EEO 

PROGRAM 

STATUS 

REPORT

FISCAL YEAR 2022
2 | EEO PROGRAM STATUS REPORT
FISCAL YEAR 2022 | i

CONTENTS

U.S. SECURITIES AND EXCHANGE COMMISSION INFORMATION (PARTS A, B, C, D) . . . 1

Part A: Department or Agency Identifying Information . . . . . . . . . . . . . . . . . . . 1

Part B: Total Employment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

Part C: Agency Leadership . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

Part D: Subordinate Components and Documents. . . . . . . . . . . . . . . . . . . . . . . 3

EXECUTIVE SUMMARY (PART E). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Agency Mission. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Essential Elements of a Model EEO Program . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Workforce Analysis. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Accomplishments. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

Planned Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

CERTIFICATION OF ESTABLISHMENT OF CONTINUING EQUAL 

EMPLOYMENT OPPORTUNITY PROGRAMS (PART F) . . . . . . . . . . . . . . . . . . . . 37

SELF-ASSESSMENT CHECKLIST (PART G). . . . . . . . . . . . . . . . . . . . . . . . . . . 39

AGENCY EEO PLAN TO ATTAIN THE ESSENTIAL ELEMENTS OF A MODEL 

EEO PROGRAM (PART H). . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57

AGENCY EEO PLAN TO ELIMINATE IDENTIFIED BARRIER (PART I). . . . . . . . . . . . . 59

Section I: Analysis of Promotions in IT Management. . . . . . . . . . . . . . . . . . . . . 59

SPECIAL PROGRAM PLAN FOR THE RECRUITMENT, HIRING, ADVANCEMENT, 

AND RETENTION OF PERSONS WITH DISABILITIES (PART J). . . . . . . . . . . . . . . . 63

Section I: Efforts to Reach Regulatory Goals. . . . . . . . . . . . . . . . . . . . . . . . . . . 63

Section II: Model Disability Program. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66

Plan to Provide Sufficient & Competent Staffing for the Disability Program. . . . . . . . . 66

Plan to Ensure Sufficient Funding for the Disability Program . . . . . . . . . . . . . . . . 68

Section III: Plan to Recruit and Hire Individuals with Disabilities. . . . . . . . . . . . . . . . 69

Plan to Identify Job Applicants with Disabilities . . . . . . . . . . . . . . . . . . . . . . . 69

Plan to Establish Contacts with Disability Employment Organizations . . . . . . . . . . . 72

Progression towards Goals (Recruitment and Hiring) . . . . . . . . . . . . . . . . . . . . 72

Prepared by

THE OFFICE OF EQUAL EMPLOYMENT OPPORTUNITY
ii | EEO PROGRAM STATUS REPORT

Section IV: Plan to Ensure Advancement Opportunities for Employees with Disabilities . . . . 76

Advancement Program Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 76

Career Development Opportunities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 78

Awards. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 84

Promotions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 86

Section V: Plan to Improve Retention of Persons with Disabilities . . . . . . . . . . . . . . . 95

Voluntary and Involuntary Separations. . . . . . . . . . . . . . . . . . . . . . . . . . . . 95

Accessibility of Technology and Facilities. . . . . . . . . . . . . . . . . . . . . . . . . . . 97

Reasonable Accommodation Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . 99

Personal Assistance Services Allowing Employees to Participate in the Workplace . . . . 103

Section VI: EEO Complaint and Findings Data . . . . . . . . . . . . . . . . . . . . . . . . 105

EEO Complaint Data Involving Harassment. . . . . . . . . . . . . . . . . . . . . . . . .105

EEO Complaint Data Involving Reasonable Accommodation. . . . . . . . . . . . . . . .105

Section VII: Identification and Removal of Barriers . . . . . . . . . . . . . . . . . . . . . . 106

ATTACHMENT 1. SEC ORGANIZATIONAL CHART. . . . . . . . . . . . . . . . . . . . . . .107

ATTACHMENT 2. SEC STRATEGIC PLAN FY 2022—2026. . . . . . . . . . . . . . . . . . 110

ATTACHMENT 3. OEEO STRATEGIC PLAN FY 2022—2024. . . . . . . . . . . . . . . . . .111

ATTACHMENT 4. EQUAL EMPLOYMENT OPPORTUNITY POLICY. . . . . . . . . . . . . .112

ATTACHMENT 5. POLICY ON PREVENTING HARASSMENT (PPH). . . . . . . . . . . . . .113

ATTACHMENT 6. REASONABLE ACCOMMODATION AND PERSONAL 

ASSISTANCE SERVICES PROCEDURES . . . . . . . . . . . . . . . . . . . . . . . . . . . 114

ATTACHMENT 7. ALTERNATIVE DISPUTE RESOLUTION C2R PROCEDURES. . . . . . . .144

ATTACHMENT 8. FY 2022 LEADERSHIP DEVELOPMENT PROGRAMS . . . . . . . . . . 146

ATTACHMENT 9. FY 2022 CAREER DEVELOPMENT PROGRAMS. . . . . . . . . . . . . .148

ATTACHMENT 10. FY 2022 TRAINING ON EEO, DIVERSITY & INCLUSION, 

AND TEAM EFFECTIVENESS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .150

ATTACHMENT 11. FY 2022 PROGRAMS FOR SPECIAL OBSERVANCES AND

OTHER EVENTS CELEBRATING AFFINITY GROUPS . . . . . . . . . . . . . . . . . . . . 151

ATTACHMENT 12. WORKFORCE DATA TABLES. . . . . . . . . . . . . . . . . . . . . . . .153
FISCAL YEAR 2022 | 1

U.S. SECURITIES AND EXCHANGE 

COMMISSION INFORMATION 

(PARTS A, B, C, D)

Part A: Department or Agency Identifying Information

Agency

Second 

Level 

Component

Address City State

Zip 

Code 

(xxxxx)

Agency 

Code 

(xxxx)

FIPS 

Code

(xxxx)

U.S. Securities and 

Exchange Commission

N/A 100 F Street, NE Washington DC 20549 SE00 11001

Part B: Total Employment

Total Employment Permanent Workforce Temporary Workforce Total Workforce

Number of Employees 4,452 270 4,722

Part C: Agency Leadership

Section I: Head of Agency and Head of Agency Designee

Agency Leadership Name Title

Head of Agency Gary Gensler Chair

Agency Head Designee Rita M. Sampson Director, Office of Equal 

Employment Opportunity

Section II: Agency Official(s) Responsible for Oversight of EEO Program(s) 

EEO Program 

Staff Name Title

Occupational 

Series 

(xxxx)

Pay Plan 

and Grade 

(xx-xx)

Phone 

Number

(xxx-xxx-xxxx)

Email 

Address

Principal EEO 

Director/Official

Rita M. 

Sampson

Director, Office of 

Equal Employment 

Opportunity

0905 SO (202) 551-8742 sampsonr@sec.gov

Affirmative 

Employment 

Program 

Manager

M. Stacey 

Bach

Deputy Director, 

Office of Equal 

Employment 

Opportunity 

0905 SK-17 (202) 551-8599 bachm@sec.gov

Complaint 

Processing 

Program/

Compliance 

Manager 

Tsedey 

Berhanu

Compliance 

and Resolutions 

Manager, Office of 

Equal Employment 

Opportunity

0905 SK-15 (202) 551-3228 berhanut@sec.gov

Continued on the next page
2 | EEO PROGRAM STATUS REPORT

EEO Program 

Staff Name Title

Occupational 

Series 

(xxxx)

Pay Plan 

and Grade 

(xx-xx)

Phone 

Number

(xxx-xxx-xxxx)

Email 

Address

Hispanic 

Program 

Manager 

(SEPM)

Pamela 

Gibbs

Director, Office 

of Minority and 

Women Inclusion

0340 SO (202) 551-6503 gibbsp@sec.gov

Women’s 

Program 

Manager 

(SEPM)

Pamela 

Gibbs

Director, Office 

of Minority and 

Women Inclusion

0340 SO (202) 551-6503 gibbsp@sec.gov

Disability 

Program 

Manager

Dia 

Gonsalves

Branch Chief, 

Office of Human 

Resources

0343 SK-15 (202) 551-3166 gonsalvesd@sec.gov

Special 

Placement 

Program 

Coordinator 

(Individuals with 

Disabilities)

Rachael 

Tsuchitani

Lead Human 

Resources 

Specialist, Office of 

Human Resources

0201 SK-14 (202) 551-2220 tsuchitanir@sec.gov

Reasonable 

Accommodation 

Program 

Manager

Dia 

Gonsalves

Branch Chief, 

Office of Human 

Resources

0343 SK-15 (202) 551-3166 gonsalvesd@sec.gov

AntiHarassment 

Program 

Manager1

Dwayne 

Boyd

Attorney, Office of 

Equal Employment 

Opportunity

0905 SK-14 (202) 551-6017 boydd@sec.gov

AntiHarassment 

Program 

Manager

Charlene 

Proctor

Senior Counsel, 

Office of Equal 

Employment 

Opportunity

0905 SK-16 (202) 551-6059 proctorc@sec.gov

ADR Program 

Manager

Nseabasi 

Essien

EEO Specialist, 

Office of Equal 

Employment 

Opportunity

0260 SK-13 (202) 551-6004 essienn@sec.gov

Principal 

MD-715 

Preparer

Alta G. 

Rodriguez

Senior Counsel, 

Office of Equal 

Employment 

Opportunity

0905 SK-16 (202) 551-6002 rodriguezag@sec.gov

Principal 

MD-715 

Preparer

Maurice 

Champagne

Management 

Program Analyst, 

Office of Equal 

Employment 

Opportunity

0340 SK-14 (202) 551-2997 champagnem@sec.gov

1 The harassment prevention program is a management responsibility, and many SEC offices coordinate responsibilities.

The Office of Equal Employment Opportunity leads the SEC’s proactive harassment prevention program and provides 

educational awareness to managers and employees on preventing harassment in the workplace.
FISCAL YEAR 2022 | 3

Part D: Subordinate Components and Documents

Section I: List of Subordinate Components Covered in this Report

Please identify the subordinate components within the Agency (e.g., bureaus, regions, etc.).

X If the Agency does not have any subordinate components, please check the box.

Section II: 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 No

Disabled Veterans Affirmative Action Program (DVAAP) Report No

Operational Plan for Increasing Employment of Individuals with Disabilities 

under Executive Order 13548 No

Diversity and Inclusion Plan under Executive Order 13583 No

Diversity Policy Statement No

Human Capital Strategic Plan No

EEO Strategic Plan Yes

Results from most recent Federal Employee Viewpoint Survey or Annual 

Employee Survey No
This page intentionally left blank
FISCAL YEAR 2022 | 5

EXECUTIVE SUMMARY 

(PART E)

EEOC FORM

715-01 

PART E

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT

U.S. Securities and Exchange Commission For period covering October 1, 2021, to September 30, 2022

This Equal Employment Opportunity (EEO) Program Status Report for fiscal year (FY) 2022 

is prepared and submitted pursuant to the U.S. Equal Employment Opportunity Commission’s 

(EEOC) Management Directive 715 (MD-715) and accompanying instructions and guidance.

AGENCY MISSION

The U.S. Securities and Exchange Commission (SEC, Commission, or Agency) is an independent 

federal agency, established pursuant to the Securities Exchange Act of 1934, that “oversees [the] 

$100 trillion capital markets, representing about 40 percent of the capital markets worldwide.” SEC 

Strategic Plan FY 2022 – 2026. The securities markets touch many Americans’ lives, whether they 

are investing for their future, borrowing for a mortgage, taking out an auto loan, or taking a job 

with a company that is tapping the nation’s capital markets. Through the collective leadership of 

five commissioners, one of whom is appointed as the Chair of the Commission, and the dedicated 

work of over 4,700 diverse professionals, the SEC fulfills its mission to protect investors, maintain 

fair, orderly, and efficient markets, and facilitate capital formation.

The SEC Strategic Plan FY 2022 – 2026 highlights three goals that advance our tripartite mission:

1. Protect the investing public against fraud, manipulation, and misconduct;

2. Develop and implement a robust regulatory framework that keeps pace with evolving markets, 

business models, and technologies; and

3. Support a skilled workforce that is diverse, equitable, and inclusive and is fully equipped to 

advance agency objectives.
6 | EEO PROGRAM STATUS REPORT

The SEC recognizes that “[a] diverse, effective, and highly-skilled workforce is essential to the SEC’s 

success in protecting the public and fulfilling its mission.” See Strategic Goal 3.1. Led by a Senior 

Officer reporting directly to the Chair of the Commission, the SEC’s Office of Equal Employment 

Opportunity (OEEO) is a key contributor to the SEC’s Strategic Goal 3.1, which focuses on:

n Increasing capabilities and leveraging shared commitment to investors, and promoting diversity, 

equity, inclusion, accessibility, and equality of opportunity;

n Recruiting, training, and retaining staff with the right mix of skills, experience, and expertise;

n Setting workforce policies and practices that harness the lessons of the pandemic and promote 

effective interaction and collaboration among individuals and teams;

n Promoting diversity, equity, inclusion, and mutual respect within our workforce to ensure every 

staff member has the chance to contribute and succeed; and

n Identifying and advancing initiatives that support equal access for everyone, including those from 

underserved communities.

To advance the SEC’s strategic goals, the OEEO team (comprised of seasoned attorneys, EEO 

specialists, management and program analysts, and contract support) works in partnership with 

key stakeholders across the Agency, including the Office of the Chief Operating Officer (OCOO), 

the Office of Human Resources (OHR), the Office of Minority and Women Inclusion (OMWI), and 

Agency leadership. OEEO consistently communicates to key stakeholders the six essential elements 

of a model EEO Program and the shared collective responsibility to ensure that all employees and 

applicants for employment enjoy equality of opportunity at the SEC, regardless of race, color, 

national origin, sex (including pregnancy, sexual orientation, gender identity, or transgender status), 

parental status, age, religion, genetic information (including family medical history), disability, 

political affiliation, military status, or other non-merit-based factors.

This report highlights the SEC’s compliance with the six essential elements of a model EEO Program 

and presents select summary workforce demographic analyses by, inter alia, total workforce, 

new hires, mission critical occupation, and supervisory level. The report also highlights FY 2022 

accomplishments in advancing EEO and the SEC’s Strategic Goal 3 (specifically, Goal 3.1), and 

identifies additional actions the SEC will continue to undertake in FY 2023 to enhance its overall 

EEO Program.

The accomplishments and developments highlighted in this report stem from collaboration among 

various offices responsible for aspects of the Agency’s EEO Program, namely three SEC Offices—

OEEO, OMWI, and OHR. These offices have specific and many interrelated responsibilities to 

foster equal employment opportunity and diversity, equity, inclusion, and accessibility (DEIA) 

efforts in the Agency’s workforce.
FISCAL YEAR 2022 | 7

ESSENTIAL ELEMENTS OF A MODEL EEO PROGRAM

The EEOC identifies the following six elements as essential for a model EEO Program: 

Demonstrated Commitment from Agency Leadership; Integration of EEO into the Agency’s 

Strategic Mission; Management and Program Accountability; Proactive Prevention of Unlawful 

Discrimination; Efficiency; and Responsiveness and Legal Compliance.

A. Demonstrated Commitment from Agency Leadership

In FY 2022, SEC senior leadership made a sustained and visible commitment to fostering a positive 

organizational culture and to integrating EEO compliance, diversity, equity, and inclusion into SEC 

business and personnel actions and decisions. In FY 2022, Chair Gensler communicated to the SEC 

workforce his commitment to equal employment opportunity and a harassment-free workplace.

See Attachments 4 and 5. Chair Gensler also chairs the SEC’s Diversity and Inclusion Council 

comprised of staff, managers, and union representatives.

Leadership demonstrated its commitment to DEIA through: (1) a DEIA assessment pilot with seven 

of the SEC’s organizations, through which OMWI assessed the maturity of each organization’s 

DEIA efforts and potential areas for increased DEIA focus; (2) continued Senior Officer involvement 

with outreach, recruitment, and educational events, active participation on the SEC’s Diversity 

Council, and support of the SEC’s Employee Affinity Groups; and (3) manager training on the 

language of inclusion, mitigating the negative impact of microaggressions in the workplace and 

using gender-inclusive language.

Additionally, the SEC promoted the value of a connected culture through initiatives like the 

UnCovering Task Force, which educated employees on the importance of creating an environment 

where employees can bring their authentic selves to work. In FY 2022, the UnCovering Task 

Force hosted multiple interactive workshops on “Bringing Your Authentic Self to Work to Foster 

a Connected Culture,” including strategies for being more authentic at work, increasing job 

satisfaction, and improving productivity and mission effectiveness.

B. Integration of EEO Into the Agency’s Strategic Mission

As part of its strategic mission, the SEC’s Strategic Goal 3.1 highlights the integration of DEIA 

in initiatives that will ultimately serve investors and communities that have historically been 

underserved by the federal government. In particular, the following three sub-goals focus on 

advancing equity and equal opportunity among the SEC’s workforce as well as diverse investors 

and communities:

n Increasing capabilities and leveraging shared commitment to investors, and promoting diversity, 

equity, inclusion, accessibility, and equality of opportunity;

n Promoting diversity, equity, inclusion, and mutual respect within our workforce to ensure every 

staff member has the chance to contribute and succeed; and

n Identifying and advancing initiatives that support equal access for everyone, including those from 

underserved communities.
8 | EEO PROGRAM STATUS REPORT

In FY 2022, the SEC made concerted efforts to advance DEIA and support for underserved 

communities. The SEC’s Office of Investor Education and Advocacy (OIEA) continues to regularly 

translate investor education content, including Investor Alerts, Bulletins, articles, glossary items, 

and more, into non-English languages, especially Spanish. During FY 2022, OIEA translated 

over 30 new pieces of educational content into Spanish, all of which are available on the SEC’s 

Investor.gov Spanish-language library, Información en Español. OEEO and OMWI assigned 

staff to begin the creation of a SEC Equity webpage dedicated to communicating the SEC’s 

mission, goals, key priorities, and fraud prevention efforts to historically-underserved communities 

(including, but not limited to, communities of color, LGBTQ+ community, disability community, 

and rural communities affected by persistent poverty and inequality). These efforts will be ongoing.

Also, beginning in FY 2022, OEEO developed an EEO-specific measure to assess progress relating 

to the SEC’s Strategic Goal 3.1. This measure incorporates the overall positive response rate to 

Federal Employee Viewpoint Survey (FEVS) Question No. 8 (“I can disclose a suspected violation 

of any law, rule or regulation without fear of reprisal.”) and the percentage of “Yes” (or “NA”) 

answers to EEOC’s Self-Assessment Checklist (156 questions) in MD-715 Part G.

In addition, in FY 2022, OEEO drafted a new OEEO Strategic Plan to align with Goal 3 of the 

SEC’s Strategic Plan. Once finalized, the OEEO Strategic Plan will be implemented and measured 

against key performance indicators (KPIs).

C. Management and Program Accountability

In FY 2022, OEEO continued to monitor progress against recommendations made on previous 

barrier analyses, and regularly engaged with SEC management to discuss progress on specific 

actions management agreed to take to support greater equality of opportunity. Recommendations 

OHR operationalized in FY 2022 include:

n Continued collaboration with Divisions/Offices during hiring consultations and strategic 

conversations at the onset of the hiring process, to:

n advise hiring managers on the potential use of career ladder positions to enhance the 

diversity of the talent pool;

n ensure the language used in vacancy announcements to outline minimum qualifications is 

clear and easily understood; and

n discuss the hiring strategy (e.g., types of hiring authorities, recruitment), particularly for 

Mission-Critical Occupations.

n Designed and implemented the Leadership, Evaluation, Accession and Development (LEAD) 

Program (discussed in detail below) that provides leadership assessments to evaluate Senior 

Officer (SO) candidate leadership skills as part of the SO selection process, including those 

with a technical background in accounting who may be qualified to cross over into nonaccounting roles;
FISCAL YEAR 2022 | 9

n Conducted a review of the SEC’s recognition programs and criteria to determine opportunities 

for programmatic and operational improvements (adopted recommendations to be implemented 

in FY 2023); and

n Implemented a process for OHR to routinely share interview panel documentation, including 

information on the composition of interview panels, with OEEO.

OEEO also identified and deployed a framework for trigger analysis and prioritized the next set of 

barrier analysis studies. Given triggers (anomalies) noted in the workforce data, OEEO launched 

a new study focused on promotions within the IT Management occupational series. In FY 2022, 

OEEO began conducting informational interviews and focus group discussions with subject matter 

experts (SME) across the Agency.

D. Proactive Prevention of Unlawful Discrimination

During FY 2022, OEEO’s Anti-Harassment Prevention (AHP) team initiated and conducted 

the first phase of a Zero-Base Review of the AHP. This review consisted of, among other things, 

benchmarking the SEC’s AHP and staffing resources against the AHPs in five Financial Institutions 

Reform, Recovery, and Enforcement Act (FIRREA) agencies. Further, the AHP team enhanced its 

technological capabilities by taking steps to acquire an automated commercial-off-the-shelf (COTS) 

system to track incoming allegations of harassment. The SEC will continue to develop and improve 

upon best practices in the coming years to strengthen its AHP program.

E. Efficiency

OEEO carefully safeguards its neutrality and impartiality, and maintains an efficient, fair, and 

impartial complaint and complaint resolution processes. The SEC continues to follow the 

requirements, standards, and practices required under 29 CFR Part 1614 and developed additional 

tools to promote uniformity and efficiency in complaint-program activities. For example, counseling 

of informal complaints has transitioned to OEEO staff, allowing for the cases to be processed 

by EEO Counselors with institutional knowledge of the SEC and offering OEEO staff increasing 

awareness of emerging issues in complaints. These resources help facilitate consistent and timely 

processing of EEO matters. OEEO neutrality ensures that employees and managers know that the 

pre-complaint and investigation stages of the Part 1614 process are not adversarial, that OEEO 

will compile a neutral and impartial factual record, and that, when requested, OEEO will issue a 

final agency decision assessing the facts and law to determine whether or not one or more of the 

applicable employment discrimination laws have been violated. OEEO continues to emphasize its 

office’s independence and impartiality to ensure that SEC staff understand that OEEO is neither promanagement nor pro-employee, but rather an impartial organization that processes EEO complaints 

in a neutral manner.
10 | EEO PROGRAM STATUS REPORT

During FY 2022, OEEO continued to process EEO complaints in accordance with EEOC 

requirements. By utilizing OEEO staff to conduct EEO counseling, in lieu of reliance on contractors, 

the SEC was able to increase operational efficiencies. OEEO will expand this effort by utilizing 

in-house personnel to conduct EEO investigations in FY 2023. This will continue to ensure 

consistent, thorough, and timely reports of investigation.

F. Responsiveness and Legal Compliance

The SEC complies with applicable laws and EEOC regulations, management directives, orders, and 

other written instructions. The SEC complies with all regulatory reporting requirements to submit 

and/or post the annual EEOC Form 462 Report and MD-715 Report, and quarterly and annual No 

FEAR Act reports.

WORKFORCE ANALYSIS

A. Identification of Triggers in Race, Ethnicity, Sex, and Disability 

Workforce Data

The SEC analyzes workforce data to identify triggers that may require further inquiry regarding 

whether or not barriers to equal employment opportunity based on race, ethnicity, sex, or 

disability exist. The next sections provide a selected analysis of workforce data by ethnicity/race 

and sex. Part J, infra, provides analyses of workforce data by disability status.

Within these workforce analyses, this report describes identified “triggers,” or observed 

differences in participation rates (i.e., the proportions of employees across the demographic 

groups) and/or inclusion rates (i.e., the proportions of a total employee group found in a 

particular condition). A “trigger” is a trend, difference, variance, outlier, or anomaly that suggests 

the need for further inquiry into a particular policy, practice, procedure, or condition. Statistics 

are only a starting point for analysis that must consider the totality of the circumstances.

In many cases, triggers are evidenced through comparison of workforce data to civilian labor 

force participation rates. The EEO Tabulation, produced using the 2014–2018 American 

Community Survey (ACS) data, is the most current primary external benchmark for conducting 

comparisons between the ethnicity/racial and sex composition of each employer’s workforce to 

its available labor market. The EEOC requested that agencies utilize the 2014–2018 ACS data 

for the FY 2022 MD-715 report. For brevity in this report and accompanying workforce tables, 

benchmark data from the 2014–2018 EEO Tabulation is referred to as the 2018 civilian labor 

force (CLF) or for specific mission critical occupation (MCO) positions, and the occupational 

civilian labor force (OCLF). Occupational comparisons are initially made using broad categories 

of civilian jobs that do not differentiate between characteristics such as industry (e.g., finance 

versus health care) or specialization (e.g., securities versus employment law).
FISCAL YEAR 2022 | 11

B. The SEC’s Total Workforce2

At the end of FY 2022, the SEC had 4,722 employees: 4,452 permanent and 270 temporary. Of 

the 4,452 permanent employees, there were 2,396 (53.82%) men, 2,056 (46.18%) women, 1,618 

(36.34%) minority employees, and 2,834 (63.66%) White employees. The SEC gained a total of 

260 permanent employees, 142 (54.62%) men, 118 (45.38%) women, 92 minority employees, and 

168 White employees.

In FY 2022, the SEC had a separation rate of 5.62% (250 separations) of its total permanent 

workforce. This was an increase from recent years, in which separations were generally below 

four percent. The SEC aims to keep its turnover rate relatively low, i.e., below eight percent per 

year. In FY 2022, separations among White males and females were higher than expected as a 

proportion of the SEC permanent workforce (White males represented 46.80% of separations, 

while they represent 38.59% of the permanent workforce; White females represented 32.00% of 

separations, while they represent 25.07% of the permanent workforce). Separations for all minority 

groups were below their proportion of the permanent workforce, with the exception of Hispanic or 

Latino males, whose separations (3.60%) were about equal to their proportion of the permanent 

workforce. In particular, Black or African American female separations (6.00%) were lower than 

their proportion of the permanent workforce in FY 2022 (10.98%).

Table A1 provides a comparison of the FY 2022 participation rate for each ethnicity/race and gender combination to the 2018 CLF. The participation of White female employees at the SEC shows 

the largest difference at 6.75% points below their participation in the 2018 CLF, a gap which has 

narrowed by 1.68% points compared to the 2010 CLF. Hispanic or Latino men and women show 

levels of difference that are about 3% points below their participation in the 2018 CLF (Hispanic 

or Latino men at -3.63% points and Hispanic or Latino women at -3.24% points). Increases in the 

CLF benchmarks for Hispanic or Latino males and females, of 1.65% points and 1.37% points, 

respectively, have caused Hispanic or Latino differences from the benchmarks to increase.

Relative to the national civilian labor force, the SEC’s permanent workforce has higher participation 

of Asian employees, both men and women, and Black or African American women. For these 

groups, the participation in the SEC’s permanent staff is 4.03% to 4.83% points higher than their 

demographic group’s 2018 CLF participation. While participation in the total SEC permanent 

workforce for these groups is higher than in the 2018 CLF, specific analysis by occupation and pay 

grade is more nuanced, as described further below.

2 Workforce data referenced in this report may be found at Attachment 12.
12 | EEO PROGRAM STATUS REPORT

C. The SEC’s Mission-Critical Occupations (MCOs)

The SEC has five MCOs: attorney, accountant, securities compliance examiner, information 

technology management, and economist. Among the SEC’s total permanent employees, there 

were 1,877 attorneys, 800 accountants, 367 securities compliance examiners, 318 information 

technology (IT) management employees, and 106 economists. For each MCO, selected analysis of 

current status in terms of participation and inclusion by SK-levels, gains through external hiring 

and progress through competitive promotion of men, women, and minority group members are 

presented below. Detailed analysis of promotion for PWD and PWTD is provided in Part J, infra.

Background information on the analyses presented provides the reader a basis for interpreting these 

selected analyses.

D. Definition of Applicant Flow Data (AFD)

Applicant Flow Data is an important tool used to examine the fairness and inclusiveness of 

recruitment efforts and career progression of the workforce. These data are available through 

OPM’s USA Staffing© (the federal government’s integrated talent acquisition system, that provides 

data analytics such as time-to-hire metrics and AFD) only for SEC vacancies posted on the federal 

government’s official employment site, USAJOBS. Applicants apply for the posted vacancies through 

the USAJOBS portal. The SEC uses USAJOBS for most, but not all, of its hiring actions (although 

hiring into accountant and economist positions under the SEC’s Fellows authority and, in some 

cases, attorneys into the Excepted Service under 5 CFR § 213.3102(d) do not require public posting 

through USAJOBS, the SEC does proceed with public posting for a large number of vacancies even 

where such is not required). In FY 2022, the SEC did not have a tool to capture and report on 

applicant data for hiring actions outside of USAJOBS.

A few important notes about AFD help facilitate interpretation. Selections designated within AFD 

are inexact because demographic data are only produced for applicants who self-identified when 

they applied for a posted position and are comprised of only vacancies that were closed during 

FY 2022. AFD also shows various workforce tables regarding the demographic makeup for all 

applications (note that one applicant may file multiple applications for the same vacancy, and 

each application is counted separately) from persons who self-identified and were: (1) qualified; 

(2) referred; or (3) tentatively selected for vacancies posted on USAJOBS that closed during 

FY 2022. Various hiring process steps, beyond a tentative selection decision, may impact success in 

onboarding a new hire (e.g., suitability assessment or declination of offer). To help distinguish the 

data on hiring, the workforce data tables provide separate rows of information for all employees 

newly-hired and on-boarded during the course of the fiscal year. Differences are observed in the 

demographic statistics of those selected versus those hired and brought on board.
FISCAL YEAR 2022 | 13

E. New Hires and Promotions

Applicants for external hiring are encouraged to provide data on their gender, race/ethnicity, and 

disability as part of their USAJOBS profile. Because self-identification is not required by USAJOBS 

and depends on willingness to volunteer demographic information, all data should be interpreted 

with caution and should not be extrapolated from the group that voluntarily identified their 

demographics to the remaining applicants who did not.

Analysis of internal competitive promotions is another area of interest in the SEC’s review of equal 

employment opportunity. To explore data related to promotional opportunity, comparisons are 

made to the composition of the SEC’s overall workforce. In particular, EEOC instructs that agencies 

consider the Relevant Applicant Pool (RAP) in benchmark comparisons for each occupation. The 

demographic profile of the RAP represents more closely an attainable standard for workforce 

composition as the RAP for each MCO is based on the number of employees holding a qualifying 

occupation series. Data on the RAP for each MCO is provided in summary level in Table A6.

Pursuant to EEOC’s instruction, internal competitive promotion data include AFD for vacancies 

posted for internal SEC-only and Merit Promotion (MP) consideration. Other methods of 

progressing to higher-graded positions are not captured. As the SEC has continued to evaluate data 

on competitive promotion, it has learned that some candidates, including SEC employees, are less 

likely to self-identify their demographic information when applying for a posting. To help ensure 

higher quality analysis of competitive promotions within the SEC, OEEO leverages the employee 

demographic data maintained by OHR in its Human Resource Information System (HRIS). To 

ensure data accuracy, in FY 2022, OEEO encouraged employees to review their demographic data 

and update as necessary. Having up-to-date employee demographic data allows OEEO to leverage 

a combination of AFD and internal HRIS records when analyzing competitive promotions among 

SEC employees.

Employees in the competitive service across the federal government are eligible to apply for MP 

postings. However, the only demographic data that OEEO is able to access and analyze for nonSEC federal employees is the AFD that these candidates voluntarily provide when applying for a MP 

posting. Summaries of these vacancy postings are thus restricted to AFD available through OPM’s 

USA Staffing© tool.

The SEC’s fellows programs are an important pathway into MCOs. In FY 2022, the SEC continued 

to post all fellows opportunities on USAJOBS. This enables better monitoring of demographic data 

on fellows for MCOs.
14 | EEO PROGRAM STATUS REPORT

Finally, FY 2022 was the second year in which the SEC had a paid internship program. This 

resulted in interns being captured as temporary employees in IBC Datamart data, generally for 

SK-3 through SK-9 graded positions.

With this context, the following sections present available AFD for each MCO and for the SEC’s 

senior-graded and leadership positions. These data do not reflect all applications—only those 

applications where the applicants provided demographic information.

F. Employee Gains and Career Progression (Table A6)

Information about employee gains from external hiring and progression through competitive 

promotion are relevant to assessing EEO for the Agency’s MCO workforce. Detailed information 

on employee gains is found at workforce Table A6.

a. Attorneys (Table A6)

The current workforce, including gains through external hiring and internal competitive promotion 

of Attorneys, is presented in Table A6. In FY 2022, among the 1,877 Attorneys, there were 1,019 

(54.29%) men, 858 (45.71%) women, and 444 (23.65%) minority group members. The SEC hired 

130 Attorneys and promoted 54 Attorneys.

I. GAINS, AFD FOR EXTERNAL HIRING: ATTORNEYS (0905)

The SEC posted 88 vacancies through USAJOBS and made 140 selections for Attorney 

positions. Of the 3,596 applications that included demographic information (self-identified 

applications), 2,033 (56.54%) were submitted by men, 1,563 (43.46%) by women, and 1,644 

(45.72%) by minority group members. Of the 140 selectees who self-identified, 67 were men, 

73 were women, and 50 were minority group members. In contrast to previous years, in 

which male Attorney new hires were below their representation among qualified applicants, 

in FY 2022, male Attorney new hires were equal to male Attorney qualified applicants (“new 

hires” refers to on-boarded employees). This previous disparity, which has now equilibrated, 

was researched as part of the SEC’s barrier analysis of the Attorney occupation in FY 2021.

However, in FY 2022, Attorney new hires for Black or African American males, Asian males 

and females, and Hispanic or Latino females were one to three percentage points below their 

representation among qualified applicants. Hispanic or Latino males had no new hires, while 

they were 6.96% of qualified applicants. Black or African American females were 5.38% of 

Attorney new hires, while they were 9.49% of qualified applicants. AFD should be interpreted 

with caution because a number of vacancies were open, continuous postings (which do not 

generate demographic information in the audited AFD from USA Staffing© and are not included 

as selections in the audited AFD for the fiscal year) and only selections for closed postings are 

included. Further, previous research indicates that open, continuous postings may result in a 

different demographic profile.
FISCAL YEAR 2022 | 15

II. PROGRESSION, AFD FOR INTERNAL COMPETITIVE PROMOTION: 

ATTORNEY (0905)

The SEC received 328 applications for 47 Attorney competitive promotion postings and made 

54 selections. Of the 328 self-identified applicants, 313 qualified for promotion—178 men, 

135 women, and 71 minority applicants. Of those tentatively selected for the promotions, 

27 were men, 27 were women, and 10 were minority Attorneys. A further demographic 

breakdown by ethnicity/race and gender of the candidates who applied for internal promotions 

is presented in Table A6.

b. Accountants (Table A6)

For Accountants, their current workforce status and gains through external hiring and competitive 

promotion is presented in Table A6. In FY 2022, among the 800 Accountants, there were 

443 (55.38%) men, 357 (44.63%) women, and 242 (30.25%) minority group members. The 

Agency hired 14 Accountants and promoted 4.

I. GAINS, AFD FOR EXTERNAL HIRING: ACCOUNTANTS (0510)

In FY 2022, the SEC received 200 self-identified applications through USAJOBS and made 

seven selections for Accountant positions. Of the 200 applications, 104 (52.00%) were 

submitted by males and 96 (48.00%) by females. While a trigger was found between the 

qualified applicant pool and selections with respect to gender overall in AFD (the qualified 

applicant pool was 51.35% male compared to 28.57% of selections), the HRIS data on 

employee on-boards suggested a smaller trigger (males were 50.00% of employee on-boards).

Differences between qualified applicants and new hires were found for Hispanic or Latino males 

and females (zero new hires and both represented 2.70% of qualified applicants), Black or 

African American males (zero new hires vs. 13.51% of qualified applicants), Black or African 

American females (7.14% of new hires vs. 16.22% of qualified applicants), and Asian males 

(7.14% of new hires vs. 10.81% of qualified applicants). Detailed demographics are reflected in 

Table A6.

II. PROGRESSION, AFD FOR INTERNAL COMPETITIVE PROMOTION: 

ACCOUNTANT (0510)

The SEC received 48 self-identified applications for four internal competitive promotion 

postings and four selections. Of the 48 applications, 34 were deemed qualified (20 men, 

14 women, and 24 minority applicants). In FY 2022, female qualified applicants (41.18%) 

were below their Relevant Applicant Pool (45.48%), but females received three (75.00%) 

of the four promotions. Differences between selections and qualified applicants were found 

for Hispanic or Latino males and females, White males and females, and Asian males and 

females. However, the FY 2022 data should be interpreted with caution because there were 

only four Accountant selections for promotion. For the second consecutive year, no anomaly 

was found for Black or African American males or females. The Agency completed an analysis 

of competitive promotions among women in the accounting occupation in FY 2021 and is 

monitoring implementation.
16 | EEO PROGRAM STATUS REPORT

c. Securities Compliance Examiners (Table A6).

The current workforce and gains through competitive promotion and external hiring of Securities 

Compliance Examiners is presented in Table A6. In FY 2022, among the 367 securities compliance 

examiners who self-identified, there were 235 (64.03%) men, 132 (35.97%) women, and 

129 (35.15%) minority group members. The Agency hired 18 Securities Compliance Examiners 

(10 men, 8 women, and 7 minority group members) and promoted 17.

I. GAINS, AFD FOR EXTERNAL HIRING: SECURITIES COMPLIANCE EXAMINERS (1831)

In FY 2022, the SEC received 639 applications on USAJOBS, and hired 18 Securities 

Compliance Examiners. There were 17 selectees in AFD, and 18 on-boards (AFD only report 

data on postings that closed during the fiscal year, omitting open, continuous postings).

Differences were found between qualified applicants and new hires for Hispanic or Latino males 

(zero new hires vs. 8.83% of qualified applicants), Black or African American males (5.56% of 

new hires vs. 15.46% of qualified applicants) and Black or African American females (zero new 

hires vs. 13.25% of qualified applicants). See Table A6.

II. PROGRESSION, AFD FOR INTERNAL COMPETITIVE PROMOTION: SECURITIES 

COMPLIANCE EXAMINERS (1831)

The SEC received 231 self-identified applications for 17 postings and 17 selections reflecting 

the following demographics: 147 men, 84 women, and 145 minority applicants. Of these 

231 applications, 76 were deemed qualified (52 men, 24 women, and 39 minority applicants).

Differences between qualified applicants and the Relevant Applicant Pool were found for 

White males (36.84% of qualified applicants vs. 42.42% of the relevant applicant pool), White 

females (11.84% of qualified applicants vs. 19.28% of the relevant applicant pool), and Black 

or African American females (3.95% of qualified applicants vs. 8.26% of the relevant applicant 

pool). These differences suggest a challenge with respect to attracting qualified applicants for 

promotion. Differences between qualified applicants and selections were found for Hispanic 

or Latino males (zero selections vs. 9.21% of qualified applicants), Asian males (11.76% of 

selections vs. 15.79% of qualified applicants), and Asian females (zero selections vs. 10.53% of 

qualified applicants). These differences suggest a challenge with respect to selections.

d. Information Technology Management (Table A6)

The current workforce and gains through external hiring and competitive promotion of Information 

Technology (IT) Management employees is presented in Table A6. In FY 2022, among the 318 IT 

Management employees who self-identified, there were 245 men (77.04%), 73 women (22.96%), 

and 181 minority group members (56.91%). The Agency hired 20 employees in IT Management 

and promoted 6.
FISCAL YEAR 2022 | 17

I. GAINS, AFD FOR EXTERNAL HIRING: INFORMATION TECHNOLOGY 

MANAGEMENT (2210)

In FY 2022, the SEC received 1,091 self-identified applications through USAJOBS and hired 

20 IT Management specialists. Of the 1,091 applications, 77.45% were submitted by men, 

22.55% by women, and 71.68% by minority employees. Differences between qualified 

applicants and new hires were found for Hispanic or Latino females, Black or African American 

males and females, and Asian males. Hispanic or Latino females were zero new hires and 

2.06% of qualified applicants. White females represented 5.55% of the qualified applicants 

and zero selections, but 5.00% of on-boards. Black or African American males were 10.00% 

of new hires and 22.98% of qualified applicants. Black or African American females were 

zero new hires and 6.97% of qualified applicants. Asian males were 20.00% of new hires and 

22.03% of qualified applicants.

II. PROGRESSION, AFD FOR COMPETITIVE PROMOTION: INFORMATION 

TECHNOLOGY MANAGEMENT (2210)

The SEC received 592 self-identified applications (431 males and 161 females) for 9 IT 

Management postings and 6 selections. Of the 592 applications, 312 were deemed qualified.

Males represented 75.00% of qualified applicants (234 applicants) and females represented 

25.00% of qualified applicants (78 applicants). Differences between the proportion of qualified 

applicants and selections were found for Hispanic or Latino males (zero selections vs. 5.77% 

of qualified applicants), Hispanic or Latino females (zero selections vs. 1.92% of qualified 

applicants), White females (zero selections vs. 8.65% of qualified applicants), and Asian males 

(16.67% of selections vs. 30.45% of qualified applicants). The IT Management occupation is 

discussed further below in the section entitled Detailed Workforce Analysis of Promotions for 

Examiners and IT Management.

e. Economists (Table A6)

The current workforce of Economists is presented in Table A6. In FY 2022, among the 

106 Economists at the SEC, there were 76 (71.70%) men, 30 (28.30%) women, and 

35 (33.02%) minority group members. In FY 2022, the Agency hired 15 Economists and 

promoted one Economist.

I. GAINS, AFD FOR EXTERNAL HIRING: ECONOMISTS (0110)

In FY 2022, the SEC received 434 self-identified applications through USAJOBS, selected four 

Economists and on-boarded 15. Of the 434 self-identified applications, 67.97% were submitted 

by men, 32.03% by women, and 58.06% by minority group members. The Agency hired 

eight White males, three White females, three Asian males, and one Hispanic or Latino male.

Differences between selections and qualified applicants were found for Hispanic or Latino 

females (zero new hires and 3.86% of qualified applicants), Black or African American males 

and females (both zero new hires when Black males were 16.20% of qualified applicants and 

Black or African American females were 6.68% of qualified applicants) and Asian females (zero 

new hires and 7.71% of qualified applicants). Table A6 reflects the demographic breakdown.
18 | EEO PROGRAM STATUS REPORT

II. PROGRESSION, AFD FOR INTERNAL COMPETITIVE PROMOTION: 

ECONOMISTS (0110)

The SEC received two applications for one posting and one selection. It is impossible to draw 

meaningful conclusions about the qualification or selection phase for the one Economist 

promotion from these data. Table A6 reflects the demographic breakdown.

G. Detailed Workforce Analysis of Promotions for Examiners and IT Management

Examiners and IT Management are two of the fastest growing MCOs. From FY 2011 through 

FY 2022, the Examiner occupation increased 99.46% from 184 positions to 367 positions. Over 

the same FY 2022, promotions within these two occupations demonstrated triggers.

For Examiners, in FY 2022, triggers among qualified applicants decreased among groups that had 

the largest triggers in FY 2021. For example, among White females and Black or African American 

females, differences between qualified applicants and the Relevant Applicant Pool decreased 

from roughly 10 or more percentage points in FY 2021 to 4–7 percentage points in FY 2022.

Other minority groups were at or close to their Relevant Applicant Pools with respect to qualified 

applicants in both years. The SEC made 17 selections for promotion among Examiners in FY 2022.

Promotions for females increased from 0% in FY 2021 to 41.18% in FY 2022. Promotions for 

minority groups increased from 16.67% to 41.18%.

Assessing the IT Management occupation has added complexity because the IT Management 

Occupation within the American economy is heavily male (70.73% male; 29.27% female).

However, even after controlling for the demographic distribution of applicants, the selection data 

for promotions in IT Management over the last six years has been the most notable of our Mission 

Critical Occupation data from an EEO perspective. The EEOC prescribes the percentage of qualified 

applicants as the benchmark for identifying potential disparities in selections. In FY 2022, selections 

for promotion for minorities were 15 percentage points below their share of qualified applicants 

(50.00% of selections vs. 65.38% of qualified applicants). While this difference is substantial, this 

trigger decreased by more than half since FY 2021, when minority selections were 38 percentage 

points below their share of qualified applicants. Selections for women had displayed a four-year 

downward trend from FY 2018 through FY 2021, declining as much as 50.00%, but increased 

in FY 2022. In FY 2022, women were 33.00% of selections, and 25.00% of qualified applicants.

While the FY 2022 data show improvement, several years’ worth of differences from prescribed 

benchmarks and large swings between groups suggest research is needed on potential challenges 

affecting promotions. In FY 2022, OEEO initiated a barrier analysis study of the IT Management 

occupation, discussed in Part I, infra.
FISCAL YEAR 2022 | 19

H. Senior Grade Levels from SK-13 to Senior Officer

The SEC conducts analysis on the participation of men, women, and minority group employees 

at various grade levels to understand equality of employment opportunity in the Agency’s career 

progression. Specifically, the SEC reviewed the participation of men, women, and minority group 

members within the Agency’s grade levels equivalent to the senior grades in the General Schedule 

and Senior Executive Service. The SEC crosswalks its alternative pay plan’s senior grade levels to 

the General Schedule according to the following equivalencies: SES = SO and EX; GS-15 = SK-15, 

SK-17, AL-02, and AL-01; GS-14 = SK-14, SK-16, and AL-03; GS-13 = SK-13. The current status, 

including gains through external hiring and internal competitive promotion in senior grade levels 

is presented in Table A7. This section describes the results of those analyses by ethnicity/race and 

gender. Analysis of career progression for persons with disabilities is described in Part J, infra.

To evaluate EEO for the current status and internal competitive promotion into senior grades at the 

SEC, unlike what was done for current status of the total workforce and for each MCO, comparisons are made to the composition of the SEC’s overall workforce. In particular, EEOC instructs that 

agencies consider two comparators when evaluating participation in and promotional opportunity 

to their senior-graded or supervisory and management workforce: the Relevant Applicant Pool and 

the Upward Mobility Benchmark. Inclusion rates are considered for these populations to assess 

whether employee groups are distributed in senior-graded and leadership level positions at rates 

similar to the overall population.

Among senior grades at the SEC as a whole, 43.53% of the positions are held by women and 

56.47% by men. In comparison, the workforce comprising the Upward Mobility Benchmark is 

45.11% women and 54.89% men. Minority group members hold 33.26% of positions in senior 

grades as compared to 34.67% of employees participating in the Upward Mobility Benchmark.

Additional detail comparing the workforce composition of senior-graded and leadership positions is 

found in the next section. See Table A7.

As was true for MCO positions, a review of AFD for senior-graded and leadership level positions 

helps uncover the Agency’s progress in attracting, recruiting, and hiring talent. Table A7 summarizes 

AFD for external hiring and internal promotion aggregated across all senior-graded positions.

Data are presented on the ethnicity/race and gender of the applications submitted by, deemed 

minimally qualified for, referred for consideration, tentatively selected, and on-boarded for senior 

grade level positions.
20 | EEO PROGRAM STATUS REPORT

I. GAINS, AFD FOR EXTERNAL HIRING: SENIOR-GRADED POSITIONS

In FY 2022, the SEC received 6,802 self-identified applications through USAJOBS and hired 

207 employees for senior-graded positions. Of the 6,802 applications, the diversity 

demographics were 61.10% men, 38.90% women, and 59.06% minority. Across the hiring 

phases, women’s participation among qualified and referred candidates remained similar to 

their participation in the applicant pool. However, women were a larger percentage of new 

hires (42.03%) than their participation in the qualified applicant pool (38.14%).

Among the 207 external applicants who were eventually on-boarded in FY 2022, 120 were 

men and 87 were women. See Table A7.

In general, the participation of minority group members, unlike the participation of women, 

declined across the hiring phases. Minority group members represented 59.06% of the selfidentified external applicants, 53.81% of qualified applicants, and 33.34% of new hires, a 

decline of about nine percentage points from FY 2021. New hires were two to six percentage 

points below qualified applicants among Hispanic or Latino applicants, Black or African 

American applicants, and Asian male applicants.

II. PROGRESSION, AFD FOR INTERNAL COMPETITIVE PROMOTION: 

SENIOR GRADE PROMOTIONS

The SEC received 3,745 self-identified applications for 123 senior grade level postings, and 

119 selections. The applications reflected that 54.82% were submitted by men, 45.18% by 

women, and 65.50% by minority candidates. White female, White male, and Asian female 

applicants applied for promotions among senior grades at rates below their respective Upward 

Mobility Benchmark. White males were 22.59% of applicants, compared to an Upward 

Mobility Benchmark of 40.08%; White females were 11.91% of applicants, compared to 

an Upward Mobility Benchmark of 25.25%; and Asian females were 4.83% of applicants, 

compared to an Upward Mobility Benchmark of 7.04%. Selections were significantly above 

the percentage of qualified applicants for each of these three groups: White males were 33.61% 

(40) of selections for promotion, and 26.19% (524) of qualified applicants; White females were 

28.57% (34) of promotions, and 14.14% (283) of qualified applicants. Asian females were 

9.24% (11) of selections, and 5.60% (112) of qualified applicants.

Minority applicants were 65.50% of self-identified internal competitive promotion applicants.

Their participation in the qualified applicant pool was 59.67% and 63.51% among referred 

applicants; 37.82% (45) of the candidates tentatively selected for promotion were minority 

applicants. This result seems attributable to a six percentage point difference between selections 

and the qualified applicant pool among Black or African American males (5.88% of selections, 

11.84% of qualified applicants); a nine percentage point difference between selections and the 

qualified applicant pool for Black or African American females (11.76% of selections; 21.09% 

of qualified applicants); and a five percentage point difference between selections and the 

qualified applicant pool for Asian males (5.04% of selections; 10.39% of qualified applicants).

Table A7 reflects the demographic breakdown.
FISCAL YEAR 2022 | 21

Notably, in FY 2022, the Agency implemented policy changes relating to the formation of 

interview panels, which apply to all grades. These changes include requiring a minimum of three 

interviewers in first-round interviews; requiring each interview panel to include a panelist from 

outside the hiring Division/Office in an effort to promote objectivity and consideration of diverse 

perspectives; requiring all supervisory interviews to include at least one question that addresses 

the need for SEC supervisors to support a diverse and inclusive workplace; and encouraging 

SEC Divisions/Offices to convene a diverse group of interviewers to serve on the interview panel 

(“diversity” is defined broadly to refer to the range of similarities and differences across a set 

of panelists, including diversity of background, thought, and experience). As mentioned above, 

the Agency also implemented a process for OHR to routinely submit interview documentation, 

including information on the composition of interview panels, to OEEO.

I. Supervisors, Managers, and Executives

In light of the critical importance of leadership to the Agency and to the workplace experience for 

employees across the organization, the following provides analysis of the workforce in the SEC’s 

leadership ranks, including evaluation of equal employment opportunity for career mobility among 

ethnic/racial and gender groups. The current status, gains through external hiring, and competitive 

promotion in three leadership levels for supervisor, manager, and executive is presented in Table A8.

This section summarizes results from those analyses.

