U.S. Office of Personnel Management - Ensuring the Federal Government has an effective civilian workforce

Appendix B

Table of Contents

Appendix B2

Appendix B1

QUIT RATE DATA

For the purpose of CPDF turnover data, the term "quit" is defined as a voluntary resignation from the Federal service, including any resignations during a probationary or trial period. Quits exclude such actions as reassignments to other series, transfers to other Federal agencies, involuntary separations, retirements, and deaths. The quit rates referenced in this appendix are annualized rates - i.e., the percentage of the employee population that quits during a year. (See General Notes for a more detailed description of how quit rates are calculated.)

LEOs

As of 2003, approximately 84,000 full-time LEOs appeared in OPM's CPDF. During
FY 2001-2003, the overall LEO quit rate was relatively stable, ranging from 2.2 to 2.5 percent. In FY 2003, the overall LEO quit rate was 2.2 percent. During the same time period, the Governmentwide quit rate for more than 1.2 million General Schedule (GS) and related pay plans employees included in the CPDF ranged from 1.6 to 2.1 percent, including 1.6 percent in FY 2003.

Occupational Data

About 31 percent of the LEOs reported are occupational series 1811 criminal investigators. These employees have traditionally had some of the lowest quit rates among the Federal law enforcement community. During FY 2001-2003, quit rates for criminal investigators remained consistently at 0.7 to 0.8 percent. For FY 2003, the quit rate was 0.8 percent.

About 98 percent of the LEO criminal investigators reported are GS employees. At the normal journey levels of GS-12 and GS-13, criminal investigator quit rates are even lower than the overall average. At GS-12, the quit rate ranged from 0.5 to 0.9 percent for criminal investigators in FY 2001-2003. For FY 2003, the quit rate was 0.5 percent. At the GS-13 level, which includes about 44 percent of GS criminal investigators, the quit rate for FY 2001-2003 remained steady at 0.4 to 0.5 percent. In FY 2003, the rate was 0.5 percent. This data indicates that, at the normal journey levels of GS-12 and GS-13, Federal criminal investigators are quitting at a rate at or below 0.5 percent. By comparison, the FY 2003 quit rates for all GS employees at GS-12 and GS-13 were 0.9 and 0.7 percent, respectively.

The second most populous LEO occupation is GS-0007 correctional officer, which constitutes about 18 percent the LEO workforce reported. Over the last three fiscal years, quit rates for these employees have ranged from a high of 3.9 percent in FY 2001 to a low of 2.7 percent in FY 2003. At the normal journey levels of GS-7 and GS-8, which include approximately 70 percent of correctional officers, quit rates are generally lower. The quit rate for GS-7 correctional officers in FY 2003 was 2.5 percent. At the GS-8 level, the quit rate was 0.8 percent for FY 2003. By comparison, the Governmentwide FY 2003 quit rates for all GS occupations at GS-7 and GS-8 were 2.2 and 1.2 percent, respectively.

Approximately 12 percent of the LEO population reported consists of GS-1896 Border Patrol agents (including a few members of the Senior Executive Service (SES)). From FY 2001-2003, quit rates for Border Patrol agents (BPAs) have ranged from 5.2 to 5.8 percent. During FY 2003, the quit rate for BPAs was 5.2 percent. Of note is that the vast majority of quits for BPAs occur during the first year of employment, which is largely attributable to a failure to successfully complete basic training or a probationary period. At GS-5, which is the normal entry level for BPAs, FY 2001-2003 quit rates have ranged from 42.7 to 46.7 percent. However, at the normal full-performance level of GS-11 (which includes about 54 percent of BPAs), the FY 2003 quit rate was 0.6 percent. (We note that, as a result of agency reclassification, the normal journey level for BPAs increased from GS-9 to GS-11 in August 2002.) By comparison, the Governmentwide GS-11 quit rate in FY 2003 was 1.2 percent, twice the rate for GS-11 BPAs.

Locality Data

We also examined quit rates for LEOs in the 32 locality pay areas, paying particular attention to areas with large numbers of LEO employees and certain high-cost cities. We note that the mobility associated with certain LEO jobs decreases the sensitivity of quit rates based on location. For example, criminal investigators are often hired on the national level and are placed in locations where a need exists.

Of the 14 localities with more than 1,000 LEOs, there was generally not a large difference in quit rate percentages. Other than San Diego, each of the other 13 localities with more than 1,000 LEOs had FY 2003 quit rates within 0.9 percent of the nationwide LEO average of 2.2 percent. These rates ranged from 1.3 percent in Detroit and Houston to 2.9 percent in Philadelphia. In San Diego, the quit rate was 4.7 percent in FY 2003. However, we note that this percentage is skewed upward as a result of the large number of BPAs employed in the San Diego locality pay area (about 57 percent of the area's LEO population). As noted above, quit rates for entry-level BPAs are ordinarily greater than 40 percent, which has a significant impact on overall quit rate percentages.

Agency Data

The two largest employers of LEOs are the Department of Justice (DOJ) and the Department of Homeland Security (DHS). At DOJ, which employs about half of all LEOs nationwide, FY 2001-2003 quit rates ranged from a high of 2.9 percent in FY 2001 to a low of 1.9 percent in FY 2003. The majority of LEOs within DOJ - including almost all Federal correctional officers - work for the Bureau of Prisons (BOP).

At DHS, which employs about 34 percent of the total LEO workforce reported, the quit rate was 3.1 percent in FY 2003. (See General Note 7.) Although the LEO quit rate at DHS is almost one percent higher than the nationwide average, we note that BPAs constitute about 36 percent of the LEO population at DHS. As mentioned previously, the high quit rate for entry-level BPAs significantly increases the overall average.

Other Law Enforcement Officers

We also examined quit rates for over 23,000 occupational series 0083 police officers, GS-1816 immigration inspectors, and GS-1890 customs inspectors (including some customs inspectors in a "GG" system that is identical to the GS system), which are the three major categories of employees with arrest authority who are not covered by the special retirement provisions for LEOs under CSRS or FERS. The data for occupational series 0083 police officers includes officers paid under the "TR" pay plan at the U.S. Mint and the Bureau of Engraving and Printing (BEP) within the Department of the Treasury, as well as a relatively small group of employees paid under other pay plans.

Police Officers

The overall quit rate for more than 8,200 non-LEO police officers included in the CPDF has increased slightly over the last few years, from a low of 5.8 percent in FY 2001 to a high of 6.9 percent in FY 2003. Although these quit rates are above the overall GS average quit rate of 1.6 to 2.1 percent, it is more appropriate to compare police officer quit rates to those for other employees at similar grade levels.

Quit rates for GS police officers, who comprise about 85 percent of the non-LEO police force, have ranged from a low of 6.1 percent in FY 2001 to a high of 7.4 percent in FY 2003. Approximately 69 percent of GS non-LEO police officers are employed at the GS-5 or GS-6 grade level, where quit rates are typically greater for all employees than at higher grades. At the GS-5 level, quit rates have ranged from a low of 8.4 percent in FY 2001 to a high of 10.9 percent in FY 2002 and FY 2003. At GS-6, quit rates have ranged from a low of 5.9 percent in FY 2002 to a high of 7.2 percent in FY 2003. (We note that GS-5 and GS-6 include police officers in entry or developmental levels, as well as certain police officers at the full-performance level.) About 13 percent of GS non-LEO police officers are employed at the GS-7 full-performance level. At GS-7, quit rates for non-LEO police have remained lower, ranging from 2.8 to 3.3 percent in FY 2001-2003, including 3.0 percent in FY 2003. By comparison, the Governmentwide FY 2003 quit rates at GS-5, 6, and 7 were 4.5, 2.6, and 2.2 percent, respectively.

Police officers in the TR pay plan, which covers police in the Department of the Treasury's U.S. Mint and BEP, have quit at a lower rate over the last three years than their GS counterparts. In FY 2001-2003, quit rates for police officers covered by the TR pay plan ranged from 2.5 to 3.0 percent.

Of the 13 locality pay areas that include more than 100 non-LEO police officers, quit rates in 7 areas were above the nationwide average of 6.9 percent in FY 2003 and 6 were below. Among these areas, the lowest quit rates were in Boston (4.3 percent), Dallas (4.9 percent), and Washington, DC (4.9 percent). Other than the Rest of U.S. (RUS) locality pay area, more non-LEO police officers are employed in Washington, DC, than any other locality pay area (approximately 19 percent). The highest quit rates in FY 2003 among the 13 localities with more than 100 non-LEO police officers were in Richmond (10.5 percent), San Francisco (10.5 percent), and Seattle (9.9 percent).
The two largest employers of non-LEO police officers are the Department of Defense (DoD) and the Department of Veterans Affairs (VA). At DoD, which employs about 57 percent of non-LEO police, FY 2001-2003 quit rates ranged from a low of 6.6 percent in FY 2001 to a high of 7.4 percent in FY 2003. Approximately 28 percent of non-LEO police officers are employed at VA, where FY 2001-2003 quit rates ranged from 6.4 in FY 2001 to 7.7 in FY 2003.

