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entitled 'Human Capital: Diversity in the Federal SES and Processes for 
Selecting New Executives' which was released on November 26, 2008. 


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Report to Congressional Requesters: 

United States Government Accountability Office: 

GAO: 

November 2008: 

Human Capital: 

Diversity in the Federal SES and Processes for Selecting New 
Executives: 

Federal SES Diversity: 

GAO-09-110: 

GAO Highlights: 

Highlights of GAO-09-110, a report to congressional requesters. 

Why GAO Did This Study: 

A diverse Senior Executive Service (SES), which generally represents 
the most experienced segment of the federal workforce, can be an 
organizational strength by bringing a wider variety of perspectives and 
approaches to policy development and implementation, strategic 
planning, problem solving, and decision making. In a January 2003 
report (GAO-03-34), GAO provided data on career SES members by race, 
ethnicity, and gender as of October 2000 and a statistically estimated 
projection of what the profile of the SES would be in October 2007 if 
appointment and separation trends did not change. 

In response to a request for updated information on the diversity in 
the SES, GAO is providing information from the Office of Personnel 
Management’s (OPM) Central Personnel Data File (1) on the 
representation of women and minorities in the SES and the SES 
developmental pool (i.e., GS-15 and GS-14 positions) for the executive 
branch as of fiscal year 2007 and comparing this representation to 
fiscal year 2000 levels and to levels GAO projected for October 2007 in 
its 2003 report; (2) for fiscal years 2000 and 2007, the average age at 
which women and minorities were appointed to and retired from the SES 
as well as information on those in the SES reporting targeted 
disabilities; and (3) on the overall processes used in executive branch 
agencies for selecting and certifying members into the SES. 

What GAO Found: 

The representation of women and minorities in the SES and the SES 
developmental pool increased governmentwide from October 2000 through 
September 2007, but increases did not occur in all agencies. Over these 
7 years, increases occurred in more than half of the 24 major executive 
branch agencies, but in both 2000 and 2007 the representation of women 
and minorities continued to vary significantly at those agencies. In 
2003, we projected that increases would occur in the representation of 
women and minorities in the SES and SES developmental pool by 2007. 
These increases generally did occur. 

Table: 

Governmentwide: SES; 
October 2000: Number: 6,296; 
October 2000: Percent: Women: 23.2; 
October 2000: Percent: Minorities: 13.9; 
September 2007: Number: 6,555; 
September 2007: Percent: Women: 29.1; 
September 2007: Percent: Minorities: 15.8. 

Governmentwide: SES developmental pool (GS-15s and GS-14s); 
October 2000: Number: 137,785; 
October 2000: Percent: Women: 28.0; 
October 2000: Percent: Minorities: 17.0; 
September 2007: Number: 149,149; 
September 2007: Percent: Women: 34.3; 
September 2007: Percent: Minorities: 22.5. 

Source: GAO analysis of OPM's Central Personnel Data File. 

[End of table] 

Looking beyond racial, ethnic, and gender profiles, GAO also reviewed 
the average age at appointment to and retirement from the career SES as 
well as the disability status reported by career SES employees for 
fiscal years 2000 and 2007. For the most part, career SES members were, 
on average, about age 50 at the time of their appointment to the SES 
and about age 60 at the time of their retirement. The average age at 
appointment to and retirement from the career SES generally did not 
vary much by race, ethnicity, or gender. GAO also calculated how long, 
on average, individuals served in the SES, and found that the length of 
their stay in the SES did vary. For example, women stayed in the SES 
longer than men; women who voluntarily retired stayed, on average, for 
11.4 years, and men who voluntarily retired stayed, on average, for 8.8 
years. The average length of service among minorities ranged from 4.1 
years for Asian/Pacific Islander women to 12 years for American 
Indian/Alaska Native men. Governmentwide less than 1 percent of the 
career SES in 2000 and 2007 had self-reported targeted disabilities, 
and their representation declined slightly over this time. 

Executive branch agencies have established processes for selecting 
members into the SES and have developmental programs that are designed 
to create pools of candidates from which new members can be selected. 
These agencies use Executive Resources Boards to review the executive 
and technical qualifications of eligible candidates for initial SES 
career appointments and make recommendations based on the best 
qualified. An OPM-administered board reviews candidates’ qualifications 
before appointment to the SES. 

GAO is making no recommendations in this report. 

To view the full product, including the scope and methodology, click on 
[hyperlink, http://www.gao.gov/products/GAO-09-110]. For more 
information, contact George H. Stalcup at (202) 512-6806 or 
stalcupg@gao.gov. 

[End of section] 

Contents: 

Letter: 

Results in Brief: 

Background: 

Women and Minorities in the Career SES and the SES Developmental Pool 
Increased Governmentwide between 2000 and 2007, and Their 
Representation in the SES Increased in More Than Half of the Agencies: 

Minimal Changes Occurred in the Average Age at Appointment to and 
Retirement from the Career SES and in Targeted Disabilities among the 
Career SES between 2000 and 2007: 

Processes Used for Selecting Career SES Members Are to Follow 
Competitive Merit Staffing Requirements: 

Agency Comments and Our Evaluation: 

Appendix I: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees Governmentwide and at the 24 Chief Financial Officers Act 
Agencies: 

Appendix II: GAO Contact and Staff Acknowledgments: 

Tables: 

Table 1: Career SES and the SES Developmental Pool Governmentwide for 
October 2000 and September 2007: 

Table 2: Career SES Members by CFO Act Agency for October 2000 and 
September 2007: 

Table 3: Fiscal Year 2007 Projections We Reported in 2003 Compared with 
Actual Fiscal Year 2007 Data for Career SES Governmentwide and Baseline 
2000 Data: 

Table 4: Fiscal Year 2007 Projections We Reported in 2003 Compared with 
Actual Fiscal Year 2007 Data for the SES Developmental Pool 
Governmentwide and Baseline 2000 Data: 

Table 5: Average Age at Appointment to the Career SES for 2000 and 
2007: 

Table 6: Average Age at Retirement from the Career SES in 2000 and 
2007: 

Table 7: Average Length of Stay of Career SES of Individuals Appointed 
to the Career SES in 1990 Who Retired or Resigned: 

Table 8: Number and Percentage of Individuals Appointed to the Career 
SES in 1990 Remaining in the SES as of September 2007: 

Table 9: Career SES Members with Targeted Disabilities Governmentwide 
and at CFO Act Agencies for 2000 and 2007: 

Table 10: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees Governmentwide: 

Table 11: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Agriculture: 

Table 12: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Agency for International Development: 

Table 13: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Commerce: 

Table 14: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Defense: 

Table 15: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Education: 

Table 16: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Energy: 

Table 17: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Environmental Protection Agency: 

Table 18: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the General Services Administration: 

Table 19: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Health and Human Services: 

Table 20: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Homeland Security: 

Table 21: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Housing and Urban Development: 

Table 22: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of the Interior: 

Table 23: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Justice: 

Table 24: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Labor: 

Table 25: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the National Aeronautics and Space Administration: 

Table 26: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Nuclear Regulatory Commission: 

Table 27: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the National Science Foundation: 

Table 28: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Office of Personnel Management: 

Table 29: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Small Business Administration: 

Table 30: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Social Security Administration: 

Table 31: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of State: 

Table 32: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Transportation: 

Table 33: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of the Treasury: 

Table 34: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Veterans Affairs: 

Abbreviations: 

AID: Agency for International Development: 

CFO: Chief Financial Officer: 

CPDF: Central Personnel Data File: 

DHS: Department of Homeland Security: 

EEO: equal employment opportunity: 

EEOC: Equal Employment Opportunity Commission: 

EPA: Environmental Protection Agency: 

ERB: Executive Resources Board: 

FEMA: Federal Emergency Management Agency: 

FEORP: Federal Equal Opportunity Recruitment Program: 

GS: General Schedule: 

GSA: General Services Administration: 

HHS: Department of Health and Human Services: 

HUD: Department of Housing and Urban Development: 

NASA: National Aeronautics and Space Administration: 

NRC: Nuclear Regulatory Commission: 

NSF: National Science Foundation: 

OPM: Office of Personnel Management: 

QRB: Qualifications Review Board: 

SBA: Small Business Administration: 

SES: Senior Executive Service: 

SSA: Social Security Administration: 

VA: Department of Veterans Affairs: 

United States Government Accountability Office: 

Washington, DC 20548: 

November 26, 2008: 

The Honorable Danny K. Davis: 
Chairman: 
Subcommittee on Federal Workforce, Postal Service, and the District of 
Columbia: 
Committee on Oversight and Government Reform: 
House of Representatives: 

The Honorable Daniel K. Akaka: 
Chairman: 
Subcommittee on Oversight of Government Management, the Federal 
Workforce and the District of Columbia: 
Committee on Homeland Security and Governmental Affairs: 
United States Senate: 

The federal government continues to face new and more complex 
challenges in the 21st century resulting from long-term fiscal 
constraints, changing demographics, and other factors. Leadership in 
agencies across the federal government, especially at senior executive 
levels, is essential to providing accountable, committed, consistent, 
and sustained attention to human capital and related organizational 
transformation issues. The federal government's senior corps generally 
represents the most experienced segment of the federal career 
workforce. Having a diverse senior corps can be an organizational 
strength that can bring a wider variety of perspectives and approaches 
to bear on policy development and implementation, strategic planning, 
problem solving, and decision making. 

Over the past several years, we have reported on the diversity of the 
Senior Executive Service (SES). For example, we issued a January 2003 
report that included both a comprehensive review of career SES[Footnote 
1] by race, ethnicity, and gender governmentwide as of October 2000 and 
a statistically estimated projection of what the profile of the SES 
would be in October 2007 if appointment and separation trends did not 
change.[Footnote 2] Earlier this year, we testified on the diversity of 
the SES again by race, ethnicity, and gender governmentwide, comparing 
the results of our 2003 report with the representation of the SES in 
September 2007.[Footnote 3] This report goes beyond the representation 
of the SES in 2007 to include other characteristics of the diversity of 
the SES, specifically age of SES members and disability status. 

As requested, this report updates our January 2003 report and provides 
information (1) on the representation of women and minorities[Footnote 
4] in the SES and the SES developmental pool (i.e., GS-15 and GS-14 
positions)[Footnote 5] for the executive branch as of fiscal year 2007 
and compares this representation to fiscal year 2000 levels and to 
levels we projected for the end of fiscal year 2007 in our 2003 report; 
(2) for fiscal years 2000 and 2007, the average age at which women and 
minorities were appointed to and retired from the SES, the average 
length of service among those appointed to the SES in fiscal year 1990, 
as well as information for 2000 and 2007 on the representation of 
individuals with targeted disabilities among the SES;[Footnote 6] and 
(3) on the overall processes used in executive branch agencies for 
selecting and certifying members into the SES. The information provided 
for objectives (1) and (3) was reported earlier this year in 
testimony.[Footnote 7] 

For this report, we extracted representation data for the SES and the 
SES developmental pool governmentwide[Footnote 8] and by Chief 
Financial Officers Act (CFO)[Footnote 9] agencies for October 2000 and 
September 2007 from the Office of Personnel Management's (OPM) Central 
Personnel Data File (CPDF). We also extracted data from the CPDF to 
identify average age at appointment and retirement and using those data 
calculated the mean and median ages of those appointed to or retired 
from the SES in fiscal years 2000 and 2007. We also calculated how long 
individuals, on average, served in the SES. To do so, we analyzed data 
from the CPDF on those appointed to the SES in fiscal year 1990 and 
followed those individuals through fiscal year 2007 to determine how 
many were still in the SES. Finally, we identified from the CPDF the 
representation of individuals in the SES who reported that they had 
targeted disabilities. We believe the CPDF is sufficiently reliable for 
the informational purpose of this report because we previously reported 
that governmentwide data from the CPDF for the key variables in this 
report--agency, gender, race or national origin, pay plan or grade, and 
disability status--were 96 percent or more accurate.[Footnote 10] Some 
data on the SES and the SES developmental pool for 2000 in this report 
differ from data in our prior products.[Footnote 11] 

We conducted this performance audit from January 2008 through November 
2008 in accordance with generally accepted government auditing 
standards. Those standards require that we plan and perform the audit 
to obtain sufficient, appropriate evidence to provide a reasonable 
basis for our findings and conclusions based on our audit objectives. 
We believe that the evidence obtained provides a reasonable basis for 
our findings and conclusions based on our audit objectives. 

Results in Brief: 

The representation of women and minorities in the SES and the SES 
developmental pool increased governmentwide from October 2000 through 
September 2007, but increases did not occur in all agencies. Over these 
7 years, increases occurred in more than half of the 24 major executive 
branch agencies, but in both 2000 and 2007 the representation of women 
and minorities continued to vary significantly at the 24 major 
executive branch agencies. In 2003, we projected that increases would 
occur in the representation of minorities and women in the SES and SES 
developmental pool by 2007. These increases generally did occur. 

Looking beyond racial, ethnic, and gender profiles and as requested, we 
reviewed the average age at appointment to and retirement from the 
career SES as well as the disability status of career SES employees for 
fiscal years 2000 and 2007. We found that for the most part, career SES 
members were, on average, about age 50 at the time of their appointment 
to the SES and about age 60 at the time of their retirement. The 
average age at appointment to and retirement from the career SES 
generally did not vary much by race, ethnicity, or gender. We also 
calculated how long individuals, on average, served in the SES by 
analyzing data on those appointed to the SES in fiscal year 1990 and 
following those individuals through fiscal year 2007 to determine how 
many were still in the SES. We found that women stayed in the SES 
longer than men; women who voluntarily retired (as opposed to taking 
some other form of retirement, such as mandatory or disability 
retirement) stayed, on average, for 11.4 years, and men who voluntarily 
retired stayed, on average, for 8.8 years. The average length of 
service among minorities ranged from 4.1 years for Asian/Pacific 
Islander women to 12 years for American Indian men. As for disability 
status, governmentwide less than 1 percent of the career SES in 2000 
and 2007 had self-reported targeted disabilities, and the 
representation of individuals with these reported disabilities declined 
slightly between 2000 and 2007. 

Executive branch agencies have established processes for selecting 
members into the SES and have developmental programs that are designed 
to create pools of candidates from which new members can be selected. 
These agencies are required by OPM regulations to follow competitive 
merit staffing requirements when making initial appointments to the 
career SES or to the formal candidate development programs, which are 
competitive programs that are designed to create pools of candidates 
for SES positions. 

We provided the Acting Director of OPM and the Chair of EEOC with a 
draft of this report for their review and comment. OPM provided 
technical comments, which we incorporated as appropriate, but did not 
otherwise comment on the report. EEOC had no comments. 

Background: 

OPM and the Equal Employment Opportunity Commission (EEOC) each play 
important roles in ensuring equal employment opportunity (EEO) in the 
federal workplace through their leadership and oversight of federal 
agencies. In their oversight roles, OPM and EEOC require federal 
agencies to analyze their workforces, and both agencies also report on 
governmentwide representation levels.[Footnote 12] Under OPM's 
regulations implementing the Federal Equal Opportunity Recruitment 
Program (FEORP),[Footnote 13] agencies are required to determine where 
representation levels for covered groups are lower than in the civilian 
labor force and take steps to address those differences.[Footnote 14] 
Agencies are also required to submit annual FEORP reports to OPM in the 
form prescribed by OPM. EEOC's Management Directive 715 (MD-715) 
provides guidance and standards to federal agencies for establishing 
and maintaining effective equal employment opportunity 
programs,[Footnote 15] including a framework for executive branch 
agencies to help ensure effective management, accountability, and self- 
analysis to determine whether barriers to equal employment opportunity 
exist and to identify and develop strategies to mitigate or eliminate 
the barriers to participation.[Footnote 16] Specifically, EEOC's MD-715 
states that agency personnel programs and policies should be evaluated 
regularly to ascertain whether such programs have any barriers that 
tend to limit or restrict equitable opportunities for open competition 
in the workplace. The initial step is for agencies to analyze their 
workforce data with designated benchmarks, including the civilian labor 
force. If analyses of their workforce profiles identify potential 
barriers, agencies are to examine all related policies, procedures, and 
practices to determine whether an actual barrier exists. EEOC requires 
agencies to report the results of their analyses annually. In addition, 
EEOC recently issued a report on the participation of individuals who 
reported targeted disabilities in the federal workforce.[Footnote 17] 
Targeted disabilities are those disabilities that the federal 
government, as a matter of policy, has identified for special emphasis. 
The targeted disabilities are deafness, blindness, missing extremities, 
partial paralysis, complete paralysis, convulsive disorders, mental 
retardation, mental illness, and distortion of limb and/or spine. 

Women and Minorities in the Career SES and the SES Developmental Pool 
Increased Governmentwide between 2000 and 2007, and Their 
Representation in the SES Increased in More Than Half of the Agencies: 

The data that we are reporting provide a demographic snapshot of the 
career SES as well as the levels that serve as the SES developmental 
pool for October 2000 and September 2007. Table 1 shows that 
governmentwide, the number and percentage of women and minorities in 
the career SES and SES developmental pool increased between October 
2000 and September 2007. 

Table 1: Career SES and the SES Developmental Pool Governmentwide for 
October 2000 and September 2007: 

Governmentwide: SES; 
October 2000: Number: 6,296; 
October 2000: Percent: Women: 23.2; 
October 2000: Percent: Minorities: 13.9; 
September 2007: Number: 6,555; 
September 2007: Percent: Women: 29.1; 
September 2007: Percent: Minorities: 15.8. 

Governmentwide: SES developmental pool (GS-15s and GS-14s); 
October 2000: Number: 137,785; 
October 2000: Percent: Women: 28.0; 
October 2000: Percent: Minorities: 17.0; 
September 2007: Number: 149,149; 
September 2007: Percent: Women: 34.3; 
September 2007: Percent: Minorities: 22.5. 

Source: GAO analysis of OPM's CPDF. 

Note: Governmentwide includes civilian employees of all cabinet-level 
departments, independent agencies, commissions, councils, and boards in 
the executive branch except the intelligence agencies, the Postal 
Service, and the Foreign Service (as of 2007). 

[End of table] 

As shown in table 2, the percentage of both women and minorities in the 
SES increased in 15 of the 24 CFO Act agencies by 2007. For the 
remaining CFO Act agencies, most experienced an increase in either the 
percentage of women or minorities between October 2000 and September 
2007. 

Table 2: Career SES Members by CFO Act Agency for October 2000 and 
September 2007: 

CFO Act agency: Agriculture; 
October 2000: Number of SES: 283; 
October 2000: Percent: Women: 25.4; 
October 2000: Percent: Minorities: 20.1; 
September 2007: 318; 
September 2007: Percent: Women: 28.3; 
September 2007: Percent: Minorities: 18.9. 

CFO Act agency: AID; 
October 2000: Number of SES: 25; 
October 2000: Percent: Women: 20.0; 
October 2000: Percent: Minorities: 20.0; 
September 2007: 22; 
September 2007: Percent: Women: 45.5; 
September 2007: Percent: Minorities: 36.4. 

CFO Act agency: Commerce; 
October 2000: Number of SES: 296; 
October 2000: Percent: Women: 23.3; 
October 2000: Percent: Minorities: 12.5; 
September 2007: 317; 
September 2007: Percent: Women: 28.4; 
September 2007: Percent: Minorities: 14.5. 

CFO Act agency: Defense; 
October 2000: Number of SES: 1,143; 
October 2000: Percent: Women: 16.3; 
October 2000: Percent: Minorities: 6.1; 
September 2007: 1,123; 
September 2007: Percent: Women: 22.6; 
September 2007: Percent: Minorities: 8.3. 

CFO Act agency: Education; 
October 2000: Number of SES: 60; 
October 2000: Percent: Women: 28.3; 
October 2000: Percent: Minorities: 21.7; 
September 2007: 66; 
September 2007: Percent: Women: 36.4; 
September 2007: Percent: Minorities: 15.2. 

CFO Act agency: Energy; 
October 2000: Number of SES: 391; 
October 2000: Percent: Women: 18.9; 
October 2000: Percent: Minorities: 10.7; 
September 2007: 421; 
September 2007: Percent: Women: 22.8; 
September 2007: Percent: Minorities: 14.3. 

CFO Act agency: EPA; 
October 2000: Number of SES: 255; 
October 2000: Percent: Women: 29.8; 
October 2000: Percent: Minorities: 15.3; 
September 2007: 261; 
September 2007: Percent: Women: 37.5; 
September 2007: Percent: Minorities: 17.2. 

CFO Act agency: FEMA; 
October 2000: Number of SES: 32; 
October 2000: Percent: Women: 21.9; 
October 2000: Percent: Minorities: 3.1; 
September 2007: [A]; 
September 2007: Percent: Women: [A]; 
September 2007: Percent: Minorities: [A]. 

CFO Act agency: GSA; 
October 2000: Number of SES: 84; 
October 2000: Percent: Women: 28.6; 
October 2000: Percent: Minorities: 14.3; 
September 2007: 80; 
September 2007: Percent: Women: 28.8; 
September 2007: Percent: Minorities: 15.0. 

CFO Act agency: HHS; 
October 2000: Number of SES: 399; 
October 2000: Percent: Women: 36.1; 
October 2000: Percent: Minorities: 21.3; 
September 2007: 356; 
September 2007: Percent: Women: 44.1; 
September 2007: Percent: Minorities: 20.5. 

CFO Act agency: DHS; 
October 2000: Number of SES: [B]; 
October 2000: Percent: Women: [B]; 
October 2000: Percent: Minorities: [B]; 
September 2007: 325; 
September 2007: Percent: Women: 26.2; 
September 2007: Percent: Minorities: 13.2. 

CFO Act agency: HUD; 
October 2000: Number of SES: 73; 
October 2000: Percent: Women: 28.8; 
October 2000: Percent: Minorities: 35.6; 
September 2007: 89; 
September 2007: Percent: Women: 38.2; 
September 2007: Percent: Minorities: 43.8. 

CFO Act agency: Interior; 
October 2000: Number of SES: 191; 
October 2000: Percent: Women: 31.9; 
October 2000: Percent: Minorities: 22.0; 
September 2007: 221; 
September 2007: Percent: Women: 31.7; 
September 2007: Percent: Minorities: 25.8. 

CFO Act agency: Justice; 
October 2000: Number of SES: 594; 
October 2000: Percent: Women: 18.4; 
October 2000: Percent: Minorities: 15.2; 
September 2007: 645; 
September 2007: Percent: Women: 22.2; 
September 2007: Percent: Minorities: 17.8. 

CFO Act agency: Labor; 
October 2000: Number of SES: 132; 
October 2000: Percent: Women: 28.0; 
October 2000: Percent: Minorities: 21.2; 
September 2007: 133; 
September 2007: Percent: Women: 33.1; 
September 2007: Percent: Minorities: 21.1. 

CFO Act agency: NASA; 
October 2000: Number of SES: 394; 
October 2000: Percent: Women: 19.5; 
October 2000: Percent: Minorities: 13.2; 
September 2007: 431; 
September 2007: Percent: Women: 23.4; 
September 2007: Percent: Minorities: 14.6. 

CFO Act agency: NRC; 
October 2000: Number of SES: 139; 
October 2000: Percent: Women: 13.7; 
October 2000: Percent: Minorities: 11.5; 
September 2007: 146; 
September 2007: Percent: Women: 19.9; 
September 2007: Percent: Minorities: 13.7. 

CFO Act agency: NSF; 
October 2000: Number of SES: 79; 
October 2000: Percent: Women: 30.4; 
October 2000: Percent: Minorities: 13.9; 
September 2007: 79; 
September 2007: Percent: Women: 44.3; 
September 2007: Percent: Minorities: 16.5. 

CFO Act agency: OPM; 
October 2000: Number of SES: 36; 
October 2000: Percent: Women: 41.7; 
October 2000: Percent: Minorities: 19.4; 
September 2007: 42; 
September 2007: Percent: Women: 38.1; 
September 2007: Percent: Minorities: 16.7. 

CFO Act agency: SBA; 
October 2000: Number of SES: 39; 
October 2000: Percent: Women: 33.3; 
October 2000: Percent: Minorities: 33.3; 
September 2007: 36; 
September 2007: Percent: Women: 27.8; 
September 2007: Percent: Minorities: 38.9. 

CFO Act agency: SSA; 
October 2000: Number of SES: 118; 
October 2000: Percent: Women: 35.6; 
October 2000: Percent: Minorities: 33.1; 
September 2007: 134; 
September 2007: Percent: Women: 41.8; 
September 2007: Percent: Minorities: 27.6. 

CFO Act agency: State; 
October 2000: Number of SES: 101; 
October 2000: Percent: Women: 28.7; 
October 2000: Percent: Minorities: 5.0; 
September 2007: 114; 
September 2007: Percent: Women: 32.5; 
September 2007: Percent: Minorities: 6.1. 

CFO Act agency: Transportation; 
October 2000: Number of SES: 178; 
October 2000: Percent: Women: 27.0; 
October 2000: Percent: Minorities: 14.6; 
September 2007: 188; 
September 2007: Percent: Women: 36.2; 
September 2007: Percent: Minorities: 16.0. 

CFO Act agency: Treasury; 
October 2000: Number of SES: 537; 
October 2000: Percent: Women: 23.3; 
October 2000: Percent: Minorities: 12.8; 
September 2007: 386; 
September 2007: Percent: Women: 36.8; 
September 2007: Percent: Minorities: 18.4. 

CFO Act agency: VA; 
October 2000: Number of SES: 247; 
October 2000: Percent: Women: 14.6; 
October 2000: Percent: Minorities: 9.7; 
September 2007: 236; 
September 2007: Percent: Women: 30.9; 
September 2007: Percent: Minorities: 14.8. 

Source: GAO analysis of OPM's CPDF. 

Note: AID is the Agency for International Development; EPA is the 
Environmental Protection Agency; GSA is the General Services 
Administration; HHS is the Department of Health and Human Services; HUD 
is the Department of Housing and Urban Development; NASA is the 
National Aeronautics and Space Administration; NRC is the Nuclear 
Regulatory Commission; NSF is the National Science Foundation; SBA is 
the Small Business Administration; SSA is the Social Security 
Administration; and VA is the Department of Veterans Affairs. 

[A] The Federal Emergency Management Agency (FEMA) was an independent 
agency and 1 of the 24 CFO Act agencies until the formation of the 
Department of Homeland Security (DHS) in 2003. 

[B] DHS did not exist before March 2003. It was created from 22 
agencies or parts of agencies, including the U.S. Customs Service, 
which was formerly located in the Department of the Treasury; FEMA; and 
the Coast Guard. 

[End of table] 

As we reported in 2003, the gender, racial, and ethnic profiles of the 
career SES at the 24 CFO Act agencies varied significantly in October 
2000. The representation of women ranged from 13.7 percent to 41.7 
percent, with half of the agencies having 27 percent or fewer women in 
the career SES. For minority representation, rates varied even more and 
ranged from 3.1 percent to 35.6 percent, with half of the agencies 
having less than 15 percent minorities in the career SES. In 2007, the 
representation of women and minorities, both overall and in more than 
half of the individual agencies, was higher than it was in October 
2000. The representation of women ranged from 19.9 percent to 45.5 
percent with more than half of the agencies having 30 percent or more 
women. For minority representation, rates ranged from 6.1 percent to 
43.8 percent, with more than half of the agencies having over 16 
percent minority representation, and more than 90 percent of the 
agencies having more than 13 percent minority representation in the 
career SES. 

For this report, we did not analyze the factors that contributed to the 
changes in representation from October 2000 through September 2007. As 
we said previously, OPM and EEOC, in their oversight roles, require 
federal agencies to analyze their workforces and both agencies also 
report on governmentwide representation levels. 

In our 2003 report, we (1) reviewed actual appointment trends from 
fiscal years 1995 to 2000 and actual separation experience from fiscal 
years 1996 to 2000; (2) estimated by race, ethnicity, and gender the 
number of career SES who would leave government service from October 1, 
2000, through October 1, 2007; and (3) projected what the profile of 
the SES would be if appointment and separation trends did not change. 
We estimated that more than half of the career SES members employed on 
October 1, 2000, will have left service by October 1, 2007. Assuming 
then-current career SES appointment trends, we projected that (1) the 
only significant changes in diversity would be an increase in the 
number of white women with an essentially equal decrease in white men 
and (2) the proportions of minority women and men would remain 
virtually unchanged in the SES corps, although we projected slight 
increases among most racial and ethnic minorities. 

Table 3 shows career SES representation as of October 1, 2000, our 2003 
projections of what representation would be at the end of fiscal year 
2007, and actual fiscal year 2007 data. We projected increases in 
representation among both minorities and women. Fiscal year 2007 data 
show that increases did take place among those groups and that those 
increases generally exceeded the increases we projected. The only 
decrease among minorities occurred in African American men, whose 
representation declined from 5.5 percent in 2000 to 5.0 percent at the 
end of fiscal year 2007. 

Table 3: Fiscal Year 2007 Projections We Reported in 2003 Compared with 
Actual Fiscal Year 2007 Data for Career SES Governmentwide and Baseline 
2000 Data: 

(Numbers in percent). 

SES profile: African American men; 
October 1, 2000: 5.5; 
October 2003 projections for October 1, 2007: 5.7; 
Actual September 2007: 5.0. 

SES profile: African American women; 
October 1, 2000: 2.9; 
October 2003 projections for October 1, 2007: 3.4; 
Actual September 2007: 3.5. 

SES profile: American Indian/Alaska Native men; 
October 1, 2000: 0.9; 
October 2003 projections for October 1, 2007: 0.8; 
Actual September 2007: 0.9. 

SES profile: American Indian/Alaska Native women; 
October 1, 2000: 0.3; 
October 2003 projections for October 1, 2007: 0.3; 
Actual September 2007: 0.4. 

SES profile: Asian/Pacific Islander men; 
October 1, 2000: 1.1; 
October 2003 projections for October 1, 2007: 1.1; 
Actual September 2007: 1.5. 

SES profile: Asian/Pacific Islander women; 
October 1, 2000: 0.5; 
October 2003 projections for October 1, 2007: 0.6; 
Actual September 2007: 0.9. 

SES profile: Hispanic men; 
October 1, 2000: 2.0; 
October 2003 projections for October 1, 2007: 2.0; 
Actual September 2007: 2.7. 

SES profile: Hispanic women; 
October 1, 2000: 0.7; 
October 2003 projections for October 1, 2007: 0.7; 
Actual September 2007: 0.9. 

SES profile: White men; 
October 1, 2000: 67.3; 
October 2003 projections for October 1, 2007: 62.1; 
Actual September 2007: 60.7. 

SES profile: White women; 
October 1, 2000: 18.7; 
October 2003 projections for October 1, 2007: 23.1; 
Actual September 2007: 23.3. 

SES profile: Unspecified/other; 
October 1, 2000: 0.1; 
October 2003 projections for October 1, 2007: 0.4; 
Actual September 2007: 0.2. 

