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DepartmentofBudgetand Management AnnualStatewide EqualEmployment Opportunity Report FiscalYear2010 Anthony Brown, Lt. Governor T. Eloise Foster, Secretary Section 1: EXECUTIVE SUMMARY .......................................................................................3 Section 2: INTRODUCTION.....................................................................................................19 Policy Statement ...............................................................................................................20 The Office of the Statewide EEO Coordinator................................................................. 22 Section 3: STATEWIDE WORKFORCE STATISTICS........................................................24 Summary Highlights .........................................................................................................25 Total Full-time and Part-time Workforce Utilization........................................................28 Full-time and Part-time Employees Percentage ..........

.....................................................29 Statewide Workforce by Age ............................................................................................30 EEO Report by Service Type ...........................................................................................31 Section 4: WORKFORCE UTILIZATION.............................................................................32 Summary Highlights .........................................................................................................33 Statewide Workforce Utilization Analysis ......................................................................35 Summary of Agency Workforce Analysis ........................................................................36 Section 5: DISTRIBUTION OF STATE EMPLOYEE WORKFORCE BY SALARY AND GRADE, AND BY RACE AND GENDER....................................................................40 Summary Highlights .........................................................................................................4

1 Workforce by Salary, Race and Gender ...........................................................................45 Workforce by Grade, Race and Gender ............................................................................46 Executive Pay Plan Workforce by Salary, Grade, Race and Gender ...............................48 Section 6: STATEWIDE PERSONNEL TRANSACTIONS .................................................49 Summary Highlights .........................................................................................................50 Statewide Personnel Transactions ...................................................................................51 Statewide Separations and Terminations...........................................................................51 Statewide Personnel Transactions Analysis......................................................................52 Separations and Terminations by Age, Race, and Gender................................................54 ...................................................

...........55 Summary Highlights .........................................................................................................56 Statewide Requests for Reasonable Accommodation .....................................................57 Section 8: STATEWIDE EEO COMPLAINTS.......................................................................58 Summary Highlights .........................................................................................................59 Statewide Discrimination Complaints by Agency, Basis, Issue and Disposition .............60 Section 9: UNIVERSITY SYSTEM OF MARYLAND ...........................................................63 Summary Highlights .........................................................................................................64 Total Full-time and Part-time Workforce Utilization .......................................................65 Section 10: INDEPENDENT HIGHER EDUCATION INSTITUTIONS ............................66 Summary Highlights .......................................

.................................................................67 Baltimore City Community College Full-time and Part-time Workforce Utilization.......68 Baltimore City Community College Personnel Transactions Analysis ...........................69 Summary of Separations and Terminations......................................................................69 Morgan State University Full-time and Part-time Workforce Utilization ......................70 Morgan State University Personnel Transactions Analysis .............................................71 Summary of Separations and Terminations......................................................................71 St. Mary’s College of Maryland Full-time and Part-time Workforce Utilization ............72 St. Mary’s College of Maryland Personnel Transactions Analysis ................................73 Summary of Separations and Terminations......................................................................73 ……………………………

3;....................................................................................74 Executive Order (Appendix A).........................................................................................75 Statewide EEO Organizational Responsibilities (Appendix B)........................................82 Fair Practices/EEO/ADA Directory (Appendix C)...........................................................85 Glossary: .......................................................................................................................................88 SECTION ONE EXECUTIVE SUMMARY 3 Commitment to Equal Employment Opportunity The State of Maryland recognizes and honors the value and dignity of every employee and understands the importance of providing its employees with a faircareers in an environment free of discrimination or any form of prohibited harassment. The State is committed to providing a work environment free from discrimination on the basis of age, ancestry,

color, creed, gender identity or expression, genetic information, marital status, mental or physical disability, national origin, religious affiliation, belief or opinion, rntation, or any other non-merit factor. In 2007, Governor O’Malley reaffirmed the State’s commitment to equal employment opportunity by updating and re-issuing the Code of Fair Employment Practices as Executive Order ided on pages 75-81. The Executive Order clearly states that State employment decisions shall be based on merit and fitness alone and that that equal employment opportunity is a reality in State government. Governor O’Malley and Lieutenant Governor Brown are strongly committed to “moving our of the best and brightest public scrimination and equal opportunity in our work environments and in our employment practices. Governor O’Malley’s Code on Fair Employment Practices requires State agency heads, managers and supervisors to promote equal opportunity in employment and to continually strive towards achieving a diverse workforc

e that is reflective of the availability of women, minorities and persons with disabilities in omplished, the Office of the Statewide Equal Employment Opportunity Coordinator has preparedCommittee on Fair Practices and State Personnel Oversight with the information necessary to effectively assess the State’s Equal Employment Opportunity (EEO) Program. During calendar 2010, the Office of the Statewidand the State’s EEO professionals in a number of activities designed lley’s executive order. The offioutreach, diversity awareness, and compliance. Through enhanced training and outreach activities, the office strove to enhance the skills and knowledge of the State’s EEO professionaRefresher training on EEO laws, diversity, and Ongoing guidance and training to Americans wrtment of Disabilities. 4 Improvement of the DBM/EEO website to include EEO best practices, laws, forms, and includes EEO law , a diversity corner and community awareness information. eat. The event was attended by approximately 95 EEO professionals from

various State agencies. Thsessions on the latest developments in EEO, diversity, sexual harassment, mentretreat also rtnerships and promote teamwork and professionalism. The theme for the 2010 Retreat was , which encouraged the professionals to rely on the many talentedgovernment and to develop and enhance our EEO knowledge. Guest speakers included Maryland Attorney General Douglas Gansler and Administrative Law Training and instruction on the latest assistive technology and weOngoing training and updates on the recent changes to the Americans with Disabilities Act. programs in each State agency. The office conducted 13 agency compliance review audits in 2010 and provided each agency with an exit al improvements to their EEO programs. The office will conduct additional audits in 2011. During 2011, the office intends to continue training for EEO professionals across the State, conducting compliance audits of agency EEO effofederal reporting requirementscational material to ensure that all employees fully understaappeal and Whistleblower

complaints. Detailed EEO statistical and demographic data for fiscal 201Workforce Diversity Maryland State government employs individuals from a wide range of racial and ethnic groups. For example, African-Americans make up 42% of the State government workforce (Exhibit 1). African-Americans repr the State government’s workforce compared to Maryland’s Civilian Labor Force (CLF), while other minorities are almost equally represented (Exhibit 2). The percentage of non-Whites in the workforce has increased from 47% in fiscal 2005 to 48% in fiscal 2010 and the percentage of females remained the same at 56% in fiscal 2005 and 5 During fiscal 2010, new hires contof the workforce with women accounting for 55% of new hires, minorities accounting for more than half, and African-Americans Approximately 42% of State workers under the age of 50 are African-American. That r workers, with African-Americans making up 37% of workers 6). Females represent the majority of State employees in each age category except age 70 and over. Advan

cement Opportunities In fiscal 2010, women and minorities generally received promotions or upward reclassifications at rates consistent with their share of the workforce. Women – who represent 56% of the workforce - accounted for 52% of all promAmericans – who represent 42% of the workforce – accounted for 49% of the promotions and 34% Disciplinary Personnel Transactions African-Americans were over-represented with respect to suspensions (58%), terminations (49%), and disciplinary demotiDisparities Remain While women and minorities are well represented in State government, significant disparities remain between the genders and races with respect to employment responsibilities and pay. Whites, for example, hold 72% of positions classified as Officials and Administrators and 55% of positions classified as Professionals. African-Americans in contrast hold slightly less than half of the lower salaried Administrative Support positions (49%) and 68% of the Service/Maintenance positions. With respect to special appointments, 64%

are White and 27% are African-American. Women are also under-represented are less likely than men to serve as Protective Service Workers (11%are far more likely than men to serve in Administrative Support positions 56% of State positions, women fill only 48% of positions categorized as Officials and Administrators. The disparities in job categories contribute to the difference in the salaries paid to men and women and whites and minorities. Exhibit 9 depicts the fiscal 2010 salaries for men and women and whites and minorities. Male employees were paid an average of $5,258 more than female employees in fiscal 2010, while Whites were paid an average of $7,555 morethan African-Americans and $2,162 more than other minoritiesThe gap between the average salaries of Whites and African-Americans closed slightly between FY 2005 and FY 2010, and the gap between men and women grew slightly (Exhibits 10 and 11). Over the same periminorities grew much closer to that of Whites andnow exceeds the average State salary of The greatest impediment to

closing the salary gap for African-Americans is their disproportionate share of low paying jobs. African-Americans hold more than half of positions 6 classified as Grade 8 or below.The grade with the largest number of African-American workers is Grade 13 which pays a maximum of $52,596. The State has enhanced its recruitment of African-Americans by expanding current relationships with Historically Black Colleges and Universities organizations, and job fairs that may be sourrecruitment in order to develop a talent pipeline and increase the applicant flow of qualified people of color. Additionally, in keeping with the State’s commitment to equal employment opportunity for all employees and applicants, State managersenhance their skills in maintaining equal employment consideration in dpromotions, work assignments, employee development, training, evaluadiscipline. Other data included in the report focus on the State’s success in meeting requests for reasonable accommodations for disabled workers, trends in discrimination compla

ints, and employment at public higher education inst285 reasonable accommodation requests were received from State employees and applicants for State employment in fiscal202 internal complaints of discrimination wee in fiscal 2010. Race and Sex/Gender were the most common basis for complaints. A “no cause” while the remainder of cases were resolvComplaints of discrimination decreased from 384 in fiscal 2009, to 368 in fiscal The vast majority of employees at the University System of Maryland (58%) and St. ite. Approximately 64% of faculty and research positions in the System were filled by whites. Both the System and St. Mary’s College of Maryland employed slightly more women than men. African-Americans composed the majority of workers (79%) at Morgan State University and (68%) Baltimore City Community College. Women held 50% of the positions at Morgan State University and 61% of the positions at Baltimore City Exhibit 1 Statewide Workforce by Race White African-American Asian Native Hawaiian & Pacific Islander Am

erican Indian/Alaska Native Hispanic/Latino Multiracial/Balance 41.8% 4. 2 % 1.3%.1%.9% Exhibit 2 State Workforce Utilization - FY 201010%15%20%25%30%35%40%White MalesWhite FemalesAfrican-AmericanMalesAfrican-AmericanFemalesOther Minority MalesOther MinorityFemales State Gov't Workforce MD Civilian Labor Force 9 Exhibit 3 Reflection of Diversity in State WorkforceFY 2005FY 2010 Non-Whites Females 10 Exhibit 4 Percentage of Women as New HiresFY 2005FY 2006FY 2007FY 2008FY 2009FY 2010 White FemaleAfrican-American FemaleHispanic FemaleOther Minority Females 11 E Percentage of Minorities as New Hires20%FY 2005FY 2006FY 2007FY 2008FY 2009FY 2010 African-American American Indian/Alaska Native Asian Native Hawaiian/Pacific Other Multiracial Hispanic/Latino 12 13E Workforce Composition by Race and Age 201010%20%30%40%50%60%70%80%90%Age 20-29Age 30-39Age 40-49Age 50-59Age 60-69 African-American White Other 14Exhibit 7 Comparison of Promotions & Reclassifications for Wom

en and Minorities FY 2010 Women Promotions African-PromotionsAmerican omen Reclassific African-ReclassificationsAmerican 15Exhibit 8 a A-FY9ions, Termintions,and DisciplinarAmericansemotions FY 2010 Suspens erminnsatio ary Demotions 16 Exhibit 9 FY 2010 Average Salaries by Gener and Afri$52,$46,918$52,176$49,354$40,000$42,000$44,000$46,000$48,000$50,000$52,000$54,000Average StateSalaryMenWomenWhitecan-OthAmerican50,624er Minorities 17 Exhibit 10 erSfTverag FY FY 18Exhibit 11 euGs n the losi 78%80%82%84%86%88%90%92%94%96%98%African-AmericansOther Minoriti FY 2005 FY 2010 SECTION TWO INTRODUCTION 19 EWIDE EEO REPORT POLICY STscrimination in any personnel action oncerning any employee or applicant for employment protect all State employees from discrimination. The Equal the most diverse group possible.

