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Federal Trade Commission FY 2021

Affirmative Action 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 Yes

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

The participation rate of PWDs in the GS-1 to GS-10 cluster is 4%, as compared to the federal goal of 12%.

*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 Yes

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

The participation rate of PWTDs in the GS-1 to GS-10 cluster is 1%, as compared to the federal goal of 2%. The participation rate 

of PWTDs in the GS-11 to SES cluster is 1%, as compared to the federal goal of 2%.

Grade Level Cluster(GS or Alternate Pay 

Planb)

Total Reportable Disability Targeted Disability

# # % # %

Numarical Goal -- 12% 2%

Grades GS-1 to GS-10 28 6 21.43 3 10.71

Grades GS-11 to SES 1010 89 8.81 13 1.29

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

FTC Human Capital Management Office (HCMO) staff were notified of the numerical goals through the FTC’s Disability Program 

Manager (DPM). The DPM also communicated the numerical goals to the FTC’s Diversity Council and to hiring managers during 

the annual Supervisory Development Program training.

Section II: Model Disability Program
Federal Trade Commission FY 2021

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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

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

The FTC has a DPM dedicated to implementing a model disability program. The DPM is responsible for: (1) Implementing the 

FTC’s reasonable accommodation procedures consistent with reasonable accommodation policy, governing laws and regulations, 

executive orders, and EEOC directives. (2) Providing guidance and delivering training to employees and management officials 

concerning the agency’s reasonable accommodation procedures and disability hiring matters, and serving as a resource for 

information on disability issues that affect the agency. (3) Establishing effective tracking systems to monitor the processing of 

reasonable accommodation requests and affirmative employment initiatives for individuals with disabilities to include complying 

with all reporting and record retention requirements. (4) Regularly reviewing and analyzing the FTC’s reasonable accommodation 

process and progress in the recruitment and retention of individuals with disabilities. (5) Regularly reviewing agency procedures to 

ensure that vacancy announcements and hiring and promotion procedures include information describing how applicants may 

submit reasonable accommodation requests. (6) Managing the FTC’s reasonable accommodation procedures to include providing 

necessary guidance and technical assistance to managers, supervisors, employees, and applicants regarding requests for reasonable 

accommodation, and consulting with other agency offices and officials as necessary. (7) Assisting FTC management officials in 

evaluating accommodations that have been provided to ensure their continued effectiveness. (8) Requesting and reviewing medical 

information if an impairment or need for accommodation is not obvious to include having medical information reviewed by an 

external Medical Review Official (MRO) of the agency’s choosing and at the agency’s request and expense. (9) Serving as the 

deciding official for reasonable accommodation requests from applicants. (10) Participating in annual training relating to disability 

laws and regulations, to include training related to the provision of reasonable accommodation.

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

employment status, and responsible official.

Disability Program Task

# of FTE Staff By Employment Status Responsible Official 

(Name, Title, Office 

Full Time Part Time Collateral Duty Email)

Answering questions from the public about 

hiring authorities that take disability into 

account

1 0 0 Adam Mahan, Disability

Program Manager

Processing reasonable accommodation requests 

from applicants and employees

1 0 0 Adam Mahan, Disability

Program Manager

Special Emphasis Program for PWD and 

PWTD

1 0 0 Cindee Smith, Acting 

Disability

Program Manager

Processing applications from PWD and PWTD 2 0 0 HR Benefits Specialists, 

Human

Capital Management 

Office

Section 508 Compliance 1 0 0 Trevor Beierschmitt, 

Honors

Paralegal,TBeierschmitt@ftc.gov

Architectural Barriers Act Compliance 2 0 0 Jack Sheckells, Space 

Management Specialist

JSheckells@ftc.gov

AScott@ftc.gov
Federal Trade Commission FY 2021

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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

During FY 21, the DPM completed the following trainings: Job Accommodation Network’s (JAN) Monthly Training Series, 

including Ergonomics for Teleworkers and Accommodations for Respiratory Impairments; FTC's Diversity Council Panel 

Discussion: Ensuring an Inclusive Workplace During the Pandemic; and U.S. Equal Employment Opportunity Commission's 

(EEOC) Covid-19 Pandemic and Antidiscrimination Law Webinar.

