Federal Register / Vol. 75, No. 9 / Thursday, January 14, 2010 / Notices 2119 

United States Air Force Academy, 2348 

Sijan Drive, Suite 100, United States Air 

Force Academy, CO 80840–8280.’’ 

NOTIFICATION PROCEDURE: 

Delete entry and replace with 

‘‘Individuals seeking to determine 

whether this system of records contains 

information on themselves should 

address inquiries to Command 

Chaplain, Headquarters, United States 

Air Force Academy, 2348 Sijan Drive, 

Suite 100, United States Air Force 

Academy, CO 80840–8280. 

Requests should contain individual’s 

name and Social Security Number 

(SSN).’’ 

RECORD ACCESS PROCEDURE: 

Delete entry and replace with 

‘‘Individuals seeking to access records 

about themselves contained in this 

system should address requests to 

Command Chaplain, Headquarters, 

United States Air Force Academy, 2348 

Sijan Drive, Suite 100, United States Air 

Force Academy, CO 80840–8280. 

Requests should contain individuals’ 

full name and Social Security Number 

(SSN).’’ 

* * * * * 

F052 USAFA A 

SYSTEM NAME: 

Cadet Chaplain Records. 

SYSTEM LOCATION: 

Command Chaplain, Headquarters, 

United States Air Force Academy, 2348 

Sijan Drive, Suite 100, United States Air 

Force Academy, CO 80840–8280. 

CATEGORIES OF INDIVIDUALS COVERED BY THE

SYSTEM: 

Air Force Academy Cadets. 

CATEGORIES OF RECORDS IN THE SYSTEM: 

Name, Social Security Number (SSN), 

religious affiliation, background and 

interests, and choir audition consisting 

of musical capabilities. 

AUTHORITY FOR MAINTENANCE OF THE SYSTEM: 

10 U.S.C. 9331, Establishment; 

Superintendent; faculty, 10 U.S.C. 9337, 

Chaplain, and E.O. 9397 (SSN), as 

amended. 

PURPOSE(S): 

To identify incoming Fourth Class 

Cadet’s religious affiliation, background 

data and interests. Cadet Chaplains and 

chapel managers assigned to the USAF 

Academy Cadet Chaplin’s office use this 

information to organize cadet lay 

participation as ushers, choir members, 

lay readers, lectors, commentators, and 

religious education teachers. Choir 

audition records identify incoming 

cadet’s musical capabilities and the 

music directors use this information. 

ROUTINE USES OF RECORDS MAINTAINED IN THE

SYSTEM, INCLUDING CATEGORIES OF USERS AND

THE PURPOSES OF SUCH USES: 

In addition to those disclosures 

generally permitted under 5 U.S.C. 

552a(b) of the Privacy Act of 1974, these 

records or information may specifically 

be disclosed outside the DoD as a 

routine use pursuant to 5 U.S.C. 

552a(b)(3) as follows: 

The ‘Blanket Routine Uses’ published 

at the beginning of the Air Force’s 

compilation of systems of records 

notices apply to this system. 

POLICIES AND PRACTICES FOR STORING, 

RETRIEVING, ACCESSING, RETAINING, AND

DISPOSING OF RECORDS IN THE SYSTEM: 

STORAGE: 

Maintained on computer and 

electronic storage media. 

RETRIEVABILITY: 

Retrieved by name and Social 

Security Number (SSN). 

SAFEGUARDS: 

Records are accessed by the 

custodian, individuals responsible for 

servicing the record system in the 

course of their official duties, and by 

authorized personnel who are properly 

cleared for need-to-know. Records are 

stored in locked rooms and on computer 

storage devices protected by computer 

system software. 

RETENTION AND DISPOSAL: 

Records are destroyed one year after 

graduation or discharge from the 

program. Records are destroyed by 

tearing into pieces, shredding, pulping, 

macerating or burning. Computer 

records are destroyed by erasing, 

deleting overwriting or degaussing. 

