EPA
EMPLOYMENT
OF THE
HANDICAPPED
PROGRAM
WASHINGTON, D.C
*
^•-^
0
SEPTEMBER 1975
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EPA
EMPLOYMENT
OF THE HANDICAPPED
PROGRAM
UJ
O
1975 REPORT
1976 AFFIRMATIVE ACTION PLAN
WASHINGTON, D.C.
SEPTEMBER 1975
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UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
WASHINGTON. D.C. 2Q460
THE ADMINISTRATOR
<>
SUBJECT: Employment of the K^rdicapped in EPA
nan *-u"«
TO: Managers and
The President's memorandum of March 24, 1975, on employment of
the handicapped, raakes it clear that we should be actively involved
in promoting efforts to employ handicapped individuals, including
veterans.
It is EPA's policy that we will cooperate fully with Federal
selective placement programs by identifying and/or restructuring
positions to facilitate hiring persons wto are physically impaired,
including dlnnhlerl veterans, emotionally restored, or mentally
retarded. This includes recruiting to natch such handicapped
individuals with suitable jobs, and using gpoci netnageraent practices
which recognize and support the effective utilization of handicap-. JFX!
employees on the job.
EPA's accomplishments in this area are noted in the attached
report of actions taken under the FY 1S75 affirmative action plan.
Alsp included is EPA's FY 1376 affirmative action plan which contains
program, objectives and action items for the employment of the
handicajiped, including a separate plan for disabled veterans.
I would like to reiterate President Ford's exhortation that
these plans be carried out to the fullest extent possible and call
upon your cooperation in this effort.
Attachment
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Table of Contents
Introduction . iv
Policy Statement of the President v
I. Affirmative Action Program for Employment of the Handicapped:
Report on the Status of PY 1975 Plans 1
II. Statistical Report: Number of Handicapped Employees as of
December 31, 197U 5
Attachment 1: Definition of Handicapped Codes 6
III. FY 1976 National Affirmative Action Plan for Employment
of the Handicapped 7
IV. FY 1976 National Affirmative Action Plan for Employment
of Disabled Veterans 13
Attachment 2: Statistical Report on Disabled Veterans as
of December 31, 1974 19
V. Selective Placement Coordinators for Employment of the
Handicapped 20
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INTRODUCTION
The emphasis on selective placement programs in Federal
employment for the hiring, placement, and retention of handicapped
individuals has been long standing. Recent legislation, the
Veterans Readjustment Act of 1974, includes disabled veterans as
a group for whom affirmative action program plans are required
from Federal agencies. The President has again this year asked
Federal employers to do their utmost to support and advance this
program.
This report is intended to make EPA managers and supervisors
more aware of the Agency's commitment in this area. The narrative
and statistical reports on the FY 1975 affirmative action plans
are provided to show Agencywide accomplishments at the Headquarters,
regional, and laboratory levels so that special individual efforts
might serve as suggestions to all. The FY 1976 national plans,
approved by the Civil Service Commission, are to serve as an Agency-
wide blueprint for the development of Headquarters, regional and
laboratory affirmative action plans.
The success of these programs hinges on the commitment of
managers and supervisors to make the special efforts necessary to
successfully hire the handicapped, recognizing that they deserve the
opportunity to demonstrate their job-related abilities.
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THE WHITE HOUSE
WASH1NGTON
March 24, 1975
MEMORANDUM FOR HEADS OF
EXECUTIVE DEPARTMENTS AND AGENCIES
The Federal Government firmly advocates equal employment
opportunities for all Americans. In this context, I pledge
my Administration to the employment and full utilization of
handicapped persons in staffing the Federal service. Let
the emphasis rest upon the individual's ability rather than
his or her disability. The handicapped have proved that
they are efficient, effective, and productive workers. They
can advance the Government's service to its citizens.
Since World War II, Federal jobs have been opened to more
than a quarter million of our citizens who, though handi-
capped, have nonetheless been qualified to serve. They have
served well.
