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entitled 'Senior Executive Service: Enhanced Agency Efforts Needed to 
Improve Diversity as the Senior Corps Turns Over' which was released on 
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United States General Accounting Office: 
GAO: 

Report to Congressional Requesters: 

January 2003: 

Senior Executive Service: 

Enhanced Agency Efforts Needed to Improve Diversity as the Senior Corps
Turns Over: 

GAO-03-34: 

GAO Highlights: 

Highlights of GAO-03-34, a report to Danny K. Davis, Ranking Minority
Member, House Subcommittee on Civil Service, Census and Agency 
Organization, House Committee on Government Reform, and Representatives
Elijah E. Cummings, Eleanor Holmes Norton, and Edolphus Towns. 

Why GAO Did This Study: 

The federal government faces large losses in its Senior Executive 
Service (SES), primarily through retirement but also because of other 
normal attrition. This presents the government with substantial 
challenges to assuring an able management cadre and also provides 
opportunities to affect the composition of the SES. GAO estimated the 
number of SES members who would actually leave service through fiscal 
year 2007 and reviewed the implications for diversity, as defined by 
race, ethnicity, and gender, of the estimated losses. Specifically, GAO 
estimated by race, ethnicity, and gender the number of members of the
career SES who will leave government service from October 1, 2000, 
through September 30, 2007, and what the profile of the SES will be if
appointment trends do not change. GAO made the same estimates for the 
pool of GS-15s and GS-14s, from whose ranks the vast majority of 
replacements for departing SES members come, to ascertain the likely 
composition of that pool. 

What GAO Found: 

More than half of the 6,100 career SES members employed on October 1,
2000, will have left service by October 1, 2007. Using current SES
appointment trends, the only significant changes in diversity will be an
increase in the number of white women and an essentially equal decrease 
in white men. 

About 46 percent of GS-15s and 34 percent of GS-14s on board in October
2000 will leave by October 2007, but the number of minorities still in 
the GS-15 and GS-14 workforce will provide agencies the opportunity to 
select minority members for the SES. 

Estimates for 24 large agencies showed substantial variation in SES 
losses in the proportion leaving and the effect on agencies’ racial, 
ethnic, and gender profiles, with 10 agencies with decreases in 
minority representation and 12 with increases. 

The 6 agencies GAO visited recognize that the SES needs to be more 
diverse than GAO’s projections estimate and have efforts under way to 
address SES diversity. They also recognize that more will have to be 
done than in the past if diversity is to be enhanced. 

Figure: Changes in the SES from Fiscal Years 2000 through 2007: 

[See PDF for image] 

This figure is a series of pie-charts depicting the following 
information: 

From 2000 through 2007 55% of SES employees governmentwide will retire 
or leave office. White female SES percentage will increase if current 
selection trends continue. However, the minority percentage will change 
little.

Year 2000: 
White males: 62.1%; 
White females: 19.1%; 
Minority male and female: 13.8%. 

Year 2007: 
White males: 67.1% (down 5%); 
White females: 23.1% (up 4%); 
Minority male and female: 14.6% (up 0.7%). 

Source: GAO. 

[End of figure] 

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

To view the full report, including the scope and methodology, click on 
the link above. For more information, contact Victor S. Rezendes at 
(202) 512-6806 or rezendesv@gao.gov. 

[End of section] 

Contents: 

Letter: 

Results in Brief: 

Background: 

Government Has Important Opportunity To Affect SES Diversity, But 
Little Will Change If Current Appointment Trends Continue: 

Picture at 24 CFO Agencies Varies, but Estimated Diversity Changes
Usually Small: 

OPM and the Federal Agencies Said That Further Action Is Needed to 
Promote SES Diversity: 

Agency Comments: 

Appendixes: 

Appendix I: Objectives, Scope, and Methodology: 

Analysis of Separation Trends: 

Estimation Methodology of Future SES Separations: 

Analysis of Appointment Trends: 

Limitations: 

Appendix II: Demographic Profiles of Career SES, GS-15, and GS-14 Staff 
at the 24 CFO Agencies: 

Appendix III: Reactions of Four Federal Agencies, OPM, and EEOC to SES 
Diversity Data: 

Social Security Administration: 

Department of the Interior: 

Department of Energy: 

Department of Veterans Affairs: 

Office of Personnel Management: 

Equal Employment Opportunity Commission: 

Appendix IV: Comments from the Office of Personnel Management: 

Appendix V: Comments from the Equal Employment Opportunity Commission: 

Appendix VI: Comments from the Social Security Administration: 

Appendix VII: Comments from the Department of Veterans Affairs: 

Appendix VIII: Comments from the Department of Energy: 

Appendix IX: GAO Contact and Staff Acknowledgments: 

Tables: 

Table 1: Race, Ethnicity, and Gender of Career SES Corps, Actual as of 
October 1, 2000; Those Estimated to Remain Employed on October 1, 2007, 
after Accounting for Attrition; and Estimates for October 1, 2007, if 
Those Departing Are Replaced at Actual Rates for Fiscal Years 1995-
2000: 

Table 2: Race, Ethnicity, and Gender of GS-15s, Actual as of October 1, 
2000; Those Estimated to Remain Employed on October 1, 2007, after 
Accounting for Attrition; and Estimates for October 1, 2007, if Those 
Departing Are Replaced at Actual Rates for Fiscal Years 1995-2000: 

Table 3: Race, Ethnicity, and Gender of GS-14s, Actual as of October 1, 
2000; Those Estimated to Remain Employed on October 1, 2007, after 
Accounting for Attrition; and Estimates for October 1, 2007, if Those 
Departing Are Replaced at Actual Rates for Fiscal Years 1995-2000: 

Table 4: Number of SES, Percentages of Women and Minorities on October 
1, 2000, and Percentages of Women and Minorities on October 1, 2007, 
Assuming SES Appointment Trends for Fiscal Years 1995-2000 Continue, by 
CFO Agency: 

Table 5: Confidence Intervals: Estimated Race, Ethnicity, and Gender of 
Career SES Corps on October 1, 2007, after Attrition: 

Table 6: Confidence Intervals: Projected Race, Ethnicity, and Gender of 
Career SES Corps on October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 7: Confidence Intervals: Estimated Race, Ethnicity, and Gender of 
GS-15s on October 1, 2007, after Attrition: 

Table 8: Confidence Intervals: Projected Race, Ethnicity, and Gender of 
GS-15s on October 1, 2007, if Those Departing Are Replaced at Actual 
Rates for Fiscal Years 1995-2000: 

Table 9: Confidence Intervals: Estimated Race, Ethnicity, and Gender of 
GS-14s on October 1, 2007, after Attrition: 

Table 10: Confidence Intervals: Projected Race, Ethnicity, and Gender 
of GS-14s on October 1, 2007, if Those Departing Are Replaced at Actual 
Rates for Fiscal Years 1995-2000: 

Table 11: Department of Agriculture—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 12: Department of Agriculture—Race, Ethnicity, and Gender of GS-
15s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 13: Department of Agriculture—Race, Ethnicity, and Gender of GS-
14s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 14: Agency for International Development—Race, Ethnicity, and 
Gender of Career SES Corps, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are 
Replaced at Actual Rates for Fiscal Years 1995-2000: 

Table 15: Agency for International Development—Race, Ethnicity, and 
Gender of GS-15s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 16: Agency for International Development—Race, Ethnicity, and 
Gender of GS-14s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 17: Department of Commerce—Race, Ethnicity, and Gender of Career 
SES Corps, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 18: Department of Commerce—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 19: Department of Commerce—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 20: Department of Defense—Race, Ethnicity, and Gender of Career 
SES Corps, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 21: Department of Defense—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 22: Department of Defense—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 23: Department of Education—Race, Ethnicity, and Gender of Career 
SES Corps, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 24: Department of Education—Race, Ethnicity, and Gender of GS-
15s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition, and Estimates for 
October 1, 2007; if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 25: Department of Education—Race, Ethnicity, and Gender of GS-
14s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition, and Estimates for 
October 1, 2007; if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 26: Department of Energy—Race, Ethnicity, and Gender of Career 
SES Corps, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition, and 
Estimates for October 1, 2007; if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 27: Department of Energy—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition, and Estimates for 
October 1, 2007; if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 28: Department of Energy—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition, and Estimates for 
October 1, 2007; if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 29: Environmental Protection Agency—Race, Ethnicity, and Gender 
of Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 30: Environmental Protection Agency—Race, Ethnicity, and Gender 
of GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 31: Environmental Protection Agency—Race, Ethnicity, and Gender 
of GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 32: Federal Emergency Management Agency—Race, Ethnicity, and 
Gender of Career SES Corps, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are 
Replaced at Actual Rates for Fiscal Years 1995-2000: 

Table 33: Federal Emergency Management Agency—Race, Ethnicity, and 
Gender of GS-15s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at Actual
Rates for Fiscal Years 1995-2000: 

Table 34: Federal Emergency Management Agency—Race, Ethnicity, and 
Gender of GS-14s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at Actual
Rates for Fiscal Years 1995-2000: 

Table 35: General Services Administration—Race, Ethnicity, and Gender 
of Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 36: General Services Administration—Race, Ethnicity, and Gender 
of GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 37: General Services Administration—Race, Ethnicity, and Gender 
of GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 38: Department of Health and Human Services—Race, Ethnicity, and 
Gender of Career SES Corps, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are
Replaced at Actual Rates for Fiscal Years 1995-2000: 

Table 39: Department of Health and Human Services—Race, Ethnicity, and 
Gender of GS-15s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at Actual
Rates for Fiscal Years 1995-2000: 

Table 40: Department of Health and Human Services—Race, Ethnicity, and 
Gender of GS-14s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at Actual
Rates for Fiscal Years 1995-2000: 

Table 41: Department of Housing and Urban Development—Race, Ethnicity, 
and Gender of Career SES Corps, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are 
Replaced at Actual Rates for Fiscal Years 1995-2000: 

Table 42: Department of Housing and Urban Development—Race, Ethnicity, 
and Gender of GS-15s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at Actual
Rates for Fiscal Years 1995-2000: 

Table 43: Department of Housing and Urban Development—Race, Ethnicity, 
and Gender of GS-14s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at Actual
Rates for Fiscal Years 1995-2000: 

Table 44: Department of the Interior—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 45: Department of the Interior—Race, Ethnicity, and Gender of GS-
15s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 46: Department of the Interior—Race, Ethnicity, and Gender of GS-
14s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 47: Department of Justice—Race, Ethnicity, and Gender of Career 
SES Corps, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 48: Department of Justice—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 49: Department of Justice—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 50: Department of Labor—Race, Ethnicity, and Gender of Career SES 
Corps, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for
Fiscal Years 1995-2000: 

Table 51: Department of Labor—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 52: Department of Labor—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 53: National Aeronautics and Space Administration—Race, 
Ethnicity, and Gender of Career SES Corps, Actual as of October 1, 
2000; Those Estimated to Remain Employed on October 1, 2007, after 
Accounting for Attrition; and Estimates for October 1, 2007, if Those 
Departing Are Replaced at Actual Rates for Fiscal Years 1995-2000: 

Table 54: National Aeronautics and Space Administration—Race, 
Ethnicity, and Gender of GS-15s, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are 
Replaced at Actual Rates for Fiscal Years 1995-2000: 

Table 55: National Aeronautics and Space Administration—Race, 
Ethnicity, and Gender of GS-14s, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are 
Replaced at Actual Rates for Fiscal Years 1995-2000: 

Table 56: Nuclear Regulatory Commission—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 57: Nuclear Regulatory Commission—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 58: Nuclear Regulatory Commission—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 59: National Science Foundation—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 60: National Science Foundation—Race, Ethnicity, and Gender of GS-
15s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 61: National Science Foundation—Race, Ethnicity, and Gender of GS-
14s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for
Fiscal Years 1995-2000: 

Table 62: Office of Personnel Management—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 63: Office of Personnel Management—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 64: Office of Personnel Management—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 65: Small Business Administration—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 66: Small Business Administration—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 67: Small Business Administration—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 68: Social Security Administration—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 69: Social Security Administration—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 70: Social Security Administration—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 71: Department of State—Race, Ethnicity, and Gender of Career SES 
Corps, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 72: Department of State—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 73: Department of State—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 74: Department of Transportation—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 75: Department of Transportation—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 76: Department of Transportation—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 77: Department of the Treasury—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 78: Department of the Treasury—Race, Ethnicity, and Gender of GS-
15s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 79: Department of the Treasury—Race, Ethnicity, and Gender of GS-
14s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Table 80: Department of Veterans Affairs—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 81: Department of Veterans Affairs—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Table 82: Department of Veterans Affairs—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Figure: 

Figure 1: Governmentwide Changes in the SES from Fiscal Years 2000 
through 2007: 

Abbreviations: 

AAPI: Asian American and Pacific Islander: 

AID: Agency for International Development: 

CFO: Chief Financial Officer: 

CPDF: Central Personnel Data File: 

EEO: Equal Employment Opportunity: 

EEOC: Equal Employment Opportunity Commission: 

EPA: Environmental Protection Agency: 

FBI: Federal Bureau of Investigation: 

FEMA: Federal Emergency Management Agency: 

GS: General Schedule: 

GSA: General Services Administration: 

HHS: Department of Health and Human Services: 

HUD: Department of Housing and Urban Development: 

NASA: National Aeronautics and Space Administration: 

NRC: Nuclear Regulatory Commission: 

NSF: National Science Foundation: 

OPM: Office of Personnel Management: 

SBA: Small Business Administration: 

SES: Senior Executive Service: 

SSA: Social Security Administration: 

VA: Department of Veterans Affairs: 

[End of section] 

United States General Accounting Office: 
Washington, D.C. 20548: 

January 17, 2003: 

The Honorable Danny K. Davis: 
Ranking Minority Member: 
Subcommittee on Civil Service, Census and Agency Organization: 
Committee on Government Reform: 
House of Representatives: 

The Honorable Elijah E. Cummings: 
House of Representatives: 

The Honorable Eleanor Holmes Norton: 
House of Representatives: 

The Honorable Edolphus Towns: 
House of Representatives: 

The federal government’s civilian workforce faces large losses over the
next 5 years, primarily through retirements. We estimated in an earlier
report that, from fiscal years 1999 through 2006, 15 percent of the
workforce would retire. The Senior Executive Service (SES) generally
represents the most experienced, and one of the older in age, segments 
of the workforce, and retirements are expected to be even higher for SES
members. This has important implications for government management
and emphasizes the need for good succession planning for this leadership
group. Racial, ethnic, and gender diversity in the SES corps is 
important because they are the people who run the government’s 
programs, and diversity in the senior leadership is an important 
component for the effective operation of the government. Diversity can 
bring a wider variety of perspectives and approaches to bear on policy 
development and implementation, strategic planning, problem solving, 
and decision making and can be an organizational strength that 
contributes to achieving results. 

You asked us to explore the implications for diversity, as defined by 
race, ethnicity, [Footnote 1] and gender, of the expected loss of SES 
members over the next several years. Our objectives were to (1) 
estimate by race, ethnicity, and gender the number of members of the 
career SES who will leave government service from October 1, 2000, 
through September 30, 2007, and what the profile of the SES will be if 
appointment trends do not change, (2) make the same estimates for the 
pool from which the vast majority of SES replacements will come (i.e., 
those in the General Schedule (GS) at grades GS-15 and GS-14), and (3) 
obtain from the Office of Personnel Management (OPM), the Equal 
Employment Opportunity Commission (EEOC), and four selected agencies 
their observations on our estimates and on SES diversity during this 
time of change. 

To address the objectives, we developed a model to estimate 
statistically the number of career SES members by race, ethnicity, and 
gender who would leave the government, primarily through retirement but 
including other reasons, such as moving to private sector employment 
and death. We used actual separation experience from fiscal years 1996 
through 2000 as the basis for the model. We made estimates for both the 
executive branch overall and by agency for the 24 Chief Financial 
Officer (CFO) agencies. [Footnote 2] We then used actual SES 
appointment data by race, ethnicity, and gender for fiscal years 1995 
through 2000 to project what the SES profile would be by October 1, 
2007, if appointment trends do not change. We used the same techniques 
to estimate losses to and replacements for the GS-15 and GS-14 pool of 
potential SES replacements. We asked OPM and EEOC to comment on our 
estimates and their implications for diversity in the SES. We also 
asked OPM and EEOC to provide information on any efforts they had under 
way or planned to address diversity considering the magnitude of 
estimated SES losses. In addition, we visited four federal agencies—two 
with relatively high proportions of women and/or racial and ethnic 
minorities in the SES and two with relatively low proportions—and 
sought the same information from them as we had from OPM. Our work
was performed from October 2001 through December 2002 in accordance
with generally accepted government auditing standards. Details on our
methodology in general and our modeling and projection methods in
particular are presented in appendix I. 

Results in Brief: 

We estimate that more than half of the career SES members employed on
October 1, 2000, will have left service by October 1, 2007, and that 
using current SES appointment trends, the only significant changes in 
diversity will be an increase in the number of white women and an 
essentially equal decrease in white men. The proportions of minority 
women and men will remain virtually unchanged in the SES corps. On 
October 1, 2000, there were over 6,100 members in the career SES corps 
with minority men and women constituting about 14 percent, white women 
about 19 percent, and white men about 67 percent. By October 1, 2007, 
our model predicts that the government will have lost over 3,300, or 
about 55 percent, of its SES corps with the majority of the losses 
being white males. If agencies replace SES members with the same mix of 
appointments by race, ethnicity, and gender as they did during fiscal 
years 1995 through 2000, the number of racial and ethnic minorities 
will increase only minimally (0.7 percentage point) by October 1, 2007. 
Representation of white women will increase by about 4 percentage 
points with a 5 percentage point decrease in white men. Figure 1 
illustrates the SES profile for October 2000 and the projected profile 
by October 2007. 

Figure 1: Governmentwide Changes in the SES from Fiscal Years 2000 
through 2007: 

[See PDF for image] 

This figure is a series of pie-charts depicting the following 
information: 

From 2000 through 2007 55% of SES employees governmentwide will retire 
or leave office. White female SES percentage will increase if current 
selection trends continue. However, the minority percentage will change 
little.

Year 2000: 
White males: 62.1%; 
White females: 19.1%; 
Minority male and female: 13.8%. 

Year 2007 without replacements: 
White males: 62.7% (Down 4.3%); 
White females: 23.9% (up 4.8%); 
Minority male and female: 13.3% (down 0.6%). 

Year 2007 with replacements: 
White males: 67.1% (down 5%); 
White females: 23.1% (up 4%); 
Minority male and female: 14.6% (up 0.7%). 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data. Percentages 
may not add to 100 because of rounding. 

[End of figure] 

Our estimates for the 24 CFO agencies showed substantial variation in 
SES losses across agencies in both the proportion that would be leaving 
and the effect on the racial, ethnic, and gender profile, with 10 
agencies estimated to have decreases in the proportion of minorities in 
their SES corps and 12 estimated to have increases. The precision of 
our estimates of SES departures at individual agencies by racial, 
ethnic, and gender groups is likely to be less precise than for our 
overall SES estimates because of the smaller numbers involved. 
Nevertheless, the agency-specific numbers should be indicative of what 
agency profiles will look like on October 1, 2007, if current 
appointment trends continue. 

Our estimates for attrition in the SES successor pool indicate outcomes
similar to those for the SES. We estimate that of the almost 52,000 GS-
15s on board on October 1, 2000, about 24,000 (or about 46 percent) 
will be gone by October 1, 2007. Similarly, of the over 83,000 GS-14s, 
over 28,400 (or 34 percent) will leave. The number of minorities in the 
residual GS-15 and GS-14 workforce will provide agencies the 
opportunity to select minority members for the SES. For example, we 
estimate that of those on board on October 1, 2000, over 4,600 of the 
minority GS-15s will still be in federal service by October 1, 2007, 
and promotions to GS-15 and GS-14 could provide some additional 
minority candidates for the SES. We estimate that if promotion trends 
continue, by October 1, 2007, the proportion of minority GS-15s will 
increase by about 1.5 percentage points to 17.3 percent and of minority 
GS-14s by about 1 percentage point to 18.8 percent. 

OPM has recommended a number of steps that departments and agencies
can take to maintain and enhance diversity in their career SES and lower
level workforces. These include recruitment efforts specifically 
directed at underrepresented groups, inclusion of diversity in 
workforce and executive succession planning, monitoring the numbers of 
women and minorities in the existing workforce and among those selected 
for hiring and promotion, and holding executives accountable for 
diversity in the workforces they manage. The four federal agencies we 
visited had elements of most or all of the recommended actions and in 
fact had many of them for a number of years. All four agencies 
recognized that they needed to enhance diversity in at least some 
categories and that more efforts than those taken in the past are 
needed if diversity is to be increased. 

EEOC, OPM, and three of the four agencies visited commented on a draft 
of the report. All generally agreed with the report and that there was 
a need for additional efforts to ensure diversity in the SES. 

Background: 

In a 2001 report, we estimated that by the end of fiscal year 2006 
about 31 percent of the 24 CFO agencies’ employees working in 1998, or 
493,000 people, will be eligible to retire, and about half of the 
eligible employees (236,000 people, the equivalent of 15 percent of the 
1998 workforce) would actually retire. [Footnote 3] We included the SES 
in our analysis, but did not separately analyze or break out data for 
the SES. In 2000, we reported on SES retirement eligibility and pointed 
out that because individuals normally do not enter the SES until well 
into their careers, SES retirement eligibility is much higher than for 
the workforce in general. [Footnote 4] Our analysis showed that 71 
percent of the almost 6,000 career SES members employed as of October 
1, 1998, would reach regular retirement eligibility by the end of 
fiscal year 2005. We concluded that the retirement eligibility trends 
of the SES point to the importance of agencies placing appropriate 
emphasis and attention on SES succession planning because SES 
retirements will result in a loss of leadership continuity, 
institutional knowledge, and expertise among the government’s top 
career managers. The importance that we place on workforce planning, 
including planning related to employee retirement, is illustrated by 
our designation of strategic human capital management as a 
governmentwide high-risk area that needs urgent attention to ensure 
that the federal government functions economically, efficiently, and 
effectively. [Footnote 5] 

The Civil Service Reform Act of 1978 that established the SES states,
among other things, that the policy of the federal government is to 
ensure equal employment opportunity in the workforce. It is generally 
recognized that a diverse SES corps can be an organizational strength 
that contributes to achieving results. In fact, we consider diversity 
so important that we identify it in our model for federal agencies on 
strategic human capital management as one of the eight critical success 
factors for strategic management. [Footnote 6] The demographics of the 
public served by the federal government are changing, and diversity has 
evolved from public policy to a business need. SES losses over the next 
several years present both a challenge for the federal government in 
filling the vacant positions and an opportunity to affect, through 
selections to the SES, the diversity of the corps. 

Government Has Important Opportunity To Affect SES Diversity, but 
Little Will Change If Current Appointment Trends Continue: 

Because of the wave of retirements and normal attrition for other 
reasons, the federal government will have the challenge and opportunity 
to replace over half of its SES corps during fiscal years 2001 through 
2007. Our simulation estimates that almost 3,400 of the 6,100 career 
SES members as of October 2000 will have left the service by October 
2007. While a large portion of the GS-15s and GS-14s who represent the 
primary pool of replacements will also have left by October 2007, 
substantial numbers of minorities and women will be among the potential 
SES candidates in that pool. However, if current SES appointment trends 
continue, the proportion of the SES represented by minorities will 
remain essentially unchanged. 

Table 1 presents the results by racial, ethnic, and gender groups of our
simulation of SES attrition and projection of SES appointments using
current trends. The simulation estimates that 56 percent of the SES
members who held positions at the start of fiscal year 2001 will leave
service during the ensuing 7 years. The table also shows that the
racial/ethnic profile of those SES members who will remain in the 
service throughout the 7-year period will be about the same as it was 
for all SES members in October 2000. This is because minorities will be 
leaving at essentially the same rate overall as white members. Thus, 
any change in minority representation will be the result of new 
appointments to the SES. However, as the last columns of table 1 show, 
if current appointment trends continue, the result of replacing over 
half of the SES will be a corps whose racial and ethnic profile is 
virtually the same as it was before. The outlook regarding gender 
diversity is somewhat different because the percentage represented by 
white women is estimated to increase by 4 percentage points and the 
percentage of minority women minimally by 0.5 percentage point. The 
proportion representing minority men is estimated to be virtually 
unchanged, only a 0.2 percentage point increase while white men’s 
proportion will decrease by 5 percentage points. 

Table 1: Race, Ethnicity, and Gender of Career SES Corps, Actual as of 
October 1, 2000; Those Estimated to Remain Employed on October 1, 2007, 
after Accounting for Attrition; and Estimates for October 1, 2007, if 
Those Departing Are Replaced at Actual Rates for Fiscal Years 1995-
2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 4,097; 
On board on October 1, 2000, Percentage: 67.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1,704; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
62.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3,794; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 62.1. 

Career SES: White women; 
On board on October 1, 2000, Number: 1,164; 
On board on October 1, 2000, Percentage: 19.1; 
Remaining after estimated attrition on October 1, 2007, Number: 648; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1,409; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 23.1. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 333; 
On board on October 1, 2000, Percentage: 5.5; 
Remaining after estimated attrition on October 1, 2007, Number: 144; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 347; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.7. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 179; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 85; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 205; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.4. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 112; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 48; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 123; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.0. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 43; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 43; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 70; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 26; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 65; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.1. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 33; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 39; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.6. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 54; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 47; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.8. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 21; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 

As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 21; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.3. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 


As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.4. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 6,110; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2,716; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 6,110; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Men; 
On board on October 1, 2000, Number: 4,666; 
On board on October 1, 2000, Percentage: 76.4; 
Remaining after estimated attrition on October 1, 2007, Number: 1,943; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
71.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4,376; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 71.6. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 569; 
On board on October 1, 2000, Percentage: 9.3; 
Remaining after estimated attrition on October 1, 2007, Number: 239; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 582; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 9.5. 

Career SES: Women; 
On board on October 1, 2000, Number: 1,440; 
On board on October 1, 2000, Percentage: 23.6; 
Remaining after estimated attrition on October 1, 2007, Number: 769; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
28.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1,717; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 28.1. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 276; 
On board on October 1, 2000, Percentage: 4.5; 
Remaining after estimated attrition on October 1, 2007, Number: 121; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 308; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.0. 

Source: GAO. 

Note: Information obtained from analysis of OPM’s Central Personnel 
Data File data. 

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

[End of table] 

To ascertain what the racial, ethnic, and gender profile of the 
candidate pool for SES replacements will look like, we performed the 
same simulations and projections for GS-15s and GS-14s as we did for 
the SES. Over 80 percent of career SES appointments of federal 
employees come from the ranks of GS-15s. [Footnote 7] Similarly, those 
promoted to GS-15 are GS-14s over 90 percent of the time. Table 2 
presents the results for GS-15s and table 3 for GS-14s. The results for 
both are similar to those for the SES, but a somewhat lower proportion 
will leave because GS-15s and GS-14s are generally younger and have 
somewhat different propensities to leave than SES members. 

Table 2: Race, Ethnicity, and Gender of GS-15s, Actual as of October 1, 
2000; Those Estimated to Remain Employed on October 1, 2007, after 
Accounting for Attrition; and Estimates for October 1, 2007, if Those 
Departing Are Replaced at Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 33,567; 
On board on October 1, 2000, Percentage: 64.8; 
Remaining after estimated attrition on October 1, 2007, Number: 16,731; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
61.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 31,383; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 60.6. 

GS-15: White women; 
On board on October 1, 2000, Number: 10,062; 
On board on October 1, 2000, Percentage: 19.4; 
Remaining after estimated attrition on October 1, 2007, Number: 5,884; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11,399; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 22.0. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 1,711; 
On board on October 1, 2000, Percentage: 3.3; 
Remaining after estimated attrition on October 1, 2007, Number: 981; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,004; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.9. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 1,500; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 909; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,799; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.5. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 1,197; 
On board on October 1, 2000, Percentage: 2.3; 
Remaining after estimated attrition on October 1, 2007, Number: 702; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,375; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.7. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 470; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 285; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 560; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.1. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 2,063; 
On board on October 1, 2000, Percentage: 4.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,090; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,872; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 836; 
On board on October 1, 2000, Percentage: 1.6; 
Remaining after estimated attrition on October 1, 2007, Number: 500; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 879; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.7. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 278; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 152; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 352; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.7. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 103; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 54; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 116; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 39; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 39; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 88; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 51,826; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 27,327; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 51,827; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Men; 
On board on October 1, 2000, Number: 38,816; 
On board on October 1, 2000, Percentage: 74.9; 
Remaining after estimated attrition on October 1, 2007, Number: 19,656; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
71.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 36,986; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 71.4. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 5,249; 
On board on October 1, 2000, Percentage: 10.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2,925; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5,603; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.8. 

CGS-15: Women; 
On board on October 1, 2000, Number: 12,971; 
On board on October 1, 2000, Percentage: 25.0; 
Remaining after estimated attrition on October 1, 2007, Number: 7,632; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
27.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 14,753; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 28.5. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 2,909; 
On board on October 1, 2000, Percentage: 5.6; 
Remaining after estimated attrition on October 1, 2007, Number: 1,748; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,354; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.5. 

Source: GAO. 

Note: Information obtained from analysis of OPM’s Central Personnel 
Data File data. 

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

[End of table] 

Almost half of the GS-15s (24,499, or 47 percent) and about a third of 
GS-14s (28,419, or 34 percent) will have left government service by 
October 2007 according to our simulation. Minority representation among 
those GS-15s who remain will be about the same as it was in fiscal year 
2001, indicating that whites and minorities will leave at about the 
same rates. However, the proportion of the remaining GS-14s represented 
by minorities will increase somewhat (by 1.5 percentage points) and the 
proportion of both grades represented by white and minority women will 
also increase. Moreover, if current promotion trends to GS-15 and GS-14 
continue, marginal gains by almost all of the racial and ethnic groups 
would result. Our simulation shows that significant numbers of minority 
GS-15s (4,673) and GS-14s (10,567) will be employed throughout fiscal 
years 2000 through 2007, and our projection of promotions also shows 
substantial numbers of minorities at the GS-15 (8,957) and GS-14 
(15,672) levels. These numbers indicate that significant numbers of 
minority candidates for appointment to the SES should be available. 