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

Funding was not an issue in providing reasonable accommodations during FY 21. Adaptive technology requests were fulfilled from 

the budget of the FTC Office of the Chief Information Officer. Furniture requests were fulfilled from the budget of the FTC Office 

of the Chief Administrative Services Officer. Funding to address requests that were outside the scope of Information Technology 

equipment or furniture were fulfilled from the budget of the bureau or office where the requesting individual was employed.

Section III: Program Deficiencies In The Disability Program

Section IV: 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.

The FTC’s DPM serves as the Selective Placement Coordinator (SPPC) and actively communicates with Schedule A candidates. 

The DPM has also used the FTC account for the Workforce Recruitment Program (WRP), a recruitment and referral program that 

connects federal sector employers nationwide with highly motivated college students and recent graduates with disabilities who are 

eager to prove their abilities in the workplace through summer or permanent jobs.

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

The FTC’s DPM/SPPC regularly communicates with and encourages Schedule A eligible individuals to apply for FTC vacancies 

that match their educational and employment backgrounds. When a PWD or PWTD contacts the DPM to express interest in 

employment at the FTC, the DPM requests a copy of the individual’s resume to save in the FTC’s Schedule A Eligible Resume 

Database. The DPM also sends FTC vacancy links posted on USAJOBS that match the PWD or PWTD’s interests and skill set, 

when applicable. Individuals are encouraged to apply to FTC vacancies and to email the job posting ID they applied for so the DPM 

can communicate with the Human Resources Specialist and the Hiring Manager regarding the individual’s Schedule A preference 

and any accommodation needs if the individual is called in for an interview. Additionally, the DPM encourages hiring managers and 

HR Specialists to reach out and review resumes of Schedule A eligibles prior to posting a vacancy announcement on USAJOBS. 
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The DPM is currently conducting a Schedule A Barrier Analysis to identify barriers to employment for PWD and PWTD’s at the 

FTC. During FY 22, a plan will be implemented to address barriers identified and ultimately increase employment opportunities for 

PWD and PWTD’s at the FTC. The FTC also uses authorities such as Veterans' Recruitment Appointments (VRA), Appointment of 

30% or More Disabled Veterans, and Veterans Employment Opportunities (VEOA) Appointments for hiring veterans with 

disabilities as ways to address critical hiring needs while continuing to ensure that it is recruiting and retaining a diverse group of 

candidates. The agency's primary recruitment efforts are therefore focused on students and graduates of law and economic schools 

and programs. Where practicable and likely to broaden the applicant pool to include PWD or PWTD’s, internal recruitment 

methods are used to reach status employees in all federal agencies. The HCMO staff attends training to maintain and upgrade the 

ability to provide tools to better target the agency's recruitment efforts and improve results in attracting veterans in general, and 

veterans with disabilities in particular.

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.

In cases where the individual is applying for a position with assistance from the DPM/SPPC, the DPM reviews the Schedule A 

letter presented by the PWD or PWTD to verify disability status and Schedule A eligibility. In cases where an individual applies via 

USAJOBS directly without reaching out to the DPM/SPPC, the HR Specialist overseeing the posting will review all documents 

submitted by the applicant with a disability or targeted disability, to include their Schedule A letter. When a Schedule A eligible 

applies with assistance from the DPM/SPPC, the DPM/SPPC will notify the HR Specialist of the individual’s Schedule A status and 

advise the HR Specialist to notify the Hiring Manager of the individual’s hiring preference. In some cases, the DPM/SPPC will 

work with the Hiring Manager to coordinate accommodations for the interview and advise on etiquette when interviewing an 

individual with a disability or targeted disability.

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

All FTC managers who attended both new and refresher Supervisory Development Program (SDP) sessions in FY 21 were briefed 

on the Schedule A Hiring Process. During each training session, managers were reminded of the federal targets of 12% for PWD 

and 2% for PWTD and encouraged to use Schedule A or veterans hiring authorities when filling a vacancy.

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.

Contacts have been established with local Division of Rehabilitation Services (DORS) Offices, Disability Support Services offices 

at Georgetown University, the University of Maryland, the University of the District of Columbia, and George Washington 

University. The FTC has an ongoing relationship with the Department of Veterans Affairs Vocational Rehabilitation and 

Employment Program (VR&E) to develop a pipeline of qualified students, recent graduates, and veterans with disabilities. 

Continued outreach to local schools, veteran organizations, and disability support services offices will be forged in the upcoming 

fiscal year.

