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of the U.S. Postal Service and Processes for Selecting New Executives' 
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Testimony: 

Before Congressional Committees: 

United States Government Accountability Office: 
GAO: 

For Release on Delivery: 
Expected at 2:00 p.m. EDT: 
Thursday, April 3, 2008: 

Human Capital: 

Diversity in the Federal SES and Senior Levels of the U.S. Postal 
Service and Processes for Selecting New Executives: 

Statement of Katherine Siggerud, Director: Physical Infrastructure 
Issues: 

and: 

George H. Stalcup, Director:
Strategic Issues: 

GAO-08-609T: 

GAO Highlights: 

Highlights of GAO-08-609T, a testimony before congressional committees. 

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 decision making. In January 2003, 
GAO provided data on the diversity of career SES members as of October 
2000 (GAO-03-34). In March 2000, GAO reported similar data for the 
Postal Career Executive Service (PCES) as of September 1999 (GAO/GGD-00-
76). In its 2003 report, GAO also projected 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 diversity in the 
SES and the senior ranks of the U.S. Postal Service, GAO is providing 
data on race, ethnicity, and gender obtained from the Office of 
Personnel Managementís (OPM) Central Personnel Data File and the Postal 
Service for (1) career SES positions as of the end of fiscal year 2007 
and the SES developmental pool (i.e., GS-15 and GS-14 positions) as 
well as a comparison of actual fiscal year 2007 data to projections for 
fiscal year 2007 that GAO made in its 2003 report, and (2) the PCES, 
the Executive Administrative Schedule (EAS), and EAS participants in 
the Corporate Succession Planning (CSP) program. GAO also describes the 
process that executive agencies and the Postal Service use to select 
members into their senior ranks. 

What GAO Found: 

Data in the Central Personnel Data File and provided by the U.S. Postal 
Service show that as of the end of fiscal year 2007, the overall 
percentages of women and minorities have increased in the federal 
career SES and its developmental pool for potential successors since 
2000 as well as in the PCES and EAS levels 22 and above, from which 
PCES potential successors could come, since 1999. 

Table: 

Governmentwide: SES;
October 2000: Number: 6,110; 
October 2000: Percent Women: 23.6; 
October 2000: Percent Minorities: 13.8; September 2007: Number: 6,555; 
September 2007: Percent Women: 29.1; September 2007: Percent 
Minorities: 15.8. 

Governmentwide: SES potential developmental pool (GS-15s and GS-14s); 
October 2000: Number: 135,012; 
October 2000: Percent Women: 28.2; 
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 OPMís Central Personnel Data File. 

[End of table] 

Table: 

U.S. Postal Service: PCES;
September 1999: Number: 854; 
September 1999: Percent Women: 20.1; September 1999: Percent 
Minorities: 20.8; September 2007: Number: 748; 
September 2007: Percent Women: 29.0; September 2007: Percent 
Minorities: 25.5. 

U.S. Postal Service: EAS levels 22 and above; October 2000: Number: 
8,955; 
October 2000: Percent Women: 22.7; 
October 2000: Percent Minorities: 25.3; September 2007: Number: 8,826; 
September 2007:Percent Women: 31.5; 
September 2007: Percent Minorities: 29.5. 

Source: U.S. Postal Service. 

[End of table] 

Actual fiscal year 2007 SES data show that representation increased 
from October 2000 among minorities and women and that those increases 
generally exceed the increases we projected in our 2003 report. The 
only decrease among minorities occurred in African American men, whose 
fiscal year 2007 actual representation (5.0 percent) was less than the 
October 2000 baseline (5.5 percent). For the developmental pool (GS-15s 
and GS-14s), fiscal year 2007 data show that increases also occurred 
generally among minorities and women since October 2000. 

Both executive branch agencies and the Postal Service have processes 
for selecting members into their senior ranks. Executive agencies use 
Executive Resources Boards to review the executive and technical 
qualifications of eligible candidates for initial SES career 
appointments and make recommendations on the best qualified. An OPM-
administered board reviews candidatesí qualifications before 
appointment to the SES. The Postal Service does not fall under the 
jurisdiction of OPMís board for promoting employees to the PCES. 
Instead, it promotes EAS and other employees to the PCES when they are 
selected to fill PCES vacancies. Most employees promoted to the PCES 
have been CSP program participants, consistent with Postal Service 
policy encouraging this practice. The CSP program is intended to 
identify and develop employees so that they can promptly and 
successfully assume PCES positions as these positions become available. 

To view the full product, including the scope and methodology, click on 
[hyperlink, http://www.gao.gov/cgi-bin/getrpt?GAO-08-609T]. For more 
information, contact Katherine Siggerud at (202) 512-2834 or 
siggerudk@gao.gov or George Stalcup at (202) 512-6806 or 
stalcupg@gao.gov. 

[End of section] 

Chairman Davis, Chairman Akaka, and Members of the Subcommittees: 

We are pleased to be here today to provide the Subcommittees with 
information on the representation of women and minorities[Footnote 1] 
in the senior ranks of the federal government and the U.S. Postal 
Service. In January 2003, we released a comprehensive review of career 
senior executives by race, ethnicity, and gender governmentwide and by 
major executive agencies as of October 2000, and we also projected what 
the profile of the Senior Executive Service (SES) would be in October 
2007 if appointment and separation trends did not change.[Footnote 2] 

Most recently, in May 2007,[Footnote 3] we testified before the House 
Subcommittee on Federal Workforce, Postal Service, and the District of 
Columbia, Committee on Oversight and Government Reform on the fiscal 
year 2006 levels of representation of women and minorities in the 
federal government's career SES[Footnote 4] and the levels that serve 
as the developmental pools from which the vast majority of potential 
successors for career SES positions[Footnote 5] will come. We also 
provided data for the Postal Service's Postal Career Executive Service 
(PCES), which includes postal officers and executives and certain 
levels of the Service's Executive and Administrative Schedule (EAS), 
from which potential successors could come. 

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. Having a diverse SES corps, which generally 
represents the most experienced segment of the federal workforce, 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. 

Today, as requested, we are providing updated information as of the end 
of fiscal year 2007 on the representation of women and minorities in 
career SES[Footnote 6] positions and the SES developmental pool (i.e., 
GS-15 and GS-14 positions) as well as baseline data from October 2000, 
which we previously reported for those same positions in 2003.[Footnote 
7] As requested, we also will compare the fiscal year 2007 data to 
statistically estimated projections for fiscal year 2007 that we made 
in our 2003 report. We also are providing updated information from the 
Postal Service on the representation of women and minorities in the 
PCES and EAS as of the end of fiscal year 2007 as well as baseline data 
from 1999, which we previously reported for those same 
positions.[Footnote 8] We did not make projections for the profile of 
Postal Service positions based on retirement trends. In addition, we 
are providing representation data for the Postal Service's Corporate 
Succession Planning (CSP) program as of the end of fiscal year 2007 and 
the end of fiscal year 2004--the fiscal year that the CSP program first 
accepted participants. This program is intended to identify and develop 
employees so that they can promptly and successfully assume PCES 
positions as these positions become available. Finally, we will 
describe the overall processes used in executive branch agencies and 
the Postal Service for selecting members into their senior ranks. 

We extracted representation data for the SES from the Office of 
Personnel Management's (OPM) Central Personnel Data File (CPDF). We 
believe the CPDF is sufficiently reliable for the informational purpose 
of this testimony. We previously reported that governmentwide data from 
the CPDF for the key variables reported in this testimony--agency, 
gender, race or national origin, and pay plan or grade--were 96 percent 
or more accurate.[Footnote 9] Representation data for the PCES, EAS, 
and CSP program were provided by the Postal Service. The Postal Service 
data on employees in different levels by gender and race as well as the 
number in the CSP program are of undetermined reliability. During our 
review, the Postal Service was transitioning from one electronic data 
system to another, which prevented us from performing our normal 
reliability assessment. However, because the Postal Service 
representation data were generally consistent with prior years, we do 
not believe there are any material limitations in using these data for 
the purposes of this testimony. The information on selection processes 
was obtained from OPM and the Postal Service. We conducted this 
performance audit from January 2008 to March 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. 

Representation of Women and Minorities in the SES and Its Developmental 
Pool as of Fiscal Year 2007: 

The data that we are reporting today 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 
the number of career SES as well as those in the developmental pool, 
including the percentages of women and minorities. For more information 
on demographic data governmentwide, see appendix I. 

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

Governmentwide: SES; 
October 2000: Number: 6,110; 
October 2000: Percent: Women: 23.6; 
October 2000: Percent: Minorities: 13.8; 
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: 135,012; 
October 2000: Percent: Women: 28.2; 
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. 

[End of table] 

Table 2 shows a further breakdown of the number of SES members, 
including the percentages of women and minorities, by Chief Financial 
Officers (CFO) Act agency.[Footnote 10] For more information on 
demographic data by CFO Act agency, see appendix I. 

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: Number of SES: 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: Number of SES: 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: Number of SES: 317; 
September 2007: Percent: Women: 28.4; 
September 2007: Percent: Minorities: 14.5. 

CFO Act agency: Defense; 
October 2000: Number of SES: 1,144; 
October 2000: Percent: Women: 16.3; 
October 2000: Percent: Minorities: 6.1; 
September 2007: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: [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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 221; 
September 2007: Percent: Women: 31.7; 
September 2007: Percent: Minorities: 25.8. 

CFO Act agency: Justice; 
October 2000: Number of SES: 407; 
October 2000: Percent: Women: 22.6; 
October 2000: Percent: Minorities: 15.2; 
September 2007: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 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: Number of SES: 236; 
September 2007: Percent: Women: 30.9; 
September 2007: Percent: Minorities: 14.8. 

Source: GAO analysis of OPM's CPDF. 

Notes: AID is the Agency for International Development; EPA is the 
Environmental Protection Agency; FEMA is the Federal Emergency 
Management Agency; GSA is the General Services Administration; HHS is 
the Department of Health and Human Services; DHS is the Department of 
Homeland Security; 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] FEMA was an independent agency and 1 of the 24 CFO Act agencies 
until the formation of 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. 
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 SES. In 2007, the representation of women and 
minorities, both overall and for most 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 SES. 

For this testimony, we did not analyze the factors that contributed to 
the changes from October 2000 through September 2007 in representation. 
OPM and the Equal Employment Opportunity Commission (EEOC), in their 
oversight roles, require federal agencies to analyze their workforces, 
and both agencies also report on governmentwide representation 
levels.[Footnote 11] Under OPM's regulations implementing the Federal 
Equal Opportunity Recruitment Program (FEORP),[Footnote 12] agencies 
are required to determine where representation levels for covered 
groups are lower than the civilian labor force and take steps to 
address those differences.[Footnote 13] 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, 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 14] 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 analysis 
of their workforce profiles identifies 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 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 
2000 through October 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 in 
October 2000 will have left service by October 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 SES representation as of October 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 exceed 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. For more information on our projections, see 
appendix II. 

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

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

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

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

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

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

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

SES profile: Hispanic men; 
October 2000: Percent: 1.8; 
October 2003 projections for October 2007: Percent: 2.0; 
Actual September 2007: Percent: 2.7. 

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

SES profile: White men; 
October 2000: Percent: 67.1; 
October 2003 projections for October 2007: Percent: 62.1; 
Actual September 2007: Percent: 60.7. 

SES profile: White women; 
October 2000: Percent: 19.1; 
October 2003 projections for October 2007: Percent: 23.1; 
Actual September 2007: Percent: 23.3. 

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

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

SES profile: Minorities; 
October 2000: Percent: 13.8; 
October 2003 projections for October 2007: Percent: 14.5; 
Actual September 2007: Percent: 15.8. 

SES profile: Men; 
October 2000: Percent: 76.4; 
October 2003 projections for October 2007: Percent: 71.6; 
Actual September 2007: Percent: 70.9. 

SES profile: Minority men; 
October 2000: Percent: 9.3; 
October 2003 projections for October 2007: Percent: 9.5; 
Actual September 2007: Percent: 10.1. 

SES profile: Women; 
October 2000: Percent: 23.6; 
October 2003 projections for October 2007: 
Percent: 28.1; Actual September 2007: Percent: 29.1. 

SES profile: Minority women; 
October 2000: Percent: 4.5; 
October 2003 projections for October 2007: 
Percent: 5.0; Actual September 2007: Percent: 5.8. 

Source: GAO analysis of OPM's CPDF. 

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). Projections include 
replacements for departing SES members 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] 

Table 4 shows developmental pool representation as of October 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. For 
more information on our projections, see appendix II. 

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 2000: Percent: 3.8; 
October 2003 projections for October 2007: Percent: 4.1; 
Actual September 2007: Percent: 4.3. 

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

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

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

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

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

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

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

Profile of developmental pool (GS-15s and GS-14s): White men; 
October 2000: Percent: 61.6; 
October 2003 projections for October 2007: Percent: 58.6; 
Actual September 2007: Percent: 53.4. 

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

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

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

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

Profile of developmental pool (GS-15s and GS-14s): Men; 
October 2000: Percent: 71.8; 
October 2003 projections for October 2007: Percent: 69.4; 
Actual September 2007: Percent: 65.7. 

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

Profile of developmental pool (GS-15s and GS-14s): Women; 
October 2000: Percent: 28.2; 
October 2003 projections for October 2007: Percent: 30.4; 
Actual September 2007: Percent: 34.3. 

Profile of developmental pool (GS-15s and GS-14s): Minority women; 
October 2000: Percent: 6.8; 
October 2003 projections for October 2007: Percent: 7.5; 
Actual September 2007: Percent: 10.3. 

Source: GAO analysis of OPM's CPDF. 

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. 
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 earlier, 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, as we do in 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 for the workforce in general. As we have said before, as 
part of a strategic human capital planning approach, agencies need to 
develop long-term strategies for acquiring, developing, motivating, and 
retaining staff.[Footnote 15] 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 16] 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. 

Representation of Women and Minorities in the PCES, EAS, and CSP 
Program: 

As we have testified before the House Subcommittee on Federal 
Workforce, Postal Service, and the District of Columbia, Committee on 
Oversight and Government Reform,[Footnote 17] the Postal Service 
expects nearly half of its executives to retire within the next 5 
years, which has important implications and underscores the need for 
effective succession planning. This presents the Postal Service with 
substantial challenges for ensuring an able cadre of postal executives 
and also presents opportunities for the Postal Service to affect the 
composition of the PCES. Table 5 updates information we provided last 
year for the PCES and EAS levels 22 and above,[Footnote 18] from 
September 1999 to September 2007, showing increases in the 
representation of women and minorities. 

Table 5: Representation of Women and Minorities in the PCES and EAS 
Levels 22 and Above for September 1999 and September 2007: 

U.S. Postal Service: PCES; 
September 1999: Number: 854; 
September 1999: Percent: Women: 20.1; 
September 1999: Percent: Minorities: 20.8; 
September 2007: Number: 748; 
September 2007: Percent: Women: 29.0; 
September 2007: Percent: Minorities: 25.5. 

U.S. Postal Service: EAS levels 22 and above; 
September 1999: Number: 8,955; 
September 1999: Percent: Women: 22.7; 
September 1999: Percent: Minorities: 25.3; 
September 2007: Number: 8,826; 
September 2007: Percent: Women: 31.5; 
September 2007: Percent: Minorities: 29.5. 

Source: U.S. Postal Service. 

Note: For more information on PCES and EAS data, see app. III. 

[End of table] 

Since last year's testimony, we have studied the pools of potential 
successors that the Postal Service can draw from in selecting PCES 
promotions. The Service's policy encourages selecting employees from 
the CSP program when it promotes employees to the PCES. The current CSP 
program--which first accepted participants in 2004--is intended to 
identify pools of potential successors for PCES positions and develop 
these employees so that they can promptly and successfully assume PCES 
positions as these positions become available.[Footnote 19] Nearly 87 
percent of postal employees promoted to the PCES in fiscal years 2004 
through 2007 were participating in the CSP program, and nearly 7 in 10 
promotions were drawn from CSP program participants in EAS levels 25 
and above. Table 6 shows increases in the representation of women and 
minorities in the CSP program from September 2004 to September 2007 
among program participants at EAS level 25 and above. 

Table 6: Representation of Women and Minorities in the CSP Program at 
EAS Levels 25 and Above for September 2004 and September 2007: 

CSP program participants: At EAS level 25 and above; 
September 2004: Number: 489; 
September 2004: Percent: Women: 30.3; 
September 2004: Percent: Minorities: 24.9; 
September 2007: Number: 471; 
September 2007: Percent: Women: 32.7; 
September 2007: Percent: Minorities: 28.0. 

Source: U.S. Postal Service. 

Note: For more information on CSP data, see app. III. 

[End of table] 

We also have not analyzed factors that contributed to changes in the 
representation levels in the PCES, EAS, or CSP program. The Postal 
Service, like executive branch agencies, has responsibility for 
analyzing its workforce to determine (1) where representation levels 
for covered groups are lower than the civilian labor force and take 
steps to address those differences and (2) whether barriers to equal 
employment opportunity exist and to identify and develop strategies to 
mitigate or eliminate the barriers to participation. 

The Postal Accountability and Enhancement Act, enacted in 2006, 
expressed Congress's interest in diversity in the Postal Service. It 
required the Postal Service Board of Governors to report on the 
representation of women and minorities in supervisory and management 
positions,[Footnote 20] which is a different focus from this statement 
on the PCES, EAS, and CSP program. This Board of Governors' report 
provided trend data for supervisory and management positions for fiscal 
years 2004 through 2007, as well as for the career workforce as a 
whole. In this regard, the report highlighted data for all career 
employees[Footnote 21] in the Service's workforce, noting that from 
fiscal years 2004 through 2007 the percentage of women increased from 
38.3 percent to 39.7 percent, while the percentage of minorities 
increased from 36.8 percent to 38.3 percent over the same period. 

Processes Used for Selecting SES and PCES Members: 

Executive branch agencies have processes for selecting members into the 
SES and developmental programs that are designed to create pools of 
candidates for senior positions. The Postal Service also has processes 
for selecting PCES members and participants in its CSP program from 
which potential successors to the PCES could come. 

Selecting Career SES Members: 

OPM regulations require federal executive agencies 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.[Footnote 23] 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. 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. Two criteria exist for 
membership on a QRB: at least two of three members must be career 
appointees,[Footnote 25] and each member must be from a different 
agency. 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 on a weekly basis, an OPM 
official said that QRBs can meet more than once a week, depending on 
caseload. The official said that because of the caseload 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. 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 and an ad hoc QRB review candidates' 
training and development experience to ensure that it provides the 
basis for certification of 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, 12 candidates graduated from the first OPM-sponsored 
federal candidate development program in September 2006. Of those, 8 
individuals have been placed; 1 is about to be placed, and 3 are 
awaiting placement. In January 2008, OPM advertised the second OPM- 
sponsored federal candidate development program, and selections for the 
second program are pending. 

With respect to oversight of and selection into the SES, we note that 
the Chairmen of the two Subcommittees represented here today introduced 
legislation in October 2007,[Footnote 29] which would create a Senior 
Executive Service Resource Office within OPM to improve policy 
direction and oversight of, among other things, the structure, 
management, and diversity of the SES. In addition, this legislation 
would require agencies to establish SES Evaluation Panels of diverse 
composition to review the qualifications of candidates. 

Selecting PCES Members: 

Because the Postal Service has specific statutory authority to 
establish procedures for appointments and promotions,[Footnote 30] it 
does not fall under the jurisdiction of the OPM QRB and its 
certification activities. Instead, the Postal Service promotes EAS and 
other employees to the PCES[Footnote 31] when these employees are 
selected to fill PCES vacancies. Promotions generally involve EAS 
employees in levels 25 and above who are CSP program participants and 
who were identified as potential PCES successors through a nomination 
and evaluation process (either through self-nomination or nomination by 
a PCES "sponsor"). As previously noted, the CSP program is intended to 
identify and develop these employees so that they can promptly and 
successfully assume PCES positions as these positions become available. 

The selecting official for a PCES-I position (i.e., the relevant 
officer) is required to obtain approval for the selection decision from 
the relevant member of the Service's Executive Committee.[Footnote 32] 
Postal Service policy notes that employees promoted to the PCES should 
be CSP participants except in rare cases. However, participation in the 
CSP program does not trigger any promotion decision, and any employee 
can be promoted to the PCES, regardless of whether that person is 
participating in CSP.[Footnote 33] Further, there are no requirements 
for PCES vacancies to be advertised, nor are selecting officials 
required to interview candidates for such vacancies. According to 
postal officials, selecting officials use a variety of methods to fill 
PCES-I vacancies,[Footnote 34] which may involve interviews and 
discussion among officers regarding candidates or potential candidates, 
or which may involve considering employees who have had developmental 
assignments. Such discussions may happen when the vacancy is in one 
area of the country and potential candidates are in other areas, or 
when potential candidates are in CSP program position pools outside the 
jurisdiction of the selecting official. 

The Postal Service has implemented a structured process to select 
nominees to participate in up to 5 of the approximately 400 CSP program 
position pools. First, the Service conducts a range of preparatory 
activities for the 2-year CSP program cycle, including a needs 
assessment for the program, such as determining what PCES positions 
have been created or eliminated and any CSP position pools where 
succession planning is shallow. The Service's Employee Development and 
Diversity Office, which is responsible for the CSP program, coordinates 
activities with CSP program liaisons throughout the Service, who 
provide administrative support and information about the program. 

Second, the Postal Service receives nominations for each 2-year CSP 
program cycle, including self-nominations and other nominations from 
PCES sponsors. Nominees complete applications that include self- 
assessments against the eight competencies in the Service's Executive 
Competency Model. PCES sponsors and the relevant PCES-I executives also 
evaluate each nominee and make recommendations to the CSP program 
committees to either support or not support each nominee. 

Third, each of the Service's 43 officers convenes a CSP program 
committee of three or more executives to consider nominees for each 
position pool under each officer's jurisdiction. Each CSP program 
committee reviews nominees for pools under its jurisdiction and makes 
recommendations regarding each nominee. Officers then select 
participants for their pools, subject to review and approval by the 
responsible member of the Executive Committee. The Postmaster General 
and Chief Human Resources Officer also review some selections for 
"critical" position pools that are so designated by each officer. 

Fourth, once selected, CSP participants develop an individual 
development plan (IDP) that outlines planned developmental activities 
and assignments for the 2-year CSP program cycle. IDPs are reviewed and 
approved by the CSP program committees and by the relevant executives. 

Chairman Davis, Chairman Akaka, and Members of the Subcommittees, this 
concludes our prepared statement. We would be pleased to respond to any 
questions that you may have. 

Contacts and Acknowledgments: 

For further information regarding this statement, please contact Kate 
Siggerud, Director, Physical Infrastructure Issues, on (202) 512-2834 
or at siggerudk@gao.gov; or George Stalcup, Director, Strategic Issues, 
on (202) 512-6806 or at stalcupg@gao.gov. Individuals making key 
contributions to this statement included Gerald P. Barnes and Belva 
Martin, Assistant Directors; Karin Fangman; Kenneth E. John; Kiki 
Theodoropoulos; and Greg Wilmoth. 

[End of testimony] 

Appendix I: 

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

Table 7: Demographic Profiles of Career SES, GS-15, and GS-14 Employees 
Governmentwide: 

Equal employment opportunity (EEO) group: African American men; 
SES, October 2000, Number: 333; 
SES, October 2000, Percent: 5.5; 
SES, September 2007, Number: 328; 
SES, September 2007, Percent: 5.0; 
GS-15, October 2000, Number: 1,711; 
GS-15, October 2000, Percent: 3.3; 
GS-15, September 2007, Number: 2,123; 
GS-15, September 2007, Percent: 3.6; 
GS-14, October 2000, Number: 3,401; 
GS-14, October 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 2000, Number: 179; 
SES, October 2000, Percent: 2.9; 
SES, September 2007, Number: 232; 
SES, September 2007, Percent: 3.5; 
GS-15, October 2000, Number: 1,500; 
GS-15, October 2000, Percent: 2.9; 
GS-15, September 2007, Number: 2,374; 
GS-15, September 2007, Percent: 4.1; 
GS-14, October 2000, Number: 4,067; 
GS-14, October 2000, Percent: 4.9; 
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 2000, Number: 54; 
SES, October 2000, Percent: 0.9; 
SES, September 2007, Number: 60; 
SES, September 2007, Percent: 0.9; 
GS-15, October 2000, Number: 278; 
GS-15, October 2000, Percent: 0.5; 
GS-15, September 2007, Number: 353; 
GS-15, September 2007, Percent: 0.6; 
GS-14, October 2000, Number: 579; 
GS-14, October 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 2000, Number: 21; 
SES, October 2000, Percent: 0.3; 
SES, September 2007, Number: 28; 
SES, September 2007, Percent: 0.4; 
GS-15, October 2000, Number: 103; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 193; 
GS-15, September 2007, Percent: 0.3. 
GS-14, October 2000, Number: 294; 
GS-14, October 2000, Percent: 0.4; 
GS-14, September 2007, Number: 397; 
GS-14, September 2007, Percent: 0.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES, October 2000, Number: 70; 
SES, October 2000, Percent: 1.1; 
SES, September 2007, Number: 96; 
SES, September 2007, Percent: 1.5; 
GS-15, October 2000, Number: 2,063; 
GS-15, October 2000, Percent: 4.0; 
GS-15, September 2007, Number: 2,904; 
GS-15, September 2007, Percent: 5.0; 
GS-14, October 2000, Number: 2,426; 
GS-14, October 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 2000, Number: 33; 
SES, October 2000, Percent: 0.5; 
SES, September 2007, Number: 57; 
SES, September 2007, Percent: 0.9; 
GS-15, October 2000, Number: 836; 
GS-15, October 2000, Percent: 1.6; 
GS-15, September 2007, Number: 1,604; 
GS-15, September 2007, Percent: 2.8; 
GS-14, October 2000, Number: 1,036; 
GS-14, October 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 2000, Number: 112; 
SES, October 2000, Percent: 1.8; 
SES, September 2007, Number: 176; 
SES, September 2007, Percent: 2.7; 
GS-15, October 2000, Number: 1,197; 
GS-15, October 2000, Percent: 2.3; 
GS-15, September 2007, Number: 1,660; 
GS-15, September 2007, Percent: 2.8; 
GS-14, October 2000, Number: 2,117; 
GS-14, October 2000, Percent: 2.5; 
GS-14, September 2007, Number: 2,758; 
GS-14, September 2007, Percent: 3.0. 

Equal employment opportunity (EEO) group: Hispanic Women; 
SES, October 2000, Number: 43; 
SES, October 2000, Percent: 0.7; 
SES, September 2007, Number: 60; 
SES, September 2007, Percent: 0.9; 
GS-15, October 2000, Number: 470; 
GS-15, October 2000, Percent: 0.9; 
GS-15, September 2007, Number: 760; 
GS-15, September 2007, Percent: 1.3; 
GS-14, October 2000, Number: 884; 
GS-14, October 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 2000, Number: 4,097; 
SES, October 2000, Percent: 67.1; 
SES, September 2007, Number: 3,976; 
SES, September 2007, Percent: 60.7; 
GS-15, October 2000, Number: 33,567; 
GS-15, October 2000, Percent: 64.8; 
GS-15, September 2007, Number: 32,931; 
GS-15, September 2007, Percent: 56.5; 
GS-14, October 2000, Number: 49,548; 
GS-14, October 2000, Percent: 59.6; 
GS-14, September 2007, Number: 46,787; 
GS-14, September 2007, Percent: 51.5. 

