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\ UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
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AFFIRMATIVE EMPLOYMENT PROGRAM PLAN
FOR
PERSONS WITH DISABILITIES
AGENCY-WIDE PLAN
TABLE OF CONTENTS
Page
Certification i
Administrator's Policy ii
Acknowledgments iii
I. Introduction 1
Part I: Program Plan Update 3
Plan for Special Recruitment Program 4
Facility/Accessibility 5
Alternatives to Personnel or Management Policies, Practices and Procedures 7
Part IT: Report of Accomplishments
Staffing Commitments 8
Summary of Accomplishments (Permanent Work Force) 9
Accessions and LossesTargeted Disabilities 10
Summary of Accomplishments (Temporary Work Force) 11
Accessions and LossesTargeted Disabilities 12
Analysis of Work Force:
White Collar (Permanent Work Force) 13
Blue Collar 14
Types of Occupations 15
Report on Facility/Accessibility 16
Alternatives to Personnel or Management Policies, Practices and Procedures 16
Promotions and Career Development Programs 17
II. Noteworthy Activities/ Initiatives - FY 2001 18
m. Planned Initiatives - FY 2002 23
IV. Appendix
Statistical Charts (Federal Executive and EPA) 24
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AFFIRMATIVE EMPLOYMENT PROGRAM
FOR PERSONS WITH DISABILITIES
AJVNL7AL AFFIRMATIVE EMPLOYMENT PLAN
FY 2002 PLAJV UPDATE
FY 2001 ACCOMPLISHMENT REPORT
Name of Organization: U.S. Environmental Protection Agency
Address of Organization: 1200 Pennsylvania Avenue. NW
Washington, DC 20460
Organization Level: Agency-Wide
Number of Employees Covered By Plan: 18.735 Total Permanent and Temporary
963 Total Number of Employees with Disabilities
186 Employees with Targeted Disabilities
Name of Contact Persons Preparing Form Telephone No.
Kathleen Coleman/Susan M. Morris (202) 564-7288/7292
Name/Title of Principal EEO Official
KAREN H1GGINBOTHAM
Acting Director. Office of Civil Rights
Signature of Princip EEO Official
Certifies that this Report is in compliance with EEOC MD-713
~r >
(/Date
Name/Title of Head of Organization
CHRISTINE TODD WHITMAN
Administrator
JUN 1 3 2002
Signature of Agency Head Date
Certifies that this Report is in compliance with EEOC MD-713
EEOC Form 440 (Pp 1)(10/87)
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JUN 1 3 2002
SUBJECT: Policy on the Employment of Persons with Disabilities
TO: All Employees
Every American has the right to work and yet recent polls indicate that almost
three out of every four people with severe disabilities are unemployed. EPA
must seek to include persons with disabilities in its pursuit of continued progress
in protecting public health and safeguarding the environment. Toward that end.
it is a great opportunity for us to advance the employment of qualified people
with disabilities, while also competing for talented professionals, addressing the
challenges of a shrinking conventional labor pool, and preparing for a large
portion of the EPA workforce to retire during the next several years.
I reaffirm EPA's commitment to the recruitment and retention of qualified
people with disabilities, and I encourage managers and hiring officials to take
advantage of specialized authorities that facilitate the expedient hiring of citizens
with disabilities. I am also pleased to announce an agreement with the
Department of Defense Computer Electronic Accommodations Program that will
enable EPA to obtain assistive technology as reasonable accommodations at no
charge and within 48 hours after a request is initiated. This will effectively
reduce two major hiring barriers of cost and timely delivery of reasonable
accommodations.
As part of EPA's commitment. I ask every employee to help erode some of the
myths and stereotypes that can too often prevent the hiring of qualified people
with disabilities. I also ask managers and supervisors with hiring authority to
make a commitment in meeting EPA's hiring goal of 1.000 persons with
disabilities over the next five years.
Christine Todd Whitman
Administrator
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JUN 1 3 2002
ACKNOWLEDGEMENTS
The success of any program is measured by the support and commitment
received from the leadership and key players in an organization. At EPA. this
includes the support of the Administrator, Deputy Administrator, Assistant
Administrators, Regional Directors, Program Management Officers, Managers and
Supervisors. Special Emphasis Program Managers, Union Officials. EEO
Counselors, Non-Labor Employee Groups, and others involved with the Office of
Civil Rights. The almost 18,000 employees of EPA contribute in their own special
and individual ways - professionally, ethnically, culturally, and personally - in
meeting EPA's mission to protect our human health and environment.
The Office of Civil Rights has a responsibility to process claims of
discrimination and to manage an effective affirmative employment program. In that
regard, a large part of our mission is to be a catalyst for change as we attempt to
eliminate any under-representation and build upon our diversity. We have made a
commitment to increase our representation of persons with disabilities and develop
effective strategies for doing so. With a small committed staff, we regularly depend
on the HQ's Offices, Regional Offices, Laboratories, and the many employees,
who serve on a collateral-duty basis as Special Emphasis Program Managers and
EEO counselors.
] would like to take this opportunity to thank Ms. Kathleen Coleman, who
assumed the responsibility for developing this Plan, with assistance provided by
Ms. Susan M. Morris, Workforce Diversity & Analysis Team Leader, and Mirza
Baig, Acting National Asian Pacific Program Manager. Ms. Marsha Minter,
Associate Director is to be commended for providing her continued support. They
received enormous support from the HQ's and field offices in capturing and
submitting all of the many accomplishments realized by their individual
organizations and Agency in attempting to meet our affirmative employment goals
and objectives for persons with disabilities. We appreciate the many contributions
and hope that this Plan will be used by your organizations and distributed
throughout the workforce.
