1

Management Directive 715 

Annual EEO Program Status Report

Fiscal Year 2019
2

Pension Benefit Guaranty Corporation

FY 2019 Annual EEO Program Status Report

Management Directive 715

Table of Contents

PART A: Department or Agency Identifying Information........................................................... 3

PART B: Total Employment ..................................................................................................... 3

PART C: Agency Official(s) Responsible for Oversight of EEO Program(s) .......................... 3-4

PART D: List of subordinate components covered in this report............................................ 4-5

PART E: Executive Summary ............................................................................................. 6-18

PART F: Certification-Establishment of Continuing Equal Employment Opportunity .............. 19

PART G: Agency Self-Assessment Checklist Measuring Essential Elements. .................. 20-44

PART I: EEO Plan to Eliminate Identified Barriers......................................................45-53

PART J: Special Program Plan for The Recruitment, Hiring, Advancement and 

Retention of Persons with Disabilities......................................................................54-70

APPENDIX:

Fiscal Year 2019 EEO Workforce Data Tables (Parts A&B) 

EEO Policy Statement

EEO Anti-Harassment Policy Statement

PBGC Organization Chart
3

MD-715 Parts A Through E

Part A - Department or Agency Identifying Information

Agency Second Level 

Component Address City State Zip Code 

Agency 

Code 

FIPS Code

Pension Benefit 

Guaranty 

Corporation

1200 K Street NW Washington, DC 20005 BG 11

Part B - Total Employment

Total Employment Permanent Workforce Temporary Workforce Total Workforce

Number of Employees 902 46 948

Part C.1 - Head of Agency and Head of Agency Designee

Agency Leadership Name Title

Head of Agency Gordon Hartogensis PBGC Director

Head of Agency Designee N/A

Part C.2 - Agency Official(s) Responsible for Oversight of EEO Program(s)

EEO Program 

Staff Name Title Occupational 

Series

Pay 

Plan 

and 

Grade

Phone 

Number Email Address

Principal EEO 

Director/Official

Brenecia 

Watson EEO Director 260 GS-15 202-229-6868 watson.brenecia@pbgc.gov

Affirmative 

Employment 

Program 

Manager

Hope Fuller Lead EEO 

Specialist 260 GS-14 202-229-3345 fuller.hope@pbgc.gov

Complaint 

Processing 

Program 

Manager

Dianne Wood Attorney 

Advisor 905 GS-14 202-229-3307 wood.dianne@pbgc.gov

Diversity & 

Inclusion Officer Karen Esser Problem Resolution 

Specialist

301 GS-14 202-229-3275 esser.karen@pbgc.gov

Hispanic 

(Affirmative 

Employment) 

Program 

Manager 

(SEPM)

Kimberly 

Rodgers EEO Specialist 260 GS-11 202-229-3575 rodgers.kimberly@pbgc.gov
4

EEO Program 

Staff Name Title Occupational 

Series

Pay 

Plan 

and 

Grade

Phone 

Number Email Address

Women's 

(Affirmative 

Employment) 

Program 

Manager 

(SEPM)

Beverley 

Hebron

Management 

Analyst 343 GS-13 202-229-6237 hebron.beverley@pbgc.gov

Disability 

(Affirmative 

Employment) 

Program 

Manager 

(SEPM)

Cynthia Searles EEO Specialist 260 GS-11 202-229-3405 searles.cynthia@pbgc.gov

Selective

Placement 

Program 

Coordinator 

(Individuals with 

Disabilities)

Donald Beasley HR Specialist 201 GS-13 202-229-3637 beasley.donald@pbgc.gov

Reasonable 

Accommodation 

Program 

Manager

Donald Beasley HR Specialist 201 GS-13 202-229-3637 beasley.donald@pbgc.gov

Anti-Harassment 

Program 

Manager

Karen Esser Problem 

Resolution 

Specialist

301 GS-14 202-229-3275 esser.karen@pbgc.gov

ADR Program 

Manager

Dianne Wood Attorney 

Advisor 905 GS-14 202-229-3307

wood.dianne@pbgc.gov

Compliance 

Manager

Dianne Wood Attorney 

Advisor

905 GS-14 202-229-3307 wood.dianne@pbgc.gov

Principal MD-715 

Preparer Hope Fuller Lead EEO Specialist 260 GS-14 202-229-3345 fuller.hope@pbgc.gov

Part D.1 – List of Subordinate Components Covered in this Report

Please identify the subordinate components within the agency (e.g., bureaus, regions, etc.). If the agency does not have any 

subordinate components, please check the box. 

Subordinate Component City State Country 

(Optional)

Agency 

Code

FIPS

Codes
5

Part D.2 – Mandatory and Optional Documents for this Report

In the table below, the agency must submit these documents with its MD-715 report.

Did the agency submit the following mandatory documents? Please respond Yes or 

No Comments

Organizational Chart YES

EEO Policy Statement YES

Strategic Plan YES

Anti-Harassment Policy and Procedures YES

Reasonable Accommodation Procedures YES

Personal Assistance Services Procedures YES

Alternative Dispute Resolution Procedures YES

In the table below, the agency may decide whether to submit these documents with its MD-715 report.

Did the agency submit the following optional documents? Please respond Yes or 

No Comments

Federal Equal Opportunity Recruitment Program (FEORP) Report YES

Disabled Veterans Affirmative Action Program (DVAAP) Report YES

Operational Plan for Increasing Employment of Individuals with Disabilities 

under Executive Order 13548 YES

Diversity and Inclusion Plan under Executive Order 13583 YES

Diversity Policy Statement YES

Human Capital Strategic Plan YES

EEO Strategic Plan YES

Results from most recent Federal Employee Viewpoint Survey or Annual 

Employee Survey YES
6

EEOC FORM

715-01 

PART E

U.S. Equal Employment Opportunity Commission

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT

Pension Benefit Guaranty Corporation For period covering October 1, 2018 to September 30, 2019

EXECUTIVE SUMMARY

E.1: Mission

The Pension Benefit Guaranty Corporation (PBGC or Corporation) protects the retirement incomes of over 

35 million American workers, retirees, and beneficiaries in both single-employer and multiemployer private 

sector pension plans. PBGC was created by the Employee Retirement Income Security Act of 1974 to 

encourage the continuation and maintenance of private sector defined benefit pension plans, provide timely 

and uninterrupted payment of pension benefits, and keep pension insurance premiums at a minimum. For 

over 45 years, the PBGC has protected the pension benefits of millions of America’s workers and retirees, 

and it is critical to our nation’s retirement security. During FY 2019, PBGC assumed responsibility for the 

benefits of 103,000 participants in newly trusteed plans and paid over $6 billion to more than 932,000 retirees. 

PBGC promotes full and fair opportunities for employment, career advancement and access to programs so 

that employees of PBGC are valued, respected and are free to develop their full potential in a culture aligned 

with the Corporation’s priorities. The Office of Equal Employment Opportunity (OEEO) manages the agency’s 

Equal Employment Opportunity (EEO) program and follows the Equal Employment Opportunity Commission’s 

(EEOC) regulations and policy.

Management Directive 715 (MD-715) is the policy guidance which the EEOC provides to federal agencies for 

their use in establishing and maintaining effective programs of equal employment opportunity under Section 

717 of Title VII of the Civil Rights Act of 1964 (Title VII), as amended, and Section 501 of the Rehabilitation 

Act of 1973 (Rehabilitation Act), as amended. 

MD-715 provides a roadmap for creating effective EEO programs for all federal employees as required by 

Title VII and the Rehabilitation Act. The stated objective of the Directive is to ensure that all employees and 

applicants for employment enjoy equality of opportunity in the federal workplace, regardless of race, sex, 

national origin, color, religion, disability or reprisal for engaging in prior protected activity. Additionally, the 

EEOC seeks to ensure the same opportunities to all groups regardless of age, genetic information, pregnancy, 

sexual orientation, or other prohibited bases.

MD-715 requires agencies to take appropriate steps to ensure that all employment decisions are free from 

discrimination. It sets forth standards by which agencies’ EEO programs will be reviewed by the EEOC, 

including, but not limited to, the requirement that agencies conduct periodic self-assessments and barrier 

analysis to identify and remove barriers which may preclude access to equal employment opportunities in the 

workplace.

As required by the EEOC, this report was completed utilizing data compiled at the end of FY 2019 and covers 

the period from October 1, 2018 through September 30, 2019. The workforce data utilized includes permanent 

employees and was extracted from DataMart, the Interior Business Center of the Department of the Interior.

PBGC’s noteworthy progress in FY 2019 in developing an equitable work environment and its plans for 

enhancing the EEO program are described in the remainder of the document.

The major occupations at PBGC during FY 2019 include Auditor (Series 0511), General Attorney (Series 

0905), Actuary (Series 1510), Information Technology Specialist (Series 2210), Accountant (Series 0510), 
7

Employee Benefit Law Specialist (Series 0958), Financial Analyst (Series 1160), and Contract Specialist 

(Series 1102). These occupations represent a significant portion of the PBGC workforce. Planned affirmative 

employment and outreach efforts include collaborating with management and the Human Resources 

Department on recruitment and retention in these major categories.

Results of the Agency’s Annual Self-Assessment

PBGC conducted its annual self-assessment of the Six Essential Elements as regulated by EEOC’s 

Management Directive (MD) 715 and continues to report steady progress towards model EEO program 

status. The following chart reflects the percentage met for each essential element of a model EEO program

over the past three fiscal years:

Element

FY 2019 FY 2018 FY 2017

Number of 

Deficiencies Percentage

Number of 

Deficiencies Percentage

Number of 

Deficiencies Percentage

A - Demonstrated Leadership 

Commitment 0 100% 2 86% 0 100%

B - Integration of EEO in 

Strategic Mission 0 100% 0 100% 0 100%

C - Management & Program 

Accountability 0 100% 1 98% 0 100%

D - Proactive Discrimination 

Prevention 0 100% 0 100% 1 90%

E - Efficiency 1 97% 1 97% 2 94%

F - Responsive & Legal 

Compliance 0 100% 0 100% 0 100%

Summary Score 99.5% 97% 97%

E.2: Essential Elements A - F

Essential Element A: Demonstrated Commitment from Agency Leadership

• The EEO Director met with the Agency Head, Senior Leadership and/or Department Directors to 

discuss EEO programs and initiatives throughout the year.

• The State of the Agency’s EEO Program briefing was delivered to the Agency Head and Senior 

Leadership. The presentation was posted to the OEEO’s intranet which is employee accessible.

Agency leadership supported the following:

• Posting of MD-715 and No FEAR Act Quarterly and Annual Reports on internal and external 

websites.

• Dissemination of information about PBGC’s EEO programs to employees in new employee 

orientations and on the agency’s internal website.
8

• Equal opportunity, diversity, and inclusion by supporting the PBGC Diversity Council’s “Community 

Day” event which showcased the agency’s organizational diversity and by supporting the various 

special emphasis observances held throughout the year.

• Affirmative Employment Committee agency staff participation.

Essential Element B: Integration of EEO into the Agency’s Strategic Mission

• PBGC enhanced collaborative departmental partnerships involving OEEO to support improved 

integration of EEO, diversity and inclusion principles throughout the agency’s strategic operations in 

FY 2019.

• Collaboration with HRD in preparation of Federal Equal Opportunity Recruitment Program (FEORP)

and Disabled Veterans Affirmative Action Program (DVAAP) for FY 2019.

• PBGC continued barrier and trends analysis (BATA) on key human capital areas, e.g. recruitment 

and hiring, separations, promotions.

• The agency developed, conducted, delivered, and participated in multiple trainings on EEO, diversity

and inclusion, anti-harassment, and reasonable accommodation, as well as seven educationally 

focused Special Emphasis Program and three Disability Awareness observances.

Essential Element C: Management and Program Accountability

• PBGC managers and supervisors are evaluated on their commitment to PBGC’s affirmative 

employment principles, and EEO and Diversity goals.

• Agency policies, procedures, and practices were examined to identify if there were barriers to equal 

employment opportunity for employees and applicants. 

• PBGC has a policy discouraging offensive conduct before it rises to the level of discriminatory 

harassment. Employees are encouraged to report offensive, unwanted conduct. In FY 2019, the 

Office of the General Counsel and the Human Resources Department jointly evaluated 15 reports of 

potential harassment and conducted inquiries as appropriate through the Agency’s Harassment 

Inquiry Committee (HIC).

• PBGC has an annual mandatory reasonable accommodation and diversity and inclusion training 

requirement for all supervisors and managers and HRD delivered multiple training sessions in these 

areas in FY 2019. The agency’s Reasonable Accommodations Coordinator briefs all new employees 

on reasonable accommodation procedures during New Employee Orientation. 

Essential Element D: Proactive Prevention of Unlawful Discrimination

• PBGC provided managers, supervisors, and employees with information regarding their rights and 

responsibilities under various anti-discrimination and anti-retaliation laws through posters, intranet 

content, all-employee emails, and policy statements.

• The Agency conducted formal trainings for PBGC managers and staff in the areas of EEO, Diversity, 

Inclusion, anti-harassment and reasonable accommodation.

• Agency organizations supported the EEO program in identifying and/or correcting potential barriers 

to equal employment opportunity and supported EEO-related committees and projects.
9

Essential Element E: Efficiency

• The agency offers early resolution of complaints with the use of alternative dispute resolution (ADR) 

as an option to its traditional administrative EEO process. The commitment to ADR is communicated 

to employees through the intranet, training, and during individual meetings with parties seeking 

assistance from OEEO.

• For FY 2019, ADR was offered at a rate of 17 percent for the 23 Informal EEO Complaints cases 

filed. Of the four cases where it was offered, three individuals, or 75 percent accepted. 

• PBGC received and processed 14 formal complaints alleging employment discrimination in FY 2019.

Essential Element F: Responsiveness and Legal Compliance

• Annual Federal EEO Statistical Report on Discrimination Complaints (EEOC Form 462) and Annual 

Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (NO FEAR) report 

were submitted in advance of established timeframes.

• Provided the required No FEAR training to Agency employees with 100% completion rate.

• The Agency successfully processed 95 percent of informal complaints within regulatory time frames.

• The following reflects PBGC’s formal complaints activity in FY 2019:

• By the end of the fiscal year, the agency had 12 formal complaints in inventory:

o 32 formal complaints were on hand from FY2018

o 14 formal complaints were filed in FY 2019

o 0 formal complaints were remanded from the EEOC

o 32 formal complaints were closed

• Of the 12 formal complaints on hand at the end of the fiscal year:

o 0 pending letter of acknowledgement

o 0 pending accept/dismiss

o 4 in the investigative phase

o 7 investigations completed within regulatory timeframes; average number of days to 

complete investigations was 133

o 8 pending hearing with administrative judge

o 0 pending final agency decisions

E.4 – E.5: PBGC’s Accomplishments and Ongoing Commitment to a Model EEO Program

• PBGC’s senior leadership team, including its Director, demonstrates its commitment to moving the 

corporation to model EEO program status via support of barrier analysis and annual EEO training.

• During FY 2019, OEEO offered Supervisory EEO training and EEO Employee training and will review 

and establish a schedule for ongoing EEO training courses for both current and new managers and 

supervisors.

• Agency senior leaders have provided continued support for barrier analysis by providing 

organizational points of contact to work with OEEO so that equal opportunity and diversity and 

inclusion are integrated into the agency’s strategic operations. The goal is to be proactive in the 

prevention of discrimination.
10

• OEEO will continue to engage senior leaders, human resource staff, outreach coordinator and hiring 

officials to examine ways to improve recruitment and retention and discuss process improvement to 

determine whether the recruitment and selection process should be refined internally.

• OEEO introduced a book club focused on topics that support equity, diversity, and inclusion in order 

to create a more engaged workforce.

• OEEO established one Special Emphasis Program Committee (Disability Affirmative Employment 

Committee).

• During FY 2019, OEEO implemented YOUniversity, a bias awareness program.

• PBGC’s Affirmative Employment Committees assisted in barrier analysis to help identify barriers to 

equal employment opportunity.

• During FY 2019, PBGC’s Diversity and Inclusion Council implemented and provided “Be an Inclusion 

Agent” training to managers and supervisors and began offering the training to employees in FY 2020.

• The D & I Council partnered with PBGC’s Section 508 Compliance Team to launch “PBGC Tech U” 

an event highlighting how to make PBGC technology usable to employees of all ability levels.

• PBGC’s D & I Council launched a Diversity & Inclusion Speaker Series in partnership with the agency’s 

Special Emphasis Program.

• PBGC’s Section 508 Compliance Team conducted multiple “Acclimate to Section 508” Learning 

Series.

• During FY 2019, HRD sponsored various Disability Awareness events.

• During FY 2019, OGC focused its recruitment efforts on increasing the representation of minority 

attorneys in OGC. Targeted recruitment activities included recruitment at the Southeast Minority Job 

Fair; the Northeast Black Law Students convention; the Mid-Atlantic Black Law Students Career Fair; 

the Hispanic National Bar Association job fair, and an ABA Labor and Employment outreach event in 

Puerto Rico. 

• OBA started working more closely with CMO on a workforce planning strategy that will allow the 

recruitment of new hires at lower grades with career ladders to GS12 or GS13.

• OBA requested the expansion of the use of the Hispanic Association of Colleges and Universities 

(HACU) program to multiple semesters and to recruit students for permanent positions. 

• PBGC ranked 3rd among small agencies and 4th among large agencies in inclusiveness according to

FY 2019 FedView scores.
11

E.3: Workforce Analysis
12

2019 Total Workforce - Comparative Analysis

During the reporting period PBGC had a total of 948 employees. Females represented 56% of the 

workforce and males represented 44%. The representation rates of both demographics remained 

consistent with the prior year percentages. 

The percentages by demographics for race and ethnicity remain constant. When comparing groups by 

race and ethnicity it should be noted that there is no representation for Native Hawaiian or Other Pacific 

Islanders and PBGC is above parity for Asians, American Indian or Alaskan Natives and Two-or-More 

Races. This year, a non-specified category was added due to employees that have not self-identified. 

44%

56%

Total Workforce By Gender

Male

Female

Asian

11%

Black

42%

Hispanic

5%

White 

41%

Two or More

1%

Total Workforce By Race and Ethnicity

Asian

AIAN

Black

Hispanic

NHPI

White

Two or More

None Specific
13

To identify significant changes and/or inconsistencies in the representation rates by Race, Ethnicity and 

Gender of PBGC’s workforce in comparison to the Civilian Labor Force (CLF) benchmark, a review was 

conducted. While the workforce demographic remains consistent amongst most groups, it should be noted 

that Hispanic representation rates have increased slightly in FY 2019 and Black male representation 

slightly decreased in FY 2019. Both changes are reflected on Table 1.

Table 1.

The benchmark for grade representation is the total workforce. When reviewing PBGC’s grade

representation, we identified that Black females and Hispanic females are represented in grades GS-14 

through SL below their representation in the total PBGC workforce. Hispanic males are below

representation at GS-15 through SL. Asian females are below representation in grades GS-15 through SL.

Asian and Black males are below representation at the SL level. Asian and Hispanic Males and Hispanic 

females are not reflected in grades GS-09. However, grades GS-11 through GS-13 reflect a feeder pool

that is more representative of PBGC’s workforce representation.

Benchmark % GS-9 % GS-11 % GS-12 % GS-13 % GS-14 % GS-15 % SL %

Asian Male 5.91 0 4.88 7.37 6.7 6.91 4.86 2.44

Asian Female 5.91 12.5 2.44 11.58 5.8 5.26 6.25 2.44

Black/African American Male 11.6 12.5 19.51 9.47 14.29 11.51 11.11 7.32

Black/African American 

Female 29.64 62.5 43.9 45.26 37.95 20.72 14.58 9.76

Hispanic Male 2.11 0 2.44 3.16 2.23 2.3 1.39 0

Hispanic Female 2.43 0 7.32 3.16 2.68 1.97 1.39 0

11.6

2.11 2.43

12.42

2.02 2.23

BLACK MALE HISPANIC MALE HISPANIC FEMALE

Workforce Representation Percentage Change 

By Race, Ethnicity & Gender 

FY19 FY18
14

In reviewing data to identify significant changes in representation rates of PBGC’s eight major 

occupations by race, ethnicity, and gender, we noted that in comparison to the FY18 PBGC data, 

Hispanic male and Black female representation rates changed in the General Attorney (0905) major 

occupation. The Occupational Civilian Labor Force (OCLF) benchmark was also used as a comparison. 

These changes are also reflected in Table 2.

Hispanic Male

• FY 2019 General Attorney: 3.13% (PBGC) vs. 2.52% (OCLF)

• FY 2018 General Attorney: 0.99% (PBGC) vs. 2.52% (OCLF)

Black Female

• FY 2019: General Attorney: 8.33% (PBGC) vs. 2.60% (OCLF)

• FY 2018: General Attorney: 10.89% (PBGC) vs. 2.60% (OCLF)

Table 2.

A review was conducted to identify significant changes in representation rates of PBGC’s eight major 

occupations by race, ethnicity, and gender. Hispanic males, White males and White female 

representation changed in the Financial Analysis (1160) major occupation over the 2-year reporting 

period. The Occupational Civilian Labor Force (OCLF) benchmark was also used as a comparison. 

These changes are also reflected in Table 3.

Hispanic Males

• FY 2019 Financial Analysis: 2.13% (PBGC) vs. 3.10% (OCLF)

• FY 2018 Financial Analysis: 4.44% (PBGC) vs. 3.10% (OCLF)

White Males

• FY 2019 Financial Analysis: 36.17% (PBGC) vs. 53.98% (OCLF)

• FY 2018 Financial Analysis: 33.33% (PBGC) vs. 53.98% (OCLF)

White Females

• FY 2019 Financial Analysis: 23.40% (PBGC) vs. 22.01% (OCLF)

• FY 2018 Financial Analysis: 22.22% (PBGC) vs. 22.01% (OCLF)

3.13

8.33

0.99

10.89

HISPANIC MALE BLACK FEMALE

General Attorney Series 905 - Percentage Change 

By Race, Ethnicity & Gender

FY 2019 FY 2018
15

Table 3.

A review was conducted to identify significant changes in representation rates of PBGC’s eight major 

occupations by race, ethnicity, and gender. White males, White females and Black male representation 

changed in the Contract Specialist (1102) major occupation over 2-year reporting period. The 

Occupational Civilian Labor Force (OCLF) benchmark was also used as a comparison. These changes 

are also reflected in Table 4.

White Male

• FY 2019 Contract Specialist: 25.00% (PBGC) vs. 38.09% (OCLF)

• FY 2018 Contract Specialist: 31.58% (PBGC) vs. 38.09% (OCLF)

White Female

• FY 2019: Contract Specialist: 25.00% (PBGC) vs. 41.87% (OCLF)

• FY 2018: Contract Specialist: 21.05% (PBGC) vs. 41.87% (OCLF)

Black Male

• FY 2019: Contract Specialist: 25.00% (PBGC) vs. 3.01% (OCLF)

• FY 2018: Contract Specialist: 21.05% (PBGC vs. 3.01% (OCLF)

Table 4.

25 25 25

31.58

21.05 21.05

WHITE MALE WHITE FEMALE BLACK MALE

Contracting Series 1102 - Percentage Change 

By Race, Ethnicity & Gender

FY 2019 FY 2018

2.13

36.17

23.4

4.44

33.33

22.22

HISPANIC MALE WHITE MALE WHITE FEMALE

Financial Analysis Series 1160 - Percentage Change 

By Race, Ethnicity & Gender

FY 2019 FY 2018
16

A review was conducted to identify significant changes in representation rates of PBGC’s eight major 

occupations by race, ethnicity, and gender. Changes were noted in the Accounting (0510) major 

occupation over 2-year reporting period for Hispanic males and females, White males and females, Black 

males and Asian males. The Occupational Civilian Labor Force (OCLF) benchmark was also used as a 

comparison. These changes are also reflected in Table 5.

Hispanic Males

• FY 2019 Accounting: 0.00% (PBGC) vs. 2.19% (OCLF)

• FY 2018 Accounting: 1.64% (PBGC) vs. 2.19% (OCLF)

Hispanic Females

• FY 2019 Accounting: 0.00% (PBGC) vs. 3.93% (OCLF)

• FY 2018 Accounting: 1.64% (PBGC) vs. 3.93% (OCLF)

White Males

• FY 2019 Accounting: 21.43% (PBGC) vs. 31.79% (OCLF)

• FY 2018 Accounting: 18.03% (PBGC) vs. 31.79% (OCLF)

White Females

• FY 2019 Accounting: 8.93% (PBGC) vs. 44.23% (OCLF)

• FY 2018 Accounting: 6.56% (PBGC) vs. 44.23% (OCLF)

Black Males

• FY 2019 Accounting: 16.07% (PBGC) vs. 2.49% (OCLF)

• FY 2018 Accounting: 21.31% (PBGC) vs. 2.49% (OCLF)

Asian Males

• FY 2019 Accounting: 16.07% (PBGC) vs. 3.06% (OCLF)

• FY 2018 Accounting: 14.75% (PBGC) vs. 3.06% (OCLF)

Table 5.

0 0

21.43

8.93

16.07 16.07

1.64 1.64

18.03

6.56

21.31

14.75

HISPANIC MALE HISPANIC FEMALE WHITE MALE WHITE FEMALE BLACK MALE ASIAN MALE

Accounting Series 510 - Percentage Change 

By Race, Ethnicity & Gender

FY 2019 FY 2018
17

A review was conducted to identify significant changes in representation rates of PBGC’s eight major 

occupations by race, ethnicity, and gender. White males, Black males and Black female representation 

changed in the Information Technology Specialist (2210) major occupation over the 2-year reporting 

period. The Occupational Civilian Labor Force (OCLF) benchmark was also used as a comparison. 

These changes are also reflected in Table 6.

White Male

• FY 2019 Information Technology Specialist: 30.00% (PBGC) vs. 33.33% (OCLF)

• FY 2018 Information Technology Specialist: 33.33% (PBGC) vs. 52.21% (OCLF)

Black Male 

• FY 2019: Information Technology Specialist: 13.64% (PBGC) vs. 6.61% (OCLF)

• FY 2018: Information Technology Specialist: 13.64% (PBGC) vs. 6.61% (OCLF)

Black Female

• FY 2019: Information Technology Specialist: 21.82% (PBGC) vs. 4.50% (OCLF)

• FY 2018: Information Technology Specialist: 20.00% (PBGC) vs. 4.50% (OCLF)

Table 6.

30

13.64

21.82

33.33

12.38

20

WHITE MALE BLACK MALE BLACK FEMALE

IT Specialist Series 2210 - Percentage Change 

By Race, Ethnicity & Gender

FY 2019 FY 2018
18

During FY 2019, OEEO continued to conduct barrier analysis for the demographic groups that separated 

from PBGC’s workforce at a rate higher than their representation in the agency. The demographics that

separated above the rate of representation is reflected in the Table 7.

Table 7.

It should be noted that Hispanic males and females have been consistently below representation in 

PBGC and the Federal government. Their rates of separation are significant and while there has not 

been any barriers identified regarding policies and procedures that impede Hispanic employment at 

PBGC, we will continue to conduct barrier analysis. 

13.7

30.17

6.85

4.11

19.18

11.6

29.64

2.11 2.43

17.3

BLACK MALE BLACK FEMALE HISPANIC MALE HISPANIC FEMALE WHITE FEMALES

Separations Above Representation Rate

Separations % PBGC Represetation %
U.S. Equa l Employmen t Opportunit y Commissio n 

FEDERAL AGENCY ANNUAL 

E EO PROGRAM STATUS REPORT 

CERTIFICATION of ESTABLISHMENT of CONTINUING 

EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS 

Breneci a Watson , Equa l Employmen t Opportunit y Serie s 260 , Grad e a m th e 

(Inser t nam e above ) (Inser t official 

title/series/grade above ) 

Principal EE O Director/Official Pensio n Benefi t Guarant y Corporatio n 

f or 

(Inser t Agency/Componen t Nam e above ) 

T h e agenc y ha s conducte d a n annua l self-assessmen t o f Sectio n an d Sectio n 50 1 program s agains t th e 

essentia l element s a s prescribed by EE O If a n essentia l elemen t wa s no t full y complian t wit h th e 

standard s o f EE O a further evaluatio n wa s conducte d and , a s appropriate, EE O Plan s for Attaining 

t h e Essentia l Element s of a Mode l EE O Program , ar e included wit h thi s Federa l Agenc y Annua l EE O 

Progra m Statu s Report . 

T h e agenc y ha s als o analyze d it s wor k forc e profiles an d conducte d barrier analyse s aime d at detecting 

whethe r an y managemen t o r personne l policy , procedur e or practic e i s operating t o disadvantag e an y grou p 

base d o n race, nationa l origin, gende r or disability . EE O Plan s t o Eliminat e Identified Barriers , a s appropriate, 

a r e included wit h thi s Federa l Agenc y Annua l EE O Progra m Statu s Report . 

 certif y that prope r documentatio n of thi s assessmen t i s in plac e an d i s being maintaine d for EEO C revie w 

upo n request . 

Signatur e o f Principa l EE O Director/Official 

Certifies tha t thi s Federa l Agenc y Annua l EE O Progra m Statu s Repor t is in complianc e wit h 

E E O

Dat e 

Dat e 

19 
20

MD-715 - PART G

Agency Self-Assessment Checklist 

The Part G Self-Assessment Checklist is a series of questions designed to provide federal agencies with 

an effective means for conducting the annual self-assessment required in Part F of MD-715. This selfassessment permits EEO Directors to recognize, and to highlight for their senior staff, deficiencies in their 

EEO program that the agency must address to comply with MD-715's requirements. Nothing in Part G 

prevents agencies from establishing additional practices that exceed the requirements set forth in this 

checklist.

All agencies will be required to submit Part G to EEOC. Although agencies need not submit documentation 

to support their Part G responses, they must maintain such documentation on file and make it available to 

EEOC upon request.

The Part G checklist is organized to track the MD-715 essential elements. As a result, a single substantive 

matter may appear in several different sections, but in different contexts. For example, questions about 

establishing an anti-harassment policy fall within Element C (Management and Program Accountability), 

while questions about providing training under the anti-harassment policy are found in Element A 

(Demonstrated Commitment from Agency Leadership). 

For each MD-715 essential element, the Part G checklist provides a series of "compliance indicators." 

Each compliance indicator, in turn, contains a series of “yes/no” questions, called “measures.” To the right 

of the measures, there are two columns, one for the agency to answer the measure with "Yes", "No", or 

"NA;" and the second column for the agency to provide “comments”, if necessary. Agencies should briefly 

explain any “N/A” answer in the comments. For example, many of the sub-component agencies are not 

responsible for issuing final agency decisions (FADs) in the EEO complaint process, so it may answer 

questions about FAD timeliness with "NA" and explain in the comments column that the parent agency 

drafts all FADs.

A "No" response to any measure in Part G is a program deficiency. For each such "No" response, an 

agency will be required in Part H to identify a plan for correcting the identified deficiency. If one or more 

sub-components answer “No” to a particular question, the agency-wide/parent agency’s report should also 

include that “No” response.
21

MD-715 - PART G

Agency Self-Assessment Checklist

Essential Element A: DEMONSTRATED COMMITMENT FROM AGENCY LEADERSHIP

This element requires the agency head to communicate a commitment to equal employment 

opportunity and a discrimination-free workplace.

