**This is a "Sample Format", each Bureau should enter data derived form
their workforce data tables**

**Workforce Data Tables Analysis**

**A1: Total Workforce -- Distribution by Race/Ethnicity and Sex**

Treasury noted a decrease in its total workforce by 1955 (1.62%) during
the reporting period. This represents a decrease of 2805 employees
(-2.43%) in the permanent workforce and an increase of 850 (+17.46%) in
the temporary workforce.

  ------------------------ ---------------- ---------------- ----------------
  **Representation of      **FY 2005**      **FY 2006**      **Difference**
  Males**                                                    

  Total Workforce          35.75%           35.96%           -454

  Permanent Workforce      35.94%           36.24%           -676

  Temporary Workforce      31.19%           30.44%           +222
  ------------------------ ---------------- ---------------- ----------------

  ------------------------ ---------------- ---------------- ----------------
  **Representation of      **FY 2005**      **FY 2006**      **Difference**
  Females**                                                  

  Total Workforce          64.25%           64.04%           -1501

  Permanent Workforce      64.06%           63.76%           -2129

  Temporary Workforce      68.81%           69.56%           +628
  ------------------------ ---------------- ---------------- ----------------

Males, with the exception of Black males, fell below the Civilian Labor
Force (CLF) in each RNO category, but females consistently were above
the CLF in each RNO category.

Treasury saw an increased participation rate in the following groups
during FY 2006

  ------------------------ --------------- --------------- ----------------
  **RNO/Gender**           **FY 2005**     **FY2006**      **Difference**

  Asian Males              1.63% (1967)    1.75% (2075)    +.12% (108)

  Asian Females            2.26% (2720)    2.45% (2905)    +.19% (185)

  AIAN Males               0.25% (296)     0.26% (305)     +.01% (9)

  AIAN Females             0.56% (672)     0.58% (682)     +.02% (10)
  ------------------------ --------------- --------------- ----------------

The following RNO groups indicated an increased separation rate and
lower than expected hire rates that contributed to the lower
participation rates:

  ------------------- ----------------- ----------------- ------------------
  **RNO/Gender**      **Hires**         **Separations**   **Workforce
                                                          Representation**

  Hispanic Males      2.25%             2.84%             2.54%

  White Males         20.56%            28.09%            25.79%
  ------------------- ----------------- ----------------- ------------------

**[Contributing Factors:]{.underline}**

Treasury's workforce decrease may be attributed to several factors, such
as: 1) hiring freezes and 2) downsizing of some bureaus (TIGTA, BEP, TTB
and MINT).

**[Triggers:]{.underline}**

As of the end of FY 2006, the following groups were below the Civilian
Labor Force representation (CLF):

-   Hispanic males, White males, Asian males, Hawaiian Pacific Islander
    males, American Indian/Alaskan Native males and Two or more races
    males.

When comparing the temporary workforce to the total workforce, the
following groups

had a net change greater than the total workforce net change:

-   Hispanic males.

**\*NOTE:** Treasury did not complete resurveying its workforce before
September 30, 2006. Therefore, no analysis has been conducted in this
MD-715 report involving Native Hawaiian/Pacific Islanders or the two or
more race category.

**A2: Total Permanent Workforce by Component -- Distribution by
Race/Ethnicity and Sex**

The largest bureau within Treasury is the Internal Revenue Service
(IRS), with a permanent workforce of 96,437.

**[Triggers]{.underline}**

Data reveals low participation rates of the following RNO categories
identified in the various bureaus:

-   **Bureau of Engraving and Printing --** Hispanic males/females,
    White females, and Asian males/females. American Indian/Alaskan
    Native females previously noted as having a low participation rate
    are now above the expected participation rate by .02%.

-   **Bureau of Public Debt --** Hispanic males/females, White males,
    Black males/females, Asian males/females, and American
    Indian/Alaskan Native males. (no change from FY2005)

-   **Departmental Offices --** Hispanic males/females, White
    males/females, and American Indian/Alaskan Native males/females. (no
    change from FY 2005)

-   **Financial Crimes and Enforcement Network --** Hispanic
    males/females, White males, and American Indian/Alaskan Native
    males. (no change from FY2005)

-   **Financial Management Service --** Hispanic males/females, White
    males/females, and American Indian/Alaskan Native males/females. (no
    change from FY2005)

-   **Internal Revenue Service --** Hispanic, White, Black, Asian, and
    American Indian/Alaskan Native males. (no change from FY2005)

-   **Internal Revenue Service-- Chief Counsel** -- Hispanic
    males/females and White, Black, Asian, and American Indian/Alaskan
    Native males. (no change from FY2005)

-   **United States Mint --** Hispanic, White, and American
    Indian/Alaskan Native females. (no change from FY2005)

-   **Office of the Comptroller of the Currency --** Hispanic
    males/females, White females, and American Indian/Alaskan Native
    females. (no change from FY2005)

-   **Office of the Inspector General --** Hispanic males/females, White
    females, Asian males, and American Indian/Alaskan Native
    males/females. (no change from FY2005)

-   **Treasury Inspector General for Tax Administration --** Hispanic
    males/females, White females, Asian males, and American
    Indian/Alaskan Native females. (no change from FY2005)

-   **Alcohol and Tobacco Tax and trade Bureau --** Hispanic
    males/females and White, Black, and American Indian/Alaskan Native
    males, and Asian females. (no change from FY2005)

Low participation rates vary by bureau and may be dependent on operating
locations and mission critical occupations.

**A3**--**1 and A3**-- **2: Occupational Categories -- Distribution by
Race/Ethnicity and Sex**

The following groups are below the CLF and their workforce availability
in the following categories:

-   **Executives/Senior Level (grades 15 and above) --** Hispanic
    males/females, White and Black females, and Asian males/ females.

-   **Mid-Level Managers (grades 13 -- 14)** -- Hispanic females, White
    females, Black females and American Indian females, and Asian males/
    females.

-   **First-Level Managers (grades 12 and below)** -- Hispanic, White,
    and Black males, Asian males/females, and American Indian/Native
    Alaskan males.

-   **Others** -- Hispanic males and females, Black males and females.

-   **Officials and Managers Totals** -- Hispanic males/females, and
    Black males and females.

The following groups are below the RCLF (Relevant Civilian Labor Force)
in the following occupational categories:

**Professionals:** White females and Hispanic males/females.

**Technicians:** White males/females, Asian males/females and American
Indian/Native Alaskan males.

**Sales Workers:** Hispanic, White, Black, and Asian males.

**Administrative Support Workers:** White males/females, Hispanic males
and Asian males.

**Craft Workers:** White males/females, Hispanic males/females, and
American Indian/Native Alaskan females.

**Operatives:** White males/females, Hispanic males/females, and
American Indian/Native Alaskan females.

**Laborers and Helpers:** White males/females, Hispanic males, Asian
females and American Indian/Native Alaskan females.

**Service Workers:** White females, Black females, Hispanic
males/females, Asian females, and American Indian/Native Alaskan.