/Karen D. Higginbotham
Acting Director
in
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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, thirteen Staff Office Directors, and ten Regional Administrators.
Organizationally, the Agency is comprised of thirteen 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 Headquarter's 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 the equal employment opportunity program, which includes the development and
submission of the Affirmative Employment Accomplishment Report and Plan Update for Persons with
Disabilities.
A. PURPOSE: The FY 2001 Affirmative Employment program (AEP) Accomplishment Report for
Persons with Disabilities and FY 2002 AEP Update Report presents EPA's progress in improving the
employment and advancement opportunities of persons with disabilities. The reports also document the
status of significant program obj ectives 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 ofthis report is obtained
from the Environmental Payroll System (EPAYS) as of September 30, 2001. 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 October 1, 2001 to
September 30, 2002, presents numerical objectives (goals) for employment of persons with "Targeted
Disabilities" (TD) based on the permanent EPA workforce data.
E. PART II: REPORT OF ACCOMPLISHMENTS: This report, for the period October 1,
2000 to September 30, 2001, 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 goals 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, along with the Office of Human
Resources and Organizational Services (OHROS), and EPA's National Disability Advisory Council
(DAC), will work with Agency management officials to improve the employment status of persons with
disabilities during Fiscal Year 2002.
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PART 1: PROGRAM PLAN UPDATE
FOR THE PERIOD OCTOBER 1, 2001 THROUGH SEPTEMBER 30, 2002
NUMERICAL OBJECTIVES (GOALS) FOR EMPLOYMENT OF PERSONS
WITH TARGETED DISABILITIES (TD) (BASED ON PERMANENT WORK FORCE)
This form indicates EPA's numerical objectives for hiringpeople with disabilities and people withtargeted disabilities
during FY 2002. The objectives for hiring are based on losses and accessions to the workforce during FY 2001.
ANTICIPATED CHANGES IN WORK FORCE
From October 1. 2001 to September 30. 2002
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 9/30/01
TOTAL WORK FORCE 17,707 100%
DISABLED REPORTED 926 5.23%
TARGETED DISABILITIES 182 1.03%
Number (+) or (-) Percent
-1000
-50
-10
+ 1000
+150
+35
Anticipated Changes
in Work Force From
10/1/01 to 9/30/02
0 0.0%
+ 100 10.8%
+ 25 13.7%
Change (+} or (-)
-5.6%
-5.4%
-5.5%
+5.6%
+ 16.2%
+ 19.2%
Anticipated Data
as of
9/30/02
17,707 100%
1,026 5.79%
207 1.23%
NUMERICAL OBJECTIVES FOR THE PERIOD 10/1/2001 TO 9/30/2002:
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 9/30/2002:
D. Percent of Work Force with TD as of 9/30/2002:
35
3.5%
207
1.17%
EEOC FORM 440 (Pg. 2) (10/87)
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PLAN FOR SPECIAL RECRUITMENT PROGRAM
EPA set a goal for hiring people with disabilities and people with targeted disabilities based on projections and
an estimate of opportunities. In setting goals for FY 2000, EPA considered budgetary constraints requiring reductions
in the workforce by 1,000 positions, mainly through attrition.
FY 2000 goals for hiring people with disabilities (3) and people with targeted disabilities (2) were both met by
the Agency. However, the following new strategies will be used during this year to help EPA meet its new objective:
NEW RECRUITING STRATEGIES TARGET DATES
1. EPA recently began using an on-line application system called EZHire. On-going
This system also contains a database of organizations to which the system
automatically sends out vacancy announcements when they are posted.
In order to increase the applicant pool of qualified individuals with
disabilities, OCR is continuing to update the database used by EZHire
with new names of employment organizations and schools that reach the
disability community.
2. EPA will increase its participation at job fairs designed to attract applicants On-going
with disabilities.
EEOC Form 440 (pg. 4)( 10/87)
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FACILITY/ ACCESSIBILITY
A. OBJECTIVES FOR BARRIER REMOVAL THAT WERE ESTABLISHED IN PREVIOUS SUBMISSIONS
BUT HAVE NOT BEEN ACCOMPLISHED
OBJECTIVES
all bathrooms are accessible at
iPA's Waterside Mall complex. There
are accessible bathrooms in the facility,
lowever, employees have to travel to
different floors from where they are
stationed to use one of these bathrooms.
ORIGINAL
TARGET
DATES
On-going
REVISED
TARGET
DATES
September 30, 2002
REVISED
REMOVAL STRATEGIES
EPA will have all employees relocated from the Waterside
Mall complex to EPA's new headquarters at Federal
Triangle by September 30, 2002.
B.LIST ANY ADDITIONAL OBJECTIVES FOR BARRIER REMOVAL DURING THE PERIOD COVERED BY THIS PLAN
1. EPA has begun, and will continue, improving the lighting (brightness) in its Ariel Rios
facility, which has been restricted due to the historical status of the building.
2. EPA will improve the availability of parking spaces for employees with disabilities,
especially for those who park scooters in cages located in certain areas of the parking
structure at the Ronald Reagan International Trade Center.
3. EPA will develop and implement improved safety measures for and accessibility of
Bathrooms for its employees with disabilities, such as adding automatic door openers and pull
cords for requesting assistance.
