Department of Veterans Affairs
Management Directive 715 FY 2013 EEO Report/FY 2014 EEO Plan
Office of Diversity and Inclusion Office of Human Resources and Administration
Department of Veterans Affairs
Management Directive 715
FY 2013 EEO Report/FY 2014 EEO Plan
Table of Contents
Page
Department of Veterans Affairs Organizational Chart i
FY 2013 EEO Report and FY 2014 EEO Plan
EEOC FORM 715-01 PART A-D 1
EEOC FORM 715-01 PART E 5
EEOC FORM 715-01 PART F 23
EEOC FORM 715-01 PART G 25
EEOC FORM 715-01 PART H 39
EEOC FORM 715-01 PART I 47
EEOC FORM 715-01 PART J 63
WORKFORCE DATA TABLES 67
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EEOC FORM 715-01 PART A – D
1
EEOC FORM715-01 PART A - D
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
For period covering October 1, 2012, to September 30, 2013.
PART A
Departmentor AgencyIdentifyingInformation
1. Agency 1. Department of Veterans Affairs
1.a. 2nd level reporting component
1.b. 3rd level reporting component
1.c. 4th level reporting component
2. Address 2. 810 Vermont Ave., N.W.
3. City, State, Zip Code 3. Washington, DC 20420
4. CPDF Code
5. FIPS code(s) 4. VA 5. 11 DC
PART B
TotalEmployment
1. Enter total number of permanent full-time and part-time employees 312,325
2. Enter total number of temporary employees 20,271
3. Enter total number employees paid from non-appropriated funds 3,523
4. TOTAL EMPLOYMENT [add lines B 1 through 3] 336,119
PART C
AgencyOfficial(s)
ResponsibleFor Oversight
of EEOProgram(s)
1. Head of Agency Official Title
1. Eric K. Shinseki, Secretary of Veterans Affairs
2. Agency Head Designee 2.
3. Principal EEO Director/OfficialOfficial Title/series/grade
3. Gina S. Farrisee, Assistant Secretary for Human Resources and Administration
4. Title VII Affirmative EEO Program Official
4. Georgia Coffey, Deputy Assistant Secretary for Diversity and Inclusion
5. Section 501 Affirmative ActionProgram Official
5. Georgia Coffey, Deputy Assistant Secretary for Diversity and Inclusion
6. Complaint Processing ProgramManager
6. Catherine Mitrano, Deputy Assistant Secretary for Resolution Management
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7. Other Responsible EEO Staff 7. Maxanne Witkin, Director, Office of Employment Discrimination Complaint Adjudication
8. Paula Molloy, Acting Deputy Assistant Secretary of Human Resources Management
EEOC FORM715-01 PART A - D
U.S. Equal Employment Opportunity Commission
FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT
PART D
List of Subordinate Components Covered in This Report
Subordinate Component and Location (City/State)
CPDF and FIPS codes
Veterans Health Administration(Washington, DC)
VATA 11 DC
Veterans Benefits Administration(Washington, DC)
VALA 11 DC
National Cemetery Administration(Washington, DC)
VAPA 11 DC
Staff Offices(Washington, DC)
-- --
EEOC FORM 715-01 PART A – D
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EEOC FORMS and Documents Included With This Report
*Executive Summary [FORM 715-01 PART E], that includes: √ *Optional Annual Self-Assessment Checklist Against Essential Elements [FORM 715-01PART G]
√
Brief paragraph describing the agency's mission and mission-related functions
√ *EEO Plan To Attain the Essential Elements of a Model EEO Program [FORM 715-01PART H] for each programmatic essential element requiring improvement
√
Summary of results of agency's annual self-assessment against MD-715 "Essential Elements"
√ *EEO Plan To Eliminate Identified Barrier [FORM 715-01 PART I] for each identified barrier
√
Summary of Analysis of Work Force Profiles including net change analysis and comparison to the Relevant Civilian Labor Force
√ *Special Program Plan for the Recruitment, Hiring, and Advancement of Individuals With Targeted Disabilities for agencies with 1,000 or more employees [FORM 715-01 PART J]
√
Summary of EEO Plan objectives planned to eliminate identified barriers or correct program deficiencies
√ *Copy of Workforce Data Tables as necessary to support Executive Summary and/or EEO Plans
√Attached
Summary of EEO Plan action items implemented or accomplished
√ *Copy of data from 462 Report as necessary to support action items related to Complaint Processing Program deficiencies, ADR effectiveness, or other compliance issues.
N/A
*Statement of Establishment of Continuing Equal Employment Opportunity Programs[FORM 715-01 PART F]
√ *Copy of Facility Accessibility Survey results as necessary to support EEO Action Plan for building renovation projects
N/A
*Copies of relevant EEO Policy Statement(s) and/or excerpts from revisions made to EEO Policy Statements. Referenced athttp://www.diversity.va.gov/policy/files/EEO_Policy_Statement.pdf
√ *Organizational Chart √
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EEOC FORM 715-01 PART E
5
EEOC FORM 715-01
PART E
U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
Department of Veterans Affairs
EXECUTIVE SUMMARY
Executive Summary
Introduction The Department of Veterans Affairs (VA) is proud to present VAʼs Management Directive (MD) 715 Equal Employment Opportunity (EEO) Program Status Report for fiscal year (FY) 2013 and EEO Plan for FY 2014. This report addresses all the required elements of the Equal Employment Opportunity Commissionʼs (EEOC) MD-715 for building and sustaining a Model EEO Program. VA is comprised of a Central Office (VACO), which is located in Washington, DC, and field facilities throughout the Nation, as well as the U.S. territories and the Philippines. Programs are administered by three major line organizations: Veterans Health Administration (VHA), Veterans Benefits Administration (VBA), and the National Cemetery Administration (NCA). VA is the second largest Federal Department, with a workforce of over 336,000 employees. VA provides health care, benefits, and memorial services for approximately 21.9 million Veterans.1 VA provides these services through three major organizational subcomponents: the VHA, with 151 medical centers, 990 outpatient clinics (including hospital-based, independent, mobile, and community-based outpatient clinics), 135 community living centers, 103 domiciliary rehabilitation treatment programs, and 300 readjustment counseling centers; VBA, with 56 regional offices; and the NCA, with 131 cemeteries. In addition to the national cemeteries, NCA supports VAʼs Cemetery Grant Program which is designed to complement NCAʼs national cemeteries across the country. VACO is the national headquarters office comprising numerous Staff Offices reporting to the Secretary. Unlike most Federal agencies, VA maintains a tri-partite structure for the administration of its Department-wide EEO and diversity management functions. The respective functions and responsibilities are distributed among three independent offices as described below:
• The Office of Diversity and Inclusion (ODI) develops Department-wide EEO and diversity policies; performs workforce analyses and reporting; develops outreach and retention programs, and provides training and communication on EEO and diversity topics.
• The Office of Resolution Management (ORM) administers the Departmentʼs EEO complaint processing system (counseling, procedural, decision, investigation, and compliance) and oversees the Workplace, Alternative Dispute Resolution (ADR) Program.
• The Office of Employment Discrimination Complaint Adjudication (OEDCA) issues final agency decisions (FAD) based upon an investigative record or final orders following a decision by an EEOC administrative judge.
1 Data Source: National Center for Veterans Analysis and Statistics Web site, http://www1.va.gov/vetdata/Veteran_Population.asp; date pulled October 2, 2013.
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Executive Summary
2010 CENSUS Data
The basis for the trigger analysis for this report is the new 2010 CENSUS data (U.S. citizens only),released November 29, 2012. There are significant differences of the relevant civilian labor force (RCLF2) data between the 2000 and 2010 CENSUS data. The civilian labor force (CLF3) representation for Hispanics decreased from 10.70 percent to 9.96 percent and the CLF representation for Asians increased from 3.60 percent to 3.90 percent. The CLF for both the 2000 Census and 2010 Census data excludes Puerto Rico and U.S. territories. In addition, the accounting for employees who self-identified as two or more races was changed to comply with the Office of Personnel Management (OPM) guidelines. OPM uses OMB guidelines when counting those who self-identified as White and another group (Hispanics excluded); these groups are counted in the latter group rather than in the two or more races group. Previous reports grouped employees who self-identified as White and another group (Hispanics excluded) as two or more races. Summary of Self-Assessment against the EEO Model Essential Elements
In FY 2013, VA continued to make progress toward implementing a Model EEO Program in accordance with EEOCʼs six essential elements identified in Part G, which contains a list of yes/no type questions, grouped under each of the elements. A “no” response indicates a deficiency in that aspect of the EEO program. ODI monitors VAʼs status on these elements though a sophisticated web-based system that enables VA components to enter and track their self-assessment on MD-715Parts G and H at all organizational levels. Deficiencies identified at the national level focused mainly on structural challenges such as inconsistent coordination between EEO and human resources (HR) staff, and lack of centralized tracking and enforcement in some areas. These issues have been addressed in Part H. Table 1 displays the percent of the “Compliance Indicators” assessed as met in Part G of the report and is grouped by each Model EEO program essential element. Overall, 94percent of all appropriate “Compliance Indicators” in Part G were assessed as being met, a marginalimprovement from FY 2012. The paragraphs following Table 1 depict some of VAʼs major accomplishments and challenges under each of the six essential elements.
2 RCLF reflects U.S. citizens 16 years of age or over, excluding those in the Armed Forces employed in or unemployed and actively seeking work in VA specific occupations (used as a comparative baseline for demographic analysis). When the organization has a presence in Puerto Rico, the population of Puerto Rico is included. 3 The CLF is defined as people in America 16 years of age and over, excluding those in the Armed Forces, who are employed or are unemployed and seeking work. The CLF does not include Puerto Rico or other U.S. territories.
EEOC FORM 715-01 PART E
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DEPARTMENT OF VETERANS AFFAIRS
Executive Summary
Table 1. Percent of Compliance Indicators met by EEOC Essential Element
EEO Essential Element FY 2012 FY 2013Demonstrated Commitment by Agency Leadership 100% 100%Integration of EEO into the Agency's Strategic Mission 100% 100%Management and Program Accountability 50% 60%Proactive Prevention of Unlawful Discrimination 90% 100%Efficiency 93.3% 90.6%Responsiveness and Legal Compliance 100% 100%
DEMONSTRATED COMMITMENT BY AGENCY LEADERSHIP: The Secretary of VA, Eric Shinseki, demonstrated his strong commitment to EEO and diversity in the workforce though several initiatives. In FY 2010, Secretary Shinseki launched a major Department-wide initiative aimed at transforming the VA into a 21st century organization that will be built around three guiding principles: “people centric, results oriented, and forward looking.” A key component of this initiative is the Human Capital Investment Plan (HCIP), an unprecedented investment in human capital that supports talent management, employee engagement, and leadership development. In FY 2013, the Secretary reaffirmed his commitment to diversity and inclusion by including a mandatory EEO, Diversity and Inclusion Critical Performance Element in performance standards for all senior executives. Secretary Shinseki issued a new EEO, Diversity, and Notification and Federal Employee Antidiscrimination and Retaliation Act (No FEAR) Policy Statement, on May 31, 2013, mandating that all managers and supervisors receive EEO, Diversity, and Conflict Management Training on a biennial basis. The policy statement included additional employee protections in the area of gender identity, WorkplaceViolence and Bullying, Prohibited Personnel Practices and Uniformed Services Employment and Reemployment Rights Act of 1994. The Secretary also reaffirmed his 3 percent hiring goal for Individuals with Targeted Disabilities (IWTD) in FY 2013. For FY 2013, hires of IWTDs were 2.83 percent of total hires. The representation of IWTDs was 1.99 percent, shy of the Secretaryʼs 2 percent goal for individuals with targeted disabilities. The Assistant Secretary for Human Resources and Administration (ASHRA) and the Deputy Assistant Secretary (DAS) for Diversity and Inclusion continue to co-chair the VA Diversity Council, comprising senior executives, employee unions, and affinity group representatives, and expanded the membership of VAʼs Diversity Council to include employee unions and affinity group representatives. Additionally, the Council supported the Secretaryʼs Annual Diversity and Inclusion Excellence Awards Program.
The Under Secretary for Health (USH) and all other VHA leaders embraced and promoted EEO and diversity in the VHA workforce through fostering an environment of open, responsive, and proactive communication. USH also demonstrated his commitment and leadership by issuing a VHA EEO policy statement aligned with the Secretaryʼs policy statement; holding Senior Executives accountable for their efforts related to EEO and diversity through their performance measures; and by implementing other policies to strengthen the message of the importance of EEO, diversity and inclusion. EEO and Diversity and Inclusion policies were distributed to VHA employees.
In FY 2013, the several VBA policies were reviewed, updated and disseminated to all employees: the Equal Employment Opportunity Policy Statement (VBA Letter 20-13-10) to include Transgender and
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Executive Summary
Gender Identity within the protected class of Sex in the Civil Rights Act of 1964 as amended; the Prevention of Sexual Harassment (VBA Letter 20-13-11); VBAʼs Prevention and Elimination of Harassment (VBA Letter 20-13-12); and VBAʼs Alternative Dispute Resolution Policy (VBA Letter 20-13-13).
The Under Secretary of Benefits attended and participated in VAʼs Lesbian, Gay, Bi-sexual Transgender (LGBT) Program. The St. Petersburg Regional Office (RO) held its third Diversity and Inclusion Day where six EEO Special Emphasis Program Committees set-up booths displaying multicultural art, craft, educational materials, and provided samples of various food. VBA leadership continued to approve funding for the Annual Summer Internship Program to cultivate and develop the next generation of leaders in the workplace. In FY 2013, VBA sponsored a total of 11 interns.
The Under Secretary for Memorial Affairs (USMA) and other senior officials continue to support the ongoing efforts of promoting diversity and inclusion throughout the workforce. For FY 2013, NCA participated in over 100 outreach events where USMA and senior leaders participated in several of these events providing information on the services NCA provides as well as information on career opportunities. USMA also reaffirmed his commitment to all mandatory EEO policies and procedures by disseminating the Secretary of Veterans Affairs 2013, EEO, Diversity & Inclusion, and the No FEAR Policy throughout the workforce. USMA also supported the implementation of NCA's Executive Diversity Committee and Special Emphasis Advisory Committee that is currently working on developing a cultural competency program, strategies for increasing targeted recruitment activities and identifying and addressing barriers that have a disparate impact on identified groups.
INTEGRATION OF EEO INTO THE AGENCYʼS STRATEGIC MISSION: In FY 2011, President Barack Obama issued Executive Order (EO) 13583, “Establishing a Coordinated Governmentwide Initiative to Promote Diversity and Inclusion in the Federal Workforce.” The EO directed individual agencies to develop their own diversity and inclusion plans consistent with the Governmentwide plan, the agencyʼs overall strategic plan, human capital plan, and applicable laws and Merit System Principles. During FY 2013, ODI continued to lead the development of a model VA Diversity and Inclusion Strategic Plan for FY 2012 – 2016 that served as a Governmentwide model. Progress on the strategic objectives was reported to the Secretary, senior leadership, and disseminated publicly in the VAʼs fourth Diversity and Inclusion Annual Performance Report for FY 2012. Additionally, the ASHRA, as the designated EEO Director, meets regularly with the Secretary and Deputy Secretary onEEO and diversity issues. Additionally, the DAS for Diversity and Inclusion participates in the Monthly Performance Review process, ASHRAʼs senior staff meetings, Integrated Human Resources Management Board, quarterly HR statistics reviews, and leadership development oversight boards for to ensure integration of EEO and diversity policies in Departmental operations. In FY 2013, The DAS for Diversity and Inclusion revised VA Directive 5975, Diversity and Inclusion, to update policies, program requirements, and responsibilities for VAʼs diversity and inclusion programs, including building a Model EEO program that integrates Affirmative Employment, Special Emphasis, Reasonable Accommodation, and Diversity and Inclusion programs. EEO and diversity policies and initiatives were widely communicated through ODIʼs expansive nationwide communication vehicles, including the monthly Diversity News video broadcast, weekly NewsLink summaries, bi-monthly Diversity@Work newsletters, technical assistance publications, and the redesigned ODI Internet webpages.
EEOC FORM 715-01 PART E
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DEPARTMENT OF VETERANS AFFAIRS
Executive Summary
VHA incorporated EEO principles into its Workforce and Succession Strategic Plan, Operational Plan, and VA Diversity and Inclusion Plan. VHAʼs Office of Diversity and Inclusion supported and implemented various components of the VA Diversity and Inclusion Plan. VHAʼs ODI participated in the VA for Vets Hiring Fairs, facilitated Unconscious Bias Training and attended VA ODI Stakeholders meetings.
VBAʼs Office of Diversity Management and EEO (DM & EEO) partnered with VAʼs ODI to provide training. In FY 2013, three VBA ROʼs received face-to-face EEO, Diversity and Inclusion Training. There were a total of 560 VBA participants including employees, supervisors and managers who completed the training. From FY 2011 to FY 2013, 26 ROs have completed this training. Additionally, DM &EEO conducted a 1 day EEO training class for VBA leadership programs at the VBA Training Academy located in Baltimore.
In FY 2013, VBA far exceeded the Secretaryʼs 2 percent onboard goal and 3 percent hiring goal for IWTD. In addition, VBA exceeded the Secretaryʼs 40 percent onboard goal for Veterans. Approximately 47 percent of VBAʼs workforce was a Veteran.
The NCA EEO Office remains under the office of the USMA and the EEO Director reports directly to the head of the Agency. The NCA EEO Office continues to provide guidance and technical assistance to all levels of the organization. The EEO Manager meets with the USMA weekly on diversity initiatives and other EEO related topics. The EEO Office continues to participate in the Agencyʼs monthly strategic plan update providing information on EEO. Additionally, 100 percent of NCA senior officials, managers and supervisors completed the mandatory online training in EEO, diversity and conflict management. For this FY, NCA provided over 50 reasonable accommodation (RA) requests. In FY 2013, NCA had the highest hiring ratio of IWTDs of 7.13 percent compared to the other Administrations. Further, NCA's permanent and temporary representation of IWTD was 2.79 percent exceeding VA's goal. NCA increased its onboard representation of Veterans to 74.71 percent.
MANAGEMENT AND PROGRAM ACCOUNTABILITY: ODI integrated the new 2010 Census civilian labor force database into VHAʼs Service Support Center (VSSC) suite of analytical applications. ODI conducted quarterly MD-715 progress review meetings with all Administrations and VACO and developed standard monthly diversity reports for distribution to VACO staff offices and the Administrations. ODI also performed six on-site EEO Technical Assistance Reviews (TAR) at selected field facilities to analyze hires, separations, promotions, EEO complaints, and employee survey results systematically to identify potential EEO barriers and share best practices. ODI continued to report EEO workforce statistics to the senior leadership through monthly and quarterly workforce diversity reports and briefings. ODI prepared and submitted the Departmentʼs EEO status and plans to EEOC in accordance with MD-715 and produced and published the VA Diversity and Inclusion FY 2012 report documenting the accomplishments and outcomes of meeting the VA Diversity and Inclusion Strategic Plan. In FY 2013, ODI published the VA FY 2013 – 2016 Hispanic Employment, Retention and Outreach (HERO) plan. OPM has highlighted HERO as a Federal model for improving diversity.
ODI conducted six national outreach events in collaboration with its affinity group partners to build a diverse and inclusive workforce in VA and administered six technical assistance reviews of VA
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Executive Summary
facilities to ensure compliance with mandated EEO, and Diversity and Inclusion requirements. ODI also partnered with Administrations and Staff Offices to conduct 12 outreach events to the Hispanic community and Hispanic Veterans.
ODI provided training on RA and Schedule A hiring. ODI also provided centralized funding for RAs,which OPM has recognized as a best practice for the retention of IWTD. ODI also provides quarterly hiring updates by Administration subcomponent to the VA leadership. VA hired 48 students under VAʼs centralized Workforce Recruitment Program (WRP) for college students with disabilities, ranked second behind the Department of Defense (DoD). VA converted nine of these students to full-timestatus, the highest of all Federal agencies participating in the program. These strategies contributed to the increase in VA's employment of individuals with targeted disabilities (permanent and temporary) from 1.85 percent in FY 2012 to 1.99 percent in FY 2013. The employment of these strategies was also instrumental in helping VA make strides in meeting the Secretary's 3 percent hiring goal for people with a targeted disability.
ODI formally implemented VAʼs first LGBT Special Emphasis Program and Employee Resource Group under the auspices of the VA Diversity Council and held its 4th annual Pride event at VACO.
VA is one of the few Federal agencies that successfully implemented an independent system to store and analyze applicant flow data from OPMʼs USA Staffing. The first data release for VA occurred in December 2012. Since then, ODI has been working with OPM to refine the data format to improve data integrity and increase usability of the applicant data.
To support leadership accountability, ODIʼs newly developed Diversity Index Methodology was integrated in the EEO, Diversity, and ADR dashboard. This allows managers and EEO specialists to view 5-year trends of the Diversity Index at the facility level.
During FY 2013, VHA continued to rate Senior Executives against appropriate performance metrics to ensure accountability, which consists of six elements addressing a Model EEO program. These performance measures, coupled with VHAʼs Equal Employment Opportunity/Affirmative Employment Office (EEO/AEO) Quarterly Survey and EEO Program Status Report, allowed Senior Executives to identify systemic barriers to the Model EEO Program and created corrective action plans throughout the year. VHA EEO/AEO continues to market the use of virtual peers on the six essential elements of a model EEO program required by EEOC MD-715. VBA participated in VAʼs Diversity Focus Groups conducted by Veterans Health Administration (VHA) National Center for Organization Development. The purpose for VBAʼs participation in the focus groups was to identify influencing factors that shape employee and leadership perceptions of diversity disparities within VBA and develop ways in which to eliminate barriers to workplace inclusion. VBA Central Office and the following ROs participated in the focus groups, Los Angeles, Chicago, Houston, St. Petersburg, and Seattle.
As mentioned in the previous section, NCAʼs EEO Office developed the EEO and Diversity Management Accomplishments for each mission support network. The Office also coordinated through the Office of Diversity and Inclusion a series of trainings titled, “The VA Reasonable Accommodation Program for Managers.” All managers participated in the training. NCA has ensured that all Internet forms are 508 compliant.
EEOC FORM 715-01 PART E
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Executive Summary
PROACTIVE PREVENTION OF UNLAWFUL DISCRIMINATION: In FY 2013, VA ODI updated its mandatory EEO, Diversity and Inclusion, Conflict Management Training for Executives, Managers, and Supervisors, and trained over 30,000 managers nationwide. As a result of this and the other proactive prevention strategies described below, VAʼs per capita rate of discrimination complaintfilings (both formal and informal), decreased significantly from FY 2012 (from 1.39 percent to 1.26percent and .73 percent to .61 percent, respectively).
ODI expanded its corporate EEO and diversity training program and consultative function for the agency and conducted over 125 face-to-face training sessions nationwide to over 4,500 employees in 17 VA facilities to include VACO, VBA Regional Offices, VA Medical Centers, and the Board of Veterans Appeals. V-Tel was integrated when available to include outlying Community-Based Outpatient Clinics (CBOC) of medical centers. Two specialized presentations of LGBT awareness were presented to five Federal agencies in one location and another at DoD by invitation. ODI established a strong collaborative relationship with Human Resources Management (HRM), providing critical information on EEO, Diversity and Inclusion, and Reasonable Accommodations to new employees and new supervisors and managers in training sessions designed to assist them in their daily work. ODI has presented at 26 on-boarding and 4 manager and supervisor briefings throughout the fiscal year which give ODI an opportunity to interact with over 1,000 employees.
ODI also partnered with VA Learning Universityʼs (VALU) Career Employment Development (CED)Directorate to support the integration of customized diversity and inclusion concepts, practices, and principles into the Interpersonal Effectiveness Learning Program. Two courses are under final development for release in 2nd and 3rd quarters of FY 2014: (1) Diversity: Valuing Diversity in the Workplace is part of the Interpersonal Effectiveness Learning Program, designed to enhance organizational effectiveness by focusing on building interpersonal skills. The Valuing Diversity in the Workplace course is a foundational level course that introduces the concepts of diversity in the workplace as well as techniques aimed at improving communication and building better working relationships. (2) Diversity: Fostering an Inclusive Culture is part of the Interpersonal Effectiveness Learning Program, designed to enhance organizational effectiveness by focusing on building interpersonal skills. The Fostering an Inclusive Culture course is an intermediate level course that outlines methods for seeking out diverse ideas and alternative viewpoints, examines ways to involve people with diverse backgrounds in the problem-solving process, and presents techniques to resolve conflict through open, transparent communication.
ODI developed a standard national training program for the VA Service Support Center analytical tools for HR and diversity management, and for Barrier Analysis training. More than 175 EEO specialists and directors signed up through the Talent Management System (TMS) portal and were trained during 8 separate training events.
ORM conducted numerous training and awareness programs in the area of ADR and increased its complaint resolution rate from 41 percent in FY 2012 to 52 percent in FY 2013. One strategy included disseminating ADR videos to educate the parties to a complaint on the process and value of ADR.
ODI implemented its new Inclusion Index and analyzed employee responses to diversity and inclusion survey items in the Federal Employee Viewpoint Survey. Under the auspices of the VA Diversity Council, ODI commissioned a study to examine differences in survey responses of specific, diverse VA employee groups, and study of employee perceptions of fairness in the workplace. In addition,
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ODI administered the Secretary of Veterans Affairs Annual Diversity and Inclusion Excellence Awards Program to recognize achievements in three categories of the VA workforce.
Additionally, ODI implemented the following outreach and retention strategies:
• Launched the MyCareer@VA Pilot program at Martinsburg and Washington DC VA Medical Centers to eliminate barriers and glass ceilings for all employees including those with less than expected representation in jobs above the GS-9 level;
• Administered the Reasonable Accommodation Centralized Fund to reimburse VACO and field VA offices to support 1,105 reasonable accommodations for employees with disabilities in the pipeline;
• Developed the first VA Hispanic Employment, Retention, and Outreach Strategic Plan in order to align efforts in increasing outreach to and retention of Hispanics in VA;
• Recruited over 200 diverse student interns through the National Diversity Intern Program (NDIP) and issued a student handbook titled, “What All Students Need to Know” to ensure efficient onboarding of interns; and
• Co-initiated a partnership with the Human Rights Campaign and participated in the Health Equity Index to assess LGBT cultural competence and equity in VA medical centers.
During FY 2013, VHA EEO/AEO personnel provided training to managers and supervisors upon request. VHA EEO/AEO also provided training to three program offices. Monthly training sessions were held for EEO Managers. The VHA EEO/AEO personnel conducted a total of 28 training sessions in FY 2013 for EEO professionals and other stakeholders (i.e., workforce planners, Human Resources Management Staff, Education Coordinator, etc.). VHA EEO/AEO conducted Review and Revise Chats for VISN Leads and EEO Managers to share and discuss best practices amongst VISNs. VHA EEO/AEO facilitated quarterly reports on ADR metrics and Targeted Disabilities to keep the VISN and medical center directors abreast of their progress toward meeting FY 2013 goals.
VBA offices, including 56 ROs, conduct self-assessments annually to monitor progress in areas where barriers may exclude certain groups, and to develop strategic plans to eliminate identified barriers. Self-assessments are conducted through the completion of reports and plans including MD-715, Federal Equal Opportunity Recruitment Program (FEORP) and the Selective Placement Programs, and the Disabled Veterans Affirmative Action Program.
NCA leadership continues to seek proactive ways to enhance workplace climate. In FY 2013, NCA participated in the All Employee Survey (AES). NCA employees responded at a rate of 63.4 percent which exceeds the national response rate of 60 percent. One of NCAʼs strategic goals is to increase the civility index to 4.0 percent by 2015. To reach this goal, NCA Memorial Service Networks continue to implement and adjust AES action plans annually; the EEO Office conducted and coordinated a series of training through webinars and conference calls. The NCA EEO Office participated in an internal team building exercises (Crucial Conversations) to develop additional skillsets to ensure the staff is efficient in handling difficult situations and providing guidance to resolve issues identified by managers and employees.
In FY 2013, the NCA EEO Office also initiated the “Educating for Excellence Initiative.” This initiative consists of the distribution of a series of “You Be the Judge” emails. Managers review the case and
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Executive Summary
vote on how they would decide the matter. This serves as a mini-training for the manager which broadens their understanding of EEO. Managementʼs responses are recorded, and their participationis noted on their end of year performance assessment under “participation in EEO sponsored activities.” The NCA EEO Office also developed and conducted four presentations on “Promoting Respect & Civility.” Additionally, the EEO Manager and members of the VHA Special Emphasis Program Advisory Committee assisted in the development of the new Cultural Competency Training Module for VHA.
EFFICIENCY: VAʼs capability to process, track, and report data concerning the EEO process has been increased through the use of the Complaints Automated Tracking System (CATS). CATS allows ORM to track EEO complaint processing for each stage of the EEO complaint process from the initial informal contact through closure. ORM continued to process counseling sessions below the requisite 30 days (24 days in FY 2013) and has marginally exceeded the formal complaint processing time of 180 days (200 days in FY 2013).
Additionally, OEDCA reduced its backlog and overall case inventory by 30 percent in FY 2013. Pending cases over 60 days were reduced by 14 percent and constituted a third of initial inventory atthe end of FY 2013.
ORMʼs ADR program has had an extremely positive impact on the efficiency of VAʼs EEO program nationwide with ADR being offered in 98 percent of all informal EEO complaints. The ADR election rate of informal EEO complaints in which both VA and the aggrieved person agree to participate in ADR was 58 percent. ADR is used for both EEO and non-EEO disputes with very positive results:
Table 2. ADR in EEO Process
FY 2012 FY 2013Contacts 4479 4,221Offers4 98% 98%Participation5 58% 58%
Table 3. ADR Outcomes
EEO Non EEOFY 2012 FY 2013 FY 2012 FY 2013
Completed 2,580 2,440 1,774 1,858Resolved 47% 50% 86% 88%
4 ADR offer rate represents the percentage of informal EEO complaints in which VA offers the aggrieved person an opportunity to participate in ADR versus traditional counseling.5 ADR participation rate represents the percentage of informal EEO complaints in which both VA and the aggrieved person agree toparticipate in ADR.
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VA estimates that without early intervention, approximately 50 percent of the non-EEO disputes could become EEO complaints.
VHA has an active ADR Program with a 99.41 percent offer rate for EEO cases. However, to reduce EEO complaints, conflict coaching was recommended for all managers and supervisors during FY 2013. Mediations were offered to resolve disputes in other forums, i.e., negotiated grievances, agency grievances, Merit System Protection Board appeals, and EEOC hearings.
VBA continues to use the ORMʼs CATS, and ORMʼs EEO, Diversity, and ADR Dashboard. These tracking systems are used to monitor and identify the status of title VII EEO complaints, the complaint resolution process, and other information/data necessary to analyze complaint activity and historical trends.
As part of the strategic plan to decrease the number of EEO complaints, NCAʼs EEO Office partnered with the ORM and the Federal Mediation Conciliation Services. Through this partnership, ADR training was revised and presented to managers/supervisors and employees to provide the tools and skillsets needed to resolve issues early on. This newly revised training was conducted at four cemeteries during this fiscal year. This training will be provided to all cemeteries by FY 2017. For FY 2013, NCA informal complaints decreased slightly; NCA current ADR participation rate is 58.14 percent which is above the VA goal of 54 percent. Management is strongly encouraged to participate in “pre-mediation” meetings which are expected to increase the ADR resolution rate.
RESPONSIVENESS AND LEGAL COMPLIANCE: ODI, ORM, OEDCA, OHRM, and the Administrations share responsibility for responsiveness and legal compliance in the area of EEO. In FY 2013, ORM counselors averaged 24 days per counseling episode, below EEOCʼs mandate of 30 calendar days, and completed the counseling process in which ADR was elected in an average of 71 days, well below the EEOC requirement of 90 days. In FY 2013, the number of days to complete investigations was 200. ORM is engaged in projects to further reduce EEO case processing times. ORM has partnered with the Defense Logistics Agency (DLA) Document Service to replicate and digitize EEO complaint files reducing our reliance on paper “hard copy” records. Through our working relationship with DLA Documents Service, ORM has achieved greater efficiency, reduced costs, and furthered VAʼs overall “Green Initiative.” ORM is currently entering hearing requests and appeal files through the EEOC Portal Hearings Electronic Case Processing System (HECAPS) and EEOC File Exchange (EFX). ORMʼs use of digital files is fully compliant with EEOC requirements for HECAPS and EFX. The use of digital files has resulted in the use of less paper records being exchanged between the two agencies. ORM also has an initiative to auto-populate routine EEO documents, such as the EEO Counselors Report, which would lessen the burden of preparing such reports and the time needed to do so.
In FY 2013, VA reduced its investigative time from 183 days in FY 2008 to under 180 days in FY 2013, making VA one of the few Federal agencies in compliance with the regulatory requirement of 180 days.
ODI, ORM, OEDCA, the OHRM, and the Administrations share responsibility for responsiveness and legal compliance in the area of EEO.
EEOC FORM 715-01 PART E
15
DEPARTMENT OF VETERANS AFFAIRS
Executive Summary
Workforce Composition As the second largest Cabinet level department, VA is proud to be one of the most diverse agencies in the Federal Government. The Relevant Civilian Labor Force (RCLF) is the benchmark against which we measure the diversity of our workforce. Compared to the RCLF, VAʼs workforce is at or above the RCLF representation in all areas except for White and Hispanic females, and Hispanic and Asian males. While the overall representation of most demographic groups increased in FY 2013, the proportional representation of Hispanic females decreased marginally from 3.55 percent to 3.52 percent. The proportional representation of White females decreased from 35.80 percent to 35.58 percent. The proportional representation of Hispanic males remained constant at 3.10 percent. The proportional representation of Asian males increased from 2.63 percent to 2.75 percent. The increase in Asian males is due, in part, to including employees who self-identified as White and Asian. Figure 1 depicts VAʼs current on-board representation as compared with last yearʼs representation, the CLF and RCLF.
Figure 1. VA Onboard versus RCLF/CLF (Permanent and Temporary)
CLF and RCLF - Derived from 2010 Census, CLF includes all occupations and RCLF is limited to VA occupations in VA proportions.
We look at net change in order to determine whether the groups with low participation rates are increasing at the same rate or higher than the change for the total VA workforce. The net change for the total VA workforce in FY 2013 was a 4.01 percent increase, or 12,965 employees. At the end of
FY 2013 REPORT
16
DEPARTMENT OF VETERANS AFFAIRS
Executive Summary
FY 2013, VAʼs workforce totaled 336,119 employees, including 20,271 temporary employees6. The three groups with a lower than expected representation rate (compared with the RCLF), Hispanic and White females, and Hispanic males had a net change that was lower than 4.01 percent (3.25 percent and 3.38 percent, and 3.95 percent, respectively). Asian males also fall below their expected representation but have a net change of 8.49 percent, higher than the overall overage of 4.01 percent. Ideally, the net change for groups that are below the benchmark would be higher than the net change for the total workforce, which would mean the group is expanding at a rate greater than the total workforce. The remaining reported race and ethnicity categories each had a net change in FY 2013 that was higher than the net change for the total workforce. To ensure EEO, VA will continue to place special emphasis on outreach and retention efforts for Hispanic and White females, given their lower than expected growth rate. Table 4 provides a detail of the net changes of the total workforce by Race, Ethnicity and Gender (REG). The net change for each REG is compared to the net change for the total number of employees. Net changes below the average net change for the entire workforce are highlighted in red.
Table 4. Net Change Analysis
All VA
TOTAL RACE/ETHNICITY
Hispanic or Latino
Non-Hispanic or Latino
EMPLOYEES White Black or African
American Asian
Native Hawaiian or Other Pacific
Islander
American Indian or
Alaska Native
All male female male female male female male female male female male female
Net Change 4.01% 3.95% 3.25% 3.43% 3.38% 5.77% 5.55% 8.49% 7.74% 23.38% 21.64% 28.46% 30.43%
Net change is calculated by dividing the difference between the number of current employees and the number of employees in the prior year by the number of employees in the prior year. White men dropped from 13.99 percent to 13.46 percent below their expected representation rate (compared with the CLF). ODI believes this is a testament to the success of improving the workforce diversity by focusing on outreach and retention programs to the historically under-represented REG. Targeted Disabilities In addition to examining the workforce by REG, we also review the data for individuals with targeted disabilities7. Continuing with last yearʼs trend, the representation of individuals with targeted disabilities (permanent and temporary) increased from 1.85 percent in FY 2012 to 1.99 percent in FY 2013. The net change for this groupʼs population was a positive 11.50 percent, compared to 4.01 percent for the total VA workforce. We believe this increase is a testament to the success of VAʼs focused efforts as guided by its FY 2012-2016 Diversity and Inclusion Strategic Plan, and the Secretaryʼs 3 percent hiring goal for individuals with targeted disabilities. In addition, VA resurveyed its workforce, focusing on the disability status of its employees. The resurvey was executed on a volunteer self-identification basis. Permanent employees with targeted disabilities increased from
6 This figure includes intermittent employees, so it is greater than the figure in Part B of this report which excludes intermittent employees. 7 Disabilities: The Federal Government, as a matter of policy, has identified for special emphasis in affirmative action programs. They are deafness, blindness, partial paralysis, complete paralysis, missing extremities, severe intellectual disabilities, psychiatric disabilities, epilepsy, and dwarfism. There are no RCLF standards for targeted disabilities categories. Census does not track these categories.
EEOC FORM 715-01 PART E
17
DEPARTMENT OF VETERANS AFFAIRS
Executive Summary
1.80 percent in FY 2012 to 1.92 percent of the VA permanent workforce in FY 2013. In FY 2013, VA fell short of the Secretaryʼs goal that 3 percent of all new hires be individuals with targeted disabilities. Approximately 74 percent of VAʼs employees hired with targeted disabilities were Veterans.
According to Figure 2, from FY 2012 to FY 2013 there was an increase of employees with targeted disabilities who self-identified as having a psychiatric disability. Individuals with psychiatric disabilities are the largest component (55.61 percent) of individuals with targeted disabilities. The number of employees who identified with a psychiatric disability increased from 3,149 in FY 2012 to 3,716 in FY 2013. This group also had the highest involuntary separation rate of all EEO groups, compared to their onboard rate. Many of these employees are disabled Veterans. The separation rate for permanent employees with targeted disabilities is of particular concern. Although they represented 1.92 percent of the permanent workforce at the beginning of FY 2013, their voluntary separation rate during the fiscal year was 2.42 percent, and their involuntary separation rate was 6.49 percent. This high separation rate does impact VAʼs efforts to reach its 2 percent onboard goal for employees with targeted disabilities.
Figure 2. Comparison of Targeted Disabilities by Type of Disability.
Secretary Shinseki is committed to attaining the 2 percent onboard goal for this group. For FY 2013 and beyond, Secretary Shinseki set the hiring goal for 3 percent. Further corrective strategies will focus on: 1) Identification of Designated Special Placement Coordinators for all facilities; 2) Implementation of the Reasonable Accommodations Compliance System to track requests; 3) Training HR and managers on the use of Schedule A and VAʼs RA procedures; and 4) Improving advancement opportunities as part of a retention strategy.
368 532 224 577 170 585 289
3,149
99 398 527 234
640 172
605 300
3,716
90 0
5001000150020002500300035004000
FY 2012
FY 2013
FY 2013 REPORT
18
DEPARTMENT OF VETERANS AFFAIRS
Executive Summary
New Initiative - Diversity and Inclusion Index In FY 2012, ODI developed and implemented two innovative methods for measuring workforce diversity and workplace inclusion. The new methods provide leadership with the capability to view quickly how well their diversity and inclusion program is performing versus relying on a series of 28 analytical tables and employment survey results to interpret. The diversity index measures, at present, the convergence of an organizationʼs aggregate workforce representation by REG with the CLF or RCLF, as applicable. The metric can be expanded to include other dimensions such as education and disability once baselines are established. The algorithm calculates the aggregate mean of the ratios of an agencyʼs workforce representation by REG with the corresponding representation in the RCLF or CLF. The result is a single metric on a scale of 0 to 100 percent, reflecting an organizationʼs overall diversity. Where appropriate, the algorithm is applied to the RCLF to isolate the qualified relevant labor force. This method provides a more appropriate, efficient metric to gauge Federal workforce diversity. An index value of 100 percent means the organizationʼs diversity aligns perfectly with the RCLF or CLF. VAʼs monthly diversity index for FY 2013 is provided at Figure 3. Note: This index currently focuses on REG and does not track the disability aspect of diversity. The monthly diversity index is incorporated within the Deputy Secretaryʼs Monthly Performance Review process.
Figure 3. VAʼs FY 2013 Diversity Index
In developing the basis for the Inclusion Index, VA relied on extensive and reputable research on the topic. Based on the research, VA then developed six dimensions to serve as the basis for the Index. In collaborating with OPM and applying advanced statistical techniques, VA identified 20 survey questions from OPMʼs FY 2012 Federal Employee Viewpoint Survey to serve as the basis. The Inclusion Index is defined as the total favorable responses to the total responses utilizing OPMʼs weighted survey results. In FY 2013, OPM adopted VAʼs methodology to measure workforce
Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug SepRCLF 96.4 96.5 96.6 96.6 96.6 96.6 96.6 96.6 96.6 96.6 96.6 95.8CLF 85.8 85.9 86.0 86.1 86.2 86.2 86.3 86.4 86.5 86.6 86.5 86.1
0.00%10.00%20.00%30.00%40.00%50.00%60.00%70.00%80.00%90.00%
100.00%
EEOC FORM 715-01 PART E
19
DEPARTMENT OF VETERANS AFFAIRS
Executive Summary
inclusion for the entire Federal Government. The inclusion indices for FY 2013 are provided at Table 5. Further research is necessary to determine the proper benchmark or range for this metric.
Table 5. Inclusion Index
FY 2012 FY 2013VA-wide 56% 55%VHA 56% 55%VBA 55% 52%NCA 58% 60%VACO 57% 54%OIG NA 68%
Barrier Analysis
The EEOC guidance regarding barriers to full participation refers to the indication of a possible barrieras a “trigger.” VA has identified five primary triggers in its barrier analysis, which are addressed in Part I of this report. VA is able to track and report on its barrier analyses and the impact of corrective strategies through its Web-based workforce data system, VHA Service Support Center applications (VSSC). In order to fully integrate VAʼs Diversity and Inclusion Strategic Plan goals with Administration operations, ODI embedded the Department-wide goals into the objectives of the MD-715 Part I Plans. This was done to ensure that field components assume some accountability for Departmental goals because their EEO offices do not report directly to ODI. While the goals are Department-wide, subcomponent organizations were encouraged to identify and address their organization-specific triggers in their Part I Plans. This was communicated through quarterly Microsoft Live Web-based technical assistance meetings with field entities to assist them in the development of their organization-specific EEO Plans.
The five triggers identified in the VA Part I plans are:
1. Less than expected representation of White females: Compared with the respective RCLFs, White females (permanent and temporary employees) had less than expected representation in the VA workforce. White women are 35.58 percent (20.20 percent below the RCLF of 45.38 percent). This less than expected participation trickles down to Administration level (VHA, VBA, NCA, and VACO). A more detailed trigger and barrier analysis is provided at Part I of this report.
2. Less than expected representation of Hispanics: Compared with the respective RCLFs, Hispanic males and females (permanent and temporary employees) had less than expected representation in the VA workforce. In VA, Hispanic males represent 3.10 percent of the permanent and temporary workforce and Hispanic females represent 3.52 percent, whereasHispanic males represent 3.93 percent of the RCLF and 5.17 percent of the CLF and Hispanic females represent 5.71 percent and 4.79 percent, respectively. The net change for Hispanic males (3.95 percent and females (3.25 percent) is below the net change for the total workforce (4.01 percent), meaning that Hispanic males and females are growing at a rate below that of
FY 2013 REPORT
20
DEPARTMENT OF VETERANS AFFAIRS
Executive Summary
the total workforce. This less than expected participation trickles down to Administration level (VHA, VBA, NCA, and VACO). A more detailed trigger and barrier analysis is provided at Part I of this report.
3. Less than expected representation of Asian males: Compared with the respective RCLFs, Asian males (permanent and temporary employees) had less than expected representation in the VA workforce. In VA, Asian males represent 2.75 percent of the permanent and temporary workforce, whereas Asian males represent 2.95 percent of the RCLF. However, the net change for Asian males (8.49 percent) is above the net change for the total workforce (4.01 percent), meaning that Asian males are growing at a rate above that of the total workforce. This less than expected participation trickles down to Administration level (VHA, VBA, NCA, and VACO). A more detailed trigger and barrier analysis is provided at Part I of this report.
4. Promotions: Black females experienced lower promotion rates (11.51 percent) as compared to the overall promotion rate (13.24 percent) for permanent entry level positions (GS 3-8). Black females also had lower promotion rates (6.10 percent) as compared to the overall promotion rate (6.36 percent) for permanent mid-level positions (GS 9-12). For permanent senior level positions (GS 13-15), Black females had lower promotion rates (7.37 percent) as compared to the overall promotion rate (8.15 percent). A more detailed trigger and barrier analysis is provided at Part I of this report.
5. High volume of discrimination complaints: The per capita filing rate at the informal stage decreased from 1.39 percent to 1.26 percent from FY 2012 to 2013, and the formal complaint filing rate decreased from 0.73 percent to 0.61 percent. In FY 2013, the number of findings in discrimination remained constant (38 in 2012 and 38 in 2013). Reprisal, disability, and sex were the most prevalent bases of discrimination in those findings. Some corrective strategies to focus on include increasing early resolution of EEO complaints through counseling and ADR, reviewing findings and incorporating lessons learned into training, and increasing EEO and consultative services. A more detailed trigger and barrier analysis is provided at Part I of this report.
Summary of Planned Objectives for FY 2014
The following list summarizes the planned initiatives laid out in Part H, I, and J for FY 2014 to eliminate identified barriers or correct program deficiencies.
• Issue procedural manuals aligned to the recently updated 5-year VA Diversity & Inclusion Policy Directive 5975.
• Expand targeted MyCareer@VA Career Mapping Tool to address barriers and glass ceilings in VA workforce at various occupational levels.
• Expand EEO, diversity and inclusion training portfolio to include LGBT training and 10 new training modules.
• Implement training evaluation instrument and metrics.• Expand EEO, diversity and inclusion training portfolio; deploy even more multi-generational
and cultural competency training on a nationwide bases.
EEOC FORM 715-01 PART E
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DEPARTMENT OF VETERANS AFFAIRS
Executive Summary
• Continue to update with mandatory Workplace Harassment/No FEAR Training for all employees.
• Continue refinement of USA Staffing Applicant Flow System in VA.• Expand the use of ADR and training in conflict management. • Expand calculation of Diversity Index in EEO, Diversity, and ADR Dashboard to VA staff
offices and organizations.• Track participation in VA leadership development programs by REG in VAʼs TMS. • Strengthen VAʼs Special Emphasis Programs through virtual education and training programs:
training forums can be conducted on a quarterly and annual basis.• Develop virtual leadership and professional development forums to enhance VAʼs Special
Employment Program Managerʼs capacity in the areas of outreach and retention.
FY 2013 REPORT
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FY 2013 REPORT
24
EEOC FORM 715-01 PART G
25
EEOC FORM715-01 PART G
National
U.S. Equal Employment Opportunity CommissionFEDERAL Agency ANNUAL EEO PROGRAM STATUS REPORT
AGENCY SELF-ASSESSMENT CHECKLIST MEASURING ESSENTIAL ELEMENTS
Report Generated on 12/12/2013
Who contributed to the responses?
#
Agency Secretary 0
Agency HR Chief 1
Agency EEO/Diversity Manager
1
Agency Disabilities Manager 1
Agency Program Manager 3
Resolution Management 1
Others who contributed to the responses: Has the Agency Secretary given written approval of these responses? Yes
X
No
FY 2013 REPORT
26
Essential Element A: DEMONSTRATED COMMITMENT FROM AGENCY LEADERSHIP
Requires the Agency head to issue written policy statements ensuring a workplace free of discriminatory harassment and a commitment to equal employment opportunity.
Compliance Indicator
EEO policy statements are up-to-date.
Measure has been met
Measures Yes No
1. Was the EEO policy Statement issued within 9 months of the installation of the Agency Head? Yes
X
No
2. During the current Agency Head's tenure, has the EEO policy Statement been re-issued annually? Yes
X
No
3. Are new employees provided a copy of the EEO policy statement during orientation? Yes
X
No
4. When an employee is promoted into the supervisory ranks, is s/he provided a copy of the EEO policy statement? Yes
X
No
Compliance Indicator
EEO policy statements have been communicated to all employees.
Measure has been met
Measures Yes No
5. Have the heads of subordinate reporting components communicated support of all Agency EEO policies through the ranks?
Yes
X
No
6. Has the Agency made written materials available to all employees and applicants, informing them of the variety of EEO programs and administrative and judicial remedial procedures available to them?
Yes
X
No
7. Has the Agency prominently posted such written materials in all personnel offices, EEO offices, and on the Agency's internal Website? [see 29 CFR §1614.102(b)(5)]
Yes
X
No
Compliance Indicator
Agency EEO policy is vigorously enforced by Agency management.
Measure has been met
Measures Yes No
Are managers and supervisors evaluated on their commitment to Agency EEO policies and principles, including their efforts to:
8. resolve problems/disagreements and other conflicts in their respective work environments as they arise? ** VA stresses compliance with these guidelines but has not identified a method to measure.
Yes
X
No
9. address concerns, whether perceived or real, raised by employees and following-up with appropriate action to correct or eliminate tension in the workplace? ** VA stresses compliance with these guidelines but has not identified a method to measure.
Yes
X
No
10. support the Agency's EEO program through allocation of mission personnel to participate in community out-reach and recruitment programs with private employers, public schools and universities? ** VA stresses compliance with these guidelines but has not identified a method to measure.
Yes
X
No
EEOC FORM 715-01 PART G
27
11. ensure full cooperation of employees under his/her supervision with EEO office officials such as EEO Counselors, EEO Investigators, etc.?
Yes
X
No
12. ensure a workplace that is free from all forms of discrimination, harassment and retaliation? Yes
X
No
13. ensure that subordinate supervisors have effective managerial, communication and interpersonal skills in order to supervise most effectively in a workplace with diverse employees and avoid disputes arising from ineffective communications?
Yes
X
No
14. ensure the provision of requested religious accommodations when such accommodations do not cause an undue hardship?
Yes
X
No
15. ensure the provision of requested disability accommodations to qualified individuals with disabilities when such accommodations do not cause an undue hardship?
Yes
X
No
16. Have all employees been informed about what behaviors are inappropriate in the workplace and that this behavior may result in disciplinary actions?
Yes
X
No
17. Describe what means were utilized by the Agency to so inform its workforce about the penalties for unacceptable behavior. ** Information is posted on web pages, in form of policy statements, training materials, and through VA-wide communications media (newsletters, broadcasts, etc.), and through bulletin board postings of findings of discrimination. New employees briefed during on-boarding process.
Yes
X
No
18. Have the procedures for reasonable accommodation for individuals with disabilities been made readily available/accessible to all employees by disseminating such procedures during orientation of new employees and by making such procedures available on the World Wide Web or Internet?
Yes
X
No
19. Have managers and supervisor been trained on their responsibilities under the procedures for reasonable accommodation?
Yes
X
No
FY 2013 REPORT
28
Essential Element B: INTEGRATION OF EEO INTO THE AGENCY'S STRATEGIC MISSION
Requires that the Agency's EEO programs be organized and structured to maintain a workplace that is free from discrimination in any of the Agency's policies, procedures or practices and supports the Agency's strategic mission.