Equal employment opportunity (EEO) group: White Women; 
SES, October 2000, Number: 1,164; 
SES, October 2000, Percent: 19.1; 
SES, September 2007, Number: 1,526; 
SES, September 2007, Percent: 23.3; 
GS-15, October 2000, Number: 10,062; 
GS-15, October 2000, Percent: 19.4; 
GS-15, September 2007, Number: 13,326; 
GS-15, September 2007, Percent: 22.9; 
GS-14, October 2000, Number: 18,759; 
GS-14, October 2000, Percent: 22.6; 
GS-14, September 2007, Number: 22,324; 
GS-14, September 2007, Percent: 24.6. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES, October 2000, Number: 4; 
SES, October 2000, Percent: 0.1; 
SES, September 2007, Number: 16; 
SES, September 2007, Percent: 0.2; 
GS-15, October 2000, Number: 39; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 87; 
GS-15, September 2007, Percent: 0.1; 
GS-14, October 2000, Number: 75; 
GS-14, October 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 2000, Number: 6,110; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 6,555; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 51,826; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 58,315; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 83,186; 
GS-14, October 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 2000, Number: 845; 
SES, October 2000, Percent: 13.8; 
SES, September 2007, Number: 1,037; 
SES, September 2007, Percent: 15.8; 
GS-15, October 2000, Number: 8,158; 
GS-15, October 2000, Percent: 15.7; 
GS-15, September 2007, Number: 11,971; 
GS-15, September 2007, Percent: 20.5; 
GS-14, October 2000, Number: 14,804; 
GS-14, October 2000, Percent: 17.8; 
GS-14, September 2007, Number: 21,523; 
GS-14, September 2007, Percent: 23.7. 

Equal employment opportunity (EEO) group: Men; 
SES, October 2000, Number: 4,666; 
SES, October 2000, Percent: 76.4; 
SES, September 2007, Number: 4,646; 
SES, September 2007, Percent: 70.9; 
GS-15, October 2000, Number: 38,816; 
GS-15, October 2000, Percent: 74.9; 
GS-15, September 2007, Number: 40,030; 
GS-15, September 2007, Percent: 68.6; 
GS-14, October 2000, Number: 58,071; 
GS-14, October 2000, Percent: 69.8; 
GS-14, September 2007, Number: 57,973; 
GS-14, September 2007, Percent: 63.8. 

Equal employment opportunity (EEO) group: Minority Men; 
SES, October 2000, Number: 569; 
SES, October 2000, Percent: 9.3; 
SES, September 2007, Number: 660; 
SES, September 2007, Percent: 10.1; 
GS-15, October 2000, Number: 5,249; 
GS-15, October 2000, Percent: 10.0; 
GS-15, September 2007, Number: 7,040; 
GS-15, September 2007, Percent: 12.1; 
GS-14, October 2000, Number: 8,523; 
GS-14, October 2000, Percent: 10.2; 
GS-14, September 2007, Number: 11,060; 
GS-14, September 2007, Percent: 12.2. 

Equal employment opportunity (EEO) group: Women; 
SES, October 2000, Number: 1,440; 
SES, October 2000, Percent: 23.6; 
SES, September 2007, Number: 1,909; 
SES, September 2007, Percent: 29.1; 
GS-15, October 2000, Number: 12,971; 
GS-15, October 2000, Percent: 25.0; 
GS-15, September 2007, Number: 18,285; 
GS-15, September 2007, Percent: 31.4; 
GS-14, October 2000, Number: 25,040; 
GS-14, October 2000, Percent: 30.1; 
GS-14, September 2007, Number: 32,861; 
GS-14, September 2007, Percent: 36.2. 

Equal employment opportunity (EEO) group: Minority Women; 
SES, October 2000, Number: 276; 
SES, October 2000, Percent: 4.5; 
SES, September 2007, Number: 377; 
SES, September 2007, Percent: 5.8; 
GS-15, October 2000, Number: 2,909; 
GS-15, October 2000, Percent: 5.6; 
GS-15, September 2007, Number: 4,931; 
GS-15, September 2007, Percent: 8.5; 
GS-14, October 2000, Number: 6,281; 
GS-14, October 2000, Percent: 7.6; 
GS-14, September 2007, Number: 10,463; 
GS-14, September 2007, Percent: 11.5. 

Source: GAO analysis of the Office of Personnel Managementís 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 U.S. 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. 

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

[End of table] 

Table 8: 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 2000, Number: 28; 
SES, October 2000, Percent: 9.9; 
SES, September 2007, Number: 22; 
SES, September 2007, Percent: 6.6; 
GS-15, October 2000, Number: 72; 
GS-15, October 2000, Percent: 4.0; 
GS-15, September 2007, Number: 90; 
GS-15, September 2007, Percent: 4.4; 
GS-14, October 2000, Number: 122; 
GS-14, October 2000, Percent: 3.5; 
GS-14, September 2007, Number: 179; 
GS-14, September 2007, Percent: 4.8. 

Equal employment opportunity (EEO) group: African American Women; 
SES, October 2000, Number: 11; 
SES, October 2000, Percent: 3.9; 
SES, September 2007, Number: 11; 
SES, September 2007, Percent: 3.5; 
GS-15, October 2000, Number: 53; 
GS-15, October 2000, Percent: 2.9; 
GS-15, September 2007, Number: 79; 
GS-15, September 2007, Percent: 3.9; 
GS-14, October 2000, Number: 153; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 0.7; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 0.9; 
GS-15, October 2000, Number: 8; 
GS-15, October 2000, Percent: 0.4; 
GS-15, September 2007, Number: 14; 
GS-15, September 2007, Percent: 0.7; 
GS-14, October 2000, Number: 32; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.4; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.3; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 1; 
GS-15, September 2007, Percent: 0.0. 
GS-14, October 2000, Number: 8; 
GS-14, October 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 2000, Number: 5; 
SES, October 2000, Percent: 1.8; 
SES, September 2007, Number: 8; 
SES, September 2007, Percent: 2.5; 
GS-15, October 2000, Number: 41; 
GS-15, October 2000, Percent: 2.3; 
GS-15, September 2007, Number: 74; 
GS-15, September 2007, Percent: 3.6; 
GS-14, October 2000, Number: 95; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 0.9; 
GS-15, October 2000, Number: 7; 
GS-15, October 2000, Percent: 0.4; 
GS-15, September 2007, Number: 15; 
GS-15, September 2007, Percent: 0.7; 
GS-14, October 2000, Number: 35; 
GS-14, October 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 2000, Number: 8; 
SES, October 2000, Percent: 2.8; 
SES, September 2007, Number: 9; 
SES, September 2007, Percent: 2.8; 
GS-15, October 2000, Number: 37; 
GS-15, October 2000, Percent: 2.0; 
GS-15, September 2007, Number: 59; 
GS-15, September 2007, Percent: 2.9; 
GS-14, October 2000, Number: 82; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 0.7; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 0.9; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 13; 
GS-15, September 2007, Percent: 0.6; 
GS-14, October 2000, Number: 22; 
GS-14, October 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 2000, Number: 168; 
SES, October 2000, Percent: 59.4; 
SES, September 2007, Number: 186; 
SES, September 2007, Percent: 58.5; 
GS-15, October 2000, Number: 1,302; 
GS-15, October 2000, Percent: 72.0; 
GS-15, September 2007, Number: 1,294; 
GS-15, September 2007, Percent: 63.4; 
GS-14, October 2000, Number: 2,188; 
GS-14, October 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 2000, Number: 58; 
SES, October 2000, Percent: 20.5; 
SES, September 2007, Number: 71; 
SES, September 2007, Percent: 22.3; 
GS-15, October 2000, Number: 283; 
GS-15, October 2000, Percent: 15.6; 
GS-15, September 2007, Number: 401; 
GS-15, September 2007, Percent: 19.7; 
GS-14, October 2000, Number: 695; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.3; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 7; 
GS-14, October 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 2000, Number: 283; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 318; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 1,809; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 22,040; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 3,439; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 3,999; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 57; 
SES, October 2000, Percent: 20.1; 
SES, September 2007, Number: 60; 
SES, September 2007, Percent: 18.9; 
GS-15, October 2000, Number: 223; 
GS-15, October 2000, Percent: 12.3; 
GS-15, September 2007, Number: 345; 
GS-15, September 2007, Percent: 16.9; 
GS-14, October 2000, Number: 549; 
GS-14, October 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 2000, Number: 211; 
SES, October 2000, Percent: 74.6; 
SES, September 2007, Number: 228; 
SES, September 2007, Percent: 71.7; 
GS-15, October 2000, Number: 1,460; 
GS-15, October 2000, Percent: 80.7; 
GS-15, September 2007, Number: 1,531; 
GS-15, September 2007, Percent: 75.0; 
GS-14, October 2000, Number: 2,519; 
GS-14, October 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 2000, Number: 43; 
SES, October 2000, Percent: 15.2; 
SES, September 2007, Number: 42; 
SES, September 2007, Percent: 13.2; 
GS-15, October 2000, Number: 158; 
GS-15, October 2000, Percent: 8.7; 
GS-15, September 2007, Number: 237; 
GS-15, September 2007, Percent: 11.6; 
GS-14, October 2000, Number: 331; 
GS-14, October 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 2000, Number: 72; 
SES, October 2000, Percent: 25.4; 
SES, September 2007, Number: 90; 
SES, September 2007, Percent: 28.3; 
GS-15, October 2000, Number: 348; 
GS-15, October 2000, Percent: 19.2; 
GS-15, September 2007, Number: 509; 
GS-15, September 2007, Percent: 25.0; 
GS-14, October 2000, Number: 913; 
GS-14, October 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 2000, Number: 14; 
SES, October 2000, Percent: 4.9; 
SES, September 2007, Number: 18; 
SES, September 2007, Percent: 5.7; 
GS-15, October 2000, Number: 65; 
GS-15, October 2000, Percent: 3.6; 
GS-15, September 2007, Number: 108; 
GS-15, September 2007, Percent: 5.3; 
GS-14, October 2000, Number: 218; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 9: 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 2000, Number: 2; 
SES, October 2000, Percent: 8.0; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 9.1; 
GS-15, October 2000, Number: 24; 
GS-15, October 2000, Percent: 5.7; 
GS-15, September 2007, Number: 18; 
GS-15, September 2007, Percent: 4.1; 
GS-14, October 2000, Number: 23; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 4.0; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 18.2; 
GS-15, October 2000, Number: 19; 
GS-15, October 2000, Percent: 4.5; 
GS-15, September 2007, Number: 28; 
GS-15, September 2007, Percent: 6.4; 
GS-14, October 2000, Number: 36; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 4.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.5; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 1; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0. 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 9; 
GS-15, October 2000, Percent: 2.1; 
GS-15, September 2007, Number: 10; 
GS-15, September 2007, Percent: 2.3; 
GS-14, October 2000, Number: 17; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 4.5; 
GS-15, October 2000, Number: 6; 
GS-15, October 2000, Percent: 1.4; 
GS-15, September 2007, Number: 9; 
GS-15, September 2007, Percent: 2.1; 
GS-14, October 2000, Number: 10; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 4.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 4.5; 
GS-15, October 2000, Number: 11; 
GS-15, October 2000, Percent: 2.6; 
GS-15, September 2007, Number: 13; 
GS-15, September 2007, Percent: 3.0; 
GS-14, October 2000, Number: 15; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 4; 
GS-15, September 2007, Percent: 0.9; 
GS-14, October 2000, Number: 3; 
GS-14, October 2000, Percent: 0.5; 
GS-14, September 2007, Number: 5; 
GS-14, September 2007, Percent: 1.1. 

Equal employment opportunity (EEO) group: White men; 
SES, October 2000, Number: 16; 
SES, October 2000, Percent: 64.0; 
SES, September 2007, Number: 9; 
SES, September 2007, Percent: 40.9; 
GS-15, October 2000, Number: 257; 
GS-15, October 2000, Percent: 60.6; 
GS-15, September 2007, Number: 230; 
GS-15, September 2007, Percent: 52.6; 
GS-14, October 2000, Number: 290; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 16.0; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 22.7; 
GS-15, October 2000, Number: 94; 
GS-15, October 2000, Percent: 22.2; 
GS-15, September 2007, Number: 125; 
GS-15, September 2007, Percent: 28.6; 
GS-14, October 2000, Number: 160; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 25; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 22; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 424; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 437; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 555; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 458; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 5; 
SES, October 2000, Percent: 20.0; 
SES, September 2007, Number: 8; 
SES, September 2007, Percent: 36.4; 
GS-15, October 2000, Number: 73; 
GS-15, October 2000, Percent: 17.2; 
GS-15, September 2007, Number: 82; 
GS-15, September 2007, Percent: 18.8; 
GS-14, October 2000, Number: 105; 
GS-14, October 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 2000, Number: 20; 
SES, October 2000, Percent: 80.0; 
SES, September 2007, Number: 12; 
SES, September 2007, Percent: 54.5; 
GS-15, October 2000, Number: 303; 
GS-15, October 2000, Percent: 71.5; 
GS-15, September 2007, Number: 271; 
GS-15, September 2007, Percent: 62.0; 
GS-14, October 2000, Number: 346; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 16.0; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 13.6; 
GS-15, October 2000, Number: 46; 
GS-15, October 2000, Percent: 10.9; 
GS-15, September 2007, Number: 41; 
GS-15, September 2007, Percent: 9.4; 
GS-14, October 2000, Number: 56; 
GS-14, October 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 2000, Number: 5; 
SES, October 2000, Percent: 20.0; 
SES, September 2007, Number: 10; 
SES, September 2007, Percent: 45.5; 
GS-15, October 2000, Number: 121; 
GS-15, October 2000, Percent: 28.5; 
GS-15, September 2007, Number: 166; 
GS-15, September 2007, Percent: 38.0; 
GS-14, October 2000, Number: 209; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 4.0; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 22.7; 
GS-15, October 2000, Number: 27; 
GS-15, October 2000, Percent: 6.4; 
GS-15, September 2007, Number: 41; 
GS-15, September 2007, Percent: 9.4; 
GS-14, October 2000, Number: 49; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 10: 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 2000, Number: 17; 
SES, October 2000, Percent: 5.7; 
SES, September 2007, Number: 17; 
SES, September 2007, Percent: 5.4; 
GS-15, October 2000, Number: 69; 
GS-15, October 2000, Percent: 3.0; 
GS-15, September 2007, Number: 105; 
GS-15, September 2007, Percent: 3.6; 
GS-14, October 2000, Number: 183; 
GS-14, October 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 2000, Number: 5; 
SES, October 2000, Percent: 1.7; 
SES, September 2007, Number: 9; 
SES, September 2007, Percent: 2.8; 
GS-15, October 2000, Number: 53; 
GS-15, October 2000, Percent: 2.3; 
GS-15, September 2007, Number: 93; 
GS-15, September 2007, Percent: 3.2; 
GS-14, October 2000, Number: 177; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 0.7; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.3; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 7; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 10; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 7; 
GS-15, September 2007, Percent: 0.2. 
GS-14, October 2000, Number: 8; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.0; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 1.6; 
GS-15, October 2000, Number: 111; 
GS-15, October 2000, Percent: 4.8; 
GS-15, September 2007, Number: 214; 
GS-15, September 2007, Percent: 7.4; 
GS-14, October 2000, Number: 335; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 1.0; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 1.6; 
GS-15, October 2000, Number: 28; 
GS-15, October 2000, Percent: 1.2; 
GS-15, September 2007, Number: 79; 
GS-15, September 2007, Percent: 2.7; 
GS-14, October 2000, Number: 139; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.4; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 2.2; 
GS-15, October 2000, Number: 39; 
GS-15, October 2000, Percent: 1.7; 
GS-15, September 2007, Number: 52; 
GS-15, September 2007, Percent: 1.8; 
GS-14, October 2000, Number: 65; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 1.0; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 0.6; 
GS-15, October 2000, Number: 14; 
GS-15, October 2000, Percent: 0.6; 
GS-15, September 2007, Number: 26; 
GS-15, September 2007, Percent: 0.9; 
GS-14, October 2000, Number: 43; 
GS-14, October 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 2000, Number: 201; 
SES, October 2000, Percent: 67.9; 
SES, September 2007, Number: 197; 
SES, September 2007, Percent: 62.3; 
GS-15, October 2000, Number: 1,573; 
GS-15, October 2000, Percent: 68.5; 
GS-15, September 2007, Number: 11,726; 
GS-15, September 2007, Percent: 59.8; 
GS-14, October 2000, Number: 2,910; 
GS-14, October 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 2000, Number: 58; 
SES, October 2000, Percent: 19.6; 
SES, September 2007, Number: 74; 
SES, September 2007, Percent: 23.3; 
GS-15, October 2000, Number: 408; 
GS-15, October 2000, Percent: 17.8; 
GS-15, September 2007, Number: 577; 
GS-15, September 2007, Percent: 20.0; 
GS-14, October 2000, Number: 923; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 1; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 2; 
GS-14, October 2000, Percent: 0.0; 
GS-14, September 2007, Number: 1; 
GS-14, September 2007, Percent: 0.0. 

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

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 37; 
SES, October 2000, Percent: 12.5; 
SES, September 2007, Number: 46; 
SES, September 2007, Percent: 14.5; 
GS-15, October 2000, Number: 316; 
GS-15, October 2000, Percent: 13.8; 
GS-15, September 2007, Number: 583; 
GS-15, September 2007, Percent: 20.2; 
GS-14, October 2000, Number: 960; 
GS-14, October 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 2000, Number: 227; 
SES, October 2000, Percent: 76.7; 
SES, September 2007, Number: 227; 
SES, September 2007, Percent: 54.5; 
GS-15, October 2000, Number: 1,794; 
GS-15, October 2000, Percent: 78.1; 
GS-15, September 2007, Number: 2,105; 
GS-15, September 2007, Percent: 72.9; 
GS-14, October 2000, Number: 3,503; 
GS-14, October 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 2000, Number: 26; 
SES, October 2000, Percent: 8.8; 
SES, September 2007, Number: 30; 
SES, September 2007, Percent: 9.5; 
GS-15, October 2000, Number: 221; 
GS-15, October 2000, Percent: 9.6; 
GS-15, September 2007, Number: 378; 
GS-15, September 2007, Percent: 13.1; 
GS-14, October 2000, Number: 593; 
GS-14, October 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 2000, Number: 69; 
SES, October 2000, Percent: 23.3; 
SES, September 2007, Number: 90; 
SES, September 2007, Percent: 28.4; 
GS-15, October 2000, Number: 503; 
GS-15, October 2000, Percent: 21.9; 
GS-15, September 2007, Number: 782; 
GS-15, September 2007, Percent: 27.1; 
GS-14, October 2000, Number: 1,290; 
GS-14, October 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 2000, Number: 11; 
SES, October 2000, Percent: 3.7; 
SES, September 2007, Number: 16; 
SES, September 2007, Percent: 5.0; 
GS-15, October 2000, Number: 95; 
GS-15, October 2000, Percent: 4.1; 
GS-15, September 2007, Number: 205; 
GS-15, September 2007, Percent: 7.1; 
GS-14, October 2000, Number: 367; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 11: 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 2000, Number: 21; 
SES, October 2000, Percent: 1.8; 
SES, September 2007, Number: 27; 
SES, September 2007, Percent: 2.4; 
GS-15, October 2000, Number: 231; 
GS-15, October 2000, Percent: 2.1; 
GS-15, September 2007, Number: 221; 
GS-15, September 2007, Percent: 2.6; 
GS-14, October 2000, Number: 604; 
GS-14, October 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 2000, Number: 10; 
SES, October 2000, Percent: 0.9; 
SES, September 2007, Number: 16; 
SES, September 2007, Percent: 1.4; 
GS-15, October 2000, Number: 124; 
GS-15, October 2000, Percent: 1.1; 
GS-15, September 2007, Number: 122; 
GS-15, September 2007, Percent: 1.5; 
GS-14, October 2000, Number: 468; 
GS-14, October 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 2000, Number: 6; 
SES, October 2000, Percent: 0.5; 
SES, September 2007, Number: 8; 
SES, September 2007, Percent: 0.7; 
GS-15, October 2000, Number: 50; 
GS-15, October 2000, Percent: 0.4; 
GS-15, September 2007, Number: 33; 
GS-15, September 2007, Percent: 0.4; 
GS-14, October 2000, Number: 72; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.1; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 0.2; 
GS-15, October 2000, Number: 9; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 12; 
GS-15, September 2007, Percent: 0.1; 
GS-14, October 2000, Number: 24; 
GS-14, October 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 2000, Number: 13; 
SES, October 2000, Percent: 1.1; 
SES, September 2007, Number: 15; 
SES, September 2007, Percent: 1.3; 
GS-15, October 2000, Number: 282; 
GS-15, October 2000, Percent: 2.5; 
GS-15, September 2007, Number: 307; 
GS-15, September 2007, Percent: 3.7; 
GS-14, October 2000, Number: 554; 
GS-14, October 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 2000, Number: 9; 
SES, October 2000, Percent: 0.8; 
SES, September 2007, Number: 9; 
SES, September 2007, Percent: 0.8; 
GS-15, October 2000, Number: 37; 
GS-15, October 2000, Percent: 0.3; 
GS-15, September 2007, Number: 69; 
GS-15, September 2007, Percent: 0.8; 
GS-14, October 2000, Number: 141; 
GS-14, October 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 2000, Number: 7; 
SES, October 2000, Percent: 0.6; 
SES, September 2007, Number: 12; 
SES, September 2007, Percent: 1.1; 
GS-15, October 2000, Number: 158; 
GS-15, October 2000, Percent: 1.4; 
GS-15, September 2007, Number: 173; 
GS-15, September 2007, Percent: 2.1; 
GS-14, October 2000, Number: 335; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 0.3; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 0.4; 
GS-15, October 2000, Number: 28; 
GS-15, October 2000, Percent: 0.3; 
GS-15, September 2007, Number: 40; 
GS-15, September 2007, Percent: 0.5; 
GS-14, October 2000, Number: 104; 
GS-14, October 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 2000, Number: 909; 
SES, October 2000, Percent: 79.5; 
SES, September 2007, Number: 802; 
SES, September 2007, Percent: 71.4; 
GS-15, October 2000, Number: 8,795; 
GS-15, October 2000, Percent: 79.0; 
GS-15, September 2007, Number: 6,173; 
GS-15, September 2007, Percent: 73.7; 
GS-14, October 2000, Number: 13,612; 
GS-14, October 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 2000, Number: 163; 
SES, October 2000, Percent: 14.2; 
SES, September 2007, Number: 221; 
SES, September 2007, Percent: 19.7; 
GS-15, October 2000, Number: 1.409; 
GS-15, October 2000, Percent: 12.7; 
GS-15, September 2007, Number: 1,221; 
GS-15, September 2007, Percent: 14.6; 
GS-14, October 2000, Number: 3,409; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 0.2; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 0.6; 
GS-15, October 2000, Number: 14; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 5; 
GS-15, September 2007, Percent: 0.1; 
GS-14, October 2000, Number: 25; 
GS-14, October 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 2000, Number: 1,144; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 1,123; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 11,137; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 8,376; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 19,348; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 15,435; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 70; 
SES, October 2000, Percent: 6.1; 
SES, September 2007, Number: 93; 
SES, September 2007, Percent: 8.3; 
GS-15, October 2000, Number: 919; 
GS-15, October 2000, Percent: 8.3; 
GS-15, September 2007, Number: 977; 
GS-15, September 2007, Percent: 11.7; 
GS-14, October 2000, Number: 2,302; 
GS-14, October 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 2000, Number: 956; 
SES, October 2000, Percent: 83.6; 
SES, September 2007, Number: 869; 
SES, September 2007, Percent: 77.4; 
GS-15, October 2000, Number: 9,516; 
GS-15, October 2000, Percent: 85.4; 
GS-15, September 2007, Number: 6,911; 
GS-15, September 2007, Percent: 82.5; 
GS-14, October 2000, Number: 15,177; 
GS-14, October 2000, Percent: 78.4; 
GS-14, September 2007, Number: 11,756; 
GS-14, September 2007, Percent: 76.2. 

Equal employment opportunity (EEO) group: Minority Men; 
SES, October 2000, Number: 47; 
SES, October 2000, Percent: 4.1; 
SES, September 2007, Number: 62; 
SES, September 2007, Percent: 5.5; 
GS-15, October 2000, Number: 721; 
GS-15, October 2000, Percent: 6.5; 
GS-15, September 2007, Number: 734; 
GS-15, September 2007, Percent: 8.8; 
GS-14, October 2000, Number: 1,565; 
GS-14, October 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 2000, Number: 186; 
SES, October 2000, Percent: 16.3; 
SES, September 2007, Number: 254; 
SES, September 2007, Percent: 22.6; 
GS-15, October 2000, Number: 1,607; 
GS-15, October 2000, Percent: 14.4; 
GS-15, September 2007, Number: 1,465; 
GS-15, September 2007, Percent: 17.5; 
GS-14, October 2000, Number: 4.146; 
GS-14, October 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 2000, Number: 23; 
SES, October 2000, Percent: 2.0; 
SES, September 2007, Number: 31; 
SES, September 2007, Percent: 2.8; 
GS-15, October 2000, Number: 198; 
GS-15, October 2000, Percent: 1.8; 
GS-15, September 2007, Number: 243; 
GS-15, September 2007, Percent: 2.9; 
GS-14, October 2000, Number: 737; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 12: 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 2000, Number: 8; 
SES, October 2000, Percent: 13.3; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 4.5; 
GS-15, October 2000, Number: 31; 
GS-15, October 2000, Percent: 6.7; 
GS-15, September 2007, Number: 30; 
GS-15, September 2007, Percent: 6.3; 
GS-14, October 2000, Number: 68; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.7; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 7.6; 
GS-15, October 2000, Number: 40; 
GS-15, October 2000, Percent: 8.7; 
GS-15, September 2007, Number: 51; 
GS-15, September 2007, Percent: 10.8; 
GS-14, October 2000, Number: 117; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.7; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 2; 
GS-15, September 2007, Percent: 0.4; 
GS-14, October 2000, Number: 3; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 0.9; 
GS-15, September 2007, Number: 4; 
GS-15, September 2007, Percent: 0.8; 
GS-14, October 2000, Number: 3; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.7; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 1.5; 
GS-15, October 2000, Number: 7; 
GS-15, October 2000, Percent: 1.5; 
GS-15, September 2007, Number: 8; 
GS-15, September 2007, Percent: 1.7; 
GS-14, October 2000, Number: 10; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.7; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 1.5; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 3; 
GS-15, September 2007, Percent: 0.6; 
GS-14, October 2000, Number: 10; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.7; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 8; 
GS-15, October 2000, Percent: 1.7; 
GS-15, September 2007, Number: 7; 
GS-15, September 2007, Percent: 1.5; 
GS-14, October 2000, Number: 9; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 6; 
GS-15, October 2000, Percent: 1.3; 
GS-15, September 2007, Number: 5; 
GS-15, September 2007, Percent: 1.1; 
GS-14, October 2000, Number: 12; 
GS-14, October 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 2000, Number: 32; 
SES, October 2000, Percent: 53.3; 
SES, September 2007, Number: 38; 
SES, September 2007, Percent: 57.6; 
GS-15, October 2000, Number: 212; 
GS-15, October 2000, Percent: 46.1; 
GS-15, September 2007, Number: 187; 
GS-15, September 2007, Percent: 39.5; 
GS-14, October 2000, Number: 300; 
GS-14, October 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 2000, Number: 15; 
SES, October 2000, Percent: 25.0; 
SES, September 2007, Number: 18; 
SES, September 2007, Percent: 27.3; 
GS-15, October 2000, Number: 150; 
GS-15, October 2000, Percent: 32.6; 
GS-15, September 2007, Number: 177; 
GS-15, September 2007, Percent: 37.3; 
GS-14, October 2000, Number: 254; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 60; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 66; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 460; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 474; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 786; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 848; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 13; 
SES, October 2000, Percent: 21.7; 
SES, September 2007, Number: 10; 
SES, September 2007, Percent: 15.2; 
GS-15, October 2000, Number: 98; 
GS-15, October 2000, Percent: 21.3; 
GS-15, September 2007, Number: 110; 
GS-15, September 2007, Percent: 23.2; 
GS-14, October 2000, Number: 232; 
GS-14, October 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 2000, Number: 43; 
SES, October 2000, Percent: 71.7; 
SES, September 2007, Number: 42; 
SES, September 2007, Percent: 63.6; 
GS-15, October 2000, Number: 259; 
GS-15, October 2000, Percent: 56.3; 
GS-15, September 2007, Number: 234; 
GS-15, September 2007, Percent: 49.4; 
GS-14, October 2000, Number: 390; 
GS-14, October 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 2000, Number: 11; 
SES, October 2000, Percent: 18.3; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 6.1; 
GS-15, October 2000, Number: 47; 
GS-15, October 2000, Percent: 10.2; 
GS-15, September 2007, Number: 47; 
GS-15, September 2007, Percent: 9.9; 
GS-14, October 2000, Number: 90; 
GS-14, October 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 2000, Number: 17; 
SES, October 2000, Percent: 28.3; 
SES, September 2007, Number: 24; 
SES, September 2007, Percent: 36.4; 
GS-15, October 2000, Number: 201; 
GS-15, October 2000, Percent: 43.7; 
GS-15, September 2007, Number: 240; 
GS-15, September 2007, Percent: 50.6; 
GS-14, October 2000, Number: 396; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 3.3; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 9.1; 
GS-15, October 2000, Number: 51; 
GS-15, October 2000, Percent: 11.1; 
GS-15, September 2007, Number: 63; 
GS-15, September 2007, Percent: 13.3; 
GS-14, October 2000, Number: 142; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 13: 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 2000, Number: 14; 
SES, October 2000, Percent: 3.6; 
SES, September 2007, Number: 16; 
SES, September 2007, Percent: 3.8; 
GS-15, October 2000, Number: 65; 
GS-15, October 2000, Percent: 3.3; 
GS-15, September 2007, Number: 68; 
GS-15, September 2007, Percent: 3.4; 
GS-14, October 2000, Number: 84; 
GS-14, October 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 2000, Number: 5; 
SES, October 2000, Percent: 1.3; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 1.7; 
GS-15, October 2000, Number: 44; 
GS-15, October 2000, Percent: 2.2; 
GS-15, September 2007, Number: 65; 
GS-15, September 2007, Percent: 3.3; 
GS-14, October 2000, Number: 106; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 0.8; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 0.5; 
GS-15, October 2000, Number: 7; 
GS-15, October 2000, Percent: 0.4; 
GS-15, September 2007, Number: 13; 
GS-15, September 2007, Percent: 0.7; 
GS-14, October 2000, Number: 20; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 0.5; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 3; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 8; 
GS-14, October 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 2000, Number: 8; 
SES, October 2000, Percent: 2.0; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 1.2; 
GS-15, October 2000, Number: 59; 
GS-15, October 2000, Percent: 3.0; 
GS-15, September 2007, Number: 85; 
GS-15, September 2007, Percent: 4.3; 
GS-14, October 2000, Number: 128; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.3; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 1.4; 
GS-15, October 2000, Number: 14; 
GS-15, October 2000, Percent: 0.7; 
GS-15, September 2007, Number: 29; 
GS-15, September 2007, Percent: 1.5; 
GS-14, October 2000, Number: 29; 
GS-14, October 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 2000, Number: 9; 
SES, October 2000, Percent: 2.3; 
SES, September 2007, Number: 17; 
SES, September 2007, Percent: 4.0; 
GS-15, October 2000, Number: 42; 
GS-15, October 2000, Percent: 2.1; 
GS-15, September 2007, Number: 42; 
GS-15, September 2007, Percent: 2.1; 
GS-14, October 2000, Number: 91; 
GS-14, October 2000, Percent: 3.2; 
GS-14, September 2007, Number: 95; 
GS-14, September 2007, Percent: 3.4. 