**[Triggers:]{.underline}**

There appears to be a potential glass ceiling for Hispanic, Asian and
White females in the grades of GS--12 and above.

The low participation rates in the grades of GS--12 through SES suggests
a potential barrier in one or more of the following areas:
[recruitment]{.underline}, [retention]{.underline} or
[advancement]{.underline}. Each bureau is responsible for its own
recruitment, retention and career development programs and the
Department will require each to conduct a more thorough analysis and
monitor progress to determine what specific barriers may be affecting
their workforce.

**A4**--**1 and A4**--**2: Participation Rates for General Schedule (GS)
Grades by Race/Ethnicity and Sex**

The participation rates of males in the permanent workforce for grades
GS--12 through SES were above the overall workforce representation. The
participation rate of females in the permanent workforce for grades
GS--13 through SES were below the overall workforce representation rate.

**[Triggers:]{.underline}**

Although the overall participation rates of males in grades GS--12
through SES were above the overall workforce representation rate, this
did not apply to all male RNO categories.

**[[MALE PARTICIPATION RATES]{.underline}]{.mark}**

**GS 14-- GS 15:** ***Hispanic males*** were below their overall
workforce representation rate.

**SES:** ***Hispanic*** and ***American Indian/Alaskan Native*** males
were below their overall workforce representation rate.

**[[FEMALE PARTICIPATION RATES]{.underline}]{.mark}**

**GS 12-- GS15:** ***Hispanic***, ***White***, ***Black*** and
***American Indian/Alaskan Native*** females were below their workforce
representation rate.

**SES:** ***Hispanic***, ***Black***, ***Asian***, and ***American
Indian/Alaskan Native*** females were below their workforce
representation rate.

**A5**--**1: Participation Rates for Wage Grades (WG) by Race and Sex
(Permanent)**

**[KG Wage Grades]{.underline}**

There were a total of 469 Bureau of Engraving and Printing (BEP)
employees in grades

KG 01 -- 08. The highest concentration of employees (253) was at the KG
-- 05 level. Of the KG grades, females comprised 28.8% and males 71.2%
of the positions. The lowest represented groups in the KG Wage grades
were Hispanic females (3) and Asian males/females (3/4). There were no
American Indian/ Native Alaskan employees.

**[KL Wage Grades]{.underline}**

There were a total of 13 BEP employees in grades KL 01 -- 08. The
highest concentration of employees (8) was at the KL -- 05 level. Of the
KL grades, females comprised 30.8% and males 69.2% of the positions. The
majority of the KL grades (92.3%) were comprised of Black males and
females. There were no Hispanic males/females, White females, American
Indian/Alaskan Native males/females or Asian males in the KL Wage
grades.

**[KS Wage Grades]{.underline}**

There were a total of 43 BEP employees in grades KS 01 -- 10. The
highest concentration of employees (16) was at the KS -- 07 level. Of
the KS grades, females comprised 46.5% and males 53.5% of the positions.
The majority of the KS grades (86.1%) were comprised of Black males and
females. There were no Hispanic females, Asian males/females, or
American Indian/Alaskan Native males/females in the KS Wage grades.

**[WD Wage Grades]{.underline}**

There was one White male Internal Revenue Service (IRS) in the grade of
WD-08.

**[WE Wage Grades]{.underline}**

There were a total of 734 BEP employees in grades WE 01 -- 15. The
highest concentration of employees (266) was at the WE -- 03 level. Of
the WE grades, females comprised 4.6% and males 95.4% of the positions.
The majority of the WE grades (68.5%) were comprised of White males.
There were no American Indian/Alaskan Native females in the WE Wage
grades.

**[WG Wage Grades]{.underline}**

There were a total of 1053 bureau employees (from multiple bureaus) in
grades WG 01 -- 13. The highest concentration of employees (239) was at
the WG -- 07 level. Of the WG grades females comprised 17.4% and males
82.6% of the positions. There were no American Indian/Alaskan Native
females in the WG Wage grades. The majority of the WG grades (43.6%)
were comprised of White males.

**[WL Wage Grades]{.underline}**

There were a total of 47 bureau employees (from multiple bureaus) in
grades WL 03 -- 13. The highest concentration of employees (12) was at
the WL -- 08 level. Of the WL grades, females comprised 6.4% and males
93.6% of the positions. There were no Hispanic females, Asian females,
or American Indian/Alaskan Native males/females in the WL Wage grades.
The majority of the WL grades were comprised of White males (51.1%) and
Black males (25.5 %).

**[WS Wage Grades]{.underline}**

There were a total of 96 bureau employees (from multiple bureaus) in
grades WS 02 -- 15. The highest concentration of employees (23) was at
the WS -- 08 level. Of the WS grades, females comprised 16.6% and males
83.4% of the positions. There were no American Indian/Alaskan Native
males/females in the WS Wage grades. The majority of the WS grades
(56.8%) were comprised of White males.

**[XI Wage Grades]{.underline}**

There were a total of 24 Bureau of Engraving and Printing employees in
grades

XI 05 -- 11. The highest concentration of employees (8) was at the XI --
6 level. Of the XI grades, males comprise 100% of all the employees. The
majority of the XI grades (58.3%) were comprised of Black males. There
are no Hispanics or American Indian/Alaskan Natives in the XI Wage
grades.

**[XK Wage Grades]{.underline}**

There were a total of three Bureau of Engraving and Printing employee in
grades of

XK -- 6, XK -- 9, and XK -- 11, males comprise 100% of all employees.
There were no Hispanic or American Indian/Native Alaskans in the XK Wage
grades.

**[XL Wage Grades]{.underline}**

There was one Black male IRS employee in grade XL -- 08.

**[XP Wage Grades]{.underline}**

There were two Black male IRS employees in grade XP -- 08 and 09.

**A5**--**1: Participation Rates for Wage Grades (WG) by Race and Sex
(Temporary)**

**[KG Wage Grades]{.underline}**

There were a total of 3 BEP employees in grade KG 03. Of the KG grades,
females comprised 33.3.0% and males 66.7% of the postion. There were no
Hispanic males/females, White females, Black males, Asian males/females
or American Indian/Alaskan Native males/females. White males made up
33.3% of all KG -- 03's.

**[WG Wage Grades]{.underline}**

There were a total of 98 bureau employees (from multiple bureaus) in
grades WG 02 -- 10. The highest concentration of employees (30) was at
the WG -- 03 level. Of the WG grades, females comprise 28.6% and males
71.4% of the positions. There were no American Indian/Alaskan Native
females in the WG Wage grades.

