This is an e-supplement to GAO-16-62. It presents the results from GAO's survey of 57 senior CFPB executives as of January 31, 2015. A total of 36 senior executives responded to our executive survey for a response rate of 63 percent. GAO excluded responses to demographic and open-ended narrative questions.

Nonexecutive employees at the Consumer Financial Protection Bureau (CFPB) who responded to GAO's survey identified strengths and areas for improvement in CFPB's personnel practices and culture. Most respondents agreed that enthusiasm for CFPB's mission is high and that immediate supervisors respect and value differences among individuals. However, GAO's survey found heightened concerns related to

OOC is in the early stages of a concerted and vitally needed effort to improve and strengthen management control across the Office and to carry out its mission more effectively and efficiently while safeguarding its institutional independence. OOC's success in completing this important effort depends upon making significant progress on a number of key management control areas: Sharpen focus on re

This report responds to congressional questions about GAO's hearing on the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2001. This report discusses the (1) importance of disciplining managers and employees who engage in discriminatory practices, (2) settlement process, and (3) U.S. Postal Service's antidiscrimination programs.

GAO noted that: (1) GAO has not done any work that specifically addresses the representation of minorities in the federal workforce; (2) however, GAO reviewed data by the Office of Personnel Management (OPM) and EEOC; (3) these data show that from fiscal years 1993 through 1998, the proportion of the federal workforce made up by minorities increased by 1.5 percentage points; (4) both the number a

GAO noted that: (1) the rise in the number of complaints caused growing backlogs of unprocessed cases; (2) the net effect has been that complaints, and the conflicts underlying them, have been left unresolved for increasingly longer periods of time; (3) in fiscal year (FY) 1999, federal workers filed close to 27,000 complaints with their agencies, 50 percent more than they did in FY 1991, when th

GAO published a Personnel Appeals Board study that examined the median time to promotion and rates of promotion of GAO banded employees for the five year period 1991-1995. GAO noted that: (1) there were some disparities based on race, gender and age, but that the causes of these differences were not readily apparent from the statistics alone; and (2) the Board has recommended that GAO further inv

GAO noted that: (1) inventories of unresolved federal sector discrimination cases at agencies and EEOC have continued to grow; (2) overall, from fiscal year (FY) 1991 to FY 1998, complaint inventories at federal agencies rose by about 114 percent, to 36,333; (3) at EEOC, during the same period, the hearings inventory rose by 280 percent, to 11,967, while the appeals inventory went up by 648 perce

GAO noted that: (1) relevant and reliable data about the bases for federal employee discrimination complaints and the specific issues giving rise to these complaints would help decisionmakers and program managers understand the nature and extent of conflict in the federal workplace; (2) these data could also be used to help plan corrective actions and measure the results of interventions; (3) how

GAO noted that: (1) agencies' complaint inventories and, even more so, EEOC's hearings and appeals inventories, have increased since fiscal year (FY) 1991; (2) at agencies, the number of unresolved complaints in inventory rose about 102 percent, from 16,964 at the end of FY 1991 to 34,267 by the end of FY 1997; (3) at EEOC, during this period, the inventory of hearing requests from complainants i