Equal employment opportunity (EEO) group: Hispanic Women; 
SES, October 2000, Number: 2; 
SES, October 2000, Percent: 0.5; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 1.2; 
GS-15, October 2000, Number: 10; 
GS-15, October 2000, Percent: 0.5; 
GS-15, September 2007, Number: 21; 
GS-15, September 2007, Percent: 1.1; 
GS-14, October 2000, Number: 34; 
GS-14, October 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 2000, Number: 283; 
SES, October 2000, Percent: 72.4; 
SES, September 2007, Number: 285; 
SES, September 2007, Percent: 67.7; 
GS-15, October 2000, Number: 1,429; 
GS-15, October 2000, Percent: 71.5; 
GS-15, September 2007, Number: 1,230; 
GS-15, September 2007, Percent: 62.3; 
GS-14, October 2000, Number: 1,731; 
GS-14, October 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 2000, Number: 66; 
SES, October 2000, Percent: 16.9; 
SES, September 2007, Number: 76; 
SES, September 2007, Percent: 18.1; 
GS-15, October 2000, Number: 325; 
GS-15, October 2000, Percent: 16.3; 
GS-15, September 2007, Number: 418; 
GS-15, September 2007, Percent: 21.2; 
GS-14, October 2000, Number: 573; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 1; 
GS-15, September 2007, Percent: 0.1; 
GS-14, October 2000, Number: 2; 
GS-14, October 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 2000, Number: 391; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 421; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 1,999; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 1,975; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 2,806; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 2,709; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 42; 
SES, October 2000, Percent: 10.7; 
SES, September 2007, Number: 60; 
SES, September 2007, Percent: 14.3; 
GS-15, October 2000, Number: 244; 
GS-15, October 2000, Percent: 12.2; 
GS-15, September 2007, Number: 326; 
GS-15, September 2007, Percent: 16.5; 
GS-14, October 2000, Number: 500; 
GS-14, October 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 2000, Number: 317; 
SES, October 2000, Percent: 81.1; 
SES, September 2007, Number: 325; 
SES, September 2007, Percent: 77.2; 
GS-15, October 2000, Number: 1,602; 
GS-15, October 2000, Percent: 80.1; 
GS-15, September 2007, Number: 1,439; 
GS-15, September 2007, Percent: 72.9; 
GS-14, October 2000, Number: 2,054; 
GS-14, October 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 2000, Number: 34; 
SES, October 2000, Percent: 8.7; 
SES, September 2007, Number: 40; 
SES, September 2007, Percent: 9.5; 
GS-15, October 2000, Number: 173; 
GS-15, October 2000, Percent: 8.7; 
GS-15, September 2007, Number: 208; 
GS-15, September 2007, Percent: 10.5; 
GS-14, October 2000, Number: 323; 
GS-14, October 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 2000, Number: 74; 
SES, October 2000, Percent: 18.9; 
SES, September 2007, Number: 96; 
SES, September 2007, Percent: 22.8; 
GS-15, October 2000, Number: 396; 
GS-15, October 2000, Percent: 19.8; 
GS-15, September 2007, Number: 536; 
GS-15, September 2007, Percent: 27.1; 
GS-14, October 2000, Number: 750; 
GS-14, October 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 2000, Number: 8; 
SES, October 2000, Percent: 2.0; 
SES, September 2007, Number: 20; 
SES, September 2007, Percent: 4.8; 
GS-15, October 2000, Number: 71; 
GS-15, October 2000, Percent: 3.6; 
GS-15, September 2007, Number: 118; 
GS-15, September 2007, Percent: 6.0; 
GS-14, October 2000, Number: 177; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 14: 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 2000, Number: 18; 
SES, October 2000, Percent: 7.1; 
SES, September 2007, Number: 14; 
SES, September 2007, Percent: 5.4; 
GS-15, October 2000, Number: 41; 
GS-15, October 2000, Percent: 2.3; 
GS-15, September 2007, Number: 61; 
GS-15, September 2007, Percent: 2.6; 
GS-14, October 2000, Number: 102; 
GS-14, October 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 2000, Number: 5; 
SES, October 2000, Percent: 2.0; 
SES, September 2007, Number: 10; 
SES, September 2007, Percent: 3.8; 
GS-15, October 2000, Number: 80; 
GS-15, October 2000, Percent: 4.4; 
GS-15, September 2007, Number: 132; 
GS-15, September 2007, Percent: 5/7; 
GS-14, October 2000, Number: 201; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 6; 
GS-15, September 2007, Percent: 0.3; 
GS-14, October 2000, Number: 7; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.4; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 4; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 5; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 0.8; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 1.1; 
GS-15, October 2000, Number: 30; 
GS-15, October 2000, Percent: 1.7; 
GS-15, September 2007, Number: 46; 
GS-15, September 2007, Percent: 2.0; 
GS-14, October 2000, Number: 78; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 1.6; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 1.5; 
GS-15, October 2000, Number: 14; 
GS-15, October 2000, Percent: 0.8; 
GS-15, September 2007, Number: 37; 
GS-15, September 2007, Percent: 1.6; 
GS-14, October 2000, Number: 49; 
GS-14, October 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 2000, Number: 9; 
SES, October 2000, Percent: 3.5; 
SES, September 2007, Number: 11; 
SES, September 2007, Percent: 4.2; 
GS-15, October 2000, Number: 27; 
GS-15, October 2000, Percent: 1.5; 
GS-15, September 2007, Number: 46; 
GS-15, September 2007, Percent: 2.0; 
GS-14, October 2000, Number: 63; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.4; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 0.8; 
GS-15, October 2000, Number: 14; 
GS-15, October 2000, Percent: 0.8; 
GS-15, September 2007, Number: 40; 
GS-15, September 2007, Percent: 1.7; 
GS-14, October 2000, Number: 48; 
GS-14, October 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 2000, Number: 150; 
SES, October 2000, Percent: 58.8; 
SES, September 2007, Number: 134; 
SES, September 2007, Percent: 51.3; 
GS-15, October 2000, Number: 1,086; 
GS-15, October 2000, Percent: 60.2; 
GS-15, September 2007, Number: 1,211; 
GS-15, September 2007, Percent: 52.2; 
GS-14, October 2000, Number: 1,558; 
GS-14, October 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 2000, Number: 66; 
SES, October 2000, Percent: 25.9; 
SES, September 2007, Number: 81; 
SES, September 2007, Percent: 31.0; 
GS-15, October 2000, Number: 508; 
GS-15, October 2000, Percent: 28.1; 
GS-15, September 2007, Number: 728; 
GS-15, September 2007, Percent: 31.4; 
GS-14, October 2000, Number: 890; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.4; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 9; 
GS-15, September 2007, Percent: 0.4; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 255; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 261; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 1,805; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 2,320; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 3,001; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 2,913; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 39; 
SES, October 2000, Percent: 15.3; 
SES, September 2007, Number: 45; 
SES, September 2007, Percent: 17.2; 
GS-15, October 2000, Number: 210; 
GS-15, October 2000, Percent: 11.6; 
GS-15, September 2007, Number: 372; 
GS-15, September 2007, Percent: 16.0; 
GS-14, October 2000, Number: 553; 
GS-14, October 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 2000, Number: 179; 
SES, October 2000, Percent: 70.2; 
SES, September 2007, Number: 163; 
SES, September 2007, Percent: 62.5; 
GS-15, October 2000, Number: 1,186; 
GS-15, October 2000, Percent: 65.7; 
GS-15, September 2007, Number: 1,377; 
GS-15, September 2007, Percent: 59.4; 
GS-14, October 2000, Number: 1,808; 
GS-14, October 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 2000, Number: 29; 
SES, October 2000, Percent: 11.4; 
SES, September 2007, Number: 28; 
SES, September 2007, Percent: 10.7; 
GS-15, October 2000, Number: 100; 
GS-15, October 2000, Percent: 5.5; 
GS-15, September 2007, Number: 159; 
GS-15, September 2007, Percent: 6.9; 
GS-14, October 2000, Number: 250; 
GS-14, October 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 2000, Number: 76; 
SES, October 2000, Percent: 29.8; 
SES, September 2007, Number: 98; 
SES, September 2007, Percent: 37.5; 
GS-15, October 2000, Number: 618; 
GS-15, October 2000, Percent: 34.2; 
GS-15, September 2007, Number: 943; 
GS-15, September 2007, Percent: 40.6; 
GS-14, October 2000, Number: 1,193; 
GS-14, October 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 2000, Number: 10; 
SES, October 2000, Percent: 3.9; 
SES, September 2007, Number: 17; 
SES, September 2007, Percent: 6.5; 
GS-15, October 2000, Number: 110; 
GS-15, October 2000, Percent: 6.1; 
GS-15, September 2007, Number: 213; 
GS-15, September 2007, Percent: 9.2; 
GS-14, October 2000, Number: 303; 
GS-14, October 2000, Percent: 10.1; 
GS-14, September 2007, Number: 383; 
GS-14, September 2007, Percent: 13.1. 

Source: GAO analysis of the Office of Personnel Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 15: 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 2000, Number: 6; 
SES, October 2000, Percent: 7.1; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 3.8; 
GS-15, October 2000, Number: 28; 
GS-15, October 2000, Percent: 4.7; 
GS-15, September 2007, Number: 34; 
GS-15, September 2007, Percent: 5.4; 
GS-14, October 2000, Number: 85; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 4.8; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 6.3; 
GS-15, October 2000, Number: 31; 
GS-15, October 2000, Percent: 5.2; 
GS-15, September 2007, Number: 52; 
GS-15, September 2007, Percent: 8.2; 
GS-14, October 2000, Number: 125; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 0.5; 
GS-15, September 2007, Number: 2; 
GS-15, September 2007, Percent: 0.3; 
GS-14, October 2000, Number: 4; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 1; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 2; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 1.3; 
GS-15, October 2000, Number: 6; 
GS-15, October 2000, Percent: 1.0; 
GS-15, September 2007, Number: 11; 
GS-15, September 2007, Percent: 1.7; 
GS-14, October 2000, Number: 31; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.2; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 0.7; 
GS-15, September 2007, Number: 11; 
GS-15, September 2007, Percent: 1.7; 
GS-14, October 2000, Number: 14; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 1.3; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 0.5; 
GS-15, September 2007, Number: 10; 
GS-15, September 2007, Percent: 1.6; 
GS-14, October 2000, Number: 16; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.2; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 2.5; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 0.7; 
GS-15, September 2007, Number: 7; 
GS-15, September 2007, Percent: 1.1; 
GS-14, October 2000, Number: 13; 
GS-14, October 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 2000, Number: 54; 
SES, October 2000, Percent: 64.3; 
SES, September 2007, Number: 52; 
SES, September 2007, Percent: 65.0; 
GS-15, October 2000, Number: 383; 
GS-15, October 2000, Percent: 64.4; 
GS-15, September 2007, Number: 323; 
GS-15, September 2007, Percent: 51.1; 
GS-14, October 2000, Number: 656; 
GS-14, October 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 2000, Number: 18; 
SES, October 2000, Percent: 21.4; 
SES, September 2007, Number: 16; 
SES, September 2007, Percent: 20.0; 
GS-15, October 2000, Number: 133; 
GS-15, October 2000, Percent: 22.4; 
GS-15, September 2007, Number: 178; 
GS-15, September 2007, Percent: 28.2; 
GS-14, October 2000, Number: 359; 
GS-14, October 2000, Percent: 27.5; 
GS-14, September 2007, Number: 423; 
GS-14, September 2007, Percent: 26.6. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES, October 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 3; 
GS-15, September 2007, Percent: 0.5; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 84; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 80; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 595; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 632; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 1,305; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 1,593; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 12; 
SES, October 2000, Percent: 14.3; 
SES, September 2007, Number: 12; 
SES, September 2007, Percent: 15.0; 
GS-15, October 2000, Number: 79; 
GS-15, October 2000, Percent: 13.3; 
GS-15, September 2007, Number: 128; 
GS-15, September 2007, Percent: 20.3; 
GS-14, October 2000, Number: 290; 
GS-14, October 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 2000, Number: 60; 
SES, October 2000, Percent: 71.4; 
SES, September 2007, Number: 57; 
SES, September 2007, Percent: 71.3; 
GS-15, October 2000, Number: 423; 
GS-15, October 2000, Percent: 71.1; 
GS-15, September 2007, Number: 383; 
GS-15, September 2007, Percent: 60.6; 
GS-14, October 2000, Number: 792; 
GS-14, October 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 2000, Number: 6; 
SES, October 2000, Percent: 7.1; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 6.3; 
GS-15, October 2000, Number: 40; 
GS-15, October 2000, Percent: 6.7; 
GS-15, September 2007, Number: 57; 
GS-15, September 2007, Percent: 9.0; 
GS-14, October 2000, Number: 136; 
GS-14, October 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 2000, Number: 24; 
SES, October 2000, Percent: 28.6; 
SES, September 2007, Number: 23; 
SES, September 2007, Percent: 28.8; 
GS-15, October 2000, Number: 172; 
GS-15, October 2000, Percent: 28.9; 
GS-15, September 2007, Number: 249; 
GS-15, September 2007, Percent: 39.4; 
GS-14, October 2000, Number: 513; 
GS-14, October 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 2000, Number: 6; 
SES, October 2000, Percent: 7.1; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 8.8; 
GS-15, October 2000, Number: 39; 
GS-15, October 2000, Percent: 6.6; 
GS-15, September 2007, Number: 71; 
GS-15, September 2007, Percent: 11.2; 
GS-14, October 2000, Number: 154; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 16: 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 2000, Number: 22; 
SES, October 2000, Percent: 5.5; 
SES, September 2007, Number: 18; 
SES, September 2007, Percent: 5.1; 
GS-15, October 2000, Number: 137; 
GS-15, October 2000, Percent: 3.9; 
GS-15, September 2007, Number: 161; 
GS-15, September 2007, Percent: 3.7; 
GS-14, October 2000, Number: 225; 
GS-14, October 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 2000, Number: 27; 
SES, October 2000, Percent: 6.8; 
SES, September 2007, Number: 24; 
SES, September 2007, Percent: 6.7; 
GS-15, October 2000, Number: 139; 
GS-15, October 2000, Percent: 4.0; 
GS-15, September 2007, Number: 221; 
GS-15, September 2007, Percent: 5.0; 
GS-14, October 2000, Number: 359; 
GS-14, October 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 2000, Number: 11; 
SES, October 2000, Percent: 2.8; 
SES, September 2007, Number: 12; 
SES, September 2007, Percent: 3.4; 
GS-15, October 2000, Number: 46; 
GS-15, October 2000, Percent: 1.3; 
GS-15, September 2007, Number: 60; 
GS-15, September 2007, Percent: 1.4; 
GS-14, October 2000, Number: 73; 
GS-14, October 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 2000, Number: 6; 
SES, October 2000, Percent: 1.5; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 1.7; 
GS-15, October 2000, Number: 29; 
GS-15, October 2000, Percent: 0.8; 
GS-15, September 2007, Number: 50; 
GS-15, September 2007, Percent: 1.1; 
GS-14, October 2000, Number: 83; 
GS-14, October 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 2000, Number: 6; 
SES, October 2000, Percent: 1.5; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 0.8; 
GS-15, October 2000, Number: 202; 
GS-15, October 2000, Percent: 3.9; 
GS-15, September 2007, Number: 144; 
GS-15, September 2007, Percent: 3.3; 
GS-14, October 2000, Number: 223; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 0.8; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 1.1; 
GS-15, October 2000, Number: 49; 
GS-15, October 2000, Percent: 1.4; 
GS-15, September 2007, Number: 116; 
GS-15, September 2007, Percent: 2.6; 
GS-14, October 2000, Number: 158; 
GS-14, October 2000, Percent: 2.7; 
GS-14, September 2007, Number: 316; 
GS-14, September 2007, Percent: 4.3. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES, October 2000, Number: 5; 
SES, October 2000, Percent: 1.3; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 1.7; 
GS-15, October 2000, Number: 53; 
GS-15, October 2000, Percent: 1.5; 
GS-15, September 2007, Number: 74; 
GS-15, September 2007, Percent: 1.7; 
GS-14, October 2000, Number: 103; 
GS-14, October 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 2000, Number: 5; 
SES, October 2000, Percent: 1.3; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 38; 
GS-15, October 2000, Percent: 1.1; 
GS-15, September 2007, Number: 59; 
GS-15, September 2007, Percent: 1.3; 
GS-14, October 2000, Number: 56; 
GS-14, October 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 2000, Number: 211; 
SES, October 2000, Percent: 52.9; 
SES, September 2007, Number: 160; 
SES, September 2007, Percent: 44.9; 
GS-15, October 2000, Number: 1,774; 
GS-15, October 2000, Percent: 50.9; 
GS-15, September 2007, Number: 1,886; 
GS-15, September 2007, Percent: 43.0; 
GS-14, October 2000, Number: 2,450; 
GS-14, October 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 2000, Number: 103; 
SES, October 2000, Percent: 25.8; 
SES, September 2007, Number: 123; 
SES, September 2007, Percent: 34.6; 
GS-15, October 2000, Number: 1,118; 
GS-15, October 2000, Percent: 32.1; 
GS-15, September 2007, Number: 1,610; 
GS-15, September 2007, Percent: 36.7; 
GS-14, October 2000, Number: 2,024; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 10; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 10; 
GS-14, October 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 2000, Number: 399; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 356; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 3,488; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 4,391; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 5,764; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 7,317; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 85; 
SES, October 2000, Percent: 21.3; 
SES, September 2007, Number: 73; 
SES, September 2007, Percent: 20.5; 
GS-15, October 2000, Number: 592; 
GS-15, October 2000, Percent: 17.0; 
GS-15, September 2007, Number: 885; 
GS-15, September 2007, Percent: 20.2; 
GS-14, October 2000, Number: 1,280; 
GS-14, October 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 2000, Number: 255; 
SES, October 2000, Percent: 63.9; 
SES, September 2007, Number: 199; 
SES, September 2007, Percent: 55.9; 
GS-15, October 2000, Number: 2,111; 
GS-15, October 2000, Percent: 60.5; 
GS-15, September 2007, Number: 2,329; 
GS-15, September 2007, Percent: 53.0; 
GS-14, October 2000, Number: 3,074; 
GS-14, October 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 2000, Number: 44; 
SES, October 2000, Percent: 11.0; 
SES, September 2007, Number: 39; 
SES, September 2007, Percent: 11.0; 
GS-15, October 2000, Number: 337; 
GS-15, October 2000, Percent: 9.7; 
GS-15, September 2007, Number: 439; 
GS-15, September 2007, Percent: 10.0; 
GS-14, October 2000, Number: 624; 
GS-14, October 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 2000, Number: 144; 
SES, October 2000, Percent: 36.1; 
SES, September 2007, Number: 157; 
SES, September 2007, Percent: 44.1; 
GS-15, October 2000, Number: 1,373; 
GS-15, October 2000, Percent: 39.4; 
GS-15, September 2007, Number: 2,062; 
GS-15, September 2007, Percent: 47.0; 
GS-14, October 2000, Number: 2,680; 
GS-14, October 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 2000, Number: 41; 
SES, October 2000, Percent: 10.3; 
SES, September 2007, Number: 34; 
SES, September 2007, Percent: 9.6; 
GS-15, October 2000, Number: 255; 
GS-15, October 2000, Percent: 7.3; 
GS-15, September 2007, Number: 446; 
GS-15, September 2007, Percent: 10.2; 
GS-14, October 2000, Number: 656; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 17: 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 13; 
SES, September 2007, Percent: 4.0; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 140; 
GS-15, September 2007, Percent: 4.6; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 2.2; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 146; 
GS-15, September 2007, Percent: 4.8; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.3; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 12; 
GS-15, September 2007, Percent: 0.4; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 4; 
GS-15, September 2007, Percent: 0.1; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.3; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 46; 
GS-15, September 2007, Percent: 1.5; 
GS-14, October 2000, Number: [B]; 
GS-14, October 2000, Percent: [B]; 
GS-14, September 2007, Number: 158; 
GS-14, September 2007, Percent: 2.2. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander Women; 
SES, October 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.3; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 27; 
GS-15, September 2007, Percent: 0.9; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 18; 
SES, September 2007, Percent: 5.5; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 134; 
GS-15, September 2007, Percent: 4.4; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 0.6; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 60; 
GS-15, September 2007, Percent: 2.0; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 207; 
SES, September 2007, Percent: 63.7; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 1,728; 
GS-15, September 2007, Percent: 57.0; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 75; 
SES, September 2007, Percent: 23.1; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 733; 
GS-15, September 2007, Percent: 24.2; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 2; 
GS-15, September 2007, Percent: 0.1; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 325; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 3,032; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: [B]; 
GS-14, October 2000, Percent: [B]; 
GS-14, September 2007, Number: 7,075; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 43; 
SES, September 2007, Percent: 13.2; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 569; 
GS-15, September 2007, Percent: 18.8; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 240; 
SES, September 2007, Percent: 73.8; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 2,061; 
GS-15, September 2007, Percent: 68.0; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 33; 
SES, September 2007, Percent: 10.2; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 332; 
GS-15, September 2007, Percent: 10.9; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 85; 
SES, September 2007, Percent: 26.2; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 971; 
GS-15, September 2007, Percent: 32.0; 
GS-14, October 2000, Number: [B]; 
GS-14, October 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 2000, Number: [B]; 
SES, October 2000, Percent: [B]; 
SES, September 2007, Number: 10; 
SES, September 2007, Percent: 3.1; 
GS-15, October 2000, Number: [B]; 
GS-15, October 2000, Percent: [B]; 
GS-15, September 2007, Number: 237; 
GS-15, September 2007, Percent: 7.8; 
GS-14, October 2000, Number: [B]; 
GS-14, October 2000, Percent: [B]; 
GS-14, September 2007, Number: 848; 
GS-14, September 2007, Percent: 12.0. 

Source: GAO analysis of the Office of Personnel Managementís Central 
Personnel Data File. 

[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, 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. 

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. 

