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EEOC FORM 

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PART A - D 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

PART A 

Department 

or Agency 

Identifying 

Information 

1. Agency 1. DOT Federal Highway Administration 

1.a 2nd level reporting component 

2. Address 2. 1200 New Jersey Avenuse SE 

3. City, State, Zip Code 3. Washington, DC 20590 

4. Agency Code 5. FIPS code(s) 4. TD04 5. 11001 

PART B 

Total 

Employment 

1. Enter total number of permanent full-time and part-time employees 1. 2672 

2. Enter total number of temporary employees 2. 6 

3. TOTAL EMPLOYMENT [add lines B 1 through 2] 4. 2678 

PART C 

Agency Official(s) Responsible 

For Oversight of EEO 

Program(s) 

Title Type Name Title 

Head of Agency Nicole Nason Administrator, FHWA 

Head of Agency Designee Thomas J. Everett Executive Director 

Principal EEO Director/Official Irene Rico Associate Administrator for Civil 

Rights 

Affirmative Employment Program Manager Nikisha Pickett Internal EEO and Special Emphasis 

Program Manager 

Complaint Processing Program Manager Nikisha Pickett Internal EEO and Special Emphasis 

Program Manager 

Diversity & Inclusion Officer Lafayette Melton Human Resources Specialist and 

Diversity Program Manager 

Hispanic Program Manager (SEPM) Nikisha Pickett Internal EEO and Special Emphasis 

Program Manager 

Women’s Program Manager (SEPM) Nikisha Pickett Internal EEO and Special Emphasis 

Program Manager 

Disability Program Manager (SEPM) Kirsten Poston Disability Policy Analyst 

Special Placement Program Coordinator (Individuals 

with Disabilities) 

Eleni Triantafell Human Resources Specialist 

Reasonable Accommodation Program Manager Kirsten Poston Disability Policy Analyst 

Anti-Harassment Program Manager Pamela Woodruff Program Analyst 

ADR Program Manager Nikisha Pickett Internal EEO and Special Emphasis 

Program Manager 

Compliance Manager Nikisha Pickett Internal EEO and Special Emphasis 

Program Manager 

Principal MD-715 Preparer Kirsten Poston Disability Policy Analyst 
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EEOC FORM U.S. Equal Employment Opportunity Commission 

715-02 FEDERAL AGENCY ANNUAL 

PART A - D EEO PROGRAM STATUS REPORT 

PART D 

List of Subordinate Components Covered in 

This Report 

For period covering October 1, 2017 to September 30, 2018 

Subordinate Component and Location Country Agency Code 

(City/State) 

DOT Federal Highway Administration United States TD04 

Montgomery, AL 

DOT Federal Highway Administration United States OTHER 

Juneau, AK 

DOT Federal Highway Administration United States OTHER 

Phoenix, AZ 

DOT Federal Highway Administration United States OTHER 

Little Rock , AR 

DOT Federal Highway Administration United States OTHER 

Sacramento, CA 

DOT Federal Highway Administration United States OTHER 

Lakewood, CO 

DOT Federal Highway Administration United States OTHER 

Glastonbury, CT 

DOT Federal Highway Administration United States OTHER 

Dover, DE 

DOT Federal Highway Administration United States OTHER 

Washington , DC 

DOT Federal Highway Administration United States OTHER 

Tallahassee , FL 

DOT Federal Highway Administration United States OTHER 

Boise, ID 

DOT Federal Highway Administration United States OTHER 

Springfield , IL 

DOT Federal Highway Administration United States OTHER 

Indianapolis , IN 

DOT Federal Highway Administration United States OTHER 

Atlanta, GA 

DOT Federal Highway Administration United States OTHER 

Honolulu, HI 

DOT Federal Highway Administration United States OTHER 

Topeka , KS 

DOT Federal Highway Administration United States OTHER 

Boise, IA 

DOT Federal Highway Administration United States OTHER 

Frankfort , KY 

DOT Federal Highway Administration United States OTHER 

Baton Rouge , LA 

DOT Federal Highway Administration United States OTHER 

Augusta , ME 

DOT Federal Highway Administration United States OTHER 

Baltimore , MD 

DOT Federal Highway Administration United States OTHER 

Cambridge , MA 

DOT Federal Highway Administration United States OTHER 

Lansing , MI 

DOT Federal Highway Administration United States OTHER 

Helena, MT 

DOT Federal Highway Administration United States OTHER 

Concord, NH 

DOT Federal Highway Administration United States OTHER 

Santa Fe, NM 

DOT Federal Highway Administration United States OTHER 

Pierre, SD 

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EEOC FORM U.S. Equal Employment Opportunity Commission

715-02 FEDERAL AGENCY ANNUAL

PART A - D EEO PROGRAM STATUS REPORT 

For period covering October 1, 2017 to September 30, 2018 

Subordinate Component and Location Country Agency Code 

(City/State) 

DOT Federal Highway Administration United States OTHER 

Nashville, TN 

DOT Federal Highway Administration United States OTHER 

Montpelier, VT 

DOT Federal Highway Administration United States OTHER 

St. Paul , MN 

DOT Federal Highway Administration United States OTHER 

Jackson , MS 

DOT Federal Highway Administration United States OTHER 

Jefferson City, MO 

DOT Federal Highway Administration United States OTHER 

Albany , NY 

DOT Federal Highway Administration United States OTHER 

Raleigh, NC 

DOT Federal Highway Administration United States OTHER 

Bismarck , ND 

DOT Federal Highway Administration United States OTHER 

Harrisburg, PA 

DOT Federal Highway Administration United States OTHER 

Columbia, SC 

DOT Federal Highway Administration United States OTHER 

Austin, TX 

DOT Federal Highway Administration United States OTHER 

Salt Lake City , UT 

DOT Federal Highway Administration United States OTHER 

Lincoln, NE 

DOT Federal Highway Administration United States OTHER 

Carson City , NV 

DOT Federal Highway Administration United States OTHER 

West Trenton , NJ 

DOT Federal Highway Administration United States OTHER 

Santa Fe, NM 

DOT Federal Highway Administration United States OTHER 

Columbus, OH 

DOT Federal Highway Administration United States OTHER 

Oklahoma City, OK 

DOT Federal Highway Administration United States OTHER 

Salem , OR 

DOT Federal Highway Administration United States OTHER 

San Juan , PR 

DOT Federal Highway Administration United States OTHER 

Providence, RI 

DOT Federal Highway Administration United States OTHER 

Richmond, VA 

DOT Federal Highway Administration United States OTHER 

Olymbia, WA 

DOT Federal Highway Administration United States OTHER 

Charleston, WV 

DOT Federal Highway Administration United States OTHER 

Madison, WI 

DOT Federal Highway Administration United States OTHER 

Cheyenne, WY 

DOT Federal Highway Administration United States OTHER 

Austin, TX 

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EEOC FORM 

715-02 

PART A - D 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

For period covering October 1, 2017 to September 30, 2018 

Subordinate Component and Location 

(City/State) 

Country Agency Code 

DOT Federal Highway Administration 

Washington , DC 

United States OTHER 

EEOC FORMS and Documents Required Uploaded 

EEO Policy Statement Y Y 

Alternative Dispute Resolution 

Procedures 

Y Y 

Anti-Harassment Policy and 

Procedures 

Y Y 

Reasonable Accommodation 

Procedure 

Y Y 

Personal Assistance Services 

Procedures 

Y Y 

Agency Strategic Plan Y Y 

Organization Chart Y Y 

Disabled Veterans Affirmative 

Action Program (DVAAP) Report 

N Y 

EEO Strategic Plan N N 

Federal Equal Opportunity 

Recruitment Program (FEORP) 

Report 

N N 

Human Capital Strategic Plan N N 

Results from most recent Federal 

Employee Viewpoint Survey or 

Annual Employee Survey 

N Y 

Diversity Policy Statement N N 
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EEOC FORM 

715-02 

PART E.1 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

EXECUTIVE SUMMARY: MISSION 

The Federal Highway Administration (FHWA) Management Directive 715 annual report and plan was prepared in accordance with the U.S. 

Equal Employment Opportunity Commission laws and authority governed under Section 717 of the Civil Rights Act of 1964, as amended; and 

Section 501 of the Rehabilitation Act of 1973, as amended. 

The top-level official of FHWA is the Administrator, who reports directly to the Secretary of the U.S. Department of Transportation (DOT). 

The FHWA has 52 field offices, one in every State Capital, the District of Columbia, and Puerto Rico. 

FHWA is an agency within DOT that supports State and local governments in the design, construction, and maintenance of the 

Nation’s highway system (Federal-aid highway program) and various federally and tribal owned lands (Federal Lands Highway 

Program). Through financial and technical assistance to State departments of transportation, local governments, Federal 

agencies, tribal governments, the FHWA is responsible for ensuring that America’s roads and highways continue to be among 

the safest and most technologically sound in the world. 

The mission of FHWA is to “enable and empower the strengthening of a world-class highway system that promotes safety, mobility, and 

economic growth, while enhancing the quality of life of all Americans.” 

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EEOC FORM 

715-02 

PART E.2 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

EXECUTIVE SUMMARY: ESSENTIAL ELEMENT A-F 

Element A- Demonstrated Commitment from Agency Leadership 

On Oct. 25, 2016, FHWA’s Associate Administrator for Civil Rights Irene Rico was named. As Associate Administrator, Ms. 

Rico is responsible for providing guidance on civil rights policy to the Agency’s leadership, and reports directly to the Executive 

Director. 

On July 24, 2017, FHWA’s Deputy Administrator Brandye L. Hendrickson was named. As Deputy Administrator, Ms. 

Hendrickson assists the Administrator in leading a workforce of approximately 2700 professionals nationwide and in overseeing 

efforts to improve and enhance America’s roads and bridges. 

On Oct. 22, 2018, FHWA’s Executive Director Tom Everett was named. As Executive Director, Mr. Everett manages the 

Agency’s daily operations and its personnel, and advises the Administrator, Deputy Administrator and senior officials 

throughout the U.S. Department of Transportation. 

On May 3, 2019, Nicole R. Nason was sworn in as the Nation’s 20th Federal Highway Administrator. In this role, Ms. Nason 

oversees the Agency’s $45 billion annual budget, leads a staff of approximately 2,600 professionals nationwide, oversees 

efforts to improve and enhance America’s roads and bridges and advises U.S. Transportation Secretary Elaine. L. Chao on 

issues related to surface transportation. 

Since the early 1990’s, FHWA has been conducting the “FHWA All Employee Survey”.  The FHWA All Employee Survey 

originally was conducted on an annual basis, and when OPM began conducting the Federal Employee View Point Survey on 

an annual basis, FHWA decided to conduct its All Employee Survey every other year.  The most recent FHWA All Employee 

Survey was conducted in November of 2017, and the results of the survey were delivered in early 2018.  The FHWA through a 

committee called the Human Resource Management Committee (HRMC), reviews the results of the survey and develops an 

action plan that helps to continue to improve FHWA as one of the best places to work. As a result of the survey, HRMC 

identified the following areas for improvement: 

• Supervisors in my work unit support employee development. 

• Career development opportunities are adequate within FHWA. 

• Learning opportunities to develop individual leadership skills are sufficiently available. 

• Career advancement opportunities are allocated fairly. 

In the 2018 OPM’s Federal Employee View Point Survey, FHWA was named one of the best places to work in the Federal 

Government by the Partnership for Public Service.  FHWA was ranked among the top 37 Federal agency subcomponents of 

415 surveyed, making it the seventh year in a row for FHWA to be listed in the top 10 percent. The cumulative score for FHWA 

in the 2018 Federal Employee View Point Survey was of 79.3%, the second highest FHWA has ever achieved.  FHWA scored 

most high in “Employee Skills-Mission Match,” with a score of 82.9%, a slight increase from 2017; and “Teamwork” scored at 

79.9%.  These scores are an encouraging measure of employee’s satisfaction and pride in FHWA work environment.  They 

reflect the positive employee feedback we received about our Agency’s efforts to promote work-life balance, opportunities for 

advancement and a culture of professionalism. 

Element B- Integration of EEO in the Agency’s Strategic Mission 

The FHWA’s Performance Year 18/19 (PY 18/19) Strategic Implementation Plan addressed the element of Diversity and 

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EEOC FORM 

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PART E.2 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

EXECUTIVE SUMMARY: ESSENTIAL ELEMENT A-F 

Inclusion under the Strategic Goal of Corporate Capacity “Enhance employee engagement at all levels of the organization”. 

The National initiatives identified under the PY18/19 Strategic Plan included the following elements: 

• Encourage all employees to participate in at least one activity that promotes diversity and inclusion on an annual basis. 

• Require all employees to complete mandatory training on “Prevention of Workplace Harassment”. 

• Encourage and promote employee active involvement in engagement programs and committees that support efforts to 

improve FHWA as an organization. 

• Encourage active participation by employees in their technical field/discipline to enhance knowledge management 

throughout the Agency and support closing competency gaps through discipline learning and development. 

• Promote a culture that recognizes employee contributions using informal and formal recognition programs at the local and 

national level. 

Element C- Management and Program Accountability 

In the summer of FY 18, FHWA’s Employees received training on EEO and Reasonable Accommodations via the 

Departmental Office of Civil Rights.  FHWA Office of Civil Rights Disability Program Manager continued to work with the 

Departmental Disability Resource center to process and track reasonable accommodation requests and provide technical 

assistance and training to the Leadership, Supervisors, and Team Leaders on the reasonable accommodations process. 

