.87%; for Blacks was 80.56%; for Hispanics was 3.52%; for Asians/Pacific Islanders was 1.45%; and for American Indians/Alaskan Natives was 0.1%.
• CSOSA's major occupation was reported as Social Science.
  • In the Social Science occupation, the participation rate for women was 60.11%; for Blacks was 81.2%; for Hispanics was 4.22%; for Asians/Pacific Islanders was 1.05%; and for American Indians/Alaskan Natives was 0%.
• CSOSA's GS-14 and GS-15 grade level participation rate for women was 48.78%; for Blacks was 57.32%; for Hispanics was 1.22%; for Asians/Pacific Islanders was 3.66%; and for American Indians/Alaskan Natives was 0%.
• CSOSA's Senior Pay Level participation rate for women was 36.36%; for Blacks was 63.64%; for Hispanics was 0%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At CSOSA, employees with targeted disabilities represented 0.21% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• CSOSA completed 4 ADR efforts during the pre-complaint stage, of which 2 resulted in a settlement.
• There were 25 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 5 individuals filed 5 EEO complaints.
• CSOSA completed 2 ADR efforts during the complaint stage, of which none resulted in a settlement.
• CSOSA settled 1 complaints.
• CSOSA reported paying no monetary benefits.
• CSOSA issued 6 decisions on the merits. There were no findings of discrimination issued.
• CSOSA took an average of 410 days to process a complaint from filing to closing. The average processing time for a merit decision was 503 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
DEFENSE COMMISSARY AGENCY (DCA)

Permanent Workforce: 12,038

Total Reported Workforce: 15,590

• DCA's permanent workforce participation rate for women was 59.32%; for Blacks was 26.35%; for Hispanics was 8.69%; for Asians/Pacific Islanders was 16.68%; and for American Indians/Alaskan Natives was 0.88%.
• DCA's major occupation was reported as Commissary Store Management.
  • In the Commissary Store Management occupation, the participation rate for women was 37.9%; for Blacks was 17.7%; for Hispanics was 7.9%; for Asians/Pacific Islanders was 8.8%; and for American Indians/Alaskan Natives was 1%.
• DCA's GS-14 and GS-15 grade level participation rate for women was 26.56%; for Blacks was 8.59%; for Hispanics was 2.34%; for Asians/Pacific Islanders was 0.78%; and for American Indians/Alaskan Natives was 3.13%.
• DCA's Senior Pay Level participation rate for women was 20%; for Blacks was 0%; for Hispanics was 0%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DCA, employees with targeted disabilities represented 1.3% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DCA completed 41 ADR efforts during the pre-complaint stage, of which 17 resulted in a settlement.
• There were 292 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 156 individuals filed 160 EEO complaints.
• DCA completed 84 ADR efforts during the complaint stage, of which 39 resulted in a settlement.
• DCA settled 69 complaints.
• DCA paid $936,633 in monetary benefits: $203,385 for front and/or back pay awards; $571,948 for lump sum payments; $132,500 for compensatory damages; and $28,800 for attorney's fees.
• DCA issued 52 decisions on the merits. There were 8 findings of discrimination issued.
• DCA took an average of 303 days to process a complaint from filing to closing. The average processing time for a merit decision was 453 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
DEFENSE CONTRACT AUDIT AGENCY (DCAA)

Permanent Workforce: 4,020

Total Reported Workforce: 4,079

• DCAA's permanent workforce participation rate for women was 47.21%; for Blacks was 10.72%; for Hispanics was 5.27%; for Asians/Pacific Islanders was 7.24%; and for American Indians/Alaskan Natives was 0.35%.
• DCAA's major occupation was reported as Auditing.
  • In the Auditing occupation, the participation rate for women was 41.57%; for Blacks was 9.36%; for Hispanics was 5.29%; for Asians/Pacific Islanders was 7.8%; and for American Indians/Alaskan Natives was 0.29%.
• DCAA's GS-14 and GS-15 grade level participation rate for women was 31.53%; for Blacks was 4.95%; for Hispanics was 3.15%; for Asians/Pacific Islanders was 3.6%; and for American Indians/Alaskan Natives was 0%.
• DCAA's Senior Pay Level participation rate for women was 20%; for Blacks was 6.67%; for Hispanics was 6.67%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DCAA, employees with targeted disabilities represented 1.34% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DCAA completed 3 ADR efforts during the pre-complaint stage, all of which resulted in a settlement.
• There were 37 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 21 individuals filed 23 EEO complaints.
• DCAA completed 5 ADR efforts during the complaint stage, of which 3 resulted in a settlement.
• DCAA settled 12 complaints.
• DCAA paid $11,735 in monetary benefits: $235 for front and/or back pay awards; $11,500 for lump sum payments; $0 for compensatory damages; and $0 for attorney's fees.
• DCAA issued 9 decisions on the merits. There were no findings of discrimination issued.
• DCAA took an average of 665 days to process a complaint from filing to closing. The average processing time for a merit decision was 675 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
DEFENSE CONTRACT MANAGEMENT AGENCY (DCMA)

