' - , o^~
United States Office of EPA 150 R-01-001
Environmental Protection The Administrator December, 1999
Agency (1201)
Affirmative Employment Program
For
Persons With Disabilities
Affirmative
Employment Program
FY2000
Accomplishment Report
2001
Plan
-------
Persons with Disabilities
United States Office of EPA 150-R-00-001
Environmental Protection The Administrator December, 2000
Agency (1201)
Affirmative Employment Program
FY 2000 Accomplishment Report
&
FY2001 Plan Update
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR PERSONS WITH DISABILITIES
FY 2000 REPORT OF ACCOMPLISHMENTS
AND
FY 2001 PROGRAM PLAN UPDATE
AFFIRMATIVE ACTION PROGRAM PLAN UPDATE AND REPORT OF
ACCOMPLISHMENT FOR
AN AGENCY WITH 1,001 OR MORE EMPLOYEES
Report for the period October 1, 1999 through September 30, 2000.
Plan Update for the period October 1, 2000 through September 30, 2001.
Name of Organization: Environmental Protection Agency
Address of Organization:
1200 Pennsylvania Avenue, N.W.
(Mailcode: 1201 A)
Washington, D.C. 20460
Organization Level: Agency-wide
Number of Employees Covered By Plan: 17.771 TOTAL
882 TOTAL # OF EMPLOYEES WITH DISABILITIES
159 EMPLOYEES WITH TARGETED DISABILITIES
Name of Contact Person/Person Preparing Form: John Benison
TELEPHONE NUMBER: (202)564-7266
Name/Title of Principal EEO Official:
Ann E. Goode
Director, Office of Civil Rights
Signature of Principal EEO Official
DATE:__H/n/0/
Certifies that mij> repo/t is in compliance with EEOC-MD-713
Name/Title of Head of Organization
Christine Todd Whitman
IS/TRATOR
Signature of Head of Organization
DATE:MAY 2 4 2001
(Certifies that this report is in compliance with EEOC-MD-713, "Affirmative Action for Hiring,
Placement and Advancement of Individuals with Disabilities")
EEOC FORM 440 (PG 1) (10/87)
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN FOR PERSONS
WITH DISABILITIES
TABLE OF CONTENTS
AGENCY-WIDE
Introduction 1
Part I: Program Plan Update
Permanent Work Force 3
Plan for Special Recruitment Program 4
Facility Accessibility 5
Part II: Report of Accomplishments
Staffing Commitments 8
Permanent Work Force: Summary of Accomplishments 9
Temporary Work Force: Summary of Accomplishments 11
Permanent Work Force: Analysis of Work Force: White Collar 13
Permanent Work Force: Federal Wage System 14
Permanent Work Force: Types of Occupations 15
Report on Facility Accessibility 16
Permanent Work Force: Promotions and Career Development Programs 17
FY 2000 Noteworthy Activities/ Initiatives 18
FY 2001 Planned Initiatives - 22
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
FOR
PERSONS WITH DISABILITIES
I. INTRODUCTION
The U.S. Environmental Protection Agency (EPA) is a regulatory agency of the Federal executive
branch responsible for implementation of the federal laws designed to promote public health by
protecting our nation's air, water, and soil from harmful pollution. EPA endeavors to accomplish
its mission systematically by proper integration of a variety of research, monitoring, standard-setting,
and enforcement activities. As a complement to its other activities, EPA coordinates and supports
research and anti-pollution activities of state and local governments, private and public groups,
individuals, and educational institutions. EPA also monitors the operations of other federal agencies
with respect to their impact on the environment.
The EPA is headed by an Administrator appointed by the President with the advice and consent
of the Senate. The organization's senior executive management consists of a Deputy Administrator,
nine Assistant Administrators, three Associate Administrators, an Inspector General, a Chief
Financial Officer, a General Counsel, ten Staff Office Directors, and ten Regional Administrators.
Organizationally, the Agency is comprised often major program offices, ten regional offices, and
several laboratory sites. Program offices are "functional divisions" headed by the Agency's
Assistant Administrators, or equivalent positions. Program offices are constructed along media and
topic lines in the Agency. The Assistant Administrators manage the headquarters program offices
and report to the Administrator. Regional offices, headed by Regional Administrators, conduct work
in support of Agency programs. The laboratory sites are also components of various program offices
and report through the program's hierarchy. The Office of Civil Rights (OCR), a staff office within
the Office of the Administrator is responsible for developing, preparing, and submitting the
Affirmative Employment Accomplishments Report and Plan Update for Persons with Disabilities.
A. PURPOSE: The FY 2000 Affirmative Employment program (AEP) Accomplishment Report
for Persons with Disabilities and F Y 2001 AEP Update Report presents EP A's progress in improving
the employment and advancement opportunities for persons with disabilities. The reports also
document the status of significant program objectives directed toward achieving work force parity
for this targeted group.
B. AUTHORITY: The Equal Employment Opportunity Commission (EEOC) pursuant to
Section 501 of the Rehabilitation Act of 1973, as amended by Public Law 99-506, 100 Stat. 1807,
requires Federal agencies to develop and implement affirmative employment programs to eliminate
the under-representation of persons with disabilities in the Federal work force.
1
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Further, policies, procedures, guidance and formats for the development and submission of annual
affirmative employment program accomplishment reports and affirmative employment plan updates
are contained in the Equal Employment Opportunity Commission's EEO Management Directive
713, dated October 6,1987. The OCR administers the development and execution of this program
requirement through the senior level EPA management structure and provides guidance and
instructions for the preparation and submission of this required information to all EPA organizations
nationwide.