Compliance Indicator The reporting structure for the EEO Program provides the Principal EEO Official with appropriate authority and resources to effectively carry out a successful EEO
Program.
Measure has been met
Measures Yes No
20. Is the EEO Manager/Officer under the immediate supervision of the Agency head official?(For example, does the Regional EEO Officer report to the Regional Administrator?)
Yes
X
No
21. Are the duties and responsibilities of EEO staff clearly defined? Yes
X
No
22. Does the EEO staff have the knowledge, skills, and abilities to carry out the duties and responsibilities of their positions? Yes
X
No
23. If the facility has 2nd level reporting components, are there organizational charts that clearly define the reporting structure for EEO programs?
Yes
X
No
24. If the facility has 2nd level reporting components, does the facility-wide EEO Manager have authority for the EEO programs within the subordinate reporting components? If not, please describe how EEO program authority is delegated to subordinate reporting components.
Yes
X
No
Compliance Indicator The EEO Manager and other EEO professional staff responsible for EEO programs have regular and effective means of informing the facility head and senior
management officials of the status of EEO programs and are involved in, and consulted on, management/personnel actions.
Measure has been met
Measures Yes No
25. Does the EEO Manager have a regular and effective means of informing the facility head and other top management officials of the effectiveness, efficiency and legal compliance of the facility's EEO program?
Yes
X
No
26. Following the submission of the immediately preceding FORM 715-01, did the EEO Director/Officer present to the head of the facility and other senior officials the "EEO state of the Facility" briefing covering all components of the EEO report, including an assessment of the performance of the facility in each of the six elements of the Model EEO Program and a report on the progress of the facility in completing its barrier analysis including any barriers it identified and/or eliminated or reduced the impact of?
Yes
X
No
27. Are EEO program officials present during facility deliberations prior to decisions regarding recruitment strategies, vacancy projections, succession planning, selections for training/career development opportunities, and other workforce changes?
Yes
X
No
28. Does the facility consider whether any group of employees or applicants might be negatively impacted prior to making human resource decisions such as re-organizations and re-alignments?
Yes
X
No
29. Are management/personnel policies, procedures and practices examined at regular intervals to assess whether there are hidden impediments to the realization of equality of opportunity for any group(s) of employees or applicants? [see 29 C.F.R. § 1614.102(b)(3)]
Yes
X
No
30. Is the EEO Manager included in the facility's strategic planning, especially the facility's human capital plan, regardingsuccession planning, training, etc., to ensure that EEO concerns are integrated into the facility's strategic mission?
Yes
X
No
EEOC FORM 715-01 PART G
29
Compliance Indicator The facility has committed sufficient human resources and budget allocations to its
EEO programs to ensure successful operation.
Measure has been met
Measures Yes No
31. Does the EEO Manager have the authority and funding to ensure implementation of facility EEO action plans to improve EEO program efficiency and/or eliminate identified barriers to the realization of equality of opportunity?
Yes
X
No
32. Are sufficient personnel resources allocated to the EEO Program to ensure that facility self-assessments and self-analyses prescribed by EEO MD-715 are conducted annually and to maintain an effective complaint processing system?
Yes
X
No
33. Are statutory/regulatory EEO related Special Emphasis Programs sufficiently staffed? Yes
X
No
34. Federal Women's Program - 5 U.S.C. 7201; 38 U.S.C. 4214; Title 5 CFR, Subpart B, 720.204 Yes
X
No
35. Hispanic Employment Program - Title 5 CFR, Subpart B, 720.204 Yes
X
No
36. People With Disabilities Program Manager; Selective Placement Program for Individuals With Disabilities - Section 501 of the Rehabilitation Act; Title 5 U.S.C. Subpart B, Chapter 31, Subchapter I-3102; 5 CFR 213.3102(t) and (u); 5 CFR 315.709
Yes
X
No
37. Are other facility special emphasis programs monitored by the EEO Office for coordination and compliance with EEO guidelines and principles, such as FEORP - 5 CFR 720; Veterans Employment Programs; and Black/African American; American Indian/Alaska Native, Asian American/Pacific Islander programs?
Yes
X
No
38. Are there sufficient resources to enable the facility to conduct a thorough barrier analysis of its workforce, including the provision of adequate data collection and tracking systems?
Yes
X
No
39. Is there sufficient budget allocated to all employees to utilize, when desired, all EEO programs, including the complaintprocessing program and ADR, and to make a request for reasonable accommodation? (Including subordinate level reporting components?)
Yes
X
No
40. Has funding been secured for publication and distribution of EEO materials (e.g. harassment policies, EEO posters, reasonable accommodations procedures, etc.)?
Yes
X
No
41. Is there a central fund or other mechanism for funding supplies, equipment and services necessary to provide disability accommodations?
Yes
X
No
42. Does the facility fund major renovation projects to ensure timely compliance with Uniform Federal Accessibility Standards? ** The Federal Accessibility Standards is superseded by the Architectural Barriers Act Accessibility Standards (ABAAS). Each VA facility has its own budget.
Yes
X*
No
43. Is the EEO Program allocated sufficient resources to train all employees on EEO Programs, including administrative and judicial remedial procedures available to employees?
Yes
X
No
44. Is there sufficient funding to ensure the prominent posting of written materials in all personnel and EEO offices? Yes
X
No
FY 2013 REPORT
30
Compliance Indicator The facility has committed sufficient human resources and budget allocations to its
EEO programs to ensure successful operation.
Measure has been met
Measures Yes No
45. Is there sufficient funding to ensure that all employees have access to this training and information? Yes
X
No
46. Is there sufficient funding to provide all managers and supervisors with training and periodic up-dates on their EEO responsibilities:
Yes No
47. for ensuring a workplace that is free from all forms of discrimination, including harassment and retaliation? Yes
X
No
48. to provide religious accommodations? Yes
X
No
49. to provide disability accommodations in accordance with the facility's written procedures? Yes
X
No
50. in the EEO discrimination complaint process? ** Office of Resolution Management has sole responsibility
Yes
X
No
51. to participate in ADR? ** Office of Resolution Management has sole responsibility
Yes
X
No
EEOC FORM 715-01 PART G
31
Essential Element C: MANAGEMENT AND PROGRAM ACCOUNTABILITY
This element requires the facility Head to hold all managers, supervisors, and EEO Officials responsible for the effective implementation of the facility's EEO Program and Plan.
Compliance Indicator EEO program officials advise and provide appropriate assistance to managers/supervisors about the status
of EEO programs within each manager's or supervisor's area or responsibility.
Measure has been met
Measures Yes No
52. Are regular (monthly/quarterly/semi-annually) EEO updates provided to management/supervisory officials by EEO program officials?
Yes
X
No
53. Do EEO program officials coordinate the development and implementation of EEO Plans with all appropriate facility managers to include facility Counsel, Human Resource Officials, Finance, and the Chief information Officer?
Yes
X
No
Compliance Indicator The Human Resources Manager and the EEO Manager meet regularly to assess whether personnel
programs, policies, and procedures are in conformity with instructions contained in EEOC management directives. [see 29 CFR § 1614.102(b)(3)]
Measure has been met
Measures Yes No
54. Have time-tables or schedules been established for the facility to review its Merit Promotion Program Policy and Procedures for systemic barriers that may be impeding full participation in promotion opportunities by all groups?
Yes
X
No
55. Have time-tables or schedules been established for the facility to review its Employee Recognition Awards Program and Procedures for systemic barriers that may be impeding full participation in the program by all groups?
Yes No
X
56. Have time-tables or schedules been established for the facility to review its Employee Development/Training Programs for systemic barriers that may be impeding full participation in training opportunities by all groups?
Yes No
X
Compliance Indicator When findings of discrimination are made, the facility explores whether or not disciplinary actions should
be taken.
Measure has been met
Measures Yes No
57. Does the facility have a disciplinary policy and/or a table of penalties that covers employees found to have committed discrimination?
Yes
X
No
58. Have all employees, supervisors, and managers been informed as to the penalties for being found to perpetrate discriminatory behavior or for taking personnel actions based upon a prohibited basis?
Yes
X
No
59. Has the facility, when appropriate, disciplined or sanctioned managers/supervisors or employees found to have discriminated over the past two years? If so, cite number found to have discriminated and list penalty /disciplinary action for each type of violation. **This information is being captured and will be provided later. Since last year, we have conducted an analysis. Our analysis reveals that an appropriate disciplinary action wasn’t always taken.
Yes No
X
60. Does the facility promptly (within the established time frame) comply with EEOC, Merit Systems Protection Board, Federal Labor Relations Authority, labor arbitrators, and District Court orders? ** Office of Resolution Management has sole responsibility for enforcing compliance with EEOC and OEDCA.
Yes
X
No
61. Does the facility review disability accommodation decisions/actions to ensure compliance with its written procedures and analyze the information tracked for trends, problems, etc.?
Yes No
X
FY 2013 REPORT
32
Essential Element D: PROACTIVE PREVENTION
Requires that the facility head makes early efforts to prevent discriminatory actions and eliminate barriers to equal employment opportunity in the workplace.
Compliance Indicator Analyses to identify and remove unnecessary barriers to employment are conducted
throughout the year.
Measure has been met
Measures Yes No
62. Do senior managers meet with and assist the EEO Manager and/or other EEO staff in the identification of barriers that may be impeding the realization of equal employment opportunity?
Yes
X
No
63. When barriers are identified, do senior managers develop and implement, with the assistance of the facility EEO office, facility EEO Action Plans to eliminate said barriers?
Yes
X
No
64. Do senior managers successfully implement EEO Action Plans and incorporate the EEO Action Plan Objectives into facility strategic plans?
Yes
X
No
65. Are trend analyses of workforce profiles conducted by race, national origin, sex and disability? Yes
X
No
66. Are trend analyses of the workforce's major occupations conducted by race, national origin, sex and disability? Yes
X
No
67. Are trends analyses of the workforce's grade level distribution conducted by race, national origin, sex and disability? Yes
X
No
68. Are trend analyses of the workforce's compensation and reward system conducted by race, national origin, sex and disability? ** During FY 2013, minimal trend analysis was conducted on the compensation and reward system using Table A13. Current analytical tools do not possess the robust and discrete capabilities to drill into the data.
Yes
X
No
69. Are trend analyses of the effects of management/personnel policies, procedures and practices conducted by race, national origin, sex and disability?
Yes
X
No
Compliance Indicator
The use of Alternative Dispute Resolution (ADR) is encouraged by senior management.
Measure has been met
Measures Yes No
70. Are all employees encouraged to use ADR? ** Office of Resolution Management has responsibility
Yes
X
No
71. Is the participation of supervisors and managers in the ADR process required? ** Office of Resolution Management has responsibility to encourage parties
Yes
X
No
EEOC FORM 715-01 PART G
33
Essential Element E: EFFICIENCY
Requires that the facility head ensure that there are effective systems in place for evaluating the impact and effectiveness of the facility's EEO Programs as well as an efficient and fair dispute resolution process.
Compliance Indicator The facility has sufficient staffing, funding, and authority to achieve the elimination of
identified barriers.
Measure has been met
Measures Yes No
72. Does the EEO Office employ personnel with adequate training and experience to conduct the analyses required by MD-715 and these instructions?
Yes
X
No
73. Has the facility implemented an adequate data collection and analysis systems that permit tracking of the information required by MD-715 and these instructions?
Yes
X
No
74. Have sufficient resources been provided to conduct effective audits of field facilities' efforts to achieve a model EEO program and eliminate discrimination under Title VII and the Rehabilitation Act? ** Curtailment of future travel funds could negatively affect our ability to audit facilities.
Yes
X
No
75. Is there a designated facility official or other mechanism in place to coordinate or assist with processing requests for disability accommodations in all major components of the facility?
Yes
X
No
76. Are 90 percent of accommodation requests processed within the time frame set forth in the facility procedures for reasonable accommodation?
Yes No
X
Compliance Indicator The facility has an effective complaint tracking and monitoring system in place to increase the
effectiveness of the facility's EEO Programs.
Measure has been met
Measures Yes No
77. Does the facility use a complaint tracking and monitoring system that allows identification of the location and status of complaints and length of time elapsed at each stage of the facility's complaint resolution process? ** Office of Resolution Management has sole responsibility
Yes
X
No
78. Does the facility's tracking system identify the issues and bases of the complaints, the aggrieved individuals/complainants, the involved management officials and other information to analyze complaint activity and trends? ** Office of Resolution Management has sole responsibility
Yes
X
No
79. Does the facility hold contractors accountable for delay in counseling and investigation processing times? ** Office of Resolution Management has sole responsibility
Yes
X
No
80. Does the facility monitor and ensure that new investigators, counselors, including contract and collateral duty investigators, receive the 32 hours of training required in accordance with EEO Management Directive MD-110? ** Office of Resolution Management has sole responsibility
Yes
X
No
81. Does the facility monitor and ensure that experienced counselors, investigators, including contract and collateral duty investigators, receive the 8 hours of refresher training required on an annual basis in accordance with EEO Management Directive MD-110? ** Office of Resolution Management has sole responsibility
Yes
X
No
Compliance Indicator The facility has sufficient staffing, funding and authority to comply with the time frames in
accordance with the EEOC (29 C.F.R. Part 1614) regulations for processing EEO complaints of employment discrimination.
Measure has been met
Measures Yes No
FY 2013 REPORT
34
82. Are benchmarks in place that compares the facility's discrimination complaint processes with 29 C.F.R. Part 1614? ** Office of Resolution Management has sole responsibility
Yes
X
No
83. Does the facility provide timely EEO counseling within 30 days of the initial request or within an agreed upon extension in writing, up to 60 days? ** Office of Resolution Management has sole responsibility
Yes
X
No
84. Does the facility provide an aggrieved person with written notification of his/her rights and responsibilities in the EEO process in a timely fashion? ** Office of Resolution Management has sole responsibility
Yes
X
No
85. Does the facility complete the investigations within the applicable prescribed time frame? Yes No
X
86. When a complainant requests a final Agency decision, does the facility issue the decision within 60 days of the request?
Yes No
X
87. When a complainant requests a hearing, does the facility immediately upon receipt of the request from the EEOC AJ forward the investigative file to the EEOC Hearing Office? ** Office of Resolution Management has sole responsibility
Yes
X
No
88. When a settlement agreement is entered into, does the facility timely complete any obligations provided for in such agreements? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
89. Does the facility ensure timely compliance with EEOC AJ decisions which are not the subject of an appeal by the facility? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
Compliance Indicator There is an efficient and fair dispute resolution process and effective systems for evaluating
the impact and effectiveness of the facility's EEO complaint processing program.
Measure has been met
Measures Yes No
90. In accordance with 29 C.F.R. §1614.102(b), has the facility established an ADR Program during the pre-complaint and formal complaint stages of the EEO process? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
91. Does the facility require all managers and supervisors to receive ADR training in accordance with EEOC (29 C.F.R. Part 1614) regulations, with emphasis on the federal government's interest in encouraging mutual resolution of disputes and the benefits associated with utilizing ADR? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
92. After the facility has offered ADR and the complainant has elected to participate in ADR, are the managers required to participate?
Yes
X
No
93. Does the responsible management official directly involved in the dispute have settlement authority? ** It should be noted that EEOC regulations do not allow for the responsible management official directly involved in the dispute to have settlement authority. It should be someone at a higher level with signature authority. No Part H not required corrective action required
Yes
XNo
Compliance Indicator The facility has effective systems in place for maintaining and evaluating the impact and
effectiveness of its EEO programs.
Measure has been met
Measures Yes No
94. Does the facility have a system of management controls in place to ensure the timely, accurate, complete and consistent reporting of EEO complaint data to the EEOC?
Yes
X
No
EEOC FORM 715-01 PART G
35
95. Does the facility provide reasonable resources for the EEO complaint process to ensure efficient and successful operation in accordance with 29 C.F.R. § 1614.102(a) (1)?
Yes
X
No
96. Does the facility EEO office have management controls in place to monitor and ensure that the data received from Human Resources is accurate, timely received, and contains all the required data elements for submitting annual reports to the EEOC?
Yes
X
No
97. Do the facility's EEO programs address all of the laws enforced by the EEOC? Yes
X
No
98. Does the facility identify and monitor significant trends in complaint processing to determine whether the facility is meeting its obligations under Title VII and the Rehabilitation Act? ** Office of Resolution Management has sole responsibility
Yes
X
No
99. Does the facility track recruitment efforts and analyze efforts to identify potential barriers in accordance with MD-715 standards?
Yes
X
No
100. Does the facility consult with other agencies of similar size on the effectiveness of their EEO programs to identify best practices and share ideas?
Yes
X
No
Compliance Indicator The facility ensures that the investigation and adjudication function of its complaint resolution
process are separate from its legal defense arm of facility or other offices with conflicting or competing interests.
Measure has been met
Measures Yes No
101. Are legal sufficiency reviews of EEO matters handled by a functional unit that is separate and apart from the unit which handles facility representation in EEO complaints?
Yes
X
No
102. Does the facility discrimination complaint process ensure a neutral adjudication function? Yes
X
No
103. If applicable, are processing time frames incorporated for the legal counsel's sufficiency review for timely processing of complaints?
Yes
X
No
FY 2013 REPORT
36
Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE
This element requires that federal agencies are in full compliance with EEO statutes and EEOC regulations, policy guidance, and other written instructions.
Compliance Indicator Facility personnel are accountable for timely compliance with orders issued by EEOC
Administrative Judges.
Measure has been met
Measures Yes No
104. Does the facility have a system of management control to ensure that facility officials timely comply with any orders or directives issued by EEOC Administrative Judges? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
Compliance Indicator The facility's system of management controls ensures that the facility timely completes all
ordered corrective action and submits its compliance report to EEOC within 30 days of such completion.
Measure has been met
Measures Yes No
105. Does the agency have control over the payroll processing function of the agency? If Yes, answer the two questions below.
Yes
No
X
106. Are there steps in place to guarantee responsive, timely, and predictable processing of ordered monetary relief?** Office of Resolution Management has responsibility for monitoring compliance. The facility is responsible for the processing.
Yes No
107. Are procedures in place to promptly process other forms of ordered relief?** Office of Resolution Management has oversight responsibility only. Facilities have responsibilities for processing.
Yes No
Compliance Indicator Facility personnel are accountable for the timely completion of actions required to comply with
orders of EEOC.
Measure has been met
Measures Yes No
108. Is compliance with EEOC orders encompassed in the performance standards of any facility employees? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
If so, please identify the employees by title in the comments section, and state how performance is measured.
109. Is the unit charged with the responsibility for compliance with EEOC orders located in the EEO office? If not, please identify the unit in which it is located, the number of employees in the unit, and their grade levels in the comments section. ** Office of Resolution Management has oversight responsibility only
Yes
X
No
110. Have the involved employees received any formal training in EEO compliance? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
111. Does the facility promptly provide to the EEOC the following documentation for completing compliance: Yes No
112. Attorney Fees: Copy of check issued for attorney fees and /or a narrative statement by an appropriate facility official, or facility payment order dating the dollar amount of attorney fees paid? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
113. Awards: A narrative statement by an appropriate facility official stating the dollar amount and the criteria used to calculate the award? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
EEOC FORM 715-01 PART G
37
114. Back Pay and Interest: Computer print-outs or payroll documents outlining gross back pay and interest, copy of any checks issued, narrative statement by an appropriate facility official of total monies paid? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
115. Compensatory Damages: The final Agency decision and evidence of payment, if made? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
116. Training: Attendance roster at training session(s) or a narrative statement by an appropriate facility official confirming that specific persons or groups of persons attended training on a date certain? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
117. Personnel Actions (e.g., Reinstatement, Promotion, Hiring, Reassignment): Copies of SF-50s? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
118. Posting of Notice of Violation: Original signed and dated notice reflecting the dates that the notice was posted? A copy of the notice will suffice if the original is not available. ** Office of Resolution Management has oversight responsibility only
Yes
X
No
119. Supplemental Investigation: 1. Copy of letter to complainant acknowledging receipt from EEOC of remanded case. 2. Copy of letter to complainant transmitting the Report of Investigation (not the ROI itself unless specified). 3. Copy of request for a hearing (complainant's request or facility's transmittal letter)? ** Office of Resolution Management has sole responsibility
Yes
X
No
120. Final Agency Decision (FAD): FAD or copy of the complainant's request for a hearing? ** Office of Resolution Management has sole responsibility
Yes
X
No
121. Restoration of Leave: Print-out or statement identifying the amount of leave restored, if applicable. If not, an explanation or statement? ** Office of Resolution Management has oversight responsibility only
Yes
X
No
122. Civil Actions: A complete copy of the civil action complaint demonstrating same issues raised as in compliance matters?
Yes
X
No
123. Settlement Agreements: Signed and dated agreement with specific dollar amounts, if applicable? Also, appropriate documentation of relief is provided. ** Office of Resolution Management has oversight responsibility only
Yes
X
No
FY 2013 REPORT
38
EEOC FORM 715-01 PART H
39
EEOC FORM715-01 PART H
National
U.S. Equal Employment Opportunity CommissionANNUAL EEO PROGRAM STATUS REPORT
Plan To Attain the Essential Elements of a Model EEO Program
Report Generated on 12/30/2013
STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:
MANAGEMENT AND PROGRAM ACCOUNTABILITY: Regular EEO briefings with officials, HR, and review for disciplinary action; (Q52-61)
Q55. Have time-tables or schedules been established for the facility to review its Employee Recognition Awards Program and Procedures for systemic barriers that may be impeding full participation in the program by all groups?
OBJECTIVE 1: (National ) Collaborate with HR to conduct analyses of Employee Recognition and Awards program.
RESPONSIBLE OFFICIAL: VA Learning University (VALU), ODI, OHRM, Administration Training Officers (TOs)
DATE OBJECTIVE INITIATED: January 7, 2010
TARGET DATE FOR COMPLETION OF OBJECTIVE:
September 30, 2013NEW DATE: September 30, 2014
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE(Must be specific) example: mm/dd/yyyy
Work with OHRM to identify any barriers in the Employee Recognition Awards Program. 9/30/2013NEW DATE 9/30/2014
Develop quarterly schedule to meet with OHRM to review the related policies and procedures. 06/30/2014
REPORT OF ACCOMPLISHMENTS: Last year’s planned activities to eliminate deficiencies noted were not accomplished by the original target date, due to competing priorities. Accordingly, target dates have been modified. Due to competing resources for high priority FY 2013 initiatives, target dates pushed to FY 2014.
FY 2013 REPORT
40
Report Generated on 12/30/2013
STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:
MANAGEMENT AND PROGRAM ACCOUNTABILITY: Regular EEO briefings with officials, HR, and review for disciplinary action; (Q52-61)
Q56: Have timetables or schedules been established for the organization to review its Employee Development/Training Programs for systemic barriers that may be impeding full participation in the programs by all groups?
OBJECTIVE 2: (National ) Collaborate with HR to conduct analyses of Employee Development and training programs.
RESPONSIBLE OFFICIAL: VA Learning University (VALU), ODI, OHRM, Administration Training Officers (TOs)
DATE OBJECTIVE INITIATED: January 7, 2010
TARGET DATE FOR COMPLETION OF OBJECTIVE:
September 30, 2013NEW DATE: September 30, 2015
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE(Must be specific) example: mm/dd/yyyy
Work with OHRM, VALU, and Admin TOs to identify system for reporting aggregate statistics on training participant demographics (race, ethnicity, gender, and disability status) for purposes of barrier analysis.
06/30/2012New Date: 3/30/2014
Develop quarterly schedule to meet with OHRM to review the related policies and procedures. 06/30/2014
Integrate employee demographic data into the Talent Management System 9/30/2014
Work with OHRM to identify any barriers in the Employee Development/Training Programs. 9/30/2013NEW DATE 9/30/2015
REPORT OF ACCOMPLISHMENTS: Last year’s planned activities to eliminate deficiencies noted were not accomplished by the original target date, due to competing priorities. Accordingly, target dates have been modified. Due to competing resources for high priority FY 2013 initiatives, target dates pushed to FY 2015
EEOC FORM 715-01 PART H
41
Report Generated on 12/30/2013
STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:
MANAGEMENT AND PROGRAM ACCOUNTABILITY: Regular EEO briefings with officials, HR, and review for disciplinary action; (Q52-61)
Q59. Has the facility, when appropriate, disciplined or sanctioned managers/supervisors or employees found to have discriminated over the past two years? If so, cite number found to have discriminated and list penalty /disciplinary action for each type of violation. **This information is being captured and will be provided later. Since last year, we have conducted an analysis. Our analysis reveals that an appropriate disciplinary action wasn’t always taken.
OBJECTIVE 3: (National ) Implement a new VA EEO Accountability Review Board to review proposed/final corrective actions taken against Responsible Management Officials (RMOs) in response to findings of discrimination.
RESPONSIBLE OFFICIAL: VA Learning University (VALU), ODI, OHRM, Administration Training Officers (TOs)
DATE OBJECTIVE INITIATED: January 7, 2010
TARGET DATE FOR COMPLETION OF OBJECTIVE:
September 30, 2013NEW DATE: March 30, 2015
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE(Must be specific) example: mm/dd/yyyy
Reconvene task force of subject matter experts and stakeholders to update proposed process for reviewing corrective actions taken against RMOs in findings of discrimination 05/30/2014
Update and finalize proposal and draft SOP for EEO Accountability Board 06/30/2014
Brief senior leadership on proposal and obtain necessary approvals 09/30/2014
Appoint Board members and finalize Charter for EEO Accountability Board 09/30/2014
Hold initial training meeting of Board 11/30/2014
Hold first Board meeting 11/30/2014
Issue first report of recommendations to RMO leadership chain and OSVA 03/30/2015
REPORT OF ACCOMPLISHMENTS: Last year’s planned activities to eliminate deficiencies noted were not accomplished by the original target date, due to competing priorities. Accordingly, target dates have been modified. Due to competing resources for high priority FY 2013 initiatives, target dates pushed to FY 2014 and FY 2015
FY 2013 REPORT
42
Report Generated on 12/30/2013
STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:
MANAGEMENT AND PROGRAM ACCOUNTABILITY: Regular EEO briefings with officials, HR, and review for disciplinary action; (Q52-61)
Q61. Does the facility review disability accommodation decisions/actions to ensure compliance with its written procedures and analyze the information tracked for trends, problems, etc.?
OBJECTIVE 4: (National ) Develop a centralized tracking mechanism and establish timetables for reviewing employee development/training programs for systemic barriers that may be impeding full participation by all groups.
RESPONSIBLE OFFICIAL: VA Learning University (VALU), ODI, OHRM, Administration Training Officers (TOs)
DATE OBJECTIVE INITIATED: January 7, 2010
TARGET DATE FOR COMPLETION OF OBJECTIVE:
September 30, 2013NEW DATE: March 30, 2015
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE(Must be specific) example: mm/dd/yyyy
Develop standard reporting features in the disability tracking system to monitor Reasonable Accommodations decisions/actions
06/30/2015
REPORT OF ACCOMPLISHMENTS: Last year’s planned activities to eliminate deficiencies noted were not accomplished by the original target date, due to competing priorities. Accordingly, target dates have been modified. Due to competing resources for high priority FY 2013 initiatives, target dates pushed to FY 2014 and FY 2015.
VA ODI implemented a new reasonable accommodation tracking system in FY2013 and is currently customizing the reporting feature for VA’s organizational hierarchy.
EEOC FORM 715-01 PART H
43
Report Generated on 12/30/2013
STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:
EFFICIENCY: Sufficient staffing for barrier analysis, complaints processing, ADR, and program evaluation (Q72-103)
Q76: Are 90 percent of accommodation requests processed within the time frame set forth within the agency procedures for reasonable accommodation?
OBJECTIVE 5: (National ) Establish and deploy a VA-wide centralized reasonable accommodation (RA) system to track timely processing of RA requests.
RESPONSIBLE OFFICIAL: ODI, ORM, VHA EEO Manager, Administration EEO and HR Officials
DATE OBJECTIVE INITIATED: 6/08/2010
TARGET DATE FOR COMPLETION OF OBJECTIVE:
9/30/2014
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE(Must be specific) example: mm/dd/yyyy
Develop communications plan and market new system to train users on the reporting feature in RACS through existing communication media (print, web, Integrated Human Resources Management Board, VA Diversity Council, MD-715 Liaison Work Group, etc.)
05/20/2011 New Date: 09/20/2014
Monitor timeliness and denial rates. Provide quarterly feedback to the components. 09/20/2013NEW DATE:09/30/2014
NEW: Hold quarterly conference calls with Local Reasonable Accommodation Coordinators (LRACs) to provide training and answer questions.
9/30/2014Ongoing
NEW: Conduct virtual training for LRACs and EEO in each VA component. 9/30/2014Ongoing
REPORT OF ACCOMPLISHMENTS: Implemented system in 2012 and purchased additional concurrent licenses for the Reasonable Accommodation Compliance System (RACS) in order for the field offices to make timely reasonable accommodations submissions. Provided additional training to the field offices on standard procedures for utilizing the reporting feature in RACS.
FY 2013 REPORT
44
Report Generated on 12/30/2013
STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:
EFFICIENCY: Sufficient staffing for barrier analysis, complaints processing, ADR, and program evaluation (Q72-103)
Q86. When a complainant requests a final facility decision, does the facility issue the decision within 60 days of the request?
OBJECTIVE 6: (National ) NEW: Issue final decisions within 60 days of complainant request.
RESPONSIBLE OFFICIAL: ODI, ORM, OEDCA, Administration EEO and HR Officials
DATE OBJECTIVE INITIATED: 10/01/2012
TARGET DATE FOR COMPLETION OF OBJECTIVE:
9/30/2014
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE(Must be specific) example: mm/dd/yyyy
Continued streamlining of FAD decision formats. 09/30/2014
Incentives for increased production** Received over 1100 decision requests for the third consecutive year,
9/30/2014
REPORT OF ACCOMPLISHMENTS: Reduced overall case inventory by 30 percent---pending cases over 60 days were reduced by 14 percentand constitute a third of inventory at end of FY 13
EEOC FORM 715-01 PART H
45
Report Generated on 12/30/2013
STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:
EFFICIENCY: Sufficient staffing for barrier analysis, complaints processing, ADR, and program evaluation (Q72-103)
Q85: Does the facility complete the investigations within the applicable prescribed time frame?
OBJECTIVE 7: (National ) Utilize contract investigators to eliminate backlog of investigations.
RESPONSIBLE OFFICIAL: ORM
DATE OBJECTIVE INITIATED: 09/23/2013
TARGET DATE FOR COMPLETION OF OBJECTIVE:
9/30/2014
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE(Must be specific) example: mm/dd/yyyy
1. Eliminate backlog of investigations by assigning to contract investigators. 09/23/2013 (assignments are made monthly)
2. Fill investigator vacancies. 05/31/2014
3. Monitor contract and internal investigator performance. Ongoing/monthly
REPORT OF ACCOMPLISHMENTS:
1. Contractors have completed 334 cases since beginning of FY 2014.2. Investigative inventory for cases pending assignment decreased by 51 percent. 3. Decreased average age of cases assigned by 35 percent.
FY 2013 REPORT
46
Report Generated on 12/30/2013
STATEMENT of MODEL PROGRAM ESSENTIAL ELEMENT DEFICIENCY:
RESPONSIVENESS AND LEGAL COMPLIANCE: Federal agencies are in full compliance with EEO statutes and EEOC regulations, policy guidance, and other written instructions. (Q72-103)
Q105. Does the agency have control over the payroll processing function of the agency?If Yes, answer the two questions below.
OBJECTIVE 8: (National ) Continue with Tri-parte structure with payroll provider, DFAS.
RESPONSIBLE OFFICIAL: ODI, ORM, HR
DATE OBJECTIVE INITIATED: 10/01/2009
TARGET DATE FOR COMPLETION OF OBJECTIVE:
9/30/2020
PLANNED ACTIVITIES TOWARD COMPLETION OF OBJECTIVE: TARGET DATE(Must be specific) example: mm/dd/yyyy
Maintain a system in place with the payroll provider (e.g., DFAS) to make timely and orderly submissions for all types of payment requests.
09/30/2020
Maintain a tri-partite structure (ORM, OEDCA, and HR) and system to provide an on-going check and balance process for ensuring monetary relief is prompt.
09/30/2020
REPORT OF ACCOMPLISHMENTS: VA continues its success with the tri-partite structure to ensure prompt process of monetary relief through the payroll process.
EEOC FORM 715-01 PART I
47
EEOC FORM715-01 PART I National
U.S. Equal Employment Opportunity CommissionANNUAL EEO PROGRAM STATUS REPORT
EEO Plan to Eliminate Identified Barrier
Report Generated on 12/31/2013
EEOC FORM715-01 PART I
U.S. Equal Employment Opportunity CommissionFEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
DEPARTMENT OF VETERANS AFFAIRS
FY 2013
STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER:
Less than expected representation of White females1
VA is experiencing less than expected participation for White females (WF) when compared to the Relevant Civilian Labor Force (RCLF). This less than expected participation trickles down to Administration level (Veterans Health Administration (VHA), Veterans Benefits Administration (VBA) and National Cemetery Administration (NCA)) and to VA’s Central Office (VACO).
BARRIER ANALYSIS 1: The first indication of a possible barrier was the disparity in the participation rate of White females in VA as indicated in Workforce Data Table A1. In VA, WFs represent 35.58 percent of the permanent and temporary workforce, whereas WFs represent 45.38 percent of the RCLF. The RCLF for the nursing and allied health care field is statistically weighted towards women. Because VA’s workforce is heavily concentrated in these fields, VA has a higher benchmark to reach in order to achieve parity.
The net change for WFs (3.38 percent) is below the net change for the total workforce (4.01 percent), meaning that WFs are growing at a rate below that of the total workforce. In VHA, WFs represent 36.80 percent of the permanent and temporary workforce, whereas WFs represent 46.53 percent of the RCLF. The net change for WFs (3.66 percent) is below the net change for VHA’s total workforce (4.27 percent), meaning that White females are growing at a rate below that of the total workforce. In VBA, WFs represent 28.25 percent of the permanent and temporary workforce, whereas WFs represent 41.48 percent of the RCLF. The net change for WFs (-0.60 percent) is below the net change for VBA’s total workforce (1.28 percent). A negative net change means WFs have experienced a decrease in representation since FY 2012. In NCA, WFs represent 13.44 percent of the permanent and temporary workforce, whereas WFs represent 21.81percent of the RCLF. However, the net change for WFs in NCA (3.96 percent is above the net change for the total workforce (2.27 percent), meaning that WFs are growing at a rate above that of the total workforce. In VACO, WFs represent 21.86 percent of the permanent and temporary workforce, whereas WFs represent 27.96 percent of the RCLF. The net change for WFs (1.12 percent) is below the net change for VACO’s total workforce (2.80 percent), meaning that WFs are growing at a rate below that of the total workforce. The less than expected participation VA-wide prompted a review of Tables A4-2, A6, A8 and A14.
Table A4-2 revealed less than expected participation in the following permanent General Schedule (GS) grades for WFs as compared to the participation of the total permanent workforce in a particular grade in GS-2 (WF: 0.02 percent; Total: 0.03 percent), GS-3 (WF: 0.19 percent; Total: 0.33 percent), GS-4 (WF: 1.37 percent; Total: 2.16 percent), GS-5 (WF: 8.54 percent; Total: 10.62 percent), GS-6 (WF: 12.78 percent; Total: 13.17 percent), GS-7 (WF: 6.35 percent; Total: 7.01 percent), GS-9 (WF: 5.76 percent; Total: 6.25 percent), GS-10 (WF: 1.29 percent; Total: 1.43 percent), GS-14 (WF: 2.29 percent; Total: 2.36 percent),
1 The 2010 Census data provides a higher CLF and RCLF compared to the 2000 Census.
FY 2013 REPORT
48
and GS-15 (WF: 4.58 percent; Total: 8.20 percent). WFs also have less than expected participation in the Senior Executive Service (SES) (WF: 0.11percent;Total: 0.12 percent).
A review of Table A6 revealed a less than expected participation rate for 23 (Police, Social Science, Human Resources Management, Equal Employment Opportunity, Miscellaneous Administration and Program, Program Management, Auditing, Nurse, Practical Nurse, Nursing Assistant, Medical Technologist, Diagnostic Radiologic Technologist, Medical Records Technician, Legal Assistance, Veterans Claims Examining, Claims Assistance and Examining, General Business and Industry, Loan Specialist, Appraising, Cemetery Administration, Criminal Investigating, Information Technology Management, and Cemetery Caretaking) out of 28 identified major occupations in the permanent workforce.
Table A8 revealed that the hiring distribution for WFs (35.32 percent) is below their representation in the RCLF (45.19 percent).
In reviewing Table A14, WFs have a separation rate (35.64 percent) in the permanent workforce higher than their workforce participation rate (35.43 percent).
STATEMENT OF IDENTIFIED BARRIER:
Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition.
The cause of the lower than expected participation rate for WFs is unknown. It appears that our hiring of WFs is not exceeding the growth of the total workforce like it should if we want to see progress in participation. Also, WFs in the workforce are leaving at a high proportion. Further examination of the policies, procedures, and practices impacting the hiring, retention, and separation processes is needed.
OBJECTIVE:
State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.
Create an applicant flow system to identify potential barriers in the recruitment and selection process.Review the hiring policies, procedure and practices.Implement an exit interview process for those separating from VA.Eliminate, when possible, any barriers to equal opportunity.
RESPONSIBLE OFFICIAL: Assistant Secretary for Human Resources and Administration; Deputy Assistant Secretary for Human Resources Management; Deputy Assistant Secretary for Office of Diversity and Inclusion; Other Administration HR Officials
DATE OBJECTIVE INITIATED: 09/30/2009
TARGET DATE FOR COMPLETION OF OBJECTIVE:
09/30/2016
EEOC FORM 715-01 PART I
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EEOC FORM715-01 PART I
EEO Plan To Eliminate Identified Barrier
INSTRUCTIONS: Describe the plans to implement the identified activities in the spaces below showing dates of benchmarks and responsible individuals. The success in implementing these plans should be shown in the REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE section. Items from the VA Diversity and Inclusion Annual Performance (DISP) Report are identified in parentheses.
TARGET DATE(Must be specific)
example: mm/dd/yyyy
Develop and implement a strategic plan that will address issues affecting female employment, career development, promotions, awards, and overall retention of females within the Department.
09/30/2015
Annually monitor Department-wide complaint trends to determine if there are adverse trends affecting White females in the workforce.
08/31/2016
VA will continue to partner with female professional and Veterans organizations, and post-secondary educational institutions to increase awareness of VA occupations, annually.
08/31/2016
ODI will develop an applicant flow system and integrate into MD-715 tables. 04/30/2014In progress
VA will continue meeting with Workforce Planners to incorporate VA’s EEO and Diversity and Inclusion goals into VA’s Strategic Plan and to ensure EEO demographic data considerations are factored into VA’s Workforce Succession and Human Capital Plans, annually.
09/30/2014
VA will continue to administer mentoring (formal and informal) programs to promote career development, retention, and upward mobility within the VA workforce. 09/30/2016
VA will ensure information on career development and leadership programs isdisseminated to all employees to ensure employment opportunities are maximized, annually.
09/30/2016
Develop and facilitate virtual training and professional development forums annually to enhance workforce capacity in the areas of cultural competence, barrier analysis, unconscious bias, inclusion, special emphasis program management, etc.
09/30/2016
Roll out unconscious bias and cultural competency training for VA employees. 09/30/2014
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
FY 2013 REPORT
50
EEOC FORM715-01 PART I
U.S. Equal Employment Opportunity CommissionFEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
DEPARTMENT OF VETERANS AFFAIRS
FY 2013
STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER:
Less than Expected Participation Rates for Hispanic males and females2
VA is experiencing less than expected participation for Hispanic males and females (HM and HF, respectively) when compared to the RCLF and the CLF. This less than expected participation trickles down to Administration level (VHA, VBA and NCA) and to VACO.
BARRIER ANALYSIS 2: (National) The first indication of a possible barrier was the disparity in the participation rate of HMs and HFs in VA as indicated in Workforce Data Table A1. In VA, HMs represent 3.10 percent of the permanent and temporary workforce and HFs represent 3.52 percent, whereas HMs represent 3.93 percent of the RCLF and 5.17 percent of the CLF and HFs represent 5.71 percent and 4.79 percent, respectively. The RCLF for the nursing and allied health care field is statistically weighted towards women. Because VA’s workforce is heavily concentrated in these fields, VA has a higher benchmark to reach in order to achieve parity.
The net change for HMs (3.95 percent) and HFs (3.25 percent) is below the net change for the total workforce (4.01 percent), meaning that HMs and HFs are growing at a rate below that of the total workforce. In VHA, HMs represent 3.03 percent of the permanent and temporary workforce and HFs represent 3.66 percent, whereas HMs represent 3.86 percent of the RCLF and HFs represent 5.83 percent. The net change for HMs (3.98 percent) and HFs (3.41 percent) is below the net change for VHA’s total workforce (4.27 percent), meaning that HMsand HFs are growing at a rate below that of the total workforce. In VBA, HMsrepresent 2.99 percent of the permanent and temporary workforce and HFs represent 2.66 percent, whereas HMs represent 3.15 percent of the RCLF and HFs represent 5.71 percent. However, the net change for HMs in VBA (4.14 percent) and HFs (1.64 percent) is above the net change for total workforce (1.28 percent), meaning that HMs and HFs are growing at a rate above that of the total workforce. In NCA, HMs represent 8.20 percent of the permanent and temporary workforce and HFsrepresent 1.99 percent, whereas HMs represent 18.56 percent of the RCLF and HFsrepresent 3.42 percent. However, the net change for HMs (8.27 percent) and HFs(2.94 percent) in NCA is above the net change for the total workforce (2.27 percent), meaning that HMs and HFs are growing at a rate above that of the total workforce. In VACO, HMs represent 4.27 percent of the permanent and temporary workforce and HFs represent 1.98 percent, whereas HMs represent 4.65 percent of the RCLF and HFs represent 3.23 percent. The net change for HMs (2.06 percent) and HFs (0.40 percent) is below the net change for VACO’s total workforce (2.80 percent), meaning that HMs and HFs are growing at a rate below that of the total workforce. The less than expected participation VA-wide prompted a review of Tables A4-2, A6, A8, and A14.
Table A4-2 revealed less than expected participation in the following permanent GS grades for HMs as compared to the participation of the total permanent workforce in a particular grade in GS-8 (HM: 6.40 percent; Total: 6.96 percent), GS-11(HM: 15.72 percent; Total: 20.29 percent), GS-12 (HM: 8.03 percent; Total: 9.52 percent), GS-13 (HM: 7.48 percent; Total: 11.51 percent), and GS-14(HM: 1.54 percent; Total: 2.36 percent). Table A4-2 also revealed less than expected participation in the following permanent GS grades for HFs in GS-2(HF: 0.02 percent; Total: 0.03 percent), GS-9 (HF: 6.01 percent; Total: 6.25 percent), GS-10 (HF: 1.29 percent; Total: 1.43 percent), GS-12 (HF: 8.27 percent; Total: 9.52 percent),GS-13 (HF: 8.94 percent; Total: 11.51 percent), GS-14 (HF: 1.19 percent; Total: 2.36 percent), GS-15 (HF: 4.59 percent; Total: 8.20 percent). HFs also have less than expected participation in the SES (HF: 0.03percent; Total: 0.12 percent).
A review of Table A6 revealed a less than expected participation rate for HMs for 18 (Human Resources Management, Equal Employment Opportunity, Miscellaneous
2 The 2010 Census data provides a higher CLF and RCLF compared to the 2000 Census data.
EEOC FORM 715-01 PART I
51
Administration and Program, Program Management, Management and Program Analyst, Financial Administration and Program, Medical Officer, Medical Technologist, Pharmacist, Medical Records Technician, General Attorney, Legal Assistant, Veterans Claims Examining, Loan Specialist, Cemetery Administration, Criminal Investigating,Information Technology Management, and Cemetery Caretaking) out of 28 identified major occupations in the permanent workforce. A review of Table A6 revealed a less than expected participation rate for HFs for 21 (Police, Social Science, Human Resources Management, Equal Employment Opportunity, Miscellaneous Administration and Program, Program Management, Financial Administration and Program, Practical Nurse, Nursing Assistant, Diagnostic Radiologic Technologist, Medical Records Technician, General Attorney, Legal Assistance, Veterans Claims Examining, Claims Assistance and Examining, General Business and Industry, Loan Specialist, Cemetery Administration, Criminal Investigating, Information Technology Management, and Cemetery Caretaking) out of 28 identified major occupations in the permanent workforce.
Table A8 revealed that the hiring distribution for HMs (2.83 percent) is below their representation in the RCLF (4.26 percent) and the hiring distribution for HFs (3.03 percent) is below their representation in the RCLF (6.02 percent).
In reviewing Table A14, HMs have a separation rate (3.08 percent) in the permanent workforce lower than their workforce participation rate (3.14 percent) and HFs have a separation rate (3.02 percent) lower than their workforce participation rate (3.57 percent).
We also reviewed the promotion rates for HMs and HFs. HMs and HFs had lower promotion rates (10.62 percent and 10.11 percent, respectively) as compared to the overall promotion rate (13.24 percent) for permanent entry level positions (GS 3-8). HFs also had a lower promotion rate of 3.81 percent as compared to the overall promotion rate of 6.36 percent for permanent mid-level positions (GS 9-12). For permanent senior level positions (GS 13-15), HMs and HFs had lower promotion rates (6.05 percent and 5.12 percent, respectively) as compared to the overall promotion rate (8.15 percent).
There were lower promotion rates for HMs and HFs transitioning from entry to mid-level positions (GS 8-9). HMs and HFs had a promotion rate of 4.67 percent and 4.86 percent, respectively, as compared to the overall promotion rate of 5.37 percent. There were also lower promotion rates for HMs and HFs transitioning from mid to senior level positions (GS 12-13). HMs and HFs had a promotion rate of 8.52 percent and 5.98 percent, respectively, as compared to the overall promotion rate of 11.03 percent.
STATEMENT OF IDENTIFIED BARRIER:
Provide a succinct statement of the agency policy, procedure or practicethat has been determined to be the barrier of the undesired condition.
The cause of the lower than expected participation rate for HMs and HFs is unknown. It appears that our hiring of HMs and HFs is not exceeding the growth of the total workforce like it should if we want to see progress in participation. Further examination of the policies, procedures, and practices impacting the hiring, retention, and separation processes is needed.
OBJECTIVE:
State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.
Create an applicant flow system to identify potential barriers in the recruitment and selection process.Review the hiring and promotion policies, procedures and practices.Implement an exit interview process for those separating from VA.Eliminate, when possible, any barriers to equal opportunity.
RESPONSIBLE OFFICIAL: Assistant Secretary for Human Resources and Administration; Deputy Assistant Secretary for Human Resources Management; Deputy Assistant Secretary for Office of Diversity and Inclusion; Other Administration HR Officials
DATE OBJECTIVE INITIATED: 09/30/2009
TARGET DATE FOR COMPLETION OF OBJECTIVE:
09/30/2016
FY 2013 REPORT
52
EEOC FORM715-01 PART I
EEO Plan To Eliminate Identified Barrier
INSTRUCTIONS: Describe the plans to implement the identified activities in the spaces below showing dates of benchmarks and responsible individuals. The success in implementing these plans should be shown in the REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE section. Items from the VA Diversity and Inclusion Annual Performance (DISP)
TARGET DATE(Must be specific)
example: mm/dd/yyyy
Annually increase communications between ODI and Hispanic Employment Program Managers (HEPM) Department-wide. 09/30/2016
ODI will develop an applicant flow system and integrate into MD-715 tables. 04/30/2014In progress
Each VA organization should make a concerted effort to recruit from Minority Serving Institutions (MSIs) as well as colleges, universities, associations, and affinity groups with high levels of participation by HFs, annually.
09/30/2016
Develop methods to ensure VA sub-components have HERO plans in place; all echelons of VA will be held accountable for developing and implementing initiatives that incorporate HERO strategies to increase cultural competence and understanding of Hispanic cultures, and which are aimed at increasing outreach to the Hispanic community, annually.
09/30/2016
National Hispanic Program Manager, in coordination with other VA components develops a Hispanic Employment Strategic Plan which will be disseminated to all VA HEPMS, for which they will be held accountable and required to report on status.
09/30/2013COMPLETED
ODI will continue meeting with Workforce Planners to incorporate VA’s EEO and Diversity and Inclusion goals into VA’s Strategic Plan and to ensure EEO demographic data considerations are factored into VA’s Workforce Succession and Human Capital Plans, annually.
09/30/2014Ongoing
VA will continue to partner with Hispanic serving post-secondary educational institutions, professional organizations, military transition assistance program and Veterans Service Organizations for the conduct of targeted outreach, annually. VA will continue to optimize recruitment outreach activities and market VA as an Employer of Choice by leveraging the Student Outreach and Retention Program with two Hispanic serving post-secondary educational institutions in the Central Florida area.
09/30/2014
VA will continue to administer mentoring (formal and informal) programs to promote career development, retention, and upward mobility within the VA workforce. 09/30/2016
VA will ensure information on career development and leadership programs isdisseminated to all employees to ensure employment opportunities are maximized, annually.
09/30/2016
Develop and facilitate virtual training and professional development forums annually to enhance workforce capacity in the areas of cultural competence, barrier analysis, unconscious bias, inclusion, special emphasis program management, etc.
09/30/2016
Roll out unconscious bias and cultural competency training for VA employees. 09/30/2014
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
EEOC FORM 715-01 PART I
53
Provided below are accomplishments for the Hispanic Employment Program
• VA Hispanic Employment, Retention and Outreach Strategic Plan: Former OPM Director, John Berry, highlighted the VA FY13-16 Hispanic Employment, Outreach and Retention as a Federal model for improving diversity. While discussing data on Hispanic representation in the Federal Government with Cyberfeds on December 17, 2012, OPM Director, John Berry, indicated that the “"The president wants these [Hispanic] numbers to improve," making Hispanic hiring “among my highest priorities." Mr. Berry also shared that “implementing the Department of Veterans' Affairs Hispanic Employment, Outreach, and Retention Strategic Plan for FY 2013-16” will help Federal efforts. The VA FY13-16 Hispanic Employment, Retention and Outreach (HERO) Strategic Plan was developed in keeping with Executive Order 13583-- Establishing a Coordinated Governmentwide Initiative to Promote Diversity and Inclusion in the Federal Workforce. The HERO Plan was finalized and published in March 2013.
• Hispanic Employment Program (HEP) Community Outreach: ODI/HEP partnered with VHA field facilities, the Center for Minority Veterans (CMV), and the Veteran Employment Service Office (VESO) in the conduct of outreach to the Hispanic community and Hispanic Veterans. The ODI Deputy Assistant Secretary continues to serve as a keynote speaker at many of these events and ODI, CMV and VESO staff continue to conduct workshops for the Hispanic community. HEP personnel have made great strides in strengthening partnerships and working relationships with national Hispanic civil rights, medical and social work organizations. Leading VA participation in 12 national events sets a new outreach record for ODI. The following Hispanic affinity events were supported by VA personnel:
o U.S. Hispanic Leadership Institute, Chicago, February 2013; o American GI Forum, Los Angeles, California, June 2013; o 7th International Conference on Social Work in Health and Mental Health, University of Southern
California, July 2013; o The League of United Latin American Citizens National Federal Training Institute and National
Conference, Los Angeles, July 3013; o National Society of Hispanic MBAs, Washington DC July 2013; o Social Workers Conference, Los Angeles, July 2013; o National Hispanic Physicians Association, Washington, DC, July 2013; o National Association of Hispanic Nurses, New Orleans, August 2013; o National IMAGE National Training Program, Baltimore, September 2013; o Latino Public Administration Executives Executive Leadership and Diversity Training Conference,
Washington, DC, August 2013; o National Organization for Mexican American Rights, September 2013; ando League of United Latin American Citizens National Federal Training Institute, Washington, DC,
September 2013.