The Federal Government has a strong commitment to:
— assist the physically impaired, including the
disabled veteran, who are not occupationally
handicapped when assigned to the right job;
consider the mentally restored whose only
handicap is that they once suffered an emo-
tional illness; and
employ the mentally retarded who can demon-
strate ability to perform certain tasks
required in all organizations.
Now, under the Rehabilitation Act of 1973 and the Vietnam Era
Veterans' Readjustment Assistance Act of 1974, that policy has
been given new force and meaning for handicapped citizens.
Under these laws you are charged with developing comprehensive
affirmative action plans for the hiring, placement, and advance-
ment of handicapped individuals and disabled veterans in each
Federal department and agency. I urge you to carry out these
plans to the fullest extent so that our fellow citizens can
learn from your example.
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I. Environmental Protection Agency
Affirmative Action Program for Employment of the Handicapped
Report on the Status of FY 1975 Plans
GENERAL
On July 23, 1974, the Administrator issued a policy statement to
all employees supporting the selective placement programs. As required
by EPA Order 3110.13 of May 3, 1974, the Director, Personnel Management
Division, requested from each operating personnel officer Agencywide
the designation of a Selective Placement Program Coordinator and the
submission of local affirmative action plans. This was done September
20, 1974, and plans were to have been submitted by December 1, 1974.
The Agency Coordinator reviewed each plan submitted for compliance
with the requirements of FPM Letter 306-5 dated January 28, 1974, and
Agency criteria for evaluating program effectiveness. During March,
1975, progress reports were made by each coordinator on program accom-
plishments resulting in this consolidated report.
OBJECTIVE I: Review Current Status of Program.
Action Taken: The Agency Coordinator analyzed employment statistics,
prior program accomplishments, and problem areas to identify ways to
better foster the hiring and utilization of the handicapped.
OBJECTIVE II: Launch Agencywide campaign to improve EPA's achievements.
Action Taken: Guidelines were developed and published to implement the
coordinator system Agencywide. Although program evaluation standards were
not published, employing offices were furnished guidance on affirmative
action plan requirements from the standpoints of development, coordination,
and reporting requirements. The Agency coordinator provided Agencywide
information on noteworthy accomplishments, job restructuring, and other
appropriate instructions.
OBJECTIVE III: Cooperate and work with State, Veterans Administration,
and other vocational rehabilitation programs.
Action Taken: Strong ties have been established with the vocational
rehabilitation agencies Agencywide. Coordinators are working with -
vocational rehabilitation agencies to provide for non-paid work experience
under the host enrollee provision of the Vocational Rehabilitation Act
of 1973. Close ties were established with CSC selective placement
program advisors in the Manpower Sources Division for guidance on
achieving a more effective and responsible program. The Agency has liaison
with Galluadet College for the hiring of the deaf.
OBJECTIVE IV: Create a climate in EPA in which supervisors and managers
understand the responsibilities and opportunities involved in hiring the
handicapped.
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Action Taken: The Administrator's statement to all employees set the
tone of the program. Many employing offices sent memoranda to super-
visors regarding the program and their responsibilities and included
instructional materials in supervisory handbooks.
OTHER PROGRAM ACCOMPLISHMENTS AND ONGOING EFFORTS
Other actions were taken and are currently being taken by the
Headquarters and Field coordinators in support of the Agencywide objectives.
They are as follows: ,
A. In Headquarters:
- The Agency Coordinator has taken the CSC course on
Selective Placement and provided training for Headquarters
Coordinator.
- 8 mentally retarded office machine operators were hired.
- One handicapped employee was reassigned from Messenger to
Office Machine Operator in the interest of his job satis-
faction and productivity.
- One deaf file clerk was hired. Mirrors were placed in
strategic places to allow her to see when people come up to
get files.
- One deaf Clerk-Typist was hired.
- Made contacts with, and held several meetings with represen-
tatives of D. C. Vocational Rehabilitation Services.
- Presently working with International Rehabilitation Associates
of Pittsburgh trying to place a blind Chemical Engineer.