To understand these data, reviews of the relevant applicant pools or feeder positions and Upward 

Mobility Benchmarks are made. The Upward Mobility Benchmarks define the proportion of a 

demographic group that one would expect to reach senior positions, based on their occupations.

The SEC offers the opportunity for employees in any occupation to be promoted to the first level 

supervisor, the SK-17 manager level, or the Senior Officer executive level. The Leadership Upward 

Mobility Benchmark provides a useful comparison for the demographic composition of leadership 

because that benchmark includes those occupations where a career path to leadership is established.

The Leadership Upward Mobility Benchmark includes all employees serving in occupations for 

which the Agency has established career paths to the SO ranks, without regard to SK-level. It 

includes only employees within occupations held by at least two percent (2%) of SOs. This includes 

the Attorney (0905), Accountant (0510), Securities Compliance Examiner (1831), IT Management 

(2210), Economist (0110), Miscellaneous Administration and Program Series (0301), and Program 

Management Series (0340) occupations.

Table A8 provides selected workforce analysis for supervisor, manager, and executive positions by 

ethnicity/race and gender. Similar to the data presented for each MCO, at each leadership level, 

data include the current status as of the end of the fiscal year, gains through external hiring, and 

progression through internal competitive promotion during the reporting period. Analysis of career 

progression to leadership for persons with disabilities is described in Part J, infra.
22 | EEO PROGRAM STATUS REPORT

A summary of Table A8 shows that among supervisory and managerial levels as a whole, 

39.82% of positions are held by women, 60.18% by men, and 29.01% by minority employees.

In comparison, the workforce comprising the Leadership Upward Mobility Benchmark is 

43.81% female, 56.19% male, and 32.29% minority. Additional detail comparing the workforce 

composition of senior-graded and leadership positions is found in Table A8.

J. Detailed Analysis of Current Status and Trends over Time in the SO Ranks

The representation of women among SOs continued to exceed government-wide statistics. The 

participation of women among SOs was higher than the representation of women among Senior 

Executives in the federal workforce. According to OPM’s FedScope, in FY 2022, women made 

up 39.39% of Senior Executives in the federal workforce, compared to 44.88% among the SEC’s 

SO population.

As of the end of FY 2022, the proportion of minority SOs at the SEC is roughly within one 

percentage point of the FY 2022 government-wide minority participation rate for senior executive 

positions of 25.66%. Since FY 2016, the participation rate of minority employees among SOs 

increased from 13.38% to 24.42%, with one quarter of the increase occurring in FY 2022 alone, 

when minority SOs increased from 18.11% to 24.42%. The FY 2022 increase was related to SO 

separations, which increased 87%, from 15 in FY 2021 to 28 in FY 2022, with White employees 

accounting for 25 of the 28 SO-level separations.

As was true for MCO positions, a review of AFD for leadership levels helps explore the Agency’s 

process in attracting, recruiting, and hiring talent in its leadership ranks. Table A8 summarizes AFD 

for external hiring and internal promotion across leadership positions at the executive, manager, and 

supervisory levels.

I. GAINS, AFD FOR EXTERNAL HIRING: LEADERSHIP LEVELS

In FY 2022, the SEC received 739 self-identified applications through USAJOBS and made 12 

new hires for supervisory positions across all levels. Among the applicants were 490 (66.31%) 

men and 249 (33.69%) women. Seven men, five women, and three minority employees were 

hired for managerial or supervisory positions. In FY 2022, a trend observed in previous 

years continued in which the male proportion of new hire selections for leadership positions 

was lower than the qualified applicant pool. Males were 69.33% of qualified applicants for 

leadership positions, but 58.33% of new hires, a difference of eleven percentage points, and 

were 55.00% of selections, a difference of fourteen percentage points. This difference was a 

decline from the 43.05% percentage point difference between male qualified applicants and 

selections observed in FY 2021. A trend was observed for Hispanic or Latino males and Black 

or African American males. Thirty-two Hispanic or Latino males and 75 Black or African 

American males reached the qualified stage for leadership positions. No Hispanic or Latino 
FISCAL YEAR 2022 | 23

males, and no Black or African American males were selected as a new hire for a leadership 

position. These data should be considered with the caveat that Applicant Flow Data do not 

cover open, continuous postings, and persons who did not self-identify; HRIS data covering 

on-boarded employees that do include the results of open, continuous postings showed 

the same results for Hispanic or Latino males. Note that these data do not include hires of 

Commissioners, who are appointed by the President for temporary terms, and thus, hired via 

processes outside of Agency’s hiring procedures.

Table A8 provides the demographics of the individuals who applied and self-identified for 

leadership positions, those who qualified, and the applicants who were tentatively selected.

II. PROGRESSION, AFD FOR INTERNAL COMPETITIVE PROMOTION: 

LEADERSHIP LEVELS

The SEC received 1,182 self-identified applications (62.10% from men, 37.90% from women, 

and 58.29% from minority employees) for 53 postings and 57 selections for supervisory or 

managerial positions. As was shown in the senior grade level positions, women’s participation 

among applicants who applied, qualified, were referred and were selected for promotion 

progressively increased from 36.84% of the qualified applicant pool to 47.37% of those 

tentatively selected for promotions.

Minority group member participation declined from 51.42% of the qualified applicant pool 

to 29.82% of those tentatively selected for promotion. There were differences between qualified applicants and selections for promotion to managerial or supervisory positions for Black or 

African American males, who represented 78 of the qualified applicants (10.53%) and one selection (1.75%); Hispanic or Latino males, who represented 30 of the qualified applicants (4.05%) 

and one selection (1.75%); and Asian males, who represented 100 of the qualified applicants 

(13.50%) and three selections (5.26%). Table A8 reflects the demographic breakdown.

K. Additional Detail on the Workforce Analysis for Senior Leadership 

and Senior Grade Level Positions (Tables A4 and A8)

The FY 2022 participation rates of men, women, and minority groups differ across the SEC’s 

supervisory and management ranks. There is a notable pattern shown for women at the SK-15 

first-line supervisor level, and for minority groups at the SK-16, SK-17, and SO levels, as compared 

to the composition of the feeder or relevant applicant pools at lower SK-levels.

Women are 43.22% (1,198 employees) and men are 56.78% (1,574 employees) at the GS-14 

equivalent level. Among SK-15 first level supervisors, men make up 63.51% (235 employees) and 

women comprise 36.49% (135 employees) of the workforce; there were 1.7 times as many male 

SK-15 first-level supervisors as female. The participation rate of males is lower in higher grade 

levels. At the highest individual contributor level, SK-16, there is greater female participation.
24 | EEO PROGRAM STATUS REPORT

Although SK-16 employees are usually not supervisors, they are eligible to apply for manager and 

SO positions. There were a total of 571 permanent SK-16 employees in FY 2022; men accounted 

for 61.47% (351) and women accounted for 38.53% (220) of this level’s workforce composition.

The participation rates of men and women at the SK-17 manager level were distributed relatively 

similarly to the SK-16 employees. There were a total of 395 managers of whom 60.25% were 

men (238 employees) and 39.75% were women (157 employees). Female participation was higher 

at the SO level. Within the total of 127 SOs, 55.12% are men (70 employees) and 44.88% are 

women (57 employees).

The participation rates for minority groups were lowest at the SK-16, SK-17, and SO levels, but the 

pattern of decline in the feeder pools varied for each minority group. Participation rates for Black 

or African American women are highest in the feeder pool for SK-13 positions, and decrease at 

the SK-14, SK-16, and SK-17 levels. The participation rate for Black or African American women 

begins at 39.64% at the SK-12 level, declines to 25.50% at the SK-13 level, and 5.86% at the SK-14 

level. There is an increase at the SK-15 (typically first-line supervisor) level (8.38%), and a decrease 

to 3.15% of SK-16 individual contributors, and 4.81% of SK-17 managers. The feeder pool for 

SK-17 positions is typically SK-15 employees, so there was a decline from SK-15 to SK-17 for Black 

or African American women. Black or African American women are 7.09% of Senior Officers.

Similarly, the participation rate for Black or African American men begins at 11.71% at the SK-12 

level, declines to 9.00% at the SK-13 level, 4.63% at the SK-14 level, 4.05% at the SK-15 level, 

3.15% at the SK-16 level, and 2.28% at the SK-17 level. Black or African American males are 

3.15% of SOs. For Black or African American males, participation is higher at the SO level than the 

SK-17 level. Participation rates for Hispanic or Latino women are 5.41% at the SK-12 level, and 

decrease to 4.25% at the SK-13 level, 3.13% at the SK-14 level, 2.16% at the SK-15 level, 1.05% 

at the SK-16 level, 1.27% at the SK-17 level, and 0.79% at the SO level. Hispanic or Latino males 

were different from their participation in the permanent workforce (3.19%) at the SK-16 level 

(1.05%). They were at, near, or above their participation in the permanent workforce at the other 

senior grades.

Asian men were below their participation in the permanent workforce at the SO level. Asian men 

represented 0.79% of SOs, though they ranged from 6.33% to 8.65% in the feeder grades for 

Senior Officer positions (SK-14 through SK-17). A similar pattern emerged for Asian women who 

represented 3.94% of SOs, though they ranged from 5.14% to 8.45% in the feeder grades for 

Senior Officer positions (SK-14 through SK-17). See Tables A4P and A8.
FISCAL YEAR 2022 | 25

L. Leadership Development Programs

The Agency has evaluated selection data for its leadership development programs, including the 

Excellence in Government Fellows Program, the Aspiring Leaders Program, and the Women in 

Leadership Program. While these programs do not lead to the expectation of achieving placement at 

a specific grade (a criterion for inclusion in the MD-715 Workforce Data Tables), they do contribute 

to the knowledge pool of employees who may potentially apply for and be considered for leadership 

positions in the future. Data for these leadership programs have been consolidated into the “Other 

Career Development Programs” category in Part J. In the Excellence in Government Fellows 

Program, among 14 selectees, inclusion rates (selectees divided by demographic group size in the 

workforce) for males and females were equal at 0.29%. The inclusion rate for Asian employees was 

0.49%, for Black or African American employees was 0.29%, for Hispanic or Latino employees 

was 0.37%, and for White employees was 0.21%.

In the Aspiring Leaders Program, among 22 participants, the inclusion rate for females was 0.68%, 

and the inclusion rate for males was 0.33%. The inclusion rate for Black or African American 

employees was 0.57%, for Hispanic or Latino employees was 1.10%, for Asian employees was 

0.01%, and for White employees was 0.46%.

In the Lead Forward Program, among 87 participants, the inclusion rate for Black or African 

American employees was 2.87%, for Hispanic or Latino employees was 1.84%, for Asian 

employees was 2.79%, and for White employees was 1.48%.

Given these statistics, challenges with minority participation in the leadership ranks do not seem 

attributable to uneven participation in leadership development programs.

M. Employee Recognition and Awards

In addition to analyzing workforce statistics, the SEC analyzes data on the distribution of 

discretionary cash and time-off awards to understand equal employment opportunity based 

on race, ethnicity, sex, and disability in these programs. Data presented on the distribution of 

discretionary awards for this report has been refined to more closely examine discretionary awards 

of higher value. In the analysis below, data have been summarized to align with the SEC’s Employee 

Recognition Program.

The SEC’s Employee Recognition Program has defined two types of discretionary cash awards, 

On-the-Spot Awards, with a maximum limit of $1,000, and Special Act Awards, with an approval 

limit delegated to Division and Office leadership up to $2,999. Special Act Awards between $3,000 

and $10,000 require additional approval by the Chief Operating Officer or the Chair. Similarly, 

time-off awards of at least 40 hours are subject to that same additional approval. In FY 2022, no 

discretionary time-off awards greater than 40 hours were distributed.
26 | EEO PROGRAM STATUS REPORT

In consideration of these process differences, data for discretionary cash and time off-awards in this 

section are summarized by collapsing across Table A9 categories. Data for two categories of timeoff awards are described: up to 10 hours, and 11 – 40 hours. Cash awards are summarized in five 

categories: $500 and under; $501 – $999; $1,000 – $1,999; $2,000 – $2,999; and $3,000 or more.

For ease of interpretation, the summary level data are presented in the section below by ethnicity/

race and gender. Summary analysis of awards by disability status are presented in Part J, infra.

a. Time-Off Awards Summary by Ethnicity/Race and Gender

Women were more likely than men to receive both low value (less than 10 hours) and high value 

(more than 10 hours) time-off awards. The inclusion rates for low value awards were 18.53% for 

males and 23.39% for females. The inclusion rates for high value time-off awards were 17.28% for 

males and 20.96% for females. Among minorities, Asian males (13.76%) were less likely to receive 

low value time-off awards than the baseline of White males (18.10%). For high-value time-off 

awards, Black or African American males (12.61%), Black or African American females (14.77%), 

Asian males (16.44%), and Hispanic or Latino males (16.20%) were below the baseline (18.10%).

b. Cash Awards Summary by Ethnicity/Race and Gender

The SEC provides cash awards through its Special Act and On-the-Spot awards programs.

For all demographic groups, the largest portion of each group received cash awards of $1,000 

– $1,999. In FY 2022, differences for minority groups were also the largest at this award level.

Inclusion rates were 42.67% for White males, and 42.83% for White females, with Hispanic or 

Latino males (42.25%) at inclusion rates roughly equal to White males, and Hispanic or Latino 

females (37.69%), Black or African American males (31.08%), Black or African American females 

(32.70%), Asian males (39.26%), and Asian females (37.18%) below those of White males. Data at 

other cash award levels were inconclusive.

Discretionary cash and time-off awards were the focus of an Awards Barrier Analysis study 

conducted by OEEO and previously reported on in prior MD-715 reports. That analysis found 

that organizational characteristics, such as grade and occupational series, account for some of the 

disparities in discretionary award distribution. At the same time, the analysis found that disparities 

for Black or African American employees persisted after controlling for certain organizational 

characteristics, and it found disparities for Asian employees after controlling for such organizational 

characteristics. As part of its management response to the Awards Barrier Analysis, in FY 2021, 

the SEC implemented an agency-wide awards monitoring system, which enables key staff to 

track awards distribution with respect to race, gender, disability status, and age on a quarterly 

basis, and enables all staff to track and monitor awards distribution short of including protected 

characteristics. It should also be noted that the Agency discontinued its Performance Incentive 

Bonus Program in FY 2022, which may have increased the distribution of Special Act and 

On-the-Spot Awards.
FISCAL YEAR 2022 | 27

ACCOMPLISHMENTS

A. New Initiatives Focused on Persons with Disabilities

In FY 2022, the SEC launched three separate ad-hoc working groups—comprised of subject matter 

experts as well as leaders from the Disability Interest Advisory Committee (DIAC) and allies—

focused on accessibility and employment of persons with disabilities and persons with targeted 

disabilities (collectively, PWD).

1. Facilities and Information Technology Accessibility

In anticipation of the SEC’s future move to a new headquarters building, the Office of Support 

Operations (OSO), which supports the Agency’s physical facilities, met with DIAC members and 

representatives from stakeholder offices to share upcoming plans for the new headquarters building 

and identify any concerns. Working in collaborative fashion, DIAC leaders and subject matter 

experts in OHR, OMWI, and OEEO developed and provided the OSO Director a number of 

recommendations to support accessibility for persons with disabilities in the future building.

In addition, to support greater IT accessibility, the Office of Information Technology (OIT) 

developed a dashboard to identify and monitor projects that are not 508-compliant and efforts to 

remediate. This dashboard is updated on a monthly basis and is shared with the Office of the Chief 

Operating Officer (OCOO) to ensure accountability and prompt remediation.

2. Persons with Disabilities Recommendations Working Group

In late FY 2021, OEEO launched a cross-office working group to develop recommendations that 

support the career trajectory of PWD. This working group, led by two Senior Officers, one of whom 

is the executive sponsor of DIAC, included subject matter experts from OEEO, OMWI, and OHR, 

as well as DIAC leaders and members. This working group was tasked with making evidence-based 

recommendations that promote equity in career advancement for persons with disabilities. The 

working group reviewed available data, met on a regular basis, and delivered 17 recommendations 

to Agency leadership on the recruitment, hiring, career advancement, promotion, and retention of 

persons with disabilities at the SEC.

The majority of the recommendations are within OHR’s jurisdiction, and OHR has already 

begun implementation. Two recommendations—sharing aggregate disability data with Divisions/

Offices as part of the Human Capital Reviews and providing Divisions/Offices a Schedule A 

PWD list of qualified candidates in the database prior to the job posting being published—were 

promptly instituted (the Schedule A PWD list is delivered to Division/Offices provided there are 

qualified candidates in the resume database to refer). Further, OHR reserved five (5) slots in the 

2022 Mentoring Program cohort for employees with disabilities and collaborated with DIAC to 

communicate this opportunity to its membership. The SEC exceeded the goal with six (6) PWD 

participants in the 2022 Mentoring Program.
28 | EEO PROGRAM STATUS REPORT

3. Persons with Disabilities Implementation Working Group

The 17 recommendations referenced above serve as the guiding principles for a new cross-office 

working group (OHR, OMWI, OEEO, OCOO, and OIT) established specifically to implement 

the remaining actions the Agency has committed to take in FY 2023 and beyond. For each 

recommendation accepted by the Agency, the working group identified the specific action(s) to take, 

the responsible office/branch, and projected timeframes for implementation. Some recommendations 

will require the active participation of Divisions/Offices such as: hosting outreach events targeting 

candidates with disabilities; survey of managers on their familiarity with, and use of, the Schedule A 

hiring authority; and training managers on the various hiring authorities, including the benefits of 

hiring individuals with disabilities under Schedule A(u).

To ensure progress is made on the recommended actions, the implementation working group meets 

on a monthly basis and has scheduled accountability meetings with Agency leaders—including the 

Agency’s Operations Steering Committee (a standing committee that is consulted on various matters 

related to the Agency’s human capital), the Chief Operating Officer, and the two Senior Officer 

co-leads for the working group that developed the recommendations. These accountability meetings 

also serve to align resources and/or support from key stakeholders as the working group implements 

the recommendations.

B. Ongoing Progress in Hiring and Reasonable Accommodation 

of Employees

The SEC continued to continuously improve and evolve its disability hiring, and reasonable 

accommodation and religious accommodation programs.

1. Recruitment and Hiring of PWD

In FY 2022, the day-to-day operations of diversity recruitment and outreach was transitioned from 

OMWI to OHR to align with other efforts to develop and maintain pathways for diverse talent 

for future SEC employment. OMWI continues to serve as the project manager of key elements, 

including managing the Diversity Network. During the fiscal year, the SEC coordinated, participated 

in, sponsored, or facilitated over 60 diversity outreach and recruitment events and distributed 

approximately 384 (210 by OHR and 174 by OMWI) targeted job advertisements to educational 

organizations, institutions, and job boards to inform diverse professionals and students about job 

vacancies and internships.
FISCAL YEAR 2022 | 29

In FY 2022, the SEC continued to take steps to improve overall disability recruitment efforts. The 

SEC issued the FY 2022–2024 Recruitment Strategy (which includes goals for hiring veterans with 

disabilities and persons with disabilities) and executed a number of actions, including the following 

activities to support the hiring of individuals with disabilities:

n Launched a web-form on SEC.gov to collect information from prospective candidates who 

identify as individuals with a disability to build a database of eligible candidates that can be noncompetitively referred for future SEC vacancies.

n Streamlined the approach to the general hiring process by forwarding external hiring requests 

to the Selective Placement Program Coordinator (SPPC) for further review. The SPPC referred 

eligible applicants from the Schedule A PWD database to hiring managers prior to and/or 

concurrently with the general staffing process.

n Attended 13 virtual career events which allowed the SEC to maintain a recruitment presence and 

support efforts to build a talent pool for future employment.

n Continued to distribute Schedule A recruitment materials via social media and professional 

organizations. The SEC hired one employee under the Schedule A(u) hiring authority.

n Continued to work with hiring managers through training, meetings, and internal 

communications to encourage the use of special appointment authorities to hire individuals 

with disabilities.

Through these sustained efforts, the SEC hired 9.21% permanent employees with disabilities in 

FY 2022. This figure includes veterans with disabilities, persons with disabilities, and persons with 

targeted disabilities, including candidates who applied as Schedule A(u) applicants.

2. Reasonable Accommodation (RA) Program

In FY 2022, the SEC finalized and published (internally and externally) its updated Reasonable 

Accommodation Policy (Reasonable Accommodation Program SECR 6-80) and corresponding 

Reasonable Accommodation Operating Procedures (SECOP 6-80). The SEC processed 100% of 

the 65 requests for reasonable accommodations within the 45-day timeframe established by the new 

procedures. The SEC’s personal assistance services (PAS) procedures and process are explained in 

the new RA operating procedures. See Attachment 6.
30 | EEO PROGRAM STATUS REPORT

During the fourth quarter of FY 2022, the RA Program Office conducted several informational sessions on important process changes, RA program provisions, and policy updates. The sessions were 

recorded and remain available on the SEC’s training platform for future employee use. Additionally, 

the RA Program Office updated new employee orientation materials and mandatory training for 

new supervisors which addressed information specific to federal statutes and regulations, how to 

recognize RA requests, where to submit RA requests, and program contact information.

The Agency plans to implement a web-based case management solution that will mitigate challenges 

related to tracking of current and recent cases, process reasonable and religious accommodation 

requests for decision, provide a secure storage repository for RA requests and supporting medical 

information, and analyze processing timeliness and trend data. The SEC has begun the development 

stage for the automated reasonable and religious accommodation case management solution. The 

case management system is expected to simplify case tracking, help identify systemic delays, improve 

customer service by allowing employees to request reasonable and/or religious accommodations 

personally and privately, and allow the Agency to continue to meet timeliness standards. The 

Agency expects to fully deploy the system in FY 2023 to capture all reasonable and religious 

accommodation requests, including requests for personal assistance services.

Additional information about the SEC’s reasonable accommodation program can be found in 

Part J, infra.

C. Training and Career Development

The SEC invests significant resources to support and enhance employee and leadership development.

In FY 2022, the SEC provided numerous virtual opportunities for employees to acquire the 

skills and certifications needed to succeed in their positions and to progress in their careers. The 

SEC University (SECU) offered an extensive array of learning opportunities in technical areas 

(e.g., courses on Hedge Funds, Mutual Funds, and Credit Derivatives) as well as in leadership 

development to SEC senior leaders and non-supervisory staff alike.

SECU’s College of Leadership and Team Development offerings promote leadership behaviors that 

support OCOO’s and OHR’s vision to promote respect, honor the dignity of all people, develop 

others and cultivate the creativity, growth and diversity of thought and experience for leaders at 

all organizational levels. Virtual offerings during the pandemic incorporate 508-compliant content 

and the availability of on-demand sign language interpreters. SEC leaders can access leadership 

development offerings, regardless of one’s learning style or location.
FISCAL YEAR 2022 | 31

In FY 2022, the SEC finalized and launched the LEAD Program, which emphasizes the importance 

of certain leadership skills essential for success at the SEC. LEAD was implemented to improve 

the process for developing, identifying, and selecting future senior leaders by including validated 

standardized leadership assessments that screen candidates on essential leadership competencies in 

a fair and legally-compliant manner. LEAD also provides a framework for employees to investigate 

and seek leadership development resources and tools. In August 2022, OHR launched the LEAD 

website, which serves as a repository of LEAD program information and offers links and direct 

access to training and resources that support self-directed employee leadership development.

The easy-to-navigate website is available to all SEC employees to learn about the program, use 

leadership development tools, and advocate for their own leadership development opportunities that 

are aligned to critical SO leadership competencies. A self-evaluation tool helps employees prioritize 

and create a strategy for engaging with the leadership development resources. In Q4 FY 2022, OHR 

provided a series of general informational briefings for all interested employees and to Division and 

Office management teams.

In FY 2022, OEEO continued to offer substantive training on EEO topics and one-on-one outreach 

to new supervisors. OMWI also offered various virtual live classes to help supervisors and managers 

develop diversity and inclusion skills. Courses included: Language of Inclusion, designed to establish 

a toolkit of key terminology and concepts for fostering an inclusive culture; Gender Inclusive 

Language, which explored the meaning of gender-inclusive language and practices for creating 

more inclusive workplaces; and Mitigating Microaggressions in the Workplace, which explored 

the negative impact of subtle derogatory words and behaviors in the workplace and strategies to 

mitigate the use and practice.

Through extensive training and career development opportunities, the SEC sought to reinforce and 

renew professional expertise, promoted diversity and inclusion practices and workplace interactions, 

and sponsored employees in their leadership development. For a listing of leadership and career 

development programs and training offerings in FY 2022, see Attachments 8–10.

D. Engagement Efforts

1. Employee Affinity Groups

The SEC’s nine SEC Employee Affinity Groups3 (EAGs) help foster a supportive, inclusive, and 

fair work environment through their programs and activities, including events to commemorate 

special observances. OMWI provides guidance, resources, and management support to the 

EAGs (except to the Veterans Committee which is sponsored by OHR). In FY 2022, OMWI 

and OHR, SEC Commissioners, and Senior Officers continued to actively sponsor one or 

more EAGs and actively encouraged employees to participate in EAG events and activities 

held throughout the year. A list of some EAG activities and events that were held in FY 2022 is 

included in Attachment 11.

3 The SEC’s nine EAGs are: African American Council; American Indian Heritage Committee; Asian American and 

Pacific Islander Committee; Caribbean American Heritage Committee; Disability Interests Advisory Committee; 

Hispanic and Latino Opportunity, Leadership, and Advocacy Committee; Pride Alliance; Veterans Committee; and 

Women’s Committee.
32 | EEO PROGRAM STATUS REPORT

2. Federal Employee Viewpoint Survey

The SEC’s 2022 FEVS response rate of 74% was a six percentage point improvement over 

last year. In 2022, the OPM instituted substantial changes to the FEVS—including the deletion of 

dozens of items, and inclusion of close to 40 new items.

These changes substantially impacted the SEC’s ability to conduct trend analyses, including the 

New Inclusion Quotient (IQ) index, of which the Agency has reported on in previous years.

Utilizing statistical analyses, the Agency has identified seven constructs labeled “The 7 Key Drivers 

of Engagement.” The details of two of these drivers—“Diversity & Opportunity” and “Employee 

Inclusion”—are shown below. The SEC’s analyses found these drivers to be the most predictive of 

important organizational diversity, opportunity, inclusion, and equity outcome variables. The SEC’s 

scores on both of these drivers are significantly higher than the government-wide averages.

The below comparison shows the SEC benchmarked results against the government-wide scores on 

these and other drivers. The SEC’s 2022 results are as follows:

n Diversity & Opportunity Driver: 79% positive (+10 percentage points over the 

government average)

n Employee Inclusion Driver: 79% positive (+9 percentage points)

n Empowerment Driver: 72% positive (+11 percentage points)

n Engagement Driver: 85% positive (+11 percentage points)

n Operational Excellence Driver: 82% positive (+8 percentage points)

n Senior Officer Driver: 68% positive (+11 percentage points)

n Supervisor Driver: 88% positive (+9 percentage points)

Table 1: Underlying Items for Diversity & Opportunity and Employee Inclusion Key Drivers

Diversity & Opportunity

Item #

When organizations implement meaningful diversity and professional advancement 

programs, they promote diversity as well as fairness and equity of opportunities in 

the workplace.

2022 SEC

Q71 My organization’s management practices promote diversity (e.g., outreach, recruitment, 

promotion opportunities). 81%

Q72 My supervisor demonstrates a commitment to workforce diversity (e.g., recruitment, 

promotion opportunities, development). 83%

Q73 I have similar access to advancement opportunities (e.g., promotion, career development, 

training) as others in my work unit. 73%

Q74 My supervisor provides opportunities fairly to all employees in my work unit (e.g., 

promotions, work assignments). 80%

Driver Average Score 79%
FISCAL YEAR 2022 | 33

Employee Inclusion

Item #

When team members embrace the mindset, attitude, and belief that everyone has 

value to add, they promote feelings of belonging and appreciation, and can enhance 

employee engagement.

2022 SEC

Q76 Employees in my work unit treat me as a valued member of the team. 90%

Q77 Employees in my work unit make me feel I belong. 87%

Q78 Employees in my work unit care about me as a person. 85%

Driver Average Score 88%

Source: SEC-administered Federal Employee Viewpoint Survey 2022.

In FY 2023, the SEC will continue its ongoing work—including around the areas for improvement 

identified in the survey—to strengthen the Agency’s culture, climate, and community.

PLANNED ACTIVITIES

Among a number of programmatic initiatives in FY 2023, the SEC plans to focus intentional 

efforts on: (1) a barrier analysis study focused on promotions within the IT Management 

occupation; (2) advancing opportunities for Persons with Disabilities; and (3) finalizing its 

Religious Accommodation policy and procedures.

A. Barrier Analysis Program

OEEO launched the IT Management barrier analysis study in Fall 2022 with interviews and focus 

groups of subject matter experts. In FY 2023, OEEO will continue to gather qualitative data by 

engaging with management (managers of IT Management professionals, as well as hiring managers 

of IT professionals and those who have participated as selection panel members), and with 

bargaining unit employees through focus group discussions. The purpose for these engagements is 

to better understand the context of equal employment opportunities and practices at the SEC, as 

well as reveal possible concerns, patterns, or trends in the IT Management occupation. The results 

of this qualitative effort will help OEEO in designing the quantitative phase of the research study to 

be conducted in FY 2023, including trends across year, root causes, and identify potential barriers to 

be eliminated.

In FY 2023, OEEO will also contract support to launch two additional analyses focused on 

promotions—one analysis will focus on promotions to Executive/Senior Officer level and the second 

analysis will focus on promotions to SK-14 and SK-16 levels.
34 | EEO PROGRAM STATUS REPORT

B. SEC’s EEO and Anti-Harassment Programs

In FY 2023, OEEO will conduct the second phase of its “Zero-Base Review” of the Agency’s AntiHarassment Program. The Zero-Base Review is designed to review every aspect of the SEC’s AHP 

and enhance its overall operations and productivity. The resulting enhanced program will ensure 

that staff and resources are allocated in an optimally-productive manner and will:

n Enhance transparency by involving stakeholders in the AHP improvement process;

n Provide business partners and staff an opportunity to provide input and recommendations on 

program enhancements; and

n Incorporate best practices recommended by the Equal Employment Opportunity Commission, 

Office of Personnel Management, Executive Orders, and other relevant guidance to ensure that 

the SEC’s AHP is a model program.

In FY 2023, OEEO will finalize anti-harassment policies and procedures and will relaunch an AntiHarassment and Response Program post the conclusion of the Zero-Base Review.

In addition, OEEO plans to revise the Agency’s current EEO policy and develop EEO complaint 

procedures to conform to the SEC’s standards on administrative regulations and operating 

procedures. These documents will be published both internally and externally upon completion 

and review by the appropriate stakeholders.

C. Persons with Disabilities Initiatives for FY 2023 and Beyond

As noted above, the Implementation Working Group (OHR, OMWI, OIT, OCOO, and OEEO) 

developed action plans to implement the majority of the recommendations, meets monthly, and 

schedules accountability meetings with key stakeholders, including the Agency’s Operations Steering 

Committee, the Chief Operating Officer, and the two Senior Officers who led the recommendations 

working group. The working group intends to implement a majority of the recommendations 

(including, launching new training for hiring managers on Schedule A hiring authority for persons 

with disabilities, surveying hiring managers on use of Schedule A(u), planned recruitment events 

targeting candidates with disabilities, and surveying employees on barriers to career advancement 

for persons with disabilities, among other actions) in 2023.

In FY 2023, the SEC will explore the feasibility of: (1) establishing a permanent working group, 

with appropriate accountability and metrics, to focus on all matters involving disability accessibility 

and employment, maintain momentum, and assess progress against recommendations implemented 

in 2022 and 2023; and (2) (co)hosting webinars with colleges and universities, professional 

organizations, and/or employment organizations that serve a substantial percentage of individuals 

with disabilities on how to apply for federal internships and/or federal employment.
FISCAL YEAR 2022 | 35

Accessibility initiatives in 2023 will focus, inter alia, on: (1) championing universal design; 

(2) training employees and managers on Section 508 compliance and the importance of creating 

work product that is accessible to all; and (3) enhancing the Agency’s existing complaint procedures 

for allegations of violation of Sections 504 and/or 508 of the Rehabilitation Act.

In recognition of the 50th Anniversary of the Rehabilitation Act, the SEC intends to host a variety 

of events in 2023 to highlight key accessibility topics, employment opportunities for persons with 

disabilities, access to capital for small businesses owned by entrepreneurs with disabilities, and 

efforts to protect investors with disabilities.

Finally, OHR’s Talent Acquisition Group (TAG) will continue to assist newly-selected employees 

who self-identify as a PWD/PWTD to determine the accessibility options, if any, they may need, so 

that solutions can be readily identified and made available when the employees report for duty at 

the SEC. Additional resources and information on reasonable accommodations are made available 

to employees, supervisors, and managers on the AskHR portal. Additional information about the 

status of these efforts are provided in Part J of this report, infra.

D. Religious Accommodation

In FY 2022, the SEC continued to enhance its Religious Accommodation Program. The Agency 

conducted an internal review, solicited input from SEC stakeholders, and will continue to work 

on program development in 2023. Additionally, the SEC Religious Accommodation Program

Policy and corresponding Religious Accommodation Operating Procedures and associated forms 

are currently under development. The new guidance and materials will establish more structure 

for the program, increase awareness among SEC employees, and govern the processing and, 

where appropriate, implementation of religious accommodation requests by employees and 

applicants seeking employment in accordance with Title VII of the Civil Rights Act of 1964. In 

the interim, requests for religious accommodation are processed similarly to requests for disability 

accommodation and pursuant to the Agency’s Reasonable Accommodation Program policy and 

operating procedures.
This page intentionally left blank
FISCAL YEAR 2022 | 37

CERTIFICATION OF ESTABLISHMENT 

OF CONTINUING EQUAL 

EMPLOYMENT OPPORTUNITY 

PROGRAMS (PART F)

EEOC FORM

715-01 

PART F

U.S. Equal Employment Opportunity Commission

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT

CERTIFICATION of ESTABLISHMENT of CONTINUING

EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS

I, Rita M. Sampson, Director, OEEO/0905/SO-2, am the

(Insert name above) (Insert official title/series/grade above)

Principal EEO Director/Official for The U.S. Securities and Exchange Commission

(Insert Agency/Component Name above)

The Agency has conducted an annual self-assessment of Section 717 and Section 501 programs against the 

essential elements as prescribed by EEO MD-715. If an essential element was not fully compliant with the standards 

of EEO MD-715, a further evaluation was conducted and, as appropriate, EEO Plans for Attaining the Essential 

Elements of a Model EEO Program, are included with this Federal Agency Annual EEO Program Status Report.

The Agency has also analyzed its workforce profiles and is conducting barrier analyses aimed at detecting whether 

any management or personnel policy, procedure or practice is operating to disadvantage any group based on race, 

national origin, gender or disability. EEO Plans to Eliminate Identified Barriers, as appropriate, are included with this 

Federal Agency Annual EEO Program Status Report.

I certify that proper documentation of this assessment is in place and is being maintained for EEOC review upon 

request.

Signature of Principal EEO Director/Official Date

Certifies that this Federal Agency Annual EEO Program Status Report is in compliance with 

EEO MD-715.

Signature of Agency Head or Agency Head Designee Date

5/31/23

5/24/2023
This page intentionally left blank
FISCAL YEAR 2022 | 39

SELF-ASSESSMENT 

CHECKLIST (PART G)

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-todate EEO policy statement.

Measure 

Met?

(Yes/No/NA)

Comments

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 Date of FY 2022 issuance: 

August 22, 2022

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 CFR §

1614.203(d)(3)]

Yes

A.2.b Does the Agency prominently post the following information 

throughout the workplace and on its public website:

A.2.b.1 The business contact information for its EEO Counselors, 

EEO Officers, Special Emphasis Program Managers, and 

EEO Director? [see 29 CFR § 1614.102(b)(7)]

Yes

A.2.b.2 Written materials concerning the EEO Program, laws, 

policy statements, and the operation of the EEO complaint 

process? [see 29 CFR § 1614.102(b)(5)]

Yes

A.2.b.3 Reasonable accommodation procedures? [see 29 CFR §

1614.203(d)(3)(i)] If so, please provide the internet address 

in the comments column.

Yes SEC.gov/files/secr-6-80-

reasonable-accommodationprogram-07142022.pdf

SEC.gov/disability/sec_

access.htm
40 | EEO PROGRAM STATUS REPORT

Compliance

Indicator 

Measures 

A.2—The Agency has communicated EEO 

policies and procedures to all employees.

Measure 

Met?

(Yes/No/NA) 

Comments

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 During new employee 

orientation, the SEC provides 

employees with the SEC 

EEO Policy and information 

regarding the No FEAR Act. 

Within 90 days of onboarding, 

all new hires must complete No 

FEAR Act training. Each SEC 

employee is then required to 

complete No FEAR Act training 

every two years.

A.2.c.2 ADR process? [see MD-110, Ch. 3(II)(C)] If “yes”, please 

provide how often.

Yes During new employee 

orientation, the SEC provides 

employees with SEC policies, 

including policies related to 

EEO and the ADR process. 

Within 90 days of onboarding, 

all new hires are informed 

of the ADR process, as part 

of the No FEAR Act training. 

Each SEC employee is then 

required to complete No FEAR 

Act training every two years. 

On-demand ADR training is 

also available.

A.2.c.3 Reasonable accommodation program? [see 29 CFR §

1614.203(d)(7)(ii)(C)] If “yes”, please provide how often.

Yes During new employee 

orientation, the SEC provides 

employees with information 

regarding the Reasonable 

Accommodation Program. 

On-demand training is also 

available to assist managers 

and employees understand 

the SEC RA Program through 

the agency’s online training 

platform LEAP. Other materials 

are readily available on SEC’s 

internet and SEC.gov.

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 During new employee 

orientation, the SEC provides 

employees with information 

related to the Anti-Harassment 

program. The No FEAR Act 

training at the SEC includes 

training related to the AntiHarassment Program and is 

required every two years.

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 The Chair provides an 

annual statement specific 

to workplace conduct and 

appropriate behavior in the 

workplace. This message 

also includes reiteration of 

the Anti-Harassment Policy 

statement which expresses a 

commitment to accountability 

measures.
FISCAL YEAR 2022 | 41

Compliance

Indicator 

Measures 

A.3—The Agency assesses and ensures EEO 

principles are part of its culture.

Measure 

Met?

(Yes/No/NA) 

Comments

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 The Isaac C. Hunt Award for 

Diversity and Inclusion is given 

annually. Supervisors and 

managers are authorized to 

provide On-the-Spot awards to 

any employee demonstrating 

superior accomplishment in 

EEO. OEEO management has 

provided awards to persons 

outside of OEEO in support of 

programmatic efforts.

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
42 | EEO PROGRAM STATUS REPORT

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.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,” please provide the title of the Agency head designee 

in the comments. If “NA”, provide an explanation in the 

comments.

NA The OEEO Director reports to 

the Agency head.

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.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.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 

comments column.

Yes Beginning in August 2022, the 

EEO Director provided the 

FY 2021 State of the Agency 

briefing to SEC leadership, 

including the Chair and each 

Commissioner, and the 

Agency’s Operations Steering 

Committee (this committee 

is comprised of SEC senior 

leaders).

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
FISCAL YEAR 2022 | 43

Compliance

Indicator 

Measures 

B.2—The EEO Director controls all aspects of 

the EEO Program.

Measure 

Met?

(Yes/No/NA)

Comments

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.2.b Is the EEO Director responsible for overseeing the completion 

of EEO counseling [see 29 CFR §1614.102(c)(4)]

Yes

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

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)] If 

“NA”, provide a response in the comments column.

NA The Agency does not have 

subordinate level components.

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 Do 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.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 principles in the strategic plan in the 

comments column.

Yes The SEC’s 2022-2026 

Strategic Plan, initiative 3.1 

reads: “Focus on the workforce 

to increase capabilities, 

leverage shared commitment 

to investors, and promote 

diversity, equity, inclusion, 

accessibility, and equality of 

opportunity.”
44 | EEO PROGRAM STATUS REPORT

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.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.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

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.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 The SEC has Regional Offices 

but does not have subordinate 

level components. See Part D.

B.4.a.6 to publish and distribute EEO materials (e.g. harassment 

policies, EEO posters, reasonable accommodations 

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

Yes

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.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.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.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

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 

training, pursuant to Ch. 2(II)(C) of MD-110?

Yes
FISCAL YEAR 2022 | 45

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

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 CFR §

1614.102(d)(3)]

Yes

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

Compliance

Indicator 

Measures 

B.6—The Agency involves managers in the 

implementation of its EEO Program.

Measure 

Met?

(Yes/No/NA)

Comments

B.6.a Are senior managers involved in the implementation of Special 

Emphasis Programs? [see MD-715 Instructions, Sec. I]

Yes

B.6.b Do senior managers participate in the barrier analysis 

process? [see MD-715 Instructions, Sec. I]

Yes

B.6.c When barriers are identified, do senior managers assist in 

developing Agency EEO action plans (Part I, Part J, or the 

Executive Summary)? [see MD-715 Instructions, Sec. I]

Yes

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
46 | EEO PROGRAM STATUS REPORT

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.

Yes Annually

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.

Yes Regional Office data are 

considered and included in 

barrier analysis research.

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)]

Yes

Compliance

Indicator 

Measures 

C.2—The Agency has established procedures 

to prevent all forms of EEO discrimination.

Measure 

Met?

(Yes/No/NA)

Comments

C.2.a Has the Agency established comprehensive anti-harassment 

policy and procedures that comply with EEOC’s enforcement 

guidance? [see MD-715, II(C); 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.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

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
FISCAL YEAR 2022 | 47

Compliance

Indicator 

Measures 

C.2—The Agency has established procedures 

to prevent all forms of EEO discrimination.

Measure 

Met?

(Yes/No/NA)

Comments

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

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

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

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 SEC’s current procedures 

are here: SEC.gov/disability/

sec_access.htm and

SEC.gov/accessibility/

sec-accommodationprocedures.pdf.
48 | EEO PROGRAM STATUS REPORT

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

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/conflicts, 

including the participation in ADR proceedings? 

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

Yes

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

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

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

C.3.b.5 Provide religious accommodations when such 

accommodations do not cause an undue hardship? 

[see 29 CFR §1614.102(a)(7)]

Yes

C.3.b.6 Provide disability accommodations when such 

accommodations do not cause an undue hardship? 

[ see 29 CFR §1614.102(a)(8)]

Yes

C.3.b.7 Support the EEO Program in identifying and removing 

barriers to equal opportunity. [see MD-715, II(C)]

Yes

C.3.b.8 Support the anti-harassment program in investigating and 

correcting harassing conduct. [see Enforcement Guidance, 

V.C.2]

Yes

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
FISCAL YEAR 2022 | 49

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 Internal Policy and Operating 

Procedures reviews adhere 

to a schedule as published 

in SECR 1-2 - Administrative 

Regulations Program.

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 MD-715, 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
50 | EEO PROGRAM STATUS REPORT

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 The SEC has a policy; it does 

not have a Table of Penalties.

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 The SEC has processes and 

procedures in place to address 

misconduct and impose 

discipline in accordance with 

due process procedures. 

There were no findings of 

discrimination in FY 2022.

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 Updates occur at least 

annually.

C.6.b Are EEO officials readily available to answer managers’ and 

supervisors’ questions or concerns? [see MD-715 Instructions, 

Sec. I]

Yes
FISCAL YEAR 2022 | 51

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

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; 

anti-harassment 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

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

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 re-organizations and 

realignments? [see 29 CFR §1614.102(a)(3)]

Yes

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; anti-harassment 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 See Sources of Data in Part I.
52 | EEO PROGRAM STATUS REPORT

Compliance

Indicator 

Measures 

D.3—The Agency establishes appropriate 

action plans to remove identified barriers.

Measure 

Met?

(Yes/No/NA)

Comments

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

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)] If “NA”, please provide a response in the 

comments column.

NA See Part I.

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

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 SEC.gov/eeoinfo/eeoreports.

htm

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
FISCAL YEAR 2022 | 53

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 

Measures 

E.1—The Agency maintains an efficient, fair, 

and impartial complaint resolution process.

Measure 

Met?

(Yes/No/NA)

Comments

E.1.a Does the Agency timely provide EEO counseling, pursuant to 

29 CFR §1614.105?

Yes

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.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 During FY 2022, the average 

processing time from receipt 

of the written EEO Counselor 

report to issuance of 

acceptance letters/dismissal 

decisions was 48 days.

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.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)? If 

:NA”, please provide a response in the comments column.

NA OEEO timely completes investigations and, in the event that an 

investigation was not completed 

timely, OEEO would notify 

complainants of their rights.

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.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.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 OEEO works with the SEC’s 

Office of Acquisitions to define 

deliverables for EEO complaint 

work conducted by contractors. 

OEEO provides feedback about 

work quality and/or timeliness, 

as necessary, through established protocols. For example, 

the timeliness of contractors in 

submitting information/reports is 

tracked. If the information/report 

is not submitted within applicable timeframes, the contractor 

is notified.

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
54 | EEO PROGRAM STATUS REPORT

Compliance

Indicator 

Measures 

E.2—The Agency has a neutral EEO process.

Measure 

Met?

(Yes/No/NA)

Comments

E.2.a Has the Agency established a clear separation between its 

EEO complaint program and its defensive function? [see 

MD-110, Ch. 1(IV)(D)] If “Yes” or “NA”, please provide a 

response in the comments column.

Yes The EEO complaints program 

is housed within OEEO. The 

defensive function is housed 

within OGC. Both the OEEO 

Director and the General 

Counsel are direct reports to 

the SEC Chair.

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 OEEO’s EEO case processing 

team has attorneys; legal 

sufficiency reviews are 

conducted within OEEO by 

this staff. Additionally, the EEO 

Director, Deputy Director, and 

Branch Chief of Compliance 

are each attorneys who 

conduct legal reviews in the 

course of regular operations.

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)] If “NA”, please provide a response in 

the comments column.

NA The OEEO does not rely 

on the Agency’s defensive 

function to conduct the legal 

sufficiency review.

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.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 

Program: Efficiency (Dec. 1, 2004)]. If “NA”, please provide a 

response in the comments column.

NA The legal sufficiency process 

takes place within OEEO.

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.3.b Does the Agency require managers and supervisors to 

participate in ADR once it has been offered? [see MD-715, 

II(A)(1)]

Yes

E.3.c Does the Agency encourage all employees to use ADR, where 

ADR is appropriate? [see MD-110, Ch. 3(IV)(C)]

Yes

E.3.d Does the Agency ensure a management official with 

settlement authority is accessible during the dispute resolution 

process? [see MD-110, 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.3.f Does the Agency annually evaluate the effectiveness of its 

ADR program? [see MD-110, Ch. 3(II)(D)]

Yes
FISCAL YEAR 2022 | 55

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.4.a.2 The race, national origin, sex, and disability status of 

Agency employees? [see 29 CFR §1614.601(a)]

Yes

E.4.a.3 Recruitment activities? [see MD-715, II(E)] Yes

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 For example, OEEO compares 

its formal complaint rate to 

agencies of similar size.

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

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
56 | EEO PROGRAM STATUS REPORT

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.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

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.1.d Are procedures in place to process other forms of ordered relief 

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

Yes

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 

MD-110, Ch. 9(IX)(H)]

Yes

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

F.2.a Does the Agency timely respond and fully comply with EEOC 

orders? [see 29 CFR §1614.502; MD-715, II(E)]

Yes

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

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]

NA There were no findings 

of discrimination during 

FY 2022.

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 OEEO works with OGC to 

obtain the relevant hearing 

documents, and OEEO 

uploads the investigative file 

and hearing materials, as 

appropriate, to the EEOC’s 

FEDSEP portal.

F.2.a.4 Pursuant to 29 CFR §1614.502, does the Agency promptly 

provide EEOC with the required documentation for 

completing compliance?

Yes

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
FISCAL YEAR 2022 | 57

AGENCY EEO PLAN TO ATTAIN THE 

ESSENTIAL ELEMENTS OF A MODEL 

EEO PROGRAM (PART H)

The SEC did not have any deficiencies in FY 2022.
This page intentionally left blank
FISCAL YEAR 2022 | 59

AGENCY EEO PLAN TO ELIMINATE 

IDENTIFIED BARRIER (PART I)

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 

Section I: Analysis of Promotions in IT Management

Source of the Trigger Specific Workforce Data Table Narrative Description of Trigger

Analysis of Promotions in IT Management Table A6 In FY 2021, selections for promotion 

among minority IT Management employees 

were 30 percentage points below their 

representation among qualified applicants. 

There was also a four-year decline in 

selections for promotion among females in 

IT Management.
60 | EEO PROGRAM STATUS REPORT

EEO Group(s) Affected by Trigger 

EEO Group

All Men

All Women X

Hispanic or Latino Males X

Hispanic or Latino Females X

White Males

White Females X

Black or African American Males X

Black or African American Females X

Asian Males X

Asian Females X

Native Hawaiian or Other Pacific Islander Males

Native Hawaiian or Other Pacific Islander Females X

American Indian or Alaska Native Males

American Indian or Alaska Native Females X

Two or More Races Males X

Two or More Races Females X

Barrier Analysis Process 

Sources of Data Source Reviewed?

(Yes or No) Identify Information Collected

Workforce Data Tables Yes Applicant Flow Data and participation rates from FY 2018 – FY 2021 

to review selections compared to qualified applicants in the IT 

Management workforce.

Complaint Data (Trends) Yes OEEO will review complaint trends on potential surges in complaints, 

and patterns on the bases for complaints.

Grievance Data (Trends) No

Findings from Decisions 

(e.g., EEO, Grievance, MSPB, 

Anti-Harassment Processes)

No

Climate Assessment Survey 

(e.g., FEVS)

Yes Federal Employee Viewpoint Survey data on items related to promotion, 

training, and career development.

Exit Interview Data No

Focus Groups Yes Focus groups among subject matter experts, managers of IT employees, 

and bargaining unit IT employees.

Interviews Yes Interviews with subject matter experts in OIT, OHR, and OMWI.

Reports (e.g., Congress, 

EEOC, MSPB, GAO, OPM)

No

Other (Please Describe) Yes Research from scientific journals related to factors influencing promotion 

and career development among IT employees, especially minorities 

and women.

Data on differences in training and career development trends.
FISCAL YEAR 2022 | 61

Status of Barrier Analysis Process 

Barrier Analysis Process Completed?

(Yes or No)

Barrier(s) Identified?

(Yes or No)

No No

Statement of Identified Barrier(s)

Barrier Name (required) Description of Policy, Procedure, or Practice

Analysis of promotions in IT No barrier has been identified. This study is not complete.

Objective(s) and Dates for EEO Plan 

Objective

Date 

Initiated 

(mm/dd/yyyy)

Target 

Date 

(mm/dd/yyyy)

Sufficient 

Funding & 

Staffing?

(Yes or No)

Modified 

Date From 

(mm/dd/yyyy)

Date 

Completed 

(mm/dd/yyyy)

Investigate the promotions 

process in the IT Management 

occupation to determine the 

existence of any barriers for 

women and minorities; if barriers 

exist, recommend improvements 

to eliminate barriers and foster 

equal employment opportunity.