C. DATA SOURCE: The statistical information included in the preparation of this report is
obtained from the Environmental Payroll System (EPAYS) as of September 30,2000. The EPAYS
system stores and maintains current and historical data on all EPA employees.
D. PART I: PROGRAM PLAN UPDATE: This report, for the period 10/1/00 to 9/30/01,
presents numerical objectives (goals) for employment of persons with "Targeted Disabilities" (TD)
based upon the permanent EPA workforce data.
E. PART II: REPORT OF ACCOMPLISHMENTS: This report, for the period 10/1/99 to
9/30/00, presents a statistical analysis of the status of persons with disabilities in various
employment categories and by certain personnel actions.
F. GENERAL DISCUSSION OF THE AGENCY'S DISABILITY PROGRAM: Annually
the EPA files a report with the EEOC describing progress it has made to achieve the goal toward
parity. It compares the representation of disabled persons in its workforce with that of the disabled
population nationally. Additionally, EPA files a report of its program plans for the next fiscal year.
Included in this report is statistical information which indicates that the Agency must continue
to develop strategies to improve the representation of persons with disabilities. OCR, in a
partnership with the National Disability Council, will work with the Agency management corps to
improve the employment status of persons with disabilities during Fiscal Year 2001.
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PARTI: PROGRAM PLAN UPDATE
FOR THE PERIOD OCTOBER 1, 2000 THROUGH SEPTEMBER 30, 2001
NUMERICAL OBJECTIVES (GOALS) FOR EMPLOYMENT OF PERSONS
WITH TARGETED DISABILITIES (TD) (BASED ON PERMANENT WORK FORCE)
This form indicates EPA's numerical objectives for hiring people with disabilities and people
with targeted disabilities during FY 2001. The objectives for hiring are based on losses and
accessions to the workforce during FY 2000. In setting goals for FY 2001, EPA considered
budgetary constraints requiring the reduction of the workforce by 1000 positions through the use
of attrition. In spite of these constraints, EPA remains committed to creating a workforce profile
that has appropriate representation of people with disabilities.
ANTICIPATED CHANGES IN WORK FORCE
From October 1. 2000 to September 30. 2001
Number (+) or (-) Percent Chanee (+) or (-)
LOSSES (Total Work Force)
LOSSES (With Disabled Reported)
LOSSES (Targeted Disabilities)
ACCESSIONS (Total Work Force)
ACCESSIONS (With Disabled Reported)
ACCESSIONS (Targeted Disabilities)
Work Force
Actual Data
as of 9/30/00
TOTAL WORK FORCE 17,717 1 00%
DISABLED REPORTED 882 4.98%
-1000
-50
-5
+20
+3.
+2
Anticipated Changes
in Work Force From
10/1/00 to 9/30/01
+20 0.1%
+ 3 0.34%
-5.6%
-5%
-0.5%
+0.1%
+15%
+10%
Anticipated
as of
9/30/01
16,737
885
Data
100%
5.3%
TARGETED DISABILITIES 159 0.90% + 2
1.2%
156
0.9%
NUMERICAL OBJECTIVES FOR THE PERIOD 10/1/2000 TO 9/30/2001:
A. Total Number of Accessions of Persons with Targeted Disabilities (TD):
B. Percent Accessions of Persons with TD:
C. Total Number of Persons with TD on board as of 9/30/2000:
D. Percent of Work Force with TD as of 9/30/2000:
2
10%
156
0.9%
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PLAN FOR SPECIAL RECRUITMENT PROGRAM
The EPA has not met its previous year's objectives for hiring people with disabilities or people with targeted
disabilities. Also, the number of applications received from persons with targeted disabilities was not at least
two times the number of accessions that would have been necessary to meet the objective. The EPA has made a
concerted effort to meet our goals, and will continue to vigorously pursue the following recruitment strategies.
NEW & EXISTING RECRUITING STRATEGIES
FOR PERSONS WITH DISABILITIES
1. Implementation of EPA's new national hiring plan for qualified people with
disabilities. The agency plans to hire 1000 qualified people with disabilities
over the next five years.
2. Training EPA managers on recruiting, interviewing, and hiring qualified
people with disabilities. It is a portable training the can be delivered by EEO
Officers in the EPA regional offices.
3. Partnering with rehabilitation services agencies, veteran rehabilitation
services, and other organizations working to find employment for qualified
applicants with disabilities.
4. Training of EPA managers and staff in communicating and working with
people with disabilities.
5. Develop tools and resources that are used to make appropriate reasonable
accommodations for perspective and current employees. Examples include,
a check list to assure facilities, equipment, information, and web sites are
accessible to individuals with disabilities
TARGET DATES
July 10,2005
On-going
On-going
On-going
July, 2001
EEOC FORM 440 (PG 3) (10/87)
-------
Facility/Accessibility
5.
-------
A. OBJECTIVES FOR BARRIER REMOVAL THAT WERE ESTABLISHED IN PREVIOUS SUBMISSIONS
BUT HAVE NOT BEEN ACCOMPLISHED.
OBJECTIVES
1 . Ensure all computer and
electronic equipment and
information is accessible to
individuals with disabilities.
2. Ensure all new EPA
headquarters buildings are
accessible to employees and
members of the public with
disabilities.
ORIGINAL
TARGET
DATES
1 . September 30,
2000-
2. On-Going
REVISED
TARGET
DATES
I.June 30, 2001
2. On-Going
REVISED
REMOVAL STRATEGIES
1 . EPA's Office of Civil Rights, Office of Environmental
Information and the Office of General Counsel are working
collaboratively to establish guidelines and criteria to ensure
future purchases of computer software and hardware, and all
other technology is accessible to employees with disabilities.
