EPA
EMPLOYMENT
     OF THE
HANDICAPPED
   PROGRAM
   WASHINGTON, D.C.
                           Dm fii
                              J-T.
                           JULY 1977

-------
              EPA
         EMPLOYMENT
     OF THE HANDICAPPED
  AND  DISABLED VETERANS
          PROGRAM
                  \
          1977 REPORT
1978 AFFIRMATIVE ACTION PLAN
        WASHINGTON, D.C.
            JULY 1977

-------
The Environmental Protection Agency's Affirmative Action Plan
for Employment of Handicapped Individuals and Disabled Veterans
                        for FY 1978
Thomas A. Wyvill
Agency Selective
Placement Coordinator
                                     Stanley R. Williams
                                     Director
                                     Personnel Management Division

-------
         UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
                          WASHINGTON. D.C.  20460

                              JUN   61977
                                                               THE ADMINISTRATOR
MEMORANDUM FOR:    All EPA Managers  and Supervisors

SUBJECT:  Enployment of the Handicapped  and Disabled Veterans
     It is the policy of the Environmental Protection Agency to give full
consideration to handicapped individuals, including disabled veterans,
in placement and advancement opportunities in our Agency.  Each manager
and supervisor should be aware of this program and actively participate
in helping to accomplish the overall  objective of equal employment
opportunity for all of our citizens.

     Our Agency is faced with many challenges in the days ahead including
effective enforcement of environmental laws, improved relationship with
State and local governments, and vital contributions to our national
policies in areas of health, energy,  transportation, and community
development.  Ensuring that qualified handicapped individuals are given
equal opportunity for employment and  advancement can greatly contribute
to accomplishing these tasks.

     Handicapped employees are often  found to be among the most productive
and conscientious employees in the work force.  We should give them
the opportunity to contribute to our  efforts.

     I encourage each of you to make  employment opportunities available
to our handicapped citizens and to provide training and advancement
opportunities to deserving handi^pped^rorkers alrpgflily^ejBployed with
our Agency.
                                          M. Costle

-------
                     THE WHITE HOUSE

                       WAS HIN GTON


                            July  21,  1977


MEMORANDUM FOR THE HEADS OF

           EXECUTIVE DEPARTMENTS AND AGENCIES
When I addressed the White House Conference-on Handicapped
Individuals, I said that our nation can no longer tolerate
discrimination against the handicapped.  That means that we
must enforce regulations to make sure that all facets of our
national life — whether transportation, education, recrea-
tion, architecture, or others — are open to all our people.

Perhaps the most important of these areas is employment.
I intend that the government should set an example for fair
employment practices, by demonstrating what can be done to
make the fullest possible use of the abilities of qualified
handicapped people.

This is not a new effort.  The government has already made
progress toward removing barriers to federal employment.
But I believe that we can do more.  I ask that you actively
review your annual affirmative action plans for hiring handi-
capped people and disabled veterans.  As part of your review,
I ask that you study the actions being taken to meet your
goals, and that you take any extra steps that may be necessary
to fulfill our commitment.

Our society has a duty to provide equal opportunities for
our people, and an enlightened government has a duty to lead
the way.

-------
                           Contents








Part  A.     Report of Accomplishments for 1977



Part  B.     Introduction to 1978 Plan



Part  C.     Plan of Action for  1978



Part  D.     Statistical Report  of Handicapped Employees



Part  E.     Statistical Report  of Disabled Veterans



Part  P.     List of EPA's Selective Placement Coordinators

-------
REPORT OF ACCOMPLISHMENTS FOR 1977

Introduction

     This report of accomplishments covers the period April 1, 1976,
through June 30, 1977.  It compares action items in the 1977
Affirmative Action Plan with actual results attained.  Action
items not accomplished will be further evaluated to determine why
they were not accomplished, if they are still necessary to the
overall Agency objectives, and if so, how they can be accomplished
in the coming year.

Objective I

    "To Improve Administration of Selective Placement Programs^
and Increase Awareness of the Programs."

     1.  Increase resources devoted to the program-
         The Agency Coordinator did spend approximately 10$ of
         his time on the Program as planned and a handicapped
         employee was hired to assist the Coordinator.  Further,
         the handicapped employee was converted to an excepted
         appointment to provide assistance on a year round basis.

     2.  Revise Agency policy on selective placement programs-
         The Agency Coordinator did draft a new policy that was
         signed by the Administrator and distributed to all
         supervisors and managers in the Agency.  This was not
         accomplished until September, however, instead of the
         planned July 30,because of a change in the Agency's
         Selective Placement Coordinator.