4. EPA will improve lighting in certain conference rooms to enhance employee's ability to see
sign language interpreters during electronic/computerized presentations, which require a darker
room.
1. On-going
2. On-going
3. On-going
4. September 3 0,2002
EEOC FORM 440 (Pg. 4) (10/87)
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5. EPA's Office of Environmental Information is currently creating a database of products that
meet Section 508 requirements. This database will be placed on the Agency's Accessibility
website to be used as a resource for managers purchasing new information technology.
5. On-going
6. EPA, together with two other Federal agencies located in the Ronald Reagan International
Trade Center, is planning to conduct a Section 508 Technical Exposition for managers and
employees of all three agencies to review and test products that can be used by the agencies
to make their information technology 508 compliant.
6. July 2002
EEOC FORM 440 (Pg. 4)(10/87)
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ALTERNATIVES TO PERSONNEL OR MANAGEMENT POLICIES. PRACTICES OR PROCEDURE
WHICH RESTRICT THE HIRING. PLACEMENT OR ADVANCEMENT OF INDIVIDUALS WITH DISABILITIES
A. BARRIERS WHICH WERE IDENTIFIED IN PREVIOUS SUBMISSIONS BUT FOR WHICH ALTERNATIVES HAVE
NOT YET BEEN INSTITUTED
BARRIERS
N/A
ALTERNATIVES
PLANNED ACTIONS
CURRENT
TARGET DATES
DATES INDICATED
PREVIOUSLY
B. BARRIERS NOT PREVIOUSLY IDENTIFIED FOR WHICH ALTERNATIVES SHOULD BE INSTITUTED
BARRIERS
Managers' lack of awareness of the laws,
regulations, guidelines and Executive Orders
pertaining to employees with disabilities.
ALTERNATIVES
Education of the
managers.
PLANNED ACTIONS
OCR has been and will continue conducting 2-day
training classes until all managers at EPA throughout the
country are trained on these issues, as well as general
EEO issues.
TARGET DATES
September 30, 2002
EPA is a very decentralized organization,
making it difficult for upper-level manage-
ment to be aware of concerns and perceive
inequities of staff. Because employees are
often hesitant to express true feelings to
management, their concerns are often
not expressed.
Obtain information
from employees with
disabilities while pre-
serving their privacy.
OCR will undertake a national study on the quality
of life for persons with disabilities. The study will
examine actual/perceived access to employment
opportunities, high visibility assignments, awards,
and promotions; and effectiveness of reasonable
accommodations to assure success and positive
work experiences.
September 30, 2002
The target dates indicated should be prior to the end of the Fiscal Year covered by this Plan so that substantial progress toward elimination of barriers will have been made by
that time. All barriers listed in Item "A" above should be removed prior to the end of the Fiscal Year covered by this Plan.
7
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PART H: REPORT OF ACCOMPLISHMENTS
AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES
FOR THE PERIOD OCTOBER 1, 2000 THROUGH SEPTEMBER 30, 2001
STAFFING COMMITMENTS
The following data indicates EPA staffing commitments for the Affirmative Action Program for Persons with
Disabilities as of September 30, 2001. The data includes the National Program Manager, the full-time staff sign
language interpreter, 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" ). N/A
B. ALL OTHER PERSONNEL (NOT ACCOUNTED FOR ABOVE) AT HEADQUARTERS, IN
COMPONENT AGENCIES, OR IN FIELD INSTALLATIONS RESPONSIBLE FOR THE
MANAGEMENT AND COORDINATION OF THE PROGRAM:
PERCENTAGE OF TIME INDICATE NUMBER
ALLOCATED TO THE PROGRAM IN EACH GROUP
1 - 5 % 0
6 - 10 % 0
11-25% 19
26 - 75 % 0
76 - 100 % 1
TOTAL 20
C. NUMBER OF AGENCY PERSONNEL OFFICES WITH APPOINTING AUTHORITY: 11.
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TOTAL PERMANENT WORK FORCE
SUMMARY OF ACCOMPLISHMENTS IN AFFIRMATIVE ACTION PROGRAM
FOR
EMPLOYMENT OF INDIVIDUALS WITH DISABILITIES*
SEPTEMBER 30, 2000
FY 2001 OBJECTIVE
SEPTEMBER 30, 2001
TOTAL
WORK
FORCE
17,732
16,752
17,707
PERSONS
WITH
DISABILITIES
888
841
926
TOTAL NUMBER OF ACCESSIONS FROM
OCT. 1, 2000 TO SEPT. 30, 2001
TOTAL NUMBER OF LOSSES FROM
OCT. 1, 2000 TO SEPT. 30, 2001
%
5.0
5.0
5.2
831
856
NO
DISABILITY
(04-05)
16,614
.
16,559
%
93.7
.
93.5
OTHER
(01) AND NOT
AVAILABLE
230
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TOTAL (PERMANENT) WORK FORCE Continued
SUMMARY OF ACCOMPLISHMENTS IN AFFIRMATIVE ACTION PROGRAM
FOR
EMPLOYMENT OF INDIVIDUALS WITH DISABILITIES*
SPECIAL RECRUITMENT PROGRAM - ACCESSIONS AND LOSSES - TARGETED DISABILITIES (PERMANENT ONLY)
On-Board
Persons with Targeted
Disabilities
As of 09/30/00
Applications from
10/1/00 to 09/30/01
Accessions from
10/1/00 to 09/30/01
Losses/Voluntary &
Involuntary Separations
10/1/99 to 09/30/01
On-Board Persons
with Targeted Disabilitie
As of 09/30/01
DEAF
(16,17)
22
1
0
23
BLIND
(23,25)
20
6
1
25
MISSING
EXTREMITY
(28,32-38)
10
2
0
12
PARTIAL
PARALYSIS
(64-68)
35
5
1
39
COMPLETE
PARALYSIS
(71-78)
11
2
1
12
CONVULSIVE
DISORDERS
(82)
27
3
0
30
MENTALLY
RETARDED
(90)
13
1
0
14
MENTAL
ILLNESS
(91)
15
7
1
21
DIST. LIMB
/SPINE (92)
6
0
0
6
TOT.