2. The physical move from Waterside Mall to the Federal
Triangle Complex has been delayed for several program offices
due to unforseen circumstances. There are still employees with
disabilities working in the Waterside Mall complex and these
employees face significant problems with inaccessible
bathrooms. There are enough accessible bathrooms in the
building to be compliant with code. These bathrooms, however,
are not on every floor, but on a few designated floors in the
building. EPA's facilities office continues to work with the
building owner to improve the situation.
B. LIST ANY ADDITIONAL OBJECTIVES FOR BARRIER REMOVAL DURING THE PERIOD COVERED BY THIS PLAN
-------
OBJECTIVE
. Undertake a national study on the quality of life for persons with disabilities at EPA.
The study will examine access and perceived access to employment opportunities, and
examine the rate of participation of people with disabilities in high profile assignments,
and in receiving awards and promotions. The study will also look at the effectiveness
of reasonable accommodations in helping to assure a successful and positive
employment experience at EPA for people with disabilities.
TARGET DATES
December 31,2001
EEOC FORM 440 (PG 4) (10/87)
A. BARRIERS WHICH WERE IDENTIFIED IN PREVIOUS SUBMISSIONS BUT FOR WHICH ALTERNATIVES HAVE NOT YET BEEN
INSTITUTED
BARRIERS
Inaccessible bathrooms at EPA's
Waterside Mall complex.
ALTERNATIVES
There are sufficient
accessible bathrooms
throughout the facility for
purposes of being
determined compliant with
code. However, employees
have to travel to different
floors from where they are
stationed to use one of these
bathroom.
PLANNED ACTIONS
EPA's facilities office is
working with the building
owner to try to improve the
situation.
CURRENT
TARGET DATES
On-going
DATES INDICATED
PREVIOUSLY
NA
B. BARRIERS NOT PREVIOUSLY IDENTIFIED FOR WHICH ALTERNATIVES SHOULD BE INSTITUTED
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BARRIERS
NA
ALTERNATIVES
NA
PLANNED ACTIONS
NA
TARGET DATES
Till- TARGI-T DATI-S INDICATED SHOULD HI- PRIOR TO Till- I-NI) OF Till- FISCAL YI-AR COVI-RI-I) BY THIS PLAN SO THAT SUBSTANTIAL PROGRESS TOWARD I-UMINATION OF UARRII-KS
WILL IIAVI- 111-I-N MADI-: BY Tl IAT TIMI:. ALL BARRII-RS I.ISTI-D IN ITI-M "A"AUOVI: SI IOULD Bl- KI-MOVI:D PRIOR TO TlII- I-ND Ol: TlII: FISCAL YI-AR COVIiRliD I)Y II IIS PLAN.
EEOC FORM 440 (PG 5) (10/87)
-------
PART II: REPORT OF ACCOMPLISHMENTS
FOR THE PERIOD OCTOBER 1, 1999 THROUGH SEPTEMBER 30, 2000
AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES
STAFFING COMMITMENTS
The following data indicates EPA staffing commitments for the affirmative action program for
employees with disabilities as of September 30, 2000. The data represents the National Program
Manager, and collateral duty Persons with Disabilities Special Emphasis Program Managers.
A. HEADQUARTERS PERSONNEL WITH NATIONWIDE RESPONSIBILITY:
1. AGENCY WIDE RESPONSIBILITY (DEPARTMENT WIDE, IF APPLICABLE).
- Number of persons; Total staff years (1 Full-Time Equivalent allocated to the program)
2. RESPONSIBILITY FOR MAJOR OPERATING COMPONENTS (IF NONE, INDICATE "NOT
APPLICABLE" ).
B. ALL OTHER PERSONNEL (NOT ACCOUNTED FOR ABOVE) AT HEADQUARTERS, IN
COMPONENT AGENCIES, OR IN FIELD INSTALLATIONS RESPONSIBLE FOR
MANAGEMENT AND COORDINATION OF THE PROGRAM:
PERCENTAGE OF TIME INDICATE NUMBER
ALLOCATED TO THE PROGRAM
1 - 5 %
6-10%
11-25%
26 - 75 %
76-100%
TOTAL
IN EACH GROUP
0
0
15
0
1
16
C. NUMBER OF AGENCY PERSONNEL OFFICES WITH APPOINTING AUTHORITY <11>.
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PERMANENT WORK FORCE
SUMMARY OF ACCOMPLISHMENTS IN AFFIRMATIVE ACTION PROGRAM FOR EMPLOYMENT OF INDIVIDUALS WITH HANDICAPS*
TOTAL (PERMANENT) WORK FORCE
SEPTEMBER 30, 1999
! Y 2000 OBJECTIVE
SEPTEMBER 30, 2000
IOTA I,
WORK
FORCE
18,121
18,000
17,717
PERSONS
WITH
HANDICAPS
872
900
887
TOTAL NUMDF.R OF ACCESSIONS FROM
OCT. 1, 1999 TO SEPT. 30, 2000
TOTAL NUMBER OF LOSSES FROM
OCT. 1, 1999 TO SEPT. 30, 2000
%
4.8
5
5.0
346
876
NO
HANDICAP
(04-05)
17,249
.
16,830
%
95.2
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PERMANENT WORK FORCE
SUMMARY Or ACCOMPLISHMENTS IN AFFIRMATIVE ACTION PROGRAM FOR FMPLOYMI-NT OF INDIVIDUALS WITH HANDICAPS*
TOTAL (PERMANENT) WORK FORCE, cont'd.
SPECIAL RECRUITMENT PROGRAM -- ACCESSIONS AND LOSSES -- TARGETED DISABILITIES (PERMANENT ONLY)
ON-BOARD PERSONS W/
TARGETED DISABILITIES
AS OF 09/30/99
APPLICATIONS FROM
10/1/99 TO 09/30/2000
ACCI-SSIONS FROM
10/1/99 TO 09/30/2000
LOSSES/VOLUNTARY &
INVOLUNTARY
SEPARATIONS 10/1/99
TO 09/30/2000
ON-BOARD PERSONS
WITIITARG. DISAB. AS
OF 09/30/2000
DEAF
(16,17)
25
1
3
22'
BLIND
(23,25)
12
3
0
20
MISSING
EXTREMITY
(28,32-38)
11
3
1
10
PARTIAL
PARALYSIS
(64-68)
34
2
3
35
COMPLETE
PARALYSIS
(71-78)
9
2
0
11
CONV.
DISORDERS
(82)
28
1
5
27
MENT.
RETARDED
(90)
17
1
1
13
ME, NT.
ILLNESS
(91)
II
2
1
15
DIST. LIMB
/SPINE (92)
3
0
0
6
TOT.
TARGET
DISAB.
147
15
14
159
* FOR INFORMATION ON COLLECTION OF APPLICANT DATA SEE 46 PR 11285 (FEBRUARY 6, 1981)
EEOC FORM 440 (PC 7) (10/87)
-------
TEIMPOUAUY WORK FORCE
SUMMARY Ol; ACCOMPLISHMENTS IN AFFIRMATIVE ACTION PROGRAM FOR EMPLOYMENTOl; INDIVIDUALS WITH HANDICAPS*
TOTAL (TEMP) WORK FORCE
SEPTEMBER 30, 1999
SEPTEMBER 30, 2000
TOTAL
WORK
FORCE
TEMP
936
388
PERSONS
WITH
HANDICAPS
TEMP
37
21
TOTAL NUMBER OF ACCESSIONS FROM
OCT. 1, 1999 TO SEPT. 30,2000
TOTAL NUMBER OF LOSSES FROM
OCT. 1, 1999 TO SEPT. 30, 2000
%
4
5.4
418
451
NO HANDICAP
(04-05)
TEMP
883
365
%
94.3
94.1
OTHER (01
AND NOT
AVAILABLE
16
2
%
1.7
0.5
PERSONS WITI 1
TARGETED
DISABILITIES
3
2
%
0.3
0.5
INSTRUCTIONS: THE DATA ON THIS PAGE PROVIDES
INFORMATION ON TEMPORARY TENURE,
TEMPORARY INTERMITTENT, AND
TEMPORARY NON-APPROPRIA
ED FUND
EMPLOYEES.
EEOC FORM 440 (PC 7A) (10/87)
12
-------
ACCESSIONS AND LOSSES (TEMPORARY) - TARGETED DISABILITIES
TEMPORARY
EMPLOYEES ONLY
ON-BOARD
PERSONS TARG.
DISAB. AS OF
09/30/99
ACCESSIONS
FROM 10/1/99
TO 09/30/2000
LOSSES FROM
VOLUNTARY &
INVOLUNTARY
SEPARATIONS
10/1/99 TO 09/30/2000
CONVERSIONS TO
PERMANENT
EMPLOYMENT
10/1/99 TO 09/30/2000
ON-BOARD PERSONS
WITH TARG. DISAB.
AS OF 09/30/2000
DEAF
(16,17)
0
1
1
0
0
BLIND
(23,25)
1
1
0
0
1
MISSING
EXTREMITIES
(28,32-38)
0
0
0
0
0
PARTIAL
PARALYSIS
(64-68)
1
0
0
0
1
COMPLETE
PARALYSIS
(71-78)
0
1
0
0
0
CONV.
DISORDERS
(82)
0
1
2
0
0
MI- NT.
RETARDED
(90)
0
0
0
0
0
MENT.
ILLNESS
(91)
2
0
0
0
2
DIST. LIMB
/SPINE (92)
0
0
0
0
0
TOT.
TARGET
DISAB.
4
4
3
0
2
EEOC FORM 440 (PC 8) (10/87)
NUMBERS IN PARENTHESES REFER TO CODES ON STANDARD FORM 256.
U.S. EPA Headquarters Library
Mail code 3201
1200 Pennsylvania Avenue NW
Washington DC 20460
13
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PERMANENT WORK FORCE
ANALYSIS OF WORKFORCE: WHITE COLLAR (GS,GM, SES, AND ALL OTHER) DATA AS OF SEPTEMBER 30,2000.
CATEGORY
T. WK
FORCE
NOT
IDENTIFIED
NOT
AVAILABLE
NOT DISAB/
REPORT
ED (04-05
OTI 11:11
DISABLED(0
6)
TOTAL
TARGETED
DEAF (16- 17)
BLIND (23,25)
MISS. EXTRA
(28-38)
PART. I'ARAL
(6-1-68)
C O M P .