     3.  Publish the FY'76 Report and FY'77 National Affirmative Plan-
         This was accomplished in September, a. month ahead of the
         planned target date.

     4.  Involve handicapped employees in the evaluation and
         administration of the Program-
         This was accomplished at the national level with the
         employment of a handicapped personnel assistant.  Among
         her major duties were evaluation of the Program including
         analysis of all local Affirmative Action Plans and daily
         assistance in administration of the overall Program.
         She will continue to spend approximately 20% of her time
         working with the Program.

-------
Objective II

    "To Improve facilities for Handicapped Employees."

     1.  Determine the extent to which architectural barriers
         still exist-
         All local personnel offices reported that facilities
         were surveyed.

     2.  Remove any remaining architectural barrlers-
         Three  offices reported the removal of all known
         architectural barriers.  Our Atlanta region moved to
         a new building which is reported free of any architectural
         barriers.

     3.  Confer with handicapped employees to determine if there
         are problems with the physical work space and

     4.  Resolve problems found-

         This appears to have been a major accomplishment as near-
         ly all  offices have reported improved local facilities
         on an individual case basis.  No reporting office indicated
         any problem in tailoring individual work spaces to the
         handicapped employees.

Objective III

    "To increase training and Upward Mobility Opportunities
for Handicapped Employees. "

     1.  Develop training plans for and counsel handicapped
         employees  regarding training opportunities-
         Two  of our regions reported individual training programs
         for handicapped employees and practically all indicated
         that training opportunities were made known to their
         handicapped employees.

     2.  Assure that handicapped employees are made aware of and
         receive full consideration for upward-mobility positlons-
         All Agency upward-mobility positions were widely publicized
         and all EPA employees, including handicapped, were
         encouraged to apply.

-------
  jective IV

    "To Continue Recruitment Efforts to Hire the Handicapped."

     1.  Communications with vocational rehabilitation agencies
         and disabled veterans organizations should be maintained
         and improved where needed-
         Every reporting office has indicated that they are
         maintaining contact with local organizations and agencies
         responsible for placement of handicapped individuals.

     2.  Vacancy announcement should be sent vto agencies which can
         refer handicapped applicants-
         The Agency has expanded its nationwide mailing list to
         include all major organizations which are responsible for
         placement of disabled veterans and handicapped applicants.
         Local installations have developed similar mailing lists in
         their areas.  All vacancy announcements open to applicants
         outside our Agency are sent to these organizations to
         encourage application.

     3-  Recruitment publications should be reviewed to ensure
         they do not discourage handicapped appllcants-
         The Agency has two national recruitment booklets.  Both
         have been recently revised and they concentrate on
         employment opportunities by occupation and organization
         with Equal Employment Opportunities for all applicants.

Evaluation of Actions Not Accomplished

     1.  One shortcoming in the objective to improve administration
         of the Program is that several operating coordinators
         were unable to devote 8% of their time to the Program as
         designed in the national guide.  However, analysis of
         this situation shows that the Program has still been
         effective in these areas and that the Coordinators have
         been able to meet the Program objectives with as little
         as 5% of their time.  Therefore, the revised Program
         should concentrate on Program accomplishment and not be
         overly concerned with percentages of coordinators'  time.

     2.  Involvement of handicapped employees in evaluation and
         administration of local plans was not as apparent as at
         the national level.  Because this is considered an
         essential ingredient to effective administration of the
         Program, this action should be stressed for next year.

     3-  While the Agency can be proud of its improved facilities,
         a few of our local facilities, especially research
         laboratories still have barriers to overcome.  Continued
         improvement in these areas is still needed.

-------
      4.   The development  of training plans and counseling of
          handicapped employees  has not  been consistent.   A new
          Agencywide guidance on this subject: will  be  developed.

      5-   The Upward Mobility Program this  past year was  the most
          successful in the  Agency's history, however, the
          evaluation of the  Program did  not give attention to the
          rate that  handicapped  employees were  considered and
          selected.   This will be done in this  year's  evaluation.

      6.   Finally, we had  an action step encouraging quarterly
          meetings with rehabilitation agencies and veteran
          organizations -  this was  not realistic since most of our
          installations have developed effective relationships on
          a regular  or "as needed"  basis.   The  revised Plan should
          stress  effective communications rather than  forced
          periodic meetings.

 Special Recognition - Employer

      EPA's Printing Management Officers were honored twice in
October 1976, for their two-year-old program that employs mentally
retarded persons.  Through the efforts of Henry Washington and Roland
Sorenson, nine people are working at copy centers located at Waterside
Mall and Crystal City.  On October 1, 1976 the District of Columbia
Association for Retarded Citizens presented Mr. Washington an award
as an Outstanding Employer of Persons with Mental Retardation.  The
National Association of Retarded Citizens chose EPA as the third place
winner in the Employer of the Year Government Category.  Mr. Sorenson
accepted that award for the Agency on October ?0, 1976.

