ANNUAL REPORT ON THE EMPLOYMENT OF MINORITIES, WOMEN & INDIVIDUALS WITH HANDICAPS IN THE FEDERAL GOVERNMENT FISCAL YEAR 1985

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000801980001-0
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 173
• Document Creation Date: December 27, 2016
• Document Release Date: April 11, 2013
• Sequence Number: 1
• Publication Date: September 30, 1985
• Content Type: REPORT

Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
I,
mmfflu J
Jl
,11
WOMMOM020
colm
00
rah
muou*umw
S LL
LWO&I - k~~
O a '
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0_
 STAT
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
Annual Report on the Employment of
Minorities, Women & Individuals with
Handicaps in the Federal Government
Fiscal Year 1985
Equal Employment Opportunity Commission
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
FEDERAL SECTOR PROGRAMS
OFFICE OF PROGRAM OPERATIONS
EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
2401 "E" STREET, N.W.
WASHINGTON, D.C. 20507
(202) 634-6753 - VOICE
634-7886- TDD
DOUGLAS J. BIELAN, DIRECTOR
Sheila Amos
Robin Gray
Brenda Borden
Harriet Hartman
Markennley Braidswood
Louis Jones
June Brown
Robinson Jones'
Clayton G. Boyd
Joseph
Kraus
J. Terry Carney
Arline
Leggett
Marva Carroll
Peggy
Leister
Ronald Davis
Steve
Llewellyn
Irma Dillard
Robert
Lowell
Thomas
Douglass
Jody Martin
Deborah
Downing
Sara Melin
Sylvia
Drummond
Shirley,Mickel
Evelyn
Falkowski
Valerie L. Olson
Susie T. Foshee
Jean Trent
Edward Gomez
Alvin'Turner
Sharon Wilkin
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
TABLE OF CONTENTS
FOREWORD . . . . . . . . . . . . . . . . . . . . . . . . . . vii
PART I - EMPLOYMENT OF MINORITIES AND WOMEN
IN THE FEDERAL GOVERNMENT
A. INTRODUCTION . . . . . . . . . . . . . . . . . . . . . 1
B. BACKGROUND . . . . . . . . . . . . . . . . . . . . . . . . 2
C. AGENCY REPORTS AND PLANS . . . . . . . . . . . . . . . . . 4
1. Evaluation and Analysis of FY 1985 Accomplishment
Reports . . . . . . . . . . . . . . . . . . . 4
2. FY 1986 Plans Updates . . . . . . . ... . . . . . . . 5
D. ANALYSIS OF STATISTICAL DATA . . . . . . . . . . . . . . . 6
1. Total Work Force Summary . . . . . . . . . . . . . . 6
2. White-Collar Employment . . . . . . . . . . . . . . 11
3. White-Collar Pay (GS, GM and SES Pay Systems) . 15
4. Blue-Collar Employment . . . . . . . . . . . . 17
5. Agency Rankings . . . . . . . . . . . . . . . . . 18
E. ONSITE PROGRAM REVIEWS . . . . . . . . . . . . . . . . . 20
F. FEDERAL AGENCY PROGRAM INITIATIVES . . . . . . . . . . . 23
APPENDIX PART I: STATISTICAL DATA - Minorities and women . . 31
Table I-1. Civilian Labor Force Comparisons, 1982, 1983,
1984, AND 1985:
Civilian Labor Force (1980) and Total
Federal Employees (All Pay Systems),
1982, 1983, 1984 and 1985 . . . . . . 32
Civilian Labor Force (1980) and White-Collar
Employees, 1982, 1983, 1984
and 1985 . . . . . . . . . . . . . . 33
Civilian Labor Force (1980) and White-Collar
Professional Employees, 1982, 1983, 1984
and 1985 . . . . . . . . . . . . . . 34
Civilian Labor Force (1980) and White-Collar
Administrative Employees, 1982, 1983,
1984, and 1985 . . . . . . . . . . . 35
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
Civilian Labor Force (1980) and White-Collar
Technical Employees, 1982, 1983, 1984
and 1985 . . . . . . . . . . . . . . 36
Civilian Labor Force (1980) and White-Collar
Clerical Employees, 1982, 1983, 1984 and
1985 37
Civilian-Labor Force (1980) and Blue-Collar
Employees, 1982, 1983, 1984
and 1985 . . . . . . . . . . . . . . 38
Table 1-2. Federal Agency Trend Summary, 1982, 1983, 1984 .
and 1985 . . . . . . . . . . . . . . 39
Table 1-3. Governmentwide Distribution Within Groups. Across
PATCO Categories for 1982, 1983, 1984 and
1985 . . - . . . . . . . . . . . . . . . . 46
Table 1-4. Governmentwide Distribution Within GS/GM Grade
Ranges for 1982, 1983, 1984 and 1985 . . . 47
Table 1-5. Governmentwide Distribution Across Grade Ranges
for 1982, 1983, 1984 and 1985 . . . . . . 48
Table 1-6. PATCO and Blue-Collar Changes, 1982, 1983, 1984
and 1985 . . . . . . . . . . . . . . . . . 49
GOVERNMENTWIDE . . . . . . . . . . . . . . 49
Department of Agriculture . . . . . . . . 50
Department of Commerce . . . . . . . . . . 51
Department of Defense Summary . . . . . . 52
Department of the Air Force ?. . . 53
Department of the Army . . . . . . . . 54
Department of the Navy . . . . . . . . . . 55
Defense Logistics Agency . . . . . . . 56-
Department of Education . . . . . . . . . 57
Department of Energy . . . . . . . . . . . 58
Environmental Protection Agency . . . . . 59
General Services Administration . . . . . 60
Department of Health & Human Services . . 61
Department of Housing and Urban
Development . . . . . . . . . . . . . 62
Department of the Interior . . . . . . . . 63
Department of Justice . . . . . . . . 64
Department of Labor . . .. . . . . . . 65
National Aeronautics and Space
Administration . . . . . . . . . 66
Department of State . . . . . . 67
Department of Transportation . . . . . 68
Department of Treasury . . . . . . . . . . 69
Veterans Administration . . . . . . . . . 70
United States Postal Service . . . . . . . 71
ii
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
Table I-10.
Table.I-11.
Table I-12.
Table 1-13.
Table 1-14.
Table 1-15.
Table 1-16.
Table 1-17.
Table 1-18.
Comparative Ranking for Minorities and Women,
1983, 1984 and 1985 . . . . . . . . . . . 72
Composite Ranking for Minorities and Women
1985 . . . . . . . . . . . . . . . . . . 74
Ranking by Difference in Average Grade,
Whites.-.Blacks, as a % of
Agency White-Collar Average Grade . . . . 76
Ranking by Difference in Average Grade,
Whites - Hispanics, as a % of
Agency White-Collar Average Grade . . . . 78
,Ranking by Difference in Average Grade,
.Whites - Asians, as a % of
Agency White-Collar Average Grade . . . . 80
Ranking by Difference in Average Grade,
Whites - American Indians, as a % of
Agency White-Collar Average Grade . . . . 82
Ranking by % of Females in Professional
Work Force . . . . . . . . . . . . . . . 84
Ranking by % of Minorities in Professional
Work Force . . . . . . . . . . . . . . . . 86
Ranking by % of Females in Administrative
Work Force . . . . . . . . . . . . . . . . 88
Ranking by % of Minorities in Administrative
Work Force . . . . . . . . . . . . . . . . 90
Ranking by % of Females in Total Work Force
(White-Collar and Blue-Collar) . . . . . . 92
Ranking by % of Minorities in Total Work Force
(White-Collar and Blue-Collar) . . . . . . 94
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
PART II - EMPLOYMENT OF INDIVIDUALS WITH HANDICAPS
IN THE FEDERAL GOVERNMENT
BACKGROUND . . . . . . . . . . . . . . . . . . . . . .
101
PROGRAM TRENDS AND MILESTONES . . . .. . . . . . .
103
1. Leadership and.Guidance.
103
2. Program Development . .
105
C. INSTRUCTIONS TO AGENCIES . . . . . . . . . . . . . . .
106
D. AGENCY REPORTS AND PLANS . . . . . . . . . . . . . . .
107
1. Criteria for Evaluation of FY 1985 Accomplishments
107
2. Analysis of FY 1985 Accomplishment Reports . . . .
108
3. FY 1986 Affirmative Action Program Plans . . . . .
114
E. INTERAGENCY COMMITTEE ON HANDICAPPED EMPLOYEES . . . . .
116
F. ONSITE PROGRAM REVIEWS . . . . . . . . . . . . . . . . .
118
G. FEDERAL AGENCY PROGRAM INITIATIVES . . . . . . . . . . .
121
APPENDIX PART II: STATISTICAL DATA - Individuals with Handicaps
Table II-1. Evaluation of FY 1985 Accomplishments and
FY 1986 Plans by Agency:
Status as of September 30, 1985 . . . . . 132
Table 11-2. FY 1986 Hiring Goals by Agency:
Status as of September 30, 1985 . . . . . 137
Table 11-3. Affirmative Action Accomplishment Reports:
Status as of September 30, 1985 . . . . . 142
Table 11-4. Data Submitted by Agencies Showing Number
Total Work Force, Number of Employees with
Handicaps, and Staffing Commitments:
Status as of September 30, 1985 . . . . . 150
Table 11-5. Data Submitted by Agencies Showing Number
of Persons in Each of the Targeted
Disability Categories:
Status as of September 30, 1985 . . . . . 155
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
Table 11-6. Ranking by % of Persons with Targeted
Disabilities, Agencies with 500 or More
Employees,
Status as of September 30, 1985 . . . . . 160
Table 11-7. Ranking by % of Persons with Targeted
Disabilities, Agencies with Less than 500
Employees,
Status as of September 30, 1985 . . . . . 162
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
This is the fourth annual report to the President and to the
Congress on affirmative employment programs for minorities and
women, and the tenth annual report on affirmative action for
hiring, placement, and advancement of individuals with handicaps
in the Federal Government. It is submitted as part of the Equal
Employment Opportunity. Commission's responsibilities to monitor
Federal agency compliance with Section 717 of Title VII of the
Civil Rights Act of 1964, as amended, and Section 501 of the
Rehabilitation Act of 1973, as amended. Part II of this report,
"Employment of Individuals with Handicaps in the Federal Govern-
ment," has been prepared in consultation with the Interagency
Committee on Handicapped Employees and fulfills the Commission's
responsiblity to report to the Congress pursuant to Section
501(c) of the Rehabilitation Act of 1973, as amended.
This report covers the period October 1, 1984, through September
30, 1985. The report is divided into two parts: Part I des-
cribes of the progress in the employment status of minorities and
women in the Federal work force; and Part II provides an update
on the accomplishments of Federal agencies in creating an
equitable environment for employees and applicants with hand-
icaps.
The purpose of this report is not only to acknowledge the fact
that considerable progress has been made since the enactment in
1972 of equal employment opportunity legislation covering Federal
employment of minorities and women, and since 1973 for indivi-
duals with handicaps who are Federal employees or applicants, but
also to point out that work still needs to be done before the
Federal Government achieves a completely representative work
force. In summary, this report indicates that:
o Wome- n_an-minority groups continue upward-movement butt
are urTderrepresented-in_several-occupational-categories-)
of employment in the Federal Government when compared
to the Civilian Labor Force;
o Ala kc s,-Hspanes, American Indians, and women--are
mpvingout-of-lower-paid-positions
o Hispanics continue to be the only minority group which
is underrepresented in the Federal work force as a
whole in comparison to the National Civilian Labor
Force;
o White women are underrepresented in the Federal work
force as a whole in comparison to the National Civilian
Labor Force, but their percentage increases steadily
each year;
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
o Federal employment changed very little during the
fiscal year, but the overall percentages of women and
minority groups in the Federal work force increased or
remained about the same;
o Individuals with handicaps have continued to increase
in representation in most agencies and in the Federal
Government as a whole. r
The data upon which Part I of this report is based come from the
Central Personnel Data File (CPDF) of the Office of Personnel
Management and annual accomplishment reports provided by Federal
agencies. The data are governmentwide or agencywide only and
include work force data for permanent full and part-time Federal
employees. Much of the report is limited to data about the
white-collar work force. Temporary employees are not included
because we believe actual progress can be measured more: effec-
tively with permanent employment.
The data upon which Part II of this report is based come from
accomplishment reports provided by agencies and include work
force data for both permanent and temporary full and part-time
Federal employees. Temporary employees are included because
agencies are encouraged to make use of special temporary appoint-
ing authorities to hire individuals with severe handicaps, and it
is important that their efforts be recognized..
The Chairman of the Equal Employment Opportunity Commission
wishes to express his appreciation to the Federal departments and
agencies for their cooperation in supplying information, thereby
assisting EEOC in the preparation of this report.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
PART I- EMPLOYMENT OF MINORITIES AND WOMEN
IN THE FEDERAL GOVERNMENT
A. INTRODUCTION
This annual report to the Congress and to the President by the
Equal Employment Opportunity Commission (EEOC) on the employment
of minorities and women in the Federal Government covers the
period from October 1, 1984, through September 30, 1985. However,
the report will highlight some of the trends and changes in the.
