FY 

2017 Agricultural Marketing Service’s

EEO Program 

Status Report 

Management Directive 715

AMS Civil Rights Affirmative 

Employment Division

1400 Independence Ave., S.W. Room 

3521-S 

Washington, D.C. 20250-0206 Phone: 

(202) 720-0583

Fax: (202) 690-0476
Agricultural Marketing Service's 

EEOC FORM 715-01 

EEO Program Status Report (MD-715) 

Table of Contents: 

Section 1: Parts A-J 

Part A Agency's Identifying Information 

Part B Total Employment 

Part C Agency Officials Responsible for Oversight of EEO Programs 

Part D List of Subordinate Components Covered in this Report 

Part E Executive Summary 

Part F Certification of Establishment of Continuing Equal Employment 

Opportunity Programs 

Part G Self-Assessment Checklist 

Part H EEO Plan to Attain the Essential Elements of a Model EEO Program 

Part I EEO Plan to Eliminate Identified Baniers 

Part J Special Program for the Recruitment, Hiring, and Advancement of 

Individuals with Targeted Disabilities 

Appendices 

1. AMS Organizational Chart

2. AMS Policy Statements -

• AMS Civil Rights Statement

• AMS Civil Rights Anti-Harassment Statement

• AMS 2015 Workplace Violence Prevention Statement

3. Workforce Data Tables A-1 through A-14

4. Workforce Data Tables B-1 through B-14

5. Definitions

1 
6EEOC U.S. Equal Employment Opportunity Commission 

FORM FEDERAL AGENCY ANNUAL 

715-01 EEO PROGRAM STATUS REPORT 

PARTA-D 

For period covering October 1, 2016, to September 30, 2017. 

PART A 1. Agency 1. United States Department of Agriculture

Department 

or Agency l .a. 2

nd level reporting Agricultural Marketing Service (AMS) 

Identifying component 

Information 

1.b. 3

rd level reporting

component

1.c. 4

th level reporting

component

2. Address 2. 1400 Independence Avenue, S.W., 3521-South

Bldg.

3. City, State, Zip Code 3. Washington, D.C. 20250

4. CPDF 5. FIPS 4. AG02 5. 11001

Code code(s)

PARTB 1. Enter total number of permanent full-time and part- 1. 2,087

Total time employees

Employment 

2. Enter total number of temporary employees 2. 1,437

3. Enter total number employees paid from non- 3. 0

appropriated funds

4. TOTAL EMPLOYMENT [add lines B 1 through 4. 3,524

3]

PART C 1. Head of Agency 1. Sonny Perdue

Agency Official Title Secretary, U.S.D.A.

Official(s) 

Responsible 2. Agency Head Designee 2. Bruce Summers

For Acting Administrator

Oversight 

ofEEO 3. Principal EEO 3. Clifton J. Gilchrist

Program(s) Director/Official Civil Rights Program, Director

Official Title/series/grade 0260/GS-15

2 
4. Title VII Affirmative 4. Charmin Rickards

EEO Civil Rights Program

Program Official Affirmative Employment Program Manager

5. Section 501 Affirmative 5. Todd Birkenruth

Action Civil Rights Program

Program Official Disability Employment Program Manager

6. Complaint Processing 6. Charles Thomas

Program Civil Rights Program

Manager Formal Complaints Program Manager

7. Other Responsible EEO Rose Satterfield 

Staff Civil Rights Program 

Deputy Director 

Teri Cor 

Civil Rights Program 

MD-715 Preparer

3 
EEOC U.S. Equal Employment Opportunity Commission 

FORM FEDERALAGENCYANNUAL 

715-01 EEO PROGRAM STATUS REPORT 

PARTA-D 

PART D Subordinate Component and Location CPDF and 

List of Subordinate Components (City/State) FIPS codes 

Covered in This Report 

NIA* 

* AMS does not have subordinate

components with more than 1,000

employees in permanent FT/PT

appointments. All of AMS's

components operate simply as

regional offices of the parent

agency.

EEOC FORMS and Documents Included With This Report 

Executive Summary [FORM 715-01 Optional Annual Self-Assessment Checklist 

PART E], that includes: YES Against Essential Elements [FORM 715-0lPART 

G] 

Brief paragraph describing the YES EEO Plan To Attain the Essential Elements of a 

agency's mission and mission-related Model EEO Program [FORM 715-0lPART H] for 

functions each programmatic essential element requiring 

improvement 

Summary of results of agency's YES EEO Plan To Eliminate Identified Barrier 

annual self-assessment against MD- [FORM 715-01 PART I] for each identified baiTier 

715 "Essential Elements" 

Summary of Analysis of Work Force YES Special Program Plan for the Recruitment, Hiring, 

Profiles including net change and Advancement of Individuals With Targeted 

analysis and comparison to RCLF Disabilities for agencies with 1,000 or more 

employees [FORM 715-01 PART J] 

Summary of EEO Plan objectives YES Copy of Workforce Data Tables as necessary to 

planned to eliminate identified support Executive Summary and/or EEO Plans 

barriers or correct program 

4 
deficiencies 

Summary of EEO Plan action items YES Copy of data from 462 Report as necessary to 

implemented or accomplished support action items related to Complaint 

Processing Program deficiencies, ADR 

effectiveness, or other compliance issues1 

Statement of Establishment of YES Copy of Facility Accessibility Survey results as 

Continuing Equal Employment necessary to support EEO Action Plan for building 

Opportunity Programs renovation projects (N/A) 

[FORM 715-01 PART F] 

Copies of relevant EEO Policy YES Organizational Chart 

Statement(s) and/or excerpts from 

revisions made to EEO Policy 

Statements 

1 All 462 Reports are moved electronically to the MD-715 report folder for our agency; therefore, a hard copy of the 462 is not

appended to this submission. 

5 
EEOC 

FORM 

715-01

PARTE 

Agricultural Marketing Service 

INTRODUCTION 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

For period covering October 1, 2015, to September 30, 

2016. 

EXECUTIVE SUMMARY 

This report summarizes the Agricultural Marketing Service's (AMS/ Agency) implementation of the 

Equal Employment Opportunity Commission's (EEOC) Management Directive 715 (MD-715). AMS 

has taken appropriate steps and made efforts to remove barriers to ensure that all employment 

decisions and the workplace are free from discrimination. 

AMS'S MISSION STATEMENT 

AMS administers programs that facilitate the strategic marketing of U.S. agricultural products in 

domestic and international markets, while ensuring fair trading practices and promoting a competitive 

and efficient marketplace to the benefit of producers, traders, and consumers of U.S. food and fiber 

products. 

AMS ORGANIZATIONAL STRUCTURE 

The Agency consists of the Office of Administrator (OA) and 13 subordinate offices and programs 

that support the OA (Appendix 1 ), as follows: 

Office of the Administrator (OA): The Office of the Administrator has overall responsibility for 

leading the Agency's mission. 

• Civil Rights Program (CRP): Provides advice, guidance, and assistance on the implementation,

management, and compliance with the Agency's Equal Employment Opportunity (Title VII) and

Title VI programs.

• Commodity Procurement Staff: Purchases a variety of domestically produced and processed

commodity food products, through a competitive process among approved vendors to support

American agriculture by encouraging the consumption of domestic foods.

Management and Analysis Program (MAP): Formally known as the Compliance and Analysis (C&A) 

Program, provides a wide range of professional services to AMS to help carry out its mission. MAP 

services include: analysis and information that supports decision-making; administrative management; 

employee safety and stewardship of facilities and resources; homeland security; compliance and 

investigations; budget and performance monitoring; financial management procedures and monitoring; 

management tools and reform initiatives that 

6 
• support mission achievement; and process improvement activities.

• Public Affairs Staff: Plans, coordinates, executes, and evaluates the Agricultural Marketing

Service's communications, enhances the Agency's brand, and protects its reputation as the

trusted authority that consumers and stakeholders can rely on to ensure the quality and

wholesomeness of agricultural commodities moving into the commercial marketplace.

• Legislative and Regulatory Review Staff: Coordinates the Agricultural Marketing Service's

legislative and regulatory review activities that are governed by some 50 separate statutes, the

AMS Freedom of Information Act (FOIA) activities, and the Agency's Information Collection

activities.

• Cotton and Tobacco (C&T) Program: Facilitates the domestic and international fair marketing

of cotton and tobacco through a variety of services used by industry to measure quality, ensure

consistency, and report market activity.

• Dairy (DY) Programs: Facilitates the efficient marketing of milk and dairy products.

• Information Technology Service (ITS): Provides technology support services to all of the

Agency's business units and is responsible for guiding the effective and efficient use of

information technology across AMS.

• Specialty Crops Program (SCP), formally known as Fruit and Vegetable Programs: Helps

buyers and sellers of all sizes in the U.S. produce industry to market their perishable products in

the most efficient manner.

• Livestock, Poultry and Seed (LPS) Program: Administers a wide range of the Agency's

programs related to the livestock, meat, poultry, egg, fish, grain, and seed industries, as well as

regulatory and support functions that extend to other commodities as well.

• National Organic Program (NOP): Develops regulations that consist of national standards for

organically-produced agricultural products.

• Science and Technology (S&T) Program: Provides scientific, certification, and analytical

support services to the agricultural community to improve the quality, wholesomeness, and

marketing of agricultural products domestically and internationally.

• Transportation and Marketing (T &M) Program: Provides programs, grants, and services that

support local and regional food systems and assist in increasing consumer access to fresh,

healthy foods in our community.

Element A. Demonstrated Commitment From Agency Leadership 

(This element ensures that the Agency's EEO Policy statements are up-to-date, communicated to all employees, and 

vigorously enforced by the agency.) 

AMS leadership strives to maintain an efficient, high-performing, diverse workforce, aligned with 

mission priorities. In so doing, the goal is to value and invest in employees, to have a diverse 

workforce free of discriminatory practices, a positive work environment, and to deliver AMS 

programs and services in a fair and equitable manner to all customers. 

• In keeping with this effort, the AMS Administrator issued the Agency's Civil Rights Policy

Statement and Anti-Harassment Policy Statement dated February 21, 2017, to all Agency

employees. AMS delivered policies electronically via the Agency's all-employee newsletter,

the AMS Voice, on March 1, 2017, and posted these statements throughout its headquarters and

field office locations as a reminder that discrimination of any kind is strictly prohibited in all

aspects of employment.

7 
• AMS instituted a policy to issue EEO policy statements during new employee orientation and at

the promotion of employees into supervisory positions.

In collaboration with the Animal and Plant Health Inspection Service (APHIS) Marketing 

and Regulatory Program's New Employee Orientation Coordinator, the EEO Policy 

Statements are provided in the employees' packages during the new employee orientation. 

Electronic copies of the EEO policy statements are provided to AMS managers and 

supervisors, who are responsible for providing statements to the new supervisors. AMS 

also requested the APHIS Center for Training and Organization Development to include 

EEO policy statements within training packages for new supervisors' training. 

The Civil Rights Program Director also provides regular reminders to the Agency's senior 

leadership team to distribute the Policy Statements to employees at the Administrator's 

senior staff meetings. AMS employees receive copies of the civil rights and antiharassment policy statements at civil rights training sessions given by AMS' s CRP staff 

throughout the year. In addition, copies are provided to the Agency's Resource 

Management Officers for distribution to headquarters and field offices. 

• On January 1, 2017, AMS published the Agency's Workplace Violence Prevention Statement.

AMS' policy statements (Appendix 2) reinforce the Agency's commitment to promoting 

nondiscrimination and equal access in all Agency programs and services, and ensures all 

managers and supervisors are held accountable for immediately addressing employment 

issues and concerns. 

Element B. Integration of EEO into AMS' Strategic Mission 

(This element covers the Agency's commitment to the EEO Program, informing Agency senior management about the 

status of EEO operations, and maintaining human resources/budget for a successful EEO program.) 

Civil rights-related goals and objectives are included in the AMS FY 2014-2018 Strategic Plan, FY 

2016 Strategic Operating and Annual Performance plans, which are regularly reviewed to ensure 

workforce diversity. The Administrator and Civil Rights Director emphasized the Secretary's 

vision and civil rights initiatives and goals during weekly staff meetings and through frequent 

updates in the FY 2017 AMS Voice newsletter. The Civil Rights Director briefed the senior 

managers on the MD-715 goals during regularly scheduled meetings. Additionally, all AMS SES, 

supervisors, and managers have EEO critical elements in their performance plans. 

• The Agency's FY 2014-2018 Strategic Plan was developed and issued by AMS senior

leadership. It is a four-year roadmap, which guides the strategic direction of the Agency and

demonstrates the Agency leadership's commitment to advancing civil rights and aligns the

Agency's work to Civil Rights plans. The 2014-2018 plan has three key areas that align with

Civil Rights and Employee Engagement efforts: "Enhance Communication between

Stakeholders and AMS Programs" (Goal 1); "Sustain and Emich a Diverse, Progressive, and

Dynamic Organizational Environment" (Goal 6); and Appendix A: Civil Rights and Cultural

8 
Transformation Commitments. Goal 1 includes the objective to encourage diversity, Goal 6 

includes an objective to implement an Agency-wide Human Capital Plan to diversify, recruit, 

train and develop the Agency's workforce. Appendix A of the Strategic Plan aligns with the 

Department's initiative, and demonstrates AMS' s commitment to improving civil rights, 

diversity and inclusion. 

• Also during FY 2016, the Agency finalized its FY 2016-2018 Civil Rights Strategic Plan, which

links to the AMS Strategic Plan under AMS' Goals 1 (Communication) and Goal 2

(Organization). Quantifiable CRP goal metrics were developed for: compliance reviews,

complaint management, counseling and alternative dispute resolution (ADR) (CRP Goal 1 );

training programs conducted by CRP and training participation (CRP Goal 2); and partnerships

and focus groups (CRP Goal 3).

• The AMS Administrator appointed Agency Special Emphasis Program Managers (SEPMs) for

the following groups: African American; American Indian/ Alaska Native; Asian

American/Pacific Islander; Individuals with Disabilities; Veterans; Lesbian, Gay, Bisexual, and

Transgender Individuals (LGBT); Hispanic; Caribbean American; and Women.

• In FY 2017, the Agency continues to allocate a Special Emphasis Program budget of $52,000 to

cover observance events, focus groups, training and outreach.

Element C. Management and Program Accountability 

(This element requires that AMS's Civil Rights Program Director advise Agency managers about the status of EEO 

programs, meet with Human Resources Director regularly to access EEOC policies, and ensure that the Agency's 

review decisions and provides assistance for disciplinary actions where discrimination is found.) 

• In accordance with DR-4300-010 and AMS Directive 4430.5 ("Incorporating the Equal

Opportunity Civil Rights/EEO CR Goals into Performance Standards"), performance plans for

SES, managers, supervisors, and employees include civil rights performance elements and

standards. All employees are held accountable to adhere to the Agency's civil rights policy

through their annual performance ratings. All managers and supervisors have a stand-alone

critical civil rights element in their performance plans.

• AMS continues to demonstrate its commitment to holding its employees and managers

accountable for engaging in any type of discriminatory conduct or retaliation. Whenever AMS

identifies any unprofessional or inappropriate behavior, AMS senior leadership works quickly

to end the behavior and suitably discipline responsible parties. In the majority of situations

involving disciplinary actions, the Agency took timely and appropriate actions. The Agency

continues to work closely with Human Resources (HR), managers, supervisors, and other

employees to ensure accountability and compliance with respect to USDA civil rights policy,

legal requirements, EEO settlement agreements, and EEO decisions. The Agency has clear

standards and procedures in place requiring prompt disciplinary action against any employee

found guilty of discrimination or reprisal. Employees and managers receive civil rights training

that includes guidance on discrimination, retaliation, and harassment, and the means to avoid

these actions.

9 
• AMS also monitored its settlement agreements to ensure the terms of the agreements were met.

AMS also strictly adheres to DR 4300-010, Civil Rights Accountability Policy and Procedures,

dated December 16, 2016, from USDA's Office of Human Resources Management (OHRM).

Per the new regulation, agencies are required to conduct a thorough review of all settlement

agreements, findings of discrimination, and internal investigations involving EEO matters. The

Agency's Civil Rights Program and Employee Relations staffs collaborate and thoroughly

review these documents and provide recommendations to the Administrator and the OHRM for

the appropriate course of action. In addition, the OHRM reviews the Reports of Investigations

(ROis) and all other relevant documents and provides feedback on the appropriate action to

hold employees accountable.

Title VI and VII Compliance Reviews: 

• During FY 2017, the AMS CRP forwarded AMS' s FY 2017 Title VI and VII Compliance

Review Schedule to OASCR's Compliance, Policy, and Training Division on October 31, 2016.

• The CRP met its FY 2017 goal and completed its Title VII compliance review of the Agency's

Commodity Procurement Staff in February 2017, and Transportation Marketing (T &M)

Program in August 2017. CRP made a series of training recommendations to Commodity

Procurement and T &M management and gave them 90 days to implement and submit a report

noting all corrective actions. Commodity Procurement completed the corrective actions in July

2017. As of the date of this report, T &M is completing all of the required corrective actions.

• The Title VI compliance review process establishes the requirements for Civil Rights Program,

employees, and recipients who implement AMS programs and services. During FY 2017, the

AMS CRP exceeded its FY 2017 goal and completed three Title VI compliance reviews: AMS

Management and Analysis Program (MAP); Commodity Procurement Staff; and the Livestock,

Poultry and Seed's Country of Origin Labeling (COOL) Program. All corrective actions CRP

identified were completed in FY 2017.

• AMS CRP forwarded a copy of all completed FY 2017 Title VI and VII compliance review

reports, as well as completed corrective actions, to the OASCR's Compliance Division, on

August 7, 2017.

Element D. Proactive Prevention 

(This element requires that the Civil Rights Director assist senior level Agency managers in identifying and eliminating 

barriers to employment, and encourage senior management to utilize ADR.) 

• AMS received a Departmental Award in recognition for commendable efforts in Employment

Alternative Dispute Resolution in FY 2017. This award recognizes exceptional contribution

and/or achievements in Alternative Dispute Resolution in the practice of ADR, providing

training in ADR, and promotion of the use of ADR in resolving EEO related workplace

disputes.

• AMS significantly increased the use of ADR in both the informal and formal EEO complaint

processing stages this fiscal year. Specifically, out of the five pre-complaints all (or 100%)

participated in ADR. Out of the 18 formal complaints, seven (or 39%) participated in ADR; and

10 
six (or 86%) were settled in ADR. AMS will continued to offer employees ADR to resolve 

complaints during the informal and formal stages. 

• The Agency also emphasized the use of ADR during numerous civil rights training session for

employees and managers. During FY 2017, AMS conducted six conflict management training

session training 283 managers/supervisor and 499 employees.

• The Agency also has an Early Intervention Program (EIP), Alternative Resolution, for non-EEO

complaints. AMS proactively distributes information about this information via the Agency's

Agricultural New and Information Service (AGNIS) and the AMS Voice AMS' e-newsletter.

Nine employees used the Early Resolutions services for non-EEO cases this FY, all (or 100%)

were resolved either through signed agreements or withdrawals.

• Monthly workforce profiles that include Disability and Veteran hires are distributed to the AMS

Administrator and Deputy Administrators. The senior managers review and use these profiles

in their recruitment strategy.

• The Civil Rights Director meets with AMS Administrator staff weekly and senior AMS

Program managers quarterly to discuss EEO and CRP activities, address employee complaints,

and to identify and eliminate barriers that impede free and open competition in the workplace

and prevent members of any EEO group from realizing their full potential.

Additional activities include:

Reasonable Accommodations:

• In responding to reasonable accommodation requests, the CRP staff follows the USDA current

reasonable accommodation procedures, Department Manual 4300-2, which have been in place

since 2002. This ensures that AMS employees and applicants with disabilities are provided

equal employment opportunities, while potentially reducing the number of overall complaints.

In FY 2017, the AMS processed and completed (temporary and ongoing) reasonable 

accommodation requests for 20 employees. The accommodations provided included the 

Agency providing equipment, leave, and telework. AMS Civil Rights Program also 

coordinated and conducted reasonable accommodation (RA) training sessions in March and 

June 2017, for AMS employees, supervisors, and managers. 

In addition to the training this FY, the Agency established internal tools for employees, 

supervisors, and managers to simplify the RA paperwork. These AMS tools include a: 1) 

four-step written info for employees explaining how and where to submit an RA request, 2) 

fillable confirmation of request for an RA form (AD-1163), 3) fillable RA (approval) 

information reporting form (AD-1164), and 4) template for supervisors to record all topics 

discussed during the RA interactive session. 

Alternative Dispute Resolution (ADR) Use: 

• AMS continued to offer employees ADR participation to resolve complaints during the

infmmal and formal stages. The Agency also emphasized the use of ADR during numerous

11 
civil rights training sessions for employees and managers. 

• The Agency continues to ensure that there are effective systems in place for evaluating the

impact and effectiveness of AMS' EEO Program, as well as an efficient and fair dispute

resolution process.

• AMS continued to use iComplaints to efficiently create, track, manage, and report on EEO

complaint cased. This system was instrumental in ensuring the timely submission of the Annual

Federal EEO Statistical Report of Discrimination Complaints (462 Report) provided to EEOC.

• AMS also continued inputting information into the ADR database (Entellitrak) to report on

EEO formal and informal complaint cases in which mediation is elected by the complainant.

This information tracks the effectiveness of AMS' s ADR efforts.

• AMS had a dramatic decrease in the both the number of EEO pre-complaints filed and number

of formal complaints filed. In FY 2017, five pre-complaints were filed, but only two progressed

to the formal stage. AMS canied-over only 11 fmmal complaints into FY 2018. This is the

lowest number of formal complaint canied over into the next fiscal year within the last five

fiscal year.

MOU and Minority Institution Partnerships:

• AMS continues its efforts to establish partnerships and agreements to recruit and maintain its

workforce with minority representation. Additional infmmation about these activities are

available via the section for FY 2017 Accomplishments.

On December 2, 2016, the Civil Rights Program coordinated the official signing ceremony 

for the Memorandum of Understanding (MOU) between Gallaudet University and AMS. 

The Agency allocated $40,000 to create cooperative partnerships with Minority Serving 

Institutions in order to establish Student Enrichment Internship Programs. 

AMS successfully created its first cooperative partnership with Navajo Technical 

University, a land-grant tribal college and university, located in Crownpoint, New Mexico. 

New Agency Onboarding Tool, Leadership Training, and Working Group: 

• In FY 2017, the Agency also rolled out new tools, training, and a working group. Additional

information about these activities are available via the section for FY 2017 Accomplishments.

The Agency also rolled out its new AMS Onboarding Passport and the Student Intern 

Handbook. 

The Agency established a leadership development program, the AMS Leadership, Education 

and Development (LEAD) Program, focused on developing managerial core competencies 

and targeted leadership skills of mid-level AMS employees. 

12 
AMS established the New and Emerging Professionals (NEP) working group, which 

includes employees from all AMS Program areas. The NEP working group develops 

networks identifying developmental activities to guide and support new employees to grow 

and advance within AMS. 

Element E. Efficiency 

(This element requires that the Agency has sufficient staffing and funding to achieve: a model EEO program, track and 

monitor an effective EEO program, investigate complaints and investigations, implement a fair dispute resolution 

process, and implement an effective investigation and adjudication functions.) 

The Agency continues to ensure that there are effective systems in place for evaluating the impact 

and effectiveness of AMS' EEO Program, as well as an efficient and fair dispute resolution 

process.) 

• AMS continued to use iComplaints to efficiently create, track, manage, and report on EEO

complaint cases. This system was instrumental in ensuring the timely submission of the Annual

Federal EEO Statistical Report of Discrimination Complaints (462 Report) provided to EEOC.

• AMS also continued inputting information into the ADR database to report on EEO formal and

informal complaint cases in which mediation is elected by the complainant. This information

tracks the effectiveness of AMS's ADR efforts.

• AMS had a dramatic decrease in the both the number of EEO pre-complaints filed and number

of formal complaints filed. In FY 2017, five pre-complaints were filed, but only two progressed

to the formal stage. AMS caiTied-over only 11 formal complaints into FY 2018. This is the

lowest number of formal complaint carried over into the next fiscal year within the last five

fiscal year.

Informal and Formal Complaints: 

• In FY 2017, AMS decreased the number of informal EEO complaints filed by 60% and the

number of formal complaints filed by 80% in FY 2017. There were six informal complaints

filed, but only two (or 33%) were converted into formal complaints. Compared to FY 2016, 15

informal complaints were filed, 6 were withdrawn or closed, and 10 filed formal complaints ( or

67% filed), which includes 1 carry-over complaint from FY 2015.

Element F. Responsiveness and Legal Compliance 

(This element requires that federal agencies are in full compliance with EEO laws and EEOC regulations, policy 

guidance, and other written instructions.) 

Informal and Formal Complaints: 

• In FY 2017, AMS decreased the number of informal EEO complaints filed by 60% and the

number of fonnal complaints filed by 80% in FY 2017. There were six informal complaints

filed, but only two (or 33%) were converted into fmmal complaints.

AMS successfully complied with the EEO statutes and regulations, policy guidance, and other 

applicable written instructions with respect to responsiveness and legal compliance. 

13 
• For FY 2017, the Agency timely submitted all its reports and accomplishments to the EEOC

and responded to EEOC directives and orders in accordance with instructions, time frames and

deadlines. These included timely submission of the Annual EEOC Form 462 Report, No FEAR

Act report, and there were no findings of discrimination. AMS also continues to seek ways to

streamline internal processes and avenues to comply with EEOC's orders and directives in an

efficient manner.

The Agency noted that the questions/issues below are not applicable (N/ A) since AMS does not 

have these responsibilities, and continues to work within its boundaries for: 

• The collection and tracking of AMS applicant flow data. AMS collaborates with the APHIS

Human Resources (HR) Office for A-7 data table by permanent/temporary positions data

(completed by HR), while the MD-715 A-7, A-9, A-11, B-7, B-9, and B-11 tables for FY 2017

(not completed by HR) were generated by the vendor of the eRecruit staffing system for the FY

2017 MD-715 annual report. AMS is working with APHIS/CTOD to obtain applicant and

selectee data for completion of the A-12 and B-12 tables.

• Holding contractors accountable for delays in investigation processing times and monitoring

and ensuring timelines for training are in compliance.

AMS does not implement investigations; these are completed by contract investigators who 

report to the Department's Employment Investigations Division. In FY 2017, the Agency 

did not use any contractors for counseling. 

Additionally, while the Agency verifies required training for counselors, the Department 

verifies the completion of required training for the investigators. 

• Final Agency decisions within 60 days of the complaint's request. FADs are not processed by

the Agency. These are completed by the Department's Employment Adjudication Division

(EAD). AMS continues to request that EAD forwards the F ADs more timely.

• Tracking recruitment efforts. AMS tracks recruitment efforts with the assistance of APHIS HR.

AMS also has a Hiring and Recruitment Functional Committee that is chaired by one of AMS' s

Deputy Associate Administrators.

• AMS's Reasonable Accommodation Procedures are not finalized. The Agency could not

update its procedures until the USDA finalizes Departmental Reasonable Accommodation

procedures. It is our understanding that this document is currently in the vetting process and

may be completed in FY 2018. Until the USDA regulation is updated, the Agency will create a

directive covering Reasonable Accommodation and Personal Assistance Service, and will

provide a copy to EEOC.

14 
Total Workforce Comparison to the Civilian Labor Force (CLF) 

• Total Work Force-3524

• Males 1589 (45.09%); CLF (51.86%)

• Females 1935 (54.91%); CLF (48.14%)

• Minorities 1798 (51.02% ); CLF (27 .64%)

• Persons with a Disability (PWD) 276 (7.83%); CLF NIA

• Persons With a Targeted Disability (PWTD): 86 (2.44%); CLF NIA

• Permanent Work Force - 2087

• Males 1157 (55.44%); CLF (51.56%)

• Females 930 (44.56%); CLF (48.14%)

• Minorities 681 (32.63%); CLF (27.64%)

• PWD 197 (9.44%); CLF NIA

• PWTD 61 (2.92%); CLF NIA

Major Occupations Compared to the Occupational Civilian Labor Force (OCLF) 

• Agricultural Commodity Grader GS-1980

Permanent Work Force -1067 

• Males 676 (63.36%); OCLF (30.30%)

• Females 391 (36.64%); OCLF (69.70%)

• Minorities 315 (29.52%); OCLF (69.90%)

• PWD 98 (9.18%); PWTD 22 (2.06%); OCLF NIA

• Agricultural Marketing GS-1146

Permanent Work Force-295 

• Males 174 (58.98%); OCLF (49.00%)

• Females 121 (41.02%); OCLF (51.00%)

• Minorities 61 (20.67%); OCLF (16.30%)

• PWD 24 (8.14%); PWTD 11 (3,73%); OCLFNIA

• Agricultural Market Reporting GS-1147

Permanent Work Force-150 

15 
• Males 91 (60.67%); OCLF (49.00%)

• Females 59 (39.33%); OCLF (51.00%)

• Minorities 35 (23.33%); OCLF (16.30%)

• PWD 13 (8.67%); PWTD 5 (3.33%) OCLF NIA

• Miscellaneous Administration and Program GS-0301

Permanent Work Force - 55 

• Males 14 (25.45%); OCLF (43.40%)

• Females 41 (74.55%); OCLF (56.60%)

• Minorities 22 (40.00%); OCLF (29.10%)

• PWD 5 (9.09%); PWTD 1 (1.82%); OCLF NIA

• Contracting GS-1102

Permanent Work Force -21 

• Males 9 (42.86%); OCLF (47.00%)

• Females 12 (57.14%); OCLF (53.00%)

• Minorities 11 (52.38%); OCLF (16.80%)

• PWD 2 (9.52%); PWTD O (0.00%) OCLF NIA

• Agricultural Commodity Aid GS-1981

Permanent Work Force -2 

• Males O (0.00%); OCLF (30.30%)

• Females 2 (100.00%); OCLF (69.70%)

• Minorities 1 50%); OCLF (69.60%)

• PWD O (0.00%); PWTD O (0.00%) OCLF NIA

New Hires (Permanent) compared to the Civilian Labor Force (CLF) 

• Total number hired -114

• Males 75 (65.79%); CLF (51.86%)

• Females 39 (34.21% ); CLF (48.14%)

• Minorities 45 (39.47%); CLF (27.64%)

• PWD 9 (7.89%); PWTD 3 (2.63%); CLF NIA

Non-Competitive (Career-Ladder) Promotions (Total Employees) 

• Total number -188

16 
• Males 112 (59.57%)

• Females 76 (40.43%)

• Minorities 75 (39.89%)

• PWD 16 (8.51%); PWTD 2 (1.06%)

Award Distribution Compared to Workforce Population (WFP) 

• Total Time Off Awards -(1-9 Hours) -10; Avg. Hours 7

• Males 5 (50.00%) of Awards/ WFP 45.09%;

• Females 5 (50.00%) of Awards; WFP 54.91 %

• Minorities 4 (40.00%) of Awards; WFP 51.02%

• PWD 2 (20.00%) of Awards; WFP 7.83%

• PWTD O (0.00%) of Awards; WFP 2.44%

• Total Time Off Awards-(9+ Hours)-19; Avg. Hours 20

• Males 2 (10.53%) of Awards; WFP 45.09%

• Females 17 (89.47%) of Awards; WFP 54.91 %

• Minorities 8 (42.10% of Awards); WFP 51.02%

• PWD 4 (21.05% of Awards); WFP 7.83%

• PWTD 3 (15.9% of Awards); WFP 2.44%

• Cash Awards ($100-500)-123; Avg. Amount $401

• Males 50 (40.65% of Awards); WFP 45.09%

• Females 73 (59.35% of Awards); WFP 54.91 %

• Minorities 74 (52.03% of Awards); WFP 51.02%

• PWD 17 (13.82% of Awards); WFP 7.83%

• PWTD 6 (4.88% of Awards); WFP 2.44%

• Cash Awards ($500 +)-1075; Avg. Amt. $1,289

• Males 534 (49.67% of Award;; WFP 45.09%

• Females 541 (50.33% of Awards); WFP 54.91%

• Minorities 367 (31.23% of Awards; WFP 5102%

• PWD 79 (7.29% of Awards); WFP 7.83%

• PWTD 26 (2.40% of Awards); WFP 2.44%

• Quality Step Increases -16

• Males 7 (43.75% of Awards); WFP 45.09%

• Females 9 (56.25% of Awards); WFP 54.91 %

• Minorities 6 (37.5% of Awards); WFP 7.83%

• PWD 3 (18.75% of Awards); WFP 7.83%

• PWTD 1 (6.25% of Awards); WFP 2.44%

17 
Separations Compared to the CLF: 

• Total Separations - 155

• Males 81 (52.26%); CLF 51.86%

• Females 74 (47.74%); CLF 48.14%

• Minorities 54 (34.83%); CLF 27.64%

• PWD 27 (17.42%); CLF NIA

• PWTD 7 (4.52%); CLF NIA

• Voluntary Separations -148

• Males 78 (52.70%); CLF 51.86%

• Females 70 (47.30%); CLF 48.14%

• Minorities 51 (34.45%); CLF 27.64%

• PWD 27 (18.24%); CLF NIA

• PWTD 7 (4.73%); CLF NIA

• Involuntary Separations - 7

• Males 3 (42.86%); CLF 51,86% ·

• Females 4 (57.14%); CLF 48.14%

• Minorities 3 (42.85%);CLF 27.64%

• PWD O (0.00%); CLFNIA

• PWTD O (0.00%); CLF NA

Note: Information highlighted in "red" demonstrates Agency representation that is below the 

Civilian Labor Force or the Occupational Civilian Labor Force data. AMS will continue its efforts 

to increase its representation in these areas.2

2 Note: In case of Separations, data highlighted in red indicates Agency representation that is above the CLF. 

18 
SUMMARY OF TOTAL WORKFORCE PROFILE 

• In FY 2017, the Total Workforce population was 3524, and in FY 2016 it was 3534 .

This was a decrease of ten (-0.28%) employees.

• In FY 2017, the Women's population was 1935, and in FY 2016 it was 1949. This

was a decrease of 14 (-0.72%) employees.

• In FY 2017, the Minorities' population was 1798, and in FY 2016 it was 1766. This

was an increase of 32 (1.81 %) employees.

• In FY 2017, the White Men's population was 963, and in FY 2016 it was 965. This

was a decrease of2 (-0.21 %) employees.

• In FY 2017, the White Women's population was 763, and in FY 2016 it was 803 .

This was a decrease of 40 (-4.98%) employees.

• In FY 2017, the Black Men's population was 311, and in FY 2016 it was 301. This

was an increase of 10 (3.32%) employees.

• In FY 2017, the Black Women's population was 689, and in FY 2016 it was 694 .

This was a decrease of 5 (-0.72%) employees.

• In FY 2017, the Hispanic Men's population was 205, and in FY 2016 it was 218 .

This was a decrease of 13 (-5.96%) employees.

• In FY 2017, the Hispanic Women's Population was 362, and in FY 2016 it was 359 .

This was an increase of 3 (0.84 % ) employees.

• In FY 2017, the Asian Men's population was 64, and in FY 2016 it was 76. This was

a decrease of 12 (-15. 79%) employees.

• In FY 2017, the Asian Women's population was 60, and in FY 2016 it was 58. This

was an increase of2 (3.45%) employees.

• In FY 2017, the Native Hawaiian/Other Pacific Islander Men's population was 1, and

in FY 2016 it was 1. There was no change in the number of employees.

• In FY 2017, the Native Hawaiian/Other Pacific Islander Women's population was 1,

and in FY 2016 it was 0. This was an increase of 1 (100%) employee ..

• In FY 2017, the American Indian/Alaskan Native Men's population was 18, and in

FY 2016 it was 18. There was no change in the number of employees.

• In FY 2017, the American Indian/Alaskan Native Women's population was 23, and

in FY 2016 it was 25. This was a decrease of2 (-8.00) employees.

• In FY 201 7, the total workforce population for Rep01iable Disabled employees was

276, and in FY 2016 it was 275. This was an increase of 1 (0.36%) employees.

• In FY 2017, the total workforce population for Targeted Disabled employees was 82,

and in FY 2016 it was 88. This was a decrease of 6 (-2.27%) employees.

Source: Table Al - Total Workforce - Distribution by Race/Ethnicity and Sex;

Table Bl - Total Workforce - Distr

ibution by Disability 

(Based on NFC Data)

19 
Based on the Civilian Labor Force (CLF), AMS's total workforce has less than the expected 

participation rates as follows: 

Less Than Expected AMS Total Civilian Difference Participation Workforce Labor Force 

White Men 27.33% 38.33% -11.00%

White Women 21.65% 34.03% -12.38%

Asian Men 1.82% 1.97% -0.15%

Asian Women 1.70% 1.93% -0.23%

American Indian or 0.51% 0.55% -0.04% Alaska Native Men 

Native Hawaiian/ Or 

Other Pacific 0.03% 0.07% -0.04%

Islander Men 

Native Hawaiian/ Or 

Other Pacific 0.03% 0.07% -0.04%

Islander Women 

Source: Table Al - Total Woriforce - Distr

ibution by Race/Ethnicity and Sex 

(Based on NFC Data) 

20 
SUMMARY OF PERMANENT WORKFORCE PROFILE 

• In FY 2017, the Permanent Workforce population was 2087, and in FY 2016 it was

2080. This was a increase of 7 (-0.34%) employees.

• In FY 2017, the Women's population was 579, and in FY 2016 it was 605. This was

a decrease of26 (-4.30%) employees.

• In FY 2017, the Minorities' population was 690, and in FY 2016 it was 680 . This

was a increase of 10 (1.45%) employees.

• In FY 2017, the White Men's population was 818, and in FY 2016 it was 795. This

was an increase of 23 (2.89%) employees.

• In FY 2017, the White Women's population was 579, and in FY 2016 it was 605 .

This was a decrease of 26 (-4.30) employees.

• In FY 2017, the Black Men's population was 162, and in FY 2016 it was 152. This

was an increase of 10 (6.58%) employees.

• In FY 2017, the Black Women's population was 203, and in FY 2016 it was 202 .

This was an increase of 1 (0.50%) employees.

• In FY 2017, the Hispanic Men's population was 98, and in FY 2016 it was 106. This

was a decrease of 8 (-7.55) employees.

• In FY 2017, the Hispanic Women's Population was 73, and in FY 2016 it was 83 .

This was a decrease of 10 (-12.05%) employees.

• In FY 2017, the Asian Men's population was 47, and in FY 2016 it was 55. This was

a decrease of 8 (-14.55%) employees.

• In FY 2017, the Asian Women's population was 42, and in FY 2016 it was 40. This

was an increase of 2 (5.00%) employees.

• In FY 2017, the Native Hawaiian/Other Pacific Islander Men's population was 1, and

in FY 2016 it was 1. There was no change in the number of employees.

• In FY 2017, the Native Hawaiian/Other Pacific Islander Women's population was 1,

and in FY 2016 it was 0. This was an increase of 1 (100%) employee . .

• In FY 2017, the American Indian/Alaskan Native Men's population was 16, and in

FY 2016 it was 17. This was a decrease of 1 (-5.88%).

• In FY 2017, the American Indian/Alaskan Native Women's population was 12, and

in FY 2016 it was 1. This was an increase of 1 (9 .09%) employees.

• In FY 2017, the total workforce population for Rep01table Disabled employees was

197, and in FY 2016 it was 208. This was a decrease of 11 (-5.29%) employees.

• In FY 2017, the total workforce population for Targeted Disabled employees was 61,

and in FY 2016 it was 66. This was a decrease of 5 (-7.58%) employees.

Source: Table Al - Total Worliforce - Distr

ibution by Race/Ethnicity and Sex; 

Table Bl - Total Worliforce - Distribution by Disability

(Based on NFC Data) 

21 
Based on the Civilian Labor Force (CLF), AMS's permanent workforce has less than the expected 

paiiicipation rates as follows: 

Groups with Less AMS Total Civilian Than Expected Workforce Labor Force Difference 

Participation 

White Women 27.74% 34.03% -6.29%

Hispanic Men 4.70% 5.17% -0.47%

Hispanic Women 3.50% 4.79% -1.29%

Native Hawaiian / Or 

Other Pacific 0.05% 0.07% -0.02%

Islander Men 

Native Hawaiian/ Or 

Other Pacific 0.05% 0.07% -0.02%

Islander Women 

Source: Table Al - Total Woriforce - Distribution by Race/Ethnicity

and Sex (Based on NFC Data) 

BARRIER IDENTIFICATION AND ELIMINATION 

(Barrier identification and elimination is the process by which agencies uncover, examine and 

remove barriers to equal opp01iunity and paiiicipation at all levels of the workforce.) 

Assessment of Workforce 

AMS conducted an assessment of its workforce in last year's EEO Program Status Rep01i (EEOC 

F01m 715-01). To date, the Agency remains slightly less than the expected paiiicipation rate in the 

following races/gender categories in its permanent workforce: White females, Hispanic males and 

females, and Native Hawaiian or Other Pacific Islander males and females. In its total workforce, 

the Agency remains slightly less than the expected participation rate in White males and females, 

Asian males and females, American Indian/Alaska Native males, and Native Hawaiian or Other 

Pacific Islander males and females. 

Barrier Analysis 

AMS identified possible triggers which are included in Paii I of this Rep01i. 

Determination of Objectives 

Based on the workforce assessment and baiTier analysis contained in the EEO Program Status 

22 
Report (EEOC Form 715-01) submitted for FY 2016, AMS identified the following objectives: 1) 

close the gaps where less than the expected participation rate exists in the populations listed above 

specifically White males and females, Hispanic males and females, Asian females and Native 

Hawaiian or Other Pacific Islander males and females; and 2) increase the representation of 

individuals with targeted disabilities and Veterans. The Agency took the following actions to 

implement these objectives. 

AMS' s goals are to close the gaps where less than the expected participation rates exist in the 

populations listed above through its recruitment efforts and by working with selecting officials to 

increase representation in areas where low participation rates exist in both its permanent and total 

workforces. In addition, AMS has hiring goals of new veterans to the Federal workforce 

comprising 25% of its new hires; individuals with disabilities comprising 10%, and achieving a 

total workforce composed of 12% for individuals with disabilities and 4% of individuals with 

targeted disabilities. 

The Agency has developed relationships with numerous organizations focused on serving diverse 

communities, such as student, military, and minority groups, and maintains ongoing recruiting and 

relationship-building activities. To attract a diverse candidate base to full-time and internship 

positions, representatives of the Agency attend career fairs, post job announcements on websites, 

conduct targeted mass mailings, and otherwise partner with these organizations. AMS has hiring 

checklists in place for both interns and permanent hires to ensure all avenues for diverse 

recruitment are explored for any position that comes available. 

AMS has made progress in increasing its representation in its populations that have less than the 

expected participation rates as follows. 

In FY 2017, AMS hired 114 permanent employees; 75 hires (or 65.79%) of which were males and 

39 hires (or 34.21 %) were females. AMS increased its diversity by hiring into its permanent 

workforce 51 white males (44.74%), and 18 White females (15.79% of the hires). Nine (9) 

Hispanic males (7.89% of the hires), 4 Hispanic females (3.51 % of the hires), two Asian males 

(1.75% of the hires, and 5 Asian females (4.39% of the hires) were also brought onboard. Asian 

females were hired above their CLP of 1.93%; and Hispanic males were hired above their CLP of 

5.17%. 

AMS participated in three USDA Pathways Onsite Application Acceptance Events, at University of 

Maryland, Baltimore Campus (UMBC), North Carolina State University and Tuskegee University. 

AMS advertised 18 positions, including Recent Graduate and Internships, which resulted in 10 new 

hires. 

Despite challenges relating to the hiring freeze, AMS hired 27 summer interns. The Agency 

participated in new minority-serving third-party programs, resulting in a first time AMS hire 

through the Thurgood Marshall College Fund Program and a first time AMS hire through USDA's 

cooperative partnership with the University of the Virgin Island. AMS continued to support the 

Hispanic Association of Colleges and Universities (HACU) by hiring five HACU interns. In 

addition, AMS hired an Asian American intern from the Conference on Asian Pacific American 

Leadership (CAPAL) and a Native American intern through the strategic partnership and an inter23 
agency agreement with APHIS. 

AMS also participated in the Pathways Presidential Management Fellowship (PMF) Program, 

resulting in the first AMS Pathways PMF Rotational Assignment. The 6-month rotational 

assignment is paid for by the fellow's home agency, generating a salary and benefits costs savings 

to AMS of over $45,000. 

The Agency allocated $40,000 to create cooperative partnerships with Minority Serving Institutions 

in order to establish Student Enrichment Internship Programs. AMS successfully created its first 

cooperative partnership with Navajo Technical University, a land-grant tribal college and 

university, located in Crownpoint, New Mexico. 

AMS has the goal of achieving a total workforce composed of 4% of individuals with targeted 

disabilities. This fiscal year, AMS hired a total of 45 individuals with disabilities, of which 11 have 

targeted disabilities. In FY 2017, individuals with targeted disabilities represented 2.44% of the 

AMS's total workforce, which is an improvement over the Agency's 1.02% from the previous fiscal 

year. This is also a .44% increase higher than the "Federal Government High" of 2.00%. Two 

individuals with targeted disabilities were hired into the Agency's permanent full-time workforce 

during FY 2017. In addition, two individuals with targeted disabilities were hired into the Agency's 

temporary full-time workforce during FY 2017. 