 Special Recognition - Employee

      Beverly Greanya and Alexander Hernandez,  two blind IBM Magnetic
Card Operators received EPA Youth Achievement Awards at the Agency's
Annual Awards Ceremony.on December 13, 1976, in Washington, D. C.
The award read "in recognition of outstanding dedication, contribution
and professionalism in performing duties as Word Processing Operator
towards the mission of EPA Region IX."  The "San Francisco Regional
Administrator presented the awards.

-------
B.  INTRODUCTION TO 1978 PLAN

         As stated in the Administrator's memorandum, it is the
    policy of the Environmental Protection Agency to give full
    consideration to handicapped individuals and disabled veterans
    in hiring and advancement opportunities in our Agency.  Each
    EPA manager and supervisor is expected to be aware of this
    Program and is responsible for contributing to the overall
    "objectives of the Program.  All of our hiring and promotion
    actions will be based solely on individual merit and fitness
    of applicants and employees related to the specific jobs and
    without regard to race, color, religion, sex, age,national
    origin, physical or mental disability, political affiliation,
    or any other non-merit factors.

        The Affirmative Action Program Plan is viewed as the written
    document through which management assures that all persons have
    equal opportunities in recruitment, selection, appointment,
    promotion, training, discipline, and related personnel managerial
    areas.  The selective placement function, through an effective
    Affirmative Action Plan, is to be considered an integral element
    of EPA's overall Personnel Management Program.

        The overall Agency guidance and direction to the Program
    is provided by the Director, Personnel Management Division.
  '  His staff assistant, the Agency's National Coordinator,provides
    liaison  with the Civil Service Commission, and provides
    Agencywide information, guidance and publicity to operating
    Coordinators on the Program's objectives and goals.

         The operating Selective Placement Coordinators, designated
    by the servicing Personnel Officers, develop the local Affirmative
    Action Plans and local policy statements for their areas.   They
    maintain liaison with appropriate veterans organizations,
    rehabilitation centers, and other interested agencies who can
    furnish qualified candidates and assist in program implementation.
    They also administer the Program at the local level and ensure
    support and cooperation from the managers and supervisors in
    their area. (The list of EPA Selective Placement Coordinators is
    attached as Part P.)

         When the National Affirmative Action Plan is approved by
    the Civil Service Commissionj it will not only be distributed to
    all servicing Personnel Officers as a guide in developing local
    plans, but also to every manager and supervisor in the Agency.
    •In this way, we hope to ensure total awareness of the Program
    and proper attention to fulfilling our managerial responsibilities
    as outlined in our policy and basic objectives.

-------
     In the administration of this Program, at the Agency and
local level, our ultimate goal is to integrate affirmative action
for handicapped individuals and disabled veterans into other
personnel programs.  Particular attention will be given to develop-
ing these programs with objectives that include consideration
of these individuals.

     Finally, all local Affirmative Action Plans will be evaluated
by the local management, using evaluation guidelines developed
by the Agency, and their actions in this regard, as well as copies
of the local Plans will be forwarded to the National Coordinator
for inclusion in the overall evaluation as part of the Agency's
Personnel Management Evaluation Program.

-------
C.  PLAN OF ACTION FOR 1978

    Introduction

         The 1978 Plan of Action is divided into two subparts.
    The first subpart involves assessment of the Program against
    the Program objectives.  Particular attention is given to
    those items where improvement is still needed.  The second
    subpart is the actual action items to accomplish our
    objectives.  While some of our action items are simply to
    continue our existing efforts, others are developed to help
    us improve our opportunity to reach our stated objectives.

         Since the National Plan serves as a guide to our
    operating personnel offices in developing their local
    Affirmative Action Plans,  specific items that should be
    addressed in the local plans are annotated throughout this
    part of the Program.

         This year, we will carefully evaluate local plans
    for proper format, specific contents, measurable goals, and
    compliance with the National Plan guidance.  This Plan of
    Action is not considered to be all inclusive of needed
    affirmative action at the operating level, but rather as a
    benchmark of positive action that must be addressed at the
    Headquarters and/or local level.