09/30/2022 12/31/2023 Yes

Responsible Official(s) 

Title Name

Performance Standards 

Address the Plan?

(Yes or No)

Director, OEEO Rita Sampson Yes

Chief Human Capital Officer, OHR Mark Reinhold Yes
62 | EEO PROGRAM STATUS REPORT

Planned Activities Toward Completion of Objective 

Target 

Date 

(mm/dd/yyyy)

Planned 

Activities

Modified Date

From

(mm/dd/yyyy)

Completion 

Date 

(mm/dd/yyyy)

09/30/2022 OEEO will design qualitative phase of research study.

03/01/2023 OEEO will conduct focus groups of SMEs and managers to inform 

barrier analysis.

2/28/2023

4/15/2023 OEEO will conduct focus groups of non-managerial employees to inform 

barrier analysis.

6/30/2023 OEEO will perform content analysis on focus group results and 

summarize themes.

5/01/2023 OEEO will begin to design quantitative phase of research study, 

integrating qualitative results.

5/30/2023 OEEO will make data requests for quantitative analysis.

7/30/2023 OEEO will analyze Applicant Flow Data and Snapshot data using 

inferential statistics.

7/30/2023 OEEO will collect and prepare other personnel data for quantitative 

analysis.

8/30/2023 OEEO will analyze other personnel data for quantitative analysis.

9/30/2023 OEEO will begin integrating and interpreting quantitative and qualitative 

data, trends across year, root causes, and identified triggers to establish 

evidence for any areas in need of improvement.

10/30/2023 The SEC will begin to identify actions as appropriate to help foster equal 

employment opportunity.

11/30/2023 OEEO will begin conducting briefings for Division and Office leadership 

for the IT workforce.

12/31/2023 OEEO Director initiates project close out and transition to ongoing 

monitoring.

1/31/2024 OEEO will begin to design an evaluation plan to monitor results based on 

the work completed on this study.

Report of Accomplishments 

Fiscal Year Accomplishments

FY 2022 OEEO summarized initial trend data on areas in which triggers were identified, and briefed OHR, Division and 

Office Leadership, and SEC Chair to prepare SMEs and managers for focus groups.

OEEO contracted with a team of social scientists to assist in designing and executing the qualitative phase of the 

IT Barrier Analysis.

FY 2023 OEEO conducted interviews and focus groups of SMEs in OIT, OHR, Office of the Managing Executive, and 

SEC University.

OEEO conducted interviews and focus groups of managers of IT employees.

OEEO coordinated with the employee union to conduct focus groups of non-managerial IT employees.

OEEO began content coding for interviews and focus groups of SMEs and managers.
FISCAL YEAR 2022 | 63

SPECIAL PROGRAM PLAN FOR 

THE RECRUITMENT, HIRING, 

ADVANCEMENT, AND RETENTION OF 

PERSONS WITH DISABILITIES (PART J)

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

targeted disabilities (PWTD), Equal Employment Opportunity Commission (EEOC) regulations 

(29 CFR § 1614.203(e)) and Management Directive-715 (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.

4

SECTION I: EFFORTS TO REACH REGULATORY GOALS

EEOC regulations (29 CFR § 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.

4 In FY 2022, Office of Personnel Management (OPM) changed the format of Applicant Flow Data with respect to 

disability identification. A new “disability omitted” category was added, which includes both applicants who did not 

submit a disability identification form and applicants who selected they did not wish to answer questions on their disability 

on the disability identification form. The U.S. Securities and Exchange Commission’s (SEC) MD-715 workforce tables 

account for persons who did not submit a form in a new “No Form” column, and persons who selected they did not 

wish to answer questions on their disability in the “Not Identified” column. Since the Agency has no information on the 

disability status of persons who did not submit a form, persons who did not submit a form are not included in the totals.
64 | EEO PROGRAM STATUS REPORT

 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

This report presents separate results for both persons with disabilities (PWD) and persons 

with targeted disabilities (PWTD) employed, or seeking employment, with the SEC. As 

required by the EEOC, the analysis and report reflect the participation of persons with 

(targeted) disabilities in two different “clusters”—Cluster GS-1 to GS-10, and Cluster GS-11 

to SES (Senior Officer-equivalent for the SEC). The clusters are calculated based on the 

locality adjusted salary specified in the revised regulations implementing Section 501 of the 

Rehabilitation Act of 1973. As a point of reference, in FY 2022, the locality adjusted salary 

of a GS-11, step 1, in the Washington, DC, area was $74,950.

The EEOC has established numerical goals for the employment and utilization of persons 

with disabilities (12%) and persons with targeted disabilities (2%) for each of the two 

clusters. The SEC’s goal is to meet and exceed these relevant benchmarks for PWD and 

PWTD for each cluster.

The SEC included permanent and temporary employees hired under authorities that 

take disability into account as PWD under the relevant hiring authority. Permanent and 

temporary employees who did not self-identify on standard form 256 (SF-256) as having a 

disability but whose personnel record indicates they received veterans’ preference (e.g., 

CPS—preference based on compensable service-connected disability of 30% or more) are 

included in the total PWD workforce data tables. Similarly, permanent and temporary 

employees not self-identified on SF-256 but whose personnel record documents that they 

were hired or converted into the competitive service under Schedule A, part u (5 CFR §

213.3102(u) Appointment of persons with intellectual disabilities, severe physical disabilities, 

or psychiatric disabilities) are included in the total PWD workforce for purposes of 

utilization analysis.

For employees with salaries below a GS-11, step 1, the Agency achieved the numerical goal 

for PWD participation; three or 30.00% of employees in this cluster were PWD compared 

to the 12% benchmark.

For employees with locality adjusted salaries above a GS-11, step 1, the Agency did not 

achieve the required numerical goal: 10.14% of employees in this cluster were PWD 

compared to the 12% benchmark. While the numerical goal was not achieved, the current 

participation rate represents an increase of 3.57 percentage points since the end of FY 2015.

Between FY 2015 and FY 2022, the participation of PWD in the total workforce increased 

from 6.57% to 9.21%.
FISCAL YEAR 2022 | 65

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

The SEC achieved the numerical goal established for PWTD in the lower salary cluster 

during FY 2022. In the lower salary cluster, one of the ten permanent employees is a PWTD.

The SEC did not achieve the numerical goal for PWTD among higher-salaried employees, as 

1.85% of higher-salaried employees are PWTD.

3. Describe how the Agency has communicated the numerical goals to the hiring managers 

and/or recruiters.

The SEC’s Office of Human Resources (OHR) is implementing the 2022 – 2024 Recruitment 

Strategy (Recruitment Strategy) to “Increase workforce representation for people with 

disabilities and people with targeted disabilities.” The Recruitment Strategy employs two 

goals towards this objective: (1) build a talent pool of qualified Schedule A applicants; and 

(2) improve veteran recruitment efforts. SEC senior leadership, OHR, the Office of Equal 

Employment Opportunity (OEEO), and Office of Minority and Women Inclusion (OMWI) 

are working together to communicate these goals throughout the Agency.

OHR continues to communicate opportunities to utilize special hiring authorities, including 

Schedule A hiring options, in conversations with hiring managers to reinforce how the 

Agency may improve progress toward achieving numerical goals. A checklist is used by 

OHR Staffing specialists when vacant positions are identified to ensure hiring managers 

understand all of their options for filling positions, including using Schedule A and veterans’ 

hiring authorities for those applicants with a service-connected disability of 30% or more.

SEC Division and Office heads have access to the Agency’s Diversity Dashboard, an 

interactive web-enabled data feed that aggregates workforce data. Multiple views of gender, 

race, generation, veteran, and disability status provide a real-time status on the progress the 

Agency is making toward its goals. SEC employees explored and engaged with the Diversity 

Dashboard throughout the year, resulting in 1,946 total visits in FY 2022.

Continued on the next page
66 | EEO PROGRAM STATUS REPORT

OHR also continues to share workforce data through the Human Capital Reporting & 

Analytics (HCRA) dashboard. The HCRA provides, among other key human capital metrics, 

aggregate data on the disability status for self-identified PWD and PWTD. A series of data 

filters enable leaders to understand employee gains and losses within their particular Division 

or Office for specific occupations, grades, and duty stations. OHR uses this information to 

support Human Capital strategic planning. In FY 2022, OHR held Human Capital Review 

sessions with each SEC Division and Office and shared PWD and PWTD on-board and 

target data points. These discussions enhanced transparency and awareness of the Agency’s 

interests in improving workforce diversity.

SECTION II: MODEL DISABILITY PROGRAM

Pursuant to 29 CFR §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.

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

The Agency designated sufficient talent acquisition resources and Full Time Equivalents to 

Special Programs classification, recruitment, and staffing in support of the disability program.
FISCAL YEAR 2022 | 67

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

Number of Full-Time Equivalent Staff 

by Employment Status

Responsible Official

Full Time Part Time (Name, Title, Office, Email)

Collateral 

Duty

Processing applications from PWD 

and PWTD 

15 0 0 Xiya Li, Branch Chief

Office of Human Resources

lixiy@sec.gov

Answering questions from the public 

about hiring authorities that take 

disability into account

15 0 0 Xiya Li, Branch Chief

Office of Human Resources

lixiy@sec.gov

Processing reasonable 

accommodation requests from 

applicants and employees

2 0 0 Dia Gonsalves, Disability Program Officer

Office of Human Resources 

gonsalvesd@sec.gov

Section 508 Compliance 1 0 0 Sharvon Jones, Section 508 Coordinator

Governance Branch

Office of Information Technology

jonessh@sec.gov

Architectural Barriers Act Compliance 0 0 3 Ray Ferrari, RA, LEED AP, Architect 

Office of Support Operations (OSO)-Office 

of Building Operations (OBO) 

ferrarir@sec.gov

Jinhee Kim, RA, LEED AP, Architect

OSO-OBO

kimjin@sec.gov 

Carla Hairston, NCIDQ, COEE, 

Space Management Specialist 

OSO-OBO

hairstonc@sec.gov

Special Emphasis Program for PWD 

and PWTD

3 0 0 Xiya Li, Branch Chief

Office of Human Resources

lixiy@sec.gov
68 | EEO PROGRAM STATUS REPORT

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

Reasonable Accommodation (RA) Program Staff, to include the Disability Program Officer 

(DPO), receive on-the-job training and periodically attend training programs. The office also 

reviews recent case law to stay current with developments in this area. The RA Coordinator 

and the RA Program Staff completed courses specific to recruiting, accommodating disabilities, religious accommodations, performance management, hiring, and retaining PWD 

and PWTD via webinars sponsored by the EEOC, LRP Publications, and through the SEC’s 

on-demand learning management system, LEAP.

More generally, all of the SEC’s HR specialists have completed training courses related to 

staffing and placement offered by the USDA Graduate School or OPM and through various 

other platforms. The Agency’s training and development office, SECU, also offers learning 

options that include processing applications for PWD and PWTD. The Agency will continue 

these practices in the future.

Plan to Ensure Sufficient Funding for the Disability Program

1. 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

The Agency was resourced adequately during the reporting period to successfully implement 

the disability program.
FISCAL YEAR 2022 | 69

SECTION III: PLAN TO RECRUIT AND HIRE INDIVIDUALS 

WITH DISABILITIES

Pursuant to 29 CFR § 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.

Plan to Identify Job Applicants with Disabilities

1. Describe the programs and resources the Agency uses to identify job applicants with disabilities, 

including individuals with targeted disabilities.

The SEC is committed to being a model employer for people with disabilities. The SEC 

streamlined the approach to the general hiring process using the Schedule A hiring authority 

for persons with disabilities. This streamlined approach for external hiring requests was 

filtered through the Selective Placement Program Coordinator (SPPC) for review. The SPPC 

referred qualified applicants to hiring managers prior to or concurrently with the general 

staffing process.

OHR also continued to take steps toward improving the representation of PWD and PWTD 

in applicant pools. Since implementation of the FY 2022 – 2024 Recruitment Strategy, 

the SEC has realized an increase in the overall representation of people with disabilities 

through effective recruitment and outreach efforts that identify the Agency as an Employer 

of Choice. The SEC used OPM’s Agency Talent Portal to search for resumes of individuals 

with disabilities. Invitations to complete the web form and/or apply to jobs posted on 

USAJOBS.gov are sent to individuals with disabilities who demonstrated an interest in 

mission critical occupations (MCO) at the SEC. The SEC noted that in FY 2022, within the 

MCO of Accountant, Examiner, and IT Management, applications from PWD remained at 

the same rates as in FY 2021 or slightly declined.

Despite the mandatory telework posture, the Agency maintained a strong recruitment 

presence in FY 2022, and attended 13 virtual career fairs and events supporting disability 

recruitment efforts in building talent pools for future employment.

In FY 2023, OHR will host two job fairs specifically targeting individuals with disabilities 

and veterans seeking employment opportunities in the SEC’s mission critical occupations and 

will seek opportunities to engage with law and business students interested in internships 

with the SEC. Further, OHR will continue to retain and review applications from people 

with disabilities for future openings and will conduct targeted outreach to connect with 

qualified candidates by collaborating with community-based partners such as nonprofit 

organizations, national and local disability organizations, and federally-funded state and 

local employment programs.

Finally, OHR will continue to leverage the employee affinity group Disability Interests 

Advisory Committee (DIAC) for recruitment resources and assistance.
70 | EEO PROGRAM STATUS REPORT

2. Pursuant to 29 CFR § 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.

The Agency uses a variety of available resources that support hiring through Schedule A and 

other hiring authorities that take disability into account.

The Disability Program Manager and/or SPPC receives notifications and newsletters from the 

following groups and transmits information to OHR staff engaged in recruitment:

n EARN—Employer Assistance Resource Network: askearn.org

n JAN—Job Accommodation Network: askjan.org

n ODEP—Office of Disability Employment Policy, Department of Labor: 

dol.gov/agencies/odep

n OWF—Operation Warfighter Program: warriorcare.dodlive.mil/carecoordination/

operation-warfighter/

3. 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.

The following describes two procedures for processing applications under the Schedule 

A hiring authority for persons with disabilities, one used in response to a specific vacancy 

posting and the other for unsolicited Schedule A applications.

1. The Office of Human Resources processes Schedule A applications in response to a Job 

Opportunity Announcement (JOA).

Applicants who wish to be considered for a specific vacancy under the Schedule A hiring 

authority must submit the appropriate documentation when applying for a current open 

JOA. The SEC defers to the OPM-identified appropriate documentation. Applications 

are reviewed by HR specialists to determine if the applicant is minimally qualified as 

identified in the JOA. If the applicant is minimally qualified, that individual is referred to 

the hiring manager on a separate certificate of eligible candidates. HR specialists provide 

written guidance to hiring managers via email that explains how Schedule A applicants 

can be selected once the certificate has been issued.

Continued on the next page
FISCAL YEAR 2022 | 71

2. The Office of Human Resources also processes unsolicited Schedule A applications.

Applicants who wish to be considered under the Schedule A hiring authority, outside 

the process for a specific vacancy posting, must submit the appropriate documentation 

as identified by OPM with their application. The SPPC will proactively contact the 

prospective applicant if the individual did not submit the required documentation. The 

application will not be processed until the appropriate documentation is received.

Resumes submitted directly to the SPPC are reviewed to determine the potential job series 

the applicant may be suitable for based on the knowledge, skills, and abilities identified 

on the applicant’s application. Building a pool of qualified candidates is important to the 

SEC; as such, the Agency has developed a Schedule A Resume Database.

The SEC process for hiring starts with a Staffing Action Request Form (SARF) submitted 

by the hiring manager. Upon request, when a SARF is received by OHR, the SPPC 

compiles a certificate of eligible candidates from the database per the job series and refers 

candidates to hiring managers. The SPPC conducts a one-on-one consultation with the 

hiring manager to discuss the certificate of eligible candidates, as appropriate.

The SEC’s administrative regulations on its Veterans Employment Program provides 

instruction for hiring veterans with disabilities and was last updated in December 2021.

The Agency’s administrative regulations are available upon request.

4. 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

In FY 2022, OHR Staffing specialists used a hiring checklist in the one-on-one conversation 

with the hiring manager. The checklist contains a section on Schedule A hiring of persons with 

disabilities, and the specialist advises the hiring manager on the Schedule A hiring process and 

offers it as a course of action where applicable.

The SEC will continue to promote among hiring managers the successful use of Schedule A 

hiring to support the SEC’s Recruitment Strategy and Affirmative Action Plan for People with 

Disabilities. In addition, in FY 2023, OHR will develop and launch a new training for hiring 

managers describing the various hiring authorities available to them, including Schedule A 

hiring authority for persons with disabilities.
72 | EEO PROGRAM STATUS REPORT

Plan to Establish Contacts with Disability Employment Organizations

1. Describe the Agency’s efforts to establish and maintain contacts with organizations that assist 

PWD, including PWTD, in securing and maintaining employment.

The SEC’s SPPC continued to maintain established partnerships with organizations that 

assist PWD and PWTD in securing and maintaining employment. The SPPC updated 

the SEC’s list of affinity organizations to maintain contact and foster relationships for 

recruitment events and candidate sourcing. The SEC continued to leverage the Operation 

Warfighter (OWF) program during FY 2022. OWF is an internship program created by the 

Department of Defense that matches qualified wounded, ill, and injured service members 

with non-funded federal internships for them to gain valuable work experience during 

recovery and rehabilitation.

The SPPC also maintains an ongoing relationship with the SEC’s DIAC and the Veterans 

Committee members which help support the Agency’s efforts to recruit PWD and PWTD.

In addition, the Agency continued work to strengthen partnerships with stakeholders to 

include SEC program offices, such as OMWI, the National Treasury Employees Union 

(NTEU), DIAC, and employee affinity groups to identify sustainable actions to improve 

the Agency’s Diversity and Inclusion initiatives for the PWD and PWTD communities.

These actions will promote greater inclusion of the PWD and PWTD communities in the 

SEC workforce and will support their immediate and long-term needs when the Agency 

transitions back to normal work posture post the COVID-19 pandemic.

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

In FY 2022, the Agency hired 260 permanent employees, of which PWD and PWTD 

represented 8.46% and 1.15%, respectively, of all new hires. As such, the Agency did not 

achieve the numerical goals of 2% participation of PWTD and 12% participation of PWD 

among permanent new hires. See Table B1.
FISCAL YEAR 2022 | 73

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 X No 0

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

In FY 2022, the SEC hired and on-boarded a total of 260 permanent staff employees.

Among these newly-hired staff members were 197 persons in MCO positions as follows: 

130 attorneys; 14 accountants; 18 securities compliance examiners; 20 IT management 

specialists; and 15 economists. Fifteen of the 197 (7.61%) newly-on-boarded MCO 

permanent staff were PWD.

As a preliminary matter, differences may be observed in comparing the demographic statistics 

of the qualified applicant pool (QAP), selections, and new hires on-boarded. Reasons for 

these differences vary. Some newly-hired staff applied for a vacancy posted in the prior fiscal 

year or may have elected not to volunteer demographic information with their application.

In addition, in FY 2022, one Division posted open continuous announcements for which 

the applicant flow data do not fall into a specific fiscal year based on the close dates of the 

postings. Triggers comparing the composition of PWD and PWTD in applicant flow versus 

new hire data should be interpreted with these differences in mind.

Triggers were observed for PWD in the hiring of permanent IT Management specialists, 

Economists, and Attorneys as follows: 

n For IT Management, 15.00% of new hires were PWD, below their representation in the 

qualified applicant pool of 45.36%.

n For Economists, 20.00% of new hires were PWD, below their representation in the 

qualified applicant pool of 24.02%.

n For Attorneys, 4.62% of new hires were PWD, below their representation in the 

qualified applicant pool of 18.02%.

n For Accountants, 7.14% of new hires were PWD, above their representation in the 

qualified applicant pool of 5.26%.

n For Securities Compliance Examiners, 16.67% of new hires were PWD, above their 

representation in the qualified applicant pool of 9.77%.

Continued on the next page
74 | EEO PROGRAM STATUS REPORT

Triggers were also observed for PWTD in the Attorney, IT Management, Economist, and 

Accountant occupations:

n For Attorneys, the QAP for PWTD was 3.81%; no PWTD was hired.

n Sixteen PWTD were in the QAP (5.50%) for IT Management, and no PWTD was hired.

n Thirteen PWTD were in the QAP (6.37%) for Economist positions, and no PWTD 

was hired.

n Six PWTD were in QAP (3.45%) for Securities Compliance Examiners, and no PWTD 

was hired.

n One PWTD was in the QAP (2.63%) for an Accountant position, and no PWTD 

was 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 X No 0

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

In the FY 2022 data presented differences were identified in the participation of PWD in 

the qualified internal applicants for competitive promotions as compared to the relevant 

applicant pool (RAP) within the Attorney occupation. Differences were also identified 

between the RAP and QAP for PWTD within the internal competitive promotion data for 

the MCOs of Securities Compliance Examiner and Economist.

The RAP was defined for each MCO based on the number of employees holding a 

qualifying occupation series and in the SK-levels encumbered at the Agency between 

SK-11 and SK-16. Specifically, for Attorneys, the RAP included all employees in the 0905 

series. For Accountants, the RAP included all employees in the 0510 series. For Securities 

Compliance Examiners, the RAP included all employees in the 1831 and the 0501, Financial 

Administration and Program series. For the IT Management occupation, the RAP included 

all employees in the 2210 series, and for the Economist occupation, the RAP included all 

employees in the 0110 series.

Continued on the next page
FISCAL YEAR 2022 | 75

For Securities Compliance Examiners, the Agency observed a difference between the RAP 

and qualified internal applicants for PWTD. The RAP for PWTD was 1.38%, and PWTD 

represented none of the qualified internal applicants.

For Economists, the Agency observed a difference between the RAP and qualified internal 

applicants for PWD. The RAP for PWD was 5.43%, and PWD represented none of the 

qualified internal applicants. The RAP for PWTD was 3.26%, and there were no PWTD 

among qualified internal applicants.

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 X No 0

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

The selection data indicate a difference for PWD in the Attorney, Accountant, and IT 

Management occupations.

n For Attorneys, the QAP for PWD was 7.03%, and PWD were 5.56% of selections.

n For Accountants, the QAP for PWD was 18.18%, and PWD were 0.00% of selections.

n For IT Management, the QAP for PWD was 62.60%, and PWD were 50.00% 

of selections.

The selection data also indicate there were differences between selections and the qualified 

applicant pool for PWTD in the Accountant and IT Management occupations.

n For Accountants, the QAP for PWTD was 13.64%, and PWTD were 0.00% 

of selections.

n For IT Management, the QAP for PWTD was 6.50%, and PWTD were 0.00% 

of selections.
76 | EEO PROGRAM STATUS REPORT

SECTION IV: PLAN TO ENSURE ADVANCEMENT OPPORTUNITIES FOR 

EMPLOYEES WITH DISABILITIES 

Pursuant to 29 CFR §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.

Advancement Program Plan

1. Describe the Agency’s plan to ensure PWD, including PWTD, have sufficient opportunities 

for advancement.

To promote equal employment opportunity, the Agency takes a number of steps to 

ensure that opportunities for advancement are open and available to all in the workforce, 

including PWD and PWTD. The following describes efforts to promote opportunities 

for advancement.

Information about training, the Agency’s Mentoring Program, and career development 

opportunities is widely shared with the workforce via SEC Today, which is the SEC’s daily 

newsletter published agency wide.

OHR maintains a user-friendly, interactive portal, AskHR, on the SEC’s intranet, which 

provides employees with information about hiring, compensation and benefits, employee 

development, performance management, and disability accommodations, among a number 

of other topics.

The Chief Human Capital Officer (CHCO) is an active member of the SEC Veterans 

Committee, which hosts a website that includes information concerning veterans’ 

benefits, to include a link to the Feds Hire Vets website that highlights special hiring 

authorities for veterans.

DIAC regularly communicates with its membership, which includes PWD and PWTD, 

about its own activities, other events, developmental opportunities, and job postings or 

support available to the workforce. These more targeted communications help ensure 

that PWD and PWTD are aware of the available options and any processes for requesting 

participation or enrollment.

Continued on the next page
FISCAL YEAR 2022 | 77

In FY 2022, OHR reserved five (5) slots in the 2022 Mentoring Program cohort for 

employees with disabilities and collaborated with DIAC to communicate this opportunity.

Through this collaboration, the SEC exceeded its goal—six PWD participated in the 

FY 2022 Mentoring Program.

In addition, in FY 2021, the SEC launched a cross-office working group comprised of 

Senior Officers who are champions of disability inclusion, subject matter experts in OHR, 

OEEO, OMWI, and key members of the DIAC. This working group began meeting in 

FY 2021 and, leveraging evidence-based data, made 17 recommendations to management 

in FY 2022 related to the recruitment, hiring, career development, promotion, reasonable 

accommodation, and retention of PWD and PWTD at the SEC (PWD Recommendations).

Subsequently, the SEC launched a new cross-office working group (comprised of accountable 

experts and/or leads in OHR, OMWI, OEEO, OIT, and OCOO) charged with implementing 

the PWD Recommendations. The majority of the 17 PWD Recommendations fall within 

OHR’s jurisdiction, and OHR has already implemented a couple of recommendations, 

including, the sharing of the Schedule A PWD list with Division/Office hiring managers prior 

to the publication of a job announcement provided there are qualified candidates in the 

resume database to refer, and sharing aggregate disability data with Divisions/Offices as part 

of the Human Capital reviews.

The PWD Recommendations serve as guiding principles for this new working group.

In FY 2022, for each recommendation accepted by the Agency for implementation, the 

working group identified the responsible office/branch and established projected timeframes 

for implementation. To ensure progress is made on the recommended actions, the 

implementation working group meets on a monthly basis and has scheduled accountability 

meetings with Agency leaders—including the Agency’s Operations Steering Committee (a 

standing committee that is consulted on various matters related to the Agency’s human 

capital), the Chief Operating Officer, and the two Senior Officer co-leads for the working 

group that developed the recommendations. The accountability meetings not only serve to 

hold the working group accountable but also as an opportunity to request needed resources 

and/or support from other Agency stakeholders in the implementation phase.

The PWD recommendations will be the focus of intentional effort in FY 2023.
78 | EEO PROGRAM STATUS REPORT

Career Development Opportunities

1. Please describe the career development opportunities that the Agency provides to its employees.

The SEC provides numerous opportunities for employees to acquire the skills and 

certifications needed to succeed in their technical positions and to progress in their careers.

Classroom-style and e-Learning programs offer an extensive array of learning opportunities 

in technical areas (e.g., courses on Hedge Funds, Mutual Funds, and Credit Derivatives), 

as well as in leadership development, to SEC senior leaders and non-supervisory staff 

alike. Among the variety of learning and development offerings, the SEC offers the career 

development training programs highlighted below. Data on participation in these programs is 

captured along with other training program data noted in the section below.

n The C.O.R.E. Connections—Opportunity—Relationships—Equity program is a 

transformative professional development experience designed to provide employees at 

the SEC with tools and techniques to increase their effectiveness, span of contributions 

and engagement within their function, and support their personal well-being and 

growth. The series equips employees with knowledge, skills, and strategies to 

successfully manage their unique challenges as they strive to reach senior-level positions 

at the SEC while helping to drive our Agency’s overall success and mission effectiveness.

The series has five two-hour webinars, in which participants learn strategies for 

authentic and difficult conversations, managing conflict and exploring the role that 

emotions play in leadership outcomes.

n Leadership Development for Women program was developed by SECU in place of the 

Brookings Institute’s Women in Leadership Program. In FY 2022, CLTD offered three 

sessions of Lead Forward: Leadership Development for Women at the SEC. This course 

presents the opportunity for women to engage with other women, increase their support 

network, and further define their leadership style and mindset. Participants learn more 

about the leaders they want to be and make commitments about behavioral changes 

they want to implement to move their own careers forward, advocating for themselves 

and for other women.

n The EIG Fellows Program, coordinated by the Partnership for Public Service, 

strengthens the leadership skills of experienced federal employees through a combination 

of innovative coursework, best practices benchmarking, challenging action-learning 

projects, executive coaching, and government wide networking. This program is offered 

to SEC employees in the SK-14 to SK-17 (a mix of supervisory and non-supervisory) 

levels. SEC’s EIG Fellows attend facilitated sessions to share what they are learning and 

to explore how this information can be applied to improve organizational performance, 

workplace relationships, and productivity.

Continued on the next page
FISCAL YEAR 2022 | 79

n The Aspiring Leaders Program is an interactive blended-learning program designed 

to strengthen the leadership and management skills of SEC non-supervisory (SK-13 

and SK-14) employees. The program covers: critical leadership skills for effective 

supervision; first-line management responsibilities; and understanding government 

policy, process, and regulations.

n The Career Advancement Program (CAP) is a 12-month external professional 

development program geared toward mid-career professionals who aspire to senior 

leadership roles. CAP is conducted by Management Leadership for Tomorrow (MLT), 

a nonprofit organization that aims to transform the career trajectories of diverse leaders 

by providing them the skills, coaching and connections needed to accelerate their 

careers. CAP’s professional development journey includes realistic business simulations, 

sustainable strategies and tools for professional growth and development, and a cohort 

of peers representing various industries and functions.

n The Upward Mobility Program offers SEC employees in support staff positions the 

opportunity to expand their careers by competing for entry-level program specialist 

positions (series 301) starting at the SK-7 or SK-9 level and with promotion potential 

to the SK-12 level. These positions are open to all SEC employees serving under a 

permanent appointment. This program includes two years of formal training designed 

to foster the success of participants. The training, developed by SEC University, includes 

tailored guidance and mentoring for both the participants and their supervisors.

In addition to the career development programs referenced above, the Agency encourages 

employees, including PWD and PWTD, to pursue leadership development through a variety 

of program offerings, including both individual coaching and an agency-wide mentoring 

program. In FY 2022, 56 SEC managers engaged in coaching with an external coach. Due 

to confidentiality considerations, the SEC does not track demographic information for the 

employees engaged in coaching opportunities. Non-supervisory offerings developed for 

leaders without formal authority included, for example: Empowering Your Development

and Leading Without Authority (courses are designed to enhance relationship-building and 

maintain effective relationships for SEC leaders at all levels). Continued on the next page
80 | EEO PROGRAM STATUS REPORT

In FY 2022, the SEC finalized and launched a Leadership, Evaluation, Accession, and 

Development Program (LEAD Program), which emphasizes the importance of certain 

leadership skills essential for success at the SEC. The program is designed to improve the 

process for developing, identifying, and selecting future SEC Senior Officers (SOs) by 

including standardized leadership assessments that screen candidates on essential leadership 

competencies in a fair and legally-compliant manner. In August 2022, OHR launched the 

LEAD website, which serves as a repository of LEAD Program information and offers links 

to training and resources that support self-directed leadership development. The easy-tonavigate website is available to all SEC employees to learn about the program, use leadership 

development tools, and advocate for their own leadership development opportunities that are 

aligned to critical SO leadership competencies. The LEAD website also provides assessment 

information and self-preparation materials for employees interested in applying to SO 

positions. The Managing Board and LEAD team developed the leadership assessments, and 

worked with a leading HR consulting firm, to provide automated test delivery that ensures 

fair and standardized applicant testing. This standardized approach eliminates unintended 

test bias, providing all applicants a comparable testing process and experience. Trained 

raters score LEAD assessments, with candidate responses anonymized prior to scoring, 

where possible. In addition, internal SEC applicants receive feedback on the LEAD 

assessments, highlighting their leadership strengths and weaknesses, to support their 

ongoing leadership development.

In addition to targeted communications to educate employees and create awareness on the 

LEAD Program, in Q4 FY 2022, OHR offered a series of general informational briefings for 

all interested employees and provided briefings to Division and Office management teams.

After an initial launch of the LEAD assessments with vacancies in the Division of Investment 

Management and OCOO offices, an agency-wide launch of the LEAD assessments is 

planned for FY 2023.
FISCAL YEAR 2022 | 81

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

competition and/or supervisory recommendation/approval to participate.

Career Development Opportunities

Total Participants PWD PWTD

Applicants 

(#)

Selectees 

(#)

Applicants 

(%)

Selectees 

(%)

Applicants 

(%)

Selectees 

(%)

Internship Programs 52,770 6,219 3.51% 4.58% 1.68% 1.09%

Fellowship Programs 86 19 0.00% 0.00% 0.00% 0.00%

Mentoring Programs 31 31 12.90% 12.90% 9.68% 9.68%

Coaching Programs NA NA NA NA NA NA

Training Programs 38,837 38,837 9.22% 9.22% 1.67% 1.67%

Detail Programs 86 25 20.93% 16.00% 1.16% 0.00%

Other Career Development Programs 41 35 9.09% 9.09% 0.00% 0.00%

Notes to help the reader understand the data above: 

The SEC’s Mentoring Program was open for registration to all employees. Mentees were selected 

on a first-come, first-served basis.

Due to confidentiality considerations, the SEC does not track demographic information for 

employees engaged in coaching programs.

Training Programs data show demographic data for all permanent employees’ registrations for 

training in LEAP and completed training opportunities during FY 2022. There is no competition 

for training class registration. All eligible employees who register or apply are invited or selected 

to complete the training course. Applicant and selectee participation records are thus identical.

These Applicant registration and Selectee participation records may include more than one 

training opportunity per employee, representing both mandatory and elective courses. Therefore, 

the total registration and participation data exceed the total number of employees.

Detail Programs summarize information only for Temporary Promotions announced by the 

Agency for competitive selection. These data do not reflect detail opportunities that do not 

include a change to the employee’s personnel record, e.g., a detail to a job in the same pay grade 

and location.

In this report, the Agency included FY 2022 selection data for its leadership development 

programs, including the Excellence in Government Fellows Program and the Aspiring Leaders 

Program. While completion of these programs do not lead to placement at a specific grade (a 

criterion for inclusion in the MD-715 Workforce Data Tables), they do contribute to the pool 

of employees who may potentially be considered for leadership positions in the future. Data 

for these leadership programs have been consolidated into the “Other Career Development 

Programs” category.
82 | EEO PROGRAM STATUS REPORT

3. 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 X No 0

b. Selections (PWD) Yes X No 0

From the Career Development Opportunities table above, data on the participation of PWD 

and PWTD in applications and selections for various programs were reviewed.

For the Internship Program, 3.51% of applicants were PWD and PWD were 4.58% of 

selections. As selections had a higher percentage of PWD than the percentage of PWD among 

applicants, there was no trigger for internships.

For the Agency’s Economist, Accountant and Attorney Fellows Programs, the Agency noted 

no difference in the participation of PWD among (external) applicants for these programs 

and eventual selections for positions. While 0.00% of applicants were PWD, none of the 

Fellows hired were PWD (0.00%).

Within the Agency’s Mentoring Program (selections were on a first-come, first-served basis), 

the Agency found no evidence of a trigger in the participation rate among those who applied 

for the Mentoring Program (i.e., applicants) as compared to participation of PWD in the 

permanent workforce (9.21%). PWD represent 12.90% of those employees who expressed 

interest in the Mentoring Program and 12.90% of those selected for mentoring.

In FY 2022, training data includes trainings approved on standard form 182 through 

the Agency’s learning management system, LEAP, trainings from Pluralsight, Becker, the 

Practising Law Institute, and Udemy. Aggregate PWD participation in training programs 

matched their participation on rolls: 9.22% of trainings were completed by PWD, compared 

to 9.21% of permanent employees who are PWD. No trigger was found for applications 

or selections.

Data about detailed employees show evidence of differences in selection disadvantaging 

PWD among those who applied for details and among those selected. While 9.21% 

of permanent staff were PWD, 20.93% of applicants for temporary promotion were 

PWD, and PWD were 16.00% of selections. Selection data for PWD on Other Career 

Development Programs indicated no evidence of a trigger for PWD. PWD were 9.09% of 

selectees among the consolidated selectees of the Excellence in Government and Aspiring 

Leaders programs, and 9.21% of permanent SEC employees.
FISCAL YEAR 2022 | 83

4. 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 X No 0

b. Selections (PWTD) Yes X No 0

From the Career Development Opportunities table above, data on the participation of 

PWTD in various programs were reviewed for equality of employment opportunity in the 

applications and selections for these programs.

In the Agency’s Economist, Accountant, and Attorney Fellows Programs, 0.00% of 

applicants were PWTD, thus, no PWTD were selected as Fellows in FY 2022.

For the Internship Program, 1.68% of applicants were PWTD, and PWTD were 1.09% of 

selections. Within the Agency’s Mentoring Program, the participation rate for PWTD among 

applicants (9.68%) exceeded the percentage of PWTD among permanent staff (1.86%).

Thus, no trigger was found among applicants. The participation of PWTD among employees 

selected for mentoring in FY 2022 (9.68%) exceeded the participation rate of PWTD in the 

permanent workforce. Thus, no trigger was found among selections.

No evidence of a trigger was found among applicants or selections in the training programs.

In the aggregate, training records show that PWTD participated in training programs slightly 

above their participation on rolls; 1.67% of training opportunities requiring special approval 

were completed by PWTD, compared to 1.86% of permanent employees.

Data about Detailed employees show evidence of a difference disadvantaging PWTD among 

those who applied for Temporary Promotion and among those selected. While 1.16% of 

applicants for temporary promotion were PWTD, PWTD represent 0.00% of permanent 

staff employees selected.

Selection data for PWTD on Other Career Development Programs suggested a trigger at 

the application phase. Of 41 selectees among the consolidated selectees for the Excellence 

in Government and Aspiring Leaders programs, no applicants were PWTD, and as a result, 

none were selected.
84 | EEO PROGRAM STATUS REPORT

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 X No 0

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

The EEOC has suggested that agencies consider awards distribution based on inclusion rates, 

the degree to which each employee group is distributed across workforce indicators, e.g., 

awarded or separated. This analysis requires aggregating data to the person level. Employees 

who received at least one award in any particular award category are counted once.

Aggregated data enables inclusion to be calculated as the proportion for all PWD and PWTD 

who received each type or category of award. One employee can and often does receive more 

than one award in a year. One employee is represented more than once if he or she received 

more than one award in that category.

The inclusion rate for PWD was calculated by comparing the number and percent of 

employees with disabilities who received at least one award in each applicable program 

element to the number and percent of employees without a disability (this category combines 

persons with no disability and those who did not identify as having a disability) who received 

at least one award in each applicable program element.

The inclusion rate for PWTD was calculated by comparing the number and percent of 

employees with targeted disabilities who received at least one award in each applicable 

program element to the number and percent of employees without a targeted disability 

(this category combines persons with no disability, those who did not identify as having a 

disability, and those with a disability that is not targeted) who received at least one award in 

each applicable program element.

The Agency found a trigger in the distribution of time-off awards of 11–40 hours for 

PWD. The inclusion rate for PWD was 18.05%, while the inclusion rate for people without 

disability was 19.07%. The inclusion rate for PWTD was 18.07%.

Continued on the next page
FISCAL YEAR 2022 | 85

For cash awards, the Agency found triggers for PWD and PWTD for cash awards of 

$1,000–$1,999 and $2,000–$2,999.

For cash awards at the $1,000–$1,999 level, the inclusion rate for PWD was 31.46%, and 

the inclusion rate for persons without disability was 41.07%. The inclusion rate for PWTD 

was 28.92%, and the inclusion rate for persons with no targeted disability was 40.40%.

For cash awards at the $2,000–$2,999 level, the inclusion rate for PWD was 6.34%, and 

the inclusion rate for persons without disability was 10.17%. The inclusion rate for PWTD 

was 6.02%, and the inclusion rate for persons with no targeted disability was 9.89%.

OEEO researched the observed differences in the distribution of discretionary awards, made 

recommendations, and is actively monitoring the implementation as part of our barrier 

analysis program.

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 0 No X

b. Pay Increases (PWTD) Yes 0 No X

The Agency did not have a trigger for PWD or PWTD for performance-based pay increases.

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

N/A
86 | EEO PROGRAM STATUS REPORT

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

Qualified Internal Applicants (PWD) Yes X No 0

Internal Selections (PWD) Yes 0 No X

b. Grade GS-15

Qualified Internal Applicants (PWD) Yes 0 No X

Internal Selections (PWD) Yes X No 0

c. Grade GS-14

Qualified Internal Applicants (PWD) Yes 0 No X

Internal Selections (PWD) Yes X No 0

d. Grade GS-13

Qualified Internal Applicants (PWD) Yes 0 No X

Internal Selections (PWD) Yes X No 0

The SEC crosswalks the Agency’s SK alternative pay plan’s senior grade levels to the General 

Schedule according to the following equivalencies: SES = SO and EX; GS-15 = SK-15 and 

SK-17; GS-14 = SK-14 and SK-16; GS-13 = SK-13. We note that the relevant applicant pools 

for the SK grade equivalencies of the GS-14 and GS-15 levels combine data across SK-grade 

levels. This combination was made to conform analyses to the format provided, though the 

actual RAPs for the individual SK-levels differ.

Of 1,044 qualified internal applications for senior grade level positions, 374 (35.82%) were 

submitted by PWD.

A trigger was observed for qualified applicants compared to the Relevant Applicant Pool 

for PWD at the SES-equivalent level. However, there was only one posting, and two selfidentified applicants. The Relevant Applicant Pool was 7.44%, and neither of the two 

applicants were PWD. No differences were observed among qualified applicants at any 

of the other senior grades.

Continued on the next page
FISCAL YEAR 2022 | 87

Among internal selections, differences were observed at the GS-15, GS-14, and GS-13 

equivalent levels, but not the SES-equivalent level. Of the 100 selections for internal 

promotions to senior grade levels, 8.00% were PWD, which was below their availability in 

the QAP at 35.82%.

At the GS-15 equivalent level, PWD represented 31.31% of qualified applicants, while they 

represented 3.85% of selections.

At the GS-14 equivalent level, PWD represented 29.69% of qualified applicants, while they 

represented 15.00% of selections.

At the GS-13 equivalent level, PWD represented 53.25% of qualified applicants, while no 

selections were PWD.

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

Qualified Internal Applicants (PWTD) Yes X No 0

Internal Selections (PWTD) Yes 0 No X

b. Grade GS-15

Qualified Internal Applicants (PWTD) Yes 0 No X

Internal Selections (PWTD) Yes X No 0

c. Grade GS-14

Qualified Internal Applicants (PWTD) Yes 0 No X

Internal Selections (PWTD) Yes X No 0

d. Grade GS-13

Qualified Internal Applicants (PWTD) Yes 0 No X

Internal Selections (PWTD) Yes X No 0
88 | EEO PROGRAM STATUS REPORT

Applying the same comparisons to PWTD as described above, the Agency presents 

information on trigger identification for PWTD in promotions to senior grade levels. Of 

1,044 qualified internal applications for senior grade level positions, 61 (5.84%) were 

submitted by PWTD, and no selections were PWTD.

A difference was observed in the qualified applicant pool for the SES-equivalent level, 

compared to the Relevant Applicant Pool. The Relevant Applicant Pool was 1.33% PWTD, 

and no qualified applicants were PWTD. However, there was only one posting, and it had 

two self-identified applicants. No differences were observed among qualified applicants 

at any of the other senior grades. Among selections, triggers were observed at the GS-15, 

GS-14, and GS-13 equivalent levels.

At the GS-15 equivalent level, PWTD represented 6.31% of qualified applicants, and 

represented no selections.

At the GS-14 equivalent level, PWTD represented 3.39% of qualified applicants, and 

represented no selections.

At the GS-13 equivalent level, PWTD represented 8.94% of qualified applicants, and 

represented no selections.
FISCAL YEAR 2022 | 89

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 X No 0

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

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

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

The QAP summarizes data where the applicant self-identified with a disability and qualified 

for the position. Data describe vacancies for permanent positions with the SEC that were 

posted in USAJOBS with a closing date during the fiscal year. Also presented is data on new 

hires on-boarded during the course of the fiscal year, some of whom applied for a vacancy 

posted prior to the start of the fiscal year, and some of whom were on-boarded from open, 

continuous postings. Differences may be observed in the demographic statistics of those 

selected versus those on-boarded as new hires. Triggers comparing the composition of PWD 

and PWTD (See Question 5 immediately below) in applicant flow versus new hire data 

should be interpreted with these differences in mind.

Applying the same grade equivalencies that were described above, the Agency presents 

information on trigger identification for PWD new hires to senior grade levels. Among 

the 260 newly-hired staff members in FY 2022 were 207 persons hired into senior grade 

level positions: four SOs, three into GS-15 equivalent positions, 109 into GS-14 equivalent 

positions, and 87 into GS-13 equivalent positions. Sixteen of those 207 (7.73%) newlyhired permanent staff in senior grade levels identified as PWD. The following evaluates 

participation of PWD in each senior grade equivalent level.

At the SES equivalent level, the QAP was 10.42% PWD, and none of the four newly-hired 

permanent SOs identified as PWD.

At the GS-15 equivalent level, the QAP was 31.94% PWD, and 14.29% of the seven newlyhired permanent staff for those positions identified as PWD.

At the GS-14 equivalent levels, the QAP was 19.94% PWD, and 9.17% of the 109 newlyhired permanent staff were PWD.

At the GS-13 equivalent level, the QAP was 24.24% PWD, while 5.75% of the 87 new hires 

to GS-13 equivalent positions identified as PWD.
90 | EEO PROGRAM STATUS REPORT

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 X No 0

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

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

Applying the same grade equivalencies that were described above, the Agency presents 

information on trigger identification for PWTD new hires to senior grade levels. The 

qualified applicant pool for PWTD was 2.32%.

The Agency found triggers in participation of PWTD between qualified applicants and new 

hires at the SES, GS-15, GS-14, and GS-13 equivalent levels.

More detail about each senior grade level follows in descending order by level.

At the SES equivalent level, none of the qualified applicants were PWTD, and none 

were hired.

At the GS-15 equivalent level, the QAP was 5.76%; no newly-hired staff members were 

PWTD (0.00%).

At the GS-14 equivalent level, the QAP was 4.59% PWTD; 1.83% of the newly-hired 

GS-14 equivalent staff were PWTD.

At the GS-13 equivalent level, the QAP was 5.37% PWTD; 1.15% of the newly-hired staff 

members were PWTD.
FISCAL YEAR 2022 | 91

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

Qualified Internal Applicants (PWD) Yes X No 0

Internal Selections (PWD) Yes 0 No X

b. Managers

Qualified Internal Applicants (PWD) Yes 0 No X

Internal Selections (PWD) Yes X No 0

c. Supervisors

Qualified Internal Applicants (PWD) Yes 0 No X

Internal Selections (PWD) Yes X No 0

The SEC cross-walked the Agency’s alternative pay plan supervisory levels to the Executive, 

Manager, and Supervisor levels according to the following equivalencies: Executives 

= SO; Managers = SK-17 and the supervisory Administrative Law Judges in pay plan 

Administrative Law (AL); and Supervisors = employees or positions at SK-levels below 

SK-17 who hold supervisory status. The Agency notes that, similar to the senior grade level 

equivalencies, the relevant applicant pools for supervisory levels at the Agency combine data 

across multiple SK levels. This combination was made to conform analyses to the format 

provided, though the actual RAPs for the specific leadership levels differ.

FY 2022 data are relevant for assessing whether triggers exist with regard to promotions to 

supervisory or managerial positions. Among the promotions in FY 2022 were 54 persons 

promoted to a leadership position at the supervisor, manager, or executive level: one SO, 

27 managers, and 24 supervisors. The following evaluates participation of PWD in each 

leadership level.

For executives, a trigger was observed for qualified applicants compared to the Relevant 

Applicant Pool for PWD. However, there was only one posting, and two self-identified 

applicants. The Relevant Applicant Pool was 7.44%, and neither of the two applicants 

were PWD.

For the manager, and supervisor levels, there were no differences to the disadvantage of PWD 

in the qualified internal applicant pool compared to the RAP. However, there were triggers at 

both of these levels with respect to selections. For managers, the qualified applicant pool was 

40.14%, and PWD were 3.70% of selections. For supervisors, the qualified applicant pool 

was 61.29%, and no PWD were selected.
92 | EEO PROGRAM STATUS REPORT

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

Qualified Internal Applicants (PWTD) Yes 0 No X

Internal Selections (PWTD) Yes 0 No X

b. Managers

Qualified Internal Applicants (PWTD) Yes 0 No X

Internal Selections (PWTD) Yes X No 0

c. Supervisors

Qualified Internal Applicants (PWTD) Yes 0 No X

Internal Selections (PWTD) Yes X No 0

Applying the same grade equivalencies that were described above, the Agency presents 

information on trigger identification for PWTD internal promotions to supervisory positions.

Of 54 individuals selected for promotion, none were PWTD.

At the Executive level, the Agency observed triggers with respect to qualified applicants and 

selections. The RAP was 1.33% PWTD, and none of the qualified applicants were PWTD.

As such, no PWTD were selected. However, there was only one posting, for which there were 

two qualified applicants.

At the manager level, the Agency observed a trigger with respect to selections for 

promotions. The QAP for PWTD was 4.93%, while no selections were PWTD.

At the supervisor level, the Agency observed a trigger with respect to selections for 

promotions. The QAP for PWTD was 10.97%, while no selections were PWTD.
FISCAL YEAR 2022 | 93

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 X No 0

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

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

Applying the same grade equivalencies that were described above, the Agency presents 

information on trigger identification for PWD new hires into leadership positions.

A difference was found in FY 2022 new hire data for PWD at the executive and supervisor 

levels. No trigger was found at the manager level.

Among the 260 newly-hired staff members in FY 2022 were 12 persons hired into leadership 

positions: four SOs, four SK-17 managers, and four supervisors below SK-17. One of those 

12 (8.33%) newly-hired permanent staff in leadership positions identified as PWD. The 

following evaluates participation of PWD in each leadership level.

For executives, the QAP was 10.42% PWD, and none of the four newly-hired permanent 

executives identified as PWD.

For managers, the QAP was 25.96% PWD, and 25.00% of the four newly-hired managers 

identified as PWD.

For supervisors, the QAP was 37.11%, and none of the four newly-hired permanent 

supervisors identified as PWD.
94 | EEO PROGRAM STATUS REPORT

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 X No 0

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

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

Differences were found in the new hire data for PWTD at the executive, manager, and 

supervisor levels.

For executives, the QAP was 2.08% PWTD, and no PWTD were hired for executive 

positions in FY 2022.

For managers, the QAP was 3.85% PWTD, and no PWTD were hired for manager positions 

in FY 2022.

For supervisors, the QAP was 7.22% PWTD, and no PWTD were hired for supervisor 

positions in FY 2022.
FISCAL YEAR 2022 | 95

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 to 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.

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 CFR § 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

The SEC maintains discretion on conversions to a career or career-conditional appointment 

among employees on Schedule A appointments. As a general practice, those Schedule A 

employees who were not converted voluntarily accepted a new Schedule A appointment 

within the Agency. During FY 2022, one employee was converted to the competitive service 

under the Schedule A hiring authority within two years of their most recent Schedule 

A appointment. Five employees are currently serving on their most recent Schedule A 

appointment that was processed within the past two years. All five employees are serving 

on an initial Schedule A appointment that has not reached the two-year threshold. One staff 

member was newly-hired under Schedule A during FY 2022. A review of records for other 

Schedule A employees, who were hired or transferred to the SEC and remain on rolls at the 

close of FY 2022, confirms that all were converted to the competitive service within two 

years of their most recent Schedule A appointment.
96 | EEO PROGRAM STATUS REPORT

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

Data on voluntary and involuntary separations by disability were used to calculate the 

inclusion rates. Inclusion rates were calculated as the number of PWD who separated 

among all PWD in the workforce, compared to the same proportion among persons with 

no disability (this category is combined with those who did not self-identify as having a 

disability).