Table 3: Race, Ethnicity, and Gender of GS-14s, Actual as of October 1, 
2000; Those Estimated to Remain Employed on October 1, 2007, after 
Accounting for Attrition; and Estimates for October 1, 2007, if Those 
Departing Are Replaced at Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 49,548; 
On board on October 1, 2000, Percentage: 59.6; 
Remaining after estimated attrition on October 1, 2007, Number: 31,297; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
57.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 47,799; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 57.5. 

GS-14: White women; 
On board on October 1, 2000, Number: 18,759; 
On board on October 1, 2000, Percentage: 22.6; 
Remaining after estimated attrition on October 1, 2007, Number: 12,828; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 19,559; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 23.5. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 3,401; 
On board on October 1, 2000, Percentage: 4.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2,365; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,549; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.3. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 4.067; 
On board on October 1, 2000, Percentage: 4.9; 
Remaining after estimated attrition on October 1, 2007, Number: 2,921; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4,293; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.2. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 2,117; 
On board on October 1, 2000, Percentage: 2.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1,551; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,374; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.9. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 884; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 674; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,010; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.2. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 2,426; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 1,696; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2,372; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.9. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 1,036; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 775; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1,144; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.4. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 579; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 385; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 


As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 615; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 294; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 200; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 315; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 75; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 75; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 156; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 83,186; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 54,767; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 83,186; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Men; 
On board on October 1, 2000, Number: 58,071; 
On board on October 1, 2000, Percentage: 69.8; 
Remaining after estimated attrition on October 1, 2007, Number: 37,294; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
68.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 56,709; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 68.2. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 8,523; 
On board on October 1, 2000, Percentage: 10.2; 
Remaining after estimated attrition on October 1, 2007, Number: 5,997; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 8,910; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.7. 

GS-14: Women; 
On board on October 1, 2000, Number: 25,040; 
On board on October 1, 2000, Percentage: 30.1; 
Remaining after estimated attrition on October 1, 2007, Number: 17,398; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
27.931.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 26,321; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 31.6. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 6,281; 
On board on October 1, 2000, Percentage: 7.6; 
Remaining after estimated attrition on October 1, 2007, Number: 4,570; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 6,762; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.1. 

Source: GAO. 

Note: Information obtained from analysis of OPM’s Central Personnel 
Data File data. 

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

[End of table] 

With respect to gender, the percentage of white women at GS-15 is 
projected to increase by 2.6 percentage points and at GS-14 by 1.0 
percentage point. The proportions of minority women will increase by 0.9
percentage point for GS-15s and 0.6 percentage point for GS-14s while
those for minority men will increase 0.7 percentage point for GS-15s 
and 0.5 percentage point for GS-14s. White men will represent 4.2 
percentage points less of GS-15s and 2.1 percentage points less of GS-
14s. 

Picture at 24 CFO Agencies Varies, but Estimated Diversity Changes 
Usually Small: 

The results of our simulation of SES attrition and our projection of
appointments to the SES over the October 1, 2000, through September 30,
2007, period show variation across the 24 CFO agencies, as illustrated 
in table 4. However, as with the governmentwide numbers discussed in the
previous section, agencies tend to increase the proportion of women in 
the SES, particularly white women, and decrease the proportion of white 
men. The proportion represented by minorities tended to change 
relatively little. The precision of our estimates of SES attrition at 
individual agencies by racial, ethnic, and gender groups is likely to 
be less precise than for our overall SES estimates because of the 
smaller numbers involved. 

Nevertheless, the agency-specific numbers should be indicative of what
agency profiles will look like on October 1, 2007, if current 
appointment trends continue. 

Table 4: Number of SES, Percentages of Women and Minorities on October 
1, 2000, and Percentages of Women and Minorities on October 1, 2007, 
Assuming SES Appointment Trends for Fiscal Years 1995-2000 Continue, by 
CFO Agency: 

CFO agency: Agriculture; 
Number of SES: 283; 
Percentage as of October 1, 2000, Women: 25.4; 
Percentage as of October 1, 2000, Minorities: 20.1; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 30.0 (+4.6); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 23.0 
(+2.8). 

CFO agency: AID; 
Number of SES: 25; 
Percentage as of October 1, 2000, Women: 20.0; 
Percentage as of October 1, 2000, Minorities: 20.0; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 20.0 (+0.8); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 4.2 (-
15.8). 

CFO agency: Commerce; 
Number of SES: 296; 
Percentage as of October 1, 2000, Women: 23.3; 
Percentage as of October 1, 2000, Minorities: 12.5; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 30.9 (+7.6); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 15.1 
(+2.6). 

CFO agency: Defense; 
Number of SES: 1,144; 
Percentage as of October 1, 2000, Women: 16.3; 
Percentage as of October 1, 2000, Minorities: 6.1; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 20.7 (+4.4); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 6.1 (0.0). 

CFO agency: Education; 
Number of SES: 60; 
Percentage as of October 1, 2000, Women: 28.3; 
Percentage as of October 1, 2000, Minorities: 21.7; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 32.3 (+3.9); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 21.0 (-
0.7). 

CFO agency: Energy; 
Number of SES: 391; 
Percentage as of October 1, 2000, Women: 18.9; 
Percentage as of October 1, 2000, Minorities: 10.7; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 25.8 (+6.9); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 9.5 
(_1.3). 

CFO agency: EPA; 
Number of SES: 255; 
Percentage as of October 1, 2000, Women: 29.8; 
Percentage as of October 1, 2000, Minorities: 15.3; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 35.7 (+5.9); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 23.1 
(+7.8). 

CFO agency: FEMA; 
Number of SES: 32; 
Percentage as of October 1, 2000, Women: 21.9; 
Percentage as of October 1, 2000, Minorities: 3.1; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 28.1 (+6.3); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 3.1 (0.0). 

CFO agency: GSA; 
Number of SES: 84; 
Percentage as of October 1, 2000, Women: 28.6; 
Percentage as of October 1, 2000, Minorities: 14.3; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 32.9 (+4.4); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 12.9 
(-1.3). 

CFO agency: HHS; 
Number of SES: 399; 
Percentage as of October 1, 2000, Women: 36.1; 
Percentage as of October 1, 2000, Minorities: 21.3; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 41.2 (+5.1); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 22.9 
(+1.6). 

CFO agency: HUD; 
Number of SES: 73; 
Percentage as of October 1, 2000, Women: 28.8; 
Percentage as of October 1, 2000, Minorities: 35.6; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 38.2 (+9.4); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 40.8 
(+5.2). 

CFO agency: Interior; 
Number of SES: 191; 
Percentage as of October 1, 2000, Women: 31.9; 
Percentage as of October 1, 2000, Minorities: 22.0; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 39.3 (+7.3); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 23.6 
(+1.6). 

CFO agency: Justice; 
Number of SES: 407; 
Percentage as of October 1, 2000, Women: 22.6; 
Percentage as of October 1, 2000, Minorities: 15.2; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 25.0 (+2.4); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 16.7 
(+1.4). 

CFO agency: Labor; 
Number of SES: 132; 
Percentage as of October 1, 2000, Women: 28.0; 
Percentage as of October 1, 2000, Minorities: 21.2; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 32.8 (+4.8); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 26.0 
(+4.7). 

CFO agency: NASA; 
Number of SES: 394; 
Percentage as of October 1, 2000, Women: 19.5; 
Percentage as of October 1, 2000, Minorities: 13.2; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 23.5 (+4.0); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 12.9 
(-0.3). 

CFO agency: NRC; 
Number of SES: 139; 
Percentage as of October 1, 2000, Women: 13.7; 
Percentage as of October 1, 2000, Minorities: 11.5; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 17.3 (+3.8); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 8.6 
(-2.9). 

CFO agency: NSF; 
Number of SES: 79; 
Percentage as of October 1, 2000, Women: 30.4; 
Percentage as of October 1, 2000, Minorities: 13.9; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 35.0 (+4.6); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 10.0 
(-3.9). 

CFO agency: OPM; 
Number of SES: 36; 
Percentage as of October 1, 2000, Women: 41.7; 
Percentage as of October 1, 2000, Minorities: 19.4; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 45.7 (+4.0); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 17.1 
(-2.3). 

CFO agency: SBA; 
Number of SES: 39; 
Percentage as of October 1, 2000, Women: 33.3; 
Percentage as of October 1, 2000, Minorities: 33.3; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 36.6 (+3.3); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 34.1 
(+0.8). 

CFO agency: SSA; 
Number of SES: 118; 
Percentage as of October 1, 2000, Women: 35.6; 
Percentage as of October 1, 2000, Minorities: 33.1; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 41.0 (+5.4); 


Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 30.8 
(-2.3). 

CFO agency: State; 
Number of SES: 101; 
Percentage as of October 1, 2000, Women: 28.7; 
Percentage as of October 1, 2000, Minorities: 5.0; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 30.0 (+1.3); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 3.0 
(-2.0). 

CFO agency: Transportation; 
Number of SES: 178; 
Percentage as of October 1, 2000, Women: 27.0; 
Percentage as of October 1, 2000, Minorities: 14.5; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 29.2 (+2.2); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 17.4 
(+2.8). 

CFO agency: Treasury; 
Number of SES: 537; 
Percentage as of October 1, 2000, Women: 23.3; 
Percentage as of October 1, 2000, Minorities: 12.8; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 24.3 (+1.0); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 14.2 
(+1.3). 

CFO agency: VA; 
Number of SES: 247; 
Percentage as of October 1, 2000, Women: 14.6; 
Percentage as of October 1, 2000, Minorities: 9.7; 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Women (change): 21.4 (+6.8); 
Percentage on October 1, 2007, appointments using current trends, and 
percentage change from October 1, 2000, Minorities (change): 11.7 
(+2.0). 

Source: GAO. 

Note: 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, 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, OPM is the Office of Personnel 
Management, SBA is the Small Business Administration, SSA is the Social 
Security Administration, and VA is the Department of Veterans Affairs. 
Information obtained from analysis of OPM’s CPDF data. 

[End of table] 

The racial, ethnic, and gender profiles of the career SES at the 24 CFO
agencies varied significantly on October 1, 2000. The representation of
women ranged from 13.7 percent to 36.1 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. 
Detailed data on each CFO agency in the same format as tables 1, 2, and 
3 are included in appendix II. 

Our simulation results also varied for the proportion of SES members who
will leave service by October 1, 2007, but most of the CFO agencies are
estimated to lose at least half of their SES corps. The effect on
representation of minorities and women in the residual SES also varies 
but exhibits little change at most agencies for minorities from the 
October 1, 2000, profile. Only 3 agencies exhibited increases in 
minority representation of more than 1 percentage point. Increases for 
women were higher once again with only 1 agency having an increase of 
less than 3 percentage points. Most of the changes for women were 
accounted for by white women. 

Our projection of what the SES would look like if current appointment
trends continued through October 1, 2007, also showed variation with 12
agencies having increased minority representation and 10 having less.
While projected changes for women are often appreciable, with 16 
agencies having gains of 4 percentage points or more and no decreases, 
projected minority representation changes in the SES at most of the CFO 
agencies are small, exceeding a 2 percentage point increase at only 6 
agencies, with 10 agencies having decreases. 

The diversity picture for GS-15s and GS-14s is somewhat better than that
for the SES at most agencies. The main differences from the SES are 
that a smaller proportion of the GS-15 and GS-14 population is 
estimated to leave government service and projected representation of 
minorities tends to be somewhat greater for those grades compared to 
the SES. Even after considering estimated attrition, agencies tend to 
have substantial numbers of minorities and women in the SES replacement 
pool and projected promotions to GS-15 and GS-14 increase those 
numbers. As mentioned above, appendix II presents detailed information 
on GS-15s and GS-14s at the CFO agencies. Again, our estimates for the 
GS-15 and GS-14 populations at individual agencies are likely to be 
less precise than our governmentwide figures because of the smaller 
numbers involved but should be indicative of what agency profiles will 
look like in October 2007. 

OPM and the Federal Agencies Said That Further Action Is Needed to 
Promote SES Diversity: 

OPM has recently reaffirmed its commitment to diversity in the career 
SES, and has provided guidance to federal departments and agencies on
maintaining and increasing workforce diversity. The four federal 
agencies we visited had implemented, or were in the process of 
implementing, many if not all of the steps recommended by OPM in its 
guidance. OPM, EEOC, and the four federal agencies we visited all said 
that our analysis was an accurate reflection of the likely future 
composition of the career SES if current patterns of selection and 
attrition continue. They all said that more diversity was needed in the 
SES and that based on our estimates more efforts would need to be taken 
if diversity is to increase. 

OPM Guidance and Agency Response: 

In an April 2002 memorandum to federal departments and agencies, the 
Director of OPM reaffirmed OPM’s commitment to diversity in the SES.
About 2 years before, in June 2000, OPM provided comprehensive guidance
to federal departments and agencies for building and maintaining a 
diverse workforce. [Footnote 8] OPM recommended the following: 

* incorporate diversity program activities and objectives into agency
workforce planning and executive succession planning; 

* incorporate diversity into recruitment planning and activities, and 
use tools and techniques that are more likely to discover and attract a 
more diverse field of candidates (i.e., visits to majority-minority 
campuses, partnerships with minority organizations, and advertisement 
in specialty media); 

* continually monitor the agency workforce profile, and the numbers of
women and minorities participating in agency development programs; and; 

* build accountability for hiring, retaining, and developing a diverse, 
high-quality workforce into the performance management system for 
managers and supervisors. 

We visited the departments of Energy, the Interior, and Veterans Affairs
(VA) and the Social Security Administration (SSA), each of which has had
efforts in these OPM-recommended areas under way, often for a number of
years. According to agency officials, three of the four agencies have
diversity goals for their career SES. Officials at all four agencies 
told us that they have in place, or are putting in place, agencywide 
human capital planning and executive succession management, which 
includes diversity as an element in planning. All four agencies have 
programs for entry-level minority recruiting and for leadership 
development, which they believe will lead to an increased minority 
presence in leadership and executive ranks sometime in the future. 
Officials at all four agencies said that building a diverse workforce 
was an element in their current performance evaluation for agency 
executives. All four agencies either have in place or are putting in 
place human capital information systems that will be able to generate,
periodically or on request, reports to management officials on the 
diversity of the current workforce at any level, and on the ethnic and 
gender composition of recent agency hires. (See app. III for details on 
the responses of OPM and the four agencies concerning workforce 
diversity in general and SES diversity in particular.) 

Response to GAO’s Analysis: 

OPM officials, after reviewing our analysis of present SES diversity and
projections of future SES composition, said that women and minorities
continued to be underrepresented in the federal executive corps. They 
said that it would be unsatisfactory if the racial, ethnic, and gender 
composition of the career SES in 2007 were as we projected. EEOC 
expressed concern about the trends suggested by our analyses to the 
extent that they may point to the presence of arbitrary barriers that 
limit qualified members of any group from advancing into the SES. 

Energy, Interior, VA, and SSA said that our analysis of their current 
and future career SES diversity was reasonable. All of the agencies 
agreed that improvements needed to be made in their current SES 
diversity. All of them also said that the composition of the career SES 
that we projected if present selection trends continued would not be 
acceptable. Moreover, all four agreed that they would need to undertake 
additional efforts beyond those currently used if diversity is, in 
fact, to be enhanced. 

Agency Comments: 

We asked OPM, EEOC, and the four agencies we visited for comments on a
draft of this report. The Director of OPM’s comments are reprinted in
appendix IV. Also, the comments of EEOC’s Acting Director of 
Communications and Legislative Affairs are reprinted in appendix V, 
those from the Commissioner of SSA in appendix VI, those from the 
Secretary of Veterans Affairs in appendix VII, and those from the 
Director, Office of Management, Budget and Evaluation, Department of 
Energy, are in appendix VIII. The Department of the Interior said that 
it had no comments on the draft report. 

OPM said that it concurs with our findings and welcomes the attention 
this report will bring to a critical opportunity facing the federal 
workforce and federal hiring officials. The Director said that 
increasing diversity in the executive ranks continues to be a top 
priority for OPM and that the agency has been proactive in its efforts 
to help federal agencies obtain and retain a diverse workforce, 
particularly in the senior ranks. She also said that talk is not 
enough, only results matter and that OPM itself in the past year has 
expanded its efforts to attract senior managers from government and the
private sector and changed its SES performance standards to reflect a
priority recruitment of qualified minorities. The comments cited several
efforts OPM had under way to promote diversity, such as leading the
Interagency Task Force on Hispanic Employment and reaching out to the
next generation of public servants—college and university 
undergraduates—as they begin to choose career paths by such actions as
hosting a reception in January 2003 for students from Historically Black
Colleges and Universities to introduce them to and explain the hiring
process for the federal government. 

EEOC said that the projected large losses in the SES ranks present the
government with both a challenge and an opportunity to further 
strengthen the SES through employment practices that will ensure that 
the SES corps is staffed with the best and brightest talent available 
regardless of race, ethnicity, gender, or disability. EEOC went on to 
say that in the years ahead, federal agencies will need to continue 
their vigilance in ensuring a level playing field for all federal 
workers and should explore proactive strategies, such as succession 
planning, SES development, and mentoring programs for midlevel 
employees, to ensure a diverse group of highly qualified candidates for 
SES positions. EEOC listed a number of initiatives it said it had begun 
recently to help agencies identify and remove barriers to free and open 
competition in the federal workplace. However, most of these 
initiatives were related to the equal employment opportunity (EEO) 
compliant process and EEO data reporting and only tangentially to SES
diversity. 

SSA said that it agrees with the reports findings and conclusions, 
including the value of all the OPM recommended actions we cite in the 
report. SSA said that it has been implementing such actions since late 
1998. SSA also commented that it agrees with all of the information we 
present about SSA’s efforts to increase SES diversity. 

Energy said that more needs to be done to enhance SES diversity,
particularly in light of the retirement and other losses anticipated 
over the next 5 years. Energy said that the attrition has important 
implications for government management and emphasizes the need for good 
succession planning as well as racial, ethnic, and gender diversity in 
the SES corps. Energy reiterated the efforts it has under way, 
discussed earlier in this report and in appendix III, to enhance SES 
diversity in the future and said that it is committed to enhancing 
diversity. 

VA commented that it generally agreed with our observations. VA said 
that it is undertaking efforts to increase diversity within its SES 
ranks. 

EEOC, Energy, and VA also made technical comments, which we 
incorporated where appropriate. 

Unless you announce its contents earlier, we will make no further
distribution of this report until 30 days after its date. At that time, 
we will send copies to the Director of OPM, the Chair of EEOC, the 
heads of the 24 CFO agencies covered by the report, and other 
interested committees and members of Congress. We will also make copies 
available to others on request. In addition, the report will be 
available at no charge on the GAO Web site at [hyperlink, 
http://www.gao.gov]. If you have questions, please call me on
(202) 512-6806 or contact Thomas G. Dowdal, Assistant Director, on 
(202) 512-6588 or at dowdalt@gao.gov. Major contributors to this report 
are listed in appendix IX. 

Singed by: 

Victor S. Rezendes: 
Managing Director, Strategic Issues: 

[End of section] 

Appendix I: Objectives, Scope, and Methodology: 

Our objectives were to (1) identify the effect of estimated employment
separations on the racial, ethnic, and gender diversity among the career
Senior Executive Service (SES), GS-15s, and GS-14s in the 24 Chief
Financial Officer (CFO) agencies and governmentwide, (2) determine the
effect of estimated appointments to refill these vacancies on 
diversity, and (3) obtain from the Office of Personnel Management 
(OPM), the Equal Employment Opportunity Commission (EEOC), and four 
selected agencies their observations on our estimates and on SES 
diversity during this time of change. [Footnote 9] 

Analysis of Separation Trends: 

To determine the effect of estimated employment separations and
appointments to fill these vacancies on racial, ethnic, and gender 
diversity, we analyzed personnel data from OPM’s Central Personnel Data 
File (CPDF) to determine past trends and used statistical simulation to 
estimate future trends. [Footnote 10] We analyzed separation data for 
fiscal years 1996 through fiscal year 2000 (the most recent data 
available at the time we started our analyses) for each of the three 
grade levels. [Footnote 11] We included voluntary retirements, other 
retirements, resignations, death, and terminations for poor performance 
or conduct in separations. [Footnote 12] 

For separations, we calculated each employee’s years of service by 
finding the difference between the service computation date (we used 
the 15th of each month as the day) and the date of actual separation. 
Similarly, we calculated age at separation by finding the difference 
between the date of birth (we used the 15th of each month as the day) 
and the date of separation. [Footnote 13] We calculated the age and 
years of service for employees at the end of the fiscal year similarly 
but used September 30 as the end date. 

For each 2-year interval in the years of service and age of those who
separated from service during the period 1996 through 2000, we 
calculated the probability of leaving by dividing the number of workers 
that separated by the number of employees in the workforce with a 
similar combination of years of service and age who were on board at 
the end of the fiscal year preceding the fiscal year of separations. We 
put all staff members who were 67 years and older into a single group. 
We similarly grouped all employees with 32 or more years of service. 
Using regression, we then modeled the rate of separation as a function 
of years of service, age, agency type (civilian or defense), race 
(white or nonwhite), and gender. [Footnote 14] We developed an equation 
that estimates the rate of separation for any age, years of service, as 
well as agency type, race, and gender combination. [Footnote 15] 



Estimation Methodology of Future SES Separations: 

We applied a statistical simulation technique to each of the 83,153 GS-
14, 51,826 GS-15 and 6,110 SES workforce members on board as of 
September 30, 2000 (the end of fiscal year 2000). Each employee’s age 
and years of service as well as race, ethnicity, gender, and agency 
type were used as input into the simulation. [Footnote 16] Based on the 
simulation results, an employee was considered to have “separated” if 
the predicted rate of separation (from zero to 1.0) was greater than a 
simulation-generated random number from zero to 1. If the predicted 
value was less than a generated random number then the individual 
employee was deemed not to have separated. This process was repeated 
for each employee. The process was then continued for those employees 
who were not estimated as having separated in fiscal year 2001, but 
with each employee now being 1 year older and having 1 more year of 
service. As before, the employee’s new age and new years of service 
were used as input into the model and a predicted rate of separation 
was contrasted with a new generated random number to determine whether 
the employee was considered as separated in fiscal year 2002. A 
separation decision was made for each of the remaining employees, and 
each employee was either counted as having separated in fiscal year 
2002 or 1 year was again added to both age and years of service. This 
process was repeated seven times for each year from fiscal years 2001
through 2007. The total number of separations by grade level, agency 
type, race, ethnicity, and gender was calculated across all 7 years. 

To determine how many employees remained after the separations, we
subtracted the number separated for each combination of grade level, 
race, ethnicity, and gender from the total number of staff in the 
agency at that grade level. To determine what percentage of this 
remaining workforce was in each of the race, ethnicity, and gender 
groups, we divided the number remaining for each race, ethnicity, and 
gender by the total number of staff remaining at each agency. 

Analysis of Appointment Trends: 

To estimate the race and gender profile of expected appointments in 
fiscal years 2001 through 2007, we analyzed by agency career 
appointment trends for the SES, GS-15, and GS-14 grade levels by race 
and gender for fiscal years 1995 through 2000. We included conversions, 
appointments (new hires), and promotions into each grade level. We 
combined the data for each fiscal year into a single 6-year total for 
each grade level. We determined what percentage each equal employment 
opportunity (EEO) group (race and ethnicity by gender; for example, 
African-American females) constituted of these past accessions for each 
level. We assumed that the number of separations estimated for fiscal 
years 2001 through 2007 would all be refilled through accessions. 
Therefore, the number of estimated accessions equaled the number of 
estimated separations. To estimate how many accessions would occur for 
each EEO group during fiscal years 2001 through fiscal year 2007, we 
multiplied an agency’s predicted total separations times an EEO group’s 
percentage of an agency’s past accessions. For example, if the 
Department of Commerce was expected to have 100 separations for a 
particular grade level and African-American males were 6 percent of 
Commerce’s past accessions at that grade level, then we estimated that 
Commerce’s accessions to fill these 100 vacancies would include six 
African-American males (100 separations times 0.06). These calculations 
were done for the period from fiscal years 2001 through 2007 as a 
whole, not year by year. 

To assess the effect that accessions to refill the positions vacated by
separations had on the EEO profile, we added these expected career
accessions to the career staff members we expected to remain after
separations in each agency at each grade level at the end of fiscal 
year 2007. We then calculated the percentage for each racial and ethnic 
group by gender in each grade level within each agency. These 
calculations were done for each of the 100 iterations of separation 
predictions for each race, ethnicity, gender, agency, and grade level. 
Because these replacement calculations were done for each of the 100 
iterations, we determined confidence intervals around all estimates 
reported. In general, confidence intervals for EEO groups for specific 
agencies are likely to be less precise than the governmentwide ones. 

Table 5: Confidence Intervals: Estimated Race, Ethnicity, and Gender of 
Career SES Corps on October 1, 2007, after Attrition: 

Career SES: White men; 
Remaining after estimated attrition on October 1, 2007, Number: 1,704; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
62.7; 
95 percent confidence intervals (plus or minus), Number: 51.8; 
95 percent confidence intervals (plus or minus) Percentage: 1.23. 

Career SES: White women; 
Remaining after estimated attrition on October 1, 2007, Number: 648; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.9; 
95 percent confidence intervals (plus or minus), Number: 32.1; 
95 percent confidence intervals (plus or minus) Percentage: 1.04. 



Career SES: African-American men; 
Remaining after estimated attrition on October 1, 2007, Number: 144; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.3; 
95 percent confidence intervals (plus or minus), Number: 14.4; 
95 percent confidence intervals (plus or minus) Percentage: 0.57. 

Career SES: African-American women; 
Remaining after estimated attrition on October 1, 2007, Number: 85; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.1; 
95 percent confidence intervals (plus or minus), Number: 11.2; 
95 percent confidence intervals (plus or minus) Percentage: 0.45. 



Career SES: Hispanic men; 
Remaining after estimated attrition on October 1, 2007, Number: 48; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
95 percent confidence intervals (plus or minus), Number: 8.1; 
95 percent confidence intervals (plus or minus) Percentage: 0.35. 



Career SES: Hispanic women; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
95 percent confidence intervals (plus or minus), Number: 5.4; 
95 percent confidence intervals (plus or minus) Percentage: 0.41. 

Career SES: Asian/Pacific Islander men; 
Remaining after estimated attrition on October 1, 2007, Number: 26; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
95 percent confidence intervals (plus or minus), Number: 6.6; 
95 percent confidence intervals (plus or minus) Percentage: 0.29. 

Career SES: Asian/Pacific Islander women; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
95 percent confidence intervals (plus or minus), Number: 3.9; 
95 percent confidence intervals (plus or minus) Percentage: 0.38. 

Career SES: Native American men; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
95 percent confidence intervals (plus or minus), Number: 5.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.48. 

Career SES: Native American women; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 


95 percent confidence intervals (plus or minus), Number: 3.7; 
95 percent confidence intervals (plus or minus) Percentage: 0.88. 

Career SES: Unknown; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 


95 percent confidence intervals (plus or minus), Number: N/SE; 
95 percent confidence intervals (plus or minus) Percentage: N/SE. 

Career SES: Total[A]; 
Remaining after estimated attrition on October 1, 2007, Number: 2,716; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
95 percent confidence intervals (plus or minus), Number: 63.3[B]; 
95 percent confidence intervals (plus or minus) Percentage: 0.60[C]. 

Career SES: Men; 
Remaining after estimated attrition on October 1, 2007, Number: 1,943; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
71.5; 
95 percent confidence intervals (plus or minus), Number: 55.5; 
95 percent confidence intervals (plus or minus) Percentage: 1.16. 

Career SES: Minority men; 
Remaining after estimated attrition on October 1, 2007, Number: 239; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.8; 
95 percent confidence intervals (plus or minus), Number: 18.7; 
95 percent confidence intervals (plus or minus) Percentage: 0.90. 

Career SES: Women; 
Remaining after estimated attrition on October 1, 2007, Number: 769; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
28.3; 
95 percent confidence intervals (plus or minus), Number: 35.8; 
95 percent confidence intervals (plus or minus) Percentage: 1.16. 

Career SES: Minority women; 
Remaining after estimated attrition on October 1, 2007, Number: 121; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.5; 
95 percent confidence intervals (plus or minus), Number: 14.1; 
95 percent confidence intervals (plus or minus) Percentage: 1.19. 

Source: GAO. 

Legend: N/SE = Not statistically estimated, no basis for confidence 
intervals. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data. 

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

[B] This number is the confidence interval around the total number of 
employees remaining after estimated attrition. It is not the sum of the 
numbers in this column. 

[C] This percentage is the confidence interval around the total 
percentage of employees remaining after estimated attrition. It is not 
the sum of the percentages in this column. 

[End of table] 

Table 6: Confidence Intervals: Projected Race, Ethnicity, and Gender of 
Career SES Corps on October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 3,794; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 62.1; 
95 percent confidence intervals (plus or minus), Number: 28.9; 
95 percent confidence intervals (plus or minus) Percentage: 0.47. 

Career SES: White women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 1,409; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 23.1; 
95 percent confidence intervals (plus or minus), Number: 30.9; 
95 percent confidence intervals (plus or minus) Percentage: 0.48. 

Career SES: African-American men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 347; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.7;
95 percent confidence intervals (plus or minus), Number: 13.6; 
95 percent confidence intervals (plus or minus) Percentage: 0.32. 