-------
      PART C.  Subpart 1
                                         ASSESSMENT  OF THE PROGRAM
           OBJECTIVE
      EXISTING SITUATION
                                                                                IMPROVEMENT POSSIBILITIES
I.   Proper administration of the
    Program through policy,
    resource commitment, and
    Agencywide publication of
    the Program.
Existing policy by previous
Administrator stresses  cooperation
but not participation by all
management levels
                                     Current  Program emphasizes time
                                     spent by Selective Placement
                                     Coordinators rather than involve-
                                     ment of  management.  Several local
                                     coordinators are unable to spend
                                     8% of their time administering the
                                     Program  and the Agency Coordinator
                                     also had difficulty meeting his
                                     goal.

                                     The 1977 Affirmative Action Plan
                                     was printed for distribution to
                                     all managers but there was no follow
                                     up to insure delivery.

                                     Several  EPA facilities do not have
                                     sufficient publication of the
                                     Program by notices or posters.
Have new Administrator direct
attention of all EPA managers and
supervisors to their responsibil-
ities under this Program.
                                        Establish realistic percentage
                                        goals for coordinators and develop
                                        action to involve management in
                                        the Program.
                                        Discuss the importance of this
                                        Program with the distribution
                                        officer and get his assurance on
                                        delivery to all responsible officials,

                                        Each facility  is capable of display-
                                        ing a notice or poster on the
                                        Handicapped Program in their general
                                        audience area.

-------
                                           ASSESSMENT  OF THE  PROGRAM
           OBJECTIVE
      EXISTING SITUATION
  IMPROVEMENT POSSIBILITIES
II.   Decentralization of the
     Program to local personnel
     offices with proper Agency
     directives and  support for
     their local plans.
The 1977 National Plan did identify
guidelines for local Action Plans
but did not establish requirements.
                                       The National Coordinator was often
                                       approached by agencies and organi-
                                       zations seeking to refer handi-
                                       capped applicants.

                                       Local plans stressed action items
                                       but not accomplishment reporting.

                                       Publication of local plans not
                                       consistent.
                                       Local plans often lacked  quanti-
                                       fiable goals in support of the
                                       national Plan.
Establish minimum Action require-
ments for all local plans.
                                        Redirect these contacts to the
                                        local operating personnel offices
                                        for action.
                                        Establish a periodic reporting of
                                        local accomplishments.

                                        Develop an actic;  iiem fv r proper
                                        publication of local pla-1-.- to all
                                        covered managers and SUL<~ "•• "isors.

                                        Issue a directive on the ? ._-quirement
                                        for quantifiable goals.

-------
                                        ASSESSMENT  OP THE  PROGRAM
        OBJECTIVE
                                    EXISTING SITUATION
                                                                               IMPROVEMENT POSSIBILITIES
III,
Establish an internal
evaluation system to
measure and improve
the Program.
 IV.
Improve the internal
information system on
handicap data and make
better use of the infor-
mation at the local level.
 There has been little evaluation
 of the Program at  the local level.
                                     Agency review of local efforts has
                                     been the responsibility of the
                                     National Coordinator.

                                     Local plans were reviewed for com-
                                     pliance with Agency guidelines but
                                     not for any minimum objectives or
                                     consistent components.
 The existing personnel information
 system is inaccurate as to
 employees with proper handicap
 identification.

 Statistical data only provided
 on a specific request.

 Handicap data not used by local
 coordinators in setting recruit-
 ment, actions or in evaluating
results.
                                                        10
Consider issuing Agency guidelines
for proper self evaluation of the
Program.

Perhaps use the Agency's Personnel
Management Evaluation Team to cover
this Program with their visits.

Establish minimum local Program
requirements and a standard Plan
format.
Implementation of new CSC handicap
coding system will help.
                                                                             Periodic reporting on handicap data
                                                                             to each installation.

                                                                             Stress use of this data in establish-
                                                                             ing and evaluating local Plans.

-------
                                         ASSESSMENT OP  THE  PROGRAM
          OBJECTIVE
      EXISTING SITUATION
 IMPROVEMENT POSSIBILITIES
 V.   Include sources  of
     handicapped applicants in
     EPA recruitment  efforts.
VI.   Include handicapped
     employees in advancement
     and training plans.
All operating personnel have
developed contacts with local
organizations for handicapped,
however, these could be updated
periodically and checked for
completeness.

Existing special hire authorities
.and special employment programs
could emphasize benefits in
handicap hires.
While advancement and training
opportunities are available for
handicapped employees, management
is  often unaware of this.

The determining of training needs
of  handicapped employees, as with
all EPA employees, is in need of
a structure and time frame.

Opportunities to attend conferences
and training our handicapped
individuals have not been pursued.
                                                        11
Establish a periodic review of
mailing lists for accuracy.
Match existing contacts list
with those of the local CSC office,
                                                                               Promote the use of the Cooperative
                                                                               Education Program and Excepted
                                                                               Appointment Authorities in
                                                                               employing handicapped individuals.
Include presentation of Handicap
Program in Personnel Management
seminars for supervisors and
managers.

