Equal Employment Opportunity: Group Representation in Key Jobs at the
National Institutes of Health (Letter Report, 03/16/95, GAO/GGD-95-83).

This report provides information on employment practices at the National
Institutes of Health (NIH).  GAO evaluates NIH's progress in meeting
federal equal employment opportunity requirements concerning the job
placement and advancement of women and minorities.  GAO compares the
representation of women and minorities in NIH's workforce at the end of
fiscal years 1984 and 1993.  GAO also compares the representation of
women and minorities at different levels in key jobs at the same two
points in time.  Finally, GAO compares 1983 personnel data for key jobs
at NIH to equal employment opportunity profiles of similar occupations
in the civilian labor force.

--------------------------- Indexing Terms -----------------------------

 REPORTNUM:  GGD-95-83
     TITLE:  Equal Employment Opportunity: Group Representation in Key 
             Jobs at the National Institutes of Health
      DATE:  03/16/95
   SUBJECT:  Fair employment programs
             Women
             Minorities
             Compliance
             Employment of minorities
             Demographic data
             Federal employees
             Employment discrimination
             Health research programs
             Hiring policies
IDENTIFIER:  Federal Equal Opportunity Recruitment Program
             OPM Central Personnel Data File
             
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Cover
================================================================ COVER


Report to Congressional Requesters

March 1995

EQUAL EMPLOYMENT OPPORTUNITY -
GROUP REPRESENTATION IN KEY JOBS
AT THE NATIONAL INSTITUTES OF
HEALTH

GAO/GGD-95-83

Employment Practices at NIH

(966617)


Abbreviations
=============================================================== ABBREV

  AD - Administratively Determined
  CPDF - Central Personnel Data File
  CLF - Civilian Labor Force
  EEO - equal employment opportunity
  EEOC - Equal Employment Opportunity Commission
  FEORP - Federal Equal Opportunity Recruitment Program
  GS - general schedule
  MD - management directive
  NIH - National Institutes of Health
  OPM - Office of Personnel Management
  SES - Senior Executive Service
  SL - Senior Level
  ST - Senior Technical

Letter
=============================================================== LETTER


B-259780

March 16, 1995

The Honorable Henry A.  Waxman
Ranking Minority Member, Subcommittee
 on Health and Environment
Committee on Commerce
House of Representatives

The Honorable Olympia J.  Snowe
United States Senate

The Honorable Patricia Schroeder
House of Representatives

This report responds to your request for information about employment
practices at the National Institutes of Health (NIH).  You asked us
to evaluate the progress NIH has made since our last report\1 in
meeting federal equal employment opportunity (EEO) requirements that
address the issues of job placement and advancement of minorities and
women. 

As agreed with your offices, we compared the representation of
minorities and women in NIH's white-collar workforce at the end of
fiscal years 1984 and 1993.  We also compared the representation of
minorities and women at different levels in key jobs at the same two
points in time.  Finally, we compared 1993 personnel data for key
jobs at NIH to EEO profiles of similar occupations in the civilian
labor force.  Key jobs, as defined by the Equal Employment
Opportunity Commission (EEOC), are nonclerical white-collar jobs that
have advancement potential to senior-level positions and are held by
100 or more employees. 


--------------------
\1 Affirmative Action:  National Institutes of Health Does Not Fully
Meet Federal Requirements (GAO/HRD-86-37, March 5, 1986). 


   RESULTS IN BRIEF
------------------------------------------------------------ Letter :1

Our analysis of NIH employment data at the end of fiscal years 1984
and 1993 showed that overall representation for minorities and women
in the white-collar workforce remained stable at about 74 percent. 
Representation of Caucasian men and women and African-American men
decreased between fiscal years 1984 and 1993, while representation of
all other EEO groups increased. 

During this same period, representation of all minority and women's
groups in key jobs within NIH--except for African- American men and
Native American men--increased between fiscal years 1984 and 1993. 
Overall, representation for minorities and women in key jobs
increased by 4 percent.  While representation of Caucasian men
decreased between 1984 and 1993, they continued to occupy larger
portions of the key job workforce as grade levels increased.  Even
though Caucasian women made up 48.5 percent of the total 1993 key job
workforce, their representation, as well as the representation of
minorities in general, was significantly less at the upper grade
levels (GS-13 and above) than at the lower grade levels. 