FHWA Office of Human Resources produces an annual FHWA At-A-Glance report at the end of every fiscal year, which 

summarizes workforce demographics and trends.  The FHWA At-A-Glance report is presented to the entire Agency through a 

Webinar, the presentation provides an opportunity for all FHWA employees to learn about FHWA’s workforce demographics, 

and efforts in this area. 

In addition, the Office of Human Resources distributes Office Profiles and Vital Information reports to the lead manager of each 

unit providing office demographics, diversity data, retirement eligibility for unit employees, and disability statistics. This 

information is used in annual workforce planning conversations between unit leads and their respective servicing HR 

Specialists to encourage strategic workforce planning and recruitment.  All FHWA unit leads are required to develop workforce 

plans at the unit level. 

The Office of Human Resources has developed the FHWA Unit Workforce Planning Guide and toolkit. This easy-to-use, howto guide is designed to help the unit managers with developing workforce plans for their unit. It introduces workforce planning 

concepts and definitions, includes a step-by-step guide to help managers identify and understand workforce planning 

challenges, and provides examples of each step of the process. 

OPM’s annual Employee Viewpoint Survey is disseminated to a sample of FHWA workforce, which evaluates and collects 

employee opinions about their job, their supervisor, and their agency. This information helps the Agency to identify potential 

triggers within its workforce. 

FHWA Office of Human Resources, shared throughout FY 18 with managers and supervisors the FHWA’s goal for hiring 

persons with disabilities and on a quarterly basis provided updates via the Agency’s quarterly Leadership Team Dashboard. 

The information is also posted on FHWA’s internal Website. 

The FHWA Office of Civil Rights utilizes Special Emphasis Programs and engages with affinity groups to continue to raise 

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EEOC FORM 

715-02 

PART E.2 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

EXECUTIVE SUMMARY: ESSENTIAL ELEMENT A-F 

employee awareness of the importance of diversity and to demonstrate the Agency’s commitment to a model EEO workplace. 

In FY 18, FHWA took a champion role in the planning and delivery of the following DOT Special Emphasis Program events: 

• African American History Month 

• Asian and Pacific Islander Heritage Month 

• Disability Employment Awareness Month 

• Hispanic Heritage Month 

• Women’s Program 

Element D- Proactive Prevention of Unlawful Discrimination 

On October 10, 2017, FHWA issued anti-harassment policy statement to all FHWA employees, the statement is posted in 

centralized locations for each unit, and it is posted under the FHWA Office of Civil Rights Website at https://www.fhwa.dot.gov/ 

civilrights/programs/anti-harassment/antiharassmemo101017.cfm 

On November 1, 2017, FHWA rolled out the Anti-Harassment Coordination Process, which is a separate process from the EEO 

process.  FHWA is committed to preventing and stopping harassment as early as possible and providing a work environment 

free from harassment. An Anti-Harassment Coordinator has been assigned to oversee and coordinate the investigation and 

remediation of allegations of any type of harassment in relating to the FHWA workplace, and to ensure accountability of FHWA 

in addressing harassment. 

In FY 2018, the Office of Civil Rights delivered training to all FHWA employees on the topic of prevention of sexual 

harassment. The Office of Civil Rights, with the Office of Human Resources and the Office of Chief Counsel, collaborated to 

develop Anti- Harassment training, a pilot Anti-Harassment coordination process, and an Anti-Harassment policy statement. 

Furthermore, FHWA continues in seeking to be an inclusive organization environment by remaining in close contact with 

recruitment partners from various outreach organizations such as the U.S. Department of Veterans Affairs, State Vocational 

Rehabilitation agencies, the U.S. Department of Labor, Wounded Warrior Program, Workforce Recruitment Program (WRP), 

Society of Hispanic Professional Engineers, Minority Institutions the of Higher Education, schools with a diverse population, 

etc., to tap into a diversified applicant pool for all job vacancies and working with these organizations to ensure the success of 

our recruitment program. 

FHWA’s Human Resources Specialists continued to speak with unit leads/Supervisors about the importance of hiring people 

with disabilities and being a diverse and inclusive organization.  FHWA continued diversifying its workforce through entry-level, 

mid-career, and senior-level hiring efforts. 

FHWA has established an advisory group called the Innovation Exchange (iExchange), the purpose of the iExchange is to 

raise awareness of generational diversity and create an environment that embraces members of different generations.  In FY 

2018, the iExchange expanded membership to 115 members, the advisory group held several crowdsource (brainstorm) 

events, piloted the Agency’s first virtual speed networking event, and continued to work with FHWA offices, committees, and 

councils to provide ideas and a fresh perspective. 

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EEOC FORM 

715-02 

PART E.2 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

EXECUTIVE SUMMARY: ESSENTIAL ELEMENT A-F 

FHWA continued to utilize its 19-member Diversity Management Committee (DMC) to cultivate and advance several initiatives 

designed to improve organizational culture and raise awareness on the importance of having a diverse and inclusive 

organization. 

In FY 2018, the DMC selected and trained an additional 24 Diversity Champions for a total of 69 champions from 64 different 

offices across the Agency.  To expand its reach and increase buy-in, the DMC made strides to make partnership an emphasis 

this year. The DMC partnered with the iExchange advisory council to host an agency-wide Webinar on Generational Diversity 

titled “Bridging the Workforce Generational Gap.”  The DMC also identified all FHWA and DOT Special Emphasis Groups and 

their respective coordinators to create a distribution list. That information will be used to connect new employees to employee 

resource groups and leverage resources to collaborate on complimentary initiatives and projects. The DMC also conducted 

diversity presentations all FHWA’s Discipline Support System Seminars.  There were 9 seminars held in FY 18 with attendee 

counts ranging from 60 to 230 employees. 

Element E- Efficiency 

FHWA timely submitted to the EEOC the Annual Federal EEO Statistical Report of Discrimination Complaints (EEOC Form 

462). In addition, FHWA timely submitted to Congress the Annual Notification and Federal Employee Antidiscrimination and 

Retaliation Act of 2002 (No FEAR Act) report.  Furthermore, FHWA submitted its annual FEEORP to OPM in December 2017. 

FHWA ensured that EEO policies were prominently posted in all personnel offices, employee bulletin boards, and on the 

FHWA Civil Rights Website.  All policies related to anti-discrimination laws, Civil Rights, the EEO complaints process, 

Departmental reasonable accommodations policies and ADR have been posted on the FHWA Website. 

FHWA responded to EEOC’s Technical Assistance letter dated September 14, 2018, addressing deficiencies in FHWA EEO 

Program. The summary of planned activities is included in the last section of the Executive Summary. 

Element F- Responsiveness and Legal Compliance 

FHWA maintains its goal to continue to be in full compliance with all EEO statutes, regulations, policy guidance, and other 

written instructions. All Agency personnel are held accountable for timely compliance with orders issued by the EEOC.  Plans 

for addressing newly identified gaps from prior fiscal years are further discussed in Part H of this report. 

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EEOC FORM 

715-02 

PART E.3 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

EXECUTIVE SUMMARY: WORKFORCE ANALYSES 

As of September 30, 2018, FHWA onboard strength showed a total of 2,678 employees, of whom 2,672 were permanent employees and 6 

were temporary employees. 

For a third year FHWA exceeded its goal of 10% of hires of PWD and its 2% goal of PWTD onboard. In FY 18, approximately 12.77% of all 

hires were PWD, and 3.72% were PWTD. Overall, PWTD comprise 2.88% of the total FHWA workforce. (This number is inclusive of hires 

from other DOT modes, and not accounted for in the workforce tables). 

Veterans with 30% or more disability represent 6.9% of all hires and 2.8% of the total workforce. 

The FHWA reports out the following regarding the overall diversity of its workforce between FY 10 and FY 18: 

(1) Hispanics in FHWA permanent workforce have increased from 8.33% to 8.48% 

(2) Black or African Americans in the permanent workforce had a slight decrease from 15.59% to 15.01%; and 

(3) PWD increased from 9.48% to 9.88% of the FHWA permanent workforce. 

(4) PWTD increased from 2.34% to 2.88% of the FHWA permanent workforce. 

* this number is inclusive of hires from other DOT modes, and not accounted for in the workforce tables. 

Although FHWA has been successful in its efforts to diversify its workforce, the representation of White Females and Hispanic Females 

remain areas where FHWA needs to continue its efforts. These areas of improvement have been included in Part H and I of this report. 

Please see the charts and Tables under Supporting Documentation of this report Page 15. 

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EEOC FORM 

715-02 

PART E.4 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

EXECUTIVE SUMMARY: ACCOMPLISHMENTS

 The FHWA makes equal employment opportunity principles a fundamental part of its culture. Below is a summary of FHWA’s 

FY 18 accomplishments under the six essential elements 1) demonstrated commitment to equal employment opportunity, 2) 

integration of EEO into DOT’s strategic mission,3) management and program accountability, 4) proactive prevention of unlawful 

discrimination, 5) efficiency and responsiveness, and 6) legal compliance: 

• No findings of discrimination by the Equal Employment Opportunity Commission, the Merit Systems Protection Board, or 

the District Court were issued in FY 18. 

• For the 2018 OPM’s Federal Employee Viewpoint Survey, (FEVPS), FHWA was ranked #37 out of #415 agency 

subcomponents in “Best Places to Work in the Federal Government”, published by the Partnership for Public Service. The 

index score for diversity and inclusion (New IQ index) for FHWA was 74.9 percent, which was up from 72.6 % when 

compared to the 2017 IQ index. 

• In FY 2018, FHWA increased the hiring of people with disabilities and people with targeted disabilities.  FHWA established 

intermediate goals for 2018 at 2.0%, and hired a record 3.80% of people with targeted disabilities for the permanent 

workforce. This helped improved FHWA’s onboard percentage from 2.2% to 2.9%. 

• For a third year, FHWA surpassed its goal of 10% of hires being people with disabilities (targeted and non-targeted) by 

achieving 13.71% of FHWA’s permanent workforce. 

• In FY 2018, FHWA continued to invest and grow its corporate Diversity Committee efforts.  FHWA expanded the cadre of 

Diversity Champions throughout all its units around the country.  An additional 24 new Diversity Champions for a total of 

69 champions from 64 different offices across the organization have been trained. 

• FHWA hosted an agency-wide Webinar was on Generational Diversity titled, “Bridging the workforce Generational Gap.” 

• FHWA also identified all FHWA and DOT Employee Resource Groups and their respective Coordinators to create a 

distribution list.  This information is used to stay connected to employee resource groups and to leverage resources to 

partner or collaborate on complimentary initiatives and projects. 

• FHWA through the DMC conducted diversity presentations at 9 Discipline Support System Seminars held in FY 18 with 

attendee counts ranging from 60 to 230 employees from around the country. 

• FHWA’s advisory group called the Innovation Exchange Council (iExchange) completed a multigenerational awareness 

training, several crowdsource events, and a virtual speed networking pilot. 

• The FHWA supports and runs a formal, competitively announced, 6-month mentoring program to provide for the development of a 

diverse workforce and for the strengthening of skills of current and aspiring leaders.  Thirty mentors (22 males and 8 females) and 30 

mentees (20 males and 10 females) from across the organization participated in the program in FY 18. The mentees/mentors were 

matched based on competencies and career goals. 

• FHWA developed an Anti-Harassment Policy Statement, a pilot Anti-Harassment Process separate from the EEO Process, and rolled 

out the new pilot Anti-Harassment Process in November of 2017. 

• In March of 2018, FHWA Office of Civil Rights developed a work group consisting of FHWA employees from Human Resources, Office 

of Chief Counsel, Office of the Secretary to create FY18’s Harassment Training Titled Recognizing and Preventing Sexual Harassment 

in the Workplace. 

• In May 2018, FHWA Office of Civil Rights rolled out a series of online and in-person training sessions titled Recognizing and Preventing 

Sexual Harassment in the Workplace. This training concluded September 27, 2018. 

• In September 2018, FHWA provided comments to DOT regarding the DOT’s Draft Policy “Framework for the Prevention of Harassment 

and Unprofessional Conduct.”  The purpose of this draft policy is to provide a framework for preventing and addressing allegations of 

harassment and unprofessional behavior in the workplace and instructs the Operating Administrations and the Office of the Secretary to 

establish procedures for reporting and addressing such allegations. The final policy is pending. 

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EEOC FORM 

715-02 

PART E.5 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

EXECUTIVE SUMMARY: PLANNED ACTIVITIES 

The following list identifies emphasis areas, activities and/or planned initiatives to address and/or correct program deficiencies in 

Parts H, I and J: 

• FHWA plans to continue executing recruitment efforts to support the Agency model of creating an inclusive organization 

environment by performing outreach and remaining in close contact with our recruitment partners from various 

associations and organizations that target or serve underrepresented groups, such as the U.S. Department of Veterans 

Affairs, State vocational rehabilitation agencies, the U.S. Department of Labor, Wounded Warrior Program, Workforce 

Recruitment Program (WRP), Women in Engineering, the Society of Women Engineers, Federally Employed Women, 

Society of Hispanic Professional Engineers, Minority Institutions of Higher Education, and schools with targeted 

populations to tap in to a diversified applicant pool for all job vacancies while working with these organizations to ensure 

the success of our recruitment program. 