• HEP Virtual Training and Career Development: ODI/HEP utilized virtual modalities to provide career and professional development to HEPMs nationwide. Monthly virtual meetings have been held throughout FY2013 featuring speakers at the SES level such as the Director of Diversity, Office of Personnel Management; Associate Director of the Hispanic PEW Research Center; Director, Office of Federal Compliance, Equal Employment Opportunity Commission; President, National Council of Hispanic Employment Program Managers and others. The VA Deputy Assistant Secretary for Diversity and Inclusion has been a prominent participant and supporter of this effort. ODI hosted a 3rd annual training program for HEPMs in conjunction with the National IMAGE Training Program the first week in September 2013 in Baltimore, Maryland.
External Agency Support: ODI/HEPM collaborates with the Office of Personnel Management and the National Council of Hispanic Employment Program Managers (NCHEPM) on various outreach projects. The HEPM is a member of the OPM Federal Employment Council Communications Work Group and is a member of the Executive Board of NCHEPMs.
FY 2013 REPORT
54
EEOC FORM715-01 PART I
U.S. Equal Employment Opportunity CommissionFEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
DEPARTMENT OF VETERANS AFFAIRS
FY 2013
STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER:
Less than expected representation of Asian males3
VA is experiencing less than expected participation for Asian males (AM) when compared to the RCLF. This less than expected participation trickles down to Administration level (VHA, VBA and NCA) and to VACO.
BARRIER ANALYSIS 3:(National)
The first indication of a possible barrier was the disparity in the participation rate of AMs in VA as indicated in Workforce Data Table A1. In VA, AMs represent 2.75 percent of the permanent and temporary workforce, whereas AMs represent 2.95 percent of the RCLF. However, the net change for AMs (8.49 percent) is above the net change for the total workforce (4.01 percent), meaning that AMs are growing at a rate above that of the total workforce. In VHA, AMs represent 2.82 percent of the permanent and temporary workforce, whereas AMs represent 2.93 percent of the RCLF. However, the net change for AMs (8.43 percent) is above the net change for VHA’s total workforce (4.27 percent), meaning that AMs are growing at a rate above that of the total workforce. In VBA, AMs represent 1.46 percent of the permanent and temporary workforce, whereas AMs represent 1.96 percent of the RCLF. However, the net change for AMs (12.50 percent) is above the net change for VBA’s total workforce (1.28 percent), meaning that AMs are growing at a rate above that of the total workforce. Also, in NCA, AMs represent 1.59 percent of the permanent and temporary workforce, whereas AMs represent 1.71 percent of the RCLF. The net change for AMs (-9.68 percent) is below the net change for NCA’s total workforce (2.27 percent). A negative net change means AMs have experienced a decrease in representation since FY 2012. In VACO, AMs represent 3.31 percent of the permanent and temporary workforce, whereas AMs represent 4.88 percent of the RCLF. However, the net change for AMs (8.44 percent) is above the net change for VACO’s total workforce (2.80 percent), meaning that AMs are growing at a rate above that of the total workforce. The less than expected participation VA-wide prompted a review of Tables A4-2, A6, A8, and A14.
Table A4-2 revealed less than expected participation in the following permanent GS grades for AMs as compared to the participation of the total permanent workforce in a particular grade in GS-3 (AM: 0.09 percent; Total: 0.33 percent), GS-4 (AM: 1.12 percent; Total: 2.16 percent), GS-5 (AM: 5.09 percent; Total: 10.62 percent), GS-6 (AM: 7.63 percent; Total: 13.17 percent), GS-7 (AM: 4.97 percent; Total: 7.01 percent), GS-8 (AM: 6.71 percent; Total: 6.96 percent), GS-9 (AM: 5.20percent; Total: 6.25 percent, GS-11 (AM: 15.09 percent; Total: 20.29 percent), GS-12 (AM: 8.24 percent; Total: 9.52 percent), GS-13 (AM: 6.74 percent; Total: 11.51 percent), and GS-14 (AM: 2.03 percent; Total: 2.36 percent). AMs also have less than expected participation in the SES (AM: 0.05 percent; Total: 0.12 percent).
A review of Table A6 revealed a less than expected participation rate for 18 (Police, Social Science, Human Resources Management, Equal Employment Opportunity, Miscellaneous Administration and Program, Program Management, Management and Program Analyst, Financial Administration and Program, Auditing, Pharmacist, Medical Records Technician, Legal Assistant, Veterans Claims Examining, General Business and Industry, Loan Specialist, Appraising, Cemetery Administration, and Information Technology Management) out of 28 identified major occupations in the permanent workforce.
Table A8 revealed that the hiring distribution for AMs (2.97 percent) is above their representation in the RCLF (2.77 percent).
3 The 2010 Census data provides a higher CLF and RCLF compared to the 2000 Census data which for the first time shows Asian men falling below their expected representation. In addition, there was a correction on how we counted Asians. In previous years employees self-designating as White and Asian were accounted in the two or more races, now they are counted as Asians.
EEOC FORM 715-01 PART I
55
In reviewing Table A14, AMs have a separation rate (2.19 percent) in the permanent workforce lower than their workforce participation rate (2.58 percent).
STATEMENT OF IDENTIFIED BARRIER:
Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition.
The cause of the lower than expected participation rate for AMs is unknown. It appears that our hiring of AMs is exceeding the growth of the total workforce like it should if we expect to see progress in the participation. However, we still have less than expected participation. Further examination of the policies, procedures, and practices impacting the hiring, retention, and separation processes is needed.
OBJECTIVE:
State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.
Create an applicant flow system to identify potential barriers in the recruitment and selection process.Review the hiring policies, procedure and practices.Implement an exit interview process for those separating from VA.Eliminate, when possible, any barriers to equal opportunity.
RESPONSIBLE OFFICIAL: Assistant Secretary for Human Resources and Administration; Deputy Assistant Secretary for Human Resources Management; Deputy Assistant Secretary for Office of Diversity and Inclusion; Other Administration HR Officials
DATE OBJECTIVE INITIATED: 09/30/2009
TARGET DATE FOR COMPLETION OF OBJECTIVE:
09/30/2016
FY 2013 REPORT
56
EEOC FORM715-01 PART I
EEO Plan To Eliminate Identified Barrier
INSTRUCTIONS: Describe the plans to implement the identified activities in the spaces below showing dates of benchmarks and responsible individuals. The success in implementing these plans should be shown in the REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE section. Items from the VA Diversity and Inclusion Annual Performance (DISP)
TARGET DATE(Must be specific)
example: mm/dd/yyyy
ODI will develop an applicant flow system and integrate into MD-715 tables. 04/30/2014In progress
ODI will continue meeting with Workforce Planners to incorporate VA’s EEO and Diversity and Inclusion goals into VA’s Strategic Plan and to ensure EEO demographic data considerations are factored into VA’s Workforce Succession and Human Capital Plans, annually.
09/30/2014Ongoing
VA will continue to administer mentoring (formal and informal) programs to promote career development, retention, and upward mobility within the VA workforce. 09/30/2016
VA will ensure information on career development and leadership programs isdisseminated to all employees to ensure employment opportunities are maximized, annually.
09/30/2016
Develop and facilitate virtual training and professional development forums annually to enhance workforce capacity in the areas of cultural competence, barrier analysis, unconscious bias, inclusion, special emphasis program management, etc.
09/30/2016
Develop virtual leadership and professional development forums to enhance Special Emphasis Program Manager’s competence in the areas of recruitment and retention outreach.
09/30/2014
Continue partnerships with AAPI affinity organizations, such as Federal Asian Pacific American Council (FAPAC) and Asian American Government Executive Network to enhance AAPI outreach and leadership development programs and leverage VA's National Diversity Internship and Pathways Programs.
09/30/2014
Increase outreach/assistance to the AAPI communities and Veteran population via participation in affinity group national and regional conferences, activities sponsored by Veterans and professional organizations, AAPI affinity organizations, and Asian American/Native American/Pacific Islander Education Serving Institutions.
09/30/2014
Work with VALU and VHA Healthcare Retention and Recruitment Office to ensure information on career development/leadership programs are disseminated to all employees.
09/30/2014Ongoing
Review workforce data for promotions, SES participation, training and developmental programs for all race/ethnicity and gender groups
09/30/2014In Progress
Roll out unconscious bias and cultural competency training for VA employees. 09/30/2014
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
EEOC FORM 715-01 PART I
57
Program Management
Conducted workforce analysis, diversity targeted recruitment and retention outreach all employee survey analysis in alignment with applicable program goals noted in the VA Diversity and Inclusion Strategic Plan, MD-715 Goals and planned activities, White House Initiative on Asian Americans and Pacific Islanders (WHIAAPI) and other related goals in Executive Orders, and Federal regulations.
The National AAPI Employment Program Manager in the ODI held three WHIAAPI Interoffice Work Group meetings to discuss VA’s WHIAPPI FY 2013 Mid-Year Accomplishment Report. He also participated in two WHIAAPI Interagency Implementation Team quarterly meetings, which focused on the accomplishment report and other related program areas. These meetings lead to the successful submission of VA’s WHIAAPI FY 2013 Mid-Year Accomplishment Report on April 30, 2013.
Recruitment and Retention Outreach
During FY 2013, VA continued to conduct focused outreach and recruitment to groups with less than expected participation rate, including AAPIs, at the national level through participation in national conferences such as the FAPAC and Conference on Asian Pacific American Leadership (CAPAL). In addition, through the National Diversity Internship Program, managed by ODI, VA targeted its outreach to increase diversity within its internship programs. As a result of this effort, the Asian Pacific American Institute for Congressional Studies and the International Leadership Foundation were two vendors that were utilized to identify potential students for the intern programs.
ODI created two All Station Memos announcing and encouraging participation in FAPAC’s Outstanding Civilian Individual Awards for 2013 and the 28th FAPAC National Leadership Training Program, which was held in Long Beach, California. An Asian Pacific American Month Field Information Package was created for dissemination to field facilities and posting on VA’s Web site.
Three VACO Staff Offices: CMV, NCA’s HR Office, and ODI conducted recruitment outreach to the AAPI community during the CAPAL Career Fair held on July 19, 2013. VA staffed two exhibit booths and provided attendees with information on VA’s Diversity program and programs and services available to Veterans. The Career Fair was open to the general public and presented an opportunity for students and young professionals to interact with employers in the Washington, DC area.
ODI produced a departmental memorandum commemorating May 2013 as AAPI Heritage Month. The memo was disseminated throughout VA. The VACO APA Heritage Month planning committee accomplished three events:
o Kick-off event on May 2, 2013. o AAPI educational presentation on May 16, 2013.o Cultural event on May 30, 2013.
VA partnered with FAPAC during its 28th National Leadership Training Program to host a no-cost VA Agency Forum on Monday, May 6, 2013, to accomplish VA diversity goals. The forum was an opportunity designed to provide VA employees and Veterans with information on VA goals and objectives related to the AAPI Employment Program, including the White House Initiative on AAPI. VA continues to demonstrate its commitment to Diversity and Inclusion and express its support for employee development and outreach with AAPI affinity organizations. During the Conference, the EEO Office and Human Resources Specialists from VA Long Beach Healthcare System, the Veterans Employment Service Office, NCA, and VBA personnel conducted extensive outreach to Veterans.
During the month of May, ODI produced a memorandum announcing and encouraging participation in the Society of American Indian Government Employee (SAIGE) National Training Program held June 2013 in Spokane, Washington. The memo was disseminated throughout VA. During the event, as the VA Lead for the SAIGE conference, ODI coordinated VA’s support and participation in the conference to include the Native American Medal of Honor display, exhibit staffing by NCA, OPIA’s Office of Tribal Government Relations (OTGR) and great support by personnel of the Mann-Grandstaff VA Medical Center. ODI also partnered with SAIGE and OTGR to provide VA presenters for the Veterans Track panel discussion.
FY 2013 REPORT
58
EEOC FORM715-01 PART I
U.S. Equal Employment Opportunity CommissionFEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
DEPARTMENT OF VETERANS AFFAIRS
FY 2013
STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER:
Low Promotion Rates for Black Females
VA is experiencing low promotion rates in GS for Black females when compared to the promotion rate for the overall workforce.
BARRIER ANALYSIS 4:(National)
We reviewed the promotion rates for Black females. Black females had lower promotion rates (11.51 percent) as compared to the overall promotion rate (13.24 percent) for permanent entry level positions (GS 3-8). Black females also had lower promotion rates (6.10 percent) as compared to the overall promotion rate (6.36 percent) for permanent mid-level positions (GS 9-12). For permanent senior level positions (GS 13-15), Black females had lower promotion rates (7.37 percent) as compared to the overall promotion rate (8.15 percent).
There were lower promotion rates for Black females transitioning from entry to mid-level positions (GS 8-9). Black females had a promotion rate of 4.55 percent as compared to the overall promotion rate of 5.37 percent. There were also lower promotion rates for Black females transitioning from mid to senior level positions (GS 12-13). Black females had a promotion rate of 9.18 percent as compared to the overall promotion rate of 11.03 percent.
STATEMENT OF IDENTIFIED BARRIER:
Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition.
The cause of the low promotion rates for Black females is unknown. Further examination of the policies, procedures, and practices impacting promotions is needed.
OBJECTIVE:
State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.
Review the policies, procedures, and practices impacting promotions. Eliminate, when possible, any barriers to equal opportunity.
RESPONSIBLE OFFICIAL: Assistant Secretary for Human Resources and Administration; Deputy Assistant Secretary for Human Resources Management; Deputy Assistant Secretary for Office of Diversity and Inclusion; Other Administration HR Officials
DATE OBJECTIVE INITIATED: 09/30/2013
TARGET DATE FOR COMPLETION OF OBJECTIVE:
09/30/2015
EEOC FORM 715-01 PART I
59
EEOC FORM715-01 PART I
EEO Plan To Eliminate Identified Barrier
INSTRUCTIONS: Describe the plans to implement the identified activities in the spaces below showing dates of benchmarks and responsible individuals. The success in implementing these plans should be shown in the REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE section. Items from the VA Diversity and Inclusion Annual Performance (DISP)
TARGET DATE(Must be specific) example:
mm/dd/yyyy
Conduct an educational/training needs assessment for employees and conduct barrier analysis to determine if there are challenges to attaining training. 09/30/2015
Roll out unconscious bias and cultural competency training for VA employees. 09/30/2014
Expand ODI/VALU Pilot program on MyCareer@VA to additional facilities focusing on training/developmental strategies to facilitate promotion. 09/30/2015
Track and monitor advancement of employees within the pipeline to ensure upward mobility is occurring using the applicant pool data. 09/30/2015
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
In FY 2013, VA/ODI presented training to agency employees at the Blacks in Government National Conference in Dallas, Texas. The training presented information on career development and leadership programs, MyCareer@VA, and other informative sessions to improve upward advancement in VA. In addition to the training, ODI established a panel discussion titled, “Where Do We Go From Here” in response to the U.S. Equal Employment Opportunity Commission’s African American Workgroup Report, which describes seven obstacles to opportunities for African Americans in the Federal workforce. The panel was designed to enable employees the opportunity to engage in a moderated dialogue with panel member who shared perspectives and personal experiences of career successes and leadership challenges.
The White House Initiative on Historically Black College and Universities (HBCU), in conjunction with the U.S. Department of Education, hosted a 2-day national conference commemorating National HBCU Week and highlighting the significant contributions which HBCUs have made to the Nation. In support of VA’s commitment to cultivating more diverse workplace opportunities, ODI, nominated one of VA’s employees to attend the 2013 HBCU Conference. The conference enabled VA employees to: 1.) Enhance knowledge and understanding on the President’s perspective on higher education, funding and the future of HBCUs from a fiscal, philanthropic efforts, and Federal Government support in continuing long standing relationships with HBCUs; 2.) Extended relationships between Federal agencies and HBCUs; and 3.) Develop new professional networks within public, private and intergovernmental entities based on common interests and public service efforts.
ODI partnered with VALU to launch a MyCareer@VA pilot aimed at eradicating potential barriers to EEO in VA. This joint initiative targeted all employees, specifically in pay levels at and below GS-9/equivalent and in wage grade positions who wish to progress in their field or move to a new field. The pilot program utilized cutting-edge career development tools and resources offered through MyCareer@VA and provided employees with knowledge and resources that can be used to achieve their career goals at VA. Pilot sites were Martinsburg, West Virginia and Washington, DC. VAMCs and an estimated 800 employees participated in the pilot which consisted of three components: 1) Introduction to MyCareer@VA for Employees (live training, in-person); 2) MyCareer@VA for Supervisors and Mentors (live training, in-person); and 3) CareerPower Training Course (virtual, self-paced). Participants reported significantly higher responses to the following:
1) I am currently taking steps to enrich my current job. 2) I am satisfied with what I learned using MyCareer; and 3) I am committed to applying what I learned from MyCareer@VA Next steps: ODI will expand access to pilot and track career outcomes.
The Blacks in Government VA Headquarters Chapter conducted its first Annual Induction Mentoring Future Leadership of American Government (FLAG) Conference during FY 2013. The Chapter implemented the Senior FLAG consisting of twenty college students from Virginia Commonwealth University. The purpose of the Conference was to assign the students to VA employees who had a desire to mentor. Students received training on financial literacy, leadership, and resume writing and were assigned individual mentors. Mock interviews were also conducted by Senior leadership.
FY 2013 REPORT
60
EEOC FORM715-01 PART I
U.S. Equal Employment Opportunity CommissionFEDERAL AGENCY ANNUAL
EEO PROGRAM STATUS REPORT
DEPARTMENT OF VETERANS AFFAIRS
FY 2013
STATEMENT OF CONDITION THAT WAS A TRIGGER FOR A POTENTIAL BARRIER:
High Volume of Discrimination Complaints: In FY 2013, the number of findings of discrimination for VA decreased (41** in FY 2012 and 36 in FY 2013). Reprisal, disability, and sex were the most prevalent bases of discrimination in those findings.
** A correction was made to the FY 2012 findings of discrimination. It was previously reported in the FY 2012 MD 715 report as 38.
BARRIER ANALYSIS 5:(National)
The per capita filing rate at the informal and formal stages is higher than the Governmentwide average. The informal rate decreased from 1.39 percent to 1.26 percent from FY 2012 to 2013 (slightly higher than the Governmentwideaverage of 1.12 percent); and the formal filing rate decreased from 0.73 percent to 0.61 percent (still higher than the government-wide average is of .46 percent). While the Department continues to make some progress continued work is needed to reach the Governmentwide levels. In FY 2013, the number of findings in discrimination remained constant (41 in 2012 and 36 in 2013). Reprisal, disability, and sex were the most prevalent bases of discrimination in those findings. Some corrective strategies to focus on include increasing early resolution of EEO complaints through counseling and ADR, reviewing findings and incorporating lessons learned into training, and increasing EEO and consultative services.
A review of the findings of discrimination identified that reprisal, specifically, per se violations, was the common basis for the findings of discrimination. Retaliation is also the most frequently alleged basis of discrimination in the Federal Government even though an employer is prohibited from taking an adverse action based on an employee’s prior EEO activity. Per se retaliation/reprisal is an automatic violation of the law against reprisal that does not require evidence of an “adverse action.” Per se violations occur when management officials make negative comments or take action against an individual who participates in the EEO process in any capacity.
STATEMENT OF IDENTIFIED BARRIER:
Provide a succinct statement of the agency policy, procedure or practice that has been determined to be the barrier of the undesired condition.
Lack of understanding by managers and supervisors of EEO obligations.Delays in requesting or scheduling ADR.
OBJECTIVE:
State the alternative or revised agency policy, procedure or practice to be implemented to correct the undesired condition.
Review findings of discrimination to identify lessons learned and incorporate into training. Develop and implement standardized and customized resolution strategies. Encourage resolution of pending cases that are likely to result in a finding of discrimination. Actively promotes the use of ADR before and during the EEO complaint process. Utilize mechanisms that allows facilities to track progress in EEO/ADR.
RESPONSIBLE OFFICIAL: ORM, ODI, VALU, Administrations
DATE OBJECTIVE INITIATED: 09/30/2010
TARGET DATE FOR COMPLETION OF OBJECTIVE:
09/30/2013New Date 09/30/2014 -- plans below are further clarifications and expansion of previous year’s planned activities
EEOC FORM 715-01 PART I
61
EEOC FORM715-01 PART I
EEO Plan To Eliminate Identified Barrier
INSTRUCTIONS: Describe the plans to implement the identified activities in the spaces below showing dates of benchmarks and responsible individuals. The success in implementing these plans should be shown in the REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE section. Items from the VA Diversity and Inclusion Annual Performance (DISP)
TARGET DATE(Must be specific) example:
mm/dd/yyyy
Encourage Resolution of Complaints Likely To Result in Findings of Discrimination. ORM has a process in place to alert senior leaders of pending cases that may result in findings of discrimination. ORM encourages and facilitates resolution of these cases where possible.
09/30/2014Annual process
Utilize new mechanism that allows facilities to track progress in EEO/ADR. One of the responsibilities of ORM is to be proactive in providing VA managers resources to assist them in identifying and resolving workplace disputes as early as possible. ORM has deployed an electronic dashboard nationwide that is designed to provide current data regarding key indicators of the work environment. Data in the dashboard (graphs, charts, and raw data) identifies trends and provides the basis for strategies to address out-of-line scenarios or to establish strategic targets regarding EEO and ADR activity at the facility level.
09/30/2014Annual process
Encourage Resolution of EEO Complaints at the Informal Stage. ORM has developed strategies for EEO counselors, facility EEO and ADR program managers and ADR neutrals to use to support early resolution of complaints. Strategies include video teleconferencing and on-site counseling, increased assignment of neutrals with record of effective results, greater use of pre-mediation meetings with the parties, and increased collaboration with General/Regional Counsel to timely review and finalize settlement agreements. Additionally, ORM developed a resource document with examples of resolution strategies and settlement outcomes that is shared with managers participating in ADR. ORM has also stood up a call center that allows employees and managers to inquire about various forums available to address workplace disputes that often lead to EEO complaints. These initiatives have promoted ADR as a primary resource to address workplace disputes and EEO complaints. ORM also hired 10 full-time mediators during FY 2013 to facilitate resolution at the informal stage and developed an assessment program to identify and address workplace conflict.
09/30/2014Annual process
Based on the Critical Indicators page in the automated MD-715 workforce analysis slides, identify the topics coded red for this and subordinate facilities. Describe your plan to address these issues. ODI has systematically been rank ordering all-employee survey data, separation rates, complaint rates, and sick leave rates and other workforce data to identify the facilities that appear to have the greatest potential risk (including facilities where findings of discrimination have been rendered). Facilities ranking lowest are selected for Technical Assistance Reviews (TAR). ODI later reviews the implementation of the resulting recommendations. Regions also use this data for their own interventions. **ODI completed 6 TARs during FY 2012. This is a recurring process.
09/30/2014Annual process
Identify and address any process or systemic issues at facilities where findings of discrimination have been made. ORM will work with facilities where findings are made to determine if there are systemic issues. Where we identify problems, we will work with the facility to develop a plan of action to avoid recurrences.
09/30/2013NEW DATE: 09/30/2014
Roll out unconscious bias, cultural competency, and interpersonal effectiveness training for VA employees in partnership with VALU. 09/30/2014
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE
FY 2013 REPORT
62
In FY 2013, the informal per capita filing rate decreased to 1.26 percent, and the formal filing rate decreased from 0.73 percent to 0.61 percent. This resulted from an increase in the informal resolution rate from 48 percent in FY 2012 to 51 percent in FY 2013.
ORM has a process in place to identify cases that may result in a finding of discrimination. ORM brings these cases to the attention senior leaders to explore resolution.
While ORM monitors and ensures compliance with all findings of discrimination, it is more important to take actions that willultimately result in less findings of discrimination. To that end, ORM and ODI have developed training for senior leaders that focuses on EEO obligations and responsibilities. It has a particular focus on the leaders’ responsibilities in the area of conflict management, reasonable accommodation, reprisal and harassment. ODI has posted new EEO and diversity trainingmodules on its Web site for easy, nationwide access. Finally, ODI is currently increasing its training and organizational staffing complement in order to accede to the growing demand for these services. ODI will continue to partner with HR and ORM to provide diversity awareness training to the administrations and facilities. Our goal is to provide facilities with a clear understanding of what diversity is and what it isn't, to raise a greater awareness and sensitivity to diversity issues that go well beyond the assumed categories, and to recommend behavioral tools for fostering a more cohesive workplace.
One of the strategies that contributed to the decrease of EEO complaints is the implementation of EEO, Diversity, and Conflict Management Training. In FY 2013, VA ODI updated its mandatory EEO, Diversity, Conflict Management Training for Executives, Managers, and Supervisors and trained over 30,000 managers nationwide. This training includes modules on disability employment and reasonable accommodations. As a result of this and the other proactive prevention strategies described below, VA’s per capita rate of discrimination complaint filings (both formal and informal), decreased significantlyfrom FY 2012 (from 1.39 percent to 1.26 percent and .73 percent to .61 percent, respectively).
ODI expanded its corporate EEO and diversity training program and consultative function for the agency and conducted over 125 face-to-face training sessions nationwide to over 4,500 employees in 17 VA facilities to include VACO, VBA Regional Offices, VAMCs, and the Board of Veterans Appeals. V-Tel was integrated when available to include outlying CBOCs of medical centers. Two specialized presentations of LGBT awareness were presented to five federal agencies in one location and another at DoD by invitation. ODI established a strong collaborative relationship with Human Resources Management (HRM), providing critical information on EEO, Diversity and Inclusion, and Reasonable Accommodations to new employees and new supervisors and managers in training sessions designed to assist them in their daily work. ODI has presented at 26 on-boarding and 4 manager and supervisor briefings throughout the fiscal year which give ODI an opportunity to interact with over 1,000 employees.
ODI also partnered with VALU’s CED Directorate to support the integration of customized diversity and inclusion concepts, practices, and principles into the Interpersonal Effectiveness Learning Program. Two courses are under final development for release in 2nd and 3rd quarters of FY 2014: (1.) Diversity: Valuing Diversity in the Workplace is part of the Interpersonal Effectiveness Learning Program, designed to enhance organizational effectiveness by focusing on building interpersonal skills. The Valuing Diversity in the Workplace course is a foundational level course that introduces the concepts of diversity in the workplace as well as techniques aimed at improving communication and building better working relationships. (2.) Diversity: Fostering an Inclusive Culture is part of the Interpersonal Effectiveness Learning Program, designed to enhance organizational effectiveness by focusing on building interpersonal skills. The Fostering an Inclusive Culture course is an intermediate level course that outlines methods for seeking out diverse ideas and alternative viewpoints, examines ways to involve people with diverse backgrounds in the problem-solving process, and presents techniques to resolve conflict through open, transparent communication.
ODI developed a standard national training program for the VA Service Support Center analytical tools for HR and diversity management, and for Barrier Analysis training. More than 175 EEO specialists and directors signed up through the TMS portal and were trained during 8 separate training events.
ORM conducted numerous training and awareness programs in the area of ADR and increased its complaint resolution rate from 46 percent in FY 2012 to 52 percent in FY 2013. One strategy included disseminating ADR videos to educate the parties to a complaint on the process and value of ADR.
ODI implemented its new Inclusion Index and analyzed employee responses to diversity and inclusion survey items in the Federal Employee Viewpoint Survey. Under the auspices of the VA Diversity Council, ODI commissioned a study to examine differences in survey responses of specific, diverse VA employee groups, and study of employee perceptions of fairness in the workplace. In addition, ODI administered the Secretary of Veterans Affairs Annual Diversity and Inclusion Excellence Awards Program to recognize achievements in three categories of the VA workforce. Finally, ODI co-initiated a partnership with the Human Rights Campaign and participated in the Health Equity Index to assess LGBT cultural competence and equity in VA medical centers.
EEOC FORM 715-01 PART J
63
EEOC FORM 715-01 PART J
PART IDepartment or
Agency Information
1. Agency 1. U.S. Department of Veterans Affairs
1.a. 2nd Level Component 1.a.
1.b. 3rd Level or lower 1.b.
PART IIEmployment Trend and
Special Recruitment
for Individuals With Targeted
Disabilities
Enter Actual Number at the ...
SEP - FY12. SEP - FY13. Net Change
Number % Number % Number Rate of Change
Total Work Force 302,969 100.00% 315,259 100.00% 12,290 04.06%
Reportable Disability 31,878 10.52% 34,867 11.06% 2,989 09.38%
Targeted Disability* 5,465 01.80% 6,056 01.92% 591 10.81%
1. Total Number of Applications Received From Persons With Targeted Disabilities during the reporting period.
***
2. Total Number of Selections of Individuals with Targeted Disabilitiesduring the reporting period.
885
PART III Participation Rates In Agency Employment Programs
Other Employment/Personnel Programs
TOTAL Reportable Disability
Targeted Disability
Not Identified No Disability
# % # % # % # %
3. Competitive Promotions
8,733 1,366 15.64%
207 02.37%
308 03.53%
7,059 80.83%
4. Non-Competitive Promotions
10,337 1,905 18.43%
241 02.33%
487 04.71%
7,945 76.86%
5. Employee Development/Training
*** *** *** *** *** *** *** *** ***
5.a. Grades 5 - 12 *** *** *** *** *** *** *** *** ***
5.b. Grades 13 - 14 *** *** *** *** *** *** *** *** ***
5.c. Grade 15/SES Development Training
*** *** *** *** *** *** *** *** ***
6. Employee Recognition and Awards
--- --- --- --- --- --- --- --- ---
6.a. Time-Off Awards (Total hrs.awarded)
170,071 21,242 12.49%
2,653 01.56%
3,931 02.31%
144,898 85.20%
6.b. Cash Awards (total $$$ awarded)
$193,602,734
$20,765,880
10.73%
$2,854,743
01.47%
$4,298,872
02.22%
$168,537,982
87.05%
FY 2013 REPORT
64
6.c. Quality-Step Increase
796 91 11.43%
8 01.01%
0 00.00%
705 88.57%
*** = Data is not currently being collected.
MD-715 - Part J*= Data shown includes full-time, part-time and intermittent permanent employees in a pay status and excluding medical and manila residents. Please see Data Definitions for a listing of the Nature of Action codes that are included for Time-Off awards, Cash Awards, and Quality-Step Increase.
Analysis
While still above the government average of 0.99 percent for FY 2012 (the latest data available), VA’s representation of individuals with targeted disabilities has not reached the Administration’s goal of 2 percent, and this group has a glass ceiling at the GS-9/title 38 equivalent level.
In FY 2013, the percent of VA’s permanent workforce with a targeted disability increased to 1.92 percent, up from 1.80 percent in FY 2012 and 1.65 percent in FY 2011. The rate of growth, or net change, for the total permanent workforce with targeted disabilities (11.50 percent) was about three times the rate of growth for the entire permanent workforce (4.01 percent), [Reference Table B1]. The high net change is essential to achieving an annual on board ratio increase.
Permanent employees with targeted disabilities are not well represented above GS-9/Title 38 equivalent pay levels. They are well represented at the Senior Executive Level (0.11 percent compared to 0.12 percent for the total workforce). From FY 2012 to 2013, employees with targeted disabilities experienced a marginal increase in their participation rate at the GS-10, GS-11, GS-13 and 14/title 38 equivalents. There was a marginal decrease at the GS-12, 15/title 38 equivalent.
With the exception of the Sales Workers occupational category (Table B3), employees with targeted disabilities made gains in FY 2012 in all other professional categories. They are now 1.48 percent of the Executive/Senior Level (1.38 percent in FY 2012), 1.30 percent of Mid-Level Officials and Managers (1.13 percent in 2012), 1.87 percent of First-Level Officials and Managers (1.76 percent in 2012) and 1.74 of Total Officials and Managers (1.62 percent in 2012).
The five job series with the largest number of employees with targeted disabilities are Custodial Workers (794), Medical Support Assistant (490), Miscellaneous Clerk and Assistant (456), Food Service (381), and Nurse (337).
Of the job series that offer promotion potential, there was an increase in employees with targeted disabilities in the title 5 job category. For example, Social Science, Human Resources, EEO, Miscellaneous Administration and Program, Management and Program Analysis, Information Technology, Cemetery Caretaker, Cemetery Administration, and General Business and Industry all had an increase in the number and ratio of employees with targeted disabilities. There was a decrease in the number and ratio of employees with targeted disabilities in the medical profession (Medical Officer, Nurse).
At the end of FY 2013, 23.355 percent of employees with targeted disabilities in permanent positions were in wage grade occupations, up from 21.65 percent in FY 2012. In comparison, at the end of FY 2013, 7.67 percent of individuals with no disabilities in permanent positions were in wage grade positions, down from 7.95 percent in FY 2012.
By legislation, the Laundry job series is reserved for Veterans with service-connected disabilities, yet 28 of 106 employees in the Laundry job series are identified as non-Veterans. The top three wage grade occupations for individuals without disabilities are Custodial Worker (7,502), Food Service (5,392) and Cook (1,102).
Also, while 7.45 percent of the total VA permanent workforce with no disabilities separated in FY 2013, 11.46 percent of employees with targeted disabilities separated. Sixty percent of the employees with targeted disabilities who separated have psychiatric disabilities. Of the employees with targeted disabilities who were involuntarily separated, 78 percent (118) have psychiatric disabilities. Of VA’s permanent employees with targeted disabilities, 54 percent have psychiatric disabilities. While this group is only 1.04 percent of VA’s workforce, they were 5.11 percent of involuntary separations.
EEOC FORM 715-01 PART J
65
Although training of Selective Placement Coordinators and Local Reasonable Accommodation Coordinators has increased, the number of coordinators with the proper skill set remains insufficient throughout the Department.
The ratio of complaints based on disability remains high.
VA has encountered obstacles in installing assistive technology because each facility has a slightly different infrastructure.
Accomplishments
In FY 2013, ODI trained 175 employees on how to identify less than expected participation rates within their respective facilities. ODI reports quarterly on the progress of hiring individuals with targeted disabilities. ODI also trained all NCA managers and supervisors on reasonable accommodation procedures. ODI conducted Schedule A and RA training on all six technical assistance review visits. ODI issued guidance on Schedule A hiring, disability law, RA, etc. to the Selective Placement Coordinators and the LRACs.
In FY 2013, VA made great strides toward the goal that two percent of the workforce be people with targeted disabilities. This group is now 1.99 percent of the work force, an increase from 1.85 percent at the end of FY 2012. While the VA total workforce had a 4.01 percent net change, there was an 11.5 percent net change for employees with targeted disabilities. This group was 2.83 percent of total hires.
In FY 2012, they were 2.58 percent of total hires. Increasing the number of employees with disabilities, especially targeted disabilities, improves the ability of VA employees and managers to understand the viewpoint of disabled Veterans. The Disability Program was reinvigorated with a HCIP hire in FY 2010. At the end of FY 2009, employees with targeted disabilities were only 1.47 percent of VA’s workforce. In 4 years, VA has achieved a 35 percent increase for this group. (Unfortunately, EEOC has not released data since the FY 2010 report, so we can’t verify where VA’s on board data stands in relation to the other agencies.)
Quarterly updates on hires of people with targeted disabilities were sent to all facilities and VACO, letting them know of their progress. Periodically, the Disability Program Manager sent emails providing guidance on the Schedule A excepted appointment authority and other pertinent guidance.
VA hired 48 WRP interns for summer positions. This is the second highest number for one Federal agency. The WRP provides pre-screened college students and graduates with disabilities who are eligible for employment. Several of these interns were converted to permanent positions. ODI reimbursed salary costs for most of these interns from the WRP fund.
RA is required by the Rehabilitation Act of 1973, as amended, and is also critical to the retention of these employees. The Centralized Fund was used to reimburse the cost of 1,105 accommodations. The VA employees, LRACs, who are responsible for processing accommodation requests received training on the process and on the automated tracking system. The automated tracking program “Reasonable Accommodations Compliance System” was rolled out in FY 2013 and all Administrations were instructed to ensure that every LRAC was using the system.
In February 2013, the U.S. Department of Labor’s Office of Disability Employment Programs (ODEP) created several videos of ODI’s Deputy Assistant Secretary, the Director, Outreach and Retention Division, and VA’s Disability Program Manager discussing our program. ODEP has publicized these videos and lauded VA for having best practices.
Based on questions from LRACs, supervisors, and employees, as well as new EEOC guidance, VA Handbook 5975.1, Processing Requests for Reasonable Accommodation from Applicants and Employees, was updated. The draft wassent to the Administrations and the Office of General Counsel for comment. After some negotiations, the final was submitted for signature. Several other agencies have said they are waiting to see VA’s new procedures.
In September 2013, VA’s Disability Program Manager participated in a panel discussion at MicroPact’s Symposium. The panel, which was repeated four times during the day so that all participants could attend, focused on accommodation issues.
Data on employment of individuals with targeted disabilities is included in ODI’s quarterly reports which were given to senior staff. Quarterly hiring data is also shared with EEO and HR staff VA-wide. This resulted in most VA components exceeding the hiring goal in FY 2013.
ODI published articles regarding the importance for career growth for individuals with targeted disabilities. ODI also talked about this topic on six site visits. During site visit trainings, ODI provides barrier analysis training specific to individuals with targeted disabilities.
FY 2013 REPORT
66
Planned Activities
Recruiting Individuals with Targeted Disabilities Target Date1. ODI will publicize best practices from facilities that have taken proactive steps and demonstrated an increase in hiring of individuals with targeted disabilities, annually.
9/30/2016 Annually
2. ODI will release quarterly reports on success in meeting the 2 percent hiring goal in FY 2014. These reports will go to the Secretary and the Administrators.
9/30/2016
3. ODI will research the top colleges and universities for each of VA’s most populous occupations and identify the contact information for the office providing services to students with disabilities at each. Job announcements will be distributed to these contacts.
3/30/2013CANCELLED
4. ODI will continue to conduct Schedule A and Reasonable Accommodation training biannually to HR, EEO staff, and all managers and supervisors toencourage the use of this special hiring authority and support the employment of IWTDs.
09/30/2016Biennial
Placing Individuals with Targeted Disabilities to Improve Possibilities for Career Development
Target Date
ODI will ensure that placement for career growth is included in training, newsletter articles, and site visits as a topic, annually.
2/15/2016
When ODI trains HR staff and hiring officials on employment of individuals with targeted disabilities, including the Schedule A hiring process. We will stress the need to place them in positions with promotion potential.
9/30/2016
ODI will encourage VA components to report successes and best practices, which can be shared via the Diversity Newsletter issued bi-monthly by ODI.
9/30/2016
ODI will contact OPM and EEOC for guidance on how to legally provide opportunities for advancement.
9/30/2014
Identify Individuals with Targeted Disabilities who can be advanced to higher positions
Target Date
ODI will instruct the administrations on pulling education/pay data so that they can monitor their progress, annually.
9/30/2016
ODI will encourage VA components to report successes and best practices, which can be shared via the Diversity Newsletter issued bi-monthly by ODI.
9/30/2013Ongoing
ODI will expand ODI/VALU Pilot program on MyCareer to additional facilities focusing on training/developmental strategies to facilitate promotionpotential. Slots for this program were designated for individuals with targeted disabilities.
09/30/2015
Coordination and Collaboration Efforts Target DateODI will monitor progress on the hiring objective for individuals with disabilities contained Diversity and Inclusion Strategic Plan on a quarterly basis through the VA’s MD-715 on-line reporting system.
09/30/2016
ODI will provide VA Managers and HR staff with quarterly training in disability law and RA procedures.
09/30/2016
ODI will continue to work with CIO staff to create guidance on streamlining the approval and procurement of electronic/information technologyaccommodations.
9/30/2016
ODI will work with the Veterans Employment Services Office to explore options for employees who are Veterans with psychiatric disabilities, in an effort to reduce involuntary separations.
9/30/2014
ODI will continue to issue guidance to the Selective Placement Coordinators and the LRACs.
9/30/2016
ODI will solicit members for a disability employment workgroup to address disability employment issues.
09/30/2014
67
Table
A1
: T
ota
l W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd S
ex -
SEP
– F
Y 2
01
3
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/
Un
dis
clo
sed
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
TO
TA
L
FY
20
12
#323,1
54
131,2
32
191,9
22
10,0
32
11,4
63
80,8
24
115,6
78
28,9
05
46,8
93
8,5
13
13,5
92
325
402
1,5
18
2,2
31
1,1
15
1,6
63
%99.9
9%
40.6
0%
59.3
9%
03.1
0%
03.5
5%
25.0
1%
35.8
0%
08.9
4%
14.5
1%
02.6
3%
04.2
1%
00.1
0%
00.1
2%
00.4
7%
00.6
9%
00.3
5%
00.5
1%
FY
20
13
#336,1
19
136,5
76
199,5
43
10,4
28
11,8
36
83,6
00
119,5
85
30,5
72
49,4
96
9,2
36
14,6
44
401
489
1,9
50
2,9
10
389
583
%100.0
2%
40.6
4%
59.3
8%
03.1
0%
03.5
2%
24.8
7%
35.5
8%
09.1
0%
14.7
3%
02.7
5%
04.3
6%
00.1
2%
00.1
5%
00.5
8%
00.8
7%
00.1
2%
00.1
7%
RC
LF
(20
10
)%
99.9
7%
34.2
4%
65.7
3%
03.9
3%
05.7
1%
23.2
8%
45.3
8%
03.5
7%
09.2
0%
02.9
5%
04.3
5%
00.0
4%
00.0
8%
00.2
7%
00.6
4%
00.2
0%
00.3
7%
CLF
(20
10
)%
100.0
0%
51.8
4%
48.1
6%
5.1
7%
4.7
9%
38.3
3%
34.0
3%
5.4
9%
6.5
3%
1.9
7%
1.9
3%
0.0
7%
0.0
7%
0.5
3%
0.5
3%
0.2
6%
0.2
8%
Dif
fere
nce
Rati
o
Ch
an
ge
#12,9
65
5,3
44
7,6
21
396
373
2,7
76
3,9
07
1,6
67
2,6
03
723
1,0
52
76
87
432
679
-726
-1,0
80
%0.0
3%
0.0
4%
-0.0
1%
0.0
0%
-0.0
3%
-0.1
4%
-0.2
2%
0.1
6%
0.2
2%
0.1
2%
0.1
5%
0.0
2%
0.0
3%
0.1
1%
0.1
8%
-0.2
3%
-0.3
4%
Net
Ch
an
ge
%4.0
1%
4.0
7%
3.9
7%
3.9
5%
3.2
5%
3.4
3%
3.3
8%
5.7
7%
5.5
5%
8.4
9%
7.7
4%
23.3
8%
21.6
4%
28.4
6%
30.4
3%
-5.1
1%
-4.9
4%
PE
RM
AN
EN
T
FY
20
12
#299,9
64
121,8
00
178,1
64
9,4
37
10,7
38
75,0
31
107,2
26
27,2
86
44,1
81
7,3
48
12,1
09
294
368
1,3
88
2,0
52
1,0
16
1,4
90
%100.0
1%
40.6
1%
59.4
0%
03.1
5%
03.5
8%
25.0
1%
35.7
5%
09.1
0%
14.7
3%
02.4
5%
04.0
4%
00.1
0%
00.1
2%
00.4
6%
00.6
8%
00.3
4%
00.5
0%
FY
20
13
#312,3
25
127,0
34
185,2
91
9,7
74
11,0
43
77,7
64
110,8
11
28,9
39
46,6
80
8,0
67
13,1
04
362
439
1,7
76
2,6
87
352
527
%100.0
2%
40.6
8%
59.3
4%
03.1
3%
03.5
4%
24.9
0%
35.4
8%
09.2
7%
14.9
5%
02.5
8%
04.2
0%
00.1
2%
00.1
4%
00.5
7%
00.8
6%
00.1
1%
00.1
7%
Dif
fere
nce
Rati
o
Ch
an
ge
#12,3
61
5,2
34
7,1
27
337
305
2,7
33
3,5
85
1,6
53
2,4
99
719
995
68
71
388
635
-664
-963
%0.0
1%
0.0
7%
-0.0
6%
-0.0
2%
-0.0
4%
-0.1
1%
-0.2
7%
0.1
7%
0.2
2%
0.1
3%
0.1
6%
0.0
2%
0.0
2%
0.1
1%
0.1
8%
-0.2
3%
-0.3
3%
Net
Ch
an
ge
%4.1
2%
4.3
0%
4.0
0%
3.5
7%
2.8
4%
3.6
4%
3.3
4%
6.0
6%
5.6
6%
9.7
8%
8.2
2%
23.1
3%
19.2
9%
27.9
5%
30.9
5%
-5.3
5%
-4.6
3%
TE
MP
OR
AR
Y
FY
20
12
#19,5
86
8,1
06
11,4
80
436
465
5,1
74
7,4
04
1,1
53
1,9
12
1,1
13
1,3
61
27
27
113
152
90
159
WORKFORCE TABLES
68
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/
Un
dis
clo
sed
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
%100.0
1%
41.4
0%
58.6
1%
02.2
3%
02.3
7%
26.4
2%
37.8
0%
05.8
9%
09.7
6%
05.6
8%
06.9
5%
00.1
4%
00.1
4%
00.5
8%
00.7
8%
00.4
6%
00.8
1%
FY
20
13
#20,2
71
8,2
43
12,0
28
469
529
5,2
52
7,7
50
1,1
92
2,0
40
1,1
07
1,4
27
33
43
154
190
36
49
%99.9
9%
40.6
6%
59.3
3%
02.3
1%
02.6
1%
25.9
1%
38.2
3%
05.8
8%
10.0
6%
05.4
6%
07.0
4%
00.1
6%
00.2
1%
00.7
6%
00.9
4%
00.1
8%
00.2
4%
Dif
fere
nce
Rati
o
Ch
an
ge
#685
137
548
33
64
78
346
39
128
-666
616
41
38
-54
-110
%-0
.02%
-0.7
4%
0.7
2%
0.0
8%
0.2
4%
-0.5
1%
0.4
3%
-0.0
1%
0.3
0%
-0.2
2%
0.0
9%
0.0
2%
0.0
7%
0.1
8%
0.1
6%
-0.2
8%
-0.5
7%
Net
Ch
an
ge
%3.5
0%
1.6
9%
4.7
7%
7.5
7%
13.7
6%
1.5
1%
4.6
7%
3.3
8%
6.6
9%
-0.5
4%
4.8
5%
22.2
2%
59.2
6%
36.2
8%
25.0
0%
-0.0
0%
-9.1
8%
NO
N-A
PP
RO
PR
IAT
ED
FY
20
12
#3,6
04
1,3
26
2,2
78
159
260
619
1,0
48
466
800
52
122
47
17
27
914
%100.0
0%
36.7
9%
63.2
1%
04.4
1%
07.2
1%
17.1
8%
29.0
8%
12.9
3%
22.2
0%
01.4
4%
03.3
9%
00.1
1%
00.1
9%
00.4
7%
00.7
5%
00.2
5%
00.3
9%
FY
20
13
#3,5
23
1,2
99
2,2
24
185
264
584
1,0
24
441
776
62
113
67
20
33
17
%100.0
2%
36.8
8%
63.1
4%
05.2
5%
07.4
9%
16.5
8%
29.0
7%
12.5
2%
22.0
3%
01.7
6%
03.2
1%
00.1
7%
00.2
0%
00.5
7%
00.9
4%
00.0
3%
00.2
0%
Dif
fere
nce
Rati
o
Ch
an
ge
#-8
1-2
7-5
426
4-3
5-2
4-2
5-2
410
-92
03
6-8
-7
%0.0
2%
0.0
9%
-0.0
7%
0.8
4%
0.2
8%
-0.6
0%
-0.0
1%
-0.4
1%
-0.1
7%
0.3
2%
-0.1
8%
0.0
6%
0.0
1%
0.1
0%
0.1
9%
-0.2
2%
-0.1
9%
Net
Ch
an
ge
%-2
.25%
-2.0
4%
-2.3
7%
16.3
5%
1.5
4%
-5.6
5%
-2.2
9%
-5.3
6%
-3.0
0%
19.2
3%
-7.3
8%
50.0
0%
0.0
0%
17.6
5%
22.2
2%
-8.8
9%
-0.0
0%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
The
CLF
dat
a is
bas
ed o
n t
he
2010 N
atio
nal
Cen
sus
Dat
a an
d e
xclu
des
Puer
to R
ico,
and o
ther
U.S
. te
rritor
ies
(i.e
., G
uam
, ..
.)RCLF
com
par
isons
are
bas
ed o
n 2
010 N
atio
nal
Cen
sus
Nat
ional
dat
a.Fo
r VH
A,
the
met
hodolo
gy
for
com
puting R
CLF
has
chan
ged
. The
new
met
hodolo
gy
use
s st
ate
leve
l dat
a fo
r det
erm
inin
g R
CLF
and is
consi
sten
t w
ith t
he
met
hodolo
gy
for
VBA a
nd N
CA.
Non-A
ppro
pri
ated
em
plo
yees
incl
ude
all em
plo
yees
whose
sal
arie
s ar
e pai
d fro
m funds
gen
erat
ed b
y th
e Can
teen
s (C
ost
Cen
ter
8990).
Rat
io C
han
ge
- Sim
ple
subtr
action o
f Curr
ent
Fisc
al Y
ear
% fro
m P
rior
Fisc
al Y
ear
%.
This
is
the
stan
dar
d V
A m
easu
re o
f ch
ange
of
repre
senta
tion a
nd is
calle
d C
han
ge
% in o
ther
VSSC
rep
ort
s.N
et C
han
ge
- Acc
ord
ing t
o EEO
C,
this
is
calc
ula
ted b
y div
idin
g d
iffe
rence
in e
mplo
ymen
t num
ber
s (c
urr
ent
year
vs.
pri
or
year
) by
the
num
ber
of em
plo
yees
in
the
pri
or
year
.