Additionally, on December 2, 2016, the official signing ceremony for the Memorandum of 

Understanding (MOU) between Gallaudet University and AMS was hosted at the university. 

Gallaudet University is the premier institution of learning, teaching and research for deaf and hardof-hearing students. Former AMS Administrator Elanor Starmer was accompanied by nine 

employees from AMS, FAS, and the Department in support of the MOU. The USDA Deaf and 

Hard of Hearing Employee Association, Acting President and Secretary attended as well. Later in 

the fiscal year, Karen Cook, Director, Gallaudet Career Center, and Monie Gavin, Employer 

Relation Specialist, provided a briefing to our senior leadership covering an overview of the 

university, student demographics, relevant major programs and types of previous internships held 

by their students and examples of organizations that are employing their graduates. 

In FY 2017, AMS hired a total of 37 (or 6.20%) veterans to its workforce. Of the 37 veterans hired 

this fiscal year, 7 (or 1.17%) were disabled veterans. One hundred percent (100%) of the disabled 

veterans hired were permanent hires. There was an increase in promotions for veterans from thirtyfive (35) in Fiscal Year 2016 to fifty-three (53) in Fiscal Year 2017, a gain of 51 %. While the 

Agency has not met the 25 percent hiring goal, AMS continues to increase its efforts to recruit and 

hire veterans to its workforce each fiscal year. 

24 
FY 2018 PLAN TO ELIMINATE BARRIERS/DEFICIENCIES 

In FY 2018, AMS will continue to strive towards its goal to have a Model EEO Program. The 

following actions will be taken to overcome deficiencies and to eliminate barriers: 

1. Conduct Compliance Reviews:

AMS will increase its compliance reviews conducted and completed in FY 2018, both internally 

and with its external customers. 

2. Collaborate with Human Resources (HR) on Workforce Diversification:

AMS will set up working groups with HR, Associate Deputy Administrators, and Resource 

Management Officers to discuss applicant flow data, hiring, exit interviews, recruitment efforts, 

training, and other related issues. AMS will also work with HR to review policies, procedures and 

practices in order to conduct barrier analyses for targeted groups. 

3. Alternative Dispute Resolution (ADR):

AMS will increase ADR awareness and continue to conduct refresher training for its Resolving 

Officials and ADR training for employees to increase ADR participation. 

4. Focus Groups

AMS will conduct quarterly focus group sessions during FY 2018. 

6. Diversity and Inclusion

AMS will continue to utilize its Hiring, Recruitment, and Functional Committee to address 

recruiting, hiring, and retaining a diverse AMS workforce. The Agency will also implement limited 

English proficiency (LEP) plans for its conducted and assisted programs, focusing its efforts in 

contracting Agency-wide language assistance services. 

25 
ACCOMPLISHMENTS FOR FY 2017 PLAN 

Some accomplishments for the action items noted in last year's EEO Program Status Report to 

overcome deficiencies and to eliminate barriers are as follows: 

1. Conduct Compliance Reviews:

AMS increased its compliance reviews conducted and completed in FY 2017 to include Title VI 

and Title VIL 

Employment (Title VII) Compliance Reviews: The Civil Rights Program (CRP) met its FY 

2017 goal and completed its Title VII compliance review of the Agency's Commodity 

Procurement Staff in February 2017, and Transportation Marketing (T&M) Program in August 

2017. CRP made a series of training recommendations to Commodity Procurement and T &M 

management and gave them 90 days to implement and submit a report noting all corrective 

actions. Commodity Procurement completed the corrective actions in July 2017. As of the date 

of this report, T &M is completing all of the requested corrective actions. 

• Program (Title VI) Compliance Reviews: During the third quarter of FY 2016, the AMS Civil

Rights Program completed the development of new guidance, requirements, and a reviewer

survey ( compliance review process) for its Title VI civil rights compliance reviews. The

process covers review requirements for CRP, employees, and recipients who implement AMS

programs and services. CRP staff requested that the new process be reviewed by its AMS

Management and Analysis Program, fmmally known as the Compliance and Analysis Program

staff, who concurred with the guidance and requirements.

During FY 2017, the AMS CRP exceeded its FY 2017 goal and completed three Title VI

compliance reviews: AMS Management and Analysis Program (MAP); Commodity

Procurement Staff; and the Livestock, Poultry and Seed's Country of Origin Labeling (COOL)

Program. All corrective actions were completed in FY 2017, and forwarded to the OASCR

Compliance Division in August 2017.

• Specialty Crop Block Grant Program (SCBGP) Compliance Reviews: Conducted for grantspecific compliance or for the terms and conditions of the SCBGP grant awards. At the end of

FY 2017, the SCBGP performed a total of 11 site visits/compliance reviews.

2. Collaborate with Human Resources (HR) on Workforce Diversification:

AMS set up working groups with HR, Associate Deputy Administrators, and Resource 

Management Officers to discuss applicant flow data, hiring, exit interviews, recruitment efforts, 

training, and other related issues. 

• AMS held its first virtual town hall from 2:00-3:00 p.m. on Friday, November 18, 2016. The

Agency's Administrator, Associate Administrator, and a select panel of Deputy Administrators

26 
attended to answer employees' questions about the future of AMS, the Agency's transition 

plans, top priorities in FY 2017, and employee engagement efforts. There was a 30-minute live 

question-and-answer session, at which time employees logged in and received responses to their 

questions in real time. 

• The CRP began receiving monthly training reports in FY 2017 from Marketing and Regulatory

Programs, Human Resources (MRP-HR) Data Resource Center for AMS employees. This is a

new initiative with the Animal and Plant Health Inspection Service (APHIS) Center for

Training and Organization Development (CTOD) to track training participation throughout the

year. In May, 2017 the CRP developed a mid-year training report that showcased training

participation data for employees by RSNOD and grade levels.

• AMS held an Individual Development Plan and Career Development Brown Bag training event

from 11 :00 a.m. - 12:30 p.m. on January 24, 2017. The session was facilitated by James

Alexander, Training Specialist from APHIS, who explained how to construct an IDP, the

requirements of an IDP, what resources are available to assist employees in this process, and the

SharePoint site specifically designed as a career and IDP planning tool. An in-person live

session was held at Headquarters and a live webinar was also conducted for those who could

not attend in person.

• On March 30, 2017, the Marketing and Regulatory Program (MRP) Human Resources Division

(HRD) held a one-hour Town Hall for AMS supervisors that was hosted via webinar to allow

all supervisors to participate regardless of their location. The agenda included the following

topics: "Hiring Freeze - Lessons Learned and Best Practices for the Future"; and "Employee

Relations Update - Rise in Serious Misconduct Cases." The webinar was also recorded for

anyone who was unable to join.

• The Agency established a leadership development program, the AMS Leadership, Education

and Development (LEAD) Program which is a new year long training program focused on

developing managerial core competencies and targeted leadership skills of mid-level AMS

employees. The program is designed to help provide a leadership pipeline and talent pool

aligned with AMS's strategic and human capital goals. To promote diversity, inclusion, and

equity in the program, the selection committee consisted of Deputy Administrators and Staff

Directors or their designees. There are two cohorts with a total of 40 employees being selected.

Each program area was represented by at least one employee.

• The Agency had planned to attend several direct hiring events in the form of career fairs,

conferences, etc. with the MRP, Hunan Resources Division. However, due to the 90-day hiring

freeze,3 AMS participated in three events at the University of Maryland Baltimore Campus

(UMBC), North Carolina State University and Tuskegee University. AMS advertised 18

positions, including Recent Graduate and Internships, which resulted in 10 new hires.

• On Aug. 23, 2017, AMS Special Emphasis Program Managers (SEPMs) attended a "Meet and

Greet" with Acting Administrator Bruce Summers and APHIS Human

3 Note: A 90-day hiring freeze was instituted by Executive Order on January 23, 2017. 

27 
Resources Division Acting Deputy Director James Ivy. During the meeting the SEPMs were 

acknowledged for volunteering to assist the agency in the following areas: improving 

employment and advancement opportunities for their respective program areas; 

identifying systemic causes of discrimination through the hosting of focus groups and analysis 

of workforce data; and recognizing and seeking ways to help minorities, women and people 

with disabilities to advance in their careers. 

• On September 28, 2017, the Marketing and Regulatory Program (MRP) Human Resources

Division (HRD) held a Town Hall for AMS supervisors via webinar. The topics covered were

the AMS and GIPSA merger, new HRD Leadership, hiring freeze exemption process, LincPass

process, perfmmance management dates and standards, N extGen AgLearn timeframe and

resources, center for training and organization development resources,

• In addition, the CRP's Director met with the Agency's Acting Administrator monthly and the

Deputy Administrators quarterly during FY 2017 to discuss workforce diversification.

3. Alternative Dispute Resolution (ADR):

AMS increased ADR awareness and provided training for employees to encourage participation in 

the process. 

• AMS received a Depaiimental Award in recognition for commendable effmis in Employment

Alternative Dispute Resolution in FY 2017. This award recognizes exceptional contribution

and/or achievements in Alternative Dispute Resolution in the practice of ADR, providing

training in ADR, and promotion of the use of ADR in resolving EEO related workplace

disputes. The criteria for the ADR award include: 1) achieve outstanding results in resolving

EEO related workplace disputes in both the infmmal and formal stage; 2) achieving a 90% or

higher utilization rate of Entellitrak ADR portal in tracking ADR complaints; and 3) Promoting,

encouraging, and utilizing the Secretary's ADR policy of resolving complaints at the lowest

level

• The Agency emphasized the use of ADR during numerous civil rights training session for

employees and managers. During FY 2017, AMS conducted 17 conflict management training

session training 283 managers/supervisor and 499 employees.

• The Agency also has an Early Intervention Program (EIP), Alternative Resolution, for non-EEO

complaints. AMS proactively distributes information about this information via the Agency's

Agricultural New and Information Service (AGNIS) and the AMS Voice AMS' e-newsletter.

Nine employees used the Early Resolutions services for non-EEO cases this FY, all (or 100%)

were resolved either through signed agreements or withdrawals.

• The FY 2016 - 2018 Civil Rights Strategic Plan which aligns to the AMS Strategic Plan has a

measurable goal for FY 2017, to utilize ADR for 34% of EEO informal complaints. AMS

exceeded this goal with 100% of these complaints processed through ADR.

28 
4. Focus Groups:

AMS conducted the following Roundtable Discussions and Career Development/Informational 

Workshops during FY 2017. 

• AMS continued throughout the fiscal year to hold its Roundtable Discussions and Career

Development/Informational Workshops. To increase employees' awareness and

appreciation of diversity in the workplace, AMS Civil Rights Program in collaboration with

the following Special Emphasis Program Managers (SEPM); Black/ African American

(AA), Asian American Pacific Islander (AAPI); Federal Women (FW), and Hispanic,

hosted roundtable discussions.

o On March 8th, the Federal Women (FW) Program Manager and AMS Affirmative

Employment Program (AEP) Manager, held two sessions for women, nonsupervisory with 48 participants and supervisory with 22 participants.

o On May 31th, the Asian American/Pacific Islander (AAPI) Program Managers along

with the AMS AEP Manager held a roundtable discussion with the AAPI employees.

Even though participation was not as expected for AMSs AAPI employees the

discussion was insightful.

o On June 28th, the African-American/Black Employment Program (AAEP) manager

and AMS AEP Manager held two sessions for African-American employees, nonsupervisory with 40 participants and supervisory with 10 participants.

o On June 26th, the Hispanic Employment Program Manager and AMS AEP Manager

hosted a combined session for the Hispanic employees.

o During the sessions, employees were provided an opportunity to discussion

perceptions, attitudes, and recommendations within the Agency relative to each

group.

• On February 9, 2017, the (AAEP) manager hosted the Effective Federal Resume Workshop.

Wanda Bryant, Senior Executive Service Candidate Development Program Manager,

facilitated the workshop. Participants learned how to market themselves and tips for

effective resumes.

• On April 20, 2017, the FW SEPM, collaborated with Rene Redwood, CEO, Redwood

Enterprise, LLC to host the Value of Networking, Coaching, and Mentorship Workshop.

The workshop covered how to identify the value of networking as a way to expand your

knowledge and learn from the success of others. Participants were challenged to see

themselves as mentors, "Each One, Teach One" and learned the benefits of using a coach

• On June 27, 2017, AMS held its annual Administrator's Awards Ceremony. Last year,

AMS added three new award categories - Administrative Services Delivery, Employee

Engagement, and Information Technology Services. The three new categories allowed the

AMS Administrator to recognize more employees for their outstanding accomplishments

that help the Agency deliver our mission every day. A total of 12 AMS teams were

recognized in FY 2016 and 16 teams in FY 2017 totaling 193 AMS employee receiving an

award. The Agency also rolled out its new AMS Onboarding Passport and the Student

29 
Intern Handbook. 

5. Special Emphasis Programs:

• For the second consecutive year, the Agency allocated a separate budget to support the

Agency's Special Emphasis Program which resulted in four newly appointed Special Emphasis

Program Managers (SEPM) being certified as SEPM by EEOC. Additionally, six of the eight

SEPMs represented the Agency at their annual affinity group training conferences in which they

conducted outreach by hosting a booth or increasing awareness by facilitating workshops. The

SEPMs also attended various workshops where they gained knowledge and best business

practices pertaining to their program areas.

• AMS also sent employees to the major special emphasis programs' national trammg

conferences during FY 2017. Specifically, AMS sent 8 employees to the Federal Employed

Women National Training Conference in New Orleans, Louisiana; 10 employees to the Blacks

in Government National Conference in Atlantic City, New Jersey; employees also attended the

League of United Latin American Citizens in San Antonio, Texas, Hispanic Association of

Colleges and Universities National Training Conference in San Diego, California, Society of

American Indian Government Employees National Training Conference in Scottsdale, Arizona;

Minorities in Agriculture, Natural Resources and Related Sciences in Pittsburgh, Pennsylvania;

and Out and Equal Workplace Summit in Philadelphia, Pennsylvania. AMS' overall financial

investment to send AMS employees to these diversity training and awareness national training

conferences was over 36,000.

• On October 27, 2016, the Veterans Employment Program Manager (VEPM) assisted and

attended the USDA Department-Wide Veterans' Day Observance and an AMS employee

served as the Mistress of Ceremony. The theme for FY 2017 was "Courage."

• On December 2, 2016, the Civil Rights Office coordinated the official signing ceremony for the

Memorandum of Understanding (MOU) between Gallaudet University and AMS. Former AMS

Administrator Elanor Starmer was accompanied by 9 employees from AMS, FAS, and the

Department in support of the MOU. USDA Deaf and Hard of Hearing Employee Association,

Acting President and Secretary attended as well.

• On January 26, 2017, the Civil Rights Program and AMS' Black/African American

Employment Program Manager, coordinated a volunteer opportunity at the SOME (So Others

Might Eat) organization. Seven AMS volunteers loaded bags of food and s01ied crates of nonperishable food items, while building comradery and giving their time to a great cause.

• On March 23, 2017, FW SEPM attended and assisted with the Department's Women's History

Month Celebration. Deputy Administrator Dana Coale was selected to provide the opening

remarks. Additionally, Deputy Administrator Sonia Jimenez and Deputy Director Rose

Satterfield were mentors during the Flash mentoring session in which approximately 91 USDA

employees were in attendance. Additionally, AMS sponsored the event by providing $200

toward the performers' honorarium.

30 
• On May 14 - 19, 2017, AAPI SEPMs attended the Federal Asian Pacific American Council

(FAPAC) annual National Leadership Training (NLT) Program which was the premier training

destination for federal employees including DC government and military. It provided training

in leadership, diversity and inclusion/EEO, and career advancement and management. The

theme this year provided a single focus for all AAPis to Unite by Speaking Together. This

theme encouraged the various AAPI communities to join together to overcome misconceptions

and stereotypes about the vibrant and diverse AAPI community. AMS leadership and

employees were at the forefront of the NL T Federal Day as Clifton Gilchrist provided opening

remarks followed by a presentation entitled, "Civil Treatment Is Imperative to Organizational

Performance "by Charmin Rickards. Additionally the agency provided $5000.00 toward the

2017 Federal Asian Pacific American Council (F APAC) sponsorship where AMS staffed an

outreach table where over 500 attendees learned about AMS programs.

• On July 4 - 7, 2017, the Agency attended The League of United Latin American Citizens

(LULAC) Emerge Conference and Career Fair. This event specifically targeted the Hispanic

community. Overall, outreach to this group was to over 15,000 participants. During the

conference, the Agency's Hispanic representative conducted four presentations to over 150

participants about diversity, leadership, and professional growth. Additionally, the

representative was invited to be a panelist to share his experience, perspective, and valuable

tools he utilized as a former intern. During the conference, in collaboration with the

Department, AMS hosted two exhibit tables in which 500 participants learned more about the

mission and job opportunities at AMS.

• On August 24, 2017, Erin Morris, Associate Administrator, served on the mentoring panel for

the USDA Women's Equality Day event. Topics discussed included "Taking Charge of Your

Career", "Building a Reputation", "Seeing Success in Yourself', "Healthy Women Lead", and

an open Q&A period.

6. Diversity and Inclusion:

AMS continued to utilize its Hiring, Recruitment, and Functional Committee (HRFC) to address 

recruiting, hiring, and retaining a diverse AMS workforce. The role of being a member of the 

HRFC is in part to share information with the members' Programs, identify positions for Pathways, 

plan for future hires, and the avenues for hiring. All of the SEPMS attended Departmental, AMS 

SEPMs, and Hiring and Recruitment Functional Committee (HRFC) meetings during FY 2017. 

• In FY 2017, the Agency continued working with OASCR representatives to: 1) seek

approval of its Agency assisted program LEP plan, and 2) identify the AMS Program that

may fit within the conducted program status. OASCR will notify AMS once they have

reviewed the Agency's documentation.

• AMS sponsored an Effective Resume Writing Workshop on February 9, 2017. The

workshop covered best practices for writing an effective federal resume that highlights

strengths and weaknesses. During the workshop, participants learned, among other things,

impmiant information to include or exclude on a resume, best practices for describing an

applicant's experience, and how to communicate veteran-specific infmmation.

31 
• In the second quarter of FY 2017, AMS instituted mandatory diversity training in AgLearn

for all employees. The one-hour training session was entitled, "Managing Workforce

Generations: Introduction to Cross-Generational Employees." Employees without access to

a computer were provided with hard copies. At the end of FY 2017, 94.7% of AMS's

employees and 100% of AMS' s Senior Leadership had completed the training.

• AMS actively promotes open and direct communication and offers numerous opp01tunities

for employees to provide ongoing feedback. Initiatives were implemented as a result of

comments, recommendations, and suggestions generated from employees during Focus

Group sessions and through the Agency's "What a Great Idea" Program. Some of these

initiatives were the New Employee Handbook, Student Intern Handbook and Veteran's

employment page, which was added to the AMS career opportunities website. .

• During FY 2017, AMS created an onboarding passport. This passp01i was designed for all

new AMS employees and will be used to facilitate the onboarding process, information

about AMS' mission, culture, and expectations and track the Agency's onboarding progress.

• AMS established the New and Emerging Professionals (NEP), working group which

includes employees from all AMS Program areas. NEP helps create an inclusive

environment for new headquarters and field employees by sharing resources, developing

networks, identifying developmental activities to guide and support new employees to grow

and advance within AMS. NEP also supports and guides new employees to be empowered

to become involved in the Agency's initiatives and activities. AMS employees hired within

the last five years are encouraged to join the NEP. However, all AMS employees are

welcome to join the working group.

• In addition, the Agency hosted two successful employee engagement events to display its

workforce diversity and diverse services. Both events were spearheaded by the

Headquaiiers Employee Engagement Advisory Council, which was formed to encourage

esprit de corps among employees working in the DC area. On October 12, 2016, the

Agency hosted AMS Diversity Day. The purpose of AMS Diversity Day was to celebrate

our diverse backgrounds and how we all work as one. It featured all of the Agency's special

emphasis prograins displaying interactive/informational booths that engaged over 300

employees. There were remarks from Dr. Joe Leonard, f01mer Assistant Secretary for Civil

Rights and former Administrator, Elanor Starmer. The SEPMs focused on historic and

modern food/agriculture contributions as well as educated and conducted outreach as it

pe1iains to their programs. Additionally, the SEPMs highlighted their purpose, value, future

goals, education, exposure to programs and connections to food and agriculture.

Team AMS Day was held on September 12, 2017 and showcased the work of AMS 

Programs and how each Program ties into the mission and strategic plan of AMS. Over 300 

employees attended this event that increased awareness of the core AMS programs with an 

emphasis on the value of the diversity of services and opportunities for employee 

engagement and commitment. The exhibits and demonstrations allowed fellow team 

members the ability to learn and develop a deeper appreciation for the services, 

32 
accomplishments, and improvements that each program contributes daily to Team AMS. 

These two events enhanced the Agency's appreciation for cultural diversity within the 

workforce as well as the services and accomplishments that each program contributes to 

food and agriculture for the continued success of Team AMS. The Agency strives to 

strengthen opportunities for future collaboration among employees and programs. 

33 
EOCFORM 

715-01

PARTF

I, 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

CERTIFICATION of ESTABLISHMENT ofCONTINillNG 

EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS 

Clifton J. Gilchrist, Civil Rights Director/ 0260 / GS- am the 

15 

(Insert name 

above) 

(Insert official 

title/series/grade above) 

Principal EEO 

Director/Official for 

Agricultural Marketing Service 

(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 fu1iher 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 work force profiles and conducted 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. 

(!J{Jr-J ;Ji� l2c2o-t!J 

Signature of Principal EEO Director/Official Date 

Ce1iifies that this Federal Agency Annual EEO Program Status Report is in 

compliance with EEO MD-715. 

4L--� 1-z./Z>lt7 

Signature of Agency Head or Agency Head Designee Date 

34 
EEOC FORM U.S. Equal Employment Opportunity Commission 

715-01 FEDERALAGENCY ANNUAL 

PART G EEO PROGRAM STATUS REPORT 

Essential Element A: DEMONSTRATED COMMITMENT FROM AGENCY LEADERSHIP 

Requires the agency head to issue written policy statements ensuring a workplace free of discriminatory harassment and 

a commitment to equal employment opportunity. 

�Compliance Measure For all unmet measures, 

has been provide a brief explanation Indicator met in the space below or 

EEO policy statements are up-to-date. complete and attach an 

.Measures Yes No EEOC FORM 715-01 

PART H to the agency's 

status report 

The Agency Head was installed in January 2017. The EEO policy statement X 

was issued on February21, 2017. 

Was the EEO policy Statement issued within 6 - 9 months of the installation of 

the Agency Head? 

Ifno, provide an explanation. 

During the current Agency Head's tenure, has the EEO policy Statement been X 

re-issued annually? 

If rto, provide an explanation. 

Are new employees provided a copy of the EEO policy statement during X 

orientation? 

When an employee is promoted into the supervisory ranks, is s/he provided a X 

copy of the EEO policy statement? 

�Compliance Measure For all unmet measures, 

has been provide a brief explanation Indicator met in the space below or EEO policy statements have been communicated to 

all employees. complete and attach an 

.Measures Yes No EEOC FORM 715-01 

PART H to the agency's 

status report 

Have the heads of subordinate rep01iing components collllllunicated support of X 

all agency EEO policies through the ranks? 

Has the agency made written materials available to all employees and X 

applicants, informing them of the variety of EEO programs and administrative 

and judicial remedial procedures available to them? 

Has the agency prominently posted such written materials in all personnel X 

offices, EEO offices, and on the agency's internal website? [see 29 CFR 

§1614.102(b)(5)]

35 
..... Compliance 

Indicator 

• Measures

Agency EEO policy is vigorously enforced 

by agency management . 

Measure 

has been 

met 

Yes No 

Are managers and supervisors evaluated on their commitment to X 

agency EEO policies and principles, including their efforts to: 

resolve problems/disagreements and other conflicts in their X 

respective work environments as they arise? 

address concerns, whether perceived or real, raised by X 

employees and following-up with appropriate action to conect 

or eliminate tension in the workplace? 

suppmi the agency's EEO program through allocation of X 

mission personnel to pai.iicipate in community out-reach and 

recruitment programs with private employers, public schools 

and universities? 

ensure full cooperation of employees under his/her supervision X 

with EEO office officials such as EEO Counselors, EEO 

Investigators, etc.? 

ensure a workplace that is free from all forms of X 

discrimination, harassment and retaliation? 

ensure that subordinate supervisors have effective managerial, X 

communication and interpersonal skills in order to supervise 

most effectively in a workplace with diverse employees and 

avoid disputes arising from ineffective communications? 

ensure the provision ofrequested religious accommodations X 

when such accommodations do not cause an undue hardship? 

ensure the provision of requested disability accommodations X 

to qualified individuals with disabilities when such 

accommodations do not cause an undue hardship? 

Have all employees been informed about what behaviors are 

inappropriate in the workplace and that this behavior may result in 

disciplinary actions? 

Describe what means were utilized by the agency to so inform its 

workforce about the penalties for unacceptable behavior. 

X 

For all unmet measures, 

provide a brief 

explanation in the space 

below or complete and 

attach an EEOC FORM 

715-01 PART H to the

agency's status report

This is facilitated and 

defined through the 

Agency's AntiHarassment Policy 

Statement, which is 

delivered to all 

employees electronically 

36 
Have the procedures for reasonable accommodation for 

individuals with disabilities been made readily 

available/accessible to all employees by disseminating such 

procedures during orientation of new employees and by making 

such procedures available on the World Wide Web or Internet? 

Have managers and supervisor been trained on their 

responsibilities under the procedures for reasonable 

accommodation? 

X 

via the Agency's 

newsletter, the AMS 

Voice, and posted 

throughout the 

Agency's headquarters 

and field office 

locations. 

X AMS reasonable 

accommodation (RA) 

policy/internal procedures 

are located on the Agency 

Intranet/SharePoint site. 

The Agency's procedures 

are in accordance with 

DM 4300-002, RA 

Procedures, July 2002. 

37 
Essential Element B: INTEGRATION OF EEO INTO THE AGENCY'S STRATEGIC MISSION 

Requires that the agency's EEO programs be organized and structured to maintain a workplace 

that is free from discrimination in any of the agency's policies, procedures or practices and 

supports the agency's strategic mission. 

...... Complianc 

e Indicator 

The reporting structure for the EEO 

• Measures Program provides the Principal EEO 

Official with appropriate authority and 

resources to effectively carry out a successful 

EEO Program. 

Is the EEO Director under the direct supervision of the agency 

head? [see 29 CFR §1614.102(b)(4)] 

For subordinate level reporting components, is the EEO 

Director/Officer under the immediate supervision of the lower level 

component's head official? 

(For example, does the Regional EEO Officer report to the 

Regional Administrator?) 

Are the duties and responsibilities of EEO officials clearly defined? 

Do the EEO officials have the knowledge, skills, and abilities to 

cany out the duties and responsibilities of their positions? 

If the agency has 2

nd level reporting components, are there 

organizational charts that clearly define the reporting structure for 

EEO programs? 

If the agency has 2

nd level reporting components, does the agencywide EEO Director have authority for the EEO programs within the 

subordinate repo1iing components? 

If not, please describe how EEO program authority is delegated 

to subordinate reporting components. 

...... Compliance 

Indicator 

.Measures 

The EEO Director and other EEO 

professional staff responsible for EEO 

programs have regular and effective means 

of informing the agency head and senior 

management officials of the status of EEO 

programs and are involved in, and 

consulted on, management/personnel 

actions. 

Measure 

has been 

met 

Yes No 

X 

X 

X 

For all unmet 

measures, 

provide a brief 

explanation in 

the space below 

or complete and 

attach an EEOC 

FORM 715-01 

PART H to the 

agency's status 

report 

NIA AMS does not 

have z

nd_level 

reporting 

components. 

NI A AMS does not 

have z

nd_level 

Measure 

has been 

met 

Yes No 

reporting 

components 

For all unmet 

measures, 

provide a brief 

explanation in 

the space below 

or complete and 

attach an EEOC 

FORM715-01 

38 
Does the EEO Director/Officer have a regular and effective means 

of informing the agency head and other top management officials 

of the effectiveness, efficiency and legal compliance of the 

agency's EEO program? 

Following the submission of the immediately preceding FORM 

715-01, did the EEO Director/Officer present to the head of the

agency and other senior officials the "State of the Agency" briefing

covering all components of the EEO report, including an

assessment of the performance of the agency in each of the six

elements of the Model EEO Program and a repo1i on the progress

of the agency in completing its barrier analysis including any

barriers it identified and/or eliminated or reduced the impact of?

Are EEO program officials present during agency deliberations 

prior to decisions regarding recruitment strategies, vacancy 

projections, succession planning, selections for training/career 

development opp01iunities, and other workforce changes? 

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 re-alignments? 

Are management/personnel policies, procedures and practices. 

examined at regular intervals to assess whether there are hidden 

impediments to the realization of equality of opp01iunity for 

any group(s) of employees or applicants? [see 29 C.F.R. §

1614.102(b)(3)] 

Is the EEO Director included in the agency's strategic planning, 

especially the agency's human capital plan, regarding succession 

planning, training, etc., to ensure that EEO concerns are integrated into 

the agency's strategic mission? 

........ Compliance 

Indicator 

.Measures The agency has committed sufficient human 

resources and budget allocations to its EEO 

programs to ensure successful operation. 

Does the EEO Director have the authority and funding to ensure 

implementation of agency EEO action plans to improve EEO program 

efficiency and/or eliminate identified barriers to the realization of 

X 

X 

X 

X 

X 

X 

PART Hto the 

agency's status 

report 

See Part H 

Measure has For all unmet 

been met measures, provide 

Yes No 

X 

a brief 

explanation in the 

space below or 

complete and 

attach an EEOC 

FORM715-01 

PARTHto the 

agency's status 

report 

39 
equality of oppmtunity? 

Are sufficient personnel resources allocated to the EEO Program to X 

ensure that agency self-assessments and self-analyses prescribed by EEO 

MD-715 are conducted annually and to maintain an effective complaint

processing system?

Are statutory/regulatory EEO related Special Emphasis Programs X 

sufficiently staffed? 

Federal Women's Program - 5 U.S.C. 7201; 38 U.S.C. 4214; Title 5 X 

CFR, Subpart B, 720.204 

Hispanic Employment Program - Title 5 CFR, Subpaii B, 720.204 X 

People With Disabilities Program Manager; Selective Placement X 

Program for Individuals With Disabilities - Section 501 of the 

Rehabilitation Act; Title 5 U.S.C. Subpaii B, Chapter 31, Subchapter 

I-3102; 5 CFR 213 .3102(t) and (u); 5 CFR 315. 709

Are other agency special emphasis programs monitored by the EEO X 

Office for coordination and compliance with EEO guidelines and 

principles, such as FEORP - 5 CFR 720; Veterans Employment 

Programs; and Black/African American; American Indian/Alaska Native, 

Asian American/Pacific Islander programs? 

..... Compliance Measure has For all unmet 

Indicator been met measures, provide 

a brief 

.Measures Yes No explanation in the 

The agency has committed sufficient budget to space below or 

support the success of its EEO Programs. complete and 

attach an EEOC 

FORM715-0l 

PARTHto the 

agency's status 

report 

Are there sufficient resources to enable the agency to conduct a thorough X 

barrier analysis of its workforce, including the provision of adequate data 

collection and tracking systems 

40 
Is there sufficient budget allocated to all employees to utilize, when X 

desired, all EEO programs, including the complaint processing 

program and ADR, and to make a request for reasonable 

accommodation? (Including subordinate level reporting 

components?) 

Has funding been secured for publication and distribution of EEO X 

materials ( e.g. harassment policies, EEO posters, reasonable 

accommodations procedures, etc.)? 

Is there a central fund or other mechanism for funding supplies, X 

equipment and services necessary to provide disability 

accommodations? 

Does the agency fund major renovation projects to ensure timely X 

compliance with Uniform Federal Accessibility Standards? 

Is the EEO Program allocated sufficient resources to train all X 

employees on EEO Programs, including administrative and judicial 

remedial procedures available to employees? 

Is there sufficient funding to ensure the prominent posting of X 

written materials in all personnel and EEO offices? [see 29 

C.F.R. § 1614.102(b)(S)]

Is there sufficient funding to ensure that all employees have X 

access to this training and information? 

Is there sufficient funding to provide all managers and supervisors X 

with training and periodic up-dates on their EEO responsibilities: 

for ensuring a workplace that is free from all forms of X 

discrimination, including harassment and retaliation? 

to provide religious accommodations? X 

to provide disability accommodations in. accordance with the X 

agency's written procedures? 

in the EEO discrimination complaint process? X 

to participate in ADR? X 

41 
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

EEO program officials advise and 

provide appropriate assistance to 

managers/supervisors about the 

status of EEO programs within each 

manager's or supervisor's area or 

responsibility. 

Are regular (monthly/quarterly/semi-annually) EEO updates 

provided to management/supervisory officials by EEO 

program officials? 

Do EEO program officials coordinate the development and 

implementation of EEO Plans with all appropriate agency 

managers to include Agency Counsel, Human Resource 

Officials, Finance, and the Chief information Officer? 

.....,_Compliance 

Indicator 

.Measures 

The Human Resources Director and the 

EEO Director meet regularly to assess 

whether personnel programs, policies, 

and procedures are in conformity with 

instructions contained in EEOC 

management directives. [see 29 CFR § 

1614.102(b)(3)] 

Have time-tables or schedules been established for the agency 

to review its Merit Promotion Program Policy and Procedures 

for systemic barriers that may be impeding full participation in 

promotion oppmtunities by all groups? 

Have time-tables or schedules been established for the agency 

to review its Employee Recognition Awards Program and 

Procedures for systemic baniers that may be impeding full 

participation in the program by all groups? 

Have time-tables or schedules been established for the agency 

to review its Employee Development/Training Programs for 

systemic baniers that may be impeding full participation in 

training oppmtunities by all groups? 

Measure 

has been 

met 

Yes No 

X 

X 

Measure 

has been 

met 

Yes No 

For all unmet 

measures, provide a 

brief explanation in 

the space below or 

complete and attach an 

EEOC FORM 715-01 

PART H to the 

agency's status report 

For all unmet 

measures, provide a 

brief explanation in 

the space below or 

complete and attach an 

EEOC FORM 715-01 

PART H to the 

agency's status report 

X SeePartH 

X See PartH 

X SeePartH 

42 
..... Compliance Measure For all unmet 

has been measures, provide a Indicator When findings of discrimination are met brief explanation in 

made, the agency explores whether or the space below or 

.Measures not disciplinary actions should be Yes No complete and attach an 

taken. EEOC FORM 715-01 

PART H to the 

agency's status report 

Does the agency have a disciplinary policy and/or a table of X 

penalties that covers employees found to have committed 

discrimination? 

Have all employees, supervisors, and managers been infmmed X 

as to the penalties for being found to perpetrate discriminatory 

behavior or for taking personnel actions based upon a 

prohibited basis? 

Has the agency, when appropriate, disciplined or sanctioned X No findings for 

managers/supervisors or employees found to have discrimination in FY 

discriminated over the past two years? 2016. 

If so, cite number found to have discriminated and list penalty /disciplinary action for each type of 

violation. 

Does the agency promptly (within the established time frame) X 

comply with EEOC, Merit Systems Protection Board, Federal 

Labor Relations Authority, labor arbitrators, and District Comt 

orders? 

Does the agency review disability accommodation X 

decisions/actions to ensure compliance with its written 

procedures and analyze the infmmation tracked for trends, 

problems, etc.? 

43 
Essential Element D: PROACTIVE PREVENTION 

Requires that the agency head makes early efforts to prevent discriminatory actions and 

eliminate barriers to equal employment opportunity in the workplace. 

_...Compliance Measure For all unmet 

has been measures, provide a Indicator met brief explanation in 

Analyses to identify and remove the space below or 

.Measures unnecessary barriers to employment are Yes No complete and attach 

conducted throughout the year. an EEOC FORM 

715-01 PART H to

the agency's status

report 

Do senior managers meet with and assist the EEO Director X 

and/or other EEO Program Officials in the identification of 

ban·iers that may be impeding the realization of equal 

employment opportunity? 

When bairiers ai·e identified, do senior managers develop and X 

implement, with the assistance of the agency EEO office, agency 

EEO Action Plans to eliminate said bairiers? 

Do senior managers successfully implement EEO Action Plans X 

and incorporate the EEO Action Plan Objectives into agency 

strategic plans? 

Are trend analyses of workforce profiles conducted by race, X 

national origin, sex and disability? 

Are trend analyses of the workforce's major occupations X 

conducted by race, national_ origin, sex and disability? 

Are trends analyses of the workforce's grade level distribution X 

conducted by race, national origin, sex and disability? 

Are trend analyses of the workforce's compensation and reward X 

system conducted by race, national origin, sex and disability? 

Are trend analyses of the effects of management/personnel X 

policies, procedures and practices conducted by race, national 

origin, sex and disability? 

._.,Compliance The use of Alternative Dispute Resolution Measure For all unmet 

(ADR) is encouraged by senior has been measures, provide a Indicator management. met brief explanation in 

44 
,t.Measures Yes No the space below or 

complete and attach 

an EEOC FORM; 

715-01 PART H to

the agency's status

report 

Are all employees encouraged to use ADR? X 

Is the pmiicipation of supervisors and managers in the ADR X 

process required? 

45 
Essential Element E: EFFICIENCY 

Requires that the agency head ensure that there are effective systems in place for evaluating the 

impact and effectiveness of the agency's EEO Programs as well as an efficient and fair dispute 

resolution process. 

...... Compliance 

Indicator 

.Measures 

The agency has sufficient staffing, 

funding, and authority to achieve the 

elimination of identified barriers. 

Measure 

has been 

met 

Yes No 

Does the EEO Office employ personnel with adequate training X 

and experience to conduct the analyses required by MD-715 and 

these instructions? 

Has the agency implemented an adequate data collection and X 

analysis systems that permit tracking of the information 

required by MD-715 and these instructions? 

Have sufficient resources been provided to conduct effective X 

audits of field facilities' efforts to achieve a model EEO 

program and eliminate discrimination under Title VII and the 

Rehabilitation Act? 

Is there a designated agency official or other mechanism in 

place to coordinate or assist with processing requests for 

disability accommodations in all major components of the 

agency? 

Are 90% of accommodation requests processed within the time 

frame set forth in the agency procedures for reasonable 

accommodation? 

_..Compliance 

Indicator 

.Measures 

The agency has an effective complaint 

tracking and monitoring system in place 

to increase the effectiveness of the 

agency's EEO Programs. 

Does the agency use a complaint tracking and monitoring 

system that allows identification of the location, and status of 

X 

X 

Measure 

has been 

met 

Yes No 

X 

For all unmet 

measures, provide a 

brief explanation in 

the space below or 

complete and attach 

an EEOC FORM 715-

01 PART H to the 

agency's status report 

For all unmet 

measures, provide a 

brief explanation in 

the space below or 

complete and attach 

an EEOC FORM 715-

01 PART H to the 

agency's status report 

46 
complaints and length of time elapsed at each stage of the 

agency's complaint resolution process? 

Does the agency's tracking system identify the issues and bases X 

of the complaints, the aggrieved individuals/complainants, the 

involved management officials and other info1mation to analyze 

complaint activity and trends? 

Does the agency hold contractors accountable for delay in X AII AMS 

counseling and investigation processing times? investigations are 

managed by 

Employment 

Investigations 

Division (EID). AMS 

has not contracted 

counseling in FY 

2017. 

If yes, briefly describe how: 

Does the agency monitor and ensure that new investigators, X The Agency verifies 

counselors, including contract and collateral duty investigators, the required training 

receive the 32 hours of training required in accordance with for counselors, but the 

EEO Management Directive MD-11 O? Department has the 

obligation to verify 

the completion of the 

required training for 

the investigators. 

Does the agency monitor and ensure that experienced X The Agency verifies 

counselors, investigators, including contract and collateral duty the required training 

investigators, receive the 8 hours of refresher training required for counselors, but the 

on an annual basis in accordance with EEO Management Department has the 

Directive MD-11 O? obligation to verify 

the completion of the 

required training for 

the investigators. 

�Compliance Measure For all unmet 

The agency has sufficient staffing, has been measures, provide a Indicator funding and authority to comply with met brief explanation in 

the time frames in accordance with the the space below or 

.Measures EEOC (29 C.F.R. Part 1614) regulations Yes No complete and attach 

for processing EEO complaints of an EEOC FORM 715-

employment discrimination. 01 PART H to the 

agency's status report 

Are benchmarks in place that compare the agency's X 

47 
discrimination complaint processes with 29 C.F .R. Part 1614? 

Does the agency provide timely EEO counseling within 30 X 

days of the initial request or within an agreed upon 

extension in writing, up to 60 days? 

Does the agency provide an aggrieved person with written X 

notification of his/her rights and responsibilities in the EEO 

process in a timely fashion? 

Does the agency complete the investigations within the X Investigations are 

applicable prescribed time frame? handled by OASCR, 

Employment 

Investigations 

Division. 

See PartH 

' 

When a complainant requests a final agency decision, does X Final Agency 

the agency issue the decision within 60 days of the request? Decisions are handled 

by OASCR, 

Employment 

Adjudication 

Division. 

See Part H 

When a complainant requests a hearing, does the agency X 

immediately upon receipt of the request from the EEOC AJ 

forward the investigative file to the EEOC Hearing Office? 

When a settlement agreement is entered into, does the X 

agency timely complete any obligations provided for in such 

agreements? 

Does the agency ensure timely compliance with EEOC AJ X 

decisions which are not the subject of an appeal by the 

agency? 

..... Compliance Measure For all unmet 

has been measures, provide a Indicator There is an efficient and fair dispute 

resolution process and effective systems met brief explanation in 

the space below or 

.Measures 

for evaluating the impact and Yes No complete and attach effectiveness of the agency's EEO 

an EEOC FORM 715- complaint processing program. 01 PART H to the 

agency's status report 

In accordance with 29 C.F.R. §1614.102(b), has the agency X 

established an ADR Program during the pre-complaint and 

48 
fo1mal complaint stages of the EEO process? 

Does the agency require all managers and supervisors to receive X 

ADR training in accordance with EEOC (29 C.F.R. Part 1614) 

regulations, with emphasis on the federal government's interest 

in encouraging mutual resolution of disputes and the benefits 

associated with utilizing ADR? 

After the agency has offered ADR and the complainant has X 

elected to paiticipate in ADR, are the managers required to 

participate? 

Does the responsible management official directly involved in X 

the dispute have settlement authority? 

._.Compliance Measure For all unmet 

has been measures, provide a Indicator The agency has effective systems in met brief explanation in 

place for maintaining and evaluating the the space below or 

.Measures impact and effectiveness of its EEO Yes No· complete and attach 

programs. an EEOC FORM 715-

01 PART H to the 

agency's status report 

Does the agency have a system of management controls in place X 

to ensure the timely, accurate, complete and consistent repo1ting 

of EEO complaint data to the EEOC? 

Does the agency provide reasonable resources for the EEO X 

complaint process to ensure efficient and successful operation in 

accordance with 29 C.F.R. § 1614.102(a)(l)? 

Does the agency EEO office have management controls in place X 

to monitor and ensure that the data received from Human 

Resources is accurate, timely received, and contains all the 

required data elements for submitting annual reports to the 

EEOC? 

Do the agency's EEO programs address all of the laws enforced X 

by the EEOC? 

Does the agency identify and monitor significant trends in X 

complaint processing to determine whether the agency is 

meeting its obligations under Title VII and the Rehabilitation 

Act? 

Does the agency track recruitment efforts and analyze eff01ts to X 

identify potential ba1Tiers in accordance with MD-715 

49 
standards? 

Does the agency consult with other agencies of similar size on X 

the effectiveness of their EEO programs to identify best 

practices and share ideas? 

.... Compliance Measure For all unmet 

The agency ensures that the has been measures, provide a Indicator investigation and adjudication function met brief explanation in 

of its complaint resolution process are the space below or 

.Measures separate from its legal defense arm of Yes No complete and attach 

agency or other offices with conflicting an EEOC FORM 715-

or competing interests. 01 PART H to the 

agency's status report 

Are legal sufficiency reviews of EEO matters handled by a X 

functional unit that is separate and apart from the unit which 

handles agency representation in EEO complaints? 

Does the agency discrimination complaint process ensure a X 

neutral adjudication function? 

If applicable, are processing time frames incorporated for the X 

legal counsel's sufficiency review for timely processing of 

complaints? 

50 
Essential Element F: RESPONSIVENESS AND LEGAL COMPLIANCE 

This element requires that federal agencies are in full compliance with EEO statutes and 

EEOC regulations, policy guidance, and other written instructions. 

..... Compliance 

Indicator 

.Measures 

..... Compliance· 

Indicator 

.Measures 

Agency personnel are accountable for timely 

compliance with orders issued by EEOC 

Administrative Judges. 

Does the agency have a system of management 

control to ensure that agency officials timely 

comply with any orders or directives issued by 

EEOC Administrative Judges? 