TARGET
DISAB.
159
27
4
182
*For information on collection of applicant data, see 46 PR 11285 (February 6, 1981)
EEOC FORM 440 (Pg. 7) (10/87)
10
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TOTAL TEMPORARY WORK FORCE
SUMMARY OF ACCOMPLISHMENTS IN AFFIRMATIVE ACTION PROGRAM
FOR
EMPLOYMENT OF INDIVIDUALS WITH DISABILITIES*
SEPTEMBER 30, 2000
SEPTEMBER 30, 2001
TOTAL
WORK
FORCE
TEMP
1,038
1,028
PERSONS
WITH
DISABILITIES
TEMP
42
37
TOTAL NUMBER OF ACCESSIONS FROM
OCT. 1, 2000 TO SEPT. 30, 2001
TOTAL NUMBER OF LOSSES FROM
OCT. 1, 2000 TO SEPT. 30, 2001
%
4.0
3.6
621
631
NO
DISABILITY
(04-05)
TEMP
979
975
%
94.3
94.8
OTHER (01)
AND NOT
AVAILABLE
17
16
%
1.6
1.5
PERSONS WITH
TARGETED
DISABILITIES
3
4
%
0.3
0.4
INSTRUCTIONS : THE DATA ON THIS PAGE PROVIDES
INFORMATION ON TEMPORARY TENURE,
TEMPORARY INTERMITTENT, AND
TEMPORARY NON-APPROPRIATED FUND
EMPLOYEES.
*Numbers in parentheses refer to codes on Standard Form 256
EEOC FORM 440 (Pg. 7A) (10/87)
11
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ACCESSIONS AND LOSSES (TEMPORARY) - TARGETED DISABILITIES
TEMPORARY
EMPLOYEES ONLY
On-Board
Persons with
Targeted Disabilities
As of 09/30/00
Accessions from
10/1/00 to 09/30/01
Losses from Voluntary &
Involuntary Separations
10/1/00 to 09/30/01
Conversions to
Permanent Employment
10/1/00 to 09/30/01
On-Board Persons with
Targeted Disabilities
As of 09/30/01
DEAF
(16,17)
0
0
0
0
0
BLIND
(23,25)
1
3
1
2
1
MISSING
EXTREMITIES
(28,32-38)
0
0
0
0
0
PARTIAL
PARALYSIS
(64-68)
0
3
0
2
1
COMPLETE
PARALYSIS
(71-78)
1
0
0
1
0
CONVUL.
DISORDERS
(82)
0
0
0
0
0
MENTALLY
RETARDED
(90)
0
0
0
0
0
MENTAL
ILLNESS
(91)
1
2
1
0
2
DIST.
LIMB
/SPINE
(92)
0
0
0
0
0
TOTAL
TARGET
DISAB.
3
8
2
5
4
*Numbers in parentheses refer to codes on Standard Form 256.
"Coding was changed during the year from Complete Paralysis (71-78) to Partial Paralysis (64-68) mid-year.
EEOC FORM 440 (Pg. 8) (10/87)
12
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PERMANENT WORK FORCE
ANALYSIS OF WORKFORCE: WHITE COLLAR (GS.GM. SES. AND ALL OTHER)
As of September 30, 2OO
CATEGORY
Total
Work Force
Not
Identified
Not
Available
No Disability
Reported
(04-05)
Other
Disabled
(06)
Total
Targeted
Deaf (16- 17)
Blind
(23,25)
Missing
Extremities
(28-38)
Partial
Paralysis
(64-68)
Complete
Paralysis
(71-78)
Convulsive
(82)
Mentally
Retarded (90)
Mental
Illness (91)
Distortion
Limb/Spine(92)
GS-1
2
.0
0
0
1
0.0
1
0.1
0
0
0
0
0
0
0
0
0
0
GS-2
9
.1
0
0
7
0.0
2
0.2
1
.5
0
0
0
0
0
0
0
1
4.8
0
GS-3
22
0.1
0
0
13
0.1
9
1.0
6
3.3
0
1
4.0
0
0
0
1
3.3
2
14.3
2
9.5
0
GS-4
90
0.5
3
1.4
0
69
0.4
18
1.9
9
4.9
1
4.3
0
1
8.3
1
2.6
0
0
6
42.9
0
GS-5
140
0.8
1
.5
0
110
0.7
29
3.1
14
7.7
4
17.4
2
8.0
0
2
5.1
0
0
3
21.4
3
14.3
0
GS-6
156
0.9
2
0.9
0
135
0.8
19
2.1
8
4.4
0
2
8.0
0
2
5.1
0
0
2
14.3
2
9.5
0
GS-7
698
3.9
7
3.2
0
620
3.7
71
7.7
23
12.6
2
8.7
6
24.0
0
5
12.8
0
5
16.7
0
4
19.0
1
16.7
GS-8
359
2.0
3
1.4
0
329
2.0
27
2.9
5
2.7
1
4.3
1
4.0
0
1
2.6
1
8.3
1
3.3
0
0
0
GS-9
707
4.0
9
4.1
0
649
3.9
49
5.3
16
8.8
6
26.1
3
12.0
1
8.3
2
5.1
1
8.3
2
6.7
1
7.1
0
0
GS-10
121
0.7
4
1.8
0
108
0.7
9
1.0
0
0
0
0
0
0
0
0
0
0
GS-11
828
4.7
14
6.3
0
767
4.6
47
5.1
12
6.5
2
8.7
2
8.0
0
2
5.1
1
8.3
1
3.3
0
2
9.5
2
33.3
GS-12
2,649
15.0
28
12.7
0
2,475
15.0
146
15.8
25
13.7
1
4.3
1
4.0