• FHWA plans to work with a State Disability Service agency to host FHWA’s very own hiring event.  FHWA is currently 

surveying agencies in Maryland that may be interested in hosting a “FHWA Career Day” at their location. 

• FHWA will work with an Employment Specialist at a disability employment organization to conduct an information session 

for their clients with disabilities. 

• FHWA will offer a resume writing workshop for disability organizations and college students. Also, a representative from 

FHWA will discuss our internship programs and employment opportunities with the workshop participants. 

• FHWA will be more proactive in our efforts to market our Summer Transportation Internship Program for Diverse Groups 

(STIPDG) amongst colleges and universities. 

• FHWA will continue to examine and review its recruitment and hiring practices to further identify if there are barriers to 

underrepresented groups, particularly within the nine mission critical occupations.  We will include information about the 

steps we plan to take based on the results of this examination when we report out for FY 19. 

• For FY 19 the iExchange group which promotes cross-generational collaboration and engagement, has plans to organize a professional 

engineer’s study group, several crowdsourcing activities and is participating in various activities under the Knowledge Management Unit. 

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EEOC FORM 

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PART F

EEOC FORM 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

CERTIFICATION of ESTABLISHMENT of CONTINUING 

EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS 

Irene Rico, Associate Administrator for Civil Rights 

(Insert name above) (Insert official 

title/series/grade above) 

Principal EEO Director/Official for Federal Highway Administration 

(Insert Agency/Component Name above) 

am the 

The agency has conducted an annual self-assessment of Section 717 and Section 501 programs against the essential elements 

as prescribed by EEO MD-715. If an essential element was not fully compliant with the standards of EEO MD-715, a further 

evaluation was conducted and, as appropriate, EEO Plans for Attaining the Essential Elements of a Model EEO Program, are 

included with this Federal Agency Annual EEO Program Status Report. 

The agency has also analyzed its work force profiles and conducted barrier analyses aimed at detecting whether any 

management or personnel policy, procedure or practice is operating to disadvantage any group based on race, national origin, 

gender or disability. EEO Plans to Eliminate Identified Barriers, as appropriate, are included with this Federal Agency Annual 

EEO Program Status Report. 

I certify that proper documentation of this assessment is in place and is being maintained for EEOC review upon request. 

s;g��octo,/Offioial 

Certifies that this Federal Agency Annual EEO Program Status Report is in compliance with EEO MD-715. 

Signature of 

�,/(___r\__ 

Agency Head or Agency Head Designee Date 
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EEOC FORM 

715-02

PART G 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

Agency Self-Assessment Checklist 

Essential Element: A Demonstrated Commitment From agency Leadership 

Compliance 

Indicator 

A.1. The agency issues an effective, up-to-date EEO policy statement.

Measures 

Measure Has 

Been Met 

Yes No N/A 

For all unmet 

measures, provide 

a 

brief explanation 

in 

the space below or 

complete and 

attach 

an EEOC FORM 

715-

01 PART H to the 

agency's status 

report 

A.1.a. Does the agency annually issue a signed and dated EEO policy statement on agency letterhead that

clearly communicates the agency’s commitment to EEO for all employees and applicants? If “Yes”, please

provide the annual issuance date in the comments column. [see MD-715, ll(A)]

X The Departmental 

Office of Civil 

Rights issues the 

DOT EEO Policy 

statements on 

behalf of the 

Department on 

October 5, 2017. 

10/5/2017 

A.1.b. Does the EEO policy statement address all protected bases (age, color, disability, sex (including X 

pregnancy, sexual orientation and gender identity), genetic information, national origin, race, religion, and

reprisal) contained in the laws EEOC enforces? [see 29 CFR § 1614.101(a)] If the EEO policy statement covers

any additional bases (e.g., marital status, veteran status and political affiliation), please list them in the

comments column.

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or

A.2. The agency has communicated EEO policies and procedures to all employees. complete and

attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

A.2.a. Does the agency disseminate the following policies and procedures to all employees:

A.2.a.1. Anti-harassment policy? [see MD 715, ll(A)] X 

A.2.a.2. Reasonable accommodation procedures? [see 29 CFR § 1614.203(d)(3)] X FHWA uses the

Department’s

Reasonable

Accommodation

Policy 

A.2.b. Does the agency prominently post the following information throughout the workplace and on its public

website:

A.2.b.1. The business contact information for its EEO Counselors, EEO Officers, Special Emphasis Program X https:// 

Managers, and EEO Director? [see 29 C.F.R § 1614.102(b)(7)] www.fhwa.dot.gov/

civilrights/ 

A.2.b.2. Written materials concerning the EEO program, laws, policy statements, and the operation of the EEO X https:// 

complaint process? [see 29 CFR §1614.102(b)(5)] www.fhwa.dot.gov/

civilrights/

programs/eeo/ 

A.2.b.3. Reasonable accommodation procedures? [see 29 CFR § 1614.203(d)(3)(i)] If so, please provide the X https:// 

internet address in the comments column. www.transportation.gov/

civil-rights/civilrights-awarenessenforcement/

proceduresprocessingreasonableaccommodation 

A.2.c. Does the agency inform its employees about the following topics:

A.2.c.1. EEO complaint process? [see 29 CFR §§ 1614.102(a)(12) and 1614.102(b)(5)] If “yes”, please provide X Annually 

how often and the means by which such training is delivered. 

A.2.c.2. ADR process? [see MD-110, Ch. 3(II)(C)] If “yes”, please provide how often. X Annually 

A.2.c.3. Reasonable accommodation program? [see 29 CFR § 1614.203(d)(7)(ii)(C)] If “yes”, please provide X Annually 

how often. 

A.2.c.4. Anti-harassment program? [see EEOC Enforcement Guidance on Vicarious Employer Liability for X FHWA has an

Unlawful Harassment by Supervisors (1999), § V.C.1] If “yes”, please provide how often. Anti-Harassment

program that was

established

October 10, 2017.

https://

www.fhwa.dot.gov/

civilrights/

programs/antiharassment/

resources.cfm

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist

A.2.c.5. Behaviors that are inappropriate in the workplace and could result in disciplinary action? [5 CFR X Annually via

§2635.101(b)] If “yes”, please provide how often. mandatory

harassment

training. 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or

A.3. The agency assesses and ensures EEO principles are part of its culture. complete and

attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

A.3.a. Does the agency provide recognition to employees, supervisors, managers and units demonstrating X The agency

superior accomplishment in equal employment opportunity? [see 29 CFR § 1614.102(a)(9)] If “yes”, provide established a 

one or two examples in the comments section. . Diversity &

Inclusion award

in 2017 as a part 

of the 

Administrator’s

Awards Program.

The Department

also has a 

Secretary’s

Awards Program,

which recognizes 

employees for 

accomplishments

in EEO and the 

Agency has

consistently

nominated

FHWA

employees for 

those honors. 

A.3.b. Does the agency utilize the Federal Employee Viewpoint Survey or other climate assessment tools to X Annually for

monitor the perception of EEO principles within the workforce? [see 5 CFR Part 250]' FEVS and Every 

2 years for 

FHWA’s All 

Employee Survey

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715-02 

PART G 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

Agency Self-Assessment Checklist 

Essential Element: B Integration of EEO into the agency's Strategic Mission 

Compliance 

Indicator 

B.1. The reporting structure for the EEO program provides the principal EEO 

official with appropriate authority and resources to effectively carry out a 

Measures successful EEO program. 

Measure Has 

Been Met 

Yes No N/A 

For all unmet 

measures, provide 

a 

brief explanation 

in 

the space below or 

complete and 

attach 

an EEOC FORM 

715-

01 PART H to the 

agency's status 

report 

B.1.a. Is the agency head the immediate supervisor of the person (“EEO Director”) who has day-to-day control X The Associate 

over the EEO office? [see 29 CFR §1614.102(b)(4)] Administrator for 

Civil Rights 

Reports to the 

agency Executive 

Director. 

B.1.a.1. If the EEO Director does not report to the agency head, does the EEO Director report to the same 

agency head designee as the mission-related programmatic offices? If “yes,” please provide the title of the 

agency head designee in the comments. 

X The Associate 

Administrator for 

Civil Rights 

Reports to the 

agency Executive 

Director. 

B.1.a.2. Does the agency’s organizational chart clearly define the reporting structure for the EEO office? [see 29 X 

CFR §1614.102(b)(4)] 

B.1.b. Does the EEO Director have a regular and effective means of advising the agency head and other senior X 

management officials of the effectiveness, efficiency and legal compliance of the agency’s EEO program? [see 

29 CFR §1614.102(c)(1); MD-715 Instructions, Sec. I] 

B.1.c. During this reporting period, did the EEO Director present to the head of the agency, and other senior 

management officials, the "State of the agency" briefing covering the six essential elements of the model EEO 

program and the status of the barrier analysis process? [see MD-715 Instructions, Sec. I] If “yes”, please provide 

the date of the briefing in the comments column. 

X The Associate 

Administrator 

presented to 

Agency 

leadership the 

“State of the 

Agency” briefing 

on March 23, 

2018. 

B.1.d. Does the EEO Director regularly participate in senior-level staff meetings concerning personnel, budget, X 

technology, and other workforce issues? [see MD-715, II(B)] 

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or

B.2. The EEO Director controls all aspects of the EEO program. complete and

attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

B.2.a. Is the EEO Director responsible for the implementation of a continuing affirmative employment program X 

to promote EEO and to identify and eliminate discriminatory policies, procedures, and practices? [see MD-110,

Ch. 1(III)(A); 29 CFR §1614.102(c)] If not, identify the office with this authority in the comments column.

B.2.b. Is the EEO Director responsible for overseeing the completion of EEO counseling? [see 29 CFR X 

§1614.102(c)(4)] 

B.2.c. Is the EEO Director responsible for overseeing the fair and thorough investigation of EEO complaints? X Investigations are

[see 29 CFR §1614.102(c)(5)] [This question may not be applicable for certain subordinate level components.] handled at the 

Departmental

Office of Civil 

Rights. 

B.2.d. Is the EEO Director responsible for overseeing the timely issuance of final agency decisions? [see 29 X Issuance of Final

CFR §1614.102(c)(5)] [This question may not be applicable for certain subordinate level components.] Agency decisions

occurs at the

Departmental

Office of Civil 

Rights. 

B.2.e. Is the EEO Director responsible for ensuring compliance with EEOC orders? [see 29 CFR §§ X 

1614.102(e); 1614.502]'

B.2.f. Is the EEO Director responsible for periodically evaluating the entire EEO program and providing X 

recommendations for improvement to the agency head? [see 29 CFR §1614.102(c)(2)] 

B.2.g. If the agency has subordinate level components, does the EEO Director provide effective guidance and X This function is

coordination for the components? [see 29 CFR §§ 1614.102(c)(2); (c)(3)] handled by the 

Departmental

Office of Civil 

Rights. 

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or B.3. The EEO Director and other EEO professional staff are involved in, and complete and consulted on, management/personnel actions. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

B.3.a. Do EEO program officials participate in agency meetings regarding workforce changes that might impact X 

EEO issues, including strategic planning, recruitment strategies, vacancy projections, succession planning, and

selections for training/career development opportunities? [see MD-715, II(B)]

B.3.b. Does the agency’s current strategic plan reference EEO / diversity and inclusion principles? [see X In the FHWA

MD-715, II(B)] If “yes”, please identify the EEO principles in the strategic plan in the comments column. Strategic Plan one

of the Goals is 

Accountability,

which has been 

adopted from the 

DOT Strategic

Plan. Under

Accountability:

Management

Objective 2-

Mission

Efficiency and 

Support.

Strategies

“Workforce:

Attract, develop, 

and retain 

employees who 

have the

capabilities and

competencies to

help the

Department

achieve its goals. 

(See Page 26 of 

supporting

documentation

under B.3.b ) 

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or B.4. The agency has sufficient budget and staffing to support the success of its complete and EEO program. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

B.4.a. Pursuant to 29 CFR §1614.102(a)(1), has the agency allocated sufficient funding and qualified staffing to

successfully implement the EEO program, for the following areas: 

B.4.a.1. to conduct a self-assessment of the agency for possible program deficiencies? [see MD-715, II(D)] X 

B.4.a.10. to effectively manage its reasonable accommodation program? [see 29 CFR §1614.203(d)(4)(ii)] X 

B.4.a.11. to ensure timely and complete compliance with EEOC orders? [see MD-715, II(E)] X 

B.4.a.2. to enable the agency to conduct a thorough barrier analysis of its workforce? [see MD-715, II(B)] X 

B.4.a.3. to timely, thoroughly, and fairly process EEO complaints, including EEO counseling, investigations, X 

final agency decisions, and legal sufficiency reviews? [see 29 CFR §§ 1614.102(c)(5); 1614.105(b) – (f);

MD-110, Ch. 1(IV)(D) & 5(IV); MD-715, II(E)] 

B.4.a.4. to provide all supervisors and employees with training on the EEO program, including but not limited to X 

retaliation, harassment, religious accommodations, disability accommodations, the EEO complaint process, and

ADR? [see MD-715, II(B) and III(C)] If not, please identify the type(s) of training with insufficient funding in 

the comments column. 

B.4.a.5. to conduct thorough, accurate, and effective field audits of the EEO programs in components and the X Not Applicable

field offices, if applicable? [see 29 CFR §1614.102(c)(2)]

B.4.a.6. to publish and distribute EEO materials (e.g. harassment policies, EEO posters, reasonable X 

accommodations procedures)? [see MD-715, II(B)]

B.4.a.7. to maintain accurate data collection and tracking systems for the following types of data: complaint X 

tracking, workforce demographics, and applicant flow data? [see MD-715, II(E)] If not, please identify the 

systems with insufficient funding in the comments section. 