Compliance 

Indicator 

Measures

A.1 – The agency issues an 

effective, up-to-date EEO policy 

statement.

Measure 

Met?

(Yes/No/NA)

Comments Current 

Part G 

Questions

A.1.a Does the agency annually issue 

a signed and dated EEO policy 

statement on agency letterhead

that clearly communicates the 

agency’s commitment to EEO 

for all employees and 

applicants? If “yes”, please 

provide the annual issuance 

date in the comments column. 

[see MD-715, II(A)]

Yes August 8, 2019 A.1.a.2

A.1.b Does the EEO policy statement 

address all protected bases 

(age, color, disability, sex

(including pregnancy, sexual 

orientation and gender identity), 

genetic information, national 

origin, race, religion, and 

reprisal) contained in the laws 

EEOC enforces? [see 29 CFR § 

1614.101(a)] 

Yes

Compliance 

Indicator 

Measures

A.2 – The agency has 

communicated EEO policies and 

procedures to all employees.

Measure 

Met?

(Yes/No/NA)

Comments

A.2.a Does the agency disseminate 

the following policies and 

procedures to all employees:

A.2.a.1 Anti-harassment policy? [see 

MD 715, II(A)] 

Yes

A.2.a.2 Reasonable accommodation 

procedures? [see 29 C.F.R § 

1614.203(d)(3)]

Yes

A.2.b Does the agency prominently 

post the following information 

throughout the workplace and 

on its public website: 
22

A.2.b.1The business contact 

information for its EEO 

Counselors, EEO Officers, 

Special Emphasis Program 

Managers, and EEO Director? 

[see 29 C.F.R § 1614.102(b)(7)]

Yes

A.2.b.2Written materials concerning the 

EEO program, laws, policy 

statements, and the operation of 

the EEO complaint process? 

[see 29 C.F.R § 1614.102(b)(5)]

Yes A.2.c

A.2.b.3 Reasonable accommodation 

procedures? [see 29 C.F.R. § 

1614.203(d)(3)(i)] If so, please 

provide the internet address in 

the comments column.

Yes https://www.pbgc.gov/si

tes/default/files/pbgc-

procedures-for-

processing-requests-

for-reasonable-

accommodation.pdf

A.3.c

 A.2.c Does the agency inform its 

employees about the following 

topics: 

A.2.c.1 EEO complaint process? [see 

29 CFR §§ 1614.102(a)(12) and 

1614.102(b)(5)] If “yes”, please 

provide how often. 

Yes The complaint process is 

always posted on the intranet 

and in lounge areas. Classes 

are offered annually and new 

employees are informed of 

the process during 

orientation.

A.2.a

A.2.c.2 ADR process? [see MD-110, 

Ch. 3(II)(C)] If “yes”, please 

provide how often. 

Yes The ADR process is always 

posted on the intranet. 

Classes that include 

information on the ADR 

process are offered annually. 

New employees are also 

informed of the process 

during orientation.

A.2.c.3 Reasonable accommodation 

program? [see 29 CFR § 

1614.203(d)(7)(ii)(C)] If “yes”, 

please provide how often. 

Yes The Reasonable 

Accommodation brochure is 

provided to all employees 

during NEO and the PBGC 

Reasonable Accommodation 

Coordinator provides a 

briefing to all new employees 

during NEO on reasonable 

accommodation procedures. 

In addition, the information is 

available on the intranet.

A.2.c.4 Anti-harassment program? [see 

EEOC Enforcement Guidance

on Vicarious Employer Liability 

for Unlawful Harassment by 

Supervisors (1999), § V.C.1] If 

“yes”, please provide how often.

Yes HRD provides training 

regarding workplace 

behavior, Harassment Inquiry Committee (HIC), agency 

policy, arbitration/mediation, 

and inappropriate 

behaviors/ethics in the 

workplace. During these 

sessions, employees are 

provided information tools 

such as the PBGC’s Anti-

harassment Policy brochure, 

the current OEEO Prevention 

of Workplace Harassment 

Policy Statement and the 

Equal Employment 

Opportunity Policy Statement 

to give notice to federal 

employees of inappropriate 
23

behaviors in the workplace 

and the potential result of 

such actions.

A.2.c.5 Behaviors that are inappropriate 

in the workplace and could

result in disciplinary action? [5 

CFR § 2635.101(b)] If “yes”, 

please provide how often.

Yes Notices are also 

publicly displayed in 

HRD’s front office and 

the agency intranet site.

A.3.b

Compliance 

Indicator 

Measures

A.3 – The agency assesses and 

ensures EEO principles are part 

of its culture.

Measure 

Met?

(Yes/No/NA)

Comments

New Compliance 

Indicator

A.3.a Does the agency provide 

recognition to employees, 

supervisors, managers, and 

units demonstrating superior 

accomplishment in equal 

employment opportunity? [see 

29 CFR § 1614.102(a) (9)] If 

“yes”, provide one or two 

examples in the comments 

section.

Yes EEO Merit Award and 

Certificates

A.3.b Does the agency utilize the 

Federal Employee Viewpoint 

Survey or other climate 

assessment tools to monitor the 

perception of EEO principles 

within the workforce? [see 5 

CFR Part 250]

Yes

Essential Element B: INTEGRATION OF EEO INTO THE AGENCY’S STRATEGIC MISSION

This element requires that the agency’s EEO programs are structured to maintain 

a workplace that is free from discrimination and support the agency’s strategic 

mission.

Compliance 

Indicator 

Measures

B.1 - The reporting structure for 

the EEO program provides the 

principal EEO official with 

appropriate authority and 

resources to effectively carry out 

a successful EEO program.

Measure 

Met?

(Yes/No/NA)

Comments

B.1.a Is the agency head the 

immediate supervisor of the 

person (“EEO Director”) who 

has day-to-day control over the 

EEO office? [see 29 CFR 

§1614.102(b)(4)]

Yes B.1.a

B.1.a.1 If the EEO Director does not 

report to the agency head, does

the EEO Director report to the 

same agency head designee as 

the mission-related 

programmatic offices? If “yes,” 

NA
24

please provide the title of the 

agency head designee in the 

comments.

B.1.a.2 Does the agency’s 

organizational chart clearly 

define the reporting structure for

the EEO office? [see 29 CFR 

§1614.102(b)(4)]

Yes B.1.d

B.1.b Does the EEO Director have a 

regular and effective means of 

advising the agency head and 

other senior management 

officials of the effectiveness, 

efficiency and legal compliance 

of the agency’s EEO program?

[see 29 CFR §1614.102(c)(1); 

MD-715 Instructions, Sec. I] 

Yes B.2.a

B.1.c During this reporting period, did 

the EEO Director present to the 

head of the agency, and other 

senior management officials, the 

"State of the agency" briefing 

covering the six essential 

elements of the model EEO 

program and the status of the 

barrier analysis process? [see 

MD-715 Instructions, Sec. I] If 

“yes”, please provide the date of 

the briefing in the comment’s 

column. 

Yes April 30, 2019 B.2.b

B.1.d Does the EEO Director regularly 

participate in senior-level staff 

meetings concerning personnel, 

budget, technology, and other 

workforce issues? [see MD-715, 

II(B)]

Yes

Compliance 

Indicator

Measures

B.2 – The EEO Director controls 

all aspects of the EEO program.

Measure 

Met?

(Yes/No/NA)

Comments

New Compliance 

Indicator

B.2.a Is the EEO Director responsible 

for the implementation of a 

continuing affirmative 

employment program to promote 

EEO and to identify and 

eliminate discriminatory policies, 

procedures, and practices? [see 

MD-110, Ch. 1(III)(A); 29 CFR 

§1614.102(c)] 

Yes B.3.a

B.2.b Is the EEO Director responsible 

for overseeing the completion of 

Yes
25

EEO counseling [see 29 CFR 

§1614.102(c)(4)]

B.2.c Is the EEO Director responsible 

for overseeing the fair and 

thorough investigation of EEO 

complaints? [see 29 CFR 

§1614.102(c)(5)] [This question 

may not be applicable for certain 

subordinate level components.]

Yes

B.2.d Is the EEO Director responsible 

for overseeing the timely 

issuance of final agency 

decisions? [see 29 CFR 

§1614.102(c)(5)] [This question 

may not be applicable for certain 

subordinate level components.]

Yes

B.2.e Is the EEO Director responsible 

for ensuring compliance with 

EEOC orders? [see 29 CFR §§ 

1614.102(e); 1614.502]

Yes F.3.b

B.2.f Is the EEO Director responsible 

for periodically evaluating the 

entire EEO program and 

providing recommendations for 

improvement to the agency 

head? [see 29 CFR 

§1614.102(c)(2)]

Yes

B.2.g If the agency has subordinate 

level components, does the 

EEO Director provide effective 

guidance and coordination for 

the components? [see 29 CFR 

§§ 1614.102(c)(2) and (c)(3)]

NA

Compliance 

Indicator 

Measures

B.3 - The EEO Director and other 

EEO professional staff are 

involved in, and consulted on, 

management/personnel actions.

Measure 

Met?

(Yes/No/NA)

Comments

B.3.a Does EEO program officials 

participate in agency meetings 

regarding workforce changes

that might impact EEO issues, 

including strategic planning, 

recruitment strategies, vacancy 

projections, succession 

planning, and selections for 

training/career development 

opportunities? [see MD-715, 

II(B)]

Yes B.2.c & 

B.2.d

B.3.b Does the agency’s current 

strategic plan reference EEO / 

diversity and inclusion 

principles? [see MD-715, II(B)] 

If “yes”, please identify the EEO 

Yes PBGC Strategic reference: 

Encourage and support a 

diverse and inclusive work 

environment that encourages 

employee engagement; 

Foster a diverse, highperforming workforce; Foster 
26

principles in the strategic plan in 

the comments column.

a culture of inclusion that 

encourages collaboration, 

flexibility and fairness.

Compliance 

Indicator 

Measures

B.4 - The agency has sufficient 

budget and staffing to support 

the success of its EEO program.

Measure 

Met?

(Yes/No/NA)

Comments

B.4.a Pursuant to 29 CFR 

§1614.102(a)(1), has the agency 

allocated sufficient funding and 

qualified staffing to successfully 

implement the EEO program, for 

the following areas: 

B.4.a.1 to conduct a self-assessment of 

the agency for possible program 

deficiencies? [see MD-715, 

II(D)]

Yes B.3.b

B.4.a.2 to enable the agency to conduct 

a thorough barrier analysis of its 

workforce? [see MD-715, II(B)]

Yes B.4.a

B.4.a.3 to timely, thoroughly, and fairly 

process EEO complaints, 

including EEO counseling, 

investigations, final agency 

decisions, and legal sufficiency 

reviews? [see 29 CFR § 

1614.102(c)(5) & 1614.105(b) –

(f); MD-110, Ch. 1(IV)(D) & 

5(IV); MD-715, II(E)]

Yes E.5.b

B.4.a.4 to provide all supervisors and 

employees with training on the 

EEO program, including but not 

limited to retaliation, 

harassment, religious 

accommodations, disability 

accommodations, the EEO 

complaint process, and ADR?

[see MD-715, II(B) and III(C)] If 

not, please identify the type(s) of 

training with insufficient funding 

in the comments column. 

Yes B.4.f & 

B.4.g

B.4.a.5 to conduct thorough, accurate, 

and effective field audits of the 

EEO programs in components

and the field offices, if 

applicable? [see 29 CFR 

§1614.102(c)(2)]

NA E.1.c

B.4.a.6 to publish and distribute EEO 

materials (e.g. harassment 

policies, EEO posters, 

reasonable accommodations 

Yes B.4.c
27

procedures)? [see MD-715, 

II(B)]

B.4.a.7 to maintain accurate data 

collection and tracking systems 

for the following types of data: 

complaint tracking, workforce 

demographics, and applicant 

flow data? [see MD-715, II(E)]. 

If not, please identify the 

systems with insufficient funding 

in the comments section.

Yes

B.4.a.8 to effectively administer its 

special emphasis programs 

(such as, Federal Women’s 

Program, Hispanic Employment 

Program, and People with 

Disabilities Program Manager)?

[5 USC § 7201; 38 USC § 4214; 

5 CFR § 720.204; 5 CFR § 

213.3102(t) and (u); 5 CFR § 

315.709]

Yes B.3.c, 

B.3.c.1, 

B.3.c.2, & 

B.3.c.3

B.4.a.9 to effectively manage its anti-

harassment program? [see MD-

715 Instructions, Sec. I); EEOC 

Enforcement Guidance on 

Vicarious Employer Liability for 

Unlawful Harassment by 

Supervisors (1999), § V.C.1]

Yes

B.4.a.10 to effectively manage its 

reasonable accommodation 

program?[see 29 CFR § 

1614.203(d)(4)(ii)]

Yes B.4.d

B.4.a.11 to ensure timely and complete 

compliance with EEOC orders?

[see MD-715, II(E)]

Yes

B.4.b Does the EEO office have a 

budget that is separate from 

other offices within the agency? 

[see 29 CFR § 1614.102(a)(1)]

Yes

B.4.c Are the duties and 

responsibilities of EEO officials 

clearly defined? [see MD-110, 

Ch. 1(III)(A), 2(III), & 6(III)]

Yes B.1.b

B.4.d Does the agency ensure that all 

new counselors and 

investigators, including 

contractors and collateral duty 

employees, receive the required 

32 hours of training, pursuant to 

Ch. 2(II)(A) of MD-110?

Yes E.2.d

B.4.e Does the agency ensure that all 

experienced counselors and 

investigators, including 

contractors and collateral duty 

employees, receive the required 

8 hours of annual refresher 

Yes E.2.e
28

training, pursuant to Ch. 2(II)(C) 

of MD-110?

Compliance 

Indicator 

Measures

B.5 – The agency recruits, hires, 

develops, and retains 

supervisors and managers who 

have effective managerial, 

communications, and 

interpersonal skills.

Measure 

Met?

(Yes/No/NA)

Comments

New Indicator

B.5.a Pursuant to 29 CFR § 

1614.102(a)(5), have all 

managers and supervisors 

received training on their 

responsibilities under the 

following areas under the 

agency EEO program:

B.5.a.1 EEO Complaint Process? [see 

MD-715(II)(B)]

Yes

B.5.a.2 Reasonable Accommodation 

Procedures? [see 29 C.F.R. § 

1614.102(d)(3)]

Yes A.3.d

B.5.a.3 Anti-Harassment Policy? [see 

MD-715(II)(B)]

Yes

B.5.a.4 Supervisory, managerial, 

communication, and 

interpersonal skills in order to 

supervise most effectively in a 

workplace with diverse 

employees and avoid disputes 

arising from ineffective 

communications? [see MD-715, 

II(B)]

Yes

B.5.a.5 ADR, with emphasis on the 

federal government’s interest in 

encouraging mutual resolution of 

disputes and the benefits 

associated with utilizing ADR?

[see MD-715(II)(E)]

Yes E.4.b

Compliance 

Indicator 

Measures

B.6 – The agency involves 

managers in the implementation 

of its EEO program.

Measure 

Met?

(Yes/No/NA)

Comments

New Indicator 

B.6.a Are senior managers involved in 

the implementation of Special 

Emphasis Programs? [see MD715 Instructions, Sec. I]

Yes

B.6.b Do senior managers participate 

in the barrier analysis process? 

[see MD-715 Instructions, Sec. I]

 

Yes D.1.a

B.6.c When barriers are identified, do 

senior managers assist in 

developing agency EEO action 

plans (Part I, Part J, or the 

Yes D.1.b
29

Executive Summary)? [see MD715 Instructions, Sec. I]

B.6.d Do senior managers 

successfully implement EEO 

Action Plans and incorporate the 

EEO Action Plan Objectives into 

agency strategic plans? [29 CFR 

§ 1614.102(a)(5)]

Yes During FY 2019 action 

plans were established 

and implemented. We 

anticipate measuring 

results by 2021.

D.1.c

Essential Element C: MANAGEMENT AND PROGRAM ACCOUNTABILITY

This element requires the agency head to hold all managers, supervisors, and 

EEO officials responsible for the effective implementation of the agency’s EEO 

Program and Plan.

Compliance 

Indicator 

Measures

C.1 – The agency conducts 

regular internal audits of its 

component and field offices.

Measure 

Met?

(Yes/No/NA)

Comments

C.1.a Does the agency regularly 

assess its component and field 

offices for possible EEO 

program deficiencies? [see 29 

CFR §1614.102(c)(2)] If ”yes”, 

please provide the schedule for 

conducting audits in the 

comments section.

N/A PBGC does not have 

any field offices

C.1.b Does the agency regularly 

assess its component and field 

offices on their efforts to remove 

barriers from the workplace? 

[see 29 CFR §1614.102(c)(2)] If 

”yes”, please provide the 

schedule for conducting audits 

in the comments section.

N/A PBGC does not have 

any field offices

C.1.c Do the component and field 

offices make reasonable efforts 

to comply with the 

recommendations of the field 

audit? [see MD-715, II(C)] 

N/A PBGC does not have 

any field offices

Compliance 

Indicator 

Measures

C.2 – The agency has established 

procedures to prevent all forms 

of EEO discrimination.

Measure 

Met?

(Yes/No/NA)

Comments

New Indicator

C.2.a.1 Does the anti-harassment policy 

require corrective action to 

prevent or eliminate conduct 

before it rises to the level of 

unlawful harassment? [see 

EEOC Enforcement Guidance

on Vicarious Employer Liability 

for Unlawful Harassment by 

Supervisors (1999), § V.C.1]

Yes
30

C.2.a.2 Has the agency established a 

firewall between the Anti-

Harassment Coordinator and the 

EEO Director? [see EEOC 

Report, Model EEO Program 

Must Have an Effective Anti-

Harassment Program (2006]

Yes

C.2.a.3 Does the agency have a 

separate procedure (outside the 

EEO complaint process) to 

address harassment 

allegations? [see Enforcement 

Guidance on Vicarious 

Employer Liability for Unlawful 

Harassment by Supervisors

(Enforcement Guidance), EEOC 

No. 915.002, § V.C.1 (June 18, 

1999)]

Yes

C.2.a.4 Does the agency ensure that the 

EEO office informs the anti-

harassment program of all EEO 

counseling activity alleging 

harassment? [see Enforcement 

Guidance, V.C.]

Yes

C.2.a.5 Does the agency conduct a 

prompt inquiry(beginning within 

10 days of notification) of all 

harassment allegations, 

including those initially raised in 

the EEO complaint process?

[see Complainant v. Dep’t of 

Veterans Affairs, EEOC Appeal 

No. 0120123232 (May 21, 

2015); Complainant v. Dep’t of 

Defense (Defense Commissary 

Agency), EEOC Appeal No. 

0120130331 (May 29, 2015)] If 

“no”, please provide the 

percentage of timely-processed 

inquiries in the comments 

column.

Yes

C.2.a.6 Do the agency’s training 

materials on its anti-harassment 

policy include examples of 

disability-based harassment? 

[see 29 CFR 1614.203(d)(2)]

Yes

C.2.b Has the agency established 

disability reasonable 

accommodation procedures that 

comply with EEOC’s regulations 

and guidance? [see 29 CFR 

1614.203(d)(3)]

Yes
31

C.2.b.1 Is there a designated agency 

official or other mechanism in 

place to coordinate or assist with 

processing requests for disability 

accommodations throughout the 

agency? [see 29 CFR 

1614.203(d)(3)(D)]

Yes E.1.d

C.2.b.2 Has the agency established a 

firewall between the Reasonable 

Accommodation Program 

Manager and the EEO Director? 

[see MD-110, Ch. 1(IV)(A)]

Yes

C.2.b.3 Does the agency ensure that job 

applicants can request and 

receive reasonable 

accommodations during the 

application and placement 

processes? [see 29 CFR 

1614.203(d)(1)(ii)(B)]

Yes

C.2.b.4 Do the reasonable 

accommodation procedures 

clearly state that the agency 

should process the request 

within a maximum amount of 

time (e.g., 20 business days), as 

established by the agency in its 

affirmative action plan? [see 29 

CFR 1614.203(d)(3)(i)(M)]

Yes

C.2.b.5 Does the agency process all

accommodation requests within 

the time frame set forth in its 

reasonable accommodation 

procedures? [see MD-715, II(C)] 

If “no”, please provide the 

percentage of timely-processed 

requests in the comments 

column.

Yes E.1.e

C.2.c Has the agency established 

procedures for processing 

requests for personal assistance 

services that comply with 

EEOC’s regulations, 

enforcement guidance, and 

other applicable executive 

orders, guidance, and 

standards? [see 29 CFR 

1614.203(d)(6)]

Yes

C.2.c.1 Does the agency post its 

procedures for processing 

requests for Personal 

Assistance Services on its public 

website? [see 29 CFR § 

1614.203(d)(5)(v)] If “yes”, 

please provide the internet 

address in the comments 

column.

Yes https://www.pbgc.gov/si

tes/default/files/pbgc-

procedures-for-

processing-requests-

for-reasonable-

accommodation.pdf
32

Compliance 

Indicator 

Measures

C.3 - The agency evaluates 

managers and supervisors on 

their efforts to ensure equal 

employment opportunity.

Measure 

Met?

(Yes/No/NA)

Comments

New Indicator

C.3.a Pursuant to 29 CFR 

§1614.102(a)(5), do all 

managers and supervisors have 

an element in their performance 

appraisal that evaluates their 

commitment to agency EEO 

policies and principles and their 

participation in the EEO 

program?

Yes

C.3.b Does the agency require rating 

officials to evaluate the 

performance of managers and 

supervisors based on the 

following activities:

C.3.b.1 Resolve EEO 

problems/disagreements/conflict

s, including the participation in 

ADR proceedings? [see MD110, Ch. 3.I]

Yes A.3.a.1

C.3.b.2 Ensure full cooperation of 

employees under his/her 

supervision with EEO officials, 

such as counselors and 

investigators? [see 29 CFR 

§1614.102(b)(6)]

Yes A.3.a.4

C.3.b.3 Ensure a workplace that is free 

from all forms of discrimination, 

including harassment and 

retaliation? [see MD-715, II(C)]

Yes A.3.a.5

C.3.b.4 Ensure that subordinate 

supervisors have effective 

managerial, communication, and 

interpersonal skills to supervise 

in a workplace with diverse 

employees? [see MD-715 

Instructions, Sec. I]

Yes A.3.a.6

C.3.b.5 Provide religious 

accommodations when such 

accommodations do not cause 

an undue hardship? [see 29 

CFR §1614.102(a)(7)]

Yes A.3.a.7

C.3.b.6 Provide disability 

accommodations when such 

accommodations do not cause 

an undue hardship? [ see 29 

CFR §1614.102(a)(8)]

Yes A.3.a.8

C.3.b.7 Support the EEO program in 

identifying and removing barriers 

to equal opportunity. [see MD715, II(C)]

Yes
33

C.3.b.8 Support the anti-harassment 

program in investigating and 

correcting harassing conduct.

[see Enforcement Guidance, 

V.C.2]

Yes A.3.a.2

C.3.b.9 Comply with settlement 

agreements and orders issued 

by the agency, EEOC, and 

EEO-related cases from the 

Merit Systems Protection Board, 

labor arbitrators, and the 

Federal Labor Relations 

Authority? [see MD-715, II(C)]

Yes

C.3.c Does the EEO Director 

recommend to the agency head 

improvements or corrections, 

including remedial or disciplinary 

actions, for managers and 

supervisors who have failed in 

their EEO responsibilities? [see 

29 CFR §1614.102(c)(2)]

Yes

C.3.d When the EEO Director 

recommends remedial or 

disciplinary actions, are the 

recommendations regularly 

implemented by the agency? 

[see 29 CFR §1614.102(c)(2)]

Yes

Compliance 

Indicator 

Measures

C.4 – The agency ensures 

effective coordination between its 

EEO programs and Human 

Resources (HR) program.

Measure 

Met?

(Yes/No/NA)

Comments

C.4.a

Do the HR Director and the EEO 

Director meet regularly to 

assess whether personnel 

programs, policies, and 

procedures conform to EEOC 

laws, instructions, and 

management directives? [see 29 

CFR §1614.102(a)(2)]

Yes

C.4.b Has the agency established 

timetables/schedules to review

at regular intervals its merit 

promotion program, employee 

recognition awards program, 

employee development/training 

programs, and 

management/personnel policies, 

procedures, and practices for 

systemic barriers that may be 

impeding full participation in the 

program by all EEO groups? 

[see MD-715 Instructions, Sec. I]

Yes C.2.a, 

C.2.b, & 

C.2.c
34

C.4.c Does the EEO office have timely 

access to accurate and 

complete data (e.g., 

demographic data for workforce, 

applicants, training programs, 

etc.) required to prepare the 

MD-715 workforce data tables? 

[see 29 CFR §1614.601(a)]

Yes

C.4.d Does the HR office timely 

provide the EEO office with

access to other data (e.g., exit 

interview data, climate 

assessment surveys, and 

grievance data), upon request? 

[see MD-715, II(C)]

Yes

C.4.e Pursuant to Section II(C) of MD715, does the EEO office 

collaborate with the HR office to:

C.4.e.1 Implement the Affirmative Action 

Plan for Individuals with 

Disabilities? [see 29 CFR 

§1614.203(d); MD-715, II(C)]

Yes

C.4.e.2 Develop and/or conduct 

outreach and recruiting 

initiatives? [see MD-715, II(C)]

Yes

C.4.e.3 Develop and/or provide training 

for managers and employees? 

[see MD-715, II(C)]

Yes

C.4.e.4 Identify and remove barriers to 

equal opportunity in the 

workplace? [see MD-715, II(C)]

Yes

C.4.e.5 Assist in preparing the MD-715 

report? [see MD-715, II(C)]

Yes

Compliance 

Indicator 

Measures

C.5 – Following a finding of 

discrimination, the agency 

explores whether it should take a 

disciplinary action.

Measure 

Met?

(Yes/No/NA)

Comments

C.5.a Does the agency have a 

disciplinary policy and/or table of 

penalties that covers 

discriminatory conduct? [see 29 

CFR § 1614.102(a)(6); see also 

Douglas v. Veterans 

Administration, 5 MSPR 280 

(1981)]

Yes C.3.a.
35

C.5.b When appropriate, does the 

agency discipline or sanction 

managers and employees for 

discriminatory conduct? [see 29 

CFR §1614.102(a)(6)] If “yes”, 

please state the number of 

disciplined/sanctioned 

individuals during this reporting 

period in the comments.

Yes There were no 

managers or 

supervisors 

disciplined/sanctioned 

for this fiscal year.

C.3.c

C.5.c If the agency has a finding of 

discrimination (or settles cases 

in which a finding was likely), 

does the agency inform 

managers and supervisors 

about the discriminatory 

conduct? [see MD-715, II(C)]

Yes

Compliance 

Indicator 

Measures

C.6 – The EEO office advises 

managers/supervisors on EEO 

matters.

Measure 

Met?

(Yes/No/NA)

Comments

C.6.a Does the EEO office provide 

management/supervisory 

officials with regular EEO 

updates on at least an annual 

basis, including EEO 

complaints, workforce 

demographics and data 

summaries, legal updates, 

barrier analysis plans, and 

special emphasis updates? [see 

MD-715 Instructions, Sec. I] If 

“yes”, please identify the 

frequency of the EEO updates in 

the comments column.

Yes EEO provides annual

updates to 

management and 

supervisors.

C.1.a

C.6.b Are EEO officials readily 

available to answer managers’ 

and supervisors’ questions or 

concerns? [see MD-715 

Instructions, Sec. I]

Yes

Essential Element D: PROACTIVE PREVENTION

This element requires that the agency head make early efforts to prevent 

discrimination and to identify and eliminate barriers to equal employment 

opportunity.

Compliance 

Indicator 

Measures

D.1 – The agency conducts a 

reasonable assessment to 

monitor progress towards 

achieving equal employment 

opportunity throughout the year.

Measure 

Met?

(Yes/No/NA)

Comments

D.1.a Does the agency have a 

process for identifying triggers in 

the workplace? [see MD-715 

Instructions, Sec. I]

Yes
36

D.1.b Does the agency regularly use 

the following sources of 

information for trigger 

identification: workforce data; 

complaint/grievance data; exit 

surveys; employee climate 

surveys; focus groups; affinity 

groups; union; program 

evaluations; special emphasis 

programs; reasonable 

accommodation program; antiharassment program; and/or 

external special interest groups? 

[see MD-715 Instructions, Sec. I]

Yes

D.1.c Does the agency conduct exit 

interviews or surveys that 

include questions on how the 

agency could improve the 

recruitment, hiring, inclusion, 

retention and advancement of 

individuals with disabilities? [see 

29 CFR 1614.203(d)(1)(iii)(C)]

Yes

Compliance 

Indicator 

Measures

D.2 – The agency identifies areas 

where barriers may exclude EEO 

groups (reasonable basis to act.)

Measure 

Met?

(Yes/No/NA)

Comments

New Indicator

D.2.a Does the agency have a 

process for analyzing the 

identified triggers to find 

possible barriers? [see MD-715, 

(II)(B)]

Yes

D.2.b Does the agency regularly 

examine the impact of 

management/personnel policies, 

procedures, and practices by 

race, national origin, sex, and 

disability? [see 29 CFR 

§1614.102(a)(3)]

Yes B.2.c.2

D.2.c Does the agency consider 

whether any group of employees 

or applicants might be 

negatively impacted prior to 

making human resource 

decisions, such as reorganizations and realignments?

[see 29 CFR §1614.102(a)(3)]

Yes B.2.c.1
37

D.2.d Does the agency regularly 

review the following sources of 

information to find barriers: 

complaint/grievance data, exit 

surveys, employee climate 

surveys, focus groups, affinity 

groups, union, program 

evaluations, anti-harassment 

program, special emphasis 

programs, reasonable 

accommodation program; antiharassment program; and/or 

external special interest groups?

[see MD-715 Instructions, Sec. I] 

If “yes”, please identify the data 

sources in the comments 

column.

Yes The EEO programs 

reviews workforce data. 

Agency HR and 

corporate strategic 

plans, complaints data, 

survey data, 

reasonable 

accommodations data 

and conducts focus 

groups to identify 

potential barriers.

Compliance 

Indicator 

Measures

D.3 – The agency establishes 

appropriate action plans to 

remove identified barriers.

Measure 

Met?

(Yes/No/NA)

Comments

New Indicator

D.3.a. Does the agency effectively 

tailor action plans to address the 

identified barriers, in particular 

policies, procedures, or 

practices? [see 29 CFR 

§1614.102(a)(3)]

Yes No barriers have been 

identified

D.3.b If the agency identified one or 

more barriers during the 

reporting period, did the agency 

implement a plan in Part I, 

including meeting the target 

dates for the planned activities? 

[see MD-715, II(D)] 

Yes No barriers identified 

during reporting period;

however, triggers were 

investigated.

D.3.c Does the agency periodically 

review the effectiveness of the 

plans? [see MD-715, II(D)]

Yes

Compliance 

Indicator 

Measures

D.4 – The agency has an 

affirmative action plan for people 

with disabilities, including those 

with targeted disabilities.