3
25.0
8
20.5
4
33.3
5
16.7
0
2
9.5
1
16.7
GS/
GM-
13
6,563
37.1
88
39.8
0
6,193
37.4
282
30.5
39
21.4
4
17.4
4
16.0
5
41.7
8
20.5
2
16.7
11
36.7
0
4
19.0
1
16.7
GS/
GM-14
3,052
17.3
40
18.1
0
2,885
17.4
127
13.7
16
8.8
2
8.7
1
4.0
2
16.7
5
12.8
1
8.3
4
13.3
0
1
4.8
0
GS/
GM-15
1,884
10.6
16
7.2
0
1,794
10.8
74
8.0
5
2.7
0
2
8.0
0
1
2.6
2
16.7
0
0
0
0
SES
266
1.5
1
0.5
0
253
1.5
12
1.3
2
1.1
0
0
0
1
2.6
0
0
0
0
1
16.7
OTHER
W.C.
146
0.8
5
2.3
0
137
0.8
4
0.4
1
0.5
0
0
0
1
2.6
0
0
0
0
0
TOTAL
W.C.
17,692
221
0
16,545
926
182
23
25
12
39
12
30
14
21
6
EEOC FORM 440 (Pg. 9)(10/87)
13
-------
PERMANENT WORK FORCE
ANALYSIS OF WORK FORCE: BLUE COLLAR (FEDERAL WAGE SYSTEM^
As of September 30, 2001
CATEGORY
Total
Workforce
Not Identified (01)
Not Available or
Unspecified
NO HANDICAP
(04-05)
Handicap
Reported
(06,13-94)
Total
Targeted Disabilities
Deaf (16,17)
Blind (23,25)
Missing
Extremities
(28,32-38)
Partial
Paralysis (64-6$)
Complete
Paralysis (71-78)
Convulsive
Disorders (82)
Mental
Retardation (90)
Mental Illness (91)
Distortiion of
Limbs/Spine (92)
WD/G
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/G
2
3
20.0
0
0
3
21.4
0
0
0
0
0
0
0
0
0
0
0
WD/G
3
1
6.7
0
0
1
7.1
0
0
0
0
0
0
0
0
0
0
0
WD/G
4
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/G
5
1
6.7
1
100.0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/G
6
1
6.7
0
0
1
7.1
0
0
0
0
0
0
0
0
0
0
0
WD/G
7
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/G
8
2
13.3
0
0
2
14.3
0
0
0
0
0
0
0
0
0
0
0
WD/G
9
2
13.3
0
0
2
14.3
0
0
0
0
0
0
0
0
0
0
0
WD/G
10
1
6.7
0
0
1
7.1
0
0
0
0
0
0
0
0
0
0
0
WD/G
11
2
13.3
0
0
2
14.3
0
0
0
0
0
0
0
0
0
0
0
WD/G
12
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/G
13
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/G
14
0
0
0
0
0
0
0
0
0
0
0
0
0
0
WD/G
15
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
OTHER
BC **
2
13.3
0
0
2
14.3
0
0
0
0
0
0
0
0
0
0
0
TOTA
L WC
**
15
100%
1
0
14
0
0
0
0
0
0
0
0
0
0
0
*Numbers in parentheses refer to codes on Standard form 256.
**Includes unspecified GS and all other White Collar pay plans.
Note: Percentages to be calculated on basis of total employees in each of the categories in column on the left; Agencies that use other personnel systems should adapt form.
EEOC FORM 440 (Pg. 9A)(10/87)
14
-------
PERMANENT WORK FORCE
ANALYSIS OF WORK FORCE: TYPES OF OCCUPATIONS (PROFESSIONAL; ADMINISTRATIVE;TECHNICAL; CLERICAL; OTHER
WHITE COLLAR; SUPERVISORY. LEADER. AND NONSUPERVISORY BLUE COLLAR
CATEGORY
Total Workforce
Not Identified (01)
Not Available or Unspecified
No Disability (04-05)
Disability Reported
(06,13-94)
Total Targeted
Disabilities
Deaf (16,17)
Blind (23,25)
Missing Extremities
(28,32-38)
Partial Paralysis
(64-68)
Complete Paralysis
(71-78)
Convulsive Disorders (82)
Mental Retardation (90)
Distortion of Limbs/Spine (92
Mental Illness (91)
PROF
8,241
46.5
122
55.0
0
7,784
47.0
335
36.2
47
25.8
6
26.1
4
16.0
5
41.7
15
38.5
4
33.3
8
26.7
0
) 1
16.7
0
ADMIN
7,717
43.6
78
35.1
0
7,226
43.6
413
44.6
73
40.1
9
39.1
10
40.0
6
50.0
14
35.9
7
58.3
17
56.7
1
7.1
4
66.7
0
TECHNICA
L
703
4.0
9
4.1
0
626
3.8
68
7.3
20
11.0
4
17.4
4
16.0
0
4
10.3
0
3
10.0
0
1
16.7
0
CLERICAL
957
5.4
12
5.4
0
838
5.1
107
11.6
40
22.0
4
17.4
6
24.0
1
8.2
6
15.4
1
8.3
2
6.7.