The Agency did not have a trigger for voluntary separations in FY 2022. The inclusion rate 

on voluntary separations was 3.41% for PWD, and 5.76% for persons with no disability.

The inclusion rate on involuntary separations was 0.24% for PWD and 0.05% for persons 

with no disability.

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.

a. Voluntary Separations (PWTD) Yes 0 No X

b. Involuntary Separations (PWTD) Yes 0 No X

The inclusion rates were calculated as the number of PWTD who separated among all 

PWTD in the workforce compared to that same proportion among persons with no targeted 

disability (this group also includes those who did not self-identify as having a disability and 

those with a disability that is not targeted).

The Agency did not have a trigger for voluntary separations in FY 2022. For PWTD, the 

inclusion rate on voluntary separations was 1.20%, and the inclusion rate for persons 

without targeted disability was 5.63%.

For PWTD, there were no involuntary separations in FY 2022, and among persons with no 

targeted disability, the inclusion rate for involuntary separations was 0.07%.
FISCAL YEAR 2022 | 97

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. There were no triggers involving separation rates in FY 2022.

Accessibility of Technology and Facilities

Pursuant to 29 CFR § 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.

Information about the SEC’s Accessibility/Disability Program is posted on SEC.gov: 

SEC.gov/disability/sec_access.htm and SEC.gov/accessibility/sec-accommodationprocedures.pdf. The SEC has also made available a Section 508 Resource Center to all 

SEC personnel. This online resource center provides links to accessibility training and 

resources, federal regulations and general guidance, as well as “how-to” instructions to 

make documents, presentations, and electronic files 508-compliant. Information specific 

to the accessibility of SEC facilities and technology under Sections 504 and 508 of the 

Rehabilitation Act is also available in a variety of sources, including 17 CFR §§ 200.601 

to 200.670, Enforcement of Nondiscrimination on the Basis of Handicap in Programs or 

Activities Conducted by the Securities and Exchange Commission (SEC 504 regulations), 

SEC Administrative Regulation 24-10 (SECR 24-10), Information and Communication 

Technology (ICT) Section 508/Accessibility Program, and SEC Administrative Regulation 

11-3 (SECR 11-3), Leasing Program.

The SEC continues to improve upon current practices in place to ensure all Information and 

Communication Technology (ICT) is accessible to internal and external parties, as mandated 

by the Rehabilitation Act of 1973. The Agency’s testing and validation process includes 

dedicated resources, testing tools, documented test processes, and a remediation process.

The majority of ICT products and tools are tested before they are deployed. If a product 

is deemed not 508-compliant, project teams are instructed to submit a Remediation Plan 

indicating a plan of action or timeline in which the vendor will make the respective product 

508-compliant and obtain an approval from senior management before deploying.

Continued on the next page
98 | EEO PROGRAM STATUS REPORT

Every SEC vacancy announcement posted to USAJOBS includes information about obtaining 

accommodations, including alternative methods to apply. The name of SEC’s Selective 

Placement Program Coordinator is posted on OPM’s website. OHR has built a separate page 

providing more in-depth information about hiring PWD (SEC.gov/sec-disability-programsoverview). This page includes a link to an online form (SEC.gov/forms/ADA-4Applicants) 

for requesting accommodations in the technology-enabled job application process and 

information on alternate methods for contacting the Disability Program at the SEC.

The SEC also posts information on how to file an EEO complaint under, inter alia, Section 

501 of the Rehabilitation Act at SEC.gov/eeoinfo/eeocomplaints.htm.

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.

Information is posted on SEC.gov: SEC.gov/disability/sec_access.htm. This page contains 

the required notice explaining employees’ and applicants’ rights under the Architectural 

Barriers Act, including how to file a complaint alleging violations of the Architectural 

Barriers Act.
FISCAL YEAR 2022 | 99

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.

The SEC continues to improve upon current practices in place to ensure all ICT is 

accessible to internal and external parties, as mandated by the Rehabilitation Act of 1973.

The Agency’s testing and validation process includes dedicated resources, testing tools, 

documented test processes, and a remediation process. The majority of ICT products and 

tools are tested before they are deployed. Upon completion of testing, project teams are 

notified of the defects and are instructed to submit, for approval, a Remediation Plan, 

indicating a definitive timeline in which the vendor will make the respective product 

508-compliant.

The Office of Public Affairs has been instrumental in educating SEC staff on the guidelines 

and importance of Section 508 of the Rehabilitation Act. Training courses have been 

offered, as well as “how to” videos that inform staff of the process with making electronic 

information technologies accessible to all parties.

The Office of Information Technology will be active in supporting the SEC Administrative 

Regulation that defines roles and responsibilities of SEC staff to address formal Section 508 

Complaint Procedures related to accessibility of IT programs and services.

Reasonable Accommodation Program

Pursuant to 29 CFR § 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.)

In FY 2022, the SEC met its goal of processing 100% of accommodation requests within 

45 business days, the timeframe specified in the Agency’s policy, which has been approved by 

the EEOC.
100 | EEO PROGRAM STATUS REPORT

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.

Beginning in FY 2019, the SEC conducted an internal review of the SEC Reasonable 

Accommodation Regulation (SECR 6-80) and SEC Reasonable Accommodation Operating 

Procedures (SECOP 6-80), collected input from SEC stakeholders, negotiated with the SEC’s 

union, and revised the reasonable accommodation policy and procedures. In March 2021, as 

required by regulation, the Equal Employment Opportunity Commission (EEOC) approved 

the SEC’s procedures. The new procedures include a revised timeframe to process requests 

for accommodation—from 20 business days to 45 business days—absent undue hardship.

The SEC published in FY 2022 the revised RA policy and operating procedures.

These policy and operating procedure documents ensure that employees and applicants 

know their right to receive a reasonable accommodation for disability-related limitations 

under the Rehabilitation Act, if needed, to perform the essential functions of their position, 

enjoy equal benefits and privileges of employment, or apply for a job at the SEC. Related 

operational guidance further explains stakeholder responsibilities for the provision of 

disability-related accommodation, how to request an accommodation, and how such 

requests are processed. The procedures also include information about the interactive 

process and how requestors may seek review of decisions when a request has been denied.

A 508-compliant version of each document and form is available on the SEC’s public 

website at SEC.gov, as required under the Section 501 Affirmative Action Regulations.

The documents are also available on the SEC’s internal interactive portal AskHR. AskHR

provides employees with information about reasonable accommodation and the processes 

for making requests. The SEC published additional resources and information for employees, 

supervisors, and managers on its AskHR portal that provides a general overview and insight 

into its reasonable accommodation program process.

Changes to RA procedures necessitated updates to training, job aids, notices, and other 

information sources in FY 2022. Information sessions describing updates, applicable forms, 

and procedures have been made available to manager/supervisors, employees, and all staff 

with responsibilities under the new policy and procedures. The updated RA procedures have 

been incorporated in the mandatory New Supervisors and New Employee trainings, and 

the on-demand trainings available in the SEC’s LEAP training platform made available to 

Agency employees. At least annually, the Agency communicates to the entire SEC workforce 

regarding the reasonable accommodation program to assist managers and employees in their 

understanding of the SEC’s disability accommodation program.

Continued on the next page
FISCAL YEAR 2022 | 101

In FY 2022, the SEC remained in a maximum telework/voluntary return to the office posture 

for its non-essential employees. The SEC’s Temporary Medical Telework (TMT) program 

provides temporary telework to employees with short-term medical conditions that may 

not constitute a covered disability under the Rehabilitation Act of 1973 when supervisory 

officials and the Disability Program Office determine that it is appropriate. Since the SEC 

continued its maximum telework posture, the RA Program office administratively closed 

four (4) TMT requests without decision in FY 2022.

Given the issuance of the newly revised RA policy and procedures, general training 

for managers and supervisors was offered on the Rehabilitation Act, their role and 

responsibilities in the reasonable accommodation process to include the interactive process 

provision, and how to respond appropriately when an individual places them on notice of 

the need for reasonable accommodation. New managers and supervisors are also required 

to attend scheduled training to obtain an in-depth overview for the provision of reasonable 

accommodation. This includes disseminating program-specific information during the New 

Employee Orientation and CLTD 307 Fundamentals of Human Resources Management 

course offered by the SEC University’s College of Leadership and Team Development.

In FY 2022, the SEC converted all in-person CLTD 307 content into a final capstone 

eLearning module to be added to the other CLTD 307 eLearning modules. This capstone 

offers self-paced review and practice opportunities that were previously encompassed by the 

live trainings, and serves to replace any need for live content. All CLTD 307 content is now 

in a fully self-paced eLearning format. CLTD 307 eLearning provides real-time, scenariobased specific illustrations for supervisors and managers to heighten their awareness of the: 

(1) Schedule A hiring authority; (2) SEC’s RA Program; (3) TMT to ensure their awareness 

of their role in hiring and retaining employees with temporary or permanent disabilities; 

(4) types of requests made by employees with disabilities; and (5) roles and responsibilities 

with respect to the Agency’s Reasonable Accommodation Program. This training was 

enhanced by the Reasonable Accommodation Program Office to ensure awareness of the 

SEC’s newly published RA Program policy and operating procedures. In-depth, situationspecific training was provided as-needed to individual managers who supervise employees 

with disabilities. Additional information about CLTD 307 is provided earlier in this 

report, supra.

Moreover, refresher on-demand training course offerings are readily available online for 

employees and managers through the Agency’s learning platform, Learn Engage Achieve 

Platform (LEAP), which provides an effective overview of the Rehabilitation Act and the 

federal and SEC reasonable accommodation process.

Continued on the next page
102 | EEO PROGRAM STATUS REPORT

The SEC maintains a contract vehicle with Deaf Access Solutions (DAS) for its Sign 

Language Interpretation Program. DAS provides enhanced interpretation solutions to include 

Communication Access Realtime Translation and Federal Relay Service to provide a more 

diverse pool of interpreters who can provide a greater array of support services for the Deaf/

Hard-of-Hearing community.

In FY 2022, to complement the Agency’s reasonable and religious accommodation processes, 

the SEC continued working with the Office of Information Technology to vet and configure 

an automated reasonable and religious accommodation case management solution. The 

system will enable the Agency to monitor trends and manage, track, and enhance reporting 

capabilities on all reasonable and religious accommodation requests, including requests for 

personal assistance services. The system will have a built-in reporting capability to produce 

all reporting and record keeping requirements consistent with 29 CFR § 1614.203(d)(5) and 

Executive Order 13164. The case management system is expected to simplify case tracking, 

help identify systemic delays, improve customer service by allowing employees to request 

reasonable accommodations personally and privately, and allow the Agency to continue to 

meet timeliness standards. The Agency expects to fully deploy the system in FY 2023. In the 

interim, OHR continues the current manual tracking process, including tracking timeliness 

for processing RA requests, and meeting on a monthly basis with the CHCO to review and 

discuss timeliness and processing of all RA cases.
FISCAL YEAR 2022 | 103

Personal Assistance Services Allowing Employees to Participate 

in the Workplace

Pursuant to 29 CFR § 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.

1. 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.

As reflected in the section immediately above, and incorporated herein by reference, the 

SECOP 6-80 Reasonable Accommodation Operating Procedures includes information 

regarding the process for requesting PAS, the process for determining whether such services 

are required, and the process for denying PAS requests when it would pose an undue 

hardship to the Agency. Similarly, medical information to include medical confidentiality and 

disclosure provisions and the responsibilities of the Disability Program Officer, the employee, 

and other relevant staff (e.g., supervisors, Reasonable Accommodation Coordinators) 

during the interactive process, as discussed in the Reasonable Accommodations Operating 

Procedures, apply to all requests for PAS. In FY 2022, the materials related to PAS were 

updated to explain eligibility requirements, types of PAS, how to request services, where to 

submit requests, and contact information. Program provisions for requesting and providing 

decisions on PAS reasonable accommodation requests are the same as the process for 

reasonable accommodation described in the new policy and related operating procedures 

and on the SEC public and internal websites. The SEC continues to use the SEC Form 2943 

Request for Personal Assistance Services to capture requests, and data obtained by this form 

will provide the RA Program critical information that may be used to understand program 

adoption and effectiveness going forward.

Continued on the next page
104 | EEO PROGRAM STATUS REPORT

The SEC has a contract in place to support employees with targeted disabilities needing PAS 

services including reader and nurse services. In FY 2022, the SEC did not receive or process 

any new requests for PAS services. The Agency will continue to monitor its current contract 

for personal assistant and reader services to ensure the consistent delivery of healthcare 

services and will enhance the level of support as required.

During FY 2022, the Agency conducted general training for managers and supervisors on the 

Rehabilitation Act, their role and responsibilities in the reasonable accommodation process 

to include the interactive process provision, and how to respond appropriately when an 

individual places them on notice of the need for reasonable accommodation. New managers 

and supervisors are required to attend scheduled training to obtain in-depth overview for 

the provision of reasonable accommodation. This includes disseminating program-specific 

information during the New Employee Orientation and through the College of Leadership 

& Team Development Fundamentals of Human Resources Management course offered by 

the Agency’s learning office, SEC University. The CLTD 307 training provides real-time, 

scenario-based specific illustrations for supervisors and managers to heighten awareness 

about the RA Program, details general characteristics of available accommodations typically 

requested by employees with disabilities (e.g., PAS) and clarifies assumptions about roles and 

responsibilities with respect to the Agency’s reasonable accommodation program. Moreover, 

refresher training course offerings are readily available for employees and managers through 

the Agency’s SECU learning platform LEAP; the training provides an effective overview of 

the Rehabilitation Act, Americans with Disabilities Act, and the federal and SEC reasonable 

accommodation process.
FISCAL YEAR 2022 | 105

SECTION VI: EEO COMPLAINT AND FINDINGS DATA

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.

During FY 2022, the Agency did not have any findings of discrimination alleging harassment 

based on disability status.

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 X No 0 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.

During FY 2022, the Agency did not have any findings of discrimination involving the failure 

to provide reasonable accommodation.
106 | EEO PROGRAM STATUS REPORT

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.

Not applicable for the FY 2022 reporting period.
FISCAL YEAR 2022 | 107

ATTACHMENT 1.

SEC ORGANIZATIONAL CHART

Commissioner Commissioner Chair Commissioner Commissioner

Office of the Chair

Divisions

Corporation

Finance

Economic and

Risk Analysis Enforcement Examinations Investment Management Trading and Markets Inspector General

Offices

Advocate for

Small Business

Capital

Formation

Chief

Accountant

Chief Operating

Officer

Credit

Ratings

Equal

Employment

Opportunity

Ethics

Counsel

General

Counsel

International

Affairs

Investor

Education and

Advocacy

Legislative and

Intergovernmental

Affairs

Minority and

Women

Inclusion

Municipal

Securities

Public

Affairs Secretary

Acquisitions EDGAR Business Office Financial Management Human Resources Information Technology Support Operations

Regional Offices

Atlanta

Regional Office

Boston

Regional Office

Chicago

Regional Office

Denver

Regional Office

Fort Worth

Regional Office

Los Angeles

Regional Office

Miami

Regional Office

New York

Regional Office

Philadelphia

Regional Office

Salt Lake

Regional Office

San Francisco

Regional Office

Administrative

Law Judges

Investor

Advocate

Strategic Hub

for Innovation

and Financial 

Technology

Independent office Report directly to the Commission Report directly to the Chair
108 | EEO PROGRAM STATUS REPORT

SEC’S ORGANIZATIONAL STRUCTURE

The SEC’s leadership includes a Chair and four Commissioners located at the SEC’s Headquarters in 

Washington, DC.

The SEC consists of five presidentially-appointed Commissioners with staggered five-year terms.

One of the Commissioners is designated by the President as the Chair of the Commission—the 

Commission’s chief executive. The Agency’s functional responsibilities are organized into 6 Divisions 

and 25 Offices, each of which is headquartered in Washington, DC. The Commission’s staff is located 

in Washington, DC, and 11 Regional Offices throughout the country. Divisions and Offices include:

Six Divisions:

n Corporation Finance

n Economic and Risk Analysis

n Enforcement

n Examinations

n Investment Management

n Trading and Markets

Twenty-five Offices:

n Acquisitions

n Administrative Law Judges

n Advocate for Small Business 

Capital Formation

n Chair

n Chief Accountant

n Chief Operating Officer

n Credit Ratings

n EDGAR Business Office

n Equal Employment Opportunity

n Ethics Counsel

n Financial Management

n General Counsel

n Human Resources

n Information Technology

n Inspector General

n International Affairs

n Investor Advocate

n Investor Education and Advocacy

n Legislative and Intergovernmental Affairs

n Minority and Women Inclusion

n Municipal Securities

n Public Affairs

n Secretary

n Strategic Hub for Innovation and Financial 

Technology (FinHub) 

n Support Operations
FISCAL YEAR 2022 | 109

The SEC’s Regional Offices report to both the Division of Enforcement and the Division of 

Examinations and operate within the authority of the Commission.

n Atlanta Regional Office

n Boston Regional Office

n Chicago Regional Office

n Denver Regional Office

n Fort Worth Regional Office

n Los Angeles Regional Office

n Miami Regional Office

n New York Regional Office

n Philadelphia Regional Office

n Salt Lake Regional Office

n San Francisco Regional Office

U.S. SECURITIES AND EXCHANGE COMMISSION 

HEADQUARTERS AND REGIONAL OFFICES

Los Angeles 

Regional Office

Southern California,* Arizona, 

Guam, Hawaii, Nevada

SEC Headquarters San Francisco 

Regional Office

Northern California,* 

Alaska, Idaho, Montana, 

Oregon, Washington 

Salt Lake 

Regional Office

Utah

Denver 

Regional Office

Colorado, Kansas 

(Exam Program), 

Nebraska, New Mexico, 

North Dakota, South 

Dakota, Wyoming

Fort Worth 

Regional Office

Texas, Arkansas, 

Kansas, Oklahoma

Chicago 

Regional Office

Illinois, Indiana, Iowa, 

Kentucky, Michigan, 

Minnesota, Missouri, 

Ohio, Wisconsin

Boston Regional Office

Massachusetts, Connecticut, 

Maine, New Hampshire, 

Rhode Island, Vermont 

Atlanta Regional Office

Georgia, Alabama, North Carolina, 

South Carolina, Tennessee

Miami Regional Office

Florida, Louisiana, Mississippi, 

Puerto Rico, U.S. Virgin Islands 

New York

Regional Office

New York, New Jersey

Philadelphia 

Regional Office

Pennsylvania, Delaware, 

District of Columbia, Maryland, 

Virginia, West Virginia

* Northern California includes ZIP codes 93600 and above, and 93200–93299

Southern California includes ZIP codes 93599 and below, except 93200–93299
110 | EEO PROGRAM STATUS REPORT

ATTACHMENT 2. 

SEC STRATEGIC PLAN 

FY 2022—2026

The Agency Strategic Plan is available at SEC Strategic Plan FY 2022 – 2026.
FISCAL YEAR 2022 | 111

ATTACHMENT 3. 

OEEO STRATEGIC PLAN

FY 2022—2024

The OEEO Strategic Plan is available at OEEO Strategic Plan FY 2022 – 2024.
112 | EEO PROGRAM STATUS REPORT

ATTACHMENT 4.

EQUAL EMPLOYMENT 

OPPORTUNITY POLICY

We share the common mission of protecting investors, maintaining fair, orderly, and 

efficient markets, and facilitating capital formation. While our mission is at the core 

of what we do, the way we achieve success is through the commitment and expertise 

of SEC professionals, working together to make a positive impact on America’s 

economy, our capital markets, and people’s lives. 

As Chair of the SEC, I am committed to attracting and maintaining a workforce that is diverse, inclusive, 

and fosters a sense of belonging, wherein everyone enjoys equality of employment opportunities. 

Within the SEC, we must model supportive leadership while maintaining accountability for results. 

This includes working together to prevent unlawful discrimination and to timely and effectively 

respond when actions do not align with our corporate values Equal employment opportunity (EEO) 

laws protect all employees, applicants for employment, and former employees from discrimination 

on the basis of race, color, sex (which is not limited to conduct that is sexual in nature and includes 

pregnancy, gender identity, sexual orientation, and transgender status), age (40 and older), 

religion, national origin, disability, and genetic information. In addition, Executive Orders safeguard 

employment discrimination based on status as a parent. 

There should be no interference with the EEO process. The right of an individual to oppose 

discrimination and participate in EEO activity is foundational. Actions that deter individuals from 

engaging in the process or punish individuals who engages in EEO activity is prohibited. We can all 

contribute to making the SEC a model EEO employer by ensuring that discrimination, harassment, 

and retaliation are simply not tolerated. We must also seek to resolve workplace disputes at the 

earliest opportunity to preserve the collegial and respectful environment that we expect at the SEC.

All employees must fully participate in investigations into allegations of discrimination, harassment 

and/or retaliation and may use a reasonable amount of work time to do so. Managers and supervisors 

must also participate in the alternative dispute resolution program for resolving EEO allegations, 

Conflict2Resolution (C2R), when the use of C2R is approved by the EEO Director or Deputy Director.

If you believe you have been subjected to discrimination, harassment, or retaliation in violation of 

federal EEO laws or SEC policy, please contact the Office of Equal Employment Opportunity (OEEO) 

within 45 calendar days of the employment action you believe to be discriminatory, harassing, or 

retaliatory to preserve your right to legal redress. You can reach OEEO by email at OEEO@sec.gov, 

telephone (202) 551-6040, or in person (SPIII, Suite 2900) to allege discrimination and/or obtain 

additional information regarding your EEO rights and responsibilities. TTY users should call the 

Federal Relay Service at (800) 877-8339 to be connected with OEEO. The SEC’s No FEAR Act

notice and The Exchange provide additional information.

Thank you for your continuing efforts to make the promise of equal employment opportunity a reality.

Equal Employment Opportunity Policy

DATE GARY GENSLER

August 18, 2022
FISCAL YEAR 2022 | 113

ATTACHMENT 5. POLICY ON 

PREVENTING HARASSMENT (PPH)

As Chair of the SEC, I am committed to a work environment that is respectful, inclusive, and allows you to deliver maximum performance in 

support of the SEC’s mission. Harassment is absolutely prohibited because it is wrong, negatively impacts our collegial work environment, 

and undermines our mission.

The SEC prohibits harassment on each of the following protected equal employment opportunity (EEO) bases: race, color, sex (which is not 

limited to conduct that is sexual in nature and includes pregnancy, gender identity, sexual orientation, and transgender status), age (40 and 

older), religion, national origin, disability, genetic information, parental status or in retaliation for engaging in protected EEO activity. Harassing 

conduct against or by any employee, intern, contractor, or applicant for employment has no place at the SEC and will not be tolerated.

The SEC will address and put an end to conduct—whether verbal, written, or physical—of which it is aware that is offensive (i.e., degrading, 

derogatory, or demeaning) or unwelcome. Harassment may be illegal where: (1) enduring the conduct is a condition of continued employment 

or is the basis of a decision affecting the terms, conditions, or privileges of employment; or (2) the conduct is sufficiently severe or pervasive 

to create a hostile work environment. Lack of intent to offend does not excuse inappropriate conduct. Prompt and appropriate corrective and 

disciplinary action will be taken as appropriate when it is determined that harassment has occurred.

Among other things, the Policy on Preventing Harassment (PPH) prohibits the use of SEC equipment or networks to access or distribute 

material that is offensive on any protected EEO basis listed above, including, but not limited to, sexually explicit, pornographic, sexist, racist, or 

homophobic material, or material that is offensive to a religious belief or disability status. Unwelcome sexual advances, requests for sexual favors, 

and other verbal or physical harassment of a sexual nature should never occur at the SEC. In addition, some personal relationships (romantic or 

otherwise) involving SEC employees— particularly between managers and supervisors and their subordinates—may raise harassment concerns.

Such relationships may create perceptions of favoritism by other employees that lead to allegations of a hostile work environment. Consensual 

relationships, once they end, may also give rise to claims that the relationships were not consensual or that continued overtures have become 

offensive or unwelcome. A supervisor who has a romantic or sexual relationship with a subordinate employee, or with an individual when 

the supervisor has a role in a selection process for a position or in conferring other employment benefits for that individual, must notify their 

supervisor immediately.

The PPH and its operating procedures (SECOP-27-1) apply in places where SEC employees, interns, and on-site contractors work, and at SECsanctioned activities and events, including those outside of the workplace and includes protection from harassing behavior by third parties such 

as registrants, opposing counsel and the general public. The PPH prohibits the use of social media (e.g., Twitter, Facebook, LinkedIn, Instagram, 

etc.) to engage in harassment covered by this policy.

Reporting Harassment

Those who believe they are victims of harassment, or are otherwise aware of conduct that is offensive or unwelcome on an protected EEO 

basis, are encouraged to report the conduct within three business days from the date of the alleged incident, to the Office of Equal Employment 

Opportunity (OEEO) and/or any SEC manager or supervisor.

To report harassment or to obtain more information on the SEC’s PPH, EEO Policy, or other EEO- related matters, please contact OEEO by email 

at HarassmentConcerns@sec.gov, or telephone (202) 551- 6040. OEEO will accept and process anonymous allegations to the extent possible. 

Additional information is also available at https://theexchange.sec.gov/sec-organization/meet-compliance-and-resolutions-team#harassment . 

TTY users should call the Federal Relay Service at (800) 877-8339 to be connected with OEEO.

Reporting Responsibility of Managers and Supervisors

Managers and supervisors must immediately contact OEEO within two days from learning of conduct that might be inconsistent with the PPH. 

Failure to do so may result in disciplinary or other corrective action.

Harassment Inquiry

SEC management in coordination with the Office of General Counsel, Office of Human Resources, Office of the Inspector General, and/or 

OEEO, as appropriate, will conduct a prompt, thorough, and impartial inquiry into conduct that may violate the PPH. All SEC employees must 

fully participate in any such inquiry. As part of this inquiry: (1) the rights and obligations under the PPH will be explained to the involved parties; 

and (2) the behavior considered objectionable will be explained to the alleged harasser who will be instructed to stop the behavior immediately.

Retaliation Prohibited

The SEC will not tolerate retaliation against anyone who reports harassing conduct or cooperates with or participates in any inquiry into alleged 

harassing conduct.

PPH Inquiry Versus EEO Complaint

A harassment inquiry conducted pursuant to the PPH is separate from, and may be conducted at the same time as a related EEO complaint 

processed under Equal Employment Opportunity Commission regulations set forth in 29 C.F.R. Part. 1614. An inquiry under the PPH process 

does not satisfy an individual’s responsibility to initiate EEO counseling within 45 calendar days of an act of alleged discrimination or retaliation 

under the EEO complaint process, should the individual choose to pursue an EEO complaint. In accordance with requirements of the Equal 

Employment Opportunity Commission, if a person requests EEO counseling alleging harassment, the SEC’s harassment prevention team will 

be notified.

Confidentiality

Information provided to SEC officials in connection with a harassment inquiry conducted pursuant to the PPH will be kept confidential to the 

extent possible and will be shared only on a need-to-know basis or as required by law. Unauthorized disclosure of confidential information may 

result in disciplinary action.

Thank you for your continued efforts to make the SEC a workplace that is inclusive, respectful, and free of harassment.

DATE GARY GENSLER

Policy on Preventing Harassment (PPH)

September 29, 2022
114 | EEO PROGRAM STATUS REPORT

ATTACHMENT 6.

REASONABLE ACCOMMODATION 

AND PERSONAL ASSISTANCE 

SERVICES PROCEDURES

SEC OPERATING PROCEDURES

U.S. Securities and Exchange Commission SECOP 6-80

Office of Human Resources July 14, 2022

Washington, D.C. 20549

REASONABLE ACCOMMODATION PROGRAM

These operating procedures implement the U.S. Securities and Exchange Commission’s (SEC) 

policy governing the processing and, where appropriate, the implementation of requests for 

reasonable accommodation of individuals with disabilities, including qualified employees, 

applicants for employment, and visitors on official SEC business in accordance with section 501 

of Public Law 93-112, “Rehabilitation Act of 1973,” as amended (codified at 29 U.S.C. § 791);

Public Law 110-325, “ADA Amendments Act of 2008,” as amended (codified at 42 U.S.C. § 

12101, et seq.); Executive Order 13164, “Requiring Federal Agencies to Establish Procedures to 

Facilitate the Provision of Reasonable Accommodation;” U.S. Equal Employment Opportunity 

Commission (EEOC) regulations implementing section 501 of the Rehabilitation Act of 1973;

and supplemental guidance established by the EEOC.

These operating procedures apply to covered individuals with disabilities, including qualified 

SEC employees, applicants seeking employment at the SEC, and visitors on official SEC 

business who require reasonable accommodation. They do not apply to contractors assigned to 

support the SEC or requests for the Temporary Medical Telework Program.

Nothing in these operating procedures is intended to deviate from any negotiated agreement(s) 

including, but not limited to, the Collective Bargaining Agreement (CBA) and memorandums of 

understanding. To the extent there is a conflict, the negotiated agreement(s) will apply for 

bargaining unit employees.

These operating procedures shall be reviewed at least once every 4 years to ensure the contents 

remain relevant and reflect current federal laws, rules, and regulations, and the SEC policies and 

operating procedures.

Summary of Changes. These operating procedures cancel and supersede the “SEC 

Accommodation Procedures, SEC Disability Accommodation Process,” guide dated June 2015 

and all other previously issued SEC guidance for the Reasonable Accommodation Program.

//Signature on File//

James P. McNamara

Chief Human Capital Officer

Office of Human Resources
FISCAL YEAR 2022 | 115

SECOP 6-80 

July 14, 2022 

2 

SEC OPERATING PROCEDURES

REASONABLE ACCOMMODATION PROGRAM

1. Purpose and Scope

1.1. These operating procedures implement the U.S. Securities and Exchange Commission’s

(SEC) policy provided in SEC Administrative Regulation SECR 6-80, “Reasonable 

Accommodation Program,” and set forth procedures governing the processing and, where 

appropriate, the implementation of requests for reasonable accommodation (as defined in 

subsection 2.17. below) by employees, applicants for employment, and visitors on official 

SEC business with disabilities in accordance with section 501 of Public Law 93-112, 

“Rehabilitation Act of 1973,” as amended (codified at 29 U.S.C. § 791); Public Law 110-

325, “ADA Amendments Act of 2008,” as amended (codified at 42 U.S.C. § 12101, et seq.); 

and Executive Order 13164, “Requiring Federal Agencies to Establish Procedures to 

Facilitate the Provision of Reasonable Accommodation”; U.S. Equal Employment 

Opportunity Commission (EEOC) regulations implementing section 501 of the 

Rehabilitation Act of 1973; and supplemental guidance established by the EEOC. 

1.2. For reasonable accommodation policies that are not specifically covered in these 

operating procedures, the SEC will follow the policies and procedures of the EEOC. These 

operating procedures supplement Executive Order 14035, “Diversity, Equity, Inclusion, and 

Accessibility in the Federal Workforce”; Executive Order 13164; EEOC Enforcement 

Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with 

Disabilities Act, and 29 CFR part 1614. These documents are available on the EEOC’s 

website at https://www.eeoc.gov/.

1.3. These operating procedures cancel and supersede the “SEC Accommodation 

Procedures, SEC Disability Accommodation Process,” guide dated June 2015 and all other 

previously issued SEC guidance for the Reasonable Accommodation Program. 

1.4. The EEOC approved SEC Operating Procedures SECOP 6-80, “Reasonable 

Accommodation Program,” on March 12, 2021. 

2. Definitions

These terms and their definitions are for the purposes of these operating procedures. 

2.1. Approved Reasonable Accommodation – Deciding official (as defined in subsection 

2.2. below) makes an informed decision to grant the specific reasonable accommodation 

request (RA request; as defined in subsection 2.20. below) as described by the requesting 

individual or provide a comparably effective alternative accommodation.

2.2. Deciding Official (also referred to as the “Disability Program Officer” [DPO]) – An 

individual who has delegated authority to grant or deny requests for reasonable 

accommodation submitted by covered individuals with disabilities, including qualified SEC 
116 | EEO PROGRAM STATUS REPORT

SECOP 6-80

July 14, 2022

3

employees, applicants seeking employment at the SEC, and visitors on official SEC business 

in accordance with section 501 of the Rehabilitation Act of 1973.

2.3. Denied Reasonable Accommodation – An informed decision by the DPO, or 

designee(s), to disapprove the specific RA request as described by the requesting individual 

and not to offer an alternative reasonable accommodation.

2.4. Disability – A physical or mental impairment (as defined in subsection 2.10. below) 

that substantially limits one or more of the major life activities (as defined in subsection 2.14. 

below); a record of such an impairment; or being regarded as having such an impairment.

2.5. Disability Program Officer (see Deciding Official) –The individual, or designee(s), in 

the SEC Office of Human Resources (OHR) who serves as the deciding official for 

reasonable accommodation requests submitted by applicants, visitors, and employees and has 

delegated authority to grant or deny reasonable accommodation requests submitted by 

qualified employees, applicants seeking employment at the SEC, and visitors on official SEC 

business with disabilities based on the Rehabilitation Act of 1973. In addition, the DPO, or 

designee(s), oversees the administration of the RA Program. 

2.6. Essential Functions – Those job duties that are so fundamental to the position that the 

employee holds or desires that they cannot do the job appropriately without performing them. 

A function can be "essential" if, among other things, the position exists specifically to 

perform that function; there are a limited number of other employees who could perform the 

function; or the function is specialized and the individual is hired based on that person’s 

ability to perform the function. Determination of the essential functions of a position must be 

done on a case-by-case basis so that it reflects the job as actually performed, and not simply 

the components of a generic or standardized position description.

2.7. Extenuating Circumstances – Factors that could not reasonably have been anticipated 

or avoided in advance of the request for reasonable accommodation or limited situations in 

which unforeseen or unavoidable events prevent prompt processing and delivery of an 

accommodation (e.g., identified software is not compatible with existing equipment).

2.8. Federal Occupational Health (FOH) – Designated physician or health care provider 

under contract with the SEC to provide medical review and consultation on request(s) for 

reasonable accommodation under the Rehabilitation Act of 1973.

2.9. Genetic Information – As defined in section 201(4) of Public Law 110-233, “Genetic 

Information Nondiscrimination Act of 2008,” as amended (codified in 42 U.S.C. § 2000ff),

includes information concerning the manifestation of disease/disorder in family members 

(“family medical history”), information about an individual’s or family member’s genetic 

tests, the fact that an individual or an individual’s family member sought or received 

services, and genetic information of a fetus carried by an individual or the individual’s family 

member or an embryo lawfully held by an individual or family member receiving assistive 

reproductive services.
FISCAL YEAR 2022 | 117

SECOP 6-80

July 14, 2022

4

2.10. Impairment – Includes any physiological disorder or condition, such as cosmetic 

disfigurement, or anatomical loss affecting one or more body systems, such as neurological, 

musculoskeletal, special sense organs, respiratory (including speech organs), cardiovascular, 

reproductive, digestive, genitourinary, immune, circulatory, hemic, lymphatic, skin, and 

endocrine; or any mental or psychological disorder, such as an intellectual disability 

(formerly termed "mental retardation"), organic brain syndrome, emotional or mental illness

(major depression, bipolar disorder, anxiety disorders), schizophrenia, and specific learning 

disabilities.

2.11. Individual With a Disability – A person who has an impairment (physical or mental) 

that substantially limits one or more of that person's major life activities, has a record of 

impairment, or is regarded as having such impairment.

2.12. Interactive Process – The flexible process by which the individual requesting an 

accommodation, the supervisor, and the DPO, or designee(s), and/or Reasonable 

Accommodation Coordinator (RAC; as defined in subsection 2.19. below) discuss the 

request for reasonable accommodation to determine whether an accommodation is needed, 

and to identify potential effective accommodations for the employee.

2.13. Interim Reasonable Accommodation – Any temporary or short-term reasonable 

accommodation put in place to assist the employee, and/or assess the effectiveness of a 

potential accommodation or until a longer-term solution is identified and becomes available.

2.14. Major Life Activities – Basic activities that the average person in the general 

population can perform with little or no difficulty, such as caring for oneself, performing 

manual tasks, walking, seeing, hearing, speaking, breathing, learning and working. Major 

life activities also includes the operation of major bodily functions, including functions of the 

immune system, normal cell growth, digestive, bladder, bowel, neurological, brain, 

circulatory, respiratory, endocrine, and reproductive functions.

2.15. Personal Assistance Services (PAS) – Services that help individuals who, because of 

targeted disabilities, require assistance to perform basic activities of daily living, like 

removing and putting on clothing, eating, and using the restroom.

2.16. Qualified Individual – An individual with a disability (as defined in subsection 2.11. 

above) who has the skills, experience, education, and other requirements of the job the 

individual holds or desires, and can perform the essential functions (as defined in subsection 

2.6. above) of the position with or without reasonable accommodation.

2.17. Reasonable Accommodation (RA) – A change or adjustment that enables a qualified 

person with a disability (as defined in subsection 2.4. above) to apply for a job, perform the 

essential job functions, or enjoy benefits and privileges of employment. There are three 

categories of reasonable accommodation:
118 | EEO PROGRAM STATUS REPORT

SECOP 6-80

July 14, 2022

5

2.17.1. Modifications or adjustments to a job application process to permit an 

individual with a disability to be considered for a job (such as providing application 

forms in alternative formats like large print or Braille);

2.17.2. Modifications or adjustments to enable a qualified individual (as defined in 

subsection 2.16. above) with a disability to perform the essential functions of the job 

(such as providing sign language interpreters) or to gain access to the workplace; and

2.17.3. Modifications or adjustments that enable employees with disabilities to enjoy 

equal benefits and privileges of employment (such as removing physical barriers in an 

organization or providing alternate methods for meeting an essential function).

2.18. Reasonable Accommodation Agreement – The official form which outlines the 

conditions of the approved reasonable accommodation (as defined in subsection 2.1. above) 

granted by the DPO, or designee(s).

2.19. Reasonable Accommodation Coordinator(s) – Individual(s) in the SEC, Office of 

Human Resources (OHR) assigned to process a request for reasonable accommodation from 

a qualified employee, applicant seeking employment, or visitor on official SEC business (or 

an individual acting on their behalf). Typically this assigned staff member will work with the 

employee's immediate supervisor or any SEC employee with whom an applicant or visitor 

has contacted in connection with the RA request, in order to propose a recommendation to 

the DPO, or designee(s).

2.20. Reasonable Accommodation Request (RA Request) – A statement (oral or written) 

that an individual (i.e., employee, applicant, or visitor) needs an adjustment or change in the 

application process, to perform the essential duties of their position, or to enjoy the benefits 

or privileges of the workplace for a reason related to a disability.

2.21. Reassignment – A form of reasonable accommodation that is provided to an employee 

who, because of a disability, can no longer perform the essential functions of the job with or 

without reasonable accommodation or if the only effective accommodation would cause 

undue hardship (as defined in subsection 2.28. below). Reassignments are made only to 

vacant funded positions and to employees who are qualified for the new position. If the 

employee is qualified for the position, the employee will be reassigned to the position 

noncompetitively. Other types of accommodations are considered or granted to 

accommodate an employee prior to granting a reassignment.

2.22. Receiving Official – The first individual to be notified by the requestor (as defined in 

subsection 2.24. below) or the requestor’s third-party representative (as defined in subsection 

2.27. below) of the need for reasonable accommodation. This may be the employee’s 

immediate supervisor or management in the employee’s chain of command, the DPO, or 

designee(s), or RAC. In the case of an applicant for employment, this may include a human 

resources specialist or hiring manager, or for a visitor on official SEC business, an SEC 

employee.
FISCAL YEAR 2022 | 119

SECOP 6-80 

July 14, 2022 

6 

2.23. Reconsideration – An appeal request by an employee to reconsider the denied 

reasonable accommodation decision made by the DPO, or designee(s). The employee may 

present additional information or documentation in support of the reconsideration request. 

Reconsideration, including information in support of appeals, should be presented within 10 

business days of the written denial notification.

2.24. Requestor – Any employee, applicant seeking employment at SEC, visitor on official 

SEC business with a disability, or an individual acting on that person’s behalf who requests a 

reasonable accommodation. 

2.25. Service Animal – Any dog that is individually trained to do work or perform tasks for 

the benefit of an individual with a disability, including a physical, sensory, psychiatric, 

intellectual, or other mental disability. The work or tasks performed by a service animal 

must be directly related to the individual’s disability.

2.26. Targeted Disability – A disability that is designated as a “targeted disability or health 

condition” on the Office of Personnel Management Standard Form 256, “Self Identification 

of Disability,” or falls under one of the first 12 categories of disability listed in Part A of 

question 5 of the EEOC's “Demographic Information on Applicants” form (Office of 

Management and Budget [OMB] No. 3046–0046). 

2.27. Third-Party Representative – A person identified by the employee or applicant 

seeking employment, or visitor on official SEC business with a disability to represent them 

during the reasonable accommodation process. A family member, health professional, 

attorney, or other representative may, with proper authorization from the employee, 

applicant, or visitor, request an accommodation on their behalf. 

 

2.28. Undue Hardship – An accommodation requiring significant difficulty or expense 

incurred by a covered entity when considered in light of various factors such as the agency’s 

size, financial resources, the nature and cost of the reasonable accommodation needed, and 

the impact of the reasonable accommodation on the agency’s operations. A determination 

regarding whether an undue hardship exists is made on a case-by-case basis.

3. Procedures 

The following requirements apply to the Reasonable Accommodation Program for SEC 

federal employees, applicants seeking employment at the SEC, and visitors on official SEC 

business with disabilities. Reasonable Accommodation Program policy, operating 

procedures, forms, and other relevant program information are available on the askHR portal 

or the sec.gov website.

3.1. SEC’s Reasonable Accommodation Program: The obligation to provide a reasonable 

accommodation is a statutory requirement authorized under the Rehabilitation Act of 1973 

and Executive Order 13164. To satisfy this requirement, the SEC will administer this 

program pursuant to the statutory provisions mentioned above. The reasonable 
120 | EEO PROGRAM STATUS REPORT

SECOP 6-80 

July 14, 2022 

7 

accommodation process starts when an oral or written request is made to the agency as 

described in subsection 3.2. below. 

3.2. Reasonable Accommodation Requests 

3.2.1. Recognizing Requests

3.2.1.1. An individual can make an RA request to an SEC management official 

(i.e., OHR, first-level supervisor/hiring manager, etc.), and the employee need 

not explicitly use words such as “reasonable accommodation,” “disability,” or 

“Rehabilitation Act.” The requesting individual must advise an SEC receiving 

official (as defined in subsection 2.22. above and described in subsection 

3.2.2.2. below) of their need for accommodation. 

3.2.1.2. This request can be made orally or in writing, even if the employee or 

the requestor has not previously disclosed the existence of a disability. 

3.2.1.3. Form SEC 2937, “Reasonable Accommodation Request,” is needed for 

recordkeeping purposes to document the RA request and the nature of the 

disability. However, employees, applicants, and visitors with disabilities are not 

required to use this form to initiate the reasonable accommodation. 

3.2.2. Initiating Requests

3.2.2.1. The employee, applicant, and visitor (or their representative) may make 

an RA request at any time. 

3.2.2.2. The RA process will begin as soon as an individual makes a request for 

a reasonable accommodation to any of the following receiving officials: (1) a 

supervisor or manager in the individual’s chain-of-command, (2) DPO, or 

designee(s), (3) any agency employee connected with the application process, or 

(4) any other individual designated by the agency to accept such requests. 

3.2.2.3. To enable the SEC to keep accurate records of individuals with 

disabilities’ RA request, the receiving official should follow-up an oral request 

with written notification to the DPO, or designee(s), as described below. 

3.2.2.4. Employees or applicants with disabilities are asked to document their 

need for a reasonable accommodation on form SEC 2937, “Reasonable 

Accommodation Request,” and submit it to 

reasonableaccommodation@sec.gov. This form enables the employee or 

applicant to state the nature of the disability and the desired accommodation. 

The requestor is not required to state the particular reasonable accommodation 

in mind before making the request. 
FISCAL YEAR 2022 | 121

SECOP 6-80 

July 14, 2022 

8 

3.2.2.4.1. If an employee or applicant chooses not to submit a request 

using the form, the receiving official must submit the request on the 

employee or applicant’s behalf.

3.2.2.4.2. Third-party representative(s) who submit RA requests on 

behalf of employees with a disability should provide written notice to 

reasonableaccommodation@sec.gov. Third-party representative(s) 

who submit requests on behalf of the employee/requestor with a 

disability should communicate that authorization from the 

employee/requestor has been given in order for the SEC to begin 

processing the request. 

3.2.2.4.3. If a supervisor receives direct notification of the need for a 

reasonable accommodation from an employee or the employee’s 

representative, the supervisor should notify the DPO, or designee(s), 

within 1 business day of notification in order to initiate the reasonable 

accommodation process. 

3.2.2.4.4. To the extent reasonably possible, an employee with a 

disability must be contacted by the DPO, or designee(s), to confirm 

that the employee wants a reasonable accommodation before action is 

taken on the request. 

3.2.2.5. Employees requesting a similar type of accommodation on a repeated 

basis are not asked to submit form SEC 2937, “Reasonable Accommodation 

Request,” for each subsequent occasion in which they need the same or similar 

reasonable accommodation (e.g., interpreter, reader, and/or personal assistance 

services [as defined in subsection 2.15. above]). 

3.2.2.5.1. However, employees must give advance notice for each 

subsequent occasion the reasonable accommodation is needed, unless 

it is needed on a recurring basis. 

3.2.2.5.2. If the reasonable accommodation is needed on a recurring 

basis, the supervisor should ensure that appropriate arrangements are 

made without requiring a request in advance of each occasion. 

3.2.2.6. When an applicant with a disability requests a reasonable 

accommodation, the request will be considered if made to any agency employee 

with whom the applicant has contacted in connection with the application 

process. 

3.2.2.6.1. Generally, such requests should are received by a hiring

manager. In either case, the receiving official must notify the DPO, or 

designee(s), of the RA need and submit an RA request via email to 
122 | EEO PROGRAM STATUS REPORT

SECOP 6-80 

July 14, 2022 

9 

reasonableaccommodation@sec.gov on behalf of the applicant with a 

disability.

3.2.2.6.2. Third-party representative(s) who makes an RA request on 

behalf of the applicant with a disability should send written notice to 

reasonableaccommodation@sec.gov. The third-party representative(s) 

who submit a requests on behalf of the applicant with a disability 

should communicate that authorization from the applicant has been 

given in order for the SEC to begin processing the request. 

3.2.2.6.3. To the extent reasonably possible, an applicant with a 

disability must be contacted by the DPO, or designee(s), to confirm 

that the applicant wants a reasonable accommodation before action is 

taken on the request. 

3.2.3. Acknowledging Requests 

3.2.3.1. The DPO, or designee(s), will acknowledge an RA request via email to 

the requestor. 

3.2.3.2. If the employee’s, applicant’s, or visitor’s disability is not apparent 

from the RA request or otherwise known to the DPO, or designee(s), the 

requestor will be asked to provide supporting medical documentation from an 

appropriate healthcare professional.

3.2.3.3. The medical documentation must contain sufficient information to 

make a determination regarding a requestor’s eligibility for reasonable 

accommodation as a person with a disability as described in subsection 3.2.4. 

below. 

3.2.4. Medical Documentation 

3.2.4.1. When a disability and/or need for reasonable accommodation is not 

obvious or otherwise already known to the DPO, or designee(s), or RAC, the 

requestor will be asked to submit sufficient medical documentation describing 

the disability and the functional limitations to 

reasonableaccommodation@sec.gov. 

3.2.4.1.1. Documentation must substantiate that the individual has a 

disability and needs a reasonable accommodation. Sufficient medical 

documentation should describe the nature, severity, and duration of the 

impairment, the activity or activities that the impairment limits, the 

extent to which the impairment limits the employee's ability to 

perform the activity or activities, and should also substantiate why the 

requested reasonable accommodation is needed. 
FISCAL YEAR 2022 | 123

SECOP 6-80

July 14, 2022

10

3.2.4.1.2. Medical documentation must explain the nature of the 

individual’s disability, the individual’s need for reasonable 

accommodation, and how the requested accommodation, if any, will 

assist or enable the qualified individual with a disability to perform the 

essential functions of the position, apply for a job, or enjoy the benefits 

and privileges of the workplace.

3.2.4.1.3. If a determination is made by the DPO, or designee(s), or 

RAC that medical documentation is needed from the requestor to 

evaluate the RA request, the requestor will be notified in writing.

3.2.4.1.4. Any request for medical information, including genetic 

information (as defined in subsection 2.9. above), must comply with 

the Genetic Information Nondiscrimination Act of 2008 (commonly 

referred to as “GINA”) and will be maintained in accordance with 

Privacy Act requirements. 

3.2.4.2. Once medical documentation is received, the DPO, or designee(s), or 

RAC will acknowledge receipt and evaluate the documentation in order to 

determine if a disability exists and the most effective reasonable 

accommodation.

3.2.4.2.1. In some circumstances, the DPO, or designee(s), or RAC

may request supplemental medical documentation or confidentially 

consult with recognized, external experts (e.g., the FOH; as defined in 

subsection 2.8. above) for review of the documentation to enable the 

DPO, or designee(s), or RAC to determine the most effective 

reasonable accommodation.

3.2.4.2.1.1. The employee has an obligation to provide 

sufficient medical documentation as described in 

subsection 3.2.4.1.1. above.

3.2.4.2.1.2. If the medical documentation requested and/or 

provided is insufficient, the DPO, or designee(s), or RAC 

may ask for further supplemental medical information in 

writing and will explain the specific deficiencies in the 

documentation that need to be corrected or supplemented, 

e.g., the need to clearly explain the nature of the disability, 

its effect on a major life activity or activities, or the need 

for the particular accommodation(s).

3.2.4.2.2. Review of medical documentation by external experts (e.g., 

the FOH) requires authorization of disclosure by the employee, 

applicant, or visitor with a disability prior to release of the information. 

The OHR will provide the applicable medical release form to the 
124 | EEO PROGRAM STATUS REPORT

SECOP 6-80

July 14, 2022

11

requestor, as required. The release shall not extend to a release of the 

requestor’s complete medical records and shall include supplemental 

medical information as described in Section II: Medical Documentation

of form SEC 2937, “Reasonable Accommodation Request.”

3.2.4.2.3. If the individual seeking the reasonable accommodation does 

not provide appropriate medical documentation or does not cooperate in 

the agency’s efforts to obtain such documentation, the SEC may deny 

the RA request after explaining in writing why the information is 

insufficient and giving the requestor an opportunity to provide 

sufficient documentation. Failure to provide appropriate medical 

documentation or cooperate in the agency’s efforts to obtain such 

documentation constitutes failure to participate in the interactive 

process (as defined in subsection 2.12. above) by the requestor (refer to 

subsection 3.2.5. below).