B.4.a.8. to effectively administer its special emphasis programs (such as, Federal Women’s Program, Hispanic X 

Employment Program, and People with Disabilities Program Manager)? [5 USC § 7201; 38 USC § 4214; 5 CFR 

§ 720.204; 5 CFR § 213.3102(t) and (u); 5 CFR § 315.709] 

B.4.a.9. to effectively manage its anti-harassment program? [see MD-715 Instructions, Sec. I; EEOC X 

Enforcement Guidance on Vicarious Employer Liability for Unlawful Harassment by Supervisors (1999), § V.C.

1]

B.4.b. Does the EEO office have a budget that is separate from other offices within the agency? [see 29 CFR § X 

1614.102(a)(1)] 

B.4.c. Are the duties and responsibilities of EEO officials clearly defined? [see MD-110, Ch. 1(III)(A), 2(III), & X 

6(III)]

B.4.d. Does the agency ensure that all new counselors and investigators, including contractors and collateral X 

duty employees, receive the required 32 hours of training, pursuant to Ch. 2(II) (A) of MD-110?

B.4.e. Does the agency ensure that all experienced counselors and investigators, including contractors and X 

collateral duty employees, receive the required 8 hours of annual refresher training, pursuant to Ch. 2(II)(C) of 

MD-110? 

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or B.5. The agency recruits, hires, develops, and retains supervisors and managers complete and who have effective managerial, communications, and interpersonal skills attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

B.5.a. Pursuant to 29 CFR §1614.102(a)(5), have all managers and supervisors received orientation, training,

and advice on their responsibilities under the following areas under the agency EEO program:

B.5.a.1. EEO complaint process? [see MD-715(II)(B)] X 

B.5.a.2. Reasonable Accommodation Procedures? [see 29 CFR § 1614.102(d)(3)] X 

B.5.a.3. Anti-harassment policy? [see MD-715(II)(B)] X 

B.5.a.4. Supervisory, managerial, communication and interpersonal skills in order to supervise most effectively X 

in a workplace with diverse employees and avoid disputes arising from ineffective communications? [see

MD-715, II(B)] 

B.5.a.5. ADR, with emphasis on the federal government’s interest in encouraging mutual resolution of disputes X 

and the benefits associated with utilizing ADR? [see MD-715(II)(E)] 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or

B.6. The agency involves managers in the implementation of its EEO program. complete and

attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

B.6.a. Are senior managers involved in the implementation of Special Emphasis Programs? [see MD-715 X 

Instructions, Sec. I]

B.6.b. Do senior managers participate in the barrier analysis process? [see MD-715 Instructions, Sec. I] X 

B.6.c. When barriers are identified, do senior managers assist in developing agency EEO action plans (Part I, X 

Part J, or the Executive Summary)? [see MD-715 Instructions, Sec. I]

B.6.d. Do senior managers successfully implement EEO Action Plans and incorporate the EEO Action Plan X 

Objectives into agency strategic plans? [29 CFR §1614.102(a)(5)] 

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715-02 

PART G 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

Agency Self-Assessment Checklist 

Essential Element: C Management and Program Accountability 

Compliance 

Indicator 

C.1. The agency conducts regular internal audits of its component and field offices. 

Measures 

Measure Has 

Been Met 

Yes No N/A 

For all unmet 

measures, provide 

a 

brief explanation 

in 

the space below or 

complete and 

attach 

an EEOC FORM 

715-

01 PART H to the 

agency's status 

report 

C.1.a. Does the agency regularly assess its component and field offices for possible EEO program deficiencies? 

[see 29 CFR §1614.102(c)(2)] If ”yes”, please provide the schedule for conducting audits in the comments 

section. 

X FHWA 

Headquarters 

handles internal 

EEO programs. 

The field offices 

do not have this 

function. 

C.1.b. Does the agency regularly assess its component and field offices on their efforts to remove barriers from 

the workplace? [see 29 CFR §1614.102(c)(2)] If ”yes”, please provide the schedule for conducting audits in the 

comments section. 

X The field offices 

do not have an 

EEO program. 

The Departmental 

Office of Civil 

rights has the 

responsibility of 

auditing FHWA 

EEO Program. 

C.1.c. Do the component and field offices make reasonable efforts to comply with the recommendations of the X The field offices 

field audit? [see MD-715, II(C)] do not have an 

EEO program. 

The Departmental 

Office of Civil 

rights has the 

responsibility of 

auditing FHWA 

EEO Program. 

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or C.2. The agency has established procedures to prevent all forms of EEO complete and discrimination. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

C.2.a. Has the agency established comprehensive anti-harassment policy and procedures that comply with X Currently 

EEOC’s enforcement guidance? [see MD-715, II(C); Enforcement Guidance on Vicarious Employer Liability updating FHWA 

for Unlawful Harassment by Supervisors (Enforcement Guidance), EEOC No. 915.002, § V.C.1 (June 18, 1999)] anti-harassment

policy and 

procedures. 

C.2.a.1. Does the anti-harassment policy require corrective action to prevent or eliminate conduct before it rises X 

to the level of unlawful harassment? [see EEOC Enforcement Guidance on Vicarious Employer Liability for

Unlawful Harassment by Supervisors (1999), § V.C.1]

C.2.a.2. Has the agency established a firewall between the Anti-Harassment Coordinator and the EEO Director? X 

[see EEOC Report, Model EEO Program Must Have an Effective Anti-Harassment Program (2006)]

C.2.a.3. Does the agency have a separate procedure (outside the EEO complaint process) to address harassment X 

allegations? [see Enforcement Guidance on Vicarious Employer Liability for Unlawful Harassment by

Supervisors (Enforcement Guidance), EEOC No. 915.002, § V.C.1 (June 18, 1999)] 

C.2.a.4. Does the agency ensure that the EEO office informs the anti-harassment program of all EEO counseling X The process is

activity alleging harassment? [See Enforcement Guidance, V.C.] under revision to 

change the 

process. 

C.2.a.5. Does the agency conduct a prompt inquiry (beginning within 10 days of notification) of all harassment X FHWA’s pilot

allegations, including those initially raised in the EEO complaint process? [see Complainant v. Dep’t of anti-harassment

Veterans Affairs, EEOC Appeal No. 0120123232 (May 21, 2015); Complainant v. Dep’t of Defense (Defense process is 

Commissary Agency), EEOC Appeal No. 0120130331 (May 29, 2015)] If “no”, please provide the percentage working toward 

of timely-processed inquiries in the comments column. commencing

inquiries within 

10 days. FHWA 

also is developing 

procedures to 

address

harassment

allegations raised 

in the EEO 

process. FHWA

does not have 

sufficient data to 

calculate a

percentage for FY 

18. 

C.2.a.6. Do the agency’s training materials on its anti-harassment policy include examples of disability-based X 

harassment? [see 29 CFR §1614.203(d)(2)]

C.2.b. Has the agency established disability reasonable accommodation procedures that comply with EEOC’s X FHWA currently

regulations and guidance? [see 29 CFR §1614.203(d)(3)] follows the 

Department’s

Reasonable

Accommodation

procedures. 

C.2.b.1. Is there a designated agency official or other mechanism in place to coordinate or assist with processing X 

requests for disability accommodations throughout the agency? [see 29 CFR §1614.203(d)(3)(D)] 

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715-02 FEDERAL AGENCY ANNUAL 

PART G EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

Agency Self-Assessment Checklist 

C.2.b.2. Has the agency established a firewall between the Reasonable Accommodation Program Manager and 

the EEO Director? [see MD-110, Ch. 1(IV)(A)] 

C.2.b.3. Does the agency ensure that job applicants can request and receive reasonable accommodations during 

the application and placement processes? [see 29 CFR §1614.203(d)(1)(ii)(B)] 

C.2.b.4. Do the reasonable accommodation procedures clearly state that the agency should process the request 

within a maximum amount of time (e.g., 20 business days), as established by the agency in its affirmative action 

X 

X 

X 

Currently there is 

a vacancy for the 

Chief Operating 

Officer which is 

the firewall 

between the 

Reasonable 

Accommodations 

Program Manager 

and the EEO 

Director. 

plan? [see 29 CFR §1614.203(d)(3)(i)(M)] 

C.2.b.5. Does the agency process all initial accommodation requests, excluding ongoing interpretative services, 

within the time frame set forth in its reasonable accommodation procedures? [see MD-715, II(C)] If “no”, please 

provide the percentage of timely-processed requests, excluding ongoing interpretative services, in the comments 

X 

column. 

C.2.c. Has the agency established procedures for processing requests for personal assistance services that 

comply with EEOC’s regulations, enforcement guidance, and other applicable executive orders, guidance, and 

standards? [see 29 CFR §1614.203(d)(6)] 

C.2.c.1. Does the agency post its procedures for processing requests for Personal Assistance Services on its 

public website? [see 29 CFR §1614.203(d)(5)(v)] If “yes”, please provide the internet address in the comments 

column. 

X 

X 

FHWA currently 

follows the 

Department’s 

procedures. 

https:// 

www.transportation.gov/ 

drc/personalassistance-asreasonableaccommodation 

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EEOC FORM U.S. Equal Employment Opportunity Commission

715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or C.3. The agency evaluates managers and supervisors on their efforts to ensure complete and equal employment opportunity. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

C.3.a. Pursuant to 29 CFR §1614.102(a)(5), do all managers and supervisors have an element in their X 

performance appraisal that evaluates their commitment to agency EEO policies and principles and their

participation in the EEO program? 

C.3.b. Does the agency require rating officials to evaluate the performance of managers and supervisors based

on the following activities:

C.3.b.1. Resolve EEO problems/disagreements/conflicts, including the participation in ADR proceedings? [see X 

MD-110, Ch. 3.I] 

C.3.b.2. Ensure full cooperation of employees under his/her supervision with EEO officials, such as counselors X 

and investigators? [see 29 CFR §1614.102(b)(6)]

C.3.b.3. Ensure a workplace that is free from all forms of discrimination, including harassment and retaliation? X 

[see MD-715, II(C)]

C.3.b.4. Ensure that subordinate supervisors have effective managerial, communication, and interpersonal skills X 

to supervise in a workplace with diverse employees? [see MD-715 Instructions, Sec. I]

C.3.b.5. Provide religious accommodations when such accommodations do not cause an undue hardship? [see X 

29 CFR §1614.102(a)(7)] 

C.3.b.6. Provide disability accommodations when such accommodations do not cause an undue hardship? [ see X 

29 CFR §1614.102(a)(8)] 

C.3.b.7. Support the EEO program in identifying and removing barriers to equal opportunity?. [see MD-715, X 

II(C)]

C.3.b.8. Support the anti-harassment program in investigating and correcting harassing conduct?. [see X 

Enforcement Guidance, V.C.2]

C.3.b.9. Comply with settlement agreements and orders issued by the agency, EEOC, and EEO-related cases X 

from the Merit Systems Protection Board, labor arbitrators, and the Federal Labor Relations Authority? [see

MD-715, II(C)] 

C.3.c. Does the EEO Director recommend to the agency head improvements or corrections, including remedial X Recommendation

or disciplinary actions, for managers and supervisors who have failed in their EEO responsibilities? [see 29 CFR for corrections are 

§1614.102(c)(2)] handled at the 

Departmental

Office of Civil 

Rights level. 

C.3.d. When the EEO Director recommends remedial or disciplinary actions, are the recommendations regularly X This situation has

implemented by the agency? [see 29 CFR §1614.102(c)(2)] not occurred. 

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EEOC FORM U.S. Equal Employment Opportunity Commission

715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or C.4. The agency ensures effective coordination between its EEO program and complete and Human Resources (HR) program. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

C.4.a. Do the HR Director and the EEO Director meet regularly to assess whether personnel programs, policies, X 

and procedures conform to EEOC laws, instructions, and management directives? [see 29 CFR §1614.102(a)(2)]

C.4.b. Has the agency established timetables/schedules to review at regular intervals its merit promotion X 

program, employee recognition awards program, employee development/training programs, and management/

personnel policies, procedures, and practices for systemic barriers that may be impeding full participation in the 

program by all EEO groups? [see MD-715 Instructions, Sec. I] 

C.4.c. Does the EEO office have timely access to accurate and complete data (e.g., demographic data for the X 

workforce, applicants, training programs, etc.) required to prepare the MD-715 workforce data tables? [see 29

CFR §1614.601(a)]

C.4.d. Does the HR office timely provide the EEO office with access to other data (e.g., exit interview data, X 

climate assessment surveys, and grievance data), upon request? [see MD-715, II(C)]

C.4.e. Pursuant to Section II(C) of MD-715, does the EEO office collaborate with the HR office to:

C.4.e.1. Implement the Affirmative Action Plan for Individuals with Disabilities? [see 29 CFR §1614.203(d); X 

MD-715, II(C)] 

C.4.e.2. Develop and/or conduct outreach and recruiting initiatives? [see MD-715, II(C)] X 

C.4.e.3. Develop and/or provide training for managers and employees? [see MD-715, II(C)] X 

C.4.e.4. Identify and remove barriers to equal opportunity in the workplace? [see MD-715, II(C)] X 

C.4.e.5. Assist in preparing the MD-715 report? [see MD-715, II(C)] X 

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EEOC FORM U.S. Equal Employment Opportunity Commission

715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or C.5. Following a finding of discrimination, the agency explores whether it should complete and take a disciplinary action. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

C.5.a. Does the agency have a disciplinary policy and/or table of penalties that covers discriminatory conduct? X http:// 

[see 29 CFR §1614.102(a)(6); see also Douglas v. Veterans Administration, 5 MSPR 280 (1981)] staffnet.fhwa.dot.gov/

hr/regulations/

handbook/

appendix_a.htm 

C.5.b. When appropriate, does the agency discipline or sanction managers and employees for discriminatory X Although the

conduct? [see 29 CFR §1614.102(a)(6)] If “yes”, please state the number of disciplined/sanctioned individuals Agency takes

during this reporting period in the comments. appropriate

action, there were 

no reported

actions this year. 

