Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude...
Transcript of Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude...
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Presented to:
By:
Date:
Federal AviationAdministrationEqual Employment
Opportunity Commission Management Directive 715
FAA Employees
Yvette Aine, MD-715 ProgramCoordinator
June 9, 2011
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2 2Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
EEO MD-715
Developed by EEO Commission
Effective October 1, 2003
EEO responsibilities under Section 717 of Title VII and Section 501 of the Rehabilitation Act
Directive provides policy guidance and standards for establishing & maintaining affirmative programs of EEO
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3 3Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
EEO MD-715 Policy Intent
Objective is to ensure that all employees and applicants for employment enjoy equality of opportunity in the federal workplace regardless of race, sex, national origin, color, religion, age, genetic information, disability or reprisal for engaging in prior protected activity.
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4Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
4
“The airport runway is theMost important mainstreamIn any town.”-Norm Crabtree
What does MD-715 require?
A Model EEO Program
All employment decisions are free from discrimination
Analyze whether employment policies, procedures or practices are barriers to equal opportunity
Correct identified barriers to equal opportunity
Report plans and progress to EEOC annually
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5 5Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
“The airport runway is theMost important mainstreamIn any town.”-Norm Crabtree
MD-715 Highlights
Model EEO Program
Part A - Section 717 of Title VII and Part B - Rehabilitation Act
Non-Discrimination
Agency Self- Assessment
Barrier Identification & Elimination
Part C- EEOC Oversight and Technical Assistance
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6Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
6
“The airport runway is theMost important mainstreamIn any town.”-Norm Crabtree
Six Essential Elements of a Model EEO Program
1. Demonstrated commitment from agency leadership
2. Integration of EEO into agency strategic mission
3. Management & Program Accountability
4. Proactive Prevention of unlawful discrimination
5. Efficiency
6. Responsiveness and Legal Compliance
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7Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
7
“The airport runway is theMost important mainstreamIn any town.”-Norm Crabtree
Essential Elements have various components by which an agency can achieve a Model EEO workplace
The following slides highlight selected components which are conducted at the corporate level
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8 8Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Element #1: Demonstrated commitment from agency leadership by:
Supporting corporate Model EEO Program and communicating such support
Issuing written policy expressing commitment to EEO and a workplace free of discrimination
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9 9Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Element #2: Integration of EEO into Agency Strategic Mission
EEO integrated into Flight Plan
Provide EEO Director access to senior officials for reporting on effectiveness, efficiency and legal compliance of EEO programs
Management/personnel policies, procedures and practices are examined at regular intervals to assess whether there are any hidden impediments to the realization of equality of opportunity
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10 10Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Element #3: Management & Program Accountability
Evaluate and hold all managers, accountable for effective EEO programs
Establish procedures to stop & prevent all forms of discrimination
Implement effective Reasonable Accommodations procedures that comply with laws including Architectural Barrier Act Accessibility Standards
Review each FAD to determine appropriateness of taking disciplinary action
Ensure compliance with settlement agreements and orders issued
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11 11Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Element #4: Proactive Prevention of Unlawful Discrimination
On-going obligation to prevent discrimination
The FAA conducts a self-assessment annually to monitor progress and identify program deficiencies and barriers
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12 12Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Element # 5: Efficiency
The Agency maintains efficient; fair and impartial complaint resolution process and tracks complaints for significant trends
Encourage the use of ADR when appropriate
The Agency maintains a system that collects accurate information on Race National Origin (RNO) and disability status for employees, including applicant flow data
Identify and disseminate best workplace practices
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13 13Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Element # 6: Responsiveness and legal compliance
Agency fully complies with all EEO laws, regulations and orders
Management fully and timely complies with any corrective action and relief identified in final EEOC orders or judicial decisions
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14 14Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Implementation Instructions of MD-715
Divided into 3 Sections:
I. Agency Self Assessment
II. Barrier Identification and Plans to Eliminate
III. Reporting Requirements plus Workforce Tables
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15 15Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Section I: Self-Assessment
Describes how programs should be structured and guidance in conducting self assessment to identify program deficiencies
Emphasizes the involvement of other offices to achieve Model Program (e.g., AHR, AIO, ATO, etc.)