SES profile: Total[A]; 
October 1, 2000: 100.0; 
October 2003 projections for October 1, 2007: 100.0; 
Actual September 2007: 100.0. 

SES profile: Minorities; 
October 1, 2000: 13.9; 
October 2003 projections for October 1, 2007: 14.5; 
Actual September 2007: 15.8. 

SES profile: Men; 
October 1, 2000: 76.8; 
October 2003 projections for October 1, 2007: 71.6; 
Actual September 2007: 70.9. 

SES profile: Minority men; 
October 1, 2000: 9.5; 
October 2003 projections for October 1, 2007: 9.5; 
Actual September 2007: 10.1. 

SES profile: Women; 
October 1, 2000: 23.2; 
October 2003 projections for October 1, 2007: 28.1; 
Actual September 2007: 29.1. 

SES profile: Minority women; 
October 1, 2000: 4.4; 
October 2003 projections for October 1, 2007: 5.0; 
Actual September 2007: 5.8. 

Source: GAO analysis of CPDF. 

Note: Projections include replacements for departing SES members at 
appointment trends for fiscal years 1995 to 2000 (See GAO-03-34). 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 4 shows SES developmental pool representation as of October 1, 
2000, our 2003 projections of what representation would be at the end 
of fiscal year 2007, and actual fiscal year 2007 data. We projected 
increases in representation among both minorities and women. Fiscal 
year 2007 data show that increases did generally take place among those 
groups. The representation of American Indian/Alaska Native men 
remained unchanged from the October 2000 baseline. 

Table 4: Fiscal Year 2007 Projections We Reported in 2003 Compared with 
Actual Fiscal Year 2007 Data for the SES Developmental Pool 
Governmentwide and Baseline 2000 Data: 

Profile of developmental pool (GS-15s and GS- 14s): African American 
men; 
October 1, 2000: 3.8; 
October 2003 projections for October 1, 2007: 4.1; 
Actual September 2007: 4.3. 

Profile of developmental pool (GS-15s and GS- 14s): African American 
women; 
October 1, 2000: 4.1; 
October 2003 projections for October 1, 2007: 4.5; 
Actual September 2007: 6.1. 

Profile of developmental pool (GS-15s and GS- 14s): American 
Indian/Alaska Native men; 
October 1, 2000: 0.6; 
October 2003 projections for October 1, 2007: 0.7; 
Actual September 2007: 0.6. 

Profile of developmental pool (GS-15s and GS- 14s): American 
Indian/Alaska Native women; 
October 1, 2000: 0.3; 
October 2003 projections for October 1, 2007: 0.3; 
Actual September 2007: 0.4. 

Profile of developmental pool (GS-15s and GS- 14s): Asian/Pacific 
Islander men; 
October 1, 2000: 3.3; 
October 2003 projections for October 1, 2007: 3.1; 
Actual September 2007: 4.2. 

Profile of developmental pool (GS-15s and GS- 14s): Asian/Pacific 
Islander women; 
October 1, 2000: 1.4; 
October 2003 projections for October 1, 2007: 1.5; 
Actual September 2007: 2.3. 

Profile of developmental pool (GS-15s and GS- 14s): Hispanic men; 
October 1, 2000: 2.5; 
October 2003 projections for October 1, 2007: 2.8; 
Actual September 2007: 3.0. 

Profile of developmental pool (GS-15s and GS- 14s): Hispanic women; 
October 1, 2000: 1.0; 
October 2003 projections for October 1, 2007: 1.2; 
Actual September 2007: 1.5. 

Profile of developmental pool (GS-15s and GS- 14s): White men; 
October 1, 2000: 61.7; 
October 2003 projections for October 1, 2007: 58.6; 
Actual September 2007: 53.4. 

Profile of developmental pool (GS-15s and GS- 14s): White women; 
October 1, 2000: 21.3; 
October 2003 projections for October 1, 2007: 22.9; 
Actual September 2007: 23.9. 

Profile of developmental pool (GS-15s and GS- 14s): Unspecified/other; 
October 1, 2000: 0.1; 
October 2003 projections for October 1, 2007: 0.2; 
Actual September 2007: 0.2. 

Profile of developmental pool (GS-15s and GS- 14s): Total[A]; 
October 1, 2000: 100.0; 
October 2003 projections for October 1, 2007: 100.0; 
Actual September 2007: 100.0. 

Profile of developmental pool (GS-15s and GS- 14s): Minorities; 
October 1, 2000: 17.0; 
October 2003 projections for October 1, 2007: 18.2; 
Actual September 2007: 22.5. 

Profile of developmental pool (GS-15s and GS- 14s): Men; 
October 1, 2000: 72.0; 
October 2003 projections for October 1, 2007: 69.4; 
Actual September 2007: 65.7. 

Profile of developmental pool (GS-15s and GS- 14s): Minority men; 
October 1, 2000: 10.2; 
October 2003 projections for October 1, 2007: 10.7; 
Actual September 2007: 12.1. 

Profile of developmental pool (GS-15s and GS- 14s): Women; 
October 1, 2000: 28.0; 
October 2003 projections for October 1, 2007: 30.4; 
Actual September 2007: 34.3. 

Profile of developmental pool (GS-15s and GS- 14s): Minority women; 
October 1, 2000: 6.7; 
October 2003 projections for October 1, 2007: 7.5; 
Actual September 2007: 10.3. 

Source: GAO analysis of CPDF. 

Notes: We included GS-15, GS-14, and equivalent employees. GS- 
equivalent employees are those in equivalent grades under other pay 
plans that follow the GS grade structure and job evaluation methodology 
or are equivalent by statute. 

Projections include replacements for departing GS-15, GS-14, and 
equivalent employees at appointment trends for fiscal years 1995-2000 
(See GAO-03-34). 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

As stated previously, we have not analyzed the factors contributing to 
changes in representation; therefore, care must be taken when comparing 
changes in demographic data since fiscal year 2000 to the projections 
we made in 2003, and to the 2007 actual data we present in both tables 
3 and 4. For example, we have not determined whether estimated 
retirement trends materialized or appointment and separation trends 
used in our projections continued and the impact these factors may have 
had on the diversity of the SES and its developmental pool. 

Considering retirement eligibility and actual retirement rates of the 
SES is important because individuals normally do not enter the SES 
until well into their careers; thus, SES retirement eligibility is much 
higher than the workforce in general. As we have said in previous 
reports, as part of a strategic human capital planning approach, 
agencies need to develop long-term strategies for acquiring, 
developing, motivating, and retaining staff.[Footnote 18] An agency's 
human capital plan should address the demographic trends that the 
agency faces with its workforce, especially retirements. In 2006, OPM 
reported that approximately 60 percent of the executive branch's 1.6 
million white-collar employees and 90 percent of about 6,000 federal 
executives will be eligible for retirement over the next 10 years. If a 
significant number of SES members were to retire, it could result in a 
loss of leadership continuity, institutional knowledge, and expertise 
among the SES corps, with the degree of loss varying among agencies and 
occupations. This has important implications for government management 
and emphasizes the need for good succession planning for this 
leadership group. Rather than simply recreating the existing 
organization, effective succession planning and management, linked to 
the strategic human capital plan, can help an organization become what 
it needs to be. Leading organizations go beyond a "replacement" 
approach that focuses on identifying particular individuals as possible 
successors for specific top-ranking positions. Rather, they typically 
engage in broad, integrated succession planning and management efforts 
that focus on strengthening both current and future capacity, 
anticipating the need for leaders and other key employees with the 
necessary competencies to successfully meet the complex challenges of 
the 21st century. 

Succession planning also is tied to the federal government's 
opportunity to affect the diversity of the executive corps through new 
appointments. In September 2003,[Footnote 19] we reported that agencies 
in other countries use succession planning and management to achieve a 
more diverse workforce, maintain their leadership capacity, and 
increase the retention of high-potential staff. Racial, ethnic, and 
gender diversity in the SES is an important component for the effective 
operation of the government. 

Minimal Changes Occurred in the Average Age at Appointment to and 
Retirement from the Career SES and in Targeted Disabilities among the 
Career SES between 2000 and 2007: 

Individuals do not typically enter the career SES until well into their 
careers. As of the end of fiscal years 2000 and 2007, the average age 
of women and minorities at the time of their appointment to the SES was 
about age 50 and did not change dramatically over this 7-year period 
except for certain groups, as shown in table 5. The average age at 
appointment for American Indian/Alaska Native women declined from age 
48 in 2000 to age 42 in 2007 and increased during this time for both 
American Indian/Alaska Native men (from age 50 in 2000 to 53 in 2007) 
and white women (from age 47 in 2000 to 49 in 2007). 

Table 5: Average Age at Appointment to the Career SES for 2000 and 
2007: 

SES profile: African American men; 
Average age at appointment in: Fiscal year 2000: 51; 
Average age at appointment in: Fiscal year 2007: 50. 

SES profile: African American women; 
Average age at appointment in: Fiscal year 2000: 48; 
Average age at appointment in: Fiscal year 2007: 49. 

SES profile: American Indian/Alaska Native men; 
Average age at appointment in: Fiscal year 2000: 50; 
Average age at appointment in: Fiscal year 2007: 53. 

SES profile: American Indian/Alaska Native women; 
Average age at appointment in: Fiscal year 2000: 48[A]; 
Average age at appointment in: Fiscal year 2007: 42[A]. 

SES profile: Asian/Pacific Islander men; 
Average age at appointment in: Fiscal year 2000: 52; 
Average age at appointment in: Fiscal year 2007: 48. 

SES profile: Asian/Pacific Islander women; 
Average age at appointment in: Fiscal year 2000: 48[A]; 
Average age at appointment in: Fiscal year 2007: 47. 

SES profile: Hispanic men; 
Average age at appointment in: Fiscal year 2000: 48; 
Average age at appointment in: Fiscal year 2007: 49. 

SES profile: Hispanic women; 
Average age at appointment in: Fiscal year 2000: 50; 
Average age at appointment in: Fiscal year 2007: 49. 

SES profile: White men; 
Average age at appointment in: Fiscal year 2000: 50; 
Average age at appointment in: Fiscal year 2007: 50. 

SES profile: White women; 
Average age at appointment in: Fiscal year 2000: 47; 
Average age at appointment in: Fiscal year 2007: 49. 

SES profile: Unspecified/other; 
Average age at appointment in: Fiscal year 2000: [B]; 
Average age at appointment in: Fiscal year 2007: 52[A]. 

SES profile: Governmentwide; 
Average age at appointment in: Fiscal year 2000: 49; 
Average age at appointment in: Fiscal year 2007: 50. 

SES profile: Men; 
Average age at appointment in: Fiscal year 2000: 50; 
Average age at appointment in: Fiscal year 2007: 50. 

SES profile: Minority men; 
Average age at appointment in: Fiscal year 2000: 50; 
Average age at appointment in: Fiscal year 2007: 49. 

SES profile: Women; 
Average age at appointment in: Fiscal year 2000: 47; 
Average age at appointment in: Fiscal year 2007: 49. 

SES profile: Minority women; 
Average age at appointment in: Fiscal year 2000: 48; 
Average age at appointment in: Fiscal year 2007: 49. 

Source: GAO analysis of OPM's CPDF. 

Note: The average age is the statistical mean. We compared the average 
age to the median age for both fiscal years' data and found that the 
differences between the two were usually minimal and that the median 
age was less than the mean age in most instances. 

[A] Ages of two to five individuals formed the basis for this average. 

[B] One or no individuals were appointed in this year. 

[End of table] 

Similarly, the average age of women and minorities at the time of 
retirement from the career SES did not change much between 2000 and 
2007. As shown in table 6, all of those who retired did so, on average, 
at around age 60, with the exception of Asian/Pacific Islander men, 
whose average retirement age in 2007 was 64; Hispanic men, whose 
average retirement age in 2000 was 57 and in 2007 was 58; and African 
American men, whose average retirement age in 2000 was 62 and 59 in 
2007. 

Table 6: Average Age at Retirement from the Career SES in 2000 and 
2007: 

SES profile: African American men; 
Average age at retirement: Fiscal year 2000: 62; 
Average age at retirement: Fiscal year 2007: 59. 

SES profile: African American women; 
Average age at retirement: Fiscal year 2000: 58[A]; 
Average age at retirement: Fiscal year 2007: 61. 

SES profile: American Indian/Alaska Native men; 
Average age at retirement: Fiscal year 2000: 56[A]; 
Average age at retirement: Fiscal year 2007: 59[A]. 

SES profile: American Indian/Alaska Native women; 
Average age at retirement: Fiscal year 2000: [B]; 
Average age at retirement: Fiscal year 2007: 60[A]. 

SES profile: Asian/Pacific Islander men; 
Average age at retirement: Fiscal year 2000: 60[A]; 
Average age at retirement: Fiscal year 2007: 64. 

SES profile: Asian/Pacific Islander women; 
Average age at retirement: Fiscal year 2000: [B]; 
Average age at retirement: Fiscal year 2007: 56[A]. 

SES profile: Hispanic men; 
Average age at retirement: Fiscal year 2000: 57; 
Average age at retirement: Fiscal year 2007: 58. 

SES profile: Hispanic women; 
Average age at retirement: Fiscal year 2000: [B]; 
Average age at retirement: Fiscal year 2007: 60. 

SES profile: White men; 
Average age at retirement: Fiscal year 2000: 60; 
Average age at retirement: Fiscal year 2007: 60. 

SES profile: White women; 
Average age at retirement: Fiscal year 2000: 59; 
Average age at retirement: Fiscal year 2007: 58. 

SES profile: Unspecified/other; 
Average age at retirement: Fiscal year 2000: [B]; 
Average age at retirement: Fiscal year 2007: [B]. 

SES profile: Governmentwide; 
Average age at retirement: Fiscal year 2000: 60; 
Average age at retirement: Fiscal year 2007: 59. 

SES profile: Men; 
Average age at retirement: Fiscal year 2000: 60; 
Average age at retirement: Fiscal year 2007: 60. 

SES profile: Minority men; 
Average age at retirement: Fiscal year 2000: 60; 
Average age at retirement: Fiscal year 2007: 60. 

SES profile: Women; 
Average age at retirement: Fiscal year 2000: 59; 
Average age at retirement: Fiscal year 2007: 58. 

SES profile: Minority women; 
Average age at retirement: Fiscal year 2000: 59[A]; 
Average age at retirement: Fiscal year 2007: 60. 

Source: GAO analysis of OPM's CPDF. 

Note: The average age is the statistical mean. We compared the average 
age to the median age for both fiscal years' data and found that the 
differences between the two were usually minimal and that the median 
age was less than the mean age in most instances. 

[A] Ages of two to five individuals formed the basis for this average. 

[B] One or no individuals retired in this year. 

[End of table] 

In addition to examining the average age of individuals at the time of 
their appointment to and retirement from the career SES, we analyzed 
the length of time that a cohort of individuals served in the SES and 
differences in length of service. We reviewed data on the 625 
individuals appointed to the career SES in fiscal year 1990. Because of 
questions with the records of 11 individuals, we excluded them from our 
analysis and analyzed the records of the remaining 614 individuals 
appointed to the SES in fiscal year 1990 and followed them through 
September 2007. We found that 432 of the 614 had left the SES by that 
date--338 had retired voluntarily, 66 had resigned, and 28 had left for 
other reasons, such as disability or mandatory retirement. Those 
individuals who had voluntarily retired served in the SES an average of 
9.2 years, as shown in table 7. Table 7 also shows that women stayed in 
the SES longer than men; women who voluntarily retired stayed, on 
average, for 11.4 years, and men who voluntarily retired stayed, on 
average, for 8.8 years. The average length of service among minorities 
ranged from 4.1 years for Asian/Pacific Islander women to 12 years for 
American Indian/Alaska Native men. 

Table 7: Average Length of Stay of Career SES of Individuals Appointed 
to the Career SES in 1990 Who Retired or Resigned: 

SES profile: African American men; 
Number of SES appointed in fiscal year 1990: 32; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 22; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 9.5; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 0.0. 

SES profile: African American women; 
Number of SES appointed in fiscal year 1990: 9; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 5; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 10.3; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 0.0. 

SES profile: American Indian/Alaska Native men; 
Number of SES appointed in fiscal year 1990: 7; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 3; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 12.0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 2; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 4.6. 

SES profile: American Indian/Alaska Native women; 
Number of SES appointed in fiscal year 1990: 1; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 0.0. 

SES profile: Asian/Pacific Islander men; 
Number of SES appointed in fiscal year 1990: 1; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 0.0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 0.0. 

SES profile: Asian/Pacific Islander women; 
Number of SES appointed in fiscal year 1990: 2; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 1; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 4.1; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 0.0. 

SES profile: Hispanic men; 
Number of SES appointed in fiscal year 1990: 5; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 2; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 8.7; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 1; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 4.6. 

SES profile: Hispanic women; 
Number of SES appointed in fiscal year 1990: 1; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 0.0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 1; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 5.6. 

SES profile: White men; 
Number of SES appointed in fiscal year 1990: 467; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 267; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 8.7; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 49; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 4.9. 

SES profile: White women; 
Number of SES appointed in fiscal year 1990: 88; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 38; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 11.7; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 13; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 5.9. 

SES profile: Unspecified/other; 
Number of SES appointed in fiscal year 1990: 1; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 0.0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 0; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 0.0. 

SES profile: Governmentwide; 
Number of SES appointed in fiscal year 1990: 614; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 338; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 9.2; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 66; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 5.1. 

SES profile: Men; 
Number of SES appointed in fiscal year 1990: 512; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 294; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 8.8; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 52; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 4.9. 

SES profile: Minority men; 
Number of SES appointed in fiscal year 1990: 45; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 27; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 9.8; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 3; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 4.6. 

SES profile: Women; 
Number of SES appointed in fiscal year 1990: 101; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 44; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 11.4; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 14; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 5.9. 

SES profile: Minority women; 
Number of SES appointed in fiscal year 1990: 13; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Number: 6; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Voluntary retirements: Years: 9.3; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Number: 1; 
As of September 30, 2007, average length in SES (in years) among 
individuals appointed in 1990: Resignations: Years: 5.6. 

Source: GAO analysis of OPM's CPDF. 

Note: The average number of years in the SES at retirement will 
increase as those who remained in the SES as of September 30, 2007, 
retire in the future. We also calculated the median length of service, 
which showed the same patterns. 

[End of table] 

The average number of years in the SES does not include those appointed 
to the SES in 1990 who, as of September 30, 2007, died (10); took other 
types of retirement, such as disability or mandatory retirement (17); 
or were terminated (1). 

As shown in table 8, as of September 2007, about one-third of the 614 
individuals we identified who were appointed to the career SES in 1990 
remained in the SES. More women from the original cohort remained than 
men. 

Table 8: Number and Percentage of Individuals Appointed to the Career 
SES in 1990 Remaining in the SES as of September 2007: 

SES profile: African American men; 
Number of SES appointed in fiscal year 1990: 32; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 10; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 31.3. 

SES profile: African American women; 
Number of SES appointed in fiscal year 1990: 9; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 4; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 44.4. 

SES profile: American Indian/Alaska Native men; 
Number of SES appointed in fiscal year 1990: 7; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 1; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 14.3. 

SES profile: American Indian/Alaska Native women; 
Number of SES appointed in fiscal year 1990: 1; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 1; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 100.0. 

SES profile: Asian/Pacific Islander men; 
Number of SES appointed in fiscal year 1990: 1; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 1; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 100.0. 

SES profile: Asian/Pacific Islander women; 
Number of SES appointed in fiscal year 1990: 2; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 1; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 50.0. 

SES profile: Hispanic men; 
Number of SES appointed in fiscal year 1990: 5; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 1; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 20.0. 

SES profile: Hispanic women; 
Number of SES appointed in fiscal year 1990: 1; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 0; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 0.0. 

SES profile: White men; 
Number of SES appointed in fiscal year 1990: 467; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 134; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 28.7. 

SES profile: White women; 
Number of SES appointed in fiscal year 1990: 88; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 28; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 31.8. 

SES profile: Unspecified/other; 
Number of SES appointed in fiscal year 1990: 1; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 1; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 100.0. 

SES profile: Governmentwide; 
Number of SES appointed in fiscal year 1990: 614; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 182; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 29.6. 

SES profile: Men; 
Number of SES appointed in fiscal year 1990: 512; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 147; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 28.7. 

SES profile: Minority men; 
Number of SES appointed in fiscal year 1990: 45; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 13; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 28.9. 

SES profile: Women; 
Number of SES appointed in fiscal year 1990: 101; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 34; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 33.7. 

SES profile: Minority women; 
Number of SES appointed in fiscal year 1990: 13; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Number: 6; 
Those appointed to the SES in fiscal year 1990 remaining, as of 
September 30, 2007: Percent: 46.2. 

Source: GAO analysis of OPM's CPDF. 

[End of table] 

We also reviewed the representation of career SES members who reported 
having targeted disabilities. EEOC reported that it first officially 
recognized the term targeted disabilities in its Management Directive 
703, which was approved on December 6, 1979.[Footnote 20] In its 
report, EEOC stated that some individuals with disabilities are 
reluctant to self-identify their disability status because they are 
concerned that (1) such disclosure will preclude them from employment 
or advancement or subject them to discrimination and (2) their 
disability status will not remain confidential. It is not clear the 
extent to which individuals with disabilities do not identify or report 
them. 

Governmentwide, the representation of career SES members reporting 
targeted disabilities declined from 0.52 in fiscal year 2000 to 0.44 in 
fiscal year 2007. Table 9 shows the representation of SES members with 
targeted disabilities governmentwide and within the CFO Act 
agencies.[Footnote 21] 

Table 9: Career SES Members with Targeted Disabilities Governmentwide 
and at CFO Act Agencies for 2000 and 2007: 

Governmentwide; 
September 2000: Number of SES: 6,296; 
September 2000: SES with targeted disabilities: Number: 33; 
September 2000: SES with targeted disabilities: Percent: 0.52; 
September 2007: Number of SES: 6,555; 
September 2007: SES with targeted disabilities: Number: 29; 
September 2007: SES with targeted disabilities: Percent: 0.44. 

CFO Act agencies; 
September 2000: Number of SES: 5,826; 
September 2000: SES with targeted disabilities: Number: 30; 
September 2000: SES with targeted disabilities: Percent: 0.51; 
September 2007: Number of SES: 6,169; 
September 2007: SES with targeted disabilities: Number: 26; 
September 2007: SES with targeted disabilities: Percent: 0.42. 

Source: GAO analysis of OPM's CPDF. 

[End of table] 

In both 2000 and 2007, half of the CFO Act agencies (12) did not employ 
any SES members with targeted disabilities. 

Processes Used for Selecting Career SES Members Are to Follow 
Competitive Merit Staffing Requirements: 

Executive branch agencies have processes for selecting members into the 
career SES and developmental programs that are designed to create pools 
of candidates for senior positions. Federal executive agencies are to 
follow competitive merit staffing requirements for initial career 
appointments to the SES or for appointment to formal SES candidate 
development programs, which are competitive programs designed to create 
pools of candidates for SES positions.[Footnote 22] Each agency head is 
to appoint one or more Executive Resources Boards (ERB) to conduct the 
merit staffing process for initial SES career appointments. ERBs review 
the executive and technical qualifications of each eligible candidate 
and make written recommendations to the appointing official concerning 
the candidates. The appointing official selects from among those 
candidates identified by the ERB as best qualified and certifies the 
executive and technical qualifications of those candidates 
selected.[Footnote 23] Candidates who are selected must have their 
executive qualifications certified by an OPM-administered 
Qualifications Review Board (QRB) before being appointed to the 
SES.[Footnote 24] 

According to OPM, it convenes weekly QRBs to review the applications of 
candidates for initial career appointment to the SES. QRBs are 
independent boards of three senior executives that assess the executive 
qualifications of all new SES candidates. At least two of the three QRB 
members must be career appointees.[Footnote 25] In addition, OPM 
guidance states that QRB members cannot review candidates from their 
own agencies. An OPM official stated that an OPM official acts as 
administrator, attending each QRB to answer questions, moderate, and 
offer technical guidance but does not vote or influence voting. OPM 
guidance states that the QRB does not rate, rank, or compare a 
candidate's qualifications against those of other candidates. Instead, 
QRB members judge the overall scope, quality, and depth of a 
candidate's executive qualifications within the context of five 
executive core qualifications--leading change, leading people, results 
driven, business acumen, and building coalitions--to certify that the 
candidate's demonstrated experience meets the executive core 
qualifications. 

To staff QRBs, an OPM official said that OPM sends a quarterly letter 
to the heads of agencies' human capital offices seeking volunteers for 
specific QRBs and encourages agencies to identify women and minority 
participants. Agencies then inform OPM of scheduled QRB participants, 
without a stipulation as to the profession of the participants. OPM 
solicits agencies once a year for an assigned quarter and requests QRB 
members on a proportional basis. The OPM official said that OPM uses a 
rotating schedule, so that the same agencies are not contacted each 
quarter. Although QRBs generally meet weekly, an OPM official said that 
QRBs can meet more than once a week, depending on case loads. The 
official said that because of the case load of recruitment for SES 
positions recently, OPM had been convening a second "ad hoc" QRB. 
According to another OPM official, after QRB certification, candidates 
are officially approved and can be placed. 

In addition to certification based on demonstrated executive experience 
and another form of certification based on special or unique 
qualities,[Footnote 26] OPM regulations permit the certification of the 
executive qualifications of graduates of candidate development programs 
by a QRB and selection for the SES without further 
competition.[Footnote 27] OPM regulations state that for agency 
candidate development programs, agencies must have a written policy 
describing how their programs will operate and must have OPM approval 
before conducting them. According to OPM, candidate development 
programs typically run from 18 to 24 months and are open to GS-15s and 
GS-14s or employees at equivalent levels from within or outside the 
federal government. Agencies are to use merit staffing procedures to 
select participants for their programs, and most program vacancies are 
announced governmentwide or to all sources. OPM regulations provide 
that candidates who compete governmentwide for participation in a 
candidate development program, successfully complete the program, and 
obtain QRB certification are eligible for noncompetitive appointment to 
the SES.[Footnote 28] OPM guidance states that candidate development 
program graduates are not guaranteed placement in the SES. Agencies' 
ERB chairs must certify that candidates have successfully completed all 
program activities, and OPM staff review candidate packages to verify 
that regulatory requirements have been met. An "ad hoc" QRB then 
reviews the candidates' training and development and work experiences 
to ensure he or she possesses the required executive qualifications. 

OPM also periodically sponsors a centrally administered federal 
candidate development program. According to an OPM official, the OPM- 
sponsored federal candidate development program can be attractive to 
smaller agencies that may not have their own candidate development 
program, and OPM administers the federal program for them. According to 
OPM officials, from the first OPM-sponsored federal candidate 
development program, 12 graduated in September 2006. Of those, 9 
individuals were placed in SES positions within 1 year of graduating 
from the program. In January 2008, OPM advertised the second OPM- 
sponsored federal candidate development program but subsequently 
suspended the program. In June 2008, OPM re-advertised the second OPM- 
sponsored federal candidate development program, and 18 candidates were 
selected for the program and have started their 12-month training and 
development program. 

Agency Comments and Our Evaluation: 

We provided the Acting Director of OPM and the Chair of EEOC with a 
draft of this report for their review and comment. OPM provided 
technical comments via e-mail, which we incorporated as appropriate, 
but did not otherwise comment on the report. In an e-mail, EEOC said it 
had no comments. 

We are sending copies of this report to the Acting Director of OPM, the 
Chair of EEOC, and other interested congressional parties. We also make 
copies available to others upon request. In addition, the report will 
be available at no charge on GAO's Web site at [hyperlink, 
http://www.gao.gov]. 

If you or your staffs have questions about this report, please contact 
me at (202) 512-9490 or stalcupg@gao.gov. Contact points for our 
Offices of Congressional Relations and Public Affairs may be found on 
the last page of this report. Key contributors to this report are 
listed in appendix II. 

Signed by: 

George H. Stalcup: 
Director, Strategic Issues: 

[End of section] 

Appendix I: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees Governmentwide and at the 24 Chief Financial Officers Act 
Agencies: 

Table 10: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees Governmentwide: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 348; 
SES: October 1, 2000: Percent: 5.5; 
SES: September 2007: Number: 328; 
SES: September 2007: Percent: 5.0; 
GS-15: October 1, 2000: Number: 1,740; 
GS-15: October 1, 2000: Percent: 3.3; 
GS-15: September 2007: Number: 2,123; 
GS-15: September 2007: Percent: 3.6; 
GS-14: October 1, 2000: Number: 3,507; 
GS-14: October 1, 2000: Percent: 4.1; 
GS-14: September 2007: Number: 4,316; 
GS-14: September 2007: Percent: 4.8. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 180; 
SES: October 1, 2000: Percent: 2.9; 
SES: September 2007: Number: 232; 
SES: September 2007: Percent: 3.5; 
GS-15: October 1, 2000: Number: 1,516; 
GS-15: October 1, 2000: Percent: 2.9; 
GS-15: September 2007: Number: 2,374; 
GS-15: September 2007: Percent: 4.1; 
GS-14: October 1, 2000: Number: 4,131; 
GS-14: October 1, 2000: Percent: 4.8; 
GS-14: September 2007: Number: 6,734; 
GS-14: September 2007: Percent: 7.4.