**A6: (Permanent) Participation Rates for Major Occupations --
Distribution by**

**Race/Ethnicity and Sex**

Participation rates vary based on a bureau's mission. This is a roll-up
of Treasury's Major Occupations. Some major occupations are found in one
bureau (6907 series), where others are found in several of the bureaus
(905 series and 2210 series). Further barrier analysis will be conducted
by each bureau, as well as a plan to address any low participation rates
in a bureau's major occupation series.

There are 48 occupational series, identified as major occupations by
Treasury's bureaus. The information shown is only relevant to the
bureaus which identified the occupation series as a mission critical
occupation. Not all bureaus consider the same occupations as mission
critical. When comparing the participation rate of each race/ethnicity
group within the major occupation, the following groups were below the
Relevant Occupational CLF:

**0083 -- Police --** Hispanic males/females, white males/females, Asian
females. American Indian/Alaskan Native males previously noted as having
a low participation rate are now at or above the Occupational CLF for
this Occupational Series.

**0110 -- Economist --** Hispanic males/females, Black males/females,
Asian males, and American Indian/Alaskan Native males and females.

**0132 -- Intelligence Research Specialist --** Hispanic males and
females, White males, Black males, Asian females, and American
Indian/Alaskan Native males. Asian males previously noted as having a
low participation rate are now at the Occupational CLF for this
Occupational Series.

**0301 -- Compliance and Enforcement Specialist/ Customer Assistance
Specialist --** Hispanic males/females, Black males/females, Asian
males/females, and American Indian/Alaskan Native males/females. White
males previously noted as having a low participation rate are now above
the Occupational CLF for this Occupational Series.

**0340 -- Program Management --** Hispanic males/females, White females,
Asian males/females, and American Indian/Alaskan Native males/females.

**0343 -- Management & Program Analyst --** Hispanic males, White
males/females, Asian males/females, and American Indian/Alaskan Native
males/females. Hispanic females and American Indian/Alaskan Native
females previously noted as having a low participation rate are now
above the Occupational CLF for this Occupational Series.

**0501 -- Financial Systems Analyst --** Hispanic males, White males,
Asian males/females, and American Indian/Alaskan Native males. Hispanic
females previously noted as having a low participation rate are now
above the Occupational CLF for this Occupational Series.

**0510 -- Accountant -** Hispanic males/females, White males/females,
Asian males/females, and American Indian/Alaskan Native males. American
Indian/Alaskan Native females previously noted as having a low
participation rate are now above the Occupational CLF for this
Occupational Series

**0511 -- Auditor -** Hispanic males/females, White females, Asian
males/females, and American Indian/Alaskan Native males/females.

**0512 -- Revenue Agent -** Hispanic males/females, White females, and
Black Females.

**0525 -- Accounting Technician -** Hispanic males/females, White
females, Black females, Asian males/females, and American Indian/Alaskan
Native males.

Black males previously noted as having a low participation rate are now
above the Occupational CLF for this Occupational Series

**0526 -- Tax Specialist --** White males/females and Asian males.

**0570 -- Financial Institution Examiner -** White females, Black
females, and Asian females. American Indian/Alaskan Native females
previously noted as having a low participation rate are now above the
Occupational CLF for this Occupational Series.

**0592 -- Tax Examiner --** Hispanic males, White males, Black males,
and Asian males.

**0905 -- General Attorney --** Hispanic males, White males, Black
females. Asian females and American Indian/Alaskan Native females
previously noted as having a low participation rate are now above the
Occupational CLF for this Occupational Series.

**0930 -- Appeals Officer --** Hispanic males/females, White females,
Black males. Black females and American Indian/Alaskan Native
males/females previously noted as having a low participation rate are
now above the Occupational CLF for this Occupational Series.

**0962 -- Customer Service Representative --** Hispanic females, White
females, Asian males/females, and American Indian/Alaskan Native
females.

**0963 -- Legal Instruments Examiner --** Hispanic males/females, Black
males/females, Asian males/females, American Indian/Alaskan Native
males. White males and American Indian/Alaskan Native females previously
noted as having a low participation rate are now above the Occupational
CLF for this Occupational Series.

**1001 -- Sculptor and Engraver --** Hispanic males/females, White
females, Black females, Asian males, and American Indian/Alaskan Native
male/females.

**1101 -- Government Securities Specialist --** Hispanic males/females,
White females, Black females, Asian male/ females, and American
Indian/Alaskan Native males/females.

**1160 -- Financial Analyst --** Hispanic females, White males/females,
and American Indian/Alaskan Native males/females. Hispanic males
previously noted as having a low participation rate are now above the
Occupational CLF for this Occupational Series.

**1169 -- Settlement Officer --** White females and Asian females.

**1320 -- Chemist --** Hispanic females, White males/females, and
American Indian/Alaskan Native males/females. Hispanic males previously
noted as having a low participation rate are now above the Occupational
CLF for this Occupational Series.

**1321 -- Metallurgist --** Hispanic males/females, White males, Black
males/females, Asian males/females, and American Indian/Alaskan Native
males/females.

**1801 -- Law Enforcement Officer --** Hispanic males, Black males,
Asian males/females, and American Indian/Alaskan Native males/females.
White males previously noted as having a low participation rate are now
above the Occupational CLF for this Occupational Series.

**1811 -- Criminal Investigator --** Hispanic males, White males, and
Black males.

**1854 -- Alcohol and Tobacco Tax Specialist --** Hispanic
males/females, White males, Black males, Asian males/females, and
American Indian/Alaskan Native males.

**2210 -- Information Technology Specialist --** Hispanic males, White
males, and Asian males.

**3414 -- Machinist --** White males/females, Asian males/females, and
American Indian/Alaskan Native males/females.

**3416 -- Toolmaker --** Hispanic females, White males/females, Black
females, Asian females, and American Indian/Alaskan Native
males/females.

**3513 -- Coin/Currency Checker --** Hispanic males/females, White
males/females, Asian males/females, and American Indian/Alaskan Native
males/females.

**3712 -- Heat Treater --** White males/females, Black females, Asian
females and American Indian/Alaskan Native males/females.

**3727 -- Buffer and Polisher --** Hispanic males/females, White
males/females, and American Indian/Alaskan Native males/females.

**3801 -- Coin Production --** Hispanic males, White males and American
Indian/Alaskan Native males. White females previously noted as having a
low participation rate are now above the Occupational CLF for this
Occupational Series.

**3832 -- Metal Maker --** Hispanic females, White males/females, Black
males, Asian males/females, and American Indian/Alaskan Native
males/females.

**3833 -- Transfer Engraver --** Hispanic males/females, White females,
Black males/females, Asian males/females, and American Indian/Alaskan
Native males/females. White males comprise 100% of the three positions
within this occupational series.

**3869 -- Metal Forming Machine Operator --** White males and American
Indian Alaskan Native females.

**4406 -- Letter Press Operator --** Hispanic males/females, White
females, Asian males/females, and American Indian/Alaskan Native
females. Black females previously noted as having a low participation
rate are now above the Occupational CLF for this Occupational Series.