Implement new training needs survey
as part of annual performance rating
meeting for all employees.
                                                                                Attend the White House Conference
                                                                                on Handicapped  Individuals and local
                                                                                handicap training  sessions.

-------
                                     ASSESSMENT OF THE PROGRAM
       OBJECTIVE
    EXISTING  SITUATION
                                                                           IMPROVEMENT POSSIBILITIES
VII.  Assure the accessibility
      of EPA facilities to all.
All installations report barrier
free facilities but use of existing
handicapped employees in continued
evaluation of facilities is not
always evident.
All facilities  should utilize
handicapped employees, where
appropriate, in surveying for
architectural barriers.

Remove any remaining barriers
identified if feasible.  If not,
budget for their removal in the
next fiscal cycle.
                                                    12

-------
     PART C.  Subpart 2
                                                 ACTION PLAN
                  OBJECTIVE I
                              To Properly Administer the  Selective Placement Programs Through
                              Effective Policy.,  Appropriate Resourses and Necessary Publicity
          ACTION
                                     IMPLEMENTATION
                                   RESPONSIBILITY
TARGET DATE
    Develop new policy state-
    ment on the Selective
    Placement Program for
    signature of the
    Administrator.
2.
Publish the 1977
Accomplishment Report and
1978 Action Plan and
distribute to all EPA
managers & supervisors.
                              Draft the policy statement
                              including specific reference
                              to disabled veterans.
                                  Obtain the Administrator's
                                  signature and support for the
                                  Program.

                                  Issue policy statement to all
                                  EPA managers and supervisors.
Prepare a consolidated booklet
with introduction and index
on the Affirmative Action
Plan.
                                 Agency Coordinator
  July 1, 1977
                                                                Assistant Administrator
                                                                for Planning and
                                                                Management

                                                                Assistant Administrator
                                                                for Planninp: and
                                                                Management
                                                                   Agency Coordinator
                                                                 July 1,  1977
                                                            September 1, 1977
                                                                                          September 1, 1977
                                                      13

-------
                                                     ACTION PLAN
                             OBJECTIVE I.    continued
            ACTION
                                   IMPLEMENTATION
 RESPONSIBILITY
  TARGET DATE
 *3.  All offices will
      display  posters and/or
      literature  on the
      "Hire the Handicap" in all
      EPA facilities.
                                    Include the accomplishment
                                    report, 1978 Action Plan,
                                    statistical data,  and a list
                                    of coordinators

                                    Have the printed booklet
                                    distributed to all EPA
                                    managers and supervisors
                                    through directives distribu-
                                    tion.
                              Order available posters  or
                              develop an appropriate letter
                              and displav on all main
                              bulletin boards.
                                                               Agency Coordinator
                                                               Agency Distribution
                                                               Officer
                           September 1,  1977
                            October 1,  1977
Headquarters and
Field Coordinators
December 1, 1977
* 4.   Establish realistic goals
      for coordinator's time
      spent with  the program.
                              Agency Coordinator will
                              spend 8% of his time per-
                              forming duties on the
                              Selective Placement Program.

                              Operating coordinators will
                              spend at least 5% of their
                              time performing duties on
                              the Selective Placement
                              Program.

* Astericked items are action steps to be Implemented at operating levels
      addressed in  local plans.
Agency Coordinator
                                                                     Headquarters and
                                                                     Field  Coordinators
    July 1, 1977
and Continuing
                               July 1, 1977
                           and continuing

-------
                                               ACTION PLAN
                        OBJECTIVE  I.
          continued
       ACTION
     IMPLEMENTATION
 RESPONSIBILITY
TARGET DATE
5.   Involve managers and
    supervisors in carrying
    out Affirmative Action
    on a regular basis.
Advise managers and supervi-
sors of their responsibilities
to carrying out the Agency
policy.

On a regular basis, refer
organization contacts and
applicants to officials for
direct communication.
Agency and operating
Coordinators
                                                                 Agency and operating
                                                                 Coordinators
   July 1, 1977
                               July 1, 1977
    * Astericked items are action steps to be implemented at operating levels
      and addressed in local plans.

-------
                                                 ACTION  PLAN
                 OBJECTIVE II.
                              To decentralize the Program to Operating Personnel Offices
                              with Proper Delegation of Authority and Guidance
       ACTION
                                   IMPLEMENTATION
 RESPONSIBILITY
  TARGET DATE
1.   Establish minimum require-
    ments for local
    Affirmative Action Plans.
2.   Refer contacts directed
    to the national coordi-
    nator to  the appropriate
    operating personnel office.
3.  All local Affirmative
    Action Plans must be
    forwarded to the
    Agency Coordinator.
                              Identify actions in the
                              National Plan to be addressed
                              in local plans.
                              Upon review of a contact or
                              referral, determine if best
                              handled by one of the operat-
                              ing personnel offices and
                              refer accordingly.
                              Prepare local plan and submit
                              in accordance with guidelines
                              and target date.