The agency's system of management controls 

ensures that the agency timely completes all 

ordered corrective action and submits its 

compliance report to EEOC within 30 days 

of such completion. 

Does the agency have control over the payroll processing function of 

the agency? If Yes, answer the two questions below. 

Measure 

has been 

met 

Yes No 

X 

Measure 

has been 

met 

Yes No 

X 

For all 

unmet 

measures, 

provide a 

brief 

explanation 

in the space 

below or 

complete 

and attach 

an EEOC 

FORM715-

01PARTH 

to the 

agency's 

status report 

For all 

unmet 

measures, 

provide a 

brief 

explanation 

in the space 

below or 

complete 

and attach 

an EEOC 

FORM715-

01 PARTH 

to the 

agency's 

status report 

51 
Are there steps in place to guarantee responsive, timely, and X 

predictable processing of ordered monetary relief? 

Are procedures in place to promptly process other f01ms of X 

ordered relief? 

_.Compliance Measure For all 

has been unmet Indicator met measures, 

provide a 

.Measures Yes No brief 

explanation 

Agency personnel are accountable for the in the space 

below or timely completion of actions required to complete comply with orders of EEOC. and attach 

an EEOC 

FORM715-

OlPARTH 

to the 

agency's 

status report 

Is compliance with EEOC orders encompassed in the perf01mance X 

standards of any agency employees? 

If so, please identify the employees by title in the comments 

section, and state how perf01mance is measured. 

Is the unit charged with the responsibility for compliance with EEOC X 

orders located in the EEO office? 

If not, please identify the unit in which it is located, the number 

of employees in the unit, and their grade levels in the comments 

section. 

Have the involved employees received any formal training in EEO X 

compliance? 

Does the agency promptly provide to the EEOC the following X 

documentation for completing compliance: 

Attorney Fees: Copy of check issued for attorney fees and /or a X 

nairntive statement by an appropriate agency official, or agency 

payment order dating the dollm amount of attorney fees paid? 

Awards: A nairntive statement by an appropriate agency official X 

stating the dollar amount and the criteria used to calculate the 

52 
award? 

Back Pay and Interest: Computer print-outs or payroll documents X 

outlining gross back pay and interest, copy of any checks issued, 

narrative statement by an appropriate agency official of total 

monies paid? 

Compensatory Damages: The final agency decision and evidence X 

of payment, if made? 

Training: Attendance roster at training session(s) or a narrative X 

statement by an appropriate agency official confirming that 

specific persons or groups of persons attended training on a date 

ce1iain? 

Personnel Actions (e.g., Reinstatement, Promotion, Hiring, X 

Reassignment): Copies of SF-50s 

Posting of Notice of Violation: Original signed and dated notice X 

reflecting the dates that the notice was posted. A copy of the 

notice will suffice if the original is not available. 

Supplemental Investigation: 1. Copy of letter to complainant X 

acknowledging receipt from EEOC of remanded case. 2. Copy 

of letter to complainant transmitting the Report of Investigation 

(not the ROI itself unless specified). 3. Copy of request for a 

hearing ( complainant's request or agency's transmittal letter). 

Final Agency Decision (FAD): FAD or copy of the complainant's X 

request for a hearing. 

Restoration of Leave: Print-out or statement identifying the X 

amount of leave restored, if applicable. If not, an explanation or 

statement. 

Civil Actions: A complete copy of the civil action complaint X 

demonstrating same issues raised as in compliance matter. 

Settlement Agreements: Signed and dated agreement with X 

specific dollar amounts, if applicable. Also, appropriate 

documentation of relief is provided. 

Footnotes: 

l. See 29 C.F.R. § 1614.102.

53 
2. When an agency makes modifications to its procedures, the procedures must be resubmitted

to the Commission. See EEOC Policy Guidance on Executive Order 13164: Establishing

Procedures to Facilitate the Provision of Redsonable Accommodation (10/20/00), Question 28.

54 
Part H. 

FY 2016 Deficiencies and a FY 2017 Update 

55 
EEOC FORM U.S. Equal Employment Opportunity Commission 

715-01 FEDERAL AGENCY ANNUAL 

PARTH EEO PROGRAM STATUS REPORT 

Agricultural Marketing Service I

FY 2017 

STATEMENT of AMS will complete the tracking of its applicant flow data in its A-12 

MODEL PROGRAM and B-12 tables. 

ESSENTIAL ELEMENT 

DEFICIENCY: Note: Not all data is captured by the Agency. The majority is still 

captured by APHIS HR Office and the vendor of the eRecruit staffing 

system. 

OBJECTIVE: Improve the system to capture the data for, and complete, the A-12 and 

B-12 tables

RESPONSIBLE OFFICIAL: Human Resources Division Chief, Marketing & Regulatory Programs 

Business Services 

DATE OBJECTIVE September 30, 2017 

INITIATED: 

TARGET DATE FOR September 30, 2020 

COMPLETION OF 

OBJECTIVE: 

PLANNED ACTIVITIES TARGET DATE 

TOW ARD COMPLETION (Must be specific) 

OF OBJECTIVE: 

Work with HR's training September 30, 2020 

personnel to obtain data on 

numbers of applicants and 

selectees for the Career 

Development Programs and 

data for the relevant applicant 

pool so that Tables A-12 and 

B-12 can be completed,

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE 

All of USDA has transitioned and is using eRecruit. AMS continued to collaborate with its Human 

Resources (HR) Office in developing a system to collect and track applicant flow data. Developments to 

break out the A-7 table by permanent/temporary positions were completed, and the completed MD-715 

A-7, A-9, A-11, B-7, B-9, and B-11 tables for FY 2016 were generated by the vendor of the eRecruit

staffing system for the FY 2016 MD-715 annual report. Tables A-12 and B-12 also were submitted, but

56 
were not filled in. 

The only incomplete tables remaining in FY 2017 were the A-12 and B-12 tables. AMS is able to pull 

data on the number of persons who participated in career development programs, and the A-12 and B-12 

tables submitted for FY 2017 have this information. HR is able to pull data for the applicants to the 

career development programs, and the A-12 and B-12 tables have this information included in the FY 

2017 Report as well. Data for the relevant applicant pool Relevant Applicant Pool ( all employees in the 

next lower pay grade and in all series that qualify them for the position announced) was not collected in 

FY 2017. AMS will continue to work with HR to create a system where the Relevant Applicant Pool 

data can be included in future A-12 and B-12 tables. 

In addition, NFC has not configured its data so that the number and names of individuals who are 

PWTDs match in all of its sites in the NFC (for example, the number of PWTDs in the Bl tables does 

not match those in the Minority Profile table), which further impairs the ability of AMS to complete all 

the new Patt J sections dealing with PWDs and PWTDs. This is an issue that NFC will need to correct. 

57 
EEOC U.S. Equal Employment Opportunity Commission 

FORM FEDERAL AGENCY ANNUAL 

715-01 EEO PROGRAM STATUS REPORT 

PARTH 

Agricultural Marketing Service I

FY 2017 

STATEMENT of AMS's Reasonable Accommodation (RA) procedures are not finalized. 

MODEL PROGRAM 

ESSENTIAL ELEMENT Note: AMS could not implement its procedures until the USDA 

DEFICIENCY: finalized its agency-wide Reasonable Accommodation procedures, 

which are currently in the vetting process and will hopefully be 

completed in FY 2019. Until the USDA regulation is updated, the 

Agency will create a directive covering Reasonable Accommodation 

and Personal Assistance Service and provide a copy to EEOC. 

OBJECTIVE: Finalize and implement the Agency's RA Procedures 

RESPONSIBLE OFFICIAL: Disability Employment Program Manager, AMS Civil Rights Program 

DATE OBJECTIVE September 30, 2015 

INITIATED: 

TARGET DATE FOR September 30, 2019 

COMPLETION OF 

OBJECTIVE: 

PLANNED ACTIVITIES TARGET DATE 

TOW ARD COMPLETION (Must be specific) 

OF OBJECTIVE: 

Until the Department's September 30, 2019 

Regulation 4300-002 

regulation is updated, the 

Agency will create an 

Agency Reasonable 

Accommodation directive 

and provide a copy to EEOC. 

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE: 

NOTE: The revisions to the USDA Regulations on Reasonable Accommodations have been sent to 

the Equal Employment Opportunity Commission (EEOC) for their review, but were not approved in FY 

2017. AMS will receive a copy when it is finalized and approved. Subsequently, AMS will update its 

current internal procedures, based on the DM 4300-002 2002 directive, to create a new policy/procedure, 

which will include the new AMS Personal Assistance Service. 

58 
In FY 2017, AMS: 

• Forwarded its internal reasonable accommodation (RA) procedures and DR 4300-002 to

employees via its AMS Voice newsletter.

• Provided RA procedures during separate RA Training sessions, presented by OGC, for employees

and supervisors on March 29, 2017, and June 7, 2017.

• Tracked Agency RA trends, policies, problems, and managerial issues, which were used to

develop internal tools and templates for AMS employees and supervisors (below).

• Prepared internal tools to assist Agency staff/supervisors in the RA process. These AMS tools

include a: 1) four-step written info for employees explaining how and where to submit an RA

request, 2) fillable confirmation of request for an RA form (AD-1163), 3) fillable RA (approval)

infmmation reporting form (AD-1164), and 4) template for supervisors to record all topics

discussed during the RA interactive session. The tools have simplified and assisted AMS

employees and staff through the RA process.

In FY 2018-2019, AMS will add the Agency's RA procedures on its web site/Internet, continue RA 

training for all employees and supervisors, and provide the RA procedures to new employees during 

orientation/Civil Rights training. 

59 
EEOC U.S. Equal Employment Opportunity Commission 

FORM FEDERAL AGENCY ANNUAL 

715-01 EEO PROGRAM STATUS REPORT 

PARTH 

Agricultural Marketing Service I

FY 2017 

STATEMENT of Element E: Per the EEOC Technical Visit letter dated August 10, 2017, 

MODEL PROGRAM upon reviewing AMS' FY 2013 to FY2016 Form 462 Reports, Final 

ESSENTIAL ELEMENT Agency Decisions (FAD) on the merits were not issued timely. AMS 

DEFICIENCY: should develop a plan to address this deficiency and demonstrate 

meaningful progress in implementing the plan. 

(Note: This delay was attributable to the process which is managed at the 

Office of the Assistant Secretary for Civil Rights (OASCR) and not by 

the AMS, Civil Rights Program.) 

OBJECTIVE: To complete F ADs within 60 days. 

RESPONSIBLE AMS Civil Rights Program and Office of the Assistant Secretary for Civil 

OFFICIAL: Rights 

DATE OBJECTIVE September 1, 2017 

INITIATED: 

TARGET DATE FOR September 30, 2018 

COMPLETION OF 

OBJECTIVE: 

PLANNED ACTIVITIES TARGET DATE 

TOW ARD COMPLETION (Must be specific) 

OF OBJECTIVE: 

AMS will meet with December, 2017 

OASCR quaiierly to March, 2018 

discuss cases pending June,2018 

F ADs. AMS currently September, 2018 

monitors cases when the 

ROI is distributed and 

notifies OASCR to issue 

F ADs after 30 days have 

elapsed. 

60 
REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE 

At this time, AMS has no pending F ADs, and no F ADs were issued in FY 2017. AMS only had 2 

formal complaints filed in FY 2017. There are currently 11 formal complaints pending EEOC 

Administrative Hearings. 

61 
EEOC U.S. Equal Employment Opportunity Commission 

FORM FEDERAL AGENCY ANNUAL 

715-01 EEO PROGRAM STATUS REPORT 

PARTH 

Agricultural Marketing Service I

FY 2017 

STATEMENT of Element E: Per the EEOC Technical Visit letter dated August 10, 2017, 

MODEL PROGRAM upon reviewing AMS' FY 2013 to FY 2016 Form 462 Reports, EEO 

ESSENTIAL ELEMENT investigations were not consistently completed in a timely manner. 

DEFICIENCY: AMS should develop a plan to address this deficiency and demonstrate 

meaningful progress in implementing the plan. 

(Note: EEO Investigations are managed at the Office of the Assistant 

Secretary for Civil Rights (OASCR) and not by the AMS, Civil Rights 

Program.) 

OBJECTIVE: To complete Investigations within 180 calendar days. 

RESPONSIBLE AMS Civil Rights Program and the Office of the Assistant Secretary for 

OFFICIAL: Civil Rights 

DATE OBJECTIVE September 1, 2017 

INITIATED: 

TARGET DATE FOR September 30, 2018 

COMPLETION OF 

OBJECTIVE: 

PLANNED ACTIVITIES TARGET DATE 

TOW ARD COMPLETION (Must be specific) 

OF OBJECTIVE: 

AMS will meet with December, 2017 

OASCR quarterly to March, 2018 

discuss cases pending June,2018 

investigations and will September, 2018 

continue to monitor the 

process to ensure timely 

processing of the cases. 

62 
I 

REPORT OF ACCOMPLISHMENTS and MODIFICATIONS TO OBJECTIVE 

The USDA, OASCR, Employment Investigation Division (EID) investigates all EEO complaints of 

alleged discrimination. We have been meeting with EID on a regular basis to address challenges with 

completing all investigations within the regulatory timeframe. We are pleased to mention that 

progress was made in FY 2017. In FY 2017, all investigations were completed within the regulatory 

time frame. Five of the eight investigations were completed within 180 days. Three cases were 

amended so the timeframe to complete the investigations was extended to 180 - 360 days and these 

investigations were also completed within the regulatory time frame. AMS will also meet with the 

Employment Complaints Division (ECD) quarterly to insure cases are reviewed and 

accepted/dismissed in a most efficient and timely manner. 

63 
EEOC 

FORM 

715-01

PARTH 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

Agricultural Marketing Service FY 2017 

STATEMENT of 

MODEL PROGRAM 

ESSENTIAL ELEMENT 

DEFICIENCY: 

OBJECTIVE: 

RESPONSIBLE 

OFFICIAL: 

DATE OBJECTIVE 

INITIATED: 

TARGET DATE FOR 

COMPLETION OF 

OBJECTIVE: 

PLANNED ACTIVITIES 

TOWARD COMPLETION 

OF OBJECTIVE: 

EEO Director will meet 

with HR Director quaiterly 

and establish time-tables to 

review policies and 

procedures listed above in 

Objectives. AMS will also 

conduct barrier analysis for 

Hispanics in GS-12 to SES 

levels. 

AMS' EEO Director will meet regularly with the Human Resources 

Director to assess whether personnel programs, policies, and procedures 

are in conformity with instructions contained in EEOC management 

directives. 

Establish meetings and time-tables or schedules to review the agency's 

Merit Promotion Program Policies and Procedures; Employee 

Recognition Awards Programs and Procedures; and Employee 

Development/Training Programs for systemic barriers that may be 

impeding full participation in these programs by all groups. In addition, 

examine management/personnel policies procedures and practices at 

regular intervals to access whether there are hidden impediments to the 

realization of equality of opportunity for any group(s) of employees or 

applicants. 

EEO Director/Affirmative Employment Director, AMS Civil Rights 

Program and Human Resources Director 

December 1, 2017 

September 30, 2019 

TARGET DATE 

(Must be specific) 

January, 2018 

April, 2018 

July, 2018 

October, 2018 

64 
Part I - Barrier Analysis

65 
EEOC FORM 

715-01

PARTI

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

Agricultural Marketing Service 

STATEMENT OF CONDITION THAT WAS 

A TRIGGER FOR A POTENTIAL BARRIER: 

Provide a brief narrative describing the 

condition at issue. 

How was the condition recognized as a potential 

baffier? 

BARRIER ANALYSIS: 

Provide a description of the steps taken and data 

analyzed to determine cause of the condition. 

FY 2017 

The Agency has slightly less than the expected 

participation rate for White males and females, 

Hispanic males and females, Asian females, and 

Native Hawaiian or Other Pacific Islander males 

and females in its permanent workforce. 

This condition was recognized as a potential 

baffier through the review of workforce statistics, 

CLF data, and an analysis of the MD-715 

workforce tables. 

AMS workforce data was analyzed by comparing 

the paiiicipation rates of all racial and ethnic 

groups in the AMS workforce and through an 

examination of applicant data in the missioncritical occupations, separation rates, and 

complaints data. 

Wltite Males: 

The participation rate of White males was 

compared to White males in the Civilian Labor 

Force (CLF). This revealed that the percentage of 

White males in the AMS permanent workforce 

(39.20) is slightly above the CLF of 38.33%. 

AMS is 0.87% above the CLF for White males. 

190 White males (or 38.46 of Officials and 

Managers) are employed as Officials and 

Managers. Out of the 11 SES positions at AMS, 

White males occupy 5 (or 45.45%) of these 

positions. 

Out of the six mission-critical occupations in 

AMS, the participation rate of White males was 

higher than the Occupational or Relevant CLF 

(RCLF) in 4 (or 50%) of the mission-critical 

occupations. 

66 
In FY 2017, AMS's separation rate for White 

males was 31.61 %. There were 47 voluntary 

separations of White males from AMS, which 

represents 30.32% of the separations. There were 

2 involuntary separations of White males from 

AMS, which represents 1.29% of the separations. 

By comparison, in the total workforce, AMS had 

155 separations, 7 of which were involuntary. 

White Females: 

The participation rate of White females was 

compared to White females in the Civilian Labor 

Force (CLF). This revealed that the percentage of 

White females in the AMS pe1manent workforce 

(27.74%) is slightly below the CLF of 34.03%. 

AMS is within 6.29% of the CLF among White 

females. 

128 White females (or 25.91 % of Officials and 

Managers) are employed as Officials and 

Managers. Out of the 11 SES positions at AMS, 

White females occupy 2 (or 20%) of these 

positions. 

Out of the six mission-critical occupations in 

AMS, the participation rate of White females was 

higher than the Occupational or Relevant CLF 

(RCLF) in 2 (or 33.33%) of the mission-critical 

occupations. 

20% the bases of the formal complaints filed in 

FY 2015 alleged discrimination on the basis of 

sex (female). 

In FY 2017, AMS' s separation rate for White 

females was 33.55%. There were 50 voluntary 

separations of White females from AMS, which 

represents 32.25% of the separations. There were 

2 involuntary separations of White females from 

AMS, which represents 1.29% of the separations. 

By comparison, in the total workforce, AMS had 

155 separations, 7 of which were involuntary. 

67 
Barrier Analysis for Hispanics in GS-12 tltrouglt 

SES grade levels (as requested). 

At the GS-12 level, Hispanic males occupy 15 (or 

5.42%) and Hispanic females occupy 5 (or 1.81 %) 

of 277 positions. 

At the GS-13 level, Hispanic males occupy 10 ( or 

3.56%) and Hispanic females occupy 7 (or 2.49%) 

of 281 positions. 

At the GS-14 level, Hispanic males occupy 3 ( or 

2.52%) and Hispanic females occupy 1 (or 0.84%) 

of 119 positions. 

At the GS-15 level, no Hispanics occupy any of 

the 52 positions. 

At the SES level, a Hispanic female occupies one 

(or 11.11 %) of 9 positions. 

Hispanic Males: 

The participation rate of Hispanic males was 

compared to Hispanic males in the Civilian Labor 

Force (CLF). This revealed that the percentage of 

Hispanic males in the AMS permanent workforce 

(4.70%) is slightly below the CLF of5.17%. 

AMS is within O .4 7% of the CLF among Hispanic 

males. 

20 Hispanic males (or 4.05% of Officials and 

Managers) are employed as Officials and 

Managers. Hispanic males do not occupy any of 

the 11 SES positions at AMS. 

Out of the six mission-critical occupations in 

AMS, the participation rate of Hispanic males was 

higher than the Occupational or Relevant CLF 

(RCLF) in 2 (or 33.33%) of the missions-critical 

occupations. 

In FY 2017, AMS's separation rate of Hispanic 

males was 7.10%. There were 10 voluntary 

separations of Hispanic males from AMS, which 

represents 6.45% of the separations. There was 1 

68 
involuntary separation of a Hispanic male from 

AMS, which represents 0.65% of the separations. 

By comparison, in the total workforce, AMS had 

155 separations, 1 of which were involuntary. 

Hispanic Females: 

The participation rate of Hispanic females was 

compared to Hispanic females in the Civilian 

Labor Force (CLF). This revealed that the 

percentage of Hispanic females in the AMS 

permanent workforce (3.50%) is below the CLF 

of 4.79%. AMS is 1.29% below the CLF among 

Hispanic females. 

13 Hispanic females (or 2.63% of Officials and 

Managers) are employed as Officials and 

Managers. Out of the 11 SES positions, Hispanic 

females occupy 1 (or 10%) of these positions. 

Out of the six mission-critical occupations in 

AMS, the participation rate of Hispanic females 

was higher than the Occupational or Relevant 

CLF (RCLF) in 3 ( or 50%) of the mission-critical 

occupations. 

In FY 2017, AMS' s separation rate of Hispanic 

females was 3.23%. There were 5 voluntary 

separations of Hispanic females from AMS, which 

represents 3 .23 % of the separations. There was 

no involuntary separation of a Hispanic female 

from AMS. By comparison, in the total 

workforce, AMS had 155 separations, 7 of which 

were involuntary. 

Asian Females: 

The participation rate of Asian females was 

compared to Asian females in the Civilian Labor 

Force (CLF). This revealed that the percentage of 

Asian females in the AMS permanent workforce 

(1.70%) is slightly below the CLF of 1.93%. 

AMS is within 0.23% of the CLF among Asian 

females. 

5 Asian females ( or 2.69% of Officials and 

Mana2:ers) are emoloved as Officials and 

69 
Managers. Out of the 11 SES positions, an Asian 

female occupies 1 ( or 10%) of these positions. 

Out of the six mission-critical occupation in AMS, 

the participation rate of Asian females was higher 

than the Occupational or Relevant CLF (RCLF) in 

5 (or 60.33%) of the mission-critical occupations. 

In FY 2017, AMS's separation rate of Asian 

females was 1.93%. By comparison, in the total 

workforce, AMS had 155 separations, none of 

which were involuntary. 

Native Hawaiian or Other Pacific Islander 

Males: 

The participation rate of Native Hawaiian or Other 

Pacific Islander males was compared to Native 

Hawaiian or Other Pacific Islander males in the 

Civilian Labor Force (CLF). This revealed that 

the percentage of Native Hawaiian or Other 

Pacific Islander males in the AMS pe1manent 

workforce (0.03%) is slightly below the CLF of 

0.07%. AMS is within 0.04% of the CLF among 

Native Hawaiian or Other Pacific Islander males. 

There were no Native Hawaiian or Other Pacific 

Islander males (or 0.00% of Official and 

Managers) are employed as Officials and 

Managers. Native Hawaiian or Other Pacific 

Islander males do not occupy any of the 11 SES 

positions at AMS. 

Only one Native Hawaiian or Other Pacific 

Islander male occupied one of the six missioncritical occupations in AMS. 

There were no separations, voluntary or 

involuntary, of any Native Hawaiian or Other 

Pacific Islander males from AMS during FY 

2017. By comparison, in the total workforce, 

AMS had 155 separations, none of which were 

involuntary. 

Native Hawaiian or Other Pacific Islander 

70 
Females: 

The participation rate of Native Hawaiian or Other 

Pacific Islander Females was compared to Native 

Hawaiian or Other Pacific Islander females in the 

Civilian Labor Force (CLF). This revealed that 

the percentage of Native Hawaiian or Other 

Pacific Islander females in the AMS permanent 

workforce (0.03%) is slightly below the CLF of 

0.07%. AMS is within 0.04% of the CLF among 

Native Hawaiian or Other Pacific Islander 

females. 

One Native Hawaiian or Other Pacific Islander 

females is employed as Officials and Managers at 

AMS. Native Hawaiian or Other Pacific Islander 

females do not occupy any of the 11 SES 

positions at AMS. 

Native Hawaiian or Other Pacific Islander females 

do not occupy any of the six mission-critical 

occupations in AMS. 

There were no separations, voluntary or 

involuntary, of any Native Hawaiian or Other 

Pacific Islander females from AMS during FY 

2016. By comparison, in the total workforce, 

AMS had 155 separations, none of which were 

involuntary. 

STATEMENT OF IDENTIFIED BARRIER: No policy, procedure, or practice has been 

formally identified in FY 2017 as a potential 

Provide a succinct statement of the agency barrier underlying the less than expected 

policy, procedure or practice that has been participation rates in AMS of any of the protected 

determined to be the barrier of the undesired groups examined in this barrier analysis. 

condition. 

OBJECTIVE: Conduct annual barrier analyses to investigate 

whether any policies, procedures, or practices are 

State the alternative or revised agency policy, responsible for these triggers. 

procedure or practice to be implemented to 

correct the undesired condition. 

RESPONSIBLE OFFICIAL: AMS Civil Rights Program 

71 
DATE OBJECTIVE INITIATED: September 30, 2017 

TARGET DATE FOR COMPLETION OF September 30, 2019 

OBJECTIVE: 

72 
MD-715 - Part J

Special Program Plan for the Recruitment, Hiring, Advancement, and 

Retention of Persons with Disabilities 

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

with targeted disabilities (PWTD), EEOC regulations (29 C.F.R. § 1614.203(e)) and MD-715 

require agencies to describe how their plan will improve the recruitment, hiring, advancement, 

and retention of applicants and employees with disabilities. All agencies, regardless of size, 

must complete this Part of the MD-715 report. 

Section I: Efforts to Reach Regulatory Goals 

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

numerical goals for increasing the participation of persons with reportable and targeted 

disabilities in the federal government. 

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

PWD by grade level cluster in the permanent workforce? If "yes", describe the

trigger(s) in the text box.

a. Cluster GS-I to GS-IO (PWD)

b. Cluster GS-11 to SES (PWD)

Yes 

Yes O No X 

No X 

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-I to GS-10 (PWTD)

b. Cluster GS-11 to SES (PWTD)

Yes 

Yes 

No X 

No X 

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

and/or recruiters.

AMS conducts internal compliance reviews of specific Agency Programs as a means of 

evaluating the Agency's effectiveness in fulfilling its civil rights obligations. AMS's Civil 

Rights Program provides monthly statistical tables relating to hires, promotions, separations, 

and workforce representation of PWD and PWTD to each of its Agency Programs' Deputy 

Administrators and to the Agency Administrator with the numerical goals listed. 

73 
Section II: Model Disability Program 

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

resources to recruit and hire persons with disabilities and persons with targeted disabilities, 

administer the reasonable accommodation program and special emphasis program, and oversee 

any other disability hiring and advancement program the agency has in place. 

A.Plan to Provide Sufficient & Competent Staffing for the

Disability Program

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

program during the reporting period? If "no", describe the agency's plan to

improve the staffing for the upcoming year.

Yes X No 

2. Identify all staff responsible for implementing the agency's disability employment

program by the office, staff employment status, and responsible official. (Not sure

who is responsible for each of these - please fill in.)

# of FTE Staff by 

Disability Program Task Employment Status Responsible Official 

Full Part Collateral {Name, Title, Office, Email) 

Time Time Duty 

Processing applications from PWD FT - Thomas Mack, MRP Selective 

and PWTD 1 Placement Coordinator FT, 

Thomas.L.Mack@aphis.usda.gov 

Answering questions from the FT - Todd Birkenruth, DEPM, AMS 

public about hiring authorities that 1 Civil Rights 

take disability into account Todd.Birkenruth@ams.usda.gov 

Processing reasonable FT - Todd Birkenruth, DEPM, AMS 

accommodation requests from Civil Rights Program 

applicants and employees Todd.Birkenruth@ams.usda.gov 

1 1 PT - Carmen Humphrey 

Team Lead/EEO Specialist 

AMS Civil Rights Program 

Carmen.Humphrey@ams.usda.gov 

Section 508 Compliance CD - Judy Dudley, Associate 

Deputy Administrator/Deputy 

1 Chief Information Officer, 

AMS Information Technology 

Staff, 

Judith.Dudley@ams.usda.gov 

74 
Architectural Barriers Act FT - Bahn Lam, Mechanical 

Compliance Engineer, Office of Operations, 

Bahn.Lam@dm.usda.gov 

Special Emphasis Program for PWD PT - Todd Birkenruth, DEPM, AMS 

and PWTD 1 Civil Rights 

Todd.Birkenruth@ams.usda.gov 

75 
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 

The AMS DEPM Did not receive SEPM or Disability Program Specific training during Fiscal 

Year 2017 

B.Plan to Ensure Sufficient Funding for the Disability

Program

Has the agency provided sufficient funding and other resources to successfully 

implement the disability program during the reporting period? If "no", describe the 

agency's plan to ensure all aspects of the disability program have sufficient funding 

and other resources.

Yes X No 

Section Ill: Plan to Recruit and Hire Individuals with Disabilities 

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

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

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

A. Plan to Identify Job Applicants with Disabilities

1. Describe the programs and resources the agency uses to identify job applicants

with disabilities, including individuals with targeted disabilities.

AMS uses special hiring authorities to recruit, hire, and· retain disabled veterans. The Agency 

provides outreach for recruitment efforts to recruit, hire, and retain individuals with disabilities, 

including individuals with targeted disabilities. In FY 2017, the Veteran Employment Program 

Manager attended various Operations War Fighter and Wounded Waniors sessions. 

76 
2. Pursuant to 29 C.F.R. § 1614.203(a)(3), describe the agency's use of hiring authorities

that take disability into account (e.g., Schedule A) to recruit PWD and PWTD for

positions in the permanent workforce.

Schedule A applicants forward their resumes to the Agency's Selective Placement Program 

Manager (SPPM), APHIS Human Resources for review. The SPPM maintains a file of the 

resumes and refers the Schedule A Applicants for consideration, when an appropriate AMS 

position becomes available. 

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.

If a Schedule A applicant applies to an announcement, an HR Staffing Specialist/ Assistant 

reviews the PWD's application materials to determine qualifications and eligibility. 

If the applicant is deemed qualified and eligible via Schedule A, he/she is forwarded to the 

selecting official via a non-competitive list (certificate). If the Schedule A applicant is selected, 

the servicing HR specialist provides guidance to the selecting official on the Schedule A 

appointment process 

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.

No 

The agency did not provide special hiring authorities training to hiring managers during Fiscal Year 

2017 but we will conduct this training during fiscal year 2018. 

B. Plan to Establish Contacts with Disability Employment

Organizations

Describe the agency's efforts to establish and maintain contacts with organizations

that assist PWD, including PWTD, in securing and maintaining employment.

On December 2, 2016, the official signing ceremony for the Memorandum of Understanding 

(MOU) between Gallaudet University and AMS was hosted at the university. Fmmer AMS 

Administrator Eleanor Staimer was accompanied by nine employees from AMS, FAS, and the 

Depaiiment in suppolt of the MOU. The USDA Deaf mid Hard of Hearing Employee 

Association, Acting President and Secretary attended as well. Later in the fiscal year·, Karen 

77 
Cook, Director, Gallaudet Career Center, and Monie Gavin, Employer Relation Specialist, 

provided a brief to our senior leadership covering an overview of the university, student 

demographics, relevant major programs and types of previous internships held by their students 

and examples of orgmlizations that are employing their graduates. 

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING)

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

exist for PWD and/or PWTD among the new hires in the permanent workforce? If

"yes", please describe the triggers below.

a. New Hires for Permanent Workforce (PWD)

b. New Hires for Permanent Workforce (PWTD)

7.89% of all permanent employees hired in FY 2017 were PWD. 

Yes X No 

Yes No X 

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)

b. New Hires for MCO (PWTD)

Yes X 

Yes X 

No 

No 

In the 0301 series, the difference between the Qualified Applicant Pool and the Selectees was -

8.63% for PWD. The difference between the Qualified Applicant Pool and the Selectees for 

PWTD was -5.76%. 

In the 1102 series, the difference between the Qualified Applicant Pool and the Selectees for 

PWD was -9.89%. The difference between the Qualified Applicant Pool and the Selectees for 

PWTD was -5.30%. 

In the 1980 series, the difference between the Qualified Applicant Pool and the Selectees for 

PWD was-5.50%. 

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 missioncritical occupations (MCO)? If "yes", please describe the triggers below.

a. Qualified Applicants for MCO (PWD)

b. Qualified Applicants for MCO (PWTD)

Yes X 

Yes X 

No 

No 

In the 0301 series, the difference between the Relevant Applicant Pool and the Qualified 

Internal Applicants was -1.79% for PWD. 

In the 114 7 series, the difference between the Relevant Applicant Pool and the Qualified 

Internal Applicants was -4.75%. For PWTD, the difference between the Relevant Applicant 

78 
Pool and the Qualified Internal Applicants was -1.37%. 

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)

b. Promotions for MCO (PWTD)

Yes X No 

Yes X No 

In the 0301 series, the difference between the Qualified Applicant Pool and the Selectees for 

PWD was -8.63%. For PWTD, the difference between the Qualified Applicant Pool and the 

Selectees was -5.76%. 

In the 1102 series, the difference between the Qualified Applicant Pool and the Selectees for 

PWD was -9.89%. For PWTD, the difference between the Qualified Applicant Pool and the 

Selectees was -5.30%. 

In the 1146 series, the difference between the Qualified Applicant Pool and the Selectees was 

-8.95%. For PWTD, the difference between the Qualified Applicant Pool and the Selectees

was -3.58%.

In the 1980 series, the difference between the Qualified Applicant Pool and the Selectees was

-5.50%.

Section IV: Plan to Ensure Advancement Opportunities for Employees 

with Disabilities 

Pursuant to 29 C.F.R §1614.203(d)(l)(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. 

79 
A.Advancement Program Plan

Describe the agency's plan to ensure PWD, including PWTD, have sufficient

opportunities for advancement.

AMS continues to explore promotion and advancement opportunities for employees with 

disabilities and targeted disabilities. 

In FY 2017, the Agency established a leadership development program, the AMS Leadership, 

Education and Development (LEAD) Program, which is a new year long training program 

focused on developing managerial core competencies and targeted leadership skills of mid-level 

AMS employees. The program is designed to help provide a leadership pipeline and talent pool 

aligned with AMS's strategic and human capital goals. To promote diversity, inclusion, and 

equity in the program, the selection committee consisted of Deputy Administrators and Staff 

Directors or their designees. This year, the LEAD Program contained three employees who selfidentified themselves as persons with disabilities. 

B. Career Development Opportunities

1. Please describe the career development opportunities that the agency provides to

its employees.

AMS continues to explore career development opportunities for Agency employees. Employees 

are required to develop IDP (individual development plans), which allow for training, detail, and 

leadership opportunities. AMS managers review and assist employees with IDPs before 

approvals. 

AMS established the LEAD Program, a leadership development program, focused on developing 

managerial core competencies and targeted leadership skills of mid-level AMS employees. This 

program is designed to help provide a leadership pipeline and talent pool aligned with AMS' s 

strategic and human capital goals. 

In addition to this fiscal year's LEAD Program, AMS established the New and Emerging 

Professionals (NEP) working group, which includes employees from all AMS Program areas. 

The NEP working group develops networks identifying developmental activities to guide and 

support new employees to grow and advance within AMS. 

80 
2. In the table below, please provide the data for career development opportunities

that require competition and/or supervisory recommendation/approval to

participate. [Collection begins with the FY 2018 MD-715 report, which is due on

February 28, 2019.] WE DO NOT NEED TO PROVIDE THIS DATA UNTIL NEXT YEAR

Career Development Total Participants PWD PWTD 

Opportunities 

Applicants Selectees Applicants Selectees Applicants Selectees( 

(#) (#) (%) (%) (%) %) 

Internship Programs 

Fellowship Programs 

Mentoring Programs 

Coaching Programs 

Training Programs 

Detail Programs 

Other Career 

Development Programs 

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)

b. Selections (PWD)

Yes 0 

Yes 0

No 0 

No 0

AMS does not have this information. RSNOD data on applicants and selectees for career 

development programs is collected/recorded at APHIS/CTOD or CRP; however, the "Relevant 

Applicant Pool" (all employees in the next lower pay grade and in all series that qualify them 

for the position announcement) is not available (addressed in Part H), 

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) 

b. Selections (PWTD)

Yes 0

Yes 0 

No 0

No 0 

81 
AMS does not have this infonnation. RSNOD data on applicants and selectees for career 

development programs is collected/recorded at APHIS/CTOD or CRP; however, the "Relevant 

Applicant Pool" (all employees in the next lower pay grade and in all series that qualify them 

for the position announcement) is not available (addressed in Part H), 

C.Awards

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

involving PWD and/or PWTD for any level of the time-off awards, bonuses, or

other incentives? If "yes", please describe the trigger(s) in the text box.

a. Awards, Bonuses, & Incentives (PWD) Yes XNo OAwards, 

Bonuses, & Incentives (PWTD) Yes No X 

The inclusion rate for PWOD is 34.90%; the inclusion rate for PWD is 3.49% 

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)

b. Pay Increases (PWTD)

Yes No X 

Yes No X 

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

b. Other Types of Recognition (PWTD) Yes

No 

No 

The Agency does not have other types of employee recognition programs. 

N/AX 

N/AX 

82 
D.Promotions

1. Does your agency have a trigger involving PWD among the qualified internal

applicants and/or selectees for promotions to the senior grade levels? (The

appropriate benchmarks are the relevant applicant pool for qualified internal

applicants and the qualified applicant pool for selectees.) For non-GS pay plans,

please use the approximate senior grade levels. If "yes", describe the trigger(s) in

the text box.

a. SES

i. Qualified Internal Applicants (PWD) Yes No X 

ii. Internal Selections (PWD) Yes No X 

b. Grade GS-15

i. Qualified Internal Applicants (PWD) Yes No X 

ii. Internal Selections (PWD) Yes X No 

C. Grade GS-14

i. Qualified Internal Applicants (PWD) Yes No X 

ii. Internal Selections (PWD) Yes X No 

d. Grade GS-13

i. Qualified Internal Applicants (PWD) Yes X No 

ii. Internal Selections (PWD) Yes No X 

For Grade 15, the difference between the Qualified Applicant Pool and Selectees is -4.65%. 

For Grade 14, the difference between the Qualified Applicant Pool and Selectees is -7 .11 %. 

For Grade 13, the difference between the Relevant Applicant Pool and Qualified Internal 

Applicants is -5.82%. 

83 
2. Does your agency have a trigger involving PWTD among the qualified internal

applicants and/or selectees for promotions to the senior grade levels? (The

appropriate benchmarks are the relevant applicant pool for qualified internal

applicants and the qualified applicant pool for selectees.) For non-GS pay plans,

please use the approximate senior grade levels. If "yes", describe the trigger(s) in

the text box.

a. SES

i. Qualified Internal Applicants (PWTD)

ii. Internal Selections (PWTD)

b. Grade GS-15

i. Qualified Internal Applicants (PWTD)

ii. Internal Selections (PWTD)

c. Grade GS-14

i. Qualified Internal Applicants (PWTD)

ii. Internal Selections (PWTD)

d. Grade GS-13

Yes No X 

Yes No X 

Yes No X 

Yes X No X 

Yes No X 

Yes X No 

i. Qualified Internal Applicants (PWTD) Yes X No 

ii. Internal Selections (PWTD) Yes No X 

For Grade 15, the difference between the Qualified Applicant Pool and Selectees is -2.33%. 

For Grade 14, the difference between the Qualified Applicant Pool and Selectees is -3.16%. 

For Grade 13, the difference between the Relevant Applicant Pool and Qualified Internal 

Applicants is -1.45%. 

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

trigger involving PWD among the new hires to the senior grade levels? For non-GS

pay plans, please use the approximate senior grade levels. If "yes", describe the

trigger(s) in the text box.

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

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

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

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

84 
AMS was unable to obtain or calculate this data. The instructions in this section of Part J

require the preparer to use the Qualified Applicant Pool as the benchmark. The applicant flow 

data in the National Finance Center (NFC) had not been coordinated with the hiring data for FY 

2017. The vendor will need to import this data, but the tool is not yet available. (See further 

explanation below.) 

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)

b. New Hires to GS-15 (PWTD)

c. New Hires to GS-14 (PWTD)

d. New Hires to GS-13 (PWTD)

Yes O No 0 

Yes O No 0 

Yes O No 0 

Yes O No 0 

AMS was unable to obtain or calculate this data. The instructions in this section of Part J

require. the preparer to use the Qualified Applicant Pool as the benchmark. The applicant flow 

data in the NFC had not been coordinated with the hiring data for FY 2017. The vendor will 

need to import this data, but the tool is not yet available. (See further explanation below.) 

5. Does your agency have a trigger involving PWD among the qualified internal

applicants and/or selectees for promotions to supervisory positions? (The appropriate

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

qualified applicant pool for selectees.) If "yes", describe the trigger(s) in the text box.

a. Executives

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

ii. Internal Selections (PWD) Yes 0 No 0 

b. Managers

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

ii. Internal Selections (PWD) Yes 0 No 0 

C. Supervisors

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

ii. Internal Selections (PWD) Yes 0 No 0 

AMS was unable to obtain or calculate data in its MD-715 Report for 2017 for the questions in 

the new Part J that deal with triggers for PWD and PWTD in the supervisory grades; 

85 
specifically, executives, managers, and supervisors. The instrnctions in Part J require the 

preparer to use the benchmarks of Relevant Applicant Pool, Qualified Applicant pool, and 

Qualified Internal Applicants to determine whether there are triggers in these grades. The MD715 tables in the NFC covered high grades (GS-13, -14, -15, and SES); however, there was no 

MD-715 table breaking down supervisory positions or further dividing them into executives,

managers, and supervisors. In addition, there was no benchmark data necessary to calculate

whether there are triggers for PWD or PWTD.

Such requirements were included in the new Part J without providing the agencies a way to 

execute on them. The applicant flow data had not been coordinated with the hiring data for FY 

2017. The vendor will need to import this data, but the tool is not yet available. OASCR will 

be following up with the EEOC, OHRM, and OSEC on this issue to determine how this data 

can be collected and dispersed to the agencies. At the MD-715 Working Group Meeting held 

on November 30, 2017, the AMS representative requested training and follow-up when the 

information does become available, similar to the inclusion rate training that had been offered 

to the agencies in September, 2017. 

6. Does your agency have a trigger involving PWTD among the qualified internal

applicants and/or selectees for promotions to supervisory positions? (The

appropriate benchmarks are the relevant applicant pool for qualified internal

applicants and the qualified applicant pool for selectees.) If "yes", describe the

trigger(s) in the text box.

a. Executives

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

ii. Internal Selections (PWTD) Yes 0 No 0 

b. Managers

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

ii. Internal Selections (PWTD) Yes 0 No 0 

C. Supervisors

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

ii. Internal Selections (PWTD) Yes 0 No 0 

AMS was unable to obtain or calculate data in its MD-715 Report for 2017 for the questions in 

the new Part J that deal with triggers for PWD and PWTD in the superviso1y grades; 

specifically, executives, managers, and supervisors. The instrnctions in Part J require the 

preparer to use the benchmarks of Relevant Applicant Pool, Qualified Applicant pool, and 

Qualified Internal Applicants to determine whether there are triggers in these grades. The MD86 
715 tables in the NFC covered high grades (GS-13, -14, -15, and SES); however, there was no 

MD-715 table breaking down supervisory positions or further dividing them into executives,

managers, and supervisors. In addition, there was no benchmark data necessary to calculate

whether there are triggers for PWD or PWTD.

Such requirements were included in the new Part J without providing the agencies a way to 

execute on them. The applicant flow data had not been coordinated with the hiring data for FY 

2017. The vendor will need to import this data, but the tool is not yet available. OASCR will 

be following up with the EEOC, OHRM, and OSEC on this issue to dete1mine how this data 

can be collected and dispersed to the agencies. At the MD-715 Working Group Meeting held 

on November 30, 2017, the AMS representative requested training and follow-up when the 

information does become available, similar to the inclusion rate training that had been offered 

to the agencies in September, 2017. 

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)

b. New Hires for Managers (PWD)

c. New Hires for Supervisors (PWD)

Yes 0 

Yes 0 

Yes 0 

No 0 

No 0 

No 0 

AMS was unable to obtain or calculate data in its MD-715 Report for 2017 for the questions in 

the new Part J that deal with triggers for PWD and PWTD in the supervisory grades; 

specifically, executives, managers, and supervisors. The instructions in Part J require the 

preparer to use the benchmarks of Relevant Applicant Pool, Qualified Applicant pool, and 

Qualified Internal Applicants to dete1mine whether there are triggers in these grades. The MD715 tables in the NFC covered high grades (GS-13, -14, -15, and SES); however, there was no 

MD-715 table breaking down supervisory positions or further dividing them into executives,

managers, and supervisors. In addition, there was no benchmark data necessary to calculate

whether there are triggers for PWD or PWTD.

Such requirements were included in the new Part J without providing the agencies a way to 

execute on them. The applicant flow data had not been coordinated with the hiring data for FY 

2017. The vendor will need to import this data, but the tool is not yet available. OASCR will 

be following up with the EEOC, OHRM, and OSEC on this issue to determine how this data 

can be collected and dispersed to the agencies. At the MD-715 Working Group Meeting held 

on November 30, 2017, the AMS representative requested training and follow-up when the 

infmmation does become available, similar to the inclusion rate training that had been offered 

to the agencies in September of 2017. 