- Presently trying to place a deaf Computer Technician.
- Presently working with Bureau of Rehabilitation Services
in an attempt to get an Office Machine Operator promoted.
- Sent instructions to all Administrative Officers outlining
the Handicap Program and asking them to identify positions
that could be filled by handicapped employees. Discussed
the possibilities with several supervisors.
- Sent memo to Staffing Specialists asking that they make sure
that any handicapped employees they hire are properly
identified and coded into the computer system consistent with
the employees' rights to privacy.
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- A greater awareness exists as to who are the handicapped
employees, what their problems are, and how they can be
used to assist in planning and developing the program.
- Buildings have been surveyed for removal of architectural
barriers and special markings on doorways, etc.
B. In the Field:
Regional Administrators in some cases have issued policies
reinforcing the Administrator's statement.
Handicapped Program Advisory Committees have been set up in
Regions Hand IV with handicapped employees included.
Handicapped employees are involved in the operational
phases of the program at the Laboratory in Research Triangle
Park, North Carolina.
Region II employees are working with the Federal Executive
Board Committee on Handicapped Persons.
Information has been published on who the field coordinator
is and where and how he/she can be contacted.
Staffing Specialists have received training in the placement
(initial and in-service) of handicapped persons.
Part-time, seasonal, and full-time positions have been identi-
fied and structured to better utilize the handicapped.
Supervisors are being trained through information programs on
capabilities of the handicapped. Region II has instituted a
special annual information program and has arranged visits
for supervisors to training facilities.
Equipment (MTST) was modified to accomodate a blind employee
in Region IX.
Efforts in behalf of present employees include rehabilitation
counselling for the newly disabled at the Cincinnati Laboratory.
Cincinnati has publicized the capabilities of the handicapped
by nominating two employees for the "Outstanding Handicapped
Federal Employees of the Year" Award.
Providing unpaid work experience is being investigated
agency-wide, and interviews are being held with candidates for
three positions in Region IX.
Some Regions are working with colleges to identify handicapped
applicants for stay-in-school programs.
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Efforts have been made to survey transportation facilities
for the handicapped; special parking spaces are reserved in
most installations.
Progress has been made in the removal of architectural
barriers to employment, particularly in providing accessible
restroom facilities. In Region I the Safety Officer will
include inspection of handicapped employees' work sites as
part of the Regional Safety Committee's reviews as early as
October '75.
SUMMARY
EPA, as planned, has analyzed the status .of the program, how it
could be improved, and committed resources to furthering the program. The
coordinator system is now operational, responsibilities within the
Personnel Management Division and in the Field personnel offices are under-
stood, and the Agency is now able to embark on FY 1976 plans to continue /
fostering out-reach efforts for the hiring and placement of the handicapp/d.
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II. Statistical Report: Number of Handicapped Employees
As of December 31, 197U
Handicapped
Codes
EPA
Headquarters
Region I
Region II
Region III
Region IV
Region V
Region VI
Region VII
Region V-III
Region IX
Region X
Cincinnati *
Research
Triangle P.
Corvallis
Las Vegas
TOTAL
10
2
1
1
1
1
6
11
1
1
20
2
1
3
3
I
10
21
4
1
2
3
1
3
1
7
2
1
1
26
30
2
1
2
2
1
1
6
3
2
20
31
1
2
1
4
40
1
2
1
1
5
41
6
1
1
8
42
2
1
1
4
43
0
50
4
-
4
51
l
- 2
1
1
5
1
10
52
2
1
1
1
5
53
2
1
2
5
54
1
1
55
15
1
1
1
18
56
0
TOTAL
39
2
4
1
5
5
4
6
5
6
3
29
4
7
7
127
* Includes 4 Employees at Ann Arbor
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Definition .of Handicapped Codes
10 - Amputation r one extremity
11 - Amputation - two or more extremities
20 - Deformity or impaired function - upper extremity
21 - Deformity or impaired function - lower extremity or back
30 - Vision - best corrected vision of poorer eye not more
than 20/200
31 - Vision - best corrected vision of better eye not more
than 20/200
40 - Hearing - some in one ear; none in other
41 - Hearing - in both ears but not more than 12/20 in better
ear without the use of hearing aid
42 - Hearing - 0/20 in each ear, including speech malfunction
43 - Normal hearing with speech malfunction
50 - Tuberculosis - inactive pulmonary .