Measure 

Met?

(Yes/No/NA)

Comments

New Indicator

D.4.a

Does the agency post its 

affirmative action plan on its 

public website? [see 29 CFR 

1614.203(d)(4)] Please provide 

the internet address in the 

comments.

Yes https://www.pbgc.gov/si

tes/default/files/fy2018-

md715-report.pdf
38

D.4.b

Does the agency take specific 

steps to ensure qualified people 

with disabilities are aware of and 

encouraged to apply for job 

vacancies? [see 29 CFR 

1614.203(d)(1)(i)]

Yes

D.4.c

Does the agency ensure that 

disability-related questions from 

members of the public are 

answered promptly and 

correctly? [see 29 CFR 

1614.203(d)(1)(ii)(A)]

Yes

D.4.d

Has the agency taken specific 

steps that are reasonably 

designed to increase the 

number of persons with 

disabilities or targeted 

disabilities employed at the 

agency until it meets the goals? 

[see 29 CFR 1614.203(d)(7)(ii)]

Yes

Essential Element E: EFFICIENCY

This element requires the agency head to ensure that there are effective systems 

for evaluating the impact and effectiveness of the agency’s EEO programs and an 

efficient and fair dispute resolution process.

Compliance 

Indicator 

E.1 - The agency maintains an 

efficient, fair, and impartial 

complaint resolution process.

Measure 

Met?

(Yes/No/NA)

Comments

Measures

E.1.a Does the agency timely provide 

EEO counseling, pursuant to 29 

CFR §1614.105?

Yes E.3.a.1

E.1.b Does the agency provide written 

notification of rights and 

responsibilities in the EEO 

process during the initial 

counseling session, pursuant to

29 CFR §1614.105(b)(1)?

Yes E.3.a.2

E.1.c Does the agency issue 

acknowledgment letters 

immediately upon receipt of a 

formal complaint, pursuant to

MD-110, Ch. 5(I)?

Yes

E.1.d Does the agency issue 

acceptance letters/dismissal 

decisions within a reasonable 

time (e.g., 60 days) after receipt 

of the written EEO Counselor 

report, pursuant to MD-110, Ch. 

5(I)? If so, please provide the 

average processing time in the 

comments.

Yes Yes, the Agency issues 

acceptance

letter/dismissal 

decisions within a 

reasonable time. The 

internal office policy is 

to issue within 14 days 

of receipt of the formal 

complaint.
39

E.1.e Does the agency ensure all 

employees fully cooperate with

EEO counselors and EEO 

personnel in the EEO process, 

including granting routine 

access to personnel records 

related to an investigation, 

pursuant to 29 CFR 

§1614.102(b)(6)?

Yes

E.1.f Does the agency timely 

complete investigations, 

pursuant to 29 CFR §1614.108?

Yes E.3.a.3

E.1.g If the agency does not timely 

complete investigations, does 

the agency notify complainants 

of the date by which the 

investigation will be completed 

and of their right to request a 

hearing or file a lawsuit, 

pursuant to 29 CFR 

§1614.108(g)?

Yes

E.1.h When the complainant does not 

request a hearing, does the 

agency timely issue the final 

agency decision, pursuant to 29 

CFR §1614.110(b)?

Yes E.3.a.4

E.1.i Does the agency timely issue 

final actions following receipt of 

the hearing file and the 

administrative judge’s decision, 

pursuant to 29 CFR 

§1614.110(a)?

Yes E.3.a.7

E.1.j If the agency uses contractors to 

implement any stage of the EEO 

complaint process, does the 

agency hold them accountable 

for poor work product and/or 

delays? [See MD-110, Ch. 

5(V)(A)] If “yes”, please describe 

how in the comments column.

Yes Yes, the Agency uses 

contract investigators to 

conduct EEO 

discrimination 

investigations. The 

EEO attorney-advisor 

requires weekly 

progress reports from 

the contract 

investigators during an 

investigation. In 

addition, the EEO 

attorney-advisor, 

reviews the report of 

investigation for legal 

sufficiency before it is 

issued. If there are any 

identified problems, the 

contract investigator is 

required to fix the 

problem.

E.2.c
40

E.1.k If the agency uses employees to 

implement any stage of the EEO 

complaint process, does the 

agency hold them accountable 

for poor work product and/or 

delays during performance 

review? [See MD-110, Ch. 

5(V)(A)]

Yes

E.1.l Does the agency submit 

complaint files and other 

documents in the proper format 

to EEOC through the Federal 

Sector EEO Portal (FedSEP)? 

[See 29 CFR § 1614.403(g)]

Yes

Compliance 

Indicator 

Measures

E.2 – The agency has a neutral 

EEO process.

Measure 

Met?

(Yes/No/NA)

Comments

Revised Indicator

E.2.a Has the agency established a 

clear separation between its 

EEO complaint program and its 

defensive function? [see MD110, Ch. 1(IV)(D)] 

Yes

E.2.b When seeking legal sufficiency 

reviews, does the EEO office 

have access to sufficient legal 

resources separate from the 

agency representative? [see 

MD-110, Ch. 1(IV)(D)] If “yes”, 

please identify the 

source/location of the attorney 

who conducts the legal 

sufficiency review in the 

comments column. 

Yes The Equal Employment 

Opportunity Office has 

an attorney Advisor on 

staff to insure legal 

sufficiency reviews are 

separate and apart 

from the agency 

representative.

E.6.a

E.2.c If the EEO office relies on the 

agency’s defensive function to 

conduct the legal sufficiency 

review, is there a firewall 

between the reviewing attorney 

and the agency representative?

[see MD-110, Ch. 1(IV)(D)]

Yes

E.2.d Does the agency ensure that its 

agency representative does not 

intrude upon EEO counseling, 

investigations, and final agency 

decisions? [see MD-110, Ch.

1(IV)(D)]

Yes E.6.b

E.2.e If applicable, are processing 

time frames incorporated for the 

legal counsel’s sufficiency 

review for timely processing of 

complaints? [see EEOC Report, 

Attaining a Model Agency 

Yes E.6.c
41

Program: Efficiency (Dec. 1, 

2004)]

Compliance 

Indicator 

Measures

E.3 - The agency has established 

and encouraged the widespread 

use of a fair alternative dispute 

resolution (ADR) program.

Measure 

Met?

(Yes/No/NA)

Comments

E.3.a Has the agency established an 

ADR program for use during 

both the pre-complaint and 

formal complaint stages of the 

EEO process? [see 29 CFR 

§1614.102(b)(2)]

Yes E.4.a

E.3.b Does the agency require 

managers and supervisors to 

participate in ADR once it has 

been offered? [see MD-715, 

II(A)(1)]

No While not required, it is 

strongly encouraged 

and managers 

participate.

E.4.c

E.3.c Does the agency encourage all 

employees to use ADR, where 

ADR is appropriate? [see MD110, Ch. 3(IV)(C)]

Yes D.2.a

E.3.d Does the agency ensure a 

management official with 

settlement authority is 

accessible during the dispute 

resolution process? [see MD110, Ch. 3(III)(A)(9)]

Yes

E.3.e Does the agency prohibit the 

responsible management official 

named in the dispute from 

having settlement authority? 

[see MD-110, Ch. 3(I)]

Yes E.4.d

E.3.f Does the agency annually 

evaluate the effectiveness of its 

ADR program? [see MD-110, 

Ch. 3(II)(D)]

Yes

Compliance 

Indicator 

Measures

E.4 – The agency has effective 

and accurate data collection 

systems in place to evaluate its 

EEO program.

Measure 

Met?

(Yes/No/NA)

Comments

E.4.a Does the agency have systems

in place to accurately collect, 

monitor, and analyze the 

following data:

E.4.a.1 Complaint activity, including the 

issues and bases of the 

complaints, the aggrieved 

individuals/complainants, and 

the involved management

official? [see MD-715, II(E)]

Yes E.5.a
42

E.4.a.2 The race, national origin, sex, 

and disability status of agency 

employees? [see 29 CFR 

§1614.601(a)]

Yes E.5.c

E.4.a.3 Recruitment activities? [see MD715, II(E)]Yes E.5.f

E.4.a.4 External and internal applicant 

flow data concerning the 

applicants’ race, national origin, 

sex, and disability status? [see 

MD-715, II(E)]

Yes

E.4.a.5 The processing of requests for 

reasonable accommodation? [29 

CFR § 1614.203(d)(4)]

Yes

E.4.a.6 The processing of complaints for 

the anti-harassment program? 

[see EEOC Enforcement 

Guidance on Vicarious 

Employer Liability for Unlawful 

Harassment by Supervisors 

(1999), § V.C.2]

Yes

E.4.b Does the agency have a system 

in place to re-survey the 

workforce on a regular basis? 

[MD-715 Instructions, Sec. I]

Yes

Compliance 

Indicator 

Measures

E.5 – The agency identifies and 

disseminates significant trends 

and best practices in its EEO 

program.

Measure 

Met?

(Yes/No/NA)

Comments

E.5.a Does the agency monitor trends 

in its EEO program to determine 

whether the agency is meeting 

its obligations under the statutes 

EEOC enforces? [see MD-715, 

II(E)] If “yes”, provide an 

example in the comments.

Yes By conducting Barrier 

and Trend Analysis.

E.5.e

E.5.b Does the agency review other 

agencies’ best practices and 

adopt them, where appropriate, 

to improve the effectiveness of 

its EEO program? [see MD-715, 

II(E)] If “yes”, provide an 

example in the comments.

Yes PBGC remains current 

regarding industry best 

practices and seeks to 

implement external best 

practices when 

identified and 

appropriate. 

E.5.g

E.5.c Does the agency compare its 

performance in the EEO process 

to other federal agencies of 

similar size? [see MD-715, II(E)]

Yes E.3.a
43

Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE

This element requires federal agencies to comply with EEO statutes and EEOC 

regulations, policy guidance, and other written instructions.

Compliance 

Indicator 

Measures

F.1 – The agency has processes 

in place to ensure timely and full 

compliance with EEOC Orders 

and settlement agreements.

Measure 

Met?

(Yes/No/NA)

Comments

F.1.a Does the agency have a system 

of management controls to 

ensure that its officials timely 

comply with EEOC 

orders/directives and final 

agency actions? [see 29 CFR 

§1614.102(e); MD-715, II(F)]

Yes F.1.a

F.1.b Does the agency have a system 

of management controls to 

ensure the timely, accurate, and 

complete compliance with 

resolutions/settlement 

agreements? [see MD-715, II(F)]

Yes E.3.a.6

F.1.c Are there procedures in place to 

ensure the timely and 

predictable processing of 

ordered monetary relief? [see 

MD-715, II(F)]

Yes F.2.a.1

F.1.d Are procedures in place to 

process other forms of ordered 

relief promptly? [see MD-715, 

II(F)]

Yes F.2.a.2

F.1.e When EEOC issues an order 

requiring compliance by the 

agency, does the agency hold 

its compliance officer(s) 

accountable for poor work 

product and/or delays during 

performance review? [see MD110, Ch. 9(IX)(H)]

Yes

F.3.a.

Compliance 

Indicator 

Measures

F.2 – The agency complies with 

the law, including EEOC 

regulations, management 

directives, orders, and other 

written instructions.

Measure 

Met?

(Yes/No/NA)

Comments

Indicator moved from EIII Revised

F.2.a Does the agency timely respond 

and fully comply with EEOC 

orders? [see 29 CFR 

§1614.502; MD-715, II(E)]

Yes C.3.d

F.2.a.1 When a complainant requests a 

hearing, does the agency timely 

forward the investigative file to 

the appropriate EEOC hearing 

office? [see 29 CFR 

§1614.108(g)]

Yes E.3.a.5
44

F.2.a.2 When there is a finding of 

discrimination that is not the 

subject of an appeal by the 

agency, does the agency ensure 

timely compliance with the 

orders of relief? [see 29 CFR 

§1614.501]

Yes E.3.a.7

F.2.a.3 When a complainant files an 

appeal, does the agency timely 

forward the investigative file to 

EEOC’s Office of Federal 

Operations? [see 29 CFR 

§1614.403(e)]

Yes

F.2.a.4 Pursuant to 29 CFR §1614.502, 

does the agency promptly 

provide EEOC with the required 

documentation for completing 

compliance?

Yes F.3.d (1 

to 9)

 Compliance 

Indicator

 Measures

F.3 - The agency reports to EEOC 

its program efforts and 

accomplishments.

Measure 

Met?

(Yes/No/NA)

Comments

F.3.a Does the agency timely submit 

to EEOC an accurate and 

complete No FEAR Act report? 

[Public Law 107-174 (May 15, 

2002), §203(a)]

Yes

F.3.b Does the agency timely post on 

its public webpage its quarterly 

No FEAR Act data? [see 29 

CFR §1614.703(d)]

Yes
45

MD-715 – Part I

Agency EEO Plan to Eliminate Identified Barrier

Please describe the status of each plan that the agency implemented to identify possible barriers in 

policies, procedures, or practices for employees and applicants by race, ethnicity, and gender. 

 If the agency did not conduct barrier analysis during the reporting period, please check the box.

Statement of Condition That Was a Trigger for a Potential Barrier:

Source of the 

Trigger

Specific 

Workforce 

Data Table 

Narrative Description of Trigger

Hispanic 

representation 

in PBGC is 

below the 

CLF 

benchmark

All Data 

Tables

The Office of Equal Employment Opportunity continued to conduct its 

barrier analysis with the review of FY 2019 MD-715 workforce data 

tables. Triggers were identified through analysis of the data.

Compared to the National Civilian Labor Force (NCLF), Hispanic

employees have lower than anticipated representation in the PBGC 

workforce. The participation rates of Hispanic males and females in 

PBGC compared to the NCLF benchmark are as follows:

Males Females Total

PBGC 2.11% 2.43% 4.54%

NCLF 5.17% 4.79% 9.96%

It should be noted, that during FY 2019, there were a total of 11

Hispanics hires. However, there were no Hispanic Career-Ladder

promotions even though there were a total of 7 Hispanic employees 

eligible for Time-in-Grade promotions.

Hispanics males received employee recognition and awards at a rate 

below their representation for all Time Off awards, for cash Awards 

$100-$500 and for QSI. It should be noted that Hispanics have not 

received any recruitment or retention bonuses over the last 5 years. 

Finally, Hispanics separate at rates higher than their representation in 

PBGC’s workforce.

EEO Group(s) Affected by Trigger

EEO Group

Hispanic or Latino Males - YES

Hispanic or Latino Females - YES
46

Barrier Analysis Process

Sources of Data

Source 

Reviewed?

(Yes or No)

Identify Information Collected

Workforce Data Tables Yes Hispanic representation in grades, in major occupations, 

applicant flow data, recruitment, and hiring. 

Complaint Data (Trends) Yes Complainant demographics, bases and Issues 

reported.

Grievance Data (Trends) No

Findings from Decisions 

(e.g., EEO) No

Climate Assessment Survey 

(e.g., FEVS)

Yes Responses to employee perceptions of the work 

environment as it relates to equal employment 

opportunity.

Exit Interview Data No

Focus Groups

Yes Perceptions of Hispanic females in PBGC’s workforce 

regarding career development, barriers to next grade 

level and promotional opportunities.

Interviews No

Reports (e.g., Congress, 

EEOC, MSPB, GAO, OPM)

Yes Industry practices / best practices.

Other (Recruitment & 

Retention Bonus) Yes Demographics of bonuses recipients to recruit and retain employees.

Status of Barrier Analysis Process

Barrier Analysis Process Completed?

(Yes or No)

Barrier(s) Identified?

(Yes or No)

Efforts are ongoing No

Statement of Identified Barrier(s)

Description of Policy, Procedure, or Practice

The workforce data analysis suggest that barriers may exist for Hispanic employees in the 

hiring/selections processes of all PBGC’s mission-critical occupations and representation at the SL

grade level. When reviewing workforce data tables, Hispanics applied and were qualified for various 

vacancies during FY 2019. However, a nexus between this red flag and organizational policies, 

procedures or practices could not be made.
47

Objective(s) and Dates for EEO Plan

Objective Date Initiated Target Date

Sufficient 

Funding & 

Staffing?

(Yes or No)

Modified Date Date Completed 

Increase the hiring of Hispanic 

males and females in PBGC 

by expanding the applicant 

pool for mission-critical 

occupations where Hispanics 

are below their benchmark’s 

representation. Work with 

management and staff to 

identify any barriers and 

develop effective strategies 

and action plans. Provide 

recommendations to 

organizational management to 

mitigate identified triggers and 

potential barriers.

October 1, 

2016

September 

30, 2020 Yes Ongoing

Responsible Official(s)

Title Name

Performance Standards 

Address the Plan? 

(Yes or No)

HRD Directors and Staff, PBGC, 

Department Directors and 

Management Team

Various Yes

OEEO Director Brenecia Watson Yes

Lead EEO Specialist Hope Fuller Yes

EEO Specialist Cynthia Searles Yes

EEO Specialist Kimberly Rodgers Yes

Management Analyst Beverley Hebron Yes

Planned Activities Toward Completion of Objective

Target Date Planned Activities Modified 

Date Completion Date 

March 30, 

2020

Build relationships with organizations such as 

National Hispanic MBA Association, Hispanic 

National Bar Association, Latinos in Information 

Sciences and Technology.

Ongoing

September 30, 

2020

Continued review of the applicant pool and 

implement review of exit interview data to Ongoing
48

Target Date Planned Activities Modified 

Date Completion Date 

identify trends/barriers in hiring and selection of 

Hispanic employees.

September 30, 

2020

Continue to evaluate policies and practices and 

observe data to identify the number of qualified 

applicants; Continue to investigate why 

Hispanics are not selected when an applicant 

pool is available and qualified. Investigate 

causes that hinder the awarding of recruitment 

and retention bonuses to Hispanics.

Ongoing

September 30, 

2020

Continue to offer bias awareness training 

through OEEO’s YOUniversity program. Ongoing

Report of Accomplishments 

Fiscal Year Accomplishments

FY 2019

OEEO completed statistical analysis of workforce data including 3-year trend 

analysis and Barrier and Trends Analysis (BATA). 

In FY 2019, PBGC received applications from Hispanic males and females 

in seven out of the eight mission critical occupations: Accountant (0510), 

Actuary (1510), Auditor (0511), General Attorney (0905), and Information 

Technology Specialist (2210). One female was selected for Supervisory 

Auditor. Two Hispanic males applied and received internal promotions in 

General Attorney and Actuary Science. It should be noted that while Hispanic 

Representation within PBGC is below its benchmark, there has been a slight 

increase in male and female representation due in part to the many efforts

initiated by the Office of Equal Employment Opportunity.

FY 2019

Leveraged the Hispanic Affirmative Employment Committee’s commitment 

in helping to identify issues that are of concern to PBGC’s Hispanic 

workforce. Continued the Representation Matters Campaign so that all 

employees understand the importance of providing accurate demographic 

data and the impact accurate numbers can have on representation rates.

FY 2019

HOLA, the Hispanic Affinity Group conducted activities to support the 

professional development of PBGC’s Hispanic workforce and to also create 

connections with the community in order to develop future interest and 

possible talent pipelines for employment at PBGC.

• HOLA-HACU Mentorship Program- Continued the HOLA-HACU 

mentorship program in which we paired the summer interns with 

HOLA members and agency professionals based on their fields 

and career aspirations. Each HACU intern was assigned a mentor. 

For example, two interns expressed interest in pursuing law, so 

they were paired with two attorneys in OGC. In addition, a 

Hispanic Supervisory Financial Analyst also served as lead mentor 

for all interns. 

• Hispanic Legal Students Outreach – HOLA in partnership with 

Office of the General Counsel (OGC) participated in panels at 
49

different law schools in Puerto Rico. The panels focused on labor 

and employment law featuring local lawyers from the island as well 

as PBGC attorneys. This event was sponsored by the American 

Bar Association and PBGC.

• Leadership Speaker Series – HOLA implemented a Leadership 

Speaker Series in which agency leaders meet with HOLA members 

to talk about career paths and share career advice.

• HOLA continues to sponsor their annual HOLA Café’ fundraiser 

event which served to raise cultural awareness.

• Annual Hispanic Heritage Month Observance event – participated 

in PBGC’s Hispanic Heritage Month Program as volunteers.

• HRD partnered with hiring managers to broaden targeted 

recruitment efforts to reach a diverse applicant pool.
50

MD-715 – Part I

Agency EEO Plan to Eliminate Identified Barrier

Please describe the status of each plan that the agency implemented to identify possible barriers in 

policies, procedures, or practices for employees and applicants by race, ethnicity, and gender. 

 If the agency did not conduct barrier analysis during the reporting period, please check the box.

Statement of Condition That Was a Trigger for a Potential Barrier:

Source of the 

Trigger

Specific 

Workforce 

Data Table 

Narrative Description of Trigger

Comparing grade 

representation to the

benchmarks.

A/B1

A/B4-1

A/B4-2

PBGC’s workforce is comprised of females at a rate of 56% 

and males at a rate of 44%. In reviewing the breakdown of 

females by race and ethnicity, there is a significant decline in 

female representation for Blacks and Hispanics in grades 

GS-14, GS-15, and SL and grade SL for Asians in 

comparison to their representation rate in the total

workforce.

When reviewing recognition and awards data, Black females 

received all cash awards and QSI below parity with their 

representation rate. White females are below parity at 9+ 

Hours’ Time Off Awards, $100-$50 cash awards, and QSI. It 

should also be noted that Black and White females are 

separating above the benchmark at 30% and 19% 

respectively. Hispanics have been referenced on pages 48-

52.

EEO Group(s) Affected by Trigger

EEO Group

All Women – Yes. Specific attention to Asian, Black, and Hispanic females.

Barrier Analysis Process

Sources of Data

Source 

Reviewed?

(Yes or No)

Identify Information Collected

Workforce Data Tables Yes Female representation in grades, in major occupations,

and in manager/supervisory positions.
51

Sources of Data

Source 

Reviewed?

(Yes or No)

Identify Information Collected

Complaint Data (Trends) Yes Complainant demographics, bases and Issues 

reported.

Grievance Data (Trends) No

Findings from Decisions 

(e.g., EEO) No

Climate Assessment Survey 

(e.g., FEVS) Yes

Responses to employee perceptions of the work

environment as it relates to equal employment 

opportunity.

Exit Interview Data No

Focus Groups Yes

Perceptions of females in PBGC’s workforce regarding 

career development, barriers to next grade level and 

promotional opportunities. 

Interviews No

Reports (e.g., Congress, 

EEOC, MSPB, GAO, OPM) Yes Industry practices / best practices

Other (Recruitment & 

Retention Bonus)

Yes Demographics of bonuses recipients to recruit and 

retain employees.

Status of Barrier Analysis Process

Barrier Analysis Process Completed?

(Yes or No)

Barrier(s) Identified?

(Yes or No)

No, barrier analysis is ongoing. No

Statement of Identified Barrier(s)

Description of Policy, Procedure, or Practice

No barriers identified

Objective(s) and Dates for EEO Plan

Objective Date 

Initiated 

Target 

Date 

Sufficient 

Funding & 

Staffing?

(Yes or 

No)

Modified 

Date 

Date 

Completed 

Provide resources (trainings, 

workshops) that support 06/01/2018 Ongoing

Yes
52

Objective Date 

Initiated 

Target 

Date 

Sufficient 

Funding & 

Staffing?

(Yes or 

No)

Modified 

Date 

Date 

Completed 

women in the proactive 

development of their careers.

Provide tools and resources to 

organizational leadership that

supports equal employment 

opportunity programs.

06/01/2018 Ongoing Yes

Advocate for career 

development programs that 

support professional 

development and growth.

05/01/2019 Ongoing Yes

Responsible Official(s)

Title Name

Performance 

Standards Address the 

Plan? 

(Yes or No)

OEEO Director Brenecia Watson Yes

Lead EEO Specialist Hope Fuller Yes

EEO Specialist Cynthia Searles Yes

EEO Specialist Kimberly Rodgers Yes

Management Analyst Beverley Hebron Yes

Planned Activities Toward Completion of Objective

Target Date Planned Activities Modified 

Date 

Completion 

Date 

07/30/2019

Conducted a focus group comprised of women in 

PBGC to gather anecdotal data and develop 

hypothesis on issues impacting women at the 14 

- senior level.

March 2019

April 2020

The Federal Women’s Affirmative Employment 

Committees will host a Brown Bag Flash 

Mentoring series focused on OPM’s Executive 

Core Qualifications to support women in the 

proactive and intentional development of their 

careers.

September 

2021

The Federal Women’s Affirmative Employment 

Committees will sponsor a Brown Bag series 

regarding proactive career development.
53

Report of Accomplishments 

Fiscal Year Accomplishments

2019

In February 2019, the Federal Women’s Affirmative Employment 

Committees facilitated 4 focus group discussions with PBGC’s female 

employees regarding their perspectives on issues that impact career 

development and equal employment opportunity.

OEEO sponsored a workshop “Leveraging Differences @ Work” in 

September 2019.

HAEC Sponsored a workshop on the importance of diverse 

representation in PBGC’s workshop.

HRD partnered with hiring managers to broaden targeted recruitment 

efforts to reach a diverse applicant pool.
54

MD-715 – Part J

Special Program Plan for the Recruitment, Hiring, Advancement, 

and Retention of Persons with Disabilities

To capture agencies’ affirmative action plan for persons with disabilities (PWD) and persons with targeted 

disabilities (PWTD), EEOC regulations (29 C.F.R. § 1614.203(e)) and MD-715 require agencies to 

describe how their plan will improve the recruitment, hiring, advancement, and retention of applicants and 

employees with disabilities. All agencies, regardless of size, must complete this Part of the MD-715 

report.

Please note: The triggers identified in this Part J are based solely on individual self-identification 

obtained through OPM’s Standard Form 256. We anticipate the total count of PWDs and PWTDs 

will increase and some triggers will be eliminated as additional individuals with disabilities are 

identified through the agency’s reasonable accommodations program and through appointments 

under hiring authorities that take disability into account.

Section I: Efforts to Reach Regulatory Goals

EEOC regulations (29 C.F.R. § 1614.203(d)(7)) require agencies to establish specific numerical goals 

for increasing the participation of persons with reportable and targeted disabilities in the federal 

government. 

1. Using the goal of 12% as the benchmark, does your agency have a trigger involving PWD by 

grade level cluster in the permanent workforce? If “yes”, describe the trigger(s) in the text box.

a. Cluster GS-1 to GS-10 (PWD) Yes 0 No X

b. Cluster GS-11 to SES (PWD) Yes X No 0

Where there is representation in the cluster GS-1 to GS-10, PWD did not have a trigger. PWD did not 

have a trigger for grades GS-11 or GS-12, however in the cluster GS-13 to SL, there is a trigger as 

representation rates decrease for the following grades reflected on the chart.

2. Using the goal of 2% as the benchmark, does your agency have a trigger involving PWTD by 

grade level cluster in the permanent workforce? If “yes”, describe the trigger(s) in the text box.

a. Cluster GS-1 to GS-10 (PWTD) Yes 0 No X

b. Cluster GS-11 to SES (PWTD) Yes X No 0

8.44%

9.51%

4.86% 4.88%

9.78%

7.62% 7.28%

5.26%

GS-13 GS-14 GS-15 SL

PWD By Year and Percentage

FY 2019 FY 2018
55

Where there is representation, we have determined that there is not a trigger for grades GS-04 

through GS-12. However, the trigger for grades GS-13 through SL are reflected in the following chart:

3. Describe how the agency has communicated the numerical goals to the hiring managers and/or 

recruiters.

Each year numerical goals are communicated to the Corporation’s Senior leaders at the state of the 

agency briefing. That information is also included in the annual MD-715 report which is available on 

PBGC’s intranet and the public internet.

Section II: Model Disability Program

Pursuant to 29 C.F.R. §1614.203(d)(1), agencies must ensure sufficient staff, training and resources to 

recruit and hire persons with disabilities and persons with targeted disabilities, administer the 

reasonable accommodation program and special emphasis program, and oversee any other disability 

hiring and advancement program the agency has in place. 

A. Plan to Provide Sufficient & Competent Staffing for the Disability Program

1. Has the agency designated sufficient qualified personnel to implement its disability program 

during the reporting period? If “no”, describe the agency’s plan to improve the staffing for the 

upcoming year.

Yes X No 0

1.33% 1.31%

0.69%

0.00%

1.78%

1.32%

0.66%

0.00%

GS-13 GS-14 GS-15 SL

PWTD By Year and Percentage

FY 2019 FY 2018
56

2. Identify all staff responsible for implementing the agency’s disability employment program by the 

office, staff employment status, and responsible official.

Disability Program Task

# of FTE Staff by Employment 

Status Responsible Official

Full (Name, Title, Office, Email)

Time

Part 

Time

Collateral 

Duty

Processing applications from PWD 

and PWTD 

8 0 0 Joyce Folsom, Supervisory 

HR Specialist,

Answering questions from the public 

about hiring authorities that take 

disability into account

1 1 Donald Beasley

Selective Placement 

Program Coordinator HRD; 

Karen Esser Diversity and 

Inclusion Program 

Manager, HRD, 

esser.karen@pbgc.gov

Processing reasonable 

accommodation requests from 

applicants and employees

1 Donald Beasley

Reasonable 

Accommodation 

Coordinator

Section 508 Compliance Section 508 

Compliance 

Team, 

headed by 

the Office of 

Information 

Technology

Angela Watkins

IT Specialist and Section 

508 Compliance Team 

Chair

Architectural Barriers Act Compliance 1 Terri Garner, 

Industrial Specialist

Workplace Solutions 

Department

Special Emphasis Program for PWD 

and PWTD

1 Loraine Johnson

Special Emphasis Program 

Manager

3. Has the agency provided disability program staff with sufficient training to carry out their 

responsibilities during the reporting period? If “yes”, describe the training that disability program 

staff have received. If “no”, describe the training planned for the upcoming year.

Yes X No 0

PBGC’s Reasonable Accommodation Coordinator attended NELI’s one-day training on the ADA. 

B. Plan to Ensure Sufficient Funding for the Disability Program

Has the agency provided sufficient funding and other resources to successfully implement the 

disability program during the reporting period? If “no”, describe the agency’s plan to ensure all 

aspects of the disability program have sufficient funding and other resources.

Yes X No 0

HRD manages a centralized budget set aside to purchase items needed as a reasonable 

accommodation. 
57

Section III: Plan to Recruit and Hire Individuals with Disabilities

Pursuant to 29 C.F.R. § 1614.203(d)(1)(i) and (ii), agencies must establish a plan to increase the 

recruitment and hiring of individuals with disabilities. The questions below are designed to identify 

outcomes of the agency’s recruitment program plan for PWD and PWTD. 

A. Plan to Identify Job Applicants with Disabilities

4. Describe the programs and resources the agency uses to identify job applicants with disabilities, 

including individuals with targeted disabilities. 

Selective Placement Program Coordinator (SPPC) receives inquiries from job applicants with 

disabilities, including individuals with targeted disabilities daily via email. Staffing Specialists in the 

Staffing and Classification Division receive applications from applicants with disabilities, including 

individuals with targeted disabilities, through the application process. The specialists review the 

provided documentation and make a determination as to whether the applicant is eligible for veterans’ 

preference and/or the Schedule A hiring authority. The specialists collaborate with the SPPC as 

necessary. 