In comparing representation in the 20 key job occupations with
similar occupations in the civilian labor force, we found that most
of the EEO groups at NIH were underrepresented in 1993.  Hispanics
(men and women), Asian men, and Caucasian men were underrepresented
in more occupations than other EEO groups.  There were no key job
occupations in which we considered Native Americans (men and women)
to be underrepresented.  In all 20 key jobs, they were either fully
represented or needed 3 or fewer people to reach full representation. 
Biological technician and chemistry were the most underrepresented
key job occupations. 

According to an NIH EEO official, NIH has not hired evenly from all
minority and women groups in the past.  The official said that agency
officials originally interpreted an EEOC management directive (MD
714) that sought representation across the board for all employee
groups and the Federal Equal Opportunity Recruitment Program (FEORP)
as giving them flexibility in hiring minorities and women.  According
to this official, the result of this initial interpretation was that
NIH managers opted to hire primarily Caucasian women.  The number of
Caucasian women in key jobs increased by over 1,200 between 1984 and
1993, with substantially smaller numerical increases in minority EEO
groups occurring during this same time period. 


   BACKGROUND
------------------------------------------------------------ Letter :2

Congress adopted an antidiscrimination policy for federal employment
in 1964 to provide equal employment opportunity for all employees and
to prohibit discrimination because of race, color, religion, sex, or
national origin.\2 The 1978 Civil Service Reform Act required the
development of a recruitment program designed to eliminate
underrepresentation of minorities and women in the federal workforce. 
From this, FEORP was created.  The objective of FEORP was to ensure
that the federal workforce reflected the diversity of the U.S. 
population as a whole.  Accordingly, federal agencies were given
responsibility for conducting ongoing recruitment programs designed
to eliminate underrepresentation in the various categories of civil
service employment, consistent with the framework of affirmative
action programs. 

In 1986, we reported that NIH had not fully complied with four of the
eight EEOC requirements for affirmative action since its plan was
approved in February 1983.\3 Although a direct link could not be
clearly established, we believed this noncompliance may have
contributed to the continued underrepresentation of minorities and
women at NIH as of December 1984.  We recommended increased effort,
strong commitment, and active support by top management to bring
NIH's affirmative action plan into compliance and improve the
representation of minorities and women. 

Executive Order 12067 gave EEOC responsibility for coordinating all
federal equal employment opportunity programs and activities.  MD
714, which became effective in October 1987, contained requirements
for federal agency affirmative employment program planning and
reporting.  It prescribed instructions, policies, procedures,
guidance, and formats to federal agencies for the development and
submission of multiyear affirmative employment program plans, as well
as annual affirmative employment program accomplishment reports and
plan updates. 

EEOC MD 714 required each agency to analyze its workforce and compare
its representation to similar groups in the civilian labor force
(CLF).  It specified that EEOC would provide federal agencies with
annual agency-specific workforce information from the Office of
Personnel Management's (OPM) Central Personnel Data File (CPDF) for
job categories (professional, administrative, technical, clerical,
and other) and grade groupings.  Agencies were to compare each
minority group's rate of employment in the job categories,
occupations, and grade levels with their availability in the civilian
labor force.  If underrepresentation was found, the agency was
supposed to adopt hiring and promotion processes and/or goals that
would work toward reducing the imbalance. 

NIH is one of several Public Health Service agencies within the
Department of Health and Human Services and is the principal
biomedical research organization of the federal government.  It
supports biomedical and behavioral research domestically and abroad,
conducts research in its own laboratories and clinics, trains
researchers, and promotes the acquisition and distribution of medical
knowledge.  NIH had a staff of 12,481 white-collar employees as of
September 30, 1993.  Twenty NIH occupations within the professional
and senior administrative series have been identified for FEORP
purposes.  These 20 occupations, or key jobs, represented about 54.6
percent of the NIH white-collar staff.  Each of these nonclerical
occupations must have at least 100 employees and advancement
potential to senior-level positions to be considered key.  According
to an NIH official, employees currently can advance to the Senior
Executive Service (SES) level in 18 of the 20 occupations.  NIH
employees have already done so in 12 of the occupations.  (See app. 
I, table I.1, for additional information.)


--------------------
\2 The Civil Rights Act of 1964, amended by the Equal Employment
Opportunity Act of 1972, required federal agencies to develop and
implement affirmative employment programs to eliminate the historic
underrepresentation of women and minorities in the workforce.  In
February 1995, the administration announced plans to review all
aspects of the government's affirmative action programs.  The review
is being done to identify and protect those programs that have been
working well and to alter the ones that have not. 