We note that in January 2003, OPM established higher special rates for GS-0083 police officers in most agencies. Similar special rates were established for many DoD GS-0083 police officers effective in April 2003. Also, since January 2003, VA established new or higher special rates for many of its GS-0083 police officers under its title 38 authority. We expect that these special salary rates will assist agencies in their efforts to recruit and retain police officers, but more time is needed to monitor and evaluate the full effect of the higher rates.

Inspectors

Quit rates for another group of law enforcement employees who lack retirement coverage, GS-1816 immigration inspectors, have remained relatively steady over the last few years. In FY 2001-2003, quit rates for the more than 6,000 immigration inspectors have ranged from 1.7 percent in FY 2001 to 2.4 percent in FY 2003. Like other occupations, quit rates for immigration inspectors at the full-performance level have remained relatively low. (We note that, as a result of agency reclassification, the normal journey level for immigration inspectors increased from GS-9 to GS-11 in August 2002.) At the GS-11 level, which includes about 44 percent of immigration inspectors nationwide, the quit rate in FY 2003 was 1.0 percent. This rate is slightly lower than the 1.2 percent quit rate reported for GS-11 employees Governmentwide in FY 2003.

Of the 9 locality pay areas with more than 100 immigration inspectors, 5 had quit rates below, 3 above, and one equal to, the overall FY 2003 quit rate of 2.4 percent for immigration inspectors. Among these 9 areas, the lowest quit rates in FY 2003 were in Los Angeles (1.2 percent), San Francisco (1.5 percent), and Miami (1.6 percent). The highest quit rates were in New York (3.3 percent) and RUS (3.1 percent), which includes about 37 percent of immigration inspectors.

Overall quit rates for the more than 9,100 customs inspectors nationwide have remained relatively steady over the last few years. During FY 2001-2003, quit rates for customs inspectors ranged from 1.8 in FY 2001 to 2.3 percent in FY 2003. Quit rates for customs inspectors have remained low at the full-performance level, which includes more than half of customs inspectors nationwide. (We note that, as a result of agency reclassification, the normal journey level for customs inspectors increased from GS-9 to GS-11 in August 2002.) At GS-11, the quit rate for customs inspectors was 0.4 percent in FY 2003. As noted above, the quit rate for GS-11 employees Governmentwide was 1.2 percent in FY 2003, three times that of customs inspectors.

There are 12 locality pay areas with more than 100 customs inspectors. Of these 12 areas, 6 had quit rates below, and 6 had quit rates above, the overall customs inspector quit rate of 2.3 percent in FY 2003. The lowest quit rates among these 12 areas were in San Francisco (1 percent), Washington, DC (1.5 percent), Houston (1.7 percent), and New York (1.7 percent). The highest FY 2003 quit rates were in Detroit (8 percent), Los Angeles (4.8 percent), Boston (4 percent), and Seattle (4 percent). We note that, as a result of the relatively low number of employees in many localities, a small difference in the number of quits can have a large impact on the overall quit rate percentage.

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Appendix B1-1

QUIT RATES FOR ALL OCCUPATIONS BY GRADE
(GENERAL SCHEDULE AND RELATED ONLY)

Grade Level	Mean Population	Quit Rate
	FY 2003	FY 2003	FY 2002	FY 2001
01-02	411	5.4	7.2	6.3
03	4,289	6.0	5.7	6.2
04	30,897	4.7	4.8	5.1
05	89,890	4.5	4.4	4.9
06	76,369	2.6	2.7	3.1
07	121,139	2.2	2.4	2.7
08	48,529	1.2	1.4	1.4
09	118,691	1.8	1.9	2.3
10	15,056	2.2	2.3	2.5
11	178,956	1.2	1.2	1.7
12	217,862	0.9	0.9	1.3
13	184,040	0.7	0.7	1.1
14	89,127	0.7	0.8	1.2
15	55,015	1.0	1.2	1.5
ALL	1,229,598	1.6	1.7	2.1

Source: U.S. Office of Personnel Management’s Central Personnel Data File

Note 1: Data includes non-seasonal, full-time, permanent employees covered by the General Schedule and related pay plans.