5. Pursuant to 29 C.F.R. § 1614.203(a)(3), describe the agency’s use of hiring authorities that take 

disability into account (e.g., Schedule A) to recruit PWD and PWTD for positions in the 

permanent workforce. 

Selective Placement Program Coordinator (SPPC) receives inquiries from job applicants with 

disabilities, including individuals with targeted disabilities daily via email and forwards Schedule A 

letters and resumes to the agency’s Disability Program Staffing Specialist. The Staffing Specialist 

determines which hiring authorities the applicant is eligible for and whether the applicant is minimally 

qualified for the position. The Staffing Specialist then refers eligible and minimally qualified 

applicants to the Hiring Official with an explanation of how they should be considered.

6. When individuals apply for a position under a hiring authority that takes disability into account 

(e.g., Schedule A), explain how the agency (1) determines if the individual is eligible for 

appointment under such authority and (2) forwards the individual's application to the relevant 

hiring officials with an explanation of how and when the individual may be appointed. 

Selective Placement Program Coordinator (SPPC) receives inquiries from job applicants with 

disabilities, including individuals with targeted disabilities daily via email and forwards Schedule A 

letters and resumes to the agency’s Disability Program Staffing Specialist. The Staffing Specialist 

determines which hiring authorities the applicant is eligible for and whether the applicant is minimally 

qualified for the position. The Staffing Specialist then refers eligible and minimally qualified 

applicants to the Hiring Official with an explanation of how they should be considered.

7. Has the agency provided training to all hiring managers on the use of hiring authorities that take 

disability into account (e.g., Schedule A)? If “yes”, describe the type(s) of training and 

frequency. If “no”, describe the agency’s plan to provide this training.

Yes X No 0 N/A 0

SPPC offered one training in FY 2019 that informed PBGC managers of the ABC’s of Schedule A 

hiring and how it is used at PBGC. 
58

B. Plan to Establish Contacts with Disability Employment Organizations

Describe the agency’s efforts to establish and maintain contacts with organizations that assist PWD, 

including PWTD, in securing and maintaining employment. 

SPPC forwards PBGC vacancy announcements via email to numerous organizations that assist 

PWDs in securing and maintaining employment. The Staffing and Classification Division attends 

career fairs specifically targeted to disabled veterans, including veterans with targeted disabilities, to 

discuss hiring opportunities at the agency as well as the application process and the various hiring 

authorities under which the attendees might be eligible. Starting in FY 2019, the Staffing and 

Classification Division accepted resumes from disabled veterans, including veterans with targeted 

disabilities, and is determining which of them may be referred noncompetitively under one or more 

hiring authorities.

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING)

1. Using the goals of 12% for PWD and 2% for PWTD as the benchmarks, do triggers exist for 

PWD and/or PWTD among the new hires in the permanent workforce? If “yes”, please 

describe the triggers below.

a. New Hires for Permanent Workforce (PWD) Yes X No 0

b. New Hires for Permanent Workforce (PWTD) Yes X No 0

Triggers exist for hires in all eight major occupations for PWTD as no PWTDs were hired in any of the 

occupations. Triggers exist for all but the following two occupations for PWD because the hires for 

these series exceeded the 12% goal:

General Attorney 2 hires @25%

Information Technology Management 1 hires @ 14.29%

However, it should be noted that the sample size was limited causing the number to appear above 

the goal.

2. Using the qualified applicant pool as the benchmark, do triggers exist for PWD and/or PWTD 

among the new hires for any of the mission-critical occupations (MCO)? If “yes”, please 

describe the triggers below.

a. New Hires for MCO (PWD) Yes 0 No X

b. New Hires for MCO (PWTD) Yes X No 0

PWTDs qualified above 2% for all MCOs, however none were hired. 

3. Using the relevant applicant pool as the benchmark, do triggers exist for PWD and/or PWTD 

among the qualified internal applicants for any of the mission-critical occupations (MCO)? If 

“yes”, please describe the triggers below.

a. Qualified Applicants for MCO (PWD) Yes 0 No X

b. Qualified Applicants for MCO (PWTD) Yes 0 No X
59

4. Using the qualified applicant pool as the benchmark, do triggers exist for PWD and/or PWTD 

among employees promoted to any of the mission-critical occupations (MCO)? If “yes”, please 

describe the triggers below.

a. Promotions for MCO (PWD) Yes 0 No X

b. Promotions for MCO (PWTD) Yes 0 No X

There were no internal applications for any of the major occupations that did hire employees.

Section IV: Plan to Ensure Advancement Opportunities for Employees with Disabilities 

Pursuant to 29 C.F.R §1614.203(d)(1)(iii), agencies are required to provide sufficient advancement 

opportunities for employees with disabilities. Such activities might include specialized training and 

mentoring programs, career development opportunities, awards programs, promotions, and similar 

programs that address advancement. In this section, agencies should identify, and provide data on 

programs designed to ensure advancement opportunities for employees with disabilities.

A. Advancement Program Plan

Describe the agency’s plan to ensure PWD, including PWTD, have sufficient opportunities for 

advancement.

In order to increase the representation of disabled veterans in the PBGC Pathways (Student Intern) 

Program, the Staffing and Classification Division has established a hiring and retention plan for 

those individuals. 

B. Career Development Opportunities

8. Please describe the career development opportunities that the agency provides to its 

employees. 

PBGC has a variety of career development programs that require supervisory approval but not 

competition, including: (1) Project Management Certification; (2) executive coaching; (3) conflict 

coaching; (4) detail opportunities; (5) Pathways and HACU internships; (6) multiple training 

opportunities for employees at all grade levels; (7) training program for new supervisors. 

The agency has a Veterans Integration Program (VIP) that is designed to equip Federal employees 

who will be working with newly-hired veterans with the tools and skills needed to assist veterans

with their transition the federal workforce (through instructor-led and web-based training). PBGC 

continues to use career ladder promotions as a recruitment strategy to hire at the entry level with 

development, growth, and promotion potential.
60

9. In the table below, please provide the data for career development opportunities that require 

competition and/or supervisory recommendation/approval to participate. [Collection begins with 

the FY 2018 MD-715 report, which is due on February 28, 2019.]

Career Development 

Opportunities

Total Participants PWD PWTD

Applicants 

(#)

Selectees 

(#)

Applicants 

(%)

Selectees 

(%)

Applicants 

(%)

Selectees

(%)

Internship Programs N/A N/A N/A

Fellowship Programs N/A N/A N/A

Mentoring Programs N/A N/A N/A

Coaching Programs N/A N/A N/A

Training Programs N/A N/A N/A

Detail Programs N/A N/A N/A

Other Career 

Development Programs

N/A N/A N/A

10. Do triggers exist for PWD among the applicants and/or selectees for any of the career 

development programs? (The appropriate benchmarks are the relevant applicant pool for the 

applicants and the applicant pool for selectees.) If “yes”, describe the trigger(s) in the text box.

a. Applicants (PWD) Yes 0 No 0

b. Selections (PWD) Yes 0 No 0

Not applicable. The agency does not have career development programs that require competition. 

11. Do triggers exist for PWTD among the applicants and/or selectees for any of the career 

development programs identified? (The appropriate benchmarks are the relevant applicant pool 

for applicants and the applicant pool for selectees.) If “yes”, describe the trigger(s) in the text 

box.

a. Applicants (PWTD) Yes 0 No 0

b. Selections (PWTD) Yes 0 No 0

Not applicable. See above. 

C. Awards

1. Using the inclusion rate as the benchmark, does your agency have a trigger involving PWD 

and/or PWTD for any level of the time-off awards, bonuses, or other incentives? If “yes”, please 

describe the trigger(s) in the text box.

a. Awards, Bonuses, & Incentives (PWD) Yes 0 No X

b. Awards, Bonuses, & Incentives (PWTD) Yes 0 No X
61

2. Using the inclusion rate as the benchmark, does your agency have a trigger involving PWD 

and/or PWTD for quality step increases or performance-based pay increases? If “yes”, please 

describe the trigger(s) in the text box.

a. Pay Increases (PWD) Yes X No 0

b. Pay Increases (PWTD) Yes X No 0

PWDs and PWTDs did not receive QSIs in FY19.

3. If the agency has other types of employee recognition programs, are PWD and/or PWTD 

recognized disproportionately less than employees without disabilities? (The appropriate 

benchmark is the inclusion rate.) If “yes”, describe the employee recognition program and 

relevant data in the text box.

a. Other Types of Recognition (PWD) Yes 0 No 0 N/A X

b. Other Types of Recognition (PWTD) Yes 0 No 0 N/A X

D. Promotions

1. Does your agency have a trigger involving PWD among the qualified internal applicants and/or 

selectees for promotions to the senior grade levels? (The appropriate benchmarks are the 

relevant applicant pool for qualified internal applicants and the qualified applicant pool for 

selectees.) For non-GS pay plans, please use the approximate senior grade levels. If “yes”, 

describe the trigger(s) in the text box.

a. SES

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

b. Grade GS-15

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

c. Grade GS-14 

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

d. Grade GS-13 

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X
62

2. Does your agency have a trigger involving PWTD among the qualified internal applicants and/or 

selectees for promotions to the senior grade levels? (The appropriate benchmarks are the 

relevant applicant pool for qualified internal applicants and the qualified applicant pool for 

selectees.) For non-GS pay plans, please use the approximate senior grade levels. If “yes”, 

describe the trigger(s) in the text box.

a. SES

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

b. Grade GS-15

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

c. Grade GS-14 

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

d. Grade GS-13 

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

3. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving 

PWD among the new hires to the senior grade levels? For non-GS pay plans, please use the 

approximate senior grade levels. If “yes”, describe the trigger(s) in the text box.

a. New Hires to SES (PWD) Yes 0 No X

b. New Hires to GS-15 (PWD) Yes 0 No X

c. New Hires to GS-14 (PWD) Yes 0 No X

d. New Hires to GS-13 (PWD) Yes 0 No X

4. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving 

PWTD among the new hires to the senior grade levels? For non-GS pay plans, please use the 

approximate senior grade levels. If “yes”, describe the trigger(s) in the text box.

a. New Hires to SES (PWTD) Yes 0 No X

b. New Hires to GS-15 (PWTD) Yes 0 No X

c. New Hires to GS-14 (PWTD) Yes 0 No X

d. New Hires to GS-13 (PWTD) Yes 0 No X
63

5. Does your agency have a trigger involving PWD among the qualified internal applicants and/or 

selectees for promotions to supervisory positions? (The appropriate benchmarks are the relevant 

applicant pool for qualified internal applicants and the qualified applicant pool for selectees.) If 

“yes”, describe the trigger(s) in the text box.

a. Executives

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

b. Managers

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

c. Supervisors 

i. Qualified Internal Applicants (PWD) Yes 0 No X

ii. Internal Selections (PWD) Yes 0 No X

6. Does your agency have a trigger involving PWTD among the qualified internal applicants and/or 

selectees for promotions to supervisory positions? (The appropriate benchmarks are the relevant 

applicant pool for qualified internal applicants and the qualified applicant pool for selectees.) If 

“yes”, describe the trigger(s) in the text box.

a. Executives

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

b. Managers

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X

c. Supervisors 

i. Qualified Internal Applicants (PWTD) Yes 0 No X

ii. Internal Selections (PWTD) Yes 0 No X
64

7. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving 

PWD among the selectees for new hires to supervisory positions? If “yes”, describe the trigger(s) 

in the text box.

a. New Hires for Executives (PWD) Yes 0 No X

b. New Hires for Managers (PWD) Yes 0 No X

c. New Hires for Supervisors (PWD) Yes 0 No X

8. Using the qualified applicant pool as the benchmark, does your agency have a trigger involving 

PWTD among the selectees for new hires to supervisory positions? If “yes”, describe the 

trigger(s) in the text box.

a. New Hires for Executives (PWTD) Yes 0 No X

b. New Hires for Managers (PWTD) Yes 0 No X

c. New Hires for Supervisors (PWTD) Yes 0 No X

Section V: Plan to Improve Retention of Persons with Disabilities

To be a model employer for persons with disabilities, agencies must have policies and programs in 

place to retain employees with disabilities. In this section, agencies should: (1) analyze workforce 

separation data to identify barriers retaining employees with disabilities; (2) describe efforts to ensure 

accessibility of technology and facilities; and (3) provide information on the reasonable accommodation 

program and workplace personal assistance services.

A. Voluntary and Involuntary Separations

1. In this reporting period, did the agency convert all eligible Schedule A employees with a 

disability into the competitive service after two years of satisfactory service (5 C.F.R. § 

213.3102(u)(6)(i))? If “no”, please explain why the agency did not convert all eligible Schedule A 

employees.

Yes X No 0 N/A 0

2. Using the inclusion rate as the benchmark, did the percentage of PWD among voluntary and 

involuntary separations exceed that of persons without disabilities? If “yes”, describe the trigger 

below.

a. Voluntary Separations (PWD) Yes 0 No X

b. Involuntary Separations (PWD) Yes 0 No X
65

3. Using the inclusion rate as the benchmark, did the percentage of PWTD among voluntary and 

involuntary separations exceed that of persons without targeted disabilities? If “yes”, describe 

the trigger below.

Voluntary Separations (PWTD) Yes 0 No X

Involuntary Separations (PWTD) Yes 0 No X

4. If a trigger exists involving the separation rate of PWD and/or PWTD, please explain why they 

left the agency using exit interview results and other data sources.

Not Applicable

B. Accessibility of Technology and Facilities

Pursuant to 29 C.F.R. § 1614.203(d)(4), federal agencies are required to inform applicants and 

employees of their rights under Section 508 of the Rehabilitation Act of 1973 (29 U.S.C. § 794(b), 

concerning the accessibility of agency technology, and the Architectural Barriers Act of 1968 (42 U.S.C. 

§ 4151-4157), concerning the accessibility of agency facilities. In addition, agencies are required to 

inform individuals where to file complaints if other agencies are responsible for a violation. 

1. Please provide the internet address on the agency’s public website for its notice explaining 

employees’ and applicants’ rights under Section 508 of the Rehabilitation Act, including a 

description of how to file a complaint. 

Anyone with an accessibility issue related to navigating the pbgc.gov site should contact 

the webmaster@pbgc.gov (per The PBGC Website Policies and Procedures and the 

Accessibility section).

In compliance with Section 508 of the Rehabilitation Act (link is external), PBGC is 

committed to providing access to its Web pages to all people-disabled or not-seeking 

information about PBGC. According to its policies for accessibility (link is external), 

the agency shall take appropriate steps to ensure effective communication with 

applicants, participants, personnel of other Federal entities, and members of the 

public.

If you use assistive technology (such as a Braille reader, a screen reader, or TTY) 

and the format of any material on this Web site interferes with your ability to access 

information, please contact the PBGC Webmaster atwebmaster@pbgc.gov (link 

sends e-mail) or 202-326-4343. To enable us to respond in a manner most helpful to 

you, please indicate the nature of your accessibility problem, the preferred format in 

which to receive the material, the Web address of the requested material, and your 

contact information. Users who need accessibility assistance can also contact us by 

phone through the Federal Information Relay Service at 1-800-400-7242 for 

TTY/Voice communication.
66

2. Please provide the internet address on the agency’s public website for its notice explaining 

employees’ and applicants’ rights under the Architectural Barriers Act, including a description of 

how to file a complaint.

Not available

3. Describe any programs, policies, or practices that the agency has undertaken, or plans on 

undertaking over the next fiscal year, designed to improve accessibility of agency facilities 

and/or technology.

PBGC continues ensure access to the building for people with disabilities.

In FY 2019, the agency’s Section 508 Compliance Team conducted training sessions across the 

agency to raise awareness of Section 508 responsibilities and also introduced a new “Acclimate to 

Section 508 Learning Series” that provided hands-on instruction on how to make Word documents 

accessible to People with Disabilities. This series will continue in FY 2020. 

C. Reasonable Accommodation Program

Pursuant to 29 C.F.R. § 1614.203(d)(3), agencies must adopt, post on their public website, and make 

available to all job applicants and employees, reasonable accommodation procedures.

1. Please provide the average time frame for processing initial requests for reasonable 

accommodations during the reporting period. (Please do not include previously approved 

requests with repetitive accommodations, such as interpreting services.)

30 days

2. Describe the effectiveness of the policies, procedures, or practices to implement the agency’s 

reasonable accommodation program. Some examples of an effective program include timely 

processing requests, timely providing approved accommodations, conducting training for 

managers and supervisors, and monitoring accommodation requests for trends.

(1) PBGC effectively operates a Reasonable Accommodation Program for qualified individuals with 

disabilities, including having a centralized reasonable accommodation fund and designated 

Reasonable Accommodation Coordinator; 

(2) During FY 2019, PBGC received and timely processed 73 reasonable accommodation requests.

(3) PBGC actively collaborates with the Computer/Electronic Accommodations Program (CAP) and 

the Job Accommodations Network (JAN); 

(4) PBGC hosted an agency-wide technology fair in FY 2019 that highlighted the accessibility 

features available in our current PBGC technology. CAP attended the fair and showcased different 

devices designed to enhance accessibility;

(5) PBGC ensures easy access and availability of interpreter services for applicants and employees 

who are deaf or hard of hearing through continued operation of its Interpreter Services Program; 

(6) PBGC highlights disability topics through a Disability Awareness Series, with speakers, 

information and articles in the PBGC newsletter; 
67

(7) PBGC includes information about the Workforce Recruitment Program, Diversity and Inclusion, 

Special Emphasis Observances, and the Reasonable Accommodation Program on its HRD intranet 

webpage; 

(8) PBGC maintains a videophone in its lobby to accommodate deaf and hard of hearing visitors; 

(9) PBGC has an annual mandatory reasonable accommodation and Diversity & Inclusion training 

requirement for all supervisors and managers and hosted and delivered multiple training sessions in 

these areas; 

(10) The HRD Reasonable Accommodation brochure is provided to all employees during New 

Employee Orientation (NEO) and the PBGC Reasonable Accommodation Coordinator provides a 

briefing to all new employees during NEO on reasonable accommodation procedures. In addition, 

the information is available on the intranet via the Employee and Labor Relations Management 

Division (ELRMD) link entitled “Reasonable Accommodations” at:

http://intranet/human_resources/emp_labor_relations/accommodations.cfm

and on the internet at:

http://www.pbgc.gov/documents/reasonable_accom.pdf

D. Personal Assistance Services Allowing Employees to Participate in the Workplace

Pursuant to 29 C.F.R. § 1614.203(d)(5), federal agencies, as an aspect of affirmative action, are 

required to provide personal assistance services (PAS) to employees who need them because of a 

targeted disability, unless doing so would impose an undue hardship on the agency. 

Describe the effectiveness of the policies, procedures, or practices to implement the PAS 

requirement. Some examples of an effective program include timely processing requests for PAS, 

timely providing approved services, conducting training for managers and supervisors, and 

monitoring PAS requests for trends.

The PAS policy is included in the Reasonable Accommodations Policy. Both were approved by 

EEOC in FY 19 and are posted on PBGC’s Intranet. PAS training will be incorporated into the 

mandatory RA training for supervisors beginning in FY 20.

Section VI: EEO Complaint and Findings Data

A. EEO Complaint data involving Harassment

1. During the last fiscal year, did a higher percentage of PWD file a formal EEO complaint alleging 

harassment, as compared to the government-wide average? 

Yes 0 No X N/A 0

2. During the last fiscal year, did any complaints alleging harassment based on disability status 

result in a finding of discrimination or a settlement agreement?

Yes 0 No X N/A 0

3. If the agency had one or more findings of discrimination alleging harassment based on disability 

status during the last fiscal year, please describe the corrective measures taken by the agency.
68

Not Applicable due to no findings.

B. EEO Complaint Data involving Reasonable Accommodation

1. During the last fiscal year, did a higher percentage of PWD file a formal EEO complaint alleging 

failure to provide a reasonable accommodation, as compared to the government-wide average? 

Yes 0 No X N/A 0

2. During the last fiscal year, did any complaints alleging failure to provide reasonable 

accommodation result in a finding of discrimination or a settlement agreement?

Yes 0 No X N/A 0

3. If the agency had one or more findings of discrimination involving the failure to provide a 

reasonable accommodation during the last fiscal year, please describe the corrective measures 

taken by the agency.

Not Applicable due to no findings.

Section VII: Identification and Removal of Barriers

Element D of MD-715 requires agencies to conduct a barrier analysis when a trigger suggests that a 

policy, procedure, or practice may be impeding the employment opportunities of a protected EEO group.

1. Has the agency identified any barriers (policies, procedures, and/or practices) that affect 

employment opportunities for PWD and/or PWTD? 

Yes 0 No X

2. Has the agency established a plan to correct the barrier(s) involving PWD and/or PWTD? 

Yes 0 No 0 N/A X

3. Identify each trigger and plan to remove the barrier(s), including the identified barrier(s), 

objective(s), responsible official(s), planned activities, and, where applicable, 

accomplishments. 

Trigger 1

While there may be a trigger in terms of representation, most of the sample sizes are 

too small to determine if there were barriers. However, as we continue to conduct 

barrier analysis, we will continue to look for issues that limit equal employment 

opportunity for PWD and PWTD.

Barrier(s) Not Identified

Objective(s) To increase representation in PBGC of PWDs and PWTDs. 

Responsible Official(s)

Performance Standards Address the 

Plan?

(Yes or No)

HRD, OEEO, Agency leadership No

Barrier Analysis Process Completed?

(Yes or No)

Barrier(s) Identified?

(Yes or No)

Ongoing No
69

Sources of Data

Sources 

Reviewed?

(Yes or No)

Identify Information Collected

Workforce Data Tables Yes Representation Rates of PWD and PWTD in 

major occupations and grades.

Complaint Data (Trends) Yes Complainant demographics, bases and 

Issues reported.

Grievance Data (Trends) No

Findings from Decisions (e.g., EEO, 

Grievance, MSPB, Anti-Harassment 

Processes) 

No

Climate Assessment Survey (e.g., FEVS) Yes Employee Perceptions

Exit Interview Data No

Focus Groups Yes

Perceptions of females with disabilities in 

PBGC’s workforce regarding career 

development, barriers to next grade level 

and promotional opportunities

Interviews No

Reports (e.g., Congress, EEOC, MSPB, 

GAO, OPM) Yes EEOC data on disability findings, industry practices / best practices.

Other (Please Describe)

Target Date Planned Activities Sufficient 

Staffing & 

Funding

(Yes or No)

Modified 

Date

Completion 

Date

Ongoing HRD will continue to train and educate 

on disability topics, including mandatory 

RA training for managers and 

supervisors. 

Yes

Ongoing The agency will continue to operate a 

robust inter-departmental Section 508 

Compliance Team and offer hands-on 

Section 508 accessibility training to all 

employees.

Yes

FY 2020 OEEO will explore how it can also 

provide programs for PWD and PWTD.

Yes

Fiscal Year Accomplishments

FY 2019 The disability functions are managed by human resources and they have provided 

training that included topics on disability awareness.

FY 2019 The Office of Equal Employment Opportunity (OEEO) introduced the Disability 

Affirmative Employment Committee (DAEC) in FY 2019 with the goal of developing 

innovative programs that support the equal employment opportunity of persons with 

disabilities and persons with targeted disabilities.

4. Please explain the factor(s) that prevented the agency from timely completing any of the 

planned activities.

The agency has not identified any barriers.
70

5. For the planned activities that were completed, please describe the actual impact of those 

activities toward eliminating the barrier(s).

DAEC has created a strategic plan that supports the agency’s goal of retaining and recruiting PWDs 

and PWTDs. Planned activities include university recruitment fairs, leveraging current career 

enhancing programs, such as WRP.

6. If the planned activities did not correct the trigger(s) and/or barrier(s), please describe how the 

agency intends to improve the plan for the next fiscal year. 

OEEO will conduct barrier analysis to address the identified triggers.
71

Appendix
PENSION BENEFIT GUARANTY CORPORTATION Pay Period from 201822 to 201920

Table A1: TOTAL WORKFORCE - Distribution by Race/Ethnicity and Sex

Employment 

Tenure TOTAL WORKFORCE

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or

African American Asian

Native Hawaiian or 

Other Pacific Islander

American Indian or 

Alaska Native Two or more races None Specified

All male female male female male female male female male female male female male female male female male female

TOTAL

Prior FY

# 942 414 528 19 21 219 162 117 280 56 55 0 0 1 2 2 6 0 0

% 100% 43.95% 56.05% 2.02 2.23 23.25 17.2 12.42 29.72 5.94 5.84 0 0 0.11 0.21 0.21 0.64 0 0

Current FY

# 948 413 535 20 23 224 164 110 281 56 56 0 0 1 2 1 6 0 2

% 100% 43.57% 56.43% 2.11 2.43 23.63 17.3 11.6 29.64 5.91 5.91 0 0 0.11 0.21 0.11 0.63 0 0

% 4.54%% 40.93% 42.24% 11.82% 0.00% 0.32% 0.74%

CLF 2010 % 100% 51.84% 48.16% 5.17% 4.79% 38.33% 34.03% 5.49% 6.53% 1.97% 1.93% 0.07% 0.07% 0.55% 0.53% 0.26% 0.28% 0 0

% 9.96% 72.36% 12.02% 3.90% 0.14% 1.08% 0.54%

Org CLF % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

Alternate 

Benchmark % 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Difference # 6 -1 7 1 2 5 2 -7 1 0 1 0 0 0 0 -1 0 0% 2%

Ratio Change % 0.00% -0.38% 0.38% 0.09% 0.20% 0.38% 0.10% -0.82% -0.08% -0.04% 0.07% 0.00% 0.00% 0.00% 0.00% -0.11% 0.00% 0 0

Net Change % 0.64% -0.24% 1.33% 5.26% 9.52% 2.28% 1.23% -5.98% 0.36% 0.00% 1.82% 0% 0% 0.00% 0.00% -50.00% 0.00% 0 0

PERMANENT

Prior FY

# 898 397 501 18 20 212 152 110 268 54 52 0 0 1 2 2 5 0.00% 0.00%

% 100% 44.21% 55.79% 2.00% 2.23% 23.61% 16.93% 12.25% 29.84% 6.01% 5.79% 0.00% 0.00% 0.11% 0.22% 0.22% 0.56% 0.00% 0.00%

Current FY

# 902 394 508 18 21 213 156 107 267 54 54 0 0 1 2 1 6 0 2

% 100% 43.68% 56.32% 2.00% 2.33% 23.61% 17.29% 11.86% 29.60% 5.99% 5.99% 0.00% 0.00% 0.11% 0.22% 0.11% 0.67% 0.00% 0.00%

Difference # 4 -3 7 0 1 1 4 -3 -1 0 2 0 0 0 0 -1 1 0 2

Ratio Change % 0% -0.53% 0.53% -0.01% 0.10% 0.01% 0.37% -0.39% -0.24% -0.03% 0.20% 0.00% 0.00% 0.00% 0.00% -0.11% 0.11% 0.00% 0.00%

Net Change % 0.45% -0.76% 1.40% 0.00% 5.00% 0.47% 2.63% -2.73% -0.37% 0.00% 3.85% 0% 0% 0.00% 0.00% -50.00% 20.00% 0.00% 0.00%

TEMPORARY

Prior FY

# 44 17 27 1 1 7 10 7 12 2 3 0 0 0 0 0 1 0 0

% 100% 38.64% 61.36% 2.27 2.27 15.91 22.73 15.91 27.27 4.55 6.82 0 0 0 0 0 2.27 0 0

Current FY

# 46 19 27 2 2 11 8 3 14 2 2 0 0 0 0 0 0 1 1

% 100% 41.30% 58.70% 4.35 4.35 23.91 17.39 6.52 30.43 4.35 4.35 0 0 0 0 0 0 0 0

Difference # 2 2 0 1 1 4 -2 -4 2 0 -1 0 0 0 0 0 -1 1 1

Ratio Change % 0% 2.67% -2.67% 2.08% 2.08% 8.00% -5.34% -9.39% 3.16% -0.20% -2.47% 0.00% 0.00% 0.00% 0.00% 0.00% -2.27% 0.00% 0.00%

Net Change % 4.55% 11.76% 0.00% 100.00% 100.00% 57.14% -20.00% -57.14% 16.67% 0.00% -33.33% 0% 0% 0% 0% 0% -100.00% 0% 0.00%
PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period from 201822 to 201920

Table B1 - Total Workforce - Distribution by Disability

Employment 

Tenure Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted 

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsive

Disorder/ 

Epilepsy

-90

Mental

Retardation/ 

Severe 

Intellectual 

Disability

-91

Mental

Illness/ 

Psychiatric 

Disabilty

-92

Distortion

Limb-Spine/ 

Dwarfism

TOTAL WORKFORCE - Permanent and Temporary

Prior FY

# 942 803 46 93 15 1 2 0 2 0 4 0 6 0

% 100% 85.24% 4.88% 9.87% 1.59% 0.11% 0.21% 0.00% 0.21% 0.00% 0.42% 0.00% 0.64% 0.00%

Current FY

# 948 803 52 93 14 1 1 0 2 0 4 0 6 0

% 100% 84.70% 5.49% 9.81% 1.48% 0.11% 0.11% 0.00% 0.21% 0.00% 0.42% 0.00% 0.63% 0.00%

Federal Goal

(FY09) # 12% 2.00%

Difference # 6 0 6 0 -1 0 -1 0 0 0 0 0 0 0

Ratio Change % 0.00% -0.54% 0.60% -0.06% -0.12% 0.00% -0.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Net Change % 0.64% 0.00% 13.04% 0.00% -6.67% 0.00% -50.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

PERMANENT WORKFORCE

Prior FY

# 898 768 41 89 15 1 2 0 2 0 4 0 6 0

% 100% 85.52% 4.57% 9.91% 1.67% 0.11% 0.22% 0.00% 0.22% 0.00% 0.45% 0.00% 0.67% 0.00%

Current FY

# 902 763 47 92 14 1 1 0 2 0 4 0 6 0

% 100% 84.59% 5.21% 10.20% 1.55% 0.11% 0.11% 0.00% 0.22% 0.00% 0.44% 0.00% 0.67% 0.00%

Difference # 4 -5 6 3 -1 0 -1 0 0 0 0 0 0 0

Ratio Change % 0.00% -0.93% 0.64% 0.29% -0.12% 0.00% -0.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Net Change % 0.45% -0.65% 14.63% 3.37% -6.67% 0.00% -50.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

TEMPORARY WORKFORCE

Prior FY

# 44 35 5 4 0 0 0 0 0 0 0 0 0 0

% 100% 79.55% 11.36% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Current FY

# 46 40 5 1 0 0 0 0 0 0 0 0 0 0

% 100% 86.96% 10.87% 2.17% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Difference # 2 5 0 -3 0 0 0 0 0 0 0 0 0 0

Ratio Change % 0.00% 7.41% -0.49% -6.92% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Net Change % 4.55% 14.29% 0.00% -75.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
Pay Period 201920

Table A2 - Permanent Workforce By Component - Distribution by Race/Ethnicity and Sex

Organizational Component TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or 