3.2.4.3. The DPO, or designee(s), or RAC may consult with employees;

applicants; visitors; supervisors/hiring managers; representatives of the OHR, 

Office of Support Operations (OSO), Office of Information Technology (OIT), 

and Office of Financial Management (OFM); and external experts to discuss the 

RA request or to determine an equally effective alternative accommodation for 

decision by the DPO, or designee(s), as appropriate.

3.2.4.4. Confidentiality and Disclosure of Medical Documentation

3.2.4.4.1. All medical information obtained in connection with the 

reasonable accommodation process will be kept confidential in 

accordance with applicable laws and SEC regulations and will only be 

shared on a need-to-know basis. All SEC employees who receive such 

information are strictly bound by these confidentiality requirements. 

3.2.4.4.2. The DPO, or designee(s), or RAC will respond to all 

requests for disclosure of medical information for the Reasonable 

Accommodation Program and provide guidance as necessary.

3.2.4.4.2.1. Medical documentation collected for RA 

requests will only be shared with individuals having a 

need-to-know to carry out the official duties of their 

position (i.e., DPO or RAC, external experts (e.g., the 

FOH), individuals involved in first aid and safety 

personnel, government officials investigating the 

compliance with the Rehabilitation Act of 1973, and in 

certain circumstances, the Office of the General Counsel 

(OGC) in connection with providing legal advice and 

representation.)
FISCAL YEAR 2022 | 125

SECOP 6-80

July 14, 2022

12

3.2.4.4.2.2. Supervisors and managers may not collect, 

maintain, or access any medical documentation pertaining 

to an employee’s RA request. Instead, the DPO, or 

designee(s), or RAC will advise about work restrictions 

impacting the duties of the position and the necessary 

accommodation(s).

3.2.4.4.2.3. Whenever medical information is disclosed, 

the individual disclosing information must inform the 

recipients of the information about the confidentiality 

requirements that apply.

3.2.4.4.3. All records received in connection with an RA request, 

including information about the individual’s functional limitations and 

reasonable accommodation needs, will be maintained by the DPO, or 

designee(s), or RAC and kept separate from the employee’s personnel 

folder or in the case of a job applicant, the human resources staffing 

file.

3.2.4.4.4. The fact that an applicant, visitor, or employee has 

requested a reasonable accommodation, or that a reasonable 

accommodation is being provided is confidential information and 

should be shared on a need-to-know basis.

3.2.5. The Interactive Process

3.2.5.1. The interactive process begins upon receipt of the (oral or written) RA 

request. The DPO, or designee(s), or RAC will make a determination based on 

medical documentation, as to whether the individual has a physical or mental 

impairment that substantially limits a major life activity. The employee or 

applicant with a disability must be qualified to perform the essential duties of 

the position with or without a reasonable accommodation.

3.2.5.1.1. If the employee or applicant meets the criteria described in 

subsection 3.2.5.1. above, the DPO, or designee(s), or RAC will assess 

the medical documentation to determine the limitations of the medical 

condition and to identify a potentially effective reasonable 

accommodation.

3.2.5.1.2. The employee or applicant (or third-party representative) 

and the supervisor of the employee or hiring manager for the job 

applicant should participate in discussions to help identify an effective 

accommodation, to the extent possible. If the requestor is amenable a 

discussion with the supervisor and requestor may be held jointly to 

identify potentially effective accommodations.
126 | EEO PROGRAM STATUS REPORT

SECOP 6-80 

July 14, 2022 

13 

3.2.5.2. Ongoing Communication During the Interactive Process

3.2.5.2.1. The DPO, or designee(s), or RAC, in consultation with the 

supervisor, should analyze and determine the essential duties of the 

position to explore the types of accommodations that would be most 

effective to address the employee’s medical limitations. 

3.2.5.2.2. The employee, supervisor, the DPO, or designee(s), and/or 

RAC must actively exchange information in order to reach a resolution 

within established timeframes as discussed in subsection 3.3.3. below. 

3.2.5.2.3. Communication is critical when a specific problem or 

barrier exists, a need for accommodation is not obvious, or where there 

may be a number of alternatives to accommodate the person with a 

disability. 

3.2.5.2.4. In cases where the disability, the need for accommodation, 

and type of accommodation that should be provided are clear, 

extensive discussions are not necessary. Even so, the DPO, or 

designee(s), and requester should talk to each other to make sure that 

there is a full exchange of relevant information. 

3.3. Providing the Reasonable Accommodation 

3.3.1. Once the DPO, or designee(s), makes a decision on the RA request, it will be 

communicated to the requestor. 

3.3.1.1. The SEC is not required to provide the reasonable accommodation 

requested by the employee, applicant, or visitor. However, the DPO, or 

designee(s), will provide a comparably effective accommodation, absent undue 

hardship. 

3.3.1.2. When the facts and circumstances known to the agency make it 

reasonably likely that the individual will be entitled to a reasonable 

accommodation, but the accommodation cannot be provided immediately, the 

DPO, or designee(s), shall authorize an interim reasonable accommodation (as 

defined in subsection 2.13. above) to enable the qualified employee with a 

disability to perform some or all of the essential functions of the job and/or 

enjoy the benefits and privileges of the job or to permit a qualified job applicant 

with a disability to participate in the employment process, absent undue 

hardship. 

3.3.1.2.1. The DPO, or designee(s), may provide an interim 

reasonable accommodation to facilitate the employee’s work, permit 

an applicant to apply for a job, or provide equal access to the benefits 
FISCAL YEAR 2022 | 127

SECOP 6-80 

July 14, 2022 

14 

and privileges of the workplace without imposing an undue hardship 

on the SEC. 

3.3.1.2.2. The DPO, or designee(s), or RAC in consultation with the 

employee and their supervisor, applicant and the hiring manager, or 

the SEC official hosting the visitor will monitor an interim reasonable 

accommodation to ensure it does not take the place of the final 

approved reasonable accommodation and that all necessary steps to 

secure the approved reasonable accommodation are taken.

3.3.1.2.3. In the event the interim RA results in being ineffective for 

the employee, applicant, or visitor, or the SEC, the interactive process 

shall be reengaged to find a new interim RA.

3.3.2. Reasonable Accommodation Types. The DPO, or designee(s), may consider and 

provide a variety of items to accommodate employees with disabilities to enable the 

employee to perform the essential functions of the job or receive equal employment 

benefits and privileges as enjoyed by similarly situated employees without disabilities 

absent undue hardship. The SEC may also consider and provide accommodations to 

qualified applicants seeking employment at the SEC and visitors on official SEC 

business, absent hardship. The list of accommodations described in subsections 3.3.2.1. 

through 3.3.2.11. below is intended to provide examples of the types of reasonable 

accommodations that may be provided by the SEC to employees, applicants, and 

visitors. The examples shared in this subsection are not all inclusive. 

3.3.2.1. Examples of Reasonable Accommodations for Individuals Who Are 

Deaf or Hard of Hearing 

3.3.2.1.1. The SEC will accommodate employees, applicants and 

visitors who have disabilities affecting their speech or communication 

and may provide assistive technology, services, and/or other 

accommodations to facilitate effective communication.

3.3.2.1.2. Reasonable accommodations may include 

telecommunication devices for deaf individuals (TTY’s), sign 

language interpreters and computer-assisted real-time transcription 

services. 

3.3.2.2. Examples of Reasonable Accommodations for Individuals Who are 

Blind or Visually Impaired

3.3.2.2.1. The SEC will accommodate employees, applicants, and 

visitors who are visually impaired and may provide screen readers and 

assistive technology to ensure compatibility with the SEC network and 

other SEC issued computers, software, and devices, pursuant to the 
128 | EEO PROGRAM STATUS REPORT

SECOP 6-80

July 14, 2022

15

provisions of section 508 of the Rehabilitation Act of 1973. The SEC 

may also provide an aide/assistant/attendant to assist the requestor.

3.3.2.2.2. All SEC publications and training materials will be made 

available in accessible formats (e.g., large print, Braille), as requested.

3.3.2.3. Examples of Reasonable Accommodations for Individuals With 

Disabilities Affecting Mobility

3.3.2.3.1. The SEC may provide office equipment to employees who 

have disabilities affecting mobility including desks, and other 

ergonomic equipment.

3.3.2.3.2. The SEC office worksites may be made accessible by 

adding ramps, automatic door openers, and accessible toilet stalls, and 

clearing hallways of obstructions. 

3.3.2.4. Examples of Reasonable Accommodations for Individuals With 

Cognitive or Other Physical Disabilities

3.3.2.4.1. The SEC may provide alternatives to the traditional 

structured work environment to allow employees with mental or 

psychiatric illness to work full-time without compromising the quality 

and quantity of their work at the SEC, their health, or their ability to 

obtain frequent medical treatment, as necessary. 

3.3.2.4.2. Where an employee provides sufficient medical 

documentation of need, the DPO, or designee(s), may grant flexible 

work schedules, the ability to telework and extended leave as possible 

accommodations. These accommodations will be considered on a 

case-by-case basis and require consideration of the impact on the 

mission/workload of the agency and other relevant factors. 

3.3.2.5. Service Animals. The SEC permits use of service animals (as defined 

in subsection 2.25. above) for employees, applicants, and visitors with 

disabilities on a case-by-case basis with sufficient documentation of the need 

from an appropriate medical practitioner.

3.3.2.6. Job Restructuring. The SEC may redefine the job duties of an 

employee with a disability as a reasonable accommodation. An employee must 

be able to perform the essential functions of the job, but where it is possible to 

remove certain non-essential duties from an employee’s work requirements, this 

may be done. Job restructuring will be evaluated and granted on a case-by-case 

basis and must be determined to be an effective reasonable accommodation.
FISCAL YEAR 2022 | 129

SECOP 6-80 

July 14, 2022 

16 

3.3.2.7. Personal Assistance Service (PAS). PAS are provided to SEC 

employees with a targeted disability (as defined in subsection 2.26. above). 

Although distinguishable from other types of reasonable accommodation, 

requests for PAS will be initiated, processed, and otherwise addressed in the 

same manner.

3.3.2.7.1. An employee with a targeted disability may request PAS by 

sending an email to reasonableaccommodation@sec.gov. PAS may be 

requested during work hours (including telework) and for job-related 

travel. 

3.3.2.7.2. The need for PAS services varies among severely physically 

disabled persons depending on the individual’s circumstances and will 

be provided on a case-by-case basis.

3.3.2.7.3. Additional information about PAS can be obtained from the 

askHR portal or by sending an email to 

reasonableaccommodation@sec.gov. 

3.3.2.8. Intermittent/Ongoing Accommodations 

3.3.2.8.1. If an employee needs an accommodation on an intermittent 

basis, the employee does not need to make a new RA request each 

time. For example, a deaf employee may need an interpreter while 

attending meetings or training sessions.

3.3.2.8.2. Employees should make the request for specific instances of 

a reasonable accommodation with sufficient lead time to provide the 

reasonable accommodation in these instances. Employees are 

requested to notify the DPO, or designee(s), at least 5 business days in 

advance of the need/event to ensure the availability of the requested 

service.

3.3.2.9. Reassignment. Reassignment (as defined in subsection 2.21. above) is 

the accommodation of last resort and will only be made available to SEC 

employees and is not available as an accommodation for job applicants. 

3.3.2.9.1. Non-competitive reassignment to a suitable funded vacant 

position can be an appropriate accommodation in the event the DPO, 

or designee(s), determine no other reasonable accommodation exists to 

permit the employee with a disability to perform the essential 

functions of their current position or if the only effective 

accommodation would cause undue hardship. 
130 | EEO PROGRAM STATUS REPORT

SECOP 6-80

July 14, 2022

17

3.3.2.9.1.1. The employee must be qualified for the new 

position. This means that they: (1) satisfy the required 

skill, experience, education, and other job-related 

requirements of the position, and (2) can perform the 

essential functions of the new position with or without an

RA.

3.3.2.9.1.2. When reassignment is appropriate, supervisors 

and the DPO, or designee(s), will attempt to identify jobs to 

which an individual can be reassigned. The SEC is not 

required to create a new position. 

3.3.2.9.1.3. In this process, the SEC is required to reassign 

an employee with a disability to another funded vacant 

position for which the employee is qualified, based on the 

pool of vacant positions available at the time of the job 

search within the agency. 

3.3.2.9.1.4. The employee does not need to be the best 

qualified individual for the position in order to be 

reassigned to it. If a position is identified as suitable, the 

OHR will reassign the individual to the position. 

3.3.2.9.2. Prior to initiating the job search process, the employee must

submit to the DPO, or designee(s), or RAC an updated resume to be 

used for determining positions for which they may qualify and job 

preference or limit information to be placed on the job search in terms 

of grade and/or geographic location.

3.3.2.9.3. In considering whether there are positions available for 

reassignment, the DPO, or designee(s), shall work with the Assistant 

Director (AD), Talent Acquisition Group (TAG), or designee(s), as 

well as the individual requesting the accommodation to identify 

positions that will become available within 6 consecutive pay periods

from the date the search is initiated and for which the employee may 

be qualified.

3.3.2.9.3.1. The SEC will first focus on positions that are 

equivalent to the employee’s current position (i.e., series, 

grade, occupation, pay and other relevant factors) in their 

home division/office and in the same geographic location. 

3.3.2.9.3.2. If there are no funded vacant equivalent 

positions in the employee’s home division/office, the SEC 

may consider equivalent positions outside of the 

employee’s home division/office within the SEC. 
FISCAL YEAR 2022 | 131

SECOP 6-80

July 14, 2022

18

3.3.2.9.3.3. If there are no funded vacant equivalent 

positions, the SEC may consider vacant lower level 

positions for which the employee is qualified in other 

occupations.

3.3.2.9.3.4. Reassignment may be made to a funded vacant 

position outside of the employee’s commuting area if the 

employee is willing to relocate. 

3.3.2.9.3.5. As with other transfers not required by 

management, the SEC will not pay for the employee’s 

relocation costs associated with a reassignment.

3.3.2.10. Reasonable Accommodation Outside of the Office Location. All 

SEC-meetings, conferences, seminars, and training programs held either in 

public or private facilities must be accessible to individuals with disabilities. 

Managers and supervisors are responsible for assuring that all their employees 

can equally participate in office functions (e.g., staff meetings, training, awards 

ceremonies, and other work functions).

3.3.2.11. Reasonable Accommodation for Job Applicants. Accommodations 

for job applicants may include providing an accessible location for job 

interviews, sign language interpreters, providing other assistive devices, and 

other accommodations that may be needed in the application process.

3.3.3. Reasonable Accommodation Processing Timeframes. The time necessary to 

process an RA request will depend on the nature of the accommodation requested and 

whether it is necessary to obtain medical documentation. The SEC will act as quickly 

as possible to process RA requests and implement approved reasonable 

accommodation(s). Failure to provide a reasonable accommodation in a timely manner 

may result in a violation of the Rehabilitation Act of 1973.

To the extent possible, if there is a delay in providing an approved reasonable

accommodation, the SEC will provide the individual with an interim reasonable 

accommodation that allows the individual to perform some or all of the aspects of the 

essential functions of the job, absent undue hardship.

The time limit for either providing or denying an accommodation starts on the date that 

the first RA request is made to the agency. At a minimum, requests shall be processed 

as outlined in subsections 3.3.3.1. and 3.3.3.2. below.

3.3.3.1. RA Requests Not Involving Extenuating Circumstances. If the RA 

request does not require medical documentation from the employee, the request 

shall be processed and the accommodation approved and provided as soon as 
132 | EEO PROGRAM STATUS REPORT

SECOP 6-80

July 14, 2022

19

reasonably possible but not more than 45 business days from the date the DPO,

or designee(s), receives the request.

3.3.3.1.1. Where a particular RA can be provided in less than the 

maximum amount of time permitted as described in subsection 3.3.3.1.

above, all involved parties (i.e., DPO; RAC; supervisor; OHR, TAG;

OSO; OIT; OFM, etc.) must work collaboratively to ensure that the 

reasonable accommodation is provided within 45 business days.

3.3.3.1.2. Examples of accommodations that can reasonably be 

provided within the 45 business days include:

3.3.3.1.2.1. A supervisor distributes detailed agendas at the 

beginning of each staff meeting. An employee with a 

learning disability asks that the agenda be distributed ahead 

of time because the employee needs more time to read the 

material and prepare for the meeting.

3.3.3.1.2.2. An employee, who takes certain prescribed 

medication(s), might find it difficult to arrive at the office 

by 10:00 a.m. and requests to be allowed to start work at 

10:30 a.m. and still put in an 8-hour work day.

3.3.3.1.2.3. An employee who has mobility issues might 

find it difficult to commute to the office and requests to 

telework full-time.

3.3.3.2. Requests Involving Extenuating Circumstances. When extenuating 

circumstances (as defined in subsection 2.7. above) are present, the time for 

processing an RA request and providing the accommodation will be extended, 

as necessary. However, such extensions should be rare.

3.3.3.2.1. Typical extenuating circumstances may include:

3.3.3.2.1.1. There is an outstanding initial or follow-up 

request for medical documentation or the medical 

information that has been provided is being evaluated by 

external experts (e.g., the FOH).

3.3.3.2.1.2. The purchase of equipment may take longer 

than 45 business days because of requirements under the 

Federal Acquisition Regulation. 

3.3.3.2.1.3. Equipment is not in stock, the vendor typically 

used for goods or services has unexpectedly gone out of 

business, or the vendor cannot promptly supply the needed 
FISCAL YEAR 2022 | 133

SECOP 6-80

July 14, 2022

20

goods or services and another vendor is not immediately 

available.

3.3.3.2.1.4. New staff need to be hired or contracted for, or 

the accommodation involves the removal of architectural 

barriers.

3.3.3.2.1.5. The implementation of the accommodation 

requires/involves union negotiations.

3.3.3.3. Where there is a delay in either processing or implementing a 

reasonable accommodation, the DPO, or designee(s), or RAC will notify the 

individual of the reason for the delay, including the extenuating circumstances 

that justify the delay.

3.3.3.4. Expedited processing may be necessary in certain circumstances and 

occurs when an RA request requires an expedited review and decision in a time 

frame that is shorter than 45 business days. The DPO, or designee(s), will act 

promptly to make a decision on the RA request. Typical situations may include:

3.3.3.4.1. To enable an applicant to apply for a job. Depending on the 

timetable for receiving applications, conducting interviews, and 

making hiring decisions, there may be a need to expedite an RA 

request in order to ensure that an applicant for employment with a 

disability has an equal opportunity to apply for a job.

3.3.3.4.2. To enable an employee to attend a meeting scheduled to 

occur shortly. For example, an employee may need a sign language 

interpreter for a meeting scheduled to take place on the next business 

day after the request is received.

3.3.4. Implementing the Reasonable Accommodation Decision

3.3.4.1. After completing a review of all relevant medical documentation and 

information, the DPO, or designee(s), will make a decision on the RA request 

which may include the following:

3.3.4.1.1. Approval of the RA request; 

3.3.4.1.2. Providing a comparable effective interim and/or alternative 

accommodation; or

3.3.4.1.3. Denial of the RA request.
134 | EEO PROGRAM STATUS REPORT

SECOP 6-80

July 14, 2022

21

3.3.4.2. The DPO, or designee(s), or RAC will notify the requestor and 

supervisor of the decision, which will be documented on form SEC 2938, 

“Reasonable Accommodation Agreement.” Applicants should contact the DPO, 

or designee(s), or RAC to obtain information about the status of their RA 

requests.

3.3.4.3. If the DPO, or designee(s), provides the individual with an alternative 

reasonable accommodation, the requestor will be apprised of the reasons the 

DPO, or designee(s), believes the alternative accommodation will be equally 

effective.

3.4. Reasonable Accommodation Denials. An individual whose RA request has been denied 

or granted an alternative accommodation by the DPO, or designee(s), may seek 

reconsideration (as defined in subsection 2.23. above) of that decision. The DPO, or 

designee(s), will provide the requestor with a written explanation stating the specific reasons 

for the denial or granted alternative accommodation. 

3.4.1. Undue Hardship. A determination of undue hardship means that the SEC finds 

that a specific accommodation would result in significant and adverse impact to the 

SEC’s operations, resources, workforce, and budget. When evaluating whether undue

hardship exists, the SEC will follow the standards outlined in the Rehabilitation Act of 

1973, EEOC regulations and guidance such as “Enforcement Guidance on Reasonable 

Accommodation and Undue Hardship under the Americans with Disabilities Act.” 

3.4.2. Relationship of RA Program Policies and Procedures to Statutory and Collective 

Bargaining Claims. The administrative regulation and these operating procedures are 

in addition to the collective bargaining protections for persons with disabilities in the 

SEC’s workforce. Requirements governing the initiation of statutory and collective 

bargaining claims remain unchanged. The time frames for processing administrative 

complaint claims also remain unchanged by the administrative regulation or these 

operating procedures. In addition, individuals who allege violations of 

antidiscrimination laws, must initiate a request for EEO counseling within 45 days from 

the matter alleged to be discriminatory. Such claims may be based on failure to provide 

a reasonable accommodation, denial of a reasonable accommodation, retaliation for 

opposing discrimination or participating in the EEO complaint process."

3.4.2.1. Executive Order 13164 does not create new rights for employees or 

applicants for employment nor does it limit an individual’s rights under the 

Rehabilitation Act of 1973. The requirements governing the initiation of 

statutory and collective bargaining claims, including time frames for filing such 

claims, remain unchanged.
FISCAL YEAR 2022 | 135

SECOP 6-80 

July 14, 2022 

22 

3.4.2.2. An individual may choose to pursue statutory or collective bargaining 

remedies for denial of reasonable accommodation. Such individual must:

 

3.4.2.2.1. For statutory remedies, contact an EEO counselor in the 

SEC, Office of Equal Employment Opportunity (OEEO) within 45 

calendar days from the date of receipt of the written notice of denial 

for reasonable accommodation; or 

3.4.2.2.2. For collective bargaining remedies, file a written grievance 

in accordance with the provisions of the SEC Collective Bargaining 

Agreement.

3.5. Requests for Reconsideration 

3.5.1. Informal Dispute Resolution. The SEC provides a voluntary mechanism through 

which an individual can request reconsideration of a denied reasonable accommodation 

(as defined in subsection 2.3. above), regardless of whether the person has started the 

equal employment opportunity (EEO) complaint process. 

3.5.1.1. Internal Appeal Process. Individuals whose RA request resulted in an 

alternative accommodation decision by the DPO, or designee(s), may seek 

reconsideration of that decision. 

3.5.1.2. All reconsideration requests and supporting materials, including any 

additional medical documentation or information, must be submitted in writing 

to the DPO, or designee(s), within 10 business days from the date that the

decision was issued. The reconsideration requests should be submitted to

reasonableaccommdation@sec.gov. 

3.5.1.2.1. Upon receipt of the initial reconsideration request, the DPO, 

or designee(s), will review the request and all related documentation 

and make a decision on the reconsideration request. 

3.5.1.2.2. If the reconsideration request is denied by the DPO, or 

designee(s), the individual who requested the reasonable 

accommodation may submit an appeal to the AD, Total Rewards 

Group (TRG), or designee(s), for final decision on the reconsideration 

request. 

3.5.1.2.3. In either instance, the DPO, or designee(s), or RAC will 

issue the reasonable accommodation reconsideration decision to the 

requestor within 15 business days from the date the request for 

reconsideration is received. In all cases, the DPO, or designee(s), will 

retain a case file to document actions taken. 
136 | EEO PROGRAM STATUS REPORT

SECOP 6-80

July 14, 2022

23

3.5.2. Informal requests do not affect time limits for pursuing other available 

administrative remedies as described in subsection 3.4.2. above. The DPO, or 

designee(s), or RAC will inform the requestor of their right to file an EEO complaint 

with the OEEO pursuant to 29 CFR part 1614, statutory and SEC collective bargaining 

procedures and provide instructions on how to file such complaints.

3.6. Tracking and Reporting Reasonable Accommodation Requests

3.6.1. The SEC is required to monitor and evaluate the effectiveness of its Reasonable 

Accommodation Program. The DPO, or designee(s), will maintain appropriate records 

and documentation to substantiate an employee’s disability in accordance with 

applicable laws and regulations. The OHR will periodically review the program and 

issue written reports regarding the status of the agency’s reasonable accommodation 

procedures, including recommendations for improvement. The reports may not contain 

confidential information about specific requests for reasonable accommodation but will 

include general information sufficient to provide a qualitative assessment of the 

agency’s disability program.

3.6.2. Supporting documentation, specifically relating to medical information, must not 

become part of an employee’s Official Personnel Folder. The tracking system will 

contain the following data:

3.6.2.1. The number of RA requests by type that have been requested in the 

application process and whether those requests have been granted or denied;

3.6.2.2. The jobs (occupational series, grade level, and operating 

division/function) for RA requests;

3.6.2.3. The types of RA requests;

3.6.2.4. The number of RA requests, by type, for each job that have been 

approved, and the number of RA requests by type, that have been denied; and

3.6.2.5. The amount of time taken to process each RA request.

3.6.3. The DPO, or designee(s), will prepare an annual report and submit it to the 

OEEO based on their specified format and reporting time frames for program 

evaluation under the Equal Employment Opportunity Management Directive 715 (MD715).

3.6.4. The OEEO and the DPO, or designee(s), will analyze the data in the annual 

report to provide a qualitative assessment of the Reasonable Accommodation Program 

including any recommendations for improvement of the agency’s reasonable 

accommodation policies and operating procedures.
FISCAL YEAR 2022 | 137

SECOP 6-80 

July 14, 2022 

24 

3.7. Reasonable Accommodation Program Information and Distribution 

 

3.7.1. Any person wanting more information concerning these reasonable 

accommodation operating procedures may contact the DPO, or designee(s), via email at 

reasonableaccommodation@sec.gov. 

3.7.2. These procedures can be viewed on the OHR’s askHR portal and on the 

agency’s external website located at www.sec.gov. 

3.7.3. All employees shall be informed of the procedures herein upon issuance. 

3.8. Program Evaluation. The OHR may perform a self-assessment of the agency’s use of 

the Reasonable Accommodation Program to ensure consistency with, and adherence to, 

applicable federal laws, rules, and regulations, and the SEC policies and operating 

procedures. 

3.9. Records Management. The SEC will maintain records pertaining to the execution and 

administration of the disability accommodation program in accordance with all applicable 

federal laws, rules, and regulations regarding the confidentiality of records including the 

Privacy Act of 1974 (codified at 5 U.S.C. § 552a), the records schedules of the SEC, and 

National Archives and Records Administration’s (NARA) General Records Schedules 

(GRS). These records will be maintained until they become inactive, at which time they will 

be retired in accordance with the SEC records schedules and as prescribed by the NARA’s 

GRS.

4. Responsibilities

4.1. Chief Human Capital Officer , Office of Human Resources (OHR), shall:

4.1.1. Establish policy and procedures for the Reasonable Accommodation Program.

4.1.2. Provide executive oversight and direction for the Reasonable Accommodation 

Program to ensure that the SEC is a model employer for employees and applicants with 

disabilities and is in compliance with all statutes, regulations, the SEC policies, and 

EEOC requirements. 

4.1.3. Provide administrative support and establish controls to ensure effective 

implementation of the Reasonable Accommodation Program. 

4.1.4. Delegate the administration and oversight of the Reasonable Accommodation 

Program.

4.2. Assistant Director, OHR, Total Rewards Group (TRG), or designee(s), shall: 

4.2.1. Monitor RA requests to ensure consideration is being applied appropriately and 

equitably across the agency.
138 | EEO PROGRAM STATUS REPORT

SECOP 6-80 

July 14, 2022 

25 

4.2.2. Serve as an alternate DPO for all reasonable accommodation decisions to grant 

or deny requests for reasonable accommodation submitted by qualified employees, 

applicants for employment at the SEC, and visitors on official business to the SEC with 

disabilities.

4.2.3. Review and decide on reconsideration requests for all DPO decisions to deny or 

offer an alternative to RA requests.

4.3. Branch Chief; OHR; TRG; Performance, Reasonable Accommodation, and Work Life 

Branch, or designee(s), shall:

4.3.1. Provide general oversight and direction and serves as the DPO for the 

Reasonable Accommodation Program. 

4.3.2. Serve as the primary deciding official to review, evaluate, and grant/deny

requests for reasonable accommodation submitted by qualified employees, applicants 

seeking employment at the SEC, and visitors on official SEC business with disabilities

based on the Rehabilitation Act of 1973. 

4.3.3. Develop and implement policy and related operating procedures governing the 

administration and use of the Reasonable Accommodation Program. 

4.3.4. Ensure that the policy is implemented consistently throughout the SEC and is 

communicated to management and employees. 

4.3.5. Oversee the development and implementation of training and communications 

regarding the Reasonable Accommodation Program. 

4.3.6. Designate a TRG employee(s) to serve as the RA Coordinator (RAC). 

4.3.7. Generally serve as a receiving official to receive and acknowledge employees,

applicants, and visitor’s requests for reasonable accommodation. 

4.3.8. Ensure that standards for evaluating medical information are met.

4.3.9. Confer and coordinate actions with the OHR, TAG for employees being 

reassigned as a reasonable accommodation and to provide reasonable accommodations 

for applicants with disabilities seeking employment.

4.3.10. Consult with the OEEO and the OHR, TAG when reporting information related 

to the efforts regarding the hiring of individuals with disabilities and Reasonable

Accommodation Program activities and decisions to ensure compliance with the EEOC 

guidelines and annual evaluation and reporting requirements. 
FISCAL YEAR 2022 | 139

SECOP 6-80 

July 14, 2022 

26 

4.3.11. Measure program effectiveness and validate appropriate internal controls for 

ensuring the confidentially of medical information in accordance federal statutes, laws, 

and the SEC regulations. 

4.3.12. Restrict discussions of reasonable accommodation matters and related 

information to individuals with a legitimate need-to-know basis. 

4.4. Reasonable Accommodation Coordinator; OHR; TRG; Performance, Reasonable 

Accommodation, and Work Life Branch, or designee(s), shall: 

4.4.1. Acknowledge, review and process RA requests in accordance with the 

provisions of the administrative regulation and related operating procedures for the

Reasonable Accommodation Program. 

4.4.2. Provide day-to-day administration of the Reasonable Accommodation Program 

to include initiating the interactive process and notifying the requestors and supervisors 

of the DPO’s decision on the RA request.

4.4.3. Process RA requests by evaluating medical information to determine if the

requestor’s medical condition meets the legal definition of a disability pursuant to the

provisions of the Rehabilitation Act of 1973. 

4.4.4. Provide notice of medical sufficiency to requestors and supervisors related to the 

RA request and decision. 

4.4.5. Consult with external experts (e.g., the FOH) to obtain independent assessments 

of medical information for employees’, applicants’, and visitors’ requests for 

reasonable accommodation, as appropriate. 

4.4.6. Confer with the OIT, OA, OFM, and OSO to implement approved requests for 

reasonable accommodation, as appropriate. 

4.4.7. Develop and provide program information, policy and/or procedural guidance, 

and training to employees and supervisors, in collaboration with the DPO, or

designee(s), regarding the Reasonable Accommodation Program regulations and 

statutes.

4.4.8. Restrict discussions regarding Reasonable Accommodation Program matters and 

related information to the DPO, or designee(s), or other SEC official(s) with a

legitimate need-to-know. 

4.4.9. Compile and maintain data to evaluate agency’s performance in responding to 

RA requests.
140 | EEO PROGRAM STATUS REPORT

SECOP 6-80

July 14, 2022

27

4.5. Assistant Director, OHR, Talent Acquisition Group, or designee(s), shall:

4.5.1. Ensure vacancy announcements contain appropriate notices to applicants 

regarding the agency’s Reasonable Accommodation Program including appropriate 

contact information for accommodation-related matters.

4.5.2. Serve as a receiving official for job applicants who request an RA (as applicable) 

and promptly notify the DPO, or designee(s), via email at 

reasonableaccommodation@sec.gov upon receipt of an oral or written RA request from 

applicants.

4.5.3. Provide guidance and support when RA requests involve reassignment or 

reallocation of employee work assignments, change in position description, or other 

adjustments required.

4.5.4. Consult with the OEEO and the DPO, or designee(s), when reporting 

information related to the agency’s efforts regarding the hiring of individuals with 

disabilities and Reasonable Accommodation Program activities and decisions to ensure 

compliance with the EEOC guidelines and annual reporting requirements.

4.5.5. Restrict discussions regarding reasonable accommodation matters and related 

information to the DPO, or designee(s), or other SEC official(s) with a legitimate needto-know.

4.5.6. Designate a TAG employee(s) to serve as the HR-Coordinator to conduct the job 

search and identify available vacant, funded, positions associated with the Reasonable 

Accommodation Program reassignment process at the request of the DPO, or 

designee(s).

4.6. Chief Information Officer, Office of Information Technology, or designee(s), shall:

4.6.1. Provide information technology software and equipment for approved 

reasonable accommodations in a timely manner set forth with the conditions of the 

reasonable accommodation agreement (as defined in subsection 2.18. above) to 

qualified individuals with disabilities pursuant to the provisions of the SEC Reasonable 

Accommodation Program and other IT related agency policy and operating guidance.

4.6.2. Distribute, track, and collect all equipment and accountable property distributed 

to employees, applicants, or visitors, with approved reasonable accommodations. 

4.6.3. Attend regular meetings with the DPO, or designee(s), and other relevant OHR 

officials to identify assistive technology software and/or equipment to support the needs 

of qualified individuals with disabilities medical limitations, discuss delivery status 

and/or scheduled implementation of approved reasonable accommodation items, and 

other relevant Reasonable Accommodation Program issues, as necessary.
FISCAL YEAR 2022 | 141

SECOP 6-80

July 14, 2022

28

4.6.4. Collaborate with the OHR in order to meet timeliness requirements for the SEC 

Reasonable Accommodation Program. 

4.7. Director, Office of Support Operations, or designee(s), shall:

4.7.1. Ensure that SEC facilities are compliant with applicable federal laws, statutes, 

and agency regulations.

4.7.2. Implement approved reasonable accommodations for building-related 

accommodations throughout the agency.

4.7.3. Provide furniture and office equipment for approved reasonable 

accommodations in a timely manner set forth with the conditions of the reasonable 

accommodation agreement to qualified individuals with disabilities pursuant to the 

provisions of the SEC Reasonable Accommodation Program and other OSO-related 

agency policy.

4.7.4. Distribute, track, and collect all items issued to employees with approved 

reasonable accommodations.

4.7.5. Attend regular meetings with the DPO, or designee(s), and other relevant OHR 

officials to identify assistive devices and ensure SEC facilities adequately support the 

needs of qualified individuals with disabilities medical limitations, discuss delivery 

status and/or implementation for approved reasonable accommodation items, and other 

relevant Reasonable Accommodation Program issues, as necessary.

4.7.6. Collaborate with the OHR in order to meet timeliness requirements for the SEC 

Reasonable Accommodation Program. 

4.8. Director, Office of Acquisitions, or designee(s), shall:

4.8.1. Ensure that all contracts executed by the OA for the use of facilities, such as 

leased buildings and hotels for training programs and conferences, reflect the obligation 

that such facilities be accessible to all participants including those with disabilities in 

accordance with applicable federal laws, statutes, and agency regulations.

4.8.2. Provide contracting support mechanisms for the provision of reasonable 

accommodation, such as interpreter, personal, and reader services.

4.8.3. Collaborate with the OHR in order to meet timeliness requirements for the SEC 

Reasonable Accommodation Program. 

4.9. Chief Financial Officer, Office of Financial Management, or designee(s), shall:

4.9.1. Take appropriate steps to ensure that the SEC has adequate funding for the 

Reasonable Accommodation Program.
142 | EEO PROGRAM STATUS REPORT

SECOP 6-80

July 14, 2022

29

4.9.2. Provide travel-related allowances approved via the Reasonable Accommodation 

Program when possible and practical as determined by the OFM.

4.9.3. Track all travel-related allowances provided for employees with approved 

reasonable accommodations.

4.9.4. Collaborate with the OHR in order to meet timeliness requirements for the SEC 

Reasonable Accommodation Program. 

4.10. General Counsel, Office of the General Counsel, or designee(s), shall provide advice 

and counsel on reasonable accommodation issues and decisions to the OHR, supervisors, and 

managers as needed to ensure that the SEC is a model employer for employees and 

applicants with disabilities and efforts to provide reasonable accommodations are in 

compliance with federal statutes, laws, regulations, and EEOC guidance.

4.11. Director, Office of Equal Employment Opportunity, or designee(s), shall:

4.11.1. Examine, report, and maintain statistics on the SEC’s Reasonable 

Accommodation Program activities and support the design and implementation of the 

Agency’s Affirmative Action Plan for persons with disabilities pursuant to 29 CFR § 

1614.203.

4.11.2. Review Reasonable Accommodation Program policy and corresponding 

operating procedures and provide feedback to align with the SEC equal opportunity 

goals or principles. 

4.11.3. Provide information about the administrative EEO complaint process to 

employees, including complainants, the OHR, and supervisors and managers who may 

be involved in claims of discrimination related to RA requests.

4.11.4. Provide support to the DPO, or designee(s), regarding data collection and 

reporting requirements on the SEC Reasonable Accommodation Program related 

activities. 

4.12. First-Level Supervisors/Hiring Managers, or designee(s), shall:

4.12.1. Comply with the terms of the administrative regulation and these operating 

procedures for the Reasonable Accommodation Program.

4.12.2. Promptly notify the DPO, or designee(s), at 

reasonableaccommodation@sec.gov upon receipt of an oral or written RA request from 

a requestor(s).

4.12.3. Participate in the interactive process regarding RA requests and respond timely 

to the DPO, or designee(s), in support of efficient administration of the Reasonable 
FISCAL YEAR 2022 | 143

SECOP 6-80

July 14, 2022

30

Accommodation Program. This includes, but is not limited to, providing a detailed 

description of the essential duties held by the qualified employee with a disability in 

order to determine if the reasonable accommodation is or would be effective.

4.12.4. Consult with the OGC and OHR when RA requests may implicate 

performance-related concerns.

4.12.5. Confer with the DPO, or designee(s), prior to implementing or suspending any 

approved reasonable accommodation.

4.12.6. Seek guidance from the DPO, or designee(s), if there are any questions 

regarding implementation of an approved reasonable accommodation.

4.12.7. Restrict discussions of reasonable accommodation matters and related 

information to the DPO, or designee(s), or other SEC official(s) with a legitimate need 

to know. 

4.13. Requestors (i.e., employees, applicants for employment at the SEC, visitors on official 

SEC business) shall:

4.13.1. Comply with the terms of the administrative regulation and these operating 

procedures for the Reasonable Accommodation Program. 

4.13.2. Submit RA requests using the designated forms, system, or approved 

alternative method. Participate in the interactive process regarding RA requests.

4.13.3. Submit all medical documentation supporting requests to the DPO, or 

designee(s), in the designated confidential medical information system.

4.13.4. Inform their supervisors and the DPO, or designee(s), when approved 

reasonable accommodations are no longer effective or necessary, per the requirements 

of the Reasonable Accommodation Program policy and operating procedures.

4.13.5. Return all SEC-issued IT equipment, furniture, or other items when the need 

for the reasonable accommodation ends, as applicable.
144 | EEO PROGRAM STATUS REPORT

ATTACHMENT 7.

ALTERNATIVE DISPUTE RESOLUTION 

C2R PROCEDURES

U.S. Securities and Exchange Commission

Policy Statement

EQUAL EMPLOYMENT OPPORTUNITY DISPUTE RESOLUTION POLICY STATEMENT

U.S. Securities and Exchange Commission OEEO #2019-1 

Office of Equal Employment Opportunity March 2019

Washington, DC 20549

1. Purpose

This statement sets forth the policy of the U.S. Securities and Exchange Commission (SEC) related to the 

use of alternative dispute resolution (ADR) to resolve equal employment opportunity (EEO) disputes. 

2. Authorities and Related Guidance

Administrative Dispute Resolution Act of 1990

Administrative Dispute Resolution Act of 1996

29 C.F.R. Part 1614

Equal Employment Opportunity Commission (EEOC) Management Directive (MD) 110 (MD-110)

SEC Equal Employment Opportunity Policy

SEC’s Alternative Dispute Resolution Policy Statement (Aug. 5, 2008)

OEEO, Conflict-to-Resolution, Standard Operating Procedures (Chapter 3)

OEEO, Conflict-to-Resolution, Frequently Asked Questions

3. Effective Date

This policy statement is effective immediately. All prior policy statements issued by the Office of Equal 

Employment Opportunity (OEEO) related to ADR are rescinded.

4. Policy

The SEC is committed to resolving workplace disputes as soon as practicable. The SEC supports the use 

of ADR as a means of resolving employment-related disputes where appropriate and feasible. 

OEEO offers a Conflict-to-Resolution Program (C2R or C2R Program) that provides an opportunity to 

resolve disputes alleging employment discrimination. Used properly in appropriate circumstances, ADR

can provide faster, less expensive and contentious, and more productive results in resolving conflicts 

that include claims of workplace discrimination. The C2R Program is governed by the core principles of 

fairness and flexibility as set forth in EEOC’s MD-110 and SEC’s Alternative Dispute Resolution Policy 

Statement. 

OEEO through its C2R Program offers ADR to employees, former employees, contract personnel, and 

applicants for employment who have entered the EEO process with the SEC’s EEO Office. OEEO will 

offer ADR to participants in the EEO process unless the OEEO Director or Deputy Director determines it 

is not appropriate under the circumstances. The OEEO Director or Deputy Director will authorize ADR

1 
FISCAL YEAR 2022 | 145

on a case-by-case basis by assessing the totality of the circumstances and factors surrounding the 

matter. 

The C2R Program provides a neutral, third-party ADR professional that assists participants—through open 

and honest dialogue—to focus on areas of commonality and interest to resolve workplace issues. The ADR

technique generally available through the C2R Program is mediation; other techniques may be made 

available by OEEO depending on the circumstances. The expectation is that all participants in ADR through 

C2R will listen, be heard, and work together towards a resolution that supports positive working 

relationships that best serve the SEC’s primary mission of protecting the nation’s investors. 

Supervisors and managers must participate in ADR through C2R to resolve EEO disputes when approved. 

All participants are expected to participate in the C2R Program promptly, in good faith, and with due 

respect for the confidentiality of the matters discussed. 

5. Training

Managers and supervisors must take the training course Conflict2Resolution (C2R) – Using Alternative 

Dispute Resolution to Resolve EEO Concerns, which is available in LEAP, SEC’s e-learning platform, upon 

hire or promotion into a supervisory position. Information about ADR is also included in the mandatory 

CLD 307 course (Fundamentals of Human Resource Management) for supervisors and managers. 

All employees, contractors, and interns are strongly encouraged to take the C2R training course before 

participating in ADR through the C2R Program. 

6. Evaluation

OEEO asks all participants in the C2R Program for voluntary feedback about their experience. OEEO will 

assess this feedback to determine how the C2R Program might be made more efficient and achieve 

increasingly better results.

7. Additional Information

For more information on the C2R Program, please contact OEEO at:

(202) 551-6040 (Phone)

1-800-877-8339 (TTY: Use Federal Relay Service)

(202) 772-9316 (Fax)

_________________________________

Peter Henry, Director, OEEO 

March 5, 2019

Date

2
146 | EEO PROGRAM STATUS REPORT

ATTACHMENT 8.

FY 2022 LEADERSHIP DEVELOPMENT 

PROGRAMS

Targeted Audience Program Focus

New Supervisors

The College of Leadership & Team Development facilitated a comprehensive, multimonth leadership development training for new supervisors that integrated existing 

relevant video courses with books and chapters as assignments between instructor-led 

virtual sessions. Leaders additionally participated in collaborative intra-session activities 

to promote leaders’ connections SEC-wide.

All new SEC supervisors are required to attend supervisory training that includes topics 

central to leading people, including Prohibited Personnel Practices, Merit Systems 

Principles, guidance from the Office of Equal Employment Opportunity and the Office of 

Minority and Women Inclusion, and topics required by 5 CFR Part § 412.202.

New SEC leaders must also complete Leader as Coach during their first year managing 

the performance of others. This 2-day offering focuses on feedback and coaching; with 

dedicated time to practice giving and receiving both feedback and coaching.

All Managers and Supervisors

The following virtual learning sessions were offered to managers in FY 2022 to: 

(1) enhance managerial, communications, and interpersonal skills; (2) develop 

awareness of skills that enhance diversity and inclusion; (3) foster a connected culture 

where team members can feel empowered, psychologically safe; and (4) promote 

respect, honor the dignity of all people, develop others, and cultivate the creativity, 

growth and diversity of thought and experience:

• Maintaining Energy & Stamina in Your Team;

• Motivating and Influencing Others to Act;

• Getting Results with Positive Accountability;

• Creating a Shared Vision;

• Maximizing Employee Engagement for Individual and Organizational Success;

• Difficult Conversations for Supervisors;

• Self Trust, and Relationship Trust;

• Building an Accountable Culture;

• Shifting to a Strategic Mindset;

• Taking Control of Conflict;

• Developing Your People;

• Motivating and Influencing Others; and

• Lead Forward: Leadership Development for Women at the SEC.

All Managers and Supervisors

Executive Coaching: SEC managers and supervisors are eligible to receive twelve 

sessions of private Executive Coaching by an International Coaching Foundation (ICF) 

certified coach. The coaching supports managers as they pause, reflect, and explore 

new options for their careers and actions. In FY 2022, 56 managers participated in this 

executive coaching program.

All Managers and Supervisors

SECU’s FY 2022 Leadership Development Curricula was strategically designed and 

offered to provide easily-accessible and effective leadership content in the hybrid work 

environment. Offerings emphasized the importance of leadership skills and cultivated 

supervisors’ baseline understanding of, and capacity to use, leadership behaviors in 

day-to-day work. In addition to the CLTD supervisory and open-enrollment curricula, 

SEC managers also elected to participate in external training opportunities in addition to 

attending SEC University offerings and programs during FY 2022.

Continued on the next page
FISCAL YEAR 2022 | 147

Targeted Audience Program Focus

All Managers and Supervisors

Fundamentals of Human Resource Management (CLTD 307): CLTD 307 is required 

for all new managers. CLTD 307 covers a broad range of human capital-related topics 

to educate SEC managers on the Agency’s HR policies, statutory, regulatory, and 

procedural requirements, and on federal sector best practices. Topics include the SEC’s 

policies on the prevention of workplace violence, providing reasonable and religious 

accommodations and the option for PAS, and EEO and whistleblower protections.

In FY 2022, the SEC converted all in-person CLTD 307 content into a final capstone 

eLearning module to be added to the other CLTD 307 eLearning modules. This 

capstone offers self-paced review and practice opportunities that were previously 

encompassed by the live trainings, and serves to replace any need for live content. All 

CLTD 307 content is now a fully self-paced eLearning format.

OEEO’s and OMWI’s training modules provide in-depth teaching on the SEC’s EEO 

complaint process and EEO laws and Dodd-Frank legislative requirements. CLTD 307 

covers the Merit System Principles and Prohibited Personnel Practices (PPPS) as 

foundational to federal employment; Merit Principles and PPP wallet cards are available 

to all participants. Subject matter experts facilitated the classroom portion of the course 

through the discussion of fact-based scenarios derived from a global case study read 

in advance. This allows participants to better understand the interconnectedness of 

managing the SEC’s human capital.

All Managers and Supervisors

Leader as Coach (LAC): The LAC course is mandatory for all who supervise the 

performance of others, including Senior Officers. The LAC curriculum helps managers 

to provide effective coaching and feedback to all employees. Managers discussed a 

wide variety of case studies and role-played to practice listening and providing coaching 

and feedback. SEC managers develop an understanding of coaching as a conversation 

distinct from mentoring, feedback, supervising, or consulting with others and increased 

their knowledge of the basic “moves” of coaching and when to use them. This offering 

was updated to accommodate the Agency’s ongoing telework posture, and offered 3 

times in FY 2022.

Open Enrollment

• Building Resilience Amid Change;

• Empathetic Listening;

• Overcoming Difficult Relationships to Form Connections;

• Communication Style;

• Safe to Speak Cultures and Team;

• Difficult Conversations (non-Supervisory);

• Empathetic Listening and Motivating and Influencing Others;

• Leading from the Front, Middle and Behind;

• Lead Forward: Leadership Development for Women at the SEC;

• Maintaining Momentum for Strategic Thinking; and

• Cultivating an Innovative Organization.

Aspiring Leaders

The Aspiring Leaders program is a comprehensive leadership development program 

for SEC non-supervisory employees that provides 21st century leadership skills and 

techniques that will enable participants to better navigate their career path, expand their 

leadership capabilities, and recognize opportunities for growth at the SEC.
148 | EEO PROGRAM STATUS REPORT

ATTACHMENT 9.

FY 2022 CAREER DEVELOPMENT 

PROGRAMS

Program Name Program Focus

C.O.R.E. Connections—Opportunity— 

Relationships—Equity

C.O.R.E. is a transformative professional development experience, with a focus 

on the unique perspectives of minority leaders at the SEC, and provides tools and 

techniques to increase their effectiveness, span of contributions and engagement 

within their function, and support their personal well-being and growth. The series 

equips minority leadership talent with knowledge, skills, and strategies to successfully 

manage unique challenges as they strive to reach senior-level positions at the SEC 

while helping to drive our Agency’s overall success and mission effectiveness. The 

series has five two-hour webinars, in which participants learn strategies for authentic 

and difficult conversations, managing conflict, and exploring the role that emotions play 

in leadership outcomes.

Leadership Development for Women

In FY 2022, CLTD offered three sessions of Lead Forward: Leadership Development 

for Women at the SEC. This course presents the opportunity for women to engage 

with other women, increase their support network, and further define their leadership 

style and mindset. Participants learn about the leaders they want to be and make 

commitments about behavioral changes they want to implement to move their own 

careers forward, advocating for themselves and for other women.

Strategic Management of Regulatory 

and Enforcement Agencies Executive 

Leadership Program

The SEC sponsored two Senior Officers to participate in Harvard University’s Strategic 

Management of Regulatory and Enforcement Agencies Executive Leadership 

Program during FY 2022. This program examines the distinctive strategic and 

managerial challenges that surround government agencies’ regulatory and enforcement 

functions, investigates cases spanning a range of regulatory and enforcement 

domains—from the environment to public health to crime—and uses case studies, 

small-group discussions, and workshops.

Excellence in Government (EIG) 

Fellows Program

The EIG Fellows Program, coordinated by the Partnership for Public Service, 

strengthens the leadership skills of experienced federal employees through a 

combination of innovative coursework, best practices benchmarking, challenging 

action-learning projects, executive coaching, and government wide networking. During 

this competitively-based program, Fellows remain in their full-time jobs, meet every six 

weeks, and spend approximately two days total in sessions. Fellows also devote up to 

five hours per week to their results project. This program is offered to employees in the 

SK-14 to SK-17 (a mix of supervisory and non-supervisory) levels. SEC’s EIG Fellows 

also participate in facilitated cohort meetings to share what they are learning and to 

explore how this information can be applied to improve organizational performance, 

workplace relationships, and productivity within the SEC.

