ࡱ> %' !"#$#` #bjbj5G5G .W-W-# PPPP܃\ zhDDDDD~4ы$hJɺ\\\ɺDD޺0\RDD\VG@ D8 @ҦBP lzx  :ߎۏɺɺz\\\\   D~P   P    This is a Sample Format, each Bureau should enter data derived form their workforce data tables Workforce Data Tables Analysis A1: Total Workforce Distribution by Race/Ethnicity and Sex Treasury noted a decrease in its total workforce by 1955 (1.62%) during the reporting period. This represents a decrease of 2805 employees (-2.43%) in the permanent workforce and an increase of 850 (+17.46%) in the temporary workforce. Representation of MalesFY 2005FY 2006DifferenceTotal Workforce35.75%35.96% -454Permanent Workforce35.94%36.24% -676Temporary Workforce31.19%30.44% +222 Representation of FemalesFY 2005FY 2006 DifferenceTotal Workforce64.25%64.04% -1501Permanent Workforce64.06%63.76% -2129Temporary Workforce68.81%69.56% +628 Males, with the exception of Black males, fell below the Civilian Labor Force (CLF) in each RNO category, but females consistently were above the CLF in each RNO category. Treasury saw an increased participation rate in the following groups during FY 2006 RNO/Gender FY 2005 FY2006 Difference Asian Males 1.63% (1967) 1.75% (2075) +.12% (108) Asian Females 2.26% (2720) 2.45% (2905) +.19% (185) AIAN Males 0.25% (296) 0.26% (305) +.01% (9) AIAN Females 0.56% (672) 0.58% (682) +.02% (10) The following RNO groups indicated an increased separation rate and lower than expected hire rates that contributed to the lower participation rates: RNO/Gender Hires SeparationsWorkforce RepresentationHispanic Males2.25%2.84%2.54%White Males20.56%28.09%25.79% Contributing Factors: Treasurys workforce decrease may be attributed to several factors, such as: 1) hiring freezes and 2) downsizing of some bureaus (TIGTA, BEP, TTB and MINT). Triggers: As of the end of FY 2006, the following groups were below the Civilian Labor Force representation (CLF): Hispanic males, White males, Asian males, Hawaiian Pacific Islander males, American Indian/Alaskan Native males and Two or more races males. When comparing the temporary workforce to the total workforce, the following groups had a net change greater than the total workforce net change: Hispanic males. *NOTE: Treasury did not complete resurveying its workforce before September 30, 2006. Therefore, no analysis has been conducted in this MD-715 report involving Native Hawaiian/Pacific Islanders or the two or more race category. A2: Total Permanent Workforce by Component Distribution by Race/Ethnicity and Sex The largest bureau within Treasury is the Internal Revenue Service (IRS), with a permanent workforce of 96,437. Triggers Data reveals low participation rates of the following RNO categories identified in the various bureaus: Bureau of Engraving and Printing Hispanic males/females, White females, and Asian males/females. American Indian/Alaskan Native females previously noted as having a low participation rate are now above the expected participation rate by .02%. Bureau of Public Debt Hispanic males/females, White males, Black males/females, Asian males/females, and American Indian/Alaskan Native males. (no change from FY2005) Departmental Offices Hispanic males/females, White males/females, and American Indian/Alaskan Native males/females. (no change from FY 2005) Financial Crimes and Enforcement Network Hispanic males/females, White males, and American Indian/Alaskan Native males. (no change from FY2005) Financial Management Service Hispanic males/females, White males/females, and American Indian/Alaskan Native males/females. (no change from FY2005) Internal Revenue Service Hispanic, White, Black, Asian, and American Indian/Alaskan Native males. (no change from FY2005) Internal Revenue Service Chief Counsel Hispanic males/females and White, Black, Asian, and American Indian/Alaskan Native males. (no change from FY2005) United States Mint Hispanic, White, and American Indian/Alaskan Native females. (no change from FY2005) Office of the Comptroller of the Currency Hispanic males/females, White females, and American Indian/Alaskan Native females. (no change from FY2005) Office of the Inspector General Hispanic males/females, White females, Asian males, and American Indian/Alaskan Native males/females. (no change from FY2005) Treasury Inspector General for Tax Administration Hispanic males/females, White females, Asian males, and American Indian/Alaskan Native females. (no change from FY2005) Alcohol and Tobacco Tax and trade Bureau Hispanic males/females and White, Black, and American Indian/Alaskan Native males, and Asian females. (no change from FY2005) Low participation rates vary by bureau and may be dependent on operating locations and mission critical occupations. A31 and A3 2: Occupational Categories Distribution by Race/Ethnicity and Sex The following groups are below the CLF and their workforce availability in the following categories: Executives/Senior Level (grades 15 and above) Hispanic males/females, White and Black females, and Asian males/ females. Mid-Level Managers (grades 13 14) Hispanic females, White females, Black females and American Indian females, and Asian males/ females. First-Level Managers (grades 12 and below) Hispanic, White, and Black males, Asian males/females, and American Indian/Native Alaskan males. Others Hispanic males and females, Black males and females. Officials and Managers Totals Hispanic males/females, and Black males and females. The following groups are below the RCLF (Relevant Civilian Labor Force) in the following occupational categories: Professionals: White females and Hispanic males/females. Technicians: White males/females, Asian males/females and American Indian/Native Alaskan males. Sales Workers: Hispanic, White, Black, and Asian males. Administrative Support Workers: White males/females, Hispanic males and Asian males. Craft Workers: White males/females, Hispanic males/females, and American Indian/Native Alaskan females. Operatives: White males/females, Hispanic