Requires agency certification
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16 16Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Section II: Barrier Identification & Elimination
What is a barrier?
How are barriers identified?
How are barriers addressed?
Who is responsible for identifyingbarriers?
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17 17Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
What is a barrier?A policy, procedure, practice or condition that limits employment opportunities for employees or applicants because they are members of a particular race, ethnic background, sex or because of a disability
Three types of barriers
- Attitudinal
- Physical
- Policy, procedure or practice
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18 18Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
How is a barrier identified?
Analyzing workforce statistics as an initial diagnostic tool which is an incomplete picture of the state of our workforce
Reviewing EEO Complaints and grievances etc., for trends
Conducting focus groups
Speaking to stakeholders and unions
Reviewing studies and employment practices with HR officials
Reviewing existing workforce studies resources, e.g., Employee Attitude Survey, Exit Interview data etc.
Investigating to pinpoint root cause of potential barrier
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19 19Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
How is a barrier addressed?
Devising and implementing a plan to eliminate the barrier
Evaluating success of plans implemented
Determining if plans need to be adjusted or if new or additional barriers exist
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20 20Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Who is responsible for identifying barriers?
EEO Action Committee is involved in identifying overall Corporate barriers
Field level managers are not required to independently identify barriers but may provide input as required by their LOB/SO as part of their official responsibility to the MD-715 points of contact for their LOB/SO
All barriers and actions identified are reviewed and approved by ACR and AGC before inclusion into final report
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21 21Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Section III: Reporting Requirements
New race/ethnic categories
Certification of Compliance
Annual EEO Status Report includes actions to address and eliminate barriers
Workforce Tables for agency general workforce and for people with disabilities
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22 22Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
New Race/Ethnicity Categories
H - Hispanic/Latino
W - White (Non-Hispanic)
B - Black or African American (Non-Hispanic)
AIAN - American Indian or Alaska Native (Non- Hispanic)
A - Asian (Non-Hispanic)
NHOPI - Native Hawaiian or Pacific Islander (Non- Hispanic)
2+ - Two or more Races
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23 23Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
FAA Mission Critical Occupations
Air Traffic Controllers 2152
Air Transportation Specialist 2101
Aviation Inspectors 1825
Engineers 800 series
Computer Specialist 334
Miscellaneous Administration and Program 301
Management Program Analysis 343
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24 24Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
MD-715 Workforce Data Tables
Consists of 28 Tables (Sets A and B)
“A” Tables for general workforce data
“B” Tables for disability workforce data
Tracks: Occupational Groups, Grades Levels, Applicant Flow:
New hires, internal selections and separations
Promotions
Formal Training
Recognition & Awards