\3 GAO/HRD-86-37. 


   OBJECTIVE, SCOPE, AND
   METHODOLOGY
------------------------------------------------------------ Letter :3

Our objective was to describe the results of efforts made by NIH
since 1984 to meet federal EEO requirements for the placement and
advancement of minorities and women.  To accomplish this, we obtained
and analyzed NIH personnel data dealing with white-collar employment
totals by gender, race, occupation, and grade level as of September
30, 1984, and September 30, 1993.  We obtained these data from OPM's
CPDF.  We did not verify this information with any NIH personnel
files.  However, an NIH official agreed that our figures were
consistent with NIH EEO reports. 

NIH recruits nationally for its key job occupations.  Therefore, we
compared NIH personnel data to EEO profiles of similar occupations in
the national civilian labor force.\4 We used EEOC standards and
evaluation techniques to determine whether underrepresentation
existed for various EEO groups.  Underrepresentation exists,
according to EEOC standards, if the percentage rate at which an EEO
group is represented in an agency's workforce is less than the rate
at which the group is represented in the civilian labor force, as
identified in the most recent census (1990).  The civilian labor
force represents, in general terms, all nonmilitary persons who are
employed or seeking employment. 

We used EEOC and OPM guidance to estimate the additional numbers of
employees NIH would need in each EEO group to attain across-the-
board representation in the 20 key job occupations.  However, we did
not consider an EEO group to be underrepresented for an occupation if
that group needed three or fewer people to reach full representation. 
This approach represents a departure from EEOC and OPM guidance and
was subjectively chosen because census and employment data are not
current or precise enough to enable us to conclusively say that NIH
is not meeting its EEO requirements when minor instances of
underrepresentation exist.  NIH EEO officials expressed no
disagreement with our use of "three or fewer" in determining whether
underrepresentation existed. 

In analyzing the key jobs for which EEO groups were underrepresented,
we used a term and definition that EEOC had previously used--severe
underrepresentation--which exists when representation is 50 percent
or less of the corresponding civilian labor force level.  EEOC
applied the term and definition for several years but has not used
them since January 1988, after they were replaced in MD 714 with
"manifest imbalance" and "conspicuous absence." Manifest imbalance
refers to situations in which an EEO group is "substantially below
its representation in the appropriate CLF." Conspicuous absence
refers to situations in which an EEO group is "nearly or totally
nonexistent from a particular occupation or grade level in the work
force." Because numerical criteria for these terms are not
established by EEOC, we used the previous term (severe
underrepresentation) and definition (50 percent or less of the
corresponding civilian labor force). 

Our work was done at NIH's Bethesda, Maryland, location from April
1994 to January 1995, in accordance with generally accepted
government auditing standards. 


--------------------
\4 Although the occupations selected from the civilian labor force
are similar to those at NIH, the specific type of work setting
generally differed.  NIH's work setting includes a research hospital
and research laboratories, whereas occupations for comparison in the
civilian labor force are mostly from regular hospitals and
nonresearch settings. 


   PRINCIPAL OBSERVATIONS
------------------------------------------------------------ Letter :4


      NIH'S WHITE-COLLAR WORKFORCE
---------------------------------------------------------- Letter :4.1

The number of employees in the white-collar workforce in SES and at
grades 1 through 15 grew from 9,555 to 12,481 from September 1984 to
September 1993--an increase of 30.6 percent.  Overall representation
of minorities and women in the total white-collar workforce during
this period did not change.  Minorities and women made up about 74
percent of the white-collar workforce in both 1984 and 1993. 
Caucasian women made up 50 percent and 46.5 percent in 1984 and 1993,
respectively.  Minority men and women, in total, made up 23.6 percent
in 1984 and 27.6 percent of the workforce in 1993.  The numbers of
Hispanic, Asian, and Native American employees (men and women) each
increased by over 100 percent between 1984 and 1993, and the
representation of each of these EEO groups within the white-collar
workforce increased as well.  While the number of all Caucasian and
African-American employees also increased during this time period,
the representation of Caucasian men, Caucasian women, and
African-American men in the white-collar workforce decreased. 



