The Enterprise Human Resources Integration-Statistical Data
Mart (EHRI-SDM) is the new data source
for FedScope. Use navigation links above for "brief definitions and data cube
availability" for each data element.
Before using our data, let us help with clarification. Contact us at FedScope@opm.gov
Data Definitions
Accessions
[Dimension - available
in the following Data Cube(s): "Accessions"]
A personnel action resulting in
the addition of an employee to an agency’s staff. For the purposes
of FedScope,
restorations and returns to duty are excluded. The following types
of accessions are included:
Transfers-In
Movement of a single employee, or group of employees, from another
agency with a break in service of 3 days or less.
Individual Transfer
Transfer-in of an individual employee.
Mass Transfer
Transfer-in of a group whose function was transferred to
another agency.
IMPORTANT:
Employees in the following situations are counted as new hires rather
than transfers-in:
Employees who moved from an Excepted Service position.
Employees who moved from one type of Federal service to another (e.g.,
left a Competitive Service position in one agency to take an
Excepted or Senior Executive Service position at another agency).
As a result from (a) and (b) above, the transfer-in count in the
accession cube will usually be lower than the transfer-out count in the
separation cube.
New Hires
Appointment of an employee from outside of the Federal government; a
transfer-in from an Excepted Service position or a transfer-in from
one type of Federal service to another (e.g. left a
Competitive Service position in one agency to take an Excepted or
Senior Executive Service position at another agency).
Competitive Service Appointment
Appointment to a position that is governed by civil service law,
but not a part of the Senior Executive Service.
Excepted Service Appointment
Appointment to a position that is not part of the Competitive
Service or Senior Executive Service. These positions are
exempt by law, Executive order, and OPM regulation.
Senior Executive Service
Appointment to a managerial or supervisory position above the
GS-15 level in which the employee performs executive
functions. These positions do not require Presidential or
congressional approval.
Age
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend", "Diversity"]
An employee's
age. Age is displayed in five-year intervals, except for an initial
interval of less than 20 years and a final interval of 65 years or more.
Agency
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend", "Diversity"]
The employing organization.
Not all Federal agencies report to the
Enterprise Human Resources Integration-Statistical Data Mart (EHRI-SDM), the data
source for FedScope.
Please see About EHRI-SDM for information on
agency coverage.
Agencies are summarized into four
categories:
Cabinet Level Departments
Large Independent Agencies (1000 or more employees)
Medium Independent Agencies (100 to 999 employees)
Small Independent Agencies (less than 100 employees)
Data for specific agencies are obtained by drilling
down within a category.
Note:
Many Cabinet level and large independent agencies provide data below the agency
level that can be accessed by drilling down within the agency.
Average Length of Service
[Measure
- available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Diversity"]
A measure representing the average number of years
of Federal civilian employment and creditable military service.
Invalid values are excluded from the average. A large
number of invalid values could invalidate the average. To obtain counts of invalid
values, display the data using the Length of Service dimension (see Length
of Service).
Please note: For the Diversity Cube,
average length of service is
suppressed for all tables/crosstabs depicting small cells (i.e. employment
is less than 4). Average Length of Service measure will appear as "NA"
across all available dimensions when employment is "less than
4".
Average Salary
[Measure
- available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend", "Diversity"]
A measure representing the average adjusted basic
pay, an annualized rate of pay. Adjusted basic pay is the sum of an
employee’s rate of basic pay and any locality comparability payment and/or special
pay adjustment for law enforcement officers.
An
employee's actual earnings may be more or less than the annualized rate because of factors
such as overtime, shift differentials, less than full time work, or leave without pay.
Invalid salary values are excluded from the
average. A large number of invalid values could invalidate the average. To
obtain counts of invalid values, display the data using the Salary Level dimension (see Salary Level).
Please note: For the Diversity Cube,
average salary is
suppressed for all tables/crosstabs depicting small cells (i.e. employment
is less than 4). Average Salary measure will appear as "NA"
across all available dimensions when employment is "less than
4".