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. New Hires for Permanent Workforce (PWD) Answer Yes
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b. New Hires for Permanent Workforce (PWTD) Answer Yes

Among the FY 21 new hires in the permanent workforce, there was one new hire that self-identified as a PWD. There were no new 

hires that self-identified as a PWTD.

New Hires Total

Reportable Disability Targeted Disability

Permanent 

Workforce

Temporary 

Workforce

Permanent 

Workforce

Temporary 

Workforce

(#) (%) (%) (%) (%)

% of Total 

Applicants

% of Qualified 

Applicants

% of New Hires

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

In terms of new hires, there were no new hires for Law Clerks who self-identified as PWD or PWTD. No newly hired General 

Attorneys identified as a PWD or a PWTD.

New Hires to Mission-Critical Occupations

Total

Reportable Disability Targetable Disability

New Hires New Hires

(#) (%) (%)

Numerical Goal -- 12% 2%

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 N/A

b. Qualified Applicants for MCO (PWTD) Answer N/A

N/A

4. Using the qualified applicant pool as the benchmark, do triggers exist for PWD and/or PWTD among employees promoted 

to 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. Promotions for MCO (PWD) Answer N/A

b. Promotions for MCO (PWTD) Answer N/A

N/A
Federal Trade Commission FY 2021

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Section V: 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.

The FTC continues to ensure vacancy announcements include a statement that all applicants will receive consideration without 

regard to non-disqualifying disabilities. The FTC also provides employment opportunities to students, including those who are 

disabled, in a professional work environment that focuses on career-related fields. The FTC continues to provide training programs 

intended to enhance employee skills. Enhanced skills can better position employees to deal more effectively with the agency's skills 

requirements and to successfully compete for internal promotion opportunities. While some of the agency's developmental activities 

are implemented by and for a particular bureau, the FTC has an agency-wide Training Council composed of front line staff and 

leadership with an appreciation for the skills needed in accomplishing all mission-critical work. Although areas of emphasis vary 

from year to year, the FTC's experience is that professional skill requirements for the majority of the staff are relatively stable, and 

thus are best accomplished on an agency-wide and cyclical basis. Information technology skills for all staff, especially support staff, 

tend to change over time with successive advances in technology. To address this need, the Training Council supports an agencywide development program in computer application skills, safety, and leadership. The agency-wide development program approach, 

including input from the FTC Training Council, defines competency standards for mission-specific and other core work 

requirements. Linking competency standards and employee development planning with the centralized training budget planning 

process permits targeting, expanding, and refocusing of the core curricula to occur at a measured pace and with relatively accurate 

forecasting.

B. CAREER DEVELOPMENT OPPORTUNITES

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

The FTC's Learning Management System (LMS) continues to give all FTC employees access to on-line training on demand. 

Employees have the ability to look up and register for online, and on-site, training classes, and to access thousands of e-books. 

Agency attorneys have subscription access to more than 7000 on-line continuing legal education (CLE) programs that are available 

from any location with an internet connection. Completions of external (at-cost) training courses are also tracked via the LMS. The 

FTC's agency-wide Individual Development Plan (IDP) program and guide provides a tool for managers and supervisors to assess 

the training needs of both employees and the organization. The IDP planning process provides both the supervisor and the employee 

with the opportunity to identify training and development needs together to ensure job and organizational success. Additionally, 

each bureau in the FTC has a mentoring program that provides FTC employees with an opportunity to further their professional 

development and growth, hone their expertise, expand their network of contacts, and improve job satisfaction. The Office of the 

Executive Director (OED) offers its Mentoring Program to employees from all offices and bureaus in the agency. This expanded 

program provides a rich developmental opportunity for all FTC staff looking to accelerate learning about the Commission’s culture 

and processes, establish professional links for ongoing career development, develop an organizational rather than departmental 

perspective, and more fully develop talent and potential. Staff are also encouraged to participate in the FTC’s agency-wide 

Diversity Council, a group dedicated to recruiting diverse talent, cultivating an inclusive workplace, and collaborating with agency 

leaders to deepen their commitment to diversity. Additionally, the FTC offers a Toastmasters Club, a group of FTC employees who 

are part of Toastmasters International. The club provides a positive learning environment in which members are empowered to 

develop communication and leadership skills. The FTC Toastmasters Club provides a supportive and positive learning experience in 

which members are empowered to develop communication and leadership skills, resulting in greater self-confidence and personal 

growth. The DPM encourages employees with disabilities who indicate communication as a developmental area to consider 

participating in the club.