SYSTEM MANAGER(S) AND ADDRESS: 

Command Chaplain, Headquarters, 

United States Air Force Academy, 2348 

Sijan Drive, Suite 100, United States Air 

Force Academy, CO 80840–8280. 

NOTIFICATION PROCEDURE: 

Individuals seeking to determine 

whether this system of records contains 

information on themselves should 

address inquiries to Command 

Chaplain, Headquarters, United States 

Air Force Academy, 2348 Sijan Drive, 

Suite 100, United States Air Force 

Academy, CO 80840–8280. 

Requests should contain individual’s 

name and Social Security Number 

(SSN). 

RECORD ACCESS PROCEDURES: 

Individuals seeking to access records 

about themselves contained in this 

system should address requests to 

Command Chaplain, Headquarters, 

United States Air Force Academy, 2348 

Sijan Drive, Suite 100, United States Air 

Force Academy, CO 80840–8280. 

Requests should contain individual’s 

full name and Social Security Number 

(SSN). 

CONTESTING RECORD PROCEDURES: 

The Air Force rules for accessing 

records, and for contesting contents and 

appealing initial agency determinations 

are published in Air Force Instruction 

37–132; 32 CFR part 806b; or may be 

obtained from the system manager. 

RECORDS SOURCE CATEGORIES: 

Information obtained from individual 

cadet. 

EXEMPTIONS CLAIMED FOR THE SYSTEM: 

None. 

[FR Doc. 2010–589 Filed 1–13–10; 8:45 am] 

BILLING CODE 5001–06–P 

DEPARTMENT OF EDUCATION 

National Institute on Disability and 

Rehabilitation Research (NIDRR)— 

Disability and Rehabilitation Research 

Projects and Centers Program— 

Rehabilitation Research and Training 

Centers (RRTCs)—Employer Practices 

Related to Employment Outcomes 

Among Individuals With Disabilities 

Catalog of Federal Domestic Assistance 

(CFDA) Number: 84.133B–3. 

AGENCY: Office of Special Education and 

Rehabilitative Services, Department of 

Education. 

ACTION: Notice of proposed priority. 

SUMMARY: The Assistant Secretary for 

Special Education and Rehabilitative 

Services proposes a funding priority for 

the Disability and Rehabilitation 

Research Projects and Centers Program 

administered by NIDRR. Specifically, 

this notice proposes a priority for 

RRTCs on Employer Practices Related to 

Employment Outcomes Among 

Individuals with Disabilities. The 

Assistant Secretary may use this priority 

for competitions in fiscal year (FY) 2010 

and later years. We take this action to 

focus research attention on areas of 

national need. We intend this priority to 

improve rehabilitation services and 

outcomes for individuals with 

disabilities. 

DATES: We must receive your comments 

on or before February 16, 2010. 

ADDRESSES: Address all comments about 

this notice to Donna Nangle, U.S. 

Department of Education, 400 Maryland 

Avenue, SW., room 6029, Potomac 

Center Plaza (PCP), Washington, DC 

20202–2700. 


pwalker on DSK8KYBLC1PROD with NOTICES
2120 Federal Register / Vol. 75, No. 9 / Thursday, January 14, 2010 / Notices 

If you prefer to send your comments 

by e-mail, use the following address: 

donna.nangle@ed.gov. You must 

include the term ‘‘Proposed Priority for 

an RRTC on Employer Practices Related 

to Employment Outcomes Among 

Individuals with Disabilities’’ in the 

subject line of your electronic message. 

FOR FURTHER INFORMATION CONTACT: 

Donna Nangle. Telephone: (202) 245– 

7462 or by e-mail: 

donna.nangle@ed.gov. 

If you use a telecommunications 

device for the deaf (TDD), call the 

Federal Relay Service (FRS), toll free, at 

1–800–877–8339. 