Employment
[Measure
- available
in the following Data Cube(s): "Employment", "Employment
Trend", "Diversity"]
A measure representing the number of employees in
pay status at the end of the quarter (or end of the pay period prior to the end of the
quarter).
Please note: For the Diversity Cube, employment is
suppressed for all tables/crosstabs depicting small cells (i.e. employment
is less than 4). Employment measure will appear as "NA"
across all available dimensions when employment is "less than
4".
Ethnicity and Race Indicator
[Dimension
- available
in the following Data Cube: "Diversity"]
An employee's ethnicity and race identification as
defined by the Office of Personnel Management (OPM).
Ethnicity and Race Indicator (ERI) consists of one
ethnicity category (Hispanic or Latino) and five race categories.
All applicable categories may be selected, and at least one category must
be selected.
Hispanic or Latino
A person of Cuban, Mexican, Puerto Rican, South or Central American,
or other Spanish culture or origin, regardless of race.
American Indian or Alaska Native
A person having origins in any of the original peoples of North and
South America, including Central America, and who maintains tribal
affiliation or community attachment.
Asian
A person having origins in any of the original peoples of the Far
East, Southeast Asia, or the Indian subcontinent including, for
example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the
Philippine Islands, Thailand, and Vietnam.
Black or African American
A person having origins in any of the black racial groups of Africa.
Native Hawaiian or Other Pacific Islander
A person having origins in any of the original peoples of Hawaii,
Guam, Samoa, or other Pacific Islands.
White
A person having origins in any of the original peoples of Europe, the
Middle East, or North Africa.
Gender
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend"]
An employee’s gender (male or
female).
General Schedule & Equivalent Grade
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend", "Diversity"]
The General Schedule grade for pay
plans in the General Schedule and Equivalently Graded pay plans category (see Pay
Plan and Grade).
General
Schedule and Equivalent Grade is derived differently for the two
groups that make up the General Schedule and Equivalently Graded (GSEG) pay plans category:
Standard GSEG pay plans
The General Schedule and Equivalent Grade is the actual grade
of the pay plan. That is because these pay plans use the General Schedule grade
structure to classify jobs.
Other GSEG pay plans
The General Schedule and Equivalent Grade will probably be something other than the actual
grade of the pay plan. That is because these pay plans do not use the General
Schedule grade structure to classify jobs. The General Schedule and
Equivalent Grade
for these pay plans is derived from job analysis studies and/or algorithms that relate the
grade and salary of other pay plans to the General Schedule and assign a General Schedule
grade.
Note: Assigning General Schedule grades to these pay plans is done for statistical purposes only
and is not intended for administrative use.
This dimension is not applicable to pay
plans outside the General Schedule and Equivalent pay plan category. Use the Pay Plan
and Grade dimension (see Pay Plan and Grade) to
generate grade distributions for specific pay plans.
Length of Service
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Diversity"]
The number of years of Federal
civilian employment, creditable military service, and other service made
creditable by specific legislation. Length of service is grouped by
five-year intervals, except for:
the initial intervals of less than 1 year, 1-2
years, and 3-4 years and
the final interval of 35 years or more.
Location
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend", "Diversity"]
The official duty station of an
employee. Locations in the United States are defined in terms of states and counties (or
county equivalents). Locations outside the United States are defined in terms of
countries and U.S. territories.
Locations are
summarized into three categories:
United States
U.S. Territories
Foreign Countries
Detailed data are obtained by drilling down within
a category. From the United States category, you can drill down to specific states.
Note: U.S. counties are excluded
starting in March 2004. From the U.S. Territories and Foreign Countries categories, you can drill
down to specific territories and countries.