[End of table] 

Table 18: 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 2000, Number: 9; 
SES, October 2000, Percent: 12.3; 
SES, September 2007, Number: 12; 
SES, September 2007, Percent: 13.5; 
GS-15, October 2000, Number: 100; 
GS-15, October 2000, Percent: 11.7; 
GS-15, September 2007, Number: 111; 
GS-15, September 2007, Percent: 12.0; 
GS-14, October 2000, Number: 134; 
GS-14, October 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 2000, Number: 11; 
SES, October 2000, Percent: 15.1; 
SES, September 2007, Number: 18; 
SES, September 2007, Percent: 20.2; 
GS-15, October 2000, Number: 112; 
GS-15, October 2000, Percent: 13.1; 
GS-15, September 2007, Number: 177; 
GS-15, September 2007, Percent: 19.1; 
GS-14, October 2000, Number: 221; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.4; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 1.1; 
GS-15, October 2000, Number: 7; 
GS-15, October 2000, Percent: 0.8; 
GS-15, September 2007, Number: 9; 
GS-15, September 2007, Percent: 1.0; 
GS-14, October 2000, Number: 9; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.4; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 1; 
GS-15, September 2007, Percent: 0.1; 
GS-14, October 2000, Number: 2; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 1.1; 
GS-15, October 2000, Number: 12; 
GS-15, October 2000, Percent: 1.4; 
GS-15, September 2007, Number: 22; 
GS-15, September 2007, Percent: 2.4; 
GS-14, October 2000, Number: 26; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 2.2; 
GS-15, October 2000, Number: 9; 
GS-15, October 2000, Percent: 1.1; 
GS-15, September 2007, Number: 11; 
GS-15, September 2007, Percent: 1.2; 
GS-14, October 2000, Number: 18; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 2.7; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 3.4; 
GS-15, October 2000, Number: 21; 
GS-15, October 2000, Percent: 2.5; 
GS-15, September 2007, Number: 28; 
GS-15, September 2007, Percent: 3.0; 
GS-14, October 2000, Number: 47; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 2.7; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 2.2; 
GS-15, October 2000, Number: 22; 
GS-15, October 2000, Percent: 2.6; 
GS-15, September 2007, Number: 20; 
GS-15, September 2007, Percent: 2.2; 
GS-14, October 2000, Number: 22; 
GS-14, October 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 2000, Number: 40; 
SES, October 2000, Percent: 54.8; 
SES, September 2007, Number: 38; 
SES, September 2007, Percent: 42.7; 
GS-15, October 2000, Number: 398; 
GS-15, October 2000, Percent: 46.5; 
GS-15, September 2007, Number: 357; 
GS-15, September 2007, Percent: 38.6; 
GS-14, October 2000, Number: 545; 
GS-14, October 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 2000, Number: 7; 
SES, October 2000, Percent: 9.6; 
SES, September 2007, Number: 12; 
SES, September 2007, Percent: 13.5; 
GS-15, October 2000, Number: 175; 
GS-15, October 2000, Percent: 20.4; 
GS-15, September 2007, Number: 188; 
GS-15, September 2007, Percent: 20.3; 
GS-14, October 2000, Number: 301; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 2; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 73; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 89; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 856; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 926; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 1,325; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 1,403; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 26; 
SES, October 2000, Percent: 35.6; 
SES, September 2007, Number: 39; 
SES, September 2007, Percent: 43.8; 
GS-15, October 2000, Number: 283; 
GS-15, October 2000, Percent: 33.1; 
GS-15, September 2007, Number: 379; 
GS-15, September 2007, Percent: 40.9; 
GS-14, October 2000, Number: 479; 
GS-14, October 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 2000, Number: 52; 
SES, October 2000, Percent: 71.2; 
SES, September 2007, Number: 55; 
SES, September 2007, Percent: 61.8; 
GS-15, October 2000, Number: 538; 
GS-15, October 2000, Percent: 62.9; 
GS-15, September 2007, Number: 528; 
GS-15, September 2007, Percent: 57.0; 
GS-14, October 2000, Number: 761; 
GS-14, October 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 2000, Number: 12; 
SES, October 2000, Percent: 16.4; 
SES, September 2007, Number: 17; 
SES, September 2007, Percent: 19.1; 
GS-15, October 2000, Number: 140; 
GS-15, October 2000, Percent: 16.4; 
GS-15, September 2007, Number: 170; 
GS-15, September 2007, Percent: 18.4; 
GS-14, October 2000, Number: 216; 
GS-14, October 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 2000, Number: 21; 
SES, October 2000, Percent: 28.8; 
SES, September 2007, Number: 34; 
SES, September 2007, Percent: 38.2; 
GS-15, October 2000, Number: 318; 
GS-15, October 2000, Percent: 37.1; 
GS-15, September 2007, Number: 398; 
GS-15, September 2007, Percent: 43.0; 
GS-14, October 2000, Number: 564; 
GS-14, October 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 2000, Number: 14; 
SES, October 2000, Percent: 19.2; 
SES, September 2007, Number: 22; 
SES, September 2007, Percent: 24.7; 
GS-15, October 2000, Number: 143; 
GS-15, October 2000, Percent: 16.7; 
GS-15, September 2007, Number: 209; 
GS-15, September 2007, Percent: 22.6; 
GS-14, October 2000, Number: 263; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 19: 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 2000, Number: 4; 
SES, October 2000, Percent: 2.1; 
SES, September 2007, Number: 8; 
SES, September 2007, Percent: 3.6; 
GS-15, October 2000, Number: 32; 
GS-15, October 2000, Percent: 2.5; 
GS-15, September 2007, Number: 28; 
GS-15, September 2007, Percent: 1.8; 
GS-14, October 2000, Number: 54; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 2.1; 
SES, September 2007, Number: 8; 
SES, September 2007, Percent: 3.6; 
GS-15, October 2000, Number: 18; 
GS-15, October 2000, Percent: 1.4; 
GS-15, September 2007, Number: 28; 
GS-15, September 2007, Percent: 1.8; 
GS-14, October 2000, Number: 70; 
GS-14, October 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 2000, Number: 18; 
SES, October 2000, Percent: 19.4; 
SES, September 2007, Number: 20; 
SES, September 2007, Percent: 9.0; 
GS-15, October 2000, Number: 65; 
GS-15, October 2000, Percent: 5.0; 
GS-15, September 2007, Number: 85; 
GS-15, September 2007, Percent: 5.4; 
GS-14, October 2000, Number: 145; 
GS-14, October 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 2000, Number: 7; 
SES, October 2000, Percent: 3.7; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 3.2; 
GS-15, October 2000, Number: 25; 
GS-15, October 2000, Percent: 1.9; 
GS-15, September 2007, Number: 52; 
GS-15, September 2007, Percent: 3.3; 
GS-14, October 2000, Number: 79; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.5; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 1.8; 
GS-15, October 2000, Number: 16; 
GS-15, October 2000, Percent: 1.2; 
GS-15, September 2007, Number: 17; 
GS-15, September 2007, Percent: 1.1; 
GS-14, October 2000, Number: 38; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 0.3; 
GS-15, September 2007, Number: 11; 
GS-15, September 2007, Percent: 0.7; 
GS-14, October 2000, Number: 16; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 2.1; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 2.3; 
GS-15, October 2000, Number: 14; 
GS-15, October 2000, Percent: 1.1; 
GS-15, September 2007, Number: 24; 
GS-15, September 2007, Percent: 1.5; 
GS-14, October 2000, Number: 61; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 2.1; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 2.3; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 6; 
GS-15, September 2007, Percent: 0.4; 
GS-14, October 2000, Number: 24; 
GS-14, October 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 2000, Number: 103; 
SES, October 2000, Percent: 53.9; 
SES, September 2007, Number: 112; 
SES, September 2007, Percent: 50.7; 
GS-15, October 2000, Number: 928; 
GS-15, October 2000, Percent: 71.2; 
GS-15, September 2007, Number: 986; 
GS-15, September 2007, Percent: 62.7; 
GS-14, October 2000, Number: 1,859; 
GS-14, October 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 2000, Number: 46; 
SES, October 2000, Percent: 24.1; 
SES, September 2007, Number: 50; 
SES, September 2007, Percent: 22.6; 
GS-15, October 2000, Number: 198; 
GS-15, October 2000, Percent: 15.2; 
GS-15, September 2007, Number: 332; 
GS-15, September 2007, Percent: 21.1; 
GS-14, October 2000, Number: 561; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 0.9; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 4; 
GS-15, September 2007, Percent: 0.3; 
GS-14, October 2000, Number: 1; 
GS-14, October 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 2000, Number: 191; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 221; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 1,304; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 1,573; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 2,908; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 3,434; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 42; 
SES, October 2000, Percent: 22.0; 
SES, September 2007, Number: 57; 
SES, September 2007, Percent: 25.8; 
GS-15, October 2000, Number: 177; 
GS-15, October 2000, Percent: 13.6; 
GS-15, September 2007, Number: 251; 
GS-15, September 2007, Percent: 16.0; 
GS-14, October 2000, Number: 487; 
GS-14, October 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 2000, Number: 130; 
SES, October 2000, Percent: 68.1; 
SES, September 2007, Number: 151; 
SES, September 2007, Percent: 68.3; 
GS-15, October 2000, Number: 1,055; 
GS-15, October 2000, Percent: 80.9; 
GS-15, September 2007, Number: 1,143; 
GS-15, September 2007, Percent: 72.7; 
GS-14, October 2000, Number: 2,157; 
GS-14, October 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 2000, Number: 27; 
SES, October 2000, Percent: 14.1; 
SES, September 2007, Number: 37; 
SES, September 2007, Percent: 16.7; 
GS-15, October 2000, Number: 127; 
GS-15, October 2000, Percent: 9.7; 
GS-15, September 2007, Number: 154; 
GS-15, September 2007, Percent: 9.8; 
GS-14, October 2000, Number: 298; 
GS-14, October 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 2000, Number: 61; 
SES, October 2000, Percent: 31.9; 
SES, September 2007, Number: 70; 
SES, September 2007, Percent: 31.7; 
GS-15, October 2000, Number: 248; 
GS-15, October 2000, Percent: 19.0; 
GS-15, September 2007, Number: 430; 
GS-15, September 2007, Percent: 27.3; 
GS-14, October 2000, Number: 750; 
GS-14, October 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 2000, Number: 15; 
SES, October 2000, Percent: 7.9; 
SES, September 2007, Number: 20; 
SES, September 2007, Percent: 9.0; 
GS-15, October 2000, Number: 50; 
GS-15, October 2000, Percent: 3.8; 
GS-15, September 2007, Number: 97; 
GS-15, September 2007, Percent: 6.2; 
GS-14, October 2000, Number: 189; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 20: 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 2000, Number: 24; 
SES, October 2000, Percent: 5.9; 
SES, September 2007, Number: 50; 
SES, September 2007, Percent: 7.8; 
GS-15, October 2000, Number: 125; 
GS-15, October 2000, Percent: 3.3; 
GS-15, September 2007, Number: 214; 
GS-15, September 2007, Percent: 4.2; 
GS-14, October 2000, Number: 235; 
GS-14, October 2000, Percent: 5.5; 
GS-14, September 2007, Number: 450; 
GS-14, September 2007, Percent: 6.0. 

Equal employment opportunity (EEO) group: African American Women; 
SES, October 2000, Number: 13; 
SES, October 2000, Percent: 3.2; 
SES, September 2007, Number: 21; 
SES, September 2007, Percent: 3.3; 
GS-15, October 2000, Number: 139; 
GS-15, October 2000, Percent: 3.7; 
GS-15, September 2007, Number: 223; 
GS-15, September 2007, Percent: 4.3; 
GS-14, October 2000, Number: 256; 
GS-14, October 2000, Percent: 6.0; 
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 2000, Number: 2; 
SES, October 2000, Percent: 0.5; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 0.8; 
GS-15, October 2000, Number: 11; 
GS-15, October 2000, Percent: 0.3; 
GS-15, September 2007, Number: 11; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 23; 
GS-14, October 2000, Percent: 0.5; 
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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.2; 
GS-15, October 2000, Number: 6; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 10; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 6; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 0.7; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 0.5; 
GS-15, October 2000, Number: 58; 
GS-15, October 2000, Percent: 1.5; 
GS-15, September 2007, Number: 119; 
GS-15, September 2007, Percent: 2.3; 
GS-14, October 2000, Number: 65; 
GS-14, October 2000, Percent: 1.5; 
GS-14, September 2007, Number: 192; 
GS-14, September 2007, Percent: 2.5. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander Women; 
SES, October 2000, Number: 2; 
SES, October 2000, Percent: 0.5; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.2; 
GS-15, October 2000, Number: 48; 
GS-15, October 2000, Percent: 1.3; 
GS-15, September 2007, Number: 79; 
GS-15, September 2007, Percent: 1.5; 
GS-14, October 2000, Number: 52; 
GS-14, October 2000, Percent: 1.2; 
GS-14, September 2007, Number: 66; 
GS-14, September 2007, Percent: 0.9. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES, October 2000, Number: 16; 
SES, October 2000, Percent: 3.9; 
SES, September 2007, Number: 31; 
SES, September 2007, Percent: 4.8; 
GS-15, October 2000, Number: 129; 
GS-15, October 2000, Percent: 3.4; 
GS-15, September 2007, Number: 184; 
GS-15, September 2007, Percent: 3.6; 
GS-14, October 2000, Number: 247; 
GS-14, October 2000, Percent: 5.8; 
GS-14, September 2007, Number: 381; 
GS-14, September 2007, Percent: 5.1. 

Equal employment opportunity (EEO) group: Hispanic Women; 
SES, October 2000, Number: 2; 
SES, October 2000, Percent: 0.5; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 0.5; 
GS-15, October 2000, Number: 62; 
GS-15, October 2000, Percent: 1.6; 
GS-15, September 2007, Number: 78; 
GS-15, September 2007, Percent: 1.5; 
GS-14, October 2000, Number: 76; 
GS-14, October 2000, Percent: 1.8; 
GS-14, September 2007, Number: 107; 
GS-14, September 2007, Percent: 1.4. 

Equal employment opportunity (EEO) group: White men; 
SES, October 2000, Number: 270; 
SES, October 2000, Percent: 66.3; 
SES, September 2007, Number: 412; 
SES, September 2007, Percent: 63.9; 
GS-15, October 2000, Number: 2,132; 
GS-15, October 2000, Percent: 56.0; 
GS-15, September 2007, Number: 2,793; 
GS-15, September 2007, Percent: 54.3; 
GS-14, October 2000, Number: 2,288; 
GS-14, October 2000, Percent: 53.3; 
GS-14, September 2007, Number: 4,118; 
GS-14, September 2007, Percent: 54.7. 

Equal employment opportunity (EEO) group: White Women; 
SES, October 2000, Number: 75; 
SES, October 2000, Percent: 18.4; 
SES, September 2007, Number: 117; 
SES, September 2007, Percent: 18.1; 
GS-15, October 2000, Number: 1,091; 
GS-15, October 2000, Percent: 28.7; 
GS-15, September 2007, Number: 1,425; 
GS-15, September 2007, Percent: 27.7; 
GS-14, October 2000, Number: 1,035; 
GS-14, October 2000, Percent: 24.1; 
GS-14, September 2007, Number: 1,619; 
GS-14, September 2007, Percent: 21.5. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES, October 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.2; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 6; 
GS-15, September 2007, Percent: 0.1; 
GS-14, October 2000, Number: 10; 
GS-14, October 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 2000, Number: 407; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 645; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 3,804; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 5,142; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 4,293; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 7,531; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 62; 
SES, October 2000, Percent: 15.2; 
SES, September 2007, Number: 115; 
SES, September 2007, Percent: 17.8; 
GS-15, October 2000, Number: 578; 
GS-15, October 2000, Percent: 15.2; 
GS-15, September 2007, Number: 918; 
GS-15, September 2007, Percent: 17.9; 
GS-14, October 2000, Number: 960; 
GS-14, October 2000, Percent: 22.4; 
GS-14, September 2007, Number: 1,772; 
GS-14, September 2007, Percent: 23.5. 

Equal employment opportunity (EEO) group: Men; 
SES, October 2000, Number: 315; 
SES, October 2000, Percent: 77.4; 
SES, September 2007, Number: 502; 
SES, September 2007, Percent: 77.8; 
GS-15, October 2000, Number: 2,455; 
GS-15, October 2000, Percent: 64.5; 
GS-15, September 2007, Number: 3,325; 
GS-15, September 2007, Percent: 64.7; 
GS-14, October 2000, Number: 2,858; 
GS-14, October 2000, Percent: 66.6; 
GS-14, September 2007, Number: 5,198; 
GS-14, September 2007, Percent: 69.0. 

Equal employment opportunity (EEO) group: Minority Men; 
SES, October 2000, Number: 45; 
SES, October 2000, Percent: 11.1; 
SES, September 2007, Number: 89; 
SES, September 2007, Percent: 13.8; 
GS-15, October 2000, Number: 323; 
GS-15, October 2000, Percent: 8.5; 
GS-15, September 2007, Number: 528; 
GS-15, September 2007, Percent: 10.3; 
GS-14, October 2000, Number: 570; 
GS-14, October 2000, Percent: 13.3; 
GS-14, September 2007, Number: 1,059; 
GS-14, September 2007, Percent: 14.1. 

Equal employment opportunity (EEO) group: Women; 
SES, October 2000, Number: 92; 
SES, October 2000, Percent: 22.6; 
SES, September 2007, Number: 143; 
SES, September 2007, Percent: 22.2; 
GS-15, October 2000, Number: 1,346; 
GS-15, October 2000, Percent: 35.4; 
GS-15, September 2007, Number: 1,817; 
GS-15, September 2007, Percent: 35.3; 
GS-14, October 2000, Number: 1,425; 
GS-14, October 2000, Percent: 33.2; 
GS-14, September 2007, Number: 2,333; 
GS-14, September 2007, Percent: 31.0. 

Equal employment opportunity (EEO) group: Minority Women; 
SES, October 2000, Number: 17; 
SES, October 2000, Percent: 4.2; 
SES, September 2007, Number: 26; 
SES, September 2007, Percent: 4.0; 
GS-15, October 2000, Number: 255; 
GS-15, October 2000, Percent: 6.7; 
GS-15, September 2007, Number: 390; 
GS-15, September 2007, Percent: 7.6; 
GS-14, October 2000, Number: 390; 
GS-14, October 2000, Percent: 9.1; 
GS-14, September 2007, Number: 713; 
GS-14, September 2007, Percent: 9.5. 

Source: GAO analysis of the Office of Personnel Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 21: 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 2000, Number: 13; 
SES, October 2000, Percent: 9.8; 
SES, September 2007, Number: 8; 
SES, September 2007, Percent: 6.0; 
GS-15, October 2000, Number: 31; 
GS-15, October 2000, Percent: 5.0; 
GS-15, September 2007, Number: 45; 
GS-15, September 2007, Percent: 5.7; 
GS-14, October 2000, Number: 87; 
GS-14, October 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 2000, Number: 8; 
SES, October 2000, Percent: 6.1; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 5.3; 
GS-15, October 2000, Number: 33; 
GS-15, October 2000, Percent: 5.3; 
GS-15, September 2007, Number: 52; 
GS-15, September 2007, Percent: 6.6; 
GS-14, October 2000, Number: 128; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.8; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.3; 
GS-15, September 2007, Number: 2; 
GS-15, September 2007, Percent: 0.3; 
GS-14, October 2000, Number: 9; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.8; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.3; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 4; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.8; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.3; 
GS-15, September 2007, Number: 9; 
GS-15, September 2007, Percent: 1.1; 
GS-14, October 2000, Number: 25; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 1.5; 
GS-15, October 2000, Number: 8; 
GS-15, October 2000, Percent: 1.3; 
GS-15, September 2007, Number: 10; 
GS-15, September 2007, Percent: 1.3; 
GS-14, October 2000, Number: 7; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 3.0; 
GS-15, October 2000, Number: 8; 
GS-15, October 2000, Percent: 1.3; 
GS-15, September 2007, Number: 12; 
GS-15, September 2007, Percent: 1.5; 
GS-14, October 2000, Number: 22; 
GS-14, October 2000, Percent: 1.5; 
GS-14, September 2007, Number: 28; 
GS-14, September 2007, Percent: 1.9. 

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

Equal employment opportunity (EEO) group: White men; 
SES, October 2000, Number: 76; 
SES, October 2000, Percent: 57.6; 
SES, September 2007, Number: 74; 
SES, September 2007, Percent: 55.6; 
GS-15, October 2000, Number: 378; 
GS-15, October 2000, Percent: 60.4; 
GS-15, September 2007, Number: 406; 
GS-15, September 2007, Percent: 51.3; 
GS-14, October 2000, Number: 728; 
GS-14, October 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 2000, Number: 28; 
SES, October 2000, Percent: 21.2; 
SES, September 2007, Number: 31; 
SES, September 2007, Percent: 23.3; 
GS-15, October 2000, Number: 148; 
GS-15, October 2000, Percent: 23.6; 
GS-15, September 2007, Number: 239; 
GS-15, September 2007, Percent: 30.2; 
GS-14, October 2000, Number: 381; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number:132; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 133; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 626; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 791; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 1,437; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 1,509; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 28; 
SES, October 2000, Percent: 21.2; 
SES, September 2007, Number: 28; 
SES, September 2007, Percent: 21.1; 
GS-15, October 2000, Number: 100; 
GS-15, October 2000, Percent: 16.0; 
GS-15, September 2007, Number: 146; 
GS-15, September 2007, Percent: 18.5; 
GS-14, October 2000, Number: 328; 
GS-14, October 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 2000, Number: 95; 
SES, October 2000, Percent: 72.0; 
SES, September 2007, Number: 89; 
SES, September 2007, Percent: 66.9; 
GS-15, October 2000, Number: 427; 
GS-15, October 2000, Percent: 68.2; 
GS-15, September 2007, Number: 478; 
GS-15, September 2007, Percent: 60.4; 
GS-14, October 2000, Number: 895; 
GS-14, October 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 2000, Number: 19; 
SES, October 2000, Percent: 14.4; 
SES, September 2007, Number: 15; 
SES, September 2007, Percent: 11.3; 
GS-15, October 2000, Number: 49; 
GS-15, October 2000, Percent: 7.8; 
GS-15, September 2007, Number: 72; 
GS-15, September 2007, Percent: 9.1; 
GS-14, October 2000, Number: 167; 
GS-14, October 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 2000, Number: 37; 
SES, October 2000, Percent: 28.0; 
SES, September 2007, Number: 44; 
SES, September 2007, Percent: 33.1; 
GS-15, October 2000, Number: 199; 
GS-15, October 2000, Percent: 31.8; 
GS-15, September 2007, Number: 313; 
GS-15, September 2007, Percent: 39.6; 
GS-14, October 2000, Number: 542; 
GS-14, October 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 2000, Number: 9; 
SES, October 2000, Percent: 6.8; 
SES, September 2007, Number: 13; 
SES, September 2007, Percent: 9.8; 
GS-15, October 2000, Number: 51; 
GS-15, October 2000, Percent: 8.1; 
GS-15, September 2007, Number: 74; 
GS-15, September 2007, Percent: 9.4; 
GS-14, October 2000, Number: 161; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 22: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the National Aeronautics and Space Administration: 

Equal employment opportunity (EEO) group: African American men; 
SES, October 2000, Number: 18; 
SES, October 2000, Percent: 4.6; 
SES, September 2007, Number: 13; 
SES, September 2007, Percent: 3.0; 
GS-15, October 2000, Number: 63; 
GS-15, October 2000, Percent: 2.5; 
GS-15, September 2007, Number: 119; 
GS-15, September 2007, Percent: 3.2; 
GS-14, October 2000, Number: 123; 
GS-14, October 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 2000, Number: 11; 
SES, October 2000, Percent: 2.8; 
SES, September 2007, Number: 13; 
SES, September 2007, Percent: 3.0; 
GS-15, October 2000, Number: 23; 
GS-15, October 2000, Percent: 0.9; 
GS-15, September 2007, Number: 88; 
GS-15, September 2007, Percent: 2.4; 
GS-14, October 2000, Number: 80; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 0.8; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 13; 
GS-15, October 2000, Percent: 0.5; 
GS-15, September 2007, Number: 14; 
GS-15, September 2007, Percent: 0.4; 
GS-14, October 2000, Number: 21; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.3; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.2; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 6; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 8; 
GS-14, October 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 2000, Number: 9; 
SES, October 2000, Percent: 2.3; 
SES, September 2007, Number: 13; 
SES, September 2007, Percent: 3.0; 
GS-15, October 2000, Number: 124; 
GS-15, October 2000, Percent: 4.9; 
GS-15, September 2007, Number: 199; 
GS-15, September 2007, Percent: 5.3; 
GS-14, October 2000, Number: 160; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.3; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 0.9; 
GS-15, October 2000, Number: 26; 
GS-15, October 2000, Percent: 1.0; 
GS-15, September 2007, Number: 49; 
GS-15, September 2007, Percent: 1.3; 
GS-14, October 2000, Number: 37; 
GS-14, October 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 2000, Number: 7; 
SES, October 2000, Percent: 1.8; 
SES, September 2007, Number: 14; 
SES, September 2007, Percent: 3.2; 
GS-15, October 2000, Number: 61; 
GS-15, October 2000, Percent: 2.4; 
GS-15, September 2007, Number: 135; 
GS-15, September 2007, Percent: 3.6; 
GS-14, October 2000, Number: 125; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 0.5; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 1.2; 
GS-15, October 2000, Number: 19; 
GS-15, October 2000, Percent: 0.7; 
GS-15, September 2007, Number: 33; 
GS-15, September 2007, Percent: 0.9; 
GS-14, October 2000, Number: 34; 
GS-14, October 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 2000, Number: 280; 
SES, October 2000, Percent: 71.1; 
SES, September 2007, Number: 290; 
SES, September 2007, Percent: 67.3; 
GS-15, October 2000, Number: 1,890; 
GS-15, October 2000, Percent: 74.4; 
GS-15, September 2007, Number: 2,441; 
GS-15, September 2007, Percent: 65.4; 
GS-14, October 2000, Number: 2,588; 
GS-14, October 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 2000, Number: 62; 
SES, October 2000, Percent: 15.7; 
SES, September 2007, Number: 77; 
SES, September 2007, Percent: 17.9; 
GS-15, October 2000, Number: 318; 
GS-15, October 2000, Percent: 12.5; 
GS-15, September 2007, Number: 641; 
GS-15, September 2007, Percent: 17.2; 
GS-14, October 2000, Number: 574; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.2; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 6; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 394; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 431; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 2,541; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 3,731; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 3,750; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 4,225; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 52; 
SES, October 2000, Percent: 13.2; 
SES, September 2007, Number: 63; 
SES, September 2007, Percent: 14.6; 
GS-15, October 2000, Number: 330; 
GS-15, October 2000, Percent: 13.0; 
GS-15, September 2007, Number: 643; 
GS-15, September 2007, Percent: 17.2; 
GS-14, October 2000, Number: 588; 
GS-14, October 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 2000, Number: 317; 
SES, October 2000, Percent: 80.5; 
SES, September 2007, Number: 330; 
SES, September 2007, Percent: 76.6; 
GS-15, October 2000, Number: 2,151; 
GS-15, October 2000, Percent: 84.7; 
GS-15, September 2007, Number: 2,914; 
GS-15, September 2007, Percent: 78.1; 
GS-14, October 2000, Number: 3,017; 
GS-14, October 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 2000, Number: 37; 
SES, October 2000, Percent: 9.4; 
SES, September 2007, Number: 40; 
SES, September 2007, Percent: 9.3; 
GS-15, October 2000, Number: 261; 
GS-15, October 2000, Percent: 10.3; 
GS-15, September 2007, Number: 467; 
GS-15, September 2007, Percent: 12.5; 
GS-14, October 2000, Number: 429; 
GS-14, October 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 2000, Number: 77; 
SES, October 2000, Percent: 19.5; 
SES, September 2007, Number: 101; 
SES, September 2007, Percent: 23.4; 
GS-15, October 2000, Number: 387; 
GS-15, October 2000, Percent: 15.2; 
GS-15, September 2007, Number: 817; 
GS-15, September 2007, Percent: 21.9; 
GS-14, October 2000, Number: 733; 
GS-14, October 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 2000, Number: 15; 
SES, October 2000, Percent: 3.8; 
SES, September 2007, Number: 23; 
SES, September 2007, Percent: 5.3; 
GS-15, October 2000, Number: 69; 
GS-15, October 2000, Percent: 2.7; 
GS-15, September 2007, Number: 176; 
GS-15, September 2007, Percent: 4.7; 
GS-14, October 2000, Number: 159; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 23: 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 2000, Number: 7; 
SES, October 2000, Percent: 5.0; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 4.8; 
GS-15, October 2000, Number: 18; 
GS-15, October 2000, Percent: 2.8; 
GS-15, September 2007, Number: 37; 
GS-15, September 2007, Percent: 4.1; 
GS-14, October 2000, Number: 27; 
GS-14, October 2000, Percent: 3.8; 
GS-14, September 2007, Number: 37; 
GS-14, September 2007, Percent: 4.5. 