**4441 -- Bookbinder --** Hispanic males/females, White females, Black
females, Asian males, and American Indian/Alaskan Native females.

**4446 -- Picture Engraver (Bank Note) --** Hispanic males/females,
White females, Black females, Asian males/females, and American
Indian/Alaskan Native males/females.

**4449 -- Plate Maker (Intaglio) --** Hispanic males/females, White
females, Black females, Asian males/females, and American Indian/Alaskan
Native males/females.

**4454 -- Intaglio Press Operator --** Hispanic males/females, White
females, Asian males, and American Indian/Alaskan Native females.

**5401 -- Press Worker (Roller Cover) --** Hispanic males/females, White
females, Black females, Asian male/females, and American Indian/Alaskan
Native males/females.

**5424 -- Weighing Machine Operator --** Hispanic males/females, White
females, Black males, Asian males/females, and American Indian/Alaskan
Native males/females.

**5440 -- Packaging Machine Operator --** Hispanic males/females, white
females, and American Indian/Alaskan Native males/females.

**6907 -- Currency Controller --** Hispanic males/females, White
males/females, Asian males/females and American Indian/Alaskan Native
males/females.

**6941 -- Bulk Money Handler --** Hispanic males/females, White
males/females, and American Indian/Alaskan Native males/females.

**A6: (Temporary) Participation Rates for Major Occupations --
Distribution by**

**Race/Ethnicity and Sex**

Participation rates vary based on a bureau's mission. This is a roll-up
of Treasury's Major Occupations as a whole. Some major occupations are
only found in one bureau (6907 series), where others may be found in
several of the bureaus (905 series and 2210 series). Further barrier
analysis will be conducted by each bureau, as well as a plan to address
any low participation rates in a bureau's major occupation series.

The information shown is only relevant to the bureaus, which identified
the occupation series as a mission critical occupation. Not all bureaus
consider the same occupations as mission critical. When comparing the
participation rate of each race/ethnicity group within the major
occupation, the following groups were below the Relevant Occupational
CLF:

**0110 -- Economist --** Hispanic males/females, White males, Black
males, Asian females, and American Indian/Alaskan Native females.

**0301 -- Compliance and Enforcement Specialist/ Customer Assistance
Specialist --** Hispanic males/females, White females, Asian females,
and American Indian/Alaskan Native females. Black males/females, Asian
males and American Indian/Alaskan Native males previously noted as
having a low participation rate are now above the Occupational CLF for
this Occupational Series.

**0343 -- Management & Program Analyst --** Hispanic males, White
males/females, Asian males/females, and American Indian/Alaskan Native
males/females.

**0501 -- Financial Systems Analyst--** Hispanic males, White
males/females, Asian males, and American Indian/Alaskan Native
males/females.

**0510 -- Accountant -** Hispanic males/females, White males/females,
Asian males, and American Indian/Alaskan Native males/females.

**0512 -- Revenue Agent -** Hispanic males/females, White females, Black
Females, Asian males/females, and American Indian/Alaskan Native
males/females.

**0525 -- Accounting Technician -** Hispanic males/females, White
females, Black males, Asian males, and American Indian/Alaskan Native
males/females. Black females and Asian females previously noted as
having a low participation rate are now above the Occupational CLF for
this Occupational Series.

**0526 -- Tax Specialist --** Hispanic males/females, White males, Black
males/females, Asian males/females, and American Indian/Alaskan Native
males/females.

**0592 -- Tax Examiner --** Hispanic males/females, White males/females,
and American Indian/Alaskan Native males/females.

**0905 -- General Attorney --**White females, Black males/females, Asian
males/females, and American Indian/Alaskan Native males/females.
Hispanic males previously noted as having a low participation rate are
now above the Occupational CLF for this Occupational Series.

**0962 -- Customer Service Representative --** Hispanic males/females,
White males, Black males, Asian males/females, and American
Indian/Alaskan Native males/females. White females and Black previously
noted as having a low participation rate are now above the Occupational
CLF for this Occupational Series.

**1160 -- Financial Analyst --** Hispanic males/females, White females,
Black males/females, Asian males, and American Indian/Alaskan Native
males/females. White males previously noted as having a low
participation rate are now above the Occupational CLF for this
Occupational Series.

**1169 -- Settlement Officer --**Hispanic males/females, White females,
Black males/females, Asian males/females, and American Indian/Alaskan
Native females.

**1811 -- Criminal Investigator --** Hispanic males/females, White
males/females, Black males, Asian males/females, and American
Indian/Alaskan Native males/females.

**2210 -- Information Technology Specialist --** Hispanic males/females,
White males/females, and American Indian/Alaskan Native males/females.

**3869 -- Metal Forming Machine Operator --** Hispanic females, White
males, Asian females, and American Indian/Alaskan Native males/females.

**5440 -- Packaging Machine Operator --** Hispanic males/females, White
males/females, and American Indian/Alaskan Native males/females. Asian
males/females previously noted as having a low participation rate are
now above the Occupational CLF for this Occupational Series.

**6941 -- Bulk Money Handler --** Hispanic males/females, White females,
Black males, Asian males/females, and American Indian/Alaskan Native
males/females.

**A8: New Hires by Type of Appointment Distributed by Race/Ethnicity and
Sex**

New hires within the Treasury were above the CLF with the exception of:
Hispanic males, White males/females and American Indian/Alaskan Native
males. Overall, male new hires in the permanent (40.53%) and temporary
(26.20%) workforce were below their CLF participation rate (53.2%).

**[Hispanics:]{.underline}**

Hispanic males were hired at a lower than expected rate of 2.25%
compared to their CLF of 6.2%. Hispanic females were hired at a rate
(6.69%) that exceeded their CLF representation rate (4.5%).

**[Whites:]{.underline}**

Approximately one half (51.42%) of the Treasury's hires were White.
White males comprised about one fifth (20.56%) of the Department's new
hires, which was below their CLF (39.0%) by approximately 18.44%. White
females accounted for slightly more than one third (30.86%) of the
Department's new hires and were below their CLF (33.7%) by 2.84%.

**[American Indian/Alaskan Natives]{.underline}**

American Indian/Alaskan Native females were hired at a rate of 0.84%,
which is above their CLF (0.30%) by 0.54%. American Indian/Alaskan
Native males were hired at a rate of 0.26%, which is slightly below
their CLF (0.30%) by 0.04%.