87 
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)

b. New Hires for Managers (PWTD)

c. New Hires for Supervisors (PWTD)

Yes O No 0 

Yes 0 

Yes O No 0 

No 0 

AMS was unable to obtain or calculate data in its MD-715 Report for 2017 for the questions in 

the new Part J that deal with triggers for PWD and PWTD in the supervisory grades; 

specifically, executives, managers, and supervisors. The instructions in Part J require the 

preparer to use the benchmarks of Relevant Applicant Pool, Qualified Applicant pool, and 

Qualified Internal Applicants to determine whether there are triggers in these grades. The MD715 tables in the NFC covered high grades (GS-13, -14, -15, and SES); however, there was no 

MD-715 table breaking down supervisory positions or further dividing them into executives,

managers, and supervisors. In addition, there was no benchmark data necessary to calculate

whether there are triggers for PWD or PWTD.

Such requirements were included in the new Part J without providing the agencies a way to 

execute on them. The applicant flow data had not been coordinated with the hiring data for FY 

2017. The vendor will need to import this data, but the tool is not yet available. OASCR will 

be following up with the EEOC, OHRM, and OSEC on this issue to determine how this data 

can be collected and dispersed to the agencies. At the MD-715 Working Group Meeting held 

on November 30, 2017, the AMS representative requested training and follow-up when the 

information does become available, similar to the inclusion rate training that had been offered 

to the agencies in September of 2017. 

Section V: Plan to Improve Retention of Persons with Disabilities 

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

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

analyze workforce separation data to identify barriers retaining employees with disabilities; (2) 

describe efforts to ensure accessibility of technology and facilities; and (3) provide information 

on the reasonable accommodation program and workplace personal assistance services. 

88 
A.Voluntary and Involuntary Separations

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

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

§ 213.3102(u)(6)(i))? If"no", please explain why the agency did not convert all eligible

Schedule A employees.

Yes O No O NIA 0 

AMS CRP consulted with its servicing Human Resources office and found the following four 

employees with disabilities eligible for Schedule A conversions: 

• One employee was on a temporary appointment which did not count toward the two

years needed for conversion. His clock started 8/21/16 when he was rehired and he is

eligible for conversion in August 2018

• A second employee left AMS for another agency before she was eligible for conversion

• A third employee was converted to a career conditional appointment under the Veterans

Employment Hiring Authority effective 5/28/17

• A fourth employee is not eligible for conversion until September 2018.

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 "yes11

, describe the trigger below.

a. Voluntary Separations (PWD)

b. Involuntary Separations (PWD)

Yes X 

Yes 

No 

No X 

Among voluntary separations, the inclusion rate for PWOD was 4.18% and the inclusion rate 

for PWD was 22.31 % 

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 "yes11

, describe the trigger below.

a. Voluntary Separations (PWTD)

b. Involuntary Separations (PWTD)

Yes X 

Yes 

No 

No 0 

89 
Among involuntary separations, the inclusion rate for PWOD was 4.18% and the inclusion rate 

foe PWTD was 8.13%. 

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.

Exit interview data is not available. Exit interviews are conducted only voluntarily; in addition, 

RSNOD data is not collected on the exit interviews that are conducted. 

B.Accessibility of Technology and Facilities

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

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

794(b ), concerning the accessibility of agency technology, and the Architectural Barriers Act of 

1968 (42 U.S.C. § 4151-4157), concerning the accessibility of agency facilities. In addition, 

agencies are required to inform individuals where to file complaints if other agencies are 

responsible for a violation. 

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

explaining employees' and applicants' rights under Section 508 of the Rehabilitation

Act, including a description of how to file a complaint.

AMS has a link at the bottom of each public website page titled "Accessibility" that takes one 

to: https://www.ams.usda.gov/about-ams/accessibility, which explains Agency document 

accessibility and 508 compliance. It also requests feedback and how to contact AMS ifthere 

are problems. There is also a link for filing a complaint and complaint information at the 

bottom of the each public web page under "Non-Discrimination." 

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

explaining employees' and applicants' rights under the Architectural Bairiers Act,

including a description of how to file a complaint.

AMS will be working to update its current "Accessibility" web page, 

https://www.ams.usda.gov/about-ams/accessibility , to include info about the Architectural 

Barriers Act. 

Should the public contact the Agency, the AMS Civil Rights Program would forward all 

visitors/employees to the USDA for to the United States Access Board (USAB) 

website: https://www.access-board.gov/aba-enforcement . At this site, complaints can be 

90 
submitted via the online USAB form. 

The AMS website also features a link for filing a complaint and complaint information at the 

bottom of the each public web page under "Non-Discrimination." 

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.

AMS continues to maintain high standards in Accessibility and Section 508 compliance. The 

AMS web site was tested using Total Validator, 7804 pages (98%) are compliant, with less 

than 2 percent of 508 errors. These errors were corrected before August 30, 2017. All AMS 

web site updates are now compliant, centralized, and reviewed by staff trained in 508 

compliance. 

In FY 2017, AMS worked on correcting historical PDF files that were not 508 compliant in our 

AMS Specialty Crops Inspection Program. AMS has replaced 20 of 33 files, and the remaining 

files will be corrected by the end of this calendar year. AMS plans is to continue to review and 

replace documents that are still in use but more than 20 years old. 

In FY 2018, AMS will be working to update its cmTent "Accessibility" web page, 

https://www.ams.usda.gov/about-ams/accessibility , to include info about the Architectural 

Barriers Act. 

C.Reasonable Accommodation Program

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

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

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

reasonable accommodations during the reporting period. (Please do not include

previously approved requests with repetitive accommodations, such as

interpreting services.)

I Averages from 7 to 20 days. 

91 
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.

AMS continues to use the DM 4300-002, Reasonable Accommodation Procedures, July 

2002, document as its policy until the USDA/OASCR implements an updated RA 

policy/procedure. This, in addition to the accomplishments below, have been highly 

effective for the AMS employees. 

In FY 2017, the Agency designated an AMS Team Lead to assist the Disability Program 

Manager with its reasonable accommodation processing. The Agency developed 

fillable MS Word reasonable accommodation forms to assist AMS employees and 

supervisors in completing AD-1163 (RA request) and AD-1164 (RA approval). 

Additionally, the Agency created a template for supervisors to utilize during the RA 

Interactive Session, to record all subjects discussed and issues addressed. 

Because of the new Agency tools, AMS has improved its timely submissions and 

completions of RA requests. We've also improved completions of RA request 

submissions, interactive meetings, and written RA approvals as provided in AD-1164 

forms (instead of emailed approvals). 

D. Personal Assistance Services Allowing Employees to

Participate in the Workplace

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

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

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

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

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

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

supervisors, and monitoring PAS requests for trends. 

AMS is developing written procedures and practices for PAS requests, which will be 

added to the Agency's reasonable accommodations requests and practices. With 

Agency approvals, the Civil Rights Program hopes to have these written procedures 

approved by the end of calendar year 2017, or before the required January 2018, 

implementation date. 

92 
In FY 201 7, AMS did not receive any PAS requests. 

Section VI: EEO Complaint and Findings Data 

A.EEO Complaint data involving Harassment

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

complaint alleging harassment, as compared to the government-wide average?

Yes No X NIA 

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 No X NIA 

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.

AMS had no findings of discrimination during FY 2017. 

B.EEO Complaint Data involving Reasonable

Accommodation

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

complaint alleging failure to provide a reasonable accommodation, as compared

to the government-wide average?

Yes No X NIA 

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 No X NIA 

93 
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.

AMS had no findings of discrimination during FY 2017. 

Section VII: Identification and Removal of Barriers 

Element D ofMD-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 No X 

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

PWTD?

Yes No NIA 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

app r 1ca bl e, accomp1s r hm ent s.

Trigger 1 

Barrier(s) 

Objective(s) 

Responsible Official(s) Performance Standards Address the Plan? 

(Yes or No) 

Target Date Planned Activities Sufficient Modified Completion 

(mm/dd/yyyy) Staffing & Date Date 

Funding (mm/dd/yyyy) (mm/dd/yyyy) 

(Yes or No) 

Fiscal Vear Accomplishments 

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

planned activities.

NIA 

94 
NIA 

NIA 

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

those activities toward eliminating the barrier(s).

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

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

95 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

TOTAL RACE/ETHNICITY 

WORKFORCE Hispanic Non-Hispanic or Latino 

EMPLOYMENT TENURE or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

TOTAL 

Prior FY 3534 1585 1949 218 359 965 803 301 694 76 58 1 0 18 25 6 10 

100% 44.85% 55.15% 6.17% 10.16% 27.31% 22.72% 8.52% 19.64% 2.15% 1.64% 0.03% 0% 0.51% 0.71% 0.17% 0.28% 

Current FY 

3524 1589 1935 205 362 963 763 311 689 64 60 1 1 18 23 27 37 

100% 45.09% 54.91% 5.82% 10.27% 27.33% 21.65% 8.83% 19.55% 1.82% 1.70% 0.03% 0.03% 0.51% 0.65% 0.77% 1.05% 

CLF (2010) 51.86% 48.14% 5.17% 4.79% 38.33% 34.03% 5.49% 6.53% 1.97% 1.93% 0.07% 0.07% 0.55% 0.53% 0.26% 0.28% 

Difference -10 4 -14 -13 3 -2 -40 10 -5 -12 2 0 1 0 -2 21 27 

Ratio Change 0% 0.24% -0.24% -0.35% 0.11% 0.02% -1.07% 0.31% -0.09% -0.33% 0.06% 0% 0.03% 0% -0.05% 0.60% 0.77% 

Net Change -0.28% 0.25% -0.72% -5.96% 0.84% -0.21% -4.98% 3.32% -0.72% -15.79% 3.45% 0% 100% 0% -8.00% 350.00% 270.00% 

PERMANENT 

Prior FY 2080 1131 949 106 83 795 605 152 202 55 40 1 0 17 11 5 8 

100% 54.38% 45.63% 5.10% 3.99% 38.22% 29.09% 7.31% 9.71% 2.64% 1.92% 0.05% 0% 0.82% 0.53% 0.24% 0.38% 

2087 1157 930 98 73 818 579 162 

Current FY 

203 47 42 1 1 16 12 15 20 

100% 55.44% 44.56% 4.70% 3.50% 39.20% 27.74% 7.76% 9.73% 2.25% 2.01% 0.05% 0.05% 0.77% 0.57% 0.72% 0.96% 

CLF (2010) 51.86% 48.14% 5.17% 4.79% 38.33% 34.03% 5.49% 6.53% 1.97% 1.93% 0.07% 0.07% 0.55% 0.53% 0.26% 0.28% 

Difference 7 26 -19 -8 -10 23 -26 10 1 -8 2 0 1 -1 1 10 12 

Ratio Change 0% 1.06% -1.06% -0.40% -0.49% 0.97% -1.34% 0.45% 0.02% -0.39% 0.09% 0% 0.05% -0.05% 0.05% 0.48% 0.57% 

Net Change 0.34% 2.30% -2:00% -7.55% -12.05% 2.89% -4.30% 6.58% 0.50% -14.55% 5.00% 0% 100% -5.88% 9.09% 200.00% 150.00% 

TEMPORARY 

1454 454 1000 112 276 170 198 149 492 21 18 0 0 1 14 1 2 

Prior FY 

100% 31.22% 68.78% 7.70% 18.98% 11.69% 13.62% 10.25% 33.84% 1.44% 1.24% 0% 0% 0.07% 0.96% 0.07% 0.14% 

1437 432 1005 107 289 145 184 149 486 17 18 0 0 2 11 12 17 

Current FY 

100% 30.06% 69.94% 7.45% 20.11% 10.09% 12.80% 10.37% 33.82% 1.18% 1.25% 0% 0% 0.14% 0.77% 0.84% 1.18% 

Difference -17 -22 5 -5 13 -25 -14 0 -6 -4 0 0 0 1 -3 11 15 

Ratio Change 0% -1.16% 1.16% -0.26% 1.13% -1.60% -0.81% 0.12% -0.02% -0.26% 0.01% 0% 0% 0.07% -0.20% 0.77% 1.05% 

Net Change -1.17% -4.85% 0.50% -4.46% 4.71% -14.71% -7.07% 0% -1.22% -19.05% 0% 0% 0% 100% -21.43% 1,100.00% 750.00% 

NON-APPROPRIATED 

0 0 0 0 0 0 0 0 

Prior FY 

0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 0 

Current FY 

0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Difference 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

Ratio Change 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Net Change 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Prepared from NFC's database 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

TOTAL RACE/ETHNICITY 

WORKFORCE Hispanic Non-Hispanic or Latino 

or Black or African Native Hawaiian American Two or More 

ORGANIZATIONAL COMPONENT Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

TOTAL 2087 1157 930 108 84 818 579 162 203 47 42 1 1 16 12 5 9 

100% 55.44% 44.56% 5.17% 4.02% 39.20% 27.74% 7.76% 9.73% 2.25% 2.01% 0.05% 0.05% 0.77% 0.57% 0.24% 0.43% 

CLF (2010) 51.86% 48.14% 5.17% 4.79% 38.33% 34.03% 5.49% 6.53% 1.97% 1.93% 0.07% 0.07% 0.55% 0.53% 0.26% 0.28% 

DEPUTY ADMINISTRATORS 

1999 1119 880 97 71 795 552 150 184 47 40 1 1 15 12 14 20 

100% 55.98% 44.02% 4.85% 3.55% 39.77% 27.61% 7.50% 9.20% 2.35% 2.00% 0.05% 0.05% 0.75% 0.60% 0.70% 1.00% 

OFFICE OF THE ADMINISTRATOR 88 38 50 1 2 23 27 12 19 0 2 0 0 1 0 1 0 

100% 43.18% 56.82% 1.14% 2.27% 26.14% 30.68% 13.64% 21.59% 0% 2.27% 0% 0% 1.14% 0% 1.14% 0% 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

TOTAL RACE/ETHNICITY 

WORKFORCE Hispanic Non-Hispanic or Latino 

OCCUPATIONAL CATEGORIES or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

1, Officials and Managers 

Executive/Senior Level 53 31 22 0 1 26 18 5 2 0 1 0 0 0 0 0 0 

(Grades 15 and Above) 100% 58.49% 41.51% 0% 1.89% 49.06% 33.96% 9.43% 3.77% 0% 1.89% 0% 0% 0% 0% 0% 0% 

- Mid-Level 141 100 41 7 3 76 27 12 9 2 1 0 0 2 1 1 0 

(Grades 13-14) 100% 70.92% 29.08% 4.96% 2.13% 53.90% 19.15% 8.51% 6.38% 1.42% 0.71% 0% 0% 1.42% 0.71% 0.71% 0% 

- First Level 114 79 35 9 2 60 25 9 7 1 0 0 1 0 0 0 0 

(Grades 12 and Below) 100% 69.30% 30.70% 7.89% 1.75% 52.63% 21.93% 7.89% 6.14% 0.88% 0% 0% 0.88% 0% 0% 0% 0% 

- Other Officials and Managers 

186 52 134 4 7 28 58 17 59 2 5 0 0 1 1 0 4 

100% 27.96% 72.04% 2.15% 3.76% 15.05% 31.18% 9.14% 31.72% 1.08% 2.69% 0% 0% 0.54% 0.54% 0% 2.15% 

Officials and Managers 494 262 232 20 13 190 128 43 77 5 7 0 1 3 2 1 4 

Total 100% 53.04% 46.96% 4.05% 2.63% 38.46% 25.91% 8.70% 15.59% 1.01% 1.42% 0% 0.20% 0.61% 0.40% 0.20% 0.81% 

2. Professionals 496 290 206 20 12 199 141 43 43 21 9 1 0 4 0 2 1 

100% 58.47% 41.53% 4.03% 2.42% 40.12% 28.43% 8.67% 8.67% 4.23% 1.81% 0.20% 0% 0.81% 0% 0.40% 0.20% 

3. Technicians 15 9 6 0 1 7 1 2 2 0 2 0 0 0 0 0 0 

100% 60.00% 40.00% 0% 6.67% 46.67% 6.67% 13.33% 13.33% 0% 13.33% 0% 0% 0% 0% 0% 0% 

4. Sales Workers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

5. Administrative 130 15 115 1 10 4 55 9 42 0 4 0 0 0 1 1 3 

Support Workers 100% 11.54% 88.46% 0.77% 7.69% 3.08% 42.31% 6.92% 32.31% 0% 3.08% 0% 0% 0% 0.77% 0.77% 2.31% 

6. Craft Workers 4 4 0 2 0 2 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 50.00% 0% 50.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

7. Operatives 946 577 369 65 48 416 252 65 39 21 20 0 0 9 9 1 1 

100% 60.99% 39.01% 6.87% 5.07% 43.97% 26.64% 6.87% 4.12% 2.22% 2.11% 0% 0% 0.95% 0.95% 0.11% 0.11% 

8. Laborers and Helpers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

9. Service Workers 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 

100% 0% 100% 0% 0% 0% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Prepared from NFC's database 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

TOTAL RACE/ ETH NI CITY 

WORKFORCE Hispanic Non-Hispanic or Latino 

or Black or African Native Hawaiian American Two or More OCCUPATIONAL CATEGORIES Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

1. Officials and Managers 

Executive/Senior Level 53 31 22 0 1 26 18 5 2 0 1 0 0 0 0 0 0 

(Grades 15 and Above) 2.54% 2.68% 2.37% 0% 1.19% 3.18% 3.11% 3.09% 0.99% 0% 2.38% 0% 0% 0% 0% 0% 0% 

- Mid-Level 141 100 41 7 3 76 27 12 9 2 1 0 0 2 1 1 0 

(Grades 13-14) 6.76% 8.64% 4.41% 6.48% 3.57% 9.29% 4.66% 7.41% 4.43% 4.26% 2.38% 0% 0% 12.50% 8.33% 20.00% 0% 

- First Level 114 79 35 9 2 60 25 9 7 1 0 0 1 0 0 0 0 

(Grades 12 and Below) 5.46% 6.83% 3.76% 8.33% 2.38% 7.33% 4.32% 5.56% 3.45% 2.13% 0% 0% 100% 0% 0% 0% 0% 

- Other Officials and Managers 

186 52 134 4 7 28 58 17 59 2 5 0 0 1 1 0 4 

8.91% 4.49% 14.41% 3.70% 8.33% 3.42% 10.02% 10.49% 29.06% 4.26% 11.90% 0% 0% 6.25% 8.33% 0% 44.44% 

Officials and Managers 494 262 232 20 13 190 128 43 77 5 7 0 1 3 2 1 4 

Total 23.67% 22.64% 24.95% 18.52% 15.48% 23.23% 22.11% 26.54% 37.93% 10.64% 16.67% 0% 100% 18.75% 16.67% 20.00% 44.44% 

2. Professionals 496 290 206 20 12 199 141 43 43 21 9 1 0 4 0 2 1 

23.77% 25.06% 22.15% 18.52% 14.29% 24.33% 24.35% 26.54% 21.18% 44.68% 21.43% 100% 0% 25.00% 0% 40.00% 11.11% 

3. Technicians 15 9 6 0 1 7 1 2 2 0 2 0 0 0 0 0 0 

0.72% 0.78% 0.65% 0% 1.19% 0.86% 0.17% 1.23% 0.99% 0% 4.76% 0% 0% 0% 0% 0% 0% 

4. Sales Workers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

5. Administrative 130 15 115 1 10 4 55 9 42 0 4 0 0 0 1 1 3 

Support Workers 6.23% 1.30% 12.37% 0.93% 11.90% 0.49% 9.50% 5.56% 20.69% 0% 9.52% 0% 0% 0% 8.33% 20.00% 33.33% 

6. Craft Workers 4 4 0 2 0 2 0 0 0 0 0 0 0 0 0 0 0 

0.19%% 0.35% 0% 1.85% 0% 0.24% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

7. Operatives 946 577 369 65 48 416 252 65 39 21 20 0 0 9 9 1 1 

45.33% 49.87% 39.68% 60.19% 57.14% 50.86% 43.52% 40.12% 19.21% 44.68% 47.62% 0% 0% 56.25% 75.00% 20.00% 11.11% 

8. Laborers and Helpers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

9. Service Workers 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 

0.05% 0% 0.11% 0% 0% 0% 0.17% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 2087 1157 930 108 84 818 579 162 203 47 42 1 1 16 12 5 9 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

NOTE: Percentages computed down columns and NOT across rows 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

GS/GM,SES TOTAL RACE/ETHNICITY 

and WORKFORCE Hispanic Non-Hispanic or Latino 

Related Grades or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

GS-01 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-02 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-03 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-04 3 0 3 0 0 0 3 0 0 0 0 0 0 0 0 0 0 

100% 0% 100% 0% 0% 0% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-05 64 35 29 6 3 23 12 4 11 1 3 0 0 1 0 0 0 

100% 54.69% 45.31% 9.38% 4.69% 35.94% 18.75% 6.25% 17.19% 1.56% 4.69% 0% 0% 1.56% 0% 0% 0% 

GS-06 53 8 45 1 4 2 28 4 9 0 2 0 0 0 1 1 1 

100% 15.09% 84.91% 1.89% 7.55% 3.77% 52.83% 7.55% 16.98% 0% 3.77% 0% 0% 0% 1.89% 1.89% 1.89% 

GS-07 217 111 106 8 18 78 52 21 19 2 15 0 0 1 1 1 1 

100% 51.15% 48.85% 3.69% 8.29% 35.94% 23.96% 9.68% 8.76% 0.92% 6.91% 0% 0% 0.46% 0.46% 0.46% 0.46% 

GS-08 316 158 158 21 16 114 115 13 20 6 2 0 0 3 3 1 2 

100% 50.00% 50.00% 6.65% 5.06% 36.08% 36.39% 4.11% 6.33% 1.90% 0.63% 0% 0% 0.95% 0.95% 0.32% 0.63% 

GS-09 482 291 191 29 23 208 121 40 37 11 3 0 0 3 5 0 2 

100% 60.37% 39.63% 6.02% 4.77% 43.15% 25.10% 8.30% 7.68% 2.28% 0.62% 0% 0% 0.62% 1.04% 0% 0.41% 

GS-10 18 10 8 1 0 6 4 0 3 2 1 0 0 1 0 0 0 

100% 55.56% 44.44% 5.56% 0% 33.33% 22.22% 0% 16.67% 11.11% 5.56% 0% 0% 5.56% 0% 0% 0% 

GS-11 194 114 80 9 5 80 52 20 19 4 1 1 0 0 0 0 3 

100% • 58.76% 41.24% 4.64% 2.58% 41.24% 26.80% 10.31% 9.79% 2.06% 0.52% 0.52% 0% 0% 0% 0% 1.55% 

GS-12 276 150 126 16 4 106 81 22 37 3 3 0 1 2 0 1 0 

100% 54.35% 45.65% 5.80% 1.45% 38.41% 29.35% 7.97% 13.41% 1.09% 1.09% 0% 0.36% 0.72% 0% 0.36% 0% 

GS-13 280 173 107 12 8 114 57 27 33 15 8 0 0 5 1 0 0 

100% 61.79% 38.21% 4.29% 2.86% 40.71% 20.36% 9.64% 11.79% 5.36% 2.86% 0% 0% 1.79% 0.36% 0% 0% 

GS-14 119 67 52 3 2 55 34 5 12 3 3 0 0 0 1 1 0 

100% 56.30% 43.70% 2.52% 1.68% 46.22% 28.57% 4.20% 10.08% 2.52% 2.52% 0% 0% 0% 0.84% 0.84% 0% 

GS-15 50 29 21 0 0 25 18 4 3 0 0 0 0 0 0 0 0 

100% 58.00% 42.00% 0% 0% 50.00% 36.00% 8.00% 6.00% 0% 0% 0% 0% 0% 0% 0% 0% 
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U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

GS/GM,SES TOTAL RACE/ETHNICITY 

and WORKFORCE Hispanic Non-Hispanic or Latino 

Related Grades or Black or African Native Hawaiian American Two or More 

92 White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

2 1 1 0 1 1 0 0 0 0 0 0 0 0 0 0 0 

GS-01 

100% 50.00% 50.00% 0% 50.00% 50.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-02 303 63 240 32 93 5 26 26 119 0 1 0 0 0 1 0 0 

100% 20.79% 79.21% 10.56% 30.69% 1.65% 8.58% 8.58% 39.27% 0% 0.33% 0% 0% 0% 0.33% 0% 0% 

GS-03 355 46 309 16 75 9 38 17 185 4 6 0 0 0 4 0 1 

100% 12.96% 87.04% 4.51% 21.13% 2.54% 10.70% 4.79% 52.11% 1.13% 1.69% 0% 0% 0% 1.13% 0% 0.28% 

111 GS-04 19 92 7 32 8 20 2 38 2 2 0 0 0 0 0 0 

100% 17.12% 82.88% 6.31% 28.83% 7.21% 18.02% 1.80% 34.23% 1.80% 1.80% 0% 0% 0% 0% 0% 0% 

GS-05 195 68 127 15 39 36 38 13 46 4 4 0 0 0 0 0 0 

100% 34.87% 65.13% 7.69% 20.00% 18.46% 19.49% 6.67% 23.59% 2.05% 2.05% 0% 0% 0% 0% 0% 0% 

4 GS-06 3 1 0 0 2 0 1 1 0 0 0 0 0 0 0 0 

100% 75.00% 25.00% 0% 0% 50.00% 0% 25.00% 25.00% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-07 159 58 101 14 37 33 21 7 34 4 5 0 0 0 4 0 0 

100% 36.48% 63.52% 8.81% 23.27% 20.75% 13.21% 4.40% 21.38% 2.52% 3.14% 0% 0% 0% 2.52% 0% 0% 

GS-08 4 2 2 0 0 2 1 0 1 0 0 0 0 0 0 0 0 

100% 50.00% 50.00% 0% 0% 50.00% 25.00% 0% 25.00% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-09 

37 6 31 2 2 3 19 1 10 0 0 0 0 0 0 0 0 

100% 16.22% 83.78% 5.41% 5.41% 8.11% 51.35% 2.70% 27.03% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-11 4 0 4 0 1 0 3 0 0 0 0 0 0 0 0 0 0 

100% 0% 100% 0% 25.00% 0% 75.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-13 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-14 1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 

100% 0% 100% 0% 0% 0% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 
0 ::R 0 0 

0 ::R 0 ::R 0 

0 0 0 

0 ::R 0 

0 ::R 0 0 

0 ::R 

0 0 0 

0 ::R 0 0 ::R 0 0 ::R 0 

0 0 0 

0 

0 ::R 0 ::R 0 

0 

0 ::R 

0 0 0 

0 ::R 0 

0 ::R 0 0 ::R 0 

0 0 0 

0 

0 ::R 0 ::R 0 

0 ::R 0 

0 0 0 

0 ::R 0 0 ::R 0 0 

0 ::R 

0 0 0 

0 ::R 0 

0 

0 ::R 0 

0 ::R 

0 0 0 

0 ::R 0 0 ::R 0 0 ::R 0 

0 0 0 

0 ::R 0 0 ::R 0 0 

0 ::R 

0 0 0 

0 

0 ::R 0 ::R 0 

0 ::R 0 

0 0 0 

0 ::R 0 0 ::R 0 

0 ::R 0 

0 0 0 

0 ::R 0 0 ::R 0 0 ::R 0 

0 0 0 

0 ::R 0 0 ::R 0 0 ::R 0 

0 0 0 

0 

0 ::R 0 ::R 0 

0 ::R 0 

0 0 0 

0 

0 ::R 0 ::R 0 

0 ::R 0 

0 0 0 

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0 ::R 0 ::R 0 ::R Ill 

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c.. 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

GS/GM,SES TOTAL RACE/ETHNICITY 

and WORKFORCE Hispanic Non-Hispanic or Latino 

Related Grades or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

GS-01 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-02 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-03 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-04 3 0 3 0 0 0 3 0 0 0 0 0 0 0 0 0 0 

0.14% 0% 0.32% 0% 0% 0% 0.52% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-05 64 35 29 6 3 23 12 4 11 1 3 0 0 1 0 0 0 

3.07% 3.04% 3.12% 5.66% 3.57% 2.82% 2.07% 2.48% 5.42% 2.13% 7.14% 0% 0% 6.25% 0% 0% 0% 

GS-06 53 8 45 1 4 2 28 4 9 0 2 0 0 0 1 1 1 

2.55% 0.69% 4.84% 0.94% 4.76% 0.25% 4.84% 2.48% 4.43% 0% 4.76% 0% 0% 0% 8.33% 20.00% 11.11% 

GS-07 217 111 106 8 18 78 52 21 19 2 15 0 0 1 1 1 1 

10.42% 9.64% 11.40% 7.55% 21.43% 9.56% 8.98% 13.04% 9.36% 4.26% 35.71% 0% 0% 6.25% 8.33% 20.00% 11.11% 

GS-08 316 158 158 21 16 114 115 13 20 6 2 0 0 3 3 1 2 

15.18% 13.72% 16.99% 19.81% 19.05% 13.97% 19.86% 8.07% 9.85% 12.77% 4.76% 0% 0% 18.75% 25.00% 20.00% 22.22% 

GS-09 482 291 191 29 23 208 121 40 37 11 3 0 0 3 5 0 2 

23.15% 25.26% 20.54% 27.36% 27.38% 25.49% 20.90% 24.84% 18.23% 23.40% 7.14% 0% 0% 18.75% 41.67% 0% 22.22% 

GS-10 18 10 8 1 0 6 4 0 3 2 1 0 0 1 0 0 0 

0.86% 0.87% 0.86% 0.94% 0% 0.74% 0.69% 0% 1.48% 4.26% 2.38% 0% 0% 6.25% 0% 0% 0% 

GS-11 194 114 80 9 5 80 52 20 19 4 1 1 0 0 0 0 3 

9.32% 9.90% 8.60% 8.49% 5.95% 9.80% 8.98% 12.42% 9.36% 8.51% 2.38% 100% 0% 0% 0% 0% 33.33% 

GS-12 276 150 126 16 4 106 81 22 37 3 3 0 1 2 0 1 0 

13.26% 13.02% 13.55% 15.09% 4.76% 12.99% 13.99% 13.66% 18.23% 6.38% 7.14% 0% 100% 12.50% 0% 20.00% 0% 

GS-13 280 173 107 12 8 114 57 27 33 15 8 0 0 5 1 0 0 

13.45% 15.02% 11.51% 11.32% 9.52% 13.97% 9.84% 16.77% 16.26% 31.91% 19.05% 0% 0% 31.25% 8.33% 0% 0% 

GS-14 119 67 52 3 2 55 34 5 12 3 3 0 0 0 1 1 0 

5.72% 5.82% 5.59% 2.83% 2.38% 6.74% 5.87% 3.11% 5.91% 6.38% 7.14% 0% 0% 0% 8.33% 20.00% 0% 
GS-15 50 29 21 0 0 25 18 4 3 0 0 0 0 0 0 0 0 

2.40% 2.52% 2.26% 0% 0% 3.06% 3.11% 2.48% 1.48% 0% 0% 0% 0% 0% 0% 0% 0% 

All other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

(unspecified GS) 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

SES 

10 6 4 0 1 5 2 1 0 0 1 0 0 0 0 0 0 

0.48% 0.52% 0.43% 0% 1.19% 0.61% 0.35% 0.62% 0% 0% 2.38% 0% 0% 0% 0% 0% 0% 

TOTAL 2082 1152 930 106 84 816 579 161 203 47 42 1 1 16 12 5 9 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

NOTE: Percentages computed down columns and NOT across rows 

Prepared from NFC's database 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

GS/GM,SES TOTAL RACE/ETHNICITY 

and WORKFORCE Hispanic Non-Hispanic or Latino 

Related Grades or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

GS-01 2 1 1 0 1 1 0 0 0 0 0 0 0 0 0 0 0 

0.17% 0.37% 0.11% 0% 0.36% 1.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-02 303 63 240 32 93 5 26 26 119 0 1 0 0 0 1 0 0 

25.77% 23.60% 26.40% 37.21% 33.21% 5.00% 15.57% 38.81% 27.42% 0% 5.56% 0% 0% 0% 11.11% 0% 0% 

GS-03 355 46 309 16 75 9 38 17 185 4 6 0 0 0 4 0 1 

30.19% 17.23% 33.99% 18.60% 26.79% 9.00% 22.75% 25.37% 42.63% 28.57% 33.33% 0% 0% 0% 44.44% 0% 100% 

GS-04 111 19 92 7 32 8 20 2 38 2 2 0 0 0 0 0 0 

9.44% 7.12% 10.12% 8.14% 11.43% 8.00% 11.98% 2.99% 8.76% 14.29% 11.11% 0% 0% 0% 0% 0% 0% 

GS-05 195 68 127 15 39 36 38 13 46 4 4 0 0 0 0 0 0 

16.58% 25.47% 13.97% 17.44% 13.93% 36.00% 22.75% 19.40% 10.60% 28.57% 22.22% 0% 0% 0% 0% 0% 0% 

GS-06 4 3 1 0 0 2 0 1 1 0 0 0 0 0 0 0 0 

0.34% 1.12% 0.11% 0% 0% 2.00% 0% 1.49% 0.23% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-07 159 58 101 14 37 33 21 7 34 4 5 0 0 0 4 0 0 

13.52% 21.72% 11.11% 16.28% 13.21% 33.00% 12.57% 10.45% 7.83% 28.57% 27.78% 0% 0% 0% 44.44% 0% 0% 

GS-08 4 2 2 0 0 2 1 0 1 0 0 0 0 0 0 0 0 

0.34% 0.75% 0.22% 0% 0% 2.00% 0.60% 0% 0.23% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-09 37 6 31 2 2 3 19 1 10 0 0 0 0 0 0 0 0 

3.15% 2.25% 3.41% 2.33% 0.71% 3.00% 11.38% 1.49% 2.30% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-11 4 0 4 0 1 0 3 0 0 0 0 0 0 0 0 0 0 

0.34% 0% 0.44% 0% 0.36% 0% 1.80% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-13 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 

0.09% 0.37% 0% 0% 0% 1.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

1 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

GS/GM,SES TOTAL RACE/ETHNICITY 

and WORKFORCE Hispanic Non-Hispanic or Latino 

Related Grades or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

GS-14 

1 0 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 

0.09% 0% 0.11% 0% 0% 0% 0.60% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-15 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

All other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

(unspecified GS) 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 SES 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 1176 267 909 86 280 100 167 67 434 14 18 0 0 0 9 0 1 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

NOTE: Percentages computed down columns and NOT across rows 

Prepared from NFC's database 

2 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table AS-1: Participation Rates for Wage Grades by Race/Ethnicity and Sex (Perm) 

Year= Fiscal Year 2017 

WD/WG,WL/WS, and TOTAL RACE/ETHNICITY 

Other Wage Grades WORKFORCE Hispanic Non-Hispanic or Latino 

or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-01 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-02 1 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-03 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-04 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-05 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-06 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-07 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-08 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-09 4 4 0 2 0 2 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 50.00% 0% 50.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-11 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-13 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 
0 � 0 � 0 

0 0 ;f 

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0 � 0 

0 � 0 

0 � 0 

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0 � 0 0 � 0 

0 � 0 

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0 ;f 0 � 0 

0 ;f 

0 0 0 

0 � 0 0 � 0 

0 � 0 

0 0 0 

0 � 0 � 0 

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0 0 0 

0 � 0 � 0 

0 0 ;f 

0 0 0 

0 � 0 0 

0 � 0 � 0 

0 0 0 

0 � 0 0 � 0 

0 � 0 

0 0 0 

0 � 0 

0 � 0 

0 � 0 

0 0 0 

0 � 0 � 0 

0 0 ;f 

0 0 0 

0 � 0 ;f 0 

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0 0 0 

0 � 0 ;f 0 

0 � 0 

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0 � 0 ;f 0 

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c.. 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table AS-1: Participation Rates for Wage Grades by Race/Ethnicity and Sex (Temp) 

Year= Fiscal Year 2017 

WD/WG,WL/WS, and TOTAL RACE/ETHNICITY 

Other Wage Grades WORKFORCE Hispanic Non-Hispanic or Latino 

or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-01 133 74 59 19 12 8 6 45 39 1 0 0 0 1 2 0 0 

100% 55.64% 44.36% 14.29% 9.02% 6.02% 4.51% 33.83% 29.32% 0.75% 0% 0% 0% 0.75% 1.50% 0% 0% 

WG-02 48 42 6 8 1 8 2 23 3 2 0 0 0 0 0 1 0 

100% 87.50% 12.50% 16.67% 2.08% 16.67% 4.17% 47.92% 6.25% 4.17% 0% 0% 0% 0% 0% 2.08% 0% 

WG-03 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-04 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-05 80 49 31 5 12 29 9 14 10 0 0 0 0 1 0 0 0 

100% 61.25% 38.75% 6.25% 15.00% 36.25% 11.25% 17.50% 12.50% 0% 0% 0% 0% 1.25% 0% 0% 0% 

WG-06 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-07 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-08 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-09 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-11 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-13 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-14 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 
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0 0 

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0 0 

0 ;,'s 0 ,R 0 0 0 

0 ;,'s 0 ;,'s 

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0 ;,'s 0 ;,'s 

0 0 

0 ;,'s 0 ;,'s 

0 0 

0 ;,'s 0 ;,'s 

0 0 

0 ;,'s 0 ;,'s 

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U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table AS-2: Participation Rates for Wage Grades by Race/Ethnicity and Sex (Perm) 

Year= Fiscal Year 2017 

WD/WG,WL/WS, and TOTAL RACE/ETHNICITY 

Other Wage Grades WORKFORCE Hispanic Non-Hispanic or Latino 

or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-01 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-02 1 1 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0 

20.00% 20.00% 0% 0% 0% 0% 0% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-03 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-04 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-05 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-06 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-07 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-08 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-09 4 4 0 2 0 2 0 0 0 0 0 0 0 0 0 0 0 

80.00% 80.00% 0% 100% 0% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-11 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-13 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

WG-14 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-15 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

All other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

Wage Grades 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 5 5 0 2 0 2 0 1 0 0 0 0 0 0 0 0 0 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

NOTE: Percentages computed down columns and NOT across rows 

Prepared from NFC's database 
U. S. DEPARTMENT OF AGRICULTURE 

AGR, MARKETING SERVICE 

Table AS-2: Participation Rates for Wage Grades by Race/Ethnicity and Sex (Temp) 

Year= Fiscal Year 2017 

WD/WG,WL/WS, and TOTAL RACE/ETHNICITY 

Other Wage Grades WORKFORCE Hispanic Non-Hispanic or Latino 

or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

WG-01 

133 74 59 19 12 8 6 45 39 1 0 0 0 1 2 0 0 

50.96% 44.85% 61.46% 59.38% 48.00% 17.78% 35.29% 54.88% 75.00% 33.33% 0% 0% 0% 50.00% 100% 0% 0% 

48 42 

WG-02 6 8 1 8 2 23 3 2 0 0 0 0 0 1 0 

18.39% 25.45% 6.25% 25.00% 4.00% 17.78% 11.76% 28.05% 5.77% 66.67% 0% 0% 0% 0% 0% 100% 0% 

WG-03 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-04 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-05 80 49 31 5 12 29 9 14 10 0 0 0 0 1 0 0 0 

30.65% 29.70% 32.29% 15.63% 48.00% 64.44% 52.94% 17.07% 19.23% 0% 0% 0% 0% 50.00% 0% 0% 0% 

WG-06 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

WG-07 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-08 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-09 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-11 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-13 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-14 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 
WG-15 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

All other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

Wage Grades 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 261 165 96 32 25 45 17 82 52 3 0 0 0 2 2 1 0 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

NOTE: Percentages computed down columns and NOT across rows 

Prepared from NFC's database 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table A6: Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex (Perm) 

Year= Fiscal Year 2017 

TOTAL RACE/ ETHNICITY 

WORKFORCE Hispanic Non-Hispanic or Latino 

Major Occupations or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

1980 - AGRICULTURAL COMMODITY GRADING 

1067 676 391 75 51 488 264 79 44 22 20 0 1 11 10 1 1 

100% 63.36% 36.64% 7.03% 4.78% 45.74% 24.74% 7.40% 4.12% 2.06% 1.87% 0% 0.09% 1.03% 0.94% 0.09% 0.09% 

Occupational CLF 30.30% 69.70% 12.10% 42.80% 13.60% 16.00% 2.90% 6.20% 0.00% 0.10% 0.20% 0.60% 0.90% 3.60% 0.20% 0.30% 

1146 - AGRICULTURAL MARKETING 295 174 121 15 7 138 96 12 15 7 3 0 0 1 0 1 0 

100% 58.98% 41.02% 5.08% 2.37% 46.78% 32.54% 4.07% 5.08% 2.37% 1.02% 0% 0% 0.34% 0% 0.34% 0% 

Occupational CLF 49.00% 51.00% 1.80% 2.30% 41.30% 41.60% 1.60% 3.10% 0.10% 0.00% 0.20% 0.20% 3.20% 3.00% 0.40% 0.40% 

1147 - AGRICULTURAL MARKET REPORTING 150 91 59 7 4 71 44 11 11 1 0 1 0 0 0 0 0 

100% 60.67% 39.33% 4.67% 2.67% 47.'.33% 29.33% 7.33% 7.33% 0.67% 0% 0.67% 0% 0% 0% 0% 0% 

Occupational CLF 49.00% 51.00% 1.80% 2.30% 41.30% 41.60% 1.60% 3.10% 0.10% 0.00% 0.20% 0.20% 3.20% 3.00% 0.40% 0.40% 

0301 - MISCELLANEOUS ADMINISTRATION and 55 14 41 0 1 12 21 2 16 0 2 0 0 0 0 0 1 

PROGRAM 100% 25.45% 74.55% 0% 1.82% 21.82% 38.18% 3.64% 29.09% 0% 3.64% 0% 0% 0% 0% 0% 1.82% 

Occupational CLF 43.40% 56.60% 4.70% 5.30% 30.20% 39.70% 4.90% 7.80% 0.10% 0.10% 0.20% 0.40% 2.60% 2.30% 0.30% 0.40% 

21 9 12 0 1 6 4 3 6 0 1 0 0 0 0 0 0 1102 - CONTRACTING 

100% 42.86% 57.14% 0% 4.76% 28.57% 19.05% 14.29% 28.57% 0% 4.76% 0% 0% 0% 0% 0% 0% 

Occupational CLF 47.00% 53.00% 2.90% 3.20% 39.80% 42.70% 2.50% 4.70% 0.00% 0.10% 0.20% 0.30% 1.00% 1.30% 0.20% 0.40% 

1981 - AGRICULTURAL COMMODITY AID 2 0 2 0 0 0 1 0 1 0 0 0 0 0 0 0 0 

100% 0% 100% 0% 0% 0% 50.00% 0% 50.00% 0% 0% 0% 0% 0% 0% 0% 0% 

Occupational CLF 30.30% 69.70% 12.10% 42.80% 13.60% 16.00% 2.90% 6.20% 0.00% 0.10% 0.20% 0.60% 0.90% 3.60% 0.20% 0.30% 

Prepared from NFC's database 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table AG: Participation Rates for Major Occupations - Distribution by Race/Ethnicity and Sex (Temp) 

Vear= Fiscal Vear 2017 

TOTAL RACE/ETHNICITY 

WORKFORCE Hispanic Non-Hispanic or Latino 

Major Occupations or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

1146 - AGRICULTURAL MARKETING 1 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Occupational CLF 49.00% 51.00% 1.80% 2.30% 41.30% 41.60% 1.60% 3.10% 0.10% 0.00% 0.20% 0.20% 3.20% 3.00% 0.40% 0.40% 

1980 - AGRICULTURAL COMMODITY GRADING 355 122 233 30 68 63 67 21 85 8 9 0 0 0 4 0 0 

100% 34.37% 65.63% 8.45% 19.15% 17.75% 18.87% 5.92% 23.94% 2.25% 2.54% 0% 0% 0% 1.13% 0% 0% 

Occupational CLF 30.30% 69.70% 12.10% 42.80% 13.60% 16.00% 2.90% 6.20% 0.00% 0.10% 0.20% 0.60% 0.90% 3.60% 0.20% 0.30% 

1981 - AGRICULTURAL COMMODITY AID 790 140 650 56 211 34 87 46 339 4 8 0 0 0 5 0 0 

100% 17.72% 82.28% 7.09% 26.71% 4.30% 11.01% 5.82% 42.91% 0.51% 1.01% 0% 0% 0% 0.63% 0% 0% 

Occupational CLF 30.30% 69.70% 12.10% 42.80% 13.60% 16.00% 2.90% 6.20% 0.00% 0.10% 0.20% 0.60% 0.90% 3.60% 0.20% 0.30% 

Prepared from NFC's database 
A B C I D I E I F I G I H I I I JI K I L IM IN IO I Pj Q R J s 

Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

__________________ ,_,___ ·--

�- ---�-______,I � I [ J i

CE/:I::::L�o=:J ___ .--=_L __ J __ �··1 __ ._-_-_ 

Employment Tenure r. TOTAL WORKFORCE I Hispanic or Latino 

', 

White

. ' 

Black or

' 

�frican Asian

' '

Nativ

.

e Hawai

.