Career SES: African-American women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 205; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.4;
95 percent confidence intervals (plus or minus), Number: 14.0; 
95 percent confidence intervals (plus or minus) Percentage: 0.27. 

Career SES: Hispanic men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 123; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.0;
95 percent confidence intervals (plus or minus), Number: 10.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.20. 

Career SES: Hispanic women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 43; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7;
95 percent confidence intervals (plus or minus), Number: 8.1; 
95 percent confidence intervals (plus or minus) Percentage: 0.26. 

Career SES: Asian/Pacific Islander men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 65; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.1;
95 percent confidence intervals (plus or minus), Number: 8.5; 
95 percent confidence intervals (plus or minus) Percentage: 0.17. 

Career SES: Asian/Pacific Islander women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 39; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.6;
95 percent confidence intervals (plus or minus), Number: 8.9; 
95 percent confidence intervals (plus or minus) Percentage: 0.27. 

Career SES: Native American men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 47; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.8;
95 percent confidence intervals (plus or minus), Number: 6.1; 
95 percent confidence intervals (plus or minus) Percentage: 0.29. 

Career SES: Native American women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 21; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.3; 
95 percent confidence intervals (plus or minus), Number: 4.1; 
95 percent confidence intervals (plus or minus) Percentage: 0.73. 

Career SES: Unknown; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.4;
95 percent confidence intervals (plus or minus), Number: N/SE; 
95 percent confidence intervals (plus or minus) Percentage: N/SE. 

Career SES: Total[A]; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 6,110; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0;
95 percent confidence intervals (plus or minus), Number: N/A; 
95 percent confidence intervals (plus or minus) Percentage: N/A. 

Career SES: Men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 4,376; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 71.6;
95 percent confidence intervals (plus or minus), Number: 30.5; 
95 percent confidence intervals (plus or minus) Percentage: 0.50. 

Career SES: Minority men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 582; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 9.5;
95 percent confidence intervals (plus or minus), Number: 20.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.63. 

Career SES: Women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 1,717; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 28.1; 
95 percent confidence intervals (plus or minus), Number: 39.1; 
95 percent confidence intervals (plus or minus) Percentage: 0.64. 

Career SES: Minority women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 308; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.0; 
95 percent confidence intervals (plus or minus), Number: 19.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.90. 

Source: GAO. 

Legend: N/SE = Not statistically estimated, no basis for confidence 
intervals; N/A = Because we assumed that all separations would be 
replaced, these totals are not statistical estimates. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data. 

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

[End of table] 

Table 7: Confidence Intervals: Estimated Race, Ethnicity, and Gender of 
GS-15s on October 1, 2007, after Attrition: 

GS-15: White men; 
Remaining after estimated attrition on October 1, 2007, Number: 16,731; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
61.2; 
95 percent confidence intervals (plus or minus), Number: 170.4; 
95 percent confidence intervals (plus or minus) Percentage: 0.36. 

GS-15: White women; 
Remaining after estimated attrition on October 1, 2007, Number: 5,884; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.5; 
95 percent confidence intervals (plus or minus), Number: 88.6; 
95 percent confidence intervals (plus or minus) Percentage: 0.29. 

GS-15: African-American men; 
Remaining after estimated attrition on October 1, 2007, Number: 981; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.6; 
95 percent confidence intervals (plus or minus), Number: 35.8; 
95 percent confidence intervals (plus or minus) Percentage: 0.13. 

GS-15: African-American women; 
Remaining after estimated attrition on October 1, 2007, Number: 909; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.3; 
95 percent confidence intervals (plus or minus), Number: 31.0; 
95 percent confidence intervals (plus or minus) Percentage: 0.11. 

GS-15: Hispanic men; 
Remaining after estimated attrition on October 1, 2007, Number: 702; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.6; 
95 percent confidence intervals (plus or minus), Number: 27.4; 
95 percent confidence intervals (plus or minus) Percentage: 0.10. 

GS-15: Hispanic women; 
Remaining after estimated attrition on October 1, 2007, Number: 285; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
95 percent confidence intervals (plus or minus), Number: 18.4; 
95 percent confidence intervals (plus or minus) Percentage: 0.09. 

GS-15: Asian/Pacific Islander men; 
Remaining after estimated attrition on October 1, 2007, Number: 1,090; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.0; 
95 percent confidence intervals (plus or minus), Number: 36.8; 
95 percent confidence intervals (plus or minus) Percentage: 0.14. 

GS-15: Asian/Pacific Islander women; 
Remaining after estimated attrition on October 1, 2007, Number: 500; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
95 percent confidence intervals (plus or minus), Number: 25.4; 
95 percent confidence intervals (plus or minus) Percentage: 0.10. 

GS-15: Native American men; 
Remaining after estimated attrition on October 1, 2007, Number: 152; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
95 percent confidence intervals (plus or minus), Number: 16.4; 
95 percent confidence intervals (plus or minus) Percentage: 0.06. 

GS-15: Native American women; 
Remaining after estimated attrition on October 1, 2007, Number: 54; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
95 percent confidence intervals (plus or minus), Number: 7.7; 
95 percent confidence intervals (plus or minus) Percentage: 0.09. 

GS-15: Unknown; 
Remaining after estimated attrition on October 1, 2007, Number: 39; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
95 percent confidence intervals (plus or minus), Number: N/SE; 
95 percent confidence intervals (plus or minus) Percentage: N/SE. 

GS-15: Total[A]; 
Remaining after estimated attrition on October 1, 2007, Number: 27,327; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
95 percent confidence intervals (plus or minus), Number: 214.4[B]; 
95 percent confidence intervals (plus or minus) Percentage: 0.20[C]. 

GS-15: Men; 
Remaining after estimated attrition on October 1, 2007, Number: 19,656; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
71.9; 
95 percent confidence intervals (plus or minus), Number: 183.5; 
95 percent confidence intervals (plus or minus) Percentage: 0.33. 

GS-15: Minority men; 
Remaining after estimated attrition on October 1, 2007, Number: 2,925; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.7; 
95 percent confidence intervals (plus or minus), Number: 66.4; 
95 percent confidence intervals (plus or minus) Percentage: 0.29. 

GS-15: Women; 
Remaining after estimated attrition on October 1, 2007, Number: 7,632; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
27.9; 
95 percent confidence intervals (plus or minus), Number: 104.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.33. 

GS-15: Minority women; 
Remaining after estimated attrition on October 1, 2007, Number: 1,748; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.4; 
95 percent confidence intervals (plus or minus), Number: 47.1; 
95 percent confidence intervals (plus or minus) Percentage: 0.42. 

Source: GAO. 

Legend: N/SE = Not statistically estimated, no basis for confidence 
intervals. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data. 

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

[B] This number is the confidence interval around the total number of 
employees remaining after estimated attrition. It is not the sum of the 
numbers in this column. 

[C] This percentage is the confidence interval around the total 
percentage of employees remaining after estimated attrition. It is not 
the sum of the percentages in this column. 

[End of table] 

Table 8: Confidence Intervals: Projected Race, Ethnicity, and Gender of 
GS-15s on October 1, 2007, if Those Departing Are Replaced at Actual 
Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 31,383; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 60.6; 
95 percent confidence intervals (plus or minus), Number: 95.0; 
95 percent confidence intervals (plus or minus) Percentage: 0.18. 

GS-15: White women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 11,399; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 22.0; 
95 percent confidence intervals (plus or minus), Number: 78.8; 
95 percent confidence intervals (plus or minus) Percentage: 0.15. 

GS-15: African-American men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 2,004; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.9;
95 percent confidence intervals (plus or minus), Number: 35.1; 
95 percent confidence intervals (plus or minus) Percentage: 0.07. 

GS-15: African-American women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 1,799; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.5;
95 percent confidence intervals (plus or minus), Number: 31.1; 
95 percent confidence intervals (plus or minus) Percentage: 0.06. 

GS-15: Hispanic men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 1,375; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.7;
95 percent confidence intervals (plus or minus), Number: 27.6; 
95 percent confidence intervals (plus or minus) Percentage: 0.06. 

GS-15: Hispanic women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 560; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.1;
95 percent confidence intervals (plus or minus), Number: 20.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.07. 

GS-15: Asian/Pacific Islander men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 1,872; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.6;
95 percent confidence intervals (plus or minus), Number: 35.5; 
95 percent confidence intervals (plus or minus) Percentage: 0.09. 

GS-15: Asian/Pacific Islander women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 879; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.7;
95 percent confidence intervals (plus or minus), Number: 26.1; 
95 percent confidence intervals (plus or minus) Percentage: 0.06. 

GS-15: Native American men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 352; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7;
95 percent confidence intervals (plus or minus), Number: 18.7; 
95 percent confidence intervals (plus or minus) Percentage: 0.04. 

GS-15: Native American women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 116; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.2; 
95 percent confidence intervals (plus or minus), Number: 11.2; 
95 percent confidence intervals (plus or minus) Percentage: 0.09. 

GS-15: Unknown; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 88; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.2;
95 percent confidence intervals (plus or minus), Number: N/SE; 
95 percent confidence intervals (plus or minus) Percentage: N/SE. 

GS-15: Total[A]; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 51,827; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0;
95 percent confidence intervals (plus or minus), Number: N/A; 
95 percent confidence intervals (plus or minus) Percentage: N/A. 

GS-15: Men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 39,986; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 71.4;
95 percent confidence intervals (plus or minus), Number: 89.8; 
95 percent confidence intervals (plus or minus) Percentage: 0.17. 

GS-15: Minority men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 5,603; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 10.8;
95 percent confidence intervals (plus or minus), Number: 62.9; 
95 percent confidence intervals (plus or minus) Percentage: 0.21. 

GS-15: Women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 14,753; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 28.5; 
95 percent confidence intervals (plus or minus), Number: 91.8; 
95 percent confidence intervals (plus or minus) Percentage: 0.18. 

GS-15: Minority women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 3,354; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 6.5; 
95 percent confidence intervals (plus or minus), Number: 48.0; 
95 percent confidence intervals (plus or minus) Percentage: 0.39. 

Source: GAO. 

Legend: N/SE = Not statistically estimated, no basis for confidence 
intervals; N/A = Because we assumed that all separations would be 
replaced, these totals are not statistical estimates. 

Note: Information from the Office of Personnel Management’s (OPM) 
Central Personnel Data File (CPDF) data. 

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

[End of table] 

Table 9: Confidence Intervals: Estimated Race, Ethnicity, and Gender of 
GS-14s on October 1, 2007, after Attrition: 

GS-14: White men; 
Remaining after estimated attrition on October 1, 2007, Number: 31,297; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
61.257.195 percent confidence intervals (plus or minus), Number: 160.2; 
95 percent confidence intervals (plus or minus) Percentage: 0.21. 

GS-14: White women; 
Remaining after estimated attrition on October 1, 2007, Number: 12,828; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.4; 
95 percent confidence intervals (plus or minus), Number: 112.0; 
95 percent confidence intervals (plus or minus) Percentage: 0.19. 

GS-14: African-American men; 
Remaining after estimated attrition on October 1, 2007, Number: 2,365; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
95 percent confidence intervals (plus or minus), Number: 44.9; 
95 percent confidence intervals (plus or minus) Percentage: 0.08. 

GS-14: African-American women; 
Remaining after estimated attrition on October 1, 2007, Number: 2,921; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.3; 
95 percent confidence intervals (plus or minus), Number: 53.5; 
95 percent confidence intervals (plus or minus) Percentage: 0.09. 

GS-14: Hispanic men; 
Remaining after estimated attrition on October 1, 2007, Number: 1,551; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.8; 
95 percent confidence intervals (plus or minus), Number: 36.4; 
95 percent confidence intervals (plus or minus) Percentage: 0.07. 

GS-14: Hispanic women; 
Remaining after estimated attrition on October 1, 2007, Number: 674; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
95 percent confidence intervals (plus or minus), Number: 24.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.05. 

GS-14: Asian/Pacific Islander men; 
Remaining after estimated attrition on October 1, 2007, Number: 1,696; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.1; 
95 percent confidence intervals (plus or minus), Number: 35.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.06. 

GS-14: Asian/Pacific Islander women; 
Remaining after estimated attrition on October 1, 2007, Number: 775; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
95 percent confidence intervals (plus or minus), Number: 26.8; 
95 percent confidence intervals (plus or minus) Percentage: 0.04. 

GS-14: Native American men; 
Remaining after estimated attrition on October 1, 2007, Number: 385; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 
95 percent confidence intervals (plus or minus), Number: 24.9; 
95 percent confidence intervals (plus or minus) Percentage: 0.05. 

GS-14: Native American women; 
Remaining after estimated attrition on October 1, 2007, Number: 200; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
95 percent confidence intervals (plus or minus), Number: 16.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.05. 

GS-14: Unknown; 
Remaining after estimated attrition on October 1, 2007, Number: 75; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
95 percent confidence intervals (plus or minus), Number: N/SE; 
95 percent confidence intervals (plus or minus) Percentage: N/SE. 

GS-14: Total[A]; 
Remaining after estimated attrition on October 1, 2007, Number: 54,767; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
95 percent confidence intervals (plus or minus), Number: 199.6[B]; 
95 percent confidence intervals (plus or minus) Percentage: 0.10[C]. 

GS-14: Men; 
Remaining after estimated attrition on October 1, 2007, Number: 37,294; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
68.1; 
95 percent confidence intervals (plus or minus), Number: 175.9; 
95 percent confidence intervals (plus or minus) Percentage: 0.20. 

GS-14: Minority men; 
Remaining after estimated attrition on October 1, 2007, Number: 5,997; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.0; 
95 percent confidence intervals (plus or minus), Number: 70.8; 
95 percent confidence intervals (plus or minus) Percentage: 0.18. 

GS-14: Women; 
Remaining after estimated attrition on October 1, 2007, Number: 17,398; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
31.8; 
95 percent confidence intervals (plus or minus), Number: 122.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.20. 

GS-14: Minority women; 
Remaining after estimated attrition on October 1, 2007, Number: 4,570; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.3; 
95 percent confidence intervals (plus or minus), Number: 62.7; 
95 percent confidence intervals (plus or minus) Percentage: 0.25. 

Source: GAO. 

Legend: N/SE = Not statistically estimated, no basis for confidence 
intervals. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data. 

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

[B] This number is the confidence interval around the total number of 
employees remaining after estimated attrition. It is not the sum of the 
numbers in this column. 

[C] This percentage is the confidence interval around the total 
percentage of employees remaining after estimated attrition. It is not 
the sum of the percentages in this column. 

[End of table] 

Table 10: Confidence Intervals: Projected Race, Ethnicity, and Gender 
of GS-14s on October 1, 2007, if Those Departing Are Replaced at Actual 
Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 47,779; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 57.5; 
95 percent confidence intervals (plus or minus), Number: 113.2; 
95 percent confidence intervals (plus or minus) Percentage: 0.14. 

GS-14: White women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 19,559; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 23.5; 
95 percent confidence intervals (plus or minus), Number: 101.3; 
95 percent confidence intervals (plus or minus) Percentage: 0.12. 

GS-14: African-American men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 3,549; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.3;
95 percent confidence intervals (plus or minus), Number: 43.0; 
95 percent confidence intervals (plus or minus) Percentage: 0.05. 

GS-14: African-American women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 4,293; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.2;
95 percent confidence intervals (plus or minus), Number: 51.8; 
95 percent confidence intervals (plus or minus) Percentage: 0.06. 

GS-14: Hispanic men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 2,374; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.9;
95 percent confidence intervals (plus or minus), Number: 36.5; 
95 percent confidence intervals (plus or minus) Percentage: 0.04. 

GS-14: Hispanic women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 1,010; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.2;
95 percent confidence intervals (plus or minus), Number: 25.7; 
95 percent confidence intervals (plus or minus) Percentage: 0.03. 

GS-14: Asian/Pacific Islander men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 2,372; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.9;
95 percent confidence intervals (plus or minus), Number: 34.6; 
95 percent confidence intervals (plus or minus) Percentage: 0.04. 

GS-14: Asian/Pacific Islander women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 1,144; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.4;
95 percent confidence intervals (plus or minus), Number: 29.9; 
95 percent confidence intervals (plus or minus) Percentage: 0.03. 

GS-14: Native American men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 615; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7;
95 percent confidence intervals (plus or minus), Number: 26.8; 
95 percent confidence intervals (plus or minus) Percentage: 0.04. 

GS-14: Native American women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 315; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.4; 
95 percent confidence intervals (plus or minus), Number: 19.5; 
95 percent confidence intervals (plus or minus) Percentage: 0.04. 

GS-14: Unknown; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 156; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.2;
95 percent confidence intervals (plus or minus), Number: N/SE; 
95 percent confidence intervals (plus or minus) Percentage: N/SE. 

GS-14: Total[A]; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 83,186; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0;
95 percent confidence intervals (plus or minus), Number: N/A; 
95 percent confidence intervals (plus or minus) Percentage: N/A. 

GS-14: Men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 56,709; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 68.2;
95 percent confidence intervals (plus or minus), Number: 108.5; 
95 percent confidence intervals (plus or minus) Percentage: 0.13. 

GS-14: Minority men; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 8,910; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 10.7;
95 percent confidence intervals (plus or minus), Number: 66.5; 
95 percent confidence intervals (plus or minus) Percentage: 0.14. 

GS-14: Women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 26,321; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 31.6; 
95 percent confidence intervals (plus or minus), Number: 110.0; 
95 percent confidence intervals (plus or minus) Percentage: 0.13. 

GS-14: Minority women; 
As of October 1, 2007, with replacements at appointment rates for 
fiscal years 1995-2000, Number: 6,762; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 8.1; 
95 percent confidence intervals (plus or minus), Number: 66.4; 
95 percent confidence intervals (plus or minus) Percentage: 0.23. 

Source: GAO. 

Legend: N/SE = Not statistically estimated, no basis for confidence 
intervals; N/A = Because we assumed that all separations would be 
replaced, these totals are not statistical estimates. 

Note: Information from the Office of Personnel Management’s (OPM) 
Central Personnel Data File (CPDF) data. 

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

[End of table] 

Limitations: 

We used regression analysis to develop a statistical model using five
variables: (1) age at the end of each year for fiscal years 2001 
through 2007, (2) years of service at the end of each year for fiscal 
years 2001 through 2007, (3) race and ethnicity, (4) gender, and (5) 
whether employed by a Defense agency or a non-Defense agency that most 
closely fits actual rates of separation over fiscal years 1996 through 
2000. The objective in developing the statistical model was to minimize 
the squared differences between the actual rates of separation and the 
predicted rates of separation. An index, which is known as the squared 
correlation coefficient and is bounded between zero and one, is one 
useful numerical quantity to assess the strength or predictive power of 
the mathematical model. A perfect fit in a model would yield a squared 
correlation coefficient of 1.00. In our mathematical model, we achieved 
squared correlation coefficients of 0.73 for the SES and 0.75 for both 
the GS-14s and GS-15s. Thus, we were able to capture and predict three-
fourths of the variability in the rates of separation for the 5 years 
of separation data. Therefore, one limitation is that our model does 
not predict with 100 percent accuracy the actual rates of separation, 
although it is uncommon in real world applications to find such a high 
squared correlation as our model achieved when dealing with behavioral 
data such as separating from federal government employment. 

The accuracy of our projections are also limited by the assumptions we
made. Because the model is based on past trends, the estimates of future
separations and appointments assume that factors affecting past trends
will continue into the future. If one or more assumptions are incorrect,
then the projections would change. The model does not account for
possible changes in the future such as substantial pay increases, major
changes in personnel policies, substantial changes in the number of
employees, or large government reorganizations, such as creation of the
Department of Homeland Security. For example, our past work has shown
that a major increase in SES pay reduces the rate of retirements (and 
thus separations) in the first 3 years after the pay hike, followed by 
an increase in subsequent years. [Footnote 17] 

Many nonwork factors can influence an employee’s decision to separate
from the government. Factors such as an individual’s health or 
children’s age/college status may affect the decision of when to 
separate. Data for these other factors were not available to be 
included in the statistical model. Other nonwork factors, such as 
future stock market performance, were not included. 

Because we did not include transfers from one agency to another as
separations, the estimated separations for individual agencies are 
probably not as precise as separations governmentwide. Similarly, 
because we did not include promotions from GS-14 to GS-15 or 
appointments to the SES from GS-14 or GS-15, separations for GS-14s and 
GS-15s are probably underestimated. 

We asked OPM and EEOC to comment on our estimates and their
implications for diversity in the SES. We also asked OPM and EEOC to
provide information on any efforts they had planned or under way to
address diversity, considering the magnitude of estimated SES losses. In
addition, we visited four federal agencies—two with relatively high
proportions of women and/or racial and ethnic minorities in the SES and
two with relatively low proportions—and sought the same information
from them as we had from OPM. Our work was performed from October
2001 through September 2002 in accordance with generally accepted
government auditing standards. 

[End of section] 

Appendix II: Demographic Profiles of Career SES, GS-15, and GS-14 Staff 
at the 24 CFO Agencies: 

Table 11: Department of Agriculture—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 168; 
On board on October 1, 2000, Percentage: 59.4; 
Remaining after estimated attrition on October 1, 2007, Number: 62; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
55.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 150; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 53.0. 

Career SES: White women; 
On board on October 1, 2000, Number: 58; 
On board on October 1, 2000, Percentage: 20.5; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
24.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 68; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 24.0. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 9.9; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 30; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 10.6. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 3.9; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.3. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.2. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.5. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 283; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 112; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 283; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 57; 
On board on October 1, 2000, Percentage: 20.1; 
Remaining after estimated attrition on October 1, 2007, Number: 23; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
20.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 65; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 23.0. 

Career SES: Men; 
On board on October 1, 2000, Number: 211; 
On board on October 1, 2000, Percentage: 74.6; 
Remaining after estimated attrition on October 1, 2007, Number: 78; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
69.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 198; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 70.0. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 43; 
On board on October 1, 2000, Percentage: 15.2; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 48; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 17.0. 

Career SES: Women; 
On board on October 1, 2000, Number: 72; 
On board on October 1, 2000, Percentage: 25.4; 
Remaining after estimated attrition on October 1, 2007, Number: 34; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
30.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 85; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 30.0. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 4.9; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 6.0. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 12: Department of Agriculture—Race, Ethnicity, and Gender of GS-
15s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 1,302; 
On board on October 1, 2000, Percentage: 72.0; 
Remaining after estimated attrition on October 1, 2007, Number: 565; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
66.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,191; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 65.8. 

GS-15: White women; 
On board on October 1, 2000, Number: 283; 
On board on October 1, 2000, Percentage: 15.6; 
Remaining after estimated attrition on October 1, 2007, Number: 167; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
19.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 350; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 19.3. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 72; 
On board on October 1, 2000, Percentage: 4.0; 
Remaining after estimated attrition on October 1, 2007, Number: 39; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 81; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.5. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 53; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 30; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 71; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.9. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 37; 
On board on October 1, 2000, Percentage: 2.0; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 43; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.4. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 41; 
On board on October 1, 2000, Percentage: 2.3; 
Remaining after estimated attrition on October 1, 2007, Number: 20; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 46; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.5. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 1,809; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 854; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,810; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 223; 
On board on October 1, 2000, Percentage: 12.3; 
Remaining after estimated attrition on October 1, 2007, Number: 121; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 267; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 14.8. 

GS-15: Men; 
On board on October 1, 2000, Number: 1,460; 
On board on October 1, 2000, Percentage: 80.7; 
Remaining after estimated attrition on October 1, 2007, Number: 650; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
76.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,372; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 75.8. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 158; 
On board on October 1, 2000, Percentage: 8.7; 
Remaining after estimated attrition on October 1, 2007, Number: 85; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 181; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.0. 

GS-15: Women; 
On board on October 1, 2000, Number: 348; 
On board on October 1, 2000, Percentage: 19.2; 
Remaining after estimated attrition on October 1, 2007, Number: 203; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 436; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 24.1. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 65; 
On board on October 1, 2000, Percentage: 3.6; 
Remaining after estimated attrition on October 1, 2007, Number: 36; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 86; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.8. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 13: Department of Agriculture—Race, Ethnicity, and Gender of GS-
14s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 2,188; 
On board on October 1, 2000, Percentage: 63.6; 
Remaining after estimated attrition on October 1, 2007, Number: 1,336; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
60.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,051; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 59.6. 

GS-14: White women; 
On board on October 1, 2000, Number: 695; 
On board on October 1, 2000, Percentage: 20.2; 
Remaining after estimated attrition on October 1, 2007, Number: 488; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 763; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 22.2. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 122; 
On board on October 1, 2000, Percentage: 3.5; 
Remaining after estimated attrition on October 1, 2007, Number: 79; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 134; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.9. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 153; 
On board on October 1, 2000, Percentage: 4.4; 
Remaining after estimated attrition on October 1, 2007, Number: 112; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 178; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.2. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 82; 
On board on October 1, 2000, Percentage: 2.4; 
Remaining after estimated attrition on October 1, 2007, Number: 59; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 98; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.8. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 22; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 27; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.8. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 95; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 62; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 95; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.8. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 35; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 42; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.2. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 32; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 20; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 33; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 3,439; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2,213; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,440; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 549; 
On board on October 1, 2000, Percentage: 16.0; 
Remaining after estimated attrition on October 1, 2007, Number: 382; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 616; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.9. 

GS-14: Men; 
On board on October 1, 2000, Number: 2,519; 
On board on October 1, 2000, Percentage: 72.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1,556; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
70.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,411; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 70.1. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 331; 
On board on October 1, 2000, Percentage: 9.6; 
Remaining after estimated attrition on October 1, 2007, Number: 220; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 360; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.5. 

GS-14: Women; 
On board on October 1, 2000, Number: 913; 
On board on October 1, 2000, Percentage: 26.5; 
Remaining after estimated attrition on October 1, 2007, Number: 650; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
29.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,019; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 29.6. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 218; 
On board on October 1, 2000, Percentage: 6.3; 
Remaining after estimated attrition on October 1, 2007, Number: 162; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 256; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.4. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 14: Agency for International Development—Race, Ethnicity, and 
Gender of Career SES Corps, Actual as of October 1,
2000; Those Estimated to Remain Employed on October 1, 2007, after 
Accounting for Attrition; and Estimates for October 1,
2007, if Those Departing Are Replaced at Actual Rates for Fiscal Years 
1995-2000

Career SES: White men; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 64.0; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
85.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 14; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 58.3. 

Career SES: White women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 16.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 20.8. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 8.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.2. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 4.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 4.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 4.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 16.7. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 25; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 24; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 20.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.2. 

Career SES: Men; 
On board on October 1, 2000, Number: 20; 
On board on October 1, 2000, Percentage: 80.0; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
85.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 62.5. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 16.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.2. 

Career SES: Women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 20.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 20.8. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 4.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 15: Agency for International Development—Race, Ethnicity, and 
Gender of GS-15s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 257; 
On board on October 1, 2000, Percentage: 60.0; 
Remaining after estimated attrition on October 1, 2007, Number: 136; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
58.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 233; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 54.8. 

GS-15: White women; 
On board on October 1, 2000, Number: 94; 
On board on October 1, 2000, Percentage: 22.2; 
Remaining after estimated attrition on October 1, 2007, Number: 54; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 108; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 25.4. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 24; 
On board on October 1, 2000, Percentage: 5.7; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 261; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.1. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 19; 
On board on October 1, 2000, Percentage: 4.5; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 23; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.4. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 2.6; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.6. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 2.1; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.4. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.6. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.9. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 424; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 233; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 425; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 73; 
On board on October 1, 2000, Percentage: 17.2; 
Remaining after estimated attrition on October 1, 2007, Number: 43; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 80; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 18.8. 

GS-15: Men; 
On board on October 1, 2000, Number: 303; 
On board on October 1, 2000, Percentage: 71.5; 
Remaining after estimated attrition on October 1, 2007, Number: 163; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
70.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 282; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 66.4. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 46; 
On board on October 1, 2000, Percentage: 10.8; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 49; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.5. 

GS-15: Women; 
On board on October 1, 2000, Number: 121; 
On board on October 1, 2000, Percentage: 28.5; 
Remaining after estimated attrition on October 1, 2007, Number: 70; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
30.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 139; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 32.7. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 27; 
On board on October 1, 2000, Percentage: 6.4; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 31; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.3. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 16: Agency for International Development—Race, Ethnicity, and 
Gender of GS-14s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 290; 
On board on October 1, 2000, Percentage: 52.3; 
Remaining after estimated attrition on October 1, 2007, Number: 195; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
50.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 267; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 48.2. 

GS-14: White women; 
On board on October 1, 2000, Number: 160; 
On board on October 1, 2000, Percentage: 28.8; 
Remaining after estimated attrition on October 1, 2007, Number: 116; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
30.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 170; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 30.7. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 23; 
On board on October 1, 2000, Percentage: 4.1; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 24; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.3. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 36; 
On board on October 1, 2000, Percentage: 6.5; 
Remaining after estimated attrition on October 1, 2007, Number: 25; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 37; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.7. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 15; 
On board on October 1, 2000, Percentage: 2.7; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.1. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.7. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 17; 
On board on October 1, 2000, Percentage: 3.1; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.1. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.8. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 555; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 387; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 554; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 105; 
On board on October 1, 2000, Percentage: 18.9; 
Remaining after estimated attrition on October 1, 2007, Number: 76; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
19.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 110; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 19.9. 

GS-14: Men; 
On board on October 1, 2000, Number: 346; 
On board on October 1, 2000, Percentage: 62.3; 
Remaining after estimated attrition on October 1, 2007, Number: 236; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
61.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 326; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 58.8. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 56; 
On board on October 1, 2000, Percentage: 10.1; 
Remaining after estimated attrition on October 1, 2007, Number: 41; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 590; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.6. 