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 55; 
SES: October 1, 2000: Percent: 0.9; 
SES: September 2007: Number: 60; 
SES: September 2007: Percent: 0.9; 
GS-15: October 1, 2000: Number: 278; 
GS-15: October 1, 2000: Percent: 0.5; 
GS-15: September 2007: Number: 353; 
GS-15: September 2007: Percent: 0.6; 
GS-14: October 1, 2000: Number: 584; 
GS-14: October 1, 2000: Percent: 0.7; 
GS-14: September 2007: Number: 585; 
GS-14: September 2007: Percent: 0.6. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 21; 
SES: October 1, 2000: Percent: 0.3; 
SES: September 2007: Number: 28; 
SES: September 2007: Percent: 0.4; 
GS-15: October 1, 2000: Number: 103; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 193; 
GS-15: September 2007: Percent: 0.3; 
GS-14: October 1, 2000: Number: 296; 
GS-14: October 1, 2000: Percent: 0.3; 
GS-14: September 2007: Number: 397; 
GS-14: September 2007: Percent: 0.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 70; 
SES: October 1, 2000: Percent: 1.1; 
SES: September 2007: Number: 96; 
SES: September 2007: Percent: 1.5; 
GS-15: October 1, 2000: Number: 2,072; 
GS-15: October 1, 2000: Percent: 4.0; 
GS-15: September 2007: Number: 2,904; 
GS-15: September 2007: Percent: 5.0; 
GS-14: October 1, 2000: Number: 2,463; 
GS-14: October 1, 2000: Percent: 2.9; 
GS-14: September 2007: Number: 3,401; 
GS-14: September 2007: Percent: 3.7. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 33; 
SES: October 1, 2000: Percent: 0.5; 
SES: September 2007: Number: 57; 
SES: September 2007: Percent: 0.9; 
GS-15: October 1, 2000: Number: 836; 
GS-15: October 1, 2000: Percent: 1.6; 
GS-15: September 2007: Number: 1,604; 
GS-15: September 2007: Percent: 2.8; 
GS-14: October 1, 2000: Number: 1,042; 
GS-14: October 1, 2000: Percent: 1.2; 
GS-14: September 2007: Number: 1,899; 
GS-14: September 2007: Percent: 2.1. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 123; 
SES: October 1, 2000: Percent: 2.0; 
SES: September 2007: Number: 176; 
SES: September 2007: Percent: 2.7; 
GS-15: October 1, 2000: Number: 1,228; 
GS-15: October 1, 2000: Percent: 2.3; 
GS-15: September 2007: Number: 1,660; 
GS-15: September 2007: Percent: 2.8; 
GS-14: October 1, 2000: Number: 2,237; 
GS-14: October 1, 2000: Percent: 2.6; 
GS-14: September 2007: Number: 2,758; 
GS-14: September 2007: Percent: 3.0. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 43; 
SES: October 1, 2000: Percent: 0.7; 
SES: September 2007: Number: 60; 
SES: September 2007: Percent: 0.9; 
GS-15: October 1, 2000: Number: 471; 
GS-15: October 1, 2000: Percent: 0.9; 
GS-15: September 2007: Number: 760; 
GS-15: September 2007: Percent: 1.3; 
GS-14: October 1, 2000: Number: 898; 
GS-14: October 1, 2000: Percent: 1.1; 
GS-14: September 2007: Number: 1,433; 
GS-14: September 2007: Percent: 1.6. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 4,239; 
SES: October 1, 2000: Percent: 67.3; 
SES: September 2007: Number: 3,976; 
SES: September 2007: Percent: 60.7; 
GS-15: October 1, 2000: Number: 33,913; 
GS-15: October 1, 2000: Percent: 64.8; 
GS-15: September 2007: Number: 32,931; 
GS-15: September 2007: Percent: 56.5; 
GS-14: October 1, 2000: Number: 51,059; 
GS-14: October 1, 2000: Percent: 59.8; 
GS-14: September 2007: Number: 46,787; 
GS-14: September 2007: Percent: 51.5. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 1,180; 
SES: October 1, 2000: Percent: 18.7; 
SES: September 2007: Number: 1,526; 
SES: September 2007: Percent: 23.3; 
GS-15: October 1, 2000: Number: 10,150; 
GS-15: October 1, 2000: Percent: 19.4; 
GS-15: September 2007: Number: 13,326; 
GS-15: September 2007: Percent: 22.9; 
GS-14: October 1, 2000: Number: 19,147; 
GS-14: October 1, 2000: Percent: 22.4; 
GS-14: September 2007: Number: 22,324; 
GS-14: September 2007: Percent: 24.6. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 0.1; 
SES: September 2007: Number: 16; 
SES: September 2007: Percent: 0.2; 
GS-15: October 1, 2000: Number: 39; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 87; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: 75; 
GS-14: October 1, 2000: Percent: 0.1; 
GS-14: September 2007: Number: 200; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 6,296; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 6,555; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 52,346; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 58,315; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 85,439; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 90,834; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES: October 1, 2000: Number: 873; 
SES: October 1, 2000: Percent: 13.9; 
SES: September 2007: Number: 1,037; 
SES: September 2007: Percent: 15.8; 
GS-15: October 1, 2000: Number: 8,244; 
GS-15: October 1, 2000: Percent: 15.7; 
GS-15: September 2007: Number: 11,971; 
GS-15: September 2007: Percent: 20.5; 
GS-14: October 1, 2000: Number: 15,158; 
GS-14: October 1, 2000: Percent: 17.7; 
GS-14: September 2007: Number: 21,523; 
GS-14: September 2007: Percent: 23.7. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 4,838; 
SES: October 1, 2000: Percent: 76.8; 
SES: September 2007: Number: 4,646; 
SES: September 2007: Percent: 70.9; 
GS-15: October 1, 2000: Number: 39,258; 
GS-15: October 1, 2000: Percent: 75.0; 
GS-15: September 2007: Number: 40,030; 
GS-15: September 2007: Percent: 68.6; 
GS-14: October 1, 2000: Number: 59,915; 
GS-14: October 1, 2000: Percent: 70.1; 
GS-14: September 2007: Number: 57,973; 
GS-14: September 2007: Percent: 63.8. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 596; 
SES: October 1, 2000: Percent: 9.5; 
SES: September 2007: Number: 660; 
SES: September 2007: Percent: 10.1; 
GS-15: October 1, 2000: Number: 5,318; 
GS-15: October 1, 2000: Percent: 10.2; 
GS-15: September 2007: Number: 7,040; 
GS-15: September 2007: Percent: 12.1; 
GS-14: October 1, 2000: Number: 8,791; 
GS-14: October 1, 2000: Percent: 10.3; 
GS-14: September 2007: Number: 11,060; 
GS-14: September 2007: Percent: 12.2. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 1,458; 
SES: October 1, 2000: Percent: 23.2; 
SES: September 2007: Number: 1,909; 
SES: September 2007: Percent: 29.1; 
GS-15: October 1, 2000: Number: 13,088; 
GS-15: October 1, 2000: Percent: 25.0; 
GS-15: September 2007: Number: 18,285; 
GS-15: September 2007: Percent: 31.4; 
GS-14: October 1, 2000: Number: 25,524; 
GS-14: October 1, 2000: Percent: 29.9; 
GS-14: September 2007: Number: 32,861; 
GS-14: September 2007: Percent: 36.2. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 277; 
SES: October 1, 2000: Percent: 4.4; 
SES: September 2007: Number: 377; 
SES: September 2007: Percent: 5.8; 
GS-15: October 1, 2000: Number: 2,926; 
GS-15: October 1, 2000: Percent: 5.6; 
GS-15: September 2007: Number: 4,931; 
GS-15: September 2007: Percent: 8.5; 
GS-14: October 1, 2000: Number: 6,367; 
GS-14: October 1, 2000: Percent: 7.5; 
GS-14: September 2007: Number: 10,463; 
GS-14: September 2007: Percent: 11.5. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Notes: Governmentwide includes civilian employees of all cabinet-level 
departments, independent agencies, commissions, councils, and boards in 
the executive branch except the intelligence agencies, the Postal 
Service, and the Foreign Service (as of 2007). 

We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

Data on the SES and the SES developmental pool for 2000 in this report 
differ from prior GAO products. We first identified SES and SES 
developmental pool data for 2000 in our 2003 report (GAO-03-34), in 
which we excluded the FBI from the SES and the SES developmental pool 
because that report contained projected SES and the SES developmental 
pool levels for the end of fiscal year 2007 based on separation and 
appointment data, and the FBI did not submit separation and appointment 
data to the CPDF for 2000. We subsequently cited data on the SES and 
SES developmental pool for 2000 from that report in four additional 
products (GAO-04-123T, GAO-07-838T, GAO-08-609T, and GAO-08-725T). Data 
on the SES and the SES developmental pool for 2007 include the FBI. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 11: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Agriculture: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 28; 
SES: October 1, 2000: Percent: 9.9; 
SES: September 2007: Number: 22; 
SES: September 2007: Percent: 6.9; 
GS-15: October 1, 2000: Number: 72; 
GS-15: October 1, 2000: Percent: 4.0; 
GS-15: September 2007: Number: 90; 
GS-15: September 2007: Percent: 4.4; 
GS-14: October 1, 2000: Number: 122; 
GS-14: October 1, 2000: Percent: 3.5; 
GS-14: September 2007: Number: 179; 
GS-14: September 2007: Percent: 4.5. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 11; 
SES: October 1, 2000: Percent: 3.9; 
SES: September 2007: Number: 11; 
SES: September 2007: Percent: 3.5; 
GS-15: October 1, 2000: Number: 53; 
GS-15: October 1, 2000: Percent: 2.9; 
GS-15: September 2007: Number: 79; 
GS-15: September 2007: Percent: 3.9; 
GS-14: October 1, 2000: Number: 153; 
GS-14: October 1, 2000: Percent: 4.4; 
GS-14: September 2007: Number: 235; 
GS-14: September 2007: Percent: 5.9.

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.7; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 0.9; 
GS-15: October 1, 2000: Number: 8; 
GS-15: October 1, 2000: Percent: 0.4; 
GS-15: September 2007: Number: 14; 
GS-15: September 2007: Percent: 0.7; 
GS-14: October 1, 2000: Number: 32; 
GS-14: October 1, 2000: Percent: 0.9; 
GS-14: September 2007: Number: 30; 
GS-14: September 2007: Percent: 0.8. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.4; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.3; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 1; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 8; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 21; 
GS-14: September 2007: Percent: 0.5. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 1.8; 
SES: September 2007: Number: 8; 
SES: September 2007: Percent: 2.5; 
GS-15: October 1, 2000: Number: 41; 
GS-15: October 1, 2000: Percent: 2.3; 
GS-15: September 2007: Number: 74; 
GS-15: September 2007: Percent: 3.6; 
GS-14: October 1, 2000: Number: 95; 
GS-14: October 1, 2000: Percent: 2.8; 
GS-14: September 2007: Number: 152; 
GS-14: September 2007: Percent: 3.8. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 0.9; 
GS-15: October 1, 2000: Number: 7; 
GS-15: October 1, 2000: Percent: 0.4; 
GS-15: September 2007: Number: 15; 
GS-15: September 2007: Percent: 0.7; 
GS-14: October 1, 2000: Number: 35; 
GS-14: October 1, 2000: Percent: 1.0; 
GS-14: September 2007: Number: 62; 
GS-14: September 2007: Percent: 1.6. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 8; 
SES: October 1, 2000: Percent: 2.8; 
SES: September 2007: Number: 9; 
SES: September 2007: Percent: 2.8; 
GS-15: October 1, 2000: Number: 37; 
GS-15: October 1, 2000: Percent: 2.0; 
GS-15: September 2007: Number: 59; 
GS-15: September 2007: Percent: 2.9; 
GS-14: October 1, 2000: Number: 82; 
GS-14: October 1, 2000: Percent: 2.4; 
GS-14: September 2007: Number: 108; 
GS-14: September 2007: Percent: 2.7. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.7; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 0.9; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 13; 
GS-15: September 2007: Percent: 0.6; 
GS-14: October 1, 2000: Number: 22; 
GS-14: October 1, 2000: Percent: 0.6; 
GS-14: September 2007: Number: 53; 
GS-14: September 2007: Percent: 1.3. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 168; 
SES: October 1, 2000: Percent: 59.4; 
SES: September 2007: Number: 186; 
SES: September 2007: Percent: 58.5; 
GS-15: October 1, 2000: Number: 1,302; 
GS-15: October 1, 2000: Percent: 72.0; 
GS-15: September 2007: Number: 1,294; 
GS-15: September 2007: Percent: 63.4; 
GS-14: October 1, 2000: Number: 2,188; 
GS-14: October 1, 2000: Percent: 63.6; 
GS-14: September 2007: Number: 2,148; 
GS-14: September 2007: Percent: 53.7. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 58; 
SES: October 1, 2000: Percent: 20.5; 
SES: September 2007: Number: 71; 
SES: September 2007: Percent: 22.3; 
GS-15: October 1, 2000: Number: 283; 
GS-15: October 1, 2000: Percent: 15.6; 
GS-15: September 2007: Number: 401; 
GS-15: September 2007: Percent: 19.7; 
GS-14: October 1, 2000: Number: 695; 
GS-14: October 1, 2000: Percent: 20.2; 
GS-14: September 2007: Number: 1,006; 
GS-14: September 2007: Percent: 25.2. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.3; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 7; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 5; 
GS-14: September 2007: Percent: 0.1. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 283; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 318; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 1,809; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 2,040; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 3,439; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 3,999; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 57; 
SES: October 1, 2000: Percent: 20.1; 
SES: September 2007: Number: 60; 
SES: September 2007: Percent: 18.9; 
GS-15: October 1, 2000: Number: 223; 
GS-15: October 1, 2000: Percent: 12.3; 
GS-15: September 2007: Number: 345; 
GS-15: September 2007: Percent: 16.9; 
GS-14: October 1, 2000: Number: 549; 
GS-14: October 1, 2000: Percent: 16.0; 
GS-14: September 2007: Number: 840; 
GS-14: September 2007: Percent: 21.0. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 211; 
SES: October 1, 2000: Percent: 74.6; 
SES: September 2007: Number: 228; 
SES: September 2007: Percent: 71.7; 
GS-15: October 1, 2000: Number: 1,460; 
GS-15: October 1, 2000: Percent: 80.7; 
GS-15: September 2007: Number: 1,531; 
GS-15: September 2007: Percent: 75.0; 
GS-14: October 1, 2000: Number: 2,519; 
GS-14: October 1, 2000: Percent: 73.2; 
GS-14: September 2007: Number: 2,620; 
GS-14: September 2007: Percent: 65.5. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 43; 
SES: October 1, 2000: Percent: 15.2; 
SES: September 2007: Number: 42; 
SES: September 2007: Percent: 13.2; 
GS-15: October 1, 2000: Number: 158; 
GS-15: October 1, 2000: Percent: 8.7; 
GS-15: September 2007: Number: 237; 
GS-15: September 2007: Percent: 11.6; 
GS-14: October 1, 2000: Number: 331; 
GS-14: October 1, 2000: Percent: 9.6; 
GS-14: September 2007: Number: 469; 
GS-14: September 2007: Percent: 11.7. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 72; 
SES: October 1, 2000: Percent: 25.4; 
SES: September 2007: Number: 90; 
SES: September 2007: Percent: 28.3; 
GS-15: October 1, 2000: Number: 348; 
GS-15: October 1, 2000: Percent: 19.2; 
GS-15: September 2007: Number: 509; 
GS-15: September 2007: Percent: 25.0; 
GS-14: October 1, 2000: Number: 913; 
GS-14: October 1, 2000: Percent: 26.5; 
GS-14: September 2007: Number: 1,379; 
GS-14: September 2007: Percent: 34.5. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 14; 
SES: October 1, 2000: Percent: 4.9; 
SES: September 2007: Number: 18; 
SES: September 2007: Percent: 5.7; 
GS-15: October 1, 2000: Number: 65; 
GS-15: October 1, 2000: Percent: 3.6; 
GS-15: September 2007: Number: 108; 
GS-15: September 2007: Percent: 5.3; 
GS-14: October 1, 2000: Number: 218; 
GS-14: October 1, 2000: Percent: 6.3; 
GS-14: September 2007: Number: 371; 
GS-14: September 2007: Percent: 9.3. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 12: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Agency for International Development: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 8.0; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 9.1; 
GS-15: October 1, 2000: Number: 24; 
GS-15: October 1, 2000: Percent: 5.7; 
GS-15: September 2007: Number: 18; 
GS-15: September 2007: Percent: 4.1; 
GS-14: October 1, 2000: Number: 23; 
GS-14: October 1, 2000: Percent: 4.1; 
GS-14: September 2007: Number: 31; 
GS-14: September 2007: Percent: 6.8. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 4.0; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 18.2; 
GS-15: October 1, 2000: Number: 19; 
GS-15: October 1, 2000: Percent: 4.5; 
GS-15: September 2007: Number: 28; 
GS-15: September 2007: Percent: 6.4; 
GS-14: October 1, 2000: Number: 36; 
GS-14: October 1, 2000: Percent: 6.5; 
GS-14: September 2007: Number: 70; 
GS-14: September 2007: Percent: 15.3.

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 4.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.5; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 1; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 1; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 9; 
GS-15: October 1, 2000: Percent: 2.1; 
GS-15: September 2007: Number: 10; 
GS-15: September 2007: Percent: 2.3; 
GS-14: October 1, 2000: Number: 17; 
GS-14: October 1, 2000: Percent: 3.1; 
GS-14: September 2007: Number: 13; 
GS-14: September 2007: Percent: 2.8. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 4.5; 
GS-15: October 1, 2000: Number: 6; 
GS-15: October 1, 2000: Percent: 1.4; 
GS-15: September 2007: Number: 9; 
GS-15: September 2007: Percent: 2.1; 
GS-14: October 1, 2000: Number: 10; 
GS-14: October 1, 2000: Percent: 1.8; 
GS-14: September 2007: Number: 13; 
GS-14: September 2007: Percent: 2.8. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 4.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 4.5; 
GS-15: October 1, 2000: Number: 11; 
GS-15: October 1, 2000: Percent: 2.6; 
GS-15: September 2007: Number: 13; 
GS-15: September 2007: Percent: 3.0; 
GS-14: October 1, 2000: Number: 15; 
GS-14: October 1, 2000: Percent: 2.7; 
GS-14: September 2007: Number: 12; 
GS-14: September 2007: Percent: 2.6. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 257; 
GS-15: October 1, 2000: Percent: 60.6; 
GS-15: September 2007: Number: 230; 
GS-15: September 2007: Percent: 52.6; 
GS-14: October 1, 2000: Number: 290; 
GS-14: October 1, 2000: Percent: 52.3; 
GS-14: September 2007: Number: 170; 
GS-14: September 2007: Percent: 37.1. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 16; 
SES: October 1, 2000: Percent: 64.0; 
SES: September 2007: Number: 9; 
SES: September 2007: Percent: 40.9; 
GS-15: October 1, 2000: Number: 257; 
GS-15: October 1, 2000: Percent: 60.6; 
GS-15: September 2007: Number: 230; 
GS-15: September 2007: Percent: 52.6; 
GS-14: October 1, 2000: Number: 290; 
GS-14: October 1, 2000: Percent: 52.3; 
GS-14: September 2007: Number: 170; 
GS-14: September 2007: Percent: 37.1. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 16.0; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 22.7; 
GS-15: October 1, 2000: Number: 94; 
GS-15: October 1, 2000: Percent: 22.2; 
GS-15: September 2007: Number: 125; 
GS-15: September 2007: Percent: 28.6; 
GS-14: October 1, 2000: Number: 160; 
GS-14: October 1, 2000: Percent: 28.8; 
GS-14: September 2007: Number: 143; 
GS-14: September 2007: Percent: 31.2. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 25; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 22; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 424; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 437; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 555; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 458; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 20.0; 
SES: September 2007: Number: 8; 
SES: September 2007: Percent: 36.4; 
GS-15: October 1, 2000: Number: 73; 
GS-15: October 1, 2000: Percent: 17.2; 
GS-15: September 2007: Number: 82; 
GS-15: September 2007: Percent: 18.8; 
GS-14: October 1, 2000: Number: 105; 
GS-14: October 1, 2000: Percent: 18.9; 
GS-14: September 2007: Number: 145; 
GS-14: September 2007: Percent: 31.7. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 20; 
SES: October 1, 2000: Percent: 80.0; 
SES: September 2007: Number: 12; 
SES: September 2007: Percent: 54.5; 
GS-15: October 1, 2000: Number: 303; 
GS-15: October 1, 2000: Percent: 71.5; 
GS-15: September 2007: Number: 271; 
GS-15: September 2007: Percent: 62.0; 
GS-14: October 1, 2000: Number: 346; 
GS-14: October 1, 2000: Percent: 62.3; 
GS-14: September 2007: Number: 226; 
GS-14: September 2007: Percent: 49.3. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 16.0; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 13.6; 
GS-15: October 1, 2000: Number: 46; 
GS-15: October 1, 2000: Percent: 10.8; 
GS-15: September 2007: Number: 41; 
GS-15: September 2007: Percent: 9.4; 
GS-14: October 1, 2000: Number: 56; 
GS-14: October 1, 2000: Percent: 10.1; 
GS-14: September 2007: Number: 56; 
GS-14: September 2007: Percent: 12.2. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 20.0; 
SES: September 2007: Number: 10; 
SES: September 2007: Percent: 45.5; 
GS-15: October 1, 2000: Number: 121; 
GS-15: October 1, 2000: Percent: 28.5; 
GS-15: September 2007: Number: 166; 
GS-15: September 2007: Percent: 38.0; 
GS-14: October 1, 2000: Number: 209; 
GS-14: October 1, 2000: Percent: 37.7; 
GS-14: September 2007: Number: 232; 
GS-14: September 2007: Percent: 50.7. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 4.0; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 22.7; 
GS-15: October 1, 2000: Number: 27; 
GS-15: October 1, 2000: Percent: 6.4; 
GS-15: September 2007: Number: 41; 
GS-15: September 2007: Percent: 9.4; 
GS-14: October 1, 2000: Number: 49; 
GS-14: October 1, 2000: Percent: 8.8; 
GS-14: September 2007: Number: 89; 
GS-14: September 2007: Percent: 19.4. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 13: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Commerce: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 17; 
SES: October 1, 2000: Percent: 5.7; 
SES: September 2007: Number: 17; 
SES: September 2007: Percent: 5.4; 
GS-15: October 1, 2000: Number: 69; 
GS-15: October 1, 2000: Percent: 3.0; 
GS-15: September 2007: Number: 105; 
GS-15: September 2007: Percent: 3.6; 
GS-14: October 1, 2000: Number: 183; 
GS-14: October 1, 2000: Percent: 3.8; 
GS-14: September 2007: Number: 339; 
GS-14: September 2007: Percent: 4.9. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 1.7; 
SES: September 2007: Number: 9; 
SES: September 2007: Percent: 2.8; 
GS-15: October 1, 2000: Number: 53; 
GS-15: October 1, 2000: Percent: 2.3; 
GS-15: September 2007: Number: 93; 
GS-15: September 2007: Percent: 3.2; 
GS-14: October 1, 2000: Number: 177; 
GS-14: October 1, 2000: Percent: 3.7; 
GS-14: September 2007: Number: 411; 
GS-14: September 2007: Percent: 6.0.

