United States Government Accountability Office

GAO Testimony 

Before the Subcommittee on Federal Workforce, 

Postal Service, and the District of Columbia, 

Committee on Oversight and Government Reform, 

House of Representatives 

HUMAN CAPITAL 

Diversity in the Federal SES 

and the Senior Levels of the 

U.S. Postal Service 

Statement of George H. Stalcup, Director 

Strategic Issues 

For Release on Delivery

Expected at 2:00 p.m. EST 

Thursday, May 10, 2007

 

GAO-07-838T 
What GAO Found

United States Government Accountability Office

Why GAO Did This Study

Highlights

Accountability Integrity Reliability

May 10, 2007

HUMAN CAPITAL

Diversity in the Federal SES and the 

Highlights of GAO-07-838T, a testimony Senior Levels of the U.S. Postal Service 

before the Subcommittee on Federal 

Workforce, Postal Service, and the District

of Columbia, Committee on Oversight and 

Government Reform, House of 

Representatives 

The Senior Executive Service

(SES) generally represents the 

most experienced and senior 

segment of the federal workforce. 

Having a diverse SES corps can be

an organizational strength that 

contributes to the achievement of

results by bringing a wider variety

of perspectives and approaches to 

bear on policy development and

implementation, strategic planning,

problem solving, and decision 

making. 

In a January 2003 report (GAO-03-

34), GAO provided data on career 

SES members by race, ethnicity, 

and gender as of October 2000. In

March 2000, we reported similar 

data for the Postal Career 

Executive Service as of September

1999 (GAO/GGD-00-76). In

response to a request for updated 

information on diversity in the top 

levels of government, GAO is

providing information obtained 

from the Office of Personnel 

Management’s Civilian Personnel

Data File and the Postal Service on

the representation of women and

minorities in (1) the federal 

government’s career SES, (2) the 

developmental pools from which

the vast majority of potential 

successors for career senior level

positions will come (i.e., GS-14 and 

GS-15), (3) the Postal Service’s

career officer and senior executive 

positions in the Postal Career 

Executive Service, and (4) the 

developmental pool of potential 

successors for senior level Postal 

Service positions as of the end of

fiscal year 2006. 

Data in the Civilian Personnel Data File and provided by the U.S. Postal 

Service show that as of the end of fiscal year 2006, the overall percentages of 

women and minorities have increased since 2000 in both the federal career

SES and the developmental pool for potential successors and the Postal 

Career Executive Service (PCES) and the developmental pool of potential 

successors (EAS levels 22 and above) since 1999. 

October 2000 September 2006

Percent Percent

Governmentwide

Number 

Women Minorities

Number 

Women Minorities

SES 6,110 23.6 13.8 6,349 28.4 15.9

SES potential 

developmental 

pool (GS-14s and 

GS-15s) 

135,012 28.2 17.0 160,573 32.8 21.0

Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. 

September 1999 September 2006

Percent Percent

U.S. Postal 

Service Number 

Women Minorities

Number 

Women Minorities

PCES 854 20.1 20.8 768 28.6 25.5

PCES potential 

developmental 

pool 

8,955 22.7 25.3 8,606 30.9 29.1

 Source: GAO analysis of Postal Service data.

As we have testified, the federal government is facing new and more 

complex challenges in the 21st century because of long-term fiscal

constraints, changing demographics, and other factors. SES members are 

critical to providing the strategic leadership needed to effectively meet these

challenges. Racial, ethnic, and gender diversity in the federal government’s 

senior ranks can be a key organizational component for executing agency 

missions, ensuring accountability to the American people in the 

administration and operation of federal programs, and achieving results. 

SES retirement eligibility is much higher than the workforce in general, and 

a significant number of SES retirements could result in a loss of leadership 

continuity, institutional knowledge, and expertise among the SES corps. In 

fact, OPM estimates that 90 percent of federal executives will be eligible for 

retirement over the next 10 years, and the Postal Service expects nearly half 

of its executives to retire within 5 years. This underscores the need for 

effective succession planning. Succession planning also is tied to the 

federal government’s opportunity to affect SES diversity through new 

appointments. Gaining insight into diversity in the federal government’s 

senior leadership and developmental pools and factors affecting them is 

important to developing and maintaining a high-quality and inclusive 

workforce. 

www.gao.gov/cgi-bin/getrpt?GAO-07-838T.

To view the full product, including the scope 

and methodology, click on the link above. 

For more information, contact George Stalcup 

on (202) 512-9490 or at stalcupg@gao.gov. 
Chairman Davis, Representative Marchant, and Members of the 

Subcommittee: 

I am pleased to be here today to provide the Subcommittee with 

information on the representation of women and minorities1

 in the federal

government’s career Senior Executive Service (SES)2

 and roughly 

comparable career officer and senior executive positions in the U.S. Postal 

Service’s Postal Career Executive Service (PCES).3

 I am also providing 

information on the representation of women and minorities at the levels 

that serve as the developmental pools from which the vast majority of 

potential successors for career SES positions4

 and potential successors for 

PCES positions will come.5

 

The federal government is facing new and more complex challenges in the 

21st century as a result of long-term fiscal constraints, changing

demographics, evolving governance models, and other factors. Leadership

in agencies across the federal government, especially at senior executive

levels, is essential to providing the accountable, committed, consistent, 

and sustained attention needed to human capital and related

organizational transformation issues. As we have previously reported, a 

high-performance organization relies on a dynamic workforce with the 

requisite talents, multidisciplinary knowledge, and up-to-date skills to 

 1

By minorities, we refer to people in the following racial and ethnic groups: African

American, American Indian/Alaska Native, Asian/Pacific Islander, and Hispanic. 

2

Career SES members are individuals with civil service status (permanent) who are 

appointed competitively to SES positions and serve in positions below the top political 

appointees in the executive branch of government. 

3

The PCES is made up of two levels, officers (PCES 02), who are appointed by and serve at

the pleasure of the Postmaster General and include area vice presidents and the Deputy 

Postmaster General, and executives (PCES 01), who include district managers and bulk 

mail center managers. 

4

The vast majority of potential successors for career SES positions come from the general 

schedule (GS) pay plan for grades GS-14 and GS-15. We included GS-15, GS-14, and

equivalent employees. GS-equivalent employees are those in equivalent grades under other 

pay plans that follow the GS grade structure and job evaluation methodology or are

equivalent by statute. 

5

The potential successors for PCES positions are generally from levels 22 and above of the

Postal Service’s Executive Administrative Service (EAS). In fiscal year 2004, EAS 

employees at level 22 compared roughly to other federal employees who were paid under 

the fiscal year 2004 general schedule at grade 11, step 6 to grade 14, step 3.

Page 1 GAO-07-838T 
ensure that it is equipped to accomplish its mission and achieve its goals.6

 

The approach that a high-performance organization takes toward its 

workforce is inclusive and draws on the strengths of employees at all 

levels and of all backgrounds. 

SES members generally represent the most experienced segment of an 

agency’s workforce and can help to effectively execute agency missions 

and ensure accountability to the American people in the administration 

and operation of federal programs. Having a diverse SES corps can be an

organizational strength that contributes to achieving results. Diversity can 

bring a wider variety of perspectives and approaches to bear on policy 

development and implementation, strategic planning, problem solving, and 

decision making. 

The results of our most recent work on SES diversity were issued in 2003,

7

and we issued reports on diversity in the Postal Service in 2003 and in the 

PCES in 2000.8

 Today we are providing data we extracted from the Office 

of Personnel Management’s (OPM) Central Personnel Data File (CPDF) as 

of the end of fiscal year 2006 on the representation of women and 

minorities in career SES9

 and GS-14 and GS-15 positions as well as 

baseline data from October 2000, which we previously reported for those 

same positions.10 We also received data from the Postal Service on the 

representation of women and minorities in career officer and senior 

executive positions in the PCES as well as the levels that the Postal 

Service considers the developmental pool for PCES positions as of the end 

 6

GAO, Diversity Management: Expert-Identified Leading Practices and Agency 

Examples, GAO-05-90 (Washington, D.C.: Jan. 14, 2005). 