The State recognizes and honors The State of Maryland’s Equal Employment Opportunity Policy is administered in Discrimination by State managwill not be toleratedrecruitment, selection, appointment, compensation, assignment, promotion, transfer, discipline, and discharge of State employees shall be mgenetic information; gender identity and expression; marital status; mental or physical disability; national origin; race; religious affiliation, belief or opinion; sex; or sexual orientation. Harassment of employees for any reason prohibited by law, including sexual harassment, is employment discrimination, and will not be toleratedCabinet officials, department heads, and heads in State government are te measures to ensure re to the State’s policy Agency directors shall ensure that their designated Fair Practices Officers are known to all employees in theOrder – Code of Fair Employment Practices. INTRODUCTION genetic information, gender identity and expression, marital status, s Equal Employment Opportunity Program by strengthenin

g the State’s commitment to providing a work environment free from discrimination loyment Opportunity Program ensures that State government maintains a qualified diverse work force and investigates and resolves allegations of discrimination in the work place or hiring the State’s Executive Branch and independent agencies consistently strive to attract and select value and dignity of every employee and is committed to providing a work environment that omplies with applicable federal and State laws and guidelines, and is free of discriminrassment and intolerance. accordance with, supervisors and emploade wregarding unfair employment practices. 20 EWIDE EEO REPORT Employees are encouraged to resolve complaints of discrimination at the lowest possible level by contacting their Equal Employment Opportunity or Americans wInvestigations of complaints of discrimination or harassment thoroughly, and appropriate disciplinary action will be taken against any employee violating State EEO policies. Employees will not be subjected to any f

orm of retaliation for filing a complaint of discrimination or harassment, participating in an investigation of a complaint of discrimination or harassment, or for objecting to a discriminatory orThe Secretary of the Department of Budget and Management is responsibleewide EEO Coordinator is responsible for ensuring statewide compliance with the State’s EEO policies and practices and administering the State’s EEO Program. EWIDE EEO REPORT OPPORTUNITY COORDINATOR In accordance with Section 5-206 of the State Article, the Statewide Equal Employment Opportunity Coordinator administers and enforces the State’s EEO Program. The Coordinator performs under the direction and supervision of the Deputy Secretary of the Department of Budget and Management. The Coordinator is responsible for implementing the s point of contact regarding EEO The Office of the Statewide Equal Employment Opportunity Coordinator (OSEEOC) administers and enforces the Statewide Equal Employment Opportunity program and coordinates cers, and the Americans with

Disabilities Act (ADA) rnor’s Code of Fair Employment to reviewing EEO discrimination, unfair employment practices, and Whistleblower complaints. The OSEEOC is responsible for the following specific tasks: Maryland State government to ensure there in compliance with State and federal employment provisions and the Governor’s Executive Order on Fair Employment Practices; ints filed against Executive Branch agencies, including agencies with indeSystem of Maryland, and, as decomplaints filed against such agencies, with the exception of those filed against the Department of Budget and Management; Making certain that State emplCoordinating and implementing training on such topics as ADA, Sexual Harassment, Monitoring discrimination complaints against State agencies filed with the U. S. Equal Employment Opportunity Commission, the Maryland Commission on Human Relations, and other external enforcement agencies; y a 23 EWIDE EEO REPORT Conducting Agency Audit Compliance Reviews; Assisting agency Fair Practices, Equal Employment Opportuni

ty and Americans with ith enforcement efforts; Partnering with the Maryland Department of Disabilities to provide ongoing education and cal assistance to agency Fair Practices, EEO, and ADA officers, as well as other agency officials; on the State’s EEO Program; in compliance with other Stat 24 SECTION THREE STATEWIDE WORKFORCE STATISTICS EWIDE EEO REPORT ains data on the total number of State employees in the Executive Branch of State government. Highlights of the demographic information presented in the following charts include: The size of Maryland State government’s workforce decreased from 55,335 individuals in While the number of Whites in the workforce has declined, some Maryland has a racially diverse workforce with African-Americans holding 42% of State positions and workers identifying themselves as belonging to other minority groups holding almost 7% of positions. Females represent 56% of the State’s workforce in fiscal 2010, uncha

nged from 2005. Over 70% of the State’s workforce in 13.5%9.3%18.1%27.2% ages 19 and under ages 20-29 ages 30-39 ages 40-49 ages 50-59 ages 60-69 ages 70 and over 30.2% 1.6%.1% EWIDE EEO REPORT SE Comparision of Male and Female Em y ees in Statewide Work Force Female Statewide Work Force b y Race White African-American Asian Native Hawaiian & Pacific Islander American Indian/Alaska Native Hispanic/Latino Multiracial/Balance 51.6% 41.8% 4.2% 1.3%.1%.2%.9% 26 Chan g e in Emplo y ees b y Race from Fiscal Year 2005 -55-2000-1500-1000-5005001000 White frican American Asian HaIslandewaiian/Pacific mer Indian/Aa Native ultir Latino/Hispanic alance -2 Note: Balance means eoynoong ra 27 MaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMale FemaleMaleFemaleMaleFemale2,3592,1411,8041,44536354433362421126911010152352%48%40%32%8%12%0.07%0.1%0.80%0.53%0.04%0.02%2.80%2.02%0.22%0.22%0.33%0.51%7,45914,5704,6517,4612,1106,132202921221571234750837877512634%66%21%34%10%28%0.09%0.13%0.96%0.9

8%0.03%0.05%1.58%2.31%0.17%0.39%0.34%0.57%1,5761,5211,14442227271811111951%49%37%0.13%0.06%0.06%0.87%0.87%0.58%0.36%0.36%0.61%2,0112451,5021106282133189%11%67%6%18%5%0.09%0%0.40%0.04%0.04%0%2.75%0.35%0.09%0.04%1.46%0.04%5,6173,4532,9175142,3492,71874202412631862916281262%38%32%6%26%30%0.08%0.04%0.22%0.02%0.04%0.01%2.90%2.05%0.32%0.18%0.31%0.13%7486,5393122,9283723,22711728613101917074867810%90%4%40%5%44%0.01%0.23%0.38%0.84%0.04%0.14%0.26%2.33%0.10%0.66%0.08%1.07%1,929621,28340565221101904017012018097%3%64%2%28%1%0.55%0%0.95%0%0.20%0%0.85%0%0.60%0%0.90%0%3,9612,0771,8845564901,4051,307542012565046175191452%48%14%12%35%33%0.13%0.10%0.50%0.30%0.13%0.15%1.26%1.16%0.43%0.13%0.48%0.35%23,776 30,415 14,169 13,772 7,905 14,747 54 58 372 319 28 32 911 1,036 132 178 205 273 44%56%26.1%25.4%14.6%27.2%0.10%0.11%0.69%0.59%0.05%0.06%1.68%1.91%0.24%0.33%0.38%0.50%Administrative SupportProtective Service Workers: Non-Sworn 7,287 1,991 Skilled Craft WorkersNOTE: The data inc

lude State Personnel Management System (SPMS) and Maryland Department of Transportation (MDOT) full-time and part-time employees; contractuals are not included. 54,191 Service-MaintenanceTOTALMultiracialHispanic or Latino (no other race ked) 4,500 Native Hawaiian & Other Pacific IslanderEEO Job Category 22,029 2,256 9,070 Officials and AdministratorsProfessionalsProtective Service Workers: 97 ND PART-TIME WORKFORCE UTILIZATION - FY 2010TOTALRaceEthnicityWhiteAfrican-AmericanAmerican Indian & aska NativeAsianBalance (no race checked)TOTAL FULL-TIME A 3,0Technicians766341691512825%11%2%0.16%0.03%0.90%128400106209 28 29 EmployeesMaleFemaleMaMaleFemaleMaleFemaleMaleFemaleMale FemaleMaleFemaleMaleFemale 2,141 1, 363 3 3 36 24 2 1 126 91 10 10 15 23 52.4%47.6%408.07%7%0.07%0.80%0.53%0.04%0.02%2.80%2.02%0.22%0.22%0.33%0.51% 1,722 1, 243 3 2 1 196 123 6 9 6

13 57.0%43.1%456.08%8%0.00.28%%4.90%3.08%0.15%0.23%0.15%0.33% 14,570 4,6 2,110 508 37 87 75 126 .1%219.58%9%00.98%%1.58%2.31%0.0.34%0.57% 2,022 655 115 .8%229.08%9%00.60%%2.03%2.94%0.0.37%0.52% 5 4 27 19 .1%3611.01%6%00.13%%0.87%0.87%0.0.36%0.61% 5 5 57 12 15 .2%388.90%4%00.14%%1.02%1.62%0.0.34%0.43% 2 - 1 8 1 .9%6617.73%9%00.04%%2.75%0.35%0.1.46%0.04%FULL-TIME AND PART-TIME EMPLOYEES PERCENTAGE CHANGE — FY 2005 & FY 2010EEO Job CategoryTOTALRaceEthnicityAfrican-Acan Indian & ska NativeAsianNative Hawaiian & Other Pacific IslanderBalance (no race checked)MultiracialHispanic or Latino (no other race checkedleFemale .1%32.1% .1%29.9% .1%33.9% .9%34.8% .9%24.7% .4%25.8% .6%5.7%WhiteFemaleMale 12.1%0.0 9.23%0.0 27.8%0.0 25.6

%0.0 22.3%0.1 21.9%0.1 4.7%0.0mericanAmeriAla 19 3%0.48% .1%0.96% .1%0.56% 28 .0%0.90% 14 .1%0.40%9 .0%0.40%0.05%0.03 1 0.03%0.05 0.04%0.032 0.06%0.061 0.03%0.031 - 0.04%0.0033.9%66 14,435.2%64 1,5 50.9%49 1,7 49.8%50 2 89.1%1017%0.39% 42 13%0.19% 11 58%0.36% 7 51%0.20%2 1 09%0.04% ) Officials and AdministratorsTOTAL 4,500 TOTAL 4,000 Professionals2010TOTAL 22,029 005TOTAL 22,263 TechniciansTOTAL 3,097 2005TOTAL 3,516 Protective Service Workers: TOTAL 2,256 005SwornTOTAL 2,344 88.9%11 1,553 .3%6.7% 3.8%0.02 - 5 .0%0.21%1 2 - 0.09%0.00 8 4 17%0.13% 1 .1%6618.86%9%00.04%%1.75%0.34%0.1.45%0.04%Protective Service Workers: Non - Sworn010TOTAL 9,070 Protective Service Work

ers: 005SwornTOTAL 2,344 3,4 61.9%38 2,3497 2 186 12 .1%3225.90%8%00.02%%2.90%2.05%0.0.31%0.13%Protective Service Workers: Non .2%5.7% 30.0%0.0 20 .0%0.22%4 0.04%0.01 16 32%0.18% - Sworn010TOTAL 9,070 TOTAL 8,289 3,0 62.8%37 2,1936 - 219 36 10 .2%3126.46%7%0.00.00%%4.52%2.64%0.0.43%0.12%Administrative Support 010TOTAL 7,287 Protective Service Workers: Non .0%4.5% 29.76%0.0 16 8%0.19%3 0.04%0.016 6 07%0.07% - SwornTOTAL 8,289 6,5 10.3%89 372 170 78 .7%5.10%1%00.84%%0.26%2.33%0.0.08%1.07%Administrative Support 010TOTAL 7,287 TOTAL 8,365 4.3%40.2% 44.3%0.0 .2%0.38% 1 0.04%0.14 48 10%0.66% 7,5 381 207 65 9.3%90.7%4.55%2%00.44%%0.31%2.47%0.0.08%0.78%Skilled Cr

aft WorkersTOTAL 1,991 Administrative Support TOTAL 8,365 4.1%44.1% 42.2%0.0 .2%0.14%2 0.02%0.01 39 05%0.47% 1, - - 12 - 18 - 96.9%3.1%628.38%5%00.00%%0.85%0.00%0.60%0.00%0.90%0.00%Skilled Craft WorkersTOTAL 1,991 2005TOTAL 2,175 4.4%2.0% 1.1%0.5 .0%0.95%4 - 0.20%0.00 1, 9 - 15 - 2 - 16 1 15 - 16 - 97.7%2.3%625.89%1%0.0%0.69%0.00%0.09%0.00%0.74%0.05%0.69%0.00%0.74%0.00%Service MaintenanceTOTAL 3,961 Skilled Craft Workers2005TOTAL 2,175 8.4%1.6% 0.7%0.4 1,884 1,4055 4 20 12 5 6 50 46 17 5 19 14 52.4%47.6%1435.47%3%0.1%0.50%0.30%0.13%0.15%1.26%1.16%0.43%0.13%0.48%0.35%Service MaintenanceTOTAL 3,961 TOTAL 4,383 .0%12.4% 33.0%0.1 2,217