  ------------ ---------- ---------- ------------ ------------ ------------
  Hires        M/T        H/M        W/M          W/F          AIM

  Perm         40.53%     2.25%      28.28%       32.16%       0.22%

  Temp         26.20%     2.25%      14.71%       29.88%       0.30%

  Total        32.05%     2.25%      20.56%       30.86%       0.26%

                                                                

  CLF          53.20%     6.20%      39.00%       33.70%       0.30%
  ------------ ---------- ---------- ------------ ------------ ------------

Hire rates above the CLF in the following RNO/Gender groups resulted in
an increase participation rate:

  ----------------------- --------------- ---------------- ---------------
  **RNO/Gender**          **CLF**         **Percent        **Number of
                                          Hires**          Hires**

  Asian Males             1.9%            2.56%\*          385

  Asian Females           1.7%            4.13%            622

  AIAN Males              0.30%           0.26%\*          39

  AIAN Females            0.30%           0.84%            127
  ----------------------- --------------- ---------------- ---------------

\* Note: Even though an increase in the participation rate of Asian
Males and American Indian/Native Alaskan males is noted, they are still
slightly below the CLF by 0.15% and 0.04% respectively.

**A10: Non -- Competitive Promotions -- Time in Grade -- Distribution
by**

**Race/Ethnicity and Sex**

There were 10,441 non-competitive promotions. Females received the
highest number of promotions, 6967, or 66.73%. This is greater than
their participation rate of 64.25% in the Treasury workforce.

**A13: Employee Recognition and Awards -- Distribution by Race/Ethnicity
and Sex**

**Time off awards (1 -- 9 hours) Overall average 6.68 hours**

**Time off awards (9 + hours) Overall average 36.72 hours**

**Cash awards (up to \$500) Overall average \$248.35**

**Cash awards (\$501 and over) Overall average \$1572.23**

**Quality Step Increases Average benefit \$2063.16**

The following race/ethnic/gender groups fell below the overall averages
outlined above:

**Time off awards (1 -- 9 hours) --** White males/females, Black females
and American Indian/Alaskan Native males.

**Time off awards (9 + hours) --** Hispanic males, Black males/females,
and Asian males.

**Cash awards (up to \$500) --** All RNO groups received within plus or
minus \$42.00 of the average cash award of \$248.35. The difference of
plus or minus \$42.00 can be accounted for based on the grade
differences of those receiving awards. Awards are determined based on
grade and performance level received; higher grades received larger cash
awards.

**Cash awards (\$501 and over) --** All RNO groups received within plus
or minus \$238.00 of the average cash award of \$1,572.23. The
difference of plus or minus \$238.00 can be accounted for based on the
grade differences of those receiving awards. Awards are determined based
on grade and performance level received; higher grades receive larger
cash awards. Women and minorities in generally appear to be in lower
grades than White males and this would account for the estimated
difference that appears between the RNO's/genders.

**[Triggers:]{.underline}**

Consistently, Hispanic, White, Black, Asian, and American Indian/Alaskan
Native females fell below the average in cash awards greater than
\$500.00.

**A14: Separations by Type of Separation -- Distribution by
Race/Ethnicity and Sex**

  ---------------- -------- -------- ------- ------- -------- -------- ------- -------- ------- -------
  Separations      MT       FT       H/M     H/F     W/M      W/F      B/M     B/F      AI/M    AI/F

  Voluntary        38.42%   61.58%   2.79%   5.71%   29.30%   36.68%   4.60%   16.31%   0.18%   0.75%

  Involuntary      29.69%   70.31%   3.34%   9.90%   16.20%   29.34%   8.23%   27.51%   0.26%   0.90%

  RIF              37.14%   62.86%   2.86%   0.00%   25.71%   45.71%   8.57%   11.43%   0.00%   0.00%

  Total            37.59%   62.38%   2.84%   5.07%   28.09%   36.06%   4.95%   17.31%   0.19%   0.76%
  Separations                                                                                   

                                                                                                 

  Total Workforce  35.96%   64.04%   2.54%   5.84%   25.79%   35.90%   5.47%   19.10%   0.26%   0.58%
  Representation                                                                                
  ---------------- -------- -------- ------- ------- -------- -------- ------- -------- ------- -------

Note: Highlighted areas indicate those groups whose separations are
above the participation rate for that group.

**[Triggers:]{.underline}**

The following groups had a separation ratio higher than the group's
total workforce representation:

**Voluntary Separations --** Hispanic males, White males/females and
American Indian/Alaskan Native females.

*Hispanic females are separating at a rate very close to their
representation in the workforce.*

**Involuntary Separations --** Hispanic males/females, Black
males/females, and American Indian/Alaskan Native males/females.

*Hispanic females involuntarily separated at almost twice their
representation rate within the workforce*.

**Reduction in Force --** Hispanic males, White females, and Black
males.

*White females made up almost half (45.71%) of the total RIFs for FY
2006*.

**Total Separations --** Hispanic males, White males/females and
American Indian/Alaskan Naïve females.

*Overall, Hispanic females, Black males and American Indian/Alaskan
Native males are separating at a rate close to their total workforce
representation rate within Treasury.*

**Workforce Data Tables Analysis**

**B1: Total Workforce -- Distribution by Disability**

  ------------------- ---------- ------- ---------- ------- ---------- -------
  **Disability        **FY               **FY               **Net      
  Status**            2005**             2006**             Change**   

                      **\#**     **%**   **\#**     **%**   **\#**     **%**

  Total Workforce     120,327    100     118,372    100     -1955      -1.62

  No Disability       106,262    88.31   105,063    88.78   -1199      -1.13

  Disability          11,509     9.56    10,973     9.27    -536       -4.66

  Targeted Disability 2160       1.80    2029       1.71    -131       -6.06

  Federal High                    2.21              2.16               -0.05
  ------------------- ---------- ------- ---------- ------- ---------- -------

**[Triggers:]{.underline}**

Treasury's targeted disability representation (permanent and temporary)
was below the Federal high rate (2.16%) by 0.45%. The data indicates a
decrease in the total workforce by 1955 employees, of which 6.7% (131)
were employees with targeted disabilities. This represents a continued
decrease in employees with targeted disabilities from FY 2003 (1.94%) to
FY 2004 (1.89%) to FY 2005 (1.80%) and FY 2006 (1.71%).

**[Contributing Factors:]{.underline}**

Treasury's workforce decrease may be attributed to several factors, such
as: 1) hiring freezes and 2) downsizing of some bureaus (TIGTA, BEP, TTB
and MINT).

**[Plan to increase representation:]{.underline}**

Treasury's thirteen bureaus have been asked to establish goals that
quantify and qualify plans to increase representation of employees with
targeted disabilities within their Bureaus. The Department will be
following up with the bureaus on the progress and implementation of
plans.