Note 2: We do not provide Governmentwide transfer rate data for FY 2003 because the data is artificially inflated as a result of mass transfers, primarily to the new Department of Homeland Security.

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Appendix B1-2

QUIT RATES FOR SELECTED LEO AND OTHER LAW ENFORCEMENT OCCUPATIONS
(ALL PAY PLANS)

Series	Occupation Name	Mean Pop	Quit Rate
		Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
LEOs
0006	Correctional Institution Administration	1,726	0.1	0.2	0.2	0.3
0007	Correctional Officer	14,741	2.7	2.7	3.3	3.9
0025	Park Ranger	1,422	1.1	0.9	1.6	1.1
0082	United States Marshal	646	6.8	6.1	3.0	7.8
0083	Police	2,021	4.3	4.1	2.8	3.8
1801	General Inspection, Investigation, & Comp	6,760	2.9	3.3	4.2	0.7
1802	Compliance Inspection and Support	1,558	1.0	1.0	1.3	1.8
1811	Criminal Investigating	26,344	0.9	0.8	0.8	0.7
1896	Border Patrol Agent	10,290	5.1	5.2	5.8	5.8
2181	Aircraft Operation	531	0.0	0.0	1.3	4.0
	All Other LEOs	18,001	1.9	1.9	2.0	2.4
ALL LEO OCCUPATIONS		84,039	2.2	2.2	2.4	2.5
Other Law Enforcement Occupations
0083	Police	8,242	7.2	6.9	6.3	5.8
1816	Immigration Inspection	6,050	2.5	2.4	2.2	1.7
1890	Customs Inspection	9,150	2.3	2.3	2.1	1.8
TOTAL		23,442	4.1	3.9	3.6	3.2

Source: U.S. Office of Personnel Management’s Central Personnel Data File

Note: The occupational series 0082 applies primarily to Deputy U.S. Marshals in grades GS-5, 7, or 9. A standard career path for GS-0082 Deputy U.S. Marshals includes movement to the GS-1811 criminal investigator occupation at grade GS-11; thus, these GS-0082 employees have not reached the normal career journey level. As a result, quit rates for the GS-0082 series are higher than they would be if journey-level employees with lower quit rates were included.

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Appendix B1-3

QUIT RATES FOR LEOS AND SELECTED OTHER LAW ENFORCEMENT OCCUPATIONS BY AGENCY (ALL PAY PLANS)

Agency	Mean Pop	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
LEOs
Defense	2,004	0.8	1.0	0.7	1.0
Justice	42,856	1.9	1.9	2.7	2.9
Homeland Security	28,924	3.1	3.1	N/A	N/A
Interior	3,150	1.9	1.5	2.0	1.8
Treasury	3,192	0.9	0.7	1.1	1.3
Other Agencies	3,915	1.0	1.1	1.4	1.3
ALL AGENCIES	84,039	2.2	2.2	2.4	2.5
Other Law Enforcement Occupations
(Employees in the 0083,1816, or 1890 series who lack LEO retirement coverage)
Defense	4,716	7.5	7.4	7.1	6.6
Health and Human Services	68	5.9	4.7	21.3	4.0
Homeland Security	15,601	2.4	2.4	N/A	N/A
Treasury	597	2.3	3.1	2.1	1.9
Veterans Affairs	2,330	8.6	7.7	6.5	6.4
Other Agencies	131	3.1	3.1	2.4	4.0
ALL AGENCIES	23,442	4.1	3.9	3.6	3.2

Source: U.S. Office of Personnel Management’s Central Personnel Data File

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Appendix B1-4

QUIT RATES FOR NON-LEO OCCUPATIONAL SERIES 0083 POLICE OFFICERS BY AGENCY (ALL PAY PLANS)