Aspiring Leaders Program

The Aspiring Leaders Program is an interactive blended-learning program designed 

to strengthen the leadership and management skills of SEC non-supervisory (SK-13 

and SK-14) employees. The learning objectives of the program include:

• Applying critical leadership skills necessary for effective supervision;

• Understanding first-line management responsibilities relating to human resource 

management, developing people, and building effective relationships; and

• Increasing self-awareness through guided self-assessments and feedback from 

course instructors.

Continued on the next page
FISCAL YEAR 2022 | 149

Program Name Program Focus

Upward Mobility Program

The Upward Mobility Program includes two years of formal training designed to foster 

the success of participants. The training, developed by SEC University, includes tailored 

guidance and mentoring for participants and their supervisors. The SEC continued 

its Upward Mobility Program in FY 2022 with participants working toward completion 

of organized and individual developmental activities. Pursuant to the 2018 Collective 

Bargaining Agreement between the SEC and NTEU, the Upward Mobility Program

offers SEC employees in support staff positions the opportunity to expand their careers 

by competing for entry-level program specialist positions (classification series 301) 

starting at the SK-7 or SK-9 level and with promotion potential to the SK-12 level. 

Positions are open to all SEC employees serving under a permanent appointment. 

No new applications for the program were sought in FY 2022 as the current cohort is 

still underway.

Career Advancement Program

In FY 2022, the SEC offered one employee the opportunity to participate in the Career 

Advancement Program (CAP)—a 12-month external professional development 

program geared toward mid-career professionals who aspire to senior leadership 

roles. CAP is conducted by Management Leadership for Tomorrow (MLT), a nonprofit 

organization that aims to transform the career trajectories of diverse leaders by 

providing the skills, coaching and connections needed to accelerate their careers. 

CAP’s professional development journey includes realistic business simulations, 

sustainable strategies and tools for professional growth and development and a cohort 

of peers representing various industries and functions. The SEC also offered a Meetand-Greet session with past CAP participants who talked about their experience with, 

and the benefits of, the program.

Mentoring Program

In FY 2022, the Agency offered a fourth cohort of 36 employees the opportunity 

to participate in the SEC’s Mentoring Program. In response to the EEOC’s 

recommendation that the SEC ensure PWDs participate in the SEC’s Mentoring 

Program, OHR reserved five slots in the 2022 Mentoring Program for employees 

with disabilities and collaborated with DIAC to communicate this opportunity to its 

membership. The SEC exceeded the goal with six (6) PWD participants in the FY 2022 

Mentoring Program.

This offering started in February 2022 with an orientation session for both mentors and 

mentees, and the session ended with a Capstone event on June 3, 2022 with Chair 

Gensler. Throughout the Mentoring Program’s duration, employees and their mentors 

engaged regularly to discuss career development among other topics. Formal program 

events for both mentors and participants were scheduled and facilitated by OCOO, 

OMWI, and SECU experts. The OCOO gathered feedback from both mentees and 

mentors about the program’s efforts.
150 | EEO PROGRAM STATUS REPORT

ATTACHMENT 10.

FY 2022 TRAINING ON EEO, 

DIVERSITY & INCLUSION, AND TEAM 

EFFECTIVENESS

In FY 2022, the SEC also provided the following training:

n Diversity and Inclusion: SECU continues to work with OMWI to procure and support 

web-based and classroom training related to diversity and inclusion. In addition, SECU 

offers non-conscious bias courses as requested for intact teams and within specific leadership 

programs (e.g., Aspiring Leaders Program) throughout the year.

n Team Effectiveness: SECU offers intact team training for supervisors/managers and their teams 

through a variety of team effectiveness workshops. These workshops are typically two-to-four 

hours in length, can be taken individually to address a need, learn about a specific topic or as part 

of a workshop series. Content is custom-designed for a team to address their unique challenges 

and opportunities. The Team Effectiveness workshops available to organizations in FY 2022 by 

SECU included: 

Communication Styles; 

Workplace Trust; 

Achieving Results; 

Emotional Intelligence;

Emotional Intelligence 2.0;

Leading with the Brain in Mind;

Leadership Presence; 

Understanding Your Personality at 

Work (Workplace Big 5 Assessment); 

DiSC Behavioral Styles; 

Simple Strategies to Engage Employees; 

Becoming a More Collaborative 

Leader;

Building Workplace Trust;

Developmental Coaching;

Developmental Conversations;

NASA Team Building Moon Survival; 

and

Difficult Conversations (for supervisors 

and non-supervisors).
FISCAL YEAR 2022 | 151

ATTACHMENT 11. 

FY 2022 PROGRAMS FOR SPECIAL 

OBSERVANCES AND

OTHER EVENTS CELEBRATING 

AFFINITY GROUPS

DATE EVENT

10/6/2021 Hispanic and Latino Opportunity, Leadership, and Advocacy Committee (HALO) Book Club Discussion on “Esperanza—A 

Celebration of Hispanic Heritage and Hope” with Cecilia Muñoz.

10/13/2021 HALO Chicago Regional Office Hispanic Heritage Month program featuring guest speaker Lola Velazquez-Aquilu.

10/14/2021 New York Regional Office (NYRO) HALO group hosted “Esperanza—A Celebration of Hispanic Heritage and Hope” with 

guest speaker Lorraine Cortés-Vázquez.

10/19/2021 Disability Interests Advisory Committee (DIAC) panel discussion with former and current DIAC co-chairs.

10/20/2021 HALO joint virtual event with the other Financial Institutions Reform, Recovery and Enforcement Act (FIRREA) agencies’ 

Hispanic/Latino employee groups—Amigos and Hispanics of Regulatory Agencies (AHORA).

10/26/2021 History Explored: “Cured” Film Discussion in recognition of LGBTQ+ Month.

10/27/2021 DIAC Professional Development Opportunities Open House.

10/28/2021 HALO Book Club for a discussion of “More Than Ready: Be Strong and Be You ... and Other Lessons for Women of Color 

on the Rise” by Cecilia Muñoz.

11/15/2021 Asian American Pacific Islander (AAPI) Committee Meeting featuring Enforcement Director, Gurbir Grewal.

11/17/2021 Native American Heritage Month—The American Indian Heritage Committee (AIHC) hosted Heather Dawn Thompson.

11/30/2021 National Adoption Month at the SEC.

12/8/2021 Native American Book Club: “Killers of the Flower Moon: The Osage Murders and the Birth of the FBI” by David Grann.

2/15/2022 CHRO Black History Month Presentation: The Story of Free Frank McWorter.

2/16/2022 MIRO Black History Month Event featuring Christina Proenza-Coles.

2/16/2022 Black History Month: College and Career Panel Discussion.

2/22/2022 ARO Black History Month Fireside Chat with April L. Spencer, M.D.

2/22/2022 Lunar New Year Celebration: Storytelling by Tracey Nguyen Mang, Beatriz Aurelio-Saguin, Christy Innouvong-Thornton, 

and Ly Nguyen.

2/22/2022 Black History Month: A Conversation About Taking Charge of Our Emotional and Physical Health with Dr. Marilyn Hughes 

Gaston and Dr. Gayle K. Porter.

2/23/2022 African American History Month Book Club Discussion: “The Immortal Life of Henrietta Lacks.”

2/23/2022 FWRO Black History Month Celebrations: ESG and Diversity in Practice featuring Thomas Bell.

2/24/2022 In celebration of Black History Month ARO, SFRO, and the AAC presented “A Conversation with Dr. Winston Thompson: 

Henrietta Lacks.”

3/1/2022 LARO Black History Month Event: Fireside chat with Yolanda Mangolini.

Continued on the next page
152 | EEO PROGRAM STATUS REPORT

DATE EVENT

3/21/2022 In celebration of Women’s History Month, SFRO, AAC, and the Women’s Committee hosted the U.S. Mint for a 

presentation on the Women Quarters Program.

3/23/2022 Women’s History Month: “Women Providing Healing, Promoting Hope,” with Dr. Redonda Miller.

3/28/2022 PLRO Women’s History Month Celebration with Lisa Deguire.

3/29/2022 In celebration of Women’s History Month, NYRO and the Alpha Kappa Alpha Sorority Inc., Tau Omega Chapter, hosted a 

panel discussion featuring four female SEC employees.

4/5/2022 Panel Discussion: Breaking Barriers for Women at the SEC.

4/28/2022 NYRO Women’s Committee Event with Brenda Berkman.

5/10/2022 AAPI Committee Celebrates AANHPI Heritage Month with Justice Goodwin Liu.

5/11/2022

Los Angeles Regional Office (LARO) hosts panel discussion for AANHPI Heritage Month on the Los Angeles Chinese 

massacre of 1871 and Los Angeles’ memorial plan. Opening remarks included a welcome by Cherry-Marie Destura, 

Region 9 SW lead for the White House Initiative on Asian Americans, Native Hawaiians and Pacific Islanders.

The panel featured co-chairs of the 1871 Memorial Steering Committee:

Jessica Caloz

Christopher Hawthorne

David Louie

Michael Woo

Gay Yuen

5/24/2022 SEC Memorial Day Commemoration

5/25/2022 AAPI Committee Quarterly Meeting During AANHPI Heritage Month Fireside Chat with SEC Enforcement Deputy Director 

Sanjay Wadwha.

6/1/2022 “Let’s Celebrate Pride Month” with Justin Yoder.

6/16/2022 The Commodity Futures Trading Commission (CFTC)’s fireside chat with Commissioner Christy Goldsmith Romero.

6/22/2022 New DIAC Subcommittee for Caregivers of Persons with Disabilities: Meeting on Backup Care benefits 

and WorkLife programs.

6/28/2022 Caribbean American Heritage Month Celebration with Marla Dukharan.

6/30/2022 CAHC Book Discussion on “Island Queen” in recognition of Caribbean American Heritage Month.

8/3/2022 AAC hosted a conversation with Division of Examinations Director, Richard Best.

8/16/2022 ARO and FWRO hosted a fireside chat with Ryan Buchanan, U.S. Attorney for the Northern District of Georgia.

8/31/2022 New DIAC Subcommittee for Caregivers of Persons with Disabilities: Meeting on “Back to School.”

9/13/2022 AAC Quarterly Membership Meeting.

9/20/2022 HALO’s signature Hispanic Heritage Month program: “Unidos: Inclusivity for a Stronger Nation” with Tom Saenz.

9/28/2022 CFTC’s and HALO’s Hispanic Heritage Month program featuring SEC Commissioner Jaime Lizárraga.
FISCAL YEAR 2022 | 153

ATTACHMENT 12. 

WORKFORCE DATA TABLES

The SEC’s workforce data tables are attached.

The SEC previously submitted the FY 2022 462 Report to the EEOC.
154 | EEO PROGRAM STATUS REPORT

TABLE A1: TOTAL WORKFORCE—DISTRIBUTION BY RACE/ETHNICITY AND SEX

PAY PERIODS 202122 TO 202222

EMPLOYMENT 

TENURE

TOTAL 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

CLF (2018) % 100% 51.79% 48.21% 6.82% 6.16% 35.65% 31.82% 5.70% 6.61% 2.19% 2.18% 0.08% 0.08% 0.31% 0.31% 1.05% 1.05%

TOTAL WORKFORCE

Prior FY

# 4,493 2,417 2,076 144 118 1,764 1,157 207 487 288 287 0 1 10 6 4 20

% 100% 53.79% 46.21% 3.20% 2.63% 39.26% 25.75% 4.61% 10.84% 6.41% 6.39% 0.00% 0.02% 0.22% 0.13% 0.09% 0.45%

Current FY

# 4,722 2,530 2,192 150 136 1,805 1,192 240 503 317 333 0 2 13 6 5 20

% 100% 53.58% 46.42% 3.18% 2.88% 38.23% 25.24% 5.08% 10.65% 6.71% 7.05% 0.00% 0.04% 0.28% 0.13% 0.11% 0.42%

Difference # 229 113 116 6 18 41 35 33 16 29 46 0 1 3 0 1 0

Ratio Change % 0.00% -0.21% 0.21% -0.02% 0.25% -1.03% -0.51% 0.47% -0.19% 0.30% 0.66% 0.00% 0.02% 0.06% 0.00% 0.02% -0.03%

Net Change % 5.10% 4.68% 5.59% 4.17% 15.25% 2.32% 3.03% 15.94% 3.29% 10.07% 16.03% 0.00% 100% 30.00% 0.00% 25.00% 0.00%

EMPLOYEE GAINS

TOTAL

NEW HIRES

# 652 364 288 21 16 260 161 33 51 48 56 0 1 2 1 0 2

% 100% 55.83% 44.17% 3.22% 2.45% 39.88% 24.69% 5.06% 7.82% 7.36% 8.59% 0.00% 0.15% 0.31% 0.15% 0.00% 0.31%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 155

TABLE A1: TOTAL WORKFORCE—DISTRIBUTION BY RACE/ETHNICITY AND SEX

PAY PERIODS 202022 TO 202122 continued

EMPLOYMENT 

TENURE

TOTAL 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

EMPLOYEE LOSSES

Involuntary

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

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

Reduction 

in Force

# 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%

Removal

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

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

Voluntary

# 468 278 190 20 6 217 133 11 23 29 27 0 0 0 0 1 1

% 100% 59.40% 40.60% 4.27% 1.28% 46.37% 28.42% 2.35% 4.91% 6.20% 5.77% 0.00% 0.00% 0.00% 0.00% 0.21% 0.21%

Resignation

# 168 94 74 6 3 76 51 2 7 9 12 0 0 0 0 1 1

% 100% 55.95% 44.05% 3.57% 1.79% 45.24% 30.36% 1.19% 4.17% 5.36% 7.14% 0.00% 0.00% 0.00% 0.00% 0.60% 0.60%

Retirement

# 92 52 40 3 0 43 32 4 5 2 3 0 0 0 0 0 0

% 100% 56.52% 43.48% 3.26% 0.00% 46.74% 34.78% 4.35% 5.43% 2.17% 3.26% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Other

# 208 132 76 11 3 98 50 5 11 18 12 0 0 0 0 0 0

% 100% 63.46% 36.54% 5.29% 1.44% 47.12% 24.04% 2.40% 5.29% 8.65% 5.77% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL

Separations

# 471 278 193 20 6 217 135 11 24 29 27 0 0 0 0 1 1

% 100% 59.02% 40.98% 4.25% 1.27% 46.07% 28.66% 2.34% 5.10% 6.16% 5.73% 0.00% 0.00% 0.00% 0.00% 0.21% 0.21%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
156 | EEO PROGRAM STATUS REPORT

TABLE A1: TOTAL WORKFORCE—DISTRIBUTION BY RACE/ETHNICITY AND SEX

PAY PERIODS 202122 TO 202222 continued

EMPLOYMENT 

TENURE

TOTAL 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

PERMANENT

Prior FY

# 4,389 2,358 2,031 142 116 1,717 1,127 204 482 281 280 0 1 10 6 4 19

% 100% 53.73% 46.27% 3.24% 2.64% 39.12% 25.68% 4.65% 10.98% 6.40% 6.38% 0.00% 0.02% 0.23% 0.14% 0.09% 0.43%

Current FY

# 4,452 2,396 2,056 142 130 1,718 1,116 222 474 298 312 0 1 11 5 5 18

% 100% 53.82% 46.18% 3.19% 2.92% 38.59% 25.07% 4.99% 10.65% 6.69% 7.01% 0.00% 0.02% 0.25% 0.11% 0.11% 0.40%

Difference # 63 38 25 0 14 1 -11 18 -8 17 32 0 0 1 -1 1 -1

Ratio Change % 0.00% 0.09% -0.09% -0.05% 0.28% -0.53% -0.61% 0.34% -0.33% 0.29% 0.63% 0.00% 0.00% 0.02% -0.03% 0.02% -0.03%

Net Change % 1.44% 1.61% 1.23% 0.00% 12.07% 0.06% -0.98% 8.82% -1.66% 6.05% 11.43% 0.00% 0.00% 10.00% -16.67% 25.00% -5.26%

EMPLOYEE GAINS

Permanent 

New Hires

# 260 142 118 3 7 104 64 16 22 19 24 0 0 0 0 0 1

% 100% 54.62% 45.38% 1.15% 2.69% 40.00% 24.62% 6.15% 8.46% 7.31% 9.23% 0.00% 0.00% 0.00% 0.00% 0.00% 0.38%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 157

TABLE A1: TOTAL WORKFORCE—DISTRIBUTION BY RACE/ETHNICITY AND SEX

PAY PERIODS 202122 TO 202222 continued

EMPLOYMENT 

TENURE

TOTAL 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

EMPLOYEE LOSSES

Involuntary

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

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

Reduction 

in Force

# 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%

Removal

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

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

Voluntary

# 247 142 105 9 1 117 78 7 14 8 12 0 0 0 0 1 0

% 100% 57.49% 42.51% 3.64% 0.40% 47.37% 31.58% 2.83% 5.67% 3.24% 4.86% 0.00% 0.00% 0.00% 0.00% 0.40% 0.00%

Resignation

# 135 79 56 6 1 66 41 2 5 4 9 0 0 0 0 1 0

% 100% 58.52% 41.48% 4.44% 0.74% 48.89% 30.37% 1.48% 3.70% 2.96% 6.67% 0.00% 0.00% 0.00% 0.00% 0.74% 0.00%

Retirement

# 90 51 39 3 0 42 31 4 5 2 3 0 0 0 0 0 0

% 100% 56.67% 43.33% 3.33% 0.00% 46.67% 34.44% 4.44% 5.56% 2.22% 3.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Other

# 22 12 10 0 0 9 6 1 4 2 0 0 0 0 0 0 0

% 100% 54.55% 45.45% 0.00% 0.00% 40.91% 27.27% 4.55% 18.18% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL

Separations

# 250 142 108 9 1 117 80 7 15 8 12 0 0 0 0 1 0

% 100% 56.80% 43.20% 3.60% 0.40% 46.80% 32.00% 2.80% 6.00% 3.20% 4.80% 0.00% 0.00% 0.00% 0.00% 0.40% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
158 | EEO PROGRAM STATUS REPORT

TABLE A1: TOTAL WORKFORCE—DISTRIBUTION BY RACE/ETHNICITY AND SEX

PAY PERIODS 202122 TO 202222 continued

EMPLOYMENT 

TENURE

TOTAL 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

TEMPORARY

Prior FY

# 104 59 45 2 2 47 30 3 5 7 7 0 0 0 0 0 1

% 100% 56.73% 43.27% 1.92% 1.92% 45.19% 28.85% 2.88% 4.81% 6.73% 6.73% 0.00% 0.00% 0.00% 0.00% 0.00% 0.96%

Current FY

# 270 134 136 8 6 87 76 18 29 19 21 0 1 2 1 0 2

% 100% 49.63% 50.37% 2.96% 2.22% 32.22% 28.15% 6.67% 10.74% 7.04% 7.78% 0.00% 0.37% 0.74% 0.37% 0.00% 0.74%

Difference # 166 75 91 6 4 40 46 15 24 12 14 0 1 2 1 0 1

Ratio 

Change % 0% -7.10% 7.10% 1.04% 0.30% -12.97% -0.70% 3.79% 5.93% 0.31% 1.05% 0.00% 0.37% 0.74% 0.37% 0.00% -0.22%

Net Change % 159.62% 127.12% 202.22% 300.00% 200.00% 85.11% 153.33% 500.00% 480.00% 171.43% 200.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100%

EMPLOYEE GAINS

Temporary 

New Hires

# 392 222 170 18 9 156 97 17 29 29 32 0 1 2 1 0 1

% 100% 56.63% 43.37% 4.59% 2.30% 39.80% 24.74% 4.34% 7.40% 7.40% 8.16% 0.00% 0.26% 0.51% 0.26% 0.00% 0.26%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 159

TABLE A1: TOTAL WORKFORCE—DISTRIBUTION BY RACE/ETHNICITY AND SEX

PAY PERIODS 202122 TO 202222 continued

EMPLOYMENT 

TENURE

TOTAL 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

EMPLOYEE LOSSES

Involuntary

# 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%

Reduction 

in Force

# 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%

% 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%

Removal

# 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%

Voluntary

# 221 136 85 11 5 100 55 4 9 21 15 0 0 0 0 0 1

% 100% 61.54% 38.46% 4.98% 2.26% 45.25% 24.89% 1.81% 4.07% 9.50% 6.79% 0.00% 0.00% 0.00% 0.00% 0.00% 0.45%

Resignation

# 33 15 18 0 2 10 10 0 2 5 3 0 0 0 0 0 1

% 100% 45.45% 54.55% 0.00% 6.06% 30.30% 30.30% 0.00% 6.06% 15.15% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 3.03%

Retirement

# 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0

% 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%

Other

# 186 120 66 11 3 89 44 4 7 16 12 0 0 0 0 0 0

% 100% 64.52% 35.48% 5.91% 1.61% 47.85% 23.66% 2.15% 3.76% 8.60% 6.45% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL

Separations

# 221 136 85 11 5 100 55 4 9 21 15 0 0 0 0 0 1

% 100% 61.54% 38.46% 4.98% 2.26% 45.25% 24.89% 1.81% 4.07% 9.50% 6.79% 0.00% 0.00% 0.00% 0.00% 0.00% 0.45%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
160 | EEO PROGRAM STATUS REPORT

TABLE A2: REGIONAL OFFICES AND HEADQUARTERS—DISTRIBUTION BY RACE/ETHNICITY AND SEX 

PERMANENT WORKFORCE—PAY PERIOD 202222

REGIONAL 

AND HQ STAFF

PERMANENT

TOTAL 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

CLF (2018) % 52% 51.79% 48.21% 6.82% 6.16% 35.65% 31.82% 5.70% 6.61% 2.19% 2.18% 0.08% 0.08% 0.31% 0.31% 1.05% 1.05%

TOTAL

WORKFORCE

# 4,452 2,396 2,056 142 130 1,718 1,116 222 474 298 312 0 1 11 5 5 18

% 100% 53.82% 46.18% 3.19% 2.92% 38.59% 25.07% 4.99% 10.65% 6.69% 7.01% 0.00% 0.02% 0.25% 0.11% 0.11% 0.40%

HQ

# 2,893 1,531 1,362 76 70 1,073 705 169 372 201 197 0 0 9 3 3 15

% 100% 52.92% 47.08% 2.63% 2.42% 37.09% 24.37% 5.84% 12.86% 6.95% 6.81% 0.00% 0.00% 0.31% 0.10% 0.10% 0.52%

NYRO

# 370 194 176 14 14 151 107 4 26 25 29 0 0 0 0 0 0

% 100% 52.43% 47.57% 3.78% 3.78% 40.81% 28.92% 1.08% 7.03% 6.76% 7.84% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

CHRO

# 220 133 87 6 5 108 56 8 17 11 9 0 0 0 0 0 0

% 100% 60.45% 39.55% 2.73% 2.27% 49.09% 25.45% 3.64% 7.73% 5.00% 4.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

LARO

# 157 79 78 8 7 41 36 3 13 26 22 0 0 0 0 1 0

% 100% 50.32% 49.68% 5.10% 4.46% 26.11% 22.93% 1.91% 8.28% 16.56% 14.01% 0.00% 0.00% 0.00% 0.00% 0.64% 0.00%

BRO

# 139 79 60 2 5 64 40 5 3 8 12 0 0 0 0 0 0

% 100% 56.83% 43.17% 1.44% 3.60% 46.04% 28.78% 3.60% 2.16% 5.76% 8.63% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

PLRO

# 125 75 50 3 4 62 36 4 7 6 3 0 0 0 0 0 0

% 100% 60.00% 40.00% 2.40% 3.20% 49.60% 28.80% 3.20% 5.60% 4.80% 2.40% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

FWRO

# 107 60 47 2 3 46 36 9 5 3 2 0 0 0 0 0 1

% 100% 56.07% 43.93% 1.87% 2.80% 42.99% 33.64% 8.41% 4.67% 2.80% 1.87% 0.00% 0.00% 0.00% 0.00% 0.00% 0.93%

SFRO

# 125 68 57 6 4 40 20 3 6 17 25 0 0 1 1 1 1

% 100% 54.40% 45.60% 4.80% 3.20% 32.00% 16.00% 2.40% 4.80% 13.60% 20.00% 0.00% 0.00% 0.80% 0.80% 0.80% 0.80%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 161

TABLE A2: REGIONAL OFFICES AND HEADQUARTERS—DISTRIBUTION BY RACE/ETHNICITY AND SEX 

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

REGIONAL 

AND HQ STAFF

PERMANENT

TOTAL 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

ARO

# 102 61 41 5 1 44 21 11 15 1 2 0 0 0 1 0 1

% 100% 59.80% 40.20% 4.90% 0.98% 43.14% 20.59% 10.78% 14.71% 0.98% 1.96% 0.00% 0.00% 0.00% 0.98% 0.00% 0.98%

MIRO

# 105 57 48 20 14 32 17 5 10 0 6 0 1 0 0 0 0

% 100% 54.29% 45.71% 19.05% 13.33% 30.48% 16.19% 4.76% 9.52% 0.00% 5.71% 0.00% 0.95% 0.00% 0.00% 0.00% 0.00%

DRO

# 94 53 41 0 2 52 35 0 0 0 4 0 0 1 0 0 0

% 100% 56.38% 43.62% 0.00% 2.13% 55.32% 37.23% 0.00% 0.00% 0.00% 4.26% 0.00% 0.00% 1.06% 0.00% 0.00% 0.00%

SLRO

# 15 6 9 0 1 5 7 1 0 0 1 0 0 0 0 0 0

% 100% 40.00% 60.00% 0.00% 6.67% 33.33% 46.67% 6.67% 0.00% 0.00% 6.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
162 | EEO PROGRAM STATUS REPORT

TABLE A3: OCCUPATIONAL CATEGORIES—DISTRIBUTION BY RACE/ETHNICITY AND SEX

PERMANENT WORKFORCE—PAY PERIOD 202222

OCCUPATIONAL 

CATEGORIES

PERMANENT

TOTAL 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

1. Management

Executives

# 127 70 57 9 1 56 40 4 9 1 5 0 0 0 0 0 2

% 100% 55.12% 44.88% 7.09% 0.79% 44.09% 31.50% 3.15% 7.09% 0.79% 3.94% 0.00% 0.00% 0.00% 0.00% 0.00% 1.57%

Managers

# 394 237 157 8 5 194 108 9 19 25 24 0 1 1 0 0 0

% 100% 60.15% 39.85% 2.03% 1.27% 49.24% 27.41% 2.28% 4.82% 6.35% 6.09% 0.00% 0.25% 0.25% 0.00% 0.00% 0.00%

Supervisors

# 368 228 140 21 9 158 75 16 34 33 21 0 0 0 0 0 1

% 100% 61.96% 38.04% 5.71% 2.45% 42.93% 20.38% 4.35% 9.24% 8.97% 5.71% 0.00% 0.00% 0.00% 0.00% 0.00% 0.27%

TOTAL

MANAGEMENT

# 889 535 354 38 15 408 223 29 62 59 50 0 1 1 0 0 3

% 100% 60.18% 39.82% 4.27% 1.69% 45.89% 25.08% 3.26% 6.97% 6.64% 5.62% 0.00% 0.11% 0.11% 0.00% 0.00% 0.34%

2. Professional 

Workers

# 3,412 1,820 1,592 102 105 1,293 852 174 362 237 254 0 0 9 4 5 15

% 100% 53.34% 46.66% 2.99% 3.08% 37.90% 24.97% 5.10% 10.61% 6.95% 7.44% 0.00% 0.00% 0.26% 0.12% 0.15% 0.44%

3. Technical 

Workers and 

Technologists

# 3 3 0 0 0 3 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 163

TABLE A3: OCCUPATIONAL CATEGORIES—DISTRIBUTION BY RACE/ETHNICITY AND SEX

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

OCCUPATIONAL 

CATEGORIES

PERMANENT

TOTAL 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

4. Sales Workers

# 2 1 1 0 1 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 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%

5. Administrative 

Support 

Workers

# 135 29 106 1 9 10 38 15 50 2 8 0 0 1 1 0 0

% 100% 21.48% 78.52% 0.74% 6.67% 7.41% 28.15% 11.11% 37.04% 1.48% 5.93% 0.00% 0.00% 0.74% 0.74% 0.00% 0.00%

6. Skilled Craft 

and Repair 

Workers

# 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%

7. Operative and 

Transportation 

Operative 

Workers

# 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%

8. Laborers

# 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%

9. Service 

Workers

# 11 8 3 1 0 3 3 4 0 0 0 0 0 0 0 0 0

% 100% 72.73% 27.27% 9.09% 0.00% 27.27% 27.27% 36.36% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
164 | EEO PROGRAM STATUS REPORT

TABLE A4P: PARTICIPATION RATES WITHIN GRADES BY RACE/ETHNICITY AND SEX—

PERMANENT WORKFORCE—PAY PERIOD 202222

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

SK-02

# 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%

SK-03

# 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%

SK-04

# 2 1 1 0 0 1 0 0 1 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 50.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-05

# 1 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-06

# 4 1 3 0 0 1 0 0 3 0 0 0 0 0 0 0 0

% 100% 25.00% 75.00% 0.00% 0.00% 25.00% 0.00% 0.00% 75.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-07

# 38 5 33 1 2 2 12 2 15 0 4 0 0 0 0 0 0

% 100% 13.16% 86.84% 2.63% 5.26% 5.26% 31.58% 5.26% 39.47% 0.00% 10.53% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-08

# 12 1 11 0 1 0 1 1 8 0 1 0 0 0 0 0 0

% 100% 8.33% 91.67% 0.00% 8.33% 0.00% 8.33% 8.33% 66.67% 0.00% 8.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-09

# 19 5 14 0 1 1 3 3 9 1 1 0 0 0 0 0 0

% 100% 26.32% 73.68% 0.00% 5.26% 5.26% 15.79% 15.79% 47.37% 5.26% 5.26% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-10

# 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%

SK-11

# 88 22 66 3 8 13 15 5 42 1 0 0 0 0 0 0 1

% 100% 25.00% 75.00% 3.41% 9.09% 14.77% 17.05% 5.68% 47.73% 1.14% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 1.14%

SK-12

# 222 64 158 2 12 28 44 26 88 6 10 0 0 2 1 0 3

% 100% 28.83% 71.17% 0.90% 5.41% 12.61% 19.82% 11.71% 39.64% 2.70% 4.50% 0.00% 0.00% 0.90% 0.45% 0.00% 1.35%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 165

TABLE A4P: PARTICIPATION RATES WITHIN GRADES BY RACE/ETHNICITY AND SEX—

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

SK-13

# 400 178 222 12 17 98 72 36 102 29 30 0 0 2 0 1 1

% 100% 44.50% 55.50% 3.00% 4.25% 24.50% 18.00% 9.00% 25.50% 7.25% 7.50% 0.00% 0.00% 0.50% 0.00% 0.25% 0.25%

SK-14

# 2,201 1,223 978 79 69 872 584 102 129 163 186 0 0 3 2 4 8

% 100% 55.57% 44.43% 3.59% 3.13% 39.62% 26.53% 4.63% 5.86% 7.41% 8.45% 0.00% 0.00% 0.14% 0.09% 0.18% 0.36%

SK-15

# 370 235 135 22 8 166 76 15 31 32 19 0 0 0 0 0 1

% 100% 63.51% 36.49% 5.95% 2.16% 44.86% 20.54% 4.05% 8.38% 8.65% 5.14% 0.00% 0.00% 0.00% 0.00% 0.00% 0.27%

SK-16

# 571 351 220 6 6 285 160 18 18 39 32 0 0 3 2 0 2

% 100% 61.47% 38.53% 1.05% 1.05% 49.91% 28.02% 3.15% 3.15% 6.83% 5.60% 0.00% 0.00% 0.53% 0.35% 0.00% 0.35%

SK-17

# 395 238 157 8 5 195 108 9 19 25 24 0 1 1 0 0 0

% 100% 60.25% 39.75% 2.03% 1.27% 49.37% 27.34% 2.28% 4.81% 6.33% 6.08% 0.00% 0.25% 0.25% 0.00% 0.00% 0.00%

All Other

(Non-SK, Non-SO)

# 2 1 1 0 0 0 1 0 0 1 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 50.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Senior Officer

# 127 70 57 9 1 56 40 4 9 1 5 0 0 0 0 0 2

% 100% 55.12% 44.88% 7.09% 0.79% 44.09% 31.50% 3.15% 7.09% 0.79% 3.94% 0.00% 0.00% 0.00% 0.00% 0.00% 1.57%

Permanent 

Workforce

# 4,452 2,396 2,056 142 130 1,718 1,116 222 474 298 312 0 1 11 5 5 18

% 100% 53.82% 46.18% 3.19% 2.92% 38.59% 25.07% 4.99% 10.65% 6.69% 7.01% 0.00% 0.02% 0.25% 0.11% 0.11% 0.40%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
166 | EEO PROGRAM STATUS REPORT

TABLE A4T: PARTICIPATION RATES WITHIN GRADES BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

SK-02

# 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%

SK-03

# 6 5 1 0 0 3 0 0 0 2 1 0 0 0 0 0 0

% 100% 83.33% 16.67% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 33.33% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-04

# 29 17 12 2 1 10 6 1 1 4 4 0 0 0 0 0 0

% 100% 58.62% 41.38% 6.90% 3.45% 34.48% 20.69% 3.45% 3.45% 13.79% 13.79% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-05

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

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

SK-06

# 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%

SK-07

# 61 23 38 0 1 11 18 9 13 3 4 0 0 0 0 0 2

% 100% 37.70% 62.30% 0.00% 1.64% 18.03% 29.51% 14.75% 21.31% 4.92% 6.56% 0.00% 0.00% 0.00% 0.00% 0.00% 3.28%

SK-08

# 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%

SK-09

# 62 26 36 2 2 19 17 2 10 2 5 0 1 1 1 0 0

% 100% 41.94% 58.06% 3.23% 3.23% 30.65% 27.42% 3.23% 16.13% 3.23% 8.06% 0.00% 1.61% 1.61% 1.61% 0.00% 0.00%

SK-10

# 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%

SK-11

# 7 3 4 0 0 3 1 0 1 0 2 0 0 0 0 0 0

% 100% 42.86% 57.14% 0.00% 0.00% 42.86% 14.29% 0.00% 14.29% 0.00% 28.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-12

# 4 0 4 0 0 0 3 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 75.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 167

TABLE A4T: PARTICIPATION RATES WITHIN GRADES BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

SK-13

# 6 4 2 0 0 1 0 1 1 2 1 0 0 0 0 0 0

% 100% 66.67% 33.33% 0.00% 0.00% 16.67% 0.00% 16.67% 16.67% 33.33% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-14

# 22 16 6 1 1 12 3 0 0 2 2 0 0 1 0 0 0

% 100% 72.73% 27.27% 4.55% 4.55% 54.55% 13.64% 0.00% 0.00% 9.09% 9.09% 0.00% 0.00% 4.55% 0.00% 0.00% 0.00%

SK-15

# 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%

SK-16

# 39 21 18 0 0 17 17 3 0 1 1 0 0 0 0 0 0

% 100% 53.85% 46.15% 0.00% 0.00% 43.59% 43.59% 7.69% 0.00% 2.56% 2.56% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-17

# 2 0 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 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%

All Other

(Non-SK, Non-SO)

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Senior Officer

# 27 16 11 2 0 9 9 2 1 3 1 0 0 0 0 0 0

% 100% 59.26% 40.74% 7.41% 0.00% 33.33% 33.33% 7.41% 3.70% 11.11% 3.70% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Temporary 

Workforce

# 270 134 136 8 6 87 76 18 29 19 21 0 1 2 1 0 2

% 100% 49.63% 50.37% 2.96% 2.22% 32.22% 28.15% 6.67% 10.74% 7.04% 7.78% 0.00% 0.37% 0.74% 0.37% 0.00% 0.74%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
168 | EEO PROGRAM STATUS REPORT

TABLE A5P: PARTICIPATION RATES WITHIN SALARY RANGES BY RACE/ETHNICITY AND SEX—

PERMANENT WORKFORCE—PAY PERIOD 202222

SALARY RANGE

PERMANENT

TOTAL

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

Permanent 

Workforce

# 4,452 2,396 2,056 142 130 1,718 1,116 222 474 298 312 0 1 11 5 5 18

% 100% 53.82% 46.18% 3.19% 2.92% 38.59% 25.07% 4.99% 10.65% 6.69% 7.01% 0.00% 0.02% 0.25% 0.11% 0.11% 0.40%

$20,001 – $30,000

# 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%

$30,001 – $40,000

# 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%

$40,001 – $50,000

# 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%

$50,001 – $60,000

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

% 100% 16.67% 83.33% 0.00% 0.00% 16.67% 33.33% 0.00% 16.67% 0.00% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$60,001 – $70,000

# 2 1 1 0 0 0 0 1 0 0 1 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$70,001 – $80,000

# 8 3 5 0 1 2 1 0 3 1 0 0 0 0 0 0 0

% 100% 37.50% 62.50% 0.00% 12.50% 25.00% 12.50% 0.00% 37.50% 12.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$80,001 – $90,000

# 43 10 33 2 2 3 11 4 18 1 2 0 0 0 0 0 0

% 100% 23.26% 76.74% 4.65% 4.65% 6.98% 25.58% 9.30% 41.86% 2.33% 4.65% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$90,001 – $100,000

# 33 8 25 0 0 5 8 3 16 0 1 0 0 0 0 0 0

% 100% 24.24% 75.76% 0.00% 0.00% 15.15% 24.24% 9.09% 48.48% 0.00% 3.03% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$100,001 – $110,000

# 51 11 40 0 8 7 7 4 23 0 1 0 0 0 0 0 1

% 100% 21.57% 78.43% 0.00% 15.69% 13.73% 13.73% 7.84% 45.10% 0.00% 1.96% 0.00% 0.00% 0.00% 0.00% 0.00% 1.96%

$110,001 – $120,000

# 64 23 41 5 4 15 11 3 22 0 3 0 0 0 0 0 1

% 100% 35.94% 64.06% 7.81% 6.25% 23.44% 17.19% 4.69% 34.38% 0.00% 4.69% 0.00% 0.00% 0.00% 0.00% 0.00% 1.56%

$120,001 – $130,000

# 69 21 48 0 3 11 9 6 31 4 4 0 0 0 0 0 1

% 100% 30.43% 69.57% 0.00% 4.35% 15.94% 13.04% 8.70% 44.93% 5.80% 5.80% 0.00% 0.00% 0.00% 0.00% 0.00% 1.45%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 169

TABLE A5P: PARTICIPATION RATES WITHIN SALARY RANGES BY RACE/ETHNICITY AND SEX—

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SALARY RANGE

PERMANENT

TOTAL

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

$130,001 – $140,000

# 115 43 72 2 11 25 20 9 33 3 7 0 0 4 0 0 1

% 100% 37.39% 62.61% 1.74% 9.57% 21.74% 17.39% 7.83% 28.70% 2.61% 6.09% 0.00% 0.00% 3.48% 0.00% 0.00% 0.87%

$140,001 – $150,000

# 152 67 85 6 5 36 42 13 29 12 9 0 0 0 0 0 0

% 100% 44.08% 55.92% 3.95% 3.29% 23.68% 27.63% 8.55% 19.08% 7.89% 5.92% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$150,001 – $160,000

# 171 78 93 6 10 51 32 13 29 8 20 0 0 0 0 0 2

% 100% 45.61% 54.39% 3.51% 5.85% 29.82% 18.71% 7.60% 16.96% 4.68% 11.70% 0.00% 0.00% 0.00% 0.00% 0.00% 1.17%

$160,001 – $170,000

# 226 105 121 9 8 72 50 15 43 9 20 0 0 0 0 0 0

% 100% 46.46% 53.54% 3.98% 3.54% 31.86% 22.12% 6.64% 19.03% 3.98% 8.85% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$170,001 – $180,000

# 169 88 81 8 4 55 37 11 19 13 19 0 0 0 1 1 1

% 100% 52.07% 47.93% 4.73% 2.37% 32.54% 21.89% 6.51% 11.24% 7.69% 11.24% 0.00% 0.00% 0.00% 0.59% 0.59% 0.59%

$180,001 and 

Greater

# 3343 1937 1406 104 74 1435 886 140 207 247 223 0 1 7 4 4 11

% 100% 57.94% 42.06% 3.11% 2.21% 42.93% 26.50% 4.19% 6.19% 7.39% 6.67% 0.00% 0.03% 0.21% 0.12% 0.12% 0.33%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
170 | EEO PROGRAM STATUS REPORT

TABLE A5P: PARTICIPATION RATES WITHIN SALARY RANGES BY RACE/ETHNICITY AND SEX—

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SALARY RANGE

PERMANENT

TOTAL

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

$180,001 – $190,000

# 218 118 100 7 6 69 53 19 18 21 21 0 0 0 1 2 1

% 100% 54.13% 45.87% 3.21% 2.75% 31.65% 24.31% 8.72% 8.26% 9.63% 9.63% 0.00% 0.00% 0.00% 0.46% 0.92% 0.46%

$190,001 – $200,000

# 239 141 98 8 4 94 42 19 38 19 14 0 0 1 0 0 0

% 100% 59.00% 41.00% 3.35% 1.67% 39.33% 17.57% 7.95% 15.90% 7.95% 5.86% 0.00% 0.00% 0.42% 0.00% 0.00% 0.00%

$200,001 – $210,000

# 208 129 79 3 5 97 51 7 9 22 12 0 0 0 0 0 2

% 100% 62.02% 37.98% 1.44% 2.40% 46.63% 24.52% 3.37% 4.33% 10.58% 5.77% 0.00% 0.00% 0.00% 0.00% 0.00% 0.96%

$210,001 – $220,000 

# 330 189 141 17 14 139 81 15 20 17 25 0 0 0 0 1 1

% 100% 57.27% 42.73% 5.15% 4.24% 42.12% 24.55% 4.55% 6.06% 5.15% 7.58% 0.00% 0.00% 0.00% 0.00% 0.30% 0.30%

$220,001 – $230,000 

# 819 455 364 21 17 332 241 37 44 62 58 0 0 2 1 1 3

% 100% 55.56% 44.44% 2.56% 2.08% 40.54% 29.43% 4.52% 5.37% 7.57% 7.08% 0.00% 0.00% 0.24% 0.12% 0.12% 0.37%

$230,001 – $240,000 

# 336 177 159 13 14 129 95 9 22 26 28 0 0 0 0 0 0

% 100% 52.68% 47.32% 3.87% 4.17% 38.39% 28.27% 2.68% 6.55% 7.74% 8.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$240,001 – $250,000 

# 311 192 119 14 4 143 68 10 20 24 25 0 0 1 1 0 1

% 100% 61.74% 38.26% 4.50% 1.29% 45.98% 21.86% 3.22% 6.43% 7.72% 8.04% 0.00% 0.00% 0.32% 0.32% 0.00% 0.32%

$250,001 – $260,000 

# 146 101 45 3 2 89 37 1 2 8 4 0 0 0 0 0 0

% 100% 69.18% 30.82% 2.05% 1.37% 60.96% 25.34% 0.68% 1.37% 5.48% 2.74% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$260,001 – $270,000 

# 624 376 248 9 7 297 180 20 27 47 31 0 1 3 1 0 1

% 100% 60.26% 39.74% 1.44% 1.12% 47.60% 28.85% 3.21% 4.33% 7.53% 4.97% 0.00% 0.16% 0.48% 0.16% 0.00% 0.16%

$270,001 – $280,000 

# 24 10 14 2 0 7 10 1 1 0 2 0 0 0 0 0 1

% 100% 41.67% 58.33% 8.33% 0.00% 29.17% 41.67% 4.17% 4.17% 0.00% 8.33% 0.00% 0.00% 0.00% 0.00% 0.00% 4.17%

$280,001 – $290,000 

# 88 49 39 7 1 39 28 2 6 1 3 0 0 0 0 0 1

% 100% 55.68% 44.32% 7.95% 1.14% 44.32% 31.82% 2.27% 6.82% 1.14% 3.41% 0.00% 0.00% 0.00% 0.00% 0.00% 1.14%

$290,001 – $300,000

# 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%

$300,001 and

Greater

# 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%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 171

TABLE A5T: PARTICIPATION RATES WITHIN SALARY RANGES BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222

SALARY RANGE

TEMPORARY

TOTAL

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

Temporary

Workforce

# 270 134 136 8 6 87 76 18 29 19 21 0 1 2 1 0 2

% 100% 49.63% 50.37% 2.96% 2.22% 32.22% 28.15% 6.67% 10.74% 7.04% 7.78% 0.00% 0.37% 0.74% 0.37% 0.00% 0.74%

$20,001 – $30,000

# 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%

$30,001 – $40,000

# 14 8 6 0 1 6 1 0 1 2 3 0 0 0 0 0 0

% 100% 57.14% 42.86% 0.00% 7.14% 42.86% 7.14% 0.00% 7.14% 14.29% 21.43% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$40,001 – $50,000

# 25 15 10 3 1 7 7 1 0 4 2 0 0 0 0 0 0

% 100% 60.00% 40.00% 12.00% 4.00% 28.00% 28.00% 4.00% 0.00% 16.00% 8.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$50,001 – $60,000

# 67 24 43 0 1 12 20 9 15 3 4 0 0 0 1 0 2

% 100% 35.82% 64.18% 0.00% 1.49% 17.91% 29.85% 13.43% 22.39% 4.48% 5.97% 0.00% 0.00% 0.00% 1.49% 0.00% 2.99%

$60,001 – $70,000

# 52 23 29 2 2 16 14 2 8 2 4 0 1 1 0 0 0

% 100% 44.23% 55.77% 3.85% 3.85% 30.77% 26.92% 3.85% 15.38% 3.85% 7.69% 0.00% 1.92% 1.92% 0.00% 0.00% 0.00%

$70,001 – $80,000

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

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

$80,001 – $90,000

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$90,001 – $100,000

# 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%

$100,001 – $110,000

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

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

$110,001 – $120,000

# 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%

$120,001 – $130,000

# 4 0 4 0 0 0 2 0 2 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 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%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
172 | EEO PROGRAM STATUS REPORT

TABLE A5T: PARTICIPATION RATES WITHIN SALARY RANGES BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SALARY RANGE

TEMPORARY

TOTAL

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

$130,001 – $140,000

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

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

$140,001 – $150,000

# 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%

$150,001 – $160,000

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

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

$160,001 – $170,000

# 9 7 2 0 0 6 2 1 0 0 0 0 0 0 0 0 0

% 100% 77.78% 22.22% 0.00% 0.00% 66.67% 22.22% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$170,001 – $180,000

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

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

$180,001 and 

Greater

# 67 40 27 2 0 29 21 4 2 4 4 0 0 1 0 0 0

% 100% 59.70% 40.30% 2.99% 0.00% 43.28% 31.34% 5.97% 2.99% 5.97% 5.97% 0.00% 0.00% 1.49% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 173

TABLE A5T: PARTICIPATION RATES WITHIN SALARY RANGES BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SALARY RANGE

TEMPORARY

TOTAL

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

$180,001 – $190,000

# 7 5 2 0 0 4 1 0 0 0 1 0 0 1 0 0 0

% 100% 71.43% 28.57% 0.00% 0.00% 57.14% 14.29% 0.00% 0.00% 0.00% 14.29% 0.00% 0.00% 14.29% 0.00% 0.00% 0.00%

$190,001 – $200,000

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

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

$200,001 – $210,000

# 6 5 1 0 0 3 1 1 0 1 0 0 0 0 0 0 0

% 100% 83.33% 16.67% 0.00% 0.00% 50.00% 16.67% 16.67% 0.00% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$210,001 – $220,000 

# 11 6 5 1 0 5 4 0 0 0 1 0 0 0 0 0 0

% 100% 54.55% 45.45% 9.09% 0.00% 45.45% 36.36% 0.00% 0.00% 0.00% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$220,001 – $230,000 

# 9 7 2 0 0 6 2 0 0 1 0 0 0 0 0 0 0

% 100% 77.78% 22.22% 0.00% 0.00% 66.67% 22.22% 0.00% 0.00% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$230,001 – $240,000 

# 10 6 4 1 0 5 3 0 0 0 1 0 0 0 0 0 0

% 100% 60.00% 40.00% 10.00% 0.00% 50.00% 30.00% 0.00% 0.00% 0.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$240,001 – $250,000 

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

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

$250,001 – $260,000 

# 4 2 2 0 0 1 2 1 0 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 25.00% 50.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$260,001 – $270,000 

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

% 100% 55.56% 44.44% 0.00% 0.00% 22.22% 33.33% 22.22% 11.11% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$270,001 – $280,000 

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$280,001 – $290,000 

# 10 5 5 0 0 3 5 1 0 1 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 30.00% 50.00% 10.00% 0.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

$290,001 – $300,000

# 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%

$300,001 and

Greater

# 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%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
174 | EEO PROGRAM STATUS REPORT

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX— 

PERMANENT WORKFORCE—PAY PERIOD 202222

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

0905 General Attorney

Occupational CLF % 100% 62.64% 37.36% 3.09% 2.57% 54.38% 28.67% 2.26% 3.01% 1.92% 2.18% 0.02% 0.01% 0.11% 0.10% 0.87% 0.82%

SK-09

# 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%

SK-10

# 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%

SK-11

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

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

SK-12

# 21 14 7 1 1 11 5 0 1 1 0 0 0 1 0 0 0

% 100% 66.67% 33.33% 4.76% 4.76% 52.38% 23.81% 0.00% 4.76% 4.76% 0.00% 0.00% 0.00% 4.76% 0.00% 0.00% 0.00%

SK-13

# 65 36 29 0 2 29 18 4 2 3 7 0 0 0 0 0 0

% 100% 55.38% 44.62% 0.00% 3.08% 44.62% 27.69% 6.15% 3.08% 4.62% 10.77% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-14

# 977 511 466 28 31 401 309 34 44 48 78 0 0 0 1 0 3

% 100% 52.30% 47.70% 2.87% 3.17% 41.04% 31.63% 3.48% 4.50% 4.91% 7.98% 0.00% 0.00% 0.00% 0.10% 0.00% 0.31%

SK-15

# 98 53 45 4 3 44 33 0 3 5 5 0 0 0 0 0 1

% 100% 54.08% 45.92% 4.08% 3.06% 44.90% 33.67% 0.00% 3.06% 5.10% 5.10% 0.00% 0.00% 0.00% 0.00% 0.00% 1.02%

SK-16

# 389 222 167 3 3 188 127 12 13 18 21 0 0 1 2 0 1

% 100% 57.07% 42.93% 0.77% 0.77% 48.33% 32.65% 3.08% 3.34% 4.63% 5.40% 0.00% 0.00% 0.26% 0.51% 0.00% 0.26%

SK-17

# 230 133 97 4 3 117 74 1 8 11 12 0 0 0 0 0 0

% 100% 57.83% 42.17% 1.74% 1.30% 50.87% 32.17% 0.43% 3.48% 4.78% 5.22% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

# 86 45 41 6 0 36 31 2 5 1 4 0 0 0 0 0 1

% 100% 52.33% 47.67% 6.98% 0.00% 41.86% 36.05% 2.33% 5.81% 1.16% 4.65% 0.00% 0.00% 0.00% 0.00% 0.00% 1.16%

TOTAL 

Population

# 1,877 1,019 858 46 43 831 602 53 76 87 127 0 0 2 3 0 7

% 100% 54.29% 45.71% 2.45% 2.29% 44.27% 32.07% 2.82% 4.05% 4.64% 6.77% 0.00% 0.00% 0.11% 0.16% 0.00% 0.37%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 175

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX— 

PERMANENT WORKFORCE—PAY PERIOD 202222

SK, SO, AND RELATED 

GRADES

PERMANENT

TOTAL

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

Internal Competitive Promotions1

Job Series of Vacancy: General Attorney (0905)

Relevant Pool2 % 100% 53.88% 46.12% 2.31% 2.56% 43.43% 31.84% 3.20% 4.04% 4.80% 7.11% 0.00% 0.00% 0.13% 0.19% 0.00% 0.38%

TOTAL Postings # 47

TOTAL

Applications 

Received

# 328 189 139 3 3 160 92 8 9 18 26 0 0 0 8 0 1

% 100% 57.62% 42.38% 0.91% 0.91% 48.78% 28.05% 2.44% 2.74% 5.49% 7.93% 0.00% 0.00% 0.00% 2.44% 0.00% 0.30%

Qualified

# 313 178 135 3 3 151 91 8 9 16 24 0 0 0 7 0 1

% 100% 56.87% 43.13% 0.96% 0.96% 48.24% 29.07% 2.56% 2.88% 5.11% 7.67% 0.00% 0.00% 0.00% 2.24% 0.00% 0.32%

Referred

# 105 55 50 1 2 47 35 2 4 5 8 0 0 0 1 0 0

% 100% 52.38% 47.62% 0.95% 1.90% 44.76% 33.33% 1.90% 3.81% 4.76% 7.62% 0.00% 0.00% 0.00% 0.95% 0.00% 0.00%

Selected3

# 54 27 27 1 1 24 20 0 2 2 4 0 0 0 0 0 0

% 100% 50.00% 50.00% 1.85% 1.85% 44.44% 37.04% 0.00% 3.70% 3.70% 7.41% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding an occupational series and grade level that would qualify them for the position posted.