Permanent Workforce: 10,683

Total Reported Workforce: 10,620

• DCMA permanent workforce participation rate for women was 38.55%; for Blacks was 12.79%; for Hispanics was 5.41%; for Asians/Pacific Islanders was 3.89%; and for American Indians/Alaskan Natives was 0.82%.
• DCMA top three major occupations were reported as General Business and Industry, Contracting, and Quality Assurance.
  • In the General Business and Industry occupation, the participation rate for women was 22.87%; for Blacks was 9%; for Hispanics was 4.21%; for Asians/Pacific Islanders was 3.83%; and for American Indians/Alaskan Natives was 1.06%.
  • In the Contracting occupation, the participation rate for women was 53.19%; for Blacks was 13.54%; for Hispanics was 5.24%; for Asians/Pacific Islanders was 3.62%; and for American Indians/Alaskan Natives was 0.57%.
  • In the Quality Assurance occupation, the participation rate for women was 14.36%; for Blacks was 10.29%; for Hispanics was 6.96%; for Asians/Pacific Islanders was 2.32%; and for American Indians/Alaskan Natives was 1.04%.
• DCMA GS-14 and GS-15 grade level participation rate for women was 30.78%; for Blacks was 8.45%; for Hispanics was 3.02%; for Asians/Pacific Islanders was 2.62%; and for American Indians/Alaskan Natives was 1.21%.
• DCMA Senior Pay Level participation rate for women was 22.22%; for Blacks was 11.11%; for Hispanics was 0%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DCMA, employees with targeted disabilities represented 1.39% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DCMA completed 17 ADR efforts during the pre-complaint stage, of which 5 resulted in a settlement.
• There were 85 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 41 individuals filed 41 EEO complaints.
• DCMA completed 13 ADR efforts during the complaint stage, of which 8 resulted in a settlement.
• DCMA settled 26 complaints.
• DCMA paid $178,819 in monetary benefits: $31,563 for front and/or back pay awards; $88,000 for lump sum payments; $0 for compensatory damages; and $59,256 for attorney's fees.
• DCMA issued 34 decisions on the merits. There were 2 findings of discrimination issued.
• DCMA took an average of 721 days to process a complaint from filing to closing. The average processing time for a merit decision was 1,101 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
DEFENSE EDUCATION ACTIVITY (DEdA)

Permanent Workforce: 10,750

Total Reported Workforce: 17,300

• DEdA's permanent workforce participation rate for women was 71.33%; for Blacks was 10.93%; for Hispanics was 7.19%; for Asians/Pacific Islanders was 2.31%; and for American Indians/Alaskan Natives was 0.3%.
• DEdA's top three major occupations were reported as General Education and Training, Education and Vocational Training, and Human Resource Management.
  • In the General Education and Training occupation, the participation rate for women was 70.87%; for Blacks was 6.82%; for Hispanics was 2.72%; for Asians/Pacific Islanders was 2.57%; and for American Indians/Alaskan Natives was 0.29%.
  • In the Education and Vocational Training occupation, the participation rate for women was 83.48%; for Blacks was 9.86%; for Hispanics was 14.72%; for Asians/Pacific Islanders was 0.69%; and for American Indians/Alaskan Natives was 0.32%.
  • In the Human Resource Management occupation, the participation rate for women was 81.74%; for Blacks was 33.04%; for Hispanics was 6.96%; for Asians/Pacific Islanders was 2.61%; and for American Indians/Alaskan Natives was 0%.
• DEdA's GS-14 and GS-15 grade level participation rate for women was 49.14%; for Blacks was 13.79%; for Hispanics was 2.59%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• DEdA's Senior Pay Level participation rate for women was 36.84%; for Blacks was 0%; for Hispanics was 0%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DEdA, employees with targeted disabilities represented 0.35% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DEdA completed 3 ADR efforts during the pre-complaint stage, none of which resulted in a settlement.
• There were 73 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 31 individuals filed 31 EEO complaints.
• DEdA completed 3 ADR efforts during the complaint stage, all of which resulted in a settlement.
• DEdA settled 22 complaints.
• DEdA paid $99,392 in monetary benefits: $2,302 for front and/or back pay awards; $71,782 for lump sum payments; $0 for compensatory damages; and $25,308 for attorney's fees.
• DEdA issued 29 decisions on the merits. There were 2 findings of discrimination issued.
• DEdA took an average of 286 days to process a complaint from filing to closing. The average processing time for a merit decision was 233 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
DEFENSE FINANCE AND ACCOUNTING SERVICE (DFAS)