51 - Organic heart disease (compensated) - valvular, arrhythmia,
arteriosclerosis, healed coronary lesions
52 - Diabetes - controlled
53 - Epilepsy - adequately controlled
54 - History of emotional or behavioral problems requiring
special placement effort
55 - Mentally retarded (If there is a certification from a State
Office of Vocational Rehabilitation, use Code 55 )
56 - Mentally restored
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III. Environmental Protection Agency
FY 1976 National Affirmative Action Plan
For Employment of the Handicapped
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OBJECTIVE I: To Make Managers and Supervisors More Aware of EPA's
Selective Placement Programs
ACTION ITEMS
RESPONSIBLE OFFICIAL
TARGET DATE
1. Publish a FY '75 report on
the status of the program and
publicize the FY '76 National
Plan.
- Number of handicapped on
board in each area as of
12-31-74.
- Names of coordinators.
- Reaffirmation of program
support-statement from the
Administrator.
- Reminder of responsibility
areas.
2. Provide a narrative and
statistical report on the
status of the program as of
June 30, 1975.
3. Establish an Advisory
Committee including
handicapped employees from
Headquarters and the Field
to assist management in
developing and evaluating
the program.
4. Publicize the program within
the Agency and to the general
public.
Agency Coordinator/
Administrator
7-1-75
Agency Coordinator
9-15-75
Assistant Administrator
for Planning and Manage-
ment
10-15-75
Agency Coordinator
Ongoing
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OBJECTIVE II:
To Provide the Necessary Assistance to Handicapped Employees
to Enhance Their On-The-Job Performance and to Employees Who
Become Disabled Either Because of Job Related Injuries or
Otherwise
ACTION STEPS
RESPONSIBLE OFFICIAL
TARGET DATE
Analyze types of handicapped
employees on board to identify
those who may require assistance
to enhance their on-the-job
performance.
Provide employees information
on what services the Coordinator
can provide for various types of
disabled individuals and how the
Selective Placement Coordinator
can be contacted.
Utilize the placement
follow-up procedures to
monitor the progress of
handicapped employees and
take necessary action to
assist employees when
problems appear.
Headquarters and Field
Coordinators
12-31-75
Headquarters and Field
Coordinators
10-15-75
Headquarters and Field
Coordinators
9-15-75
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OBJECTIVE III: To Provide Upward Mobility for Handicapped Employees
ACTION STEPS
RESPONSIBLE OFFICIAL
TARGET DATE
Assure that handicapped
employees receive information
regarding the Upward Mobility
Program.
To the extent possible, provide
handicapped employees the
necessary additional assistance
for participation in training
and'developmental assignments,
i.e., readers for the blind
and interpreters for the deaf.
Headquarters and Field 11-1-75
Selective Placement
Coordinators
Headquarters and Field 6-28-76
Selective Placement
Coordinators
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OBJECTIVE IV:
To Insure that the Consideration of the Unique Needs of
the Handicapped is an Integral Part of the Personnel
Management Program
ACTION STEPS
RESPONSIBLE OFFICIAL
TARGET DATE
1. Issue an Administrator's letter
reaffirming support of the
program. (See Objective I,
Action Item 1).
2. Where appropriate, incorporate
information on the Selective
Placement Program in basic
supervisory training courses.
3. Continue to advise and
disseminate program
information to Field
Selective Placement Coordinators.
4. Assure that noteworthy
program activities and
accomplishments are
publicized to employees
and supervisors, e.g.,
employee newsletters, Agency
newsletters, etc.
