.

18 

Department of Treasury FY 2017 

Affirmative Action Plan 

for the Recruitment, Hiring, Advancement, and

Retention of Persons with Disabilities 

SECTION I: EFFORTS TO REACH REGULATORY GOALS ..................................... 2 

SECTION II: MODEL DISABILITY PROGRAM ........................................................... 2 

A. PLAN TO PROVIDE SUFFICIENT & COMPETENT STAFFING FOR DISABILITY PROGRAM ..................................................................... 3 

B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY PROGRAM ........................................................................................ 3 

SECTION III: PROGRAM DEFICIENCIES IN THE DISABILITY PROGRAM ............. 4 

SECTION IV: PLAN TO RECRUIT AND HIRE INDIVIDUALS 

WITH DISABILITIES ..................................................................................................... 4 

A. PLAN TO IDENTIFY JOB APPLICANTS WITH DISABILITIES ..................................................................................................................... 4 

B. PLAN TO ESTABLISH CONTACTS WITH DISABILITY EMPLOYMENT ORGANIZATIONS ......................................................................... 6 

C. PROGRESSION TOWARDS GOALS (RECRUITMENT AND HIRING) ....................................................................................................... 6 

SECTION V: PLAN TO ENSURE ADVANCEMENT 

OPPORTUNITIES FOR EMPLOYEES WITH DISABILITIES ...................................... 7 

A. ADVANCEMENT PROGRAM PLAN ...................................................................................................................................................... 8 

B. CAREER DEVELOPMENT OPPORTUNITIES .......................................................................................................................................... 8 

C. AWARDS ............................................................................................................................................................................................. 8 

D. PROMOTIONS .................................................................................................................................................................................... 9 

SECTION VI: PLAN TO IMPROVE RETENTION OF PERSONS 

WITH DISABILITIES .................................................................................................... 14 

A. VOLUNTARY AND INVOLUNTARY SEPARATIONS ............................................................................................................................... 14 

B. ACCESSIBILITY OF TECHNOLOGY AND FACILITIES .............................................................................................................................. 15 

C. REASONABLE ACCOMMODATION PROGRAM ................................................................................................................................... 16 

D. PERSONAL ASSISTANCE SERVICES ALLOWING EMPLOYEES TO PARTICIPATE IN THE WORKPLACE .................................................. 17 

SECTION VII: EEO COMPLAINT AND FINDINGS DATA .......................................... 17 

A. EEO COMPLAINT DATA INVOLVING HARASSMENT ........................................................................................................................... 17 

B. EEO COMPLAINT DATA INVOLVING REASONABLE ACCOMMODATION ............................................................................................ 18 

SECTION VIII: IDENTIFICATION AND REMOVAL OF BARRIERS ............................ 
Department of Treasury FY 2017 

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 C.F.R. § 1614.203(d)(7)) require agencies to establish specific 

numerical goals for increasing the participation of persons with reportable and 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 

PWD are participating at a rate (11.09%) slightly below the 12% bench mark at the 

grade cluster GS-11 to SES. 

* 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 

3. Describe how the agency has communicated the numerical goals to the hiring 

managers and/or recruiters. 

Treasury has communicated the overall disability goals with its bureaus through the 

quarterly HR Stat, HCAC meetings, OCRD Advisory Newsletter, EEO Officer 

Meetings and the “Be a Champion” Roadshows.  Treasury’s bureaus also have 

communicated the disability goals to their leadership through various methods to 

include new manager and supervisor training, newsletters, staff meetings, electronic 

bulletin boards, and bureau/organization specific dashboards. 

Section II: Model Disability Program 

2 
Department of Treasury FY 2017 

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 

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 

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, Email) 

Full Time Part Time Collateral Duty 

Processing applications 

from PWD and PWTD 

59 1 10 See specific bureau PART J's. 

Answering questions from 

the public about hiring 

authorities that take 

disability into account 

40 1 11 See specific bureau PART J's. 