Federal~'work force from FY 1982 through FY 1985.
The data! upon which Part I of this report is based come from the
Central Personnel Data File .(CPDF)2 of the Office of Personnel
Management-(OPM)and accomplishment reports provided by Federal
agencies. The data are governmentwide or agencywide only and
include work force data for permanent full and part-time Federal
employees.' Civilian Labor Force (CLF) data for 1980 comes from
Appendix B .of EEO-MD-707A which was derived from the 1980 Census
EEO:tape. 1 .1
1 Specific analyses by grade, white-collar or PATCO and
blue-collar groupings exclude the U.S. Postal Service and the
Tennessee Valley Authority. However, they are included.in all
analyses ofrtotal Federal employment. References to blue-collar
employment refer to the Federal Wage Systems.
2 The Central Personnel Data File (CPDF) is an automated
file covering most Federal employees. The establishment of the
CPDF in 1972 provided greater capability for gathering and
reporting more expeditiously a wide variety of data on the
Federal work force. The file is based on and.updated monthly
with personnel action information submitted directly to the
Office of Personnel Management by Federal agency appointing
offices. The Standard Form 50, "Notification of Personnel
Action," is the basic source of input to the CPDF.
The CPDF system includes information on individual identification
such as Social Security Number and date of birth; on employee
characteristics, such as sex, minority status (maintained under
strict precautions to protect racial or ethnic identification of
individuals in personnel records), service computation date,
tenure, educational level, and veteran's preference; and on such
job characteristics as agency codes, submitting office numbers,
geographic location of duty, pay plan, grade, salary, occupa-
tional series, and supervisory status.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
B. BACKGROUND
In 1969, under Executive Order 11478, Federal agencies were
required for the first time to establish affirmative programs of
equal employment opportunity. The Equal Employment Opportunity
Act of 1972 extended coverage of the Civil.Rights Act of 1964, so
that Federal agencies were required to establish.these programs
pursuant to Section 717 of the Act. For the first time, the
former Civil Service Commission-(CSC) was given statutory
authority to ensure that all personnel actions in the Federal
Government were not only free from discrimination, but also
actively and affirmatively oriented toward equal employment
opportunity. The President's Reorganization.Plan No. 1of 1978
transferred to EEOC equal employment opportunity . functions: in the
Federal Government that previously had been the responsibility of
CSC, including such rules, regulations, orders and instructions.-
as it deems necessary and appropriate.
In 1981, the EEOC issued EEO-MD-707. This management. directive
instructed Federal agencies to develop, submit, and implement
equal employment and affirmative employment plans for minorities
and women for the period FY 1982 through FY 1986.. In its review
of the Federal work force, EEOC found that minorities and women
were underrepresented in Professional, Administrative,.,skilled
craft positions, and in higher grades under various pay plans in
the Federal Government. EEO-MD-707 instructed each agency to'._
perform a comprehensive analysis of the representation of:sex
specific racial/ethnic groups in various employment categories:
and populous occupational series (by comparing the agency's work
force with the. appropriate segment of the Civilian Labor Force)
and to set annual goals for underrepresented groups.where vacan-
cies were expected. Agencies were also directed to analyze .
.selection procedures and practices, identify selection barriers,
and where appropriate, eliminate or modify selection barriers
restricting the employment opportunities of minorities and women.
Federal agencies were directed (if they had not already done so)
to establish information systems capable of monitoring the
information critical for comprehensive evaluation of the agency's
affirmative employment program. These information systems should
have the capability of providing periodic reports on the agency
work force as it relates to affirmative employment program
activities. Finally, agencies were instructed to integrate
affirmative employment program planning with the agency's overall
management and budget planning process.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
On October 1, 1984, a revised EEO-MD-707A.was issued. This
directive provides instructions for annual accomplishment reports
and updates of the affirmative. employment (equal employment
opportunity) program plans for minorities and women based on
EEO-MD-707. EEO-MD-707A prescribes the procedures, guidance, and
formats for development and submission of annual accomplishment
reports of affirmative employment during the multiyear period;
and development, submission, and implementation of annual updates
of affirmative employment program plans during the multiyear
period, based on EEO-MD-707. This directive was revised to
clarify the instructions for preparing reports and updates.
The annual accomplishment report requires information about
changes in an agency's work force profile, underrepresentation
indices, hiring accomplishments, internal movement accomplish-
ments,. and barrier elimination. The annual update requires
information about hiring goals, internal movement goals, and
projected barrier elimination activity. These annual reporting
requirements were developed after extensive consultation with
Federal agencies.
During FY 1985, EEOC continued to improve the quantity, quality
and consistency of technical guidance and assistance provided to
Federal agencies relative to their affirmative employment
programs. Several initiatives were implemented to increase the
effectiveness of EEOC's program direction. EEOC developed and
revised a comprehensive staff guide which provides both EEOC
headquarters and.field staff with a systematic, uniform approach
to-evaluation of Federal agencies' accomplishment reports and
updates.. In FY 1985, EEOC held over 20 meetings with Federal
agency headquarters representatives to assist them in meeting
regulatory requirements for affirmative employment programs.
EEOC staff provided technical assistance and guidance in response
to over 1,036 telephone calls from Federal agency staff, respond-
ed to over 150 written requests for technical materials and
guidance, and provided training at over 14 agency-sponsored
training programs.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
C. AGENCY REPORTS AND PLANS
1. Evaluation and Analysis of FY 1985 Accomplishment Reports
This section covers agency accomplishment reports for the period
October 1, 1984, through September 30, 1985. EEOC conducted a
comprehensive evaluation of each FY 85 accomplishment report
submitted. Each submitting agency was provided with a written
evaluation of their accomplishment report.
The written evaluations included recognition of progress in
eliminating underrepresentation of minorities and women and in
elimination or removal of selection barriers. Also included were
recommendations for improved program planning, where needed.
Specific program areas which were addressed with recommendations
for improvement were: work force analysis; goal setting; and
selection barrier identification and elimination.
Our written evaluation was frequently followed by a meeting.with
responsible Federal agency EEO officials. Our agency meetings
provided an opportunity for explanation and discussion of EEOC
program requirements as well as giving EEOC representatives a
deeper understanding of agency missions and EEO program direc-
tion. We developed better rapport and a stronger working
relationship with many agencies as a result of these meetings.
FY 1985 accomplishment reports cover the period October 1, 1984,,
through September 30, 1985. Of 105 agencies required to submit
reports, 102 agencies submitted reports. The following agencies
did not submit accomplishment reports:
Administrative Conference of the U. S. Courts
Department of Agriculture (agencywide report)
Office of the Federal Inspector of the Alaska Natural Gas.
Transportation System
Some agencies submitted incomplete accomplishment reports for FY
1985. Several agencies did not establish goals for internal
movement and hiring. They were:
Department of Education
Federal Trade Commission
Department of Justice
Office of Personnel Management
National Endowment for the Humanities
Despite EEOC technical assistance, some agencies did not meet
EEOC reporting requirements (other than goals) and were subse-
quently rated incomplete. They were:
Federal Mediation and Conciliation Service
Department of State
Tennessee Valley Authority
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
2. Evaluation of FY 1986 Plan Updates
Agencies were required to submit plan updates for the period
October 1, 1985, through September 30, 1986 (FY86), with their
reports of accomplishments for FY 1985. This section of the
annual report describes the status of agency submissions of
FY 1986 plan updates.
EEOC conducted a comprehensive evaluation of each FY 86 plan
update and-provided'each agency with a written evaluation of
their plan update. The written evaluations included recommenda-
tions for improving their efforts as well as recognition of well
planned'efforts.
102 of 105 agencies submitted complete plans for FY 1986. The.
following agencies did not submit plan updates for FY 1986:
Administrative Conference of the U. S. Courts
Department of Agriculture (agencywide plan update)
Office-of the Federal Inspector of the Alaska Natural Gas
Transportation System
A number of agencies submitted incomplete updates for FY 1986.
Some agencies met all EEOC reporting requirements, except the
requirement to project goals for.internal movement and hiring.
Those agencies were:
'Department of Education
Federal Trade Commission
Department of Justice
Several other agencies provided incomplete updates which lacked
elements other than goal projections. EEOC has provided substa-
tive technical assistance for preparation of plan updates to
these agencies. We anticipate that these agencies will be able'
to fulfill-EEOC reporting requirements in future years. They
were:
Federal Mediation and Conciliation Service
Department of State
Tennessee Valley Authority
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
D. ANALYSIS OF STATISTICAL DATA
1. Total Work Force Summary
This section analyzes data generated by combining CPDF informa-
tion, and work force information from non-CPDF agencies. In
1982, minorities3 comprised 24.7% of the total permanent Federal
work force, increasing to 25.1% of the 1983 total work force to
25.7% in 1984, and to 26.4% in 1985. In 1985, blacks, Asian
Americans and American Indians were represented in the Federal
work force in proportions equal to or greater than the national
1980 Civilian Labor Force (CLF). (See Table I-1.)
In 1982, blacks were 16.97% (432,784) of all employees, in 1983,
blacks were 16.98.0% (437,164), in 1984, blacks rose to 17.17%
(447,872), and in 1985, again increased to 17.55% (470,424) of
all employees. B_lack_repxesentati_on _is w_ e11= abo_ve_ -the 1=980_CLF
Cfor -blacks-,9-8-!. (See Figure 1.)
The five categories used by the CPDF, EEOC, and this
report are:
White (Not of Hispanic Origin) - All persons having origins in
any of the original peoples of Europe, North Africa, or
the Middle East.
Black (Not of Hispanic Origin) - All persons having origins
in any of the black racial groups of Africa.
Hispanic - All persons of Mexican, Puerto Rican, Cuban, Central
or South American, or other Spanish culture or origin,
regardless of race.
Asian American or Pacific Islander - All persons having origins
in any of the original peoples of the Far East, Southeast
Asia, the Indian Subcontinent, or the Pacific Islands.
This area includes, for example, China, Japan, Korea, the
Philippine Islands and Samoa.
American Indian or Alaskan Native - All persons having origins in
any of the original peoples of North America, and who
maintain cultural identification through tribal affiliation
or community recognition.
Minorities include Blacks (not of Hispanic Origin), Hispanics,
Asian American/Pacific Islanders, and American Indian/Alaskan
Natives.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
Hispanics were 4.45% (113,396) of all employees in 1982, increas-
ing to 4.57% (117,569) in 1983, rising to 4.75% (123,808) in
1984, and increasing to 4.95% (132,741) in 1985. (See Figure
1.) Hispanics were the only minority group whose participation
in the 1985 Federal work force (4.95%) is lower than their
representation in the 1980 CLF (6.4%). A major factor in this
difference is the significant underrepresentation of Hispanic
women who are employed by the Federal government at only 63% of
their'CLF rate compared to Hispanic men who were employed at 86%
of their CLF rate.
In 1982, Asian Americans were 2.4% (60,198) of all employees,
increasing to 2.6% (66,856) in 1983, to 2.7% (70,280) in 1984,
and to 2.93% (78,596) in 1985. This is above the 1980 CLF for
Asian Americans, 1.6%.
American Indians were 0.9% (24,538) of all employees in 1982,
0.9% (24,063) in 1983, 1.0% (25,476) in 1984, and 1.0% (26,534)
in 1985. The 1980 CLF for American Indians is 0.5%.
TOTAL FEDERAL EMPLOYMENT
OF MINORITIES
19 -
18
17
16
15
14
13
12
20
11 -
10-1
-~
7
98 1
2.36 2.60 2.77 2.93
0.96 0.93 0.98 0.99
4.95
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
The percentage of women in the Federal work force rose steadily
between 1982 and 1985. They were 35.1% (895,872) in 1982, 35-.7%
(919,134) in 1983, 36.4% (947,717) in 1984, and 37.4% (1,002,415)
in 1985. Women-represent 4-2-5t---of the 1980CLF? The work force
participation rates of ite and--Hispanic women were less than
their CLF rates. White women were employed at 74% of their
1980 CLF rate and Hispanic women were employed'at only 63% of
their 1980 CLF rate. (See Figure 2.)