males/females, and American Indian/Native Alaskan females. Laborers and Helpers: White males/females, Hispanic males, Asian females and American Indian/Native Alaskan females. Service Workers: White females, Black females, Hispanic males/females, Asian females, and American Indian/Native Alaskan. Triggers: There appears to be a potential glass ceiling for Hispanic, Asian and White females in the grades of GS12 and above. The low participation rates in the grades of GS12 through SES suggests a potential barrier in one or more of the following areas: recruitment, retention or advancement. Each bureau is responsible for its own recruitment, retention and career development programs and the Department will require each to conduct a more thorough analysis and monitor progress to determine what specific barriers may be affecting their workforce. A41 and A42: Participation Rates for General Schedule (GS) Grades by Race/Ethnicity and Sex The participation rates of males in the permanent workforce for grades GS12 through SES were above the overall workforce representation. The participation rate of females in the permanent workforce for grades GS13 through SES were below the overall workforce representation rate. Triggers: Although the overall participation rates of males in grades GS12 through SES were above the overall workforce representation rate, this did not apply to all male RNO categories. MALE PARTICIPATION RATES GS 14 GS 15: Hispanic males were below their overall workforce representation rate. SES: Hispanic and American Indian/Alaskan Native males were below their overall workforce representation rate. FEMALE PARTICIPATION RATES GS 12 GS15: Hispanic, White, Black and American Indian/Alaskan Native females were below their workforce representation rate. SES: Hispanic, Black, Asian, and American Indian/Alaskan Native females were below their workforce representation rate. A51: Participation Rates for Wage Grades (WG) by Race and Sex (Permanent) KG Wage Grades There were a total of 469 Bureau of Engraving and Printing (BEP) employees in grades KG 01 08. The highest concentration of employees (253) was at the KG 05 level. Of the KG grades, females comprised 28.8% and males 71.2% of the positions. The lowest represented groups in the KG Wage grades were Hispanic females (3) and Asian males/females (3/4). There were no American Indian/ Native Alaskan employees. KL Wage Grades There were a total of 13 BEP employees in grades KL 01 08. The highest concentration of employees (8) was at the KL 05 level. Of the KL grades, females comprised 30.8% and males 69.2% of the positions. The majority of the KL grades (92.3%) were comprised of Black males and females. There were no Hispanic males/females, White females, American Indian/Alaskan Native males/females or Asian males in the KL Wage grades. KS Wage Grades There were a total of 43 BEP employees in grades KS 01 10. The highest concentration of employees (16) was at the KS 07 level. Of the KS grades, females comprised 46.5% and males 53.5% of the positions. The majority of the KS grades (86.1%) were comprised of Black males and females. There were no Hispanic females, Asian males/females, or American Indian/Alaskan Native males/females in the KS Wage grades. WD Wage Grades There was one White male Internal Revenue Service (IRS) in the grade of WD-08. WE Wage Grades There were a total of 734 BEP employees in grades WE 01 15. The highest concentration of employees (266) was at the WE 03 level. Of the WE grades, females comprised 4.6% and males 95.4% of the positions. The majority of the WE grades (68.5%) were comprised of White males. There were no American Indian/Alaskan Native females in the WE Wage grades. WG Wage Grades There were a total of 1053 bureau employees (from multiple bureaus) in grades WG 01 13. The highest concentration of employees (239) was at the WG 07 level. Of the WG grades females comprised 17.4% and males 82.6% of the positions. There were no American Indian/Alaskan Native females in the WG Wage grades. The majority of the WG grades (43.6%) were comprised of White males. WL Wage Grades There were a total of 47 bureau employees (from multiple bureaus) in grades WL 03 13. The highest concentration of employees (12) was at the WL 08 level. Of the WL grades, females comprised 6.4% and males 93.6% of the positions. There were no Hispanic females, Asian females, or American Indian/Alaskan Native males/females in the WL Wage grades. The majority of the WL grades were comprised of White males (51.1%) and Black males (25.5 %). WS Wage Grades There were a total of 96 bureau employees (from multiple bureaus) in grades WS 02 15. The highest concentration of employees (23) was at the WS 08 level. Of the WS grades, females comprised 16.6% and males 83.4% of the positions. There were no American Indian/Alaskan Native males/females in the WS Wage grades. The majority of the WS grades (56.8%) were comprised of White males. XI Wage Grades There were a total of 24 Bureau of Engraving and Printing employees in grades XI 05 11. The highest concentration of employees (8) was at the XI 6 level. Of the XI grades, males comprise 100% of all the employees. The majority of the XI grades (58.3%) were comprised of Black males. There are no Hispanics or American Indian/Alaskan Natives in the XI Wage grades. XK Wage Grades There were a total of three Bureau of Engraving and Printing employee in grades of XK 6, XK 9, and XK 11, males comprise 100% of all employees. There were no Hispanic or American Indian/Native Alaskans in the XK Wage grades. XL Wage Grades There was one Black male IRS employee in grade XL 08. XP Wage Grades There were two Black male IRS employees in grade XP 08 and 09. A51: Participation Rates for Wage Grades (WG) by Race and Sex (Temporary) KG Wage Grades There were a total of 3 BEP employees in grade KG 03. Of the KG grades, females comprised 33.3.0% and males 66.7% of the postion. There