Processing reasonable 

accommodation requests 

from applicants and 

employees 

63 0 13 See specific bureau PART J's. 

Section 508 Compliance 111 0 4 See specific bureau PART J's. 

Architectural Barriers Act 

Compliance 

18 1 305 See specific bureau PART J's. 

Special Emphasis Program 

for PWD and PWTD 

16 0 5 See specific bureau PART J's. 

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(s) that disability program staff have received. If “no”, describe the 

training(s) planned for the upcoming year. 

Answer: Yes 

Treasury’s Disability and Veteran Employment Program Managers have provided 

training as needed through Treasury Learning Management System (TLMS), 

Enterprise Learning Management System (ELMS), workshops and refresher training. 

When needed, Treasury/bureaus coordinate training with external sources such as 

EEOC. 

B. PLAN TO ENSURE SUFFICIENT FUNDING FOR THE DISABILITY 

PROGRAM 

3 
Department of Treasury FY 2017 

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: Program Deficiencies in the Disability Program 

In Part G of its FY 2017 MD-715 report, the agency identified the following program 

deficiencies involving its disability program: 

Program Deficiencies Agency Comments 

Is there a central fund or other 

mechanism for funding supplies, 

equipment and services necessary to 

provide disability accommodations? 

Each bureau is responsible for funding disability 

accommodations requests. However, OCC and 

FinCEN have implemented a centralized fund for all 

accommodations and DO has implemented a 

centralized fund for providing interpreter services. 

Are 90% of accommodation requests 

processed within the frame set forth 

in the agency procedures for 

reasonable accommodation? 

OCC and IRS both reported no. See Bureau PART 

H’s outlining plans to correct untimely processing. 

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 APPLICANTS WITH DISABILITIES 

1. Describe the programs and resources the agency uses to identify job 

applicants with disabilities, including individuals with targeted disabilities. 

Treasury utilizes OPM’s Talent portal in USAJobs to identify qualified PWD, PWTD 

and veterans and refer qualified applicants to hiring managers.  Treasury’s Veterans 

Program Coordinator provides all vacancies to veteran organizations that assist 

transitioning veterans, including those with disabilities, in finding employment. 

Treasury and Bureau Disability and Veterans Program Managers have also 

established relationships with organizations that assist PWD, PWTD and Veterans 

seeking employment. 

Treasury’s Disability and Veterans Program Managers also maintain resumes of 

qualified PWD and PWTD, including veterans with disabilities, who indicate they are 

interested in seeking employment opportunities at Treasury.  When a hiring manager 

identifies an upcoming opening, the Disability and Veterans Program Managers send 

the hiring manager resumes of those PWD, PWTD and veterans who may be 

qualified. 

Treasury and its bureaus also utilize the Workforce Recruitment Program (WRP) to 

find and select college students and recent graduates with disabilities, including those 

4 
Department of Treasury FY 2017 

with targeted disabilities. 

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. 

Schedule A is available for use along with Veteran Appointment Authorities to noncompetitively appoint PWD and PWTD and veterans with service-connected disability 

rating of 30% or more.  The Department’s Disability and Veterans Program Managers 

work directly with bureau Disability Coordinators, Selective Placement Coordinators 

and Program Managers to assist in finding qualified candidates for non-competitive 

special hiring authorities.  Additionally, through its Be a Champion Program, the 

Disability and Veterans Program Managers have established relationships with bureau 

hiring managers to identify resumes of qualified candidates who can be noncompetitively selected. 

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. 

When individuals apply utilizing the Schedule A Hiring Authority, their applications are 

reviewed by the servicing HR Specialist who confirms that the applicants meet the 

qualification requirements of the announced position and have provided required proof 

of disability. Applicants applying under the Schedule A Hiring Authority who are 

deemed qualified are referred to the hiring manager on a Schedule A certificate of 

eligibility with guidance on selection procedures including the application of veterans’ 

preference, when applicable. Managers have the option to interview and/or hire from 

the Schedule A certificate or to consider other candidates from other issued 

certificates (Merit Promotion, Non-Competitive, VRA, etc.). 