1,4268 6 12 15 - 4 44 48 18 4 14 18 49.4%50.6%1432.53%34.7%0.18%0.1%0.27%0.34%0.00%0.09%1.00%1.10%0.41%0.09%0.32%0.41%Service MaintenanceTOTAL 4,383 .7%13.8% EmployeesMaleFemaleMaleFemalMaleFemale1913168%19%23%416251,66024%11%29%1,5043,25014%29%2,2974,73114%28%2,1744,54612%25%9351,55211%19%11812112%13% 15,876 12.5%26.0% No contractuals are inAfrican-AmericanleFe0.12%0.06%0.11%0.12%0.13% Americdian & mMalemaleMaleFMale FemaleMaleFeFemale3237000001246%54%25%21.45%0%0%0%0%%2.90%2,4423,2151,6691,33426470305143%57%30%0.0.58%0.74%1.13%24%0.%0.90%4,6126,4832,7012,63112121190318549042%58%24%24%0.1.08%1.09%1.71%87%0.%0.81%6,8599,7893,9924,32010125326447659141%59%24%26%0.0.65%0.75%1.96%69%0.%0.55%7,36111,0934,5925,878108813754165410140%60%25%32%0.0.59%0.44%2.03%2.25%0.%0.55%3,7784,4842,5142,64067512218197202046%54%30%32%0.0.81%0.62%0.02%2.64%2.38%0.13%%0.24%5264243352621140572932555%45%35%28%1.2%0.4%0%6.0%3.1%0.3%2%0.5% 35,525 15,820 1

7,091 449 424 29 1,230 1256360 42%58%25.9%28.0%0.110.0.73%0.69%0.05%2.01%2.42%0.20%%0.59%NOTE: The data include SPMS and Independent agencies, excluding MDOT.cluded.70 and NatiHawaiiOther PIslanalance (no race checked)Multiraspanic or o (no other checked)TOTALRacethnicityWhiteInAla1.450.530.490.390.290.2422 0.37Latinraceemale93516%0.62%285225%0.47%435226%0.31%313717%0.20%11130.16% 0.31%cialemale0.09%0.08%0.07%0.03%0.02%0.1%0.06%ve an & acific der0.1%72 ska sian0.09%0.07%0.05%0.03% EmployeesMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMale FemaleMaleFemaleMaleFemale617376487255981020012400104535862%38%49%26%10%10%0%0%1.2%0.4%0%0%1.01%0.40%0.50%0.30%0.50%0.81%39734225524571620021206525131654%46%35%33%10%8%0%0%0.27%0%0.27%0%8.80%3.38%0.14%0.41%0%0.81%925800703516154222101311214539344754%46%41%30%9%13%0%0%0.75%0.64%0.12%0.06%2.61%2.26%0.17%0.23%0.23%0.41%8323,0995872,1451707631431541429101212111621%79%15%55%4%19%0.03%0.10%0.79%1.37%0%0.10%1.74%2.57%0.00%0.31%0.28%0.41%12,14619,0406,6737,2754,

57810,64126351451475177367758848816439%61%21%23%15%34%0.08%0.11%0.46%0.0.53%1,5302,6881,0891,5942828453423331509153824153036%64%26%38%7%20%0.07%0.09%0.55%0.78%0%0.12%58%3.63%0.19%0.57%0.36%0.71%12521796149205711420027101137%63%28%44%6%17%0%0.29%1.17%0.58%0%0%0.58%2.05%0%0%0.29%0.29%510000000000000083%17%83%17%0%0%0%0%0%0%0%0%0%0%0%0%0%0%16381004378181189961437054311612212062%38%14%1%45%36%0.15%0.11%0.26%0%0.19%0.15%1.17%0.61%0.45%0.08%0.45%0%1,341 104110681188200072101600023193%7%77%6%13%1%0%0%0.48%0.14%0.07%0%1.11%0%0%0%1.59%0.07%4,2202,7442,7901,4931,1551,07418111286511131144246454061%39%40%21%17%15%0.26%0.16%1.84%0.93%0.16%0.01%0.45%0.20%0.60%0.66%0.65%0.57%23,776 30,415 14,169 13,772 7,905 14,747 54 58 372 319 28 32 911 1,036 132 178 205 273 44%56%26.1%25.4%14.6%27.2%0.10%0.11%0.69%0.59%0.05%0.06%1.68%1.91%0.24%0.33%0.38%0.50%NOTE: The data include SPMS and MDOT full-time and part-time employees; contractuals are not included.Uniform Police Permanent MTA Union Tr

ansportation Service 6,964 TOTAL 54,191 1,445 2,642 Special Appointment 4,218 MDOT Commission 6 Designated Political Appointment 342 Management 1,725 ProfessionalSkilled Service 31,186 3,931 AsianNative Hawaiian & Other Pacific IslanderBalance (no race checked)MultiracialExecutive 993 Independent 739 STATEWIDE WORKFORCE BY SERVICE TYPE Service TypeTOTALEthnicityWhiteAfrican-AmericanAmerican Indian & Alaska NativeHispanic or Latino (no other race checked).27%0.19%2.17%84%0.0502%47%.28% SECTION FOUR WORKFORCE UTILIZATION 32 EWIDE EEO REPORT Civilian Labor Force (CLFSUMMARY HIGHLIGHTS Trends displayed in the following charts are highlighted as follows: White males andigher proportion of the CLF than State government’s wosified as Officials and Administrators slightly higher than the CLF availability. (501) and Protective Service orkers: Non-Sworn (294). te’s workforce than the of eight EEO sub categories. Pro

tective service workers sworn is the only category where African-Americans are moAfrican-American females in the State’s workforce far exceeded the CLF availability in the Administrative Support category, while African-American males far exceeded the CLF availability in the ProtectivMales categorized as White or other minorities represent a higher share of State government sworn Protective Service Workers than in the CLF. The largest representation of females in FY 2010 was in the Professional job and statistical comparison of th) in the eight EEO job categories. White females represent a t increases in minority representation African-Americans in the State’s workforce 33 EWEOD E ComotelCnbor FWhite Malee FeminemaleMinorities parisWhitn of Staalemporities ForceMale te Ems ployee vilianForce Labor 3 4 WHITECLFIndex Under1,445 544 152 40.1%-3.8%32.11%2.9%8.1%0.1%12.1%1.2%4.27%-0.4%3.38%0.01% 4,651 7,461 6,132 977 21.1%-12.9%33.9%-1.6%9.6%2.4%27.8%15.2%3.2%-2%4.4%

-0.6% 1,144 691 3,09736.9%8%24.7%-8.6%11.0%1.3%22.3%4.3%2.9%-1.50%2.1%-3.49% 106 66.6%21%5.7%-2.1%17.7%-11.4%4.7%-8.6%4.8%1.67%0.5%-0.4% 2,718 221 32.2%6.8%6%-38.5%26%15.7%30%14.5%3.9%1.6%2.4%0.16%2,928 372 3,227 64 384 4.3%-14.8%40.2%-2.8%5.1%-3.2%44.3%22.9%0.9%-1.92%5.3% 22 - 64.4%-3.1%2.0%-1.7%28.4%11.7%1.1%-0.8%3.9%-5.40%0%-0.9% 1,307 14.0%-16%12.4%-10.83%35.5%16.8%33.0%18.7%2.9%-4.08%2.2%-4.1%13,77214,7471,896 26.1%-7.9%25.4%-4.79%14.6%3.0%27.2%13.0%3.1%-2.15%3.5%-1.2%State Index STATEWIDE WORKFORCE UTILIZATION ANALYSIS — FISCAL YEAR 2010EEO JOB CATEGORYAFRICAN-AMERICANOTHER MINORITIES TOTAL PRMANENFEMALEState Index UnderMALEState Index UnderFEMALEState 10.9%4.7%12.6%FEMALEState Index UnderIndex UnderProfessionals35.5%Officials and Administrators29.2%Technicians33.3%9.7%18.0%7.8%29.1%13.3% 4,500 22,0294.4%5.6%3.2%2,256Protective Service Workers: Non-Sworn44

.2%10.2%15.5%2.3%2.3%Protective Service Workers: SwornAdministrative Support43.0%21.4%2.8%9,0707,287Skilled Craft Workers3.7%16.7%1.9%Service-Maintenance23.2%18.7%14.3%1,991 3,961 5.3%9.3%7.0%NOTE: Data include SPMS and MDOT full-time and part-time employees; contractuals are not included.TOTALS30.2%11.6%14.2%54,191 36 TOTALAGENCYMaleFemaleTOTALMaleFemaleTOTALMaleFemaleTOTALEmployeesExecutive Department2926416479Baltimore City Community College556310018510818421Baltimore City Sheriff's Office 1322212049Board of Elections Laws2990142462228185Board of Public WorksBoards and Commissions 1246622894Canal PlaceCollege Savings Plan714Comptroller of the Treasury223370763202840681,057Deaf and Hard of Hearing Dept of Aging 1994127521315215Dept of Agriculture1731292125161733381Dept of Assessment and Taxation1421822718581321557Dept Budget and Management431013610271421303Dept Business and Economic Development5682174891827230613122Dept of Education 221559994311332451,355Dept of Environment3822856994593695925WhiteAfrican-AmericanOther Minorities2010

SUMMARY OF AGENCY WORKFORCE ANALYSIS Dept of Disabilities TOTALAGENCYMaleFemaleTOTALMaleFemaleTOTALMaleFemaleTOTALEmployeesDept of General Services1947313112718725550Dept Health and Mental Hygiene1,2463,8777962,2512054086138,783Dept Housing and Community Development631072566132437298Dept Human Resources4221,8896123160612002616,344Dept Juvenile Services362334445761831091922,094Dept Labor, Licensing and Regulation42740118350335761111,625Dept Natural Resources604372556680311111,208Dept Maryland State Police1,4653342231086718852,215Dept of Planning585431816149Dept Public Safety and Correctional Services3,1811,2352,2313,44737031768710,781Dept of Transportation3,5931,7412,4302,13236821958710,483118Historic St Mary's City Commission1710128Maryland State Archives1320649MD Automobile Insurance Fund1011532695102030405MD Board of Contract AppealsMD Commission on Human Relations715737Other MinoritiesGovernor's Office for Children White2010 SUMMARY OF AGENCY WORKFORCE ANALYSIS African-American 37 38 TOTALAGENCYMaleFemaleTOTALMaleFemaleTOTALMaleFemal

eTOTALEmployees148226MD Environmental Services4411371213427734767MD Food Center Authority226MD Health Insurance PlanMD Higher Education Commission1424355MD Institute for Emer Medical Servs Systems3630988MD Insurance Administration7096216410261MD Judiciary 6591,490226972813013823,729MD Museum of African American History & Culture714123MD State Lottery Agency5628304215171MD Public Television62371210131225146MD State Retirement Agency3941186915182MD School for the Deaf78204151461117328MD Stadium Authority37151713183MD Tax CourtMD State Treasurer's Office1531156MD Teachers/Employee Supplemental Retirement215MD Veteran's Affairs27121461372Military Department15559712815419332MD Energy Administration WhiteOther Minorities2010 SUMMARY OF AGENCY WORKFORCE ANALYSIS African-American TOTALAGENCYMaleFemaleTOTALMaleFemaleTOTALMTALEmployeesMorgan State University7552364420562379990Office of Administrative Hearings293942531518115Office of Attorney General701008223Office of Information Technology3233655178614Office of People's Counsel 18Office of Public Defend

er205275Office of the Secretary23Office of State Prosecutor12Property Tax Assessment Appeals Board2112Public School Construction Program17Public Service Commission3834St. Mary's College of Maryland143153Subsequent Injury Fund71121Uninsured Employer's Fund14University of Maryland Systems10,34411,0152,67953,773Worker's Compensation Commission1628412TOTAL-Maryland 26,682 52,570 11,4 6,083 6,018 12,101State Work Force26.7%27.6%54.3%11.%33.2%6.3%6.2%12.5%TOTAL - Civilian997,070885,6331,882,703340,177 416,424 155,426 137,830 293,256 2,932,560Labor Force34.0%30.2%64.3%11.6%14.2%25.8%5.3%4.7%10%2010 SUMMARY OF AGENCY WORKFORCE ANALYSIS WhiteOther MinoritiesAfrican-American1567,968aleFemaleTO24,37120,7568%21.4 SECTION FIVE DISTRIBUTION OF STATE EMPLOYEE WORKFORCE BY SALARY AND GRADE AND BY RACE AND GENDER 40 AND GENDER rade of employees by race and gender. This section includes a comparison of salary and grade information for Fiscal Years 2005 through 2010. SUMMARY HIG

HLIGHTS following charts include: more than female employees in fiscal 2010. ployees were paid an average of $52,786 in fiscal 2010 compared to $45,231 for ployees, and $50,624 for Other minority employees ry differentials between men and women and Whites and African-Americans are related ifferences in the types of positions held. Whites (77%) and men (67%) are far more likely rican-Americans (16%) and women (33%) to hold positions in the Executive Pay Plan e 24 and above. African-Americans, in contrast, hold a majority of the positions classified at Grade 8 or below. Females hold more than 70% of positions ified at Grade 11 and below. YEARAVERAGEMALEFEMALEFEMALEMALEFEMALEY 2005$43,171$49,613$43,346$40,311$37,784$46,44341,687FY 2010$49,354$55,599$43,943$54,410$46,838MALELARIES BY RACE AND GENDER FOR FY005 AND FY 2010African American Other Minorities YEARLY AVERAGE SALARY COMPARISON FY 2005FY 2010 AVERA SALARYGEALE White FEALE African American MALE African American FEMALE Other Minorities MALE Other Minorities FEMALE 42