were no Hispanic males/females, White females, Black males, Asian males/females or American Indian/Alaskan Native males/females. White males made up 33.3% of all KG 03s. WG Wage Grades There were a total of 98 bureau employees (from multiple bureaus) in grades WG 02 10. The highest concentration of employees (30) was at the WG 03 level. Of the WG grades, females comprise 28.6% and males 71.4% of the positions. There were no American Indian/Alaskan Native females in the WG Wage grades. A6: (Permanent) Participation Rates for Major Occupations Distribution by Race/Ethnicity and Sex Participation rates vary based on a bureaus mission. This is a roll-up of Treasurys Major Occupations. Some major occupations are found in one bureau (6907 series), where others are found in several of the bureaus (905 series and 2210 series). Further barrier analysis will be conducted by each bureau, as well as a plan to address any low participation rates in a bureaus major occupation series. There are 48 occupational series, identified as major occupations by Treasurys bureaus. The information shown is only relevant to the bureaus which identified the occupation series as a mission critical occupation. Not all bureaus consider the same occupations as mission critical. When comparing the participation rate of each race/ethnicity group within the major occupation, the following groups were below the Relevant Occupational CLF: 0083 Police Hispanic males/females, white males/females, Asian females. American Indian/Alaskan Native males previously noted as having a low participation rate are now at or above the Occupational CLF for this Occupational Series. 0110 Economist Hispanic males/females, Black males/females, Asian males, and American Indian/Alaskan Native males and females. 0132 Intelligence Research Specialist Hispanic males and females, White males, Black males, Asian females, and American Indian/Alaskan Native males. Asian males previously noted as having a low participation rate are now at the Occupational CLF for this Occupational Series. 0301 Compliance and Enforcement Specialist/ Customer Assistance Specialist Hispanic males/females, Black males/females, Asian males/females, and American Indian/Alaskan Native males/females. White males previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 0340 Program Management Hispanic males/females, White females, Asian males/females, and American Indian/Alaskan Native males/females. 0343 Management & Program Analyst Hispanic males, White males/females, Asian males/females, and American Indian/Alaskan Native males/females. Hispanic females and American Indian/Alaskan Native females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 0501 Financial Systems Analyst Hispanic males, White males, Asian males/females, and American Indian/Alaskan Native males. Hispanic females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 0510 Accountant - Hispanic males/females, White males/females, Asian males/females, and American Indian/Alaskan Native males. American Indian/Alaskan Native females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series 0511 Auditor - Hispanic males/females, White females, Asian males/females, and American Indian/Alaskan Native males/females. 0512 Revenue Agent - Hispanic males/females, White females, and Black Females. 0525 Accounting Technician - Hispanic males/females, White females, Black females, Asian males/females, and American Indian/Alaskan Native males. Black males previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series 0526 Tax Specialist White males/females and Asian males. 0570 Financial Institution Examiner - White females, Black females, and Asian females. American Indian/Alaskan Native females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 0592 Tax Examiner Hispanic males, White males, Black males, and Asian males. 0905 General Attorney Hispanic males, White males, Black females. Asian females and American Indian/Alaskan Native females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 0930 Appeals Officer Hispanic males/females, White females, Black males. Black females and American Indian/Alaskan Native males/females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 0962 Customer Service Representative Hispanic females, White females, Asian males/females, and American Indian/Alaskan Native females. 0963 Legal Instruments Examiner Hispanic males/females, Black males/females, Asian males/females, American Indian/Alaskan Native males. White males and American Indian/Alaskan Native females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 1001 Sculptor and Engraver Hispanic males/females, White females, Black females, Asian males, and American Indian/Alaskan Native male/females. 1101 Government Securities Specialist Hispanic males/females, White females, Black females, Asian male/ females, and American Indian/Alaskan Native males/females. 1160 Financial Analyst Hispanic females, White males/females, and American Indian/Alaskan Native males/females. Hispanic males previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 1169 Settlement Officer White females and Asian females. 1320 Chemist Hispanic females, White males/females, and American Indian/Alaskan Native males/females. Hispanic males previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 1321 Metallurgist Hispanic males/females, White males, Black males/females, Asian males/females, and American Indian/Alaskan Native males/females. 1801 Law Enforcement Officer Hispanic males, Black males, Asian males/females, and American Indian/Alaskan Native males/females. White males previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 1811 Criminal Investigator Hispanic males, White males, and Black males. 1854 Alcohol and Tobacco Tax Specialist Hispanic males/females, White males, Black males, Asian males/females, and American Indian/Alaskan Native males. 2210 Information Technology Specialist Hispanic males, White males, and Asian males. 