3 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022, including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
176 | EEO PROGRAM STATUS REPORT

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX— 

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

New Hires1

General Attorney (0905)

TOTAL Postings # 88

Voluntarily

Identified

# 3,596 2033 1563 238 237 1217 735 296 351 249 224 8 0 9 12 16 4

% 100% 56.54% 43.46% 6.62% 6.59% 33.84% 20.44% 8.23% 9.76% 6.92% 6.23% 0.22% 0.00% 0.25% 0.33% 0.44% 0.11%

Qualified of 

those Identified

# 3,118 1812 1306 217 165 1109 633 228 296 235 200 0 0 8 9 15 3

% 100% 58.11% 41.89% 6.96% 5.29% 35.57% 20.30% 7.31% 9.49% 7.54% 6.41% 0.00% 0.00% 0.26% 0.29% 0.48% 0.10%

Referred of 

those Qualified

# 796 414 382 32 25 280 246 45 56 55 52 0 0 1 3 1 0

% 100% 52.01% 47.99% 4.02% 3.14% 35.18% 30.90% 5.65% 7.04% 6.91% 6.53% 0.00% 0.00% 0.13% 0.38% 0.13% 0.00%

Selected of 

those Referred2

# 140 67 73 3 2 47 43 4 17 13 10 0 0 0 1 0 0

% 100% 47.86% 52.14% 2.14% 1.43% 33.57% 30.71% 2.86% 12.14% 9.29% 7.14% 0.00% 0.00% 0.00% 0.71% 0.00% 0.00%

0905 General 

Attorney 

Onboarded3

# 130 76 54 0 3 65 36 6 7 5 7 0 0 0 0 0 1

% 100% 58.46% 41.54% 0.00% 2.31% 50.00% 27.69% 4.62% 5.38% 3.85% 5.38% 0.00% 0.00% 0.00% 0.00% 0.00% 0.77%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022, including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

3 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 177

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX— 

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

0510 Accountant

Occupational CLF % 100% 38.97% 61.03% 2.78% 5.18% 29.56% 42.69% 2.75% 5.88% 5.88% 5.80% 0.05% 0.09% 0.10% 0.27% 0.63% 1.12%

SK-09

# 2 1 1 0 0 0 0 0 1 1 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-10

# 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%

SK-11

# 2 1 1 1 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-12

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-13

# 14 4 10 0 0 3 3 0 1 1 6 0 0 0 0 0 0

% 100% 28.57% 71.43% 0.00% 0.00% 21.43% 21.43% 0.00% 7.14% 7.14% 42.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-14

# 573 294 279 21 20 223 165 22 35 27 57 0 0 1 1 0 1

% 100% 51.31% 48.69% 3.66% 3.49% 38.92% 28.80% 3.84% 6.11% 4.71% 9.95% 0.00% 0.00% 0.17% 0.17% 0.00% 0.17%

SK-15

# 95 72 23 4 1 57 16 3 3 8 3 0 0 0 0 0 0

% 100% 75.79% 24.21% 4.21% 1.05% 60.00% 16.84% 3.16% 3.16% 8.42% 3.16% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-16

# 56 33 23 0 1 29 17 1 1 3 3 0 0 0 0 0 1

% 100% 58.93% 41.07% 0.00% 1.79% 51.79% 30.36% 1.79% 1.79% 5.36% 5.36% 0.00% 0.00% 0.00% 0.00% 0.00% 1.79%

SK-17

# 52 36 16 1 0 29 11 2 1 3 4 0 0 1 0 0 0

% 100% 69.23% 30.77% 1.92% 0.00% 55.77% 21.15% 3.85% 1.92% 5.77% 7.69% 0.00% 0.00% 1.92% 0.00% 0.00% 0.00%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

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

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

TOTAL 

Population

# 800 443 357 27 22 343 215 28 44 43 73 0 0 2 1 0 2

% 100% 55.38% 44.63% 3.38% 2.75% 42.88% 26.88% 3.50% 5.50% 5.38% 9.13% 0.00% 0.00% 0.25% 0.13% 0.00% 0.25%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
178 | EEO PROGRAM STATUS REPORT

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX— 

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

Internal Competitive Promotions1

Job Series of Vacancy: Accounting (0510)

Relevant Pool2 % 100% 54.52% 45.48% 3.51% 2.97% 42.11% 27.26% 3.51% 5.53% 5.26% 9.31% 0.00% 0.00% 0.13% 0.13% 0.00% 0.27%

TOTAL Postings # 4

TOTAL

Applications 

Received

# 48 25 23 4 2 8 6 4 10 8 5 0 0 1 0 0 0

% 100% 52.08% 47.92% 8.33% 4.17% 16.67% 12.50% 8.33% 20.83% 16.67% 10.42% 0.00% 0.00% 2.08% 0.00% 0.00% 0.00%

Qualified

# 34 20 14 4 1 6 4 2 5 7 4 0 0 1 0 0 0

% 100% 58.82% 41.18% 11.76% 2.94% 17.65% 11.76% 5.88% 14.71% 20.59% 11.76% 0.00% 0.00% 2.94% 0.00% 0.00% 0.00%

Referred

# 29 16 13 4 1 4 3 2 5 5 4 0 0 1 0 0 0

% 100% 55.17% 44.83% 13.79% 3.45% 13.79% 10.34% 6.90% 17.24% 17.24% 13.79% 0.00% 0.00% 3.45% 0.00% 0.00% 0.00%

Selected3

# 4 1 3 0 0 0 0 1 2 0 1 0 0 0 0 0 0

% 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%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding an occupational series and grade level that would qualify them for the position posted.

3 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022, including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 179

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX— 

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

New Hires1

Accounting (0510)

TOTAL Postings # 8

Voluntarily 

Identified

# 200 104 96 12 6 34 22 31 42 27 23 0 0 0 0 0 3

% 100% 52.00% 48.00% 6.00% 3.00% 17.00% 11.00% 15.50% 21.00% 13.50% 11.50% 0.00% 0.00% 0.00% 0.00% 0.00% 1.50%

Qualified of 

those Identified

# 74 38 36 2 2 18 11 10 12 8 11 0 0 0 0 0 0

% 100% 51.35% 48.65% 2.70% 2.70% 24.32% 14.86% 13.51% 16.22% 10.81% 14.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Referred of 

those Qualified

# 57 33 24 2 1 18 11 7 4 6 8 0 0 0 0 0 0

% 100% 57.89% 42.11% 3.51% 1.75% 31.58% 19.30% 12.28% 7.02% 10.53% 14.04% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of 

those Referred2

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

% 100% 28.57% 71.43% 0.00% 0.00% 14.29% 28.57% 0.00% 0.00% 14.29% 42.86% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

0510 Accounting 

Onboarded3

# 14 7 7 0 0 6 2 0 1 1 4 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 42.86% 14.29% 0.00% 7.14% 7.14% 28.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022, including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

3 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
180 | EEO PROGRAM STATUS REPORT

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

1831 Securities Compliance Examining

Occupational CLF % 100% 53.69% 46.31% 3.88% 4.80% 43.42% 32.84% 3.08% 5.15% 2.32% 2.38% 0.05% 0.06% 0.12% 0.18% 0.82% 0.91%

SK-09

# 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%

SK-10

# 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%

SK-11

# 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0

% 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%

SK-12

# 6 3 3 0 0 0 0 2 0 1 2 0 0 0 0 0 1

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 33.33% 0.00% 16.67% 33.33% 0.00% 0.00% 0.00% 0.00% 0.00% 16.67%

SK-13

# 17 8 9 0 3 6 3 0 1 2 2 0 0 0 0 0 0

% 100% 47.06% 52.94% 0.00% 17.65% 35.29% 17.65% 0.00% 5.88% 11.76% 11.76% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-14

# 195 120 75 10 5 88 40 5 11 16 18 0 0 0 0 1 1

% 100% 61.54% 38.46% 5.13% 2.56% 45.13% 20.51% 2.56% 5.64% 8.21% 9.23% 0.00% 0.00% 0.00% 0.00% 0.51% 0.51%

SK-15

# 65 45 20 5 2 30 12 1 3 9 3 0 0 0 0 0 0

% 100% 69.23% 30.77% 7.69% 3.08% 46.15% 18.46% 1.54% 4.62% 13.85% 4.62% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-16

# 44 34 10 1 0 27 6 1 1 5 3 0 0 0 0 0 0

% 100% 77.27% 22.73% 2.27% 0.00% 61.36% 13.64% 2.27% 2.27% 11.36% 6.82% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-17

# 38 24 14 1 1 15 9 2 2 6 2 0 0 0 0 0 0

% 100% 63.16% 36.84% 2.63% 2.63% 39.47% 23.68% 5.26% 5.26% 15.79% 5.26% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

# 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%

TOTAL

Population

# 367 235 132 17 11 167 71 11 18 39 30 0 0 0 0 1 2

% 100% 64.03% 35.97% 4.63% 3.00% 45.50% 19.35% 3.00% 4.90% 10.63% 8.17% 0.00% 0.00% 0.00% 0.00% 0.27% 0.54%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 181

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX— 

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

Internal Competitive Promotions1

Job Series of Vacancy: Securities Compliance Examining (1831)

Relevant Pool2 % 100% 61.16% 38.84% 4.68% 3.03% 42.42% 19.28% 4.41% 8.26% 9.37% 7.71% 0.00% 0.00% 0.00% 0.00% 0.28% 0.55%

TOTAL Postings # 17

TOTAL

Applications 

Received

# 231 147 84 19 18 64 22 29 29 33 13 0 0 0 0 2 2

% 100% 63.64% 36.36% 8.23% 7.79% 27.71% 9.52% 12.55% 12.55% 14.29% 5.63% 0.00% 0.00% 0.00% 0.00% 0.87% 0.87%

Qualified

# 76 52 24 7 4 28 9 5 3 12 8 0 0 0 0 0 0

% 100% 68.42% 31.58% 9.21% 5.26% 36.84% 11.84% 6.58% 3.95% 15.79% 10.53% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Referred

# 52 34 18 5 3 19 9 3 2 7 4 0 0 0 0 0 0

% 100% 65.38% 34.62% 9.62% 5.77% 36.54% 17.31% 5.77% 3.85% 13.46% 7.69% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected3

# 17 10 7 0 2 7 3 1 2 2 0 0 0 0 0 0 0

% 100% 58.82% 41.18% 0.00% 11.76% 41.18% 17.65% 5.88% 11.76% 11.76% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding an occupational series and grade level that would qualify them for the position posted.

3 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022, including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
182 | EEO PROGRAM STATUS REPORT

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX— 

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

New Hires1

Securities Compliance Examining (1831)

TOTAL Postings # 10

Voluntarily

Identified

# 639 387 252 61 32 158 85 101 103 63 28 0 0 0 1 4 3

% 100% 60.56% 39.44% 9.55% 5.01% 24.73% 13.30% 15.81% 16.12% 9.86% 4.38% 0.00% 0.00% 0.00% 0.16% 0.63% 0.47%

Qualified of 

those Identified

# 317 203 114 28 14 100 44 49 42 24 13 0 0 0 0 2 1

% 100% 64.04% 35.96% 8.83% 4.42% 31.55% 13.88% 15.46% 13.25% 7.57% 4.10% 0.00% 0.00% 0.00% 0.00% 0.63% 0.32%

Referred of 

those Qualified

# 97 68 29 5 3 43 16 13 6 7 4 0 0 0 0 0 0

% 100% 70.10% 29.90% 5.15% 3.09% 44.33% 16.49% 13.40% 6.19% 7.22% 4.12% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of 

those Referred2

# 17 8 9 0 0 7 8 0 0 1 1 0 0 0 0 0 0

% 100% 47.06% 52.94% 0.00% 0.00% 41.18% 47.06% 0.00% 0.00% 5.88% 5.88% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1831 Securities 

Compliance 

Examining 

Onboarded3

# 18 10 8 0 1 6 5 1 0 3 2 0 0 0 0 0 0

% 100% 55.56% 44.44% 0.00% 5.56% 33.33% 27.78% 5.56% 0.00% 16.67% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022, including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

3 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 183

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

2210 Information Technology Management

Occupational CLF % 100% 70.73% 29.27% 4.47% 1.67% 54.08% 21.73% 3.60% 2.53% 7.05% 2.58% 0.06% 0.03% 0.13% 0.06% 1.35% 0.66%

SK-09

# 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%

SK-10

# 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%

SK-11

# 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%

SK-12

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

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

SK-13

# 96 64 32 6 1 27 8 12 15 17 8 0 0 1 0 1 0

% 100% 66.67% 33.33% 6.25% 1.04% 28.13% 8.33% 12.50% 15.63% 17.71% 8.33% 0.00% 0.00% 1.04% 0.00% 1.04% 0.00%

SK-14

# 131 110 21 8 3 48 6 15 5 38 7 0 0 0 0 1 0

% 100% 83.97% 16.03% 6.11% 2.29% 36.64% 4.58% 11.45% 3.82% 29.01% 5.34% 0.00% 0.00% 0.00% 0.00% 0.76% 0.00%

SK-15

# 45 33 12 5 0 16 5 3 5 9 2 0 0 0 0 0 0

% 100% 73.33% 26.67% 11.11% 0.00% 35.56% 11.11% 6.67% 11.11% 20.00% 4.44% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-16

# 26 23 3 0 0 15 1 1 1 6 1 0 0 1 0 0 0

% 100% 88.46% 11.54% 0.00% 0.00% 57.69% 3.85% 3.85% 3.85% 23.08% 3.85% 0.00% 0.00% 3.85% 0.00% 0.00% 0.00%

SK-17

# 13 11 2 0 0 10 0 0 1 1 1 0 0 0 0 0 0

% 100% 84.62% 15.38% 0.00% 0.00% 76.92% 0.00% 0.00% 7.69% 7.69% 7.69% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

# 2 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 0

% 100% 100% 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%

TOTAL

Population

# 318 245 73 19 4 117 20 34 30 71 19 0 0 2 0 2 0

% 100% 77.04% 22.96% 5.97% 1.26% 36.79% 6.29% 10.69% 9.43% 22.33% 5.97% 0.00% 0.00% 0.63% 0.00% 0.63% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
184 | EEO PROGRAM STATUS REPORT

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX— 

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

Internal Competitive Promotions1

Job Series of Vacancy: Information Technology Management (2210)

Relevant Pool2 % 100% 76.57% 23.43% 6.27% 1.32% 34.98% 6.60% 10.89% 9.57% 23.10% 5.94% 0.00% 0.00% 0.66% 0.00% 0.66% 0.00%

TOTAL Postings # 9

TOTAL

Applications 

Received

# 592 431 161 33 14 127 47 97 50 167 45 0 0 1 0 6 5

% 100% 72.80% 27.20% 5.57% 2.36% 21.45% 7.94% 16.39% 8.45% 28.21% 7.60% 0.00% 0.00% 0.17% 0.00% 1.01% 0.84%

Qualified

# 312 234 78 18 6 81 27 38 21 95 23 0 0 0 0 2 1

% 100% 75.00% 25.00% 5.77% 1.92% 25.96% 8.65% 12.18% 6.73% 30.45% 7.37% 0.00% 0.00% 0.00% 0.00% 0.64% 0.32%

Referred

# 303 231 72 18 6 80 25 36 17 95 23 0 0 0 0 2 1

% 100% 76.24% 23.76% 5.94% 1.98% 26.40% 8.25% 11.88% 5.61% 31.35% 7.59% 0.00% 0.00% 0.00% 0.00% 0.66% 0.33%

Selected3

# 6 4 2 0 0 3 0 0 1 1 1 0 0 0 0 0 0

% 100% 66.67% 33.33% 0.00% 0.00% 50.00% 0.00% 0.00% 16.67% 16.67% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding an occupational series and grade level that would qualify them for the position posted.

3 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022, including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 185

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX— 

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

New Hires1

Information Technology Management (2210)

TOTAL Postings # 12

Voluntarily

Identified

# 1,091 845 246 70 25 255 54 248 94 254 66 1 0 6 3 11 4

% 100% 77.45% 22.55% 6.42% 2.29% 23.37% 4.95% 22.73% 8.62% 23.28% 6.05% 0.09% 0.00% 0.55% 0.27% 1.01% 0.37%

Qualified of 

those Identified

# 631 497 134 38 13 166 35 145 44 139 37 1 0 4 2 4 3

% 100% 78.76% 21.24% 6.02% 2.06% 26.31% 5.55% 22.98% 6.97% 22.03% 5.86% 0.16% 0.00% 0.63% 0.32% 0.63% 0.48%

Referred of 

those Qualified

# 82 64 18 3 1 28 4 6 4 27 9 0 0 0 0 0 0

% 100% 78.05% 21.95% 3.66% 1.22% 34.15% 4.88% 7.32% 4.88% 32.93% 10.98% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of 

those Referred2

# 8 6 2 0 0 5 0 0 0 1 2 0 0 0 0 0 0

% 100% 75.00% 25.00% 0.00% 0.00% 62.50% 0.00% 0.00% 0.00% 12.50% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

2210 Information 

Technology 

Management 

Onboarded3

# 20 17 3 1 0 10 1 2 0 4 2 0 0 0 0 0 0

% 100% 85.00% 15.00% 5.00% 0.00% 50.00% 5.00% 10.00% 0.00% 20.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022, including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

3 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
186 | EEO PROGRAM STATUS REPORT

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

0110 Economist

Occupational CLF % 100% 68.11% 31.89% 5.43% 1.92% 52.53% 23.99% 3.90% 1.70% 4.98% 3.02% 0.07% 0.00% 0.10% 0.41% 1.15% 0.86%

SK-09

# 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%

SK-10

# 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%

SK-11

# 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%

SK-12

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-13

# 9 6 3 1 0 2 1 3 0 0 2 0 0 0 0 0 0

% 100% 66.67% 33.33% 11.11% 0.00% 22.22% 11.11% 33.33% 0.00% 0.00% 22.22% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-14

# 62 47 15 2 1 33 9 1 0 11 5 0 0 0 0 0 0

% 100% 75.81% 24.19% 3.23% 1.61% 53.23% 14.52% 1.61% 0.00% 17.74% 8.06% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-15

# 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-16

# 19 13 6 1 0 9 4 1 0 1 2 0 0 1 0 0 0

% 100% 68.42% 31.58% 5.26% 0.00% 47.37% 21.05% 5.26% 0.00% 5.26% 10.53% 0.00% 0.00% 5.26% 0.00% 0.00% 0.00%

SK-17

# 12 8 4 1 1 7 3 0 0 0 0 0 0 0 0 0 0

% 100% 66.67% 33.33% 8.33% 8.33% 58.33% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

# 2 1 1 0 0 1 0 0 0 0 1 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL

Population

# 106 76 30 5 2 53 18 5 0 12 10 0 0 1 0 0 0

% 100% 71.70% 28.30% 4.72% 1.89% 50.00% 16.98% 4.72% 0.00% 11.32% 9.43% 0.00% 0.00% 0.94% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 187

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

Internal Competitive Promotions1

Job Series of Vacancy: Economist (0110)

Relevant Pool2 % 100% 72.83% 27.17% 4.35% 1.09% 48.91% 16.30% 5.43% 0.00% 13.04% 9.78% 0.00% 0.00% 1.09% 0.00% 0.00% 0.00%

TOTAL Postings # 1

TOTAL

Applications

Received

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Referred

# 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected3

# 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding an occupational series and grade level that would qualify them for the position posted.

3 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022, including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
188 | EEO PROGRAM STATUS REPORT

TABLE A6P: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

PERMANENT WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

PERMANENT

TOTAL 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

New Hires1

Economist (0110)

TOTAL Postings # 3

Voluntarily

Identified

# 434 295 139 36 16 130 52 71 36 52 32 0 0 5 1 1 2

% 100% 67.97% 32.03% 8.29% 3.69% 29.95% 11.98% 16.36% 8.29% 11.98% 7.37% 0.00% 0.00% 1.15% 0.23% 0.23% 0.46%

Qualified of 

those Identified

# 389 267 122 33 15 123 49 63 26 44 30 0 0 3 1 1 1

% 100% 68.64% 31.36% 8.48% 3.86% 31.62% 12.60% 16.20% 6.68% 11.31% 7.71% 0.00% 0.00% 0.77% 0.26% 0.26% 0.26%

Referred of 

those Qualified

# 33 22 11 2 0 12 7 2 0 5 4 0 0 1 0 0 0

% 100% 66.67% 33.33% 6.06% 0.00% 36.36% 21.21% 6.06% 0.00% 15.15% 12.12% 0.00% 0.00% 3.03% 0.00% 0.00% 0.00%

Selected of 

those Referred2

# 4 2 2 1 0 1 2 0 0 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 25.00% 0.00% 25.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

0110 Economist 

Onboarded3

# 15 12 3 1 0 8 3 0 0 3 0 0 0 0 0 0 0

% 100% 80.00% 20.00% 6.67% 0.00% 53.33% 20.00% 0.00% 0.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022, including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

3 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 189

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

0905 General Attorney

Occupational CLF % 100% 62.64% 37.36% 3.09% 2.57% 54.38% 28.67% 2.26% 3.01% 1.92% 2.18% 0.02% 0.01% 0.11% 0.10% 0.87% 0.82%

SK-09

# 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%

SK-10

# 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%

SK-11

# 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%

SK-12

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-13

# 1 1 0 0 0 0 0 0 0 1 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-14

# 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%

SK-15

# 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%

SK-16

# 11 7 4 0 0 5 4 2 0 0 0 0 0 0 0 0 0

% 100% 63.64% 36.36% 0.00% 0.00% 45.45% 36.36% 18.18% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-17

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

# 20 12 8 1 0 6 7 2 1 3 0 0 0 0 0 0 0

% 100% 60.00% 40.00% 5.00% 0.00% 30.00% 35.00% 10.00% 5.00% 15.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL 

Population

# 34 20 14 1 0 11 13 4 1 4 0 0 0 0 0 0 0

% 100% 58.82% 41.18% 2.94% 0.00% 32.35% 38.24% 11.76% 2.94% 11.76% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
190 | EEO PROGRAM STATUS REPORT

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

Internal Competitive Promotions1

Job Series of Vacancy: General Attorney (0905)

Relevant Pool2 % 100% 53.88% 46.12% 2.31% 2.56% 43.43% 31.84% 3.20% 4.04% 4.80% 7.11% 0.00% 0.00% 0.13% 0.19% 0.00% 0.38%

TOTAL Postings # 19

TOTAL

Applications 

Received

# 82 46 36 0 1 39 22 3 3 4 6 0 0 0 4 0 0

% 100% 56.10% 43.90% 0.00% 1.22% 47.56% 26.83% 3.66% 3.66% 4.88% 7.32% 0.00% 0.00% 0.00% 4.88% 0.00% 0.00%

Qualified

# 72 40 32 0 0 35 22 2 3 3 6 0 0 0 1 0 0

% 100% 55.56% 44.44% 0.00% 0.00% 48.61% 30.56% 2.78% 4.17% 4.17% 8.33% 0.00% 0.00% 0.00% 1.39% 0.00% 0.00%

Referred

# 39 20 19 0 0 18 14 1 2 1 3 0 0 0 0 0 0

% 100% 51.28% 48.72% 0.00% 0.00% 46.15% 35.90% 2.56% 5.13% 2.56% 7.69% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 22 11 11 0 0 10 9 1 0 0 2 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 45.45% 40.91% 4.55% 0.00% 0.00% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding an occupational series and grade level that would qualify them for the position posted.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 191

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

New Hires1

General Attorney (0905)

TOTAL Postings # 6

Voluntarily

Identified

# 136 82 54 9 7 50 27 10 6 7 11 0 0 3 2 3 1

% 100% 60.29% 39.71% 6.62% 5.15% 36.76% 19.85% 7.35% 4.41% 5.15% 8.09% 0.00% 0.00% 2.21% 1.47% 2.21% 0.74%

Qualified of 

those Identified

# 122 74 48 9 6 46 24 9 6 5 10 0 0 2 1 3 1

% 100% 60.66% 39.34% 7.38% 4.92% 37.70% 19.67% 7.38% 4.92% 4.10% 8.20% 0.00% 0.00% 1.64% 0.82% 2.46% 0.82%

Referred of 

those Qualified

# 24 18 6 2 1 11 2 3 0 2 1 0 0 0 1 0 1

% 100% 75.00% 25.00% 8.33% 4.17% 45.83% 8.33% 12.50% 0.00% 8.33% 4.17% 0.00% 0.00% 0.00% 4.17% 0.00% 4.17%

Selected of 

those Referred2

# 4 3 1 1 0 2 1 0 0 0 0 0 0 0 0 0 0

% 100% 75.00% 25.00% 25.00% 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%

0905 General 

Attorney 

Onboarded3

# 9 6 3 1 0 4 3 1 0 0 0 0 0 0 0 0 0

% 100% 66.67% 33.33% 11.11% 0.00% 44.44% 33.33% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022.

3 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
192 | EEO PROGRAM STATUS REPORT

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

0510 Accountant

Occupational CLF % 100% 38.97% 61.03% 2.78% 5.18% 29.56% 42.69% 2.75% 5.88% 5.88% 5.80% 0.05% 0.09% 0.10% 0.27% 0.63% 1.12%

SK-09

# 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%

SK-10

# 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%

SK-11

# 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%

SK-12

# 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%

SK-13

# 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%

SK-14

# 4 3 1 0 0 3 1 0 0 0 0 0 0 0 0 0 0

% 100% 75.00% 25.00% 0.00% 0.00% 75.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-15

# 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%

SK-16

# 15 9 6 0 0 9 5 0 0 0 1 0 0 0 0 0 0

% 100% 60.00% 40.00% 0.00% 0.00% 60.00% 33.33% 0.00% 0.00% 0.00% 6.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-17

# 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%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

# 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%

TOTAL 

Population

# 19 12 7 0 0 12 6 0 0 0 1 0 0 0 0 0 0

% 100% 63.16% 36.84% 0.00% 0.00% 63.16% 31.58% 0.00% 0.00% 0.00% 5.26% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 193

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

Internal Competitive Promotions1

Job Series of Vacancy: Accounting (0510)

Relevant Pool2 % 100% 54.52% 45.48% 3.51% 2.97% 42.11% 27.26% 3.51% 5.53% 5.26% 9.31% 0.00% 0.00% 0.13% 0.13% 0.00% 0.27%

TOTAL Postings # 0

TOTAL

Applications 

Received

# 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%

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%

Referred

# 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%

Selected3

# 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%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding an occupational series and grade level that would qualify them for the position posted.

3 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
194 | EEO PROGRAM STATUS REPORT

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

New Hires1

Accounting (0510)

TOTAL Postings # 2

Voluntarily 

Identified

# 4 1 3 0 0 1 1 0 1 0 1 0 0 0 0 0 0

% 100% 25.00% 75.00% 0.00% 0.00% 25.00% 25.00% 0.00% 25.00% 0.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified of 

those Identified

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

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

Referred of 

those Qualified

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

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

Selected of 

those Referred2

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

0510 Accounting 

Onboarded3

# 11 6 5 0 0 5 4 0 0 1 1 0 0 0 0 0 0

% 100% 54.55% 45.45% 0.00% 0.00% 45.45% 36.36% 0.00% 0.00% 9.09% 9.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022.

3 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 195

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

1831 Securities Compliance Examining

Occupational CLF % 100% 53.69% 46.31% 3.88% 4.80% 43.42% 32.84% 3.08% 5.15% 2.32% 2.38% 0.05% 0.06% 0.12% 0.18% 0.82% 0.91%

SK-09

# 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%

SK-10

# 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%

SK-11

# 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%

SK-12

# 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%

SK-13

# 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%

SK-14

# 5 4 1 0 0 3 1 0 0 1 0 0 0 0 0 0 0

% 100% 80.00% 20.00% 0.00% 0.00% 60.00% 20.00% 0.00% 0.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-15

# 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%

SK-16

# 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%

SK-17

# 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%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

# 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%

TOTAL

Population

# 5 4 1 0 0 3 1 0 0 1 0 0 0 0 0 0 0

% 100% 80.00% 20.00% 0.00% 0.00% 60.00% 20.00% 0.00% 0.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
196 | EEO PROGRAM STATUS REPORT

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

Internal Competitive Promotions1

Job Series of Vacancy: Securities Compliance Examining (1831)

Relevant Pool2 % 100% 61.16% 38.84% 4.68% 3.03% 42.42% 19.28% 4.41% 8.26% 9.37% 7.71% 0.00% 0.00% 0.00% 0.00% 0.28% 0.55%

TOTAL Postings # 1

TOTAL

Applications 

Received

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Referred

# 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected3

# 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding an occupational series and grade level that would qualify them for the position posted.

3 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 197

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

New Hires1

Securities Compliance Examining (1831)

TOTAL Postings # 0

Voluntarily

Identified

# 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%

Qualified of 

those Identified

# 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%

Referred of 

those 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 of 

those Referred2

# 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%

1831 Securities 

Compliance 

Examining 

Onboarded3

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022.

3 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
198 | EEO PROGRAM STATUS REPORT

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

2210 Information Technology Management

Occupational CLF % 100% 70.73% 29.27% 4.47% 1.67% 54.08% 21.73% 3.60% 2.53% 7.05% 2.58% 0.06% 0.03% 0.13% 0.06% 1.35% 0.66%

SK-09

# 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%

SK-10

# 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%

SK-11

# 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%

SK-12

# 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%

SK-13

# 4 2 2 0 0 0 0 1 1 1 1 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 25.00% 25.00% 25.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-14

# 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%

SK-15

# 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%

SK-16

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-17

# 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%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

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

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

TOTAL

Population

# 8 4 4 0 0 2 1 1 1 1 2 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 25.00% 12.50% 12.50% 12.50% 12.50% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 199

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

Internal Competitive Promotions1

Job Series of Vacancy: Information Technology Management (2210)

Relevant Pool2 % 100% 76.57% 23.43% 6.27% 1.32% 34.98% 6.60% 10.89% 9.57% 23.10% 5.94% 0.00% 0.00% 0.66% 0.00% 0.66% 0.00%

TOTAL Postings # 1

TOTAL

Applications 

Received

# 31 25 6 3 1 7 3 7 0 8 2 0 0 0 0 0 0

% 100% 80.65% 19.35% 9.68% 3.23% 22.58% 9.68% 22.58% 0.00% 25.81% 6.45% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Referred

# 2 2 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0

% 100% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected3

# 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%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding an occupational series and grade level that would qualify them for the position posted.

3 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
200 | EEO PROGRAM STATUS REPORT

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

New Hires1

Information Technology Management (2210)

TOTAL Postings # 0

Voluntarily

Identified

# 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%

Qualified of 

those Identified

# 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%

Referred of 

those 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 of 

those Referred2

# 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%

2210 Information 

Technology 

Management 

Onboarded3

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

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

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022.

3 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 201

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

0110 Economist

Occupational CLF % 100% 68.11% 31.89% 5.43% 1.92% 52.53% 23.99% 3.90% 1.70% 4.98% 3.02% 0.07% 0.00% 0.10% 0.41% 1.15% 0.86%

SK-09

# 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%

SK-10

# 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%

SK-11

# 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%

SK-12

# 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%

SK-13

# 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%

SK-14

# 10 7 3 0 0 6 1 0 0 1 2 0 0 0 0 0 0

% 100% 70.00% 30.00% 0.00% 0.00% 60.00% 10.00% 0.00% 0.00% 10.00% 20.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-15

# 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%

SK-16

# 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%

SK-17

# 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%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

# 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%

TOTAL

Population

# 12 9 3 0 0 8 1 0 0 1 2 0 0 0 0 0 0

% 100% 75.00% 25.00% 0.00% 0.00% 66.67% 8.33% 0.00% 0.00% 8.33% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
202 | EEO PROGRAM STATUS REPORT

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

Internal Competitive Promotions1

Job Series of Vacancy: Economist (0110)

Relevant Pool2 % 100% 72.83% 27.17% 4.35% 1.09% 48.91% 16.30% 5.43% 0.00% 13.04% 9.78% 0.00% 0.00% 1.09% 0.00% 0.00% 0.00%

TOTAL Postings # 1

TOTAL

Applications

Received

# 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0

% 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%

Qualified

# 2 1 1 0 0 1 1 0 0 0 0 0 0 0 0 0 0

% 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%

Referred

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected3

# 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding an occupational series and grade level that would qualify them for the position posted.

3 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 203

TABLE A6T: PARTICIPATION IN MISSION CRITICAL OCCUPATIONS: DISTRIBUTION BY RACE/ETHNICITY AND SEX—

TEMPORARY WORKFORCE—PAY PERIOD 202222 continued

SK, SO, AND 

RELATED GRADES

TEMPORARY

TOTAL 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

New Hires1

Economist (0110)

TOTAL Postings # 1

Voluntarily

Identified

# 12 8 4 0 0 4 0 0 0 4 4 0 0 0 0 0 0

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

Qualified of 

those Identified

# 10 6 4 0 0 2 0 0 0 4 4 0 0 0 0 0 0

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

Referred of 

those Qualified

# 10 6 4 0 0 2 0 0 0 4 4 0 0 0 0 0 0

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

Selected of 

those Referred2

# 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%

0110 Economist 

Onboarded3

# 12 9 3 0 0 8 1 0 0 1 2 0 0 0 0 0 0

% 100% 75.00% 25.00% 0.00% 0.00% 66.67% 8.33% 0.00% 0.00% 8.33% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 202222 (i.e., between 10/1/2021 and 09/30/2022). Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction. Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 9/30/2022.

3 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
204 | EEO PROGRAM STATUS REPORT

TABLE A7: PARTICIPATION RATES FOR SENIOR GRADE LEVELS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222

SENIOR GRADE 

LEVEL WORKFORCE

PERMANENT

TOTAL 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

Upward Mobility 

Benchmark 100% 54.89% 45.11% 3.21% 2.84% 40.08% 25.25% 4.44% 9.44% 6.82% 7.04% 0.00% 0.02% 0.22% 0.10% 0.12% 0.42%

GS Equivalent Senior Grade Levels

TOTAL 

Senior Grade

# 4,064 2,295 1,769 136 106 1,672 1,040 184 308 289 296 0 1 9 4 5 14

% 100% 56.47% 43.53% 3.35% 2.61% 41.14% 25.59% 4.53% 7.58% 7.11% 7.28% 0.00% 0.02% 0.22% 0.10% 0.12% 0.34%

Internal Competitive Promotions1

TOTAL All Senior Grade Levels

TOTAL

Postings # 123

TOTAL

Applications 

Received

# 3,745 2,053 1,692 200 181 846 446 556 827 417 181 3 1 10 15 21 41

% 100% 54.82% 45.18% 5.34% 4.83% 22.59% 11.91% 14.85% 22.08% 11.13% 4.83% 0.08% 0.03% 0.27% 0.40% 0.56% 1.09%

Qualified

# 2,001 1,087 914 103 72 524 283 237 422 208 112 1 0 6 8 8 17

% 100% 54.32% 45.68% 5.15% 3.60% 26.19% 14.14% 11.84% 21.09% 10.39% 5.60% 0.05% 0.00% 0.30% 0.40% 0.40% 0.85%

Referred

# 1,617 888 729 92 63 384 206 218 357 182 87 1 0 6 2 5 14

% 100% 54.92% 45.08% 5.69% 3.90% 23.75% 12.74% 13.48% 22.08% 11.26% 5.38% 0.06% 0.00% 0.37% 0.12% 0.31% 0.87%

Selected

# 119 56 63 2 4 40 34 7 14 6 11 0 0 1 0 0 0

% 100% 47.06% 52.94% 1.68% 3.36% 33.61% 28.57% 5.88% 11.76% 5.04% 9.24% 0.00% 0.00% 0.84% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 09/30/2022 (i.e., between 10/1/2021 and 09/30/2022).Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction.Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 205

TABLE A7: PARTICIPATION RATES FOR SENIOR GRADE LEVELS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

SENIOR GRADE 

LEVEL WORKFORCE

PERMANENT

TOTAL 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

New Hires

TOTAL All Senior Grade Levels

TOTAL Postings # 138

Voluntarily

Identified

# 6,802 4,156 2,646 489 322 1,892 893 948 967 762 407 4 2 23 20 38 35

% 100% 61.10% 38.90% 7.19% 4.73% 27.82% 13.13% 13.94% 14.22% 11.20% 5.98% 0.06% 0.03% 0.34% 0.29% 0.56% 0.51%

Qualified of 

those Identified

# 4,908 3,036 1,872 341 227 1,546 721 606 591 496 300 4 0 17 14 26 19

% 100% 61.86% 38.14% 6.95% 4.63% 31.50% 14.69% 12.35% 12.04% 10.11% 6.11% 0.08% 0.00% 0.35% 0.29% 0.53% 0.39%

Referred of 

those Qualified

# 1,171 706 465 67 37 401 221 116 104 113 94 0 0 3 3 6 6

% 100% 60.29% 39.71% 5.72% 3.16% 34.24% 18.87% 9.91% 8.88% 9.65% 8.03% 0.00% 0.00% 0.26% 0.26% 0.51% 0.51%

Selected of 

those Referred1

# 132 73 59 7 1 51 37 6 3 9 17 0 0 0 1 0 0

% 100% 55.30% 44.70% 5.30% 0.76% 38.64% 28.03% 4.55% 2.27% 6.82% 12.88% 0.00% 0.00% 0.00% 0.76% 0.00% 0.00%

TOTAL 

ONBOARDED2

# 207 120 87 3 5 88 50 13 13 16 19 0 0 0 0 0 0

% 100% 57.97% 42.03% 1.45% 2.42% 42.51% 24.15% 6.28% 6.28% 7.73% 9.18% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Career Development Programs

Career Development Programs for All Senior Grade Level Jobs

Slots3 # 0

Applied

# 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%

Participants

# 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%

1 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 09/30/2022 including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

2 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal 

year because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

3 Slots shows the total number of available training slots for career development programs targeted each GS-equivalent grade level. During FY 2022, no career development programs were offered meeting the 

table’s definition.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
206 | EEO PROGRAM STATUS REPORT

TABLE A7: PARTICIPATION RATES FOR SENIOR GRADE LEVELS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

SENIOR GRADE 

LEVEL WORKFORCE

PERMANENT

TOTAL 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

SES Equivalent Senior Grade Levels

Exec SES 

Equivalent

# 127 70 57 9 1 56 40 4 9 1 5 0 0 0 0 0 2

% 100% 55.12% 44.88% 7.09% 0.79% 44.09% 31.50% 3.15% 7.09% 0.79% 3.94% 0.00% 0.00% 0.00% 0.00% 0.00% 1.57%

Internal Competitive Promotions1

Exec 

Relevant Pool2 % 100% 57.87% 42.13% 3.25% 2.49% 42.92% 26.24% 4.07% 5.57% 7.32% 7.38% 0.00% 0.03% 0.20% 0.11% 0.11% 0.31%

TOTAL Postings # 1

TOTAL

Applications 

Received

# 2 1 1 0 0 0 0 1 1 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 2 1 1 0 0 0 0 1 1 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Referred

# 2 1 1 0 0 0 0 1 1 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 09/30/2022 (i.e., between 10/1/2021 and 09/30/2022).Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction.Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool lincludes all employees holding a grade level that would qualify them for the position posted.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 207

TABLE A7: PARTICIPATION RATES FOR SENIOR GRADE LEVELS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

SENIOR GRADE 

LEVEL WORKFORCE

PERMANENT

TOTAL 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

New Hires

SES Equivalent Grade Level

TOTAL Postings # 16

Voluntarily

Identified

# 148 86 62 6 12 51 23 18 17 10 8 0 0 0 2 1 0

% 100% 58.11% 41.89% 4.05% 8.11% 34.46% 15.54% 12.16% 11.49% 6.76% 5.41% 0.00% 0.00% 0.00% 1.35% 0.68% 0.00%

Qualified of 

those Identified

# 91 58 33 4 4 43 17 6 7 5 5 0 0 0 0 0 0

% 100% 63.74% 36.26% 4.40% 4.40% 47.25% 18.68% 6.59% 7.69% 5.49% 5.49% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Referred of 

those Qualified

# 50 36 14 2 1 27 8 3 2 4 3 0 0 0 0 0 0

% 100% 72.00% 28.00% 4.00% 2.00% 54.00% 16.00% 6.00% 4.00% 8.00% 6.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of 

those Referred1

# 11 6 5 0 0 5 3 0 0 1 2 0 0 0 0 0 0

% 100% 54.55% 45.45% 0.00% 0.00% 45.45% 27.27% 0.00% 0.00% 9.09% 18.18% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Exec Onboarded2 # 4 3 1 0 0 3 1 0 0 0 0 0 0 0 0 0 0

% 100% 75.00% 25.00% 0.00% 0.00% 75.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Career Development Programs

Career Development Programs for SES Equivalent Jobs

Relevant Pool % 100% 56.52% 43.48% 3.23% 2.67% 41.05% 25.40% 4.57% 7.59% 7.32% 7.39% 0.00% 0.03% 0.23% 0.10% 0.13% 0.30%

Slots3 # 0

Applied

# 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%

Participants

# 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%

1 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 09/30/2022 including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

2 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal 

year because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

3 Slots shows the total number of available training slots for career development programs targeted each GS-equivalent grade level. During FY 2022, no career development programs were offered meeting the 

table’s definition.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
208 | EEO PROGRAM STATUS REPORT

TABLE A7: PARTICIPATION RATES FOR SENIOR GRADE LEVELS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

SENIOR GRADE 

LEVEL WORKFORCE

PERMANENT

TOTAL 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

GS-15 Equivalent Senior Grade Levels

GS-15 Equivalent

# 765 473 292 30 13 361 184 24 50 57 43 0 1 1 0 0 1

% 100% 61.83% 38.17% 3.92% 1.70% 47.19% 24.05% 3.14% 6.54% 7.45% 5.62% 0.00% 0.13% 0.13% 0.00% 0.00% 0.13%

Internal Competitive Promotions1

GS-15

Relevant Pool2 % 100% 57.57% 42.43% 3.41% 2.64% 42.11% 26.10% 4.30% 5.67% 7.45% 7.54% 0.00% 0.00% 0.19% 0.13% 0.13% 0.35%

TOTAL Postings # 52

TOTAL

Applications 

Received

# 1,180 737 443 55 47 349 149 157 174 166 65 2 0 3 1 5 7

% 100% 62.46% 37.54% 4.66% 3.98% 29.58% 12.63% 13.31% 14.75% 14.07% 5.51% 0.17% 0.00% 0.25% 0.08% 0.42% 0.59%

Qualified

# 741 472 269 30 18 261 104 76 93 100 50 1 0 2 0 2 4

% 100% 63.70% 36.30% 4.05% 2.43% 35.22% 14.04% 10.26% 12.55% 13.50% 6.75% 0.13% 0.00% 0.27% 0.00% 0.27% 0.54%

Referred

# 579 368 211 26 14 182 69 71 86 85 38 1 0 2 0 1 4

% 100% 63.56% 36.44% 4.49% 2.42% 31.43% 11.92% 12.26% 14.85% 14.68% 6.56% 0.17% 0.00% 0.35% 0.00% 0.17% 0.69%

Selected

# 57 31 26 1 2 26 15 1 5 3 4 0 0 0 0 0 0

% 100% 54.39% 45.61% 1.75% 3.51% 45.61% 26.32% 1.75% 8.77% 5.26% 7.02% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 09/30/2022 (i.e., between 10/1/2021 and 09/30/2022).Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction.Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool lincludes all employees holding a grade level that would qualify them for the position posted.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 209

TABLE A7: PARTICIPATION RATES FOR SENIOR GRADE LEVELS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

SENIOR GRADE 

LEVEL WORKFORCE

PERMANENT

TOTAL 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

New Hires

GS-15 Equivalent Grade Level

TOTAL Postings # 22

Voluntarily 

Identified

# 570 395 175 38 23 184 76 87 51 84 22 0 0 1 3 1 0

% 100% 69.30% 30.70% 6.67% 4.04% 32.28% 13.33% 15.26% 8.95% 14.74% 3.86% 0.00% 0.00% 0.18% 0.53% 0.18% 0.00%

Qualified of 

those Identified

# 427 307 120 27 14 149 57 66 31 63 15 0 0 1 3 1 0

% 100% 71.90% 28.10% 6.32% 3.28% 34.89% 13.35% 15.46% 7.26% 14.75% 3.51% 0.00% 0.00% 0.23% 0.70% 0.23% 0.00%

Referred of 

those Qualified

# 92 58 34 5 4 41 17 4 8 8 3 0 0 0 2 0 0

% 100% 63.04% 36.96% 5.43% 4.35% 44.57% 18.48% 4.35% 8.70% 8.70% 3.26% 0.00% 0.00% 0.00% 2.17% 0.00% 0.00%

Selected of 

those Referred1

# 9 5 4 0 0 4 3 0 1 1 0 0 0 0 0 0 0

% 100% 55.56% 44.44% 0.00% 0.00% 44.44% 33.33% 0.00% 11.11% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

GS-15 

Onboarded2

# 7 4 3 0 1 3 1 1 1 0 0 0 0 0 0 0 0

% 100% 57.14% 42.86% 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%

Career Development Programs

Career Development Programs for SK 15 – 17

Relevant Pool % 100% 57.87% 42.13% 3.25% 2.49% 42.92% 26.24% 4.07% 5.57% 7.32% 7.38% 0.00% 0.03% 0.20% 0.11% 0.11% 0.31%

Slots3 # 0

Applied

# 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%

Participants

# 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%

1 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 09/30/2022 including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

2 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal 

year because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

3 Slots shows the total number of available training slots for career development programs targeted each GS-equivalent grade level. During FY 2022, no career development programs were offered meeting the 

table’s definition.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
210 | EEO PROGRAM STATUS REPORT

TABLE A7: PARTICIPATION RATES FOR SENIOR GRADE LEVELS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

SENIOR GRADE 

LEVEL WORKFORCE

PERMANENT

TOTAL 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

GS-14 Equivalent Senior Grade Levels

GS-14 Equivalent

# 2,772 1,574 1,198 85 75 1,157 744 120 147 202 218 0 0 6 4 4 10

% 100% 56.78% 43.22% 3.07% 2.71% 41.74% 26.84% 4.33% 5.30% 7.29% 7.86% 0.00% 0.00% 0.22% 0.14% 0.14% 0.36%

Internal Competitive Promotions1

GS-14

Relevant Pool2 % 100% 55.07% 44.93% 3.80% 3.16% 38.24% 24.64% 5.15% 8.82% 7.54% 7.91% 0.00% 0.00% 0.17% 0.07% 0.17% 0.34%

TOTAL Postings # 54

TOTAL

Applications 

Received

# 1,722 974 748 103 91 386 203 259 335 212 87 1 0 4 11 9 21

% 100% 56.56% 43.44% 5.98% 5.28% 22.42% 11.79% 15.04% 19.45% 12.31% 5.05% 0.06% 0.00% 0.23% 0.64% 0.52% 1.22%

Qualified

# 727 403 324 45 29 183 111 83 128 88 43 0 0 2 7 2 6

% 100% 55.43% 44.57% 6.19% 3.99% 25.17% 15.27% 11.42% 17.61% 12.10% 5.91% 0.00% 0.00% 0.28% 0.96% 0.28% 0.83%

Referred

# 555 318 237 38 25 126 73 71 105 80 30 0 0 2 1 1 3

% 100% 57.30% 42.70% 6.85% 4.50% 22.70% 13.15% 12.79% 18.92% 14.41% 5.41% 0.00% 0.00% 0.36% 0.18% 0.18% 0.54%

Selected

# 48 22 26 1 2 13 16 4 3 3 5 0 0 1 0 0 0

% 100% 45.83% 54.17% 2.08% 4.17% 27.08% 33.33% 8.33% 6.25% 6.25% 10.42% 0.00% 0.00% 2.08% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 09/30/2022 (i.e., between 10/1/2021 and 09/30/2022).Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction.Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool lincludes all employees holding a grade level that would qualify them for the position posted.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 211

TABLE A7: PARTICIPATION RATES FOR SENIOR GRADE LEVELS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

SENIOR GRADE 

LEVEL WORKFORCE

PERMANENT

TOTAL 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

New Hires

GS-14 Equivalent Grade Levels

TOTAL Postings # 79

Voluntarily

Identified

# 4,136 2,612 1,524 278 186 1,173 540 572 491 545 279 2 0 16 13 26 15

% 100% 63.15% 36.85% 6.72% 4.50% 28.36% 13.06% 13.83% 11.87% 13.18% 6.75% 0.05% 0.00% 0.39% 0.31% 0.63% 0.36%

Qualified of 

those Identified

# 2,953 1,862 1,091 186 126 955 430 354 316 338 203 2 0 11 10 16 6

% 100% 63.05% 36.95% 6.30% 4.27% 32.34% 14.56% 11.99% 10.70% 11.45% 6.87% 0.07% 0.00% 0.37% 0.34% 0.54% 0.20%

Referred of 

those Qualified

# 670 403 267 35 18 232 147 54 34 79 67 0 0 2 1 1 0

% 100% 60.15% 39.85% 5.22% 2.69% 34.63% 21.94% 8.06% 5.07% 11.79% 10.00% 0.00% 0.00% 0.30% 0.15% 0.15% 0.00%