43ASalar y WhiteAfrican American Other MinoritiesFY 2010$49,354$52,786$45,231VERAGE SALARIES BY RACECOMPARISON OF AY 2005$43,171$46,479$39,047 $0$40,000,000$$ Average SalaryAverage White Average African American Average Other Minorities FY 2010 MenWomenFY 2005$43,171$45,455$40,939FY 2010$49,354$52,176$46,918COMPARISON OF AVERAGE SALARIES BY GENDERFOR FY 2005 AND FY 2010 $10,000$20,000$30,000$40,000$50,000$60,000FY 2005FY 2010 Average Salary Average Men Average Women EmployeesMaleFemaleMaleFemaleMaleFemaleMalFemaleMaleFemaleMaleFemaleMale FemaleMaleFemaleMaleFemale102921000000000000083%17%75%17%8%0%0%0%0%0%0%0%0%0%0%0%0%0010000000000000100%0%0%0%100%0%%0%0%0%0%0%0%0%0%0%0%0%1,1092,0844958225351,129392819122953715113535%65%16%26%17%35%0%0.3%0.9%0.6%0.0%0.1%0.9%1.7%0.2%0.5%0.3%1.1%4,4218,0532,3853,1221,7964,449141265818128321131593910735%65%19%25%14%0.5%0.6%0.1%0.1%0.7%1.7%0.2%0.5%0.3%0.9%6,0108,7453,5363,6522,1094,62215155561472122922849514741%59%24%25%14%31%0.1%0.1%0.4%0.4%0.03%0.05%1.4%2.0%0.2%0.3%0.3%0.3%4,3965,2772,7892,7901,2502,1491014

8774731821842822434145%55%29%29%13%22%0.10%0.1%0.9%0.8%0.1%0%1.9%1.9%0.3%0.2%0.4%0.4%6,0315,0704,4923,2711,0021,3748512984333232612631484154%46%40%29%9%12%0.1%0.05%1.2%0.8%0.0%0.03%2.9%2.4%0.2%0.3%0.4%0.4%1,7981,1844631131,2111,024438055823512213260%40%16%4%41%34%0.1%0.1%0.3%0.0%0.2%0.2%2.7%1.2%0.4%0.1%0.4%0.1%23,77630,41514,16913,7727,90514,747545837231928329111,03613217820527344%56%26%25%15%27%0.10%0.11%0.69%0.59%0.05%0.06%1.68%1.91%0.24%0.33%0.38%0.50%NOTE: Data include SPMS and MDOT full-time and part-time employees; contractuals are not included. 54,191 11,101 2,982 TOTALHourly/ Daily$60,001 and 9,673 WhiteRace 3,193 12,474 14,755 1 12 TOTAL WORK FORCE BY SALARY, RACE AND GENDER — FISCAL YEAR 2010African-Americanerican ian & Alaka NativeNative Hawaiian & Other Pacific IslanderBalance(no race checked)MultiracialHispanic or Latino (no other race checked)Ethnicity$10,000 or Less$40,001 - $50,000$50,001 - $60,000$30,001 - $40,000$20,001 - $30,000$10,001 - $20,00036%0.1%0.1%Am 45

46 EmployeesMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemale00%0%00%0.00%00%0.00%01%0.08%11%0.07%010.05%47%0.24%04%0.12%32%0.05%22%0.03%11%0.02%20%0.00%Male FemaleMaleFemaleMaleFemale34826924518082812012220253156%44%40%29%13%13%0%0%2%0%00%0%0%1%0%0%244345901561321562189515215741%59%15%26%22%26%0.34%0.17%%0.000.85%2.55%0.0.85%1.19%310232131831661371830357%43%24%15%31%25%0.18%0.00%%0.001.48%0.55%0.0.00%0.55%3669291433351945520318222928%72%11%26%15%43%0.00%0.23%%0.001.39%1.70%0.0.15%0.69%4271,0921894072146241362561628%72%12%27%14%41%0.07%0.20%%0.070.39%1.65%0.0.39%1.05%3351,4971826081358173354261518%82%10%0.27%2.29%00.82%9342,0445589523129405564394131%69%19%32%10%32%0.17%0.17%%0.130.20%1.44%0.0.30%1.38%7272,5433659513271,46736206552322%78%11%29%10%45%0.09%0.18%%0.000.61%1.99%0.0.15%0.70%1,5562,3338779755901,232564275172040%60%23%25%15%32%0.13%0.15%%0.081.08%1.93%0.0.44%0.51%3,4623,4081,9621,0161,3422,24235107100172050%50%29%15%20%33%0.04%0.07%%0.031.56%1.46%0.0.25%0.29%1,7442,4809589336501,3912389871628121641%59%23%22%15%33%0.05%0.07

%0.38%0.50%0.022.11%2.06%0.38%0.66%0.28%0.38%1,0491,9486639922988554420253952136101435%65%22%33%10%29%0.13%0.13%0.67%0.83%0.071.30%1.74%0.43%0.20%0.33%0.47%Grade 5 ($20,871 - $32,166)Grade 7 ($23,440-$36,375)Grade 9 82 - 71)Grade 8 ($24,861 - $38,698)Grade 6 ($22,112 - $34,196)Balance (no race checked)MultiracialAmerican Indian & Alaska NativeFlat/SlopeAsianNative Hawaiian & Other Pacific Islander617Hispanic or Latino (no other race checked)WORKFORCE BY GRADE, RACE AND GENDER — FISCAL YEAR 2010GradeRaceWhiteAfrican-AmericanGrade 10 ($28,008-$43,407)2,978Grade 11 ($29,747 - $46,235)3,270Grade 12 ($31,610 - $49,299)3,889Grade 13 ($33,602-$52,596)6,870Grade 14 ($35,736 - $56,128)4,224Grade 15 ($38,016 - $59,892)2,9975895421,2951,5191,8321.36%1.53000.00%0.740.54%0.46910.59%0.720.11%0.383131.04%1.07310.09%0.401210.31%0.361810.26%0.1616234%0.17%74%0.37%2115%0.08%1507%0.33%24.1%0.22%92430%0.81%41412%0.43%10926%0.23%111216%0.17%7%45%0.16%%0.0%0.33%($26,3$40,7 EmployeesMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaian leMmale1,904

3,1681,1011,704649,35338%62%22%34%13%06%0%65%0.12%00.51%1,3281,81382098438133742%58%26%31%12%10%0%%0.18%00.35%1,0651,15674172022523448%52%33%32%10%09%4%%0.24%00.36%80276358351413821651%49%37%33%9%13%6%%0.70.32%00.58%6254694713129521957%43%43%29%9%10%18%9%%1.10.23%00.27%547427440284589200256%44%45%29%6%9%0%0%%0.40.2.87%1%00.62%518499406351651011053851%49%40%35%6%10%10%0%%0.50.3.74%0%00.59%260121056%44%45%32%8%7%0%6%%0.20.2.60%6%01.04%214172174119273610255%45%45%31%7%9%6%0%%0.50.2.33%6%00.00%7650573911900260%40%45%31%9%7%0%0%%0.00.2.38%0%10.79%503948312700056%44%54%35%2%8%0%0.00%0.00%1.10.0.00%0%00.00%1,7981,1844631131,2111,0244388260%40%16%4%41%34%13%0.10%0.27%0.00.2.75%7%00.07%3,1321,3862,330891572371524412669%31%52%20%13%8%11%0.04%0.97%0.60.02%2.79%3%00.27%23,77630,41514,16913,7727,90514,7475458372332911827344%56%26%25%15%27%10%0.11%0.69%0.50.06%1.68%3%0.38%0.50%American Indian & Alaska Native*MRT (Merit Rate Table) — Includes State Police, Physicians, Emergency Police, DNR Policeutive Pay Plan, and MDOTe employees are the regular salar

y grades.NOTE: Data include SPMS and MDOT full-time and part-time employees; contractuals are noed.TOTAL386Grade 25 ($71,508-$114,808)2,982Grade 24 ($66,975 - $107,540)Grade 22 ($58,783-$94,388)974126Grade 23 ($62,741 - $100,745)3841,017Grade 21 ($55,084 - $88,439)WhiteAfrican-AmericanMRT*4,518Grade 26 ($76,278-$122,600)Hourly/ Daily3,141Grade 18 ($45,399 - $72,857)Grade 16 ($40,048-$63,929)5,072Grade 20 ($51,627 - $82,892)1,094Grade 19 ($48,398-$77,701)1,5652,221Grade 17 ($42,632 - $68,250)cialother red)WORKFORCE BY GRADE, RACE AND GENDER — FISC(Continued)GradeTOTALRaceEthnicityAsianNative Hawai& Other PacifIslanderaleFe.43%.41%.54%.26%.18%.41%.20%.00%.00%.59%.00%.44%.86%205Hispanictino (no e FemaleMaleFema8613691.70%2.68%0.18%0.356666.78%2.10%0.19%0.348523.16%2.34%0.14%0.147332.00%2.11%0.13%0.331214.83%1.92%0.37%0.7283944.00%0.41%0.23313.24%0.10%0.21423.65%0.52%0.21413.63%0.26%0.2110.79%0.79%0.0000.00%0.00%0.035121.17%0.40%0.063111.39%0.24%0.31,036132171.91%0.24%0.3not compensated withinance (no race checked)Multira210.63%0.02%2420.76%

0.06%4001.80%0.00%1100%0.00%1210%0.09%411%0.10%609%0.00%106%0.00%202%0.00%000%0.00%102%0.00%050%0.17%3159%0.11%19289%0.05% employees, thes1.501.531.661.741.230.490.520.521.5924625%0.71223%0.32815%0.19012%0.1110.0.00.0.00.20.00.00.0.0., Exect includ EmployeesMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemale3000000000000000100%0%100%0%0%0%0%0%0%0%0%0%0%0%0%0%0%0%124942000100000000075%25%56%25%13%0%0%0%6%0%0%0%0%0%0%0%0%0%232116193100100021001052%48%36%43%7%2%0%0%2%0%0%0%5%2%0%0%2%0%2091563300000020000069%31%52%21%10%10%0%0%0%0%0%0%7%0%0%0%0%0%2261853100000000001079%21%64%18%11%4%0%0%0%0%0%0%0%0%0%0%4%0%1471042300100010000067%33%48%19%10%14%0%0%5%0%0%0%5%0%0%0%0%0%422200000000000060%40%40%20%20%20%0%0%0%0%0%0%0%0%0%0%0%0%720200000000001067%33%58%17%0%17%0%0%0%0%0%0%0%0%0%0%8%0%3000000000000000100%0%100%0%0%0%0%0%0%0%0%0%0%0%0%0%0%0%111558542151200300051003067%33%51%25%9%7%0%0%2%0%0%0%3%1%0%0%2%0%ES 9 — ($107,196-$143,270)ES 10 — ($115,356-$154,235)ES 11 — ($124,175-$166,082)EX 91 — ($12

4,175-$166,082)ES 7 — ($92,640-$123,708)ES 8 — ($99,637-$133,112)ES 4 — ($74,608-$99,478)ES 5 — ($80,160-$106,940)ES 6 — ($86,161-$115,000)Hawaiian & Other Pacific IslanderBalance (no race checked)MultiracialHispanic or Latino (no other race checked)EPP RaceEthnicityWhiteAfrican-AmericanAmerican Indian & Alaska AsianEXECUTIVE PAY PLAN WORK FORCE BY SALARY, GRADE, RACE AND GENDER — FISCAL YEAR 2010 48 SECTION SIX STATE PERSONNEL TRANSACTIONS 49 2010 ANNUAL STATEWIDE EEO REPORT he data provided in this sectPersonnel Services and Benefits in Fiscal Years 2005 and 2010. This informtransan by ra Tnumber, 55% were females and 51% were minorities. Females – who represent 56% of the workforce – rAfrican-Americans - who represent Females accounted for 58% of reclassifications in fiscal 2010, while minorities accounted for 41% of the reclassifications. The total number of demotions in FY 2010 was 265.his represented a decrease of 96 actions from FY 200