34
REPRESENTATION OF WOMEN
IN FEDERAL WORK FORCE
1982 1983 1984 1985
END OF FISCAL YEAR
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
Agencywide data for 1982, 1983, 1984, and 1985 for agencies with
500 or more employees show that women and minority groups, with a
few exceptions, increased as a percentage of the agency work
force during Fiscal Years 1983, 1984, and 1985. After reviewing
the work force of these larger agencies, following are exceptions
where the group is currently underrepresented and declined in the
agency work force between September 30, 1982 to September 30,
1985:
Agency for International Development -
Decrease in representation of females (39.1%
to 38.7%)
Decrease in representation of white females
(20.9% to 19.9%)
Department of Education -
Decrease in representation of white females (26.8% to 23.0%)
Federal Emergency Management Agency -
Decrease in representation of females (38.2% to 35.2%)
Decrease in representation of white females (27.1% to 23.5%)
Federal Home Loan Bank Board -
Decrease in representation of Hispanics (1.4% to 0.6%)
Federal Trade Commission -
Decrease in representation of Hispanics (1.9% to 1.0%)
National Science Foundation -
Decrease in representation of white females (35.7% to 31.5%)
Nuclear Regulatory Commission -
Decrease in representation of white females (27.5% to 26.6%)
Panama Canal Commission -
Decrease in representation of females (18.5% to 17.1%)
Decrease in representation of white females (13.7% to 11.7%)
Railroad Retirement Board -
Decrease in representation of white females (34.1% to 31.3%)
Smithsonian Institution -
Decrease in representation of Hispanics (3.9% to 1.3%)
Department of State -
Decrease in representation of white females (27.7% to 25.9%)
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
Several agencies achieved significant increases in representation
of groups previously underrepresented in their work forces during
Fiscal Years 1983, 1984, and 1985. Those agencies were:
Department of Agriculture -
Increase in representation of females (30.8% to 32.7%)
Department of the Interior -
Increase in representation of Hispanics (2.8% to 3.8%)
Tennessee Valley Authority -
Increase in representation of females (13.5% to 17.4%)
U.S. Postal Service -
Increase in representation of females (25.0% to 28.5%)
Increase in representation of white females (16.3% to 18.2)
Increase in representation of Hispanics (4.6% to 5.5%)
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
2. White-Collar Employment
Each of the Federal white-collar occupational series reflects a
specialized line of work with specific classifications., During
the 1970's, the former Civil Service Commission (now the Office
of Personnel Management) created and defined five employment
categories by which federal agencies could group occupational
series for various purposes (e.g., coverage under the Fair; Labor
Standards Act): Professional, Administrative, Technical, Cleri-
cal, and Other (PATCO).4 Those categories are now used in. many
4 The PATCO categories are described as follows:
.Professional occupations are those that require knowledge in
a field of science or learning characteristically acquired
through education or training equivalent to a bachelor's or
higher degree with major study in or pertinent to the
specialized field, as distinguished from general education.
These occupations follow a two-grade interval pattern in the
GS and equivalent grades through GS-11 and one grade
intervals to GS/GM-15.
Administrative occupations are those that involve the
exercise of analytical ability, judgment, discrection, and
personal responsibility, and application of a substantial
body of knowledge of principles, concepts, and practices
applicable to one or more fields of administration or
management. These positions do not require specialized
educational majors and typically follow a two-grade interval
pattern through GS-11 and one grade intervals to GS/GM-15.
Technical occupations are those that involve work, typically
associated with and supportive of a professional or adminis-
trative field, which is nonroutine in nature and which
involves extensive practical knowledge, gained through
on-the-job experience and/or specific training less than
that represented by college graduation. These jobs typical-
ly follow a one-grade interval pattern in all grades.
Clerical occupations are. those that involve structured work
in support of office, business, or fiscal operations
performed in accordance with established policies, proced-
ures, or techniques and requiring training, experience, or
working knowledge related to the tasks to be performed.
These jobs typically follow a one-grade interval pattern.
Other occupations are those that cannot be related to the
above categories. Predominant occupations in this category
are fire prevention, police, guard, and correctional jobs..
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
areas of Federal personnel administration and they are a key
element in the Central Personnel Datal'File.
In 1985,. 80.0% (1,477,619) of the Federal work force covered by
the CPDF"(excludes USPS and TVA) were in white-collar jobs, while
in 1984, 79.4% (1,437,475) were in white-collar jobs. The7
m?j_ority_of white=collar positions-are n-the-Administrative
category 9:5 -in 1985,~up_from 29.-3% in 1984. The-Clerical
ccategory u-nts.-for---about-23_.8%--of white=collar_pos it ions
while Professional and-Technical categories were 2-2:91 and2_l_2:%
in 1985, respectively.) The other category accounted for 2.7% of
white-c_ollar employment in 1985. _
a. Minorities - Minorities comp Ise _23_31__(344'448 of
1,477,61.9_) o-a11 white=collar-Fedealemployees-in
118=5 an_i__ ncrease from-22.-6_in_1984, As-a group,_minortes .
compris-e"d 18-4$ of-the 19-8-0-wh-ite-colla-r-CLF The only group
whici is underrepresented in c mo par son with the 1980 white-
collar CLF are Hispanics who are 4.5% of the white-collar CLF
but only.4.25% of all white-collar Federal workers. (See Figure
3.)
o Blacks - Blacks held 14.6% of all white-collar
Federal jobs in 1983, increasing to 14.9% in 1984,
and again increasing to 15.25% in 1985. Blacks were 9.7% of
the white-collar CLF in 1980. Blacks' participation rates
increased in all PATCO categories except the other category
during FY 1985. The distribution of white-collar blacks in
Professional positions increased from 9.5% in 1984 to 9.7%
in 1985, and Administrative distribution increased from
22.9% in 1984 to 23.0% in 1985. (See Table 1-3.)
o Hispanics - Hispanics held 4.1% of all white-collar
Federal jobs in 1984, increasing to 4.25% in 1985.
The participation rate for Hispanics increased in each PATCO
category during this period. The distribution of white-
collar Hispanics in Professional jobs increased from 15.2%
in 1984 to 15.4% in 1985, and Administrative distribution
increased from 26.8% in 1984 to 26.9% in 1985. (See Table
1-3.)
5 White-collar CLF data describe employees and persons
seeking work and have been differentiated into five categories to
match the PATCO categories: Professional, Administrative,
Technical, Clerical, and Other. The PATCO CLF data were derived
by EEOC from the 1980 Census EEO tape by matching each of the
approximately 420 federal occupational series with the appropri-
ate counterpart employment occupation(s) in the EEO tape occupa-
tion listing. The white-collar CLF data excludes census categor-
ies of sales workers, craft workers, operatives, and laborers.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
o Asian Americans/Pacific Islanders - Asian Americans
held 2.42 of all white-collar Federal jobs in 1984,
increasing to 2.57% in 1985. Asian Americans were 1.9% of
the white-collar CLF in 1980. The participation rate for
Asian Americans increased in each PATCO category during this
period. The distribution of Asian Americans who were
Professionals increased from 38.5% to 39.5% in 1985 and the
distribution of Asian Americans in Administrative jobs
decreased from 20.3% to 19.8% in 1985. (See Table 1-3,
o American Indians/Alaskan Natives - American Indians
held 1.22% of all white-collar Federal jobs in 1984,
increasing to 1.24% in 1985. American Indians represented
0.5% of all persons in the white-collar CLF in 1980. The
participation rate for American Indians increased in each
PATCO category during this period.
16
WHITE COLLAR EMPLOYMENT
OF MINORITIES
2.57
-o.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
b. Women ~Wom enheld-4-6:641 o-f-al-l-white-c-o-lar j-obs-i
3:984, increasing to 447: 30* in 19.855 j (Se-eVFigure 4: )
Women were 54:-T$`~o_fthe-198-0-white=collar CLF The participation
rate of women in each PATCO category, except in Clerical,-
increased from 1984 to 1985. (See Table 1-6.) The representa-
tion in all groups of minority women in the white-collar work
force increased over this period. The Clerical category contin-
ues to be predominately female, who held 86.35% of Clerical
jobs in 1985. When using differentiated PATCO CLF data, women as
a group equaled or exceeded their representation in the Admini-
strative, Technical, and Clerical categories during 1985. (See
Table I-1.)
47.4-
47.2-
47-
47.6-
48,
45.4
45.2
45.6 -~
46.6 1
46.41
46.2 -{
46
45.8
WHITE.COLLAR EMPLOYMENT
OF WOMEN
1982 1983 1984 1985
END OF FISCAL YEAR
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
3. White-Collar Pay (GS/GM & SES Pay Systems)
a. Minorities - The average grade for each minority group
either increased or remained the same during FY 1985. The
average grades in 1985 were: Asian Americans (8.83), Hispanics
(7.70), American Indians (7.41), and blacks (6.97). The average
grade for whites was 9.06 and the white-collar total was 8.65.
AVERAGE GRADE WHITE COLLAR
BY RACIAL./ETHNIC GROUPS
o Blacks - Blacks remain concentrated in the lower
white-collar grade levels. In 1985, 67.99% of blacks
were in grades 1-8, down from 68.3% in 1984. Government-
wide, 45.64% of white-collar employees were in grades 1-8 in
1985. The percentage of-blacks-in-grades-9-127--incr_eased--~'
from-25.7$=in=19-84~to ,%n 19.8-5- (See Table 1-5.)
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
o Hispanics - Hispanics were also concentrated in the
lower white-collar grade levels. In 1985, 56.01% of
Hispanics were in grades 1-8, down from 56.03% in 1984. The
percentage of Hispanics in grades 9-12 decreased from 35.7%
in'.1984 to 35.6% in 1985. This compares with the govern-
mentwide representation of 37.69% for grades 9-12 in 1985.
(See Table 1-5.)
o Asian Americans/Pacific Islanders - The'percentage'of
Asian Americans in grades 1-8 in 1985 was 41.3%,
lower than the governmentwide percentage of 45.6%. In
grades 9-12,` the percentage of Asian Americans was 42.67% in
1985, higher than the governmentwide percentage of 37.69%.
(See Table,I-5.)
American Indians/Alaskan Natives - Of all American
Indians in white-collar jobs, 61.4% were in grades
1-8 in 1984, and 60.8% in 1985. The percentage in grades
9-12 rose from 30.6% in 1984 to 31.3% in 1985.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
4. Blue-Collar Employment
In.1984, 20.6% of the Federal work force covered by the CPDF
(excludes USPS and TVA) were in blue-collar jobs while in 1985,
20.0% were in blue-collar jobs. The representation of minorities
in blue-collar jobs increased from 31.8% in 1984 to 31.9%'.in.
1985. The representation of blacks in blue-collar jobs continued
to decline in FY 1985 as in FY 1984 and 1983. The representation
of blacks has declined from 20.3% in 1982 to 19.8% in 1983, to
19.7% in 1984, and to 19.5% in 1985. The.representation of
blacks in the 1980 blue-collar CLF is 11.4%. Hispanic represen-
tation. increased to 7.00% in 1985 from 6.95% in 1984.,
In comparison with their representation in the 1980 blue-collar
civilian labor force, Hispanics, women, and white women are
underrepresented in blue-collar jobs in the Federal work force.
(See Table I-1.)
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
5. Agency Rankings
This'is the third year that the Commission has attempted to rank
Federal agencies by their EEO Profiles. Nuinerou-s-p-itf-all's-ex- st
irn---comparing on-e--agency-'-s-work--force profile with-that cf-another
agency-. The^ work force6--of each agency has a unique mission.
One --is, therefore, to some extent comparing apples and oranges
when comparing the work force profile of one agency with,tha.t of"
another. If an agency which has a large clerical work force is
compared with another agency which has a relatively smaller
clerical work force, then the EEO profiles of these two agencies
will., probably be very different (the agency with a large clerical
work force will usually have a higher percentage of women and
minorities in the work force as a whole than an agency with a
small clerical work force), regardless of the effectiveness of.
the EEO programs of the two agencies. Similarly, an agency with
a large professional work force will usually have fewer minori-
ties and women than an agency in which professionals constitute a
smaller percentage of the agency work force, again, regardless of
the effectiveness of the agencies' EEO programs.
We have done as much as is practical to mitigate the difficulties
in comparing agencies with each other. For example, rather than
comparing absolute average grades of specific groups across
agencies, we first calculated the difference between the average
grade of whites in an agency and the average grade of blacks in'
that agency, etc. We could then rank agencies based upon the
magnitude of that difference. With such a ranking, the highest
ranking agency would have the smallest difference between the
average grade of whites and the average grade of blacks.
6 Source of Data - Virtually all the data used in this
analysis of minorities and women come from OPM's Civilian
Personnel Data File (CPDF) and cover permanent employees only
(part-time and full-time) as of September 30, 1985. However, the
CPDF has no data for the following agencies within the jurisdic-
tion of Section 717 of Title VII of the Civil Rights Act of 1964,
as amended: Tennessee Valley Authority, U.S. Postal Service,
Army-Air Force Exchange Service, Central Intelligence Agency,
National Security Agency and the Federal Bureau of Investigation
in the Department of Justice. Where data appear in the tables
which follow for these agencies (other than the composite
tables), they were taken from the FY 1985 accomplishment reports
submitted to the Commission. 13 agencies for which only partial
data are available are not included in the composite ranking
table. All Department of Defense agencies listed in the attached
tables are separate planning and reporting units for affirmative
employment purposes, as determined by the Department of Defense.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
However, even that measure is not as fair to agencies with lower
average grades, since a three grade gap in an agency with low
average grade overall is not comparable to a three-grade gap in
an agency with a high average grade. Therefore, the measure we
used in comparing average grades of EEO groups was the difference
in average grades as a percent of the average grade of the agency
as a whole. This measure is probably the fairest that can be
used when basing the ranking on average grades.