Alternatively, when individuals submit their resumes directly to the Treasury or bureau 

Special Placement Program Coordinator (SPPC) for vacant positions within Treasury, 

the SPPC refer the resumes to requesting hiring managers for consideration. The 

hiring manager refers selected resumes to the HR Specialist who reviews the 

resumes to determine qualifications. If qualifications and Schedule A eligibility are 

met, the resumes are returned to the hiring manager with guidance on selection 

procedures, including the application of veterans’ preference, when applicable. 

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 

Treasury includes the use of special hiring authorities (e.g. Schedule A, VRA, 30% or 

more, etc.) in its mandatory training for new managers and supervisors.  Also, through 

Treasury’s Be a Champion Program, the Disability and Veterans Program Managers 

provide training for bureau hiring managers, educating them on the benefits of using 

special hiring authorities, and assist in identifying resumes of qualified candidates who 

can be non-competitively selected and hired. 

Additionally, Treasury’s Disability and Veterans Program Managers have provided 

5 
Department of Treasury FY 2017 

bureau hiring managers with disability and veteran tool kits which highlight the use of 

hiring authorities that take disability into account. 

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. 

• Partner, lecture, and attend on-site presentations, and classroom visits in order to 

develop stronger relationships with college students and professors and with campus 

clubs and groups focusing on students with disabilities on college campuses.

 • Hold periodic meetings with professional organizations to share Treasury’s 

process for providing vacancy announcements and information about opportunities.

 • Attend specialty conferences and career/job fairs to share information about 

Treasury’s mission, work environment and job opportunities.

 • Host brown bag lunches and roundtable discussions between hiring 

managers/senior management, and HC and organizations that assist PWD/PWTD. 

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: No 

b. New Hires for Permanent Workforce (PWTD) Answer: No 

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. 

a. New Hires for MCO (PWD) Answer: No 

b. New Hires for MCO (PWTD) Answer: Yes 

FY 2017 Hires  Applicants vs. Hires  Applicants vs. Hires 

0110 (20) Hires:  PWD:  4.59% - 5.00%  PWTD:  2.75% - 0.00% 

0340 (11) Hires:  PWD:  4.37% - 9.09%  PWTD:  1.73% - 9.09% 

0343 (62) Hires:  PWD:  4.52% - 11.29%  PWTD:  1.94% - 3.23% 

0501 (29) Hires:  PWD:  4.94% - 20.99%  PWTD:  1.83% - 0.00% 

0511 (18) Hires:  PWD:  3.52% - 5.56%  PWTD:  1.69% - 0.00% 

0570 (167) Hires:  PWD:  2.77% - 4.19%  PWTD:  1.19% - 0.00% 

0905 (50) Hires:  PWD:  3.20% - 4.00%  PWTD:  1.14% - 0.00% 

1169 (35) Hires:  PWD:  1.94% - 17.14%  PWTD:  0.88% - 2.86% 

1811 (53) Hires:  PWD:  3.32% - 1.89%  PWTD:  1.42% - 0.00% 

2210 (377) Hires:  PWD:  5.26% - 22.55%  PWTD:  2.43% - 3.89% 

The 1811, Criminal Investigators occupation, limits the employment opportunities 

available for PWD and PWTD based on OPM established medical requirements for 

the position.  Therefore, we would expect the hire of PWTD and PWD to be limited. 

6 
Department of Treasury FY 2017 

However, we do note triggers when comparing the applicant flow data with the hires 

for PWTD for the occupational series 0110, 0501, 0511, 0570, and 0905’s.  Treasury 

bureaus that noted the same triggers in their workforce evaluation have addressed 

these triggers in the bureau PART J.  For plans to improve hiring for PWD within the 

major occupations listed see the specific bureau PART J’s. 