                              Local plans will follow
                              the format of the National
                              Plan.

                              Accomplishment reports must
                              be submitted to the Agency
                              Coordinator on target dates.
Agency Coordinator
and Director, PMD
Agency Coordinator
    July 1, 1977
    July 1, 1977
   and continuing.
Operating Coordinators
                                                                    Operating  Coordinators
                                                                    Operating Coordinators
October 31, 1977
                            October 31, 1977
                            January 31, 1978
                                  and
                              April 30, 1978
* Astericked items are  action steps to be implemented
      addressed in local plans.
                                                  16
                                                            operating levels

-------
                                                   ACTION PLAN
                 OBJECTIVE  II.  continued
           ACTION
       IMPLEMENTATION
   RESPONSIBILITY
   TARGET  DATE
      Local Affirmative Action
      Plans will be made
      available to local
      managers and supervisors.
  5. . Establish goals in local
      plans that are measurable
      wherever possible.
* 6.   Operating coordinators
      will be given appropriate
      training in carrying out
      their responsibilities.
Arrange for distribution of
the local plan to all
supervisors and managers once
approved by Headquarters.
Develop specific actions under
the major Program objectives.

Include specific Action items
for Disabled Veterans.

Review training records of
selective placement coordina-
tors.

Schedule those who have not
attended a course on selective
placement in the past 3 years
for either the CSC Seminar
or appropriate substitute.
Operating Personnel
Officers and
Coordinators
Operating Coordinators
                                                                     Operating Coordinators
Operating Personnel
Officers
October 31, 1977
October 31, 1977


October 31, 1977


   June 30, 1978
     *Astericked items are  action steps to be implemented at operating levels/
      and addressed in local plans.
                                                      17

-------
                                                  ACTION  PLAN
                OBJECTIVE III.
                            To Establish an Internal Evaluation System to Effectively
                            Assess and Improve the Program
         ACTION
                                   IMPLEMENTATION
                                   RESPONSIBILITY
                            TARGET DATE
  1.
* 2.
The evaluation of local
Affirmative Action efforts
will be covered by the
Agency's Personnel
Management Evaluation team.
Local programs will be
self evaluated by the
local personnel offices
with proper Agency
guidance.
  3.
Handicapped employees
will be involved in
evaluation of the Program.
Include on the evaluation
subjects agenda,  the review
of the Handicap Program in
all regions scheduled for
evaluation.
Issue guidance to the  field
on personnel management
evaluation including review
of Affirmative Action  for
Handicap

Self evaluation should be
accomplished in accordance
with the guidelines.
Comments will be solicited
from handicapped employees
in seeking ways to Improve
the Program.
Director, Personnel
Management Division
     July 1, 1977
   and continuing
Director, Personnel
Management Division
                                                                     Operating Personnel
                                                                     Officers
Operating Coordinators
September 30, 1977
                                                                                             June 30,  1978
    June 30, 1978
      * Astericked items are action steps to be Implemented at operating levels
            addressed in local plans.
                                                      18

-------
                                             ACTION PLAN
        OBJECTIVE  III.   continued
    ACTION
    IMPLEMENTATION
                                                               RESPONSIBILITY
                            TARGET  DATE
Establish a  standardized
format for local
Affirmative  Action Plans
with minimum requirements
that will be evaluated.
Identify local program actions
and responsibilities in the
National Plan
                               Review local plans for
                               compliance with these
                               guidelines
Agency Coordinator
                                Agency Coordinator
July 1,  1978
                         December 31,  1978
                                                19

-------
                                                   ACTION PLAN
            OBJECTIVE IV.
To linprove the Internal Data Information System and Utilize
this Information in Program Planning and Evaluation
         ACTION
          IMPLEMENTATION
   RESPONSIBILITY
     TARGET DATE
    Complete the registration
    of all Agency  employees
    under the  new  handicap
    coding system  and convert
    to the automated system.
2,  Handicap data will be
    provided to the  local
    coordinator on a periodic
    basis.

3.  Handicap data will be
    analyzed as part of the
    evaluation of local
    performance and  in
    establishing action goals.
    Review the self coding regis-
    tration from previously issued
    and incorporate the data
    in DIPS.

    Run initial print-out under
    new coding and debug as
    appropriate.