SUPPLEMENTARY INFORMATION: This 

notice of proposed priority is in concert 

with NIDRR’s Final Long-Range Plan for 

FY 2005–2009 (Plan). The Plan, which 

was published in the Federal Register 

on February 15, 2006 (71 FR 8165), can 

be accessed on the Internet at the 

following site: http://www.ed.gov/ 

about/offices/list/osers/nidrr/ 

policy.html. 

Through the implementation of the 

Plan, NIDRR seeks to: (1) Improve the 

quality and utility of disability and 

rehabilitation research; (2) foster an 

exchange of expertise, information, and 

training to facilitate the advancement of 

knowledge and understanding of the 

unique needs of traditionally 

underserved populations; (3) determine 

best strategies and programs to improve 

rehabilitation outcomes for underserved 

populations; (4) identify research gaps; 

(5) identify mechanisms of integrating 

research and practice; and (6) 

disseminate findings. 

This notice proposes a priority that 

NIDRR intends to use for RRTC 

competitions in FY 2010 and possibly 

later years. However, nothing precludes 

NIDRR from publishing additional 

priorities, if needed. Furthermore, 

NIDRR is under no obligation to make 

an award for this priority. The decision 

to make an award will be based on the 

quality of applications received and 

available funding. 

Invitation to Comment 

We invite you to submit comments 

regarding this notice. To ensure that 

your comments have maximum effect in 

developing the notice of final priority, 

we urge you to clearly identify the 

specific topic that each comment 

addresses. 

We invite you to assist us in 

complying with the specific 

requirements of Executive Order 12866 

and its overall requirement of reducing 

regulatory burden that might result from 

this proposed priority. Please let us 

know of any further ways we could 

reduce potential costs or increase 

potential benefits while preserving the 

effective and efficient administration of 

the program. 

During and after the comment period, 

you may inspect all public comments 

about this notice in room 6029, 550 12th 

Street, SW., PCP, Washington, DC, 

between the hours of 8:30 a.m. and 4:00 

p.m., Washington, DC, time, Monday 

through Friday of each week except 

Federal holidays. 

Assistance to Individuals with 

Disabilities in Reviewing the 

Rulemaking Record: On request we will 

provide an appropriate accommodation 

or auxiliary aid to an individual with a 

disability who needs assistance to 

review the comments or other 

documents in the public rulemaking 

record for this notice. If you want to 

schedule an appointment for this type of 

accommodation or auxiliary aid, please 

contact the person listed under FOR

FURTHER INFORMATION CONTACT. 

Purpose of Program: The purpose of 

the Disability and Rehabilitation 

Research Project and Centers Program is 

to plan and conduct research, 

demonstration projects, training, and 

related activities, including 

international activities, to develop 

methods, procedures and rehabilitation 

technology that maximize the full 

inclusion and integration into society, 

employment, independent living, family 

support, and economic and social selfsufficiency of individuals with 

disabilities, especially individuals with 

the most severe disabilities, and to 

improve the effectiveness of services 

authorized under the Rehabilitation Act 

of 1973, as amended. 

RRTC Program 

The purpose of the RRTC program is 

to improve the effectiveness of services 

authorized under the Rehabilitation Act 

of 1973, as amended, through advanced 

research, training, technical assistance, 

and dissemination activities in general 

problem areas, as specified by NIDRR. 

Such activities are designed to benefit 

rehabilitation service providers, 

individuals with disabilities, and the 

family members or other authorized 

representatives of individuals with 

disabilities. In addition, NIDRR intends 

to require all RRTC applicants to meet 

the requirements of the General 

Rehabilitation Research and Training 

Centers (RRTC) Requirements priority 

that it published in a notice of final 

priorities in the Federal Register on 

February 1, 2008 (72 FR 6132). 

Additional information on the RRTC 

program can be found at: http:// 

www.ed.gov/rschstat/research/pubs/resprogram.html#RRTC. 

Statutory and Regulatory Requirements 

of RRTCs 

RRTCs must— 

• Carry out coordinated advanced 

programs of rehabilitation research; 

• Provide training, including 

graduate, pre-service, and in-service 

training, to help rehabilitation 

personnel more effectively provide 

rehabilitation services to individuals 

with disabilities; 

• Provide technical assistance to 

individuals with disabilities, their 

representatives, providers, and other 

interested parties; 

• Disseminate informational materials 

to individuals with disabilities, their 

representatives, providers, and other 

interested parties; and 

• Serve as centers of national 

excellence in rehabilitation research for 

individuals with disabilities, their 

representatives, providers, and other 

interested parties. 

Applicants for RRTC grants also must 

demonstrate in their applications how 

they will address, in whole or in part, 

the needs of individuals with 

disabilities from minority backgrounds. 

Program Authority: 29 U.S.C. 762(g) 

and 764(b)(2). 

Applicable Program Regulations: 34 

CFR part 350. 

Proposed Priority: This notice 

contains one proposed priority. 

Employer Practices Related to 

Employment Outcomes Among 

Individuals With Disabilities 

Background 

Individuals with disabilities 

experience lower rates of employment 

than those without disabilities, and this 

disparity in employment rates is seen 

across all sociodemographic groups 

(Steinmetz, 2006; U.S. Census Bureau, 

2006; U.S. Department of Labor, 2009). 

This disparity in employment rates, as 

well as differences in other aspects of 

employment (e.g., retention rates, job 

satisfaction, wages), appear to reflect, at 

least in part, differences in employer 

practices related to hiring, promoting, 

and retaining employees who have or 

acquire disabilities (U.S. Department of 

Labor, 2009). While it is difficult to 

obtain employer-level information, there 

is some recent evidence regarding the 

relationship between employer practices 

and outcomes for individuals with 

disabilities. In 2008, the Office of 

Disability Employment Policy of the 

U.S. Department of Labor funded an 

employer survey that examined 

employer practices related to hiring, 

advancing, and retaining employees 

with disabilities (U.S. Department of 

Labor, 2009). The study indicated that 


pwalker on DSK8KYBLC1PROD with NOTICES
Federal Register / Vol. 75, No. 9 / Thursday, January 14, 2010 / Notices 2121 

companies reporting that they actively 

recruit employees with disabilities 

differ from other companies in several 

domains. For example, companies that 

recruited individuals with disabilities 

were generally less likely than others to 

identify challenges in hiring individuals 

with disabilities (e.g., accommodation 

costs, nature of the work, concern about 

health care costs) and were more likely 

to identify strategies that were helpful 

in recruiting employees with disabilities 

(e.g., developing a targeted recruitment 

program, visible top management 

commitment, providing flexible work 

schedules). In addition, companies that 

reported actively recruiting employees 

with disabilities were less likely to have 

identified the following concerns 

regarding hiring individuals with 

disabilities: That employing workers 

with disabilities increased the cost of 

doing business, that workers with 

disabilities lack relevant skills and 

experience, and that employees with 

disabilities posed greater risks to safety 

and productivity. 

Analysis of the responses revealed 

that employer characteristics, including 

company size, sector of the economy, 

and industry type, were related to the 

employers’ responses. Larger employers 

and employers in the public sector were 

more likely than other employers to 

report employing individuals with 

disabilities and actively recruiting 

applicants with disabilities. Larger 

companies were also more likely to 

report having hired employees with 

disabilities within the last 12 months. 

Smaller and medium-sized companies 

were more likely to report that health 

care costs, workers compensation costs, 

and fear of litigation were challenges in 

hiring individuals with disabilities. 

When asked about concerns related to 

hiring employees with disabilities, 

smaller and medium-sized companies 

were more likely to cite concerns about 

costs of employing individuals with 

disabilities and the belief that workers 

with disabilities lack relevant skills and 

experience. In contrast, larger 

companies were more concerned about 

supervisors’ uncertainty regarding how 

to take disciplinary action against 

employees with disabilities. When 

questioned about perceived challenges 

to retaining employees with disabilities, 

smaller companies expressed greater 

concerns about the cost of health care 

coverage and workers compensation. 