                                Table 1
                
                White-Collar Workforce at NIH in Fiscal
                          Years 1984 and 1993


                                                Percen
                                                     t
White-collar workforce            1984    1993  change    1984    1993
------------------------------  ------  ------  ------  ------  ------
Caucasian men                    2,529   3,236    28.0    26.5    25.9
Caucasian women                  4,774   5,809    21.7    50.0    46.5
African-American men               669     764    14.2     7.0     6.1
African-American women           1,205   1,833    52.1    12.6    14.7
Hispanic men                        30      73   143.3     0.3     0.6
Hispanic women                      53     124   134.0     0.6     1.0
Asian men                          102     235   130.4     1.1     1.9
Asian women                        177     367   107.3     1.9     2.9
Native American men                  3       8   166.7   < 0.1     0.1
Native American women               13      32   146.2     0.1     0.3
======================================================================
Total                            9,555  12,481    30.6   100.0   100.0
----------------------------------------------------------------------
Note:  Totals may not add to 100 percent because of rounding. 

Source:  GAO analysis of OPM CPDF data. 


      NIH'S KEY JOB WORKFORCE
---------------------------------------------------------- Letter :4.2

At the end of fiscal year 1993, NIH's workforce included 6,815
employees in the 20 medical science and administrative positions
categorized as key jobs.  This represented an increase of 48.5
percent from the end of fiscal year 1984, when the key job workforce
had 4,589 employees.  The number of women (Caucasian and minority)
employed in key jobs grew significantly more than the number of men. 
The number of Caucasian women increased by 57.7 percent between 1984
and 1993; the number of minority women increased by 81.8 percent. 
The number of Caucasian men and minority men employed grew by 31.9
percent and 28.1 percent, respectively. 

Representation by Caucasian men in the key job workforce decreased by
4 percent from 1984 to 1993.  However, they continued to carry a
strong presence, making up about one-third of the workforce.  All
minority and women groups, except for African-American men and Native
American men, increased in representation between fiscal years 1984
and 1993.  These increases were more pronounced for women (both
Caucasian and minority) than they were for minority men. 



                                Table 2
                
                Key Job Workforce at NIH in Fiscal Years
                             1984 and 1993


                                                Percen
                                                     t
Key job workforce                 1984    1993  change    1984    1993
------------------------------  ------  ------  ------  ------  ------
Caucasian men                    1,633   2,154    32.0    35.6    31.6
Caucasian women                  2,098   3,308    57.7    45.7    48.5
African-American men               297     305     2.7     6.5     4.5
African-American women             314     533    69.8     6.8     7.8
Hispanic men                        20      42   110.0     0.4     0.6
Hispanic women                      25      65   160.0     0.5     1.0
Asian men                           66     144   118.2     1.4     2.1
Asian women                        132     252    90.9     2.9     3.7
Native American men                  2       2     0.0   < 0.1   < 0.1
Native American women                2      10   400.0   < 0.1     0.2
======================================================================
Total                            4,589   6,815    48.5   100.0   100.0
----------------------------------------------------------------------
Note:  Totals may not add to 100 percent because of rounding. 

Source:  GAO analysis of OPM CPDF data. 

NIH EEO officials acknowledged that they did not target to hire from
all underrepresented groups when EEOC MD 714 became effective in
1987.  According to an NIH EEO official, agency officials initially
interpreted
MD 714 and FEORP as allowing them flexibility regarding which
minority and women groups could be hired.  These guidelines, however,
actually sought increased representation for all employee groups.  As
a result of this initial interpretation, NIH managers opted to hire
primarily Caucasian women.  An NIH official told us that this
resulted in an increase of over 1,200 Caucasian women in key jobs
between 1984 and 1993 and substantially smaller increases in minority
EEO groups during this same time period.\5 NIH officials revised the
FEORP plan in May 1993 to target hiring in those occupations where
minorities were underrepresented. 

Our analysis of the 1993 key job workforce data revealed that
representation by individual EEO groups changed as grade levels
increased.  Caucasian men occupied significantly more of the key job
workforce occupations at the higher grades than any other EEO group
and were not as well represented at the lower grades.  For example,
Caucasian men represented 15.0 percent of the key job workforce at
the grades 1 through 10 level.  In contrast, representation by
Caucasian men was 48.3 percent at the grades 13 through 15 level and
80.4 percent for SES. 