FY 2013 REPORT
69
Table
B1
: Tota
l W
ork
forc
e -
by D
isabilit
y -
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
TO
TA
L
FY
20
12
#323,1
54
275,1
61
8,3
18
39,6
75
5,9
93
368
532
224
577
170
585
289
3,1
49
99
%100.0
0%
85.1
5%
02.5
7%
12.2
8%
01
.85
%00.1
1%
00.1
6%
00.0
7%
00.1
8%
00.0
5%
00.1
8%
00.0
9%
00.9
7%
00.0
3%
FY
20
13
#336,1
19
283,4
08
9,0
33
43,6
78
6,6
82
398
527
234
640
172
605
300
3,7
16
90
%100.0
0%
84.3
2%
02.6
9%
12.9
9%
01
.99
%00.1
2%
00.1
6%
00.0
7%
00.1
9%
00.0
5%
00.1
8%
00.0
9%
01.1
1%
00.0
3%
Dif
fere
nce
Rati
o C
han
ge
#12,9
65
8,2
47
715
4,0
03
68
930
-510
63
220
11
567
-9
%00.0
0%
-00.8
3%
00.1
2%
00.7
1%
00
.14
%00.0
1%
00.0
0%
00.0
0%
00.0
1%
00.0
0%
00.0
0%
00.0
0%
00.1
4%
00.0
0%
Net
Ch
an
ge
%04.0
1%
03.0
0%
08.6
0%
10.0
9%
11
.50
%08.1
5%
-00.9
4%
04.4
6%
10.9
2%
01.1
8%
03.4
2%
03.8
1%
18.0
1%
-09.0
9%
Fed
era
l H
igh
%0
2.6
7%
PE
RM
AN
EN
T
FY
20
12
#299,9
64
255,1
85
7,7
15
37,0
64
5,4
13
343
499
211
534
156
544
274
2,7
60
92
%100.0
0%
85.0
7%
02.5
7%
12.3
6%
01
.80
%00.1
1%
00.1
7%
00.0
7%
00.1
8%
00.0
5%
00.1
8%
00.0
9%
00.9
2%
00.0
3%
FY
20
13
#312,3
25
263,3
27
8,3
80
40,6
18
5,9
96
369
492
214
588
161
567
275
3,2
48
82
%100.0
0%
84.3
1%
02.6
8%
13.0
1%
01
.92
%00.1
2%
00.1
6%
00.0
7%
00.1
9%
00.0
5%
00.1
8%
00.0
9%
01.0
4%
00.0
3%
Dif
fere
nce
Rati
o C
han
ge
#12,3
61
8,1
42
665
3,5
54
58
326
-73
54
523
1488
-10
%00.0
0%
-00.7
6%
00.1
1%
00.6
5%
00
.12
%00.0
1%
-00.0
1%
00.0
0%
00.0
1%
00.0
0%
00.0
0%
00.0
0%
00.1
2%
00.0
0%
Net
Ch
an
ge
%04.1
2%
03.1
9%
08.6
2%
09.5
9%
10
.77
%07.5
8%
-01.4
0%
01.4
2%
10.1
1%
03.2
1%
04.2
3%
00.3
6%
17.6
8%
-10.8
7%
TE
MP
OR
AR
Y
FY
20
12
#19,5
86
16,8
10
510
2,2
66
52
019
27
12
39
14
35
6363
5
%100.0
0%
85.8
3%
02.6
0%
11.5
7%
02
.65
%00.1
0%
00.1
4%
00.0
6%
00.2
0%
00.0
7%
00.1
8%
00.0
3%
01.8
5%
00.0
3%
FY
20
13
#20,2
71
17,0
32
554
2,6
85
61
121
27
19
46
11
33
15
433
6
%100.0
0%
84.0
2%
02.7
3%
13.2
5%
03
.01
%00.1
0%
00.1
3%
00.0
9%
00.2
3%
00.0
5%
00.1
6%
00.0
7%
02.1
4%
00.0
3%
Dif
fere
nce
Rati
o C
han
ge
#685
222
44
419
91
20
77
-3-2
970
1
%00.0
0%
-01.8
1%
00.1
3%
01.6
8%
00
.36
%00.0
0%
-00.0
1%
00.0
3%
00.0
3%
-00.0
2%
-00.0
2%
00.0
4%
00.2
9%
00.0
0%
Net
Ch
an
ge
%03.5
0%
01.3
2%
08.6
3%
18.4
9%
17
.50
%10.5
3%
00.0
0%
58.3
3%
17.9
5%
-21.4
3%
-05.7
1%
150.0
0%
19.2
8%
20.0
0%
WORKFORCE TABLES
70
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
NO
N-A
PP
RO
PR
IAT
ED
FY
20
12
#3,6
04
3,1
66
93
345
60
66
14
06
926
2
%100.0
0%
87.8
5%
02.5
8%
09.5
7%
01
.66
%00.1
7%
00.1
7%
00.0
3%
00.1
1%
00.0
0%
00.1
7%
00.2
5%
00.7
2%
00.0
6%
FY
20
13
#3,5
23
3,0
49
99
375
75
88
16
05
10
35
2
%100.0
0%
86.5
5%
02.8
1%
10.6
4%
02
.13
%00.2
3%
00.2
3%
00.0
3%
00.1
7%
00.0
0%
00.1
4%
00.2
8%
00.9
9%
00.0
6%
Dif
fere
nce
Rati
o C
han
ge
#-8
1-1
17
630
15
22
02
0-1
19
0
%00.0
0%
-01.3
0%
00.2
3%
01.0
7%
00
.47
%00.0
6%
00.0
6%
00.0
0%
00.0
6%
00.0
0%
-00.0
3%
00.0
3%
00.2
7%
00.0
0%
Net
Ch
an
ge
%-0
2.2
5%
-03.7
0%
06.4
5%
08.7
0%
25
.00
%33.3
3%
33.3
3%
00.0
0%
50.0
0%
00.0
0%
-16.6
7%
11.1
1%
34.6
2%
00.0
0%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
Non-A
ppro
pri
ated
em
plo
yees
incl
ude
all em
plo
yees
whose
sal
arie
s ar
e pai
d fro
m funds
gen
erat
ed b
y th
e Can
teen
s (C
ost
Cen
ter
8990).
Rat
io C
han
ge
- Sim
ple
subtr
action o
f Curr
ent
Fisc
al Y
ear
% fro
m P
rior
Fisc
al Y
ear
%.
This
is
the
stan
dar
d V
A m
easu
re o
f ch
ange
of
repre
senta
tion a
nd is
calle
d C
han
ge
% in o
ther
VSSC
rep
ort
s.
Net
Chan
ge
- Acc
ord
ing t
o EEO
C,
this
is
calc
ula
ted b
y div
idin
g d
iffe
rence
in e
mplo
ymen
t num
ber
s (c
urr
ent
year
vs.
pri
or
year
) by
the
num
ber
of em
plo
yees
in
the
pri
or
year
.
FY 2013 REPORT
71
Table
A2
: TO
TA
L W
OR
KFO
RC
E B
Y C
OM
PO
NEN
T -
Perm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd S
ex -
SEP
– F
Y 2
01
3
All
VA
By
Ad
min
istr
ati
on
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
TO
TA
L#
315,2
59
128,0
93
187,1
66
9,9
07
11,2
55
78,2
61
111,6
91
29,2
96
47,3
33
8,1
19
13,1
94
367
446
1,7
91
2,7
14
352
533
%100.0
0%
40.6
3%
59.3
7%
03.1
4%
03.5
7%
24.8
2%
35.4
3%
09.2
9%
15.0
1%
02.5
8%
04.1
9%
00.1
2%
00.1
4%
00.5
7%
00.8
6%
00.1
1%
00.1
7%
RC
LF
(20
10
)%
99.9
6%
33.8
5%
66.1
1%
03.9
4%
05.7
8%
22.9
7%
45.5
9%
03.5
9%
09.3
6%
02.8
4%
04.2
9%
00.0
4%
00.0
8%
00.2
7%
00.6
4%
00.2
0%
00.3
7%
VH
A#
280,1
52
108,8
20
171,3
32
8,6
17
10,4
14
65,6
48
102,8
06
25,1
66
42,1
96
7,3
68
12,6
75
299
410
1,4
45
2,3
74
277
457
%100.0
1%
38.8
5%
61.1
6%
03.0
8%
03.7
2%
23.4
3%
36.7
0%
08.9
8%
15.0
6%
02.6
3%
04.5
2%
00.1
1%
00.1
5%
00.5
2%
00.8
5%
00.1
0%
00.1
6%
VB
A#
20,8
38
10,2
11
10,6
27
625
556
6,4
92
5,8
92
2,4
95
3,5
38
306
283
41
23
215
280
37
55
%100.0
0%
49.0
0%
51.0
0%
03.0
0%
02.6
7%
31.1
5%
28.2
8%
11.9
7%
16.9
8%
01.4
7%
01.3
6%
00.2
0%
00.1
1%
01.0
3%
01.3
4%
00.1
8%
00.2
6%
NC
A#
1,6
62
1,2
43
419
127
34
848
232
194
131
27
10
14
224
79
3
%99.9
8%
74.7
7%
25.2
1%
07.6
4%
02.0
5%
51.0
2%
13.9
6%
11.6
7%
07.8
8%
01.6
2%
00.6
0%
00.8
4%
00.1
2%
01.4
4%
00.4
2%
00.5
4%
00.1
8%
ST
AFF
OFFIC
ES
#12,6
07
7,8
19
4,7
88
538
251
5,2
73
2,7
61
1,4
41
1,4
68
418
226
13
11
107
53
29
18
%100.0
0%
62.0
3%
37.9
7%
04.2
7%
01.9
9%
41.8
3%
21.9
0%
11.4
3%
11.6
4%
03.3
2%
01.7
9%
00.1
0%
00.0
9%
00.8
5%
00.4
2%
00.2
3%
00.1
4%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
RCLF
com
par
isons
are
bas
ed o
n 2
010 C
ensu
s N
atio
nal
dat
a.
For
VH
A,
the
met
hodolo
gy
for
com
puting R
CLF
has
chan
ged
. The
new
met
hodolo
gy
use
s st
ate
leve
l dat
a fo
r det
erm
inin
g R
CLF
and is
consi
sten
t w
ith t
he
met
hodolo
gy
for
VBA a
nd N
CA.
WORKFORCE TABLES
72
Table
B2
: T
OTA
L W
OR
KFO
RC
E B
Y C
OM
PO
NEN
T -
Perm
an
en
t W
ork
forc
e -
by D
isab
ilit
y -
SEP
– F
Y 2
01
3
All
VA
By A
dm
inis
trati
on
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
TO
TA
L#
315,2
59
265,8
73
8,4
63
40,9
23
6,0
56
375
499
215
593
161
571
285
3,2
73
84
%100.0
0%
84.3
3%
02.6
8%
12.9
8%
01
.92
%00.1
2%
00.1
6%
00.0
7%
00.1
9%
00.0
5%
00.1
8%
00.0
9%
01.0
4%
00.0
3%
Fed
era
l H
igh
%0
2.2
7%
VH
A#
280,1
52
238,8
07
6,9
89
34,3
56
5,3
06
293
450
174
497
132
492
278
2,9
17
73
%100.0
0%
85.2
4%
02.4
9%
12.2
6%
01
.89
%00.1
0%
00.1
6%
00.0
6%
00.1
8%
00.0
5%
00.1
8%
00.1
0%
01.0
4%
00.0
3%
VB
A#
20,8
38
15,7
71
887
4,1
80
49
055
28
26
68
19
50
5233
6
%100.0
0%
75.6
8%
04.2
6%
20.0
6%
02
.35
%00.2
6%
00.1
3%
00.1
2%
00.3
3%
00.0
9%
00.2
4%
00.0
2%
01.1
2%
00.0
3%
NC
A#
1,6
62
1,1
32
95
435
45
21
33
12
033
0
%100.0
0%
68.1
1%
05.7
2%
26.1
7%
02
.71
%00.1
2%
00.0
6%
00.1
8%
00.1
8%
00.0
6%
00.1
2%
00.0
0%
01.9
9%
00.0
0%
ST
AFF O
FFIC
ES
#12,6
07
10,1
63
492
1,9
52
21
525
20
12
25
927
290
5
%100.0
0%
80.6
1%
03.9
0%
15.4
8%
01
.71
%00.2
0%
00.1
6%
00.1
0%
00.2
0%
00.0
7%
00.2
1%
00.0
2%
00.7
1%
00.0
4%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
FY 2013 REPORT
73
Table
A3
: O
CC
UP
ATIO
NA
L G
RO
UP
S -
Perm
an
en
t W
ork
forc
e -
Dis
trib
uti
on
by R
ace
/Eth
nic
ity a
nd S
ex -
SEP
– F
Y 2
01
3
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/
Un
dis
clo
sed
All
Male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Exe
cutive
/Sen
ior
Leve
l O
ffic
ials
an
d M
anag
ers
#1,2
19
701
518
37
19
547
384
88
92
20
16
12
75
10
%100.0
0%
57.5
0%
42.4
9%
03.0
4%
01.5
6%
44.8
7%
31.5
0%
07.2
2%
07.5
5%
01.6
4%
01.3
1%
00.0
8%
00.1
6%
00.5
7%
00.4
1%
00.0
8%
00.0
0%
Mid
-Leve
l O
ffic
ials
and
Man
ager
s
#7,7
63
3,5
33
4,2
30
193
195
2,5
64
2,7
18
610
1,1
00
118
157
46
37
40
714
%100.0
0%
45.5
2%
54.4
9%
02.4
9%
02.5
1%
33.0
3%
35.0
1%
07.8
6%
14.1
7%
01.5
2%
02.0
2%
00.0
5%
00.0
8%
00.4
8%
00.5
2%
00.0
9%
00.1
8%
Firs
t-Le
vel
Off
icia
ls a
nd
Man
ager
s
#29,9
42
13,6
14
16,3
28
994
952
8,7
62
9,5
74
3,0
33
4,8
19
495
531
48
38
241
337
41
77
%100.0
0%
45.4
6%
54.5
4%
03.3
2%
03.1
8%
29.2
6%
31.9
8%
10.1
3%
16.0
9%
01.6
5%
01.7
7%
00.1
6%
00.1
3%
00.8
0%
01.1
3%
00.1
4%
00.2
6%
TO
TA
L O
ffic
ials
an
d M
an
ag
ers
#38,9
24
17,8
48
21,0
76
1,2
24
1,1
66
11,8
73
12,6
76
3,7
31
6,0
11
633
704
53
46
285
382
49
91
%100.0
0%
45.8
6%
54.1
5%
03.1
4%
03.0
0%
30.5
0%
32.5
7%
09.5
9%
15.4
4%
01.6
3%
01.8
1%
00.1
4%
00.1
2%
00.7
3%
00.9
8%
00.1
3%
00.2
3%
Pro
fess
ion
als
#136,6
25
48,2
46
88,3
79
2,9
85
4,6
69
34,7
46
58,4
32
4,6
01
14,4
64
5,0
92
9,3
17
93
167
628
1,1
46
101
184
%100.0
0%
35.3
1%
64.6
9%
02.1
8%
03.4
2%
25.4
3%
42.7
7%
03.3
7%
10.5
9%
03.7
3%
06.8
2%
00.0
7%
00.1
2%
00.4
6%
00.8
4%
00.0
7%
00.1
3%
Tech
nic
ian
s#
36,5
14
10,6
60
25,8
54
1,0
99
1,7
68
6,2
59
15,6
14
2,1
94
6,4
59
865
1,4
93
41
66
165
396
37
58
%100.0
0%
29.1
9%
70.8
0%
03.0
1%
04.8
4%
17.1
4%
42.7
6%
06.0
1%
17.6
9%
02.3
7%
04.0
9%
00.1
1%
00.1
8%
00.4
5%
01.0
8%
00.1
0%
00.1
6%
Sale
s W
ork
ers
#850
200
650
17
55
113
356
54
198
931
32
46
02
%100.0
0%
23.5
2%
76.4
8%
02.0
0%
06.4
7%
13.2
9%
41.8
8%
06.3
5%
23.2
9%
01.0
6%
03.6
5%
00.3
5%
00.2
4%
00.4
7%
00.7
1%
00.0
0%
00.2
4%
Off
ice a
nd
C
leri
cal
#48,7
30
17,4
55
31,2
75
1,7
07
2,1
27
8,7
09
16,3
24
5,9
95
11,3
09
634
797
70
100
261
487
79
131
%100.0
0%
35.8
1%
64.1
9%
03.5
0%
04.3
6%
17.8
7%
33.5
0%
12.3
0%
23.2
1%
01.3
0%
01.6
4%
00.1
4%
00.2
1%
00.5
4%
01.0
0%
00.1
6%
00.2
7%
Cra
ft W
ork
ers
#6,6
38
6,4
91
147
545
12
4,5
78
93
1,0
24
34
209
621
1101
113
0
%100.0
0%
97.8
0%
02.2
2%
08.2
1%
00.1
8%
68.9
7%
01.4
0%
15.4
3%
00.5
1%
03.1
5%
00.0
9%
00.3
2%
00.0
2%
01.5
2%
00.0
2%
00.2
0%
00.0
0%
Op
era
tives
#3,6
88
3,2
38
450
294
34
1,6
33
205
1,1
97
187
67
14
91
31
97
0
%100.0
0%
87.8
0%
12.2
0%
07.9
7%
00.9
2%
44.2
8%
05.5
6%
32.4
6%
05.0
7%
01.8
2%
00.3
8%
00.2
4%
00.0
3%
00.8
4%
00.2
4%
00.1
9%
00.0
0%
Lab
ore
rs#
1,0
20
978
42
110
8575
24
252
712
110
117
12
0
%100.0
0%
95.8
9%
04.1
2%
10.7
8%
00.7
8%
56.3
7%
02.3
5%
24.7
1%
00.6
9%
01.1
8%
00.1
0%
00.9
8%
00.1
0%
01.6
7%
00.1
0%
00.2
0%
00.0
0%
Serv
ice
#42,1
74
22,9
30
19,2
44
1,9
25
1,4
13
9,7
42
7,9
35
10,2
38
8,6
53
596
829
66
62
299
285
64
67
WORKFORCE TABLES
74
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/
Un
dis
clo
sed
All
Male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Wo
rkers
%100.0
0%
54.3
7%
45.6
4%
04.5
6%
03.3
5%
23.1
0%
18.8
1%
24.2
8%
20.5
2%
01.4
1%
01.9
7%
00.1
6%
00.1
5%
00.7
1%
00.6
8%
00.1
5%
00.1
6%
TO
TA
L
WO
RK
FO
RC
E#
315,1
63
128,0
46
187,1
17
9,9
06
11,2
52
78,2
28
111,6
59
29,2
86
47,3
22
8,1
17
13,1
92
366
446
1,7
91
2,7
13
352
533
%100.0
0%
40.6
3%
59.3
8%
03.1
4%
03.5
7%
24.8
2%
35.4
3%
09.2
9%
15.0
2%
02.5
8%
04.1
9%
00.1
2%
00.1
4%
00.5
7%
00.8
6%
00.1
1%
00.1
7%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
For
purp
ose
s of th
is r
eport
, title
38 n
urs
es a
re c
oded
to G
S e
quiv
alen
t gra
des
. Pl
ease
see
Dat
a D
efin
itio
ns.
The
Exe
cutive
/Sen
ior
Leve
l O
ffic
ials
and M
anag
ers
incl
udes
gra
des
15,
16,
17,
18,
19,
0 (
SES),
and 9
9 (
Exe
cutive
Pay
Act
). M
id-l
evel
Offic
ials
and M
anag
ers
incl
udes
gra
des
13 a
nd 1
4. F
irst
-lev
el O
ffic
ials
and M
anag
ers
incl
udes
gra
des
1 t
o 1
2.
*** V
A is
not
yet
colle
ctin
g t
his
dat
a.
FY 2013 REPORT
75
Table
B3
: O
CC
UP
ATIO
NA
L G
RO
UP
S -
Perm
an
en
t W
ork
forc
e -
Dis
trib
uti
on
by D
isabilit
y-
SEP
– F
Y 2
01
3
All
VA
Occ
up
ati
on
al
Cate
go
ryT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
Exe
cutive
/Sen
ior
Leve
l O
ffic
ials
and M
anager
s#
1,2
19
1,0
50
45
124
18
12
26
02
05
0
%100.0
0%
86.1
4%
03.6
9%
10.1
7%
01.4
8%
00.0
8%
00.1
6%
00.1
6%
00.4
9%
00.0
0%
00.1
6%
00.0
0%
00.4
1%
00.0
0%
Mid
-Leve
l O
ffic
ials
and
Man
ager
s#
7,7
63
6,5
84
230
949
101
311
10
18
78
142
1
%100.0
0%
84.8
1%
02.9
6%
12.2
2%
01.3
0%
00.0
4%
00.1
4%
00.1
3%
00.2
3%
00.0
9%
00.1
0%
00.0
1%
00.5
4%
00.0
1%
Firs
t-Le
vel O
ffic
ials
and
Man
ager
s#
29,9
42
23,9
05
1,0
67
4,9
70
559
21
26
37
78
19
48
5314
11
%100.0
0%
79.8
4%
03.5
6%
16.6
0%
01.8
7%
00.0
7%
00.0
9%
00.1
2%
00.2
6%
00.0
6%
00.1
6%
00.0
2%
01.0
5%
00.0
4%
TO
TA
L O
ffic
ials
an
d
Man
ag
ers
#38,9
24
31,5
39
1,3
42
6,0
43
678
25
39
49
102
26
58
6361
12
%100.0
0%
81.0
3%
03.4
5%
15.5
3%
01.7
4%
00.0
6%
00.1
0%
00.1
3%
00.2
6%
00.0
7%
00.1
5%
00.0
2%
00.9
3%
00.0
3%
Pro
fess
ion
als
#136,6
25
122,3
08
2,7
66
11,5
51
1,2
95
38
183
50
149
55
166
5627
22
%100.0
0%
89.5
2%
02.0
2%
08.4
5%
00.9
5%
00.0
3%
00.1
3%
00.0
4%
00.1
1%
00.0
4%
00.1
2%
00.0
0%
00.4
6%
00.0
2%
Tech
nic
ian
s#
36,5
14
32,1
00
701
3,7
13
565
34
37
32
37
12
86
9314
4
%100.0
0%
87.9
1%
01.9
2%
10.1
7%
01.5
5%
00.0
9%
00.1
0%
00.0
9%
00.1
0%
00.0
3%
00.2
4%
00.0
2%
00.8
6%
00.0
1%
Sale
s W
ork
ers
#850
715
29
106
90
02
20
11
30
%100.0
0%
84.1
2%
03.4
1%
12.4
7%
01.0
6%
00.0
0%
00.0
0%
00.2
4%
00.2
4%
00.0
0%
00.1
2%
00.1
2%
00.3
5%
00.0
0%
Off
ice a
nd
Cle
rica
l#
48,7
30
36,4
70
1,7
33
10,5
27
1,7
20
147
134
56
199
48
155
73
877
31
%100.0
0%
74.8
4%
03.5
6%
21.6
0%
03.5
3%
00.3
0%
00.2
7%
00.1
1%
00.4
1%
00.1
0%
00.3
2%
00.1
5%
01.8
0%
00.0
6%
Cra
ft W
ork
ers
#6,6
38
5,2
92
237
1,1
09
148
14
95
13
48
786
2
%100.0
0%
79.7
2%
03.5
7%
16.7
1%
02.2
3%
00.2
1%
00.1
4%
00.0
8%
00.2
0%
00.0
6%
00.1
2%
00.1
1%
01.3
0%
00.0
3%
Op
era
tives
#3,6
88
2,8
18
162
708
160
19
51
50
11
27
91
1
%100.0
0%
76.4
1%
04.3
9%
19.2
0%
04.3
4%
00.5
2%
00.1
4%
00.0
3%
00.1
4%
00.0
0%
00.3
0%
00.7
3%
02.4
7%
00.0
3%
Lab
ore
rs#
1,0
20
693
54
273
46
30
03
11
434
0
%100.0
0%
67.9
4%
05.2
9%
26.7
6%
04.5
1%
00.2
9%
00.0
0%
00.0
0%
00.2
9%
00.1
0%
00.1
0%
00.3
9%
03.3
3%
00.0
0%
Serv
ice W
ork
ers
#42,1
74
33,8
61
1,4
36
6,8
77
1,4
31
95
92
20
83
15
84
153
877
12
%100.0
0%
80.2
9%
03.4
0%
16.3
1%
03.3
9%
00.2
3%
00.2
2%
00.0
5%
00.2
0%
00.0
4%
00.2
0%
00.3
6%
02.0
8%
00.0
3%
TO
TA
L W
OR
KFO
RC
E#
315,1
63
265,7
96
8,4
60
40,9
07
6,0
52
375
499
215
593
161
570
285
3,2
70
84
WORKFORCE TABLES
76
All
VA
Occ
up
ati
on
al
Cate
go
ryT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
%100.0
0%
84.3
4%
02.6
8%
12.9
8%
01.9
2%
00.1
2%
00.1
6%
00.0
7%
00.1
9%
00.0
5%
00.1
8%
00.0
9%
01.0
4%
00.0
3%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
For
purp
ose
s of th
is r
eport
, title
38 n
urs
es a
re c
oded
to G
S e
quiv
alen
t gra
des
. Pl
ease
see
Dat
a D
efin
itio
ns.
FY 2013 REPORT
77
Table
A4
-1:
PA
RTIC
IPA
TIO
N R
ATES
AC
RO
SS
GEN
ER
AL S
CH
ED
ULE (
GS
) G
RA
DES
- P
erm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd
Sex -
SEP
– F
Y2
01
3
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
or
Oth
er
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
GS
-1
#23
12
11
31
67
23
10
00
00
00
%100.0
0%
52.1
8%
47.8
2%
13.0
4%
04.3
5%
26.0
9%
30.4
3%
08.7
0%
13.0
4%
04.3
5%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
GS
-2
#92
45
47
42
24
24
14
20
21
10
00
00
%100.0
1%
48.9
2%
51.0
9%
04.3
5%
02.1
7%
26.0
9%
26.0
9%
15.2
2%
21.7
4%
02.1
7%
01.0
9%
01.0
9%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
GS
-3
#937
434
503
69
46
166
210
184
217
717
12
78
03
%100.0
0%
46.3
3%
53.6
7%
07.3
6%
04.9
1%
17.7
2%
22.4
1%
19.6
4%
23.1
6%
00.7
5%
01.8
1%
00.1
1%
00.2
1%
00.7
5%
00.8
5%
00.0
0%
00.3
2%
GS
-4
#6,1
68
2,5
54
3,6
14
276
322
1,1
59
1,4
93
987
1,5
82
85
127
716
31
56
918
%100.0
0%
41.4
0%
58.6
0%
04.4
7%
05.2
2%
18.7
9%
24.2
1%
16.0
0%
25.6
5%
01.3
8%
02.0
6%
00.1
1%
00.2
6%
00.5
0%
00.9
1%
00.1
5%
00.2
9%
GS
-5
#30,2
81
10,0
57
20,2
24
1,0
16
1,3
02
4,7
66
9,3
28
3,6
61
8,4
63
387
649
38
60
143
335
46
87
%100.0
1%
33.2
2%
66.7
9%
03.3
6%
04.3
0%
15.7
4%
30.8
0%
12.0
9%
27.9
5%
01.2
8%
02.1
4%
00.1
3%
00.2
0%
00.4
7%
01.1
1%
00.1
5%
00.2
9%
GS
-6
#37,5
61
11,7
68
25,7
93
1,2
06
1,7
53
6,2
60
13,9
62
3,4
20
8,3
66
580
1,1
55
52
74
207
396
43
87
%99.9
9%
31.3
3%
68.6
6%
03.2
1%
04.6
7%
16.6
7%
37.1
7%
09.1
1%
22.2
7%
01.5
4%
03.0
7%
00.1
4%
00.2
0%
00.5
5%
01.0
5%
00.1
1%
00.2
3%
GS
-7
#19,9
79
7,6
30
12,3
49
772
886
4,1
57
6,9
44
2,1
48
3,8
06
378
424
35
44
109
204
31
41
%100.0
1%
38.2
0%
61.8
1%
03.8
6%
04.4
3%
20.8
1%
34.7
6%
10.7
5%
19.0
5%
01.8
9%
02.1
2%
00.1
8%
00.2
2%
00.5
5%
01.0
2%
00.1
6%
00.2
1%
GS
-8
#19,8
55
5,6
18
14,2
37
514
851
3,4
95
8,8
69
964
3,0
96
510
1,1
14
22
48
97
226
16
33
%100.0
1%
28.3
0%
71.7
1%
02.5
9%
04.2
9%
17.6
0%
44.6
7%
04.8
6%
15.5
9%
02.5
7%
05.6
1%
00.1
1%
00.2
4%
00.4
9%
01.1
4%
00.0
8%
00.1
7%
GS
-9
#17,8
17
7,3
62
10,4
55
592
648
4,5
03
6,2
94
1,6
90
2,7
18
395
511
19
29
139
221
24
34
%100.0
1%
41.3
2%
58.6
9%
03.3
2%
03.6
4%
25.2
7%
35.3
3%
09.4
9%
15.2
6%
02.2
2%
02.8
7%
00.1
1%
00.1
6%
00.7
8%
01.2
4%
00.1
3%
00.1
9%
GS
-1
0#
4,0
67
1,8
30
2,2
37
134
139
1,0
87
1,4
09
459
527
112
125
82
26
31
44
%100.0
0%
45.0
0%
55.0
0%
03.2
9%
03.4
2%
26.7
3%
34.6
4%
11.2
9%
12.9
6%
02.7
5%
03.0
7%
00.2
0%
00.0
5%
00.6
4%
00.7
6%
00.1
0%
00.1
0%
GS
-1
1#
57,8
50
16,3
96
41,4
54
1,2
63
2,3
55
11,1
37
26,1
33
2,5
31
8,0
21
1,1
47
4,2
39
46
84
223
530
49
92
%100.0
1%
28.3
4%
71.6
7%
02.1
8%
04.0
7%
19.2
5%
45.1
7%
04.3
8%
13.8
7%
01.9
8%
07.3
3%
00.0
8%
00.1
5%
00.3
9%
00.9
2%
00.0
8%
00.1
6%
GS
-#
27,1
31
11,1
52
15,9
79
645
892
8,1
98
10,7
79
1,4
81
2,8
96
626
1,1
19
24
23
157
214
21
56
WORKFORCE TABLES
78
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
or
Oth
er
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
12
%100.0
1%
41.1
2%
58.8
9%
02.3
8%
03.2
9%
30.2
2%
39.7
3%
05.4
6%
10.6
7%
02.3
1%
04.1
2%
00.0
9%
00.0
8%
00.5
8%
00.7
9%
00.0
8%
00.2
1%
GS
-1
3#
32,8
20
10,5
64
22,2
56
601
965
8,1
97
16,1
91
1,1
00
3,5
14
512
1,2
77
17
29
118
238
19
42
%100.0
1%
32.1
9%
67.8
2%
01.8
3%
02.9
4%
24.9
8%
49.3
3%
03.3
5%
10.7
1%
01.5
6%
03.8
9%
00.0
5%
00.0
9%
00.3
6%
00.7
3%
00.0
6%
00.1
3%
GS
-1
4#
6,7
32
3,2
53
3,4
79
124
128
2,5
63
2,5
00
384
673
154
136
15
20
29
78
%99.9
9%
48.3
1%
51.6
8%
01.8
4%
01.9
0%
38.0
7%
37.1
4%
05.7
0%
10.0
0%
02.2
9%
02.0
2%
00.0
1%
00.0
7%
00.3
0%
00.4
3%
00.1
0%
00.1
2%
GS
-1
5#
23,3
85
14,9
95
8,3
90
800
495
10,6
19
5,0
09
640
632
2,6
97
2,0
96
23
14
191
131
25
13
%100.0
1%
64.1
3%
35.8
8%
03.4
2%
02.1
2%
45.4
1%
21.4
2%
02.7
4%
02.7
0%
11.5
3%
08.9
6%
00.1
0%
00.0
6%
00.8
2%
00.5
6%
00.1
1%
00.0
6%
All
O
ther
GS
#60
18
42
01
15
10
129
21
00
01
00
%100.0
1%
30.0
0%
70.0
1%
00.0
0%
01.6
7%
25.0
0%
16.6
7%
01.6
7%
48.3
3%
03.3
3%
01.6
7%
00.0
0%
00.0
0%
00.0
0%
01.6
7%
00.0
0%
00.0
0%
SE
S#
356
215
141
13
3179
115
16
18
44
00
21
10
%99.9
8%
60.3
8%
39.6
0%
03.6
5%
00.8
4%
50.2
8%
32.3
0%
04.4
9%
05.0
6%
01.1
2%
01.1
2%
00.0
0%
00.0
0%
00.5
6%
00.2
8%
00.2
8%
00.0
0%
TO
TA
L#
285,1
14
103,9
03
181,2
11
8,0
32
10,7
89
66,5
31
109,2
77
19,6
82
44,5
81
7,5
99
12,9
95
294
430
1,4
70
2,6
21
295
518
%100.0
0%
36.4
4%
63.5
6%
02.8
2%
03.7
8%
23.3
3%
38.3
3%
06.9
0%
15.6
4%
02.6
7%
04.5
6%
00.1
0%
00.1
5%
00.5
2%
00.9
2%
00.1
0%
00.1
8%
Dat
a sh
ow
n incl
udes
GS/G
M,
SES,
and r
elat
ed g
rades
for
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al
and M
anila
res
iden
ts.
For
purp
ose
s of th
is r
eport
, title
38 n
urs
es a
re c
oded
to G
S e
quiv
alen
t gra
des
. Pl
ease
see
Dat
a D
efin
itio
ns.
Perc
enta
ges
are
bas
ed o
n r
ow
tota
ls.
FY 2013 REPORT
79
Table
B4
-1:
PA
RTIC
IPA
TIO
N R
ATES
AC
RO
SS
GEN
ER
AL S
CH
ED
ULE (
GS
) G
RA
DES
- P
erm
an
en
t W
ork
forc
e -
by D
isab
ilit
y-
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
GS
-1
#23
62
15
61
00
01
02
20
%100.0
0%
26.0
9%
08.7
0%
65.2
2%
26
.09
%04.3
5%
00.0
0%
00.0
0%
00.0
0%
04.3
5%
00.0
0%
08.7
0%
08.7
0%
00.0
0%
GS
-2
#92
50
537
12
01
02
13
40
1
%100.0
0%
54.3
5%
05.4
3%
40.2
2%
13
.04
%00.0
0%
01.0
9%
00.0
0%
02.1
7%
01.0
9%
03.2
6%
04.3
5%
00.0
0%
01.0
9%
GS
-3
#937
693
26
218
55
44
13
14
17
20
1
%100.0
0%
73.9
6%
02.7
7%
23.2
7%
05
.87
%00.4
3%
00.4
3%
00.1
1%
00.3
2%
00.1
1%
00.4
3%
01.8
1%
02.1
3%
00.1
1%
GS
-4
#6,1
68
4,6
19
207
1,3
42
27
745
29
517
919
27
121
5
%100.0
0%
74.8
9%
03.3
6%
21.7
6%
04
.49
%00.7
3%
00.4
7%
00.0
8%
00.2
8%
00.1
5%
00.3
1%
00.4
4%
01.9
6%
00.0
8%
GS
-5
#30,2
81
23,9
23
966
5,3
92
89
553
80
27
98
15
86
27
497
12
%100.0
0%
79.0
0%
03.1
9%
17.8
1%
02
.96
%00.1
8%
00.2
6%
00.0
9%
00.3
2%
00.0
5%
00.2
8%
00.0
9%
01.6
4%
00.0
4%
GS
-6
#37,5
61
31,0
52
1,1
32
5,3
77
74
152
47
24
69
20
86
13
419
11
%100.0
0%
82.6
7%
03.0
1%
14.3
2%
01
.97
%00.1
4%
00.1
3%
00.0
6%
00.1
8%
00.0
5%
00.2
3%
00.0
3%
01.1
2%
00.0
3%
GS
-7
#19,9
79
16,0
80
591
3,3
08
47
623
38
20
55
13
47
7266
7
%100.0
0%
80.4
8%
02.9
6%
16.5
6%
02
.38
%00.1
2%
00.1
9%
00.1
0%
00.2
8%
00.0
7%
00.2
4%
00.0
4%
01.3
3%
00.0
4%
GS
-8
#19,8
55
17,7
52
402
1,7
01
18
28
15
515
330
1103
2
%100.0
0%
89.4
1%
02.0
2%
08.5
7%
00
.92
%00.0
4%
00.0
8%
00.0
3%
00.0
8%
00.0
2%
00.1
5%
00.0
1%
00.5
2%
00.0
1%
GS
-9
#17,8
17
14,6
62
520
2,6
35
33
711
19
11
40
12
32
9198
5
%100.0
0%
82.2
9%
02.9
2%
14.7
9%
01
.89
%00.0
6%
00.1
1%
00.0
6%
00.2
2%
00.0
7%
00.1
8%
00.0
5%
01.1
1%
00.0
3%
GS
-1
0#
4,0
67
3,4
10
129
528
60
41
49
012
030
0
%100.0
0%
83.8
5%
03.1
7%
12.9
8%
01
.48
%00.1
0%
00.0
2%
00.1
0%
00.2
2%
00.0
0%
00.3
0%
00.0
0%
00.7
4%
00.0
0%
GS
-1
1#
57,8
50
50,7
23
1,2
56
5,8
71
69
122
90
35
68
22
77
2364
11
%100.0
0%
87.6
8%
02.1
7%
10.1
5%
01
.19
%00.0
4%
00.1
6%
00.0
6%
00.1
2%
00.0
4%
00.1
3%
00.0
0%
00.6
3%
00.0
2%
GS
-1
2#
27,1
31
23,3
34
663
3,1
34
37
620
48
27
52
18
42
0159
10
%100.0
0%
86.0
0%
02.4
4%
11.5
5%
01
.39
%00.0
7%
00.1
8%
00.1
0%
00.1
9%
00.0
7%
00.1
5%
00.0
0%
00.5
9%
00.0
4%
GS
-1
3#
32,8
20
29,1
68
692
2,9
60
29
89
37
22
49
12
44
0122
3
WORKFORCE TABLES
80
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
%100.0
0%
88.8
7%
02.1
1%
09.0
2%
00
.91
%00.0
3%
00.1
1%
00.0
7%
00.1
5%
00.0
4%
00.1
3%
00.0
0%
00.3
7%
00.0
1%
GS
-1
4#
6,7
32
5,8
83
219
630
53
110
611
33
115
3
%100.0
0%
87.3
9%
03.2
5%
09.3
6%
00
.79
%00.0
1%
00.1
5%
00.0
9%
00.1
6%
00.0
4%
00.0
4%
00.0
1%
00.2
2%
00.0
4%
GS
-1
5#
23,3
85
21,6
66
445
1,2
74
12
02
810
24
16
17
042
1
%100.0
0%
92.6
5%
01.9
0%
05.4
5%
00
.51
%00.0
1%
00.0
3%
00.0
4%
00.1
0%
00.0
7%
00.0
7%
00.0
0%
00.1
8%
00.0
0%
All
Oth
er
GS
#60
58
20
00
00
00
00
00
%100.0
0%
96.6
7%
03.3
3%
00.0
0%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
SE
S#
356
311
11
34
50
00
40
00
10
%100.0
0%
87.3
6%
03.0
9%
09.5
5%
01
.40
%00.0
0%
00.0
0%
00.0
0%
01.1
2%
00.0
0%
00.0
0%
00.0
0%
00.2
8%
00.0
0%
TO
TA
L#
285,1
14
243,3
90
7,2
68
34,4
56
4,5
84
255
427
197
516
146
502
110
2,3
59
72
%100.0
0%
85.3
7%
02.5
5%
12.0
8%
01
.61
%00.0
9%
00.1
5%
00.0
7%
00.1
8%
00.0
5%
00.1
8%
00.0
4%
00.8
3%
00.0
3%
Dat
a sh
ow
n incl
udes
GS/G
M,
SES,
and r
elat
ed g
rades
for
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al
and M
anila
res
iden
ts.
For
purp
ose
s of th
is r
eport
, title
38 n
urs
es a
re c
oded
to G
S e
quiv
alen
t gra
des
. P
leas
e se
e D
ata
Def
initio
ns.
Perc
enta
ges
are
bas
ed o
n r
ow
tota
ls.
FY 2013 REPORT
81
Table
A4
-2:
PA
RTIC
IPA
TIO
N R
ATES
AC
RO
SS
GEN
ER
AL S
CH
ED
ULE (
GS
) G
RA
DES
- P
erm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd
Sex -
SEP
– F
Y2
01
3
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r La
tin
oN
on
-His
pa
nic
or
La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
GS
-1
#23
12
11
31
67
23
10
00
00
00
%00.0
1%
00.0
1%
00.0
1%
00.0
4%
00.0
1%
00.0
1%
00.0
1%
00.0
1%
00.0
1%
00.0
1%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
GS
-2
#92
45
47
42
24
24
14
20
21
10
00
00
%00.0
3%
00.0
4%
00.0
3%
00.0
5%
00.0
2%
00.0
4%
00.0
2%
00.0
7%
00.0
4%
00.0
3%
00.0
1%
00.3
4%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
GS
-3
#937
434
503
69
46
166
210
184
217
717
12
78
03
%00.3
3%
00.4
2%
00.2
8%
00.8
6%
00.4
3%
00.2
5%
00.1
9%
00.9
3%
00.4
9%
00.0
9%
00.1
3%
00.3
4%
00.4
7%
00.4
8%
00.3
1%
00.0
0%
00.5
8%
GS
-4
#6,1
68
2,5
54
3,6
14
276
322
1,1
59
1,4
93
987
1,5
82
85
127
716
31
56
918
%02.1
6%
02.4
6%
01.9
9%
03.4
4%
02.9
8%
01.7
4%
01.3
7%
05.0
1%
03.5
5%
01.1
2%
00.9
8%
02.3
8%
03.7
2%
02.1
1%
02.1
4%
03.0
5%
03.4
7%
GS
-5
#30,2
81
10,0
57
20,2
24
1,0
16
1,3
02
4,7
66
9,3
28
3,6
61
8,4
63
387
649
38
60
143
335
46
87
%10.6
2%
09.6
8%
11.1
6%
12.6
5%
12.0
7%
07.1
6%
08.5
4%
18.6
0%
18.9
8%
05.0
9%
04.9
9%
12.9
3%
13.9
5%
09.7
3%
12.7
8%
15.5
9%
16.8
0%
GS
-6
#37,5
61
11,7
68
25,7
93
1,2
06
1,7
53
6,2
60
13,9
62
3,4
20
8,3
66
580
1,1
55
52
74
207
396
43
87
%13.1
7%
11.3
3%
14.2
3%
15.0
1%
16.2
5%
09.4
1%
12.7
8%
17.3
8%
18.7
7%
07.6
3%
08.8
9%
17.6
9%
17.2
1%
14.0
8%
15.1
1%
14.5
8%
16.8
0%
GS
-7
#19,9
79
7,6
30
12,3
49
772
886
4,1
57
6,9
44
2,1
48
3,8
06
378
424
35
44
109
204
31
41
%07.0
1%
07.3
4%
06.8
1%
09.6
1%
08.2
1%
06.2
5%
06.3
5%
10.9
1%
08.5
4%
04.9
7%
03.2
6%
11.9
0%
10.2
3%
07.4
1%
07.7
8%
10.5
1%
07.9
2%
GS
-8
#19,8
55
5,6
18
14,2
37
514
851
3,4
95
8,8
69
964
3,0
96
510
1,1
14
22
48
97
226
16
33
%06.9
6%
05.4
1%
07.8
6%
06.4
0%
07.8
9%
05.2
5%
08.1
2%
04.9
0%
06.9
4%
06.7
1%
08.5
7%
07.4
8%
11.1
6%
06.6
0%
08.6
2%
05.4
2%
06.3
7%
GS
-9
#17,8
17
7,3
62
10,4
55
592
648
4,5
03
6,2
94
1,6
90
2,7
18
395
511
19
29
139
221
24
34
%06.2
5%
07.0
9%
05.7
7%
07.3
7%
06.0
1%
06.7
7%
05.7
6%
08.5
9%
06.1
0%
05.2
0%
03.9
3%
06.4
6%
06.7
4%
09.4
6%
08.4
3%
08.1
4%
06.5
6%
GS
-1
0#
4,0
67
1,8
30
2,2
37
134
139
1,0
87
1,4
09
459
527
112
125
82
26
31
44
%01.4
3%
01.7
6%
01.2
3%
01.6
7%
01.2
9%
01.6
3%
01.2
9%
02.3
3%
01.1
8%
01.4
7%
00.9
6%
02.7
2%
00.4
7%
01.7
7%
01.1
8%
01.3
6%
00.7
7%
GS
-1
1#
57,8
50
16,3
96
41,4
54
1,2
63
2,3
55
11,1
37
26,1
33
2,5
31
8,0
21
1,1
47
4,2
39
46
84
223
530
49
92
%20.2
9%
15.7
8%
22.8
8%
15.7
2%
21.8
3%
16.7
4%
23.9
1%
12.8
6%
17.9
9%
15.0
9%
32.6
2%
15.6
5%
19.5
3%
15.1
7%
20.2
2%
16.6
1%
17.7
6%
GS
-#
27,1
31
11,1
52
15,9
79
645
892
8,1
98
10,7
79
1,4
81
2,8
96
626
1,1
19
24
23
157
214
21
56
WORKFORCE TABLES
82
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r La
tin
oN
on
-His
pa
nic
or
La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
12
%09.5
2%
10.7
3%
08.8
2%
08.0
3%
08.2
7%
12.3
2%
09.8
6%
07.5
2%
06.5
0%
08.2
4%
08.6
1%
08.1
6%
05.3
5%
10.6
8%
08.1
6%
07.1
2%
10.8
1%
GS
-1
3#
32,8
20
10,5
64
22,2
56
601
965
8,1
97
16,1
91
1,1
00
3,5
14
512
1,2
77
17
29
118
238
19
42
%11.5
1%
10.1
7%
12.2
8%
07.4
8%
08.9
4%
12.3
2%
14.8
2%
05.5
9%
07.8
8%
06.7
4%
09.8
3%
05.7
8%
06.7
4%
08.0
3%
09.0
8%
06.4
4%
08.1
1%
GS
-1
4#
6,7
32
3,2
53
3,4
79
124
128
2,5
63
2,5
00
384
673
154
136
15
20
29
78
%02.3
6%
03.1
3%
01.9
2%
01.5
4%
01.1
9%
03.8
5%
02.2
9%
01.9
5%
01.5
1%
02.0
3%
01.0
5%
00.3
4%
01.1
6%
01.3
6%
01.1
1%
02.3
7%
01.5
4%
GS
-1
5#
23,3
85
14,9
95
8,3
90
800
495
10,6
19
5,0
09
640
632
2,6
97
2,0
96
23
14
191
131
25
13
%08.2
0%
14.4
3%
04.6
3%
09.9
6%
04.5
9%
15.9
6%
04.5
8%
03.2
5%
01.4
2%
35.4
9%
16.1
3%
07.8
2%
03.2
6%
12.9
9%
05.0
0%
08.4
7%
02.5
1%
All
O
the
r G
S
#60
18
42
01
15
10
129
21
00
01
00
%00.0
2%
00.0
2%
00.0
2%
00.0
0%
00.0
1%
00.0
2%
00.0
1%
00.0
1%
00.0
7%
00.0
3%
00.0
1%
00.0
0%
00.0
0%
00.0
0%
00.0
4%
00.0
0%
00.0
0%
SE
S#
356
215
141
13
3179
115
16
18
44
00
21
10
%00.1
2%
00.2
1%
00.0
8%
00.1
6%
00.0
3%
00.2
7%
00.1
1%
00.0
8%
00.0
4%
00.0
5%
00.0
3%
00.0
0%
00.0
0%
00.1
4%
00.0
4%
00.3
4%
00.0
0%
TO
TA
L#
285,1
14
103,9
03
181,2
11
8,0
32
10,7
89
66,5
31
109,2
77
19,6
82
44,5
81
7,5
99
12,9
95
294
430
1,4
70
2,6
21
295
518
%100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
Dat
a sh
ow
n incl
udes
GS/G
M,
SES,
and r
elat
ed g
rades
for
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al
and M
anila
res
iden
ts.
For
purp
ose
s of th
is r
eport
, title
38 n
urs
es a
re c
oded
to G
S e
quiv
alen
t gra
des
. P
leas
e se
e D
ata
Def
initio
ns.
Perc
enta
ges
are
bas
ed o
n c
olu
mn t
ota
ls.
FY 2013 REPORT
83
Table
B4
-2:
PA
RTIC
IPA
TIO
N R
ATES
AC
RO
SS
GEN
ER
AL S
CH
ED
ULE (
GS
) G
RA
DES
- P
erm
an
en
t W
ork
forc
e -
by D
isab
ilit
y -
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
GS
-1
#23
62
15
61
00
01
02
20
%00.0
1%
00.0
0%
00.0
3%
00.0
4%
00
.13
%00.3
9%
00.0
0%
00.0
0%
00.0
0%
00.6
8%
00.0
0%
01.8
2%
00.0
8%
00.0
0%
GS
-2
#92
50
537
12
01
02
13
40
1
%00.0
3%
00.0
2%
00.0
7%
00.1
1%
00
.26
%00.0
0%
00.2
3%
00.0
0%
00.3
9%
00.6
8%
00.6
0%
03.6
4%
00.0
0%
01.3
9%
GS
-3
#937
693
26
218
55
44
13
14
17
20
1
%00.3
3%
00.2
8%
00.3
6%
00.6
3%
01
.20
%01.5
7%
00.9
4%
00.5
1%
00.5
8%
00.6
8%
00.8
0%
15.4
5%
00.8
5%
01.3
9%
GS
-4
#6,1
68
4,6
19
207
1,3
42
27
745
29
517
919
27
121
5
%02.1
6%
01.9
0%
02.8
5%
03.8
9%
06
.04
%17.6
5%
06.7
9%
02.5
4%
03.2
9%
06.1
6%
03.7
8%
24.5
5%
05.1
3%
06.9
4%
GS
-5
#30,2
81
23,9
23
966
5,3
92
89
553
80
27
98
15
86
27
497
12
%10.6
2%
09.8
3%
13.2
9%
15.6
5%
19
.52
%20.7
8%
18.7
4%
13.7
1%
18.9
9%
10.2
7%
17.1
3%
24.5
5%
21.0
7%
16.6
7%
GS
-6
#37,5
61
31,0
52
1,1
32
5,3
77
74
152
47
24
69
20
86
13
419
11
%13.1
7%
12.7
6%
15.5
8%
15.6
1%
16
.16
%20.3
9%
11.0
1%
12.1
8%
13.3
7%
13.7
0%
17.1
3%
11.8
2%
17.7
6%
15.2
8%
GS
-7
#19,9
79
16,0
80
591
3,3
08
47
623
38
20
55
13
47
7266
7
%07.0
1%
06.6
1%
08.1
3%
09.6
0%
10
.38
%09.0
2%
08.9
0%
10.1
5%
10.6
6%
08.9
0%
09.3
6%
06.3
6%
11.2
8%
09.7
2%
GS
-8
#19,8
55
17,7
52
402
1,7
01
18
28
15
515
330
1103
2
%06.9
6%
07.2
9%
05.5
3%
04.9
4%
03
.97
%03.1
4%
03.5
1%
02.5
4%
02.9
1%
02.0
5%
05.9
8%
00.9
1%
04.3
7%
02.7
8%
GS
-9
#17,8
17
14,6
62
520
2,6
35
33
711
19
11
40
12
32
9198
5
%06.2
5%
06.0
2%
07.1
5%
07.6
5%
07
.35
%04.3
1%
04.4
5%
05.5
8%
07.7
5%
08.2
2%
06.3
7%
08.1
8%
08.3
9%
06.9
4%
GS
-1
0#
4,0
67
3,4
10
129
528
60
41
49
012
030
0
%01.4
3%
01.4
0%
01.7
7%
01.5
3%
01
.31
%01.5
7%
00.2
3%
02.0
3%
01.7
4%
00.0
0%
02.3
9%
00.0
0%
01.2
7%
00.0
0%
GS
-1
1#
57,8
50
50,7
23
1,2
56
5,8
71
69
122
90
35
68
22
77
2364
11
%20.2
9%
20.8
4%
17.2
8%
17.0
4%
15
.07
%08.6
3%
21.0
8%
17.7
7%
13.1
8%
15.0
7%
15.3
4%
01.8
2%
15.4
3%
15.2
8%
GS
-1
2#
27,1
31
23,3
34
663
3,1
34
37
620
48
27
52
18
42
0159
10
%09.5
2%
09.5
9%
09.1
2%
09.1
0%
08
.20
%07.8
4%
11.2
4%
13.7
1%
10.0
8%
12.3
3%
08.3
7%
00.0
0%
06.7
4%
13.8
9%
GS
-1
3#
32,8
20
29,1
68
692
2,9
60
29
89
37
22
49
12
44
0122
3
WORKFORCE TABLES
84
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
%11.5
1%
11.9
8%
09.5
2%
08.5
9%
06
.50
%03.5
3%
08.6
7%
11.1
7%
09.5
0%
08.2
2%
08.7
6%
00.0
0%
05.1
7%
04.1
7%
GS
-1
4#
6,7
32
5,8
83
219
630
53
110
611
33
115
3
%02.3
6%
02.4
2%
03.0
1%
01.8
3%
01
.16
%00.3
9%
02.3
4%
03.0
5%
02.1
3%
02.0
5%
00.6
0%
00.9
1%
00.6
4%
04.1
7%
GS
-1
5#
23,3
85
21,6
66
445
1,2
74
12
02
810
24
16
17
042
1
%08.2
0%
08.9
0%
06.1
2%
03.7
0%
02
.62
%00.7
8%
01.8
7%
05.0
8%
04.6
5%
10.9
6%
03.3
9%
00.0
0%
01.7
8%
01.3
9%
All
Oth
er
GS
#60
58
20
00
00
00
00
00
%00.0
2%
00.0
2%
00.0
3%
00.0
0%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
SE
S#
356
311
11
34
50
00
40
00
10
%00.1
2%
00.1
3%
00.1
5%
00.1
0%
00
.11
%00.0
0%
00.0
0%
00.0
0%
00.7
8%
00.0
0%
00.0
0%
00.0
0%
00.0
4%
00.0
0%
TO
TA
L#
285,1
14
243,3
90
7,2
68
34,4
56
4,5
84
255
427
197
516
146
502
110
2,3
59
72
%100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
Dat
a sh
ow
n incl
udes
GS/G
M,
SES,
and r
elat
ed g
rades
for
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
stat
us
and e
xclu
din
g m
edic
al
and M
anila
res
iden
ts.