7

GAO, Senior Executive Service: Enhanced Agency Efforts Needed to Improve Diversity

as the Senior Corps Turns Over, GAO-03-34 (Washington, D.C.: Jan. 17, 2003). 

8

GAO, U.S. Postal Service: Data on Career Employee Diversity, GAO-03-745R

(Washington, D.C.: Sept. 15, 2003); U.S. Postal Service: Diversity in the Postal Career

Executive Service, GAO/GGD-00-76 (Washington, D.C.: Mar. 30, 2000). 

9

For the SES, we included those with career appointments in the SES personnel system. 

These individuals are in executive positions classified above GS-15 or equivalent and do not 

require appointment by the President with Senate confirmation. We excluded those in 

SES-type positions authorized by law such as in the Foreign Service, and some law

enforcement and intelligence programs as well as positions in the Senior Level and 

Scientific and Professional systems. 

10GAO-03-34. 

Page 2 GAO-07-838T 
of fiscal year 2006 to update fiscal year 1999 data we previously reported.11 

We believe the CPDF is sufficiently reliable for the informational purpose 

of this testimony. We previously reported that governmentwide data from 

the CPDF for the key variables reported in this testimony—agency, 

gender, race or national origin, and pay plan or grade—were 96 percent or 

more accurate.12 In addition, as the Postal Service reported making no 

changes to its database since we performed testing of electronic data for 

obvious errors of completeness and accuracy for our 2003 report and as 

the Postal Service provided updated information of the same nature, we 

consider the data to be sufficiently reliable for the informational purpose 

of this testimony. 

The data that we are reporting today provide a demographic snapshot of 

the career SES as well as the levels that serve as the developmental pools 

for those positions in October 2000 and September 2006, and the career 

PCES as well as the levels that serve as the developmental pool for those 

positions in September 1999 and September 2006. Table 1 shows the 

number of career SES as well as those in the developmental pool 

governmentwide, including the percentages of women and minorities, for 

October 2000 and September 2006. 

Table 1: Career SES and the SES Developmental Pool for October 2000 and September 2006 

October 2000 September 2006 

Percent Percent

Governmentwide Number Women Minorities Number Women Minorities

SES 6, 110 23.6 13.8 6,349 28.4 15.9 

SES developmental 

pool (GS-14s and GS-15s) 135,012 28.2 17.0 160,573 32.8 21.0

 Source: GAO analysis of OPM’s CPDF. 

 11GAO/GGD-00-76. Although we most recently reported on fiscal year 2002 career 

employee diversity at the Postal Service (GAO-03-745R), we are citing fiscal year 1999

Postal Service data to be more comparable with the governmentwide data we are

reporting. 

12GAO, OPM’s Central Personnel Data File: Data Appear Sufficiently Reliable to Meet

Most Customer Needs, GAO/GGD-98-199 (Washington, D.C.: Sept. 30, 1998).

Page 3 GAO-07-838T 
Table 2 shows a further breakdown of the number of SES members, 

including the percentages of women and minorities, by Chief Financial

Officers (CFO) Act agency for October 2000 and September 2006. 13

Table 2: Career SES Members by CFO Act Agency for October 2000 and September 2006 

October 2000 September 2006 

Percent Percent 

CFO Act agency 

Number of 

SES Women Minorities

Number of 

SES Women Minorities

Agriculture 283 25.4 20.1 314 31.2 18.5

AID 25 20.0 20.0 17 47.1 29.4

Commerce 296 23.3 12.5 313 27.8 12.8

Defense 1,144 16.3 6.1 1,104 21.0 8.0

Education 60 28.3 21.7 73 39.7 24.7

Energy 391 18.9 10.7 411 22.1 14.6

EPA 255 29.8 15.3 260 37.7 15.8

FEMA 32 21.9 3.1 a a a

GSA 84 28.6 14.3 71 26.8 11.3

HHS 399 36.1 21.3 342 43.0 22.2

DHS b b b

262 26.0 12.6

HUD 73 28.8 35.6 82 37.8 40.2

Interior 191 31.9 22.0 227 32.6 25.6

Justice 407 22.6 15.2 605 21.8 17.9

Labor 132 28.0 21.2 121 33.1 20.7

NASA 394 19.5 13.2 415 23.1 15.9

NRC 139 13.7 11.5 152 20.4 15.1

NSF 79 30.4 13.9 78 42.3 15.4

OPM 36 41.7 19.4 40 30.0 17.5

SBA 39 33.3 33.3 35 31.4 37.1

SSA 118 35.6 33.1 144 39.6 29.9

State 101 28.7 5.0 114 31.6 6.1

Transportation 178 27.0 14.6 182 34.6 15.9

Treasury 537 23.3 12.8 381 34.9 18.6

VA 247 14.6 9.7 229 24.0 14.4

Source: GAO analysis of OPM’s CPDF. 

 13The CFO Act agencies are 24 major executive agencies that are subject to the CFO Act. In

2006, the CFO Act agencies employed 98 percent of federal employees. 

Page 4 GAO-07-838T 
a

The Federal Emergency Management Agency (FEMA) was an independent agency and 1 of the 24

CFO Act agencies until the formation of the Department of Homeland Security (DHS) in 2003.

b

DHS did not exist before March 1, 2003. It was created from 22 agencies or parts of agencies, 

including the U.S. Customs Service, which was formerly located in the Department of the Treasury; 

FEMA; and the Coast Guard. 

Note: AID is the Agency for International Development; EPA is the Environmental Protection Agency; 

GSA is the General Services Administration; HHS is the Department of Health and Human Services; 

HUD is the Department of Housing and Urban Development; NASA is the National Aeronautics and

Space Administration; NRC is the Nuclear Regulatory Commission; NSF is the National Science 

Foundation; SBA is the Small Business Administration; SSA is the Social Security Administration; and 

VA is the Department of Veterans Affairs. 

As we reported in 2003, the gender, racial, and ethnic profiles of the career

SES at the 24 CFO Act agencies varied significantly in October 2000. The

representation of women ranged from 13.7 percent to 41.7 percent, with 

half of the agencies having 27 percent or fewer women. For minority 

representation, rates varied even more and ranged from 3.1 percent to 35.6

percent, with half of the agencies having less than 15 percent minorities in 

the SES. In 2006, the representation of women and minorities, both 

overall and for most individual agencies, was higher. The representation 

of women ranged from 20.4 percent to 47.1, percent with more than half of

the agencies having 30 percent or more women. For minority 

representation, rates ranged from 6.1 percent to 40.2 percent, with 50 

percent of the agencies having over 17 percent minority representation, 

and almost 90 percent of the agencies having more than 12 percent 

minority representation in the SES.14

Considering retirement eligibility and actual retirement rates of the SES is 

important because individuals normally do not enter the SES until well 

into their careers; thus SES retirement eligibility is much higher than the 

workforce in general. As part of a strategic human capital planning 

approach, agencies need to develop long-term strategies for acquiring,

developing, motivating, and retaining staff. An agency’s human capital 

 14While comparing the 2000 and the 2006 data identifies changes over time, comparing

changes that have occurred since 2000 to the estimates we made in the 2003 report could 

be misleading without identifying or analyzing the factors contributing to those changes as

we did in the 2003 report. In that report, we reviewed appointment trends from fiscal years 

1995 to 2000; estimated by race, ethnicity, and gender the number of career SES who would 

leave government service from October 1, 2000, through October 1, 2007; and what the

profile of the SES would be if appointment trends did not change. We made the same 

estimates for the developmental pool of GS-15s and GS-14s, from which the ranks of the 

majority of replacements for departing SES members come, to ascertain the likely 

composition of that pool. We have not updated that information to determine whether

estimated retirement trends materialized and the impact that may have had on the diversity 

of the SES. 