Permanent Workforce: 13,624

Total Reported Workforce: 14,193

• DFAS' permanent workforce participation rate for women was 62.17%; for Blacks was 21.68%; for Hispanics was 4.73%; for Asians/Pacific Islanders was 4.32%; and for American Indians/Alaskan Natives was 0.79%.
• DFAS' top three major occupations were reported as Financial Administration and Program, Accounting, and Information Technology Management.
  • In the Financial Administration and Program occupation, the participation rate for women was 60.58%; for Blacks was 19.02%; for Hispanics was 4.04%; for Asians/Pacific Islanders was 2.79%; and for American Indians/Alaskan Natives was 0.84%.
  • In the Accounting occupation, the participation rate for women was 55.46%; for Blacks was 16.5%; for Hispanics was 4.68%; for Asians/Pacific Islanders was 5.58%; and for American Indians/Alaskan Natives was 0.78%.
  • In the Information Technology Management occupation, the participation rate for women was 41.7%; for Blacks was 9.56%; for Hispanics was 2.15%; for Asians/Pacific Islanders was 2.22%; and for American Indians/Alaskan Natives was 0.37%.
• DFAS' GS-14 and GS-15 grade level participation rate for women was 36.99%; for Blacks was 13.11%; for Hispanics was 2.74%; for Asians/Pacific Islanders was 2.35%; and for American Indians/Alaskan Natives was 0.2%.
• DFAS' Senior Pay Level participation rate for women was 33.33%; for Blacks was 8.33%; for Hispanics was 0%; for Asians/Pacific Islanders was 4.17%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DFAS, employees with targeted disabilities represented 2.08% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DFAS did not report any completed ADR efforts during the pre-complaint stage.
• There were 215 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 106 individuals filed 118 EEO complaints.
• DFAS completed 19 ADR efforts during the complaint stage, of which 10 resulted in a settlement.
• DFAS settled 35 complaints.
• DFAS paid $280,452 in monetary benefits: $31,884 for front and/or back pay awards; $93,667 for lump sum payments; $53,500 for compensatory damages; and $101,401 for attorney's fees.
• DFAS issued 62 decisions on the merits. There were 2 findings of discrimination issued.
• DFAS took an average of 526 days to process a complaint from filing to closing. The average processing time for a merit decision was 780 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
DEFENSE HUMAN RESOURCES ACTIVITY (DHRA)

Permanent Workforce: 731

Total Reported Workforce: 737

• DHRA's permanent workforce participation rate for women was 52.59%; for Blacks was 13.13%; for Hispanics was 5.88%; for Asians/Pacific Islanders was 5.2%; and for American Indians/Alaskan Natives was 0.41%.
• DHRA's top two major occupations were reported as Human Resource Management, and Information Technology Management.
  • In the Human Resource Management occupation, the participation rate for women was 63.46%; for Blacks was 16.67%; for Hispanics was 7.37%; for Asians/Pacific Islanders was 2.88%; and for American Indians/Alaskan Natives was 0.64%.
  • In the Information Technology Management occupation, the participation rate for women was 47.28%; for Blacks was 5.43%; for Hispanics was 7.07%; for Asians/Pacific Islanders was 11.96%; and for American Indians/Alaskan Natives was 0.54%.
• DHRA's GS-14 and GS-15 grade level participation rate for women was 45.86%; for Blacks was 5.1%; for Hispanics was 1.91%; for Asians/Pacific Islanders was 1.91%; and for American Indians/Alaskan Natives was 0%.
• DHRA's Senior Pay Level participation rate for women was 41.67%; for Blacks was 0%; for Hispanics was 0%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DHRA, employees with targeted disabilities represented 0.82% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DHRA did not report any completed ADR efforts during the pre-complaint stage.
• There were 2 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). No one filed any EEO complaints.
• DHRA completed 2 ADR efforts during the complaint stage, both of which resulted in a settlement.
• DHRA settled 2 complaints.
• DHRA reported paying no monetary benefits.
• DHRA issued 2 decisions on the merits. There were no findings of discrimination issued.
• DHRA took an average of 401 days to process a complaint from filing to closing. The average processing time for a merit decision was 475 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
DEFENSE INFORMATION SYSTEMS AGENCY (DISA)

Permanent Workforce: 5,519

Total Reported Workforce: 5,178

• DISA's permanent workforce participation rate for women was 46.57%; for Blacks was 17.47%; for Hispanics was 3.19%; for Asians/Pacific Islanders was 6.01%; and for American Indians/Alaskan Natives was 0.56%.
• DISA's top three major occupations were reported as Telecommunications, Computer Science, and Information Technology Management.
  • In the Telecommunications occupation, the participation rate for women was 26.1%; for Blacks was 19.58%; for Hispanics was 3%; for Asians/Pacific Islanders was 4.59%; and for American Indians/Alaskan Natives was 0.36%.
  • In the Computer Science occupation, the participation rate for women was 26%; for Blacks was 10%; for Hispanics was 1.5%; for Asians/Pacific Islanders was 31%; and for American Indians/Alaskan Natives was 0.5%.
  • In the Information Technology Management occupation, the participation rate for women was 45.19%; for Blacks was 17.03%; for Hispanics was 4.05%; for Asians/Pacific Islanders was 3.73%; and for American Indians/Alaskan Natives was 0.92%.
• DISA's GS-14 and GS-15 grade level participation rate for women was 27.94%; for Blacks was 10.48%; for Hispanics was 2.4%; for Asians/Pacific Islanders was 5.39%; and for American Indians/Alaskan Natives was 0.4%.
• DISA's Senior Pay Level participation rate for women was 20.69%; for Blacks was 6.9%; for Hispanics was 3.45%; for Asians/Pacific Islanders was 3.45%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DISA, employees with targeted disabilities represented 1.16% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DISA completed 1 ADR efforts during the pre-complaint stage, and it resulted in a settlement.
• There were 26 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 15 individuals filed 15 EEO complaints.
• DISA completed 3 ADR efforts during the complaint stage, of which 1 resulted in a settlement.
• DISA settled 2 complaints.
• DISA paid $424,432 in monetary benefits: $294,326 for front and/or back pay awards; $81,606 for lump sum payments; $35,000 for compensatory damages; and $13,500 for attorney's fees.
• DISA issued 8 decisions on the merits. There was one finding of discrimination issued.
• DISA took an average of 523 days to process a complaint from filing to closing. The average processing time for a merit decision was 798 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
OFFICE OF THE INSPECTOR GENERAL, DEPARTMENT OF DEFENSE (DOIG)