13
92.9
0
0
OTHER WC
74
0.4
0
0
71
0.4
3
0.3
2
1.1
0
1
4.0
0
0
0
0
0
0
0
SUPERVISORY
BC
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
LEADER
BC
2
0.0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
NONSUPER
BC
13
0.1
1
0.5
0
12
0.1
0
0
0
0
0
0
0
0
0
0
0
TOTAL WF
17707
222
0
16557
926
182
23
25
12
39
12
30
14
6
0
EEOC FORM 440 (Pg. 10) (10/87)
15
-------
REPORT ON FACILITY ACCESSIBILITY
BARRIER REMOVAL ACTIVITY DURING THE REPORTING YEAR
A. SUMMARY OF EPA BARRIER REMOVAL ACTIVITY
EPA is continuing to move to new headquarters buildings from the Waterside Mall complex. This should be completed by September 30,2002. This will eliminate
the facility barriers that existed at the Waterside Mall complex and ensure accessible bathrooms and accessible entrances.
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.
Because most of EPA's facilities are leased through GSA, whenever a problem arises, (for example, the automatic door openers stop working), EPA has to wait
for GSA to process the request for the repair or modification, and often has little or no control over the project. This causes delays not attributed to EPA, but
perceived as such.
D. DESCRIBE ACTIONS BEING TAKEN TO OVERCOME DIFFICULTIES DESCRIBED IN ITEM "C" ABOVE.
Increase communication and follow-up with GSA on facility matters.
ALTERNATIVES TO PERSONNEL OR MANAGEMENT POLICIES. PRACTICES. OR
PROCEDURES WHICH RESTRICT HIRING. PLACEMENT. AND ADVANCEMENT
OF INDIVIDUALS WITH DISABILITIES
EPA initiated a mandatory training of all EPA managers throughout the Agency on civil rights and EEO issues. The 2-day training course is conducted jointly
by EEOC and EPA and includes a large session of the Rehabilitation Act of 1973 and resources for finding effective reasonable accommodations.
Additionally, EPA continues to educate human resource officials on the hiring authorities available for the recruitment of individuals with disabilities and the
resources available for finding effective reasonable accommodations.
EEOC FORM 440 (Pg.l2)(10/87)
16
-------
PERMANENT WORK FORCE
PROMOTIONS AND CAREER DEVELOPMENT PROGRAMS
OCTOBER 1, 2000 TO SEPTEMBER 30, 2001
CATEGORY*
Total Workforce
Not Identified (01)
Not Available or
Unspecified
No Disability
(04-05)
Disability Reported
(04, 13-94)
Total Targeted
Disabilities
ON-BOARD
AS OF
9/30/01
17,707
222
0
16,559
926
182
PROMOTIONS
NUMBER
2,418
26
0
2,232
160
47
PERCENT
13.7
11.7
0
13.5
17.2
25.8
CAREER
DEVELOPMENT
(GRADES 5-12)
SLOTS
FILLED
25
0
0
19
6
2
PERCENT
0
0
0
0
0
0
SENIOR LEVEL
CAREER
DEVELOPMENT
PROGRAMS
(GRADES 13-15)
SLOTS
FILLED
Data Not
Available
PERCENT
DEVELOPMENT PROGRAMS
SLOTS
FILLED
Data Not
Available
PERCENT
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 THAT MOVE PEOPLE NON-
COMPETITIVELY THROUGH A SERIES OF PROMOTIONS WITH SOME TYPE OF TRAINING IN
THE PROCESS. INCLUDE BOTH BLUE COLLAR AND WHITE COLLAR POSITIONS. FOR SENIOR
LEVEL CAREER DEVELOPMENT (GRADES 13-15) PROGRAMS, COMPUTATIONS ARE TO BE
BASED ON THE NUMBER OF INDIVIDUALS ENROLLED IN FORMAL EXECUTIVE AND
MANAGEMENT DEVELOPMENT PROGRAMS DURING THE REPORTING PERIOD.
*Number in parenthesis refer to codes on Standard Form 256
EEOC FORM 440 (Pg. 13) (10/87)
17
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR PERSONS WITH
DISABILITIES
NOTEWORTHY ACTIVITIES/INITIATIVES
FY 2001
HEADQUARTERS AND AGENCY WIDE
The Persons With Disabilities Program (PWD) resides in EPA's Office of Civil Rights (OCR).
During the period, the National Program Manager for Persons with Disabilities continued with the
implementation of a national strategy and program to increase the representation of persons with disabilities
and targeted disabilities, which included the following activities:
EPA provided training for its Regional and Program collateral-duty Special Emphasis Program
Managers (SEPMs) for the Persons with Disabilities Program at the annual SEPM conference held
July 23-27, 2001.