Equal employment opportunity (EEO) group: African American Women; 
SES, October 2000, Number: 2; 
SES, October 2000, Percent: 1.4; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 2.1; 
GS-15, October 2000, Number: 16; 
GS-15, October 2000, Percent: 2.5; 
GS-15, September 2007, Number: 24; 
GS-15, September 2007, Percent: 2.6; 
GS-14, October 2000, Number: 21; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.7; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 0.5; 
GS-15, September 2007, Number: 5; 
GS-15, September 2007, Percent: 0.5; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 1; 
GS-15, September 2007, Percent: 0.1; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 2.9; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 3.4; 
GS-15, October 2000, Number: 56; 
GS-15, October 2000, Percent: 8.7; 
GS-15, September 2007, Number: 85; 
GS-15, September 2007, Percent: 9.3; 
GS-14, October 2000, Number: 52; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.7; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 1.4; 
GS-15, October 2000, Number: 8; 
GS-15, October 2000, Percent: 1.2; 
GS-15, September 2007, Number: 19; 
GS-15, September 2007, Percent: 2.1; 
GS-14, October 2000, Number: 8; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 1.4; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.7; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 0.6; 
GS-15, September 2007, Number: 17; 
GS-15, September 2007, Percent: 1.9; 
GS-14, October 2000, Number: 14; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.7; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.3; 
GS-15, September 2007, Number: 3; 
GS-15, September 2007, Percent: 0.3; 
GS-14, October 2000, Number: 2; 
GS-14, October 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 2000, Number: 107; 
SES, October 2000, Percent: 77.0; 
SES, September 2007, Number: 103; 
SES, September 2007, Percent: 70.5; 
GS-15, October 2000, Number: 453; 
GS-15, October 2000, Percent: 70.7; 
GS-15, September 2007, Number: 553; 
GS-15, September 2007, Percent: 60.6; 
GS-14, October 2000, Number: 467; 
GS-14, October 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 2000, Number: 16; 
SES, October 2000, Percent: 11.5; 
SES, September 2007, Number: 23; 
SES, September 2007, Percent: 15.8; 
GS-15, October 2000, Number: 81; 
GS-15, October 2000, Percent: 12.6; 
GS-15, September 2007, Number: 169; 
GS-15, September 2007, Percent: 18.5; 
GS-14, October 2000, Number: 128; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 139; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 146; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 641; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 913; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 719; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 849; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 16; 
SES, October 2000, Percent: 11.5; 
SES, September 2007, Number: 20; 
SES, September 2007, Percent: 13.7; 
GS-15, October 2000, Number: 107; 
GS-15, October 2000, Percent: 16.7; 
GS-15, September 2007, Number: 191; 
GS-15, September 2007, Percent: 20.9; 
GS-14, October 2000, Number: 124; 
GS-14, October 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 2000, Number: 120; 
SES, October 2000, Percent: 86.3; 
SES, September 2007, Number: 117; 
SES, September 2007, Percent: 80.1; 
GS-15, October 2000, Number: 534; 
GS-15, October 2000, Percent: 83.3; 
GS-15, September 2007, Number: 697; 
GS-15, September 2007, Percent: 76.3; 
GS-14, October 2000, Number: 560; 
GS-14, October 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 2000, Number: 13; 
SES, October 2000, Percent: 9.4; 
SES, September 2007, Number: 14; 
SES, September 2007, Percent: 9.6; 
GS-15, October 2000, Number: 81; 
GS-15, October 2000, Percent: 12.6; 
GS-15, September 2007, Number: 144; 
GS-15, September 2007, Percent: 15.8; 
GS-14, October 2000, Number: 93; 
GS-14, October 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 2000, Number: 19; 
SES, October 2000, Percent: 13.7; 
SES, September 2007, Number: 29; 
SES, September 2007, Percent: 19.9; 
GS-15, October 2000, Number: 107; 
GS-15, October 2000, Percent: 16.7; 
GS-15, September 2007, Number: 216; 
GS-15, September 2007, Percent: 23.7; 
GS-14, October 2000, Number: 159; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 2.2; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 4.1; 
GS-15, October 2000, Number: 26; 
GS-15, October 2000, Percent: 4.1; 
GS-15, September 2007, Number: 47; 
GS-15, September 2007, Percent: 5.1; 
GS-14, October 2000, Number: 31; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 24: 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 2000, Number: 5; 
SES, October 2000, Percent: 6.3; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 2.5; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 4.9; 
GS-15, September 2007, Number: 4; 
GS-15, September 2007, Percent: 4.9; 
GS-14, October 2000, Number: 3; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.3; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 2.5; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 4.9; 
GS-15, September 2007, Number: 6; 
GS-15, September 2007, Percent: 7.3; 
GS-14, October 2000, Number: 10; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 1.2; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 3.8; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 5.1; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 1.2; 
GS-15, September 2007, Number: 1; 
GS-15, September 2007, Percent: 1.2; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.3; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 2.5; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 2.4; 
GS-15, September 2007, Number: 4; 
GS-15, September 2007, Percent: 4.9; 
GS-14, October 2000, Number: 3; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.3; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 3.8; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 1; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 1.2; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 1; 
GS-14, October 2000, Percent: 1.3; 
GS-14, September 2007, Number: 0; 
GS-14, September 2007, Percent: 0.0. 

Equal employment opportunity (EEO) group: White men; 
SES, October 2000, Number: 46; 
SES, October 2000, Percent: 58.2; 
SES, September 2007, Number: 35; 
SES, September 2007, Percent: 44.3; 
GS-15, October 2000, Number: 36; 
GS-15, October 2000, Percent: 43.9; 
GS-15, September 2007, Number: 33; 
GS-15, September 2007, Percent: 40.2; 
GS-14, October 2000, Number: 31; 
GS-14, October 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 2000, Number: 22; 
SES, October 2000, Percent: 27.8; 
SES, September 2007, Number: 31; 
SES, September 2007, Percent: 39.2; 
GS-15, October 2000, Number: 33; 
GS-15, October 2000, Percent: 40.2; 
GS-15, September 2007, Number: 34; 
GS-15, September 2007, Percent: 41.5; 
GS-14, October 2000, Number: 31; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 79; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 79; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 82; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 82; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 80; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 115; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 11; 
SES, October 2000, Percent: 13.9; 
SES, September 2007, Number: 13; 
SES, September 2007, Percent: 16.5; 
GS-15, October 2000, Number: 13; 
GS-15, October 2000, Percent: 15.9; 
GS-15, September 2007, Number: 15; 
GS-15, September 2007, Percent: 18.3; 
GS-14, October 2000, Number: 18; 
GS-14, October 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 2000, Number: 55; 
SES, October 2000, Percent: 69.6; 
SES, September 2007, Number: 44; 
SES, September 2007, Percent: 55.7; 
GS-15, October 2000, Number: 42; 
GS-15, October 2000, Percent: 51.2; 
GS-15, September 2007, Number: 38; 
GS-15, September 2007, Percent: 46.3; 
GS-14, October 2000, Number: 35; 
GS-14, October 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 2000, Number: 9; 
SES, October 2000, Percent: 11.4; 
SES, September 2007, Number: 9; 
SES, September 2007, Percent: 11.4; 
GS-15, October 2000, Number: 6; 
GS-15, October 2000, Percent: 7.3; 
GS-15, September 2007, Number: 5; 
GS-15, September 2007, Percent: 6.1; 
GS-14, October 2000, Number: 4; 
GS-14, October 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 2000, Number: 24; 
SES, October 2000, Percent: 30.4; 
SES, September 2007, Number: 35; 
SES, September 2007, Percent: 44.3; 
GS-15, October 2000, Number: 40; 
GS-15, October 2000, Percent: 48.8; 
GS-15, September 2007, Number: 44; 
GS-15, September 2007, Percent: 53.7; 
GS-14, October 2000, Number: 45; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 2.5; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 5.1; 
GS-15, October 2000, Number: 7; 
GS-15, October 2000, Percent: 8.5; 
GS-15, September 2007, Number: 10; 
GS-15, September 2007, Percent: 12.2; 
GS-14, October 2000, Number: 14; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 25: 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 2000, Number: 2; 
SES, October 2000, Percent: 5.6; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 2.4; 
GS-15, October 2000, Number: 7; 
GS-15, October 2000, Percent: 6.6; 
GS-15, September 2007, Number: 13; 
GS-15, September 2007, Percent: 8.6; 
GS-14, October 2000, Number: 14; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 2.8; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 4.8; 
GS-15, October 2000, Number: 5; 
GS-15, October 2000, Percent: 4.7; 
GS-15, September 2007, Number: 14; 
GS-15, September 2007, Percent: 9.2; 
GS-14, October 2000, Number: 22; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 2.8; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 2.4; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 1; 
GS-15, September 2007, Percent: 0.7; 
GS-14, October 2000, Number: 4; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 2; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 5.6; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 4.8; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 2.8; 
GS-15, September 2007, Number: 4; 
GS-15, September 2007, Percent: 2.6; 
GS-14, October 2000, Number: 7; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 2.8; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 2.4; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 2.8; 
GS-15, September 2007, Number: 3; 
GS-15, September 2007, Percent: 2.0; 
GS-14, October 2000, Number: 4; 
GS-14, October 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 2000, Number: 17; 
SES, October 2000, Percent: 47.2; 
SES, September 2007, Number: 22; 
SES, September 2007, Percent: 52.4; 
GS-15, October 2000, Number: 62; 
GS-15, October 2000, Percent: 58.5; 
GS-15, September 2007, Number: 72; 
GS-15, September 2007, Percent: 47.4; 
GS-14, October 2000, Number: 96; 
GS-14, October 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 2000, Number: 12; 
SES, October 2000, Percent: 33.3; 
SES, September 2007, Number: 13; 
SES, September 2007, Percent: 31.0; 
GS-15, October 2000, Number: 26; 
GS-15, October 2000, Percent: 24.5; 
GS-15, September 2007, Number: 45; 
GS-15, September 2007, Percent: 29.6; 
GS-14, October 2000, Number: 73; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 36; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 42; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 106; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 152; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 222; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 371; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 6; 
SES, October 2000, Percent: 19.4; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 16.7; 
GS-15, October 2000, Number: 18; 
GS-15, October 2000, Percent: 17.0; 
GS-15, September 2007, Number: 35; 
GS-15, September 2007, Percent: 23.0; 
GS-14, October 2000, Number: 53; 
GS-14, October 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 2000, Number: 21; 
SES, October 2000, Percent: 58.3; 
SES, September 2007, Number: 26; 
SES, September 2007, Percent: 61.9; 
GS-15, October 2000, Number: 72; 
GS-15, October 2000, Percent: 67.9; 
GS-15, September 2007, Number: 90; 
GS-15, September 2007, Percent: 59.2; 
GS-14, October 2000, Number: 121; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 11.1; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 9.5; 
GS-15, October 2000, Number: 10; 
GS-15, October 2000, Percent: 9.4; 
GS-15, September 2007, Number: 18; 
GS-15, September 2007, Percent: 11.8; 
GS-14, October 2000, Number: 25; 
GS-14, October 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 2000, Number: 15; 
SES, October 2000, Percent: 41.7; 
SES, September 2007, Number: 16; 
SES, September 2007, Percent: 38.1; 
GS-15, October 2000, Number: 34; 
GS-15, October 2000, Percent: 32.1; 
GS-15, September 2007, Number: 62; 
GS-15, September 2007, Percent: 40.8; 
GS-14, October 2000, Number: 101; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 8.3; 
SES, September 2007, Number: 3; 
SES, September 2007, Percent: 7.1; 
GS-15, October 2000, Number: 8; 
GS-15, October 2000, Percent: 7.5; 
GS-15, September 2007, Number: 17; 
GS-15, September 2007, Percent: 11.2; 
GS-14, October 2000, Number: 28; 
GS-14, October 2000, Percent: 12.6; 
GS-14, September 2007, Number: 96; 
GS-14, September 2007, Percent: 25.9. 

Source: GAO analysis of the Office of Personnel Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 26: 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 2000, Number: 6; 
SES, October 2000, Percent: 15.4; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 16.7; 
GS-15, October 2000, Number: 13; 
GS-15, October 2000, Percent: 7.3; 
GS-15, September 2007, Number: 14; 
GS-15, September 2007, Percent: 7.3; 
GS-14, October 2000, Number: 26; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 10.3; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 5.6; 
GS-15, October 2000, Number: 11; 
GS-15, October 2000, Percent: 6.1; 
GS-15, September 2007, Number: 21; 
GS-15, September 2007, Percent: 10.9; 
GS-14, October 2000, Number: 27; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 1.7; 
GS-15, September 2007, Number: 2; 
GS-15, September 2007, Percent: 1.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 1,1; 
GS-15, September 2007, Number: 5; 
GS-15, September 2007, Percent: 2.6; 
GS-14, October 2000, Number: 8; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 2.8; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 3; 
GS-15, September 2007, Percent: 1.6; 
GS-14, October 2000, Number: 7; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 5.1; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 11.1; 
GS-15, October 2000, Number: 11; 
GS-15, October 2000, Percent: 6.1; 
GS-15, September 2007, Number: 11; 
GS-15, September 2007, Percent: 5.7; 
GS-14, October 2000, Number: 13; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 2.6; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 2.8; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 2.2; 
GS-15, September 2007, Number: 6; 
GS-15, September 2007, Percent: 3.1; 
GS-14, October 2000, Number: 10; 
GS-14, October 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 2000, Number: 18; 
SES, October 2000, Percent: 46.2; 
SES, September 2007, Number: 16; 
SES, September 2007, Percent: 44.4; 
GS-15, October 2000, Number: 99; 
GS-15, October 2000, Percent: 55.3; 
GS-15, September 2007, Number: 96; 
GS-15, September 2007, Percent: 49.7; 
GS-14, October 2000, Number: 186; 
GS-14, October 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 2000, Number: 8; 
SES, October 2000, Percent: 20.5; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 16.7; 
GS-15, October 2000, Number: 36; 
GS-15, October 2000, Percent: 20.1; 
GS-15, September 2007, Number: 35; 
GS-15, September 2007, Percent: 18.1; 
GS-14, October 2000, Number: 92; 
GS-14, October 2000, Percent: 24.9; 
GS-14, September 2007, Number: 83; 
GS-14, September 2007, Percent: 23.9. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES, October 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 39; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 36; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 179; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 193; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 369; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 348; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 13; 
SES, October 2000, Percent: 33.3; 
SES, September 2007, Number: 14; 
SES, September 2007, Percent: 38.9; 
GS-15, October 2000, Number: 44; 
GS-15, October 2000, Percent: 24.6; 
GS-15, September 2007, Number: 62; 
GS-15, September 2007, Percent: 32.1; 
GS-14, October 2000, Number: 91; 
GS-14, October 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 2000, Number: 26; 
SES, October 2000, Percent: 66.7; 
SES, September 2007, Number: 26; 
SES, September 2007, Percent: 72.2; 
GS-15, October 2000, Number: 128; 
GS-15, October 2000, Percent: 71.5; 
GS-15, September 2007, Number: 128; 
GS-15, September 2007, Percent: 66.3; 
GS-14, October 2000, Number: 233; 
GS-14, October 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 2000, Number: 8; 
SES, October 2000, Percent: 20.5; 
SES, September 2007, Number: 10; 
SES, September 2007, Percent: 27.8; 
GS-15, October 2000, Number: 29; 
GS-15, October 2000, Percent: 16.2; 
GS-15, September 2007, Number: 32; 
GS-15, September 2007, Percent: 16.6; 
GS-14, October 2000, Number: 47; 
GS-14, October 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 2000, Number: 13; 
SES, October 2000, Percent: 33.3; 
SES, September 2007, Number: 10; 
SES, September 2007, Percent: 27.8; 
GS-15, October 2000, Number: 51; 
GS-15, October 2000, Percent: 28.5; 
GS-15, September 2007, Number: 65; 
GS-15, September 2007, Percent: 33.7; 
GS-14, October 2000, Number: 136; 
GS-14, October 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 2000, Number: 5; 
SES, October 2000, Percent: 12.8; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 11.1; 
GS-15, October 2000, Number: 15; 
GS-15, October 2000, Percent: 8.4; 
GS-15, September 2007, Number: 30; 
GS-15, September 2007, Percent: 15.5; 
GS-14, October 2000, Number: 44; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 27: 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 2000, Number: 13; 
SES, October 2000, Percent: 11.0; 
SES, September 2007, Number: 13; 
SES, September 2007, Percent: 9.7; 
GS-15, October 2000, Number: 34; 
GS-15, October 2000, Percent: 6.8; 
GS-15, September 2007, Number: 40; 
GS-15, September 2007, Percent: 5.6; 
GS-14, October 2000, Number: 99; 
GS-14, October 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 2000, Number: 12; 
SES, October 2000, Percent: 10.2; 
SES, September 2007, Number: 12; 
SES, September 2007, Percent: 9.0; 
GS-15, October 2000, Number: 39; 
GS-15, October 2000, Percent: 7.8; 
GS-15, September 2007, Number: 90; 
GS-15, September 2007, Percent: 12.7; 
GS-14, October 2000, Number: 162; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 5; 
GS-15, September 2007, Percent: 0.7; 
GS-14, October 2000, Number: 14; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.7; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 0.8; 
GS-15, September 2007, Number: 6; 
GS-15, September 2007, Percent: 0.8; 
GS-14, October 2000, Number: 7; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 0.6; 
GS-15, September 2007, Number: 5; 
GS-15, September 2007, Percent: 0.7; 
GS-14, October 2000, Number: 16; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 1.7; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 7; 
GS-15, September 2007, Percent: 1.0; 
GS-14, October 2000, Number: 15; 
GS-14, October 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 2000, Number: 7; 
SES, October 2000, Percent: 5.9; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 4.5; 
GS-15, October 2000, Number: 15; 
GS-15, October 2000, Percent: 3.0; 
GS-15, September 2007, Number: 24; 
GS-15, September 2007, Percent: 3.4; 
GS-14, October 2000, Number: 60; 
GS-14, October 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 2000, Number: 5; 
SES, October 2000, Percent: 4.2; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 3.7; 
GS-15, October 2000, Number: 7; 
GS-15, October 2000, Percent: 1.4; 
GS-15, September 2007, Number: 10; 
GS-15, September 2007, Percent: 1.4; 
GS-14, October 2000, Number: 43; 
GS-14, October 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 2000, Number: 56; 
SES, October 2000, Percent: 47.5; 
SES, September 2007, Number: 59; 
SES, September 2007, Percent: 44.0; 
GS-15, October 2000, Number: 267; 
GS-15, October 2000, Percent: 53.7; 
GS-15, September 2007, Number: 300; 
GS-15, September 2007, Percent: 42.2; 
GS-14, October 2000, Number: 836; 
GS-14, October 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 2000, Number: 23; 
SES, October 2000, Percent: 19.5; 
SES, September 2007, Number: 38; 
SES, September 2007, Percent: 28.4; 
GS-15, October 2000, Number: 127; 
GS-15, October 2000, Percent: 25.6; 
GS-15, September 2007, Number: 224; 
GS-15, September 2007, Percent: 31.5; 
GS-14, October 2000, Number: 450; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 118; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 134; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 497; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 711; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 1,702; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 2,511; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 39; 
SES, October 2000, Percent: 33.1; 
SES, September 2007, Number: 37; 
SES, September 2007, Percent: 27.6; 
GS-15, October 2000, Number: 103; 
GS-15, October 2000, Percent: 20.7; 
GS-15, September 2007, Number: 187; 
GS-15, September 2007, Percent: 26.3; 
GS-14, October 2000, Number: 416; 
GS-14, October 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 2000, Number: 76; 
SES, October 2000, Percent: 64.4; 
SES, September 2007, Number: 78; 
SES, September 2007, Percent: 58.2; 
GS-15, October 2000, Number: 320; 
GS-15, October 2000, Percent: 64.4; 
GS-15, September 2007, Number: 374; 
GS-15, September 2007, Percent: 52.6; 
GS-14, October 2000, Number: 1,025; 
GS-14, October 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 2000, Number: 20; 
SES, October 2000, Percent: 16.9; 
SES, September 2007, Number: 19; 
SES, September 2007, Percent: 14.2; 
GS-15, October 2000, Number: 53; 
GS-15, October 2000, Percent: 10.7; 
GS-15, September 2007, Number: 74; 
GS-15, September 2007, Percent: 10.4; 
GS-14, October 2000, Number: 189; 
GS-14, October 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 2000, Number: 42; 
SES, October 2000, Percent: 35.6; 
SES, September 2007, Number: 56; 
SES, September 2007, Percent: 41.8; 
GS-15, October 2000, Number: 177; 
GS-15, October 2000, Percent: 35.6; 
GS-15, September 2007, Number: 337; 
GS-15, September 2007, Percent: 47.4; 
GS-14, October 2000, Number: 677; 
GS-14, October 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 2000, Number: 19; 
SES, October 2000, Percent: 16.1; 
SES, September 2007, Number: 18; 
SES, September 2007, Percent: 13.4; 
GS-15, October 2000, Number: 50; 
GS-15, October 2000, Percent: 10.1; 
GS-15, September 2007, Number: 113; 
GS-15, September 2007, Percent: 15.9; 
GS-14, October 2000, Number: 227; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 28: Demographic Profiles of Career SES, GS-15, and GS-14 
Employees at the Department of State: 

Equal employment opportunity (EEO) group: African American men; 
SES, October 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 1.8; 
GS-15, October 2000, Number: 58; 
GS-15, October 2000, Percent: 3.7; 
GS-15, September 2007, Number: 20; 
GS-15, September 2007, Percent: 2.9; 
GS-14, October 2000, Number: 74; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.9; 
GS-15, October 2000, Number: 52; 
GS-15, October 2000, Percent: 3.3; 
GS-15, September 2007, Number: 36; 
GS-15, September 2007, Percent: 5.2; 
GS-14, October 2000, Number: 88; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 6; 
GS-15, October 2000, Percent: 0.4; 
GS-15, September 2007, Number: 3; 
GS-15, September 2007, Percent: 0.4; 
GS-14, October 2000, Number: 5; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 1; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 0; 
GS-15, September 2007, Percent: 0.0; 
GS-14, October 2000, Number: 4; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 1.8; 
GS-15, October 2000, Number: 25; 
GS-15, October 2000, Percent: 1.6; 
GS-15, September 2007, Number: 10; 
GS-15, September 2007, Percent: 1.5; 
GS-14, October 2000, Number: 66; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 15; 
GS-15, October 2000, Percent: 0.9; 
GS-15, September 2007, Number: 14; 
GS-15, September 2007, Percent: 2.0; 
GS-14, October 2000, Number: 30; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 4.0; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 1.8; 
GS-15, October 2000, Number: 46; 
GS-15, October 2000, Percent: 2.9; 
GS-15, September 2007, Number: 7; 
GS-15, September 2007, Percent: 1.0; 
GS-14, October 2000, Number: 67; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 22; 
GS-15, October 2000, Percent: 1.4; 
GS-15, September 2007, Number: 8; 
GS-15, September 2007, Percent: 1.2; 
GS-14, October 2000, Number: 28; 
GS-14, October 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 2000, Number: 68; 
SES, October 2000, Percent: 67.3; 
SES, September 2007, Number: 71; 
SES, September 2007, Percent: 62.3; 
GS-15, October 2000, Number: 972; 
GS-15, October 2000, Percent: 61.3; 
GS-15, September 2007, Number: 360; 
GS-15, September 2007, Percent: 52.3; 
GS-14, October 2000, Number: 1,584; 
GS-14, October 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 2000, Number: 28; 
SES, October 2000, Percent: 27.7; 
SES, September 2007, Number: 36; 
SES, September 2007, Percent: 31.6; 
GS-15, October 2000, Number: 387; 
GS-15, October 2000, Percent: 24.4; 
GS-15, September 2007, Number: 224; 
GS-15, September 2007, Percent: 32.6; 
GS-14, October 2000, Number: 598; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 6; 
GS-15, September 2007, Percent: 0.9; 
GS-14, October 2000, Number: 0; 
GS-14, October 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 2000, Number: 101; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 114; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 1,586; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 688; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 2,544; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 1,158; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 5; 
SES, October 2000, Percent: 5.0; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 6.1; 
GS-15, October 2000, Number: 225; 
GS-15, October 2000, Percent: 14.2; 
GS-15, September 2007, Number: 98; 
GS-15, September 2007, Percent: 14.2; 
GS-14, October 2000, Number: 362; 
GS-14, October 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 2000, Number: 72; 
SES, October 2000, Percent: 71.3; 
SES, September 2007, Number: 77; 
SES, September 2007, Percent: 67.5; 
GS-15, October 2000, Number: 1,107; 
GS-15, October 2000, Percent: 69.8; 
GS-15, September 2007, Number: 404; 
GS-15, September 2007, Percent: 58.7; 
GS-14, October 2000, Number: 1,796; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 4.0; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 5.3; 
GS-15, October 2000, Number: 135; 
GS-15, October 2000, Percent: 8.5; 
GS-15, September 2007, Number: 40; 
GS-15, September 2007, Percent: 5.8; 
GS-14, October 2000, Number: 212; 
GS-14, October 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 2000, Number: 29; 
SES, October 2000, Percent: 28.7; 
SES, September 2007, Number: 37; 
SES, September 2007, Percent: 32.5; 
GS-15, October 2000, Number: 477; 
GS-15, October 2000, Percent: 30.1; 
GS-15, September 2007, Number: 284; 
GS-15, September 2007, Percent: 41.3; 
GS-14, October 2000, Number: 748; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 1.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.9; 
GS-15, October 2000, Number: 90; 
GS-15, October 2000, Percent: 5.7; 
GS-15, September 2007, Number: 58; 
GS-15, September 2007, Percent: 8.4; 
GS-14, October 2000, Number: 150; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 29: 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 2000, Number: 14; 
SES, October 2000, Percent: 7.9; 
SES, September 2007, Number: 11; 
SES, September 2007, Percent: 5.9; 
GS-15, October 2000, Number: 60; 
GS-15, October 2000, Percent: 5.1; 
GS-15, September 2007, Number: 55; 
GS-15, September 2007, Percent: 5.5; 
GS-14, October 2000, Number: 221; 
GS-14, October 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 2000, Number: 7; 
SES, October 2000, Percent: 3.9; 
SES, September 2007, Number: 10; 
SES, September 2007, Percent: 5.3; 
GS-15, October 2000, Number: 41; 
GS-15, October 2000, Percent: 3.5; 
GS-15, September 2007, Number: 54; 
GS-15, September 2007, Percent: 5.4; 
GS-14, October 2000, Number: 202; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 11; 
GS-15, October 2000, Percent: 0.9; 
GS-15, September 2007, Number: 3; 
GS-15, September 2007, Percent: 0.3; 
GS-14, October 2000, Number: 52; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 2; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 1; 
GS-15, September 2007, Percent: 0.1; 
GS-14, October 2000, Number: 15; 
GS-14, October 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 2000, Number: 5; 
SES, October 2000, Percent: 2.8; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 3.2; 
GS-15, October 2000, Number: 26; 
GS-15, October 2000, Percent: 2.2; 
GS-15, September 2007, Number: 29; 
GS-15, September 2007, Percent: 2.9; 
GS-14, October 2000, Number: 150; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.5; 
GS-15, October 2000, Number: 8; 
GS-15, October 2000, Percent: 0.7; 
GS-15, September 2007, Number: 15; 
GS-15, September 2007, Percent: 1.5; 
GS-14, October 2000, Number: 29; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.5; 
GS-15, October 2000, Number: 29; 
GS-15, October 2000, Percent: 2.5; 
GS-15, September 2007, Number: 29; 
GS-15, September 2007, Percent: 2.9; 
GS-14, October 2000, Number: 181; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.5; 
GS-15, October 2000, Number: 5; 
GS-15, October 2000, Percent: 0.4; 
GS-15, September 2007, Number: 11; 
GS-15, September 2007, Percent: 1.1; 
GS-14, October 2000, Number: 51; 
GS-14, October 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 2000, Number: 111; 
SES, October 2000, Percent: 62.4; 
SES, September 2007, Number: 102; 
SES, September 2007, Percent: 54.3; 
GS-15, October 2000, Number: 789; 
GS-15, October 2000, Percent: 67.6; 
GS-15, September 2007, Number: 609; 
GS-15, September 2007, Percent: 60.5; 
GS-14, October 2000, Number: 3,289; 
GS-14, October 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 2000, Number: 41; 
SES, October 2000, Percent: 23.0; 
SES, September 2007, Number: 56; 
SES, September 2007, Percent: 29.8; 
GS-15, October 2000, Number: 196; 
GS-15, October 2000, Percent: 16.8; 
GS-15, September 2007, Number: 197; 
GS-15, September 2007, Percent: 19.6; 
GS-14, October 2000, Number: 768; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 0; 
GS-15, October 2000, Percent: 0.0; 
GS-15, September 2007, Number: 3; 
GS-15, September 2007, Percent: 0.3; 
GS-14, October 2000, Number: 4; 
GS-14, October 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 2000, Number: 178; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 188; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 1,167; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 1,006; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 4,962; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 4,304; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 26; 
SES, October 2000, Percent: 14.6; 
SES, September 2007, Number: 30; 
SES, September 2007, Percent: 16.0; 
GS-15, October 2000, Number: 182; 
GS-15, October 2000, Percent: 15.6; 
GS-15, September 2007, Number: 197; 
GS-15, September 2007, Percent: 19.6; 
GS-14, October 2000, Number: 901; 
GS-14, October 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 2000, Number: 130; 
SES, October 2000, Percent: 73.0; 
SES, September 2007, Number: 120; 
SES, September 2007, Percent: 63.8; 
GS-15, October 2000, Number: 915; 
GS-15, October 2000, Percent: 78.4; 
GS-15, September 2007, Number: 726; 
GS-15, September 2007, Percent: 72.2; 
GS-14, October 2000, Number: 3,893; 
GS-14, October 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 2000, Number: 19; 
SES, October 2000, Percent: 10.7; 
SES, September 2007, Number: 18; 
SES, September 2007, Percent: 9.6; 
GS-15, October 2000, Number: 126; 
GS-15, October 2000, Percent: 10.8; 
GS-15, September 2007, Number: 116; 
GS-15, September 2007, Percent: 11.5; 
GS-14, October 2000, Number: 604; 
GS-14, October 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 2000, Number: 48; 
SES, October 2000, Percent: 27.0; 
SES, September 2007, Number: 68; 
SES, September 2007, Percent: 36.2; 
GS-15, October 2000, Number: 252; 
GS-15, October 2000, Percent: 21.6; 
GS-15, September 2007, Number: 280; 
GS-15, September 2007, Percent: 27.8; 
GS-14, October 2000, Number: 1,065; 
GS-14, October 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 2000, Number: 7; 
SES, October 2000, Percent: 3.9; 
SES, September 2007, Number: 12; 
SES, September 2007, Percent: 6.4; 
GS-15, October 2000, Number: 56; 
GS-15, October 2000, Percent: 4.8; 
GS-15, September 2007, Number: 81; 
GS-15, September 2007, Percent: 8.1; 
GS-14, October 2000, Number: 297; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 30: 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 2000, Number: 42; 
SES, October 2000, Percent: 7.8; 
SES, September 2007, Number: 29; 
SES, September 2007, Percent: 7.5; 
GS-15, October 2000, Number: 148; 
GS-15, October 2000, Percent: 4.8; 
GS-15, September 2007, Number: 73; 
GS-15, September 2007, Percent: 4.0; 
GS-14, October 2000, Number: 417; 
GS-14, October 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 2000, Number: 11; 
SES, October 2000, Percent: 2.0; 
SES, September 2007, Number: 12; 
SES, September 2007, Percent: 3.1; 
GS-15, October 2000, Number: 148; 
GS-15, October 2000, Percent: 4.8; 
GS-15, September 2007, Number: 136; 
GS-15, September 2007, Percent: 7.5; 
GS-14, October 2000, Number: 583; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.2; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 12; 
GS-15, October 2000, Percent: 0.4; 
GS-15, September 2007, Number: 5; 
GS-15, September 2007, Percent: 0.3; 
GS-14, October 2000, Number: 46; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 0.4; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 1.3; 
GS-15, October 2000, Number: 6; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 3; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 16; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 0.7; 
SES, September 2007, Number: 9; 
SES, September 2007, Percent: 2.3; 
GS-15, October 2000, Number: 46; 
GS-15, October 2000, Percent: 1.5; 
GS-15, September 2007, Number: 42; 
GS-15, September 2007, Percent: 2.3; 
GS-14, October 2000, Number: 149; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.2; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 1.0; 
GS-15, October 2000, Number: 18; 
GS-15, October 2000, Percent: 0.6; 
GS-15, September 2007, Number: 35; 
GS-15, September 2007, Percent: 1.9; 
GS-14, October 2000, Number: 95; 
GS-14, October 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 2000, Number: 6; 
SES, October 2000, Percent: 1.1; 
SES, September 2007, Number: 8; 
SES, September 2007, Percent: 2.1; 
GS-15, October 2000, Number: 85; 
GS-15, October 2000, Percent: 2.8; 
GS-15, September 2007, Number: 36; 
GS-15, September 2007, Percent: 2.0; 
GS-14, October 2000, Number: 286; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 0.4; 
SES, September 2007, Number: 4; 
SES, September 2007, Percent: 1.0; 
GS-15, October 2000, Number: 27; 
GS-15, October 2000, Percent: 0.9; 
GS-15, September 2007, Number: 19; 
GS-15, September 2007, Percent: 1.1; 
GS-14, October 2000, Number: 114; 
GS-14, October 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 2000, Number: 359; 
SES, October 2000, Percent: 66.9; 
SES, September 2007, Number: 198; 
SES, September 2007, Percent: 51.3; 
GS-15, October 2000, Number: 1,844; 
GS-15, October 2000, Percent: 59.8; 
GS-15, September 2007, Number: 887; 
GS-15, September 2007, Percent: 49.1; 
GS-14, October 2000, Number: 4,902; 
GS-14, October 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 2000, Number: 109; 
SES, October 2000, Percent: 20.3; 
SES, September 2007, Number: 115; 
SES, September 2007, Percent: 29.8; 
GS-15, October 2000, Number: 746; 
GS-15, October 2000, Percent: 24.2; 
GS-15, September 2007, Number: 564; 
GS-15, September 2007, Percent: 31.2; 
GS-14, October 2000, Number: 2,219; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 0.5; 
GS-15, October 2000, Number: 3; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 5; 
GS-15, September 2007, Percent: 0.3; 
GS-14, October 2000, Number: 5; 
GS-14, October 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 2000, Number: 537; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 386; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 3,083; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 1,805; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 8,832; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 6,091; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 69; 
SES, October 2000, Percent: 12.8; 
SES, September 2007, Number: 71; 
SES, September 2007, Percent: 18.4; 
GS-15, October 2000, Number: 490; 
GS-15, October 2000, Percent: 15.9; 
GS-15, September 2007, Number: 349; 
GS-15, September 2007, Percent: 19.3; 
GS-14, October 2000, Number: 1,706; 
GS-14, October 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 2000, Number: 412; 
SES, October 2000, Percent: 76.7; 
SES, September 2007, Number: 244; 
SES, September 2007, Percent: 63.2; 
GS-15, October 2000, Number: 2,135; 
GS-15, October 2000, Percent: 69.3; 
GS-15, September 2007, Number: 1,045; 
GS-15, September 2007, Percent: 57.9; 
GS-14, October 2000, Number: 5,800; 
GS-14, October 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 2000, Number: 53; 
SES, October 2000, Percent: 9.9; 
SES, September 2007, Number: 46; 
SES, September 2007, Percent: 11.9; 
GS-15, October 2000, Number: 291; 
GS-15, October 2000, Percent: 9.4; 
GS-15, September 2007, Number: 156; 
GS-15, September 2007, Percent: 8.6; 
GS-14, October 2000, Number: 898; 
GS-14, October 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 2000, Number: 125; 
SES, October 2000, Percent: 23.3; 
SES, September 2007, Number: 142; 
SES, September 2007, Percent: 36.8; 
GS-15, October 2000, Number: 945; 
GS-15, October 2000, Percent: 30.7; 
GS-15, September 2007, Number: 760; 
GS-15, September 2007, Percent: 42.1; 
GS-14, October 2000, Number: 3,027; 
GS-14, October 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 2000, Number: 16; 
SES, October 2000, Percent: 3.0; 
SES, September 2007, Number: 25; 
SES, September 2007, Percent: 6.5; 
GS-15, October 2000, Number: 199; 
GS-15, October 2000, Percent: 6.5; 
GS-15, September 2007, Number: 193; 
GS-15, September 2007, Percent: 10.7; 
GS-14, October 2000, Number: 808; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