Page 5 GAO-07-838T 
plan should address the demographic trends that the agency faces with its 

workforce, especially retirements. In 2006, OPM reported that

approximately 60 percent of the executive branch’s 1.6 million white-collar 

employees and 90 percent of about 6,000 federal executives will be eligible 

for retirement over the next 10 years. If a significant number of SES 

members were to retire, it could result in a loss of leadership continuity, 

institutional knowledge, and expertise among the SES corps, with the 

degree of loss varying among agencies and occupations. This has 

important implications for government management and emphasizes the 

need for good succession planning for this leadership group. Rather than

simply recreating the existing organization, effective succession planning

and management, linked to the strategic human capital plan, can help an 

organization become what it needs to be. Leading organizations go 

beyond a “replacement” approach that focuses on identifying particular 

individuals as possible successors for specific top-ranking positions. 

Rather, they typically engage in broad, integrated succession planning and 

management efforts that focus on strengthening both current and future 

capacity, anticipating the need for leaders and other key employees with 

the necessary competencies to successfully meet the complex challenges

of the 21st century. 

Succession planning also is tied to the federal government’s opportunity to 

affect the diversity of the executive corps through new appointments. In 

September 2003,15 we reported that agencies in other countries use 

succession planning and management to achieve a more diverse 

workforce, maintain their leadership capacity, and increase the retention 

of high-potential staff. Racial, ethnic, and gender diversity in the SES is an

important component for the effective operation of the government. 

As we recently testified before this Subcommittee,16 the Postal Service 

expects nearly half of its executives to retire within the next 5 years, 

which has important implications and underscores the need for effective 

succession planning. This presents the Postal Service with substantial 

challenges for ensuring an able management cadre and also presents 

opportunities for the Postal Service to affect the composition of the PCES. 

Table 3 shows the number of career PCES members and the EAS 

 15GAO, Human Capital: Insights for U.S. Agencies from Other Countries’ Succession 

Planning and Management Initiatives, GAO-03-914 (Washington, D.C.: Sept. 15, 2003). 

16GAO, U.S. Postal Service: Postal Reform Law Provides Opportunities to Address Postal

Challenges, GAO-07-684T (Washington, D.C.: Apr. 17, 2007).

Page 6 GAO-07-838T 
developmental pool for those positions, including the percentages of 

women and minorities, for September 1999 and September 2006. 

Table 3: Career PCES and the EAS Developmental Pool for September 1999 and September 2006

September 1999 September 2006 

Percent Percent

U.S. Postal Service Number Women Minorities Number Women Minorities

PCES 854 20.1 20.8 768 28.6 25.5

PCES developmental pool 

(EAS 22 and above) 8,955 22.7 25.3 8,606 30.9 29.1

Source: GAO analysis of Postal Service data.

In 2005, we reported that the Postal Service had a formal succession 

planning process and considers the development of potential successor 

employees for executive leadership roles as one stage in that process.17 In 

fiscal year 2002, the Postal Service completed a Web-based individual 

development plan system, which is found on the Diversity Development 

Intranet site. Individuals in management positions are to use the Webbased individual development plan system to identify their skills, training, 

areas of expertise, and areas of development focus. The Postal Service

states that it tracks this information to ensure that all potential candidates 

for higher level or more specialized jobs are following a plan that includes 

the training and work experiences necessary to enable these individuals to

fill vacant positions and lead the organization into the future. 

While we have not analyzed recent changes in the representation levels 

within the federal or Postal Service workforces for this testimony, 

agencies, including the Postal Service, have an important responsibility to 

analyze the representation levels of their workforce and report the results 

of their analyses under requirements from OPM and the Equal

Employment Opportunity Commission (EEOC). Both of these agencies in

their oversight roles also report on governmentwide representation 

levels.18 Under OPM’s regulations implementing the Federal Equal 

 17 GAO-05-90. 

18OPM’s most recent report is its January 2007 Annual Report to the Congress: Federal

Equal Opportunity Recruitment Program, Fiscal Year 2006, and EEOC’s most recent

report is its Fiscal Year 2005 Annual Report on the Federal Work Force. 

Page 7 GAO-07-838T 
Opportunity Recruitment Program (FEORP),19 agencies are required to 

determine where representation levels for covered groups are lower than 

the civilian labor force and take steps to address those differences.20 

Agencies are also required to submit annual FEORP reports to OPM in the 

form prescribed by OPM. These reports have included (1) data on 

employee participation in agencywide and governmentwide career 

development programs broken out by race, national origin, gender, and 

grade level and (2) narrative identifying areas where the agencies had been

most successful in recruiting, hiring, and conducting formal training of 

women and minorities. EEOC’s Management Directive 715 (MD-715) 

provides guidance and standards to federal agencies for establishing and 

maintaining effective equal employment opportunity programs,21 including

a framework for executive branch agencies and the Postal Service to 

determine whether barriers to equal employment opportunity exist and to

identify and develop strategies to mitigate or eliminate the barriers to 

participation.22 The initial step is for agencies to analyze their workforce 

data with designated benchmarks, including the civilian labor force. After 

analyzing their workforce profiles, if potential barriers may exist, agencies

are to examine all related policies, procedures, and practices to uncover 

whether an actual barrier exists. EEOC instructs that only after agencies 

uncover and understand the actual barrier can appropriate objectives be

implemented to eliminate it. EEOC requires agencies to report the results 

of their analyses annually. 

A specific provision was also included in recent postal reform legislation 

related to tracking diversity in the Postal Service’s executive and 

administrative schedule management positions.23 The Postal 

Accountability and Enhancement Act requires that by December 20, 2007, 

the Postal Service’s Board of Governors study and submit a report to the 

 195 U.S.C. §7201 and 5 C.F.R. Part 720, Subpart B. 

20The civilian labor force is composed by those 16 and older who are employed or looking

for work and not in the military or institutionalized.

21See section 717 of Title VII of the Civil Rights Act of 1964 and section 501 of the 

Rehabilitation Act of 1973, codified at 42 U.S.C. § 2000e-16 and 29 U.S.C. § 501, 

respectively. 

22EEOC defines barriers as agency policies, principles, or practices that limit or tend to 

limit employment opportunities for members of a particular gender, race, or ethnic 

background or based on an individual’s disability status. 

23Section 706 of Pub. L. No. 109-435, Postal Accountability and Enhancement Act (Dec. 20, 

2006). 

Page 8 GAO-07-838T 
President and Congress concerning the extent to which women and 

minorities are represented in supervisory and management positions. 

The statistics we provide in this statement portray a demographic profile 

of career federal senior executives for a particular point in time. Although 

such statistics can be informative and useful as a starting point, these 

numbers do not reveal important factors such as pending or expected 

separations from or appointments to the SES corps, the PCES, or the 

developmental pools that lead to them. Such information would provide 

more insight into the current and prospective state of the diversity in the 

federal government’s executive corps. Understanding factors affecting 

representation is important to developing and maintaining a high-quality 

and inclusive workforce. 

Chairman Davis, Representative Marchant, and Members of the 

Subcommittee, this concludes my prepared statement. I would be pleased

to respond to any questions that you may have. 

For further information regarding this statement, please contact George 

Stalcup, Director, Strategic Issues on (202) 512-9490 or at 

stalcupg@gao.gov. Individuals making key contributions to this statement 

included Belva Martin, Assistant Director; Joshua Bartzen; Benjamin T. 

Licht; Kiki Theodoropoulos; and Greg Wilmoth. 

