Definition of Civilian Labor Force (CLF):

Definition of Relevant Civilian Labor Force (RCLF):

          "The Relevant Civilian Labor Force (RCLF) is the Civilian Labor Force (CLF) data that are directly comparable (or relevant) to the population being considered in the FW [Federal Workforce].   For example, if we were analyzing representation of black engineers employed in the Federal workforce, we would compare them with black engineers reported in the CLF.   The black engineers in the CLF represent the RCLF in this example.  In this report, the RCLF varies from agency to agency because of the differing occupational mix within each agency." 
-- [SAME.  No significant change between this 2005 definition and prior years' definitions.  Editor.]

Definition of Underrepresentation:

          "Underrepresentation, as defined in 5 CFR, Section 720.202, means a situation in which the number of women or members of a minority group within a category of civil service employment constitutes a lower percentage of the total number of employees within the employment category than the percentage that women or the minority group constitutes within the civilian labor force of the United States."
-- [SAME.  Definition is identical to prior years' definitions.  Editor.]

Definition of Occupational Categories:

          "Occupational categories discussed in this report are white-collar and blue-collar.   The white-collar category contains Professional, Administrative, Technical, Clerical or 'Other' white-collar occupations.  Professional occupations typically call for a baccalaureate or professional degree and, along with Administrative occupations, are the usual sources for selections to senior management and executive positions.  Positions in Technical, Clerical, Other and blue-collar occupations usually are limited to lower grades with limited opportunity for promotion to management levels.  Advancement in these occupations often depends on individual attainment of further education or advanced skills.  Employment data in this report are presented by occupational category and grade groups to provide a more informative profile."
-- [SAME.  Virtually identical to prior years' discussion of "Occupational Categories".  Editor.]

What Does Underrepresentation Really Mean?

Chart from page 12 of the FY 2004 OPM report. The red notations were added by our editors.

In this chart from the 2005 OPM report, OPM estimates that only 7.3% of the Federal Workforce (FW) is comprised of Hispanics, while 12.6% of the Relevant Civilian Labor Force (RCLF) is comprised of Hispanics.           OPM wants us to believe that this proves that Hispanics are "underrepresented" and therefore should be given preference in hiring and promotion.

          But the Civilian data used by OPM includes non-citizens and unemployed individuals, whereas the Federal data, by definition, includes only employed individuals who are predominantly U.S. citizens.  This chart illustrates the non-comparability of the two sets of data used by OPM:

          In LAST year's report, OPM's data definitions stated:  "The Federal workforce (FW) ... covers permanent employees.  ... The Civilian Labor Force  ... cover every non-institutionalized individual 16 years of age and older, employed and unemployed ... [and] U.S. citizens and noncitizens."  [It is curious that this statement is missing from this year's report. --Editor.]  [From last year's report, [FEORP 2004, FY2003 at page 50, paragraph 3.]

          "Underrepresentation, as defined in 5 CFR, Section 720.202, means a situation in which the number of women or members of a minority group within a category of civil service employment constitutes a lower percentage of the total number of employees within the employment category than the percentage that women or the minority group constitutes within the civilian labor force of the United States."  [SAME definition in 2005 as in 2004.]  FEORP 2005 at page 51, paragraph 4.]

Adversity.Net Commentary

          OPM pointedly notes that the Code of Federal Regulations (5 CFR 720.202) defines underrepresentation in such a way that white males cannot, by definition, be underrepresented in federal employment and presumably therefore cannot be discriminated against in federal hiring!  Unless, of course, they become a statistical "minority" -- which may eventually happen!

          Equally pointedly, OPM also does not define a concept of overrepresentation whereby hiring too many members of preferred racial groups would be discouraged if not illegal.

          In fact, the 2005 OPM report -- just as the previous 4 years of OPM data we have analyzed -- continue to clearly illustrate that overrepresentation of selected, preferred races (overhiring) by the federal government is the standard hiring practice.

-- Tim Fay, Editor.

Column A:  OPM data shows 8.3% as the proportion of blacks available in the civilian population for the specific jobs and agency in question (EEOC in this example).  This constitutes a de facto "affirmative action target" (quota) for EEOC.

Column B:  OPM data shows that 44.7% of EEOC's workforce are blacks.

Column C:  This is an intermediate number used in Adversity.Net's calculations and is simply the difference between (A) the "racial target"; and (B) the actual employment of that race by the agency.  In the case of blacks at the EEOC the difference between (A) and (B) is +36.4%

Column D:  Using a simple computation, Adversity.Net used OPM's data to show that the percentage of blacks in GSA's workforce is 438.6% higher than the proportion of blacks in the civilian population.  Adversity.Net defines this as "over hiring" of the designated minority group.  OPM, however, does not define "over hiring".

          As noted on every page of our detailed analysis, there are two simple calculations Adversity.Net used to compute the over or under hiring of minorities at the federal agencies as reported by OPM:

Computation of Column C:
          Col B - Col A = Col C (difference between target "A" and actual employment "B")

Computation of Column D:
          ( Col C / Col A ) X 100 = Col D (rate of over or under hiring, expressed as a % of Col A)

2005 OPM Annual Report to Congress (FY 2004 Hiring Data) EXAMPLE: Tabulation of Minority Hiring at the U.S. EEOC

Note 2 -- Our computation:  Col (B) - Col (A) = Col (C)

Note 3 -- Our computation:   [Col (C) / Col (A)] X 100 = Col (D)

More FY 2004 Charts and Excerpts: