' - , 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
            •

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 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

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        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)

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Facility/Accessibility
          5.

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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

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                               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)

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                   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)

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                                                            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

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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

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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

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                                        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

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                                         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.

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  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

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•  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

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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

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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

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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

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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

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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

-------