Contacts and 

Acknowledgments 

 

Page 9 GAO-07-838T 
Enclosure I

Demographic Profiles of Career SES, GS-15, and GS-14 Employees 

Governmentwide and at the 24 Chief Financial Officers Act Agencies 

Table 4: Demographic Profiles of Career SES, GS-15, and GS-14 Employees Governmentwide 

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

Equal employment opportunity (EEO) group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

333 5.5 325 5.1 1,711 3.3 2,198 3.5 3,401 

African American women 

179 2.9 221 3.5 1,500 2.9 2,327 3.7 4,067 

American Indian/Alaska Native men 

54 0.9 59 0.9 278 0.5 334 0.5 579 

American Indian/Alaska Native women 

21 0.3 27 0.4 103 0.2 194 0.3 294 

Asian/Pacific Islander men 

70 1.1 90 1.4 2,063 4.0 2,896 4.6 2,426 

Asian/Pacific Islander women 

33 0.5 56 0.9 836 1.6 1,505 2.4 1,036 

Hispanic men 112 1.8 164 2.6 1,197 2.3 1,689 2.7 2,117 Hispanic women 43 0.7 65 1.0 470 0.9 718 1.2 884 White men 4,097 67.1 3,900 61.4 33,567 64.8 36,613 58.7 49,548 White women 1,164 19.1 1436 22.6 10,062 19.4 13,858 22.2 18,759 Unspecified/other 4 0.1 6 0.1 39 0.1 58 0.1 75 Totala 6,110 100.0 6,349 100.0 51,826 100.0 62,390 100.0 83,186 Minorities 845 13.8 1,007 15.9 8,158 15.7 11,861 19.0 14,804 Men 4,666 76.4 4,543 71.6 38,816 74.9 43,768 70.2 58,071 Minority men 569 9.3 638 10.0 5,249 10.0 7,117 11.4 8,523 Women 1,440 23.6 1,806 28.4 12,971 25.0 18,622 29.8 25,040 Minority women 276 4.5 369 5.8 2,909 5.6 4744 7.6 6,281 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: Governmentwide includes civilian employees of all cabinet-level departments, independent agencies, commissions, councils, anbranch except the intelligence agencies, the Postal Service, and the Foreign Service (as of 2006).Note 2: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 10 
Enclosure I

Table 5: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Departmen

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

28 9.9 21 6.7 72 4.0 81 4.0 122 

African American women 

11 3.9 12 3.8 53 2.9 77 3.8 153 

American Indian/Alaska Native men

2 0.7 2 0.6 8 0.4 14 0.7 32 

American Indian/Alaska Native women

1 0.4 1 0.3 2 0.1 1 0.0 8 

Asian/Pacific Islander men 

5 1.8 9 2.9 41 2.3 70 3.4 95 

Asian/Pacific Islander women 

0 0.0 5 1.6 7 0.4 13 0.6 35 

Hispanic men 8 2.8 6 1.9 37 2.0 59 2.9 82 Hispanic women 2 0.7 2 0.6 3 0.2 10 0.5 22 White men 168 59.4 178 56.7 1,302 72.0 1,316 64.7 2,188 White women 58 20.5 78 24.8 283 15.6 393 19.3 695 Unspecified/other 0 0.0 0 0.0 1 0.1 0 0.0 7 Totala 283 100.0 314 100.0 1,809 100.0 2,034 100.0 3,439 Minorities 57 20.1 58 18.5 223 12.3 325 16.0 549 Men 211 74.6 216 68.8 1,460 80.7 1,540 75.7 2,519 Minority men 43 15.2 38 12.1 158 8.7 224 11.0 331 Women 72 25.4 98 31.2 348 19.2 494 24.3 913 Minority women 14 4.9 20 6.4 65 3.6 101 5.0 218 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 11 
Enclosure I

Table 6: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Agency for 

Development 

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American 

men 

2 8.0 1 5.9 24 5.7 16 3.6 23 

African American 

women 

1 4.0 2 11.8 19 4.5 30 6.7 36 

American 

Indian/Alaska 

Native men

1 4.0 0 0.0 2 0.5 0 0.0 1 

American 

Indian/Alaska 

Native women 

0 0.0 0 0.0 1 0.2 0 0.0 0 

Asian/Pacific 

Islander men 

0 0.0 0 0.0 9 2.1 10 2.2 17 

Asian/Pacific 

Islander women 

0 0.0 1 5.9 6 1.4 9 2.0 10 

Hispanic men 1 4.0 1 5.9 11 2.6 13 2.9 15 

Hispanic women 0 0.0 0 0.0 1 0.2 3 0.7 3 

White men 16 64.0 7 41.2 257 60.6 243 54.1 290 

White women 4 16.0 5 29.4 94 22.2 125 27.8 160 

Unspecified/other 0 0.0 0 0.0 0 0.0 0 0.0 0 

Totala 25 100.0 17 100.0 424 100.0 449 100.0 555 

Minorities 5 20.0 5 29.4 73 17.2 81 18.0 105 

Men 20 80.0 9 52.9 303 71.5 282 62.8 346 

Minority men 4 16.0 2 11.8 46 10.8 39 8.7 56 

Women 5 20.0 8 47.1 121 28.5 167 37.2 209 

Minority women 1 4.0 3 17.6 27 6.4 42 9.4 49 

Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 12 
Enclosure I

Table 7: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Departmen

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

17 5.7 17 5.4 69 3.0 89 3.3 183 

African American women 

5 1.7 7 2.2 53 2.3 87 3.2 177 

American Indian/Alaska Native men

2 0.7 1 0.3 2 0.1 7 0.3 10 

American Indian/Alaska Native women

0 0.0 0 0.0 0 0.0 6 0.2 8 

Asian/Pacific Islander men 

3 1.0 4 1.3 111 4.8 181 6.6 335 

Asian/Pacific Islander women 

3 1.0 4 1.3 28 1.2 71 2.6 139 

Hispanic men 4 1.4 6 1.9 39 1.7 45 1.6 65 Hispanic women 3 1.0 1 0.3 14 0.6 21 0.8 43 White men 201 67.9 198 63.3 1,573 68.5 1,688 61.7 2,910 White women 58 19.6 75 24.0 408 17.8 542 19.8 923 Unspecified/other 0 0.0 0 0.0 1 0.0 1 0.0 2 Totala 296 100.0 313 100.0 2,298 100.0 2,738 100.0 4,795 Minorities 37 12.5 40 12.8 316 13.8 507 18.5 960 Men 227 76.7 226 72.2 1,794 78.1 2,011 73.4 3,503 Minority men 26 8.8 28 8.9 221 9.6 322 11.8 593 Women 69 23.3 87 27.8 503 21.9 727 26.6 1,290 Minority women 11 3.7 12 3.8 95 4.1 185 6.8 367 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 13 
Enclosure I

Table 8: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Departmen

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

21 1.8 26 2.4 231 2.1 428 2.9 604 

African American women 

10 0.9 17 1.5 124 1.1 264 1.8 468 

American Indian/Alaska Native men

6 0.5 7 0.6 50 0.4 57 0.4 72 

American Indian/Alaska Native women

1 0.1 2 0.2 9 0.1 21 0.1 24 

Asian/Pacific Islander men 

13 1.1 14 1.3 282 2.5 428 2.9 554 

Asian/Pacific Islander women 

9 0.8 7 0.6 37 0.3 102 0.7 141 

Hispanic men 7 0.6 13 1.2 158 1.4 281 1.9 335 Hispanic women 3 0.3 2 0.2 28 0.3 83 0.6 104 White men 909 79.5 809 73.3 8,795 79.0 10,422 71.7 13,612 White women 163 14.2 204 18.5 1,409 12.7 2,446 16.8 3,409 Unspecified/other 2 0.2 3 0.3 14 0.1 10 0.1 25 Totala 1,144 100.0 1,104 100.0 11,137 100.0 14,542 100.0 19,348 Minorities 70 6.1 88 8.0 919 8.3 1,664 11.4 2,302 Men 956 83.6 872 79.0 9,516 85.4 11,622 79.9 15,177 Minority men 47 4.1 60 5.4 721 6.5 1,194 8.2 1,565 Women 186 16.3 232 21.0 1,607 14.4 2,920 20.1 4,146 Minority women 23 2.0 28 2.5 198 1.8 470 3.2 737 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 14 
Enclosure I