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 missioncritical occupations (MCO)? If “yes”, please describe the triggers below. 

a. Qualified Applicants for MCO (PWD) Answer: No 

b. Qualified Applicants for MCO (PWTD) Answer: No 

This data is a new requirement to be implemented with the FY 2018 reporting and 

revised MD-715 V2 data tables.  Treasury is in the process of discussing the new MD715 V2 data tables with our data providers; Enterprise Data Management and 

Monster/CareerConnector.  We will work throughout FY 2018 to develop and release 

the revised data tables for the FY 2018 reporting period. 

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. 

a. Promotions for MCO (PWD) Answer: Yes 

b. Promotions for MCO (PWTD) Answer: Yes 

Applicants vs. Promotions  Applicants vs. Promotions 

0340 - PWD:  4.56% - 2.40%  PWTD:  1.90% - 1.20% 

0343 - PWD:  3.90% - 1.72%  PWTD:  1.62% - 0.86% 

0501 - PWD:  4.69% - 4.90%  PWTD:  1.80% - 2.94% 

0570 - PWD:  2.48% - 1.84%  PWTD:  1.30% - 0.74% 

0905 - PWD:  1.00% - 0.00%  PWTD:  0.00% - 0.00% 

1169 - PWD:  1.94% - 1.25%  PWTD:  0.88% - 0.31% 

2210 - PWD:  4.85% - 1.72%  PWTD:  2.57% - 0.57% 

We noted triggers when comparing the applicant flow data with the promotion data for 

PWD in the following occupations: 0340, 0343, 0570, 0905, 1169 and 2210. 

Additionally, triggers were noted when comparing the applicant flow data with the 

promotion data for PWTD in the following occupations: 0340, 0343, 0570, 1169 and 

2210.Treasury bureaus that noted the same triggers in their workforce evaluation 

have addressed these triggers in their bureau PART J.  For plans to improve 

advancement opportunities for PWD and PWTD within the major occupations listed 

see specific bureau PART J’s. 

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 

7 
Department of Treasury FY 2017 

opportunities for employees with disabilities. 

A. ADVANCEMENT PROGRAM PLAN 

Describe the agency's plan to ensure PWD, including PWTD, have sufficient opportunities for 

advancement. 

Bureaus have established bureau specific programs for the advancement of PWDs 

and PWTDs.  For details see specific bureau Part J’s. 

B. CAREER DEVELOPMENT OPPORTUNITIES 

1. Please describe the career development opportunities that the agency provides 

to its employees. 

Treasury has three bureaus (IRS, OCC and TTB) with formal career development 

programs.  For details see specific bureau Part J’s. 

2. 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 applicants and the applicant pool for selectees.) If "yes", 

describe the trigger(s) in the text box. 

a. Applicants (PWD) Answer: No 

b. Selections (PWD) Answer: No 

Treasury does not have a Treasury-wide career Development program, therefore 

there is no data available. 

3. Do triggers exist for PWTD among the applicants and/or selectees for any of 

the career development programs identified? (The appropriate benchmarks are 

the relevant applicant pool for applicants and the applicant pool for selectees.) 

If "yes", describe the trigger(s) in the text box. 

a. Applicants (PWTD) Answer: No 

b. Selections (PWTD) Answer: No 

Treasury does not have a Treasury-wide career Development program, therefore 

there is no data available. 

C. AWARDS 

8 
Department of Treasury FY 2017 

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 

The inclusion rate for PWD (12.15%) and PWTD (12.78%) fell slightly below the 

inclusion rate for employees with no disability (14.60%) for time off awards between 1 

- 9 hours. 

The inclusion rate for PWD (21.61%) for time off awards of more than 9 hours fell 

slightly below the inclusion rate for employees with no disability (21.63%). However, 

the inclusion rate for PWTD (22.89%) was above the inclusion rate for persons with no 

disability. 