5. During FY 2010, African-American fema received the greatest number of demotion inorities accounted for approximately here were 427 terminations made in FY 2010. Females constituted 57% of these actions, and 36% were minority females. SUMMARY HIGHLIGHTS charts are highlighted as follows: T 51 EmployeesMalemalMFeMaleFFemaleMaemMaemaaleFemaleMale1,521,58319172145%5217.1%1.40%0.000.41.3%0.50%0.461%1633790235%6117.1%0.2%0.20%0.4%0.4%1,857,972110182648%5218.8%0.8%0.0.0.0.2.3%0.5%0.7%904,22253372042%5210.4%1.0%0.0.0.1.8.1%0.3%0.9%931310235%6211.7%0.4%1.0.80%0.833441801041%5119.4%22.3%0.5%0.4%1.1.60%0.94,872,02,2,5881,819101104722544%524%17%0.9%0.9%0.00.0.0.7.2%0.5EmployeesMaleFemaleMFemaleMaleFemaleMaleMaleFemaleMaleFemaleMaemaleMaleFemaleMale7701,2325792685533212230410141638%62%28.9%13.4%27.6%0.1%1.0%1.1%0.15%0%1.2.0%0%0.7%0.8%398027214600120010333%67%122.7%17.6%38.7%0%0%0.8%1.7%0%0%0.8%0%2.5%8141,026599568174414047600231544%56%32.6%30.9%9.5%22.5%0%0.2%0.4%0.3%0%0%1.1.3%0.1%0.3%0.3%18224581927813200220017131443%57%19.0%21.5%18.3%

30.9%0%0%0.5%0.5%0%0%4.0%3.0%0.2%0.9%0.5%1,8052,5831,1321,2665411,14531131323067782262541%59%26%29%12%26%0.1%0.3%0.7%0.7%0.1%0.0%1.5%1.8%0.0%0.6%0.6%4,388aleFem4%0.2%0.5%0.6%0.%0.8%0.75%0.6%0.355%0.5%0.aleFem8%0.0%0.4%0.7%0.6%0.le4.8%6.6%8.0%8.0%1.1%6.1%ale21.7%4.3%male84124.6%11124.0%74019.3%66730.8%27.2%157male27.8%39.3%29.9%23.1%35.1%35.5%ale0.2%0.05%0.05%0.1%emale0.09%0.13%0.3%0.1%Female0.3%Male361.1%1.3%210.5%331.5%0.4%eFle1%1%1%.7%le FleM%0%0%0%0 y pe of Separations and TerminationsResignationsTerminationsRetired2,0021,840Rejections on ProbationNOTE: Data include SPMS and MDOT full-time and part-time employees; contractuals are not included.TOTALana AsianMultiracialr her d)TOTALNative Hawai& Other Pacific Islaned)10,949AW SARATIONS ANNONS — FISC2TOTALRaceiteAfrican-Americanraed)3,8302,1663,417Suspensions808Native Hawaiian & Other Pacific IslanderType of TransactionAppointmentsReinstatementsPromotionsDemotionsReclassificationsSTATEWIDERSONNEL TRANSACTI — FISCAL YEAR 2010TOTALEthnicityiteAfrican-AmericanAmeriIndianAlaska ianulti

racialHispanic or Latino(no other rad)Hispanic oLatino (no otrace checkeEthnicityce checkeian derraAR alance ce checkalance ce checkAL YERaceAscan & NativeATIONScan & NativeAmIndiAlaskRMID TEWhWhIDETE TYPE OF TYEARGrandMaleFemaleFemaleFemaleMaleFemaleTotalAppointments20051,0578151,6722964142,1683,37223%15%30%7%39%61%1061,5211,89625%17%28%3%45%55%Reinstatements5924940823%15%30%9%38%62%16330024%17%39%2%35%65%Promotions1782301,0771,64023%13%29%8%40%60%20101,0727211,144891,8571,97319%19%30%2%48%52%Reclassifications20051,3604971,0511331891,9902,71931%11%22%4%42%58%959041,26231%10%23%4%42%58%Demotions2813522631%12%24%8%37%63%27%12%35%3%35%65%Suspensions2833235813%28%35%4%48%52%3033447419%22%36%4%41%59%Resignations 20051191821,2151,88627%16%28%6%39%61%1007701,23229%13%28%5%38%62%Terminations 20051617918317%24%29%4%49%51%2118224522%18%31%5%43%57%MaleMaleSTATEWIDE PERSONNEL TRANSACTION ANALYSIS -- Comparision of WHITEAFRICAN-AMERICANOTHER MINORITIESTOTAL 52 TYPE OF TRANSACTIONS YEARGrandMaleFemaleFemaleFemaleMaleFemaleTotalRejections on Probation2

00522107011212%19%21%40%5%2%38%62%201017398014%23%%39%1%6%33%67%20053,9654,6668261,1507,41510,90422%25%%28%5%6%40%60%20103,3223,2862,1863,8863554625,8637,63425%229%3%3%43%57%TYPE OF TRANSACTIONS YEARGrandMaleFemaleFemaleFemaleMaleFemaleTotalTransfers2010101111317517229%25%18%21%3%4%50%50%Horizontal Transfers201015253923%23%14%36%2%2%39%61%Disciplinary Demotion20105141319%15%19%26%15%7%52%48%Forfeiture of Annual Leave 2010805784143211618521620%14%21%36%5%4%46%54%Deaths201032603833%13%21%22%7%3%61%39%Retired20105995681744144144814102633%31%9%2%2%2%44%56%Transfer U of MD System2010113%63%0%25%0%0%13%88%Military Leave2010267%0%33%0%0%0%100%0%Layoffs from Allocated Position20101311391069%26%17%39%1%8%27%73%End of Employment No Vacancy2010213910215%30%11%39%1%3%28%72%TOTALMaleMaleNo Comparative Data Available WHITEAFRICAN-AMERICANOTHER MINORITIESTOTAL2,6245,0884%16%MaleMale18,319 , 497WHITEAFRICN-AMERICANOTHER MINORITIESTOTALSTATEWIDE PERSONNEL TRANSACTION ANALSIS -- Comparision of June 30, 2005 and June 30, 2010 AY 54 EmployeesMaleFemaleMaleFemal

eMaleFemaleMaleFemaleMaleFemaleMaleFemaleMale FemaleMaleFemaleMaleFemale19 OR LESS633330000000000000020 - 295211753461171425117702150048072530 - 39581214367106164831700210800711068640 - 494792032761011387811733533089015550 - 59311120191691064272005500480302000000000100000100000305000060 - 6991474435231117000100001070 PLUS138543300000001000TOTAL2,0027701,23243557926855337212230244114161619 OR LESS0000000000000000020 - 294083218724000000000030 - 3929821411480001000100241014545901050 - 5919118525300100001017252202000100000070 PLUS00000000000000000TOTAL119398017272146001200030119 OR LESS0000000000000000020 - 2982226011111045000100120130 - 3985364910202224000000311140 - 49119487116242942001000200050 - 598938512127111700010035112060 - 69393092066300100030000070 PLUS13853401000000500000TOTAL42718224581927813200220017131432GRAND TOTAL2,5489911,5575336983677313724263041551211919AsianNative Hawaiian & Other Pacific IslanderTERMINATIONSREJECTIONS ON PROBATIONBalance (no race checked)MultiracialHispanic or Latino (no other race checked)RESIGNATIONSNOTE:

Data include SPMS and MDOT full-time and part-time employees; contractuals are not included.SEPARATIONS AND TERMINATIONS BY AGE, RACE AND GENDER — FISCAL YEAR 2010TOTALRaceEthnicityWhiteAfrican-AmericanAmerican Indian & Alaska Native00 SECTION SEVEN REASONABLE ACCOMMODATIONS 55 2010 ANNUAL STATEWIDE EEO REPORT ith the Department of Education, Department of HumFund, and Department of Health 6% of the total employee/applicant reasonable accommodation or State employment. Of this ameasonable accommodations from State eman STATUSGrantedDenieendin g Assessment and TaxationAttorney GeneralAobileanundBudget and Manage31roio aal g menn Rsncistratile L, and l s D Offic Safet Corrviolicequent Iy Fundortati12STATEWIDE REQUESTS FOR REASONABLE ACCOMMODATION FISCAL YEAR 2010ll of the Statewi arereportingable accots.AgencyApplicantsEmployees5555utommptucatviroalthusinmauravenibor,tterturablicblicate PbseanspOTATE: A InsurentComurceminicessingurcedersy andnjuronagenciesce FmentHygiunitCoEn

HeHoHuInsJuLaLoNaPuPuStTrNOller mentnd Mand e Ad ServicenResoefention reney DonReguectiode repoevellatinalrted.opmon Ser These the only agencies reasonmmodaeques SECTION EIGHT STATE EQUAL EMPLOYMENT OPPORTUN COMPLAINTS 58 The numbenteThe Office investigated 11 Whistleblower complaintsStatide d ANNUAL STATEWIDE EEO REPORT tombef internal and external complaints statewide foThetal nur owere internal complaints and 166 were external complaints. The primary basis for internal complaints was Race and Sex/Gender. r of irnal complaints filed was The number of statewide discrimination complaints has declined from 434 in fisThe Office of the Statewide Equal Employment Opporewiscrimination complaints decreased for the second consecutive year in Fiscal 201 Type of FY 2009FY 2010Internal ComplaintisabilitySex/Gender NOTE: Internal ctices Oficer o External Commission on Human Relations or Equal Employment Opportunity Commission. ‘Other’ ccomplaints are those f

iled at the agency level, usually with a State agency’s Fair fr Equal Employment Opportunity Officer. complaints are those filed with the Maryomplaints include employment related complaints, not discriminatory in basis. OtherAgeAncestryColorNatioal OriR AffiliaionSex/GerSexual OriionHarentSexual HarassmentRetaliionProble NoseAdministrative CloseDisabilityginceeligiousendentassmatatseCau Cauur M e di a ti on / Settled/Rsolve d OpendingWithdrawnAgricaxation31rance Fun/PenOtherulture ssment a102101054nd T g et and Mana g ement02 p troller ar y land11EnviEnviExec1193201210ronmentronmentutive Deal S p GeneHealent1032ral Servth and M yg m DHumInforevelop2060481an Resomation gy InsuistnJuve1121236Labo angulati6111010821914rance Adnile Servr, Licenminicessing y Mor10 g an Stateersit y NatuPubl Cervice28029524PublSherSt. M490330205610ic Safetyarurce andorr S y olle g e of Mar y 370horit y 832State2,2611221121 p ALxternal" 10,458598516475353,11663505715016851681214(2) "Ecomplaints are thosth thyland ssion Relations, Depent of Justice, C

ourts, anqual Employment Oy Commission.STATEWIDE DISCRIMINATION COMPLAINTS BY AGENCY, BASIS, ISSUE AND DISPOSITION — FIS(3) "Other" Complaints include emplo171ition*e Mar202Commi011on Human1221artmtunite filed wir E y ment reaints, not discrtorimina y in basis.*In oruplication, Basisues, andositionsnly couternal complainleSome ce multiple basisoyee may file a complhat more than one protected has beede total numberterints m the total number. (1) "al"laints are those filed at thwith a State 's Fair Practices O orployment O Officer.ExternalAgencyposDisder to avaint allegInterning t comp, Iss Dispclass are on violateInternnted on Ints. P of infficerase nnal co Equal Emay difaintsfer fppor havromtunity. An for emplbasisBaAgency Employees 60 Internal Complaints by Di100150FY 2005FY 2006FY 2007FY 2008FY 2009FY 20102030035 Probable Caus No Cause Administrative Closur Mediation/Settle/Resolved Open/Pending Other Withdraw 62 I sTFY 2005FY 2006FY 2007FY 2008FY 2009FY 2010nal Complaint0200ype300350 Age Ancestry Colo Disab

ility National Origin Race Religious Affiliationon Sex/Gender Sexual Orientati Othe SECTION NINE UNIVERSITY SY OF MARYLAND 63 2010 ANNUAL STATEWIDE EEO REPORT es the USM Office and the following institutions: re White, 7,043 (19.3%) were African The majority of Faculty and Instructor positions were filled by Whites (67%) and males (55%). The University of System of Maryland includUniversity, University of Maryland Biotechnology Institute, University of Baltimore, University of Maryland Baltimore, University of Maryland Baltimore County, University of Maryland Center for Environmental Science, University of Maryland College Park, University of Maryland Eastern Shore, and University of Maryland University College. There were a total of 36,370 employees in the University System of Maryland. Of the total employees, 21,359 (58.7%American, 106 (.3%) were American IMales comprised 17,211 (47.3%) of the workforce. Females comprised 19,159 (52.7%) of the workforce. EmployeesMaleFemaleMalFemale

