Return to Home PageWhat follows are individual profiles of federal agencies with a total work force of 500 or more employees. These profiles of selected indicators were created from data submitted by agencies in annual EEOC Form 462 reports, and the Civilian Personnel Data File (CPDF), which is maintained by the Office of Personnel Management (OPM). On page II-FedGov-1 is a similar profile for the federal government as a whole for comparison purposes.
Each agency's profile narrative highlights the participation by race, national origin, gender, and disability of employees in the workforce as a whole, as well as in the agency's major occupations, supervisor and manager ranks, Senior Pay Level, and the "feeder grades" (GS-14 and GS-15) to the Senior Executive Service.
For the first time, the profiles include participation rates by race, national origin, gender for persons who serve as supervisors and managers. Employees classified as supervisors and managers who are at the GS-12 level or below are identified as First-Level Officials and Managers; those at the GS-13 or 14 level are identified as Mid-Level Officials and Managers; and those at the GS-15 or in the Senior Executive Service are identified as Senior-Level Officials and Managers.
Since those supervisors and managers comprising an agency's First-Level Officials and Managers may constitute a large portion of an agency's available pool of candidates for higher level managerial positions, a comparison of the data on the participation rates of persons as they progress through the managerial ranks can serve as a diagnostic tool to help agencies uncover and effectively address impediments to fair and open competition in the federal workplace and allow individuals equal opportunity for advancement. In general, the data for the profiled agencies indicate that a comparison of the participation rates of women, Hispanics, Blacks, Asian Americans/Pacific Islanders and American Indians/Alaskan Natives will show a decline from the First-Level positions to the Mid-Level positions and another decline from the Mid-Level positions to the Senior-Level positions.
The profile narratives also contains a number of measures related to the agencies' EEO complaint activities, including the number of complaints filed, complainants, complaints closed, merit decisions, findings of discrimination, and settlements. Also included are timeliness measures for various stages of EEO complaint processing. EEOC relies on each agency to provide accurate and reliable data for its complaint processing program. Although the EEOC reviews and analyzes the data submitted, each agency remains ultimately responsible for the accuracy of its own data.
Finally, each profile narrative offer data concerning agencies' success in implementing alternative dispute resolution (ADR) activities at the pre-complaint and formal complaint stages of the discrimination complaint process. EEOC is firmly committed to using Alternative Dispute Resolution (ADR) to resolve workplace disputes. Used properly and in appropriate circumstances, ADR can provide faster and less expensive results while at the same time improving workplace communication and morale.
List of Agencies Included in the Agency Profile Section
The following agencies have profiles listed alphabetically in this part:
This page was last modified on May 3, 2005.