For
purp
ose
s of th
is r
eport
, title
38 n
urs
es a
re c
oded
to G
S e
quiv
alen
t gra
des
. Pl
ease
see
Dat
a D
efin
itio
ns.
Perc
enta
ges
are
bas
ed o
n c
olu
mn t
ota
ls.
FY 2013 REPORT
85
Table
A5
-1:
PA
RTIC
IPA
TIO
N R
ATES
AC
RO
SS
WA
GE G
RA
DES
- P
erm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd
Sex -
SEP
– F
Y 2
01
3
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Gra
de -
1#
840
720
120
32
7299
50
368
56
63
30
82
42
%100.0
1%
85.7
2%
14.2
9%
03.8
1%
00.8
3%
35.6
0%
05.9
5%
43.8
1%
06.6
7%
00.7
1%
00.3
6%
00.3
6%
00.0
0%
00.9
5%
00.2
4%
00.4
8%
00.2
4%
Gra
de -
2#
11,0
89
9,1
08
1,9
81
587
126
3,3
39
733
4,8
72
1,0
32
149
52
23
2116
31
22
5
%100.0
2%
82.1
4%
17.8
8%
05.2
9%
01.1
4%
30.1
1%
06.6
1%
43.9
4%
09.3
1%
01.3
4%
00.4
7%
00.2
1%
00.0
2%
01.0
5%
00.2
8%
00.2
0%
00.0
5%
Gra
de -
3#
3,3
32
2,4
07
925
206
71
804
313
1,3
25
493
34
23
32
26
21
92
%100.0
0%
72.2
4%
27.7
6%
06.1
8%
02.1
3%
24.1
3%
09.3
9%
39.7
7%
14.8
0%
01.0
2%
00.6
9%
00.0
9%
00.0
6%
00.7
8%
00.6
3%
00.2
7%
00.0
6%
Gra
de -
4#
1,5
33
923
610
76
27
369
233
428
322
26
19
12
22
71
0
%100.0
2%
60.2
3%
39.7
9%
04.9
6%
01.7
6%
24.0
7%
15.2
0%
27.9
2%
21.0
0%
01.7
0%
01.2
4%
00.0
7%
00.1
3%
01.4
4%
00.4
6%
00.0
7%
00.0
0%
Gra
de -
5#
1,2
99
1,1
87
112
116
11
605
56
423
41
24
46
012
01
0
%100.0
0%
91.3
7%
08.6
3%
08.9
3%
00.8
5%
46.5
7%
04.3
1%
32.5
6%
03.1
6%
01.8
5%
00.3
1%
00.4
6%
00.0
0%
00.9
2%
00.0
0%
00.0
8%
00.0
0%
Gra
de -
6#
1,7
13
1,5
27
186
121
4787
89
548
82
36
78
221
26
0
%100.0
1%
89.1
4%
10.8
7%
07.0
6%
00.2
3%
45.9
4%
05.2
0%
31.9
9%
04.7
9%
02.1
0%
00.4
1%
00.4
7%
00.1
2%
01.2
3%
00.1
2%
00.3
5%
00.0
0%
Gra
de -
7#
820
761
59
94
6385
22
260
29
14
01
07
20
0
%99.9
9%
92.8
0%
07.1
9%
11.4
6%
00.7
3%
46.9
5%
02.6
8%
31.7
1%
03.5
4%
01.7
1%
00.0
0%
00.1
2%
00.0
0%
00.8
5%
00.2
4%
00.0
0%
00.0
0%
Gra
de -
8#
882
832
50
69
1495
25
227
24
21
05
013
02
0
%99.9
9%
94.3
3%
05.6
6%
07.8
2%
00.1
1%
56.1
2%
02.8
3%
25.7
4%
02.7
2%
02.3
8%
00.0
0%
00.5
7%
00.0
0%
01.4
7%
00.0
0%
00.2
3%
00.0
0%
Gra
de -
9#
1,4
67
1,4
31
36
141
1987
22
246
12
25
05
123
04
0
%100.0
0%
97.5
4%
02.4
6%
09.6
1%
00.0
7%
67.2
8%
01.5
0%
16.7
7%
00.8
2%
01.7
0%
00.0
0%
00.3
4%
00.0
7%
01.5
7%
00.0
0%
00.2
7%
00.0
0%
Gra
de -
10
#3,2
02
3,1
75
27
242
22,3
68
15
410
999
07
042
17
0
%99.9
9%
99.1
5%
00.8
4%
07.5
6%
00.0
6%
73.9
5%
00.4
7%
12.8
0%
00.2
8%
03.0
9%
00.0
0%
00.2
2%
00.0
0%
01.3
1%
00.0
3%
00.2
2%
00.0
0%
Gra
de -
11
#998
988
10
57
1730
6146
333
06
015
01
0
%100.0
0%
99.0
0%
01.0
0%
05.7
1%
00.1
0%
73.1
5%
00.6
0%
14.6
3%
00.3
0%
03.3
1%
00.0
0%
00.6
0%
00.0
0%
01.5
0%
00.0
0%
00.1
0%
00.0
0%
Gra
de -
#27
26
10
023
02
10
00
01
00
0
WORKFORCE TABLES
86
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
12
%100.0
0%
96.3
0%
03.7
0%
00.0
0%
00.0
0%
85.1
9%
00.0
0%
07.4
1%
03.7
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
03.7
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de -
13
#18
18
01
016
01
00
00
00
00
0
%100.0
1%
100.0
1%
00.0
0%
05.5
6%
00.0
0%
88.8
9%
00.0
0%
05.5
6%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de -
14
#21
21
01
017
03
00
00
00
00
0
%100.0
0%
100.0
0%
00.0
0%
04.7
6%
00.0
0%
80.9
5%
00.0
0%
14.2
9%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de -
15
#8
80
00
70
10
00
00
00
00
%100.0
0%
100.0
0%
00.0
0%
00.0
0%
00.0
0%
87.5
0%
00.0
0%
12.5
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
All
O
ther
Wag
e
Gra
des
#1
10
00
00
10
00
00
00
00
%100.0
0%
100.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
100.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
TO
TA
L#
27,2
50
23,1
33
4,1
17
1,7
43
257
11,2
31
1,5
64
9,2
61
2,1
04
467
108
68
9306
66
57
9
%99.9
9%
84.8
9%
15.1
0%
06.4
0%
00.9
4%
41.2
1%
05.7
4%
33.9
9%
07.7
2%
01.7
1%
00.4
0%
00.2
5%
00.0
3%
01.1
2%
00.2
4%
00.2
1%
00.0
3%
Dat
a sh
ow
n incl
udes
WG
gra
des
for
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
Perc
enta
ges
are
bas
ed o
n r
ow
tota
ls.
FY 2013 REPORT
87
Table
B5
-1:
PA
RTIC
IPA
TIO
N R
ATES
AC
RO
SS
WA
GE G
RA
DES
- P
erm
an
en
t W
ork
forc
e -
by D
isabilit
y -
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
Gra
de -
1#
840
435
48
357
90
20
11
06
15
65
0
%100.0
0%
51.7
9%
05.7
1%
42.5
0%
10
.71
%00.2
4%
00.0
0%
00.1
2%
00.1
2%
00.0
0%
00.7
1%
01.7
9%
07.7
4%
00.0
0%
Gra
de -
2#
11,0
89
7,5
03
479
3,1
07
85
667
37
938
739
112
543
4
%100.0
0%
67.6
6%
04.3
2%
28.0
2%
07
.72
%00.6
0%
00.3
3%
00.0
8%
00.3
4%
00.0
6%
00.3
5%
01.0
1%
04.9
0%
00.0
4%
Gra
de -
3#
3,3
32
2,5
48
138
646
15
814
10
114
35
22
86
3
%100.0
0%
76.4
7%
04.1
4%
19.3
9%
04
.74
%00.4
2%
00.3
0%
00.0
3%
00.4
2%
00.0
9%
00.1
5%
00.6
6%
02.5
8%
00.0
9%
Gra
de -
4#
1,5
33
1,2
06
39
288
70
12
21
42
35
41
0
%100.0
0%
78.6
7%
02.5
4%
18.7
9%
04
.57
%00.7
8%
00.1
3%
00.0
7%
00.2
6%
00.1
3%
00.2
0%
00.3
3%
02.6
7%
00.0
0%
Gra
de -
5#
1,2
99
990
58
251
45
32
23
04
129
1
%100.0
0%
76.2
1%
04.4
6%
19.3
2%
03
.46
%00.2
3%
00.1
5%
00.1
5%
00.2
3%
00.0
0%
00.3
1%
00.0
8%
02.2
3%
00.0
8%
Gra
de -
6#
1,7
13
1,3
45
64
304
38
33
02
02
325
0
%100.0
0%
78.5
2%
03.7
4%
17.7
5%
02
.22
%00.1
8%
00.1
8%
00.0
0%
00.1
2%
00.0
0%
00.1
2%
00.1
8%
01.4
6%
00.0
0%
Gra
de -
7#
820
639
51
130
28
20
03
01
219
1
%100.0
0%
77.9
3%
06.2
2%
15.8
5%
03
.41
%00.2
4%
00.0
0%
00.0
0%
00.3
7%
00.0
0%
00.1
2%
00.2
4%
02.3
2%
00.1
2%
Gra
de -
8#
882
685
41
156
22
12
01
01
017
0
%100.0
0%
77.6
6%
04.6
5%
17.6
9%
02
.49
%00.1
1%
00.2
3%
00.0
0%
00.1
1%
00.0
0%
00.1
1%
00.0
0%
01.9
3%
00.0
0%
Gra
de -
9#
1,4
67
1,1
51
51
265
42
43
02
03
327
0
%100.0
0%
78.4
6%
03.4
8%
18.0
6%
02
.86
%00.2
7%
00.2
0%
00.0
0%
00.1
4%
00.0
0%
00.2
0%
00.2
0%
01.8
4%
00.0
0%
Gra
de -
10
#3,2
02
2,5
99
112
491
52
45
24
31
132
0
%100.0
0%
81.1
7%
03.5
0%
15.3
3%
01
.62
%00.1
2%
00.1
6%
00.0
6%
00.1
2%
00.0
9%
00.0
3%
00.0
3%
01.0
0%
00.0
0%
Gra
de -
11
#998
805
31
162
12
21
10
00
16
1
%100.0
0%
80.6
6%
03.1
1%
16.2
3%
01
.20
%00.2
0%
00.1
0%
00.1
0%
00.0
0%
00.0
0%
00.0
0%
00.1
0%
00.6
0%
00.1
0%
Gra
de -
12
#27
22
05
10
00
10
00
00
%100.0
0%
81.4
8%
00.0
0%
18.5
2%
03
.70
%00.0
0%
00.0
0%
00.0
0%
03.7
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de -
13
#18
14
13
00
00
00
00
00
WORKFORCE TABLES
88
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
%100.0
0%
77.7
8%
05.5
6%
16.6
7%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de -
14
#21
19
11
00
00
00
00
00
%100.0
0%
90.4
8%
04.7
6%
04.7
6%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de -
15
#8
80
00
00
00
00
00
0
%100.0
0%
100.0
0%
00.0
0%
00.0
0%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
All
Oth
er
Wag
e
Gra
des
#1
10
00
00
00
00
00
0
%100.0
0%
100.0
0%
00.0
0%
00.0
0%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
TO
TA
L#
27,2
50
19,9
70
1,1
14
6,1
66
1,4
14
114
65
17
73
15
65
165
890
10
%100.0
0%
73.2
8%
04.0
9%
22.6
3%
05
.19
%00.4
2%
00.2
4%
00.0
6%
00.2
7%
00.0
6%
00.2
4%
00.6
1%
03.2
7%
00.0
4%
Dat
a sh
ow
n incl
udes
WG
gra
des
for
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
Perc
enta
ges
are
bas
ed o
n r
ow
tota
ls.
FY 2013 REPORT
89
Table
A5
-2:
PA
RTIC
IPA
TIO
N R
ATES
AC
RO
SS
WA
GE G
RA
DES
- P
erm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd
Sex -
SEP
– F
Y 2
01
3
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Gra
de
- 1
#840
720
120
32
7299
50
368
56
63
30
82
42
%03.0
8%
03.1
1%
02.9
1%
01.8
4%
02.7
2%
02.6
6%
03.2
0%
03.9
7%
02.6
6%
01.2
8%
02.7
8%
04.4
1%
00.0
0%
02.6
1%
03.0
3%
07.0
2%
22.2
2%
Gra
de
- 2
#11,0
89
9,1
08
1,9
81
587
126
3,3
39
733
4,8
72
1,0
32
149
52
23
2116
31
22
5
%40.6
9%
39.3
7%
48.1
2%
33.6
8%
49.0
3%
29.7
3%
46.8
7%
52.6
1%
49.0
5%
31.9
1%
48.1
5%
33.8
2%
22.2
2%
37.9
1%
46.9
7%
38.6
0%
55.5
6%
Gra
de
- 3
#3,3
32
2,4
07
925
206
71
804
313
1,3
25
493
34
23
32
26
21
92
%12.2
3%
10.4
1%
22.4
7%
11.8
2%
27.6
3%
07.1
6%
20.0
1%
14.3
1%
23.4
3%
07.2
8%
21.3
0%
04.4
1%
22.2
2%
08.5
0%
31.8
2%
15.7
9%
22.2
2%
Gra
de
- 4
#1,5
33
923
610
76
27
369
233
428
322
26
19
12
22
71
0
%05.6
3%
03.9
9%
14.8
2%
04.3
6%
10.5
1%
03.2
9%
14.9
0%
04.6
2%
15.3
0%
05.5
7%
17.5
9%
01.4
7%
22.2
2%
07.1
9%
10.6
1%
01.7
5%
00.0
0%
Gra
de
- 5
#1,2
99
1,1
87
112
116
11
605
56
423
41
24
46
012
01
0
%04.7
7%
05.1
3%
02.7
2%
06.6
6%
04.2
8%
05.3
9%
03.5
8%
04.5
7%
01.9
5%
05.1
4%
03.7
0%
08.8
2%
00.0
0%
03.9
2%
00.0
0%
01.7
5%
00.0
0%
Gra
de
- 6
#1,7
13
1,5
27
186
121
4787
89
548
82
36
78
221
26
0
%06.2
9%
06.6
0%
04.5
2%
06.9
4%
01.5
6%
07.0
1%
05.6
9%
05.9
2%
03.9
0%
07.7
1%
06.4
8%
11.7
6%
22.2
2%
06.8
6%
03.0
3%
10.5
3%
00.0
0%
Gra
de
- 7
#820
761
59
94
6385
22
260
29
14
01
07
20
0
%03.0
1%
03.2
9%
01.4
3%
05.3
9%
02.3
3%
03.4
3%
01.4
1%
02.8
1%
01.3
8%
03.0
0%
00.0
0%
01.4
7%
00.0
0%
02.2
9%
03.0
3%
00.0
0%
00.0
0%
Gra
de
- 8
#882
832
50
69
1495
25
227
24
21
05
013
02
0
%03.2
4%
03.6
0%
01.2
1%
03.9
6%
00.3
9%
04.4
1%
01.6
0%
02.4
5%
01.1
4%
04.5
0%
00.0
0%
07.3
5%
00.0
0%
04.2
5%
00.0
0%
03.5
1%
00.0
0%
Gra
de
- 9
#1,4
67
1,4
31
36
141
1987
22
246
12
25
05
123
04
0
%05.3
8%
06.1
9%
00.8
7%
08.0
9%
00.3
9%
08.7
9%
01.4
1%
02.6
6%
00.5
7%
05.3
5%
00.0
0%
07.3
5%
11.1
1%
07.5
2%
00.0
0%
07.0
2%
00.0
0%
Gra
de
- 1
0#
3,2
02
3,1
75
27
242
22,3
68
15
410
999
07
042
17
0
%11.7
5%
13.7
2%
00.6
6%
13.8
8%
00.7
8%
21.0
8%
00.9
6%
04.4
3%
00.4
3%
21.2
0%
00.0
0%
10.2
9%
00.0
0%
13.7
3%
01.5
2%
12.2
8%
00.0
0%
Gra
de
- 1
1#
998
988
10
57
1730
6146
333
06
015
01
0
%03.6
6%
04.2
7%
00.2
4%
03.2
7%
00.3
9%
06.5
0%
00.3
8%
01.5
8%
00.1
4%
07.0
7%
00.0
0%
08.8
2%
00.0
0%
04.9
0%
00.0
0%
01.7
5%
00.0
0%
Gra
de
#27
26
10
023
02
10
00
01
00
0
WORKFORCE TABLES
90
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
-1
2%
00.1
0%
00.1
1%
00.0
2%
00.0
0%
00.0
0%
00.2
0%
00.0
0%
00.0
2%
00.0
5%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.3
3%
00.0
0%
00.0
0%
00.0
0%
Gra
de
- 1
3#
18
18
01
016
01
00
00
00
00
0
%00.0
7%
00.0
8%
00.0
0%
00.0
6%
00.0
0%
00.1
4%
00.0
0%
00.0
1%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de
- 1
4#
21
21
01
017
03
00
00
00
00
0
%00.0
8%
00.0
9%
00.0
0%
00.0
6%
00.0
0%
00.1
5%
00.0
0%
00.0
3%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de
- 1
5#
88
00
07
01
00
00
00
00
0
%00.0
3%
00.0
3%
00.0
0%
00.0
0%
00.0
0%
00.0
6%
00.0
0%
00.0
1%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
All
O
ther
Wag
e
Gra
de
s
#1
10
00
00
10
00
00
00
00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
1%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
TO
TA
L#
27,2
50
23,1
33
4,1
17
1,7
43
257
11,2
31
1,5
64
9,2
61
2,1
04
467
108
68
9306
66
57
9
%100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
Dat
a sh
ow
n incl
udes
WG
gra
des
for
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
Perc
enta
ges
are
bas
ed o
n c
olu
mn t
ota
ls.
FY 2013 REPORT
91
Table
B5
-2:
PA
RTIC
IPA
TIO
N R
ATES
AC
RO
SS
WA
GE G
RA
DES
- P
erm
an
en
t W
ork
forc
e -
by D
isabilit
y -
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
Gra
de -
1#
840
435
48
357
90
20
11
06
15
65
0
%03.0
8%
02.1
8%
04.3
1%
05.7
9%
06
.36
%01.7
5%
00.0
0%
05.8
8%
01.3
7%
00.0
0%
09.2
3%
09.0
9%
07.3
0%
00.0
0%
Gra
de -
2#
11,0
89
7,5
03
479
3,1
07
85
667
37
938
739
112
543
4
%40.6
9%
37.5
7%
43.0
0%
50.3
9%
60
.54
%58.7
7%
56.9
2%
52.9
4%
52.0
5%
46.6
7%
60.0
0%
67.8
8%
61.0
1%
40.0
0%
Gra
de -
3#
3,3
32
2,5
48
138
646
15
814
10
114
35
22
86
3
%12.2
3%
12.7
6%
12.3
9%
10.4
8%
11
.17
%12.2
8%
15.3
8%
05.8
8%
19.1
8%
20.0
0%
07.6
9%
13.3
3%
09.6
6%
30.0
0%
Gra
de -
4#
1,5
33
1,2
06
39
288
70
12
21
42
35
41
0
%05.6
3%
06.0
4%
03.5
0%
04.6
7%
04
.95
%10.5
3%
03.0
8%
05.8
8%
05.4
8%
13.3
3%
04.6
2%
03.0
3%
04.6
1%
00.0
0%
Gra
de -
5#
1,2
99
990
58
251
45
32
23
04
129
1
%04.7
7%
04.9
6%
05.2
1%
04.0
7%
03
.18
%02.6
3%
03.0
8%
11.7
6%
04.1
1%
00.0
0%
06.1
5%
00.6
1%
03.2
6%
10.0
0%
Gra
de -
6#
1,7
13
1,3
45
64
304
38
33
02
02
325
0
%06.2
9%
06.7
4%
05.7
5%
04.9
3%
02
.69
%02.6
3%
04.6
2%
00.0
0%
02.7
4%
00.0
0%
03.0
8%
01.8
2%
02.8
1%
00.0
0%
Gra
de -
7#
820
639
51
130
28
20
03
01
219
1
%03.0
1%
03.2
0%
04.5
8%
02.1
1%
01
.98
%01.7
5%
00.0
0%
00.0
0%
04.1
1%
00.0
0%
01.5
4%
01.2
1%
02.1
3%
10.0
0%
Gra
de -
8#
882
685
41
156
22
12
01
01
017
0
%03.2
4%
03.4
3%
03.6
8%
02.5
3%
01
.56
%00.8
8%
03.0
8%
00.0
0%
01.3
7%
00.0
0%
01.5
4%
00.0
0%
01.9
1%
00.0
0%
Gra
de -
9#
1,4
67
1,1
51
51
265
42
43
02
03
327
0
%05.3
8%
05.7
6%
04.5
8%
04.3
0%
02
.97
%03.5
1%
04.6
2%
00.0
0%
02.7
4%
00.0
0%
04.6
2%
01.8
2%
03.0
3%
00.0
0%
Gra
de -
10
#3,2
02
2,5
99
112
491
52
45
24
31
132
0
%11.7
5%
13.0
1%
10.0
5%
07.9
6%
03
.68
%03.5
1%
07.6
9%
11.7
6%
05.4
8%
20.0
0%
01.5
4%
00.6
1%
03.6
0%
00.0
0%
Gra
de -
11
#998
805
31
162
12
21
10
00
16
1
%03.6
6%
04.0
3%
02.7
8%
02.6
3%
00
.85
%01.7
5%
01.5
4%
05.8
8%
00.0
0%
00.0
0%
00.0
0%
00.6
1%
00.6
7%
10.0
0%
Gra
de -
12
#27
22
05
10
00
10
00
00
%00.1
0%
00.1
1%
00.0
0%
00.0
8%
00
.07
%00.0
0%
00.0
0%
00.0
0%
01.3
7%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de -
13
#18
14
13
00
00
00
00
00
WORKFORCE TABLES
92
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
%00.0
7%
00.0
7%
00.0
9%
00.0
5%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de -
14
#21
19
11
00
00
00
00
00
%00.0
8%
00.1
0%
00.0
9%
00.0
2%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
Gra
de -
15
#8
80
00
00
00
00
00
0
%00.0
3%
00.0
4%
00.0
0%
00.0
0%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
All
Oth
er
Wag
e
Gra
des
#1
10
00
00
00
00
00
0
%00.0
0%
00.0
1%
00.0
0%
00.0
0%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
TO
TA
L#
27,2
50
19,9
70
1,1
14
6,1
66
1,4
14
114
65
17
73
15
65
165
890
10
%100.0
0%
100.0
0%
100.0
0%
100.0
0%
10
0.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
100.0
0%
Dat
a sh
ow
n incl
udes
WG
gra
des
for
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
Perc
enta
ges
are
bas
ed o
n c
olu
mn t
ota
ls.
FY 2013 REPORT
93
Table
A6
: P
AR
TIC
IPA
TIO
N R
ATES
FO
R M
AJO
R O
CC
UP
ATIO
NS
- P
erm
an
en
t W
ork
forc
e -
Dis
trib
uti
on
by R
ace
/Eth
nic
ity a
nd S
ex -
SEP
– F
Y 2
01
3
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
00
83
Po
lice
#3,1
41
2,9
14
227
324
15
1,8
22
115
642
89
62
213
145
46
1
%100.0
0%
92.7
7%
07.2
2%
10.3
2%
00.4
8%
58.0
1%
03.6
6%
20.4
4%
02.8
3%
01.9
7%
00.0
6%
00.4
1%
00.0
3%
01.4
3%
00.1
3%
00.1
9%
00.0
3%
00
83
RC
LF
100.0
1%
85.1
6%
14.8
5%
10.2
5%
02.2
1%
62.2
3%
08.5
3%
09.0
2%
03.5
6%
02.0
2%
00.2
6%
00.2
0%
00.0
2%
00.8
8%
00.1
4%
00.5
6%
00.1
3%
01
01
So
cial
Sci
en
ce#
2,6
16
1,3
05
1,3
11
91
81
848
826
306
355
24
27
41
25
19
72
%100.0
0%
49.9
0%
50.1
2%
03.4
8%
03.1
0%
32.4
2%
31.5
7%
11.7
0%
13.5
7%
00.9
2%
01.0
3%
00.1
5%
00.0
4%
00.9
6%
00.7
3%
00.2
7%
00.0
8%
01
01
RC
LF
100.0
0%
48.1
5%
51.8
5%
02.8
9%
03.6
4%
37.9
1%
39.6
1%
04.4
0%
04.5
1%
02.1
9%
03.0
9%
00.0
4%
00.0
2%
00.4
1%
00.6
9%
00.3
1%
00.2
9%
02
01
Hu
ma
n
Reso
urc
es
Man
ag
em
en
t
#3,3
05
1,0
50
2,2
55
94
182
663
1,2
57
254
697
20
60
211
10
34
714
%100.0
0%
31.7
7%
68.2
3%
02.8
4%
05.5
1%
20.0
6%
38.0
3%
07.6
9%
21.0
9%
00.6
1%
01.8
2%
00.0
6%
00.3
3%
00.3
0%
01.0
3%
00.2
1%
00.4
2%
02
01
RC
LF
99.9
9%
40.5
8%
59.4
1%
04.7
6%
06.4
0%
29.6
4%
42.5
7%
03.3
6%
06.9
1%
02.3
1%
02.7
0%
00.0
4%
00.0
9%
00.2
6%
00.4
5%
00.2
1%
00.2
9%
02
60
Eq
ual
Em
plo
ym
en
t O
pp
ort
un
ity
#370
162
208
14
14
74
62
67
122
53
00
06
21
%100.0
0%
43.7
8%
56.2
1%
03.7
8%
03.7
8%
20.0
0%
16.7
6%
18.1
1%
32.9
7%
01.3
5%
00.8
1%
00.0
0%
00.0
0%
00.0
0%
01.6
2%
00.5
4%
00.2
7%
02
60
RC
LF
99.9
9%
53.4
0%
46.5
9%
04.5
7%
04.5
9%
40.4
0%
31.7
4%
04.3
2%
06.8
9%
03.1
2%
02.4
2%
00.0
6%
00.1
2%
00.6
2%
00.5
1%
00.3
1%
00.3
2%
03
01
M
isce
llan
eo
us
Ad
min
istr
ati
on
an
d P
rog
ram
#7,2
00
2,7
79
4,4
21
207
259
1,7
12
2,5
46
723
1,3
93
93
140
711
30
52
720
%100.0
0%
38.6
1%
61.4
0%
02.8
8%
03.6
0%
23.7
8%
35.3
6%
10.0
4%
19.3
5%
01.2
9%
01.9
4%
00.1
0%
00.1
5%
00.4
2%
00.7
2%
00.1
0%
00.2
8%
03
01
RC
LF
100.0
0%
37.5
6%
62.4
4%
03.6
8%
06.1
9%
26.3
3%
42.1
5%
03.5
9%
08.6
9%
03.3
6%
04.3
7%
00.0
2%
00.0
5%
00.3
2%
00.5
9%
00.2
6%
00.4
0%
03
40
Pro
gra
m
Man
ag
em
en
t#
749
361
388
16
18
280
266
47
82
11
14
03
74
01
%100.0
0%
48.2
0%
51.7
9%
02.1
4%
02.4
0%
37.3
8%
35.5
1%
06.2
8%
10.9
5%
01.4
7%
01.8
7%
00.0
0%
00.4
0%
00.9
3%
00.5
3%
00.0
0%
00.1
3%
03
40
RC
LF
100.0
0%
37.5
6%
62.4
4%
03.6
8%
06.1
9%
26.3
3%
42.1
5%
03.5
9%
08.6
9%
03.3
6%
04.3
7%
00.0
2%
00.0
5%
00.3
2%
00.5
9%
00.2
6%
00.4
0%
03
43
M
an
ag
em
en
t an
d P
rog
ram
A
naly
sis
#4,9
72
2,0
05
2,9
67
136
146
1,3
80
1,8
40
355
826
107
108
34
15
33
910
%100.0
0%
40.3
3%
59.6
7%
02.7
4%
02.9
4%
27.7
6%
37.0
1%
07.1
4%
16.6
1%
02.1
5%
02.1
7%
00.0
6%
00.0
8%
00.3
0%
00.6
6%
00.1
8%
00.2
0%
03
43
RC
LF
100.0
0%
59.0
5%
40.9
5%
02.7
8%
02.2
3%
47.3
7%
31.1
1%
03.0
1%
03.6
4%
05.2
5%
03.3
6%
00.0
2%
00.0
4%
00.2
9%
00.3
0%
00.3
3%
00.2
7%
05
01
Fin
an
cial
#851
254
597
15
42
191
409
37
113
720
20
212
01
WORKFORCE TABLES
94
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Ad
min
istr
ati
on
an
d P
rog
ram
%100.0
0%
29.8
5%
70.1
6%
01.7
6%
04.9
4%
22.4
4%
48.0
6%
04.3
5%
13.2
8%
00.8
2%
02.3
5%
00.2
4%
00.0
0%
00.2
4%
01.4
1%
00.0
0%
00.1
2%
05
01
RC
LF
100.0
0%
43.9
5%
56.0
5%
04.3
2%
06.2
4%
31.6
3%
37.2
5%
04.7
7%
07.6
9%
02.5
0%
03.8
2%
00.0
0%
00.0
6%
00.3
7%
00.7
9%
00.3
6%
00.
20%
05
11
Au
dit
ing
#214
97
117
811
71
62
12
31
411
00
12
10
%100.0
0%
45.3
4%
54.6
7%
03.7
4%
05.1
4%
33.1
8%
28.9
7%
05.6
1%
14.4
9%
01.8
7%
05.1
4%
00.0
0%
00.0
0%
00.4
7%
00.9
3%
00.4
7%
00.0
0%
05
11
RC
LF
100.0
0%
40.0
1%
59.9
9%
02.4
3%
04.2
1%
30.6
5%
42.5
5%
02.6
3%
05.6
3%
03.9
0%
06.8
3%
00.0
3%
00.0
6%
00.1
8%
00.4
1%
00.1
9%
00.3
0%
06
02
Med
ical
Off
icer
#20,4
03
13,1
49
7,2
54
720
450
9,1
07
4,1
58
520
489
2,5
89
2,0
16
21
11
171
118
21
12
%100.0
0%
64.4
5%
35.5
6%
03.5
3%
02.2
1%
44.6
4%
20.3
8%
02.5
5%
02.4
0%
12.6
9%
09.8
8%
00.1
0%
00.0
5%
00.8
4%
00.5
8%
00.1
0%
00.0
6%
06
02
RC
LF
99.9
8%
67.5
5%
32.4
3%
03.9
2%
01.9
2%
48.8
4%
20.1
3%
02.6
7%
02.3
3%
11.4
6%
07.6
2%
00.0
2%
00.0
2%
00.2
1%
00.1
3%
00.4
3%
00.2
8%
06
10
Nu
rse
#57,4
31
9,7
62
47,6
69
823
2,4
87
6,7
09
30,4
16
1,0
22
8,7
12
1,0
27
5,2
40
22
106
145
626
14
82
%100.0
0%
16.9
9%
82.9
9%
01.4
3%
04.3
3%
11.6
8%
52.9
6%
01.7
8%
15.1
7%
01.7
9%
09.1
2%
00.0
4%
00.1
8%
00.2
5%
01.0
9%
00.0
2%
00.1
4%
06
10
RC
LF
100.0
0%
09.0
1%
90.9
9%
00.6
4%
03.9
9%
06.2
5%
69.8
4%
00.8
9%
08.9
8%
01.1
0%
07.0
5%
00.0
1%
00.0
7%
00.0
7%
00.6
4%
00.0
5%
00.4
2%
06
20
Pra
ctic
al
Nu
rse
#13,7
34
2,4
15
11,3
19
281
704
1,3
83
6,4
25
495
3,3
80
193
566
12
31
39
183
12
30
%100.0
0%
17.5
9%
82.4
2%
02.0
5%
05.1
3%
10.0
7%
46.7
8%
03.6
0%
24.6
1%
01.4
1%
04.1
2%
00.0
9%
00.2
3%
00.2
8%
01.3
3%
00.0
9%
00.2
2%
06
20
RC
LF
100.0
1%
07.4
0%
92.6
1%
00.8
2%
06.4
3%
03.9
4%
59.9
4%
01.8
5%
21.6
9%
00.6
6%
03.0
6%
00.0
2%
00.0
6%
00.0
6%
00.9
5%
00.0
5%
00.4
8%
06
21
Nu
rsin
g
Ass
ista
nt
#10,7
86
2,8
76
7,9
10
272
491
1,0
67
2,6
45
1,3
38
4,1
73
146
434
12
21
30
123
11
23
%100.0
0%
26.6
5%
73.3
2%
02.5
2%
04.5
5%
09.8
9%
24.5
2%
12.4
0%
38.6
9%
01.3
5%
04.0
2%
00.1
1%
00.1
9%
00.2
8%
01.1
4%
00.1
0%
00.2
1%
06
21
RC
LF
99.9
8%
12.0
3%
87.9
5%
01.4
9%
11.2
8%
05.5
9%
41.5
6%
03.7
0%
29.7
3%
00.9
4%
03.3
0%
00.0
3%
00.1
7%
00.1
6%
01.2
2%
00.1
2%
00.6
9%
06
44
Med
ical
Tech
no
log
ist
#4,3
45
1,2
04
3,1
41
96
270
760
1,9
82
135
403
193
417
23
16
58
28
%100.0
0%
27.7
2%
72.2
9%
02.2
1%
06.2
1%
17.4
9%
45.6
2%
03.1
1%
09.2
8%
04.4
4%
09.6
0%
00.0
5%
00.0
7%
00.3
7%
01.3
3%
00.0
5%
00.1
8%
06
44
RC
LF
99.9
8%
25.9
3%
74.0
5%
02.9
7%
05.7
5%
14.9
0%
48.0
8%
03.6
2%
10.6
4%
04.0
4%
08.4
5%
00.0
5%
00.0
9%
00.1
7%
00.5
6%
00.1
8%
00.4
8%
06
47
D
iag
no
stic
R
ad
iolo
gic
T
ech
no
log
ist
#3,5
15
1,6
06
1,9
09
156
92
1,0
09
1,4
53
285
268
125
62
43
23
28
43
%100.0
0%
45.6
9%
54.3
2%
04.4
4%
02.6
2%
28.7
1%
41.3
4%
08.1
1%
07.6
2%
03.5
6%
01.7
6%
00.1
1%
00.0
9%
00.6
5%
00.8
0%
00.1
1%
00.0
9%
06
47
RC
LF
100.0
1%
28.1
9%
71.8
2%
03.9
2%
04.7
4%
18.2
6%
58.4
8%
03.0
8%
05.5
1%
02.5
1%
02.3
1%
00.0
6%
00.0
4%
00.2
0%
00.5
0%
00.1
6%
00.2
4%
06
60
#
6,9
12
2,6
14
4,2
98
88
206
2,0
54
2,8
20
134
410
303
790
34
28
56
412
FY 2013 REPORT
95
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Ph
arm
aci
st%
100.0
0%
37.8
2%
62.1
8%
01.2
7%
02.9
8%
29.7
2%
40.8
0%
01.9
4%
05.9
3%
04.3
8%
11.4
3%
00.0
4%
00.0
6%
00.4
1%
00.8
1%
00.0
6%
00.1
7%
06
60
RC
LF
100.0
0%
47.3
5%
52.6
5%
01.5
7%
02.1
2%
37.0
3%
36.2
6%
02.0
6%
03.6
8%
06.2
1%
10.1
6%
00.0
4%
00.0
3%
00.2
1%
00.2
0%
00.2
3%
00.2
0%
06
75
Med
ical
Reco
rds
Tech
nic
ian
#2,2
93
337
1,9
56
26
128
183
1,2
22
100
506
20
62
03
733
12
%100.0
0%
14.6
9%
85.3
0%
01.1
3%
05.5
8%
07.9
8%
53.2
9%
04.3
6%
22.0
7%
00.8
7%
02.7
0%
00.0
0%
00.1
3%
00.3
1%
01.4
4%
00.0
4%
00.0
9%
06
75
RC
LF
100.0
1%
10.3
8%
89.6
3%
01.5
6%
11.2
3%
04.8
9%
57.0
3%
02.2
9%
15.3
9%
01.3
8%
03.8
4%
00.0
0%
00.1
5%
00.1
8%
01.7
0%
00.0
8%
00.2
9%
09
05
Gen
era
l A
tto
rney
#983
443
540
10
11
365
395
41
101
21
29
00
54
10
%100.0
0%
45.0
7%
54.9
3%
01.0
2%
01.1
2%
37.1
3%
40.1
8%
04.1
7%
10.2
7%
02.1
4%
02.9
5%
00.0
0%
00.0
0%
00.5
1%
00.4
1%
00.1
0%
00.0
0%
09
05
RC
LF
100.0
1%
66.5
8%
33.4
3%
02.6
5%
01.9
2%
59.2
1%
26.5
4%
02.1
5%
02.6
3%
02.0
2%
01.9
0%
00.0
2%
00.0
1%
00.3
1%
00.2
3%
00.2
2%
00.2
0%
09
86
Leg
al
Ass
ista
nce
#79
12
67
04
428
734
01
00
10
00
%100.0
0%
15.1
9%
84.8
1%
00.0
0%
05.0
6%
05.0
6%
35.4
4%
08.8
6%
43.0
4%
00.0
0%
01.2
7%
00.0
0%
00.0
0%
01.2
7%
00.0
0%
00.0
0%
00.0
0%
09
86
RC
LF
99.9
9%
26.2
6%
73.7
3%
02.2
6%
07.7
7%
19.0
1%
54.6
5%
02.6
8%
07.4
8%
01.9
0%
02.4
3%
00.0
1%
00.0
9%
00.3
0%
00.8
7%
00.1
0%
00.4
4%
09
96
Ve
tera
ns
Cla
ims
Exam
inin
g
#11,2
91
5,3
31
5,9
60
328
299
3,4
82
3,4
00
1,1
60
1,8
41
171
176
23
10
151
202
16
32
%100.0
0%
47.2
0%
52.7
9%
02.9
0%
02.6
5%
30.8
4%
30.1
1%
10.2
7%
16.3
1%
01.5
1%
01.5
6%
00.2
0%
00.0
9%
01.3
4%
01.7
9%
00.1
4%
00.2
8%
09
96
RC
LF
100.0
1%
38.2
0%
61.8
1%
02.9
8%
05.6
8%
29.9
2%
41.1
8%
03.3
9%
11.6
9%
01.5
8%
02.4
6%
00.0
3%
00.0
8%
00.1
8%
00.4
2%
00.1
2%
00.3
0%
09
98
Cla
ims
Ass
ista
nce
an
d
Exam
inin
g
#2,1
77
1,0
58
1,1
19
88
60
564
562
336
441
38
30
64
19
17
75
%100.0
0%
48.6
0%
51.4
1%
04.0
4%
02.7
6%
25.9
1%
25.8
2%
15.4
3%
20.2
6%
01.7
5%
01.3
8%
00.2
8%
00.1
8%
00.8
7%
00.7
8%
00.3
2%
00.2
3%
09
98
RC
LF
99.9
9%
25.0
1%
74.9
8%
03.1
6%
08.1
9%
16.5
5%
51.5
7%
03.2
8%
10.9
0%
01.4
8%
02.9
1%
00.0
7%
00.1
5%
00.3
1%
00.8
6%
00.1
6%
00.4
0%
11
01
Gen
era
l B
usi
ness
an
d
Ind
ust
ry
#650
352
298
24
16
238
190
77
72
10
11
10
26
03
%100.0
0%
54.1
6%
45.8
4%
03.6
9%
02.4
6%
36.6
2%
29.2
3%
11.8
5%
11.0
8%
01.5
4%
01.6
9%
00.1
5%
00.0
0%
00.3
1%
00.9
2%
00.0
0%
00.4
6%
11
01
RC
LF
100.0
0%
37.5
6%
62.4
4%
03.6
8%
06.1
9%
26.3
3%
42.1
5%
03.5
9%
08.6
9%
03.3
6%
04.3
7%
00.0
2%
00.0
5%
00.3
2%
00.5
9%
00.2
6%
00.4
0%
11
65
Lo
an
S
peci
ali
st#
487
229
258
11
14
151
160
60
76
47
10
01
20
%100.0
0%
47.0
3%
52.9
8%
02.2
6%
02.8
7%
31.0
1%
32.8
5%
12.3
2%
15.6
1%
00.8
2%
01.4
4%
00.2
1%
00.0
0%
00.0
0%
00.2
1%
00.4
1%
00.0
0%
11
65
RC
LF
100.0
1%
46.6
7%
53.3
4%
04.7
8%
06.4
8%
35.2
8%
36.8
4%
03.7
3%
06.2
1%
02.3
4%
03.0
3%
00.0
8%
00.1
3%
00.2
1%
00.3
2%
00.2
5%
00.3
3%
11
71
#
246
181
65
85
136
38
28
17
41
20
32
02
WORKFORCE TABLES
96
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Ap
pra
isin
g0
%100.0
0%
73.5
7%
26.4
2%
03.2
5%
02.0
3%
55.2
8%
15.4
5%
11.3
8%
06.9
1%
01.6
3%
00.4
1%
00.8
1%
00.0
0%
01.2
2%
00.8
1%
00.0
0%
00.8
1%
11
71
RC
LF
99.9
9%
66.0
2%
33.9
7%
03.0
5%
02.0
0%
58.8
4%
28.4
8%
01.8
7%
01.8
6%
01.7
1%
01.0
4%
00.0
4%
00.0
2%
00.2
6%
00.4
9%
00.2
5%
00.0
8%
16
30
C
em
ete
ry
Ad
min
istr
ati
on
#94
71
23
21
53
10
12
61
30
02
11
2
%100.0
0%
75.5
3%
24.4
6%
02.1
3%
01.0
6%
56.3
8%
10.6
4%
12.7
7%
06.3
8%
01.0
6%
03.1
9%
00.0
0%
00.0
0%
02.1
3%
01.0
6%
01.0
6%
02.1
3%
16
30
RC
LF
100.0
0%
37.5
6%
62.4
4%
03.6
8%
06.1
9%
26.3
3%
42.1
5%
03.5
9%
08.6
9%
03.3
6%
04.3
7%
00.0
2%
00.0
5%
00.3
2%
00.5
9%
00.2
6%
00.4
0%
18
11
Cri
min
al
Invest
iga
tin
g#
60
56
42
036
115
21
10
01
01
0
%100.0
0%
93.3
4%
06.6
7%
03.3
3%
00.0
0%
60.0
0%
01.6
7%
25.0
0%
03.3
3%
01.6
7%
01.6
7%
00.0
0%
00.0
0%
01.6
7%
00.0
0%
01.6
7%
00.0
0%
18
11
RC
LF
100.0
1%
76.3
4%
23.6
7%
08.2
8%
03.0
3%
57.7
4%
15.2
9%
07.5
0%
04.3
4%
01.6
0%
00.5
3%
00.0
7%
00.0
3%
00.8
0%
00.2
9%
00.3
5%
00.1
6%
22
10
In
form
ati
on
T
ech
no
log
y
Man
ag
em
en
t
#6,6
77
5,0
09
1,6
68
378
93
3,4
05
1,0
81
824
363
302
109
83
70
13
22
6
%100.0
0%
75.0
2%
24.9
7%
05.6
6%
01.3
9%
51.0
0%
16.1
9%
12.3
4%
05.4
4%
04.5
2%
01.6
3%
00.1
2%
00.0
4%
01.0
5%
00.1
9%
00.3
3%
00.0
9%
22
10
RC
LF
100.0
0%
70.6
2%
29.3
8%
05.7
8%
02.3
0%
50.5
8%
20.1
7%
06.6
9%
04.4
1%
06.5
2%
01.9
9%
00.1
2%
00.0
5%
00.5
1%
00.2
8%
00.4
2%
00.1
8%
47
54
C
em
ete
ry
Care
takin
g
#579
561
18
70
3373
14
89
08
07
112
02
0
%100.0
0%
96.8
9%
03.1
1%
12.0
9%
00.5
2%
64.4
2%
02.4
2%
15.3
7%
00.0
0%
01.3
8%
00.0
0%
01.2
1%
00.1
7%
02.0
7%
00.0
0%
00.3
5%
00.0
0%
47
54
RC
LF
99.9
8%
93.5
5%
06.4
3%
38.2
7%
01.2
5%
44.1
9%
04.3
9%
08.2
7%
00.5
0%
01.1
9%
00.1
2%
00.1
6%
00.0
2%
00.9
7%
00.1
2%
00.5
0%
00.0
3%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
This
fix
ed lis
t of m
ajor
occ
upat
ions
was
iden
tified
by
OD
I.RCLF
com
par
isons
are
bas
ed o
n 2
010 C
ensu
s N
atio
nal
Dat
a.Fo
r VH
A,
the
met
hodolo
gy
for
com
puting R
CLF
has
chan
ged
. The
new
met
hodolo
gy
use
s st
ate
leve
l dat
a fo
r det
erm
inin
g R
CLF
and is
consi
sten
t w
ith t
he
met
hodolo
gy
for
VBA a
nd N
CA.