For security purposes, FedScope
does not provide detailed location
information for the:
Federal Bureau of Investigation (Justice Department)
Drug Enforcement Agency (Justice Department)
Bureau of Alcohol, Tobacco, and Firearms (Treasury/Treasury and
Justice Department beginning in 2003)
Secret Service (Treasury/Homeland Security Department beginning in
2003); or
Bureau of the Mint (Treasury Department)
Employees of these agencies that work in the
Washington, DC-MD-VA-WV Metropolitan Statistical Area (see Metropolitan
Statistical Area), which includes parts of Maryland, Virginia, and
West Virginia, are all reported as working in the District of Columbia
(under the United States category). Other employees are reported as
"Suppressed" (a separate value under the United States category). As a
result, FedScope overstates employment for the District of Columbia and understates employment for all
states, territories, and foreign countries.
Note: The Employment Trend cube
uses a dimension name Area in place of Location and is restricted to "Inside DC
Metropolitan Area", "Outside DC Metropolitan Area", and
"Unspecified".
Metropolitan Statistical Area (MSA)
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations"]
Note: MSA dimension is excluded starting in March 2004.
The geographic area of an employee's
official duty station, where the geographic area consists of a city and the surrounding
counties (or portions of counties) that are economically and socially linked to that city,
as defined by the Office of Management and Budget (OMB).
Metropolitan statistical areas are grouped by name, plus a
Not-an-MSA group. Data for a specific MSA are obtained by drilling down within the
group.
For security purposes, FedScope
does not provide detailed location
information for the:
Federal Bureau of Investigation (Justice Department)
Drug Enforcement Agency (Justice Department)
Bureau of Alcohol, Tobacco, and Firearms (Treasury/Treasury and
Justice Department beginning in 2003)
Secret Service (Treasury/Homeland Security Department beginning in
2003); or
Bureau of the Mint (Treasury Department)
Employees of these agencies that work in the
Washington, DC-MD-VA-WV Metropolitan Statistical Area, which includes parts of Maryland,
Virginia, and West Virginia, are reported as such. Other employees are reported as
"Suppressed" (a value under the Not-an-MSA category). As a result,
FedScope understates
employment for all MSAs other than the Washington, DC-MD-VA-WV Metropolitan Statistical
Area.
Occupation
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend", "Diversity"]
An employee's occupation as defined
by the Office of Personnel Management (OPM).
Occupations are categorized by white collar and blue collar.
Within these categories, occupations are further summarized by occupation families (i.e.,
the first two characters of the occupation code that identifies groups of related
occupations). Data for specific occupations are obtained by drilling down within a
category and family.
Occupational Category
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend", "Diversity"]
Occupational categories are defined
by the educational requirements of the occupation and the subject matter and level of
difficulty or responsibility of the work. For a description of the occupational
categories, see The Guide to Data Standards.
Pay Plan & Grade
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend", "Diversity"]
The pay system and, where applicable,
the grade used to determine an employee's basic pay rate. Grade denotes a
hierarchical position in a pay plan and is sometimes referred to as level, class, rank, or
pay band.
Note: Senior Executive Service level, which is normally
considered to be more of a step than a grade, is treated as a grade in FedScope.
Pay Plans are summarized into three categories that are each broken down into
two additional categories:
General Schedule and Equivalently
Graded (GSEG) Pay Plans
Standard GSEG
These pay plans use the General Schedule grade structure to classify jobs.
Other GSEG
These pay plans do not use the General Schedule grade structure but
their grades can be mapped to General Schedule grades (see
General Schedule and Equivalent Grade).
Prevailing Rate Pay Plans (Blue Collar)
Federal Wage System
These pay plans are covered by the
Federal Wage System (FWS). The FWS covers most blue collar employees, who are paid
at rates prevailing in the localities where they work.
Other Blue Collar
These pay plans are prevailing rate but outside the FWS.
Other White Collar Pay Plans
Governmentwide or Multi-Agency
These other pay plans are used by more than one agency.
Single Agency
These other pay plans are used by only one agency.