Tables 1-7 through 1-18 only cover Federal agencies with 100 or
more employees. Tables 1-9 through 1-18 provide a government-
wide bench mark for comparison against a standard. Table 1-7
offers a comparison between the FY 1983, FY 1984, and FY 1985
composite rankings. Federal agencies can compare their relative
change during FY 1985.
Table 1-8 is a composite of FY 1985 agency rankings of 10
different comparisons of employment representation of minorities
and women. The composite was prepared by summing the rankings
agencies received in Tables 1-9 through 1-18. Agencies were
then ranked according to the sum of their rankings. This
mitigates the effects of the unfairness of any one measure
through sheer number of criteria used. We believe this composite
ranking is a reasonably fair measure by which to rank agency work
force profiles.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
E. ONSITE PROGRAM REVIEWS
During FY 85, EEOC conducted 227 onsite program reviews of
affirmative employment programs for minorities and women at
Federal agency field installations. This was the third year of
onsite program reviews covering the women and minorities affirma-
tive employment program. The onsite program reviews are conduc-
ted to evaluate an agency's affirmative employment program; to
assess affirmative employment program policies and procedures;
and to assess the implementation of affirmative employment
program plans. Our experience during this period indicates that
these reviews are a very effective tool for assisting Federal
agency field installations to comply with Section 717 of the
Civil Rights Act of 1964, as amended, and EEOC regulations,
instructions and guidance implementing this statute.
In conducting onsite program reviews, EEOC provides technical
assistance, recognizes accomplishments and achievements, makes
recommendations for corrective action, and monitors recommenda-
tions to ensure that they are implemented. Installations of the
following major agencies were reviewed:
Department of Agriculture
Department of Air Force
Department of the Army
Army/Air Force Exchange Service
Department of Commerce
Defense Contract Audit Agency
Defense Logistics Agency
Department of Energy
Environmental Protection Agency
General Services Administration
Department of Health and Human Services
Department of Housing and Urban Development
Department of Interior
Department of Justice
Department of Labor
National Aeronautics and Space Administration
Department of Navy
Office of Personnel Management
United States Postal Service
Department of Transportation
Department of the Treasury
Veterans Administration
The onsite program reviews covered seven primary program areas:
program management, data collection, personnel practices includ-
ing barrier analysis, monitoring and evaluation, plan for
prevention of sexual harassment, training, and recruitment. A
summary of the onsite program reviews for each of the above
program areas is provided below.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
PROGRAM MANAGEMENT - This area covers the assignment of qualified
staff resources for effective implementation of affirmative
employment programs for minorities and women. This includes
review of the following elements necessary for effective program
management: experience of program managers, their program
knowledge, and the extent of their responsibility and authority.
Of the 227 reports reviewed, 193, installations had designated a
program manager with direct responsibility for implementing their
affirmative employment program. While many managers have held
positions for several years, others were new to their positions.
Eight percent of the installations reviewed had merged their EEO
program with the personnel management function.
Forty-three percent of the installations reviewed have establish-
ed EEO Committees to assist in the development and implementation
of EEO programs. In the majority of the installations, the
committee members met on a quarterly basis.
Special emphasis program managers have been designated at many
installations to assist in implementing programs targeted for
specific needs. Usually, the special emphasis program manager's
position is a collateral duty. Frequently, their EEO program
duties and responsibilities were not included in their position
descriptions. On the average, collateral duty special emphasis
managers spent about 20 to 30 percent of their time on EEO
responsibilities.
DATA COLLECTION - This area covers the ability of an installation
to collect and provide comprehensive, accurate work force data
covering minorities and women for EEOC's and OPM's affirmative
employment program reporting requirements. In addition, this
data provides a tool for an installation's self-evaluation of its
affirmative employment program efforts.
Some installation program managers have indicated that race/
national origin/sex data were not always accurate or timely. Some
installations were also unable to provide additional data on
promotions, training, and awards.
EEOC has emphasized to all Federal agencies the importance of
collecting accurate data for tracking and monitoring goal
accomplishments for affirmative employment program plans.
PERSONNEL PRACTICES - This area covers the installation's
procedures, practices, and policies for hiring, promotions,
internal movement, training and other employment decisions.
Included is an assessment of the installation's barrier analysis.
Most personnel management specialists (PMS) interviewed during
our reviews appeared to be knowledgeable of the EEO program and
had a good working relationship with EEO staff.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
Fifty-one percent of the installations were successful in
identifying and taking action steps toward the elimination of
barriers. These barriers were examined in the context of the
entire recruiting and staffing process.
MONITORING AND EVALUATION - This area covers review of the
systems that agencies have established for monitoring and
evaluating the effectiveness of their internal affirmative
employment programs.
Seventy-five percent of the installations reviewed had establish-
ed adequate internal monitoring and evaluation systems. The most
common monitoring problem was in identifying vacancies for
affirmative employment efforts. Some installations had no system
for monitoring selections, promotions, training, or awards.
PLAN FOR THE PREVENTION OF SEXUAL HARASSMENT - This area covers
review of the installation's program efforts for the prevention
of sexual harassment in the work place.
Seventy-five percent of the installations met EEOC's Prevention
of Sexual Harassment guidelines. These installations had
developed and distributed .a copy of their installation's policy
statement to.all employees. Training had been provided to
managers, supervisors, and employees on the definition of sexual
harassment and the behaviors prohibited.
EEOC recommended that installations develop a plan with action
items aimed at prevention of sexual harassment in the work place.
TRAINING - This area covers review of the installation's
training programs. Internal training programs are an effective
mechanism for providing a pool of qualified minorities and
women. In our reviews, the most frequently used training program
is the Upward Mobility Program (UMP). Forty-nine percent of the
installations reviewed had an active UMP. Fifty-one percent of
the installations participated in other types of training which
enhanced the promotional opportunities of minorities and women in
underrepresented occupations.
RECRUITMENT - This area covers review of activities aimed at
recruiting minorities and women for underrepresented occupations.
Internal and external recruitment activities are identified in
the installation's Federal Equal Opportunity Recruitment Program
(FEORP).
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
F. FEDERAL AGENCY PROGRAM INITIATIVES
Many federal agencies develop innovative program activities or
initiatives which promote employment opportunities for minorities
and women. They were invited to share innovative initiatives and
activities they have developed to promote affirmative employment
efforts in the Federal Government. This section acts as a forum
for recognizing and sharing innovative activities that improve
employment opportunities for women and minorities. The following
agencies responded to EEOC's invitation for the sharing of
innovative program initiatives:
Department of the Air Force
Agency for International Development
Department of the Army
Department of Commerce
Defense Logistics Agency
Defense Mapping Agency
Department of Energy
Department of Health and Human Services
Department of the Interior
National Aeronautics and Space Administration
Office of Personnel Management
Panama Canal Commission
Railroad Retirement Board
Tennessee Valley Authority
Department of Transportation
Department of the Treasury
Veterans Administration
United States Postal Service
Because of limited space, we were unable to list each. initiative
submitted. Following is a summary of selected initiatives which
other agencies may wish to consider:
DEPARTMENT OF THE AIR FORCE - AIR FORCE LOGISTICS COMMAND
In October of 1981, Air Force Logistics Command (AFLC) and the
University of Dayton entered into a program which increases the
number of qualified female and minority engineering candidates.
This program recruits individuals with baccalaureate or advanced
degrees in math, physics, or the technical sciences, and enrolls
them in a concentrated 12 month curriculum which upon completion
qualifies them for a B.S. Degree in Electrical Engineering.
Upon completion of this program, graduates receive a job offer
which includes a three-year commitment to AFLC. Each April,
twenty-eight persons begin classes in this program, which is now
in its fifth year. Since the beginning of this program, 26% of
the graduates have been female and 18% have been minorities.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
Air Force Logistics Command's (AFLC) professional engineering
work force has grown by more than 800 positions within the past
three years. During this period, female engineer representation
has increased from 2.6% to 5.7%, black engineers from 2.1% to
5.0%, with total minority representation increasing from 10% to
18.6%. These increases were made possible through programs such
as;the above and aggressive college recruitment efforts.
DEPARTMENT OF THE ARMY
Army has used Schedule B appointing authority to increase the
percentages of minorities and women hired as interns. Prior to
the establishment of the Schedule B Professional and Administra-
tive Career authority, Army experience in hiring minority interns
from the PACE examination had been 3-5% annually. Subsequent to
the establishment of Schedule B, in order to facilitate direct
recruiting, Army requested from and was granted by OPM, authority
to hire under Schedule B without obtaining prior approval on a
case by case basis. Between 1983 and June 1986, Army used the
Schedule B authority to appoint 2,272 interns into 20 different
occupations. 672 or 29.5% of the appointments were black, 134 or
5.9% were Hispanic, and 1,075 or 47.3% were women. As of June
30, 740 of the appointees had been converted to the competitive
service, 186 or 25.1% were black, 34 or 4.6% were Hispanic, and
50.1% were women.
DEPARTMENT OF COMMERCE
The Patent and Trademark Office (PTO) hired over 900 new patent
examiners over a five-year period (FY81-FY85). All patent
examiners must have a technical degree. About 80% of the 900
hires were to be engineers while the other jobs would require
degrees in physics, chemistry, biology, etc. Approximately 12%
of the national engineering work force is comprised of women and
minorities. In addition, Federal salaries are below those
offered by private industry.
In order to increase the number of minorities and women in the
Patent Corps, PTO committed resources for a major recruiting
campaign. Although the number of campuses visited varied from
year to year, as many as 168 colleges and universities were
visited. Included were all historically black colleges with
engineering schools and any school with a significant minority
population. More than 9,000 interviews were conducted on campus
during the five years. Over 180 patent examiners, supervisors,
,and group directors were trained on recruiting and the art of
selling the PTO. Steps were taken to insure that minorities and
women were included among the recruiters. Of the 917 patent
examiners hired during the five year period, 314 or 34% were
minorities and women.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
DEFENSE LOGISTICS AGENCY (DLA)
1. DLA's Logistics Service Center in Battle Creek, Michigan has
initiated a Management Development Program to develop a pool of
qualified employees, particularly women, interested in management
positions. The objective of the program is to provide self-moti-
vated employees with a series of training courses designed to
enhance and develop their career potential for supervisory,
managerial, and executive opportunities. Participants are
offered training that parallels the managerial skills and
effectiveness levels needed by supervisors and managers. The
program uses self-instructional training modules along with a
tutor (GS-12 or above). The program has 29 tutors to assist
program participants. The course covers skills in communica-
tions, decision-making, delegating, finance and control, leader-
ship, motivating, organizing, planning, and computers.
2. Defense Contract Administration Services Region (DCASR),
Dallas has established as a priority the improvement of the
employment profiles of minorities and women in middle and upper-
level positions. Two programs have been initiated to prepare and
assist current employees competing for higher graded positions.
The first program assists employees (GS-9 and below) with
recognition of personal values, time management, working within
the "system," interviewing techniques, and preparation of their
application. Also, a "role model," an employee who has come up
through the ranks discusses their frustrations and successes
along the way. The second program offers advice to employees
competing for merit promotion opportunities. The EEO Committee
offers KSA review package seminars weekly at lunchtime. This
assists employees in developing complete employment application
packages which more accurately reflect their experience and
training.
DEFENSE MAPPING AGENCY
As part of the President's National Partnership in Educational
Program, Defense Mapping Agency (DMA) and the University of Texas
at San Antonio (UTSA) launched a program, San Antonio Prefreshman
Engineering Program (PREP) to identify high school and middle
school students with potential to become engineers and scientists
and encourage them to pursue these fields.
PREP operates for eight weeks, June through August, on the
campuses of the UTSA and San Antonio College. The academic
program consists of lectures by guest speakers in logic, mathe-
matics, computer science, and engineering. Since 1979, over
1,100 students have enrolled in the program. In 1985, 360
students (75% minority, 70% Hispanic, 54% female) enrolled in
the program. PREP operates with financial and full-time manpower
support from local, state, and national colleges, military,
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
government agencies, and industry. A 1984 summer follow-up of
former PREP participants indicated that 228 of 300 plan to attend
college, listing their majors as Engineering (128), Science
(45), and other (62). PREP presents a unique opportunity for DMA
to inform pre-college level students about career opportunities
in mapping, charting, and geodesy..
In the summer of 1984, DMA began participating in the PREP in
support of the President's program as well as the agency's
affirmative action efforts to increase the availability of
qualified minority candidates for professional positions. In
1985, DMA sponsored eight program assistants to serve as PREP
aides in physical science, computer science, engineering, and
mathematics.