5. Continue to work with
Facilities Management to
review each facility (owned
or leased by the agency) to
identify possible environmental
or architectural barriers to
handicapped employees and job
applicants.
National Selective
Placement Coordinator
Chief, Training Staff,
Headquarters
National Selective
Placement Coordinator
National, Headquarters
and Field Selective
Placement Coordinators
7-1-75
2-14-76
6-28-76
3-31-76
Headquarters and Field
Selective Placement
Coordinators
6-28-76
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OBJECTIVE V: To Continue Cooperation and Coordination Efforts with
State, Veterans Administration and Other Vocational
Rehabilitation Programs
ACTION STEPS
RESPONSIBLE OFFICIAL
TARGET DATE
1. To continue to identify sources
of vocational services, in the
areas of appointing offices,
that are available to and
utilized by handicapped persons
from all segments of the popu-
lation.
Headquarters and
Field Selective
Placement Coordi-
nators
12-31-75
Personally contact, at a
minimum, two organizations
to establish rapport and
develop procedures for
applicants referral.
Disseminate recruitment
literature, e.g. vacancy
announcements, to all
identified sources of
vocational services.
Headquarters and Field
Selective Placement
Coordinators
Headquarters and Field
Selective Placement
Coordinators
3-1-76
3-1-76
Continue to coordinate
efforts with the
rehabilitation agencies
for the placement of the
handicapped with the Agenc; .
Continue to work with
vocational rehabilitation
agencies to set up
programs of non-paid work
experience for the handicapped.
National Placement
Coordinator
5-31-76
National, Headquarters,
and Field Coordinators
4-15-76
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IV. Environmental Protection Agency
National Affirmative Action Plan for
Employment of Disabled Veterans
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OBJECTIVE I: To Increase the Representation of Qualified Disabled
Veterans in the Workforce Through Special Recruitment
ACTION STEPS
RESPONSIBLE OFFICIAL
TARGET DATE
Review vacant positions to
determine those positions
which are more conducive
to veterans with a
disability and to what
degree
To assure maximum effort
is made to reach for
qualified disabled veterans
by selecting officials
Monitor recruitment and
placement activities to
insure that effective
recruitment efforts are
taking place
Develop recruitment
literature for disabled
veterans
Staffing Specialists
in each Personnel
Office
10-31-75
Headquarters and
Field Coordinators
Headquarters and Field
Coordinators
6-30-75
2-15-76
Agency Selective
Placement Program
Coordinator
3-31-76
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OBJECTIVE II:
To Provide the Necessary Assistance to Disabled
Veterans to Enhance their Skills and to Fully .
Utilize Present Skills
ACTION STEPS
RESPONSIBLE OFFICIAL
TARGET DATE
Utilize the Placement
Follow-up Program to
monitor the progress of
disabled veterans and
take necessary action
to assist employees when
problems appear
Provide career counselling
for disabled veterans as
to the availability of
training and developmental
job opportunities
Counsel disabled veterans
on their specific work
environment and performance
Explore the feasibility
of developing and
implementing a formal
Upward Mobility Program
for disabled veterans
Headquarters, and Field
Coordinators
12-31-75
Headquarters and Field
Coordinators
5-15-75
Supervisors
Agency Selective
Placement Program
Coordinator
12-1-75
11-30-75
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OBJECTIVE III:
To Cooperate and Coordinate Efforts with Veterans
Administration and Veterans Groups to Attract
Qualified Disabled Veterans
ACTION STEPS
RESPONSIBLE OFFICIAL
TARGET DATE
Identify sources of
availability of disabled
veterans with the Veterans
Administration, DAV,
and Veterans Vocational
Rehabilitation Programs
Contact a mimimum of two
organizations for
applicant referral
Headquarters should
establish a talent bank
of disabled veterans
candidates available for
employment, promotion,
reassignment, transfer,
etc.