_

ian

' 

or American Ind

' 

ian or Two or more races 

I I ' ' � ��. �� 

LU -� All Male Female i Male Qemare;-,��F��-�m7e ... I_Male_1 ·-Fema�:

slardi��-Male Fe�le-·Male -L Female 

rallob Title/Series: 0110 - Economist 

6 

9 I Position Offering Type: Permanent 

10 ,Total Received 

� 

# I s

o --------------- :] 36 24 12 2 2 : 11 j 6 7 I 1 I 2 '

·

· 

3 I�.. 

0 I O 1 0 L

2 I 0 

Voluntarily Identified • ' 

11 I , �-------� 100% 66.67% 33.33% 5.56% 5.56% " �6� 16.67% , 19.44% 2.78% , 5.56% ,--� _0.00% 0.00% 0.00% �o _ -��� -!-

Qualified of those # ' 

35 23 I 12 2 I 2 I 10 !

6 

.� 1 !

.

I 2 I 3 O I O O O 2 t O 

131Ident1fied I I ___j__J I ! I __ � _::__j% 100% 65.71% 

,, 34.29% 5.71% ! 5.71% 28.57% � 17.14% 20.00% -2!�� 5.71% 8.57% I 0.00% , 0.00% 0.00% 0.00% I 5.71% �00% 

Selected of those j# i

2 1 --i--i O j O 

'

. 

1 1 O O O O O I O O O , O O 

15 1Identified j I I j ., 

16 I % 100% 50.00% 50.00% i 0.00�1 0.00 )QO� o.ooOJo_J 0.00% 1 0.00% i 0.00% °

/� I SO.I 0.00% 0.00% 0.00% 0.00% o.0001o-0.ocio,;;-

L!2J Occupational CLF 

I 1 s Jlob :ritle/Series: 0301 - Miscellaneous Administration And Prog_ram 

� Position Offering Type: Permanent 

zolTotal Received I# J

I 

167 

2 

21 Voluntarily Identified � ___ !_�----�� -

70 j 7 !

12 

-

24 __: ... 

10 ! 37 ! - �. J - o 

-- I -

o

_, I_ -

o

_ - __ 

o _l __ o

_ j

1 I � % 100% 38.os%1�[J;•"i::JF

o."'IJJ 21.24% _15.04% C,•.85)1>:::JQV4%]["o.oo% 0.00% I 0.00% 1

. 

o.� 0.00% 0.00% [(]]ls%J[1-:no;g 

Qualified of those rl 112 42 70 7 12 I 23 17 10 37�0 o o j o o o 1 

Identified I ! , , I 1°10 , 100% 37.50% [62.50%][6.25%:J[lo.71%] 20.54

% 

15.18% rs.93%1r33.04%l 0.00% 0.00% . 0.00% ' 0.00% 0.00% 0.00%1ro.89%,rCT9% 

� __ 

a

__ 

1 i 

_

o J o L o 

J

' __ 

o 

____ 

� 

____ � __ L_-�_

o 

_ 

2 

20.54% ! -

• �-n -- " _ _1!2__ -_ J ��0% o.ooyo llOMOO/g]I 0.00°

� ! 0.00%_ -0.00°�1(66�7%J 0

..;

00% ,f33.33%l) '' 0.00°

/o .. ,J 0,;_°0

°

/o •• .J 2,00% -� 

0.00% . 

0.00% . 0.02:0 wL o.��o � 0.00%" 

pational CLF I 100% I 43.40°/ol 56.60°/ol 4.70°/ol S.30°/ol 30.20 1 39.70%1 4.90%1 7.80%1 0.10%1 0.10%1 0.20%1 0.40%1 2.60%1 2.30%1 0.30%[ 0.40% 

0.00% (66l7%] 

30.20%1 39.70;/ol 

1 
A B I C I D I E I F I G I H I I I J I K I L I M I N _ _I _ _Q_j p I Q J 

Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

2 � 

, 

1 1 

__ __ __ 1

cE/ET!IN__1c_1

1

_ 1 ____ 1 ___ [ __

R _L s 

K4---- -�-----<t--- - �-- -�--- I Non- Hispanic or Latino 

---- --- - - - ---- - --- Asi;.:.- --Niti;e Hawaiian or A�eri;.;;;--;;.�ia� or T-;,,o or more races Employment Tenure TOTAL WORKFORCE Hispanic or Latino White Black or African 

American 

6 

7 All Male � M�· Female Male Female 

rzal1ob Title/Series: 0303 - Mi�aneous Clerk And Assista� - -

29 Position Offering Type: Permanent 

Male Female --Male--

Other Pacific 

_ _ __ 

Alaska Native Islander_. 

Female Male Female Male Female Male Female 

F Tot�c�iv�d __ _l.:_ _ _ 

491 

31 Voluntarily Identified # 384 108 274 29 38 81 25 82 10 23 o ! 5 ' 1 2 5 • 15 

32 % 100% 28.13% 71.35% 9.90% 1 21.09% 6.51% 21.35% 2.60% � 5.99% i 0.00% 1.30% 0.26% o.52% r 1.30% 3.91% I-'-Qualified of those - # -J:. 3� --�� ---

'35-r-so 25 81 10 22 o -5 1 --2- f 5 15 

33 Identified , i I 

34 '% � 100°

/� 27.47�/o _ 72.9E:o __ 7.20!? _�0

/o 9.33°

/� 1_31.33% . 6.67% _31.60% 2.67% • �o� 0.00% _ 1.33% 0.27% 0.53% ! 1.33°

/� 4.00�o 

Selected of those # 7 2 5 O O O 2 1 2 O O O O O O 1 1 

35 Identified __ _ 

36 % 100% 28.57% 71.43% 0.00% j 0.00% 0.00% 28.57% 14.29% 28.57% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 14.29% 14.29% � Occupational CLF 

38 Job Title/Series: 0343 - Management And Program Analysis 

39 Position Offering_!YP!:_:_PE:!_manent 

_ _ _ _ __ 

40 Total Received # 216 

41 Voluntarily Identified # 153 72 81 13 8 32 j 26 19 43 L 2 I O O O 2 0 I 4 1 

42 % , 100% 47.06% 52.94% 8.50% 5.23% 20.92% .1 16.99% 12.42% 28.10%_ L 1.31% [loo% __ o.00°

1�j 0-:60% ft 1.31% -�yo

0

1�1 2.61% _ o.65% 

Qualified of those # 1 153 72 81 13 8 32 26 19 43 2 O I O � 0 2 O 4 1 

43 Identified , , I . j 4

4 

_ _ 

l% _ l ��6°

/

':... 52.94% 8.50% _1 _ 5.23� _?-0.92% _ 16.99% 12.42% 

_ 

�-10� 1.31':::'.o 0.00% �% J_ 0.00% 1.31%. 0.00% 2.61% T65% r Selected of those # 3 1 2 0 0 1 1 0 1 ii O O O . 0 0 0 0 0 

45 Identified 

1--46 % 100% 33.33% 66.67% 0� 33.33% 33.33% 0.00% 33.33%- 0.00% - 0.00% 0.00% 0.00% 0� -0.00%- 0.00% 0.00% 

47 -C?,ccu�

ational CLF _ __ _ _ � _ � _ �- = 

48 Job Title/Series: 0399 - Administration And Office Support Student Trainee 

49 Position Offering Type: Temporary 

� Total Received __ # __ , 19 

51 Voluntarilyidentified 1# _ J_ o __ 

o __ 

o 

__ _£,.ft_�

_

o __ 

o _o__ 

o o o 1 _o_�_J o £_ 

__ o_l__o o 

� ]0

/o Ii 

100% 0% 0% _11 0% - 0% 0% 0% _· 0% 0% ·- -- 0

°

/� .

. 

--- 0% I 0% �. 0% - 0% 0% _J . 0% 

Qualified of those !# -i O O O r-o- -:;�-1 O O O O r. O O O O O O 11 O I O 

53 Identified ii __j r ---------, i 

54 % 100% 0% Oo/o- - 0% 0% . 0% ·

1 0% 0% 0% · �, 0% 0% _ 0% 0% -- ��0 0% 

Selected of those # ! o o o o o o o o o o ' o o o o o o o 

55 !Identified , 1 1 1 1 r 1 

2 
1 

2 

A I BI CID IE IF I GI HI I I JI K I L IM IN IO IP IQ I R I S

Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

---- -- - - -- - ...,_ - - - - - -

3 RACE/ETHNICITY 

4 I I I _ L I !_I I J ____ J -1-�-J I 1--__ I�_ 

5 Non- Hispanic or Latino 

Employment Tenure TOTAL WORKFORCE Hispanic or Latino - · White Black or �frican - Asian - -1Native Hawa�

ian or A;eri�d:n or T;;;,o or more races 

American Other Pacific Alaska Native 6 _ _ _ _ _ _ _ _ Islander _ � __ 

7 All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female -- -- -- - - --- -

56 � 

% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% -- -- -- .-.- - ... � - - 57 Occupational CLF 

58 Job Title/Se�ies: 0401 :" General Natural �rc'esMan;gement And Biological Science; 

--- - - -· - - - � · ---

59 Position Offering T�pe: Permanent 

_ 

60 Total Received # 69 

61 Voluntarily Identified # �· 44 31 13 3 ___ 0__ 12 I; 9 __ 1_1 ____ 3 6 I � O L O O O j O O 

62 % 100% 70.45% 29.55% 4.55% 0.00% 27.27% j 20.45% , 25.00% 6.82% 13.64% 2.27°,i;" ro.00% 0.00% 0.00% 0.00% I 0.00% 0.00% 

,__QuaWied of those # -- -43 ___ 30- 13 2 - 0 - 12 9 _1_1_ -- 3 5 1 1-0 0 0 0 0 0 

63 Identified 

64 1% 100% 69.77% 30.23% 4.65% 0.00% 27.91% 20.93% 25.58% - 6.98% 11.63% 2.33% -0.00% 0.00% 0.00% 0.00% - -0.00% 0.00% -Selected of those 1# o o o 

- - o

--·-. --

0

- - -o o 

--

0

-- -o o - --o--·--o o O - -0 o o 

65 Identified , _ 

66 % 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

.... .,., .... 

67 Occupational CLF �- _ _ ---- ----· _ _ _ _ = 

68 Job Title/Series: 0403 - Microbiology 

69 Position Offering Type: Permanent _ _ _ ____ _ 

70 Total Received # ,. 53 

71 Voluntarily Identified # I 35 _ 24 _ 11 2 2 6 I[ 5 9 2 I 6 I 1 I O O O O � O 

12 % :J Too%-Gs.'s7

%

-3i.43% 5.71% 5.71% • 17.14% I 14.2%�·-s�i% 17.14% �1�00% -0.00% �% 0.00%- I 0.00% 0.00% 

Qualified of those I# [ 34 23 11 2 2 6 5 9 2 5 1 ! O O O O O O 

73 Identified I _ i _ 

74 % 100% 67.65% 32.35% 5.88% 5.88% 17.65% 14.71% 26.47% 5.88% 14.71% 2.94% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

Selected of those # O O O O O O O O O -O O O O - O O O - -0 - 75 Identified ---· _ - 

--� -----�

�- � __ -�- _ 

,___ 76 % 100% 0% 0% I 0% 0% 0% 0% 0% 0% -- 0% 0% 0% 0% 0% 0% 0% 0% 

77 Occ

- - - �tional�- �= _ _ __ _ == == 

78 Job Title/Series: 0499 - Biological Science Student Trainee 

79 Position Offering Type: Temporary 80 Total Received -#-

- � 80 81 �l�d�ed IH. 64 24 40 ___ 3__ 5 11 _ _ 

12 7 22 __ 

3 ____ 

1_J�--

o o __ 1 __ __ 

o , o 

82 jO/o , 1000/o 37.500/o 62.500/o 4.690/o _2;81�_}�90/o -� 1£·��- �-690/o 1.560/o 0.000/o 0.000/� _0.00�/o--� ' 0.000/o I 0.000/o 

Qualified of those I# ' 64 24 40 3 5 11 12 7 22 3 1 o o o o o o 

� We�fi� 

84 j% 100% 37.50% 62.50% 4.69% 7.81% 17.19% 18.75% 10.94% 34.38% 4.69% 1.56% 0.00% -0.00% 0.00% 0.00% 0.00% 0.00% 

3 
A I B C I D I E I F I G I H �J I I J L K I L I M I N I O I p l Q l R l s 

Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

�

------

1

- - - I . r �-'-_ -- RACE/ETHNICITY tij __. ___ ----'---_ _ __J_---1 __ 1

 ---· . I [ __ _I_ I I L __ ----- [·-1--1--

5 Non- Hispanic or Latino 

Employment Tenure TOTAL WORKFORCE Hispanic or Latino White Black or African 

American 

Asian Native Hawaiian or American Indian or Two or more races 

6 

Other Pacific Alaska Native 

Islander 

� � � � � � Male Female Male Female Male Female Male- Female 

Selected of those # 2 

85 \Identified 

86 % 100% 

� Occupational CLF 

0 

0.00% 

2 0 I 0 

100.00% 0.00% 0.00°/o 

IBBllob Title/Series: 0503 - Financial Clerical And Assistance 

Total Received !-- - # -11 111 

0 0 

0.00% 0.00% 

___ _, ___ - ---

0 2 0 

_0.00% __ 

100.00% 0.00% , __ 

0 0 

0.00% 0.00% 

iPosition Offering Type: Permanent 

Voluntarily Ide;tifi;d -· # 73 23 50 6 21 6 . 7 6 13 , 1 2 4 0 

92 I o/o ··· -· -··· -- ·--· s.22�7s.i7%"'" s.22% i 9.59%_ s.22% 17.81% '2.74% S.48% �00% 

Qualified of those # 

10U% 

71 

31.51% 

21 

68.49% 

so 6 21 6 7 5 13 2 4 0 

93 I Identified 

r!J % 100% 29.58% 70.42% 

Selected of those # 3 O 3 

Identified 

8.45% 

0 

29.58% 

1 

� % �% o.� 100.00% ! 0.00% ·1 33.33% 

Occupational CLF - -----

Job-Title/Series: 0560 - Budget Analysis 

99 Position Offering Type: Permanent 

100 Total Received - -,#--- ,-59 

101 Voluntarily Identified I# J! 40 21 17 

102 % --1 100% ' 52.50% 42.50% 

Qualified of those # 40 · 21 17 

103 Identified 

104 % 

Selected of those--# 

1 oshdentified 

106 % 

1071 Occupational CLF 

100% 52.50% 

1 0 

100% 0.00% 

42.50% 

1 

100.00% 

1 OBI lob Title/Series: 0561 - Budget Clerical And Assistance 

109 Position Offering Type: Permanent 

110 Total Received -"1#:=1-90 

5 

12.50% 

5 

12.50% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

8.45% 

0 

9.86% 

1 

7.04% 

0 

- ------

18.31 % 2.82% 5.63% I_ 0.00% 

0 0 1 0 

0.00% 33.33% 0.00% 0.00% 0.00% 33.33% 0.00% 

5 

12.50% 

5 

12.50% 

0 

0.00% 

4 

10.00% 

4 

10.00% 

() 

0.00% 

7 

17.50% 

7 

17.50% 

7 

17.50% 

7 

--

17.50% 

0

-- --

1 

0.00% 100.00% 

3 

7.50% 

3 

4 

10.00% 

4 

7.50% 10.00% 

0 0 

0 

0.00% 

0 

0.00% 

0 

-- -- --

0.00% 0.00% 0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

111 Voluntarily Identified Ii:___ _ 78 26 52 

_

, 6 I 4 I 15 19 3 24 1 ! 2 0 0 

112 % 100% 33.33% 66.67% 7.69% 5.13% 19.23% 24.36% 3.85% 

4 

3().77"/o I US% ( 2.� 0.00% -0.00% 

Male 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

Female 

0 

0.00% 

1.37% 

1 

1.41% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 0 ----- 0.00% 0.00% 

j 

Male 

0 

0.00% 

3 

4.11% 

2 

2.82% 

0 

0.00% 

1 

2.50% 

1 

2.50% 

0 

0.00% 

j_ 1 

1.28% 

Female 

0 

0.00% 

4 

5.48% 

4 

5.63% 

0 

0.00% 

1 

2.50% 

1 

2.50% 

0 

0.00% 

2 

2.56% 
2 

3 

A I B I c ID IE IF I GI HI I I JI K I L I Ml NI ol PI o I R I s 

Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

RACE/ ETHNICITY 

4 I 

1

1 

l I 1--.--.---,----.---,---.-·-- 1-----r I r I 

Employment Tenure f 

6 

TOTAL WORKFORCE j Hispanic or Latino I White 

Non- Hispanic or,-=L=at;:;i:.:.n:.:o::_ _____ _ 

Black or �frican r--Asi�--

I Native Hawa'.

ian or . American Indian or r

wo ormore races 

American j Other Pacific Alaska Native 

__ _ _ ___ ---�I_s!ander ____ ···-------- 7 All Male Female Male 

Qualified of those I# r 77 26 51 6 

.::m� �1£] 

4 15 I 

Female= 

18 

Male Female 

___ 

Male _ 

Female I_ �e 

_ 

I

i 

Female Male . Female Male 

3 24 1 2 i; o I o o o 1 

33.77% 66.23% I 1.19°

1;; 

�Identified 11141 I 1: ____ ,----·----

% WO% 

--- - ------- - Selected of those 0 �Identified [# 

----· __ _ 

116 % 100% 

a o L o 

- --- -- ,. 0% 0% 0% 

l222J Occupational CLF 11181J<ibTitlef5eries: OSQg°:'"Architectur��--

"'-.....&.r.a.,,, 

119 Position Offering Type: Permanent 

120 Total Received · j# __ I _'!_� 

121 Voluntarily Identified # � 

122 IIQualified of those 1

123lidentified 

% 100% 

25 

78.13% 

25 

7 

--- 21.88% 

6 

4 - -, 

12.50% i 

4 

5.19% I 19.48% 23.38% 

0 a I a 

0% 0

°;; ;-·1- 0%--

0 I 12 5 

3.90% 31.17% 

0 

-----· --

0% 

5 

0 

0% 

2 

�1.30% 2.60% 0.00% 0.00% 0.00% 0.00% 1.30% I o o o 0 0 I a 

- -· - -- ----- , a% a% ID% a% 0% I 0% L- a% 

0.00% ! 37.50% 

0--, 12 

� 3 ! 0 0 0 0 0 1 

15.63% 15.63% 6.25% i 9.38% I 0.00% i 0.00% 0.00% 0.00% 

5 5 1 3 -1�- 0 - 0 

- - - - ----

0 

. 

- . 

Female 

2 

2.60% 

0 

0% 

0 

0.00% 

0 

124 l �% Fl 3

1 

80.65% 19.35% 112.90% - 0.00% 38.71% 16.13% 16.13% 3.23% 9.68% ' o:oo% 0.00% 

-

0.00% 

-- �--- ---· -· ____ ,_ __ _ 

-,,---,

% ---- -- � -

Selected of those 0 ' 0 0 1 0 

125 I Identified 

126 11271 Occupational CLF 

1 1 

% 100% 100.00% 0.00% i �00% 0.00% 100.00% I 

-o-- o o o o --

o-1 -o

--

---------1 0.00% j_ 0.00% I 0.00% 0.00% 

------ I 0.00% 

1128110b Title/Series: 0963 - Legal Instruments Exammmg 

129 Position Offering Type: Permanent 

130 �c

�iv_e

_

d ___ 1# 1 __ 

1

_

14 _________ _ 

131 Voluntarily Identified j# I: 94 42 52 � 6 i 5 10 7 18 32 4 3 I O I O O O 1 5 

132 1% 1, 100% 44.68% � � �38°�r 5.32% 1

10.64� 7.45% 19.15% 34.04% 1

[

.26% 

.

· 3.19%-l

.

· 0.00% 0.00% 0.00% 0.00% - 1.06% __ 532% . 

Qualified of those # 91 39 52 6 5 I 9 · 7 17 32 : 4 j 3 o o O o �

1 5 

133 Identified i

i 

134 - -------'�- �?-._�2.86% ··� 57:_!:�o 6.59% i 5.49��- ,-�89-

0-Vo-�_-7.6--�-!.o--_. �B.:�.'.'f�- 35.16% l_ 4.40°

/;-f 3.:.

30°

/� r0.00%_1

: 

J>�.·- �00_'.'lo -:-a:��;;- _l.lO!o 5.49% 

Selected of those 1

# J

2 2 O 1 O O I

. 

O 1 o o o · o -\ o 

. 

135 Identified 

o o o � . . �---- 136 1°10 - L.£0�· 100.00% o.�% I 50.00% r-o.cici% 10.0Cio/;--ci:cio%" 50.00% 0.00% 0.00% 0.00% 0.00% , 0.00% 0.00% 0.00% 0.00% , 0.00% 

1371 Occupational CLF -------= = == 138llob Title/Series: 1035 - Public Affairs 

1391 Position Offering Type: Permanent 

140!Total Received l# I 28 

5 

� 
A I BI Cl D I E IF I GI HI 11 JI Kl LI Ml NI 01 p I QI RI s 

Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

� ! I 

------

- RACE/ETHNICITY �---� � 

1 1 1-=-.-r-1 �-J - i--=i- L 1--

Non- Hispanic or Latino 

Employment Tenure I TOTAL WORKFORCE Hispanic or Latino - White Black or �frican - Asian 'Native Hawa�

ian or American Indian or Two or more races 

American Other Pacific Alaska Native i _ _ ___ _,_Islander _ _ _ _ _ 

: � - � - � - � - � - � - � - � - �

Voluntari ly Ide�tified # 19 10 9 0 0 ' -7 - 5 - 3--2 0 1 --0-- - 0 0 --- -0- -0 0 

% 100% 52.63% 47.37% 0.00% 0.00% 36.84% 26.32% 15.79% 10.53% 0.00% 5.26% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

Qualifiedofthose #- - 19 10 --9 - O O - 7 - I- 5 3 - 2 -_ 

0 1 1-- 0--

lc 0

- 0 O -O O 

�Identified _ 144] _ _ 

% -L 100% 5�63% 47.37% 0.00% _0.00% 36.84% 26.32% 

_

15.79% yo.53% 0.00% -5.26% J_o;OO;'.'o ' 0.00°

/� o:00%-_ 0.00�/o -0.00% - 0.00% 

Selected of those I# t 1 1 O O ! O 1 O O O O O I O ! O O O O O 

145 Identified I I I 

146 , % - � 100.00°; 0,00% - 0.00° - ; -0Jl0% -100.00% 0.00% -0.00% n n 0.00% 0.00% 0.00% - • Cl.00% 0.00% 0.00%- -0.00%-(l.00% 0.00% 

147 Occupational 

=a; -• 

CLF 

a -

148 -Job Title/Series: 1102 - Contracting 

- - ..- - - -- --.. 

149 Position Offering Type: Permanent 

150 Total Received # 288 

151 Voluntarily Identified # __ 216 118 97 17 16 _ 2Z.__ 24 34 50 7 2 O O O O 1 4 

152 % 100% 54.63% 44.91% 7.87% 7.41% 26.39% 11.11% 15.74% 23.15% 3.24% 0.93% 0.00% 0.00% 0.00% 0.00% 0.46% 1.85% 

Qualifiedofthose # 213 116 96 - 17 16 57- I

, 24 32 49 7 2 O O - O O 1- -4 

153 Identified -- --- -- --- -- - I _, --t·-- - -- -- 154 % 100% 54.46% 45.07% 7.98% 7.51% 26.76% 11.27% 15.02% 23.00% 3.29% . o.94% i 0.00% J �00% 0.00% 0.00% 1_0.47% 

_ 

1.88% 

Selected of those # [ o o o o o o I o o O O ·· O j o I O O o o f o 

155 Identified ' I 

�-

_Jo __ � }00% -- ...£'.;'.o Oo/o n

o%_! 0% 0% _

_ O';:'o 0% _ _ -0% -0% 0% --__ o_

0

!co__ 

��lo 0% 0% 0% 0% 

157 OcCUJJational CLF 0/o 100°/o 47.00%1 53.00°/ol 2.90°/ol 3.20°/ol 39.80°/ol 42.70°/ol 2.50°/ol 4.70°/ol 0.00°/ol 0.10%1 0.20%1 0.30%1 1.00%1 1.30%1 0.20°/ol 0.40% 158 �Title/Series: 1109 - Grants Man.;'gement -- -- = � -- -� -� =��� � - ----

159 Position Offering Type: Permanent 

160 Total Received 

-# 104 

161 Voluntarily Identified # _67 ___ • __ 25_ _ 41 6 4 6 9 12 23 O 3 O O 1 O _ 0 _____ 

2 

162 % 100% 37.31% 61.19% 8.96% 5.97% 8.96% 13.43% 17.91% 34.33% 0.00% 4.48% 0.00% 0.00% 1.49% 0.00% 0.00% 2.99% 

Qualified of those # - 66-· --24 41 - _6 _____ 

4 6 9 -12 _2_3_ o 3-- o I o o --o - -- o- 2 

�Identified --i! 16'1] % 100% 36.36% 62.12% 9.09% 6.06% 9.09% 13.64% 18.18% 34.85% 0.00% 4.55% 0.00% 0.00% 0.00% 0.00% 0.00% 3.03% 

-

Se..,.

lect_e_d

,..._o

""

f

...,

th-ose- ---#----1; 2 _1 ____ 1 I 1 ,--0

- - 0 0 - 0 0 'Lo 1 0 0 --0- - --0- 0 f 0 

165 Identified l

I 

166 _ -- � 100% 50.00% 50.00% 11 50.00% I 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% � 50.00% 0.00% 0.00% - 0.00% 0.00% 0.00% 0.00% 

167 Occupational CLF 

168 lob Title/Series: 1146 - Agricultural Marketing 

6 
A B C I D I E I F I G I H I I I J I K I L I M I N I o p Q R s 

Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

2 Q --�--r-1 . _I _ _L r

c

�__/_Ei__HN=

IC�L:_-,_.J ____ ] -·- -- -�- � I Non- Hispanic or Latino 

Employment Tenure TOTAL WORKFORCE 

6 

Hispanic or Latino 

-

· White Black or �

frican 

I 

Asian - -1 Native Hawa'.

ian or Ame��;-I�di� ;;;r Two or more races 

American · Other Pacific Alaska Native ---,---.,--," Islander ______ ---·-·--------

7 All Male Female Male Female Male Female Male Female Male Female · Male . Female Male Female Male I Female -----·---------

169 Position Offering Type: Permanent 

170 Total Received ( # j 836 

171 �ntarily Identified � # 620 328 288 I _ 51 I

_ 

26 I 163 129 76 97 � 22 I 13 O O 1 2 

112 % ___ . 100% [s2.9o%J 46.45% rs.23%::JC4.19%J � 20.81% [12.25•1�J[1s.5s%J[3.ss%J[2.10%:,i 0.00% 0.00% 0.16% o.32% 

312 275 47 25 156 I 120 73 94 

. 

I 22 

'

' I ,., 13 I O 

. 

Qualified of those # 0 1 2 10 12 ffiJ Identified 'H 

591 

52:79%] 46.53% Q:9So/o:::JC:4:23%?:J 26.4� 20.30% (12)5..o/o]DS.91%]C3-,72°fi::JC2'.2cwij o.oo·io-1 0.00% 0.17% 0.34% 1

1 4 

Selected of those 

�Identified 

6 

.% �/o 

# 

I 

17 

'% 100% 

9- 8 I 2 l o --5-""' 7 

.. ·

o 

. 

1·"" 1 o ·1 o 11 o o - o 

. I 

2�94%] 47.06% (11.76%][ 0.00% s:sso/o 

�Occupational CLF 0/o 100°/o 49.00°101 51.00%1 1.80%1 

- 00% I 35.29% I 41.18% 

2.30% I 41.30% I 41.60°,. I 0.10%1 

0.00% 

0.00%1 

0.00% 

0.20%1 

0.00% 

0.20%1 

0.00% 

3,20%1 

0.00% 

3.00%1 178]Job Title/Series: 1147 -Agricultural Market Reporting 

179 Position Offering Type: Permane_

n_

t ___ iiiiiii------------= 

180T��d - 1# r 87 

0.00% 

0.40%1 

181 Voluntarily Identified j# 0 j 35 21 14 j 4 I 1 14 7 1 5 1 O O O . O O 

182 �% j1 100% 60.00% 40.00% �ll.43%-2.86% j 40.00� 20.00% 2.86% 14.29% . 2.86% �00% _ £:_OOO/c�-O.�· 0.00% _ ' .• .2.:.00% _'_ 0.00% 

Qualified of those # 33 20 13 4 1 I 14 j 6 O 5 I

1 I O O O O O o 

183 Identified 1 1, 

1841 . . % 100% 60.61% 39.39% r:t2.12% � 3.03% . ! 42.42% 1 1s.1s% 0.00%- 15.15% 

Selected'"o°fthose-- #-- 1

··--7 - 6 t-· 2 - _0 _____ 4 . 1 o· 6"- - o"" -0 I O O - o··-r0

-···

0 

185 I Identified I I 

186 85.71% 14.29% l"�--1: 100% 

�Occup__at-io--nal_C_L_F __ ..._ __ 1- 49.00%i-S1.00°/ol 188]Job Title/Series: 1_1�7 - A!Jricultural Market Re11orting 

� Position Offering Type: Temporary 

190hotal Received # 7 

57.14% 14.29% 

17o%J 

0.00% 

3.10°,,I 

0.00% 

0.10°,,I 

0.00% 

o.oa�,, I 

0.00% 

ci:"20°,�j 0.20°

,,I 

�Voluntarily Identified 1#----i--6 - 1 5 O O ! 0 ! 1 O 4 1 I O I O 

192] . % 1 1000;;;--16.67o/o cs�.3�%J O.OOo/o - 0.0� ·o.oci% r16.67% oJio%X66.67°!.jC16.67%] o�oooi;;"" I o."00% 

Qualified of those # -� 6 1 5 I O O O 1 O 4 1 O O 

193 Identified , 

I 194 % !' 100% - 15.57% (83.33%] o:0o% 0.00% 0.00% 15.57% 0.0001. [_56;67%](16;5IDI 0.00°

1.-� o:0o% 

195 Identified I 

Selected of those '# 1 o 1 I o o I

o 1 o o �

o I O O 

195 1% i" ·100°

1�- -o.00°1o 100.oci% 0.00% 0.00% 0.00% li 100:cicioio o':"ii6°;;;-· 0.00% 0.00% I 0.00°,i; r 0.06% 

7 

3.20°,, I 

0 

0.00% 

0 

0.00% 

3.00°,, I 

0 

0.00% 

o.40°,,I 

0 

0.00% 0.00% 

·------ 0 0 

--- ----

0.00% -----0.00% 0.00% 

0 0 0 

0.00% 0.00% 0.00% 

0.00% 

0.40% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0.00% 

0.40% 

1 

2.86% 

1 

3.03% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 
A B Cl D I E IF IGI HI 11 JI K I L I Ml NI 0 p Q R s 

Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

2 

3 

4 

5 

--- -1--·-- 1

·-------·-----------

J- --1 ------·

RACE/ETHNICI=c I _J ______________ _ --] I 

Non- Hispanic or Latino 

Employment Tenure TOTAL WORKFORCE I Hispanic or Latino Lhite Black or �frican -Asian Natf;e Hav:.i��r.;;. or-;;:;er�

ca; l�dian or·

�

wo or more races 

j , American Other Pacific Alaska Native ; __________ f1______________ , , �-1 _ _Islander ___ �-·---- -�--

--------------'---A�l--1 - Male _ Female _ 

Male 

_ Female � Male -�-Female _ Male ... -, __ Female . _ Male I Femal'-1_ �Female_ Male Female Male I Female 

��'!a� _. -�I. lo!:£ J !9-� I _}_1� L. 1��0� I _ :r;3o0

/o I -.-4�0°(!_j��.:'�I &'F 1�6()�io ,- 3.1_!)�/o I�,.. 0.10°

/o j �L� o.'�:i_L_..:r 0.2()o� L.-!·20010 J 3.QQO/o J _J.:4-.?..� L. 0.40010 

Job Title/Series: 1199 - Business And Industry Student Trainee 

199 Position Offering Type: Temporary 

200 Total Received -· # )

� - 17 

201 Voluntarily Identified J# 1--� - 6 

2021 % I 100% 42.86% 

8 0 0- 4 5 2 3 I O r-- 0 I O O. .. . 0 - -0 [_-=.�1 0 

57.14% LJl�OO% � 0.00% .-2-8.5_7_%__,· . -35 ___ 

71_-°V--'o -14-.29-0_V_-o ,·-_3-1_.4]_0_V_o-: 

•

. 

·_- ,0.0--00-/io--l �.00% 0.00% o.�-0.0001;-'o��I D_:_00% 1 

Qualified of those # 14 6 8 r-CJ' 0 I 4 5 2 3 :1 0 0 0 0 0 0 0 I 0 

_______ % 100% 42.86% 57.14% ,, 0.00% l

.

!�_,28.57%

-1 

35.71 % - . 14.29% 21.43% :

1

_ 0.00% � 0.00%_. 0.00% : 0.00% - 0�

. 

0.00% _

L

0.{}0°

/� ,I 0.00% 

203 I Identified 

204 

�Identified 

Selected of those rl 4 4 O O O 3 [ O 1 O O O O O o o , o o 

'206] ( % _ ' 100% 100.00% 0.00% I 0.00% ) 0.00% 75.00% 0.00% 25.00% 0.00% 0.00% 0.00% i 0.00% 0.00% ,- 0.00% 0.00% 0.00%� 0.00% 

� Occupational CLF 

zosllob Title/Series: 1301 - General Physical Science 

209 Position Offering Type: Perm� 

21 O Total Received # 46 

211 Voluntarily Identified ;!_ __ I 28 22 

212 --- �a;;-�1 _20��5.?!?_ 

6 

21.43% 

-6 

0 

0.00%--' 

3 8 I 

10.71% 28.57% 

3 10 0 II 4 I o J.. __ o _I_ o_ ·-·�- o Lo _ o __ 

10.71% 35.71% 0.00% 14.29% 0.00% _I 0.00% __ 0.00% _ • 0.00% •.. 0.00% 0.00% 0.00% 

Qualified of those # 27 21 

213 Identified 

214 % 

# 

100% 

0 

77.78% 

0 

22.22% 

0 

0 � 3 7 3 10 0 i 4 

. 

0 0 I 

0.00% . 11.11% 25.93% �1%1 

37.04% . 0.00% ii 14.81% � 0.00% I 0.00% 

Selected of those 

21 5 I Identified 

� -- _=:1010 ___ _ 

217]occupational CLF 

0% 0% 

a ·- a _r· ···a-

_[ a-··- o-· --- -

o

-· ··T ··· 6- �-

a 0 

I 0% I 0% 0% I 0% 0% 0% 0% 

. 0% 0% 

21 BIJob Title/Series: 1311 - Physical Science Technician 

� Position Offering Type: Permanent 

�Total Received # 32 

221 Voluntarily Identified 1# i 27 11 16 0 1 l � 10 

222 % 1 100% . 40.74% 59.26% _, 0.00% -- 3.70% 3�3�[! 37.04% 

Qualified of those # I 27 11 16 O � 1 I 9 10 

223 Identified 1 

224 % r 100% 40.74% 59.26% l 0.00% _ 3.70% 1 33.33% j 37.04% 

8 

1 -·--· 

" 4 - --·· 

3.70% 14.81% 

·----·-----

1 

. 

4 

![ 

-·3.700;;- 14.s1 % I

� l a __ + _

a I 0.00% 0 . .00% 0.00% : 

0 1 0 0 I 

0.00% 

'--- i 0.00% . -

0.00% 

··-

0 

0.00% 

0 

0% 

0 

0.00% 

0 0 l 0 

--1:- - 0.00% 0.00% 0.00% 

a a :

I - a· a 

-�- -��-1-""""-" .,._,., .. ...--.

0% 0% 

i 

0% 0% 

0 0 0$ 0 

0.00% _ 0.00% 0.00% ·-· 3.70°/� 0.00% 

0 0 a 1 I a 

0.00% 0.00% 0.00% �70% l 0.00% 
A I BI Cl D I E IF I G I H I 11 JI Kl LI Ml NI 01 Pl QI RI s 

Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

� ! �.-�=----� i�E/��HNI�-L_ 

] __ _I ____ J l � r Non- Hispanic or Latino 

Employment Tenure TOTAL WORKFORCE Hispanic or Latino I White 

-

Black or �frican 

-

Asian Native Hawa(ian or American 1,:lian or Two or more races 

� _ -- -- _ _ 

Am

�

r

r

ca

�

n

-- __ �·--

Ot�:i::::��c Alaska Nat�e- 71 ----

All Male Female Male ' Female Male Female Male Female Male Female Male Female Male Female Male Female -- --- -----· - --- - - --- - -- n -- n --

Selected of those # · o · O O O O O o o o o o o o o o o o 

225 Identified I 

226 % 100% 0% - 0% 0% 

.

, 

0010- -� - 0% " o�' -0010 0% 1-ooio" - 0% 0% 0% 0% ! 0% 0% 

227 Occupational CLF 

- - -- - � · -

228 Job Title/Series: 1320 - Chemistry 

229 Position Offering Type: Permanent 

230 Total Received # 128 

231 VolC°n�'rilyidentified # 92 49 43 7 5 20 15 11 15 9 3 O I O O O 2 3 

232 % I 100% il26oi;- 46.74% 7.61% 5.43% 21.74% 16.30% 11.96% 16'.30% 9.78%- 3.26% . 0.00% 1-0.00°

1;;- 0.00% 0.00% 2.17% 3.26% 

Qualifiedof those # -·-86 __ 44_ 42 5 5 -18 15 10 14 - 9 3---0-- O O - -0 - 2 3 

�Identified 234] % 100% 51.16% 48.84% 5.81% 5.81% 20.93% 17.44% 11.63% 16.28% 10.47% 3.49% 0.00% 0.00% 0.00% 0.00% 2.33% 3.49% 

Selected of those # - 3 O 3 O - O 0-- - 2 --0-- 1 o · o o O O o o o 

235 Identified I ___ "" 236 % 100% 0.00% 100.00% 0.00% 1 0.00% 0.00% -66.67% 0.00% 33.33% 0.00% 0.00% 0.00% ().00% 0.00% 0.00% 0.00% 0.00% 

237 Occupational CLF ---- --- - " - " -

238 Job Title/Series: 1382: Food �logy 

239 Position Offering Type: Permanent 

240 Total Received # 34 

241 Voluntarily Identified # _ 23 16 7 " O 1_ 1 ____ 5_ 4 _8 ____ 

o_ J 3 2 o o � ___ 

o_ 

o o 

242 % 100% 69.57% 30.43% 0.00% , 4.35% 21.74% 17.39% 34.78% 0.00% 13.04% 8.70% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

Qualified of those # - 22 - -15 7 0 1 5 4 8 - 0 2 2 0 0 0 0 0 O �Identified 244] % -- 100% 68.18% -3� 0.00% --4.55% 22.73% 18.18% 36.36% "0.00% 9.09% 9.09%-�/o 0.00% 0.00% 0.00% 0.00% 0.00% 

Selected of those # O O - O O -- O - O -0- "- O - O o o ---0 O O - o - - o o 

245 Identified 

246 % - 100% 0% 0% 0% I 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

w Occupational CLF 

248 Job Title/Series: 1801 -General Inspection, Investig�nforcemeri"t, A;d Compliance Series 

249 Position Offering Type: Permanent 

250 Total Received # J __ 1_2_7 __ ----·----·---- -------- ,

----·--------

251 Voluntarily Identified i# 98 49 49 5 I 9 20 I 9 15 27 �. I 3 0 0 O O j 4 1 

252 % -· 100% 50.00% 50.00% ' 5.10% T 9�-20.41%. 9.18% 15.31% 27.5� 4.08°/.;- 3� -0.00% 0.00% 0:00% o.oooio" 4.08% 1.02% 

9 
A B CID IE IF I GI HI I I JI KIL I Ml NI 0 p Q R s 

Table A7: APPLICANTS AND HIRES FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

1-----i -

3 

4 

Employment Tenure TOTAL WORKFORCE Hispanic or Latino White 

6 

7 

Qualified of those # 

All 

97 

-;;i,;i'e 

48 

1

2�lrdentified __ r..J __ _ 12541 '% 

Selected of those 

255 I Identified 

256 'illJ0cc�pational CLF 

1# 

% 

100% 49.48% 

1 

100% 100.00% 

Female 

49 

50.52% 

0 

0.00% 

�Job Title/Series: 1980 - Agricultural Commodity Grading 

� Position Offering Type: Permanent 

260lTotal Received : # 2606 

261 IVoluntaril),' Identified # 

262 % 

Qualif1ed of those - # 

263 I Identified 

264 % 

Selected of those # 

2138 1328 

100% 2-:-11% 

2039 1269 

���Cg2.�4·�· 

120 77 

801 

37.46% 

762 

-----

37.37% 

43 �Identified 1

0 266] . Vo 1� lOO% [Gf17%l 35.83% 

: _ �Occupational CLF [ 100% [ 30.30°/ol 69,70%1 268]Job Title/Series: 2210 - Information Technology Management 

��sition volTotal Offering T_Y£e.:. Pe�anent __ _ 

Received # 302 

�Voluntarily Identified 

272 

Qualified of those 

273 I Identified 

274 

Selectedof those 

275IIdentified 

276 

�Occupational CLF 

278 

-------

# 

% 

# 

% 

# 

% 

233 

- --- 100% 

227 

100% 

5 

100% 

175 

75.11% 

173 

76.21% 

5 

100.00% 

58 

24.89% 

54 

23.79% 

0 

0.00% I 

Male F�� -Male 

5 

5.15% 

--1 0

0.00% 

277 

12:96% 

269 

13:19% 

15 

12:so%] 

12.10°10 I 

28 

12.02% 

28 

12.33% 

1 

9 

9.28% 

0 

0.00% 

136 

6.36% 

134 

6.57% 

6 

5.00% 

42.80%1· 

9 

3.86% 

9 

3.96% 

0 

20 

20.62% 

100.00% 

609 

28A8% 

577 

� 

50 

41�670/o 

':._3,60°/ol

76 

32.62% 

74 

32.60% 

2 

0.00% J 40.00% 

2791Prepared from NFC database and Application System Vendor (Ascendre) 

Female 

9 

9.28% 

0 

0.00% 

317 

14.83% 

300 

14.71% 

18 

15.00% 

16.00%1 

16 

6.87% ----14 

6.17% 

0 

0.00% 

10 

RACE/ETHNICITY 

Black or African 

American 

- -

Male Female 

14 27 

14.43% 27.84% 

0 0 

0.00% 0.00% 

280 258 

13:10% 12:07% 

268 244 

13.14% 11.97% 

7 8 

.83% 6;6�11. 

- - C -i----1 

Non- Hispanic or Latino 

Asian - Native Hawaiian or A

:;;.i;; I�� or Two or more races 

Male 

4 

4.12% 

0 

0.00% 

122 

s:110. 

119 

5.84% 

3 

Other Pacific Alaska Native __ Islander 

Female Male Female 

3 0 

3.ogoio1

----0:00% 

0 0 

0.00% 

39 

1:s2% 

37 

1.81% 

3 

0.00% 

1 

0.05% 

0 

0.00% 

0 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

- Male ··- F� 

0 

0.00% 

0 

0.00% 

3 

0.14% 

2 

0 

0.00% 

0 

0.00% 

4 

0.19% 

4 

0.10% ----

0.20% 

1 1 

0.83% 0.83% 

Male 

4 

4.12% 

0 

0.00% 

25 

1�17% 

25 

1:-23°/o 

1 

0.83% 

Female 

1.03% 

0 

0.00% 

38 

D8% 

36 

� 

6 

5.00.% 

2.90°/ol 6.20°/ol 

2:so% 

0.00%1 0.10°10 I

0.00% 

0.20%'

1 

0.00% 

0.60°/ol 0.90°/o I 3.60°/o 1· 0.20°10 1 0.30% 

39 

16.74% 

39 

17.18% 

1 

20.00% 

25 

10.73% 

23 

10.13% 

0 

25 

10.73% 

25 

11.01% 

1 

0.00% i 20.00% 

4 

1.72% 

0 

0.00% 

4 0 

1.76% 

0 

0.00% 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

2 5 

0.86% 2.15% ---- --

2 5 

0.88% 

0 

0.00% 

2.20% 

0 

0.00% 

2 

0.86% 

2 

0.88% 

0 

0.00% 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table AS: New Hires By Type of Appointment - Distribution by Race/Ethnicity and Sex 

Year= Fiscal Year 2017 

TOTAL RACE/ETHNICITY 

WORKFORCE Hispanic Non-Hispanic or Latino 

or Black or African Native Hawaiian American Two or More 

TYPE OF APPOINTMENT Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

114 75 39 9 4 51 18 11 11 2 5 0 0 1 0 1 1 

PERMANENT 

100% 65.79% 34.21% 7.89% 3.51% 44.74% 15.79% 9.65% 9.65% 1.75% 4.39% 0% 0% 0.88% 0% 0.88% 0.88% 

517 181 336 60 116 39 46 74 166 6 6 0 0 2 2 0 0 TEMPORARY 

100% 35.01% 64.99% 11.61% 22.44% 7.54% 8.90% 14.31% 32.11% 1.16% 1.16% 0% 06/0 0.39% 0.39% 0% 0% 

CLF (2010) 51.86% 48.14% 5.17% 4.79% 38.33% 34.03% 5.49% 6.53% 1.97% 1.93% 0.07% 0.07°io 0.55% 0.53% 0.26% 0.28% 

NON- 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

APPROPRIATED 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

CLF (2010) 51.86% 48.14% 5.17% 4.79% 38.33% 34.03% 5.49% 6.53% 1.97% 1.93% 0.07% 0.07% 0.55% 0.53% 0.26% 0.28% 

Prepared from NFC's database 
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

-·-- ·-------

I ,----...... -1

[�-I 

__ RACE/ETHNICITY 

_c---_i---c- .-1 ____ 

1-· ·---- [ ___ 

I

1 . 