Table 9: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Departmen

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

8 13.3 6 8.2 31 6.7 29 6.1 68 

African American women 

1 1.7 8 11.0 40 8.7 48 10.1 117 

American Indian/Alaska Native men

1 1.7 0 0.0 1 0.2 2 0.4 3 

American Indian/Alaska Native women

0 0.0 0 0.0 4 0.9 4 0.8 3 

Asian/Pacific Islander men 

1 1.7 1 1.4 7 1.5 9 1.9 10 

Asian/Pacific Islander women 

1 1.7 2 2.7 1 0.2 3 0.6 10 

Hispanic men 1 1.7 1 1.4 8 1.7 9 1.9 9 Hispanic women 0 0.0 0 0.0 6 1.3 5 1.1 12 White men 32 53.3 36 49.3 212 46.1 195 41.1 300 White women 15 25.0 19 26.0 150 32.6 171 36.0 254 Unspecified/other 0 0.0 0 0.0 0 0.0 0 0.0 0 Totala 60 100.0 73 100.0 460 100.0 475 100.0 786 Minorities 13 21.7 18 24.7 98 21.3 109 22.9 232 Men 43 71.7 44 60.3 259 56.3 244 51.4 390 Minority men 11 18.3 8 11.0 47 10.2 49 10.3 90 Women 17 28.3 29 39.7 201 43.7 231 48.6 396 Minority women 2 3.3 10 13.7 51 11.1 60 12.6 142 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 15 
Enclosure I

Table 10: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Departmen

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

14 3.6 15 3.6 65 3.3 67 3.4 84 

African American women 

5 1.3 7 1.7 44 2.2 69 3.5 106 

American Indian/Alaska Native men

3 0.8 2 0.5 7 0.4 12 0.6 20 

American Indian/Alaska Native women

0 0.0 2 0.5 3 0.2 4 0.2 8 

Asian/Pacific Islander men 

8 2.0 5 1.2 59 3.0 83 4.2 128 

Asian/Pacific Islander women 

1 0.3 6 1.5 14 0.7 28 1.4 29 

Hispanic men 9 2.3 16 3.9 42 2.1 41 2.1 91 Hispanic women 2 0.5 7 1.7 10 0.5 19 1.0 34 White men 283 72.4 282 68.6 1,429 71.5 1,266 63.8 1,731 White women 66 16.9 69 16.8 325 16.3 394 19.9 573 Unspecified/other 0 0.0 0 0.0 1 0.1 0 0.0 2 Totala 391 100.0 411 100.0 1,999 100.0 1,983 100.0 2,806 Minorities 42 10.7 60 14.6 244 12.2 323 16.3 500 Men 317 81.1 320 77.9 1,602 80.1 1,469 74.1 2,054 Minority men 34 8.7 38 9.2 173 8.7 203 10.2 323 Women 74 18.9 91 22.1 396 19.8 514 25.9 750 Minority women 8 2.0 22 5.4 71 3.6 120 6.1 177 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 16 
Enclosure I

Table 11: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the EnvironmeAgency 

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

18 7.1 13 5.0 41 2.3 57 2.5 102 

African American women 

5 2.0 10 3.8 80 4.4 120 5.3 201 

American Indian/Alaska Native men

0 0.0 0 0.0 2 0.1 5 0.2 7 

American Indian/Alaska Native women

0 0.0 0 0.0 2 0.1 6 0.3 5 

Asian/Pacific Islander men 

2 0.8 3 1.2 30 1.7 44 1.9 78 

Asian/Pacific Islander women 

4 1.6 4 1.5 14 0.8 34 1.5 49 

Hispanic men 9 3.5 9 3.5 27 1.5 46 2.0 63 Hispanic women 1 0.4 2 0.8 14 0.8 33 1.5 48 White men 150 58.8 137 52.7 1,086 60.2 1,197 53.0 1,558 White women 66 25.9 82 31.5 508 28.1 713 31.6 890 Unspecified/other 0 0.0 0 0.0 1 0.1 2 0.1 0 Totala 255 100.0 260 100.0 1,805 100.0 2,257 100.0 3,001 Minorities 39 15.3 41 15.8 210 11.6 345 15.3 553 Men 179 70.2 162 62.3 1,186 65.7 1,351 59.9 1,808 Minority men 29 11.4 25 9.6 100 5.5 152 6.7 250 Women 76 29.8 98 37.7 618 34.2 906 40.1 1,193 Minority women 10 3.9 16 6.2 110 6.1 193 8.6 303 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 17 
Enclosure I

Table 12: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the General SAdministration 

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

6 7.1 3 4.2 28 4.7 27 4.3 85 

African American women 

4 4.8 3 4.2 31 5.2 45 7.2 125 

American Indian/Alaska Native men

0 0.0 0 0.0 3 0.5 2 0.3 4 

American Indian/Alaska Native women

0 0.0 0 0.0 0 0.0 0 0.0 2 

Asian/Pacific Islander men 

0 0.0 1 1.4 6 1.0 7 1.1 31 

Asian/Pacific Islander women 

1 1.2 0 0.0 4 0.7 9 1.4 14 

Hispanic men 0 0.0 0 0.0 3 0.5 12 1.9 16 Hispanic women 1 1.2 1 1.4 4 0.7 7 1.1 13 White men 54 64.3 48 67.6 383 64.4 337 53.7 656 White women 18 21.4 15 21.1 133 22.4 178 28.4 359 Unspecified/other 0 0.0 0 0.0 0 0.0 3 0.5 0 Totala 84 100.0 71 100.0 595 100.0 627 100.0 1,305 Minorities 12 14.3 8 11.3 79 13.3 109 17.4 290 Men 60 71.4 52 73.2 423 71.1 388 61.9 792 Minority men 6 7.1 4 5.6 40 6.7 48 7.7 136 Women 24 28.6 19 26.8 172 28.9 239 38.1 513 Minority women 6 7.1 4 5.6 39 6.6 61 9.7 154 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 18 
Enclosure I

Table 13: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the DepartmenHuman Services

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

22 5.5 17 5.0 137 3.9 156 3.7 225 

African American women 

27 6.8 23 6.7 139 4.0 206 4.9 359 

American Indian/Alaska Native men

11 2.8 12 3.5 46 1.3 57 1.4 73 

American Indian/Alaska Native women

6 1.5 7 2.0 29 0.8 51 1.2 83 

Asian/Pacific Islander men 

6 1.5 5 1.5 101 2.9 142 3.4 223 

Asian/Pacific Islander women 

3 0.8 3 0.9 49 1.4 104 2.5 158 

Hispanic men 5 1.3 8 2.3 53 1.5 71 1.7 103 Hispanic women 5 1.3 1 0.3 38 1.1 50 1.2 56 White men 211 52.9 153 44.7 1,774 50.9 1,832 43.8 2,450 White women 103 25.8 113 33.0 1,118 32.1 1,505 36.0 2,024 Unspecified/other 0 0.0 0 0.0 4 0.1 10 0.2 10 Totala 399 100.0 342 100.0 3,488 100.0 4,184 100.0 5,764 Minorities 85 21.3 76 22.2 592 17.0 837 20.0 1,280 Men 255 63.9 195 57.0 2,111 60.5 2,262 54.1 3,074 Minority men 44 11.0 42 12.3 337 9.7 426 10.2 624 Women 144 36.1 147 43.0 1,373 39.4 1,922 45.9 2,680 Minority women 41 10.3 34 9.9 255 7.3 411 9.8 656 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 19 
Enclosure I

Table 14: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the DepartmenSecurity 

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

b b 10 3.8 b b 105 4.0 b 

African American women 

b b 6 2.3 b b 103 4.0 b 

American Indian/Alaska Native men

b b 1 0.4 b b 8 0.3 b 

American Indian/Alaska Native women

b b 0 0.0 b b 3 0.1 b 

Asian/Pacific Islander men 

b b 1 0.4 b b 34 1.3 b 

Asian/Pacific Islander women 

b b 1 0.4 b b 22 0.8 b 

Hispanic men b b 13 5.0 b b 114 4.4 b Hispanic women b b 1 0.4 b b 48 1.8 b White men b b 169 64.5 b b 1,510 58.1 b White women b b 60 22.9 b b 650 25.0 b Unspecified/other b b 0 0.0 b b 1 0.0 b Totala b b 262 100.0 b b 2,598 100.0 b Minorities b b 33 12.6 b b 437 16.8 b Men b b 194 74.0 b b 1,771 68.2 b Minority men b b 25 9.5 b b 261 10.0 b Women b b 68 26.0 b b 827 31.8 b Minority women b b 8 3.1 b b 176 6.8 b Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.bThe Department of Homeland Security did not exist before March 1, 2003. Its creation united 22 agencies, including the U.S. Customs 

formerly located in the Department of the Treasury; the Federal Emergency Management Agency; and the Coast Guard.Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 20 
Enclosure I

