United States Government Publishing Office publisher pbl distributor dst United States Government Accountability Office author aut Government Organization text government publication eng GAOREPORTS Legislative Agency Publications gao legislative 2010-08-12 U.S. Government Printing Office 2008-04-03 monographic deposited born digital 54 p. GA 1.13:GAO-08-609T https://www.govinfo.gov/app/details/GAOREPORTS-GAO-08-609T P0b002ee1803974bc f:d08609t DGPO 2010-08-12 2011-03-23 GAOREPORTS-GAO-08-609T machine generated eng fdlp REPORT GAOREPORTS-GAO-08-609T GAO-08-609T Data collection Diversity management Employee promotions Employees Employment of minorities Evaluation methods Executive agencies Federal employees Government job appointments Human capital Human capital management Human capital planning Minorities Performance appraisal Policy evaluation Postal service employees Program evaluation Seniority Women Senior Executive Service Testimony A81553 A diverse Senior Executive Service (SES), which generally represents the most experienced segment of the federal workforce, can be an organizational strength by bringing a wider variety of perspectives and approaches to policy development and decision making. In January 2003, GAO provided data on the diversity of career SES members as of October 2000 (GAO-03-34). In March 2000, GAO reported similar data for the Postal Career Executive Service (PCES) as of September 1999 (GAO/GGD-00-76). In its 2003 report, GAO also projected what the profile of the SES would be in October 2007 if appointment and separation trends did not change. In response to a request for updated information on diversity in the SES and the senior ranks of the U.S. Postal Service, GAO is providing data on race, ethnicity, and gender obtained from the Office of Personnel Management's (OPM) Central Personnel Data File and the Postal Service for (1) career SES positions as of the end of fiscal year 2007 and the SES developmental pool (i.e., GS-15 and GS-14 positions) as well as a comparison of actual fiscal year 2007 data to projections for fiscal year 2007 that GAO made in its 2003 report, and (2) the PCES, the Executive Administrative Schedule (EAS), and EAS participants in the Corporate Succession Planning (CSP) program. GAO also describes the process that executive agencies and the Postal Service use to select members into their senior ranks. https://www.govinfo.gov/content/pkg/GAOREPORTS-GAO-08-609T/html/GAOREPORTS-GAO-08-609T.htm https://www.govinfo.gov/content/pkg/GAOREPORTS-GAO-08-609T/pdf/GAOREPORTS-GAO-08-609T.pdf GAO-08-609T https://www.govinfo.gov/app/details/GAOREPORTS-GAO-08-609T Testimony GAO-08-609T; Human Capital: Diversity in the Federal SES and Senior Levels of the U.S. Postal Service and Processes for Selecting New Executives; Data collection Diversity management Employee promotions Employees Employment of minorities Evaluation methods Executive agencies Federal employees Government job appointments Human capital Human capital management Human capital planning Minorities Performance appraisal Policy evaluation Postal service employees Program evaluation Seniority Women Senior Executive Service Volume 104 Page 2838 104 Stat. 2838 Public Law 101-576 Public Law 109-435