MalemaleMaleFemaFeleMaleFeMale FemaleMaleFemaleMaleFemale7387795425561341802016017200013749%51%36%37%9%12%0.1%0%2.0%1.1%0%0%1.1%1.3%0%0%0.9%0.5%6,0174,9004,1023,19064874717185363180060948501051421.0%1.3%99768644134810068341662%38%38%26%1.7%2%0.04%0.11%18.4%6.8%0%0%2.6%1.8%0%0%1.3%0.6%2010000000000%40000%0%.10.2.41.8%1.9%2,9604,6911,9692,8555281,1361110238403009195759239%61%26%37%7%15%0.1%0.1%3.1%5.3%0%0%1.8%2.5%0%0%1.0%1.2%5732,6952871,4132131,050111309200257900175030.3.98.800%0.5%1.5%2532%1.10.2.61.5%1.9%708474192360270031494%6%59%3%24%3%0.8%0%3.6%0%0%0%2.1%0.1%0%0%4.1%0.5%877999217148567584212639009600562218%30%31%0.1%0.1%1.4%2.1%0%0.5%0.3%0%0%3.0%11.8%21119467678.3%50.21.3%1.9%FaResearch2,617Fy/Public St rkersServaintenanceTA7551,87660Aistrative Pars3,268AssPssionals7,651Hispanic or Latino (no other race checked)Officials and AdministratorsFaculty and Ins10,9171,517Asiantivew OtaIslanderaceucEEO JgoUIVSY SE A PT-MULO20TALhiteAfrican-American an & AlasNativeMEAmeleka MaleRamaIZmaleaiiancific FY 0%99238%9%7%0.20.2.64.42%5.0%20%,0550%40%23%2

0%4%0%0%0%5.3%991612.0Ethni82%99759%9%22%4332%20%0.02.0%0%1.2.4%2.2%0%53%,15912%,344.4%30.2.0%5.3.30%283%0.1.5 culty/acultice-MdminSuTecaprsistarofervchhnoferafrtsion,37alstructorsher PN - 01ance chec(no ked)ltiraob CateNDARricanIndiOFRKTIOT 65 SECTION TEN DEPNTH CATONSTTIS 66 2010 ANNUAL STATEWIDE EEO REPORT ION 1E HIGHEDUCATIOLEGE re are 421 employees in the Baltimore City Community College workforce.285 or 68% are African-Amrican employees256 or 61% are femaleE UNIVER There are 990 employees in the Morgan State University workfo495 or 50% are femaleMARY’S COLLEGE OF MARYLAND ployees in the St. Mage of Maryland workforce. or 1 African-mployees192 or 51% are female employeesPENDENTBALTIMORE CITY COMMUNITY COLSITYThere are 378 emAmerican e EmployeesMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMaleFemaleMale FemaleMaleFemaleMaleFemale226600000000000050%50%13%13%38%38%0%0%0%0%0%0%0%0%0%0%0%0%661002439365900510000001140%60%14%23%22%36%0%0%3.01%0.60%0%0%0%0%0%0%0.60

%0.60%1344094000000000000000000000076%24%24%0%53%24%0%0%0%0%0%0%0%0%0%0%0%2062000000000080%20%20%0%60%20%0%0%0%0%0%0%0%0%0%0%0%00100000000000100%0%0%0%100%0%0%0%0%419216192267001300002331%69%12%14%17%50%0%0%1%2%0%0%0%0%0%1.50%2.26%1850131747000000000026%74%1%4%25%69%0%0%0%0%0%0%0%0%0%0%0.00%10060300010000000100%0%60%0%30%0%0%0%10%0%0%0%0%0%0%0%0%165256556310018500740000003439%61%13%15%24%44%0%0%1.66%0.95%0%0%0%0%0%0%0.71%0.95%TechniciansProtective Service Workers: SwornProtective Service Workers: Non-0%0%0%0% S wornAdministrative Support133421TOTALOfficials and Administrators166ProfessionalsNative Hawaiian & Other Pacific IslanderBalance (no race checked)MultiracialHispanic or Latino (no other race checked)BALTIMORE CITY COMMUNITY COLLEGEWORKFORCE UTILIZATION — FISCAL YEAR 201TOTALRaceEthnicityWhiteAfrican-AmericanAmerican Indian & Alaska NativeAsianEEO Job CategoryService-MaintenanceSkilled Craft WorkersTOTA FUL-TIM ART-TIME 69 eesMTOTalemaleemMalele0047530%0%0%%0033670%0%0%%0001000%0%0%%000100%0%0%0%%0010%0%000%%0%0%000%0%0%0%0000%0%0%

0%1111000041%59%0%0%ployeesaleFemaleMalemMaleealeMleleMaleFemale170001029%71%11%0%%0%0%4%0%0000000%0%0%0%0%0%%0%0%0%0%3002000000060%40%0%0%40%0%%0%0%0%0%1122103019000001033%67%9%0%58%0%%0%0%3%0%Rejection on ProbationeriBalceult CEPERSONNEL TRANSACTIO — FIL YEAR TOTALEthnicWhiteAfrican-AmericananIlasceultHispaniLatino (norace checType of TransactionAppointmentsReinstatementsALSUMMAIOANMIIIR 2010EthnicityAanIndialasHispanic or Latino (no other race checked)ResignationsTOTALTerminationsPromotionsReclassificationDemotionsTransfersSuspensionsType of Separations and TerminationsTOTAL00%Male10%16%0%015Male2560%30%00%hitBAOF emale113310015emaleSEMale263322%Maleemale42%67%67%44%Female61%an-canNS MaleF8020200000%0%000020eFOMAmericndian & ANativD TERmericn & ANativale0%aleYSISka ka leFemal0%00%00%00%00%0%00%00%0FemalOLceONS — FRaceMaleFem000%0000%0000%0000%000%0%000%0000%0000%0MaleFem000%0000%00%00%0Native Hawaiian &Other PacifiIslanderSCAL YEANative Hawaiian &Other PacifiIslanderMale Fema0%ale Fema(no rachecked)Balance(no rachecked)0%Female0%0

FemaleiracialiracialFemalec or other ked)0%PAR0%0%0% LEGTYMU TY Employeesale135100%0%0037%.0%%0%0000040%%0%230100025%3%72%%0%0000000%0%0%0%0%0%%0%12141122010001%8%%%%%0%0%11000000086%14%7%79%0%0%%0%512051000000072%28%0%72%0%0%0%%0%4954957536425281000050%50%8%37%.5%0.1%0%0%%0%ServiceintenanceSkilled t WorkersAdminisve SupportBalance (no race checked)Multiracispr here ch)NativeEEayProte Service Wor Prote Service Workeon-SwornonTOTAL FULL-TIME AND PARTME WKFUTILIZAN — FISCAL YEAR 2010aleMale0%00%00%00%00%00%0%0alHiLatiracale8%maleM92%Female1%8%0%0%0%0%0%0%5%hiteMale41%-TIAmeremaleMa4148%33%450%22%13689%14%2028%42%2ORn-anFemale1.1%0%1.31.0% UNIVORCE ian & a NativealeFemale0%0%2894%1.4%0%010RSITYTIOAsianaleFemale0%0%220%0.3%0%1awaiian & ther Pacific Islander0%aleMale0%0%000%0%0%0%0%0%0%0Femaanic o(no otnicity-MaCraftratiTechniO Job COfficialAdministctivekers:ctiveProfessind torsals ETE 71 EmployeesMaleF25emMalmae aleFemale040001%0%0%0000000%0%0000005%220%0%0000000%550%0%00000000%0%00000000%0%000000000%0%001%323%0%0%EmployeesMaleemMal

eMalmaleFemalele FemaleMFemaleFemale10000000011%%346%3%0%0%000000000%%0%0%0%0000000000100%0%0%0%0%0%0%0%0%1885113100000000014%3%36%44%3%0%0%0%0%PromotionsReclassificationsAppointmentsReinstatementsWhVERSITYALYSIS — FISCAL YEAR 2010anciType of Transactionc or o other cked)aiian &ific derncchean & NativeTOTALTerminationsRejection on ProbationDemotionsMY ORATI ANDMINA — derResignationsMcialc or o other cked)TOTALTransfersSuspensions(no race checked)TOTALType of Separations and TerminationsA-Aanale31%25%50%36%ale1851%50%PERSeFemale9%80%00%00%00%00%00%08%5FemaleWhiteF SEPAMaleFe29eFe13AfricanAmericfricanmericleMale2%0%0%0%5%0%0%0%0%0%0%0%MaleTATE AmeIndiAlaskaIndiAlaska TERemaleMale0%15%0%0%04Male & ativeAsiaTIONSAsiaalealeFISMale0%0%0%0%0%0%0%0%Male0%0%0%0%IslanCAL YE& Other IslanmaleMalmaleMaBalaaiian cific (no rcked)MalealeMultiraaleMale0%0%0%0%MaleEthnicEthnicalHispaniLatino (nrace cheHispaniLatino (nrace che N S 72 mployeesMaleleMaleemmaleMalele001456%0%0%2%164032639%0%2%2%00100%0%5%0%00000100%0%0%0%00000813%0%0%0%0000%0%0%0%0%00

010100%0%0%0%9%0%12000000544%%1%0%0%0%0%0%0%1921431532980000053451%38%40%8%7%0%0%0%00%0%1.32%0.79%TOTAL37Service-MaintenanSkilled Craft WorkeProtective Service Workers: Non-SworAdministrative SuppTechniciansProtective Service Workers: SwornEEO Job CateProfessionaOfficials anAdministratmekaYEOALANDAIM-TKISCAL YEAR 2010aceciaHispan atino (r ace ch)H Otc Femaicityic oreckedaleMaleFe000%0%000%0%000%0%0000ed)MultiraFema010%10861L FULL-T83ale19hiteemaleMale%10%13680%2713%29'S Fema13COLLfrican-mericanleMale0%0120%014GE FOFemaleMale0%4.20%00%00%2.1rican an & F MRYFemaleianIslanFemaan &acifiderMale FBalancerace chersortgory EmployeesMaleFemaleMaleFemaleMa10%Y'SNSACAfricAmerFemalalle FeMleMaleFemal212017154000051%49%41%37%0%0%01000000%100%0%50%5%0%0%0%00000000%0%0%0%0%0%0%1000000100%0%100%0%0%0%0%0000000000%0%0%0%0%%00%0%0%0000000%0%%00%0%0%232218165200051%49%40%36%11%4%%00%0%0%EmployeesMaleFemaleMaleFemaleMaleFemaleFemaalealeFle FeMaleleMaleFemale12199180000039%61%29%58%6%3%%03%0%0%0%0%1000000100%0%50%0%50%0%%00%0%0%0%0%410000080%20%80%20%0%0%%00%

0%0%0%0%18201419310000047.4%52.6%37%50%8%3%%03%0%0%0%0%Type of Separations and TerminationsResignationsTerminationsRejection on ProbationReclassificationsDemotionsPromotionsalancece checkMultlnic or no other ecked)SUMMARY OF SEPARATIONS ANERMIIONS AL Y10TOTALRacReinstatementsicityWhiteAfrican-Americanericandian & a NatiAsiaNativHawaiiather PIslandHispanic orLatino (no otherace checked)alance ce checkdiathePERSONNEL TRATN—ETOTALEthnicityWhiteanType of TransactionAppointmentsr Hispaatinorace chaleFema0%FemairaciaMultiraciamalemale(no ed)(no ed)aleMale2%00%00%00%00%0MaleOLLEAlaskAlaskIONS AFemaleM0000000000leM OF MNATican n & NativeALYSIS eFemaleM03%7%00%0%00%0%00%0%0000FemaleM100000RYLAND— FISCAsian FISCAL YRaceeFemaleMa%0%emaleMae n & acific erNative waiian & r Pacific landerAR 2010 74 APPENDICES EWIDE EEO REPORT ticle of the Annotated Code of Maryland establishes an Equal ensure that employment decisions are based only on merit and fitness; WHEREA

