employed in the federal workforce relative to the nonfederal workforce.
not otherwise comment on the report or recommendations.
Table 3: Highest Level of Educational Attainment among Non-U.S.
the extent to which these factors influence representation.
representation in the federal workforce under separate cover.
analyzed data on Hispanic representation governmentwide.
methodology are in appendix I.
geographic location, or any other subset of the federal workforce.
administrative needs; and achieve a diverse, quality workforce.
careers in science, technology, engineering, and math.
in the federal workforce and plans to use the report as a resource.
otherwise comment on the report or our recommendations.
and maintaining effective programs of equal employment opportunity.
Hispanic representation between the two workforces.
immigrants have lower naturalization rates than other immigrant groups.
Hispanic-serving organizations have undertaken citizenship initiatives.
citizenship apply for and attain citizenship.
the CLF by EEOC's occupational categories.
the Census 2000 Special EEO File.
reflect individuals that were unemployed.
bachelor's degree, and 17 percent with more than a bachelor's degree.
degree or higher--15.4 percent--than most other racial/ethnic groups.
American Indian/: Alaska Native: 17.6.
American Indian/: Alaska Native: 29.6.
American Indian/: Alaska Native: 37.3.
American Indian/: Alaska Native: 10.1.
American Indian/: Alaska Native: 5.3.
Source: GAO analysis of 2000 Census data.
proportion having bachelor's degree or higher decreased.
American Indian/ Alaska Native: 19.3.
American Indian/ Alaska Native: 29.2.
American Indian/ Alaska Native: 36.3.
American Indian/ Alaska Native: 9.9.
American Indian/ Alaska Native: 5.3.
not citizens was lower compared with those who were U.S. citizens.
Table 3 shows that, among Hispanics in the CLF who were not U.S.
percent had a bachelor's degree or higher.
American Indian/ Alaska Native: 54.9.
American Indian/ Alaska Native: 20.4.
American Indian/ Alaska Native: 14.7.
American Indian/ Alaska Native: 6.1.
American Indian/ Alaska Native: 3.9.
college scholarships for Hispanic youth.
limited based on the risk of disclosing the identity of a respondent.
plans are to produce an updated Special EEO File every 5 years.
its analysis of the CPS data.
2003-2005 Annual Social and economic Supplemental for the CLF data.
Note: Prior to 1994, citizenship was not a variable in the CPS.
requires agencies to report the results of their analyses annually.
CLF in 22 of those occupations and lower in 25.[Footnote 12] (See app.
the factors that contributed to the situation revealed by the data.
to determine the existence of limits or barriers to participation.
of the program analysts at the lower grade levels.
its current state of need.
information on employment opportunities for veterans on its Web site.
support of Executive Order No. 13171.
USAJOBS Web site provides information in both English and Spanish.
sector accepted jobs with the companies for which they interned.
Personnel Data File (CPDF). Currently, OPM does not analyze these data.
complete assessments of their programs.
to recruit and develop qualified Hispanics.
attracting students into the NASA workforce and aerospace community.
throughout California that have a high percentage of Hispanic students.
students in engineering and science to continue their graduate studies.
ongoing dialogues with, local Hispanic community organizations.
within 30 days after the conclusion of the recruitment visit.
tuition assistance for graduate school.
have successfully completed the program.
results, business acumen, and building coalitions/communications.
February 2006, there were 98 graduates from five classes.
for participants to earn credits toward degree programs.
the outcomes of its recruitment and hiring initiatives.
positions requiring fluency in Spanish.
direction of the consortium of agencies--EEOC, OPM, DOJ, and DOL.
its Annual Report to the President under Executive Order No. 13171.
enable agencies to perform more complete assessments of their programs.
education on Hispanic representation throughout the federal workforce.
institutions, and other interest groups.
agencies should agree upon a single source of citizenship data.
and in the Fact Book.
a written response, the Department of Commerce said it had no comments.
possibility of including citizenship data in the 2010 Special EEO File.
comment on the report or our recommendations.
no charge on GAO's Web site at [Hyperlink, http://www.gao.gov].
are listed in appendix VII.
the Office of General Counsel.