The inclusion rate for PWD (15.56%) in cash awards $500 or less, was above the 

inclusion rate for employees with no disability (14.13%).  However the inclusion rate 

for PWTD (12.43%) fell below the inclusion rate for employees with no disability. 

The inclusion rate for PWD (40.84%) and PWTD (40.69%) was below the inclusion 

rate for employees with no disability (54.35%) for cash awards of $501 and greater. 

Treasury bureaus that noted the same triggers in their workforce evaluation are 

required to address these triggers in their bureau PART J; see specific bureau PART 

J’s. 

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 

The inclusion rate for PWD (2.43%) and PWTD (2.41%) was below the inclusion rate 

for employees with no disability (3.64%) for QSI awards. 

Treasury bureaus that noted the same triggers in their workforce evaluation are 

required to address these triggers in their bureau PART J; see specific bureau PART 

J’s. 

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 

D. PROMOTIONS 

9 
Department of Treasury FY 2017 

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. 

a. SES 

i. Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

b. Grade GS-15 

i.Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

c. Grade GS-14 

i.Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

d. Grade GS-13 

i.Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

Relevant pool/Applicants/Promotions  Relevant Pool/Applicants/Promotions 

GS-13 - PWD:  11.85% - 2.71% - 1.82%  PWTD:  3.53% - 0.97% - 0.18% 

GS-14 - PWD:  9.00% - 4.33% - 2.72%  PWTD:  2.48% - 2.02% - 1.49% 

GS-15 - PWD:  8.64% - 2.84% - 2.63%  PWTD:  2.31% - 1.09% - 1.32% 

SES Vacancy announcements are not posted internally to Treasury or its bureaus.  All 

SES vacancy announcements are required to be posted externally.  Additionally, 

Treasury’s systems do not have the capability to identify internal applicant from 

external applicants on external vacancy announcements. 

Treasury bureaus that noted the same triggers in their workforce evaluation are 

required to address these triggers in their bureau PART J.  For plans to improve 

advancement opportunities for PWD and PWTD within the major occupations listed, 

see specific bureau PART J’s. 

10 
Department of Treasury FY 2017 

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. 

a. SES 

i. Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

b. Grade GS-15 

i.Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

c. Grade GS-14 

i.Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

d. Grade GS-13 

i.Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

Relevant Pool  Applicants/Promotions 

GS-13 - PWTD:  3.53% - 0.97% - 0.18% 

GS-14 - PWTD:  2.48% - 2.02% - 1.49% 

GS-15 - PWTD:  2.31% - 1.09% - 1.32% 

SES Vacancy announcements are not posted internally to Treasury or its bureaus.  All 

SES vacancy announcements are required to be posted externally.  Additionally, 

Treasury’s bureaus do not have the capability to identify internal applicant from 

external applicants on external vacancy announcements. 

Treasury bureaus that noted triggers in their workforce evaluation are required to 

address these triggers in their bureau PART J.  For plans to improve advancement 

opportunities for PWD and PWTD within the major occupations listed, see specific 

bureau PART J’s. 

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. 

a. New Hires to SES (PWD) Answer: No 

b. New Hires to GS-15 (PWD) Answer: No 

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

11 
Department of Treasury FY 2017 

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

This is not an FY 2017 reporting requirement, Treasury and its bureaus will be taking 

appropriate steps to be able to report this information as part of the FY 2018 reporting 

period. 

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. 

a. New Hires to SES (PWTD) Answer: No 

b. New Hires to GS-15 (PWTD) Answer: No 

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

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

This is not an FY 2017 reporting requirement, Treasury and its bureaus will be taking 

appropriate steps to be able to report this information as part of the FY 2018 reporting 

period. 

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. 

a. Executives 

i. Qualified Internal Applicants (PWD) Answer: No 

ii. Internal Selections (PWD) Answer: No 

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 

This is not an FY 2017 reporting requirement, Treasury and its bureaus will be taking 

appropriate steps to be able to report this information as part of the FY 2018 reporting 

period. 

