The overall proportion of racial or ethnic minorities in the Department of State's (State) full-time, permanent, career workforce increased from 28 to 32 percent from fiscal year 2002 to fiscal year 2018. The direction of change for specific groups varied. For instance, the proportion of Hispanics increased from 5 percent to 7 percent, while the proportion of African Americans decreased from 17 t

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

The United States Coast Guard's (USCG) Civil Rights Directorate's (CRD) principal functions are to provide Equal Opportunity (EO) services to its approximately 50,000 active duty military, and Equal Employment Opportunity (EEO) services to its 8,000 civilian employees. We reported in April 2010 that CRD had taken action to help resolve its management challenges, such as dissatisfaction among USCG

The U.S. Commission on Civil Rights--an independent federal agency that monitors and reports on the status of civil rights in the United States--has not fully complied with the requirements of GPRA. Under this act, agencies are required to submit strategic plans and annual performance plans that detail their long-term and annual goals as well as information on how they plan to meet these goals. G

More than half of the 6,100 career SES members employed on October 1, 2000, will have left service by October 1, 2007. Using recent SES appointment trends, the only significant changes in diversity would be an increase in the number of white women and an essentially equal decrease in white men. The percentage of GS-15s and GS-14s projected to leave would be lower (47 percent and 34 percent, respe

GAO noted that: (1) a number of long-standing problems are impending USDA's efforts to improve delays in its processing of discrimination complaints within its Civil Rights Program, including: (a) continuing management turnover and reorganizations in USDA's OCR; (b) inadequate staff and managerial expertise; (c) a lack of clear, up-to-date guidance and procedures; and (d) poor working relationshi

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

This publication supersedes AIMD-98-21.2.3, Personnel-Payroll System Checklist: Systems Reviewed Under the Federal Financial Management Improvement Act of 1996 (Exposure Draft), December 1997. GAO published a functional requirements document to assist: (1) agencies in implementing and monitoring their human resources and payroll systems; and (2) management and auditors in reviewing their human re