    Establish quarterly dates
    for publishing handicap
    reports for issuance to each
    operating personnel office.

    Review local handicap data.

    Establish hiring and/or
    promotion goals.

    Goals should be established
    for disabled veterans as well
    as total handicap.

    Evaluate the local  program in
    meeting these goals.
Chief, Personnel
Management Systems
Section
Chief, Personnel
Management Systems
Section

Chief, Personnel
Management Systems-
Section
Operating Coordinators

Operating Coordinators


Operating Coordinators



Operating Coordinators
     July 1, 1977
                                                                                                August 1, 1977
   August 1, 1977
   August 1, 1977
   and continuing
September 30, 1977.
                                                                                              September  30,  1977
                                                                                                  June  30,  1978
        tericked items  are  action steps to be implemented
          addressed in  local plans.
                                                    20
                              operating levels

-------
                                                     ACTION  PLAN
              OBJECTIVE V.
To Include Sources of Handicapped  Persons in EPA's
Recruitment Effort
           ACTION
* 1.  All mailing lists of
     veteran organizations and
     agencies with handicapped
     individuals will be
     reviewed and updated
     periodically.
* 2.  Vacancy announcements open
     to the public will be sent
     to all organizations on the
     mailing list and stress
     equal opportunity for all.
     Promote the use of the
     cooperative education
     program to offer employment
     opportunities to handi-
     capped individuals and
     disabled veterans.
           IMPLEMENTATION
     Addresses and contacts will
     be updated at least semi-
     annual ly.

     New organizations and agencies
     should be added as appropriate.
     Review vacancy announcements
     to insure they are
     non-discriminatory.

     Send to appropriate  organiza-
     tions .

     Establish a special  pool of
     temporary slots to launch
     this effort.

     Notify all local offices of
     the availability of  additional
     ceiling for this coop program.

     Monitor the program.
   RESPONSIBILITY
Operating Coordinators
Operating Coordinators
Operating Coordinators
Operating Coordinators
Agency Coordinator
Agency Coordinator
                                                                      Agency Coordinator
     * Astericked items are action steps to be Implemented at operating levels
       and addressed in local plans.
    TARGET DATF,
September 30, 1977
        and
    March 31, 1978

      July 1, 1977
      and continuing
      July 1, 1977
      and continuing
      July 1, 1977
      and continuing

    August 1, 1977
   August 15, 1977
                              August 15,  1977
                                 and continuing

-------
                                            ACTION PLAN
       OBJECTIVE V.   continued
    ACTION
      IMPLEMENTATION
   RESPONSIBILITY
  TARGET  DATE
Promote' the use of the
Veterans Readjustment
Appointment to all our
managers and supsrvisors.
Issue a memorandum or notice
to managers and supervisors
encouraging the use of
VRA appointments.
Operating Coordinator
December 31,  1977
* Astericked items are action steps to be implemented at operating levels
  and addressed  in local plans.
                                                 22

-------
                                                          PLAN

          OBJECTIVE  VI.  To Include Handicapped Employees in Advancement and Training Plans
        ACTION
                                    IMPLEMENTATION
                                    RESPONSIBILITY
                               TARGET DATE
1.
Develop and present
training material on the
Handicap Program in
supervisory courses.
2.
Develop a training needs
survey for all employees,
including handicapped
and disabled veterans.
    Send a Handicapped
    Employee representative
    to the Annual meeting of
    the President's Committee
    on Employment of Handi-
    capped Individuals.
Include material on the
Program in Personnel
Management Seminars for
supervisors and managers.

Include in local personnel
management training courses
for supervisors and managers.
Implement as part of the
annual performance rating
meeting.
                              Same  as action.
    Provide on the job train-
    ing opportunities for
    disabled veterans with
    or without compensation,
    depending on budget limitations
                             Same as action.
Agency Coordinator and
Training Officer
                                                                   Operating Coordinators
                                                                   and local training
                                                                   officers
Agency Training Officer
                                 Agency Coordinator
                                 Operating Personnel
                                 Officers "
September 1, 1977
                                                                                            September 1,  1977
    April 1, 1978
                                 June 30, 1978
                                June  30,  1978
    * Astericked items are action steps to be implemented  at operating levels and addressed in local plans.
                                                      23

-------
                                                  ACTION PLAN

          OBJECTIVE VII.    To Insure the  Accessibility of EPA Facilities to All
         ACTION
      IMrLliMF.HTATION
   RESPONSIBILITY
TARGET  DATE
* 1.   Continue to maintain
      existing facilities that
      are barrier free.
* 2.   Remove  any remaining
      architectural barriers
      as appropriate.
Obtain input from handicapped
employees,  when appropriate,
to insure that no barriers
were overlooked.
Identify any architectural
barriers.
                                  If costly to remove, build
                                  into next years budget.