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.7; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.3; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 7; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 10; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 13; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 7; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 8; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 9; 
GS-14: September 2007: Percent: 0.1. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 1.0; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 1.6; 
GS-15: October 1, 2000: Number: 111; 
GS-15: October 1, 2000: Percent: 4.8; 
GS-15: September 2007: Number: 214; 
GS-15: September 2007: Percent: 7.4; 
GS-14: October 1, 2000: Number: 335; 
GS-14: October 1, 2000: Percent: 7.0; 
GS-14: September 2007: Number: 695; 
GS-14: September 2007: Percent: 10.1. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 1.0; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 1.6; 
GS-15: October 1, 2000: Number: 28; 
GS-15: October 1, 2000: Percent: 1.2; 
GS-15: September 2007: Number: 79; 
GS-15: September 2007: Percent: 2.7; 
GS-14: October 1, 2000: Number: 139; 
GS-14: October 1, 2000: Percent: 2.9; 
GS-14: September 2007: Number: 314; 
GS-14: September 2007: Percent: 4.5. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 1.4; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 2.2; 
GS-15: October 1, 2000: Number: 39; 
GS-15: October 1, 2000: Percent: 1.7; 
GS-15: September 2007: Number: 52; 
GS-15: September 2007: Percent: 1.8; 
GS-14: October 1, 2000: Number: 65; 
GS-14: October 1, 2000: Percent: 1.4; 
GS-14: September 2007: Number: 119; 
GS-14: September 2007: Percent: 1.7. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 1.0; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 0.6; 
GS-15: October 1, 2000: Number: 14; 
GS-15: October 1, 2000: Percent: 0.6; 
GS-15: September 2007: Number: 26; 
GS-15: September 2007: Percent: 0.9; 
GS-14: October 1, 2000: Number: 43; 
GS-14: October 1, 2000: Percent: 0.9; 
GS-14: September 2007: Number: 76; 
GS-14: September 2007: Percent: 1.1. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 201; 
SES: October 1, 2000: Percent: 67.9; 
SES: September 2007: Number: 197; 
SES: September 2007: Percent: 62.1; 
GS-15: October 1, 2000: Number: 1,573; 
GS-15: October 1, 2000: Percent: 68.5; 
GS-15: September 2007: Number: 1,726; 
GS-15: September 2007: Percent: 59.8; 
GS-14: October 1, 2000: Number: 2,910; 
GS-14: October 1, 2000: Percent: 60.7; 
GS-14: September 2007: Number: 3,480; 
GS-14: September 2007: Percent: 50.4. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 58; 
SES: October 1, 2000: Percent: 19.6; 
SES: September 2007: Number: 74; 
SES: September 2007: Percent: 23.3; 
GS-15: October 1, 2000: Number: 408; 
GS-15: October 1, 2000: Percent: 17.8; 
GS-15: September 2007: Number: 577; 
GS-15: September 2007: Percent: 20.0; 
GS-14: October 1, 2000: Number: 923; 
GS-14: October 1, 2000: Percent: 19.2; 
GS-14: September 2007: Number: 1,449; 
GS-14: September 2007: Percent: 21.0. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 1; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 2; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 1; 
GS-14: September 2007: Percent: 0. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 296; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 317; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 2,298; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 2,887; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 4,795; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 6,906; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 37; 
SES: October 1, 2000: Percent: 12.5; 
SES: September 2007: Number: 46; 
SES: September 2007: Percent: 14.5; 
GS-15: October 1, 2000: Number: 316; 
GS-15: October 1, 2000: Percent: 13.8; 
GS-15: September 2007: Number: 583; 
GS-15: September 2007: Percent: 20.2; 
GS-14: October 1, 2000: Number: 960; 
GS-14: October 1, 2000: Percent: 20.0; 
GS-14: September 2007: Number: 1,976; 
GS-14: September 2007: Percent: 28.6. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 227; 
SES: October 1, 2000: Percent: 76.7; 
SES: September 2007: Number: 227; 
SES: September 2007: Percent: 71.6; 
GS-15: October 1, 2000: Number: 1,794; 
GS-15: October 1, 2000: Percent: 78.1; 
GS-15: September 2007: Number: 2,105; 
GS-15: September 2007: Percent: 72.9; 
GS-14: October 1, 2000: Number: 3,503; 
GS-14: October 1, 2000: Percent: 73.1; 
GS-14: September 2007: Number: 4,647; 
GS-14: September 2007: Percent: 67.3. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 26; 
SES: October 1, 2000: Percent: 8.8; 
SES: September 2007: Number: 30; 
SES: September 2007: Percent: 9.5; 
GS-15: October 1, 2000: Number: 221; 
GS-15: October 1, 2000: Percent: 9.6; 
GS-15: September 2007: Number: 378; 
GS-15: September 2007: Percent: 13.1; 
GS-14: October 1, 2000: Number: 593; 
GS-14: October 1, 2000: Percent: 12.4; 
GS-14: September 2007: Number: 1,166; 
GS-14: September 2007: Percent: 16.9. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 69; 
SES: October 1, 2000: Percent: 23.3; 
SES: September 2007: Number: 90; 
SES: September 2007: Percent: 28.4; 
GS-15: October 1, 2000: Number: 503; 
GS-15: October 1, 2000: Percent: 21.9; 
GS-15: September 2007: Number: 782; 
GS-15: September 2007: Percent: 27.1; 
GS-14: October 1, 2000: Number: 1,290; 
GS-14: October 1, 2000: Percent: 26.9; 
GS-14: September 2007: Number: 2,259; 
GS-14: September 2007: Percent: 32.7. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 11; 
SES: October 1, 2000: Percent: 3.7; 
SES: September 2007: Number: 16; 
SES: September 2007: Percent: 5.0; 
GS-15: October 1, 2000: Number: 95; 
GS-15: October 1, 2000: Percent: 4.1; 
GS-15: September 2007: Number: 205; 
GS-15: September 2007: Percent: 7.1; 
GS-14: October 1, 2000: Number: 367; 
GS-14: October 1, 2000: Percent: 7.7; 
GS-14: September 2007: Number: 810; 
GS-14: September 2007: Percent: 11.7. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 14: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Defense: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 21; 
SES: October 1, 2000: Percent: 1.8; 
SES: September 2007: Number: 27; 
SES: September 2007: Percent: 2.4; 
GS-15: October 1, 2000: Number: 231; 
GS-15: October 1, 2000: Percent: 2.1; 
GS-15: September 2007: Number: 221; 
GS-15: September 2007: Percent: 2.6; 
GS-14: October 1, 2000: Number: 604; 
GS-14: October 1, 2000: Percent: 3.1; 
GS-14: September 2007: Number: 576; 
GS-14: September 2007: Percent: 3.7. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 10; 
SES: October 1, 2000: Percent: 0.9; 
SES: September 2007: Number: 16; 
SES: September 2007: Percent: 1.4; 
GS-15: October 1, 2000: Number: 124; 
GS-15: October 1, 2000: Percent: 1.1; 
GS-15: September 2007: Number: 122; 
GS-15: September 2007: Percent: 1.5; 
GS-14: October 1, 2000: Number: 468; 
GS-14: October 1, 2000: Percent: 2.4; 
GS-14: September 2007: Number: 486; 
GS-14: September 2007: Percent: 3.1. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 6; 
SES: October 1, 2000: Percent: 0.5; 
SES: September 2007: Number: 8; 
SES: September 2007: Percent: 0.7; 
GS-15: October 1, 2000: Number: 50; 
GS-15: October 1, 2000: Percent: 0.4; 
GS-15: September 2007: Number: 33; 
GS-15: September 2007: Percent: 0.4; 
GS-14: October 1, 2000: Number: 72; 
GS-14: October 1, 2000: Percent: 0.4; 
GS-14: September 2007: Number: 63; 
GS-14: September 2007: Percent: 0.4. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.1; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 0.2; 
GS-15: October 1, 2000: Number: 9; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 12; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: 24; 
GS-14: October 1, 2000: Percent: 0.1; 
GS-14: September 2007: Number: 24; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 13; 
SES: October 1, 2000: Percent: 1.1; 
SES: September 2007: Number: 15; 
SES: September 2007: Percent: 1.3; 
GS-15: October 1, 2000: Number: 282; 
GS-15: October 1, 2000: Percent: 2.5; 
GS-15: September 2007: Number: 307; 
GS-15: September 2007: Percent: 3.7; 
GS-14: October 1, 2000: Number: 554; 
GS-14: October 1, 2000: Percent: 2.9; 
GS-14: September 2007: Number: 563; 
GS-14: September 2007: Percent: 3.6. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 9; 
SES: October 1, 2000: Percent: 0.8; 
SES: September 2007: Number: 9; 
SES: September 2007: Percent: 0.8; 
GS-15: October 1, 2000: Number: 37; 
GS-15: October 1, 2000: Percent: 0.3; 
GS-15: September 2007: Number: 69; 
GS-15: September 2007: Percent: 0.8; 
GS-14: October 1, 2000: Number: 141; 
GS-14: October 1, 2000: Percent: 0.7; 
GS-14: September 2007: Number: 184; 
GS-14: September 2007: Percent: 1.2. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 7; 
SES: October 1, 2000: Percent: 0.6; 
SES: September 2007: Number: 12; 
SES: September 2007: Percent: 1.1; 
GS-15: October 1, 2000: Number: 158; 
GS-15: October 1, 2000: Percent: 1.4; 
GS-15: September 2007: Number: 173; 
GS-15: September 2007: Percent: 2.1; 
GS-14: October 1, 2000: Number: 335; 
GS-14: October 1, 2000: Percent: 1.7; 
GS-14: September 2007: Number: 386; 
GS-14: September 2007: Percent: 2.5. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 0.3; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 0.4; 
GS-15: October 1, 2000: Number: 28; 
GS-15: October 1, 2000: Percent: 0.3; 
GS-15: September 2007: Number: 40; 
GS-15: September 2007: Percent: 0.5; 
GS-14: October 1, 2000: Number: 104; 
GS-14: October 1, 2000: Percent: 0.5; 
GS-14: September 2007: Number: 139; 
GS-14: September 2007: Percent: 0.9. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 909; 
SES: October 1, 2000: Percent: 79.5; 
SES: September 2007: Number: 802; 
SES: September 2007: Percent: 71.4; 
GS-15: October 1, 2000: Number: 8,795; 
GS-15: October 1, 2000: Percent: 79.0; 
GS-15: September 2007: Number: 6,173; 
GS-15: September 2007: Percent: 73.7; 
GS-14: October 1, 2000: Number: 13,612; 
GS-14: October 1, 2000: Percent: 70.4; 
GS-14: September 2007: Number: 10,151; 
GS-14: September 2007: Percent: 65.8. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 163; 
SES: October 1, 2000: Percent: 14.2; 
SES: September 2007: Number: 221; 
SES: September 2007: Percent: 19.7; 
GS-15: October 1, 2000: Number: 1,409; 
GS-15: October 1, 2000: Percent: 12.7; 
GS-15: September 2007: Number: 1,221; 
GS-15: September 2007: Percent: 14.6; 
GS-14: October 1, 2000: Number: 3,409; 
GS-14: October 1, 2000: Percent: 17.6; 
GS-14: September 2007: Number: 2,831; 
GS-14: September 2007: Percent: 18.3. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.2; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 0.6; 
GS-15: October 1, 2000: Number: 14; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 5; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: 25; 
GS-14: October 1, 2000: Percent: 0.1; 
GS-14: September 2007: Number: 32; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 1,144; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 1,123; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 11,137; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 8,376; 
GS-15: September 2007: Percent: 100.00; 
GS-14: October 1, 2000: Number: 19,348; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 15,435; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 70; 
SES: October 1, 2000: Percent: 6.1; 
SES: September 2007: Number: 93; 
SES: September 2007: Percent: 8.3; 
GS-15: October 1, 2000: Number: 919; 
GS-15: October 1, 2000: Percent: 8.3; 
GS-15: September 2007: Number: 977; 
GS-15: September 2007: Percent: 11.7; 
GS-14: October 1, 2000: Number: 2,302; 
GS-14: October 1, 2000: Percent: 11.9; 
GS-14: September 2007: Number: 2,421; 
GS-14: September 2007: Percent: 15.7. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 956; 
SES: October 1, 2000: Percent: 83.6; 
SES: September 2007: Number: 869; 
SES: September 2007: Percent: 9,516; 
GS-15: October 1, 2000: Number: 85.4; 
GS-15: October 1, 2000: Percent: 6,911; 
GS-15: September 2007: Number: 82.5; 
GS-15: September 2007: Percent: 15,177; 
GS-14: October 1, 2000: Number: 78.4; 
GS-14: October 1, 2000: Percent: 11,756; 
GS-14: September 2007: Number: 76.2; 
GS-14: September 2007: Percent: 49.3. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 47; 
SES: October 1, 2000: Percent: 4.1; 
SES: September 2007: Number: 62; 
SES: September 2007: Percent: 5.5; 
GS-15: October 1, 2000: Number: 721; 
GS-15: October 1, 2000: Percent: 6.5; 
GS-15: September 2007: Number: 734; 
GS-15: September 2007: Percent: 8.8; 
GS-14: October 1, 2000: Number: 1,565; 
GS-14: October 1, 2000: Percent: 8.1; 
GS-14: September 2007: Number: 1,588; 
GS-14: September 2007: Percent: 10.3. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 186; 
SES: October 1, 2000: Percent: 16.3; 
SES: September 2007: Number: 254; 
SES: September 2007: Percent: 22.6; 
GS-15: October 1, 2000: Number: 1,607; 
GS-15: October 1, 2000: Percent: 14.4; 
GS-15: September 2007: Number: 1,465; 
GS-15: September 2007: Percent: 17.5; 
GS-14: October 1, 2000: Number: 4,146; 
GS-14: October 1, 2000: Percent: 21.4; 
GS-14: September 2007: Number: 3,679; 
GS-14: September 2007: Percent: 23.8. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 23; 
SES: October 1, 2000: Percent: 2.0; 
SES: September 2007: Number: 31; 
SES: September 2007: Percent: 2.8; 
GS-15: October 1, 2000: Number: 198; 
GS-15: October 1, 2000: Percent: 1.8; 
GS-15: September 2007: Number: 243; 
GS-15: September 2007: Percent: 2.9; 
GS-14: October 1, 2000: Number: 737; 
GS-14: October 1, 2000: Percent: 3.8; 
GS-14: September 2007: Number: 833; 
GS-14: September 2007: Percent: 5.4. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 15: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Education: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 8; 
SES: October 1, 2000: Percent: 13.3; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 4.5; 
GS-15: October 1, 2000: Number: 31; 
GS-15: October 1, 2000: Percent: 6.7; 
GS-15: September 2007: Number: 30; 
GS-15: September 2007: Percent: 6.3; 
GS-14: October 1, 2000: Number: 68; 
GS-14: October 1, 2000: Percent: 8.7; 
GS-14: September 2007: Number: 68; 
GS-14: September 2007: Percent: 8.0. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.7; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 7.6; 
GS-15: October 1, 2000: Number: 40; 
GS-15: October 1, 2000: Percent: 8.7; 
GS-15: September 2007: Number: 51; 
GS-15: September 2007: Percent: 10.8; 
GS-14: October 1, 2000: Number: 117; 
GS-14: October 1, 2000: Percent: 14.9; 
GS-14: September 2007: Number: 154; 
GS-14: September 2007: Percent: 18.2. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.7; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 2; 
GS-15: September 2007: Percent: 0.4; 
GS-14: October 1, 2000: Number: 3; 
GS-14: October 1, 2000: Percent: 0.4; 
GS-14: September 2007: Number: 2; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 0.9; 
GS-15: September 2007: Number: 4; 
GS-15: September 2007: Percent: 0.8; 
GS-14: October 1, 2000: Number: 3; 
GS-14: October 1, 2000: Percent: 0.4; 
GS-14: September 2007: Number: 3; 
GS-14: September 2007: Percent: 0.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.7; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 1.5; 
GS-15: October 1, 2000: Number: 7; 
GS-15: October 1, 2000: Percent: 1.5; 
GS-15: September 2007: Number: 8; 
GS-15: September 2007: Percent: 1.7; 
GS-14: October 1, 2000: Number: 10; 
GS-14: October 1, 2000: Percent: 1.3; 
GS-14: September 2007: Number: 19; 
GS-14: September 2007: Percent: 2.2. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.7; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 1.5; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 3; 
GS-15: September 2007: Percent: 0.6; 
GS-14: October 1, 2000: Number: 10; 
GS-14: October 1, 2000: Percent: 1.3; 
GS-14: September 2007: Number: 25; 
GS-14: September 2007: Percent: 2.9. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.7; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 8; 
GS-15: October 1, 2000: Percent: 1.7; 
GS-15: September 2007: Number: 7; 
GS-15: September 2007: Percent: 1.5; 
GS-14: October 1, 2000: Number: 9; 
GS-14: October 1, 2000: Percent: 1.1; 
GS-14: September 2007: Number: 12; 
GS-14: September 2007: Percent: 1.4. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 6; 
GS-15: October 1, 2000: Percent: 1.3; 
GS-15: September 2007: Number: 5; 
GS-15: September 2007: Percent: 1.1; 
GS-14: October 1, 2000: Number: 12; 
GS-14: October 1, 2000: Percent: 1.5; 
GS-14: September 2007: Number: 11; 
GS-14: September 2007: Percent: 1.3. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 32; 
SES: October 1, 2000: Percent: 53.3; 
SES: September 2007: Number: 38; 
SES: September 2007: Percent: 57.6; 
GS-15: October 1, 2000: Number: 212; 
GS-15: October 1, 2000: Percent: 46.1; 
GS-15: September 2007: Number: 187; 
GS-15: September 2007: Percent: 39.5; 
GS-14: October 1, 2000: Number: 300; 
GS-14: October 1, 2000: Percent: 38.2; 
GS-14: September 2007: Number: 270; 
GS-14: September 2007: Percent: 31.8. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 15; 
SES: October 1, 2000: Percent: 25.0; 
SES: September 2007: Number: 18; 
SES: September 2007: Percent: 27.3; 
GS-15: October 1, 2000: Number: 150; 
GS-15: October 1, 2000: Percent: 32.6; 
GS-15: September 2007: Number: 177; 
GS-15: September 2007: Percent: 37.3; 
GS-14: October 1, 2000: Number: 254; 
GS-14: October 1, 2000: Percent: 32.3; 
GS-14: September 2007: Number: 284; 
GS-14: September 2007: Percent: 33.5. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 60; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 66; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 460; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 474; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 786; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 848; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 13; 
SES: October 1, 2000: Percent: 21.7; 
SES: September 2007: Number: 10; 
SES: September 2007: Percent: 15.2; 
GS-15: October 1, 2000: Number: 98; 
GS-15: October 1, 2000: Percent: 21.3; 
GS-15: September 2007: Number: 110; 
GS-15: September 2007: Percent: 23.2; 
GS-14: October 1, 2000: Number: 232; 
GS-14: October 1, 2000: Percent: 29.5; 
GS-14: September 2007: Number: 294; 
GS-14: September 2007: Percent: 34.7. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 43; 
SES: October 1, 2000: Percent: 71.7; 
SES: September 2007: Number: 42; 
SES: September 2007: Percent: 63.6; 
GS-15: October 1, 2000: Number: 259; 
GS-15: October 1, 2000: Percent: 56.3; 
GS-15: September 2007: Number: 234; 
GS-15: September 2007: Percent: 49.4; 
GS-14: October 1, 2000: Number: 390; 
GS-14: October 1, 2000: Percent: 49.6; 
GS-14: September 2007: Number: 371; 
GS-14: September 2007: Percent: 43.8. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 11; 
SES: October 1, 2000: Percent: 18.3; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 6.1; 
GS-15: October 1, 2000: Number: 47; 
GS-15: October 1, 2000: Percent: 10.2; 
GS-15: September 2007: Number: 47; 
GS-15: September 2007: Percent: 9.9; 
GS-14: October 1, 2000: Number: 90; 
GS-14: October 1, 2000: Percent: 11.5; 
GS-14: September 2007: Number: 101; 
GS-14: September 2007: Percent: 11.9. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 17; 
SES: October 1, 2000: Percent: 28.3; 
SES: September 2007: Number: 24; 
SES: September 2007: Percent: 36.4; 
GS-15: October 1, 2000: Number: 201; 
GS-15: October 1, 2000: Percent: 43.7; 
GS-15: September 2007: Number: 240; 
GS-15: September 2007: Percent: 50.6; 
GS-14: October 1, 2000: Number: 396; 
GS-14: October 1, 2000: Percent: 50.4; 
GS-14: September 2007: Number: 477; 
GS-14: September 2007: Percent: 56.3. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 3.3; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 9.1; 
GS-15: October 1, 2000: Number: 51; 
GS-15: October 1, 2000: Percent: 11.1; 
GS-15: September 2007: Number: 63; 
GS-15: September 2007: Percent: 13.3; 
GS-14: October 1, 2000: Number: 142; 
GS-14: October 1, 2000: Percent: 18.1; 
GS-14: September 2007: Number: 193; 
GS-14: September 2007: Percent: 22.8. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 16: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Energy: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 14; 
SES: October 1, 2000: Percent: 3.6; 
SES: September 2007: Number: 16; 
SES: September 2007: Percent: 3.89; 
GS-15: October 1, 2000: Number: 65; 
GS-15: October 1, 2000: Percent: 3.3; 
GS-15: September 2007: Number: 68; 
GS-15: September 2007: Percent: 3.4; 
GS-14: October 1, 2000: Number: 84; 
GS-14: October 1, 2000: Percent: 3.0; 
GS-14: September 2007: Number: 82; 
GS-14: September 2007: Percent: 3.0. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 1.3; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 1.7; 
GS-15: October 1, 2000: Number: 44; 
GS-15: October 1, 2000: Percent: 2.2; 
GS-15: September 2007: Number: 65; 
GS-15: September 2007: Percent: 3.3; 
GS-14: October 1, 2000: Number: 106; 
GS-14: October 1, 2000: Percent: 3.8; 
GS-14: September 2007: Number: 151; 
GS-14: September 2007: Percent: 5.6. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 0.8; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 0.5; 
GS-15: October 1, 2000: Number: 7; 
GS-15: October 1, 2000: Percent: 0.4; 
GS-15: September 2007: Number: 13; 
GS-15: September 2007: Percent: 0.7; 
GS-14: October 1, 2000: Number: 20; 
GS-14: October 1, 2000: Percent: 0.7; 
GS-14: September 2007: Number: 21; 
GS-14: September 2007: Percent: 0.8. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 0.5; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 3; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 8; 
GS-14: October 1, 2000: Percent: 0.3; 
GS-14: September 2007: Number: 11; 
GS-14: September 2007: Percent: 0.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 8; 
SES: October 1, 2000: Percent: 2.0; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 1.2; 
GS-15: October 1, 2000: Number: 59; 
GS-15: October 1, 2000: Percent: 3.0; 
GS-15: September 2007: Number: 85; 
GS-15: September 2007: Percent: 4.3; 
GS-14: October 1, 2000: Number: 128; 
GS-14: October 1, 2000: Percent: 4.6; 
GS-14: September 2007: Number: 112; 
GS-14: September 2007: Percent: 4.1. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.3; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 1.4; 
GS-15: October 1, 2000: Number: 14; 
GS-15: October 1, 2000: Percent: 0.7; 
GS-15: September 2007: Number: 29; 
GS-15: September 2007: Percent: 1.5; 
GS-14: October 1, 2000: Number: 29; 
GS-14: October 1, 2000: Percent: 1.0; 
GS-14: September 2007: Number: 39; 
GS-14: September 2007: Percent: 1.4. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 9; 
SES: October 1, 2000: Percent: 2.3; 
SES: September 2007: Number: 17; 
SES: September 2007: Percent: 4.0; 
GS-15: October 1, 2000: Number: 42; 
GS-15: October 1, 2000: Percent: 2.1; 
GS-15: September 2007: Number: 42; 
GS-15: September 2007: Percent: 2.1; 
GS-14: October 1, 2000: Number: 91; 
GS-14: October 1, 2000: Percent: 3.2; 
GS-14: September 2007: Number: 95; 
GS-14: September 2007: Percent: 3.5. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.5; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 1.2; 
GS-15: October 1, 2000: Number: 10; 
GS-15: October 1, 2000: Percent: 0.5; 
GS-15: September 2007: Number: 21; 
GS-15: September 2007: Percent: 1.1; 
GS-14: October 1, 2000: Number: 34; 
GS-14: October 1, 2000: Percent: 1.2; 
GS-14: September 2007: Number: 68; 
GS-14: September 2007: Percent: 2.5. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 283; 
SES: October 1, 2000: Percent: 72.4; 
SES: September 2007: Number: 285; 
SES: September 2007: Percent: 67.7; 
GS-15: October 1, 2000: Number: 1,429; 
GS-15: October 1, 2000: Percent: 71.5; 
GS-15: September 2007: Number: 1,230; 
GS-15: September 2007: Percent: 62.3; 
GS-14: October 1, 2000: Number: 1,731; 
GS-14: October 1, 2000: Percent: 61.7; 
GS-14: September 2007: Number: 1,475; 
GS-14: September 2007: Percent: 54.4. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 66; 
SES: October 1, 2000: Percent: 16.9; 
SES: September 2007: Number: 76; 
SES: September 2007: Percent: 18.1; 
GS-15: October 1, 2000: Number: 325; 
GS-15: October 1, 2000: Percent: 16.3; 
GS-15: September 2007: Number: 418; 
GS-15: September 2007: Percent: 21.2; 
GS-14: October 1, 2000: Number: 573; 
GS-14: October 1, 2000: Percent: 20.4; 
GS-14: September 2007: Number: 645; 
GS-14: September 2007: Percent: 23.8. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 1; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: 2; 
GS-14: October 1, 2000: Percent: 0.1; 
GS-14: September 2007: Number: 10; 
GS-14: September 2007: Percent: 0.4. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 391; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 421; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 1,999; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 1,975; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 2,806; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 2,709; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 42; 
SES: October 1, 2000: Percent: 10.7; 
SES: September 2007: Number: 60; 
SES: September 2007: Percent: 14.3; 
GS-15: October 1, 2000: Number: 244; 
GS-15: October 1, 2000: Percent: 12.2; 
GS-15: September 2007: Number: 326; 
GS-15: September 2007: Percent: 16.5; 
GS-14: October 1, 2000: Number: 500; 
GS-14: October 1, 2000: Percent: 17.8; 
GS-14: September 2007: Number: 579; 
GS-14: September 2007: Percent: 21.4. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 317; 
SES: October 1, 2000: Percent: 81.1; 
SES: September 2007: Number: 325; 
SES: September 2007: Percent: 77.2; 
GS-15: October 1, 2000: Number: 1,602; 
GS-15: October 1, 2000: Percent: 80.1; 
GS-15: September 2007: Number: 1,439; 
GS-15: September 2007: Percent: 72.9; 
GS-14: October 1, 2000: Number: 2,054; 
GS-14: October 1, 2000: Percent: 73.2; 
GS-14: September 2007: Number: 1,792; 
GS-14: September 2007: Percent: 66.1. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 34; 
SES: October 1, 2000: Percent: 8.7; 
SES: September 2007: Number: 40; 
SES: September 2007: Percent: 9.5; 
GS-15: October 1, 2000: Number: 173; 
GS-15: October 1, 2000: Percent: 8.7; 
GS-15: September 2007: Number: 208; 
GS-15: September 2007: Percent: 10.5; 
GS-14: October 1, 2000: Number: 323; 
GS-14: October 1, 2000: Percent: 11.5; 
GS-14: September 2007: Number: 310; 
GS-14: September 2007: Percent: 11.4. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 74; 
SES: October 1, 2000: Percent: 18.9; 
SES: September 2007: Number: 96; 
SES: September 2007: Percent: 22.8; 
GS-15: October 1, 2000: Number: 396; 
GS-15: October 1, 2000: Percent: 19.8; 