Agency	Mean Pop	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
Defense	4,702	7.5	7.4	7.1	6.6
Health and Human Services	68	5.9	4.7	21.3	4.0
Homeland Security	415	3.4	2.7	N/A	N/A
Treasury	597	2.3	3.1	2.4	2.8
Veterans Affairs	2,330	8.6	7.7	6.5	6.4
Other Agencies	131	3.1	3.1	2.4	4.0
ALL AGENCIES	8,242	7.2	6.9	6.3	5.8

Source: U.S. Office of Personnel Management’s Central Personnel Data File

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Appendix B1-5

QUIT RATES FOR LEOS BY LOCALITY PAY AREA (ALL PAY PLANS)

Locality	Mean Pop	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
Atlanta	1,606	1.6	1.8	1.4	1.2
Boston	1,331	2.3	2.7	3.1	3.7
Chicago	1,553	2.7	2.5	2.7	1.5
Cincinnati	176	2.3	2.3	0.0	0.0
Cleveland	366	1.6	2.0	3.0	0.5
Columbus	100	0.0	0.0	0.0	0.0
Dallas	2,172	1.4	2.0	2.2	2.7
Dayton	49	0.0	0.0	0.0	0.0
Denver	861	1.4	1.4	3.2	1.6
Detroit	1,058	0.9	1.3	2.3	1.5
Hartford	82	0.0	0.0	1.3	0.0
Houston	1,206	1.0	1.3	1.1	1.2
Huntsville	24	0.0	0.0	0.0	0.0
Indianapolis	121	0.0	0.0	0.0	0.0
Kansas City	928	2.2	2.2	1.5	1.9
Los Angeles	4,126	2.7	2.7	2.2	2.3
Milwaukee	111	0.0	0.9	0.9	0.9
Minneapolis	268	0.7	1.5	1.9	0.0
Miami	2,202	1.6	1.8	1.6	1.8
New York	4,469	2.8	2.6	2.7	2.5
Orlando	348	2.3	1.5	0.0	0.6
Pittsburgh	289	2.1	1.4	1.4	0.7
Philadelphia	2,242	2.9	2.9	3.5	5.6
Portland	554	2.5	1.5	2.7	2.4
Richmond	682	2.3	2.8	1.9	1.9
Sacramento	186	1.1	1.1	2.2	1.7
St. Louis	303	1.3	1.4	0.4	0.7
San Diego	2,919	5.2	4.7	3.1	3.5
San Francisco	1,111	2.0	1.8	1.9	3.0
Seattle	786	2.3	2.7	3.1	2.5
Washington, DC	7,466	1.8	1.8	1.6	1.9
Rest of U.S.	42,116	2.2	2.2	2.6	2.7
ALL LOCALITIES	84,039	2.2	2.2	2.4	2.5

Source: U.S. Office of Personnel Management’s Central Personnel Data File

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Appendix B1-6

QUIT RATES FOR NON-LEO OCCUPATIONAL SERIES 0083 POLICE OFFICERS BY LOCALITY PAY AREA (ALL PAY PLANS)

Locality	Mean Pop	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
Atlanta	58	3.4	1.9	6.0	6.1
Boston	196	4.1	4.3	5.1	5.1
Chicago	137	5.8	6.6	7.2	5.6
Cincinnati	18	0.0	5.6	11.1	11.8
Cleveland	38	0.0	0.0	5.8	8.5
Columbus	50	12.0	10.1	2.2	4.4
Dallas	126	6.3	4.9	4.8	0.8
Dayton	18	0.0	0.0	0.0	5.3
Denver	127	6.3	6.5	2.5	4.6
Detroit	76	2.6	1.3	4.1	5.4
Hartford	38	0.0	0.0	9.3	26.9
Houston	25	8.0	4.1	8.2	11.5
Huntsville	28	0.0	0.0	0.0	3.8
Indianapolis	13	0.0	0.0	0.0	7.9
Kansas City	49	0.0	6.3	0.0	0.0
Los Angeles	232	6.0	6.5	6.3	6.0
Milwaukee	35	5.8	11.7	21.0	21.4
Minneapolis	30	13.6	10.2	17.2	7.0
Miami	92	6.6	4.4	6.3	9.5
New York	443	8.1	7.9	11.7	8.5
Orlando	23	8.9	13.4	9.5	15.8
Pittsburgh	67	12.0	7.8	6.9	2.0
Philadelphia	250	5.6	7.0	5.2	4.0
Portland	20	10.0	9.5	0.0	10.5
Richmond	103	9.8	10.5	6.8	0.0
Sacramento	10	0.0	0.0	0.0	0.0
St. Louis	34	11.9	12.1	6.2	11.8
San Diego	169	7.1	5.8	9.7	2.5
San Francisco	242	11.6	10.5	7.0	5.7
Seattle	162	7.4	9.9	7.6	4.0
Washington, DC	1,599	5.0	4.9	5.5	5.0
Rest of U.S.	3,299	7.9	7.7	6.1	6.2
ALL LOCALITIES	8,242	7.2	6.9	6.3	5.8