C.5.c. If the agency has a finding of discrimination (or settles cases in which a finding was likely), does the X FHWA has not

agency inform managers and supervisors about the discriminatory conduct (e.g., post mortem to discuss lessons had any findings 

learned)? [see MD-715, II(C)] of discrimination. 

FHWA is 

updating

procedures in the 

event there is a 

finding of

discrimination

and will inform 

managers/

supervisors about

the discriminatory

conduct 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or

C.6. The EEO office advises managers/supervisors on EEO matters. complete and

attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

C.6.a. Does the EEO office provide management/supervisory officials with regular EEO updates on at least an X This is discussed

annual basis, including EEO complaints, workforce demographics and data summaries, legal updates, barrier annually within 

analysis plans, and special emphasis updates? [see MD-715 Instructions, Sec. I] If “yes”, please identify the the Agency.

frequency of the EEO updates in the comments column.

C.6.b. Are EEO officials readily available to answer managers’ and supervisors’ questions or concerns? [see X 

MD-715 Instructions, Sec. I] 

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PART G 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

Agency Self-Assessment Checklist 

Essential Element: D Proactive Prevention 

Compliance 

Indicator 

Measures 

Measure Has For all unmet 

Been Met measures, provide 

a 

brief explanation 

in 

the space below or D.1. The agency conducts a reasonable assessment to monitor progress towards complete and achieving equal employment opportunity throughout the year. attach Yes No N/A an EEOC FORM 

715-

01 PART H to the 

agency's status 

report 

D.1.a. Does the agency have a process for identifying triggers in the workplace? [see MD-715 Instructions, Sec. X 

I] 

D.1.b. Does the agency regularly use the following sources of information for trigger identification: workforce X 

data; complaint/grievance data; exit surveys; employee climate surveys; focus groups; affinity groups; union; 

program evaluations; special emphasis programs; and/or external special interest groups? [see MD-715 

Instructions, Sec. I] 

D.1.c. Does the agency conduct exit interviews or surveys that include questions on how the agency could X 

improve the recruitment, hiring, inclusion, retention and advancement of individuals with disabilities? [see 29 

CFR §1614.203(d)(1)(iii)(C)] 

Compliance 

Indicator 

Measures 

Measure Has For all unmet 

Been Met measures, provide 

a 

brief explanation 

in 

the space below or D.2. The agency identifies areas where barriers may exclude EEO groups complete and (reasonable basis to act.) attach Yes No N/A an EEOC FORM 

715-

01 PART H to the 

agency's status 

report 

D.2.a. Does the agency have a process for analyzing the identified triggers to find possible barriers? [see X 

MD-715, (II)(B)] 

D.2.b. Does the agency regularly examine the impact of management/personnel policies, procedures, and X 

practices by race, national origin, sex, and disability? [see 29 CFR §1614.102(a)(3)] 

D.2.c. Does the agency consider whether any group of employees or applicants might be negatively impacted X 

prior to making human resource decisions, such as re-organizations and realignments? [see 29 CFR §1614.102(a) 

(3)] 

D.2.d. Does the agency regularly review the following sources of information to find barriers: complaint/ X Complaint/ 

grievance data, exit surveys, employee climate surveys, focus groups, affinity groups, union, program grievance data, 

evaluations, anti-harassment program, special emphasis programs, and/or external special interest groups? [see exit surveys, 

MD-715 Instructions, Sec. I]] If “yes”, please identify the data sources in the comments column. employee climate 

surveys, focus 

groups, affinity 

groups, antiharassment 

program, special 

emphasis 

programs, 

reasonable 

accommodation 

program. 

Page 25 
Agency Self-Assessment Checklist 

Compliance 

Indicator 

D.3. The agency establishes appropriate action plans to remove identified barriers. 

Measures 

- - - - - -

D.3.a. Does the agency effectively tailor action plans to address the identified barriers, in particular policies, 

procedures, or practices? [see 29 CFR §1614.102(a)(3)]

D.3.b. If the agency identified one or more barriers during the reporting period, did the agency implement a plan 

in Part I, including meeting the target dates for the planned activities? [see MD-715, II(D)]

D.3.c. Does the agency periodically review the effectiveness of the plans? [see MD-715, II(D)] 

Compliance 

Indicator 

D.4. The agency has an affirmative action plan for people with disabilities, 

including those with targeted disabilities. 

Measures 

D.4.a. Does the agency post its affirmative action plan on its public website? [see 29 CFR §1614.203(d)(4)] If 

yes, please provide the internet address in the comments. 

D.4.b. Does the agency take specific steps to ensure qualified people with disabilities are aware of and 

encouraged to apply for job vacancies? [see 29 CFR §1614.203(d)(1)(i)] 

D.4.c. Does the agency ensure that disability-related questions from members of the public are answered 

promptly and correctly? [see 29 CFR §1614.203(d)(1)(ii)(A)] 

D.4.d. Has the agency taken specific steps that are reasonably designed to increase the number of persons with 

disabilities or targeted disabilities employed at the agency until it meets the goals? [see 29 CFR §1614.203(d)(7) 

(ii)] t t 

Measure Has 

Been Met - - - - - -

Yes No 

X 

X 

X

Measure Has 

Been Met 

Yes No 

X 

X 

X 

X 

- - - - - -

For all unmet

measures, provide

a

- - - - - -

brief explanation

in

the space below or

complete and

attach N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

For all unmet

measures, provide

a

brief explanation

in

the space below or

complete and

attach N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

www.fhwa.dot.gov/

civilrights 

EEOC FORM U.S. Equal Employment Opportunity Commission

715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

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715-02 

PART G 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

Agency Self-Assessment Checklist 

Essential Element: E Efficiency 

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or E.1. The agency maintains an efficient, fair, and impartial complaint resolution complete and process. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

E.1.a. Does the agency timely provide EEO counseling, pursuant to 29 CFR §1614.105? X 

E.1.b. Does the agency provide written notification of rights and responsibilities in the EEO process during the X 

initial counseling session, pursuant to 29 CFR §1614.105(b)(1)? 

E.1.c. Does the agency issue acknowledgment letters immediately upon receipt of a formal complaint, pursuant X This function is

to MD-110, Ch. 5(I)? handled by the 

Departmental

Office of Civil 

Rights. 

E.1.d. Does the agency issue acceptance letters/dismissal decisions within a reasonable time (e.g., 60 days) after X This function is

receipt of the written EEO Counselor report, pursuant to MD-110, Ch. 5(I)? If so, please provide the average handled by the 

processing time in the comments. Departmental

Office of Civil 

Rights. 

E.1.e. Does the agency ensure that all employees fully cooperate with EEO counselors and EEO personnel in the X 

EEO process, including granting routine access to personnel records related to an investigation, pursuant to 29

CFR §1614.102(b)(6)?

E.1.f. Does the agency timely complete investigations, pursuant to 29 CFR §1614.108? X This function is

handled by the 

Departmental

Office of Civil 

Rights 

E.1.g. If the agency does not timely complete investigations, does the agency notify complainants of the date by X This function is

which the investigation will be completed and of their right to request a hearing or file a lawsuit, pursuant to 29 handled by the 

CFR §1614.108(g)? Departmental

Office of Civil 

Rights. 

E.1.h. When the complainant did not request a hearing, does the agency timely issue the final agency decision, X This function is

pursuant to 29 CFR §1614.110(b)? handled by the 

Departmental

Office of Civil 

Rights. 

E.1.i. Does the agency timely issue final actions following receipt of the hearing file and the administrative X This function is

judge’s decision, pursuant to 29 CFR §1614.110(a)? handled by the 

Departmental

Office of Civil 

Rights 

Page 28 
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I 

E.1.j. If the agency uses contractors to implement any stage of the EEO complaint process, does the agency hold X FHWA does not 

them accountable for poor work product and/or delays? [See MD-110, Ch. 5(V)(A)] If “yes”, please describe use contractors 

how in the comments column. for its stages of 

the EEO process. 

To the extent 

contractors are 

used, this is 

handled by the 

Departmental 

Office of Civil 

Rights. 

E.1.k. If the agency uses employees to implement any stage of the EEO complaint process, does the agency hold X FHWA does not 

them accountable for poor work product and/or delays during performance review? [See MD-110, Ch. 5(V)(A)] use contractors 

for its stages of 

the EEO process. 

To the extent 

contractors are 

used, this is 

handled by the 

Departmental 

Office of Civil 

Rights. -

E.1.l. Does the agency submit complaint files and other documents in the proper format to EEOC through the X This function is 

Federal Sector EEO Portal (FedSEP)? [See 29 CFR § 1614.403(g)] handled by the 

Departmental 

Office of Civil 

Rights. I I I I 

EEOC FORM U.S. Equal Employment Opportunity Commission

715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

Agency Self-Assessment Checklist 

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EEOC FORM U.S. Equal Employment Opportunity Commission

715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or

E.2. The agency has a neutral EEO process. complete and

attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

E.2.a. Has the agency established a clear separation between its EEO complaint program and its defensive X Legal sufficiency

function? [see MD-110, Ch. 1(IV)(D)] If “yes”, please explain. reviews are

handled at the 

Departmental

level. 

E.2.b. When seeking legal sufficiency reviews, does the EEO office have access to sufficient legal resources X Legal sufficiency

separate from the agency representative? [see MD-110, Ch. 1(IV)(D)] If “yes”, please identify the source/ reviews are

location of the attorney who conducts the legal sufficiency review in the comments column. handled at the 

Departmental

level. 

E.2.c. If the EEO office relies on the agency’s defensive function to conduct the legal sufficiency review, is X Legal sufficiency

there a firewall between the reviewing attorney and the agency representative? [see MD-110, Ch. 1(IV)(D)] reviews are

handled at the 

Departmental

level. 

E.2.d. Does the agency ensure that its agency representative does not intrude upon EEO counseling, X 

investigations, and final agency decisions? [see MD-110, Ch. 1(IV)(D)]

E.2.e. If applicable, are processing time frames incorporated for the legal counsel’s sufficiency review for timely X Legal sufficiency

processing of complaints? [see EEOC Report, Attaining a Model Agency Program: Efficiency (Dec. 1, 2004)] reviews are

handled at the 

Departmental

level. 

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or E.3. The agency has established and encouraged the widespread use of a fair complete and alternative dispute resolution (ADR) program. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

E.3.a. Has the agency established an ADR program for use during both the pre-complaint and formal complaint X 

stages of the EEO process? [see 29 CFR §1614.102(b)(2)]

E.3.b. Does the agency require managers and supervisors to participate in ADR once it has been offered? [see X Mandatory 

MD-715, II(A)(1)] participation is

required of 

managers and 

supervisors once

offered and 

Aggrieved Person

elects. 

E.3.c. Does the Agency encourage all employees to use ADR, where ADR is appropriate? [See MD-110, Ch. X 

3(IV)(C)]

E.3.d. Does the agency ensure a management official with settlement authority is accessible during the dispute X 

resolution process? [see MD-110, Ch. 3(III)(A)(9)] 

E.3.e. Does the agency prohibit the responsible management official named in the dispute from having X 

settlement authority? [see MD-110, Ch. 3(I)]

E.3.f. Does the agency annually evaluate the effectiveness of its ADR program? [see MD-110, Ch. 3(II)(D)] X This assessment

is handled at the 

Departmental

level. 

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or E.4. The agency has effective and accurate data collection systems in place to complete and evaluate its EEO program. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

E.4.a. Does the agency have systems in place to accurately collect, monitor, and analyze the following data:

E.4.a.1. Complaint activity, including the issues and bases of the complaints, the aggrieved individuals/ X 

complainants, and the involved management official? [see MD-715, II(E)]

E.4.a.2. The race, national origin, sex, and disability status of agency employees? [see 29 CFR §1614.601(a)] X 

E.4.a.3. Recruitment activities? [see MD-715, II(E)] X 

E.4.a.4. External and internal applicant flow data concerning the applicants’ race, national origin, sex, and X 

disability status? [see MD-715, II(E)] 

E.4.a.5. The processing of requests for reasonable accommodation? [29 CFR §1614.203(d)(4)] X 

E.4.a.6. The processing of complaints for the anti-harassment program? [see EEOC Enforcement Guidance on X 

Vicarious Employer Liability for Unlawful Harassment by Supervisors (1999), § V.C.2] 

E.4.b. Does the agency have a system in place to re-survey the workforce on a regular basis? [MD-715 X 

Instructions, Sec. I] 

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or E.5. The agency identifies and disseminates significant trends and best practices in complete and its EEO program. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

E.5.a. Does the agency monitor trends in its EEO program to determine whether the agency is meeting its X Reviews Annual

obligations under the statutes EEOC enforces? [see MD-715, II(E)] If “yes”, provide an example in the Federal Equal 

comments. Employment

Opportunity

Statistical Report 

of Discrimination 

Complaints

(EEOC Form 

462) to develop 

and provide 

agency training in 

EEO areas. 