DEPARTMENT OF HEALTH AND HUMAN SERVICES
1. Women's Management Training Initiative (WMTI) is designed to
provide supervisory and managerial training to non-supervisory
HHS employees in grades 9-12 in order to make them more competi-
tive for positions in grades 13-15. FY 1985 was the first full
year of the WMTI. 122 participants received a minimum of 80
hours of supervisory/managerial training and at least one
developmental assignment. Of the participants in the program,
28.8% were black, 3.2% were Hispanic, and 2.4% were other
minorities. Since the program began, 16.2% of those selected for
the program have been placed into supervisory or managerial
positions, and 39% have been promoted.
2. Hispanic Employment Initiative (HEI) is designed to provide
experience and increasing the visibility of Hispanic employees
through mentorships and short-term developmental assignments.
During FY 1985, this program was expanded to include all regional
offices with HHS. Since the HEI began, 52 participants have been
matched with mentors and 70 participants have been placed into
developmental assignments.
DEPARTMENT OF THE INTERIOR
1. Bureau of Land Management (BLM) recognized a scarcity of and
keen competition for minority and female natural resource
professionals. Therefore, BLM has augmented is affirmative
recruitment efforts with a long-term strategy for developing a
minority and female applicant pool for its natural resource
professional positions. One initiative is Intergovernmental
Personnel Act (IPA) mobility assignments of BLM professionals to
academic institutions with predominately minority and female
students. Through the IPA designees, BLM aims to assist the
cooperating institutions in developing and implementing profes-
sional natural resource curricula for the purpose of attracting
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
minorities and women into natural resource disciplines and
thereby create a feeder pool of minority and female professionals
for BLM occupations.
2. The Western Region of the National Park Service utilized the
combination of education and work experience embodied in the
Cooperative Education Program, developing a Ranger Intake Program
for recruiting minorities. Santa Monica Mountains National
Recreational Area, because of its proximity to numerous colleges
and universities in the Los Angeles area, was responsible for
recruiting 15 highly qualified and motivated individuals and
serving as their initial training station. Each person is
provided a comprehensive orientation to the National Park Service
history, mission, organization and goals. They are rotated
through various work assignments, including formal training
classes and other special training opportunities. When two
separate six-month courses are completed, they are eligible for
non-competitive hiring for full-time National Park Service
positions as a GS-4 or GS-5. The first two classes included five
blacks, five Hispanics, three Asian-Americans, and two white
females.
3. The Western Region of the National Park Service restructured
12 existing maintenance (Engineering Equipment Operator and
Maintenance Worker) vacancies to provide upward mobility oppor-
tunities for minorities and women. Intense external and internal
recruitment efforts were made to identify and encourage "quali-
fied" or "qualifiable" female and minority candidates to apply.
Also, Veterans Readjustment Act hiring authority was used to hire
applicants. Twelve hires were enrolled in a one-year formal
training program designed to provide the necessary skills,
knowledges, and abilities for these careers. Eleven employees
including seven Hispanic males, two white females, one white
male, and one black male completed the program.
NATIONAL AERONAUTICS AND SPACE ADMINISTRATION
1. NASA has an annual agencywide recruitment effort at the
University of Puerto Rico at Mayaguez designed to recruit
entry-level and cooperative education engineering Hispanic
students, and to encourage faculty members to apply for NASA
Summer Faculty Fellowships and graduates to participate in
the Graduate Student Researchers Programs. Usually, four days
are dedicated to interviewing students and briefing students and
faculty about career and research opportunities at NASA. This
recruitment activity has strengthened and expanded the relation-
ship between NASA and the University into other areas of mutual
benefit and interest. For example, visits have been made to the
University by top NASA managers. NASA employees have served on
temporary teaching assignments, from four to six weeks, at the
University. As a result of this relationship, in FY 1985,
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
Hispanics graduating from the University of Puerto Rico repre-
sented 42% of total Hispanic scientists and engineers hired by
NASA. Also, a substantial grant was awarded to the University to
conduct research in earth remote sensing.
2. In FY 1985, NASA with a permanent full time work force of
about 21,800 employees, had 1,111 Cooperative Education Program
(Co-op) participants. NASA uses the Co-op program primarily as a
recruitment source for its scientific and engineering work force,
but it is also employed for administrative positions which
require baccalaureate degrees, for secretarial and technician
positions requiring associate degrees, and for pre-college
programs. Students alternate a semester or term of college study
with an actual work assignment at NASA. After they obtain their
degree, they may be offered permanent positions.
NASA has been a very active user of the Co-op program, not just
for minorities and women, but as a major feeder program for the
agency's permanent work force. There were 188 hires from the
Co-op program into the permanent work force in FY 1985. Of these
hires, 15.4% were minority women, 6.9% were minority men, and
33.0% were non-minority women.
3. The Lewis Research Center Equal Opportunity Office and .
Personnel Office jointly developed a novel computerized applicant
tracking system that went into effect during FY 1985. The
purpose of this system is to allow quick referral of candidates
for available positions and maintain accurate and systematic
records of disposition and status of all applications for
scientific and engineering positions.
Through this system, management is able to locate all applica-
tions and determine the status of these applications within one
hour of any request. This system permits available applications
for minorities and women to be quickly referred to selecting
officials. Information about the disposition of applications
will assist the Center in refining recruiting methods.
4. Women in Engineering and Science Program was implemented
between the Lewis Research Center (LeRC) and Case Western Reserve
University. The objective of the project was to address the
underrepresentation of women particularly minority women engi-
neers, in NASA. The project was aimed at attracting and employ-
ing female graduate student researchers from Case Western Reserve
University to conduct research at the LeRC. As as result of this
program, undergraduate women have been attracted to possible
employment and other educational opportunities at NASA; and LeRC
has been able to increase the participation of women engineers in
its work force.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
5. The Aerospace Fellowship Program is conducted by the School
of Engineering, Tuskegee University and the NASA Marshall Space
Flight Center. The purpose of this program is to provide
talented juniors with stipends for two years, for the study of
engineering leading towards a baccalaureate degree, and two
summer work periods in hands-on engineering experiences at the
NASA Marshall Space Flight Center. During FY 1985, two minority
students participated in this program.
6. The Graduate Intern Research Program was designed to allow
minority and female graduate students in the fields of science
and mathematics from educational institutions near Goddard Space
Flight Center (GSFC) to take advantage of the research and
educational facilities at GSFC. The program provides the
students with an opportunity to work on selected problems under
the guidance an supervision of technical monitors from GSFC for a
ten-week period. Students are matched with technical monitors
according to their background, training, and research interest.
During FY 1985, 10 students participated. This program increases
the pool of minorities and women who have had some engineering
and science experiences at GSFC.
7. The Rotational Assignment Program (RAP) was implemented at
the NASA Johnson Space Flight Center. The primary objective of
the participants, especially minorities and women, was to fully
assume positions of increased responsibility and authority. This
is accomplished by placing participants in a special training
assignment at the Center's directorate level for six months to
one year. Participants work directly for top level managers who
guide their development in areas of increased responsibility.
The program is designed so that participants will experience the
pressures, requirements, and expectations placed upon those who
hold senior management positions. Participants receive assign-
ments that will give them a chance to develop and practice their
managerial skills. During FY 1985, 2 minority women, 3 white
women, and 2 white males participated in the program.
DEPARTMENT OF TRANSPORTATION (DOT)
The Federal Railroad Administration (FRA) has initiated the
Senior Executive Service (SES) Candidate Development Program.
This program is a two-year developmental training program
designed to prepare candidates with the appropriate managerial
skills for entering into an SES position. One candidate, a
female, is currently on a rotational assignment with the National
Highway Transportation Administration. At the completion of the
two years, all training will be documented at OPM and she will be
certified for five years. This certification will enable her to
apply for future SES positions.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
STATISTICAL DATA - MINORITIES AND WOMEN
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
TABLE I-1
CIVILIAN LABOR FORCE AND TOTAL FEDERAL EMPLOYEES (ALL PAY SYSTEMS)
FOR 1982, 1983, 1984, AND 1985
% 1980
1 CIVILIAN FEDERAL WORK FORCE (ABOVE OR
I LABOR I I I I BELOW
I FORCE % 1982 I % 1983 I % 1984 I % 1985 1 CLF
i I I I I
I I I I I. I
MEN 1 57.54 I 64.87 I 64.29 I 63.66 I 62.60 I ABOVE
I I I I.
i I I I i I
WOMEN I 42.46 I 35.13 I 35.71 I 36.34 I 37.40 I BELOW
WHITE: I 81.56 I 75.26 I 74.92 IV 74.32'1 73.58 1 BELOW I
MEN I 47.48 I 50.95 I 50.62
WOMEN I 34.08 I 24.31 I 24.29
. I I
49.46 I 48.34 1 ABOVE
24.86 I 25.24 1 BELOW
i I I I I
I I I I I I 'i
BLACK: I 9.78 1 16.97 I 16.98 I 17.17 17.55 I ABOVE I
i I I V I
MEN I 4.94 I 8.73 I 8.59 I 8.58 I 8.56.1 ABOVE I
WOMEN I 4.84 8.24 I 8.39 I 8.60 I 8.99-1 ABOVE'
I I I I I. I I
I I I i I i I
HISPANIC:( 6.44 I 4.45 1 4.57 1. 4.75 1 4.95 I BELOW I
I I I I I
MEN- I 3.90 1 3.16 I 3.20 I 3.28 I 3.35 I BELOW i
WOMEN I 2.54 1 1.29 1 1.36 I 1.47 I 1.60 I BELOW I
ASIAN: I 1.61 I 2.36 I 2.60 1. 2.77 I 2.93 1 ABOVE
I
MEN I 0.86 I 1.56 I 1.68 I 1.78 1 1.85 I ABOVE
WOMEN I 0.75 I 0.80 I 0.92 1 1.00 I 1.09 I ABOVE
AMERICAN I I ( I I
INDIAN: 0.52 I 0.96 1 0.93 I 0.98 I 0.99 I ABOVE
MEN I 0.30 1 0.53 1 0.50 1 0.52 1. 0.52 1 ABOVE
WOMEN I 0.22 1 0.43 1 0.43 1 0.46 1 0.47 1 ABOVE
I I 1 I i
TOTAL # I I I i I I
OF I NOT I I I i I
FEDERAL IAPPLICABLEI2,550,513 12,574,168-12,607,869 12,680,405 1
EMPLOYEESI I I I I I,
I I I I I I
.FEDERAL WORK FORCE IS SUM OF DATA FROM CPDF, UNITED STATES POSTAL SERVICE,
TENNESSEE VALLEY AUTHORITY, AND OTHER NON-CPDF AGENCIES.
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
C"I AN LABOR_FORCE__AND WHITE-COLL_AR_EMPLOYEES
FOR 1982, 1983, 1984, AND 1985
% 1980 I - 1
1980 I WHITE I FEDERAL WHITE-COLLAR WORK FORCE
CIVILIAN I COLLAR I
ILABOR FORCEILABOR FORCEI % 1982 % 1983 % 1984 % 1985 1
MEN 57.54 45.9 54.11 53.68 53.36 52.70
~ I I
WOMEN 42.46 54.1 I 45.89 46.32 46.64 I 47.30
WHITE: 81.56 83.3 78.34 77.97 77.40 76.69
MEN 47.48 39.1 I 45.46 44.96 I 44.44 I 43.63
WOMEN 34.08 I 44.3 I 32.88 33.01 32.96 33.06
BLACK:. I 9.78 I 9.7 14.54 14.64 14.87 15.25
MEN 4.94 3.5 I 4.82 4.81 4.85 4.88
WOMEN 4.84 I 6.2 9.72 I 9.83 10.02 10.37
HISPANIC:I 6.44 4.5 3.79 3.94 4.10 4.25
MEN 3.90 2.1 2.11 2.16 2.22 I 2.27
WOMEN I 2.54 2.4 1.68 I 1.78 1.88 1.98
ASIAN: 1.61 1.9 2.10 I 2.28 2.42 2.57
MEN 0.86 I 1.0 1.16 1.26 1.33 1.40
WOMEN 0.75 0.9 0.94 1.02 I 1.09 I 1.17
AMERICAN I ' I I
INDIAN: I 0.52 0.5 1.22 1.16 I 1.22 I 1.24
MEN I 0.30 0.2 0.55 I 0.49 0.51 I 0.52
WOMEN I 0.22 0.3 I 0.66 I 0.67 0.71 I 0.72
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
CIVIL`IAN-LABOR-FORCE ANDTWHITE-COLLAR PROFESSIONAL EMPLOYEES'
FOR 1982, 1983, 1984, AND 1985
% 1980 1980 FEDERAL PROFESSIONAL WORK FORCE
CIVILIAN PROF
I ILABOR FORCEILABOR FORCEI % 1982 I % 1983 I % 1984 % 1985
1 I I I i
I I I
MEN 57.54 I 67.95 76.55 I 76.11 75.15 I 74.04
WOMEN 42.46 32.05 23.45 23.89 I 24.85 25.96
WHITE: 1 81.56 87.47 I 87.20 86.90 86.30 85.61
MEN 47.48 60.62 68.69 68.10 I 66.91 .65.50
WOMEN 34.08 26.85 18.51 18.80 I 19.39 20.12.