FY 2013 REPORT
97
Table
B6
: P
AR
TIC
IPA
TIO
N R
ATES
FO
R M
AJO
R O
CC
UP
ATIO
NS
- P
erm
an
en
t W
ork
forc
e -
Dis
trib
uti
on
by D
isabilit
y -
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
00
83
Po
lice
#3,1
41
2,5
91
170
380
19
03
15
02
08
0
%100.0
0%
82.4
9%
05.4
1%
12.1
0%
00
.60
%00.0
0%
00.1
0%
00.0
3%
00.1
6%
00.0
0%
00.0
6%
00.0
0%
00.2
5%
00.0
0%
01
01
So
cial
Sci
en
ce#
2,6
16
1,8
69
117
630
10
31
13
415
10
61
53
0
%100.0
0%
71.4
4%
04.4
7%
24.0
8%
03
.94
%00.0
4%
00.5
0%
00.1
5%
00.5
7%
00.3
8%
00.2
3%
00.0
4%
02.0
3%
00.0
0%
02
01
Hu
ma
n
Reso
urc
es
Man
ag
em
en
t
#3,3
05
2,6
11
101
593
79
36
211
17
048
1
%100.0
0%
79.0
0%
03.0
6%
17.9
4%
02
.39
%00.0
9%
00.1
8%
00.0
6%
00.3
3%
00.0
3%
00.2
1%
00.0
0%
01.4
5%
00.0
3%
02
60
Eq
ual
Em
plo
ym
en
t O
pp
ort
un
ity
#370
245
23
102
25
11
14
11
015
1
%100.0
0%
66.2
2%
06.2
2%
27.5
7%
06
.76
%00.2
7%
00.2
7%
00.2
7%
01.0
8%
00.2
7%
00.2
7%
00.0
0%
04.0
5%
00.2
7%
03
01
Mis
cell
an
eo
us
Ad
min
istr
ati
on
an
d
Pro
gra
m
#7,2
00
5,8
67
236
1,0
97
12
44
78
17
411
170
2
%100.0
0%
81.4
9%
03.2
8%
15.2
4%
01
.72
%00.0
6%
00.1
0%
00.1
1%
00.2
4%
00.0
6%
00.1
5%
00.0
1%
00.9
7%
00.0
3%
03
40
Pro
gra
m
Man
ag
em
en
t#
749
638
21
90
10
00
14
10
04
0
%100.0
0%
85.1
8%
02.8
0%
12.0
2%
01
.34
%00.0
0%
00.0
0%
00.1
3%
00.5
3%
00.1
3%
00.0
0%
00.0
0%
00.5
3%
00.0
0%
03
43
Ma
nag
em
en
t an
d P
rog
ram
An
aly
sis
#4,9
72
4,1
95
147
630
73
111
414
36
231
1
%100.0
0%
84.3
7%
02.9
6%
12.6
7%
01
.47
%00.0
2%
00.2
2%
00.0
8%
00.2
8%
00.0
6%
00.1
2%
00.0
4%
00.6
2%
00.0
2%
05
01
Fin
an
cial
Ad
min
istr
ati
on
an
d
Pro
gra
m
#851
721
33
97
80
11
10
00
50
%100.0
0%
84.7
2%
03.8
8%
11.4
0%
00
.94
%00.0
0%
00.1
2%
00.1
2%
00.1
2%
00.0
0%
00.0
0%
00.0
0%
00.5
9%
00.0
0%
05
11
Au
dit
ing
#214
167
839
41
00
00
10
20
%100.0
0%
78.0
4%
03.7
4%
18.2
2%
01
.87
%00.4
7%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.4
7%
00.0
0%
00.9
3%
00.0
0%
06
02
Med
ical
Off
icer
#20,4
03
18,9
82
380
1,0
41
98
15
721
14
13
036
1
%100.0
0%
93.0
4%
01.8
6%
05.1
0%
00
.48
%00.0
0%
00.0
2%
00.0
3%
00.1
0%
00.0
7%
00.0
6%
00.0
0%
00.1
8%
00.0
0%
06
10
Nu
rse
#57,4
31
52,4
92
975
3,9
64
32
96
33
726
257
1189
8
%100.0
0%
91.4
0%
01.7
0%
06.9
0%
00
.57
%00.0
1%
00.0
6%
00.0
1%
00.0
5%
00.0
0%
00.1
0%
00.0
0%
00.3
3%
00.0
1%
06
20
Pra
ctic
al
Nu
rse
#13,7
34
12,3
27
222
1,1
85
12
23
15
27
133
158
2
%100.0
0%
89.7
6%
01.6
2%
08.6
3%
00
.89
%00.0
2%
00.1
1%
00.0
1%
00.0
5%
00.0
1%
00.2
4%
00.0
1%
00.4
2%
00.0
1%
06
21
Nu
rsin
g
#10,7
86
9,6
28
273
885
12
04
20
37
217
858
1
WORKFORCE TABLES
98
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
Ass
ista
nt
%100.0
0%
89.2
6%
02.5
3%
08.2
1%
01
.11
%00.0
4%
00.1
9%
00.0
3%
00.0
6%
00.0
2%
00.1
6%
00.0
7%
00.5
4%
00.0
1%
06
44
Med
ical
Tech
no
log
ist
#4,3
45
3,9
58
75
312
42
40
46
16
021
0
%100.0
0%
91.0
9%
01.7
3%
07.1
8%
00
.97
%00.0
9%
00.0
0%
00.0
9%
00.1
4%
00.0
2%
00.1
4%
00.0
0%
00.4
8%
00.0
0%
06
47
Dia
gn
ost
ic
Rad
iolo
gic
T
ech
no
log
ist
#3,5
15
3,1
70
67
278
30
32
02
16
016
0
%100.0
0%
90.1
8%
01.9
1%
07.9
1%
00
.85
%00.0
9%
00.0
6%
00.0
0%
00.0
6%
00.0
3%
00.1
7%
00.0
0%
00.4
6%
00.0
0%
06
60
Ph
arm
aci
st#
6,9
12
6,5
34
87
291
31
21
25
06
015
0
%100.0
0%
94.5
3%
01.2
6%
04.2
1%
00
.45
%00.0
3%
00.0
1%
00.0
3%
00.0
7%
00.0
0%
00.0
9%
00.0
0%
00.2
2%
00.0
0%
06
75
Med
ical
Reco
rds
Tech
nic
ian
#2,2
93
1,9
27
44
322
44
65
32
15
220
0
%100.0
0%
84.0
4%
01.9
2%
14.0
4%
01
.92
%00.2
6%
00.2
2%
00.1
3%
00.0
9%
00.0
4%
00.2
2%
00.0
9%
00.8
7%
00.0
0%
09
05
Gen
era
l A
tto
rney
#983
886
35
62
70
01
10
10
31
%100.0
0%
90.1
3%
03.5
6%
06.3
1%
00
.71
%00.0
0%
00.0
0%
00.1
0%
00.1
0%
00.0
0%
00.1
0%
00.0
0%
00.3
1%
00.1
0%
09
86
Leg
al
Ass
ista
nce
#79
63
412
10
00
00
01
00
%100.0
0%
79.7
5%
05.0
6%
15.1
9%
01
.27
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
01.2
7%
00.0
0%
00.0
0%
09
96
Ve
tera
ns
Cla
ims
Exam
inin
g#
11,2
91
8,8
65
445
1,9
81
20
59
10
16
31
714
0114
4
%100.0
0%
78.5
1%
03.9
4%
17.5
4%
01
.82
%00.0
8%
00.0
9%
00.1
4%
00.2
7%
00.0
6%
00.1
2%
00.0
0%
01.0
1%
00.0
4%
09
98
Cla
ims
Ass
ista
nce
an
d
Exam
inin
g
#2,1
77
1,4
43
90
644
10
718
24
13
110
058
1
%100.0
0%
66.2
8%
04.1
3%
29.5
8%
04
.92
%00.8
3%
00.0
9%
00.1
8%
00.6
0%
00.0
5%
00.4
6%
00.0
0%
02.6
6%
00.0
5%
11
01
Gen
era
l B
usi
ness
an
d
Ind
ust
ry
#650
549
23
78
11
10
02
01
07
0
%100.0
0%
84.4
6%
03.5
4%
12.0
0%
01
.69
%00.1
5%
00.0
0%
00.0
0%
00.3
1%
00.0
0%
00.1
5%
00.0
0%
01.0
8%
00.0
0%
11
65
Lo
an
Sp
eci
ali
st#
487
402
13
72
91
10
11
20
30
%100.0
0%
82.5
5%
02.6
7%
14.7
8%
01
.85
%00.2
1%
00.2
1%
00.0
0%
00.2
1%
00.2
1%
00.4
1%
00.0
0%
00.6
2%
00.0
0%
11
71
Ap
pra
isin
g#
246
190
14
42
30
01
00
10
10
%100.0
0%
77.2
4%
05.6
9%
17.0
7%
01
.22
%00.0
0%
00.0
0%
00.4
1%
00.0
0%
00.0
0%
00.4
1%
00.0
0%
00.4
1%
00.0
0%
16
30
Ce
mete
ry
Ad
min
istr
ati
on
#94
58
531
30
01
10
00
10
%100.0
0%
61.7
0%
05.3
2%
32.9
8%
03
.19
%00.0
0%
00.0
0%
01.0
6%
01.0
6%
00.0
0%
00.0
0%
00.0
0%
01.0
6%
00.0
0%
18
11
Cri
min
al
#60
52
35
00
00
00
00
00
FY 2013 REPORT
99
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
Invest
iga
tin
g%
100.0
0%
86.6
7%
05.0
0%
08.3
3%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
22
10
In
form
ati
on
T
ech
no
log
y
Man
ag
em
en
t
#6,6
77
5,3
06
250
1,1
21
12
012
11
516
620
147
2
%100.0
0%
79.4
7%
03.7
4%
16.7
9%
01
.80
%00.1
8%
00.1
6%
00.0
7%
00.2
4%
00.0
9%
00.3
0%
00.0
1%
00.7
0%
00.0
3%
47
54
Ce
mete
ry
Care
takin
g#
579
369
33
177
29
20
02
11
023
0
%100.0
0%
63.7
3%
05.7
0%
30.5
7%
05
.01
%00.3
5%
00.0
0%
00.0
0%
00.3
5%
00.1
7%
00.1
7%
00.0
0%
03.9
7%
00.0
0%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
This
fix
ed lis
t of m
ajor
occ
upat
ions
was
iden
tified
by
OD
I.
WORKFORCE TABLES
100
Table
A7
: A
PP
LIC
AN
T A
ND
HIR
ES
FO
R M
AJO
R O
CC
UP
ATIO
NS
- P
erm
an
en
t W
ork
forc
e -
Dis
trib
uti
on
by R
ace
/Eth
nic
ity a
nd S
ex -
SEP
– F
Y 2
01
3
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
00
83
Po
lice
To
tal
Rece
ived
#27,6
07
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#15,8
76
14,6
59
1,2
17
4,3
00
287
6,6
52
487
2,7
77
379
434
21
37
2122
14
337
27
%100.0
0%
92.3
3%
7.6
7%
27.0
8%
1.8
1%
41.9
0%
3.0
7%
17.4
9%
2.3
9%
2.7
3%
0.1
3%
0.2
3%
0.0
1%
0.7
7%
0.0
9%
2.1
2%
0.1
7%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#8,4
82
7,9
33
549
2,4
14
133
3,6
00
232
1,4
25
163
239
921
057
3177
9
%100.0
0%
93.5
3%
6.4
7%
28.4
6%
1.5
7%
42.4
4%
2.7
4%
16.8
0%
1.9
2%
2.8
2%
0.1
1%
0.2
5%
0.0
0%
0.6
7%
0.0
4%
2.0
9%
0.1
1%
Sele
cted
of
tho
se
Iden
tifi
ed
#294
273
21
84
2131
11
47
33
00
02
16
4
%100.0
0%
92.8
6%
7.1
4%
28.5
7%
0.6
8%
44.5
6%
3.7
4%
15.9
9%
1.0
2%
1.0
2%
0.0
0%
0.0
0%
0.0
0%
0.6
8%
0.3
4%
2.0
4%
1.3
6%
00
83
RC
LF
100.0
1%
85.1
6%
14.8
5%
10.2
5%
02.2
1%
62.2
3%
08.5
3%
09.0
2%
03.5
6%
02.0
2%
00.2
6%
00.2
0%
00.0
2%
00.8
8%
00.1
4%
00.5
6%
00.1
3%
01
01
So
cial
Sci
en
ce
To
tal
Rece
ived
#22,6
21
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#11,9
76
3,9
71
8,0
05
818
1,3
29
1,6
92
3,1
56
1,1
94
3,0
91
116
217
13
15
32
71
106
126
%100.0
0%
33.1
6%
66.8
4%
6.8
3%
11.1
0%
14.1
3%
26.3
5%
9.9
7%
25.8
1%
0.9
7%
1.8
1%
0.1
1%
0.1
3%
0.2
7%
0.5
9%
0.8
9%
1.0
5%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#4,8
45
1,5
47
3,2
98
364
517
662
1,2
91
441
1,3
41
40
71
33
730
30
45
%100.0
0%
31.9
3%
68.0
7%
7.5
1%
10.6
7%
13.6
6%
26.6
5%
9.1
0%
27.6
8%
0.8
3%
1.4
7%
0.0
6%
0.0
6%
0.1
4%
0.6
2%
0.6
2%
0.9
3%
Sele
cted
of
tho
se
Iden
tifi
ed
#155
57
98
10
14
32
44
13
34
02
00
02
22
%100.0
0%
36.7
7%
63.2
3%
6.4
5%
9.0
3%
20.6
5%
28.3
9%
8.3
9%
21.9
4%
0.0
0%
1.2
9%
0.0
0%
0.0
0%
0.0
0%
1.2
9%
1.2
9%
1.2
9%
01
01
RC
LF
100.0
0%
48.1
5%
51.8
5%
02.8
9%
03.6
4%
37.9
1%
39.6
1%
04.4
0%
04.5
1%
02.1
9%
03.0
9%
00.0
4%
00.0
2%
00.4
1%
00.6
9%
00.3
1%
00.2
9%
02
01
Hu
ma
n R
eso
urc
es
Man
ag
em
en
t
To
tal
Rece
ived
#44,4
40
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#22,7
35
11,0
38
11,6
97
2,4
55
2,1
50
4,4
07
3,6
38
3,3
22
5,0
19
514
438
33
57
124
86
183
309
%100.0
0%
48.5
5%
51.4
5%
10.8
0%
9.4
6%
19.3
8%
16.0
0%
14.6
1%
22.0
8%
2.2
6%
1.9
3%
0.1
5%
0.2
5%
0.5
5%
0.3
8%
0.8
0%
1.3
6%
FY 2013 REPORT
101
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#10,9
48
4,9
83
5,9
65
1,0
41
1,0
26
2,0
27
1,8
98
1,4
84
2,5
29
300
279
829
51
50
72
154
%100.0
0%
45.5
2%
54.4
8%
9.5
1%
9.3
7%
18.5
1%
17.3
4%
13.5
5%
23.1
0%
2.7
4%
2.5
5%
0.0
7%
0.2
6%
0.4
7%
0.4
6%
0.6
6%
1.4
1%
Sele
cted
of
tho
se
Iden
tifi
ed
#239
88
151
22
21
39
72
23
53
31
00
00
14
%100.0
0%
36.8
2%
63.1
8%
9.2
1%
8.7
9%
16.3
2%
30.1
3%
9.6
2%
22.1
8%
1.2
6%
0.4
2%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.4
2%
1.6
7%
02
01
RC
LF
99.9
9%
40.5
8%
59.4
1%
04.7
6%
06.4
0%
29.6
4%
42.5
7%
03.3
6%
06.9
1%
02.3
1%
02.7
0%
00.0
4%
00.0
9%
00.2
6%
00.4
5%
00.2
1%
00.2
9%
02
60
Eq
ual
Em
plo
ym
en
t O
pp
ort
un
ity
To
tal
Rece
ived
#4,5
97
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#3,4
26
1,8
30
1,5
96
532
340
530
306
635
872
48
25
20
424
15
41
34
%100.0
0%
53.4
2%
46.5
8%
15.5
3%
9.9
2%
15.4
7%
8.9
3%
18.5
3%
25.4
5%
1.4
0%
0.7
3%
0.5
8%
0.1
2%
0.7
0%
0.4
4%
1.2
0%
0.9
9%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#1,6
27
853
774
231
146
243
133
312
468
14
916
115
622
11
%100.0
0%
52.4
3%
47.5
7%
14.2
0%
8.9
7%
14.9
4%
8.1
7%
19.1
8%
28.7
6%
0.8
6%
0.5
5%
0.9
8%
0.0
6%
0.9
2%
0.3
7%
1.3
5%
0.6
8%
Sele
cted
of
tho
se
Iden
tifi
ed
#47
23
24
43
73
10
18
00
00
00
20
%100.0
0%
48.9
4%
51.0
6%
8.5
1%
6.3
8%
14.8
9%
6.3
8%
21.2
8%
38.3
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
4.2
6%
0.0
0%
02
60
RC
LF
99.9
9%
53.4
0%
46.5
9%
04.5
7%
04.5
9%
40.4
0%
31.7
4%
04.3
2%
06.8
9%
03.1
2%
02.4
2%
00.0
6%
00.1
2%
00.6
2%
00.5
1%
00.3
1%
00.3
2%
03
01
Mis
cell
an
eo
us
Ad
min
istr
ati
on
an
d P
rog
ram
To
tal
Rece
ived
#77,3
66
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#39,9
65
19,2
90
20,6
75
4,4
12
3,8
89
7,3
44
5,9
49
5,7
42
9,0
83
1,0
33
982
83
99
261
179
415
494
%100.0
0%
48.2
7%
51.7
3%
11.0
4%
9.7
3%
18.3
8%
14.8
9%
14.3
7%
22.7
3%
2.5
8%
2.4
6%
0.2
1%
0.2
5%
0.6
5%
0.4
5%
1.0
4%
1.2
4%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#22,6
71
10,1
48
12,5
23
2,3
65
2,2
53
3,8
10
3,5
61
2,9
44
5,5
82
679
672
41
59
107
108
202
288
%100.0
0%
44.7
6%
55.2
4%
10.4
3%
9.9
4%
16.8
1%
15.7
1%
12.9
9%
24.6
2%
3.0
0%
2.9
6%
0.1
8%
0.2
6%
0.4
7%
0.4
8%
0.8
9%
1.2
7%
Sele
cted
of
tho
se
Iden
tifi
ed
#384
174
210
36
37
78
98
41
59
511
00
10
14
4
%100.0
0%
45.3
1%
54.6
9%
9.3
8%
9.6
4%
20.3
1%
25.5
2%
10.6
8%
15.3
6%
1.3
0%
2.8
6%
0.0
0%
0.0
0%
2.6
0%
0.2
6%
1.0
4%
1.0
4%
03
01
RC
LF
100.0
0%
37.5
6%
62.4
4%
03.6
8%
06.1
9%
26.3
3%
42.1
5%
03.5
9%
08.6
9%
03.3
6%
04.3
7%
00.0
2%
00.0
5%
00.3
2%
00.5
9%
00.2
6%
00.4
0%
03
40
Pro
gra
m M
an
ag
em
en
t
WORKFORCE TABLES
102
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
To
tal
Rece
ived
#5,3
19
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#2,8
39
1,8
92
947
370
170
982
362
387
323
67
49
21
43
10
41
32
%100.0
0%
66.6
4%
33.3
6%
13.0
3%
5.9
9%
34.5
9%
12.7
5%
13.6
3%
11.3
8%
2.3
6%
1.7
3%
0.0
7%
0.0
4%
1.5
1%
0.3
5%
1.4
4%
1.1
3%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#1,0
55
642
413
131
64
318
182
138
120
29
24
11
15
510
17
%100.0
0%
60.8
5%
39.1
5%
12.4
2%
6.0
7%
30.1
4%
17.2
5%
13.0
8%
11.3
7%
2.7
5%
2.2
7%
0.0
9%
0.0
9%
1.4
2%
0.4
7%
0.9
5%
1.6
1%
Sele
cted
of
tho
se
Iden
tifi
ed
#20
812
31
38
13
00
00
10
00
%100.0
0%
40.0
0%
60.0
0%
15.0
0%
5.0
0%
15.0
0%
40.0
0%
5.0
0%
15.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
5.0
0%
0.0
0%
0.0
0%
0.0
0%
03
40
RC
LF
100.0
0%
37.5
6%
62.4
4%
03.6
8%
06.1
9%
26.3
3%
42.1
5%
03.5
9%
08.6
9%
03.3
6%
04.3
7%
00.0
2%
00.0
5%
00.3
2%
00.5
9%
00.2
6%
00.4
0%
03
43
Ma
nag
em
en
t an
d P
rog
ram
An
aly
sis
To
tal
Rece
ived
#67,9
51
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#36,0
15
20,3
47
15,6
68
4,6
28
2,8
96
8,2
93
4,7
75
5,4
96
6,5
64
1,2
33
803
46
33
297
119
354
478
%100.0
0%
56.5
0%
43.5
0%
12.8
5%
8.0
4%
23.0
3%
13.2
6%
15.2
6%
18.2
3%
3.4
2%
2.2
3%
0.1
3%
0.0
9%
0.8
2%
0.3
3%
0.9
8%
1.3
3%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#19,2
87
10,2
64
9,0
23
2,2
85
1,5
42
4,2
57
2,8
55
2,7
00
3,7
93
733
512
21
15
132
53
136
253
%100.0
0%
53.2
2%
46.7
8%
11.8
5%
8.0
0%
22.0
7%
14.8
0%
14.0
0%
19.6
7%
3.8
0%
2.6
5%
0.1
1%
0.0
8%
0.6
8%
0.2
7%
0.7
1%
1.3
1%
Sele
cted
of
tho
se
Iden
tifi
ed
#395
199
196
41
33
110
109
32
46
13
51
21
11
0
%100.0
0%
50.3
8%
49.6
2%
10.3
8%
8.3
5%
27.8
5%
27.5
9%
8.1
0%
11.6
5%
3.2
9%
1.2
7%
0.2
5%
0.5
1%
0.2
5%
0.2
5%
0.2
5%
0.0
0%
03
43
RC
LF
100.0
0%
59.0
5%
40.9
5%
02.7
8%
02.2
3%
47.3
7%
31.1
1%
03.0
1%
03.6
4%
05.2
5%
03.3
6%
00.0
2%
00.0
4%
00.2
9%
00.3
0%
00.3
3%
00.2
7%
05
01
Fin
an
cial
Ad
min
istr
ati
on
an
d P
rog
ram
To
tal
Rece
ived
#6,6
29
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#3,4
01
1,6
31
1,7
70
459
362
668
630
380
606
85
80
318
11
31
25
43
%100.0
0%
47.9
6%
52.0
4%
13.5
0%
10.6
4%
19.6
4%
18.5
2%
11.1
7%
17.8
2%
2.5
0%
2.3
5%
0.0
9%
0.5
3%
0.3
2%
0.9
1%
0.7
4%
1.2
6%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#1,5
21
684
837
202
165
271
311
151
267
48
43
110
217
924
%100.0
0%
44.9
7%
55.0
3%
13.2
8%
10.8
5%
17.8
2%
20.4
5%
9.9
3%
17.5
5%
3.1
6%
2.8
3%
0.0
7%
0.6
6%
0.1
3%
1.1
2%
0.5
9%
1.5
8%
FY 2013 REPORT
103
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Sele
cted
of
tho
se
Iden
tifi
ed
#61
23
38
10
13
10
18
34
01
00
01
01
%100.0
0%
37.7
0%
62.3
0%
16.3
9%
21.3
1%
16.3
9%
29.5
1%
4.9
2%
6.5
6%
0.0
0%
1.6
4%
0.0
0%
0.0
0%
0.0
0%
1.6
4%
0.0
0%
1.6
4%
05
01
RC
LF
100.0
0%
43.9
5%
56.0
5%
04.3
2%
06.2
4%
31.6
3%
37.2
5%
04.7
7%
07.6
9%
02.5
0%
03.8
2%
00.0
0%
00.0
6%
00.3
7%
00.7
9%
00.3
6%
00.2
0%
05
11
Au
dit
ing
To
tal
Rece
ived
#1,3
63
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#646
385
261
96
48
158
74
94
107
29
17
12
42
311
%100.0
0%
59.6
0%
40.4
0%
14.8
6%
7.4
3%
24.4
6%
11.4
6%
14.5
5%
16.5
6%
4.4
9%
2.6
3%
0.1
5%
0.3
1%
0.6
2%
0.3
1%
0.4
6%
1.7
0%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#307
188
119
42
23
85
39
41
42
18
10
01
01
23
%100.0
0%
61.2
4%
38.7
6%
13.6
8%
7.4
9%
27.6
9%
12.7
0%
13.3
6%
13.6
8%
5.8
6%
3.2
6%
0.0
0%
0.3
3%
0.0
0%
0.3
3%
0.6
5%
0.9
8%
Sele
cted
of
tho
se
Iden
tifi
ed
#11
65
11
34
10
00
00
00
10
%100.0
0%
54.5
5%
45.4
5%
9.0
9%
9.0
9%
27.2
7%
36.3
6%
9.0
9%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
9.0
9%
0.0
0%
05
11
RC
LF
100.0
0%
40.0
1%
59.9
9%
02.4
3%
04.2
1%
30.6
5%
42.5
5%
02.6
3%
05.6
3%
03.9
0%
06.8
3%
00.0
3%
00.0
6%
00.1
8%
00.4
1%
00.1
9%
00.3
0%
06
02
Med
ical
Off
icer
To
tal
Rece
ived
#9,9
41
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#5,2
53
3,8
04
1,4
49
536
174
1,6
79
540
189
149
1,3
57
578
70
15
321
5
%100.0
0%
72.4
2%
27.5
8%
10.2
0%
3.3
1%
31.9
6%
10.2
8%
3.6
0%
2.8
4%
25.8
3%
11.0
0%
0.1
3%
0.0
0%
0.2
9%
0.0
6%
0.4
0%
0.1
0%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#3,3
91
2,4
72
919
380
109
1,1
47
377
123
97
794
332
40
12
312
1
%100.0
0%
72.9
0%
27.1
0%
11.2
1%
3.2
1%
33.8
2%
11.1
2%
3.6
3%
2.8
6%
23.4
1%
9.7
9%
0.1
2%
0.0
0%
0.3
5%
0.0
9%
0.3
5%
0.0
3%
Sele
cted
of
tho
se
Iden
tifi
ed
#265
164
101
26
14
85
37
811
44
39
00
00
10
%100.0
0%
61.8
9%
38.1
1%
9.8
1%
5.2
8%
32.0
8%
13.9
6%
3.0
2%
4.1
5%
16.6
0%
14.7
2%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.3
8%
0.0
0%
06
02
RC
LF
99.9
8%
67.5
5%
32.4
3%
03.9
2%
01.9
2%
48.8
4%
20.1
3%
02.6
7%
02.3
3%
11.4
6%
07.6
2%
00.0
2%
00.0
2%
00.2
1%
00.1
3%
00.4
3%
00.2
8%
06
10
Nu
rse
To
tal
Rece
ived
#170,2
05
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
WORKFORCE TABLES
104
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Vo
lun
tari
ly
Iden
tifi
ed
#86,6
19
17,6
59
68,9
60
3,0
80
8,3
27
9,2
23
35,4
90
2,3
80
15,3
24
2,4
89
8,0
56
43
155
241
593
203
1,0
15
%100.0
0%
20.3
9%
79.6
1%
3.5
6%
9.6
1%
10.6
5%
40.9
7%
2.7
5%
17.6
9%
2.8
7%
9.3
0%
0.0
5%
0.1
8%
0.2
8%
0.6
8%
0.2
3%
1.1
7%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#52,6
09
10,4
62
42,1
47
1,8
12
4,9
00
5,5
12
21,5
81
1,4
09
9,7
64
1,4
22
4,8
46
23
85
151
391
133
580
%100.0
0%
19.8
9%
80.1
1%
3.4
4%
9.3
1%
10.4
8%
41.0
2%
2.6
8%
18.5
6%
2.7
0%
9.2
1%
0.0
4%
0.1
6%
0.2
9%
0.7
4%
0.2
5%
1.1
0%
Sele
cted
of
tho
se
Iden
tifi
ed
#3,3
06
665
2,6
41
97
270
390
1,5
08
75
485
87
327
28
813
630
%100.0
0%
20.1
1%
79.8
9%
2.9
3%
8.1
7%
11.8
0%
45.6
1%
2.2
7%
14.6
7%
2.6
3%
9.8
9%
0.0
6%
0.2
4%
0.2
4%
0.3
9%
0.1
8%
0.9
1%
06
10
RC
LF
100.0
0%
09.0
1%
90.9
9%
00.6
4%
03.9
9%
06.2
5%
69.8
4%
00.8
9%
08.9
8%
01.1
0%
07.0
5%
00.0
1%
00.0
7%
00.0
7%
00.6
4%
00.0
5%
00.4
2%
06
20
Pra
ctic
al
Nu
rse
To
tal
Rece
ived
#42,1
32
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#19,8
39
3,8
88
15,9
51
822
1,8
70
1,6
13
7,3
22
750
5,1
08
578
1,0
57
14
69
30
162
81
363
%100.0
0%
19.6
0%
80.4
0%
4.1
4%
9.4
3%
8.1
3%
36.9
1%
3.7
8%
25.7
5%
2.9
1%
5.3
3%
0.0
7%
0.3
5%
0.1
5%
0.8
2%
0.4
1%
1.8
3%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#10,9
53
2,1
48
8,8
05
384
994
875
3,9
48
455
2,9
08
370
609
543
20
99
39
204
%100.0
0%
19.6
1%
80.3
9%
3.5
1%
9.0
8%
7.9
9%
36.0
4%
4.1
5%
26.5
5%
3.3
8%
5.5
6%
0.0
5%
0.3
9%
0.1
8%
0.9
0%
0.3
6%
1.8
6%
Sele
cted
of
tho
se
Iden
tifi
ed
#828
195
633
23
60
101
345
34
169
25
35
11
36
817
%100.0
0%
23.5
5%
76.4
5%
2.7
8%
7.2
5%
12.2
0%
41.6
7%
4.1
1%
20.4
1%
3.0
2%
4.2
3%
0.1
2%
0.1
2%
0.3
6%
0.7
2%
0.9
7%
2.0
5%
06
20
RC
LF
100.0
1%
07.4
0%
92.6
1%
00.8
2%
06.4
3%
03.9
4%
59.9
4%
01.8
5%
21.6
9%
00.6
6%
03.0
6%
00.0
2%
00.0
6%
00.0
6%
00.9
5%
00.0
5%
00.4
8%
06
21
Nu
rsin
g A
ssis
tan
t
To
tal
Rece
ived
#38,0
48
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#17,2
14
4,4
04
12,8
10
708
1,5
31
1,5
09
4,1
82
1,7
74
6,2
24
287
477
844
31
70
87
282
%100.0
0%
25.5
8%
74.4
2%
4.1
1%
8.8
9%
8.7
7%
24.2
9%
10.3
1%
36.1
6%
1.6
7%
2.7
7%
0.0
5%
0.2
6%
0.1
8%
0.4
1%
0.5
1%
1.6
4%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#7,3
96
1,9
02
5,4
94
288
613
616
1,6
44
816
2,8
64
129
228
222
14
26
37
97
%100.0
0%
25.7
2%
74.2
8%
3.8
9%
8.2
9%
8.3
3%
22.2
3%
11.0
3%
38.7
2%
1.7
4%
3.0
8%
0.0
3%
0.3
0%
0.1
9%
0.3
5%
0.5
0%
1.3
1%
Sele
cted
of
tho
se
Iden
tifi
ed
#619
211
408
37
49
83
183
81
150
815
01
05
25
%100.0
0%
34.0
9%
65.9
1%
5.9
8%
7.9
2%
13.4
1%
29.5
6%
13.0
9%
24.2
3%
1.2
9%
2.4
2%
0.0
0%
0.1
6%
0.0
0%
0.8
1%
0.3
2%
0.8
1%
FY 2013 REPORT
105
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
06
21
RC
LF
99.9
8%
12.0
3%
87.9
5%
01.4
9%
11.2
8%
05.5
9%
41.5
6%
03.7
0%
29.7
3%
00.9
4%
03.3
0%
00.0
3%
00.1
7%
00.1
6%
01.2
2%
00.1
2%
00.6
9%
06
44
Med
ical
Tech
no
log
ist
To
tal
Rece
ived
#9,3
25
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#4,6
44
2,0
27
2,6
17
371
453
686
1,1
05
597
631
305
341
15
514
13
39
69
%100.0
0%
43.6
5%
56.3
5%
7.9
9%
9.7
5%
14.7
7%
23.7
9%
12.8
6%
13.5
9%
6.5
7%
7.3
4%
0.3
2%
0.1
1%
0.3
0%
0.2
8%
0.8
4%
1.4
9%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#1,6
17
688
929
139
148
200
425
218
182
112
141
40
56
10
27
%100.0
0%
42.5
5%
57.4
5%
8.6
0%
9.1
5%
12.3
7%
26.2
8%
13.4
8%
11.2
6%
6.9
3%
8.7
2%
0.2
5%
0.0
0%
0.3
1%
0.3
7%
0.6
2%
1.6
7%
Sele
cted
of
tho
se
Iden
tifi
ed
#160
55
105
12
16
27
52
612
10
21
00
01
03
%100.0
0%
34.3
8%
65.6
3%
7.5
0%
10.0
0%
16.8
8%
32.5
0%
3.7
5%
7.5
0%
6.2
5%
13.1
3%
0.0
0%
0.0
0%
0.0
0%
0.6
3%
0.0
0%
1.8
8%
06
44
RC
LF
99.9
8%
25.9
3%
74.0
5%
02.9
7%
05.7
5%
14.9
0%
48.0
8%
03.6
2%
10.6
4%
04.0
4%
08.4
5%
00.0
5%
00.0
9%
00.1
7%
00.5
6%
00.1
8%
00.4
8%
06
47
Dia
gn
ost
ic R
ad
iolo
gic
Tech
no
log
ist
To
tal
Rece
ived
#10,8
16
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#5,5
43
2,8
20
2,7
23
440
321
1,6
61
1,9
47
411
309
229
97
39
120
26
20
22
%100.0
0%
50.8
7%
49.1
3%
7.9
4%
5.7
9%
29.9
7%
35.1
3%
7.4
1%
5.5
7%
4.1
3%
1.7
5%
0.7
0%
0.0
2%
0.3
6%
0.4
7%
0.3
6%
0.4
0%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#2,8
85
1,5
25
1,3
60
231
177
951
978
208
136
93
43
23
07
14
12
12
%100.0
0%
52.8
6%
47.1
4%
8.0
1%
6.1
4%
32.9
6%
33.9
0%
7.2
1%
4.7
1%
3.2
2%
1.4
9%
0.8
0%
0.0
0%
0.2
4%
0.4
9%
0.4
2%
0.4
2%
Sele
cted
of
tho
se
Iden
tifi
ed
#147
71
76
14
642
59
96
44
00
00
21
%100.0
0%
48.3
0%
51.7
0%
9.5
2%
4.0
8%
28.5
7%
40.1
4%
6.1
2%
4.0
8%
2.7
2%
2.7
2%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
1.3
6%
0.6
8%
06
47
RC
LF
100.0
1%
28.1
9%
71.8
2%
03.9
2%
04.7
4%
18.2
6%
58.4
8%
03.0
8%
05.5
1%
02.5
1%
02.3
1%
00.0
6%
00.0
4%
00.2
0%
00.5
0%
00.1
6%
00.2
4%
06
60
Ph
arm
aci
st
To
tal
Rece
ived
#16,1
56
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#8,6
18
3,9
40
4,6
78
677
266
1,8
10
2,3
65
544
779
860
1,1
97
16
712
41
53
%100.0
0%
45.7
2%
54.2
8%
7.8
6%
3.0
9%
21.0
0%
27.4
4%
6.3
1%
9.0
4%
9.9
8%
13.8
9%
0.0
1%
0.0
7%
0.0
8%
0.1
4%
0.4
8%
0.6
1%
WORKFORCE TABLES
106
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#5,4
83
2,4
44
3,0
39
454
178
1,1
48
1,5
35
347
493
474
783
03
410
17
37
%100.0
0%
44.5
7%
55.4
3%
8.2
8%
3.2
5%
20.9
4%
28.0
0%
6.3
3%
8.9
9%
8.6
4%
14.2
8%
0.0
0%
0.0
5%
0.0
7%
0.1
8%
0.3
1%
0.6
7%
Sele
cted
of
tho
se
Iden
tifi
ed
#269
92
177
49
66
121
811
11
33
10
00
23
%100.0
0%
34.2
0%
65.8
0%
1.4
9%
3.3
5%
24.5
4%
44.9
8%
2.9
7%
4.0
9%
4.0
9%
12.2
7%
0.3
7%
0.0
0%
0.0
0%
0.0
0%
0.7
4%
1.1
2%
06
60
RC
LF
100.0
0%
47.3
5%
52.6
5%
01.5
7%
02.1
2%
37.0
3%
36.2
6%
02.0
6%
03.6
8%
06.2
1%
10.1
6%
00.0
4%
00.0
3%
00.2
1%
00.2
0%
00.2
3%
00.2
0%
06
75
Med
ical
Reco
rds
Tech
nic
ian
To
tal
Rece
ived
#20,8
66
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#9,8
30
2,7
42
7,0
88
647
1,2
37
1,0
59
2,5
09
815
2,8
47
137
287
10
29
23
33
51
146
%100.0
0%
27.8
9%
72.1
1%
6.5
8%
12.5
8%
10.7
7%
25.5
2%
8.2
9%
28.9
6%
1.3
9%
2.9
2%
0.1
0%
0.3
0%
0.2
3%
0.3
4%
0.5
2%
1.4
9%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#2,5
34
570
1,9
64
121
312
263
783
151
742
21
79
09
42
10
37
%100.0
0%
22.4
9%
77.5
1%
4.7
8%
12.3
1%
10.3
8%
30.9
0%
5.9
6%
29.2
8%
0.8
3%
3.1
2%
0.0
0%
0.3
6%
0.1
6%
0.0
8%
0.3
9%
1.4
6%
Sele
cted
of
tho
se
Iden
tifi
ed
#95
20
75
34
938
529
03
00
20
11
%100.0
0%
21.0
5%
78.9
5%
3.1
6%
4.2
1%
9.4
7%
40.0
0%
5.2
6%
30.5
3%
0.0
0%
3.1
6%
0.0
0%
0.0
0%
2.1
1%
0.0
0%
1.0
5%
1.0
5%
06
75
RC
LF
100.0
1%
10.3
8%
89.6
3%
01.5
6%
11.2
3%
04.8
9%
57.0
3%
02.2
9%
15.3
9%
01.3
8%
03.8
4%
00.0
0%
00.1
5%
00.1
8%
01.7
0%
00.0
8%
00.2
9%
09
05
Gen
era
l A
tto
rney
To
tal
Rece
ived
#1,7
79
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#839
444
395
86
59
241
149
56
130
49
46
10
23
98
%100.0
0%
52.9
2%
47.0
8%
10.2
5%
7.0
3%
28.7
2%
17.7
6%
6.6
7%
15.4
9%
5.8
4%
5.4
8%
0.1
2%
0.0
0%
0.2
4%
0.3
6%
1.0
7%
0.9
5%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#775
410
365
79
50
222
139
52
121
45
44
10
23
98
%100.0
0%
52.9
0%
47.1
0%
10.1
9%
6.4
5%
28.6
5%
17.9
4%
6.7
1%
15.6
1%
5.8
1%
5.6
8%
0.1
3%
0.0
0%
0.2
6%
0.3
9%
1.1
6%
1.0
3%
Sele
cted
of
tho
se
Iden
tifi
ed
#6
42
11
30
01
00
00
00
00
%100.0
0%
66.6
7%
33.3
3%
16.6
7%
16.6
7%
50.0
0%
0.0
0%
0.0
0%
16.6
7%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
09
05
RC
LF
100.0
1%
66.5
8%
33.4
3%
02.6
5%
01.9
2%
59.2
1%
26.5
4%
02.1
5%
02.6
3%
02.0
2%
01.9
0%
00.0
2%
00.0
1%
00.3
1%
00.2
3%
00.2
2%
00.2
0%
09
86
Leg
al
Ass
ista
nce
FY 2013 REPORT
107
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
To
tal
Rece
ived
#51
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#29
11
18
45
44
37
02
00
00
00
%100.0
0%
37.9
3%
62.0
7%
13.7
9%
17.2
4%
13.7
9%
13.7
9%
10.3
4%
24.1
4%
0.0
0%
6.9
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#8
35
22
02
10
01
00
00
00
%100.0
0%
37.5
0%
62.5
0%
25.0
0%
25.0
0%
0.0
0%
25.0
0%
12.5
0%
0.0
0%
0.0
0%
12.5
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
Sele
cted
of
tho
se
Iden
tifi
ed
#0
00
00
00
00
00
00
00
0
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
09
86
RC
LF
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
09
96
Ve
tera
ns
Cla
ims
Exam
inin
g
To
tal
Rece
ived
#21,8
22
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#10,8
39
5,5
16
5,3
23
1,3
40
925
2,0
44
1,3
69
1,7
37
2,6
87
205
149
17
25
82
35
91
133
%100.0
0%
50.8
9%
49.1
1%
12.3
6%
8.5
3%
18.8
6%
12.6
3%
16.0
3%
24.7
9%
1.8
9%
1.3
7%
0.1
6%
0.2
3%
0.7
6%
0.3
2%
0.8
4%
1.2
3%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#6,9
20
3,1
90
3,7
30
814
631
1,1
77
944
993
1,9
21
101
93
818
50
24
47
99
%100.0
0%
46.1
0%
53.9
0%
11.7
6%
9.1
2%
17.0
1%
13.6
4%
14.3
5%
27.7
6%
1.4
6%
1.3
4%
0.1
2%
0.2
6%
0.7
2%
0.3
5%
0.6
8%
1.4
3%
Sele
cted
of
tho
se
Iden
tifi
ed
#413
204
209
39
30
82
64
69
92
88
10
36
29
%100.0
0%
49.3
9%
50.6
1%
9.4
4%
7.2
6%
19.8
5%
15.5
0%
16.7
1%
22.2
8%
1.9
4%
1.9
4%
0.2
4%
0.0
0%
0.7
3%
1.4
5%
0.4
8%
2.1
8%
09
96
RC
LF
100.0
1%
38.2
0%
61.8
1%
02.9
8%
05.6
8%
29.9
2%
41.1
8%
03.3
9%
11.6
9%
01.5
8%
02.4
6%
00.0
3%
00.0
8%
00.1
8%
00.4
2%
00.1
2%
00.3
0%
09
98
Cla
ims
Ass
ista
nce
an
d E
xam
inin
g
To
tal
Rece
ived
#10,9
18
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#5,3
64
2,3
26
3,0
38
432
453
948
916
729
1,5
03
116
67
21
15
37
13
43
71
%100.0
0%
43.3
6%
56.6
4%
8.0
5%
8.4
5%
17.6
7%
17.0
8%
13.5
9%
28.0
2%
2.1
6%
1.2
5%
0.3
9%
0.2
8%
0.6
9%
0.2
4%
0.8
0%
1.3
2%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#3,2
93
1,3
13
1,9
80
259
288
547
592
397
1,0
04
62
44
64
19
823
40
%100.0
0%
39.8
7%
60.1
3%
7.8
7%
8.7
5%
16.6
1%
17.9
8%
12.0
6%
30.4
9%
1.8
8%
1.3
4%
0.1
8%
0.1
2%
0.5
8%
0.2
4%
0.7
0%
1.2
1%
WORKFORCE TABLES
108
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Sele
cted
of
tho
se
Iden
tifi
ed
#159
74
85
14
15
31
36
23
25
54
00
01
14
%100.0
0%
46.5
4%
53.4
6%
8.8
1%
9.4
3%
19.5
0%
22.6
4%
14.4
7%
15.7
2%
3.1
4%
2.5
2%
0.0
0%
0.0
0%
0.0
0%
0.6
3%
0.6
3%
2.5
2%
09
98
RC
LF
99.9
9%
25.0
1%
74.9
8%
03.1
6%
08.1
9%
16.5
5%
51.5
7%
03.2
8%
10.9
0%
01.4
8%
02.9
1%
00.0
7%
00.1
5%
00.3
1%
00.8
6%
00.1
6%
00.4
0%
11
01
Gen
era
l B
usi
ness
an
d I
nd
ust
ry
To
tal
Rece
ived
#3,3
09
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#1,7
97
1,2
59
538
235
86
566
200
366
208
35
96
10
23
728
18
%100.0
0%
70.0
6%
29.9
4%
13.0
8%
4.7
9%
31.5
0%
11.1
3%
20.3
7%
11.5
7%
1.9
5%
0.5
0%
0.3
3%
0.5
6%
1.2
8%
0.3
9%
1.5
6%
1.0
0%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#844
538
306
112
45
246
115
135
121
21
34
84
416
10
%100.0
0%
63.7
4%
36.2
6%
13.2
7%
5.3
3%
29.1
5%
13.6
3%
16.0
0%
14.3
4%
2.4
9%
0.3
6%
0.4
7%
0.9
5%
0.4
7%
0.4
7%
1.9
0%
1.1
8%
Sele
cted
of
tho
se
Iden
tifi
ed
#16
11
50
17
44
00
00
00
00
0
%100.0
0%
68.7
5%
31.2
5%
0.0
0%
6.2
5%
43.7
5%
25.0
0%
25.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
11
01
RC
LF
100.0
0%
37.5
6%
62.4
4%
03.6
8%
06.1
9%
26.3
3%
42.1
5%
03.5
9%
08.6
9%
03.3
6%
04.3
7%
00.0
2%
00.0
5%
00.3
2%
00.5
9%
00.2
6%
00.4
0%
11
65
Lo
an
Sp
eci
ali
st
To
tal
Rece
ived
#2,8
04
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#1,3
35
690
645
118
101
248
149
266
347
29
26
02
14
115
19
%100.0
0%
51.6
9%
48.3
1%
8.8
4%
7.5
7%
18.5
8%
11.1
6%
19.9
3%
25.9
9%
2.1
7%
1.9
5%
0.0
0%
0.1
5%
1.0
5%
0.0
7%
1.1
2%
1.4
2%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#826
429
397
64
63
178
98
149
201
19
22
02
81
11
10
%100.0
0%
51.9
4%
48.0
6%
7.7
5%
7.6
3%
21.5
5%
11.8
6%
18.0
4%
24.3
3%
2.3
0%
2.6
6%
0.0
0%
0.2
4%
0.9
7%
0.1
2%
1.3
3%
1.2
1%
Sele
cted
of
tho
se
Iden
tifi
ed
#21
12
90
28
23
20
30
01
00
0
%100.0
0%
57.1
4%
42.8
6%
0.0
0%
9.5
2%
38.1
0%
9.5
2%
14.2
9%
9.5
2%
0.0
0%
14.2
9%
0.0
0%
0.0
0%
4.7
6%
0.0
0%
0.0
0%
0.0
0%
11
65
RC
LF
100.0
1%
46.6
7%
53.3
4%
04.7
8%
06.4
8%
35.2
8%
36.8
4%
03.7
3%
06.2
1%
02.3
4%
03.0
3%
00.0
8%
00.1
3%
00.2
1%
00.3
2%
00.2
5%
00.3
3%
11
71
Ap
pra
isin
g
To
tal
Rece
ived
#1,1
95
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
FY 2013 REPORT
109
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Vo
lun
tari
ly
Iden
tifi
ed
#564
383
181
83
36
170
51
84
87
13
38
014
211
2
%100.0
0%
67.9
1%
32.0
9%
14.7
2%
6.3
8%
30.1
4%
9.0
4%
14.8
9%
15.4
3%
2.3
0%
0.5
3%
1.4
2%
0.0
0%
2.4
8%
0.3
5%
1.9
5%
0.3
5%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#281
172
109
42
18
79
31
39
57
30
30
31
32
%100.0
0%
61.2
1%
38.7
9%
14.9
5%
6.4
1%
28.1
1%
11.0
3%
13.8
8%
20.2
8%
1.0
7%
0.0
0%
1.0
7%
0.0
0%
1.0
7%
0.3
6%
1.0
7%
0.7
1%
Sele
cted
of
tho
se
Iden
tifi
ed
#19
13
63
09
11
40
00
00
00
1
%100.0
0%
68.4
2%
31.5
8%
15.7
9%
0.0
0%
47.3
7%
5.2
6%
5.2
6%
21.0
5%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
5.2
6%
11
71
RC
LF
99.9
9%
66.0
2%
33.9
7%
03.0
5%
02.0
0%
58.8
4%
28.4
8%
01.8
7%
01.8
6%
01.7
1%
01.0
4%
00.0
4%
00.0
2%
00.2
6%
00.4
9%
00.2
5%
00.0
8%
16
30
Ce
mete
ry A
dm
inis
trati
on
To
tal
Rece
ived
#153
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#79
63
16
16
329
610
72
00
05
01
0
%100.0
0%
79.7
5%
20.2
5%
20.2
5%
3.8
0%
36.7
1%
7.5
9%
12.6
6%
8.8
6%
2.5
3%
0.0
0%
0.0
0%
0.0
0%
6.3
3%
0.0
0%
1.2
7%
0.0
0%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#25
19
66
111
11
40
00
01
00
0
%100.0
0%
76.0
0%
24.0
0%
24.0
0%
4.0
0%
44.0
0%
4.0
0%
4.0
0%
16.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
4.0
0%
0.0
0%
0.0
0%
0.0
0%
Sele
cted
of
tho
se
Iden
tifi
ed
#3
30
10
20
00
00
00
00
00
%100.0
0%
100.0
0%
0.0
0%
33.3
3%
0.0
0%
66.6
7%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
16
30
RC
LF
100.0
0%
37.5
6%
62.4
4%
03.6
8%
06.1
9%
26.3
3%
42.1
5%
03.5
9%
08.6
9%
03.3
6%
04.3
7%
00.0
2%
00.0
5%
00.3
2%
00.5
9%
00.2
6%
00.4
0%
18
11
Cri
min
al
Inve
stig
ati
ng
To
tal
Rece
ived
#1,4
30
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#864
786
78
217
12
356
31
160
31
25
01
013
014
4
%100.0
0%
90.9
7%
9.0
3%
25.1
2%
1.3
9%
41.2
0%
3.5
9%
18.5
2%
3.5
9%
2.8
9%
0.0
0%
0.1
2%
0.0
0%
1.5
0%
0.0
0%
1.6
2%
0.4
6%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#497
467
30
124
4216
13
98
12
12
01
08
08
1
%100.0
0%
93.9
6%
6.0
4%
24.9
5%
0.8
0%
43.4
6%
2.6
2%
19.7
2%
2.4
1%
2.4
1%
0.0
0%
0.2
0%
0.0
0%
1.6
1%
0.0
0%
1.6
1%
0.2
0%
Sele
cted
of
tho
se
Iden
tifi
ed
#3
30
00
10
20
00
00
00
00
%100.0
0%
100.0
0%
0.0
0%
0.0
0%
0.0
0%
33.3
3%
0.0
0%
66.6
7%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
0.0
0%
WORKFORCE TABLES
110
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
18
11
RC
LF
100.0
1%
76.3
4%
23.6
7%
08.2
8%
03.0
3%
57.7
4%
15.2
9%
07.5
0%
04.3
4%
01.6
0%
00.5
3%
00.0
7%
00.0
3%
00.8
0%
00.2
9%
00.3
5%
00.1
6%
22
10
In
form
ati
on
Tech
no
log
y M
an
ag
em
en
t
To
tal
Rece
ived
#60,4
14
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#34,2
68
28,2
27
6,0
41
5,8
89
1,0
00
12,5
72
2,0
10
6,0
79
2,3
10
2,4
60
508
136
21
344
63
747
129
%100.0
0%
82.3
7%
17.6
3%
17.1
9%
2.9
2%
36.6
9%
5.8
7%
17.7
4%
6.7
4%
7.1
8%
1.4
8%
0.4
0%
0.0
6%
1.0
0%
0.1
8%
2.1
8%
0.3
8%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#21,5
67
17,6
11
3,9
56
3,4
88
622
8,0
80
1,3
78
3,6
11
1,4
48
1,6
88
357
78
17
189
44
477
90
%100.0
0%
81.6
6%
18.3
4%
16.1
7%
2.8
8%
37.4
6%
6.3
9%
16.7
4%
6.7
1%
7.8
3%
1.6
6%
0.3
6%
0.0
8%
0.8
8%
0.2
0%
2.2
1%
0.4
2%
Sele
cted
of
tho
se
Iden
tifi
ed
#421
343
78
63
5196
54
43
10
22
72
09
08
2
%100.0
0%
81.4
7%
18.5
3%
14.9
6%
1.1
9%
46.5
6%
12.8
3%
10.2
1%
2.3
8%
5.2
3%
1.6
6%
0.4
8%
0.0
0%
2.1
4%
0.0
0%
1.9
0%
0.4
8%
22
10
RC
LF
100.0
0%
70.6
2%
29.3
8%
05.7
8%
02.3
0%
50.5
8%
20.1
7%
06.6
9%
04.4
1%
06.5
2%
01.9
9%
00.1
2%
00.0
5%
00.5
1%
00.2
8%
00.4
2%
00.1
8%
47
54
Ce
mete
ry C
are
takin
g
To
tal
Rece
ived
#5,1
47
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Vo
lun
tari
ly
Iden
tifi
ed
#2,2
74
2,1
02
172
529
41
1,0
41
81
418
36
44
49
028
533
5
%100.0
0%
92.4
4%
7.5
6%
23.2
6%
1.8
0%
45.7
8%
3.5
6%
18.3
8%
1.5
8%
1.9
3%
0.1
8%
0.4
0%
0.0
0%
1.2
3%
0.2
2%
1.4
5%
0.2
2%
Qu
ali
fied
of
tho
se
Iden
tifi
ed
#1,0
88
1,0
39
49
198
11
580
28
203
917
06
017
018
1
%100.0
0%
95.5
0%
4.5
0%
18.2
0%
1.0
1%
53.3
1%
2.5
7%
18.6
6%
0.8
3%
1.5
6%
0.0
0%
0.5
5%
0.0
0%
1.5
6%
0.0
0%
1.6
5%
0.0
9%
Sele
cted
of
tho
se
Iden
tifi
ed
#96
90
622
354
311
00
02
00
01
0
%100.0
0%
93.7
5%
6.2
5%
22.9
2%
3.1
3%
56.2
5%
3.1
3%
11.4
6%
0.0
0%
0.0
0%
0.0
0%
2.0
8%
0.0
0%
0.0
0%
0.0
0%
1.0
4%
0.0
0%
47
54
RC
LF
99.9
8%
93.5
5%
06.4
3%
38.2
7%
01.2
5%
44.1
9%
04.3
9%
08.2
7%
00.5
0%
01.1
9%
00.1
2%
00.1
6%
00.0
2%
00.9
7%
00.1
2%
00.5
0%
00.0
3%
Dat
a sh
ow
n incl
ude
all per
man
ent
and t
empora
ry p
osi
tions
hir
ed t
hro
ugh U
SA S
taffin
g t
hat
wer
e co
mple
ted a
nd a
udited
in F
Y 2
013.
This
fix
ed lis
t of m
ajor
occ
upat
ions
was
iden
tified
by
OD
I.
RCLF
com
par
isons
are
bas
ed o
n 2
010 C
ensu
s N
atio
nal
Dat
a.
FY 2013 REPORT
111
For
VH
A,
the
met
hodolo
gy
for
com
puting R
CLF
has
chan
ged
. The
new
met
hodolo
gy
use
s st
ate
leve
l dat
a fo
r det
erm
inin
g R
CLF
and is
consi
sten
t w
ith t
he
met
hodolo
gy
for
VBA a
nd N
CA.