Non- Hispanic or Lati!!.Q__ _ Employment L

TOTAL WORKFORCE 

. 

Hispanic or Latino White Black or African Asian I Native Hawaiian or American Indian or'

Two or more races

Tenure ! 11 American Other Pacific Alaska Native 

1 

___ ----

All -� Ma;� I �e�

ale L !ale �;male j -Male I _ !

em!le _ �--��

:-�malej ��e _.::.. �ma� Ma�!

slat��male ��e

--

Female Male - Female 

Job Series of Vacancy: 0110 - Economist 

Position Offering Type: Permanent 

0 0 0 �;�!'"' 

r- 1- 1 -, -,-·T-, ·1· 0 1- 0 �- 0-r 1 I O - -,-:·-,-

I O r1-, ---r--,-

Qualified--w . - --1 -o - ·

1. j--o··_ - o _ 

- o , -

1 _ - ·o - I o I --o--.

- -o- --o 

__ l--_o o o o o 

· L 100% 0.00% 

. 

100.00% 0.00% 

__� Foo% 0.00% 

. 

0.00% I o.oo%

T Selected I# 2 1 1 o . __ o____ 

1 � 1 

1 

__ E_ ___ o__ o 

0.00% 

0 

% _L:,�o __ __..__ lo 50.00% 

18 

50.00% 

9 

0.00% 

1 

0.00% i

-

I o.o 000% �

i � 

0.00% i 0.00% 0.00% 0.00% ! 0.00% 0.00% 

Relevant # 27 1 - 0 - 0 - 0- - 0 . 0 0 

Aoolicant Pool 

Relevant % 100% 66.67% 33.33% 3.70% 3.70% 

Applicant Pool 

Job Series of Vacancy: 0301 - Miscellaneous Administration And Program 

Position Offering Type: Permanent 

44.44% 22.22% 14.81% 3.70% 

Applications j , I , 

Total I

I

# j 93 

_:

J

8 �

5 6 

, 

11 �

3 · 16 1

�

8 35 

Received 1 1 , : !Qualified '1,# _ �

2 _ _ 

27 _· __ 

65 �11--:: 12 I_ 16_ 8 ; 35 

% _ t 100% 

_ 

29.35% 70.65% .. �2% t.11.96%J 13.o4% 1 17.39% 38.04% 

Selected 

8.70% 

0 

--·-·-

1 1 ,;.. !

3 o 3 

---�-

o_ · o _ J __ 2_. ___ _ 

% ! 100% 0.00% I 100.00% 0.00% I 0.00% 0.00% 

_

6��1�_1__£33% 

Relevant 

Aoolicant Pool 

Relevant 

Applicant Pool 

# 47 9 38 0 1 8 19 1 16 

% 100% 19.15% 80.85% 0% 2.13% 17.02% 40.43% 2.13% 34.04% 

1 

1 

3.70% 3.70% 0% 0% 0% 

0 IO ro TO

' 

0 

Cl"'-�-I ! '·-�- � _

o _

q_ !_ o o 

0.00% 

0 

0% 

0.00% 0.00% 0.00% 

I o o . o

---, 0.00% 1

1 - 0.00%

0---5 1 

2.13% 0% 0% 0% 

0% 0% 

o Io 

o--i-�o0.00% 

0�%1

0 

0% 

0.00% 

0 

0.00% 

0 

0% 

0 

1 

1 

1.09% ----

0.00% 

1 

2.13 
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

------·- ----- -- - -

RACE/ ETHNICITY

_··-_ l ___ ·-1 __ I __ I ·-·· __ [ I- _.L ·- - - -- I __ J --·----

I ---

Employment 

Tenure 

TOTAL WORKFORCE 

All Male Female 

Hispanic or Latino j 

Male Female 

White 

Male Female 

Job Series of Vacancy: 0303 - Miscellaneous Clerk And Assistant 

Position Offering T}'_pe: Permanent 

Total l# 107 36 70 

Applications · _J Received I 

Qualified # 

·

--103__ 33 -ij . 69 

% 

Selected 1•--- - # 

% 

Relevant # 

Aoolicant Pool 

Relevant % 

Applicant Pool 

100% 

2 

100% 

78 

100% 

32.04% 

1 

50.00% 

11 

14.10% 

66.99% 

1 

50.00% 

67 

85.90% 

10 

9 

8.74% 

0 

0.00% 

0 

0% 

23 14 

-- II 

-

.--

23 12 

22.33% 

0 

0.00% 

8 

10.26% 

11.65% 

0 

0.00% 

4 

5.13% 

Job Series of Vacancy: 0343 - Management And Program Analysis 

20 

19 

18.45% 

1 

50.00% 

35 

44.87% 

Position Offeri;

g Type: Per7;3

ne�

t 

72 I 8,-T,T 8 I 32 I

�

:I# 153 72 81 _______j ___ __ 

13_ ----

8____,, 32 26 

Total 

Applications 

Received 

Qualified ·,

% 100% 47.06% 11-----# 3 � .

I % --- 1�%- -!�-�3!� 

Selected 

Relevant 

Aoolicant Pool 

Relevant 

Applicant Pool 

# - 55 11 

% 100% 20.00% 

52.94% 

2 

66.67% 

44 

80.00% 

8.50% 

0 

0.00% 

1 

1.82% 

5.23% 

0 

0.00% 

2 

3.64% 

---- 20.92% 

33.33% 

5 

9.09% 

--- 16.99% 

1 

33.33% 

23 

41.82% 

Black or African 

American 

Male Female 

6 14 

�

5.83% 13.59% 

14

1 l 0 

50.00% 

6 

7.69% 

19 

0.00% 

19 

24.36% 

43 

-- �·· 19 

12.42% 

0 

0.00% 

3 

5.45% 

2 

43 

28.10% 

1 

33.33% 

17 

30.91% 

�on- Hispanic or Latino 

Asian 

Male Female 

3-, 6 

3 

2.91% 

0 

0.00% 

0 

0% 

2 

2 

1.31% 

0 

0.00% 

2 

3.64% 

6 

5.83% 

0 

0.00% 

3 

3.85% 

0 

0 

0.00% ----

0 

0.00% 

0 

0% 

Native Hawaiian or American Indian or Two or more races

Other Pacific Alaska Native _ Islander 

Male I Female Male Female Male Female 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

010 

0 0 

0.00% 

0 

0.00% 

0 

0% 

0.00% 

0 

0.00% 

0 

0% 

1 0 

1 0 

0.97% 

0 

0.00% 

0 

0% 

2 

2 

1.31% 

0 

0.00% 

0 

0% 

0.00% 

0 

0.00% 

0 

0% 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

2 

2 

1.94% 

0 

0.00% 

1 

1.28% 

4 

4 

2.61% 

0 

0.00% 

0 

0% 

5 

5 

4.85% 

0 

0.00% 

2 

2.56% 

1 

1 

0.65% 

0 

0.00% 

2 

3.64% 
Table A9: SELECTIONS FOR INTERNAL, COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

------·---- - - -- - - - - - - --- --

! (

, ____ _________ _ _ 

RACE/ ETH NI CITY 

-- I .. I _ _ 

I _ _ I _ _ -r I _I _ __ ___ - �-· I _1 ___ ... -·--r- 1-.. 

Non- Hispanic or Latino 

Employment I TOTAL WORKFORCE Hispanic or Latino White Black or !'frican Asian r Native Hawai

_

ian or American Indian or Two or more races 

T American Other Pacific 

enure Alaska Native 

Islander 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Job Series of Vacancy: 0401 =_ General Natural Resources Management And Biological Sciences 

Position Offering Type: Permanent 

;,tal # 23 16 I 7 1 - ,--o-1 7 - s s rz- o o o o o t o o o 

Applications 

Received 

_ _ __ 1, __ . r_ 1 ---L- __ 11. _ ------ r_ _, ---" --- --- Qualified :1# • 23 16 7 1 1 0 , 7 5 8 2 j O O j O O O I O I O 0 

{%--=-- 100% 69.57% - 30.43°/o - 4.35% 0.00°/

o

-- 30.43% 21.74% 34.78% 8.70% 0.00°/o I 0.00% J_-0.00Jo 0.00% 0.00% 0.00% 0.00% 0.00%

Selected # _ o _o__ _ o o o o O o o _ o o ___ o _ o _ o o I o o 

% - 100% -0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% -- n -

Relevant # 9 7 2 0 0 7 2 0 0 0 0 0 0 0 0 0 0 

Aoolicant Pool 

Relevant % 100% 77.78% 22.22% 0% 0% 77.78% 22.22% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Applicant Pool 

s- � 

Job Series of Vacancy: 0403 - Microbiology 

Position Offering Type: Permanent 

Total # --12 - s---i--4-T 1 - 2-r-o - -; 2 --7-0 T O -- 0 ---o-, 0 - -� 0-� 0 i O I 0

Applications ' 

Received : ----1- - _.,, - ---

Qualified # 12 s 4 1 2 o _ _2 _ "!_ ___ 

o

�---_ 

o _o� ___ 

o

_ 

o

_

o_ I o o o 

'% 100% 66.67% 33.33% 8.33% 16.67% 0.00% 16.67% 58.33% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

Selected # 0 0 0 0 0 - 0 O -0--·-o- 0 - 0 O --

O O -0-- 0 0 

% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Rele�;;t' - # - 6 - -1 5 z O O 1 2 0 3 0 0 0 0 o o O O 

Aoolicant Pool 

Relevant % 100% 16.67% 83.33% 0% 0% 16.67% 33.33% 0% 50.00% 0% 0% 0% 0% 0% 0% 0% 0% 

Applicant Pool 

3 
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

Employment 

Tenure 

TOTAL WORKFORCE 

All Male Female 

Job Series of Vacancy: 0560 - Budget Analysis 

Position - Offering Type: Permanent 

#

------- 6

Total 

Applications 

Received 

1 Qualified !.! 

% 

Selected # 

11-----% 

Relevant # 

Applicant Pool 

Relevant % 

Applicant Pool 

6 

100% 

1 

100% 

23 

100% 

4--2--i 

4 

66.67% 

0 

0.00% 

5 

21.74% 

2 

33.33% 

1 

100.00% 

18 

78.26% 

l=- I 

Hispanic or Latino White 

Male 

2 

2 

33.33% 

0 

0.00% 

1 

4.35% 

Female Male 

0 2 

0 2 

0.00% li33% 

0 ;i 0 

0.00% 

1 

4.35% 

0.00% 

3 

13.04% 

Female 

0 

0 

0.00% 

0 

0.00% 

5 

21.74% 

Job Series of Vacancy: 0561 - Budget Clerical And Assistance 

Position Offering Typ':.:_.PJrma_n_e_nt ____ _ 

Total # 78 

Applications L· 

Received 

Qualified # -

----% 

Selected 

Relevant 

APPiicant Pool 

Relevant 

Applicant Pool 

# 

% 

# 

% 

77 

100% 

0 

100% 

7 

100% 

26 

26 

33.77% 

0 

0% 

0 

0% 

52 

51 

66.23% 

0 

0% 

7 

100% 

6 I 4 

6 

7.79% 

0 

0% 

0 

0% 

4 

----

5.19% 

0 

0% 

1 

14.29% 

15 19 

15 

19.48% 

0 

0% 

0 

0% 

18 

23.38% 

0 

0% 

3 

42.86% 

RACE/ ETH NI CITY 

Black or African 

American 

Male 

0 

0 

0.00% 

0 

0.00% 

1 

4.35% 

Female 

2 

2 

33.33% 

1 

100.00% 

10 

43.48% 

3 24 

3 

3.90% 

0 

0% 

0 

0% 

4 

24 

31.17% 

0 

0% 

3 

42.86% 

L - I I 

Non- His1?_ani�or Latino 

Asian 

Male 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

Female 

0 

0 

0.00% 

0 

0.00% 

2 

8.70% 

Native Hawaiian or American Indian or Two or more races

Other Pacific Alaska Native Islander 

Male 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

Female 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

Male 

0 -

0 

0.00% 

0 

0.00% 

0 

0% 

Female 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

Male 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

Female 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

1 2 if 0 0 0 ra- 1 2 

1 

1.30% 

0 

0% 

0 

0% 

2 

2.60% 

0 

0% 

0 

0% 

0 

0.00% 

0 

0% 

0 

0% 

0 

0.00% 

0 

0% 

0 

0% 

0 

0.00% 

0 

0% 

0 

0% 

0 

0.00% 

0 

0% 

0 

0% 

1 

1.30% 

0 

0% 

0 

0% 

2 

2.60% 

0 

0% 

0 

0 
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

Employment 

Tenure 

TOTAL WORKFORCE Hispanic or Latino White 

All Male 

'" - --.. ··---·-· . ··- - - ..... 

Job 

��ering 

Series of va·cancy: 1035 - Public Affairs 

!_ype: Permanent 

Total # 19 lO 

Applications I 

Received I 

Qualified # 

% 

Selected # 1..:....:... ____ 0/0 

Relevant # 

Applicant Pool 

Relevant % 

Applicant Pool 

------ 19 10 

100% 

1 

100% 

9 

100% 

52.63% 

1 

100.00% 

5 

55.56% 

Female Male Female 

====='-· 

Male Female 

9 0 0--7 5 

9 0 ---

�- 47.37% 0.00% 

0 0 

0.00% 

4 

44.44% 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0% 

7 

36.84% 

1 

100.00% 

3 

33.33% 

5 

26.32% 

0 

0.00% 

4 

44.44% 

RACE/ ETHNICITY 

Black or African 

American 

Male I Female 

3 

3 

15.79% 

0 

0.00% 

2 

22.22% 

5 

2 

2 

10.53% 

0 

0.00% 

0 

0% 

I _ -- I I_-_ -T 

Non- !:lisp�ic or Latino 

Asian Native Hawaiian or American Indian or Two or more races 

Male Female 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

1 

1 

5.26% 

0 

0.00% 

0 

0% 

Other Pacific Alaska Native 

Islander 

Male Female Male 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

0 0 

0 0 

O.OOo/o- -0.00% 

0 0 

0.00% 

0 

0% 

0.00% 

0 

0% 

Female 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

Male 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

Female 

0 

0 

-0.00% 

0 

0.00% 

0 

0% 
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

- - ------- - --- - ---

-

--.. --=-r--·-

RACE/ETHNIC!TY --

- _ I__ _ l __ _I ___ I __ I 

--- -

Non:.Hispanic or Latino 

Employment TOTAL WORKFORCE 1 Hispanic or Latino I White -------,,-- Black or African Asian Native Hawaiian or American Indian orl Two or more races

Tenure 

All Male Female -----

JobSeries of Vacancy: 1102 - Contracting 

Position Offering Type: Permanent � -#�-�16 Total 

Applications 

Received 

Qualified j

# ,-� ]% - i _ 1EO% 

Selected # 0 - - % - 100% 

Relevant # 21 

Aoolicant Pool 

Relevant % 100% 

Applicant Pool 

118 ! 97 

116 96 

54.46% - 45.07% 

o I ----

o 

-

0% 0% 

9 12 

42.86% 57.14% 

T 

- - ... __ ..._._ ...

Job Series of Vacancy: 1109 - Grants Management 

Position Offering Type: Permanent 

# 19 3 I

16 Total 

Applications II • 

Received I 

Qualified ___ 1....-s._ __ # 19 3 16 

---

% - 100% 15.79% 84.21% 

-

Selected # 1 0 1 

---

- % 100% 0.00% 100.00% --� ft 

Relevant # 17 6 11 

Aoolicant Pool 

Relevant % 100% 35.29% 64.71% 

Applicant Pool 

Male 

17 

- -

17 

7.98% 

0 

0% 

0 

0% 

2 

2 

-10.53% 

0 

0.00% 

1 

5.88% 

American 

-----

Female Male Female Male Female 

-----------

1-1

6

-r

57 I 

16 _, ___ 57 

I 

I 

7.51% J --26.76% -

0 0 

0% j 0% 

1 6 

4.76% 28.57% 

2 r

0 

2 0 

·--� -

-10.53% 0.00% 

0 0 

0.00% 0.00% 

1 2 

5.88% 11.76% 

I 

24 l 34 so 

24 32 i 49 

11.27% -15.02% 1 _ 23.00% 

0 

0% 

4 

19.05% 

1 

1 

5.26% 

-0 ---

0% -

3 

14.29% 

1 I 

1 

5.26% 

0 

0% 

6 

28.57% 

11 

11 

-- 57.89% 

0 0 ------

0.00% 0.00% 

6 3 

ft 

35.29% 17.65% 

6 

0 

0.00% 

3 

17.65% 

Other Pacific 

Islander 

Male Female Male Female 

I 7 I 2 0 I 0 

n7 --r 2 - C-_o_ 0 

3.29% 0.94% 0.00% to.ooo;; 

0 0 0 r 0 

0% 0% 0% 0% 

n n 

0 1 0 0 

0% 4.76% 0% 0% 

0 ' 2 ' 0 I 0 

0 2 0 0 

0.00% 10.53% ____ 

0.00% 0.00% 

, - -

0 1 0 0 

0.00% 100.00% 0.00% 0.00% 

=

0 0 0 0 

0% 0% 0% 0% 

I 

Alaska Native 

Male Female 

0 I 0 I 

0 0 

0.00% 0.00°; -

0 - 0 

·-- - 0% 0% 

0 0 

0% 0% 

0 0 

0 0 

0.00% 0.00% 

0 0 

0.00% 0.00% 

0 0 

0% 0% 

Male Female 

1 I 4 

1 4 

0.47% 1.88% 

0 0 

0% 0% 

0 0 

0% 0% 

0 i 0 

0 0 

0.00% 0.00% 

0 0 

0.00% 0.00% 

0 1 

0% 5.88% 
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE - PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex

_,_.....-... 

- --· --- --

1 ----·

I. __ _ I __ 1 - RACE/ ETH NI CITY 

_-[ , I_ I L 

Employment ,, TOTAL WORKFORCE Hispanic or Latino White I 

-- . -

Black or African 

Non- Hispanic or Latino 

Asian f Native Hawaiian or American Indian or Two or more races 

Tenure American Other Pacific 

Islander 

All Male Female Male Female Male Female Male Female Male Female Male Female 

- ---------- ---- _,, .. ____ -· -·-·- -··----�- - ---·--

Job-Series of Vacancy: 1146 - Agricultural Marketing 

Position Offering Type: Permanent 

Total 

Applications 

Received 

Qualified 

Selected 

Relevant 

Aoolicant Pool 

Relevant 

Applicant Pool 

r;�, 

,1 

--# - % - # -- % - # 

% 

I 

== ��----

337 194 140 32 12 1- 104-

320 184 

100% 57.50% 

15 8 

100% 53.33% 

295 174 

100% 58.98% 

I I " I -

� _E3 _r 29--r-11 

- -i

41.56% 9.06% 3.44% 

7 2 0 

46.67% 13.33% 0.00% -

121 15 7 

41.02% 5.08% 2.37% 

101 

31.56% 

5 

33.33% 

138 

46.78% 

Job Series of Vacancy: 1147 - Agricultural Market Reporting 

Position Offering Type: Permanent 

---1r

= 

ll _

# 

Applications 

Received 

Qualified # 

--- % 

Selected # 

--

% ----n - -

Relevant # 

Aoolicant Pool 

Relevant % 

Applicant Pool 

-

-

-

( -31 = �20---, 11 

11 

'--- ---

30 

100% 

7 

100% 

150 

100% 

19 11 

63.33% 36.67% -- ---- 6 1 

85.71% 14.29% 

n 

91 59 

60.67% 39.33% 

r 4 I 

I 

4 

13.33% 

2 

28.57% 

7 

4.67% 

0 14 

- �- -

0 14 ----

-0.00% 46.67% 

0 4 

0.00% 57.14% 

-

4 71 

2.67% 47.33% 

I

I 

! 

- -

67 ,- -· 

I 35 

'. I 

42 r 13 

6

3 - - 32-, . 40- ,- 13 

19.69% 

6 

40.00% 

96 

32.54% 

6 

6 

20.00% 

1 

14.29% 

44 

29.33% 

10.oci0i; -12�50% 4.06%

0 

0.00% 

n 

12 

4.07% 

1 

-I 

0 

0.00% 

0 -

0.00% 

n 

11 

7.33% 

7 

1 

6.67% 

15 

5.08% 

4 i 

- I

--4 -

-13.33% 

0 

0.00% 

11 

7.33% 

1 

6.67% 

7 

2.37% 

0 

-

0 

0.00% 

0 

0.00% 

1 

0.67% 

1-s 1 0 I 

- -�---

n 

i 

8 0 

2.50% 0.00% 

-- - 0 0 

0.00% 0.00% 

3 0 

1.02% 0% 

0 I 0 

- -

0 0 

0.00% 0.00% --- 0 0 

0.00% 0.00% 

0 1 

0% 0.67% 

lj 

i 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

Alaska Native 

Male Female 

0 1 i 

0 1 

-0�00% roJ1 %-

0 ---· 

o I -

0.00% 0.00% 

1 0 

0.34% 0% 

0 ' 0 

--------

0 0 

0.00% - 0.00% 

0 0 

0.00% 0.00% 

0 0 

0% 0% 

i 

Male Female 

8 6 

7 J 6 

2.19% 1.88% 

0 0 

0.00% 0.00% 

1 0 

0.34% 0% 

0 ! 1 

-

0 1 

0.00% 3.33% 

0 0 

0.00% 0.00% 

0 0 

0% 0% 
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

RACE/ ETH NI CITY 

..I ____ .. _____ .. _ ----·-1 

_ l ___ J __ __ __ 

·

1 - I --- --·------·--1- -- ... _ J _ I _____ .I _________ I

Employment 

Tenure 

TOTAL WORKFORCE Hispanic or Latino 

All Male Female j Male I Female 

Job Series of Vacancy: 1147 - Agricultural Market Reporting 

Position Offering Type: Temporary 

Total # ! 6! 

-r1 Applications , :

, 

Received --

Qualified

Selected 

# 6 

% -------100% 

· -

1 

1 

16.67% 

0 

.---

··--a

5 0 

:�5 _J- �- "· 

83.33% 0.00% 

0 

0.00% 

-· - -.... -

1 0 0

J

!" 1 

_ I 10

�

0

10 · 0.00% 100.00% 0.00% ·· 0.00% 

,I%

Relevant # 0 0 0 0 0 

Aoolicant Pool 

Relevant % 0% 0% 0% 0% 0% 

Applicant Pool 

Job Series of Vacancy: 1301 - General Physical Science 

Position Offering Type: Permanent 

White Black or African 

American 

Non- Hispanic or Latino ______ _ 

Asian . j"Nati-;e\iawa�

ian or American India�·;r Two or more races

Other Pacific Alaska Native 

Islander_ _ 

Male 

I 

Female Male Female Male Female Male Female 

-�a

l';LFema.::.....J. 

Male-.. ·---

Female .... 

0- --,-.---1 �1-1 01- -0 ro ...... 

-- -- ---,�· - o • 1 __ 1 

__ o 4 _. __ 1_/ I o l--- ---

_ 

o_, __ 

o _ 0.00% 116.67% o.oo<JS_ _ 66.67% 16.�7% j-0.00% jo':iio% 0.00% 

o.60o/o I ioioo% · a.oil% f o.oil0

1;·- --a.oil% •. a.oil% r-o.�% I 0.0

�

0% 

0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 

0 0 i 0 0 

''"'""� --�·-·· 

0 -· 

0�1_0 _ 0 

0.00% 0.00% 1 ?,00% 0.00% 

--0 - o I o 0

0.00% -� . 0.00% - 0.00% 0.00%

0 0 0 0 

0% 0% 0% 0% 

Total I# 9 • 7 I 2 I O 

Applications 

Received 

------.,-----·---- ----' '·--_J 

Qualified j# 9 7 2 · 0 · 

)% 100% 77.78% 2� � 

' l 2 r �-,, 0-i-i-o .. -·-o--:- 0

i , o , � L-0--1 o o 

·r'�._o;0.�

0

:� 55.SWo -9.:£0_!0 �=-�O� 0.00% --

0 .- 0 

0 0 

0.00% I

! 0.00% 

Selected I# _ 0 

·--

o-,·-o· --

0

--

- !/% ......,

,. 100% 0% j 0%" 0_'.'!� 

0 , 0 0 0 I O O 1 0 0 j O O 0 

0% I 0%- 0010 0% i 0% 0% 0% 0% i" 0% 0% 0% 

Relevant # 1 1 O O 0 0 0 0 0 0 0 0 0 0 

Aoolicant Pool 

Relevant % 100% 100% 0% 0% 0% 0% 0% 100% 0% 0% 0% 0% 0% 0% 0% 

Applicant Pool 

8 

�-""'-·--� 

0 0 

0% 0% 

0 0 

0% 0% 
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

Employment 

Tenure 

TOTAL WORKFORCE 

All Male Female 

Job Series of Vacancy: 1320 - Chemistry 

�sition Offering !ype: Perm _

an

_

e

_

n_

t _____ _ 

Total # 19 11 8 

Applications 

Received 

1

Qualified # 19 -ii_l_ 8 

% 

Selected # 

% 

Relevant # 

Aoolicant Pool 

Relevant % 

Applicant Pool 

100% 

2 

100% 

23 

100% 

57.89% 

0 

0.00% 

17 

73.91% 

42.11% 

2 

100.00% 

6 

26.09% 

Job Series of Vacancy: 1382 • Food Technology 

Position Offering _!ype: ��anent 

Total 

Applications 

Received 

# 6 4 2 

# 6 

% 

# 

100% 

0 

Qualified - GG.67% 33.33% 'o -----o

4 2 

Selected 

11 -- - % 

Relevant # 

Aoolicant Pool 

Relevant % 

Applicant Pool 

100% 0% 

8 2 

100% 25.00% 

0% 

6 

75.00% 

Hispanic or Latino 

Male Female 

1 

1 

5.26% 

0 

0.00% 

0 

0% 

1 

1_j 

5.26% 

0 

0.00% 

0 

0% 

-1 

White 

Male Female 

4 

4 

21.05% 

0 

0.00% 

11 

47.83% 

4 

4 

21.05% 

1 

50.00% 

5 

21.74% 

0 1 , 1 1 

0 

--- 0.00% 

0 

0% 

0 

0% 

1 

16.67% 

0 

0% 

0 

0% 

1 

16.67% 

0 

1 

16.67% 

0 

0% 0% 

2 4 

25.00% 50.00% 

RACE/ETHNICITY 

I_ 

Black or African 

American 

Male Female 

[_ I . -

1

· - --

Non- Hispanic or Latino 

Asian 

Male Female 

Native Hawaiian or American Indian or Two or more- races 

Other Pacific Alaska Native 

Islander 

Male Female Male Female Male Female 

6 

------,--0-

2 0 0 0 0 0 0 

_.?__]- -"-_ -

2 

31.58% 

0 

0.00% 

4 

17.39% 

3 

3 

10.53% 

1 

50.00% 

1 

4.35% 

----

0 

0 

50.00% .__£.0-9!0 

0 0 

0% 

0 

0% 

9 

0% 

0 

0% 

T' 

0 

0.00% 

0 

0.00% 

2 

8.70% 

0 

0 

0.00% 

0 

0% 

0 

0% 

0 0 ,- 0 

0.00% 0.00% 1 0.00% 

0 0 0 

0.00% 

0 

0% 

0 

0.00% 

0 

0% 

0 

0 0 

0.00% 

0 

0% 

1 

12.50% 

0.00% 

0 

0% 

0 

0% 

0.00% 

0 

0% 

0 

0 

0.00% 

0 

0% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0 

0.00% 

0 

0% 

0 

0% 

0 

Too% 

0 

0.00% 

0 

0% 

0 

0 

0.00% 

0 

0% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0 

0.00% 

0 

0% 

0 

0% 

1 

5.26% 

0 

0.00% 

0 

0% 

0 

0 

0.00% 

0 

0% 

1 

12.50% 
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

- -- ---

RACE/ ETHNICITY 

I_ �] I 

Non..: l:lispani� or Latino ___ 

Employment ' 

Tenure ' 

TOTAL WORKFORCE Hispanic or Latino White Black or African 

American 

•---·- � � �.I, -- - � �,� -·- - -" � �'" -·-�·-· . �' ·-� 

Job Series of Vacancy: 1so{:-c;ii"neral Inspection, Investigation, Enforcement;·And Compliance Series·· --- - - - ...

Position Offering Type: Permanent 

Asian 

Female 

-·"-'' - I

Native Hawaiian or American Indian or Two or more races

Other Pacific Alaska Native 

Islander 

Male Female Male Female Male Female 

··-·- -- -·------, __ . __ 

- - ----- - - - . ---- 9- r --- I I Total # 98 

Applications 

Received 

-- ·-·-------·--

Qualified 

Selected 

Relevant 

Applicant Pool 

Relevant 

Applicant Pool 

# 97 

% 

# 

% 

# 

% 

- --

-

- -

-

100% 

1 

100% 

17 

100% 

49 

- ---48 

49.48% 

1 

100.00% 

10 

58.82% 

49 5 

---- 49 5 

50.52% 5.15% 

0 0 

0.00% 0.00% 

7 1 

41.18% 5.88% 

Job Series of Vacancy: 1980 - Agricultural Commodity Grading 

!�!_!ion Offering Type: P!!:..,11!,a��t 

Total # 388 

Applications 

Received 

Qualified '# -- --- 363 

% I ----100% 

Selected J# - 29 

% - 100% 

--

Relevant # 1067 

Applicant Pool 

Relevant % 100% 

Applicant Pool 

257 

240 -

66.12% --- 21 

72.41% 

676 

63.36% 

= 

128 51 

----

120 -----

49 

33.06% ----

13.50% 

8 5 

27.59% 17.24% 

391 75 

36.64% 7.03% 

! 

20 I 9 

--·-- -ri·'"-- 9 

9.28% 

0 

0.00% 

1 

5.88% 

25 

20 9 -- - - --

20.62% 9.28% 

1 0 

I 100.00% 0.00% 

6 4 

35.29% 23.53% 

107 37 

. 

I I __ 

---

24 -98 

6.61% ----

27.00% -

0 10 

0.00% 34.48% 

51 488 

4.78% 45.74% 

32 

8.82% 

2 

6.90% 

264 

24.74% 

15 27 4 I 3 0 I 0 0 I 0 4 1 

--·--

..!�- 27 4 3 0 0 0 0 4 1 

14.43% 27.84% 4.12% 3.09% 0.00% 0.00% 0.00% 0.00% 4.12% 1.03% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

� 

3 0 0 1 0 0 0 1 0 0 

17.65% 0% 0% 5.88% 0% 0% 0% 5.88% 0% 0% 

66-� 47 I -3ol- 8 

--

0 ...,.. 0 - 1 -0 ' 1 2 f 9 

63 46 28 8 0 0 0 ---1 2 8 

17.36% 12.67% 7.71% 2.20% -0.00% 0.00% 0.00% --

0.28% 0.55% 2.20% 

I -

3 1 2 1 

I 

0 0 0 1 1 2 

10.34% 3.45% 6.90% 3.45% 0.00% 0.00% 0.00% 3.45% I 3.45% 6.90% --

79 44 22 20 0 1 11 10 1 1 

7.40% 4.12% 2.06% 1.87% 0% 0.09% 1.03% 0.94% 0.09% 0.09% 

10 
Table A9: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS FOR MAJOR OCCUPATIONS by Race/Ethnicity and Sex 

I 

RACE/ ETH NI CITY 

I "I I _ 

_ �on- Hispanic or Latino 

Employment 

Tenure 

TOTAL WORKFORCE Hispanic or Latino White Black or African 

American 

Asian Native Hawaiian or American Indian or Two or more races 

Other Pacific Alaska Native 

Islander 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

"-- -·------ - -------- -------- .. __________ ---- - --- -------------· --------- ..... 

Job Series of Vacancy: 2210 - Information Technology Management 

· · · -

Position Offering Tv.pe: Permanent -----

Total 

Applications 

Received 

# 120 

I Qualified r#----:i--120 

% 100% 

Selected # - - 3

% 

Relevant # 

Aoolicant Pool 

Relevant % 

Applicant Pool 

100%

80 

100% 

96 24 

96 24 

30:00% ' 20.00% 

3 0 

100.00% 

52 

65.00% 

0.00% 

28 

35.00% 

10 

10 

8.33% 

0 

0.00% 

2 

2.50% 

Prepared from NFC database and Application System Vendor (Ascendre) 

3 

3 

2.50% 

0 

0.00% 

2 

2.50% 

55 

55 

45.83% 

1 

33.33% 

19 

23.75% 

10 16 

10 16 

8.33% 

0 

13.33% 

1 

0.00% 33.33% 

10 15 

12.50% 18.75% 

11 

8 

8 

6.67% 

0 

13 

13 

10.83% 

1 

0.00% 33.33% 

13 11 

16.25% 13.75% 

1 0 

� -=-�o- :I 

0.83% 0.00% 

0 0 

0.00% 

3 

3.75% 

0.00% 

0 

0% 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0 

0.00% 

0 

0.00% 

3 

3.75% 

0 

0 

0.00% 

0 

0.00% 

0 

0% 

Male 

2 

2 

1.67% 

0 

0.00% 

2 

2.50% 

Female 

2 

2 

1.67% 

0 

0.00% 

0 

0% 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table AlO: NON-COMPETITIVE PROMOTIONS - TIME IN GRADE - Distribution by Race/Ethnicity and Sex 

Year= Fiscal Year 2017 

TOTAL RACE/ETHNICITY 

WORKFORCE Hispanic Non-Hispanic or Latino 

TYPE OF APPOINTMENT or Black or African Native Hawaiian American 

Latino White American Asian or Other Pacific Indian or 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

Total Employees 

Eligible for Career 188 112 76 10 9 78 32 15 19 3 9 1 0 2 1 

Ladder Promotions 100% 59.57% 40.43% 5.32% 4.79% 41.49% 17.02% 7.98% 10.11% 1.60% 4.79% 0.53% 0% 1.06% 0.53% 

Time in grade in excess of minimum 

1 - 12 months 23 13 10 1 0 9 5 2 2 1 3 0 0 0 0 

100% 56.52% 43.48% 4.35% 0% 39.13% 21.74% 8.70% 8.70% 4.35% 13.04% 0% 0% 0% 0% 

13 - 24 months 6 3 3 0 0 3 1 0 1 0 1 0 0 0 0 

100% 50.00% 50.00% 0% 0% 50.00% 16.67% 0% 16.67% 0% 16.67% 0% 0% 0% 0% 

25+ months 12 5 7 1 0 3 4 0 2 0 0 0 0 1 0 

100% 41.67% 58.33% 8.33% 0% 25.00% 33.33% 0% 16.67% 0% 0% 0% 0% 8.33% 0% 

Prepared from NFC's database 

Two or More 

Races 

Male Female 

3 6 

1.60% 3.19% 

0 0 

0% 0% 

0 0 

0% 0% 

0 1 

0% 8.33% 
Table A11: INTERNAL SELECTIONS FOR SENIOR LEVEL POSITIONS (GS 13/14, GS 15, AND SES) by Race/Ethnicity and Sex 

1 RACE/ETHNICITY 1 - - ----- ---�----------"----------·--------- - - ·--- --.. --- ---.. , --- . ----

I �WV 

I 

j ---1--·- 1---1--1- ·-

1 

·· - 1- - - __ L

-��-L

1 , . ll;lon- Hi�.e_a_!!ic (?r Latino __ Hispanic or Latino I White �

-

Black or _African I Asian · Native Hawai

_ Employment ian or J American Indian or 

Tenure 

TOTAL WORKFORCE 

A� _

j Male 

Grade(s) of Vacancy: 13 

Position Offering Type: Permanent 

Female 

! I American Other Pacific Alaska Native 

----- ---- ·------· ------ -

Male Female Male Female 

___ _ __ . ________ Islander _ _ _ 

· Male Female Male Female I Male L Female I Male Female --- -� ----·�-·-- - -

- - - --

 -...... - ·--· -

0 :��:

catio

n

s

# 

-- ---163 T 10

8

- -,, T 26 r 9 rss-;--"[-' 16 • 5

I 3 r -,----,----r- 0 a_

R

eceiv

ed 

__ l ___ '·------- --------·----- __ _ , -'---' I _ _ _ ___ _ 

----- t/o _ 100% �26% _ 33.74% , 15.95% J_ 5.52% __ 33.74%_ 14.11% _9.20% 9.82% 3.07% i_l.84% 0.00% �

0.00%_ 0.00% 0.00% 

Qualified # 157 104 53 25 I 9 53 21 i 15 16 5 3 ] 0 0 I O 0 

% 11 100% 66.24% 33.76% ,; 15.92% � 5.73%_ .l 33.76% 13.38%9.� 10.19% 3.18°

/� 1.91% _,_ �00% :�0% -�_0.00% __ 0.00% 

Selected # 15 10 5 3 0 I 7 3 0 2 O O O l O L_ _ O O 

0/o 1000/o � 66.67% 33.33% 20.00% 0.00% 46.67% ii 20.00% � 0.00% 13.33% I 0.00% i 0.00o/;;-'·ci:'oo'%-0l)()D/o ro�0()0�-0.000/o

Relevant # - 276 150 126 16 4 106 81 22 37 3 · 3 O 1 · 2 O

Applicant 

Pool 

Relevant % 

Applicant 

100% 54.35% 45.65% 5.80% 1.45% 38.41% 29.35% 7.97% 13.41% 1.09% 1.09% 0% 0.36% 0.72% 0% 

Two or more races 

Male Female 

5 4 

3.07% 2.45% 

4 4 

2.55% 2.55% 

o_·_· i--�-=

0.00% 0.00% 

1 0 

0.36% 0% 

Pool ,..,_------------�- ....... _.....___ --· ... -·"""-'=- � 

Grade(s) of Vacancy: 13 

Position Offering Type: Temporary 

Totai - · f# - -j i - Applications

R

eceiv

ed 

------ o7; - --j 100% 

Qualified # 1r-·-1 -

% 

Selected # , ----§ Relevant 

Applicant 

Pool 

# 

Relevant % 

Applicant 

Pool 

100% 

--

1---il 

100% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

100.00% I 0.00%

--1 .--- 1

!- -0-

o 

-"T--

o

-·"

0.00% 

0 

0.00% 

0 

1J0 -- 0 

1oo:ii[% ! �00% . o.oo� 

1 0 0 

0 -r- 0 --- :-

0.00% I 0.00% ! 0.00% 

o a-1 -o

o I o 

I 0.00% 0.00% 

100.00% i 0.00% i 0.00% I 0.00% 100.00% , 0.00% , o.oo

.

% � 0.00% 

1 0 0 I O 1 0 . 0 0 

�i_ 0.00% j c-_ 0.00% � --cd�% --"" 

100.00% 0.00% 0.00% 0.00% i 100.00% I 0.00% 0.00% �l 

o-'-a --o-... a - o - o - -o- ----o

0% 0% 0% 0% 0% 0% 0% 0% 

1 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0% 

. o I o 

0.00% 

0� 

0% 

0.00% 

0-

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0 

----

0.00% 

0 

O���D/0 

o-i-o 

' -

0.00% 

-0" 

0% 

0.00% 

0 

0% 
Table A11: INTERNAL SELECTIONS FOR SENIOR LEVEL POSITIONS (GS 13/14, GS 15, AND SES) by Race/Ethnicity and Sex 

RACE/ET_!IN�CITY 

FY 2017 

_.J-=--�-- �L�-- _1=-_1 __ . _ I __ I 

Non- Hispanic or Latino 

Employment I TOTAL WORKFORCE ! Hispanic or Latino - White --i Black or �frican ·- Asian. ·- lNaiiveHawai_ian 01. American Indian or Two or more races,

T American Other Pacific , Alaska Native enure I Islander ' 

--- � 

� _

- Mal:_--Female j Male Female - Male Female Male Female I Male Female · M;le Female '· Male Fema� Male Female 

Grade(s) of Vacancy: 14 

Position Offering Type: Permanent 

Total # 173 114 59 17 4 54 I 21 20 30 16 2 i O • O ' 1 O 3 2 

Received , _ 

Applications 

� % 100% 65.90% , 34.10% 9.83% 2.31% 31.21% 12.14% 11.56% 17.34% 9.25% 1.16% 0.00% 0.00% 0.58% 0.00% 1.73% 1.16% 

Qualified -#-- - 172 - 114 5_8_!

_ 17 I 4 f-54 TI 21 20 29- I 16 - -2---0

- [ 0- 1 - O - 3

-

2 

% - =-- 100°

/� ,}6.28%

.

-�. :_!.88% � 2.33°/

o J 31.40% .J 12.21 % 11.63%- -16.86°/aJ 9.30� 1.16% 0.00% f 0.90% _

I

· 0.58% 0.00% _].74% I 1.16% 

Selected # 5 ' 2 3 I O 1 O O l 3 O O ·1 2 O O O O O O 0 

% - 100% - 40� 60.00% - 0.00% 0.00% 0.00% -60.00%- 1 0.00% 0.00°

1;- 40.00% I 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

Relevant # 280- - ill- 107 12 - 8 114 57 . 27 -- - 33 15 8 0 0 5 1 0 0 

Applicant 

Pool 

Relevant % 100% 61.79% 38.21% 4.29% 2.86% 40.71% 20.36% 9.64% 11.79% 5.36% 2.86% 0% 0% 1.79% 0.36% 0% 0% 

Applicant 

Pool _ 

Grade(s) of Vacancy: 15 

Position Offering Typ

_

e:

_

P_e_rm__an_e__

n

_

t ________ _ 

Tota! , 1# . 95 57 37 r 6 ! 5 l 27 r· -15 ( 16 ' 14 r

.

· - 7 I 2 i -0- 0 j O O 1 0 

Appli�at1ons J I i I 

Received I 

I 1 % - -1-100% -

1 

60.00% 38.95% 6.32% 5.26% ' 28.42% i 15.79% II 16.84% 14.74% 7.37% 2.1i% ' 0.00% 0.00% · I 0.00% 0.00% 1.05% 0.00% 

Qualified # ___ I 95 57 - 3

7 

6 -�-. -27 15_ -L 16 . 14 7 - 2_'- O - O - _-_? -0 _ 1 _ O 

% 100% I 60.00% 38.95% 6.32% 5.26% 28.42% 15.79% 16.84% 14.74% 7.37% I 2.11% . 0.00% 0.00% 0.00% 0.00% 1.05% 0.00% 

---· --- - - - -- -

Selected # 2 1 1 0 O 1 1 0 O O O O O O O O O - - - ------ - ---- ---- --- -

% 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% 

Relevant # - 119 - � - 67 - 52 3 2 - 55 34 5 12 3 3 O O O 1 1 O 

Applicant 

Pool 

Relevant % 100% 56.30% 43.70% 2.52% 1.68% 46.22% 28.57% 4.20% 10.08% 2.52% 2.52% 0% 0% 0% 0.84% 0.84% 0% 

Applicant 

Pool �--·- --�- -·---

I

- _ , _

Prep_ared from NFC database and AJJplicati.<>__n_iystem Vendor (Ascendre) 

2 
All Male Female Male Female Male Female Male Female Male Female Male Female Male 

Slots

50 21 29 1 1 14 18 4 8 1 1 0 0 0 

21 11 10 2 1 7 8 2 1 0 0 0 0 0 

Slots

37 16 21 0 0 15 10 4 5 1 1 0 0 0 

28 16 12 1 13 8 3 3 0 0 0 0 0 

Slots

0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 

Prepared from AgLearn database and NFC

TYPE OF APPOINTMENT

TOTAL RACE/ETHNICITY

WORKFORCE Hispanic

or

Latino

Non-Hispanic or Latino

American or Other Pacific Ind

Islander Alask

White

Black or African

Asian

Native Hawaiian Am

"Relevant Applicant Pool" = all employees in the next lower pay grade and in all series that qualify them for the position announced.