GS-14: Women; 
On board on October 1, 2000, Number: 209; 
On board on October 1, 2000, Percentage: 37.7; 
Remaining after estimated attrition on October 1, 2007, Number: 151; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
39.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 221; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 39.9. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 49; 
On board on October 1, 2000, Percentage: 8.8; 
Remaining after estimated attrition on October 1, 2007, Number: 35; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 51; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.2. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 17: Department of Commerce—Race, Ethnicity, and Gender of Career 
SES Corps, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 201; 
On board on October 1, 2000, Percentage: 67.9; 
Remaining after estimated attrition on October 1, 2007, Number: 76; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
60.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 177; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 59.4. 

Career SES: White women; 
On board on October 1, 2000, Number: 58; 
On board on October 1, 2000, Percentage: 19.6; 
Remaining after estimated attrition on October 1, 2007, Number: 33; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
26.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 76; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 25.5. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 17; 
On board on October 1, 2000, Percentage: 5.7; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 6.0. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.7. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.0. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.0. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 296; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 125; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 298; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 37; 
On board on October 1, 2000, Percentage: 12.5; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 45; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 15.1. 

Career SES: Men; 
On board on October 1, 2000, Number: 227; 
On board on October 1, 2000, Percentage: 76.7; 
Remaining after estimated attrition on October 1, 2007, Number: 86; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
68.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 206; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 69.1. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 8.8; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 29; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 9.7. 

Career SES: Women; 
On board on October 1, 2000, Number: 69; 
On board on October 1, 2000, Percentage: 23.3; 
Remaining after estimated attrition on October 1, 2007, Number: 39; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
31.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 92; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 30.9. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 3.7; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 16; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.4. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 18: Department of Commerce—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 1,573; 
On board on October 1, 2000, Percentage: 68.5; 
Remaining after estimated attrition on October 1, 2007, Number: 799; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
64.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,413; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 61.5. 

GS-15: White women; 
On board on October 1, 2000, Number: 408; 
On board on October 1, 2000, Percentage: 17.8; 
Remaining after estimated attrition on October 1, 2007, Number: 253; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
20.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 528; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 23.0. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 69; 
On board on October 1, 2000, Percentage: 3.0; 
Remaining after estimated attrition on October 1, 2007, Number: 38; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 69; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.0. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 53; 
On board on October 1, 2000, Percentage: 2.3; 
Remaining after estimated attrition on October 1, 2007, Number: 35; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 73; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.2. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 39; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 23; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 48; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.1. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.7. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 111; 
On board on October 1, 2000, Percentage: 4.8; 
Remaining after estimated attrition on October 1, 2007, Number: 67; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 109; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.7. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 42; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.8. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 2,298; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,247; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,299; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 316; 
On board on October 1, 2000, Percentage: 13.8; 
Remaining after estimated attrition on October 1, 2007, Number: 194; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 357; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 15.5. 

GS-15: Men; 
On board on October 1, 2000, Number: 1,794; 
On board on October 1, 2000, Percentage: 78.1; 
Remaining after estimated attrition on October 1, 2007, Number: 928; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
74.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,640; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 71.3. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 221; 
On board on October 1, 2000, Percentage: 9.6; 
Remaining after estimated attrition on October 1, 2007, Number: 129; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 227; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.9. 

GS-15: Women; 
On board on October 1, 2000, Number: 503; 
On board on October 1, 2000, Percentage: 21.9; 
Remaining after estimated attrition on October 1, 2007, Number: 318; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
25.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 658; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 28.6. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 95; 
On board on October 1, 2000, Percentage: 4.1; 
Remaining after estimated attrition on October 1, 2007, Number: 65; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 130; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.7. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 19: Department of Commerce—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 2,910; 
On board on October 1, 2000, Percentage: 60.7; 
Remaining after estimated attrition on October 1, 2007, Number: 1,993; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
58.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,706; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 56.4. 

GS-14: White women; 
On board on October 1, 2000, Number: 923; 
On board on October 1, 2000, Percentage: 19.2; 
Remaining after estimated attrition on October 1, 2007, Number: 658; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
19.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 986; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 20.6. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 183; 
On board on October 1, 2000, Percentage: 3.8; 
Remaining after estimated attrition on October 1, 2007, Number: 139; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 195; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.1. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 177; 
On board on October 1, 2000, Percentage: 3.7; 
Remaining after estimated attrition on October 1, 2007, Number: 135; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 204; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.3. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 65; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 50; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 69; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.4. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 43; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 32; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 46; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 335; 
On board on October 1, 2000, Percentage: 7.0; 
Remaining after estimated attrition on October 1, 2007, Number: 274; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 397; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.3. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 139; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 111; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 173; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 4,795; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 3,407; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4,797; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 960; 
On board on October 1, 2000, Percentage: 20.0; 
Remaining after estimated attrition on October 1, 2007, Number: 754; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,102; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 23.0. 

GS-14: Men; 
On board on October 1, 2000, Number: 3,503; 
On board on October 1, 2000, Percentage: 73.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2,463; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
72.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,376; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 70.4. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 593; 
On board on October 1, 2000, Percentage: 12.4; 
Remaining after estimated attrition on October 1, 2007, Number: 470; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 670; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 14.0. 

GS-14: Women; 
On board on October 1, 2000, Number: 1,290; 
On board on October 1, 2000, Percentage: 26.9; 
Remaining after estimated attrition on October 1, 2007, Number: 942; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
27.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,418; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 29.6. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 367; 
On board on October 1, 2000, Percentage: 7.7; 
Remaining after estimated attrition on October 1, 2007, Number: 284; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 432; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.0. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 20: Department of Defense—Race, Ethnicity, and Gender of Career 
SES Corps, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 909; 
On board on October 1, 2000, Percentage: 79.5; 
Remaining after estimated attrition on October 1, 2007, Number: 364; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
74.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 859; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 75.0. 

Career SES: White women; 
On board on October 1, 2000, Number: 163; 
On board on October 1, 2000, Percentage: 14.2; 
Remaining after estimated attrition on October 1, 2007, Number: 93; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
19.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 213; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 18.6. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 21; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 22; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.9. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.9. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.8. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.3. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.3. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.3. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 1,144; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 486; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1,145; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 70; 
On board on October 1, 2000, Percentage: 6.1; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 70; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 6.1. 

Career SES: Men; 
On board on October 1, 2000, Number: 956; 
On board on October 1, 2000, Percentage: 83.6; 
Remaining after estimated attrition on October 1, 2007, Number: 382; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
78.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 905; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 79.0. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 47; 
On board on October 1, 2000, Percentage: 4.1; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 46; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.0. 

Career SES: Women; 
On board on October 1, 2000, Number: 186; 
On board on October 1, 2000, Percentage: 16.3; 
Remaining after estimated attrition on October 1, 2007, Number: 102; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 237; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 20.7. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 23; 
On board on October 1, 2000, Percentage: 2.0; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 24; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.1. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 21: Department of Defense—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 8,795; 
On board on October 1, 2000, Percentage: 79.0; 
Remaining after estimated attrition on October 1, 2007, Number: 3,900; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
76.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 8,380; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 75.3. 

GS-15: White women; 
On board on October 1, 2000, Number: 1,409; 
On board on October 1, 2000, Percentage: 12.7; 
Remaining after estimated attrition on October 1, 2007, Number: 716; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,708; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 15.3. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 231; 
On board on October 1, 2000, Percentage: 2.1; 
Remaining after estimated attrition on October 1, 2007, Number: 125; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 257; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.3. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 124; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 69; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 146; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 158; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 89; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 182; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.6. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 35; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 282; 
On board on October 1, 2000, Percentage: 2.5; 
Remaining after estimated attrition on October 1, 2007, Number: 132; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 274; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.5. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 37; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 48; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 50; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 26; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 56; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 14; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 39; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 11,137; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 5,112; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11,135; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 919; 
On board on October 1, 2000, Percentage: 8.3; 
Remaining after estimated attrition on October 1, 2007, Number: 482; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,008; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.1. 

GS-15: Men; 
On board on October 1, 2000, Number: 9,516; 
On board on October 1, 2000, Percentage: 85.4; 
Remaining after estimated attrition on October 1, 2007, Number: 4,272; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
83.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9,149; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 82.2. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 721; 
On board on October 1, 2000, Percentage: 6.5; 
Remaining after estimated attrition on October 1, 2007, Number: 372; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 769; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.9. 

GS-15: Women; 
On board on October 1, 2000, Number: 1,607; 
On board on October 1, 2000, Percentage: 14.4; 
Remaining after estimated attrition on October 1, 2007, Number: 826; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
16.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,947; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.5. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 198; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 110; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 239; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.1. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 22: Department of Defense—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 13,612; 
On board on October 1, 2000, Percentage: 70.4; 
Remaining after estimated attrition on October 1, 2007, Number: 8,002; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
68.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 13,088; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 67.6. 

GS-14: White women; 
On board on October 1, 2000, Number: 3,409; 
On board on October 1, 2000, Percentage: 17.6; 
Remaining after estimated attrition on October 1, 2007, Number: 2,178; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,793; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 19.6. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 604; 
On board on October 1, 2000, Percentage: 3.1; 
Remaining after estimated attrition on October 1, 2007, Number: 380; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 605; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.1. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 468; 
On board on October 1, 2000, Percentage: 2.4; 
Remaining after estimated attrition on October 1, 2007, Number: 321; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 520; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.7. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 335; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 219; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 360; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.9. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 104; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 78; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 129; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.7. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 554; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 342; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 531; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.7. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 141; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 98; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 160; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.8. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 72; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 45; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 75; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 24; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 30; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 25; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 25; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 57; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 19,348; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 11,704; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 19,348; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 2,302; 
On board on October 1, 2000, Percentage: 11.9; 
Remaining after estimated attrition on October 1, 2007, Number: 1,499; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,410; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.5. 

GS-14: Men; 
On board on October 1, 2000, Number: 15,177; 
On board on October 1, 2000, Percentage: 78.4; 
Remaining after estimated attrition on October 1, 2007, Number: 8,988; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
76.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 14,659; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 75.8. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 1,565; 
On board on October 1, 2000, Percentage: 8.1; 
Remaining after estimated attrition on October 1, 2007, Number: 986; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,571; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.1. 

GS-14: Women; 
On board on October 1, 2000, Number: 4,146; 
On board on October 1, 2000, Percentage: 21.4; 
Remaining after estimated attrition on October 1, 2007, Number: 2,691; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4,632; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 23.9. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 737; 
On board on October 1, 2000, Percentage: 3.8; 
Remaining after estimated attrition on October 1, 2007, Number: 513; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 839; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.3. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 23: Department of Education—Race, Ethnicity, and Gender of Career 
SES Corps, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 32; 
On board on October 1, 2000, Percentage: 53.3; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
53.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 30; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 48.4. 

Career SES: White women; 
On board on October 1, 2000, Number: 15; 
On board on October 1, 2000, Percentage: 25.0; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
32.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 29.0. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 13.3; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 14.5. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.2. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.2. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.6. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 60; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 28; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 62; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 21.7; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 21.0. 

Career SES: Men; 
On board on October 1, 2000, Number: 43; 
On board on October 1, 2000, Percentage: 71.7; 
Remaining after estimated attrition on October 1, 2007, Number: 19; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
67.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 41; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 66.1. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 18.3; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 17.7. 

Career SES: Women; 
On board on October 1, 2000, Number: 17; 
On board on October 1, 2000, Percentage: 28.3; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
32.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 20; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 32.3. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 3.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.2. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 24: Department of Education—Race, Ethnicity, and Gender of GS-
15s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition, and Estimates for 
October 1, 2007; if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 212; 
On board on October 1, 2000, Percentage: 46.1; 
Remaining after estimated attrition on October 1, 2007, Number: 112; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
45.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 204; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 44.4. 

GS-15: White women; 
On board on October 1, 2000, Number: 150; 
On board on October 1, 2000, Percentage: 32.6; 
Remaining after estimated attrition on October 1, 2007, Number: 82; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
33.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 150; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 32.7. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 31; 
On board on October 1, 2000, Percentage: 6.7; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 32; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.0. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 40; 
On board on October 1, 2000, Percentage: 8.7; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 44; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.6. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.4. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.1. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 1.5; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.5. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.9. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 460; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 245; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 459; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 98; 
On board on October 1, 2000, Percentage: 21.3; 
Remaining after estimated attrition on October 1, 2007, Number: 51; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
20.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 105; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 22.9. 

GS-15: Men; 
On board on October 1, 2000, Number: 259; 
On board on October 1, 2000, Percentage: 56.3; 
Remaining after estimated attrition on October 1, 2007, Number: 137; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
55.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 255; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 55.6. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 47; 
On board on October 1, 2000, Percentage: 10.2; 
Remaining after estimated attrition on October 1, 2007, Number: 25; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 51; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.1. 

GS-15: Women; 
On board on October 1, 2000, Number: 201; 
On board on October 1, 2000, Percentage: 43.7; 
Remaining after estimated attrition on October 1, 2007, Number: 108; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
44.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 204; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 44.4. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 51; 
On board on October 1, 2000, Percentage: 11.1; 
Remaining after estimated attrition on October 1, 2007, Number: 26; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 54; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.8. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 25: Department of Education—Race, Ethnicity, and Gender of GS-
14s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition, and Estimates for 
October 1, 2007; if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 300; 
On board on October 1, 2000, Percentage: 38.2; 
Remaining after estimated attrition on October 1, 2007, Number: 185; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
36.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 281; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 35.8. 

GS-14: White women; 
On board on October 1, 2000, Number: 254; 
On board on October 1, 2000, Percentage: 32.3; 
Remaining after estimated attrition on October 1, 2007, Number: 170; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
33.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 270; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 34.4. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 68; 
On board on October 1, 2000, Percentage: 8.7; 
Remaining after estimated attrition on October 1, 2007, Number: 43; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 68; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.7. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 117; 
On board on October 1, 2000, Percentage: 14.9; 
Remaining after estimated attrition on October 1, 2007, Number: 76; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 118; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 15.0. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 12; 
On board on October 1, 2000, Percentage: 1.5; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.4. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.4. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 786; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 505; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 786; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 232; 
On board on October 1, 2000, Percentage: 29.5; 
Remaining after estimated attrition on October 1, 2007, Number: 150; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
29.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 235; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 29.9. 

GS-14: Men; 
On board on October 1, 2000, Number: 390; 
On board on October 1, 2000, Percentage: 49.6; 
Remaining after estimated attrition on October 1, 2007, Number: 242; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
47.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 372; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 47.3. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 90; 
On board on October 1, 2000, Percentage: 11.5; 
Remaining after estimated attrition on October 1, 2007, Number: 57; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 91; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.6. 

GS-14: Women; 
On board on October 1, 2000, Number: 396; 
On board on October 1, 2000, Percentage: 50.4; 
Remaining after estimated attrition on October 1, 2007, Number: 263; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
52.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 414; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 52.7. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 142; 
On board on October 1, 2000, Percentage: 18.1; 
Remaining after estimated attrition on October 1, 2007, Number: 93; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 144; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 18.3. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 26: Department of Energy—Race, Ethnicity, and Gender of Career 
SES Corps, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition, and 
Estimates for October 1, 2007; if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 283; 
On board on October 1, 2000, Percentage: 72.4; 
Remaining after estimated attrition on October 1, 2007, Number: 125; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
69.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 259; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 66.2. 

Career SES: White women; 
On board on October 1, 2000, Number: 66; 
On board on October 1, 2000, Percentage: 16.9; 
Remaining after estimated attrition on October 1, 2007, Number: 37; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
20.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 94; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 24.0. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 3.6; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.8. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.3. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 2.3; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.8. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.5. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 2.0; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.3. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.8. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.3. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 391; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 180; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 391; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 42; 
On board on October 1, 2000, Percentage: 10.7; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 37; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 9.5. 

Career SES: Men; 
On board on October 1, 2000, Number: 317; 
On board on October 1, 2000, Percentage: 81.1; 
Remaining after estimated attrition on October 1, 2007, Number: 140; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
77.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 289; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 73.9. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 34; 
On board on October 1, 2000, Percentage: 8.7; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 30; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 7.7. 

Career SES: Women; 
On board on October 1, 2000, Number: 74; 
On board on October 1, 2000, Percentage: 18.9; 
Remaining after estimated attrition on October 1, 2007, Number: 40; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 101; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 25.8. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 2.0; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.8. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 27: Department of Energy—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition, and Estimates for 
October 1, 2007; if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 1,429; 
On board on October 1, 2000, Percentage: 71.5; 
Remaining after estimated attrition on October 1, 2007, Number: 735; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
68.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,316; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 65.8. 

GS-15: White women; 
On board on October 1, 2000, Number: 325; 
On board on October 1, 2000, Percentage: 16.3; 
Remaining after estimated attrition on October 1, 2007, Number: 193; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 407; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 20.4. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 65; 
On board on October 1, 2000, Percentage: 3.3; 
Remaining after estimated attrition on October 1, 2007, Number: 38; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 68; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.4. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 44; 
On board on October 1, 2000, Percentage: 2.2; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 55; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.8. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 42; 
On board on October 1, 2000, Percentage: 2.1; 
Remaining after estimated attrition on October 1, 2007, Number: 25; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 55; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.8. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.7. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 59; 
On board on October 1, 2000, Percentage: 3.0; 
Remaining after estimated attrition on October 1, 2007, Number: 32; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 53; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.7. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.9. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 1,999; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,073; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,000; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 244; 
On board on October 1, 2000, Percentage: 12.2; 
Remaining after estimated attrition on October 1, 2007, Number: 144; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 273; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 13.7. 

GS-15: Men; 
On board on October 1, 2000, Number: 1,602; 
On board on October 1, 2000, Percentage: 80.1; 
Remaining after estimated attrition on October 1, 2007, Number: 834; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
77.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,498; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 74.9. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 173; 
On board on October 1, 2000, Percentage: 8.7; 
Remaining after estimated attrition on October 1, 2007, Number: 99; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 182; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.1. 

GS-15: Women; 
On board on October 1, 2000, Number: 396; 
On board on October 1, 2000, Percentage: 19.8; 
Remaining after estimated attrition on October 1, 2007, Number: 238; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 498; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 24.9. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 71; 
On board on October 1, 2000, Percentage: 3.6; 
Remaining after estimated attrition on October 1, 2007, Number: 45; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 91; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.6. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 28: Department of Energy—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition, and Estimates for 
October 1, 2007; if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 1,731; 
On board on October 1, 2000, Percentage: 61.7; 
Remaining after estimated attrition on October 1, 2007, Number: 1,129; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
59.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,624; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 57.9. 

GS-14: White women; 
On board on October 1, 2000, Number: 573; 
On board on October 1, 2000, Percentage: 20.4; 
Remaining after estimated attrition on October 1, 2007, Number: 403; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 639; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 22.8. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 84; 
On board on October 1, 2000, Percentage: 3.0; 
Remaining after estimated attrition on October 1, 2007, Number: 61; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 92; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.3. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 106; 
On board on October 1, 2000, Percentage: 3.8; 
Remaining after estimated attrition on October 1, 2007, Number: 74; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 114; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.1. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 91; 
On board on October 1, 2000, Percentage: 3.2; 
Remaining after estimated attrition on October 1, 2007, Number: 70; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 102; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 34; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 43; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.5. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 128; 
On board on October 1, 2000, Percentage: 4.6; 
Remaining after estimated attrition on October 1, 2007, Number: 92; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 122; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.4. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 29; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 23; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 34; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.2. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 20; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 21; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.7. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 2,806; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,902; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,804; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 500; 
On board on October 1, 2000, Percentage: 17.8; 
Remaining after estimated attrition on October 1, 2007, Number: 368; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
19.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 538; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 19.2. 

GS-14: Men; 
On board on October 1, 2000, Number: 2,054; 
On board on October 1, 2000, Percentage: 73.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1,367; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
71.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,961; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 69.9. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 323; 
On board on October 1, 2000, Percentage: 11.5; 
Remaining after estimated attrition on October 1, 2007, Number: 238; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 337; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.0. 

GS-14: Women; 
On board on October 1, 2000, Number: 750; 
On board on October 1, 2000, Percentage: 26.7; 
Remaining after estimated attrition on October 1, 2007, Number: 533; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
28.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 840; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 30.0. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 177; 
On board on October 1, 2000, Percentage: 6.3; 
Remaining after estimated attrition on October 1, 2007, Number: 130; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 201; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.2. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 29: Environmental Protection Agency—Race, Ethnicity, and Gender 
of Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 150; 
On board on October 1, 2000, Percentage: 58.8; 
Remaining after estimated attrition on October 1, 2007, Number: 65; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
53.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 123; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 48.2. 

Career SES: White women; 
On board on October 1, 2000, Number: 66; 
On board on October 1, 2000, Percentage: 25.9; 
Remaining after estimated attrition on October 1, 2007, Number: 37; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
30.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 73; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 28.6. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 7.1; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 25; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 9.8. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 2.0; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.9. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 3.5; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.7. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.4. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.6. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 1.6; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.7. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 255; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 122; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 255; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 39; 
On board on October 1, 2000, Percentage: 15.3; 
Remaining after estimated attrition on October 1, 2007, Number: 20; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
16.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 59; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 23.1. 

Career SES: Men; 
On board on October 1, 2000, Number: 179; 
On board on October 1, 2000, Percentage: 70.2; 
Remaining after estimated attrition on October 1, 2007, Number: 80; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
65.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 164; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 64.3. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 29; 
On board on October 1, 2000, Percentage: 11.4; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 41; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 16.1. 

Career SES: Women; 
On board on October 1, 2000, Number: 76; 
On board on October 1, 2000, Percentage: 29.8; 
Remaining after estimated attrition on October 1, 2007, Number: 42; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
34.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 91; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 35.7. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 3.9; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 7.1. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 30: Environmental Protection Agency—Race, Ethnicity, and Gender 
of GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 1,086; 
On board on October 1, 2000, Percentage: 60.2; 
Remaining after estimated attrition on October 1, 2007, Number: 616; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
57.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 992; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 54.9. 

GS-15: White women; 
On board on October 1, 2000, Number: 508; 
On board on October 1, 2000, Percentage: 28.1; 
Remaining after estimated attrition on October 1, 2007, Number: 325; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
30.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 565; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 31.3. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 41; 
On board on October 1, 2000, Percentage: 2.3; 
Remaining after estimated attrition on October 1, 2007, Number: 26; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 48; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.7. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 80; 
On board on October 1, 2000, Percentage: 4.4; 
Remaining after estimated attrition on October 1, 2007, Number: 55; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 106; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.9. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 27; 
On board on October 1, 2000, Percentage: 1.5; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 25; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.4. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 30; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 29; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.6. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.9. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 1,805; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,078; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,806; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 210; 
On board on October 1, 2000, Percentage: 11.6; 
Remaining after estimated attrition on October 1, 2007, Number: 136; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 247; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 13.7. 

GS-15: Men; 
On board on October 1, 2000, Number: 1,186; 
On board on October 1, 2000, Percentage: 65.7; 
Remaining after estimated attrition on October 1, 2007, Number: 676; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
62.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,096; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 60.7. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 100; 
On board on October 1, 2000, Percentage: 5.5; 
Remaining after estimated attrition on October 1, 2007, Number: 60; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 104; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.8. 

GS-15: Women; 
On board on October 1, 2000, Number: 618; 
On board on October 1, 2000, Percentage: 34.2; 
Remaining after estimated attrition on October 1, 2007, Number: 401; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
37.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 708; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 39.1. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 110; 
On board on October 1, 2000, Percentage: 6.1; 
Remaining after estimated attrition on October 1, 2007, Number: 76; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 143; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.9. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 31: Environmental Protection Agency—Race, Ethnicity, and Gender 
of GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 1,558; 
On board on October 1, 2000, Percentage: 51.9; 
Remaining after estimated attrition on October 1, 2007, Number: 1,044; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
49.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,414; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 47.1. 

GS-14: White women; 
On board on October 1, 2000, Number: 890; 
On board on October 1, 2000, Percentage: 29.7; 
Remaining after estimated attrition on October 1, 2007, Number: 659; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
31.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 970; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 32.3. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 102; 
On board on October 1, 2000, Percentage: 3.4; 
Remaining after estimated attrition on October 1, 2007, Number: 77; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 115; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.8. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 201; 
On board on October 1, 2000, Percentage: 6.7; 
Remaining after estimated attrition on October 1, 2007, Number: 154; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 234; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.8. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 63; 
On board on October 1, 2000, Percentage: 2.1; 
Remaining after estimated attrition on October 1, 2007, Number: 50; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 69; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.3. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 48; 
On board on October 1, 2000, Percentage: 1.6; 
Remaining after estimated attrition on October 1, 2007, Number: 40; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 59; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.0. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 78; 
On board on October 1, 2000, Percentage: 2.6; 
Remaining after estimated attrition on October 1, 2007, Number: 49; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 68; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.3. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 49; 
On board on October 1, 2000, Percentage: 1.6; 
Remaining after estimated attrition on October 1, 2007, Number: 39; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 58; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.9. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 3,001; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2,120; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,000; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 553; 
On board on October 1, 2000, Percentage: 18.4; 
Remaining after estimated attrition on October 1, 2007, Number: 417; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
19.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 616; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 20.5. 

GS-14: Men; 
On board on October 1, 2000, Number: 1,808; 
On board on October 1, 2000, Percentage: 60.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1,225; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
57.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,673; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 55.8. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 250; 
On board on October 1, 2000, Percentage: 8.3; 
Remaining after estimated attrition on October 1, 2007, Number: 181; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 259; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.6. 

GS-14: Women; 
On board on October 1, 2000, Number: 1,193; 
On board on October 1, 2000, Percentage: 39.8; 
Remaining after estimated attrition on October 1, 2007, Number: 895; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
42.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,327; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 44.2. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 303; 
On board on October 1, 2000, Percentage: 10.1; 
Remaining after estimated attrition on October 1, 2007, Number: 236; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 357; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.9. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 32: Federal Emergency Management Agency—Race, Ethnicity, and 
Gender of Career SES Corps, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are 
Replaced at Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 25; 
On board on October 1, 2000, Percentage: 78.1; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
78.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 23; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 71.9. 

Career SES: White women; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 18.8; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 25.0. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 3.1; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.1. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 32; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 14; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 32; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 3.1; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.1. 

Career SES: Men; 
On board on October 1, 2000, Number: 25; 
On board on October 1, 2000, Percentage: 78.1; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
78.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 23; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 71.9. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 21.9; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 28.1. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 3.1; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.1. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 33: Federal Emergency Management Agency—Race, Ethnicity, and 
Gender of GS-15s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 130; 
On board on October 1, 2000, Percentage: 72.2; 
Remaining after estimated attrition on October 1, 2007, Number: 59; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
67.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 116; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 65.6. 

GS-15: White women; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 14.4; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 36; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 20.0. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 7.2; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.2. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 5.0; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.7. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 180; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 87; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 180; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 24; 
On board on October 1, 2000, Percentage: 13.3; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 26; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 14.4. 

GS-15: Men; 
On board on October 1, 2000, Number: 144; 
On board on October 1, 2000, Percentage: 80.0; 
Remaining after estimated attrition on October 1, 2007, Number: 66; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
75.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 132; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 73.3. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 7.8; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 14; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.8. 

GS-15: Women; 
On board on October 1, 2000, Number: 36; 
On board on October 1, 2000, Percentage: 20.0; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
24.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 48; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 26.7. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 5.6; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.7. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 34: Federal Emergency Management Agency—Race, Ethnicity, and 
Gender of GS-14s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 183; 
On board on October 1, 2000, Percentage: 60.8; 
Remaining after estimated attrition on October 1, 2007, Number: 111; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
59.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 173; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 57.9. 

GS-14: White women; 
On board on October 1, 2000, Number: 73; 
On board on October 1, 2000, Percentage: 24.3; 
Remaining after estimated attrition on October 1, 2007, Number: 47; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
25.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 82; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 27.4. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 3.0; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.7. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 6.0; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 19; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.4. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 301; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 186; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 299; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 45; 
On board on October 1, 2000, Percentage: 15.0; 
Remaining after estimated attrition on October 1, 2007, Number: 28; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 44; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 14.7. 

GS-14: Men; 
On board on October 1, 2000, Number: 202; 
On board on October 1, 2000, Percentage: 67.1; 
Remaining after estimated attrition on October 1, 2007, Number: 122; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
65.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 191; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 63.9. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 19; 
On board on October 1, 2000, Percentage: 6.3; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.0. 

GS-14: Women; 
On board on October 1, 2000, Number: 99; 
On board on October 1, 2000, Percentage: 32.9; 
Remaining after estimated attrition on October 1, 2007, Number: 64; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
34.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 108; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 36.1. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 8.6; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 26; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.7. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 35: General Services Administration—Race, Ethnicity, and Gender 
of Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 54; 
On board on October 1, 2000, Percentage: 64.3; 
Remaining after estimated attrition on October 1, 2007, Number: 22; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
61.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 52; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 61.2. 

Career SES: White women; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 21.4; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
27.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 22; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 25.9. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 7.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.9. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 4.8; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.7. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.2. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.2. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 84; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 36; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 85; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 12; 
On board on October 1, 2000, Percentage: 14.3; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 12.9. 

Career SES: Men; 
On board on October 1, 2000, Number: 60; 
On board on October 1, 2000, Percentage: 71.4; 
Remaining after estimated attrition on October 1, 2007, Number: 24; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
66.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 57; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 67.1. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 7.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.9. 

Career SES: Women; 
On board on October 1, 2000, Number: 24; 
On board on October 1, 2000, Percentage: 28.6; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
33.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 28; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 32.9. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 7.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 7.1. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 36: General Services Administration—Race, Ethnicity, and Gender 
of GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 383; 
On board on October 1, 2000, Percentage: 64.4; 
Remaining after estimated attrition on October 1, 2007, Number: 189; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
62.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 353; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 59.4. 