WORKFORCE TABLES
112
Table
B7
: A
PP
LIC
AN
TS
AN
D H
IRES
FO
R M
AJO
R O
CC
UP
ATIO
NS
- P
erm
an
en
t W
ork
forc
e -
Dis
trib
uti
on
by D
isabilit
y -
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
Sch
ed
ule
A
Ap
pli
cati
on
s#
***
***
***
***
***
***
***
***
***
***
***
***
***
***
%***
***
***
***
***
***
***
***
***
***
***
***
***
***
Hir
es
#223
135
484
29
16
11
02
018
0
%100.0
0.%
60.5
4.%
01.7
9.%
37.6
7.%
13
.00
.%00.4
5.%
02.6
9.%
00.4
5.%
00.4
5.%
00.0
0.%
00.9
0.%
00.0
0.%
08.0
7.%
00.0
0.%
Vo
lun
tari
ly I
den
tifi
ed
(O
uts
ide
of S
ched
ule
A A
pplic
ants
)
Ap
pli
cati
on
s#
***
***
***
***
***
***
***
***
***
***
***
***
***
***
%***
***
***
***
***
***
***
***
***
***
***
***
***
***
Hir
es
#15,1
60
12,6
80
509
1,9
71
14
44
44
12
320
394
0
%100.0
0.%
83.6
4.%
03.3
6.%
13.0
0.%
00
.95
.%00.0
3.%
00.0
3.%
00.0
3.%
00.0
8.%
00.0
2.%
00.1
3.%
00.0
2.%
00.6
2.%
00.0
0.%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
This
fix
ed lis
t of m
ajor
occ
upat
ions
was
iden
tified
by
OD
I.
FY 2013 REPORT
113
Table
A8
: N
EW
HIR
ES
BY
TY
PE O
F A
PP
OIN
TM
EN
T -
Perm
an
en
t an
d T
em
pora
ry W
ork
forc
e -
Dis
trib
uti
on
by R
ace
/Eth
nic
ity a
nd
Sex -
SEP
– F
Y 2
01
3
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Perm
an
en
t#
30,5
61
13,5
65
16,9
96
877
886
8,1
71
10,0
89
3,3
02
4,3
53
881
1,1
90
64
58
207
322
63
98
%99.9
9%
44.3
9%
55.6
0%
02.8
7%
02.9
0%
26.7
4%
33.0
1%
10.8
0%
14.2
4%
02.8
8%
03.8
9%
00.2
1%
00.1
9%
00.6
8%
01.0
5%
00.2
1%
00.3
2%
Tem
po
rary
#13,9
99
5,0
97
8,9
02
354
437
3,2
04
5,7
03
935
1,7
14
457
831
23
34
94
135
30
48
%99.9
8%
36.4
0%
63.5
8%
02.5
3%
03.1
2%
22.8
9%
40.7
4%
06.6
8%
12.2
4%
03.2
6%
05.9
4%
00.1
6%
00.2
4%
00.6
7%
00.9
6%
00.2
1%
00.3
4%
No
n-
Ap
pro
pri
ate
d#
973
400
573
57
55
175
289
140
195
15
17
22
910
25
%100.0
1%
41.1
2%
58.8
9%
05.8
6%
05.6
5%
17.9
9%
29.7
0%
14.3
9%
20.0
4%
01.5
4%
01.7
5%
00.2
1%
00.2
1%
00.9
2%
01.0
3%
00.2
1%
00.5
1%
TO
TA
L#
45,5
33
19,0
62
26,4
71
1,2
88
1,3
78
11,5
50
16,0
81
4,3
77
6,2
62
1,3
53
2,0
38
89
94
310
467
95
151
%100.0
2%
41.8
7%
58.1
5%
02.8
3%
03.0
3%
25.3
7%
35.3
2%
09.6
1%
13.7
5%
02.9
7%
04.4
8%
00.2
0%
00.2
1%
00.6
8%
01.0
3%
00.2
1%
00.3
3%
RC
LF
%99.7
4%
33.9
3%
65.8
1%
04.2
6%
06.0
2%
22.7
0%
45.1
9%
03.7
2%
09.3
7%
02.7
7%
04.1
6%
00.0
3%
00.0
6%
00.2
7%
00.6
5%
00.1
8%
00.3
6%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
and t
empora
ry e
mplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
RCLF
com
par
isons
are
bas
ed o
n 2
010 C
ensu
s N
atio
nal
Dat
a.
For
VH
A,
the
met
hodolo
gy
for
com
puting R
CLF
has
chan
ged
. The
new
met
hodolo
gy
use
s st
ate
leve
l dat
a fo
r det
erm
inin
g R
CLF
and is
consi
sten
t w
ith t
he
met
hodolo
gy
for
VBA a
nd N
CA.
WORKFORCE TABLES
114
Table
B8
: N
EW
HIR
ES
BY
TY
PE O
F A
PP
OIN
TM
EN
T -
Perm
an
en
t an
d T
em
pora
ry W
ork
forc
e -
Dis
trib
uti
on
by D
isabilit
y -
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
Perm
an
en
t#
30,5
61
23,1
09
1,2
61
6,1
91
87
827
29
13
56
952
20
669
3
%100.0
0%
75.6
2%
04.1
3%
20.2
6%
02
.87
%00.0
9%
00.0
9%
00.0
4%
00.1
8%
00.0
3%
00.1
7%
00.0
7%
02.1
9%
00.0
1%
Tem
po
rary
#13,9
99
11,2
51
480
2,2
68
39
117
18
13
33
617
7279
1
%100.0
0%
80.3
7%
03.4
3%
16.2
0%
02
.79
%00.1
2%
00.1
3%
00.0
9%
00.2
4%
00.0
4%
00.1
2%
00.0
5%
01.9
9%
00.0
1%
No
n-A
pp
rop
riate
d#
973
796
33
144
20
22
00
02
014
0
%100.0
0%
81.8
1%
03.3
9%
14.8
0%
02
.06
%00.2
1%
00.2
1%
00.0
0%
00.0
0%
00.0
0%
00.2
1%
00.0
0%
01.4
4%
00.0
0%
TO
TA
L#
45,5
33
35,1
56
1,7
74
8,6
03
1,2
89
46
49
26
89
15
71
27
962
4
%100.0
0%
77.2
1%
03.9
0%
18.8
9%
02
.83
%00.1
0%
00.1
1%
00.0
6%
00.2
0%
00.0
3%
00.1
6%
00.0
6%
02.1
1%
00.0
1%
Pri
or
Year
%100.0
0.%
78.9
7.%
03.8
7.%
17.1
7.%
02
.58
.%00.0
8.%
00.1
1.%
00.0
7.%
00.2
1.%
00.0
4.%
00.2
0.%
00.0
8.%
01.7
8.%
00.0
1.%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
and t
empora
ry e
mplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
FY 2013 REPORT
115
Table
A9
: EM
PLO
YEE P
RO
MO
TIO
NS
IN
LEA
DER
SH
IP P
IPELIN
E -
Tit
le 5
GS
Gra
de 1
3-1
5 P
erm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd
Sex -
SEP
– F
Y 2
01
3
Occ
up
ati
on
s: A
ll o
ccu
pati
on
s exce
pt
doct
ors
an
d n
urs
es.
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
GR
AD
E=
12
On
bo
ard
-P
rom
oti
on
s to
13
ON
BO
AR
D#
24,9
72
10,1
57
14,8
15
582
799
7,5
23
10,0
57
1,2
77
2,5
90
578
1,0
46
13
16
107
155
77
152
%99.9
9%
40.6
7%
59.3
2%
02.3
3%
03.2
0%
30.1
3%
40.2
7%
05.1
1%
10.3
7%
02.3
1%
04.1
9%
00.0
5%
00.0
6%
00.4
3%
00.6
2%
00.3
1%
00.6
1%
PR
OM
OT
ED
#2,8
87
1,2
16
1,6
71
55
53
908
1,1
88
158
259
72
148
21
18
20
32
%99.9
9%
42.1
1%
57.8
8%
01.9
1%
01.8
4%
31.4
5%
41.1
5%
05.4
7%
08.9
7%
02.4
9%
05.1
3%
00.0
7%
00.0
3%
00.6
2%
00.6
9%
00.1
0%
00.0
7%
EX
PE
CT
ED
#2,8
87
1,1
74
1,7
13
67
92
870
1,1
63
148
299
67
121
12
12
18
918
GR
AD
E=
13
On
bo
ard
-P
rom
oti
on
s to
14
ON
BO
AR
D#
15,3
14
7,2
58
8,0
56
404
377
5,6
00
5,7
78
800
1,3
81
330
374
813
56
55
60
78
%99.9
9%
47.3
9%
52.6
0%
02.6
4%
02.4
6%
36.5
7%
37.7
3%
05.2
2%
09.0
2%
02.1
5%
02.4
4%
00.0
5%
00.0
8%
00.3
7%
00.3
6%
00.3
9%
00.5
1%
PR
OM
OT
ED
#865
444
421
15
16
352
297
54
88
15
10
03
53
34
%100.0
0%
51.3
2%
48.6
8%
01.7
3%
01.8
5%
40.6
9%
34.3
4%
06.2
4%
10.1
7%
01.7
3%
01.1
6%
00.0
0%
00.3
5%
00.5
8%
00.3
5%
00.3
5%
00.4
6%
EX
PE
CT
ED
#865
410
455
23
21
316
326
45
78
19
21
01
33
34
GR
AD
E=
14
On
bo
ard
-P
rom
oti
on
s to
15
ON
BO
AR
D#
5,1
14
2,7
26
2,3
88
108
90
2,1
57
1,6
99
319
481
108
87
02
15
19
19
10
%100.0
0%
53.3
0%
46.7
0%
02.1
1%
01.7
6%
42.1
8%
33.2
2%
06.2
4%
09.4
1%
02.1
1%
01.7
0%
00.0
0%
00.0
4%
00.2
9%
00.3
7%
00.3
7%
00.2
0%
PR
OM
OT
ED
#233
128
105
12
107
81
15
17
13
01
41
00
%100.0
1%
54.9
4%
45.0
7%
00.4
3%
00.8
6%
45.9
2%
34.7
6%
06.4
4%
07.3
0%
00.4
3%
01.2
9%
00.0
0%
00.4
3%
01.7
2%
00.4
3%
00.0
0%
00.0
0%
EX
PE
CT
ED
#233
124
109
54
98
77
15
22
54
00
11
10
TO
TA
L G
rad
e 1
2-1
4 O
nb
oard
-P
rom
oti
on
s to
13
,14
,15
ON
BO
AR
D#
45,4
00
20,1
41
25,2
59
1,0
94
1,2
66
15,2
80
17,5
34
2,3
96
4,4
52
1,0
16
1,5
07
21
31
178
229
156
240
%100.0
1%
44.3
7%
55.6
4%
02.4
1%
02.7
9%
33.6
6%
38.6
2%
05.2
8%
09.8
1%
02.2
4%
03.3
2%
00.0
5%
00.0
7%
00.3
9%
00.5
0%
00.3
4%
00.5
3%
PR
OM
OT
ED
#3,9
85
1,7
88
2,1
97
71
71
1,3
67
1,5
66
227
364
88
161
25
27
24
66
WORKFORCE TABLES
116
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
%100.0
0%
44.8
7%
55.1
3%
01.7
8%
01.7
8%
34.3
0%
39.3
0%
05.7
0%
09.1
3%
02.2
1%
04.0
4%
00.0
5%
00.1
3%
00.6
8%
00.6
0%
00.1
5%
00.1
5%
EX
PE
CT
ED
#3,9
85
1,7
68
2,2
17
96
111
1,3
41
1,5
39
210
391
89
132
23
16
20
14
21
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
title
5 G
S G
rade
13-1
5 p
erm
anen
t em
plo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
re
siden
ts.
Onboar
d n
um
ber
s ar
e as
of th
e st
art
of th
e fisc
al y
ear.
Pr
om
ote
d n
um
ber
s ar
e cu
mula
tive
thro
ughout
the
fisc
al y
ear.
Prom
otions
incl
ude
NO
A C
odes
701,
702,
and 7
03.
Exp
ecte
d =
Onboar
d G
roup %
multip
lied b
y Tota
l Pr
om
otions.
This
bro
ad a
ppro
xim
atio
n d
oes
not
take
into
acc
ount
indiv
idual
qual
ific
atio
ns,
educa
tion,
per
form
ance
, tim
e in
gra
de,
ava
ilabili
ty o
f open
ings,
or
ceili
ng
gra
des
in s
pec
ific
occ
upat
ions.
Thus,
no c
oncl
usi
ons
can b
e dra
wn a
bout
indiv
idual
s, b
ut
the
dat
a does
sugges
t, o
ther
thin
gs
bei
ng e
qual
, w
het
her
the
pro
mot
ion r
ates
are
roughly
appro
xim
ate
to a
vaila
bili
ty.
FY 2013 REPORT
117
Table
B9
: EM
PLO
YEE P
RO
MO
TIO
NS
IN
LEA
DER
SH
IP P
IPELIN
E -
Tit
le 5
GS
Gra
de 1
3-1
5 P
erm
an
en
t W
ork
forc
e -
by D
isabilit
y -
SEP
– F
Y 2
01
3
Occ
up
ati
on
s: A
ll o
ccu
pati
on
s exce
pt
doct
ors
an
d n
urs
es.
VA
-wid
eT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
GR
AD
E=
12
On
bo
ard
-P
rom
oti
on
s to
13
ON
BO
AR
D#
24,9
72
21,6
31
560
2,7
81
35
719
53
27
51
19
45
0134
9
%100.0
0%
86.6
2%
02.2
4%
11.1
4%
01
.43
%00.0
8%
00.2
1%
00.1
1%
00.2
0%
00.0
8%
00.1
8%
00.0
0%
00.5
4%
00.0
4%
PR
OM
OT
ED
#2,8
87
2,5
55
64
268
35
07
14
36
014
0
%100.0
0%
88.5
0%
02.2
2%
09.2
8%
01
.21
%00.0
0%
00.2
4%
00.0
3%
00.1
4%
00.1
0%
00.2
1%
00.0
0%
00.4
8%
00.0
0%
EX
PE
CT
ED
#2,8
87
2,5
01
65
322
41
----
----
----
----
--
GR
AD
E=
13
On
bo
ard
-P
rom
oti
on
s to
14
ON
BO
AR
D#
15,3
14
13,3
38
371
1,6
05
18
27
28
20
33
723
061
3
%100.0
0%
87.1
0%
02.4
2%
10.4
8%
01
.19
%00.0
5%
00.1
8%
00.1
3%
00.2
2%
00.0
5%
00.1
5%
00.0
0%
00.4
0%
00.0
2%
PR
OM
OT
ED
#865
762
36
67
11
00
14
10
05
0
%100.0
0%
88.0
9%
04.1
6%
07.7
5%
01
.27
%00.0
0%
00.0
0%
00.1
2%
00.4
6%
00.1
2%
00.0
0%
00.0
0%
00.5
8%
00.0
0%
EX
PE
CT
ED
#865
753
21
91
10
----
----
----
----
--
GR
AD
E=
14
On
bo
ard
-P
rom
oti
on
s to
15
ON
BO
AR
D#
5,1
14
4,4
61
151
502
37
17
49
23
09
2
%100.0
0%
87.2
3%
02.9
5%
09.8
2%
00
.72
%00.0
2%
00.1
4%
00.0
8%
00.1
8%
00.0
4%
00.0
6%
00.0
0%
00.1
8%
00.0
4%
PR
OM
OT
ED
#233
206
621
21
00
00
00
10
%100.0
0%
88.4
1%
02.5
8%
09.0
1%
00
.86
%00.4
3%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.4
3%
00.0
0%
EX
PE
CT
ED
#233
203
723
2--
----
----
----
----
TO
TA
L G
rad
e 1
2-1
4 O
nb
oard
-P
rom
oti
on
s to
13
,14
,15
ON
BO
AR
D#
45,4
00
39,4
30
1,0
82
4,8
88
57
627
88
51
93
28
71
0204
14
%100.0
0%
86.8
5%
02.3
8%
10.7
7%
01
.27
%00.0
6%
00.1
9%
00.1
1%
00.2
0%
00.0
6%
00.1
6%
00.0
0%
00.4
5%
00.0
3%
PR
OM
OT
ED
#3,9
85
3,5
23
106
356
48
17
28
46
020
0
%100.0
0%
88.4
1%
02.6
6%
08.9
3%
01
.20
%00.0
3%
00.1
8%
00.0
5%
00.2
0%
00.1
0%
00.1
5%
00.0
0%
00.5
0%
00.0
0%
EX
PE
CT
ED
#3,9
85
3,4
61
95
429
51
----
----
----
----
--
WORKFORCE TABLES
118
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
title
5 G
S G
rade
13-1
5 p
erm
anen
t em
plo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
re
siden
ts.
Onboar
d n
um
ber
s ar
e as
of th
e st
art
of th
e fisc
al y
ear.
Pr
om
ote
d n
um
ber
s ar
e cu
mula
tive
thro
ughout
the
fisc
al y
ear.
Prom
otions
incl
ude
NO
A C
odes
701,
702,
and 7
03.
Exp
ecte
d =
Onboar
d G
roup %
multip
lied b
y Tota
l Pr
om
otions.
This
bro
ad a
ppro
xim
atio
n d
oes
not
take
into
acc
ount
indiv
idual
qual
ific
atio
ns,
educa
tion,
per
form
ance
, tim
e in
gra
de,
ava
ilabili
ty o
f open
ings,
or
ceili
ng
gra
des
in s
pec
ific
occ
upat
ions.
Thus,
no c
oncl
usi
ons
can b
e dra
wn a
bout
indiv
idual
s, b
ut
the
dat
a does
sugges
t, o
ther
thin
gs
bei
ng e
qual
, w
het
her
the
pro
mot
ion r
ates
are
roughly
appro
xim
ate
to a
vaila
bili
ty.
FY 2013 REPORT
119
Table
A9
: E
MP
LO
YEE P
RO
MO
TIO
NS
- T
itle
5 G
S G
rad
e 3
-12
Sin
gle
Gra
de I
ncr
ease
Perm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd S
ex -
SEP
– F
Y 2
01
3
Occ
up
ati
on
s: A
ll o
ccu
pati
on
s exce
pt
doct
ors
an
d n
urs
es.
See D
ata
Defi
nit
ion
s on
sta
rt p
age f
or
a lis
t of
occ
up
ati
on
s in
clu
ded
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
GR
AD
E=
2 O
nb
oard
-P
rom
oti
on
s to
3
ON
BO
AR
D#
76
36
40
44
20
14
10
21
11
00
00
10
%100.0
1%
47.3
8%
52.6
3%
05.2
6%
05.2
6%
26.3
2%
18.4
2%
13.1
6%
27.6
3%
01.3
2%
01.3
2%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
01.3
2%
00.0
0%
PR
OM
OT
ED
#26
15
11
11
54
96
00
00
00
00
%100.0
1%
57.7
0%
42.3
1%
03.8
5%
03.8
5%
19.2
3%
15.3
8%
34.6
2%
23.0
8%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#26
12
14
11
75
37
00
00
00
00
GR
AD
E=
3 O
nb
oard
-P
rom
oti
on
s to
4
ON
BO
AR
D#
526
297
229
32
14
117
84
137
114
411
12
30
34
%99.9
9%
56.4
6%
43.5
3%
06.0
8%
02.6
6%
22.2
4%
15.9
7%
26.0
5%
21.6
7%
00.7
6%
02.0
9%
00.1
9%
00.3
8%
00.5
7%
00.0
0%
00.5
7%
00.7
6%
PR
OM
OT
ED
#168
90
78
10
643
40
32
20
26
02
31
03
%100.0
1%
53.5
8%
46.4
3%
05.9
5%
03.5
7%
25.6
0%
23.8
1%
19.0
5%
11.9
0%
01.1
9%
03.5
7%
00.0
0%
01.1
9%
01.7
9%
00.6
0%
00.0
0%
01.7
9%
EX
PE
CT
ED
#168
95
73
10
437
27
44
36
14
01
10
11
GR
AD
E=
4 O
nb
oard
-P
rom
oti
on
s to
5
ON
BO
AR
D#
3,9
77
2,0
54
1,9
23
210
120
970
920
773
787
53
36
67
11
28
31
25
%100.0
1%
51.6
5%
48.3
6%
05.2
8%
03.0
2%
24.3
9%
23.1
3%
19.4
4%
19.7
9%
01.3
3%
00.9
1%
00.1
5%
00.1
8%
00.2
8%
00.7
0%
00.7
8%
00.6
3%
PR
OM
OT
ED
#1,1
24
564
560
44
31
297
275
194
224
16
13
22
712
43
%100.0
1%
50.1
7%
49.8
4%
03.9
1%
02.7
6%
26.4
2%
24.4
7%
17.2
6%
19.9
3%
01.4
2%
01.1
6%
00.1
8%
00.1
8%
00.6
2%
01.0
7%
00.3
6%
00.2
7%
EX
PE
CT
ED
#1,1
24
581
544
59
34
274
260
219
222
15
10
22
38
97
GR
AD
E=
5 O
nb
oard
-P
rom
oti
on
s to
6
ON
BO
AR
D#
20,3
38
7,6
09
12,7
29
791
853
3,8
65
6,5
82
2,5
26
4,6
68
234
301
18
34
101
146
74
145
%99.9
9%
37.4
1%
62.5
8%
03.8
9%
04.1
9%
19.0
0%
32.3
6%
12.4
2%
22.9
5%
01.1
5%
01.4
8%
00.0
9%
00.1
7%
00.5
0%
00.7
2%
00.3
6%
00.7
1%
PR
OM
OT
ED
#4,1
51
1,6
42
2,5
09
108
132
961
1,4
65
480
786
57
66
713
23
38
69
WORKFORCE TABLES
120
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
%99.9
9%
39.5
4%
60.4
5%
02.6
0%
03.1
8%
23.1
5%
35.2
9%
11.5
6%
18.9
4%
01.3
7%
01.5
9%
00.1
7%
00.3
1%
00.5
5%
00.9
2%
00.1
4%
00.2
2%
EX
PE
CT
ED
#4,1
51
1,5
53
2,5
98
161
174
789
1,3
43
516
953
48
61
47
21
30
15
29
GR
AD
E=
6 O
nb
oard
-P
rom
oti
on
s to
7
ON
BO
AR
D#
24,5
75
9,1
53
15,4
22
947
1,1
88
4,7
92
8,1
36
2,7
71
5,1
63
376
528
29
43
131
185
107
179
%100.0
0%
37.2
5%
62.7
5%
03.8
5%
04.8
3%
19.5
0%
33.1
1%
11.2
8%
21.0
1%
01.5
3%
02.1
5%
00.1
2%
00.1
7%
00.5
3%
00.7
5%
00.4
4%
00.7
3%
PR
OM
OT
ED
#2,7
13
1,0
91
1,6
22
94
101
602
928
324
508
51
43
37
13
24
411
%99.9
9%
40.2
1%
59.7
8%
03.4
6%
03.7
2%
22.1
9%
34.2
1%
11.9
4%
18.7
2%
01.8
8%
01.5
8%
00.1
1%
00.2
6%
00.4
8%
00.8
8%
00.1
5%
00.4
1%
EX
PE
CT
ED
#2,7
13
1,0
11
1,7
02
104
131
529
898
306
570
42
58
35
14
20
12
20
GR
AD
E=
7 O
nb
oard
-P
rom
oti
on
s to
8
ON
BO
AR
D#
16,3
60
5,8
12
10,5
48
617
788
3,1
72
6,0
21
1,5
84
3,1
47
300
352
26
33
59
122
54
85
%100.0
0%
35.5
2%
64.4
8%
03.7
7%
04.8
2%
19.3
9%
36.8
0%
09.6
8%
19.2
4%
01.8
3%
02.1
5%
00.1
6%
00.2
0%
00.3
6%
00.7
5%
00.3
3%
00.5
2%
PR
OM
OT
ED
#783
313
470
26
37
188
292
75
122
11
12
22
93
22
%100.0
1%
39.9
8%
60.0
3%
03.3
2%
04.7
3%
24.0
1%
37.2
9%
09.5
8%
15.5
8%
01.4
0%
01.5
3%
00.2
6%
00.2
6%
01.1
5%
00.3
8%
00.2
6%
00.2
6%
EX
PE
CT
ED
#783
278
505
30
38
152
288
76
151
14
17
12
36
34
GR
AD
E=
8 O
nb
oard
-P
rom
oti
on
s to
9
ON
BO
AR
D#
5,8
57
2,0
14
3,8
43
238
238
1,1
34
2,5
25
475
884
122
111
68
24
43
15
34
%99.9
9%
34.3
8%
65.6
1%
04.0
6%
04.0
6%
19.3
6%
43.1
1%
08.1
1%
15.0
9%
02.0
8%
01.9
0%
00.1
0%
00.1
4%
00.4
1%
00.7
3%
00.2
6%
00.5
8%
PR
OM
OT
ED
#464
177
287
16
14
107
183
30
72
22
90
01
91
0
%100.0
2%
38.1
6%
61.8
6%
03.4
5%
03.0
2%
23.0
6%
39.4
4%
06.4
7%
15.5
2%
04.7
4%
01.9
4%
00.0
0%
00.0
0%
00.2
2%
01.9
4%
00.2
2%
00.0
0%
EX
PE
CT
ED
#464
160
304
19
19
90
200
38
70
10
90
12
31
3
GR
AD
E=
9 O
nb
oard
-P
rom
oti
on
s to
10
ON
BO
AR
D#
3,8
12
1,6
12
2,2
00
157
131
1,0
34
1,5
41
293
436
93
55
45
22
23
99
%100.0
0%
42.2
9%
57.7
1%
04.1
2%
03.4
4%
27.1
2%
40.4
2%
07.6
9%
11.4
4%
02.4
4%
01.4
4%
00.1
0%
00.1
3%
00.5
8%
00.6
0%
00.2
4%
00.2
4%
PR
OM
OT
ED
#119
66
53
62
40
40
14
65
40
01
10
0
FY 2013 REPORT
121
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
%99.9
8%
55.4
5%
44.5
3%
05.0
4%
01.6
8%
33.6
1%
33.6
1%
11.7
6%
05.0
4%
04.2
0%
03.3
6%
00.0
0%
00.0
0%
00.8
4%
00.8
4%
00.0
0%
00.0
0%
EX
PE
CT
ED
#119
50
69
54
32
48
914
32
00
11
00
GR
AD
E=
10
On
bo
ard
-P
rom
oti
on
s to
11
ON
BO
AR
D#
749
403
346
43
18
257
250
74
60
24
15
00
33
20
%99.9
9%
53.8
0%
46.1
9%
05.7
4%
02.4
0%
34.3
1%
33.3
8%
09.8
8%
08.0
1%
03.2
0%
02.0
0%
00.0
0%
00.0
0%
00.4
0%
00.4
0%
00.2
7%
00.0
0%
PR
OM
OT
ED
#99
70
29
80
54
22
76
10
01
00
00
%100.0
0%
70.7
1%
29.2
9%
08.0
8%
00.0
0%
54.5
5%
22.2
2%
07.0
7%
06.0
6%
01.0
1%
00.0
0%
00.0
0%
01.0
1%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#99
53
46
62
34
33
10
83
20
00
00
0
GR
AD
E=
11
On
bo
ard
-P
rom
oti
on
s to
12
ON
BO
AR
D#
696
476
220
35
15
349
149
61
50
17
33
07
24
1
%99.9
9%
68.3
8%
31.6
1%
05.0
3%
02.1
6%
50.1
4%
21.4
1%
08.7
6%
07.1
8%
02.4
4%
00.4
3%
00.4
3%
00.0
0%
01.0
1%
00.2
9%
00.5
7%
00.1
4%
PR
OM
OT
ED
#61
39
22
10
26
15
10
70
02
00
00
0
%100.0
0%
63.9
3%
36.0
7%
01.6
4%
00.0
0%
42.6
2%
24.5
9%
16.3
9%
11.4
8%
00.0
0%
00.0
0%
03.2
8%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#61
42
19
31
31
13
54
10
00
10
00
TO
TA
L G
rad
e 2
-11
On
bo
ard
-P
rom
oti
on
s to
3-1
2
ON
BO
AR
D#
76,9
66
29,4
66
47,5
00
3,0
74
3,3
69
15,7
10
26,2
22
8,7
04
15,3
30
1,2
24
1,4
13
93
132
361
552
300
482
%100.0
1%
38.2
8%
61.7
3%
03.9
9%
04.3
8%
20.4
1%
34.0
7%
11.3
1%
19.9
2%
01.5
9%
01.8
4%
00.1
2%
00.1
7%
00.4
7%
00.7
2%
00.3
9%
00.6
3%
PR
OM
OT
ED
#9,7
08
4,0
67
5,6
41
314
324
2,3
23
3,2
64
1,1
75
1,7
57
165
153
16
27
57
88
17
28
%100.0
1%
41.8
9%
58.1
2%
03.2
3%
03.3
4%
23.9
3%
33.6
2%
12.1
0%
18.1
0%
01.7
0%
01.5
8%
00.1
6%
00.2
8%
00.5
9%
00.9
1%
00.1
8%
00.2
9%
EX
PE
CT
ED
#9,7
09
3,7
16
5,9
93
387
425
1,9
81
3,3
08
1,0
98
1,9
34
154
179
12
17
46
70
38
61
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
title
5 G
S G
rade
3-1
2 S
ingle
Gra
de
Incr
ease
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g
med
ical
and M
anila
res
iden
ts. O
nboar
d n
um
ber
s ar
e as
of th
e st
art
of th
e fisc
al y
ear.
Pr
om
ote
d n
um
ber
s ar
e cu
mula
tive
thro
ughou
tth
e fisc
al y
ear.
Prom
otions
incl
ude
NO
A C
odes
701,
702,
and 7
03.
Exp
ecte
d =
Onboar
d G
roup %
multip
lied b
y Tota
l Pr
om
otions.
WORKFORCE TABLES
122
This
bro
ad a
ppro
xim
atio
n d
oes
not
take
into
acc
ount
indiv
idual
qual
ific
atio
ns,
educa
tion,
per
form
ance
, tim
e in
gra
de,
ava
ilabili
ty o
f open
ings,
or
ceili
ng
gra
des
in s
pec
ific
occ
upat
ions.
Thus,
no c
oncl
usi
ons
can b
e dra
wn a
bout
indiv
idual
s, b
ut
the
dat
a does
sugges
t, o
ther
thin
gs
bei
ng e
qual
, w
het
her
the
pro
mot
ion r
ates
are
roughly
appro
xim
ate
to a
vaila
bili
ty.
FY 2013 REPORT
123
Table
B9
: EM
PLO
YEE P
RO
MO
TIO
NS
- T
itle
5 G
S G
rad
e 3
-12
Sin
gle
Gra
de I
ncr
ease
Perm
an
en
t W
ork
forc
e -
by D
isab
ilit
y -
SEP
– F
Y 2
01
3
Occ
up
ati
on
s: A
ll o
ccu
pati
on
s exce
pt
doct
ors
an
d n
urs
es.
See D
ata
Defi
nit
ion
s on
sta
rt p
age f
or
a lis
t of
occ
up
ati
on
s in
clu
ded
VA
-wid
eT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
GR
AD
E=
2 O
nb
oard
-P
rom
oti
on
s to
3
ON
BO
AR
D#
76
41
431
12
02
02
11
41
1
%100.0
0%
53.9
5%
05.2
6%
40.7
9%
15
.79
%00.0
0%
02.6
3%
00.0
0%
02.6
3%
01.3
2%
01.3
2%
05.2
6%
01.3
2%
01.3
2%
PR
OM
OT
ED
#26
21
05
00
00
00
00
00
%100.0
0%
80.7
7%
00.0
0%
19.2
3%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#26
14
111
4--
----
----
----
----
GR
AD
E=
3 O
nb
oard
-P
rom
oti
on
s to
4
ON
BO
AR
D#
526
346
20
160
48
65
13
02
16
14
1
%100.0
0%
65.7
8%
03.8
0%
30.4
2%
09
.13
%01.1
4%
00.9
5%
00.1
9%
00.5
7%
00.0
0%
00.3
8%
03.0
4%
02.6
6%
00.1
9%
PR
OM
OT
ED
#168
129
633
62
10
00
01
20
%100.0
0%
76.7
9%
03.5
7%
19.6
4%
03
.57
%01.1
9%
00.6
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.6
0%
01.1
9%
00.0
0%
EX
PE
CT
ED
#168
111
651
15
----
----
----
----
--
GR
AD
E=
4 O
nb
oard
-P
rom
oti
on
s to
5
ON
BO
AR
D#
3,9
77
2,7
06
154
1,1
17
25
542
30
420
11
18
23
99
8
%100.0
0%
68.0
4%
03.8
7%
28.0
9%
06
.41
%01.0
6%
00.7
5%
00.1
0%
00.5
0%
00.2
8%
00.4
5%
00.5
8%
02.4
9%
00.2
0%
PR
OM
OT
ED
#1,1
24
766
57
301
59
53
13
05
140
1
%100.0
0%
68.1
5%
05.0
7%
26.7
8%
05
.25
%00.4
4%
00.2
7%
00.0
9%
00.2
7%
00.0
0%
00.4
4%
00.0
9%
03.5
6%
00.0
9%
EX
PE
CT
ED
#1,1
24
765
43
316
72
----
----
----
----
--
GR
AD
E=
5 O
nb
oard
-P
rom
oti
on
s to
6
ON
BO
AR
D#
20,3
38
15,3
13
749
4,2
76
73
444
64
23
77
18
62
26
409
11
%100.0
0%
75.2
9%
03.6
8%
21.0
2%
03
.61
%00.2
2%
00.3
1%
00.1
1%
00.3
8%
00.0
9%
00.3
0%
00.1
3%
02.0
1%
00.0
5%
PR
OM
OT
ED
#4,1
51
3,1
09
193
849
12
74
25
15
36
387
2
%100.0
0%
74.9
0%
04.6
5%
20.4
5%
03
.06
%00.1
0%
00.0
5%
00.1
2%
00.3
6%
00.0
7%
00.1
4%
00.0
7%
02.1
0%
00.0
5%
EX
PE
CT
ED
#4,1
51
3,1
25
153
873
15
0--
----
----
----
----
WORKFORCE TABLES
124
VA
-wid
eT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
GR
AD
E=
6 O
nb
oard
-P
rom
oti
on
s to
7
ON
BO
AR
D#
24,5
75
19,9
31
784
3,8
60
58
551
38
19
53
15
61
11
327
10
%100.0
0%
81.1
0%
03.1
9%
15.7
1%
02
.38
%00.2
1%
00.1
5%
00.0
8%
00.2
2%
00.0
6%
00.2
5%
00.0
4%
01.3
3%
00.0
4%
PR
OM
OT
ED
#2,7
13
2,2
09
74
430
61
45
02
26
139
2
%100.0
0%
81.4
2%
02.7
3%
15.8
5%
02
.25
%00.1
5%
00.1
8%
00.0
0%
00.0
7%
00.0
7%
00.2
2%
00.0
4%
01.4
4%
00.0
7%
EX
PE
CT
ED
#2,7
13
2,2
00
87
426
65
----
----
----
----
--
GR
AD
E=
7 O
nb
oard
-P
rom
oti
on
s to
8
ON
BO
AR
D#
16,3
60
13,5
91
428
2,3
41
31
717
31
17
43
836
5155
5
%100.0
0%
83.0
7%
02.6
2%
14.3
1%
01
.94
%00.1
0%
00.1
9%
00.1
0%
00.2
6%
00.0
5%
00.2
2%
00.0
3%
00.9
5%
00.0
3%
PR
OM
OT
ED
#783
668
15
100
15
01
10
02
011
0
%100.0
0%
85.3
1%
01.9
2%
12.7
7%
01
.92
%00.0
0%
00.1
3%
00.1
3%
00.0
0%
00.0
0%
00.2
6%
00.0
0%
01.4
0%
00.0
0%
EX
PE
CT
ED
#783
650
21
112
15
----
----
----
----
--
GR
AD
E=
8 O
nb
oard
-P
rom
oti
on
s to
9
ON
BO
AR
D#
5,8
57
5,1
03
117
637
81
76
26
414
141
0
%100.0
0%
87.1
3%
02.0
0%
10.8
8%
01
.38
%00.1
2%
00.1
0%
00.0
3%
00.1
0%
00.0
7%
00.2
4%
00.0
2%
00.7
0%
00.0
0%
PR
OM
OT
ED
#464
407
11
46
30
00
00
20
10
%100.0
0%
87.7
2%
02.3
7%
09.9
1%
00
.65
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.4
3%
00.0
0%
00.2
2%
00.0
0%
EX
PE
CT
ED
#464
404
950
6--
----
----
----
----
GR
AD
E=
9 O
nb
oard
-P
rom
oti
on
s to
10
ON
BO
AR
D#
3,8
12
3,3
00
73
439
53
33
29
310
022
1
%100.0
0%
86.5
7%
01.9
2%
11.5
2%
01
.39
%00.0
8%
00.0
8%
00.0
5%
00.2
4%
00.0
8%
00.2
6%
00.0
0%
00.5
8%
00.0
3%
PR
OM
OT
ED
#119
101
513
20
00
00
10
10
%100.0
0%
84.8
7%
04.2
0%
10.9
2%
01
.68
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.8
4%
00.0
0%
00.8
4%
00.0
0%
EX
PE
CT
ED
#119
103
214
2--
----
----
----
----
GR
AD
E=
10
On
bo
ard
-P
rom
oti
on
s to
11
ON
BO
AR
D#
749
674
13
62
10
20
01
02
05
0
FY 2013 REPORT
125
VA
-wid
eT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
%100.0
0%
89.9
9%
01.7
4%
08.2
8%
01
.34
%00.2
7%
00.0
0%
00.0
0%
00.1
3%
00.0
0%
00.2
7%
00.0
0%
00.6
7%
00.0
0%
PR
OM
OT
ED
#99
79
119
50
00
10
10
30
%100.0
0%
79.8
0%
01.0
1%
19.1
9%
05
.05
%00.0
0%
00.0
0%
00.0
0%
01.0
1%
00.0
0%
01.0
1%
00.0
0%
03.0
3%
00.0
0%
EX
PE
CT
ED
#99
89
28
1--
----
----
----
----
GR
AD
E=
11
On
bo
ard
-P
rom
oti
on
s to
12
ON
BO
AR
D#
696
593
19
84
71
00
00
30
30
%100.0
0%
85.2
0%
02.7
3%
12.0
7%
01
.01
%00.1
4%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.4
3%
00.0
0%
00.4
3%
00.0
0%
PR
OM
OT
ED
#61
54
34
10
00
00
00
10
%100.0
0%
88.5
2%
04.9
2%
06.5
6%
01
.64
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
01.6
4%
00.0
0%
EX
PE
CT
ED
#61
52
27
1--
----
----
----
----
TO
TA
L G
rad
e 2
-11
On
bo
ard
-P
rom
oti
on
s to
3-1
2
ON
BO
AR
D#
76,9
66
61,5
98
2,3
61
13,0
07
2,1
02
173
179
68
214
60
209
86
1,0
76
37
%100.0
0%
80.0
3%
03.0
7%
16.9
0%
02
.73
%00.2
2%
00.2
3%
00.0
9%
00.2
8%
00.0
8%
00.2
7%
00.1
1%
01.4
0%
00.0
5%
PR
OM
OT
ED
#9,7
08
7,5
43
365
1,8
00
27
915
12
721
523
6185
5
%100.0
0%
77.7
0%
03.7
6%
18.5
4%
02
.87
%00.1
5%
00.1
2%
00.0
7%
00.2
2%
00.0
5%
00.2
4%
00.0
6%
01.9
1%
00.0
5%
EX
PE
CT
ED
#9,7
08
7,7
69
298
1,6
41
26
5--
----
----
----
----
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
title
5 G
S G
rade
3-1
2 S
ingle
Gra
de
Incr
ease
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g
med
ical
and M
anila
res
iden
ts. O
nboar
d n
um
ber
s ar
e as
of th
e st
art
of th
e fisc
al y
ear.
Pr
om
ote
d n
um
ber
s ar
e cu
mula
tive
thro
ughou
tth
e fisc
al y
ear.
Prom
otions
incl
ude
NO
A C
odes
701,
702,
and 7
03.
Exp
ecte
d =
Onboar
d G
roup %
multip
lied b
y Tota
l Pr
om
otions.
This
bro
ad a
ppro
xim
atio
n d
oes
not
take
into
acc
ount
indiv
idual
qual
ific
atio
ns,
educa
tion,
per
form
ance
, tim
e in
gra
de,
ava
ilabili
ty o
f open
ings,
or
ceili
ng
gra
des
in s
pec
ific
occ
upat
ions.
Thus,
no c
oncl
usi
ons
can b
e dra
wn a
bout
indiv
idual
s, b
ut
the
dat
a does
sugges
t,oth
er t
hin
gs
bei
ng e
qual
, w
het
her
the
pro
mot
ion r
ates
are
roughly
appro
xim
ate
to a
vaila
bili
ty.
WORKFORCE TABLES
126
Table
A9
: EM
PLO
YEE P
RO
MO
TIO
NS
- T
itle
5 G
S G
rad
e 7
,9,1
1,1
2 D
ou
ble
Gra
de I
ncr
ease
Perm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd
Sex -
SEP
– F
Y 2
01
3
Occ
up
ati
on
s: A
ll o
ccu
pati
on
s exce
pt
doct
ors
an
d n
urs
es.
See D
ata
Defi
nit
ion
s on
sta
rt p
age f
or
a lis
t of
occ
up
ati
on
s in
clu
ded
.
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
GR
AD
E=
5 O
nb
oard
-P
rom
oti
on
s to
7
ON
BO
AR
D#
304
156
148
58
98
82
42
34
22
02
411
59
%100.0
0%
51.3
2%
48.6
8%
01.6
4%
02.6
3%
32.2
4%
26.9
7%
13.8
2%
11.1
8%
00.6
6%
00.6
6%
00.0
0%
00.6
6%
01.3
2%
03.6
2%
01.6
4%
02.9
6%
PR
OM
OT
ED
#733
361
372
24
18
221
205
89
109
810
11
17
27
12
%100.0
0%
49.2
5%
50.7
5%
03.2
7%
02.4
6%
30.1
5%
27.9
7%
12.1
4%
14.8
7%
01.0
9%
01.3
6%
00.1
4%
00.1
4%
02.3
2%
03.6
8%
00.1
4%
00.2
7%
EX
PE
CT
ED
#733
376
357
12
19
236
198
101
82
55
05
10
27
12
22
GR
AD
E=
7 O
nb
oard
-P
rom
oti
on
s to
9
ON
BO
AR
D#
2,4
96
1,3
09
1,1
87
110
62
783
679
313
343
37
35
53
24
29
37
36
%99.9
8%
52.4
4%
47.5
4%
04.4
1%
02.4
8%
31.3
7%
27.2
0%
12.5
4%
13.7
4%
01.4
8%
01.4
0%
00.2
0%
00.1
2%
00.9
6%
01.1
6%
01.4
8%
01.4
4%
PR
OM
OT
ED
#2,7
92
1,3
46
1,4
46
104
90
823
828
321
426
51
51
10
632
34
511
%100.0
1%
48.2
2%
51.7
9%
03.7
2%
03.2
2%
29.4
8%
29.6
6%
11.5
0%
15.2
6%
01.8
3%
01.8
3%
00.3
6%
00.2
1%
01.1
5%
01.2
2%
00.1
8%
00.3
9%
EX
PE
CT
ED
#2,7
91
1,4
64
1,3
27
123
69
876
759
350
384
41
39
63
27
32
41
40
GR
AD
E=
9 O
nb
oard
-P
rom
oti
on
s to
11
ON
BO
AR
D#
13,4
18
5,3
79
8,0
39
420
512
3,2
60
4,6
48
1,2
72
2,2
07
265
421
17
18
78
126
67
107
%100.0
1%
40.0
9%
59.9
2%
03.1
3%
03.8
2%
24.3
0%
34.6
4%
09.4
8%
16.4
5%
01.9
7%
03.1
4%
00.1
3%
00.1
3%
00.5
8%
00.9
4%
00.5
0%
00.8
0%
PR
OM
OT
ED
#4,2
06
2,0
00
2,2
06
143
118
1,3
11
1,3
08
425
627
78
109
85
28
27
712
%100.0
1%
47.5
5%
52.4
6%
03.4
0%
02.8
1%
31.1
7%
31.1
0%
10.1
0%
14.9
1%
01.8
5%
02.5
9%
00.1
9%
00.1
2%
00.6
7%
00.6
4%
00.1
7%
00.2
9%
EX
PE
CT
ED
#4,2
06
1,6
86
2,5
20
132
161
1,0
22
1,4
57
399
692
83
132
55
24
40
21
34
GR
AD
E=
11
On
bo
ard
-P
rom
oti
on
s to
12
ON
BO
AR
D#
24,7
48
9,8
07
14,9
41
699
938
6,7
27
10,1
94
1,7
01
2,9
08
456
576
26
26
103
159
95
140
%100.0
0%
39.6
2%
60.3
8%
02.8
2%
03.7
9%
27.1
8%
41.1
9%
06.8
7%
11.7
5%
01.8
4%
02.3
3%
00.1
1%
00.1
1%
00.4
2%
00.6
4%
00.3
8%
00.5
7%
PR
OM
OT
ED
#3,6
50
1,6
03
2,0
47
103
134
1,1
39
1,2
94
258
465
64
114
56
29
28
56
FY 2013 REPORT
127
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
%99.9
9%
43.9
2%
56.0
7%
02.8
2%
03.6
7%
31.2
1%
35.4
5%
07.0
7%
12.7
4%
01.7
5%
03.1
2%
00.1
4%
00.1
6%
00.7
9%
00.7
7%
00.1
4%
00.1
6%
EX
PE
CT
ED
#3,6
50
1,4
46
2,2
04
103
138
992
1,5
03
251
429
67
85
44
15
23
14
21
TO
TA
L G
rad
e 5
,7,9
,11
On
bo
ard
-P
rom
oti
on
s to
7,9
,11
,12
ON
BO
AR
D#
40,9
66
16,6
51
24,3
15
1,2
34
1,5
20
10,8
68
15,6
03
3,3
28
5,4
92
760
1,0
34
48
49
209
325
204
292
%100.0
0%
40.6
5%
59.3
5%
03.0
1%
03.7
1%
26.5
3%
38.0
9%
08.1
2%
13.4
1%
01.8
6%
02.5
2%
00.1
2%
00.1
2%
00.5
1%
00.7
9%
00.5
0%
00.7
1%
PR
OM
OT
ED
#11,3
81
5,3
10
6,0
71
374
360
3,4
94
3,6
35
1,0
93
1,6
27
201
284
24
18
106
116
18
31
%100.0
1%
46.6
6%
53.3
5%
03.2
9%
03.1
6%
30.7
0%
31.9
4%
09.6
0%
14.3
0%
01.7
7%
02.5
0%
00.2
1%
00.1
6%
00.9
3%
01.0
2%
00.1
6%
00.2
7%
EX
PE
CT
ED
#11,3
81
4,6
26
6,7
55
343
422
3,0
19
4,3
35
924
1,5
26
212
287
14
14
58
90
57
81
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
title
5 G
S G
rade
7,9
,11,1
2 D
ouble
Gra
de
Incr
ease
per
man
ent
emplo
yees
in a
pay
sta
tus
and
excl
udin
g m
edic
al a
nd M
anila
res
iden
ts.
Onboar
d n
um
ber
s ar
e as
of th
e st
art
of th
e fisc
al y
ear.
Pr
om
ote
d n
um
ber
s ar
e cu
mula
tive
thro
ughout
the
fisc
al
year
.
Prom
otions
incl
ude
NO
A C
odes
701,
702,
and 7
03.
Exp
ecte
d =
Onboar
d G
roup %
multip
lied b
y Tota
l Pr
om
otions.
This
bro
ad a
ppro
xim
atio
n d
oes
not
take
into
acc
ount
indiv
idual
qual
ific
atio
ns,
educa
tion,
per
form
ance
, tim
e in
gra
de,
ava
ilabili
ty o
f open
ings,
or
ceili
ng
gra
des
in s
pec
ific
occ
upat
ions.
Thus,
no c
oncl
usi
ons
can b
e dra
wn a
bout
indiv
idual
s, b
ut
the
dat
a does
sugges
t, o
ther
thin
gs
bei
ng e
qual
, w
het
her
the
pro
mot
ion r
ates
are
roughly
appro
xim
ate
to a
vaila
bili
ty.
WORKFORCE TABLES
128
Table
B9
: EM
PLO
YEE P
RO
MO
TIO
NS
- T
itle
5 G
S G
rad
e 7
,9,1
1,1
2D
ou
ble
Gra
de I
ncr
ease
Perm
an
en
t W
ork
forc
e -
by D
isabilit
y -
SEP
– F
Y 2
01
3
Occ
up
ati
on
s: A
ll o
ccu
pati
on
s exce
pt
doct
ors
an
d n
urs
es.
S
ee D
ata
Defi
nit
ion
s on
sta
rt p
ag
e f
or
a lis
t of
occ
up
ati
on
s in
clu
ded
.
VA
-wid
eT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
GR
AD
E=
5 O
nb
oard
-P
rom
oti
on
s to
7
ON
BO
AR
D#
304
207
17
80
11
00
01
01
09
0
%100.0
0%
68.0
9%
05.5
9%
26.3
2%
03
.62
%00.0
0%
00.0
0%
00.0
0%
00.3
3%
00.0
0%
00.3
3%
00.0
0%
02.9
6%
00.0
0%
PR
OM
OT
ED
#733
553
28
152
21
12
02
12
013
0
%100.0
0%
75.4
4%
03.8
2%
20.7
4%
02
.86
%00.1
4%
00.2
7%
00.0
0%
00.2
7%
00.1
4%
00.2
7%
00.0
0%
01.7
7%
00.0
0%
EX
PE
CT
ED
#733
499
41
193
27
----
----
----
----
--
GR
AD
E=
7 O
nb
oard
-P
rom
oti
on
s to
9
ON
BO
AR
D#
2,4
96
1,8
27
110
559
63
03
34
14
048
0
%100.0
0%
73.2
0%
04.4
1%
22.4
0%
02
.52
%00.0
0%
00.1
2%
00.1
2%
00.1
6%
00.0
4%
00.1
6%
00.0
0%
01.9
2%
00.0
0%
PR
OM
OT
ED
#2,7
92
2,1
21
123
548
58
12
35
14
141
0
%100.0
0%
75.9
7%
04.4
1%
19.6
3%
02
.08
%00.0
4%
00.0
7%
00.1
1%
00.1
8%
00.0
4%
00.1
4%
00.0
4%
01.4
7%
00.0
0%
EX
PE
CT
ED
#2,7
92
2,0
44
123
625
70
----
----
----
----
--
GR
AD
E=
9 O
nb
oard
-P
rom
oti
on
s to
11
ON
BO
AR
D#
13,4
18
11,1
24
380
1,9
14
23
08
12
10
24
11
25
5130
5
%100.0
0%
82.9
0%
02.8
3%
14.2
6%
01
.71
%00.0
6%
00.0
9%
00.0
7%
00.1
8%
00.0
8%
00.1
9%
00.0
4%
00.9
7%
00.0
4%
PR
OM
OT
ED
#4,2
06
3,4
06
159
641
73
13
27
57
047
1
%100.0
0%
80.9
8%
03.7
8%
15.2
4%
01
.74
%00.0
2%
00.0
7%
00.0
5%
00.1
7%
00.1
2%
00.1
7%
00.0
0%
01.1
2%
00.0
2%
EX
PE
CT
ED
#4,2
06
3,4
87
119
600
72
----
----
----
----
--
GR
AD
E=
11
On
bo
ard
-P
rom
oti
on
s to
12
ON
BO
AR
D#
24,7
48
20,6
91
703
3,3
54
46
618
66
31
59
20
42
0223
7
%100.0
0%
83.6
1%
02.8
4%
13.5
5%
01
.88
%00.0
7%
00.2
7%
00.1
3%
00.2
4%
00.0
8%
00.1
7%
00.0
0%
00.9
0%
00.0
3%
PR
OM
OT
ED
#3,6
50
3,0
79
116
455
50
14
44
23
032
0
%100.0
0%
84.3
6%
03.1
8%
12.4
7%
01
.37
%00.0
3%
00.1
1%
00.1
1%
00.1
1%
00.0
5%
00.0
8%
00.0
0%
00.8
8%
00.0
0%
EX
PE
CT
ED
#3,6
50
3,0
52
104
495
69
----
----
----
----
--
FY 2013 REPORT
129
VA
-wid
eT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
TO
TA
L G
rad
e 5
,7,9
,11
On
bo
ard
-P
rom
oti
on
s to
7,9
,11
,12
ON
BO
AR
D#
40,9
66
33,8
49
1,2
10
5,9
07
77
026
81
44
88
32
72
5410
12
%100.0
0%
82.6
3%
02.9
5%
14.4
2%
01
.88
%00.0
6%
00.2
0%
00.1
1%
00.2
1%
00.0
8%
00.1
8%
00.0
1%
01.0
0%
00.0
3%
PR
OM
OT
ED
#11,3
81
9,1
59
426
1,7
96
20
24
11
918
916
1133
1
%100.0
0%
80.4
8%
03.7
4%
15.7
8%
01
.77
%00.0
4%
00.1
0%
00.0
8%
00.1
6%
00.0
8%
00.1
4%
00.0
1%
01.1
7%
00.0
1%
EX
PE
CT
ED
#11,3
81
9,4
04
336
1,6
41
21
4--
----
----
----
----
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
title
5 G
S G
rade
7,9
,11,1
2 D
ouble
Gra
de
Incr
ease
per
man
ent
emplo
yees
in a
pay
sta
tus
and
excl
udin
g m
edic
al a
nd M
anila
res
iden
ts.