Permanent Workforce: 1,180

Total Reported Workforce: 1,215

• DOIG's permanent workforce participation rate for women was 42.54%; for Blacks was 19.5%; for Hispanics was 3.39%; for Asians/Pacific Islanders was 4.32%; and for American Indians/Alaskan Natives was 0.68%.
• DOIG's top two major occupations were reported as Auditing, and Criminal Investigating.
  • In the Auditing occupation, the participation rate for women was 43%; for Blacks was 18.29%; for Hispanics was 1.95%; for Asians/Pacific Islanders was 3.89%; and for American Indians/Alaskan Natives was 0.39%.
  • In the Criminal Investigating occupation, the participation rate for women was 20.9%; for Blacks was 7.72%; for Hispanics was 6.11%; for Asians/Pacific Islanders was 3.86%; and for American Indians/Alaskan Natives was 0.64%.
• DOIG's GS-14 and GS-15 grade level participation rate for women was 23.48%; for Blacks was 10%; for Hispanics was 3.48%; for Asians/Pacific Islanders was 3.04%; and for American Indians/Alaskan Natives was 0.87%.
• DOIG's Senior Pay Level participation rate for women was 20%; for Blacks was 0%; for Hispanics was 6.67%; for Asians/Pacific Islanders was 6.67%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DOIG, employees with targeted disabilities represented 1.19% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.,/li>
• DOIG completed 1 ADR effort during the pre-complaint stage, but it did not result in a settlement.
• There were 4 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 2 individuals filed 2 EEO complaints.
• DOIG completed 2 ADR efforts during the complaint stage, none of which resulted in a settlement.
• DOIG settled 2 complaints.
• DOIG paid $112,000 in monetary benefits: $0 for front and/or back pay awards; $4,000 for lump sum payments; $0 for compensatory damages; and $108,000 for attorney's fees.
• DOIG issued one decision on the merits. There were no findings of discrimination issued.
• DOIG took an average of 545 days to process a complaint from filing to closing. The average processing time for a merit decision was 799 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
DEFENSE LOGISTICS AGENCY (DLA)

Permanent Workforce: 20,763

Total Reported Workforce: 21,262

• DLA's permanent workforce participation rate for women was 42.55%; for Blacks was 22.31%; for Hispanics was 4.61%; for Asians/Pacific Islanders was 2.82%; and for American Indians/Alaskan Natives was 1.1%.
• DLA's top three major occupations were reported as Contracting, Miscellaneous Administration and Program, and Inventory Management.
  • In the Contracting occupation, the participation rate for women was 65.66%; for Blacks was 28.19%; for Hispanics was 3.55%; for Asians/Pacific Islanders was 1.37%; and for American Indians/Alaskan Natives was 0.38%.
  • In the Miscellaneous Administration and Program occupation, the participation rate for women was 44.67%; for Blacks was 17.55%; for Hispanics was 3.07%; for Asians/Pacific Islanders was 1.37%; and for American Indians/Alaskan Natives was 0.75%.
  • In the Inventory Management occupation, the participation rate for women was 62.75%; for Blacks was 37.36%; for Hispanics was 4.63%; for Asians/Pacific Islanders was 1.58%; and for American Indians/Alaskan Natives was 0.68%.
• DLA's GS-14 and GS-15 grade level participation rate for women was 34.68%; for Blacks was 8.83%; for Hispanics was 2.18%; for Asians/Pacific Islanders was 1.09%; and for American Indians/Alaskan Natives was 1.42%.
• DLA's Senior Pay Level participation rate for women was 30.43%; for Blacks was 13.04%; for Hispanics was 9%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DLA, employees with targeted disabilities represented 2.16% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DLA completed 58 ADR efforts during the pre-complaint stage, of which 40 resulted in a settlement.
• There were 518 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 160 individuals filed 167 EEO complaints.
• DLA completed 20 ADR efforts during the complaint stage, of which 11 resulted in a settlement.
• DLA settled 36 complaints.
• DLA paid $499,358 in monetary benefits: $196,948 for front and/or back pay awards; $280,910 for lump sum payments; $10,000 for compensatory damages; and $11,500 for attorney's fees.
• DLA issued 100 decisions on the merits. There were 2 findings of discrimination issued.
• DLA took an average of 555 days to process a complaint from filing to closing. The average processing time for a merit decision was 699 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
OFFICE OF THE SECRETARY OF DEFENSE (SECDEF)