In response to Executive Order 13164, "Establishing Procedures to Facilitate the Provision of
Reasonable Accommodation," EPA created a Task Force that developed a draft document setting
forth written procedures for requesting and providing reasonable accommodation. This document
is proceeding through the Agency'sDirectives' Clearance process that is mandatory for the approval
of all Agency policy or manuals.
In response to the Administrator's initiative on diversity, EPA's Office of Civil Rights sponsored a
mandatory civil rights training for all EPA supervisors throughout the country. This training,
conducted jointly by EEOC and OCR, consists of a 2-day training on civil rights and EEO issues,
including a significant portion on the government's rights and responsibilities under the Rehabilitation
Act.
EPA partnered with the Department of Defense's Computer/Electronic Accommodations Program
(CAP) to improve the resources available and installation of information technology to employees
with disabilities at EPA.
To ensure compliance with the guidelines on Section 508 developed by the Access Board, EPA
created a work group to develop policy or recommend necessary changes to current procedures.
As a result, the Agency created contract provisions to be included in all information technology
contracts; the Agency trained its contract officers and specialists on the new contract provision; the
Agency delegated authority to allow Branch Chiefs to certify equipment purchased is Section 508
compliant to eliminate any procurement bottlenecks; the OCR distributed a memorandum to all
employees outlining the steps an employee is required to take to file a complaint under Section 508;
the Agency drafted a Section 508 policy outlining the Agency's requirements and requiring any
18
-------
undue burden arguments to be approved by the Senior InformationResource Management Officers;
and, the Agency conducted training on Section 508 issues and compliance.
The National Disability Program Manager provided training on disability issues on recruiting, interviewing,
and hiring people with disabilities to Headquarters and Regional managers. The training was increased from
1- to 3-hour sessions, and included new topics, such as employment law and communicating with persons
with disabilities.
EPA web sites (the top 20 from each of the 14 Program Offices and 10 Regions) were surveyed
by the Department of Justice and found to be compliant with Section 508.
EPA continued partnering with Federal, state, local, and other rehabilitation organizations and
employment agencies throughout the country to improve its pool of qualified applicants with
disabilities. Organizations EPA partnered with included: the National Federation of the Blind;
Washington, D.C., Maryland and Virginia Departments of Rehabilitation Services; Columbia
Lighthouse for the Blind; Outcomes; Service Source; American Council for the Blind; Target
Community and Education Services; and, the President's Committee On Employment of People with
Disabilities. EPA also included these organizations in its EZHire database, which automatically
distributes job announcements to those organizations listed.
EPA participated in an aggressive recruitment effort to encourage top students with disabilities to
apply for the EPA Intern Program. The EPA Intern Program is aleadership developmental program
for top students in the country. In the class of 2001, 8 out of 32 students hired were students with
disabilities.
In May 2001, OCR participated in the National Job Fair for People with Disabilities held in
Washington, DC and the National Federation for the Blind Job Fair in July 2001. At least two
persons with disabilities were hired by EPA and several potential candidates have been identified by
HQ and Regional offices to receive job offers.
As part ofNational Disability Awareness Month in October 2001, the following training programs
were conducted by OCR: Psychiatric Disabilities in the Work Place; Succeeding with a Disability
in the Federal Government; and Understanding Mental Health Issues.
EPA's Office of Administration and Resource Management (O ARM) initiated a program to provide
resources and centrally fund architectural and engineering services for eliminating physical barriers
in the workplace. This program was initiated in Region 9 and extended to the entire Agency.
Additionally, OARM funded a study on issues arising with the evacuation of persons with disabilities
to better prepare for emergencies in the future.
EPA's Office of Research and Development's (ORD) five Laboratories expanded their recruitment
efforts by networking with coordinators atlocal state rehabilitation offices and universities to increase
19
-------
the applicant pool of persons with disabilities for each of the Laboratories. The Laboratories
assessed all their web sites and made modifications for them to meet Section 508 requirements.
"Lessons learned" were shared to improve the process. Additionally, both staff and managers
received training on disability issues.
EPA's Office of Water (OW) formed a Diversity Network. This group, which includes employees
with disabilities, is committed to ensure that opportunities for professional development and
recognition are afforded to all employees at EPA. OW also provided training to
management on disability issues.
EP A's Office of Prevention Pesticides and Toxic Substances (OPPTS) improved communications
and awareness by holding panel discussions on disability issues, presenting videos on disabilityissues,
and providing opportunities for employees with disabilities to talk directly with senior management
regarding proposed actions to support employees with disabilities.
EPA's Office of Air and Radiation's (OAR) Deputy Assistant Administrator held listening sessions
with its employees to hear concerns regarding disability issues. These listening sessions resulted in
requiring mandatory training for all OAR supervisors on disability issues throughout the Agency.
20
-------
REGIONAL LEVEL
EPA Region I (Boston):
Conducted sensitivity and awareness training on issues involving hidden disabilities such as seizure
disorders.
EPA Region H (New York City):
Continued to develop a close working relationship with the New York State Vocational
Rehabilitation Services (VESID) for referrals of candidates.
EPA Region m (Philadelphia):
Sponsored the following training for all its employees: 1) A presentation by Tim Harrington entitled,
"Building Communities-One Person at a Time" which focused on the recruitment of people with
disabilities; 2) A presentation on assistive technology by the Pennsylvania's Initiative on Assistive
Technology; and 3) A training session conducted by EPA's National Program Manager for People
with Disabilities.
EPA Region IV (Atlanta):
Conducted a Technology Expo for managers and employees to educate them on a broad range of
technology used in providing reasonable accommodations.