African American Asian

Native Hawaiian 

Other Pacific

American Indian 

Alaska Native Two or More Races None Specificed

All male female male female male female male female male female male female male female male female male female

Nat 2010 CLF % 100% 51.86% 48.14% 5.17% 4.79% 38.33% 34.03% 5.49% 6.53% 1.97% 1.93% 0.07% 0.07% 0.55% 0.53% 0.26% 0.28% 0.00% 0.00%

01-OD (ORG) 16

# 9 0 9 0 0 0 3 0 6 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 33.33% 0.00% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

02-OEEO (ORG)

# 7 0 7 0 0 0 1 0 6 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 14.29% 0.00% 85.71% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

03-OPEA Front Office (ORG) 36

# 5 3 2 0 0 2 2 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 60.00% 40.00% 0.00% 0.00% 40.00% 40.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

04-COLAD (ORG)

# 14 5 9 0 1 3 2 2 4 0 1 0 0 0 0 0 1 0 0

% 100% 35.71% 64.29% 0.00% 7.14% 21.43% 14.29% 14.29% 28.57% 0.00% 7.14% 0.00% 0.00% 0.00% 0.00% 0.00% 7.14% 0.00% 0.00%

05-PRAD (ORG)

# 17 12 5 1 0 10 1 0 2 1 2 0 0 0 0 0 0 0 0

% 100% 70.59% 29.41% 5.88% 0.00% 58.82% 5.88% 0.00% 11.76% 5.88% 11.76% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

06-OGC Front Office (ORG) 138

# 11 6 5 0 0 5 2 0 2 1 1 0 0 0 0 0 0 0 0

% 100% 54.55% 45.45% 0.00% 0.00% 45.45% 18.18% 0.00% 18.18% 9.09% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

08-GLOD (ORG)

# 49 14 35 1 2 12 19 1 12 0 2 0 0 0 0 0 0 0 0

% 100% 28.57% 71.43% 2.04% 4.08% 24.49% 38.78% 2.04% 24.49% 0.00% 4.08% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

09-PLPD (ORG)

# 23 9 14 0 0 9 10 0 3 0 1 0 0 0 0 0 0 0 0

% 100% 39.13% 60.87% 0.00% 0.00% 39.13% 43.48% 0.00% 13.04% 0.00% 4.35% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

10-BTTD (ORG)

# 25 11 14 0 1 11 9 0 3 0 1 0 0 0 0 0 0 0 0

% 100% 44.00% 56.00% 0.00% 4.00% 44.00% 36.00% 0.00% 12.00% 0.00% 4.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

11-BLTD (ORG)

# 30 12 18 2 0 10 9 0 6 0 3 0 0 0 0 0 0 0 0

% 100% 40.00% 60.00% 6.67% 0.00% 33.33% 30.00% 0.00% 20.00% 0.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

12-OBA Front Office (ORG) 261

# 31 8 23 0 0 5 7 2 14 0 2 0 0 0 0 1 0 0 0

% 100% 25.81% 74.19% 0.00% 0.00% 16.13% 22.58% 6.45% 45.16% 0.00% 6.45% 0.00% 0.00% 0.00% 0.00% 3.23% 0.00% 0.00% 0.00%

13-PADMD (ORG)

# 74 27 47 0 2 8 5 15 31 4 8 0 0 0 0 0 1 0 0

% 100% 36.49% 63.51% 0.00% 2.70% 10.81% 6.76% 20.27% 41.89% 5.41% 10.81% 0.00% 0.00% 0.00% 0.00% 0.00% 1.35% 0.00% 0.00%

14-ASTD (ORG)

# 89 53 36 3 2 27 10 12 16 11 8 0 0 0 0 0 0 0 0

% 100% 59.55% 40.45% 3.37% 2.25% 30.34% 11.24% 13.48% 17.98% 12.36% 8.99% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

15-PSD (ORG)

# 67 23 44 1 1 10 10 11 32 1 1 0 0 0 0 0 0 0 0

% 100% 34.33% 65.67% 1.49% 1.49% 14.93% 14.93% 16.42% 47.76% 1.49% 1.49% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
16-ONR Front Office (ORG) 91

# 5 3 2 0 0 2 1 1 1 0 0 0 0 0 0 0 0 0 0

% 100% 60.00% 40.00% 0.00% 0.00% 40.00% 20.00% 20.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

17-MEPD (ORG)

# 15 4 11 0 2 1 2 3 7 0 0 0 0 0 0 0 0 0 0

% 100% 26.67% 73.33% 0.00% 13.33% 6.67% 13.33% 20.00% 46.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

18-NRAD (ORG)

# 10 7 3 1 0 5 2 0 0 1 1 0 0 0 0 0 0 0 0

% 100% 70.00% 30.00% 10.00% 0.00% 50.00% 20.00% 0.00% 0.00% 10.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

19-STCD (ORG)

# 25 9 16 0 1 7 3 1 7 1 5 0 0 0 0 0 0 0 0

% 100% 36.00% 64.00% 0.00% 4.00% 28.00% 12.00% 4.00% 28.00% 4.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

20-CFRD (ORG)

# 36 19 17 1 1 7 8 9 6 2 2 0 0 0 0 0 0 0 0

% 100% 52.78% 47.22% 2.78% 2.78% 19.44% 22.22% 25.00% 16.67% 5.56% 5.56% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

21-OCFO Front Office (ORG) 116

# 2 0 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

22-FOD (ORG)

# 77 39 38 2 0 16 5 11 26 10 6 0 0 0 0 0 1 0 0

% 100% 50.65% 49.35% 2.60% 0.00% 20.78% 6.49% 14.29% 33.77% 12.99% 7.79% 0.00% 0.00% 0.00% 0.00% 0.00% 1.30% 0.00% 0.00%

23-CCRD (ORG)

# 19 9 10 0 0 3 2 4 6 2 1 0 0 0 1 0 0 0 0

% 100% 47.37% 52.63% 0.00% 0.00% 15.79% 10.53% 21.05% 31.58% 10.53% 5.26% 0.00% 0.00% 0.00% 5.26% 0.00% 0.00% 0.00% 0.00%

24-CID (ORG)

# 18 11 7 0 0 7 4 2 2 1 1 0 0 1 0 0 0 0 0

% 100% 61.11% 38.89% 0.00% 0.00% 38.89% 22.22% 11.11% 11.11% 5.56% 5.56% 0.00% 0.00% 5.56% 0.00% 0.00% 0.00% 0.00% 0.00%

25-OMA Front Office (ORG)110

# 4 1 3 0 0 0 1 1 2 0 0 0 0 0 0 0 0 0 0

% 100% 25.00% 75.00% 0.00% 0.00% 0.00% 25.00% 25.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

26-WSD (ORG)

# 16 2 14 0 0 1 10 1 4 0 0 0 0 0 0 0 0 0 0

% 100% 12.50% 87.50% 0.00% 0.00% 6.25% 62.50% 6.25% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

27-HRD (ORG)

# 45 8 37 0 2 3 5 5 28 0 0 0 0 0 0 0 2 0 0

% 100% 17.78% 82.22% 0.00% 4.44% 6.67% 11.11% 11.11% 62.22% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.44% 0.00% 0.00%

28-PD (ORG)

# 18 11 7 1 0 6 4 4 3 0 0 0 0 0 0 0 0 0 1

% 100% 61.11% 38.89% 5.56% 0.00% 33.33% 22.22% 22.22% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

29-QMD (ORG)

# 18 7 11 1 0 3 4 3 7 0 0 0 0 0 0 0 0 0 0

% 100% 38.89% 61.11% 5.56% 0.00% 16.67% 22.22% 16.67% 38.89% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

30-BD (ORG)

# 9 4 5 0 3 2 0 1 2 1 0 0 0 0 0 0 0 0 0

% 100% 44.44% 55.56% 0.00% 33.33% 22.22% 0.00% 11.11% 22.22% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

31-OIT Front Office (ORG) 138

# 14 7 7 0 0 2 1 2 4 3 2 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 14.29% 7.14% 14.29% 28.57% 21.43% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

32-EGD (ORG)

# 20 7 13 0 0 3 1 2 9 2 3 0 0 0 0 0 0 0 0

% 100% 35.00% 65.00% 0.00% 0.00% 15.00% 5.00% 10.00% 45.00% 10.00% 15.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

33-BISD (ORG)

# 34 20 14 2 0 7 5 4 7 7 1 0 0 0 0 0 1 0 0

% 100% 58.82% 41.18% 5.88% 0.00% 20.59% 14.71% 11.76% 20.59% 20.59% 2.94% 0.00% 0.00% 0.00% 0.00% 0.00% 2.94% 0.00% 0.00%

34-ITIOD (ORG)

# 42 30 12 1 1 18 1 7 8 4 2 0 0 0 0 0 0 0 0

% 100% 71.43% 28.57% 2.38% 2.38% 42.86% 2.38% 16.67% 19.05% 9.52% 4.76% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

35-OPPSA (ORG)

# 4 1 3 1 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 25.00% 75.00% 25.00% 25.00% 0.00% 25.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

36-OIG (ORG)

# 21 10 11 0 1 6 4 2 5 2 0 0 0 0 1 0 0 0 1

% 100% 47.62% 52.38% 0.00% 4.76% 28.57% 19.05% 9.52% 23.81% 9.52% 0.00% 0.00% 0.00% 0.00% 4.76% 0.00% 0.00% 0.00% 0.00%

Total 906

# 903 392 511 18 21 211 155 107 273 54 54 0 0 1 2 1 6 0 2

% 100% 43.41% 56.59% 1.99% 2.33% 23.37% 17.17% 11.85% 30.23% 5.98% 5.98% 0.00% 0.00% 0.11% 0.22% 0.11% 0.66% 0.00% 0.00%
Pay Period 201920

Table B2 - Permanent Workforce By Component - Distribution by Disability

Component Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted 

Disability

(16,19)

Deafness

(21,23,25)

Blindness

38)

Missing

Limbs/ 

Extremitie 

s

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsiv 

e

Disorder/ 

Epilepsy

-90

Mental

Retardati 

on/ 

Severe 

Intellect 

ual 

Disability

-91

Mental

Illness/ 

Psychiatr 

ic 

Disabilty

-92

Distortion

LimbSpine/ 

Dwarfism

Federal Goal (FY09) % 12% 2.00%

01-OD (ORG)

# 9 7 0 2 0 0 0 0 0 0 0 0 0 0

% 100% 77.78% 0.00% 22.22% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

02-OEEO (ORG)

# 7 5 0 2 0 0 0 0 0 0 0 0 0 0

% 100% 71.43% 0.00% 28.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

03-OPEA Front Office (ORG)

# 5 4 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 80.00% 0.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

04-COLAD (ORG)

# 14 14 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

05-PRAD (ORG)

# 17 15 1 1 0 0 0 0 0 0 0 0 0 0

% 100% 88.24% 5.88% 5.88% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

06-OGC Front Office (ORG)

# 11 11 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

08-GLOD (ORG)

# 49 42 5 2 0 0 0 0 0 0 0 0 0 0

% 100% 85.71% 10.20% 4.08% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

09-PLPD (ORG)

# 23 18 3 2 0 0 0 0 0 0 0 0 0 0

% 100% 78.26% 13.04% 8.70% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

10-BTTD (ORG)

# 25 21 3 1 0 0 0 0 0 0 0 0 0 0

% 100% 84.00% 12.00% 4.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

11-BLTD (ORG)

# 30 24 1 5 0 0 0 0 0 0 0 0 0 0

% 100% 80.00% 3.33% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

12-OBA Front Office (ORG)

# 31 23 1 7 0 0 0 0 0 0 0 0 0 0

% 100% 74.19% 3.23% 22.58% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

13-PADMD (ORG)

# 74 60 6 8 0 0 0 0 0 0 0 0 0 0

% 100% 81.08% 8.11% 10.81% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

14-ASTD (ORG)

# 89 75 2 12 4 0 0 0 0 0 2 0 2 0

% 100% 84.27% 2.25% 13.48% 4.49% 0.00% 0.00% 0.00% 0.00% 0.00% 2.25% 0.00% 2.25% 0.00%

15-PSD (ORG)

# 67 61 2 4 1 0 0 0 0 0 0 0 1 0

% 100% 91.04% 2.99% 5.97% 1.49% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 1.49% 0.00%

16-ONR Front Office (ORG)

# 5 5 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

17-MEPD (ORG)

# 15 12 1 2 1 1 0 0 0 0 0 0 0 0

% 100% 80.00% 6.67% 13.33% 6.67% 6.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

18-NRAD (ORG)

# 10 10 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 25 24 0 1 1 0 0 0 0 0 1 0 0 0
19-STCD (ORG) % 100% 96.00% 0.00% 4.00% 4.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.00% 0.00% 0.00% 0.00%

20-CFRD (ORG)

# 36 35 0 1 1 0 0 0 0 0 1 0 0 0

% 100% 97.22% 0.00% 2.78% 2.78% 0.00% 0.00% 0.00% 0.00% 0.00% 2.78% 0.00% 0.00% 0.00%

21-OCFO Front Office (ORG)

# 2 1 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

22-FOD (ORG)

# 77 73 1 3 0 0 0 0 0 0 0 0 0 0

% 100% 94.81% 1.30% 3.90% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

23-CCRD (ORG)

# 19 18 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 94.74% 0.00% 5.26% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

24-CID (ORG)

# 18 16 0 2 0 0 0 0 0 0 0 0 0 0

% 100% 88.89% 0.00% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

25-OMA Front Office (ORG)

# 4 4 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

26-WSD (ORG)

# 16 13 1 2 1 0 0 0 1 0 0 0 0 0

% 100% 81.25% 6.25% 12.50% 6.25% 0.00% 0.00% 0.00% 6.25% 0.00% 0.00% 0.00% 0.00% 0.00%

27-HRD (ORG)

# 45 29 6 10 3 0 0 0 0 0 0 0 3 0

% 100% 64.44% 13.33% 22.22% 6.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 6.67% 0.00%

28-PD (ORG)

# 19 17 1 1 0 0 0 0 0 0 0 0 0 0

% 100% 89.47% 5.26% 5.26% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

29-QMD (ORG)

# 18 11 4 3 0 0 0 0 0 0 0 0 0 0

% 100% 61.11% 22.22% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

30-BD (ORG)

# 9 8 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 88.89% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

31-OIT Front Office (ORG)

# 14 10 1 3 0 0 0 0 0 0 0 0 0 0

% 100% 71.43% 7.14% 21.43% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

32-EGD (ORG)

# 20 18 2 0 0 0 0 0 0 0 0 0 0 0

% 100% 90.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

33-BISD (ORG)

# 34 23 2 9 2 0 1 0 1 0 0 0 0 0

% 100% 67.65% 5.88% 26.47% 5.88% 0.00% 2.94% 0.00% 2.94% 0.00% 0.00% 0.00% 0.00% 0.00%

34-ITIOD (ORG)

# 42 36 1 5 0 0 0 0 0 0 0 0 0 0

% 100% 85.71% 2.38% 11.90% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

35-OPPSA (ORG)

# 4 4 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

36-OIG (ORG)

# 22 19 0 3 0 0 0 0 0 0 0 0 0 0

% 100% 86.36% 0.00% 13.64% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Total

# 905 766 45 94 14 1 1 0 2 0 4 0 6 0

% 100% 84.64% 4.97% 10.39% 1.55% 0.11% 0.11% 0.00% 0.22% 0.00% 0.44% 0.00% 0.66% 0.00%
PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table A3-1 - Occupational Categories- Distribution by Race/Ethnicity and Sex

Occupational Categories TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or

African American Asian

Native Hawaiian or 

Other Pacific 

Islander

American Indian or

Alaska Native Two or more races

None Specificed

All male female male female male female male female male female male female male female male female male female

1. Officials and Managers

Executive/Senior Level (Grades 15 and 

Above)

# 125 69 56 2 1 46 33 15 17 6 5 0 0 0 0 0 0 0 0

% 100% 55.20% 44.80% 1.60% 0.80% 36.80% 26.40% 12.00% 13.60% 4.80% 4.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Mid-Level (Grades 13-14)

# 36 21 15 0 0 13 4 6 9 2 2 0 0 0 0 0 0 0 1

% 100% 58.33% 41.67% 0.00% 0.00% 36.11% 11.11% 16.67% 25.00% 5.56% 5.56% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 2.70%

First-Level (Grades 12 and Below)

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 100%

Other

# 271 93 178 5 10 49 50 33 105 4 9 0 0 1 1 1 3 0 1

% 100% 34.32% 65.68% 1.85% 3.69% 18.08% 18.45% 12.18% 38.75% 1.48% 3.32% 0.00% 0.00% 0.37% 0.37% 0.37% 1.11% 0.00% 0.37%

# 434 183 249 7 11 108 87 54 131 12 16 0 0 1 1 1 3 0 2

Officials And Managers - TOTAL % 100% 42.36% 57.64% 1.62% 2.55% 25.00% 20.14% 12.50% 30.32% 2.78% 3.70% 0.00% 0.00% 0.23% 0.23% 0.23% 0.69% 0.00% 0.46%

2. Professionals

# 413 194 219 10 10 99 67 44 101 41 37 0 0 0 1 0 3 0 0

% 100% 46.97% 53.03% 2.42% 2.42% 23.97% 16.22% 10.65% 24.46% 9.93% 8.96% 0.00% 0.00% 0.00% 0.24% 0.00% 0.73% 0.00% 0.00%

3. Technicians

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

4. Sales Workers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

5. Administrative Support Workers

# 51 13 38 1 0 4 2 7 35 1 1 0 0 0 0 0 0 0 0

% 100% 25.49% 74.51% 1.96% 0.00% 7.84% 3.92% 13.73% 68.63% 1.96% 1.96% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

6. Craft Workers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

7. Operatives

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

8. Laborers and Helpers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

9. Service Workers

# 2 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

9. Service Workers

# 2 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0

% 0.22% 0.51% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

10. Other

2 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0

0.22% 0.51% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table A3-2 - Occupational Categories - Distribution by Race/Ethnicity and Sex

Occupational Categories TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or

African American Asian

Native Hawaiian or 

Other Pacific

American Indian or 

Alaska Native Two or more races None Specificed

All male female male female male female male female male female male female male female male female male female

1. Officials and Managers

Executive/Senior Level (Grades 15 and 

Above)

# 125 69 56 2 1 46 33 15 17 6 5 0 0 0 0 0 0 0 0

% 13.92% 17.60% 11.07% 11.11% 4.76% 21.70% 21.15% 14.15% 6.37% 11.11% 9.26% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 2.89%

Mid-Level (Grades 13-14)

# 36 21 15 0 0 13 4 6 9 2 2 0 0 0 0 0 0 0 1

% 4.01% 5.36% 2.96% 0.00% 0.00% 6.13% 2.56% 5.66% 3.37% 3.70% 3.70% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 2.70%

First-Level (Grades 12 and Below)

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 100%

Other

# 271 93 178 5 10 49 50 33 105 4 9 0 0 1 1 1 3 0 1

% 30.18% 23.72% 35.18% 27.78% 47.62% 23.11% 32.05% 31.13% 39.33% 7.41% 16.67% 0.00% 0.00% 100.00% 50.00% 100.00% 50.00% 0.00% 0.37%

# 432 183 249 7 11 108 87 54 131 12 16 0 0 1 1 1 3 0 2

Officials And Managers - TOTAL % 48.11% 46.68% 49.21% 0.78% 1.22% 12.03% 9.69% 6.01% 14.59% 1.34% 1.78% 0.00% 0.00% 0.11% 0.11% 0.11% 0.33% 0.00% 0.46%

10. Professionals

# 413 194 219 10 10 99 67 44 101 41 37 0 0 0 1 0 3 0 0

% 45.99% 49.49% 43.28% 55.56% 47.62% 46.70% 42.95% 41.51% 37.83% 75.93% 68.52% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00%

11. Technicians

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0%

12. Sales Workers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0%

13. Administrative Support Workers

# 51 13 38 1 0 4 2 7 35 1 1 0 0 0 0 0 0 0 0

% 5.68% 3.32% 7.51% 5.56% 0.00% 1.89% 1.28% 6.60% 13.11% 1.85% 1.85% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

14. Craft Workers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0%

15. Operatives

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0%

16. Laborers and Helpers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0%

17. Service Workers

# 2 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0

% 0.22% 0.51% 0.00% 0.00% 0.00% 0.47% 0.00% 0.94% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

18. Other

2 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0

0.22% 0.51% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Permanent Workforce

# 2 2 0 18 21 213 156 107 267 54 54 0 0 1 2 1 6 0 2

% 0.22% 0.51% 0.00% 2.00% 2.33% 23.61% 17.29% 11.89% 29.60% 5.99% 5.99% 0.00% 0.00% 0.11% 0.22% 0.11% 0.67% 0.00% 0.22%
PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table B3-1 - Occupational Categories - Distribution by Disability - Permanent Workforce

Occupational Category Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disabilit 

y

Targeted 

Disabilit 

y

(16,19)

Deafness

(21,23,25

)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremitie 

s

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsiv 

e

Disorder/ 

Epilepsy

-90

Mental

Retardati 

on/ 

Severe 

Intellectu 

al 

Disability

-91

Mental

Illness/ 

Psychiatri 

c Disabilty

-92

Distortion

LimbSpine/ 

Dwarfism

1. Officials and Managers

Executive/Senior Level (Grades 15 and 

Above)

# 125 116 3 6 0 0 0 0 0 0 0 0 0 0

% 100% 92.80% 2.40% 4.80% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Mid-Level (Grades 13-14)

# 37 33 2 2 1 0 0 0 0 0 0 0 1 0

% 100% 89.19% 5.41% 5.41% 2.70% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 2.70% 0.00%

First-Level (Grades 12 and Below)

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

Other

# 272 224 10 38 5 0 0 0 1 0 1 0 3 0

% 100% 82.35% 3.68% 13.97% 1.84% 0.00% 0.00% 0.00% 0.37% 0.00% 0.37% 0.00% 1.10% 0.00%

# 434 373 15 46 6 0 0 0 1 0 1 0 4 0

Officials And Managers - TOTAL % 100% 85.94% 3.46% 10.60% 1.38% 0.00% 0.00% 0.00% 0.23% 0.00% 0.23% 0.00% 0.92% 0.00%

2. Professionals

# 413 348 29 36 7 1 1 0 1 0 2 0 2 0

% 100% 84.26% 7.02% 8.72% 1.69% 0.24% 0.24% 0.00% 0.24% 0.00% 0.48% 0.00% 0.48% 0.00%

3. Technicians

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

4. Sales Workers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

5. Administrative Support Workers

# 51 41 2 8 1 0 0 0 0 0 1 0 0 0

% 100% 80.39% 3.92% 15.69% 1.96% 0.00% 0.00% 0.00% 0.00% 0.00% 1.96% 0.00% 0.00% 0.00%

6. Craft Workers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

7. Operatives

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

8. Laborers and Helpers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

9. Service Workers

# 2 1 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 50% 0% 50% 0% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table B3-2 - Occupational Categories - Distribution by Disability - Permanent Workforce

Occupational Category Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disabilit 

y

Targeted 

Disabilit 

y

(16,19)

Deafness

(21,23,25

)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremitie 

s

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsiv 

e

Disorder/ 

Epilepsy

-90

Mental

Retardati 

on/ 

Severe 

Intellectu 

al 

Disability

-91

Mental

Illness/ 

Psychiatri 

c Disabilty

-92

Distortion

LimbSpine/ 

Dwarfism

1. Officials and Managers

Executive/Senior Level (Grades 15 and 

Above)

# 125 116 3 6 0 0 0 0 0 0 0 0 0 0

% 100% 15.20% 6.52% 6.59% 0% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

Mid-Level (Grades 13-14)

# 37 33 2 2 1 0 0 0 0 0 0 0 1 0

% 100% 4.33% 4.35% 2.20% 7.14% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 16.67% 0%

First-Level (Grades 12 and Below)

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

Other

# 272 224 10 38 5 0 0 0 1 0 1 0 3 0

% 100% 29.36% 21.74% 41.76% 35.71% 0.00% 0.00% 0% 50.00% 0% 25.00% 0% 50.00% 0%

# 434 373 15 46 6 0 0 0 1 0 1 0 4 0

Officials And Managers - TOTAL % 48.22% 48.89% 32.61% 50.55% 42.86% 0.00% 0.00% 0% 50.00% 0% 25.00% 0% 66.67% 0%

2. Professionals

# 413 348 29 36 7 1 1 0 1 0 2 0 2 0

% 45.89% 45.61% 63.04% 39.56% 50% 100.00% 100.00% 0% 50.00% 0% 50.00% 0% 33.33% 0%

3. Technicians

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

4. Sales Workers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

5. Administrative Support Workers

# 51 41 2 8 1 0 0 0 0 0 1 0 0 0

% 5.67% 5.37% 4.35% 8.79% 7.14% 0.00% 0.00% 0% 0.00% 0% 25.00% 0% 0.00% 0%

6. Craft Workers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

7. Operatives

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

8. Laborers and Helpers

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

9. Service Workers

# 2 1 0 1 0 0 0 0 0 0 0 0 0 0

% 0.22% 0.13% 0% 1.10% 0% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

# 900 763 46 91 14 1 1 0 2 0 4 0 6 0

Permanent Workforce % 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%
PBGC PENSION BENEFIT GUARANTY CORPORATION - Pay Period 201920

Table A4-1: Participation Rates for General Schedule Grades - Distribution by Race/Ethnicity and Sex - Permanent Workforce

GS/GM, SES 

RELATED

TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or

African American Asian

Native Hawaiian or 

Other Pacific Islander

American Indian or 

Alaska Native Two or more races

None Specified

All male female male female male female male female male female male female male female male female male female

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-01 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-02 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-03 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-04 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0.00% 0.00%

# 4 1 3 0 0 0 0 1 2 0 1 0 0 0 0 0 0 0 0

GS-05 % 100% 25.00% 75.00% 0.00% 0.00% 0.00% 0.00% 25.00% 50.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-06 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0.00% 0.00%

# 25 3 22 0 1 1 4 1 16 1 0 0 0 0 0 0 1 0 0

GS-07 % 100% 12.00% 88.00% 0.00% 4.00% 4.00% 16.00% 4.00% 64.00% 4.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.00% 0.00% 0.00%

# 6 1 5 0 0 0 0 0 5 0 0 0 0 1 0 0 0 0 0

GS-08 % 100% 16.67% 83.33% 0.00% 0.00% 0.00% 0.00% 0.00% 83.33% 0.00% 0.00% 0.00% 0.00% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00%

# 16 2 14 0 0 0 2 2 10 0 2 0 0 0 0 0 0 0 0

GS-09 % 100% 12.50% 87.50% 0.00% 0.00% 0.00% 12.50% 12.50% 62.50% 0.00% 12.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-10 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0.00% 0.00%

# 41 15 26 1 3 4 4 8 18 2 1 0 0 0 0 0 0 0 0

GS-11 % 100% 36.59% 63.41% 2.44% 7.32% 9.76% 9.76% 19.51% 43.90% 4.88% 2.44% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 95 27 68 3 3 8 11 9 43 7 11 0 0 0 0 0 0 0 0

GS-12 % 100% 28.42% 71.58% 3.16% 3.16% 8.42% 11.58% 9.47% 45.26% 7.37% 11.58% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 224 90 134 5 6 38 25 32 85 15 13 0 0 0 2 0 3 0 1

GS-13 % 100% 40.18% 59.82% 2.23% 2.68% 16.96% 11.16% 14.29% 37.95% 6.70% 5.80% 0.00% 0.00% 0.00% 0.89% 0.00% 1.34% 0.00% 0.44%

# 304 160 144 7 6 96 57 35 63 21 16 0 0 0 0 1 2 0 1

GS-14 % 100% 52.63% 47.37% 2.30% 1.97% 31.58% 18.75% 11.51% 20.72% 6.91% 5.26% 0.00% 0.00% 0.00% 0.00% 0.33% 0.66% 0.00% 0.33%

# 144 71 73 2 2 46 41 16 21 7 9 0 0 0 0 0 0 0 0

GS-15 % 100% 49.31% 50.69% 1.39% 1.39% 31.94% 28.47% 11.11% 14.58% 4.86% 6.25% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 41 24 17 0 0 20 12 3 4 1 1 0 0 0 0 0 0 0 0

SL % 100% 58.54% 41.46% 0.00% 0.00% 48.78% 29.27% 7.32% 9.76% 2.44% 2.44% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL

# 902 394 508 18 21 213 156 107 267 54 54 0 0 1 2 1 6 0 2

% 100% 43.68% 56.32% 2.00% 2.33% 23.61% 17.29% 11.86% 29.60% 5.99% 5.99% 0.00% 0.00% 0.11% 0.22% 0.11% 0.67% 0.00% 0.22%
PBGC PENSION BENEFIT GUARANTY CORPORATION - Pay Period 201920

Table A4-2: Participation Rates for General Schedule Grades - Distribution by Race/Ethnicity and Sex - Permanent Workforce

GS/GM, SES 

RELATED

TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or 

African American Asian

Native Hawaiian or 

Other Pacific Islander

American Indian or 

Alaska Native Two or more races

All male female male female male female male female male female male female male female male female

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-01 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-02 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-03 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-04 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 4 1 3 0 0 0 0 1 2 0 1 0 0 0 0 0 0

GS-05 % 0.44% 0.25% 0.59% 0.00% 0.00% 0.00% 0.00% 0.93% 0.75% 0.00% 1.85% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-06 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 25 3 22 0 1 1 4 1 16 1 0 0 0 0 0 0 1

GS-07 % 2.78% 0.76% 4.35% 0.00% 4.76% 0.47% 2.56% 0.93% 5.99% 1.85% 0.00% 0% 0% 0.00% 0.00% 0.00% 16.67%

# 6 1 5 0 0 0 0 0 5 0 0 0 0 1 0 0 0

GS-08 % 0.67% 0.25% 0.99% 0.00% 0.00% 0.00% 0.00% 0.00% 1.87% 0.00% 0.00% 0% 0% 100.00% 0.00% 0.00% 0.00%

# 16 2 14 0 0 0 2 2 10 0 2 0 0 0 0 0 0

GS-09 % 1.78% 0.51% 2.77% 0.00% 0.00% 0.00% 1.28% 1.87% 3.75% 0.00% 3.70% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-10 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 41 15 26 1 3 4 4 8 18 2 1 0 0 0 0 0 0

GS-11 % 4.56% 3.81% 5.14% 5.56% 14.29% 1.88% 2.56% 7.48% 6.74% 3.70% 1.85% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 95 27 68 3 3 8 11 9 43 7 11 0 0 0 0 0 0

GS-12 % 10.56% 6.85% 13.44% 16.67% 14.29% 3.76% 7.05% 8.41% 16.10% 12.96% 20.37% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 224 90 134 5 6 38 25 32 85 15 13 0 0 0 2 0 3