**B2: Total Permanent Workforce by Component -- Distribution by
Disability**

  ------------------------ ---------------- ---------------- ---------------
  **Component**            **FY 2004 %      **FY 2005 %      **FY 2006 %
                           Targeted         Targeted         Targeted
                           Disability**     Disability**     Disability**

  **Treasury**             1.90             1.83             1.76

  **Federal High**         2.27             2.21             2.16

  **BEP**                  0.67             0.61             0.60

  **BPD**                  1.34             1.19             1.20

  **DO**                   0.46             0.39             0.42

  **FINCEN**               0.39             0.34             0.65

  **FMS**                  1.05             1.03             1.19

  **IRS**                  2.05             1.94             1.91

  **IRS-CC**               1.17             1.18             1.17

  **U.S. MINT**            1.23             1.37             1.37

  **OCC**                  0.48             0.43             0.45

  **OIG**                  0.97             0.88             0.86

  **[TIGTA]{.mark}**       [0.69]{.mark}    [0.70]{.mark}    [0.72]{.mark}

  **TTB**                  0.96             1.13             1.12
  ------------------------ ---------------- ---------------- ---------------

**[Triggers:]{.underline}**

For FY 2006, Treasury's percentage of permanent employees with targeted
disabilities (1.76%) compares favorably to the FY 2006 Federal high
(2.16%), as does the percentage of employees with targeted disabilities
in the IRS (1.91%). The IRS is Treasury's largest bureau with a
permanent workforce of 96,437. Some bureaus noted an increase in
targeted disabilities such as BPD, DO, FINCEN, FMS, OCC, and TIGTA.

**B3-1: Occupational Categories -- Distribution by Disability**

  ------------------------------- --------------- -----------------------
  **Occupational Category**       **% No          **% Targeted
                                  Disability**    Disability**

  Executive/SL                    90.80           0.54+

  Mid-Level                       90.62           0.85+

  First-Level                     90.83           1.33+

  Other                           89.03           1.34+

  Professionals                   89.62           1.75-

  Technicians                     85.83           1.62+

  Sales Workers                   79.84           3.23+

  Administrative Support Workers  85.92           2.79

  Craft Workers                   89.39           0.62

  Operatives                      90.67           1.56

  Laborers and Helpers            75.56           6.25

  Service Workers                 96.05           0.29+
  ------------------------------- --------------- -----------------------

Green indicates those Occupational Categories with representation above
the Federal high.

Yellow indicates those Occupational Categories significantly below the
federal high.

\+ indicates an increase from FY 2005 to FY 2006 in % targeted
disabilities

**[Triggers:]{.underline}**

**[Officials and Managers:]{.underline}**

Individuals with targeted disabilities participated in the "Officials
and Managers" occupational category at a rate of 37.5% (744 out of
1985), while the corresponding participation rate for employees without
disabilities was 52.2% (52,104 out of 99756).

> **Executive/Senior level:** Individuals with targeted disabilities
> participated in the "Senior Level" (15 and above) occupational
> category at a rate of 1.34% (10 out of 744), which is half of the
> corresponding participation rate for employees without disabilities at
> 3.2% (1688 out of 52,104).
>
> **Mid Level:** Individuals with targeted disabilities participated in
> the Mid level (13 and 14) occupational category at a rate of 4.9% (37
> out of 744), which is approximately one sixth less than the
> corresponding participation rate of 7.5% (3923 out of 52,104)for
> employees without disabilities.
>
> **First Level:** Individuals with targeted disabilities participated
> in the First level (12 and below) occupational category at a rate of
> 5.9% (44 out of 744), which is comparable to the corresponding
> participation rate of 5.8% (3011 out of 52,104) for employees without
> disabilities.
>
> **Other Officials:** Individuals with targeted disabilities
> participated in the Other Officials occupational category at a rate of
> 87.8% (653 out of 744), which is slightly greater than the
> corresponding participation rate of 83.5% (43482 out of 52,104) for
> employees without disabilities.

**[Professionals:]{.underline}**

Individuals with targeted disabilities participated in the
"Professionals" occupational category at a rate of 11.6% (231 out of
1985), which is comparable to the participation rate of 11.8% (11,808
out of 99756) for employees without disabilities.

**[Technicians:]{.underline}**

Individuals with targeted disabilities participated in the "Technician"
occupational category at a rate of 0.20% (4 out of 1985), which is
comparable to the participation rate of 0.21% (212 out of 99756) for
employees without disabilities.

**[Sales Workers:]{.underline}**

Individuals with targeted disabilities participated in the "Sales
Worker" occupational category at a rate of 0.20% (4 out of 1985), which
is greater than the corresponding participation rate of 0.10% (99 out of
99756) for employees without disabilities.

**[Administrative Support:]{.underline}**

Individuals with targeted disabilities participated in the
"Administrative Support" occupational category at a rate of 48.2% (957
out of 1985), which is greater than the participation rate of 29.5%
(29,453 out of 99,756) for employees without disabilities.

**[Craft Workers:]{.underline}**

Individuals with targeted disabilities participated in the "Craft
Workers" occupational category at a rate of 0.25% (5 out of 1985), while
the corresponding participation rate for employees without disabilities
were 0.72% (716 out of 99756).

**[Operatives:]{.underline}**

Individuals with targeted disabilities participated in the "Operatives"
occupational category at a rate of 1.20% (24 out of 1985), while the
corresponding participation rate for employees without disabilities were
1.40% (1399 out of 99756).

**[Laborers and Helpers:]{.underline}**

Individuals with targeted disabilities participated in the "Laborers and
Helpers" occupational category at a rate of 0.20% (4 out of 1985), which
is significantly higher than the corresponding participation rate of
0.05% (49 out of 99756).

for employees without disabilities.

**[Service Workers:]{.underline}**

Individuals with targeted disabilities participated in the "Service
Workers" occupational category at a rate of 0.60% (12 out of 1985),
which is significantly less than the corresponding participation rate of
3.92% (3916 out of 99756) for employees without disabilities.

**B4-1: Participation Rates for General Schedule (GS) Grades by
Disability (Permanent)**

  ---------------------------- ------------------ ------------------------
  **General Schedule**         **% No             **% Targeted
                               Disability**       Disability**

  GS 01                        0.00               0.00

  GS 02                        64.44              17.78

  GS 03                        83.43              3.60

  GS 04                        85.10              3.27

  GS 05                        85.61              2.91

  GS 06                        86.33              2.44

  GS 07                        88.19              1.62

  GS 08                        86.77              2.26

  GS 09                        88.81              1.69

  GS10                         91.53              1.40

  GS 11                        90.68              1.20

  GS 12                        89.13              1.59

  GS 13                        90.79              1.09

  GS 14                        90.22              0.89

  GS 15                        91.51              0.39

                                                  

  Senior Exec                  92.93              0.15
  ---------------------------- ------------------ ------------------------

**[Triggers:]{.underline}**

Employees with targeted disabilities are concentrated at the GS-02
through GS-6 and GS-8 pay grades. Employees with targeted disabilities
are participating in junior grade levels (GS -- 2 through GS -- 12) at a
rate greater than Treasury's employees without disabilities. According
to Workforce data tables B4-1, 84.3% (1674 out of 1985) of permanent
employees with targeted disabilities are employed in junior grades,
which is greater than the 69.6% (69,432 out of 99, 756) of Treasury's
permanent employees without disabilities.