12 
Department of Treasury FY 2017 

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. 

a. Executives 

i. Qualified Internal Applicants (PWTD) Answer: No 

ii. Internal Selections (PWTD) Answer: No 

b. Managers 

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: No 

This is not an FY 2017 reporting requirement, Treasury and its bureaus will be taking 

appropriate steps to be able to report this information as part of the FY 2018 reporting 

period. 

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. 

a. New Hires for Executives (PWD) Answer: No 

b. New Hires for Managers (PWD) Answer: No 

c. New Hires for Supervisors (PWD) Answer: No 

This is not an FY 2017 reporting requirement, Treasury and its bureaus will be taking 

appropriate steps to be able to report this information as part of the FY 2018 reporting 

period. 

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. 

a. New Hires for Executives (PWTD) Answer: No 

b. New Hires for Managers (PWTD) Answer: No 

c. New Hires for Supervisors (PWTD) Answer: No 

This is not an FY 2017 reporting requirement, Treasury and its bureaus will be taking 

appropriate steps to be able to report this information as part of the FY 2018 reporting 

period. 

13 
Department of Treasury FY 2017 

Section VI: Plan to Improve Retention of Persons with Disabilities 

To be a 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 personal assistance services. 

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. 

A. VOLUNTARY AND INVOLUNTARY SEPARATIONS 

Answer: No 

In FY 2017, Treasury had 37 Schedule A employees who were eligible for conversion 

to competitive service appointments.  Of that:

 • 31 were timely converted to career status

 • 2 were untimely converted

 • 2 were not converted based on unsatisfactory performance 

2 were involuntarily separated based on FY 2017 budget cuts in the organization. 

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: Yes 

b. Involuntary Separations (PWD) Answer: Yes 

The inclusion rate for PWD (1.01%) exceeded the rate of persons with no disability 

(0.69%) for involuntary separations.  The inclusion rate for PWD (10.21%) also 

exceeded the inclusion rate for persons with no disability (8.56%) for voluntary 

separations. 

The “inclusion rate” for this purpose is determined by dividing the number of 

permanent employees with disabilities who voluntarily separated (129) by the total 

number of employees with disabilities 12,664.  That rate, 1.01%, exceeds the 0.69% 

“inclusion rate” for permanent employees without disabilities who voluntarily separated 

(570 divided by 82,087). 

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: Yes 

The (inclusion rate) for PWTD (0.94%) exceeded the rate of persons with no disability 

(0.69%) for involuntary separations.  The inclusion rate for PWTD (8.40%) did not 

exceed the inclusion rate for persons with no disability (8.56) for voluntary 

14 
Department of Treasury FY 2017 

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. 

separations. 

During the period of October 1, 2016 through September 30, 2017, 202 

permanent/seasonal PWD responded to the Department’s Exit Survey.  The overall 

responses from PWD were similar to the overall permanent/seasonal employee 

responses in that 48% (97) had more than 25 years of service and 76% (153) were 

age 50 or older.  Of the respondents with disabilities, 31% (63) were veterans.  The 

most frequently cited reason for separation of PWD was retirement (126 or 62%). 

The factor most frequently cited as impacting a PWD’s decision to leave was job 

stress (75%).  Additional factors frequently cited include office morale (64%); office 

organization and alignment with regard to effective and efficient service (51%), 

resources to do the job (51%), ability to participate in decisions (48%), access to 

developmental opportunities (48%), pay in relation to job responsibilities and 

performance (47%), reasonableness of workload (46%), and job description in relation 

to actual duties and responsibilities (46%). 

71% of the respondents indicated their work experience was generally positive and 

64% stated they would recommend Treasury as a good place to work.  PWD (69%) 

were slightly less likely to indicate that they would recommend Treasury as a good 

place to work, as compared to the 72% of all respondents. 