Responses also varied by organization 

type. Companies in construction, goodsproducing, and retail trades were more 

likely than others to indicate that the 

nature of the work was a challenge in 

hiring individuals with disabilities. 

Public organizations were more likely 

than private sector agencies to report 

that they actively recruited employees 

with disabilities. 

The results of this study suggest that 

organizations of different sizes, and 

from different industries and sectors of 

the economy, differ in employer 

practices with regard to individuals 

with disabilities. However, these 

findings are largely based on the 

attitudes, opinions or perceptions of 

employers, rather than on objectively 

measured employer practices and 

employment outcomes. Building upon 

these findings by obtaining empirical 

data about actual employer practices, 

and further investigating the extent to 

which these practices are associated 

with employment for individuals with 

disabilities, would inform the 

development of interventions to 

improve the number and diversity of 

employment opportunities for 

individuals with disabilities. 

References 

Steinmetz, E. (2006). Americans With 

Disabilities: 2002. Household Economic 

Studies Current Population Reports P70– 

107 Washington, DC: U.S. Census 

Bureau. See http://www.census.gov/ 

hhes/www/disability/sipp/ 

disable02.html. 

U.S. Census Bureau (2006). American 

Community Survey table B1802: 

Selected Economic Characteristics for 

the Civilian Noninstitutionalized 

Population By Disability Status. 

Washington, DC: U.S. Census Bureau. 

See http://factfinder.census.gov/servlet/ 

STTable?_bm=y&- 

qr_name=ACS_2006_EST_G00_S1802&- 

geo_id=01000US&- 

ds_name=ACS_2006_EST_G00_&- 

_lang=en&-format=&-CONTEXT=st. 

U.S. Department of Labor (2009). Survey of 

Employer Perspectives on the 

Employment of People with Disabilities. 

See http://www.dol.gov/odep/categories/ 

research/index.htm. 

U.S. Department of Labor (2009). Labor force 

statistics from the Current Population 

Survey: Employment status and 

disability status, January 2009. 

See http://www.bls.gov/cps/ 

cpsdisability_012009.htm. 

Proposed Priority 

The Assistant Secretary for Special 

Education and Rehabilitative Services 

proposes a priority for a Rehabilitation 

Research and Training Center (RRTC) on 

Employer Practices Related to 

Employment Outcomes Among 

Individuals with Disabilities. This RRTC 

must conduct research that contributes 

to our knowledge about the differences 

that exist in employer practices towards 

hiring individuals with disabilities and 

the relationship between different 

practices and employment outcomes for 

individuals with disabilities. This new 

knowledge will contribute to more 

targeted interventions to improve 

employer practices related to the 

employment of individuals with 

disabilities. Under this priority, the 

RRTC must contribute to the following 

outcomes: 

(a) New knowledge of specific 

employer practices most strongly 

associated with desired employment 

outcomes for individuals with 

disabilities and the prevalence of these 

practices. The RRTC must contribute to 

this outcome by identifying and 

categorizing employer practices related 

to the hiring, retention, and 

advancement of individuals with 

disabilities and conducting research on 

the extent to which employers engage in 

specific practices that have been found 

in relevant research to promote positive 

employment outcomes for individuals 

with disabilities. Factors that are 

associated with such practices include, 

but are not limited to: employer size, 

geographic regions, sector of industry or 

the economy (e.g., private sector, public 

sector, goods-producing, serviceproducing), employer preconceptions, 

and experience working with vocational 

rehabilitation agencies. 

(b) Increased knowledge about how 

these practices relate to employer 

success in hiring, retention, and 

promotion of individuals with 

disabilities. Applicants must propose 

strategies to collect information about 

these practices and outcomes directly 

from employers, taking into account that 

it can be difficult to collect information 

about employer practices and outcomes. 