The use of this data in any employment decision is
PROHIBITED without the express written authorization of the
Deputy Chief Counsel, AGC-2.
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25 25Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
The MD-715 Process
Barriers and actions reviewed and approved by ACR & AGC
Final approval by Administrator and submit to EEOC and DOCR
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26 26Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Next Steps
ACR-1 conducts “State of Agency” on Civil Rights Matters to Senior Officials
Develop a tracking system for monitoring MD- 715 action items for quarterly progress reports
Begin preparation for next fiscal year FAA Annual EEO Program Status Report
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27 27Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Information References
Visit:https://employees.faa.gov/org/staffoffices/acr/eeo_a ffirm_program/manag_direc/
For more information on:
EEOC Management Directive MD-715 and
MD-715 Implementation Instructions
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Presented to:
By:
Date:
Federal AviationAdministrationFederal Aviation
Administration
Workforce Representation
FAA Employees
Yvette Aine, MD-715 ProgramCoordinator
June 9, 2011
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29 29Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
FAA-wide Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
70%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 24.84% 4.66% 1.58% 60.99%17.42% 5.39% 4.36% 2.58% 0.89% 0.17% 0.05% 1.06% 0.43% 0.31% 0.11%
FY2009 24.76% 4.63% 1.60% 60.88%17.22% 5.46% 4.37% 2.68% 0.96% 0.19% 0.06% 1.01% 0.42% 0.38% 0.14%
FY2010 24.85% 4.79% 1.64% 60.46%17.14% 5.51% 4.42% 2.76% 1.02% 0.20% 0.07% 0.98% 0.41% 0.45% 0.15%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
FAA Employee Count
FY2008 46,520
FY2009 48,486
FY2010 48,594
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
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30 30Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Office of the Administrator (AOA) and Office of Deputy Administrator (ADA) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
70%
80%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 72.00% 0.00% 0.00% 16.00%16.00%12.00%56.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
FY2009 72.73% 0.00% 0.00% 13.64%13.64%13.64%59.09% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
FY2010 55.00% 5.00% 0.00% 25.00%10.00%15.00%45.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
AOA/ADA Employee Count
FY2008 25
(.05%)
FY2009 22
(.05%)
FY2010 20
(.04%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
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31 31Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Air Traffic Organization (ATO) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
70%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 20.65% 4.99% 1.34% 64.51%15.06% 5.57% 3.08% 2.75% 0.77% 0.18% 0.04% 1.04% 0.27% 0.31% 0.10%
FY2009 20.86% 5.04% 1.39% 63.92%14.99% 5.72% 3.21% 2.88% 0.83% 0.21% 0.05% 1.00% 0.26% 0.38% 0.12%
FY2010 20.90% 5.22% 1.44% 63.60%14.92% 5.70% 3.27% 2.92% 0.84% 0.23% 0.06% 0.95% 0.24% 0.47% 0.13%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
ATO Employee Count
FY2008 34,618
(74.42%)
FY2009 35,835
(73.91%)
FY2010 35,830
(73.73%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
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32 32Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Airports (ARP) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 40.61% 6.67% 2.42% 41.41%29.49% 6.87% 6.46% 3.43% 1.82% 0.20% 0.00% 0.40% 0.20% 0.40% 0.20%
FY2009 39.49% 6.23% 2.33% 43.19%28.79% 6.61% 6.23% 3.50% 1.75% 0.19% 0.00% 0.39% 0.19% 0.39% 0.19%