GS-15: September 2007: Number: 536; 
GS-15: September 2007: Percent: 27.1; 
GS-14: October 1, 2000: Number: 750; 
GS-14: October 1, 2000: Percent: 26.7; 
GS-14: September 2007: Number: 917; 
GS-14: September 2007: Percent: 33.9. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 8; 
SES: October 1, 2000: Percent: 2.0; 
SES: September 2007: Number: 20; 
SES: September 2007: Percent: 4.8; 
GS-15: October 1, 2000: Number: 71; 
GS-15: October 1, 2000: Percent: 3.6; 
GS-15: September 2007: Number: 118; 
GS-15: September 2007: Percent: 6.0; 
GS-14: October 1, 2000: Number: 177; 
GS-14: October 1, 2000: Percent: 6.3; 
GS-14: September 2007: Number: 269; 
GS-14: September 2007: Percent: 9.9. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 17: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Environmental Protection Agency: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 18; 
SES: October 1, 2000: Percent: 7.1; 
SES: September 2007: Number: 14; 
SES: September 2007: Percent: 5.4; 
GS-15: October 1, 2000: Number: 41; 
GS-15: October 1, 2000: Percent: 2.3; 
GS-15: September 2007: Number: 61; 
GS-15: September 2007: Percent: 2.6; 
GS-14: October 1, 2000: Number: 102; 
GS-14: October 1, 2000: Percent: 3.4; 
GS-14: September 2007: Number: 129; 
GS-14: September 2007: Percent: 4.4. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 2.0; 
SES: September 2007: Number: 10; 
SES: September 2007: Percent: 3.8; 
GS-15: October 1, 2000: Number: 80; 
GS-15: October 1, 2000: Percent: 4.4; 
GS-15: September 2007: Number: 132; 
GS-15: September 2007: Percent: 5.7; 
GS-14: October 1, 2000: Number: 201; 
GS-14: October 1, 2000: Percent: 6.7; 
GS-14: September 2007: Number: 257; 
GS-14: September 2007: Percent: 8.8. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 6; 
GS-15: September 2007: Percent: 0.3; 
GS-14: October 1, 2000: Number: 7; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 6; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.4; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 4; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 5; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 6; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.8; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 1.1; 
GS-15: October 1, 2000: Number: 30; 
GS-15: October 1, 2000: Percent: 1.7; 
GS-15: September 2007: Number: 46; 
GS-15: September 2007: Percent: 2.0; 
GS-14: October 1, 2000: Number: 78; 
GS-14: October 1, 2000: Percent: 2.6; 
GS-14: September 2007: Number: 98; 
GS-14: September 2007: Percent: 3.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 1.6; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 1.5; 
GS-15: October 1, 2000: Number: 14; 
GS-15: October 1, 2000: Percent: 0.8; 
GS-15: September 2007: Number: 37; 
GS-15: September 2007: Percent: 1.6; 
GS-14: October 1, 2000: Number: 49; 
GS-14: October 1, 2000: Percent: 1.6; 
GS-14: September 2007: Number: 69; 
GS-14: September 2007: Percent: 2.4. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 9; 
SES: October 1, 2000: Percent: 3.5; 
SES: September 2007: Number: 11; 
SES: September 2007: Percent: 4.2; 
GS-15: October 1, 2000: Number: 27; 
GS-15: October 1, 2000: Percent: 1.5; 
GS-15: September 2007: Number: 46; 
GS-15: September 2007: Percent: 2.0; 
GS-14: October 1, 2000: Number: 63; 
GS-14: October 1, 2000: Percent: 2.1; 
GS-14: September 2007: Number: 72; 
GS-14: September 2007: Percent: 2.5. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.4; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 0.8; 
GS-15: October 1, 2000: Number: 14; 
GS-15: October 1, 2000: Percent: 0.8; 
GS-15: September 2007: Number: 70; 
GS-15: September 2007: Percent: 1.7; 
GS-14: October 1, 2000: Number: 48; 
GS-14: October 1, 2000: Percent: 1.6; 
GS-14: September 2007: Number: 51; 
GS-14: September 2007: Percent: 1.8. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 150; 
SES: October 1, 2000: Percent: 58.8; 
SES: September 2007: Number: 134; 
SES: September 2007: Percent: 51.3; 
GS-15: October 1, 2000: Number: 1,086; 
GS-15: October 1, 2000: Percent: 60.2; 
GS-15: September 2007: Number: 1,211; 
GS-15: September 2007: Percent: 52.2; 
GS-14: October 1, 2000: Number: 1,558; 
GS-14: October 1, 2000: Percent: 51.9; 
GS-14: September 2007: Number: 1,325; 
GS-14: September 2007: Percent: 45.5. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 66; 
SES: October 1, 2000: Percent: 25.9; 
SES: September 2007: Number: 81; 
SES: September 2007: Percent: 31.0; 
GS-15: October 1, 2000: Number: 508; 
GS-15: October 1, 2000: Percent: 28.1; 
GS-15: September 2007: Number: 728; 
GS-15: September 2007: Percent: 31.4; 
GS-14: October 1, 2000: Number: 890; 
GS-14: October 1, 2000: Percent: 29.7; 
GS-14: September 2007: Number: 896; 
GS-14: September 2007: Percent: 30.8. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.4; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 9; 
GS-15: September 2007: Percent: 0.4; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 4; 
GS-14: September 2007: Percent: 0.1. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 255; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 261; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 1,805; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 2,320; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 3,001; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 2,913; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 39; 
SES: October 1, 2000: Percent: 15.3; 
SES: September 2007: Number: 45; 
SES: September 2007: Percent: 17.2; 
GS-15: October 1, 2000: Number: 210; 
GS-15: October 1, 2000: Percent: 11.6; 
GS-15: September 2007: Number: 372; 
GS-15: September 2007: Percent: 16.0; 
GS-14: October 1, 2000: Number: 553; 
GS-14: October 1, 2000: Percent: 18.4; 
GS-14: September 2007: Number: 688; 
GS-14: September 2007: Percent: 23.6. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 179; 
SES: October 1, 2000: Percent: 70.2; 
SES: September 2007: Number: 163; 
SES: September 2007: Percent: 62.5; 
GS-15: October 1, 2000: Number: 1,186; 
GS-15: October 1, 2000: Percent: 65.7; 
GS-15: September 2007: Number: 1,377; 
GS-15: September 2007: Percent: 59.4; 
GS-14: October 1, 2000: Number: 1,808; 
GS-14: October 1, 2000: Percent: 60.2; 
GS-14: September 2007: Number: 1,632; 
GS-14: September 2007: Percent: 56.0. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 29; 
SES: October 1, 2000: Percent: 11.4; 
SES: September 2007: Number: 28; 
SES: September 2007: Percent: 10.7; 
GS-15: October 1, 2000: Number: 100; 
GS-15: October 1, 2000: Percent: 5.5; 
GS-15: September 2007: Number: 159; 
GS-15: September 2007: Percent: 6.9; 
GS-14: October 1, 2000: Number: 250; 
GS-14: October 1, 2000: Percent: 8.3; 
GS-14: September 2007: Number: 305; 
GS-14: September 2007: Percent: 10.5. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 76; 
SES: October 1, 2000: Percent: 29.8; 
SES: September 2007: Number: 98; 
SES: September 2007: Percent: 37.5; 
GS-15: October 1, 2000: Number: 618; 
GS-15: October 1, 2000: Percent: 34.2; 
GS-15: September 2007: Number: 943; 
GS-15: September 2007: Percent: 40.6; 
GS-14: October 1, 2000: Number: 1,193; 
GS-14: October 1, 2000: Percent: 39.8; 
GS-14: September 2007: Number: 1,281; 
GS-14: September 2007: Percent: 44.0. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 10; 
SES: October 1, 2000: Percent: 3.9; 
SES: September 2007: Number: 17; 
SES: September 2007: Percent: 6.5; 
GS-15: October 1, 2000: Number: 110; 
GS-15: October 1, 2000: Percent: 6.1; 
GS-15: September 2007: Number: 213; 
GS-15: September 2007: Percent: 9.2; 
GS-14: October 1, 2000: Number: 303; 
GS-14: October 1, 2000: Percent: 10.1; 
GS-14: September 2007: Number: 38.3; 
GS-14: September 2007: Percent: 13.1. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 18: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the General Services Administration: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 6; 
SES: October 1, 2000: Percent: 7.1; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 3.8; 
GS-15: October 1, 2000: Number: 28; 
GS-15: October 1, 2000: Percent: 4.7; 
GS-15: September 2007: Number: 34; 
GS-15: September 2007: Percent: 5.4; 
GS-14: October 1, 2000: Number: 85; 
GS-14: October 1, 2000: Percent: 6.5; 
GS-14: September 2007: Number: 137; 
GS-14: September 2007: Percent: 8.6. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 4.8; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 6.3; 
GS-15: October 1, 2000: Number: 31; 
GS-15: October 1, 2000: Percent: 5.2; 
GS-15: September 2007: Number: 52; 
GS-15: September 2007: Percent: 8.2; 
GS-14: October 1, 2000: Number: 125; 
GS-14: October 1, 2000: Percent: 9.6; 
GS-14: September 2007: Number: 180; 
GS-14: September 2007: Percent: 11.3. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.5; 
GS-15: September 2007: Number: 2; 
GS-15: September 2007: Percent: 0.3; 
GS-14: October 1, 2000: Number: 4; 
GS-14: October 1, 2000: Percent: 0.3; 
GS-14: September 2007: Number: 4; 
GS-14: September 2007: Percent: 0.3. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 1; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 2; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 2; 
GS-14: September 2007: Percent: 0.1. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 1.3; 
GS-15: October 1, 2000: Number: 6; 
GS-15: October 1, 2000: Percent: 1.0; 
GS-15: September 2007: Number: 11; 
GS-15: September 2007: Percent: 1.7; 
GS-14: October 1, 2000: Number: 31; 
GS-14: October 1, 2000: Percent: 2.4; 
GS-14: September 2007: Number: 45; 
GS-14: September 2007: Percent: 2.8. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.2; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 0.7; 
GS-15: September 2007: Number: 11; 
GS-15: September 2007: Percent: 1.7; 
GS-14: October 1, 2000: Number: 14; 
GS-14: October 1, 2000: Percent: 1.1; 
GS-14: September 2007: Number: 32; 
GS-14: September 2007: Percent: 2.0. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 1.3; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.5; 
GS-15: September 2007: Number: 10; 
GS-15: September 2007: Percent: 1.6; 
GS-14: October 1, 2000: Number: 16; 
GS-14: October 1, 2000: Percent: 1.2; 
GS-14: September 2007: Number: 32; 
GS-14: September 2007: Percent: 2.0. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.2; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 2.5; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 0.7; 
GS-15: September 2007: Number: 7; 
GS-15: September 2007: Percent: 1.1; 
GS-14: October 1, 2000: Number: 13; 
GS-14: October 1, 2000: Percent: 1.0; 
GS-14: September 2007: Number: 25; 
GS-14: September 2007: Percent: 1.6. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 54; 
SES: October 1, 2000: Percent: 64.3; 
SES: September 2007: Number: 52; 
SES: September 2007: Percent: 65.0; 
GS-15: October 1, 2000: Number: 383; 
GS-15: October 1, 2000: Percent: 64.4; 
GS-15: September 2007: Number: 323; 
GS-15: September 2007: Percent: 51.1; 
GS-14: October 1, 2000: Number: 565; 
GS-14: October 1, 2000: Percent: 50.3; 
GS-14: September 2007: Number: 707; 
GS-14: September 2007: Percent: 44.4. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 18; 
SES: October 1, 2000: Percent: 21.4; 
SES: September 2007: Number: 16; 
SES: September 2007: Percent: 20.0; 
GS-15: October 1, 2000: Number: 133; 
GS-15: October 1, 2000: Percent: 22.4; 
GS-15: September 2007: Number: 178; 
GS-15: September 2007: Percent: 28.2; 
GS-14: October 1, 2000: Number: 359; 
GS-14: October 1, 2000: Percent: 27.5; 
GS-14: September 2007: Number: 42.3; 
GS-14: September 2007: Percent: 26.6. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 3; 
GS-15: September 2007: Percent: 0.5; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 6; 
GS-14: September 2007: Percent: 0.4. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 84; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 80.0; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 595; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 632; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 1,305; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 1,593; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 12; 
SES: October 1, 2000: Percent: 14.3; 
SES: September 2007: Number: 12; 
SES: September 2007: Percent: 15.0; 
GS-15: October 1, 2000: Number: 79; 
GS-15: October 1, 2000: Percent: 13.3; 
GS-15: September 2007: Number: 128; 
GS-15: September 2007: Percent: 20.3; 
GS-14: October 1, 2000: Number: 290; 
GS-14: October 1, 2000: Percent: 22.2; 
GS-14: September 2007: Number: 457; 
GS-14: September 2007: Percent: 28.7. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 60; 
SES: October 1, 2000: Percent: 71.4; 
SES: September 2007: Number: 57; 
SES: September 2007: Percent: 71.3; 
GS-15: October 1, 2000: Number: 423; 
GS-15: October 1, 2000: Percent: 71.1; 
GS-15: September 2007: Number: 383; 
GS-15: September 2007: Percent: 60.6; 
GS-14: October 1, 2000: Number: 792; 
GS-14: October 1, 2000: Percent: 60.7; 
GS-14: September 2007: Number: 927; 
GS-14: September 2007: Percent: 58.2. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 6; 
SES: October 1, 2000: Percent: 7.1; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 6.3; 
GS-15: October 1, 2000: Number: 40; 
GS-15: October 1, 2000: Percent: 6.7; 
GS-15: September 2007: Number: 57; 
GS-15: September 2007: Percent: 9.0; 
GS-14: October 1, 2000: Number: 136; 
GS-14: October 1, 2000: Percent: 10.4; 
GS-14: September 2007: Number: 218; 
GS-14: September 2007: Percent: 13.7. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 24; 
SES: October 1, 2000: Percent: 28.6; 
SES: September 2007: Number: 23; 
SES: September 2007: Percent: 28.8; 
GS-15: October 1, 2000: Number: 172; 
GS-15: October 1, 2000: Percent: 28.9; 
GS-15: September 2007: Number: 249; 
GS-15: September 2007: Percent: 39.4; 
GS-14: October 1, 2000: Number: 513; 
GS-14: October 1, 2000: Percent: 39.3; 
GS-14: September 2007: Number: 666; 
GS-14: September 2007: Percent: 41.8. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 6; 
SES: October 1, 2000: Percent: 7.1; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 8.8; 
GS-15: October 1, 2000: Number: 39; 
GS-15: October 1, 2000: Percent: 6.6; 
GS-15: September 2007: Number: 7.1; 
GS-15: September 2007: Percent: 11.2; 
GS-14: October 1, 2000: Number: 154; 
GS-14: October 1, 2000: Percent: 11.8; 
GS-14: September 2007: Number: 239; 
GS-14: September 2007: Percent: 15.0. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 19: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Health and Human Services: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 22; 
SES: October 1, 2000: Percent: 5.5; 
SES: September 2007: Number: 18; 
SES: September 2007: Percent: 5.1; 
GS-15: October 1, 2000: Number: 137; 
GS-15: October 1, 2000: Percent: 3.9; 
GS-15: September 2007: Number: 161; 
GS-15: September 2007: Percent: 3.7; 
GS-14: October 1, 2000: Number: 225; 
GS-14: October 1, 2000: Percent: 3.9; 
GS-14: September 2007: Number: 296; 
GS-14: September 2007: Percent: 4.0. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 27; 
SES: October 1, 2000: Percent: 6.8; 
SES: September 2007: Number: 24; 
SES: September 2007: Percent: 6.7; 
GS-15: October 1, 2000: Number: 139; 
GS-15: October 1, 2000: Percent: 4.0; 
GS-15: September 2007: Number: 221; 
GS-15: September 2007: Percent: 5.0; 
GS-14: October 1, 2000: Number: 359; 
GS-14: October 1, 2000: Percent: 6.2; 
GS-14: September 2007: Number: 658; 
GS-14: September 2007: Percent: 9.0. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 11; 
SES: October 1, 2000: Percent: 2.8; 
SES: September 2007: Number: 12; 
SES: September 2007: Percent: 3.4; 
GS-15: October 1, 2000: Number: 46; 
GS-15: October 1, 2000: Percent: 1.3; 
GS-15: September 2007: Number: 60; 
GS-15: September 2007: Percent: 1.4; 
GS-14: October 1, 2000: Number: 73; 
GS-14: October 1, 2000: Percent: 1.3; 
GS-14: September 2007: Number: 76; 
GS-14: September 2007: Percent: 1.0. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 6; 
SES: October 1, 2000: Percent: 1.5; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 1.7; 
GS-15: October 1, 2000: Number: 29; 
GS-15: October 1, 2000: Percent: 0.8; 
GS-15: September 2007: Number: 50; 
GS-15: September 2007: Percent: 1.1; 
GS-14: October 1, 2000: Number: 83; 
GS-14: October 1, 2000: Percent: 1.4; 
GS-14: September 2007: Number: 103; 
GS-14: September 2007: Percent: 1.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 6; 
SES: October 1, 2000: Percent: 1.5; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 0.8; 
GS-15: October 1, 2000: Number: 101; 
GS-15: October 1, 2000: Percent: 2.9; 
GS-15: September 2007: Number: 144; 
GS-15: September 2007: Percent: 3.3; 
GS-14: October 1, 2000: Number: 223; 
GS-14: October 1, 2000: Percent: 3.9; 
GS-14: September 2007: Number: 362; 
GS-14: September 2007: Percent: 4.9. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 0.8; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 1.1; 
GS-15: October 1, 2000: Number: 49; 
GS-15: October 1, 2000: Percent: 1.4; 
GS-15: September 2007: Number: 116; 
GS-15: September 2007: Percent: 2.6; 
GS-14: October 1, 2000: Number: 158; 
GS-14: October 1, 2000: Percent: 2.7; 
GS-14: September 2007: Number: 316; 
GS-14: September 2007: Percent: 4.6. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 1.3; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 1.7; 
GS-15: October 1, 2000: Number: 53; 
GS-15: October 1, 2000: Percent: 1.5; 
GS-15: September 2007: Number: 74; 
GS-15: September 2007: Percent: 1.7; 
GS-14: October 1, 2000: Number: 103; 
GS-14: October 1, 2000: Percent: 1.8; 
GS-14: September 2007: Number: 120; 
GS-14: September 2007: Percent: 1.6. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 1.3; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 38; 
GS-15: October 1, 2000: Percent: 1.1; 
GS-15: September 2007: Number: 59; 
GS-15: September 2007: Percent: 1.3; 
GS-14: October 1, 2000: Number: 5.6; 
GS-14: October 1, 2000: Percent: 1.0; 
GS-14: September 2007: Number: 103; 
GS-14: September 2007: Percent: 1.4. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 211; 
SES: October 1, 2000: Percent: 52.9; 
SES: September 2007: Number: 160; 
SES: September 2007: Percent: 44.9; 
GS-15: October 1, 2000: Number: 1,774; 
GS-15: October 1, 2000: Percent: 50.9; 
GS-15: September 2007: Number: 1,886; 
GS-15: September 2007: Percent: 43.0; 
GS-14: October 1, 2000: Number: 2,450; 
GS-14: October 1, 2000: Percent: 42.5; 
GS-14: September 2007: Number: 2,493; 
GS-14: September 2007: Percent: 34.1. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 103; 
SES: October 1, 2000: Percent: 25.8; 
SES: September 2007: Number: 123; 
SES: September 2007: Percent: 34.6; 
GS-15: October 1, 2000: Number: 1,118; 
GS-15: October 1, 2000: Percent: 32.1; 
GS-15: September 2007: Number: 1,610; 
GS-15: September 2007: Percent: 36.7; 
GS-14: October 1, 2000: Number: 2,024; 
GS-14: October 1, 2000: Percent: 35.1; 
GS-14: September 2007: Number: 2,764; 
GS-14: September 2007: Percent: 37.8. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 10; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 10; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 26; 
GS-14: September 2007: Percent: 0.4. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 399; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 356; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 3,488; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 4,391; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 5,764; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 7,317; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 85; 
SES: October 1, 2000: Percent: 21.3; 
SES: September 2007: Number: 73; 
SES: September 2007: Percent: 20.5; 
GS-15: October 1, 2000: Number: 592; 
GS-15: October 1, 2000: Percent: 17.0; 
GS-15: September 2007: Number: 885; 
GS-15: September 2007: Percent: 20.2; 
GS-14: October 1, 2000: Number: 1,280; 
GS-14: October 1, 2000: Percent: 22.2; 
GS-14: September 2007: Number: 2,034; 
GS-14: September 2007: Percent: 27.8. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 255; 
SES: October 1, 2000: Percent: 63.9; 
SES: September 2007: Number: 199; 
SES: September 2007: Percent: 55.9; 
GS-15: October 1, 2000: Number: 2,111; 
GS-15: October 1, 2000: Percent: 60.5; 
GS-15: September 2007: Number: 2,329; 
GS-15: September 2007: Percent: 53.0; 
GS-14: October 1, 2000: Number: 3,074; 
GS-14: October 1, 2000: Percent: 53.3; 
GS-14: September 2007: Number: 3,363; 
GS-14: September 2007: Percent: 46.0. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 44; 
SES: October 1, 2000: Percent: 11.0; 
SES: September 2007: Number: 39; 
SES: September 2007: Percent: 11.0; 
GS-15: October 1, 2000: Number: 337; 
GS-15: October 1, 2000: Percent: 9.7; 
GS-15: September 2007: Number: 439; 
GS-15: September 2007: Percent: 10.0; 
GS-14: October 1, 2000: Number: 62.4; 
GS-14: October 1, 2000: Percent: 10.8; 
GS-14: September 2007: Number: 854; 
GS-14: September 2007: Percent: 11.7. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 144; 
SES: October 1, 2000: Percent: 36.1; 
SES: September 2007: Number: 157; 
SES: September 2007: Percent: 44.1; 
GS-15: October 1, 2000: Number: 1,373; 
GS-15: October 1, 2000: Percent: 39.4; 
GS-15: September 2007: Number: 2,062; 
GS-15: September 2007: Percent: 47.0; 
GS-14: October 1, 2000: Number: 2,680; 
GS-14: October 1, 2000: Percent: 46.5; 
GS-14: September 2007: Number: 3,954; 
GS-14: September 2007: Percent: 54.0. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 41; 
SES: October 1, 2000: Percent: 10.3; 
SES: September 2007: Number: 34; 
SES: September 2007: Percent: 9.6; 
GS-15: October 1, 2000: Number: 255; 
GS-15: October 1, 2000: Percent: 7.3; 
GS-15: September 2007: Number: 446; 
GS-15: September 2007: Percent: 10.2; 
GS-14: October 1, 2000: Number: 656; 
GS-14: October 1, 2000: Percent: 11.4; 
GS-14: September 2007: Number: 1,180; 
GS-14: September 2007: Percent: 16.1. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 20: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Homeland Security: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 13; 
SES: September 2007: Percent: 4.0; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 140; 
GS-15: September 2007: Percent: 4.6; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 327; 
GS-14: September 2007: Percent: 4.6. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 2.2; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 146; 
GS-15: September 2007: Percent: 4.8; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 537; 
GS-14: September 2007: Percent: 7.6. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.3; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 12; 
GS-15: September 2007: Percent: 0.4; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 24; 
GS-14: September 2007: Percent: 0.3. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 4; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 15; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.3; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 46; 
GS-15: September 2007: Percent: 1.5; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 158; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.3; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 27; 
GS-15: September 2007: Percent: 0.9; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 111; 
GS-14: September 2007: Percent: 1.6. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 18; 
SES: September 2007: Percent: 5.5; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 134; 
GS-15: September 2007: Percent: 4.4; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 507; 
GS-14: September 2007: Percent: 7.2. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 0.6; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 60; 
GS-15: September 2007: Percent: 2.0; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 185; 
GS-14: September 2007: Percent: 2.6. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 207; 
SES: September 2007: Percent: 63.7; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 1,728; 
GS-15: September 2007: Percent: 57.0; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 3,741; 
GS-14: September 2007: Percent: 52.9. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 75; 
SES: September 2007: Percent: 23.1; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 733; 
GS-15: September 2007: Percent: 24.2; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 1,462; 
GS-14: September 2007: Percent: 20.7. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 2; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 8; 
GS-14: September 2007: Percent: 0.1. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 325; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 3,032; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 7,075; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 43; 
SES: September 2007: Percent: 13.2; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 569; 
GS-15: September 2007: Percent: 18.8; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 1,864; 
GS-14: September 2007: Percent: 26.3. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 240; 
SES: September 2007: Percent: 73.8; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 2,061; 
GS-15: September 2007: Percent: 68.0; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 4,763; 
GS-14: September 2007: Percent: 67.3. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 33; 
SES: September 2007: Percent: 10.2; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 332; 
GS-15: September 2007: Percent: 10.9; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 1,016; 
GS-14: September 2007: Percent: 14.4. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 85; 
SES: September 2007: Percent: 26.2; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 971; 
GS-15: September 2007: Percent: 32.0; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 2,312; 
GS-14: September 2007: Percent: 32.7. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: [B]; 
SES: October 1, 2000: Percent: [B]; 
SES: September 2007: Number: 10; 
SES: September 2007: Percent: 3.1; 
GS-15: October 1, 2000: Number: [B]; 
GS-15: October 1, 2000: Percent: [B]; 
GS-15: September 2007: Number: 237; 
GS-15: September 2007: Percent: 7.8; 
GS-14: October 1, 2000: Number: [B]; 
GS-14: October 1, 2000: Percent: [B]; 
GS-14: September 2007: Number: 848; 
GS-14: September 2007: Percent: 12.0. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[B] The Department of Homeland Security did not exist before March 
2003. Its creation united 22 agencies or parts of agencies, including 
the U.S. Customs Service, which was formerly located in the Department 
of the Treasury; the Federal Emergency Management Agency; and the Coast 
Guard. 