GS-15: White women; 
On board on October 1, 2000, Number: 133; 
On board on October 1, 2000, Percentage: 22.4; 
Remaining after estimated attrition on October 1, 2007, Number: 73; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
24.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 158; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 26.6. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 4.7; 
Remaining after estimated attrition on October 1, 2007, Number: 13; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 31; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.2. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 31; 
On board on October 1, 2000, Percentage: 5.2; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 33; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.6. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.8. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 595; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 302; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 594; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 79; 
On board on October 1, 2000, Percentage: 13.3; 
Remaining after estimated attrition on October 1, 2007, Number: 40; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 83; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 14.0. 

GS-15: Men; 
On board on October 1, 2000, Number: 423; 
On board on October 1, 2000, Percentage: 71.1; 
Remaining after estimated attrition on October 1, 2007, Number: 207; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
68.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 395; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 66.5. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 40; 
On board on October 1, 2000, Percentage: 6.7; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 42; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.1. 

GS-15: Women; 
On board on October 1, 2000, Number: 172; 
On board on October 1, 2000, Percentage: 28.9; 
Remaining after estimated attrition on October 1, 2007, Number: 95; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
31.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 199; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 33.5. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 39; 
On board on October 1, 2000, Percentage: 6.6; 
Remaining after estimated attrition on October 1, 2007, Number: 22; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 41; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.9. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 37: General Services Administration—Race, Ethnicity, and Gender 
of GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 656; 
On board on October 1, 2000, Percentage: 50.3; 
Remaining after estimated attrition on October 1, 2007, Number: 418; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
48.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 621; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 47.6. 

GS-14: White women; 
On board on October 1, 2000, Number: 359; 
On board on October 1, 2000, Percentage: 27.5; 
Remaining after estimated attrition on October 1, 2007, Number: 245; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
28.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 377; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 28.9. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 85; 
On board on October 1, 2000, Percentage: 6.5; 
Remaining after estimated attrition on October 1, 2007, Number: 57; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 86; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.6. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 125; 
On board on October 1, 2000, Percentage: 9.6; 
Remaining after estimated attrition on October 1, 2007, Number: 90; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 135; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.3. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 19; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.5. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 31; 
On board on October 1, 2000, Percentage: 2.4; 
Remaining after estimated attrition on October 1, 2007, Number: 22; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 32; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.5. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.1. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 1,305; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 869; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,305; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 290; 
On board on October 1, 2000, Percentage: 22.2; 
Remaining after estimated attrition on October 1, 2007, Number: 206; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 307; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 23.5. 

GS-14: Men; 
On board on October 1, 2000, Number: 792; 
On board on October 1, 2000, Percentage: 60.7; 
Remaining after estimated attrition on October 1, 2007, Number: 512; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
58.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 763; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 58.5. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 136; 
On board on October 1, 2000, Percentage: 10.4; 
Remaining after estimated attrition on October 1, 2007, Number: 94; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 142; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.9. 

GS-14: Women; 
On board on October 1, 2000, Number: 513; 
On board on October 1, 2000, Percentage: 39.3; 
Remaining after estimated attrition on October 1, 2007, Number: 357; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
41.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 542; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 41.5. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 154; 
On board on October 1, 2000, Percentage: 11.8; 
Remaining after estimated attrition on October 1, 2007, Number: 112; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 165; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.6. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 38: Department of Health and Human Services—Race, Ethnicity, and 
Gender of Career SES Corps, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are 
Replaced at Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 211; 
On board on October 1, 2000, Percentage: 52.9; 
Remaining after estimated attrition on October 1, 2007, Number: 79; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
46.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 184; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 46.2. 

Career SES: White women; 
On board on October 1, 2000, Number: 103; 
On board on October 1, 2000, Percentage: 25.8; 
Remaining after estimated attrition on October 1, 2007, Number: 51; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
29.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 122; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 30.7. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 22; 
On board on October 1, 2000, Percentage: 5.5; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 24; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 6.0. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 27; 
On board on October 1, 2000, Percentage: 6.8; 
Remaining after estimated attrition on October 1, 2007, Number: 132; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 28; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 7.0. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.3. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.3. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 1.5; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.8. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.8. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.3. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 1.5; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.5. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.3. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 399; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 171; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 398; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 85; 
On board on October 1, 2000, Percentage: 21.3; 
Remaining after estimated attrition on October 1, 2007, Number: 41; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
24.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 91; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 22.9. 

Career SES: Men; 
On board on October 1, 2000, Number: 255; 
On board on October 1, 2000, Percentage: 63.9; 
Remaining after estimated attrition on October 1, 2007, Number: 101; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
59.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 233; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 58.5. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 44; 
On board on October 1, 2000, Percentage: 11.0; 
Remaining after estimated attrition on October 1, 2007, Number: 22; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 49; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 12.3. 

Career SES: Women; 
On board on October 1, 2000, Number: 144; 
On board on October 1, 2000, Percentage: 36.1; 
Remaining after estimated attrition on October 1, 2007, Number: 70; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
40.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 164; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 41.2. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 41; 
On board on October 1, 2000, Percentage: 10.3; 
Remaining after estimated attrition on October 1, 2007, Number: 19; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 42; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 10.6. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 39: Department of Health and Human Services—Race, Ethnicity, and 
Gender of GS-15s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 1,774; 
On board on October 1, 2000, Percentage: 50.9; 
Remaining after estimated attrition on October 1, 2007, Number: 878; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
48.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,643; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 47.1. 

GS-15: White women; 
On board on October 1, 2000, Number: 1,118; 
On board on October 1, 2000, Percentage: 32.1; 
Remaining after estimated attrition on October 1, 2007, Number: 609; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
33.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,216; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 34.9. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 137; 
On board on October 1, 2000, Percentage: 3.9; 
Remaining after estimated attrition on October 1, 2007, Number: 66; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 132; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.8. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 139; 
On board on October 1, 2000, Percentage: 4.0; 
Remaining after estimated attrition on October 1, 2007, Number: 74; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 149; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.3. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 53; 
On board on October 1, 2000, Percentage: 1.5; 
Remaining after estimated attrition on October 1, 2007, Number: 28; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 49; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.4. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 38; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 47; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 101; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 51; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 103; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.0. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 49; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 25; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 51; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.5. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 46; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 29; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 56; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.6. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 29; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 35; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 3,488; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,803; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,489; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 592; 
On board on October 1, 2000, Percentage: 17.0; 
Remaining after estimated attrition on October 1, 2007, Number: 312; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 622; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.8. 

GS-15: Men; 
On board on October 1, 2000, Number: 2,111; 
On board on October 1, 2000, Percentage: 60.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1,052; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
58.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,983; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 56.8. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 337; 
On board on October 1, 2000, Percentage: 9.7; 
Remaining after estimated attrition on October 1, 2007, Number: 174; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 340; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.7. 

GS-15: Women; 
On board on October 1, 2000, Number: 1,373; 
On board on October 1, 2000, Percentage: 39.4; 
Remaining after estimated attrition on October 1, 2007, Number: 747; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
41.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,498; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 42.9. 

GS-15: Minority women; 255; 
On board on October 1, 2000, Percentage: 7.3; 
Remaining after estimated attrition on October 1, 2007, Number: 138; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 282; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.1. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 40: Department of Health and Human Services—Race, Ethnicity, and 
Gender of GS-14s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 2,450; 
On board on October 1, 2000, Percentage: 42.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1,492; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
40.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,280; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 39.6. 

GS-14: White women; 
On board on October 1, 2000, Number: 2,024; 
On board on October 1, 2000, Percentage: 35.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1,332; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
36.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,148; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 37.3. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 225; 
On board on October 1, 2000, Percentage: 3.9; 
Remaining after estimated attrition on October 1, 2007, Number: 145; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 216; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.7. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 359; 
On board on October 1, 2000, Percentage: 6.2; 
Remaining after estimated attrition on October 1, 2007, Number: 244; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 374; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.5. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 103; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 75; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 113; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.0. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 56; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 41; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 64; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.1. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 223; 
On board on October 1, 2000, Percentage: 3.9; 
Remaining after estimated attrition on October 1, 2007, Number: 143; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 209; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 158; 
On board on October 1, 2000, Percentage: 2.7; 
Remaining after estimated attrition on October 1, 2007, Number: 111; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 170; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.9. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 73; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 49; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 76; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 83; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 57; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.5; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 94; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.6. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 20; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 5,764; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 3,699; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5,764; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 1,280; 
On board on October 1, 2000, Percentage: 22.2; 
Remaining after estimated attrition on October 1, 2007, Number: 865; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,316; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 22.8. 

GS-14: Men; 
On board on October 1, 2000, Number: 3,074; 
On board on October 1, 2000, Percentage: 53.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1,904; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
51.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,894; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 50.2. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 624; 
On board on October 1, 2000, Percentage: 10.8; 
Remaining after estimated attrition on October 1, 2007, Number: 412; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 614; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.7. 

GS-14: Women; 
On board on October 1, 2000, Number: 2,680; 
On board on October 1, 2000, Percentage: 46.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1,785; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
48.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,850; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 49.4. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 656; 
On board on October 1, 2000, Percentage: 11.4; 
Remaining after estimated attrition on October 1, 2007, Number: 453; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 702; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.2. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 41: Department of Housing and Urban Development—Race, Ethnicity, 
and Gender of Career SES Corps, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are 
Replaced at Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 40; 
On board on October 1, 2000, Percentage: 54.8; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
51.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 35; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 46.1. 

Career SES: White women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 9.6; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 13.2. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 12.3; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 11.8. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 15.1; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 16; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 21.1. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 2.7; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.6. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 2.7; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.6. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.3. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.3. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 73; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 33; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 76; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 35.6; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
36.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 31; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 40.8. 

Career SES: Men; 
On board on October 1, 2000, Number: 52; 
On board on October 1, 2000, Percentage: 71.2; 
Remaining after estimated attrition on October 1, 2007, Number: 22; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
66.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 47; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 61.8. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 12; 
On board on October 1, 2000, Percentage: 16.4; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 15.8. 

Career SES: Women; 
On board on October 1, 2000, Number: 21; 
On board on October 1, 2000, Percentage: 28.8; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
33.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 29; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 38.2. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 19.2; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 19; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 25.0. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 42: Department of Housing and Urban Development—Race, Ethnicity, 
and Gender of GS-15s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 398; 
On board on October 1, 2000, Percentage: 46.5; 
Remaining after estimated attrition on October 1, 2007, Number: 180; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
42.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 349; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 40.8. 

GS-15: White women; 
On board on October 1, 2000, Number: 175; 
On board on October 1, 2000, Percentage: 20.4; 
Remaining after estimated attrition on October 1, 2007, Number: 90; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 184; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 21.5. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 100; 
On board on October 1, 2000, Percentage: 11.7; 
Remaining after estimated attrition on October 1, 2007, Number: 51; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 105; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.3. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 112; 
On board on October 1, 2000, Percentage: 13.1; 
Remaining after estimated attrition on October 1, 2007, Number: 63; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 130; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 15.2. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 21; 
On board on October 1, 2000, Percentage: 2.5; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 26; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.0. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 22; 
On board on October 1, 2000, Percentage: 2.6; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.8. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 12; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.8. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.4. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.8. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 856; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 425; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 855; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 283; 
On board on October 1, 2000, Percentage: 33.1; 
Remaining after estimated attrition on October 1, 2007, Number: 155; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
36.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 322; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 37.7. 

GS-15: Men; 
On board on October 1, 2000, Number: 538; 
On board on October 1, 2000, Percentage: 62.9; 
Remaining after estimated attrition on October 1, 2007, Number: 255; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
60.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 502; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 58.7. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 140; 
On board on October 1, 2000, Percentage: 16.4; 
Remaining after estimated attrition on October 1, 2007, Number: 75; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 153; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.9. 

GS-15: Women; 
On board on October 1, 2000, Number: 318; 
On board on October 1, 2000, Percentage: 37.1; 
Remaining after estimated attrition on October 1, 2007, Number: 170; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
40.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 353; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 41.3. 

GS-15: Minority women; 143; 
On board on October 1, 2000, Percentage: 16.7; 
Remaining after estimated attrition on October 1, 2007, Number: 80; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 169; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 19.8. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 43: Department of Housing and Urban Development—Race, Ethnicity, 
and Gender of GS-14s, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 545; 
On board on October 1, 2000, Percentage: 41.1; 
Remaining after estimated attrition on October 1, 2007, Number: 331; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
39.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 500; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 37.7. 

GS-14: White women; 
On board on October 1, 2000, Number: 301; 
On board on October 1, 2000, Percentage: 22.7; 
Remaining after estimated attrition on October 1, 2007, Number: 196; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 313; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 23.6. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 134; 
On board on October 1, 2000, Percentage: 10.1; 
Remaining after estimated attrition on October 1, 2007, Number: 84; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 136; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.2. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 221; 
On board on October 1, 2000, Percentage: 16.7; 
Remaining after estimated attrition on October 1, 2007, Number: 150; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 241; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 18.2. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 47; 
On board on October 1, 2000, Percentage: 3.5; 
Remaining after estimated attrition on October 1, 2007, Number: 31; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 53; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.0. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 22; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 26; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.0. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 2.0; 
Remaining after estimated attrition on October 1, 2007, Number: 19; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 28; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.1. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 13; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 21; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.6. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 1,325; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 845; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,327; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 479; 
On board on October 1, 2000, Percentage: 36.2; 
Remaining after estimated attrition on October 1, 2007, Number: 318; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
37.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 514; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 38.7. 

GS-14: Men; 
On board on October 1, 2000, Number: 761; 
On board on October 1, 2000, Percentage: 57.4; 
Remaining after estimated attrition on October 1, 2007, Number: 470; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
55.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 725; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 54.6. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 216; 
On board on October 1, 2000, Percentage: 16.3; 
Remaining after estimated attrition on October 1, 2007, Number: 139; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
16.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 225; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.0. 

GS-14: Women; 
On board on October 1, 2000, Number: 564; 
On board on October 1, 2000, Percentage: 42.6; 
Remaining after estimated attrition on October 1, 2007, Number: 375; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
44.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 602; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 45.4. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 263; 
On board on October 1, 2000, Percentage: 19.8; 
Remaining after estimated attrition on October 1, 2007, Number: 179; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 289; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 21.8. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 44: Department of the Interior—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 103; 
On board on October 1, 2000, Percentage: 53.9; 
Remaining after estimated attrition on October 1, 2007, Number: 39; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
44.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 88; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 46.1. 

Career SES: White women; 
On board on October 1, 2000, Number: 46; 
On board on October 1, 2000, Percentage: 24.1; 
Remaining after estimated attrition on October 1, 2007, Number: 28; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
32.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 57; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 29.8. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 2.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.6. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 2.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.1. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 2.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.1. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 2.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.1. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 9.4; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 9.4. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 3.7; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.2. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.5. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 191; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 87; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 191; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 42; 
On board on October 1, 2000, Percentage: 22.0; 
Remaining after estimated attrition on October 1, 2007, Number: 20; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 45; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 23.6. 

Career SES: Men; 
On board on October 1, 2000, Number: 130; 
On board on October 1, 2000, Percentage: 68.1; 
Remaining after estimated attrition on October 1, 2007, Number: 51; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
58.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 115; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 60.2. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 27; 
On board on October 1, 2000, Percentage: 14.1; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 27; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 14.1. 

Career SES: Women; 
On board on October 1, 2000, Number: 61; 
On board on October 1, 2000, Percentage: 31.9; 
Remaining after estimated attrition on October 1, 2007, Number: 36; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
41.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 75; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 39.3. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 15; 
On board on October 1, 2000, Percentage: 7.9; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 9.4. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 45: Department of the Interior—Race, Ethnicity, and Gender of GS-
15s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 928; 
On board on October 1, 2000, Percentage: 71.2; 
Remaining after estimated attrition on October 1, 2007, Number: 404; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
66.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 837; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 64.1. 

GS-15: White women; 
On board on October 1, 2000, Number: 198; 
On board on October 1, 2000, Percentage: 15.2; 
Remaining after estimated attrition on October 1, 2007, Number: 111; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 249; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 19.1. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 32; 
On board on October 1, 2000, Percentage: 2.5; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 31; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.4. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 26; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.0. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.1. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.9. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 65; 
On board on October 1, 2000, Percentage: 5.0; 
Remaining after estimated attrition on October 1, 2007, Number: 36; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 88; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.7. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 25; 
On board on October 1, 2000, Percentage: 1.9; 
Remaining after estimated attrition on October 1, 2007, Number: 14; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 34; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.6. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 1,304; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 609; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,305; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 177; 
On board on October 1, 2000, Percentage: 13.6; 
Remaining after estimated attrition on October 1, 2007, Number: 93; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 217; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 16.6. 

GS-15: Men; 
On board on October 1, 2000, Number: 1,055; 
On board on October 1, 2000, Percentage: 80.9; 
Remaining after estimated attrition on October 1, 2007, Number: 471; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
77.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 983; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 75.3. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 127; 
On board on October 1, 2000, Percentage: 9.7; 
Remaining after estimated attrition on October 1, 2007, Number: 67; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 146; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.2. 

GS-15: Women; 
On board on October 1, 2000, Number: 248; 
On board on October 1, 2000, Percentage: 19.0; 
Remaining after estimated attrition on October 1, 2007, Number: 137; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 320; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 24.5. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 50; 
On board on October 1, 2000, Percentage: 3.8; 
Remaining after estimated attrition on October 1, 2007, Number: 26; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 71; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.4. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 46: Department of the Interior—Race, Ethnicity, and Gender of GS-
14s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 1,859; 
On board on October 1, 2000, Percentage: 63.9; 
Remaining after estimated attrition on October 1, 2007, Number: 1,075; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
60.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,720; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 59.1. 

GS-14: White women; 
On board on October 1, 2000, Number: 561; 
On board on October 1, 2000, Percentage: 19.3; 
Remaining after estimated attrition on October 1, 2007, Number: 373; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 643; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 22.1. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 54; 
On board on October 1, 2000, Percentage: 1.9; 
Remaining after estimated attrition on October 1, 2007, Number: 33; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 56; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.9. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 70; 
On board on October 1, 2000, Percentage: 2.4; 
Remaining after estimated attrition on October 1, 2007, Number: 51; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 84; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.9. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 61; 
On board on October 1, 2000, Percentage: 2.1; 
Remaining after estimated attrition on October 1, 2007, Number: 39; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 63; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.2. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 27; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.9. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 38; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 23; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 32; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.1. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 19; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.7. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 145; 
On board on October 1, 2000, Percentage: 5.0; 
Remaining after estimated attrition on October 1, 2007, Number: 91; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 168; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.8. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 79; 
On board on October 1, 2000, Percentage: 2.7; 
Remaining after estimated attrition on October 1, 2007, Number: 53; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 94; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.2. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 2,908; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,769; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,908; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 487; 
On board on October 1, 2000, Percentage: 16.7; 
Remaining after estimated attrition on October 1, 2007, Number: 320; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 543; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 18.7. 

GS-14: Men; 
On board on October 1, 2000, Number: 2,157; 
On board on October 1, 2000, Percentage: 74.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1,261; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
71.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,039; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 70.1. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 298; 
On board on October 1, 2000, Percentage: 10.2; 
Remaining after estimated attrition on October 1, 2007, Number: 186; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 319; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.0. 

GS-14: Women; 
On board on October 1, 2000, Number: 750; 
On board on October 1, 2000, Percentage: 25.8; 
Remaining after estimated attrition on October 1, 2007, Number: 507; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
28.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 867; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 29.8. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 189; 
On board on October 1, 2000, Percentage: 6.5; 
Remaining after estimated attrition on October 1, 2007, Number: 134; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 224; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.7. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 47: Department of Justice—Race, Ethnicity, and Gender of Career 
SES Corps, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 270; 
On board on October 1, 2000, Percentage: 66.3; 
Remaining after estimated attrition on October 1, 2007, Number: 123; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
61.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 257; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 63.0. 

Career SES: White women; 
On board on October 1, 2000, Number: 75; 
On board on October 1, 2000, Percentage: 18.4; 
Remaining after estimated attrition on October 1, 2007, Number: 46; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 82; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 20.1. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 24; 
On board on October 1, 2000, Percentage: 5.9; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 27; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 6.6. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 3.2; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 16; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.9. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 3.9; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.2. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.5. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.5. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.2. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.2. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 407; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 201; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 408; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 62; 
On board on October 1, 2000, Percentage: 15.2; 
Remaining after estimated attrition on October 1, 2007, Number: 32; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 68; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 16.7. 

Career SES: Men; 
On board on October 1, 2000, Number: 315; 
On board on October 1, 2000, Percentage: 77.4; 
Remaining after estimated attrition on October 1, 2007, Number: 145; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
72.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 305; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 74.8. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 45; 
On board on October 1, 2000, Percentage: 11.1; 
Remaining after estimated attrition on October 1, 2007, Number: 22; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 48; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 11.8. 

Career SES: Women; 
On board on October 1, 2000, Number: 92; 
On board on October 1, 2000, Percentage: 22.6; 
Remaining after estimated attrition on October 1, 2007, Number: 56; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
27.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 102; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 25.0. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 17; 
On board on October 1, 2000, Percentage: 4.2; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 20; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.9. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 48: Department of Justice—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 2,132; 
On board on October 1, 2000, Percentage: 56.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,306; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
54.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,019; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 53.1. 

GS-15: White women; 
On board on October 1, 2000, Number: 1,091; 
On board on October 1, 2000, Percentage: 28.7; 
Remaining after estimated attrition on October 1, 2007, Number: 712; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
29.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,134; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 29.8. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 125; 
On board on October 1, 2000, Percentage: 3.3; 
Remaining after estimated attrition on October 1, 2007, Number: 80; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 137; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 139; 
On board on October 1, 2000, Percentage: 3.7; 
Remaining after estimated attrition on October 1, 2007, Number: 90; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 150; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.9. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 129; 
On board on October 1, 2000, Percentage: 3.4; 
Remaining after estimated attrition on October 1, 2007, Number: 82; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 144; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.8. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 62; 
On board on October 1, 2000, Percentage: 1.6; 
Remaining after estimated attrition on October 1, 2007, Number: 40; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 74; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.9. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 58; 
On board on October 1, 2000, Percentage: 1.5; 
Remaining after estimated attrition on October 1, 2007, Number: 33; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 66; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.7. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 48; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 29; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 56; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.5. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 3,804; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2,385; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,803; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 578; 
On board on October 1, 2000, Percentage: 15.2; 
Remaining after estimated attrition on October 1, 2007, Number: 364; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 645; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.0. 

GS-15: Men; 
On board on October 1, 2000, Number: 2,455; 
On board on October 1, 2000, Percentage: 64.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1,507; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
63.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,377; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 62.5. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 323; 
On board on October 1, 2000, Percentage: 8.5; 
Remaining after estimated attrition on October 1, 2007, Number: 201; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 358; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.4. 

GS-15: Women; 
On board on October 1, 2000, Number: 1,346; 
On board on October 1, 2000, Percentage: 35.4; 
Remaining after estimated attrition on October 1, 2007, Number: 875; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
36.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,421; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 37.4. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 255; 
On board on October 1, 2000, Percentage: 6.7; 
Remaining after estimated attrition on October 1, 2007, Number: 163; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 287; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.5. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 49: Department of Justice—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 2,288; 
On board on October 1, 2000, Percentage: 53.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1,681; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
53.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,219; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 51.7. 

GS-14: White women; 
On board on October 1, 2000, Number: 1,035; 
On board on October 1, 2000, Percentage: 24.1; 
Remaining after estimated attrition on October 1, 2007, Number: 737; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,059; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 24.7. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 235; 
On board on October 1, 2000, Percentage: 5.5; 
Remaining after estimated attrition on October 1, 2007, Number: 179; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 230; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.4. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 256; 
On board on October 1, 2000, Percentage: 6.0; 
Remaining after estimated attrition on October 1, 2007, Number: 192; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 266; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.2. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 247; 
On board on October 1, 2000, Percentage: 5.8; 
Remaining after estimated attrition on October 1, 2007, Number: 190; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 249; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.8. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 76; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 57; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 86; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.0. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 65; 
On board on October 1, 2000, Percentage: 1.5; 
Remaining after estimated attrition on October 1, 2007, Number: 54; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 76; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.8. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 52; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 36; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 60; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.4. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 23; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 20; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 26; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 14; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 4,293; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 3,160; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4,292; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 960; 
On board on October 1, 2000, Percentage: 22.4; 
Remaining after estimated attrition on October 1, 2007, Number: 732; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,000; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 23.3. 

GS-14: Men; 
On board on October 1, 2000, Number: 2,858; 
On board on October 1, 2000, Percentage: 66.6; 
Remaining after estimated attrition on October 1, 2007, Number: 2,124; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
67.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,800; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 65.2. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 570; 
On board on October 1, 2000, Percentage: 13.3; 
Remaining after estimated attrition on October 1, 2007, Number: 443; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 581; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 13.5. 

GS-14: Women; 
On board on October 1, 2000, Number: 1,425; 
On board on October 1, 2000, Percentage: 33.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1,026; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
32.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,478; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 34.4. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 390; 
On board on October 1, 2000, Percentage: 9.1; 
Remaining after estimated attrition on October 1, 2007, Number: 289; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 419; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.8. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 50: Department of Labor—Race, Ethnicity, and Gender of Career SES 
Corps, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 76; 
On board on October 1, 2000, Percentage: 57.6; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
51.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 63; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 48.1. 

Career SES: White women; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 21.2; 
Remaining after estimated attrition on October 1, 2007, Number: 14; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
26.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 34; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 26.0. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 9.8; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 13.7. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 6.1; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 6.9. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 4.5; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.3. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 132; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 52; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 131; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 21.2; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 34; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 26.0. 

Career SES: Men; 
On board on October 1, 2000, Number: 95; 
On board on October 1, 2000, Percentage: 72.0; 
Remaining after estimated attrition on October 1, 2007, Number: 34; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
65.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 88; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 67.2. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 19; 
On board on October 1, 2000, Percentage: 14.4; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 25; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 19.1. 

Career SES: Women; 
On board on October 1, 2000, Number: 37; 
On board on October 1, 2000, Percentage: 28.0; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
34.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 43; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 32.8. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 6.8; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 6.9. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 51: Department of Labor—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 378; 
On board on October 1, 2000, Percentage: 60.4; 
Remaining after estimated attrition on October 1, 2007, Number: 180; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
57.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 341; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 54.2. 

GS-15: White women; 
On board on October 1, 2000, Number: 148; 
On board on October 1, 2000, Percentage: 23.6; 
Remaining after estimated attrition on October 1, 2007, Number: 77; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
24.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 165; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 26.2. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 31; 
On board on October 1, 2000, Percentage: 5.0; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 38; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.0. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 33; 
On board on October 1, 2000, Percentage: 5.3; 
Remaining after estimated attrition on October 1, 2007, Number: 20; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 44; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.0. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 2.2; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.1. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 124; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.9. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.1. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 626; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 312; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 629; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 100; 
On board on October 1, 2000, Percentage: 16.0; 
Remaining after estimated attrition on October 1, 2007, Number: 55; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 123; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 19.6. 

GS-15: Men; 
On board on October 1, 2000, Number: 427; 
On board on October 1, 2000, Percentage: 68.2; 
Remaining after estimated attrition on October 1, 2007, Number: 205; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
65.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 399; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 63.4. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 49; 
On board on October 1, 2000, Percentage: 7.8; 
Remaining after estimated attrition on October 1, 2007, Number: 25; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 58; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.2. 

GS-15: Women; 
On board on October 1, 2000, Number: 199; 
On board on October 1, 2000, Percentage: 31.8; 
Remaining after estimated attrition on October 1, 2007, Number: 107; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
34.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 230; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 36.6. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 51; 
On board on October 1, 2000, Percentage: 8.1; 
Remaining after estimated attrition on October 1, 2007, Number: 30; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 65; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.3. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 52: Department of Labor—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 728; 
On board on October 1, 2000, Percentage: 50.7; 
Remaining after estimated attrition on October 1, 2007, Number: 420; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
47.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 660; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 46.0. 

GS-14: White women; 
On board on October 1, 2000, Number: 381; 
On board on October 1, 2000, Percentage: 26.5; 
Remaining after estimated attrition on October 1, 2007, Number: 256; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
28.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 421; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 29.3. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 87; 
On board on October 1, 2000, Percentage: 6.1; 
Remaining after estimated attrition on October 1, 2007, Number: 54; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 89; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.2. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 128; 
On board on October 1, 2000, Percentage: 8.9; 
Remaining after estimated attrition on October 1, 2007, Number: 81; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 140; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.7. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 46; 
On board on October 1, 2000, Percentage: 3.2; 
Remaining after estimated attrition on October 1, 2007, Number: 28; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 52; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 22; 
On board on October 1, 2000, Percentage: 1.5; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 27; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.9. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 25; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 25; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.7. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 1,437; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 885; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,436; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 328; 
On board on October 1, 2000, Percentage: 22.8; 
Remaining after estimated attrition on October 1, 2007, Number: 209; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 354; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 24.7. 

GS-14: Men; 
On board on October 1, 2000, Number: 895; 
On board on October 1, 2000, Percentage: 62.3; 
Remaining after estimated attrition on October 1, 2007, Number: 525; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
59.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 834; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 58.1. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 167; 
On board on October 1, 2000, Percentage: 11.6; 
Remaining after estimated attrition on October 1, 2007, Number: 105; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 174; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.1. 

GS-14: Women; 
On board on October 1, 2000, Number: 542; 
On board on October 1, 2000, Percentage: 37.7; 
Remaining after estimated attrition on October 1, 2007, Number: 360; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
40.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 601; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 41.9. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 161; 
On board on October 1, 2000, Percentage: 11.2; 
Remaining after estimated attrition on October 1, 2007, Number: 104; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 180; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.5. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 53: National Aeronautics and Space Administration—Race, 
Ethnicity, and Gender of Career SES Corps, Actual as of October 1, 
2000; Those Estimated to Remain Employed on October 1, 2007, after 
Accounting for Attrition; and Estimates for October 1, 2007, if Those 
Departing Are Replaced at Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 280; 
On board on October 1, 2000, Percentage: 71.1; 
Remaining after estimated attrition on October 1, 2007, Number: 121; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
66.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 269; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 68.1. 

Career SES: White women; 
On board on October 1, 2000, Number: 62; 
On board on October 1, 2000, Percentage: 15.7; 
Remaining after estimated attrition on October 1, 2007, Number: 38; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
20.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 75; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 19.0. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 4.6; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.8. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.3. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.8. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.8. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 2.3; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.3. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.5. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.5. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.2. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 394; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 183; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 395; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 52; 
On board on October 1, 2000, Percentage: 13.2; 
Remaining after estimated attrition on October 1, 2007, Number: 24; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 51; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 12.9. 

Career SES: Men; 
On board on October 1, 2000, Number: 317; 
On board on October 1, 2000, Percentage: 80.5; 
Remaining after estimated attrition on October 1, 2007, Number: 138; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
75.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 302; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 76.5. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 37; 
On board on October 1, 2000, Percentage: 9.4; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 33; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 8.4. 

Career SES: Women; 
On board on October 1, 2000, Number: 77; 
On board on October 1, 2000, Percentage: 19.5; 
Remaining after estimated attrition on October 1, 2007, Number: 45; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
24.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 93; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 23.5. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 15; 
On board on October 1, 2000, Percentage: 3.8; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.6. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 54: National Aeronautics and Space Administration—Race, 
Ethnicity, and Gender of GS-15s, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are 
Replaced at Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 1,890; 
On board on October 1, 2000, Percentage: 74.4; 
Remaining after estimated attrition on October 1, 2007, Number: 970; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
69.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,755; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 69.0. 

GS-15: White women; 
On board on October 1, 2000, Number: 318; 
On board on October 1, 2000, Percentage: 12.5; 
Remaining after estimated attrition on October 1, 2007, Number: 209; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 385; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 15.1. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 63; 
On board on October 1, 2000, Percentage: 2.5; 
Remaining after estimated attrition on October 1, 2007, Number: 39; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 77; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.0. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 23; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 32; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 61; 
On board on October 1, 2000, Percentage: 2.4; 
Remaining after estimated attrition on October 1, 2007, Number: 43; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 83; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.3. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 19; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 13; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 25; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 124; 
On board on October 1, 2000, Percentage: 4.9; 
Remaining after estimated attrition on October 1, 2007, Number: 76; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 131; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.2. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 19; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 36; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.4. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 2,541; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,395; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,542; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 330; 
On board on October 1, 2000, Percentage: 13.0; 
Remaining after estimated attrition on October 1, 2007, Number: 213; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 397; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 15.6. 

GS-15: Men; 
On board on October 1, 2000, Number: 2,151; 
On board on October 1, 2000, Percentage: 84.7; 
Remaining after estimated attrition on October 1, 2007, Number: 1,134; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
81.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,057; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 80.9. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 261; 
On board on October 1, 2000, Percentage: 10.3; 
Remaining after estimated attrition on October 1, 2007, Number: 164; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 302; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.9. 

GS-15: Women; 
On board on October 1, 2000, Number: 387; 
On board on October 1, 2000, Percentage: 15.2; 
Remaining after estimated attrition on October 1, 2007, Number: 258; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 480; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 18.9. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 69; 
On board on October 1, 2000, Percentage: 2.7; 
Remaining after estimated attrition on October 1, 2007, Number: 49; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 95; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.7. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 55: National Aeronautics and Space Administration—Race, 
Ethnicity, and Gender of GS-14s, Actual as of October 1, 2000; Those 
Estimated to Remain Employed on October 1, 2007, after Accounting for 
Attrition; and Estimates for October 1, 2007, if Those Departing Are 
Replaced at Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 2,588; 
On board on October 1, 2000, Percentage: 69.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,797; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
65.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,428; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 64.7. 

GS-14: White women; 
On board on October 1, 2000, Number: 574; 
On board on October 1, 2000, Percentage: 15.3; 
Remaining after estimated attrition on October 1, 2007, Number: 456; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
16.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 658; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.5. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 123; 
On board on October 1, 2000, Percentage: 3.3; 
Remaining after estimated attrition on October 1, 2007, Number: 100; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 137; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.7. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 80; 
On board on October 1, 2000, Percentage: 2.1; 
Remaining after estimated attrition on October 1, 2007, Number: 66; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 98; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.6. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 125; 
On board on October 1, 2000, Percentage: 3.3; 
Remaining after estimated attrition on October 1, 2007, Number: 101; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 137; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.7. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 34; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 29; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 43; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.1. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 160; 
On board on October 1, 2000, Percentage: 4.3; 
Remaining after estimated attrition on October 1, 2007, Number: 127; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 173; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.6. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 37; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 31; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 46; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.2. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 21; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 23; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 3,750; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2,730; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,752; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 588; 
On board on October 1, 2000, Percentage: 15.7; 
Remaining after estimated attrition on October 1, 2007, Number: 477; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 666; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.8. 

GS-14: Men; 
On board on October 1, 2000, Number: 3,017; 
On board on October 1, 2000, Percentage: 80.5; 
Remaining after estimated attrition on October 1, 2007, Number: 2,142; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
78.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,898; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 77.2. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 429; 
On board on October 1, 2000, Percentage: 11.4; 
Remaining after estimated attrition on October 1, 2007, Number: 345; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 470; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.5. 

GS-14: Women; 
On board on October 1, 2000, Number: 733; 
On board on October 1, 2000, Percentage: 19.5; 
Remaining after estimated attrition on October 1, 2007, Number: 588; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
21.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 854; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 22.8. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 159; 
On board on October 1, 2000, Percentage: 4.2; 
Remaining after estimated attrition on October 1, 2007, Number: 132; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 196; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.2. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 56: Nuclear Regulatory Commission—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 107; 
On board on October 1, 2000, Percentage: 77.0; 
Remaining after estimated attrition on October 1, 2007, Number: 54; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
80.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 107; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 77.0. 

Career SES: White women; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 11.5; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 20; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 14.4. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 5.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.2. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.2. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.9. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.7. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 139; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 67; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 139; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 11.5; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 8.6. 

Career SES: Men; 
On board on October 1, 2000, Number: 120; 
On board on October 1, 2000, Percentage: 86.3; 
Remaining after estimated attrition on October 1, 2007, Number: 58; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
86.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 115; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 82.7. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 9.4; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.8. 

Career SES: Women; 
On board on October 1, 2000, Number: 19; 
On board on October 1, 2000, Percentage: 13.7; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 24; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 17.3. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 2.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.9. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 57: Nuclear Regulatory Commission—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 453; 
On board on October 1, 2000, Percentage: 70.7; 
Remaining after estimated attrition on October 1, 2007, Number: 226; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
67.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 411; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 64.0. 

GS-15: White women; 
On board on October 1, 2000, Number: 81; 
On board on October 1, 2000, Percentage: 12.6; 
Remaining after estimated attrition on October 1, 2007, Number: 51; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 115; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.9. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 26; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.0. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 2.5; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 19; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.0. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 56; 
On board on October 1, 2000, Percentage: 8.7; 
Remaining after estimated attrition on October 1, 2007, Number: 26; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 46; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.2. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 14; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.2. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 641; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 335; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 642; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 107; 
On board on October 1, 2000, Percentage: 16.7; 
Remaining after estimated attrition on October 1, 2007, Number: 58; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 116; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 18.1. 

GS-15: Men; 
On board on October 1, 2000, Number: 534; 
On board on October 1, 2000, Percentage: 83.3; 
Remaining after estimated attrition on October 1, 2007, Number: 267; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
79.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 491; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 76.5. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 81; 
On board on October 1, 2000, Percentage: 12.6; 
Remaining after estimated attrition on October 1, 2007, Number: 41; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 80; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.5. 

GS-15: Women; 
On board on October 1, 2000, Number: 107; 
On board on October 1, 2000, Percentage: 16.7; 
Remaining after estimated attrition on October 1, 2007, Number: 68; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
20.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 151; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 23.5. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 4.1; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 36; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.6. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 58: Nuclear Regulatory Commission—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 467; 
On board on October 1, 2000, Percentage: 65.0; 
Remaining after estimated attrition on October 1, 2007, Number: 321; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
64.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 452; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 63.0. 

GS-14: White women; 
On board on October 1, 2000, Number: 128; 
On board on October 1, 2000, Percentage: 17.8; 
Remaining after estimated attrition on October 1, 2007, Number: 89; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 141; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 19.7. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 27; 
On board on October 1, 2000, Percentage: 3.8; 
Remaining after estimated attrition on October 1, 2007, Number: 20; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 29; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.0. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 21; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 28; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.9. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 1.9; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.4. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 52; 
On board on October 1, 2000, Percentage: 7.2; 
Remaining after estimated attrition on October 1, 2007, Number: 31; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 37; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.2. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.5. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 719; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 496; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 717; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 124; 
On board on October 1, 2000, Percentage: 17.2; 
Remaining after estimated attrition on October 1, 2007, Number: 86; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 124; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.3. 

GS-14: Men; 
On board on October 1, 2000, Number: 560; 
On board on October 1, 2000, Percentage: 77.9; 
Remaining after estimated attrition on October 1, 2007, Number: 383; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
77.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 535; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 74.6. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 93; 
On board on October 1, 2000, Percentage: 12.9; 
Remaining after estimated attrition on October 1, 2007, Number: 62; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 83; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.6. 

GS-14: Women; 
On board on October 1, 2000, Number: 159; 
On board on October 1, 2000, Percentage: 22.1; 
Remaining after estimated attrition on October 1, 2007, Number: 113; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 182; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 25.4. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 31; 
On board on October 1, 2000, Percentage: 4.3; 
Remaining after estimated attrition on October 1, 2007, Number: 24; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 41; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.7. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 59: National Science Foundation—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 46; 
On board on October 1, 2000, Percentage: 58.2; 
Remaining after estimated attrition on October 1, 2007, Number: 19; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
57.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 46; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 57.5. 

Career SES: White women; 
On board on October 1, 2000, Number: 22; 
On board on October 1, 2000, Percentage: 27.8; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
33.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 26; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 32.5. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 6.3; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 6.3. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.3. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 3.8; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.3. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.3. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 79; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 33; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 80; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 13.9; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 10.0. 

Career SES: Men; 
On board on October 1, 2000, Number: 55; 
On board on October 1, 2000, Percentage: 13.9; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 7.5. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 9; 
On board on October 1, 2000, Percentage: 11.4; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 7.5. 

Career SES: Women; 
On board on October 1, 2000, Number: 24; 
On board on October 1, 2000, Percentage: 30.4; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
33.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 28; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 35.0. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 2.5; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.5. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 60: National Science Foundation—Race, Ethnicity, and Gender of GS-
15s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 36; 
On board on October 1, 2000, Percentage: 43.9; 
Remaining after estimated attrition on October 1, 2007, Number: 14; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
40.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 31; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 38.3. 

GS-15: White women; 
On board on October 1, 2000, Number: 33; 
On board on October 1, 2000, Percentage: 40.2; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
48.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 38; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 46.9. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 4.9; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.9. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 4.9; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.9. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.2. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 2.4; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.2. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 82; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 35; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 81; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 15.9; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 14.8. 

GS-15: Men; 
On board on October 1, 2000, Number: 42; 
On board on October 1, 2000, Percentage: 51.2; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
45.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 36; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 44.4. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 7.3; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.2. 

GS-15: Women; 
On board on October 1, 2000, Number: 40; 
On board on October 1, 2000, Percentage: 48.8; 
Remaining after estimated attrition on October 1, 2007, Number: 19; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
54.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 45; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 55.6. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 8.5; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.6. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 61: National Science Foundation—Race, Ethnicity, and Gender of GS-
14s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 31; 
On board on October 1, 2000, Percentage: 38.8; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
40.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 30; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 37.5. 

GS-14: White women; 
On board on October 1, 2000, Number: 31; 
On board on October 1, 2000, Percentage: 38.8; 
Remaining after estimated attrition on October 1, 2007, Number: 19; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
36.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 30; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 37.5. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 3.8; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 12.5; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 16.3. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.5. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 3.8; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.8. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 80; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 52; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 80; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 22.5; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 20; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 25.0. 

GS-14: Men; 
On board on October 1, 2000, Number: 35; 
On board on October 1, 2000, Percentage: 43.8; 
Remaining after estimated attrition on October 1, 2007, Number: 23; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
44.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 33; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 41.3. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 5.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.8. 

GS-14: Women; 
On board on October 1, 2000, Number: 45; 
On board on October 1, 2000, Percentage: 56.3; 
Remaining after estimated attrition on October 1, 2007, Number: 29; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
55.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 47; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 58.8. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 17.5; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
19.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 21.3. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 62: Office of Personnel Management—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 17; 
On board on October 1, 2000, Percentage: 47.2; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
41.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 42.9. 

Career SES: White women; 
On board on October 1, 2000, Number: 12; 
On board on October 1, 2000, Percentage: 33.3; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
50.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 14; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 40.0. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 5.6; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.9. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 5.6; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 8.6. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.9. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.9. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 


As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 36; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 35; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 19.4; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 17.1. 

Career SES: Men; 
On board on October 1, 2000, Number: 21; 
On board on October 1, 2000, Percentage: 58.3; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
50.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 19; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 54.3. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 11.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 11.4. 

Career SES: Women; 
On board on October 1, 2000, Number: 15; 
On board on October 1, 2000, Percentage: 41.7; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
50.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 16; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 45.7. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 8.3; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.7. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 63: Office of Personnel Management—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 62; 
On board on October 1, 2000, Percentage: 58.5; 
Remaining after estimated attrition on October 1, 2007, Number: 29; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
59.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 55; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 51.9. 

GS-15: White women; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 24.5; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 29; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 27.4. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 6.6; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.6. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 4.7; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.6. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.8. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.7. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.9. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 106; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 49; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 106; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 17.0; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 22; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 20.8. 

GS-15: Men; 
On board on October 1, 2000, Number: 72; 
On board on October 1, 2000, Percentage: 67.9; 
Remaining after estimated attrition on October 1, 2007, Number: 33; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
67.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 65; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 61.3. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 9.4; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.4. 

GS-15: Women; 
On board on October 1, 2000, Number: 34; 
On board on October 1, 2000, Percentage: 32.1; 
Remaining after estimated attrition on October 1, 2007, Number: 16; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
32.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 41; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 38.7. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 7.5; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.3. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 64: Office of Personnel Management—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 96; 
On board on October 1, 2000, Percentage: 43.2; 
Remaining after estimated attrition on October 1, 2007, Number: 52; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
38.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 83; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 37.6. 

GS-14: White women; 
On board on October 1, 2000, Number: 73; 
On board on October 1, 2000, Percentage: 32.9; 
Remaining after estimated attrition on October 1, 2007, Number: 49; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
35.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 80; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 36.2. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 6.3; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.8. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 22; 
On board on October 1, 2000, Percentage: 9.9; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 23; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.4. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 3.2; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.3. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.3. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.9. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 


As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 222; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 137; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 221; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 53; 
On board on October 1, 2000, Percentage: 23.9; 
Remaining after estimated attrition on October 1, 2007, Number: 36; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
26.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 58; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 26.2. 

GS-14: Men; 
On board on October 1, 2000, Number: 121; 
On board on October 1, 2000, Percentage: 54.5; 
Remaining after estimated attrition on October 1, 2007, Number: 69; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
50.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 111; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 50.2. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 25; 
On board on October 1, 2000, Percentage: 11.3; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 28; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.7. 

GS-14: Women; 
On board on October 1, 2000, Number: 101; 
On board on October 1, 2000, Percentage: 45.5; 
Remaining after estimated attrition on October 1, 2007, Number: 68; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
49.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 110; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 49.8. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 12.6; 
Remaining after estimated attrition on October 1, 2007, Number: 19; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 30; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 13.6. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 65: Small Business Administration—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 46.2; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
44.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 43.9. 

Career SES: White women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 20.5; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 22.2. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 15.4; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
16.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 12.2. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 10.3; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 9.8. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 5.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 7.3. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 2.6; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.9. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 


As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 39; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 41; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 33.3; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
33.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 14; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 34.1. 

Career SES: Men; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 66.7; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
66.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 26; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 63.4. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 20.5; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 19.5. 

Career SES: Women; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 33.3; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
33.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 36.6. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 12.8; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 14.6. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 66: Small Business Administration—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 99; 
On board on October 1, 2000, Percentage: 55.3; 
Remaining after estimated attrition on October 1, 2007, Number: 44; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
51.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 83; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 46.4. 

GS-15: White women; 
On board on October 1, 2000, Number: 36; 
On board on October 1, 2000, Percentage: 20.1; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
20.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 42; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 23.5. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 7.3; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 16; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.9. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 6.1; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.5. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 6.1; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.1. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 2.2; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.2. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.7. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 179; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 86; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 179; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 44; 
On board on October 1, 2000, Percentage: 24.6; 
Remaining after estimated attrition on October 1, 2007, Number: 24; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
27.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 53; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 29.6. 

GS-15: Men; 
On board on October 1, 2000, Number: 128; 
On board on October 1, 2000, Percentage: 71.5; 
Remaining after estimated attrition on October 1, 2007, Number: 59; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
68.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 114; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 63.7. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 29; 
On board on October 1, 2000, Percentage: 16.2; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 31; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.3. 

GS-15: Women; 
On board on October 1, 2000, Number: 51; 
On board on October 1, 2000, Percentage: 28.5; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
31.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 64; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 35.8. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 15; 
On board on October 1, 2000, Percentage: 8.4; 
Remaining after estimated attrition on October 1, 2007, Number: 9; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 22; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.3. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 67: Small Business Administration—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 186; 
On board on October 1, 2000, Percentage: 50.4; 
Remaining after estimated attrition on October 1, 2007, Number: 111; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
45.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 167; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 45.6. 

GS-14: White women; 
On board on October 1, 2000, Number: 92; 
On board on October 1, 2000, Percentage: 24.9; 
Remaining after estimated attrition on October 1, 2007, Number: 64; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
26.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 95; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 26.0. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 7.0; 
Remaining after estimated attrition on October 1, 2007, Number: 20; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 29; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.9. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 27; 
On board on October 1, 2000, Percentage: 7.3; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 33; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.0. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 3.5; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 10; 
On board on October 1, 2000, Percentage: 2.7; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 2.2; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.5. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 1.9; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.9. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 369; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 243; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 366; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 91; 
On board on October 1, 2000, Percentage: 24.7; 
Remaining after estimated attrition on October 1, 2007, Number: 68; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
28.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 104; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 28.4. 

GS-14: Men; 
On board on October 1, 2000, Number: 233; 
On board on October 1, 2000, Percentage: 63.1; 
Remaining after estimated attrition on October 1, 2007, Number: 145; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
59.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 218; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 59.6. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 47; 
On board on October 1, 2000, Percentage: 12.7; 
Remaining after estimated attrition on October 1, 2007, Number: 34; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 51; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 13.9. 

GS-14: Women; 
On board on October 1, 2000, Number: 136; 
On board on October 1, 2000, Percentage: 36.9; 
Remaining after estimated attrition on October 1, 2007, Number: 98; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
40.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 148; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 40.4. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 44; 
On board on October 1, 2000, Percentage: 11.9; 
Remaining after estimated attrition on October 1, 2007, Number: 34; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 53; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 14.5. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 68: Social Security Administration—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 56; 
On board on October 1, 2000, Percentage: 47.5; 
Remaining after estimated attrition on October 1, 2007, Number: 20; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
43.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 52; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 44.4. 

Career SES: White women; 
On board on October 1, 2000, Number: 23; 
On board on October 1, 2000, Percentage: 19.5; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 29; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 24.8. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 13; 
On board on October 1, 2000, Percentage: 11.0; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 11.1. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 12; 
On board on October 1, 2000, Percentage: 10.2; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 13; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 11.1. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 5.9; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.4. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 4.2; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.3. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.9. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 118; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 46; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 117; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 39; 
On board on October 1, 2000, Percentage: 33.1; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
32.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 36; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 30.8. 

Career SES: Men; 
On board on October 1, 2000, Number: 76; 
On board on October 1, 2000, Percentage: 64.4; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
58.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 69; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 59.0. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 20; 
On board on October 1, 2000, Percentage: 16.9; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 14.5. 

Career SES: Women; 
On board on October 1, 2000, Number: 42; 
On board on October 1, 2000, Percentage: 35.6; 
Remaining after estimated attrition on October 1, 2007, Number: 19; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
41.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 48; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 41.0. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 19; 
On board on October 1, 2000, Percentage: 16.1; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
17.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 19; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 16.2. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 69: Social Security Administration—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 267; 
On board on October 1, 2000, Percentage: 53.7; 
Remaining after estimated attrition on October 1, 2007, Number: 118; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
50.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 256; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 51.5. 

GS-15: White women; 
On board on October 1, 2000, Number: 127; 
On board on October 1, 2000, Percentage: 25.6; 
Remaining after estimated attrition on October 1, 2007, Number: 64; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
27.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 131; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 26.4. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 34; 
On board on October 1, 2000, Percentage: 6.8; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 34; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.8. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 39; 
On board on October 1, 2000, Percentage: 7.8; 
Remaining after estimated attrition on October 1, 2007, Number: 20; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 42; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.5. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 15; 
On board on October 1, 2000, Percentage: 3.0; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.8. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.8. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 497; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 232; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 497; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 103; 
On board on October 1, 2000, Percentage: 20.7;
Remaining after estimated attrition on October 1, 2007, Number: 50; 


Remaining after estimated attrition on October 1, 2007, Percentage: 
21.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 110; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 22.1. 

GS-15: Men; 
On board on October 1, 2000, Number: 320; 
On board on October 1, 2000, Percentage: 64.4; 
Remaining after estimated attrition on October 1, 2007, Number: 142; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
61.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 310; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 62.4. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 53; 
On board on October 1, 2000, Percentage: 10.7; 
Remaining after estimated attrition on October 1, 2007, Number: 24; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 54; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.9. 

GS-15: Women; 
On board on October 1, 2000, Number: 177; 
On board on October 1, 2000, Percentage: 35.6; 
Remaining after estimated attrition on October 1, 2007, Number: 90; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
38.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 187; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 37.6. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 50; 
On board on October 1, 2000, Percentage: 10.1; 
Remaining after estimated attrition on October 1, 2007, Number: 26; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 56; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.3. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 70: Social Security Administration—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 836; 
On board on October 1, 2000, Percentage: 49.1; 
Remaining after estimated attrition on October 1, 2007, Number: 446; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
47.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 807; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 47.4. 

GS-14: White women; 
On board on October 1, 2000, Number: 450; 
On board on October 1, 2000, Percentage: 26.4; 
Remaining after estimated attrition on October 1, 2007, Number: 252; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
26.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 470; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 27.6. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 99; 
On board on October 1, 2000, Percentage: 5.8; 
Remaining after estimated attrition on October 1, 2007, Number: 60; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 97; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.7. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 162; 
On board on October 1, 2000, Percentage: 9.5; 
Remaining after estimated attrition on October 1, 2007, Number: 90; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 164; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.6. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 60; 
On board on October 1, 2000, Percentage: 3.5; 
Remaining after estimated attrition on October 1, 2007, Number: 35; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 66; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.9. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 43; 
On board on October 1, 2000, Percentage: 2.5; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 46; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.7. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 15; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 11; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 1,702; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 942; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,701; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 416; 
On board on October 1, 2000, Percentage: 24.4; 
Remaining after estimated attrition on October 1, 2007, Number: 244; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
25.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 424; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 24.9. 

GS-14: Men; 
On board on October 1, 2000, Number: 1,025; 
On board on October 1, 2000, Percentage: 60.2; 
Remaining after estimated attrition on October 1, 2007, Number: 559; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
59.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 998; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 58.7. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 189; 
On board on October 1, 2000, Percentage: 11.1; 
Remaining after estimated attrition on October 1, 2007, Number: 113; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 191; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.2. 

GS-14: Women; 
On board on October 1, 2000, Number: 677; 
On board on October 1, 2000, Percentage: 39.8; 
Remaining after estimated attrition on October 1, 2007, Number: 383; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
40.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 703; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 41.3. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 227; 
On board on October 1, 2000, Percentage: 13.3; 
Remaining after estimated attrition on October 1, 2007, Number: 131; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 233; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 13.7. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 71: Department of State—Race, Ethnicity, and Gender of Career SES 
Corps, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 68; 
On board on October 1, 2000, Percentage: 67.3; 
Remaining after estimated attrition on October 1, 2007, Number: 30; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
63.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 67; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 67.9. 

Career SES: White women; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 27.7; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
31.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 30; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 30.0. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 4.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.0. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 101; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 47; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 100; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 5.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.0. 

Career SES: Men; 
On board on October 1, 2000, Number: 72; 
On board on October 1, 2000, Percentage: 71.3; 
Remaining after estimated attrition on October 1, 2007, Number: 32; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
68.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 70; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 70.0. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 4.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.0. 

Career SES: Women; 
On board on October 1, 2000, Number: 29; 
On board on October 1, 2000, Percentage: 28.7; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
31.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 30; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 30.0. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 72: Department of State—Race, Ethnicity, and Gender of GS-15s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 972; 
On board on October 1, 2000, Percentage: 61.3; 
Remaining after estimated attrition on October 1, 2007, Number: 555; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
60.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 944; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 59.6. 

GS-15: White women; 
On board on October 1, 2000, Number: 387; 
On board on October 1, 2000, Percentage: 24.4; 
Remaining after estimated attrition on October 1, 2007, Number: 226; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
24.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 397; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 25.9. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 58; 
On board on October 1, 2000, Percentage: 3.7; 
Remaining after estimated attrition on October 1, 2007, Number: 35; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 57; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 52; 
On board on October 1, 2000, Percentage: 3.3; 
Remaining after estimated attrition on October 1, 2007, Number: 31; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 53; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.3. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 46; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 29; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 49; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.1. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 22; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 24; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.5. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 25; 
On board on October 1, 2000, Percentage: 1.6; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 32; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.0. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 15; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 10; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 16; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.6. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 1,586; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 924; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,585; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 225; 
On board on October 1, 2000, Percentage: 14.2;
Remaining after estimated attrition on October 1, 2007, Number: 141; 


Remaining after estimated attrition on October 1, 2007, Percentage: 
15.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 242; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 15.3. 

GS-15: Men; 
On board on October 1, 2000, Number: 1,107; 
On board on October 1, 2000, Percentage: 69.8; 
Remaining after estimated attrition on October 1, 2007, Number: 640; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
69.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,092; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 68.9. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 135; 
On board on October 1, 2000, Percentage: 8.5; 
Remaining after estimated attrition on October 1, 2007, Number: 85; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 148; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.3. 

GS-15: Women; 
On board on October 1, 2000, Number: 477; 
On board on October 1, 2000, Percentage: 30.1; 
Remaining after estimated attrition on October 1, 2007, Number: 282; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
30.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 491; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 31.0. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 90; 
On board on October 1, 2000, Percentage: 5.7; 
Remaining after estimated attrition on October 1, 2007, Number: 56; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 94; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.9. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 73: Department of State—Race, Ethnicity, and Gender of GS-14s, 
Actual as of October 1, 2000; Those Estimated to Remain Employed on 
October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 1,584; 
On board on October 1, 2000, Percentage: 62.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1,197; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
62.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,597; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 62.7. 

GS-14: White women; 
On board on October 1, 2000, Number: 598; 
On board on October 1, 2000, Percentage: 23.5; 
Remaining after estimated attrition on October 1, 2007, Number: 431; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 589; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 23.1. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 74; 
On board on October 1, 2000, Percentage: 2.9; 
Remaining after estimated attrition on October 1, 2007, Number: 55; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 73; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.9. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 88; 
On board on October 1, 2000, Percentage: 3.5; 
Remaining after estimated attrition on October 1, 2007, Number: 63; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 83; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.3. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 67; 
On board on October 1, 2000, Percentage: 2.6; 
Remaining after estimated attrition on October 1, 2007, Number: 55; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 71; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.8. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 24; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 31; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.2. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 66; 
On board on October 1, 2000, Percentage: 2.6; 
Remaining after estimated attrition on October 1, 2007, Number: 48; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 62; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.4. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 30; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 24; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 31; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.2. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 2,544; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,903; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,546; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 362; 
On board on October 1, 2000, Percentage: 14.2; 
Remaining after estimated attrition on October 1, 2007, Number: 275; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 360; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 14.1. 

GS-14: Men; 
On board on October 1, 2000, Number: 1,796; 
On board on October 1, 2000, Percentage: 70.6; 
Remaining after estimated attrition on October 1, 2007, Number: 1,358; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
71.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,807; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 71.0. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 212; 
On board on October 1, 2000, Percentage: 8.3; 
Remaining after estimated attrition on October 1, 2007, Number: 161; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 210; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.2. 

GS-14: Women; 
On board on October 1, 2000, Number: 748; 
On board on October 1, 2000, Percentage: 29.4; 
Remaining after estimated attrition on October 1, 2007, Number: 545; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
28.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 739; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 29.0. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 150; 
On board on October 1, 2000, Percentage: 5.9; 
Remaining after estimated attrition on October 1, 2007, Number: 114; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 150; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.9. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 74: Department of Transportation—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 111; 
On board on October 1, 2000, Percentage: 62.4; 
Remaining after estimated attrition on October 1, 2007, Number: 41; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
54.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 104; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 58.4. 

Career SES: White women; 
On board on October 1, 2000, Number: 41; 
On board on October 1, 2000, Percentage: 23.0; 
Remaining after estimated attrition on October 1, 2007, Number: 23; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
30.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 430; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 24.2. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 14; 
On board on October 1, 2000, Percentage: 7.9; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 16; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 3.9; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.5. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.6. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.2. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.6. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.6. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 178; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 75; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 178; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 14.6; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
14.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 31; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 17.4. 