Table 31: 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 2000, Number: 12; 
SES, October 2000, Percent: 4.9; 
SES, September 2007, Number: 13; 
SES, September 2007, Percent: 5.5; 
GS-15, October 2000, Number: 173; 
GS-15, October 2000, Percent: 2.2; 
GS-15, September 2007, Number: 296; 
GS-15, September 2007, Percent: 2.7; 
GS-14, October 2000, Number: 98; 
GS-14, October 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 2000, Number: 4; 
SES, October 2000, Percent: 1.6; 
SES, September 2007, Number: 7; 
SES, September 2007, Percent: 3.0; 
GS-15, October 2000, Number: 109; 
GS-15, October 2000, Percent: 1.4; 
GS-15, September 2007, Number: 239; 
GS-15, September 2007, Percent: 2.2; 
GS-14, October 2000, Number: 104; 
GS-14, October 2000, Percent: 4.2; 
GS-14, September 2007, Number: 279; 
GS-14, September 2007, Percent: 8.2. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES, October 2000, Number: 3; 
SES, October 2000, Percent: 1.2; 
SES, September 2007, Number: 5; 
SES, September 2007, Percent: 2.1; 
GS-15, October 2000, Number: 17; 
GS-15, October 2000, Percent: 0.2; 
GS-15, September 2007, Number: 55; 
GS-15, September 2007, Percent: 0.5; 
GS-14, October 2000, Number: 11; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 0; 
SES, September 2007, Percent: 0.0; 
GS-15, October 2000, Number: 4; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 25; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 7; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.4; 
SES, September 2007, Number: 2; 
SES, September 2007, Percent: 0.8; 
GS-15, October 2000, Number: 997; 
GS-15, October 2000, Percent: 12.9; 
GS-15, September 2007, Number: 1,337; 
GS-15, September 2007, Percent: 12.2; 
GS-14, October 2000, Number: 62; 
GS-14, October 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 2000, Number: 1; 
SES, October 2000, Percent: 0.4; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.4; 
GS-15, October 2000, Number: 499; 
GS-15, October 2000, Percent: 6.4; 
GS-15, September 2007, Number: 892; 
GS-15, September 2007, Percent: 8.1; 
GS-14, October 2000, Number: 45; 
GS-14, October 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 2000, Number: 3; 
SES, October 2000, Percent: 1.2; 
SES, September 2007, Number: 6; 
SES, September 2007, Percent: 2.5; 
GS-15, October 2000, Number: 322; 
GS-15, October 2000, Percent: 4.2; 
GS-15, September 2007, Number: 471; 
GS-15, September 2007, Percent: 4.3; 
GS-14, October 2000, Number: 55; 
GS-14, October 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 2000, Number: 0; 
SES, October 2000, Percent: 0.0; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.4; 
GS-15, October 2000, Number: 5; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 22; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 8; 
GS-14, October 2000, Percent: 0.3; 
GS-14, September 2007, Number: 4; 
GS-14, September 2007, Percent: 0.1. 

Equal employment opportunity (EEO) group: White men; 
SES, October 2000, Number: 190; 
SES, October 2000, Percent: 76.9; 
SES, September 2007, Number: 136; 
SES, September 2007, Percent: 57.6; 
GS-15, October 2000, Number: 4,382; 
GS-15, October 2000, Percent: 56.6; 
GS-15, September 2007, Number: 5,439; 
GS-15, September 2007, Percent: 49.7; 
GS-14, October 2000, Number: 1,465; 
GS-14, October 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 2000, Number: 31; 
SES, October 2000, Percent: 12.6; 
SES, September 2007, Number: 64; 
SES, September 2007, Percent: 27.1; 
GS-15, October 2000, Number: 1,107; 
GS-15, October 2000, Percent: 14.3; 
GS-15, September 2007, Number: 1,927; 
GS-15, September 2007, Percent: 17.6; 
GS-14, October 2000, Number: 592; 
GS-14, October 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 2000, Number: 2; 
SES, October 2000, Percent: 0.8; 
SES, September 2007, Number: 1; 
SES, September 2007, Percent: 0.4; 
GS-15, October 2000, Number: 5; 
GS-15, October 2000, Percent: 0.1; 
GS-15, September 2007, Number: 22; 
GS-15, September 2007, Percent: 0.2; 
GS-14, October 2000, Number: 8; 
GS-14, October 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 2000, Number: 247; 
SES, October 2000, Percent: 100.0; 
SES, September 2007, Number: 236; 
SES, September 2007, Percent: 100.0; 
GS-15, October 2000, Number: 7,746; 
GS-15, October 2000, Percent: 100.0; 
GS-15, September 2007, Number: 10,946; 
GS-15, September 2007, Percent: 100.0; 
GS-14, October 2000, Number: 2,475; 
GS-14, October 2000, Percent: 100.0; 
GS-14, September 2007, Number: 3,401; 
GS-14, September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, October 2000, Number: 24; 
SES, October 2000, Percent: 9.7; 
SES, September 2007, Number: 35; 
SES, September 2007, Percent: 14.8; 
GS-15, October 2000, Number: 2,252; 
GS-15, October 2000, Percent: 29.1; 
GS-15, September 2007, Number: 3,558; 
GS-15, September 2007, Percent: 32.5; 
GS-14, October 2000, Number: 410; 
GS-14, October 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 2000, Number: 209; 
SES, October 2000, Percent: 84.6; 
SES, September 2007, Number: 163; 
SES, September 2007, Percent: 69.1; 
GS-15, October 2000, Number: 5,891; 
GS-15, October 2000, Percent: 76.1; 
GS-15, September 2007, Number: 7,614; 
GS-15, September 2007, Percent: 69.6; 
GS-14, October 2000, Number: 1,691; 
GS-14, October 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 2000, Number: 19; 
SES, October 2000, Percent: 7.7; 
SES, September 2007, Number: 26; 
SES, September 2007, Percent: 11.0; 
GS-15, October 2000, Number: 1,509; 
GS-15, October 2000, Percent: 19.5; 
GS-15, September 2007, Number: 2,159; 
GS-15, September 2007, Percent: 19.7; 
GS-14, October 2000, Number: 226; 
GS-14, October 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 2000, Number: 36; 
SES, October 2000, Percent: 14.6; 
SES, September 2007, Number: 73; 
SES, September 2007, Percent: 30.9; 
GS-15, October 2000, Number: 1,850; 
GS-15, October 2000, Percent: 23.9; 
GS-15, September 2007, Number: 3,332; 
GS-15, September 2007, Percent: 30.4; 
GS-14, October 2000, Number: 776; 
GS-14, October 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 2000, Number: 5; 
SES, October 2000, Percent: 2.0; 
SES, September 2007, Number: 9; 
SES, September 2007, Percent: 3.8; 
GS-15, October 2000, Number: 743; 
GS-15, October 2000, Percent: 9.6; 
GS-15, September 2007, Number: 1,399; 
GS-15, September 2007, Percent: 12.8; 
GS-14, October 2000, Number: 184; 
GS-14, October 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 Managementís Central 
Personnel Data File. 

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

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. 

[End of table] 

[End of section] 

Appendix II: Demographic Profiles in GAOís Projections for FY 2007 
Compared with Actual FY 2007 Data: 

Table 32: GAOís Fiscal Year 2007 Projections Compared with Actual 
Fiscal Year 2007 Demographic Profiles of Career SES and Its 
Developmental Pool Governmentwide: 

Equal employment opportunity (EEO) group: African American men; 
SES, 2003 Projections for October 2007, Number: 347; 
SES, 2003 Projections for October 2007, Percent: 5.7; 
SES, Actual September 2007, Number: 328; 
SES, Actual September 2007, Percent: 5.0; 
GS-15, 2003 Projections for October 2007, Number: 2,004; 
GS-15, 2003 Projections for October 2007, Percent: 3.9; 
GS-15, Actual September 2007, Number: 2,123; 
GS-15, Actual September 2007, Percent: 3.6; 
GS-14, 2003 Projections for October 2007, Number: 3,549; 
GS-14, 2003 Projections for October 2007, Percent: 4.3; 
GS-14, Actual September 2007, Number: 4,316; 
GS-14, Actual September 2007, Percent: 4.8. 

Equal employment opportunity (EEO) group: African American Women; 
SES, 2003 Projections for October 2007, Number: 205; 
SES, 2003 Projections for October 2007, Percent: 3.4; 
SES, Actual September 2007, Number: 232; 
SES, Actual September 2007, Percent: 3.5; 
GS-15, 2003 Projections for October 2007, Number: 1,799; 
GS-15, 2003 Projections for October 2007, Percent: 3.5; 
GS-15, Actual September 2007, Number: 2,374; 
GS-15, Actual September 2007, Percent: 4.1; 
GS-14, 2003 Projections for October 2007, Number: 4,293; 
GS-14, 2003 Projections for October 2007, Percent: 5.2; 
GS-14, Actual September 2007, Number: 6,734; 
GS-14, Actual September 2007, Percent: 7.4. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
SES, 2003 Projections for October 2007, Number: 47; 
SES, 2003 Projections for October 2007, Percent: 0.8; 
SES, Actual September 2007, Number: 60; 
SES, Actual September 2007, Percent: 0.9; 
GS-15, 2003 Projections for October 2007, Number: 352; 
GS-15, 2003 Projections for October 2007, Percent: 0.7; 
GS-15, Actual September 2007, Number: 353; 
GS-15, Actual September 2007, Percent: 0.6; 
GS-14, 2003 Projections for October 2007, Number: 615; 
GS-14, 2003 Projections for October 2007, Percent: 0.7; 
GS-14, Actual September 2007, Number: 585; 
GS-14, Actual September 2007, Percent: 0.6. 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
Women; 
SES, 2003 Projections for October 2007, Number: 21; 
SES, 2003 Projections for October 2007, Percent: 0.3; 
SES, Actual September 2007, Number: 28; 
SES, Actual September 2007, Percent: 0.4; 
GS-15, 2003 Projections for October 2007, Number: 116; 
GS-15, 2003 Projections for October 2007, Percent: 0.2; 
GS-15, Actual September 2007, Number: 193; 
GS-15, Actual September 2007, Percent: 0.3; 
GS-14, 2003 Projections for October 2007, Number: 315; 
GS-14, 2003 Projections for October 2007, Percent: 0.4; 
GS-14, Actual September 2007, Number: 397; 
GS-14, Actual September 2007, Percent: 0.4. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
SES, 2003 Projections for October 2007, Number: 65; 
SES, 2003 Projections for October 2007, Percent: 1.1; 
SES, Actual September 2007, Number: 96; 
SES, Actual September 2007, Percent: 1.5; 
GS-15, 2003 Projections for October 2007, Number: 1,872; 
GS-15, 2003 Projections for October 2007, Percent: 3.6; 
GS-15, Actual September 2007, Number: 2,904; 
GS-15, Actual September 2007, Percent: 5.0; 
GS-14, 2003 Projections for October 2007, Number: 2,372; 
GS-14, 2003 Projections for October 2007, Percent: 2.9; 
GS-14, Actual September 2007, Number: 3,401; 
GS-14, Actual September 2007, Percent: 3.7. 

Equal employment opportunity (EEO) group: Asian/Pacific Islander Women; 
SES, 2003 Projections for October 2007, Number: 39; 
SES, 2003 Projections for October 2007, Percent: 0.6; 
SES, Actual September 2007, Number: 57; 
SES, Actual September 2007, Percent: 0.9; 
GS-15, 2003 Projections for October 2007, Number: 879; 
GS-15, 2003 Projections for October 2007, Percent: 1.7; 
GS-15, Actual September 2007, Number: 1,604; 
GS-15, Actual September 2007, Percent: 2.8; 
GS-14, 2003 Projections for October 2007, Number: 2,374; 
GS-14, 2003 Projections for October 2007, Percent: 2.9; 
GS-14, Actual September 2007, Number: 2,758; 
GS-14, Actual September 2007, Percent: 3.0. 

Equal employment opportunity (EEO) group: Hispanic men; 
SES, 2003 Projections for October 2007, Number: 123; 
SES, 2003 Projections for October 2007, Percent: 2.0; 
SES, Actual September 2007, Number: 176; 
SES, Actual September 2007, Percent: 2.7; 
GS-15, 2003 Projections for October 2007, Number: 1,375; 
GS-15, 2003 Projections for October 2007, Percent: 2.7; 
GS-15, Actual September 2007, Number: 1,660; 
GS-15, Actual September 2007, Percent: 2.8; 
GS-14, 2003 Projections for October 2007, Number: 2,374; 
GS-14, 2003 Projections for October 2007, Percent: 2.9; 
GS-14, Actual September 2007, Number: 2,758; 
GS-14, Actual September 2007, Percent: 3.0. 

Equal employment opportunity (EEO) group: Hispanic Women; 
SES, 2003 Projections for October 2007, Number: 43; 
SES, 2003 Projections for October 2007, Percent: 0.7; 
SES, Actual September 2007, Number: 60; 
SES, Actual September 2007, Percent: 0.9; 
GS-15, 2003 Projections for October 2007, Number: 560; 
GS-15, 2003 Projections for October 2007, Percent: 1.1; 
GS-15, Actual September 2007, Number: 760; 
GS-15, Actual September 2007, Percent: 1.3; 
GS-14, 2003 Projections for October 2007, Number: 1,010; 
GS-14, 2003 Projections for October 2007, Percent: 1.2; 
GS-14, Actual September 2007, Number: 1,433; 
GS-14, Actual September 2007, Percent: 1.6. 

Equal employment opportunity (EEO) group: White men; 
SES, 2003 Projections for October 2007, Number: 3,794; 
SES, 2003 Projections for October 2007, Percent: 62.1; 
SES, Actual September 2007, Number: 3,976; 
SES, Actual September 2007, Percent: 60.7; 
GS-15, 2003 Projections for October 2007, Number: 31,383; 
GS-15, 2003 Projections for October 2007, Percent: 60.6; 
GS-15, Actual September 2007, Number: 32,931; 
GS-15, Actual September 2007, Percent: 56.5; 
GS-14, 2003 Projections for October 2007, Number: 47,799; 
GS-14, 2003 Projections for October 2007, Percent: 57.5; 
GS-14, Actual September 2007, Number: 46,787; 
GS-14, Actual September 2007, Percent: 51.5. 

Equal employment opportunity (EEO) group: White Women; 
SES, 2003 Projections for October 2007, Number: 1,409; 
SES, 2003 Projections for October 2007, Percent: 23.1; 
SES, Actual September 2007, Number: 1,526; 
SES, Actual September 2007, Percent: 23.3; 
GS-15, 2003 Projections for October 2007, Number: 11,399; 
GS-15, 2003 Projections for October 2007, Percent: 22.0; 
GS-15, Actual September 2007, Number: 13,326; 
GS-15, Actual September 2007, Percent: 22.9; 
GS-14, 2003 Projections for October 2007, Number: 19,559; 
GS-14, 2003 Projections for October 2007, Percent: 23.5; 
GS-14, Actual September 2007, Number: 22,324; 
GS-14, Actual September 2007, Percent: 24.6. 

Equal employment opportunity (EEO) group: Unspecified/other; 
SES, 2003 Projections for October 2007, Number: 17; 
SES, 2003 Projections for October 2007, Percent: 0.4; 
SES, Actual September 2007, Number: 16; 
SES, Actual September 2007, Percent: 0.2; 
GS-15, 2003 Projections for October 2007, Number: 88; 
GS-15, 2003 Projections for October 2007, Percent: 0.2; 
GS-15, Actual September 2007, Number: 87; 
GS-15, Actual September 2007, Percent: 0.1; 
GS-14, 2003 Projections for October 2007, Number: 156; 
GS-14, 2003 Projections for October 2007, Percent: 0.2; 
GS-14, Actual September 2007, Number: 200; 
GS-14, Actual September 2007, Percent: 0.2. 

Equal employment opportunity (EEO) group: Total[A]; 
SES, 2003 Projections for October 2007, Number: 6,110; 
SES, 2003 Projections for October 2007, Percent: 100.0; 
SES, Actual September 2007, Number: 6,555; 
SES, Actual September 2007, Percent: 100.0; 
GS-15, 2003 Projections for October 2007, Number: 51,827; 
GS-15, 2003 Projections for October 2007, Percent: 100.0; 
GS-15, Actual September 2007, Number: 58,315; 
GS-15, Actual September 2007, Percent: 100.0; 
GS-14, 2003 Projections for October 2007, Number: 83,186; 
GS-14, 2003 Projections for October 2007, Percent: 100.0; 
GS-14, Actual September 2007, Number: 90,834; 
GS-14, Actual September 2007, Percent: 100.0. 

Equal employment opportunity (EEO) group: Minorities; 
SES, 2003 Projections for October 2007, Number: 890; 
SES, 2003 Projections for October 2007, Percent: 14.5; 
SES, Actual September 2007, Number: 1,037; 
SES, Actual September 2007, Percent: 15.8; 
GS-15, 2003 Projections for October 2007, Number: 8,957; 
GS-15, 2003 Projections for October 2007, Percent: 17.3; 
GS-15, Actual September 2007, Number: 11,971; 
GS-15, Actual September 2007, Percent: 20.5; 
GS-14, 2003 Projections for October 2007, Number: 15,672; 
GS-14, 2003 Projections for October 2007, Percent: 18.8; 
GS-14, Actual September 2007, Number: 21,523; 
GS-14, Actual September 2007, Percent: 23.7. 

Equal employment opportunity (EEO) group: Men; 
SES, 2003 Projections for October 2007, Number: 4,376; 
SES, 2003 Projections for October 2007, Percent: 71.6; 
SES, Actual September 2007, Number: 4,646; 
SES, Actual September 2007, Percent: 70.9; 
GS-15, 2003 Projections for October 2007, Number: 36,986; 
GS-15, 2003 Projections for October 2007, Percent: 71.4; 
GS-15, Actual September 2007, Number: 40,030; 
GS-15, Actual September 2007, Percent: 68.6; 
GS-14, 2003 Projections for October 2007, Number: 56,709; 
GS-14, 2003 Projections for October 2007, Percent: 68.2; 
GS-14, Actual September 2007, Number: 57,973; 
GS-14, Actual September 2007, Percent: 63.8. 

Equal employment opportunity (EEO) group: Minority Men; 
SES, 2003 Projections for October 2007, Number: 582; 
SES, 2003 Projections for October 2007, Percent: 9.5; 
SES, Actual September 2007, Number: 660; 
SES, Actual September 2007, Percent: 10.1; 
GS-15, 2003 Projections for October 2007, Number: 5,603; 
GS-15, 2003 Projections for October 2007, Percent: 10.8; 
GS-15, Actual September 2007, Number: 7,040; 
GS-15, Actual September 2007, Percent: 12.1; 
GS-14, 2003 Projections for October 2007, Number: 8,910; 
GS-14, 2003 Projections for October 2007, Percent: 10.7; 
GS-14, Actual September 2007, Number: 11,060; 
GS-14, Actual September 2007, Percent: 12.2. 

Equal employment opportunity (EEO) group: Women; 
SES, 2003 Projections for October 2007, Number: 1,717; 
SES, 2003 Projections for October 2007, Percent: 28.1; 
SES, Actual September 2007, Number: 1,909; 
SES, Actual September 2007, Percent: 29.1; 
GS-15, 2003 Projections for October 2007, Number: 14,753; 
GS-15, 2003 Projections for October 2007, Percent: 28.5; 
GS-15, Actual September 2007, Number: 18,285; 
GS-15, Actual September 2007, Percent: 31.5; 
GS-14, 2003 Projections for October 2007, Number: 26,321; 
GS-14, 2003 Projections for October 2007, Percent: 31.6; 
GS-14, Actual September 2007, Number: 32,861; 
GS-14, Actual September 2007, Percent: 36.2. 

Equal employment opportunity (EEO) group: Minority Women; 
SES, 2003 Projections for October 2007, Number: 308; 
SES, 2003 Projections for October 2007, Percent: 5.0; 
SES, Actual September 2007, Number: 377; 
SES, Actual September 2007, Percent: 5.8; 
GS-15, 2003 Projections for October 2007, Number: 3,354; 
GS-15, 2003 Projections for October 2007, Percent: 6.5; 
GS-15, Actual September 2007, Number: 4,931; 
GS-15, Actual September 2007, Percent: 8.5; 
GS-14, 2003 Projections for October 2007, Number: 6,762; 
GS-14, 2003 Projections for October 2007, Percent: 8.1; 
GS-14, Actual September 2007, Number: 10,463; 
GS-14, Actual September 2007, Percent: 11.5. 

Source: GAO analysis of the Office of Personnel Managementís Central 
Personnel Data File. 

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

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. 
Projections include replacements for departing SES members at 
appointment trends for fiscal years 1995-2000. See 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). 