   Figure 1:  NIH EEO Group
   Representation in Fiscal Year
   1993 Key Job Workforce, by
   Grade Level and SES

   (See figure in printed
   edition.)

Source:  GAO analysis of OPM CPDF data. 

Despite the fact that relatively fewer minorities and women occupied
key job positions at higher grade levels, women outpaced men
(Caucasian and minority) in terms of growth for grades 11 through 15
and SES.  (See table 3.) In most cases, the numbers of Caucasian and
minority women increased by over 100 percent between 1984 and 1993,
while increases for their male counterparts (for the most part) were
50 percent or less. 



                                Table 3
                
                  NIH Key Job Workforce in SES and by
                  Grade Level in Fiscal Years 1984 and
                                  1993


                                                Percen
                                                     t
Grades 11-12                      1984    1993  change    1984    1993
------------------------------  ------  ------  ------  ------  ------
Caucasian men                      328     490    49.4    25.4    19.7
Caucasian women                    716   1,452   102.8    55.4    58.5
Minority men                       101     142    40.6     7.8     5.7
Minority women                     148     398   168.9    11.5    16.0
======================================================================
Total                            1,293   2,482    92.0   100.0   100.0

Grades 13-15 Percent of
----------------------------------------------------------------------
Caucasian men                      929   1,287    38.5    64.6    48.3
Caucasian women                    350   1,019   191.1    24.3    38.2
Minority men                       104     191    83.7     7.2     7.2
Minority women                      55     170   209.1     3.8     6.4
======================================================================
Total                            1,438   2,667    85.5   100.0   100.0

SES Percent of SES
----------------------------------------------------------------------
Caucasian men                      114     148    29.8    85.7    80.4
Caucasian women                     13      29   123.1     9.8    15.8
Minority men                         4       4     0.0     3.0     2.2
Minority women                       2       3    50.0     1.5     1.6
======================================================================
Total                              133     184    38.4   100.0   100.0
----------------------------------------------------------------------
Note:  Totals may not add to 100 percent because of rounding. 

Source:  GAO analysis of OPM CPDF data. 


--------------------
\5 Despite the large increase in the number of Caucasian women in key
jobs, their representation in the key job workforce increased by only
2.8 percent between 1984 and 1993. 


      COMPARISON OF NIH EMPLOYMENT
      DATA TO THE CIVILIAN LABOR
      FORCE
---------------------------------------------------------- Letter :4.3

Most of the EEO groups were underrepresented in at least two key job
occupations in 1993.  In comparison to their representation in the
civilian labor force, Hispanics (men and women), Asian men, and
Caucasian men were underrepresented in 8 or more of the 20 key jobs. 
For each of these EEO groups, three or more of the occupations were
severely underrepresented, meaning that the representation for each
occupation was 50 percent or less of the corresponding civilian labor
force level.  Caucasian women were underrepresented in six key jobs;
Asian and African-American women were underrepresented in three key
jobs each.  There were no key job occupations in which we considered
Native Americans (men and women) to be underrepresented.  In all 20
key jobs, they were either fully represented or needed 3 or fewer
people to reach full representation.  Even though Caucasian men
constituted a large portion of the key job workforce, our analyses
identified 14 occupations in which Caucasian men were
underrepresented in comparison to the civilian labor force, 3 of them
with severe underrepresentation.  (See app.  I, figures I.1 and I.2.)

None of the 20 key job occupations were fully represented by all EEO
groups.  Biological technician and chemistry had the largest number
of underrepresented EEO groups (five each).  Nine other key job
occupations were underrepresented in at least three EEO groups. 


   AGENCY VIEWS
------------------------------------------------------------ Letter :5

On January 17, 1995, we discussed the contents of this report with
the Director of NIH's Office of Equal Opportunity and members of her
staff.  They expressed general agreement and also provided the
following observations. 

NIH management is proposing to use availability data, instead of
civilian labor force data, in its 1995-1996 affirmative action plan. 
It believes that availability data, which is based on the number of
people available with the skills necessary to fill particular
occupations, is a more rational choice for an agency such as NIH,
where so many of the occupations are in highly specialized fields. 
NIH anticipates that this approach will enable it to better focus its
efforts on groups and/or occupations that are in need of attention. 
The plan is currently in draft form and still requires approval from
EEOC. 