Career SES: Men; 
On board on October 1, 2000, Number: 130; 
On board on October 1, 2000, Percentage: 73.0; 
Remaining after estimated attrition on October 1, 2007, Number: 49; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
65.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 126; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 70.8. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 19; 
On board on October 1, 2000, Percentage: 10.7; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 22; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 12.4. 

Career SES: Women; 
On board on October 1, 2000, Number: 48; 
On board on October 1, 2000, Percentage: 27.0; 
Remaining after estimated attrition on October 1, 2007, Number: 26; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
34.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 52; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 29.2. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 3.9; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 5.1. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 75: Department of Transportation—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 789; 
On board on October 1, 2000, Percentage: 67.6; 
Remaining after estimated attrition on October 1, 2007, Number: 355; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
61.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 762; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 65.3. 

GS-15: White women; 
On board on October 1, 2000, Number: 196; 
On board on October 1, 2000, Percentage: 16.8; 
Remaining after estimated attrition on October 1, 2007, Number: 115; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
20.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 197; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 16.9. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 60; 
On board on October 1, 2000, Percentage: 5.1; 
Remaining after estimated attrition on October 1, 2007, Number: 32; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 71; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.1. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 41; 
On board on October 1, 2000, Percentage: 3.5; 
Remaining after estimated attrition on October 1, 2007, Number: 25; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 41; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.5. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 29; 
On board on October 1, 2000, Percentage: 2.5; 
Remaining after estimated attrition on October 1, 2007, Number: 18; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 39; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.3. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 26; 
On board on October 1, 2000, Percentage: 2.2; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 23; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.0. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.8. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 16; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.4. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 1,167; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 575; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,167; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 182; 
On board on October 1, 2000, Percentage: 15.6;
Remaining after estimated attrition on October 1, 2007, Number: 105; 


Remaining after estimated attrition on October 1, 2007, Percentage: 
18.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 207; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.7. 

GS-15: Men; 
On board on October 1, 2000, Number: 915; 
On board on October 1, 2000, Percentage: 78.4; 
Remaining after estimated attrition on October 1, 2007, Number: 425; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
73.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 911; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 78.1. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 126; 
On board on October 1, 2000, Percentage: 10.8; 
Remaining after estimated attrition on October 1, 2007, Number: 70; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 149; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.8. 

GS-15: Women; 
On board on October 1, 2000, Number: 252; 
On board on October 1, 2000, Percentage: 21.6; 
Remaining after estimated attrition on October 1, 2007, Number: 150; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
26.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 255; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 21.9. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 56; 
On board on October 1, 2000, Percentage: 4.8; 
Remaining after estimated attrition on October 1, 2007, Number: 35; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 58; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.0. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 76: Department of Transportation—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 3,289; 
On board on October 1, 2000, Percentage: 66.3; 
Remaining after estimated attrition on October 1, 2007, Number: 2,062; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
63.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,290; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 66.3. 

GS-14: White women; 
On board on October 1, 2000, Number: 768; 
On board on October 1, 2000, Percentage: 15.5; 
Remaining after estimated attrition on October 1, 2007, Number: 550; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
16.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 780; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 15.7. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 221; 
On board on October 1, 2000, Percentage: 4.5; 
Remaining after estimated attrition on October 1, 2007, Number: 154; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 224; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.5. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 202; 
On board on October 1, 2000, Percentage: 4.1; 
Remaining after estimated attrition on October 1, 2007, Number: 145; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 182; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.7. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 181; 
On board on October 1, 2000, Percentage: 3.6; 
Remaining after estimated attrition on October 1, 2007, Number: 139; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 198; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.0. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 51; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 45; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 57; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.1. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 150; 
On board on October 1, 2000, Percentage: 3.0; 
Remaining after estimated attrition on October 1, 2007, Number: 102; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 128; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.6. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 29; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 27; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 52; 
On board on October 1, 2000, Percentage: 1.0; 
Remaining after estimated attrition on October 1, 2007, Number: 33; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 52; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 15; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.3. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 4,962; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 3,266; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4,962; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 901; 
On board on October 1, 2000, Percentage: 18.2; 
Remaining after estimated attrition on October 1, 2007, Number: 650; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
19.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 883; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.8. 

GS-14: Men; 
On board on October 1, 2000, Number: 3,893; 
On board on October 1, 2000, Percentage: 78.5; 
Remaining after estimated attrition on October 1, 2007, Number: 2,490; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
76.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,892; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 78.4. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 604; 
On board on October 1, 2000, Percentage: 12.2; 
Remaining after estimated attrition on October 1, 2007, Number: 428; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 602; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 12.1. 

GS-14: Women; 
On board on October 1, 2000, Number: 1,065; 
On board on October 1, 2000, Percentage: 21.5; 
Remaining after estimated attrition on October 1, 2007, Number: 772; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
23.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,061; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 21.4. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 297; 
On board on October 1, 2000, Percentage: 6.0; 
Remaining after estimated attrition on October 1, 2007, Number: 222; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 281; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.7. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 77: Department of the Treasury—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 359; 
On board on October 1, 2000, Percentage: 66.9; 
Remaining after estimated attrition on October 1, 2007, Number: 166; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
64.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 347; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 64.7. 

Career SES: White women; 
On board on October 1, 2000, Number: 109; 
On board on October 1, 2000, Percentage: 20.3; 
Remaining after estimated attrition on October 1, 2007, Number: 58; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 113; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 21.1. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 42; 
On board on October 1, 2000, Percentage: 7.8; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 44; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 8.2. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 2.0; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.2. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.4. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.4. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.7; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.9. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.2. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.2. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.4. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 537; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 258; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 536; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 69; 
On board on October 1, 2000, Percentage: 12.8; 
Remaining after estimated attrition on October 1, 2007, Number: 34; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
13.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 76; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 14.2. 

Career SES: Men; 
On board on October 1, 2000, Number: 412; 
On board on October 1, 2000, Percentage: 76.7; 
Remaining after estimated attrition on October 1, 2007, Number: 193; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
74.8; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 406; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 75.7. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 53; 
On board on October 1, 2000, Percentage: 9.9; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 59; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 11.0. 

Career SES: Women; 
On board on October 1, 2000, Number: 125; 
On board on October 1, 2000, Percentage: 23.3; 
Remaining after estimated attrition on October 1, 2007, Number: 65; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
25.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 130; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 24.3. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 3.0; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 17; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 3.2. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 78: Department of the Treasury—Race, Ethnicity, and Gender of GS-
15s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 1,844; 
On board on October 1, 2000, Percentage: 59.8; 
Remaining after estimated attrition on October 1, 2007, Number: 957; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
56.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,721; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 55.8. 

GS-15: White women; 
On board on October 1, 2000, Number: 746; 
On board on October 1, 2000, Percentage: 24.2; 
Remaining after estimated attrition on October 1, 2007, Number: 430; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
25.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 790; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 25.6. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 148; 
On board on October 1, 2000, Percentage: 4.8; 
Remaining after estimated attrition on October 1, 2007, Number: 100; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 175; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.7. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 148; 
On board on October 1, 2000, Percentage: 4.8; 
Remaining after estimated attrition on October 1, 2007, Number: 97; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 174; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.6. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 85; 
On board on October 1, 2000, Percentage: 2.8; 
Remaining after estimated attrition on October 1, 2007, Number: 54; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 95; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.1. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 27; 
On board on October 1, 2000, Percentage: 0.9; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 32; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.0. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 46; 
On board on October 1, 2000, Percentage: 1.5; 
Remaining after estimated attrition on October 1, 2007, Number: 27; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 53; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.7. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 18; 
On board on October 1, 2000, Percentage: 0.6; 
Remaining after estimated attrition on October 1, 2007, Number: 13; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 21; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.7. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 12; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 7; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 6; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 3; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 3,083; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,708; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,083; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 490; 
On board on October 1, 2000, Percentage: 15.9;
Remaining after estimated attrition on October 1, 2007, Number: 318; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 566; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 18.4. 

GS-15: Men; 
On board on October 1, 2000, Number: 2,135; 
On board on October 1, 2000, Percentage: 69.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1,145; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
67.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,056; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 66.7. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 291; 
On board on October 1, 2000, Percentage: 9.4; 
Remaining after estimated attrition on October 1, 2007, Number: 188; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 335; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.9. 

GS-15: Women; 
On board on October 1, 2000, Number: 945; 
On board on October 1, 2000, Percentage: 30.7; 
Remaining after estimated attrition on October 1, 2007, Number: 560; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
32.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,021; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 33.1. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 199; 
On board on October 1, 2000, Percentage: 6.5; 
Remaining after estimated attrition on October 1, 2007, Number: 130; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 231; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.5. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 79: Department of the Treasury—Race, Ethnicity, and Gender of GS-
14s, Actual as of October 1, 2000; Those Estimated to Remain Employed 
on October 1, 2007, after Accounting for Attrition; and Estimates for 
October 1, 2007, if Those Departing Are Replaced at Actual Rates for 
Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 4,902; 
On board on October 1, 2000, Percentage: 55.5; 
Remaining after estimated attrition on October 1, 2007, Number: 3,145; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
52.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4,561; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 51.6. 

GS-14: White women; 
On board on October 1, 2000, Number: 2,219; 
On board on October 1, 2000, Percentage: 25.1; 
Remaining after estimated attrition on October 1, 2007, Number: 1,523; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
25.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,330; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 26.4. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 417; 
On board on October 1, 2000, Percentage: 4.7; 
Remaining after estimated attrition on October 1, 2007, Number: 321; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 473; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.4. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 583; 
On board on October 1, 2000, Percentage: 6.6; 
Remaining after estimated attrition on October 1, 2007, Number: 451; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
7.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 665; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 7.53. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 286; 
On board on October 1, 2000, Percentage: 3.2; 
Remaining after estimated attrition on October 1, 2007, Number: 222; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
3.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 321; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 3.6. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 114; 
On board on October 1, 2000, Percentage: 1.3; 
Remaining after estimated attrition on October 1, 2007, Number: 89; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 134; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.5. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 149; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 111; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 156; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.8. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 95; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 76; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 115; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 46; 
On board on October 1, 2000, Percentage: 0.5; 
Remaining after estimated attrition on October 1, 2007, Number: 34; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 47; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 16; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 12; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 8,832; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 5,989; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 8,832; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 1,706; 
On board on October 1, 2000, Percentage: 19.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1,316; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
22.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,929; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 21.8. 

GS-14: Men; 
On board on October 1, 2000, Number: 5,800; 
On board on October 1, 2000, Percentage: 65.7; 
Remaining after estimated attrition on October 1, 2007, Number: 3,833; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
64.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5,558; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 62.9. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 898; 
On board on October 1, 2000, Percentage: 10.2; 
Remaining after estimated attrition on October 1, 2007, Number: 688; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
11.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 997; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.3. 

GS-14: Women; 
On board on October 1, 2000, Number: 3,027; 
On board on October 1, 2000, Percentage: 34.3; 
Remaining after estimated attrition on October 1, 2007, Number: 2,151; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
35.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3,262; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 36.9. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 808; 
On board on October 1, 2000, Percentage: 9.1; 
Remaining after estimated attrition on October 1, 2007, Number: 628; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 932; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.6. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 80: Department of Veterans Affairs—Race, Ethnicity, and Gender of 
Career SES Corps, Actual as of October 1, 2000; Those Estimated to 
Remain Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

Career SES: White men; 
On board on October 1, 2000, Number: 190; 
On board on October 1, 2000, Percentage: 76.9; 
Remaining after estimated attrition on October 1, 2007, Number: 68; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
73.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 171; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 69.0. 

Career SES: White women; 
On board on October 1, 2000, Number: 31; 
On board on October 1, 2000, Percentage: 12.6; 
Remaining after estimated attrition on October 1, 2007, Number: 15; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
16.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 43; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 17.3. 

Career SES: African-American men; 
On board on October 1, 2000, Number: 12; 
On board on October 1, 2000, Percentage: 4.9; 
Remaining after estimated attrition on October 1, 2007, Number: 4; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 15; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 6.0. 

Career SES: African-American women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 1.6; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 7; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.8. 

Career SES: Hispanic men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.4. 

Career SES: Hispanic women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 1; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.2. 

Career SES: Native American men; 
On board on October 1, 2000, Number: 3; 
On board on October 1, 2000, Percentage: 1.2; 
Remaining after estimated attrition on October 1, 2007, Number: 1; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.1; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 1.2. 

Career SES: Native American women; 
On board on October 1, 2000, Number: 0; 
On board on October 1, 2000, Percentage: 0.0; 
Remaining after estimated attrition on October 1, 2007, Number: 0; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 0.0. 

Career SES: Unknown; 
On board on October 1, 2000, Number: 2; 
On board on October 1, 2000, Percentage: 0.8; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 2.0. 

Career SES: Total[A]; 
On board on October 1, 2000, Number: 247; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 93; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 248; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 100.0. 

Career SES: Minorities; 
On board on October 1, 2000, Number: 24; 
On board on October 1, 2000, Percentage: 9.7; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 29; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 11.7. 

Career SES: Men; 
On board on October 1, 2000, Number: 209; 
On board on October 1, 2000, Percentage: 84.6; 
Remaining after estimated attrition on October 1, 2007, Number: 74; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
79.6; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 190; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 76.6. 

Career SES: Minority men; 
On board on October 1, 2000, Number: 19; 
On board on October 1, 2000, Percentage: 7.7; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.5; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 19; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 7.7. 

Career SES: Women; 
On board on October 1, 2000, Number: 36; 
On board on October 1, 2000, Percentage: 14.6; 
Remaining after estimated attrition on October 1, 2007, Number: 17; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.3; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 53; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 21.4. 

Career SES: Minority women; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 2.0; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.2; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at appointment rates for
fiscal years 1995-2000, Percentage: 4.0. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 81: Department of Veterans Affairs—Race, Ethnicity, and Gender of 
GS-15s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-15: White men; 
On board on October 1, 2000, Number: 4,382; 
On board on October 1, 2000, Percentage: 56.6; 
Remaining after estimated attrition on October 1, 2007, Number: 2,301; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
54.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 4,198; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 54.2. 

GS-15: White women; 
On board on October 1, 2000, Number: 1,107; 
On board on October 1, 2000, Percentage: 14.3; 
Remaining after estimated attrition on October 1, 2007, Number: 670; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
15.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,321; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 17.1. 

GS-15: African-American men; 
On board on October 1, 2000, Number: 173; 
On board on October 1, 2000, Percentage: 2.2; 
Remaining after estimated attrition on October 1, 2007, Number: 101; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 187; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.4. 

GS-15: African-American women; 
On board on October 1, 2000, Number: 109; 
On board on October 1, 2000, Percentage: 1.4; 
Remaining after estimated attrition on October 1, 2007, Number: 72; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 141; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.8. 

GS-15: Hispanic men; 
On board on October 1, 2000, Number: 322; 
On board on October 1, 2000, Percentage: 4.2; 
Remaining after estimated attrition on October 1, 2007, Number: 178; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 321; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.1. 

GS-15: Hispanic women; 
On board on October 1, 2000, Number: 131; 
On board on October 1, 2000, Percentage: 1.7; 
Remaining after estimated attrition on October 1, 2007, Number: 80; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 147; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.9. 

GS-15: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 997; 
On board on October 1, 2000, Percentage: 12.9; 
Remaining after estimated attrition on October 1, 2007, Number: 514; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
12.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 898; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 11.6. 

GS-15: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 499; 
On board on October 1, 2000, Percentage: 6.4; 
Remaining after estimated attrition on October 1, 2007, Number: 289; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
6.8; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 503; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 6.5. 

GS-15: Native American men; 
On board on October 1, 2000, Number: 17; 
On board on October 1, 2000, Percentage: 0.2; 
Remaining after estimated attrition on October 1, 2007, Number: 11; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 18; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-15: Native American women; 
On board on October 1, 2000, Number: 4; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 2; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.0. 

GS-15: Unknown; 
On board on October 1, 2000, Number: 5; 
On board on October 1, 2000, Percentage: 0.1; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.1; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.1. 

GS-15: Total[A]; 
On board on October 1, 2000, Number: 7,746; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 4,223; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 7,746; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-15: Minorities; 
On board on October 1, 2000, Number: 2,252; 
On board on October 1, 2000, Percentage: 29.1;
Remaining after estimated attrition on October 1, 2007, Number: 1,247; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
29.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,218; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 28.6. 

GS-15: Men; 
On board on October 1, 2000, Number: 5,891; 
On board on October 1, 2000, Percentage: 76.1; 
Remaining after estimated attrition on October 1, 2007, Number: 3,105; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
73.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 5,622; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 72.6. 

GS-15: Minority men; 
On board on October 1, 2000, Number: 1,509; 
On board on October 1, 2000, Percentage: 19.5; 
Remaining after estimated attrition on October 1, 2007, Number: 804; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
19.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,424; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 18.4. 

GS-15: Women; 
On board on October 1, 2000, Number: 1,850; 
On board on October 1, 2000, Percentage: 23.9; 
Remaining after estimated attrition on October 1, 2007, Number: 1,113; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
26.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,115; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 27.3. 

GS-15: Minority women; 
On board on October 1, 2000, Number: 743; 
On board on October 1, 2000, Percentage: 9.6; 
Remaining after estimated attrition on October 1, 2007, Number: 443; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
10.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 794; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 10.2. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

Table 82: Department of Veterans Affairs—Race, Ethnicity, and Gender of 
GS-14s, Actual as of October 1, 2000; Those Estimated to Remain 
Employed on October 1, 2007, after Accounting for Attrition; and 
Estimates for October 1, 2007, if Those Departing Are Replaced at 
Actual Rates for Fiscal Years 1995-2000: 

GS-14: White men; 
On board on October 1, 2000, Number: 1,465; 
On board on October 1, 2000, Percentage: 59.2; 
Remaining after estimated attrition on October 1, 2007, Number: 859; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
55.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,332; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 53.8. 

GS-14: White women; 
On board on October 1, 2000, Number: 592; 
On board on October 1, 2000, Percentage: 23.9; 
Remaining after estimated attrition on October 1, 2007, Number: 390; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
25.2; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 669; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 27.0. 

GS-14: African-American men; 
On board on October 1, 2000, Number: 98; 
On board on October 1, 2000, Percentage: 4.0; 
Remaining after estimated attrition on October 1, 2007, Number: 68; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
4.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 105; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 4.2. 

GS-14: African-American women; 
On board on October 1, 2000, Number: 104; 
On board on October 1, 2000, Percentage: 4.2; 
Remaining after estimated attrition on October 1, 2007, Number: 78; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
5.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 125; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 5.1. 

GS-14: Hispanic men; 
On board on October 1, 2000, Number: 55; 
On board on October 1, 2000, Percentage: 2.2; 
Remaining after estimated attrition on October 1, 2007, Number: 38; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 59; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.4. 

GS-14: Hispanic women; 
On board on October 1, 2000, Number: 28; 
On board on October 1, 2000, Percentage: 1.1; 
Remaining after estimated attrition on October 1, 2007, Number: 21; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
1.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 31; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 1.3. 

GS-14: Asian/Pacific Islander men; 
On board on October 1, 2000, Number: 62; 
On board on October 1, 2000, Percentage: 2.5; 
Remaining after estimated attrition on October 1, 2007, Number: 41; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 68; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.7. 

GS-14: Asian/Pacific Islander women; 
On board on October 1, 2000, Number: 45; 
On board on October 1, 2000, Percentage: 1.8; 
Remaining after estimated attrition on October 1, 2007, Number: 31; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
2.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 57; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 2.3. 

GS-14: Native American men; 
On board on October 1, 2000, Number: 11; 
On board on October 1, 2000, Percentage: 0.4; 
Remaining after estimated attrition on October 1, 2007, Number: 6; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.4; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 10; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.4. 

GS-14: Native American women; 
On board on October 1, 2000, Number: 7; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 5; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.3; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.2. 

GS-14: Unknown; 
On board on October 1, 2000, Number: 8; 
On board on October 1, 2000, Percentage: 0.3; 
Remaining after estimated attrition on October 1, 2007, Number: 8; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
0.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 12; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 0.5. 

GS-14: Total[A]; 
On board on October 1, 2000, Number: 2,475; 
On board on October 1, 2000, Percentage: 100.0; 
Remaining after estimated attrition on October 1, 2007, Number: 1,545; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
100.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 2,474; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 100.0. 

GS-14: Minorities; 
On board on October 1, 2000, Number: 410; 
On board on October 1, 2000, Percentage: 16.6; 
Remaining after estimated attrition on October 1, 2007, Number: 288; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
18.6; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 461; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 18.6. 

GS-14: Men; 
On board on October 1, 2000, Number: 1,691; 
On board on October 1, 2000, Percentage: 68.3; 
Remaining after estimated attrition on October 1, 2007, Number: 1,012; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
65.5; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 1,574; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 63.6. 

GS-14: Minority men; 
On board on October 1, 2000, Number: 226; 
On board on October 1, 2000, Percentage: 9.1; 
Remaining after estimated attrition on October 1, 2007, Number: 153; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
9.9; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 242; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 9.8. 

GS-14: Women; 
On board on October 1, 2000, Number: 776; 
On board on October 1, 2000, Percentage: 31.4; 
Remaining after estimated attrition on October 1, 2007, Number: 525; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
34.0; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 888; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 35.9. 

GS-14: Minority women; 
On board on October 1, 2000, Number: 184; 
On board on October 1, 2000, Percentage: 7.4; 
Remaining after estimated attrition on October 1, 2007, Number: 135; 
Remaining after estimated attrition on October 1, 2007, Percentage: 
8.7; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Number: 219; 
As of October 1, 2007, with replacements at promotion rates for
fiscal years 1995-2000, Percentage: 8.9. 

Source: GAO. 

Note: Information from our analysis of the Office of Personnel 
Management’s (OPM) Central Personnel Data File (CPDF) data.

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

[End of table] 

[End of section] 

Appendix III Reactions of Four Federal Agencies, OPM, and EEOC to SES 
Diversity Data: 

We presented to each of the four agencies we examined—the departments
of Energy, the Interior, and Veterans Affairs (VA) and the Social 
Security Administration (SSA)—the results of our simulation of Senior 
Executive Service (SES) losses and projections of the SES racial, 
ethnic, and gender profiles at each agency if current appointment 
trends continue. We also presented our governmentwide simulation 
results and projections to the Office of Personnel Management (OPM) and 
the Equal Employment Opportunity Commission (EEOC). SSA and the three 
departments said our analysis of their career SES, and GS-15 and GS-14, 
losses and future diversity was reasonable. All of the agencies agreed 
that improvements needed to be made in their current SES diversity in 
at least some minority and gender groups. All four also acknowledged 
that the composition of the career SES that we projected if present 
selection trends continued would not be acceptable and discussed 
efforts they had made and were planning to take to promote diversity in 
general and in the career SES in particular. These efforts have 
significant elements in common. Because almost all career SES 
selections come from within the agency with a relative few selected 
from other agencies, agency officials generally agreed that the
most effective way to enhance SES diversity is to increase diversity of 
the GS-15 and GS-14 feeder pool. OPM officials also said that if our 
projections were the actual result of SES selections through fiscal 
year 2007, that result would be unacceptable from a diversity 
standpoint. The reactions of these six agencies to the data and what 
they are doing and plan to do to address diversity in the career SES 
are summarized below. 

Social Security Administration: 

SSA’s goal is that its workforce at all levels, including the SES, 
should be at least as diverse as the national civilian labor force. 
[Footnote 18] To achieve this end, SSA officials said that the agency 
would need to improve its representation of Asian Americans and Native 
Americans; our analysis indicates that an increase of Hispanic 
representation would also be needed. 

SSA recently reinstituted an SES candidate development program, and also
has separate leadership development programs for GS-13 and GS-14 and for
GS-9 through GS-12. Thus, most employees above entry level can apply for
management and leadership development programs. SSA officials said that
it was agency policy to include women and minorities in the screening of
applicants and final selections for these programs. 

SSA has made an effort to have line management “buy in” to diversity by
making a case that diversity is not only a good thing in itself but 
enhances the agency’s ability to perform its mission. Executives in SSA 
are held accountable for diversity as an element in their performance 
contracts. SSA’s Office of Human Resources provides the Commissioner 
with a monthly summary of the ethnic and gender composition of each
component of the agency by grade level, and a similar summary of the
hiring done during the previous month. The Commissioner reviews these
summaries with the deputy commissioners each month, which enables the
Commissioner to demonstrate to senior managers the agency’s
commitment to diversity and hold them accountable with their peers for
the diversity in their units. 

SSA does regular entry-level recruiting at historically black colleges 
and Hispanic institutions and also has co-op agreements with Native 
American tribal colleges. SSA uses the Outstanding Scholar Program to 
recruit minorities and women, and makes use of authority granted by OPM 
to use bilingual registers for hiring. [Footnote 19] 

SSA has internal advisory councils for women, minority groups, and
persons with disabilities. These councils, which are chartered by the 
SSA Commissioner and composed of volunteers, exist at national 
headquarters and at the SSA regional offices. They provide input and 
advice to SSA national and regional management on diversity issues and 
also join in SSA recruiting efforts where appropriate. 

Department of the Interior: 

Interior uses the relevant civilian labor force [Footnote 20] as a 
basis for looking at diversity at all levels but had not yet prepared a 
comparison labor force for its career SES. Interior planned to do so in 
the near future. A department official acknowledged that the current 
diversity of the career SES in Interior is unsatisfactory, and that 
future diversity cannot be enhanced without additional efforts. The 
official noted that diversity at the entry level and midlevel has 
improved and that, with the assistance of the candidate development 
program that it has had for some time, this improvement will eventually 
be reflected at the SES level. 

Interior officials noted that recruitment, workforce information, and
workforce planning has until very recently been left up to the 
components within Interior instead of being handled at the departmental 
level. Officials of the U.S. Geological Survey, Office of Surface 
Mining, and Bureau of Land Management told us that they have had 
ongoing efforts to recruit minorities at educational institutions and 
career fairs. The Geological Survey has developed a job applicant 
database, which allows for tracking of the job selection process 
through all of its stages; thus, diversity of the applicant pool 
through successive screenings can be noted. Other parts of Interior do 
not have this type of process, although at least one other component
uses the Geological Survey’s process. 

Interior management has recently acted to shift responsibility for
recruitment and workforce planning (and thus for diversity) from
components to the departmental level. The Deputy Assistant Secretary for
Human Resources is developing a national recruitment initiative, under
which Interior components will collaborate in recruiting and diversity 
will be included as one factor in recruiting. The Deputy Assistant 
Secretary is also preparing a human capital plan for submission to OPM, 
which will associate workforce planning with the departmental mission 
and will target diversity at midlevel and senior level. 

Department of Energy: 

A senior official at Energy said that more progress is needed in making 
and keeping the department’s career SES diverse. The official noted 
that there has been a recent significant increase in diversity at the 
GS-14 and 15 levels, which could be reflected in future SES selections. 
Energy uses the civilian labor force as a basis for judging diversity, 
and also compares itself with other federal agencies. 

Energy hosted a Human Capital Summit in 2001, which resulted in a
renewed commitment to executive succession planning. After this summit,
Energy restarted an SES candidate development program, which had been
inactive since 1994, with its Human Resource Management office
coordinating with its Office of Civil Rights to develop a diversity
recruitment strategy for the program. Energy had an intern program to
bring in recruits for technical positions at the GS-7/9 level and, 
according to a senior official, 50 to 55 percent of the interns in that 
program have been minorities, and most have stayed long enough to reach 
the GS-12/13 level. A new career intern program recently began and it 
is too early to report its results. Pursuant to Executive Order 13171, 
dealing with Hispanic federal employment, Energy has set up an 
internship program aimed specifically at Hispanics. Energy is also 
establishing a formal mentoring program, under which GS-13 through GS-
15 staff members can benefit from guidance from SES executives. 

Senior Energy officials noted that Energy does regular periodic 
diversity analysis of the workforce, and may extend this analysis to 
job applicants in the future. Building diversity is one of the key 
leadership attributes of the annual performance review for Energy 
executives. 

Energy officials noted that it is especially difficult to recruit 
qualified minorities for scientific and technical positions, especially 
considering the competition for such candidates from the private sector 
and other agencies, such as the National Aeronautics and Space 
Administration. Energy uses authorities such as recruitment and 
retention bonuses and relocation allowances to help in minority 
recruitment. Energy could also use dual compensation waivers [Footnote 
21] for this purpose, but does not often use this option at present 
because, in the opinion of a senior Energy official, it is complicated 
to implement. A senior official said that Energy is considering 
applying for general waivers for certain occupational categories. In 
addition, Energy said that it uses executive search firms to increase 
the cadre of minority candidates. 

Department of Veterans Affairs: 

VA also said that our analysis was reasonable, and that more diversity 
was needed and greater efforts would be required if diversity is to 
increase. However, VA does not have an agreed-upon standard, such as 
the civilian labor force used by some agencies, by which to evaluate 
diversity in the career SES. [Footnote 22] 

Senior VA officials told us that, like Interior, VA has until recently 
left issues such as recruitment and leadership development to agency 
components. Officials of the Veterans Benefits Administration (VBA) and 
Veterans Health Administration (VHA) said that they were concerned 
about diversity in their management ranks, and had stepped up efforts 
to recruit minorities at lower levels and to prepare them for 
leadership. An official of the National Cemetery Administration said 
that it had made similar efforts, but had run into difficulties with 
finding minority candidates with civil service status and getting them 
on final selection lists. VA said that it had recently submitted to the 
Office of Management and Budget a restructuring plan under which, among 
other things, it will conduct an evaluation of its leadership 
development programs and develop a national recruitment and marketing 
plan. 

According to agency officials, both VHA and VBA have instituted
leadership development programs, with VBA having had an SES candidate
development program for some time. VA announced an SES candidate
development program in October 2001, and training for the initial group 
of participants began in November 2002. 