Permanent Workforce: 3,871

Total Reported Workforce: 5,401

• SECDEF's permanent workforce participation rate for women was 42.68%; for Blacks was 22.89%; for Hispanics was 1.99%; for Asians/Pacific Islanders was 2.97%; and for American Indians/Alaskan Natives was 0.44%.
• SECDEF's top three major occupations were reported as Miscellaneous Administration and Program, Management and Program Analysis, and General Engineering.
  • In the Miscellaneous Administration and Program occupation, the participation rate for women was 49.19%; for Blacks was 21.26%; for Hispanics was 2.43%; for Asians/Pacific Islanders was 1.01%; and for American Indians/Alaskan Natives was 0.4%.
  • In the Management and Program Analysis occupation, the participation rate for women was 53.41%; for Blacks was 17.27%; for Hispanics was 1.82%; for Asians/Pacific Islanders was 3.64%; and for American Indians/Alaskan Natives was 0%.
  • In the General Engineering occupation, the participation rate for women was 17.22%; for Blacks was 7.69%; for Hispanics was 2.56%; for Asians/Pacific Islanders was 7.69%; and for American Indians/Alaskan Natives was 0.73%.
• SECDEF's GS-14 and GS-15 grade level participation rate for women was 32.37%; for Blacks was 7.75%; for Hispanics was 1.75%; for Asians/Pacific Islanders was 3.45%; and for American Indians/Alaskan Natives was 0.28%.
• SECDEF's Senior Pay Level participation rate for women was 31.37%; for Blacks was 12.33%; for Hispanics was 2.48%; for Asians/Pacific Islanders was 3.22%; and for American Indians/Alaskan Natives was 0.64%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At SECDEF, employees with targeted disabilities represented 0.67% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• SECDEF completed 7 ADR efforts during the pre-complaint stage, of which 3 resulted in a settlement.
• There were 34 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 22 individuals filed 22 EEO complaints.
• SECDEF completed 5 ADR efforts during the complaint stage, of which 3 resulted in a settlement.
• SECDEF settled 7 complaints.,/li>
• SECDEF paid $91,536 in monetary benefits: $28,310 for front and/or back pay awards; $8,000 for lump sum payments; $0 for compensatory damages; and $55,225 for attorney's fees.
• SECDEF issued 11 decisions on the merits. There was one finding of discrimination issued.
• SECDEF took an average of 790 days to process a complaint from filing to closing. The average processing time for a merit decision was 1,287 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
Defense Security Service (DSS)

Permanent Workforce: 2,377

Total Reported Workforce: 2,528

• DSS' permanent workforce participation rate for women was 48.93%; for Blacks was 15.44%; for Hispanics was 3.66%; for Asians/Pacific Islanders was 2.23%; and for American Indians/Alaskan Natives was 0.75%.
• DSS' top two major occupations were reported as Security Administration, and General Investigation.
  • In the Security Administration occupation, the participation rate for women was 57.19%; for Blacks was 19.82%; for Hispanics was 3.33%; for Asians/Pacific Islanders was 1.75%; and for American Indians/Alaskan Natives was 1.05%.
  • In the General Investigation occupation, the participation rate for women was 37.21%; for Blacks was 9.34%; for Hispanics was 4.59%; for Asians/Pacific Islanders was 2.38%; and for American Indians/Alaskan Natives was 0.9%.
• DSS' GS-14 and GS-15 grade level participation rate for women was 33.06%; for Blacks was 8.87%; for Hispanics was 0.81%; for Asians/Pacific Islanders was 0.81%; and for American Indians/Alaskan Natives was 0%.
• DSS' Senior Pay Level participation rate for women was 66.67%; for Blacks was 0%; for Hispanics was 0%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DSS, employees with targeted disabilities represented 0.88% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DSS did not report any completed ADR efforts during the pre-complaint stage.
• There were 20 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 9 individuals filed 9 EEO complaints.
• DSS did not report any completed ADR efforts during the formal complaint stage.
• DSS settled 5 complaints.
• DSS paid $23,200 in monetary benefits: $0 for front and/or back pay awards; $23,200 for lump sum payments; $0 for compensatory damages; and $0 for attorney's fees.
• DSS issued 4 decisions on the merits. There were no findings of discrimination issued.
• DSS took an average of 492 days to process a complaint from filing to closing. The average processing time for a merit decision was 578 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
DEFENSE THREAT REDUCTION AGENCY (DTRA)