The EEO officials expressed concern that we identified Caucasian men
as being underrepresented in many of the key job occupations and
pointed out that Caucasian men are not typically identified in NIH's
FEORP and affirmative action plans as an EEO group in need of
attention.  They stated that minorities and women have traditionally
dominated certain key jobs, such as librarian, public affairs, nurse,
and biological technician, and that it is understandable that
Caucasian men would be underrepresented in these occupations since,
historically, they have had little or no interest in filling them. 

We included Caucasian men in our analyses because, whether or not
they have filled certain occupations in the past, they are an
integral part of the total NIH workforce. 


---------------------------------------------------------- Letter :5.1

We are sending copies of this report to the Director, National
Institutes of Health.  Copies will also be made available to others
upon request. 

The major contributors to this report are listed in appendix II.  If
you have any questions about the data presented, please call me on
(202) 512-5074. 

Nancy R.  Kingsbury
Director
Federal Human Resource Management
 Issues


EMPLOYEES AND EEO GROUP
REPRESENTATION IN NIH KEY JOB
WORKFORCE AS OF SEPTEMBER 30, 1993
=========================================================== Appendix I



                                    Table I.1
                     
                        Number of Employees in NIH Key Job
                      Occupations, as of September 30, 1993


Occupation
title           1-10     11-12        13        14        15       SES    Number
----------  --------  --------  --------  --------  --------  --------  --------
Medical Science
--------------------------------------------------------------------------------
Biological       226       358        39        53        22         5       703
 Science
Biological       253        51         0         0         0       0\a       304
 Technician
Chemistry         44       219        63       107       107        34       574
General            2        38        61       380       218        49       748
 Health
 Science
Medical            0         3        23       112       144        70       352
 Officer
Medical           26       150         5         0         0       0\a       181
 Technology
Microbiolo        28       108        26        59        46         8       275
 gy
Nurse            498       296        21        11         6         0       832
Psychology        27        32        18        38        26        \3       144

Administrative
--------------------------------------------------------------------------------
Administra        94       157        38        23        28         8       348
 tive
 Officer
Budget            14        52        21        24         5         0       116
 Analyst
Computer          59       253       148        71        16         3       550
 Specialist
Contractin        26       129        91        39        19         0       304
 g
General           40       121        36        21         8        \0       226
 Business
Librarian          2        99        16        10         6         1       134
Management        37       106        87        66        33         0       329
 Analyst
Miscellane        53        90        28        32        23         0       226
 ous
 Administr
 ation
Personnel         15        96        51        29         4         1       196
 Management
Public            13        34        32        24        13         1       117
 Affairs
Technical         13        90        30         8         2         1       144
 Informati
 on
Total key      1,470     2,482       834     1,107       726       184   6,815\b
 job
 occupatio
 ns
Total NIH      5,690     3,103     1,167     1,401       877       226  12,481\c
 white-
 collar
 workforce
Percent in      25.8      80.0      71.5      79.0      82.8      81.4      54.6
 key jobs
--------------------------------------------------------------------------------
\a According to NIH officials, employees cannot advance to the SES
level in this occupation. 

\b NIH key job workforce consists of an additional 12 employees who
are included in this total:
1 employee in pay plan Administratively Determined (AD) and 11
employees in pay plan Senior Technical (ST). 

\c NIH white-collar workforce consists of an additional 17 employees
who are included in this total:  1 employee in pay plan AD, 1
employee in pay plan Senior Level (SL), and 15 employees in pay plan
ST. 

Source:  OPM CPDF data. 


   Figure I.1:  EEO Groups With
   Full or Nearly Full
   Representation in NIH Key Job
   Workforce, as of September 30,
   1993

   (See figure in printed
   edition.)

Source:  1990 Census of Population and Housing; Equal Employment
Opportunity File. 

   Figure I.2:  EEO Groups With
   Underrepresentation in NIH Key
   Job Workforce, as of September
   30, 1993

   (See figure in printed
   edition.)

Source:  1990 Census of Population and Housing; Equal Employment
Opportunity File. 


MAJOR CONTRIBUTORS TO THIS REPORT
========================================================== Appendix II

GENERAL GOVERNMENT DIVISION,
WASHINGTON, D.C. 

Norman A.  Stubenhofer, Assistant Director, Federal Human Resource
 Management Issues
Jan E.  Bogus, Evaluator-in-Charge
Andrew Marshall, Jr., Evaluator
Gregory H.  Wilmoth, Senior Social Science Analyst

*** End of document. ***