3414 Machinist White males/females, Asian males/females, and American Indian/Alaskan Native males/females. 3416 Toolmaker Hispanic females, White males/females, Black females, Asian females, and American Indian/Alaskan Native males/females. 3513 Coin/Currency Checker Hispanic males/females, White males/females, Asian males/females, and American Indian/Alaskan Native males/females. 3712 Heat Treater White males/females, Black females, Asian females and American Indian/Alaskan Native males/females. 3727 Buffer and Polisher Hispanic males/females, White males/females, and American Indian/Alaskan Native males/females. 3801 Coin Production Hispanic males, White males and American Indian/Alaskan Native males. White females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 3832 Metal Maker Hispanic females, White males/females, Black males, Asian males/females, and American Indian/Alaskan Native males/females. 3833 Transfer Engraver Hispanic males/females, White females, Black males/females, Asian males/females, and American Indian/Alaskan Native males/females. White males comprise 100% of the three positions within this occupational series. 3869 Metal Forming Machine Operator White males and American Indian Alaskan Native females. 4406 Letter Press Operator Hispanic males/females, White females, Asian males/females, and American Indian/Alaskan Native females. Black females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 4441 Bookbinder Hispanic males/females, White females, Black females, Asian males, and American Indian/Alaskan Native females. 4446 Picture Engraver (Bank Note) Hispanic males/females, White females, Black females, Asian males/females, and American Indian/Alaskan Native males/females. 4449 Plate Maker (Intaglio) Hispanic males/females, White females, Black females, Asian males/females, and American Indian/Alaskan Native males/females. 4454 Intaglio Press Operator Hispanic males/females, White females, Asian males, and American Indian/Alaskan Native females. 5401 Press Worker (Roller Cover) Hispanic males/females, White females, Black females, Asian male/females, and American Indian/Alaskan Native males/females. 5424 Weighing Machine Operator Hispanic males/females, White females, Black males, Asian males/females, and American Indian/Alaskan Native males/females. 5440 Packaging Machine Operator Hispanic males/females, white females, and American Indian/Alaskan Native males/females. 6907 Currency Controller Hispanic males/females, White males/females, Asian males/females and American Indian/Alaskan Native males/females. 6941 Bulk Money Handler Hispanic males/females, White males/females, and American Indian/Alaskan Native males/females. A6: (Temporary) Participation Rates for Major Occupations Distribution by Race/Ethnicity and Sex Participation rates vary based on a bureaus mission. This is a roll-up of Treasurys Major Occupations as a whole. Some major occupations are only found in one bureau (6907 series), where others may be found in several of the bureaus (905 series and 2210 series). Further barrier analysis will be conducted by each bureau, as well as a plan to address any low participation rates in a bureaus major occupation series. The information shown is only relevant to the bureaus, which identified the occupation series as a mission critical occupation. Not all bureaus consider the same occupations as mission critical. When comparing the participation rate of each race/ethnicity group within the major occupation, the following groups were below the Relevant Occupational CLF: 0110 Economist Hispanic males/females, White males, Black males, Asian females, and American Indian/Alaskan Native females. 0301 Compliance and Enforcement Specialist/ Customer Assistance Specialist Hispanic males/females, White females, Asian females, and American Indian/Alaskan Native females. Black males/females, Asian males and American Indian/Alaskan Native males previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 0343 Management & Program Analyst Hispanic males, White males/females, Asian males/females, and American Indian/Alaskan Native males/females. 0501 Financial Systems Analyst Hispanic males, White males/females, Asian males, and American Indian/Alaskan Native males/females. 0510 Accountant - Hispanic males/females, White males/females, Asian males, and American Indian/Alaskan Native males/females. 0512 Revenue Agent - Hispanic males/females, White females, Black Females, Asian males/females, and American Indian/Alaskan Native males/females. 0525 Accounting Technician - Hispanic males/females, White females, Black males, Asian males, and American Indian/Alaskan Native males/females. Black females and Asian females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 0526 Tax Specialist Hispanic males/females, White males, Black males/females, Asian males/females, and American Indian/Alaskan Native males/females. 0592 Tax Examiner Hispanic males/females, White males/females, and American Indian/Alaskan Native males/females. 0905 General Attorney White females, Black males/females, Asian males/females, and American Indian/Alaskan Native males/females. Hispanic males previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 0962 Customer Service Representative Hispanic males/females, White males, Black males, Asian males/females, and American Indian/Alaskan Native males/females. White females and Black previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 1160 Financial Analyst Hispanic males/females, White females, Black males/females, Asian males, and American Indian/Alaskan Native males/females. White males previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 1169 Settlement Officer Hispanic males/females, White females, Black males/females, Asian males/females, and American Indian/Alaskan Native females. 