Permanent Workforce: 893

Total Reported Workforce: 930

• DTRA's permanent workforce participation rate for women was 45.13%; for Blacks was 16.69%; for Hispanics was 9.29%; for Asians/Pacific Islanders was 3.02%; and for American Indians/Alaskan Natives was 0.22%.
• DTRA's major occupation was reported as Miscellaneous Administration and Program.
  • In the Miscellaneous Administration and Program occupation, the participation rate for women was 33.83%; for Blacks was 13.53%; for Hispanics was 3.01%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 1.5%.
• DTRA's GS-14 and GS-15 grade level participation rate for women was 25.33%; for Blacks was 8.44%; for Hispanics was 3.11%; for Asians/Pacific Islanders was 4%; and for American Indians/Alaskan Natives was 0%.
• DTRA's Senior Pay Level participation rate for women was 8.33%; for Blacks was 0%; for Hispanics was 0%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DTRA, employees with targeted disabilities represented 0.56% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DTRA completed 3 ADR efforts during the pre-complaint stage, of which 1 resulted in a settlement.
• There were 7 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 4 individuals filed 4 EEO complaints.
• DTRA did not report any completed ADR efforts during the formal complaint stage.
• DTRA settled 1 complaint.
• DTRA reported paying no monetary benefits.
• DTRA reported issuing no decisions on the merits.
• DTRA took an average of 54 days to process a complaint from filing to closing.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
U.S. DEPARTMENT OF EDUCATION (ED)

Permanent Workforce: 4,225

Total Reported Workforce: 4,702

• ED's permanent workforce participation rate for women was 62.49%; for Blacks was 38.06%; for Hispanics was 4.31%; for Asians/Pacific Islanders was 3.43%; and for American Indians/Alaskan Natives was 0.71%.
• ED's top three major occupations were reported as Education Programs, Equal Opportunity Compliance, and Management Program Analyst.
  • In the Education Programs occupation, the participation rate for women was 66.49%; for Blacks was 32.7%; for Hispanics was 5.68%; for Asians/Pacific Islanders was 1.35%; and for American Indians/Alaskan Natives was 2.97%.
  • In the Equal Opportunity Compliance occupation, the participation rate for women was 59.33%; for Blacks was 40.67%; for Hispanics was 8.87%; for Asians/Pacific Islanders was 3.06%; and for American Indians/Alaskan Natives was 0.61%.
  • In the Management Program Analyst occupation, the participation rate for women was 69.45%; for Blacks was 40.7%; for Hispanics was 2.69%; for Asians/Pacific Islanders was 1.79%; and for American Indians/Alaskan Natives was 0.3%.
• ED's GS-14 and GS-15 grade level participation rate for women was 49.46%; for Blacks was 21.75%; for Hispanics was 3.06%; for Asians/Pacific Islanders was 2.68%; and for American Indians/Alaskan Natives was 0.69%.
• ED's Senior Pay Level participation rate for women was 36.7%; for Blacks was 12.84%; for Hispanics was 2.75%; for Asians/Pacific Islanders was 2.75%; and for American Indians/Alaskan Natives was 0.92%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At ED, employees with targeted disabilities represented 1.66% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• ED did not report any completed ADR efforts during the pre-complaint stage.
• There were 45 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 27 individuals filed 27 EEO complaints.
• ED did not report any completed ADR efforts during the formal complaint stage.
• ED settled 7 complaints.
• ED paid $253,992 in monetary benefits: $0 for front and/or back pay awards; $160,884 for lump sum payments; $0 for compensatory damages; and $93,108 for attorney's fees.
• ED issued 18 decisions on the merits. There were no findings of discrimination issued.
• ED took an average of 706 days to process a complaint from filing to closing. The average processing time for a merit decision was 1,113 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
U.S. DEPARTMENT OF ENERGY (DOE)

Permanent Workforce: 15,196

Total Reported Workforce: 15,722

• DOE's permanent workforce participation rate for women was 37.81%; for Blacks was 10.99%; for Hispanics was 5.74%; for Asians/Pacific Islanders was 4.45%; and for American Indians/Alaskan Natives was 1.5%.
• DOE's top three major occupations were reported as General Engineering, Miscellaneous Administrative and Program, and Management/Program Analyst.
  • In the General Engineering occupation, the participation rate for women was 13.22%; for Blacks was 3.86%; for Hispanics was 8.02%; for Asians/Pacific Islanders was 8.87%; and for American Indians/Alaskan Natives was 1.47%.
  • In the Miscellaneous Administrative and Program occupation, the participation rate for women was 60.13%; for Blacks was 23.89%; for Hispanics was 5.13%; for Asians/Pacific Islanders was 2.78%; and for American Indians/Alaskan Natives was 1.01%.
  • In the Management/Program Analyst occupation, the participation rate for women was 65.79%; for Blacks was 18.85%; for Hispanics was 6.74%; for Asians/Pacific Islanders was 1.75%; and for American Indians/Alaskan Natives was 0.5%.
• DOE's GS-14 and GS-15 grade level participation rate for women was 27.22%; for Blacks was 7.05%; for Hispanics was 3.97%; for Asians/Pacific Islanders was 5.59%; and for American Indians/Alaskan Natives was 0.89%.
• DOE's Senior Pay Level participation rate for women was 19.92%; for Blacks was 4.43%; for Hispanics was 3.42%; for Asians/Pacific Islanders was 3.22%; and for American Indians/Alaskan Natives was 0.8%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At DOE, employees with targeted disabilities represented 0.8% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• DOE completed 27 ADR efforts during the pre-complaint stage, of which 6 resulted in a settlement.
• There were 207 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 61 individuals filed 70 EEO complaints.
• DOE completed 15 ADR efforts during the complaint stage, of which 8 resulted in a settlement.
• DOE settled 38 complaints.
• DOE paid $556,111 in monetary benefits: $257,611 for front and/or back pay awards; $155,500 for lump sum payments; $21,000 for compensatory damages; and $122,000 for attorney's fees.
• DOE issued 44 decisions on the merits. There was one finding of discrimination issued.
• DOE took an average of 650 days to process a complaint from filing to closing. The average processing time for a merit decision was 837 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
ENVIRONMENTAL PROTECTION AGENCY (EPA)