Table 15: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the DepartmenUrban Development

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

9 12.3 8 9.8 100 11.7 109 11.9 134 

African American women 

11 15.1 15 18.3 112 13.1 164 17.9 221 

American Indian/Alaska Native men

1 1.4 1 1.2 7 0.8 8 0.9 9 

American Indian/Alaska Native women

1 1.4 0 0.0 0 0.0 1 0.1 2 

Asian/Pacific Islander men 

0 0.0 1 1.2 12 1.4 20 2.2 26 

Asian/Pacific Islander women 

0 0.0 2 2.4 9 1.1 11 1.2 18 

Hispanic men 2 2.7 3 3.7 21 2.5 32 3.5 47 Hispanic women 2 2.7 3 3.7 22 2.6 19 2.1 22 White men 40 54.8 38 46.3 398 46.5 362 39.4 545 White women 7 9.6 11 13.4 175 20.4 192 20.9 301 Unspecified/other 0 0.0 0 0.0 0 0.0 0 0.0 0 Totala 73 100.0 82 100.0 856 100.0 918 100.0 1,325 Minorities 26 35.6 33 40.2 283 33.1 364 39.7 479 Men 52 71.2 51 62.2 538 62.9 531 57.8 761 Minority men 12 16.4 13 15.9 140 16.4 169 18.4 216 Women 21 28.8 31 37.8 318 37.1 387 42.2 564 Minority women 14 19.2 20 24.4 143 16.7 195 21.2 263 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 21 
Enclosure I

Table 16: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Departmen

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

4 2.1 9 4.0 32 2.5 28 1.8 54 

African American women 

4 2.1 7 3.1 18 1.4 28 1.8 70 

American Indian/Alaska Native men

18 9.4 22 9.7 65 5.0 82 5.2 145 

American Indian/Alaska Native women

7 3.7 7 3.1 25 1.9 48 3.1 79 

Asian/Pacific Islander men 

1 0.5 3 1.3 16 1.2 19 1.2 38 

Asian/Pacific Islander women 

0 0.0 0 0.0 4 0.3 10 0.6 16 

Hispanic men 4 2.1 3 1.3 14 1.1 21 1.3 61 Hispanic women 4 2.1 7 3.1 3 0.2 7 0.4 24 White men 103 53.9 116 51.1 928 71.2 1,001 64.0 1,859 White women 46 24.1 53 23.3 198 15.2 321 20.5 561 Unspecified/other 0 0.0 0 0.0 1 0.1 0 0.0 1 Totala 191 100.0 227 100.0 1,304 100.0 1,565 100.0 2,908 Minorities 42 22.0 58 25.6 177 13.6 243 15.5 487 Men 130 68.1 153 67.4 1,055 80.9 1,151 73.5 2,157 Minority men 27 14.1 37 16.3 127 9.7 150 9.6 298 Women 61 31.9 74 32.6 248 19.0 414 26.5 750 Minority women 15 7.9 21 9.3 50 3.8 93 5.9 189 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 22 
Enclosure I

Table 17: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Departmen

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

24 5.9 47 7.8 125 3.3 205 4.1 235 

African American women 

13 3.2 19 3.1 139 3.7 211 4.2 256 

American Indian/Alaska Native men

2 0.5 3 0.5 11 0.3 12 0.2 23 

American Indian/Alaska Native women

0 0.0 1 0.2 6 0.2 8 0.2 6 

Asian/Pacific Islander men 

3 0.7 3 0.5 58 1.5 119 2.4 65 

Asian/Pacific Islander women 

2 0.5 1 0.2 48 1.3 81 1.6 52 

Hispanic men 16 3.9 32 5.3 129 3.4 180 3.6 247 Hispanic women 2 0.5 2 0.3 62 1.6 75 1.5 76 White men 270 66.3 387 64.0 2,132 56.0 2,774 55.3 2,288 White women 75 18.4 109 18.0 1,091 28.7 1,350 26.9 1,035 Unspecified/other 0 0.0 1 0.2 3 0.1 5 0.1 10 Totala 407 100.0 605 100.0 3,804 100.0 5,020 100.0 4,293 Minorities 62 15.2 108 17.9 578 15.2 891 17.7 960 Men 315 77.4 473 78.2 2,455 64.5 3,293 65.6 2,858 Minority men 45 11.1 85 14.0 323 8.5 516 10.3 570 Women 92 22.6 132 21.8 1,346 35.4 1,727 34.4 1,425 Minority women 17 4.2 23 3.8 255 6.7 375 7.5 390 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 23 
Enclosure I

Table 18: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Departmen

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

13 9.8 7 5.8 31 5.0 47 6.1 87 

African American women 

8 6.1 7 5.8 33 5.3 49 6.3 128 

American Indian/Alaska Native men

0 0.0 0 0.0 2 0.3 0 0.0 9 

American Indian/Alaska Native women

1 0.8 0 0.0 2 0.3 1 0.1 4 

Asian/Pacific Islander men 

0 0.0 1 0.8 2 0.3 7 0.9 25 

Asian/Pacific Islander women 

0 0.0 1 0.8 8 1.3 10 1.3 7 

Hispanic men 6 4.5 5 4.1 14 2.2 13 1.7 46 Hispanic women 0 0.0 4 3.3 8 1.3 11 1.4 22 White men 76 57.6 68 56.2 378 60.4 401 51.7 728 White women 28 21.2 28 23.1 148 23.6 237 30.5 381 Unspecified/other 0 0.0 0 0.0 0 0.0 0 0.0 0 Totala 132 100.0 121 100.0 626 100.0 776 100.0 1,437 Minorities 28 21.2 25 20.7 100 16.0 138 17.8 328 Men 95 72.0 81 66.9 427 68.2 468 60.3 895 Minority men 19 14.4 13 10.7 49 7.8 67 8.6 167 Women 37 28.0 40 33.1 199 31.8 308 39.7 542 Minority women 9 6.8 12 9.9 51 8.1 71 9.1 161 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 24 
Enclosure I

Table 19: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the National ASpace Administration 

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

18 4.6 13 3.1 63 2.5 114 3.2 123 

African American women 

11 2.8 14 3.4 23 0.9 75 2.1 80 

American Indian/Alaska Native men

3 0.8 2 0.5 13 0.5 15 0.4 21 

American Indian/Alaska Native women

1 0.3 1 0.2 1 0.0 7 0.2 8 

Asian/Pacific Islander men 

9 2.3 12 2.9 124 4.9 185 5.3 160 

Asian/Pacific Islander women 

1 0.3 5 1.2 26 1.0 42 1.2 37 

Hispanic men 7 1.8 14 3.4 61 2.4 120 3.4 125 Hispanic women 2 0.5 5 1.2 19 0.7 25 0.7 34 White men 280 71.1 278 67.0 1,890 74.4 2,346 66.8 2,588 White women 62 15.7 71 17.1 318 12.5 581 16.6 574 Unspecified/other 0 0.0 0 0.0 3 0.1 0 0.0 0 Totala 394 100.0 415 100.0 2,541 100.0 3,510 100.0 3,750 Minorities 52 13.2 66 15.9 330 13.0 583 16.6 588 Men 317 80.5 319 76.9 2,151 84.7 2,780 79.2 3,017 Minority men 37 9.4 41 9.9 261 10.3 434 12.4 429 Women 77 19.5 96 23.1 387 15.2 730 20.8 733 Minority women 15 3.8 25 6.0 69 2.7 149 4.2 159 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 25 
Enclosure I

Table 20: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Nuclear RCommission