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

supervisory recommendation/ approval to participate.
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Career Development 

Opportunities

Total Participants PWD PWTD

Applicants (#) Selectees (#)

 Applicants 

(%) Selectees (%)

 Applicants 

(%) Selectees (%)

Coaching Programs 0 0 0 0 0 0

Internship Programs 0 0 0 0 0 0

Fellowship Programs 0 0 0 0 0 0

Mentoring Programs 0 0 0 0 0 0

Training Programs 0 0 0 0 0 0

Detail Programs 0 0 0 0 0 0

Other Career Development 

Programs

48 42 1 1 0 0

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 N/A

b. Selections (PWD) Answer N/A

While Table B-12 highlights no representation of PWD in career development opportunities at the FTC, it also reflects no 

participation rate with FTC employees in general, suggesting issues beyond a disability-related barrier to participation in such 

programs.

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 N/A

b. Selections (PWTD) Answer N/A

While Table B-12 highlights no representation of PWTD in career development opportunities at the FTC, it also reflects no 

participation rate with FTC employees in general, suggesting issues beyond a disability-related barrier to participation in such 

programs.

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

In FY 21, triggers exist for PWD and PWTD involving time-off awards.

Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 1 - 10 hours: 

Awards Given

340 41.05 31.91 50.00 39.24
Federal Trade Commission FY 2021

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Time-Off Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Time-Off Awards 1 - 10 Hours: 

Total Hours

2281 263.16 216.35 300.00 255.70

Time-Off Awards 1 - 10 Hours: 

Average Hours

6 6.32 0.68 37.50 0.00

Time-Off Awards 11 - 20 hours: 

Awards Given

145 8.42 14.88 0.00 10.13

Time-Off Awards 11 - 20 Hours: 

Total Hours

2476 148.42 255.13 0.00 178.48

Time-Off Awards 11 - 20 Hours: 

Average Hours

17 17.89 1.92 0.00 21.52

Time-Off Awards 21 - 30 hours: 

Awards Given

35 2.11 3.38 0.00 2.53

Time-Off Awards 21 - 30 Hours: 

Total Hours

883 50.53 85.57 0.00 60.76

Time-Off Awards 21 - 30 Hours: 

Average Hours

25 25.26 2.82 0.00 30.38

Time-Off Awards 31 - 40 hours: 

Awards Given

11 0.00 1.24 0.00 0.00

Time-Off Awards 31 - 40 Hours: 

Total Hours

402 0.00 45.32 0.00 0.00

Time-Off Awards 31 - 40 Hours: 

Average Hours

36 0.00 4.06 0.00 0.00

Time-Off Awards 41 or more 

Hours: Awards Given

9 0.00 1.01 0.00 0.00

Time-Off Awards 41 or more 

Hours: Total Hours

494 0.00 55.69 0.00 0.00

Time-Off Awards 41 or more 

Hours: Average Hours

54 0.00 6.09 0.00 0.00

Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $501 - $999: Awards 

Given

36 3.16 3.49 6.25 2.53

Cash Awards: $501 - $999: Total 

Amount

28117 2421.05 2768.32 5000.00 1898.73

Cash Awards: $501 - $999: 

Average Amount

781 806.32 89.29 5000.00 -43.04

Cash Awards: $1000 - $1999: 

Awards Given

189 17.89 18.04 18.75 17.72

Cash Awards: $1000 - $1999: Total 

Amount

231245 21000.00 22140.92 22812.50 20632.91

Cash Awards: $1000 - $1999: 

Average Amount

1223 1234.74 138.33 7600.00 -54.43

Cash Awards: $2000 - $2999: 

Awards Given

136 21.05 12.06 18.75 21.52

Cash Awards: $2000 - $2999: Total 

Amount

319702 51273.68 28290.30 44506.25 52644.30

Cash Awards: $2000 - $2999: 

Average Amount

2350 2563.16 264.37 14831.25 78.48

Cash Awards: $3000 - $3999: 

Awards Given

148 13.68 14.21 18.75 12.66

Cash Awards: $3000 - $3999: Total 

Amount

499354 45691.58 47992.90 59425.00 42910.13

Cash Awards: $3000 - $3999: 