E.5.b. Does the agency review other agencies’ best practices and adopt them, where appropriate, to improve the X Adopted a best

effectiveness of its EEO program? [see MD-715, II(E)] If “yes”, provide an example in the comments. practice from 

GSA. EEO

counselors

provide initial

contact form to

Aggrieved

Persons to review 

for accuracy of 

EEO allegations. 

E.5.c. Does the agency compare its performance in the EEO process to other federal agencies of similar size? X 

[see MD-715, II(E)] 

Page 33 
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in 

the space below or F.1. The agency has processes in place to ensure timely and full compliance with complete and EEOC orders and settlement agreements. attach Measures Yes No N/A • an EEOC FORM 

715-

01 PART H to the 

agency's status 

report I J 1 J J - F.1.a. Does the agency have a system of management controls to ensure that its officials timely comply with X 

EEOC orders/directives and final agency actions? [see 29 CFR §1614.102(e); MD-715, II(F)] I l l l -

F.1.b. Does the agency have a system of management controls to ensure the timely, accurate, and complete X 

compliance with resolutions/settlement agreements? [see MD-715, II(F)] j l l l 

F.1.c. Are there procedures in place to ensure the timely and predictable processing of ordered monetary relief? X 

[see MD-715, II(F)] I l I I 

F.1.d. Are procedures in place to process other forms of ordered relief promptly? [see MD-715, II(F)] X I I I I 

F.1.e. When EEOC issues an order requiring compliance by the agency, does the agency hold its compliance X Compliance 

officer(s) accountable for poor work product and/or delays during performance review? [see MD-110, Ch. 9(IX) Officer is at the 

(H)] Departmental 

Level. I I I I -

EEOC FORM 

715-02 

PART G 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

Agency Self-Assessment Checklist 

Essential Element: F Responsiveness and Legal Compliance 

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715-02 FEDERAL AGENCY ANNUAL

PART G EEO PROGRAM STATUS REPORT

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018

Agency Self-Assessment Checklist 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or F.2. The agency complies with the law, including EEOC regulations, management complete and directives, orders, and other written instructions. attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

F.2.a. Does the agency timely respond and fully comply with EEOC orders? [see 29 CFR §1614.502; MD-715, X 

II(E)]

F.2.a.1. When a complainant requests a hearing, does the agency timely forward the investigative file to the X This function is

appropriate EEOC hearing office? [see 29 CFR §1614.108(g)] handled by the 

Departmental

Office of Civil 

Rights. 

F.2.a.2. When there is a finding of discrimination that is not the subject of an appeal by the agency, does the X FHWA notes,

agency ensure timely compliance with the orders of relief? [see 29 CFR §1614.501] however, that 

there have not 

been any such

findings in recent 

years. 

F.2.a.3. When a complainant files an appeal, does the agency timely forward the investigative file to EEOC’s X This function is

Office of Federal Operations? [see 29 CFR §1614.403(e)] handled by the 

Departmental

Office of Civil 

Rights. 

F.2.a.4. Pursuant to 29 CFR §1614.502, does the agency promptly provide EEOC with the required X This function is

documentation for completing compliance? handled by the 

Departmental

Office of Civil 

Rights. 

Measure Has For all unmet Compliance Been Met measures, provide Indicator a

brief explanation

in

the space below or

F.3. The agency reports to EEOC its program efforts and accomplishments. complete and

attach Measures Yes No N/A an EEOC FORM

715-

01 PART H to the

agency's status

report 

F.3.a. Does the agency timely submit to EEOC an accurate and complete No FEAR Act report? [Public Law X 

107-174 (May 15, 2002), §203(a)]

F.3.b. Does the agency timely post on its public webpage its quarterly No FEAR Act data? [see 29 CFR X 

§1614.703(d)] 

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EEOC FORM U.S. Equal Employment Opportunity Commission 

715-02 FEDERAL AGENCY ANNUAL 

PART H EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

Plan to Attain Essential Elements 

PART H.1

 STATEMENT of

 MODEL PROGRAM

 ESSENTIAL ELEMENT

 DEFICIENCY: 

C.1.a. Does the agency regularly assess its component and field offices for possible EEO program deficiencies? [see 29 CFR 

§1614.102(c)(2)] If ”yes”, please provide the schedule for conducting audits in the comments section. 

FHWA Headquarters handles internal EEO programs. The field offices do not have this function. 

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715-02 

PART I 

U.S. Equal Employment Opportunity Commission 

FEDERAL AGENCY ANNUAL 

EEO PROGRAM STATUS REPORT 

DOT Federal Highway Administration For period covering October 1, 2017 to September 30, 2018 

Plan to Eliminate Identified Barriers 

STATEMENT OF CONDITION THAT WAS A TRIGGER FOR 

A POTENTIAL BARRIER: 

Provide a brief narrative describing the condition at issue. 

How was the condition recognized as a potential barrier? 

STATEMENT OF BARRIER GROUPS: 

PART I.1 

White Females Hispanic Females, American Indian or Alaska Native 

Females American Indian or Alaska Native Males Two or More Races 

Males Native Hawaiian or Other Pacific Islander Male and Females, 

Barrier Group 

BARRIER ANALYSIS: 

Provide a description of the steps taken and data analyzed to 

determine cause of the condition. 

STATEMENT OF IDENTIFIED BARRIER: 

Provide a succinct statement of the agency policy, procedure 

or practice that has been determined to be the barrier of the 

undesired condition. 

Objective 

Responsible Officials 

Planned Activities Toward Completion of Objective 

Report of Accomplishments and Modifications to Objective 

All Women 

Hispanic or Latino Females 

White Females 

Native Hawaiian or Other Pacific Islander Males 

American Indian or Alaska Native Males 

American Indian or Alaska Native Females 

Two or More Races Males 

• Women • Hispanic Females • White Females • Native Hawaiian or Other • Pacific Islander 

Females • American Indian or Alaska Native Females • Two or More Races Males • Persons 

with Targeted Disabilities at the GS 11-SES levels 

FHWA will establish new outreach efforts to recruit qualified female applicants and applicants from 

groups with lower than expected participation rates. FHWA will leverage its resources to increase 

recruitment efforts, through the 2018-2019 Strategic Plan. 

Date Objective Mar 30, 2018 

Initiated 

Target Date For Sep 30, 2018 

Completion Of 

Objective 

Irene Rico Associate Administrator for Civil Rights 

David Lewis Director, Office of Human Resources 

Planned Activity 

FHWA will increase its outreach efforts to address the barriers 

Target Date 

Sep 30, 2020 

as identified for the groups with low participation rates. 

FHWA will report out in FY 19 progress made with its recruitment efforts. 

Page 37 
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MD-715 – Part J 

Special Program Plan 

for the Recruitment, Hiring, Advancement, and 

Retention of Persons with Disabilities 

To capture agencies’ affirmative action plan for persons with disabilities (PWD) and 

persons with targeted disabilities (PWTD), EEOC regulations (29 C.F.R. § 1614.203(e)) 

and MD-715 require agencies to describe how their affirmative action plan will improve the 

recruitment, hiring, advancement, and retention of applicants and employees with 

disabilities. 

Section I: Efforts to Reach Regulatory Goals 

EEOC regulations (29 CFR §1614.203(d)(7)) require agencies to establish specific numerical goals for increasing the 

participation of persons with disabilities and persons with targeted disabilities in the federal government 

1. Using the goal of 12% as the benchmark, does your agency have a trigger involving PWD by grade level cluster in the permanent workforce? If “yes”, 

describe the trigger(s) in the text box. 

a.Cluster GS-1 to GS-10 (PWD) Answer No 

b.Cluster GS-11 to SES (PWD) Answer Yes 

In FY18, PWD in GS 1-10 Cluster of the permanent workforce participate at 

19.13%, a higher rate than the expected 12% benchmark, indicating no trigger. 

PWD in the GS 11 to SES Cluster participate at 8.84%, a lower rate than the 

expected 12% benchmark, indicating a trigger. 

*For GS employees, please use two clusters: GS-1 to GS-10 and GS-11 to SES, as set forth in 29 C.F.R. § 1614.203(d) 

(7). For all other pay plans, please use the approximate grade clusters that are above or below GS-11 Step 1 in the 

Washington, DC metropolitan region. 

2. Using the goal of 2% as the benchmark, does your agency have a trigger involving PWTD by grade level cluster in the permanent workforce? If “yes”, 

describe the trigger(s) in the text box. 

a.Cluster GS-1 to GS-10 (PWTD) Answer No 

b.Cluster GS-11 to SES (PWTD) Answer No 

In FY18, PWTD in GS 1-10 Cluster of the permanent workforce participate at 

6.86%, a higher rate than the expected 2% benchmark, indicating no trigger. 

PWTD in the GS 11 to SES Cluster participate at 2.42%, a higher rate than the 

expected 2% benchmark, indicating no trigger. 

3. Describe how the agency has communicated the numerical goals to the hiring managers and/or recruiters. 

Through FY18, the Agency’s numerical goals for hiring person with disabilities 

was shared via the Agency’s quarterly Leadership Team Dashboard. This was 

specifically targeted toward managers and supervisors and is posted on the 

Agency’s internal Website to provide access to all employees. In addition, the 

annual FHWA At-A-Glance report and All Employee Webinar briefing are used 

to share information on the Agency’s workforce including the status of persons 

with disabilities. Also, all senior leadership members receive the Office Profile 

for their organization biannually which includes information on the numerical 

representation of persons with disabilities and persons with targeted disabilities 

in their organizations. The Agency’s annual Workforce Plan includes a section 

on “Employment of Persons with Disabilities” that identifies the numerical goals 

and how the Agency did in meeting those goals. 

Section II: Model Disability Program 

Pursuant to 29 C.F.R. § 1614.203(d)(1), agencies must ensure sufficient staff, training and resources to recruit and hire 

persons with disabilities and persons with targeted disabilities, administer the reasonable accommodation program and 

special emphasis program, and oversee any other disability hiring and advancement program the agency has in place. 

A. PLAN TO PROVIDE SUFFICIENT & COMPETENT STAFFING FOR THE DISABILITY 

PROGRAM 

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1.  Has the agency designated sufficient qualified personnel to implement its disability program during the reporting period? If “no”, describe the 

agency’s plan to improve the staffing for the upcoming year. 

Answer Yes 

2. Identify all staff responsible for implementing the agency's disability employment program by the office, staff employment status, and responsible 

official. 

# of FTE Staff By Employment Status 

Responsible Official (Name, Title, 

Disability Program Task Full Time Part Time Collateral Duty Office Email) 

Processing applications from PWD and PWTD 1 0 0 Eleni Triantafell, 

Human Resources Specialist 

Eleni.triantafell@dot.gov 

Answering questions from the public about 1 0 0 Eleni Triantafell 

hiring authorities that take disability into Human Resources Specialist 

account Eleni.triantafell@dot.gov 

Processing reasonable accommodation requests 1 0 0 Kirsten Poston 

from applicants and employees Disability Program Manager 

kirsten.poston@dot.gov 

Architectural Barriers Act Compliance 1 0 0 Jeffrey Baxter 

Associate Director of Facilities 

jeffrey.baxter@dot.gov 

Special Emphasis Program for PWD and PWTD 1 0 0 Kirsten Poston 

Disability Program Manager 

kirsten.poston@dot.gov 

Section 508 Compliance 1 0 0 Michelle Cribbs 

Transportation Specialist 

michelle.cribbs@dot.gov 

3. Has the agency provided disability program staff with sufficient training to carry out their responsibilities during the reporting period? If “yes”, describe 

the training that disability program staff have received. If “no”, describe the training planned for the upcoming year. 

Answer Yes 

All Human Resources Specialists and managers are required to complete the 

Veteran Employment Training for Human Resource Professionals which also 

includes information on the use of Schedule A hiring authorities. This 

information is tracked via the Agency’s learning management system. In FY 18, 

the Reasonable Accommodations program manager also provided a briefing to 

all servicing HR specialists which allowed the servicing HR specialists to share 

information with supervisors and managers during their workforce planning 

conversations. 

B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY PROGRAM 

Has the agency provided sufficient funding and other resources to successfully implement the disability program 

during the reporting period? If “no”, describe the agency’s plan to ensure all aspects of the disability program have 

sufficient funding and other resources 

Answer Yes 

Section III: Plan to Recruit and Hire Individuals with Disabilities 

Pursuant to 29 C.F.R. §1614.203(d)(1)(i) and (ii), agencies must establish a plan to increase the recruitment and hiring 

of individuals with disabilities. The questions below are designed to identify outcomes of the agency’s recruitment 

program plan for PWD and PWTD 

A.  PLAN TO IDENTIFY JOB APPLICATIONS WITH DISABILITIES 

1.  Describe the programs and resources the agency uses to identify job applicants with disabilities, including individuals with targeted disabilities. 