According to Workforce data tables B4-1, permanent employees with
targeted disabilities are participating in senior grade levels (GS -- 13
through SES) at a rate below that of Treasury's employees without
disabilities. 14.1% (279 out of 1985) of permanent employees with
targeted disabilities are employed in senior grades, which is
approximately half of the 27.3% (27,275 out of 99,756) of Treasury's
permanent employees without disabilities employed in these senior
grades. Although the participation of permanent employees is still below
that of employees without a disability, it does represent an increase of
1.8% compared to FY2005's participation rate (12.5%) of employees with
targeted disabilities in these senior grades.

**B4-1: Participation Rates for General Schedule (GS) Grades by
Disability (Temporary)**

  -------------------------- -------------------- ------------------------
  **General Schedule**       **% No Disability**  **% Targeted
                                                  Disability**

  GS 01                      95.24 (100 OF 105)   0.00

  GS 02                      92.60                0.82

  GS 03                      95.16                0.62

  GS 04                      92.35                0.67

  GS 05                      90.24                1.54

  GS 06                      83.87                1.61

  GS 07                      85.29                1.47

  GS 08                      100.00 (1 of 1))     0.00

  GS 09                      87.69                1.54

  GS10                       0.00 (0)             0.00

  GS 11                      93.83 (76 of 81)     0.00

  GS 12                      90.20 (46 of 51)     0.00

  GS 13                      83.84                1.01

  GS 14                      96.97 (32 of 33)     0.00

  GS 15                      100 (44 of 44)       0.00

                                                  

  Senior Exec                98.85 (86 of 87)     0.00
  -------------------------- -------------------- ------------------------

**[Triggers:]{.underline}**

Temporary employees with targeted disabilities are participating in
junior grade levels at a rate that is comparable to that of Treasury's
temporary employees without disabilities. According to Workforce data
tables B4-1, 97.7% (43 out of 44) of temporary employees with targeted
disabilities are employed in junior grades, which is comparable to the
93.1% (4942 out of 5307) of Treasury's temporary employees without
disabilities employed in these junior grades.

Temporary employees with targeted disabilities are participating in
senior grade levels (GS -- 13 through SES) at a rate equal to Treasury's
employees without disabilities. According to Workforce data tables B4-1,
4.5% (2 out of 44) of temporary employees with targeted disabilities are
employed in senior grades, which is equal to the 4.6% (245 out of 5307)
of Treasury's permanent employees without disabilities employed in these
senior grades.

**B5-1: Participation Rates for Wage Grades (WG) by Disability
(Permanent)**

***[KG Wage Grades]{.underline}***

There were a total of 469 Bureau of Engraving and Printing (BEP)
employees in grades KG 01 -- 08, of which 8 (1.70%) employees reported
having a targeted disability. Concentrations of employees with targeted
disabilities (4) (0.85%) were at the KG -- 05 grade.

***[WE Wage Grades]{.underline}***

There were a total of 734 BEP employees in grades WE 01 -- 15. No
employees reported having a targeted disability. (Loss of one employee
with a targeted disability)

***[WG Wage Grades]{.underline}***

There were a total of 1053 bureau employees (from multiple bureaus) in
grades WG 01 -- 13, of which 20 (1.89%) employees reported having a
targeted disability. Concentrations of employees with targeted
disabilities (6) (0.57%) were at the WG -- 06 grade. (Loss of three
employees with targeted disabilities)

***[WL Wage Grades]{.underline}***

There were a total of 47 bureau employees (from multiple bureaus) in
grades WL 03 -- 13, of which 1 (2.13%) reported having a targeted
disability. The one employee was at the WL -- 03 grade. (Loss of one
employee with targeted disability)

***[WS Wage Grades]{.underline}***

There were a total of 96 bureau employees (from multiple bureaus) in
grades WS 02 -- 15, of which 2 (2.08%) employees reported having a
targeted disability. The employees were at the WS -- 06 and WS - 08
grades.

***[KL, KS, WD, XI, XK, XL, XP, XX Wage Grades]{.underline}***

There were no persons with targeted disabilities in these wage grades.

**A5**--**1: Participation Rates for Wage Grades (WG) by Disability
(Temporary)**

**[WG Wage Grades]{.underline}**

There were a total of 98 bureau employees (from multiple bureaus) in
grades WG 02 -- 10, of which one (1.02%) employee reported having a
targeted disability. The employee was at the WG -- 3 level.

***[KG, KL, KS, WD, WE, WL, WS, XI, XK, XL, XP Wage
Grades]{.underline}***

There were no persons with targeted disabilities in these wage grades.

**B6: (Permanent) Participation Rates for Major Occupations --
Distribution by**

**Disability**

*Participation rates may vary based on an individual bureau's breakout.
This is a view of Treasury's Major Occupations as a whole. Some major
occupations are only found in one bureau (i.e., 6907 series) and others
are shared by several of the bureaus (i.e., 905 series and 2210
series).*

There are 48 job series which have been identified as major occupations
by Treasury bureaus. Permanent employees with targeted disabilities
participate at a rate of 54.6% (1085 out of 1985) within Treasury's
mission critical occupations compared to the participation rate of 61.5%
(64,684 out of 99,756) for permanent employees with no disability. When
comparing the participation rate of employees with targeted disabilities
within the major occupations, the following occupations (yellow
highlighted) fell below the Federal high:

  ---------------------------------------- -------------- ---------------
  Occupational Series                      \% No          \% Targeted
                                           Disability     Disability