FY2010 39.70% 6.24% 2.27% 42.53%28.36% 6.43% 6.62% 3.78% 2.08% 0.19% 0.00% 0.76% 0.19% 0.38% 0.19%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
ARP Employee Count
FY2008 495
(1.06%)
FY2009 514
(1.06%)
FY2010 529
(1.09%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
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33 33Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Aviation Safety (AVS) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
70%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 27.88% 4.18% 1.82% 60.32%19.73% 4.12% 4.56% 2.23% 0.89% 0.13% 0.08% 0.87% 0.66% 0.27% 0.14%
FY2009 27.66% 4.01% 1.79% 60.65%19.55% 4.10% 4.43% 2.26% 0.94% 0.12% 0.12% 0.92% 0.68% 0.27% 0.14%
FY2010 27.48% 4.07% 1.76% 60.56%19.46% 4.22% 4.37% 2.34% 0.99% 0.13% 0.12% 0.90% 0.66% 0.30% 0.12%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
AVS Employee Count
FY2008 7,087
(15.23%)
FY2009 7,309
(15.07%)
FY2010 7,566
(15.57%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
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34 34Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Commercial Space Transportation (AST) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 37.10% 3.23% 1.61% 40.32%19.35%12.90%14.52% 4.84% 1.61% 0.00% 0.00% 1.61% 0.00% 0.00% 0.00%
FY2009 31.34% 2.99% 1.49% 46.27%17.91%11.94%10.45% 5.97% 1.49% 0.00% 0.00% 1.49% 0.00% 0.00% 0.00%
FY2010 31.34% 2.99% 1.49% 46.27%19.40%11.94% 8.96% 5.97% 1.49% 0.00% 0.00% 1.49% 0.00% 0.00% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
AST Employee Count
FY2008 62
(.13%)
FY2009 67
(.14%)
FY2010 67
(.14%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
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35 35Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Chief Counsel (AGC) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 59.19% 1.47% 3.68% 33.46%35.29% 4.78% 18.38% 0.74% 1.84% 0.00% 0.00% 0.00% 0.00% 0.37% 0.00%
FY2009 57.91% 1.44% 3.96% 34.53%34.17% 5.04% 17.63% 0.72% 1.80% 0.00% 0.00% 0.00% 0.00% 0.36% 0.36%
FY2010 56.12% 1.70% 4.08% 35.71%30.61% 5.10% 19.39% 1.02% 1.70% 0.00% 0.00% 0.00% 0.00% 0.34% 0.34%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
AGC Employee Count
FY2008 272
(.58%)
FY2009 278
(.57%)
FY2010 294
(.61%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 36: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/36.jpg)
36 36Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Financial Services (ABA) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
70%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 63.91% 0.75% 1.50% 23.31%22.56% 6.77% 33.83% 4.51% 6.02% 0.00% 0.00% 0.00% 0.00% 0.75% 0.00%
FY2009 61.22% 1.36% 1.36% 24.49%20.41% 7.48% 33.33% 4.76% 5.44% 0.00% 0.00% 0.00% 0.00% 0.68% 0.68%
FY2010 57.32% 1.27% 1.91% 27.39%20.38% 6.37% 28.03% 7.01% 6.37% 0.00% 0.00% 0.00% 0.00% 0.64% 0.64%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
ABA Employee Count
FY2008 133
(.29%)
FY2009 147
(.30%)
FY2010 157
(.32%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 37: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/37.jpg)
37 37Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Civil Rights (ACR) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
70%
80%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 75.68% 2.70% 10.81% 6.76% 22.97%14.86%40.54% 0.00% 1.35% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
FY2009 75.00% 3.95% 11.84% 9.21% 25.00%11.84%35.53% 0.00% 2.63% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
FY2010 75.32% 2.60% 10.39% 7.79% 25.97%12.99%35.06% 1.30% 3.90% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
ACR Employee Count
FY2008 74
(.16%)
FY2009 76
(.16%)