Average Amount

3374 3514.74 380.83 19806.25 215.19

Cash Awards: $4000 - $4999: 

Awards Given

262 28.42 25.48 25.00 29.11
Federal Trade Commission FY 2021

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Cash Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

Cash Awards: $4000 - $4999: Total 

Amount

1145189 120211.58 111732.13 104462.50 123401.27

Cash Awards: $4000 - $4999: 

Average Amount

4370 4451.58 494.36 26112.50 64.56

Cash Awards: $5000 or more: 

Awards Given

259 13.68 26.83 12.50 13.92

Cash Awards: $5000 or more: Total 

Amount

2054624 128132.63 211115.67 90000.00 135855.70

Cash Awards: $5000 or more: 

Average Amount

7932 9855.79 887.03 45000.00 2737.97

2. Using the inclusion rate as the benchmark, does your agency have a trigger involving PWD and/or PWTD for quality step 

increases or performance- based 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

In FY 21, triggers exist for PWD and PWTD involving performance-based pay increases.

Other Awards Total (#)

Reportable 

Disability %

Without Reportable 

Disability %

Targeted Disability 

%

Without Targeted 

Disability %

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 N/A

b. Other Types of Recognition (PWTD) Answer N/A

N/A

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 N/A

ii. Internal Selections (PWD) Answer N/A

b. Grade GS-15

i. Qualified Internal Applicants (PWD) Answer N/A

ii. Internal Selections (PWD) Answer N/A

c. Grade GS-14

i. Qualified Internal Applicants (PWD) Answer Yes
Federal Trade Commission FY 2021

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ii. Internal Selections (PWD) Answer Yes

d. Grade GS-13

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer N/A

In FY 21, triggers exist for PWD involving qualified grade levels 13 and 15 internal applicants and selectees for promotions.

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 Yes

ii. Internal Selections (PWTD) Answer Yes

b. Grade GS-15

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

c. Grade GS-14

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

d. Grade GS-13

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

In FY 21, triggers exist for PWTD involving qualified internal applicants and selectees for promotions to the senior grade levels.

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 N/A

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

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

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

Yes, there are low representation rates of PWDs in each category of senior grade levels.

4.
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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 N/A

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

Yes, there are low representation rates of PWTDs in each category of senior grade levels.

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 N/A

ii. Internal Selections (PWD) Answer N/A

b. Managers

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer Yes

c. Supervisors

i. Qualified Internal Applicants (PWD) Answer Yes

ii. Internal Selections (PWD) Answer Yes

There is a lower than expected participation rate for PWD in the Executive ranks.

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 N/A

ii. Internal Selections (PWTD) Answer N/A

b. Managers

i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

c. Supervisors
Federal Trade Commission FY 2021

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i. Qualified Internal Applicants (PWTD) Answer Yes

ii. Internal Selections (PWTD) Answer Yes

There is a lower than expected participation rate for PWTD in the Executive ranks.

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 N/A

b. New Hires for Managers (PWD) Answer Yes

c. New Hires for Supervisors (PWD) Answer Yes

There is a lower than expected participation rate for PWD among the selectees for new hires to supervisory positions.

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 N/A

b. New Hires for Managers (PWTD) Answer Yes

c. New Hires for Supervisors (PWTD) Answer Yes

There is a lower than expected participation rate for PWTD among the selectees for new hires to supervisory positions.

Section VI: 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 C.F.R. § 213.3102(u)(6)(i))? If “no”, please explain why the agency did 

not convert all eligible Schedule A employees.

Answer Yes

In cases where the employee is approaching the end of their 2-year probationary period, the HR Specialist overseeing the initial 

posting will contact the manager and inquire if the employee has passed their probationary period. In cases where the employee 

successfully completes their term, the manager is encouraged to approve converting the employee from career-conditional to 

competitive status.

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

b.Involuntary Separations (PWD) Answer No
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The percentage of PWD among voluntary separations is 10%.

Seperations Total # Reportable Disabilities %

Without Reportable 

Disabilities %

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 1 1.03 0.00

Permanent Workforce: Resignation 34 3.09 3.06

Permanent Workforce: Retirement 23 3.09 1.97

Permanent Workforce: Other Separations 25 5.15 1.97

Permanent Workforce: Total Separations 83 12.37 7.01

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 Yes

b.Involuntary Separations (PWTD) Answer No

The percentage of PWTD among voluntary separations is 13.3%, which exceeds the percentage of PWD of 2%.