[End of table] 

[End of section] 

Appendix III: U.S. Postal Service Diversity and Promotion Data: 

Table 33: Demographic Profiles of U.S. Postal Service Employees in the 
Postal Career Executive Service (PCES): 

Equal employment opportunity (EEO) group: African American men; 
PCES employees[A]: Officers, September 1999, Number: 3; 
PCES employees[A]: Officers, September 1999, Percent: 7.1; 
PCES employees[A]: Officers, September 2004, Number: 4; 
PCES employees[A]: Officers, September 2004, Percent: 10.0; 
PCES employees[A]: Officers, September 2007, Number: 4; 
PCES employees[A]: Officers, September 2007, Percent: 10.3; 
Other executives[C]: Officers, September 1999, Number: 73; 
Other executives[C]: Officers, September 1999, Percent: 9.0; 
Other executives[C]: Officers, September 2004, Number: 74; 
Other executives[C]: Officers, September 2004, Percent: 9.8; 
Other executives[C]: Officers, September 2007, Number: 62; 
Other executives[C]: Officers, September 2007, Percent: 8.7; 

Equal employment opportunity (EEO) group: African American Women; 
PCES employees[A]: Officers, September 1999, Number: 0; 
PCES employees[A]: Officers, September 1999, Percent: 0.0; 
PCES employees[A]: Officers, September 2004, Number: 0; 
PCES employees[A]: Officers, September 2004, Percent: 0.0; 
PCES employees[A]: Officers, September 2007, Number: 1; 
PCES employees[A]: Officers, September 2007, Percent: 2.6; 
Other executives[C]: Officers, September 1999, Number: 43; 
Other executives[C]: Officers, September 1999, Percent: 5.3; 
Other executives[C]: Officers, September 2004, Number: 53; 
Other executives[C]: Officers, September 2004, Percent: 7.0; 
Other executives[C]: Officers, September 2007, Number: 45; 
Other executives[C]: Officers, September 2007, Percent: 6.3; 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
PCES employees[A]: Officers, September 1999, Number: 0; 
PCES employees[A]: Officers, September 1999, Percent: 0.0; 
PCES employees[A]: Officers, September 2004, Number: 0; 
PCES employees[A]: Officers, September 2004, Percent: 0.0; 
PCES employees[A]: Officers, September 2007, Number: 0; 
PCES employees[A]: Officers, September 2007, Percent: 0.0; 
Other executives[C]: Officers, September 1999, Number: 1; 
Other executives[C]: Officers, September 1999, Percent: 0.1; 
Other executives[C]: Officers, September 2004, Number: 3; 
Other executives[C]: Officers, September 2004, Percent: 0.4; 
Other executives[C]: Officers, September 2007, Number: 1; 
Other executives[C]: Officers, September 2007, Percent: 0.1; 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
Women; 
PCES employees[A]: Officers, September 1999, Number: 0; 
PCES employees[A]: Officers, September 1999, Percent: 0.0; 
PCES employees[A]: Officers, September 2004, Number: 0; 
PCES employees[A]: Officers, September 2004, Percent: 0.0; 
PCES employees[A]: Officers, September 2007, Number: 0; 
PCES employees[A]: Officers, September 2007, Percent: 0.0; 
Other executives[C]: Officers, September 1999, Number: 1; 
Other executives[C]: Officers, September 1999, Percent: 0.1; 
Other executives[C]: Officers, September 2004, Number: 1; 
Other executives[C]: Officers, September 2004, Percent: 0.1; 
Other executives[C]: Officers, September 2007, Number: 1; 
Other executives[C]: Officers, September 2007, Percent: 0.1; 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
PCES employees[A]: Officers, September 1999, Number: 0; 
PCES employees[A]: Officers, September 1999, Percent: 0.0; 
PCES employees[A]: Officers, September 2004, Number: 1; 
PCES employees[A]: Officers, September 2004, Percent: 2.5; 
PCES employees[A]: Officers, September 2007, Number: 0; 
PCES employees[A]: Officers, September 2007, Percent: 0.0; 
Other executives[C]: Officers, September 1999, Number: 8; 
Other executives[C]: Officers, September 1999, Percent: 1.0; 
Other executives[C]: Officers, September 2004, Number: 12; 
Other executives[C]: Officers, September 2004, Percent: 1.6; 
Other executives[C]: Officers, September 2007, Number: 11; 
Other executives[C]: Officers, September 2007, Percent: 1.6; 

Equal employment opportunity (EEO) group: Asian/Pacific Islander Women; 
PCES employees[A]: Officers, September 1999, Number: 0; 
PCES employees[A]: Officers, September 1999, Percent: 0.0; 
PCES employees[A]: Officers, September 2004, Number: 0; 
PCES employees[A]: Officers, September 2004, Percent: 0.0; 
PCES employees[A]: Officers, September 2007, Number: 0; 
PCES employees[A]: Officers, September 2007, Percent: 0.0; 
Other executives[C]: Officers, September 1999, Number: 4; 
Other executives[C]: Officers, September 1999, Percent: 0.5; 
Other executives[C]: Officers, September 2004, Number: 7; 
Other executives[C]: Officers, September 2004, Percent: 0.9; 
Other executives[C]: Officers, September 2007, Number: 13; 
Other executives[C]: Officers, September 2007, Percent: 1.8; 

Equal employment opportunity (EEO) group: Hispanic men; 
PCES employees[A]: Officers, September 1999, Number: 2; 
PCES employees[A]: Officers, September 1999, Percent: 4.8; 
PCES employees[A]: Officers, September 2004, Number: 2; 
PCES employees[A]: Officers, September 2004, Percent: 5.0; 
PCES employees[A]: Officers, September 2007, Number: 0; 
PCES employees[A]: Officers, September 2007, Percent: 0.0; 
Other executives[C]: Officers, September 1999, Number: 39; 
Other executives[C]: Officers, September 1999, Percent: 4.8; 
Other executives[C]: Officers, September 2004, Number: 37; 
Other executives[C]: Officers, September 2004, Percent: 4.9; 
Other executives[C]: Officers, September 2007, Number: 38; 
Other executives[C]: Officers, September 2007, Percent: 5.4; 

Equal employment opportunity (EEO) group: Hispanic Women; 
PCES employees[A]: Officers, September 1999, Number: 0; 
PCES employees[A]: Officers, September 1999, Percent: 0.0; 
PCES employees[A]: Officers, September 2004, Number: 0; 
PCES employees[A]: Officers, September 2004, Percent: 0.0; 
PCES employees[A]: Officers, September 2007, Number: 2; 
PCES employees[A]: Officers, September 2007, Percent: 5.1; 
Other executives[C]: Officers, September 1999, Number: 4; 
Other executives[C]: Officers, September 1999, Percent: 0.5; 
Other executives[C]: Officers, September 2004, Number: 11; 
Other executives[C]: Officers, September 2004, Percent: 1.5; 
Other executives[C]: Officers, September 2007, Number: 13; 
Other executives[C]: Officers, September 2007, Percent: 1.8; 

Equal employment opportunity (EEO) group: White men; 
PCES employees[A]: Officers, September 1999, Number: 29; 
PCES employees[A]: Officers, September 1999, Percent: 69.0; 
PCES employees[A]: Officers, September 2004, Number: 26; 
PCES employees[A]: Officers, September 2004, Percent: 65.0; 
PCES employees[A]: Officers, September 2007, Number: 21; 
PCES employees[A]: Officers, September 2007, Percent: 53.8; 
Other executives[C]: Officers, September 1999, Number: 526; 
Other executives[C]: Officers, September 1999, Percent: 64.8; 
Other executives[C]: Officers, September 2004, Number: 421; 
Other executives[C]: Officers, September 2004, Percent: 55.5; 
Other executives[C]: Officers, September 2007, Number: 394; 
Other executives[C]: Officers, September 2007, Percent: 55.6; 

Equal employment opportunity (EEO) group: White Women; 
PCES employees[A]: Officers, September 1999, Number: 8; 
PCES employees[A]: Officers, September 1999, Percent: 19.0; 
PCES employees[A]: Officers, September 2004, Number: 7; 
PCES employees[A]: Officers, September 2004, Percent: 17.5; 
PCES employees[A]: Officers, September 2007, Number: 11; 
PCES employees[A]: Officers, September 2007, Percent: 28.2; 
Other executives[C]: Officers, September 1999, Number: 112; 
Other executives[C]: Officers, September 1999, Percent: 13.8; 
Other executives[C]: Officers, September 2004, Number: 139; 
Other executives[C]: Officers, September 2004, Percent: 18.3; 
Other executives[C]: Officers, September 2007, Number: 131; 
Other executives[C]: Officers, September 2007, Percent: 18.5; 

Equal employment opportunity (EEO) group: Unspecified/other; 
PCES employees[A]: Officers, September 1999, Number: 0; 
PCES employees[A]: Officers, September 1999, Percent: 0.0; 
PCES employees[A]: Officers, September 2004, Number: 0; 
PCES employees[A]: Officers, September 2004, Percent: 0.0; 
PCES employees[A]: Officers, September 2007, Number: 0; 
PCES employees[A]: Officers, September 2007, Percent: 0.0; 
Other executives[C]: Officers, September 1999, Number: 1; 
Other executives[C]: Officers, September 1999, Percent: 0.1; 
Other executives[C]: Officers, September 2004, Number: 0; 
Other executives[C]: Officers, September 2004, Percent: 0.0; 
Other executives[C]: Officers, September 2007, Number: 0; 
Other executives[C]: Officers, September 2007, Percent: 0.0; 

Equal employment opportunity (EEO) group: Total[A]; 
PCES employees[A]: Officers, September 1999, Number: 42; 
PCES employees[A]: Officers, September 1999, Percent: 100.0; 
PCES employees[A]: Officers, September 2004, Number: 40; 
PCES employees[A]: Officers, September 2004, Percent: 100.0; 
PCES employees[A]: Officers, September 2007, Number: 39; 
PCES employees[A]: Officers, September 2007, Percent: 100.0; 
Other executives[C]: Officers, September 1999, Number: 812; 
Other executives[C]: Officers, September 1999, Percent: 100.0; 
Other executives[C]: Officers, September 2004, Number: 758; 
Other executives[C]: Officers, September 2004, Percent: 100.0; 
Other executives[C]: Officers, September 2007, Number: 709; 
Other executives[C]: Officers, September 2007, Percent: 100.0; 

Equal employment opportunity (EEO) group: Minorities; 
PCES employees[A]: Officers, September 1999, Number: 5; 
PCES employees[A]: Officers, September 1999, Percent: 11.9; 
PCES employees[A]: Officers, September 2004, Number: 7; 
PCES employees[A]: Officers, September 2004, Percent: 17.5; 
PCES employees[A]: Officers, September 2007, Number: 7; 
PCES employees[A]: Officers, September 2007, Percent: 17.9; 
Other executives[C]: Officers, September 1999, Number: 173; 
Other executives[C]: Officers, September 1999, Percent: 21.3; 
Other executives[C]: Officers, September 2004, Number: 198; 
Other executives[C]: Officers, September 2004, Percent: 26.1; 
Other executives[C]: Officers, September 2007, Number: 184; 
Other executives[C]: Officers, September 2007, Percent: 26.0; 

Equal employment opportunity (EEO) group: Men; 
PCES employees[A]: Officers, September 1999, Number: 34; 
PCES employees[A]: Officers, September 1999, Percent: 81.0; 
PCES employees[A]: Officers, September 2004, Number: 33; 
PCES employees[A]: Officers, September 2004, Percent: 82.5; 
PCES employees[A]: Officers, September 2007, Number: 25; 
PCES employees[A]: Officers, September 2007, Percent: 64.1; 
Other executives[C]: Officers, September 1999, Number: 648; 
Other executives[C]: Officers, September 1999, Percent: 79.8; 
Other executives[C]: Officers, September 2004, Number: 648; 
Other executives[C]: Officers, September 2004, Percent: 85.5; 
Other executives[C]: Officers, September 2007, Number: 506; 
Other executives[C]: Officers, September 2007, Percent: 71.4; 

Equal employment opportunity (EEO) group: Minority Men; 
PCES employees[A]: Officers, September 1999, Number: 5; 
PCES employees[A]: Officers, September 1999, Percent: 11.9; 
PCES employees[A]: Officers, September 2004, Number: 7; 
PCES employees[A]: Officers, September 2004, Percent: 17.5; 
PCES employees[A]: Officers, September 2007, Number: 4; 
PCES employees[A]: Officers, September 2007, Percent: 10.3; 
Other executives[C]: Officers, September 1999, Number: 121; 
Other executives[C]: Officers, September 1999, Percent: 14.9; 
Other executives[C]: Officers, September 2004, Number: 126; 
Other executives[C]: Officers, September 2004, Percent: 16.6; 
Other executives[C]: Officers, September 2007, Number: 112; 
Other executives[C]: Officers, September 2007, Percent: 15.8; 

Equal employment opportunity (EEO) group: Women; 
PCES employees[A]: Officers, September 1999, Number: 8; 
PCES employees[A]: Officers, September 1999, Percent: 19.0; 
PCES employees[A]: Officers, September 2004, Number: 7; 
PCES employees[A]: Officers, September 2004, Percent: 17.5; 
PCES employees[A]: Officers, September 2007, Number: 14; 
PCES employees[A]: Officers, September 2007, Percent: 35.9; 
Other executives[C]: Officers, September 1999, Number: 164; 
Other executives[C]: Officers, September 1999, Percent: 20.2; 
Other executives[C]: Officers, September 2004, Number: 211; 
Other executives[C]: Officers, September 2004, Percent: 27.8; 
Other executives[C]: Officers, September 2007, Number: 203; 
Other executives[C]: Officers, September 2007, Percent: 28.6; 

Equal employment opportunity (EEO) group: Minority Women; 
PCES employees[A]: Officers, September 1999, Number: 0; 
PCES employees[A]: Officers, September 1999, Percent: 0.0; 
PCES employees[A]: Officers, September 2004, Number: 0; 
PCES employees[A]: Officers, September 2004, Percent: 0.0; 
PCES employees[A]: Officers, September 2007, Number: 3; 
PCES employees[A]: Officers, September 2007, Percent: 7.7; 
Other executives[C]: Officers, September 1999, Number: 52; 
Other executives[C]: Officers, September 1999, Percent: 6.4; 
Other executives[C]: Officers, September 2004, Number: 72; 
Other executives[C]: Officers, September 2004, Percent: 9.5; 
Other executives[C]: Officers, September 2007, Number: 72; 
Other executives[C]: Officers, September 2007, Percent: 10.2; 

Source: U.S. Postal Service. 

[A] Data do not include employees of the Office of the Inspector 
General and the Postal Regulatory Commission. 

[B] Officers include the Postmaster General/Chief Executive Officer, 
the Deputy Postmaster General, and Vice Presidents, among others. The 
Postmaster General appoints all officers, with the exception of the 
Deputy Postmaster General, who is appointed by the Governors of the 
Postal Service and the Postmaster General. Data for officers do not 
include acting officers. 

[C] Other PCES executives include district, area, and headquarters 
executives who are not officers. 

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

[End of table] 

Table 34: Demographic Profiles of U.S. Postal Service Employees in the 
Postal Serviceís Executive and Administrative Schedule (EAS): 

Equal employment opportunity (EEO) group: African American men; 
EAS levels 22 and above[A]: September 1999, Number: 866; 
EAS levels 22 and above[A]: September 1999, Percent: 9.7; 
EAS levels 22 and above[A]: September 2004, Number: 832; 
EAS levels 22 and above[A]: September 2004, Percent: 9.1; 
EAS levels 22 and above[A]: September 2007, Number: 788; 
EAS levels 22 and above[A]: September 2007, Percent: 8.9; 

Equal employment opportunity (EEO) group: African American Women; 
EAS levels 22 and above[A]: September 1999, Number: 576; 
EAS levels 22 and above[A]: September 1999, Percent: 6.4; 
EAS levels 22 and above[A]: September 2004, Number: 721; 
EAS levels 22 and above[A]: September 2004, Percent: 7.9; 
EAS levels 22 and above[A]: September 2007, Number: 753; 
EAS levels 22 and above[A]: September 2007, Percent: 8.5; 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
EAS levels 22 and above[A]: September 1999, Number: 49; 
EAS levels 22 and above[A]: September 1999, Percent: 0.5; 
EAS levels 22 and above[A]: September 2004, Number: 42; 
EAS levels 22 and above[A]: September 2004, Percent: 0.5; 
EAS levels 22 and above[A]: September 2007, Number: 38; 
EAS levels 22 and above[A]: September 2007, Percent: 0.4; 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
Women; 
EAS levels 22 and above[A]: September 1999, Number: 16; 
EAS levels 22 and above[A]: September 1999, Percent: 0.2; 
EAS levels 22 and above[A]: September 2004, Number: 18; 
EAS levels 22 and above[A]: September 2004, Percent: 0.2; 
EAS levels 22 and above[A]: September 2007, Number: 20; 
EAS levels 22 and above[A]: September 2007, Percent: 0.2; 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
EAS levels 22 and above[A]: September 1999, Number: 215; 
EAS levels 22 and above[A]: September 1999, Percent: 2.4; 
EAS levels 22 and above[A]: September 2004, Number: 261; 
EAS levels 22 and above[A]: September 2004, Percent: 2.9; 
EAS levels 22 and above[A]: September 2007, Number: 289; 
EAS levels 22 and above[A]: September 2007, Percent: 3.3; 

Equal employment opportunity (EEO) group: Asian/Pacific Islander Women; 
EAS levels 22 and above[A]: September 1999, Number: 86; 
EAS levels 22 and above[A]: September 1999, Percent: 1.0; 
EAS levels 22 and above[A]: September 2004, Number: 137; 
EAS levels 22 and above[A]: September 2004, Percent: 1.5; 
EAS levels 22 and above[A]: September 2007, Number: 163; 
EAS levels 22 and above[A]: September 2007, Percent: 1.8; 

Equal employment opportunity (EEO) group: Hispanic men; 
EAS levels 22 and above[A]: September 1999, Number: 375; 
EAS levels 22 and above[A]: September 1999, Percent: 4.2; 
EAS levels 22 and above[A]: September 2004, Number: 421; 
EAS levels 22 and above[A]: September 2004, Percent: 4.6; 
EAS levels 22 and above[A]: September 2007, Number: 399; 
EAS levels 22 and above[A]: September 2007, Percent: 4.5; 

Equal employment opportunity (EEO) group: Hispanic Women; 
EAS levels 22 and above[A]: September 1999, Number: 86; 
EAS levels 22 and above[A]: September 1999, Percent: 1.0; 
EAS levels 22 and above[A]: September 2004, Number: 145; 
EAS levels 22 and above[A]: September 2004, Percent: 1.6; 
EAS levels 22 and above[A]: September 2007, Number: 158; 
EAS levels 22 and above[A]: September 2007, Percent: 1.8; 

Equal employment opportunity (EEO) group: White men; 
EAS levels 22 and above[A]: September 1999, Number: 5,398; 
EAS levels 22 and above[A]: September 1999, Percent: 60.3; 
EAS levels 22 and above[A]: September 2004, Number: 4,928; 
EAS levels 22 and above[A]: September 2004, Percent: 54.1; 
EAS levels 22 and above[A]: September 2007, Number: 4,530; 
EAS levels 22 and above[A]: September 2007, Percent: 51.3; 

Equal employment opportunity (EEO) group: White Women; 
EAS levels 22 and above[A]: September 1999, Number: 1,270; 
EAS levels 22 and above[A]: September 1999, Percent: 14.2; 
EAS levels 22 and above[A]: September 2004, Number: 1,610; 
EAS levels 22 and above[A]: September 2004, Percent: 17.7; 
EAS levels 22 and above[A]: September 2007, Number: 1,688; 
EAS levels 22 and above[A]: September 2007, Percent: 19.1; 

Equal employment opportunity (EEO) group: Unspecified/other; 
EAS levels 22 and above[A]: September 1999, Number: 18; 
EAS levels 22 and above[A]: September 1999, Percent: 0.2; 
EAS levels 22 and above[A]: September 2004, Number: 2; 
EAS levels 22 and above[A]: September 2004, Percent: 0.0; 
EAS levels 22 and above[A]: September 2007, Number: 0; 
EAS levels 22 and above[A]: September 2007, Percent: 0.0; 

Equal employment opportunity (EEO) group: Total[A]; 
EAS levels 22 and above[A]: September 1999, Number: 8,955; 
EAS levels 22 and above[A]: September 1999, Percent: 100.0; 
EAS levels 22 and above[A]: September 2004, Number: 9,117; 
EAS levels 22 and above[A]: September 2004, Percent: 100.0; 
EAS levels 22 and above[A]: September 2007, Number: 8,826; 
EAS levels 22 and above[A]: September 2007, Percent: 100.0; 

Equal employment opportunity (EEO) group: Minorities; 
EAS levels 22 and above[A]: September 1999, Number: 2,269; 
EAS levels 22 and above[A]: September 1999, Percent: 25.3; 
EAS levels 22 and above[A]: September 2004, Number: 2,577; 
EAS levels 22 and above[A]: September 2004, Percent: 28.3; 
EAS levels 22 and above[A]: September 2007, Number: 2,608; 
EAS levels 22 and above[A]: September 2007, Percent: 29.5; 

Equal employment opportunity (EEO) group: Men; 
EAS levels 22 and above[A]: September 1999, Number: 6,919; 
EAS levels 22 and above[A]: September 1999, Percent: 77.3; 
EAS levels 22 and above[A]: September 2004, Number: 6,484; 
EAS levels 22 and above[A]: September 2004, Percent: 71.1; 
EAS levels 22 and above[A]: September 2007, Number: 6,044; 
EAS levels 22 and above[A]: September 2007, Percent: 68.5; 

Equal employment opportunity (EEO) group: Minority Men; 
EAS levels 22 and above[A]: September 1999, Number: 1,505; 
EAS levels 22 and above[A]: September 1999, Percent: 16.8; 
EAS levels 22 and above[A]: September 2004, Number: 1,556; 
EAS levels 22 and above[A]: September 2004, Percent: 17.1; 
EAS levels 22 and above[A]: September 2007, Number: 1,514; 
EAS levels 22 and above[A]: September 2007, Percent: 17.2; 

Equal employment opportunity (EEO) group: Women; 
EAS levels 22 and above[A]: September 1999, Number: 2,036; 
EAS levels 22 and above[A]: September 1999, Percent: 22.7; 
EAS levels 22 and above[A]: September 2004, Number: 2,036; 
EAS levels 22 and above[A]: September 2004, Percent: 22.3; 
EAS levels 22 and above[A]: September 2007, Number: 2,782; 
EAS levels 22 and above[A]: September 2007, Percent: 31.5; 

Equal employment opportunity (EEO) group: Minority Women; 
EAS levels 22 and above[A]: September 1999, Number: 764; 
EAS levels 22 and above[A]: September 1999, Percent: 8.5; 
EAS levels 22 and above[A]: September 2004, Number: 1,021; 
EAS levels 22 and above[A]: September 2004, Percent: 11.2; 
EAS levels 22 and above[A]: September 2007, Number: 1,094; 
EAS levels 22 and above[A]: September 2007, Percent: 12.4; 

Source: U.S. Postal Service. 

[A] Data do not include employees of the Office of the Inspector 
General and the Postal Regulatory Commission. 

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

[End of table] 

Table 35: Demographic Profiles of U.S. Postal Service Employees in EAS 
Levels 22 and Above Participating in the Corporate Succession Planning 
(CSP) Program: 

Equal employment opportunity (EEO) group: African American men; 
EAS levels 22: September 30, 2004, Number: 4; 
EAS levels 22: September 30, 2004, Percent: 9.1; 
EAS levels 22: September 30, 2007, Number: 3; 
EAS levels 22: September 30, 2007, Percent: 15.0; 
EAS levels 23: September 30, 2004, Number: 2; 
EAS levels 23: September 30, 2004, Percent: 2.2; 
EAS levels 23: September 30, 2007, Number: 6; 
EAS levels 23: September 30, 2007, Percent: 8.8; 
EAS levels 24: September 30, 2004, Number: 11; 
EAS levels 24: September 30, 2004, Percent: 9.2; 
EAS levels 24: September 30, 2007, Number: 13; 
EAS levels 24: September 30, 2007, Percent: 9.6; 
EAS levels 25 and above: September 30, 2004, Number: 43; 
EAS levels 25 and above: September 30, 2004, Percent: 8.8; 
EAS levels 25 and above: September 30, 2007, Number: 36; 
EAS levels 25 and above: September 30, 2007, Percent: 7.6; 

Equal employment opportunity (EEO) group: African American Women; 
EAS levels 22: September 30, 2004, Number: 7; 
EAS levels 22: September 30, 2004, Percent: 15.9; 
EAS levels 22: September 30, 2007, Number: 4; 
EAS levels 22: September 30, 2007, Percent: 20.0; 
EAS levels 23: September 30, 2004, Number: 6; 
EAS levels 23: September 30, 2004, Percent: 6.6; 
EAS levels 23: September 30, 2007, Number: 6; 
EAS levels 23: September 30, 2007, Percent: 8.8; 
EAS levels 24: September 30, 2004, Number: 13; 
EAS levels 24: September 30, 2004, Percent: 10.9; 
EAS levels 24: September 30, 2007, Number: 17; 
EAS levels 24: September 30, 2007, Percent: 12.6; 
EAS levels 25 and above: September 30, 2004, Number: 34; 
EAS levels 25 and above: September 30, 2004, Percent: 7.0; 
EAS levels 25 and above: September 30, 2007, Number: 44; 
EAS levels 25 and above: September 30, 2007, Percent: 9.3; 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
men; 
EAS levels 22: September 30, 2004, Number: 0; 
EAS levels 22: September 30, 2004, Percent: 0.0; 
EAS levels 22: September 30, 2007, Number: 0; 
EAS levels 22: September 30, 2007, Percent: 0.0; 
EAS levels 23: September 30, 2004, Number: 0; 
EAS levels 23: September 30, 2004, Percent: 0.0; 
EAS levels 23: September 30, 2007, Number: 0; 
EAS levels 23: September 30, 2007, Percent: 0.0; 
EAS levels 24: September 30, 2004, Number: 0; 
EAS levels 24: September 30, 2004, Percent: 0.0; 
EAS levels 24: September 30, 2007, Number: 2; 
EAS levels 24: September 30, 2007, Percent: 1.5; 
EAS levels 25 and above: September 30, 2004, Number: 1; 
EAS levels 25 and above: September 30, 2004, Percent: 0.2; 
EAS levels 25 and above: September 30, 2007, Number: 1; 
EAS levels 25 and above: September 30, 2007, Percent: 0.2; 

Equal employment opportunity (EEO) group: American Indian/Alaska Native 
Women; 
EAS levels 22: September 30, 2004, Number: 2; 
EAS levels 22: September 30, 2004, Percent: 4.5; 
EAS levels 22: September 30, 2007, Number: 0; 
EAS levels 22: September 30, 2007, Percent: 0.0; 
EAS levels 23: September 30, 2004, Number: 1; 
EAS levels 23: September 30, 2004, Percent: 1.1; 
EAS levels 23: September 30, 2007, Number: 0; 
EAS levels 23: September 30, 2007, Percent: 0.0; 
EAS levels 24: September 30, 2004, Number: 2; 
EAS levels 24: September 30, 2004, Percent: 1.7; 
EAS levels 24: September 30, 2007, Number: 1; 
EAS levels 24: September 30, 2007, Percent: 0.7; 
EAS levels 25 and above: September 30, 2004, Number: 1; 
EAS levels 25 and above: September 30, 2004, Percent: 0.2; 
EAS levels 25 and above: September 30, 2007, Number: 3; 
EAS levels 25 and above: September 30, 2007, Percent: 0.6; 

Equal employment opportunity (EEO) group: Asian/Pacific Islander men; 
EAS levels 22: September 30, 2004, Number: 0; 
EAS levels 22: September 30, 2004, Percent: 0.0; 
EAS levels 22: September 30, 2007, Number: 0; 
EAS levels 22: September 30, 2007, Percent: 0.0; 
EAS levels 23: September 30, 2004, Number: 2; 
EAS levels 23: September 30, 2004, Percent: 2.2; 
EAS levels 23: September 30, 2007, Number: 2; 
EAS levels 23: September 30, 2007, Percent: 2.9; 
EAS levels 24: September 30, 2004, Number: 3; 
EAS levels 24: September 30, 2004, Percent: 2.5; 
EAS levels 24: September 30, 2007, Number: 4; 
EAS levels 24: September 30, 2007, Percent: 3.0; 
EAS levels 25 and above: September 30, 2004, Number: 11; 
EAS levels 25 and above: September 30, 2004, Percent: 2.2; 
EAS levels 25 and above: September 30, 2007, Number: 15; 
EAS levels 25 and above: September 30, 2007, Percent: 3.2; 

Equal employment opportunity (EEO) group: Asian/Pacific Islander Women; 
EAS levels 22: September 30, 2004, Number: 0; 
EAS levels 22: September 30, 2004, Percent: 0.0; 
EAS levels 22: September 30, 2007, Number: 0; 
EAS levels 22: September 30, 2007, Percent: 0.0; 
EAS levels 23: September 30, 2004, Number: 3; 
EAS levels 23: September 30, 2004, Percent: 3.3; 
EAS levels 23: September 30, 2007, Number: 2; 
EAS levels 23: September 30, 2007, Percent: 2.9; 
EAS levels 24: September 30, 2004, Number: 1; 
EAS levels 24: September 30, 2004, Percent: 0.8; 
EAS levels 24: September 30, 2007, Number: 0; 
EAS levels 24: September 30, 2007, Percent: 0.0; 
EAS levels 25 and above: September 30, 2004, Number: 3; 
EAS levels 25 and above: September 30, 2004, Percent: 0.6; 
EAS levels 25 and above: September 30, 2007, Number: 5; 
EAS levels 25 and above: September 30, 2007, Percent: 1.1; 