1811 Criminal Investigator Hispanic males/females, White males/females, Black males, Asian males/females, and American Indian/Alaskan Native males/females. 2210 Information Technology Specialist Hispanic males/females, White males/females, and American Indian/Alaskan Native males/females. 3869 Metal Forming Machine Operator Hispanic females, White males, Asian females, and American Indian/Alaskan Native males/females. 5440 Packaging Machine Operator Hispanic males/females, White males/females, and American Indian/Alaskan Native males/females. Asian males/females previously noted as having a low participation rate are now above the Occupational CLF for this Occupational Series. 6941 Bulk Money Handler Hispanic males/females, White females, Black males, Asian males/females, and American Indian/Alaskan Native males/females. A8: New Hires by Type of Appointment Distributed by Race/Ethnicity and Sex New hires within the Treasury were above the CLF with the exception of: Hispanic males, White males/females and American Indian/Alaskan Native males. Overall, male new hires in the permanent (40.53%) and temporary (26.20%) workforce were below their CLF participation rate (53.2%). Hispanics: Hispanic males were hired at a lower than expected rate of 2.25% compared to their CLF of 6.2%. Hispanic females were hired at a rate (6.69%) that exceeded their CLF representation rate (4.5%). Whites: Approximately one half (51.42%) of the Treasurys hires were White. White males comprised about one fifth (20.56%) of the Departments new hires, which was below their CLF (39.0%) by approximately 18.44%. White females accounted for slightly more than one third (30.86%) of the Departments new hires and were below their CLF (33.7%) by 2.84%. American Indian/Alaskan Natives American Indian/Alaskan Native females were hired at a rate of 0.84%, which is above their CLF (0.30%) by 0.54%. American Indian/Alaskan Native males were hired at a rate of 0.26%, which is slightly below their CLF (0.30%) by 0.04%. HiresM/TH/MW/MW/FAIMPerm40.53%2.25%28.28%32.16%0.22%Temp26.20%2.25%14.71%29.88%0.30%Total32.05%2.25%20.56%30.86%0.26%CLF53.20%6.20%39.00%33.70%0.30% Hire rates above the CLF in the following RNO/Gender groups resulted in an increase participation rate: RNO/Gender CLF Percent HiresNumber of HiresAsian Males1.9%2.56%*385Asian Females1.7%4.13%622AIAN Males0.30%0.26%*39AIAN Females0.30%0.84%127 * Note: Even though an increase in the participation rate of Asian Males and American Indian/Native Alaskan males is noted, they are still slightly below the CLF by 0.15% and 0.04% respectively. A10: Non Competitive Promotions Time in Grade Distribution by Race/Ethnicity and Sex There were 10,441 non-competitive promotions. Females received the highest number of promotions, 6967, or 66.73%. This is greater than their participation rate of 64.25% in the Treasury workforce. A13: Employee Recognition and Awards Distribution by Race/Ethnicity and Sex Time off awards (1 9 hours) Overall average 6.68 hours Time off awards (9 + hours) Overall average 36.72 hours Cash awards (up to $500) Overall average $248.35 Cash awards ($501 and over) Overall average $1572.23 Quality Step Increases Average benefit $2063.16 The following race/ethnic/gender groups fell below the overall averages outlined above: Time off awards (1 9 hours) White males/females, Black females and American Indian/Alaskan Native males. Time off awards (9 + hours) Hispanic males, Black males/females, and Asian males. Cash awards (up to $500) All RNO groups received within plus or minus $42.00 of the average cash award of $248.35. The difference of plus or minus $42.00 can be accounted for based on the grade differences of those receiving awards. Awards are determined based on grade and performance level received; higher grades received larger cash awards. Cash awards ($501 and over) All RNO groups received within plus or minus $238.00 of the average cash award of $1,572.23. The difference of plus or minus $238.00 can be accounted for based on the grade differences of those receiving awards. Awards are determined based on grade and performance level received; higher grades receive larger cash awards. Women and minorities in generally appear to be in lower grades than White males and this would account for the estimated difference that appears between the RNOs/genders. Triggers: Consistently, Hispanic, White, Black, Asian, and American Indian/Alaskan Native females fell below the average in cash awards greater than $500.00. A14: Separations by Type of Separation Distribution by Race/Ethnicity and Sex SeparationsMTFTH/MH/FW/MW/FB/MB/FAI/MAI/FVoluntary 38.42%61.58%2.79%5.71%29.30%36.68%4.60%16.31%0.18%0.75%Involuntary 29.69%70.31%3.34%9.90%16.20%29.34%8.23%27.51%0.26%0.90%RIF 37.14%62.86%2.86%0.00%25.71%45.71%8.57%11.43%0.00%0.00%Total Separations 37.59%62.38%2.84%5.07%28.09%36.06%4.95%17.31%0.19%0.76%Total Workforce Representation35.96%64.04%2.54%5.84%25.79%35.90%5.47%19.10%0.26%0.58% Note: Highlighted areas indicate those groups whose separations are above the participation rate for that group. Triggers: The following groups had a separation ratio higher than the groups total workforce representation: Voluntary Separations Hispanic males, White males/females and American Indian/Alaskan Native females. Hispanic females are separating at a rate very close to their representation in the workforce. Involuntary Separations Hispanic males/females, Black males/females, and American Indian/Alaskan Native males/females. Hispanic females involuntarily separated at almost twice their representation rate within the workforce. Reduction in Force Hispanic males, White females, and Black males. White females made up almost half (45.71%) of the total RIFs for FY 2006. Total Separations Hispanic males, White males/females and American Indian/Alaskan Nave females. Overall, Hispanic females, Black males and American Indian/Alaskan Native males are separating at a rate close to their total workforce representation rate within