PARAL
(71-78)
CONVULSIVE
(82)
MENTALLY
RETARD. (90)
MENTAL
ILLNESS
DISTORTION
GS-I
5
NA
0
0
2
0.01
3
0.4
0
0
0
0
0
0
0
0
0
0
GS-2
7
NA
0
0
6
0.04
1
O.I
0
0
0
0
0
0
0
0
0
0
GS-3
19
O.I
0
0
16
O.I
2
0.3
1
0.6
0
0
0
0
0
0
1
7.7
0
GS-4
84
0.5
3
1.3
0
63
0.4
5
0.7
13
8.2
2
9.1
0
1
10.0
1
2.9
0
0
7
53.8
2
13.3
0
GS-5
113
0.6
0
0
89
0.5
14
1.9
10
6.3
4
18.2
2
10.0
0
2
5.7
0
0
2
15.4
0
0
GS-6
220
1.2
3
1.3
0
193
1.2
II
1.5
13
8.2
1
4.5
1
5.0
0
4
11.4
0
1
4.2
2
15.4
4
26.7
0
GS-7
727
4.1
9
3.9
0
649
3.9
52
7.1
17
10.7
2
9.1
5
25.0
1
10.0
3
8.6
1
9.1
3
12.5
1
7.7
0
1
16.7
GS-8
380
2.1
2
0.9
0
355
2.1
19
2.6
4
2.5
1
4.5
1
5.0
0
1
2.9
0
1
4.2
0
0
0
GS-9
692
3.9
10
4.4
0
649
3.9
26
3.6
7
4.4
3
13.6
2
10.0
0
0
0
2
8.3
0
0
0
GS-IO
120
0.7
4
1.7
0
108
0.7
8
I.I
0
0
0
0
0
0
0
0
0
0
GS-II
966
5.5
16
7.0
0
895
5.4
48
6.6
7
4.4
1
4.5
0
0
1
2.9
0
1
4.2
0
3
20.0
1
16.7
GS-I 2
2732
15.4
28
12.2
0
2554
15.4
123
16.9
27
17.0
1
4.5
4
28.6
3
30.0
7
20.0
4
36.4
2
8.3
0
2
13.3
1
16.7
GS/
GM-13
6392
36.1
91
39.6
0
6031
36.4
234
32.1
36
22.6
5
22.7
2
10.0
3
30.0
8
22.9
2
. 18.2
12
50
0
3
20
1
16.7
GS/
GM-14
3001
16.95
41
17.8
0
2836
17.1
106
14.6
18
11.3
2
9.1
2
10
2
20
6
17.1
2
18.2
2
8.3
0
1
6.7
1
16.7
GS/
GM-15
1808
10.2
15
6.5
0
1724
10.4
65
8.9
4
2.5
0
1
5.0
0
1
2.9
2
18.2
0
0
0
0
SI'S
274
1.5
2
0.9
0
259
1.6
11
1.5
2
1.3
0
0
0
1
2.9
0
0
0
0
1
16.7
OTHER
W.C.
163
0.9
6
2.6
0
157
0.9
0
0
0
0
0
0
0
0
0
0
0
TOTA
L
W.C.
17717
100
229
100
0
16830
100
728
100
159
100
22
100
20
100
10
100
35
100
11
100
24
100
13
100
15
100
6
100
EEOC FORM 440 (PC 9) (10/87)
14
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PERMANENT WORK FORCE
ANALYSIS OF \VOKK FORCE: FEDERAL WAGE SYSTEM
DATA AS OF SEP I EMBER 30, 2000
CATI-GORY
TOTAL
WORKFOkCI-
NOT
IDI;NTII:IHI)(OI)
NOT
AVAll.AUI.l-Ok
UNSP1-CIFII-D
NO HANDICAP
(04-05)
IIANDICAI'
Kl-M'OKTI-D
(06,13-94)
TOTAL
TAkCil-TF-n
DISABILITIES
DI:AFNI-SS(I6,I7)
111. INDNI-SS (23,25)
MISSING
ItXTkl-MITII-S
(28,32-38)
PARTIAL
I'AkAI.YSIS (64-68)
COMPl.mT:
I'AKAI.YSIS (71-78)
CONVULSIVE
DISORDERS (82)
MENTAL
RETARDATION
MI-NTAI. ll.LNI-SS
(M9I)
DISTORTION OF
I.IMHS/SPINE (92)
WO/VV
Ci 1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
VVD/W
G2
3
20.0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/W
G/3
1
6.7
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/W
G4
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/W
G5
1
6.7
1
100.0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/W
G6
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/W
G7
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/W
G8
1
6.7
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/W
G9
2
13.3
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/WG
10
1
6.7
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/WG
II
2
13.3
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/WG
12
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/WCi
13
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/WG
14
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/WG
15
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
OTHER
DC**
4
26.7
0
0
4
15.4
1
100%
1
100%
0
0
0
0
0
0
1
100%
0
0
TOTAL
we**
15
100%
1
100%
0
13
100%
1
100%
1
100%
0
0
0
0
0
0
1
100%
0
0
EEOC FORM 440 (l'(; ĞM) (10/87) * NUMBERS IN PARENTHESES REFER TO CODES ON STANDARD FORM 256
** INCLUDES UNSPECIFIED GS AND ALL OTHER WHITE COLLAR PAY PLANS
NOTE: PERCENTAGES AUK TO UK CAI.CUI.ATKI) ON THE BASIS OK TOTAL EMPLOYEES IN EACH OF THE CATEGORIES LISTED IN THE COLUMN ON THE I.KKT.TIIOSK AGENCIES WHICH USE OTHKIt PERSONNEL SYSTEMS SHOULD ADAPT THIS FORM FOR
THEIR SYSTEMS.
Percentages may mil equal 100 due to rounding.
1 c
-------
PERMANENT WORK FORCE
ANALYSIS OF WORK FORCE: TYPES OK OCCUPATIONS (PROFESSIONAL; ADMINISTRATIVE;
TECHNICAL; CLERICAL; OTIIEK W1IITK COLLAR; SUPERVISORY, LEADER,
AND NONSUPK KVISOUV BLUK COLLAR) DATA AS OF KNI) OF 30 SEP TKMBER 2000
CATEGORY
TOTAL WORKI-ORCI-;
NOTIDENTII-Tl;n(()l)
NOT AVAILABLE
NO HANDICAP (04 -05)
HANDICAP REl'ORIT.D
(06,13-94)
TOTAL TARGET!-:!)