  **0083 -- Police**                       94.57          0.00

  **0110 -- Economist**                    91.33          0.72

  **0132 -- Intelligence Research          95.88          1.03
  Specialist**                                            

  **0301 -- Compliance and Enforcement     93.26          0.78
  Specialist**                                            

  **0340 -- Program Management**           97.52          0.00

  **0343 -- Management & Program Analyst** 96.07          1.31

  **0501 -- Financial Systems Analyst**    90.48          1.36

  **0510 -- Accountant**                   94.60          0.77

  **0511 -- Auditor**                      93.15          0.24

  **0512 -- Revenue Agent**                89.48          0.99

  **0525 -- Accounting Technician**        93.28          0.00

  **0526 -- Tax Specialist**               88.59          1.55

  **0570 -- Financial Institution          95.75          0.25
  Examiner**                                              

  **0592 -- Tax Examiner**                 86.91          2.00

  **0905 -- General Attorney**             91.96          0.75

  **0930 -- Appeals Officer**              85.26          1.42

  **0962 -- Customer Service               86.18          2.56
  Representative**                                        

  **0963 -- Legal Instruments Examiner**   79.41          0.00

  **1001 -- Sculptor and Engraver**        83.33          0.00

  **1101 -- Government Securities          92.00          0.00
  Specialist**                                            

  **1160 -- Financial Analyst**            100.00         0.00

  **1169 -- Settlement Officer**           88.69          0.96

  **1320 -- Chemist**                      87.50          0.00

  **1321 -- Metallurgist**                 100.00         0.00

  **1801 -- Law Enforcement Officer**      92.86          0.65

  **1811 -- Criminal Investigator**        97.82          0.03

  **1854 -- Alcohol and Tobacco Tax        93.42          1.32
  Specialist**                                            

  **2210 -- Information Technology         87.50          2.66
  Specialist**                                            

  **3414 -- Machinist**                    74.58          1.69

  **3416 -- Toolmaker**                    92.31          0.00

  **3513 -- Coin/Currency Checker**        97.75          1.12

  **3712 -- Heat Treater**                 93.55          0.00

  **3727 -- Buffer and Polisher**          82.76          6.90

  **3801 -- Coin Production**              77.27          9.09

  **3832 -- Metal Maker**                  100.00         0.00

  **3833 -- Transfer Engraver**            100.00         0.00

  **3869 -- Metal Forming Machine          93.06          1.39
  Operator**                                              

  **4406 -- Letter Press Operator**        94.55          0.00

  **4441 -- Bookbinder**                   94.85          0.00

  **4446 -- Picture Engraver (Bank Note)** 90.00          0.00

  **4449 -- Plate Maker (Intaglio)**       96.77          0.00

  **4454 -- Intaglio Press Operator**      94.12          0.53

  **5401 -- Press Worker (Roller Cover)**  95.56          0.00

  **5424 -- Weighing Machine Operator**    85.71          0.00

  **5440 -- Packaging Machine Operator**   83.61          3.28

  **6907 -- Currency Controller**          92.22          0.00

  **6941 -- Bulk Money Handler**           92.04          1.38
  ---------------------------------------- -------------- ---------------

**B6: (Temporary) Participation Rates for Major Occupations --
Distribution by**

**Disability**

*Participation rates may vary based on an individual bureau's breakout.
This is a view of Treasury's Major Occupations as a whole. Some major
occupations are only found in one bureau (i.e., 6907 series) and others
are shared by several of the bureaus (i.e., 905 series and 2210
series).*

When comparing the participation rate of temporary employees with
targeted disabilities within the major occupations, the following
occupations (yellow highlighted) fell significantly below the Federal
high:

  ---------------------------------------- ---------------- ---------------
  Occupational Series                      \% No Disability \% Targeted
                                                            Disability

  **0110 -- Economist**                    100.00           0.00

  **0301 -- Compliance and Enforcement     95.65            0.00
  Specialist**                                              

  **0343 -- Management & Program Analyst** 100.00           0.00

  **0501 -- Financial Systems Analyst**    95.00            0.00

  **0510 -- Accountant**                   88.24            5.88

  **0512 -- Revenue Agent**                80.00            0.00

  **0525 -- Accounting Technician**        100.00           0.00

  **0526 -- Tax Specialist**               57.14            0.00

  **0592 -- Tax Examiner**                 89.64            0.72

  **0905 -- General Attorney**             100.00           0.00

  **0962 -- Customer Service               0.00             75.00
  Representative**                                          

  **1160 -- Financial Analyst**            100.00           0.00

  **1169 -- Settlement Officer**           89.29            0.00

  **1811 -- Criminal Investigator**        100.00           0.00

  **[2210 -- Information Technology        [90.24]{.mark}   [0.00]{.mark}
  Specialist]{.mark}**                                      

  **3869 -- Metal Forming Machine          100.00           0.00
  Operator**                                                

  **5440 -- Packaging Machine Operator**   90.91            4.55

  **6941 -- Bulk Money Handler**           33.33            0.00
  ---------------------------------------- ---------------- ---------------

**B8: New Hires by Type of Appointment Distributed by Disability**

There were a total of 15,057 new hires in FY 2006. Of the new hires,
6.03% reported a disability and 0.79% (119) reported a targeted
disability. Of the new hires, 6,486 were permanent appointments and
8,571 were temporary appointments. Of the permanent appointments, 7.22%
reported a disability and 0.93% reported a targeted disability.

This is a decrease of 0.27 % from FY 2005 (1.20%). Of the temporary
appointments, 5.13% reported a disability and 0.69% reported a targeted
disability. This is a decrease of 0.08% from FY 2005 (0.77%).

**B10: Non -- Competitive Promotions -- Time in Grade -- Distribution
by**

**Disability**

There were a total of 10,441 non-competitive promotions. Employees with
disabilities received 8.78% (917) of the promotions. Of the employees
with disabilities receiving promotions, 148 (1.42%) were employees with
targeted disabilities; this is an increase from FY 2005 (1.25%).

**B13: Employee Recognition and Awards -- Distribution by Disability**

**Time off awards (1 -- 9 hours) Overall average 6.90 hours**

**Time off awards (9 + hours) Overall average 36.82 hours**

**Cash awards (up to \$500) Overall average \$248.05**

**Cash awards (\$501 and over) Overall average \$1,575.20**

**Quality Step Increases Average benefit \$2,064.03**

Consistently employees with disabilities and targeted disabilities
received cash awards and QSIs below the average amount awarded.
Employees who fell into the "disability not identified" category
consistently received less time off awards than the average.

**Cash awards (up to \$500) --** All groups received within plus or
minus \$66.00 of the average cash award of \$248.05. The difference of
plus or minus \$66.00 can be accounted for based on the grade
differences of those receiving awards. Awards are usually determined
based on grade and performance level received; those in higher grades
often receive larger cash awards.

**Cash awards (\$501 and over) --** All groups received within plus or
minus \$232.00 of the average cash award of \$1,575.20. The difference
of plus or minus \$232.00 can be accounted for based on the grade
differences of those receiving awards. Awards are usually determined
based on grade and performance level received; those in higher grades
often receive larger cash awards. Employees with targeted disabilities
in general appear to have a larger representation in lower grades and
this would account for the estimated difference that appears between
those with targeted disabilities and no disability.

**Quality Step Increases --** All groups received within \$202 of the
average QSI of \$2,064.03. Awards are computed based on Grade. Employees
with targeted disabilities in general appear to have a larger
representation in lower grades and this would account for the estimated
difference that appears between those with targeted disabilities and no
disability.

**B14: Separations by Type of Separation -- Distribution by Disability**

  -------------------------------- --------------- ----------------------
  **Data Excerpt**                 **% No          **% Targeted
                                   Disability**    Disability**

  Voluntary                        85.98           1.79

  Involuntary                      87.53           2.06

  RIF                              85.71           2.86

  Total Separations                86.12           1.82

  Total Workforce                  88.76           1.71
  -------------------------------- --------------- ----------------------

**[Triggers:]{.underline}**

Employees with targeted disabilities are being separated at rates above
their representation rate for every separation category.