GS-13 % 24.89% 22.84% 26.48% 27.78% 28.57% 17.84% 16.03% 29.91% 31.84% 27.78% 24.07% 0% 0% 0.00% 100.00% 0.00% 50.00%

# 304 160 144 7 6 96 57 35 63 21 16 0 0 0 0 1 2

GS-14 % 33.78% 40.61% 28.46% 38.89% 28.57% 45.07% 36.54% 32.71% 23.60% 38.89% 29.63% 0% 0% 0.00% 0.00% 100.00% 33.33%

# 144 71 73 2 2 46 41 16 21 7 9 0 0 0 0 0 0

GS-15 % 16.00% 18.02% 14.43% 11.11% 9.52% 21.60% 26.28% 14.95% 7.87% 12.96% 16.67% 0% 0% 0.00% 0.00% 0.00% 0.00%

# 41 24 17 0 0 20 12 3 4 1 1 0 0 0 0 0 0

SL % 100% 58.54% 41.46% 0.00% 0.00% 48.78% 29.27% 7.32% 9.76% 2.44% 2.44% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL

# 900 394 506 18 21 213 156 107 267 54 54 0 0 1 2 1 6

% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%
PBGC PENSION BENEFIT GUARANTY CORPORATION - Pay Period 201920

Table B4-1: Participation Rates for General Schedule Grades - Distribution by Disability - Permanent Workforce

Occupational 

Category Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted 

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsive

Disorder/ 

Epilepsy

-90

Mental

Retardation/ 

Severe 

Intellectual 

Disability

-91

Mental

Illness/ 

Psychiatric 

Disabilty

-92

Distortion

Limb-Spine/ 

Dwarfism

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-01 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-02 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-03 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-04 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 4 2 0 2 0 0 0 0 0 0 0 0 0 0

GS-05 % 100% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-06 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 25 15 5 5 2 0 0 0 0 0 1 0 1 0

GS-07 % 100% 60.00% 20.00% 20.00% 8.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.00% 0.00% 4.00% 0.00%

# 6 3 0 3 0 0 0 0 0 0 0 0 0 0

GS-08 % 100% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 16 9 3 4 0 0 0 0 0 0 0 0 0 0

GS-09 % 100% 56.25% 18.75% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-10 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 41 29 3 9 2 0 0 0 1 0 1 0 0 0

GS-11 % 100% 70.73% 7.32% 21.95% 4.88% 0.00% 0.00% 0.00% 2.44% 0.00% 2.44% 0.00% 0.00% 0.00%

# 95 81 2 12 2 1 0 0 0 0 0 0 1 0

GS-12 % 100% 85.26% 2.11% 12.63% 2.11% 1.05% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 1.05% 0.00%

# 225 195 11 19 3 0 0 0 0 0 2 0 1 0

GS-13 % 100% 86.67% 4.89% 8.44% 1.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.89% 0.00% 0.44% 0.00%

# 305 259 17 29 4 0 1 0 1 0 0 0 2 0

GS-14 % 100% 84.92% 5.57% 9.51% 1.31% 0.00% 0.33% 0.00% 0.33% 0.00% 0.00% 0.00% 0.66% 0.00%

# 144 133 4 7 1 0 0 0 0 0 0 0 1 0

GS-15 % 100% 92.36% 2.78% 4.86% 0.69% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.69% 0.00%

# 41 37 2 2 0 0 0 0 0 0 0 0 0 0

SL % 100.00% 90.24% 4.88% 4.88% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
PBGC PENSION BENEFIT GUARANTY CORPORATION - Pay Period 201920

Table B4-2: Participation Rates for General Schedule Grades - Distribution by Disability - Permanent Workforce

Occupational 

Category Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted 

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsive

Disorder/ 

Epilepsy

-90

Mental

Retardation/ 

Severe 

Intellectual 

Disability

-91

Mental

Illness/ 

Psychiatric 

Disabilty

-92

Distortion

Limb-Spine/ 

Dwarfism

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-01 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-02 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-03 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-04 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

# 4 2 0 2 0 0 0 0 0 0 0 0 0 0

GS-05 % 0.44% 0.26% 0.00% 2.17% 0.00% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-06 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

# 25 15 5 5 2 0 0 0 0 0 1 0 1 0

GS-07 % 2.77% 1.97% 10.64% 5.43% 14.29% 0.00% 0.00% 0% 0.00% 0% 25.00% 0% 16.67% 0%

# 6 3 0 3 0 0 0 0 0 0 0 0 0 0

GS-08 % 0.67% 0.39% 0.00% 3.26% 0.00% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

# 16 9 3 4 0 0 0 0 0 0 0 0 0 0

GS-09 % 1.77% 1.18% 6.38% 4.35% 0.00% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

GS-10 % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

# 41 29 3 9 2 0 0 0 1 0 1 0 0 0

GS-11 % 4.55% 3.80% 6.38% 9.78% 14.29% 0.00% 0.00% 0% 50.00% 0% 25.00% 0% 0.00% 0%

# 95 81 2 12 2 1 0 0 0 0 0 0 1 0

GS-12 % 10.53% 10.62% 4.26% 13.04% 14.29% 100.00% 0.00% 0% 0.00% 0% 0.00% 0% 16.67% 0%

# 225 195 11 19 3 0 0 0 0 0 2 0 1 0

GS-13 % 24.94% 25.56% 23.40% 20.65% 21.43% 0.00% 0.00% 0% 0.00% 0% 50.00% 0% 16.67% 0%

# 305 259 17 29 4 0 1 0 1 0 0 0 2 0

GS-14 % 33.81% 33.94% 36.17% 31.52% 28.57% 0.00% 100.00% 0% 50.00% 0% 0.00% 0% 33.33% 0%

# 144 133 4 7 1 0 0 0 0 0 0 0 1 0

GS-15 % 15.96% 17.43% 8.51% 7.61% 7.14% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 16.67% 0%

# 41 37 2 2 0 0 0 0 0 0 0 0 0 0

SL % 4.55% 4.85% 4.26% 2.17% 0.00% 0.00% 0.00% 0% 0.00% 0% 0.00% 0% 0.00% 0%

TOTAL

# 902 763 47 92 14 1 1 0 2 0 4 0 6 0

% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%
PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table A5-1 - Participation Rates For Wage Grades by Race/Ethnicity and Sex - Permanent Workforce

WD/WG, WL/WS

& Other Wage 

Grades TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or

African American Asian

Native Hawaiian or 

Other Pacific Islander

American Indian or 

Alaska Native Two or more races

All male female male female male female male female male female male female male female male female

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-01 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-02 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-03 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-04 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-05 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-06 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-07 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-08 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-09 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-10 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-11 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-12 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-13 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-14 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-15 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

All Other # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Wage Grades % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table A5-2 - Participation Rates For Wage Grades by Race/Ethnicity and Sex - Permanent Workforce

WD/WG, WL/WS

& Other Wage 

Grades TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or 

African American Asian

Native Hawaiian or 

Other Pacific Islander

American Indian or 

Alaska Native Two or more races

All male female male female male female male female male female male female male female male female

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-01 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-02 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-03 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-04 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-05 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-06 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-07 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-08 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-09 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-10 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-11 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-12 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-13 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-14 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-15 % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

All Other # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Wage Grades % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
TOTAL

#00000000000000000

% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%
PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table B5-1 - Participation Rates For Wage Grades by Disability - Permanent Workforce

WD/WG, WL/WS

& Other Wage 

Grades Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted 

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsiv 

e

Disorder/ 

Epilepsy

-90

Mental

Retardatio 

n/ Severe 

Intellectua 

l Disability

-91

Mental

Illness/ 

Psychiatric 

Disabilty

-92

Distortion

LimbSpine/ 

Dwarfism

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-01 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-02 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-03 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-04 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-05 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-06 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-07 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-08 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-09 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-10 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-11 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-12 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-13 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%
# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-14 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-15 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

All Other # 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Wage Grades % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table B5-2 - Participation Rates For Wage Grades by Disability - Permanent Workforce

WD/WG, WL/WS

& Other Wage 

Grades Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted 

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsiv 

e

Disorder/ 

Epilepsy

-90

Mental

Retardatio 

n/ Severe 

Intellectua 

l Disability

-91

Mental

Illness/ 

Psychiatric 

Disabilty

-92

Distortion

LimbSpine/ 

Dwarfism

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-01 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-02 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-03 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-04 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-05 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-06 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-07 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-08 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-09 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Grade

-10

% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% # 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-11

% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% # 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-12

% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% # 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-13

% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% # 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-14

% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% # 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Grade-15

% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

All Wage

#00000000000000

Grades

%100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

TOTAL

#00000000000000

% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100%
PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table A6: PARTICIPATION RATES FOR MAJOR OCCUPATIONS - Distribution by Race/Ethnicity and Sex - Permanent Workforce

Job Title/Series Agency 

Rate Occupational CLF

TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or

African American Asian

Native Hawaiian or 

Other Pacific Islander

American Indian or 

Alaska Native Two or more races None Specified

All male female male female male female male female male female male female male female male female male female

# 56 30 26 0 0 12 5 9 16 9 5 0 0 0 0 0 0 0 0

ACCOUNTING (0510) % 100% 53.57% 46.43% 0.00% 0.00% 21.43% 8.93% 16.07% 28.57% 16.07% 8.93% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupational CLF # 100% 39.91% 60.09% 2.19% 3.93% 31.79% 44.23% 2.49% 5.66% 3.06% 5.49% 0.02% 0.06% 0.19% 0.43% 0.17% 0.29% 0.00% 0.00%

# 117 41 76 0 6 13 11 20 46 8 11 0 0 0 1 0 1 0 1

AUDITING (0511) % 100% 35.04% 64.96% 0.00% 5.13% 11.11% 9.40% 17.09% 39.32% 6.84% 9.40% 0.00% 0.00% 0.00% 0.85% 0.00% 0.85% 0.00% 0.85%

Occupational CLF # 100% 39.91% 60.09% 2.19% 3.93% 31.79% 44.23% 2.49% 5.66% 3.06% 5.49% 0.02% 0.06% 0.19% 0.43% 0.17% 0.29% 0.00% 0.29%

# 96 40 56 3 2 37 40 0 8 0 6 0 0 0 0 0 0 0 0

GENERAL ATTORNEY (0905) % 100% 41.67% 58.33% 3.13% 2.08% 38.54% 41.67% 0.00% 8.33% 0.00% 6.25% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupational CLF # 100% 66.70% 33.30% 2.52% 1.85% 59.68% 26.68% 2.13% 2.60% 1.82% 1.74% 0.02% 0.01% 0.31% 0.23% 0.22% 0.18% 0.00% 0.18%

# 28 12 16 0 0 5 1 6 15 1 0 0 0 0 0 0 0 0 0

EMPLOYEE BENEFITS LAW (0958) % 100% 42.86% 57.14% 0.00% 0.00% 17.86% 3.57% 21.43% 53.57% 3.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupational CLF # 100% 25.94% 74.06% 2.05% 7.35% 19.18% 55.67% 2.66% 7.41% 1.64% 2.24% 0.01% 0.09% 0.30% 0.88% 0.10% 0.41% 0.00% 0.00%

# 16 9 7 1 0 4 4 4 3 0 0 0 0 0 0 0 0 0 1

CONTRACTING (1102) % 100% 56.25% 43.75% 6.25% 0.00% 25.00% 25.00% 25.00% 18.75% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 5.88%

Occupational CLF # 100% 46.24% 53.76% 3.29% 3.80% 38.09% 41.87% 3.01% 5.47% 1.38% 1.77% 0.02% 0.12% 0.34% 0.48% 0.11% 0.26% 0.00% 0.00%

# 47 30 17 1 0 17 11 10 4 2 2 0 0 0 0 0 0 0 0

FINANCIAL ANALYSIS (1160) % 100% 63.83% 36.17% 2.13% 0.00% 36.17% 23.40% 21.28% 8.51% 4.26% 4.26% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupational CLF # 100% 67.11% 32.89% 3.10% 1.97% 53.98% 22.01% 3.55% 3.96% 6.14% 4.40% 0.06% 0.00% 0.13% 0.19% 0.16% 0.36% 0.00% 0.00%

# 95 61 34 4 0 36 15 10 9 11 10 0 0 0 0 0 0 0 0

ACTUARIAL SCIENCE (1510) % 100% 64.21% 35.79% 4.21% 0.00% 37.89% 15.79% 10.53% 9.47% 11.58% 10.53% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupational CLF # 100% 67.09% 32.91% 1.30% 0.56% 60.44% 27.01% 1.17% 1.23% 4.06% 3.91% 0.00% 0.00% 0.00% 0.20% 0.11% 0.00% 0.00% 0.00%

INFORMATION TECHNOLOGY # 110 70 40 3 0 33 7 15 24 19 8 0 0 0 0 0 1 0 0

MANAGEMENT (2210) % 100% 63.64% 36.36% 2.73% 0.00% 30.00% 6.36% 13.64% 21.82% 17.27% 7.27% 0.00% 0.00% 0.00% 0.00% 0.00% 0.91% 0.00% 0.00%

Occupational CLF # 100% 70.36% 29.64% 5.39% 2.17% 52.21% 20.89% 6.61% 4.50% 5.14% 1.55% 0.10% 0.05% 0.53% 0.29% 0.38% 0.18% 0.00% 0.00%

567 12 8 157 94 74 125 0 0 50 42 1 2 2 50 42 1 2 2

100.00% 2.12% 1.41% 27.69% 16.58% 13.05% 22.05% 0.00% 0.00% 8.82% 7.41% 0.18% 0.35% 0.35% 8.82% 7.41% 0.18% 0.35% 0.35%
PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table B6: PARTICIPATION RATES FOR MAJOR OCCUPATIONS - Distribution by Disability - Permanent Workforce

Occupational Category Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted 

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsi 

ve

Disorder

/ 

Epilepsy

-90

Mental

Retardatio 

n/ Severe 

Intellectua 

l Disability

-91

Mental

Illness/ 

Psychiatric 

Disabilty

-92

Distortion

LimbSpine/ 

Dwarfism

# 56 53 0 3 0 0 0 0 0 0 0 0 0 0

ACCOUNTING (0510) % 100% 94.64% 0.00% 5.36% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 118 103 7 8 1 1 0 0 0 0 0 0 0 0

AUDITING (0511) % 100% 87.29% 5.93% 6.78% 0.85% 0.85% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 96 79 10 7 0 0 0 0 0 0 0 0 0 0

GENERAL ATTORNEY (0905) % 100% 82.29% 10.42% 7.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 28 27 0 1 0 0 0 0 0 0 0 0 0 0

EMPLOYEE BENEFITS LAW (0958) % 100% 96.43% 0.00% 3.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 17 15 1 1 0 0 0 0 0 0 0 0 0 0

CONTRACTING (1102) % 100% 88.24% 5.88% 5.88% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

# 47 42 0 5 1 0 0 0 0 0 1 0 0 0

FINANCIAL ANALYSIS (1160) % 100% 89.36% 0.00% 10.64% 2.13% 0.00% 0.00% 0.00% 0.00% 0.00% 2.13% 0.00% 0.00% 0.00%

# 95 81 5 9 4 0 0 0 0 0 2 0 2 0

ACTUARIAL SCIENCE (1510) % 100% 85.26% 5.26% 9.47% 4.21% 0.00% 0.00% 0.00% 0.00% 0.00% 2.11% 0.00% 2.11% 0.00%

INFORMATION TECHNOLOGY # 110 92 6 12 2 0 1 0 1 0 0 0 0 0

MANAGEMENT (2210) % 100% 83.64% 5.45% 10.91% 1.82% 0.00% 0.91% 0.00% 0.91% 0.00% 0.00% 0.00% 0.00% 0.00%
PBGC PENSION BENEFIT GUARANTY CORPORATION For Period ( 2018-10-01 TO 2019-10-01 )

Table A7: HIRES FOR MAJOR OCCUPATIONS - Distribution by Race/Ethnicity and Sex - Permanent Workforce

Job Title/Series Agency 

Rate Occupational CLF

TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or Latino

White

Black or 

African American Asian

Native Hawaiian or 

Other Pacific Islander

American Indian or 

Alaska Native Two or more races None Specified

All male female male female male female male female male female male female male female male female male female

ACCOUNTING (0510)

# 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

CLF # 100% 39.90% 60.10% 2.20% 3.90% 31.80% 44.20% 2.50% 5.70% 3.10% 5.50% 0.00% 0.10% 0.20% 0.40% 0.20% 0.30% 0.20% 0.30%

AUDITING (0511)

# 8 1 7 0 0 0 1 1 5 0 1 0 0 0 0 0 0 0 0

Accessions % 100% 12.50% 87.50% 0.00% 0.00% 0.00% 12.50% 12.50% 62.50% 0.00% 12.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

CLF # 100% 39.90% 60.10% 2.20% 3.90% 31.80% 44.20% 2.50% 5.70% 3.10% 5.50% 0.00% 0.10% 0.20% 0.40% 0.20% 0.30% 0.20% 14.29%

GENERAL ATTORNEY (0905)

# 7 4 3 2 0 2 3 0 0 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 57.14% 42.86% 28.57% 0.00% 28.57% 42.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

CLF # 100% 66.70% 33.30% 2.50% 1.80% 59.70% 26.70% 2.10% 2.60% 1.80% 1.70% 0.00% 0.00% 0.30% 0.20% 0.20% 0.20% 0.20% 11.11%

EMPLOYEE BENEFITS LAW (0958)

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Accessions % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

CLF # 100% 25.90% 74.10% 2.10% 7.30% 19.20% 55.70% 2.70% 7.40% 1.60% 2.20% 0.00% 0.10% 0.30% 0.90% 0.10% 0.40% 0.10% 0.40%

CONTRACTING (1102)

# 4 1 3 0 0 0 2 1 0 0 0 0 0 0 0 0 0 0 1

Accessions % 100% 25.00% 75.00% 0.00% 0.00% 0.00% 50.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 25.00%

CLF # 100% 46.20% 53.80% 3.30% 3.80% 38.10% 41.90% 3.00% 5.50% 1.40% 1.80% 0.00% 0.10% 0.30% 0.50% 0.10% 0.30% 0.10% 0.30%

FINANCIAL ANALYSIS (1160)

# 4 2 2 0 0 2 2 0 0 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 50.00% 50.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0%

CLF # 100% 67.10% 32.90% 3.10% 2.00% 54.00% 22.00% 3.50% 4.00% 6.10% 4.40% 0.10% 0.00% 0.10% 0.20% 0.20% 0.40% 0.20% 0.40%

ACTUARIAL SCIENCE (1510)

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

CLF # 100% 67.10% 32.90% 1.30% 0.60% 60.40% 27.00% 1.20% 1.20% 4.10% 3.90% 0.00% 0.00% 0.00% 0.20% 0.10% 0.00% 0.10% 0.00%

INFORMATION TECHNOLOGY MANAGEMENT (2210)

# 7 4 3 0 0 0 1 3 1 1 1 0 0 0 0 0 0 0 0

Accessions % 100% 57.14% 42.86% 0.00% 0.00% 0.00% 14.29% 42.86% 14.29% 14.29% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

CLF # 100% 70.40% 29.60% 5.40% 2.20% 52.20% 20.90% 6.60% 4.50% 5.10% 1.60% 0.10% 0.00% 0.50% 0.30% 0.40% 0.20% 0.40% 0.20%
PBGC PENSION BENEFIT GUARANTY CORPORATION For Period ( 2018-10-01 TO 2019-10-01 )

Table B7: HIRES FOR MAJOR OCCUPATIONS - Distribution by Disability - Permanent Workforce

Occupational Category Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted 

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsi 

ve

Disorder/ 

Epilepsy

-90

Mental

Retardation/ 

Severe 

Intellectual 

Disability

-91

Mental

Illness/ 

Psychiatric 

Disabilty

-92

Distortion

Limb-Spine/ 

Dwarfism

ACCOUNTING (0510)

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

AUDITING (0511)

# 8 5 1 2 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 62.50% 12.50% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

GENERAL ATTORNEY (0905)

# 7 4 3 0 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 57.14% 42.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

EMPLOYEE BENEFITS LAW (0958)

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Accessions % 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

CONTRACTING (1102)

# 4 4 0 0 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

FINANCIAL ANALYSIS (1160)

# 4 4 0 0 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

ACTUARIAL SCIENCE (1510)

# 2 2 0 0 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

INFORMATION TECHNOLOGY MANAGEMENT (2210)

# 7 5 1 1 0 0 0 0 0 0 0 0 0 0

Accessions % 100% 71.43% 14.29% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex

Total

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or Latino

White American Asian Hawaiian or Indian or Two or More Races

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female

Job Title/Series: 0110 Economist

Total Received # 92

Voluntarily Identified

# 59 39 20 0 2 18 12 14 3 4 3 0 0 2 0 1 0

% 100% 66.10% 33.90% .00% 3.39% 30.51% 20.34% 23.73% 5.08% 6.78% 5.08% .00% .00% 3.39% .00% 1.69% .00%

Qualified of those Identified

# 31 18 13 0 0 11 11 3 1 3 1 0 0 0 0 1 0

% 100% 58.06% 41.94% .00% .00% 35.48% 35.48% 9.68% 3.23% 9.68% 3.23% .00% .00% .00% .00% 3.23% .00%

Selected of those Identified

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% 100.00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 67.07% 32.93% 3.34% 1.85% 55.79% 25.20% 2.84% 2.66% 4.46% 3.02% .00% .05% .47% .13% .18% .02%

Job Title/Series: 0201 HUMAN RESOURCES SPECIALIST (LR)

Total Received # 165

Voluntarily Identified

# 112 35 77 3 6 16 18 13 47 2 1 1 0 0 0 0 5

% 100% 31.25% 68.75% 2.68% 5.36% 14.29% 16.07% 11.61% 41.96% 1.79% .89% .89% .00% .00% .00% .00% 4.46%

Qualified of those Identified

# 65 22 43 2 3 12 13 7 24 0 1 1 0 0 0 0 2

% 100% 33.85% 66.15% 3.08% 4.62% 18.46% 20.00% 10.77% 36.92% .00% 1.54% 1.54% .00% .00% .00% .00% 3.08%

Selected of those Identified

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% .00% .00% 100.00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 39.70% 60.30% 3.66% 5.84% 30.39% 44.18% 3.32% 7.11% 1.85% 2.33% .04% .08% .27% .48% .17% .29%

Job Title/Series: 0260 Equal Opportunity Employment Specialist

Total Received # 36

Voluntarily Identified

# 28 10 18 2 5 1 1 6 10 1 0 0 0 0 0 0 2

% 100% 35.71% 64.29% 7.14% 17.86% 3.57% 3.57% 21.43% 35.71% 3.57% .00% .00% .00% .00% .00% .00% 7.14%

Qualified of those Identified

# 27 10 17 2 5 1 1 6 9 1 0 0 0 0 0 0 2

% 100% 37.04% 62.96% 7.41% 18.52% 3.70% 3.70% 22.22% 33.33% 3.70% .00% .00% .00% .00% .00% .00% 7.41%

Selected of those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 53.57% 46.43% 4.37% 4.33% 41.05% 32.18% 4.26% 6.89% 2.89% 2.11% .05% .10% .63% .52% .31% .30%

Job Title/Series: 0301 Travel Systems Administrator & Program Coordinator

Total Received # 118

Voluntarily Identified

# 104 51 53 6 3 27 5 13 40 4 3 1 0 0 1 0 1

% 100% 49.04% 50.96% 5.77% 2.88% 25.96% 4.81% 12.50% 38.46% 3.85% 2.88% .96% .00% .00% .96% .00% .96%

Qualified of those Identified

# 23 12 11 3 0 6 1 2 10 1 0 0 0 0 0 0 0

% 100% 52.17% 47.83% 13.04% .00% 26.09% 4.35% 8.70% 43.48% 4.35% .00% .00% .00% .00% .00% .00% .00%

Selected of those Identified

# 5 3 2 1 0 1 1 1 1 0 0 0 0 0 0 0 0

% 100% 60.00% 40.00% 20.00% .00% 20.00% 20.00% 20.00% 20.00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 36.71% 63.29% 2.86% 5.87% 27.06% 43.84% 3.60% 8.89% 2.57% 3.64% .03% .05% .33% .62% .26% .39%
Job Title/Series: 0306 Government Information Specialist, GS-0306-11

Total Received # 345

Voluntarily Identified

# 275 112 163 12 17 41 16 50 122 8 4 0 0 1 1 0 3

% 100% 40.73% 59.27% 4.36% 6.18% 14.91% 5.82% 18.18% 44.36% 2.91% 1.45% .00% .00% .36% .36% .00% 1.09%

Qualified of those Identified

# 224 93 131 12 14 33 10 42 100 5 4 0 0 1 1 0 2

% 100% 41.52% 58.48% 5.36% 6.25% 14.73% 4.46% 18.75% 44.64% 2.23% 1.79% .00% .00% .45% .45% .00% .89%

Selected of those Identified

# 4 1 3 0 0 1 0 0 2 0 0 0 0 0 1 0 0

% 100% 25.00% 75.00% .00% .00% 25.00% .00% .00% 50.00% .00% .00% .00% .00% .00% 25.00% .00% .00%

CLF 36.71% 63.29% 2.86% 5.87% 27.06% 43.84% 3.60% 8.89% 2.57% 3.64% .03% .05% .33% .62% .26% .39%

Job Title/Series: 0340 Program Manager

Total Received # 235

Voluntarily Identified

# 169 91 78 6 14 30 14 29 37 22 11 0 0 2 0 2 2

% 100% 53.85% 46.15% 3.55% 8.28% 17.75% 8.28% 17.16% 21.89% 13.02% 6.51% .00% .00% 1.18% .00% 1.18% 1.18%

Qualified of those Identified

# 105 45 60 3 10 10 11 14 27 14 10 0 0 2 0 2 2

% 100% 42.86% 57.14% 2.86% 9.52% 9.52% 10.48% 13.33% 25.71% 13.33% 9.52% .00% .00% 1.90% .00% 1.90% 1.90%

Selected of those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 36.71% 63.29% 2.86% 5.87% 27.06% 43.84% 3.60% 8.89% 2.57% 3.64% .03% .05% .33% .62% .26% .39%

Job Title/Series: 0341 Administrative Officer

Total Received # 2

Voluntarily Identified

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% .00% .00% 100.00% .00% .00% .00% .00% .00% .00% .00% .00%

Qualified of those Identified

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% .00% .00% 100.00% .00% .00% .00% .00% .00% .00% .00% .00%

Selected of those Identified

# 2 0 2 0 1 0 0 0 1 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% 50.00% .00% .00% .00% 50.00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 36.71% 63.29% 2.86% 5.87% 27.06% 43.84% 3.60% 8.89% 2.57% 3.64% .03% .05% .33% .62% .26% .39%

Job Title/Series: 0343 Supervisory Management Analyst

Total Received # 407

Voluntarily Identified

# 317 149 168 18 10 36 28 79 114 12 9 0 0 1 3 3 4

% 100% 47.00% 53.00% 5.68% 3.15% 11.36% 8.83% 24.92% 35.96% 3.79% 2.84% .00% .00% .32% .95% .95% 1.26%

Qualified of those Identified

# 51 23 28 2 2 7 5 10 19 2 2 0 0 1 0 1 0

% 100% 45.10% 54.90% 3.92% 3.92% 13.73% 9.80% 19.61% 37.25% 3.92% 3.92% .00% .00% 1.96% .00% 1.96% .00%

Selected of those Identified

# 4 2 2 0 1 0 0 1 1 1 0 0 0 0 0 0 0

% 100% 50.00% 50.00% .00% 25.00% .00% .00% 25.00% 25.00% 25.00% .00% .00% .00% .00% .00% .00% .00%

CLF 58.45% 41.55% 2.46% 2.14% 49.01% 32.56% 3.03% 3.80% 3.33% 2.46% .02% .04% .31% .32% .27% .24%

Job Title/Series: 0501 Financial Management Specialist, GS-0501-11

Total Received # 199

Voluntarily Identified

# 148 67 81 9 10 17 17 31 47 10 5 0 0 0 1 0 1

% 100% 45.27% 54.73% 6.08% 6.76% 11.49% 11.49% 20.95% 31.76% 6.76% 3.38% .00% .00% .00% .68% .00% .68%

Qualified of those Identified

# 133 58 75 9 10 14 15 25 44 10 4 0 0 0 1 0 1

% 100% 43.61% 56.39% 6.77% 7.52% 10.53% 11.28% 18.80% 33.08% 7.52% 3.01% .00% .00% .00% .75% .00% .75%

Selected of those Identified

# 2 0 2 0 0 0 0 0 2 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% .00% .00% 100.00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 43.73% 56.27% 4.04% 5.78% 32.50% 38.61% 4.69% 7.62% 1.75% 3.19% .00% .06% .39% .83% .38% .17%
Job Title/Series: 0510 Staff Accountant, GS-0510-13

Total Received # 349

Voluntarily Identified

# 274 119 155 8 11 36 15 51 95 22 32 0 0 1 0 1 2

% 100% 43.43% 56.57% 2.92% 4.01% 13.14% 5.47% 18.61% 34.67% 8.03% 11.68% .00% .00% .36% .00% .36% .73%

Qualified of those Identified

# 148 61 87 4 4 20 8 26 56 10 19 0 0 0 0 1 0

% 100% 41.22% 58.78% 2.70% 2.70% 13.51% 5.41% 17.57% 37.84% 6.76% 12.84% .00% .00% .00% .00% .68% .00%

Selected of those Identified

# 2 0 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% 50.00% .00% 50.00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 39.91% 60.09% 2.19% 3.93% 31.79% 44.23% 2.49% 5.66% 3.06% 5.49% .02% .06% .19% .43% .17% .29%

Job Title/Series: 0511 Supervisory Auditor

Total Received # 746

Voluntarily Identified

# 595 280 315 22 34 65 42 139 169 45 61 0 0 0 0 9 9

% 100% 47.06% 52.94% 3.70% 5.71% 10.92% 7.06% 23.36% 28.40% 7.56% 10.25% .00% .00% .00% .00% 1.51% 1.51%

Qualified of those Identified

# 415 194 221 17 23 43 30 95 118 32 43 0 0 0 0 7 7

% 100% 46.75% 53.25% 4.10% 5.54% 10.36% 7.23% 22.89% 28.43% 7.71% 10.36% .00% .00% .00% .00% 1.69% 1.69%

Selected of those Identified

# 12 2 10 0 1 0 2 2 4 0 3 0 0 0 0 0 0

% 100% 16.67% 83.33% .00% 8.33% .00% 16.67% 16.67% 33.33% .00% 25.00% .00% .00% .00% .00% .00% .00%

CLF 39.91% 60.09% 2.19% 3.93% 31.79% 44.23% 2.49% 5.66% 3.06% 5.49% .02% .06% .19% .43% .17% .29%

Job Title/Series: 0525 Accounting Technician

Total Received # 216

Voluntarily Identified

# 175 62 113 9 9 16 14 25 73 12 14 0 0 0 0 0 3

% 100% 35.43% 64.57% 5.14% 5.14% 9.14% 8.00% 14.29% 41.71% 6.86% 8.00% .00% .00% .00% .00% .00% 1.71%

Qualified of those Identified

# 150 51 99 9 8 11 13 21 64 10 11 0 0 0 0 0 3

% 100% 34.00% 66.00% 6.00% 5.33% 7.33% 8.67% 14.00% 42.67% 6.67% 7.33% .00% .00% .00% .00% .00% 2.00%