VA also recently began to develop a plan for workforce management and
succession planning. In addition, VA’s Office of Diversity Management 
and Equal Employment Opportunity, at the request of the VA Assistant
Secretary for Human Resources and Management, is providing diversity
information on VA’s current composition and monthly hiring. While
diversity has been an element in performance evaluation for VA 
executives, this information will for the first time allow VA to fairly 
evaluate executives for diversity performance, according to a VA 
official. 

Office of Personnel Management: 

To gain a broader prospective on SES diversity issues, we met with OPM
officials to get their reaction to our work. The officials agreed that 
our methodology was reasonable. They said that women and minorities
continued to be underrepresented in the federal executive corps. OPM’s
strategy for increasing executive diversity is to encourage agencies to
enhance diversity at entry level and midlevel, identify individuals with
leadership ability early in their careers, and provide experience and
learning opportunities to prepare them for senior level positions.
OPM cited the following actions as among the major steps it has taken to
address diversity in the SES. 

* Creating an Interagency Task Force on Hispanic Employment to focus on 
the continued underrepresentation of Hispanics in the federal 
workforce. The Director of OPM chairs the task force. 

* Fostering the establishment and growth of agency candidate 
development programs, which train selected GS-14 and GS-15 employees in 
the skills necessary for success in the career SES. 

* Issuing the first annual Report to the President on Hispanic 
Employment in the Federal Government, concerning the state of Hispanic 
employment. 

* Meeting with leaders from 21 different Hispanic organizations to 
discuss barriers to Hispanic recruitment and retention as well as to 
enlist their support in recruitment. The organizations have goals and 
missions related to five different sectors: Hispanic education, federal
employment, national advocacy, private sector, and professional
organizations. The Director has held two meetings with the 
organizations and issued guidance to federal agencies about the benefits
of utilizing the organizations' expertise. 

* Co-chairing the Asian American and Pacific Islanders (AAPI) Joint Task
Force with EEOC. The task force issued its Report on AAPI Federal 
Employment and Glass Ceiling Issues. 

* Hosting, in partnership with the Department of Labor, the first Asian
Pacific American Federal Career Advancement Summit in May 2002. OPM 
conducted several workshops on diversity issues and preparing for
the SES. 

* Meeting with the founders of the new employee group—the African 
American Federal Executive Association—which formed in 2002. One result 
from this meeting was an OPM initiative called the Executive Diversity 
Roundtable. The roundtable will be a venue for discussions focused 
solely on increasing and leveraging diversity in the executive ranks. 

* Replacing “Cultural Awareness” with “Leveraging Diversity” as an SES
leadership competency. A panel of public and private sector experts 
worked with OPM to revise the title and definition for the SES 
leadership competency that deals with diversity. The revised competency 
embodies the values of building, managing, and maintaining a diverse 
workforce; is results oriented; and stresses accountability. 

* Compiling best practices that agencies can use to develop strategies 
to improve the representation of minorities and women in the federal
workforce and including them in the fiscal year 2001 annual Federal
Equal Opportunity Recruitment Program (FEORP) Report to Congress. 

* Issuing the first Semi-Annual Statistical Report to the President on
Hispanic Employment in Federal Agencies. The report compared Hispanic 
hiring in fiscal year 1995 with that of fiscal year 2001. It contained 
information on hiring activity both governmentwide and by individual 
agency and provided information about federal agency utilization of 
available hiring tools. 

* Issuing a guide to federal agencies, Building and Maintaining a High
Quality, Diverse Workforce. 

* Conducting sessions on diversity issues as part of 1-week seminars
offered to federal managers by OPM's Management Development Centers. 

* During fiscal year 2001, conducting two workshops for agencies about
federal equal employment opportunity regulations and federal agency
roles and reporting requirements. 

* Launching a new disability Web site in June 2002, a one-stop source of
information for managers, applicants, and human resources professionals 
that is designed to be both comprehensive and userfriendly. 

* Issuing a model plan on the employment of adults with disabilities. 

* Regularly presenting workshops on diversity issues at numerous 
nationwide conferences of organizations with compatible goals, 
including organizations representing the interests of African Americans,
Hispanics, women, Asians and Pacific Islanders, and persons with 
disabilities. 

* Regularly providing consultation services and technical assistance to
individual agencies regarding their questions, plans, and activities on
diversity issues. In addition, upon request, OPM provided workshops to
organizations that expressed interest in developing future leaders.
These workshops focused on the application process and understanding
the leadership competencies necessary for SES membership. These 
services were provided to about 10 federal agencies during fiscal year
2001. 

Equal Employment Opportunity Commission: 

For EEOC’s reaction, see the “Agency Comments” section of the letter and
appendix V, where its comments are reprinted. 

[End of section] 

Appendix IV: Comments from the Office of Personnel Management: 

Office Of The Director: 
United States Office Of Personnel Management: 
Washington, DC 20415-0001: 

December 18, 2002: 

Mr. Victor Rezendes: 
Managing Director, Strategic Issues: 
U.S. General Accounting Office: 
441 G Street, NW: 
Washington, DC 20548: 

Dear Mr. Rezendes:

The Office of Personnel Management (OPM) appreciates the opportunity to 
review and comment on the General Accounting Office's (GAO) draft 
report, Senior Executive Service: Effect on Diversity of Expected Large 
Turnover. Thank you for incorporating our initial views. We concur with 
your general findings and welcome the attention this report will bring 
to a critical opportunity facing the Federal workforce and Federal 
hiring officials.

Increasing diversity in the executive ranks continues to be a top 
priority for OPM and is demonstrated by our leadership, accountability 
and services in this area. We have been proactive in our efforts to 
help Federal agencies both obtain and retain a diverse workforce-
particularly in the senior ranks. Our efforts include providing 
agencies with needed guidance and tools, expanding Government-wide 
discussions between agencies and constituent groups, and facilitating 
the exchange of ideas among agencies. Talk, however, is not enough, 
only results matter. OPM has placed itself forward as a model of what 
an agency can accomplish if senior managers support diversity. Over the 
course of the past year we have expanded our efforts to attract senior 
managers from the government and private sectors and have changed our 
SES performance standards to reflect a priority recruitment of 
qualified minorities.

Also, I have personally, on two separate occasions, met with 
Representative Danny Davis, Ranking Minority Member of the Committee on 
Government Reform of the U.S. House of Representatives to discuss this 
issue and OPM's efforts to provide stronger leadership for its efforts 
to elevate senior managers into the SES as well as the management ranks 
within OPM. I am pleased to say that as a result of those discussions, 
OPM has initiated strong discussions with the employee group Blacks In 
Government (BIG) and other organizations and we are about to launch a 
major overhaul of SES training at the Federal Executive Institute (FEI).

Furthermore, I chair an Interagency Task Force on Hispanic Employment 
composed of senior agency officials. Since its inception in October 
2001, the Task Force has met several times to discuss barriers to full 
employment and share ideas and models (including accountability models) 
useful for addressing those barriers. We have also issued several 
reports (one statistical and two annual) to the President regarding 
agency activities and accomplishments to increase the employment of 
Hispanics in their ranks. Attached are copies of these reports.

In addition to OPM's efforts to assist Federal agencies with obtaining 
and retaining a diverse workforce, we are reaching out directly to the 
next generation of public servants, college and university 
undergraduates, as they begin to choose their career paths. In January 
2003, OPM will be hosting a reception for HBCU (Historically Black 
Colleges and Universities) students to introduce them to and explain 
the hiring process for the Federal Government, to assist them with 
exploring Federal internship opportunities, and to share the 
experiences of HBCU graduates who are currently serving in a variety of 
Federal occupations.

OPM looks forward to receiving GAO's final report on diversity in the 
SES. We continue to be proactive in our commitment to help our 
stakeholders and other Government agencies implement these important 
initiatives.

Sincerely,

Signed by: 

Kay Coles James: 


Director: 

Attachments: 

[End of section] 

Appendix V: Comments from the Equal Employment Opportunity Commission: 

U.S. Equal Employment Opportunity Commission: 
Washington, D.C. 20507: 

Mr. Victor S. Rezendes: 
Managing Director: 
Strategic Issues: 
U.S. General Accounting Office: 
Washington, DC 20548-0001: 

Dear Mr. Rezendes:

Thank you for providing us with the opportunity to review and comment 
on the General Accounting Office's draft report on the Senior Executive 
Service: Effect on Diversity of Expected Large Turnover. Commission 
staff has reviewed the draft report. Their comments, based on our 
commitment to ensuring equal employment opportunity for all federal 
employees and applicants, are enclosed. Again, we thank you for the 
opportunity to provide comments on this important issue. If you have 
any questions about the attached comments, please contact Brett Brenner 
at (202) 663-7207. 

Sincerely, 

Signed by: 

H. Joan	Ehrlich: 
Acting Director of Communications and Legislative Affairs: 

Attachment: 

EEOC Staff Response to GAO Report: 
Senior Executive Service: Effect on Diversity of Expected Large 
Turnover: 

EEOC Staff Reactions to the Report: 

The GAO's draft report estimates that more than half of the career SES 
members employed on October 1, 2000 will leave service by October 1, 
2007 and that current SES appointment trends indicate there will be a 
significant increase in the representation of white females in the SES 
at a rate essentially equal the decrease in white males expected over 
this same period. GAO's analysis also predicts, however, that the 
proportion of minority women and men will remain virtually unchanged in 
the SES during this period.

With white women advancing for the first time into the ranks of the SES 
in significant numbers, GAO's report suggests that agencies have begun 
to experience some success in breaking down barriers to equality of 
opportunity in the federal workplace. Nonetheless, challenges still lie 
ahead. In the years ahead, agencies will need to continue their 
vigilance in ensuring a level playing field for all federal workers and 
should explore proactive strategies - such as succession planning, SES 
development, and mentoring programs for mid-level employees - designed 
to ensure a diverse group of highly qualified candidates for SES 
positions. We agree with GAO that the projected large losses in the SES 
ranks presents the government with both a unique challenge and 
opportunity - the challenge and opportunity to further strengthen the 
SES through employment practices that will ensure our SES is staffed 
with the best and brightest talent available, regardless of race, 
ethnicity, gender or disability.

EEOC Staff Comments to the Report: 

The language on page 17 using the term "unsatisfactory" should be 
changed to indicate that "EEOC expressed concern about the trends 
suggested by GAO's analysis to the extent that they may point to the 
presence of arbitrary barriers that limit qualified members of any 
group from advancing into the SES. EEOC noted that agencies should 
consider utilizing several strategies that broaden the available pool 
of qualified applicants to higher level positions, such as succession 
planning, SES development and mentoring programs for mid-level 
employees, and sharing of SES candidate pools by federal agencies."

Additionally, on page 17, the draft report states that EEOC officials 
said that "it was important for agencies to increase the diversity of 
their entry-level employees because they will eventually become the 
pool for SES replacements." This should be changed to: "EEOC believes 
that agencies must be vigilant in their efforts to identify 
inappropriate barriers to equality of opportunity in the federal 
workplace, with particular attention paid to potentially unlawful 
barriers at the GS14 and 15 levels as employees at these levels will 
eventually serve as the applicant pools from which SES candidates are 
selected."

The language on page 18 of the report regarding EEOC comments should 
indicate the following: 

"The EEOC has adjudicatory responsibilities in the federal EEO 
complaints process and oversight responsibilities with respect to 
federal EEO programs generally. The EEOC reviews agency programs 
relating to complaints processing and other proactive prevention 
measures required by Title VII and the Rehabilitation Act. To the 
extent that diversity concerns are attributable to discrimination, 
agencies must regularly evaluate their recruitment, hiring and 
selection procedures to identify inappropriate barriers to equal 
employment opportunity. Where such barriers are identified, agencies 
must take measures to eliminate them. Moreover, there are several 
strategies that federal agencies might consider to enable the most 
talented employees in their workforces to gain the qualifications they 
need to reach the ranks of the SES, such as succession planning, SES 
development and mentoring programs for mid-level employees, and sharing 
of SES candidate pools by federal agencies."

The EEOC has taken a number of actions recently to help agencies 
identify and remove barriers to free and open competition in the 
federal workplace. While there has been great success in making the 
federal sector complaint process more fair and efficient, EEOC believes 
that proactive prevention efforts are equally important to the success 
of our statutory mission. One of EEOC's many responsibilities is to 
provide information to facilitate compliance with the law. Toward that 
end, EEOC has undertaken a number of initiatives relating to outreach, 
technical assistance, training and education.

* The EEOC has greatly enhanced its training and outreach programs for 
counselors, investigators and agency management. As an example, EEOC 
provided a 16-hour EEO Training Course for Managers and Supervisors, 
which EEOC developed for the Environmental Protection Agency (EPA) in 
FY 2001. The training emphasizes the importance of racial, ethnic and 
gender diversity in the SES to the effective operation of our 
government. EEOC delivered the training on more than 60 occasions in FY 
2002 to various EPA groups throughout the country. As a result of the 
success of this program, EEOC delivered this training on eight 
additional occasions to other federal agencies.

* In FY 2002, the EEOC reviewed the reasonable accommodation procedures 
submitted by 82 agencies and assisted the agencies in making changes in 
the procedures necessary to meet the requirements of Executive Order 
13164 and EEOC Policy Guidance on Executive Order 13164: Establishing 
Procedures to Facilitate the Provision of Reasonable Accommodation. 
EEOC also issued guidance for the implementation of this executive 
order. Persons with disabilities are significantly underrepresented in 
the SES ranks.

* The EEOC has significantly improved the accuracy and timeliness of 
the data it collects regarding the complaints filed in the EEO process. 
Data is now submitted online directly to EEOC via a secure website. The 
data is then published in EEOC's Annual Report. Agencies can review 
their own data and compare their SES workforce with other agencies' SES 
workforces. 

* Based on feedback received from agencies who used the web-based data 
collection system in reporting FY 2001 data, the EEOC updated and 
improved the system so that future transmissions of data will be even 
more customer-friendly. Improvements to this data system ultimately 
improve the accuracy of the information in the reports that the EEOC 
issues about agencies' EEO performance. When agencies have more 
accurate information about their EEO performance, they are enabled to 
make better decisions about where they need to improve performance, 
including areas like recruitment, hiring, candidate development and 
promotion to positions in the SES. 

* The EEOC significantly modified its annual report on the Federal 
Workforce in FY 2001. The report combines employment information about 
the federal workforce and data about EEO complaints processing trends 
and relevant statistics. Managers can use the data to plan strategies 
to utilize in their recruitment activities for vacancies in the SES 
positions at their agencies and in feeder groups that lead to SES 
positions. 

* The authority to conduct onsite reviews of federal agencies is one of 
the most important mechanisms that the Commission has to assist 
agencies in understanding the laws and regulations that we enforce. The 
EEOC has current plans to ensure that future onsite reviews focus on 
minority representation in the feeder grades to the SES. These onsite 
reviews will evaluate the adequacy of agency efforts to identify and 
address selection procedure barriers. 

* The EEOC is also exploring partnering with OPM to include the 
analysis of succession planning in the onsite reviews that are being 
planned for future fiscal years. 

* The EEOC staff have met on several occasions with several Special 
Emphasis Managers, representing a number of agencies, to discuss what 
the Commission could do collaboratively to assist them in their efforts 
to ensure equality of opportunity for all workers, particularly in 
feeder groups to the SES ranks. The EEOC plans to continue these 
collaborative efforts. 

* The Commission holds quarterly meetings with EEO Directors to brief 
agency officials on federal sector developments. The EEOC plans to 
devote an entire meeting with EEO Directors to assess agencies' efforts 
to develop strategies to ensure that workplace barriers are removed 
from federal workplaces, particularly in the SES. 

* The EEOC is committed to providing its customers - federal agencies, 
federal employees and applicants, concerned members of the public, and 
stakeholders - with clear and easy-to-access information on how to 
comply with the federal anti-discrimination statutes. This compliance 
assistance is provided in a variety of ways, including web-based 
information, technical assistance visits, training seminars, telephone 
consultations, printed information, and onsite visits. 

* The EEOC's Headquarters and Field staff conducted outreach in FY 2002 
through no-cost public speaking engagements and technical assistance 
efforts for federal agencies and other stakeholder groups. In FY 2002, 
federal sector staff participated in 335 outreach events.

The language on page 103 that "EEOC officials also said that if our 
projections were the actual result of SES selection through fiscal year 
2002, that result would be unacceptable..." should be changed to "EEOC 
expressed concern about the trends suggested by GAO's analysis to the 
extent that they may point to the presence of discriminatory barriers 
that limit qualified members of any group from advancing into the SES. 
EEOC noted that agencies should consider utilizing several strategies 
to broaden the available pool of qualified applicants to higher level 
positions, such as succession planning, SES development and mentoring 
programs for mid-level employees, and sharing of SES candidate pools by 
federal agencies."

All of the language on 114 of the draft report concerning EEOC should 
be changed to the following:

"The EEOC has adjudicatory responsibilities in the federal EEO 
complaints process and oversight responsibilities with respect to 
federal EEO programs generally. The EEOC reviews agency programs 
relating to complaints processing and other proactive prevention 
measures required by Title VII and the Rehabilitation Act. We provided 
EEOC with the results of our analyses to gain its perspective on the 
data. The EEOC officials said our methodology was reasonable. To the 
extent that diversity concerns are attributable to discrimination, EEOC 
officials emphasized the critical importance of ensuring that agencies 
regularly evaluate their recruitment and selection procedures to 
identify inappropriate barriers to equal employment opportunity. The 
EEOC officials also stated that, where such barriers are identified, 
agencies must take measures to eliminate them. The EEOC officials 
identified a number of strategies that federal agencies might consider, 
such as succession planning, SES development and mentoring programs for 
mid-level employees, and sharing of SES candidate pools by federal 
agencies.

Finally, while EEOC officials did not object to our methodology they 
did remark that the model which we selected assumes that the structure 
of the SES in future years will be patterned after attrition and 
replacement patterns which occurred within the SES in prior years. The 
accuracy of such a model depends on consistency in the conditions that 
affect attrition and retention between the past and future. To the 
extent that conditions change (e.g., dips in the stock market, 
variations in financial obligations such as college expenses, 
availability of alternative employment opportunities) between periods 
of time, such models will decrease in accuracy. Therefore, the 
predictions of this report on diversity of the SES in the future are 
likely to decrease in accuracy as external conditions which are not 
under the control of individual agencies change." 

[End of section] 

Appendix VI: Comments from the Social Security Administration: 

Social Security: 
The Commissioner: 
Social Security Administration: 
Baltimore MD 21235-0001: 

November 27, 2002: 

Mr. Victor S. Rezendes: 
Managing Director: 
Strategic Issues: 
U.S. General Accounting Office: 
Washington, D.C. 20548: 

Dear Mr. Rezendes: 

Thank you for the opportunity to review and comment on the preliminary 
draft report "Senior Executive Service: The Effect on Diversity of 
Expected Large Turnover," (GAO-03-34). Overall we agree with the report 
findings and conclusions, including all of the April 2002 Office of 
Personnel Management's (OPM) recommendations on page 5, which we have 
been implementing since late 1998. We also agree with the information, 
as presented, for the specific Social Security Administration data that 
was obtained during GAO's visit. 

With respect to data in future reviews, we believe an alternate 
analytical approach would be to look at trends over the last 10 years 
and apply those trends to the next 5 years. For example, if the trend 
over the last 10 years was that the replacement rate of minorities 
improved 2 percent a year, projections for the next 5 would show an 
improvement of more than 10 percent in the alternate method, but still 
no improvement in the method used by GAO in the study. It is possible 
that a trend may be flat or negative, but if it is so, we believe the 
10-year-based analysis would still be more sound. 

If you have any questions, please have your staff contact Laura Bell at 
(410) 965-2636. 

Sincerely,

Signed by: 

JoAnne B. Barnhart: 

[End of section] 

Appendix VII: Comments from the Department of Veterans Affairs: 

The Secretary Of Veterans Affairs: 
Washington: 

December 2, 2002: 

Mr. Victor S. Rezendes: 
Managing Director: 
U. S. General Accounting Office: 
441 G Street, NW: 
Washington, DC 20548: 

Dear Mr. Rezendes:

The Department of Veterans Affairs (VA) has reviewed your draft report, 
Senior Executive Service: Effect on Diversity of Expected Large 
Turnover (GAO-03-34). The report includes data on the current 
composition of the Department of Veterans Affairs (VA) Senior Executive 
Service (SES) and comments on VA's overall efforts to increase 
diversity within VA's SES ranks.

VA is in general agreement with the General Accounting Office's (GAO) 
observations. Our comments in the attached enclosure offer additional 
information to clarify some statistics and data as well as illustrate 
our progress in addressing diversity in the SES. The enclosure is 
organized to address four specific items and page numbers are included 
to facilitate ease of review.

Thank you for the opportunity to comment on your draft report. 

Sincerely yours, 

Signed by: 
Anthony J. Principi: 

Enclosures: 

[End of section] 

Appendix VIII: Comments from the Department of Energy: 

Department of Energy: 
Washington, DC 20585: 

December 12, 2002: 

Mr. Victor S. Rezendes: 
Managing Director, Strategic Issues: 
General Accounting Office: 
Room 4057: 
441 G Street, N.W. 
Washington, D.C. 20548: 

Dear Mr. Rezendes:

I am responding on behalf of the Secretary to your letter of November 
6, 2002, regarding review and comment on the draft GAO report, "Senior 
Executive Service: Effect on Diversity of Expected Large Turnover."

The staff that attended the briefing with GAO appreciated the 
opportunity to meet with you and your staff to discuss this issue and 
to provide you with information regarding the Department's initiatives 
concerning the Senior Executive Service (SES), turnover, and diversity. 
They have reviewed the draft report and the following comments are 
provided. To assist your staff in viewing these edits, a revised, 
highlighted version of the draft report text regarding the Department 
of Energy (DOE) segment is attached.

In addition to these comments, I would like to reiterate that the 
Department agrees with GAO's assessment that more needs to be done to 
enhance diversity, particularly in light of the anticipated retirement 
and other losses over the next 5 years. As GAO pointed out in the 
draft, this has important implications for government management and 
emphasizes the need for good succession planning for this leadership 
group, as well as racial, ethnic, and gender diversity in the SES 
corps. It is hoped that the new Candidate Development Program will 
provide a needed boost to the concept of succession planning.

The Department is working on streamlining the SES staffing process 
along the lines of OPM's recently announced 30 work-day SES staffing 
model. It is anticipated that this will complement the Department's 
recruitment efforts by shortening the process by which individuals are 
appointed to the SES corps. The Department is also building on entry-
level recruitment efforts through its continuing work with various 
program offices to ensure a wider and more diverse applicant pool from 
among which SES vacancies can be filled. The Department is committed to 
improving upon the current SES appointment trends projected into out-
years by GAO so that diversity in the Department's career SES ranks 
will be enhanced in the coming years.

Specific Comments on the Draft Report: 

* In paragraph 2 (Department of Energy section, page 107 of the draft), 
GAO suggests that E.O. 13162 (Career Intern Hiring Authority) is the 
driver behind efforts to expand Hispanic employment in the Federal 
government. It is actually E.O. 13171 (Hispanic Federal Employment).

* The intern statistics in paragraph 2 (page 107) appear to refer to 
the Department of Energy's old Technical Intern Program and do not 
accurately reflect hiring and/or retention figures for DOE's new Career 
Intern Program. Because the program is just beginning, statistics are 
not yet available; therefore, it is suggested that the wording in that 
paragraph be revised to reflect the previous program, noting that a new 
one is underway.

* Paragraph 4 (page 108) references NASA. The reference was based on 
general anecdotes regarding the hiring for SES positions as opposed to 
concrete statistics. Rewording of this statement is suggested.

* Paragraph 4 (page 108) should be edited to reflect the technically 
correct reference to "recruitment and relocation bonuses and retention 
allowances." Also, it is suggested that reference be made to the 
Department's use of executive search firms to increase the cadre of 
minority applicants, as well as a reference to the student loan program 
as a recruitment tool.

If there are any questions regarding these comments, please contact 
Susan McCannell, Director, Executive Resources Management Division, at 
(202) 586-8458.

Sincerely, 

Signed by: 
Bruce M. Carns: 
Director, Office of Management, Budget and Evaluation/Chief Financial 
Officer: 

Enclosure: 

[End of section] 

Appendix IX: GAO Contact and Staff Acknowledgments: 

GAO Contact: 

Thomas G. Dowdal, (202) 512-6588: 

Acknowledgments: 

In addition to the individual named above, the following individuals 
made significant contributions to this report: Walter E. Reed, Jr., 
Steven J. Berke, Mitchell B. Karpman and Gregory H. Wilmoth. 

[End of section] 

Footnotes: 

[1] We analyzed five racial and ethnic groups—Native Americans, Asians 
and Pacific Islanders, African Americans, Hispanics, and whites. We 
defined the first four groups as racial and ethnic minorities because 
of their relatively small numbers and proportions, individually or as a 
group, relative to whites. When we refer to these four groups 
collectively, we use the term minorities. 

[2] The CFO agencies are those covered by the Chief Financial Officers 
Act, 31 U.S.C. §901. Together, the 24 agencies account for about 96 
percent of federal employees. 

[3] U.S. General Accounting Office, Federal Employee Retirements: 
Expected Increase Over the Next 5 Years Illustrates Need for Workforce 
Planning, GAO-01-509 (Washington, D.C.: Apr. 27, 2001). 

[4] U.S. General Accounting Office, Senior Executive Service: 
Retirement Trends Underscore the Importance of Succession Planning, 
GAO/GGD-00-113BR (Washington, D.C.: May 12, 2000). 

[5] U.S. General Accounting Office, High-Risk Series: An Update, GAO-01-
263 (Washington, D.C.: January 2001) and Human Capital: Meeting the 
Governmentwide High-Risk Challenge, GAO-01-357T (Washington, D.C.: Feb. 
1, 2001). 

[6] See U.S. General Accounting Office, A Model of Strategic Human 
Capital Management, GAO-02-373SP (Washington, D.C.: Mar. 15, 2002). 
Diversity is covered by the critical success factor called “Empowerment 
and Inclusiveness.” 

[7] A small number of GS-14s are promoted to SES and it is possible for 
GS-13s to be promoted to SES, but this is rare. The remaining SES 
appointments come from people not employed by the federal government. 

[8] Office of Personnel Management, Building and Maintaining a Diverse, 
High-Quality Workforce: A Guide for Federal Agencies, OPM Publication 
ES-DO-05 (Washington, D.C.: June 2000). 

[9] 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. 

[10] We did not independently verify the CPDF data for the years we 
reviewed. However, in a 1998 report (OPM’s Central Personnel Data File: 
Data Appear Sufficiently Reliable to Meet Most Customer Needs, GAO/GGD-
98-199, Sept. 30, 1998), we reported that governmentwide data from the 
CPDF for key variables in this study—gender, race, ethnicity, grade, 
pay plan, career status, agency, and personnel action—were 97 percent 
or more accurate. 

[11] We included only career employees in the executive branch of the 
federal government, excluding the intelligence agencies and the Postal 
Service, because these agencies do not submit data to OPM’s CPDF. 
Federal Bureau of Investigation (FBI) employees are not included in 
Department of Justice numbers because the FBI does not report 
separation and appointment data to OPM’s CPDF. 

[12] In analyzing separations, we did not include promotions to a 
higher grade, demotions to a lower grade, or transfers from one agency 
to another agency. 

[13] CPDF does not contain the day in the service computation date or 
the birth date. 

[14] Because we did the analyses by agency and because many agencies 
had very small numbers of SES in some of the racial, ethnic, and gender 
EEO groups, we did not enter each group into the regression analyses 
but instead used two groups: whites and minorities. Entering groups 
with small numbers into the analyses would have lessened the 

reliability of the estimates. 

[15] For the SES, we did not base the equation on race, ethnicity, 
gender, or agency type because these were not significant predictors of 
separation. 

[16] Employees whose gender, race, or ethnicity was missing (called 
“unknown” in this report) were not included in the regression analyses 
or simulation. They were included in the appointment analyses and final 
totals. 

[17] See U.S. General Accounting Office, Senior Executive Service: 
Retirement Trends Underscore the Importance of Succession Planning, 
GAO/GGD-00-113BR (Washington, D.C.: May 12, 2000). 

[18] The civilian labor force includes persons ages 16 or over who are 
employed or seeking employment, but excludes those in the Armed Forces. 

[19] The Outstanding Scholar and Bilingual/Bicultural programs were 
established by a consent decree approved by the U.S. District Court for 
the District of Columbia in 1981, in the case of Luevano v. Campbell, 
93 F.R.D. 68 (D.D.C. 1981). The Outstanding Scholar Program may be used 
to hire into certain positions at the GS-5 or GS-7 level college 
graduates from accredited schools who obtained a grade point average of 
3.5 or higher on a 4.0 scale, or who rank in the upper 10 percent of 
their classes, without further examination. The Bilingual/Bicultural 
program allows hiring into certain positions at the GS-5 or GS-7 level 
of candidates proficient in Spanish or knowledgeable in Hispanic 
culture who obtained passing examination scores, without further regard 
to rank where performance in the position would be enhanced by such 
bilingual or cultural skills. 

[20] The relevant civilian labor force is that portion of the civilian 
labor force that corresponds to a particular labor force (in this 
instance, the career SES) as closely as possible in terms of occupation 
and salary level. 

[21] Section 5533 of Title 5, U.S.C., prohibits a federal employee from 
receiving pay for more than one position. However, a department or 
agency may make an exception from that section for a certain position 
upon determining that the required services cannot be obtained 
otherwise. A general exception for a number of positions must be 
granted by OPM. 

[22] VA does use the Professional, Administrative, Technical, Clerical, 
Other (PATCO) Civil Labor Force (CLF) in preparing workforce reports on 
its GS-15s and GS-14s, which allows it to monitor diversity in the SES 
feeder pool. 

[End of section] 

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