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

7 5.0 9 5.9 18 2.8 29 3.5 27 

African American women 

2 1.4 2 1.3 16 2.5 23 2.7 21 

American Indian/Alaska Native men

0 0.0 1 0.7 3 0.5 4 0.5 0 

American Indian/Alaska Native women

0 0.0 0 0.0 0 0.0 1 0.1 0 

Asian/Pacific Islander men 

4 2.9 5 3.3 56 8.7 76 9.1 52 

Asian/Pacific Islander women 

1 0.7 3 2.0 8 1.2 16 1.9 8 

Hispanic men 2 1.4 2 1.3 4 0.6 13 1.6 14 Hispanic women 0 0.0 1 0.7 2 0.3 2 0.2 2 White men 107 77.0 104 68.4 453 70.7 526 62.8 467 White women 16 11.5 25 16.4 81 12.6 147 17.5 128 Unspecified/other 0 0.0 0 0.0 0 0.0 1 0.1 0 Totala 139 100.0 152 100.0 641 100.0 838 100.0 719 Minorities 16 11.5 23 15.1 107 16.7 164 19.6 124 Men 120 86.3 121 79.6 534 83.3 649 77.4 560 Minority men 13 9.4 17 11.2 81 12.6 122 14.6 93 Women 19 13.7 31 20.4 107 16.7 189 22.6 159 Minority women 3 2.2 6 3.9 26 4.1 42 5.0 31 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 26 
Enclosure I

Table 21: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the National SFoundation 

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

5 6.3 2 2.6 4 4.9 4 5.5 3 

African American women 

1 1.3 2 2.6 4 4.9 5 6.8 10 

American Indian/Alaska Native men

0 0.0 0 0.0 1 1.2 0 0.0 0 

American Indian/Alaska Native women

0 0.0 0 0.0 0 0.0 0 0.0 0 

Asian/Pacific Islander men 

3 3.8 4 5.1 1 1.2 1 1.4 0 

Asian/Pacific Islander women 

1 1.3 2 2.6 2 2.4 2 2.7 3 

Hispanic men 1 1.3 2 2.6 0 0.0 0 0.0 1 Hispanic women 0 0.0 0 0.0 1 1.2 0 0.0 1 White men 46 58.2 37 47.4 36 43.9 28 38.4 31 White women 22 27.8 29 37.2 33 40.2 33 45.2 31 Unspecified/other 0 0.0 0 0.0 0 0.0 0 0.0 0 Totala 79 100.0 78 100.0 82 100.0 73 100.0 80 Minorities 11 13.9 12 15.4 13 15.9 12 16.4 18 Men 55 69.6 45 57.7 42 51.2 33 45.2 35 Minority men 9 11.4 8 10.3 6 7.3 5 6.8 4 Women 24 30.4 33 42.3 40 48.8 40 54.8 45 Minority women 2 2.5 4 5.1 7 8.5 7 9.6 14 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 27 
Enclosure I

Table 22: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Office of PManagement 

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

2 5.6 2 5.0 7 6.6 11 7.1 14 

African American women 

1 2.8 1 2.5 5 4.7 13 8.3 22 

American Indian/Alaska Native men

0 0.0 0 0.0 0 0.0 0 0.0 0 

American Indian/Alaska Native women

1 2.8 0 0.0 0 0.0 0 0.0 0 

Asian/Pacific Islander men 

0 0.0 0 0.0 0 0.0 2 1.3 4 

Asian/Pacific Islander women 

0 0.0 0 0.0 0 0.0 0 0.0 2 

Hispanic men 2 5.6 2 5.0 3 2.8 4 2.6 7 Hispanic women 1 2.8 2 5.0 3 2.8 3 1.9 4 White men 17 47.2 24 60.0 62 58.5 75 48.1 96 White women 12 33.3 9 22.5 26 24.5 48 30.8 73 Unspecified/other 0 0.0 0 0.0 0 0.0 0 0.0 0 Totala 36 100.0 40 100.0 106 100.0 156 100.0 222 Minorities 7 19.4 7 17.5 18 17.0 33 21.2 53 Men 21 58.3 28 70.0 72 67.9 92 59.0 121 Minority men 4 11.1 4 10.0 10 9.4 17 10.9 25 Women 15 41.7 12 30.0 34 32.1 64 41.0 101 Minority women 3 8.3 3 7.5 8 7.5 16 10.3 28 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 28 
Enclosure I

Table 23: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Small BusAdministration

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

6 15.4 5 14.3 13 7.3 14 7.6 26 

African American women 

4 10.3 2 5.7 11 6.1 18 9.8 27 

American Indian/Alaska Native men

0 0.0 0 0.0 3 1.7 2 1.1 0 

American Indian/Alaska Native women

0 0.0 0 0.0 0 0.0 0 0.0 0 

Asian/Pacific Islander men 

0 0.0 0 0.0 2 1.1 4 2.2 8 

Asian/Pacific Islander women 

0 0.0 1 2.9 0 0.0 3 1.6 7 

Hispanic men 2 5.1 4 11.4 11 6.1 10 5.4 13 Hispanic women 1 2.6 1 2.9 4 2.2 8 4.3 10 White men 18 46.2 15 42.9 99 55.3 93 50.5 186 White women 8 20.5 7 20.0 36 20.1 32 17.4 92 Unspecified/other 0 0.0 0 0.0 0 0.0 0 0.0 0 Totala 39 100.0 35 100.0 179 100.0 184 100.0 369 Minorities 13 33.3 13 37.1 44 24.6 59 32.1 91 Men 26 66.7 24 68.6 128 71.5 123 66.8 233 Minority men 8 20.5 9 25.7 29 16.2 30 16.3 47 Women 13 33.3 11 31.4 51 28.5 61 33.2 136 Minority women 5 12.8 4 11.4 15 8.4 29 15.8 44 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 29 
Enclosure I

Table 24: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Social SecAdministration 

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

13 11.0 16 11.1 34 6.8 37 5.6 99 

African American women 

12 10.2 15 10.4 39 7.8 81 12.2 162 

American Indian/Alaska Native men

0 0.0 0 0.0 1 0.2 4 0.6 14 

American Indian/Alaska Native women

0 0.0 1 0.7 4 0.8 4 0.6 7 

Asian/Pacific Islander men 

0 0.0 0 0.0 3 0.6 5 0.8 16 

Asian/Pacific Islander women 

2 1.7 0 0.0 0 0.0 6 0.9 15 

Hispanic men 7 5.9 5 3.5 15 3.0 19 2.9 60 Hispanic women 5 4.2 6 4.2 7 1.4 10 1.5 43 White men 56 47.5 66 45.8 267 53.7 294 44.3 836 White women 23 19.5 35 24.3 127 25.6 204 30.7 450 Unspecified/other 0 0.0 0 0.0 0 0.0 0 0.0 0 Totala 118 100.0 144 100.0 497 100.0 664 100.0 1,702 Minorities 39 33.1 43 29.9 103 20.7 166 25.0 416 Men 76 64.4 87 60.4 320 64.4 359 54.1 1,025 Minority men 20 16.9 21 14.6 53 10.7 65 9.8 189 Women 42 35.6 57 39.6 177 35.6 305 45.9 677 Minority women 19 16.1 22 15.3 50 10.1 101 15.2 227 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 30 
Enclosure I

Table 25: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Departmen

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

0 0.0 2 1.8 58 3.7 17 2.7 74 

African American women 

1 1.0 2 1.8 52 3.3 27 4.3 88 

American Indian/Alaska Native men

0 0.0 0 0.0 6 0.4 3 0.5 5 

American Indian/Alaska Native women

0 0.0 0 0.0 1 0.1 0 0.0 4 

Asian/Pacific Islander men 

0 0.0 1 0.9 25 1.6 8 1.3 66 

Asian/Pacific Islander women 

0 0.0 0 0.0 15 0.9 14 2.2 30 

Hispanic men 4 4.0 2 1.8 46 2.9 7 1.1 67 Hispanic women 0 0.0 0 0.0 22 1.4 8 1.3 28 White men 68 67.3 73 64.0 972 61.3 337 53.7 1,584 White women 28 27.7 34 29.8 387 24.4 205 32.6 598 Unspecified/other 0 0.0 0 0.0 2 0.1 2 0.3 0 Totala 101 100.0 114 100.0 1,586 100.0 628 100.0 2,544 Minorities 5 5.0 7 6.1 225 14.2 84 13.4 362 Men 72 71.3 78 68.4 1,107 69.8 373 59.4 1,796 Minority men 4 4.0 5 4.4 135 8.5 35 5.6 212 Women 29 28.7 36 31.6 477 30.1 255 40.6 748 Minority women 1 1.0 2 1.8 90 5.7 49 7.8 150 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.Note 2: The number of GS-15s, GS-14s and equivalents decreased because the Department of State stopped reporting data on Foreign Office of Personnel Management’s Central Personnel Data File.