Onboar
d n
um
ber
s ar
e as
of th
e st
art
of th
e fisc
al y
ear.
Pr
om
ote
d n
um
ber
s ar
e cu
mula
tive
thro
ughout
the
fisc
al
year
.
Prom
otions
incl
ude
NO
A C
odes
701,
702,
and 7
03.
Exp
ecte
d =
Onboar
d G
roup %
multip
lied b
y Tota
l Pr
om
otions.
This
bro
ad a
ppro
xim
atio
n d
oes
not
take
into
acc
ount
indiv
idual
qual
ific
atio
ns,
educa
tion,
per
form
ance
, tim
e in
gra
de,
ava
ilabili
ty o
f open
ings,
or
ceili
ng
gra
des
in s
pec
ific
occ
upat
ions.
Thus,
no c
oncl
usi
ons
can b
e dra
wn a
bout
indiv
idual
s, b
ut
the
dat
a does
sugges
t, o
ther
thin
gs
bei
ng e
qual
, w
het
her
the
pro
mot
ion r
ates
are
roughly
appro
xim
ate
to a
vaila
bili
ty.
WORKFORCE TABLES
130
Table
A9
: EM
PLO
YEE P
RO
MO
TIO
NS
- T
itle
5 W
G1
Gra
de 2
-12
Perm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd
Sex -
SEP
– F
Y 2
01
3
Occ
up
ati
on
s: In
clu
des
all W
G1
occ
up
ati
on
s.
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
GR
AD
E=
1 O
nb
oard
-P
rom
oti
on
s to
2
ON
BO
AR
D#
846
720
126
21
8303
53
372
55
86
31
31
10
2
%100.0
0%
85.1
0%
14.9
0%
02.4
8%
00.9
5%
35.8
2%
06.2
6%
43.9
7%
06.5
0%
00.9
5%
00.7
1%
00.3
5%
00.1
2%
00.3
5%
00.1
2%
01.1
8%
00.2
4%
PR
OM
OT
ED
#739
624
115
27
6278
46
312
55
35
10
12
21
%100.0
1%
84.4
5%
15.5
6%
03.6
5%
00.8
1%
37.6
2%
06.2
2%
42.2
2%
07.4
4%
00.4
1%
00.6
8%
00.1
4%
00.0
0%
00.1
4%
00.2
7%
00.2
7%
00.1
4%
EX
PE
CT
ED
#739
629
110
18
7265
46
325
48
75
31
31
92
GR
AD
E=
2 O
nb
oard
-P
rom
oti
on
s to
3
ON
BO
AR
D#
9,7
33
7,8
49
1,8
84
508
125
2,9
25
722
4,1
18
950
131
54
19
3106
22
42
8
%100.0
0%
80.6
5%
19.3
5%
05.2
2%
01.2
8%
30.0
5%
07.4
2%
42.3
1%
09.7
6%
01.3
5%
00.5
5%
00.2
0%
00.0
3%
01.0
9%
00.2
3%
00.4
3%
00.0
8%
PR
OM
OT
ED
#413
316
97
19
5130
35
159
51
36
10
40
00
%100.0
0%
76.5
2%
23.4
8%
04.6
0%
01.2
1%
31.4
8%
08.4
7%
38.5
0%
12.3
5%
00.7
3%
01.4
5%
00.2
4%
00.0
0%
00.9
7%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#413
333
80
22
5124
31
175
40
62
10
51
20
GR
AD
E=
3 O
nb
oard
-P
rom
oti
on
s to
4
ON
BO
AR
D#
2,8
73
2,0
83
790
182
62
695
272
1,1
41
410
29
21
32
21
20
12
3
%99.9
9%
72.4
9%
27.5
0%
06.3
3%
02.1
6%
24.1
9%
09.4
7%
39.7
1%
14.2
7%
01.0
1%
00.7
3%
00.1
0%
00.0
7%
00.7
3%
00.7
0%
00.4
2%
00.1
0%
PR
OM
OT
ED
#263
152
111
11
566
51
68
52
21
11
31
10
%100.0
0%
57.8
0%
42.2
0%
04.1
8%
01.9
0%
25.1
0%
19.3
9%
25.8
6%
19.7
7%
00.7
6%
00.3
8%
00.3
8%
00.3
8%
01.1
4%
00.3
8%
00.3
8%
00.0
0%
EX
PE
CT
ED
#263
191
72
17
664
25
104
38
32
00
22
10
GR
AD
E=
4 O
nb
oard
-P
rom
oti
on
s to
5
ON
BO
AR
D#
1,2
70
753
517
62
23
301
197
341
273
26
15
00
13
810
1
%100.0
0%
59.2
9%
40.7
1%
04.8
8%
01.8
1%
23.7
0%
15.5
1%
26.8
5%
21.5
0%
02.0
5%
01.1
8%
00.0
0%
00.0
0%
01.0
2%
00.6
3%
00.7
9%
00.0
8%
PR
OM
OT
ED
#120
102
18
60
63
15
33
30
00
00
00
0
FY 2013 REPORT
131
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
%100.0
0%
85.0
0%
15.0
0%
05.0
0%
00.0
0%
52.5
0%
12.5
0%
27.5
0%
02.5
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#120
71
49
62
28
19
32
26
21
00
11
10
GR
AD
E=
5 O
nb
oard
-P
rom
oti
on
s to
6
ON
BO
AR
D#
1,1
32
1,0
53
79
102
10
550
38
353
29
25
24
010
09
0
%100.0
0%
93.0
2%
06.9
8%
09.0
1%
00.8
8%
48.5
9%
03.3
6%
31.1
8%
02.5
6%
02.2
1%
00.1
8%
00.3
5%
00.0
0%
00.8
8%
00.0
0%
00.8
0%
00.0
0%
PR
OM
OT
ED
#242
211
31
15
0107
16
82
13
41
10
21
00
%99.9
8%
87.1
8%
12.8
0%
06.2
0%
00.0
0%
44.2
1%
06.6
1%
33.8
8%
05.3
7%
01.6
5%
00.4
1%
00.4
1%
00.0
0%
00.8
3%
00.4
1%
00.0
0%
00.0
0%
EX
PE
CT
ED
#242
225
17
22
2118
875
65
01
02
02
0
GR
AD
E=
6 O
nb
oard
-P
rom
oti
on
s to
7
ON
BO
AR
D#
1,4
91
1,3
45
146
109
6697
68
472
62
33
76
115
113
1
%100.0
1%
90.2
1%
09.8
0%
07.3
1%
00.4
0%
46.7
5%
04.5
6%
31.6
6%
04.1
6%
02.2
1%
00.4
7%
00.4
0%
00.0
7%
01.0
1%
00.0
7%
00.8
7%
00.0
7%
PR
OM
OT
ED
#67
65
211
039
214
01
00
00
00
0
%100.0
1%
97.0
2%
02.9
9%
16.4
2%
00.0
0%
58.2
1%
02.9
9%
20.9
0%
00.0
0%
01.4
9%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#67
60
75
031
321
31
00
01
01
0
GR
AD
E=
7 O
nb
oard
-P
rom
oti
on
s to
8
ON
BO
AR
D#
727
685
42
77
5337
16
245
20
14
01
011
00
1
%100.0
0%
94.2
2%
05.7
8%
10.5
9%
00.6
9%
46.3
5%
02.2
0%
33.7
0%
02.7
5%
01.9
3%
00.0
0%
00.1
4%
00.0
0%
01.5
1%
00.0
0%
00.0
0%
00.1
4%
PR
OM
OT
ED
#110
105
512
153
328
17
01
04
00
0
%100.0
0%
95.4
5%
04.5
5%
10.9
1%
00.9
1%
48.1
8%
02.7
3%
25.4
5%
00.9
1%
06.3
6%
00.0
0%
00.9
1%
00.0
0%
03.6
4%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#110
104
612
151
237
32
00
02
00
0
GR
AD
E=
8 O
nb
oard
-P
rom
oti
on
s to
9
ON
BO
AR
D#
724
685
39
54
0409
18
188
20
19
12
05
08
0
%100.0
0%
94.6
1%
05.3
9%
07.4
6%
00.0
0%
56.4
9%
02.4
9%
25.9
7%
02.7
6%
02.6
2%
00.1
4%
00.2
8%
00.0
0%
00.6
9%
00.0
0%
01.1
0%
00.0
0%
PR
OM
OT
ED
#53
53
08
038
07
00
00
00
00
0
WORKFORCE TABLES
132
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
%100.0
0%
100.0
0%
00.0
0%
15.0
9%
00.0
0%
71.7
0%
00.0
0%
13.2
1%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#53
50
34
030
114
11
00
00
01
0
GR
AD
E=
9 O
nb
oard
-P
rom
oti
on
s to
10
ON
BO
AR
D#
1,1
90
1,1
58
32
119
1801
22
197
821
03
110
07
0
%99.9
8%
97.3
0%
02.6
8%
10.0
0%
00.0
8%
67.3
1%
01.8
5%
16.5
5%
00.6
7%
01.7
6%
00.0
0%
00.2
5%
00.0
8%
00.8
4%
00.0
0%
00.5
9%
00.0
0%
PR
OM
OT
ED
#105
105
011
074
016
04
00
00
00
0
%100.0
1%
100.0
1%
00.0
0%
10.4
8%
00.0
0%
70.4
8%
00.0
0%
15.2
4%
00.0
0%
03.8
1%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#105
102
311
071
217
12
00
01
01
0
GR
AD
E=
10
On
bo
ard
-P
rom
oti
on
s to
11
ON
BO
AR
D#
2,7
02
2,6
82
20
211
21,9
69
13
366
487
08
028
113
0
%100.0
1%
99.2
7%
00.7
4%
07.8
1%
00.0
7%
72.8
7%
00.4
8%
13.5
5%
00.1
5%
03.2
2%
00.0
0%
00.3
0%
00.0
0%
01.0
4%
00.0
4%
00.4
8%
00.0
0%
PR
OM
OT
ED
#44
44
03
030
07
03
01
00
00
0
%100.0
0%
100.0
0%
00.0
0%
06.8
2%
00.0
0%
68.1
8%
00.0
0%
15.9
1%
00.0
0%
06.8
2%
00.0
0%
02.2
7%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#44
44
03
032
06
01
00
00
00
0
GR
AD
E=
11
On
bo
ard
-P
rom
oti
on
s to
12
ON
BO
AR
D#
932
924
862
0681
6129
226
06
016
04
0
%99.9
9%
99.1
4%
00.8
5%
06.6
5%
00.0
0%
73.0
7%
00.6
4%
13.8
4%
00.2
1%
02.7
9%
00.0
0%
00.6
4%
00.0
0%
01.7
2%
00.0
0%
00.4
3%
00.0
0%
PR
OM
OT
ED
#1
10
00
00
00
00
00
10
00
%100.0
0%
100.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
100.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#1
10
00
10
00
00
00
00
00
TO
TA
L G
rad
e 1
-11
On
bo
ard
-P
rom
oti
on
s to
2-1
2
ON
BO
AR
D#
23,6
20
19,9
37
3,6
83
1,5
07
242
9,6
68
1,4
25
7,9
22
1,8
33
419
106
55
8238
53
128
16
%99.9
8%
84.4
0%
15.5
8%
06.3
8%
01.0
2%
40.9
3%
06.0
3%
33.5
4%
07.7
6%
01.7
7%
00.4
5%
00.2
3%
00.0
3%
01.0
1%
00.2
2%
00.5
4%
00.0
7%
PR
OM
OT
ED
#2,1
57
1,7
78
379
123
17
878
168
726
175
27
13
61
15
43
1
FY 2013 REPORT
133
VA
-wid
eT
OT
AL
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
%100.0
1%
82.4
3%
17.5
8%
05.7
0%
00.7
9%
40.7
0%
07.7
9%
33.6
6%
08.1
1%
01.2
5%
00.6
0%
00.2
8%
00.0
5%
00.7
0%
00.1
9%
00.1
4%
00.0
5%
EX
PE
CT
ED
#2,1
57
1,8
21
336
138
22
883
130
723
167
38
10
51
22
512
2
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
title
5 W
G1 G
rade
2-1
2 p
erm
anen
t em
plo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
re
siden
ts.
Onboar
d n
um
ber
s ar
e as
of th
e st
art
of th
e fisc
al y
ear.
Pr
om
ote
d n
um
ber
s ar
e cu
mula
tive
thro
ughout
the
fisc
al y
ear.
Prom
otions
incl
ude
NO
A C
odes
701,
702,
and 7
03.
Exp
ecte
d =
Onboar
d G
roup %
multip
lied b
y Tota
l Pr
om
otions.
This
bro
ad a
ppro
xim
atio
n d
oes
not
take
into
acc
ount
indiv
idual
qual
ific
atio
ns,
educa
tion,
per
form
ance
, tim
e in
gra
de,
ava
ilabili
ty o
f open
ings,
or
ceili
ng
gra
des
in s
pec
ific
occ
upat
ions.
Thus,
no c
oncl
usi
ons
can b
e dra
wn a
bout
indiv
idual
s, b
ut
the
dat
a does
sugges
t, o
ther
thin
gs
bei
ng e
qual
, w
het
her
the
pro
mot
ion r
ates
are
roughly
appro
xim
ate
to a
vaila
bili
ty.
WORKFORCE TABLES
134
Table
B9
: E
MP
LO
YEE P
RO
MO
TIO
NS
- T
itle
5 W
G1
Gra
de 2
-12
Perm
an
en
t W
ork
forc
e -
by D
isabilit
y -
SEP
– F
Y 2
01
3
Occ
up
ati
on
s:
Incl
udes
all W
G1
occ
up
ati
on
s.
VA
-wid
eT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
GR
AD
E=
1 O
nb
oard
-P
rom
oti
on
s to
2
ON
BO
AR
D#
846
491
42
313
87
22
01
19
16
56
0
%100.0
0%
58.0
4%
04.9
6%
37.0
0%
10
.28
%00.2
4%
00.2
4%
00.0
0%
00.1
2%
00.1
2%
01.0
6%
01.8
9%
06.6
2%
00.0
0%
PR
OM
OT
ED
#739
441
46
252
61
02
02
14
151
0
%100.0
0%
59.6
8%
06.2
2%
34.1
0%
08
.25
%00.0
0%
00.2
7%
00.0
0%
00.2
7%
00.1
4%
00.5
4%
00.1
4%
06.9
0%
00.0
0%
EX
PE
CT
ED
#739
429
37
273
76
----
----
----
----
--
GR
AD
E=
2 O
nb
oard
-P
rom
oti
on
s to
3
ON
BO
AR
D#
9,7
33
6,9
11
409
2,4
13
66
560
33
10
30
734
112
375
4
%100.0
0%
71.0
1%
04.2
0%
24.7
9%
06
.83
%00.6
2%
00.3
4%
00.1
0%
00.3
1%
00.0
7%
00.3
5%
01.1
5%
03.8
5%
00.0
4%
PR
OM
OT
ED
#413
284
32
97
23
00
03
01
018
1
%100.0
0%
68.7
7%
07.7
5%
23.4
9%
05
.57
%00.0
0%
00.0
0%
00.0
0%
00.7
3%
00.0
0%
00.2
4%
00.0
0%
04.3
6%
00.2
4%
EX
PE
CT
ED
#413
293
17
102
28
----
----
----
----
--
GR
AD
E=
3 O
nb
oard
-P
rom
oti
on
s to
4
ON
BO
AR
D#
2,8
73
2,2
57
97
519
12
111
11
210
33
21
59
1
%100.0
0%
78.5
6%
03.3
8%
18.0
6%
04
.21
%00.3
8%
00.3
8%
00.0
7%
00.3
5%
00.1
0%
00.1
0%
00.7
3%
02.0
5%
00.0
3%
PR
OM
OT
ED
#263
201
854
19
00
01
01
215
0
%100.0
0%
76.4
3%
03.0
4%
20.5
3%
07
.22
%00.0
0%
00.0
0%
00.0
0%
00.3
8%
00.0
0%
00.3
8%
00.7
6%
05.7
0%
00.0
0%
EX
PE
CT
ED
#263
207
947
11
----
----
----
----
--
GR
AD
E=
4 O
nb
oard
-P
rom
oti
on
s to
5
ON
BO
AR
D#
1,2
70
1,0
41
33
196
46
10
21
41
56
17
0
%100.0
0%
81.9
7%
02.6
0%
15.4
3%
03
.62
%00.7
9%
00.1
6%
00.0
8%
00.3
1%
00.0
8%
00.3
9%
00.4
7%
01.3
4%
00.0
0%
PR
OM
OT
ED
#120
80
238
90
00
00
00
90
%100.0
0%
66.6
7%
01.6
7%
31.6
7%
07
.50
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
07.5
0%
00.0
0%
EX
PE
CT
ED
#120
98
319
4--
----
----
----
----
FY 2013 REPORT
135
VA
-wid
eT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
GR
AD
E=
5 O
nb
oard
-P
rom
oti
on
s to
6
ON
BO
AR
D#
1,1
32
850
59
223
45
32
24
05
225
2
%100.0
0%
75.0
9%
05.2
1%
19.7
0%
03
.98
%00.2
7%
00.1
8%
00.1
8%
00.3
5%
00.0
0%
00.4
4%
00.1
8%
02.2
1%
00.1
8%
PR
OM
OT
ED
#242
174
15
53
18
15
00
00
012
0
%100.0
0%
71.9
0%
06.2
0%
21.9
0%
07
.44
%00.4
1%
02.0
7%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
04.9
6%
00.0
0%
EX
PE
CT
ED
#242
182
13
48
10
----
----
----
----
--
GR
AD
E=
6 O
nb
oard
-P
rom
oti
on
s to
7
ON
BO
AR
D#
1,4
91
1,1
91
51
249
29
15
01
00
319
0
%100.0
0%
79.8
8%
03.4
2%
16.7
0%
01
.95
%00.0
7%
00.3
4%
00.0
0%
00.0
7%
00.0
0%
00.0
0%
00.2
0%
01.2
7%
00.0
0%
PR
OM
OT
ED
#67
52
69
40
00
10
00
21
%100.0
0%
77.6
1%
08.9
6%
13.4
3%
05
.97
%00.0
0%
00.0
0%
00.0
0%
01.4
9%
00.0
0%
00.0
0%
00.0
0%
02.9
9%
01.4
9%
EX
PE
CT
ED
#67
54
211
1--
----
----
----
----
GR
AD
E=
7 O
nb
oard
-P
rom
oti
on
s to
8
ON
BO
AR
D#
727
565
48
114
25
20
00
02
219
0
%100.0
0%
77.7
2%
06.6
0%
15.6
8%
03
.44
%00.2
8%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.2
8%
00.2
8%
02.6
1%
00.0
0%
PR
OM
OT
ED
#110
84
917
50
10
00
00
40
%100.0
0%
76.3
6%
08.1
8%
15.4
5%
04
.55
%00.0
0%
00.9
1%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
03.6
4%
00.0
0%
EX
PE
CT
ED
#110
85
717
4--
----
----
----
----
GR
AD
E=
8 O
nb
oard
-P
rom
oti
on
s to
9
ON
BO
AR
D#
724
569
30
125
18
31
01
01
012
0
%100.0
0%
78.5
9%
04.1
4%
17.2
7%
02
.49
%00.4
1%
00.1
4%
00.0
0%
00.1
4%
00.0
0%
00.1
4%
00.0
0%
01.6
6%
00.0
0%
PR
OM
OT
ED
#53
37
115
41
00
00
00
30
%100.0
0%
69.8
1%
01.8
9%
28.3
0%
07
.55
%01.8
9%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
05.6
6%
00.0
0%
EX
PE
CT
ED
#53
42
29
1--
----
----
----
----
GR
AD
E=
9 O
nb
oard
-P
rom
oti
on
s to
10
ON
BO
AR
D#
1,1
90
956
44
190
23
42
00
13
211
0
WORKFORCE TABLES
136
VA
-wid
eT
OT
AL
To
tal
by D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
%100.0
0%
80.3
4%
03.7
0%
15.9
7%
01
.93
%00.3
4%
00.1
7%
00.0
0%
00.0
0%
00.0
8%
00.2
5%
00.1
7%
00.9
2%
00.0
0%
PR
OM
OT
ED
#105
74
922
50
00
01
00
40
%100.0
0%
70.4
8%
08.5
7%
20.9
5%
04
.76
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.9
5%
00.0
0%
00.0
0%
03.8
1%
00.0
0%
EX
PE
CT
ED
#105
84
417
2--
----
----
----
----
GR
AD
E=
10
On
bo
ard
-P
rom
oti
on
s to
11
ON
BO
AR
D#
2,7
02
2,2
19
85
398
34
25
25
00
119
0
%100.0
0%
82.1
2%
03.1
5%
14.7
3%
01
.26
%00.0
7%
00.1
9%
00.0
7%
00.1
9%
00.0
0%
00.0
0%
00.0
4%
00.7
0%
00.0
0%
PR
OM
OT
ED
#44
37
16
10
00
00
00
10
%100.0
0%
84.0
9%
02.2
7%
13.6
4%
02
.27
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
02.2
7%
00.0
0%
EX
PE
CT
ED
#44
36
16
1--
----
----
----
----
GR
AD
E=
11
On
bo
ard
-P
rom
oti
on
s to
12
ON
BO
AR
D#
932
761
26
145
11
21
10
00
15
1
%100.0
0%
81.6
5%
02.7
9%
15.5
6%
01
.18
%00.2
1%
00.1
1%
00.1
1%
00.0
0%
00.0
0%
00.0
0%
00.1
1%
00.5
4%
00.1
1%
PR
OM
OT
ED
#1
00
10
00
00
00
00
0
%100.0
0%
00.0
0%
00.0
0%
100.0
0%
00
.00
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
EX
PE
CT
ED
#1
10
00
----
----
----
----
--
TO
TA
L G
rad
e 1
-11
On
bo
ard
-P
rom
oti
on
s to
2-1
2
ON
BO
AR
D#
23,6
20
17,8
11
924
4,8
85
1,1
04
100
64
18
56
13
62
166
617
8
%100.0
0%
75.4
1%
03.9
1%
20.6
8%
04
.67
%00.4
2%
00.2
7%
00.0
8%
00.2
4%
00.0
6%
00.2
6%
00.7
0%
02.6
1%
00.0
3%
PR
OM
OT
ED
#2,1
57
1,4
64
129
564
14
92
80
72
63
119
2
%100.0
0%
67.8
7%
05.9
8%
26.1
5%
06
.91
%00.0
9%
00.3
7%
00.0
0%
00.3
2%
00.0
9%
00.2
8%
00.1
4%
05.5
2%
00.0
9%
EX
PE
CT
ED
#2,1
57
1,6
27
84
446
10
1--
----
----
----
----
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
title
5 W
G1 G
rade
2-1
2 p
erm
anen
t em
plo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
re
siden
ts.
Onboar
d n
um
ber
s ar
e as
of th
e st
art
of th
e fisc
al y
ear.
Pr
om
ote
d n
um
ber
s ar
e cu
mula
tive
thro
ughout
the
fisc
al y
ear.
Prom
otions
incl
ude
NO
A C
odes
701,
702,
and 7
03.
Exp
ecte
d =
Onboar
d G
roup %
multip
lied b
y Tota
l Pr
om
otions.
FY 2013 REPORT
137
This
bro
ad a
ppro
xim
atio
n d
oes
not
take
into
acc
ount
indiv
idual
qual
ific
atio
ns,
educa
tion,
per
form
ance
, tim
e in
gra
de,
ava
ilabili
ty o
f open
ings,
or
ceili
ng
gra
des
in s
pec
ific
occ
upat
ions.
Thus,
no c
oncl
usi
ons
can b
e dra
wn a
bout
indiv
idual
s, b
ut
the
dat
a does
sugges
t, o
ther
thin
gs
bei
ng e
qual
, w
het
her
the
pro
mot
ion r
ates
are
roughly
appro
xim
ate
to a
vaila
bili
ty.
WORKFORCE TABLES
138
Table
A1
1:
INTER
NA
L S
ELEC
TIO
NS
FO
R S
EN
IOR
LEV
EL P
OS
ITIO
NS
(G
S 1
3/1
4,
15
, an
d S
ES
) -
Perm
an
en
t W
ork
forc
e -
Dis
trib
uti
on
by R
ace
/Eth
nic
ity a
nd S
ex -
SEP
–
FY
20
13
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
GR
AD
E:
GS
13
/1
4
To
tal
Ap
pli
cati
on
s R
ece
ived
#***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
%***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Qu
ali
fied
#***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
%***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Sele
cted
#3,9
90
1,7
56
2,2
34
75
73
1,3
27
1,5
87
222
367
99
170
24
25
26
67
%100.0
0%
44.0
1%
55.9
9%
01.8
8%
01.8
3%
33.2
6%
39.7
7%
05.5
6%
09.2
0%
02.4
8%
04.2
6%
00.0
5%
00.1
0%
00.6
3%
00.6
5%
00.1
5%
00.1
8%
Rele
van
t P
oo
l45,6
01
19,7
64
25,8
37
1,1
06
1,3
24
14,8
29
17,8
62
2,4
38
4,5
13
1,0
62
1,7
03
36
34
255
322
38
79
GR
AD
E:
GS
15
To
tal
Ap
pli
cati
on
s R
ece
ived
#***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
%***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Qu
ali
fied
#***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
%***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Sele
cted
#290
167
123
23
135
95
20
18
55
01
51
00
%99.9
8%
57.5
8%
42.4
0%
00.6
9%
01.0
3%
46.5
5%
32.7
6%
06.9
0%
06.2
1%
01.7
2%
01.7
2%
00.0
0%
00.3
4%
01.7
2%
00.3
4%
00.0
0%
00.0
0%
Rele
van
t P
oo
l5,8
71
3,1
58
2,7
13
122
102
2,4
77
1,9
25
380
540
151
111
15
20
24
76
GR
AD
E:
SE
S
To
tal
Ap
pli
cati
on
s R
ece
ived
#***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
%***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Qu
ali
fied
#***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
%***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Sele
cted
#26
11
15
00
913
11
11
00
00
00
%100.0
2%
42.3
2%
57.7
0%
00.0
0%
00.0
0%
34.6
2%
50.0
0%
03.8
5%
03.8
5%
03.8
5%
03.8
5%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
FY 2013 REPORT
139
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Rele
van
t P
oo
l23,1
45
14,9
75
8,1
70
800
492
10,6
01
4,8
24
638
606
2,6
97
2,0
94
23
14
191
128
25
12
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
Plea
se s
ee D
ata
Def
initio
ns
for
NO
A c
odes
and P
ay P
lans
incl
uded
in t
his
rep
ort
.
*** T
his
dat
a is
not
avai
lable
.
WORKFORCE TABLES
140
Table
B1
1:
INTER
NA
L S
ELEC
TIO
NS
FO
R S
EN
IOR
LEV
EL P
OS
ITIO
NS
(G
S 1
3/1
4,
15
, an
d S
ES
) -
Perm
an
en
t W
ork
forc
e -
Dis
trib
uti
on
by D
isabilit
y -
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
GR
AD
E:
GS
13
/1
4
To
tal
Ap
pli
cati
on
s R
ece
ived
#***
***
***
***
**
****
***
***
***
***
***
***
***
***
%***
***
***
***
**
****
***
***
***
***
***
***
***
***
Qu
ali
fied
#***
***
***
***
**
****
***
***
***
***
***
***
***
***
%***
***
***
***
**
****
***
***
***
***
***
***
***
***
Sele
cted
#3,9
90
3,5
40
102
348
49
07
38
47
020
0
%100.0
0%
88.7
2%
02.5
6%
08.7
2%
01
.23
%00.0
0%
00.1
8%
00.0
8%
00.2
0%
00.1
0%
00.1
8%
00.0
0%
00.5
0%
00.0
0%
Rele
van
t P
oo
l45,6
01
39,4
63
1,1
06
5,0
32
59
629
79
48
90
29
72
0237
12
GR
AD
E:
GS
15
To
tal
Ap
pli
cati
on
s R
ece
ived
#***
***
***
***
**
****
***
***
***
***
***
***
***
***
%***
***
***
***
**
****
***
***
***
***
***
***
***
***
Qu
ali
fied
#***
***
***
***
**
****
***
***
***
***
***
***
***
***
%***
***
***
***
**
****
***
***
***
***
***
***
***
***
Sele
cted
#290
262
622
21
00
00
00
10
%100.0
0%
90.3
4%
02.0
7%
07.5
9%
00
.69
%00.3
4%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.3
4%
00.0
0%
Rele
van
t P
oo
l5,8
71
5,1
18
195
558
42
08
511
30
112
2
GR
AD
E:
SE
S
To
tal
Ap
pli
cati
on
s R
ece
ived
#***
***
***
***
**
****
***
***
***
***
***
***
***
***
%***
***
***
***
**
****
***
***
***
***
***
***
***
***
Qu
ali
fied
#***
***
***
***
**
****
***
***
***
***
***
***
***
***
%***
***
***
***
**
****
***
***
***
***
***
***
***
***
Sele
cted
#26
23
21
10
00
00
00
10
%100.0
0%
88.4
6%
07.6
9%
03.8
5%
03
.85
%00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
00.0
0%
03.8
5%
00.0
0%
Rele
van
t P
oo
l23,1
45
21,4
48
439
1,2
58
12
02
810
24
16
17
042
1
FY 2013 REPORT
141
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
Plea
se s
ee D
ata
Def
initio
ns
for
NO
A c
odes
and P
ay P
lans
incl
uded
in t
his
rep
ort
.
*** T
his
dat
a is
not
avai
lable
.
WORKFORCE TABLES
142
Table
A1
2:
PA
RTIC
IPA
TIO
N I
N C
AR
EER
DEV
ELO
PM
EN
T -
Perm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd
Sex -
SEP
– F
Y 2
01
3
TO
TAL
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-
His
pan
ic o
r Lati
no
White
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve
Haw
aiian
or
Oth
er
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n o
r A
lask
a N
ati
ve
Tw
o o
r m
ore
ra
ces
All
mal
efe
mal
em
ale
fem
ale
mal
efe
mal
em
ale
fem
ale
mal
efe
mal
em
ale
fem
ale
mal
efe
mal
em
ale
fem
ale
Care
er
Develo
pm
en
t P
rog
ram
s (
GS
5 -
15
)
Slo
ts#
Rele
van
t P
oo
l%
Applie
d# %
Part
icip
ants
#563
291
272
21
31
159
133
80
84
26
16
0
2
5
5
0
1
%100.0
0%
51.6
9%
48.3
1%
3.7
3%
5.5
1%
28.2
4%
23.6
2%
14.2
1%
14.9
2%
4.6
2%
2.8
4%
0.0
0%
0.3
6%
0.8
9%
0.8
9%
0.0
0%
0.1
8%
New
Execu
tive D
evelo
pm
en
t P
rog
ram
s; H
ealt
h C
are
Execu
tive F
ell
ow
ship
; H
ealt
h C
are
Lead
ers
hip
Develo
pm
en
t P
rog
ram
GS
13
-1
5
Slo
ts#
Rele
van
t P
oo
l%
Applie
d# %
Part
icip
ants
#146
66
80
3
3
49
56
3
11
7
7
1
0
2
2
1
1
%100.0
0%
46.3
8%
53.6
2%
2.0
5%
2.0
5%
33.5
6%
38.3
6%
2.0
5%
7.5
3%
4.7
9%
4.7
9%
0.6
8%
0.0
0%
1.3
7%
1.3
7%
0.6
8%
0.6
8%
Lead
ers
hip
, E
ffe
ctiv
en
ess
, A
cco
un
tab
ilit
y a
nd
Develo
pm
en
t (L
EA
D)
Pro
gra
m (
GS
1 t
hru
15
)
Slo
ts#
Rele
van
t P
oo
l%
Applie
d# %
Part
icip
ants
#1309
453
856
57
52
271
523
83
231
31
39
2
2
8
8
1
1
%100.0
0%
33.0
1%
66.9
9%
4.3
5%
3.9
7%
20.7
0%
39.9
5%
6.3
4%
17.6
5%
2.3
7%
2.9
8%
0.1
5%
0.1
5%
0.6
1%
0.6
1%
0.0
8%
0.0
8%
FY 2013 REPORT
143
Table
A1
3:
EM
PLO
YEE R
EC
OG
NIT
ION
AN
D A
WA
RD
S -
Perm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd
Sex -
SEP
- F
Y2
01
3
All V
ATO
TA
L
EM
PLO
YEES
RA
CE/ETH
NIC
ITY
His
pan
ic o
r Lati
no
Non
-His
pan
ic o
r Lati
no
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
or
Oth
er
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n o
r A
lask
a N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
mal
efe
mal
em
ale
fem
ale
mal
efe
mal
em
ale
fem
ale
mal
efe
mal
em
ale
fem
ale
mal
efe
mal
em
ale
fem
ale
Tim
e-o
ff A
ward
s -
1-9
hou
rs
Tota
l Tim
e-o
ff
Aw
ard
s -
1-9
hou
rs
#17,2
25
6,8
37
10,3
88
498
583
4,5
29
6,7
68
1,4
03
2,2
94
277
543
15
28
97
144
18
28
%99.9
9%
39.6
9%
60.3
0%
02.8
9%
03.3
8%
26.2
9%
39.2
9%
08.1
5%
13.3
2%
01.6
1%
03.1
5%
00.0
9%
00.1
6%
00.5
6%
00.8
4%
00.1
0%
00.1
6%
Tota
l H
ou
rs116,0
62
45,8
68
70,1
94
3,1
36
3,8
62
30,6
41
45,7
72
9,2
33
15,4
41
1,9
91
3,7
84
108
200
643
955
116
180
Avera
ge
Hou
rs6.7
46.7
16.7
66.3
06.6
26.7
76.7
66.5
86.7
37.1
96.9
77.2
07.1
46.6
36.6
36.4
46.4
3
Tim
e-o
ff A
ward
s -
9+
hou
rs
Tota
l Tim
e-o
ff
Aw
ard
s over
9
hou
rs
#3,2
09
1,1
10
2,0
99
69
119
732
1,3
88
246
477
48
88
41
10
16
110
%99.9
9%
34.5
9%
65.4
0%
02.1
5%
03.7
1%
22.8
1%
43.2
5%
07.6
7%
14.8
6%
01.5
0%
02.7
4%
00.1
2%
00.0
3%
00.3
1%
00.5
0%
00.0
3%
00.3
1%
Tota
l H
ou
rs54,0
33
18,6
95
35,3
38
1,1
38
1,9
29
12,6
18
23,5
87
3,8
09
7,7
33
877
1,6
04
94
16
147
277
12
192
Avera
ge
Hou
rs16.8
416.8
416.8
416.4
916.2
117.2
416.9
915.4
816.2
118.2
718.2
323.5
016.0
014.7
017.3
112.0
019.2
0
Cash
Aw
ard
s -
$1
00
-$
50
0
Tota
l C
ash
A
ward
s $
50
0
an
d
un
der
#100,4
57
40,9
54
59,5
03
3,4
64
3,9
62
24,6
08
35,5
12
10,2
90
15,6
78
1,7
67
3,1
20
102
138
602
927
121
166
%100.0
1%
40.7
7%
59.2
4%
03.4
5%
03.9
4%
24.5
0%
35.3
5%
10.2
4%
15.6
1%
01.7
6%
03.1
1%
00.1
0%
00.1
4%
00.6
0%
00.9
2%
00.1
2%
00.1
7%
Tota
l A
mou
nt
29,6
64,3
36
12,0
57,6
12
17,6
06,7
24
1,0
79,6
32
1,2
41,3
17
7,2
11,8
14
10,5
56,1
56
2,9
59,7
82
4,4
70,6
15
563,5
08
984,4
88
29,6
08
44,4
93
176,1
07
261,2
34
37,1
61
48,4
21
Avera
ge
Am
ou
nt
295.2
9294.4
2295.9
0311.6
7313.3
1293.0
7297.2
6287.6
4285.1
5318.9
1315.5
4290.2
7322.4
1292.5
4281.8
1307.1
2291.6
9
Cash
Aw
ard
s -
$5
01
+
Tota
l C
ash
A
ward
s $
50
1
an
d
over
#145,8
78
55,4
87
90,3
91
3,9
21
4,9
71
36,8
29
58,5
85
10,5
75
19,7
52
3,2
36
5,4
81
120
187
677
1,2
12
129
203
%100.0
1%
38.0
4%
61.9
7%
02.6
9%
03.4
1%
25.2
5%
40.1
6%
07.2
5%
13.5
4%
02.2
2%
03.7
6%
00.0
8%
00.1
3%
00.4
6%
00.8
3%
00.0
9%
00.1
4%
Tota
l A
mou
nt
160,1
15,7
36
62,1
46,0
02
97,9
69,7
34
4,0
56,1
81
5,1
34,2
60
42,9
23,6
93
65,2
04,4
64
10,4
28,0
68
19,9
13,2
90
3,7
70,8
37
6,0
25,3
11
114,0
63
190,4
86
723,8
72
1,3
00,1
12
129,2
88
201,8
11
WORKFORCE TABLES
144
All V
ATO
TA
L
EM
PLO
YEES
RA
CE/ETH
NIC
ITY
His
pan
ic o
r Lati
no
Non
-His
pan
ic o
r Lati
no
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
or
Oth
er
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n o
r A
lask
a N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
mal
efe
mal
em
ale
fem
ale
mal
efe
mal
em
ale
fem
ale
mal
efe
mal
em
ale
fem
ale
mal
efe
mal
em
ale
fem
ale
Avera
ge
Am
ou
nt
1,0
97.6
01,1
20.0
11,0
83.8
41,0
34.4
81,0
32.8
41,1
65.4
91,1
12.9
9986.1
11,0
08.1
71,1
65.2
81,0
99.3
1950.5
31,0
18.6
41,0
69.2
31,0
72.7
01,0
02.2
3994.1
4
Qu
ality
Ste
p I
ncr
ease
s (Q
SI)
Tota
l Q
SIs
A
ward
ed
#823
327
496
20
36
242
325
46
96
12
28
02
68
11
%99.9
8%
39.7
3%
60.2
5%
02.4
3%
04.3
7%
29.4
0%
39.4
9%
05.5
9%
11.6
6%
01.4
6%
03.4
0%
00.0
0%
00.2
4%
00.7
3%
00.9
7%
00.1
2%
00.1
2%
Tota
l B
en
efi
t***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Avera
ge
Ben
efi
t***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
***
Data
show
n incl
udes
full-
tim
e, p
art
-tim
e, a
nd inte
rmitte
nt
per
manen
t em
plo
yees
in a
pay
statu
s and e
xclu
din
g m
edic
al and M
anila
res
iden
ts.
Ple
ase
see
Data
Def
initio
ns
for
NO
A c
odes
incl
uded
in t
he
types
rec
ognitio
n a
nd a
war
ds.
***
This
data
is
not
ava
ilable
.
FY 2013 REPORT
145
Table
B1
3:
EM
PLO
YEE R
EC
OG
NIT
ION
AN
D A
WA
RD
S -
Perm
an
en
t W
ork
forc
e -
by D
isab
ilit
y -
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
Tim
e-o
ff A
ward
s -
1-9
ho
urs
To
tal
Tim
e-
off
Aw
ard
s -
1-9
ho
urs
#17,2
25
14,4
46
424
2,3
55
32
126
27
635
429
14
176
4
%100.0
0%
83.8
7%
02.4
6%
13.6
7%
01
.86
%00.1
5%
00.1
6%
00.0
3%
00.2
0%
00.0
2%
00.1
7%
00.0
8%
01.0
2%
00.0
2%
To
tal
Ho
urs
116,0
62
97,8
96
2,7
32
15,4
34
2,1
38
168
191
48
218
28
186
92
1,1
83
24
Avera
ge H
ou
rs6.7
46.7
86.4
46.5
56
.66
6.4
67.0
78.0
06.2
37.0
06.4
16.5
76.7
26.0
0
Tim
e-o
ff A
ward
s -
9+
ho
urs
To
tal
Tim
e-
off
Aw
ard
s o
ver
9
ho
urs
#3,2
09
2,7
89
75
345
32
30
12
16
217
0
%100.0
0%
86.9
1%
02.3
4%
10.7
5%
01
.00
%00.0
9%
00.0
0%
00.0
3%
00.0
6%
00.0
3%
00.1
9%
00.0
6%
00.5
3%
00.0
0%
To
tal
Ho
urs
54,0
33
47,0
26
1,1
99
5,8
08
51
548
012
32
16
100
28
279
0
Avera
ge H
ou
rs16.8
416.8
615.9
916.8
31
6.0
916.0
00.0
012.0
016.0
016.0
016.6
714.0
016.4
10.0
0
Cash
Aw
ard
s -
$1
00
-$
50
0
To
tal
Cash
A
ward
s $
50
0 a
nd
u
nd
er
#100,4
57
83,7
20
2,8
53
13,8
84
2,1
03
149
186
65
187
50
216
95
1,1
14
41
%100.0
0%
83.3
4%
02.8
4%
13.8
2%
02
.09
%00.1
5%
00.1
9%
00.0
6%
00.1
9%
00.0
5%
00.2
2%
00.0
9%
01.1
1%
00.0
4%
To
tal
Am
ou
nt
29,6
64,3
36
24,8
70,3
35
805,6
54
3,9
88,3
47
59
4,8
71
44,8
72
56,1
25
18,2
92
52,1
49
12,9
88
62,3
05
28,4
02
308,0
59
11,6
79
Avera
ge
Am
ou
nt
295.2
9297.0
7282.3
9287.2
62
82
.87
301.1
5301.7
5281.4
2278.8
7259.7
6288.4
5298.9
7276.5
3284.8
5
Cash
Aw
ard
s -
$5
01
+
To
tal
Cash
A
ward
s $
50
1 a
nd
o
ver
#145,8
78
126,7
89
3,2
11
15,8
78
2,1
12
118
212
104
228
65
230
58
1,0
47
50
%100.0
0%
86.9
1%
02.2
0%
10.8
8%
01
.45
%00.0
8%
00.1
5%
00.0
7%
00.1
6%
00.0
4%
00.1
6%
00.0
4%
00.7
2%
00.0
3%
To
tal
Am
ou
nt
160,1
15,7
36
140,0
76,6
90
3,4
59,0
77
16,5
79,9
69
2,2
01
,44
6104,2
84
235,1
10
128,7
35
248,6
64
82,7
29
240,3
91
48,0
92
1,0
57,7
55
55,6
86
Avera
ge
Am
ou
nt
1,0
97.6
01,1
04.8
01,0
77.2
61,0
44.2
11
,04
2.3
5883.7
61,1
09.0
11,2
37.8
41,0
90.6
31,2
72.7
51,0
45.1
8829.1
71,0
10.2
71,1
13.7
2
Qu
ali
ty S
tep
In
crease
s (Q
SI)
To
tal
QS
Is
Aw
ard
ed
#823
705
27
91
80
10
30
00
40
%100.0
0%
85.6
6%
03.2
8%
11.0
6%
00
.97
%00.0
0%
00.1
2%
00.0
0%
00.3
6%
00.0
0%
00.0
0%
00.0
0%
00.4
9%
00.0
0%
WORKFORCE TABLES
146
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-
38]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
To
tal
Ben
efi
t***
***
***
***
**
****
***
***
***
***
***
***
***
***
Avera
ge
Ben
efi
t***
***
***
***
**
****
***
***
***
***
***
***
***
***
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
Plea
se s
ee D
ata
Def
initio
ns
for
NO
A c
odes
incl
uded
in t
he
types
rec
ognitio
n a
nd a
war
ds.
*** T
his
dat
a is
not
avai
lable
.
FY 2013 REPORT
147
Table
A1
4:
SEP
AR
ATIO
NS
BY
TY
PE O
F S
EP
AR
ATIO
N -
Perm
an
en
t W
ork
forc
e -
by R
ace
/Eth
nic
ity a
nd S
ex -
SEP
– F
Y 2
01
3
All
VA
TO
TA
L
EM
PLO
YE
ES
RA
CE
/E
TH
NIC
ITY
His
pan
ic o
r Lati
no
No
n-H
isp
an
ic o
r La
tin
o
Wh
ite
Bla
ck o
r A
fric
an
A
meri
can
Asi
an
Nati
ve H
aw
aii
an
o
r O
ther
Paci
fic
Isla
nd
er
Am
eri
can
In
dia
n
or
Ala
ska N
ati
ve
Tw
o o
r M
ore
R
ace
s/U
nd
iscl
ose
d
All
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
male
fem
ale
Vo
lun
tary
#22,4
25
9,7
00
12,7
25
663
687
6,3
51
8,2
70
1,9
52
2,7
53
518
751
27
35
168
189
21
40
%100.0
0%
43.2
5%
56.7
5%
02.9
6%
03.0
6%
28.3
2%
36.8
8%
08.7
0%
12.2
8%
02.3
1%
03.3
5%
00.1
2%
00.1
6%
00.7
5%
00.8
4%
00.0
9%
00.1
8%
Invo
lun
tary
#2,3
07
1,2
76
1,0
31
98
59
639
544
480
370
23
27
44
22
20
10
7
%100.0
0%
55.3
1%
44.6
9%
04.2
5%
02.5
6%
27.7
0%
23.5
8%
20.8
1%
16.0
4%
01.0
0%
01.1
7%
00.1
7%
00.1
7%
00.9
5%
00.8
7%
00.4
3%
00.3
0%
To
tal
Sep
ara
tio
ns
#24,7
32
10,9
76
13,7
56
761
746
6,9
90
8,8
14
2,4
32
3,1
23
541
778
31
39
190
209
31
47
%100.0
3%
44.3
9%
55.6
4%
03.0
8%
03.0
2%
28.2
6%
35.6
4%
09.8
3%
12.6
3%
02.1
9%
03.1
5%
00.1
3%
00.1
6%
00.7
7%
00.8
5%
00.1
3%
00.1
9%
To
tal
Wo
rk
Fo
rce
#315,2
59
128,0
93
187,1
66
9,9
07
11,2
55
78,2
61
111,6
91
29,2
96
47,3
33
8,1
19
13,1
94
367
446
1,7
91
2,7
14
352
533
%100.0
0%
40.6
3%
59.3
7%
03.1
4%
03.5
7%
24.8
2%
35.4
3%
09.2
9%
15.0
1%
02.5
8%
04.1
9%
00.1
2%
00.1
4%
00.5
7%
00.8
6%
00.1
1%
00.1
7%
Dat
a sh
ow
n incl
udes
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
Plea
se s
ee D
ata
Def
initio
ns
for
NO
A c
odes
incl
uded
in t
he
types
of se
par
atio
ns.
WORKFORCE TABLES
148
Table
B1
4:
SEP
AR
ATIO
NS
BY
TY
PE O
F S
EP
AR
ATIO
N -
Perm
an
en
t W
ork
forc
e -
by D
isab
ilit
y -
SEP
– F
Y 2
01
3
All
VA
TO
TA
LT
ota
l b
y D
isab
ilit
y S
tatu
sD
eta
il f
or
Targ
ete
d D
isab
ilit
ies
[04,0
5]
No
Dis
abili
ty
[01]
Not
Iden
tified
[06-9
8]
Rep
orta
ble
Dis
abili
ty
Tot
alTar
get
edD
isabili
ty
[16,1
7,1
8]
Hea
ring
[21,2
3,2
5]
Vis
ion
[28,3
0,3
2-3
8]
Mis
sing
Ext
rem
itie
s
[64-6
9]
Part
ial
Para
lysi
s
[71-7
9]
Com
ple
tePa
raly
sis
[82]
Epile
psy
[90]
Sev
ere
Inte
llect
ual
Dis
abili
ty
[91]
Psyc
hia
tric
Dis
abili
ty
[92]
Dw
arfism
Vo
lun
tary
#22,4
25
18,1
84
741
3,5
00
54
220
50
21
47
838
24
320
14
%100.0
0%
81.0
9%
03.3
0%
15.6
1%
02
.42
%00.0
9%
00.2
2%
00.0
9%
00.2
1%
00.0
4%
00.1
7%
00.1
1%
01.4
3%
00.0
6%
Invo
lun
tary
#2,3
07
1,6
12
111
584
15
25
20
73
11
6118
0
%100.0
0%
69.8
7%
04.8
1%
25.3
1%
06
.59
%00.2
2%
00.0
9%
00.0
0%
00.3
0%
00.1
3%
00.4
8%
00.2
6%
05.1
1%
00.0
0%
To
tal
Sep
ara
tio
ns
#24,7
32
19,7
96
852
4,0
84
69
425
52
21
54
11
49
30
438
14
%100.0
0%
80.0
4%
03.4
4%
16.5
1%
02
.81
%00.1
0%
00.2
1%
00.0
8%
00.2
2%
00.0
4%
00.2
0%
00.1
2%
01.7
7%
00.0
6%
To
tal
Wo
rk F
orc
e#
315,2
59
265,8
73
8,4
63
40,9
23
6,0
56
375
499
215
593
161
571
285
3,2
73
84
%100.0
0%
84.3
3%
02.6
8%
12.9
8%
01
.92
%00.1
2%
00.1
6%
00.0
7%
00.1
9%
00.0
5%
00.1
8%
00.0
9%
01.0
4%
00.0
3%
Dat
a sh
ow
n incl
udes
WG
gra
des
for
full-
tim
e, p
art-
tim
e, a
nd inte
rmitte
nt
per
man
ent
emplo
yees
in a
pay
sta
tus
and e
xclu
din
g m
edic
al a
nd M
anila
res
iden
ts.
Plea
se s
ee D
ata
Def
initio
ns
for
NO
A c
odes
incl
uded
in t
he
types
of se
par
atio
ns.
FY 2013 REPORT