Selected of 

those Referred1

# 77 43 34 4 0 27 20 5 0 7 13 0 0 0 1 0 0

% 100% 55.84% 44.16% 5.19% 0.00% 35.06% 25.97% 6.49% 0.00% 9.09% 16.88% 0.00% 0.00% 0.00% 1.30% 0.00% 0.00%

GS-14 

Onboarded2

# 109 69 40 1 0 48 27 7 2 13 11 0 0 0 0 0 0

% 100% 63.30% 36.70% 0.92% 0.00% 44.04% 24.77% 6.42% 1.83% 11.93% 10.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Career Development Programs

Career Development Programs for SK 13 – 14

Relevant Pool % 100% 56.10% 43.90% 3.36% 2.82% 40.12% 25.18% 4.83% 7.91% 7.43% 7.54% 0.00% 0.00% 0.23% 0.11% 0.14% 0.34%

Slots3 # 0

Applied

# 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%

Participants

# 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%

1 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 09/30/2022 including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

2 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal 

year because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

3 Slots shows the total number of available training slots for career development programs targeted each GS-equivalent grade level. During FY 2022, no career development programs were offered meeting the 

table’s definition.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
212 | EEO PROGRAM STATUS REPORT

TABLE A7: PARTICIPATION RATES FOR SENIOR GRADE LEVELS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

SENIOR GRADE 

LEVEL WORKFORCE

PERMANENT

TOTAL 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

GS-13 Equivalent Senior Grade Levels

GS-13 Equivalent

# 400 178 222 12 17 98 72 36 102 29 30 0 0 2 0 1 1

% 100% 44.50% 55.50% 3.00% 4.25% 24.50% 18.00% 9.00% 25.50% 7.25% 7.50% 0.00% 0.00% 0.50% 0.00% 0.25% 0.25%

Internal Competitive Promotions1

GS-13

Relevant Pool2 % 100% 28.83% 71.17% 0.90% 5.41% 12.61% 19.82% 11.71% 39.64% 2.70% 4.50% 0.00% 0.00% 0.90% 0.45% 0.00% 1.35%

TOTAL Postings # 16

TOTAL

Applications 

Received

# 841 341 500 42 43 111 94 139 317 39 29 0 1 3 3 7 13

% 100% 40.55% 59.45% 4.99% 5.11% 13.20% 11.18% 16.53% 37.69% 4.64% 3.45% 0.00% 0.12% 0.36% 0.36% 0.83% 1.55%

Qualified

# 531 211 320 28 25 80 68 77 200 20 19 0 0 2 1 4 7

% 100% 39.74% 60.26% 5.27% 4.71% 15.07% 12.81% 14.50% 37.66% 3.77% 3.58% 0.00% 0.00% 0.38% 0.19% 0.75% 1.32%

Referred

# 481 201 280 28 24 76 64 75 165 17 19 0 0 2 1 3 7

% 100% 41.79% 58.21% 5.82% 4.99% 15.80% 13.31% 15.59% 34.30% 3.53% 3.95% 0.00% 0.00% 0.42% 0.21% 0.62% 1.46%

Selected

# 13 3 10 0 0 1 3 2 5 0 2 0 0 0 0 0 0

% 100% 23.08% 76.92% 0.00% 0.00% 7.69% 23.08% 15.38% 38.46% 0.00% 15.38% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 09/30/2022 (i.e., between 10/1/2021 and 09/30/2022).Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction.Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool lincludes all employees holding a grade level that would qualify them for the position posted.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 213

TABLE A7: PARTICIPATION RATES FOR SENIOR GRADE LEVELS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

SENIOR GRADE 

LEVEL WORKFORCE

PERMANENT

TOTAL 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

New Hires

GS-13 Equivalent Grade Level

TOTAL Postings # 21

Voluntarily

Identified

# 1,948 1,063 885 167 101 484 254 271 408 123 98 2 2 6 2 10 20

% 100% 54.57% 45.43% 8.57% 5.18% 24.85% 13.04% 13.91% 20.94% 6.31% 5.03% 0.10% 0.10% 0.31% 0.10% 0.51% 1.03%

Qualified of 

those Identified

# 1,437 809 628 124 83 399 217 180 237 90 77 2 0 5 1 9 13

% 100% 56.30% 43.70% 8.63% 5.78% 27.77% 15.10% 12.53% 16.49% 6.26% 5.36% 0.14% 0.00% 0.35% 0.07% 0.63% 0.90%

Referred of 

those Qualified

# 359 209 150 25 14 101 49 55 60 22 21 0 0 1 0 5 6

% 100% 58.22% 41.78% 6.96% 3.90% 28.13% 13.65% 15.32% 16.71% 6.13% 5.85% 0.00% 0.00% 0.28% 0.00% 1.39% 1.67%

Selected of 

those Referred1

# 35 19 16 3 1 15 11 1 2 0 2 0 0 0 0 0 0

% 100% 54.29% 45.71% 8.57% 2.86% 42.86% 31.43% 2.86% 5.71% 0.00% 5.71% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

GS-13 

Onboarded2

# 87 44 43 2 4 34 21 5 10 3 8 0 0 0 0 0 0

% 100% 50.57% 49.43% 2.30% 4.60% 39.08% 24.14% 5.75% 11.49% 3.45% 9.20% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Career Development Programs

Career Development Programs for SK 13 – 14

Relevant Pool % 100% 36.90% 63.10% 2.33% 5.21% 19.20% 18.38% 9.60% 33.06% 5.08% 5.62% 0.00% 0.00% 0.55% 0.14% 0.14% 0.69%

Slots3 # 0

Applied

# 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%

Participants

# 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%

1 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 09/30/2022 including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

2 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal 

year because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

3 Slots shows the total number of available training slots for career development programs targeted each GS-equivalent grade level. During FY 2022, no career development programs were offered meeting the 

table’s definition.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
214 | EEO PROGRAM STATUS REPORT

TABLE A8: PARTICIPATION RATES FOR MANAGEMENT POSITIONS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222

LEADERSHIP LEVEL 

WORKFORCE

PERMANENT

TOTAL 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

Upward Mobility 

Benchmark 100% 56.19% 43.81% 3.22% 2.68% 41.67% 26.05% 4.18% 7.42% 6.86% 7.15% 0.00% 0.03% 0.19% 0.11% 0.08% 0.38%

Leadership Levels

TOTAL

Management

# 889 535 354 38 15 408 223 29 62 59 50 0 1 1 0 0 3

% 100% 60.18% 39.82% 4.27% 1.69% 45.89% 25.08% 3.26% 6.97% 6.64% 5.62% 0.00% 0.11% 0.11% 0.00% 0.00% 0.34%

Internal Competitive Promotions1

TOTAL Leadership Levels

TOTAL Postings # 112

TOTAL

Applications 

Received

# 1,038 643 395 52 43 270 119 157 171 155 54 2 1 3 1 4 6

% 100% 61.95% 38.05% 5.01% 4.14% 26.01% 11.46% 15.13% 16.47% 14.93% 5.20% 0.19% 0.10% 0.29% 0.10% 0.39% 0.58%

Qualified

# 614 383 231 26 14 186 81 75 92 92 40 1 0 2 0 1 4

% 100% 62.38% 37.62% 4.23% 2.28% 30.29% 13.19% 12.21% 14.98% 14.98% 6.51% 0.16% 0.00% 0.33% 0.00% 0.16% 0.65%

Referred

# 556 348 208 25 14 164 65 72 88 83 37 1 0 2 0 1 4

% 100% 62.59% 37.41% 4.50% 2.52% 29.50% 11.69% 12.95% 15.83% 14.93% 6.65% 0.18% 0.00% 0.36% 0.00% 0.18% 0.72%

Selected

# 58 31 27 1 2 26 15 1 6 3 4 0 0 0 0 0 0

% 100% 53.45% 46.55% 1.72% 3.45% 44.83% 25.86% 1.72% 10.34% 5.17% 6.90% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 09/30/2022 (i.e., between 10/1/2021 and 09/30/2022).Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction.Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 215

TABLE A8: PARTICIPATION RATES FOR MANAGEMENT POSITIONS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

LEADERSHIP LEVEL 

WORKFORCE

PERMANENT

TOTAL 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

New Hires

TOTAL All Leadership Levels

TOTAL Postings # 39

Voluntarily

Identified

# 739 490 249 46 39 238 102 108 72 94 31 1 0 1 5 2 0

% 100% 66.31% 33.69% 6.22% 5.28% 32.21% 13.80% 14.61% 9.74% 12.72% 4.19% 0.14% 0.00% 0.14% 0.68% 0.27% 0.00%

Qualified of 

those Identified

# 538 373 165 32 22 195 77 75 42 68 21 1 0 1 3 1 0

% 100% 69.33% 30.67% 5.95% 4.09% 36.25% 14.31% 13.94% 7.81% 12.64% 3.90% 0.19% 0.00% 0.19% 0.56% 0.19% 0.00%

Referred of 

those Qualified

# 143 94 49 7 5 68 25 7 11 12 6 0 0 0 2 0 0

% 100% 65.73% 34.27% 4.90% 3.50% 47.55% 17.48% 4.90% 7.69% 8.39% 4.20% 0.00% 0.00% 0.00% 1.40% 0.00% 0.00%

Selected of 

those Referred1

# 20 11 9 0 0 9 6 0 1 2 2 0 0 0 0 0 0

% 100% 55.00% 45.00% 0.00% 0.00% 45.00% 30.00% 0.00% 5.00% 10.00% 10.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL 

LEADERSHIP

ONBOARDED2

# 12 7 5 0 1 6 3 1 1 0 0 0 0 0 0 0 0

% 100% 58.33% 41.67% 0.00% 8.33% 50.00% 25.00% 8.33% 8.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Career Development Programs

Career Development Programs for All Leadership Jobs

Slots3 # 0

Applied

# 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%

Participants

# 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%

1 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 09/30/2022 including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

2 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

3 Slots shows the total number of available training slots for career development programs targeted each leadership level. During FY 2022, no career development programs were offered meeting the table’s definition.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
216 | EEO PROGRAM STATUS REPORT

TABLE A8: PARTICIPATION RATES FOR MANAGEMENT POSITIONS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

LEADERSHIP LEVEL 

WORKFORCE

PERMANENT

TOTAL 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

Executive Level

Executive

# 127 70 57 9 1 56 40 4 9 1 5 0 0 0 0 0 2

% 100% 55.12% 44.88% 7.09% 0.79% 44.09% 31.50% 3.15% 7.09% 0.79% 3.94% 0.00% 0.00% 0.00% 0.00% 0.00% 1.57%

SK-17

# 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%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

# 127 70 57 9 1 56 40 4 9 1 5 0 0 0 0 0 2

% 100% 55.12% 44.88% 7.09% 0.79% 44.09% 31.50% 3.15% 7.09% 0.79% 3.94% 0.00% 0.00% 0.00% 0.00% 0.00% 1.57%

Internal Competitive Promotions1

Executive

Relevant Pool2 % 100% 57.87% 42.13% 3.25% 2.49% 42.92% 26.24% 4.07% 5.57% 7.32% 7.38% 0.00% 0.03% 0.20% 0.11% 0.11% 0.31%

TOTAL Postings # 1

TOTAL

Applications 

Received

# 2 1 1 0 0 0 0 1 1 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Qualified

# 2 1 1 0 0 0 0 1 1 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Referred

# 2 1 1 0 0 0 0 1 1 0 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 09/30/2022 (i.e., between 10/1/2021 and 09/30/2022).Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction.Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding a grade level that would qualify them for the position posted.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 217

TABLE A8: PARTICIPATION RATES FOR MANAGEMENT POSITIONS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

LEADERSHIP LEVEL 

WORKFORCE

PERMANENT

TOTAL 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

New Hires

Executive Vacancy Level

TOTAL Postings # 16

Voluntarily 

Identified

# 148 86 62 6 12 51 23 18 17 10 8 0 0 0 2 1 0

% 100% 58.11% 41.89% 4.05% 8.11% 34.46% 15.54% 12.16% 11.49% 6.76% 5.41% 0.00% 0.00% 0.00% 1.35% 0.68% 0.00%

Qualified of 

those Identified

# 91 58 33 4 4 43 17 6 7 5 5 0 0 0 0 0 0

% 100% 63.74% 36.26% 4.40% 4.40% 47.25% 18.68% 6.59% 7.69% 5.49% 5.49% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Referred of 

those Qualified

# 50 36 14 2 1 27 8 3 2 4 3 0 0 0 0 0 0

% 100% 72.00% 28.00% 4.00% 2.00% 54.00% 16.00% 6.00% 4.00% 8.00% 6.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of 

those Referred

# 11 6 5 0 0 5 3 0 0 1 2 0 0 0 0 0 0

% 100% 54.55% 45.45% 0.00% 0.00% 45.45% 27.27% 0.00% 0.00% 9.09% 18.18% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Executive 

Onboarded

# 4 3 1 0 0 3 1 0 0 0 0 0 0 0 0 0 0

% 100% 75.00% 25.00% 0.00% 0.00% 75.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Career Development Programs

Career Development Programs for Executive Levels

Relevant Pool % 100% 56.52% 43.48% 3.23% 2.67% 41.05% 25.40% 4.57% 7.59% 7.32% 7.39% 0.00% 0.03% 0.23% 0.10% 0.13% 0.30%

Slots1 # 0

Applied

# 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%

Participants

# 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%

1 Slots shows the total number of available training slots for career development programs targeted each leadership level. During FY 2022, no career development programs were offered meeting the table’s definition.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
218 | EEO PROGRAM STATUS REPORT

TABLE A8: PARTICIPATION RATES FOR MANAGEMENT POSITIONS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

LEADERSHIP LEVEL 

WORKFORCE

PERMANENT

TOTAL 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

Manager Level

Manager

# 394 237 157 8 5 194 108 9 19 25 24 0 1 1 0 0 0

% 100% 60.15% 39.85% 2.03% 1.27% 49.24% 27.41% 2.28% 4.82% 6.35% 6.09% 0.00% 0.25% 0.25% 0.00% 0.00% 0.00%

SK-17

# 394 237 157 8 5 194 108 9 19 25 24 0 1 1 0 0 0

% 100% 60.15% 39.85% 2.03% 1.27% 49.24% 27.41% 2.28% 4.82% 6.35% 6.09% 0.00% 0.25% 0.25% 0.00% 0.00% 0.00%

All Other

(Non-SK, Non-SO)

# 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%

Senior Officer

# 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%

Internal Competitive Promotions1

Manager

Relevant Pool2 % 100% 62.13% 37.87% 5.72% 2.45% 43.05% 20.44% 4.36% 8.99% 8.99% 5.72% 0.00% 0.00% 0.00% 0.00% 0.00% 0.27%

TOTAL Postings # 27

TOTAL

Applications 

Received

# 538 337 201 30 25 129 61 90 78 84 32 0 0 2 1 2 4

% 100% 62.64% 37.36% 5.58% 4.65% 23.98% 11.34% 16.73% 14.50% 15.61% 5.95% 0.00% 0.00% 0.37% 0.19% 0.37% 0.74%

Qualified

# 289 183 106 11 5 87 38 34 35 50 25 0 0 1 0 0 3

% 100% 63.32% 36.68% 3.81% 1.73% 30.10% 13.15% 11.76% 12.11% 17.30% 8.65% 0.00% 0.00% 0.35% 0.00% 0.00% 1.04%

Referred

# 255 164 91 10 5 76 28 33 32 44 23 0 0 1 0 0 3

% 100% 64.31% 35.69% 3.92% 1.96% 29.80% 10.98% 12.94% 12.55% 17.25% 9.02% 0.00% 0.00% 0.39% 0.00% 0.00% 1.18%

Selected

# 30 19 11 0 0 16 9 1 0 2 2 0 0 0 0 0 0

% 100% 63.33% 36.67% 0.00% 0.00% 53.33% 30.00% 3.33% 0.00% 6.67% 6.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 09/30/2022 (i.e., between 10/1/2021 and 09/30/2022).Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction.Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding a grade level that would qualify them for the position posted.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 219

TABLE A8: PARTICIPATION RATES FOR MANAGEMENT POSITIONS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

LEADERSHIP LEVEL 

WORKFORCE

PERMANENT

TOTAL 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

New Hires

Manager Vacancy Level

TOTAL Postings # 13

Voluntarily

Identified

# 311 219 92 21 12 98 47 48 22 51 9 0 0 1 2 0 0

% 100% 70.42% 29.58% 6.75% 3.86% 31.51% 15.11% 15.43% 7.07% 16.40% 2.89% 0.00% 0.00% 0.32% 0.64% 0.00% 0.00%

Qualified of 

those Identified

# 224 165 59 14 7 78 33 34 11 38 6 0 0 1 2 0 0

% 100% 73.66% 26.34% 6.25% 3.13% 34.82% 14.73% 15.18% 4.91% 16.96% 2.68% 0.00% 0.00% 0.45% 0.89% 0.00% 0.00%

Referred of 

those Qualified

# 53 35 18 2 0 23 11 2 3 8 2 0 0 0 2 0 0

% 100% 66.04% 33.96% 3.77% 0.00% 43.40% 20.75% 3.77% 5.66% 15.09% 3.77% 0.00% 0.00% 0.00% 3.77% 0.00% 0.00%

Selected of 

those Referred1

# 6 3 3 0 0 2 3 0 0 1 0 0 0 0 0 0 0

% 100% 50.00% 50.00% 0.00% 0.00% 33.33% 50.00% 0.00% 0.00% 16.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Manager 

Onboarded2

# 4 3 1 0 1 2 0 1 0 0 0 0 0 0 0 0 0

% 100% 75.00% 25.00% 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% 0.00%

Career Development Programs

Career Development Programs for Managers

Relevant Pool % 100% 57.87% 42.13% 3.25% 2.49% 42.92% 26.24% 4.07% 5.57% 7.32% 7.38% 0.00% 0.03% 0.20% 0.11% 0.11% 0.31%

Slots3 # 0

Applied

# 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%

Participants

# 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%

1 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 09/30/2022 including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

2 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

3 Slots shows the total number of available training slots for career development programs targeted each leadership level. During FY 2022, no career development programs were offered meeting the table’s definition.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
220 | EEO PROGRAM STATUS REPORT

TABLE A8: PARTICIPATION RATES FOR MANAGEMENT POSITIONS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

LEADERSHIP LEVEL 

WORKFORCE

PERMANENT

TOTAL 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

Supervisor Level

Supervisor

# 368 228 140 21 9 158 75 16 34 33 21 0 0 0 0 0 1

% 100% 61.96% 38.04% 5.71% 2.45% 42.93% 20.38% 4.35% 9.24% 8.97% 5.71% 0.00% 0.00% 0.00% 0.00% 0.00% 0.27%

SK-09

# 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%

SK-10

# 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%

SK-11

# 1 0 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0

% 100% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 100% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-12

# 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%

SK-13

# 7 1 6 0 1 1 3 0 1 0 1 0 0 0 0 0 0

% 100% 14.29% 85.71% 0.00% 14.29% 14.29% 42.86% 0.00% 14.29% 0.00% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-14

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

% 100% 55.56% 44.44% 0.00% 0.00% 33.33% 22.22% 11.11% 11.11% 11.11% 11.11% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

SK-15

# 351 222 129 21 8 154 70 15 31 32 19 0 0 0 0 0 1

% 100% 63.25% 36.75% 5.98% 2.28% 43.87% 19.94% 4.27% 8.83% 9.12% 5.41% 0.00% 0.00% 0.00% 0.00% 0.00% 0.28%

SK-16

# 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%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 221

TABLE A8: PARTICIPATION RATES FOR MANAGEMENT POSITIONS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

LEADERSHIP LEVEL 

WORKFORCE

PERMANENT

TOTAL 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

Internal Competitive Promotions1

Supervisor

Relevant Pool2 % 100% 51.90% 48.10% 3.29% 3.47% 35.35% 24.80% 5.81% 11.30% 7.01% 8.01% 0.00% 0.00% 0.25% 0.11% 0.18% 0.43%

TOTAL Postings # 25

TOTAL

Applications 

Received

# 476 292 184 22 18 131 52 65 90 69 21 2 1 1 0 2 2

% 100% 61.34% 38.66% 4.62% 3.78% 27.52% 10.92% 13.66% 18.91% 14.50% 4.41% 0.42% 0.21% 0.21% 0.00% 0.42% 0.42%

Qualified

# 303 188 115 15 9 90 37 40 54 40 14 1 0 1 0 1 1

% 100% 62.05% 37.95% 4.95% 2.97% 29.70% 12.21% 13.20% 17.82% 13.20% 4.62% 0.33% 0.00% 0.33% 0.00% 0.33% 0.33%

Referred

# 292 179 113 15 9 85 35 38 54 38 14 1 0 1 0 1 1

% 100% 61.30% 38.70% 5.14% 3.08% 29.11% 11.99% 13.01% 18.49% 13.01% 4.79% 0.34% 0.00% 0.34% 0.00% 0.34% 0.34%

Selected

# 25 10 15 1 2 8 6 0 5 1 2 0 0 0 0 0 0

% 100% 40.00% 60.00% 4.00% 8.00% 32.00% 24.00% 0.00% 20.00% 4.00% 8.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

1 This table contains Applicant Flow Data from USA Staffing for Permanent vacancies posted with close dates during the fiscal year ending on 09/30/2022 (i.e., between 10/1/2021 and 09/30/2022).Internal Competitive 

Promotions data includes vacancies posted for internal SEC-only and Merit Promotion (MP) government-wide consideration following EEOC instruction.Other methods of progressing to higher graded positions are not 

presented. Cancelled vacancies are excluded. Applicant Flow Data vary based on the date downloaded.

2 The Relevant Pool includes all employees holding a grade level that would qualify them for the position posted.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
222 | EEO PROGRAM STATUS REPORT

TABLE A8: PARTICIPATION RATES FOR MANAGEMENT POSITIONS BY RACE/ETHNICITY AND SEX—PERMANENT 

WORKFORCE—PAY PERIOD 202222 continued

LEADERSHIP LEVEL 

WORKFORCE

PERMANENT

TOTAL 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

New Hires

Supervisor Vacancy Level

TOTAL Postings # 10

Voluntarily

Identified

# 280 185 95 19 15 89 32 42 33 33 14 1 0 0 1 1 0

% 100% 66.07% 33.93% 6.79% 5.36% 31.79% 11.43% 15.00% 11.79% 11.79% 5.00% 0.36% 0.00% 0.00% 0.36% 0.36% 0.00%

Qualified of 

those Identified

# 223 150 73 14 11 74 27 35 24 25 10 1 0 0 1 1 0

% 100% 67.26% 32.74% 6.28% 4.93% 33.18% 12.11% 15.70% 10.76% 11.21% 4.48% 0.45% 0.00% 0.00% 0.45% 0.45% 0.00%

Referred of 

those Qualified

# 40 23 17 3 4 18 6 2 6 0 1 0 0 0 0 0 0

% 100% 57.50% 42.50% 7.50% 10.00% 45.00% 15.00% 5.00% 15.00% 0.00% 2.50% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

Selected of 

those Referred1

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

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

Supervisor 

Onboarded2

# 4 1 3 0 0 1 2 0 1 0 0 0 0 0 0 0 0

% 100% 25.00% 75.00% 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%

Career Development Programs

Career Development Programs for Supervisors

Relevant Pool % 100% 56.10% 43.90% 3.36% 2.82% 40.12% 25.18% 4.83% 7.91% 7.43% 7.54% 0.00% 0.00% 0.23% 0.11% 0.14% 0.34%

Slots3 # 0

Applied

# 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%

Participants

# 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%

1 Selected in this reference reflects all candidates who were marked as selected for a vacancy that closed during the fiscal year ending on 09/30/2022 including those who chose not to voluntarily self-identify their race, 

ethnicity, or gender. As such, the number selected may exceed the number selected of those referred.

2 Onboarded includes all newly hired staff with an effective date of hire during the fiscal year ending on 09/30/2022. The number onboarded may not equal the number selected from a vacancy posted during the fiscal year 

because USA Staffing does not report on vacancies with no close date. In addition, the time lag between selection and onboarding may cross fiscal years.

3 Slots shows the total number of available training slots for career development programs targeted each leadership level. During FY 2022, no career development programs were offered meeting the table’s definition.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: USA Staffing Cognos Applicant Flow Data System, Datamart FPPS Application, and EEO-AT Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 223

TABLE A9-1: EMPLOYEE RECOGNITION AND AWARDS—PARTICIPATION BY RACE/ETHNICITY AND SEX—

FY 2022 (10/1/2021 THROUGH 09/30/2022)

AWARDS

Permanent

TOTAL 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

Time-Off Awards: 1 – 10 hours

TOTAL

Time-Off

Awards 

Given

# 1,196 559 637 39 55 411 341 55 164 49 74 0 0 4 0 1 3

% 100% 46.74% 53.26% 3.26% 4.60% 34.36% 28.51% 4.60% 13.71% 4.10% 6.19% 0.00% 0.00% 0.33% 0.00% 0.08% 0.25%

TOTAL Hours 8,065 3,826 4,239 292 366 2,778 2,263 370 1,096 350 494 0 0 28 0 8 20

Average 

Hours 7 7 7 7 7 7 7 7 7 7 7 0 0 7 0 8 7

Time-Off Awards: 11 – 20 hours

TOTAL 

Time-Off

Awards 

Given

# 584 302 282 19 11 228 177 23 49 32 44 0 0 0 0 0 1

% 100% 51.71% 48.29% 3.25% 1.88% 39.04% 30.31% 3.94% 8.39% 5.48% 7.53% 0.00% 0.00% 0.00% 0.00% 0.00% 0.17%

TOTAL Hours 9,324 4,804 4,520 302 172 3,620 2,842 364 788 518 702 0 0 0 0 0 16

Average 

Hours 16 16 16 16 16 16 16 16 16 16 16 0 0 0 0 0 16

Time-Off Awards: 21 – 30 hours

TOTAL

Time-Off

Awards 

Given

# 330 154 176 7 12 115 102 9 27 21 31 0 0 2 1 0 3

% 100% 46.67% 53.33% 2.12% 3.64% 34.85% 30.91% 2.73% 8.18% 6.36% 9.39% 0.00% 0.00% 0.61% 0.30% 0.00% 0.91%

TOTAL Hours 7,987 3,714 4,273 168 294 2,772 2,479 216 654 510 750 0 0 48 24 0 72

Average 

Hours 24 24 24 24 25 24 24 24 24 24 24 0 0 24 24 0 24

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
224 | EEO PROGRAM STATUS REPORT

TABLE A9-1: EMPLOYEE RECOGNITION AND AWARDS—PARTICIPATION BY RACE/ETHNICITY AND SEX—

FY 2022 (10/1/2021 THROUGH 09/30/2022) continued

AWARDS

Permanent

TOTAL 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: 31 – 40 hours

TOTAL

Time-Off

Awards 

Given

# 55 21 34 1 1 18 23 0 4 2 6 0 0 0 0 0 0

% 100% 38.18% 61.82% 1.82% 1.82% 32.73% 41.82% 0.00% 7.27% 3.64% 10.91% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL Hours 1,985 779 1,206 36 36 663 807 0 144 80 219 0 0 0 0 0 0

Average 

Hours 36 37 35 36 36 37 35 0 36 40 37 0 0 0 0 0 0

Time-Off Awards: 41+ hours

TOTAL

Time-Off

Awards 

Given

# 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%

TOTAL Hours 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Average 

Hours 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Time-Off Awards: 11 – 40 hours

TOTAL

Time-Off

Awards 

Given

# 969 477 492 27 24 361 302 32 80 55 81 0 0 2 1 0 4

% 100% 49.23% 50.77% 2.79% 2.48% 37.25% 31.17% 3.30% 8.26% 5.68% 8.36% 0.00% 0.00% 0.21% 0.10% 0.00% 0.41%

TOTAL Hours 19,296 9,297 9,999 506 502 7,055 6,128 580 1,586 1,108 1,671 0 0 48 24 0 88

Average 

Hours 20 19 20 19 21 20 20 18 20 20 21 0 0 24 24 0 22

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 225

TABLE A9-1: EMPLOYEE RECOGNITION AND AWARDS—PARTICIPATION BY RACE/ETHNICITY AND SEX—

FY 2022 (10/1/2021 THROUGH 09/30/2022) continued

AWARDS

Permanent

TOTAL 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

Cash Awards

Cash Awards: $500 and Under

TOTAL

Cash

Awards 

Given

# 1,121 559 562 45 37 389 315 64 132 59 72 0 1 2 3 0 2

% 100% 49.87% 50.13% 4.01% 3.30% 34.70% 28.10% 5.71% 11.78% 5.26% 6.42% 0.00% 0.09% 0.18% 0.27% 0.00% 0.18%

TOTAL

Amount $464,657 $231,735 $232,922 $18,058 $14,526 $162,982 $128,533 $25,060 $56,633 $24,855 $30,531 $0 $491 $780 $1,208 $0 $1,000

Average 

Amount $415 $415 $414 $401 $393 $419 $408 $392 $429 $421 $424 $0 $491 $390 $403 $0 $500

Cash Awards: $501 to $999

TOTAL

Cash

Awards 

Given

# 1,061 566 495 34 31 431 293 52 97 47 72 0 0 1 1 1 1

% 100% 53.35% 46.65% 3.20% 2.92% 40.62% 27.62% 4.90% 9.14% 4.43% 6.79% 0.00% 0.00% 0.09% 0.09% 0.09% 0.09%

TOTAL 

Amount $822,356 $439,893 $382,463 $26,113 $23,561 $335,693 $230,388 $39,329 $71,922 $37,158 $55,176 $0 $0 $850 $616 $750 $800

Average 

Amount $775 $777 $773 $768 $760 $779 $786 $756 $741 $791 $766 $0 $0 $850 $616 $750 $800

Cash Awards: $1,000 to $1,999

TOTAL

Cash

Awards 

Given

# 2,093 1156 937 72 51 860 562 71 179 148 138 0 0 3 1 2 6

% 100% 55.23% 44.77% 3.44% 2.44% 41.09% 26.85% 3.39% 8.55% 7.07% 6.59% 0.00% 0.00% 0.14% 0.05% 0.10% 0.29%

TOTAL

Amount $2,762,941 $1,538,871 $1,224,070 $93,710 $63,756 $1,153,226 $746,608 $91,320 $218,597 $194,515 $185,409 $0 $0 $4,100 $1,500 $2,000 $8,200

Average 

Amount $1,320 $1,331 $1,306 $1,302 $1,250 $1,341 $1,328 $1,286 $1,221 $1,314 $1,344 $0 $0 $1,367 $1,500 $1,000 $1,367

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
226 | EEO PROGRAM STATUS REPORT

TABLE A9-1: EMPLOYEE RECOGNITION AND AWARDS—PARTICIPATION BY RACE/ETHNICITY AND SEX—

FY 2022 (10/1/2021 THROUGH 09/30/2022) continued

AWARDS

Permanent

TOTAL 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

Cash Awards: $2,000 to $2,999

TOTAL

Cash

Awards 

Given

# 452 275 177 15 6 211 107 13 38 34 25 0 1 2 0 0 0

% 100% 60.84% 39.16% 3.32% 1.33% 46.68% 23.67% 2.88% 8.41% 7.52% 5.53% 0.00% 0.22% 0.44% 0.00% 0.00% 0.00%

TOTAL 

Amount $985,565 $599,771 $385,794 $33,428 $12,500 $459,093 $231,692 $27,450 $84,343 $75,800 $54,750 $0 $2,509 $4,000 $0 $0 $0

Average 

Amount $2,180 $2,181 $2,180 $2,229 $2,083 $2,176 $2,165 $2,112 $2,220 $2,229 $2,190 $0 $2,509 $2,000 $0 $0 $0

Cash Awards: $3,000 or More

TOTAL

Cash

Awards 

Given

# 64 32 32 1 0 25 18 2 9 4 5 0 0 0 0 0 0

% 100% 50.00% 50.00% 1.56% 0.00% 39.06% 28.13% 3.13% 14.06% 6.25% 7.81% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL

Amount $206,854 $105,104 $101,750 $3,000 $0 $79,628 $54,000 $6,000 $29,250 $16,476 $18,500 $0 $0 $0 $0 $0 $0

Average 

Amount $3,232 $3,285 $3,180 $3,000 $0 $3,185 $3,000 $3,000 $3,250 $4,119 $3,700 $0 $0 $0 $0 $0 $0

Other Awards

Performance Based Pay Increase

TOTAL

Perf 

Based

Award

# 4,317 2,335 1,982 145 125 1,680 1,082 210 457 284 295 0 1 11 5 5 17

% 100% 54.09% 45.91% 3.36% 2.90% 38.92% 25.06% 4.86% 10.59% 6.58% 6.83% 0.00% 0.02% 0.25% 0.12% 0.12% 0.39%

TOTAL

Benefit $34,278,323 $18,934,444 $15,343,879 $1,204,536 $939,889 $13,564,369 $8,497,852 $1,643,676 $3,272,979 $2,382,416 $2,440,489 $0 $5,600 $91,149 $41,441 $48,298 $145,629

Average 

Benefit $7,940 $8,109 $7,742 $8,307 $7,519 $8,074 $7,854 $7,827 $7,162 $8,389 $8,273 $0 $5,600 $8,286 $8,288 $9,660 $8,566

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 227

TABLE A9-2: EMPLOYEE RECOGNITION AND AWARDS—INCLUSION WITHIN THE PERMANENT WORKFORCE BY RACE/

ETHNICITY AND SEX—FY 2022 (10/1/2021 THROUGH 09/30/2022)

AWARDS

Permanent

TOTAL 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

Time-Off Awards: 1 – 10 hours

TOTAL

Awarded

Time-Off

# 925 444 481 31 40 321 261 46 123 41 55 0 0 4 0 1 2

Inc. 20.78% 18.53% 23.39% 21.83% 30.77% 18.68% 23.39% 20.72% 25.95% 13.76% 17.63% 0.00% 0.00% 36.36% 0.00% 20.00% 11.11%

TOTAL Hours 

Awarded 8,065 3,826 4,239 292 366 2,778 2,263 370 1,096 350 494 0 0 28 0 8 20

Avg. Hours 

per Emp. 9 9 9 9 9 9 9 8 9 9 9 0 0 7 0 8 10

Time-Off Awards: 11 – 20 hours

TOTAL

Awarded

Time-Off

# 525 269 256 16 11 201 159 22 44 30 41 0 0 0 0 0 1

Inc. 11.79% 11.23% 12.45% 11.27% 8.46% 11.70% 14.25% 9.91% 9.28% 10.07% 13.14% 0.00% 0.00% 0.00% 0.00% 0.00% 5.56%

TOTAL Hours 

Awarded 9,324 4,804 4,520 302 172 3,620 2,842 364 788 518 702 0 0 0 0 0 16

Avg. Hours 

per Emp. 18 18 18 19 16 18 18 17 18 17 17 0 0 0 0 0 16

Time-Off Awards: 21 – 30 hours

TOTAL

Awarded

Time-Off

# 319 147 172 6 12 109 100 9 27 21 29 0 0 2 1 0 3

Inc. 7.17% 6.14% 8.37% 4.23% 9.23% 6.34% 8.96% 4.05% 5.70% 7.05% 9.29% 0.00% 0.00% 18.18% 20.00% 0.00% 16.67%

TOTAL Hours 

Awarded 7,987 3,714 4,273 168 294 2,772 2,479 216 654 510 750 0 0 48 24 0 72

Avg. Hours 

per Emp. 25 25 25 28 25 25 25 24 24 24 26 0 0 24 24 0 24

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
228 | EEO PROGRAM STATUS REPORT

TABLE A9-2: EMPLOYEE RECOGNITION AND AWARDS—INCLUSION WITHIN THE PERMANENT WORKFORCE BY RACE/

ETHNICITY AND SEX—FY 2022 (10/1/2021 THROUGH 09/30/2022) continued

AWARDS

Permanent

TOTAL 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: 31 – 40 hours

TOTAL

Awarded

Time-Off

# 53 19 34 1 1 17 23 0 4 1 6 0 0 0 0 0 0

Inc. 1.19% 0.79% 1.65% 0.70% 0.77% 0.99% 2.06% 0.00% 0.84% 0.34% 1.92% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL Hours 

Awarded 1,985 779 1,206 36 36 663 807 0 144 80 219 0 0 0 0 0 0

Avg. Hours 

per Emp. 37 41 35 36 36 39 35 0 36 80 37 0 0 0 0 0 0

Time-Off Awards: 41+ hours

TOTAL

Awarded

Time-Off

# 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Inc. 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%

TOTAL Hours 

per Emp. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Avg. Hours 

per Emp. 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Time-Off Awards: 11 – 40 hours

TOTAL

Awarded

Time-Off

# 845 414 431 23 23 311 260 29 70 49 73 0 0 2 1 0 4

Inc. 18.98% 17.28% 20.96% 16.20% 17.69% 18.10% 23.30% 13.06% 14.77% 16.44% 23.40% 0.00% 0.00% 18.18% 20.00% 0.00% 22.22%

TOTAL Hours 

Awarded 19,296 9,297 9,999 506 502 7,055 6,128 580 1,586 1,108 1,671 0 0 48 24 0 88

Avg. Hours 

per Emp. 23 22 23 22 22 23 24 20 23 23 23 0 0 24 24 0 22

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 229

TABLE A9-2: EMPLOYEE RECOGNITION AND AWARDS—INCLUSION WITHIN THE PERMANENT WORKFORCE BY RACE/

ETHNICITY AND SEX—FY 2022 (10/1/2021 THROUGH 09/30/2022) continued

AWARDS

Permanent

TOTAL 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

Cash Awards

Cash Awards: $500 and Under

TOTAL

Awarded

Cash

# 893 443 450 37 28 301 244 51 110 52 62 0 1 2 3 0 2

Inc. 20.06% 18.49% 21.89% 26.06% 21.54% 17.52% 21.86% 22.97% 23.21% 17.45% 19.87% 0.00% 100% 18.18% 60.00% 0.00% 11.11%

TOTAL Cash 

Awarded $464,657 $231,735 $232,922 $18,058 $14,526 $162,982 $128,533 $25,060 $56,633 $24,855 $30,531 $0 $491 $780 $1,208 $0 $1,000

Avg. Cash 

per Emp. $520 $523 $518 $488 $519 $541 $527 $491 $515 $478 $492 $0 $491 $390 $403 $0 $500

Cash Awards: $501 to $999

TOTAL

Awarded

Cash

# 925 490 435 29 26 368 249 47 94 44 64 0 0 1 1 1 1

Inc. 20.78% 20.45% 21.16% 20.42% 20.00% 21.42% 22.31% 21.17% 19.83% 14.77% 20.51% 0.00% 0.00% 9.09% 20.00% 20.00% 5.56%

TOTAL Cash 

Awarded $822,356 $439,893 $382,463 $26,113 $23,561 $335,693 $230,388 $39,329 $71,922 $37,158 $55,176 $0 $0 $850 $616 $750 $800

Avg. Cash 

per Emp. $889 $898 $879 $900 $906 $912 $925 $837 $765 $845 $862 $0 $0 $850 $616 $750 $800

Cash Awards: $1,000 to $1,999

TOTAL

Awarded

Cash

# 1,789 984 805 60 49 733 478 69 155 117 116 0 0 3 1 2 6

Inc. 40.18% 41.07% 39.15% 42.25% 37.69% 42.67% 42.83% 31.08% 32.70% 39.26% 37.18% 0.00% 0.00% 27.27% 20.00% 40.00% 33.33%

TOTAL Cash 

Awarded $2,762,941 $1,538,871 $1,224,070 $93,710 $63,756 $1,153,226 $746,608 $91,320 $218,597 $194,515 $185,409 $0 $0 $4,100 $1,500 $2,000 $8,200

Avg. Cash 

per Emp. $1,544 $1,564 $1,521 $1,562 $1,301 $1,573 $1,562 $1,323 $1,410 $1,663 $1,598 $0 $0 $1,367 $1,500 $1,000 $1,367

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
230 | EEO PROGRAM STATUS REPORT

TABLE A9-2: EMPLOYEE RECOGNITION AND AWARDS—INCLUSION WITHIN THE PERMANENT WORKFORCE BY RACE/

ETHNICITY AND SEX—FY 2022 (10/1/2021 THROUGH 09/30/2022) continued

AWARDS

Permanent

TOTAL 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

Cash Awards: $2,000 to $2,999

TOTAL

Awarded

Cash

# 437 263 174 15 6 202 106 13 37 31 24 0 1 2 0 0 0

Inc. 9.82% 10.98% 8.46% 10.56% 4.62% 11.76% 9.50% 5.86% 7.81% 10.40% 7.69% 0.00% 100% 18.18% 0.00% 0.00% 0.00%

TOTAL Cash 

Awarded $985,565 $599,771 $385,794 $33,428 $12,500 $459,093 $231,692 $27,450 $84,343 $75,800 $54,750 $0 $2,509 $4,000 $0 $0 $0

Avg. Cash 

per Emp. $2,255 $2,280 $2,217 $2,229 $2,083 $2,273 $2,186 $2,112 $2,280 $2,445 $2,281 $0 $2,509 $2,000 $0 $0 $0

Cash Awards: $3,000 or More

TOTAL

Awarded

Cash

# 64 32 32 1 0 25 18 2 9 4 5 0 0 0 0 0 0

Inc. 1.44% 1.34% 1.56% 0.70% 0.00% 1.46% 1.61% 0.90% 1.90% 1.34% 1.60% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%

TOTAL Cash 

Awarded $206,854 $105,104 $101,750 $3,000 $0 $79,628 $54,000 $6,000 $29,250 $16,476 $18,500 $0 $0 $0 $0 $0 $0

Avg. Cash 

per Emp. $3,232 $3,285 $3,180 $3,000 $0 $3,185 $3,000 $3,000 $3,250 $4,119 $3,700 $0 $0 $0 $0 $0 $0

Other Awards

Performance Based Pay Increase

TOTAL

Awarded

Perf. 

Based

# 4,317 2,335 1,982 145 125 1,680 1,082 210 457 284 295 0 1 11 5 5 17

Inc. 96.97% 97.45% 96.40% 102.11% 96.15% 97.79% 96.95% 94.59% 96.41% 95.30% 94.55% 0.00% 100% 100% 100% 100% 94.44%

TOTAL Perf. 

Based $34,278,323 $18,934,444 $15,343,879 $1,204,536 $939,889 $13,564,369 $8,497,852 $1,643,676 $3,272,979 $2,382,416 $2,440,489 $0 $5,600 $91,149 $41,441 $48,298 $145,629

Avg. Benefit 

per Emp. $7,940 $8,109 $7,742 $8,307 $7,519 $8,074 $7,854 $7,827 $7,162 $8,389 $8,273 $0 $5,600 $8,286 $8,288 $9,660 $8,566

Permanent

Workforce

# 4,452 2,396 2,056 142 130 1,718 1,116 222 474 298 312 0 1 11 5 5 18

% 100% 53.82% 46.18% 3.19% 2.92% 38.59% 25.07% 4.99% 10.65% 6.69% 7.01% 0.00% 0.02% 0.25% 0.11% 0.11% 0.40%

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 231

TABLE B1: TOTAL WORKFORCE—DISTRIBUTION BY DISABILITY [OPM FORM 256 SELF-IDENTIFICATION CODES] 

PAY PERIODS 202122 TO 202222 EMPLOYMENT TENURE TOTAL No Disability [05] Not Identified [01] Disability [02-03, 06-99]

Other PWD1Total PWDPWTDDevelopmental 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 Disorders [82]Intellectual Disability [90]Significant Psychiatric Disorder [91]Dwarfism [92]Significant Disfigurement [93]

TOTAL WORKFORCE

Prior FY

# 4,493 3,879 223 343 48 391 86 0 1 38 7 3 5 6 3 0 19 1 3

% 100% 86.33% 4.96% 7.63% 1.07% 8.70% 1.91% 0.00% 0.02% 0.85% 0.16% 0.07% 0.11% 0.13% 0.07% 0.00% 0.42% 0.02% 0.07%

Current FY

# 4,722 4,005 283 374 60 434 86 1 1 38 7 2 3 6 4 0 20 1 3

% 100% 84.82% 5.99% 7.92% 1.27% 9.19% 1.82% 0.02% 0.02% 0.80% 0.15% 0.04% 0.06% 0.13% 0.08% 0.00% 0.42% 0.02% 0.06%

Difference # 229 126 60 31 12 43 0 1 0 0 0 -1 -2 0 1 0 1 0 0

Ratio 

Change % 0.00% -1.51% 1.03% 0.29% 0.20% 0.49% -0.09% 0.02% 0.00% -0.05% -0.01% -0.03% -0.05% 0.00% 0.01% 0.00% 0.00% 0.00% -0.01%

Net Change % 5.10% 3.25% 26.91% 9.04% 25.00% 11.00% 0.00% 0.00% 0.00% 0.00% 0.00% -33.33% -40.00% 0.00% 33.33% 0.00% 5.26% 0.00% 0.00%

1 “Other PWD” include employees, who did not self-identify on SF-256, and who were coded on Veterans’ Preference for hiring as “CPS - preference based on a compensable service-connected disability of 30% or more” 

or were hired or converted into the competitive service under Schedule A(u). 

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
232 | EEO PROGRAM STATUS REPORT

TABLE B1: TOTAL WORKFORCE—DISTRIBUTION BY DISABILITY [OPM FORM 256 SELF-IDENTIFICATION CODES] 

PAY PERIODS 202122 TO 202222 continued EMPLOYMENT TENURE TOTAL No Disability [05] Not Identified [01] Disability [02-03, 06-99] Other PWD1 Total PWD

PWTDDevelopmental 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 Disorders [82]Intellectual Disability [90]Significant Psychiatric Disorder [91]Dwarfism [92]Significant Disfigurement [93]

PERMANENT

Prior FY

# 4,389 3,786 219 338 46 384 85 0 1 38 7 3 5 6 3 0 18 1 3

% 100% 86.26% 4.99% 7.70% 1.05% 8.75% 1.94% 0.00% 0.02% 0.87% 0.16% 0.07% 0.11% 0.14% 0.07% 0.00% 0.41% 0.02% 0.07%

Current FY

# 4,452 3,819 223 353 57 410 83 1 1 36 7 2 3 6 3 0 20 1 3

% 100% 85.78% 5.01% 7.93% 1.28% 9.21% 1.86% 0.02% 0.02% 0.81% 0.16% 0.04% 0.07% 0.13% 0.07% 0.00% 0.45% 0.02% 0.07%

Difference # 63 33 4 15 11 26 -2 1 0 -2 0 -1 -2 0 0 0 2 0 0

Ratio 

Change % 0.00% -0.48% 0.02% 0.23% 0.23% 0.46% -0.08% 0.02% 0.00% -0.06% 0.00% -0.03% -0.04% -0.01% 0.00% 0.00% 0.04% 0.00% 0.00%

Net Change % 1.44% 0.87% 1.83% 4.44% 23.91% 6.77% -2.35% 0.00% 0.00% -5.26% 0.00% -33.33% -40.00% 0.00% 0.00% 0.00% 11.11% 0.00% 0.00%

Federal 

Goal % 12.00% 2.00%

1 “Other PWD” include employees, who did not self-identify on SF-256, and who were coded on Veterans’ Preference for hiring as “CPS - preference based on a compensable service-connected disability of 30% or more” 

or were hired or converted into the competitive service under Schedule A(u). 

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
FISCAL YEAR 2022 | 233

TABLE B1: TOTAL WORKFORCE—DISTRIBUTION BY DISABILITY [OPM FORM 256 SELF-IDENTIFICATION CODES] 

PAY PERIODS 202122 TO 202222 continued EMPLOYMENT TENURE TOTAL No Disability [05] Not Identified [01] Disability [02-03, 06-99] Other PWD1 Total PWD

PWTDDevelopmental 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 Disorders [82]Intellectual Disability [90]Significant Psychiatric Disorder [91]Dwarfism [92]Significant Disfigurement [93]

TEMPORARY

Prior FY

# 104 93 4 5 2 7 1 0 0 0 0 0 0 0 0 0 1 0 0

% 100% 89.42% 3.85% 4.81% 1.92% 6.73% 0.96% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.96% 0.00% 0.00%

Current FY

# 270 186 60 21 3 24 3 0 0 2 0 0 0 0 1 0 0 0 0

% 100% 68.89% 22.22% 7.78% 1.11% 8.89% 1.11% 0.00% 0.00% 0.74% 0.00% 0.00% 0.00% 0.00% 0.37% 0.00% 0.00% 0.00% 0.00%

Difference # 166 93 56 16 1 17 2 0 0 2 0 0 0 0 1 0 -1 0 0

Ratio 

Change % 0.00% -20.53% 18.37% 2.97% -0.81% 2.16% 0.15% 0.00% 0.00% 0.74% 0.00% 0.00% 0.00% 0.00% 0.37% 0.00% -0.96% 0.00% 0.00%

Net Change % 159.62% 100% 1,400.00% 320.00% 50.00% 242.86% 200.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% -100.00% 0.00% 0.00%

1 “Other PWD” include employees, who did not self-identify on SF-256, and who were coded on Veterans’ Preference for hiring as “CPS - preference based on a compensable service-connected disability of 30% or more” 

or were hired or converted into the competitive service under Schedule A(u). 

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022
234 | EEO PROGRAM STATUS REPORT

TABLE B1: TOTAL WORKFORCE—DISTRIBUTION BY DISABILITY [OPM FORM 256 SELF-IDENTIFICATION CODES] 

PAY PERIODS 202122 TO 202222 continued EMPLOYMENT TENURE TOTAL No Disability [05] Not Identified [01] Disability [02-03, 06-99] Other PWD1 Total PWD

PWTDDevelopmental 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 Disorders [82]Intellectual Disability [90]Significant Psychiatric Disorder [91]Dwarfism [92]Significant Disfigurement [93]

SCHEDULE A EMPLOYEES IN THE PERMANENT WORKFORCE2

Prior FY

# 7 0 0 7 0 7 3 0 0 1 0 0 0 0 0 0 2 0 0

% 100% 0.00% 0.00% 100% 0.00% 100% 42.86% 0.00% 0.00% 14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 28.57% 0.00% 0.00%

Current FY

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

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

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

Ratio 

Change % 0.00% 0.00% 0.00% -40.00% 40.00% 0.00% -42.86% 0.00% 0.00% -14.29% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% -28.57% 0.00% 0.00%

Net Change % -28.57% 0.00% 0.00% -57.14% 0.00% -28.57% -100.00% 0.00% 0.00% -100.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% -100.00% 0.00% 0.00%

1 “Other PWD” include employees, who did not self-identify on SF-256, and who were coded on Veterans’ Preference for hiring as “CPS - preference based on a compensable service-connected disability of 30% or more” 

or were hired or converted into the competitive service under Schedule A(u). 

2 Schedule A Employees in the Permanent Workforce are those currently serving under an appointment type covered by Schedule A(u). Employees previously converted to the permanent workforce are not counted.

Note: Total calculations shown may not match that derived from detail data presented due to rounding.

Source: Datamart FPPS and EEO-AT 2.0 Analytic File for pay period 202222, downloaded on 11/16/2022

U.S. SECURITIES AND 

EXCHANGE COMMISSION

Washington, DC 20549