Selected of those Identified

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% .00% .00% 100.00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 11.10% 88.90% 1.22% 7.15% 7.77% 70.72% 1.20% 6.64% .74% 2.98% .20% .10% .09% .88% .07% .42%

Job Title/Series: 0560 Supvy Budget Analyst

Total Received # 345

Voluntarily Identified

# 270 128 142 17 8 42 23 46 91 19 19 0 0 1 0 3 1

% 100% 47.41% 52.59% 6.30% 2.96% 15.56% 8.52% 17.04% 33.70% 7.04% 7.04% .00% .00% .37% .00% 1.11% .37%

Qualified of those Identified

# 86 40 46 4 5 12 7 15 27 8 7 0 0 0 0 1 0

% 100% 46.51% 53.49% 4.65% 5.81% 13.95% 8.14% 17.44% 31.40% 9.30% 8.14% .00% .00% .00% .00% 1.16% .00%

Selected of those Identified

# 4 2 2 0 1 0 0 0 1 2 0 0 0 0 0 0 0

% 100% 50.00% 50.00% .00% 25.00% .00% .00% .00% 25.00% 50.00% .00% .00% .00% .00% .00% .00% .00%

CLF 36.51% 63.48% 1.98% 4.69% 26.93% 41.07% 4.58% 11.51% 2.33% 4.71% .05% .19% .43% .65% .21% .66%

Job Title/Series: 0905 General Attorney (Department Level)

Total Received # 335

Voluntarily Identified

# 209 106 103 15 16 51 42 34 32 6 13 0 0 0 0 0 0

% 100% 50.72% 49.28% 7.18% 7.66% 24.40% 20.10% 16.27% 15.31% 2.87% 6.22% .00% .00% .00% .00% .00% .00%

Qualified of those Identified

# 156 77 79 11 14 40 31 21 21 5 13 0 0 0 0 0 0

% 100% 49.36% 50.64% 7.05% 8.97% 25.64% 19.87% 13.46% 13.46% 3.21% 8.33% .00% .00% .00% .00% .00% .00%

Selected of those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 66.70% 33.30% 2.52% 1.85% 59.68% 26.68% 2.13% 2.60% 1.82% 1.74% .02% .01% .31% .23% .22% .18%
Job Title/Series: 0986 Legal Assistant

Total Received # 155

Voluntarily Identified

# 118 41 77 3 5 21 14 10 51 7 2 0 0 0 3 0 2

% 100% 34.75% 65.25% 2.54% 4.24% 17.80% 11.86% 8.47% 43.22% 5.93% 1.69% .00% .00% .00% 2.54% .00% 1.69%

Qualified of those Identified

# 34 10 24 1 0 7 0 0 24 2 0 0 0 0 0 0 0

% 100% 29.41% 70.59% 2.94% .00% 20.59% .00% .00% 70.59% 5.88% .00% .00% .00% .00% .00% .00% .00%

Selected of those Identified

# 3 0 3 0 0 0 0 0 3 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% .00% .00% 100.00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 25.90% 74.10% 2.00% 7.30% 19.20% 55.70% 2.60% 7.30% 1.50% 2.10% .00% .10% .20% .60% .30% .70%

Job Title/Series: 1102 Supvy Contract Specialist

Total Received # 217

Voluntarily Identified

# 166 66 100 6 11 24 13 29 64 6 7 0 0 0 0 1 5

% 100% 39.76% 60.24% 3.61% 6.63% 14.46% 7.83% 17.47% 38.55% 3.61% 4.22% .00% .00% .00% .00% .60% 3.01%

Qualified of those Identified

# 107 41 66 4 5 15 11 17 43 5 3 0 0 0 0 0 4

% 100% 38.32% 61.68% 3.74% 4.67% 14.02% 10.28% 15.89% 40.19% 4.67% 2.80% .00% .00% .00% .00% .00% 3.74%

Selected of those Identified

# 4 2 2 0 0 1 2 1 0 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% .00% .00% 25.00% 50.00% 25.00% .00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 46.24% 53.76% 3.29% 3.80% 38.09% 41.87% 3.01% 5.47% 1.38% 1.77% .02% .12% .34% .48% .11% .26%

Job Title/Series: 1106 Procurement Tech

Total Received # 59

Voluntarily Identified

# 50 18 32 1 3 3 1 12 24 2 1 0 0 0 1 0 2

% 100% 36.00% 64.00% 2.00% 6.00% 6.00% 2.00% 24.00% 48.00% 4.00% 2.00% .00% .00% .00% 2.00% .00% 4.00%

Qualified of those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00%

Selected of those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 36.90% 63.10% 2.90% 4.50% 28.50% 46.10% 3.10% 8.80% 1.70% 2.00% .00% .00% .00% .80% .30% .30%

Job Title/Series: 1160 Financial Analyst

Total Received # 450

Voluntarily Identified

# 346 191 155 18 10 73 26 67 93 28 22 1 0 1 0 3 4

% 100% 55.20% 44.80% 5.20% 2.89% 21.10% 7.51% 19.36% 26.88% 8.09% 6.36% .29% .00% .29% .00% .87% 1.16%

Qualified of those Identified

# 276 148 128 17 8 52 21 52 76 23 19 1 0 1 0 2 4

% 100% 53.62% 46.38% 6.16% 2.90% 18.84% 7.61% 18.84% 27.54% 8.33% 6.88% .36% .00% .36% .00% .72% 1.45%

Selected of those Identified

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% 100.00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 67.10% 32.90% 3.10% 2.00% 54.00% 22.00% 3.50% 3.80% 5.50% 4.20% .10% .00% .00% .10% .70% .60%

Job Title/Series: 1501 Pension Information System Modeler

Total Received # 66

Voluntarily Identified

# 41 27 14 0 0 13 4 7 7 7 3 0 0 0 0 0 0

% 100% 65.85% 34.15% .00% .00% 31.71% 9.76% 17.07% 17.07% 17.07% 7.32% .00% .00% .00% .00% .00% .00%

Qualified of those Identified

# 20 9 11 0 0 5 3 1 5 3 3 0 0 0 0 0 0

% 100% 45.00% 55.00% .00% .00% 25.00% 15.00% 5.00% 25.00% 15.00% 15.00% .00% .00% .00% .00% .00% .00%

Selected of those Identified

# 1 0 1 0 0 0 0 0 0 0 1 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% .00% .00% .00% .00% 100.00% .00% .00% .00% .00% .00% .00%

CLF 52.70% 47.20% 2.10% 2.80% 43.20% 32.60% 2.30% 4.80% 3.70% 5.80% .00% .30% .10% .30% .90% .30%
Job Title/Series: 1510 Supvisory Actuary

Total Received # 180

Voluntarily Identified

# 126 97 29 4 1 57 15 15 6 21 6 0 0 0 0 0 1

% 100% 76.98% 23.02% 3.17% .79% 45.24% 11.90% 11.90% 4.76% 16.67% 4.76% .00% .00% .00% .00% .00% .79%

Qualified of those Identified

# 66 52 14 2 0 37 7 6 2 7 4 0 0 0 0 0 1

% 100% 78.79% 21.21% 3.03% .00% 56.06% 10.61% 9.09% 3.03% 10.61% 6.06% .00% .00% .00% .00% .00% 1.52%

Selected of those Identified

# 6 4 2 0 0 2 2 2 0 0 0 0 0 0 0 0 0

% 100% 66.67% 33.33% .00% .00% 33.33% 33.33% 33.33% .00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF 67.10% 32.90% 1.30% .60% 60.40% 27.00% 1.10% 1.20% 3.70% 3.40% .00% .00% .00% .00% .50% .70%

Job Title/Series: 2210 Information Technology Specialist (OGC)

Total Received # 440

Voluntarily Identified

# 337 243 94 18 9 49 16 88 44 82 22 0 0 3 0 3 3

% 100% 72.11% 27.89% 5.34% 2.67% 14.54% 4.75% 26.11% 13.06% 24.33% 6.53% .00% .00% .89% .00% .89% .89%

Qualified of those Identified

# 184 129 55 10 5 26 9 46 25 42 14 0 0 2 0 3 2

% 100% 70.11% 29.89% 5.43% 2.72% 14.13% 4.89% 25.00% 13.59% 22.83% 7.61% .00% .00% 1.09% .00% 1.63% 1.09%

Selected of those Identified

# 8 5 3 0 0 0 2 3 0 2 1 0 0 0 0 0 0

% 100% 62.50% 37.50% .00% .00% .00% 25.00% 37.50% .00% 25.00% 12.50% .00% .00% .00% .00% .00% .00%

CLF 70.36% 29.64% 5.39% 2.17% 52.21% 20.89% 6.61% 4.50% 5.14% 1.55% .10% .05% .53% .29% .38% .18%

Job Title/Series: 5995 Auditor (Pathways Intern)

Total Received # 106

Voluntarily Identified

# 93 46 47 5 8 8 5 27 28 4 6 0 0 0 0 2 0

% 100% 49.46% 50.54% 5.38% 8.60% 8.60% 5.38% 29.03% 30.11% 4.30% 6.45% .00% .00% .00% .00% 2.15% .00%

Qualified of those Identified

# 30 19 11 3 3 4 0 9 5 3 3 0 0 0 0 0 0

% 100% 63.33% 36.67% 10.00% 10.00% 13.33% .00% 30.00% 16.67% 10.00% 10.00% .00% .00% .00% .00% .00% .00%

Selected of those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF

Job Title/Series: ZZZZ Financial Analyst

Total Received # 336

Voluntarily Identified

# 254 147 107 5 8 49 20 64 70 24 9 0 0 4 0 1 0

% 100% 57.87% 42.13% 1.97% 3.15% 19.29% 7.87% 25.20% 27.56% 9.45% 3.54% .00% .00% 1.57% .00% .39% .00%

Qualified of those Identified

# 242 141 101 5 8 46 20 63 64 22 9 0 0 4 0 1 0

% 100% 58.26% 41.74% 2.07% 3.31% 19.01% 8.26% 26.03% 26.45% 9.09% 3.72% .00% .00% 1.65% .00% .41% .00%

Selected of those Identified

# 2 0 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0

% 100% .00% 100.00% .00% .00% .00% 100.00% .00% .00% .00% .00% .00% .00% .00% .00% .00% .00%

CLF
Table B7: APPLICATIONS AND HIRES FOR MAJOR OCCUPATIONS - Distribution by Disability (Permanent)

Total

Total by Disability Status Detail for Targeted Disabilities

No Disability 

[05]

Not Identified 

[01]

Disability [06 -

98]

Targeted 

Disability

Developmental 

Disability [02]

Traumatic 

BrainInjury

[03]

Deaf or

Serious 

Difficulty 

Hearing[19]

Blind or

Serious 

Difficulty 

Seeing [20]

Missing 

Extremities [31]

Significant

Mobility 

Impairment 

[40]

Partial or 

Complete 

Paralysis [60]

Epilepsy or 

Other Seizure 

Disorders [82]

Intellectual 

Disability [90]

Significant 

Psychiatric 

Disorder[91] Dwarfism [92]

Significant 

Disfigurement 

[93]

Schedule A

Applications

# 1 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Hires

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Voluntarily Identified (Outside of Schedule A Applicants)

Applications

# 4909 2912 1505 492 223 14 24 48 30 5 25 6 8 0 93 0 4

% 100.00% 59.32% 30.66% 10.02% 4.54% 0.29% 0.49% 0.98% 0.61% 0.10% 0.51% 0.12% 0.16% 0.00% 1.89% 0.00% 0.08%

Hires

# 78 34 37 7 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 43.59% 47.44% 8.97% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0110

Total Received # 92

Voluntarily Identified

# 91 46 44 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.55% 48.35% 1.10% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified of those Identified

# 49 19 29 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 38.78% 59.18% 2.04% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of those Identified

# 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0201

Total Received # 165

Voluntarily Identified

# 110 68 22 20 8 0 0 2 0 1 1 0 0 0 3 0 1

% 100.00% 61.82% 20.00% 18.18% 7.27% 0.00% 0.00% 1.82% 0.00% 0.91% 0.91% 0.00% 0.00% 0.00% 2.73% 0.00% 0.91%

Qualified of those Identified

# 63 40 13 10 5 0 0 1 0 0 0 0 0 0 3 0 1

% 100.00% 63.49% 20.63% 15.87% 7.94% 0.00% 0.00% 1.59% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.76% 0.00% 1.59%

Selected of those Identified

# 2 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0260

Total Received # 36

Voluntarily Identified

# 23 13 3 7 2 0 1 0 0 0 0 0 0 0 1 0 0

% 100.00% 56.52% 13.04% 30.43% 8.70% 0.00% 4.35% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.35% 0.00% 0.00%

Qualified of those Identified

# 22 13 2 7 2 0 1 0 0 0 0 0 0 0 1 0 0

% 100.00% 59.09% 9.09% 31.82% 9.09% 0.00% 4.55% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.55% 0.00% 0.00%

Selected of those Identified

# 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Occupation Series Code (Four Digits): 0301

Total Received # 118

Voluntarily Identified

# 106 72 23 11 4 0 1 0 1 0 0 0 0 0 3 0 0

% 100.00% 67.92% 21.70% 10.38% 3.77% 0.00% 0.94% 0.00% 0.94% 0.00% 0.00% 0.00% 0.00% 0.00% 2.83% 0.00% 0.00%

Qualified of those Identified

# 21 13 4 4 1 0 1 0 1 0 0 0 0 0 0 0 0

% 100.00% 61.90% 19.05% 19.05% 4.76% 0.00% 4.76% 0.00% 4.76% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of those Identified

# 3 1 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 33.33% 33.33% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0306

Total Received # 345

Voluntarily Identified

# 335 164 128 43 16 1 2 1 6 0 1 0 1 0 6 0 0

% 100.00% 48.96% 38.21% 12.84% 4.78% 0.30% 0.60% 0.30% 1.79% 0.00% 0.30% 0.00% 0.30% 0.00% 1.79% 0.00% 0.00%

Qualified of those Identified

# 275 134 112 29 9 0 2 0 6 0 1 0 0 0 2 0 0

% 100.00% 48.73% 40.73% 10.55% 3.27% 0.00% 0.73% 0.00% 2.18% 0.00% 0.36% 0.00% 0.00% 0.00% 0.73% 0.00% 0.00%

Selected of those Identified

# 6 4 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 66.67% 16.67% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0340

Total Received # 235

Voluntarily Identified

# 151 98 30 23 17 0 7 2 0 0 2 2 0 0 9 0 0

% 100.00% 64.90% 19.87% 15.23% 11.26% 0.00% 4.64% 1.32% 0.00% 0.00% 1.32% 1.32% 0.00% 0.00% 5.96% 0.00% 0.00%

Qualified of those Identified

# 90 68 14 8 6 0 3 0 0 0 1 1 0 0 3 0 0

% 100.00% 75.56% 15.56% 8.89% 6.67% 0.00% 3.33% 0.00% 0.00% 0.00% 1.11% 1.11% 0.00% 0.00% 3.33% 0.00% 0.00%

Selected of those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0341

Total Received # 2

Voluntarily Identified

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified of those Identified

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of those Identified

# 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0343

Total Received # 407

Voluntarily Identified

# 403 185 175 43 11 0 1 2 0 0 1 0 2 0 6 0 0

% 100.00% 45.91% 43.42% 10.67% 2.73% 0.00% 0.25% 0.50% 0.00% 0.00% 0.25% 0.00% 0.50% 0.00% 1.49% 0.00% 0.00%

Qualified of those Identified

# 65 24 27 14 4 0 0 1 0 0 1 0 1 0 2 0 0

% 100.00% 36.92% 41.54% 21.54% 6.15% 0.00% 0.00% 1.54% 0.00% 0.00% 1.54% 0.00% 1.54% 0.00% 3.08% 0.00% 0.00%

Selected of those Identified

# 4 0 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Occupation Series Code (Four Digits): 0501

Total Received # 199

Voluntarily Identified

# 125 110 3 12 5 0 1 2 1 0 0 0 0 0 1 0 0

% 100.00% 88.00% 2.40% 9.60% 4.00% 0.00% 0.80% 1.60% 0.80% 0.00% 0.00% 0.00% 0.00% 0.00% 0.80% 0.00% 0.00%

Qualified of those Identified

# 113 102 3 8 4 0 1 1 1 0 0 0 0 0 1 0 0

% 100.00% 90.27% 2.65% 7.08% 3.54% 0.00% 0.88% 0.88% 0.88% 0.00% 0.00% 0.00% 0.00% 0.00% 0.88% 0.00% 0.00%

Selected of those Identified

# 3 2 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 66.67% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0510

Total Received # 349

Voluntarily Identified

# 319 193 91 35 12 0 0 2 2 0 1 0 0 0 6 0 1

% 100.00% 60.50% 28.53% 10.97% 3.76% 0.00% 0.00% 0.63% 0.63% 0.00% 0.31% 0.00% 0.00% 0.00% 1.88% 0.00% 0.31%

Qualified of those Identified

# 176 102 54 20 5 0 0 1 1 0 0 0 0 0 3 0 0

% 100.00% 57.95% 30.68% 11.36% 2.84% 0.00% 0.00% 0.57% 0.57% 0.00% 0.00% 0.00% 0.00% 0.00% 1.70% 0.00% 0.00%

Selected of those Identified

# 3 1 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0511

Total Received # 746

Voluntarily Identified

# 695 421 211 63 30 2 4 4 7 0 1 2 4 0 11 0 0

% 100.00% 60.58% 30.36% 9.06% 4.32% 0.29% 0.58% 0.58% 1.01% 0.00% 0.14% 0.29% 0.58% 0.00% 1.58% 0.00% 0.00%

Qualified of those Identified

# 471 285 149 37 16 2 2 3 5 0 0 1 2 0 3 0 0

% 100.00% 60.51% 31.63% 7.86% 3.40% 0.42% 0.42% 0.64% 1.06% 0.00% 0.00% 0.21% 0.42% 0.00% 0.64% 0.00% 0.00%

Selected of those Identified

# 16 5 9 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 31.25% 56.25% 12.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0525

Total Received # 216

Voluntarily Identified

# 198 130 49 19 8 1 0 3 0 1 0 0 0 0 3 0 0

% 100.00% 65.66% 24.75% 9.60% 4.04% 0.51% 0.00% 1.52% 0.00% 0.51% 0.00% 0.00% 0.00% 0.00% 1.52% 0.00% 0.00%

Qualified of those Identified

# 168 109 43 16 6 1 0 3 0 1 0 0 0 0 1 0 0

% 100.00% 64.88% 25.60% 9.52% 3.57% 0.60% 0.00% 1.79% 0.00% 0.60% 0.00% 0.00% 0.00% 0.00% 0.60% 0.00% 0.00%

Selected of those Identified

# 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0560

Total Received # 345

Voluntarily Identified

# 336 184 111 41 20 1 1 12 3 0 3 0 0 0 2 0 0

% 100.00% 54.76% 33.04% 12.20% 5.95% 0.30% 0.30% 3.57% 0.89% 0.00% 0.89% 0.00% 0.00% 0.00% 0.60% 0.00% 0.00%

Qualified of those Identified

# 109 57 38 14 7 1 0 5 1 0 1 0 0 0 0 0 0

% 100.00% 52.29% 34.86% 12.84% 6.42% 0.92% 0.00% 4.59% 0.92% 0.00% 0.92% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of those Identified

# 5 4 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 80.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Occupation Series Code (Four Digits): 0905

Total Received # 335

Voluntarily Identified

# 201 142 44 15 9 0 0 0 0 3 0 1 0 0 5 0 0

% 100.00% 70.65% 21.89% 7.46% 4.48% 0.00% 0.00% 0.00% 0.00% 1.49% 0.00% 0.50% 0.00% 0.00% 2.49% 0.00% 0.00%

Qualified of those Identified

# 137 101 24 12 9 0 0 0 0 3 0 1 0 0 5 0 0

% 100.00% 73.72% 17.52% 8.76% 6.57% 0.00% 0.00% 0.00% 0.00% 2.19% 0.00% 0.73% 0.00% 0.00% 3.65% 0.00% 0.00%

Selected of those Identified

# 2 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 0986

Total Received # 155

Voluntarily Identified

# 152 95 45 12 12 7 0 2 0 0 0 0 0 0 7 0 0

% 100.00% 62.50% 29.61% 7.89% 7.89% 4.61% 0.00% 1.32% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.61% 0.00% 0.00%

Qualified of those Identified

# 44 27 15 2 2 2 0 0 0 0 0 0 0 0 2 0 0

% 100.00% 61.36% 34.09% 4.55% 4.55% 4.55% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 4.55% 0.00% 0.00%

Selected of those Identified

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 1102

Total Received # 217

Voluntarily Identified

# 169 120 29 20 9 0 2 0 2 0 1 1 1 0 5 0 0

% 100.00% 71.01% 17.16% 11.83% 5.33% 0.00% 1.18% 0.00% 1.18% 0.00% 0.59% 0.59% 0.59% 0.00% 2.96% 0.00% 0.00%

Qualified of those Identified

# 105 76 17 12 6 0 2 0 2 0 0 0 1 0 3 0 0

% 100.00% 72.38% 16.19% 11.43% 5.71% 0.00% 1.90% 0.00% 1.90% 0.00% 0.00% 0.00% 0.95% 0.00% 2.86% 0.00% 0.00%

Selected of those Identified

# 8 4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 1106

Total Received # 59

Voluntarily Identified

# 42 32 3 7 2 0 0 1 1 0 0 0 0 0 2 0 0

% 100.00% 76.19% 7.14% 16.67% 4.76% 0.00% 0.00% 2.38% 2.38% 0.00% 0.00% 0.00% 0.00% 0.00% 4.76% 0.00% 0.00%

Qualified of those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 1160

Total Received # 450

Voluntarily Identified

# 387 246 104 37 23 2 1 6 2 0 6 0 0 0 9 0 0

% 100.00% 63.57% 26.87% 9.56% 5.94% 0.52% 0.26% 1.55% 0.52% 0.00% 1.55% 0.00% 0.00% 0.00% 2.33% 0.00% 0.00%

Qualified of those Identified

# 300 195 77 28 19 1 1 6 2 0 5 0 0 0 6 0 0

% 100.00% 65.00% 25.67% 9.33% 6.33% 0.33% 0.33% 2.00% 0.67% 0.00% 1.67% 0.00% 0.00% 0.00% 2.00% 0.00% 0.00%

Selected of those Identified

# 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 1501

Total Received # 66

Voluntarily Identified

# 64 31 31 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 48.44% 48.44% 3.13% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified of those Identified

# 31 14 16 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 45.16% 51.61% 3.23% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of those Identified

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Occupation Series Code (Four Digits): 1510

Total Received # 180

Voluntarily Identified

# 155 84 58 13 7 0 1 2 0 0 1 0 0 0 3 0 1

% 100.00% 54.19% 37.42% 8.39% 4.52% 0.00% 0.65% 1.29% 0.00% 0.00% 0.65% 0.00% 0.00% 0.00% 1.94% 0.00% 0.65%

Qualified of those Identified

# 73 42 24 7 2 0 0 2 0 0 0 0 0 0 0 0 0

% 100.00% 57.53% 32.88% 9.59% 2.74% 0.00% 0.00% 2.74% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of those Identified

# 10 4 6 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 40.00% 60.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 2210

Total Received # 440

Voluntarily Identified

# 427 232 159 36 14 0 2 1 3 0 1 0 0 0 7 0 1

% 100.00% 54.33% 37.24% 8.43% 3.28% 0.00% 0.47% 0.23% 0.70% 0.00% 0.23% 0.00% 0.00% 0.00% 1.64% 0.00% 0.23%

Qualified of those Identified

# 227 131 74 22 9 0 1 1 3 0 0 0 0 0 4 0 0

% 100.00% 57.71% 32.60% 9.69% 3.96% 0.00% 0.44% 0.44% 1.32% 0.00% 0.00% 0.00% 0.00% 0.00% 1.76% 0.00% 0.00%

Selected of those Identified

# 10 4 5 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 40.00% 50.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): 5995

Total Received # 106

Voluntarily Identified

# 95 75 18 2 2 0 0 0 0 0 2 0 0 0 0 0 0

% 100.00% 78.95% 18.95% 2.11% 2.11% 0.00% 0.00% 0.00% 0.00% 0.00% 2.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified of those Identified

# 29 26 1 2 2 0 0 0 0 0 2 0 0 0 0 0 0

% 100.00% 89.66% 3.45% 6.90% 6.90% 0.00% 0.00% 0.00% 0.00% 0.00% 6.90% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of those Identified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Occupation Series Code (Four Digits): ZZZZ

Total Received # 336

Voluntarily Identified

# 325 170 124 31 12 0 0 6 2 0 4 0 0 0 4 0 0

% 100.00% 52.31% 38.15% 9.54% 3.69% 0.00% 0.00% 1.85% 0.62% 0.00% 1.23% 0.00% 0.00% 0.00% 1.23% 0.00% 0.00%

Qualified of those Identified

# 300 165 107 28 11 0 0 5 2 0 3 0 0 0 4 0 0

% 100.00% 55.00% 35.67% 9.33% 3.67% 0.00% 0.00% 1.67% 0.67% 0.00% 1.00% 0.00% 0.00% 0.00% 1.33% 0.00% 0.00%

Selected of those Identified

# 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
PBGC PENSION BENEFIT GUARANTY CORPORATION For Period ( 2018-10-01 TO 2019-10-01 )

Table A8: NEW HIRES BY TYPE OF APPOINTMENT - Distribution by Race/Ethnicity and Sex

Employment Tenure TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or 

African American Asian

Native Hawaiian or 

Other Pacific

American Indian or 

Alaska Native Two or more races None Specified

All male female male female male female male female male female male female male female male female male female

Permanent

# 64 24 40 3 1 12 15 7 19 2 4 0 0 0 0 0 0 0 1

% 100% 37.50% 62.50% 4.69% 1.56% 18.75% 23.44% 10.94% 29.69% 3.13% 6.25% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 1.56%

Temporary

# 45 21 24 3 4 14 7 1 11 2 1 0 0 0 0 0 0 1 1

% 100% 46.67% 53.33% 6.67% 8.89% 31.11% 15.56% 2.22% 24.44% 4.44% 2.22% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 2.22% 2.22%

TOTAL

# 109 45 64 6 5 26 22 8 30 4 5 0 0 0 0 0 0 1 1

% 100% 41.28% 53.33% 5.50% 4.59% 23.85% 20.18% 7.34% 27.52% 3.67% 4.59% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.92% 1.83%

Nat 2010 CLF % 100% 51.86% 48.14% 5.17% 4.79% 38.33% 34.03% 5.49% 6.53% 1.97% 1.93% 0.07% 0.07% 0.55% 0.53% 0.26% 0.28% 0.26% 0.28%

PBGC PENSION BENEFIT GUARANTY CORPORATION For Period ( 2018-10-01 TO 2019-10-01 )

Table B8: NEW HIRES BY TYPE OF APPOINTMENT - Distribution by Disability

Type of Appointment Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted 

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsive

Disorder/ 

Epilepsy

-90

Mental

Retardation

/ Severe 

Intellectual 

Disability

-91

Mental

Illness/ 

Psychiatri 

c Disabilty

-92

Distortion

Limb-Spine/ 

Dwarfism

Permanent

# 60 48 5 7 0 0 0 0 0 0 0 0 0 0

% 100% 80.00% 8.33% 11.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Temporary

# 45 37 6 2 0 0 0 0 0 0 0 0 0 0

% 100% 82.22% 13.33% 4.44% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Total

# 105 85 11 9 0 0 0 0 0 0 0 0 0 0

% 100% 80.95% 10.48% 8.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex

Total

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or Latino

White

Black or African 

American Asian

Hawaiian or 

Other Pacific

Indian or 

Alaska Native Two or More Races

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female

Job Series of Vacancy: 0201 HR Specialist, GS-14 (CRBAD)

Total Applications Received # 2 0 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0

Qualified

# 2 0 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 0260 Equal Employment Specialist

Total Applications Received # 2 0 2 0 0 0 0 0 2 0 0 0 0 0 0 0 0

Qualified

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 0301 Travel Systems Administrator & Program Coordinator

Total Applications Received # 18 5 13 1 0 1 1 1 12 2 0 0 0 0 0 0 0

Qualified

# 14 3 11 1 0 1 1 0 10 1 0 0 0 0 0 0 0

% 100% 21.43% 78.57% 7.14% 0.00% 7.14% 7.14% 0.00% 71.43% 7.14% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 4 2 2 1 0 1 1 0 1 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 25.00% 0.00% 25.00% 25.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 0306 Government Information Specialist

Total Applications Received # 3 0 3 0 0 0 0 0 3 0 0 0 0 0 0 0 0

Qualified

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 0341 Administrative Officer

Total Applications Received # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

Qualified

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 0343 Supervisory Management Analyst

Total Applications Received # 3 2 1 0 0 0 0 1 1 1 0 0 0 0 0 0 0

Qualified

# 1 1 0 0 0 0 0 0 0 1 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 1 0 0 0 0 0 0 0 1 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 0510 Staff Accountant, GS-0510-13

Total Applications Received # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Qualified

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %
Job Series of Vacancy: 0511 Supervisory Auditor

Total Applications Received # 17 5 12 0 1 2 0 1 9 2 2 0 0 0 0 0 0

Qualified

# 15 5 10 0 1 2 0 1 7 2 2 0 0 0 0 0 0

% 100% 33.33% 66.67% 0.00% 6.67% 13.33% 0.00% 6.67% 46.67% 13.33% 13.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 2 0 2 0 0 0 0 0 0 0 2 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 0560 Budget Analyst

Total Applications Received # 6 2 4 0 1 1 0 1 2 0 1 0 0 0 0 0 0

Qualified

# 2 0 2 0 1 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 50.00% 0.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 1102 Supervisory Contract Specialist

Total Applications Received # 3 2 1 0 0 1 1 1 0 0 0 0 0 0 0 0 0

Qualified

# 3 2 1 0 0 1 1 1 0 0 0 0 0 0 0 0 0

% 100% 66.67% 33.33% 0.00% 0.00% 33.33% 33.33% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 1199 Financial Analyst (Pathways Intern)

Total Applications Received # 3 0 3 0 0 0 0 0 2 0 1 0 0 0 0 0 0

Qualified

# 2 0 2 0 0 0 0 0 2 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 1510 Actuary

Total Applications Received # 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

Qualified

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

Job Series of Vacancy: 2210 INFORMATION TECHNOLOGY PROJECT MANAGER

Total Applications Received # 2 0 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0

Qualified

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %
Table B9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS for Major Occupations by Disability

Total

Total by Disability Status Detail for Targeted Disabilities

No Disability [05] Not Identified [01] Disability [06-98] Targeted Disability

Develop-mental 

Disability [02]

Traumatic Brain 

Injury [03]

Deaf or Serious 

Difficulty Hearing [19]

Blind or Serious

Difficulty Seeing 

[20]

Missing 

Extremities [31]

Significant Mobility 

Impairment [40]

Partial or

Complete 

Paralysis [60]

Epilepsy or

Other Seizure 

Disorder [82]

Severe

Intellectual 

Disability [90]

Significant

Psychiatric 

Disorder [91] Dwarfism [92]

Significant

Disfigure-ment 

[93]

Series: 0201 HR Specialist, GS-14 (CRBAD)