S, The State is committed to providing a work environment free from discrimination on the basis of age, ancestry, genetic information, marital st affiliation, belief or opinion, race, sex, sexual orientation, or any other non-merit factor; WHEREAS,horities and managers are expected to assume personal responsibility and leadership in ensuring that fair employment practices are adhered to and that equal employment opportu Maryland State government; and WHEREAS, Maryland’s commitment to fair employment practices, to reaffirm the responsibilities of State agencies to uphold these importantNOW, THEREFORE I, MARTIN O’MALLEY, GOVERNOR OF THE STATE OF MARYLAND, BY VIRTURE OF THE AUTHORITY VESTED IN ME BY THE CONSTITUTION AND LAWS OF MARYLAND, BY RESCIND EXECUTIVE ORDER .01.01.2007.09 AND PROCLAIM THE FOLLOWING EXECUTIVE ORDER EFFECTIVELY EXECUTIVE ORDER (Rescinds Executive Order 01.01.2007.09) WHEREAS, employee and understands the importance of providing its employees with a fair o

pportunity to pursue their careers in an environment free of discrimination or any form of prohibited harassment; WHEREAS, Title 5, Subtitle 2 of the State Personnel and Pensi EWIDE EEO REPORT ARTICLE I – EQUAL EMPLOYMENT OPPORTUNITY PROGRAM IN STATE A. All personnel actions concerning any employee or applicant for employment in the Executive Branch will be taken on the basis of merit and fitness, and without regard to: Gender identity and expression; Genetic information; Marital status; National origin; Religious affiliation, belief or opinion; B. All personnel actions coonal or management service employee and any special appoint of Budget and Management, or any applicant for employment in those services or in comparable positions in an independent personnel system in the Executive Branch, shall be without regard to political affiliation, belief or opinion. Discrimination against or harassment of employees on the basis of any reason prohibited by law is not permitted. es discrimination or participates in an EEO investigat

ion is not permitted. of their refusal to submit to a genetic test or make available the results of a genetic test is not permitted. The Secretary of Budget and Management shall: Recommend the appointment of a Statewide Equal Employment Opportunity Coordinator who shall administer the program and coordithe agency Fair Practices Officers, EEO Officers, and Americans with EWIDE EEO REPORT (2) Establish an Equal Employment Opportunithe Equal Employment Opportunity Coordinator to oversee the administration of an equal employmentrequirements of applicable federal and State law governing equal employment (3) Upon an appropriate showing by an agency, and consistent with State and federal law, permit any bona (4) Take any action, not consistent with federal or State law, to resolve employee complaints of unfair employment practices. The head of each department or other independent unit in the Executive nes and regulations promulgated by the Secretary of Budget and Management: (1) Appoint a Fair Practices Officer, and any Equal Emp

loyment Opportunity Officers, as required, for the appropriate implementation of the Equal Employment Opportunity Program in the department or unit; (2) Ensure that the personnel practices discriminatory; (3) Review disciplinary actions initiated against employees, employee grievances and complaints of disc equitable treatment of employees in their department or unit; (4) Develop and implement policies that promote equal employment opportunity and work force diversificati women, minorities, and persons with market; (5) Provide leadership and training to managers, supervisors and other employees in fair employment practices; (6) Ensure that designated Fair Practices and Equal Employment Opportunity Officers are known to all employees in their respective agencies and that these Officers have appropriate decision-making authority consistent with relevant federal and State law, this Executive Order, and personnel regulations; EWIDE EEO REPORT (7) Consult and cooperate fully w Management and the Statewide EEO C investigating and res

olving expeditiously complaints of discrimination or unfair employment practices; (8) Provide statistical and other inform Budget and Management regarding efforts to implement the department’s or unit’s Equal Employment Opportunity Program; (9) Develop and implement programs, and educate about diversity (10) Implement any decision of the Secretary of Budget and Management not consistent with the spirit or requirements of this Executive Order and federal or State law. H. Cabinet officials and other heads of departments or units are expected to lead by example in promoting fair employment practices and this Administration’s policy of zero tolerance for employment discrimination. ARTICLE II – COMPLAINTS OF DISCRIMINATION AND UNFAIR EMPLOYMENT A. It is the policy of this Administration that all complaints of discrimination or other unfair employment practices be thoroughly investigated and promptly resolved, as appropriate. B. The Statewide EEO Coordinator shall monitor the compliance and effectiveness of each agency’s EEO

program and make recommendations for improvement. C. The Secretary of Budget and Management shall develop and promulgate rules, regulations, and guidelines for the investigation and resolution of complaints of discrimination or other unfair employment minimum: (1) Provisions for resolving complaints informally whenever possible; (2) Provisions for employees to file complaints with the Fair Practices or Equal Employment Opportunity Officer for the department or unit; EWIDE EEO REPORT (3) Provisions for the review and resolution of any employment grievance, complaint involving discrimination or other unfair employment practices by the Secretary of Budget and Management prior to any appeal to the Office of Administrative Hearings; (4) Guidelines for cooperation with discrimination filed with the Maryland Commission on Human Relations, the United States Equal Employment Opportunity Commission or any other agency authorized by law (5) Training programs for managers resolving complaints of discrimination

or other unfair employment practices. D. No employee shall be harassed or otherwise retaliated against for filing a complaint of discrimination or other unfair employment practice, providing information in support of any such complaint or testifying, assi investigation of any unfair employment prac to submit to a genetic test or make available the results of a genetic test. E. Discrimination or retaliation complaints by Fair Practices Officers, Equal Employment Opportunity Officers, or EEO their designee and may be appealed toARTICLE III – COOPERATION WITH THRELATIONS AND THE UNITED STATES EQUAL EMPLOYMENT OPPORTUNITY A. In accordance with the requirements of applicable federal and State law governing equal employment opportunity, the State Executive Order, all heads of departments and units in the Executive Branch shall cooperate fully with the Maryland Commission on Human Relations, the United States Equal Employment Opportunity Commission and any other federal or State agency investigating discrimination an

d dul regulations, and orders for effectuating the State’s policies against discrimination and resolving complaints of discrimination. B. Every attempt shall be made to resolve complaints of discrimination within a department or unit; however, employees who file complaints of discrimination with agency Fair Practices Officers or Equal Employment Opportunity Officers shall be advised of their right to file a complaint with the Maryland Commission on Human Relations and the United States Equal Employment Opportunity Commission. EWIDE EEO REPORT C. The Secretary of Budget and Management agency participation in mediation or arbitration of employee complaints of discriminatory or unfair employment practices. D. If an employee of the Maryland Commission on Human Relations files a complaint of discrimination against a State agenc to perform the functions usually performed by the Commission. ARTICLE IV– STATE ACTION A. Any employee of the State who violates the laws of this Stat employment opportunity, this Executive Or

promulgated pursuant thereto, will be s including dismissal from em B. In performing services to the public, employees of this State will not discriminate against the public or individuals for authorize the use of St discriminatory purpose or by any organization which unlawfully discriminates in its membership or policies. ARTICLE V – ACCOMMODATIONS A. Reasonable accommodation shall be provided for all qualified applicants for employment and State employnt with the requirements of federal and State law. B. Meetings, hearings, and employment tests shall be conducted in an accessible manner and location, as requi C. No employee shall be retaliated against for seeking a reasonable accommodation for a disability. D. Managers and Supervisors shall receive training concerning reasonable accommodations for disabilities. ARTICLE VI – ANNUAL REPORTS A. The head of each principal department or unit in the Executive Branch shall, by October 15 of each year, or as otherwise requested, submit to the Secretary of Budge

t and Management an annual report of EWIDE EEO REPORT year to effectuate this Code of Fair Employment Practices. The report shall contain the information required by the Secretary of Budget and Management in a form consistent with the guidelines issued by the Secretary of Budget and Management. B. The Secretary of Budget and Management shall, by January 1 of each year, submit to the Governor an annualequal employment opportunity practices. The Secretary of Budget and Management sha department and unit, the General Assembly, and the Maryland Commission on Human Relations. ARTICLE VII – NOTICE TO EMPLOYEES A. The Secretary of Budget and Management regard to its fair employment practices and make copies of the publication available to all agencies. B. Consistent with the requirements of federal and State law, the Secretary shall authorize an appropriate notice of State fair employment practices and the manner in which the notice is to be posted. C. The heads of departments and units sh by this Executive Order, furn

ish copies all managers and supervisors and make it available to em and manner required by the Secretary of Budget and Management. EWIDE EEO REPORT Statewide Equal Employment Organizational Responsibility U On the 15 day of May, 2007, Governor Martin O’Malley issued a New Code of Fair Employment day of August 2007. Governor O’Malley values and honors all State of Maryland Employees and believes in equal opportunity in employment for all employees and applicants for employment without regard to race, sex, disability, religion, genetic information, gender identity and expression and national origin and other prohibited basis. Governor O’Malley is committed to providing a professional work environment that is free from discrimination, harassment and retaliation. As part of this initiative, the Governor believes that we need to guarantee every employee the basic protections that they deserve, and that our State government sets an example for equal employment opportunities throughout Maryland. As part of this reform the Governor has enacte

d the development of the EEO Agency Case Tracking System that tracks agency internal complaints and is reported to the Governor’s office on a bi- The Joint Committee on Fair Practices and State Personnel Oversight was established in 2009 to replace the Legislative Joint Committee on Fair Practices which was originally created by the State Personnel Management System Reform Act of 1996. The Joint Committee is comprised of eight members; four members of the State Senate and four members of the House of Delegates. The Joint Committee has oversight over employment policies and personnel systems in the Executive Branch of State Government, equal employment opportunity policies and practices, and certain procurement practices. In accordance with Section 5-204 of the State Personnel and Pensions Article, the Secretary oversees the Equal Employment Opportunity Program for Executive Branch agencies including agencies with independent personnel systems. This law specifically requires that the Secretary shall administer the EEO Program in compliance

with all State and federal laws governing equal employment opportunity; adopt regulations, policies, and directives to implement the Program; ensure that equal employment opportunity efforts are considered in evaluating the work performance of supervisors, managers, and directors of the Department; evaluate the equal employment efforts in each unit; enforce the provisions of the Governor’s Code of Fair Employment Practices, and develop and submit to the Governor an annual report of the State’s EWIDE EEO REPORT The Deputy Secretary of the Department of Budget and Management is responsible for assisting the Secretary in implementing and overseeing the Equal Employment Opportunity program and ensuring its compliance with all State and federal laws governing equal employment opportunity and the Governor’s Fair Employment Practices. Statewide Equal Employment Opportunity Coordinator In accordance with Section 5-206 of the State Personnel and Pensions Article, the Statewide Equal Employment Opportunity Coordinator administers and enforces the S

tate’s EEO Program. The Coordinator performs under the direction and supervision of the Deputy Secretary of the Department of Budget and Management. In complying with this mandate, the Coordinator is appointed to implement EEO laws, policies and procedures, as well, serve as the State’s point of contact regarding EEO related concerns. The Coordinator also reviews and investigates appeals of EEO findings and determinations by executive and independent agencies; investigates aFair Employment Practices and the State Whistleblower statue; works with agency Fair Practices, EEO and ADA Officers to ensure they establish and maintain a diverse, non-discriminatory and accessible work place that is free of harassment and retaliation; planaining and education; and Secretaries and Heads of State Agencies In accordance with Executive Order 01.01.2007.16, each Secretary and Agency Head is responsible for ensuring compliance with the State’s EEO Program within his or her respective Executive Branch agency including agencies with independent personnel syste

ms; appointing a Fair Practices OfficeEmployment Opportunity Officer; ensuring that the personnel practices in the department or unit are not discriminatory; reviewing disciplinary actions initiated against employees to ensure fair and equitable treatment; developing and implementing policies that promote equal employment opportunity and work force diversification; providing leadership and training to managers, supervisors and other employees in fair employment practices. In accordance with State law, the Fair Practices Officers shall implement the EEO Program within the unit; investigate and, as appropriate, resolve complaints of alleged discrimination or unfair employment practices; and coordinate the activities of the equal employment opportunity offices in the unit. The Fair Practices Officer must report to the head of the agency and be an assistant secretary or an employee of the unit with stature similar to that of an assistant secretary. EWIDE EEO REPORT Equal Employment Opportunity Officers State law mandates that the Equal Employ

ment Opportunity Officers enProgram and monitor compliance with State and federal EEO laws; investigate and resolve all internal agency employee discrimination and unfair employment nnel actions adopted by the unit and ensure implementation is in compliance with all State and federal EEO laws; respond to plans and direct various programs including, equal employment opportunity, contract compliance, training and community relations; respond to complaints and requests for information from external adjudications and enforcement agencies; assist in developiAmericans with Disabilities Act (ADA) Officers The ADA Officers are responsible for advising employees and managers on issues relating to Title 1 of the Americans with Disabilities Act. This includes, but is not limited to, issues related to making determinations regarding an employee’s eligibility under the ADA, recommending and implementing reasonable accommodations, and ensuring an accessible work place. The ADA Officer is also responsible for and policies; ensuring agency compliance with