Permanent Workforce: 17,642

Total Reported Workforce: 19,082

• EPA's permanent workforce participation rate for women was 50.77%; for Blacks was 18.98%; for Hispanics was 4.89%; for Asians/Pacific Islanders was 5.47%; and for American Indians/Alaskan Natives was 0.84%.
• EPA's top three major occupations were reported as Environmental Protection Specialist, Environmental Engineering, and General Physical Science.
  • In the Environmental Protection Specialist occupation, the participation rate for women was 59.28%; for Blacks was 16.7%; for Hispanics was 4.02%; for Asians/Pacific Islanders was 4.09%; and for American Indians/Alaskan Natives was 1.66%.
  • In the Environmental Engineering occupation, the participation rate for women was 29.35%; for Blacks was 7.9%; for Hispanics was 7.03%; for Asians/Pacific Islanders was 11.24%; and for American Indians/Alaskan Natives was 0.41%.
  • In the General Physical Science occupation, the participation rate for women was 36.59%; for Blacks was 7.11%; for Hispanics was 4.73%; for Asians/Pacific Islanders was 4.68%; and for American Indians/Alaskan Natives was 0%.
• EPA's GS-14 and GS-15 grade level participation rate for women was 39.68%; for Blacks was 10.29%; for Hispanics was 3.72%; for Asians/Pacific Islanders was 4.09%; and for American Indians/Alaskan Natives was 0.52%.
• EPA's Senior Pay Level participation rate for women was 34.87%; for Blacks was 8.22%; for Hispanics was 3.29%; for Asians/Pacific Islanders was 2.96%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At EPA, employees with targeted disabilities represented 1.04% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• EPA completed 19 ADR efforts during the pre-complaint stage, of which 8 resulted in a settlement.
• There were 125 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 66 individuals filed 74 EEO complaints.
• EPA completed 9 ADR efforts during the complaint stage, of which 2 resulted in a settlement.
• EPA settled 17 complaints.
• EPA paid $236,907 in monetary benefits: $247 for front and/or back pay awards; $149,667 for lump sum payments; $0 for compensatory damages; and $86,993 for attorney's fees.
• EPA issued 45 decisions on the merits. There were no findings of discrimination issued.
• EPA took an average of 681 days to process a complaint from filing to closing. The average processing time for a merit decision was 918 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)

Permanent Workforce: 2,555

Total Reported Workforce: 2,608

• EEOC's permanent workforce participation rate for women was 66.46%; for Blacks was 44.77%; for Hispanics was 12.91%; for Asians/Pacific Islanders was 3.29%; and for American Indians/Alaskan Natives was 0.43%.
• EEOC's top two major occupations were reported as General Attorney, General Investigating.
  • In the General Attorney occupation, the participation rate for women was 59.71%; for Blacks was 23.96%; for Hispanics was 8.89%; for Asians/Pacific Islanders was 4.54%; and for American Indians/Alaskan Natives was 0%.
  • In the General Investigating occupation, the participation rate for women was 61.67%; for Blacks was 44.03%; for Hispanics was 17.74%; for Asians/Pacific Islanders was 2.96%; and for American Indians/Alaskan Natives was 0.42%.
• EEOC's GS-14 and GS-15 grade level participation rate for women was 55.19%; for Blacks was 28.77%; for Hispanics was 9.59%; for Asians/Pacific Islanders was 3.46%; and for American Indians/Alaskan Natives was 0%.
• EEOC's Senior Pay Level participation rate for women was 45.95%; for Blacks was 35.14%; for Hispanics was 16.22%; for Asians/Pacific Islanders was 2.7%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At EEOC, employees with targeted disabilities represented 2.19% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• EEOC completed 10 ADR efforts during the pre-complaint stage, of which 4 resulted in a settlement.
• There were 72 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 38 individuals filed 39 EEO complaints.
• EEOC completed 10 ADR efforts during the complaint stage, of which 4 resulted in a settlement.
• EEOC settled 11 complaints.
• EEOC paid $20,827 in monetary benefits: $0 for front and/or back pay awards; $11,727 for lump sum payments; $0 for compensatory damages; and $9,100 for attorney's fees.
• EEOC issued 22 decisions on the merits. There were no findings of discrimination issued.
• EEOC took an average of 510 days to process a complaint from filing to closing. The average processing time for a merit decision was 676 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
FEDERAL COMMUNICATIONS COMMISSION (FCC)

