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