FY2010 77
(.16%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 38: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/38.jpg)
38 38Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Government and Industry Affairs (AGI) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 45.45% 0.00% 0.00% 54.55% 9.09% 0.00% 36.36% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
FY2009 40.00% 0.00% 0.00% 50.00% 0.00% 10.00%40.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
FY2010 36.36% 0.00% 0.00% 45.45% 0.00% 18.18%36.36% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
AGI Employee Count
FY2008 11
(.02%)
FY2009 10
(.02%)
FY2010 11
(.02%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 39: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/39.jpg)
39 39Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Human Resource Management (AHR) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
70%
80%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 73.85% 2.80% 4.28% 18.09%35.53% 4.11% 30.92% 0.16% 1.97% 0.00% 0.00% 0.66% 0.82% 0.33% 0.33%
FY2009 51.21% 1.68% 3.15% 42.69%26.08% 3.15% 19.77% 0.11% 1.37% 0.21% 0.00% 0.53% 0.63% 0.42% 0.21%
FY2010 70.75% 2.54% 5.25% 19.24%32.75% 5.56% 28.93% 0.16% 2.54% 0.00% 0.00% 0.95% 0.95% 0.79% 0.32%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
AHR Employee Count
FY2008 608
(1.31%)
FY2009 951
(1.96%)
FY2010 629
(1.29%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 40: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/40.jpg)
40 40Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Information Services (AIO) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 37.76% 2.04% 0.00% 47.96%25.51%10.20% 8.16% 2.04% 2.04% 0.00% 1.02% 0.00% 1.02% 0.00% 0.00%
FY2009 42.72% 1.94% 0.00% 42.72%28.16% 8.74% 10.68% 3.88% 2.91% 0.00% 0.00% 0.00% 0.97% 0.00% 0.00%
FY2010 43.33% 1.67% 0.83% 41.67%28.33%10.83%10.00% 2.50% 3.33% 0.00% 0.00% 0.00% 0.83% 0.00% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
AIO Employee Count
FY2008 98
(.21%)
FY2009 103
(.21%)
FY2010 120
(.25%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 41: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/41.jpg)
41 41Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Office of Communications (AOC) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 45.95% 5.41% 0.00% 45.95%35.14% 0.00% 8.11% 2.70% 2.70% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
FY2009 45.95% 5.41% 0.00% 45.95%32.43% 0.00% 13.51% 2.70% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
FY2010 52.63% 2.63% 2.63% 42.11%36.84% 0.00% 13.16% 2.63% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
AOC Employee Count
FY2008 37
(.08%)
FY2009 37
(.08%)
FY2010 38
(.08%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 42: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/42.jpg)
42 42Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Regions and Center Operations (ARC) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 45.91% 2.32% 2.49% 40.73%32.31% 5.90% 7.20% 1.98% 1.56% 0.17% 0.00% 2.49% 2.19% 0.51% 0.17%
FY2009 44.73% 2.37% 2.37% 42.00%31.23% 5.87% 6.91% 2.05% 1.81% 0.12% 0.00% 2.13% 2.13% 0.72% 0.28%
FY2010 43.83% 2.16% 2.31% 43.17%29.86% 5.86% 6.98% 2.16% 2.28% 0.12% 0.00% 2.01% 2.01% 0.69% 0.39%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
ARC Employee Count
FY2008 2,374
(5.10%)
FY2009 2,488
(5.13%)
FY2010 2,592
(5.33%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 43: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/43.jpg)
43 43Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Security and Hazardous Materials (ASH) Employment Representation Compared to National Civilian Labor Force (NCLF)