Treasury. Workforce Data Tables Analysis B1: Total Workforce Distribution by Disability Disability Status FY 2005FY 2006Net Change#%#%#%Total Workforce120,327100118,372100-1955-1.62No Disability106,26288.31105,06388.78-1199-1.13Disability11,5099.5610,9739.27-536-4.66Targeted Disability21601.8020291.71-131-6.06Federal High2.212.16-0.05 Triggers: Treasurys targeted disability representation (permanent and temporary) was below the Federal high rate (2.16%) by 0.45%. The data indicates a decrease in the total workforce by 1955 employees, of which 6.7% (131) were employees with targeted disabilities. This represents a continued decrease in employees with targeted disabilities from FY 2003 (1.94%) to FY 2004 (1.89%) to FY 2005 (1.80%) and FY 2006 (1.71%). Contributing Factors: Treasurys workforce decrease may be attributed to several factors, such as: 1) hiring freezes and 2) downsizing of some bureaus (TIGTA, BEP, TTB and MINT). Plan to increase representation: Treasurys thirteen bureaus have been asked to establish goals that quantify and qualify plans to increase representation of employees with targeted disabilities within their Bureaus. The Department will be following up with the bureaus on the progress and implementation of plans. B2: Total Permanent Workforce by Component Distribution by Disability ComponentFY 2004 % Targeted DisabilityFY 2005 % Targeted DisabilityFY 2006 % Targeted DisabilityTreasury1.901.831.76Federal High2.272.212.16BEP0.670.610.60BPD1.341.191.20DO0.460.390.42FINCEN0.390.340.65FMS1.051.031.19IRS2.051.941.91IRS-CC1.171.181.17U.S. MINT1.231.371.37OCC0.480.430.45OIG0.970.880.86TIGTA0.690.700.72TTB0.961.131.12 Triggers: For FY 2006, Treasurys percentage of permanent employees with targeted disabilities (1.76%) compares favorably to the FY 2006 Federal high (2.16%), as does the percentage of employees with targeted disabilities in the IRS (1.91%). The IRS is Treasurys largest bureau with a permanent workforce of 96,437. Some bureaus noted an increase in targeted disabilities such as BPD, DO, FINCEN, FMS, OCC, and TIGTA. B3-1: Occupational Categories Distribution by Disability Occupational Category% No Disability% Targeted DisabilityExecutive/SL90.800.54+Mid-Level90.620.85+First-Level90.831.33+Other89.031.34+Professionals89.621.75-Technicians85.831.62+Sales Workers79.843.23+Administrative Support Workers85.922.79Craft Workers89.390.62Operatives90.671.56Laborers and Helpers75.566.25Service Workers96.050.29+Green indicates those Occupational Categories with representation above the Federal high. Yellow indicates those Occupational Categories significantly below the federal high. + indicates an increase from FY 2005 to FY 2006 in % targeted disabilities Triggers: Officials and Managers: Individuals with targeted disabilities participated in the Officials and Managers occupational category at a rate of 37.5% (744 out of 1985), while the corresponding participation rate for employees without disabilities was 52.2% (52,104 out of 99756). Executive/Senior level: Individuals with targeted disabilities participated in the Senior Level (15 and above) occupational category at a rate of 1.34% (10 out of 744), which is half of the corresponding participation rate for employees without disabilities at 3.2% (1688 out of 52,104). Mid Level: Individuals with targeted disabilities participated in the Mid level (13 and 14) occupational category at a rate of 4.9% (37 out of 744), which is approximately one sixth less than the corresponding participation rate of 7.5% (3923 out of 52,104)for employees without disabilities. First Level: Individuals with targeted disabilities participated in the First level (12 and below) occupational category at a rate of 5.9% (44 out of 744), which is comparable to the corresponding participation rate of 5.8% (3011 out of 52,104) for employees without disabilities. Other Officials: Individuals with targeted disabilities participated in the Other Officials occupational category at a rate of 87.8% (653 out of 744), which is slightly greater than the corresponding participation rate of 83.5% (43482 out of 52,104) for employees without disabilities. Professionals: Individuals with targeted disabilities participated in the Professionals occupational category at a rate of 11.6% (231 out of 1985), which is comparable to the participation rate of 11.8% (11,808 out of 99756) for employees without disabilities. Technicians: Individuals with targeted disabilities participated in the Technician occupational category at a rate of 0.20% (4 out of 1985), which is comparable to the participation rate of 0.21% (212 out of 99756) for employees without disabilities. Sales Workers: Individuals with targeted disabilities participated in the Sales Worker occupational category at a rate of 0.20% (4 out of 1985), which is greater than the corresponding participation rate of 0.10% (99 out of 99756) for employees without disabilities. Administrative Support: Individuals with targeted disabilities participated in the Administrative Support occupational category at a rate of 48.2% (957 out of 1985), which is greater than the participation rate of 29.5% (29,453 out of 99,756) for employees without disabilities. Craft Workers: Individuals with targeted disabilities participated in the Craft Workers occupational category at a rate of 0.25% (5 out of 1985), while the corresponding participation rate for employees without disabilities were 0.72% (716 out of 99756). Operatives: Individuals with targeted disabilities participated in the Operatives occupational category at a rate of 1.20% (24 out of 1985), while the corresponding participation rate for employees without disabilities were 1.40% (1399 out of 99756). Laborers and Helpers: Individuals with targeted disabilities participated in the Laborers and Helpers occupational category at a rate of 0.20% (4 out of 1985), which is significantly higher than the corresponding participation rate of 0.05% (49 out of 