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 ------- |