In addition, applicants are encouraged 

to use existing databases such as those 

maintained by the Equal Employment 

Opportunity Commission, the Small 

Business Administration, the Office of 

Federal Contract Compliance Programs, 

and disability insurance providers. 

(c) Increased incorporation of findings 

into practice and policy. The RRTC 

must contribute to this outcome by: 

(1) Collaborating with employer 

groups to develop, evaluate, or 

implement strategies to increase 

utilization of positive practices 

identified by the RRTC. 

(2) Conducting training and 

dissemination activities to facilitate the 

utilization of research findings in 

employment and policy settings. 

In addition, this RRTC must 

collaborate with: 

(1) Relevant Rehabilitation Services 

Administration grantees, such as the 

10 regional Technical Assistance and 

Continuing Education projects. 

(2) Relevant grantees and programs in 

the Department of Labor, including the 

Office of Disability Employment 


pwalker on DSK8KYBLC1PROD with NOTICES
2122 Federal Register / Vol. 75, No. 9 / Thursday, January 14, 2010 / Notices 

Policy’s National Technical Assistance, 

Policy, and Research Center for 

Employers. 

Types of Priorities 

When inviting applications for a 

competition using one or more 

priorities, we designate the type of each 

priority as absolute, competitive 

preference, or invitational through a 

notice in the Federal Register. The 

effect of each type of priority follows: 

Absolute priority: Under an absolute 

priority, we consider only applications 

that meet the priority (34 CFR 

75.105(c)(3)). 

Competitive preference priority: 

Under a competitive preference priority, 

we give competitive preference to an 

application by (1) awarding additional 

points, depending on the extent to 

which the application meets the priority 

(34 CFR 75.105(c)(2)(i)); or (2) selecting 

an application that meets the priority 

over an application of comparable merit 

that does not meet the priority (34 CFR 

75.105(c)(2)(ii)). 

Invitational priority: Under an 

invitational priority, we are particularly 

interested in applications that meet the 

priority. However, we do not give an 

application that meets the priority a 

preference over other applications (34 

CFR 75.105(c)(1)). 

Final Priority: We will announce the 

final priority in a notice in the Federal 

Register. We will determine the final 

priority after considering responses to 

this notice and other information 

available to the Department. This notice 

does not preclude us from proposing 

additional priorities, requirements, 

definitions, or selection criteria, subject 

to meeting applicable rulemaking 

requirements. 

Note: This notice does not solicit 

applications. In any year in which we choose 

to use this priority, we invite applications 

through a notice in the Federal Register. 

Executive Order 12866: This notice 

has been reviewed in accordance with 

Executive Order 12866. Under the terms 

of the order, we have assessed the 

potential costs and benefits of this 

proposed regulatory action. 

The potential costs associated with 

this proposed regulatory action are 

those resulting from statutory 

requirements and those we have 

determined as necessary for 

administering this program effectively 

and efficiently. 

In assessing the potential costs and 

benefits—both quantitative and 

qualitative—of this proposed regulatory 

action, we have determined that the 

benefits of the proposed priority justify 

the costs. 

Discussion of Costs and Benefits 

The benefits of the Disability and 

Rehabilitation Research Projects and 

Centers Programs have been well 

established over the years in that similar 

projects have been completed 

successfully. This proposed priority will 

generate new knowledge through 

research and development activities. 

Another benefit of this proposed 

priority is that the establishment of a 

new RRTC will support the research and 

will improve the lives of individuals 

with disabilities. The new RRTC will 

generate, disseminate, and promote the 

use of new information that will 

improve the options for individuals 

with disabilities to obtain, retain, and 

advance in employment. 

Intergovernmental Review 

This program is not subject to 

Executive Order 12372 and the 

regulations in 34 CFR part 79. 