99756). for employees without disabilities. Service Workers: Individuals with targeted disabilities participated in the Service Workers occupational category at a rate of 0.60% (12 out of 1985), which is significantly less than the corresponding participation rate of 3.92% (3916 out of 99756) for employees without disabilities. B4-1: Participation Rates for General Schedule (GS) Grades by Disability (Permanent) General Schedule% No Disability% Targeted DisabilityGS 010.000.00GS 0264.4417.78GS 0383.433.60GS 0485.103.27GS 0585.612.91GS 0686.332.44GS 0788.191.62GS 0886.772.26GS 0988.811.69GS1091.531.40GS 1190.681.20GS 1289.131.59GS 1390.791.09GS 1490.220.89GS 1591.510.39Senior Exec92.930.15 Triggers: Employees with targeted disabilities are concentrated at the GS-02 through GS-6 and GS-8 pay grades. Employees with targeted disabilities are participating in junior grade levels (GS 2 through GS 12) at a rate greater than Treasurys employees without disabilities. According to Workforce data tables B4-1, 84.3% (1674 out of 1985) of permanent employees with targeted disabilities are employed in junior grades, which is greater than the 69.6% (69,432 out of 99, 756) of Treasurys permanent employees without disabilities. According to Workforce data tables B4-1, permanent employees with targeted disabilities are participating in senior grade levels (GS 13 through SES) at a rate below that of Treasurys employees without disabilities. 14.1% (279 out of 1985) of permanent employees with targeted disabilities are employed in senior grades, which is approximately half of the 27.3% (27,275 out of 99,756) of Treasurys permanent employees without disabilities employed in these senior grades. Although the participation of permanent employees is still below that of employees without a disability, it does represent an increase of 1.8% compared to FY2005s participation rate (12.5%) of employees with targeted disabilities in these senior grades. B4-1: Participation Rates for General Schedule (GS) Grades by Disability (Temporary) General Schedule% No Disability% Targeted DisabilityGS 0195.24 (100 OF 105)0.00GS 0292.600.82GS 0395.160.62GS 0492.350.67GS 0590.241.54GS 0683.871.61GS 0785.291.47GS 08100.00 (1 of 1))0.00 GS 0987.691.54GS100.00 (0)0.00GS 1193.83 (76 of 81)0.00GS 1290.20 (46 of 51)0.00GS 1383.841.01GS 1496.97 (32 of 33)0.00GS 15100 (44 of 44)0.00Senior Exec98.85 (86 of 87)0.00 Triggers: Temporary employees with targeted disabilities are participating in junior grade levels at a rate that is comparable to that of Treasurys temporary employees without disabilities. According to Workforce data tables B4-1, 97.7% (43 out of 44) of temporary employees with targeted disabilities are employed in junior grades, which is comparable to the 93.1% (4942 out of 5307) of Treasurys temporary employees without disabilities employed in these junior grades. Temporary employees with targeted disabilities are participating in senior grade levels (GS 13 through SES) at a rate equal to Treasurys employees without disabilities. According to Workforce data tables B4-1, 4.5% (2 out of 44) of temporary employees with targeted disabilities are employed in senior grades, which is equal to the 4.6% (245 out of 5307) of Treasurys permanent employees without disabilities employed in these senior grades. B5-1: Participation Rates for Wage Grades (WG) by Disability (Permanent) KG Wage Grades There were a total of 469 Bureau of Engraving and Printing (BEP) employees in grades KG 01 08, of which 8 (1.70%) employees reported having a targeted disability. Concentrations of employees with targeted disabilities (4) (0.85%) were at the KG 05 grade. WE Wage Grades There were a total of 734 BEP employees in grades WE 01 15. No employees reported having a targeted disability. (Loss of one employee with a targeted disability) WG Wage Grades There were a total of 1053 bureau employees (from multiple bureaus) in grades WG 01 13, of which 20 (1.89%) employees reported having a targeted disability. Concentrations of employees with targeted disabilities (6) (0.57%) were at the WG 06 grade. (Loss of three employees with targeted disabilities) WL Wage Grades There were a total of 47 bureau employees (from multiple bureaus) in grades WL 03 13, of which 1 (2.13%) reported having a targeted disability. The one employee was at the WL 03 grade. (Loss of one employee with targeted disability) WS Wage Grades There were a total of 96 bureau employees (from multiple bureaus) in grades WS 02 15, of which 2 (2.08%) employees reported having a targeted disability. The employees were at the WS 06 and WS - 08 grades. KL, KS, WD, XI, XK, XL, XP, XX Wage Grades There were no persons with targeted disabilities in these wage grades. A51: Participation Rates for Wage Grades (WG) by Disability (Temporary) WG Wage Grades There were a total of 98 bureau employees (from multiple bureaus) in grades WG 02 10, of which one (1.02%) employee reported having a targeted disability. The employee was at the WG 3 level. KG, KL, KS, WD, WE, WL, WS, XI, XK, XL, XP Wage Grades There were no persons with targeted disabilities in these wage grades. B6: (Permanent) Participation Rates for Major Occupations Distribution by Disability Participation rates may vary based on an individual bureaus breakout. This is a view of Treasurys Major Occupations as a whole. Some major occupations are only found in one bureau (i.e., 6907 series) and others are shared by several of the bureaus (i.e., 905 series and 2210 series). There are 48 job series which have been identified as major occupations by Treasury bureaus. Permanent employees with targeted disabilities participate at a rate of 54.6% (1085 out of 1985) within Treasurys mission critical occupations compared to the participation rate of 61.5% (64,684 out of 99,756) for permanent employees with no disability. When comparing the participation rate of employees with targeted disabilities within the major