DISABILITIES
DI-A1-'NESS(I6,I7)
BLINDNESS (23,25)
MISSING EXTREMITIES
(28,32-38)
I'ARTFAL PARALYSIS
(64-68)
COMPLETE I'ARAI.YSIS
(71-78)
CONVUl,SIVE DISORDERS
(82)
MENTAL RETARDATION
MENTAL ILLNI-SS(9I)
DISTORTION OE
LIMBS/SI'INIv (92)
PROP
8288
46.8
131
57.0
0
7821
46.8
336
37.9
40
25.2
5
22.7
4
20.0
4
40.0
12
34.3
4
40.0
7
28.0
0
3
20.0
1
16.7
ADMIN
7627
43.5
76
33.0
0
7161
41.9
390
44.0
68
42.8
8
36.4
9
45.0
5
50.0
14
40.0
5
50.0
13
52.0
1
7.7
6
46.2
4
66.7
TECHNICAL
763
4.31
8
3.5
0
689
4.5
66
7.4
18
11.3
4
18.2
3
15.0
0
4
11.4
0
4
16.0
0
2
13.3
1
16.7
CLERICAL
952
5.37
14
6.1
0
846
6.1
92
10.4
33
20.1
5
22.7
4
20.0
1
10.0
5
14.3
1
10.0
1
4.0.
12
92.3
4
26.7
0
OTHER WC
72
0.41
0
0
69
0.6
0
n;i
0
0
0
0
0
0
0
0
0
0
SUPV DC
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
LEADER I3C
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
NONSUP BC
15
na
1
0.4
0
14
n a
3
0.3
0
0
0
0
0
0
0
0
0
0
TOTAL WE
17717
100%
230
100%
100%
16600
100%
887
100%
159
100%
22
100%
20
100%
10
100%
35
100%
10
100%
25
100%
13
100%
15
100%
6
100%
F.F.OO FORM 440 (pij.lO) (10/87) * MUM HICKS IN PAIUCNTIIKSKS REFER TO CODKS ON STANDARD FORM 256
** INCLUDKS UNSI'KCIHICI) CS AND ALL OTIIICK VVIIITK COLLAR PAY PLANS NO IK: PKKCKNTAGKS AKK TO BK CA1.CUI.ATICI1 ON Till: BASIS OK TOTAL F.MPI.OYKKS IN F.ACII OF HIE
CATKGOKIKS LIS ll.l) IN Til 1C COLUMN ON Til 1C LICIT. THOSE ACJICNCIES WHICH USIC OTIIICK PERSONNEL SYSTEMS SHOULD ADAPT THIS FORM FOR THEIR SYSTEMS.
4- Percentages m:iy not equal 100 due to rounding. ++ indicates Iliat Ilic percentage is beyond .ou4.
16
-------
REPORT ON FACILITY ACCESSIBILITY
BARRIER REMOVAL ACTIVITY DURING THE REPORTING YEAR
A. SUMMARY OF EPA BARRIER REMOVAL ACTIVITY
EPA is continuing it's move to new headquarters buildings which have accessible bathrooms and accessible entrances. Work still needs to be done in the partially
occupied Waterside Mall complex.
B. IS GSA PROVIDING ASSISTANCE WITH BARRIER REMOVAL?
[ ] NOT APPLICABLE [X] YES [ ] NO; "DESCRIBE
C. DESCRIBE ANY DIFFICULTIES THAT HAVE BEEN ENCOUNTERED IN ATTENDING TO REMOVE BARRIERS THAT REMAIN IN AGENCY
FACILITIES.
NA
D. DESCRIBE ACTIONS BEING TAKEN TO OVERCOME DIFFICULTIES DESCRIBED IN ITEM "C" ABOVE.
NA
ALTERNATIVES TO PERSONNEL OR MANAGEMENT POLICIES, PRACTICES, OR
PROCEDURES WHICH RESTRICT HIRING, PLACEMENT, AND ADVANCEMENT
OF
INDIVIDUALS WITH DISABILITIES
EPA is engaged in a continuous effort to educate managers and human resource officials on the talents, skills, and abilities of individuals with disabilities.
Further, continual information is provided on special exempted hiring authorities and resources for reasonable accommodations.
17
-------
PERMANENT WORK FORCE
PROMOTIONS AND CAREER DEVELOPMENT PROGRAMS
OCTOBER 1, 1999 TO SEPTEMBER 30, 2000
CATEGORY*
TOTAL WOKK TORCH
NOT IDENTIFIED (01)
NOT AVAILABLE OR
UNSPECIFIED
NO HANDICAP (04-05)
HANDICAP REPORTED
(04, 13-94)
TOTAL TARGETED
DISABILITIES
ON-BOARD
AS OF
9/30/00
17,717
230
0
16,830
887
159
PROMOTIONS
NUMBER
3,210
29
0
3,064
146
29
PERCENT
100
12.6
0
17.1
18.5
18.2
CAREER
DEVELOPMENT
(GRADES 5- 12)
SLOTS
TILLED
0
0
0
0
1
0
PERCENT
0
0
0
0
0
0
SENIOR LEVEL
CAREER
DEVELOPMENT
PROGRAMS
(GRADES 13-15)
SLOTS
FILLED
0
0
0
0
0
0
PERCENT
0
0
0
0
0
0
DEVELOPMENT PROGRAMS
SLOTS
FILLED
0
0
0
0
0
0
PERCENT
0
0
0
0
0
0
COMPUTATIONS:
PERCENT
PROMOTIONS =
PERCENT
DEVELOPMENT =
PROGRAMS
NUMBER
ON-BOARD IN CATEGORY
SLOTS IN CATEGORY
ON-BOARD IN CATEGORY
COMPUTATIONS ARE TO BE BASED ON ACTIONS DURING THE REPORTING PERIOD. FOR
PROMOTIONS, USE STANDARD FORM 50, NATURE OF ACTION CODES 702 AND 542. FOR
CAREER DEVELOPMENT (GRADES 5-12), COUNT SLOTS FILLED UNDER FORMAL UPWARD
MOBILITY PROGRAMS, APPRENTICESHIP PROGRAMS, AND OTHER TRAINING AND
DEVELOPMENT PROGRAMS, AS WELL AS APPOINTMENTS THAI MOVE PEOPLE, NON-
COMPETIIIVELY THROUGH A SERIES OF PROMOTIONS WITH SOME TYPE OE TRAINING IN
THE PROCESS. INCLUDE BO III BLUE COLLAR AND WHITE COLLAR POSITIONS. FOR SENIOR
LEVEL CAREER DEVELOPMENT (GRADES 13-15) PROGRAMS, COMPUTATIONS ARE TO BE
BASED ON THE NUMBER OE INDIVIDUALS ENROLLED IN FORMAL EXECUTIVE AND
MANAGEMENT DEVELOPMENT PROGRAMS DURING THE REPORTING PERIOD.