Sponsored a training for managers conducted by the EPA National Program Manager for People
with Disabilities.
EPA Region V (Chicago):
Partnered with the Illinois Rehabilitation Services Agency for conducting annual job fairs. This
relationship resulted in hiring 2 summer interns with disabilities.
EPA Region VI (Dallas):
Sponsored a training session for managers conducted by Choice Employment on both legal
requirements under the ADA as well as awareness on disability issues.
EPA Region VH (Kansas City):
Conducted training sessions on disability awareness and compliance with Section 508.
21
-------
EPA Region VIE (Denver):
Participated in local job fairs to recruit potential qualified employees with disabilities.
Conducted several open forums/brown bag sessions for raising the awareness of the abilities of
persons with disabilities, including topics on service dogs and specific medical conditions.
EPA Region IX (San Francisco):
Participated on the San Francisco Mayor's Committee for the Employment of People with
Disabilities. This committee provides an increased source of qualified applicants with disabilities
through networking and its annual job fair.
Created a Resume Database to house all the current resumes of people with targeted disabilities.
This database is available to managers and hiring officials.
Sponsored a training for managers conducted by the EPA National Program Manager for People
with Disabilities.
EPA Region X (Seattle):
Sponsored training for managers conducted by the EPA National Program Manager for People with
Disabilities.
22
-------
AFFIRMATIVE EMPLOYMENT PROGRAM FOR PERSONS WITH DISABILITIES
PLANNED INITIATIVES
FY2002
AGENCY WIDE
Efforts will continue to educate managers, human resource staff and personnel specialists on
mechanisms for increasing the hiring for people with disabilities and on maintaining links with
organizations that can assist EPA in improving its applicant pool of people with disabilities.
OCR will undertake a national study on the quality oflife 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 accommoda- tions in helping
to assure a successful and positive employment experience at EPA for people with disabilities.
(Previously listed on Form EEOC 440, p. 4).
EP A's Office ofEnvironmental Information (OEI) is creating a database of products that meet Section
508 requirements. This database will be placed on the Agency's accessibility website to be used as
a resource for managers purchasing new information technology.
EPA, together with two other federal agencies located in the Ronald Reagan International Trade
Center, is planning to conduct a Section 508 Technical Exposition, for managers and employees of
all three agencies to view and test products that can be used by the agencies to make their
information technology 508 compliant.
EPA managers will continue to receive mandatory Civil Rights training that will include issues
affecting employees with disabilities.
23
-------
People With Disabilities
As of September 30,2001
Other-Non
Identified
Disabilities
(54,150)
3%
People With
Disabilities
(120,634)
7%
Federal Executive Branch
Source: Demographic Profile of Federal Workforce-OPM & EPAYS
-24-
Non-Disabled
(1,589,299)
90%
-------
Persons with Targeted Disabilities
Hearing Impaired
Hearing
Impaired
(13,927)
12%
Disabilities
(106,707)
88%
Federal Executive Branch Workforce
Source: OPM 9/30/01 Demographic Profile
-25-
-------
Representation of People with Disabilities Among
Federal Executive Departments
September 30,2001
SSA
State
Veterans Affairs
HUD
Air Force
Agriculture
Treasury
Labor
Na\y
Etoenrv
Army
Education
HHS
Interior
Commerce
Trans nortation
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1 ^T" ,-'.;""_ . - t 'T! ' ' t-'1. t ' . '*''-'. " v"1 /1( . ''i* -
^ ~ ~ , , ' " ' ! ' - < . v , * , ^' s i - - '
ni - -x. ..,,.. ,,,,,; ' ^ -. ..'.,. ^ ! - ."' -I---- '''.' «>-- -- - *- > -
,'-r nn i --,'<', ......... :S; ' '! ' '* . '- '^ ! - i '
-C1 '.'.i :..*.- ^1- .15.
rv :r..-:. ..T..J.S.II
-"" .' ~ r :" '.".; ...,; ."',--. -,.-.._ . ).».,
.. ,:" , _'?... -, - :.-.- . : .-,....-,.: , i-».z
-',,v . i ?.U
u__. , ,
36.1
6.0
6.0
If
_-.... J 8-6
8.0
j
10.0
8
0 2 4 6 8 10 12 14 1
Percent of Workforce
Source: Demographic Profile of the Federal Workforce. September 30, 2001, OPM - Office of Workforce Information
-27-
-------
Other-Non
Identified
Disabilities
(222)
1%
People With Disabilities
As of September 30,2001
n People With
Disabilities
(926)
5%
Non-Disabled
(16,559)
94%
U. S. Environmental Protection Agency Permanent Workforce
Source: EPAYS
-28-
-------
People With Disabilities
Targeted As of 9/30/01
Disablities
(182)
20%
People With
Disabilities
(744)
80%
U.S. Environmental Protection Agency
-29-
-------
Persons with Targeted Disabilities
Hearing Impaired
Hearing
Impaired (23)
14%
U.S. Environmental Protection Agency
Source: EPAYS; Persons with Hearing Impairments are the least represented of the targeted disabilities
Other
Disabilities
(182)
86%
-30-
-------
Targeted Disabilities
As of 9/30/01
Total 182
Conv (30)
16%
Missing
Extremities
(12)
7%
Para (39)
21%
Deaf (23)
13%
Blind (25)
14%
Mental (14)
8%
Comp (12)
7%
Limbs (6)
3%
Mental Illness
(21)
11%
Source: EPAYS
-31-
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