Seperations Total # Targeted Disabilities %

Without Targeted Disabilities 

%

Permanent Workforce: Reduction in Force 0 0.00 0.00

Permanent Workforce: Removal 1 0.00 0.09

Permanent Workforce: Resignation 34 0.00 3.11

Permanent Workforce: Retirement 23 6.25 2.01

Permanent Workforce: Other Separations 25 6.25 2.19

Permanent Workforce: Total Separations 83 12.50 7.40

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.

N/A

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.

Https://www.ftc.gov/site-information/accessibility How to file a complaint: The FTC is committed to making the information it 

delivers through its Internet site accessible for all members of the public, including individuals with disabilities. In the spirit of this 

commitment, the FTC strives to provide electronic and information technology that meets or exceeds the compliance requirements 

of Section 508 of the Rehabilitation Act of 1973, as amended. If an individual has feedback, concerns or complaints related to the 

accessibility of electronic and information technology provided by the FTC, including content on the web site, they may contact the 

FTC Section 508 Coordinator via email at Section508compliance@FTC.gov (link sends e-mail). Individuals may also send 

complaints regarding Section 508 to the following address: Room HQ-683 Information Assurance ATTN: Section 508 Compliance 

Federal Trade Commission 600 Pennsylvania Ave., NW Washington, DC 20580
Federal Trade Commission FY 2021

Page 14

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 Architectural Barriers Act of 1968 (ABA), as amended, (42 U.S.C. §§ 4151-4157) is cited in Chapter 3, Section 300, Disability 

Anti-Discrimination Policy and Reasonable Accommodation Procedures Policy, and on the reasonable accommodation request 

form (FTC Form 641) on the FTC’s intranet page. The FTC’s outward facing website has been updated to include this information 

for employees and applicants. https://www.ftc.gov/about-ftc/bureaus-offices/office-equal-employment-opportunity/reasonableaccommodation-procedures

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.

Currently the DPM serves as a contact for employees who encounter barriers to accessibility of agency facilities and/or technology. 

In cases where a barrier is identified, the DPM partners with the FTC’s Office of the Chief Administrative Services Officer 

(OCASO) and/or the Office of the Chief Information Officer (OCIO) when necessary to ensure the barrier is identified and an 

effective accommodation is implemented to accord the employee equal access to agency facilities and/or technology. As the FTC 

Headquarters Office is a historical building, which can present some barriers to individuals with mobility impairments, the agency 

is open to and has historically been able to accommodate employees with more significant physical impairments with office 

assignments in its Constitution Center location when necessary, as this facility is more accessible.

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.)

In FY 21, 100% of reasonable accommodation requests were processed within the timeframe set forth in its reasonable 

accommodation procedures. The FTC processed 16 reasonable accommodation requests in FY 21. The average time to process a 

request was 4 business days, which falls under the 10-business day processing policy.

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.

The FTC remains committed to overseeing a model reasonable accommodation program. To support its efforts, the agency 

continues to conduct reasonable accommodation related training to managers in order to keep their knowledge up to date. During 

FY 21, managers were provided with Supervisory Development Training and Refresher Sessions. Additionally, the DPM actively 

engaged in the interactive process with all accommodation requests to help facilitate timely processing of all requests received by 

FTC management.

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.
Federal Trade Commission FY 2021

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In an effort to meet the requirements outlined in 29 C.F.R. § 1614.203(d) (5), the EEOWI in partnership with OGC, and HCMO, 

established a policy and procedures for the provision of Personal Assistance Services for FTC employees. The FTC did not receive 

any requests for PAS from applicants or employees in FY 21, but is prepared to approve and implement requests for PAS where a 

need is demonstrated. The PAS policy is posted on FTC’s public-facing website at: https://www.ftc.gov/about-ftc/bureaus-offices/

office-equal-employment-opportunity-workplace-inclusion/personal

Section VII: 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 governmentwide average?

Answer N/A

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 N/A

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.

N/A

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 No

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 Yes

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.

A formal EEO complaint alleging a failure to provide a reasonable accommodation settled during FY 21 while pending an EEOC 

administrative hearing. There were no findings of discrimination involving the agency's failure to provide a reasonable 

accommodation during FY 21.