Accessible Format: Individuals with 

disabilities can obtain this document in 

an accessible format (e.g., braille, large 

print, audiotape, or computer diskette) 

by contacting the Grants and Contracts 

Services Team, U.S. Department of 

Education, 400 Maryland Avenue, SW., 

room 5075, PCP, Washington, DC 

20202–2550. Telephone: (202) 245– 

7363. If you use a TDD, call the FRS, 

toll-free, at 1–800–877–8339. 

Electronic Access to This Document: 

You can view this document, as well as 

all other documents of this Department 

published in the Federal Register, in 

text or Adobe Portable Document 

Format (PDF) on the Internet at the 

following site: http://www.ed.gov/news/ 

fedregister. 

To use PDF you must have Adobe 

Acrobat Reader, which is available free 

at this site. 

Note: The official version of this document 

is the document published in the Federal 

Register. Free Internet access to the official 

edition of the Federal Register and the Code 

of Federal Regulations is available on GPO 

Access at: http://www.gpoaccess.gov/nara/ 

index.html. 

Dated: January 8, 2010. 

Alexa Posny, 

Assistant Secretary for Special Education and 

Rehabilitative Services. 

[FR Doc. 2010–480 Filed 1–13–10; 8:45 am] 

BILLING CODE 4000–01–P 

DEPARTMENT OF ENERGY 

Additional Guidance Regarding 

Application of Current Procedures for 

Testing Energy Consumption of 

Refrigerator-Freezers With Automatic 

Ice Makers 

AGENCY: Office of the General Counsel, 

U.S. Department of Energy. 

ACTION: Notice. 

SUMMARY: This notice announces the 

Department of Energy’s (DOE) guidance 

to ensure the consistent application of 

DOE’s current test procedure to 

refrigerator-freezers with French doors, 

bottom-mounted freezers, and throughthe-door (TTD) ice service (French door 

TTD models). This Guidance was issued 

on December 18, 2009. 

FOR FURTHER INFORMATION CONTACT: Ms. 

Stephanie Weiner at 202–586–9648. 

SUPPLEMENTARY INFORMATION: The 

Energy Policy and Conservation Act of 

1975, as amended, (EPCA or the Act) 

requires the Department of Energy (DOE 

or the Department) to prescribe 

standardized test procedures to measure 

the energy consumption of certain 

consumer products. See 42 U.S.C. 6293, 

6295(r). The Department’s current test 

procedure for residential refrigeratorfreezers is set forth at 10 CFR Part 430, 

Subpart B, Appendix A1, Uniform Test 

Method for Measuring the Energy 

Consumption of Electric Refrigerators 

and Electric Refrigerator-Freezers 

(Appendix A1). DOE issues this 

guidance to ensure the consistent 

application of the current test procedure 

to refrigerator-freezers with French 

doors, bottom-mounted freezers, and 

through-the-door (TTD) ice service 

(French door TTD models). 

Appendix A1 requires products to be 

tested in accordance with the relevant 

sections of Association of Home 

Appliance Manufacturers (AHAM) 

standard HRF–1–1979 (HRF–1). See 

Appendix A1, section 2.2; 47 FR 34517 

(Aug. 10, 1982). HRF–1 specifies that 

‘‘automatic ice makers are to be 

inoperative during the test’’ (‘‘ice maker 

exclusion’’). See HRF–1, section 7.4.2. 

HRF–1 defines ‘‘automatic ice maker’’ as 

‘‘[a] device, connected to a water supply, 

which automatically produces, harvests, 

and stores ice in a storage bin, with 

means to automatically interrupt the 

harvesting operation when the bin is 

filled to a predetermined amount.’’ Id. at 

sec. 3.5. 

At the time when AHAM developed 

and DOE adopted HRF–1, refrigeratorfreezer models equipped with automatic 

ice makers located the ice maker in the 

freezer compartments, rather than 

separate ice compartments outside the 


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