Source: U.S. Office of Personnel Management’s Central Personnel Data File

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Appendix B1-7

QUIT RATES FOR NON-LEO GS-1816 IMMIGRATION INSPECTORS BY LOCALITY PAY AREA (GENERAL SCHEDULE ONLY)

Locality	Mean Pop	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
Atlanta	87	6.9	5.0	2.9	0.0
Boston	63	6.3	6.7	5.4	0.0
Chicago	145	2.8	2.2	0.0	5.9
Cincinnati	13	0.0	8.3	8.3	0.0
Cleveland	7	0.0	0.0	0.0	0.0
Columbus	0	----	----	----	----
Dallas	83	2.4	1.3	0.0	3.3
Dayton	0	----	----	----	----
Denver	19	0.0	0.0	10.0	0.0
Detroit	233	2.6	2.4	2.2	0.9
Hartford	5	0.0	0.0	0.0	0.0
Houston	89	2.2	2.3	5.1	0.0
Huntsville	0	----	----	----	----
Indianapolis	2	0.0	0.0	0.0	0.0
Kansas City	0	----	----	----	----
Los Angeles	363	1.1	1.2	2.0	1.1
Milwaukee	2	0.0	75.0	0.0	0.0
Minneapolis	37	0.0	5.6	3.1	3.1
Miami	402	1.5	1.6	3.7	3.5
New York	594	3.4	3.3	2.2	3.8
Orlando	75	2.7	2.8	0.0	0.0
Pittsburgh	10	0.0	0.0	0.0	0.0
Philadelphia	58	3.5	3.9	0.0	0.0
Portland	12	0.0	0.0	0.0	0.0
Richmond	0	----	----	----	----
Sacramento	2	0.0	0.0	0.0	0.0
St. Louis	12	0.0	0.0	0.0	0.0
San Diego	406	2.0	2.5	1.7	1.3
San Francisco	206	1.9	1.5	3.5	5.9
Seattle	40	0.0	2.7	0.0	6.3
Washington, DC	142	2.8	2.2	9.9	1.9
Rest of U.S.	2,249	3.3	3.1	2.1	1.0
ALL LOCALITIES	6,050	2.5	2.4	2.2	1.7

Source: U.S. Office of Personnel Management’s Central Personnel Data File

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Appendix B1-8

QUIT RATES FOR NON-LEO GS-1890 CUSTOMS INSPECTORS BY LOCALITY PAY AREA (GENERAL SCHEDULE ONLY)

Locality	Mean Pop	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
Atlanta	89	2.2	1.1	1.2	4.1
Boston	125	6.4	4.0	2.7	5.0
Chicago	166	0.0	2.4	0.6	1.3
Cincinnati	27	0.0	0.0	0.0	0.0
Cleveland	16	0.0	0.0	0.0	0.0
Columbus	5	0.0	0.0	0.0	16.7
Dallas	92	0.0	0.0	0.0	0.0
Dayton	10	0.0	0.0	0.0	0.0
Denver	18	0.0	0.0	0.0	0.0
Detroit	423	6.2	8.0	3.9	2.3
Hartford	8	0.0	0.0	0.0	0.0
Houston	185	1.1	1.7	0.0	0.7
Huntsville	3	0.0	0.0	0.0	0.0
Indianapolis	13	0.0	0.0	0.0	0.0
Kansas City	6	0.0	0.0	0.0	0.0
Los Angeles	465	5.2	4.8	2.3	1.7
Milwaukee	10	0.0	0.0	0.0	0.0
Minneapolis	30	6.8	3.5	0.0	0.0
Miami	708	2.3	3.2	4.5	5.2
New York	958	2.1	1.7	3.3	1.3
Orlando	45	0.0	0.0	0.0	0.0
Pittsburgh	12	0.0	0.0	8.3	0.0
Philadelphia	97	0.0	1.1	1.3	5.4
Portland	22	0.0	4.7	0.0	0.0
Richmond	4	0.0	0.0	0.0	0.0
Sacramento	5	0.0	0.0	0.0	0.0
St. Louis	13	0.0	0.0	0.0	0.0
San Diego	371	2.7	1.9	1.9	2.0
San Francisco	211	1.0	1.0	0.5	2.0
Seattle	128	7.8	4.0	1.0	0.0
Washington, DC	281	1.4	1.5	0.8	0.9
Rest of U.S.	3,983	2.0	1.9	2.0	1.5
ALL LOCALITIES	9,150	2.3	2.3	2.1	1.8