Initiative on Educational Excellence for Hispanic Americans.
governmentwide[Footnote 32] to the CLF, we used data from 1994 to 2005.
description of what we did to assess the reliability of Census data).
data were largely consistent with the results using the PUMS data.
sufficiently reliable for our objectives.
were four steps to these analyses.
practice of restricting hiring to U.S. citizens and nationals.
(i.e., education, race, etc.), and they can be similarly interpreted.
-rather than the statistical significance of the odds ratios.
Source: GAO analysis of 2000 PUMS data.
changes from about 30 percent to roughly 5 percent.
being in the nonfederal workforce, we restricted our analysis to U.S.
"not at all" to Census questions about English proficiency.
[B] "English-proficient" includes responses of "well" and "very well"
to Census questions about English proficiency.
all non-Hispanics to white non-Hispanics.
not appreciably different from the odds ratio of 1.24 reported above.
in the federal workforce was different for Hispanics and non-Hispanics.
for employment in either the federal or nonfederal workforce.
unemployed individuals are considered part of the CLF.
our methodology and results expressed a similar view.
conclusions we reached are reasonable.
say if or how the results would be affected by such misreports.
affect the likelihood of federal employment in future censuses.
background in policing may be more qualified to be a federal officer.
specialists might result in an understated pool of qualified workers.
appropriated funds for compensating federal employees who are not U.S.
competitive service and covered by the Executive Order ban.
2005 for the permanent and nonpermanent federal workforce.
Federal Aviation Administration (FAA) who have equivalent positions.
primarily engineers, scientists, and other top-level professionals.
They do not have the leadership roles of the SES.
above the General Schedule grade 15 level who are not in the SES.
from about 4 percent to 8 percent.
that had 10,000 or more federal employees as of September 2004.
permanent federal workforce, according to OPM.
[C] Federal occupation code 1895 did not exist until 2004.
Department has no comments on this report.
going examination of Hispanic representation in the federal workforce.
applicable to other census population groups.
EEO group enjoys equality of opportunity.
a resource in the work that we do here at the EEOC.
 These percentages are based on the permanent federal workforce.
nonfederal workforce was limited to the aggregate federal workforce.
they were in the eighth grade, to 2000.
through a grant from the Pew Hispanic Center.
50,000, data are not provided for more detailed occupational groupings.
identity of Census 2000 respondents.
report to be issued at the end of calendar year 2006.
 71 Fed. Reg. 29,593 (May 23, 2006).
MSPB. Dean v. Dept. of Agriculture, 99 M.S.P.R. 533 (2005) and Olson v.
reconsideration, No. AT-0330-03-0076-N-1 and CH-3443-01-0706-N-1.
 71 Fed. Reg. 181,161 (Apr. 11, 2006). 5 C.F.R. sec. 213.3202(b).
agencies on how to implement and evaluate FCIP.
 70 Fed. Reg. 44,219 (Aug. 2, 2005), 5 C.F.R. sec. 213.3202(o).
 68 Fed. Reg. 66,317 (Nov. 25, 2003).
 70 Fed. Reg. 28,775 (May 19, 2005), 5 C.F.R. part 362.
Federal Government (Washington, D.C.: July 10, 2002).
 69 Fed. Reg. 33,271 (June 15, 2004).
reported by OPM in its FEORP reports.
the permanent workforce, as reported by FNS.
credit recommendations as they consider appropriate.
Agency Examples, GAO-05-90 (Washington, D.C.: Jan. 14, 2005).
Workforce Planning, GAO-04-39 (Washington, D.C.: Dec. 11, 2003).
Collar, collectively known as "PATCOB."
of persons in U.S. households.
responsibility for the accuracy of our analysis.
Social and Economic Supplement to the Current Population Survey.
prepared by the Census Bureau for each dataset.
excluding Puerto Rico, the results were virtually the same.
government's Central Personnel Data File does not include USPS data.
appropriate for statistical modeling and multivariate analysis.
Current Population Survey February to May 2000.
 Rumbaut, "The Making of a People," 39-43.
(9th Cir. 1980), cert. den. 450 U.S. 959 (1981).
examination process when hiring for excepted service positions.
are met. 5 C.F.R. sec. 9901.514.