U.S. Postal Service: Diversity in High-Level EAS Positions
GGD-99-26
Published: Feb 26, 1999. Publicly Released: Feb 26, 1999.
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Highlights
Pursuant to a congressional request, GAO reviewed the promotion of women and minorities to high-level Executive and Administrative Schedule (EAS) management positions (EAS 17 and above) in the U.S. Postal Service (USPS), focusing on: (1) the overall extent to which women and minorities have been promoted to or are represented in EAS 17 and above positions in USPS; (2) GAO's observations on the methodology used by a private contractor, Aguirre International, to study workforce diversity at USPS; (3) the status of USPS' efforts to address the recommendations contained in the Aguirre report; and (4) GAO's analysis of whether USPS could better capture and use data to achieve its diversity objectives.
Recommendations
Recommendations for Executive Action
| Agency Affected | Recommendation | Status |
|---|---|---|
| United States Postal Service | The Postmaster General should ensure that appropriate USPS officials capture group data in the Application EEO Flow Tracking System and use these data to help improve the USPS diversity program, including the identification of any barriers that might impede promotions to high-level EAS positions. |
According to the Postmaster General's letter to the Chairman of the Subcommittee on the Postal Service, House Committee on Government Reform, dated May 24, 1999, the Service instituted controls at field location to monitor the accuracy and completeness of data related to the EAS promotion applicant pool. The data should then be reliable for establishing baselines and demographic analyses of the EAS applicant pool and for identification of potential barriers in the EAS promotion process.
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Topics
Employee promotionsEmployment discriminationEmployment of minoritiesFair employment programsHiring policiesLabor statisticsManagement information systemsPostal service employeesStatistical methodsWomen