Permanent Workforce: 2,012

Total Reported Workforce: 2,049

• FCC's permanent workforce participation rate for women was 52.19%; for Blacks was 31.71%; for Hispanics was 3.03%; for Asians/Pacific Islanders was 4.68%; and for American Indians/Alaskan Natives was 0.25%.
• FCC's top three major occupations were reported as Electronics Engineering, Miscellaneous Administration and Program, and General Attorney.
  • In the Electronics Engineering occupation, the participation rate for women was 9.03%; for Blacks was 8.71%; for Hispanics was 3.55%; for Asians/Pacific Islanders was 12.58%; and for American Indians/Alaskan Natives was 0.65%.
  • In the Miscellaneous Administration and Program occupation, the participation rate for women was 71.59%; for Blacks was 45.4%; for Hispanics was 2.23%; for Asians/Pacific Islanders was 3.06%; and for American Indians/Alaskan Natives was 0.28%.
  • In the General Attorney occupation, the participation rate for women was 47.83%; for Blacks was 13.99%; for Hispanics was 2.46%; for Asians/Pacific Islanders was 4.35%; and for American Indians/Alaskan Natives was 0.19%.
• FCC's GS-14 and GS-15 grade level participation rate for women was 38.03%; for Blacks was 13.22%; for Hispanics was 2.49%; for Asians/Pacific Islanders was 6.32%; and for American Indians/Alaskan Natives was 0.38%.
• FCC's Senior Pay Level participation rate for women was 26.79%; for Blacks was 7.14%; for Hispanics was 1.79%; for Asians/Pacific Islanders was 0%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At FCC, employees with targeted disabilities represented 1.14% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• FCC completed 2 ADR efforts during the pre-complaint stage, none of which resulted in a settlement.
• There were 91 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 3 individuals filed 3 EEO complaints.
• FCC did not report any completed ADR efforts during the formal complaint stage.
• FCC reported settling no complaints.
• FCC reported paying no monetary benefits.
• FCC issued 10 decisions on the merits. There were no findings of discrimination issued.
• FCC took an average of 82 days to process a complaint from filing to closing. The average processing time for a merit decision was 82 days.

NOTE: NA = Not Applicable

PROFILE OF SELECTED INDICATORS
FEDERAL DEPOSIT INSURANCE CORPORATION (FDIC)

Permanent Workforce: 5,338

Total Reported Workforce: 5,496

• FDIC's permanent workforce participation rate for women was 44.12%; for Blacks was 17.35%; for Hispanics was 3.86%; for Asians/Pacific Islanders was 3.39%; and for American Indians/Alaskan Natives was 0.58%.
• FDIC's top three major occupations were reported as Financial Institution Examining, General Attorney, and Financial Analysis.
  • In the Financial Institution Examining occupation, the participation rate for women was 31.76%; for Blacks was 7.85%; for Hispanics was 3.91%; for Asians/Pacific Islanders was 2.49%; and for American Indians/Alaskan Natives was 0.52%.
  • In the General Attorney occupation, the participation rate for women was 33.33%; for Blacks was 5.99%; for Hispanics was 3.37%; for Asians/Pacific Islanders was 1.5%; and for American Indians/Alaskan Natives was 0.75%.
  • In the Financial Analysis occupation, the participation rate for women was 34.45%; for Blacks was 13.45%; for Hispanics was 0.84%; for Asians/Pacific Islanders was 6.72%; and for American Indians/Alaskan Natives was 0%.
• FDIC's GS-14 and GS-15 grade level participation rate for women was 31.25%; for Blacks was 8.17%; for Hispanics was 3.3%; for Asians/Pacific Islanders was 3.36%; and for American Indians/Alaskan Natives was 0.4%.
• FDIC's Senior Pay Level participation rate for women was 26.04%; for Blacks was 6.25%; for Hispanics was 3.13%; for Asians/Pacific Islanders was 1.04%; and for American Indians/Alaskan Natives was 0%.
• Government-wide, employees with targeted disabilities represented 1.05% of the total workforce in FY 2003. At FDIC, employees with targeted disabilities represented 0.77% of the total workforce. In FY 2003, of agencies with a permanent workforce of 500 or more employees, the Social Security Administration, at 2.27%, had the highest percentage of employees with targeted disabilities.
• FDIC completed 14 ADR efforts during the pre-complaint stage, of which 2 resulted in a settlement.
• There were 52 instances of pre-complaint counseling (performed by EEO counselors and/or ADR intake officers). 30 individuals filed 32 EEO complaints.
• FDIC completed 9 ADR efforts during the complaint stage, of which 1 resulted in a settlement.
• FDIC settled 12 complaints.
• FDIC paid $520,856 in monetary benefits: $32,536 for front and/or back pay awards; $130,407 for lump sum payments; $221,913 for compensatory damages; and $136,000 for attorney's fees.
• FDIC issued 51 decisions on the merits. There were no findings of discrimination issued.
• FDIC took an average of 1,125 days to process a complaint from filing to closing. The average processing time for a merit decision was 1,196 days.