Equal employment opportunity (EEO) group: Hispanic men; 
EAS levels 22: September 30, 2004, Number: 2; 
EAS levels 22: September 30, 2004, Percent: 4.5; 
EAS levels 22: September 30, 2007, Number: 1; 
EAS levels 22: September 30, 2007, Percent: 5.0; 
EAS levels 23: September 30, 2004, Number: 4; 
EAS levels 23: September 30, 2004, Percent: 4.4; 
EAS levels 23: September 30, 2007, Number: 0; 
EAS levels 23: September 30, 2007, Percent: 0.0; 
EAS levels 24: September 30, 2004, Number: 4; 
EAS levels 24: September 30, 2004, Percent: 3.4; 
EAS levels 24: September 30, 2007, Number: 9; 
EAS levels 24: September 30, 2007, Percent: 6.7; 
EAS levels 25 and above: September 30, 2004, Number: 21; 
EAS levels 25 and above: September 30, 2004, Percent: 4.3; 
EAS levels 25 and above: September 30, 2007, Number: 20; 
EAS levels 25 and above: September 30, 2007, Percent: 4.2; 

Equal employment opportunity (EEO) group: Hispanic Women; 
EAS levels 22: September 30, 2004, Number: 0; 
EAS levels 22: September 30, 2004, Percent: 0.0; 
EAS levels 22: September 30, 2007, Number: 0; 
EAS levels 22: September 30, 2007, Percent: 0.0; 
EAS levels 23: September 30, 2004, Number: 2; 
EAS levels 23: September 30, 2004, Percent: 2.2; 
EAS levels 23: September 30, 2007, Number: 3; 
EAS levels 23: September 30, 2007, Percent: 4.4; 
EAS levels 24: September 30, 2004, Number: 4; 
EAS levels 24: September 30, 2004, Percent: 3.4; 
EAS levels 24: September 30, 2007, Number: 0; 
EAS levels 24: September 30, 2007, Percent: 0.0; 
EAS levels 25 and above: September 30, 2004, Number: 3; 
EAS levels 25 and above: September 30, 2004, Percent: 0.6; 
EAS levels 25 and above: September 30, 2007, Number: 5; 
EAS levels 25 and above: September 30, 2007, Percent: 1.1; 

Equal employment opportunity (EEO) group: White men; 
EAS levels 22: September 30, 2004, Number: 21; 
EAS levels 22: September 30, 2004, Percent: 47.7; 
EAS levels 22: September 30, 2007, Number: 10; 
EAS levels 22: September 30, 2007, Percent: 50.0; 
EAS levels 23: September 30, 2004, Number: 40; 
EAS levels 23: September 30, 2004, Percent: 44.0; 
EAS levels 23: September 30, 2007, Number: 28; 
EAS levels 23: September 30, 2007, Percent: 41.2; 
EAS levels 24: September 30, 2004, Number: 63; 
EAS levels 24: September 30, 2004, Percent: 52.9; 
EAS levels 24: September 30, 2007, Number: 66; 
EAS levels 24: September 30, 2007, Percent: 48.9; 
EAS levels 25 and above: September 30, 2004, Number: 265; 
EAS levels 25 and above: September 30, 2004, Percent: 54.2; 
EAS levels 25 and above: September 30, 2007, Number: 245; 
EAS levels 25 and above: September 30, 2007, Percent: 52.0; 

Equal employment opportunity (EEO) group: White Women; 
EAS levels 22: September 30, 2004, Number: 8; 
EAS levels 22: September 30, 2004, Percent: 18.2; 
EAS levels 22: September 30, 2007, Number: 2; 
EAS levels 22: September 30, 2007, Percent: 10.0; 
EAS levels 23: September 30, 2004, Number: 31; 
EAS levels 23: September 30, 2004, Percent: 34.1; 
EAS levels 23: September 30, 2007, Number: 21; 
EAS levels 23: September 30, 2007, Percent: 30.9; 
EAS levels 24: September 30, 2004, Number: 18; 
EAS levels 24: September 30, 2004, Percent: 15.1; 
EAS levels 24: September 30, 2007, Number: 23; 
EAS levels 24: September 30, 2007, Percent: 17.0; 
EAS levels 25 and above: September 30, 2004, Number: 102; 
EAS levels 25 and above: September 30, 2004, Percent: 20.9; 
EAS levels 25 and above: September 30, 2007, Number: 94; 
EAS levels 25 and above: September 30, 2007, Percent: 20.0; 

Equal employment opportunity (EEO) group: Unspecified/other; 
EAS levels 22: September 30, 2004, Number: 0; 
EAS levels 22: September 30, 2004, Percent: 0.0; 
EAS levels 22: September 30, 2007, Number: 0; 
EAS levels 22: September 30, 2007, Percent: 0.0; 
EAS levels 23: September 30, 2004, Number: 0; 
EAS levels 23: September 30, 2004, Percent: 0.0; 
EAS levels 23: September 30, 2007, Number: 0; 
EAS levels 23: September 30, 2007, Percent: 0.0; 
EAS levels 24: September 30, 2004, Number: 0; 
EAS levels 24: September 30, 2004, Percent: 0.0; 
EAS levels 24: September 30, 2007, Number: 0; 
EAS levels 24: September 30, 2007, Percent: 0.0; 
EAS levels 25 and above: September 30, 2004, Number: 0; 
EAS levels 25 and above: September 30, 2004, Percent: 0.0; 
EAS levels 25 and above: September 30, 2007, Number: 0; 
EAS levels 25 and above: September 30, 2007, Percent: 0.0; 

Equal employment opportunity (EEO) group: Total[A]; 
EAS levels 22: September 30, 2004, Number: 44; 
EAS levels 22: September 30, 2004, Percent: 100.0; 
EAS levels 22: September 30, 2007, Number: 20; 
EAS levels 22: September 30, 2007, Percent: 100.0; 
EAS levels 23: September 30, 2004, Number: 91; 
EAS levels 23: September 30, 2004, Percent: 100.0; 
EAS levels 23: September 30, 2007, Number: 68; 
EAS levels 23: September 30, 2007, Percent: 100.0; 
EAS levels 24: September 30, 2004, Number: 119; 
EAS levels 24: September 30, 2004, Percent: 100.0; 
EAS levels 24: September 30, 2007, Number: 135; 
EAS levels 24: September 30, 2007, Percent: 100.0; 
EAS levels 25 and above: September 30, 2004, Number: 489; 
EAS levels 25 and above: September 30, 2004, Percent: 100.0; 
EAS levels 25 and above: September 30, 2007, Number: 471; 
EAS levels 25 and above: September 30, 2007, Percent: 100.0; 

Equal employment opportunity (EEO) group: Minorities; 
EAS levels 22: September 30, 2004, Number: 15; 
EAS levels 22: September 30, 2004, Percent: 34.1; 
EAS levels 22: September 30, 2007, Number: 8; 
EAS levels 22: September 30, 2007, Percent: 40.0; 
EAS levels 23: September 30, 2004, Number: 20; 
EAS levels 23: September 30, 2004, Percent: 22.0; 
EAS levels 23: September 30, 2007, Number: 19; 
EAS levels 23: September 30, 2007, Percent: 27.9; 
EAS levels 24: September 30, 2004, Number: 38; 
EAS levels 24: September 30, 2004, Percent: 31.9; 
EAS levels 24: September 30, 2007, Number: 46; 
EAS levels 24: September 30, 2007, Percent: 34.1; 
EAS levels 25 and above: September 30, 2004, Number: 122; 
EAS levels 25 and above: September 30, 2004, Percent: 24.9; 
EAS levels 25 and above: September 30, 2007, Number: 132; 
EAS levels 25 and above: September 30, 2007, Percent: 28.0; 

Equal employment opportunity (EEO) group: Men; 
EAS levels 22: September 30, 2004, Number: 27; 
EAS levels 22: September 30, 2004, Percent: 61.4; 
EAS levels 22: September 30, 2007, Number: 14; 
EAS levels 22: September 30, 2007, Percent: 70.0; 
EAS levels 23: September 30, 2004, Number: 48; 
EAS levels 23: September 30, 2004, Percent: 52.7; 
EAS levels 23: September 30, 2007, Number: 36; 
EAS levels 23: September 30, 2007, Percent: 52.9; 
EAS levels 24: September 30, 2004, Number: 81; 
EAS levels 24: September 30, 2004, Percent: 68.1; 
EAS levels 24: September 30, 2007, Number: 94; 
EAS levels 24: September 30, 2007, Percent: 69.6; 
EAS levels 25 and above: September 30, 2004, Number: 341; 
EAS levels 25 and above: September 30, 2004, Percent: 69.7; 
EAS levels 25 and above: September 30, 2007, Number: 317; 
EAS levels 25 and above: September 30, 2007, Percent: 67.3; 

Equal employment opportunity (EEO) group: Minority Men; 
EAS levels 22: September 30, 2004, Number: 6; 
EAS levels 22: September 30, 2004, Percent: 13.6; 
EAS levels 22: September 30, 2007, Number: 4; 
EAS levels 22: September 30, 2007, Percent: 20.0; 
EAS levels 23: September 30, 2004, Number: 8; 
EAS levels 23: September 30, 2004, Percent: 8.8; 
EAS levels 23: September 30, 2007, Number: 8; 
EAS levels 23: September 30, 2007, Percent: 11.8; 
EAS levels 24: September 30, 2004, Number: 18; 
EAS levels 24: September 30, 2004, Percent: 15.1; 
EAS levels 24: September 30, 2007, Number: 28; 
EAS levels 24: September 30, 2007, Percent: 20.7; 
EAS levels 25 and above: September 30, 2004, Number: 76; 
EAS levels 25 and above: September 30, 2004, Percent: 15.5; 
EAS levels 25 and above: September 30, 2007, Number: 72; 
EAS levels 25 and above: September 30, 2007, Percent: 15.3; 

Equal employment opportunity (EEO) group: Women; 
EAS levels 22: September 30, 2004, Number: 17; 
EAS levels 22: September 30, 2004, Percent: 38.6; 
EAS levels 22: September 30, 2007, Number: 6; 
EAS levels 22: September 30, 2007, Percent: 30.0; 
EAS levels 23: September 30, 2004, Number: 43; 
EAS levels 23: September 30, 2004, Percent: 47.3; 
EAS levels 23: September 30, 2007, Number: 32; 
EAS levels 23: September 30, 2007, Percent: 47.1; 
EAS levels 24: September 30, 2004, Number: 38; 
EAS levels 24: September 30, 2004, Percent: 31.9; 
EAS levels 24: September 30, 2007, Number: 41; 
EAS levels 24: September 30, 2007, Percent: 30.4; 
EAS levels 25 and above: September 30, 2004, Number: 148; 
EAS levels 25 and above: September 30, 2004, Percent: 30.3; 
EAS levels 25 and above: September 30, 2007, Number: 154; 
EAS levels 25 and above: September 30, 2007, Percent: 32.7; 

Equal employment opportunity (EEO) group: Minority Women; 
EAS levels 22: September 30, 2004, Number: 9; 
EAS levels 22: September 30, 2004, Percent: 20.5; 
EAS levels 22: September 30, 2007, Number: 4; 
EAS levels 22: September 30, 2007, Percent: 20.0; 
EAS levels 23: September 30, 2004, Number: 12; 
EAS levels 23: September 30, 2004, Percent: 13.2; 
EAS levels 23: September 30, 2007, Number: 11; 
EAS levels 23: September 30, 2007, Percent: 16.2; 
EAS levels 24: September 30, 2004, Number: 20; 
EAS levels 24: September 30, 2004, Percent: 16.8; 
EAS levels 24: September 30, 2007, Number: 18; 
EAS levels 24: September 30, 2007, Percent: 13.3; 
EAS levels 25 and above: September 30, 2004, Number: 46; 
EAS levels 25 and above: September 30, 2004, Percent: 9.4; 
EAS levels 25 and above: September 30, 2007, Number: 60; 
EAS levels 25 and above: September 30, 2007, Percent: 12.7; 

Source: U.S. Postal Service. 

Note: EAS employees participating in the CSP program are required to be 
at EAS levels 22 and above. Data do not include employees of the Office 
of the Inspector General and the Postal Regulatory Commission. 

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

[End of table] 

Table 36: Information on PCES-I Vacancies Filled through Promotions and 
Outside Hires from Fiscal Years 2004 through 2007, Including Whether 
Vacancies Were Filled by Employees Participating in the CSP Program: 

How vacancy was filled: By employee promotions to PCES-I: Employee in 
EAS level 46; 
FY 2004, All: 0; 
FY 2004, From CSP: 0; 
FY 2004, Not CSP: 0; 
FY 2005, All: 0; 
FY 2005, In CSP: 0;
FY 2005, Not CSP: 0;
FY 2006, All: 2; 
FY 2006, In CSP: 0; 
FY 2006, Not CSP: 2; 
FY 2007, All: 3; 
FY 2007, In CSP: 2; 
FY 2007, Not CSP: 1; 
Total FY 2004-2007, All: 5; 
Total FY 2004-2007, In CSP: 2; 
Total FY 2004-2007, Not CSP: 3. 

How vacancy was filled: By employee promotions to PCES-I: Employee in 
EAS level 45; 
FY 2004, All: 0; 
FY 2004, From CSP: 0; 
FY 2004, Not CSP: 0; 
FY 2005, All: 0; 
FY 2005, In CSP: 0;
FY 2005, Not CSP: 0;
FY 2006, All: 6; 
FY 2006, In CSP: 6; 
FY 2006, Not CSP: 0; 
FY 2007, All: 1; 
FY 2007, In CSP: 1; 
FY 2007, Not CSP: 0; 
Total FY 2004-2007, All: 7; 
Total FY 2004-2007, In CSP: 7; 
Total FY 2004-2007, Not CSP: 0. 

How vacancy was filled: By employee promotions to PCES-I: Employee in 
EAS level 26; 
FY 2004, All: 13; 
FY 2004, From CSP: 13; 
FY 2004, Not CSP: 0; 
FY 2005, All: 12; 
FY 2005, In CSP: 11; 
FY 2005, Not CSP: 1; 
FY 2006, All: 13; 
FY 2006, In CSP: 11; 
FY 2006, Not CSP: 2; 
FY 2007, All: 8; 
FY 2007, In CSP: 5; 
FY 2007, Not CSP: 3; 
Total FY 2004-2007, All: 46; 
Total FY 2004-2007, In CSP: 40; 
Total FY 2004-2007, Not CSP: 6. 

How vacancy was filled: By employee promotions to PCES-I: Employee in 
EAS level 25; 
FY 2004, All: 33; 
FY 2004, From CSP: 31; 
FY 2004, Not CSP: 2; 
FY 2005, All: 44; 
FY 2005, In CSP: 35; 
FY 2005, Not CSP: 9; 
FY 2006, All: 54; 
FY 2006, In CSP: 50; 
FY 2006, Not CSP: 4; 
FY 2007, All: 17; 
FY 2007, In CSP: 14; 
FY 2007, Not CSP: 3; 
Total FY 2004-2007, All: 148; 
Total FY 2004-2007, In CSP: 130; 
Total FY 2004-2007, Not CSP: 18. 

How vacancy was filled: By employee promotions to PCES-I: Employee in 
EAS level 24; 
FY 2004, All: 7; 
FY 2004, From CSP: 7; 
FY 2004, Not CSP: 0; 
FY 2005, All: 5; 
FY 2005, In CSP: 5; 
FY 2005, Not CSP: 0; 
FY 2006, All: 11; 
FY 2006, In CSP: 9; 
FY 2006, Not CSP: 2; 
FY 2007, All: 4; 
FY 2007, In CSP: 3; 
FY 2007, Not CSP: 1; 
Total FY 2004-2007, All: 27; 
Total FY 2004-2007, In CSP: 24; 3. 
Total FY 2004-2007, Not CSP: 

How vacancy was filled: By employee promotions to PCES-I: Employee in 
EAS level 23; 
FY 2004, All: 3; 
FY 2004, From CSP: 2; 
FY 2004, Not CSP: 1; 
FY 2005, All: 3; 
FY 2005, In CSP: 1; 
FY 2005, Not CSP: 2; 
FY 2006, All: 3; 
FY 2006, In CSP: 3; 
FY 2006, Not CSP: 0; 
FY 2007, All: 3; 
FY 2007, In CSP: 3; 
FY 2007, Not CSP: 0; 
Total FY 2004-2007, All: 12; 
Total FY 2004-2007, In CSP: 9; 
Total FY 2004-2007, Not CSP: 3. 

How vacancy was filled: By employee promotions to PCES-I: Employee in 
EAS level 22; 
FY 2004, All: 0; 
FY 2004, From CSP: 0; 
FY 2004, Not CSP: 0; 
FY 2005, All: 1; 
FY 2005, In CSP: 1; 
FY 2005, Not CSP: 0; 
FY 2006, All: 1; 
FY 2006, In CSP: 1; 
FY 2006, Not CSP: 0; 
FY 2007, All: 1; 
FY 2007, In CSP: 1; 
FY 2007, Not CSP: 0; 
Total FY 2004-2007, All: 3; 
Total FY 2004-2007, In CSP: 3; 
Total FY 2004-2007, Not CSP: 0. 

How vacancy was filled: By employee promotions to PCES-I: Employee in 
EAS level 21 or below; 
FY 2004, All: 1; 
FY 2004, From CSP: 1; 
FY 2004, Not CSP: 0; 
FY 2005, All: 0; 
FY 2005, In CSP: 0; 
FY 2005, Not CSP: 0; 
FY 2006, All: 0; 
FY 2006, In CSP: 0; 
FY 2006, Not CSP: 0; 
FY 2007, All: 1; 
FY 2007, In CSP: 0; 
FY 2007, Not CSP: 1; 
Total FY 2004-2007, All: 2; 
Total FY 2004-2007, In CSP: 1; 
Total FY 2004-2007, Not CSP: 1. 

How vacancy was filled: By employee promotions to PCES-I: Attorneys;
FY 2004, All: 3; 
FY 2004, From CSP: 3; 
FY 2004, Not CSP: 0; 
FY 2005, All: 1; 
FY 2005, In CSP: 1; 
FY 2005, Not CSP: 0; 
FY 2006, All: 2; 
FY 2006, In CSP: 2; 
FY 2006, Not CSP: 0; 
FY 2007, All: 3; 
FY 2007, In CSP: 3; 
FY 2007, Not CSP: 0; 
Total FY 2004-2007, All: 9; 
Total FY 2004-2007, In CSP: 9; 
Total FY 2004-2007, Not CSP: 0. 

How vacancy was filled: By employee promotions to PCES-I: Subtotal of 
employee promotions;
FY 2004, All: 60; 
FY 2004, From CSP: 57; 
FY 2004, Not CSP: 3; 
FY 2005, All: 66; 
FY 2005, In CSP: 54; 
FY 2005, Not CSP: 12; 
FY 2006, All: 92; 
FY 2006, In CSP: 82; 
FY 2006, Not CSP: 10; 
FY 2007, All: 41; 
FY 2007, In CSP: 32; 
FY 2007, Not CSP: 9; 
Total FY 2004-2007, All: 259; 
Total FY 2004-2007, In CSP: 225; 
Total FY 2004-2007, Not CSP: 34. 

How vacancy was filled: By employee promotions to PCES-I: By outside 
hire[A];
FY 2004, All: 1; 
FY 2004, From CSP: 0; 
FY 2004, Not CSP: 1; 
FY 2005, All: 6; 
FY 2005, In CSP: 0; 
FY 2005, Not CSP: 6; 
FY 2006, All: 8; 
FY 2006, In CSP: 0; 
FY 2006, Not CSP: 8; 
FY 2007, All: 6; 
FY 2007, In CSP: 0; 
FY 2007, Not CSP: 6; 
Total FY 2004-2007, All: 21; 
Total FY 2004-2007, In CSP: 0; 
Total FY 2004-2007, Not CSP: 21. 

How vacancy was filled: By employee promotions to PCES-I: Total;
FY 2004, All: 61; 
FY 2004, From CSP: 57; 
FY 2004, Not CSP: 4; 
FY 2005, All: 74; 
FY 2005, In CSP: 54; 
FY 2005, Not CSP: 18; 
FY 2006, All: 100; 
FY 2006, In CSP: 82; 
FY 2006, Not CSP: 18; 
FY 2007, All: 47; 
FY 2007, In CSP: 32; 
FY 2007, Not CSP: 15; 
Total FY 2004-2007, All: 280; 
Total FY 2004-2007, In CSP: 225; 
Total FY 2004-2007, Not CSP: 55. 

Source: U.S. Postal Service. 

Notes: Data represent the number of employees and do not include 
employees of the Office of the Inspector General and the Postal 
Regulatory Commission. Data do not include the 12 employees who filled 
newly created positions in 2006 and 2007 that had no corresponding CSP 
program position pools. Vacancies filled by a CSP program participant 
are tabulated in columns labeled ďIn CSP;Ē others are tabulated in 
columns labeled ďNot CSP.Ē 

[A] Outside hires who filled PCES-I vacancies did not participate in 
the CSP program in order to assume these positions. 

[End of table] 

Figure 1: Promotions to the PCES by Employee Type and Level, Fiscal 
Years 2004 through 2007: 

[See PDF for image] 

This figure is a vertical bar graph depicting the following data: 

Promotions to the PCES by Employee Type and Level, Fiscal Years 2004 
through 2007: 

Employee level: EAS 25 and above; 
CSP participant: 69.1%; 
Not a participant: 10.4%. 

Employee level: EAS 24; 
CSP participant: 9.3%; 
Not a participant: 1.2%. 

Employee level: EAS 23; 
CSP participant: 3.5%; 
Not a participant: 1.2%. 

Employee level: EAS 22; 
CSP participant: 1.2%; 
Not a participant: 0.0. 

Employee level: EAS 21 and below; 
CSP participant: 0.4%; 
Not a participant: 0.4%. 

Employee level: Attorneys; 
CSP participant: 3.5%; 
Not a participant: 0.0. 

Source: U.S. Postal Service. 

Notes: Data do not include employees of the Office of the Inspector 
General and the Postal Regulatory Commission. Data do not include the 
12 employees who filled newly created positions in 2006 and 2007 that 
had no corresponding CSP position pools. Outside hires who filled PCES-
I vacancies did not participate in CSP in order to assume these 
positions. Data are rounded to the nearest 0.1 percent and do not add 
to 100 percent because of rounding. 

[End of figure] 

[End of section] 

Footnotes: 

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

[2] GAO, Senior Executive Service: Enhanced Agency Efforts Needed to 
Improve Diversity as the Senior Corps Turns Over, [hyperlink, 
http://www.gao.gov/cgi-bin/getrpt?GAO-03-34] (Washington, D.C.: 
Jan. 17, 2003). 

[3] GAO, Human Capital: Diversity in the Federal SES and the Senior 
Levels of the U.S. Postal Service, [hyperlink, 
http://www.gao.gov/cgi-bin/getrpt?GAO-07-838T] (Washington, D.C.: May 
10, 2007). 

[4] Career SES members are individuals with civil service status 
(permanent) who are appointed competitively to SES positions and serve 
in positions below the top political appointees in the executive branch 
of government. 

[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] For the SES, we included those with career appointments in the 
Senior Executive Service personnel system. These individuals are in 
executive positions classified above GS-15 or equivalent and do not 
require appointment by the President with Senate confirmation. 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 Scientific and Professional 
systems. 

[7] [hyperlink, http://www.gao.gov/cgi-bin/getrpt?GAO-03-34]. 

[8] GAO, U.S. Postal Service: Diversity in the Postal Career Executive 
Service, [hyperlink, http://www.gao.gov/cgi-bin/getrpt?GAO/GGD-00-76] 
(Washington, D.C.: Mar. 30, 2000). We also have reported on fiscal 
year 2002 employee diversity at the Postal Service. See GAO, U.S. 
Postal Service: Data on Career Employee Diversity, [hyperlink, 
http://www.gao.gov/cgi-bin/getrpt?GAO-03-745R] (Washington, D.C.: 
Sept. 15, 2003). 

[9] GAO, OPM's Central Personnel Data File: Data Appear Sufficiently 
Reliable to Meet Most Customer Needs, [hyperlink, 
http://www.gao.gov/cgi-bin/getrpt?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. 

[10] The CFO Act agencies are 24 major executive agencies that are 
subject to the CFO Act. In 2006, the CFO Act agencies employed 98 
percent of federal employees. Pub. L. No. 101-576, 104 Stat. 2838 (Nov. 
15, 1990), as amended. 

[11] 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 2006 Annual 
Report on the Federal Work Force. 

[12] 5 U.S.C. ß 7201 and 5 C.F.R. Part 720, Subpart B. 

[13] 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. 

[14] 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. 

[15] GAO, Human Capital: Federal Workforce Challenges in the 21st 
Century, [hyperlink, http://www.gao.gov/cgi-bin/getrpt?GAO-07-556T] 
(Washington, D.C.: Mar. 6, 2007). 

[16] GAO, Human Capital: Insights for U.S. Agencies from Other 
Countries' Succession Planning and Management Initiatives, [hyperlink, 
http://www.gao.gov/cgi-bin/getrpt?GAO-03-914] (Washington, D.C.: 
Sept. 15, 2003). 

[17] GAO, U.S. Postal Service: Postal Reform Law Provides Opportunities 
to Address Postal Challenges, [hyperlink, 
http://www.gao.gov/cgi-bin/getrpt?GAO-07-684T] (Washington, D.C.: Apr. 17, 
2007). 

[18] In fiscal year 2007, the salary range of EAS employees at levels 
22 and above compared roughly to the salary range of federal employees 
who were paid under the fiscal year 2007 general schedule at GS-11, 
step 4 to GS-15, step 10. 

[19] The CSP program groups the 748 PCES jobs into about 400 position 
pools. CSP program committees, each headed by a postal officer, 
consider nominees to position pools under the committees' jurisdiction; 
the officer then selects participants for each pool. Participants 
engage in developmental activities during the 2-year CSP program cycle, 
and then must reapply if they wish to participate in the next 2-year 
cycle. 

[20] U.S. Postal Service, Board of Governors' Report to the President 
and Congress on the Representation of Women and Minorities in 
Supervisory and Management Positions in the United States Postal 
Service, required by Sec. 706(a) of Pub. L. No. 109-435: The Postal 
Accountability and Enhancement Act, enacted December 20, 2006. 

[21] Generally, the Service has defined career employees as persons who 
have permanent work appointments and include such employees as 
executives, supervisors, postmasters, clerks, mail handlers, city and 
rural letter carriers, and administrative staff. 

[22] To begin recruiting for the SES, an agency first advertises a 
position through the governmentwide automated employment information 
system for a minimum of 14 days. 5 C.F.R. ß 317.501(b)(2). See also 5 
C.F.R. ß 412.104. 

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

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

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

[26] 5 C.F.R. ß 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. See also 5 U.S.C. ß 3393(c)(2). 

[27] 5 C.F.R. ß 412.104. 

[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. ß 
412.104. 

[29] "The SES Diversity Assurance Act," H.R. 3774 and S. 2148. 

[30] 39 U.S.C. ß1001(b). 

[31] The PCES is made up of two levels. Officers (PCES-II) constitute 
the senior leadership of the Postal Service and include the Postmaster 
General, the Deputy Postmaster General, and vice presidents, among 
others. Other postal executives (PCES-I) include headquarters, area, 
and district officials who are not officers. 

[32] The Executive Committee consists of the Postmaster General, the 
Deputy Postmaster General, and six senior postal officers. 

[33] In some cases, PCES vacancies may be filled by PCES or EAS 
employees not participating in CSP or by outside hires. According to 
postal officials, the Postal Service has made outside hires to fill 
some PCES vacancies, typically to acquire unique or hard to find skills 
or credentials. 

[34] The Postmaster General is the selecting official for PCES-II 
positions, with the exception of the Deputy Postmaster General, who is 
appointed by the Governors of the Postal Service and the Postmaster 
General. Such positions have been filled by promoting a PCES-I 
executive or, more infrequently, through an outside hire. 

[End of section] 

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