[End of table] 

Table 21: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Housing and Urban Development: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 9; 
SES: October 1, 2000: Percent: 12.3; 
SES: September 2007: Number: 12; 
SES: September 2007: Percent: 13.5; 
GS-15: October 1, 2000: Number: 100; 
GS-15: October 1, 2000: Percent: 11.7; 
GS-15: September 2007: Number: 111; 
GS-15: September 2007: Percent: 12.0; 
GS-14: October 1, 2000: Number: 134; 
GS-14: October 1, 2000: Percent: 10.1; 
GS-14: September 2007: Number: 140; 
GS-14: September 2007: Percent: 10.0. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 11; 
SES: October 1, 2000: Percent: 15.1; 
SES: September 2007: Number: 18; 
SES: September 2007: Percent: 20.2; 
GS-15: October 1, 2000: Number: 112; 
GS-15: October 1, 2000: Percent: 13.1; 
GS-15: September 2007: Number: 177; 
GS-15: September 2007: Percent: 19.1; 
GS-14: October 1, 2000: Number: 221; 
GS-14: October 1, 2000: Percent: 16.7; 
GS-14: September 2007: Number: 315; 
GS-14: September 2007: Percent: 22.5. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.4; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 1.1; 
GS-15: October 1, 2000: Number: 7; 
GS-15: October 1, 2000: Percent: 0.8; 
GS-15: September 2007: Number: 9; 
GS-15: September 2007: Percent: 1.0; 
GS-14: October 1, 2000: Number: 9; 
GS-14: October 1, 2000: Percent: 0.7; 
GS-14: September 2007: Number: 5; 
GS-14: September 2007: Percent: 0.4. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.4; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 1; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: 2; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 5; 
GS-14: September 2007: Percent: 0.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 1.1; 
GS-15: October 1, 2000: Number: 12; 
GS-15: October 1, 2000: Percent: 1.4; 
GS-15: September 2007: Number: 22; 
GS-15: September 2007: Percent: 2.4; 
GS-14: October 1, 2000: Number: 2.6; 
GS-14: October 1, 2000: Percent: 2.0; 
GS-14: September 2007: Number: 36; 
GS-14: September 2007: Percent: 2.6. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 2.2; 
GS-15: October 1, 2000: Number: 9; 
GS-15: October 1, 2000: Percent: 1.1; 
GS-15: September 2007: Number: 11; 
GS-15: September 2007: Percent: 1.2; 
GS-14: October 1, 2000: Number: 18; 
GS-14: October 1, 2000: Percent: 1.4; 
GS-14: September 2007: Number: 35; 
GS-14: September 2007: Percent: 2.5. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 2.7; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 3.4; 
GS-15: October 1, 2000: Number: 21; 
GS-15: October 1, 2000: Percent: 2.5; 
GS-15: September 2007: Number: 28; 
GS-15: September 2007: Percent: 3.0; 
GS-14: October 1, 2000: Number: 47; 
GS-14: October 1, 2000: Percent: 3.5; 
GS-14: September 2007: Number: 47; 
GS-14: September 2007: Percent: 3.3. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 2.7; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 2.2; 
GS-15: October 1, 2000: Number: 22; 
GS-15: October 1, 2000: Percent: 2.6; 
GS-15: September 2007: Number: 30; 
GS-15: September 2007: Percent: 2.2; 
GS-14: October 1, 2000: Number: 22; 
GS-14: October 1, 2000: Percent: 1.7; 
GS-14: September 2007: Number: 39; 
GS-14: September 2007: Percent: 2.8. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 40; 
SES: October 1, 2000: Percent: 54.8; 
SES: September 2007: Number: 38; 
SES: September 2007: Percent: 42.7; 
GS-15: October 1, 2000: Number: 398; 
GS-15: October 1, 2000: Percent: 46.5; 
GS-15: September 2007: Number: 357; 
GS-15: September 2007: Percent: 38.6; 
GS-14: October 1, 2000: Number: 545; 
GS-14: October 1, 2000: Percent: 41.1; 
GS-14: September 2007: Number: 446; 
GS-14: September 2007: Percent: 31.8. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 7; 
SES: October 1, 2000: Percent: 9.6; 
SES: September 2007: Number: 12; 
SES: September 2007: Percent: 13.5; 
GS-15: October 1, 2000: Number: 175; 
GS-15: October 1, 2000: Percent: 20.4; 
GS-15: September 2007: Number: 188; 
GS-15: September 2007: Percent: 20.3; 
GS-14: October 1, 2000: Number: 301; 
GS-14: October 1, 2000: Percent: 22.7; 
GS-14: September 2007: Number: 335; 
GS-14: September 2007: Percent: 23.9. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 2; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 73; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 89; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 856; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 926; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 1,325; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 1,403; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 26; 
SES: October 1, 2000: Percent: 35.6; 
SES: September 2007: Number: 39; 
SES: September 2007: Percent: 43.8; 
GS-15: October 1, 2000: Number: 283; 
GS-15: October 1, 2000: Percent: 33.1; 
GS-15: September 2007: Number: 379; 
GS-15: September 2007: Percent: 40.9; 
GS-14: October 1, 2000: Number: 479; 
GS-14: October 1, 2000: Percent: 36.2; 
GS-14: September 2007: Number: 622; 
GS-14: September 2007: Percent: 44.3. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 52; 
SES: October 1, 2000: Percent: 71.2; 
SES: September 2007: Number: 55; 
SES: September 2007: Percent: 61.8; 
GS-15: October 1, 2000: Number: 538; 
GS-15: October 1, 2000: Percent: 62.9; 
GS-15: September 2007: Number: 528; 
GS-15: September 2007: Percent: 57.0; 
GS-14: October 1, 2000: Number: 761; 
GS-14: October 1, 2000: Percent: 57.4; 
GS-14: September 2007: Number: 674; 
GS-14: September 2007: Percent: 48.0. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 12; 
SES: October 1, 2000: Percent: 16.4; 
SES: September 2007: Number: 17; 
SES: September 2007: Percent: 19.1; 
GS-15: October 1, 2000: Number: 140; 
GS-15: October 1, 2000: Percent: 16.4; 
GS-15: September 2007: Number: 170; 
GS-15: September 2007: Percent: 18.4; 
GS-14: October 1, 2000: Number: 216; 
GS-14: October 1, 2000: Percent: 16.3; 
GS-14: September 2007: Number: 228; 
GS-14: September 2007: Percent: 16.3. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 21; 
SES: October 1, 2000: Percent: 28.8; 
SES: September 2007: Number: 34; 
SES: September 2007: Percent: 38.2; 
GS-15: October 1, 2000: Number: 318; 
GS-15: October 1, 2000: Percent: 37.1; 
GS-15: September 2007: Number: 398; 
GS-15: September 2007: Percent: 43.0; 
GS-14: October 1, 2000: Number: 564; 
GS-14: October 1, 2000: Percent: 42.6; 
GS-14: September 2007: Number: 729; 
GS-14: September 2007: Percent: 52.0. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 14; 
SES: October 1, 2000: Percent: 19.2; 
SES: September 2007: Number: 22; 
SES: September 2007: Percent: 24.7; 
GS-15: October 1, 2000: Number: 143; 
GS-15: October 1, 2000: Percent: 16.7; 
GS-15: September 2007: Number: 209; 
GS-15: September 2007: Percent: 22.6; 
GS-14: October 1, 2000: Number: 263; 
GS-14: October 1, 2000: Percent: 19.8; 
GS-14: September 2007: Number: 394; 
GS-14: September 2007: Percent: 28.1. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 22: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of the Interior: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 2.1; 
SES: September 2007: Number: 8; 
SES: September 2007: Percent: 3.6; 
GS-15: October 1, 2000: Number: 32; 
GS-15: October 1, 2000: Percent: 2.5; 
GS-15: September 2007: Number: 28; 
GS-15: September 2007: Percent: 1.8; 
GS-14: October 1, 2000: Number: 54; 
GS-14: October 1, 2000: Percent: 1.9; 
GS-14: September 2007: Number: 68; 
GS-14: September 2007: Percent: 2.0. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 2.1; 
SES: September 2007: Number: 8; 
SES: September 2007: Percent: 3.6; 
GS-15: October 1, 2000: Number: 18; 
GS-15: October 1, 2000: Percent: 1.4; 
GS-15: September 2007: Number: 28; 
GS-15: September 2007: Percent: 1.8; 
GS-14: October 1, 2000: Number: 70; 
GS-14: October 1, 2000: Percent: 2.4; 
GS-14: September 2007: Number: 95; 
GS-14: September 2007: Percent: 2.8. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 18; 
SES: October 1, 2000: Percent: 9.4; 
SES: September 2007: Number: 20; 
SES: September 2007: Percent: 9.0; 
GS-15: October 1, 2000: Number: 65; 
GS-15: October 1, 2000: Percent: 5.0; 
GS-15: September 2007: Number: 8.5; 
GS-15: September 2007: Percent: 5.4; 
GS-14: October 1, 2000: Number: 145; 
GS-14: October 1, 2000: Percent: 5.0; 
GS-14: September 2007: Number: 167; 
GS-14: September 2007: Percent: 4.9. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 7; 
SES: October 1, 2000: Percent: 3.7; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 3.2; 
GS-15: October 1, 2000: Number: 25; 
GS-15: October 1, 2000: Percent: 1.9; 
GS-15: September 2007: Number: 52; 
GS-15: September 2007: Percent: 3.3; 
GS-14: October 1, 2000: Number: 79; 
GS-14: October 1, 2000: Percent: 2.7; 
GS-14: September 2007: Number: 119; 
GS-14: September 2007: Percent: 3.5. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.5; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 1.8; 
GS-15: October 1, 2000: Number: 16; 
GS-15: October 1, 2000: Percent: 1.2; 
GS-15: September 2007: Number: 17; 
GS-15: September 2007: Percent: 1.1; 
GS-14: October 1, 2000: Number: 38; 
GS-14: October 1, 2000: Percent: 1.3; 
GS-14: September 2007: Number: 44; 
GS-14: September 2007: Percent: 1.3. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 0.3; 
GS-15: September 2007: Number: 11; 
GS-15: September 2007: Percent: 0.7; 
GS-14: October 1, 2000: Number: 16; 
GS-14: October 1, 2000: Percent: 0.6; 
GS-14: September 2007: Number: 33; 
GS-14: September 2007: Percent: 1.0. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 2.1; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 2.3; 
GS-15: October 1, 2000: Number: 14; 
GS-15: October 1, 2000: Percent: 1.1; 
GS-15: September 2007: Number: 24; 
GS-15: September 2007: Percent: 1.5; 
GS-14: October 1, 2000: Number: 61; 
GS-14: October 1, 2000: Percent: 2.1; 
GS-14: September 2007: Number: 82; 
GS-14: September 2007: Percent: 2.4. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 2.1; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 2.3; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 6; 
GS-15: September 2007: Percent: 0.4; 
GS-14: October 1, 2000: Number: 24; 
GS-14: October 1, 2000: Percent: 0.8; 
GS-14: September 2007: Number: 49; 
GS-14: September 2007: Percent: 1.4. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 103; 
SES: October 1, 2000: Percent: 53.9; 
SES: September 2007: Number: 112; 
SES: September 2007: Percent: 50.7; 
GS-15: October 1, 2000: Number: 928; 
GS-15: October 1, 2000: Percent: 71.2; 
GS-15: September 2007: Number: 986; 
GS-15: September 2007: Percent: 62.7; 
GS-14: October 1, 2000: Number: 1,859; 
GS-14: October 1, 2000: Percent: 63.9; 
GS-14: September 2007: Number: 1,936; 
GS-14: September 2007: Percent: 56.4. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 46; 
SES: October 1, 2000: Percent: 24.1; 
SES: September 2007: Number: 50; 
SES: September 2007: Percent: 22.6; 
GS-15: October 1, 2000: Number: 198; 
GS-15: October 1, 2000: Percent: 15.2; 
GS-15: September 2007: Number: 332; 
GS-15: September 2007: Percent: 21.1; 
GS-14: October 1, 2000: Number: 561; 
GS-14: October 1, 2000: Percent: 19.3; 
GS-14: September 2007: Number: 818; 
GS-14: September 2007: Percent: 23.8. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 0.9; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 4; 
GS-15: September 2007: Percent: 0.3; 
GS-14: October 1, 2000: Number: 1; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 23; 
GS-14: September 2007: Percent: 0.7. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 191; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 221; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 1,304; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 1,573; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 2,908; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 3,434; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 42; 
SES: October 1, 2000: Percent: 22.0; 
SES: September 2007: Number: 57; 
SES: September 2007: Percent: 25.8; 
GS-15: October 1, 2000: Number: 177; 
GS-15: October 1, 2000: Percent: 13.6; 
GS-15: September 2007: Number: 251; 
GS-15: September 2007: Percent: 16.0; 
GS-14: October 1, 2000: Number: 487; 
GS-14: October 1, 2000: Percent: 16.7; 
GS-14: September 2007: Number: 657; 
GS-14: September 2007: Percent: 19.1. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 130; 
SES: October 1, 2000: Percent: 68.1; 
SES: September 2007: Number: 151; 
SES: September 2007: Percent: 68.3; 
GS-15: October 1, 2000: Number: 1,055; 
GS-15: October 1, 2000: Percent: 80.9; 
GS-15: September 2007: Number: 1,143; 
GS-15: September 2007: Percent: 72.7; 
GS-14: October 1, 2000: Number: 2,157; 
GS-14: October 1, 2000: Percent: 74.2; 
GS-14: September 2007: Number: 2,314; 
GS-14: September 2007: Percent: 67.4. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 27; 
SES: October 1, 2000: Percent: 14.1; 
SES: September 2007: Number: 37; 
SES: September 2007: Percent: 16.7; 
GS-15: October 1, 2000: Number: 127; 
GS-15: October 1, 2000: Percent: 9.7; 
GS-15: September 2007: Number: 154; 
GS-15: September 2007: Percent: 9.8; 
GS-14: October 1, 2000: Number: 298; 
GS-14: October 1, 2000: Percent: 10.2; 
GS-14: September 2007: Number: 361; 
GS-14: September 2007: Percent: 10.5. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 61; 
SES: October 1, 2000: Percent: 31.9; 
SES: September 2007: Number: 70; 
SES: September 2007: Percent: 31.7; 
GS-15: October 1, 2000: Number: 248; 
GS-15: October 1, 2000: Percent: 19.0; 
GS-15: September 2007: Number: 430; 
GS-15: September 2007: Percent: 27.3; 
GS-14: October 1, 2000: Number: 750; 
GS-14: October 1, 2000: Percent: 25.8; 
GS-14: September 2007: Number: 1,120; 
GS-14: September 2007: Percent: 32.6. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 15; 
SES: October 1, 2000: Percent: 7.9; 
SES: September 2007: Number: 20; 
SES: September 2007: Percent: 9.0; 
GS-15: October 1, 2000: Number: 50; 
GS-15: October 1, 2000: Percent: 3.8; 
GS-15: September 2007: Number: 97; 
GS-15: September 2007: Percent: 6.2; 
GS-14: October 1, 2000: Number: 189; 
GS-14: October 1, 2000: Percent: 6.5; 
GS-14: September 2007: Number: 296; 
GS-14: September 2007: Percent: 8.6. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 23: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Justice: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 39; 
SES: October 1, 2000: Percent: 6.6; 
SES: September 2007: Number: 50; 
SES: September 2007: Percent: 7.8; 
GS-15: October 1, 2000: Number: 154; 
GS-15: October 1, 2000: Percent: 3.6; 
GS-15: September 2007: Number: 214; 
GS-15: September 2007: Percent: 4.2; 
GS-14: October 1, 2000: Number: 341; 
GS-14: October 1, 2000: Percent: 5.2; 
GS-14: September 2007: Number: 450; 
GS-14: September 2007: Percent: 6.0. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 14; 
SES: October 1, 2000: Percent: 2.4; 
SES: September 2007: Number: 21; 
SES: September 2007: Percent: 3.3; 
GS-15: October 1, 2000: Number: 155; 
GS-15: October 1, 2000: Percent: 3.6; 
GS-15: September 2007: Number: 223; 
GS-15: September 2007: Percent: 4.3; 
GS-14: October 1, 2000: Number: 320; 
GS-14: October 1, 2000: Percent: 4.9; 
GS-14: September 2007: Number: 529; 
GS-14: September 2007: Percent: 7.0. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 0.5; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 0.8; 
GS-15: October 1, 2000: Number: 11; 
GS-15: October 1, 2000: Percent: 0.3; 
GS-15: September 2007: Number: 11; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 28; 
GS-14: October 1, 2000: Percent: 0.4; 
GS-14: September 2007: Number: 36; 
GS-14: September 2007: Percent: 0.5. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.2; 
GS-15: October 1, 2000: Number: 6; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 10; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 8; 
GS-14: October 1, 2000: Percent: 0.1; 
GS-14: September 2007: Number: 11; 
GS-14: September 2007: Percent: 0.1. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 0.5; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 0.5; 
GS-15: October 1, 2000: Number: 67; 
GS-15: October 1, 2000: Percent: 1.5; 
GS-15: September 2007: Number: 119; 
GS-15: September 2007: Percent: 2.3; 
GS-14: October 1, 2000: Number: 102; 
GS-14: October 1, 2000: Percent: 1.6; 
GS-14: September 2007: Number: 192; 
GS-14: September 2007: Percent: 2.5. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.3; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.2; 
GS-15: October 1, 2000: Number: 48; 
GS-15: October 1, 2000: Percent: 1.1; 
GS-15: September 2007: Number: 79; 
GS-15: September 2007: Percent: 1.5; 
GS-14: October 1, 2000: Number: 90; 
GS-14: October 1, 2000: Percent: 1.4; 
GS-14: September 2007: Number: 107; 
GS-14: September 2007: Percent: 1.4. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 413; 
SES: October 1, 2000: Percent: 69.5; 
SES: September 2007: Number: 412; 
SES: September 2007: Percent: 63.9; 
GS-15: October 1, 2000: Number: 2,478; 
GS-15: October 1, 2000: Percent: 57.3; 
GS-15: September 2007: Number: 2,793; 
GS-15: September 2007: Percent: 54.3; 
GS-14: October 1, 2000: Number: 3,799; 
GS-14: October 1, 2000: Percent: 58.0; 
GS-14: September 2007: Number: 4,118; 
GS-14: September 2007: Percent: 54.7. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 91; 
SES: October 1, 2000: Percent: 15.3; 
SES: September 2007: Number: 117; 
SES: September 2007: Percent: 18.1; 
GS-15: October 1, 2000: Number: 1,179; 
GS-15: October 1, 2000: Percent: 27.3; 
GS-15: September 2007: Number: 1,425; 
GS-15: September 2007: Percent: 27.7; 
GS-14: October 1, 2000: Number: 1,423; 
GS-14: October 1, 2000: Percent: 21.7; 
GS-14: September 2007: Number: 1,619; 
GS-14: September 2007: Percent: 21.5. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.2; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 6; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: 10; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 22; 
GS-14: September 2007: Percent: 0.3. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 91; 
SES: October 1, 2000: Percent: 15.3; 
SES: September 2007: Number: 117; 
SES: September 2007: Percent: 18.1; 
GS-15: October 1, 2000: Number: 1,179; 
GS-15: October 1, 2000: Percent: 27.3; 
GS-15: September 2007: Number: 1,425; 
GS-15: September 2007: Percent: 27.7; 
GS-14: October 1, 2000: Number: 1,423; 
GS-14: October 1, 2000: Percent: 21.7; 
GS-14: September 2007: Number: 1,619; 
GS-14: September 2007: Percent: 21.5. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.2; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 6; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: 10; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 22; 
GS-14: September 2007: Percent: 0.3. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 594; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 645; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 4,324; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 5,142; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 6,546; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 7,531; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 90; 
SES: October 1, 2000: Percent: 15.2; 
SES: September 2007: Number: 115; 
SES: September 2007: Percent: 17.8; 
GS-15: October 1, 2000: Number: 664; 
GS-15: October 1, 2000: Percent: 15.4; 
GS-15: September 2007: Number: 918; 
GS-15: September 2007: Percent: 17.9; 
GS-14: October 1, 2000: Number: 1,314; 
GS-14: October 1, 2000: Percent: 20.1; 
GS-14: September 2007: Number: 1,772; 
GS-14: September 2007: Percent: 23.5. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 485; 
SES: October 1, 2000: Percent: 81.6; 
SES: September 2007: Number: 502; 
SES: September 2007: Percent: 77.8; 
GS-15: October 1, 2000: Number: 2,872; 
GS-15: October 1, 2000: Percent: 66.4; 
GS-15: September 2007: Number: 3,325; 
GS-15: September 2007: Percent: 64.7; 
GS-14: October 1, 2000: Number: 4,646; 
GS-14: October 1, 2000: Percent: 71.0; 
GS-14: September 2007: Number: 5,198; 
GS-14: September 2007: Percent: 69.0. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 72; 
SES: October 1, 2000: Percent: 12.1; 
SES: September 2007: Number: 89; 
SES: September 2007: Percent: 13.8; 
GS-15: October 1, 2000: Number: 392; 
GS-15: October 1, 2000: Percent: 9.1; 
GS-15: September 2007: Number: 528; 
GS-15: September 2007: Percent: 10.3; 
GS-14: October 1, 2000: Number: 838; 
GS-14: October 1, 2000: Percent: 12.8; 
GS-14: September 2007: Number: 1,059; 
GS-14: September 2007: Percent: 14.1. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 109; 
SES: October 1, 2000: Percent: 18.4; 
SES: September 2007: Number: 143; 
SES: September 2007: Percent: 22.2; 
GS-15: October 1, 2000: Number: 1,452; 
GS-15: October 1, 2000: Percent: 33.6; 
GS-15: September 2007: Number: 1,817; 
GS-15: September 2007: Percent: 35.3; 
GS-14: October 1, 2000: Number: 1,900; 
GS-14: October 1, 2000: Percent: 29.0; 
GS-14: September 2007: Number: 2,333; 
GS-14: September 2007: Percent: 31.0. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 18; 
SES: October 1, 2000: Percent: 3.0; 
SES: September 2007: Number: 26; 
SES: September 2007: Percent: 4.0; 
GS-15: October 1, 2000: Number: 272; 
GS-15: October 1, 2000: Percent: 6.3; 
GS-15: September 2007: Number: 390; 
GS-15: September 2007: Percent: 7.6; 
GS-14: October 1, 2000: Number: 476; 
GS-14: October 1, 2000: Percent: 7.3; 
GS-14: September 2007: Number: 713; 
GS-14: September 2007: Percent: 9.5. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Notes: We included GS-15, GS-14, and equivalent employees. GS- 
equivalent employees are those in equivalent grades under other pay 
plans that follow the GS grade structure and job evaluation methodology 
or are equivalent by statute. 