EEOC FORM 440 (PC 13) (10/87)*NUMBERS IN PARENTHESES REFER TO CODES ON STANDARD FORM 256.
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR PERSONS WITH DISABILITIES
NOTEWORTHY ACTIVITIES/INITIATIVES
FY 2000
AGENCY WIDE
The Persons With Disabilities Program (PWD) resides in EPA's Office of Civil Rights
(OCR). The National Program Manager for Persons with Disabilities has developed a national
strategy and program to increase the representation of persons with disabilities and targeted
disabilities.
The National Disability Program Manager has provided training on recruiting, interviewing,
and hiring people with disabilities to Headquarters Managers. The training is portable and
has been forwarded to EPA regional EEO Officers. Additionally, the National Disability
Program Manager has provided this training to all of EPA's Regional Human Resource
Officials.
Disability Awareness Training has been provided throughout the Agency. The training
focuses on issues people with disabilities face in the workplace. Employees who have taken
this training report a greater understanding of their colleagues with disabilities. This training
has been provided throughout Headquarters, at the Cincinnati, Ohio Laboratory, and in EPA
Region 5. There are plans to bring this training to every EPA program and regional office.
Training to provide a better understanding of the unique challenges blind and visually
impaired people face in the workplace was provided to 30 Headquarters senior human
resource officials. Information was also provided on how to overcome those challenges and
on resources for finding technology that allows blind or visually impaired employees to
perform successfully in their job.
EPA has partnered with state, local, and other rehabilitation organizations throughout the
country to develop a strong pool of qualified applicants with disabilities. Organizations EPA
has partnered with include: the National Federation of the Blind; Washington, D.C.,
Maryland and Virginia Departments of Rehabilitation Services; Columbia Lighthouse for the
Blind; and the President's Committee On Employment of People With Disabilities. EPA
distributes job announcements to these organizations and resumes are funneled back to the
Agency.
EPA participated in an aggressive recruiting effort to encourage top students with disabilities
to apply for the EPA Intern Program. The EPA Intern Program is a developmental program
for top students in the country. In the class of 2000, 7 out of 29 students hired were students
with disabilities.
19
-------
EPA program and regional offices have included targeted recruitment of people with
disabilities as part of their overall recruitment strategies.
Managers throughout the Agency held listening sessions with employees with disabilities.
These sessions helped managers to better understand the concerns of employees with
disabilities. Typical issues included access to awards and promotions and concerns over
provision of reasonable accommodations.
EPA's Office of Solid Waste and Emergency Response's "Rotational Program" is a
developmental program available to all employees in this program office. Thus far, one
employee with a disability applied and was accepted into the program. More targeted
recruitment of employees with disabilities is planned for this program.
EPA's Office of the Chief Financial Officer participated in a job fair for employees with
disabilities. The job fair and other recruitment efforts resulted in the hiring of two people
with disabilities.
EPA's Office of the Inspector General has contracted a diversity consultant to examine the
issue of under-representation and improving the quality of work life for people with
disabilities.
EPA's Office of Prevention Pesticides and Toxic Substances created an on-line resource for
recruiting qualified people with disabilities. The new on-line service and other recruitment
efforts resulted in the hiring of four people with targeted disabilities into this program office.
EPA's Office of Civil Rights, in conjunction with the Office of General Counsel, sponsored
an Agency-wide management meeting with the Deputy Administrator. The Deputy
Administrator reaffirmed senior management's commitment to recruit and hire qualified
people with disabilities. Additionally, information was provided on the Agency's efforts to
develop effective written procedures for requesting and providing reasonable
accommodations. The purpose of this meeting was to highlight how important the issue of
hiring qualified people with disabilities is to EPA's senior leadership.
20
-------
REGIONAL LEVEL
EPA Region I (Boston) has:
Partnered with state rehabilitation organizations to provide training for managers on hiring
and working with people with disabilities. A pilot training was held on September 13,2000
for Region I senior managers. In addition to the recruiting and hiring information, the
program included information on specifics of the ADA, definitions, myths and facts, legal
issues, and conditions of employment. The feedback from pilot participants was so positive,
the Regional Administrator decided to make this a mandatory training for all managers.
EPA Region II (New York City) has:
Established a working relationship with the New York State Vocational Rehabilitation
Services (VESID) and arranged for referrals of candidates.
EPA Region II has entered into a working agreement with the Lighthouse for the Blind that,
thus far, has resulted in 2 internships for visually impaired students.