BLACK: 9.78 I 5.12 5.95 6.04 I 6.21 6.43
MEN 4.94 2.33 3.02 3.04 I 3.04 -3.09
WOMEN 4.84 2.79 2.93 3.00 I 3.17 3.34
1HISPANIC:1 6.44 1 3.30 2.51 2.60 I 2.74 2.86
I I I
MEN 3.90 I 2.16 1.84 1.90 1.97 2.03
WOMEN I 2.54 1.14 I 0.67 I 0.70 0.77 0.83
ASIAN: 1.61 3.65 3.53 3.83 4.10 4.43 MEN 0.86 2.53 2.49 2.69 2.85 3.04
WOMEN I 0.75 1.12 1.04 1.14 1.25 1.39
AMERICAN I I I I
INDIAN: 0.52 I 0.34 0.81 I 0.63 I 0.66 I 0.67
I I I I
MEN 0.30 0.21 0.51 I 0.38 I 0.39 0.39
WOMEN 0.22 0.13 i 0.30 i 0.25 0.27 0.28
WORK FORCE DATA FROM CPDF
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
CIV-ILIAN"I;ABOR-FORCE-AN-D-WHITE-COLL-A-R ADM-INISTRATIVE-EMP_ Y;_ EES-~
FOR 1982, 1983; 1984; AND 1985
% 1980 1980 I FEDERAL ADMINISTRATIVE WORK FORCE
CIVILIAN ADMIN 1
LABOR FORCEILABOR FORCEI % 1982 I % 1983 I % 1984 I % 1985
MEN 57.54 68.31 69.03 I 67.95 66.44 65.11
WOMEN I 42.46 31.69 30.97 32.05 1 33.56
34.89
WHITE: 81.56 I 87.01 83.45 82.74 1 81.91 81.42
I I I
MEN 47.48 I 60.44 I 60.31 58.94 57.20 55.71
WOMEN 1 34.08 26.57 23.14 23.80 1 24.71 25.71
BLACK: 9.78 6.76 10.69 11.09.1 11.64 11.92
MEN 4.94 3.64 4.77 4.89 5.03 .5.14,
WOMEN 4.84 3.13 I 5.93 6.20 6.61 6.78
HISPANIC:I, 6.44 1 4.06 3.42 3.60 1 3.75 1 3.88
I I I
MEN 3.90 1 2.76 2.36 2.46 1 2.52 1 2.56
WOMEN 1 2.54 1 1.30 .1.06 1.14 1.23 1 1.32
I I
ASIAN: 1.61 1 1.59 1.47 1.61 1 1.68 1.73
I
MEN
WOMEN
IAMERICAN
I INDIAN:
0.86 1.08 0.94 1.02 1 1.04 1.05
0.75 I 0.51 0.53 0.59 0.64 0.68
MEN 1 0.30 0.32 0.65 0.63 0.65 0.65
WOMEN 1 0.22,1 0.17 0.31 0.33 1 0.38 0.41
1 I 1-1-1-
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
CIVILIAN LABOR FORCE AND WHITE-COLLAR TECHNICAL EMPLOYEES
FOR 1982, 1983, 1984, AND 1985
CIVILIAN TECHNICAL
LABOR FORCEILABOR FORCE( %
1982
%
1983 1 %
1984
%
1985
WHITE:
81.56
82.23
73.99
73.60
73.00
72.46
MEN
47.48
45.22
43.53
42.22 1
41.27
1
40.19
WOMEN
34.08
37.02
30.46
31.38
31.73
32.26
BLACK:
9.78
9.88
18.19
1
18.46 1
18.63
1
18.96
MEN
4.94
3.54
6.59
1
6.47
6.42
6.33
WOMEN
4.84
6.34
11.61
I
11.98
12.21
I
12.62
1HISPANIC:1
6.44
5.12
1
4.15
4.30
4.50
1
4.65
1
1
MEN
3.90
2.69
I
2.70
I
2.71
2.78
1
2.80
WOMEN
2.54
2.43
I
1.45
1.59 I
1.72
1.85
MEN
0.86
1.24
0.98
1.03
1.07
1.08
WOMEN
0.75
0.91
0.78
0.86 I
0.93
0.99
(AMERICAN
I
1
I
I INDIAN:
0.52 I
0.51
1
1.89
1.78 1
1.86
I
1..86
MEN
0.30
0.25
1
0.84
0.76 1
0.79
0.80
WOMEN
0.22 '1
0.26
I
1.06
1.02 I
1.07
I
1.06
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
CIVILIAN LABOR FORCE AND WHITE-COLLAR CLERICAL EMPLOYEES
FOR 1982, 1983, 1984 AND 1985
% 1980 I % 1980 FEDERAL CLERICAL WORK FORCE
CIVILIAN I CLERICAL
(LABOR FORCEILABOR FORCEI % 1982 I % 1983 I % 1984 1 % 1985
MEN I 57.54 27.19 13.41 I 13.20 13.58 13.65
WOMEN
42.46 I 72.81 86.59 I 86.80 86.42 86.35
WHITE: I 81.56 79.00 69.40 I 69.00 68.10 66.71
MEN I. 47.48 I 21.69 8.09 7.99 I 8.19 8.17
WOMEN I 34.08 57.32 61.31 I 61.01 59.91 58.54
BLACK: 9.78 12.06 22.75 22.77 I 23.25 24.27
MEN 4.94 2.77 3.68 3.60 3.70 3.75
WOMEN 4.84 9.29 19.07 19.17 19.55 20.52
HISPANIC:( 6.44 6.13 4.66 4.86 5.08 5.27
MEN 3.90 1.88 1.08 I 1.07 1.09 1.09
WOMEN 2.54 4.24 3.58 I 3.80 I 3.99 4.18
ASIAN: I 1.61 I 2.20 I 1.91 2.05 2.16 I 2.31
1 MEN 0.86 0.68 I 0.39 0.42 0.45 I 0.49
WOMEN 0.75 1.52 1.53 1.64 1.71 I 1.82
I I AMERICAN, I
INDIAN: 1 0.52 0.48 I 1.28 1.32 I 1.41 I 1.44
I I I
1 MEN I. 0.30 0.,12 I 0.18 0.13 I 0.15 0.15
WOMEN I 0.22 0.36 I 1.10 1.19 1.26 1.29
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
CIVILIAN LABOR FORCE AND BLUE-COLLAR EMPLOYEES
FOR 1982, 1983, 1984 AND 1985
% 1980
%
1980
FEDERAL BLUE-COLLAR WORK FORCE
CIVILIAN (BLUE-COLLARI
LABOR FORCEILABOR FORCEI %
1982
% 1983
% 1984
% 1985
MEN
57.54
80.13
90.51
90.42
I
90.43
90.35
WOMEN
42.46
19.87
1
9.49
9.58
9.57
9.65
WHITE:
81.56
1
78.56
67.99
68.29
1
68.17
I
68.11
I
I
I
MEN
47.48
I
64.22
I
63.41
63.56
63.44
63.30
WOMEN
34.08
14.34
4.58
4.73
4.73
4.82
BLACK: I
9.78
11.36
20.32
19.80
19.66
19.54
MEN
4.94
8.42
16.17
15.76
15.67
15.60
WOMEN
4.84
2.94
4.15
4.05
3.99
3.93
HISPANIC:1
6.44
8.14
6.80
6.89
6.95
7.00
MEN
3.90
6.14
6.42
6.47
6.50
6.53
WOMEN 1
2.54
2.00
0.38
0.42
0.45
I
0.47
ASIAN:
1.61
1.20
3.53
I
3.64
3.77
3.86
MEN
0.86
0.76
3.34
I
3.44
3.55
3.63
WOMEN I
0.75
0.44
0.19
I
0.20
0.22
0.23
AMERICAN I
I
I
1
INDIAN: 1
0.52
1
0.65
1.36
I
1.37
I
1.46
1.49
MEN
0.30
I
0.53
1.17
I
1.19
I
1.26
1.29 I
WOMEN
0.22
I
0.13
.1
0.19
0.18
I
0.20
0.20 I
I
I
i
WORK FORCE DATA FROM CPDF
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-00530R000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
Ul
IrVp4',Ol
O dP
H W
o 0 1n i
t-tn1- H
Ul Ol Ul 0
m N M d.
C4 W 00'ir4
V R.' r m N to 000 'i
H ?.] W M 1n of 'i
P:w Oen 1nrn
w H Z NNNN
ax
9
U
.0 -0 Ln Ln
O O O O
L n U) U) U)
O O O 0
M cl. Ul tO
ri ri ri 'i
N N m 11!
M m m (n
0) N N N
r- r- 100)
Ln -vvN
O N Ul al
00)0)0)
M M 0) N
1. 1v 1. 111
N N N N
M M '-1 r-1
ri Ul c4 10
0 Mw 10
O U10)10
N N 1? N
Ul U1 '0 N
r m M M M
ti7'N10OIn
a N m o r-4
El 00 ri N
01U101a%N
EiM-4100
O O 0 O
O O O O
tD HHN
rn'irntn
0 ri HC-4
ri '-I -4 --1
O N N N
0 O 0 0
N N N i
a O O O
d. "t d. Ul
0000
[NN0)01 NNNM M10.00
r-1 al 1 Ul N N N N
000.0 O%
N U10)N
-MMM.1.
'.O 10 V?'
0000
M M (N N
N 0)V '-1
N 1 '.O 1?
Nri Mal
N N N N
Et0NtoUl
Nri riO
O M M m M
U
(7l M N O)
? Ul 10 10 t0
0) H ri -1 H
'-1 ri ri r-1
8888
N N M N
O O O .D
ri(n es'
M M N N
10 N N 10
0 0 0 0
N M i i
N N N N
0.0100)
0) 0) N'
to N mN
N N ri0
N N N N
01 N Ul 0l
0000)
Z N N N .-1
W LO 10 0) 1.
to Ul I -0
N N N 10
.0 d. Ul Ul
8888
m M N 111
l0 H cD -o q%
HHWR1 U)100000
H Z I
- - - - - - - - - - - - - - - - - - - - -
z E
ex
Ln Ln LO LO
0000
10 M CO m
N 4T U) V1
d' U) IDN
ri H
-114
0) 0) 0) O
0001
'U)U)10
-1 -4
0) N U) N
H ' 10 N
M 10 0 O
V t -0 V t Ln
-H N N M
r-1 r-1 H H
U1 U1 U) U)
ri m m cn
N .0 00)
Ln,o H ID
V) 0) N V0
oO -1H
H H H H
10 0) o v
Ul U)10W
N O) H O
O N O N
Vl N -4 O)
0)0)OO
r4HHNN
00 C- O.0
IW N M.41 U1
P4 0 0 0 0
W 01 a) a) a)
>~ A H r4 r-1 ri
r4HHO
0000
0) 0) 01 0D
0000
U) U) O N
1-i 1-I H ri
N N co C.
N N N N
U) ID V 10
O 0 0 0
O C, 0)0
10 CO N CO
H w z .4110 a%m
:D MMM.41
m
H
x W dP
aW
zIn
0000
0OD en 0)
NN 0)0)
W W .41 10 (n Vl H H. 10
w 0N00 r-1 vi HH
C- CO a1 0
m M U) 14
N C- CEO
M V' U)0
N N M N
M m m en
N O U) 1o
0 0 M m
UI U)
N N N N
0000
H H N N
N ID H
r1 m (n r1
U) 100)0)
0 O O O
0) M 10 r-1
HH N M 10
0 01
H .-/ ri 1-1
a% (N U) %D
' U) L-- 0
N N 01 0
444 U1
0)10w 0)
N U) 0 N
ri H NN
0 O m N
N N M m
%D N 10 0)
0) O m 10
ri 14 H
00) CEO
O O ,-1 cp
N N N N
VlN ri U7
0) 10 0 0
10N 0) r4
N N N H
0 O 0 0
r4 ri N N
0000
N M .41 UI
O O 0 0
Z (W~ x
4 7r [WQ O M NN N V M U1 M 0) MV' N U1100 N N0 %0 H 010N U) I r- In V' V' U1 I0
H ~3 W OD 0) -4 11 mw ] NNNM ~i tl rl el V 1000 r-1 ri N N N N M M M In NMMM
H
WH Z
N rU1 U)
0000
HO0 Hr- r- HMH Olnlnl0 C13 MMMO
ri N ~.0 HH ri r? O N Cn N H M U) ao -0 .41
H 14 r-1 H M M M V1 01D NH
M V U7 ID
H r?I H
0000 Ori riN 10C-N0 CO hODCO r40oN
01"1H ri ,-i ri ri H 0000 0000 10 Ut 1p 1D
O V1 V'N
ri N NN
O H 0)0
Hi ri 0 r4
M 10 N (n
N N N N
MMM V
0000
O N N
N M I N
H ri
M .41 sp U)
0000
010111 M
U N0)M
14HH('4
U)Ut 1010
O O O 0
N N 0 01
0000
N U) U) V1
N 0) N .-1
oo UI ID
N N M M
N N N N
H CO N 0
00 C- r4
000 r4
H ri ri H
r?M0r4
1010 N N
r4NN.41
V? U) 10 IO
ri ri H r-1
O O C~ O M M M 0)
NNNN -4141-10
HH r4H
U)00 VI VI VIN.-10
10 10 10 1D 10 C. U1 10
H 0 N M
U1 U7 U) U7
N N 0 10
OO :1-1
N.41 HH10
a) N V1 N
10 N C- N
00NID
N M M M
H ri 1-4 r-1
V' m m00
(V U) N r-
OD 0 ri 1D
U1 U7 10 10
C- IO U) 00
9999
N N N N
N ri 0 U1
M Vl H4 0)
10 -0 0 10
N N N M
H r4 r-4 r-1
H H H H
O 0 O 0
M N N (n
0) U) 0) U1
N M M .
