Pursuant to a congressional request, GAO provided information on the status of African-American employees at the Social Security Administration's (SSA) Baltimore, Maryland, area operations. GAO noted that: (1) in September 1994, African-Americans constituted nearly 44 percent of the workforce in the Baltimore SSA operations, which was about 0.8 percent lower than in September 1989; (2) African-Am

GAO discussed the Immigration and Naturalization Service's (INS) Equal Employment Opportunity Program (EEO), focusing on the: (1) status of the EEO complaint backlog during fiscal years (FY) 1989 through 1993; (2) timeliness of INS EEO complaint processing during FY 1989 through 1993; (3) status of INS efforts to improve EEO operations and workforce diversity between FY 1989 and 1993; and (4) num

Pursuant to a congressional request, GAO reviewed employment practices at the Equal Employment Opportunity Commission's (EEOC) Houston District Office, focusing on Hispanic employees. GAO noted that: (1) 26 percent of the office's 80 employees were Hispanic as of September 30, 1993; (2) 1 female and 3 male Hispanic employees held grade 13 or 14 positions; (3) the female Hispanic employee held a n

Pursuant to a congressional request, GAO reviewed employment practices at the Equal Employment Opportunity Commission's (EEOC) Houston District Office, focusing on Hispanic employees. GAO noted that: (1) 26 percent of the office's 80 employees were Hispanic as of September 30, 1993; (2) 1 female and 3 male Hispanic employees held grade 13 or 14 positions; (3) the female Hispanic employee held a n

GAO found that: (1) the GAO affirmative action plan is not formulated on an agencywide basis, since each GAO division sets its own goals and timetables for hiring and promoting women and minorities; (2) division heads have the responsibility and are accountable for meeting affirmative action requirements; (3) it needs to develop a national plan to integrate and assess its overall affirmative acti

GAO found that: (1) in AID professional, administrative, technical, clerical and other (PATCO) job categories, women and minorities were underrepresented in 22 of 40 categories and, in the AID foreign service workforce, EEO groups were underrepresented in 12 of 20 categories; (2) in major occupational categories, EEO groups, except black males, were underrepresented in 44 of 80 categories; (3) at

GAO found that: (1) Washington has reduced to 17 percent the number of benchmark jobs below the 95 percent target salary line; (2) 90 of 109 state jobs are on or above the target salary line and 19 jobs are below the target salary line; (3) of 429 general government state jobs reviewed, 72 percent were on or above the target salary line; (4) state legislature appropriations for comparable worth t

GAO found that: (1) minorities and women were underrepresented in the Foreign Service work force when matched against comparable civilian labor force statistics; (2) the Department of State increased minority representation from 7 percent in 1981 to 11 percent in 1987, but the percentage of white women has remained essentially unchanged at about 24 percent; (3) State has nearly eliminated entry-l

GAO found that: (1) 42 agencies reported that they had not appointed any noncareer employees to career positions; (2) 18 agencies reported 64 conversions, including 31 by the Department of Health and Human Services; and (3) 53 of the 64 conversions were competitive appointments, while 11 were noncompetitive.

The review showed that, during fiscal year 1980, the San Antonio Post Office experienced high rates of overtime. In addition, GAO found that management responses to employee grievances often were not timely or complete. GAO believes these situations contributed to employees' perceptions of disrespectful treatment by management. However, the review did not show that there had been freezes on emplo