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 43.89% 5.02% 3.28% 42.36%25.55% 6.11% 12.88% 1.75% 1.09% 0.00% 0.66% 0.66% 0.22% 0.22% 0.22%
FY2009 44.07% 4.78% 2.91% 42.00%26.20% 6.24% 12.89% 1.87% 1.04% 0.00% 0.62% 0.83% 0.21% 0.21% 0.21%
FY2010 42.91% 4.86% 2.63% 43.72%25.10% 5.87% 13.16% 1.82% 1.01% 0.00% 0.61% 0.61% 0.20% 0.20% 0.20%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
ASH Employee Count
FY2008 458
(.98%)
FY2009 481
(.99%)
FY2010 494
(1.02%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 44: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/44.jpg)
44 44Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Office of Policy, International Affairs, and Environment (APL) Compared to National Civilian Labor Force (NCLF)
0%
10%
20%
30%
40%
50%
60%
NCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 52.38% 1.19% 5.36% 38.10%27.98% 4.17% 16.07% 3.57% 2.38% 0.00% 0.00% 0.60% 0.00% 0.00% 0.60%
FY2009 51.19% 1.19% 3.57% 39.88%28.57% 2.38% 14.88% 4.17% 3.57% 0.00% 0.00% 1.19% 0.00% 0.00% 0.60%
FY2010 50.59% 1.76% 1.18% 11.76%15.29% 1.18% 7.65% 0.00% 2.94% 0.00% 0.59% 0.00% 0.00% 0.00% 0.59%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
APL Employee Count
FY2008 168
(0.36%)
FY2009 168
(0.35%)
FY2010 170
(0.35%)
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 45: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/45.jpg)
45 45Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
People with Targeted Disabilities On-Board Data
0%
1%
2%
3%
4%
5%
6%
FY2008 0.45% 0.00% 2.70% 0.00% 0.37% 0.00% 1.32% 3.06% 0.00% 0.00% 1.49% 1.18% 0.81% 0.44% 0.00% 0.36% 0.51%
FY2009 0.46% 0.00% 2.63% 0.00% 0.36% 0.00% 0.95% 1.94% 0.00% 0.00% 0.00% 1.29% 0.39% 0.62% 0.00% 0.37% 0.47%
FY2010 0.55% 1.27% 5.19% 0.00% 0.34% 0.00% 2.23% 0.83% 0.00% 0.00% 0.00% 1.27% 0.57% 0.81% 0.00% 0.45% 0.56%
FAA ABA ACR AEP AGC AGI AHR AIO AOA/ADA
AOC API ARC ARP ASH AST ATO AVS
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 46: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/46.jpg)
46 46Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
People with Targeted Disabilities Hiring Data
0%
1%
2%
3%
4%
5%
6%
7%
8%
9%
FAA Goal 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00% 3.00%
FY2008 0.27% 0.00% 0.00% 0.00% 0.00% 0.00% 1.18% 0.00% 0.00% 0.00% 0.00% 0.53% 0.00% 3.03% 0.00% 0.21% 0.66%
FY2009 0.58% 4.00% 0.00% 0.00% 0.00% 0.00% 1.18% 0.00% 0.00% 0.00% 0.00% 0.73% 0.00% 0.00% 0.00% 0.55% 0.00%
FY2010 0.99% 0.00% 8.33% 0.00% 0.00% 0.00% 3.41% 0.00% 0.00% 0.00% 0.00% 1.69% 0.00% 0.00% 0.00% 0.46% 0.57%
FAA ABA ACR AEP AGC AGI AHR AIO AOA/ADA
AOC API ARC ARP ASH AST ATO AVS
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 47: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/47.jpg)
47 47Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Air Traffic Controller (2152) Permanent Employment Representation Compared to Relevant Civilian Labor Force (RCLF)
0%
10%
20%
30%
40%
50%
60%
70%
80%
RCLF 46.77% 6.17% 4.52% 39.03%33.74% 4.84% 5.66% 1.92% 1.71% 0.06% 0.05% 0.34% 0.32% 0.88% 0.76%
FY2008 16.24% 4.51% 0.90% 72.25%13.59% 4.19% 1.18% 1.41% 0.34% 0.18% 0.02% 0.91% 0.13% 0.32% 0.08%
FY2009 16.42% 4.66% 0.97% 71.43%13.47% 4.44% 1.36% 1.57% 0.37% 0.19% 0.03% 0.89% 0.13% 0.40% 0.10%
FY2010 16.57% 4.83% 1.02% 70.90%13.52% 4.54% 1.38% 1.65% 0.37% 0.20% 0.03% 0.85% 0.12% 0.46% 0.13%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
Employee Count
FY2008 19,401
FY2009 20,221
FY2010 20,339
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 48: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/48.jpg)
48 48Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Transportation Specialist (2101) Permanent Employment Representation Compared to Relevant Civilian Labor Force (RCLF)
0%
10%
20%
30%
40%
50%
60%
70%