Page 31 
Enclosure I

Table 26: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the DepartmenTransportation

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

14 7.9 12 6.6 60 5.1 62 5.9 221 

African American women 

7 3.9 9 4.9 41 3.5 60 5.7 202 

American Indian/Alaska Native men

0 0.0 0 0.0 11 0.9 3 0.3 52 

American Indian/Alaska Native women

0 0.0 0 0.0 2 0.2 1 0.1 15 

Asian/Pacific Islander men 

5 2.8 5 2.7 26 2.2 32 3.1 150 

Asian/Pacific Islander women 

0 0.0 1 0.5 8 0.7 15 1.4 29 

Hispanic men 0 0.0 1 0.5 29 2.5 29 2.8 181 Hispanic women 0 0.0 1 0.5 5 0.4 11 1.1 51 White men 111 62.4 101 55.5 789 67.6 634 60.6 3,289 White women 41 23.0 52 28.6 196 16.8 199 19.0 768 Unspecified/other 0 0.0 0 0.0 0 0.0 0 0.0 4 Totala 178 100.0 182 100.0 1,167 100.0 1,046 100.0 4,962 Minorities 26 14.6 29 15.9 182 15.6 213 20.4 901 Men 130 73.0 119 65.4 915 78.4 760 72.7 3,893 Minority men 19 10.7 18 9.9 126 10.8 126 12.0 604 Women 48 27.0 63 34.6 252 21.6 286 27.3 1,065 Minority women 7 3.9 11 6.0 56 4.8 87 8.3 297 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 32 
Enclosure I

Table 27: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the Departmen

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

42 7.8 32 8.4 148 4.8 54 3.2 417 

African American women 

11 2.0 12 3.1 148 4.8 124 7.3 583 

American Indian/Alaska Native men

1 0.2 0 0.0 12 0.4 3 0.2 46 

American Indian/Alaska Native women

2 0.4 4 1.0 6 0.2 4 0.2 16 

Asian/Pacific Islander men 

4 0.7 8 2.1 46 1.5 39 2.3 149 

Asian/Pacific Islander women 

1 0.2 3 0.8 18 0.6 32 1.9 95 

Hispanic men 6 1.1 7 1.8 85 2.8 28 1.6 286 Hispanic women 2 0.4 5 1.3 27 0.9 14 0.8 114 White men 359 66.9 201 52.8 1,844 59.8 866 50.9 4,902 White women 109 20.3 108 28.3 746 24.2 532 31.3 2,219 Unspecified/other 0 0.0 1 0.3 3 0.1 6 0.4 5 Totala 537 100.0 381 100.0 3,083 100.0 1,702 100.0 8,832 Minorities 69 12.8 71 18.6 490 15.9 298 17.5 1,706 Men 412 76.7 248 65.1 2,135 69.3 993 58.3 5,800 Minority men 53 9.9 47 12.3 291 9.4 124 7.3 898 Women 125 23.3 133 34.9 945 30.7 709 41.7 3,027 Minority women 16 3.0 24 6.3 199 6.5 174 10.2 808 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 33 
Enclosure I

Table 28: Demographic Profiles of Career SES, GS-15, and GS-14 Employees at the DepartmenAffairs

SES GS-15 

October 1, 2000 September 2006 October 1, 2000 September 2006 Octobe

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

12 4.9 14 6.1 173 2.2 286 2.8 98 

African American women 

4 1.6 4 1.7 109 1.4 224 2.2 104 

American Indian/Alaska Native men

3 1.2 5 2.2 17 0.2 29 0.3 11 

American Indian/Alaska Native women

0 0.0 0 0.0 4 0.1 18 0.2 7 

Asian/Pacific Islander men 

1 0.4 2 0.9 997 12.9 1296 12.6 62 

Asian/Pacific Islander women 

1 0.4 1 0.4 499 6.4 820 8.0 45 

Hispanic men 3 1.2 6 2.6 322 4.2 456 4.4 55 Hispanic women 0 0.0 1 0.4 131 1.7 217 2.1 28 White men 190 76.9 146 63.8 4,382 56.6 5,192 50.4 1,465 White women 31 12.6 49 21.4 1,107 14.3 1,751 17.0 592 Unspecified/other 2 0.8 1 0.4 5 0.1 17 0.2 8 Totala 247 100.0 229 100.0 7,746 100.0 10,306 100.0 2,475 Minorities 24 9.7 33 14.4 2,252 29.1 3,346 32.5 410 Men 209 84.6 174 76.0 5,891 76.1 7,273 70.6 1,691 Minority men 19 7.7 27 11.8 1,509 19.5 2,067 20.1 226 Women 36 14.6 55 24.0 1,850 23.9 3,033 29.4 776 Minority women 5 2.0 6 2.6 743 9.6 1,279 12.4 184 Source: GAO analysis of the Office of Personnel Management’s Central Personnel Data File. aPercentages may not add to 100 because of rounding.

Note 1: We included GS-15, GS-14, and equivalent employees. GS-equivalent employees are those in equivalent grades under other p

grade structure and job evaluation methodology or are equivalent by statute.

Page 34 
Enclosure II 

Demographic Profiles of U.S. Postal Service Postal Career Executive Service Emp

and the Developmental Pool of Potential Successors 

Table 29: Demographic Profiles of U.S. Postal Service Postal Career Executive Service Emploand the Developmental Pool Employees 

Postal Career Executive Service employees 

Officersa Executivesb

Exec

September 1999 September 2006 September 1999 September 2006 Septem

EEO group 

Number Percent Number Percent Number Percent Number Percent Number 

African American men 

3 7.1 5 12.5 73 9.0 64 8.8 866 

African American women 

0 0.0 1 2.5 43 5.3 49 6.7 576 

American Indian/Alaska Native men 

0 0.0 0 0.0 1 0.1 1 0.1 49 

American Indian/Alaska Native women 

0 0.0 0 0.0 1 0.1 1 0.1 16 

Asian/Pacific Islander men 

0 0.0 0 0.0 8 1.0 11 1.5 215 

Asian/Pacific Islander women 

0 0.0 0 0.0 4 0.5 10 1.4 86 

Hispanic men 2 4.8 1 2.5 39 4.8 41 5.6 375 Hispanic women 0 0.0 0 0.0 4 0.5 12 1.7 86 White men 29 69.0 23 57.5 526 64.8 402 55.2 5,398 White women 8 19.0 10 25.0 112 13.8 137 18.8 1,270 Unspecified/other 0 0.0 0 0.0 1 0.1 0 0.0 18 Totald 42 100.0 40 100.0 812 100.0 728 100.0 8,955 Minorities 5 11.9 7 17.5 173 21.3 189 26.0 2,269 Men 34 81.0 29 72.5 648 79.8 519 71.3 6,919 Minority men 5 11.9 6 15.0 121 14.9 117 16.1 1,505 Women 8 19.0 11 27.5 164 20.2 209 28.7 2,036 Minority women 0 0.0 1 2.5 52 6.4% 72 9.9 764 Source: GAO analysis of U.S. Postal Service information.aOfficers are appointed by and serve at the pleasure of the Postmaster General and include area vice presidents and the Deputy PostmabExecutives includes district managers and bulk mail center managers.cThe potential successors for officer and executive positions are generally from levels 22 and above of the Postal Service’s Executive Ad

(EAS). EAS employees at level 22 compare roughly to federal GS employees from grade 11, step 6 to grade 14, step 3. 

dPercentages may not add to 100 because of rounding.Page 35 
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