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The FHWA has a multipronged approach to identify potential applicants with 

disabilities. This includes: • Participating in recruitment and outreach events 

that focus on the employment of persons with disabilities. In FY18, FHWA 

participated in 28 recruitment events in 19 States. Of those five events were 

related to disability hiring. • Developing and maintaining relationships with 

disability organizations and colleges with disability offices. This allows FHWA to 

share information related to job opportunities which can be shared with their 

community. In some instances, these organizations have helped FHWA to post 

job announcements on their recruitment sites to be more visible. • The DOT 

Executive Agent has a standard list of professional organizations, and 

academic institutions that automatically receive a copy of all job 

announcements posted via USAJobs. More specifically, FHWA has used the 

following recruitment sources as part of its outreach to have persons with 

disabilities apply for vacancies: • OPM’s Shared List of People with Disabilities; 

the Workforce Recruitment Program (WRP) database; State and local 

vocational rehabilitation agencies and employment offices; the U.S. 

Department of Veterans Affairs, Wounded Warrior Office and Vets 2 Feds; 

Military installations and transition offices. • This list is not all encompassing but 

provides a broad view of the Agency’s ongoing efforts. 

2. Pursuant to 29 C.F.R. §1614.203(a)(3), describe the agency’s use of hiring authorities that take disability into account (e.g., Schedule A) to recruit PWD 

and PWTD for positions in the permanent workforce 

FHWA utilizes appointing authorities to include Schedule A, Excepted Service, 

Veterans Recruitment Appointment (VRA) and 30% or more Disabled 

Veterans. During FY18, FHWA also worked with the DOT Office of the 

Secretary on the establishment of the Warriors to the DOT program. FHWA 

was one of a just a few agencies within DOT to make a selection in support of 

this program. HR specialists provide information on these hiring flexibilities 

when contacted by hiring managers to fill a vacancy. The HR Specialist 

identifies which authority may meet the needs of the office and provides 

information on how to use the authorities if deemed appropriate. 

3.  When individuals apply for a position under a hiring authority that takes disability into account (e.g., Schedule A), explain how the agency (1) 

determines if the individual is eligible for appointment under such authority; and, (2) forwards the individual's application to the relevant hiring officials 

with an explanation of how and when the individual may be appointed. 

At FHWA, the Human Resources Specialists works directly with hiring 

managers to use the non-competitive excepted service hiring authorities, 

including Schedule A. If a manager determines that a hiring authority that takes 

disability into account may be used, the HR Specialists provides specific 

information related to how applications are received and reviewed. This may 

include requesting resumes from the agency’s Disability Resource manager 

assigned to collect and share this information. In addition, Agency recruiters 

from around the country may be asked for points of contacts for Veteran 

organizations to facilitate resume collection. FHWA receives and reviews 

resumes and determines whether the applicants are qualified for the position 

and whether the applicants submitted the necessary supplemental documents 

including Schedule A letters. Resumes and supplemental documents are then 

forwarded to the hiring manager. After the hiring manager completes 

interviewing of qualified candidates, he/she decides if the applicant can perform 

the job duties. The applicant must meet the qualification requirements, 

including specialized experience, for the position. 

4.  Has the agency provided training to all hiring managers on the use of hiring authorities that take disability into account (e.g., Schedule A)? If “yes”, 

describe the type(s) of training and frequency. If “no”, describe the agency’s plan to provide this training. 

Answer Yes 

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I I 

FHWA conducted a Webinar in May 2018 to the HR community and hiring 

managers on using non-competitive hiring flexibilities, including hiring veterans 

and PWD. During the annual workforce planning conversations held in Spring 

of 2018, all servicing Human Resources Specialists met with managers and 

supervisors in their assigned offices and included a discussion on use of noncompetitive hiring authorities such as Schedule A. Managers were also 

provided with information on how to conduct targeted outreach, ensure that the 

hiring process is accessible, ask effective questions during an interview, and 

have a successful onboarding process 

B.  PLAN TO ESTABLISH CONTACTS WITH DISABILITY EMPLOYMENT ORGANIZATIONS 

Describe the agency’s efforts to establish and maintain contacts with organizations that assist PWD, including PWTD, 

in securing and maintaining employment. 

On an annual basis, the assigned Human Resources specialist conducts a 

review of organizations, colleges and universities, and other organizations that 

serve persons with disabilities and veterans. The organizations are contacted 

and provided information about FHWA, and to obtain the name and email of a 

dedicated resource to contact. The FHWA Outreach and Recruitment 

Coordinator participated in outreach to the disability employment organizations 

and outreach sources as well as conducting meetings with them to update 

resource information and to explore potential future partnerships. In FY 18, 

FHWA attended five recruitment events at colleges, universities, academic 

institutions, and professional associations that support populations of diverse 

recruitment candidates. 

C.  PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING) 

1.  Using the goals of 12% for PWD and 2% for PWTD as the benchmarks, do triggers exist for PWD and/or PWTD among the new hires in the 

permanent workforce? If “yes”, please describe the triggers below. 

a. Cluster GS-1 to GS-10 (PWTD) Answer No 

b. Cluster GS-11 to SES (PWTD) Answer No 

In FY18, the new hire rate for FHWA PWD in the permanent workforce was 

13.71%, a higher rate than the expected 12% benchmark, indicating no trigger. 

The new hire rate for FHWA PWTD in the permanent workforce is 3.80%, a 

higher rate than the expected 2% benchmark, indicating no trigger. 

2.  Using the qualified applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among the new hires for any of the mission-critical 

occupations (MCO)? If “yes”, please describe the triggers below. Select “n/a” if the applicant data is not available for your agency, and describe your plan 

to provide the data in the text box. 

a. New Hires for MCO (PWD) Answer Yes 

b. New Hires for MCO (PWTD) Answer Yes 

See table on page 63 of the full report uploaded as a part of supplemental 

documentation. 

3.  Using the relevant applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among the qualified internal applicants for any of the 

mission-critical occupations (MCO)? If “yes”, please describe the triggers below. Select “n/a” if the applicant data is not available for your agency, and 

describe your plan to provide the data in the text box. 

a. Qualified Applicants for MCO (PWD) Answer Yes 

b. Qualified Applicants for MCO (PWTD) Answer Yes 

See table on page 64 of the report in supplemental documentation 

4.  Using the qualified applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among employees promoted to any of the missioncritical occupations (MCO)? If “yes”, please describe the triggers below. Select “n/a” if the applicant data is not available for your agency, and describe 

your plan to provide the data in the text box. 

a. Promotions for MCO (PWD) Answer Yes 

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b. Promotions for MCO (PWTD) Answer Yes 

See table on page 65 of the full report in supplemental documentation 

Section IV: Plan to Ensure Advancement Opportunities for Employees with Disabilities 

Pursuant to 29 C.F.R. §1614.203(d)(1)(iii), agencies are required to provide sufficient advancement opportunities for 

employees with disabilities. Such activities might include specialized training and mentoring programs, career 

development opportunities, awards programs, promotions, and similar programs that address advancement. In this 

section, agencies should identify, and provide data on programs designed to ensure advancement opportunities for 

employees with disabilities. 

A.  ADVANCEMENT PROGRAM PLAN 

Describe the agency’s plan to ensure PWD, including PWTD, have sufficient opportunities for advancement. 

FHWA employees, including PWD and PWTD, are provided equal access to 

career development opportunities for advancement. Promotion opportunities 

are posted on FHWA’s internal StaffNet site, USAJOBS, and emails are sent to 

all employees with a link to the vacancy announcement on USAJOBS. The 

opportunity for advancement is the same for all employees. Career ladders are 

established based on the position and the needs of the office. This reduces any 

negative impact on PWD and PWTD. 

B.  CAREER DEVELOPMENT OPPORTUNITES 

1.  Please describe the career development opportunities that the agency provides to its employees. 

FHWA encourages and provides training and career development opportunities 

for all employees, including PWD and PWTD. Within the Office of Human 

Resources, the Agency has staff dedicated to the development of a catalog of 

professional and leadership opportunities. There is a focus on the leadership 

pipeline, however opportunities are provided for employees at all grade levels 

and across job series. Webinars and trainings focused on the development of 

Individual Developmental Plans are delivered annually to help employees take 

ownership of their personal development while understanding how their 

supervisors can assist them in reaching their goals. 

2.  In the table below, please provide the data for career development opportunities that require competition and/or supervisory recommendation/approval 

to participate. 

Total Participants PWD PWTD 

Career Development Opportunities 

Applicants (#) Selectees (#) Applicants (#) Selectees (#) Applicants (#) Selectees (#) 

Internship Programs 11 11 18.2% 18.2% 0.00% 0.00% 

Fellowship Programs 0 0 0.00% 0.00% 0.00% 0.00% 

Mentoring Programs 60 60 5.0% 5.0% 3.3% 3.3% 

Coaching Programs 0 0 0.00% 0.00% 0.00% 0.00% 

Training Programs 15 14 6.7% 0.00% 0.00% 0.00% 

Detail Programs 43 43 7.0% 7.0% 0.00% 0.00% 

Other Career Development 332 295 9.3% 9.5% 1.8% 2.0% 

Programs 

3.  Do triggers exist for PWD among the applicants and/or selectees for any of the career development programs? (The appropriate benchmarks are the 

relevant applicant pool for the applicants and the applicant pool for selectees.) If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant 

data is not available for your agency, and describe your plan to provide the data in the text box. 

a. Applicants (PWD) Answer No 

b. Selections (PWD) Answer Yes 

PWD were selected for training programs at a lower rate than they applied, 

indicating a trigger. The trigger for training programs resulted from a difference 

of one employee, indicating a questionable level of significance. For all other 

career development programs, there was no trigger. 

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4.  Do triggers exist for PWTD among the applicants and/or selectees for any of the career development programs? (The appropriate benchmarks are the 

relevant applicant pool for the applicants and the applicant pool for selectees.) If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant 

data is not available for your agency, and describe your plan to provide the data in the text box. 

a. Applicants (PWTD) Answer No 

b. Selections (PWTD) Answer No 

C.  AWARDS 

1.  Using the inclusion rate as the benchmark, does your agency have a trigger involving PWD and/or PWTD for any level of the time-off awards, 

bonuses, or other incentives? If “yes”, please describe the trigger(s) in the text box. 

a. Awards, Bonuses, & Incentives (PWD) Answer Yes 

b. Awards, Bonuses, & Incentives (PWTD) Answer Yes 

Please see page 68 for table in the full report under supplemental 

documentation. When analyzing award categories separately, Cash Awards 

indicated triggers for both PWD/PWTD when compared to their inclusion rates. 

However, a trigger was only indicated for Time-Off awards for PWTD. (See 

table below) 

2.  Using the inclusion rate as the benchmark, does your agency have a trigger involving PWD and/or PWTD for quality step increases or performancebased pay increases? If “yes”, please describe the trigger(s) in the text box. 

a. Pay Increases (PWD) Answer Yes 

b. Pay Increases (PWTD) Answer Yes 

Please see page 69 for table in the full report under supplemental 

documentation. When analyzing the quality step increase award category 

separately, there were triggers for both PWD/PWTD when compared to their 

inclusion rates. (See the table below) 

3.  If the agency has other types of employee recognition programs, are PWD and/or PWTD recognized disproportionately less than employees without 

disabilities? (The appropriate benchmark is the inclusion rate.) If “yes”, describe the employee recognition program and relevant data in the text box. 

a. Other Types of Recognition (PWD) Answer Yes 

b. Other Types of Recognition (PWTD) Answer Yes 

Please see page 69 for table in the full report under supplemental 

documentation. When analyzing the Honorary and SES award categories 

separately, there was a trigger indicated for Honorary awards for both PWD/ 

PWTD when compared to their inclusion rates, however no trigger for SES 

awards. (See the table below) 

D.  PROMOTIONS 

1.  Does your agency have a trigger involving PWD among the qualified internal applicants and/or selectees for promotions to the senior grade levels? 

(The appropriate benchmarks are the relevant applicant pool for qualified internal applicants and the qualified applicant pool for selectees.) For non-GS 

pay plans, please use the approximate senior grade levels. If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant data is not available 

for your agency, and describe your plan to provide the data in the text box. 

a.  SES 

i. Qualified Internal Applicants (PWD) Answer No 

ii. Internal Selections (PWD) Answer Yes 

b. Grade GS-15 

i. Qualified Internal Applicants (PWD) Answer No 

ii. Internal Selections (PWD) Answer Yes 

c.  Grade GS-14 

i. Qualified Internal Applicants (PWD) Answer Yes 

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ii. Internal Selections (PWD) Answer No 

d.  Grade GS-13 

i. Qualified Internal Applicants (PWD) Answer Yes 

ii. Internal Selections (PWD) Answer No 

Please see table in the full report on page 70 in supplemental documentation. 

The Agency used Table B-11 to analyze the applicant flow of internal 

applicants and/or selections for promotions by grade and PWD to the senior 

level (analysis included grades 13-15, SES). PWD applicants qualify at rates 

lower than they apply for the GS 15 and SES grade levels. Of those qualified, 

PWD are internally selected at rates lower than they are qualified for grade 

level GS-15 and SES indicating Internal Selection triggers. Analysis to identify 

triggers using Table B-11 are displayed below: 

2.  Does your agency have a trigger involving PWTD among the qualified internal applicants and/or selectees for promotions to the senior grade levels? 

(The appropriate benchmarks are the relevant applicant pool for qualified internal applicants and the qualified applicant pool for selectees.) For non-GS 

pay plans, please use the approximate senior grade levels. If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant data is not available 

for your agency, and describe your plan to provide the data in the text box. 

a.  SES 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer Yes 

b. Grade GS-15 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer Yes 

c.  Grade GS-14 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer Yes 

d.  Grade GS-13 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer Yes 

Please see table on page 71 in the full report for supplemental documentation. 