RCLF 56.05% 4.74% 5.27% 30.24%39.74% 4.89% 7.79% 2.57% 2.34% 0.07% 0.08% 0.24% 0.40% 0.67% 0.94%
FY2008 9.30% 8.08% 0.58% 68.14% 6.52% 8.12% 1.31% 3.75% 0.53% 0.28% 0.03% 1.79% 0.21% 0.54% 0.12%
FY2009 9.19% 7.97% 0.59% 68.37% 6.34% 8.10% 1.30% 3.61% 0.60% 0.33% 0.03% 1.76% 0.20% 0.67% 0.13%
FY2010 9.09% 8.19% 0.62% 68.08% 6.24% 8.16% 1.31% 3.64% 0.57% 0.39% 0.03% 1.64% 0.18% 0.82% 0.13%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
Employee Count
FY2008 6,086
FY2009 6,147
FY2010 6,105
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 49: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/49.jpg)
49 49Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Aviation Safety Specialist (1825) Permanent Employment Representation Compared to Relevant Civilian Labor Force (RCLF)
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
RCLF 15.90% 7.32% 1.65% 65.29%10.99% 7.69% 2.72% 1.64% 0.31% 0.10% 0.00% 0.51% 0.18% 1.26% 0.31%
FY2008 7.49% 5.43% 0.27% 79.65% 6.74% 4.41% 0.22% 1.33% 0.12% 0.19% 0.02% 1.24% 0.12% 0.27% 0.00%
FY2009 7.49% 5.19% 0.28% 79.96% 6.62% 4.29% 0.28% 1.35% 0.14% 0.17% 0.05% 1.28% 0.12% 0.26% 0.00%
FY2010 7.42% 5.13% 0.28% 80.10% 6.56% 4.28% 0.25% 1.36% 0.14% 0.16% 0.07% 1.20% 0.12% 0.35% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
Employee Count
FY2008 4,127
FY2009 4,217
FY2010 4,326
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 50: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/50.jpg)
50 50Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Aerospace Engineer (0861) Permanent Employment Representation Compared to Relevant Civilian Labor Force (RCLF)
0%
10%
20%
30%
40%
50%
60%
70%
80%
RCLF 8.97% 4.10% 0.54% 74.25% 6.47% 2.56% 0.66% 8.25% 1.20% 0.15% 0.00% 0.24% 0.03% 1.39% 0.16%
FY2008 13.73% 4.06% 1.12% 65.55% 9.94% 5.18% 0.84% 10.36% 1.68% 0.00% 0.00% 0.56% 0.14% 0.56% 0.00%
FY2009 13.42% 3.89% 1.21% 65.91% 9.40% 5.10% 1.07% 10.60% 1.74% 0.00% 0.00% 0.54% 0.00% 0.54% 0.00%
FY2010 14.06% 3.94% 1.05% 65.05% 9.99% 4.99% 1.18% 10.78% 1.84% 0.13% 0.00% 0.53% 0.00% 0.53% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
Employee Count
FY2008 714
FY2009 745
FY2010 761
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 51: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/51.jpg)
51 51Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Electronics Engineer (0855) Permanent Employment Representation Compared to Relevant Civilian Labor Force (RCLF)
0%
10%
20%
30%
40%
50%
60%
70%
80%
RCLF 8.60% 3.63% 0.45% 72.08% 5.51% 3.55% 0.92% 10.47% 1.62% 0.05% 0.01% 0.23% 0.03% 1.31% 0.16%
FY2008 9.83% 6.28% 1.30% 57.11% 4.27% 7.35% 1.42% 17.77% 2.37% 0.12% 0.12% 1.54% 0.24% 0.00% 0.12%
FY2009 9.81% 6.19% 1.05% 57.24% 4.32% 7.59% 1.75% 17.64% 2.45% 0.12% 0.12% 1.40% 0.12% 0.00% 0.00%
FY2010 10.30% 6.32% 1.41% 56.56% 4.22% 7.49% 1.87% 17.80% 2.58% 0.12% 0.12% 1.41% 0.12% 0.00% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
Employee Count
FY2008 844
FY2009 856
FY2010 854
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 52: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/52.jpg)
52 52Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Civil Engineer (0810) Permanent Employment Representation Compared to Relevant Civilian Labor Force (RCLF)
0%
10%
20%
30%
40%
50%
60%
70%
80%
RCLF 10.02% 3.71% 0.61% 74.05% 7.53% 2.91% 0.62% 7.44% 1.09% 0.03% 0.01% 0.33% 0.08% 1.37% 0.21%
FY2008 12.61% 9.80% 0.84% 59.38% 7.56% 5.88% 2.24% 10.92% 1.68% 0.28% 0.00% 0.56% 0.00% 0.56% 0.28%
FY2009 13.37% 9.77% 1.29% 58.61% 8.23% 6.43% 2.06% 10.28% 1.54% 0.51% 0.00% 0.51% 0.00% 0.51% 0.26%
FY2010 13.83% 9.14% 1.23% 60.00% 8.64% 6.17% 1.98% 9.14% 1.73% 0.49% 0.00% 0.49% 0.00% 0.74% 0.25%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
Employee Count