Total Applications Received

# 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool % %

Series: 0260 Equal Employment Specialist

Total Applications Received

# 3 1 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool % %

Series: 0301 Travel Systems Administrator & Program Coordinator

Total Applications Received

# 20 9 7 4 1 0 1 0 1 0 0 0 0 0 0 0 0

% 100.00% 45.00% 35.00% 20.00% 5.00% 0.00% 5.00% 0.00% 5.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 15 7 5 3 1 0 1 0 1 0 0 0 0 0 0 0 0

% 100.00% 46.67% 33.33% 20.00% 6.67% 0.00% 6.67% 0.00% 6.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 5 1 3 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 20.00% 60.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool % %

Series: 0306 Government Information Specialist

Total Applications Received

# 4 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 25.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool % %

Series: 0341 Administrative Officer

Total Applications Received

# 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool % %

Series: 0343 Supervisory Management Analyst

Total Applications Received

# 4 1 1 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 25.00% 25.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 2 0 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool % %
Series: 0510 Staff Accountant, GS

-0510-13

Total Applications Received

#10100000000000000

% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

#10100000000000000

% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

#10100000000000000

% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %%

Series: 0511 Supervisory Auditor

Total Applications Received

# 256 1720000000000000

% 100.00% 24.00% 68.00% 8.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 215 1510000000000000

% 100.00% 23.81% 71.43% 4.76% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

#51400000000000000

% 100.00% 20.00% 80.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %%

Series: 0560 Budget Analyst

Total Applications Received

#74300000000000000

% 100.00% 57.14% 42.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

#31200000000000000

% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

#11000000000000000

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %%

Series: 1102 Supervisory Contract Specialist

Total Applications Received

#52300000000000000

% 100.00% 40.00% 60.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

#52300000000000000

% 100.00% 40.00% 60.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

#31200000000000000

% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %%

Series: 1199 Financial Analyst (Pathways Intern)

Total Applications Received

#33000000000000000

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

#22000000000000000

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

#

11000000000000000

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %%

Series: 1510 Actuary

Total Applications Received

#31200000000000000

% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

#31200000000000000

% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

#10100000000000000

% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %%
Series: 2210 INFORMATION TECHNOLOGY PROJECT MANAGER

Total Applications Received

# 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool % %
PBGC PENSION BENEFIT GUARANTY CORPORATION For Period ( 201920 )

Table A10: NON-COMPETITIVE PROMOTIONS - TIME IN GRADE - Distribution by Race/Ethnicity and Sex

Permanent Workforce TOTAL WORKFORCE

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or Latino

White

Black or 

African American Asian

Native Hawaiian or 

Other Pacific Islander

American Indian 

Alaska Native Two or more races None Specified

All male female male female male female male female male female male female male female male female male female

Total Employees 

Eligible for Career

# 74 27 47 3 4 7 17 11 21 6 5 0 0 0 0 0 0 0 0

% 100% 36.49% 63.51% 4.05% 5.41% 9.46% 22.97% 14.86% 28.38% 8.11% 6.76% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Time in grade in excess of miniumum

1-12 Months

# 5 1 4 0 0 0 0 1 3 0 1 0 0 0 0 0 0 0 0

% 100% 20.00% 80.00% 0.00% 0.00% 0.00% 0.00% 20.00% 60.00% 0.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

13-24 Months

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0.00% 0.00%

25 + months

# 11 6 5 0 0 2 0 3 5 1 0 0 0 0 0 0 0 0 0

% 100% 54.55% 45.45% 0.00% 0.00% 18.18% 0.00% 27.27% 45.45% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

PBGC PENSION BENEFIT GUARANTY CORPORATION Pay Period 201920

Table B10 - Non-Competitive Promotions - Time in Grade - By Disability - Permanent Workforce

Employment Tenure Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsiv 

e

Disorder/ 

Epilepsy

-90

Mental 

Retardation/ 

Severe 

Intellectual 

Disability

-91

Mental

Illness/ 

Psychiatric 

Disabilty

-92

Distortion

LimbSpine/ 

Dwarfism

Total Employees 

Eligible for Career

# 74 53 8 13 2 0 0 0 0 0 1 0 1 0

% 100% 71.62% 10.81% 17.57% 2.70% 0.00% 0.00% 0.00% 0.00% 0.00% 1.35% 0.00% 1.35% 0.00%

Time in Grade Excess of Minimum

1-12 Months

# 5 5 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

13-24 Months

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

25 + Months

# 11 9 0 2 1 0 0 0 0 0 0 0 1 0

% 100% 81.82% 0.00% 18.18% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 9.09% 0.00%
Table A11: INTERNAL SELECTIONS FOR SENIOR LEVEL POSITIONS (GS 13/14, GS 15, and SES) by Race/Ethnicity and Sex

Total

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or Latino

White American Asian Hawaiian or Indian or Two or More Races

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female

13

Total Applications 

Received

# 17 4 13 1 1 2 2 0 9 1 1 0 0 0 0 0 0

% 100% 23.53% 76.47% 5.88% 5.88% 11.76% 11.76% 0.00% 52.94% 5.88% 5.88% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified # 14 4 10 1 1 2 2 0 6 1 1 0 0 0 0 0 0

% 100% 28.57% 71.43% 7.14% 7.14% 14.29% 14.29% 0.00% 42.86% 7.14% 7.14% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected # 4 1 3 1 0 0 2 0 0 0 1 0 0 0 0 0 0

% 100% 25.00% 75.00% 25.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

14

Total Applications 

Received

# 13 5 8 0 0 2 2 2 5 1 1 0 0 0 0 0 0

% 100% 38.46% 61.54% 0.00% 0.00% 15.38% 15.38% 15.38% 38.46% 7.69% 7.69% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified # 11 4 7 0 0 2 2 1 4 1 1 0 0 0 0 0 0

% 100% 36.36% 63.64% 0.00% 0.00% 18.18% 18.18% 9.09% 36.36% 9.09% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected # 5 3 2 0 0 1 0 1 1 1 1 0 0 0 0 0 0

% 100% 60.00% 40.00% 0.00% 0.00% 20.00% 0.00% 20.00% 20.00% 20.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %

15

Total Applications 

Received

# 5 2 3 0 0 0 0 1 3 1 0 0 0 0 0 0 0

% 100% 40.00% 60.00% 0.00% 0.00% 0.00% 0.00% 20.00% 60.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified # 5 2 3 0 0 0 0 1 3 1 0 0 0 0 0 0 0

% 100% 40.00% 60.00% 0.00% 0.00% 0.00% 0.00% 20.00% 60.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected # 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Relevant Applicant Pool %
Table B11: INTERNAL SELECTIONS FOR SENIOR LEVEL (GS 13/14, GS 15, and SES) POSITIONS by Disability

Total

Total by Disability Status Detail for Targeted Disabilities Deaf or Blind or

Traumatic Serious Serious Significant Partial or Epilepsy or Significant Significant

No Disability Not Identified Disability [06 - Targeted Developmental Brain Injury Difficulty Difficulty Missing Mobility Complete Other Seizure Intellectual Psychiatric Disfigurement

[05] [01] 98] Disability Disability [02] [03] Hearing [19] Seeing [20] Extremities [31] Impairment [40] Paralysis [60] Disorders [82] Disability [90] Disorder [91] Dwarfism [92] [93]

Grade: 13

Relevant Applicant Pool

% %

Total Applications 

Received

# 23 6 13 4 1 0 1 0 1 0 0 0 0 0 0 0 0

% 100.00% 26.09% 56.52% 17.39% 4.35% 0.00% 4.35% 0.00% 4.35% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 19 4 12 3 1 0 1 0 1 0 0 0 0 0 0 0 0

% 100.00% 21.05% 63.16% 15.79% 5.26% 0.00% 5.26% 0.00% 5.26% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 7 2 5 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 28.57% 71.43% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Grade: 14

Relevant Applicant Pool

% %

Total Applications 

Received

# 18 4 11 3 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 22.22% 61.11% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 14 3 9 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 21.43% 64.29% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 7 1 4 2 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 14.29% 57.14% 28.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Grade: 15

Relevant Applicant Pool

% %

Total Applications 

Received

# 9 3 6 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 9 3 6 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 33.33% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 2 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 100.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
PBGC PENSION BENEFIT GUARANTY CORPORATION For Period ( 2018-10-01 TO 2019-10-01 )

Table A13 - Employee Recognition and Awards - Distribution by Race/Ethnicity and Sex - Permanent Workforce

Type of Award TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or 

Latino

White

Black or 

African American Asian

Native Hawaiian or 

Other Pacific Islander

American Indian or 

Alaska Native Two or more races

All male female male female male female male female male female male female male female male female

Time-Off Awards - 1-9 hours

Total Time-Off Awards Given

# 38 15 23 0 1 8 8 5 7 2 7 0 0 0 0 0 0

% 100% 39.47% 60.53% 0.00% 2.63% 21.05% 21.05% 13.16% 18.42% 5.26% 18.42% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Total Hours 283 107 176 0 8 54 64 40 50 13 54 0 0 0 0 0 0

Average Hours 7 7 8 0 8 7 8 8 7 7 8 0 0 0 0 0 0

Time-Off Awards - 9+ hours

Total Time-Off Awards Given

# 939 413 526 18 22 216 158 123 285 54 53 0 0 1 1 1 6

% 100% 43.98% 56.02% 1.92% 2.34% 23.00% 16.83% 13.10% 30.35% 5.75% 5.64% 0.00% 0.00% 0.11% 0.11% 0.11% 0.64%

Total Hours 28306 12584 15722 530 680 6754 4990 3586 8212 1654 1620 0 0 30 30 30 170

Average Hours 30 30 30 29 31 31 32 29 29 31 31 0 0 30 30 30 28

Cash Awards - $100 - $500

Total Cash Awards Given

# 407 193 214 6 10 110 57 51 105 26 38 0 0 0 0 0 3

% 100% 47.42% 52.58% 1.47% 2.46% 27.03% 14.00% 12.53% 25.80% 6.39% 9.34% 0.00% 0.00% 0.00% 0.00% 0.00% 0.74%

Total Amount $133,755 $61,045 $72,710 $1,550 $3,750 $35,645 $19,495 $15,950 $36,795 $7,900 $11,070 $0 $0 $0 $0 $0 $1,100

Average Amount $329 $316 $340 $258 $375 $324 $342 $313 $350 $304 $291 0 0 0 0 0 $367

Cash Awards - $501+

Total Cash Awards Given

# 1042 481 561 22 26 280 197 116 266 60 62 0 0 2 3 1 6

% 100% 46.16% 53.84% 2.11% 2.50% 26.87% 18.91% 11.13% 25.53% 5.76% 5.95% 0.00% 0.00% 0.19% 0.29% 0.10% 0.58%

Total Amount $2,172,916 $1,051,480 $1,121,436 $41,800 $40,575 $667,285 $493,365 $219,255 $455,771 $120,580 $121,200 $0 $0 $1,210 $2,700 $1,350 $6,825

Average Amount $2,085 $2,186 $1,999 $1,900 $1,561 $2,383 $2,504 $1,890 $1,713 $2,010 $1,955 0 0 $605 $900 $1,350 $1,138

Senior Executive Service Performance Awards

Total Cash Awards Given

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0

Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Quality Step Increases(QSI)

Total QSIs Awarded

# 28 11 17 0 3 9 3 1 6 1 5 0 0 0 0 0 0

% 100% 39.29% 60.71% 0.00% 10.71% 32.14% 10.71% 3.57% 21.43% 3.57% 17.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Total Benefit $103,785 $42,620 $61,165 $0 $11,119 $35,934 $11,120 $3,906 $19,908 $2,780 $19,018 $0 $0 $0 $0 $0 $0

Average Benefit $3,707 $3,875 $3,598 0 $3,706 $3,993 $3,707 $3,906 $3,318 $2,780 $3,804 0 0 0 0 0 0
PBGC PENSION BENEFIT GUARANTY CORPORATION For Period ( 2018-10-01 TO 2019-10-01 )

Table B13 - Employee Recognition and Awards - Distribution by Disability - Permanent Workforce

Employment Tenure Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted 

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsive

Disorder/ 

Epilepsy

-90

Mental 

Retardation/ 

Severe 

Intellectual 

Disability

-91

Mental

Illness/ 

Psychiatric 

Disabilty

-92

Distortion

Limb-Spine/ 

Dwarfism

Time-Off Awards - 1-9 hours

Total Time-Off Awards Given

# 38 32 6 0 0 0 0 0 0 0 0 0 0 0

% 100% 84.21% 15.79% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Total Hours 283 235 48 0 0 0 0 0 0 0 0 0 0 0

Average Hours 7 7 8 0 0 0 0 0 0 0 0 0 0 0

Time-Off Awards - 9+ hours

Total Time-Off Awards Given

# 939 795 49 95 15 1 2 0 2 0 4 0 6 0

% 100% 84.66% 5.22% 10.12% 1.60% 0.11% 0.21% 0.00% 0.21% 0.00% 0.43% 0.00% 0.64% 0.00%

Total Hours 28306 24066 1400 2840 470 30 70 0 40 0 120 0 210 0

Average Hours 30 30 29 30 31 30 35 0 20 0 30 0 35 0

Cash Awards - $100 - $500

Total Cash Awards Given

# 407 340 18 49 11 0 0 0 2 0 2 0 7 0

% 100% 83.54% 4.42% 12.04% 2.70% 0.00% 0.00% 0.00% 0.49% 0.00% 0.49% 0.00% 1.72% 0.00%

Total Amount $133,755 $111,980 $6,125 $15,650 $3,450 $0 $0 $0 $450 $0 $400 $0 $2,600 $0

Average Amount $329 $329 $340 $319 $314 0 0 0 $225 0 $200 0 $371 0

Cash Awards - $501+

Total Cash Awards Given

# 1042 880 60 102 17 1 3 0 0 0 4 0 9 0

% 100% 84.45% 5.76% 9.79% 1.63% 0.10% 0.29% 0.00% 0.00% 0.00% 0.38% 0.00% 0.86% 0.00%

Total Amount $2,172,916 $1,876,956 $109,730 $186,230 $24,975 $900 $5,450 $0 $0 $0 $5,200 $0 $13,425 $0

Average Amount $2,085 $2,133 $1,829 $1,826 $1,469 $900 $1,817 0 0 0 $1,300 0 $1,492 0

Senior Executive Service Performance Awards

Total Cash Awards Given

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

Total Amount $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0

Average Amount 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Quality Step Increases(QSI)

Total Cash Awards Given

# 28 27 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 96.43% 3.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Total Amount $103,785 $100,479 $3,306 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0

Average Amount $3,707 $3,721 $3,306 0 0 0 0 0 0 0 0 0 0 0
PBGC PENSION BENEFIT GUARANTY CORPORATION For Period ( 2018-10-01 TO 2019-10-01 )

Table A14 - Separations by Type of Separation - Distribution by Race/Ethnicity and Sex - Permanent Workforce

Type of Separation TOTAL EMPLOYEES

RACE/ETHNICITY

Hispanic or Latino

Non- Hispanic or

Latino

White

Black or 

African American Asian

Native Hawaiian or

Other Pacific Islander

American Indian or 

Alaska Native Two or more races None Specified

All male female male female male female male female male female male female male female male female male female

Voluntary

# 73 32 41 5 3 14 14 9 22 3 1 0 0 0 0 1 0 0 1

% 100% 44.44% 56.94% 6.94% 4.17% 19.44% 19.44% 12.50% 30.56% 4.17% 1.39% 0.00% 0.00% 0.00% 0.00% 1.39% 0.00% 0.00% 1.37%

Involuntary

# 1 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0% 0%

RIF

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

Total separation

# 74 33 41 5 3 14 14 10 22 3 1 0 0 0 0 1 0 0 1

% 100% 45.21% 56.16% 6.85% 4.11% 19.18% 19.18% 13.70% 30.14% 4.11% 1.37% 0.00% 0.00% 0.00% 0.00% 1.37% 0.00% 0.00% 1.35%

PBGC PENSION BENEFIT GUARANTY CORPORATION For Period ( 2018-10-01 TO 2019-10-01 )

Table B14 - Separations by Type of Separation - Distribution by Disability - Permanent Workforce

Type of Separation Total

Total by Disability Status Detail for Targeted Disabilities

(04,05)

No

Disability

-1

Not

Identified

(06-98)

Disability

Targeted

Disability

(16,19)

Deafness

(21,23,25)

Blindness

(28,30,32-

38)

Missing

Limbs/ 

Extremities

(64-69)

Partial

Paralysis

(71-79)

Total

Paralysis

-82

Convulsive

Disorder/ 

Epilepsy

-90

Mental

Retardation

/ Severe 

Intellectual 

Disability

-91

Mental

Illness/ 

Psychiatric 

Disabilty

-92

Distortion

Limb-Spine/ 

Dwarfism

Voluntary

# 73 57 4 12 1 0 1 0 0 0 0 0 0 0

% 100% 78.08% 5.48% 16.44% 1.37% 0.00% 1.37% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Involuntary

# 1 1 0 0 0 0 0 0 0 0 0 0 0 0

% % 100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

RIF

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0

% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0%

Total Separations

# 74 58 4 12 1 0 1 0 0 0 0 0 0 0

% 100% 78.38% 5.41% 16.22% 1.35% 0.00% 1.35% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
AUG 8 2019 

TO: All PBGC Staff 

FROM: Gordon Hartogensis 

Director / 

SUBJECT: Equal Employment Opportunity Policy Statement 

T h e Pensio n Benefi t Guarant y Corporatio n (PBGC ) protects th e retiremen t income s o f nearl y

millio n America n worker s i n nearl y 25,00 0 private-secto r define d benefi t pensio n plans. Fo r 

PBG C t o d o its jo b well , w e mus t continu e t o striv e fo r inclusion , cooperation , an d respec t fo r 

t h e talents tha t a divers e workforc e ca n brin g t o an y successfu l venture . 

PBG C is committe d t o ensurin g tha t its employee s an d applicants fo r employmen t ar e treate d 

equitabl y i n a n environmen t tha t is fre e fro m discriminatio n base d o n race , religion , color , sex , 

pregnancy , sexua l orientation , gende r identity , parenta l status, marita l status, nationa l origin , age , 

disability , famil y medica l histor y o r geneti c information . Employee s an d applicants wh o believ e 

the y ma y hav e experience d discriminatio n o n an y o f thes e bases, o r wh o believ e the y ma y hav e 

bee n retaliate d against fo r exercisin g th e righ t t o g o throug h th e Equa l Employmen t Opportunit y 

(EEO ) process, shoul d contac t th e Offic e o f Equa l Employmen t Opportunit y (OEEO ) as 

discusse d below . 

A l l employee s ar e responsibl e fo r exhibitin g professiona l conduc t an d behavio r i n th e workplac e 

a n d cooperatin g i n th e enforcemen t o f this policy . Individual s engagin g i n conduc t o r behavio r 

tha t violate s this polic y ma y b e subjec t t o appropriat e disciplinar y actio n u p to , an d including , 

remova l fro m Federa l service . 

I f yo u believ e yo u ma y hav e bee n t o discriminatio n o r retaliation , yo u shoul d contac t 

OEE O a t ext . 436 3 o r emai l eeo@pbgc.go v immediately . OEE O offers a confidentia l an d 

neutra l earl y interventio n process t o address concern s withou t you r havin g t o initiat e th e EE O 

complain t process. If , however , yo u decid e t o initiat e th e EE O complain t process, yo u mus t d o 

so withi n 4 5 calenda r day s o f th e inciden t o r th e dat e yo u becam e awar e o f th e incident . Wher e 

a n aggrieve d individua l elects an d OEE O determine s tha t Alternativ e Disput e Resolutio n (ADR ) 

is appropriate , managers and/o r supervisors hav e a dut y t o participat e i n PBGC' s AD R process. 

I n ou r wor k processes, PBG C wil l creat e avenue s fo r ful l participatio n t o enabl e excellenc e an d 

innovatio n tha t is realize d throug h collaboratio n o f divers e ideas, experiences, an d perspectives. 

B y workin g togethe r t o promot e th e principle s o f equa l opportunity , w e wil l ensur e tha t al l 

employee s an d applicants fo r employmen t hav e a n opportunit y t o succee d an d contribut e t o 

PBGC' s missio n o f protectin g America' s retiremen t security . 
Protectin g Pension s K Street . N.W. , Washington . D C . 20005-402 6 

Pensio n Benefi t Guarant y Corporatio n 

Office of th e Director 

A UG 8 2019 

TO: All PBGC Staff 

FROM: Gordon Hartogensis 

Director 

SUBJECT: Anti-Harassment Policy Statement 

T h e Pensio n Benefi t Guarant y Corporatio n (PBGC ) ha s a polic y providin g fo r a wor k environmen t 

fre e fro m al l form s o f harassment . Fo r example , i n additio n t o providin g th e protectio n require d 

b y Equa l Employmen t Opportunit y (EEO ) law s fro m harassmen t base d o n race , color , religion , 

s e x (includin g pregnancy , sexua l harassment , gende r identity , an d non-sexua l harassmen t base d 

o n sexua l orientation , nationa l origin , age . disabilit y (menta l o r physical) , famil y medica l 

histor y o r geneti c information , PBGC' s polic y als o protects against harassmen t base d o n parenta l 

a n d marita l status. 

Harassmen t become s unlawfu l where : 1) endurin g th e offensiv e conduc t become s a conditio n o f 

continue d employment ; o r 2 ) th e conduc t is sever e o r pervasiv e enoug h t o creat e a wor k 

environmen t tha t a reasonabl e perso n woul d conside r intimidating , hostile , o r abusive . Example s 

include : 

• makin g negativ e comment s abou t a n employee's persona l religiou s beliefs, o r tryin g t o 

conver t the m t o a certai n religiou s ideology ; 

• usin g racist slang , phrases, o r nicknames ; 

• makin g remark s abou t a n ski n colo r o r othe r ethni c traits; 

• displayin g racist drawings , o r posters tha t migh t b e offensiv e t o a particula r group ; 

• makin g offensiv e gestures; 

• makin g offensiv e referenc e t o a n individual' s menta l o r physica l disability ; 

• sharin g inappropriat e images, videos, e-mails, letters, o r note s o f a n offensiv e nature ; 

• offensivel y talkin g abou t negativ e racial , ethnic , o r religiou s stereotypes; o r 

• makin g derogator y age-relate d comments . 

N o singl e situatio n constitute s harassmen t an d harassmen t ma y b e direc t o r indirect . 
 law s als o prohibi t harassmen t against individuals i n retaliatio n fo r filin g a 

discriminatio n charge ; testifyin g o r participatin g i n an y wa y i n a n investigation , proceeding , o r 

lawsui t unde r thes e laws ; o r opposin g employmen t practice s tha t the y reasonabl y believ e 

discriminat e against individuals , i n violatio n o f thes e laws . 

Sexua l harassmen t is define d as unwelcom e sexua l advances, requests fo r sexua l favors, an d othe r 

verba l o r physica l conduc t o f a sexua l natur e whe n submissio n t o suc h conduc t is mad e eithe r 

explicitl y o r implicitl y a ten n o r conditio n o f a n individual' s employment , submissio n t o o r 

rejectio n o f suc h conduc t b y a n individua l is use d as th e basis fo r employmen t decision s affectin g 

suc h o r suc h conduc t ha s th e o r effec t o f unreasonabl y interferin g wit h a n 

individual' s wor k o r creatin g a n o r offensiv e workin g 

environment . Suc h conduc t ma y include : 

• a n employe r o r superviso r conditionin g promotion , jo b assignments, o r othe r tangibl e 

j o b benefits base d o n acquiescenc e t o unwelcom e sexua l o r penalizin g a n 

individua l fo r refusin g t o participat e i n suc h conduct ; 

• sexist o r stereotypica l remark s abou t a person's clothing , body , appearance , o r activities; 

• sexuall y oriente d jokes , stories, remarks, o r discussions; 

• description s o f sexua l acts; 

• postin g o r displayin g sexuall y graphi c picture s anywher e i n th e workplace ; 

• deliberatel y touching , pinching , o r givin g inappropriat e look s t o anothe r person ; 

• pressur e fo r date s o r sexua l activity ; 

• unwelcom e telephon e calls, e-mai l messages, socia l networ k posting s o r letters o f a sexua l 

nature ; o r 

• demand s fo r sexua l favors. 

I n sexua l th e harasse r ma y b e mal e o r female , an d th e victi m ma y b e o f th e opposit e 

s e x o r th e sam e se x as th e harasser. Eve n a consensua l relationshi p betwee n th e harasse r an d th e 

victi m ma y involv e sexua l harassment . Fo r i f th e victi m agree s t o sexua l behavio r ou t o f 

fea r o f th e conduc t o f th e othe r part y ma y stil l constitut e sexua l harassmen t despit e th e 

victim' s consent . Th e focu s is o n whethe r th e conduc t wa s unwelcome , no t consensual . 

 goa l o f a n larassmen t Polic y Statemen t is t o address an d eliminat e harassin g conduc t at 

t h e earliest possibl e stage , regardless o f whethe r th e conduc t violate d th e law . Al l employee s ar e 

responsibl e fo r exhibitin g professiona l conduc t an d behavio r i n th e workplac e an d cooperatin g i n 

t h e enforcemen t o f this policy . Individuals engagin g i n conduc t o r behavio r tha t violate s this 

polic y ma y b e subjec t t o appropriat e actio n u p to , an d including , remova l from Federa l 

service . Supervisors mus t striv e t o maintai n an d promot e a wor k environmen t fre e o f harassment . 

T o preven t an d remed y incidents o f workplac e harassment , PBG C officials mus t be mad e awar e 

o f th e conduc t o r behavio r a s soo n as possibl e 

PBG C wil l no t tolerat e th e creatio n o f a hostil e wor k environmen t an d wil l address reporte d 

workplac e harassmen t promptly . Individuals wh o believ e the y ar e bein g harasse d o r subjecte d t o 

a hostil e wor k environmen t ar e encourage d t o tel l th e allege d harasse r (orall y o r i n writing ) t o stop , 

kee p a recor d o f th e events, immediatel y repor t th e behavior , an d cooperat e i n an y inquir y 

regardin g allegation s o f harassment . Retaliatio n fo r reportin g workplac e harassmen t o r fo r 
assistin g i n an y inquir y concernin g a repor t o f harassmen t als o wil l no t be tolerated . I n addition , 

PBG C wil l protec t th e confidentialit y o f employee s wh o brin g harassmen t claims, t o th e exten t 

possible . 

PBG C employee s wh o believ e the y hav e bee n harasse d o r hav e bee n subjecte d t o a hostil e wor k 

environmen t shoul d repor t th e matte r immediatel y t o thei r immediat e supervisor , anothe r 

managemen t official , o r PBGC' s Harassmen t Inquir y Committe e Intak e points o f contac t 

include : 

Pau l Chalmer s (OGC ) - (202 ) 229-3555 ; 

 Ge e (OGC ) - (202 ) 229-4768 ; 

Arri e Etheridg e (HRD ) - (202 ) 229-3728 ; 

Kare n Esse r (HRD ) - (202 ) 229-3275 ; o r 

PBGC' s Offic e o f Equa l Employmen t Opportunit y at (202 ) 229-4363 ,

Additiona l informatio n abou t th e HI C is availabl e o n SharePoin t a t 

Upo n receip t o f a harassmen t allegation , th e Agenc y wil l conduc t a prompt , thorough , an d 

impartia l investigation , i f appropriate . Th e Agenc y wil l tak e immediat e an d appropriat e correctiv e 

actio n whe n i t determine s harassmen t ha s occurred . 

A n employe e wh o reports allegation s o f harassmen t o r hostil e wor k environmen t t o th e HIC , a 

PBG C supervisor/manager , o r HR D ha s not filed a n EE O complaint . A n employe e wh o wishe s 

t o file a n EE O complain t mus t contac t PBGC' s EE O Offic e withi n 4 5 calenda r day s o f th e allege d 

harassin g conduc t o r th e dat e the y awar e o f th e harassin g conduct . Failur e t o d o so ma y 

resul t i n th e dismissa l o f th e EE O complaint . 

The federal sector EEO discrimination complaint process cannot be initiated by reporting 

harassment or hostile work environment to a supervisor or management official, HRD, or 

by contacting the Employee Assistance Program (EAP) or union. 

Thi s polic y applie s t o al l PBG C employees. Relate d question s o r requests fo r informatio n shoul d 

be directe d t o OEEO , Breneci a Watson , (202 ) 229-6868 . 
Patricia Kelly

Chief Financial Officer 

Paul Chalmers

Acting General Counsel

Paul Chalmers

Deputy General Counsel

General Law and 

Operations (GLO)

Board of Directors

Secretary of Labor and Board Chair

Secretary of Treasury

Secretary of Commerce

Dan Liebman 

Deputy General Counsel

Program Law and Policy (PLP)

Charles Finke 

Deputy General Counsel

Bankruptcy, Litigation and 

Terminations (BLT)

Kartar Khalsa 

Deputy General Counsel

Bankruptcy, Transactions 

and Terminations (BTT)

Advisory

Committee

Small group that represents interests 

of employers with pension plans, 

employee organizations and the 

general public.

OFFICE OF THE GENERAL 

COUNSEL (OGC)

Alisa Co

Director 

Workplac

Departme

Alice Maroni 

Chief Management Officer

Kimberl

Director

Budget D

Arrie Et

Director

Human R

Departme

Juliet Fe

Acting Dir

Procurem

Departme

Diane B

Director 

Quality M

Departme

OFFICE OF MANAGEMEN

ADMINISTRATION (OM

Robert Scherer

Chief Information Officer

Vidhya Shyamsunder 

Director

Business Innovation 

Services Department (BISD)

Melanie Carter

Director

Enterprise Governance 

Department (EGD)

Joshua Kossoy

Director 

Information Technology 

Infrastructure Operations 

Department (ITIOD)

OFFICE OF INFORMATION 

TECHNOLOGY (OIT)

OFFICE OF CHIEF FINANCIAL 

OFFICER (OCFO)

OFFICE OF THE 

PARTICIPANT AND PLAN 

SPONSOR ADVOCATE (OPPSA)

Brenecia Watson

Director

Office of Equal 

Employment Opportunity 

(OEEO)

Kristin Chapman

Chief of Staff (COS)

OFFICE OF INSPECTOR 

GENERAL (OIG)

Robert Westbrooks

Inspector General

David Foley

Chief of Benefits 

Administration 

OFFICE OF BENEFITS 

ADMINISTRATION (OBA)

Scott Young

Director

Actuarial Services and 

Technology Department 

(ASTD)

MIchael Hutchins 

Director

Plan Asset and Data Management 

Department (PADMD)

John Greenberg 

Chief Investment Officer 

Corporate Investments 

Department (CID)

Jennifer Messina 

Director 

Participant Services 

Department (PSD)

Franklin Pace 

Director 

Corporate Controls & 

Reviews Department 

(CCRD)

Theodore Winter 

Director 

Financial Operations 

Department (FOD)

Janice Brown-Taylor

Deputy Chief of Benefits 

Administration

Director

Gordon Hartogensis

Office of the Director (OD)

Constance Donovan

Participant and Plan

Sponsor Advocate