EPA Region III (Philadelphia) has:
Hired 3 people with targeted disabilities.
Region Ill's Disability Workgroup set forth plans to continue disability awareness training
throughout the year instead of just during Disability Awareness Month.
EPA Region IV (Atlanta) has:
Participated in job fairs targeted at persons with disabilities, and categorized and distributed
resumes received at the job fair.
EPA Region V (Chicago) has:
Partnered with the Illinois Department of Rehabilitation, the Anixter Center, and the
Disability Advocacy Council to co-sponsor a disability job fair. Fifty-two (52) participants
with targeted disabilities attended the job fair. Thus far, seven persons have been hired and
three others are in the interview stage.
The Office of Civil Rights in Region V conducted a seminar for managers on managing
employees with disabilities and providing reasonable accommodations.
21
-------
EPA Region VI (Dallas) has:
Engaged in major recruiting efforts such as attending job fairs. These efforts resulted in the
hiring of two qualified people with targeted disabilities.
During FY 2000, Region VI promoted four persons with targeted disabilities.
The Region has continued to train managers on providing reasonable accommodations to
employees with disabilities.
EPA Region VII (Kansas City) has:
Continued educational training programs for managers and supervisors.
EPA Region VII has hired three persons with disabilities.
EPA Region VIII (Denver) has:
Participated in two job fairs for persons with disabilities and developed a resume data base.
EPA Region VIII held two well attended brown bag sessions on raising the awareness of the
abilities of persons with disabilities.
EPA Region IX (San Francisco) has:
Continued to partner with key disability organizations to assure aggressive recruitment of
qualified persons with disabilities.
Finalized a plan for providing accommodations to persons with disabilities. The plan will be
used as a resource in the development of Agency wide written procedures for requesting and
providing reasonable accommodations.
EPA Region X (Seattle) has:
Developed a strategy for a 5 year Outreach Plan
Participated in job fairs and intern recruitment activities which led to the hiring of two
minority disabled employees
Provided training to managers and supervisors on reasonable accommodation and training on
programmatic and organizational responsibilities related to requirements for ensuring
workplace accessability.
22
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR PERSONS WITH DISABILITIES
PLANNED INITIATIVES
FY 2001
AGENCY WIDE
The Agency will implement its' national plan for recruiting and hiring 1000 qualified
individuals with disabilities over the next five years. Elements of the plan include, partnering
with rehabilitation and employment organizations to enhance the applicant pool, recruiting at
colleges and universities, job fairs for people with disabilities, and continued education of
managers and human resource officials. Additionally, efforts to encourage new employees
with disabilities to self identify will be stepped up. Employees with disabilities will be
reminded of the importance of standing up and being counted.
An EPA National Task force will develop effective written procedures for requesting and
providing reasonable accommodations. Agency level review and approval of these
procedures will be completed by July 2001.
EPA's library of tools and resources will be enhanced. Including training videos, training
packages, and a directory of "important contacts."
EPA will provide training for disability Special Emphasis Program Managers.
Efforts will continue to assure accessible job application procedures for perspective
employees, including TTY and relay service training for managers and staff, alternate
materials and application forms, and alternate interview locations as needed.
Program offices will continue to recruit at job fairs targeting people with disabilities.
EPA's Office of Inspector General will implement a corporate recruitment strategy. This
strategy is based on establishing long-term relationships with four key universities. The plan
is to target recruitment at these universities to increase representation of people with
disabilities.
EPA managers will receive mandatory National Civil Right training that will include issues
affecting employees with disabilities.
23
-------
REGIONAL LEVEL:
EPA Region I (Boston) will:
Continue partnering with state rehabilitation organizations to find potential employees and
provide best possible accommodations to current employees with disabilities.
Continue to participate in job fairs for people with disabilities.
EPA Region II (New York City) will:
Participate in job fairs targeted at people with disabilities.
EPA Region IV (Atlanta) will:
Meet with the Regional Administrator to discuss important issues facing employees with
disabilities.
Educate managers on techniques for recruiting and hiring people with disabilities.
EPA Region V (Chicago) will:
Provide special training for new employees to acquaint them with the workplace and the
types of assistance available and where and how to access it.
Sign a Memorandum of Understanding with the Illinois Academic Disability Consortium for
assistance in recruiting and hiring persons with disabilities.
Host a disability technology fair.
EPA Region VI (Dallas) will:
Utilize the Federal Job Information Computer Touch Network System, as sponsored by the
Texas Workforce Commission (TWC), to extend . The TWC distributes employment
announcements to organizations that offer rehabilitative services, especially in the area of
employment.
Ensure Human Resource Officials and Division Representatives attend a national job fair
for people with disabilities.
Hold a series of seminars, in coordination with the Region's Disability Advisory Committee,
addressing what it means to be a person with a disability.
24
-------
EPA Region VII (Kansas City) will:
Target disability employment organizations in their recruiting process.
EPA Region VIII (Denver) will:
Continue awareness building in the Region through panels, training courses and one-on-one
contacts with regional staff.
EPA Region IX (San Francisco) will:
Establish a comprehensive Affirmative Employment outreach strategy for people with
disabilities.
Obtain senior management commitment on FY 2001 disabled hiring goals and agreement
on implementation strategy.
EPA Region X ( Seattle) will:
Executive Team sponsor and DEPM to organize "Lessons Learned, How Can We Avoid
Mistakes in Disabled Hiring." Session will be held April 24-25,2001. The regional office
will team with the National Disabled Program Manager.
This session will also include training on "Recruiting and Hiring Disabled Employees" for
managers and supervisors and a separate class for non-supervisory personnel.
Develop a work plan for the creation of a resource guide .
25
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