Source: U.S. Office of Personnel Management’s Central Personnel Data File

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Appendix B1-9

QUIT RATES FOR SELECTED LEO OCCUPATIONS BY GRADE

ALL GENERAL SCHEDULE LEOS
GS Grade	Mean Population	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
02	2	0.0	0.0	0.0	13.0
03	4	0.0	0.0	15.0	10.1
04	91	15.4	12.0	12.6	10.4
05	2,688	19.8	18.7	18.8	19.7
06	2,471	6.3	7.0	7.0	8.0
07	11,198	3.1	2.9	3.3	3.7
08	5,990	0.7	0.8	0.8	1.0
09	7,951	1.7	1.8	2.2	2.3
10	451	3.5	4.2	5.3	5.6
11	12,926	1.1	1.0	1.3	1.3
12	9,875	0.6	0.6	0.7	0.9
13	13,642	0.5	0.5	0.5	0.6
14	4,544	0.2	0.2	0.2	0.4
15	1,361	1.3	1.1	0.9	0.4
ALL	73,192	2.1	2.1	2.3	2.5

GS-0007 CORRECTIONAL OFFICERS (GENERAL SCHEDULE ONLY)
GS Grade	Mean Population	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
03	1	0.0	0.0	0.0	20.0
04	18	45.7	24.2	25.4	11.3
05	643	10.6	10.8	14.6	17.5
06	1,501	8.1	9.4	9.6	10.3
07	5,340	3.0	2.5	2.4	3.0
08	4,912	0.7	0.8	0.7	1.0
09	1,411	0.4	0.3	0.7	0.7
11	820	0.2	0.1	0.2	0.1
12	58	0.0	0.0	0.0	0.0
13	39	5.1	2.6	0.0	0.0
ALL	14,741	2.7	2.7	3.3	3.9

GS-0025 PARK RANGERS (GENERAL SCHEDULE ONLY)
GS Grade	Mean Population	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
05	60	13.4	9.0	5.3	7.0
07	108	1.9	1.9	2.3	0.0
09	781	0.5	0.5	2.1	1.6
11	258	0.0	0.0	0.4	0.0
12	144	1.4	0.7	0.7	0.8
13	58	0.0	0.0	0.0	0.0
14	15	0.0	0.0	0.0	0.0
ALL	1,422	1.1	0.9	1.6	1.1

GS-1811 CRIMINAL INVESTIGATORS (GENERAL SCHEDULE ONLY)
GS Grade	Mean Population	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
05	226	2.7	2.7	4.0	1.3
07	1,248	3.2	2.8	3.9	2.2
09	1,715	3.1	3.3	2.7	2.0
11	1,779	1.8	1.3	1.7	1.3
12	5,197	0.5	0.5	0.7	0.9
13	11,254	0.5	0.5	0.4	0.4
14	3,508	0.1	0.1	0.2	0.2
15	923	0.2	0.1	0.0	0.2
ALL	25,850	0.9	0.8	0.8	0.7

GS-1896 BORDER PATROL AGENTS (GENERAL SCHEDULE ONLY)
GS Grade	Mean Population	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
05	842	47.1	43.2	46.7	42.7
07	1,200	6.3	8.1	11.2	12.0
09	954	0.6	1.2	2.1	2.9
11	5,572	0.8	0.6	0.6	0.5
12	1,103	0.0	0.0	0.0	0.3
13	437	0.0	0.0	0.3	0.0
14	152	0.0	0.0	0.0	0.9
15	28	0.0	0.0	0.0	0.0
ALL	10,287	5.1	5.2	5.8	5.8

Note: The quit rates for GS-1896 Border Patrol Agents are in the 42-47 percent range at GS-5 and in the 6-12 percent range at GS-7, which reflects high quit rates during the first year of employment, which are largely attributable to failure to successfully complete basic training or probationary period. However, at the normal full-performance level of GS-11, the quit rate was 0.6 percent in FY 2003. (As a result of agency reclassification, the normal journey level for BPAs increased from GS-9 to GS-11 in August 2002.)