The data on Justice for 2000 in this report differ from such data in 
prior GAO products. We first identified Justice SES and GS-15 and GS-14 
data for 2000 in our 2003 report (GAO-03-34), in which we excluded the 
FBI from Justice data because that report contained projected SES and 
SES developmental pool levels for the end of fiscal year 2007 based on 
separation and appointment data, and the FBI did not submit separation 
and appointment data to the CPDF for 2000. We subsequently cited 2000 
data from that report in four additional products (GAO-04-123T, GAO-07-
838T, GAO-08-609T, GAO-08-725T). 

The data on Justice for 2007 include the FBI. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 24: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Labor: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 13; 
SES: October 1, 2000: Percent: 9.8; 
SES: September 2007: Number: 8; 
SES: September 2007: Percent: 6.0; 
GS-15: October 1, 2000: Number: 31; 
GS-15: October 1, 2000: Percent: 5.0; 
GS-15: September 2007: Number: 45; 
GS-15: September 2007: Percent: 5.7; 
GS-14: October 1, 2000: Number: 87; 
GS-14: October 1, 2000: Percent: 6.1; 
GS-14: September 2007: Number: 86; 
GS-14: September 2007: Percent: 5.7. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 8; 
SES: October 1, 2000: Percent: 6.1; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 5.3; 
GS-15: October 1, 2000: Number: 33; 
GS-15: October 1, 2000: Percent: 5.3; 
GS-15: September 2007: Number: 52; 
GS-15: September 2007: Percent: 6.6; 
GS-14: October 1, 2000: Number: 128; 
GS-14: October 1, 2000: Percent: 8.9; 
GS-14: September 2007: Number: 173; 
GS-14: September 2007: Percent: 11.5. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.8; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.3; 
GS-15: September 2007: Number: 2; 
GS-15: September 2007: Percent: 0.3; 
GS-14: October 1, 2000: Number: 9; 
GS-14: October 1, 2000: Percent: 0.6; 
GS-14: September 2007: Number: 10; 
GS-14: September 2007: Percent: 0.7. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.8; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.3; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 4; 
GS-14: October 1, 2000: Percent: 0.3; 
GS-14: September 2007: Number: 3; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.8; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.3; 
GS-15: September 2007: Number: 9; 
GS-15: September 2007: Percent: 1.1; 
GS-14: October 1, 2000: Number: 25; 
GS-14: October 1, 2000: Percent: 1.7; 
GS-14: September 2007: Number: 43; 
GS-14: September 2007: Percent: 2.8. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 1.5; 
GS-15: October 1, 2000: Number: 8; 
GS-15: October 1, 2000: Percent: 1.3; 
GS-15: September 2007: Number: 10; 
GS-15: September 2007: Percent: 1.3; 
GS-14: October 1, 2000: Number: 7; 
GS-14: October 1, 2000: Percent: 0.5; 
GS-14: September 2007: Number: 33; 
GS-14: September 2007: Percent: 2.2. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 6; 
SES: October 1, 2000: Percent: 4.5; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 3.8; 
GS-15: October 1, 2000: Number: 14; 
GS-15: October 1, 2000: Percent: 2.2; 
GS-15: September 2007: Number: 16; 
GS-15: September 2007: Percent: 2.0; 
GS-14: October 1, 2000: Number: 46; 
GS-14: October 1, 2000: Percent: 3.2; 
GS-14: September 2007: Number: 45; 
GS-14: September 2007: Percent: 3.0. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 3.0; 
GS-15: October 1, 2000: Number: 8; 
GS-15: October 1, 2000: Percent: 1.3; 
GS-15: September 2007: Number: 12; 
GS-15: September 2007: Percent: 1.5; 
GS-14: October 1, 2000: Number: 22; 
GS-14: October 1, 2000: Percent: 1.5; 
GS-14: September 2007: Number: 28; 
GS-14: September 2007: Percent: 1.9. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 76; 
SES: October 1, 2000: Percent: 57.6; 
SES: September 2007: Number: 74; 
SES: September 2007: Percent: 55.6; 
GS-15: October 1, 2000: Number: 378; 
GS-15: October 1, 2000: Percent: 60.4; 
GS-15: September 2007: Number: 406; 
GS-15: September 2007: Percent: 51.3; 
GS-14: October 1, 2000: Number: 728; 
GS-14: October 1, 2000: Percent: 50.7; 
GS-14: September 2007: Number: 677; 
GS-14: September 2007: Percent: 44.9. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 28; 
SES: October 1, 2000: Percent: 21.2; 
SES: September 2007: Number: 31; 
SES: September 2007: Percent: 23.3; 
GS-15: October 1, 2000: Number: 148; 
GS-15: October 1, 2000: Percent: 23.6; 
GS-15: September 2007: Number: 239; 
GS-15: September 2007: Percent: 30.2; 
GS-14: October 1, 2000: Number: 381; 
GS-14: October 1, 2000: Percent: 26.5; 
GS-14: September 2007: Number: 411; 
GS-14: September 2007: Percent: 27.2. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 132; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 133; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 626; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 791; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 1,437; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 1,509; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 28; 
SES: October 1, 2000: Percent: 21.2; 
SES: September 2007: Number: 28; 
SES: September 2007: Percent: 21.1; 
GS-15: October 1, 2000: Number: 100; 
GS-15: October 1, 2000: Percent: 16.0; 
GS-15: September 2007: Number: 146; 
GS-15: September 2007: Percent: 18.5; 
GS-14: October 1, 2000: Number: 328; 
GS-14: October 1, 2000: Percent: 22.8; 
GS-14: September 2007: Number: 421; 
GS-14: September 2007: Percent: 27.9. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 95; 
SES: October 1, 2000: Percent: 72.0; 
SES: September 2007: Number: 89; 
SES: September 2007: Percent: 66.9; 
GS-15: October 1, 2000: Number: 427; 
GS-15: October 1, 2000: Percent: 68.2; 
GS-15: September 2007: Number: 478; 
GS-15: September 2007: Percent: 60.4; 
GS-14: October 1, 2000: Number: 895; 
GS-14: October 1, 2000: Percent: 62.3; 
GS-14: September 2007: Number: 861; 
GS-14: September 2007: Percent: 57.1. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 19; 
SES: October 1, 2000: Percent: 14.4; 
SES: September 2007: Number: 15; 
SES: September 2007: Percent: 11.3; 
GS-15: October 1, 2000: Number: 49; 
GS-15: October 1, 2000: Percent: 7.8; 
GS-15: September 2007: Number: 72; 
GS-15: September 2007: Percent: 9.1; 
GS-14: October 1, 2000: Number: 167; 
GS-14: October 1, 2000: Percent: 11.6; 
GS-14: September 2007: Number: 184; 
GS-14: September 2007: Percent: 12.2. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 37; 
SES: October 1, 2000: Percent: 28.0; 
SES: September 2007: Number: 44; 
SES: September 2007: Percent: 33.1; 
GS-15: October 1, 2000: Number: 199; 
GS-15: October 1, 2000: Percent: 31.8; 
GS-15: September 2007: Number: 313; 
GS-15: September 2007: Percent: 39.6; 
GS-14: October 1, 2000: Number: 542; 
GS-14: October 1, 2000: Percent: 37.7; 
GS-14: September 2007: Number: 648; 
GS-14: September 2007: Percent: 42.9. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 9; 
SES: October 1, 2000: Percent: 6.8; 
SES: September 2007: Number: 13; 
SES: September 2007: Percent: 9.8; 
GS-15: October 1, 2000: Number: 51; 
GS-15: October 1, 2000: Percent: 8.1; 
GS-15: September 2007: Number: 74; 
GS-15: September 2007: Percent: 9.4; 
GS-14: October 1, 2000: Number: 161; 
GS-14: October 1, 2000: Percent: 11.2; 
GS-14: September 2007: Number: 237; 
GS-14: September 2007: Percent: 15.7. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 25: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the National Aeronautics Administration: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 18; 
SES: October 1, 2000: Percent: 4.6; 
SES: September 2007: Number: 13; 
SES: September 2007: Percent: 3.0; 
GS-15: October 1, 2000: Number: 63; 
GS-15: October 1, 2000: Percent: 2.5; 
GS-15: September 2007: Number: 119; 
GS-15: September 2007: Percent: 3.2; 
GS-14: October 1, 2000: Number: 123; 
GS-14: October 1, 2000: Percent: 3.3; 
GS-14: September 2007: Number: 161; 
GS-14: September 2007: Percent: 3.8. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 11; 
SES: October 1, 2000: Percent: 2.8; 
SES: September 2007: Number: 13; 
SES: September 2007: Percent: 3.0; 
GS-15: October 1, 2000: Number: 23; 
GS-15: October 1, 2000: Percent: 0.9; 
GS-15: September 2007: Number: 88; 
GS-15: September 2007: Percent: 2.4; 
GS-14: October 1, 2000: Number: 80; 
GS-14: October 1, 2000: Percent: 2.1; 
GS-14: September 2007: Number: 178; 
GS-14: September 2007: Percent: 4.2. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 0.8; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 13; 
GS-15: October 1, 2000: Percent: 0.5; 
GS-15: September 2007: Number: 14; 
GS-15: September 2007: Percent: 0.4; 
GS-14: October 1, 2000: Number: 21; 
GS-14: October 1, 2000: Percent: 0.6; 
GS-14: September 2007: Number: 28; 
GS-14: September 2007: Percent: 0.7. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.3; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.2; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 6; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 8; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 8; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 9; 
SES: October 1, 2000: Percent: 2.3; 
SES: September 2007: Number: 13; 
SES: September 2007: Percent: 3.0; 
GS-15: October 1, 2000: Number: 124; 
GS-15: October 1, 2000: Percent: 4.9; 
GS-15: September 2007: Number: 199; 
GS-15: September 2007: Percent: 5.3; 
GS-14: October 1, 2000: Number: 160; 
GS-14: October 1, 2000: Percent: 4.3; 
GS-14: September 2007: Number: 217; 
GS-14: September 2007: Percent: 5.1. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.3; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 0.9; 
GS-15: October 1, 2000: Number: 26; 
GS-15: October 1, 2000: Percent: 1.0; 
GS-15: September 2007: Number: 49; 
GS-15: September 2007: Percent: 1.3; 
GS-14: October 1, 2000: Number: 37; 
GS-14: October 1, 2000: Percent: 1.0; 
GS-14: September 2007: Number: 57; 
GS-14: September 2007: Percent: 1.3. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 7; 
SES: October 1, 2000: Percent: 1.8; 
SES: September 2007: Number: 14; 
SES: September 2007: Percent: 3.2; 
GS-15: October 1, 2000: Number: 61; 
GS-15: October 1, 2000: Percent: 2.4; 
GS-15: September 2007: Number: 135; 
GS-15: September 2007: Percent: 3.6; 
GS-14: October 1, 2000: Number: 125; 
GS-14: October 1, 2000: Percent: 3.3; 
GS-14: September 2007: Number: 145; 
GS-14: September 2007: Percent: 3.4. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.5; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 1.2; 
GS-15: October 1, 2000: Number: 19; 
GS-15: October 1, 2000: Percent: 0.7; 
GS-15: September 2007: Number: 33; 
GS-15: September 2007: Percent: 0.9; 
GS-14: October 1, 2000: Number: 34; 
GS-14: October 1, 2000: Percent: 0.9; 
GS-14: September 2007: Number: 50; 
GS-14: September 2007: Percent: 1.2. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 280; 
SES: October 1, 2000: Percent: 71.1; 
SES: September 2007: Number: 290; 
SES: September 2007: Percent: 67.3; 
GS-15: October 1, 2000: Number: 1,890; 
GS-15: October 1, 2000: Percent: 74.4; 
GS-15: September 2007: Number: 2,441; 
GS-15: September 2007: Percent: 65.4; 
GS-14: October 1, 2000: Number: 2,588; 
GS-14: October 1, 2000: Percent: 69.0; 
GS-14: September 2007: Number: 2,519; 
GS-14: September 2007: Percent: 59.6. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 62; 
SES: October 1, 2000: Percent: 15.7; 
SES: September 2007: Number: 77; 
SES: September 2007: Percent: 17.9; 
GS-15: October 1, 2000: Number: 318; 
GS-15: October 1, 2000: Percent: 12.5; 
GS-15: September 2007: Number: 641; 
GS-15: September 2007: Percent: 17.2; 
GS-14: October 1, 2000: Number: 574; 
GS-14: October 1, 2000: Percent: 15.3; 
GS-14: September 2007: Number: 853; 
GS-14: September 2007: Percent: 20.2. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.2; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 6; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 9; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 394; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 431; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 2,541; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 3,731; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 3,750; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 4,225; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 52; 
SES: October 1, 2000: Percent: 13.2; 
SES: September 2007: Number: 63; 
SES: September 2007: Percent: 14.6; 
GS-15: October 1, 2000: Number: 330; 
GS-15: October 1, 2000: Percent: 13.0; 
GS-15: September 2007: Number: 643; 
GS-15: September 2007: Percent: 17.2; 
GS-14: October 1, 2000: Number: 588; 
GS-14: October 1, 2000: Percent: 15.7; 
GS-14: September 2007: Number: 844; 
GS-14: September 2007: Percent: 20.0. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 317; 
SES: October 1, 2000: Percent: 80.5; 
SES: September 2007: Number: 330; 
SES: September 2007: Percent: 76.6; 
GS-15: October 1, 2000: Number: 2,151; 
GS-15: October 1, 2000: Percent: 84.7; 
GS-15: September 2007: Number: 2,914; 
GS-15: September 2007: Percent: 78.1; 
GS-14: October 1, 2000: Number: 3,017; 
GS-14: October 1, 2000: Percent: 80.5; 
GS-14: September 2007: Number: 3,073; 
GS-14: September 2007: Percent: 72.7. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 37; 
SES: October 1, 2000: Percent: 9.4; 
SES: September 2007: Number: 40; 
SES: September 2007: Percent: 9.3; 
GS-15: October 1, 2000: Number: 261; 
GS-15: October 1, 2000: Percent: 10.3; 
GS-15: September 2007: Number: 467; 
GS-15: September 2007: Percent: 12.5; 
GS-14: October 1, 2000: Number: 429; 
GS-14: October 1, 2000: Percent: 11.4; 
GS-14: September 2007: Number: 551; 
GS-14: September 2007: Percent: 13.0. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 77; 
SES: October 1, 2000: Percent: 19.5; 
SES: September 2007: Number: 101; 
SES: September 2007: Percent: 23.4; 
GS-15: October 1, 2000: Number: 387; 
GS-15: October 1, 2000: Percent: 15.2; 
GS-15: September 2007: Number: 817; 
GS-15: September 2007: Percent: 21.9; 
GS-14: October 1, 2000: Number: 733; 
GS-14: October 1, 2000: Percent: 19.5; 
GS-14: September 2007: Number: 1,152; 
GS-14: September 2007: Percent: 27.3. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 15; 
SES: October 1, 2000: Percent: 3.8; 
SES: September 2007: Number: 23; 
SES: September 2007: Percent: 5.3; 
GS-15: October 1, 2000: Number: 69; 
GS-15: October 1, 2000: Percent: 2.7; 
GS-15: September 2007: Number: 176; 
GS-15: September 2007: Percent: 4.7; 
GS-14: October 1, 2000: Number: 159; 
GS-14: October 1, 2000: Percent: 4.2; 
GS-14: September 2007: Number: 293; 
GS-14: September 2007: Percent: 6.9. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 26: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Nuclear Regulatory Commission: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 7; 
SES: October 1, 2000: Percent: 5.0; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 4.8; 
GS-15: October 1, 2000: Number: 18; 
GS-15: October 1, 2000: Percent: 2.8; 
GS-15: September 2007: Number: 37; 
GS-15: September 2007: Percent: 4.1; 
GS-14: October 1, 2000: Number: 27; 
GS-14: October 1, 2000: Percent: 3.8; 
GS-14: September 2007: Number: 38; 
GS-14: September 2007: Percent: 4.5. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 1.4; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 2.1; 
GS-15: October 1, 2000: Number: 16; 
GS-15: October 1, 2000: Percent: 2.5; 
GS-15: September 2007: Number: 24; 
GS-15: September 2007: Percent: 2.6; 
GS-14: October 1, 2000: Number: 21; 
GS-14: October 1, 2000: Percent: 2.9; 
GS-14: September 2007: Number: 56; 
GS-14: September 2007: Percent: 6.6. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.7; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.5; 
GS-15: September 2007: Number: 5; 
GS-15: September 2007: Percent: 0.5; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 2; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 1; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 2.9; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 3.4; 
GS-15: October 1, 2000: Number: 56; 
GS-15: October 1, 2000: Percent: 8.7; 
GS-15: September 2007: Number: 85; 
GS-15: September 2007: Percent: 9.3; 
GS-14: October 1, 2000: Number: 52; 
GS-14: October 1, 2000: Percent: 7.2; 
GS-14: September 2007: Number: 68; 
GS-14: September 2007: Percent: 8.0. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.7; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 1.4; 
GS-15: October 1, 2000: Number: 8; 
GS-15: October 1, 2000: Percent: 1.2; 
GS-15: September 2007: Number: 19; 
GS-15: September 2007: Percent: 2.1; 
GS-14: October 1, 2000: Number: 8; 
GS-14: October 1, 2000: Percent: 1.1; 
GS-14: September 2007: Number: 15; 
GS-14: September 2007: Percent: 1.8. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 1.4; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.7; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 0.6; 
GS-15: September 2007: Number: 17; 
GS-15: September 2007: Percent: 1.9; 
GS-14: October 1, 2000: Number: 14; 
GS-14: October 1, 2000: Percent: 1.9; 
GS-14: September 2007: Number: 22; 
GS-14: September 2007: Percent: 2.6. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.7; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.3; 
GS-15: September 2007: Number: 3; 
GS-15: September 2007: Percent: 0.3; 
GS-14: October 1, 2000: Number: 2; 
GS-14: October 1, 2000: Percent: 0.3; 
GS-14: September 2007: Number: 8; 
GS-14: September 2007: Percent: 0.9. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 107; 
SES: October 1, 2000: Percent: 77.0; 
SES: September 2007: Number: 103; 
SES: September 2007: Percent: 70.5; 
GS-15: October 1, 2000: Number: 453; 
GS-15: October 1, 2000: Percent: 70.7; 
GS-15: September 2007: Number: 553; 
GS-15: September 2007: Percent: 60.6; 
GS-14: October 1, 2000: Number: 467; 
GS-14: October 1, 2000: Percent: 65.0; 
GS-14: September 2007: Number: 500; 
GS-14: September 2007: Percent: 58.9. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 16; 
SES: October 1, 2000: Percent: 11.5; 
SES: September 2007: Number: 23; 
SES: September 2007: Percent: 15.8; 
GS-15: October 1, 2000: Number: 81; 
GS-15: October 1, 2000: Percent: 12.6; 
GS-15: September 2007: Number: 169; 
GS-15: September 2007: Percent: 18.5; 
GS-14: October 1, 2000: Number: 128; 
GS-14: October 1, 2000: Percent: 17.8; 
GS-14: September 2007: Number: 138; 
GS-14: September 2007: Percent: 16.3. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 2; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 139; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 146; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 641; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 913; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 719; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 849; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 16; 
SES: October 1, 2000: Percent: 11.5; 
SES: September 2007: Number: 20; 
SES: September 2007: Percent: 13.7; 
GS-15: October 1, 2000: Number: 107; 
GS-15: October 1, 2000: Percent: 16.7; 
GS-15: September 2007: Number: 191; 
GS-15: September 2007: Percent: 20.9; 
GS-14: October 1, 2000: Number: 124; 
GS-14: October 1, 2000: Percent: 17.2; 
GS-14: September 2007: Number: 209; 
GS-14: September 2007: Percent: 24.6. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 120; 
SES: October 1, 2000: Percent: 86.3; 
SES: September 2007: Number: 117; 
SES: September 2007: Percent: 80.1; 
GS-15: October 1, 2000: Number: 534; 
GS-15: October 1, 2000: Percent: 83.3; 
GS-15: September 2007: Number: 697; 
GS-15: September 2007: Percent: 76.3; 
GS-14: October 1, 2000: Number: 560; 
GS-14: October 1, 2000: Percent: 77.9; 
GS-14: September 2007: Number: 631; 
GS-14: September 2007: Percent: 74.3. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 13; 
SES: October 1, 2000: Percent: 9.4; 
SES: September 2007: Number: 14; 
SES: September 2007: Percent: 9.6; 
GS-15: October 1, 2000: Number: 81; 
GS-15: October 1, 2000: Percent: 12.6; 
GS-15: September 2007: Number: 144; 
GS-15: September 2007: Percent: 15.8; 
GS-14: October 1, 2000: Number: 93; 
GS-14: October 1, 2000: Percent: 12.9; 
GS-14: September 2007: Number: 130; 
GS-14: September 2007: Percent: 15.3. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 19; 
SES: October 1, 2000: Percent: 13.7; 
SES: September 2007: Number: 29; 
SES: September 2007: Percent: 19.9; 
GS-15: October 1, 2000: Number: 107; 
GS-15: October 1, 2000: Percent: 16.7; 
GS-15: September 2007: Number: 216; 
GS-15: September 2007: Percent: 23.7; 
GS-14: October 1, 2000: Number: 159; 
GS-14: October 1, 2000: Percent: 22.1; 
GS-14: September 2007: Number: 218; 
GS-14: September 2007: Percent: 25.7. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 2.2; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 4.1; 
GS-15: October 1, 2000: Number: 26; 
GS-15: October 1, 2000: Percent: 4.1; 
GS-15: September 2007: Number: 47; 
GS-15: September 2007: Percent: 5.1; 
GS-14: October 1, 2000: Number: 31; 
GS-14: October 1, 2000: Percent: 4.3; 
GS-14: September 2007: Number: 79; 
GS-14: September 2007: Percent: 9.3. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 27: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the National Science Foundation: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 6.3; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 2.5; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 4.9; 
GS-15: September 2007: Number: 4; 
GS-15: September 2007: Percent: 4.9; 
GS-14: October 1, 2000: Number: 3; 
GS-14: October 1, 2000: Percent: 3.8; 
GS-14: September 2007: Number: 6; 
GS-14: September 2007: Percent: 5.2. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.3; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 2.5; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 4.9; 
GS-15: September 2007: Number: 6; 
GS-15: September 2007: Percent: 7.3; 
GS-14: October 1, 2000: Number: 10; 
GS-14: October 1, 2000: Percent: 12.5; 
GS-14: September 2007: Number: 15; 
GS-14: September 2007: Percent: 13.0. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 1.2; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 1; 
GS-14: September 2007: Percent: 0.9. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 3.8; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 5.1; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 1.2; 
GS-15: September 2007: Number: 1; 
GS-15: September 2007: Percent: 1.2; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 3; 
GS-14: September 2007: Percent: 2.6. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.3; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 2.5; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 2.4; 
GS-15: September 2007: Number: 4; 
GS-15: September 2007: Percent: 4.9; 
GS-14: October 1, 2000: Number: 3; 
GS-14: October 1, 2000: Percent: 3.8; 
GS-14: September 2007: Number: 1; 
GS-14: September 2007: Percent: 0.9. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.3; 
SES: September 2007: Number: 3; 
SES: September 2007: Percent: 3.8; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 1; 
GS-14: October 1, 2000: Percent: 1.3; 
GS-14: September 2007: Number: 3; 
GS-14: September 2007: Percent: 2.6. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 1.2; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 1; 
GS-14: October 1, 2000: Percent: 1.3; 
GS-14: September 2007: Number: 3; 
GS-14: September 2007: Percent: 2.6. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 46; 
SES: October 1, 2000: Percent: 58.2; 
SES: September 2007: Number: 35; 
SES: September 2007: Percent: 44.3; 
GS-15: October 1, 2000: Number: 36; 
GS-15: October 1, 2000: Percent: 43.9; 
GS-15: September 2007: Number: 33; 
GS-15: September 2007: Percent: 40.2; 
GS-14: October 1, 2000: Number: 31; 
GS-14: October 1, 2000: Percent: 38.8; 
GS-14: September 2007: Number: 35; 
GS-14: September 2007: Percent: 30.4. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 22; 
SES: October 1, 2000: Percent: 27.8; 
SES: September 2007: Number: 31; 
SES: September 2007: Percent: 39.2; 
GS-15: October 1, 2000: Number: 33; 
GS-15: October 1, 2000: Percent: 40.2; 
GS-15: September 2007: Number: 34; 
GS-15: September 2007: Percent: 41.5; 
GS-14: October 1, 2000: Number: 31; 
GS-14: October 1, 2000: Percent: 38.8; 
GS-14: September 2007: Number: 51; 
GS-14: September 2007: Percent: 44.3. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 79; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 79; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 82; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 82; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 80; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 115; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 11; 
SES: October 1, 2000: Percent: 13.9; 
SES: September 2007: Number: 13; 
SES: September 2007: Percent: 16.5; 
GS-15: October 1, 2000: Number: 13; 
GS-15: October 1, 2000: Percent: 15.9; 
GS-15: September 2007: Number: 15; 
GS-15: September 2007: Percent: 18.3; 
GS-14: October 1, 2000: Number: 18; 
GS-14: October 1, 2000: Percent: 22.5; 
GS-14: September 2007: Number: 29; 
GS-14: September 2007: Percent: 25.2. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 55; 
SES: October 1, 2000: Percent: 69.6; 
SES: September 2007: Number: 44; 
SES: September 2007: Percent: 55.7; 
GS-15: October 1, 2000: Number: 42; 
GS-15: October 1, 2000: Percent: 51.2; 
GS-15: September 2007: Number: 38; 
GS-15: September 2007: Percent: 46.3; 
GS-14: October 1, 2000: Number: 35; 
GS-14: October 1, 2000: Percent: 43.8; 
GS-14: September 2007: Number: 47; 
GS-14: September 2007: Percent: 40.9. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 9; 
SES: October 1, 2000: Percent: 11.4; 
SES: September 2007: Number: 9; 
SES: September 2007: Percent: 11.4; 
GS-15: October 1, 2000: Number: 6; 
GS-15: October 1, 2000: Percent: 7.3; 
GS-15: September 2007: Number: 5; 
GS-15: September 2007: Percent: 6.1; 
GS-14: October 1, 2000: Number: 4; 
GS-14: October 1, 2000: Percent: 5.0; 
GS-14: September 2007: Number: 12; 
GS-14: September 2007: Percent: 10.4. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 24; 
SES: October 1, 2000: Percent: 30.4; 
SES: September 2007: Number: 35; 
SES: September 2007: Percent: 44.3; 
GS-15: October 1, 2000: Number: 40; 
GS-15: October 1, 2000: Percent: 48.8; 
GS-15: September 2007: Number: 44; 
GS-15: September 2007: Percent: 53.7; 
GS-14: October 1, 2000: Number: 45; 
GS-14: October 1, 2000: Percent: 56.3; 
GS-14: September 2007: Number: 68; 
GS-14: September 2007: Percent: 59.1. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 2.5; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 5.1; 
GS-15: October 1, 2000: Number: 7; 
GS-15: October 1, 2000: Percent: 8.5; 
GS-15: September 2007: Number: 10; 
GS-15: September 2007: Percent: 12.2; 
GS-14: October 1, 2000: Number: 14; 
GS-14: October 1, 2000: Percent: 17.5; 
GS-14: September 2007: Number: 17; 
GS-14: September 2007: Percent: 14.8. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 28: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Office of Personnel Management: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 5.6; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 2.4; 
GS-15: October 1, 2000: Number: 7; 
GS-15: October 1, 2000: Percent: 6.6; 
GS-15: September 2007: Number: 13; 
GS-15: September 2007: Percent: 8.6; 
GS-14: October 1, 2000: Number: 14; 
GS-14: October 1, 2000: Percent: 6.3; 
GS-14: September 2007: Number: 19; 
GS-14: September 2007: Percent: 5.1. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 2.8; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 4.8; 
GS-15: October 1, 2000: Number: 5; 
GS-15: October 1, 2000: Percent: 4.7; 
GS-15: September 2007: Number: 14; 
GS-15: September 2007: Percent: 9.2; 
GS-14: October 1, 2000: Number: 22; 
GS-14: October 1, 2000: Percent: 9.9; 
GS-14: September 2007: Number: 74; 
GS-14: September 2007: Percent: 19.9. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 2.8; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 2; 
GS-14: September 2007: Percent: 0.5. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 2.4; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 1; 
GS-15: September 2007: Percent: 0.7; 
GS-14: October 1, 2000: Number: 4; 
GS-14: October 1, 2000: Percent: 1.8; 
GS-14: September 2007: Number: 5; 
GS-14: September 2007: Percent: 1.3. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 2; 
GS-14: October 1, 2000: Percent: 0.9; 
GS-14: September 2007: Number: 12; 
GS-14: September 2007: Percent: 3.2. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 5.6; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 4.8; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 2.8; 
GS-15: September 2007: Number: 4; 
GS-15: September 2007: Percent: 2.6; 
GS-14: October 1, 2000: Number: 7; 
GS-14: October 1, 2000: Percent: 3.2; 
GS-14: September 2007: Number: 4; 
GS-14: September 2007: Percent: 1.1. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 2.8; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 2.4; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 2.8; 
GS-15: September 2007: Number: 3; 
GS-15: September 2007: Percent: 2.0; 
GS-14: October 1, 2000: Number: 4; 
GS-14: October 1, 2000: Percent: 1.8; 
GS-14: September 2007: Number: 8; 
GS-14: September 2007: Percent: 2.2. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 17; 
SES: October 1, 2000: Percent: 47.2; 
SES: September 2007: Number: 22; 
SES: September 2007: Percent: 52.4; 
GS-15: October 1, 2000: Number: 62; 
GS-15: October 1, 2000: Percent: 58.5; 
GS-15: September 2007: Number: 72; 
GS-15: September 2007: Percent: 47.4; 
GS-14: October 1, 2000: Number: 96; 
GS-14: October 1, 2000: Percent: 43.2; 
GS-14: September 2007: Number: 127; 
GS-14: September 2007: Percent: 34.2. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 12; 
SES: October 1, 2000: Percent: 33.3; 
SES: September 2007: Number: 13; 
SES: September 2007: Percent: 31.0; 
GS-15: October 1, 2000: Number: 26; 
GS-15: October 1, 2000: Percent: 24.5; 
GS-15: September 2007: Number: 45; 
GS-15: September 2007: Percent: 29.6; 
GS-14: October 1, 2000: Number: 73; 
GS-14: October 1, 2000: Percent: 32.9; 
GS-14: September 2007: Number: 120; 
GS-14: September 2007: Percent: 32.3. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 36; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 42; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 106; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 152; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 222; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 371; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 7; 
SES: October 1, 2000: Percent: 19.4; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 16.7; 
GS-15: October 1, 2000: Number: 18; 
GS-15: October 1, 2000: Percent: 17.0; 
GS-15: September 2007: Number: 35; 
GS-15: September 2007: Percent: 23.0; 
GS-14: October 1, 2000: Number: 53; 
GS-14: October 1, 2000: Percent: 23.9; 
GS-14: September 2007: Number: 124; 
GS-14: September 2007: Percent: 33.4. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 21; 
SES: October 1, 2000: Percent: 58.3; 
SES: September 2007: Number: 26; 
SES: September 2007: Percent: 61.9; 
GS-15: October 1, 2000: Number: 72; 
GS-15: October 1, 2000: Percent: 67.9; 
GS-15: September 2007: Number: 90; 
GS-15: September 2007: Percent: 59.2; 
GS-14: October 1, 2000: Number: 121; 
GS-14: October 1, 2000: Percent: 54.5; 
GS-14: September 2007: Number: 155; 
GS-14: September 2007: Percent: 41.8. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 11.1; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 9.5; 
GS-15: October 1, 2000: Number: 10; 
GS-15: October 1, 2000: Percent: 9.4; 
GS-15: September 2007: Number: 18; 
GS-15: September 2007: Percent: 11.8; 
GS-14: October 1, 2000: Number: 25; 
GS-14: October 1, 2000: Percent: 11.3; 
GS-14: September 2007: Number: 28; 
GS-14: September 2007: Percent: 7.5. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 15; 
SES: October 1, 2000: Percent: 41.7; 
SES: September 2007: Number: 16; 
SES: September 2007: Percent: 38.1; 
GS-15: October 1, 2000: Number: 34; 
GS-15: October 1, 2000: Percent: 32.1; 
GS-15: September 2007: Number: 62; 
GS-15: September 2007: Percent: 40.8; 
GS-14: October 1, 2000: Number: 101; 
GS-14: October 1, 2000: Percent: 45.5; 
GS-14: September 2007: Number: 216; 
GS-14: September 2007: Percent: 58.2. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 11.1; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 9.5; 
GS-15: October 1, 2000: Number: 10; 
GS-15: October 1, 2000: Percent: 9.4; 
GS-15: September 2007: Number: 18; 
GS-15: September 2007: Percent: 22.8; 
GS-14: October 1, 2000: Number: 25; 
GS-14: October 1, 2000: Percent: 11.3; 
GS-14: September 2007: Number: 28; 
GS-14: September 2007: Percent: 7.5. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 29: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Small Business Administration: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 6; 
SES: October 1, 2000: Percent: 15.4; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 16.7; 
GS-15: October 1, 2000: Number: 13; 
GS-15: October 1, 2000: Percent: 7.3; 
GS-15: September 2007: Number: 14; 
GS-15: September 2007: Percent: 7.3; 
GS-14: October 1, 2000: Number: 26; 
GS-14: October 1, 2000: Percent: 7.0; 
GS-14: September 2007: Number: 24; 
GS-14: September 2007: Percent: 6.9. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 10.3; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 5.6; 
GS-15: October 1, 2000: Number: 11; 
GS-15: October 1, 2000: Percent: 6.1; 
GS-15: September 2007: Number: 21; 
GS-15: September 2007: Percent: 10.9; 
GS-14: October 1, 2000: Number: 27; 
GS-14: October 1, 2000: Percent: 7.3; 
GS-14: September 2007: Number: 45; 
GS-14: September 2007: Percent: 12.9. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 1.7; 
GS-15: September 2007: Number: 2; 
GS-15: September 2007: Percent: 1.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 1; 
GS-14: September 2007: Percent: 0.3. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 1.1; 
GS-15: September 2007: Number: 5; 
GS-15: September 2007: Percent: 2.6; 
GS-14: October 1, 2000: Number: 8; 
GS-14: October 1, 2000: Percent: 2.2; 
GS-14: September 2007: Number: 7; 
GS-14: September 2007: Percent: 2.0. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 2.8; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 3; 
GS-15: September 2007: Percent: 1.6; 
GS-14: October 1, 2000: Number: 7; 
GS-14: October 1, 2000: Percent: 1.9; 
GS-14: September 2007: Number: 14; 
GS-14: September 2007: Percent: 4.0. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 5.1; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 11.1; 
GS-15: October 1, 2000: Number: 11; 
GS-15: October 1, 2000: Percent: 6.1; 
GS-15: September 2007: Number: 11; 
GS-15: September 2007: Percent: 5.7; 
GS-14: October 1, 2000: Number: 13; 
GS-14: October 1, 2000: Percent: 3.5; 
GS-14: September 2007: Number: 6; 
GS-14: September 2007: Percent: 1.7. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 2.6; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 2.8; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 2.2; 
GS-15: September 2007: Number: 6; 
GS-15: September 2007: Percent: 3.1; 
GS-14: October 1, 2000: Number: 10; 
GS-14: October 1, 2000: Percent: 2.7; 
GS-14: September 2007: Number: 13; 
GS-14: September 2007: Percent: 3.7. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 18; 
SES: October 1, 2000: Percent: 46.2; 
SES: September 2007: Number: 16; 
SES: September 2007: Percent: 44.4; 
GS-15: October 1, 2000: Number: 99; 
GS-15: October 1, 2000: Percent: 55.3; 
GS-15: September 2007: Number: 96; 
GS-15: September 2007: Percent: 49.7; 
GS-14: October 1, 2000: Number: 186; 
GS-14: October 1, 2000: Percent: 50.4; 
GS-14: September 2007: Number: 155; 
GS-14: September 2007: Percent: 44.5. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 8; 
SES: October 1, 2000: Percent: 20.5; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 16.7; 
GS-15: October 1, 2000: Number: 36; 
GS-15: October 1, 2000: Percent: 20.1; 
GS-15: September 2007: Number: 35; 
GS-15: September 2007: Percent: 18.1; 
GS-14: October 1, 2000: Number: 92; 
GS-14: October 1, 2000: Percent: 24.9; 
GS-14: September 2007: Number: 93; 
GS-14: September 2007: Percent: 23.9. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 39; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 36; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 179; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 193; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 369; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 348; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 13; 
SES: October 1, 2000: Percent: 33.3; 
SES: September 2007: Number: 14; 
SES: September 2007: Percent: 38.9; 
GS-15: October 1, 2000: Number: 44; 
GS-15: October 1, 2000: Percent: 24.6; 
GS-15: September 2007: Number: 62; 
GS-15: September 2007: Percent: 32.1; 
GS-14: October 1, 2000: Number: 91; 
GS-14: October 1, 2000: Percent: 24.7; 
GS-14: September 2007: Number: 110; 
GS-14: September 2007: Percent: 31.6. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 26; 
SES: October 1, 2000: Percent: 66.7; 
SES: September 2007: Number: 26; 
SES: September 2007: Percent: 72.2; 
GS-15: October 1, 2000: Number: 128; 
GS-15: October 1, 2000: Percent: 71.5; 
GS-15: September 2007: Number: 128; 
GS-15: September 2007: Percent: 66.3; 
GS-14: October 1, 2000: Number: 233; 
GS-14: October 1, 2000: Percent: 63.1; 
GS-14: September 2007: Number: 193; 
GS-14: September 2007: Percent: 55.5. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 8; 
SES: October 1, 2000: Percent: 20.5; 
SES: September 2007: Number: 10; 
SES: September 2007: Percent: 27.8; 
GS-15: October 1, 2000: Number: 29; 
GS-15: October 1, 2000: Percent: 16.2; 
GS-15: September 2007: Number: 32; 
GS-15: September 2007: Percent: 16.6; 
GS-14: October 1, 2000: Number: 47; 
GS-14: October 1, 2000: Percent: 12.7; 
GS-14: September 2007: Number: 38; 
GS-14: September 2007: Percent: 10.9. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 13; 
SES: October 1, 2000: Percent: 33.3; 
SES: September 2007: Number: 10; 
SES: September 2007: Percent: 27.8; 
GS-15: October 1, 2000: Number: 51; 
GS-15: October 1, 2000: Percent: 28.5; 
GS-15: September 2007: Number: 65; 
GS-15: September 2007: Percent: 33.7; 
GS-14: October 1, 2000: Number: 136; 
GS-14: October 1, 2000: Percent: 36.9; 
GS-14: September 2007: Number: 155; 
GS-14: September 2007: Percent: 44.5. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 12.8; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 11.1; 
GS-15: October 1, 2000: Number: 15; 
GS-15: October 1, 2000: Percent: 8.4; 
GS-15: September 2007: Number: 30; 
GS-15: September 2007: Percent: 15.5; 
GS-14: October 1, 2000: Number: 44; 
GS-14: October 1, 2000: Percent: 11.9; 
GS-14: September 2007: Number: 72; 
GS-14: September 2007: Percent: 20.7. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 30: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Social Security Administration: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 13; 
SES: October 1, 2000: Percent: 11.0; 
SES: September 2007: Number: 13; 
SES: September 2007: Percent: 9.7; 
GS-15: October 1, 2000: Number: 34; 
GS-15: October 1, 2000: Percent: 6.8; 
GS-15: September 2007: Number: 40; 
GS-15: September 2007: Percent: 5.6; 
GS-14: October 1, 2000: Number: 99; 
GS-14: October 1, 2000: Percent: 5.8; 
GS-14: September 2007: Number: 151; 
GS-14: September 2007: Percent: 6.0. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 12; 
SES: October 1, 2000: Percent: 10.2; 
SES: September 2007: Number: 12; 
SES: September 2007: Percent: 9.0; 
GS-15: October 1, 2000: Number: 39; 
GS-15: October 1, 2000: Percent: 7.8; 
GS-15: September 2007: Number: 90; 
GS-15: September 2007: Percent: 12.7; 
GS-14: October 1, 2000: Number: 162; 
GS-14: October 1, 2000: Percent: 9.5; 
GS-14: September 2007: Number: 336; 
GS-14: September 2007: Percent: 13.4. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 5; 
GS-15: September 2007: Percent: 0.7; 
GS-14: October 1, 2000: Number: 14; 
GS-14: October 1, 2000: Percent: 0.8; 
GS-14: September 2007: Number: 15; 
GS-14: September 2007: Percent: 0.6. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.7; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 0.8; 
GS-15: September 2007: Number: 6; 
GS-15: September 2007: Percent: 0.8; 
GS-14: October 1, 2000: Number: 7; 
GS-14: October 1, 2000: Percent: 0.4; 
GS-14: September 2007: Number: 12; 
GS-14: September 2007: Percent: 0.5. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.6; 
GS-15: September 2007: Number: 5; 
GS-15: September 2007: Percent: 0.7; 
GS-14: October 1, 2000: Number: 16; 
GS-14: October 1, 2000: Percent: 0.9; 
GS-14: September 2007: Number: 35; 
GS-14: September 2007: Percent: 1.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 1.7; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 7; 
GS-15: September 2007: Percent: 1.0; 
GS-14: October 1, 2000: Number: 15; 
GS-14: October 1, 2000: Percent: 0.9; 
GS-14: September 2007: Number: 34; 
GS-14: September 2007: Percent: 1.4. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 7; 
SES: October 1, 2000: Percent: 5.9; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 4.5; 
GS-15: October 1, 2000: Number: 15; 
GS-15: October 1, 2000: Percent: 3.0; 
GS-15: September 2007: Number: 24; 
GS-15: September 2007: Percent: 3.4; 
GS-14: October 1, 2000: Number: 60; 
GS-14: October 1, 2000: Percent: 3.5; 
GS-14: September 2007: Number: 76; 
GS-14: September 2007: Percent: 3.0. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 4.2; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 3.7; 
GS-15: October 1, 2000: Number: 7; 
GS-15: October 1, 2000: Percent: 1.4; 
GS-15: September 2007: Number: 10; 
GS-15: September 2007: Percent: 1.4; 
GS-14: October 1, 2000: Number: 43; 
GS-14: October 1, 2000: Percent: 2.5; 
GS-14: September 2007: Number: 95; 
GS-14: September 2007: Percent: 3.8. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 56; 
SES: October 1, 2000: Percent: 47.5; 
SES: September 2007: Number: 59; 
SES: September 2007: Percent: 44.0; 
GS-15: October 1, 2000: Number: 267; 
GS-15: October 1, 2000: Percent: 53.7; 
GS-15: September 2007: Number: 300; 
GS-15: September 2007: Percent: 42.2; 
GS-14: October 1, 2000: Number: 836; 
GS-14: October 1, 2000: Percent: 49.1; 
GS-14: September 2007: Number: 939; 
GS-14: September 2007: Percent: 37.4. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 23; 
SES: October 1, 2000: Percent: 19.5; 
SES: September 2007: Number: 38; 
SES: September 2007: Percent: 28.4; 
GS-15: October 1, 2000: Number: 127; 
GS-15: October 1, 2000: Percent: 25.6; 
GS-15: September 2007: Number: 224; 
GS-15: September 2007: Percent: 31.5; 
GS-14: October 1, 2000: Number: 450; 
GS-14: October 1, 2000: Percent: 26.4; 
GS-14: September 2007: Number: 813; 
GS-14: September 2007: Percent: 32.4. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 5; 
GS-14: September 2007: Percent: 0.2. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 118; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 134; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 497; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 711; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 2,511; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 39; 
GS-14: September 2007: Percent: 33.1. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 39; 
SES: October 1, 2000: Percent: 33.1; 
SES: September 2007: Number: 37; 
SES: September 2007: Percent: 27.6; 
GS-15: October 1, 2000: Number: 103; 
GS-15: October 1, 2000: Percent: 20.7; 
GS-15: September 2007: Number: 187; 
GS-15: September 2007: Percent: 26.3; 
GS-14: October 1, 2000: Number: 416; 
GS-14: October 1, 2000: Percent: 24.4; 
GS-14: September 2007: Number: 754; 
GS-14: September 2007: Percent: 30.0. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 76; 
SES: October 1, 2000: Percent: 64.4; 
SES: September 2007: Number: 78; 
SES: September 2007: Percent: 58.2; 
GS-15: October 1, 2000: Number: 320; 
GS-15: October 1, 2000: Percent: 64.4; 
GS-15: September 2007: Number: 374; 
GS-15: September 2007: Percent: 52.6; 
GS-14: October 1, 2000: Number: 1,025; 
GS-14: October 1, 2000: Percent: 60.2; 
GS-14: September 2007: Number: 1,217; 
GS-14: September 2007: Percent: 48.5. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 20; 
SES: October 1, 2000: Percent: 16.9; 
SES: September 2007: Number: 19; 
SES: September 2007: Percent: 14.2; 
GS-15: October 1, 2000: Number: 53; 
GS-15: October 1, 2000: Percent: 10.7; 
GS-15: September 2007: Number: 74; 
GS-15: September 2007: Percent: 10.4; 
GS-14: October 1, 2000: Number: 189; 
GS-14: October 1, 2000: Percent: 11.1; 
GS-14: September 2007: Number: 277; 
GS-14: September 2007: Percent: 11.0. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 42; 
SES: October 1, 2000: Percent: 35.6; 
SES: September 2007: Number: 56; 
SES: September 2007: Percent: 41.8; 
GS-15: October 1, 2000: Number: 177; 
GS-15: October 1, 2000: Percent: 35.6; 
GS-15: September 2007: Number: 337; 
GS-15: September 2007: Percent: 47.4; 
GS-14: October 1, 2000: Number: 677; 
GS-14: October 1, 2000: Percent: 39.8; 
GS-14: September 2007: Number: 1,294; 
GS-14: September 2007: Percent: 51.5. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 19; 
SES: October 1, 2000: Percent: 16.1; 
SES: September 2007: Number: 18; 
SES: September 2007: Percent: 13.4; 
GS-15: October 1, 2000: Number: 50; 
GS-15: October 1, 2000: Percent: 10.1; 
GS-15: September 2007: Number: 113; 
GS-15: September 2007: Percent: 15.9; 
GS-14: October 1, 2000: Number: 227; 
GS-14: October 1, 2000: Percent: 13.3; 
GS-14: September 2007: Number: 477; 
GS-14: September 2007: Percent: 19.0. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 31: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department State: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 1.8; 
GS-15: October 1, 2000: Number: 58; 
GS-15: October 1, 2000: Percent: 3.7; 
GS-15: September 2007: Number: 20; 
GS-15: September 2007: Percent: 2.9; 
GS-14: October 1, 2000: Number: 74; 
GS-14: October 1, 2000: Percent: 2.9; 
GS-14: September 2007: Number: 61; 
GS-14: September 2007: Percent: 5.3. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.9; 
GS-15: October 1, 2000: Number: 52; 
GS-15: October 1, 2000: Percent: 3.3; 
GS-15: September 2007: Number: 36; 
GS-15: September 2007: Percent: 5.2; 
GS-14: October 1, 2000: Number: 88; 
GS-14: October 1, 2000: Percent: 3.5; 
GS-14: September 2007: Number: 96; 
GS-14: September 2007: Percent: 8.3. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 6; 
GS-15: October 1, 2000: Percent: 0.4; 
GS-15: September 2007: Number: 3; 
GS-15: September 2007: Percent: 0.4; 
GS-14: October 1, 2000: Number: 5; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 0; 
GS-14: September 2007: Percent: 0.0. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 1; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 0; 
GS-15: September 2007: Percent: 0.0; 
GS-14: October 1, 2000: Number: 4; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 1; 
GS-14: September 2007: Percent: 0.1. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 1.8; 
GS-15: October 1, 2000: Number: 25; 
GS-15: October 1, 2000: Percent: 1.6; 
GS-15: September 2007: Number: 10; 
GS-15: September 2007: Percent: 1.5; 
GS-14: October 1, 2000: Number: 66; 
GS-14: October 1, 2000: Percent: 2.6; 
GS-14: September 2007: Number: 39; 
GS-14: September 2007: Percent: 3.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 15; 
GS-15: October 1, 2000: Percent: 0.9; 
GS-15: September 2007: Number: 14; 
GS-15: September 2007: Percent: 2.0; 
GS-14: October 1, 2000: Number: 30; 
GS-14: October 1, 2000: Percent: 1.2; 
GS-14: September 2007: Number: 22; 
GS-14: September 2007: Percent: 1.9. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 4.0; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 1.8; 
GS-15: October 1, 2000: Number: 46; 
GS-15: October 1, 2000: Percent: 2.9; 
GS-15: September 2007: Number: 7; 
GS-15: September 2007: Percent: 1.0; 
GS-14: October 1, 2000: Number: 67; 
GS-14: October 1, 2000: Percent: 2.6; 
GS-14: September 2007: Number: 21; 
GS-14: September 2007: Percent: 1.8. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 22; 
GS-15: October 1, 2000: Percent: 1.4; 
GS-15: September 2007: Number: 8; 
GS-15: September 2007: Percent: 1.2; 
GS-14: October 1, 2000: Number: 28; 
GS-14: October 1, 2000: Percent: 1.1; 
GS-14: September 2007: Number: 14; 
GS-14: September 2007: Percent: 1.2. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 68; 
SES: October 1, 2000: Percent: 67.3; 
SES: September 2007: Number: 71; 
SES: September 2007: Percent: 62.3; 
GS-15: October 1, 2000: Number: 972; 
GS-15: October 1, 2000: Percent: 61.3; 
GS-15: September 2007: Number: 360; 
GS-15: September 2007: Percent: 52.3; 
GS-14: October 1, 2000: Number: 1,584; 
GS-14: October 1, 2000: Percent: 62.3; 
GS-14: September 2007: Number: 530; 
GS-14: September 2007: Percent: 45.8. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 28; 
SES: October 1, 2000: Percent: 27.7; 
SES: September 2007: Number: 36; 
SES: September 2007: Percent: 31.6; 
GS-15: October 1, 2000: Number: 387; 
GS-15: October 1, 2000: Percent: 24.4; 
GS-15: September 2007: Number: 224; 
GS-15: September 2007: Percent: 32.6; 
GS-14: October 1, 2000: Number: 598; 
GS-14: October 1, 2000: Percent: 23.5; 
GS-14: September 2007: Number: 357; 
GS-14: September 2007: Percent: 30.8. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 6; 
GS-15: September 2007: Percent: 0.9; 
GS-14: October 1, 2000: Number: 0; 
GS-14: October 1, 2000: Percent: 0.0; 
GS-14: September 2007: Number: 17; 
GS-14: September 2007: Percent: 1.5. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 101; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 114; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 1,586; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 688; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 2,544; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 1,158; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 5.0; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 6.1; 
GS-15: October 1, 2000: Number: 225; 
GS-15: October 1, 2000: Percent: 14.2; 
GS-15: September 2007: Number: 98; 
GS-15: September 2007: Percent: 14.2; 
GS-14: October 1, 2000: Number: 362; 
GS-14: October 1, 2000: Percent: 14.2; 
GS-14: September 2007: Number: 254; 
GS-14: September 2007: Percent: 21.9. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 72; 
SES: October 1, 2000: Percent: 71.3; 
SES: September 2007: Number: 77; 
SES: September 2007: Percent: 67.5; 
GS-15: October 1, 2000: Number: 1,107; 
GS-15: October 1, 2000: Percent: 69.8; 
GS-15: September 2007: Number: 404; 
GS-15: September 2007: Percent: 58.7; 
GS-14: October 1, 2000: Number: 1,796; 
GS-14: October 1, 2000: Percent: 70.6; 
GS-14: September 2007: Number: 663; 
GS-14: September 2007: Percent: 57.3. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 4.0; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 5.3; 
GS-15: October 1, 2000: Number: 135; 
GS-15: October 1, 2000: Percent: 8.5; 
GS-15: September 2007: Number: 40; 
GS-15: September 2007: Percent: 5.8; 
GS-14: October 1, 2000: Number: 212; 
GS-14: October 1, 2000: Percent: 8.3; 
GS-14: September 2007: Number: 121; 
GS-14: September 2007: Percent: 10.4. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 29; 
SES: October 1, 2000: Percent: 28.7; 
SES: September 2007: Number: 37; 
SES: September 2007: Percent: 32.5; 
GS-15: October 1, 2000: Number: 477; 
GS-15: October 1, 2000: Percent: 30.1; 
GS-15: September 2007: Number: 284; 
GS-15: September 2007: Percent: 41.3; 
GS-14: October 1, 2000: Number: 748; 
GS-14: October 1, 2000: Percent: 29.4; 
GS-14: September 2007: Number: 495; 
GS-14: September 2007: Percent: 42.7. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 1.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.9; 
GS-15: October 1, 2000: Number: 90; 
GS-15: October 1, 2000: Percent: 5.7; 
GS-15: September 2007: Number: 58; 
GS-15: September 2007: Percent: 8.4; 
GS-14: October 1, 2000: Number: 150; 
GS-14: October 1, 2000: Percent: 5.9; 
GS-14: September 2007: Number: 133; 
GS-14: September 2007: Percent: 11.5. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