Data for specific pay plans are obtained by
drilling down within a category. Data for specific grades are obtained by drilling
down within a pay plan.
Note:
The Employment Trend cube uses the dimension name Pay Plan. Grade is omitted from this
dimension in the Employment Trend cubes.
Salary Level
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Diversity"]
An employee’s adjusted basic
pay, which is an annualized rate of pay. Adjusted basic pay is the sum of an
employee’s rate of basic pay plus any locality comparability payment and/or special
pay adjustment for law enforcement officers. Salaries are grouped by $10,000
intervals, except for an initial interval of less than $20,000 and a final interval of
$180,000 or more.
An employee's actual
earnings may be more or less than the annualized rate because of factors such as overtime,
shift differentials, less than full time work, or leave without pay.
Separations
[Dimension - available
in the following Data Cube(s): "Separations"]
A personnel action resulting in
the loss of an employee from an agency's staff. For the purposes of FedScope,
furloughs, suspensions, leave without pay, and placement in nonpay status
for seasonal employees are excluded. The following types of
separations are included.
Transfers-Out
Movement of a single employee, or group of employees, to another
agency with a break in service of 3 days or less.
Individual Transfer
Transfer-out of an individual employee.
Mass Transfer
Transfer-out of a group whose function was moved to another agency.
Separations from Federal Civil Service
Quits
Voluntary resignation by an employee, abandoning one's position,
joining the military, or failing to return from military
furlough. Quits also include separations by the agency if an
employee declines a new position or relocation.
Retirements
Separation entitling employee to immediate annuity.
Voluntary
Employee meets minimum age and service requirements for optional
retirement.
Early Out
Employee does not meet the minimum age and service requirements
for optional retirement, but meets reduced age and service
requirements for early retirement.
Disability
Employee is found to be disabled and meets the service requirement
for disability retirement.
Other
Employee is involuntarily separated and meets age and service
requirements for discontinued service retirement, or employee
attains age requiring mandatory retirement.
Reductions-in-Force (RIF)
Employee separation resulting from lack of work or funds, abolition
of position or agency, or personnel ceiling restrictions.
Employees who resign after receipt of a RIF notice are included in
this number.
Termination or Removal
Termination or Removal (Discipline/Performance)
Employee removal based on misconduct, delinquency, suitability,
unsatisfactory performance, or failure to qualify for conversion
to a career appointment. Includes those who resign upon
receiving notice of action based on performance or misconduct.
Termination (Expired Appointment/Other)
Termination of a nonpermanent employee due to expiration of
appointment, work, or funds. This category includes
terminations for some re-employed annuitants and Excepted Service
employees.
Death
Employee loss of life.
Other Separations
Separations not classified in one of the categories above.
Type of Appointment
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend", "Diversity"]
An employee's appointment in terms of
permanence and competitiveness.
Appointments
are summarized into two categories:
Permanent
Non-permanent
Data for specific types of appointments,
competitive
excepted and
senior executive service
are obtained by drilling down within a category.
Note: The Employment Trend cube uses a dimension name Work Status. Work
Status is a combination of Type of Appointment and Work Schedule
dimensions. Work Status dimension is limited to
"Non-Seasonal Full Time Permanent" and "Other
Employees".
Work Schedule
[Dimension - available
in the following Data Cube(s): "Employment",
"Accessions", "Separations", "Employment
Trend", "Diversity"]
The time basis on which an employee
is scheduled to work.
Work schedules are
summarized into two categories:
Full-time
Not Full-time
Data for specific work schedules are obtained by
drilling down within a category.
Note: The Employment Trend cube uses a dimension
name Work Status. Work
Status is a combination of Type of Appointment and Work Schedule
dimensions. Work Status dimension is limited to
"Non-Seasonal Full Time Permanent" and "Other
Employees".
U.S. Office of Personnel Management 1900 E Street NW, Washington, DC 20415 | (202) 606-1800 | TTY (202) 606-2532