occupations, the following occupations (yellow highlighted) fell below the Federal high: Occupational Series% No Disability% Targeted Disability0083 Police 94.570.000110 Economist 91.330.720132 Intelligence Research Specialist 95.881.030301 Compliance and Enforcement Specialist93.260.780340 Program Management 97.520.000343 Management & Program Analyst 96.071.310501 Financial Systems Analyst90.481.360510 Accountant 94.600.770511 Auditor 93.150.240512 Revenue Agent 89.480.990525 Accounting Technician 93.280.000526 Tax Specialist88.591.550570 Financial Institution Examiner 95.750.250592 Tax Examiner 86.912.000905 General Attorney 91.960.750930 Appeals Officer 85.261.420962 Customer Service Representative 86.182.560963 Legal Instruments Examiner 79.410.001001 Sculptor and Engraver 83.330.001101 Government Securities Specialist 92.000.001160 Financial Analyst 100.000.001169 Settlement Officer 88.690.961320 Chemist87.500.001321 Metallurgist 100.000.001801 Law Enforcement Officer 92.860.651811 Criminal Investigator 97.820.031854 Alcohol and Tobacco Tax Specialist 93.421.322210 Information Technology Specialist 87.502.663414 Machinist 74.581.693416 Toolmaker 92.310.003513 Coin/Currency Checker 97.751.123712 Heat Treater 93.550.003727 Buffer and Polisher 82.766.903801 Coin Production 77.279.093832 Metal Maker 100.000.003833 Transfer Engraver 100.000.003869 Metal Forming Machine Operator 93.061.394406 Letter Press Operator 94.550.004441 Bookbinder 94.850.004446 Picture Engraver (Bank Note) 90.000.004449 Plate Maker (Intaglio) 96.770.004454 Intaglio Press Operator 94.120.535401 Press Worker (Roller Cover) 95.560.005424 Weighing Machine Operator 85.710.005440 Packaging Machine Operator 83.613.286907 Currency Controller 92.220.006941 Bulk Money Handler 92.041.38 B6: (Temporary) Participation Rates for Major Occupations Distribution by Disability Participation rates may vary based on an individual bureaus breakout. This is a view of Treasurys Major Occupations as a whole. Some major occupations are only found in one bureau (i.e., 6907 series) and others are shared by several of the bureaus (i.e., 905 series and 2210 series). When comparing the participation rate of temporary employees with targeted disabilities within the major occupations, the following occupations (yellow highlighted) fell significantly below the Federal high: Occupational Series% No Disability% Targeted Disability0110 Economist 100.000.000301 Compliance and Enforcement Specialist95.650.000343 Management & Program Analyst 100.000.000501 Financial Systems Analyst95.000.000510 Accountant 88.245.880512 Revenue Agent 80.000.000525 Accounting Technician 100.000.000526 Tax Specialist57.140.000592 Tax Examiner 89.640.720905 General Attorney 100.000.000962 Customer Service Representative 0.0075.001160 Financial Analyst 100.000.001169 Settlement Officer 89.290.001811 Criminal Investigator 100.000.002210 Information Technology Specialist 90.240.003869 Metal Forming Machine Operator 100.000.005440 Packaging Machine Operator 90.914.556941 Bulk Money Handler 33.330.00 B8: New Hires by Type of Appointment Distributed by Disability There were a total of 15,057 new hires in FY 2006. Of the new hires, 6.03% reported a disability and 0.79% (119) reported a targeted disability. Of the new hires, 6,486 were permanent appointments and 8,571 were temporary appointments. Of the permanent appointments, 7.22% reported a disability and 0.93% reported a targeted disability. This is a decrease of 0.27 % from FY 2005 (1.20%). Of the temporary appointments, 5.13% reported a disability and 0.69% reported a targeted disability. This is a decrease of 0.08% from FY 2005 (0.77%). B10: Non Competitive Promotions Time in Grade Distribution by Disability There were a total of 10,441 non-competitive promotions. Employees with disabilities received 8.78% (917) of the promotions. Of the employees with disabilities receiving promotions, 148 (1.42%) were employees with targeted disabilities; this is an increase from FY 2005 (1.25%). B13: Employee Recognition and Awards Distribution by Disability Time off awards (1 9 hours) Overall average 6.90 hours Time off awards (9 + hours) Overall average 36.82 hours Cash awards (up to $500) Overall average $248.05 Cash awards ($501 and over) Overall average $1,575.20 Quality Step Increases Average benefit $2,064.03 Consistently employees with disabilities and targeted disabilities received cash awards and QSIs below the average amount awarded. Employees who fell into the disability not identified category consistently received less time off awards than the average. Cash awards (up to $500) All groups received within plus or minus $66.00 of the average cash award of $248.05. The difference of plus or minus $66.00 can be accounted for based on the grade differences of those receiving awards. Awards are usually determined based on grade and performance level received; those in higher grades often receive larger cash awards. Cash awards ($501 and over) All groups received within plus or minus $232.00 of the average cash award of $1,575.20. The difference of plus or minus $232.00 can be accounted for based on the grade differences of those receiving awards. Awards are usually determined based on grade and performance level received; those in higher grades often receive larger cash awards. Employees with targeted disabilities in general appear to have a larger representation in lower grades and this would account for the estimated difference that appears between those with targeted disabilities and no disability. Quality Step Increases All groups received within $202 of the average QSI of $2,064.03. Awards are computed based on Grade. Employees with targeted disabilities in general appear to have a larger representation in lower grades and this would account for the estimated difference that appears between those with targeted disabilities and no disability. 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