In M.41.41
0000
10 U7 M 10
V .0 N .41
0010 H?
14 N M Vl
r-I .-1 r-1 r-I
0 r 4 M M
.4 U U1 U
.410N 10
0 0) r-1 .0
r-1 ri NN
ID 10 IO U)
N N N N
C` 10 N V
IO CO 0 N
M (n 10 C-
NNNN
10 N O N
~.4 U)
O Or ri
IO CN U) U)
14-0000
M M .41 U)
H H H H
N M N O
01 0) 0) 0)
0 O N .41
0)H N0)
N0)NIn
N lD to N
N N N N
M U) .41 0
a) O) 0) O
r4 .-1 r4 N
NloODHH
00) CAM
0 O N 0
.4110100
U) N U) 10
U)HHH
?000
ri N ri '-1
0000
N -0 0 N
H r-I HH
M.4.41.41
0 0 O O
U) 10 U) U)
0000
V N IO
N N (N N
.00,00%
010) 0 [N
H H r4 v-4
O (1q M.41
U) U) U) U)
M 100) Hi
H .0 U) 0
.0 10
V1V1
O M N 01
(7) 0) 0) 0
N 1.4 C, ri
000) 0)
00C, C-
O H H N
N N N N
.41M 01.
(D Vl C- [N
N 0 0 Cr,
ri r4 H 14
N N N
O O 0 0
N N N 0
0000
1D tN 0r
O 0.0 0
U) ID U1 O
000H
M .41 1D Ln 01-1 0) O
1D ID ID C- -0 M M UI
U) (7) O O
MM NID
M rI U) 00
N N V1 V1
rI 0 011
In r 1 M r-1 M
0 10 N 0
N H r4M
MU).41N
M r :,4
0
10 .y1 Vi
W W N N N N
Hx M0100
W W OD HHN
.~wm 0)1-10 VI
Z r4 (n U) 01
0 0 O CO
I~ I~ IW
Z
'I NOM Vl I W 0 .41 Vl W O lD l0 M I'J U) 01 1D H I M lD 0 lD I n O .41 .D I 01 O N 01 I N 14 .41 O I U
.411n Lnw ri r-1 'dlV R'. Ln C- a)N W r- (7%0 171 NNNM U)1010N IO1~0000 it MNM.I
M M 14 r-
00 N O N
N N N m
E z ...... ~........ ~_._.
a m
I i 01.-1100 Z N 0)0) U1 H U1 M O O) W OO IO CN W M r4 1D M O U10 U1 U 0).410) N U H 0 e-1 .41
E W 10 10 Vl r4 0 N N 0 N 0) ri N 0 > D ri .41 N O N U) M M v a) ID U) Z 0 0) M CN Z UI CO C- M >1
O W C~ (D 10 0 0 H ID 10 N N '.7 0 0 N Vl H 0 0) 0) 0) 411 N H 0) Vl M O U1 0) W N M Vt U) Cil M Cro I') el m
Hr4 ri ri IU IE I~ IU ri ri riN I ~~~0 I~ F~
I IH IV IH IH I - 10 ~ to
- - - - - - - - - - z - - - - - - E - - - - - H - - - - - - - - - - z -----
C4 '~j ---- m m H
0 10 r4 r4 0 10 C. .41 E C- N 10 0 W U1 co 0) 0) H M 10 01 M r4 1p .4~ IO 0. O H N Ln II.] Vl N N VI O
F4 - W N C- N0 M Z (7)0 a1 M Z ID [x.410 > O) 0) O 0 U' ID 0O r-4 co 41U) C. H a 0010 H IU U) (n V0O a
14.4 f1) CN O O ID 0 .4l U1 U) 10 O V' ID 1410 NMMM 0 U) 010 N 0 (n 001 N10100) 1D U) ID 0 0,
.-7 ? ID U r4 H4 1-4 r-4 UMM VV1 H N N N N r] 1n U) ID 01 U) O 0 M > 0000 Z
O O H ~i .IZ7a ., Vl w.4. OD CO rn0 4
E WMMMm W W W W W N N N (n W IW E
C.0 m m m m m m ,y
Z - - - - - z - - - - - z - - - - -.z - - - - - Z - - - - - Z - - - - - Z - - - - - A
W N M UI W N M .41 U) W N M .41 U) 1W N (n Vl U) W N M U)
Vl W N V? U) W N M.41 U.
w0OD0OD w0ODOD 0 we ccccco Iw0000 Iw0000 Iw00 M 00 Iw00OD0 ( #
W 01 0) ON 0) W 0) 0) 0) 0) W 0) 0) 01 01 W 0) 01 01 01 W O) 010101 W 0)O) 0) 01 W O) 0)01 01
Arir1HrH 0r4ri1iH AHrHrHr4 IAHr4riri AHHriH AHHHH AHr4HH
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
UI
>4 00
am
w
dP
W
H H H 14
H
Q W
44 W
Y. dP
H U]
a.~w
4
Z
-----------------------------------------
V'MM?0' mm V' WOUlWr U110W40 co OOo m UIMV'V'
0 0 0 0
dP
W
? a
dP
W
wa
H E 0.i
wwppq
dP
W
N N N M
c o c a
ONo0
N N m
.-1 N . -I N
O O O O
O O O O
UINOD0
r4
a w ri ri r4 ri
zgW~a
W .1 - 40 .-1
U W V Ul w m
H a w p ri r4 ri ri
W H Z _ _
m M m
(y dP
4:H W O O O O
U1 ~ W w r- N
M V'
111N 0101
ri ri ri ri
l0 r4 W U1
O .1' to
.-4 N NN
ulmmo
U1 t0 10 C`
rI 0101 O
N 00 .-4
M M N O
00r-1 V'
N .-4 .-4 .-1
z
W CSI 10 O 01
0
4. H m'n t0
W~ N40NN
14N4oem
Q N 0 0 .0
0 ri NO
WN0010
.-1 0 ,4 0
0000
O O O O I 0 0 0 0 I O O O O
0000 01 O
000 r4
H rZ.
z
_
m
H 10 U1 U1 U1 O U1 UI Vt 10 10 10 00 V' N M V? 0 0 .-4 N r4 01 01 N 0 r4 M m
x dP
W O O O O O O O O ri .-1 .4 ri N N N N ri .-1 .4 r-1 10 UI U1 Ul r-1 r4 ri .-4
ax
W W M 01 0 10 10 10 in 00 m V' 01 UI N V' m 11 m In N 0 N M H co 0 UI M
U1%0'.ON NNNN O1UI40CO 001N V' 0 0'.040 r4NNN
M M M M .-i H .-i e-1 .-i .-i ri
00 0 ri .4
ri 14 -1
Ln 4o o -4
10 10 10 N
W [Q U1 O O ON
u z
O V' 0 UI
N N N.-4
UI N U1 It O O c' N
O N Uf U1 40 N 00 00 CO
a t0 to to 40 M m m M
00 rit"n 10
x 10 ri V N OD in 0 m
UrilO V'm mV V V'
o N N V
w
C4 V'40 ulN
--0.
x r? 14 N V'
E w UI V'M
V' UI U1 UI
w
0
N N N N
coca
N N N N
coca
0,0-4 0,
ri
CO V'400
N N N M
NCO 01N
0 0 0 .-I
40 UI 01 N
M M m UI
0D d'0.-4
10 UI 40 ri
N N N M
to UI .-1 OD
m N O CO
M rl r4 M
r4 r4 r4 ri
ri U1 00 N
0100 0001
N .-i 0 UI
UI 01 O M
10 M V' V
EZW
PLI
r4
Z 0
W
W . 0. UI'O N 01
a W ~G.t0N00
4 a 004001-4
0 ~ 0 W ~r4 4 ri
m
WNM V'UI WNM Vv Ln
14.000)0 W 000000
W 01 01 01 01 w 01 01 01 01
0 r4 r4 ri 4 r4 r4 r4 H
N N M N
O O O O
400 -I OD
M V s P m
10 N 10 N
coca
N 01 UI UI
01000
ririri
co a UI r4
000101 O
ri
i N M M
rl rl ri r I
U1 r4
CO CO Ori
ri r4 N N
N N V' U1
ri ri ri ri
N 0 -1 N
O 0 N V
N N N N
V? m 0 0 0
10 40 10 40
N 0) t0 N
10,410 N
0 O 01 O
ri ri 14
't CN V'
M M M M
C` O .i V'
40 UI N.0
UI UI U1 O
O ri00
1p 00 00 M
N N N N
UI 01 -v 00
M m LAN
M N N 0
-4 ,-4 11 ri
co U1 O t0
u1 In 40 t0
UI In Ul In
010 010
010 10 C14
N U1 UI UI
N N N N
UNM V' UI
'.70000
O m m m m
W r4 .-1 r4 _1
O 4140 ri
U U1 to U
N N N N
01N UIm
N V 0 40
m ri N 01
V' V V' M
ri O N V'
V' M V' V'
M m en m
N 0 00 .-4
N 01 N N
N V' UI V'
UI UI UI UI
H I I
Cz.MI- ON ON 4'40 OUIUIN-
OO r4 r4 r4 0140 U1 V' NNHr-
ri r4 14 H z 40 10 4O UI
0 H ri H ri
CWA E
14NMV'UI
W O O O O
zmmmm
W ri r4 - r4
.-1 ri e-1 _4
coca
00MV'
. -I ri r4 r-1
rl rl r4 ri
o O O o
co 0mUl
ri
0D000D
N 00010
U1 UI 10 '00
N .-1 O .-1
UI UI co N
1-4 ri .i N
N N 0 0
000-4
.-4 N UI r4
N W C% N
ri
rimm40
ri ri r-1N
ri r4 ri r1
00 40 V' C`
UI UI M N
,-4 .-1 M UI
14 .-4 ri ri
0000( UI
M M M M
V' 1O V'm
01 O 1-iN
MME V'
11! Ii M M
coca
N N N M
coca
4000m
-4 ri ri ra
10-0-0-0
OD 00 01 10
M N N m
r?1 .-4 H -4
OD 00 '.0 40
0100 oom
N N N N
U1 V' V' M
N V 01 .-i
O O N 01
It N 01N
mOD N40
el ri r4 14
01 N N t0
t0 V' 01 r?
UI UI V' UI
z
w-----
>" V'NNU
0 M N N O
a 0101N0
a, N N N m
}"r II
r4 ri r4 r4
coca
M 4'
0000
V V V' M
O O O O
.-1 .-1 N M
? ri ri r?
01 0 M V'
.-I N NN
0ri.-10
N N N N
U1 U UI N
UI N 0)N
M M M M
V rl N ri
r- N r- N
ri 40 M 01
M N M N
ri r?1 ri '-i
F~ MO U10
0
V V' -0-0
UI
Z M 01 .0 m
0 0 M 40 UI
H 0000000
a
ri ri riN
coca
.-i .-1 M N
?O
O O ? O
O
N N co co
8888
0'I M I,
N N N N
40 t0 CO ri
00014
010o UIN
H 14 NM
N V' N V'
NN0;01
4' UI r? U1
r4 .-i V' 0
N N N m
N N N L
U1 UI U1 U1
V' H V' V'
UI UI 0100
r-1 ri r-1 ri
00D10N z0010M
O
00 r001 HriNMU1
N N N N V] N N N N
N
M ri0001 H U1 OUI ri
H0mr Z-I%0U100
i' m O .-1 UI 10 t0 10 r-
>4 NNMM 0
U U
0
a (SU)M 00
Z 0 0 ro m
0 d' d' d' V
H
Ea44m
U m O M 0
W N O h M
E v -v -o to
0P4
a
Q O N N UI
E010D0DrI
Zm0rir4
W 00 -IN
z ri r4 ri ri
144 10
0 I ----I ----I 4
0-----R -----.a-----04- - 0
H N M V' U1
O O O O
0hmmm
W ri r1-H
N ' In In r4 0 0 Ln
M 4 M 4' Z -I .-I ? '-1
N N N N 0 N N N N
H
OU14OUI EOOOO
ZNMfr1V' ~mr4C40
0V' V' V' - 'O 'O
O10[.