B. ACCESSIBILITY OF TECHNOLOGY AND FACILITIES 

Pursuant to 29 C.F.R. § 1614.203(d)(4), federal agencies are required to inform job 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 overall “Accessibility” page on the public Treasury.gov website, 

https://www.treasury.gov/accessibility/Pages/default.aspx, provides three links with 

resources for Persons with Disabilities. 

Information on how to file a complaint can be found 

The following address, located on the Treasury.gov public website, provides 

information and explains employee and applicant rights under Section 508 of the 

Rehabilitation Act: https://www.treasury.gov/accessibility/Pages/web.aspx. 

Additionally, the following link (which is also located on the “Accessibility” page), 

provides information regarding how to file a complaint of discrimination: 

https://www.treasury.gov/about/organizationalstructure/offices/Mgt/Documents/Section508_Complaint_Processing.pdf. 

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. 

Regarding physical accessibility, the following address is located under the 

15 
Department of Treasury FY 2017 

“Accessibility” page on the public Treasury.gov website: 

https://www.treasury.gov/accessibility/Pages/physical.aspx. 

Additionally, the following link (which is also located on the “Accessibility” page, 

provides information regarding how to file a complaint of discrimination: 

https://www.treasury.gov/accessibility/Pages/disability.aspx. 

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. 

n FY 2017, OCRD conducted two accessibility reviews of buildings occupied by DO 

employees – 1750 Pennsylvania Avenue and Freedman’s Bank Building (Treasury 

Annex). 

For the Freedman’s Bank Building, the Treasury Library Area was under review. 

Although the accessibility review indicated that the space is mostly accessible, 

important requirements are not being met.  OCRD identified ten (10) deficiencies 

requiring a corrective action.  The review was signed by Mariam Harvey, Director, 

OCRD, and submitted to the Deputy Assistant Secretary for Operations on May 26, 

2017. 

For the Treasury Leased Space, 1750 Pennsylvania Avenue, the review also 

indicated that the space was mostly accessible, but that there were important 

requirements not met.  OCRD identified twenty-eight (28) deficiencies that required a 

corrective action.  The review was signed by Mariam Harvey, Director, OCRD, and 

submitted to the Deputy Assistant Secretary for Operations on May 12, 2017. 

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.) 

Each bureau is responsible for independently processing their request for reasonable 

accommodations.  See below: 

Average Days by Bureau: 

BEP  10 

DO  20 

FinCEN  15 

FS  6 

Mint  20 

IRS  66 

OCC  10 

TIGTA  10 

TTB  40 

Overall average of 22 days. 

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 

16 
Department of Treasury FY 2017 

approved accommodations, conducting training for managers and supervisors, 

and monitoring accommodation requests for trends. 

Overall, the Department has an effective Disability Program, supported by various 

policies, procedures, and practices, as evidenced by timely processing requests for 

accommodations.  Mandatory new managers and supervisors training includes 

responsibilities on providing reasonable accommodations. Throughout FY-2017 

bureaus provided reasonable accommodations guidance via training courses, 

newsletters and postings on its intranet websites (see specific bureau submission for 

details).  The Department established a Treasury-wide sign language interpreters 

contract to provide an effective and efficient procedure for providing sign language 

interpreters.  Bureaus are responsible for monitoring reasonable accommodation data 

for trends relating to the workforce. z 

D. PERSONAL ASSISTANCE SERVICES ALLOWING EMPLOYEES TO 

PARTICIPATE IN THE WORKPLACE 

Pursuant to 29 C.F.R. § 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, 

timely providing approved services, conducting training for managers and supervisors, and 

monitoring PAS requests for trends. 