U. S. DEPARTMENT OF AGRICULTURE

AGR. MARKETING SERVICE

Table A12: Participation in Career Development - Distribution by Race/Ethnicity and Sex

Year = Fiscal Year 2017

Career Development Programs for GS 5-12:

Applied

Participants

Career Development Programs for GS 13 - 14:

Applied

Participants

Career Development Programs for GS 15 and SES:

Applied

Participants
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

Note: The green shaded areas indicate Highs between genders and the emplovee P-OP-Ulation 

TOTAL RACE/ETHNICITY 

WORKFORCE Hispanic Non-Hispanic or Latino 

Type of Award or Black or African Native Hawaiian American Two or More 

Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

TIME-OFF AWARDS - 1-9 HOURS 

Total Time-Off 10 5 5 1 1 3 3 0 0 1 1 0 0 0 0 0 0 

Awards Given 100% 50.00% 50.00% 10.00% 10.00% 30.00% 30.00% 0% 0% 10.00% 10.00% 0% 0% 0% 0% 0% 0% 

Total Hours 68 36 32 8 8 20 16, 0 0 8 8 0 0 0 0 0 0 

Average Hours 7 7 6 8 8 7 5 0 0 8 8 0 0 0 0 0 0 

TIME-OFF AWARDS - 9+ HOURS 

Total Time-Off 19 2 17 0 1 2 9 0 6 0 1 0 0 0 0 0 0 

Awards Given 100% 10.53% 89.47% 0% 5.26% 10.53% 47.37% 0% 31.58% 0% 5.26% 0% 0% 0% 0% 0% 0% 

Total Hours 378 48 330 0 24 48 166 0 122 0 18 0 0 0 0 0 0 

Average Hours 20 24 19 0 24 24 18 0 20 0 18 0 0 0 0 0 0 

CASH AWARDS - $100 - $500 

Total Cash Awards 123 50 73 6 11 24 35 14 23 3 2 0 0 2 1 1 1 

Given 100% 40.65% 59.35% 4.88% 8.94% 19.51% 28.46% 11.38% 18.70% 2.44% 1.63% 0% 0% 1.63% 0.81% 0.81% 0.81% 

Total Amount 49376 20049 29327 2373 4652 9155 13838 5980 9350 1241 827 0 0 841 354 459 306 

Average Amount 401 401 402 396 423 381 395 427 407 414 414 0 0 421 354 459 306 

CASH AWARDS - $500+ 

Total Cash Awards 1075 534 541 40 30 369 337 83 149 32 20 1 0 4 2 5 3 

Given 100% 49.67% 50.33% 3.72% 2.79% 34.33% 31.35% 7.72% 13.86% 2.98% 1.86% 0.09% 0% 0.37% 0.19% 0.47% 0.28% 

Total Amount 1385380 717172 668208 44223 33401 527363 428404 96420 174329 40046 26601 765 0 3912 1965 4443 3508 

Average Amount 1289 1343 1235 1106 1113 1429 1271 1162 1170 1251 1330 765 0 978 983 889 1169 

QUALITY STEP INCREASES (QSI) 

Total QSI's Awarded 16 7 9 0 2 6 4 1 3 0 0 0 0 0 0 0 0 

100% 43.75% 56.25% 0% 12.50% 37.50% 25.00% 6.25% 18.75% 0% 0% 0% 0% 0% 0% 0% 0% 

Total Benefit 41965 19309 22656 0 4577 16847 10131 2462 7948 0 0 0 0 0 0 0 0 

Average Benefit 2623 2758 2517 0 2289 2808 2533 2462 2649 0 0 0 0 0 0 0 0 

Prepared from NFC's database 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

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

Year= Fiscal Year 2017 

TOTAL RACE/ETHNICITY 

WORKFORCE Hispanic Non-Hispanic or Latino 

or Black or African Native Hawaiian American Two or More TYPE OF SEPARATION Latino White American Asian or Other Pacific Indian or Races 

Islander Alaska Native 

All Male Female Male Female Male Female Male Female Male Female Male Female Male Female Male Female 

VOLUNTARY 

148 78 70 10 5 47 50 9 11 9 3 0 0 2 0 1 1 

100% 52.70% 47.30% 6.76% 3.38% 31.76% 33.78% 6.08% 7.43% 6.08% 2.03% 0% 0% 1.35% 0% 0.68% 0.68% 

7 3 4 1 0 2 2 0 2 0 0 0 0 0 0 0 0 

INVOLUNTARY 

100% 42.86% 57.14% 14.29% 0% 28.57% 28.57% 0% 28.57% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL SEPARATIONS 

155 81 74 11 5 49 52 9 13 9 3 0 0 2 0 1 1 

100% 52.26% 47.74% 7.10% 3.23% 31.61% 33.55% 5.81% 8.39% 5.81% 1.94% 0% 0% 1.29% 0% 0.65% 0.65% 

TOTAL WORKFORCE 2087 1157 930 108 84 818 579 162 203 47 42 1 1 16 12 5 9 

100% 55.44% 44.56% 5.17% 4.02% 39.20% 27.74% 7.76% 9.73% 2.25% 2.01% 0.05% 0.05% 0.77% 0.57% 0.24% 0.43% 

CLF (2010) 51.86% 48.14% 5.17% 4.79% 38.33% 34.03% 5.49% 6.53% 1.97% 1.93% 0.07% 0.07% 0.55% 0.53% 0.26% 0.28% 

Prepared from NFC's database 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B1: Total Workforce - Distribution by Disability [OPM Form 256 Self-Identification Codes] 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

EMPLOYMENT TENURE Disability Identified [02-99] 

All 

Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

[05] [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

3534 3178 81 275 88 0 0 37 19 1 1 7 2 1 19 0 1 

Prior FY 

100% 89.93% 2.29% 7.78% 2.49% 0% 0% 1.05% 0.54% 0.03% 0.03% 0.20% 0.06% 0.03% 0.54% 0% 0.03% 

3524 3170 78 276 86 0 0 35 20 1 3 6 2 0 18 o · 1 Current FY 

100% 89.95% 2.21% 7.83% 2.44% 0% 0% 0.99% 0.57% 0.03% 0.09% 0.17% 0.06% 0% 0.51% 0% 0.03% 

EEOC Federal Goal 2.00% 

Difference -10 -8 -3 1 -2 0 0 -2 1 0 2 -1 0 -1 -1 0 0 

Ratio Change 0% 0.03% -0.08% 0.05% -0.05% 0% 0% -0.05% 0.03% 0% 0.06% -0.03% 0% -0.03% -0.03% 0% 0% 

Net Change -0.28% -0.25% -3.70% 0.36% -2.27% 0% 0% -5.41% 5.26% 0% 200.00% -14.29% 0% -100% -5.26% 0% 0% 

PERMANENT 

2080 1802 70 208 66 0 0 24 13 0 1 6 2 1 18 0 1 

Prior FY 

100% 86.63% 3.37% 10.00% 3.17% 0% 0% 1.15% 0.63% 0% 0.05% 0.29% 0.10% 0.05% 0.87% 0% 0.05% 

2087 1825 65 197 61 0 0 22 13 0 2 6 2 0 15 0 1 Current FY 

100% 87.45% 3.11% 9.44% 2.92% 0% 0% 1.05% 0.62% 0% 0.10% 0.29% 0.10% 0% 0.72% 0% 0.05% 

EEOC Federal Goal 2.00% 

Difference 7 23 -5 -11 -5 0 0 -2 0 0 1 0 0 -1 -3 0 -1 

Ratio Change 0% 0.81% -0.25% -0.56% -0.25% 0% 0% -0.10% 0% 0% 0.05% 0% 0% -0.05% -0.15% 0% -0.05% 

Net Change 0.34% 1.28% -7.14% -5.29% -7.58% 0% 0% -8.33% 0% 0% 100% 0% 0% -100% -16.67% 0% 0% 

TEMPORARY 

1454 1376 11 67 22 0 0 13 

Prior FY 

6 1 0 1 0 0 1 0 0 

100% 94.64% 0.76% 4.61% 1.51% 0% 0% 0.89% 0.41% 0.07% 0% 0.07% 0% 0% 0.07% 0% 0% 

Current FY 

1437 1345 13 79 25 0 0 13 7 1 1 0 0 0 3 0 0 

100% 93.60% 0.90% 5.50% 1.74% 0% 0% 0.90% 0.49% 0.07% 0.07% 0% 0% 0% 0.21% 0% 0% 

Difference -17 -31 2 12 3 0 0 0 1 0 1 -1 0 0 2 0 0 

Ratio Change 0% -1.04% 0.15% 0.89% 0.23% 0% 0% 0.01% 0.07% 0% 0.07% -0.07% 0% 0% 0.14% 0% 0% 

Net Change -1.17% -2.25% 18.18% 17.91% 13.64% 0% 0% 0% 16.67% 0% 100% -100% 0% 0% 200.00% 0% 0% 

NON-APPROPRIATED 

0 0 0 0 0 0 0 0 Prior FY 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Current FY 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Difference 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

Ratio Change 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Net Change 0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B2: Total Workforce By Component - Distribution by Disability [OPM Form 256 Self-Identification Codes] 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

ORGANIZATIONAL COMPONENT Disability Identified [02-99] 

All 

Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

[OS] [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

2087 1825 65 197 61 0 0 22 13 0 2 6 2 0 15 0 1 

Total 

100% 87.45% 3.11% 9.44% 2.92% 0% 0% 1.05% 0.62% 0% 0.10% 0.29% 0.10% 0% 0.72% 0% 0.05% 

EEOC Federal Goal 2.00% 

DEPUTY ADMINISTRATORS 1999 1755 61 183 58 0 0 20 13 0 2 6 2 0 14 0 1 

100% 87.79% 3.05% 9.15% 2.90% 0% 0% . 1.00% 0.65% 0% 0.10% 0.30% 0.10% 0% 0.70% 0% 0.05% 

OFFICE OF THE ADMINISTRATOR 88 70 4 14 3 0 0 2 0 0 0 0 0 0 1 0 0 

100% 79.55% 4.55% 15.91% 3.41% 0% 0% 2.27% 0% 0% 0% 0% 0% 0% 1.14% 0% 0% 

Prepared from NFC database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B3-1: Occupational Categories - Distribution by Disability [OPM Form 256 Self-Identification Codes] 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

OCCUPATIONAL CATEGORIES Disability Identified [02-99) 

All 

Disability Mental Brain [15-19) [20-25) Extremities Mobility Partial [82) Intellectual Disability [92) Disfigure 

[05] [01] Disability Injury[03] [26-38) Impairment Paralysis Disability [91) ment 

[02) [40) [60-79) [90) [93) 

1, Officials and Managers 

Executive/Senior Level 53 46 1 6 2 0 0 1 0 0 0 1 0 0 0 0 0 

(Grades 15 and Above) 100% 86.79% 1.89% 11.32% 3.77% 0% 0% 1.89% 0% 0% 0% 1.89% 0% 0% 0% 0% 0% 

- Mid-Level 141 123 6 12 5 0 0 1 0 0 0 2 1 0 1 0 0 

(Grades 13-14) 100% 87.23% 4.26% 8.51% 3.55% 0% 0% 0.71% 0% 0% 0% 1.42% 0.71% 0% 0.71% 0% 0% 

- First Level 114 98 3 13 7 0 0 2 3 0 1 1 0 0 0 0 0 

(Grades 12 and Below) 100% 85.96% 2.63% 11.40% 6.14% 0% 0% 1.75% 2.63% 0% 0.88% 0.88% 0% 0% 0% 0% 0% 

- Other Officials and Managers 186 158 10 18 4 0 0 1 2 0 0 0 0 0 1 0 0 

100% 84.95% 5.38% 9.68% 2.15% 0% 0% 0.54% 1.08% 0% 0% 0% 0% 0% 0.54% 0% 0% 

Officials and Managers 494 425 20 49 18 0 0 5 5 0 1 4 1 0 2 0 0 

Total 100% 86.03% 4.05% 9.92% 3.64% 0% 0% 1.01% 1.01% 0% 0.20% 0.81% 0.20% 0% 0.40% 0% 0% 

2. Professionals 496 441 14 41 15 0 0 10 2 0 1 0 0 0 2 0 0 

100% 88.91% 2.82% 8.27% 3.02% 0% 0% 2.02% 0.40% 0% 0.20% 0% 0% 0% 0.40% 0% 0% 

15 14 

3. Technicians 0 1 1 0 0 0 0 0 0 0 0 0 1 0 0 

100% 93.33% 0% 6.67% 6.67% 0% 0% 0% 0% 0% 0% 0% 0% 0% 6.67% 0% 0% 

4. Sales Workers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

5. Administrative Support 130 104 5 21 10 0 0 2 2 0 0 1 0 0 5 0 0 

Workers 100% 80.00% 3.85% 16.15% 7.69% 0% 0% 1.54% 1.54% 0% 0% 0.77% 0% 0% 3.85% 0% 0% 

6. Craft Workers 4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

946 835 26 85 17 0 0 5 4 0 0 1 1 0 5 0 1 

7. Operatives 

100% 88.27% 2.75% 8.99% 1.80% 0% 0% 0.53% 0.42% 0% 0% 0.11% 0.11% 0% 0.53% 0% 0.11% 

8. Laborers and Helpers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

9. Service Workers 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 0% 0% QO/o 0% 0% QO/o 0% 0% QO/o 0% 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B3-2: Occupational Categories - Distribution by Disability [OPM Form 256 Self-Identification Codes] , 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

OCCUPATIONAL CATEGORIES Disability Identified (02-99) Disability Mental Brain (15-19) (20-25) Extremities Mobility Partial [82) Intellectual Disability (92) Disfigure 

All 

[OS) (01) Disability Injury[03) (26-38) Impairment Paralysis Disability (91) ment 

(02) [40) [60-79) [90) [93) 

l. Officials and Managers 

U. S. DEPARTMENT OF AGRICULTURE 53 46 1 6 2 0 0 1 0 0 0 1 0 0 0 0 0 

(Grades 15 and Above) 2.54% 2.52% 1.54% 3.05% 3.28% 0% 0% 4.55% 0% 0% 0% 16.67% 0% 0% 0% 0% 0% 

- Mid-Level 141 123 6 12 5 0 0 1 0 0 0 2 1 0 1 0 0 

(Grades 13-14) 6.76% 6.74% 9.23% 6.09% 8.20% 0% 0% 4.55% 0% 0% 0% 33.33% 50.00% 0% 6.67% 0% 0% 

- First Level 114 98 3 13 7 0 0 2 3 0 1 1 0 0 0 0 0 

(Grades 12 and Below) 5.46% 5.37% 4.62% 6.60% 11.48% 0% 0% 9.09% 23.08% 0% 50.00% 16.67% 0% 0% 0% 0% 0% 

- Other Officials and Managers 

186 158 10 18 4 0 0 1 2 0 0 0 0 0 1 0 0 

8.91% 8.66% 15.38% 9.14% 6.56% 0% 0% 15.38% 0% 0% 0% 0% 0% 6.67% 0% 0% 

Officials and Managers 494 425 20 49 18 0 0 5 5 0 1 4 1 0 2 0 0 

Total 23.67% 23.29% 30.77% 24.87% 29.51% 0% 0% 22.73% 38.46% 0% 50.00% 66.67% 50.00% 0% 13.33% 0% 0% 

2. Professionals 496 441 14 41 15 0 0 10 2 0 1 0 0 0 2 0 0 

23.77% 24.16% 21.54% 20.81% 24.59% 0% 0% 45.45% 15.38% 0% 50.00% 0% 0% 0% 13.33% 0% 0% 

3. Technicians 15 14 0 1 1 0 0 0 0 0 0 0 0 0 1 0 0 

0.72% 0.77% 0% 0.51% 1.64% 0% 0% 0% 0% 0% 0% 0% 0% 0% 6.67% 0% 0% 

4. Sales Workers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% nbsp;O% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

5. Administrative Support 130 104 5 21 10 0 0 2 2 0 0 1 0 0 5 0 0 

Workers 6.23% 5.70% 7.69% 10.66% 16.39% 0% 0% 9.09% 15.38% 0% 0% 16.67% 0% 0% 33.33% 0% 0% 

6. Craft Workers 4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0.19% 0.22% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

7. Operatives 946 835 26 85 17 0 0 5 4 0 0 1 1 0 5 0 1 

45.33% 45.75% 40.00% 43.15% 27.87% 0% 0% 22.73% 30.77% 0% 0% 16.67% 50.00% 0% 33.33% 0% 100% 

8. Laborers and Helpers 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

9. Service Workers 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 2087 1825 65 197 61 0 0 22 13 0 2 6 2 0 15 0 1 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

NOTE: Percentages computed down columns and NOT across rows 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING Scn:v.1C1:: 

Table B4-1: Participation Rates for General Schedule(GS) Grades by Disability (Perm) 

Year= Fiscal Year 2017 

GS/GM,SES 

and 

ALL Employees TARGETED DISABILITY 

Related Grades No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified (02-99] Disability 

All 

Mental Brain (15-19] (20-25] Extremities Mobility Partial (82] Intellectual Disability (92] Disfigure 

(05] (01] Disability Injury[03] [26-38] Impairment Paralysis Disability (91] ment 

(02] [40] (60-79] [9.0] [93] 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

GS-01 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-02 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

GS-03 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-04 3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-05 64 52 4 8 3 0 0 0 2 0 0 1 0 0 0 0 0 

100% 81.25% 6.25% 12.50% 4.69% 0% 0% 0% 3.13% 0% 0% 1.56% 0% 0% 0% 0% 0% 

GS-06 

53 45 0 8 1 0 0 0 0 0 0 0 0 0 1 0 0 

100% 84.91% 0% 15.09% 1.89% 0% 0% 0% 0% 0% 0% 0% 0% 0% 1.89% 0% 0% 

GS-07 217 188 10 19 6 0 0 4 0 0 0 0 0 0 2 0 0 

100% 86.64% 4.61% 8.76% 2.76% 0% 0.00% 1.84% 0% 0% 0.00% 0% 0% 0% 0.92% 0% 0% 

GS-08 316 281 9 26 5 0 0 1 2 0 0 0 0 0 2 0 0 

100% 88.92% 2.85% 8.23% 1.58% 0% 0% 0.32% 0.63% 0% 0% 0% 0% 0% 0.63% 0% 0% 

GS-09 

482 421 10 51 14 0 0 2 2 0 1 1 1 0 6 0 1 

100% 87.34% 2.07% 10.58% 2.90% 0% 0% 0.41% 0.41% 0% 0.21% 0.21% 0.21% 0% 1.24% 0% 0.21% 

GS-10 18 17 0 1 1 0 0 0 0 0 0 0 0 0 1 0 0 

100% 94.44% 0% 5.56% 5.56% 0% 0% 0% 0% 0% 0% 0% 0% 0% 5.56% 0% 0% 

GS-11 194 171 6 17 6 0 0 5 0 0 0 0 0 0 1 0 0 

100% 88.14% 3.09% 8.76% 3.09% 0% 0% 2.58% 0% 0% 0% 0% 0% 0% 0.52% 0% 0% 

GS-12 276 238 10 28 10 0 0 4 4 0 1 1 0 0 0 0 0 

100% 86.23% 3.62% 10.14% 3.62% 0% 0% 1.45% 1.45% 0% 0.36% 0.36% 0% 0% 0% 0% 0% 

GS-13 280 248 9 23 9 0 0 4 3 0 0 1 0 0 1 0 0 

100% 88.57% 3.21% 8.21% 3.21% 0% 0% 1.43% 1.07% 0% 0% 0.36% 0% 0% 0.36% 0% 0% 

GS-14 119 105 6 8 4 0 0 1 0 0 0 1 1 0 1 0 0 

100% 88.24% 5.04% 6.72% 3.36% 0% 0% 0.84% 0% 0% 0% 0.84% 0.84% 0% 0.84% 0% 0% 

50 42 0 8 2 0 0 1 0 0 0 1 0 0 0 0 0 

GS-15 

100% 84.00% 0% 16.00% 4.00% 0% 0% 2.00% 0% 0% 0% 2.00% 0% 0% 0% 0% 0% 
All Other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

10 9 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

SES 

100% 90.00% 10.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 2082 1820 65 197 61 0 0 22 13 0 2 6 2 0 15 0 

100% 87.42% 3.12% 9.46% 2.93% 0% 0% 1.06% 0.62% 0% 0.10% 0.29% 0.10% 0% 0.72% 0% 0.05% 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B4-1: Participation Rates for General Schedule(GS) Grades by Disability (Temp) 

Year= Fiscal Year 2017 

GS/GM,SES 

and 

ALL Employees TARGETED DISABILITY 

Related Grades No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified 

All 

[02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

[05] [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

GS-01 2 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 50.00% 0% 50.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-02 303 282 1 20 4 0 0 2 1 0 0 0 0 0 1 0 0 

100% 93.07% 0.33% 6.60% 1.32% 0% 0% 0.66% 0.33% 0% 0% 0% 0% 0.33% 0% 0% 

GS-03 355 340 5 10 2 0 0 1 0 1 0 0 0 0 0 0 0 

100% 95.77% 1.41% 2.82% 0.56% 0% 0% 0.28% 0% 0.28% 0% 0% 0% 0% 0% 0% 0% 

GS-04 111 107 1 3 1 0 0 0 1 0 0 0 0 0 0 0 0 

100% 96.40% 0.90% 2.70% 0.90% 0% 0% 0% 0.90% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-05 195 177 0 18 8 0 0 4 1 0 1 0 0 0 2 0 0 

100% 90.77% 0% 9.23% 4.10% 0% 0% 2.05% 0.51% 0% 0.51% 0% 0% 0% 1.03% 0% 0% 

GS-06 4 3 0 1 1 0 0 1 0 0 0 0 0 0 0 0 0 

100% 75.00% 0% 25.00% 25.00% 0% 0% 25.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-07 159 149 2 8 4 0 0 2 2 0 0 0 0 0 0 0 0 

100% 93.71% 1.26% 5.03% 2.52% 0% 0% 1.26% 1.26% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-08 4 3 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 75.00% 0% 25.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-09 37 33 0 4 1 0 0 1 0 0 0 0 0 0 0 0 0 

100% 89.19% 0% 10.81% 2.70% 0% 0% 2.70% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-11 4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-13 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-14 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-15 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 
All Other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

SES 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 1176 1101 9 66 21 0 0 11 5 1 1 0 0 0 3 0 0 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table 84-2: Participation Rates for General Schedule(GS) Grades by Disability (Perm) 

Year= Fiscal Year 2017 

GS/GM,SES 

ALL Employees TARGETED DISABILITY 

and 

Related Grades No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified 

All 

[02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

[OS] [01] Disability Injury[03] (26-38] Impairment Paralysis Disability (91] ment 

[02] (40] [60-79] (90] (93] 

GS-01 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% QO/o 0% 0% 0% 0% 

GS-02 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-03 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-04 3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0.14% 0.16% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-05 64 52 4 8 3 0 0 0 2 0 0 1 0 0 0 0 0 

2.50% 2.86% 6.15% 4.06% 4.92% 0% 0% 0% 15.38% 0% 0% 16.67% 0% 0% 0% 0% 0% 

GS-06 53 45 0 8 1 0 0 0 0 0 0 0 0 0 1 0 0 

2.16% 2.47% 0% 4.06% 1.64% 0% 0% 0% 0% 0% 0% 0% 0% 0% 6.67% 0% 0% 

GS-07 217 188 10 19 6 0 0 4 0 0 0 0 0 0 2 0 0 

10.42% 10.33% 15.38% 9.64% 9.84% QO/o 0% 18.18% 0% 0% 0% 0% 0% QO/o 13.33% 0% 0% 

316 281 9 26 5 0 0 1 2 0 0 0 0 0 2 0 0 

GS-08 

15.18% 15.44% 13.85% 13.20% 8.20% 0% 0% 4.55% 15.38% QO/o 0% 0% 0% 0% 13.33% QO/o 0% 

GS-09 482 421 10 51 14 0 0 2 2 0 1 1 1 0 6 0 1 

23.15% 23.13% 15.38% 25.89% 22.95% 0% 0% 9.09% 15.38% 0% 50.00% 16.67% 50.00% 0% 40.00% 0% 100% 

GS-10 18 17 0 1 1 0 0 0 0 0 0 0 0 0 1 0 0 

0.86% 0.93% 0% 0.51% 0.51% 0% 0% 0% 0% 0% 0% 0% 0% 0% 6.67% 0% 0% 

GS-11 194 171 6 17 6 0 0 5 0 0 0 0 0 0 1 0 0 

9.32% 9.40% 9.23% 8.63% 9.84% 0% 0% 22.73% 0% 0% 0% 0% 0% 0% 6.67% 0% 0% 

GS-12 276 238 10 28 10 0 0 4 4 0 1 1 0 0 0 0 0 

13.26% 13.08% 15.38% 14.21% 16.39% 0% 0% 18.18% 30.77% 0% 50.00% 16.67% 0% 0% 0% 0% 0% 

GS-13 280 248 9 23 9 0 0 4 3 0 0 1 0 0 1 0 0 

13.45% 13.63% 13.85% 11.68% 14.75% 0% 0% 18.18% 23.08% 0% 0% 16.67% 0% 0% 6.67% 0% 0% 

GS-14 119 105 6 8 4 0 0 1 0 0 0 1 1 0 1 0 0 

5.72% 5.77% 9.23% 4.06% 6.56% 0% 0% 4.55% QO/o 0% 0% 16.67% 50.00% 0% 6.67% 0% 0% 

GS-15 so 42 0 8 2 0 0 1 0 0 0 1 0 0 0 0 0 

2.40% 2.31% 0% 4.06% 3.28% 0% 0% 4.55% 0% 0% 0% 16.67% 0% 0% 0% 0% 0% 

All Other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

SES 10 9 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0.48% 0.49% 1.54% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 2082 1820 65 197 61 0 0 22 13 0 2 6 2 0 15 0 1 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

NOTE: Percentages computed down columns and NOT across rows 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B4-2: Participation Rates for General Schedule(GS) Grades by Disability (Temp) 

Year= Fiscal Year 2017 

GS/GM,SES ALL Employees TARGETED DISABILITY 

and 

Related Grades No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified [02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

All 

[OS] [01] Disability InJury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

GS-01 2 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

0.09% 0.09% 0% 1.52% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-02 303 282 1 20 4 0 0 2 1 0 0 0 0 0 1 0 0 

25.77% 25.61% 11.11% 30.30% 19.05% 0% 0% 18.18% 20.00% 0% 0% 0% 0% 0% 33.33% 0% 0% 

GS-03 355 340 5 10 2 0 0 1 0 1 0 0 0 0 0 0 0 

30.19% 30.88% 55.56% 15.15% 9.52% 0% 0% 9.09% 0% 100% 0% 0% 0% 0% 0% 0% 0% 

GS-04 

111 107 1 3 1 0 0 0 1 0 0 0 0 0 0 0 0 

9.44% 9.72% 11.11% 4.55% 4.76% 0% 0% 0% 20.00% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-05 195 177 0 18 8 0 0 4 1 0 1 0 0 0 2 0 0 

15.05% 16.08% 0% 27.27% 38.10% 0% 0% 36.36% 20.00% 0% 100% 0% 0% 0% 66.67% 0% 0% 

GS-06 4 3 0 1 1 0 0 1 0 0 0 0 0 0 0 0 0 

0.26% 0.27% 0% 1.52% 4.76% 0% 0% 9.09% 0% 0% 0% 0% 0% 0% 0% 0% QO/o 

GS-07 159 149 2 8 4 0 0 2 2 0 0 0 0 0 0 0 0 

13.52% 13.53% 22.22% 12.12% 19.05% 0% 0% 18.18% 40.00% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-08 4 3 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

0.34% 0.27% 0% 1.52% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-09 37 33 0 4 1 0 0 1 0 0 0 0 0 0 0 0 0 

3.15% 3.00% 0% 6.06% 4.76% 0% 0% 9.09% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-11 4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0.34% 0.36% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-13 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0.09% 0.09% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-14 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0.09%% 0.09% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

GS-15 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% . 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

All other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

SES 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 1176 1101 9 66 21 0 0 11 5 1 1 0 0 0 3 0 0 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

NOTE: Percentages computed down columns and NOT across rows 

Prepared from NFC's database 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table BS-1: Participation Rates for Wage Grades Disability (Perm) 

Year= Fiscal Year 2017 

WD/WG,WL/WS, and ALL Employees TARGETED DISABILITY 

Other Wage Grades No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified [02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

All 

[05] [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

WG-01 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-02 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-03 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-04 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-05 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-06 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-07 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-08 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-09 4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-11 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-13 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-14 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-15 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

All Other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

SES 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Prepared from NFC's database 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table BS-1: Participation Rates for Wage Grades Disability (Temp) 

Year= Fiscal Year 2017 

WD /WG, WL/WS, ALL Employees TARGETED DISABILITY 

and Other Wage Grades No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified [02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

All 

(05) [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

WG-01 133 121 2 10 3 0 0 2 1 0 0 0 0 0 0 0 0 

100% 90.98% 1.50% 7.52% 2.26% 0% 0% 1.50% 0.75% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-02 48 46 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 95.83% 2.08% 2.08% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-03 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-04 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-oS 80 77 1 2 1 0 0 0 1 0 0 0 0 0 0 0 0 

100% 96.25% 1.25% 2.50% 1.25% 0% 0% 0% 1.25% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-06 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-07 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-08 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-09 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-11 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-13 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-14 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-15 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

All Other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table 85-2: Participation Rates for Wage Grades by Disability (Perm) 

Year= Fiscal Year 2017 

WD/WG,WL/WS, and ALL Employees TARGETED DISABILITY 

Other Wage Grades No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified 

All 

[02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

[05] [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 WG-01 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

1 1 WG-02 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

20.00% 20.00% 0% 0% 0% 0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-03 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-04 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-05 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% QO/o QO/o 0% 0% 0% 0% 0% 0% 0% 0% QO/o 0% 0% 0% 0% 0% 

WG-06 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% QO/o 0% QO/o QO/o QO/o QO/o 0% QO/o 0% QO/o QO/o 0% 0% QO/o 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 WG-07 

0% 0% 0% 0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% QO/o 0% 0% 0% 

WG-08 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

4 4 0 0 0 0 0 0 WG-09 0 0 0 0 0 0 0 0 0 

80.00% 80.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 WG-10 0 0 0 0 0 0 0 0 0 0 0 0 0 

QO/o 0% 0% 0% 0% 0% 0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% QO/o 

WG-11 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% QO/o 0% QO/o QO/o 0% 0% 0% 0% 0% QO/o 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 0 WG-12 0 0 0 0 0 0 0 0 0 

0% 0% QO/o QO/o QO/o 0% 0% 0% 0% QO/o QO/o 0% 0% 0% 0% QO/o QO/o 

0 0 0 0 

WG-13 

0 0 0 0 0 0 0 0 0 0 0 0 0 

0% QO/o QO/o 0% 0% 0% 0% QO/o 0% QO/o QO/o QO/o QO/o QO/o QO/o QO/o 0% 

WG-14 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

QO/oO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-15 0 o 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% QO/o QO/o QO/o QO/o 0% 0% 0% QO/o QO/o 0% 0% 0% 0% QO/o QO/o 

All Other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 5 5 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

NOTE: Percentages computed down columns and NOT across rows 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table BS-2: Participation Rates for Wage Grades by Disability (Temp) 

Year= Fiscal Year 2017 

WD/WG,WL/WS, and ALL Employees TARGETED DISABILITY 

Other Wage Grades No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified 

All 

[02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

[OS] (01] Disability Injury(03] [26-38] Impairment Paralysis Disability (91] ment 

(02] (40] (60-79] (90] (93] 

133 121 2 10 3 0 0 2 1 0 0 0 0 0 0 0 0 

WG-01 

0

° 46.36% 49.59% 50.00% 76.92% 75.00% 0% 0% 100% 50.00% 0% 0% 0% 0% 0% io 0% 0% 

WG-02 48 46 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

18.39% 18.85% 25.00% 7.69% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-03 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% QO/o 0% QO/o 0% QO/o 0% 0% QO/o 0% 0% 0% 0% 0% 0% 

WG-04 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-05 80 77 1 2 1 0 0 0 1 0 0 0 0 0 0 0 0 

29.50% 31.56% 25.00% 15.38% 25.00% QO/o 0% 0% 50.00% 0% 0% QO/o 0% QO/o 0% QO/o 0% 

WG-06 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

WG-07 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-08 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% QO/o 0% 

WG-09 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% QO/o 0% QO/o 0% 0% 0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-10 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

Q

O/o 0% 0% 0% 0% QO/o 0% 0% 0% 0% 0% 0% 0% QO/o 0% 0% 0% 

0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

WG-11 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-12 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-13 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% QO/o 0% QO/o 0% 

WG-14 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

WG-15 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% QO/o QO/o QO/o 0% QO/o 0% QO/o QO/o 0% QO/o 0% QO/o QO/o QO/o QO/o QO/o 

All Other 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL 261 244 4 13 4 0 0 2 2 0 0 0 0 0 0 0 0 

100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 

NOTE: Percentages computed down columns and NOT across rows 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B6: Participation Rates for Major Occupations - Distribution by Disability [OPM Form 256 Self-Identification Codes] (Perm) 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

SERIES/JOB TITLE Disability Identified [02-99) Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

All 

[05] [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79) [90] [93] 

0018 - SAFETY and OCCUPATIONAL HEALTH 1 l 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

MANAGEMENT 100% 100% QO/o 0% 0% 0.00% 0% 0% QO/o 0% 0% QO/o QO/o 0% QO/o QO/o 0% 

0110 - ECONOMIST 27 25 0 2 l 0 0 0 0 0 0 0 0 0 l 0 0 

100% 92.59% QO/o 7.41% 3.70% 0.00% 0% 0% QO/o QO/o 0% QO/o QO/o QO/o 3.70% QO/o 0% 

0201 - HUMAN RESOURCES MANAGEMENT 

2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0.00% 0% 0% QO/o QO/o QO/o QO/o QO/o QO/o QO/o QO/o 0% 

0260 - EQUAL EMPLOYMENT OPPORTUNITY 7 3 l 3 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 42.86% 14.29% 42.86% 0% 0.00% 0% 0% QO/o QO/o 0% QO/o 0% 0% 0% QO/o 0% 

0301 - MISCELLANEOUS ADMINISTRATION and 55 49 l 5 l 0 0 l 0 0 0 0 0 0 0 0 0 

PROGRAM 100% 89.09% 1.82% 9.09% 1.82% 0.00% 0% 1.82% 0% QO/o 0% QO/o QO/o 0% 0% QO/o 0% 

0303 - MISCELLANEOUS CLERK and ASSISTANT 78 59 5 14 6 0 0 2 l 0 0 l 0 0 2 0 0 

100% 75.64% 6.41% 17.95% 7.69% 0.00% 0% 2.56% 1.28% 0% 0% 1.28% QO/o 0% 2.56% QO/o 0% 

0306 - GOVERNMENT INFORMATION SPECIALIST 3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o 0% 0% 0.00% 0% 0% QO/o 0% 0% QO/o 0% QO/o 0% QO/o 0% 

0308 l 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0.00% 0% QO/o 0% QO/o 0% QO/o 0% 0% 0% 0% 0% 

0318 - SECRETARY 12 10 0 2 2 0 0 0 0 0 0 0 0 0 2 0 0 

100% 83.33% QO/o 16.67% 16.67% 0.00% 0% 0% QO/o 0% 0% 0% 0% 0% 16.67% 0% 0% 

0326 - OFFICE AUTOMATION CLERICAL and 7 5 0 2 l 0 0 0 l 0 0 0 0 0 0 0 0 

ASSISTANCE 100% 71.43% 0% 28.57% 14.29% 0.00% 0% 0% 14.29% 0% 0% QO/o 0% 0% 0% 0% QO/o 

0340 - PROGRAM MANAGEMENT 4 2 l l 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 50.00% 25.00% 25.00% 0% 0.00% 0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% QO/o 

0341 - ADMINISTRATIVE OFFICER 6 4 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 66.67% QO/o 33.33% 0% 0.00% 0% QO/o QO/o 0% 0% QO/o 0% 0% 0% 0% 0% 

0343 - MANAGEMENT PROGRAM ANALYSIS 55 46 3 6 3 0 0 l l 0 0 0 0 0 l 0 0 

100% 83.64% 5.45% 10.91% 5.45% 0.00% 0% 1.82% 1.82% 0% 0% 0% 0% 0% 1.82% 0% QO/o 

0344 - MANAGEMENT and PROGRAM CLERICAL l l 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

and ASSISTANCE 100% 100% QO/o 0% 0% 0.00% 0% 0% 0% 0% 0% QO/o 0% 0% 0% 0% 0% 

0391 - TELECOMMUNICATIONS 3 2 0 l l 0 0 0 0 0 0 0 0 0 l 0 0 

100% 66.67% 0% 33.33% 33.33% 0.00% 0% 0% QO/o 0% 0% QO/o 0% QO/o 33.33% 0% QO/o 

0401 - GENERAL BIOLOGICAL SCIENCE 9 8 0 l l 0 0 l 0 0 0 0 0 0 0 0 0 

100% 88.89% 0% 11.11% 11.11% 0.00% 0% 11.11% QO/o 0% 0% QO/o 0% 0% 0% 0% QO/o 

0403 - MICROBIOLOGY 6 4 l l 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 66.67% 16.67% 16.67% 0% 0.00% 0% QO/o QO/o 0% 0% 0% 0% QO/o 0% 0% QO/o 

0430 - BOTANY 5 5 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o 0% 0.00% 0% QO/o QO/o 0% 0% QO/o 0% QO/o 0% 0% QO/o 

0434 - PLANT PATHOLOGY l l 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o 0% 0.00% 0% 0% QO/o 0% 0% QO/o 0% QO/o 0% QO/o QO/o 

0435 - PLANT PHYSIOLOGY l l 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o QO/o 0.00% QO/o QO/o QO/o QO/o QO/o 0% QO/o QO/o QO/o QO/o QO/o 

1 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B6: Participation Rates for Major Occupations - Distribution by Disability [OPM Form 256 Self-Identification Codes] (Perm) 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

SERIES/JOB TITLE Disability Identified [02-99) Disability Mental Brain [15-19) 

All 

[20-25) Extremities Mobility Partial [82) Intellectual Disability [92) Disfigure 

[OS) [01) Disability Injury[03] [26-38] Impairment Paralysis Disability [91) ment 

[02) [40) [60-79) [90) [93) 

0501 - FINANCIAL ADMINISTRATION and 14 14 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

PROGRAM 100% 100% QO/o 0% QO/o 0.00% QO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0503 - FINANCIAL CLERICAL and TECHNICIAN 

11 11 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o 0% QO/o 0.00% QO/o QO/o 0% 0% 0% QO/o 0% QO/o 0% QO/o QO/o 

0505 - FINANCIAL MANAGEMENT 

2 l 0 l 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 50.00% QO/o 50.00% QO/o 0.00% QO/o QO/o QO/o 0% 0% QO/o 0% QO/o 0% 0% 0% 

0511 - AUDITING 

3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o 0% 0.00% 0% QO/o 0% 0% 0% QO/o 0% 0% 0% 0% 0% 

0560 - BUDGET ANALYSIS 23 21 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 91.30% 8.70% QO/o 0% 0.00% 0% QO/o 0% 0% 0% QO/o 0% QO/o 0% 0% 0% 

0561 - BUDGET CLERICAL and ASSISTANCE 7 7 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o 0% 0.00% 0% QO/o QO/o 0% 0% 0% 0% QO/o 0% QO/o 0% 

0630 - DIETITIAN and NUTRITIONIST l l 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o 0% 0.00% 0% 0% QO/o QO/o 0% QO/o QO/o QO/o QO/o QO/o 0% 

0801 - GENERAL ENGINEERING 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o 0% 0.00% 0% 0% QO/o QO/o 0% QO/o QO/o QO/o QO/o QO/o 0% 

0808 - ARCHITECTURE 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o 0% QO/o 0.00% QO/o 0% QO/o QO/o 0% QO/o QO/o QO/o QO/o 0% 0% 

0896 - INDUSTRIAL ENGINEERING 

l l 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o 0% QO/o 0.00% QO/o 0% 0% QO/o QO/o QO/o QO/o QO/o QO/o QO/o 0% 

0963 - LEGAL INSTRUMENTS EXAMINING 

8 6 0 2 l 0 0 0 0 0 0 0 0 0 l 0 0 

100% 75.00% QO/o 25.00% 12.50% 0.00% 0% 0% 0% 0% 0% 0% 0% 0% 12.50% 0% QO/o 

1035 - PUBLIC AFFAIRS 9 6 l 2 l 0 0 l 0 0 0 0 0 0 0 0 0 

100% 66.67% 11.11% 22.22% 11.11% 0.00% QO/o 11.11% 0% QO/o QO/o 0% QO/o 0% QO/o 0% QO/o 

1082 - WRITING and EDITING 

l l 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o 0% QO/o 0.00% QO/o 0% 0% 0% QO/o 0% QO/o 0% QO/o 0% QO/o 

1084 - VISUAL INFORMATION 3 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o 0% QO/o 0.00% QO/o 0% 0% 0% QO/o 0% 0% 0% 0% 0% QO/o 

1101 - GENERAL BUSINESS and INDUSTRY 2 l 0 l 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 50.00% QO/o 50.00% QO/o 0.00% QO/o QO/o QO/o 0% 0% 0% 0% 0% 0% 0% QO/o 

1102 • CONTRACTING 21 18 l 2 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 85.71% 4.76% 9.52% 0% 0.00% 0% QO/o 0% 0% 0% 0% 0% QO/o 0% QO/o QO/o 

1106 - PROCUREMENT CLERICAL and 6 5 0 l 0 0 0 0 0 0 0 0 0 0 0 0 0 

ASSISTANCE 100% 83.33% 0% 16.67% 0% 0.00% QO/o QO/o QO/o 0% 0% 0% 0% QO/o QO/o QO/o QO/o 

1109 - GRANTS MANAGEMENT 

17 13 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 76.47% 11.76% 11.76% 0% 0.00% QO/o QO/o QO/o 0% 0% QO/o 0% QO/o 0% 0% QO/o 

1146 - AGRICULTURAL MARKETING 295 262 9 24 11 0 0 5 2 0 0 3 0 0 l 0 0 

100% 88.81% 3.05% 8.14% 3.73% 0.00% 0% 1.69% 0.68% QO/o 0% 1.02% QO/o QO/o 0.34% QO/o 0% 

1147 - AGRICULTURAL MARKET REPORTING 150 132 5 13 5 0 0 2 l 0 l l 0 0 0 0 0 

100% 88.00% 3.33% 8.67% 3.33% 0.00% 0% 1.33% 0.67% 0% 0.67% 0.67% 0% QO/o 0% QO/o 0% 

2 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B6: Participation Rates for Major Occupations - Distribution by Disability [OPM Form 256 Self-Identification Codes] (Perm) 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

SERIES/JOB TITLE Disability Identified [02-99] Disability Mental Brain [15-19] 

All 

(20-25] Extremities Mobility Partial (82] Intellectual Disability (92] Disfigure 

[05] (01] Disability Injury(03] (26-38] Impairment Paralysis Disability (91] ment 

[02] (40] (60-79] (90] [93] 

1199 - BUSINESS and INDUSTRY STUDENT 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

TRAINEE 100% 100% 0% 0% 0% 0.00% 0% QO/o 0% QO/o 0% QO/o QO/o QO/o QO/o QO/o 0% 

1301 - GENERAL PHYSICAL SCIENCE 

1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o 0% 0.00% 0% 0% QO/o QO/o QO/o QO/o QO/o QO/o QO/o QO/o 0% 

1311 - PHYSICAL SCIENCE TECHNICIAN 

11 11 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o 0% QO/o 0.00% 0% 0% 0% QO/o QO/o 0% 0% 0% QO/o 0% QO/o 

1320 - CHEMISTRY 23 23 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o 0% QO/o 0.00% QO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% QO/o 

1382 - FOOD TECHNOLOGY 

8 7 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 87.50% 0% 12.50% QO/o 0.00% QO/o 0% 0% 0% QO/o 0% 0% 0% 0% 0% QO/o 

1529 - MATHEMATICAL STATISTICIAN 4 3 0 1 1 0 0 0 0 0 0 0 1 0 0 0 0 

100% 75.00% QO/o 25.00% 25.00% 0.00% QO/o QO/o 0% 0% QO/o 0% 25.00% 0% 0% 0% 0% 

1640 - FACILITY OPERATIONS 

1 0 0 1 1 0 0 0 1 0 0 0 0 0 0 0 0 

100% 0% QO/o 100% 100% 0.00% QO/o QO/o 100% 0% 0% 0% 0% 0% 0% 0% 0% 

1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

1670 - EQUIPMENT SERVICES 

100% 100% 0% QO/o 0% 0.00% 0% QO/o 0% 0% 0% 0% 0% QO/o 0% QO/o QO/o 

1712 - TRAINING INSTRUCTION 

2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o 0% 0.00% 0% 0% QO/o 0% 0% QO/o 0% QO/o 0% QO/o 0% 

1801 - GENERAL INSPECTION, INVESTIGATION 17 15 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

and COMPLIANCE 100% 88.24% 5.88% 5.88% 0% 0.00% 0% 0% QO/o QO/o 0% QO/o 0% QO/o QO/o QO/o 0% 

1802 - COMPLIANCE INSPECTION and SUPPORT 

1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o 0% 0.00% 0% 0% QO/o QO/o 0% QO/o QO/o QO/o QO/o 0% 0% 

1980 - AGRICULTURAL COMMODITY GRADING 1067 941 28 98 22 0 0 6 6 0 1 1 1 0 6 0 1 

100% 88.19% 2.62% 9.18% 2.06% 0.00% QO/o 0.56% 0.56% QO/o 0.09% 0.09% 0.09% QO/o 0.56% QO/o 0.09% 

1981 - AGRICULTURAL COMMODITY AID 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o 0% QO/o 0.00% 0% 0% 0% QO/o QO/o 0% QO/o 0% QO/o 0% QO/o 

2210 - INFORMATION TECHNOLOGY 81 70 4 7 3 0 0 3 0 0 0 0 0 0 0 0 0 

MANAGEMENT 100% 86.42% 4.94% 8.64% 3.70% 0.00% 0% 3.70% 0% 0% QO/o 0% QO/o 0% QO/o 0% QO/o 

3359 - INSTRUMENT MECHANIC 

4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o QO/o QO/o 0.00% QO/o QO/o 0% 0% QO/o 0% 0% 0% 0% 0% QO/o 

6907 - MATERIALS HANDER 

1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o 0% QO/o 0.00% QO/o QO/o 0% 0% 0% 0% 0% 0% 0% QO/o QO/o 

Prepared from NFC's database 

3 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

··- -

Table B6: Participation Rates for Major Occupations - Distribution by Disability [OPM Form 256 Self-Identification Codes] (Temp) 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

SERIES/JOB TITLE Disability Identified (02·99] All Disability Mental Brain (15-19] (20·25] Extremities Mobility Partial (82] Intellectual Disability (92] Disfigure 

[OS] (01] Disability Injury[03] [26·38] Impairment Paralysis Disability (91] ment 

[02] [40] [60·79] [90] (93] 

0303 - MISCELLANEOUS CLERK and ASSISTANT 

10 8 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 80.00% 0% 20.00% 0% 0% 0% 0% QO/o QO/o 0% 0% 0% QO/o QO/o QO/o 0% 

0318 - SECRETARY 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o 0% 0% 0% 0% 0% QO/o 0% QO/o 0% QO/o 0% QO/o 0% 

0326 • OFFICE AUTOMATION CLERICAL and 2 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

ASSISTANCE 100% 50.00% QO/o 50.00% 0% QO/o 0% QO/o QO/o QO/o 0% QO/o 0% 0% QO/o QO/o 0% 

0332 - COMPUTER OPERATION 

8 7 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 87.50% 0% 12.50% QO/o QO/o 0% QO/o 0% QO/o 0% QO/o 0% QO/o QO/o QO/o 0% 

0399 • ADMINISTRATION and OFFICE SUPPORT 4 4 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

STUDENT TRAINEE 100% 100% QO/o 0% 0% 0% 0% QO/o 0% 0% QO/o 0% QO/o QO/o QO/o 0% 0% 

0403 - MICROBIOLOGY 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% QO/o 0% QO/o 0% 0% 0% QO/o 0% QO/o 0% QO/o 0% 0% 

0499 - BIOLOGICAL SCIENCE STUDENT TRAINEE 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% QO/o QO/o 0% 0% 0% QO/o 0% QO/o 0% 0% 0% 0% 0% QO/o 

1146 - AGRICULTURAL MARKETING 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% QO/o 

1199 • BUSINESS and INDUSTRY STUDENT 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

TRAINEE 100% 100% 0% QO/o 0% 0% 0% 0% QO/o 0% 0% 0% 0% 0% 0% 0% QO/o 

1320 - CHEMISTRY 1 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% QO/o 0% 100% 0% QO/o 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

1980 - AGRICULTURAL COMMODITY GRADING 355 328 1 26 12 0 0 6 3 0 1 0 0 0 2 0 0 

100% 92.39% 0.28% 7.32% 3.38% QO/o 0% 1.69% 0.85% QO/o 0.28% 0% 0% 0% 0.56% QO/o 0% 

1981 - AGRICULTURAL COMMODITY AID 790 747 8 35 9 0 0 5 2 1 0 0 0 0 1 0 0 

100% 94.56% 1.01% 4.43% 1.14% QO/o 0% 0.63% 0.25% 0.13% 0% QO/o QO/o 0% 0.13% 0% QO/o 

3359 - INSTRUMENT MECHANIC 80 77 1 2 1 0 0 0 1 0 0 0 0 0 0 0 0 

100% 96.25% 1.25% 2.50% 1.25% QO/o 0% QO/o 1.25% QO/o QO/o QO/o QO/o QO/o QO/o QO/o 0% 

3502 - LABORING 173 159 3 11 3 0 0 2 1 0 0 0 0 0 0 0 0 

100% 91.91 % 1.73% 6.36% 1.73% 0% QO/o 1.16% 0.58% QO/o QO/o 0% QO/o QO/o 0

°/o QO/o 0% 

6907 - MATERIALS HANDER 8 8 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% QO/o QO/o QO/o 0% QO/o 0% QO/o 0% QO/o 0% 0% 0% QO/o 0% 0% 

Prepared from NFC's database 
Schedule A 

Table B7: APPLICANTS AND HIRES by Disability 

Total bv Disabilitv Status Detail for Tarqeted Disabilities 

TOTAL No Dlsabllity Not Identified , Disability Targeted Developmental Traumatic Deaf or Serious Blind or Serious Missing Significant Partial or Epilepsy or Intellectual Significant Dwarfism [92} Significant 

[05) [01) [02-03, 06- Dlsabll!ty DlsablHty Brain Injury Difficulty Hearing Difficulty Seeing Extremities Moblllty Complete other Seizure Dlsablllty [90} Psychiatric Disfigurement 

99] [02] [03] [19] [20] [31] Impairment [40] Paralysis [60] Disorders [82] Disorder [91] [93] 

Position Offering Type: Permanent 

ADDlications # 31 3 14 14 5 O 1 3 O O O o 1 O 1 O O 

% 100% 9.68% 45.16% 45.16% 16;13% 0.00% 3.23% 9.68% 0.00% 0.00% 0.00% 0.00% 3.23% 0.00% 3.23% 0.00% 0.00% 

Hires #- o o o .o- .o... o o ____ o __ . ..o.. o o .... o·······--··-o_._ o o o o 

% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Voluntarily Identified (Outside of Schedule A Applicants) 

Position Offering Type:. Permanent 

ADDlications # 5938 3437 2091 410 166 22 29 36 14 3 24 18 8 6 99 11 6 

% 100% 57.88% 35.21% 6.90% 2.80% 0.37% 0.49% 0.61% 0.24% 0.05% 0.40% 0.30% 0.13% 0.10% 1.67% 0.19% 0.10% 

Hires .#. . .. 264 

........ ......... 152 ............... 96 .... . 16... 10 .. ···-··-2-··--- 1. ···---·-J- ................... .1 O . J...