The Agency used Table B-11 to analyze the applicant flow of internal 

applicants and/or selections for promotions by grade and PWTD to the senior 

level (analysis included grades 13-15, SES). PWTD applicants qualify at rates 

similar or higher than they apply for these GS grade levels. Of those qualified, 

PWTD are internally selected at rates lower than they are qualified for all of 

these grade levels indicating Internal Selection triggers. Analysis to identify 

triggers using Table B-11 are displayed below: . 

3.  Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWD among the new hires to the senior grade levels? 

For non-GS pay plans, please use the approximate senior grade levels. If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant data is 

not available for your agency, and describe your plan to provide the data in the text box. 

a. New Hires to SES (PWD) Answer Yes 

b. New Hires to GS-15 (PWD) Answer Yes 

c. New Hires to GS-14 (PWD) Answer No 

d. New Hires to GS-13 (PWD) Answer No 

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Please see table on page 72 in the full report for supplemental documentation. 

The Agency used a datamart table to analyze the applicant flow of qualified 

applicants and/or selections for promotions by grade and PWD to the senior 

level (analysis included grades 13-15, SES). Of those qualified, PWD are 

selected at rates lower than the rate of those qualified for grade levels GS 15 

and SES, indicating a selection trigger. Analysis to identify triggers using Table 

are displayed below: 

4.  Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWTD among the new hires to the senior grade 

levels? For non-GS pay plans, please use the approximate senior grade levels. If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant 

data is not available for your agency, and describe your plan to provide the data in the text box. 

a. New Hires to SES (PWTD) Answer Yes 

b. New Hires to GS-15 (PWTD) Answer Yes 

c. New Hires to GS-14 (PWTD) Answer Yes 

d. New Hires to GS-13 (PWTD) Answer Yes 

Please see table on page 72 of the full report in supplemental documentation. 

Source: New Hires for Senior level (GS 13/14, GS 15 and SES Position by 

Disability. The Agency used a datamart table to analyze the applicant flow of 

qualified applicants and/or selections for New Hires by grade and PWTD to the 

senior level (analysis included grades 13-15, SES). Of those qualified, PWTD 

are selected at rates lower than they are qualified for grades GS 13-15 & SES, 

indicating selection triggers. Analysis to identify triggers using Table are 

displayed below: 

5.  Does your agency have a trigger involving PWD among the qualified internal applicants and/or selectees for promotions to supervisory positions? 

(The appropriate benchmarks are the relevant applicant pool for qualified internal applicants and the qualified applicant pool for selectees.) If “yes”, 

describe the trigger(s) in the text box. Select “n/a” if the applicant data is not available for your agency, and describe your plan to provide the data in the 

text box. 

a.  Executives 

i. Qualified Internal Applicants (PWD) Answer No 

ii. Internal Selections (PWD) Answer Yes 

b.  Managers 

i. Qualified Internal Applicants (PWD) Answer No 

ii. Internal Selections (PWD) Answer No 

c. Supervisors 

i. Qualified Internal Applicants (PWD) Answer No 

ii. Internal Selections (PWD) Answer No 

Please see the table on page 72 of the full report in supplemental 

documentation. PWD were selected at rates lower than the qualified applicant 

pool within the Executive ranks indicating a trigger. 

6.  Does your agency have a trigger involving PWTD among the qualified internal applicants and/or selectees for promotions to supervisory positions? 

(The appropriate benchmarks are the relevant applicant pool for qualified internal applicants and the qualified applicant pool for selectees.) If “yes”, 

describe the trigger(s) in the text box. Select “n/a” if the applicant data is not available for your agency, and describe your plan to provide the data in the 

text box. 

a.  Executives 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer Yes 

b.  Managers 

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i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer No 

c. Supervisors 

i. Qualified Internal Applicants (PWTD) Answer No 

ii. Internal Selections (PWTD) Answer Yes 

Please see the table on page 74 of the full report in supplemental 

documentation. Source: Internal Selections of New Supervisors by Positions by 

Disability PWTD were selected at rates lower than the qualified applicant pool 

within the Executive and Supervisor ranks indicating triggers. 

7.  Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWD among the selectees for new hires to 

supervisory positions? If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant data is not available for your agency, and describe your 

plan to provide the data in the text box. 

a. New Hires for Executives (PWD) Answer Yes 

b. New Hires for Managers (PWD) Answer No 

c. New Hires for Supervisors (PWD) Answer Yes 

Please see table on page 74 of the full report in supplemental documentation. 

Source: New Supervisors by Positions by Disability PWD were selected at 

rates lower than the qualified applicant pool within the Executive ranks 

indicating a trigger 

8.  Using the qualified applicant pool as the benchmark, does your agency have a trigger involving PWTD among the selectees for new hires to 

supervisory positions? If “yes”, describe the trigger(s) in the text box. Select “n/a” if the applicant data is not available for your agency, and describe your 

plan to provide the data in the text box. 

a. New Hires for Executives (PWTD) Answer Yes 

b. New Hires for Managers (PWTD) Answer No 

c. New Hires for Supervisors (PWTD) Answer Yes 

Please see table on page 75 of the full report in supplemental documentation . 

Source: New Supervisors by Positions by Disability PWTD were selected at 

rates lower than the qualified applicant pool within the Executive and 

Supervisor ranks indicating triggers. 

Section V: Plan to Improve Retention of Persons with Disabilities 

To be model employer for persons with disabilities, agencies must have policies and programs in place to retain 

employees with disabilities. In this section, agencies should: (1) analyze workforce separation data to identify barriers 

retaining employees with disabilities; (2) describe efforts to ensure accessibility of technology and facilities; and (3) 

provide information on the reasonable accommodation program and workplace assistance services. 

A.  VOLUNTARY AND INVOLUNTARY SEPARATIONS 

1. In this reporting period, did the agency convert all eligible Schedule A employees with a disability into the competitive service after two years of 

satisfactory service (5 CFR § 213.3102(u)(6)(i))? If “no”, please explain why the agency did not convert all eligible Schedule A employees. 

Answer Yes 

Please see table on page 76 of the full report in supplemental documentation. 

FHWA hired six employees under Schedule A who were eligible for conversion 

from the Excepted Service to the Competitive Service in FY 2018. Of those 

employees, two left the Agency and one was terminated prior to their eligibility 

date. The remaining three employees were converted to the Competitive 

Service upon their eligibility date. 

2. Using the inclusion rate as the benchmark, did the percentage of PWD among voluntary and involuntary separations exceed that of persons without 

disabilities? If “yes”, describe the trigger below. 

a.Voluntary Separations (PWD) Answer No 

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b.Involuntary Separations (PWD) Answer Yes 

Please see table on page 76 of the full report in supplemental documentation. 

The Agency used Table B-14 to analyze the Separations by Type (voluntary/ 

involuntary) by distribution of PWD/PWTD. PWD separated at a nearly the 

exact same rate when compared to their inclusion rate/benchmark for voluntary 

and involuntary separations indicating no triggers. Analysis to identify triggers 

using Table B-14 are displayed below: 

3. Using the inclusion rate as the benchmark, did the percentage of PWTD among voluntary and involuntary separations exceed that of persons without 

targeted disabilities? If “yes”, describe the trigger below. 

a.Voluntary Separations (PWTD) Answer No 

b.Involuntary Separations (PWTD) Answer No 

4. If a trigger exists involving the separation rate of PWD and/or PWTD, please explain why they left the agency using exit interview results and other 

data sources. 

In analyzing the exit interview results and other data sources, the large majority 

of reasons why PWD and/or PWTD left the Agency was for family reasons, 

health reasons including medical hardships, and career promotional 

opportunities. A good number of employees also left the Agency due to 

retirement. 

B.  ACCESSIBILITY OF TECHNOLOGY AND FACILITIES 

Pursuant to 29 CFR §1614.203(d)(4), federal agencies are required to inform applicants and employees of their rights 

under Section 508 of the Rehabilitation Act of 1973 (29 U.S.C. § 794(b), concerning the accessibility of agency 

technology, and the Architectural Barriers Act of 1968 (42 U.S.C. § 4151-4157), concerning the accessibility of 

agency facilities. In addition, agencies are required to inform individuals where to file complaints if other agencies are 

responsible for a violation. 

1. Please provide the internet address on the agency’s public website for its notice explaining employees’ and applicants’ rights under Section 508 of the 

Rehabilitation Act, including a description of how to file a complaint. 

The internet address on the Agency’s public Website regarding Section 508 of 

the Rehabilitation Act of 1973, including a description of how to file a complaint 

is www.transportation.gov/accessibility. 

2. Please provide the internet address on the agency’s public website for its notice explaining employees’ and applicants’ rights under the Architectural 

Barriers Act, including a description of how to file a complaint. 

The internet address on the Agency’s public Website regarding Architectural 

Barriers Act is www.access-board.gov/guidelines-and-standerds/buildings-andsites/about-the-aba-standards. 

3. Describe any programs, policies, or practices that the agency has undertaken, or plans on undertaking over the next fiscal year, designed to improve 

accessibility of agency facilities and/or technology. 

Not Applicable. 

C.  REASONABLE ACCOMMODATION PROGRAM 

Pursuant to 29 C.F.R. § 1614.203(d)(3), agencies must adopt, post on their public website, and make available to all 

job applicants and employees, reasonable accommodation procedures. 

1. Please provide the average time frame for processing initial requests for reasonable accommodations during the reporting period. (Please do not include 

previously approved requests with repetitive accommodations, such as interpreting services.) 

The Agency complies with the policy of processing requests within the 25-

business day policy as set forth by the Department’s Order 1101.1A. FHWA 

processes reasonable accommodations requests within this time frame unless 

extenuating circumstances prevent it from doing so. Requests are processed 

through the departments Reasonable Accommodations Online Tracking 

System (RAMS). 

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2. Describe the effectiveness of the policies, procedures, or practices to implement the agency’s reasonable accommodation program. Some examples of 

an effective program include timely processing requests, timely providing approved accommodations, conducting training for managers and supervisors, 

and monitoring accommodation requests for trends. 

During FY 18 the Agency worked with the Departmental Office of Civil Rights to 

revise and update the DOT Order 1011.1A to include the Department hosted 

several sessions of training on Reasonable Accommodations during FY 18. 

The Agency Disability Program Manager provided a training overview of the 

reasonable accommodations process in February 2018 to all Agency Civil 

Rights specialists. The Agency continues to work on its own version of the 

order and expects to submit to EEOC in the later part of FY 19 for review and 

approval after the Department receives approval on their updated version of 

the DOT Order on Reasonable Accommodations. 

D. PERSONAL ASSISTANCE SERVICES ALLOWING EMPLOYEES TO PARTICIPATE IN THE 

WORKPLACE 

Pursuant to 29 CFR §1614.203(d)(5), federal agencies, as an aspect of affirmative action, are required to provide 

personal assistance services (PAS) to employees who need them because of a targeted disability, unless doing so 

would impose an undue hardship on the agency. 

Describe the effectiveness of the policies, procedures, or practices to implement the PAS requirement. Some examples 

of an effective program include timely processing requests for PAS, timely providing approved services, conducting 

training for managers and supervisors, and monitoring PAS requests for trends. 

This is handled at the Departmental level. 

Section VI: EEO Complaint and Findings Data 

A. EEO COMPLAINT DATA INVOLVING HARASSMENT 

1. During the last fiscal year, did a higher percentage of PWD file a formal EEO complaint alleging harassment, as compared to the government-wide 

average? 

Answer Yes 

2. During the last fiscal year, did any complaints alleging harassment based on disability status result in a finding of discrimination or a settlement 

agreement? 

Answer No 

3. If the agency had one or more findings of discrimination alleging harassment based on disability status during the last fiscal year, please describe the 

corrective measures taken by the agency. 

B.  EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION 

1. During the last fiscal year, did a higher percentage of PWD file a formal EEO complaint alleging failure to provide a reasonable accommodation, as 

compared to the government-wide average? 

Answer Yes 

2. During the last fiscal year, did any complaints alleging failure to provide reasonable accommodation result in a finding of discrimination or a settlement 

agreement? 

Answer No 

3. If the agency had one or more findings of discrimination involving the failure to provide a reasonable accommodation during the last fiscal year, please 

describe the corrective measures taken by the agency. 

FHWA had no findings of Discrimination in FY 18. 

Section VII: Identification and Removal of Barriers 

Element D of MD-715 requires agencies to conduct a barrier analysis when a trigger suggests that a policy, procedure, 

or practice may be impeding the employment opportunities of a protected EEO group. 

1. Has the agency identified any barriers (policies, procedures, and/or practices) that affect employment opportunities for PWD and/or PWTD? 

Answer Yes 

2. Has the agency established a plan to correct the barrier(s) involving PWD and/or PWTD? 

Answer Yes 

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3. Identify each trigger and plan to remove the barrier(s), including the identified barrier(s), objective(s), responsible official(s), planned activities, and, 

where applicable, accomplishments 

4. Please explain the factor(s) that prevented the agency from timely completing any of the planned activities. 

5. For the planned activities that were completed, please describe the actual impact of those activities toward eliminating the barrier(s). 

6. If the planned activities did not correct the trigger(s) and/or barrier(s), please describe how the agency intends to improve the plan for the next fiscal 

year. 

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