Section VIII: 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?
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Answer Yes

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
Federal Trade Commission FY 2021

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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?

Workforce Data (if so identify the table)

Workforce Data Table - B1

The lower than expected participation rates of persons with disabilities and persons with targeted 

disabilities in the agency's total workforce, as compared to the goals of 12% and 2% respectively.

Y

Y

STATEMENT OF 

BARRIER GROUPS:

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.

Barrier Group

People with Disabilities

Source of the Trigger:

Specific Workforce Data 

Table:

Barrier Analysis Process 

Completed?:

Barrier(s) Identified?:

Barrier Name Description of Policy, Procedure, or Practice

Trigger 1 Managers require additional training both in regards to recruiting 

individuals with disabilities and creating an inclusive work 

environment for differently abled individuals. The FTC must use 

more aggressive avenues to add qualified individuals with 

disabilities to the FTC’s various employment pipelines (e.g., 

through internships, and partnerships with federal agencies and bar 

associations). 

Additionally, the FTC needs to continue educating employees about 

the purpose of collecting disability information to ensure current and 

accurate data. FTC employees are especially focused on data 

security and the perception that the federal government cannot keep 

this information private and secure.

Objective(s) and Dates for EEO Plan

Date 

Initiated

Target Date Sufficient 

Funding / 

Staffing?

Date 

Modified

Date 

Completed

Objective Description

09/30/2021 09/30/2021 Yes 09/30/2022 Increase trainings for managers on the Schedule A 

hiring authority and highlight this hiring authority in 

other settings. Increase awareness among FTC hiring 

managers on available Federal programs to integrate 

qualified individuals with disabilities into the federal 

workforce. The FTC will re-survey employees in FY 

22 and encourage employees to verify disability 

information in the Employee Express portal.

Responsible Official(s)

Title Name Standards Address The Plan?

Acting DPM Cindee Smith Yes

Acting EEOWI Director Namon C. Friends Yes
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Planned Activities Toward Completion of Objective

Target Date Planned Activities Sufficient

Staffing &

Funding?

Modified

Date

Completion

Date

09/30/2021 Provide Schedule A training to new managers during the 

Supervisory Development Program training in FY 21

Yes 09/30/2022

09/30/2021 Resurvey FTC population after educational memorandum 

is issued to outline the purpose of collecting the data

Yes 09/30/2022

09/30/2021 Train not just managers, but also employees on topics to 

include disability awareness and inclusion, the reasonable 

accommodation process, etc.

Yes 09/30/2022

09/30/2021 Maintain existing partnerships with disability rights 

groups, disability groups at colleges and universities, and 

other federal agencies to enhance employment 

opportunity pipelines at the FTC for qualified applicants 

with disabilities.

Create and foster new partnerships with disability rights 

groups, disability groups at colleges and universities, and 

other federal agencies to build employment opportunity 

pipelines at the FTC for qualified applicants with 

disabilities.

Yes 09/30/2022

Report of Accomplishments

Fiscal Year Accomplishment

2020 Seasoned managers were trained Q3

2020 During FY 21, information regarding the Schedule A hiring authority for job applicants with disabilities and 

reasonable accommodation was provided to new managers via the new manager training program, and to 

seasoned managers who were due to participate in the FTC’s annual management training program. The 

annual program for season managers is a means to provide managers a refresher many topics, including 

Schedule A and other EEO and non-EEO topics.

2021 Resurvey of the FTC population will be conducted FY 22 or FY 23.

4. Please explain the factor(s) that prevented the agency from timely completing any of the planned activities.

For Activity 3, employees have not yet received training beyond 1:1 counseling during meetings with the DPM; however, employee 

training will be offered in FY 21 and beyond.

5. For the planned activities that were completed, please describe the actual impact of those activities toward eliminating the 

barrier(s).

During FY 21, training on Schedule A hiring authority regarding job applicants with disabilities and training on the reasonable 

accommodation process was provided to managers. Additional sessions will be provided in FY 22 and beyond, and employees will 

be offered disability related trainings and encouraged to ensure accuracy of their self-identification data.

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.

Continue to offer training to both managers and employees and increase/enhance outreach efforts to attract qualified talent with 

disabilities for mission critical needs.