. . .. .. .1 .. - ..... 0 O . ]... ) . o 

% . . 100% 57.58% . 36.36% 6.06% 3.79% 0.76% 0.38% 0.38% 0.38% 0.00% 0.38% 0.38% 0.00% 0.00% 2.65% 0.38% 0.00% 

Voluntarily Identified (Outside of Schedule A Applicants) 

Position Offering Type: .Temporary 

ADDlications # 123 77 46 O O O O O O O O O O o o o o 

% 100% 62.60% 37.40% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

Hires .# 14 .-Z .... ....... .?. .... o o o o ...... o __ . ___ .. o.. o o o o o o o ... .. o .. 

. -'lo 100% 50.00% 50.00% 0.00% 0.00% O.OOo/o -·· .... 0.00%. 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table BS: New Hires By Type of Appointment - Distribution by Disability [OPM Form 256 Self-Identification Codes] 

Year= Fiscal Year 2017 

TYPE 

OF 

ALL Employees TARGETED DISABILITY 

APPOINTMENT No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified [02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

All 

[05] [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

114 100 PERMANENT 5 9 3 0 1 1 0 0 0 0 0 0 1 0 0 

100% 87.72% 4.39% 7.89% 2.63% 0% 0.88% 0.88% 0% 0% 0% 0% 0% 0% 0.88% 0% 0% 

TEMPORARY 517 476 5 36 8 0 0 2 3 0 1 0 0 0 2 0 0 

100% 92.07% 0.97% 6.96% 1.55% 0% 0% 0.39% 0.58% 0% 0.19% 0% 0% 0% 0.39% 0% 0% 

NON-APPROPRIATED 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL CURRENT YEAR 631 576 10 45 11 0 1 3 3 0 1 0 0 0 3 0 0 

100% 91.28% 1.58% 7.13% 1.74% 0% 0.16% 0.48% 0.48% 0% 0.16% 0% 0% 0% 0.48% 0% 0% 

TOTAL PRIOR YEAR 636 560 12 64 9 0 0 5 0 0 0 1 0 0 3 0 0 

100% 88.05% 1.89% 10.06% 1.42% 0% 0% 0.79% 0% 0% 0% 0.16% 0% 0% 0.47% 0% 0% 

Prepred from NFC's database 
Table 89: SELECTIONS FOR INTERNAL COMPETITIVE PROMOTIONS for Major Occupations by Disability 

TOTAL No Disability -N�t - Disability [02·'" Targeted I I Total by Disability Status 

1

1 Development 

al Disability 

Traumatic 

Brain Injury 

[03) 

Detail for Targeted Disabilities 

Deaf or --B

-

,

i-nd�or_,,__Mlssing I Si�t- Partial or Ep;iepsy or Intellectual Significant Dwarfism 

[92) 

Significant 

Disfiguremen 

t [93) 

[05) Identified 03, 06-99) Disability I ro11 

Serious Serious Extremities Mobility Complete Other Seizure 

[02) Difficulty Difficulty 

Hearing [19) Seeing [20) 

[31) Impairment )Paralysis [60] j -Disorders 

[40] [82) 

Job Series: 0110 - Economist 

Position Offering Type: Perm_a__

n

_

e

_

n_

t ____ ------ jTotal 

. 

# T 2 ii O ! 2 O 

Applications I' Received 

Qualified 

Selected 

% 

# 

% 

# 

100% 

2 

0.00% 

0 

100.00% 

2 ---- ----------

100% 0.00% 100.00% 

--------- . 

1 0 1 

0.00% 

0 

0.00% 

0 

----- % ___ J

i 100% . 0.00% 100.00% 0.00% 

Relevant 

0 0 0 

0

.:

00% t 0.00% 0.00% 

0 0 0 

0.00% ll�D_!o 0.00% 

0 It O 0 

o]ioo/o ·1 0.00_:'o . 0.00% 

1 0 

0 

0.00% 

0 

0 

0.00% 

0 

0.00% 0.00% -----

0 0 

0.00% 

0 

0.00% 

0 

0 

0.00% 

0 

0.00% 

0 

0.00% 

� 

"Applicant I · 

# 27 i 25 0 2 

·P

ool ___ %_:-Ji.-100% -

92.59,!'o I - 0

°:;;-- 7.41% j 3.70% ii Cl.00% 0% 

I 

Oo/� -r -0% 0% 

Job Series: 0301 - Miscellaneous Administration And Program 

���!fer

ing Type: Permanent ____ _ 

Total # 140 58 

Applications 

Received 

% 

---:-- Qualified # 

100% 

139 

41.43% 

57 

70 

50.00% 

70 

12 

8.57% 

12 

8-11 1 

5.71% 

8 

0.71% 

1 

% _ 100�- 41.01% _ �-]6% !63% 5.76% ,

�

.72% 

# 

,-�l=�-f- 1 2 o o I o 

Relevant # 1 48 1j 42 1 5 1 I O 

Selected 

Applicant : I 

0.71% 

1 

3 

2.14% 

3 

0 

0.00% 

0 

0 

0.00% 

0 

0.72% 2.16% 0.00% 0.00% - - - - -

0 0 0 0 

0.00% 0.00% . 0.00% 0.00% l 

o - -1-- o - o -

1 

0 

0.00% 

0 

0 0 

0.00% -0.00% 

0 

0.00% 0.00% 

0 

0.00% 

0 

0.00% 

0 

----

0 0 

0.00% 

0 

0% 

0.71% 

1 

0.72% 

0 

0.00% 

0 

0.00% 

0 

0% 

2 

t . 0% 

0 

1.43% 0.00% ------ 2 0 

1.44% 

0 

0.00% 

0 

--··-- 0.00% 0.00% 

0 0 

Disability Psychiatric 

[90) Disorder [91) 

0 0 0 0 

0.00% 

0 

0Jm%-0.00% 0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0 0 

0.00% 

0 

0.00% 

1 

3.70% 

1 

0.71% 

1 

0.72% 

0 

0.00% 

0 

---- 0.00% 0.00% 

0 0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 1 ____

__ 

�1

:-10��-I 33.33% 66._6�_0.ooo/o- 0.00°

1a o.o� 

P,,oo_ J ___ % �QD"§o;o]2.08% 10.4io;;· - Toso;; o.00°1� 0% 2.08% ] 0% 0% ---- 0% 0% 0% 0% 0% 

Job Series: 0303 - Miscellaneous Clerk And Assistant 

Position Offering_,!ype: Perm�n_

t _____ _ 

Total # 129 77 36 

Applications 

Received 

____ "lo --=_!.�of] 59.69% L2�.9�0

/o 

Qualified # 124 I 75 35 

_ ,

o

;-;- ---J, 100% j �� 28.23% 

!

Selected # 2 l 2 l 0 

% _ _!:90%1100.00% I 0.00% 

Relevant # 78 59 5 

Applicant 

f'.ool ___ _ 

% 100% ,t 75.64% 6.41% 

16 

12.40% 

14 

7 1 

�ID.78% 

6 ro 

11.29% I 4.84% 1

1 0.00% 

--0--,--0 -1 0 

0.78% 

1 

0.81% 

0 

0.00% 

14 

0.00% 

7 

-cffrio,i; I 0.00% 

a I o 

17.95% 8.97°�[ 0.00% 0% 

Job Series: 0343 - Management And Program Analysis 

0 

0.00% 

0 

0.00% 

0 

0 

0.00% 

0 

1 

0.78% 

1 

-0.00% -- 0.81% -·-- - 0 0 

-100% 1_9.-�% 0.00% 

2 1 0 

2.56% 1.28% 0% 

0.78% 

1 

0.81% 

0 

0.00% 

0 

0% 

2 

1.55% 

2 

1.61% 

0 

0.00% 

1 

1.28% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

Position Offering Ty""p'-

e

_:_P_

er_m_a__

n_

e_nt ________________________________________________ _ 

0 5 0 0 

------------ 0.00% 

0 

3.88% 

4 

0.00% 

0 

0.00% 3.23% 0.00% - -

0 0 

0.00°/ojo:oiWo-Cl.00% 

0 3 0 

0% 3.85% 0% 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 
Total # 214 96 100 18 12 0 

Applications 

Received 

% 100% 44.86% 46.73% 8.41% 5.61% 0.00% 

Qualified # 214 96 100 18 12 0 

% 100% 44.86% 46.73% 8.41% 5.61% 0.00% 

Selected # 5 3 2 0 0 0 

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

Relevant # 55 46 3 6 3 0 

Applicant 

Pool 

% 100% 83.64% 5.45% 10.91% 5.45% 0.00% 

Job Series: 0401 - General Natural Resources Management And Biological Sciences 

Position Offering Type: Permanent 

Total 

Applications 

Received 

Qualified 

Selected 

Relevant 

Applicant 

pool. 

# 35 

% 100% 

# 33 

% 100% 

# 0 

% 100% 

# 9 

% 100% 

Job Series: 0403 � Microbiology 

13 

37.14% 

13 

39.39% 

0 

0% 

8 

88.89% 

�o.sition OffEiri11g Type: Permanent 

Total # 

Applications 

Received 

% 

Qualified # 

% 

Selected # 

% 

Relevant # 

Applicant 

Pool 

% 

17 8 

100% 47.06% 

16 8 

100% 50.00% 

1 0 

100% 0.00% 

6 4 

100% 66.67% 

Job Series: 056() ·� Budget Analysis 

Position Offering Type: Permanent 

Total # 9 5 

Applications 

Received 

% 100% 55.56% 

Qualified # 9 5 

% 100% 55.56% 

Selected # 1 1 

% 100% 100.00% 

16 6 0 0 

45.71% 17.14% 0.00% 0.00% 

14 6 0 0 

42.42% 18.18% 0.00% 0.00% 

0 0 0 0 

0% 0% 0% 0% 

0 1 1 0 

0% 11.11% 11.11 % 0.00% 

8 1 0 0 

47.06% 5.88% 0.00% 0.00% 

7 1 0 0 

43.75% 6.25% 0.00% 0.00% 

1 0 0 0 

100.00% 0.00% 0.00% 0.00% 

1 1 0 0 

16.67% 16.67% 0% 0.00% 

3 1 0 0 

33.33% 11.11% 0.00% 0.00% 

3 1 0 0 

33.33% 11.11% 0.00% 0.00% 

0 0 0 0 

0.00% 0.00% 0.00% 0.00% 

1 

0.47% 

1 

0.47% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

1 1 0 3 3 2 0 3 1 1 

0.47% 0.47% 0.00% 1.40% 1.40% 0.93% 0.00% 1.40% 0.47% 0.47% 

1 1 0 3 3 2 0 3 1 1 

0.47% 0.47% 0.00% 1.40% 1.40% 0.93% 0.00% 1.40% 0.47% 0.47% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

1 1 0 0 0 0 0 1 0 0 

1.82% 1.82% 0% 0% 0% 0% 0% 1.82% 0% 0% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

1 0 0 0 0 0 0 0 0 0 

11.11% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 
Relevant--# 23 21 2 

Applicant 

E_oo�I __ _ 

0 

% J 100% II 91.30% 8.70% 0% 

Job Series: 0561 - Budget Clerical And Assistance 

Position Offering Type: Permanent 

Total # - -·- 90 II 59 I 27 

Applications 

I Received ·-

_ 

% _1��% I 30.00% 

Qualified # 87 59 25 

-------% -- ---�· 100% --67.82% --

Selected # 2 1 

_____ % :: ioooio l[ 50.00% 

Relevant # 7 II 7 

Applicant 

eool ___ --- % 100% 100% 

Job Series: 1035 - Public Affairs 

Position Offering Type: Permanent 

Total # 28 II Applications 

10 

Received 

---- % 

Qualified # 

% 

Selected 

100% 1rs. 71 % 

�

28 10 

135.71% 

1 1 

28.74% 

1 

50.00% 

0 

0% 

18 

64.29% 

18 

64.29% 

0 

4 

4.44% 

3 

3.45% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

# 0 

% 100% 100.00% • MO% 0.00% 

Relevant # 

--- -·-- - --- 9 6 1 2 

--0 � 1--0-

0% I 0.00% 0% 

,,] --- 00:% !,;:%

1 0 0 

1.15% 

0 

o

.

o

r� .Ii 

0.00% 

0 

0.00% 

0 

0% \ 0.00% 

o II o 

0.00% 11-0.00% 

0 0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% I 0.00% 0.00% --:........l--. - ---- 1 0 0 

f

Applicant 

l'ool __ _ I( -100°io 1[ 66.67% 11.11% 22.22%J ll.llo/0-11 0.00% 0% 

Job Series: 1102 - Contracting 

Position Offering Type: Permanent 

Total # 287 137 

Applications 

Received 

---- Qualified 

--------- % 

# 

100% 

283 

47.74% 

135 

--- % 100% 47.70% - - '--

Selected # 3 1 

-----. -

_____ % 11� 33.33% 

Relevant # . 21 18 

Applicant d; 

Pool ___ . : ____ _ 

% · 100% 85.71% 

Job Series: 1109 - Grants Management 

Position Offering Type: Permanent 

121 

42.16% 

120 

42.40% 

2 

29 

10.10% 

28 

9.89% 

0 

15 

5.23% ------

15 

5.30% 

0 

66.67% 0.00% 0.00% --- -----ti- -

1 2 0 

4.76% 9.52% 0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

i

t

0.00°io 

Total # - -27 __ 12__ ---13- -..,-- 2 1 I, 0 

Applications 

Received 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

- -----0 -

0.00% 

0 

0.00% 

1 

0.00% 

0 

0.00% 

0 

11.110/ol 0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

2 

0.70% 

2 

0.71% 

0 

0.00% 

0 

0% 

0 0 o I o

0% 0% --o;� o

0 0 

0% 0% 

- -

0 0 

0% 0% 

0 1 ; 1-

l O 0 

' - ' -----------

0 0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

1.11% 

0 

1.11% 

1 

0.00% 

0 

0.00% 1.15% 0.00% ------ -

0 0 0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0.00% 

0 

0% 

-o---r o

0.00% 0.00% 

-0 0 - ---

0.00% 0.00% 

0 0 

0.00% 0.00% 0.00% 

0 

0.00% 

0 

-·----

0 0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0% 

6 

2.09% 

6 

2.12% 

0 

0.00% 

0 

0% 

2 

0.70% 

2 

0.71% 

0 

0.00% 

0 

0% 

0% 

2 

0.70% 

2 

0.71% 

0 

0.00% 

0 

L_O% 

0.00% 

0 

1.11% 

1 

0.00% 1.15% 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0 0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0.35% 

1 

0.35% 

0 

0.00% 

0 

0% 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

5 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

1 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

1.74% -----

0.35% 0.00% 

--is 1 0 

1.77% 

0 

0.35% 

0 ------ 0.00% 

0 

0% 

0.00% 

0 

0% 

0.00% 

0 

0.00% 

0 

0% 

0 0 0 0 0 0 0 0 0 
% 

Qualified # 

1�0°:? IL 44..:

44°

1':_ 48.15% 

27 12 13 

7.41% 

2 

3.70% 

1 

0.00% 

0 

0.00% 3.70% -

0 

---1 

0.00% 

0 

% 100% 44.44% 48.15% 7.41% 3.70% 0.00% 0.00% 3.70% 0.00% 

'i'-se-lect - -ed-- # -1-- 0 --1- - a-' 0 ' -0 0 () - --a 

----

- %--

J: 100%l�i 100.00% _ 0.00°

1,;-I _ o.00%Jo.00%F_£:00o/o _ - o:-6o% �% __ 

Relevant # 0 I 13 2 2 O i O O O O I Applicant 1 • 

Pool_ -··-, 

. % 100% J�o 11.76% 11.76% 0% 0.00% 0% 0% 0% 

Job Series: 1146 - Agricultural Marketing 

�t�i!!g !ype: �er!!.1!!!!.ent_ 

Total # 465 221 

Applications 

Received 

198 

% 100% 47.53% 42.58% 

f,-

Q

_

u_a

-lifi -,

e

-d ___ #____ 447 211 196 

, 

• 

% - :l! 100% ][ 47'

.�0/o 43.8�0/o 

1

selected ,!:____J• 22 I 9 13 

_____ �----f-100% I 40.91% -�9.0�%-

Re1evant I# · 295 I 262 ,9 

Applicant I 

46 

9.89% 

40 

8.95% 

0 

0.00% 

24 

17 1 

3.66% 0.22% 

16 

3.58% 

-- - -

0 

O

t

% 

·

I

' 

1 

0.22% 

0 

0.00% 

0 

0.22% 

0.22% 

0 

7 

1.51% 

7 

1.57% 

0 

2 

0.43% 

2 

0.45% 

0 

0.00% 0.00% . I 0.00% 

.. - ·-- -

0 5 2 

0.00% 0.00% 0.00% 0.00% 

0 0 0 0 

0.09°

10 0.00% 0.00%�1.:

:

:_o.00%

0 I O O 0 

0.00% 0.00% 

0% 0% 

2 3 

0.43% 0.65% -- -·---

2 3 

0.45% 

0 

0.00% 

0 

0.67% 

0 

0.00% 

0 

--, - 0.00% 0.00% 

0 -r- -·o 

0% 

0.22% 

1 

0.22% 

0 

0.00% 

3 

0% 

0.22% 

1 

0.22% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

1 

0.22% 

1 

0.22% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

9 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

4 

---- 1.94% --- 0.86% 

8 4 

1.79%- Q.89% 

0 0 

0.00% 

1 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

2 

0.43% 

2 

0.45% 

0 

0.00% 

0 

l'oo�I ___ _ __ ___ J 

% 100% 88.81 o

;;:• 3.05% 8.14% 

Job Series: 1147-:-Agricultural Market Reporting 

3.73% I 0.00% 0% 1.69% 0.68% 0%:...._ ..... .l0% S...::21.02 ��% -��0% �---�0% �"ii=�0.34�% ;;...."""'..:..:0% �=----0% '""""---

Position Offering Type: Permanent 

tTotal ' # - --53 --2-1 --30 2 

Applications � Received _ --

-- I . 

_____ % I:� 39.62% · 56.60% .2:?!010 

Qualified # 51. 20 29 2 

1 0 0 0 0 

1r 0.00% _ 0.00% ci:oii%o.00% 

0 

1.89% 

1 

1 

1.89% 

1 

0 

% 1�0/o J

I 39.22% __ 56.86% , 3.92% 

1ilo o o o o 

1.96% o-:00% i_ 0.00% ... __ 0.00% - 0.00% ,0.00% �96% �% 

0.00% 

0 

0.00% 

0 

------,,--- _ _.._ -- - -·-

Selected # 

% 

13 ' 5 7 1 1_ .. ,.... 

o. __ J _ o _ 

o .2. _ � 1 1 

# I Relevant 

I Applicant 

l:ool ____ _ 

% 

=i 100% Jl 38.46% , 53.850�- I ?·6�0/0 

150 II 132 5 13 

jr-100%!! 88.00% 3.33% 8.67% 

Job Series: 1147 - Agricultural Market Reporting 

7.69% . 0.00% ! 0.00% 0.00%_ 0.00% 0.00% 

5 0 0 2 1 0 

3.33% j[}.oo07o- 0% 1.33% 0.67% 0% 

7.69% 

1 

0.67% 

Position Offering Type: Temporary ______ ....,.. __ 

Total # 7 6 1 0 0 0 0 0 0 0-,- 0 

Applications 

Received 

'Qualified 

% = _I

! 100% lQ�:71% _14.29% 0.00% 0.00% 0.00% 0.00% 0.00% _L�OO% 0.00% 0.00% 

# jl 7 6 1 0 0 0 0 � 0 0 0 

, � _; 100% 85. 71£1 ·1�.29o/;;- - 0.00% i-ti:00% _ O�Ooof- 0.00% . O.O�o �

- 0.00%: - O.OCl_'.'lo::- 0.00°i� 

Selected I# • 1 1 I O O I O O O O O O 0 

%- loo% 100.00% 1 0.00% 0.00% 1 0.00% .. 0.00% 1 0.00% 0.00% 0.00% 0.00% 1 0.00% 

Relevant # - --·- O o

,--

0

-- -

O -- - o I O 1

- O - O -- -0

-- --

0

-

1 ·-·

o 

-· 

Applicant " · 

Pool __ _ 

% 0% 0.00% 0.00% 0.00% Q.QQO/o II Q.QQD/o 0.00% 0.00% 0.00% 0.00% 0.00% 

7.69% .I 0.00% 

1 0 

0.67% , 0% 

0 0 

_

0.00%] 0.00% 

0 0 

0.00% 

0 

---- 0.00% 

0.00% 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 0.00% --------

0 0 

0.00% 0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0.00% 
Job Series: 1301 - General Physical Science 

Pos

.

ition Offering Type: Permanent 

Total 

Applications 

Received 

Qualified 

Selected 

Relevant 

Applicant 

Pool 

# 16 

% 100% 

# 15 

% 100% 

# 0 

% 100% 

# 1 

% 100% 

J�b S��ie�: 1.3:20 - Chemistry 

5 

31.25% 

5 

33.33% 

0 

0% 

1 

100% 

Position Offering Type: Permanent 

Total # 25 14 

Applications 

Received 

% 100% 56.00% 

Qualified # 24 14 

% 100% 58.33% 

Selected # 2 1 

% 100% 50.00% 

Relevant # 23 23 

Applicant 

Pool 

% 100% 100% 

Job Series: 1382 - Food Technology 

Position Offering Type: Permanent 

Total # 7 5 

Applications 

Received 

% 100% 71.43% 

Qualified # 6 5 

% 100% 83.33% 

Selected # 0 0 

% 100% 0% 

Relevant # 8 7 

Applicant 

Pool 

% 100% 87.50% 

9 

56.25% 

8 

53.33% 

0 

0% 

0 

0% 

10 

40.00% 

9 

37.50% 

1 

50.00% 

0 

0% 

1 

14.29% 

0 

0.00% 

0 

0% 

0 

0% 

2 0 0 0 

12.50% 0.00% 0.00% 0.00% 

2 0 0 0 

13.33% 0.00% 0.00% 0.00% 

0 0 0 0 

0% 0% 0% 0% 

0 0 0 0 

0% 0% 0.00% 0% 

1 1 0 0 

4.00% 4.00% 0.00% 0.00% 

1 1 0 0 

4.17% 4.17% 0.00% 0.00% 

0 0 0 0 

0.00% 0.00% 0.00% 0.00% 

0 0 0 0 

0% 0% 0.00% 0% 

1 0 0 0 

14.29% 0.00% 0.00% 0.00% 

1 0 0 0 

16.67% 0.00% 0.00% 0.00% 

0 0 0 0 

0% 0% 0% 0% 

1 0 0 0 

12.50% 0% 0.00% 0% 

Job Series: 1801 - General Inspection, Investigation, Enforcement, And Compliance Series 

Pos

.

i

.

tion Offering Type: Permanent 

Total # 127 69 45 13 5 1 0 

Applications 

Received 

% 100% 54.33% 35.43% 10.24% 3.94% 0.79% 0.00% 

Qualified # 124 68 43 13 5 1 0 

% 100% 54.84% 34.68% 10.48% 4.03% 0.81% 0.00% 

Selected # 2 1 1 0 0 0 0 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

1 0 0 0 0 0 0 0 0 0 

4.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

1 0 0 0 0 0 0 0 0 0 

4.17% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 0 0 0 

0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

0 0 0 0 0 0 0 4 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 3.15% 0.00% 0.00% 

0 0 0 0 0 0 0 4 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 3.23% 0.00% 0.00% 

0 0 0 0 0 0 0 0 0 0 
Relevant 

Applicant 

% 

# 

100% 

17 

50.00% 

15 

50.00% 

1 

-Pool--

%

---1 100% 11 88.24% _ 5.88% 

lob Series: 1980 - Agricultural Commodity Grading 

Position Offering Type: Permanent 

Total # 488 255 

Applications 

Received 

% 

Qualified # - ii 100% �I 52.25% 

---- ---- 458 234 

% 

Selected # 

---- % 

# 

100% 51.09% 

42 25 

--- 100% 

1065 

59.52% 

940 

185 

37.91% 

177 

38.65% 

15 

---·-

35.71% 

28 

0.00% 0.00% -- -0.00% 

.

1 0 0 

5.88% 

48 

9.84% 

47 

10.26% 

2 

4.76% 

97 

0% 

23 

4.71% 

23 

5.02% 

0.00% 

0.20% 

1 

0.22% 

2 0 

4.7!5!� I[ 0.00% 

21 0 

0.00% 

0 

0% 

4 

0.82% 

4 

0.87% 

0 

0.00% 

Relevant 0 

Applicant 

Pool 

%____j[ -100% l��L 2.63% 9.11% 1.97% 0.00% 0% 

lob Series: 2210 - Information Technology Management 

�osition �-tt;E;_ring _!ype: Permanent 

Total # I 165 1

1 76 75 

Applications II Received 

% 

-Qu-a-l

i-fied --- # 

% 

Selected # 

100% 46.06% 45.45% --- --- -

165 76 75 

100% 

6 

46.06% 

3 

-- -- � _ Ji 100% 50.00% 

45.45% 

3 

50.00% 

Relevant # · 4 

.

. 

80 1� 69 

Applicant 

Pool ___ % ---li-lOOo/o 0

[ 86.25°/ol 5.00% 

14 

8.48% 

14 

8.48% 

0 

0.00% 

7 

10 0 

-----

6.06% 0.00% 

10 0 

6.06°/o 0.00% 

0 0 

0.61% 

1 

0.61% 

0 

-- - --1 '- ---

0.00% 0.00% 0.00% 

0 

·- - 3 0 

8.75o7ol 3.75% 11 0.00% 0% 

0.00% 

0 

0% 

6 

1.23% 

6 

1.31% 

0 

0.00% 

6 

0.56% 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 0.00% -----

6 0 

0.56% 0% 

3 0 

0.61 ---··- % 1.82% 0.00% --·-

1 3 0 

0.61% 

0 

0.00% 

3 

3.75% I 

1.82% 

0 

0.00% 

0 

0% 

0.00% 

0 

0.00% 

0 

0% 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0.61% 

1 

0.61% 

0 

0.00% 

0 

0% 

0.00% 0.00% -- - --

0 0 

0% 0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

1 

0.09% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

r- 0 

0.00% 

0 

0.00% 

0 

0.00% 

1 

0.09% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

t- 0% 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

0 

0% 

0.61% 

1 

0.61% 

0 

0.00% 

0 

0% 

0.00% 

0 

0% 

13 

2.66% 

13 

2.84% 

2 

4.76% 

6 

0.56% 

6 

3.64% 

6 

3.64% 

0 

0.00% 

0 

0% 

0.00% 

0 

0% 

2 

0.41% 

2 

0.44% 

0 

0.00% 

0 

0% 

1 

0.61% 

1 

0.61% 

0 

0.00% 

0 

0% 

0.00% 

0 

0% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

1 

0.09% 

2 

1.21% 

2 

1.21% 

0 

0.00% 

0 

0% 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B10: Non-Competitive Promotions - Time in Grade - Distribution by Disability 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified [02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

All 

[OS] [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

Total Employees 

Eligible for Career 188 163 9 16 2 0 0 0 0 0 0 0 0 0 2 0 0 

Ladder Promotions 100% 86.70% 4.79% 8.51% 1.06% 0% 0% 0% 0% 0% 0% 0% 0% 0% 1.06% 0% 0% 

1 - 12 months 23 18 3 2 1 0 0 0 0 0 0 0 0 0 1 0 0 

100% 78.26% 13.04% 8.70% 4.35% 0% 0% 0% 0% 0% 0% 0% 0% 0% 4.35% 0% 0% 

13 - 24 months 6 5 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 83.33% 0% 16.67% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

25+ months 12 10 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 83.33% 8.33% 8.33% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Prepared from NFC's database 
Table B11: INTERNAL SELECTIONS FOR SENIOR LEVEL (GS 13/14, GS 15, and SES) POSITIONS by Disability 

........... ..Total .. bY .. D isabilitv.Status 

Development TOTAL No Disability 

[OS] 

Grade(s) ofVacancy:13 

�<>5,itiC>11(:>f!Elrir1g .. !Yl'.e: PE!

rma11tal11� ........ 

Relevant # 275 149 

Pool 

% 

Total # 

Applications 

Received 

% 

Qualified # 

% 

Selected # 

% 

100% 54.18% 

239 114 

100% 47.70% 

229 109 

100% 47.60% 

22 9 

100% 40.91% 

.. · ·" -··-··-··-"·"�·-··-··-

Grade(s) of Vacancy: 13 

Position Offering Type: Temporary 

Relevant 

Pool 

Total 

Applications 

Received 

Qualified 

Selected 

# 275 149 

% 100% 54.18% 

# 1 1 

% 100% 100.00% 

# 1 1 

% 100% 100.00% 

# 1 1 

% 100% 100.00% 

Not 

Identified Disability (02· 

(01] 03, 

06-99] 

126 16 

45.82% 5.82% 

108 17 

45.19% 7.11% 

103 17 

44.98% 7.42% 

12 1 

54.55% 4.55% 

126 16 

45.82% 5.82% 

0 0 

0.00% 0.00% 

0 0 

0.00% 0.00% 

0 0 

0.00% 0.00% 

Grade(s)-ofVacancy:i4-- .. - -·· 

--�-·-- -··· . -. . . . ' '

Position Offering Type: Permanent 

Relevant ·

·

·· ·· · # 281 

Po.ol ... 

Total 

Applications 

Received 

Qualified 

Selected 

% 100% 

# 254 

# 

% 

# 

% 100% 

Gr�deC;j 'o't vacancv:is 

174 

61.92% 

118 

46.46% 

117 

50.00% 

107 12 

38.08% 4.27% 

118 18 

46.46% 7.09% 

118 18 

46.64% 7.11% 

5 0 

50.00% 0.00% 

Targeted 

Disability al Disability 

(02] 

4 105 

1.45% 38.18% 

7 0 

2.93% 0.00% 

7 0 

3.06% 0.00% 

1 0 

4.55% 0.00% 

4 105 

1.45% 38.18% 

0 0 

0.00% 0.00% 

0 0 

0.00% 0.00% 

0 0 

0.00% 0.00% 

,:. .. �--.. · '. .. .. 

8 115 

2.85% 40.93% 

8 1 

3.15% 0.39% 

8 1 

3.16% 0.40% 

0 0 

0.00% 0.00% 

Traumatic Deaf or Blind or 

Brain Injury Serious Serious 

(03] Difficulty Difficulty 

Hearing (19] Seeing (20] 

81 22 

29.45% 8.00% 

0 1 

0.00% 0.42% 

0 1 

0.00% 0.44% 

0 0 

0.00% 0.00% 

81 22 

29.45% 8.00% 

0 0 

0.00% 0.00% 

0 0 

0.00% 0.00% 

0 0 

0.00% 0.00% 

··--· ·-

·

-

· - ·

-·· -· ·- .. 

57 27 

20.28% 9.61% 

0 1 

0.00% 0.39% 

0 1 

0.00% 0.40% 

0 0 

0.00% 0.00% 

37 

13.45% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

37 

13.45% 

0 

0.00% 

0 

0.00% 

0 

0.00% 

33 

11.74% 

3 

1.18% 

3 

1.19% 

0 

0.00% 

.... Detail for Targeted D. i.sabi.1.it ies 

Missing Significant Partial or Epilepsy or intellectual Significant 

Extremities Mobility Complete Other Seizure Disability Psychiatric 

(31] Impairment Paralysis (60] Disorders (90] Disorder (91] 

(40] (82] 

3 3 0 1 2 0 

1.09% 1.09% 0% 0.36% 0.73% 0% 

0 4 3 0 0 3 

0.00% 1.67% 1.26% 0.00% 0.00% 1.26% 

0 4 3 0 0 3 

0.00% 1.75% 1.31% 0.00% 0.00% 1.31% 

0 1 1 0 0 0 

0.00% 4.55% 4.55% 0.00% 0.00% 0.00% 

3 3 0 1 2 0 

1.09% 1.09% 0% 0.36% 0.73% 0% 

0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

--"·' 

15 8 0 0 5 1 

5.34% 2.85% 0% 0% 1.78% 0.36% 

0 1 0 0 0 4 

0.00% 0.39% 0.00% 0.00% 0.00% 1.57% 

0 1 0 0 0 4 

0.00% 0.40% 0.00% 0.00% 0.00% 1.58% 

0 0 0 0 0 0 

0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 

Dwarfism significant 

(92] Disfigurement 

(93] 

1 0 

0.36% 0% 

2 0 

0.84% 0.00% 

2 0 

0.87% 0.00% 

0 0 

0.00% 0.00% 

1 0 

0.36% 0% 

0 0 

0.00% 0.00% 

0 0 

0.00% 0.00% 

0 0 

0.00% 0.00% 

0 0 

0% 0% 

2 2 

0.79% 0.79% 

2 2 

0.79% 0.79% 

0 0 

0.00% 0.00% 
Po�

iti�n Offeri11g 

l"yp,e: Permanent 

Relevant # 119 67 52 3 2 55 34 5 12 3 3 0 0 0 1 1 0 

F'ooJ 

% 100% 56.30% 43.70% 2.52% 1.68% 46.22% 28.57% 4.20% 10.08% 2.52% 2.52% 0% 0% 0% 0.84% 0.84% 0% 

Total # 129 59 64 6 3 0 0 0 1 0 1 0 2 0 1 2 1 

Applications 

Received 

% 100% 45.74% 49.61% 4.65% 2.33% 0.00% 0.00% 0.00% 0.78% 0.00% 0.78% 0.00% 1.55% 0.00% 0.78% 1.55% 0.78% 

Qualified # 129 59 64 6 3 0 0 0 1 0 1 0 2 0 1 2 1 

% 100% 45.74% 49.61% 4.65% 2.33% 0.00% 0.00% 0.00% 0.78% 0.00% 0.78% 0.00% 1.55% 0.00% 0.78% 1.55% 0.78% 

Selected # 4 3 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

% 100% 75.00% 25.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B12: Participation in Career Development - Distribution by Disability 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified [02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

All 

[05] [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

Career Development Programs for GS 5·12: 

Slots 

Relevant Pool 

Applied 50 45 0 5 0 

Participants 

21 19 2 2 0 

Career Development Programs for GS 13 - 14: 

Slots 

Relevant Pool 

Applied 37 35 1 2 0 

Participants 

28 27 1 1 0 

Career Development Programs for GS 15 and SES: 

Slots 

Relevant Pool 

Applied 0 0 0 0 0 

Participants 

0 0 0 0 0 

"Relevant Applicant Pool" = all employees in the next lower pay grade and in all series that qualify them for the position announced. 

Prepared from Aglearn's database and NFC 
U. S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B13: Employee Recognition and Awards - Distribution by Disability 

Year= Fiscal Year 2017 

ALL Employees TARGETED DISABILITY 

No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

RECOGNITION OR AWARD Disability Identified [02-99] Disability Mental Brain [15·19] [20·25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

All 

[OS] [01] Disability Injury[03] [26·38] Impairment Paralysis Disability [91] ment 

[02] [40] [60·79] [90) [93] 

TIME•OFF AWARDS• 1·9 HOURS 

Total Time-Off 10 8 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0 

Awards Given 100% 80.00% 0% 20.00% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

Total Hours 68 60 0 8 0 0 0 0 0 0 0 0 0 0 0 0 0 

Average Hours 7 8 0 4 0 0 0 0 0 0 0 0 0 0 0 0 0 

TIME-OFF AWARDS· 9+ HOURS 

Total Time-Off 19 14 1 4 3 0 0 1 0 0 0 0 0 0 2 0 0 

Awards Given 100% 73.68% 5.26% 21.05% 15.79% 0% 0% 5.26% 0% 0% 0% 0% 0% 0% 10.53% 0% 0% 

Total Hours 378 281 30 67 43 0 0 15 0 0 0 0 0 0 28 0 0 

Average Hours 20 20 30 17 14 0 0 15 0 0 0 0 0 0 14 0 0 

CASH AWARDS • $100 • $500 

Total Cash Awards 123 102 4 17 6 0 0 3 1 0 0 1 0 0 1 0 0 

Given 100% 82.93% 3.25% 13.82% 4.88% 0% 0% 2.44% 0.81% 0% 0% 0.81% 0% 0% 0.81% 0% 0% 

Total Amount 49376 40723 1877 6776 2300 0 0 1265 306 0 0 229 0 0 500 0 0 

Average Amount 401 399 469 399 383 0 0 422 306 0 0 229 0 0 500 0 0 

CASH AWARDS • $500+ 

Total Cash Awards 1083 967 37 79 26 0 0 11 1 0 1 4 1 0 8 0 0 

Given 100% 89.29% 3.42% 7.29% 2.40% 0% 0% 1.02% 0.09% 0% 0.09% 0.37% 0.09% 0% 0.74% 0% 0% 

Total Amount 1490919 1339789 51103 100027 37004 0 0 16412 1250 0 765 10473 1500 0 6604 0 0 

Average Amount 1377 1386 1381 1266 1423 0 0 1492 1250 0 765 2618 1500 0 826 0 0 

QUALITY STEP INCREASES (QSI) 

Total QSI's 16 11 2 3 1 0 0 0 1 0 0 0 0 0 0 0 0 

100% 68.75% 12.50% 18.75% 6.25% 0% 0% 0% 6.25% 0% 0% 0% 0% 0% 0% 0% 0% 

Total Benefit 41965 28137 5400 8428 2486 0 0 0 2486 0 0 0 0 0 0 0 0 

Average Benefit 2623 2558 2700 2809 2486 0 0 0 2486 0 0 0 0 0 0 0 0 

Prepared from NFC's database 
U.S. DEPARTMENT OF AGRICULTURE 

AGR. MARKETING SERVICE 

Table B14: Separations by Type of Separation - Distribution by Disability [OPM Form 256 Self-Identification Codes] 

Year= Fiscal Year 2017 

TYPE ALL Employees TARGETED DISABILITY 

OF 

SEPARATION No Not Disability Targeted Develop Traumatic Hearing Vision Missing Significant Complete/ Epilepsy Severe Psychiatric Dwarfism Significant 

Disability Identified [02-99] Disability Mental Brain [15-19] [20-25] Extremities Mobility Partial [82] Intellectual Disability [92] Disfigure 

All 

[OS] [01] Disability Injury[03] [26-38] Impairment Paralysis Disability [91] ment 

[02] [40] [60-79] [90] [93] 

VOLUNTARY 148 112 9 27 7 0 1 3 0 0 0 0 0 1 2 0 0 

100% 75.68% 6.08% 18.24% 4.73% 0% 0.68% 2.03% 0% 0% 0% 0% 0% 0.68% 1.35% 0% 0% 

INVOLUNTARY 7 7 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 

100% 100% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 

TOTAL SEPARATIONS 155 119 9 27 7 0 1 3 0 0 0 0 0 1 2 0 0 

100% 76.77% 5.81% 17.42% 4.52% 0% 0.65% 1.94% 0% 0% 0% 0% 0% 0.65% 1.29% 0% 0% 

TOTAL WORKFORCE 2087 1825 65 197 61 0 0 22 13 0 2 6 2 0 15 0 1 

100% 87.45% 3.11% 9.44% 2.92% 0% 0% 1.05% 0.62% 0% 0.10% 0.29% 0.10% 0% 0.72% 0% 0.05% 

Prepared from NFC's database