H
0) a
Cl) 04
H (+1 r: 1 O
z
040 4o r 0
E.4 UI U1 U110
0NmUIN
a UI N m UI
04 10 40 UI 00
0 .-1 r1 -1 r1
N O 0)0
w
00) 10m
Z N N M m
DC UI 10 N UI
0 O 40 H C`
0)00 O 010
z 1
H
Z - - - - - H - - - - -
alrlUl o.-14040 V'
N 0)UNlri LINO UIUI
O N N 0 0 W O1 01 a% N
U r4r4-4_I Q NNNM
NM 'U1 IWNM 'UI IW NM V'UI
00000 0 0) 0
q 00 0 0 0 0 0 0 0
01010/0101 WO10001 Wmmmm
w r4 r-4 r4 '- W ri r-4 ri 14 w rl r4 ri 14
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
H
N
O
01
dP
W
H H Nw
H
W
'
ley ----'cM VIM M
V
U
dP
WH 'O~i W 0000
dP
ax
dP
W
O q
In M MN
O O 0 0
M M M M
O O O 0
in In In to
0000
01 H H V
N N N
N
H H H
H
C- V'Inrn
M M M M
H M U) M
NN000)
w N O V'N
CO O N In
C) M M M M
zr(- N d'
M 0)0M
N N 01 00
H H O O
O O O O
CA
dl WONN HNIf VI
I 0 0 0 O
H H H O
N
x
pW
10 N H N
H H N
C7
a 000010
W H W 0 N
Z 01 H V M
N H N N N
W O H N CO
ZOD CD 10N
0V' V?MU1
x H H H
N M
W M VO In
W W -0 Ln N
4 Q CO 0 O 0 Iq CO O O 0
W 01 01 01 01 W 01 01 01 O
H O H N
0 0 O O
e -1 H H I H H N N N N N
Ix' HHH V' H HHHaD
ZC H
0 In In u1 U1
Q 01 N In C,
rp~; N N 01M
M N H H
E H H H H
N N N N
O O O O
In V'ON
In In 10 In
N N N N
01 O1 N
V 10 V'M
N 101010
CO N N O
cp In In 10
H H H H
V) CO H M
NV'.0 Vt
-40000
V V M
N In 1O M
N N N N
U0 N 10 N
ZN10NIn
N U 1 L n 10 L n
- - - - - E - - - - - - - - - -
Iz IQ I -- IE -----
00101 V' 01
LO 10NNIn
M M M L n
ZZ1.0H011)
y V M 0 01
nl U1 In In N
ANN V' t`
0101 MH
W H 10100
CO CO 1010.0
N N N N
V V H H
O O
?o0
NN.0' V'
00-4-4
CO O N 10
M V' N C
N VI O H
H H H N
N N N N
V N N r
N In N U1
H H H H
H H H H
W O MO In
In N 1O V'
E' U1 M in N
Z U) in Ul U1
N M N CO
M M M M
H VIM H
N V O In
N M1Dw
V' VI V' V'
NNM V'
O O O O
N 01 N V?
MNM VI
N M V' V
H H H H
NONVI
N In O VI
1010 NN
H H H H
CO 01 01 O
O 0 O H
10 O1 H VI
01V InN
0,4-1,4
H H H H
In In 10 to
0000
N l0 M CO
CO 0 0 H
10 N C` C`
00001
N N N N
M 01100
H CO H
In U1 In In
M M M M
M M M M
H H H H
N CO 10 V
HNO V'
N CN 10 10
H H H H
O H M 10
01 01 01 01
H H H H
In 01 V' N
CO 0 H CO
CN CO MO
IV V'V'qV
N N N N
In U110N
0(3 M0)
V V O r-
N N CAW
010100
M M M M
01 In 0M
M V H N
V 1p N In
H 0 CO N
U1 1n .' d'
M V? er .'
O O O O
CO V? NO
VI
M V
N N O1 H
000'-i
H H N O
(Y% 01 H N
H H
N 010101
0000
O10N U1
0)0 H 0
H H H
H H 10 01
N N N N
01 N M M
CO 10 H M
N N M M
010 010
N N N N
ON IDN
O V' N 0
V' M MM
00110 N
N C)0
H H H N
N O 01 O
M H H 0
M N M M
N N N CO
M 10 H 01
H M co In
H 0 (3) (71
H H
1O N 01V
N 10 10 I,
N N N N
0 V' MO
CO C) ON
N N H H
M M M M
In In 4' V,
In NV'V'
'-1 10 10 N
N V N %0
N M V V'
N V' NN
In H 10 In.
011010/0
t` CO V' VI
M to ln0
NIn1ON
VI M MM
V' VI In In
0000
10 10 M V'
N M In o,
H N N N
t` N 00 00
0000
L n M M CO
InC)HIn
M M VI Vt
010.0' In
O H H H
VI CO M0
N 0 10 M
V 10 N CO
CO H M
H H N N
VI CO -C4 N
In H CO 01
CO 0 H N
H H H
a-000-4
CO N N M
W W 01 H to 111 101 10 H N 0000
H N N N H H H H M M M N
dP
10 01 N N
H O1 10 V'
O M L n
N
H H H H
CO 010 N
NHOVI
In CO N N
H H H H
M 10 N H
O M N M
N N N N
CO CO V' V
00101 H
H 1o H H
O M N M
H H H H
----- ----
W t` t` U1 01 I O N M 10
In 10 N 01 W M In U10 HM V'01
H U cn
CC In 10N1.0 H00HN W In 1n1111n 0NN0H
H M M M M G. M M M M Uww lpw .]r .0'111 Ut
Z 43
H V' 010 H 001 H 001 H r. %D VI In > NIn V'N
O N 0110 C` V' CO N Qt V' M 010 W M CO t0H
~0r~ 00 CJ%0wp.o W W 00N0 In OO101
001010 ZHHHH CainV'NH 101)1nU1
OH H 20 OD OD 00 Z
-----Iw z
-----H ----- -----Cr' -----
x 1O CO 0 N O N mw N O H O
V M IMO OV' H O H H H 10
1001 N 01 ,7r ISM O V' 000010
001 U)N I~4 M N Hr-4 0101/110
Q M N N
HHHH Ix 0Ln U1111
E Z la la la la I!. I H H H H C7
z H 0
I W N M qo In W N M V' N W N M -,o U1 .',
O O O O Z O O O 0 ,' 0 0 00 CO x!~ 0 0 0 0
W 01 01 01 01 w 01 01 01 OI IO 01 O1 01 O1 IW
C. H H H H O1 01 24 1
U H H H H (7 H H H H H H H
0) H H N
N M M M
In N ON
V' O Ol V'
' H H V'
V 00 (NO
H H H H
C11NM" U1 I WNMSP
'?7, In
0 0 0 0 E1 O O O O
0 0) 01 01 01 Z 01 01 01 01
= H H H H H H H H H
Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
H M V' V'
H O O D
M M
I O O O N
0000
0000
0000
0MIn0
01010101
~ lp n VI
1010 M'?1'
lO N N N
H H H N
O O 0 O
0 0 O 0
0 0 0 O
0 0
0 O
co N N In
001 NC)
OD 'C' VI 10
10 CO N N
H H H H
0 0 H N
N N
V V'
o H H H
H000
0000
N N C, 00
V'H000
N H N N
N M
rn N
CO t` CO CO
-1 H
H N
N N N N
in WN CV
N 00110
01 0 0 H
M M1o 10
0000
H H O O
O H H .-1
O 0 O 0
11100 H
10 N H N
in o CO In
10 C` H H
H
H H H
1p CO 10 In
H H M (n
CO V CO 0
V' 1nuiN
rn CO CO N
N N N N
H H H H
M M M M
H 10 O N
CO O V CO
01 H H V
0) N 00M
NNI. M
H 00110
M N 0 01
N -0 M 0
H H
V 0) CO H
N N C` C`
In
H H H H
N'.0 0 H
111 ; Vq in
to V' In N
CO 01 0 CO
CO CO CO ON
N C%4 N M
N N N N
H H N H
O N 01a'
0 V' O H
H N m0
N M N O1
N.0'NN
In 00H
s>tHU)M
0 10 N N
en M M H
M M M M
M N M L n
V-0 .a
Oln tninV'
H
 Declassified in Part - Sanitized Copy Approved for Release 2013/04/11: CIA-RDP90-0053OR000801980001-0
U1
0
O
r1
H
H H
qE G+
H Z
U 4
I-) I V' 11l
HH 'W4 ?i w
0 0 0 0
w~arz
-0-0-0-0
z
H
W ev -i N N N
H W O O O O
a N N N N
H 0 W
'i ?-IN N~-I
4:Qw
dP
aw
a
Cn
H dP
WW
w
a
dP
W
a
W
101001)
0000
01 CO 00 U)
b M 010
ri .-I N -1
N N N N
Ui U) N N
N N M CO
M N N r?
a
PO 'V r- '00
ri00 V'
H0NN
ri r!
0 CO 00 01
.1ornr
N N-I.-1
10 O1 O) 14
-i b a In
Z
M N N e-1
H
O 9 W
dP
W
'I CI
O m N N O
U V' V' V' V'
W N U) N 01
U U) U) U)m
W 10 U) V' I
U
1o a) I')
W 001 t) v
V'
E U1N 00
4:ri lrr
E
Pi W NM V' U)
Wa Faomaoao
,Z01 01 0)0)
'>l H.?-1 r1 ri
i '-I N -1
rI N NN
i e-1 --I N
O O O M
N N N (
NN
0-100
11
O 0 0 O
0000
O O O O
0 O O O
O O 0 0
O O O O
O O O O
N U1 CO M
M O 10 r-I
100 r1 U)
U) 10010
N I N M
N N M M
M M M M
M M M M
N N N N
O O O, l
U)NNO
0 0 O
O 0 O 0
O
0 0 0 0
0 0 0 0
O O O O
0 0 0 0
O O 0 0
? O O O
O O O O
-0 10 '.0
U) U1 v V'
a l U) U)er
OOON
V' V' U) 10
000 U)
? O
N UI N M
01 0 10 O1
M M N N
O 0 O 0
O O O
O O O O
0000
0 0 0 0
10001f1
V OO% N
In O ri N
M -I N N
NN
M I
CO 1-4 In m
-i ri rl
0101 O N
1-11.4
N N r+N
Ul U1NN
'U11010
I V U) '.0
O O O N
n/0 Un0
IU1 UI U)
N ri ri N
O O O O
O O O O
-1 ri ri-1
O O O O
OOO rd
000 O
O -i
01 -11- '
000 V?
V'' M \0
0 V' IM
CO -1 NN
rn -I 00 11
NMI d'
N ON 01 rn
N -l -1i
N I M I
O 01 ON
10 N N N
000 Ul
O O U1 U1
U1 10 01 01
.-I .--I N N
ri r1 .-1 1-4
0 O O O
O O 0 0
N M I N
0 O O O
U1 10 U) -I
M rn 10 ri
1001-1I
O 0 0 -
U) U) MM
M M 010)
U) 1a 0101
lO M ONN
O10HM
r1 ri --I
000N0
N I N I
V' UI \00)
r-I ri r-I 'i
100 N 10
N O) a% '.0
M UI U) 10
00 0o 00 a1
ooaUn
In ri U) O)
-4 ri N N
M M U1 t)
s> sN V'U)
N N N N
H r1 HH
a 0 O 0
11 ri r1 r1
N N N N
O O O O
M 1o C) N
O r-4 M I
O N O U1
0 0 0 r -I
0 N rn ri
ri in 00 10
M M U) U1
aID100
V' 0 CO V'
N N N I
O U) ,4 d'
O 0 rn N
M V I V'
r?
-i
U) U) U) U1
O0 I--1
10 N ON
U) 00 0 0
00000
U)MU1en
LAN r10
(71 N 10 -4
ri 0 .-i ri
U) U) U) U)
M Id'd
O O O O
10 10 10 10
U) '.0 1.0 '.0
O .-1 N
-i 4 r-I r-I
r1 H r?1 ri
N N N N
N1.0 V r-I
-1 V' 0 N
ri r-I 00 V
coca
O10)0N
M 01.00
N 0 N U)
0) N 0, ri
10 V Ch (n
011) Un0
N
M I V M
0 M (N M
M N M .-
CO N U) CO
r0 UlN
N CO CO O
I V' V' Vt
N N N N
U) l0 10 1.0
N N N N
MV'00
-i 0100%
N CO 0101
000
U)N V' l0
U) M r1 0)
O O N M
N 10 10 10
M ;,4,4,4
O c ;O N
V V' IM
U) U) U) 4
V' V' U1 U1
co V101I
1000110
.ZM V' V' -4
0000
N'.ONN ri
V'01U1U1
IOU)V'
NNIrn
1010NO
0r1IV'U)
U)
NNNN
MMMN
U) U)UnU)
M N U110
MIII
N N-i -1
-4 r4 ri ri
H 00000
E'
QT
0 N
H
E
Hrl ri --1