ADA violations to nd maintaining knowle Agency Acronym Fair Practices EEO ADA Administrative Hearings, Office of Richard NormanGrant ChismGrant Chism African American Museum MAAMCJunius RandolphJunius Randolph Lisa Woods Aging, Maryland Department of Shirley Williams Sandra Cobb Agriculture, Department of James Wallace Suzanne DuPont Momoh Conteh Archives, Maryland State Christopher Haley Cecelia Smith Assessments and Taxation. Department of Annie Cure Sheila McKenney Sheila McKenney Attorney General, Office Charlotte Hughes Katherine Winfree John Howard Jr. Beverly Pivec Automobile Insurance Fund, MD John F. Banghart Baltimore City Community College Tony Warner Tony Warner Delia Weems Bowie State University Glen Isaac Budget and Management, Department of David Romans Nicole Carter Nicole Carter Business and Economic Development, Department of Cheryl Fields Cheryl Fields Cheryl Fields Renee Bone College Savings Plans of Maryland Azriel Osofsky Azriel Osofsky Azriel Osofsky Comptroller of Maryland Contract Appe

al, Maryland Board of Michael Carnahan Jr. Michael Carnahan Jr. Coppin State University Tammy Flowers Tammy Flowers Maqbool Patel Deaf, Maryland School for the Anny Currin Cyndi Fries Anny Currin Anny Currin Education, Maryland State Department John E. Smeallie Woodrow Grant, Jr. Woodrow Grant, Jr. Elections, State Board of Jacqueline Bryley Jared DeMarinis Emergency Medical Services Systems, Maryland Institute for MIEMSS Patricia Gainer James Brown Jeannie Abramson Environment, Maryland Department of Robert Alexander Robert Alexander Environment Services, Maryland Donna Oliff Sandra Westervelt Executive Department, State of Maryland Robert Platky Robert Platky Robert Platky Food Center Authority, Maryland Betty Allison Rose Harrell Betty Allison Frostburg State University Beth Hoffman Beth Hoffman Beth Hoffman General Services, Department of Health and Mental Hygiene, Dept of Lee Williamson Felisa McCall-Smith Health Insurance Plan, Maryland Mariann Showers Cynthia Deickman Cynthia Deickman Agency Ac

ronym Fair Practices EEO ADA Higher Education Commission, Maryland G. Edward Ommert Esther Danner Historic St. Mary’s City Commission Sally Mercer Melvin McClintock Sally Mercer Housing and Community Development Brien Boone Brien Boone Brien Boone Human Relations Commission, MD Benny Short Isora Cook Isora Cook Human Resources, Department of Carl Bailey Gerald Stansbury Gerald Stansbury Information Technology, Department of Stacia Cropper Nicole Carter Nicole Carter Insurance Administration, Maryland Karen Stakem-Hornig Judiciary of Maryland Jeraldine Kavanaugh Jeraldine Kavanaugh Jeraldine Kavanaugh Juvenile Services, Department of Labor, Licensing and Regulation, Department of Jennifer Reed Jennifer Reed Jennifer Reed Lottery Agency, Maryland State Gina Smith Frederick Ramsey Carl Beard Military Department, Maryland DMIL Alberto Jimenez William Allen William Allen Jodi Cavanaugh Jodi Cavanaugh Jodi Cavanaugh Natural Resources, Department of Monica Johnson Richard Allen Ri

chard Allen People’s Counsel, Office of the Seva Diakoparaskevas Seva Diakoparaskevas Terri Czarski Seva Diakoparaskevas Planning, Maryland Department of Cheryl Murphy Cheryl Murphy Michele Kemmerzell Police, Maryland State Captain Anita Allen Captain Anita Allen Sergeant Sonya Clark Michelle Miller Property Tax Assessment Appeals Board Kent Finkelsen Kent Finkelsen Prosecutor, Office of the State James Cabezas James Cabezas James Cabezas Public Broadcasting Commission, MD Larry Unger Gladys Kaplan Gladys Kaplan Public Defender, Office of Paul DeWolfe Lynn Bellamy Lynn Bellamy Public Safety and Correctional Services, Department of Michelle Romney George Stamas Gene Noble Michelle Romney Public School Construction Program Public Service Commission Terry Romine Matthew Papathakis Donald Eveleth Public Works, Board of BPW Doldon Moore, Jr. Doldon Moore, Jr Doldon Moore, Jr Retirement Agency, Maryland State Melody Countess Vanessa Garrett-Ingram St. Mary’s

College of Maryland Sally Mercer Melvin McClintock Sally Mercer Salisbury University Amy Hasson Amy Hasson Amy Hasson Sheriff’s Office, Baltimore City Karen Shelton Eness Brown Karen Shelton Eness Brown Karen Shelton Agency Acronym Fair Practices EEO ADA Stadium Authority, Maryland of Rodger Dorsey Rodger Dorsey Gary McGuigan Subsequent Injury Fund Edgar Dodd Edgar Dodd Edgar Dodd Supplemental Retirement Plans, Maryland Teachers and State Employees Anna Marie Smith Anna Marie Smith Anna Marie Smith Tax, Maryland Court John Hearn John Hearn John Hearn Daniel Leonard Daniel Leonard Transportation, Maryland Department of MDOT Jan Bryant Joanne Ashton Robin Underwood Maryland Aviation Administration Angela Martin Theolinda Lyons-Owens Neal Heaton Maryland Port Administration Wanda Forman Wanda Forman Wanda Forman Maryland Transportation Authority MDTA Beverly Hill Louis Jones Louis Jones Maryland Transit Administration Paula Cullings Caro

lyn Brown James Matteo Michele Gardner Motor Vehicle Administration Minnie Carter Minnie Carter Hisel Brown State Highway Administration Jennifer Jenkins Troy Parham Paris Lee Dr. C. Edwin Becraft Treasurer, Office of the Bernadette Benik Cissy Blasi Uninsured Employer’s Fund James Brewer James Brewer James Brewer University Systems of Maryland USM Kathy DeShong Kathy DeShong University of Baltimore Karen Drake Jackie Truelove University of Maryland, Baltimore Sheila Greenwood Sheila Greenwood Sheila Greenwood University of Maryland, Baltimore County Adrienne Mercer Stephanie Lazarus Stephanie Lazarus University of Maryland, College Park University of Maryland, Eastern Shore Marie Billie Marie Billie Marie Billie University of Maryland, Environmental Dennis Mesko Dennis Mesko Dennis Mesko University of Maryland, University College Blair Hayes Blair Hayes Blair Hayes Veterans Affairs, Maryland Department John Kearns 88 GLOSSARY

EWIDE EEO REPORT to overcome the effects of past and present to equal employment opportunity. Filing a position with a qualified candidateCAREER REINVESTMENT PROGRAM: Benefits to facilitate the movement of laid-off or separated employees and employees with CIVILIAN LABOR FORCE: The number of persons 16 years of age and over, (except those in the armed forces), who are employed or who are unemployed and seeking employment from which an employer would recruit. (United States Department of Labor.) The Statewide Equal Employment Opportunity CoordinaMaryland State Personnel and Pensions Article, §5-201). A change from one class to another class with a lower maximum rate of compensation. DESIGNATED POLITICAL SPECIAL APPOINTMENT: appointment criteria as stated 1. Administrative support work for an Executive Service official or agency head; 2. Special Assistant to an Executive Service official or agency head; 3. Legislative Liaison or Director of Government Affairs; 4. Public Infor

mation Officer or Director of Communications; 5. Chief of Staff or Primary Executive Administrator for an agency; 6. Certain positions in the Office of the AttornGovernment Article. DISABILITY: With respect to an individual – a physical or mental impairment that substantially limits one or more of the major life activities of such individual; a record of such an impairment; or being regarded as having such impairment. (Americans with Disabiliti EWIDE EEO REPORT EXECUTIVE SERVICE: Executive BranchExcept as otherwise provided by law, the following positions in the Executive Branch of State governmentthe chief administrator of a principal unit or a comparable position thfrom the State Personnel Management System under §6-301 of this title as a determines has similar stature. The executive service includes any other position that is determined by the ed Code of Maryland State Personnel and INDEPENDENT: Independent Authority (used to designate positions which in agencies, other than MDOT, with personnel systems which are indepe Stadium

Authority, and others). INFORMAL COMPLAINT: A complaint received at the originating agency and/or appealed to the Office of StatewideEqual Employment Opportunity Coordinator. FORMAL COMPLAINT: A complaint filed with the Maryland Commission on Human Relations, Department of Justice, Courts, and/or Equal Employment Opportunity Commission.MANAGEMENT SERVICE: Executive Branchof State government is in the management service if the position: primarily involves direct responsibility for the oversight and management of personnel d independent judgment; and is not in the executive service. Other positionsThe management service includes any other position that is determined by the Secretary to be in the management service. (Annotated Code of Maryland State Personnel and Two or more races. An employee who was hired for the first time permanent full-time employment. EWIDE EEO REPORT PERMANENT PART-TIME EMPLOYEE: An employee who works an average of 50% or more but less than 100% of the regular workweek. (Annotated Code of Maryland State

Personnel and Pensions Article §7-701). PRINCIPAL UNIT: A principal department or other pr government. PROFESSIONAL SERVICE: Executive Branchof State government is in the professional service if the position: (1) a field of science or learning customarily acquired by a course of specialized in (2) normally requires a professional li Other positionsother position that is determined by essional service. (Annotated Code of Maryland State Personnel and Equal Employment Opportunity Program establ State Personnel and Pensions Article, Title 5. A change from one class to another class with a higher maximum rate of compensation. PROMOTIONAL CANDIDATE: An employee in a non-temporar professional services who is not a special appointment. ted by Maryland law from discrimination. SECRETARY: means, except as otherwise provided by law, the Secretary of Budget and Management or the Secretary’s designee. EWIDE EEO REPORT SKILLED SERVICE: Executive BranchExcept as provided in this title positions in the Executive Branch of State government tha

t are included in the State Personnel Management System are in the skilled service. Except as otherwise provided by law, the following positions in the Judicial Branch of State governmeclerical and administrative positions in full-time constables in the District Court of Maryland. The skilled service includesExcept as otherwise provided by law, individuals in the following positions in the skilled service, professional service, management service, or executive service are considered special appointments: ed by the Governor by an appointment that is not prby the Board of Public Works; as determined by the Secretary, a position which performs a significant policy role or provides direct support to a member of the executive service; to the Government House; by law to be a special appointment. UNDER-UTILIZATION: oup employees in the overall work force and within categories than would reasonably be expected by their availability in the relevant Civilian Labor Force. UNIFORM POLICE: Used exclusively for uniformed police posi use

d for other police positions. UTILIZATION ANALYSIS: A statistical comparison of an agency’s with the relevant EWIDE EEO REPORT not of Hispanic origin)African-American (not of Hispanic origin)South America, including Central America, and who maintain cultural identificatior community recognition. subcontinent including, for example, Cambodia, ChinPhilippine Islands, Thailand, and Vietnam. A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin, regardless of race. Native Hawaiian or Pacific Islander: Hawaii, Guam, Samoa, or other Pacific Islands. EWIDE EEO REPORT Description of Job Categories UOfficials and Administrators Occupations in which employees set broad policies, exercise overall these policies or direct individual departments or special phases of the agency’s operations, or provide specialized consultation on a regional, district or area basis. Includes: department heads, bureau chiefs, division and fire chief and inspectors, examiners (vehicle, warehouse), -housing, fire, A

.B.C. Board, license, dairy, livestock, transportation), assessors, tax appraisers and investigators, coroners, farm managers, and Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Includes: personnel and labor relations workers, social workers, doctors, psychologists, registered nurses, economists, dieticians, lawyers, system analysts, accountants, engineers, employment and vocational rehabilitation counselors, teachers or instructors, police and fire captains and lieutenants, librarians, management analysts, airplane pilots and navigators, surveyors and mapping scientists, and Protective Service Workers Occupations in which workers are entrusted with public safety, security and protection from destructive forces. Includes: police patrol officers, fire fighters, guards, deputy sheriffs, bailiffs, correctional officers, detectives, marshals, harbor patrol officers, game and fish wardens, park

rangers (Sworn police officer: means a law enforcement officer who in an official capacity is authorized by law to make arrests; and is within the Secretary’s salary setting authority. Administrative Support Occupations in which workers are responsible for internal and external rmation and other paperwork Includes: bookkeepers, messengers, clerk-typists, stenographers, court statistical clerks, dispatchers, license distributors, payroll clerks, office machine and computer operators, Service-Maintenance Occupations in which workers perform duties which result in or contribute to the comfort, convenience, hygiene or safety of the general public or which contribute to the upkeep and care of buildings, facilities or grounds of public property. Workers in this group may operate machinery. Includes: chauffeurs, laundry and dry cleaning operatives, truck drivers, bus drivers, garage laborers, custodial employees, gardeners and grounds keepers, refuse collectors, construction laborers, park rangers, , farm workers (except managers), craft ap

prentices/trainees/hel EWIDE EEO REPORT Skilled Craft Workers Occupations in which workers perform jobs which require special manual skill and a thorough and comprehensive knowledge of the processes involved in the work, which is acquired through on-the-job training and experience or through apprenticeship or other formal training programs. Includes: mechanics and repairers, electricians, heavy equipment operators, stationary engineers, skilled machining occupations, carpenters, compositors and typesetters, power plant operators, water and sewage treatment Occupations which require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post-secondary school education or through equivalent on-the-job training. Includes: computer programmers, drafters, survey and mapping technicians, licensed practical nurses, photographers, radio operators, technical illustrators, highway technicians, technicians (medical, dental, electronic, physical sciences), police and fire sergeants, ins