The number of GS-15s , GS-14s and equivalents decreased because of the 
Department of State stopped reporting data on Foreign Service employees 
to the Office of Personnel Management's Central Personnel Data File in 
fiscal year 2006. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 32: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Transportation: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 14; 
SES: October 1, 2000: Percent: 7.9; 
SES: September 2007: Number: 11; 
SES: September 2007: Percent: 5.9; 
GS-15: October 1, 2000: Number: 60; 
GS-15: October 1, 2000: Percent: 5.1; 
GS-15: September 2007: Number: 55; 
GS-15: September 2007: Percent: 5.5; 
GS-14: October 1, 2000: Number: 221; 
GS-14: October 1, 2000: Percent: 4.5; 
GS-14: September 2007: Number: 239; 
GS-14: September 2007: Percent: 5.6. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 7; 
SES: October 1, 2000: Percent: 3.9; 
SES: September 2007: Number: 10; 
SES: September 2007: Percent: 5.3; 
GS-15: October 1, 2000: Number: 41; 
GS-15: October 1, 2000: Percent: 3.5; 
GS-15: September 2007: Number: 54; 
GS-15: September 2007: Percent: 5.4; 
GS-14: October 1, 2000: Number: 202; 
GS-14: October 1, 2000: Percent: 4.1; 
GS-14: September 2007: Number: 213; 
GS-14: September 2007: Percent: 4.9. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 11; 
GS-15: October 1, 2000: Percent: 0.9; 
GS-15: September 2007: Number: 3; 
GS-15: September 2007: Percent: 0.3; 
GS-14: October 1, 2000: Number: 52; 
GS-14: October 1, 2000: Percent: 1.0; 
GS-14: September 2007: Number: 39; 
GS-14: September 2007: Percent: 0.9. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 1; 
GS-15: September 2007: Percent: 0.1; 
GS-14: October 1, 2000: Number: 15; 
GS-14: October 1, 2000: Percent: 0.3; 
GS-14: September 2007: Number: 6; 
GS-14: September 2007: Percent: 0.1. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 2.8; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 3.2; 
GS-15: October 1, 2000: Number: 26; 
GS-15: October 1, 2000: Percent: 2.2; 
GS-15: September 2007: Number: 29; 
GS-15: September 2007: Percent: 2.9; 
GS-14: October 1, 2000: Number: 150; 
GS-14: October 1, 2000: Percent: 3.0; 
GS-14: September 2007: Number: 147; 
GS-14: September 2007: Percent: 3.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.5; 
GS-15: October 1, 2000: Number: 8; 
GS-15: October 1, 2000: Percent: 0.7; 
GS-15: September 2007: Number: 15; 
GS-15: September 2007: Percent: 1.5; 
GS-14: October 1, 2000: Number: 29; 
GS-14: October 1, 2000: Percent: 0.6; 
GS-14: September 2007: Number: 46; 
GS-14: September 2007: Percent: 1.1. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.5; 
GS-15: October 1, 2000: Number: 2; 
GS-15: October 1, 2000: Number: 29; 
GS-15: October 1, 2000: Percent: 2.5; 
GS-15: September 2007: Number: 29; 
GS-15: September 2007: Percent: 2.9; 
GS-14: October 1, 2000: Number: 181; 
GS-14: October 1, 2000: Percent: 3.6; 
GS-14: September 2007: Number: 174; 
GS-14: September 2007: Percent: 4.0. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.5; 
GS-15: October 1, 2000: Number: 5; 
GS-15: October 1, 2000: Percent: 0.4; 
GS-15: September 2007: Number: 11; 
GS-15: September 2007: Percent: 1.1; 
GS-14: October 1, 2000: Number: 51; 
GS-14: October 1, 2000: Percent: 1.0; 
GS-14: September 2007: Number: 39; 
GS-14: September 2007: Percent: 0.9. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 111; 
SES: October 1, 2000: Percent: 62.4; 
SES: September 2007: Number: 102; 
SES: September 2007: Percent: 54.3; 
GS-15: October 1, 2000: Number: 789; 
GS-15: October 1, 2000: Percent: 67.6; 
GS-15: September 2007: Number: 609; 
GS-15: September 2007: Percent: 60.5; 
GS-14: October 1, 2000: Number: 3,289; 
GS-14: October 1, 2000: Percent: 66.3; 
GS-14: September 2007: Number: 2,754; 
GS-14: September 2007: Percent: 64.0. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 41; 
SES: October 1, 2000: Percent: 23.0; 
SES: September 2007: Number: 56; 
SES: September 2007: Percent: 29.8; 
GS-15: October 1, 2000: Number: 196; 
GS-15: October 1, 2000: Percent: 16.8; 
GS-15: September 2007: Number: 197; 
GS-15: September 2007: Percent: 19.6; 
GS-14: October 1, 2000: Number: 768; 
GS-14: October 1, 2000: Percent: 15.5; 
GS-14: September 2007: Number: 642; 
GS-14: September 2007: Percent: 14.9. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 0; 
GS-15: October 1, 2000: Percent: 0.0; 
GS-15: September 2007: Number: 3; 
GS-15: September 2007: Percent: 0.3; 
GS-14: October 1, 2000: Number: 4; 
GS-14: October 1, 2000: Percent: 0.1; 
GS-14: September 2007: Number: 5; 
GS-14: September 2007: Percent: 0.1. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 178; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 188; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 1,167; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 1,006; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 4,962; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 4,304; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 26; 
SES: October 1, 2000: Percent: 14.6; 
SES: September 2007: Number: 30; 
SES: September 2007: Percent: 16.0; 
GS-15: October 1, 2000: Number: 182; 
GS-15: October 1, 2000: Percent: 15.6; 
GS-15: September 2007: Number: 197; 
GS-15: September 2007: Percent: 19.6; 
GS-14: October 1, 2000: Number: 901; 
GS-14: October 1, 2000: Percent: 18.2; 
GS-14: September 2007: Number: 903; 
GS-14: September 2007: Percent: 21.0. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 130; 
SES: October 1, 2000: Percent: 73.0; 
SES: September 2007: Number: 120; 
SES: September 2007: Percent: 63.8; 
GS-15: October 1, 2000: Number: 915; 
GS-15: October 1, 2000: Percent: 78.4; 
GS-15: September 2007: Number: 726; 
GS-15: September 2007: Percent: 72.2; 
GS-14: October 1, 2000: Number: 3,893; 
GS-14: October 1, 2000: Percent: 78.5; 
GS-14: September 2007: Number: 3,357; 
GS-14: September 2007: Percent: 78.0. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 19; 
SES: October 1, 2000: Percent: 10.7; 
SES: September 2007: Number: 18; 
SES: September 2007: Percent: 9.6; 
GS-15: October 1, 2000: Number: 126; 
GS-15: October 1, 2000: Percent: 10.8; 
GS-15: September 2007: Number: 116; 
GS-15: September 2007: Percent: 11.5; 
GS-14: October 1, 2000: Number: 604; 
GS-14: October 1, 2000: Percent: 12.2; 
GS-14: September 2007: Number: 599; 
GS-14: September 2007: Percent: 13.9. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 48; 
SES: October 1, 2000: Percent: 27.0; 
SES: September 2007: Number: 68; 
SES: September 2007: Percent: 36.2; 
GS-15: October 1, 2000: Number: 252; 
GS-15: October 1, 2000: Percent: 21.6; 
GS-15: September 2007: Number: 280; 
GS-15: September 2007: Percent: 27.8; 
GS-14: October 1, 2000: Number: 1,065; 
GS-14: October 1, 2000: Percent: 21.5; 
GS-14: September 2007: Number: 947; 
GS-14: September 2007: Percent: 22.0. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 7; 
SES: October 1, 2000: Percent: 3.9; 
SES: September 2007: Number: 12; 
SES: September 2007: Percent: 6.4; 
GS-15: October 1, 2000: Number: 56; 
GS-15: October 1, 2000: Percent: 4.8; 
GS-15: September 2007: Number: 81; 
GS-15: September 2007: Percent: 8.1; 
GS-14: October 1, 2000: Number: 297; 
GS-14: October 1, 2000: Percent: 6.0; 
GS-14: September 2007: Number: 304; 
GS-14: September 2007: Percent: 7.1. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table]  

Table 33: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of the Treasury: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 42; 
SES: October 1, 2000: Percent: 7.8; 
SES: September 2007: Number: 29; 
SES: September 2007: Percent: 7.5; 
GS-15: October 1, 2000: Number: 148; 
GS-15: October 1, 2000: Percent: 4.8; 
GS-15: September 2007: Number: 73; 
GS-15: September 2007: Percent: 4.0; 
GS-14: October 1, 2000: Number: 417; 
GS-14: October 1, 2000: Percent: 4.7; 
GS-14: September 2007: Number: 284; 
GS-14: September 2007: Percent: 4.7. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 11; 
SES: October 1, 2000: Percent: 2.0; 
SES: September 2007: Number: 12; 
SES: September 2007: Percent: 3.1; 
GS-15: October 1, 2000: Number: 148; 
GS-15: October 1, 2000: Percent: 4.8; 
GS-15: September 2007: Number: 136; 
GS-15: September 2007: Percent: 7.5; 
GS-14: October 1, 2000: Number: 583; 
GS-14: October 1, 2000: Percent: 6.6; 
GS-14: September 2007: Number: 774; 
GS-14: September 2007: Percent: 12.7. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.2; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 12; 
GS-15: October 1, 2000: Percent: 0.4; 
GS-15: September 2007: Number: 5; 
GS-15: September 2007: Percent: 0.3; 
GS-14: October 1, 2000: Number: 46; 
GS-14: October 1, 2000: Percent: 0.5; 
GS-14: September 2007: Number: 20; 
GS-14: September 2007: Percent: 0.3. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.4; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 1.3; 
GS-15: October 1, 2000: Number: 6; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 3; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 16; 
GS-14: October 1, 2000: Percent: 0.2; 
GS-14: September 2007: Number: 20; 
GS-14: September 2007: Percent: 0.3. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 0.7; 
SES: September 2007: Number: 9; 
SES: September 2007: Percent: 2.3; 
GS-15: October 1, 2000: Number: 46; 
GS-15: October 1, 2000: Percent: 1.5; 
GS-15: September 2007: Number: 42; 
GS-15: September 2007: Percent: 2.3; 
GS-14: October 1, 2000: Number: 149; 
GS-14: October 1, 2000: Percent: 1.7; 
GS-14: September 2007: Number: 151; 
GS-14: September 2007: Percent: 2.5. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.2; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 1.0; 
GS-15: October 1, 2000: Number: 18; 
GS-15: October 1, 2000: Percent: 0.6; 
GS-15: September 2007: Number: 35; 
GS-15: September 2007: Percent: 1.9; 
GS-14: October 1, 2000: Number: 95; 
GS-14: October 1, 2000: Percent: 1.1; 
GS-14: September 2007: Number: 191; 
GS-14: September 2007: Percent: 3.1. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 6; 
SES: October 1, 2000: Percent: 1.1; 
SES: September 2007: Number: 8; 
SES: September 2007: Percent: 2.1; 
GS-15: October 1, 2000: Number: 85; 
GS-15: October 1, 2000: Percent: 2.8; 
GS-15: September 2007: Number: 36; 
GS-15: September 2007: Percent: 2.0; 
GS-14: October 1, 2000: Number: 286; 
GS-14: October 1, 2000: Percent: 3.2; 
GS-14: September 2007: Number: 117; 
GS-14: September 2007: Percent: 1.9. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.4; 
SES: September 2007: Number: 4; 
SES: September 2007: Percent: 1.0; 
GS-15: October 1, 2000: Number: 27; 
GS-15: October 1, 2000: Percent: 0.9; 
GS-15: September 2007: Number: 19; 
GS-15: September 2007: Percent: 1.1; 
GS-14: October 1, 2000: Number: 114; 
GS-14: October 1, 2000: Percent: 1.3; 
GS-14: September 2007: Number: 114; 
GS-14: September 2007: Percent: 1.9. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 359; 
SES: October 1, 2000: Percent: 66.9; 
SES: September 2007: Number: 198; 
SES: September 2007: Percent: 51.3; 
GS-15: October 1, 2000: Number: 1,844; 
GS-15: October 1, 2000: Percent: 59.8; 
GS-15: September 2007: Number: 887; 
GS-15: September 2007: Percent: 49.1; 
GS-14: October 1, 2000: Number: 4,902; 
GS-14: October 1, 2000: Percent: 55.5; 
GS-14: September 2007: Number: 2,555; 
GS-14: September 2007: Percent: 41.9. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 109; 
SES: October 1, 2000: Percent: 20.3; 
SES: September 2007: Number: 115; 
SES: September 2007: Percent: 29.8; 
GS-15: October 1, 2000: Number: 746; 
GS-15: October 1, 2000: Percent: 24.2; 
GS-15: September 2007: Number: 564; 
GS-15: September 2007: Percent: 31.2; 
GS-14: October 1, 2000: Number: 2,219; 
GS-14: October 1, 2000: Percent: 25.1; 
GS-14: September 2007: Number: 1,848; 
GS-14: September 2007: Percent: 30.3. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 0.5; 
GS-15: October 1, 2000: Number: 3; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 5; 
GS-15: September 2007: Percent: 0.3; 
GS-14: October 1, 2000: Number: 5; 
GS-14: October 1, 2000: Percent: 0.1; 
GS-14: September 2007: Number: 17; 
GS-14: September 2007: Percent: 0.3. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 537; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 386; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 3,083; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 1,805; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 8,832; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 6,091; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 69; 
SES: October 1, 2000: Percent: 12.8; 
SES: September 2007: Number: 71; 
SES: September 2007: Percent: 18.4; 
GS-15: October 1, 2000: Number: 490; 
GS-15: October 1, 2000: Percent: 15.9; 
GS-15: September 2007: Number: 349; 
GS-15: September 2007: Percent: 19.3; 
GS-14: October 1, 2000: Number: 1,706; 
GS-14: October 1, 2000: Percent: 19.3; 
GS-14: September 2007: Number: 1,671; 
GS-14: September 2007: Percent: 27.4. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 412; 
SES: October 1, 2000: Percent: 76.7; 
SES: September 2007: Number: 244; 
SES: September 2007: Percent: 63.2; 
GS-15: October 1, 2000: Number: 2,135; 
GS-15: October 1, 2000: Percent: 69.3; 
GS-15: September 2007: Number: 1,045; 
GS-15: September 2007: Percent: 57.9; 
GS-14: October 1, 2000: Number: 5,800; 
GS-14: October 1, 2000: Percent: 65.7; 
GS-14: September 2007: Number: 3,135; 
GS-14: September 2007: Percent: 51.5. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 53; 
SES: October 1, 2000: Percent: 9.9; 
SES: September 2007: Number: 46; 
SES: September 2007: Percent: 11.9; 
GS-15: October 1, 2000: Number: 291; 
GS-15: October 1, 2000: Percent: 9.4; 
GS-15: September 2007: Number: 156; 
GS-15: September 2007: Percent: 8.6; 
GS-14: October 1, 2000: Number: 898; 
GS-14: October 1, 2000: Percent: 10.2; 
GS-14: September 2007: Number: 572; 
GS-14: September 2007: Percent: 9.4. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 125; 
SES: October 1, 2000: Percent: 23.3; 
SES: September 2007: Number: 142; 
SES: September 2007: Percent: 36.8; 
GS-15: October 1, 2000: Number: 945; 
GS-15: October 1, 2000: Percent: 30.7; 
GS-15: September 2007: Number: 760; 
GS-15: September 2007: Percent: 42.1; 
GS-14: October 1, 2000: Number: 3,027; 
GS-14: October 1, 2000: Percent: 34.3; 
GS-14: September 2007: Number: 2,956; 
GS-14: September 2007: Percent: 48.5. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 16; 
SES: October 1, 2000: Percent: 3.0; 
SES: September 2007: Number: 25; 
SES: September 2007: Percent: 6.5; 
GS-15: October 1, 2000: Number: 199; 
GS-15: October 1, 2000: Percent: 6.5; 
GS-15: September 2007: Number: 193; 
GS-15: September 2007: Percent: 10.7; 
GS-14: October 1, 2000: Number: 808; 
GS-14: October 1, 2000: Percent: 9.1; 
GS-14: September 2007: Number: 1,099; 
GS-14: September 2007: Percent: 18.0. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

Table 34: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of Veterans Affairs: 

Equal employment opportunity (EEO) group: African American men; 
SES: October 1, 2000: Number: 12; 
SES: October 1, 2000: Percent: 4.9; 
SES: September 2007: Number: 13; 
SES: September 2007: Percent: 5.5; 
GS-15: October 1, 2000: Number: 173; 
GS-15: October 1, 2000: Percent: 2.2; 
GS-15: September 2007: Number: 296; 
GS-15: September 2007: Percent: 2.7; 
GS-14: October 1, 2000: Number: 98; 
GS-14: October 1, 2000: Percent: 4.0; 
GS-14: September 2007: Number: 177; 
GS-14: September 2007: Percent: 5.2. 

Equal employment opportunity (EEO) group: African American women; 
SES: October 1, 2000: Number: 4; 
SES: October 1, 2000: Percent: 1.6; 
SES: September 2007: Number: 7; 
SES: September 2007: Percent: 3.0; 
GS-15: October 1, 2000: Number: 109; 
GS-15: October 1, 2000: Percent: 1.4; 
GS-15: September 2007: Number: 239; 
GS-15: September 2007: Percent: 2.2; 
GS-14: October 1, 2000: Number: 104; 
GS-14: October 1, 2000: Percent: 4.2; 
GS-14: September 2007: Number: 279; 
GS-14: September 2007: Percent: 2.2. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 1.2; 
SES: September 2007: Number: 5; 
SES: September 2007: Percent: 2.1; 
GS-15: October 1, 2000: Number: 17; 
GS-15: October 1, 2000: Percent: 0.2; 
GS-15: September 2007: Number: 55; 
GS-15: September 2007: Percent: 0.5; 
GS-14: October 1, 2000: Number: 11; 
GS-14: October 1, 2000: Percent: 0.4; 
GS-14: September 2007: Number: 12; 
GS-14: September 2007: Percent: 0.4. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 0; 
SES: September 2007: Percent: 0.0; 
GS-15: October 1, 2000: Number: 4; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 25; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 7; 
GS-14: October 1, 2000: Percent: 0.3; 
GS-14: September 2007: Number: 9; 
GS-14: September 2007: Percent: 0.3. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.4; 
SES: September 2007: Number: 2; 
SES: September 2007: Percent: 0.8; 
GS-15: October 1, 2000: Number: 997; 
GS-15: October 1, 2000: Percent: 12.9; 
GS-15: September 2007: Number: 1,337; 
GS-15: September 2007: Percent: 12.2; 
GS-14: October 1, 2000: Number: 62; 
GS-14: October 1, 2000: Percent: 2.5; 
GS-14: September 2007: Number: 70; 
GS-14: September 2007: Percent: 2.1. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander women; 
SES: October 1, 2000: Number: 1; 
SES: October 1, 2000: Percent: 0.4; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.4; 
GS-15: October 1, 2000: Number: 499; 
GS-15: October 1, 2000: Percent: 6.4; 
GS-15: September 2007: Number: 892; 
GS-15: September 2007: Percent: 8.1; 
GS-14: October 1, 2000: Number: 45; 
GS-14: October 1, 2000: Percent: 1.8; 
GS-14: September 2007: Number: 50; 
GS-14: September 2007: Percent: 1.5. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES: October 1, 2000: Number: 3; 
SES: October 1, 2000: Percent: 1.2; 
SES: September 2007: Number: 6; 
SES: September 2007: Percent: 2.5; 
GS-15: October 1, 2000: Number: 322; 
GS-15: October 1, 2000: Percent: 4.2; 
GS-15: September 2007: Number: 471; 
GS-15: September 2007: Percent: 4.3; 
GS-14: October 1, 2000: Number: 55; 
GS-14: October 1, 2000: Percent: 2.2; 
GS-14: September 2007: Number: 60; 
GS-14: September 2007: Percent: 1.8. 

Equal employment opportunity (EEO) group: Hispanic women; 
SES: October 1, 2000: Number: 0; 
SES: October 1, 2000: Percent: 0.0; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.4; 
GS-15: October 1, 2000: Number: 131; 
GS-15: October 1, 2000: Percent: 1.7; 
GS-15: September 2007: Number: 243; 
GS-15: September 2007: Percent: 2.2; 
GS-14: October 1, 2000: Number: 28; 
GS-14: October 1, 2000: Percent: 1.1; 
GS-14: September 2007: Number: 53; 
GS-14: September 2007: Percent: 1.8. 

Equal employment opportunity (EEO) group: White men; 
SES: October 1, 2000: Number: 190; 
SES: October 1, 2000: Percent: 76.9; 
SES: September 2007: Number: 136; 
SES: September 2007: Percent: 57.6; 
GS-15: October 1, 2000: Number: 4,382; 
GS-15: October 1, 2000: Percent: 56.6; 
GS-15: September 2007: Number: 5,439; 
GS-15: September 2007: Percent: 49.7; 
GS-14: October 1, 2000: Number: 1,465; 
GS-14: October 1, 2000: Percent: 59.2; 
GS-14: September 2007: Number: 1,643; 
GS-14: September 2007: Percent: 48.3. 

Equal employment opportunity (EEO) group: White women; 
SES: October 1, 2000: Number: 31; 
SES: October 1, 2000: Percent: 12.6; 
SES: September 2007: Number: 64; 
SES: September 2007: Percent: 27.1; 
GS-15: October 1, 2000: Number: 1,107; 
GS-15: October 1, 2000: Percent: 14.3; 
GS-15: September 2007: Number: 1,927; 
GS-15: September 2007: Percent: 17.6; 
GS-14: October 1, 2000: Number: 592; 
GS-14: October 1, 2000: Percent: 23.9; 
GS-14: September 2007: Number: 1,044; 
GS-14: September 2007: Percent: 30.7. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES: October 1, 2000: Number: 2; 
SES: October 1, 2000: Percent: 0.8; 
SES: September 2007: Number: 1; 
SES: September 2007: Percent: 0.4; 
GS-15: October 1, 2000: Number: 5; 
GS-15: October 1, 2000: Percent: 0.1; 
GS-15: September 2007: Number: 22; 
GS-15: September 2007: Percent: 0.2; 
GS-14: October 1, 2000: Number: 8; 
GS-14: October 1, 2000: Percent: 0.3; 
GS-14: September 2007: Number: 4; 
GS-14: September 2007: Percent: 0.1. 

Equal employment opportunity (EEO) group: Total[A]; 
SES: October 1, 2000: Number: 247; 
SES: October 1, 2000: Percent: 100.0; 
SES: September 2007: Number: 236; 
SES: September 2007: Percent: 100.0; 
GS-15: October 1, 2000: Number: 7,746; 
GS-15: October 1, 2000: Percent: 100.0; 
GS-15: September 2007: Number: 10,946; 
GS-15: September 2007: Percent: 100.0; 
GS-14: October 1, 2000: Number: 2,475; 
GS-14: October 1, 2000: Percent: 100.0; 
GS-14: September 2007: Number: 3,401; 
GS-14: September 2007: Percent: 100.0. 

Equal employment opportunity (EO) group: Minorities; 
SES: October 1, 2000: Number: 24; 
SES: October 1, 2000: Percent: 9.7; 
SES: September 2007: Number: 35; 
SES: September 2007: Percent: 14.8; 
GS-15: October 1, 2000: Number: 2,252; 
GS-15: October 1, 2000: Percent: 29.1; 
GS-15: September 2007: Number: 3,558; 
GS-15: September 2007: Percent: 32.5; 
GS-14: October 1, 2000: Number: 410; 
GS-14: October 1, 2000: Percent: 16.6; 
GS-14: September 2007: Number: 710; 
GS-14: September 2007: Percent: 20.9. 

Equal employment opportunity (EEO) group: Men; 
SES: October 1, 2000: Number: 209; 
SES: October 1, 2000: Percent: 84.6; 
SES: September 2007: Number: 163; 
SES: September 2007: Percent: 69.1; 
GS-15: October 1, 2000: Number: 5,891; 
GS-15: October 1, 2000: Percent: 76.1; 
GS-15: September 2007: Number: 7,614; 
GS-15: September 2007: Percent: 69.6; 
GS-14: October 1, 2000: Number: 1,691; 
GS-14: October 1, 2000: Percent: 68.3; 
GS-14: September 2007: Number: 1,965; 
GS-14: September 2007: Percent: 57.8. 

Equal employment opportunity (EEO) group: Minority men; 
SES: October 1, 2000: Number: 19; 
SES: October 1, 2000: Percent: 7.7; 
SES: September 2007: Number: 26; 
SES: September 2007: Percent: 11.0; 
GS-15: October 1, 2000: Number: 1,509; 
GS-15: October 1, 2000: Percent: 19.5; 
GS-15: September 2007: Number: 2,159; 
GS-15: September 2007: Percent: 19.7; 
GS-14: October 1, 2000: Number: 226; 
GS-14: October 1, 2000: Percent: 9.1; 
GS-14: September 2007: Number: 319; 
GS-14: September 2007: Percent: 9.4. 

Equal employment opportunity (EEO) group: Women; 
SES: October 1, 2000: Number: 36; 
SES: October 1, 2000: Percent: 14.6; 
SES: September 2007: Number: 73; 
SES: September 2007: Percent: 30.9; 
GS-15: October 1, 2000: Number: 1,850; 
GS-15: October 1, 2000: Percent: 23.9; 
GS-15: September 2007: Number: 3,332; 
GS-15: September 2007: Percent: 30.4; 
GS-14: October 1, 2000: Number: 776; 
GS-14: October 1, 2000: Percent: 31.4; 
GS-14: September 2007: Number: 1,436; 
GS-14: September 2007: Percent: 42.2. 

Equal employment opportunity (EEO) group: Minority women; 
SES: October 1, 2000: Number: 5; 
SES: October 1, 2000: Percent: 2.0; 
SES: September 2007: Number: 9; 
SES: September 2007: Percent: 3.8; 
GS-15: October 1, 2000: Number: 743; 
GS-15: October 1, 2000: Percent: 9.6; 
GS-15: September 2007: Number: 1,399; 
GS-15: September 2007: Percent: 12.8; 
GS-14: October 1, 2000: Number: 184; 
GS-14: October 1, 2000: Percent: 7.4; 
GS-14: September 2007: Number: 391; 
GS-14: September 2007: Percent: 11.5. 

Source: GAO analysis of the Office of Personnel Management's Central 
Personnel Data File. 

Note: We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[A] Percentages may not add to 100 because of rounding. 

[End of table] 

[End of section] 

Appendix II: GAO Contact and Staff Acknowledgments: 

GAO Contact: 

George H. Stalcup on (202) 512-9490 or at stalcupg@gao.gov: 

Acknowledgments: 

In addition to the individual named above, Kiki Theodoropoulos, 
Assistant Director; Clifton Douglas, Jr; Jessica Drucker; Karin 
Fangman; Kirsten B. Lauber; Mary Martin; Michael R. Volpe; and Gregory 
H. Wilmoth made key contributions to this report. 

[End of section] 

Footnotes: 

[1] Career SES members are those with civil service status who are 
appointed competitively to SES positions and serve in positions below 
the top political appointees in the executive branch of government. 
These individuals are in executive positions classified above GS-15 or 
equivalent. We excluded those in SES-type positions authorized by law, 
such as in the Foreign Service, and some law enforcement and 
intelligence programs as well as positions in the Senior Level and 
Science and Professional systems. 

[2] GAO, Senior Executive Service: Enhanced Agency Efforts Needed to 
Improve Diversity as the Senior Corps Turns Over, GAO-03-34 
(Washington, D.C.: Jan. 17, 2003). 

[3] GAO, Human Capital: Diversity in the Federal SES and Senior Levels 
of the U.S. Postal Service and Processes for Selecting New Executives, 
GAO-08-609T (Washington, D.C.: Apr. 3, 2008). 

[4] By minorities, we are referring to people in the following racial 
and ethnic groups: African American, American Indian/Alaska Native, 
Asian/Pacific Islander, and Hispanic. 

[5] The vast majority of potential successors for career SES positions 
come from the general schedule (GS) pay plan for grades GS-15 and GS- 
14. We included GS-15, GS-14, and equivalent employees. GS-equivalent 
employees are those in equivalent grades under other pay plans that 
follow the GS grade structure and job evaluation methodology or are 
equivalent by statute. 

[6] Targeted disabilities are those disabilities the federal 
government, as a matter of policy, has identified for special emphasis. 
The targeted disabilities are deafness, blindness, missing extremities, 
partial paralysis, complete paralysis, convulsive disorders, mental 
retardation, mental illness, and distortion of limbs and/or spine. 

[7] GAO-08-609T. 

[8] Governmentwide includes civilian employees of all cabinet-level 
departments, independent agencies, commissions, councils, and boards in 
the executive branch except the intelligence agencies, the Postal 
Service, and the Foreign Service (as of 2007). 

[9] The CFO Act agencies are 24 major executive agencies that are 
subject to the CFO Act. In 2007, the CFO Act agencies employed 98 
percent of federal employees. See 31 U.S.C. § 901. 

[10] GAO, OPM's Central Personnel Data File: Data Appear Sufficiently 
Reliable to Meet Most Customer Needs, GAO/GGD-98-199 (Washington, D.C.: 
Sept. 30, 1998). Also, in a document dated February 28, 2008, an OPM 
official confirmed that OPM continues to follow the CPDF data quality 
standards and procedures contained in our 1998 report. 

[11] We first identified SES and SES developmental pool data for 2000 
in our 2003 report (GAO-03-34), in which we excluded the Federal Bureau 
of Investigation (FBI) from the SES and the SES developmental pool 
because that report contained projected SES and the SES developmental 
pool levels for the end of fiscal year 2007 based on separation and 
appointment data, and the FBI did not submit separation and appointment 
data to the CPDF for 2000. We subsequently cited data on the SES and 
SES developmental pool for 2000 from our 2003 report in four additional 
products (GAO-04-123T, GAO-07-838T, GAO-08-609T, and GAO-08-725T). The 
FBI began submitting such data to the CPDF in fiscal year 2005; 
therefore data in this report on the SES and the SES developmental pool 
governmentwide include data on the FBI. 

[12] OPM's most recent report is its January 2007 Annual Report to the 
Congress: Federal Equal Opportunity Recruitment Program, Fiscal Year 
2006, and EEOC's most recent report is its Fiscal Year 2007 Annual 
Report on the Federal Work Force. 

[13] 5 U.S.C. §7201 and 5 C.F.R. Part 720, Subpart B. 

[14] The civilian labor force is composed of those 16 and older who are 
employed or looking for work and not in the military or 
institutionalized. 

[15] See section 717 of the Civil Rights Act of 1964 and section 501 of 
the Rehabilitation Act of 1973, codified as amended at 42 U.S.C. § 
2000e-16 and 29 U.S.C. § 791, respectively. 

[16] EEOC defines barriers as agency policies, principles, or practices 
that limit or tend to limit employment opportunities for members of a 
particular gender, race, or ethnic background or based on an 
individual's disability status. 

[17] EEOC, Improving the Participation Rate of People with Targeted 
Disabilities in the Federal Workforce (Washington, D.C.: Jan. 2008). 
Federal employees or applicants for federal employment use OPM Form SF- 
256 to identify physical or mental impairments. According to EEOC, the 
information collected from this form is used to produce reports and to 
ensure that individuals with disabilities are not discriminated 
against. 

[18] GAO, Human Capital: Federal Workforce Challenges in the 21st 
Century, GAO-07-556T (Washington, D.C.: Mar. 6, 2007). 

[19] GAO, Human Capital: Insights for U.S. Agencies from Other 
Countries' Succession Planning and Management Initiatives, GAO-03-914 
(Washington, D.C.: Sept. 15, 2003). 

[20] EEOC recognizes that there are disabilities that are not 
designated as a "targeted disability," but may nevertheless be just as 
severe, or more severe, than some targeted disabilities. Nonetheless, 
EEOC only collects and maintains employment statistics for the nine 
individual targeted disabilities. EEOC states that the purpose of 
focusing on targeted disabilities is to encourage the hiring, 
placement, and advancement of selected individuals with disabilities in 
affirmative action planning. The criteria EEOC used to select the nine 
disabilities that make up the group of targeted disabilities included 
the severity of the disability, the feasibility of recruitment, and the 
availability of workforce data for individuals with targeted 
disabilities. 

[21] Data on targeted disabilities were not separated out by disability 
type for this analysis but were rolled into an overall targeted 
disabilities category. 

[22] See 5 C.F.R. § 317.501(c) and 412.104(c). 

[23] See 5 C.F.R. § 317.501 and 5 U.S.C. § 3393(b). 

[24] See 5 C.F.R. § 317.502 and 5 U.S.C. § 3393(c). 

[25] Statute and OPM regulations provide that more than half of the 
members of the QRB must be SES career appointees. 5 U.S.C. § 3393(c) 
and 5 C.F.R. § 317.502(a). 

[26] 5 C.F.R. § 317.502(c). According to OPM, in very rare cases when 
exceptional candidates with demonstrated experience are not available, 
a QRB may certify a candidate whose professional/technical background 
makes him or her particularly well-suited for an SES vacancy although 
the candidate lacks demonstrated experience in one or more of the 
executive core qualifications. The candidate must have the potential 
for quickly acquiring full competence in all of the core 
qualifications. 

[27] 5 C.F.R. § 412.104. See also 5 U.S.C. § 3393(c)(2). 

[28] In some cases, candidate development program openings are 
announced only to an agency's employees rather than governmentwide; 
graduates from such programs must compete for SES positions. 5 C.F.R. § 
412.104. 

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