                                  Coordinate with Facilities
                                  Management and GSA until
                                  completion.
Operating Coordinators
Operating Coordinators
and Facilities personnel
                                 Operating Coordinators
                                 and Facilities personnel

                                 Operating Coordinators
                                 and Facilities personnel
      * Astericked items are action steps to be implemented at operating levels
            addressed in local plans.
July 1, 1977
and continuing
June 30, .1978



June 30, 1978


June 30, 1978

-------
PART D
                   Environmental Protection Agency Report
                   of Affirmative Action Program Plan on
                   Employment of the Handicapped
A.  Statistical Data

    1.  Total number of all employees as of
        December 31, 1976.  (Include full-time
        permanent and all others.)                      15,595	

    2.  Total number of all handicapped
        employees as of December 31, 1976.
        This number includes only those
        disabled veterans with reportable            	139	
        handicaps.*

        * NOTE:-  A determination of handicapped employees was made
                 from extracting records using the codes and guidelines
                 shown in FPM chapter 291, appendix C, paragraph 2,
                 for determining reportable handicaps.

B.  Other

    1.  Number of agency component activities
        and field establishments having
        appointing authority.                         	15	

    2.  Percentage of time spent by Agencywide
        Coordinator for Selective Placement in
        managing the program.                         	10%	

    3.  Number of coordinators designated in
        all component agency activities.             	15	

        Percentage of time spent by component
        coordinators in implementing the
        program.  Indicate the number in
        each group:

                      1 -  10%                       	15
                   '  11 -  25%      •                 	
                     26 -  50%                       	
                     51 -  75%                       	
                     76 - 100%
C.  Source of Data
        Departmental Integrated Payrolling and Personnel System
        of the Department of Interior which services EPA.

                                  25

-------
PART E

                   Environmental Protection Agency Report
                   of Affirmative Action Program Plan on
                   Employment of the Handicapped


A.  Statistical Data as of December 31, 1976.


    Veteran Status              No. in Work Force        " No. Handicapped


    10-point compensable               168                       '9

    10-point noncompensable            120 .                       6
    (excludes 10-point other)

     5-point                        XXXXXX                       17

    NOTE:  A determination of handicapped employees was made from
           extracting records using the codes and guidelines
           shown in FPM chapter'291, appendix C, paragraph 2, for
           determining reportable handicaps. ''


B.  Source of Data

    Departmental Integrated Payrolling and Personnel System
    of the Department of Interior which services EPA.
                                    26

-------
PART F

                     Environmental Protection Agency

                     Selective Placement Coordinators

                     for Employment of the Handicapped
EPA Agency Coordinator
401 M Street, S.W.
Washington, E>. C.   20460  	 Thomas Wyvill

EPA Headquarters Operations Branch
401 M Street, S.W.
Washington, D. C.   20460  		 Amy Kearns

Region I
John F. Kennedy Federal Building
Boston, Massachusetts   02203  	 Georgianna Bishop

Region II
26 Federal Plaza
New York, New York   10007  	 Charles Barenthaler

Region III
Curtis Building
6th & Walnut Streets
Philadelphia, Pennsylvania   19106  	 Deanie Guggino

Region IV
345 Courtland Street, N.E.
Atlanta, Georgia   30308  	  Hulda Anderson

Region V
230 S. Dearborn Street
Chicago, Illinois   60604  	  Bernice Espy

Region VI
1201 Elm Street
1st International Building
Dallas, Texas   75270  	  Billie Jones

Region VII
1735 Baltimore Avenue
Kansas City, Missouri   64108  	  Carolyn Thorpe

Region VIII
i860 Lincoln Street
Lincoln Tower Building
Denver, Colorado   80295  	  Evelyn Young
                                   27

-------
                     Selective Placement Coordinators
                               continued
Region IX
100 California Street
San Francisco, California   94111 	 Jim Rossi

Region X
1200 6th Avenue
Seattle, Washington   98101  	  Lorraine Sather

National Research Laboratory
Environmental Protection Agency
26 W. St. Clair
Cincinnati, Ohio   45268  	  Bob Schneider

Mobile Source Pollution Control Program
2565 Plymouth Road
Ann Arbor, Michigan  48105  	  Judith Morrison

National Research Laboratory
Environmental Protection Agency
Research Triangle Park, North Carolina   27711 ••  Ray Strickland

National Research Laboratory
P.O. Box 15027
Las Vegas, Nevada   89114 	  Pat Johnston
                                  28

-------