OPM established the requirement for Personal Assistance Services to be 

implemented in January 2018.  Therefore, for FY 2017, Treasury did not have a policy 

or procedure in place to implement the PAS requirement.  During FY 2018, first 

quarter, Treasury EEO established a Personal Assistance Services (PAS) Working 

Group.  The initial purpose of this working group is to establish and finalize a 

Statement of Work (SOW) for procuring a Treasury-wide PAS contact.  This contract 

will allow bureaus to establish a purchase order against the Treasury-wide base 

contract.  While the PAS contract is being established, the PAS working group will 

create the PAS policy and procedures.  In the interim, the Department will follow 

existing reasonable accommodation policy and procedures to provide PAS. 

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 government-wide average? 

Answer: No 

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: Yes 

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. 

17 
Department of Treasury FY 2017 

Treasury had one FAD, hostile work environment based on disability and reprisal 

when, among other things, complainant was denied reasonable accommodation and 

issued a counseling memorandum; where training and consideration of disciplinary 

action were ordered – In addition to appropriate relief for the complainant, the 

following corrective action(s) were taken: training was provided and disciplinary action 

was considered but found not to be warranted. 

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: 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. 

Six FAD’s:  (1) disability discrimination for failure to provide reasonable 

accommodation;  training was ordered for all responsible management officials in 

office where complainant worked; training is pending;  (2) disability discrimination for 

denial of reasonable accommodation and termination for missing too much time from 

work during probationary period; training and disciplinary action were ordered; 

training was provided; disciplinary action is pending; (3) disability discrimination for 

unnecessary delay in providing operable adaptive equipment, which had been 

approved pursuant to request for reasonable accommodation; it was determined that 

management acted in good faith in attempting to provide effective accommodation; (4) 

disability discrimination for failure to provide reasonable accommodation in line with 

complainant’s physician’s recommendation or even act on her request for reasonable 

accommodation until the EEO complaint was filed; training on the responsibilities of 

management under the Rehabilitation Act was ordered and was provided; disciplinary 

action was not ordered because the individual who was primarily responsible for 

processing the original reasonable accommodation request was no longer employed 

with the Agency;  (5) disability discrimination for delay in providing reasonable 

accommodation;  training and consideration of disciplinary action were ordered; 

training was provided; decision on disciplinary action is pending; and (6) disability 

discrimination for failure to provide reasonable accommodation and failure to maintain 

confidential medical information in separate medical file; training and consideration of 

disciplinary action were ordered; training was provided and oral counseling was 

administered to four management officials. 

Section VIII: Identification and Removal of Barriers 

18 
Department of Treasury FY 2017 

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: No 

2. Has the agency established a plan to correct the barrier(s) involving PWD 

and/or PWTD? 

Answer: No 

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. 

Trigger 

Barrier(s) 

Objective(s) 

Responsible Official(s) 

Performance Standards Address 

the Plan? 

(Yes or No) 

Barrier Analysis Process Completed?

(Yes or No) 

Barrier(s) Identified?

(Yes or No) 

Sources of Data 

Sources 

Reviewed? 

(Yes or No) 

Identify Information Collected 

Workforce Data Tables 

Complaint Data (Trends) 

Grievance Data (Trends) 

Findings from Decisions (e.g., 

EEO, Grievance, MSPB, AntiHarassment Processes)

Climate Assessment Survey (e.g., 

FEVS) 

Exit Interview Data 

Focus Groups 

Interviews 

Reports (e.g., Congress, EEOC, 

MSPB, GAO, OPM) 

Other (Please Describe) 

19 
Department of Treasury FY 2017 

Target Date

(mm/dd/yyyy) 

Planned Activities Sufficient 

Staffing &

Funding

(Yes or No) 

Modified 

Date 

(mm/dd/yyyy) 

Completion

Date 

(mm/dd/yyyy) 

Fiscal Year Accomplishments 

4. Please explain the factor(s) that prevented the agency from timely completing 

any of the planned activities. 

There were no planned activities to complete 

5. For the planned activities that were completed, please describe the actual 

impact of those activities toward eliminating the barrier(s). 

There were no planned activities for 2017 

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. 

There were no planned activities for 2017 

20