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supervision. Using the chi' square test for differences in proportions it was found that in neither case was the numerical difference statistically significant.

Examination of the two sets of whole job rankings will also yield information on the equality of jobs including supervisory .duties. The .. rankings were computed by multiplying the stack number by 20 and adding

the rank within the stack. Consequently, jobs with a lower rank are :: ..-.- stronger jobs. ........---'- ...

Table 6 shows the mean whole job ranking's assigned by classifiers and · GAO managers for both samples. A similar pattern of results to the fore

going analyses can be seen. Females and minority persons have somewhat : .. weaker jobs although, as before, the differences are not statistically

sificant.

CO:CLUSIC::S
.. Since no significant patterns of differences were noted between white

females and their male counterparts or nonwhites and white males, one may

conclude that the Single-Agency Series questionnaires do not support the · hypothesis that nonwhites and women are not receiving similar quality

work experiences as white males. However, there is a consistent_pattern of somewhat lower job responsibilities among nonwhites and females. While this situation has not yet reached significant levels, it warrants further monitoring.

• The methodology used here has some potential as an unobtrusive way of detecting subtle differences in assigned job responsibilities. Because the data was collected for a different purposc, it was not subject to being shaded in a particular direction. Also, since the questionnaircs were

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reviewed and endorsed by the individual's supervisor the accuracy and . validity of the data and results in enhanced. Despite these advantages, there are some drawbacks. Because the only source of infornation was the

questionnaires, the results are not as conclusive as they might otherwise

bc. The classifiers indicated that some responses were not specific or detailed cnough to allow them to make confident judgements. . .. .. ... Future studies of this issue might be incorporated into an ongoing . --- position classification survey program. This would retain the virtue of *--** . not concentrating attention on EEO aspects while gathering more conclusive : information. : :::::::::

::: :

i..

:

- Appendix 4

MONORITY GROUP EMPLOYMENT IN THE FEDERAL GOVERNMENT AND THE GENERAL ACCOUNTING OFFICE

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APPENDIX 5

General Accounting office ... Analysis of GS Employees By Grade and Minority Status

as of December 31, 1977 and December 31, 1978 .

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Total 1-4
- of total

GS- 5

13

Total

Total
Oriental Minority 1 Non-Minor
1977 1978 1977 1978 1977
57

74 946 9784336

17,9 18.3821 31

18
65

30
39
96

87129
231 1821 259

24 . 0.5 47.1 42.352.9

141 154 186 12
112

126 141 . 12
141 .67 +30 97 130 . 27
10

111 32
231 330 386 483. 60
40.3 39.2 59.7

62 268

00

57.

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Total All

... Spanish American Employees

Black

Surname Indian 1977 1978 1977 1978 1977 1978 . | 1977

19781
784

1101 115
5282 5332 14.8 19.2
49
23 30

12
95
54 63

22 121

132 36

50
225
219 86

80
490

428 215 .164
43.9 38.3

3.0

0.5 327 342 127

129
253

246 109 119
197 369 61
35 10

11
819 992 307

336 13

29 37.5 33.9 1.6

2.9 341

248

5 619 456 76

67 965 709 1137

117 36

18 1:14.2 16.5 3.7 2.5

0.1 1085 1194 88

123

38 871 940 25

29 (1956 2134 | 113

152 33

44 5.8 7.1

2.1 645

651 320

331 965 982 11

13

11. 1.1 1.3 0.7 1.1

0.1 87

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GS-12

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15
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al 16-18
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114
13 1 187
1.8 19.4
16 132
13

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