FY2008 357
FY2009 389
FY2010 405
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 53: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/53.jpg)
53 53Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
General Engineer (0801) Permanent Employment Representation Compared to Relevant Civilian Labor Force (RCLF)
0%
10%
20%
30%
40%
50%
60%
70%
80%
RCLF 10.30% 3.19% 0.60% 71.83% 7.15% 3.04% 0.77% 9.92% 1.63% 0.09% 0.01% 0.21% 0.05% 1.32% 0.18%
FY2008 14.15% 5.99% 1.63% 61.22% 7.21% 7.21% 3.40% 10.75% 1.77% 0.00% 0.00% 0.54% 0.14% 0.14% 0.00%
FY2009 15.06% 5.70% 1.90% 60.13% 7.47% 7.47% 3.80% 11.01% 1.77% 0.00% 0.00% 0.63% 0.13% 0.00% 0.00%
FY2010 15.32% 6.00% 1.72% 58.70% 7.48% 7.48% 4.17% 11.64% 1.84% 0.00% 0.00% 0.61% 0.12% 0.25% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
Employee Count
FY2008 735
FY2009 790
FY2010 816
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 54: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/54.jpg)
54 54Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Management Program Analyst (0343) Permanent Employment Representation Compared to Relevant Civilian Labor Force (RCLF)
0%
10%
20%
30%
40%
50%
60%
70%
80%
RCLF 38.32% 1.97% 1.62% 52.50%31.11% 2.52% 3.28% 3.40% 1.89% 0.03% 0.03% 0.15% 0.14% 0.82% 0.55%
FY2008 72.43% 1.69% 3.43% 17.95%42.56% 6.19% 22.20% 0.87% 2.15% 0.10% 0.20% 0.51% 1.38% 0.26% 0.51%
FY2009 71.62% 1.57% 3.60% 19.06%42.22% 5.95% 21.74% 0.88% 2.12% 0.14% 0.18% 0.55% 1.38% 0.23% 0.37%
FY2010 71.11% 1.75% 3.72% 19.23%40.91% 5.99% 22.29% 1.09% 2.36% 0.09% 0.17% 0.48% 1.05% 0.26% 0.61%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
Employee Count
FY2008 1,955
FY2009 2,167
FY2010 2,288
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 55: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/55.jpg)
55 55Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Miscellaneous and Administrative Program (0301) Permanent Employment Representation Compared to Relevant Civilian Labor Force (RCLF)
0%
10%
20%
30%
40%
50%
60%
RCLF 56.05% 4.74% 5.27% 30.24%39.74% 4.89% 7.79% 2.57% 2.34% 0.07% 0.08% 0.24% 0.40% 0.67% 0.94%
FY2008 57.43% 2.30% 3.55% 33.37%36.24% 4.60% 14.67% 1.25% 1.34% 0.10% 0.10% 0.86% 1.34% 0.10% 0.19%
FY2009 56.90% 2.24% 3.36% 34.42%36.47% 4.38% 14.27% 1.12% 1.40% 0.09% 0.09% 0.75% 1.21% 0.09% 0.09%
FY2010 54.83% 2.42% 3.31% 36.31%35.87% 4.20% 12.88% 0.98% 1.61% 0.09% 0.18% 0.98% 0.89% 0.18% 0.09%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
Employee Count
FY2008 1,043
FY2009 1,072
FY2010 1,118
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.
![Page 56: Equal Employment Federal Aviation Opportunity Commission … · 2017-06-27 · Employee Attitude Survey, Exit Interview data etc. Investigating to pinpoint root cause of potential](https://reader030.fdocuments.us/reader030/viewer/2022040601/5e8f1b69f1c10717ae5941f7/html5/thumbnails/56.jpg)
56 56Federal AviationAdministration
EEOC MD-715 BriefingJune 9, 2011
Information Technology Management (2210,0334) Permanent Employment Representation Compared to Relevant Civilian Labor Force (RCLF)
0%
10%
20%
30%
40%
50%
60%
RCLF 33.00 3.14% 1.55% 50.42 24.73 4.29% 3.48% 7.40% 2.89% 0.05% 0.02% 0.24% 0.11% 1.23% 0.45%
FY2008 32.59 3.88% 1.25% 51.38 22.34 7.42% 5.98% 3.61% 2.17% 0.13% 0.07% 0.85% 0.66% 0.13% 0.13%
FY2009 31.88 3.89% 1.28% 51.79 21.55 7.23% 5.95% 3.76% 2.06% 0.18% 0.00% 0.97% 0.91% 0.30% 0.12%
FY2010 30.39 3.61% 1.24% 53.44 20.56 6.87% 5.57% 3.97% 2.07% 0.24% 0.00% 1.07% 0.95% 0.41% 0.00%
Fem HM HF WM WF BM BF AM AF NHOPI/M
NHOPI/F
AIAN/M
AIAN/F
2+/M 2+/F
Employee Count
FY2008 1,522
FY2009 1,647
FY2010 1,688
Disclaimer: This is a statistical snapshot of the workforce demographics. The use of this data in any employment decision is PROHIBITED.