Headquarters and Field
Coordinators
9-1-75
Headquarters and Field
Coordinators
Agency Selective
Placement Program
Coordinator §
Headquarters and Field
Coordinators
11-15-75
12-1-75
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OBJECTIVE IV:
To Insure Consideration for Disabled Veterans as an
Integral Part of the Hiring Practices of this Agency
ACTION STEPS
RESPONSIBLE OFFICIAL
kT DATE
4.
Include in supervisory
training the policy of
hiring and utilization
of disabled veterans
consistent with merit
principles
Provide briefings on
problems, objectives and
status of disabled
veterans program to all
levels of managers and
supervisors
Assure that noteworthy
accomplishments are
publicized to employees
and supervisors e.g.,
employee newsletters,
Personnel Newsletters,
etc.
Work with the Facilities
Management Branch to
schedule and begin a
time-phased review of
each EPA facility owned
or leased, to identify
possible environmental or
architectural barriers to
the disabled
Headquarters and Field
Operating Coordinators
Training Officers
3-30-76
Director of Personnel
Headquarters and Field
Coordinators
12-5-75
Selective Placement
Program Coordinator
4-15-76
Selective Placement
Program Coordinator
2-lr76
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OBJECTIVE V: To Develop a System for Internal Program Evaluation and
Periodic Progress Reports
ACTION STEPS RESPONSIBLE OFFICIAL TARGET DATE
1. Narrative Report on Agency Selective Placement 9-1-75
Activities as of 6-30-75 Program Coordinator
2. Narrative Report on Selective Placement 3-1-75
Headquarters and Field Program Coordinator
accomplishments as of
12-31-75
3. Determine if additional Director, Personnel 6-1-76
resources are needed to Management Division
carry out Affirmative
Action Plan
4. Review and evaluate Selective Placement 9-15-75
Affirmative Action Plans «» Program Coordinator
from Headquarters and
Field Coordinators for
adequacy and effectiveness
in meeting required FPM
guidelines on the employment
of Dibbled Veterans and
Agency objectives
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Statistical Report on Disabled Veterans
As Of December 31, 1974
Veteran's Status Number in Work Force Number Handicapped
10 point compensable 149 10
10 point non-compensable 120 6
(excludes 10 point other)
5 point 2795 14
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V. Environmental Protection Agency
Selective Placement Coordinators
for Employment of the Handicapped
EPA Headquarters
401 M Street, S.W.
Washington, D. C. 20460 Amy Kearns
Region I
John F. Kennedy Federal Building
Boston, Massachusetts 02203 John Larkin
Region 11
26 Federal Plaza
New York, New York 10007 Charles Barenthaler
Region III
Curtis Building
6th £ Walnut Streets
Philadelphia, Pennsylvania 19106 James E. Brown
Region IV
1421 Peachtree Street, N.E.
Atlanta, Georgia 30309 Huldah Anderson
Region V
230 S. Dearborn Street
Chicago, Illinois 60604 Terri Huttleston
Region VI
1600 Patterson Street
Dallas, Texas 75201 Evelyn Daniels
Region VII
1735 Baltimore Avenue
Kansas City, Missouri 64108 Carolyn Thorpe
Region VIII
1860 Lincoln Street
Denver, Colorado 80203 Evelyn Young
Region IX
100 California Street
San Francisco, California 94111 Jim Rossi
Region X
1200 6th Avenue
Seattle, Washington 98101 Marlyn Johnson
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National Research Laboratory
Environmental Protection Agency
Cincinnati, Ohio 45268 Bob Schneider
Mobile Source Pollution Control Program
2565 Plymouth Road
Ann Arbor, Michigan 48105 Don Burian
National Research Laboratory
Environmental Protection Agency
Research Triangle Park, North Carolina 27711 Ray Strickland
National Research Laboratory
P. 0. Box 15027
Las Vegas, Nevada 89114 Gregg Kellogg
National Research Laboratory
200 S.W. 35th Street
Corvellis, Oregon 97330 Gregg Kellogg
Agency Coordinator
Headquarters
401 M Street, S. W.
Washington, D. C. 20460 Bob Pavlik
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