LE-0083 SECRET SERVICE UNIFORMED DIVISION OFFICERS ("LE" PAY PLAN ONLY)
GS Grade	Mean Population	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
01	903	6.4	6.6	4.0	5.6
04	155	0.0	0.0	0.0	1.5
05	52	0.0	0.0	0.0	0.0
07	18	0.0	0.0	0.0	0.0
08	10	0.0	0.0	0.0	0.0
09	3	0.0	0.0	0.0	0.0
10	1	0.0	0.0	0.0	0.0
11	1	0.0	0.0	0.0	0.0
ALL	1,143	5.1	5.2	3.2	4.7

SP-0083 PARK POLICE OFFICERS ("SP" PAY PLAN ONLY)
GS Grade	Mean Population	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
01	404	3.0	2.3	2.1	3.2
03	17	0.0	0.0	0.0	0.0
04	115	0.0	0.0	0.8	0.8
05	40	0.0	0.0	0.0	0.0
07	17	0.0	0.0	0.0	0.0
08	8	0.0	0.0	0.0	0.0
10	1	0.0	0.0	0.0	0.0
ALL	602	2.0	1.5	1.5	2.3

Source: U.S. Office of Personnel Management’s Central Personnel Data File

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Appendix B1-10

QUIT RATES FOR POLICE AND INSPECTORS

GS-0083 POLICE OFFICERS (GENERAL SCHEDULE ONLY)
Grade	Mean Population	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
03	52	35.0	20.0	14.8	0.0
04	224	13.4	16.2	16.7	16.1
05	2,290	11.0	10.9	10.9	8.4
06	2,516	8.3	7.2	5.9	7.1
07	915	2.8	3.0	3.3	2.8
08	568	1.8	1.7	1.3	1.9
09	249	2.4	1.6	2.3	2.3
10	77	5.2	2.5	0.0	1.2
11	81	0.0	0.0	1.3	0.0
12	40	0.0	0.0	0.0	2.8
13	6	0.0	0.0	0.0	0.0
14	1	0.0	0.0	0.0	0.0
ALL	7,016	7.9	7.4	6.8	6.1

GS-1816 IMMIGRATION INSPECTORS (GENERAL SCHEDULE ONLY)
Grade	Mean Population	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
05	1,131	5.7	6.4	8.3	4.9
07	1,148	4.7	3.9	1.3	2.9
09	388	3.1	2.3	2.1	1.8
11	2,644	0.8	1.0	0.6	1.2
12	520	0.0	0.0	0.8	0.4
13	165	0.0	0.6	0.0	0.7
14	48	0.0	0.0	0.0	0.0
15	8	0.0	0.0	0.0	0.0
ALL	6,050	2.5	2.4	2.2	1.7

Note: As a result of agency reclassification, the normal full-performance level for Immigration Inspectors increased from GS-9 to GS-11 in August 2002.

GS-1890 CUSTOMS INSPECTORS (GENERAL SCHEDULE ONLY)
GS Grade	Mean Population	Quit Rate
	Last Half of FY 2003	Last Half of FY 2003	FY 2003	FY 2002	FY 2001
05	968	11.6	10.7	12.6	13.1
07	1,286	5.1	6.5	7.1	6.8
08	7	0.0	0.0	29.3	30.0
09	632	1.6	1.3	1.5	1.9
11	4,677	0.4	0.4	0.4	0.4
12	1,004	0.2	0.2	0.2	0.2
13	338	0.0	0.0	0.3	0.0
14	51	0.0	0.0	0.0	0.0
15	1	0.0	0.0	0.0	0.0
ALL	8,961	2.3	2.3	2.1	1.8

Note: As a result of agency reclassification, the normal full-performance level for Customs Inspectors increased from GS-9 to GS-11 in August 2002.

Source: U.S. Office of Personnel Management’s Central Personnel Data File

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Appendix B

Table of Contents Compensation Administration Main Page

Appendix B2